State
Transit Authority Division of the New South Wales Government Service Senior and
Salaried Officers’ Enterprise (State) Award 2012
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by State
Transit Authority of NSW.
(No. IRC 18 of 2012)
Before Commissioner
Bishop
|
25 January 2012
|
AWARD
PART 1 - CORE CONDITIONS
FOR SENIOR AND SALARIED OFFICERS
SECTION 1A -
APPLICATION AND OPERATION OF AWARD
1. Title
1.1 This Award may be cited as the "State
Transit Authority Division of the New South Wales Government Service Senior and
Salaried Officers’ Enterprise State Award 2012" ("the Award").
2. Arrangement
2.1 This Award is arranged as follows:
PART 1
CORE CONDITIONS FOR SENIOR AND SALARIED
OFFICERS
SECTION 1A - APPLICATION AND OPERATION
OF AWARD
1. Title
2. Arrangement
3. Facilitative Provisions
4. Definitions
5. Parties Bound
6. Relationship to Industrial Instruments
7. No Extra Claims
8. Area, Incidence and Duration
9. Anti-Discrimination
SECTION 1 B - WAGES, ALLOWANCES AND
RELATED MATTERS
10. Wage Increases
11. Industry Allowance
12. Payment Of Wages
13. Salary Sacrifice For Superannuation
14. Expenses
15. Meal Allowance
16. Travelling Allowance
17. Relocation Allowance
18. Uniform Allowance
SECTION 1C - COMMUNICATION AND DISPUTE RESOLUTION
19. Communications And Consultation
20. Dispute Settlement Procedures
21. Rights Of Union Delegates
SECTION 1D - EMPLOYMENT RELATIONSHIP
22. Types of Employment
23. Temporary Appointments
24. Managing Excess Employees
25. Managing Sick Leave Related Absences
26. Commitment to Business Reforms
27. E - Recruitment
28. Use of Eligibility Lists
29. Online Employee Self Service
30. Employee Discipline
31. Abandonment of Employment
SECTION 1E - LEAVE
32. Personal Leave
33. Annual Leave
34. Long Service Leave
35. Flexible Use Of Long Service Leave
36. Parental Leave
37. Purchased Leave for Personal or Family
Reasons
38. Picnic Day
39. Public Holidays
40. Concessional Day
41. Capping of Additional Days Off (ADOs)
SECTION 1F - FLEXIBLE WORK ARRANGEMENTS
42. Make Up Time
43. Job Sharing
44. Career Break
45. Working From Home
SECTION 1G - GENERAL
46. Higher Duties For Senior & Salaried
Officers
47. Employee Travel Passes
48. OHS Training
49. Drug And Alcohol Testing
50. Childcare
51. Quality Certification
52. Restructure of the Maintenance Division
53. Contestability
54. Introduction Of New Technology
55. Job Evaluation Review Process
PART 2
CORE CONDITIONS FOR SALARIED OFFICERS
56. Hours of Duty For Salaried Officers
57. Minimum Payments
58. Spread Of Hours
59. Overtime
60. Time Off In Lieu Of Payment For Overtime
61. Sunday Time
62. Saturday Time
63. Shift Work Allowance
64. Time Off Between Shifts
65. Rostered Day Off
66. Excess Travelling Time
67. Change Of Usual Workplace
68. Increment Increases
69. Termination Of Employment
70. Salary Rates
71. Classification Structure
PART 2A
ADMINISTRATIVE STREAM
72. Direct Appointment
73. Filling Of Authorised Positions
74. Traineeships
PART 2B
MAINTENANCE STREAM
75. Filling Of Authorised Positions
76. Flexibility
77. Master Roster Changes
PART 2C
OPERATIONAL SUPPORT STREAM
78. Revenue Rooms
79. Pass Issue
80. Check Validity Of Licences/Accreditation
And Bus Operator Presentation
81. Cleaning And Maintaining Street Furniture,
Ticket Readers And Driver Consoles
82. Performance Assessment Of Bus Operators
83. Minor Bus Repairs
84. Bus Operations
85. Handover Period
86. Revenue Protection Unit
87. Fatigue Management
88. Duty Officer (Night) Relief
89. Newcastle Revenue Protection Function
90. Transport Operations Centre Qualification
Training
91. Operational Support Review
92. Duty Officers and Corridor Supervisors
Roster Principles (Sydney & Newcastle)
93. Sydney Radio Room Roster Principles
94. Revenue Protection Unit Roster Principles
PART 3
SENIOR OFFICER STREAM
95. Hours Of Work for Senior Officers
96. Span Of Hours
97. Overtime & Recall To Duty Provisions
For Senior Officers
98. Transfers Within The Division
99. Performance Agreement Programs
100. Increment Increases
101. Filling Of Authorised Positions
102. Salary Movement Linked To Promotion &
Acting In Higher Grade
Schedule A -
Senior Officers’ Pay rates
Schedule B -
Salaried Officers’ Pay rates
Schedule C -
Allowances
3. Facilitative
Provisions
3.1 This Award contains facilitative
provisions which allow agreement(s) to be reached between the employer and
employees on how specific Award provisions are to apply at the workplace level.
3.2 Facilitative provisions are not to be used
as a device to avoid award obligations nor should the provisions result in
unfairness to an employee or employees covered by this Award. The facilitative provisions are identified
below:
Clause No. Subject Matter
96. Span of Hours (Senior Officers)
97. Time Off in Lieu of Overtime (Senior
Officers)
56. Hour of Duty (Salaried Officers)
59. Overtime (Salaried Officers)
60. Time Off Between Shifts (Salaried
Officers)
42. Make Up Time
4. Definitions
In this
Award:
4.1 ADO means Additional Day Off earned by an officer
as the result of an arrangement whereby the officer, in the case of an officer
who works 38 hours per week, works an additional 24 minutes per day over 19
days and, in the case of an officer who works 35 hours per week, an additional
22 minutes per day over 19 days.
4.2 IRC means the New South Wales Industrial
Relations Commission.
4.3 Authorised Position means a permanent
full-time or part-time position approved by the employer as such.
4.4 Casual Employment has the meaning given
that term by virtue of sub-clause 22.10 of this Award.
4.5 Continuous Service means continuous
employment with the employer under a contract of service excluding any period
of:
(a) unauthorised leave without pay;
(b) unpaid sick leave which exceeds three
months;
(c) suspension without pay imposed pursuant to
the provisions of the Transport Administration (Staff) Regulation 2005 (NSW);
and
(d) authorised leave without pay, of any type,
which exceeds three months.
4.6 Disciplinary Proceedings means the
institution of formal discipline procedures against an employee by way of the
laying of a written charge or allegation.
4.7 Employee means, where that term appears in
(a) PART 1 of this Award: all Salaried or
Senior Officers employed as Officers of the employer
(b) PART 2 of this Award: to all Salaried
Officers only;
PART 2A of this
Award, to all Salaried Officers who are Administrative Officers only;
PART 2B of this
Award: all Salaried Officers employed within the Maintenance areas of the
Division only;
PART 2C of this
Award, to all Salaried Officers within the Operational Support areas of the
Division only; and
(c) PART 3 of this Award: to all Senior
Officers only.
4.8 Employer means the Division Head of the
State Transit Authority Division of the New South Wales Government Service.
4.9 Division means the State Transit Authority
Division of the New South Wales Government Service.
4.10 Long Service Leave means Extended Leave
granted to eligible officers of the employer in accordance with the provisions
of Schedule 5 of the Transport Administration Act 1988 (NSW) or
succeeding Act.
4.11 NSW Act means the Industrial Relations
Act 1996 (NSW) or succeeding Act.
4.12 Officer means a Salaried or Senior Officer
employed by the employer on a permanent, temporary full time or part time
basis, but does not include a person employed under a contract for services,
provided that, officer is to be read consistently with the definition of
employee provided above.
4.13 Parties means the Division Head of the State
Transit Authority Division of the New South Wales Government Service, the
Australian Services Union, the Rail, Tram and Bus Industry Union (Salaried and
Senior Officer Division) and the Association of Professional Engineers,
Scientists and Managers of Australia.
4.14 Part-Time Employment has the meaning given
that term by virtue of sub-clause 22.3 of this Award.
4.15 Personal Leave has the meaning given that
term by clause 32 of this Award and includes personal sick leave, carers’ leave
and compassionate/bereavement leave.
4.16 Purchased Leave means a form of additional
paid leave whereby an employee elects to purchase up to a maximum of four weeks
additional paid leave per year, by having the employer set aside a portion of
their weekly wage, for a period of up to 12 months prior to clearing the
additional leave, equal to the value of the additional paid leave.
4.17 Picnic Day means an annual picnic event for
Salaried and Senior Officers employed under this Award.
4.18 Public Holiday means:
(a) New Year’s Day;
(b) Australia Day;
(c) Good Friday;
(d) Easter Saturday;
(e) Easter Monday;
(f) Anzac Day;
(g) Sovereign’s Birthday;
(h) Labour Day;
(i) Christmas Day;
(j) Boxing Day; and
(k) any day which is gazetted or proclaimed as
a Public Holiday in the state of New South Wales in substitution for, or in
addition to, any of the days listed in (a) to (j) above
4.19 Shift Worker means an employee whose roster
requires them to regularly work on Saturdays, Sundays and Public Holidays
and/or shifts which otherwise attract the payment of a shift penalty.
4.20 State Act means the Transport Administration
Act 1988 (NSW) or succeeding Act.
4.21 Temporary Employment has the meaning given
that term by virtue of sub-clause 22.13 of this Award.
4.22 Week means:
(a) for an employee who is a Shift Worker,
Sunday to Saturday.
(b) for an Employee Who is Not a Shift Worker,
Monday to Friday.
5. Parties Bound
5.1 This Award shall be binding on the
following parties and classes of persons:
the
Division Head of the State Transit Authority Division of the New South Wales
Government Service ("the Employer");
the
Australian Rail, Tram and Bus Industry Union, New South Wales;
the
Australian Services Union;
the
Association of Professional Engineers, Scientists and Managers Australia, New
South Wales, and;
all
employees of the Division covered by this Award.
6. Relationship to
Industrial Instruments
6.1 This Award wholly supersedes and replaces
the following instruments:
the State
Transit Authority Division of the New South Wales Government Service Senior
Officers’ Rail, Bus and Ferries New South Wales Award 2002;
the State
Transit Authority of New South Wales, Salaried Officers’ Award 2001;
the State Transit
Authority Division of the New South Wales Government Service Senior and
Salaried Officers’ Enterprise Agreement 2006.
The State
Transit Authority Division of the New South Wales Government Service Senior and
Salaried Officers’ Enterprise (State) Award 2009.
This Award
supersedes all previous negotiations, warranties, representations and
agreements between the parties and contains the whole of the agreement between
them.
6.2 In recognition of the fact that former
awards and agreements are incorporated by consolidation into this Award, the
parties acknowledge that if any provisions of the former awards and agreements
containing a right or liability were not included in this Award, the parties
will confer and if necessary make application to vary this Award in accordance
with the requirements of the Industrial Relations Act 1996 (NSW).
7. No Extra Claims
7.1 The parties agree that, during the term of
this Award, there will be no extra wage claims, claims for improved conditions
of employment or demands made with respect to the employees covered by the
Agreement and, further, that no proceedings, claims or demands concerning wages
or conditions of employment with respect to those employees will be instituted
before the Industrial Relations Commission or any other industrial tribunal.
7.2 The terms of the preceding paragraph do
not prevent the parties from taking any proceedings with respect to the
interpretation, application or enforcement of existing Agreement provisions.
7.3 Variations made with the agreement of the
parties as provided for in clause 6 (1) (d) of the Industrial Relations (Public
Sector Conditions of Employment) Regulation 2011 are not prohibited by this
clause.
8. Area, Incidence
and Duration
8.1 This Award has effect on and from 25
January 2012, and rescinds and replaces the State Transit Authority Division of
New South Wales Government Service Senior and Salaried Officers' Enterprise
(State) Award 2009 published 25 September 2009 (369 I.G. 190).
8.2 The Nominal Expiry Date of this Award is
31 December 2014.
8.3 The parties will commence negotiations for
the next Award six months prior to the nominal expiry date of this Award.
9.
Anti-Discrimination
9.1 It is the intention of the parties to this
Award to seek to achieve the object in s 3(f) of the Industrial Relations
Act 1996 (NSW) to prevent and eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital status,
disability, homosexuality, transgender identity, age and responsibilities as a
carer.
9.2 It follows that in fulfilling their
obligations under the dispute resolution procedure 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.
9.3 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.
9.4 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 s
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.
9.5 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.
9.6 Employers and employees may also be
subject to Commonwealth anti-discrimination legislation.
9.7 Section 56(d) of the Anti-Discrimination
Act 1977 provides: "Nothing in the Act affects... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
SECTION 1B -
WAGES, ALLOWANCES AND RELATED MATTERS
10. Wage Increases
10.1 A 2.5% wage increase will apply to employees
covered by this Award from 1 January 2012. A further 2.5% increase will apply
from 1 January 2013 and a final increase of 2.5% will apply from 1 January
2014.
10.2 The wages increases contained in this Award
are in substitution of any State Wages decisions. Any arbitrated safety net adjustment may be offset against any equivalent
amount in the rates of pay received by employees covered under this Award.
11. Industry
Allowance
11.1 During the life of this Award the current
industry allowance rates will increase as shown in Schedule C of this Award.
12. Payment of Wages
12.1 The employer will effect the payment of all
employee wages, salaries and allowances by electronic transfer of funds into
financial institution accounts (Banks, Credit Unions and Building Societies) as
nominated by employees, and will continue to do so for the life of this Award.
13. Salary Sacrifice
for Superannuation
13.1 Notwithstanding the wages prescribed in this
Award, an employee other than a temporary or casual may elect, subject to the
agreement of the employer, to sacrifice a portion of the base wage payable
under this Award 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 wage as notified
from time to time to the New South Wales public sector superannuation trustee
corporations.
13.2 Where an employee has elected to sacrifice a
portion of that payable wage to additional employer superannuation
contributions:
13.2.1 Subject to Australian taxation law, the
sacrificed portion of wage will reduce the wage 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 workers’ compensation or other payment, other than
any payments for leave taken in service, to which an employee is entitled under
the Award, Act or statute which is expressed to be determined by reference to
an employee’s wage, shall be calculated by reference to the wage which would
have applied to the employee under this Award 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 wage, 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 employer’s agreement, paid into
a private sector complying superannuation scheme as employer superannuation
contributions.
13.4 Where an employee elects to salary sacrifice
in terms of sub-clause 13.3, the employer will pay the sacrificed amount into the
relevant superannuation fund.
13.5 Where the employee is a member of a
superannuation scheme established under:
the Superannuation
Act 1916;
the State
Authorities Superannuation Act 1987;
the State
Authorities Non-contributory Superannuation Act 1987; or
the First
State Superannuation Act 1992.
the employer
must ensure that the amount of any additional employer superannuation
contributions specified in sub-clause 13.3 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 the employer to have superannuation contributions made to a
superannuation fund other than a fund established under legislation listed in
sub-clause 13.5, the employer will continue to base contributions to that fund
on the base wage payable under this Award 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 Employer may
be in excess of superannuation guarantee requirements after the salary
sacrifice is implemented.
14. Expenses
14.1 For the life of this Award, the employer
will continue to apply the allowance rates provided for in the "Meal,
Travelling and Related Allowances Circular", as published from time to
time by the NSW Premiers’ Department, for the following allowances:
meal
expenses on same day journeys (travel not involving an overnight stay);
travelling
allowances when staying in non Government accommodation (involving overnight
stay);
incidental
expenses when claiming actual expenses;
overtime
meal allowances; and
rates for
use of private motor vehicles;
15. Meal Allowance
15.1 An employee who is authorised by their
manager to undertake a one-day journey on official business where overnight accommodation
is not required shall be paid the appropriate rate of allowance set out in the
Meal, Travelling and Related Allowances Circular, as published from time to
time by the Premiers Department, for:
Breakfast:
if travel commences before 7 a.m. or finishes after 8 a.m.;
Lunch: if
travel commences before 1.00 p.m. or finishes after 2.00 p.m.;
Dinner: if
travel commences before 6.30 p.m. or finishes after 6.30 p.m.;
but an
employee shall not be deemed to have incurred expenses for any meal or a bed
provided free of charge by the employer.
