CROWN
EMPLOYEES (INSTITUTE MANAGERS IN TAFE) SALARIES AND CONDITIONS AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by the Department of Education and Training and
another matter.
(Nos. IRC 1302 and
3223 of 2001)
|
Before the Honourable Mr Deputy President Harrison
|
29 May and 7 June
2001
|
AWARD
PART A
1. Arrangement
PART A
Clause Number Subject Matter
13. Anti-discrimination
9. Appeal Rights
7. Appointment and Transfer
23. Area, Incidence and Duration
1. Arrangement
14. Deferred Salary Scheme
2. Dictionary
12. Discipline Process
11. Dispute Resolution Procedures
16. Filling of Positions
18. Goods and Services Tax
4. Hours of Work
21. Industrial Rights
15. Leave
20. Locality/Remote Areas Allowance
19. No Industrial Action and No Further Claims
8. Performance Management
17. Qualification Requirements
10. Regression
6. Right of Private Practice
3. Salary
22. Special Fitness and Hard to Fill
5. Training and Professional Development
PART B
MONETARY RATES
Schedule 1 - Salaries
Schedule 2 - Performance
Management for Institute Managers
Schedule 3 - Allowances
2. Dictionary
2.1 "Act"
means the Technical and Further Education Commission Act 1990.
2.2 "Department"
means the Department of Education and Training.
2.3 "Institute
Manager" means all persons permanently or temporarily employed as
educational leaders and administrative managers in TAFE within the
classification of institute manager as provided for in this Award. Institute managers have supervisory
responsibility for administrative and/or educational programs and/or staff.
2.4 "Managing
Director" means the Managing Director of TAFE.
2.5 "Unions"
means the New South Wales Teachers Federation and the Public Service
Association and Professional Officers' Association Amalgamated Union of New
South Wales having regard to their respective coverage.
2.6 "Semester"
means the period commencing the first day where teachers return generally from
the Christmas or the mid year vacation period, and ending on the last day of
the next following mid year or Christmas vacation periods.
2.7 "TAFE"
means the New South Wales Technical and Further Education Commission (TAFE)
established under the Act.
2.8 "Time off
in lieu" means that period of approved time (hours or days) taken by an
institute manager to make up for a period or periods of work beyond the
standard working hours to undertake the performance of their duties.
3. Salary
3.1 Salaries for
institute managers under this award incorporate a four per cent increase as
determined by the Managing Director from 3 April 2000 and as adjusted by
overall salary increases of three per cent on and from 1 July 2001; four per
cent on and from 1 July 2002; and five per cent on and from 1 January 2003 as
provided for in Schedule 1, Salaries, of Part B.
3.2 An institute
manager may, subject to agreement by TAFE, elect to receive:
3.2.1 either a motor
vehicle benefit or, where approval has been granted by the Premier and the
Treasurer, elements of the Department’s Salary Packaging Scheme excluding the
novated leasing of motor vehicles; and
3.2.2 a salary equal
to the difference between the salary prescribed under this award in respect of
the institute manager and the amount specified from time to time for the motor
vehicle benefit or the elements of the Department’s Salary Packaging Scheme,
provided that the total salary sacrifice is limited to fifty per cent of the
institute manager’s gross salary.
3.3 The motor
vehicle benefit provided for in subclause 3.2.1 provides the institute manager
with access to the use of a motor vehicle on a business/private basis in
accordance with TAFE’s policy.
4. Hours Of Work
4.1 The parties
agree that a flexible and adaptive approach in relation to working hours and
working arrangements will be adopted which recognises the professionalism of
institute managers and allows that:
4.1.1 standard
working hours shall be 35 hours per week.
The pattern of attendance shall be agreed between an individual manager
and their line manager;
4.1.2 institute
managers shall not be directed to work more than 35 hours in any one week;
4.1.3 where work has
been negotiated with and approved by the line manager to be performed beyond
standard working hours, institute managers are entitled to time off in lieu to
compensate for additional hours worked.
