Crown
Employees (Correctional Officers, Department of Corrective Services) Award 2007
for Kempsey, Dillwynia and Wellington Correctional Centres
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 593 of 2007)
Before Commissioner
Ritchie
|
6 November 2007
|
REVIEWED
AWARD
Part A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Title
3. Definitions
4. Conditions
Fixed by Other Instruments of Employment
5. Principles
of Understanding
6. Hours of
Work
7. Shiftwork
8. Rostered
Day Off
9. Shift
Handover
10. Single
Rate for Additional Hours
11. Ranking
Structure
12. Allowances
13. Recreation
Leave
14. Annual
Leave Loading
15. Higher
Duties
16. Performance
Management
17. Permanent
Part-time
18. Professional
Conduct
19. Equality
of Employment and Elimination of Discrimination
20. Harassment-Free
Workplace
21. Anti-Discrimination
22. Occupational
Health and Safety
23. Flexible
Working and Operational Arrangements
24. Deduction
of Association Membership and Legal Fees
25. Grievance
and Dispute Resolution Procedures
26. No Further
Claims
27. General
28. Savings of
Rights
29. Area,
Incidence and Duration
PART B
Schedule 1 - Salaries
and Incidental Allowances
Schedule 2 - Other
Allowances
Attachment A -
Kempsey Staffing Profile
Attachment B -
Dillwynia Staffing Profile
2. Title
This Award shall be known as the Crown Employees
(Correctional Officers, Department of Corrective Services) Award 2007 for
Kempsey, Dillwynia and Wellington Correctional Centres.
3. Definitions
In this Award, unless the content or subject matter
otherwise indicates, the following definitions apply:
"Act" means the Public Sector Employment and
Management Act 2002, or any replacement Act.
"Association" means the Public Service Association
and Professional Officers' Association Amalgamated Union of New South Wales.
"Award" means this Award.
"Assistant Commissioner" means the person
occupying or acting in the position of Assistant Commissioner.
"Commissioner" means the Chief Executive Officer
of the Department, or a person acting in such position, as listed in Column 2
of Schedule 1 of the Act.
"Day Worker" means an officer, other than a shift
worker, who works the ordinary hours from Monday to Friday inclusive between
the hours of 6.00 am and 6.00 pm.
"Department" means the Department of Corrective
Services as listed in Column 1 of Schedule 1 of the Act.
"Deputy Commissioner, Offender Management and
Operations" means the person occupying or acting in the position of Deputy
Commissioner, Offender Management and Operations.
"DPE" means the Director of Public Employment
constituted under Chapter 6 of the Act.
"General Manager" means the person occupying or
acting in the position of General Manager at Kempsey, Dillwynia or Wellington
Correctional Centres.
"Manager Security" means the person occupying or
acting in the position of Manager Security at Kempsey, Dillwynia or Wellington
Correctional Centres.
"Officer" means and
includes all adult persons employed under the provisions of the Act,
substantively or temporarily, who on the date of commencement of this Award
were occupying one of the positions covered by this Award or who, after such
date, are appointed to one of such positions.
"Permanent Part-time Officer" means an officer who
is engaged under the Act for set and regular hours that are less than the full
contract hours of this Award.
"Shift Worker - Continuous Shifts" means an
officer engaged in work carried out in continuous shifts throughout the 24
hours of at least six consecutive days without interruption except during meal
breaks or due to unavoidable causes beyond the control of the Commissioner.
“Shift Worker - Non-continuous Shifts” means an officer who
is not a day worker or a shift worker - continuous shifts.
4. Conditions Fixed
by Other Instruments of Employment
4.1 The following
Awards, or their replacements, insofar as they fix conditions of employment
applying to officers covered by this Award, which are not fixed by this Award,
shall continue to apply:
Crown Employees (Prison Officers, Department of
Corrective Services) Award
Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006
Crown Employees (Transferred Employees Compensation)
Award
4.2 The following
Agreement made pursuant to section 130 of the Act, or its replacement, insofar
as it fixes conditions of employment applying to officers covered by this
Award, which are not fixed by this Award, shall continue to apply:
Crown Employees (Transferred Officers' Excess Rent
Assistance) Agreement No. 2354 of 1981.
4.3 Except as
expressly provided by this Award, and except where conditions are covered by
the Awards and the Agreement referred to in subclauses 4.1 and 4.2 above, the
conditions of officers shall be determined by the provisions of the Act, the Public
Sector Employment and Management (General) Regulation 1996, or its
replacement, and the New South Wales Public Service Personnel Handbook, or its
replacement.
5. Principles of
Understanding
5.1 The parties
acknowledge that this Award has been entered into on the basis of a mutual
commitment to operate cost efficient and commercially competitive Correctional
Centre administration based on modern correctional practices. In meeting this commitment, the Award
provides the terms and conditions of custodial and industrial officers working
in positions at Kempsey, Dillwynia and Wellington Correctional Centres which
are aimed at increasing productivity and flexibility in the conduct of these
Centres’ operations.
5.2 The parties
are committed to implement changes to rostering practices and procedures
through the promulgation of a 12-week roster comprising three roster cycles and
with the preparation of rosters to be undertaken from a centralised location
under the control of the Deputy Commissioner, Offender Management and
Operations or delegate.
