Crown Employees Nurses' (State) Award 2023
AWARD REPRINT
This reprint of the consolidated
award is published under the authority of the Industrial Registrar pursuant to
section 390 of the Industrial Relations Act 1996, and under
clause 6.6 of the Industrial Relations Commission Rules 2022.
I certify that the form of
this reprint, incorporating the variations set out in the schedule, is correct
as at the latest date of effect therein mentioned.
K. JONES, Industrial Registrar
Schedule of Variations Incorporated
|
Variation Serial No.
|
Date of Publication
|
Effective Date
|
Industrial Gazette Reference
|
|
|
|
|
Volume
|
Page No.
|
|
C9856
|
31 October 2024
|
01 July 2024
|
396
|
1095
|
AWARD
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. General
Conditions of Employment
4. Salary
Rates
5. Overtime
6. Penalty Payments
for Shift Work and Weekend Work
7. Public
Holidays
8. Annual
Leave
9. Grading of
Nurse/Midwife Manager
10. Dispute
Resolution Procedures
11. Anti-Discrimination
12. Personal
Carer's Leave
13. Area,
Incidence and Duration
14. No Extra
Claims
15. Savings
Clause
16. Career Break
Scheme
17. Commitments
During the Life of this Award
PART B
MONETARY RATES
Table 1 - Salaries
2. Definitions
Unless the context otherwise indicates or requires, the
several expressions hereunder defined will have the respective meanings
assigned to them:
The "Association" means the New South Wales Nurses
and Midwives' Association and the Australian Nursing and Midwifery Federation NSW
Branch (ANMF NSW Branch) of 50 O'Dea Avenue, Waterloo, New South Wales.
"Career Break Scheme" means a scheme where
employees may apply for an option to defer twenty percent of their salary for
four years and be paid this deferred salary in the fifth year.
"Consultation" means that the employer must notify
the Association of the proposal or issue in question, give the Association
adequate time to consider the matter and respond to the employer, and the
Association's views (where expressed) must be taken into
account by the employer in arriving at a decision.
"Day Worker" means a worker who works her/his
ordinary hours from Monday to Friday inclusive and who commences work on such
days at or after 6.00 a.m. and before 10.00 a.m. otherwise than as part of the
shift system.
"Employee" means for the purpose of this award, a
person who holds a position for which a nursing qualification is an essential
requirement and is employed as a public servant within the Ministry of Health
or in a Public Service agency as per Schedule 1 of the Government Sector
Employment Act 2013 (NSW) where the Secretary, Ministry of Health is the
head of Agency.
"Employer" for the purposes of this award, in
respect of nurses employed pursuant to the Government Sector Employment Act
2013, is a reference to the Secretary, Ministry of Health.
Registered Nurse/Midwife, Nurse/Midwife Educator,
Nurse/Midwife Manager, Nursing/Midwifery Unit Manager, Clinical Nurse/Midwife
Educator, Clinical Nurse/Midwife Specialist, Clinical Nurse/Midwife Consultant
and Nurse/Midwife Practitioner will all have the same meaning as defined in the
Public Health System Nurses' and Midwives' (State) Award 2023.
"Shift Worker" means a worker who is not a day
worker as defined.
3. General Conditions of Employment
Except as otherwise provided in this award:
(a) Employees will be entitled
to, and will observe, the conditions of employment applicable to public
servants, i.e. the conditions of employment covering officers employed in
organisations listed in Schedule 1 of the Government Sector Employment Act 2013
(NSW), together with the Government Sector Employment Regulation 2014
(NSW), the Government Sector Employment (General) Rules 2014 (NSW), the Public
Service Industrial Relations Guide, as amended from time to time, and/or the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009,
as varied or replaced from time to time.
4. Salary Rates
The minimum salaries per week to be paid to employees will
be as set out in Table 1 - Salaries of Part B, Monetary Rates.
5. Overtime
(a) Subject to subclause (b) an
employer may require an employee to work reasonable overtime.
(b) An employee may refuse to work
overtime in circumstances where the working of such overtime would result in
the employee working hours which are unreasonable.
(c) For the purpose of subclause
(b) what is unreasonable or otherwise will be determined having regard to:
(i) the
risk to the employee's health and safety;
(ii) the employee's personal
circumstances including any family and carer responsibilities;
(iii) the needs of the facility;
(iv) the notice (if any) given by
the employer of the overtime and by the employee of his or her intention to
refuse it; and
(v) any other relevant matter.