Time off in lieu arrangements are to be negotiated and approved by the
line manager in advance and to be taken to meet the operational requirements of
the institute and the personal needs of the institute manager;
4.1.4 in recognition
of the professional nature of the work the parties agree that time off in lieu
does not accrue in any one week until three additional hours have been worked,
and then it accrues at the rate of one hour for every hour worked. Where a week includes a public holiday, time
off in lieu is to be worked out pro-rata;
4.1.5 time off in
lieu may be taken in single, multiple or part days within one semester of
accrual. In extenuating circumstances,
an institute manager may, with the approval of their line manager and taking
into account the needs of the institute, accrue time off in lieu in excess of a
semester;
4.1.6 line managers
are responsible for recording and/or reporting of time off in lieu taken by
institute managers. Institute managers
shall have access to these records, which shall be made available on request.
5. Training And
Professional Development
5.1 The parties
confirm a commitment to training and development for institute managers. Institute managers recognise their
obligation to maintain and update their professional skills for the benefit of
TAFE students and staff.
5.2 TAFE will
continue to participate in initiatives to identify competencies for institute
managers in consultation with relevant industry parties.
5.3 TAFE is
committed to providing access to and support for professional and management
development training.
5.4 Where TAFE
requires professional development, TAFE will meet the compulsory fees
involved. Where the professional
development opportunity is voluntary TAFE may, at its discretion, refund all or
part of the compulsory fees incurred by the institute managers approved to
undertake approved training and professional development programs.
5.5 Ten working
days shall be provided per annum, which may be accumulated over two years to a
period of 20 days, for institute managers to undertake training and
professional development related to their current and medium term development
needs as identified by the performance agreement, the objectives of which are
set out in Schedule 2 of Part B, Performance Management for Institute Managers.
The professional development activity must be approved by the institute
director in advance, with the time to be taken in minimum periods of half a day
subject to the operating needs of the institute. This does not preclude access to other professional development
opportunities provided by TAFE.
5.6 Institute
managers undertaking courses of study who require arrangements different to
those in subclause 5.5 may apply to TAFE for special consideration. TAFE shall
consider these requests on a case-by-case basis.
5.7 Institute
managers employed as at the time of the making of this award with an existing
balance of professional development time of up to 30 days may utilise this time
as provided for in subclause 5.5 of this award. Following the utilisation of this balance, professional
development time will accrue on the basis provided for in subclause 5.5 of this
award.
6. Right Of Private
Practice
6.1 Institute
managers may apply to their institute directors for the right of private
practice in accordance with TAFE’s policy on Private Employment.
6.2 Institute
managers may negotiate with their line manager to undertake some teaching as a
part-time casual and/or OTEN contract teacher.
TAFE shall consider such requests on a case by case basis having regard
to the following factors:
6.2.1 the institute
manager has expressed a wish to return to teaching on a full-time basis in the
near future;
6.2.2 the institute
manager requests such an arrangement in order to maintain and/or develop their
educational and/or managerial effectiveness;
6.2.3 the institute
manager possesses specialist knowledge/experience relevant to TAFE's
educational needs.
7. Appointment And
Transfer
7.1 The filling of
vacant positions of institute manager will be by way of a competitive selection
process based on merit, subject to the provisions of TAFE's Staff Selection
policy.
7.2 A person who
is not an officer and is appointed to an institute manager’s position shall be
appointed for a minimum probationary period of one year. Confirmation of their
position shall depend on completion of a satisfactory annual review, pursuant
to Clause 8, Performance Management.
7.3 Nothing in this
award shall operate to remove the right of TAFE to transfer an institute
manager to meet the operating needs of TAFE or remove existing rights to
entitlements as provided in the Transferred Officers Compensation - TAFE
Teaching Services Determination No. 132 of 1984.
7.4 Institute
managers who wish to seek transfer will be considered by TAFE on a case by case
basis.
7.5 Where TAFE
directs an institute manager to transfer, the institute manager shall have
access to a Transfer Review Panel.
7.6 In assessing
an application for transfer, the institute director or delegate will assess the
institute manager’s skills and other attributes against the selection criteria
for the position and if matched, can directly appoint or if in doubt can
proceed to merit selection.
7.7 The institute
manager has no right of appeal for non-appointment should a transfer
application not be approved.
8. Performance
Management
8.1 The
performance of institute managers will be reviewed annually under a performance
management scheme, the objectives of which are set out in Schedule 2,
Performance Management for Institute Managers, of Part B. The performance management scheme will
commence from 1 January 2001.
