Scheme Coverage | Construction Long Service Leave Victoria | LeavePlus (2024)

See the table below to determine whether a trade is covered, when a trade was introduced to the scheme and for a list of trade type codes. All classes of Precast Work will also be covered under the LeavePlus scheme from 1 July 2024.

See the table below to determine whether a trade is covered, when a trade was introduced to the scheme and for a list of trade type codes.

LeavePlus covers most electrical trades work. An electrical worker is also covered when:

• working in a factory or doing installation or maintenance work and
• the employer is contracting with its clients for electrical services work

Typical work includes installing or laying cables. Electrical service workdoes not have to be linked to construction. All classes of Switchboard Work will be covered by the LeavePlus scheme from 1 July 2024.

See the table below to determine whether a trade is covered, when a trade was introduced to the scheme and for a list of trade type codes.

Some trades are only partially covered by LeavePlus. The following table lists what areas of trade are/are not covered.

Defining coverage for foreman and supervisors

In the Building Trades and Electrical Trades and Metal Trades appendices, the LeavePlus Rules provide coverage for up to and including foreman. Supervisors in Building Trades and Electrical Trades are not covered. The Rules of the Scheme only cover the role of a supervisor where that role is carried out by a “foreman/supervisor” or “general foreman/supervisor”, as defined in the Appendix C of the LeavePlus Rules (Mar 2023) (Metal Trades). See the Rules of the Scheme at our Legislation page.

Work which is covered

FOREMAN (Building Trades Work and Electrical Trades Work and Metal Trades Work)

• Is directly and principally responsible for and directly oversees other workers (but not including working subcontractors) and ensuring that work is being performed to the standard and schedule required.
• May directly oversee and direct leading hands.
• Would normally not spend more than 25% of a working day in the site office.

FOREMAN/SUPERVISOR (Metal and Engineering On-Site Construction)

• Is directly and principally responsible for other workers and ensuring that work is performed to the standard and schedule required.
• May directly oversee and direct leading hands.
• May normally not spend more than 25% of the working day in the site office.
• Is covered under Appendix C of the LeavePlus Rules (Metal Trades).

GENERAL FOREMAN/SUPERVISOR (Metal and Engineering On-Site Construction)

• Reports to site or construction managers.
• Not usually responsible for supervising/directing workers (responsibility rests with foreman/supervisors).
• Directly supervises and co-ordinates the work of at least two foremen/supervisors.
• Is covered under Appendix C of the LeavePlus Rules (Metal Trades).

Work which is not covered

MANAGER (who may be incorrectly called a Supervisor, but is not covered by LeavePlus)

• Is principally part of and concerned with the issues involving the overall site management team i.e. project manager, construction manager, engineering staff.
• Is principally concerned with the management of the site and not day to day direction of workers.
• Will have an individual contract of employment/on staff salary arrangement.
• Principally oversees the work of subcontractors.
• Able to directly influence budgets
• Monitors trends in attendance and day to day queries but is not responsible for individual cases.
• Responsible for overseeing general administrative functions at the site.
• Usually works from a site office principally and is involved in various scheduling meetings and other meetings including meetings such as occupational health and safety, engineers meetings, site co-ordination etc.

Commercial, Industrial, Domestic and some factory work is covered

LeavePlus covers workers employed on commercial, domestic and some factory projects and domestic projects such as home building and extensions for both union and non-unionised work. For full coverage details for your trade, it is best to check the LeavePlus Rules at our Legislation page.

The “Two Thirds” rule

In any given Workers’ Days and Wages period where an individual apprentice or worker performs covered work for at least two thirds of his/her employment, the employer must record 100% of that individual’s employment the Workers’ Days & Wages form for that period.

Therefore, where a Worker is considered fully covered according to the Two Thirds Rule, the employer must base contributions to LeavePlus on 100% of the worker’s gross ordinary wages (not including overtime) for the total number of days worked.

A Worker has to be with the same employer for the entire service period for the Two Thirds Rule to apply.

Workers whose service may be subject to the two thirds rule include those who are only covered when performing work on commercial sites such as Landscape Gardening Services:

In the below example, an employee may work for the employer for the full WDW period (65 days), but perform a mix of covered (commercial – 43 days) and non-covered (domestic – 22 days) work.

Where the proportion of covered work to non-covered work is more than two thirds (in this case 66%), the days and wages must be rounded up to reflect the full employment period.

Equally, where a worker has split duties between on-site-construction roles and office-admin or surveying responsibilities, the two thirds will also apply:

In this example, an employee may work for the employer for the full WDW period (65 days) but perform a mix of covered (on-site-construction – 47 days) and non-covered (office-admin/surveying – 18 days) work.

Where the proportion of covered work to non-covered work is more than two thirds (in this case 72%), the days and wages must be rounded up to reflect the full employment period.

For all instances where the proportion of covered work to non-covered work does not exceed two-thirds, then the service should be reported only as the days performing covered work and their equivalent total gross wages.