11 July Fair Work Commission hands down Award review decision July 11, 2017 By Reef Admin Fair Work Commission decisions, Real Estate Industry Award 0 The wait is over! The Fair Work Commission has handed down its decision regarding the statutory review of the Real Estate Industry Award. Here are the details. The changes detailed in this article are not operative at this point in time. The precise form of the Award variations will not be known under later this year, as the Fair Work Commission is allowing time for interested parties to make final submissions about how the new Award should work. However, it's expected that the Property Sales Representative wage increase will become operative on 1 January 2018. Following is a brief outline of the key elements of the Fair Work Commission's decision. There were a number of contested matters on which the employer parties and the unions could not reach agreement. The Fair Work Commission was asked to rule on these contested matters. 1. Increase to minimum award wages The Fair Work Commission decided the minimum award rate of pay for a Property Sales Representative (i.e. a real estate salesperson) is undervalued. The decision states: "In our view, the skills required to be exercised and the indicative tasks performed by Property Sales Representatives align more appropriately with those of the Level 2 employee under the [clerical] award." There will be an increase of $72.40 per week to the Property Sales Representative minimum rate of pay. Taking into account the recent 2017 National Wage Case decision, from 1 January 2018 the minimum weekly rate of pay for a Property Sales Representative will become $809.10. There will be increases to other classifications under the Real Estate Industry Award. The commencement date of these other wage increases may be different to, but not earlier than, that for the Property Sales Representative. The Fair Work Commission has ordered that the employer and union parties confer further to see if agreement can be reached on these other rates, including an operative date. 2. Matters associated with commission-only arrangements The subject of "commission-only" employment attracted a number of applications from the unions for several key changes. These were: a. Minimum Income Threshold The unions wanted the Minimum Income Threshold used to determine if a salesperson qualifies to be engaged on a commission-only basis to be increased. The Minimum Income Threshold is currently 110% of the minimum wage for the employee’s award classification. The Fair Work Commission has expressed a "provisional view" that the Minimum Income Threshold will increase to 125% of the rate for the employee’s award classification. When the Property Sales Representative moves to $809.10 in January 2018, and assuming the Fair Work Commission's provisional review is affirmed, the Minimum Income Threshold will be satisfied only if the employee has earned at least $52,734 in a 12-month period during the last three years. This qualification rate of $52,734 is lower than REEF expected. b. Wage safety net The Australian Property Services Association (APSA), the national real estate union, wanted commission-only arrangements to be underpinned by a wage safety net. This would have meant that if the commission-only employee didn’t earn the equivalent of the minimum award wage over a defined period, then the employer would be required to pay the employee the difference between the award wage and the commission earnings. The Fair Work Commission rejected APSA’s proposal for commission-only arrangements to be underpinned by a wage safety net and REEF is delighted at this outcome. However, the Fair Work Commission decided to introduce a commission-only 'review and cancellation' provision. This provision will mean employers will need to annually review the gross income of a commission-only employee and where that income falls below the Minimum Income Threshold amount (i.e. $52,734), the employee cannot continue to be employed on a commission-only basis. Importantly, however, there is no top-up payment required at the time the commission-only employment ceases. c. Employer's Gross Commission The new minimum commission-only rate will be changed to read "31.5% of the Employer’s Gross Commission", rather than the current "35% of the Employer’s Net Commission". 3. Debit–Credit restrictions The unions wanted to place significant restrictions on the types of items that could be debited under a "debit–credit" commission arrangement. This claim was rejected by the Fair Work Commission. As the Fair Work Commission noted: "it is not appropriate for a modern award to regulate over award payments". REEF is delighted to have succeeded in preventing the unions from sabotaging this highly popular commission arrangement. It is a wonderful outcome for our industry. 4. "All-up" commission rate for commission-only employees The current Real Estate Industry Award provides that commission-only employees can be paid their NES entitlements (e.g. annual leave and personal/carers leave) as part of their "all-up" commission rate. REEF advised members some time ago about a decision in the Canavan Building P/L case, where it was found by a five-member Full Bench of the Fair Work Commission that any form of pre-paying an employee’s annual leave entitlements was a breach of the Fair Work Act (even where such an arrangement is sanctioned by an award). REEF strongly argued during the review that the all-up commission rate was not offensive to the Fair Work Act and should be allowed to continue. The Fair Work Commission rejected REEF’s submission on this issue. This means where a commission-only employee is currently employed on an all-up arrangement, the employee is entitled to be paid their NES entitlements when the leave is actually taken (rather than in advance as part of the commission payment). Therefore, it will be necessary to consider moving any commission-only employee currently engaged on an all-up commission-only rate across to REEF’s alternate "debit margin" option. REEF has been promoting this as an alternative for the last few years, so it’s quite possible that you are already using this option. However, if you need guidance in moving an existing employee from the all-up commission rate, please contact REEF for assistance in managing the process. REEF’s initial commentary on the decision We're currently in the process of reviewing the written judgement of the Full Bench to determine what impact the changes will have on our industry and what we need to do to comply with the further directions from the Fair Work Commission. REEF went into this review process with a number of key strategic objectives. First, we were determined to insulate our industry against the introduction of penalty rates for weekend work. Second, we considered it essential to protect the integrity of our debit-credit commission arrangement. We're extremely pleased that both of these key objectives have been achieved. There is no doubt that while we're extremely disappointed by the minimum award wage increases (against which we fought a strong case), it was inevitable that an increase of some proportion was going to be awarded. The increase of around 13% for a Property Sales Representative will certainly impact on an agency’s bottom line, but particularly so where the employee is unable to perform and cover their employment costs via the selected commission arrangement. Employers will now need to show greater resolve and more quickly manage non-performers out of the business. Tolerance may need to be 'sharpened up; for producers who don’t produce. In the coming months, REEF will be providing more detailed information relating to this important decision. We expect this information will be not only in written form, but also conveyed by way of webinars and video presentations. It's important to note that, except in relation to the all-up commission-only rate issue, this advice concerns changes that will occur in the future – 1 January 2018 at the earliest. As things become clearer we will keep you informed of developments. Related Don't be left in the dark: New industry award starts on 2 April 2018 After a long battle, the Fair Work Commission has now finalised the four-year review and the Real Estate Industry Award 2015 will commence on 2 April 2018. Big changes are ahead. Here's what you need to know. Real Estate Industry Award: Out with the old, in with the new After a long battle, the Fair Work Commission has now finalised the four-year award review and the new Real Estate Industry Award will commence on 2 April 2018. Here's what you need to know before the changes kick in. Commission-only employees: It's time for their MITA review The Real Estate Industry Award requires employers to conduct an annual review to determine if their commission-only employees can continue to be paid on a commission-only basis. Why is the 'all-up' commission rate unlawful? With the start of the new Real Estate Industry Award, commission-only arrangements providing for pre-payment of employee leave entitlements have been confirmed as being unlawful. But how did it come to this? The difference between unfair dismissal and general protections When dealing with dismissals, it's important to understand the difference between unfair dismissal and general protections. Real Estate Industry Award review gets serious One subject that seems to have been a continual focus of attention for the past 18 months is the review of the Real Estate Industry Award by the Fair Work Commission. This is a statutory review that must take place every four years. Comments are closed.