An employer may pay an eligible full-time employee classified at Level 3 or above a loaded rate (a percentage above the ordinary hourly rate) in satisfaction of the lower split shift allowance, overtime (other than on rostered or accrued days off) and penalty rates (other than public holidays). It must consult affected employees and representatives at least 7 days before initiating it, give the employee a written arrangement in the Schedule J form, keep it and any termination as time and wages records, vary it only on 2 weeks' written notice subject to roster consultation, and may end it by agreement or 2 weeks' notice. It cannot apply to part-time or casual employees, introductory to Level 2 staff, juniors, supported wage employees, remote catering or 160-hour arrangement employees. The loaded rate covers only work within the parameters (weekly Monday-start cycle, weekday shifts up to 11.5 hours between 7.00 am and midnight, weekend shifts up to 10 hours, split shift allowance where the gap is 3 hours or less) and the chosen day range and weekly hours for the percentage in I.5.1 of the current award (consolidated to 1 July 2026, read 30 September 2026); work outside them attracts overtime or the applicable penalty or allowance. The employer must keep employee-acknowledged start, finish and break records each pay period and consents to Commission arbitration of disputes, which may order back pay or terminate an unfair arrangement.
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