(d) This clause will not apply to
Nurse Managers classified at Grade 4 or above.
(e) Overtime will be paid for
time worked in excess of 152 hours over each four
weekly period provided that the performance of such overtime is authorised by
the employer.
(f) In assessing payment for
authorised time worked in excess of 152 hours over each four
weekly period, time should stand alone in excess of each normal shift
and be calculated in accordance with subclause (g) of this clause.
(g) Authorised overtime will be
paid at the rate of time and one half for the first two hours and double time
thereafter. Provided that all authorised overtime worked on Sundays will be
paid at the rate of double time and on public holidays at the rate of double
time and one half.
6. Penalty Payments for Shift Work and Weekend
Work
(a) This clause will not apply to
Nurse Managers classified at Grade 4 or above.
(b) In addition to the rates
prescribed by this award, officers authorised by the employer to perform work
on a shift basis and/or weekends and public holidays will be paid for all time
other than overtime worked at the following prescribed penalty:
(i)
(1) On afternoon shift, commencing at or
after 10.00 a.m. and before 1.00 p.m. at the rate of ten per cent extra.
(2) On afternoon shift, commencing at or
after 1.00 p.m. and before 4.00 p.m. at the rate of 12½ per cent extra.
(3) On night shift, commencing at or after
4.00 p.m. and before 4.00 a.m. at the rate of 15 per cent extra.
(4) On night shift, commencing at or after
4.00 a.m. and before 6.00 a.m. at the rate of ten per cent extra.
(ii)
(1) Between midnight Friday and
midnight Saturday at the rate of half-time extra.
(2) Between midnight Saturday and midnight Sunday at the
rate of three-quarter time extra.
(3) Provided that these weekend rates in this subclause will
be in substitution for and not cumulative upon the shift penalties prescribed
in paragraph (i) of this clause.
(iii) Between midnight to the
following midnight on a public holiday at the rate of halftime extra in
substitution for and not cumulative upon the shift premiums prescribed in
paragraph (i) and (ii) of this clause.
7. Public Holidays
(a) Public holidays will be
allowed to employees on full pay. An employee who is required to and does work
on a public holiday will be paid for the time actually worked
at the rate of time and one half in addition to his/her ordinary weekly rate.
Such payment will be in lieu of any additional rate for shift work or weekend
work which would otherwise be payable had the day not been a public holiday.
Provided that, if an employee so elects, he/she may have one day or one half day, as appropriate, added to his/her period of
annual leave and be paid at the rate of one half time extra for the time
actually worked.
(b) Where a public holiday occurs
on a shift worker's rostered day off, he or she will be paid one day's pay in
addition to the weekly rate or, if the employee so elects, have one day added
to his or her period of annual leave.
8. Annual Leave
Nurse Managers classified at Grade 4 or above are entitled
to annual leave as set out in subclause (a) to (d) of this clause. All other
employees are entitled to annual leave in accordance with the provisions of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009,
as varied or replaced from time to time.
(a) Twenty ordinary working days'
annual leave per annum; and,
(b) If they work on a public
holiday as defined in the Crown Employees (Public Service Conditions of
Employment) Award 2009, as varied or replaced from time to time:
(i) the
provisions of clause 7, Public Holidays; or
(ii) by agreement between the
employee and the employer, time in lieu of each public holiday or half public
holiday so worked, to be taken at a time agreed between the employee and the
employer.
(c) The benefits of the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009, as
varied or replaced from time to time, will not apply to Nurse Managers
classified at Grade 4 or above.
(d) The employer must pay to all
employees' annual leave loading in accordance with the provisions of the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009, as
varied or replaced from time to time.
9. Grading of Nurse/Midwife Manager
Grading provisions of the Public Health System Nurses' and
Midwives' (State) Award 2023 apply to all positions of Nurse/Midwife Manager
covered by this award.
10. Dispute Resolution Procedures
(a) All parties must use their
best endeavours to cooperate in order to avoid any
grievances and/or disputes.
(b) Where a dispute arises,
regardless of whether it relates to an individual employee or to a group of
employees, the matter must be discussed in the first instance by the
employee(s) or the Association on behalf of the employee(s) if the employee(s)
so requests and the immediate supervisor of that employee(s).
