Taronga
Conservation Society Australia Wages Employees' Award, 2008
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1682 of 2008)
Before Commissioner
Ritchie
|
11 December 2008
|
REVIEWED
AWARD
1. Title
The Award is called the Taronga Conservation Society
Australia Wages Employees’ Award, 2008.
2. Arrangement
Clause No. Subject Matter
1. Title
2. Arrangement
3. Definitions
4. Application
5. Operation of the
Award
6. No Extra Claims
7. Availability of
Award
8. Dispute
Resolution
9. Workplace
Flexibility and Multi-skilling
10. Types of
Employment
11. Multiple
Contracts
12. Disciplinary
Procedures
13. Leave
14. TZ Guest
Services and Commercial Operations - Special Conditions
15. Wage Increases
and Wage Rates
16. Payment of Wages
17. Wage Sacrifice
for Superannuation
18. Classification
Requirements
19. Appointment and
Progression
20. Allowances
21. Insurance of
Tools
22. Rosters
23. Ordinary Hours
of Work
24. Rest Period
25. Shift Loadings
26. Overtime
27. Call Back
28. Starting and
Finishing Work
29. Annual Leave
30. Annual Leave
Loading
31. Public Holidays
and Picnic Days
32. Uniforms,
Personal Protective Clothing and Equipment
33. Secure Employment
34. Contractors and
Volunteers
35. Anti-discrimination
36. Delegates and
Trade Union Activities
Schedule 1 - Wage Rates (Weekly)
Schedule 2 - Allowances
Schedule 3 - Leave Policies
3. Definitions
"Award" means the Taronga Conservation Society Australia
Wages Employees’ Award 2008.
"Supervisor" means a person who supervises an
employee or employees covered by the Award
"TCSA" means the Zoological Parks Board of New
South Wales a declared authority under the Zoological Parks Board Act 1973
and the Zoological Parks Board Amendment Act 2000, which under this legislation
may also be called the Taronga Conservation Society Australia (with the use of
this name having the same effect for all purposes as the Zoological Parks Board
of New South Wales).
"TZ" means Taronga Zoo, Bradleys Head Road,
Mosman, New South Wales
"TWPZ" means Taronga Western Plains Zoo, Obley
Road, Dubbo, New South Wales
"Union/s" means Australian Liquor Hospitality and
Miscellaneous Workers Union, New South Wales Branch, Australian Workers Union
Greater New South Wales Branch, Communications, Electrical, Electronic, Energy,
Information, Postal, Plumbing and Allied Services Union - CEPU - Plumbing
Division, New South Wales Branch, Construction, Forestry, Mining and Energy
Union, Construction and General Division, New South Wales Branch, Electrical
Trades Union - New South Wales Branch, and Transport Workers Union of New South
Wales.
4. Application
4.1 The parties to
the Award are the TCSA and the Unions.
4.2 The Award
applies to and is binding on the parties to the Award and all permanent,
temporary, casual and apprentice employees, employed by the TCSA in the
classifications of: Apprentice; Labourer/Driver/Operator; Labourer;
Labourer/Driver/Operator (Leading Hand); Labourer (Leading Hand); Water Systems
Operator; Water Systems Operator (Leading Hand); Tradesperson; Tradesperson
(Leading Hand); Works and Trades Supervisor; Sky Safari Attendant; Sky Safari
Operator; Senior Sky Safari Operator; Cleaner; Cleaner (Leading Hand); Cleaning
Supervisor; Guest Services Attendant; Guest Services Officer; Guest Services
Site Coordinator; Gatekeeper; Security Officer; Senior Security Officer;
Assistant Security Manager and Security Manager.
4.3 The Award will
regulate the terms and conditions of employment which were previously regulated
by the Zoological Parks Board of New South Wales Asset Operations Employees
Taronga Zoo Enterprise Agreement 2003; Zoological Parks Board of New South
Wales Commercial Operations and Guest Services Employees Enterprise Agreement
2003; Western Plains Zoo Employees - Zoological Parks Board of NSW Enterprise
Agreement 2003; Crown Employees (Skilled Trades) Award; General Construction
and Maintenance, Civil and Mechanical Engineering Etc (State) Award; Transport
Industry (State) Award; Miscellaneous Workers’ General Services (State) Award,
Security Industry (State) Award and the Crown Employees Wages Staff (Rates of
Pay) Award. For the avoidance of doubt, the parties acknowledge that:
(a) this Award
rescinds and replaces those enterprise agreements referred to in this clause;
and
(b) it is the
intention of the parties that the awards referred to in this clause have no
application to the employees covered by the Award and will be varied
accordingly.
5. Operation of the
Award
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and rescinds and replaces the
Zoological Parks Board of New South Wales Wages Employees' Award, 2006
published 28 April 2006 (358 I.G. 1092) as varied.
The changes made to the award pursuant to the Award Review
pursuant to section 19(6) of the Industrial Relations Act 1996 and
Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take
effect on and from 11 December 2008.
This award remains in force until varied or rescinded, the
period for which it was made having already expired.
6. No Extra Claims
6.1 The wage
increases and conditions of employment provided for in the Award arise from an
agreement of the parties as contained in the Memorandum of Understanding,
Zoological Parks Board of New South Wales Wages Employees Award between the
TCSA and the Unions (the Memorandum of Understanding).
6.2 The wage increases
and conditions of employment provided for in the Award are given on the basis
that there will be no further claims for changes to wages or conditions during
the term of the Memorandum of Understanding.
6.3 The wage
increases provided for in the Award reflect cost of living adjustments and a
component that reflects the parties’ assessment of the amount necessary to
compensate for work value changes, special case considerations, productivity
and efficiency improvements across the TCSA since 1995 and specifically for the
consolidation and changes contained in the Award.
6.4 The parties
recognise that since 1995 negotiated increases between the Unions and the TCSA
have been in excess of CPI and have contained components that have compensated
for a range of work value changes, special case considerations and productivity
and efficiency improvements across the TCSA since 1995.
7. Availability of
Award
7.1 The master copy
of the Award will be kept in the Human Resources Division at Taronga Zoo and a
copy in the office of the General Manager, Taronga Western Plains Zoo.
7.2 A copy of the
Award will be made available to all existing and new employees covered by the
Award.
8. Dispute Resolution
8.1 A dispute under
this clause is a dispute about the interpretation or application of the Award.
8.2 The Vocational
Training Order for Apprentices made under the Apprenticeship and Traineeship
Act 2001 will override any conflicting steps contained in this clause.
8.3 The objective of
the procedures contained in this clause is the timely resolution of disputes at
the level they occur in the workplace.
8.4 Every effort
will be made to resolve a dispute as quickly as is practicably possible.
8.5 Without
prejudice to any party, while the procedures contained in this clause are being
followed, no stoppage of work or other form of limitation or work ban will be
applied.
8.6 Where a bona
fide and critical occupational health or safety issue exists, an employee will
not work in an unsafe environment and where appropriate will accept alternative
suitable work while the procedures contained in this clause are being applied.
8.7 An employee who
is a member of a Union may seek the advice or assistance of their Union at any
stage of the application of procedures contained in this clause.
8.8 A Union, the
TCSA or an employee must receive reasonable notice, of not less than 24 hours,
of any meeting they are required to attend as part of the application of the
procedures contained in this clause.
8.9 A matter in
dispute will first be discussed between an employee and their supervisor with
the aim of trying to resolve the matter within 5 working days. If the dispute cannot be resolved at this
level, or is of such a nature that it cannot be dealt with at this level, the following
subclause will apply.
8.10 The matter in
dispute will be discussed between the employee and/or their Union
representative and the relevant manager with the aim of trying to resolve the
matter within 5 working days. If the
dispute cannot be resolved at this level the following subclause will apply.
8.11 The matter in
dispute will be discussed with the employee and/or their Union representative
and representatives of the relevant manager and/or the General Manager, Human
Resources or their delegate with the aim of trying to resolve the matter within
5 working days.
8.12 Only when all the
above procedures contained in this clause have been exhausted and the dispute
remains unresolved, a Union or the TCSA may submit the dispute to the
Industrial Relations Commission of New South Wales.
9. Workplace
Flexibility and Multi-Skilling
9.1 The Unions and
the TCSA are committed to workplace flexibility and multi-skilling so that
employees may perform a wide range of work, including work that is incidental
or peripheral to their main tasks or function, and/or requested by the TCSA to
contribute to the development of a more strategic and visitor-oriented
operation.
9.2 Employees will
be trained in basic skills that were previously regarded as the work of the
various trades. Regard will be had for
the training requirements of Apprentices.
The TCSA will also support employees obtaining transferable
accreditation and recognised certificates when this is relevant to their work
and to TCSA operational requirements.
9.3 Employees will
perform work that is within their skill, competence and training, provided that
such work is not designed to promote deskilling.
9.4 Employees will
fully co-operate with all other employees (including those not covered by the
Award) to ensure there are no artificial demarcations in work and will
communicate and consult with one another in a timely and open manner in an
endeavour to achieve this.
9.5 The TCSA may
direct employees to perform duties and use the required tools and equipment, if
they have been properly trained in their use, provided that the direction is
consistent with the provision of a safe and healthy working environment.
9.6 Employees will
not impose any limitation on supervisors or technical personnel, who are qualified
to do so, demonstrating the use of new equipment or machinery.
9.7 TWPZ or TZ Guest
Services and Commercial Operations employees in one classification may be
required by the TCSA to temporarily perform the duties of another
classification, provided they have been suitably trained to do so, and subject
to the higher duties provisions of the Award.
9.8 Labourers and
Labourer/Driver/Operators who have the skills may perform minor maintenance
work, which is approved beforehand by the relevant manager where practicable.
9.9 Transportation
of animals or any other cargo will be allocated to employees based on driver
licensing requirements, vehicle size, occupational health and safety
requirements, animal welfare requirements and any legislative or regulatory
requirements for the type of animal involved.
Determination of the method of transport to be used for movement of
animals and cargo will reflect the understanding between the TCSA and the
Unions that professional drivers will be used in animal transportation where
considered appropriate by the relevant managers.
9.10 A series of
policy guidelines for animal transportation will be reviewed in consultation
with the Transport Workers Union.
10. Types of
Employment
10.1 An employee will
be engaged as a permanent, temporary, casual or apprentice employee.
10.2 An employee may
be required by the TCSA to perform their duties on sites other than TCSA
premises.