5.3 The parties
agree that there will be an amicable settlement of disputes through the
establishment of effective consultative mechanisms and a joint commitment to
closely adhere to the grievance and dispute settlement procedures contained in
this Award.
6. Hours of Work
6.1 The ordinary
hours of employment for day workers shall be an average of 38 per week in each
roster cycle to be worked Monday to Friday inclusive, provided that, by
agreement between the parties, ordinary hours up to a maximum of 12 hours per
day may be rostered without the payment of additional hours as prescribed in
clause 10 of this Award. Meal
allowances are not applicable.
6.2 The ordinary
hours of employment for shift workers shall be an average of 38 hours per week
in each roster cycle, provided that, by agreement between the parties, ordinary
hours up to a maximum of 12 hours per day may be rostered without the payment
of additional hours as prescribed in clause 10 of this Award. Meal allowances are not applicable.
6.3 Time taken in
partaking of meals shall not count as working time, unless such meal is taken
as a crib break.
6.4 A crib break
is an entitlement to a paid break of 20 minutes to be taken between the third
and fifth hour after the commencement of a shift. The break is to be taken away from the direct work location
wherever possible (but still within the correctional centre or work location,
but away from inmates) with officers being available to respond to any
situation should they be required during this break.
7. Shift Work
7.1 For the
purpose of this clause:
Early morning shift means any shift commencing before
6.00 am.
Afternoon shift means any shift finishing after 6.00 pm
and at or before midnight.
Night shift means any shift
finishing subsequent to midnight and at or before 8.00 am.
7.2 Officers up to
and including the ranks of Senior Correctional Officer and Senior Overseer
classified as shift workers shall be paid the following allowances other than
at weekends or on public holidays:
|
Percentage
|
|
|
Early morning shift
|
10%
|
Afternoon
|
15%
|
Night Shift
|
17 ½ %
|
7.3 In the event
that an officer is rostered on for duty during the Daylight Savings changeover,
the officer will receive payment for a standard shift only, i.e. eight hours
plus shift allowance if entitled; irrespective of whether the hours worked are
seven or nine. An officer working additional hours during the Daylight Savings
changeover, will receive payment if entitled under clause 10, based on the
actual hours worked i.e. either 7 or 9 hours depending on whether it is the
start or finish of daylight saving.
7.4 Officers up to
and including the ranks of Senior Correctional Officer or Senior Overseer
engaged as continuous shift workers under the Award and who are regularly
required to perform rostered duty on Saturdays, Sundays and Public Holidays
shall receive the following compensation and be subject to the following
conditions:
7.4.1 For ordinary
rostered time worked on a Saturday - additional payment at the rate of half
time extra.
7.4.2 For ordinary
rostered time worked on a Sunday - additional payment at the rate of three
quarter time extra.
7.4.3 When rostered
off on a public holiday - no additional compensation or payment.
7.4.4 When rostered
on a public holiday and work performed - additional payment at the rate of half
time extra.
7.4.5 Additional
payment on the following basis:
Number of ordinary shifts worked on Sundays
|
Additional Payment
|
and/or public holidays during a qualifying
|
|
period of 12 months from 1 December one year
|
|
to30 November the next year
|
|
4 to 10
|
1/5th of one week’s
ordinary salary
|
11 to 17
|
2/5ths of one
week’s ordinary salary
|
18 to 24
|
3/5ths of one
week’s ordinary salary
|
25 to 31
|
4/5ths of one
week’s ordinary salary
|
32 or more
|
One week’s ordinary
salary
|
7.4.6
Officers above the ranks of Senior Correctional Officer or
Senior Overseer engaged as a shift worker receive an annualised salary and
therefore are only entitled to the additional payment in subclause 7.4.5.
7.5 The additional
payment shall be made after 1 December in each year for the preceding 12
months, provided that:
7.5.1 Where the
employment of an officer is terminated, or the officer resigns or retires, the
officer shall be entitled to be paid the additional payment that may have
accrued under this paragraph from the preceding 1 December until the date of
termination, resignation or retirement.
7.5.2 Payment shall be
made at the rate applying as at 1 December each year, or at the date of
termination, resignation or retirement.
8. Rostered Day Off
8.1 This clause
does not apply to officers above the rank of Senior Correctional Officer or
Senior Overseer.
8.2 The hours of
work prescribed in subclauses 6.1 and 6.2 above shall be worked on the basis of
a rostered day off in each 20 working days of a 28 day roster cycle. Each full-time officer shall accrue 0.4 of
an hour each eight-hour day towards having the 20th day off with pay.
8.3 An officer's
rostered day off shall be determined by the Department having regard to the
needs of the establishment or sections thereof. Where practicable, a rostered day off shall be consecutive with
other days off.
8.4 Once set, the
rostered day off may not be changed in a current roster cycle unless there are
agreed unforeseen circumstances prevailing or for other agreed purposes. Where such circumstances exist and the
rostered day off is changed, another day shall be substituted in the current
roster cycle. Should this not be
practicable, the rostered day off must be given and taken in the roster cycle
immediately following.