9. Appeal Rights
9.1 For positions
with salary equivalent to or below that applicable to the maximum salary for
Clerk Grade 12, institute managers shall have access to the Government and
Related Employees Appeal Tribunal in terms specified by the Government and
Related Employees Appeal Tribunal Act 1980.
9.2 For positions
above the salary level for maximum Clerk Grade 12, staff have a right of appeal
to the Managing Director where such appointment would involve a salary increase
for the appellant or the prospective appointee. Such appeals will be managed in
accordance with TAFE’s appeals process as agreed by the parties.
10. Regression
10.1 Staff wishing
to regress to positions below institute manager classifications should express
their interest to the relevant institute director who will consider the
request, along with others, whenever an appropriate vacancy occurs.
11. Dispute
Resolution Procedures
11.1 An institute
manager’s award consultation committee shall be formed comprising an equal
number of representatives of the unions and TAFE. This Committee shall meet as
required or at the request of the parties.
11.2 Subject to the
provisions of the Industrial Relations
Act 1996 the following procedures shall apply:
11.2.1 Should any
dispute (including a question or difficulty) arise as to matters occurring in a
particular workplace, the institute manager and/or the relevant union’s
workplace representative shall raise the matter with the appropriate line
manager as soon as practicable.
11.2.2 The line manager
shall discuss the matter with the institute manager and/or the relevant union’s
workplace representative within two working days with a view to resolving the
matter or by negotiating an agreed method and time frame for proceeding.
11.2.3 Should the above
procedure be unsuccessful in producing resolution of the dispute, question or
difficulty or should the matter be of a nature which involves multiple
workplaces, then the institute manager and or the relevant union may raise the
matter with an appropriate officer of TAFE at the Institute level with a view
to resolving the dispute, or by negotiating an agreed method and time frame for
proceeding.
11.2.4 Where the
procedures in sub clause 11.2.3 of this clause do not lead to resolution of the
dispute, the matter shall be referred to the institute manager’s award
consultation committee, which shall discuss the dispute, question or difficulty
with a view to resolving the matter or by negotiating an agreed method and time
frame for proceeding.
11.3 Should the
above procedures not lead to a resolution, then either party may apply to the
Industrial Relations Commission of New South Wales.
12. Discipline
Process
12.1 The discipline
processes to be applied in respect of institute managers shall be:
12.1.1 that process
specified by regulation made pursuant to Section 17 of the Technical and Further Education Commission Act 1990 and applicable
to staff whose conditions of employment are determined by the Crown Employees
(Teachers in Schools and TAFE and Related Employees) Salaries and Conditions
Award.
12.1.2 that process
specified by regulation made pursuant to Section 102 of the Public Sector Management Act 1988 and
applicable to all staff in the Commission except those referred to in subclause
12.1.1 of this award.
13.
Anti-Discrimination
13.1 It is the
intention of the parties 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, disability, homosexuality,
transgender identity and age.
13.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed in clause 11 of this award, the parties have obligations to take all
reasonable steps to ensure that the operation of the provisions of this award
are not directly or indirectly discriminatory in their effects. It will be
consistent with the fulfilment of these obligations for the parties to make
application to vary any provision of the award which, by its terms or operation,
has a direct or indirect discriminatory effect.
13.3 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.
13.4 Nothing in this
clause is to be taken to affect:
• any conduct
or act which is specifically exempted from anti-discrimination legislation;
• offering or
providing junior rates of pay to persons under 21 years of age;
• any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977.
• a party to
this award from pursuing matters of unlawful discrimination in any state or
federal jurisdiction.
13.5 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.
14. Deferred Salary
Scheme
14.1 Institute
managers may seek to join the Department’s deferred salary scheme.
14.2 Successful
applicants may defer twenty per cent of their salary for the first four years
and be paid the deferred salary in the fifth year.
14.3 The deferred
salary scheme does not apply to temporary institute managers.
15. Leave
15.1 Annual
Recreation leave - Annual recreation leave shall be in accordance with the Annual Holidays Act 1944 and TAFE
policy.
15.2 Extended leave
- Extended leave shall be in accordance with the Act.
