SCHOOL SUPPORT STAFF (CATHOLIC INDEPENDENT SCHOOLS) (STATE) AWARD 2001
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by New South Wales Independent Education
Union, industrial organisation of employees.
(No. IRC 4546
of 2001)
Before Mr Deputy President Grayson
|
3 August 2001
|
AWARD
PART A - CONDITIONS
1. Arrangement
This award is arranged as follows.
PART A
Clause No.
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Subject Matter
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1.
|
Arrangement
|
2.
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Title
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3.
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Definitions
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4.
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Contract of Employment
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5.
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Redundancy
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6.
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Wages
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7.
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Payment of Wages
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8.
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Work During Pupil Vacation Periods
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9.
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Hours
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10.
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Implementation of 38-Hour Week
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11.
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Overtime
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12.
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Tea Break
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13.
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Meal Breaks
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14.
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Public Holidays
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15.
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Annual Leave and Payment on Termination
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16.
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Annual Leave Loading
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17.
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Sick Leave
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18.
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Catholic Personal/Carer's Leave
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19.
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Parental Leave
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20.
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Maternity Allowance
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21.
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Long Service Leave
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22.
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Bereavement Leave
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23.
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Jury Service
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24.
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Meal Allowances
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25.
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First-Aid and Medication Allowances
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26.
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Travelling Expenses
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27.
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Miscellaneous Conditions
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28.
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Disputes Avoidance and Grievance Procedure
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29.
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Superannuation
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30.
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Anti Discrimination
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31.
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Fair Procedures for Investigating Allegations of Child
Abuse
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32.
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Labour Flexibility
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33.
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No Extra Claims
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34.
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Area, Incidence and Duration
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PART B
MONETARY RATES
Table 1
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Wage Rates
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Table 2
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Other Rates and
Allowances
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Annexure A
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List of Catholic
Independent Schools Covered by this Award
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PART C
INDICATIVE DUTIES OF EMPLOYEES IN THE SCHOOL ASSISTANT STREAM
PART D
REDUNDANCY
2. Title
This award shall be known as the School Support Staff
(Catholic Independent Schools) (State) Award 2001.
3. Definitions
(i) "Award"
means the School Support Staff (Catholic Independent Schools) (State) Award.
(ii) "Basic
Earnings" mean the minimum rate of pay prescribed for an employee by the
award.
(iii) "Employee" means any employee
employed in a clerical and administrative capacity (and who is described in
this award as being in the Clerical and Administrative stream) and any employee
other than a teacher whose principal duties are as set out in the indicative
duties included in Part C - Indicative Duties of Employees in the School
Assistants Stream, as well as other related duties including incidental
cleaning (and who is described in this award as being in the School Assistants
stream), and an employee in a school canteen or uniform shop (and who is
described in this award as being in the Shop Stream).
Employees employed in the School
Assistant Stream may include, without limiting the generality of this
expression, employees in such positions as food technology assistants, art
assistants, TAS assistants, music assistants, agriculture assistants, print room
assistants, laboratory assistants, library/audio-visual assistants, book room
assistants, bi-lingual aides and teachers’ aides.
Employees employed in the School
Assistant Stream shall not be deployed instead of a teacher to conduct
classroom lessons.
(iv) "Full-time
Employee" means an employee who works 38 hours per week.
(v) "Part-time Employee" means an
employee who works a constant number of ordinary hours less than 38 per week.
(vi) "Casual
Employee" means an employee engaged and paid as such.
(vii) "Employer"
means the employer of an employee to whom the award applies.
(viii) "Union" means, for an employee
employed in the Clerical and Administrative Stream either the New South Wales
Independent Education Union or the Federated Clerks Union of Australia, NSW
Branch and for an employee employed in the School Assistant or Shop Stream
means the New South Wales Independent Education Union.
(ix) "Fund"
means either:
(a) The New South Wales Non-Government Schools Superannuation
Fund; or
(b) any other superannuation fund approved in
accordance with the Commonwealth operational standards for occupational
superannuation funds which the employee is eligible to join and which is
approved by the employer as a fund into which an employee of that employer may
elect to have the employer pay contributions made pursuant to the award in
respect of that employee including any Catholic diocesan superannuation fund
existing as at the date of this award which is approved in accordance with the
standards and is approved by the employer.
4. Contract of Employment
(i) Letter of
Appointment
On appointment, the employer shall
provide to an employee, other than a casual employee, a letter setting out the
following:
(a) the stream of employment;
(b) the classification and rate of pay of the employee;
(c) the number of hours to be worked each
week and the number of weeks or days to be worked throughout the year;
(d) a statement in relation to superannuation entitlements; and
(e) for employees employed in the School
Assistants Stream, whether the rate of pay is payable during term time only or
throughout the year in accordance with paragraph (c) of subclause (viii) of
clause 6, Wages.
If there is a requirement to work
during school vacations, except in accordance with clause 8, Work During Pupil
Vacation Periods, the number of such days to be worked shall be clearly
specified.
(ii) Stand down
- Employees in the School Assistants Stream & Shop Stream
(a) Subject to clause 10, Implementation of
38 Hour Week, an employee employed in the School Assistants Stream or Shop
Stream may be stood down on leave of absence without pay during all school
vacation periods when no work is available.
Provided that the contract of employment shall be deemed not to have
been broken for all award and statutory purposes by such leave of absence
during vacation periods. Provided that
such leave of absence during pupil vacation periods shall count as service for
all award and statutory purposes.
(b) Where the employment of an employee is
terminated by the employer in accordance with the provisions of this clause
through no fault of the employee within one week of the end of any school term
or during the following vacation, and such employee whose services are so
terminated is re-employed by the same employer before the expiration of two
weeks after the commencement of the next school term, the contract of
employment shall not be deemed to have been broken for the purposes of the Long Service Leave Act, 1955.
(iii) Termination
of employment
(a) Except for the first week of employment,
the employment of a full-time or part-time employee may be terminated by either
party by giving notice to the other party as set out in the following table
"Period of Notice", or by the payment or forfeiture of the equivalent
wages in lieu of notice.
Period of Notice
Years of Continuous
Service
|
Notice Period
|
Not more than 1 year
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1 week minimum
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More than 1 year but not more than 3 years
|
2 weeks minimum
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More than 3 years but not more than 5 years
|
3 weeks minimum
|
More than 5 years
|
4 weeks minimum
|
(b) In addition to the notice periods specified
in paragraph (a) of this subclause, employees aged over 45 years and who have
completed at least 2 years continuous service with the employer are entitled to
one additional week’s notice from the employer.
(c) Paragraphs (a) and (b) of this subclause
shall not affect the right of the employer to dismiss any employee without
notice for misconduct and in such cases wages shall be paid up to the time of
dismissal only.
(d) During the first week of employment, the
employment may be terminated by a day’s notice given by either party.
(e) The employment of a casual employee may be terminated by one
hour’s notice by either party.
(iv) Statement of
Service
On the termination of employment
the employer shall, at the request of the employee, give to such employee a
statement signed by the employer stating the period of employment, the
employee’s classification, and when the employment terminated.
(v) Payment on
Termination
Employees terminating employment
shall be paid all wages and other monies due forthwith, including any payments,
which may be due in lieu of annual leave and/or long service leave.
5. Redundancy
See Part D - Redundancy
6. Wages
(i) Clerical
And Administrative Stream
(a) Clerical Assistant - Level 1
Without limiting the foregoing, a
Clerical Assistant Level 1 may be required to perform the following tasks
involving the basic clerical skills under supervision:
* mailing;
* filing;
* collating;
* operation
of photocopying, duplicating, binding and facsimile machines;
* messenger
work;
* handling
mail;
* checking
figures;
The basic clerical skills required
include:
Communication Skills
an
ability to read and write English;
an
ability to perform simple numerical tasks.
Technical Skills
an
ability to operate basic office equipment (e.g. facsimile machine, photocopying
machine).
Interpersonal Skills
an
ability to deal with basic internal requirements.
Quality Assurance
understanding
of the quality requirement of their tasks.
Information Handling Skills
an
ability to deal with basic information systems and requirements.
(b) Clerical Officer - Level 2
A Clerical Officer Level 2 may be
required to perform the entire range of clerical duties that exist in schools
other than those required of the Clerical Administrator Level 6. Without limiting the generality of the
foregoing such clerical tasks may include:
* data
entry and basic computer operation;
* word
processing/typing;
* maintenance
of school accounts and petty cash;
* bank
reconciliation;
* salary
processing;
* control
of school accounts;
* setting
up of programmes/ledgers;
* balancing
of data base;
* reception/switchboard;
* acquisition
of school equipment;
* admission/registers;
* enrolment
procedures;
* school
statistical returns;
* collection
of school fees and special purpose money;
* issue
of transport passes;
* maintenance
of pupil record cards and sporting rolls;
* maintenance
of periodical material and overdue book lists;
* preparation
of orders for equipment and stationery;
Provided that: a person appointed to the position of
Clerical Officer - Level 2 shall be proficient where applicable in the
following skills:
Communication Skills
proficient
written skills such as letter composition;
proficient
oral communication skills;
ability
to comprehend and interpret documentation associated with higher tasks.
Technical Skills
ability to operate multiple pieces
of office equipment with a high degree of competence: includes complex
calculation
Interpersonal Skills
ability
to apply knowledge and skills to meet internal and parental requirements.
Quality Assurance
responsible
for quality of own work and/or the work of those who are supervised.
Business/Financial Knowledge and Skills
ability
to deal with more intricate financial matters such as payroll, cashier, credit
etc.
Organisational/Planning Skills
plans
own work schedule and/or work schedule of those who are supervised.
Supervisory Skills
limited,
up to three employees.
Training Delivery
limited school based training in
relation to own functions or those functions of employees who are supervised.
(c) Clerical Administrator - Level 3 And 4
Provided that: a person appointed to the positions of
Clerical Administrator Levels 3 or 4 in addition to the skills outlined in
paragraphs (a) and (b) of this subclause shall be proficient where applicable
in the following skills to an advanced level:
Communication Skills
an ability to prepare reports and
provide written advice related to own tasks and those of clerical employees of
similar or lower classifications;
an
ability to conduct interviews and provide oral presentations to
groups/meetings;
Technical Skills
has the knowledge and ability to
operate complex office equipment.
Interpersonal Skills
an ability to deal with more
significant and complex internal and external requirements.
