Ma000020

Ma000020 is the code for the Building and Construction Award. This award, established by the Fair Work Commission, sets out the minimum terms and conditions of employment for workers in the building and construction industry who perform work on-site. 

It covers various classifications within the industry, including tradespersons, apprentices, and labourers, and includes provisions regarding wages, allowances, overtime, leave entitlements, and other employment conditions. The award aims to ensure fair and equitable treatment for workers in the building and construction sector and provides a framework for resolving disputes and addressing workplace issues. 

Key Provisions

At its core, the Building and Construction Award addresses crucial aspects of employment, including:

  1. Wages and Allowances: The award stipulates minimum wage rates for different classifications within the industry, ensuring fair remuneration for workers’ contributions. Additionally, it outlines various allowances, such as industry-specific payments and expense reimbursements, aimed at offsetting the costs associated with tools, clothing, and meal expenses incurred during work.
  2. Hours of Work and Overtime: Clear guidelines govern the standard hours of work, overtime rates, and rest breaks, safeguarding workers against excessive workloads and ensuring adequate rest periods. Provisions for penalty rates and allowances for overtime work serve to compensate employees for their additional efforts beyond regular hours.
  3. Leave Entitlements: The award delineates provisions for annual leave, sick leave, and other forms of paid and unpaid leave, recognizing the importance of work-life balance and the need for employees to attend to personal and health-related matters without financial detriment.
  4. Health and Safety: Emphasising the paramount importance of workplace safety, the award mandates adherence to stringent health and safety standards, aiming to mitigate risks and prevent accidents or injuries on construction sites. Employers are obligated to provide a safe working environment and appropriate training to ensure employee well-being.
  5. Dispute Resolution Mechanisms: In the event of disputes or grievances, the award provides mechanisms for resolving conflicts through procedures such as mediation, arbitration, or recourse to relevant regulatory authorities, fostering constructive dialogue and equitable outcomes.

Navigating Compliance

For employers and employees alike, compliance with the Building and Construction Award is essential to ensure adherence to legal obligations and uphold the rights and entitlements of workers. Employers must familiarise themselves with the intricacies of the award, accurately determine classification levels, and diligently fulfil their obligations regarding wages, allowances, and workplace conditions. Similarly, employees should be aware of their rights under the award, advocate for fair treatment, and seek recourse in case of any violations or discrepancies.

Conclusion

As a pivotal regulatory instrument, the Building and Construction Award plays a fundamental role in shaping the dynamics of Australia’s construction industry. By providing a comprehensive framework for employment conditions, it seeks to uphold fairness, safety, and equity within the sector, fostering a conducive environment for both workers and employers to thrive. Through diligent compliance and mutual respect for its provisions, stakeholders can navigate the complexities of the industry while upholding the principles of fairness and integrity.

How HR Connect can help

If you require assistance with Award interpretation, compliance advice, disciplinary issues concerning staff, HR Connect can help. Our HR Advisors will be able to guide you through each step of the process and provide template documents as part of our subscription packages.

 

 

About HR Connect

HR Connect is one of Australia’s leading providers of HR & workplace safety advice services, designed to help small business owners make confident and compliant business decisions.

 

Disclaimer

The information provided in these knowledge base articles is general in nature and is not intended to substitute for professional advice. If you are unsure about how this information applies to your specific situation we recommend you contact HR Connect for advice. The information in this summary is correct as of August 2021.

This article will change over time, as Modern Award legislation relating to this Industry or Occupation is passed by the Fair Work Commission. Originally published on 20 February 2024.

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