15.3 Sick leave -
15.3.1 Sick
leave at the rate of fifteen working days paid sick leave per calendar year
i.e. 1 January to 31 December. The full
annual entitlement is available from 1 January each year (not accrued on a
monthly basis). The unused component of the annual entitlement is fully
cumulative.
15.3.2 Where
an institute manager requires sick leave additional to the annual or cumulative
entitlement provided in sub clause 15.3.1 above in cases of long-term illness,
they may apply to TAFE for special sick leave. Such requests will be considered
by TAFE on a case by case basis.
15.4 Family and
Community Service Leave
15.4.1 General - The
Managing Director or nominee may grant family and community service leave for
the following purposes:
(a) for reasons
related to the family responsibilities of the institute manager; or
(b) for reasons
related to the performance of community service by the institute manager; or
(c) for reasons of
pressing necessity.
Family and community service leave replaces short leave.
15.4.2 Quantum - The
amount of family and community service leave available to an institute manager
shall be either:
(a) 2.5 days
during the first year of service and five days in any period of two years after
the first year; or
(b) after two
years of continuous service, one day of family and community service leave for
each completed year of service less the total amount of short leave or family
and community service leave previously granted to an institute manager;
whichever is the greater period.
Where such leave is exhausted, sick leave in accordance with
subclause 15.5.1 may be used.
Family and community service leave is not to be taken for
attendance at court to answer a criminal charge, unless the Managing Director
or nominee approves such leave in the particular case.
15.5 Personal
Carer’s Leave -
15.5.1 Use of Sick
Leave - An institute manager may use the available sick leave from the current
year plus any accumulated sick leave from the previous three years to provide
care and support for family members when they are ill. Such illness shall be supported, if
required, by a medical certificate or statutory declaration that the illness is
such as to require the care by another person for a specified period. The choice of medical certificate or
statutory declaration is the institute manager’s. Neither the medical certificate nor statutory declaration is
required to reveal the exact nature of the illness. Wherever practicable, prior notice of the intention to take leave
should be given.
The entitlement to use sick leave in accordance with this
subclause is subject to:
(a) the institute
manager being responsible for the care of the person concerned; and
(b) the person
concerned being:
a spouse of the institute manager; or
a de facto spouse who, in relation to a person, is a person
of the opposite sex to the first mentioned person who lives with the first
mentioned person as the husband or wife of that person on a bona fide domestic
basis although not legally married to that person; or
a child or an adult (including an adopted child, a
stepchild, a foster child or an ex nuptial child), parent (including a foster
parent and legal guardian), grandparent, grandchild or sibling of the institute
manager or spouse or de facto spouse of the institute manager; or
a same sex partner who lives with the institute manager as
the de facto partner of that institute manager on a bona fide domestic basis;
or
a relative of the institute manager who is a member of the
same household where, for the purposes of this section:
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one spouse,
because of marriage, has to blood relatives of the other; and
"household" means a family group living in the
same domestic dwelling.
An institute manager shall, wherever practicable, give the
Managing Director or nominee notice, prior to the absence, of the intention to
take leave, the name of the person requiring care and that person’s
relationship to the institute manager, the reasons for taking such leave and the
estimated length of absence. If it is
not practicable for the institute manager to give prior notice of absence, the
institute manager shall notify the Managing Director or nominee of such absence
at the first opportunity on the day of absence.
15.5.2 Use of Other
Leave - To care for an ill family member, an institute manager may also use
recreation, extended leave or leave without pay with the consent of the
institute director.
15.5.3 Use of Time in
Lieu - To care for an ill family member, an institute manager may also, with
the institute director’s consent, take accrued time in lieu as provided for in
subclauses 4.1.4 and 4.1.5 of this award.
15.6 Bereavement
Leave -
15.6.1 An institute manager shall be entitled to up to two
days bereavement leave on each occasion of the death of a person prescribed in
subclause 15.5.1 above, provided that for the purpose of bereavement leave, the
institute manager need not have been responsible for the care of the person
concerned.
15.6.2 The institute
manager must notify the Managing Director or nominee as soon as practicable for
the intention to take bereavement leave and shall, if required by the Managing
Director or nominee, provide to the satisfaction of the Managing Director or
nominee proof of death.