Quality Assurance
responsible for quality of own
work and/or work of those supervised.
Business/Financial Knowledge and Skills
understanding of methods and
procedures for complex financial operations and systems and ability to
administer these operations and systems.
Organisational/Planning Skills
plans own work schedule and/or
work schedule of those who are supervised;
may participate in problem solving
and/or decision making in relation to operational issues in own work section.
Supervisory Skills
up
to six employees.
(d) Clerical Administrator - Level 6
An employer may appoint a Clerical
Administrator - Level 6. A person
employed at this grade shall be proficient where applicable, and without limiting
the requirements for this position, an employee at this grade shall be required
by the employer to:
* perform
the entire range of duties and possess the skills required of a Level 4
employee;
* exercise substantial responsibility,
independent judgment and initiative with a detailed knowledge of complex office
procedures;
* have and utilise advanced skills and
knowledge in the operation of complex equipment and procedures;
* have completed relevant post-secondary
training or have significant and substantial technical and procedural knowledge
and skill, which may be deemed by the employer as being comparable with
post-secondary training;
* resolve operational problems for staff
and coordinate work within a section of the office; monitor work quality of
those supervised; be responsible for those supervised; assist in planning
future sectional/office-organisational or resources and equipment needs.
(ii) School
Assistant Stream
(a) School Assistant - Level 2
A Level 2 position is one where
the employee may have no relevant training and:
(1) exercises a limited range of skills and
undertakes basic duties similar to those indicative duties listed in subclause
(i) of Part C, Indicative Duties of Employees in the School Assistants Stream;
(2) is under the general supervision of a teacher or higher-level
school assistant;
(3) initially, receives specific direction,
leading to routine direction as knowledge of procedures develops;
(4) will not supervise other school assistants; and
(5) does not supervise students without a
higher-level school assistant or teacher present.
(b) School Assistant - Level 3
A Level 3 position is one where
the employee:
(1) undertakes duties similar to those
indicative duties listed in subclause (ii) of Part C, Indicative Duties of
Employees in the School Assistants Stream;
(2) may be required to exercise independent initiative and
judgement;
(3) has the knowledge and experience to
perform basic duties without technical instructions;
(4) receives instruction for complex tasks
or tasks requiring specialised knowledge; and
(5) would be expected to have undertaken and
completed skill-developing programs relevant to the skills and duties required
to be undertaken. This requirement may
be satisfied by relevant employer sponsored programs and/or post secondary
training which may include TAFE training.
(c) School Assistant - Level 4
A Level 4 position is one where
the employee:
(1) undertakes duties similar to those
indicative duties listed in subclause (iii) of Part C, Indicative Duties of
Employees in the School Assistants Stream;
(2) is regularly required to exercise independent initiative and
judgment;
(3) shall have responsibility and
accountability for maintaining the quality of their own work and, if requested
by the employer, the work of others;
(4) receives limited instructions, which
relate specifically to matters of substance in the work assignment;
(5) may assist teachers or other qualified
members of staff with the conduct of one or more areas, such as laboratories,
libraries, audio-visual units, kitchens or workrooms;
(6) is competent in technical areas as required for the position;
and
(7) would be expected to have undertaken and
completed skill-developing programs relevant to the skills and duties required
to be undertaken. This requirement may
be satisfied by relevant employer sponsored programs and/or post secondary
training which may include TAFE training.
(d) School Assistant - Level 5
A Level 5 position is one where
the employee:
(1) undertakes duties similar to those
indicative duties listed in subclause (iv) of Part C, Indicative Duties of
Employees in the School Assistants Stream;
(2) possesses knowledge of workplace
procedures and of the practices required by the employer including a detailed
knowledge of complex procedures relevant to the position;
(3) has responsibility for the quality of
their own work and, where appropriate, the work of those who are supervised;
(4) resolves complex operational problems
and coordinates the work within a department of the school;
(5) assists in planning future department or school
organisational needs; and
(6) is required to have undertaken and
completed post secondary training provided by an accredited training provider
relevant to the tasks required by the employer for this level, or has engaged
in extensive equivalent in service training, or has significant and substantial
technical and procedural knowledge which is regarded by the employer to be
equivalent to the required post secondary training.
(iii) Shop Stream
(a) A person who is responsible for the
operation of the canteen or uniform shop:
(1) has the knowledge and experience to perform duties without
technical instructions
or supervision;
(2) has responsibility for planning their
own work and, where appropriate, the work of those who are supervised;
(3) may be required to exercise independent initiative and
judgement
(4) works under minimal supervision to the level of training held
by an employee
(5) is competent in technical areas as required for the position
(b) An employee who has responsibility for
the operation of a shop and, where relevant, supervision of other employees or
volunteers, shall be appointed at Level 1 from 23 July 2001.
Such employees shall from 12 May
2002 be classified at level 2 of the Award.
All other employees in the Shop
Stream shall be appointed at level 1 from 23 July 2001.
(c) No employee in the Shop Stream shall be
disadvantaged nor suffer a reduction in salary as a result of the
implementation of this award.
(iv) Appointment
Subject to subclause (iii) of this
clause, an employee shall be appointed initially to the appropriate level, as
determined by the employee’s skill and the duties required to be performed in
the position.
(v) Progression
(a) School Assistants Stream
(1) For an employee to progress to a higher
level they must possess and be required, in the course of employment, to
undertake the duties and use the skills and qualifications of the higher level.
(2) An employee may apply to progress to a
higher level by reference to skills utilised by the employee and the duties
undertaken by him or her.
(3) Without limiting the generality of the
foregoing, the relevant criteria for progression may include:
satisfactory performance
appraisal;
evidence of further training
and/or skills development;
attendance at relevant in-service
training where offered by the employer;
experience in other Diocesan
and/or other non-systemic Schools.
(4) Where an employee applies to progress to
a higher level, the employer shall determine the application within one month
of the date of receipt of the application.
An employer shall give reasons for refusing an application.
(5) Progression to a higher level shall take
place from the first full pay period on or after approval for progression is
granted by the employer.
(6) An employee who is regularly called upon
to perform a substantial proportion of duties appropriate to a higher level may
apply to the employer for reclassification.
Such reclassification shall not be dependent on organisational vacancy,
but shall depend on the employee’s ability and requirement to perform the
duties of the higher level.
(b) Clerical and Administrative Stream
(1) Access to Clerical Assistant Level 1,
Clerical Officer level 2 and the position of Clerical Administrator level 6 is
by appointment only.
(2) A level 2 Clerical Officer may apply to
progress from level 2 to levels 3 and 4 after successfully completing 2 years’
service on each level.
(3) Without limiting the foregoing the relevant
criteria for progression from Level 2 to Levels 3 and 4 may include:
* satisfactory
performance appraisals;
* evidence
of further training and skill development;
* attendance
at relevant in-service training where offered by the employer;
* the needs of the schools;
* experience
in other Diocesan and/or non-systemic schools.
(4) Where an employee applies to progress to
a higher level, the employer shall determine the application within one month
of the date of receipt of the application.
An employer shall give reasons for refusing an application.
(5) Progression to a higher classification
shall take place from the first full pay period on or after approval for
progression by the employer.
(vi) Higher
Duties
Employees required to temporarily
perform duties in a higher grade for more than one day shall be paid at the
higher grade for the whole period during which those duties are performed.
(vii) Wage Rates -
Employees Required to Work 48 Weeks a Year.
(a) Full-time Employees
The minimum weekly rate of pay for
full-time employees shall, subject to the other provisions of this award, be
calculated by dividing the rates of pay set out in Table 1 - Wage Rates, of
Part B, Monetary Rates by 52.14.
(b) Part-time Employees
(1) Subject to the other provisions of this
award, part-time employees, for each hour worked during ordinary time, shall be
paid one thirty-eighth of the minimum weekly wage calculated in accordance with
paragraph (a) of this subclause, for the class of work performed by them.
(2) Part-time employees shall be paid a
minimum of three hours for each start; provided that an employee employed for
specific programs such as integration programs, ESL, DSP, new arrivals programs
or like programs, whether government funded or funded by the school shall be
paid for a minimum of one hour for each start.
(3) No part-time employee shall have the
number of hours worked adjusted unless by mutual agreement in writing or a
redundancy payment being made in accordance with subclause 5, Severance Pay, of
Part D - Redundancy
(c) Casual Employees
(1) Casual employees, for each hour worked
during ordinary time shall, be paid one thirty-eighth of the minimum weekly
wage calculated in accordance with paragraph (a) of this subclause, for the
class of work performed by them, plus 20 percent of such hourly equivalent,
which is inclusive of compensation for Annual Leave under the Annual Holidays Act, 1944.
(2) Casual employees shall be paid a minimum
payment of three 3 hours for each start; provided that an employee employed for
specific programs such as integration programs, ESL, DSP, new arrivals programs
or like programs, whether government funded or funded by the school shall be
paid for a minimum of one hour for each start.
(viii) Wage Rates -
Employees not required to work 48 weeks of the year.
Full-time and part-time employees
who are not required to work 48 weeks a year shall be paid in accordance with
this subclause:
(a) Where an employee is employed in the
School Assistant Stream or the Shop Stream and the employee is not required to
work 48 weeks in a year (excluding annual leave) then the employer may elect to
stand down the employee or to pay the employee in accordance with paragraph (c)
of this subclause.
(b) Where an employee is employed in the
clerical and administrative stream and the employee is not required to work 48
weeks in a year (excluding annual leave) then the employee will be paid in
accordance with the said paragraph (c).
(c) When the employer elects to average a
full-time employee’s payment of wages under paragraphs (a) or (b) of this
subclause the employee will be paid in equal instalments throughout the
year. The following formula shall be
used to determine the appropriate full-time weekly rate:
(N + 11) x W
240
where;
W = weekly rate for employees required to work 48 weeks per year
determined in accordance with paragraph (a) of subclause (vii) of this clause
N = number of days worked per year and is not less than the number
of days in the school year at each school; provided that:
(1) N cannot be less than the number of school days in that
school;
(2) the value of N does not include the days
paid at a casual rate in Clause 8, Work During Pupil Vacation Periods;
(3) the number of days worked excludes public holidays; and
(4) N cannot exceed 229 and if it does the
employee shall be paid in accordance with subclause (vii) of this clause.
