Clerical and Administrative Employees (State) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 201457 of 2021)
Before Commissioner Sloan
|
2 March 2022
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
PART A
13. Allowances
and Expenses
14. Annual
Leave
2. Anti-Discrimination
34. Area,
Incidence and Duration
1. Arrangement
22. Award
Display
17. Bereavement
Leave
5. Casual
Employees
8. Classification
Structure - Clerical and Administrative Employees Only
23. Deduction
of Union Membership Fees
3. Definitions
31. Dispute
Avoidance and Grievance Procedure
26. Enterprise
Consultative Mechanism
29. Exemptions
10. Hours of
Work - Shift Workers
9. Hours of
Work - Weekly Employees
19. Jury
Service
24. Labour
Flexibility
33. Other
Legislation
12. Overtime
18. Parental
Leave
6. Part-Time
Employees
7. Payment of
Wages
16. Personal/Carer’s
Leave
28. Redundancy
30. Salary
Packaging
15. Sick Leave
11. Sundays and
Public Holidays
20. Superannuation
32. Telephone
Canvassers (Other Than for the Sale of Goods)
27. Termination
of Engagement
4. Terms of
Engagement
25. Training
21. Union
Notice Board
PART B - MONETARY RATES
Table 1 - Adult Wages
Table 2 - Juniors Wages
Table 3 - Telephone Canvassers (Other Than for the Sale
of Goods)
Table 4 - Other Rates and Allowances
2. Anti-Discrimination
2.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, sexuality, gender identity, age and responsibilities as a carer.
2.2 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.
2.3 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.
2.4 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or providing
junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
2.5 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.
3. Definitions
3.1 Unions will mean
the New South Wales Local Government, Clerical, Administrative, Energy,
Airlines and Utilities Union (United Services Union) and Unions NSW
3.2 Trainee is an
individual who is a signatory to a training agreement registered with the
relevant NSW Training Authority and is involved in paid work and structured
training, which may be on or off the job. A trainee can be full-time, part-time
or school-based. Trainees are employed in accordance with the Training Wage
(State) Award 2002.
4. Terms of Engagement
4.1 All employees
will be employed as weekly, casual or part-time employees.
4.2 An employer will
inform each employee as to the terms of their employment and, in particular,
whether they are a weekly, part-time or casual employee, employed on day and/or
shift work or a combination thereof as provided for in Clause 9 - Hours of Work
- Weekly employees and/or Clause 10 - Hours of Work - Shift Workers.
4.3 Secure
Employment
(a) Objective of
this Clause
The objective of this clause is for the employer to
take all reasonable steps to provide its employees with secure employment by
maximising the number of permanent positions in the employer’s workforce, in
particular by ensuring that casual employees have an opportunity to elect to
become full-time or part-time employees.
(b) Casual
Conversion
(i) A
casual employee engaged by a particular employer on a regular and systematic
basis for a sequence of periods of employment under this Award during a
calendar period of six months will thereafter have the right to elect to have
their ongoing contract of employment converted to permanent full-time
employment or part-time employment if the employment is to continue beyond the
conversion process prescribed by this subclause.
(ii) Every employer
of such a casual employee must give the employee notice in writing of the
provisions of this sub-clause within four weeks of the employee having attained
such period of six months. However, the employee retains their right of
election under this subclause if the employer fails to comply with this notice
requirement.
(iii) Any casual
employee who has a right to elect under paragraph (b)(i),
upon receiving notice under paragraph (b)(ii) or after the expiry of the time
for giving such notice, may give four weeks’ notice in writing to the employer
that they seek to elect to convert their ongoing contract of employment to
full-time or part-time employment, and within four weeks of receiving such
notice from the employee, the employer will consent to or refuse the election,
but must not unreasonably so refuse. Where an employer refuses an election to
convert, the reasons for doing so must be fully stated and discussed with the
employee concerned, and a genuine attempt must be made to reach agreement. Any
dispute about a refusal of an election to convert an ongoing contract of
employment must be dealt with as far as practicable and with expedition through
the disputes settlement procedure.
(iv) Any casual
employee who does not, within four weeks of receiving written notice from the
employer, elect to convert their ongoing contract of employment to full-time
employment or part-time employment will be deemed to have elected against any
such conversion.
(v) Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with the employer.
(vi) If a casual
employee has elected to have their contract of employment converted to
full-time or part-time employment in accordance with paragraph (b)(iii), the
employer and employee will, in accordance with this paragraph, and subject to
paragraph (b)(iii), discuss and agree upon:
(1) whether the
employee will convert to full-time or part-time employment; and
(2) if it is agreed
that the employee will become a part-time employee, the number of hours and the
pattern of hours that will be worked either consistent with any other part-time
employment provisions of this award or pursuant to a part time work agreement
made under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert his or her contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert his or her contract of employment
to part-time employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed between the
employer and the employee.
(vii) Following an
agreement being reached pursuant to paragraph (vi), the employee will convert
to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it will be dealt with as far as practicable
and with expedition through the disputes settlement procedure.
(viii) An employee must
not be engaged and re-engaged, dismissed or replaced in order to avoid any
obligation under this subclause.
(c) Occupational
Health and Safety
(i) For
the purposes of this subclause, the following definitions will apply:
(1) A "labour
hire business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust or unit trust,
corporation and/or person) which has as its business function, or one of its
business functions, to supply staff employed or engaged by it to another
employer for the purpose of such staff performing work or services for that
other employer.
(2) A
"contract business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit trust, corporation and/or person) which is contracted by another employer
to provide a specified service or services or to produce a specific outcome or
result for that other employer which might otherwise have been carried out by
that other employer’s own employees.
(ii) Any employer
which engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer’s premises will do the following (either
directly, or through the agency of the labour hire or contract business):
(1) consult with
employees of the labour hire business and/or contract business regarding the
workplace occupational health and safety consultative arrangements:
(2) provide
employees of the labour hire business and/or contract business with appropriate
occupational health and safety induction training including the appropriate
training required for such employees to perform their jobs safely;
(3) provide
employees of the labour hire business and/or contract business with appropriate
personal protective equipment and/or clothing and all safe work method
statements that they would otherwise supply to their own employees; and
(4) ensure
employees of the labour hire business and/or contract business are made aware
of any risks identified in the workplace and the procedures to control those
risks.
(iii) Nothing in this
subclause (c) is intended to affect or detract from any obligation or
responsibility upon a labour hire business arising under the Work Health and
Safety Act 2011 or the Workplace Injury Management and Workers
Compensation Act 1998.
(d) Disputes
Regarding the Application of this Clause
Where a dispute arises as to the application or
implementation of this clause, the matter must be dealt with pursuant to the
disputes settlement procedure of this award.
(e) This clause has
no application in respect of organisations which are properly registered as
Group Training Organisations under the Apprenticeship and Traineeship Act
2001 (or equivalent interstate legislation) and are deemed by the relevant
State Training Authority to comply with the national standards for Group
Training Organisations established by the ANTA Ministerial Council.
5. Casual Employees
5.1 "Casual
Employee" will mean an employee who is engaged and paid as such.
5.2 Subject to this
clause, the hours of work will be those prescribed by Clause 9 - Hours of Work
or Clause 10 - Shift Work.
5.3 Casual employees
will be paid at an hourly rate equal to the appropriate weekly rate divided by
thirty-eight or by the number of ordinary hours worked by clerical employees,
other than casual and part-time employees in the establishment, whichever is
the lesser, plus 20 per cent.
5.4 Casual employees
will be entitled to a minimum payment of four hours' work at the appropriate
rate.
5.5 Where overtime
and shift loadings are payable as provided for in Clause 10 and Clause 12,
these will be paid in addition to the rate provided for in subclause 5.3.
5.6 Personal Carers
Entitlement for Casual Employees
(i) Subject
to the evidentiary and notice requirements in paragraphs 16.2.2 and 16.2.4
casual employees are entitled to not be available to attend work, or to leave
work if they need to care for a person prescribed in paragraph 16.2.3 of Clause
16, who are sick and require care and support, or who require care due to an
unexpected emergency, or the birth of a child
(ii) The employer
and the employee will agree on the period for which the employee will be
entitled to be unavailable to attend work. In the absence of agreement, the
employee is entitled to be unavailable to attend work for up to 48 hours (i.e.
two days) per occasion. The casual employee is not entitled to any payment for
the period of non-attendance.
(iii) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause. The rights of an employer to engage
or not to engage a casual employee are otherwise not affected.
5.7 Bereavement
Leave for Casual Employees
(i) Subject
to the evidentiary and notice requirements in subclause 17.2, casual employees
are entitled to be unavailable to attend work, or to leave work upon the death
in Australia of a person prescribed in paragraph 16.2.3.
(ii) The employer
and the employee will agree on the period for which the employee will be
entitled to be unavailable to attend work. In the absence of agreement, the
employee is entitled to not be available to attend work for up to 48 hours
(i.e. two days) per occasion. The casual employee is not entitled to any
payment for the period of non-attendance.
(iii) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause. The right of an employer to engage or
not engage a casual employee are otherwise not affected.
6. Part-Time Employees
6.1 A part-time
employee will mean an employee who is employed to work regular days and regular
hours, either of which are less than the number of days or hours worked by
weekly clerical employees employed by the employer, but such days will not be
less than two per week and such hours will not be less than 12 per week.
6.2 Subject to this
clause, the provisions of Clause 9 - Hours of Work or Clause 10 - Shift Work
will apply to part-time employees.
6.3 Part-time employees
will be paid at an hourly rate equal to the appropriate weekly rate divided by
thirty-eight or by the number of ordinary hours worked by clerical employees,
other than casual and part-time employees, in the establishment whichever is
the lesser.
6.4 The terms of
this award will apply pro rata to part-time employees.
6.5 Notwithstanding
the provisions of this clause, the Union and an employer may agree, in writing,
to observe other conditions in order to meet special cases.
7. Payment of Wages
7.1 Wages will be
paid weekly or fortnightly, in cash, by cheque or electronic funds transfer.
Prior to its introduction the employer should discuss the implementation of
fortnightly pay with the employees.
7.2 The minimum
rates of wages per week for adult employees will be as set out in Part B,
Monetary Rates, Table 1 - Adult Wages.
7.3 The minimum
rates of wages for junior employees will be as set out in Part B, Monetary
Rates, Table 2 - Junior Wages. Junior
rates will be calculated to the nearest five cents.
7.4 State Wage Case
Adjustment
The rates of pay in this award include the adjustments
payable under State Wage Case 2021.
