We get results for pharmacists
When you’re a member and have an issue at work, you can call our Workplace Advice and Support team for assistance – the service is free as part of your membership.
Here are just some recent examples of how we help Australia’s most
Recovering unpaid entitlements
Our Workplace Advice and support assisted a pharmacist who received a $32,500 settlement for leave entitlements they were owed.
Their employer had thought that because he had entered into an annualised salary agreement that paid him more than the Award he was not entitled to receive paid leave entitlements.
Employees on annualised salaries still have an entitlement to personal, annual, and long service leave.
Because this pharmacist was a PPA member, our legal team intervened and the employer paid them the leave they were entitled to.
A PPA member was asked by their employer to attend a number training sessions outside of working hours – without being paid.
We wrote to the employer, pointing out that they needed to pay their staff when they attend compulsory training.
Following a letter from the PPA lawyers, the employer paid up.
Getting paid for minimum engagements
A pharmacists working part time was only being rostered for two hours. They contacted PPA and we advised them that the minimum engagement required by the Award is three hours. This means that an employer can roster an employee to work for less than three hours but if they do they must pay them for three hours.
After speaking to us, the member showed the Award clause to his employer and he was paid the additional hour for all the times he had been rostered to work for two hours.
Employment contract advice
A pharmacist sent PPA their new employment contract and sought our advice on its details. Our lawyers advised that they were being asked to sign an annualised salary agreement that rolled up all their monetary entitlements into a single payment.
As a result, they would not generally be entitled to penalty rates, overtime etc.
We further advised that the rate of pay being offered was OK and that it did exceed the award minimum rate – so it should compensate for all penalty and overtime entitlements.
But we also advised that they should speak to their employer about what would happen if they were required to work more hours than anticipated, meaning their hourly rate of pay would fall below the minimum entitlements outlined the award.
We were also able to advise that a clause stating their employment could be terminated without notice could not be enforced. An employer must provide the legal minimum notice provided for in the Fair Work Act.