Crown Employees (Australian Music
Examinations Board (New South Wales) Examiners, Assessors and Advisers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations
Act 1996.
(No. IRC 1616 of 2008)
|
Before Commissioner
McLeay
|
13 November 2008
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Dictionary
3. Anti-Discrimination
4. Marking
Rates - Base Rates
5. Marking
Rates (Written)
6. Examining
Rates (Practical)
7. Meal
Allowance
8. Travel and
Living Allowance
9. Family
Leave Provisions
10. Advisers
11. Minimum
Payment
12. Superannuation
13. Salary
Sacrifice to Superannuation
14. No Further
Claims
15. Hours of
Work
16. Conditions
of Examining and Marking
17. Examination
Procedures
18. Recruitment
of Examiners and Assessors
19. Performance
Development
20. System
Improvements
21. Dispute
Resolution Procedures
22. Duties as
Directed
23. Occupational
Health and Safety
24. Termination
of Services
25. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Base Rates
Table 2 - Allowances for Advisers
Table 3 - Other Rates and Allowances
2. Dictionary
2.1 "Advisers"
means persons employed to provide expert advice on all aspects of syllabus
development and interpretation, examination practice and procedures, and
professional issues relating to the training, development and conduct of
examiners, and other duties as directed by the State Manager, for a group of
instruments.
2.2 "AMEB
(NSW)" means the Australian Music Examinations Board of New South Wales,
which is the State agency in New South Wales of the Australian Music
Examinations Board.
2.3 "Assessors"
means persons employed to undertake marking of the AMEB (NSW) written
examination papers and paid by the number of papers marked per hour.
2.4 "Employees"
means Advisers, Assessors and Examiners employed by the Office of the Board of
Studies.
2.5 "Examination
Headquarters" means the Sydney Conservatorium of Music.
2.6 "Examiners"
means persons employed to undertake the AMEB (NSW) practical examinations at
the AMEB (NSW) headquarters and other various locations throughout New South
Wales and paid by the number of hours worked.
2.7 "General
Manager" means the Department Head of the Office of the Board of Studies,
New South Wales who holds corporate governance responsibilities for the AMEB
(NSW) under the Public Sector Employment and Management Act 2002 and Public
Finance and Audit Act 1983, and other relevant legislation and regulations.
2.8 "Metropolitan
Area" means a 40-kilometre radius from the AMEB (NSW) examination
headquarters.
2.9 "Parties"
means the Office of the Board of Studies, the New South Wales Teachers
Federation and the New South Wales Independent Education Union.
2.10 "State
Manager" means the State Manager, AMEB (NSW), employed under the Public
Sector Employment and Management Act 2002 by the Office of the Board of
Studies, New South Wales and accountable to the General Manager of the Office
of the Board of Studies, New South Wales for the total management of the AMEB
(NSW) and the management of the AMEB (NSW) personnel and finances.
2.11 "Superannuation
Guarantee Contribution (SGC)" is the minimum compulsory level of
superannuation contributions employers are required to make for their employees
under the Commonwealth's Superannuation Guarantee legislation.
3. Anti-Discrimination
3.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 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 and responsibilities as a carer.
3.2 It follows that
in fulfilling their obligations under the dispute resolution procedures
prescribed by 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.
3.3 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.
3.4 Nothing in this
clause is to be taken to affect:
3.4.1 any conduct or
act which is specifically exempted from anti-discrimination legislation;
3.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
3.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
3.4.4 a party to this
award from pursuing matters of unlawful discrimination in any state or federal
jurisdiction.
3.5 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.
4. Marking Rates -
Base Rates
4.1 Assessors and
examiners are engaged on a casual basis, depending on the number of candidates
enrolled in written and practical examinations. The base rate of pay is as set
out in Table 1 - Base Rates of Part B, Monetary Rates.