(c) If the matter is not resolved
within a reasonable time it must be referred by the
employees immediate supervisor to the Chief Executive Officer of the employer
(or his or her nominee) and may be referred by the employee(s) to the
Association's head office. Discussions at this level must take place and be concluded
within two working days of referral or such extended periods as may be agreed.
(d) If the matter remains
unresolved, the Association must then confer with the appropriate level of
management, depending on the nature and extent of the matter. Discussions at
this level must take place and be concluded within two working days of referral
or such extended period as may be agreed.
(e) If these procedures are
exhausted without the matter being resolved, or if any of the time limits as
set out in this clause are not met, either the Association or the employer may
seek to have the matter mediated by an agreed third party, or the matter may be
referred in accordance with the provisions of the Industrial Relations Act
1996 (NSW), to the Industrial Relations Commission of New South Wales for its
assistance in resolving the issue.
(f) During these procedures
normal work must continue and there must be no stoppages of work, lockouts, or
any other bans or limitations on the performance of work.
(g) The status quo before the
emergence of the issue must continue whilst these procedures are being
followed. For this purpose, "status quo" means the work procedures
and practices in place:
(i) immediately
before the issue arose; or
(ii) immediately before any
change to those procedures or practices, which caused the issue to arise, was
made.
The employer must ensure that all practices applied during
the operation of these procedures are in accordance with safe working
practices.
(h) Throughout all stages of
these procedures, adequate records must be kept of all discussions.
(i) These
procedures will be facilitated by the earliest possible advice by one party to
the other of any issue or problem which may give rise to a grievance or
dispute.
11. Anti-Discrimination
(a) It is the intention of the
parties bound by this Award to seek to achieve the object in section 3(f) of
the Industrial Relations Act 1996 (NSW) to prevent and eliminate
discrimination in the workplace. This includes discrimination on the grounds of
race, sex, marital status, disability, homosexuality, transgender identity, age
and responsibilities as a carer.
(b) It follows that in fulfilling
their obligations under the dispute resolution procedure prescribed by this
award the parties have obligations to take al! reasonable steps to ensure that
the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of the award which, by its terms or operation, has a direct
or indirect discriminatory effect.
(c) Under the Anti-Discrimination
Act 1977 (NSW), it is unlawful to victimise an employee because the
employee has made or may make or has been involved in a complaint of unlawful
discrimination or harassment.
(d) Nothing in this clause is to
be taken to affect:
(i) any
conduct or act which is specifically exempted from anti-discrimination legislation;
(ii) offering or providing junior
rates of pay to persons under 21 years of age;
(iii) any act or practice of a body
established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination
Act 1977 (NSW);
(iv) a party to this award from
pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
(e) This clause does not create
legal rights or obligations in addition to those imposed upon the parties by
legislation referred to in this clause.
NOTES -
(a) Employers and employees may
also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d) of the Anti-Discrimination
Act 1977 (NSW) provides:
"Nothing in this Act
affects... any other act or practice of a body established to propagate
religion that conforms to the doctrines of that religion or is necessary to
avoid injury to the religious susceptibilities of the adherents of that
religion".
12. Personal Carer's Leave
The provisions of clause 81, Sick Leave to Care for a Family
member, of the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009, as varied or replaced from time to time, will apply.
13. Area, Incidence and Duration
(a) This award applies to all
employees as defined in clause 2, Definitions employed as a public servant
within the NSW Ministry of Health or in a Division of the Government Service as
per Schedule 1 of the Government Sector Employment Act 2013 (NSW), as
amended from time to time, where the Secretary, Ministry of Health is the
Agency Head.
(b) This Award rescinds and
replaces the Crown Employees Nurses' (State) Award 2022 published 12 May 2023
(394 I.G. 624) and all variations thereof.
(c) This Award commences on and
from 1 July 2023. It will remain in force until 30 June 2025.
(d) The increases shown in
Schedule A commence from the first full pay period commencing on or after
('FFPPCOOA') 1 July 2023 and 1 July 2024, respectively.
14. No Extra Claims
Other than as provided for in the Industrial Relations
Act 1996 (NSW), there must be no further claims/demands or proceedings
instituted before the NSW Industrial Relations Commission for extra or reduced
wages, salaries, rates of pay, allowances or conditions of employment with
respect to the employees covered by the Award that take effect prior to 30 June
2024 by a party to this Award.