No
payments shall be made except where an employee proceeds to a place outside the
boundaries of the Sydney metropolitan or Newcastle transport systems which is
at least 24 kilometres from the usual workplace, the distance being computed by
the ordinary means of travel.
15.2 The employer shall not be obliged to pay any
allowance under this clause unless the employee concerned makes a claim, but if
a claim is made, the allowance shall be paid in full regardless of the amount
claimed.
15.3 Employees shall be entitled to the following
meal allowance:
15.3.1 An employee who works authorised overtime for
two hours or more in excess of their ordinary shift shall be eligible for an
overtime meal allowance, as prescribed in the Meal, Travelling and Related
Allowances Circular, if they finish later than 8.00 a.m. (breakfast), or 1.30
p.m. (lunch), or 6.30 p.m. (dinner) or 1.00 a.m. (supper).
15.3.2 A Salaried Officer who ordinarily commences
duty at 8.30 a.m. or later, if directed to commence before 7.00 a.m. on
irregular occasions, and do so commence, shall be eligible for a meal allowance
for breakfast.
16. Travelling
Allowance
16.1 An employee who is required by their manager
to work from a temporary work location shall be paid the appropriate rate of
allowance for accommodation, meal or incidental expenses (if accommodation/meal
has not been provided by the employer) as set out in the Meal, Travelling and
Related Allowances Circular, as published from time to time by the NSW
Premiers’ Department.
16.2 The need to obtain overnight accommodation
shall be determined by the employee’s manager having regard to the safety of
the employee travelling on official business and local conditions applicable in
the area.
16.3 As an alternative to the provisions, the
employer could make other arrangements to meet the travelling expenses properly
and reasonably incurred by an employee who is required to work at a temporary
work location.
16.4 This clause does not apply to employees who
are on an employee-initiated secondment.
17. Relocation
Allowance
17.1 Where an employee is transferred in the
interest of the employer or on promotion, the employee shall be eligible for a
relocation allowance which allows for free rail travel for their family, free
transit for their furniture; reasonable expenses to cover cost of removal, and
reasonable cost of living for a period not exceeding six weeks pending the
arrival of their furniture, and / or their securing of a residence.
17.2 In the case of an employee who is
transferred to suit their own convenience, or by way of disciplinary action,
the employee, their partner and family will be eligible for free rail travel
and free transit for their furniture, but no other travel allowances will be
allowed.
17.3 Applications for Relocation Allowance must
be made in advance and be approved at the discretion of the General Manager,
Human Resources.
18. Uniform Allowance
18.1 Operational Salaried Officers are required
to wear the current approved State Transit corporate and support staff uniform
at all times whilst on duty.
18.2 All Operational Salaried Officers, including
new employees, shall receive an initial issue of the approved uniform at State
Transit cost, as set out in Schedule C of this Award.
18.3 Subsequent to the initial issue, Operational
Salaried Officers will receive a uniform allowance, which is paid annually into
the employees’ account on the anniversary of the initial issue, for the
procurement of State Transit uniform from approved supplier(s).
18.4 Following implementation of the new uniform
employees will have the option to receive half of the annual uniform allowance
within six months of the issue of the new uniform and the second half of the
allowance six months later.
18.5 In extraordinary circumstances where the
uniform worn by Operational Salaried Officers is damaged in the course of duty,
the officer may apply for a replacement of the damaged items.
SECTION 1C -
COMMUNICATION AND DISPUTE RESOLUTION
19. Communications
and Consultation
19.1 Consultation provides for participation by
employer, employees and Unions in the formulation and implementation of
policies, plans and strategies that are likely to affect working conditions.
19.2 Consultation is aimed at getting individuals
or groups and unions party to this Award, to suggest or respond to proposals
for policy formulation, productivity improvements or implementation. It
provides an opportunity to present a point of view or state an objection,
thereby providing a more informed approach to the decision making process by
management.
19.3 The parties agree to consult over the life
of the Award on matters that will result in restructuring, major policy
changes, implementation of job losses, multi-skilling of tasks or the
re-organisation of tasks directly affecting employees covered by this
Award.
19.4 Specifically, where significant changes
which may impact on work practices, changes to establishment levels or
organisational structures are proposed, the employer will provide employees and
unions party to this Award, with details regarding:
the areas,
units and locations likely to be affected; and
the
positions likely to be affected, including any likely impact on staffing
levels.
19.5 Upon receipt of this information, employees
and/or their representatives, including unions party to this Award, will
discuss with the employer the best method of introducing the proposed changes
including any impact on individual gradings.
19.5 Any grievances raised by employees and or
their representatives will be progressed in accordance with the provisions of
the Disputes Settling Procedure at clause 20.
20. Dispute
Settlement Procedures
20.1 When the parties to this Award are in
dispute over any issue that directly affects the interests of any of the
parties, the dispute will be dealt with in accordance with this clause.
Step 1
In the
first instance, any grievance, which is local in nature, and which will not
impact on other locations, will be settled at the workplace between the
employee and or their representative or union and the local manager (that is,
the employee’s immediate manager). Where practical, a genuine attempt to
resolve the dispute should be made within 24 hours of the dispute being raised.
Step 2
If the
grievance cannot be resolved as provided for in Step 1 the employee and or
their representative or local delegate is to present the Depot/Unit Manager
with a notice of dispute outlining the specific nature of the dispute. The
Depot/Unit Manager will discuss the matter with the employee and or their
representative, and local union delegate as soon as practicable.
Step 3
If the
dispute is not resolved as provided for in Step 2 (or if the subject matter of
the dispute is not local in nature), the dispute should be referred to the
appropriate General Manager, and may also be referred by the employee or their
representative and or local union delegate to a union official, who must
attempt to resolve the dispute.
Disputes
which are not local in nature
Where a
dispute is not local in nature, involves the interpretation of a policy of the
employer or an industrial instrument, the parties to the dispute may agree to
bypass steps 1 through 3 and instead refer the matter directly to the Manager,
Employee Relations for resolution, in conjunction with the relevant Manager(s)
or General Manager(s).
Step 4
If,
following action under Steps 1 through 3 or sub-clause (Disputes not local in
nature) a dispute remains unresolved, the employee their representative or a
Union, or the Manager, Employee Relations, may refer the matter to the General
Manager, Human Resources (or, at the discretion of the General Manager, Human
Resources, or the Division Head) for a further attempt at resolution between
the parties.
Step 5
If,
following action under Steps 1 to 4, the dispute remains unresolved, a party to
the dispute must refer the dispute to Unions NSW (advice to be provided to other party/ies) following which a 72
hour cooling off period (exclusive of weekends and Public Holidays) will apply,
to enable Unions NSW to assist in the resolution of the dispute.
Step 6 -
Referral to the IRC
If,
following action under steps 1 to 5, the dispute remains unresolved, any party
to the dispute may refer the dispute to the IRC for resolution.
20.2 The parties recognise that disputes can
differ widely in nature, and can thus take different lengths of time to
resolve, but the parties also agree that disputes should be resolved as quickly
as is possible; that, subject to any contrary agreement between the employer
and the employee or union involved, any individual step in the process should
as a general rule take no more than five working days to complete; and that in
the case of each step attempts should be made to hold discussions within two
working days of commencing the step.
20.3 Any dispute that is still unresolved, after
having been progressed in accordance with the steps in this clause that is not
further referred by either the employer, the employee, or the union for a
period of 28 working days after the last step, will be deemed to be no longer a
matter in dispute.
20.4 Nothing in this clause prevents the making
of an agreement to refer a dispute to a step other than the one next in
sequence, in order to accelerate resolution or for some other reason; or the
reference of a dispute to the relevant industrial tribunal for urgent
resolution.
20.5 While a dispute is being dealt with under
one of the preceding paragraphs in this clause work must continue without disruption
and work practices, which existed prior to the dispute, shall apply, except
where they involve the application of provisions in an industrial instrument or
where they involve a genuine, serious and immediate risk to the health and
safety of any person that would prevent the work practices from being carried
out.
20.6 The parties acknowledge that, where a
dispute involves a matter where a genuine, serious and immediate risk is posed
to the health or safety of any person, it may not be practical to follow the
procedures in this clause in attempting to resolve the dispute; and that an
urgent reference to the relevant Industrial Tribunal may be required.
21. Rights of Union
Delegates
21.1 For the purposes of:
ensuring
compliance by the parties with the terms of this Award; and
facilitating
discussions concerning matters pertaining to the employment relationship
between the employer and employees covered by this Award, and their
representatives:
21.1.1 an employee elected or appointed, as a delegate
will, upon notification to the employer, be recognized as the accredited
representative of the union to which they belong;
21.1.2 an accredited delegate shall be allowed the
necessary time during working hours to consult with the employer or its representative
on matters affecting employees;
21.1.3 subject to the prior approval of the delegate’s
supervisor, an accredited delegate shall be allowed a reasonable period of time
during working hours to consult with individual members regarding matters affecting
them or to consult with other delegates;
21.1.4 the general nature of the matters affecting
employees and the probable time of absence should be indicated to the
supervisor;
21.1.5 delegates will be granted leave to attend
meetings in accordance with NSW Government Guidelines. Leave to attend meetings
arranged by the relevant peak union body may be authorised by the Manager,
Employee Relations in consultation with local managers, upon a written request
from the union;
21.1.6 delegates may be authorised by the Manager,
Employee Relations in consultation with local managers, to attend delegates
training conducted by the union upon a written request by the union;
21.1.7 delegates will be provided with reasonable
access to a phone, fax machine, computer, Internet and a notice board;
21.1.8 each union will periodically supply a list of
delegates and contact numbers to the Manager, Employee Relations.
SECTION 1D -
EMPLOYMENT RELATIONSHIP
22. Types of
Employment
Full-Time
Employees
22.1 A full-time employee is an employee other
than a casual or part-time employee employed to work the minimum ordinary hours
applicable to that classification as prescribed in this Award.
22.2 See Clauses 57 and 97 for the prescribed
ordinary hours.
Part-Time
Employees
22.3 A part-time employee is one employed to work
fewer ordinary hours than the ordinary hours worked by a full-time employee
performing duties of the same classification and grade.
22.4 The number of hours worked shall not be less
than three hours per day.
22.5 The work arrangement shall be subject to a
Part-Time Work Agreement between the employer and the employee, which includes
but is not limited to the numbers of hours to be worked by the employee, the
days on which they will be worked and the commencing and finishing times for
work. Variations to the Part-Time Work
Agreement may be made by consent and in writing, between the employer and the
employee from time to time.
22.6 Except in cases of exceptional
circumstances, part-time employees shall not be required to work beyond their
rostered hours.
22.7 Where an employee is requested to work
beyond their rostered hours, such work shall not be performed without the
genuine consent of the employee.
22.8 Where a part-time employee agrees to work
beyond their rostered hours they will be entitled to payment applicable to a
full time employee of the same classification and grade. Overtime rates shall not be payable for
hours worked which would be ordinary hours for a full-time employee of the same
classification and grade.
22.9 A part-time employee shall be entitled to
receive the same Annual Leave, Annual Leave loading, Long Service Leave and
other award benefits as those provided for full-time employees in the same
classification and grade on a pro rata basis.
In relation to expense related allowances, the part-time employee will
receive entitlements specified in the relevant clauses of this Award.
Casual
Employees
22.10 A casual employee is engaged to work on an
hourly or daily basis.
22.11 Where staff shortages are of a short
duration, casual employees may be employed to cover such absences. Such employees shall be paid by the hour and
receive a 20% loading which will be in lieu of award entitlements to overtime
and paid leave.
22.12 A casual employee shall be notified at the
end of the day if their services are not required on the next working day.
Temporary
Employees
22.13 A temporary employee is an employee, not
already in the service of the Employer, who is recruited to fill a permanent or
temporary position on a temporary basis for a maximum period of two years, or
up to three years for a special project or a specific reason.
22.14 A temporary employee shall be entitled to the
same salary and conditions as permanent employees in the same classification,
unless otherwise prescribed by this Award.
23. Temporary
Appointments
23.1 The employer may engage a temporary
employee, or an existing employee on a temporary appointment, for a period of
two years in normal circumstances or of up to three years for a special project
or a specific reason.
23.2 The employer may fill a permanent position
which is vacant with a temporary employee, or an existing employee by way of
secondment, temporary appointment, temporary transfer or higher duties, subject
to a maximum period of three years.
23.3 Nothing in this clause is intended to affect
or limit the Staff Mobility provisions of Part 3.2 of the Public Sector
Employment and Management Act 2002 (NSW), where the provisions of that part
apply to State Transit, or the provisions of this Award regarding the
management of Excess Employees.
24. Managing Excess
Employees
24.1 The parties are committed to implement the
revised policy and procedures relating to Managing Excess Employees, in the life
of this Award.
24.2 Such policy procedures may be varied by
State Transit to be in line with any variations to the NSW Government’s policy
on Managing Excess Employees in the NSW Public Sector, subject to the
provisions in clause 19 - Communication and Consultation.
25. Managing. Sick Leave Related Absences
25.1 The parties have agreed to implement a range
of strategies to reduce average sick leave levels for employees covered under
this Award and have committed to achieving the following agreed target levels:
Salaried
Operational Officers - 9 days per year
Salaried
Administration Officers - 6 days per year
Senior
Officers - 6 days per year
25.2 The strategies to be implemented will
include, but are not limited to, the following:
25.2.1 a maximum number of five sick leave days which
are not supported by a medical certificate allowed per year;
25.2.2 payment of sick leave being provisional on an
employee:
(a) reporting the absence appropriately (i.e.
as soon as reasonably practicable and provision of agreed information); and
(b) if required, providing information such as
the nature of illness or injury and the estimated duration of the absence
(where an employee is concerned about disclosing the nature of the illness to
their manager, they may elect to have the application for sick leave dealt with
confidentially by an alternative manager, a Health Services Officer or member
of the Human Resources Division);
(c) backdated medical certificates will only
be accepted at the sole discretion of the employer based on the individual
circumstances, including the employee’s absence history;
(d) the employer will have sole discretion to
accept other forms of evidence to satisfy that an employee had a genuine
illness based on the individual circumstances including the Employee’s absence
history;
(e) employees being placed on an absence
management program may be required to provide a medical certificate for all
sick leave absences, based on the individual circumstances including the
Employee’s absence history,
(f) a requirement that any employee on long
term sick leave may be required by the employer to participate in a return to
work program.
25.3 For the purpose of this clause Unacceptable
Attendance Pattern means any pattern of absence, which the employee’s manager,
on reasonable grounds, believes warrants the employee being placed on an
absence management program, and includes:
25.3.1 failure to comply with any aspect of State
Transit sick leave policy (a copy of which can be accessed through State
Transit’s Business Management System), or an obligation imposed under the
provisions of this clause;
25.3.2 failure to produce a medical certificate or
other satisfactory evidence to support an absence where the employee was under an
obligation to do so;
25.4 The following are provided as examples of
attendance patterns which would require review by management and which may
result in an employee being placed on an absence management program:
25.4.1 a pattern of unplanned absences predominately
on particular days of the week or during particular times of the year;
25.4.2 high number of one to two day unplanned
absences, particularly for different reasons;
(a) a pattern of unplanned sick leave
immediately following or preceding RDOs, ADOs, public holidays or annual leave;
(b) unplanned absence on a day which an
employee sought as a day off, but which was not approved;
(c) unplanned absences on special events;
(d) four or more absences (particularly single
day absences), in a four-month period.