10.3 The TCSA may
dismiss an employee without notice for serious misconduct or wilful disobedience.
10.4 If the TCSA
terminates an employee’s employment, the TCSA will supply the employee with a
statement of service if they request it.
Permanent Employment
10.5 A permanent
employee is an employee engaged for a continuing period of time subject to a
probationary period on appointment.
10.6 A probationary
period may be for a period of up to 6 months.
10.7 During a
probationary period, the TCSA may terminate the employment of a permanent
employee giving one week's notice.
10.8 A permanent
employee may terminate their employment giving 2 weeks notice or the
payment/forfeiture of 2 weeks wages in lieu of notice.
10.9 If a permanent
employee’s position becomes redundant, New South Wales Government policy will
apply.
10.10 After the
probationary period, the TCSA may terminate the employment of a permanent
employee in accordance with Clause 12 Disciplinary Procedures of the Award.
Temporary Employment
10.11 A temporary
employee is an employee engaged for a specified term fixed at the outset of
their employment.
10.12 A temporary
employee will be advised in writing that their employment is temporary.
10.13 By agreement
between the employee and the TCSA, a temporary employee may be paid an
allowance of 1/12th of their base salary in lieu of annual leave.
10.14 The TCSA or the
employee may terminate the employment of a temporary employee giving one week's
notice.
Casual Employment
10.15 A casual employee
is an employee engaged to perform work by the hour and paid on an hourly basis,
employed by the TCSA on a short or irregular basis, where the TCSA has no
intention of continuing the employment and the employee has no reasonable
expectation of the employment continuing.
10.16 A casual employee
will receive a 15% casual loading in addition to the relevant wage rate
prescribed in Schedule 1 of the Award to compensate them for the casual nature
of their employment and leave, except long service leave and annual leave. A casual employee will also receive an
allowance of 1/12th of the ordinary hourly rate to compensate for annual
leave. The NSW Long Service Leave
Act will cover long service leave.
10.17 The casual
loading and casual annual leave allowance will not be paid on overtime. A casual TWPZ employee and TZ Capital Works
and Infrastructure employee will be engaged for a minimum shift of 3 hours.
10.18 A casual TZ Guest
Services and Commercial Operations employee, except for Sky Safari rescue team
members, will be engaged for a minimum of 4 hours.
10.19 A Sky Safari
rescue team member, other than Sky Safari Attendants and Operators, may be
engaged for a minimum of 1 hour.
10.20 The TCSA or the
employee may terminate the employment of a casual employee giving one hour's
notice.
Apprentices
10.21 The Vocational
Training Order made under the Apprenticeship and Traineeship Act 2001
will override any conditions of employment for an Apprentice otherwise
prescribed in the Award.
10.22 An apprentice
will be paid in accordance with Schedule 1 of the Award.
10.23 Progression
within the rates prescribed for the years of service for Apprentices will be in
accordance with the Vocational Training Order made under the Apprenticeship
and Traineeship Act 2001.
11. Multiple
Contracts
11.1 An employee may
be engaged by the TCSA in more than one type of employment or the same type of
employment but in a different classification under the Award (multiple
contracts).
11.2 Multiple
contracts are separate and distinct contracts of employment where each stands
alone in relation to the application of the Award or other relevant industrial
instrument.
11.3 An employee will
not be engaged under multiple contracts for work relating to the employee’s
area of expertise where such work would normally attract the payment of
overtime rates or shift loadings.
12. Disciplinary
Procedures
12.1 The TCSA may take
disciplinary action if a permanent employee:
(a) engages in any
misconduct;
(b) whilst on duty
consumes, uses or shows the effects of alcohol or prohibited drugs;
(c) intentionally
disobeys or intentionally disregards any lawful order made or given by a person
having authority to make or give the order;
(d) does not comply
with any lawful written direction given by the TCSA;
(e) is negligent,
careless, inefficient or incompetent in the performance of their duties; or
(f) engages in any
disgraceful or improper conduct which may bring the TCSA into disrepute.
12.2 An employee who
is a member of a Union may seek the advice or assistance of their Union at any
stage of the application of the procedures contained in this clause.
12.3 Provided that the
TCSA may dismiss a permanent employee without notice for serious misconduct or
wilful disobedience, the TCSA may take the following disciplinary action in a
case of poor behaviour or performance by a permanent employee:
(a) A supervisor may
discuss the matter with an employee in an initial interview and agree on the
future standard of behaviour or level of performance required of the employee.
(b) If an employee
fails to reach or maintain the standard of behaviour or level of performance
agreed in an initial interview, or if the matter is so serious as to warrant
it, a manager may conduct a disciplinary interview with an employee. The employee will be advised of the future
standard of behaviour or level of performance required of them, with a warning
that any repetition of the behaviour or continuation of the poor performance
may result in dismissal.
(c) If an employee
fails to reach or maintain the standard of behaviour or level of performance as
determined in a disciplinary interview, the TCSA may dismiss the employee
giving them two weeks notice of termination of employment or the equivalent
payment in lieu of notice.
13. Leave
13.1 Leave conditions
are provided for by the TCSA policies listed in Schedule 3 of the Award. These policies are not incorporated by the
Award and will apply as in force from time to time.
13.2 The TCSA will
negotiate with Unions on any proposed revision of policies referred to in
Schedule 3 of the Award.
14. TZ Guest Services
and Commercial Operations - Special Conditions
Accommodation for Meals
14.1 Where practicable
the TCSA will allow employees to have their meal and tea breaks in a suitable
place protected from the weather.
14.2 The TCSA will
provide employees with adequate facilities for tea making and for heating food.
14.3 The TCSA will
advise employees of the accommodation available at the work site before work
starts at that site.
Dressing Accommodation
14.4 Where it is
necessary or customary for employees to change their dress or uniform, suitable
dressing rooms or dressing accommodation and individual lockable lockers will
be provided by the TCSA.
Work Materials
14.5 All materials
required for cleaning, including soap and/or detergent and materials for
washing up purposes, will be supplied by the TCSA.
Expenses for Attendance at Court
14.6 Where it is
necessary for an employee to attend a court hearing on behalf of the TCSA or a
client of the TCSA in relation to any matter arising out of or in connection
with the employee’s duties, the time taken will count as time worked.
14.7 An employee will
be reimbursed for all reasonable expenses incurred in attending court.
15. Wage Increases
and Wage Rates
15.1 The following
wage increases will apply from the first full pay period commencing on or after
the dates specified below:
(a) 4% from 1 July
2004
(b) 4% from 1 July
2005
(c) 4% from 1 July
2006
(d) 4% from 1 July
2007
15.2 Schedule 1 of the
Award sets out the weekly wage rates for employees engaged full-time in each
classification and grade according to the wage increases prescribed in this
clause. The hourly wage rate for
employees engaged part-time will be calculated by dividing the relevant weekly
wage rate by 38.
15.3 The rates of pay
contained in Schedule 1 of this Award take into account the adjustments payable
under the State Wage Cases 2004 and 2005. These adjustments may be offset
against any equivalent over award payments.
15.4 Employees will be
paid the wage increases prescribed in this clause as soon as practicable
following the making of the Award by the Industrial Relations Commission of New
South Wales.
15.5 The wage
increases provided for in the Award, insofar as they apply from the first full
pay period on or after 1 July 2004, will only be paid to those employees who
are employed at the date of the making of the Award.
16. Payment of Wages
16.1 Wages will be
paid fortnightly to employees on a day specified by the TCSA and paid by direct
deposit into a recognised financial institution account nominated by the
employee.
16.2 The TCSA will
provide employees with pay advice either electronically or in paper form,
unless requested by the employee not to provide any advice. If an employee would normally receive an
electronic pay advice they may, on application to the TCSA, be provided with
the advice in paper form.
16.3 When a Public
Holiday occurs in the lead up to pay day, payment of additional monies such as
overtime, shift loadings and allowances may be paid in the following pay
period.
16.4 Where there is an
overpayment of wages, shift loadings or allowances, the employee will be
notified and consulted about repayment.
The following factors will be considered in determining the period over
which repayment is to be made:
(a) the employee’s
financial circumstances and commitments;
(b) the
circumstances involved in the overpayment; and
(c) the amount of
the overpayment.
17. Wage Sacrifice
for Superannuation
17.1 If the TCSA
agrees, an employee may elect to sacrifice part of their wages payable under
Schedule 1 of the Award, for additional employer superannuation contributions.
17.2 The election is
subject to the rules of the employees’ superannuation fund allowing TCSA to pay
additional employer contribution and the payment not attracting Fringe Benefit
or any other tax.
17.3 The election must
be made before the period of service to which the earnings relate.
17.4 Additional
employer contributions are subject to the age based limits set by the
Australian Taxation Office.
17.5 Any allowance,
loading, payment for unused leave, weekly worker’s compensation or other
payment based on an employee’s wage, except payment for leave taken in service,
to which an employee is entitled under the Award or an Act, will be calculated
by reference to the wage which would have applied had the election not been
made.
18. Classification
Requirements
18.1 The provisions of
this clause will not limit the TCSA from allocating to an employee other duties
consistent with Clause 9 - Workplace Flexibility and Multi-skilling of the
Award or changing, with written advice, the expected nature and mix of duties
consistent with the classification requirements.
TZ Labourer/Driver/Operator
18.2 A
Labourer/Driver/Operator will undertake a mix of duties as directed by their
Supervisor.
18.3 The requirements
for a Labourer/Driver/Operator Grade 1 are:
(a) have less than
12 months relevant experience;
(b) to be able to
perform basic tasks in maintenance, construction and transport;
(c) to have their
performance monitored by close supervision; and
(d) to complete the
Induction Course.
18.4 The requirements
of a Labourer/Driver/Operator Grade 2, in addition to the requirements of
Labourer/Driver/Operator Grade 1, are:
(a) minimum 12
months relevant experience;
(b) to perform tasks
in maintenance, construction and transport under general supervision and
direction;
(c) to operate
relevant machinery and tools; and
(d) to undertake
on-the-job training to develop skills relevant to TCSA, including approved
manual handling and OHS&E awareness courses.
18.5 The requirements
of a Labourer/Driver/Operator Grade 3, in addition to the requirements of
Labourer/Driver/Operator Grade 2, are:
(a) preparedness to
fully integrate the duties of Driver, Labourer and Operator;
(b) to have 2 years
or more relevant experience;
(c) to perform tasks
without supervision;
(d) to perform some
complex tasks within the range of duties required by the TCSA exercising some
initiative in the application of established work practices;
(e) to operate
relevant machinery and tools;
(f) to contribute
to decision-making processes via relevant manager;
(g) to be capable of
and may be required to supervise employees; and
(h) to undertake
on-the-job training in basic tradespersons skills as required by the TCSA.