Provided that where the employee
works school terms only (that is, where N equals 204) this formula shall be
rounded to:
0.9 x W
(d) Part-time employees not required to work
48 weeks of the year and not stood down, for each hour worked during ordinary
time, shall be paid one thirty-eighth of the minimum weekly wage calculated in
accordance with paragraph (c) of this subclause, for the class of work
performed by them.
(e) The rate of pay of an employee
determined by paragraphs (c) and (d) of this subclause shall be the appropriate
rate for all purposes. However, such
rate shall not be used in the calculation of casual and overtime rates of pay
which may be payable to the employee.
(ix) Rounding of
Rates
The hourly rate of part-time and
casual employees shall be calculated to the nearest whole cent, any amount less
than half a cent in the result to be disregarded.
(x) Absorption
The increases in minimum rates of
payment in March 2000, May 2001, May 2002, May 2003 and March 2004, may be
fully absorbed at the discretion of the employer into any payment that an
employee receives in excess of the rates set out in Table 1- Wage Rates of Part
B - Monetary Rates at the applicable time.
For employees in the Shop Stream,
increases in minimum rates of payment received on 23 July 2001, may be fully
absorbed at the discretion of the employer into any payment the employee
receives in excess of the rates set out in the said Table 1. Furthermore, the increases in minimum rates
of payment in May 2002, May 2003 and March 2004 may also be fully absorbed at
the discretion of the employer into any payment the employee receives in excess
of the rates set out in Table 1.
7. Payment of Wages
(i) Subject to subclause (ii) of this
clause, wages shall be paid weekly in ordinary working time no later than
Thursday of each week. An employee kept
waiting after the normal ceasing time for the payment of wages shall be deemed
to be working during any time kept waiting and shall be paid overtime from the
normal ceasing time until payment is made.
(ii) (a) Wages
may be paid fortnightly at the employer’s discretion where the majority of
employees at the school or college are already paid fortnightly.
(b) After three month’s notice from the
employer to the employees the employer may at the employer’s discretion make
payment by cheque or direct deposit into an account nominated by the employee.
(iii) Where excess payments are made in
circumstances which were not apparent or could not reasonably have been
expected to be detected by the employee, the relevant parties shall seek
agreement on the matter of the overpayment and its repayment including, when
necessary and appropriate, discussion between the relevant union and relevant
employer representatives.
(iv) Annual
Remuneration
(a) Notwithstanding sub-clause (i) and (ii)
of this clause, an employee may elect to receive his or her annual remuneration
as a combination of wages (payable in accordance with this clause) and benefits
payable by the employer. The sum total
of such wages, benefits, Fringe Benefits tax and employer administrative charge
will equal the appropriate rate of pay prescribed by sub-clause (vii) or (viii)
(as relevant) of clause 6, Wages.
(b) The employer will determine the range of
benefits available to the employee and the employee may determine the mix and
level of benefits as provided in paragraph (a) of this sub-clause.
(c) Any payment
calculated by reference to the teacher's salary and payable either:
(i) during employment; or
(ii) on termination of employment; or
(iii) on death
shall be at the rate prescribed by
sub-clause (vii) or (viii) (as relevant) of clause 6, Wages.
8. Work During Pupil Vacation Periods
The parties to the award agree that the needs of a school
may require work to be performed during periods of pupil vacation and that
there is an expectation that employees will be flexible to ensure that such
needs are met even though this may necessitate attendance at school during
periods of pupil vacation. Pupil
vacation periods do not mean 'student-free days' on which teachers attend work.
(i) Conditions
for working
the parties to the award agree the
following-
(1) Clerical and Administrative Stream
Where an employee employed prior
to 15 May 1995 was required to work more than 12 days per school year during
pupil vacation periods this may continue.
However, all other employees can
be required to work up to 12 days per school year during periods of pupil
vacation as provided in paragraph (ii) below.
(2) School Assistant Stream
Employees can be required to work
up to five days per year during periods of pupil vacation.
(3) Shop Stream
Where an employee prior to 23 July
2001 was required to work per school year more than 12 days during periods of
pupil vacation, this may continue. Such
employee cannot be required to work any additional days without their consent.
However, all other employees can
be required to work up to 12 days per school year during periods of pupil
vacation as provided in paragraph (ii) below.
(ii) Subject to paragraph (I) (a) of this
subclause, work during pupil vacation periods shall be subject to the following
guidelines:
(a) The employer gives the employee 4-term
weeks written notice of the requirement to work during the pupil vacation
period;
(b) the notice is specific as to the time the employee is to work
during the pupil vacation period;
(c) the employee cannot be required to work during the period of
their 4 weeks' annual leave.
(d) the employee cannot be required to work
on days other than their normal working days per week and their normal working
hours on those days;
(e) Notwithstanding the above provisions an
employee may agree to waive the conditions found in subparagraphs (a), (b), (c)
and (d) of this subclause.
(iii) Payment for
work during pupil vacation periods
(a) Any days worked during pupil vacation
periods which are not included in the value of ‘N’ in subclause (vii) of clause
6 Wages, will be paid at the appropriate casual rate for the employee’s grade.
The employee is paid for each pupil vacation day at the appropriate casual rate
of pay for the employee's grade.
(b) If an employee is notified by the
employer in accordance with sub clause (ii) of this clause and then not
required to work on any day notified they will be paid at the appropriate
part-time rate of pay for the employee's grade for that period(s);
(c) Notwithstanding the provisions of
paragraph (a) and (b) of this subclause, an employer and an employee may agree
to an alternate arrangement for the payment for time worked during periods of
pupil vacation, provided that the employee shall not be financially
disadvantaged by that arrangement.
(iv) Employee has
prior Commitments
(a) If an employee is unable to work during
a particular week during a pupil vacation period because of family commitments
or other activities planned during that week, the employee shall give the
employer notice of their unavailability for that particular week. This would be given at the time the employer
advises of the requirement to work during the pupil vacation.
(b) If despite the notice of the employee's
unavailability to work during one particular week in the pupil vacation period
in accordance with paragraph (a) of this subclause, an employer still requires
the employee to work during that particular week, discussions will be held
between the employer and the employee and/or their industrial representatives.
(v) Occupational
Health and Safety
For the purpose of this clause, an
employee shall not be required to be the only person present at the school
9. Hours
(i) Ordinary
Hours
Subject to clause 10,
Implementation of 38 Hour Week, the ordinary hours of work for a full-time
employee, exclusive of meal breaks, shall not without the payment of overtime
exceed an average of 38 per week and shall be worked between the hours of 7.30
am. and 6.00 pm., Monday to Friday, inclusive, and between the hours of 7.30
am. and 12 noon on a Saturday.
(ii) Casual
Employees
The spread of ordinary hours of
work shall be the same as those worked by full-time weekly employees in the
establishment concerned. Where there
are no such full-time weekly employees the spread of ordinary hours of work
shall be those prescribed by subclause (i) of this clause.
(iii) Part-time
Employees
The spread of ordinary hours of
work, exclusive of mealtime, shall not exceed eight hours per day.
(iv) Notice of
Hours
The employer shall fix the
employee’s ordinary hours of work and the ordinary time of meal breaks which
shall be displayed in a conspicuous place accessible to the employees or in
their contract of employment and such hours shall not be changed, without payment
of overtime for work done outside the fixed hours, unless seven days’ notice of
any change of hours is given by the employer to the employee. Provided that such seven days’ notice shall
not be required if any change of hours is by mutual agreement between the employer
and the employee.
(v) Nothing in this clause shall increase
the hours of work where employees worked less than 38 hours per week as at the
introduction of this award.
10. Implementation of 38-Hour Week
The ordinary hours of work for a full-time employee provided
by clause 9, Hours, shall be worked in one of the following methods:
(i) 19-Day
Month
A school subject to this award and
its employees may agree that the ordinary hours of work provided by the said
clause 9 will be worked as a 19 day month, in which case the following
provisions shall apply:
(a) Each employee of the school subject to
this award shall work 152 hours over 19 days in each four-week period with one
rostered day off on full pay in each such period.
(b) Each employee shall accrue 24 minutes
for each eight hour day worked by the employee to give the employee an
entitlement to take a rostered day off.
(c) Each day of paid leave taken by an
employee (but not including long service leave or any period of stand down as
provided in subclause (ii) of clause 4, Contract of Employment), and any public
holiday occurring during any cycle of four weeks shall be regarded as a day
worked for the purpose of accruing an entitlement under paragraph (b) of this
subclause.
(d) Rostered days off shall not be regarded as part of the employee’s
annual leave for any purpose.
(e) Notwithstanding any other provisions of
this subclause, an employee shall not be entitled to more than 12 paid rostered
days off in any 12 months of consecutive employment.
(f) Any employee who is scheduled to take a
rostered day off before having worked a complete four-week cycle shall be paid
a pro rata amount for the time that the employee has accrued in accordance with
paragraph (b) of this subclause.
(g) Any employee whose employment is
terminated in the course of a four week cycle shall be paid a pro rata amount
for the time accrued by the employee in the cycle in accordance with the said
paragraph (b).
(h) Rostered days off shall be scheduled by mutual agreement
between employees and the school.
(i) An employee shall be advised by the
employer at least four weeks in advance of the day on which the employee is to
be rostered off duty.
(j) An employee may, with the agreement of
the employer, substitute the day on which the employee is scheduled to be rostered
off duty for another day.
(k) If any employee is rostered off duty on
the day, which coincides with the employee’s normal pay day, the employee shall
be paid no later than the working day immediately following his/her rostered
day off.
(l) If an employee’s rostered day off falls
on a public holiday, an alternative rostered day off shall be observed to be
fixed by mutual agreement between the employee and the employer.
(m) Any employee required to work on their
rostered day off shall be paid in accordance with the provisions of clause 11,
Overtime, and shall also receive another rostered day off in lieu.
(n) Employees are not eligible for sick leave in respect of
absences on rostered days off.
(ii) Any Other
Method
A school may apply any other
method of implementing the ordinary hours of work provided by clause 9, Hours,
on which the school reaches agreement with its employees.
(iii) Discussion
about Implementation of 38 Hour Week
Each school will propose to its
employees the basis of implementing the 38 hour week, which it determines, is
best suited to its operations. If the
school and its employees are unable to agree to adopt this proposed basis the
matter will be referred to the union, who will discuss it with the
employer. If they are unable to agree
upon the basis, which will be adopted, the matter shall be referred to the
Industrial Relations Commission of New South Wales for determination.