25.5 The parties agree that in order to give full
effect to the provisions of this clause that:
25.5.1 Subject to provisions to clause 19 -
Communication and Consultation, the employer’s Sick Leave Policy and Procedures
may be varied during the life of this Award, including any variations which are
necessary to give effect to the provisions of this clause;
25.5.2 Employees covered by this Award are under
strict obligations to effectively manage their absence in order to achieve the
targeted reduction in sick leave; and
25.5.3 The unions party to this Award will work
co-operatively with the Employer to ensure the implementation and success of
the Absence Management Procedures outlined in this clause and achievement of
the targeted reductions in average sick leave levels.
25.6 Absence Management Program Step 1 -
Preliminary Discussion
25.6.1 The employee will be interviewed by their
supervisor or manager regarding any apparent unacceptable attendance pattern.
Reasons for the absence history may be explored. Further medical investigation
and referrals may be required at this stage.
25.6.2 If, following discussion and any necessary
further investigation, the employee’s manager remains unsatisfied with the attendance
pattern, the employee will be advised in writing that should there be no
improvement in their attendance pattern, they will be placed on an absence
management program. However, in exceptional circumstances, an employee may be
placed on an absence management program at this point.
25.7 Absence Management Program Step 2 -
Placement on a Program
25.7.1 Should an employee’s attendance pattern remain
unsatisfactory, the employee will again be interviewed by their manager. If,
following the further interview, the employee’s manager remains unsatisfied
with the attendance pattern, the employee will be placed on an absence
management program which will include the following:
(a) all unplanned absence due to personal
illness or injury will need to be medically supported while the employee
remains on an absence management program;
(b) regular review meetings between the
manager and employee as required;
(c) any unplanned absence will require
approval and until the employee has applied for leave, been interviewed by
their manager and the leave has been approved, any unplanned absence will be
treated as unauthorised leave and may lead to discipline action;
(d) medical examination by a State Transit
Doctor as required, including when reporting unplanned absences due to personal
illness or injury;
(e) written confirmation of placement on the
absence management program and advice that a continuing unacceptable attendance
pattern, including the taking of any unauthorised leave, may result in further
disciplinary action leading to termination of employment.
25.8 Absence Management Program - Step 3
25.8.1 Where an employee’s attendance pattern remains
unacceptable, following implementation of steps 1 and 2, formal disciplinary
action may be commenced against the employee. However, disciplinary action may
be commenced at any time prior to Step 3, in the event of unauthorised absences
or failure to comply with any direction issued under the absence management
program.
25.9 Continuous Review
25.9.1 An employee placed on an absence management
program will be subject to continuous review, and may be removed from the
absence management program, at any time, following demonstrated improvement in
their attendance pattern.
25.9.2 Employees will be advised in writing of the
decision to remove them from the absence management program. However, should
the employee again come under notice for an unacceptable attendance pattern,
the employee may be placed back on an absence management program.
26. Commitment to
Business Reforms
26.1 The parties acknowledge the need for
continuous change and reform to support State Transit’s ability to tender
competitively for the Metropolitan and Outer Metropolitan Bus Systems Contracts
(O/MBSC). During the life of this Award this will include, but not be limited
to the following:
26.1.1 Identifying and implementing administrative
cost savings in corporate, regional and depot based support services in Sydney
and Newcastle;
26.1.2 Streamlining and reorganisation of corporate
and regional support services and functions, arising from the following
business reforms:
Centralisation
of the management and administration of the O/MBSC, scheduling, rostering and
charter services;
Introduction
of an integrated human resource information and payroll system;
Use of
E-Recruitment;
Introduction
of On Line Ordering for Ticketing;
Introduction
of an annual allowance system for the provision of uniforms in place of fair
wear and tear;
26.1.3 Flexible use of the temporary employment
provisions in this Award to enable State Transit to reduce, where appropriate,
reliance on contractors, consultants and agency temporary staff.
26.2 Any reform or restructuring shall be dealt
with in accordance with the consultative mechanisms and dispute resolution
provisions of this Award.
26.3 The parties are committed to support
consequent restructuring in accordance with the NSW Government’s revised
procedures for the management of Excess Staff.
26.4 The parties acknowledge that:
26.4.1 Part-time and casual employees will not be used
to disadvantage redeployment opportunities for existing employees;
26.4.2 Priority will be given to retraining and
redeployment in accordance with Government’s redeployment and managing excess employees
procedures; and
26.4.3 There is no commitment to predetermined levels
of overtime or shift work arrangements and the employer will determine whether
overtime is to be worked on an as needs basis, while shifts are determined by operational
requirements.
27. E-Recruitment
27.1 The parties to this Award agree:
27.1.1 to the full implementation of the systems,
policies and standardised practices
required to maximise the full range of benefits available under the
e-recruitment system now and into the future;
27.1.2 to fully support the business process
re-engineering to implement system, policy, operational and, if required,
regulatory changes as required, to extract full benefit from the e-recruitment
system;
27.1.3 the Employer may utilise a centralised
e-recruitment system such as provided by the Public Sector Workforce Office, in
respect to those positions and classifications covered under this Award;
27.1.4 that the benefits of 27.1.1 to 27.1.3 above may
include, but are not limited to:
the
introduction of a register linked to e-recruitment that will allow potential
employees to register for employment opportunities within State Transit;
the use of
online self service function for job application, interview booking, and ability
testing;
online
viewing of applications by the Selection Panels and use of web-based functions
for the culling and selection process;
introduction
of automatic priority matching of excess employees to vacancies within State
Transit and elsewhere within the NSW Government sector;
enhanced
promotion of employment within State Transit and the NSW Government sector
generally;
introduction
of applicant tracking and recruitment process management;
collection
of data regarding the use of cross Agency e-lists for the purposes of reviewing
the effectiveness of cross Agency e-lists within the life of this Award.
28. Use of
Eligibility Lists
28.1 When a vacant position is advertised the
employer may, in connection with a determination of the merit of the persons
eligible for appointment to the position, create an Eligibility list for the
position.
28.2 An Eligibility list for a position is a list
of eligible applicants (namely the persons who duly applied for appointment to
the position and who are eligible for appointment but not selected for
appointment were considered suitable to the position but were not offered a
position) arranged in order of merit (with merit determined by the employer).
28.3 An Eligibility list for a position remains
current for 12 months after the list was created and may or may not be used to
fill future vacancies.
28.4 An Eligibility list need not comprise all
the eligible applicants so long as the list contains the applicant or
applicants of greatest merit.
28.5 An Eligibility list is applicable not only
to the position in relation to which it was created ("the relevant
position") but also:
28.5.1 to any other position that the employer
determines the list should be applicable to on the basis that the other
position is substantially the same as the relevant position, and
28.5.2 to any other position in a subsidiary
corporation of State Transit that the employer determines the list should be
applicable to on the basis that the other position is substantially the same as
the relevant position, and
28.5.3 to a permanent position where the relevant
position was a temporary position.
28.6 A determination by the employer to fill a
vacancy in accordance with this clause may be made at any time during the
currency of the Eligibility list.
28.7 In deciding to appoint a person to a vacant
position that has not been advertised in accordance with this clause, the
employer may select from among the persons who are on an Eligibility list that
is current and applicable to the position (and who are available for
appointment), the person with the greatest merit according to the order of
merit in the Eligibility list.
29. Online Employee
Self Service
29.1 The parties agree to utilise the online
self-service function of the integrated Human Resources Information System
(HRIS) and Payroll System for a number of Human Resources processes, including
but not limited to:
viewing
and/or updating personal information and payroll details;
completion
and lodgement of forms, such as leave application, course application, higher
duties, resignation forms;
lodgement
of timesheets.
30. Employee
Discipline
30.1 Where an employee is the subject of a preliminary
investigation by the employer which may result in the institution of
disciplinary proceedings (Proceedings) or where proceedings have been commenced
in respect of an employee, the employer shall make all reasonable endeavours to
complete the investigation or proceedings in a timely manner, provided that:
30.1.1 Any preliminary investigation or proceedings
are completed no later than three months (the Specified Period) from the date
on which the matter which gave rise to the investigation or proceedings, became
known to the employer; and
30.1.2 Where it is not reasonably practicable to
complete a preliminary investigation or proceedings within the specified
period, the employer will advise the affected employee in writing:
30.1.2.1 that it will not be possible to
complete the preliminary investigation or the proceedings within the specified
period;
30.1.2.2 to the extent that it does not breach
the confidentiality or integrity of the preliminary investigation or
proceedings, the reason/s why it will not be possible to complete the
investigation or proceedings within the specified period;
30.1.2.3 of the time period in which the
employer reasonably expects to complete the preliminary investigation or
proceedings.
31. Abandonment of
Employment
31.1 Where an employee, within a period of 28
calendar days from their last day of scheduled attendance for work, fails to
establish, to the satisfaction of the employer, that their absence is for a
reasonable cause, the employee will be deemed to have abandoned their
employment.
31.2 Prior to employment being deemed to be
abandoned, the following procedure will be applied by the employer:
31.2.1 The employer will forward a letter (the First
Letter) to the last known home address of the employee requesting the employee
contact the employer, within seven days of the date of service of the First
Letter, and provide a satisfactory explanation for their absence;
31.2.2 Where an employee contacts the employer and
claims their absence is due to illness or injury, the employer will allow a
period of seven days from the date of service of the First Letter for the
employee to supply a medical certificate/s supporting the whole of the absence;
31.2.3 Where the employee fails to acknowledge the First
Letter or no satisfactory explanation or supporting medical certificate/s
supporting the whole of the absence is provided by the employee to the
employer, a second letter (the Second Letter) will be sent to the employee
advising the employee to contact the employer within seven days of service of
the Second Letter;
31.2.4 The Second Letter shall include advice to the
employee that their employment will be deemed to have been abandoned if they
continue to fail to attend for work or fail to provide a satisfactory
explanation or medical certificate/s supporting the whole of the absence.
31.3 For the purpose of this clause service of
the First Letter and or Second Letter will be effected by means of either
personal service, registered mail or by leaving the letter at the last address
nominated by the employee to the employer as their home address.
SECTION 1E - LEAVE
32. Personal Leave
32.1 Personal leave consists of the following
three types of leave: sick leave, carer’s leave and compassionate/bereavement
leave.
32.2 Paid personal leave will be available to an
employee when they are absent due to:
personal
illness or injury (sick leave); or
for the
purposes of caring for an immediate family or household member that is sick and
requires the employee’s care and support (carer’s leave); or
because of
bereavement on the death of an immediate family or household member
(compassionate/bereavement leave)
32.3 All employees, other than casual employees,
will be entitled to personal leave in accordance with this clause. Entitlements
for part-time employees will be calculated on a pro rata basis.
32.4 This clause is to be read in conjunction
with Clause 25 - Managing Sick Leave Related Absences.
32.5 For the purpose of this clause:
Immediate
Family means:
Spouse
(including a former spouse, a de facto spouse and a former de factor spouse) of
the employee, or
A de facto
spouse, in relation to a person, means a person of the same or opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person or on a bona fide domestic basis although not legally
married to that person; or
Child or
an adult child (including an adopted child, a step child or an ex nuptial
child), parent, grandparent, grandchild or sibling of the employee or spouse of
the employee.
Year
means:
the period
of 12 months from 1 January to 31 December inclusive.
Current
Paid Sick Leave means:
paid sick
leave which has accrued to an employee’s credit in the current calendar year
which has not been cleared by the employee as paid sick leave.
Accumulated
Paid Sick Leave means:
paid sick
leave which accrued to an employee’s credit in any previous calendar year which
has not been cleared by the employee as paid sick leave.
Paid Sick
Leave
32.6 Employees are entitled to 15 days of paid
sick leave per year, except those nominated in paragraphs (a) and (b)
(a) For Salaried and Senior Officers who
commence employment with the employer after 9 May 2006, the following scale
will apply:
Up to five
years service: 8 days per annum
Between
five years and seven years service: 10 days per annum.
(b) For Senior Officers who have not completed
seven years service, the following scale will apply:
Up to five
years service: 8 days per annum
Between
five years and seven years service: 10 days per annum
32.7 Paid sick leave will be credited on a pro
rata basis in the first year of service.
32.8 Sick leave not used in any year shall
accumulate.
32.9 An employee is entitled to use accumulated
personal leave for the purposes of sick leave where the current year’s sick
leave entitlement has been exhausted.
32.10 The employee must, if required by the
employer, establish by production of a medical certificate or statutory
declaration, that the employee was unable to work because of injury or personal
illness.
Carer’s
Leave
32.11 Subject to an employee having sufficient paid
sick leave available, employees are entitled to use up to a maximum of ten days
paid carer’s leave per year.
32.12 Paid carer’s leave is deducted from paid sick
leave.
32.13 The entitlement to use up to a maximum of ten
days per year paid sick leave, as paid carer’s leave, does not accumulate from
year to year.
32.14 An employee may elect, with the consent of
the employer, to take unpaid leave as carer’s leave.
32.15 Paid and unpaid carer’s leave may be taken
for part of a single day.
32.16 An employee’s entitlement to use paid or
unpaid carer’s leave is subject to the following:
(a) the employee having responsibilities in
relation to either members of their immediate family or household who need
their care and support when they are ill; and
(b) the employee being responsible for the
care of the person concerned.
32.17 The employee must establish 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, provided
that:
32.17.1 the employer may require an employee
to provide a medical certificate to support the application for carer’s leave
where:
the period
of carer’s leave applied for exceeds or extends over a continuous period of
three or more days on any occasion; or
the
employee has exhausted all paid carer’s leave; or
the
employee, within the current year, has already cleared five days paid carer’s
leave which were not supported by the production of a medical certificate; or
the
employee has been placed on an attendance monitoring program and directed to
supply medical certificates to support all future applications for sick leave
and carer’s leave.
32.17.2 In normal circumstances an employee
must not take carer’s leave under this clause where another person has taken
leave to care for the same person.
32.18 The employee must, where practicable, give
the employer notice prior to the absence of the intention to take leave, the
name of the person requiring care and their relationship to the employee, the
reasons for taking such leave and the estimated length of absence. If it is not
practicable for the employee to give prior notice of absence, the employee must
notify the employer by telephone of such absence at the first opportunity on the
day of absence.
Compassionate/Bereavement
Leave
32.19 An employee is entitled to up to two days
paid leave on each occasion a member of the employee’s immediate family or
household dies.
32.20 Proof of death must be provided to the
satisfaction of the employer.
33. Annual Leave
33.1 For the purposes of this clause:
Accumulated
Annual Leave means any annual leave accrued by an employee prior to 1 January
of the current calendar year.
Excess Annual
Leave means all Accumulated Annual Leave in excess of 30 days.
33.2 Annual leave shall be allowed as provided by
the Annual Holidays Act 1944 (NSW).
33.3 Annual leave accrues to an employee on a
pro-rata basis over a calendar year as shown below:
33.3.1 non-shift work employees accrue four weeks
annual leave per annum. This is made up of 19 days annual leave and one ADO.
33.3.2 shift work employees accrue five weeks annual
leave per annum. This is made up of 24 days annual leave and one ADO.
33.4 The parties recognise the occupational
health and safety benefits of employees properly taking their annual
leave. An employee holding excess
annual leave may be directed by the employer to clear such leave, provided the
employee be given as nearly as practicable one months notice of the date on
which annual leave is to commence and the period to be cleared.
33.5 Except where payment has already been made
in lieu of clearance where an officer, who has acquired a right to leave with
pay, retires, resigns or is dismissed before commencing or completing such
leave, shall be paid the monetary value of the leave not taken or not
completed.
33.6 Except where payment has already been made
in lieu of clearance where an officer who has acquired a right to leave with
pay dies before commencing or completing such leave, the monetary value of the
leave not taken or not completed shall be paid to their spouse or partner or if
the officer does not leave a spouse or partner to their legal personal
representative.
