Higher School Certificate Marking and Related
Casual Employees Rates of Pay and Conditions Award 2021
AWARD REPRINT
This reprint of the
consolidated award is published under the authority of the Industrial Registrar
pursuant to section 390 of the Industrial Relations Act 1996, and
under clause 6.6 of the Industrial Relations Commission Rules 2022.
I certify that the form of
this reprint, incorporating the variations set out in the schedule, is correct
as at 1 July 2023.
R.
DELGODA, Actg. Industrial Registrar
Schedule of Variations Incorporated
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Variation
Serial No.
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Date
of Publication
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Effective Date
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Industrial Gazette Reference
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Volume
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Page
No.
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C9793
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15 December 2023
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1
July 2023
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396
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141
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AWARD
Clause No. Subject Matter
SECTION 1 - THE AWARD
1. Award
Title
2. Intention
3. Definitions
SECTION 2 - CONDITIONS OF MARKING AND RELATED MATTERS
4. HSC
Marking Procedures
5. Marking of
Written Papers
6. Privacy
SECTION 3 - CONDITIONS OF EMPLOYMENT
7. Duties of
Marking Staff
8. Hours of
Work
9. Provision
of Facilities
10. Recruitment
and Appointment of Marking Staff
11. Termination
of Services
12. Qualifications
13. Reporting
of Performance
14. Family
Leave Provisions
SECTION 4 - RATES OF PAY AND ALLOWANCES
15. Rates of
Pay and Allowances
16. Deduction
of Unions' Membership Fees
17. Superannuation
18. Salary
Sacrifice to Superannuation
SECTION 5 - AWARD COMPLIANCE AND RELATED MATTERS
19. Nomination
of Unions' Representatives
20. Dispute
Resolution Procedures
21. No Further
Claims
22. Anti-Discrimination
23. Work Health
and Safety
24. Area
Incidence and Duration
SCHEDULE 1
Table 1 - Weekday, Weekday Supplementary,
Weeknight/Saturday and Sunday Rates
Table 2 - External and Corporate Per Unit Marking Rates
Table 3 - Languages Other Than English (LOTE) Examiners
Hourly Rates
Table 4 - Other Rates and Allowances
Table 5 - Hourly Rates to Apply to Corporate Onscreen
Marking
SECTION 1 - THE AWARD
1. Title
This award shall be known as the (Higher School Certificate
Marking and Related Casual Employees) Rates of Pay and Conditions Award 2021.
2. Intention
2.1 This award
provides for increases in rates of pay and those allowances that are not
regulated by other instruments consistent with the NSW Public Sector Wages
Policy 2011.
3. Definitions
3.1 "the
Act" means the Government Sector
Employment Act 2013.
3.2 "Assistant
Supervisor of Marking" means a person employed as such to assist the
Supervisor of Marking.
3.3 "Chief
Executive Officer" means the person holding or acting in the office of the
Chief Executive Officer of the NSW Education Standards Authority pursuant to
section 8 of the Education Standards
Authority Act 2013 The Chief Executive Officer is the Agency Head pursuant
to section 28 of the Government Sector
Employment Act 2013. Reference to the Chief Executive Officer may from time
to time refer to his/her delegate, meaning a person delegated by the Chief
Executive Officer to perform functions associated with the office.
3.4 "Corporate
marking" means the marking, pilot marking, briefing, standards setting and other activities associated with HSC
examinations, whether written or other, carried out at centres designated by
the Chief Executive Officer during the day and night.
3.5 "Discrepant"
means a difference in the marks allocated to a student’s examination response
which has been double marked which exceeds the parameters set out in sub clause
4.2 of this award. For questions where a single mark is awarded by each examiner,
two marks are discrepant if their difference is equal to or greater than a
fixed proportion of the maximum mark value of the question.
3.6 "Executive
Director" means the person holding or acting in the Senior Executive
position appointed with responsibility for the Higher School Certificate
programs pursuant to the Government
Sector Employment Act 2013. Reference to the Executive Director may from
time to time refer to his/her delegate, meaning a person delegated by the
Executive Director to perform functions associated with the position.