(iv) Payment for
Rostered Days Off during Stand Down
Notwithstanding any other
provisions of this award, the following provisions shall apply in the case of
any employee whose contract of employment provides that he or she shall be
stood down during the whole or part of non-term time pursuant to subclause (ii)
of clause 4, Contract of Employment.
(a) The ordinary hours of work for employees
to whom this subclause applies shall not exceed 40 hours per week, exclusive of
meal breaks, without payment of overtime.
(b) At the commencement of every period
during which an employee to whom this subclause applies is stood down, the
employee shall be paid, in addition to any other entitlements, an amount
calculated by using the formula
w
x 2P
40
where:
W = the number of weeks worked by the employee since either the
employee’s employment commenced, this clause commenced, or the conclusion of
the employee’s last stand down period, whichever is the later; and
P = the weekly rate of pay fixed for the employee’s work by this
award received by the employee since the employee’s employment commenced, this
clause commenced, or the conclusion of the employee’s last stand down period,
whichever is the later.
(c) This subclause will not apply to
employees whose salary is determined in accordance with paragraph (c) of
subclause (vii) of clause 6, Wages.
11. Overtime
(i) All time required by the employer to be
worked outside the ordinary hours of work prescribed by clause 9, Hours, shall
be overtime and shall 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 shall be paid for all overtime worked between midnight Friday
and midnight Sunday. Provided further
that in computing overtime each day’s work shall stand-alone.
(ii) When overtime work is necessary it
shall, wherever reasonably practicable, be so arranged that employees have at
least ten 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 ten consecutive hours off duty between those times shall,
subject to this subclause, be released after completion of such overtime until
they have had ten 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 ten consecutive hours off duty, they shall
be paid at double rates until they are released from duty for such period and
he/she then shall be entitled to be absent until they have had ten consecutive
hours off duty without loss of pay for ordinary working time occurring during
such absence.
(iii) Where an employee has performed duty on
overtime, the employee may be released from duty for a period not exceeding the
period of overtime actually worked, subject to the conditions herein:
(a) An employee may only be released from
duty in lieu of payment for overtime at the request of the employee and with
agreement from the employer. Such
agreement shall be in writing and be kept with the time and wages records.
(b) An employee may not accumulate more than
20 hours to be taken as leave in lieu of overtime payment and shall be taken
within four weeks of the accrual. Where
such leave is not taken in this period it shall be paid at the appropriate
overtime rate.
(c) This provision shall only apply in
respect of overtime worked between Monday to Friday inclusive. Normal penalties for overtime worked on
Saturday and Sunday shall apply for those days.
(iv) An employee required to attend the
employer’s premises for a reason other than carrying out rostered duties after
leaving the place of employment (whether notified before or after leaving the
place of employment) shall be paid a minimum of two hours pay at the
appropriate rate for each such attendance.
Provided that this subclause shall
not apply where a period of duty is continuous (notwithstanding that the
employer may allow the employee a reasonable meal break before, during or after
such attendance) with the completion or commencement of ordinary working time.
(v) For work done on a Sunday double
ordinary time with a minimum payment for four hours’ work shall be paid.
12. Tea Break
All employees shall be allowed a tea break of 10 minutes
daily between the second and third hours from starting time each day, except by
mutual agreement between the employee and the employer. Such tea break shall be counted as time
worked.
13. Meal Breaks
Not more than one hour nor less than half an hour shall be
allowed to employees each day for a midday and/or evening meal where work
continues after 6.30 pm. This meal
break shall be taken not later than the fifth hour of work each day, except by
mutual agreement between the employer and the employee. Such meal break shall not be counted as time
worked and is unpaid.
14. Public Holidays
(i) 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 (ii) of this clause, and any other day gazetted as a
public holiday for the State shall be holidays for the purposes of this award.
(ii) In addition to the holidays specified in
subclause (i) of this clause, an employee shall be entitled to one additional
day as a holiday in each calendar year.
Such additional holiday shall 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.
Provided that the additional
holiday will not apply to those employees whose rates of pay are averaged over
the year in accordance with paragraphs (a), (b) or (c) of subclause (viii) of
clause 6, Wages.
(iii) Full-time and part-time employees shall
be entitled to the above holidays without loss of pay, provided that an
employee who is regularly rostered to work ordinary hours on Monday to Friday
shall only be paid for such holidays as occur on those days.
(iv) All time worked on a public holiday as
specified in subclause (i) of this clause shall be paid for at the rate of
double time and one-half the ordinary time rate with a minimum payment of 2
hours.
15. Annual Leave and Payment on Termination
(i) This clause will only apply to
employees who are paid in accordance with subclause (viii) of Clause 6,
Wages. For all other employees, annual
leave and payment on termination provisions are governed by the Annual Holidays Act 1944.
For
employees paid in accordance with subclause (viii) of Clause 6, wages this
clause will apply:
(a) in lieu of the corresponding provisions of the Annual Holidays Act 1944; and
(b) notwithstanding any other provisions in this award.
(ii) The
provisions of this clause shall apply as set out in the relevant sub-clauses
where:
(a) an employee’s employment ceases
(b) an employee commences employment after the school service
date;
(c) an employee takes approved leave without
pay or parental leave for a period which (in total) exceeds 20 pupil days in
any year; or
(d) the working hours of the employee have varied since the
school service date.
(iii) Calculation
of Payments
(a) A payment made pursuant to paragraph
(a), (b) or (c) of sub-clause (ii) of this clause shall be calculated in
accordance with the following formula:
Step
1 A x B = D
C
Step
2 D - E = F
Step
3 F x G = H
2
where:
A
= The number of term weeks
worked by the employee since the school service date
B
= The number of non-term weeks
in the school year
C
= The number of term weeks in
the school year
D
= Result in weeks
E
= The number of non-term weeks
worked by the employee since the
school service date
F
= Result in weeks
G
= The employee’s current
fortnightly salary
H
= Amount Due
(b) A payment made pursuant to paragraph (d)
of sub-clause (ii) of this clause to an employee whose normal working hours
have varied shall be calculated in accordance with the following formula:
Step
1 A - B = C
Step 2 C x D = F
E
Step
3 F - B = G
where:
A
= Total salary paid to the
employee since the school service date
B
= Salary paid to the employee in
respect of non-term weeks since the school service date
C
= Salary paid to the employee in
respect of term weeks since the school service date
D
= The total number of non-term
weeks in the school year
E
= The total number of term weeks
in the school year
F
= Result in dollars
G
= Amount Due
(c) For the purpose of this clause:
(i) "School Service Date" means
the usual commencement date of employment at the school for employees covered
by this award commencing in term 1.
(iv) Employees
who commence Employment after the School Service Date
(a) An employee who commences employment
after the school service date shall be paid from the date the employee commences
provided that, at the end of Term IV, the employee shall be paid an amount
calculated pursuant to sub-clause (iii) of this clause and shall receive no
other salary until his or her return to work in the following school year.
(b) In each succeeding year of employment,
the anniversary of appointment of the employee for the purposes of this clause
shall be deemed to be the school service date.
(v) Employees
who take Approved Leave Without Pay or Parental Leave
Where an employee takes leave
without pay or parental leave with the approval of the employer for a period
which (in total) exceeds 20 pupil days in any year, the employee shall be paid
salary calculated in accordance with this clause as follows:
(a) If the leave commences and concludes in
the same school year payment shall be calculated and made at the conclusion of
Term IV of that school year.
(b) If the leave is to conclude in a school
year following the school year in which the leave commenced:
(i) at the commencement of the leave a
payment shall be calculated and made in respect of the school year in which the
leave commences; and
(ii) at the end of Term IV in the school year
in which the leave concludes a payment shall be calculated and made in respect
of that school year.
(c) Where an employee who has received a
payment pursuant to paragraph (b) of this sub-clause returns from leave in the
same year rather than the next school year as anticipated, then the employee
shall be paid at the conclusion of Term IV as follows:
(i) by applying for formula in sub-clause
(iii) as if no payment had been made to the employee at the commencement of
leave;
(ii) by deducting from that amount the amount earlier paid to the
employee.
(vi) Employees
Whose Hours Have Varied
Where the hours, which an employee
normally works at a school, have varied since the school service date in any
school year and the employee’s employment is to continue into the next school
year, the employee shall be paid throughout the summer pupil vacation as
follows:
(a) the amount due pursuant to the formula
in paragraph (b) of sub-clause (iii) of this clause shall be calculated; and
(b) the employee shall continue to receive
in each fortnight of the pupil vacation period the same amount as his or her
ordinary pay in the last fortnight of the school term until the total amount
received by the employee during the pupil vacation period is the same as the
amount calculated above. (Note - this
will have the consequence that the last fortnight of the pupil vacation period
in which the employee is paid the amount received will differ from the pay in
the preceding fortnights).
(vii) Notwithstanding the provisions of
paragraph (a) of subclause (i) an employee shall not pursuant to this
clause, be paid an amount in
respect of a year of employment which is less than the amount to which the
employee would otherwise be entitled under the provisions of the Annual Holidays Act 1944, in respect of
a year of employment.
16. Annual Leave Loading
(i) In this
clause the Annual Holidays Act 1944 is
referred to as "the Act".
(ii) Where an employee is given and takes
their annual holiday or where, by 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 shall pay their employee a
loading determined in accordance with this clause.
(iii) 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.
(iv) 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 in relation to each such separate period. NOTE: See subclause (vi) of this clause as to
holidays taken wholly or partly in advance.
(v) The loading is the amount payable for
the period or the separate period, as the case may be, stated in subclause (iv)
of this clause, 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
their annual holiday, but shall not include any other allowances, penalty
rates, shift allowances, overtime or any other payments prescribed by this
award.
(vi) (a) No
loading is payable to an employee who takes annual holidays wholly or partly in
advance;
provided that, if the 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 subclause (v) of this
clause applying the award rates of wages payable on that day.
(b) Notwithstanding the provisions of
paragraph (a) of this subclause, an employee shall be paid an annual holiday
loading where the annual holiday falls wholly or partly in advance during the
summer pupil vacation period. The employee shall be entitled to the fraction of
four weeks holiday loading as is equal to the number of weeks worked by the
employee in that school year compared to the number of weeks in the year since
the school service date.