33.7 The employer may deduct from any moneys
payable under sub-clause 33.5 the value of any loss suffered by him for which
an officer who retires, resigns or is dismissed is responsible.
33.8 The employer may approve the accumulation by
an employee of more than 30 days excess annual leave, for certain purposes
including, but not limited to, parental leave, subject to arrangements having
been made by the employee to clear such leave.
34. Long Service
Leave
34.1 Long service leave shall accrue to officers
of the employer in accordance with the provisions of Schedule 5 of the State
Act.
34.2 Except where payment has already been made
where an officer, who has acquired a right to leave with pay pursuant to the provisions
of the State Act retires, resigns or is dismissed before commencing or
completing such leave, shall be paid the monetary value of the leave not taken
or not completed.
34.3 Except where payment has already been made
where an officer, who has acquired a right to leave with pay pursuant to the
provisions of the State Act dies before commencing or completing such leave,
the monetary value of the leave not taken or not completed shall be paid to
their spouse or partner or if the officer does not leave a spouse or partner to
their legal personal representative.
34.4 The employer may deduct from any moneys
payable under 34.2 the value of any loss suffered by him or her for which an
officer who retires, resigns or is dismissed is responsible.
35. Flexible Use of
Long Service Leave
35.1 An employee may make application to use
accrued long service leave entitlements to provide regular reduced working time
for personal reasons.
35.2 An employee may apply to use long service
leave entitlements to enable the employee to access for example, one day’s
leave per week or fortnight or one week’s leave per month.
35.3 Applications for flexible use of long
service leave will be approved at the employer’s discretion, taking into
consideration operational and service delivery requirements.
35.4 The terms and conditions under which an
employee may be permitted flexible use of long service leave are also subject
to the employer policy and procedures.
36. Parental Leave
36.1 Parental leave includes Maternity Leave,
Adoption Leave and Other Parent Leave in connection with the birth or adoption
of a child.
36.2 For the purposes of this clause ‘child’ means:
a child of
the employee under the age of one; or
in the
case of adoption: a child under the age of five years who is placed with the
employee for the purposes of adoption, other than a child or step-child of the
employee or their spouse or a child who had previously continuously lived with
the employee for a period of six months or more.
36.3 Maternity Leave shall apply to a pregnant
employee (other than a casual employee) before and after the expected date of
birth. Subject to this clause and the
employer’s policy, the employee may be granted maternity leave as follows:
For a period
up to 9 weeks prior to the expected date of birth; and
For a
period of up to 12 months after the actual date of birth.
36.4 Adoption Leave shall apply to an employee
(other than a casual employee) who is adopting a child and who will be the
primary carer to the child. Subject to
this clause and the employer’s policy, the employee may be granted adoption
leave for a period of up to 12 months from the date of the taking of custody of
the child.
36.5 Where Maternity or Adoption Leave does not
apply, Other Parent Leave may be available to a male or female employee (who is
not a casual employee) who will be the primary carer for his/her child. Subject to this clause and the employer’s
policy, the employee may be granted other parent leave for a period of up to 12
months. Other parent leave is unpaid, except where taken in conjunction with
paid leave such as annual or long service leave.
36.6 Parental leave is available to only one
parent at a time, except that both parents may simultaneously access the leave
in the following circumstances:
for
maternity and other parent leave, an unbroken period of one week at the time of
the birth of the child;
for
adoption leave, an unbroken period of up to three weeks at the time of the
placement of the child.
Paid Maternity
Leave and Paid Adoption Leave
36.7 An employee taking maternity leave or
adoption leave is entitled to payment at the ordinary rate of pay for a period
of up to fourteen weeks, provided the employee:
Applied
for maternity or adoption leave within the time and in the manner determined
set out in this clause; and
Prior to
the commencement of maternity or adoption leave, completed not less than 40
weeks continuous service.
(Note:
Employee taking ‘other parent leave’ is not entitled to any payment, except for
period(s) of paid leave taken as part of ‘other parent leave’.).
36.8 Once all entitlements to pay have been
exhausted, the balance of maternity or adoption leave shall be unpaid.
36.9 Payment for the maternity or adoption leave
may be made as follows:
in a lump
sum payment at the commencement of maternity or adoption leave; or
as full
pay on a fortnightly basis while on maternity or adoption leave; or
as half
pay on a fortnightly basis while on maternity or adoption leave; or
a combination
of full pay and half pay while on maternity or adoption leave.
36.10 Maternity Or Adoption Leave Shall be Taken in
One Unbroken Period and Shall Not be Extended By Any Period of Public Or Other
Holidays that Occur During the Period of the Paid Maternity Or Adoption Leave.
Access to
other forms of leave
36.11 In addition to paid parental leave where
applicable, an employee may elect to take available annual leave or long
service leave at the commencement or conclusion of the period of parental
leave, provided this does not extend the total leave period beyond the
allowable period, and that the period of unpaid parental leave is not broken by
any paid leave.
36.12 The accrued annual leave can be taken:
in a lump
sum payment at the commencement or conclusion of parental leave
as full
pay while on parental leave, provided it does not break up the unpaid parental
leave period.
36.13 The accrued long service leave can be taken:
in a lump
sum payment at the commencement or conclusion of parental leave
as full
pay while on parental leave, provided it does not break up the unpaid parental
leave period.
as half
pay while on parental leave, provided it does not break up the unpaid parental
leave period.
a combination
of full pay and half pay, provided it does not break up the unpaid parental
leave period.
36.14 An employee who takes maternity, adoption or
other parent leave must clear any accumulated annual leave entitlements in
excess of 30 days before commencing any unpaid period of maternity, adoption or
other parent leave.
Right to
request
36.15 An employee who has been granted parental
leave in accordance with this clause may apply to:
extend the
period of unpaid parental leave for a further continuous period of leave of up
to 12 months;
return
from a period of full time parental leave on a part time basis or on a job
share arrangement;
to assist
the employee in reconciling work and parental responsibilities.
36.16 Applications must be made in writing as soon
as practicable, preferably before commencing parental leave, or at least four
weeks before the proposed return date.
36.17 The employer shall consider the request
having regard to the employee’s circumstances and the effect on the workplace
and/or the employer’s business.
36.18 Any employee approved to take extended
maternity, adoption or other parent leave will be required to clear all
accumulated annual leave prior to commencing extended parental leave.
Notification
Requirements
36.19 An employee must not unreasonably withhold
notice of intention to apply for parental leave.
36.20 An employee who wishes to take parental leave
must provide notice to the employer in writing at least ten weeks before the
expected commencement of parental leave, together with:
36.20.1 For maternity and other parent leave:
A certificate from a registered medical practitioner which states the employee
(or their spouse) is pregnant and the expected date of birth,
36.20.2 For adoption leave: Written evidence from
the adopting agency/other appropriate body of the expected date of placement,
and
36.20.3 A statutory declaration stating:
the period
of leave sought is so that the employee can be the primary caregiver to the
child,
detail any
particulars of any period of parental leave sought or taken by their spouse,
that for
the period of parental leave, the employee will not engage in any conduct
inconsistent with their contract of employment, and
36.20.4 A written notification of:
the period
the employee proposes to take parental leave,
if she/he
is likely to make a request to extend parental leave beyond the 12 months,
and/or,
if she/he
is likely to make a request to return to work on a part-time or job-share
arrangement
36.21 An employee will not be in breach of this
clause if failure to give the required notice period is because of the birth
occurring earlier than the presumed date or because of the child being placed
earlier than the expected date of placement.
36.22 An employee on maternity leave must notify
the employer of the date on which she gave birth as soon as she can
conveniently do so. An employee must
notify the employer as soon as practicable of any changes associated with a
premature delivery or miscarriage.
36.23 Where the placement of a child for adoption
does not proceed or continue, the employee is to notify the employer
immediately and the employer may nominate a time not exceeding four weeks from
receipt of notification for the employee to return to work.
Variation
of Parental Leave
36.24 Unless agreed otherwise between the employer
and employee, an employee may apply to the employer to change the period of
parental leave on one occasion. Any
such change is to be notified at least four weeks prior to the commencement of
the new arrangements, unless otherwise agreed.
Return to
work after a period of Parental leave
36.25 An employee who has taken approved parental
leave for 12 months or less and resumes duty immediately after the approved period,
is entitled to return to the position held immediately prior to going on
parental leave, if the position still exists.
In the case of an employee transferred to a safe job pursuant to
sub-clause 36.30 the employee will be entitled to return to the position they
held immediately before such transfer.
36.26 An employee who returns to work after an
extension of parental leave beyond the 12 months may be treated as an Excess
Officer and will be subject to the employer’s Excess Officer Policy.
36.27 If the position occupied by the employee
immediately prior to the taking of parental leave has ceased to exist, the
employee will return as an Excess Officer and will be subject to the employer’s
Excess Officer Policy.
Communication
during Parental leave
36.28 The employee shall take reasonable steps to
inform the employer about any matter that will affect the employee’s decision
regarding the duration of maternity, adoption or other parent leave to be
taken, whether the employee intends to return to work and whether the employee
intends to request to return to work on a part time basis.
36.29 The employee shall also notify the employer
of changes of address or other contact details which might affect the
employer’s capacity to communicate with the employee.
Health and
safety of pregnant employees
36.30 If, for any reason, a pregnant employee is
having difficulty in performing her normal duties or there is a risk to her
health or to that of her unborn child, as certified by a medical examiner, the
employer should, in consultation with the employee, take all reasonable
measures to arrange for safer alternative duties. This may include, but is not
limited to greater flexibility in when and where duties are carried out, a
temporary change in duties, retraining, multi-skilling, working from home and
job redesign.
36.31 If such adjustments cannot reasonably be
made, the employee may elect, or the employer may require the employee to
commence maternity leave, or to access any available leave, for as long as it is
necessary to avoid exposure to that risk, as certified by a medical
practitioner, or until the child is born which ever is the earlier.
36.32 Where a pregnant employee continues to work
within the six week period immediately prior to the expected date of birth, or
where the employee elects to return to work within six weeks after the birth of
the child, an employer may require the employee to provide a medical
certificate stating that she is fit to work on her normal duties.
37. Purchased Leave
for Personal Or Family Reasons
37.1 The purchased leave scheme is a voluntary
scheme available to all permanent employees covered by this Award who have been
continuously employed for a period of 12 months who wish to extend their leave
options for personal reasons or to meet family responsibilities.
37.2 The terms and conditions of the purchased
leave scheme are listed below and also subject to State Transit policy.
37.3 Employees wishing to participate in this scheme
must submit an application to their manager with a minimum 12 months notice.
The application must stipulate the dates the leave is required.
37.4 Employees who wish to participate in this
scheme will have monies deducted each fortnight over the preceding 12 month
period to pay for their personal and family leave. Money deducted will be
ordinary hours after all penalties and overtime have been calculated. There
will be no reduction in the hourly rate of pay.
37.5 The minimum amount of personal or family
leave that can be taken in any one period will be one week and the maximum will
be four weeks in a 12 month period.
37.6 The additional leave purchased under this
scheme will not attract leave loading.
37.7 Sick leave and long service leave will continue
to accrue at the usual rate during the term of the employee’s participation in
the purchased leave scheme.
37.8 Employees will retain their employee pass
and other privilege passes.
37.9 Applications for participation in the
purchased leave scheme will be approved at the employer’s discretion, subject
to the employer’s Purchased Leave Policy, taking into consideration operational
and service delivery requirements.
37.10 Employees are required to re-apply annually
if they wish to participate in the scheme.
37.11 Employees should seek independent financial
advice regarding their superannuation options prior to entering into the
purchased leave arrangement.
38. Picnic Day
38.1 Where reasonably practicable an officer
shall be granted a day’s leave, without deduction of pay, each calendar year to
attend an Annual Salaried Officers’ Picnic, provided the officer would
ordinarily work on that day had it not been for the Picnic Day occurring.
38.2 Where an employee is required by the
employer to work on a Picnic Day, the employee will be paid for the time
worked, subject to appropriate penalty rates plus an additional cash payment
equivalent to:
seven
hours pay: for employees engaged on 35-hour-week;
seven
hours and 36 minutes pay: for employees engaged on 38-hour-week.
38.3 The employer shall require from an officer
evidence of attendance or desired attendance at the approved picnic. The
production of the butt of a picnic ticket purchased or some equivalent receipt shall
be sufficient evidence to satisfy this requirement. Where such evidence is
requested by the employer but not produced by an officer, no payment will be
made to the officer for the day.
38.4 An officer who is not required by the
employer to work in the area in which the officer is normally employed on the
Picnic Day and who does not purchase a ticket for the picnic shall, where
appropriate, be provided with alternative duties on that day. Such duties are
to be at the discretion of the employer.
38.5 An officer who elects to work in accordance
with sub-clause 38.4 shall not be entitled to any additional payment for the
Picnic Day.
39. Public Holidays
39.1 Employees covered under this Award shall be
entitled to the Public Holidays listed in clause 4.
39.2 Subject to sub-clause 39.4, employees
credited with uncleared Public Holidays accrued on or prior to 31 December 2005
(‘Accrued Public Holidays’), are required to clear their accrued public
holidays by 31 December 2009.
39.3 Subject to sub-clause 39.4, any accrued
public holidays not cleared by 31 December 2009 in accordance with 39.2, will
be paid out with the final pay on or after 31 December 2009.
39.4 Where due to the number of accrued public
holidays owed to a particular employee and or prior leave commitments, it is
impractical for an employee to clear all Accrued Public Holidays by 31 December
2009, approval may be granted by an employee’s General Manager, to extend the
period for clearing the accrued public holidays to 30 June 2010.
39.5 For Salaried Officers:
39.5.1 Where a Salaried Officer is required to work on
a proclaimed Public Holiday, that employee will have the option to be paid the
monetary value for the day, forgoing accumulation for future clearance, or to
accumulate the Public Holiday for clearance with their annual leave accumulated
for that year. If the Public Holiday is
not cleared it will be paid out with the final pay on or after 31 December of
the year following accumulation.
39.6 For Senior Officers:
39.6.1 All Public Holidays not taken as a
Public Holiday by Senior Officers are to be paid out when they occur.
40. Concessional Day
40.1 Employees covered under this Award shall be
entitled to a Concessional Day in substitution of the Bank Holiday.
41. Capping of Additional
Days Off (ADOs)
41.1 Subject to subclause 41.2, officers, other
than officers required to perform shift work, may clear ADOs as one whole day
or as two half-days.
41.2 Subject to the prior approval of the
officer’s manager, an officer, may accumulate up to a maximum of five ADOs
(inclusive of half ADOs).
41.3 Managers in consultation with employees are
required to implement appropriate administrative procedures to ensure the
proper and effective management of ADOs.
41.4 Subject to sub-clause 41.5, failure to clear
ADOs will result in loss of entitlement for all days accumulated in excess of
the maximum of five ADOs.
41.5 Where the failure to clear an ADO (in excess
of five accumulated ADOs) arises at the request or direction of the employer, an
officer will be paid at the applicable overtime rate for the ADO worked.
SECTION 1F -
FLEXIBLE WORK ARRANGEMENTS
42. Make Up Time
42.1 An employee may elect, with the consent of
the employer, to work "make up time" under which the employee takes time
off during ordinary hours, and works those hours at another time, during the
spread of ordinary hours provided under this Award.
42.2 An employee on shift work may elect, with
the consent of the employer, to work "make up time" under which the
employee takes time off ordinary hours and works those hours at another time,
at the shift work rate which would have been applicable to the hours taken off.
43. Job Sharing
43.1 Job sharing is a form of part-time
employment where more than one employee shares all the duties and
responsibilities of one job.
43.2 The terms and conditions of job sharing are
listed below and also subject to the employer policy.
43.3 Job sharing will be entered into by
agreement between the employer and employees concerned. The employer and the
job sharers shall agree on the allocation of duties between the job sharers.