5. Marking Rates
(Written)
5.1 The rate for the
marking of written examination papers by assessors shall be the base rate
specified in Table 1 - Base Rates of Part B, Monetary Rates, divided by the
number of papers to be marked in one hour for each subject and grade, as set
out below:
|
Examination
|
No. of
|
Examination
|
No. of
|
Speech and
|
No. of
|
|
and grade
|
papers
|
and grade
|
papers
|
drama
|
papers
|
|
theory
|
per hour
|
musicianship
|
per hour
|
|
per hour
|
|
1
|
15
|
1
|
15
|
4
|
3
|
|
2
|
14
|
2
|
14
|
5
|
3
|
|
3
|
10
|
3
|
10
|
6
|
2
|
|
4
|
8
|
4
|
7
|
7
|
1.5
|
|
5
|
6
|
5
|
7
|
|
|
|
6
|
5
|
6
|
6
|
|
|
|
7
|
3
|
7
|
3
|
|
|
|
|
|
8
|
3
|
|
|
6. Examining Rates
(Practical)
6.1 The rate for practical
examining for examiners shall be the base rate specified in Table 1 - Base
Rates of Part B, Monetary Rates.
7. Meal Allowance
7.1 Meal allowances
are payable to examiners and shall be adjusted according to movements in the applicable
meal allowance rates as contained in Division 3, Meals - Generally, of the
Public Sector Employment and Management General Regulation 1996 and the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2006 as
varied or its successor.
8. Travel and Living
Allowance
8.1 An allowance as
set out in Item 1 of Table 3 - Other Rates and Allowances of Part B, Monetary
Rates, is payable in respect of travel within the metropolitan area to the AMEB
(NSW) examination headquarters. This allowance is not payable more than once in
relation to any given day.
The travel allowance is based on, and shall be adjusted
by movements in, the Industrial Authority's Transport Allowances Rates for
motor vehicles whose engine capacity exceeds 1,600 cc applied to an average 40
km.
8.2 The travel
allowance for examiners who are required to travel to venues other than the
AMEB (NSW) examination headquarters or from outside the metropolitan area to
the AMEB (NSW) examination headquarters, is based on the use of a private motor
vehicle paid on the greater of:
8.2.1 the basis of
cents per kilometre up to 8,000 kms per annum and over 8,000 kms per annum at
the respective rates as set out in Item 2 of the said Table 3 and is payable to
examiners in respect of each km travelled in excess of the total distance
between the examiner's usual place of residence and the AMEB (NSW) examination
headquarters or 40 kms, whichever is the lesser, and in circumstances where a
rental motor vehicle is not utilised; or
8.2.2 the cost of
public transport or, at the sole discretion and with the prior approval of the
State Manager, taxi cabs, as substantiated by receipts or other acceptable
proof of expenditure; or
8.2.3 the rate pursuant
to subclause 8.1 of this clause.
8.3 The travel
allowance shall be adjusted in accordance with the above formulae and with the
rates as determined from time to time by the Industrial Authority pursuant to
its powers under the Public Sector Employment and Management Act 2002 or
the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006 as varied or its successor.
8.4 Where it is
reasonable for examiners required to travel pursuant to subclause 8.2 of this
clause to be away from their homes overnight, they shall be entitled to a daily
living allowance at the applicable rate contained in the Public Sector
Employment and Management (General) Regulation 1996 or the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2006 as varied or its
successor.
9. Family Leave
Provisions
9.1 The General
Manager must not fail to re-engage an Employee because:
9.1.1 The Employee or
Employee’s spouse is pregnant; or
9.1.2 The Employee is
or has been immediately absent on parental leave
The rights of an employer in relation to engagement and
re-engagement of Employees are not affected, other than in accordance with this
clause.
9.2 Personal Carers
entitlement for Employees
9.2.1 Employees are
entitled to not be available to attend work, or to leave work if they need to
care for a family member who is sick and requires care and support, or who
requires care due to an unexpected emergency, or the birth of a child. This
entitlement is subject to evidentiary requirements set out below in (9.3), and
the notice requirements set out in (9.4).