(c) Where an employee receives a payment
pursuant to paragraph (a) of subclause (iii) of clause 15, Annual Leave and
Payment on Termination, the employee shall be entitled to be paid for that part
of the fraction of four weeks holiday loading holiday loading as is equal to
the number of weeks worked by the employee in that school year compared to the
number of weeks since the school service date.
(vii) (a) Where
the employment of an employee is terminated by their 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 they are entitled, they shall be paid a loading
calculated in accordance with subclause (v) for the period not taken.
(b) Except as provided in paragraph (a) of
this subclause, no loading is payable on the termination of an employee’s
employment.
17. Sick Leave
(i) An
employee shall be entitled to ten days’ sick leave during the first year of
service and twelve days during the second and subsequent years of service on
full pay from 1 January 2001, subject to the following conditions:
(a) Employees
shall not be entitled to pay sick leave for any period in respect of which the
employee is entitled to payment under the
Workers’ Compensation Act, 1987.
(b) The
employee shall, as soon as reasonably practicable, and in any case within
twenty-four hours of the commencement of such absence, inform the employer of
an 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.
(c) The
employee shall furnish to the employer such evidence as the employer may desire
that the employee was unable by reason of such illness or injury to attend for
duty on the day or days for which sick leave is claimed.
Provided
that where a single day absence occurs before and/or after a public holiday or
a rostered day off a medical certificate shall be supplied.
(d) Service
before the date of coming into force of this award shall be taken into account
for the purpose of calculating the annual entitlement to sick leave, provided
however for years of service completed before 1 January 2001 the sick leave
entitlement was seven days during the first year and ten days during the second
and subsequent years.
(ii) (a) The sick leave entitlement of a part-time
employee shall be in that proportion which the number
of hours worked by the employee in a week
bears to a full-time employee.
(b) When
the number of hours worked by an employee varies, the sick leave entitlement of
the employee shall be calculated and credited to the employee in hours at the
time of such variation.
(iii) If
the full period of sick leave is not taken in any year, the whole or any
untaken portion shall be cumulative from year to year. Provided that an
employer shall not be bound to credit an employee for sick leave which accrued
more than fifteen years before the end of the last completed year of service
and the maximum accrual of sick leave (including both current and accumulated)
shall be 154 days.
(iv) Service
before the date of this award shall be counted for the purpose of assessing the
annual sick leave entitlement but shall not be taken into consideration in
arriving at the period of accumulated leave.
Accumulated leave at the credit of the employee at the commencement of this
award will not be increased or reduced by the operation of this clause.
(v) If
an award holiday occurs during an employee’s absence on sick leave then such
award holiday shall not be counted as sick leave.
18. Catholic Personal/Carer’s
Leave
18.1 Use of Sick
Leave to Provide Care and Support for a Family Member
(a) An employee, other than a casual
employee, with responsibilities in relation to a family member set out in
subparagraph (ii) of paragraph (c) who needs the employee’s care and support, shall
be entitled to use, in any year, in accordance with this subclause, any current
or accrued sick leave entitlement, provided for at Clause 17 of the award, for
absences to provide care and support, for such persons when they are ill. Such leave may be taken for part of a single
day.
(b) If required, the employee shall
establish the illness of the person concerned either by production of a medical
certificate, statutory declaration, written statement or other evidence and
that the illness is such as to require care and support by the employee. An employee is not entitled to family leave
under this subclause where another person has taken leave to care for the same
person.
(c) The entitlement to use sick leave in accordance with this
subclause is subject to:
(i) the employee being responsible for the care of the person
concerned; and
(ii) the family member being a parent,
step-parent, spouse, grandchild, sibling, grandparent, child, stepchild, foster
child, adopted child and foster parent of the employee or spouse.
18.2 Use of Sick
Leave for a Pressing Domestic Necessity
(a) Subject to paragraph (c), for the
purposes of this clause "pressing domestic necessity" means any
reason at the discretion of the employer, provided that such discretion is not
unreasonably withheld and is exercised so as not to contravene any applicable
provisions of the Anti-Discrimination Act
1997.
(b) An employee, other than a casual
employee, with sick leave credits may apply to utilise such credits up to 5 of
any current or accrued sick leave entitlement days in any one year of the
employee’s service, for any pressing domestic necessity other than to care for
or support a person defined in subparagraph 18.1(c)(ii).
(c) Where an employee, other than a casual
employee, is not entitled to utilise sick leave credits pursuant to paragraph
18.1(a) he or she may access any current or accrued sick leave for any pressing
domestic necessity, where the employee is responsible for the care or support
of a person not referred to in subparagraph 18.1(c)(ii).
(d) The yearly entitlement for the purpose
of pressing domestic necessity in paragraph 18.2(b) is non-cumulative.
(e) If required, an employee shall provide a
written statement or other evidence supporting the application for
Personal/Carer’s Leave for the purpose of pressing domestic necessity.
18.3 Notification
of Intention to Take Leave
In relation to sub-clauses 18.1
and 18.2, wherever practicable, an employee shall give the employer notice
prior to the absence of the intention to take leave. The employee shall also provide the name of the person requiring
care, that person’s relationship to the employee, the nature of any pressing
domestic necessity, 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 shall notify the
employer by telephone of such absence at the first opportunity on the day of
absence.
18.4 Unpaid Leave
for Family Purpose
(a) With the consent of the employer, an
employee may elect to take unpaid leave for the purpose of providing care and
support to a person referred to in subparagraph 18.1 (c) (ii) or paragraph
18.2(c) who is ill.
18.5 Annual Leave
(a) An employee may elect with the consent
of the employer, subject to the Annual
Holidays Act 1944, to take annual leave not exceeding five days in single
day periods or part thereof, in any calendar year at a time or times agreed by
the parties.
(b) Access to annual leave, as prescribed in
paragraph (a) of this subclause shall be exclusive of any shutdown period
provided for elsewhere under this award.
(c) 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.
18.6 Time Off in
Lieu of Payment for Overtime
(a) An employee may elect, with the consent
of the employer, to take time off in lieu of payment for overtime at a time or
times agreed with the employer within twelve (12) months of the said election.
(b) Overtime taken as time off during
ordinary time hours shall be taken at the ordinary time rate, that is an hour
for each hour worked.
(c) If, having elected to take time as leave
in accordance with paragraph (a) of this subclause, the leave is not taken for
whatever reason, payment for time accrued at overtime rates shall be made at
the expiry of the twelve (12) month period or on termination.
(d) Where no election is made in accordance
with paragraph (a) of this subclause, the employee shall be paid overtime rates
in accordance with the award.
18.7 Make-Up Time
(a) An employee 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, during
the spread of ordinary hours provided in the award, at the ordinary rate of
pay.
(b) 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."
18.8 Rostered Days
Off
(a) An employee may elect, with the consent of the employer, to
take a rostered day off at any time.
(b) An employee may elect, with the consent
of the employer, to take rostered days off in part day amounts.
(c) An employee may elect, with the consent
of the employer, to accrue some or all-rostered days off for the purpose of
creating a bank to be drawn upon at a time mutually agreed between the employer
and employee, or subject to reasonable notice by the employee or the employer.
This subclause is subject to the
employer informing each union which is both party to the award and which 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(s) to participate in negotiations
19. Parental Leave
See Industrial
Relations Act 1996.
20. Maternity Allowance
(i) An employee who applies for maternity
leave under Part 4 of Chapter 2 of the Industrial
Relations Act 1996 and is granted maternity leave for a period of nine
weeks or longer by the employer, in accordance with these provisions, shall be
entitled to a maternity allowance calculated in accordance with subclause (ii)
of this clause.
(ii) The maternity allowance in subclause (i)
shall be equivalent to nine weeks’ salary at the rate of salary the employee
would have received on the day the employee commenced maternity leave if the
employee had not commenced maternity leave.
(iii) The employee may elect to receive the
maternity allowance in subclause (ii) of this clause either in accordance with
the usual employer payment schedule or as a lump sum payment in advance. In addition, if the employee requests and
the employer agree, the final three weeks of the allowance may be paid at half
pay for a period of six weeks.
(iv) Where an employee applies for a lump sum
payment in advance under subclause (iii) of this clause, the employee shall
give the employer at least one month’s notice of this intention.
(v) If an employee has received payment of
the maternity allowance and subsequently the employee’s pregnancy results in a
miscarriage or a still birth, the employee shall be entitled to retain the
payment of the maternity allowance paid in accordance with this clause
equivalent to the salary for the period of maternity leave taken by the
employee.
(vi) The period of maternity leave will not be
service for the purpose of any statutory entitlement or other entitlement under
the award or this award.
(vii) The parties agree to review the effect of
this clause in the event of any legislation by either the Federal or State
Government which provides a maternity allowance or similar payment, however
named, or in the event that the operation of this clause is found to be
discriminatory by an anti-discrimination tribunal.
(viii) An employee who receives a maternity
allowance in accordance with this clause is not to be employed as a casual
employee by the employer in the nine weeks following the employees confinement.
(ix) Except as varied by this clause the
provisions of Part 4 of Chapter 2 of the Industrial
Relations Act 1996 shall continue to apply to both the employer and the
employee who has received a maternity allowance in accordance with this
subclause.
21. Long Service Leave
(i) Applicability
of Long Service Leave Act 1955.
Except in so far as expressly
varied by the provisions of this clause, the provisions of the said Act shall
apply to employees employed under this award.
(ii) In respect of service after 1 January
2001 by an employee who has at least 10 years service, the long service leave
entitlement of an employee shall be:
(a) in the case of an employee who has
completed ten years service, 13 weeks; and
(b) In respect of each 5 years since the
employee last became entitled to long service leave, 6.5 weeks.
(c) In the case of an employee who has
completed at least five years service with an employer where the service of the
employee is terminated or ceases for any reason, the employee shall be paid a
proportionate amount of long service leave on the basis of 13 weeks for ten
years service from 1 January 2001 and on the basis of two months for ten years
service prior to 1 January 2001.
(Note: The Long
Service Leave Act 1955 provided for two months of long service leave for
ten years service).
(iii) The service of an employee with an
employer shall be deemed continuous notwithstanding the service has been
interrupted by reason of the employee taking parental leave (including paid and
unpaid leave in accordance with clause 19 Parental Leave, but the period during
which the service is so interrupted shall not be taken into account in
calculating the period of service.