43.4 The hours of work shall be fixed in
accordance with the conditions of part time employment.
43.5 In the absence of a job sharer, the remaining
job sharer(s) may be required to relieve the absent job share provided the
remaining job sharer(s) shall be paid their ordinary rate of pay for the time
relieving.
43.6 A job sharer may, by agreement, work more
than their regular number of hours and be paid at their ordinary hourly rate.
43.7 Job sharers shall have access to all
provisions of this Award pertaining to their classification. Job sharers shall
receive pro rata pay and conditions in proportion to the ordinary hours worked
by each job sharer.
43.8 A change to job sharing from full-time or
part-time employment or from job sharing to full-time or part-time employment
shall not constitute a break in the continuity of service. All accrued
entitlements shall be calculated in proportion to the hours worked in each
employment arrangement.
43.9 In the event of a job sharer vacating the
job, the employer will review the job and shall consider filling the vacancy or
offering the remaining job sharer(s) increased hours.
44. Career Break
44.1 A permanent employee who has had continuous
service with the employer for a minimum period of five years may make
application to take a fixed period of time off work, in order to fulfil family
or personal commitments or to pursue personal development without loss of job
security.
44.2 The terms and conditions under which an
employee may take a career break are listed below and also subject to the
employer’s policy and procedure.
44.3 The minimum period for a career break is 6
months. The maximum period for a career break is 24 months.
44.4 An employee must provide three months notice
of a request to take a career break.
44.5 Any employee taking career break leave will
be required to clear all accrued annual leave and public holidays prior to
commencing leave.
44.6 Any unpaid period of the career break will
be regarded as leave without pay for the purpose of leave accrual and
superannuation.
44.7 At the commencement of the career break,
employees must return their employee travel pass.
44.8 At the completion of the career break, an
employee can return to a position at the same grade that they held before
commencing the break.
44.9 Where there is no position immediately
available at the same grade for employees taking 12 months or less leave, the employee’s
skills and abilities will be assessed and they will be placed in another
position at the same grade held before commencing the career break.
44.10 Employees clearing greater than 12 months
leave will be treated as an Excess Officer and will be subject to the
employer’s Excess Officer Policy.
44.11 Applications for career breaks will be
approved at the employer’s discretion.
45. Working from Home
45.1 An employee can work from home with the
approval of the local manager if it can be demonstrated that the work can be
carried out efficiently and effectively.
45.2 Employees will not be entitled to work from
home for more than two days in any working week unless otherwise authorised by
the General Manager responsible for the area.
45.3 Approval to work from home will not be
authorised if the employee does not have suitable resources in their home. The
employer may at its discretion, assist in providing such resources.
45.4 For ongoing and regular working from home
arrangements, an OHS report and clearance of the intended place of work must be
submitted to the relevant General Manager prior to the employee being approved
to work from home.
45.5 If required by the manager, an employee who
works from home must submit work completed at home to be sighted and signed off
by the Manager.
45.6 The terms and conditions under which an
employee can work from home are also subject to policies and procedures of the
employer.
SECTION 1G - GENERAL
46. Higher Duties for
Senior & Salaried Officers
Salaried Officers
in Higher Grade Positions
46.1 Any Salaried Officer required to relieve in
a higher grade shall be paid at least the minimum salary of the higher grade
for the period of the relief, provided that the officer’s manager or supervisor
certifies that the officer is carrying out the normal duties of the
higher-grade position.
Senior
Officers in Higher Grade Positions
46.2 Higher duty payments for Senior Officers
will apply where the time worked in the higher graded position exceeds four consecutive
working days. When a Senior Officer
works on the fifth consecutive day retrospective payment for the previous four
working days will be made.
Note: see also clause 102 regarding Higher Grade
conditions for Senior Officers
Salaried and
Senior Officers Generally
46.3 In the case of Salaried and Senior Officers
required to relieve in a higher-grade position, the conditions applicable to
the higher-grade position undertaken shall be taken to apply for the period of
the relief.
46.4 All time spent by a Salaried or Senior
Officer relieving in a higher grade for which credit has been allowed for the
purpose of sub-clause 46.2, shall be counted as service in the next higher
grade to that in which the officer is classified, for the purpose of assessing
the rate of salary to which the officer will be entitled following promotion to
such higher grade.
46.5 If an officer is booked to clear a Public
Holiday which falls during a period in which the officer is acting in a higher
grade, and the officer works in the higher grade on the working days before and
after the Public Holiday, then payment for the Public Holiday shall be at the
rate of pay to which the officer is entitled during the acting period.
46.6 Any Salaried or Senior Officer who has relieved
in a higher grade position for 12 calendar months either continuously or
non-continuously shall, while performing such duties, be paid the next higher
rate of pay, if any, prescribed for such higher position provided that where
the duty is non-continuous, periods of less than one week shall not count.
47. Employee Travel
Passes
47.1 Subject to NSW Government Policy, relevant
legislation and regulations and the provisions of the Outer/Metropolitan Bus
Systems Contract, for the life of this Award, the employer will recognise
employee travel passes for all permanent employees.
48. OHS Training
48.1 The parties recognise the obligation of the
employer to provide a safe and healthy workplace. All employees are responsible
for their own safety, the safety of other employees and the general public.
48.2 The employer will determine the standards
and requirements of training for employees, in consultation with employees and
their representatives, including any union party to this Award. A certificate
will be awarded to employees who successfully complete the training.
48.3 Every employee will have the opportunity to
attend a minimum of two hours paid OHS awareness training each calendar year.
49. Drug and Alcohol
Testing
49.1 The parties recognise the legislative
obligations on the employer to ensure the workplace is free from drugs and
alcohol, and all employees are to comply with the provisions of legislation
relating to random drug and alcohol testing and the internal programs that are
in place.
50. Childcare
50.1 The employer and the unions with the
assistance of Unions NSW, may continue the Joint Child Care Working Party (the
Working Party). The working party will
consider the feasibility of various initiatives by which the employer may
assist employees to manage their childcare needs.
50.2 The working party may comprise of
representatives from the employer, Unions NSW, and unions party to this Award,
and will include a mix of male and female members.
51. Quality Certification
51.1 The Employer has developed a Business
Management System (BMS) to assist control and manage standardised work
practices at all levels. The BMS has
been modelled on the requirements of ISO 9001:2008 and the intention is to
maintain certification for the employer.
51.2 The objective of the BMS is the
"prevention of errors" through "conformance to
requirements" as detailed in policies, procedures and work
instructions. The goal is "zero
defects" (i.e. no accidents, no errors or mistakes, no re-work).
51.3 Parties to this Award will work together to
maintain ISO 9001:2008 certification.
52. Restructure of
the Maintenance Division
52.1 As part of previous restructures, the bus
fleet inspection process became part of the functions of the Fleet Condition
Officers.
52.2 The position of Leading Hand was introduced
by the employer as a component of a previous restructure.
53. Contestability
53.1 The parties acknowledge that, in accordance
with the New South Wales Government service competition policy, non-core
activities may be subjected to contestability against external service
providers from time to time.
54. Introduction of
New Technology
54.1 Where the employer has made a definite decision
to introduce new or to make major changes associated with existing technology
that is likely to have significant effects on employees, the employer shall
notify employees who may be affected by the proposed changes, and their
representatives, including any union party to this Award. Such changes will be dealt with under the
consultative process outlined at clause 19 of this Award.
54.2 The employer shall discuss with the
employees affected and their representatives the changes to be made and the effect
the changes are likely to have on employees and measures to be taken to avert
or mitigate effects of such changes on employees.
54.3 Where possible at least three months notice
will be provided prior to the implementation of new technology. Where necessary employees will be provided
with appropriate training.
54.4 By the application of this clause herein
there is a commitment between the parties to the introduction of new
technology.
55. Job Evaluation
Review Process
55.1 Where a new position is created, or an
incumbent employee, the relevant union or the employer believe that an existing
position should be reviewed, the following shall apply:
55.1.1 A qualified member of the Human Resources
Department will, in consultation with the line management and the affected
incumbent prepare the draft position description ensuring consistency with the
organisational framework.
55.1.2 The draft position description will be reviewed
by the relevant manager(s), the incumbent (where applicable), and the divisional
General Manager (or the Division Head where appropriate) and amended to reflect
any feedback.
55.1.3 The position will be evaluated by a qualified
member of the Human Resources Department and approved by the General Manager,
Human Resources (or the Division Head where appropriate).
55.2 If at any stage of this process a
disagreement arises as to the details or accuracy of the position description
or the grading of the position description, the disagreement may be referred to
a review panel consisting of one representative of the Human Resources
Department, the relevant General Manager, or their representative, the affected
employee and one employee representative, suitably qualified chosen by the
relevant union(s).
55.3 If a disagreement remains in relation to the
outcome of the evaluation process, the employer will consider representations
made by the relevant union(s) and may seek to have the position evaluated
externally, before making a final determination.
PART 2
CORE CONDITIONS
FOR SALARIED OFFICERS
56. Hours of Duty for
Salaried Officers
56.1 Except as provided for in sub-clauses 56.2
and 56.3 the ordinary hours of duty shall be 38 per week to be worked in not
more than five shifts.
56.2 Ordinary hours of duty may be worked to provide
for 152 hours work in a four-week work cycle to enable officers to have one day
off duty during that cycle by accruing additional working time on other working
days. Payment in these circumstances to be made on an averaging basis of 76
ordinary hours per fortnight.
56.3 Clerical and administrative employees
engaged to work in non-shift work positions shall have ordinary hours of duty
of 35 hours per week, to be worked in not more than 5 shifts and a total of 140
hours in a four-week cycle, to meet the criteria for accruing an ADO.
56.4 Where an employee is required to work less
than 38 hours per week and where a recognised finishing time exists, no
employee shall be called upon to work beyond that time.
56.5 The span of hours shall be 8.30am to 5.30pm.
The employer may alter the span of hours where required.
56.6 The times in which the ordinary hours shall
be worked may be altered by agreement between the employer and the employee.
56.7 As far as practicable, officers shall not be
rostered for a longer period than 9 hours to be worked in 11 hours overall.
56.8 As far as practicable, officers required to
work shift work shall have one week on day duty (that is, shifts that do not
finish between 12 midnight and 8.00 a.m.) in every three and one Sunday off in
every three.
56.9 In arranging hours of duty, when necessary,
sufficient time must be allowed to permit a proper hand-over of duties.
57. Minimum Payments
57.1 Any officer who attends for duty in
accordance with instructions but is not required, shall receive a minimum of
five hours pay unless at least twelve hours notice was given to the officer
personally that they were not required for duty.
57.2 If an officer actually commences duty and is
subsequently advised that they are not required, the officer shall receive a
minimum of seven hours pay.
58. Spread of Hours
58.1 All time worked from time first signed on a
broken shift shall be paid at the following rates:
58.1.1 Between a spread of 9.5 hours and 10.5 hours - time
and a half;
58.1.2 After 10.5 hours - double time.
58.2 Officers shall not be rostered for broken
shifts on a Saturday, Sunday or Public Holiday.
59. Overtime
59.1 Except as provided for in sub-clause 59.2
below, employees shall not work more than 7 hours 36 minutes in any one shift
without overtime. All time worked in excess of 7 hours 36 minutes per shift or
38 hours per week shall be paid for at overtime rates.
59.2 Where the ordinary hours of duty are worked
on the basis of 152 hours in a four-week work cycle as per sub-clause 56.2,
employees shall not work more than 8 hours in any one shift without overtime.
All time worked in excess of 8 hours per shift, or ordinary hours for a
particular week in such cycle, shall be paid for at overtime rates.
59.3 In calculating the number of hours worked
per week, any leave shall be treated as time worked.
59.4 Except in special circumstances, no employee
shall work overtime unless authority for so working is first given by an
employee responsible for authorising overtime, and whenever possible, employees
shall be given 24 hours notice of the requirement that they work overtime.
59.5 For the purpose of calculating hourly rates
the ordinary fortnightly salary shall be divided by the ordinary hours for the
fortnight.
59.6 Except in unavoidable circumstances, all
overtime worked during any fortnightly pay period shall be paid for not later
than the payday for the period following that in which the overtime is worked.
59.7 Payment for overtime shall be made at the
following rates:
59.7.1 Time worked on Saturdays, which does not form
part of the ordinary hours for the week - time and a half for first three hours
and double time thereafter.
59.7.2 Except as provided for in sub-clause 59.7.3,
time worked in excess of 7 hours 36 minutes but less than 10 hours 36 minutes
in any one shift Mondays to Fridays - time and a half.
59.7.3 Where the ordinary hours of duty are worked on
the basis of 152 hours in a four-week work cycle as per sub-clause 56.2, time
worked in excess of 8 hours but less than 11 hours in any one shift, Mondays to
Fridays - time and a half.
59.7.4 Except as provided for in subclause 59.7.5,
time worked in excess of 10 hours 36 minutes in any one shift - double time.
59.7.5 Where the ordinary hours of duty are worked on
the basis of 152 hours in a four-week work cycle as per sub-clause 59.2, time
worked in excess of 11 hours in any one shift - double time.
59.7.6 Except as provided for in sub-clause 59.7.7,
time worked in excess of 38 hours in the week - time and a half. This
sub-clause shall not apply where overtime payment is calculated on a daily
basis under the provisions of sub-clauses 59.7.2 and 59.7.3 above. Payment for
overtime shall be calculated upon whichever of the two alternatives gives the
greater amount.
59.7.7 Where the ordinary hours of duty are worked on
the basis of 152 hours in a four-week work cycle as prescribed in sub-clause
59.2, time worked in excess of ordinary hours for a particular week in such cycle
- time and a half. This sub-clause shall not apply where overtime payment is
calculated on a daily basis under the provisions of sub-clauses 59.7.2 and
59.7.3. Payment for overtime shall be calculated upon whichever of the two
alternatives gives the greater amount.
59.7.8 Except as provided in sub-clause 59.7.9, time
worked by Employees whose ordinary hours of duty are less than 38 per week
before, after or beyond the usual hours up to 7 hours 36 minutes in any one
shift - ordinary time.
59.7.9 Where such ordinary hours of duty less than 38
per week are worked by employees during a four week working cycle as provided
for in sub-clause 59.2 above, time worked before, after or beyond the usual
hours up to eight hours in any one shift - ordinary time.
59.8 Notwithstanding anything contained in this
clause, salaried technical employees shall be paid overtime rates not less
favourable than those applicable to tradespersons.
59.9 The employer shall determine whether or not
to offer overtime (including DOCs), whether or not to cover a shift, and the
method of covering a shift or offering overtime if any (including whether to
cover a full shift, part shift, or offer overtime before or after a shift, or a
DOC).
60. Time Off in Lieu
of Payment for Overtime
60.1 An employee may elect, with the consent of
the employer, to take time off in lieu of payment for overtime at a time or
times agreed with the employer.
60.2 Alternatively, by agreement with the
employer, the employee may elect to be paid at ordinary rates for the time
worked, and take time off at the rate of one half hour, or one hour, as the
case may be, for each hour of overtime worked.
60.3 The employer shall, if requested by an
employee, provide payment at the rate provided for in this clause for any
overtime worked as per clause 59.1 where such time has not been taken within
four weeks of accrual.
60.4 The employer shall record time off in lieu
arrangements for each occasion this provision is used.
61. Sunday Time
61.1 Sunday means the period between 12 midnight
Saturday and 12 midnight Sunday.
61.2 An officer ordinarily required to work on
Sunday as part of their regular working week shall be paid for all time worked
on Sunday during their ordinary hours of duty at the rate of double time. The
extra single time allowance shall stand alone and be paid for independently of
other time.
61.3 Officers who do not ordinarily work on
Sunday shall be paid for any time worked on Sunday at the rate of double time.
62. Saturday Time
62.1 Saturday means the period between 12
midnight Friday and 12 midnight Saturday.