15. Savings Clause
It is the intention of the parties that this award be a
consolidation of the industrial instruments applicable immediately prior to the
making of this Award. Unless otherwise agreed, it is not the intention of the
parties that any existing conditions of employment be removed. This does not
preclude any regrading of positions that may arise from job evaluation
exercises.
16. Career Break Scheme
(i) The
career break scheme allows employees to defer twenty per cent of their, salary
for four years and be paid this deferred salary in the fifth year.
(ii) Employees who apply and are
approved to participate in the career break scheme will receive 100% of their
nom1al salary for the first four years with a deduction equivalent to 20% of
net salary (gross less tax). The 20% of net salary is deposited into an account
in the employee's name each pay period for payment in the fifth year (the
deferred salary leave year) and subject to applicable taxation as required by
law. The employer and employee will
agree in writing prior to the commencement of the career break on the specific
method and conditions under which the deferred salary will be withheld.
(iii) All full time and permanent
part time employees are eligible to participate in the career break scheme.
Casual and temporary employees are excluded from participation in career break
scheme. If a permanent employee is placed into another position by way of
temporary engagement or secondment during the four years when salary is being
deferred, this will not of itself affect their continued participation in the
career break scheme.
(iv) The Ministry of Health will
call for expressions of interest from employees seeking to participate in the
career break scheme once each calendar year.
(v) The Ministry of Health will
determine the number of employees that may participate in the career break
scheme having regard to service delivery and staffing levels and reserves the
right to approve or not approve requests after considering workforce needs.
This will be done in consultation with employees. The Ministry of Health will
not unreasonably refuse any application by an employee to participate in the
career break scheme.
(vi) For members of the State
Superannuation Scheme (SSS) the Ministry of Health will maintain the
participant's employer contributions for the full five year
period at the rate applicable to a person earning full salary for each of the
five years. Any required personal superannuation contributions of participants
are payable at the rate applicable to 100% of salary for each of the five
years.
(vii) For members of the State
Authorities Superannuation Scheme (SASS) the Ministry of Health will maintain
the participant's employer contributions for the full five
year period at the rate applicable to a person earning full salary for
each of the five years. Any required personal superannuation contributions of
participants are payable at the rate applicable to their full salary for each
of the five years.
(viii) For members of other complying
funds (e.g. First State Superannuation, HESTA, HIP) the Ministry of Health will
cease making employer contributions during the deferred salary leave year. The
superable salary is deemed to be 100% of the participant's normal salary (both
deferred and the remaining 80% paid) for each of the first four years, and
superannuation employer contributions are calculated on this basis. In the
deferred salary leave year no employer contributions to superannuation are
payable for members of these funds.
(ix) Employees will continue to pay
all personal employee superannuation contributions whilst participating in the
career break scheme. The amount of such employee contributions is determined by
the superannuation scheme/fund to which the employee is contributing and
personal contributions during the deferred salary leave year are payable at the
rate applicable to the employee's full salary.
(x) In the deferred salary leave
year, salary packaging and payroll deductions will not be available.
(xi) The five years of the career
break scheme will count as service for the accrual of long service leave, sick
leave, annual leave, salary increments and other statutory entitlements. Any
leave without pay taken by an employee whilst
participating in the career break scheme will not count for the purpose of
accrual of any leave. For the purpose of detern1ining the leave accrued in the
fifth year of the career break scheme (i.e. the deferred salary leave year) for permanent part-time employees, the average
of all hours worked (excluding overtime) in the first four years of the career
break scheme and including paid leave taken will be used for the basis of
making this calculation.
(xii) If any leave without pay is
taken by an employee during the first four years of the career break scheme,
the commencement of the deferred salary leave year will be postponed by the
time the employee was absent from duty i.e. by the number of days leave without
pay taken by the employee.
(xiii) Employees are entitled to take
paid leave during the first four years of the career break scheme, subject to
normal approval processes at the public health organisation. Whilst on any paid
leave the employee will be paid in accordance with subclause (ii) of this
clause.