22. Bereavement Leave
(i) An employee shall on the death of a
spouse, father, mother, father-in-law, mother-in-law, grandparent, brother,
sister, child, step-child or grandchild, of the employee, be entitled to paid
leave up to and including the day of the funeral of such relative. Such leave
shall not exceed three days in respect of any such death. An employee may be
required to provide the employer with satisfactory evidence of such death.
(ii) Where the employee takes bereavement
leave in accordance with subclause (i) of this clause, an employer in their
absolute discretion may grant the employee additional leave without pay or
leave with pay.
(iii) Where the employee requests leave to
attend a funeral of a person not specified in subclause (i) the employer in
their absolute discretion may grant the employee leave as leave without pay or
bereavement leave with pay.
(iv) Where an employer grants an employee
leave with pay in accordance with subclauses (ii) or (iii) of this clause, such
leave will be deducted from the employee’s entitlement to sick leave in
accordance with clause 17, Sick Leave.
(v) An employee shall not be entitled to
leave under this clause in respect of any period which coincides with any other
period of paid leave entitlement under this award or otherwise.
(vi) Bereavement Leave shall be available to
the employee in respect to the death of a person in relation to whom the
employee could have utilised Personal/Carer’s Leave in Clause 18, provided that
for the purposes of Bereavement Leave, the employee need not have been
responsible for the care of the person concerned.
(vii) Bereavement Leave may be taken in
conjunction with other leave available under subclauses 18.4, 18.5, 18.6 and
18.7 of Clause 18 Catholic Personal/Carer’s Leave. In determining such a request the employer will give
consideration to the circumstances of the employee and the reasonable
operational requirements of the school.
23. Jury Service
(i) A full-time or part-time employee on
weekly hiring required to attend for jury service during their ordinary working
hours shall 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.
(ii) An employee shall notify their employer
as soon as possible of the date upon which they are required to attend for jury
service. Further, the employee shall
give their employer proof of their attendance, the duration of such attendance
and the amount received in respect of such jury service.
24. Meal Allowances
An employee working overtime shall be paid a meal allowance
in any of the following circumstances:
(a) When required to work beyond 6.00 pm. -
the rate set by Item 1 of Table 2 - Other Rates and Allowances, of Part B,
Monetary Rates.
(b) If overtime
continues beyond 10.00 pm. - the rate set out in the said Item 1;
(c) Where the employee agrees, an employer
may supply his/her employees with a suitable meal in which case the allowance
set out in subclauses (a) and (b) of this clause shall not be payable;
(d) Meal allowances shall be paid not later
than the next succeeding working day, except by mutual arrangement.
25. First-Aid and Medication Allowances
(a) 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 Ambulance or similar
body, shall be paid an allowance as set out in Item 2 of Table 2 - Other Rates
and Allowances, of Part B - Monetary Rates, if the employee is required by an
employer to perform first-aid duty.
(b) An employee who is required by an
employer from time to time to dispense medication to pupils in accordance with
the school’s medication plan shall be paid an allowance as set by Item 3 of the
said Table 2. Such allowance shall be
in addition to the first aid allowance if such is paid to the employee.
26. Travelling Expenses
(i) When an employee, in the course of
their duty, is required to go to any place away from their usual place of
employment, they shall be paid all reasonable expenses actually incurred.
(ii) 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 shall be paid all reasonable
expenses actually incurred and in addition, shall 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
their home to their usual place of employment.
(iii) Any employee required to provide a
motorcar shall be paid an allowance per week at the rate set out in Item 4 of
Table 2 - Other Rates and Allowances, of Part B-Monetary Rates.
(iv) Where an employee is required by their
employer to use their own motor car on a casual or incidental basis, they shall
be paid an allowance as set out in Item 5 of the said Table 2, during such use.
(v) If the employer provides a vehicle
he/she shall pay the whole of the cost of the upkeep, registration, insurance,
maintenance and running expenses.
27. Miscellaneous Conditions
(i) Meal
Facilities:
Employees shall be supplied with
facilities for tea making and heating food.
(ii) Accommodation
for Meals:
Employers shall allow employees to
partake of their meals or tea breaks in a suitable place protected from the
weather and every such employee shall leave such place in a thoroughly clean
condition.
(iii) Uniforms
and Protective Clothing:
(a) In the event of an employee being
required to wear a uniform, including laboratory coats such uniform shall be
provided by the employer and laundered at the employer’s expense or, by mutual
agreement, such employee shall be paid an amount as set out in Item 6 of Table
2 - Other Rates and Allowances, of Part B - Monetary Rates, as a laundry
allowance.
(b) Where employees are required to work in
laboratories and required to use chemicals or other injurious substances, they
shall be supplied with overalls or lab coats, serviceable rubber gloves, and
masks free of charge.
(iv) Dressing
Accommodation:
Where it is necessary or customary
for employees to change their dress or uniform, suitable dressing rooms and
dressing accommodation and individual lockable lockers shall be provided.
(v) A first-aid
kit shall be supplied and readily available to all employees.
(vi) All
materials, equipment, etc., required for cleaning purposes shall be supplied by
the employer.
(vii) Protective clothing, uniforms, or rubber
gloves supplied pursuant to this award shall remain the property of the
employer and shall be returned upon termination of employment.
(viii) Employees in the School Assistants Stream
who work regularly in a laboratory using chemicals on a regular basis and/or
continuous basis, may request an annual medical check-up at the employer’s
expense.
28. Disputes Avoidance and Grievance Procedure
(i) The objective of these procedures is
the avoidance and resolution of industrial disputation, arising under this
award, by measures based on consultation, co-operation and negotiation. Further, the parties agree that, subject to
the provisions of the Industrial Relations
Act 1996, all grievances, claims or disputes shall be dealt with in the
following manner so as to ensure the orderly settlement of the matter(s) in
question.
(ii) Procedures
relating to grievances of individual employees:
(a) The employee is required to 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.
(b) A 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.
(c) Reasonable time limits must be allowed for discussion at each
level of authority.
(d) At the conclusion of the discussion, the
employer must provide a response to the employee’s grievance, if the matter has
not been resolved, including reasons for not implementing any proposed remedy.
(e) While a procedure is being followed, normal work must
continue.
(f) The employee may be represented by a relevant union for the
purpose of each procedure.
(iii) Procedures
relating to disputes, etc., between employers and their employees:
(a) 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.
(b) Where it has not been possible for an
employer to resolve the question, dispute or difficulty in the ordinary course
of events at a school, the employer is required to notify (in writing or otherwise)
the employees as to the substance of the grievance and require the employee to
attend a meeting to discuss the grievance.
The employee may bring another member of staff or a representative of
the relevant union to this meeting as a witness.
(c) Reasonable time limits must be allowed for discussion at each
level of authority.
(d) While a procedure is being followed, normal work must
continue.
(e) The employer may be represented by an
employer representative and the employees may be represented by a relevant
union for the purpose of each procedure.
29. Superannuation
(i) Fund
(a) The New South Wales Non-Government
Schools Superannuation Fund shall be made available by each employer to each
employee.
(b) The Clerical and Administrative &
Retail Employees Plan shall be offered to each employee employed prior to the
making of this award in the Clerical and Administrative stream.
(ii) Definitions
For the purpose of this clause,
the following definitions shall apply:
(a) "Basic Earnings" for the purposes
of this clause shall mean the minimum weekly or hourly rate of pay prescribed
for the employee by this award.
(b) "Fund" means either
(1) the New South Wales Non-Government Schools Superannuation
Fund; or
(2) the Clerical Administrative and Retail Employees Plan; or
(3) any other superannuation fund approved
in accordance with the Commonwealth operational standards for occupational
superannuation funds which the employee is eligible to join and which is
approved by the employer as a fund into which an employee of that employer may
elect to have the employer pay contributions made pursuant to this award in
respect of that employee including any Catholic diocesan superannuation fund
existing as at the date of this award which is approved in accordance with the
standards and is approved by the employer.
(iii) Benefits
(a) Except as provided in paragraphs (c),
(d) and (f) of this subclause, each employer shall, in respect of each employee
employed by the employer, pay contributions into a fund to which the employee
is eligible to belong and, if the employee is eligible to belong to more than
one fund, the fund nominated by the employee, at the rate of three per cent of
the employee’s basic earnings.
(b) Subject to paragraph (d) of this
subclause, contributions shall be paid at intervals in accordance with
procedures and subject to the requirements prescribed by the relevant fund or
as agreed between each employer and the trustees of a fund.
(c) An employer shall not be required to
make contributions pursuant to this clause in respect of an employee in regard
to a period when that employee is absent from his or her employment without
pay.
(d) Contributions shall commence to be paid
from the beginning of the first pay period commencing on or after the
employee’s date of engagement.
Provided that if the employee has
not applied to join a fund within six weeks of the employee’s day of engagement
the employer shall commence to pay contributions from the beginning of the next
pay period commencing on or after the date on which the employee applies to
join a fund.
(e) the employee shall advise the employer
in writing of the employee’s application to join a fund pursuant to this award.
(f) An employer shall make contributions pursuant to this award
in respect of
(1) casual employees who earn in excess of $
2,090.00 during their employment with that employer in the course of any year,
running from 1 July to the following 30 June (all such casual employees are
hereinafter called "qualified employees"); and
(2) qualified employees in each ensuing year of employment with
that employer.
Such contributions shall be made
in respect of all days worked by the qualified employee for the employer during
that year and shall be paid by the employer to the relevant fund at the time of
issue of the employee of his or her annual group certificate, provided that
prior to the immediately preceding 30 June the employee has applied to join a
fund.
(g) Where an employer approves a fund, other
than the Non-Government Schools Superannuation Fund, as one to which the
employer will pay contributions in respect of its employees or a class or
classes of such employees within two weeks of such approval, the employer shall
notify its employees of such approval and shall, if an employee so requests,
provide the employee with a copy of the trust deed of such fund and of a letter
from the Insurance and Superannuation Commissioner granting interim or final
listing to the fund at a cost of eighty cents per page of such copies.
(iv) Transfer
between Funds
If an employee is eligible to
belong to more than one fund, the employee shall be entitled to notify the
employer that the employee wishes the employer to pay contributions in respect
of the employee to a new fund but shall not be entitled to do so within three
years after the notification made by the employee pursuant to paragraph (e) of
sub-clause (iii) of this clause or within three years after the last
notification made by the employee pursuant to this clause. The employer shall only be obliged to make
such contributions to the new fund where the employer has been advised in
writing:
(a) of the employee’s application to join the other fund; and
(b) that the employee has notified the
trustees of the employee’s former fund that the employee no longer wishes the
contributions which are paid on the employee’s behalf to be paid to that fund.