62.2 Notwithstanding anything contained in this
Award, all time worked on Saturday which forms part of the ordinary hours for
the week shall be paid for at the rate of time and a half.
62.3 Time paid under this provision shall not be
subject to any extra salary payment whatsoever under any other clause of this
Award provided, however, that time which forms part of the ordinary hours for
the week shall continue to be taken into consideration for the calculation of
overtime.
63. Shift Work
Allowance
63.1 Definitions for the purpose of this clause
are:
63.1.1 Afternoon Shift means a shift which commences
before 6.00pm and concludes at or after 6.30pm.
63.1.2 Night Shift means a shift which commences at or
between 6.00pm and 3.59am.
63.1.3 Early Morning Shift means a shift which
commences at or between 4.00am and 5.30am.
63.2 Shift Work Allowances
63.2.1 For all paid time on duty not subject to
overtime penalty on the day on ordinary shifts on days other than a Sunday,
Saturday or a Public Holiday, an employee in receipt of an adult salary rate
shall receive an allowance as set out in Item 1 of Schedule C.
63.2.2 Other officers shall be paid half the allowance
herein prescribed for the same time on duty.
63.2.3 In calculating the allowances herein
prescribed, broken parts of an hour of less than 30 minutes shall be
disregarded and 30 minutes to 59 minutes shall be paid for as an hour.
63.2.4 In addition to the allowances prescribed
herein, an employee in receipt of an adult salary rate who signs on or off at
or between 1.01am and 3.59am on Monday to Friday shall be paid a loading for
that shift as outlined in Item 2 of Schedule C provided that such loading is
not payable on a Public Holiday or overtime shift.
63.2.5 Other officers shall be paid half the loading
herein prescribed for the same turn of duty.
64. Time Off Between
Shifts
64.1 Other than in cases of unavoidable
necessity, officers who are engaged in shift work shall be allowed a minimum of
ten hours between shifts.
65. Rostered Day Off
65.1 An officer’s Rostered Day Off (RDO) shall
consist of not less than 24 hours from time signed off until time signed on
again.
65.2 When an employee works on their RDO and is
not given another day off in lieu in the same week, time worked shall stand
alone and be paid for at the rate of double time if a Saturday or Sunday, or at
the rate of time and a half for the first three hours and double time
thereafter if any other day.
65.3 Any employee who attends a Departmental
conference on their RDO, or who sits for an examination on their RDO, shall
have another day off granted in lieu of the time so occupied.
65.4 This clause shall not operate in the cases
of employees attending for any re-examinations.
66. Excess Travelling Time
66.1 Any employee who takes up duty temporarily
away from their usual workplace shall be paid at ordinary rates for any extra time
occupied in travelling to and from such point of duty.
66.1.1 Payment shall be based on the shortest
practical route in excess of that usually occupied in travelling between their
residence and usual workplace.
66.1.2 In addition the employee shall be paid an
allowance of 25 minutes, calculated as per sub-clause 66.4, daily in lieu of
all scheduled connections.
66.2 Any employee who takes up duty temporarily
away from their usual workplace shall be paid the amount of any additional
fares reasonably incurred in travelling to and from such temporary point of
duty.
66.3 For the purposes of this clause employees
shall be regarded as not being on duty away from their usual workplace when
working in any place within 3.2 kilometres of such usual workplace measured by
the nearest practical route.
66.4 Ordinary rates for the purposes of
sub-clause 66.1, means the rates paid for the work on which the employee is
engaged for the day.
66.5 When an employee is required to travel on
duty outside the hours of his/her normal rostered shift, the employee shall be
paid for such travelling time at single rate, except where otherwise provided
herein, to the extent that it exceeds two hours in each period of 24 hours but
such payment shall be subject to a maximum of 12 hours (8 hours when a sleeping
berth is provided) in each 24 hours.
66.6 The period of 24 hours shall be deemed to
commence when travel commences and where the period exceeds 24 hours the time
to be paid shall be computed afresh after expiration of each 24 hours absence.
66.7 Payment for travelling time on a Saturday
shall be at the rate of time and a quarter, and on a Sunday or a Public Holiday
shall be at the rate of time and a half.
66.8 Employees whose salary rates are in excess
of the maximum prescribed for Clerk, Special Grade, shall not be eligible for
the payment of travelling time.
66.9 Travelling time which is payable under this
clause shall not be paid at a salary rate exceeding the maximum prescribed salary
for Clerk Grade 6.
67. Change of Usual
Workplace
67.1 The usual workplace of an employee shall not
be altered in any case where it is known at the time of transfer or temporary
relocation to another place of employment that the employee will be required to
work at such place for less than six months. This clause shall not apply to
officers who are surplus to requirements.
68. Increment
Increases
68.1 Annual increment increases for all Salaried
employees covered by this Award will only be approved subject to satisfactory
performance. Such assessment of
performance is to be completed prior to each employee’s anniversary of
appointment to their current position.
69. Termination of
Employment
Notice of
termination by employer
69.1 In order to terminate the employment of a
full-time or regular part-time employee the employer shall give to the employee
the period of notice specified in the table below:
Period of continuous service
|
Period of notice
|
1 year or
less
|
1 week
|
Over 1 year
and up to the completion of 3 years
|
2 weeks
|
Over 3 years
and up to the completion of 5 years
|
3 weeks
|
Over 5 years
of completed service
|
4 weeks
|
69.2 In addition to this notice, employees over 45
years of age at the time of the giving of the notice with not less than two
years continuous service, are entitled to an additional week’s notice.
69.3 Payment in lieu of the notice will be made
if the appropriate notice period is not required to be worked. Employment may
be terminated by the employee working part of the required period of notice and
by the employer making payment for the remainder of the period of notice.
69.4 In calculating any payment in lieu of
notice, the wages an employee would have received in respect of the ordinary
time they would have worked during the period of notice had their employment
not been terminated will be used.
69.5 The period of notice in this clause, shall
not apply in the case of dismissal for conduct that justifies instant dismissal
including inefficiency within the first 14 days, neglect of duty or misconduct
and in the case of casual employees, apprentices or employees engaged for a
specific period of time or for a specific task or tasks.
Notice of
termination by an employee
69.6 The notice of termination required to be
given by an employee is the same as that required of an employer, save and
except that there is no requirement on the employee to give additional notice
based on the age of the employee concerned.
69.7 If an employee fails to give notice the
employer has the right to withhold monies due to the employee to a maximum
amount equal to the ordinary time rate of pay for the period of notice.
Time off
during notice period
69.8 Where an employer has given notice of
termination to an employee, an employee shall be allowed up to one day’s time
off without loss of pay for the purpose of seeking other employment. The time
off shall be taken at times that are convenient to the employee after
consultation with the employer.
70. Salary Rates
70.1 Employees performing work within the
classifications listed in the following tables will be paid annual salary at no
less than the minimum rate adjacent to the relevant classification.
70.2 Junior Salaries
Age
|
Relativity
|
|
%
|
Under 17
|
44
|
At 17
|
50
|
At 18
|
57
|
At 19
|
68
|
At 20
|
75
|
70.3 Salaried Officers
Grade
|
Relativity %
|
1
|
83
|
2
|
100
|
3
|
103
|
4
|
110
|
5
|
118
|
6
|
129
|
Special
|
140
|
71. Classification
Structure
The
parties acknowledge that in the life of this Award, positions will be evaluated
and classified into relevant pay grades using the Mercer methodology (Cullen Egan
Dell), unless State Transit’s classification system changes, subject to the
provisions in clause 19- Communication and Consultation.
PART 2A
ADMINISTRATIVE
STREAM
72. Direct
Appointment
72.1 It is agreed that where a position is elevated
by one grade the incumbent may be directly appointed to the new grade or the
position advertised, with each particular circumstance to be assessed by the
employer at the time and following consultation with the union or other
employee representative, where applicable.
73. Filling of
Authorised Positions
73.1 When a position becomes vacant, the employer
shall determine if the position is to continue as an authorised position.
73.2 The employer will fill vacant positions
which it intends to maintain on its establishment within six months either
permanently or in accordance with Clause 23 - Temporary Appointment.
74. Traineeships
74.1 It is agreed that traineeships be offered by
the employer to enable such employees to gain Salaried Officers experience,
with the possibility of future appointment within the administrative areas.
PART 2B
MAINTENANCE STREAM
75. Filling of
Authorised Positions
75.1 When a position becomes vacant, the employer
shall determine if the position is to continue as an authorised position.
75.2 The employer will fill vacant positions
which it intends to maintain on its establishment within six months either
permanently or in accordance with Clause 23 - Temporary Appointment.
76. Flexibility
76.1 In order to be cost-effective and ensure
quality standards are met, the parties agree that all employees will perform
their allocated duties in an efficient and timely manner.
76.2 The parties agree that no artificial
barriers will be created to inhibit employees carrying out duties in which they
are competent. Competence is
acknowledged as being suitably qualified, licensed (where applicable) or having
received any other recognised training either on-site or off-site.
77. Master Roster
Changes
77.1 To ensure roster changes can be implemented
within a short period of time and hence gain the maximum benefit it is agreed
between the parties that 14 days notice is to be given to employees where a
master roster is to be changed.
PART 2C
OPERATIONAL SUPPORT
STREAM
78. Revenue Rooms
78.1 To ensure services are maintained outside
normal administrative hours, it is agreed between the parties that operations
supervisory staff on duty at the depot can enter the revenue room to perform
the following duties:
Change
note fold, if necessary.
Rectify
faults as required.
Rebooting
computers and saving information.
Issue of
lost property.
78.2 Employees undertaking these duties will
receive appropriate training associated with safe custody, cash regulations and
security arrangements. Such training to be supplemented by prescribed
procedures in the performance of this work, which are consistent with safe
custody of cash and property requirements.
79. Pass Issue
79.1 It is agreed between the parties, Duty
Officers and Corridor Supervisors may be utilised to verify, issue or receive
holiday passes in emergency situations outside of normal office hours. The
audit requirements relative to the custody and security of passes are to be
adhered to.
80. Check Validity of
Licences/Accreditation and Bus Operator Presentation
80.1 Duty Officers and Corridor Supervisors and
Revenue Protection Officers can be required to check Roads and Traffic Authority
licenses, Ministry of Transport accreditation of staff operating the employer’s
vehicles and the presentation of Bus Operators.
81. Cleaning. and Maintaining Street Furniture, Ticket
Readers and Driver Consoles
81.1 It is agreed between the parties that Duty
Officers and Corridor Supervisors will perform minor cleaning and maintenance
to street furniture. In addition they will exchange on board Automatic Fare
Collection equipment (TR’s and DC’s) and undertake minor repairs to the extent
that warranty requirements are not being breached.
81.2 Any employee covered by this Award who has
the skills may be utilised to exchange on board ticketing equipment (TR’s and
DC’s) and undertake minor repairs to the extent that warranty requirements are
not being breached.
82. Performance
Assessment of Bus Operators
82.1 To achieve and maintain customer support and
satisfaction it is necessary to meet performance indicators and monitor those
indicators.
82.2 To determine if Bus Operators are meeting
the required standards, it is agreed between the parties that Duty Officers,
Corridor Supervisors and Revenue Protection Officers will monitor bus operator
performance.
83. Minor Bus Repairs
83.1 Subject to determination of a list of
repairs in conjunction with a Depot Service Manager, Duty Officers and Corridor
Supervisors will perform minor bus repairs. It is anticipated this work will be
performed by the mobile truck and at selected terminals.
84. Bus Operations
84.1 Duty Officers and Corridor Supervisors are
to maintain bus operator accreditation to operate bus services in the event of
an emergency and the unavailability of on-call staff. This action is limited to
the operation of a bus to the nearest terminus, setting down only. As well, the
Employee must have driven a bus on a public roadway or have undertaken
refresher training ("Brush-Up") within the preceding three months
prior to taking over the control of any bus in traffic.
85. Handover Period
85.1 Where a Duty Officer, a Corridor Supervisor,
a Newcastle Bus and Ferries Control Room Operator, or a Radio Room Supervisor
signs off and is replaced, and their work is taken over by another Duty
Officer, a Corridor Supervisor, a Newcastle Bus and Ferries Control Room
Operator, or a Sydney Radio Room Supervisor, there will be a ten minute
handover period built into the shift.
86. Revenue
Protection Unit
86.1 Revenue Protection Officers and Senior
Revenue Protection Officers cannot have their rostered revenue protection
shifts cancelled to cover work at any depot.
86.2 However, Revenue Protection Officers and
Senior Revenue Protection Officers who are qualified may volunteer to cover a
Duty Officer’s or Corridor Supervisor’s shifts according to the roster principles
as well as special event days such as Mardi Gras and New Year’s Eve, where they
are not rostered on to work a revenue protection shift on a particular day.
87. Fatigue
Management
87.1 The parties recognise the application of the
fatigue management principles to all transport safety work. The parties are committed to abide by
current and future legislation relating to fatigue management in the rostering
of all transport safety work.
88. Duty Officer
(Night) Relief
88.1 All current work practices concerning Duty
Officer (Night) relief work will be undertaken by suitably qualified Bus
Operators, by examination.
88.2 There will be no changes to the relief
duties currently applying to the Bus Operations structure (refer to clauses
92.31 to 92.44 inclusive, of this Award).
89. Newcastle Revenue
Protection Function
89.1 The management of Newcastle Bus and Ferries,
and the Head of Revenue Protection of the employer shall determine the overall
direction of Newcastle revenue protection functions, subject to the policies of
the employer, and the delegated authority.
89.2 The operation of Newcastle revenue
protection day-to-day activities shall be managed by Newcastle Bus and Ferries
management.
89.3 The relief pool for Newcastle revenue
protection operations shall be two employees who are suitably qualified to act
up and perform revenue protection activities.
Such employees shall revert to substantive positions at the conclusion
of the relief work. The employees shall
be drawn exclusively from Newcastle Bus and Ferry operations.
90. Network Control
Centre Qualification Training
90.1 The employer will provide periodical
training for employees who wish to work in the Network Control Centre.
90.2 Applicants for the training will be selected
on merit.
90.3 Successful applicants will participate in a
full training course that will provide them with the skills to work in the
Network Control Centre.
90.4 Applicants who successfully complete the training
will participate in a Network Control Centre development program.
90.5 Once qualified, employees will be added to a
development pool, consisting of no less than eight employees.
90.6 Qualified employees will be rostered
periodically to work in the Network Control Centre. This will be done on a rotational basis through the development
pool.
90.7 Qualified employees may be asked to work in
the Network Control Centre from time to time subject to operational
requirements.
91. Operational
Support Review
91.1 The parties agree to continue to evaluate
the Depot Operational Supervision and Support Review.
91.2 Such review is to incorporate, but not be
limited to the following:
Training
& development requirements.
Competency
based structure.
Career
Development and succession.
Capacity
to cross and multi-skill all Employees.
92. Duty Officers and
Corridor Supervisors’ Roster Principles (Sydney & Newcastle)
92.1 These principles only apply to those
employees that are classified as, or acting as, Corridor Supervisors and Duty
Officers and will be rostered 152 ordinary hours in a four-week cycle.
92.2 Employees will be rostered one ADO in each
four-week roster cycle.
CONSULTATION
92.3 In the construction and maintenance of rosters,
management will consult with employees.
92.4 When consulting with employees, the
following issues should be considered:
Occupational,
Health & Safety.
Carer’s
responsibilities.
Impact
upon the family and social responsibilities of the affected employee.
MASTER
ROSTER
92.5 A master roster is the template that all
period rosters are based upon and will contain all known work.
INTRODUCTION
OF MASTER ROSTERS
92.6 In order to meet changing customer,
operational and commercial requirements, it is necessary from time to time to
alter rosters to cater for changed circumstances.