(xiv) Employees are not entitled to
take any form of leave during the deferred salary leave year, with the exception of Maternity and Adoption leave. In
respect to Maternity or Adoption leave, if the deferred salary year has not yet
commenced, the employee may elect to postpone the deferred salary leave year
until after the completion of such leave (up to 52 weeks). If the employee
elects not to postpone the deferred salary leave year, they are entitled to a
lump sum payment of their normal salary for the period of paid
maternity/adoption leave. The paid maternity/adoption leave does not extend the
deferred salary leave year.
(xv) There will be no access to the
deferred salary until the fifth year unless the employee chooses to withdraw
from the career break scheme.
(xvi) An employee may elect to
withdraw from the career break scheme at any time by giving reasonable notice
to the employer and will be paid all monies in the account.
(xvii) It is the responsibility of the
employee participating in the career break scheme to declare the interest
earned on the deferred salary to the Taxation Office. Normal government
statutory charges attributed to an individual's deferred salary account will be
paid by the employee.
(xviii) Subject to approval by the
Ministry of Health an employee may undertake outside employment in the deferred
salary leave year. During the deferred salary leave year employees are not
permitted to undertake work in the Ministry of Health in positions covered by
the Award. However, this does not prevent work in the Ministry of Health in
another position not covered by the Award.
(xix) Upon return to work after the
deferred salary leave year an employee will resume employment in their
substantive Ministry of Health position at the conclusion of their
participation in the career break scheme, being the anniversary date of
commencing the deferred salary leave year.
(xx) Employees are advised to seek
independent financial advice about participating in the career break scheme and
the effect on superannuation. Comprehensive details regarding the operation of
the career break will be recorded in a written agreement between the employee
and the employer, to be signed prior to the commencement of the five year period.
(xxi) A review of the operation of
this clause will occur by a date agreed between the parties. That review will
be undertaken by the Ministry of Health and the Association and will consider
any recommendations to vary the Scheme.
17. Commitments During the Life of This Award
(i) The
Association commits to continuing co-operation with and, where requested,
participation in, NSW Health efficiency and productivity improvement
initiatives, including those set out below:
(a) better demand management
though Medical Assessment Units, Community Service Packages, and Community
Acute/Post-Acute Care;
(b) improved Severe Chronic
Disease Management (SCDM);
(c) implementation of Electronic
Medical Records, Electronic Medication Management, and Computerised Physician
Order Entry;
(d) enhanced Healthcare
Associated Infections (HAI) control;
(e) improved clinical hand-over procedures;
(f) reduction in medication errors;
(g) increased utilisation of Tele
health, enabling rural and remote hospitals to access advice and specialised
skills to minimise treatment delays and reduce patient transfers;
(h) improved Nursing/Midwifery
Unit Manager capabilities;
(i) improved
Drug & Alcohol Consultation liaison;
(j) improved Management of
Patient Deterioration;
(k) management of ambulatory care
sensitive conditions;
(l) implementing the new rostering system, in particular
co-operating in learning and applying the new system; and
(m) continuation of changes to
ensure consistency in approach to skill mix and classifications, including use
of nurse practitioners, senior clinical nurses, enrolled nurses and assistants
in nursing. One of the clinical areas to be reviewed to ensure appropriate
skill mix is in operating theatres.
(ii) The Association commits to
continuing co-operation with and, where requested by the Ministry,
participation in, the following initiatives:
(a) better discharge management planning
to facilitate earlier discharges and other improved patient flow strategies;
(b) trialling and/or
implementation of new models of care, such as Urgent Care Centres and the
Surgery Futures project, which includes establishment of high
volume short stay surgery centres and improved separation of emergency
from planned surgery;
(c) operating theatre redesign to
move procedures not needing a full operating theatre environment to procedure
rooms and ambulatory care centres;
(d) implementation of programs to
facilitate rapid assessment of patients from residential aged care facilities;
(e) the Pharmacy Reform program, in particular the review of nursing roles in medication
management (including transition to home and genera! business processes) and
implementation of any recommended changes; and
(f) operationalising Supervision for Safety principles
within existing staffing.