These adjustments may be offset against:
(i) any
equivalent over award payments, and/or;
(ii) Award wage
increases since 29 May 1991 other than safety net, State Wage Case and minimum
rates adjustments.
8. Classification
Structure - Clerical and Administrative Employees Only
NOTE: For the
classification and conditions relating to Telephone Canvassers (other than for
the sale of goods) see Clause 32.
All adult employees will be graded in one of the
following grades and informed accordingly in writing within 14 days of
appointment to the position held by the employee and subsequent graded
positions.
An employee will be graded in the grade where the
principal function of his/her employment, as determined by the employer, is of
a clerical nature and is described in paragraphs 8.1.1, 8.2.1, 8.3.1, 8.4.1 or
8.5.1 of this clause.
8.1 Grade 1
8.1.1 A Grade 1
position is described as follows
(i) The
employee may work under direct supervision with regular checking of progress.
(ii) An employee at
this grade applies knowledge and skills to a limited range of tasks. The choice of actions required is clear.
(iii) Usually work
will be performed within established routines, methods and procedures that are
predictable, and which may require the exercise of limited discretion.
8.1.2 Indicative tasks
of a Grade 1 position are:
Unit
|
Element
|
Information Handling
|
Receive and distribute incoming mail
|
|
Receive and dispatch outgoing mail
|
|
Collate and dispatch documents for bulk mailing
|
|
File and retrieve documents
|
Communication
|
Receive and relay oral and written messages
|
|
Complete simple forms
|
Enterprise
|
Identify key functions and personnel
|
|
Apply office procedures
|
Technology
|
Operate office equipment appropriate to the tasks to be
completed
|
|
Open computer file, retrieve and copy data
|
|
Close files
|
Organisational
|
Plan and organise a personal daily work routine
|
Team
|
Complete allocated tasks
|
Business Financial
|
Record petty cash transactions
|
|
Prepare banking documents
|
|
Prepare business source documents
|
8.2 Grade 2
8.2.1 A Grade 2
position is described as follows:
(i) The
employee may work under routine supervision with intermittent checking.
(ii) An employee at this
grade applies knowledge and skills to a range of tasks. The choice of actions required is usually
clear, with limited complexity in the choice.
(iii) Work will be
performed within established routines, methods and procedures, which involve
the exercise of some discretion and minor decision making.
8.2.2 Indicative tasks
of a Grade 2 position are:
Unit
|
Element
|
Information Handling
|
Update and modify existing organisational records
|
|
Remove inactive files
|
|
Copy data on to standard forms
|
Communication
|
Respond to incoming telephone calls
|
|
Make telephone calls
|
|
Draft simple correspondence
|
Enterprise
|
Provide information from own function area
|
|
Re-direct inquiries and/or take appropriate follow-up
action
|
|
Greet visitors and attend to their needs
|
Technology
|
Operate equipment
|
|
Identify and/or rectify minor faults in equipment
|
|
Edit and save information
|
|
Produce document from written text using standard format
|
|
Shutdown equipment
|
Organisational
|
Organise own work schedule
|
|
Know roles and functions of other employees
|
Team
|
Participate in identifying tasks for team
|
|
Complete own tasks
|
|
Assist others to complete tasks
|
Business Financial
|
Reconcile invoices for payment to creditors
|
|
Prepare statements for debtors
|
|
Enter payment summaries into journals
|
|
Post Journals to ledger
|
8.3 Grade 3
8.3.1 A Grade 3 position
is described as follows:
(i) The
employee may work under limited supervision with checking related to overall
progress.
(ii) An employee at
this grade may be responsible for the work of others and may be required to
co-ordinate such work.
(iii) An employee at
this grade applies knowledge with depth in some areas and a broad range of
skills. Usually work will be performed
within routines, methods and procedures where some discretion and judgement is
required.
8.3.2 Indicative tasks
of a Grade 3 position are:
Unit
|
Element
|
Information Handling
|
Prepare new files
|
|
Identify and process inactive files
|
|
Record documentation movements
|
Communication
|
Respond to telephone, oral and written requests for
information
|
|
Draft routine correspondence
|
|
Handle sensitive inquiries with tact and discretion
|
Enterprise
|
Clarify specific needs of client/other employees
|
|
Provide information and advice
|
|
Follow-up on client/employee needs
|
|
Clarify the nature of a verbal message
|
|
Identify options for resolution and act accordingly
|
Technology
|
Maintain equipment
|
|
Train others in the use of office equipment
|
|
Select appropriate media
|
|
Establish document structure
|
|
Produce documents
|
Organisational
|
Co-ordinate own work routine with others
|
|
Make and record appointments on behalf of others
|
|
Make travel and accommodation bookings in line with given
itinerary
|
Team
|
Clarify tasks to achieve group goals
|
|
Negotiate allocation of tasks
|
|
Monitor own completion of allocated tasks
|
Business Financial
|
Reconcile accounts to balance
|
|
Prepare bank reconciliations
|
|
Document and lodge takings at bank
|
|
Receive and document payment/takings
|
|
Dispatch statements to debtors
|
|
Follow-up and record outstanding accounts
|
|
Dispatch payments to creditors
|
|
Maintain stock control records
|
8.4 Grade 4
8.4.1 A Grade 4
position is described as follows:
(i) The
employee may be required to work without supervision, with general guidance on
progress and outcomes sought.
Responsibility for the organisation of the work of others may be
involved.
(ii) An employee at
this grade applies knowledge with depth in some areas and a broad range of
skills. There is a wide range of tasks,
and the range and choice of actions required will usually be complex.
(iii) An employee at
this grade applies competencies usually applied within routines, methods and
procedures where discretion and judgement is required, for both self and
others.
8.4.2 Indicative tasks
of a Grade 4 position are:
Unit
|
Element
|
Information Handling
|
Categorise files
|
|
Ensure efficient distribution of files and records
|
|
Maintain security of filing system
|
|
Train others in the operation of the filing system
|
|
Compile report
|
|
Identify information source(s) inside and outside the
organisation
|
Communication
|
Receive and process a request for information
|
|
Identify information source(s)
|
|
Compose report/correspondence
|
Enterprise
|
Provide information on current service provision and
resource allocation within area of responsibility
|
|
Identify trends in client requirements
|
Technology
|
Maintain storage media
|
|
Devise and maintain filing system
|
|
Set printer for document requirements when various set-ups
are available
|
|
Design document format
|
|
Assist and train network users
|
|
Shutdown network equipment
|
Organisational
|
Manage diary on behalf of others
|
|
Assist with appointment preparation and follow up for
others
|
|
Organise business itinerary
|
|
Make meeting arrangements
|
|
Record minutes of meeting
|
|
Identify credit facilities
|
|
Prepare content of documentation for meetings
|
Team
|
Plan work for the team
|
|
Allocate tasks to members of the team
|
|
Provide training for team members
|
Business Financial
|
Prepare financial reports
|
|
Draft financial forecasts/budgets
|
|
Undertake and document costing procedures
|
8.5 Grade 5
8.5.1 A Grade 5 position
is described as follows:
(i) The
employee may be supervised by professional staff and may be responsible for the
planning and management and evaluation of the work of others.
(ii) An employee at
this grade applies knowledge with substantial depth in some areas, and a range
of skills, which may be varied or highly specific. The employee may receive assistance with
specific problems.
(iii) An employee at
this grade applies knowledge and skills independently and non-routinely. Judgement and initiative are required.
8.5.2 Indicative tasks
of a Grade 5 position are:
Unit
|
Element
|
Information Handling
|
Implement new/improved system
|
|
Update incoming publications
|
|
Circulate publications
|
|
Identify information source(s) inside and outside the
organisation
|
Communication
|
Obtain data from external sources
|
|
Produce report
|
|
Identify need for documents and/or research
|
Enterprise
|
Assist with the development of options for future
strategies
|
|
Assist with planning to
match future requirements with resource allocation
|
Technology
|
Establish and maintain a small network
|
|
Identify document requirements
|
|
Determine presentation and format of document and produce
it
|
Organisational
|
Organise meetings
|
|
Plan and organise conference
|
Team
|
Draft job vacancy advertisement
|
|
Assist in the selection of staff
|
|
Plan and allocate work for the team
|
|
Monitor team performance
|
|
Organise training for team
|
Business Financial
|
Administer PAYE salary records
|
|
Process payment of wages and salaries
|
|
Prepare payroll data
|
8.6 List of
Employees Graded
An employer must keep a list of employees and the grade
in which they are employed pursuant to 4.1, and each employee must be notified
in writing within 14 days of appointment to that and subsequent graded
positions.
9. Hours of Work -
Weekly Employees
9.1 Subject to paragraph
9.2 the ordinary hours of work exclusive of meal hours must not exceed an
average of 38 hours per week and except as provided in Clause 10 - Shift Work,
must be worked between the hours of 6:00am and 7:00pm, Monday to Friday
inclusive, and between the hours of 6:00am and 12:00 noon on a Saturday and
must be worked in one of the following ways:
(i) on
19 days over a 4-week cycle; or
(ii) on 10 days over
a 2-week cycle; or
(iii) on five days in
any week; or
(iv) on five and
one-half days in any week; or
(v) where the
employer and employee agree, rostered days off, which occur as a result of
employees working in accordance with the provisions of this subclause, may
accumulate to a maximum of five days.
These accumulated days may be taken at any time mutually agreed between
the employer and employee and must be taken within six months of accrual.
Notwithstanding any other provision of this award the
ordinary hours of work prescribed herein may be worked up to 10 hours on any
day. Provided that in any arrangement of ordinary working hours where the
ordinary working hours are to exceed eight on any day but no more than 10, the
arrangement of hours will be subject to the agreement of the employer and the
majority of employees concerned.
9.2 An employer will
adopt working hours other than a 5½ day week in any case in which the ordinary
week's work of 38 hours can be performed as aforesaid without:
(i) detriment
to the public interest;
(ii) loss in the
value of goods handled or to be handled;
(iii) reducing the
efficiency of production; or
(iv) reducing the
efficiency of the necessary services
and provided that a majority of the employees in such
establishment desire to work their ordinary hours in other than five and a half
days as aforesaid. Any dispute as to
whether the ordinary hours of work can in any case or cases be worked in other
than 5½ days without detriment, loss or reduction as aforesaid will be
determined by the Industrial Relations Commission of New South Wales or the
Clerks (State) Conciliation Committee upon application made by or on behalf of
the employees. Upon such an application, proof of such detriment, loss or
reduction as aforesaid will be upon the employer.
It is a condition of the allowing of a 19 day/four-week
cycle, a 10 day/two week cycle or a five day week that, if required, employees
must comply with the reasonable and lawful orders of the employer as to working
overtime including working of overtime on Saturday.
