The Pet Industry Association demands exacting standards from our members to ensure the welfare of animals and promote responsible pet ownership.

Supporting the industry through advocacy

Building better business

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What we believe

The Pet Industry Association is the only industry association in Australia created to represent all businesses in the pet industry. Formed in 1979 as the PIJAC, we have evolved into a peak organisation which aims to create an environment of best practice principles and ongoing learning for improved technology and systems in the pet industry. The Pet Industry Association is run by members for its members and offers a voice for all who join by liaising with governments, animal welfare agencies, as well as pet and animal groups nationally and internationally. We are represented on government steering committees, consultation and advisory groups on pet ownership and industry issues around Australia.

To promote, support and represent a sustainable pet industry because we recognise that pets and their welfare are essential for a healthy society.

This ensures our members thrive and our Association continues to represent the majority of the industry.

The PIAA National Code of Practice and Code of Ethics are quality standards for the operation of businesses in the pet industry supply chain. The Code sets standards that exceed current regulatory requirements. Compliance with the code is a mandatory requirement for membership of the PIAA. An Ethics and Complaints Committee adjudicates any complaints against activity deemed in contravention of the code.
PIAA is a member of the Australian Companion Animal Council and is represented on and works with Aquatic committees nationally, including OFMJG and the NSW Ornamental Fish Reference Group, Animal Welfare Advisory Committees in QLD, NSW, NT and the ACT, the Domestic Animal Management Implementation Committee in Victoria and the Dog & Cat Management Board in South Australia. We’ve also worked closely with the governments in QLD, NSW and SA on pet shop codes of practice. PIAA also holds a seat on the NSW Government’s Companion Animals Taskforce.

Latest news

Federal minimum wage decision: increase applicable from 1 July 2017

Federal Minimum Wage Decision 2017 handed down
The Fair Work Commission handed down its minimum wage decision on 6 June 2017.  The Fair Work Commission’s minimum wage panel decided to lift minimum award rates by 3.3% (with weekly wages rounded to the nearest 10 cents).  The decision will apply from July 1 2017 and lifts the federal weekly minimum wage to $694.90 per week or $18.29 per hour; with award classification rates increasing by 3.3%.  The Fair Work Ombudsman now produces Wage Tables factoring in the new rates and allowances and these should be available in 2-3 weeks. Once they are completed we will provide copies to PIA to be forwarded to all members.

Remember these new rates will apply from 1 July 2017.

 

How rates are to be adjusted – Principle of Absorption 

Where employers are already paying rates over and above the applicable minimum Award hourly rate the 3.3% increase is absorbable into the above award rate paid.  For example:

1.            Where an Enterprise Agreement does not apply and the Award applies

 Full Absorption:

If the Award weekly rate for the employee’s classification (prior to this increase) was $700 per week ($18.42 per hour) it would increase by 3.3% to $723.10 per week or to $19.03 per hour. If the employer was already paying the employee $19.03 per hour (or above), no increase would be applicable – the whole 3.3% increase would be ‘absorbed’ into the above-award rate already paid.

Partial Absorption:

If the Award weekly rate for the employee’s classification (prior to this increase) was $700 per week ($18.42 per hour) it would increase by 3.3% to $723.10 per week or to $19.03 per hour.  If the employer was already paying the employee $18.90 per hour, the employer would only be required to increase the rate by 13c to equal the new Award rate.

2.            Where an Enterprise Agreement does apply:

 The Enterprise Agreement rates will continue to apply; however the following applies:

Often Enterprise Agreements have a clause providing that the Agreement rates will be increased on an annual basis in accordance with the decision of the Fair Work Minimum Wage Panel on an annual basis.  If that is the case in your Agreement, Agreement base rates should be increased by 3.3%.

If there is no such clause, or it no longer applies as it only applied during the ‘nominal period’ of the agreement and the ‘nominal expiry’ date has passed, you must check to ensure the base rates in your agreement haven’t dropped below the equivalent classification base rate in the Award as a result of this adjustment.

The Fair Work Act provides that at no stage during the life of an Enterprise Agreement can the base ordinary hourly rate be less than the adjusted Award base hourly rates. If as a result of this increase they are less than the adjusted award rate - the base Agreement ordinary hourly rate must be increased to the base Award ordinary hourly rate (with the principles of absorption reviewed above applying).  Therefore it is important to review your Enterprise Agreement to ensure this occurs.

3.            Individual Flexibility Agreements 

Employers with Individual Flexibility Agreements in place should recalculate those Agreements to ensure the better off overall obligation is still met factoring in the increased rates and allowances.