15.6.3 An institute
manager shall not be entitled to bereavement leave under this clause during any
period in respect of which the institute manager has been granted other leave.
15.6.4 Bereavement
leave may be taken in conjunction with other leave available under this
clause. In determining such a request
the Managing Director or nominee shall give consideration to the circumstances
of the institute manager and the reasonable operational requirements of TAFE.
16. Filling Of
Positions
16.1 Positions which
have been affected by a workplace change will be filled in accordance with the
Department's Procedures for Managing Existing and Potentially Displaced,
Displaced and Excess Permanent and Potentially Displaced and Displaced
Temporary Employees.
16.2 Positions not
filled through the provisions of sub clause 16.1 of this award will be filled
as follows:
16.2.1 Displaced/Excess
Staff - The Placement Coordination Unit is contacted by the local manager to
establish whether there are any displaced or excess institute managers at the
salary level on the displaced or excess lists who should be placed in the
vacancy. The manager will then proceed
in accordance with the procedures at subclause 16.1.
16.2.2 Regression -
Where the position has not been filled by the preceding steps, institute
managers who are seeking regression will be eligible for priority consideration
for appointment to vacant positions.
Further details are contained in TAFE’s transfer and regression policy.
16.2.3 Staff Selection
(Recruitment) Action - Where no appointment has been made through the process
identified in subclauses 16.2.1 and 16.2.2, the position will be advertised
within TAFE.
16.2.4 Staff Selection
(Recruitment) Action - Where no appointment has been made through the processes
identified in subclauses 16.2.1, 16.2.2 and 16.2.3, the position will be
advertised externally.
16.3 Nothing in
subclause 16.2 shall limit the appeal rights of institute managers, which are
set out in clause 9, Appeal Rights.
17. Qualification
Requirements
17.1 Qualifications
for positions shall accurately reflect the requirements of the position and
conform to equal employment opportunity principles. Any artificial barriers to promotion should be removed.
17.2 The
qualification requirements of positions shall be reviewed by TAFE from time to
time in consultation with the unions.
18. Goods And
Services Tax
18.1 The parties
shall monitor the overall impact of the Commonwealth Government’s goods and
services tax through the term of the award.
In the event that the Industrial Relations Commission makes a State
decision (as defined by section 49 of the Industrial
Relations Act 1996) having regard to the impact on wages of the goods and
services tax, the unions reserve the right to make application to the
Industrial Relations Commission in relation to that decision.
19. No Industrial
Action And No Further Claims
19.1 Except as
allowed by the Industrial Relations Act
1996, there shall be no industrial action and no further salaries or conditions
claims by the parties prior to 31 December 2003 in relation to matters
expressly contained in this award.
20. Locality/Remote
Areas Allowance
20.1 Institute
managers currently receiving the allowances contained in Schedule 3, Allowances
of Part B - Locality Allowances - Tables 1, 2 and 3, shall continue to receive
these allowances for as long as they continue in their current position at
their existing location. Institute
managers appointed on or after the date of the making of this award, shall be
paid the remote areas allowances as contained in Table 4 of Schedule 3 of Part
B, Allowances as adjusted in line with adjustments to the public service remote
areas allowance as contained in clause 12(vii) of the Crown Employees (Public
Service Conditions of Employment) Award or any variations to or successor
instruments to the said award.
20.2 Institute
managers currently receiving the remote areas allowance as contained in Table 4
of Schedule 3, Part B, Allowances shall continue to receive this allowance
while remaining in their current position at their existing location.
21. Industrial Rights
21.1 Union
Representatives -
21.1.1 An accredited
union representative at the place in which he/she is employed shall, upon
notification thereof to his/her employer, be recognised as an accredited union
representative.
21.1.2 An accredited
union representative shall be allowed the necessary time during working hours
to interview the employer or his/her representative on matters affecting
employees.
21.1.3 An accredited union
representative shall be allowed a reasonable period of time during working
hours to interview a duly accredited union official.
21.2 Consultative
and Other Committee Work -
21.2.1 Where an
institute manager is required by TAFE, nominated by the union or otherwise
selected by staff to participate in work-based consultative or like committees,
TAFE shall provide such staff with paid leave to attend to such matters.