(v) Explanatory
Clause
The figure which appears in
subparagraph (1) of paragraph (f) of subclause (iii) of this clause, is
calculated by the following formula:
Level 1 employee x 19
eight-hour days
casual hourly rate of pay (1 month)
or $2,090.00, whichever is the
greater.
30. Anti - Discrimination
(i) It
is the intention of the parties bound by this award to seek to achieve the
objective of 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.
(ii) It
follows that in fulfilling their obligations under the dispute resolution
procedure prescribed by this award that parties have obligations to take all
reasonable steps to ensure that the operations 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.
(iii) 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.
(iv) Nothing in this clause is to be taken to
affect:
(a) any conduct or act which is specifically
exempt for 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 on any
State or federal jurisdiction.
(v) 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.
31. Fair Procedures For Investigating
Allegations Of Child Abuse
(i) Definitions
For the purpose of this clause:
"Child" means a person
under the age of 18 years.
"Child abuse" means:
(a) assault
(including sexual assault) of a child, or
(b) ill-treatment
or neglect of a child, or
(c) exposing
or subjecting a child to behaviour that psychologically harms the child,
whether or not, in any case, with the consent of the child.
"Child
abuse allegation" means an allegation of child abuse against an employee
or an allegation of misconduct that may involve child abuse.
(ii) Natural Justice to employees in dealing
with child abuse allegations
An
employee, against whom a child abuse allegation has been made in the course of
employment, is to be informed by his or her employer (or the person delegated
by his or her employer to do so) of the child abuse allegation made against
them and be given:
(a) an opportunity to respond to the child
abuse allegation; and
(b) sufficient
information to enable them to respond to the child abuse matters alleged
against them. He or she must be given
full details unless the Police or other government agency involved in the
investigation of the matters alleged against the employee, have otherwise
directed the employer not to do so.
Where
an interview is required, the employee shall be advised in advance of the
general purpose of any interview relevant to the child abuse allegation and the
names and positions of persons who will be attending the interview; the right
to be advised of an entitlement to be accompanied by a person of the employee’s
choice (a witness), and sufficient notice of the proposed meeting time to allow
such witness to attend. Such witness
may be a union representative.
(iii) Access to files
(a) Such
employee is to be informed by his or her employer of the location of any files,
which the employer holds relating to the employee, concerning a child abuse
allegation made against the employee.
(b) The
employee may, subject to giving reasonable notice, have the right to inspect
such files held by the employer.
(c) The
employer may restrict or withhold access to any such file, or part of a file,
where the employer has reason to believe that the provision of access would
either;
(i) compromise
or put at risk the welfare or safety of a child who is the alleged victim or
subject of the child abuse allegation, or
(ii) contravene
any statutory provision, or guideline or policy directive of an government
authority or agency, in relation to the reporting or investigation, including
Policy criminal investigation, or any child abuse allegations, or
(iii) prevent
the employer from conducting or completing the investigation or reporting of
the details of a child abuse allegation against an employee, in compliance with
any statutory deadline.
(iv) Additional Documentation from Employee
(a) An
employee against whom a child abuse allegation has been made may submit to his
or her employer documentation, in response to the matters alleged against him
or her.
(b) The
employer must place such documentation on the file held by the employer
concerning the child abuse allegation made against the employee.
(v) Confidentiality of documents and files
(a) The
employer must implement procedures to safeguard the confidentiality of any file
held by the employer concerning any child abuse allegation made against an
employee.
32. Labour Flexibility
(i) An employer may direct an employee to
carry out such duties as are within the limits of the employee’s skill,
competence and training consistent with the classification structure of this
award, provided that such duties are not designed to promote deskilling.
(ii) An employer may direct an employee to
carry out such duties and use such tools and equipment as may be required,
provided that the employee has been properly trained in the use of such tools
and equipment.
(iii) Any direction issued by an employer,
pursuant to subclauses (i) and (ii) of this clause, shall be consistent with
the employer’s responsibilities to provide a safe and healthy working
environment.
(iv) An employee in the Clerical and
Administrative Stream can be required to perform the duties of an employee in
the School Assistant Stream at a lower level provided that the employee has the
competence to perform those duties.
(v) An employee in the School Assistant
Stream can be required to perform the duties of an employee in the Clerical and
Administrative Stream at a lower level provided that the employee has the
competence to perform those duties.
(vi) An employee in the Shop Stream can be
required to perform the duties of an employee in the Clerical and
Administrative or School Assistants Streams at an equivalent or lower level provided
that the employee has the competence to perform those duties.
(vii) Employees covered by this award shall also
perform work, which is incidental or peripheral to their main tasks or
functions.
33. No Extra Claims
It is a term of this award that the unions will not make or
pursue any extra award claims for improvements in wages or other terms and
conditions of employment until 1 September 2004.
The parties agree that the wage increases provided for in
this award are in lieu of any improvements provided under any decision of the
Industrial Relations Commission of New South Wales (including any State Wage
Case Decision) handed down prior to or during the nominal term of this award
and until 1 September 2004 and no claim can be made for such.
34. Area, Incidence and Duration
(i) This award rescinds and replaces the
School Support Staff (Catholic Independent Schools) (State) Award published 29
May 1998 and reviewed 10 August 2001 (326 I.G. 903), as varied.
(ii) This Award also replaces the Miscellaneous
Workers' - Independent Schools and Colleges, &c. (State) Award published 4
May 2001 (324 IG 579) and the Shop Employees (State) Award published 18 May
2001 (324 I.G. 935) as varied insofar as those awards apply to employees
classified under the Shop Stream of this award from 23 July 2001.
(iii) This award shall apply to all employees
as defined in Clause 6, Wages, employed in Catholic schools in New South Wales
with the exception of Loreto Kirribilli and with the exception of schools
operated by the Archdiocese of Canberra-Goulburn or Sydney or by one of the
Dioceses of Armidale, Bathurst, Broken Bay, Lismore, Maitland-Newcastle,
Parramatta, Wagga Wagga, Wilcannia-Forbes or Wollongong. The Catholic schools
covered by this award include those listed in Annexure A - List of Catholic
Independent Schools Covered by this Award.
(iv) It shall
take effect on and from 23 July 2001 and shall remain in force for three years.
PART B
MONETARY RATES
Table 1 - Wage Rates
Level
|
From 1 March 2000
|
From 12 May
2001
|
From 12 May
2002
|
From 12 May
2003
|
From 1
March 2004
|
|
(3% increase)
|
(4% increase)
|
(3% increase)
|
(3% increase)
|
(3% increase)
|
1
|
29,648
|
30,834
|
31,759
|
32,712
|
33,693
|
2
|
31,916
|
33,193
|
34,189
|
35,215
|
36,271
|
3
|
34,079
|
35,442
|
36,505
|
37,600
|
38,728
|
4
|
36,238
|
37,688
|
38,819
|
39,984
|
41,184
|
5
|
38,107
|
39,631
|
40,820
|
42,045
|
43,306
|
6
|
39,896
|
41,492
|
42,737
|
44,019
|
45,340
|
Table 2 - Other Rates and Allowances
Item No
|
Clause No
|
Brief Description
|
From 1 March 2000($)
|
From 12 May 2001 ($)
|
From 12 May 2002 ($)
|
From 12 May 2003 ($)
|
From 12 March 2004 ($)
|
1
|
24
|
Overtime/Meal
|
9.34
|
9.34
|
9.34
|
9.34
|
9.34
|
|
|
Allowance
|
|
|
|
|
|
2
|
25(a)
|
First Aid
|
10.71
|
11.14
|
11.47 per
|
11.81 per
|
12.16
|
|
|
Allowance
|
Per week
|
Per Week
|
Week
|
week
|
Per week
|
|
|
|
2.14 per day
|
2.23 per
|
2.30 per
|
2.37 per
|
2.44 per
|
|
|
|
|
Day
|
Day
|
day
|
day
|
3
|
25(b)
|
Medication
|
5.36 per
|
5.57 per
|
5.74 per
|
5.91 per
|
6.09 per
|
|
|
Allowance
|
week
|
Week
|
Week
|
week
|
week
|
|
|
|
1.07 per
|
1.11 per
|
1.14 per
|
1.17 per
|
1.21 per
|
|
|
|
day
|
Day
|
Day
|
day
|
day
|
4
|
26(iii)
|
Own Car
|
79.57per
|
79.57per
|
79.57per
|
79.57per
|
79.57per
|
|
|
Allowance - for a
vehicle 1500cc Under
|
week
|
week
|
Week
|
week
|
week
|
|
|
For a vehicle over
1500cc
|
98.36per week
|
98.36per week
|
98.36per Week
|
98.36per week
|
98.36per week
|
5
|
26(iv)
|
Own Car
|
0.51 per km
|
0.51 per
|
0.51 per
|
0.51 per
|
0.51 per
|
|
|
Allowance for use
|
|
km
|
Km
|
km
|
km
|
|
|
on a casual or
|
|
|
|
|
|
|
|
incidental basis
|
|
|
|
|
|
6
|
27
|
Laundry
|
5.40 per
|
5.40 per
|
5.40 per
|
5.40 per
|
5.40 per
|
|
(iii)(a)
|
Allowance
|
week
|
week
|
Week
|
week
|
week
|
Note:-
1. Items 1, 4,
5 and 6 to be adjusted for CPI increases
ANNEXURE
A - LIST OF CATHOLIC INDEPENDENT
SCHOOLS COVERED BY THIS AWARD
St Paul’s International College, Moss Vale
|
St Josephs College, Hunters Hill
|
Berne Education Centre Lewisham
|
St Aloysius College, Milsons Point
|
Boys Town, Engadine
|
St Gregory’s College, Campbelltown
|
Brigidine College, St Ives
|
St Patrick’s College, Campbelltown
|
Chevalier College, Bowral
|
St Mary’s College, Gunnedah
|
Christian Brothers High School, Lewisham
|
St Augustines College, Brookvale
|
Edmund Rice College, Wollongong
|
St Maroun’s School, Dulwich Hill
|
Holy Saviour School, Greenacre
|
St Scholasticas College, Glebe
|
Kincoppal, Rose Bay
|
St Vincents College, Potts Point
|
Loreto College, Normanhurst
|
St Charbels College, Punchbowl
|
Mater Dei School, Camden
|
St Ignatius College, Riverview
|
Monte Sant Angelo College, North Sydney
|
St Gabriel’s School for Hearing Impaired Children, Castle
Hill
|
Mt St Joseph High School, Milperra
|
St Gregory’s Armenian School, Rouse Hill
|
Mt St Benedict High School, Pennant Hills
|
St Patrick’s College, Strathfield
|
Mt Erin High School, Wagga Wagga
|
St Edward College, East Gosford
|
Oakhill College, Castle Hill
|
St Stanislaus College, Bathurst
|
Our Lady of Lebanon College, Harris Park
|
St Edmund’s School, Wahroonga
|
Our Lady of Mercy College, Parramatta
|
St Lucy’s School for the Blind, Wahroonga
|
Red Bend Catholic College, Forbes
|
St Clare’s College, Waverley
|
Rosebank College, Five Dock
|
St Mary Star of the Sea College, Wollongong
|
Santa Sabina College, Strathfield
|
Stella Maris College, Manly
|
St Dominics College, Kingswood
|
Trinity Catholic College, Lismore
|
St Pius X College, Chatswood
|
Waverley College, Waverley
|
PART C - INDICATIVE DUTIES OF EMPLOYEES IN THE SCHOOL ASSISTANT STREAM
(i) Level 2
School Assistant
An employee at this level may be
required by the employer to undertake the following indicative duties:
Indicative Duties:
* setting
up areas for teaching/examination activities
* cleaning
up after activities
* maintaining
tidiness of school property
* washing
students (to Year 6)
* assisting
students (to Year 6) in their dressing needs
* toileting
students (to Year 6)
* unpacking,
sorting and checking of equipment
* performing routine and incidental
"clerical" work in connection with the area of work (e.g. filing,
typing, keying data into computer)
* checking
books in and out
* copying
and duplication of materials
* assembling, dismantling, and
safeguarding articles or equipment or teaching aides for demonstration or
practical work
* carrying
out minor maintenance on same
* receiving, issuing, distributing,
stock-taking and safeguarding of goods, supplies, stores, materials and
equipment, including teaching resources and excluding dangerous goods
* the
organisation of rooms, furniture and material for examinations or other
occasions as required
* the setting up and care of public
address systems and security alarm systems and other related duties
* basic
first aid, if qualified, and directed to undertake this role
* basic
preparation of practical work for use in the classroom
* assisting
with supervision of students on excursions
* preparing
for excursions - duties not directly related to educational component
* incidental
cleaning and incidental clerical duties as directed
* maintaining
database information
* basic
operation of computer software
* maintain
petty cash or assist with recording finances
* basic
repair of resource material
* general
supervision of students under the direction of a teacher
* regular
basic maintenance of equipment
* basic
care of flora and fauna.