9.3 Where a 19
day/four-week cycle is worked, the ordinary hours of work will not exceed eight
hours per day, Monday to Friday inclusive, between the hours of 6:00am and
7:00pm.
9.4 Where a 10
day/two-week cycle is worked, the ordinary hours of work must not exceed eight
hours per day, Monday to Friday, on nine days of the cycle and four hours on
any one day of the cycle, between the hours of 6:00am and 7:00pm.
9.5 Where a five-day
week is worked the ordinary hours of work will be worked between the hours of
6:00am and 7:00pm, Monday to Friday inclusive, such that either:
(i) the
ordinary hours of work on four days of any one week must not exceed eight hours
and on one day of the week must not exceed six hours; or
(ii) the ordinary
hours of work on each day of the week must not exceed seven hours and 36
minutes.
9.6 Where a 5½ day
week is worked the ordinary hours of work will be worked so that they will not
exceed six hours and 48 minutes per day, Monday to Friday inclusive, and four
hours on Saturday.
9.7 The starting
time when once fixed in accordance with this subclause must not be altered
without seven days' notice being given by the employer to the employees. However, in an emergency, an employer and an
employee may agree to change such employee's commencing and ceasing times with
less than seven days' notice; provided that the employee will be entitled to
have the union delegate present when such matters are discussed.
9.8 Meal Breaks
9.8.1 Employees whose
ordinary working hours fall between 6.00 a.m. and 7.00 p.m. Monday to Sunday
inclusive will be allowed a meal break of not less than thirty minutes nor more
than one hour between the hours of 11.00 a.m. and 2.30p.m.
9.8.2 Provided that for
ordinary time worked between 6.00am and 6.00pm Saturday or Sunday, an employer
and employee may agree to observe the 20-minute paid meal break provided for in
clause 10.3.8 of this award in lieu of the unpaid meal break provided for in
clause 9.8.1 above.
9.8.3 An employee must
not be required to work more than five hours without a break for a meal, except
in the following circumstances where up to six hours may be worked without a
break for a meal:
(i) Where
employees are working in accordance with subclause 9.5(i);
or
(ii) where a casual
employee or a part-time employee is engaged to work no more than six hours in
any one day.
9.8.4 The employer and
employee may, by mutual agreement, alter the commencing time of the lunch
break.
9.9 Saturday
Loadings
9.9.1 For each Saturday
a weekly employee works ordinary hours of work as part of a 5 ½ day week as
provided in clause 9.1(iv), they will be paid the amounts set out in Item 1 of
Table 4 - Other Rates and Allowances, of Part B, Monetary Rates, by way of a
fixed loading in addition to the appropriate pay.
9.9.2 Such amounts will
not be taken into consideration in calculating any payments for overtime or
public holidays or for any periods of long service leave or sick leave.
9.10 6pm to 7pm
Loading
9.10.1 Where an employee
is rostered to work between 6pm and 7pm, they will be paid an additional
loading of 17% of the appropriate hourly rate of pay for the hour worked.
9.10.2 Such amounts will
not be taken into consideration in calculating any additional payments for
overtime or public holidays or for any periods of long service leave or sick
leave.
10. Hours of Work -
Shift Workers
10.1 Definitions
An employee who works day work may also perform shift
work or a combination of day and shift work.
10.1.1 A
"shift worker" means an employee whose ordinary hours of work include
any of the shifts defined in paragraph 10.2.
10.1.2 "Seven-day
shift worker" means an employee who is rostered to work regularly on
Sundays and public holidays.
10.2 Shifts
10.2.1 "Afternoon
shift" means any shift finishing after 7:00pm and at or before 11:00pm
provided that where the majority of employees in an establishment finish
afternoon shift at a later time, up to 12 midnight, clerical employees may be
required to work the same hours.
10.2.2 "Night
shift" means any shift starting at or after 11:00pm and at or before
5:00am or finishing subsequent to 11:00pm and at or before 6:00am.
10.2.3 "Permanent
night shift" means a night shift which does not rotate with another shift
or shifts or day work and which continues for a period of not less than four
consecutive weeks.
10.2.4 "Early
Morning shift" applies to an employee whose ordinary hours on a regular
shift commence between 5:00am and 6:00am except where such a shift is part of a
shift system and preceding an afternoon shift finishing at 11:00pm.
10.2.5 "Saturday
shift" means all ordinary time worked on a Saturday in accordance with the
defined shifts in clauses 10.2.1 to 10.2.4 above, or between the hours of
6.00am and 6.00pm, except that worked between 6am and noon by a weekly employee
in accordance with Clause 9.1(iv).
10.2.6 "Sunday
shift" means all ordinary time worked on a Sunday in accordance with the
defined shifts in clauses 10.2.1 to 10.2.4 above, or between the hours of
6.00am and 6.00pm.
10.3 Hours, Shift
Allowances, Special Rates, Meal Interval
10.3.1 Notwithstanding
any other provisions of this award and subject to the provisions of subclause
10.1, an employee may be employed upon shifts, in which case the ordinary hours
will not exceed eight in any consecutive 24; or 40 per week; or 80 in 14
consecutive days; or 152 in any 28 consecutive days.
Provided that the ordinary hours of work prescribed
herein may be worked up to 10 hours on any day.
In any arrangement of ordinary working hours where the ordinary working
hours are to exceed eight8 on any day but not more than 10, the arrangement of
hours will be subject to the agreement of the employer and the majority of
employees concerned. In addition the
arrangement must average 38 hours per week over the shift cycle.
10.3.2 Times
of beginning and ending the shift of any employee may in any case be varied by
agreement between the employer and the employee or in the absence of agreement
may be varied by at least one week's notice given by the employer to the
employee.
10.3.3 A
shift worker employed on shift will for work done during the ordinary hours of
any such shift be paid ordinary rates prescribed by Clause 7 - Payment of
Wages, plus the following additional percentage of the graded rate of pay
applicable.
Afternoon shift
|
at the rate of 17 per cent
|
Night shift
|
at the rate of 20 per cent
|
Permanent night shift
|
at the rate of 26 per cent
|
Early morning shift
|
at the rate of 10 per cent
|
Allowances in accordance with this clause will be
calculated in multiples of 10 cents, amounts of less than 5 cents being taken
to the lower multiple and amounts of 5 cents or more being taken to the higher
multiple.
10.3.4 Juniors
- Junior employees working Shift Work will be paid as follows:
(i) A
junior who is equivalent to Grade 3 or higher, will be paid the additional
percentage of the Grade 3, Adult Rate.
(ii) All other
junior employees will be paid the additional percentage of the Grade 1, Adult Rate.
10.3.5 A
shift worker whose rostered day off coincides with a public holiday will be
paid a day's pay additional to his/her weekly wage, or have a day added to
their annual leave.
10.3.6 A shift
worker whose ordinary working period includes a Saturday, Sunday or holiday as
an ordinary working day will be paid:
Saturday
|
time and one-half
|
Sunday
|
time and three-quarters
|
Holidays
|
double time and one-half
|
10.3.7 Where
ordinary shift hours commenced between 11:00pm and midnight on a Sunday or
holiday, the ordinary time worked before midnight will not entitle the shift
worker to the Sunday or holiday rate.
Provided that the ordinary time worked by a shift worker on a shift
commencing before midnight on the day preceding a Sunday or holiday and
extending into a Sunday or holiday will be regarded as ordinary time worked on
such Sunday or holiday.
10.3.8 At
least 20 minutes will be allowed to a night shift, afternoon shift or early
morning shift worker for a meal during each shift before the expiration of five
hours. Such meal break will be counted
as time worked.
10.4 Overtime
10.4.1 All time worked by a shift worker in excess of the hours
provided in 10.3.1 will be paid time and one-half for the first two hours and
double time thereafter. In computing
overtime, each day will stand-alone.
10.4.2 A shift
worker required to work overtime in excess of one hour on any shift will be
paid meal money, as set in Item 2 of Table 2 - Other Rates and Allowances of
Part B - Monetary Rates. If overtime
exceeds five hours on any shift a further meal allowance of the same amount
must be paid.
10.5 Work on a
Rostered Day Off
10.5.1 An
employee required to work on a rostered day off will be paid the rate
prescribed in subclause 10.4 except for time worked on Sundays, which will be
paid for at the rate of double time and time worked on public holidays, which
will be paid for at the rate of double time and one-half.
10.5.2 Where
work is performed as prescribed in paragraph 10.4.1 on a Sunday or a holiday,
such employee will be paid a minimum of four hours at the appropriate rate.
10.6 Special Rates Not
Cumulative
10.6.1 The
penalties herein prescribed are in substitution for and not cumulative upon the
shift allowances prescribed in 10.3.
10.7 Casual and
Part-Time Shift Workers
10.7.1 Casual
and part-time shift workers will receive the allowances prescribed in paragraph
10.3.3 and 10.3.6.
10.8 Restrictions on
Shift Work
10.8.1 No
employee under 18 years of age must be employed on night, afternoon or early
morning shifts.
10.8.2 Employees
under 21 years of age will not be employed on the night shift, except employees
not younger than 19 years of age whilst working on a training programme. The restriction on night shift will not apply
in these cases.
11. Sundays and Public
Holidays
11.1 New Year’s Day,
Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen's
Birthday, Eight Hour Day, Christmas Day, Boxing Day and an additional day's
holiday to be observed pursuant to subclause 11.2, and any other day gazetted
as a public holiday for the State will be holidays for the purposes of this
award.
11.2 In addition to
the holidays specified in 11.1, an employee will be entitled to one additional
day as a holiday in each calendar year.
Such additional holiday will be observed on the day when the majority of
employees in an establishment observe a day as an additional holiday or on
another day mutually agreed between the employer and employee. The additional
holiday is not cumulative and must be taken within each calendar year.
11.3 Any dispute
concerning the day on which an additional holiday is to be taken by an employee
may be referred to the Industrial Committee.
11.4 No deductions
will be made from the wages of weekly or part-time employees for the week in
which any of the holidays, referred to in 11.1 of this clause, fall.
11.5 For work done on
any of the holidays, referred to in subclause 11.1 of this clause, an employee
will be paid double time and one-half and will be paid for a minimum of four
hours' work.
11.6 For overtime
performed on a Sunday an employee will be paid double time with a minimum
payment of four hours.
11.7 Where an employee
is absent on the working day before or the working day after a public holiday
without reasonable excuse or without the consent of the employer, the employee
will not be entitled to payment for such holiday.