Essentially, this will involve calculating the rates payable under the IFA in accordance with the updated (increased) rates in the Award resulting from the Minimum Wage Increase. This will involve recalculating rates factoring in the updated base, overtime and penalty rates including increased allowances – any rate, allowance or remuneration related matter which has been taken into account in determining the IFA rates.

Changes to Sunday and Public Holiday Penalty Rates in the General Retail Award

For those members who are in the General Retail Industry and employ staff covered by this Award, this year the reduction in penalty rates for work performed on Sundays and Public Holidays commences.  The wage tables provided by the Ombudsman will include these adjusted rates.

 

International Take Your Dog To Work Day – Friday 23 June

June 23rd is International ‘Take Your Dog to Work Day’, when employers are asked to open their businesses to pet dogs to promote the benefits of pet ownership and encourage animal adoption. Pets provide a number of physical and mental health benefits for people. Pet dogs in an office can be a very positive experience in the working environment for both workers and the dogs!

It’s important however to ensure this does not adversely impact on the health, welfare or working environment of employees, volunteers or visitors to office, or on the health and welfare of the animal or other animals in the office.

Tips to make the experience run smoothly

Before taking your dog to work:

  • Check with your office to see if bringing your dog to work is appropriate and allowed. Some work environments may not be appropriate or safe for dogs.
  • Consult with your workplace about associated policies and requirements.
  • Ensure your dog is currently healthy so they don’t potentially spread any infections.
  • Ensure your dog is identified (including by microchip and that your contact details are up to date on the microchip register) and up to date with their vaccinations.
  • Dogs should be socialised with other dogs and people.
  • Dogs should be trained using reward-based positive reinforcement.
  • Ensure the office environment is safe for pets. Cables, cords and rubbish bins can be hazardous for pets, so ensure dogs in the office can’t access these.
  • Supervise your dog and make sure they won’t be able to escape and get lost by accident.

In the Workplace:

  • Bring your pet’s favourite blanket, dog bed, food (plus food treats) and food and water bowls. Also bring some  toys with them so they feel comfortable in the new environment. Having their favourite toys (e.g. safe chew toys and food dispensing toys) will also help keep them stay preoccupied while you’re working.
  • Place their bed beside your desk. Dogs should stay at the desk of their owner with their owner, or the desk of another designated responsible person with that person, in the owner’s absence, so the dog is directly supervised. This is to ensure your dog doesn’t wander as they may get hurt. Some workplaces set up temporary penned areas, for example, by using baby gates around the owner’s work desk area. These can work well as they allow the dog space to move around but in a secure and safe way.
  • If appropriate, dogs can also accompany their owner to other areas in the office such as meeting rooms etc.
  • Before arriving at the office, try taking your dog for exercise so they are not too excited when they get to the office and are more likely to settle and be calmer. When you arrive in the morning, let your dog have some free time to meet any other dogs and say hello to your co-workers.
  • Set aside time for sufficient toilet breaks and to take your dog for a good walk or walks throughout the day. Walking your dog during your lunch break is not only great exercise for them, but a great opportunity to leave the office and get some fresh air. Avoid feeding your dog immediately before or after exercising as this can lead to bloat (which is a serious condition and can be fatal).
  • Be ready to clean up after your dog if they accidentally urinate or defaecate in the office. Frequent toilet breaks should minimise any risk of this occurring but if it does occur, never punish the dog. New environments can be exciting and confusing so accidents may occur. If your dog toilets in the office, it is always best to display no reaction. Clean the area thoroughly with a non-ammonia based cleaning product (found at your local vet clinic or pet supplies store) to take away the scent and reduce the likelihood of the dog using the same spot again.
  • Simultaneously increase the frequency of toilet breaks outside and continue to reward your dog whenever they do toilet in the correct place. The reward can be a tasty dog food treat to be given immediately after they finish toileting in the correct spot (i.e. within a few seconds). This will reinforce toileting outside and reduce the likelihood of toileting indoors.
  • Dogs should not have access to the kitchen area. If they accidentally do enter the kitchen area, call them towards you (using a food treat is helpful) and reward them when they come to you. Prevent access to the area or other areas where pets shouldn’t go by closing doors etc
  • Ensure your dog and their belongings do not become trip hazards in the office and be sure to clean up any debris associated with your dog.
  • Remember to reward your dog’s calm behaviour in the office. Rewarding calm behaviour reinforces calmness and makes the dog more likely to be calm again in the future.

           

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