TZ Labourer/Driver/Operator (Leading Hand)
18.6 The requirements
of a Labourer (Leading Hand) are:
(a) may supervise
staff, allocate duties, provide direction on work, monitor performance, plan
and set out tasks, meet deadlines;
(b) to be responsible
for basic OHS&E training;
(c) to be able to
perform a wide range of complex tasks;
(d) may work
independently and be responsible for a section of work following established
priorities and work practices;
(e) must have
completed a wide range of on-the-job training courses and be capable of running
courses; and
(f) will undertake
or have completed supervision training.
TWPZ Labourer
18.7 The requirements
of a Labourer Grade 1 are:
(a) less than 12
months relevant experience;
(b) to perform basic
tasks in landscaping, horticulture, maintenance and construction;
(c) to have
performance monitored by close direction and/or continual performance
assessment;
(d) to complete
Induction Course.
18.8 The requirements
of a Labourer Grade 2 are:
(a) minimum 12
months relevant experience;
(b) to perform basic
tasks in landscaping, horticulture, maintenance and construction;
(c) to have
performance monitored by general supervision and direction; and
(d) to be prepared
to undertake on-the-job training to develop skills relevant to the TCSA,
including approved manual handling and OHS&E awareness courses.
18.9 The requirements
of a Labourer Grade 3 are:
(a) minimum 2 years
or more relevant experience
(b) to perform basic
tasks without supervision;
(c) to perform some
complex tasks within the range of duties required by the TCSA;
(d) to exercise
limited decision-making including exercising some initiative in the application
of established work practices;
(e) to operate
relevant machinery and tools;
(f) to undertake
on-the-job training to develop skills relevant to the TCSA; and
(g) to assist in
running courses.
18.10 The requirements
of a Labourer Grade 4 are:
(a) minimum 3 years
relevant experience;
(b) to be able to
perform a wide range of complex tasks;
(c) to be able to
work unsupervised and usually without detailed instructions;
(d) to exercise
independent action within established work practices; to be prepared to
undertake on the job training to develop skills relevant to the TCSA; and
(e) to assist in
running training courses.
TWPZ Labourer (Leading Hand)
18.11 The requirements
of a Labourer (Leading Hand) are:
(a) may supervise
staff, allocate duties, provide direction on work, monitor performance, plan
and set out tasks, meet deadlines;
(b) to be
responsible for basic OHS&E training;
(c) to be able to
perform a wide range of complex tasks;
(d) may work
independently and be responsible for a section of work following established
priorities and work practices;
(e) to have completed
a wide range of on-the-job training courses and be capable of running courses;
and
(f) to undertake or
have completed supervision training.
Water Systems Operator
18.12 The requirements
of a Water Systems Operator are:
(a) to ensure plant
operation and maintenance is performed in accordance with operational licensing
requirements of the plant;
(b) to ensure the
plant is maintained in a clean, presentable and operational manner, including
using any additives as necessary;
(c) to administer
plant documentation including the provision of reports regarding plant
conditions, testing and licensing status to the relevant manager; and
(d) to operate and
maintain TCSA water systems to satisfy approved stakeholder requirements.
Water Systems Operator (Leading Hand)
18.13 The requirements
of a Water Systems Operator (Leading Hand) are:
(a) have
demonstrated experience in monitoring and optimising the performance of water
systems to ensure water quality requirements are met and maintained;
(b) have high level
of experience in the maintenance and operations of water treatment systems;
(c) to be able to
identify and coordinate maintenance tasks associated with all water treatment
systems liaising with external service providers.
(d) to ensure that
all works associated with water systems is carryout in a safe and efficient
manner.
(e) have the ability
to train staff and document processes and procedures related to all water
systems.
(f) to ensure that
all records are maintained to meet the requirements of all stakeholders and
statutory authorities.
(g) to supervise
other staff, allocate duties, monitor performance and provide direction on work
to be performed, as required;
(h) to be
responsible for planning, co-ordinating, ordering of stores and general management
of all work within a specific trade;
(i) to exercise
independent action;
(j) to undertake
on-the-job training in basic skills of other trades; and
(k) to run training
courses as required.
TZ Tradesperson - Carpenter, Motor Mechanic, Painter,
Plumber, Plasterer, Welder (First Class), Electrical Fitter
18.14 The requirements
of a Tradesperson Grade 1 are:
(a) to undertake a
full range of tradespersons duties;
(b) to be able to
work without supervision;
(c) may work
independently and be responsible for a section of work following established
priorities and work practices;
(d) to have
completed Trade Certificate; and
(e) will undertake
on-the-job training in basic skills of other trades, as required.
18.15 The requirements
of a Tradesperson Grade 2, in addition to the requirements of Tradesperson
Grade 1, are:
(a) 12 months or
more relevant experience;
(b) to exercise
independent action;
(c) to be capable of
and may be required to supervise employees;
(d) to contribute to
decision-making processes via relevant management;
(e) may assist in
running training courses under the direction of the Supervisor;
(f) will be
required to have completed Trade Certificate; and
(g) will undertake
on-the-job training in basic skills of other trades, as a minimum.
TZ Tradesperson (Leading Hand)
18.16 The requirements
of a Tradesperson (Leading Hand) are:
(a) to supervise
other staff, allocate duties, monitor performance and provide direction on work
to be performed, as required;
(b) to be responsible
for planning, co-ordinating, ordering of stores and general management of all
work within a specific trade;
(c) to exercise
independent action;
(d) have completed
Trade Certificate;
(e) to undertake
on-the-job training in basic skills of other trades; and
(f) to run training
courses as required.
TWPZ Tradesperson - Carpenter; Motor Mechanic, Painter,
Plumber
18.17 The requirements
of a Tradesperson (Leading Hand) are:
(a) to be capable of
full range of tradespersons’ duties;
(b) to be able to
work without supervision;
(c) to be capable of
supervising staff;
(d) to have the
ability to work independently;
(e) to be
responsible for a section of work following established priorities and work
practices;
(f) to have
completed Trades Certificate;
(g) to undertake on
the job training in the basic skills of other trades; and
(h) to conduct
training.
TWPZ Tradesperson - Carpenter, Motor Mechanic, Painter,
Plumber (Leading Hand)
18.18 The requirements
of a Tradesperson (Leading Hand) are:
(a) to supervise
staff including allocating duties, monitoring performance and providing
direction on work to be performed;
(b) to be
responsible for planning, coordinating and ordering of stores;
(c) to be
responsible for general management of all work within a specified trade;
(d) to exercise
independent action;
(e) to have
completed Trades Certificate;
(f) to undertake on
the job training in the basic skills of other trades; and
(g) to conduct
training courses.
TWPZ Works and Trades Supervisor
18.19 The requirements
of a Works and Trades Supervisor are:
(a) to supervise
staff, allocate duties, monitor performance, provide direction on work to be
performed;
(b) to be
responsible for planning, co-ordinating, ordering of stores and general
management of all work within the section;
(c) to exercise
independent action;
(d) to liaise with
senior staff in other sections to ensure a co-ordinated approach to work;
(e) to undertake
available management courses and training;
(f) to ensure asset
maintenance work contributes to the presentation, safety, operation and
maintenance of TWPZ facilities, grounds and exhibits;
(g) verify the work
is completed relevantly and achieves TCSA standards;
(h) to manage,
guide, develop and support allocated team members to achieve individual and
TCSA goals;
(i) to drive the
team’s adoption of an enhanced customer focused approach; and
(j) to ensure
employees under their leadership adhere to all TCSA policies, including
occupational health, safety and environment requirements and the Code of
Conduct.
Sky Safari Attendant
18.20 A casual
employee, including nominated members of the Sky Safari rescue team, will be
employed as a Sky Safari Attendant Grade 1.
18.21 The requirements
of a Sky Safari Attendant Grade 1 are:
(a) have less than
12 months relevant experience;
(b) to assist with
ensuring the good order and safe operation of Sky Safari cable cars;
(c) to provide high
levels of customer service including greeting, directing and assisting with
entry and exit of Sky Safari passengers;
(d) to perform
general cleaning and tidying of Sky Safari cabins and platforms;
(e) to work closely
with other departments of the TCSA to ensure a seamless experience for guests
on TCSA premises;
(f) have performance
monitored by close supervision; and
(g) to undertake
training as required and provided by the TCSA, including Sky Safari Attendants
training program.
18.22 The requirements
of a Sky Safari Attendant Grade 2, in addition to the requirements of Sky
Safari Attendant Grade 1, are:
(a) more than 12
months relevant experience;
(b) to have
performance monitored by close supervision; and
(c) to undertake
training as required and provided by the TCSA Sky Safari Operators
Sky Safari Operator
18.23 The requirements
of a Sky Safari Operator, in addition to the requirements of Sky Safari
Attendant Grade 2 are:
(a) have a minimum 6
months relevant experience;
(b) completion of
Sky Safari Operator training and rescue team training;
(c) to be fully
conversant with the Sky Safari Evacuation Manual and all evacuation procedures;
(d) to provide
maintenance assistance as required;
(e) to have
performance monitored by supervision;
(f) to complete
relevant and required training as provided by the TCSA, including Sky Safari
Attendant training program at Sky Safari Attendant Grade 1 level; and
(g) have completed
Senior First Aid course.
Senior Sky Safari Operator
18.24 The requirements
of a Senior Sky Safari Operator, in addition to the requirements of Sky Safari
Operator, are:
(a) 2 years relevant
experience;
(b) to be fully
conversant with the Sky Safari Evacuation Manual and all evacuation procedures;
(c) to take
operational control of Sky Safari terminal/s including the performance of
regular safety checks and inspections; and
(d) to provide
maintenance assistance as required.
Cleaner
18.25 A casual Cleaner
will be employed as a Cleaner Grade 1.