12. Overtime
12.1 All time worked outside the ordinary hours of work
prescribed by Clause 9 or 10 of this award, will be overtime and will be paid
for at the rate of time and one-half for the first two hours and double time
thereafter. Provided that overtime at the rate of double time will be paid for
all time worked after 12:00 noon on a Saturday. In calculating overtime each
day's work will stand alone.
12.2 When overtime
work is necessary it will, wherever reasonably practicable, be so arranged that
employees have at least 10 consecutive hours off duty between the work of
successive days. An employee, other than
a casual employee, who works so much overtime between the termination of their
ordinary work on one day and the commencement of their ordinary work on the
next day that they have not had at least 10 consecutive hours off duty between
those times will, subject to this subclause, be released after completion of
such overtime until they have had 10 consecutive hours off duty, without loss
of pay, for ordinary working time occurring during such absence. If on the instruction of the employer such an
employee resumes or continues work without having had such 10 consecutive hours
off duty, they will be paid at double rates until they are released from duty
for such period and they then will be entitled to be absent until they have had
10 consecutive hours off duty without loss of pay for ordinary working time
occurring during such absence.
12.3 Notwithstanding
anything contained in Clause 9 - Hours of Work - Shift Workers, and subclause
12.1, employees whose fixed hours of employment are less than 38 hours per
week, may be worked without the payment of overtime up to two hours after the
fixed finishing time on any one day, on not more than four days in any calendar
month, or eight days in any two consecutive calendar months; provided that, in
any case, an employee will not be required to work more than nine hours in any
one day nor more than 38 hours in any one week without the payment of overtime
provided further that such nine hours will be worked between 6:00 am and 7:00
pm Monday to Friday, inclusive.
12.4 In computing
overtime any portion of an hour of less than 30 minutes will be reckoned as 30
minutes and any portion in excess of 30 minutes will be reckoned as one hour.
12.5 Reasonable
Overtime
12.5.1 Subject
to Clause 12.5.2 an employer may require an employee to work reasonable
overtime at overtime rates.
12.5.2 An employee
may refuse to work overtime in circumstances where the working of such overtime
would result in the employee working hours which are unreasonable.
12.5.3 For
the purposes of Clause 12.5.2 what is unreasonable or otherwise will be
determined having regard to:
(i) Any
risk to employee health and safety:
(ii) The employee’s
personal circumstances including any family and carer responsibilities;
(iii) The needs of
the workplace or enterprise;
(iv) The notice (if any)
given by the employer of the overtime and by the employee of their intension to
refuse it; and
(v) Any other
relevant matter.
12.6 Time Off in Lieu
of Payment for Overtime
12.6.1 An
employee may elect, with consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within twelve
months of this election.
12.6.2 Overtime
taken as time off during ordinary time hours will be taken at the ordinary time
rate, that is, an hour for each hour worked.
12.6.3 If,
having elected to take time off as leave in accordance with subclause 12.6.1
above, the leave is not taken for whatever reason, payment for time accrued at
overtime rates will be made at the expiry of the twelve (12) month period or on
termination.
12.6.4 Where
no election is made in accordance with subclause 12.6.1 the employee will be
paid overtime rates in accordance with the award.
13. Allowances and
Expenses
13.1 Meal Allowance
An employee working overtime will be paid a meal allowance
as set out in Table 4 - Other Rates and Allowances of Part B - Monetary Rates
in any of the following circumstances:
Employees other than shift workers:
When required to work beyond 7:00pm.
If overtime continues beyond 10:00pm - a further
allowance.
Shift workers:
When required to work overtime in excess of one hour on
any shift
If overtime exceeds five hours on any shift - a further
allowance.
Where the union agrees, an employer may supply
employees with a suitable meal in which case the allowance will not be payable.
13.2 Higher Duties
An employee, when required to perform any of the duties
in a classification higher than their usual classification in the absence of
the employee normally exercising such duties or when required to perform such
duties on a temporary basis, will be paid at least the rate which would be
applicable if such duties were performed on a permanent basis; provided that
this clause will not apply when the time period is less than one day.
13.3 Finishing At
Night
When an employee, working overtime, finishes work at a
time when the usual means of transport are not available, then the employer
will:
(i) provide
transport or will pay the employee at their ordinary rate for the time taken to
reach home; or
(ii) pay the
employee any additional expense incurred in reaching his/her home by reasonable
means of transport.
13.4 Travelling
Expenses
13.4.1 An
employee who, in the course of their duty, is required to go to any place away
from their usual place of employment, will be paid all reasonable expenses
actually incurred.
13.4.2 When an
employee, in the course of their duty, is required other than in ordinary
working hours to go to any place away from their usual place of employment they
will be paid all reasonable expenses actually incurred and in addition will be
paid at the ordinary rates for half of any time occupied in travelling outside
ordinary working hours which is in excess of the time normally occupied by them
in travelling from his/her home to their usual place of employment.
13.5 Car Allowance
Any employee required to provide a car will be paid the
weekly allowances as set out in Table 4 - Other Rates and Allowances of Part B
- Monetary Rates.
Where an employee is required to use their car by their
employer on a casual or incidental basis, they will be paid the allowance as
set out in Item 5 of Table 4 of Part B - Monetary Rates per kilometre
travelled, during such use.
If the employer provides a vehicle they will pay the
whole of the cost of the upkeep, registration, insurance, maintenance and
running expenses.
13.6 Uniforms
Where an employee is required or encouraged by the
employer to wear a distinctive uniform, coat, overall or dress, this will be
supplied by the employer, free of charge, to the employee. Where the nature of
the work performed by the employee requires the provision of protective
clothing this will be supplied by the employer, free of charge, to the
employee. Such uniform or other clothing
will remain the property of the employer and thereof will be returned to the
employer in the event of the termination of the employment.
13.7 First-Aid
Allowance
An employee who has been trained to render first aid
and who is the current holder of appropriate first-aid qualifications, such as
a certificate from the St. John's Ambulance or similar body will be paid a
weekly allowance as set out in Item 6 of Table 4 - Other Rates and Allowances
of Part B - Monetary Rates if the employee is appointed by an employer to
perform first-aid duty.
14. Annual Leave
14.1 Entitlement:
14.1.1 Employees
other than seven-day shift workers: See Annual Holidays Act 1944
("the Act").
14.1.2 In
addition to the leave provided for by subclause 14.1.1, seven-day shift
workers, that is, shift workers who are rostered to work regularly on Sundays
and holidays, will be allowed one week's leave; provided that if during the
year of employment an employee has served for only a portion of it as a
seven-day shift worker, the additional leave will be one day for every 36
ordinary shifts worked as a seven-day shift worker. In this subclause reference
to one week and one day will include holidays and non-working days.
14.2 Annual Leave
Loading
14.2.1 Before
an employee is given and takes their annual holiday, or, whereby agreement
between the employer and employee the annual holiday is given and taken in more
than one separate period, then before each of such separate periods, the
employer will pay their employee a loading determined in accordance with this
clause.
(NOTE: The obligation to pay in advance does not apply
where an employee takes an annual holiday wholly or partly in advance - see
14.2.4.)
14.2.2 The
loading is payable in addition to the pay for the period of holiday given and
taken and due to the employee under the Act and this award.
14.2.3 The
loading is to be calculated in relation to any period of annual holiday to
which the employee becomes entitled under the Act and this award, or, where such
a holiday is given and taken in separate periods then in relation to each such
separate period.
(NOTE: See
14.2.5 as to holidays taken wholly or partly in advance.)
14.2.4 The
loading is the amount payable for the period or the separate period, as the
case may be, stated in subclause 14.4 at the rate per week of 17½ per cent of
the appropriate ordinary weekly time rate of pay prescribed by this award for
the classification in which the employee was employed immediately before
commencing his/her annual holiday, but will not include the amount prescribed
in 9.9.1 of this award, or any other allowances, penalty rates, shift
allowances, overtime or any other payments prescribed by this award.
14.2.5 No
loading is payable to an employee who takes an annual holiday wholly or partly
in advance; provided that, if the employment of such employee continues until
the day when they would have become entitled under the Act to an annual
holiday, the loading then becomes payable in respect of the period of such holiday
and is to be calculated in accordance with 14.2.4 applying the award rates of
wages payable on that day. This
subclause applies where an annual holiday has been taken wholly or partly in
advance.
14.2.6 Where,
in accordance with the Act, the employer's establishment or part of it is
temporarily closed down for the purpose of giving an annual holiday or leave
without pay to the employees concerned:
(i) an
employee who is entitled under the Act to an annual holiday and who is given
and takes such a holiday will be paid the loading calculated in accordance with
14.2.4;
(ii) an employee who
is not entitled under the Act to an annual holiday and who is given and takes
leave without pay will be paid in addition to the amount payable to them under
the Act, such proportion of the loading that would have been payable to them
under this clause if he/she had become entitled to an annual holiday prior to
the close-down as his/her qualifying period of employment in completed weeks
bears to 52.
14.2.7
(i) Where
the employment of an employee is terminated by the employer, for a cause other
than misconduct and at the time of the termination the employee has not been
given and has not taken the whole of an annual holiday to which the employee
became entitled, the employee will be paid a loading calculated in accordance
with 14.2.3 for the period not taken.
(ii) Except as
provided in 14.2.7(i), no loading is payable on the
termination of an employee's employment.
14.2.8 This
clause extends to an employee who is given and takes an annual holiday and who
would have worked as a shift worker, if they had not been on holiday; provided
that, if the amount to which the employee would have been entitled by way of
shift work allowances and weekend penalty rates for the ordinary time (not
including time on a public or special holiday) which the employee would have
worked during the period of the holiday exceeds the loading calculated in
accordance with this clause, then that amount will be paid to the employee in
lieu of the loading.
15. Sick Leave
15.1 This clause will
not apply to employees covered by the Clerical and Administrative Employees
(Catholic Personal/Carer's Leave) (State) Award
15.2 Weekly employees will,
subject to the production of a medical certificate or other evidence
satisfactory to the employer (which may include a statutory declaration) be
entitled to five days' sick leave during the first year of service and eight
days during the second and subsequent years of service on full pay: Provided
that a statutory declaration will be sufficient proof of sickness in respect of
the first two single days' absence of an employee in any year.
15.3 Provided further
that where an employee works more than eight ordinary hours in any day, the
employee will not be entitled to leave in excess of 38 hours of ordinary
working time in the first year of service and 60.8 hours of ordinary working
time in the second and subsequent years of service.
15.4 The employee will,
wherever practicable, before the commencement of absence, inform the employer
of such employee's inability to attend for duty and, as far as possible, state
the nature of the injury or illness and the estimated duration of the absence.
15.5 Where an employee
does not notify the employer of the employee's inability to attend for duty
prior to the commencement of the absence the employee will produce a medical
certificate or the said employee will not be entitled to payment for the first
eight hours of such absence.