21.2.2 In addition,
where such committees unanimously agree to undertake a particular project
consistent with its terms of reference, TAFE shall provide sufficient paid time
to enable the institute manager to undertake the project.
22. Special Fitness
And Hard To Fill
22.1 A position will
be regarded as "hard to fill" when it has been advertised once
throughout TAFE and twice throughout New South Wales in the major press and no
appointment has been made.
22.2 When a position
has been identified as "hard to fill" in accordance with subclause
22.1 of this clause, TAFE will review the position in order to ensure that the
current position description and accountabilities appropriately reflect the
nature of the position. Where
appropriate, job redesign will follow and the new position will be advertised in
the normal manner.
22.3 Where job
redesign has not been deemed to be appropriate, the Managing Director or
nominee may offer an allowance of up to ten per cent of the maximum salary of
the position when it is next advertised.
22.4 The allowance
will be paid to the selected applicant for as long as he/she remains in the
advertised position.
23. Area, Incidence
And Duration
23.1 This award
applies to all persons employed by TAFE in the classification of institute
manager. The award shall take effect on
and from 1 January 2001 and shall remain in force until 31 December 2003.
23.2 This award
rescinds and replaces the TAFE Commission of New South Wales Institute Managers
Award published 18 December 1998 (307 I.G. 530) on and from 29 May 2001.
PART B
MONETARY RATES
Schedule 1 - Salaries
|
Institute Managers
|
Salary as from
|
Salary as from
|
Salary as from
|
Salary as from
|
|
|
3.4.00
|
1.7.01
|
1.7.02
|
1.1.03
|
|
|
$
|
$
|
$
|
$
|
|
Level 1
|
70,371
|
72,482
|
75,381
|
79,150
|
|
Level 2
|
75,681
|
77,951
|
81,069
|
85,122
|
|
Level 3
|
79,664
|
82,054
|
85,336
|
89,603
|
|
Level 4
|
84,975
|
87,524
|
91,025
|
95,576
|
|
Level 5
|
90,286
|
92,995
|
96,715
|
101,551
|
Schedule 2 - Performance Management For Institute Managers
1. Introduction
The scheme establishes a framework for individuals to plan
their work performance and the provision of objective feedback. It also facilitates training and career
development.
2. Objectives of
Performance Management
The objectives of performance management are to support the
professional development of institute managers and to enhance the performance
of TAFE. All institute managers shall participate in the scheme. The
performance management scheme will provide an effective means for institute
managers to understand, reflect upon and improve their performance through
developmental processes and to understand the role, accountabilities and
standards that are expected of them.
The performance management process is a collaborative
process between the line manager and the institute manager. The line manager
will exercise leadership by working together with the institute manager to
implement the performance management scheme and to provide continuing support
and feedback to the officer. The
institute manager in consultation with the line manager will identify
appropriate targets and monitor their progress, requesting assistance as needed.
The major outcomes of the performance management process
will be the identification of developmental needs of the institute manager, the
development strategies to support these needs, feedback on performance and
achievements. The process will also
enhance the productivity, effectiveness and efficiency of TAFE to meet changing
industry and community needs.
The objectives are to:
• establish
clear individual performance goals linked to, and consistent with, the TAFE’s
goals and priorities and institute’s plans and objectives;
• identify each
institute manager’s current and medium term development needs (in relation to
the organisation and self), and career goals and develop strategies to support
these needs;
• assist with
the achievement of TAFE’s long term objectives and annual priorities;
• provide for
each institute manager, a valid basis for performance assessment against
job-related criteria; and
• provide
job-related guidance and performance feedback in a continuing way.
The scheme will reflect and support TAFE’s overall objectives
as set out in:
• TAFE’s
Strategic Plan;
• annual
priorities; and
• institutes'
management plans.
The scheme is an ongoing process and consists of three major
components:
• developing
the performance agreement;
• review
process; and
• feedback.
Appropriate training will support implementation of the
scheme.
Schedule 3 - Allowances
1. Definitions -
For the purpose of this schedule:
1.1 "Dependent
child" means, unless otherwise defined in the award, a child of which an
institute manager is a parent and who is resident with and wholly maintained by
such institute manager and either is under the age of sixteen years or is a
full time student under the age of eighteen years or is completing their school
studies up to and including Year 12.