PART B
MONETARY RATES
Table 1 - Salaries
|
Classification
|
Rates for FFPPCOOA
01/07/2023
Per week
|
Rates for FFPPCOOA
01/07/2024
Per week
|
|
Registered Nurse/Midwife
|
|
|
|
1st Year
|
1342.50
|
1382.80
|
|
2nd Year
|
1415.30
|
1457.80
|
|
3rd Year
|
1488.40
|
1533.10
|
|
4th Year
|
1566.80
|
1613.80
|
|
5th Year
|
1644.60
|
1693.90
|
|
6th Year
|
1722.00
|
1773.70
|
|
7th Year
|
1810.50
|
1864.80
|
|
8th Year and Thereafter
|
1884.90
|
1941.40
|
|
Clinical Nurse/Midwife Specialist
|
|
|
|
Grade 1 - 1st Year and Thereafter
|
1961.50
|
2020.30
|
|
Grade 2 - 1st Year
|
2107.10
|
2170.30
|
|
Grade 2 - 2nd Year and Thereafter
|
2176.30
|
2241.60
|
|
Clinical Nurse/Midwife Consultant
|
|
|
|
Grade 1 - 1st Year
|
2357.90
|
2428.60
|
|
Grade 1 - 2nd Year and Thereafter
|
2406.10
|
2478.30
|
|
Grade 2 - 1st Year
|
2453.70
|
2527.30
|
|
Grade 2 - 2nd Year and Thereafter
|
2502.60
|
2577.70
|
|
Grade 3 - 1st Year
|
2598.60
|
2676.60
|
|
Grade 3 - 2nd Year and Thereafter
|
2646.90
|
2726.30
|
|
Clinical Nurse/Midwife Educator
|
|
|
|
1st Year
|
2040.90
|
2102.10
|
|
2nd Year and Thereafter
|
2107.10
|
2170.30
|
|
Nurse/Midwife Educator
|
|
|
|
4th Year as at 1/7/08
|
2412.10
|
2484.50
|
|
Grade 1 - 1st Year
|
2292.50
|
2361.30
|
|
Grade 1 - 2nd Year and Thereafter
|
2357.90
|
2428.60
|
|
Grade 2 - 1st Year
|
2453.70
|
2527.30
|
|
Grade 2 - 2nd Year and Thereafter
|
2502.60
|
2577.70
|
|
Grade 3 - 1st Year
|
2598.60
|
2676.60
|
|
Grade 3 - 2nd Year and Thereafter
|
2646.90
|
2726.30
|
|
Nurse/Midwife Practitioner
|
|
|
|
1st Year
|
2598.60
|
2676.60
|
|
2nd Year
|
2646.90
|
2726.30
|
|
3rd Year
|
2714.50
|
2795.90
|
|
4th Year and Thereafter
|
2782.40
|
2865.90
|
|
Nursing/Midwifery Unit Manager
|
|
|
|
Level 1
|
2364.80
|
2435.70
|
|
Level 2
|
2476.80
|
2551.10
|
|
Level 3
|
2543.40
|
2619.70
|
|
Nurse/Midwife Manager
|
|
|
|
Grade 1 - 1st Year
|
2357.90
|
2428.60
|
|
Grade 1 - 2nd Year and Thereafter
|
2406.10
|
2478.30
|
|
Grade 2 - 1st Year
|
2453.70
|
2527.30
|
|
Grade 2 - 2nd Year and Thereafter
|
2502.60
|
2577.70
|
|
Grade 3 - 1st Year
|
2598.60
|
2676.60
|
|
Grade 3 - 2nd Year and Thereafter
|
2646.90
|
2726.30
|
|
Grade 4 - 1st Year
|
2743.00
|
2825.30
|
|
Grade 4 - 2nd Year and Thereafter
|
2791.20
|
2874.90
|
|
Grade 5 - 1st Year
|
2886.70
|
2973.30
|
|
Grade 5 - 2nd Year and Thereafter
|
2935.60
|
3023.70
|
|
Grade 6 - 1st Year
|
3031.80
|
3122.80
|
|
Grade 6 - 2nd Year and Thereafter
|
3080.40
|
3172.80
|
|
Grade 7 - 1st Year
|
3271.90
|
3370.10
|
|
Grade 7 - 2nd Year and Thereafter
|
3320.70
|
3420.30
|
|
Grade 8 - 1st Year
|
3513.30
|
3618.70
|
|
Grade 8 - 2nd Year and Thereafter
|
3561.20
|
3668.00
|
|
Grade 9 - 1st Year
|
3753.50
|
3866.10
|
|
Grade 9 - 2nd Year and Thereafter
|
3801.90
|
3916.00
|
____________________
Printed by
the authority of the Industrial Registrar.