(NOTE: An employee's entitlement to sick leave in
accordance with 15.2 will not be reduced as a consequence of the operation of
this paragraph.)
15.6 The payment for
any absence on sick leave in accordance with this clause during the first three
months of employment of an employee may be withheld by the employer until the
employee completes such three months of employment at which time the payment
will be made.
15.7 An employee will
not be entitled to sick leave on full pay for any period in respect of which
such employee is entitled to worker's compensation, provided, however, that an
employer will pay to an employee who has sick leave entitlement under this
clause, the difference between the amount received as workers' compensation,
and full pay. If an employer pays such
difference, the employee's sick leave entitlement under this clause will for
each week during which such difference is paid be proportionately reduced.
15.8 If the full
period of sick leave is not taken in any year, the whole or any untaken portion
will be cumulative from year to year provided that an employer will not be
bound to credit an employee for sick leave which accrued more than twelve years
before the end of the last completed year of service.
15.9 Part-time employees
will, subject to the provisions of this clause, be entitled to a proportionate
amount of sick leave. The amount of sick
leave to which a part-time employee is entitled in any year will bear the same
ratio to sick leave prescribed during that year of service for weekly
employees, as the part-time employee's normal ordinary hours of work for a week
during such year would have borne to the number of ordinary hours worked by
weekly clerical employees in the section or department in which the part-time employee
is employed.
15.10 Service with the
employer before the date of coming into operation of this award will be counted
as service for the purpose of this clause.
15.11 If an award
holiday occurs during an employee's absence on sick leave then such award
holiday will not be counted as sick leave.
16. Personal/Carer’s
Leave
16.1 This clause will
not apply to employees covered by the Clerical and Administrative Employees (Catholic
Personal/Carer's Leave) (State) Award
16.2 Use of Sick Leave
16.2.1 An
employee other than a casual employee, with responsibilities in relation to a
class of person set out in 16.2.3(ii) who needs the employee’s care and support
will be entitled to use, in accordance with this subclause, any current or
accrued sick leave entitlement provided for at clause 15 of the award, for
absences to provide care support for such persons when they are ill, or who
require care due to an unexpected emergency.
Such leave may be taken for part of a single day.
16.2.2 The
employee must, if required,
(i) establish
either by production of a medical certificate or statutory declaration, the
illness of the person concerned and that the illness is such as to require care
by another person, or
(ii) establish by
production of documentation acceptable to the employer or a statutory
declaration, the nature of the emergency and that such emergency resulted in
the person concerned requiring care by the employee
In normal circumstances, an employee must not take
carer’s leave under this subclause where another person had taken leave to care
for the same person.
16.2.3 The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the
employee being responsible for the care and support of the person concerned;
and
(ii) the person
concerned being:
(1) a spouse of the
employee; or
(2) a child or an
adult child (including an adopted child, a step child, a foster child or an
ex-nuptial), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse of the employee;
or
(3) a relative of
the employee who is a member of the same household, where for the purposes of
this paragraph:
(a) "relative"
means a person related by blood, marriage or affinity;
(b) "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
(c) "household"
means a family group living in the same domestic dwelling.
16.2.4 An
employee must, wherever 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.
NOTE: In the unlikely event that more than 10 days sick
leave in any year is to be used for caring purposes the employer and the
employee must discuss appropriate arrangements which, as far as practicable,
take account of the employer’s and employee’s requirements.
Where the parties are unable to reach agreement the
disputes procedure at clause 31 should be followed.
16.3 Unpaid Leave for
Family Purpose
An employee may elect, with the consent of the
employer, to take unpaid leave for the purpose of providing care and support to
a member of a class of person set out in 16.2.3(ii) above who is ill or who
requires care due to unexpected emergency.
16.4 Annual Leave
16.4.1 An
employee may elect with the consent of the employer, to take annual leave not
exceeding 10 days in single day periods or part thereof, in any calendar year
at a time or times agreed by the parties.
16.4.2 Access
to annual leave as prescribed in 16.4.1 will be exclusive of any shutdown
period provided for elsewhere under this award.
16.4.3 An
employee and employer may agree to defer payment of the annual leave loading in
respect of single day absences, until at least five consecutive annual leave
days are taken.
16.4.4 An
employee may elect with the employer’s agreement to take annual leave at any
time within a period of 24 months from the date at which it falls due.
16.5 Make-Up Time
16.5.1 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 a later time, during the spread of ordinary hours provided
in the award, at the ordinary rate of pay.
16.5.2 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 a later time), at the shift work rate which
would have been applicable to the hours taken off.
16.6 Rostered Days Off
16.6.1 An
employee may elect, with the consent of the employer, to take a rostered day
off at any time.
16.6.2 An
employee may elect, with the consent of the employer, to take rostered days off
in part day amounts.
16.6.3 Where
the employer and employee agree, rostered days off may be accumulated which
occur as a result of employees working in accordance with the provisions of
this subclause. These accumulated days may be taken at any time mutually agreed
between the employer and the employee.
16.6.4 This
subclause is subject to the employer informing the union if it has members
employed at the particular enterprise of its intention to introduce an
enterprise system of RDO flexibility and providing a reasonable opportunity for
the union to participate in negotiations.
17. Bereavement Leave
17.1 An employee,
other than a casual employee, will be entitled to up to two days bereavement
leave without deduction of pay on each occasion of the death in Australia of a
person prescribed in 16.2.3(ii). Where
the death of a person as prescribed by 16.2.3(ii) occurs outside Australia the
employee will be entitled to two days bereavement leave where such employee
travels outside Australia to attend the funeral.
17.2 The employee must
notify the employer as soon as practicable of the intention to take bereavement
leave and will provide, to the satisfaction of the employer, proof of death.
17.3 Bereavement leave
will be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer's leave as set out in 16.2.3(ii),
provided that for the purpose of bereavement leave, the employee need not have
been responsible for the care of the person concerned.
17.4 An employee will
not be entitled to bereavement leave under this clause during any period in
respect of which the employee has been granted other leave.
17.5 Bereavement leave
may be taken in conjunction with other leave available under Clause 16. In
determining such a request the employer will give consideration to the
circumstances of the employee and the reasonable operational requirements of
the business.
18. Parental Leave
18.1 Refer to the Industrial
Relations Act 1996 (NSW). The following provisions will also apply in
addition to those set out in the Industrial Relations Act 1996 (NSW).
18.2 An employer must
not fail to re-engage a regular casual employee (see section 53(2) of the Act)
because:
18.2.1 the employee
or employee’s spouse is pregnant; or
18.2.2 the
employee is or has been immediately absent on parental leave.
The rights of an employer in relation to engagement and
re-engagement of casual employees are not affected, other than in accordance with
this clause.
18.3 Right to Request
18.3.1 An
employee entitled to parental leave may request the employer to allow the
employee:
(i) to
extend the period of simultaneous unpaid parental leave use up to a maximum of
eight weeks;
(ii) to extend the
period of unpaid parental leave for a further continuous period of leave not
exceeding 12 months;
(iii) to return from
a period of parental leave on a part-time basis until the child reaches school
age;
to assist the employee in reconciling work and parental
responsibilities.
18.3.2 The
employer must consider the request having regard to the employee’s
circumstances and, provided the request is genuinely based on the employee’s
parental responsibilities, may only refuse the request on reasonable grounds
related to the effect on the workplace or the employer’s business. Such grounds
might include cost, lack of adequate replacement staff, loss of efficiency and
the impact on customer service.
18.3.3 Employee’s
request and the employer’s decision to be in writing.
The employee’s request and the employer’s decision made
under 18.3.1(ii) and (iii) must be recorded in writing.
18.3.4 Request
to return to work part-time
Where an employee wishes to make a request under
18.3.1(iii), such a request must be made as soon as possible but no less than
seven weeks prior to the date upon which the employee is due to return to work
from parental leave.
18.4 Communication
During Parental Leave
18.4.1 Where
an employee is on parental leave and a definite decision has been made to
introduce significant changes at the workplace, the employer must take
reasonable steps to:
(i) make
information available in relation to any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave; and
(ii) provide an
opportunity for the employee to discuss any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave.
18.4.2 The
employee must take reasonable steps to inform the employer about any
significant matter that will affect the employee’s decision regarding the
duration of parental 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.
18.4.3 The
employee must also notify the employer of changes of address or other contact
details which might affect the employer’s capacity to comply with Clause
18.4.1.
19. Jury Service
19.1 An employee on
weekly hiring required to attend for jury service during their ordinary working
hours will be reimbursed by the employer an amount equal to the difference
between the amount paid in respect of their attendance for such jury service
and the amount of wage they would have received in respect of the ordinary time
they would have worked had they not been on jury service.
19.2 An employee must
notify their employer as soon as possible of the date upon which they are
required to attend for jury service.
Further, the employee will give their employer proof of their
attendance, the duration of such attendance and the amount received in respect
of such jury service.
20. Superannuation
20.1 Superannuation
Legislation The subject of superannuation is dealt with extensively by federal
legislation including the Superannuation Guarantee (Administration) Act 1992,
the Superannuation Guarantee Charge Act 1992, the Superannuation
Industry (Supervision) Act 1993, the Superannuation (Resolution of
Complaints) Act 1993 and s124 of the Industrial Relations Act 1996
(NSW). This legislation, as varied from
time to time, governs the superannuation rights and obligations of the parties.
20.2 Subject to the
requirements of this legislation, superannuation contributions must be made to:
(i) CARE
(Clerical Administrative and Retail Employees Superannuation Plan); or
(ii) ASSET (Australian
Superannuation Savings Employment Trust); or
(iii) any industry or
multi-employer superannuation fund which has application to the employees in
the main business of the employer where employees covered by this award are a
minority of award covered employees, provided that such fund complies with the
Occupational Superannuation Guidelines and has joint employer/union management
such as A.R.F. (Australian Retirement Fund), L.I.S.T. (Law Industry
Superannuation Trust), M.T.A.A.I.S.F. (Motor Traders' Association of Australia
Industry Superannuation Fund), P.I.S.F. (Printing Industry Superannuation
Fund), R.E.S.T. (Retail Employees Superannuation Trust), S.T.A. (Superannuation
Trust of Australia) and T.I.S.S. (Timber Industry Superannuation Scheme); or
(iv) any
superannuation fund which has application to the employees in the main business
of the employer, pursuant to a superannuation arrangement approved by an
industrial tribunal prior to 18 July 1989, and where employees covered by this
award are a minority of award covered employees. Where freedom of choice is provided for in
such arrangement the principle of that provision will apply and wherever
practicable CARE will be included in such choice; or
(v) any
superannuation fund which improves or provides superannuation to employees
covered by this clause provided that the employer commenced contributions to
such fund prior to 14th February 1992; or
(vi) such other funds
that comply with the requirements of this legislation; or
(vii) any other approved
occupational superannuation fund to which an employer or employee who is a
member of the religious fellowship known as The Brethren elects to contribute.