1.2 "Dependent
partner" means a person who is resident with and substantially reliant
upon an institute manager for their financial support, being either the
institute manager's spouse or a person whom the Managing Director is satisfied
is cohabiting otherwise than in marriage with the institute manager in a
permanent de facto and bona fide domestic relationship.
1.3 "Married
couple" means and shall include an institute manager and their spouse or a
person whom the Managing Director is satisfied is cohabiting otherwise than in
marriage in a permanent de facto and bona fide domestic relationship.
Table 1 - Locality Allowances - Climatic
|
|
|
|
|
Climatic Allowances (Hot
|
TAFE Colleges or TAFE Campuses located in the Western
Division of
|
|
|
Summer Temperatures)
|
New South Wales at the following locations: Boggabilla, Bourke,
|
|
|
|
Broken Hill, Cobar, Coonabarabran, Coonamble, Condobolin,
Moree,
|
|
|
|
Nyngan, Walgett, Warren, Wilcannia
|
|
|
|
Current amount
(after
|
|
|
|
|
|
increase of 4% by
|
|
|
|
|
|
Determination on
|
On and from
|
On and from
|
On and
|
|
|
3.4.00)
|
1.7.01
|
1.7.02
|
from
|
|
|
per annum
|
per annum
|
per annum
|
1.1.03
|
|
|
$
|
$
|
$
|
per annum
|
|
|
|
|
|
$
|
|
Single or married with
|
|
|
|
|
|
independent non-teaching
|
739
|
757
|
787
|
826
|
|
partner
|
|
|
|
|
|
Married with dependent
|
|
|
|
|
|
partner
|
870
|
893
|
929
|
975
|
|
Married with teaching partner
|
435
|
447
|
465
|
488
|
|
|
TAFE Colleges or TAFE Campuses within a zone of New South
Wales
|
|
|
Isothermic (Cold Winter
|
established by the 0° Celsius July Average Minimum
Temperatures at the
|
|
|
Temperatures)
|
following locations:
Armidale, Bathurst, Cooma, Glenn Innes, Inverell,
|
|
|
|
Tenterfield
|
|
|
Single or married with
|
|
|
|
|
|
|
independent non-teaching
|
373
|
382
|
397
|
417
|
|
|
partner
|
|
|
|
|
|
|
Married with dependent
|
|
|
|
|
|
|
partner
|
498
|
509
|
529
|
556
|
|
|
Married with teaching partner
|
249
|
255
|
265
|
278
|
|
|
|
|
|
|
|
|
|
Table 2 -Locality Allowances - Isolation from Socio-economic
Goods and Services
|
|
|
|
Isolation from Socio-
|
Applies to TAFE Colleges or TAFE Campuses at the following
locations:
|
|
Economic Goods and
|
|
|
Services Allowance
|
|
|
Single or married
with
|
Current amount
|
On and from
|
On and from
|
On and
|
|
independent
non-teaching or
|
(after increase of
|
1.7.01
|
1.7.02
|
from
|
|
teaching partner
|
4% by
|
per annum
|
per annum
|
1.1.03
|
|
|
Determination on
|
$
|
$
|
per annum
|
|
|
3.4.00)
|
|
|
$
|
|
|
per annum
|
|
|
|
|
|
$
|
|
|
|
|
Wilcannia
|
2180
|
2233
|
2322
|
2438
|
|
Goodooga
|
1936
|
1985
|
2064
|
2167
|
|
Brewarrina
|
969
|
993
|
1033
|
1085
|
|
Bourke
|
727
|
745
|
775
|
814
|
|
Boggabilla
|
485
|
499
|
519
|
545
|
|
Cobar, Dunedoo, Nyngan,
|
242
|
248
|
258
|
271
|
|
Warren
|
|
|
|
|
|
Married with dependent
|
|
|
|
|
|
partner
|
|
|
|
|
|
Wilcannia
|
4360
|
4466
|
4644
|
4876
|
|
Goodooga
|
3872
|
3970
|
4128
|
