A) Miscellaneous Award (2020) - Photographers / Videographers

Ordinary Hours of Work:

Regular Hours (unaffected by penalty rates): Monday - Friday (7am to 7pm)
Ordinary hours are not to exceed 10 hours on any day or shift except by agreement in which case the maximum number of ordinary hours is 12.
The ordinary hours of full-time employees are an average of 38 per week

Casual Employees:

Cancellation/ rescheduling engagements - A casual employee must be engaged and paid for at least 2 consecutive hours of work on each occasion they are required to attend work. For example - If a scheduled shift is cancelled within the last hour before they are due to start or on their way to work a minimum of 2 hours is payable. Of course we ideally would give them as much notice as possible or provide alternative work to do within 24 hours of the job being cancelled.

Breaks:

An employee must not be required to work for more than 5 hours without an unpaid meal break of at least 30 minutes.

Allowances:

If an employee required to work more than one hour of overtime after the employee’s ordinary time of ending work without being given 24 hours’ notice must be either provided with a meal or paid a meal allowance of $21.57.
If the overtime exceeds 4 hours a further meal allowance of $19.56 must be paid.
An employee who agrees with their employer to use their own motor vehicle on the employer’s business (where this has not been included in the loading) must be paid an allowance of $0.95 per kilometre.

Permanent Photographers have a vehicle allowance included in their loaded rate due to the frequency of travel.
Caroline, Katie and Julia don't have a vehicle allowance included in their rate and where they cannot travel with a permanent photographer / videographer are able to claim vehicle expenses at the specified rate. A log book should be kept.

B) Surveying Award (2020) - Digital Engineer (Matt Powers)

Ordinary Hours of Work:

Regular Hours (unaffected by penalty rates): The ordinary hours of work must not exceed an average of 38 per week and must be worked between 6.00 am and 6.00 pm Monday to Friday inclusive.
The actual hours within the spread of hours may be altered by mutual agreement between the employer and the majority of employees concerned in the establishment or section or sections concerned.
During periods when daylight saving is in operation the spread of hours may be 5.00 am to 5.00 pm where there is agreement between the employer and the majority of employees affected.

Casual Employees:

Cancellation/ rescheduling engagements - A casual employee must be engaged and paid for at least 2 consecutive hours of work on each occasion they are required to attend work. For example - If a scheduled shift is cancelled within the last hour before they are due to start or on their way to work a minimum of 2 hours is payable. Of course we ideally would give them as much notice as possible or provide alternative work to do within 24 hours of the job being cancelled.

Breaks:

Meal break

(a) An employee will be allowed an unpaid meal break of between 30 minutes and one hour each day, as mutually agreed.

(b) An employee must not be required to work for more than 5 hours without a break for a meal.

Morning and afternoon tea break

(a) An employee is allowed a rest period of 10 minutes without deduction of pay in the morning at a time fixed by the employer.

(b) An employee is permitted, without ceasing work, to take an afternoon tea break.

Allowances:

An employee required to work beyond 2 hours after the usual finishing time of work must be paid a meal allowance of $14.60 for the meal and for each subsequent meal, or be provided with an adequate meal.
An employee required to work on a Sunday or public holiday for more than 4 hours must either be supplied with a meal by the employer or paid $14.60 for the meal taken during the first and/or subsequent rest break.

C) Mandatory Code of Practice for the Employment of Children in Entertainment (2014) - Fair Work Act 2009

A child is defined in the Act as a person under 15 years of age.

Calculation of employment time:

A child’s total period of employment during any period of 24 hours is to be calculated as if the following periods formed part of the time for which the child is employed:

any time in excess of 1 hour spent by the child in travelling from home to the place of work; and
any time in excess of 1 hour spent by the child in travelling home from the final place of work; and
the whole of the time that the child is required to be at work, excluding the 45-minute rest break required under clause 25 (provided that any time taken for the rest break in excess of 45 minutes must be counted as time worked, unless the longer rest break is taken in order to comply with an award or agreement in force under the Fair Work Act 2009); and
if the employer is responsible for bringing the child to work, any time between the child’s arrival at the place of work and the child’s actual commencement of work; and
if the employer is responsible for taking the child home from work, any time between the child’s final place of work and the start of the child’s journey home from work.

Any travel in excess of 1 hour under subclause (1)(a) or (b) must be within the spread of hours during which a child may be employed as specified under clause 22.

Maximum number of days of employment in any week, employment hours per day, consecutive days of employment and spread of hours:

An employer must not employ a child in excess of the maximum number of days of employment in any week, the maximum employment hours per day or the maximum number of consecutive days of employment specified in Table A.
An employer must not employ a child outside the spread of hours specified in Table A.