21. Union Notice Board
21.1 Each employer
will permit the union to display notices dealing with legitimate union business
on notice boards provided that such notices are authorised by an accredited
union representative. Any such notice not so authorised may be removed by the
accredited union representative or the employer.
22. Award Display
22.1 A copy of this
award must be exhibited and kept exhibited in accordance with the provisions of
the Industrial Relations Act 1996.
23. Deduction of Union
Membership Fees
23.1 The employer will
deduct Union membership fees (not including fines or levies) from the pay of
any employee, provided that:
(i) the
employee has authorised the employer to make such deductions in accordance with
this clause;
(ii) the Union must
advise the employer of the amount to be deducted for each pay period applying
at the employer’s workplace and any changes to that amount.
(iii) deduction of
Union membership fees will only occur in each pay period in which payment has
or is to be made to an employee; and
(iv) there will be no
requirement to make deductions for casual employees with less than two (2)
months’ service (continuous or otherwise).
23.2 The employee’s
authorisation must be in writing and must authorise the deduction of an amount
of Union fees (including any variation in that fee effected in accordance with
the Union’s rules) that the Union advises the employer to deduct. Where the employee passes any such written
authorisation to the Union, the Union must not pass the written authorisation
on to the employer without first obtaining the employee’s consent to do
so. Such consent may form part of the
written authorisation.
23.3 Monies so
deducted from employees’ pay will be remitted to the Union on either a weekly,
fortnightly, monthly or quarterly basis at the employer’s election, together
with all necessary information to enable the reconciliation and crediting of
subscriptions to the employee’s membership account, provided that:
(i) where
the employer has elected to remit on a weekly or fortnightly basis, the employer
will be entitled to retain up to 5 per cent of the money deducted; and
(ii) where the
employer has elected to remit on a monthly or quarterly basis, the employer
will be entitled to retain up to 2.5 per cent of the monies deducted.
23.4 Where an employee
has already authorised the deduction of Union membership fees in writing from
his or her pay prior to this clause taking effect, nothing in this clause will
be read as requiring the employee to make a fresh authorisation in order for
such deductions to commence or continue.
23.5 The Union must
advise the employer of any change to the amount of membership fees made under
its rules, provided that this does not occur more than once in any calendar
year. Such advice must be in the form of
a schedule of fees to be deducted specifying either weekly, fortnightly,
monthly, or quarterly as the case may be.
The Union must give the employer a minimum of two months’ notice of any
such change.
23.6 An employee may
at any time revoke in writing an authorisation to the employer to make payroll
deductions of Union membership fees.
23.7 Where an employee
who is a member of the Union and who has authorised the employer to make
payroll deductions of Union membership fees resigns his or her membership of
the Union in accordance with the Union’s rules, the Union must inform the
employee in writing of the need to revoke the authorisation to the employer in
order for payroll deductions of Union membership fees to cease.
24. Labour Flexibility
24.1 For the purpose
of increasing productivity and flexibility, as well as enhancing career
opportunities for employees, multi-skilling may extend by agreement between an
employer and an employee to allow the employee to perform any work in an
enterprise within the scope of his/her skills and competence.
24.2 Discussion will
take place at the enterprise with a view to reaching agreement for employees to
perform a wider range of tasks, removal of demarcation barriers and
participation of employees in additional training.
24.3 Notwithstanding
the provisions of 24.2, employees will perform a wider range of duties
including work, which is incidental or peripheral to their main tasks or
functions.
24.4 Employees must perform
such work as is reasonable and lawfully required of them by the employer,
including accepting instruction from authorised personnel.
24.5 Employees must
comply with all reasonable requests to transfer or to perform any work provided
for by the award.
24.6 Employees must
take all reasonable steps to ensure the quality, accuracy and completion of any
job or task assigned to the employee.
24.7 Employees must
not impose or continue to enforce existing demarcation barriers between the
work covered by this Award provided that it is agreed that the work lies within
the scope of the skill and competence of the employee concerned.
24.8 Employees must
not unreasonably impose any limitation or continue to enforce any limitations
on supervisors or technical personnel demonstrating the use of new equipment or
machinery: Provided that the appropriate consultation in relation to the
introduction of new technology has taken place.
24.9 Employees must
not impose any restrictions or limitations on the measurement and/or review of
work methods or standard work times: Provided that appropriate consultation
between employer and employees has taken place.
25. Training
25.1 The parties to
this award recognise that in order to increase the efficiency, productivity and
competitiveness of industry, a greater commitment to training and skill
development is required. Accordingly,
the parties commit themselves to:
(i) developing
a more highly skilled and flexible workforce;
(ii) providing
employees with career opportunities through appropriate training to acquire
additional skills; and
(iii) removing
barriers to the utilisation of skills required.
25.2 Following
consultation with employees an employer should develop a training programme
consistent with:
(i) the
current and future skill needs of the plant or enterprise;
(ii) the size,
structure and nature of the operations of the enterprise;
(iii) the need to develop
vocational skills relevant to the enterprise through courses conducted
on-the-job or by accredited institutions and providers.
25.3 In developing a
training programme the employer should:
(i) disseminate
information on the training program and the availability of training courses
and career opportunities to employees;
(ii) monitor and
advise on the on-going effectiveness of the training;
(iii) make
suggestions on the specific training needs.
25.4 If training is
undertaken at the employer's request during ordinary working hours the employee
concerned will not suffer any loss of ordinary pay.
25.5 Any costs
associated with standard fees for prescribed courses and prescribed textbooks
(excluding those textbooks which are available in the employer's library)
incurred in connection with the undertaking of training will be reimbursed by
the employer upon production of evidence of such expenditure. Provided that reimbursement will also be on
an annual basis subject to the presentation of reports of satisfactory
progress.
25.6 Travel costs
incurred by an employee undertaking training in accordance with this clause
which exceed those normally incurred in travelling to and from work will be
reimbursed by the employer.
25.7 Employees should
undertake such training and retraining as required by the employer.
26. Enterprise
Consultative Mechanism
26.1 Enterprises will
establish a consultative mechanism and procedures appropriate to their size,
structure and needs for consultation and negotiation on matters affecting their
efficiency and productivity.
27. Termination of
Engagement
27.1 The employment of
a weekly or part-time employee may be terminated only by one week’s notice on
either side which may be given at any time or by the payment by the employer or
forfeiture by the employee of a week’s pay in lieu of notice. This will not affect the right of the
employer to dismiss an employee without notice in the case of an employee
guilty of misconduct.
27.2 An employee with
more than two months’ service on leaving or being discharged will, upon
request, be given a reference or certificate of service in writing. Such reference or certificate of service will
at least contain information as to the length and nature of the employment of
the employee. It will be the property of
the employee and will be returned to them un-noted by a subsequent employer
within seven days of the engagement.
27.3 On termination the
employer will pay all monies due to the employee. Such monies will be paid
during the employee's working hours on the day of termination by cash, cheque
or Electronic Funds Transfer or posted by pre-paid registered post to the
employee on the next working day; provided that an employee may elect to return
to collect any monies outstanding to the employee on the next working day.
27.4 Where an employee
is required to wait beyond the employee's ordinary ceasing time for payment of
weekly or fortnightly wages or termination payment and such waiting time
exceeds fifteen minutes, the employee will be paid at ordinary rates for the
full period during which such employee is required to wait, except where such
waiting time is occasioned by reasons beyond the control of the employer.
28. Redundancy
28.1 Application
28.1.1 This
clause will apply in respect of full-time and part-time employees.
28.1.2 This
clause will only apply to employers who employ 15 or more employees immediately
prior to the termination of employment of employees.
28.1.3 Notwithstanding
anything contained elsewhere in this clause, this clause will not apply to
employees with less than one year’s continuous service and the general
obligation on employers will be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
28.1.4 Notwithstanding
anything contained elsewhere in this clause, this clause will not apply where
employment is terminated as a consequence of conduct that justifies instant
dismissal, including malingering, inefficiency or neglect of duty, or in the
case of casual employees, trainees or employees engaged for a specific period
of time or for a specified task or tasks or where employment is terminated due
to the ordinary and customary turnover of labour.
28.2 Introduction of
Change
28.2.1 Employer’s
duty to notify
(1) Where an
employer has made a definite decision to introduce major changes in production,
program, organisation, structure or technology that are likely to have
significant effects on employees, the employer must notify the employee who may
be affected by the proposed changes and the union to which they belong.
(2) ‘Significant
effects’ include termination of employment, major changes in the composition,
operation or size of the employer’s workforce or in the skills required, the
elimination or diminution of job opportunities, promotion opportunities or job
tenure, the alteration of hours of work, the need for retraining or transfer of
employees to other work or locations and the restructuring of jobs.
Provided that where this award makes provision for
alteration of any of the matters referred to herein, an alteration will be
deemed not to have significant effect.
28.2.2 Employer’s
duty to discuss change
(1) The employer must
discuss with the employees affected and the union to which they belong, inter
alia, the introduction of the changes referred to in paragraph (a) above, the
effects the changes are likely to have on employees and measures to avert or
mitigate the adverse effects of such changes on employees and must give prompt
consideration to matters raised by the employees and/or the union in relation
to the changes.
(2) The discussion
must commence as early as practicable after a definite decision has been made
by the employer to make the changes referred to in paragraph (a) of this
clause.
(3) For the purpose
of such discussion, the employer must provide to the employees concerned and
the union to which they belong all relevant information about the changes
including the nature of the changes proposed, the expected effects of the
changes on employees and any other matters likely to affect employees provided
that any employer will not be required to disclose confidential information the
disclosure of which would adversely affect the employer.
28.3 Redundancy
28.3.1 Discussions
before terminations
(1) Where an
employer has made a definite decision that the employer no longer wishes the
job the employee has been doing done by anyone pursuant to 28.2.1(1), and that
decision may lead to the termination of employment, the employer must hold
discussions with the employees directly affected and with the union to which
they belong.
(2) The discussions
must take place as soon as is practicable after the employer has made a
definite decision which will invoke the provision of 28.3.1(1) and must cover,
inter alia, any reasons for the proposed terminations, measures to avoid or
minimise the terminations and measures to mitigate any adverse effects of any
termination on the employees concerned.