4334
|
|
Brewarrina
|
1938
|
1986
|
2066
|
2170
|
|
Bourke
|
1454
|
1490
|
1550
|
1628
|
|
Boggabilla
|
970
|
998
|
1038
|
1090
|
|
Cobar, Dunedoo, Nyngan,
|
484
|
496
|
516
|
542
|
|
Warren
|
|
|
|
|
|
Dependent children for
|
|
|
|
|
|
institute manager with
|
|
|
|
|
|
independent non-teaching
|
|
|
|
|
|
partner
|
|
|
|
|
|
|
|
|
|
|
|
Dependent children for
|
|
|
|
|
|
married institute manager
|
|
|
|
|
|
with dependent partner
|
|
|
|
|
|
Wilcannia
|
|
|
|
|
|
First Child
|
252
|
259
|
269
|
282
|
|
Subsequent Child
|
158
|
163
|
170
|
179
|
|
Goodooga
|
|
|
|
|
|
First Child
|
214
|
219
|
228
|
239
|
|
Subsequent Child
|
121
|
124
|
129
|
135
|
|
Dependent children for single
|
|
|
|
|
|
or married institute manager
|
|
|
|
|
|
with independent non-
|
|
|
|
|
|
teaching or teaching partner
|
|
|
|
|
|
Wilcannia
|
|
|
|
|
|
First Child
|
126
|
130
|
135
|
141
|
|
Subsequent Child
|
79
|
82
|
85
|
90
|
|
Goodooga
|
|
|
|
|
|
First Child
|
107
|
110
|
114
|
120
|
|
Subsequent Child
|
61
|
62
|
65
|
68
|
Table 3 - Locality Allowances - Motor Vehicles Depreciation
|
|
Current amount
(after increase of 4% by
|
On and from1.7.01
|
On and from1.7.02
|
On and from1.1.03
|
|
Motor Vehicles
|
Determination
on3.4.00) per annum
|
per annum
|
per annum
|
per annum
|
|
Depreciation
|
$
|
$
|
$
|
$
|
|
Applies to TAFE
|
|
|
|
|
|
Colleges or TAFE
|
|
|
|
|
|
Campuses at
|
1304
|
1335
|
1388
|
1457
|
|
Wilcannia and
|
|
|
|
|
|
Goodooga only
|
|
|
|
|
REMOTE AREAS ALLOWANCE - PUBLIC SERVICE ALLOWANCES
Table 4 - Remote Areas Allowance
|
1. Grade A
Allowances
|
1. Grade B
Allowances
|
1. Grade C
Allowances
|
|
(a) With
dependents:
|
(a) With
dependents:
|
(a) With
dependents:
|
|
$1,293
per annum
|
$1,715
per annum
|
$2,290
per annum
|
|
|
|
|
|
(b) Without
dependents:
|
(b) Without
dependents
|
(b) Without
dependents:
|
|
$901 per
annum
|
$1,203
per annum
|
$1,603
per annum
|
|
|
|
|
|
All other locations situated on or to
|
Locations
|
Locations
|
|
the west of a line starting from the
|
|
|
|
right bank of the Murray River
|
Angledool
|
Fort Grey
|
|
opposite Swan Hill and then
|
Barringun
|
Mootwingee
|
|
passing through the following
|
Bourke
|
Mount Wood
|
|
towns or localities in the following
|
Brewarrina
|
Nocoleche
|
|
order: Conargo,
Coleambally, Hay,
|
Clare
|
Olive Downs
|
|
Rankins Springs, Marsden,
|
Enngonia
|
Tibooburra
|
|
Condobolin, Peak Hill, Nevertire,
|
Goodooga
|
Yethong
|
|
Gulargambone, Coonabarabran,
|
Ivanhoe
|
|
|
Wee Waa, Moree, Warialda,
|
Lake Mungo
|
|
|
Ashford and Bonshaw and includes
|
Lightning Ridge
|
|
|
a place situated in any such town or
|
Louth
|
|
|
locality.
|
Mungindi
|
|
|
|
Pooncarie
|
|
|
|
Redbank
|
|
|
Locations
|
Walgett
|
|
|
|
Wanaaring
|
|
|
All others within the above but not
|
Weilmoringle
|
|
|
covered in the Category B or C
|
White Cliffs
|
|
|
allowances.
|
Wilcannia
|
|
|
|
Willandra
|
|
R. W. HARRISON D. P.
Printed by the authority of the Industrial Registrar.