18.26 The requirements
of a Cleaner Grade 1 are:
(a) less than 12
months relevant experience;
(b) to perform
cleaning work of any description on TCSA premises for the greater part of any
shift worked, including any of the following tasks, or combination of tasks as
directed by the TCSA, including the operation of mechanical or other forms of
cleaning equipment for which the employee possesses relevant experience or
training;
(c) to distribute
and maintain toilet and other requisites and cleaning materials in buildings or
establishments;
(d) to clean carpets
including operating equipment used in powder systems or liquid shampoo systems
or hot water injection and extraction systems (commonly referred to as ‘steam
cleaning’);
(e) to clean windows
and other glass panels and doors, as required;
(f) to operate
‘ride-on’ powered sweeping machines, where relevant training has been provided;
(g) to operate steam
cleaning and pressure washing equipment on the exterior of buildings no higher
than 2.5 metres on one level;
(h) to bring into or
maintain TCSA premises in a clean condition, whatever may be the nature of the
employee’s other duties;
(i) to perform
customer or public relations or other duties as required;
(j) to have
performance monitored by close supervision; and
(k) to undertake
relevant training as provided and required by the TCSA.
18.27 The requirements
of a Cleaner Grade 2, in addition to the requirements of Cleaner Grade 1 are:
(a) more than 12
months relevant experience;
(b) to have
performance monitored by close supervision; and
(c) to undertake
relevant training as provided and required by the TCSA.
18.28 The requirements
of a Cleaner Grade 3, in addition to the requirements of Cleaner Grade 2, are:
(a) to have
performance monitored by supervision;
(b) to have
completed relevant and required training as provided by the TCSA at Cleaner
Grade 2 Grade;
(c) to perform
supervising of staff on an occasional basis;
(d) to hold a full
driver’s licence (including endorsement to drive a manual vehicle);
(e) to monitor stock
levels (unsupervised);
(f) to assist in
the completion of Quality Assurance audits and facility maintenance audits; and
(g) to assist in
training new staff and retraining current staff.
Cleaner (Leading Hand)
18.29 The requirements
of a Cleaner (Leading Hand), in addition to the requirements of Cleaner Grade
3, are:
(a) to provide
support and relief when required to Cleaning Supervisor/s;
(b) to assist
Cleaning Supervisor/s in general supervision of Grade 1, 2 and 3 cleaning
duties;
(c) to perform tasks
without supervision;
(d) to lead a team
of cleaners;
(e) to order
supplies and perform administrative tasks as required;
(f) to implement
cleaning procedures and other relevant cleaning documentation;
(g) to conduct
quality assurance audits and facility maintenance audits;
(h) to implement
training programs for new staff and retraining programs for current staff; and
(i) hold current
Senior First Aid Certificate.
Cleaning Supervisor
18.30 The requirements
of a Cleaning Supervisor are:
(a) to perform the
cleaning duties of Cleaner or Leading Hand Cleaner, as required;
(b) to ensure the
clean presentation of TCSA premises by directing, co-ordinating and
prioritising the work of cleaners;
(c) to provide
ongoing advice to the officer in charge of the cleaning department for the
preparation of rosters and ensure their implementation;
(d) verify the work
of Cleaners is completed relevantly and achieves TCSA standards;
(e) to supervise and
lead cleaning employees;
(f) to order
supplies and receive deliveries;
(g) to maintain
building/s or section/s of TCSA premises;
(h) to maintain cleaning
equipment;
(i) to operate
computer equipment and maintain records, as required;
(j) to develop
comprehensive training programs for staff at all Grades;
(k) to develop and
complete quality assurance audits and facility maintenance audits;
(l) to perform
general administration duties including computer based payroll systems,
computer based record keeping systems, basic filing system management and other
general administration duties; and
(m) to develop and
implement a roster that prioritises cleaning tasks to ensure that the Zoo is
presented at its best at all times.
TWPZ Guest Services Attendant
18.31 The requirements
of a Guest Services Attendant may include but are not limited to the following:
(a) provide the
highest level of customer service to guests;
(b) meet and greet
guests at any entry/exit point to TCSA premises and within the zoo grounds;
(c) facilitate the
hiring of bicycles and motorised carts to visitors, including the
non-mechanical maintenance, provision and storage of bicycles, motorised carts,
helmets, and baskets; and identify any mechanical maintenance that is required
to be performed;
(d) perform
financial transactions, including the operation of a cash register; collection,
return and check of float/s; and processing of credit card transaction;
(e) provide
information and assistance to visitors, including distributing event
information/maps, operating attractions, issuing directions, checking tickets
after point of sale and other value-adding customer activities;
(f) provide visitors
with hire forms and operational instructions; and assist visitors in fitting
equipment, completing forms, and checking equipment upon its return;
(g) maintain bicycle
and motorised carts and hire station in a clean and presentable manner; and
(h) undertake on the
job training as required and provided by the TCSA.
Notes: Licensed drivers only are to operate motorised
carts.
Built into the wage rate for this classification as set
out in Schedule 1 of the Award is a component paid in lieu for any claims for
shift loadings, except for a Public Holiday shift loading.
Guest Services Officer
18.32 The requirements
of a Guest Services Officer are to perform any of the following tasks, or
combination of tasks:
(a) meet and greet
guests at any point, provide queue management, direction, ticketing and
distribute information;
(b) operate the TCSA
car park including the management of car park spaces, traffic flow, collection
of parking fees and issuing receipts;
(c) provide the
highest level of customer service to guests;
(d) undertake
customer service duties as directed, including the provision of information to
visitors, distributing event information/maps, and assisting and escorting
guests;
(e) perform
administrative/operational duties to support guest services functions; and
(f) undertake on the
job training as required and provided by the TCSA.
Senior Guest Services Officer
18.33 The requirements
of a Senior Guest Services Officer, in addition to the requirements of Guest
Services Officer, are:
(a) more than 12
months relevant experience within a face to face Customer Service industry;
and/or
(b) to support and
assist Guest Services Site Coordinator and Work Officers;
(c) to provide
reports to Site Coordinator as required including daily issues;
(d) to identifying
OHS&E issues and generating work requisitions as necessary.;
(e) possess a
current Senior First Aid Certificate; and
(f) to complete
relevant and required training as provided by the TCSA for Guest Services
Officers.
Guest Services Site Coordinator
18.34 The requirements
of a Guest Services Site Coordinator, in addition to the requirements of Senior
Guest Services Officer, are:
(a) more than 2
years supervisory relevant experience within the customer services, tourism and/or
Hospitality industry;
(b) to meet and
greet guests at any point, provide queue management, direction, ticketing and
distribute information;
(c) possess a
current Senior First Aid Certificate or Occupational First Aid Certificate;
(d) to undertake quality
checks and complete logs throughout the day of public area presentation
standards, including toilets, litter, food areas and relevant staffing levels
and signage, and liaise with management and other departments of the TCSA
regarding same as required;
(e) to report on the
impact of construction on guest circulation and advise as to alternative
solutions to improve visitor experiences;
(f) to report on
guest impact of changes to animals on exhibit;
(g) to resolve
visitor issues, consulting with senior management as relevant;
(h) to assist in
pre-show activities, (e.g. Seal and Bird Shows);
(i) to assist in
briefings delivered by senior management;
(j) to supervise or
act as ‘meet and greet host’ for booked groups;
(k) to supervise
Guest Services personnel and volunteers; and
(l) to prepare and
distribute daily reports of activities within the ground as required.
Gatekeeper
18.35 The requirements
of a Gatekeeper are:
(a) while stationed
at an entrance and/or exit, to control the movement of persons, vehicles, goods
and/or property arriving or departing from TCSA premises or property, including
the inspection of vehicles carrying loads of any description to ensure that the
load and description of such goods is in accordance with the requirements of
the relevant document and/or gate pass;
(b) to perform area
or door attendant/commissionaire role in a commercial building as required and
where qualified;
(c) to perform other
security duties consistent with Security Officer Grade 1, for which the Gatekeeper
is qualified, as directed; and
(d) to undertake on
the job training as required and provided by the TCSA.
Security Officer
18.36 A casual Security
Officer will be employed as a Security Officer Grade 1.
18.37 The requirements
of a Security Officer Grade 1 are:
(a) less than 12
months relevant experience;
(b) to observe,
guard and/or protect TCSA premises and/or property; including controlling
access to and exit from premises; managing conflict; apprehending offenders;
escorting and carrying valuables; providing for safety of persons; assisting in
crowd management and maintaining effective relationships with clients, staff
and guests of the TCSA as part of a team;
(c) to be fully
conversant with TCSA Guest Services and Security procedures relating to TCSA
operations, premises and/or property, including emergency procedures for
environmental controls of exhibits;
(d) to be conversant
with location and use of all TCSA fire fighting equipment, including service
and maintenance requirements;
(e) to provide a
high level of customer and security related services, including Zoo patrols and
assistance with operational issues relating to the guest experience;
(f) to be fully
conversant with procedures for accepting injured animals after hours;
(g) to possess a
current Security Industry Certificate, and relevant security licence (1AC); and
(h) to undertake or
have completed on the job training.
18.38 The requirements
of a Security Officer Grade 2, in addition to the requirements of Security
Officer Grade 1, are:
(a) more than 12
months relevant experience; and
(b) to undertake
required training as required and provided by the TCSA.
Senior Security Officer
18.39 The requirements
of a Senior Security Officer, in addition to the requirements of a Security
Officer Grade 2, are:
(a) a minimum of 3
years industry service; and
(b) to assist the
Security Manager and Assistant Security Manager in the management of operations
as required.
Assistant Security Manager
18.40 The requirements
of an Assistant Security Manager, in addition to the requirements of a Senior
Security Officer, are:
(a) liaise with
management and other departments of the TCSA regarding general security
matters;
(b) to direct
inquiries from the general public to relevant management;
(c) to deputise for
the Security Manager as required; and
(d) to assist the
Security Manager in the management of operations.
Security Manager
18.41 The requirements
of a Security Manager, in addition to the requirements of an Assistant Security
Manager, are:
(a) to manage, plan
and co-ordinate TCSA security operations including recruitment and training of
staff and provide reports as requested, including monthly financial reports and
yearly budget plans;
(b) to co-ordinate
emergency procedures;
(c) to direct
Security Officers and Gatekeepers in the daily operations of the security team;
(d) to oversee and
develop Security Officer and Gatekeeper rosters; and
(e) to perform
security duties, and be on-call to respond to security emergencies/matters.
Note: Built into the Security Manager wage rates
prescribed in Schedule 1, is a component paid in lieu of any claims for on call
allowance, shift and/or overtime rates, except for elective overtime provided
under the Overtime clause of the Award.
19. Appointment and
Progression
19.1 Merit based
selection processes will be used to make appointments.