(ii) Level 3
School Assistant
An employee at this level may be
required by the employer to undertake any of the tasks required at Level 2 in
addition to the following duties:
Indicative Duties:
* washing
disabled or other students
* assisting
disabled or other students in their dressing needs
* toileting
disabled or other students
* care
of flora and fauna not requiring specialised knowledge
* travel
with a student with mild or moderate intellectual disability
* handling,
storing and distributing goods and resources
* maintenance
and operation of equipment requiring the application of limited skills
* completion
of stock control documentation
* regular
cleaning and maintenance of equipment including audio-visual equipment
* preparation
of displays
* preparation
of charts, diagrams and models
* interpreting
problems of non-English-speaking students to teachers (bi-lingual aides only)
* interpreting
within the school community
* preparation
of general laboratory experiments
* preparing
simple chemical solutions and, under instruction, more complicated solutions
* using
appropriate storage systems, including for dangerous and toxic substances
* monitoring
expenditure on resources
* researching
reference material under the direction of a teacher
* assisting
with the supervision of students during non-teaching periods
* assisting a teacher with a small group
of students in an area adjacent to that concurrently used by the responsible
teacher
* supervising
"quiet work" of small groups of students in other than a classroom
situation
(iii) Level 4
School Assistant
In addition to undertaking the
duties of a Level 3 employee, an employee at this level will be required by the
employer to undertake additional duties as required for Level 4:
Indicative Duties:
* assisting in teaching duties under the
direction and general supervision of a qualified teacher or an employee at
Level 5 of this award
* under
direction, taking students for their individualised teaching plans in specific
areas
* reporting
to teachers on students’ progress and charting of individual teaching plans
* assisting
therapists in their work with students
* carrying out individual programs of a
self help nature that develop independent living skills in students
* taking
part in case management meetings with teachers
* responsibility
for library if no librarian is present
* preparation
of complex laboratory experiments
* developing
appropriate storage systems, including for dangerous and toxic substances
* assisting a teacher to take a group of
not more than 5 students for duties of a non-teaching nature involving skills
in a language other than English
* assistance
in the training of employees at a lower level
* travel
with up to 4 students with mild or moderate intellectual disability
(iv) Level 5
School Assistant
In addition to undertaking the duties of a Level 4 employee,
an employee at this level will be assessed, by the employer, as undertaking
additional duties as required for a Level 5:
Indicative Duties
* in
conjunction with teachers, planning teaching programs
* in
conjunction with teachers, preparing reports for parents
* providing
in-service to teachers in specific technical or other areas
* supervision, training and coordination
of staff, and responsibility for their efficient allocation and control
* assisting
with assessment and appraisal of students
* researching
reference material for teachers
* maintaining budgetary information for
one or more areas, such as kitchens, laboratories, libraries or workrooms
* repair
of equipment requiring technical knowledge and expertise
* purchase
of resources in conjunction with a teacher or other qualified member of staff
* supervise
travel training for a student with a mild intellectual disability.
PART D - REDUNDANCY
1.1 This Part shall apply in respect of
full-time and part-time persons employed in the classifications specified by
the award.
1.2 This part shall only apply to employers
who employ 15 or more employees immediately prior to the termination of
employment of employees.
1.3 Notwithstanding anything contained
elsewhere in this award, the provisions of this part shall not apply to
employees with less than one year’s continuous service and the general
obligation on employers shall 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.
1.4 This part shall 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, apprentices 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.
2. Employers
duty to Notify and Discuss
2.1 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 shall notify the employees who may be affected by the proposed
changes and the union to which they belong.
2.2 The employer shall discuss with the
employees effected and the union to which they belong the introduction of such
changes and the likely effect on the employees and the measures taken to avert
or mitigate the adverse effects of such changes.
2.3 ‘Significant effects’ include
termination of employment, major changes in the composition, operation or size
of the employers 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.
3. Discussions
before terminations
3.1 Where an employer has made a definite
decision that the employer no longer wishes the job the employee has been doing
done by anyone and that decision may lead to the termination of employment, the
employer shall hold discussions with the employees directly affected and with
the union to which they belong.
3.2 The discussions shall take place as soon
as is practicable after the employer has made a definite decision which will
invoke the provision of subclause 3.1 of this clause and shall 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 of the employees concerned.
3.3 For the purposes of the discussion the
employer shall, 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 employees
normally employed and the period over which the terminations are likely to be
carried out. Provided that any employer
shall not be required to disclose confidential information the disclosure of
which would adversely affect the employer.
4. Notice
for Changes in Production, Program, Organisation or Structure
4.1 This subclause sets out the notice
provisions to be applied to terminations by the employer for reasons arising
from production, program, organisation or structure in accordance with clause 2
of this part.
4.1.1 In order to terminate the employment of an
employee the employer shall 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
|
4.1.2 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, shall be entitled to an additional week’s notice.
4.1.3 Payment in lieu of the notice above shall 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.
4.2 Notice for
Technological Change
This paragraph sets out the notice
provisions to be applied to terminations by the employer for reasons arising
from ‘technology’ in accordance with clause 2 of this part.
4.2.1 In order to terminate the employment of an
employee the employer shall give to the employee three months notice of
termination.
4.2.2 Payment in lieu of the notice above shall
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.
4.2.3 The period of notice required by this
subclause to be given shall 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.
4.3 Time off
during the notice period
4.3.1 During the period of notice of termination
given by the employer an employee shall 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.
4.3.2 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 shall, at the request of the employer, be required to
produce proof of attendance at an interview or the employee shall not receive
payment for the time absent.
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 shall be entitled to the same benefits and payments under this part
had the employee remained with the employer until the expiry of such notice. Provided that in such circumstances the
employee shall not be entitled to payment in lieu of notice.
4.5 Statement of
employment
The employer shall, 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.
4.6 Notice to
Centrelink
Where a decision has been made to
terminate employees, the employer shall notify the Centrelink 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.
4.7 Centrelink
Employment Separation Certificate
The employer shall, 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 the
Centrelink.
4.8 Transfer to
lower paid duties
Where an employee is transferred
to lower paid duties for reasons set out in clause 2 of this part, the employee
shall 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 rate for the number of weeks of notice still owing.
5. Severance
Pay
5.1 Where an employee is to be terminated
pursuant to clause 4 of this part, subject to further order of the Industrial
Relations Commission of New South Wales, the employer shall pay the following
severance pay in respect of a continuous period of service:
5.1.1 If an employee is under 45 years of age,
the employer shall 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
|
5.1.2 Where an employee is 45 years old or over,
the entitlement shall 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
|
5.1.3 ‘Weeks Pay’ means the all purpose rate of
pay for the employee concerned at the date of termination, and shall include,
in addition to the ordinary rate of pay, over award payments, shift penalties
and allowances provided for in the relevant award.
5.1.4 Where an employee is subject to a reduction
of working hours of 6 or more hours per fortnight, the reduction will be
treated as a partial redundancy. A pro
rata payment will be made in accordance with the severance payments set out in
paragraphs 5.1.1 and 5.1.2 above.
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
subclause 5.1.
The Commission shall have regard
to such financial and other resources of the employer concerned as the
Commission thinks relevant, and the probable effect paying the amount of
severance pay in subclause 5.1 above will have on the employer.
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
subclause 5.1 if the employer obtains acceptable alternative employment for an
employee.
J. P. GRAYSON D.P.
____________________
Printed by the authority of the Industrial Registrar.