92.7 Master rosters shall be adjusted on the
provision of 28 days notice up to a maximum of twice per calendar year, except
in exceptional circumstances, and in consultation with affected employees,
master rosters will be adjusted in the following manner:
92.7.1 On the 28th day prior to introduction, a copy
of the new duty and period roster is to be given to all affected employees and
an additional copy placed on the depot notice board.
92.7.2 On the 21st day prior to introduction, concerns
raised with the rosters are to be provided to the relevant Manager. During the next seven days, the relevant
Manager is to modify the roster on the basis of concerns raised, providing such
alterations do not impact on the overall efficiency and cost of the roster.
92.7.3 The roster is to be displayed on the Tuesday
prior to introduction.
92.8 Rosters will be worked where they comply with
all relevant policies, industrial instruments and MOT/RTA regulations.
PERIOD
ROSTERS
92.9 Four weekly period rosters are constructed
by using the master roster as the template and then making the necessary
alterations to shifts or lines of work in accordance with the business needs
for the ensuing four weeks, which includes all known work.
92.10 Period rosters will be posted on the Tuesday
prior to the commencement of the new period roster on the Sunday.
92.11 When constructing the period roster, if a day
off pattern in the period roster is altered to be different to the master
roster, the relevant manager will consult with affected employees, except
during a week where a Public Holiday falls on a weekday. In such instance a day off may be inserted
into the Public Holiday.
92.12 If an employee has had approval to clear a
Public Holiday, there will be no requirement to work the Public Holiday unless
otherwise agreed between the employee and employer.
92.13 Employees may exchange shifts by mutual agreement
providing management approves the exchange.
92.14 Special events are to be built into the
period roster where known and will also be posted at least 14 days prior to the
event where known. When notice of a
special event is obtained after the posting of the period roster, the rosters
are to be altered in consultation with affected employees.
92.15 When constructing the period roster, if there
are more cut-out lines of work than there are holiday relief staff and that
cut-out line of work is two weeks duration (14 calendar days) or more, then
that line of work will be offered to a suitably qualified Corridor Supervisor
or Duty Officer. If the cut-out line of
work is less than two weeks duration (14 calendar days) and if the employer
determine that the short-term cancellation of the shift would adversely impact
on the employer’s delivery of services to customers (passengers), then those
shifts will be DOC’d into the existing roster.
DAILY
MAINTENANCE OF PERIOD ROSTERS
92.16 No alteration shall be made to the hours of
work of any employee except in cases of sickness, accident, failure of duty or
suspension from duty of an employee, attendance of an employee at court or
leave for employees at short notice, unless the employee is notified of such alteration
on attending for duty on the shift proceeding the one altered. The notice period can be waived by mutual
agreement between the employer and employee.
If an employee has two days off together, they must be advised of any
alteration of their work on the first day of their days off.
92.17 The provisions of this clause do not apply in
emergencies or unforeseen circumstances.
92.18 Where the employer makes a decision to fill a
vacant Corridor Supervisor or Duty Officer shift at any depot the following
procedures will apply:
92.18.1 When maintaining the period roster, if
cut-out work of 2 weeks duration (14 calendar days) or more becomes available,
then that cut-out work will be offered to a suitably qualified Corridor
Supervisor or Duty Officer. If the
cut-out work is less than two weeks duration (14 calendar days), then those
shifts will be DOC’d into the existing roster following the below procedure:
92.18.2 When the vacant shift is to be DOC’d
into the roster, it will be offered to the Corridor Supervisor or Duty Officer
from the depot/area where the vacant shift exists in the order of least amount
of offered DOCs for the current financial year.
92.18.3 Should there be no officer from the depot/region
where the vacant shift exists available to fill the vacant shift, the shift
will be offered to Corridor Supervisors and Duty Officers from other areas in
Sydney. The shift to be DOC’d will be
offered to the officer with the least amount of offered DOCs for the current
financial year, at the depot closest to where the shift is to be worked.
92.18.4 Should there be no officer available
to fill the vacant shift, then qualified Revenue Protection Officers not
rostered for work on the day may be asked to fill the shift.
92.18.5 If the employer has exhausted all
options available, a Senior or Salaried Employee may be rostered to assist a
Corridor Supervisor or Duty Officer with their duties.
92.19 Employees will not be called upon to work a
broken shift on a Saturday, Sunday or Public Holiday.
92.20 Any employee that attends for duty in
accordance with instructions but is not required, shall receive a minimum of
five hours pay unless at least 12 hours notice was given to them that they were
not required for duty.
92.21 If an employee commences duty and is not
required for the full shift, they will receive a minimum of seven hours pay.
92.22 Employees that perform shift work will have
one week in every three away from shifts that finish between midnight and
8am. This will only occur where it is a
practical option.
OVERTIME
92.23 Employees will only work overtime when they
have been properly authorised to do so.
92.24 Employees will be provided with 24 hours
notice of the requirement to work overtime where it is practical to do so.
92.25 Employees will have a ten hour break between
shifts.
92.26 Period rosters will show the commencement and
finishing times of all shifts. This
clause does not apply in cases of emergency or special events.
EMPLOYEES ON
LOAN
92.27 Employees on loan to other depots will be
provided with secure facilities for personal items.
REDUCTIONS
IN LINES OF WORK
92.28 Affected employees will be consulted when the
number of lines on a roster is reduced.
VACANT LINE OF
WORK
92.29 When a line of work becomes vacant at any
depot/region it will be filled by an employee at that depot/region with a
transfer lodged for the line of work.
The resultant vacancy will be filled by an employee with a transfer
lodged for the depot/region in which the line of work has become vacant
providing there is no Excess Employee within the grade that either have the
skills or can acquire the skills in the timeframe pursuant to the employer’s
Excess Employees Policy. In this case,
the position will be filled by the Excess Employee. If there are no Excess Employees available and no transfers
lodged, the vacant line of work will be advertised and filled on merit.
92.30 When a line of work becomes vacant the
employer will:
92.30.1 Make a decision about how the position
is to be filled.
92.30.2 If the position is to be filled,
either permanently or in accordance to clause 23 - Temporary Appointment, the
process of filling the position will be fully completed within 12 weeks from
the position becoming vacant.
92.30.3 If the employer makes a decision to
abolish the position, it will enter into a consultative process pursuant to
clause 19.
CONSTRUCTION
OF DUTY OFFICER (NIGHT) PERIOD ROSTER
92.31 When constructing the period roster, existing
relief arrangement enabling suitably qualified Bus Operators, qualified by
examination, to perform Duty Officer (Night) cut-out lines of work are to
continue.
92.32 When constructing the new period roster, the
Duty Officer (Night) "ADO" shift should not be covered by either
qualified Bus Operator or Duty Officer (Night) rosters until it can be
determined if there will be Days Off Cancelled (DOC) in the Bus Operators’
rosters.
DAILY
MAINTENANCE OF DUTY OFFICER (NIGHT) ROSTER
92.32 If the Bus Operator’s staff position is such
that the DOC’s are being rostered, then the vacant shift (including ADO shift)
is rostered into the Duty Officer (Night) line of work as a DOC.
92.33 If the Bus Operator’s staff position is such
that there are no DOCs being rostered, then the vacant Duty Officer (Night)
shift is to be rostered to a suitably qualified Bus Operator as an ordinary
shift.
93. Network Control
Centre Roster Principles
93.1 These principles only apply to those employees
that are classified, or acting, as Network Control Centre Senior Operators or
Operators and will be rostered 152 ordinary hours in a four-week cycle.
93.2 Employees will be rostered one ADO in each
four-week roster cycle.
CONSULTATION
93.3 In the construction and maintenance of
rosters, management will consult with employees.
93.4 When consulting with employees, the
following issues should be considered
Occupational,
Health & Safety.
Carer’s
responsibilities.
Impact
upon the family and social responsibilities of the affected employee.
MASTER
ROSTER
93.5 A master roster is the template that all
period rosters are based upon.
INTRODUCTION
OF MASTER ROSTERS
93.6 In order to meet changing customer,
operational and commercial requirements it is necessary from time to time to
alter rosters to cater for changed circumstances.
93.7 Master rosters shall be adjusted on the
provision of 28 days notice up to a maximum of twice per calendar year, except
in exceptional circumstances, and in consultation with affected employees,
master rosters will be adjusted in the following manner:
93.7.1 On the 28th day prior to introduction, a copy
of the new duty and period roster is to be given to all affected employees and
an additional copy placed on the depot notice board.
93.7.2 On the 21st day prior to introduction, concerns
raised with the rosters are to be provided to the relevant manager. During the next seven days, the relevant manager
is to modify the roster on the basis of concerns raised, providing such
alterations do not impact on the overall efficiency and cost of the roster.
93.7.3 The roster is to be displayed on the Tuesday
prior to introduction.
93.8 Rosters will be worked where they comply
with all relevant policies, the industrial instruments and relevant
Regulations.
PERIOD
ROSTERS
93.9 Four weekly period rosters are constructed
by using the master roster as the template and then making the necessary
alterations to shifts or lines of work in accordance with the business needs
for the ensuing four weeks, which includes all known work.
93.10 Period rosters will be posted on the Tuesday
prior to the commencement of the new period roster on the Sunday.
93.11 When constructing the period roster, if a day
off pattern in the period roster is altered to be different to the master
roster, the relevant manager will consult with affected employees, except
during a week where a Public Holiday falls on a weekday. In such instance, a day off may be inserted
into the Public Holiday.
93.12 When constructing the period roster,
higher-grade Senior duties should be rostered first on a rotational basis. The suitability of a Network Controller to
act in the Senior’s position will be at the discretion of management in
consultation with a Senior Network Controller, and the employee’s
representative. Once rostered the
supervisor shift, that employee will be deemed to be the Senior on that shift unless
a mutual swap is arranged with a Senior whom has been rostered a DOC.
93.13 If an employee has had approval to clear a
Public Holiday, there will be no requirement to work the Public Holiday unless
otherwise agreed between the employee and employer.
93.14 Employees may exchange shifts by mutual
agreement providing management approves the exchange, the exchange will not be
in breach of fatigue management principles and will be in accordance with any
industrial instruments governing the employees.
93.15 Special events shifts are to be built into
the period roster where known and will also be posted 14 days prior to the
event where known. When notice of a
special event is obtained after the posting of the period roster, the rosters
are to be altered in consultation with affected employees.
93.16 When constructing the period roster, if there
are more cut-out lines of work than there are holiday relief staff and that
cut-out line of work is one week duration (seven calendar days) or more, then
that line of work will be offered to a suitably qualified employee from the
relief pool. If the cut-out line of
work is less than one week duration (seven calendar days), then those shifts
will be DOC’d into the existing roster.
DAILY
MAINTENANCE OF PERIOD ROSTERS
93.17 No alteration shall be made to the hours of
work of any employee except in cases of sickness, accident, failure of duty or
suspension from duty of an employee, attendance of an employee at court or
leave for employees at short notice, unless the employee is notified of such
alteration on attending for duty on the shift proceeding the one altered. The notice period can be waived by mutual
agreement between the employer and employee.
If an employee has two days off together, they must be advised of any
alteration of their work on the first day of their days off.
93.18 The provisions of this clause do not apply in
emergencies or unforeseen circumstances.
93.19 Where the employer makes a decision to fill a
vacant Senior Network Controller or Network Control Centre Operator shift, the following
procedures will apply:
93.19.1 When maintaining the period roster, if
cut-out work of one week duration (seven calendar days) or more becomes
available, then that work will be offered to a suitably qualified employee from
the relief pool. If the cut-out work is
less than one week duration (seven calendar days), then those shifts may, at
the discretion of the management, be DOC’d into the existing roster following
the below procedure:
93.19.2 When the vacant shift is to be DOC’d
into the Network Control Centre Period Roster, it will be offered to the
Supervisor or Operator in the order of least amount of offered DOC’s for the
current financial year.
93.19.3 Should there be no Network Control
Centre Operator or Senior Network Controller rostered off on the day and the
employer determine that the shift must be covered, overtime can be offered to
Network Control Centre Operators or Senior Network Contoller to cover the shift
providing that the extended shift does not exceed 12 hours. If this overtime cannot be worked, then the
shift will be rostered to a suitably qualified employee from the relief pool.
93.20 Employees will not be called upon to work a
broken shift on a Saturday, Sunday or Public Holiday.
93.21 Any employee that attends for duty in
accordance with instructions but is not required, shall receive a minimum of
five hours pay unless at least 12 hours notice was given to them that they were
not required for duty.
93.21 If an employee commences duty and is not
required for the full shift, they will receive a minimum of seven hours pay.
93.22 Employees that perform shift work will have
one week in every three away from shifts that finish between midnight and
8am. This will only occur where it is a
practical option.
OVERTIME
93.24 Employees will only work overtime when they
have been properly authorised to do so.
93.25 Employees will be provided with 24 hours
notice of the requirement to work overtime where it is practical to do so.
93.26 Employees will have a ten hour break between
shifts.
93.27 Period rosters will show the commencement and
finishing times of all shifts. This
clause does not apply in cases of emergency or special events.
EMPLOYEES ON
LOAN
93.28 Employees on loan to the Network Control Centre
will be provided with secure facilities for personal items
REDUCTIONS
IN LINES OF WORK
93.29 Affected employees will be consulted when the
number of lines on a roster is to be reduced.
VACANT LINE
OF WORK
93.30 When a line of work becomes vacant, it will
be first offered to the holiday relief employee. If there are no Excess Employees available and no transfers
lodged, the vacant line of work will be advertised and filled on merit.
93.31 When a vacant line of work becomes vacant the
employer will:
93.31.1 Make a decision about how the position
is to be filled.
93.31.2 If the position is to be filled,
either permanently or in accordance to clause 23 - Temporary Appointment, the
process of filling the position will be fully completed within 12 weeks from
the position becoming vacant.
93.31.3 If the employer makes a decision to
abolish the position it will enter into a consultative process pursuant to
clause 19.
94. Revenue
Protection Unit Roster Principles
94.1 These principles only apply to those
employees that are classified or are acting in the positions of Senior Revenue
Protection Officers (SRPO) or Revenue Protection Officers (RPO) and will be
rostered 152 ordinary hours in a four week cycle.
94.2 Employees will be rostered one ADO in each
four week roster cycle.
CONSULTATION
94.3 In the construction and maintenance of
rosters management will consult with employees.
94.4 When consulting with employees the following
issues should be considered:
Occupation,
Health & Safety.
Carer’s responsibilities.
Impact
upon the family and social responsibilities of the affected employee.
MASTER
ROSTER
94.5 A master roster is the template that all
period rosters are based upon.
INTRODUCTION
OF MASTER ROSTERS
94.6 In order to meet changing customer,
operational and commercial requirements, it is necessary from time to time to
alter rosters to cater for changed circumstances.
94.7 Master rosters shall be adjusted on the
provision of 28 days notice up to a maximum of twice per calendar year, except
in exceptional circumstances, and in consultation with affected employees,
master rosters will be adjusted in the following manner:
94.7.1 On the 28th day prior to introduction, a copy
of the new duty and period roster is to be given to all affected employees and
an additional copy placed on the depot notice board.
94.7.2 On the 21st day prior to introduction, concerns
raised with the rosters are to be provided to the relevant manager. During the next seven days, the relevant
manager is to modify the roster on the basis of concerns raised, providing such
alterations do not impact on the overall efficiency and cost of the roster.
94.7.3 The roster is to be displayed on the Tuesday
prior to introduction.
94.8 Rosters will be worked where they comply with
all relevant policies and industrial instruments.
PERIOD
ROSTERS
94.9 Four weekly period rosters are constructed
by using the master roster as the template and then making the necessary alterations
to shifts or lines of work in accordance with the business needs for the
ensuing four weeks.
94.10 Period rosters will be posted on the Tuesday
prior to the commencement of the new period roster on the Sunday.
94.11 When constructing the period roster, if a day
off pattern in the period roster is altered to be different to the master
roster, affected employees will be consulted, except during a week where a
Public Holiday falls on a weekday. In
such instance, the day off may be inserted into the Public Holiday.
