Overview
It is MPH policy and our legal obligation that:
- The Live Performance Award (“the Award”) is applied to Working Times as a minimum
- Employees, Managers and Supervisors schedule work in line with the Award and our Fatigue Management policy.
- Employees, Managers and Supervisors are guided by the Working Times policies and ask questions when unsure.
- Employees understand when and where their workday starts and ends.
Employment classification
All MPH employees are engaged as Production and Support Staff – Sound and/or lighting under the Live Performance Award and are classified as either:
- Factory, Touring or Other production and support staff classification; and
- On a Weekly or Casual employment basis
See the Payment for work | Employment basis and classification policy for details and definitions.
Hours of work
The live entertainment industry – and thus MPH Australia – operates 24/7, 365 days a year. This often means working hours outside what are commonly considered regular working hours for other industries (eg. 9 to 5, Monday to Friday).
Work in the industry is often scheduled on weekends and public holidays and many employees will be scheduled to work on those days and may be offered overtime.
The Award
The federal government, through the Modern Awards system (run by the Fair Work Commission), creates documents that set the minimum conditions for work, on top of the National Employment Standards (NES).
MPH is part of the Live Performance industry, so all staff are covered by the Live Performance Award. This award applies to many roles in the industry, such as technicians, production assistants, dancers, comedians, bookkeepers, roller skaters, call centre staff, tailors, DJs, and more.
Modern Awards set out things like pay, working hours, rosters, breaks, allowances, penalty rates, and overtime. These are included in MPH’s contracts.
Any other requirements for employees are covered by MPH’s own policies, principles, standards, processes, and training.
It’s complicated!
Working hours, pay, and wages are complex because of the legal rules we must follow, as well as the need to balance what’s safe, fair, and practical for staff and the company (within the legal framework!).
We’ve obtained detailed legal advice to understand the Award and to guide us where it isn’t clear. In those cases, we’ve created policies based on that advice and what we believe is fair and safe.
If we find a problem with how we’ve interpreted the Award, or come across a situation it doesn’t clearly cover, we will talk with staff, seek expert advice, and update or clarify our position.