(3) For the
purposes of the discussion the employer must, as soon as practicable, provide
to the employees concerned and the union to which they belong, all relevant
information about the proposed terminations including the reasons for the
proposed terminations, the number and categories of employees likely to be
affected, and the number of workers normally employed and the period over which
the terminations are likely to be carried out.
Provided that any employer will not be required to disclose confidential
information the disclosure of which would adversely affect the employer.
28.4 Termination of
Employment
28.4.1 Notice
for changes in production, programme, organisation or structure
This subclause sets out the notice provisions to be
applied to terminations by the employer for reasons arising from
"production", "programme", "organisation" or
"structure" in accordance with 28.3.1(1):
(1) In order to
terminate the employment of an employee the employer will give to the employee
the following notice:
Period of
Continuous Service
|
Period of Notice
|
Less than 1 year
|
1 week
|
1 year and less than 3 years
|
2 weeks
|
3 years and less than 5 years
|
3 weeks
|
5 years and over
|
4 weeks
|
(2) In addition to the
notice above, employees over 45 years of age at the time of the giving of the
notice with not less than two years continuous service, will be entitled to an
additional week’s notice.
(3) Payment in lieu
of the notice above will be made if the appropriate notice period is not given.
Provided that employment may be terminated by part of the period of notice
specified and part payment in lieu thereof.
28.4.2 Notice
for technological change
This subclause sets out the notice provisions to be
applied to terminations by the employer for reasons arising from
"technology" in accordance with 28.3.1(1):
(1) In order to terminate
the employment of an employee the employer will give to the employee three
months’ notice of termination.
(2) Payment in lieu
of the notice above will be made if the appropriate notice period is not
given. Provided that employment may be
terminated by part of the period of notice specified and part payment in lieu
thereof.
(3) The period of
notice required by this subclause to be given will be deemed to be service with
the employer for the purposes of the Long Service Leave Act 1955, the Annual
Holidays Act 1944, or any Act amending or replacing either of these Acts.
28.4.3 Time
off during the notice period
(1) During the
period of notice of termination given by the employer, an employee will be
allowed up to one day’s time off without loss of pay during each week of
notice, to a maximum of five weeks, for the purposes of seeking other
employment.
(2) If the employee
has been allowed paid leave for more than one day during the notice period for
the purpose of seeking other employment, the employee will, at the request of
the employer, be required to produce proof of attendance at an interview or the
employee will not receive payment for the time absent.
28.4.4 Employee
leaving during the notice period
If the employment of an employee is terminated (other
than for misconduct) before the notice period expires, the employee will be
entitled to the same benefits and payments under this clause had the employee
remained with the employer until the expiry of such notice. Provided that in such circumstances the
employee will not be entitled to payment in lieu of notice.
28.4.5 Statement
of employment
The employer will, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee a
written statement specifying the period of the employee’s employment and the
classification of or the type of work performed by the employee.
28.4.6 Notice
to Centrelink
Where a decision has been made to terminate employees,
the employer must notify Centrelink thereof as soon as possible giving relevant
information including the number and categories of the employees likely to be
affected and the period over which the terminations are intended to be carried
out.
28.4.7 Centrelink
Separation Certificate
The employer must, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
"Employment Separation Certificate" in the form required by
Centrelink.
28.4.8 Transfer
to lower paid duties
Where an employee is transferred to lower paid duties
for reasons set out in paragraph (a) of subclause above, the employee will be
entitled to the same period of notice of transfer as the employee would have
been entitled to if the employee’s employment had been terminated, and the
employer may at the employer’s option make payment in lieu thereof of an amount
equal to the difference between the former ordinary time rate of pay and the
new ordinary time rates for the number of weeks of notice still owing.
28.5 Severance Pay
28.5.1 Where
an employee is to be terminated pursuant to subclause 28.4 of this award,
subject to further order of the Industrial Relations Commission, the employer
will pay the following severance pay in respect of a continuous period of
service:
(1) If an employee
is under 45 years of age, the employer will pay in accordance with the
following scale:
Years of Service
|
Under 45 Years of
Age Entitlement
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
4 weeks
|
2 years and less than 3 years
|
7 weeks
|
3 years and less than 4 years
|
10 weeks
|
4 years and less than 5 years
|
12 weeks
|
5 years and less than 6 years
|
14 weeks
|
6 years and over
|
16 weeks
|
(2) Where an employee
is 45 years old or over, the entitlement will be in accordance with the
following scale:
Years of Service
|
45 Years of Age and
Over Entitlement
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
5 weeks
|
2 years and less than 3 years
|
8.75 weeks
|
3 years and less than 4 years
|
12.5 weeks
|
4 years and less than 5 years
|
15 weeks
|
5 years and less than 6 years
|
17.5 weeks
|
6 years and over
|
20 weeks
|
(3) ‘Weeks pay’ means the all purpose
rate of pay for the employee concerned at the date of termination, and will
include, in addition to the ordinary rate of pay, over award payments, shift
penalties and allowances provided for in the relevant award.
28.5.2 Incapacity
to pay
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in 28.5.1.
The Industrial Relations Commission must have regard to
such financial and other resources of the employer concerned as the Industrial
Relations Commission thinks relevant, and the probable effect paying the amount
of severance pay in 28.5.1 will have on the employer.
28.5.3 Alternative
employment
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in 28.5.1 if the
employer obtains acceptable alternative employment for an employee.
28.6 Savings Clause
Nothing in this award will be construed so as to
require the reduction or alteration of more advantageous benefits or conditions
which an employee may be entitled to under any existing redundancy arrangement,
taken as a whole, between the union and any employer bound by this award.
29. Exemptions
29.1 Except as to the
provisions of:
Clause 2 - Anti Discrimination
subclauses 11.1, 11.2, 11.4 and 11.5, Sundays and
Public Holidays,
Clause 14 - Annual Leave,
Clause 33 - Other Legislation,
Clause 15 - Sick Leave,
subclauses 16.1, 16.2, 16.3 and 16.4, Personal/Carer’s
Leave
Clause 17 - Bereavement Leave
Clause 19 - Jury Service
Clause 20 - Superannuation
Clause 28 - Redundancy
Clause 30 - Salary Packaging,
this award will not apply to employees employed by the
week who are in receipt of a weekly wage in excess of 15% above the rate set
out in Table 1 - Wages of Part B, Monetary Rates for the highest grade in this
award; provided that the wage is not inclusive of overtime payments and/or
shift allowances due to the employee under this award.
29.2 The exemption
rate will be calculated in multiples of one dollar, amounts of less than 50
cents being taken to the lower multiple and amounts of 50 cents or more being
taken to the higher multiple.
30. Salary Packaging
30.1 Where agreed
between the employer and a full-time or part-time employee, an employer may
offer salary packaging in respect of salary.
Neither the employer nor the employee may be compelled to enter into a
salary packaging agreement.
30.2 Salary packaging
will mean that the employee will have part of their salary packaged into a fringe
benefit which does not constitute a direct payment to the employee but is
payable to a bona fide third party.
30.3 The terms and
conditions of such a package will not, when viewed objectively, be less
favourable than the entitlements otherwise available under this award and will
be subject to the following provisions:
(i) the
employer will ensure that the structure of any agreed remuneration package
complies with taxation and other relevant legislation;
(ii) the employee
will be given the opportunity by the employer to seek independent advice
including advice from the union prior to entering into any salary packaging
agreement;
(iii) where there is
an agreement to salary package, the agreement must be in writing and made
available to the employee;
(iv) the employee
must have access to details of the payments and transactions made on their
behalf. Where such details are
maintained electronically, the employee must be provided with a printout of the
relevant information;
(v) the employer has
the right to vary or withdraw from a salary packaging agreement and/or withdraw
from offering salary packaging in the event of changes to the operation of
legislation that are detrimental to, or increase the costs of, salary packaging
arrangements;
(vi) in the event
that the employer withdraws from a salary packaging agreement, the individual
employee’s salary will revert to whichever is the higher of:
(a) The ordinary
time rate of pay that applied to the employee prior to the commencement of the
salary packaging agreement; or
(b) The applicable
rate specified in Table 1 - Wages of Part B - Monetary Rates of this Award;
(vii) not withstanding
any of the above arrangements, the employer of employee may cancel any salary
packaging agreements by the giving of one month’s notice of cancellation to the
other party;
(viii) the calculation
of entitlements concerning occupational superannuation and annual leave loading
on annual leave pursuant to subclause 14.2 - Annual Leave Loadings, will be
based on the ordinary time rate of pay that the employee would have received in
the absence of the salary packaging arrangement;
(ix) unless there is
agreement between the employer and the employee to the contrary, all salary
packaging arrangements will cease during any period of leave without pay,
including periods of unpaid sick leave.
31. Dispute Avoidance
and Grievance Procedure
The procedure for the resolution of grievances and industrial
disputation concerning matters arising under this award will be in accordance
with the following procedural steps:
31.1 Procedure
relating to grievance of an individual employee
31.1.1 The
employee must notify (in writing or otherwise) the employer as to the substance
of the grievance, request a meeting with the employer for bilateral discussions
and state the remedy sought.
31.1.2 The
grievance must initially be dealt with as close to its source as possible, with
graduated steps for further discussion and resolution at higher levels of
authority.
31.1.3 Reasonable
time limits must be allowed for discussion at each level of authority. Initial
discussions should be held within two working days wherever possible.
31.1.4 At the
conclusion of the discussion, the employer must provide a response to the
employees’ grievance, if the matter has not been resolved, including reasons
for not implementing any proposed remedy.
31.1.5 While
a procedure is being followed, normal work must continue.
31.1.6 The
employer may be represented by an Industrial Organisation of Employers and the
employee may be represented by the Union for the purpose of each procedure.
31.1.7 If the
dispute relates to issues of training in relation to a trainee then the matter
may be referred to the NSW Commissioner for Vocational Training in accordance
with the Apprenticeship and Training Act 2001.
31.2 Procedure for a
Dispute Between an Employer and the Employees
31.2.1 A
question, dispute or difficulty must initially be dealt with as close to its
source as possible, with graduated steps for further discussion and resolution
at higher levels of authority.
31.2.2 Reasonable
time levels must be allowed for discussion at each level of authority. Initial
discussions should be held within two working days wherever possible.
31.2.3 While
a procedure is being followed, normal work must continue.
31.2.4 The
employer may be represented by an Industrial Organisation of Employers and the
employee may be represented by the Union for the purpose of each procedure.
31.2.5 Subject
to the Industrial Relations Act 1996, in the event that a dispute cannot
be settled by the above procedures, the Commission may be notified of an
industrial dispute for the purpose of resolving the dispute.