94.12 When constructing the period roster, vacant
SRPO duties will be rostered first on a rotational basis to suitable RPOs from
that team of RPOs. The suitability of a
RPO to act in the SRPO’s position will be at the discretion of management in
consultation with a SRPO and the employee’s representative. Once rostered the SRPO shift, that employee
will be deemed to be the SRPO on that shift unless a mutual swap is arranged
with a SRPO whom has been rostered a DOC.
94.13 If an employee has had approval to clear a
Public Holiday, there will be no requirement to work the Public Holiday unless
otherwise agreed between the employee and employer.
94.14 Employees may exchange shifts by mutual
agreement providing management approves the exchange, the exchange will not be
in breach of fatigue management principles and will be in accordance with any
industrial instruments governing the employees.
94.15 Special events shifts are to be built into
the period roster where known and will also be posted 14 days prior to the
event where known. When notice of a
special event is obtained after the posting of the period roster, the rosters
are to be altered in consultation with affected employees.
94.16 In general, annual leave will be rostered to
enable two employees (one pair) to be off at one time, except in Newcastle
where existing leave arrangements apply.
94.17 When constructing the period roster, if it is
apparent that there is a single cut-out line of work and this cut-out line of
work is one week duration (seven calendar days) or more, then that line of work
will be offered to a suitably qualified employee from the relief pool. If the cut-out line of work is less than one
week duration (seven calendar days), then those shifts will be DOC’d into the
existing roster if there is an Employee rostered off.
DAILY
MAINTENANCE OF PERIOD ROSTERS
94.18 No alteration shall be made to the hours of
work of any employee except in cases of sickness, accident, failure of duty or
suspension from duty of an employee, attendance of an employee at court or
leave for employees at short notice, unless the employee is notified of such
alteration on attending for duty on the shift proceeding the one altered. The notice period can be waived by mutual
agreement between the employer and employee.
If an employee has two days off together, they must be advised of any
alteration of their work on the first day of their days off.
94.19 The provisions of this clause do not apply in
emergencies or unforeseen circumstances.
94.20 Where the employer makes a decision to fill a
vacant Revenue Protection Officer or Supervisor’s shift, the following
procedures will apply:
94.20.1 Whilst maintaining the period roster,
if cut-out work of one week duration (seven calendar days) or more becomes
available, then that line of work will be offered to a suitably qualified
employee from the relief pool. If the
cut-out work is less than one week duration (seven calendar days), then those
shifts may, at the discretion of the management, be DOC’d into the existing
roster following the below procedure.
94.20.2 When the vacant shift is to be DOC’d
into the Revenue Protection Unit’s Period Roster, it will be offered to the SRPO
or RPO in the order of least amount of offered DOCs for the current financial
year.
94.20.3 Should there be no SRPO or RPO
rostered off on the day and management determine that the shift must be
covered, overtime can be offered to SRPOs or RPOs to cover the shift providing
that the extended shift does not exceed 12 hours. If this overtime cannot be worked, then the shift will be
rostered to a suitably qualified employee from the relief pool.
94.21 Employees will not be called upon to work a
broken shift on a Saturday, Sunday or Public Holiday.
94.22 Any employee that attends for duty in
accordance with instructions but is not required, shall receive a minimum of
five hours pay unless at least twelve hours notice was given to them that they
were not required for duty.
94.23 If an employee commences duty and is not
required for the full shift, they will receive a minimum of seven hours pay.
94.24 Employees that perform shift work will have
one week in every three away from
shifts that finish between midnight and 8am.
This will only occur where it is a practical option.
OVERTIME
94.25 Employees will only work overtime when they
have been properly authorised to do so.
94.26 Employees will be provided with 24 hours
notice of the requirement to work overtime where it is practical to do so.
94.27 Employees will have a ten hour break between
shifts.
94.28 Period rosters will show the commencement and
finishing times of all shifts. This
clause does not apply in cases of emergency or special events.
REDUCTIONS
IN LINES OF WORK
94.29 Affected employees will be consulted when the
number of lines on a roster is to be reduced.
VACANT LINE
OF WORK
94.30 When a line of work becomes vacant, if there
are no Excess Employees available and no transfers lodged, the vacant line of
work will be advertised and filled on merit.
94.31 When a line of work becomes vacant the
employer will:
94.31.1 Make a decision about how the position
is to be filled,
94.31.2 If the position is to be filled, either
permanently or in accordance to clause 23 - Temporary Appointment, the process
of filling the position will be fully completed within 12 weeks from the
position becoming vacant.
94.31.3 If the employer makes a decision to
abolish the position it will enter into a consultative process pursuant to
clause 19.
PART 3 - SENIOR OFFICER STREAM
95. Hours of Work for
Senior Officers
95.1 The ordinary hours of work for full time
Senior Officers covered by this Award shall be 38 hours per week.
95.2 Casual and Temporary Senior Officers may be
required to work at any of the employer's work locations.
95.3 Ordinary hours of duty may be worked to
provide for 152 hours work in a four-week work cycle to enable officers to have
one day off duty during that cycle by accruing additional working time on other
working days, such hours to be arranged within shift limits specified in 95.1.
Payment in these circumstances to be made on an averaging basis of 76 ordinary
hours a fortnight.
96. Span of Hours
96.1 The hours of duty specified in clause 95
shall, as far as practicable, be worked between 8.30 a.m. and 5.30 p.m. but
where the requirements of the service call for work during other periods, such
periods may be fixed by the employer, provided that the times between which the
ordinary hours shall be worked may be altered by agreement between the employer
and the union.
97. Overtime &
Recall to Duty Provisions for Senior Officers
Overtime
97.1 Senior Officers covered by this Award are
not entitled to payment for time worked in excess of their ordinary hours of
duty. However, the employer and
employees and their representatives, may make arrangements for a payment to be
made to employees required to work overtime, consistent with sub-clause 97.2.
97.2 Subject to the prior approval of the
relevant General Manager, Senior Officers required to perform additional duties
outside normal hours (e.g. extraordinary activities, special projects and
special events), shall be paid at the rate of time and one half for time worked
on such additional duties.
97.3 When overtime work is necessary it shall,
where reasonably practicable, be arranged so that employees have at least ten
consecutive hours off duty between the work of successive days.
Recall to
Duty
97.4 A Senior Officer recalled to duty outside of
the employee’s normal working hours shall be paid a minimum of three hours at
the rate prescribed in sub-clause 97.2.
No additional payment will be provided for travel time involved in any
recall to duty under this clause.
97.5 Any claim made by a Senior Officer in
accordance with this clause, must be approved by the Senior Officer’s General
Manager.
Time off in
lieu
97.6 Where overtime is payable to a Senior
Officer, and where the relevant General Manager agrees, a Senior Officer may
elect to take time off in lieu of overtime.
Provided that time off in lieu for overtime shall be at single time only
and not time and one half.
97.7 Where a Senior Officer has not cleared time
off in lieu within three months of accrual, the Senior Officer shall be paid
for the time in lieu at the appropriate rate or rates.
97.8 The employer shall record time off in lieu
arrangements for each time this provision is used.
98. Transfers Within
the Division
98.1 Transfers to similar positions of the same
grade in other locations or divisions within the Division will be permitted,
subject to management determination and recognising the needs of the business.
99. Performance
Agreement Programs
99.1 Increment increases for all Senior Officers
will be subject to satisfactory performance.
99.2 The General Manager, Human Resources, will
determine performance agreement programs for each area or classification. Individual performance agreements will be
developed and agreed between the individual employee and their manager. The programs will include, but not be
limited to:
being
cyclical;
Incorporating
a progress review process to operate during the overall cycle;
including specific
goals or objectives linking the performance of individual employees to the
employer’s overall goals and objectives.
These goals and objectives will be agreed between the Manager and
employee on a cyclical 12 month period;
providing,
as far as is possible, objectively measurable performance indicators;
including
provisions for revising goals and objectives in the light of changed
circumstances
99.3 The performance agreement programs will be
designed to allow for one-step increment advances for satisfactory performance,
accelerated advancement for outstanding performance by Senior Officers, or
withholding advancement where performance does not meet expectations.
99.4 The General Manager, Human Resources will
provide a review process for Officers who are dissatisfied with Assessment
outcomes.
99.5 During the development of overall
performance agreement programs, an incentive payment for employees at the top
of their respective band will be developed.
100. Increment
Increases
100.1 A Senior Officer is entitled to annual
increment advancement, subject to written certification of satisfactory
performance in relation to their Performance Agreement by the appropriate
manager in accordance with clause 99.
100.2 If an employee’s performance has been unsatisfactory
over the 12-month increment period subject to clause 30, the manager, in
consultation with the relevant General Manager may make application to the
General Manager, Human Resources to withhold a due increment. All cases must be
fully documented with supporting reasons.
100.3 If an employee’s performance has been
exceptional over the 12-month increment period subject to clause 99, the
Manager, in consultation with the Area General Manager may make application to
the General Manager, Human Resources to grant a two-step increment. All cases
must be fully documented with supporting reasons.
101. Filling of
Authorised Positions
101.1 When a position becomes vacant, the employer
shall determine if the position is to continue as an authorised Position.
101.2 The employer will fill vacant positions which
it intends to maintain on its establishment within six months either
permanently or in accordance with Clause 23 - Temporary Appointment.
102. Salary Movement
Linked to Promotion & Acting in Higher Grade
102.1 Where an employee is promoted, or acts in a
higher graded position, the employee will receive either:
102.1.1 The minimum salary of the grade of the
position to which the employee is being promoted or is acting in; or
102.1.2 Should the employee’s existing salary
be greater than the minimum salary of the higher graded position, the employee
shall progress to the service increment(s) within the grade which provides a
minimum of 3 per cent to 5 per cent increase or greater.
102.2 The employer may offer a salary greater than
that provided in sub-clauses 102.1.1 and 102.1.2 provided that the salary is no
greater than the maximum increment of the relevant grade and that two General
Managers, including the General Manager, Human Resources agree. Such approval
must be documented and can only be given where both General Managers are
satisfied that either:
102.3 The experience, ability and qualifications of
the employee warrant a salary higher than that applying in sub-clauses 102.1.1
and 102.1.2, or
102.4 The employee's current rate of pay is already
close to, or above, that provided in subclauses 102.1.1 and 102.1.2,
necessitating a higher level in order to provide a financial incentive to
accept the position.
Schedule A - Senior Officers’ Pay rates
Includes
2.5% increase applied 1 January 2012
Grade
|
Step 1
|
Step 2
|
Step 3
|
Step 4
|
Step 5
|
A
|
75,392
|
78,017
|
80,828
|
83,971
|
87,619
|
B
|
86,799
|
89,661
|
92,760
|
96,152
|
99,830
|
C
|
96,788
|
99,958
|
103,415
|
107,065
|
111,018
|
D
|
107,539
|
111,062
|
114,838
|
119,130
|
123,776
|
E
|
118,297
|
122,229
|
126,759
|
131,685
|
137,125
|
F
|
131,356
|
135,722
|
140,584
|
145,906
|
151,842
|
G
|
143,491
|
148,554
|
154,102
|
159,934
|
166,396
|
Includes 2.5%
increase applied 1 January 2013
Grade
|
Step 1
|
Step 2
|
Step 3
|
Step 4
|
Step 5
|
A
|
77,277
|
79,967
|
82,849
|
86,070
|
89,809
|
B
|
88,969
|
91,903
|
95,079
|
98,556
|
102,326
|
C
|
99,208
|
102,457
|
106,000
|
109,742
|
113,793
|
D
|
110,227
|
113,839
|
117,709
|
122,108
|
126,870
|
E
|
121,254
|
125,285
|
129,928
|
134,977
|
140,553
|
F
|
134,640
|
139,115
|
144,099
|
149,554
|
155,638
|
G
|
147,078
|
152,268
|
157,955
|
163,932
|
170,556
|
Includes 2.5%
increase applied 1 January 2014
Grade
|
Step 1
|
Step 2
|
Step 3
|
Step 4
|
Step 5
|
A
|
79,209
|
81,966
|
84,920
|
88,222
|
92,054
|
B
|
91,193
|
94,201
|
97,456
|
101,020
|
104,884
|
C
|
101,688
|
105,018
|
108,650
|
112,486
|
116,638
|
D
|
112,983
|
116,685
|
120,652
|
125,161
|
130,042
|
E
|
124,285
|
128,417
|
133,176
|
138,351
|
144,067
|
F
|
138,006
|
142,593
|
147,701
|
153,293
|
159,529
|
G
|
150,755
|
156,075
|
161,904
|
168,030
|
174,820
|
These rates
do not include the Industry Allowance
Schedule B
SALARIED OFFICERS’ PAY RATES
Clerk Grade 1
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
39,899
|
40,896
|
41,918
|
2nd year
|
41,656
|
42,697
|
43,764
|
3rd year
|
43,036
|
44,112
|
45,215
|
4th year
|
44,809
|
45,929
|
47,077
|
5th year
|
46,002
|
47,152
|
48,331
|
6th year
|
47,381
|
48,566
|
49,780
|
|
|
|
|
Clerk Grade 2
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
48,051
|
49,252
|
50,483
|
2nd year
|
48,721
|
49,939
|
51,187
|
|
|
|
|
Clerk Grade 3
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
49,576
|
50,815
|
52,085
|
2nd year
|
50,787
|
52,057
|
53,358
|
3rd year
|
51,615
|
52,905
|
54,228
|
|
|
|
|
Clerk Grade 4
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
52,638
|
53,954
|
55,303
|
2nd year
|
54,000
|
55,350
|
56,734
|
3rd year
|
55,465
|
56,852
|
58,273
|
|
|
|
|
Clerk Grade 5
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
56,650
|
58,066
|
59,518
|
2nd year
|
58,864
|
60,336
|
61,844
|
3rd year
|
60,678
|
62,195
|
63,750
|
|
|
|
|
Clerk Grade 6
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
61,874
|
63,421
|
65,007
|
2nd year
|
63,585
|
65,175
|
66,804
|
3rd year
|
65,985
|
67,635
|
69,326
|
|
|
|
|
Clerk Grade
Special
|
1 Jan 2012
|
1 Jan 2013
|
1 Jan 2014
|
|
$
|
$
|
$
|
1st year
|
67,172
|
68,851
|
70,572
|
2nd year
|
70,725
|
72,493
|
74,305
|
3rd year
|
74,316
|
76,174
|
78,078
|
These
rates do not include the Industry Allowance
Schedule C
ALLOWANCES
Item
|
Description
|
1-Jan-2012
|
1-Jan-2013
|
1-Jan-2014
|
|
|
$
|
$
|
$
|
1
|
Shift Work Allowance
|
|
|
|
|
Afternoon Shift
|
3.15
|
3.23
|
3.31
|
|
|
|
|
|
|
Night Shift
|
3.66
|
3.75
|
3.84
|
|
|
|
|
|
|
Early Morning Shift
|
3.15
|
3.23
|
3.31
|
|
|
|
|
|
2
|
Shift Work Loading
|
2.41
|
2.47
|
2.53
|
|
|
|
|
|
3
|
Industry Allowance
|
2,291
|
2,348
|
2,407
|
|
|
|
|
|
4
|
Uniform Allowance
|
|
|
|
|
|
3 trousers
|
|
|
7 shirts
|
|
|
2 items of jacket or
vest or jumper
|
|
Complimentary Initial Issue:
|
1 pair of shoes
|
|
|
1 State Transit winter
jacket
|
|
|
1 Hat
|
|
|
1 Rain set
|
|
|
|
|
Annual uniform allowance
|
2 trousers
|
|
(paid on an annual or six monthly basis) is
|
3 shirts
|
|
equivalent to the cost of purchasing:
|
1 jacket
|
|
Note: Personal Protective Equipments (PPE) is subject to
State Transit Fair Wear and Tear policy
|
E.
A. R. BISHOP, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.