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Higher duties

A higher duties allowance applies when an employee performs work at a higher classification than their usual duties for more than 1 day. For example, you might request an employee to perform higher duties to replace another employee who is on annual leave or sick leave.

Under the Clerks Award, if you request an employee to perform higher duties for more than 1 day, they must be paid at least the hourly rates for the higher classification level.

Make sure that any time that your employees are entitled to higher duties rates of pay it is recorded in your time and wages records.

Example

Erica is a full-time receptionist and works for an IT consulting firm. Erica's duties include answering the phone, photocopying and using a range of word processing software packages. Erica is currently classified as a Level 2 employee under the Clerks Award.

Erica is asked to assist the accounts department to help out with preparation of cash payment summaries and maintenance of wage and salary records for a week. The classification for that position is a Level 3 under the Clerks Award.

Erica is entitled to be paid at the Level 3 classification for the week that she works in the accounts department. However, if Erica only worked for up to one day in the accounts department, then she could be paid at the Level 2 classification.

Best Practice Tip

Consider implementing a higher duties policy which sets out when higher duties apply and how positions will be filled. The policy can cover the following situations:

  • a short term vacancy (for example, due to an unexpected absence)
  • a vacancy for a limited period of time (for example, where an employee is on annual leave or extended personal leave)
  • a long term vacancy (for example, where an employee is on parental leave or long service leave)
  • providing employees an opportunity to gain exposure to a higher role (for example, training your employees to replace a staff member who is leaving your business).

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Page last updated: 17 September 2010