32. Telephone
Canvassers (Other Than for the Sale of Goods)
32.1 This clause will
apply to telephone canvassers (other than for the sale of goods).
32.2 Full-Time
Telephone Canvassers
32.2.1 A
full-time telephone canvasser is a telephone canvasser who works 38 hours per
week.
32.2.2 The
minimum rates of wages per week for full-time telephone canvassers will be as
set out in of Table 3 - of Part B - Monetary Rates.
32.3 Part-Time
Telephone Canvassers
32.3.1 A
part-time telephone canvasser is a telephone canvasser who works a fewer number
of hours than constitutes full-time work under this clause. Part-time
employment may be limited to a specified period or periods of part-time
employment but need not be so limited.
32.3.2 A
part-time telephone canvasser will be paid at an hourly rate as set out in
Table 3 Telephone Canvassers (Other than for the Sale of Goods) - of Part B -
Monetary Rates, equal to the appropriate weekly rate of pay for a full-time
telephone canvasser divided by 38.
32.4 Casual Telephone
Canvassers
32.4.1 A
casual telephone canvasser is a telephone canvasser who is engaged and paid as
such.
32.4.2 A
casual telephone canvasser will be paid an hourly rate as set out in Table 3 -
of Part B - Monetary Rates, equal to the appropriate weekly rate of pay for a
full-time telephone canvasser divided by 38 plus 20% loading. This loading compensates casual telephone
canvassers for entitlements and benefits otherwise available to full-time
employees, including sick leave, annual leave, personal/carers leave, etc.
To be clear, this loading is inclusive of the 1/12th
annual leave payment arising under the Annual Holidays Act 1944 (NSW)
which would otherwise be payable to casual employees.
32.5 Commission
Payments
32.5.1 This clause
applies to full-time, part-time and casual telephone canvassers.
32.5.2 Commission
payments may be made to a telephone canvasser in addition to the base weekly or
hourly rates set out in Table 3 - of Part B, Monetary Rates.
32.5.3 A
telephone canvasser will not be remunerated solely by way of commission, nor
will commission payments be offset against any other statutory or award
entitlements.
32.6 Hours of Work
32.6.1 The
ordinary span of hours of work for a telephone canvasser will be between 8:30
am to 8:30 pm Monday to Friday and 8:30 am to 2:30pm on Saturday.
32.6.2 The
ordinary hours of work for a telephone canvasser will not exceed eight hours on
any day, nor exceed 38 hours in any one week.
32.6.3 Where
a telephone canvasser works ordinary hours, a minimum start of 2½ hours will
apply.
32.6.4 All time worked in excess of the ordinary hours of work
prescribed by 32.6.1 and 32.6.2 will be overtime and paid at the rate of time
and one half for the first two hours and double time thereafter.
32.7 Part A of this
award will not apply to telephone canvassers with the exception of the
following clauses:
Clause 2 - Anti-Discrimination
Clause 4 - Terms of Engagement
Clause 7 - Payment of Wages
Clause 9.8.2 and 9.8.3 - Meal Break
Clause 11.1, 11.2 11.4 and 11.5 - Sundays and Holidays
Clause 13 - except 13.1 - Allowances
Clause 14 - Annual Leave
Clause 15 - Sick Leave
Clause 16.1, 16.2 and 16.3 - Personal/Carer’s Leave
Clause 17 - Bereavement Leave
Clause 19 - Jury Service
Clause 20 - Superannuation
Clause 22 - Award Display
Clause 21 - Union Notice Board
Clause 23 - Deduction of Union Membership Fees
Clause 24 - Labour Flexibility
Clause 25 - Training
Clause 26 - Enterprise Consultative Mechanism
Clause 27 - Termination of Engagement
Clause 28 - Redundancy
Clause 30 - Salary Packaging
Clause 31 - Dispute Avoidance Procedure
Clause 34 - Area, Incidence and Duration
Clause 33 - Other Legislation
32.8 Savings Clause
Nothing in this award will act to, on balance, reduce
the overall wages and conditions of telephone canvassers currently being paid
or observed as a result of the award.
33. Other Legislation:
33.1 Long Service
Leave - See Long Service Leave Act 1955
33.2 Right of Entry -
See Industrial Relations Act 1996
33.3 Workers
Compensation - See Workers Compensation Act 1987 and Workplace Injury
Management and Workers Compensation Act 1998
33.4 Parental Leave -
See Clause 18, in addition to Industrial Relations Act 1996
33.5 Occupational
Health and Safety - See Work Health and Safety Act 2011
33.6 Record Keeping -
See Industrial Relations (General) Regulation 2001
34. Area, Incidence
and Duration
34.1 This award will apply
in respect of all persons employed in any clerical capacity whatsoever and
without limiting the generality of the foregoing will include telephonists,
receptionists, cashiers, messengers, copy boys, telephone canvassers (other
than for the sale of goods), persons employed on machines designed to perform
or to assist in performing any clerical work whatsoever and all classes of
employees engaged in any clerical capacity in or in connection with payroll
preparation, cash handling and processing in the state of New South Wales
excluding the County of Yancowinna, within the
jurisdiction of the Clerical and Administrative Employees (State) Industrial
Committee, excepting employees covered by industry or employer specific awards
.
34.2 This award
rescinds and replaces the Clerical and Administrative Employees (State) Award, published 15
January 2016 (378 I.G. 824), and all
variations thereof. This award will
take effect from the first full pay period commencing on or after 16
December 2021 and will remain in force for a period of 12 months.
34.3 The provisions of
Clauses 27 and 28 of this award will apply in respect of employees otherwise
covered by the Mirror and Telegraph Publications Clerical Award 2000 and the
Clerical and Administrative Employees (John Fairfax Publications) Award 2000.
The changes made to the award pursuant to the Award
Review pursuant to section 19(6) of the Industrial Relations Act 1996
and Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take
effect on and from 2 March 2022.
This award remains in force until varied or rescinded,
the period for which it was made having already expired.
34.4 Savings - Hours
of Work
34.4.1 Shift
workers employed on or before 30 January 2006 who were entitled to receive an
afternoon shift loading will continue to be entitled to receive the shift
loading on all time worked on an afternoon shift or during a period which would
have been part of an afternoon shift under the previous award.
34.4.2 Employees
employed on or before 30 January 2006 in receipt of overtime, or any other
additional allowance or payment for working hours on weekends as part of a
regular pattern of hours, will not suffer a reduction in pay as a result of the
introduction of this Award. This savings provision will remain in force until
31 December 2006.
34.4.3 28 days notice is required if the regular pattern of hours of
a weekly employee employed on or before 30 January 2006 is to be changed by
their employer to include work on a Saturday and/or Sunday as part of their
regular pattern of hours.
Part B
MONETARY RATES
Table 1 - Adult Wages
The following Minimum rates of wages will take affect from
the first pay period to commence on or after 16 December 2021.
Grade
|
SWC 2020
|
Weekly Rate
|
SWC 2021
|
Weekly Rate
|
|
%
|
Including 2020 Increase
|
%
|
Including 2021 Increase
|
|
|
$
|
|
$
|
1
|
0.3
|
784.20
|
2.04
|
800.20
|
2
|
0.3
|
813.30
|
2.04
|
829.90
|
3
|
0.3
|
860.00
|
2.04
|
877.50
|
4
|
0.3
|
917.90
|
2.04
|
936.60
|
5
|
0.3
|
1,002.50
|
2.04
|
1,023.00
|
Table 2 - Junior Wages
The minimum rates of wages per week for junior employees
shall be as follows:
Equivalent to grade 3 or above
Age
|
SWC 2020
|
Weekly Rate
|
SWC 2021
|
Weekly Rate
|
|
%
|
Including 2020
|
%
|
Including 2021
|
|
|
Increase
|
|
Increase
|
|
|
$
|
|
$
|
At 17 years of age
|
0.3
|
413.90
|
2.04
|
422.30
|
At 18 years of age
|
0.3
|
511.60
|
2.04
|
522.00
|
At 19 years of age
|
0.3
|
584.60
|
2.04
|
596.50
|
At 20 years of age
|
0.3
|
690.30
|
2.04
|
704.40
|
(b) All other junior
employees
Age
|
SWC 2020
|
Weekly Rate
|
SWC 2021
|
Weekly Rate
|
|
%
|
Including 2020 Increase
|
%
|
Including 2021 Increase
|
|
|
$
|
|
$
|
Under
17 years of age
|
0.3
|
310.60
|
2.04
|
316.90
|
|
|
|
|
|
At
17 years of age
|
0.3
|
389.10
|
2.04
|
397.00
|
At
18 years of age
|
0.3
|
476.80
|
2.04
|
486.50
|
At
19 years of age
|
0.3
|
540.60
|
2.04
|
551.60
|
At
20 years of age
|
0.3
|
637.10
|
2.04
|
650.10
|
Table 3 - Telephone Canvassers (Other than for the Sale
of Goods)
Classification
|
SWC
|
Weekly
Rate
|
SWC
2021
|
Weekly
Rate
|
Weekly
Rate
|
Hourly
Rate
|
|
2020
|
Full-time
|
|
Full-time
|
Part-
time
|
Casual
|
|
%
|
$
|
%
|
$
|
(Weekly
rate divided by 38)
|
(Weekly
rate divided by 38 plus 20% loading Includes 1/12 holiday pay)
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
$
|
$
|
Telephone
|
|
|
|
|
|
|
Canvasser
|
0.3
|
753.00
|
2.04
|
772.60
|
20.30
|
24.40
|
Table 4 - Other Rates and Allowances
Item
No.
|
Clause
|
Brief Description
|
2020 Amount
|
2021 Amount
|
|
|
|
$
|
$
|
1
|
9.9.1
|
Saturday Loadings:
|
|
|
|
|
Adult
|
22.40
|
22.90
|
|
|
Employees under 21
years of age
|
15.20
|
15.50
|
2
|
10.4.2
|
Meal Money (shift Work)
|
16.30
|
16.60
|
3
|
10.4.2
|
Meal Allowance
(Overtime)
|
16.30
|
16.60
|
4
|
13.5
|
Own Car Allowance: per
week
|
|
|
|
|
For vehicle 1,500cc and
under
|
119.40
|
121.80
|
|
|
For a vehicle over
1,500cc
|
147.50
|
150.50
|
5
|
13.5
|
Own Car allowance
|
0.81 per km
|
0.83 per km
|
|
|
For use on a casual or
incidental basis
|
|
|
6
|
13.7
|
First-Aid Allowance
|
13.30
|
13.60
|
D. SLOAN, Commissioner
____________________
Printed by the
authority of the Industrial Registrar.