9.2.1.1 A
family member for the purposes of above is:
a spouse or family member; or
a de facto spouse being a member of the opposite sex to
the Employee who lives with the Employee as her husband or as his wife on a
bona fide domestic basis although not legally married to that Employee; or
a child or an adult child (including an adopted child,
a step child, a foster child or an ex-nuptial child), parent (including a
foster parent or legal guardian), a grandparent, grandchild or sibling of the
Employee or of the spouse or de facto spouse of the Employee; or
a same sex partner who lives with the Employee as the
de facto partner of that Employee on a bona fide domestic basis; or a relative
of the Employee who is a member of the same household, where for the purposes
of this definition:
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one
spouse or partner has to the relatives of the other; and
"household" means a family group living in
the same domestic dwelling
9.2.2 The General
Manager and the Employee shall agree on the period which the Employee will be
entitled to not be available to attend work. In the absence of agreement, the
Employee is entitled to not be available to attend work for up to 48 hours
(i.e. two days) per occasion. The
Employee is not entitled to any payment for the period of non-attendance.
9.2.3 The General
Manager must not fail to re-engage an Employee because the Employee accessed
the entitlements provided for in this clause. The rights of an employer to
engage or not to engage an Employee are otherwise not affected.
9.3 The Employee,
shall if required:
9.3.1 Establish either by
production of a medical certificate or statutory declaration, the illness of
the person concerned and that the illness is such as to require care by another
person, or
9.3.2 Establish by
production of documentation acceptable to the employer or a statutory
declaration, the nature of the emergency and that such an emergency resulted in
the person concerned requiring care by the Employee.
In normal circumstances, an Employee must not take
carer’s leave under this subclause where another person had taken leave to care
for the same person.
9.4 The Employee
must, as soon as reasonably practical and during the ordinary hours of the
first day or shift of such absence, inform the employer of their inability to
attend for duty. If it is not reasonably practicable to inform the employer
during the ordinary hours of the first day or shift of such absence, the
Employee will inform the employer within 24 hours of the absence (drawn from
AIRC order (PR964989)).
9.5 Bereavement
entitlements for Employees
9.5.1 Employees are
entitled to not be available to attend work or to leave work upon the death in
Australia of a family member on production of satisfactory evidence (if
required by the employer).
9.5.2 The General
Manager and the Employee shall agree on the period for which the Employee will
be entitled to not be available to attend work. In the absence agreement, the
Employee is entitled to not be available to attend work for up to 48 hours
(i.e. two days) per occasion. The Employee is not entitled to any payment for
the period of non-attendance.
9.5.3 The General
Manager must not fail to re-engage the Employee because the Employee accessed
the entitlements provided for in this clause. The rights of an employer to
engage or not engage an Employee are otherwise not affected.
9.5.4 The Employee
must, as soon as reasonably practicable and during the ordinary hours of the
first day or shift of such absence, inform the employer of their inability to
attend for duty. If it is not reasonably practicable to inform the employer
during the ordinary hours of the first day or shift of such absence, the
Employee will inform the employer within 24 hours of the absence (Drawn from
AIRC order (PR964989)).
10. Advisers
10.1 Advisers shall be
remunerated on a per annum allowance basis ascending according to student
candidature in each respective instrument group. Advisers are responsible for:
10.1.1 syllabus
development and interpretation;
10.1.2 examination
practice and procedures;
10.1.3 professional
issues relating to the training, development and conduct of examiners and
assessors;
10.1.4 other duties as
directed by the State Manager.
10.2 Advisers shall be
remunerated by way of an allowance, paid annually and determined according to the
candidature in their respective instrument group, as set out in Table 2 -
Allowances for Advisers of Part B, Monetary Rates.
11. Minimum Payment
11.1 No examiner
scheduled to conduct examinations on any day shall be paid for less than four
hours, calculated in accordance with this award, from the time examining
commences.
12. Superannuation
12.1 All examiners,
assessors and advisers shall be entitled to occupational superannuation at the
applicable SGC rate for all payments pursuant to clauses 4, Marking Rates -
Base Rates, 5, Marking Rates (Written), and 6, Examining Rates (Practical).