8.5 The maximum
number of rostered days off prescribed in subclause 8.2 above shall be 12 days
per annum. There shall be no accrual of
a rostered day off during the first four weeks of recreation leave.
8.6 All other paid
leave shall contribute towards the accrual of rostered days off except where
paid workers' compensation and extended leave is current throughout the roster
cycle. Where an officer's rostered day
off duty falls during a period of sick leave, the officer’s available sick
leave shall not be debited for that day.
8.7 An officer may
elect to receive payment in lieu of all rostered days off on an annual basis or
may elect to have a rostered day off each roster cycle as prescribed in this
Award.
8.8 Annual payment
in lieu of all rostered days off shall be made on the first pay day commencing
on or after 1 December each year. Pro
rata payments can only be made for the year an officer commences duty at
Kempsey, Dillwynia or Wellington Correctional Centres.
8.9 Officers shall
make their election in writing at the commencement of each annual period. If no
election is made for whatever reason, the default entitlement that will be
applied is for the officer to take a rostered day off each roster cycle.
8.10 Payment shall
be made at the rate of salary applying as at 1 December each year; or for pro
rata payments, at the rate of salary as at the date an officer commences duty
at Kempsey, Dillwynia or Wellington Correctional Centres.
9. Shift Handover
9.1 The salaries
paid to officers covered under this Award and the application of a 38-hour week
recognise that additional time may be involved for an officer at the time of
shift handover in:
(a) briefing
incoming officers;
(b) incoming
officers parading prior to relieving security posts, etc;
(c) undertaking a
weapons safety check in the presence of the incoming and outgoing officer.
9.2 No additional
payment shall be paid for this work.
10. Single Rate for
Additional Hours
10.1 Officers who
work additional hours beyond a standard 8 or 12-hour shift, or in excess of 152
hours per roster cycle shall be paid at a single rate of $40.95 per hour for all
additional time worked.
10.2 No payment or
other compensation for additional hours shall be paid to officers above the
rank of Senior Correctional Officer or Senior Overseer, except in cases of
emergency.
10.3 For the
purposes of this Award, emergencies are classed as situations such as riot,
fire or hostage.
10.4 The rate
prescribed in sub-clause 10.1 of this award shall be subject to any variation
made in accordance with Clause 28 Savings
of Rights of this award.
11. Ranking Structure
11.1 Custodial
Officers:
Title
General Manager
Manager Security
Principal Correctional Officer
Chief Correctional Officer
Senior Correctional Officer
Correctional Officer 1st Class Year 2
Correctional Officer 1st Class Year 1
Correctional Officer Year 2
Correctional Officer Year 1
Correctional Officer Probationary
Correctional Officer (Training)
11.2 Industrial
Officers:
Title
Principal Industry Officer Level 1
Principal Industry Officer Level 2
Chief Industry Officer
Senior Overseer
Overseer
12. Allowances
12.1 Hosiery
An allowance is payable to female officers to
compensate for the purchase of hosiery (which is not provided as part of the
standard issue of clothing) as shown in Schedule 2 - Other Allowances, of Part
B.
12.2 Meals
Officers are not entitled to meal monies except when
working additional hours, where payment shall be made in accordance with the
provisions of clause 95 of the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006, or any replacement Award. Payment of an allowance at the rate
equivalent to the dinner rate provided in clause 95 of the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2006, or any
replacement Award, shall be made to
officers working a double shift.
12.3 Incidental
This is to
compensate for full participation in Area and Case Management, including
maintenance of Case Management files, training junior staff and roster
preparation (where appropriate), and for the progressive introduction of
electronic security and inmate monitoring systems. Individual rates of this
allowance are shown in Part B Schedule 1 - Salaries and Incidental Allowances -
Table 2 for Custodial Officers and table 3.1 for Industrial Officers.
In the case of an officer acting in a higher duties capacity, the higher
allowance shall be payable only if the officer has acted continuously in the
position for more than four weeks, except for Senior Correctional Officers
rostered as Officer in Charge on "B" (night) or "C" (afternoon)
watches for consecutive periods of 4 (four) days or more.
This allowance is not payable to Correctional Officer (Training) whilst
in primary training. It is payable from the date these officers enter on duty
in a correctional centre after graduation as a Correctional Officer
Probationary.
13. Recreation Leave
13.1 Officers are
entitled to Recreation Leave as follows:
(a) Officers
engaged as day workers shall be entitled to recreation leave in accordance with
the provisions of the Public Sector Employment and Management (General)
Regulation 1996, or any replacement Regulation, that is, four weeks' paid
leave for each completed year of service.
(b) Officers
engaged as shift workers who are regularly required to perform rostered duty on
Sundays and Public Holidays shall be entitled to six weeks' recreation leave
inclusive of public holidays and further compensation in accordance with the
provisions of subclause 7.4 of this Award.
(c) At least two
consecutive weeks of recreation leave shall be taken by officers every 12
months, except by written agreement with the Commissioner in special
circumstances.