19.2 Relevant
experience will be considered in determining the level to which an employee is
appointed.
19.3 Progression
within a classification will be considered on the anniversary of an employee’s
progression to their current grade, unless specified otherwise in the relevant
classification requirements.
19.4 Progression
within a classification is subject to a satisfactory performance review at the
employee’s current grade in accordance with TCSA performance management
procedures and the requirements of the current grade being achieved.
19.5 TWPZ vacancies
above base grade will be advertised internally in the first instance.
20. Allowances
20.1 The allowances
provided for in this Clause are set out in Schedule 2 of the Award.
20.2 Where an
allowance is specified as a weekly rate and an employee who is entitled to the
allowance is engaged part time, the allowance will be paid on a pro rata basis
by dividing the weekly rate by 38 for an hourly rate to a maximum of the weekly
allowance.
Tool Allowance
20.3 A weekly tool
allowances will be paid to a Tradesperson and an Apprentice for providing and
maintaining their own hand tools.
20.4 The allowance
will be paid for all purposes, except separation.
Tradespersons Licence Allowance
20.5 A weekly licence
allowance will be paid to a Tradesperson, except a plumber, gasfitter and
drainer, when required by the TCSA to hold the prescribed licence/s. The allowance will be paid for all purposes,
except separation.
20.6 An hourly licence
allowance will be paid as a flat rate for all hours worked to a plumber,
gasfitter or drainer when the relevant licence is held and acted upon.
Security Licence Allowance
20.7 On production of
the original licence, the TCSA will reimburse an employee for the cost of the
licence fee and application fee if they are required to hold a Class 1 licence
under the Security Industry Act 1997.
20.8 Should the
employment of an employee required to hold a Class 1 licence cease during the
life of the licence, the employee will have the pro rata value of the licence
and application fee for the years of licence remaining deducted from their
separation payments.
Registration Allowance
20.9 A weekly
registration allowance will be paid to a plumber who is required to hold a
Certificate of Registration. The
allowance will be paid for all purposes, except separation.
Chokage Allowance
20.10 A daily chokage
allowance will be paid as a flat rate, to a TZ Plumber when required to work on
a chokage, and is required to open up any soil pipe, waste pipe, drain pipe or
pump conveying offensive material, or a scupper containing sewage; or is
required to work in a septic tank in operation.
Fouled Equipment Allowance
20.11 A daily fouled
equipment allowance will be paid as a flat rate, to a TZ Capital Works and
Infrastructure employee when required to work on any pipeline or equipment
containing body fluids or body wastes and encounters same, except when they are
already receiving a chokage allowance.
Labourer/Driver/Operator Travel Allowance
20.12 A weekly travel
allowance will be paid to a TZ Labourer/Driver/Operator in lieu of the travel
and fares entitlement previously paid to Labourers under the General
Construction and Maintenance, Civil and Mechanical Engineering Etc (State)
Award.
Higher Duties Allowance
20.13 A higher duties
allowance will be paid when an employee is required by the relevant manager to
relieve in a position at a higher grade for periods of 5 or more consecutive
working days, with a rostered day off being regarded as a working day for the
purpose of calculating the 5 day qualifying period. At TWPZ, an employee who is temporarily appointed to supervise
employees engaged under various government schemes for 3 or more days will be
paid a higher duties allowance for a minimum of 5 days.
20.14 The allowance
will be an amount equal to the difference between the wage of the higher graded
position and the wage of the relieving employee’s position.
20.15 If only a portion
of the duties associated with the higher graded position are required to be
performed, the allowance will be paid pro rata as determined by the relevant
manager.
20.16 Before the period
of relief starts, the relevant manager will discuss with the relieving employee
the full duties of the position; those duties required to be undertaken during
the relief period; the criteria determining the proportion of the allowance;
and the delegation of the position that may be exercised.
20.17 The allowance
will not be paid on leave except when the employee has been relieving in the
position for more than 12 months.
20.18 A TZ Guest
Services and Commercial Operations employee who is required to perform work of
a position at a lower grade for periods of up to a week will not suffer any
reduction in their wage rate.
First Aid Allowances
20.19 A weekly senior
first aid allowance will be paid to an employee who holds a current Senior
First Aid Certificate and who is appointed by the TCSA to carry out the duties
of a Senior First Aid Officer.
20.20 A weekly
Occupational First Aid allowance will be paid to an employee who holds a
current Occupational First Aid Certificate and is appointed by the TCSA as an
Occupational First Aid Officer.
20.21 An employee who
is temporarily appointed by the TCSA to perform the duties of a First Aid
Officer while the appointed First Aid Officer is on leave for one week or more,
will be paid the relevant first aid allowance for the period appointed.
20.22 The allowances
will be paid as a flat rate on all ordinary hours worked.
Laundry Allowance
20.23 A weekly laundry
allowance will be paid to an employee when they are required by the TCSA to
wear a uniform, including overalls, and where the cost of any laundering is not
borne by the TCSA.
20.24 The laundry
allowance will be paid as a weekly allowance when an employee engaged full-time
works any part of a week.
Disability Allowance - TWPZ
20.25 TWPZ employees
will be paid a disability allowance, which compensates for working conditions
at TWPZ particularly where employees are often required to work in the field
without ready access to amenities.
20.26 The disability
allowance will be paid as a weekly allowance when an employee engaged full-time
works any part of a week.
On Call (Standby) Allowance - TWPZ
20.27 An hourly
allowance will be paid to a TWPZ employee when they are directed to be on call
or on stand-by for a possible recall to work.
Overtime Meal Allowance
20.28 If a meal is not
provided by the TCSA, an overtime meal allowance will be paid:
(a) when an employee
works more than 2 hours of overtime before or after an ordinary hours rostered
shift; or
(b) after every 5
hours of overtime worked when an employee works on a rostered day off.
Allowances absorbed into the wage rates of the relevant
classifications
20.29 Built into the
wages of TZ Labourer/Driver/Operator and Tradesperson classifications is a
component that is paid in lieu of dirt money, height money, and wet work allowances.
20.30 Built into the
wages of TWPZ Labourer and Tradesperson classifications is a component that is
paid in lieu of dirt money, height money, wet work, chokage and fouled
equipment allowances.
20.31 Built into the
wages of Apprentices is a weekly component in lieu of receiving an apprentice
examination allowance for passing the prescribed annual technical college
examinations for the preceding year and the Supervisor receiving a satisfactory
report as to conduct, punctuality and workshop progress for the Apprentice.
20.32 Built into the
wages of Cleaners is a component that is paid in lieu of any claims for special
rates not covered by the Award, including Refuse, Multi-Purpose Machine and
Toilet Allowances.
20.33 Built into the
wage rates for TWPZ Labourer and Tradespersons is the works allowance that was
compensation for the isolated environment of the construction work undertaken
at TWPZ.
20.34 Built into the
wage rates for Leading Hands is a component that is paid in lieu of all Leading
Hand Allowances.
21. Insurance of
Tools
21.1 The ZPB will
insure an employee’s tools, used by them in the course of their employment,
against loss or damage by fire while on TCSA premises.
21.2 An employee will
provide a list of the tools insured if requested by the TCSA.
21.3 An employee will
ensure that their tools are cared for and kept safely.
21.4 The TCSA will
reimburse an employee for loss of tools insured up to the value of $1,215, if
the tools are lost by theft from breaking and entering while they are being
stored on the job at the direction of the TCSA.
22. Rosters
22.1 Employees may be
rostered to suit TCSA operational requirements.
22.2 The TCSA will
prepare rosters that are fair and equitable and meet occupational health and
safety requirements.
22.3 In rostering
employees, consideration will be given to the preferences and personal
commitments of individuals, wherever possible.
22.4 In developing a
roster for the next period, the TCSA and employees will have regard to the
roster for the previous period.
22.5 Rosters will be
prepared 7 days in advance.
22.6 Rosters may be
changed as long as they comply with the terms set out in Clause 23 - Ordinary
Hours of Work of the Award.
22.7 Changes to
published rosters may be made inside 7 days by agreement between a Supervisor
and an employee.
22.8 An employee will
not be rostered to work more than one shift in any period of 24 hours, except
by mutual agreement.
22.9 An employee
will be paid overtime if they are required to work on their rostered day off.
23. Ordinary Hours of
Work
Number of ordinary hours of work
23.1 The number of
ordinary hours of work for employees engaged full-time are 152 hours worked
over a designated period of 28 consecutive days.
Patterns of ordinary hours of work
23.2 Ordinary hours
will be worked:
(a) in at least 16
and up to 19 shifts in each designated period of 28 consecutive days;
(b) in shifts of
between 6 and 10 hours, or of between 10 and 12 hours by agreement between the
TCSA and the employee;
(c) with a minimum
of 9 and a maximum of 12 rostered days off in each designated period of 28
consecutive days;
(d) with at least
one occasion of at least 3 consecutive days and a second occasion of at least 2
consecutive days rostered off in each designated period of 28 consecutive days;
and
(e) over not more
than 6 consecutive days, except by agreement between the employee and their
Supervisor.
23.3 The TCSA will
consult with the relevant union/s with the aim of reaching consensus on any
proposed change to existing shift patterns for TWPZ Works and Trades employees
or TZ Capital Works and Infrastructure employees. If consensus cannot be reached on a proposed change, then the
matter may be dealt with under the dispute settlement procedures of the Award.
23.4 The existing
shift pattern for TWPZ Works and Trades employees, except for those engaged on
relief cleaning work is 19 shifts of 8 hours, Monday to Friday (inclusive),
between 5:00am and 7:00pm.
Meal and tea breaks
23.5 Employees,
except Security employees, are entitled to an unpaid meal break of not less
than 30 minutes, and not more than 1 hour, the length of time depending on
operational requirements, to be taken no later than after every 5 hours worked
within each ordinary hours rostered shift.
23.6 Security
employees, including casual employees, may take a paid meal break of not less
than 20 minutes not earlier than 4 hours nor later than 5 hours after the start
of each shift, where it is reasonably practicable to do so.
23.7 All employees
except those in security classifications may take a paid tea break of 20
minutes (or two 10 minute breaks) in each ordinary hours rostered shift, at a
time determined by operational needs, without loss of pay for any ordinary
hours rostered during such absence.