13. Salary Sacrifice
to Superannuation
13.1 Notwithstanding
the salaries prescribed by Part B, Monetary Rates, an employee may elect,
subject to the agreement of the employee's department or agency, to sacrifice a
portion of the wage/salary payable under clause 4, Marking Rates-Base Rates, to
additional employer superannuation contributions. Such election must be made prior to the commencement of the
period of service to which the earnings relate. In this clause, "superannuable salary" means the
employee's salary as notified from time to time to the New South Wales public
sector superannuation trustee corporations.
13.2 Where the
employee has elected to sacrifice a portion of that payable salary to
additional employer superannuation contributions:
13.2.1 subject to
Australian Taxation law, the sacrificed portion of salary will reduce the
salary subject to appropriate PAYG taxation deductions by the amount of that
sacrificed portion; and
13.2.2 any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this award or any applicable
award, Act or statute which is expressed to be determined by reference to an
employee’s salary, shall be calculated by reference to the salary which would
have applied to the employee under the said clause 4 in the absence of any
salary sacrifice to superannuation made under this award.
13.3 The employee may
elect to have the portion of payable salary which is sacrificed to additional
employer superannuation contributions:
13.3.1 paid into the
superannuation scheme established under the First State Superannuation Act 1992
as optional employer contributions; or
13.3.2 subject to the
department or agency’s agreement, paid into a private sector complying
superannuation scheme as employer superannuation contributions.
13.4 Where an employee
makes an election in terms of subclause 13.3 of this clause, the employer shall
pay the portion of salary, the subject of election, to the relevant
superannuation fund.
13.5 Where the
employee is a member of a superannuation scheme established under:
13.5.1 the Police
Regulation (Superannuation) Act 1906;
13.5.2 the Superannuation
Act 1916;
13.5.3 the State
Authorities Superannuation Act 1987;
13.5.4 the State
Authorities Non-contributory Superannuation Act 1987; or
13.5.5 the First State
Superannuation Act 1992,
the employee’s department or agency must ensure that
the amount of any additional employer superannuation contributions specified in
subclause 13.1 of this clause is included in the employee’s superannuable
salary which is notified to the New South Wales public sector superannuation
trustee corporations.
13.6 Where, prior to
electing to sacrifice a portion of his/her salary to superannuation, an
employee had entered into an agreement with his/her department or agency to
have superannuation contributions made to a superannuation fund other than a
fund established under legislation listed in subclause 13.5 of this clause, the
department or agency will continue to base contributions to that fund on the
salary payable under clause 4 to the same extent as applied before the employee
sacrificed portion of that salary to superannuation. This clause applies even though the superannuation contributions
made by the department or agency may be in excess of superannuation guarantee
requirements after the salary sacrifice is implemented.
14. No Further Claims
14.1 Except as
provided by the Industrial Relations Act 1996, there shall be no further
rates of pay or conditions claims by the parties prior to 31 December 2008 in
relation to matters expressly contained in this award.
15. Hours of Work
15.1 The core paid
hours of work for examiners shall be seven hours a day. Hours of work for
examiners shall be scheduled by the State Manager between the bandwidth hours
of 8.00 a.m. to 6.00 p.m. on any day of the week. However, Sunday work shall
also be subject to examiner availability.
15.2 Examiners shall
be entitled to a one-hour unpaid meal break between the hours of 12 noon and
2.00 p.m.
15.3 Examiners shall be
entitled to a morning and afternoon tea break of ten minutes each, which shall
count as time worked.
15.4 The rates
specified in Table 1 - Base Rates of Part B, Monetary Rates incorporate
loadings for casual engagement, sick leave and pro rata holidays, excepting the
extended leave provisions of the Public Sector Employment and Management Act
2002.
15.5 Work scheduled
after the examiner has worked the core paid hours of work from Monday to
Saturday and all work scheduled on a Sunday shall be paid at the appropriate
rate as set out in Table 1 - Base Rates of Part B, Monetary Rates loaded by 50
per cent.
15.6 With the
exception of the home to the first scheduled examining venue and the return
home from the final examining venue travelling time between scheduled examining
venues on the same day shall be paid at the rate applicable to the scheduled
hours of work.
16. Conditions of
Examining and Marking
16.1 Examiners and
assessors shall strictly adhere to the official timetable, other than in
circumstances recognised by the State Manager as being beyond their control.