(d) Shift workers
may elect to receive payment in lieu for 10 days of their yearly recreation
leave entitlement. The additional
payment shall be made on the commencement of the mandatory two consecutive
weeks' recreation leave referred to in paragraph (c) above.
(e) Permanent
Part-time Officers shall be entitled to pro rata recreation leave calculated in
accordance with the proportion of full-time officers' hours they work.
14. Annual Leave
Loading
14.1 The Annual
Leave Loading payable to all officers up to and including the rank of Senior
Correctional Officer or Senior Overseer, employed as shift workers shall be 20%
in lieu of all other entitlements under this heading.
14.2 Annual Leave
Loading payable to day workers shall be paid in accordance with the provisions
of the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006 or any replacement Award.
15. Higher Duties
15.1 Subject to this
clause, an officer who is required to perform duties in a higher position from
time to time shall, provided the officer performs the whole of the duties and
assumes the whole of the responsibilities of the higher position, be paid an
allowance at the difference between the officer’s present remuneration, and the
salary and allowance, where applicable, prescribed for the higher position.
15.2 This higher
duties allowance shall be paid on a daily basis.
16. Performance
Management
16.1 The Departmental
Performance Management System shall be used as a process of identifying,
evaluating and developing the work performance of all officers. This will ensure the Department meets its
corporate objectives and, at the same time, will benefit officers by way of
providing information, establishing agreed targets, providing performance
feedback and enhancing rapport with supervisors.
16.2 Officers
occupying positions of General Manager, Manager Security, Principal
Correctional Officer, Chief Correctional Officer, Principal Industry Officer
and Chief Industry Officer shall enter into a performance agreement with the
Department.
17. Permanent
Part-Time
17.1 The Department
is committed to providing permanent part-time work opportunities where
practicable. Such arrangements should
provide flexibility for effective use of resources and be of benefit to staff.
17.2 Part-time work
arrangements must be acceptable to both the Department and the officer and
shall be in accordance with the provisions of the Industrial Relations Act
1996 and the Flexible Work Practices Policy and Guidelines issued by the Public
Employment Office in October 1995.
18. Professional
Conduct
18.1 Corporate Plan
Officers shall be committed to personal conduct and
service delivery in accordance with the principles, mission and corporate
objectives as expressed in the Departmental Corporate Plan.
18.2 Officers shall
perform their duties diligently, impartially and conscientiously to the best of
their ability. All officers will be
professional in their conduct with the public, other staff and inmates.
18.3 Dress Policy
Officers shall comply with the requirements of the
departmental Dress Policy and associated orders as published in the
departmental Dress Manual; will ensure their dress and grooming is of the
highest standard; and will wear and display departmental name tags on a
voluntary basis except in areas where there is contact with the public, such as
Visits, Gates and Reception Areas.
18.4 Officers are
expected to have a thorough knowledge of and practise Case Management
Principles, as defined by departmental policy and procedures, and shall
diligently perform the duties required to implement them. All officers will participate in Case
Management.
19. Equality of
Employment and Elimination of Discrimination
The parties are committed to providing a work environment
which promotes the achievement of equality and elimination of discrimination in
employment.
20. Harassment-Free
Workplace
20.1 The Department
is committed to ensuring that officers work in an environment free of
harassment. Harassment is any repeated
uninvited or unwelcome behaviour directed at another person. The effect of harassment is to offend, annoy
or intimidate another person and to make the workplace uncomfortable and
unpleasant.
Harassing behaviour is unacceptable and disruptive to
the well-being of individuals and workplace productivity.
20.2 Harassment on
any grounds including, but not limited to, sex, race, marital status, physical
impairment, sexual preference, HIV/AIDS or age will not be condoned by the
Department or the Association.
20.3 Supervising
Officers at all levels shall prevent all forms of harassment by setting
personal examples, by ensuring proper standards of conduct are maintained in
the workplace and by taking immediate and appropriate measures to stop any form
of harassment of which they may be aware.
20.4 All officers
are required to refrain from perpetuating, or being party to, any form of
harassment.
21.
Anti-Discrimination
21.1 It is the
intention of the parties bound by this Award to seek to achieve the object in
section 3 (f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age and
responsibilities as a carer.
21.2 It follows that
in, fulfilling their obligations under the dispute resolution procedure
prescribed by this Award, the parties have an obligation 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.
21.3 Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an officer because the officer has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
21.4 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.
21.5 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.
Notes:
(a) The Department
and its officers may also be subject to Commonwealth anti-discrimination
legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977
provides:
"Nothing in this Act affects … any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion.
22. Occupational
Health and Safety
22.1 At all times
management and officers will comply with the Occupational Health and Safety
Act 2000.
22.2 The parties are
committed to maintaining an accident-free and healthy workplace through:
(a) Implementation
of appropriate health and safety procedures.
(b) Appropriate
management and risk assessment practices.
(c) The active and
constructive involvement of all officers in promoting improvements to
occupational health, safety and officer welfare.
(d) Management and
employee participation on Safety Committees.
23. Flexible Working
and Operational Arrangements
23.1 The parties to
this Award are committed to introducing greater flexibility in working
arrangements, wherever practicable.