Employees engaged part-time
23.8 The ordinary
hours of work for employees engaged part-time will be the same as those for
employees engaged full-time except that:
(a) the number of
ordinary hours of work per week will be agreed between the employee and the TCSA,
provided that they are not less than 32 hours over a designated period of 28
consecutive days;
(b) hours worked up
to 152 hours over a designated period of 28 consecutive days, within the
pattern of hours prescribed by the Award for a comparable employee engaged
full-time, will be paid as ordinary hours;
(c) ordinary hours
may be worked in shifts of not less than 4 hours duration, unless agreed
otherwise by the employee and the TCSA;
(d) the pattern of
hours may be varied, within the pattern of hours prescribed by the Award for a
comparable employee engaged full time, by agreement between the employee and
their supervisor; and
(e) the TCSA may
vary the pattern of hours, within the pattern of hours prescribed by the Award
for a comparable employee engaged full time, giving 7 days notice.
24. Rest Period
24.1 Work will be
rostered so that employees have at least 8 consecutive hours off work, or 10
consecutive hours off work in the case of TZ Capital Works and Infrastructure
employees, between the work of successive shifts when it is reasonably
practicable to do so.
24.2 If an employee
does not have the prescribed hours off between finishing one shift and being
rostered to start another shift, they will be released from work after
completion of the shift until they have had the prescribed consecutive hours
off work, without loss of pay for ordinary hours rostered during the absence.
24.3 If the TCSA
instructs an employee to resume or continue work without having had the
prescribed consecutive hours off work, the employee will be paid at double time
rates of pay until released from work and able to take the prescribed break.
25. Shift Loadings
25.1 Guest Services
Attendants and the Security Manager will not receive the shift loadings set out
in this clause, except for the shift loading for a Public Holiday.
25.2 Where an employee
is entitled to an additional day in lieu of part of the loading for working a
Public Holiday, the timing of the day will be agreed between the employee and
their Supervisor but must be taken before the end of the designated period of
28 consecutive days following the period in which the Public Holiday fell.
TWPZ Employees, TZ Capital Works and Infrastructure
employees & TZ Guest Services & Commercial Operations employees engaged
after 26 May 2004
25.3 Ordinary hours of
work will attract the following shift loadings:
Monday to Friday 5:00 am to 7:00 pm
|
Nil
|
|
|
Monday to Friday after 7:00 pm before 5:00 am
|
15%
|
Saturday
|
50%
|
Sunday
|
100%
|
Public Holidays
|
150%
|
Public Holidays where an additional day is taken off in
lieu of the loading
|
50%
|
25.4 Where an employee
commences a shift in one time period and concludes it in a different time
period, then the hours worked will attract the relevant loading for the period
during which the time was worked.
TZ Guest Services and Commercial Operations employees
engaged before 26 May 2004
25.5 Ordinary hours of
work will attract the following shift loadings:
(a) Monday to
Friday 6:00 am to 7:00 pm
|
Nil
|
(b) Commencing at
or after 5.00am and before 6.00am
|
10%
|
(c) Finishing
after 7:00 pm and at or before midnight
|
15%
|
(d) Finishing
after midnight and at or before 8:00am (night shift)
|
17.5%
|
(e) Non rotating
night shift roster (i.e. where night shifts are worked which do not
|
30%
|
rotate or alternate with another shift so as to give an
employee at least one-third of
|
|
their working time off night shift in each roster cycle)
|
|
(f) Saturday
|
50%
|
(g) Sunday
|
100%
|
(h) Public
Holidays
|
150%
|
(i) Public
Holidays where an additional day is taken off in lieu of the loading
|
50%
|
26. Overtime
26.1 Hours worked at
the direction of the TCSA outside ordinary hours of work as set out in this
Award, will be overtime.
26.2 The TCSA may
direct an employee to work a reasonable amount of overtime taking into account:
(a) an employee’s
prior commitments outside the workplace, particularly their family
responsibilities, community obligations and study arrangements; and
(b) the urgency of
the work required to be performed, the impact on TCSA operational requirements
and the effect on customer services.
26.3 Overtime rates of
pay will be:
(a) Monday to
Saturday - time and a half for the first 2 hours and double time thereafter;
(b) Sunday - double
time;
(c) Public Holidays
- double time and a half; and
(d) No 8 or 10 hour
break - double time.
26.4 If their manager
agrees, an employee who works overtime may elect to take time off work in lieu
of payment for all or part of the overtime.
The time off will be calculated at the same rate as would have applied
to the payment of the overtime. The
following provisions will apply to time off in lieu:
(a) Before the
overtime is worked, or as soon as practicable on completion of overtime, the
employee will advise their manager, or the manager’s delegate, that they intend
to take time off in lieu of payment.
(b) The time off in
lieu must be taken at the convenience of the TCSA, except when it is being
taken to look after a sick family member under the TCSA Carer’s Leave Policy.
(c) Time off in lieu
accrued for overtime worked on days other than Public Holidays, will be given
and taken within three months of accrual.
(d) At the
employee’s election, time off in lieu for overtime worked on a Public Holiday
may be added to the employee’s annual leave credits and may be taken in
conjunction with annual leave.
(e) An employee will
be paid for the balance of any overtime entitlement not taken as time off in
lieu.
26.5 Overtime will not
attract shift loadings, except as provided under this clause for Permanent
Security employees who work "Elective Overtime".
Meal breaks
26.6 An employee
required to work overtime for more than two hours after an ordinary hours
rostered shift will be allowed a 30 minute unpaid meal break and then a further
30 minute unpaid break after every five hours of overtime worked thereafter.
26.7 An employee
required to work overtime on a rostered day off will be allowed a 30 minute
unpaid meal break after every five hours of overtime worked.
Elective Overtime for Permanent Security Employees
26.8 Permanent
Security employees, including the Security Manager, may request to work hours
in addition to their ordinary hours as "elective overtime" under the
following conditions:
(a) elective
overtime is overtime requested by the employee not directed by the TCSA;
(b) the TCSA will
have regard for the wellbeing of an employee in scheduling elective overtime;
(c) elective
overtime will be paid at the Security Officer Grade 2 or Gatekeeper wage with a
15% loading in addition to any weekend, Public Holiday or other shift loading;
and
(d) the provisions
of Clause 24 Rest Period and Subclause 20.28 Overtime Meal Allowance of the
Award will not apply.
26.9 The provisions of
this clause, except in relation to elective overtime, do not apply to the
classification of Security Manager.
27. Call Back
27.1 An employee
recalled to work overtime to attend TCSA premises and/or the premises of a
client or clients of the TCSA (the workplace) for any reason after leaving the
premises (whether notified before or after leaving the premises) will be paid
for a minimum of 4 hours.
27.2 For TZ Guest
Services and Commercial Operations employees, where the recall is for the
purpose of a disciplinary and/or counselling interview and/or administrative
procedures such as completing or attending to Workers’ Compensation forms,
accident reports or break/entry reports, an employee will be paid a minimum of
2 hours at the relevant rate for each recall.
27.3 Where the actual
time worked is less than 4 hours on each recall, overtime worked in the
circumstances specified in this clause will not be regarded as overtime for the
purposes of Clause 24 Rest Period.
27.4 Time worked will
be calculated as one continuous period when an employee returns to the
workplace on a number of occasions in the same day and the first or subsequent
minimum pay period overlaps into the next call out period. Payment will be calculated from the start of
the first recall until either the end of work, or the minimum pay period from
the start of the last recall, whichever is the greater.
27.5 A recall to work
starts when the employee starts work and finishes when the work is completed
i.e. it does not include time spent travelling to and from the place at which
work is to be done.
27.6 This clause does
not apply if an employee is regularly required to return to TCSA premises to
perform a specific job outside rostered hours or if overtime is continuous
(subject to a reasonable meal break) with the end or the beginning of a
rostered shift.
27.7 This clause does
not apply to the classification of Security Manager.
28. Starting and
Finishing Work
28.1 An employee’s
starting and finishing times of ordinary hours of work will be calculated from
the time they arrive at the actual job or work station or signing on
point. However if an employee is
required to collect TCSA equipment before going to the work site or return TCSA
equipment at the end of work from a location other than the actual work site or
sites, then the starting and finishing times will operate from the point of
collection or return.
28.2 Employees will be
entitled to 10 minutes paid time immediately before finishing a shift, for
washing and for changing their clothes at change room facilities provided by
the TCSA.
29. Annual Leave
29.1 TZ Employees are
entitled to 4 weeks annual leave for working a whole year.
29.2 TWPZ Employees
are entitled to 5 weeks annual leave for working a whole year.
29.3 In addition to
the annual leave entitlements provided by this clause, permanent employees who
are rostered to work their ordinary hours on Sundays or Public Holidays, during
the period 1 December of one year to 30 November of the following year (or part
thereof), are entitled to additional annual leave on the following basis.
Number of ordinary shifts worked on Sundays and/or Public
|
Additional Annual
Leave
|
Holidays during a qualifying period of 12 months from 1
December
|
Entitlement
|
one year to 30 November the next year
|
|
4 - 10
|
1 additional days
leave
|
11 - 17
|
2 additional days
leave
|
18 - 24
|
3 additional days
leave
|
25 - 31
|
4 additional days
leave
|
32 or more
|
5 additional days
leave
|
30. Annual Leave
Loading
30.1 Employees,
except for TZ Guest Services and Commercial Operations employees engaged before
26 May 2004 who are rostered as shift workers, are entitled to an annual leave
loading of 17.5% of the base salary of up to 4 weeks annual leave accrued in a
leave year.
30.2 TZ Guest Services
and Commercial Operations employees engaged before 26 May 2004 who are rostered
as shift workers will be entitled to either an annual leave loading of 17.5% of
the base salary of up to 4 weeks annual leave accrued in a leave year or the
averaged shift loadings for the previous leave year (excluding Public
Holidays), whichever is the greater.
30.3 For the purpose
of calculating annual leave loading, the leave year will start on 1 December of
each year and end on 30 November of the following year.
30.4 Payment of annual
leave loading will not be made on any annual leave taken in the first leave year
of employment, i.e. from the date of employment to the following 30
November. The loading accrued in the
first leave year will be paid during the second leave year of employment.
30.5 Leave loading
will be paid on the first occasion in a leave year (other than the first leave
year) when at least 2 consecutive weeks of annual leave is taken.
30.6 In the event that
a 2 week period of annual leave is not taken by 30 November each year, then the
monetary value of the annual leave loading accrued over the previous year will
be paid as soon as practicable.
30.7 An annual leave
loading will not be paid on resignation or on dismissal for misconduct.