16.2 The State Manager
shall ensure that all examination centres have adequate facilities and that all
occupational health and safety requirements are met. Where facilities are
identified as inadequate, examiners are to assist by reporting to the State
Manager to ensure remedial action can be initiated.
16.3 The AMEB (NSW)
shall supply appropriate identification to examiners to be worn during their
hours of work.
17. Examination
Procedures
17.1 The examination
procedures shall be in accordance with the Handbook for Examiners, issued
annually by the AMEB (NSW), after consultation between the parties.
18. Recruitment of
Examiners and Assessors
18.1 The AMEB (NSW)
selection criteria for the recruitment of examiners and assessors include:
18.1.1 relevant music
and/or speech and drama qualifications;
18.1.2 developed skills
in teaching and performance;
18.1.3 excellent
interpersonal skills;
18.1.4 communications skills
and ability to articulate concepts clearly;
18.1.5 constructive,
supportive and analytical report writing skills;
18.1.6 sound
understanding of the stylistic elements essential to performance;
18.1.7 demonstrated
knowledge of the AMEB (NSW) repertoire, syllabus requirements and regulations;
18.1.8 demonstrate a
professional understanding of the standards obtainable at each grade level
within the syllabus and availability to examine.
18.2 Successful
applicants shall be required to undertake mandatory induction training as
appropriate and approved by the AMEB (NSW). Such training shall be paid at the
base rate as set out in Table 1 - Base Rates of Part B, Monetary Rates.
19. Performance
Development
19.1 The performance
development scheme already agreed by the parties for examiners and assessors
addresses three objectives and shall:
19.1.1 ensure that
advisers and examiners and assessors engage in an appraisal process designed to
improve the quality of examinations, and to focus it on the teaching and
learning objectives of the AMEB (NSW);
19.1.2 provide work
reports to examiners and assessors who need these for employment purposes;
19.1.3 assist examiners
and assessors whose performance is causing concern.
19.2 The parties are
to monitor the implementation of the performance development scheme and agree
to appropriate refinements if required.
19.3 Training and
Development - The annual training and development meeting of examiners and
assessors shall continue to be conducted by the relevant adviser. Participating
examiners and assessors shall continue to be considered to be on duty for this
session.
20. System
Improvements
20.1 The AMEB (NSW)
acknowledges its continuing obligation to:
(a) provide appropriate
training to assist examiners in dealing with teachers, parents and candidates
and in preparing examination reports;
(b) ensure teachers,
parents and candidates are aware of the appropriate avenues of securing
feedback from examiners on candidate performance.
20.2 Implementation of
Revised Procedures - The parties agree to consult and co-operate in the
development and implementation of operational and examination and assessment
procedures.
21. Dispute
Resolution Procedures
21.1 Subject to the
provisions of the Industrial Relations Act 1996, the following
procedures shall apply:
21.1.1 Should any dispute
(including a question or difficulty) arise, discussions shall be held between
the State Manager and the person(s) concerned and/or a representative of the
unions. They shall discuss the dispute with a view to resolving the dispute, or
by negotiating an agreed method and timeframe for proceeding.
21.1.2 If the dispute is
not resolved at this level, the matter shall be referred to the General Manager,
Office of the Board of Studies, or nominee, to enable discussions at this level
with the person(s) concerned and/or a representative of the unions. They shall
discuss the dispute with a view to resolving the dispute, or by negotiating an
agreed method and timeframe for proceeding.
21.1.3 Should the above
procedures not lead to a resolution, then either party may make application to
the Industrial Relations Commission of New South Wales.
22. Duties as
Directed
22.1 The State Manager
or delegate may direct an employee to carry out such duties which are within
the limits of the employee’s skill, competence and training, consistent with
the classifications covered by this award and provided that such duties do not
promote deskilling.
22.2 Any directions
issued by the State Manager pursuant to subclause 22.1 of this clause shall be
consistent with the State Manager's responsibility to provide a safe and
healthy working environment.