This includes part-time work, job sharing, part-time leave without pay,
career break scheme, part-year employment and variable leave employment as
contained in the Flexible Work Practices guidelines.
23.2 Consultative
Committee
The parties are prepared to discuss all matters raised
which are designed to increase flexibility and enhance the smooth running of
the correctional centres. A
consultative committee shall be established
in each correctional centre consisting of management and Association
representatives. This committee will
meet on a regular basis to discuss any matter relevant to the operation of this
Award or any other matter considered relevant to the maintenance and
improvement of employee relations between the parties during the terms of this
Award, and thereafter.
23.3 Local
Management Board
A Local Management Board shall be established at each
correctional centre to provide advice regarding the operation and routines of
the correctional centre. Elected
representatives of the Prison Officers Vocational Branch of the Association
shall be allocated two positions on this Local Management Board.
23.4 Directed Duties
The parties recognise that the nature of the
correctional environment may present emergent situations or that unforeseen
circumstances may alter the usual operation of a correctional centre on a
short-term basis. In these
circumstances, an officer may be directed to carry out such duties as are reasonably
within the limits of the officer's skill, competence and training.
23.5 The General
Manager or supervising officer, may direct an officer to carry out such duties
and use tools and equipment as may be required, provided that the officer has
been properly trained in those duties and in the use of the tools and
equipment.
23.6 Any direction
made pursuant to this clause shall be consistent with the correctional centre’s
security requirements, as assessed by the General Manager or most senior
officer available at that time, and the Department's obligation to provide a
safe and healthy work environment.
24. Deduction of
Association Membership and Legal Fees
24.1 The Association
shall provide the Department with a schedule setting out the Association’s
fortnightly membership and legal fund fees payable by members of the
Association in accordance with the Association rules.
24.2 The Association
shall advise the Department of any change to the amount of fortnightly
membership and legal fund fees made under its rules. Any variation to the schedule of the Association’s fortnightly
membership and legal fund fees shall be provided to the Department at least 28
days in advance of the variation taking effect.
24.3 Subject to the
above clauses, the Department shall deduct the Association’s fortnightly
membership and legal fund fees from the pay of any officer who is an
Association member in accordance with the Association’s rules, provided the
officer has authorised the Department to make such deductions.
24.4 Monies so
deducted from the officer’s pay shall be forwarded regularly to the Association
together with all necessary information to enable the Association to reconcile
and credit subscriptions to the officer’s membership accounts.
24.5 Unless other arrangements are agreed to by
the Department and the Association, all Association membership and legal fund
fees shall be deducted by the Department on a fortnightly basis.
25. Grievance and
Dispute Resolution Procedures
25.1 The aim of this
procedure is to ensure that industrial and officer grievances or disputes are
prevented, or resolved as quickly as possible, at the lowest level in the
workplace.
25.2 A grievance may
be defined as:
A statement or approach by an officer to a supervisor
on a work related problem, concern or complaint which may relate to:
(a) harassment
and/or discrimination on the basis of sex, race, marital status, disability,
sexual preference or age; or
(b) interpersonal
conflict at work, including supervisor, officer and co-worker conflicts; or
(c) unfair
allocation of development opportunities; or
(d) lack of
communication of work-related information; or
(e) a difficulty
concerning the interpretation or application of a departmental policy or
procedure.
25.3 A dispute may
be defined as:
An issue in relation to any matter contemplated by this
Award and related to its application, operation or interpretation.
25.4 The parties to
this Award are committed to following the steps set out below and will continue
to work normally as these procedures are being followed. No party shall be prejudiced as to final
settlement by the continuance of work in accordance with these procedures.
25.5 Where a matter
does not fall within the definition of a grievance, it shall be regarded as a
dispute and shall be dealt with in accordance with the following procedures:
Step 1
The matter is discussed between the officer(s) and the
relevant supervisor. If the matter
remains unresolved, follow Step 2.
Step 2
The matter is discussed between the officer(s), the
Association delegate or officer's nominated representative and their
supervisor. If the matter remains
unresolved, follow Step 3.
Step 3
The matter is discussed between the officer(s), the
Association delegate or officer's nominated representative, the supervisor and
the General Manager. If the matter
remains unresolved, follow Step 4.
Step 4
The matter is discussed between the General Manager,
representatives from Human Resources in the case of a grievance or Industrial
Relations in the case of a dispute, and the Association delegate and/or an
Association official or officer's nominated representative. If the matter remains unresolved, follow
Step 5.
Step 5
The matter is discussed between senior representatives
of the Department and the Association officials and/or officer's nominated
representative.
The parties agree to exhaust the conciliation process
before considering Step 6. It is agreed
that parties will not deliberately frustrate or delay these procedures.
Step 6
The matter may be referred by either party to the
Industrial Relations Commission to exercise its functions under the NSW
Industrial Relations Act 1996, provided the matter is not a claim for
general increases in salary or conditions of employment contained in this Award.
Each of the steps will be followed within a reasonable
time frame having regard for the nature of the grievance or dispute.
25.6 Continuance of
Work
While the parties are attempting to resolve the matter,
the parties shall continue to work in accordance with this Award and their
contract of employment unless the officer has a reasonable concern about an
imminent risk to his or her safety.