30.8 Annual leave
loading will be paid on retirement or termination by the TCSA, except for
misconduct, if the loading would have been due had the employee taken 2 weeks
annual leave.
31. Public Holidays
and Picnic Days
31.1 Public Holidays
are: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Monday, Anzac Day, Queen's Birthday, Christmas Day, Boxing Day, Labour Day and
any such other holiday that may be proclaimed as a Public Holiday applicable to
the operation of the Award.
31.2 For TWPZ and TZ
Capital Works and Infrastructure employees, the first Monday in December each
year will be a Union Picnic Day and will be treated as a Public Holiday.
31.3 For TZ Guest
Services and Commercial Operations employees the first Monday in August each
year will be a Picnic Day and will be treated as a Public Holiday.
31.4 For an employee
who works according to an ordinary hours roster that covers every day of the
week, if a public holiday occurs on a rostered day off they will be paid for an
additional 7 hours and 36 minutes ordinary hours.
32. Uniforms,
Personal Protective Clothing and Equipment
32.1 The TCSA will
provide employees with appropriate uniforms that will be allocated in
accordance with the work patterns of employees.
32.2 The TCSA will
provide permanent TZ Capital Works and Infrastructure employees engaged
full-time with an initial allocation of the following protective clothing:
(a) 5 shirts
(b) 3 pairs of
shorts/trousers
(c) 1 belt (if
required)
(d) 1 sweatshirt
(e) 1 jacket
(f) 5 pairs of
socks
(g) a pair of boots
(h) 1 hat
(i) 1 pair of
sunglasses
(j) 1 set of wet
weather gear.
Allocations to employees engaged part-time, and/or who
are casual employees, will be determined by the TCSA according to the
employee’s work patterns.
32.3 Employees are
required to wear uniforms provided by the TCSA at all times when performing
their functions and will maintain their uniforms in a neat, clean and
presentable manner.
32.4 The TCSA will
supply an employee who is required to work in wet weather with suitable wet
weather clothing including a waterproof coat or cape, waterproof hat, trousers
and rubber boots.
32.5 Where an employee
is required to clean toilets or to use acids or other hazardous substances,
they will be supplied with personal protective equipment by the TCSA.
32.6 Protective
equipment and clothing, together with replacement uniform items, are provided
as needed and unserviceable uniforms and equipment should be returned when a
request for replacement is made.
32.7 Uniforms,
protective clothing and other equipment issued by the TCSA to employees will
remain the property of the TCSA.
32.8 An employee will
return all items of protective equipment and clothing together with any keys,
identification cards and other items issued to them by the TCSA when they cease
employment with the TCSA.
32.9 If an employee
fails to return any uniform or protective clothing issued to them by the TCSA
when they cease employment with the TCSA, the TCSA may deduct the monetary
value of the uniform or protective clothing from the employee’s separation pay
if the employee has given the TCSA prior written authority to do so. The TCSA may require an employee to sign a
written authority on engagement or on receipt of the next issue of uniform and
protective clothing.
Firearms
32.10 An employee must
not carry firearms unless they are required to do so by the TCSA.
32.11 If an employee is
required by the TCSA to carry firearms:
(a) the TCSA will
train the employee in the use of the firearms with refresher courses every 12
months and the time taken for the training will be counted as time worked;
(b) the firearms
will be provided by the TCSA; and
(c) the firearms
will be maintained in a reasonable condition by the TCSA.
33. Secure Employment
33.1 Objective of this
clause
The objective of this clause is for the TCSA to take
all reasonable steps to provide its employees with secure employment by
maximising the number of permanent positions in the TCSA’s workforce, in
particular by ensuring that casual employees have an opportunity to elect to
become full-time or part-time employees.
33.2 Casual Conversion
(a) A casual
employee engaged by the TCSA on a regular and systematic basis for a sequence
of periods of employment under this Award during a calendar period of 6 months
shall thereafter have the right to elect to have his or her ongoing contract of
employment converted to permanent full-time employment or part-time employment
if the employment is to continue beyond the conversion process prescribed by
this subclause.
(b) Every employer
of such a casual employee shall give the employee notice in writing of the
provisions of this subclause within 4 weeks of the employee having attained
such period of 6 months. However, the employee retains his or her right of
election under this subclause if the employer fails to comply with this notice
requirement.
(c) Any casual
employee who has a right to elect under subclause 33.2(a), upon receiving
notice under subclause 33.2(b) or after the expiry of the time for giving such
notice, may give 4 weeks’ notice in writing to the TCSA that he or she seeks to
elect to convert his or her ongoing contract of employment to full-time or
part-time employment, and within 4 weeks of receiving such notice from the
employee, the TCSA shall consent to or refuse the election, but shall not
unreasonably so refuse. Where the TCSA refuses an election to convert, the
reasons for doing so shall be fully stated and discussed with the employee
concerned, and a genuine attempt shall be made to reach agreement. Any dispute
about a refusal of an election to convert an ongoing contract of employment
shall be dealt with as far as practicable and with expedition through the
disputes settlement procedure.
(d) Any casual
employee who does not, within 4 weeks of receiving written notice from the
TCSA, elect to convert his or her ongoing contract of employment to full-time
employment or part-time employment will be deemed to have elected against any
such conversion.
(e) Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with the TCSA.
(f) If a casual
employee has elected to have his or her contract of employment converted to
full-time or part-time employment in accordance with subclause 33.2(c), the
employer and employee shall, in accordance with this subclause, and subject to
subclause 33.2(c), discuss and agree upon:
(i) whether the
employee will convert to full-time or part-time employment; and
(ii) if it is
agreed that the employee will become a part-time employee, the number of hours
and the pattern of hours that will be worked either consistent with any other
part-time employment provisions of this Award pursuant to a part time work
agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996
(NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert his or her contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert his or her contract of employment
to part-time employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed between the
TCSA and the employee.
(g) Following an
agreement being reached pursuant to subclause 33.2(f), the employee shall
convert to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it shall be dealt with as far as practicable
and with expedition through the disputes settlement procedure.
(h) An employee must
not be engaged and re-engaged, dismissed or replaced in order to avoid any
obligation under this subclause.
34. Contractors and
Volunteers
34.1 Subject to the
provisions of this Clause, wherever possible work carried out at either TWPZ or
by a TZ Capital Works and Infrastructure areas, will be performed by employees
of the TCSA.
34.2 Where work
requires specialist skills, tools, plant or equipment, the TCSA will consider
the training of and/or hiring of such tools, plant and equipment to enable
employees to carry out the work.
34.3 Contractors
may be engaged to perform work if it is impracticable for the work to be
carried out by employees because specialist skills and/or tools, plant or
equipment are unavailable; or the timeframe is unacceptable; or there are
competing priorities.
34.4 Where contractors
are engaged, the TCSA will ensure that all relevant awards and agreements are
observed.
34.5 Employees may be
required to work cooperatively with contractors and such work will not give
rise to any claims for extra payments.
34.6 The TCSA will
continue to support the efforts of volunteers whose services aim to enhance the
public’s experience while visiting the TCSA.
34.7 Employees may be
required to work co-operatively with volunteers and such work will not give
rise to any claims for extra payments.
35. Anti-Discrimination
35.1 The parties bound
by the Award respect and value equity and diversity in the workplace.
35.2 It is the
intention of the parties bound by the Award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, pregnancy, physical or mental disability, homosexuality, transgender
identity, age, and carer’s responsibilities.
35.3 It follows that
in fulfilling their obligations under the Dispute Resolution procedures
prescribed in the Award, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of the 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 that, by its terms or operation, has a direct or indirect
discriminatory effect.
35.4 Under the Anti-Discrimination
Act 1977, 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.
35.5 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to the
Award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
35.6 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
36. Delegates and
Trade Union Activities
Right of Entry of Union Officials
36.1 A Union official
or officer may enter TCSA property at any time during working hours for the
purposes of conducting Union business provided that prior to an anticipated
visit they make contact with the nominated manager, or other senior manager, to
outline the reason for and timing of the visit.
36.2 A Union official
or officer has the right to meet with their members when they are not
working. Where they request to meet
with their members during work time this is subject to the needs of TCSA
operations and must be approved by the relevant manager.
36.3 A Union official
or officer will at all times be bound by the rules and standards of the TCSA
whilst on TCSA property including undertaking site inductions when they intend
to visit the site on a regular or ongoing basis, and complying with security
procedures for admission onto the property.
36.4 A Union official
will have regard for the provisions of the New South Wales Industrial
Relations Act 1996.
Delegates
36.5 A delegate is an
employee who has been elected by fellow employees to be their Union
representative and whose name has been registered with the TCSA by the relevant
Union.
36.6 A Union official
may contact a delegate at work if they first contact the relevant manager, or
other TCSA nominated representative, to make arrangements for the contact with
the delegate at a convenient time.
36.7 The TCSA will
cooperate with a Union to release and pay delegates, at ordinary hours rates of
pay, for up to 12 days over two years per union, to attend agreed Union courses
in cases where:
(a) there is prior
consultation with the TCSA about the course content and the ability to release
particular employees from the job;
(b) the course is
aimed at improving industrial relations and deals with relevant matters
including WorkCover and Occupational Health and Safety; and
(c) where relevant,
there is an opportunity for TCSA participation in or contribution to the
course.