23. Occupational
Health and Safety
23.1 For the purposes of
this clause, the following definitions shall apply:
(a) A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust,
corporation and/or person) which has at its business function, or one of its
business functions, to supply staff employed or engaged by it to another
employer for the purpose of such staff performing work or services for that
other employer.
(b) A "contract
business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust, corporation
and/or person) which is contracted by another employer to provide a specified
service or services or to produce a specific outcome or result for that employer
which might otherwise have been carried out by the other employer’s own
employees.
23.2 Any employer
which engages a labour hire business and/or a contract business to perform work
wholly or partially on the employers premises shall do the following (either
directly, or through the agency of the labour hire or contract business):
(a) consult with
employees of the labour hire business and/or contract business regarding the
workplace occupational health and safety consultative arrangements;
(b) provide
employees of the labour hire business and/or contract business with the
appropriate health and safety induction training including the appropriate
training required for such employees to perform their jobs safely;
(c) provide
employees of the labour hire business and/or contract business with appropriate
personal protective equipment and/or clothing and all safe work method
statements that they would otherwise supply to their own employees; and
(d) ensure employees
of the labour hire business and/or contract business are made aware of any
risks identified in the workplace and the procedures to control those risks.
23.3 Nothing in this
clause 23 is intended to affect or detract from any obligation or
responsibility upon a labour hire business under the Occupational Health and
Safety Act 2000 or the Workplace Injury Management and Workers
Compensation Act 1998.
23.4 Where a dispute
arises as to the application or implementation of this clause, the matter shall
be dealt with pursuant to the disputes settlement procedure of this award.
This clause has no application in respect of
organisations which are properly registered as Group Training Organisations
under the Apprenticeship and Training Act 2001 (or equivalent interstate
legislation) and are deemed by the relevant State Training Authority to comply
with the national standards for Group Training Organisations established by the
ANTA Ministerial Council.
23.5 This clause
operates from 21 March 2006.
24. Termination of
Services
24.1 Any examiner is
entitled to two weeks' notice of termination of scheduled services, or payment
for the hours scheduled as an examiner, except where termination of services is
on account of misconduct of any kind or any unsatisfactory standard of work, or
voluntary withdrawal by the examiner.
25. Area, Incidence
and Duration
25.1 This award covers
all persons employed by the Office of the Board of Studies as AMEB (NSW)
examiners, assessors and advisers.
25.2 This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Australian Music Examinations Board (New
South Wales) Examiners, Assessors and Advisers Employed by the Office of the
Board of Studies Award published 8 September 2006 (360 I.G. 959), as varied.
25.3 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 13 November 2008.
25.4 This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Table 1 - Base
Rates
|
|
Amount per hour
|
|
|
$
|
|
Base Rate on and from 1 January 2006
|
57.88
|
|
Base Rate on and from 1 January 2007
|
60.20
|
|
Base Rate on and from 1 January 2008
|
62.60
|
Table 2 -
Allowances for Advisers
|
Advisers per annum
allowance
|
4.0% On and from
|
4.0% On and from
|
4.0% On and from
|
|
|
1/1/06
|
1/1/07
|
1/1/08
|
|
|
$
|
$
|
$
|
|
Level 1: candidature
|
|
|
|
|
0 to 100
|
684
|
711
|
739
|
|
Level 2: candidature
|
|
|
|
|
101 to 3,000
|
1,369
|
1,424
|
1,481
|
|
Level 3: candidature
|
|
|
|
|
3,001 to 15,000
|
2,054
|
2,136
|
2,221
|
|
Level 4: candidature
|
|
|
|
|
over 15,001
|
2,736
|
2,845
|
2,959
|
Table 3 - Other
Rates and Allowances
|
Item
|
Clause
|
Brief Description
|
Amount
|
|
No.
|
No.
|
|
$
|
|
1
|
8.1
|
Metropolitan travel allowance to AMEB (NSW) examination
headquarters
|
13.48
|
|
2
|
8.2
|
Travel allowance per km outside metropolitan area:
|
|
|
|
|
- up to 8,000 km per annum
|
0.7360
|
|
|
|
- over 8,000 km per annum
|
0.2610
|
J.
McLEAY, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.