Subject to the Occupational Health and Safety Act 2000, even if
the officer has a reasonable concern about an imminent risk to his or her
health or safety, the officer must not unreasonably fail to comply with a
direction from management to perform other available work, whether at the same
correctional centre or another workplace, that is safe and appropriate for the
officer to perform.
26. No Further Claims
It is a condition of this Award that the Association
undertakes for the duration of the life of this Award not to pursue any extra
claims, award or over-award, with respect to the officers covered in this Award.
27. General
Nothing in this Award shall be construed as restricting the
Commissioner to alter the duties of any position or to abolish any position
covered by this Award in consultation with the Association.
28. Savings of Rights
Should there be a variation to the Crown Employees (Public
Sector - Salaries 2007) Award, or an award replacing it, during the term of
this Award, by way of salary increase, this Award shall be varied to give
effect to any such increase.
29. Area, Incidence
and Duration
29.1 This Award
shall apply to all officers as defined in clause 3, Definitions, of this Award.
29.2 This Award is
made following a review under section 19 of the Industrial Relations Act 1996
and rescinds and replaces the Crown Employees (Correctional Officers,
Department of Corrective Services) Award 2004 for Kempsey, Dillwynia and
Wellington Correctional Centres published 25 March 2005 (349 I.G. 628) and all
variations thereof.
29.3 The changes made to the Award pursuant to
the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996
and Principle 26 of the Principles for Review of Awards made by the
Industrial Relations Commission of New South Wales on 28 April 1999 (310 I.G.
359) take effect on and from 6 November 2007.
29.4 The Award
remains in force until varied or rescinded, the period for which it was made
having already expired.
Part B
SCHEDULE 1
Salaries and
Incidental Allowances
1. Annualised Salary
Package
Title
|
Salary
|
|
$
|
General Manager
|
141,912
|
Manager Security
|
119,721
|
Principal Correctional Officer
|
92,504
|
Chief Correctional Officer
|
86,587
|
1.1 The above
salaries are annualised and include compensation for overtime, penalty rates,
incidental allowances, shift allowances and 10 Rostered Days Off per annum.
1.2 Officers on an
annualised salary package shall be entitled to take the equivalent of a
rostered day off in each of the consecutive roster cycles falling in December
and January of each year.
1.3 Officers
working under this arrangement shall work 20 days in each 28-day roster cycles
for 10 roster cycles; and 19 days in two 28-day roster cycles for two roster
cycles only. For the 13th
roster cycle, the provisions of subclause 8.5 of this Award shall apply.
2. Custodial Officers
Title
|
Salary
|
Incidental
Allowance
|
|
$
|
$
|
Senior Correctional Officer
|
57,772
|
3,777
|
Correctional Officer 1st Class Year 2
|
54,480
|
2,266
|
Correctional Officer 1st Class Year 1
|
50,356
|
2,266
|
Correctional Officer Year 2
|
47,682
|
1,514
|
Correctional Officer Year 1
|
46,807
|
1,135
|
Correctional Officer Probationary
|
45,967
|
756
|
Correctional Officer (Training)
|
45,967
|
(no allowance)
|
3. Industrial
Officers
3.1
Title
|
Annualised Salary
|
|
$
|
Principal Industry Officer Level 1
|
96,462
|
Principal Industry Officer Level 2
|
91,804
|
Chief Industry Officer
|
87,442
|
3.1.1 The above
salaries are annualised and include compensation for overtime, penalty rates,
incidental allowances, shift allowances and 10 Rostered Days Off per annum.
3.1.2 Industrial
Officers on an annualised salary package shall be entitled to take the
equivalent of a rostered day off in each of the consecutive roster cycles
falling in December and January of each year.
3.1.3 Officers
working under this arrangement will work 20 days in each 28-day roster cycle
for 10 roster cycles; and 19 days in two 28-day roster cycles for two roster
cycles only. For the 13th roster cycle, the provisions of subclause 8.5 of this
Award shall apply.