Payroll Deductions for Union Membership Subscriptions
36.8 The TCSA will
make fortnightly deductions of the fortnightly union membership fee from the
pay of an employee who is a member of a Union in accordance with the Union’s
rules, provided that:
(a) the employee has
authorised the TCSA to make such deduction;
(b) a Union has
provided the TCSA with a schedule setting out union fortnightly membership fees
payable by members of the Union in accordance with the Union’s rules;
(c) the Union has
advised the TCSA of any change of the fortnightly membership fee, consequent
upon a variation of the annual union membership fee as provided in the Union
rules, at least one month in advance of the variation taking effect, with no
more than two variations to be effected in any financial year;
(d) deduction of the
fortnightly membership fee will only occur in each pay period in which payment
has or is to be made to an employee;
(e) as soon as
practicable after the fortnightly pay period has been processed, monies
deducted from employees’ pay will be forwarded fortnightly to the Union by way
of electronic funds transfer, together with all necessary information to enable
the Union to reconcile and credit subscriptions to employees’ Union membership
accounts;
(f) no fortnightly
membership fee will be deducted for periods where an employee is absent on
leave without pay, including unpaid parental, sick or carers’ leave;
(g) for casual
employees the fortnightly membership fee will only be deducted, if the casual
employee has worked within the relevant fortnightly pay period; and
(h) where an
employee has already authorised the deduction of union membership fees from
their pay prior to this clause taking effect, nothing in this clause will be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
Schedule 1
Wage Rates (Weekly)
Classification
|
Weekly 1
|
Weekly 1
|
Weekly 1
|
Weekly 1
|
|
July 2004
|
July 2005
|
July 2006
|
July 2007
|
Apprentice
|
|
|
|
|
Apprentice - 1st year
|
$322.85
|
$335.76
|
$349.19
|
$363.16
|
Apprentice - 2nd year
|
$421.35
|
$438.20
|
$455.73
|
$473.96
|
Apprentice - 3rd year
|
$536.57
|
$558.03
|
$580.35
|
$603.57
|
Apprentice - 4th year
|
$617.40
|
$642.09
|
$667.78
|
$694.49
|
TZ Labourer/Driver/Operator
|
|
|
|
|
Grade 1
|
$672.95
|
$699.87
|
$727.87
|
$756.98
|
Grade 2
|
$707.81
|
$736.13
|
$765.57
|
$796.19
|
Grade 3
|
$721.62
|
$750.49
|
$780.51
|
$811.73
|
Leading Hand
|
|
$779.15*
|
$810.32
|
$842.73
|
TWPZ Labourer
|
|
|
|
|
Grade 1
|
$683.37
|
$710.71
|
$739.14
|
$768.70
|
Grade 2
|
$733.19
|
$762.52
|
$793.02
|
$824.74
|
Grade 3
|
$747.35
|
$777.25
|
$808.34
|
$840.67
|
Grade 4
|
$758.11
|
$788.43
|
$819.97
|
$852.77
|
Leading Hand
|
$791.10
|
$829.84
|
$863.04
|
$897.56
|
Water Systems Operator
|
$783.97
|
$815.33
|
$847.94
|
$881.86
|
Water Systems Operator (Leading Hand)
|
|
$835.56*
|
$868.98
|
$903.74
|
TZ Tradesperson - Carpenter, Motor
|
|
|
|
|
Mechanic, Painter, Plaster, Welder (First
|
|
|
|
|
Class)
|
|
|
|
|
Grade 1
|
$727.23
|
$756.32
|
$786.57
|
$818.04
|
Grade 2
|
$741.27
|
$770.92
|
$801.76
|
$833.83
|
Leading Hand
|
|
$806.82*
|
$839.09
|
$872.66
|
TZ Tradesperson - Plumber
|
|
|
|
|
Grade 1
|
$734.49
|
$763.87
|
$794.42
|
$826.20
|
Grade 2
|
$748.99
|
$778.95
|
$810.10
|
$842.51
|
Leading Hand
|
|
$814.86*
|
$847.45
|
$881.35
|
Tradesperson - Electrical Fitter
|
|
|
|
|
Grade 1
|
$774.61
|
$805.60
|
$837.82
|
$871.33
|
Grade 2
|
$789.69
|
$821.28
|
$854.13
|
$888.30
|
Leading Hand
|
|
$857.19*
|
$891.48
|
$927.14
|
TWPZ Tradesperson - Carpenter, Motor
|
$764.20
|
$794.77
|
$826.56
|
$859.62
|
Mechanic, Painter
|
|
|
|
|
Leading Hand
|
$798.83
|
$830.79
|
$864.02
|
$898.58
|
TWPZ Tradesperson - Plumber
|
$771.21
|
$802.06
|
$834.14
|
$867.51
|
Leading Hand
|
$806.55
|
$838.81
|
$872.37
|
$907.26
|
Works and Trades Supervisor
|
|
|
|
|
Year 1
|
$849.36
|
$883.33
|
$918.67
|
$955.41
|
Year 2
|
$937.27
|
$974.76
|
$1,013.75
|
$1,054.30
|
Year 3
|
$966.05
|
$1,004.69
|
$1,044.87
|
$1,086.67
|
Year 4
|
$1,041.47
|
$1,083.13
|
$1,126.45
|
$1,171.51
|
Year 5
|
$1,074.33
|
$1,117.30
|
$1,162.00
|
$1,208.48
|
Sky Safari Attendant
|
|
|
|
|
Grade 1
|
$551.76
|
$573.83
|
$596.79
|
$620.66
|
Grade 2
|
$573.42
|
$596.36
|
$620.22
|
$645.02
|
Sky Safari Operator
|
$616.46
|
$641.12
|
$666.76
|
$693.43
|
Senior Sky Safari Operator
|
$700.68
|
$728.71
|
$757.85
|
$788.17
|
TWPZ Cleaners employed before the date the
|
|
|
|
|
award is made
|
|
|
|
|
Grade 1
|
$557.04
|
$585.82
|
$609.25
|
$633.62
|
Grade 2
|
$622.42
|
$653.81
|
$679.96
|
$707.16
|
Grade 3
|
$665.26
|
$691.87
|
$719.54
|
$748.32
|
Cleaner (Leading Hand)
|
$694.15
|
$721.91
|
$750.79
|
$780.82
|
Cleaning Supervisor
|
$723.39
|
$752.33
|
$782.42
|
$813.72
|
TZ Cleaners and TWPZ Cleaners employed
|
|
|
|
|
after the date the award is made
|
|
|
|
|
Grade 1
|
|
$585.82
|
$609.25
|
$633.62
|
Grade 2
|
|
$653.81
|
$679.96
|
$707.16
|
Grade 3
|
|
$674.73
|
$701.72
|
$729.79
|
Cleaner (Leading Hand)
|
|
$704.78
|
$732.97
|
$762.29
|
Cleaning Supervisor
|
$706.92
|
$735.20
|
$764.60
|
$795.19
|
Guest Services Attendant
|
|
|
|
|
Under 16 years
|
$331.44
|
$344.70
|
$358.48
|
$372.82
|
16 years
|
$386.68
|
$402.15
|
$418.24
|
$434.97
|
17 years
|
$441.91
|
$459.58
|
$477.97
|
$497.08
|
18 years and over
|
$497.15
|
$517.04
|
$537.72
|
$559.23
|
Guest Services Officer
|
$551.76
|
$573.83
|
$596.79
|
$620.66
|
Senior Guest Services Officer
|
$573.42
|
$596.36
|
$620.22
|
$645.02
|
Guest Services Site Co-ordinator
|
$671.43
|
$698.29
|
$726.22
|
$755.27
|
Gatekeeper
|
$622.42
|
$647.32
|
$673.21
|
$700.14
|
Security Officer
|
|
|
|
|
Grade 1
|
$622.42
|
$647.32
|
$673.21
|
$700.14
|
Grade 2
|
$642.54
|
$668.24
|
$694.97
|
$722.77
|
Senior Security Officer
|
$664.65
|
$691.24
|
$718.89
|
$747.64
|
Assistant Security Manager
|
$700.68
|
$728.71
|
$757.85
|
$788.17
|
Security Manager
|
|
|
|
|
Year 1
|
$1,040.37
|
$1,081.99
|
$1,125.27
|
$1,170.28
|
Year 2
|
$1,129.68
|
$1,174.87
|
$1,221.86
|
$1,270.74
|
Year 3
|
$1,218.98
|
$1,267.74
|
$1,318.45
|
$1,371.19
|
*This is a new classification and the rate in this column
will be paid from the date of the making of the Award, not from 1 July 2005.
Schedule 2
Allowances
Description
|
Amount
|
|
$
|
The following allowances will apply from the first full
pay period following the making of the Award and
|
will be increased in line with any State Wage Case
decisions following the making of the Award
|
Tool Allowance
|
|
Carpenter
|
$23.30 pw
|
Motor Mechanic
|
$23.30 pw
|
Painter
|
$5.60 pw
|
Plasterer
|
$19.20 pw
|
Plumber
|
$23.30 pw
|
Welder (First Class)
|
$23.30 pw
|
The following allowances will apply from the first full
pay period following the making of the Award and
|
will be increased in line with the increases to the wage
rates contained in the Award from 1 July 2006
|
Licence Allowance
|
|
Plumber, Gasfitter and Drainer when required to act on:
|
|
- Plumber licence
|
$0.88 ph
|
- Gasfitter licence
|
$0.88 ph
|
- Drainer licence
|
$0.75 ph
|
- Plumber and gasfitter licence
|
$1.19 ph
|
- Plumber and drainer licence
|
$1.19 ph
|
- Gasfitter and drainer licence
|
$1.19 ph
|
- Plumber, gasfitter and drainer licence
|
$1.64 ph
|
Electricians
|
|
- A Grade Licence
|
$34.20 pw
|
- B Grade Licence
|
$18.40 pw
|
Electrical Fitter tool allowance
|
$13.80 pw
|
|
|
Electric Welding (DIRE Certificate)
|
$0.51 ph
|
Plumber Certificate of Registration Allowance
|
$0.69 ph
|
Chokage Allowance
|
$ 6.46 pd
|
Fouled Equipment Allowance
|
$6.46 pd
|
Senior First Aid Allowance
|
$11.79pw
|
Occupational First Aid Allowance
|
$17.75 pw
|
On Call (Standby) Allowance
|
$0.67ph
|
The following allowances will apply from the first full
pay period following the making of the Award
|
and will not be varied during the life of the Award
|
Labourer/Driver/Operator Travel Allowance
|
$10.20 pw
|
TWPZ Disability Allowance
|
$15.50pw
|
The following allowance will apply from the first full pay
period following the making of the Award
|
and will be varied thereafter so as to remain consistent
with reasonable allowances for the appropriate
|
income year as published by the Australian Taxation Office
|
Overtime Meal Allowance
|
$21.10
|
The following allowance will apply from the first full pay
period following the making of the Award
|
and will be varied thereafter on July 1 of each year in
line with the increases in the Consumer Price
|
Index for Sydney during the preceding year (March quarter
figures).
|
Laundry Allowance
|
$3.65 pw
|
Schedule 3
Leave Policies
HR 3.1 Sick leave Policy
|
HR 3.2 Carers Leave Policy
|
HR 3.3 Parental Leave Policy
|
HR 3.5 Long Service Leave Policy
|
HR 3.6 Military Leave Policy
|
HR 3.8 Family and Community Service Leave Policy
|
HR 3.14 Special Leave Policy
|
D.W.
RITCHIE, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.