3.2
Title
|
Salary
|
Incidental
Allowance
|
|
$
|
$
|
Senior Overseer
|
64,250
|
3,777
|
Overseer
|
57,772
|
2,266
|
SCHEDULE 2
Other Allowances
1.1
Hosiery
|
$240.00 per annum
|
Subclause 12.1
|
ATTACHMENT A
KEMPSEY STAFFING
PROFILE
POST
|
RANK
|
DAYS PER WEEK
|
209/365
|
POSITIONS
|
1
|
GENERAL MANAGER
|
5 DAYS
|
1.196
|
1
|
1
|
MANAGER SECURITY
|
5 /7 DAYS
|
1.244
|
1
|
2
|
PRINCIPAL
|
7 DAYS
|
3.492
|
3
|
4
|
CHIEF
|
7 DAYS
|
6.984
|
7
|
|
|
TOTAL
|
12.916
|
|
13
|
SCO’S
|
7 DAYS
|
22.698
|
23
|
1
|
SCO
|
5 DAYS
|
1.196
|
1
|
7
|
SCO’S
|
2 + PH
|
3.815
|
4
|
|
|
TOTAL
|
27.709
|
|
35
|
CO’S
|
7 DAYS
|
61.11
|
61
|
3
|
CO’S
|
5 DAYS
|
3.588
|
4
|
10
|
CO’S
|
2 + PH
|
5.45
|
5
|
|
|
TOTAL
|
70.148
|
|
110.773
Total Custodial Staff Required = 111
1
|
GENERAL MANAGER
|
5
|
1.196
|
1
|
MANAGER SECURITY
|
5/7
|
1.244
|
1
|
PRINCIPAL MAXIMUM
|
7
|
1.746
|
1
|
PRINCIPAL MINIMUM
|
7
|
1.746
|
1
|
CHIEF MAXIMUM
|
7
|
1.746
|
1
|
CHIEF MINIMUM
|
7
|
1.746
|
1
|
CHIEF C’WATCH
|
7
|
1.746
|
1
|
CHIEF ( INTEL)
|
7
|
1.746
|
|
|
|
|
1
|
SCO GATE
|
7
|
1.746
|
1
|
SCO CLINIC
|
7
|
1.746
|
1
|
SCO F UNIT
|
7
|
1.746
|
1
|
SCO SERT
|
7
|
1.746
|
1
|
SCO D UNIT
|
7
|
1.746
|
1
|
SCO ACTIVITIES
|
7
|
1.746
|
1
|
SCO MPU
|
7
|
1.746
|
1
|
SCO ALEC CAMPBELL
UNIT
|
7
|
1.746
|
1
|
SCO RECEPTION
|
7
|
1.746
|
1
|
SCO C WATCH
|
7
|
1.746
|
1
|
SCO B WATCH
|
7
|
1.746
|
1
|
SCO C WATCH FEMALES
|
7
|
1.746
|
1
|
SCO ALEC CAMPBELL
UNIT
|
7
|
1.746
|
1
|
SCO VBL
|
5
|
1.196
|
5
|
SCO UNITS
|
2 + PH
|
2.725
|
2
|
SCO VISITS
|
2 + PH
|
1.09
|
|
|
|
|
1
|
CO GATE
|
7
|
1.746
|
1
|
CO MONITOR ROOM
|
7
|
1.746
|
1
|
CO F UNIT
|
7
|
1.746
|
1
|
CO F UNIT
|
7
|
1.746
|
1
|
CO INDUSTRIES
CONTROL
|
5
|
1.196
|
1
|
CO H CONTROL
|
7
|
1.746
|
1
|
CO ROSTER SUPPORT
|
7
|
1.746
|
1
|
CO SERT
|
7
|
1.746
|
1
|
CO SERT
|
7
|
1.746
|
1
|
CO CLINIC/DETOX
|
7
|
1.746
|
1
|
CO D UNIT
|
7
|
1.746
|
1
|
CO ROVER
|
7
|
1.746
|
1
|
CO ROVER
|
7
|
1.746
|
1
|
CO ACTIVITIES
|
7
|
1.746
|
1
|
CO ACTIVITIES
|
7
|
1.746
|
1
|
CO VBL/FORENSIC
TESTING
|
5
|
1.196
|
1
|
CO ALEC CAMPBELL
UNIT
|
7
|
1.746
|
1
|
CO MPU
|
7
|
1.746
|
1
|
CO ROVER FEMALE MIN
|
7
|
1.746
|
1
|
CO ROVER FEMALE MIN
|
7
|
1.746
|
1
|
CO RECEPTION
|
7
|
1.746
|
1
|
CO INDUSTRIES
CONTROL
|
5
|
1.196
|
1
|
CO C WATCH GATE
|
7
|
1.746
|
1
|
CO C WATCH MONITOR
|
7
|
1.746
|
1
|
CO C WATCH MPU
|
7
|
1.746
|
1
|
CO C WATCH CLINIC
|
7
|
1.746
|
1
|
CO C WATCH ROVER
|
7
|
1.746
|
1
|
CO C WATCH ROVER
|
7
|
1.746
|
1
|
CO C WATCH ROVER
|
7
|
1.746
|
1
|
CO C WATCH ALEC
CAMPBELL
|
7
|
1.746
|
1
|
CO C WATCH ALEC
CAMPBELL
|
7
|
1.746
|
1
|
CO C WATCH FEMALE
MINIMUM
|
7
|
1.746
|
1
|
CO B WATCH GATE
|
7
|
1.746
|
1
|
CO B WATCH MONITOR
|
7
|
1.746
|
1
|
CO C WATCH CLINIC
|
7
|
1.746
|
1
|
CO C WATCH ROVER
|
7
|
1.746
|
1
|
CO C WATCH ROVER
|
7
|
1.746
|
1
|
CO C WATCH ROVER
|
7
|
1.746
|
1
|
CO VISITS
PROCESSING
|
2 + PH
|
.545
|
1
|
CO VISITS SECURITY
|
2 + PH
|
.545
|
1
|
CO VISITS SECURITY
|
2 + PH
|
.545
|
1
|
CO VISITS SECURITY
|
2 + PH
|
.545
|
1
|
CO VISITS SECURITY
|
2 + PH
|
.545
|
1
|
CO UNITS
|
2 + PH
|
.545
|
1
|
CO UNITS
|
2 + PH
|
.545
|
1
|
CO UNITS
|
2 + PH
|
.545
|
1
|
CO UNITS
|
2 + PH
|
.545
|
1
|
CO UNITS
|
2 + PH
|
.545
|
Attachment B
DILLWYNIA STAFFING
PROFILE
POST
|
RANK
|
DAYS PER WEEK
|
209/365
|
POSITIONS
|
1
|
GENERAL MANAGER
|
5 DAYS
|
1.196
|
1
|
1
|
MANAGER SECURITY
|
5 /7 DAYS
|
1.244
|
1
|
1
|
PRINCIPAL
|
7 DAYS
|
1.746
|
2
|
2
|
CHIEF
|
7 DAYS
|
3.492
|
3
|
1
|
CHIEF
|
5/7 DAYS
|
1.244
|
1
|
|
|
TOTAL
|
8.922
|
|
14
|
SCO’s
|
7 DAYS
|
24.444
|
25
|
1
|
SCO
|
5 DAYS
|
1.196
|
1
|
2
|
SCO’s
|
2 + PH
|
1.09
|
1
|
|
|
TOTAL
|
26.730
|
|
28
|
CO’s
|
7 DAYS
|
48.888
|
50
|
5
|
CO’s
|
5 DAYS
|
5.98
|
6
|
7
|
CO’s
|
2 + PH
|
3.815
|
4
|
|
|
TOTAL
|
58.683
|
|
94.335
Total Custodial Staff Required = 95
1
|
GENERAL MANAGER
|
5
|
1.196
|
1
|
MANAGER SECURITY
|
5/7
|
1.244
|
1
|
PRINCIPAL
|
7
|
1.746
|
2
|
CHIEF
|
7
|
3.492
|
1
|
CHIEF (INTEL)
|
5/7
|
1.244
|
|
|
|
|
1
|
SCO GATE
|
7
|
1.746
|
1
|
SCO ACTIVITIES
|
7
|
1.746
|
1
|
SCO RECEPTION
|
7
|
1.746
|
1
|
SCO CLINIC
|
7
|
1.746
|
1
|
SCO HONOUR UNITS
|
7
|
1.746
|
1
|
SCO HONOUR UNITS C
WATCH
|
7
|
1.746
|
1
|
SCO C WATCH
N/SENIOR
|
7
|
1.746
|
1
|
SCO B WATCH
N/SENIOR
|
7
|
1.746
|
1
|
SCO LOW NEEDS
|
7
|
1.746
|
1
|
SCO MEDIUM NEEDS
|
7
|
1.746
|
1
|
SCO THERAPEUTIC
UNIT
|
5
|
1.196
|
1
|
SCO GATE C WATCH
|
7
|
1.746
|
1
|
SCO MONITOR ROOM
|
7
|
1.746
|
1
|
SCO HIGH NEEDS
|
7
|
1.746
|
1
|
SCO SEG UNIT
|
7
|
1.746
|
2
|
SCO VISITS
|
2 + PH
|
1.09
|
|
|
|
|
1
|
CO GATE
|
7
|
1.746
|
1
|
CO CLINIC
|
7
|
1.746
|
1
|
CO ACTIVITIES
|
7
|
1.746
|
1
|
CO HIGH NEEDS
|
7
|
1.746
|
2
|
CO MEDIUM NEEDS
|
7
|
3.492
|
1
|
CO LOW NEEDS
|
7
|
1.746
|
2
|
CO SEG UNIT
|
7
|
3.492
|
1
|
CO MONITOR ROOM
|
7
|
1.746
|
3
|
CO B WATCH ROVER
|
7
|
5.238
|
1
|
CO B WATCH MONITOR
ROOM
|
7
|
1.746
|
1
|
CO B WATCH HONOUR
UNIT
|
7
|
1.746
|
1
|
CO B WATCH GATE
|
7
|
1.746
|
3
|
CO C WATCH ROVER
|
7
|
5.238
|
1
|
CO C WATCH MONITOR
ROOM
|
7
|
1.746
|
1
|
CO C WATCH GATE
|
7
|
1.746
|
2
|
CO D WATCH MEDIUM
NEEDS
|
7
|
3.492
|
2
|
CO D WATCH LOW
NEEDS
|
7
|
3.492
|
2
|
CO D WATCH
THERAPEUTIC UNIT
|
7
|
3.492
|
1
|
CO D WATCH CLINIC
|
7
|
1.746
|
|
|
|
|
1
|
CO THERAPEUTIC UNIT
|
5
|
1.196
|
2
|
CO LEGAL VISITS
|
5
|
2.392
|
2
|
CO ESCORTS
|
5
|
2.392
|
|
|
|
|
1
|
CO VISITS CONTROL
|
2 + PH
|
.545
|
2
|
CO VISITS SEARCH
|
2 + PH
|
1.09
|
2
|
CO VISITS PATROL
|
2 + PH
|
1.09
|
2
|
CO VISITS OFFICE
|
2 + PH
|
1.09
|
D. W. RITCHIE, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.