3.7 "External
Marker" means a person employed as such to undertake a program of marking
of the HSC and paid by the number of questions, papers or parts of papers
marked, with additional payment on an hourly basis for briefing and pilot
marking.
3.8 "External
Marking" means the marking, pilot marking, briefing, standards setting and other activities associated with HSC
examinations, whether written or other, where the responses are collected by or
delivered to the markers to mark in their own time, and at individual locations
including domestic locations.
3.9 "Double
Marking" means a process where two markers make independent judgements
concerning the relative merit of a student’s examination response and each
allocates a mark in accordance with the approved marking scheme and with each
marker being unaware of the mark allocated by the other marker.
3.10 "Employees"
means Markers, External Markers, Senior Markers, Assistant Supervisors of
Marking, Supervisors of Marking, LOTE Examiners and LOTE Casuals.
3.11 "HSC"
means the Higher School Certificate examination.
3.12 "Itinerant
marking" means the marking, pilot marking, briefing, standards setting and other activities associated with HSC
examinations, whether written or other, which occurs at various successive
locations and where the markers travel between these decentralised locations at
which the responses are produced or held.
3.13 "Languages
other than English (LOTE) Examiner" means a person employed as such
released from their normal teaching duties while on full pay during the normal
working day, to conduct speaking and listening skills examinations in languages
other than English at schools, colleges or special examination centres
designated by the Chief Executive Officer for students other than those being
taught as part of the Examiner's normal teaching duties. LOTE Examiners do not
assign marks.
3.14 "Languages
other than English (LOTE) Casual" means a person employed as such (who is
not normally employed in a teaching position for which paid relief is provided)
to conduct speaking and listening skills examinations in languages other than
English at schools, colleges or special examination centres designated by the
Chief Executive Officer. LOTE Casuals do not assign marks.
3.15 "Marker"
means a person employed as such for the purpose of Corporate
marking, External marking or Itinerant marking.
3.16 "Marking
Staff" means all persons employed in the classifications of Markers,
Senior Markers, Assistant Supervisors of Marking and Supervisors of Marking.
3.17 "NESA"
means the NSW Education Standards Authority a statutory body corporate
established by section 4 of the Education
Standards Authority Act 2013.
3.18 "Onscreen
Marking" means the marking of examination responses provided to Marking
Staff or External Markers via the internet or a computer network.
3.19 "Paid
Relief" means the reimbursement made to a school, college or school system
to cover the employment of a replacement teacher to replace the teacher
involved in marking or the Languages other than English (LOTE) Examiner
conducting languages other than English examinations (as per definition), with
the intention that the reimbursement made is to enable a replacement teacher to
perform the normal duties of the teacher involved in marking or the teacher
conducting languages other than English examinations.
3.20 "Parties"
means the Chief Executive Officer and the unions.
3.21 "Senior
Marker" means a person employed as such to undertake marking as required
and to supervise a team of markers under the direction of the Supervisor of
Marking and the Assistant Supervisor of Marking.
3.22 "Supervisor
of Marking" means a person employed as such to manage the marking
operation in particular subjects, courses or parts of courses as determined by
the Chief Executive Officer.
3.23 "Unions"
means the Australian Education Union New South Wales Teachers Federation
Branch, the NTEU New South Wales and the Independent Education Union of
Australia, NSW/ACT Branch.
SECTION 2 - CONDITIONS OF MARKING AND RELATED MATTERS
4. HSC Marking
Procedures
4.1 Double Marking
shall be used for questions which require an extended response such as essays,
creative writing and responses to literature and will be used in all subjects
where double marking was applied in the 1998 HSC.
4.2 The
identification of discrepant marks will be made in accordance with the
following parameters:
(a) For questions
where a single mark is awarded by each examiner - where the difference between
the two examiners' marks is equal to or greater than one-third of the range of
marks allocated to the question.
(b) Where the mark
awarded for the question comprises marks awarded to a number
of part questions - where the difference between the total mark awarded
for the question by each examiner is equal to or greater than one-quarter of
the range of marks.
4.3 Where marks for
a student's examination response are found to be discrepant pursuant to
sub-clause 4.2, the student's examination response will undergo a third
independent marking.
4.4 The parties to
the award agree to consult in relation to the application of double marking and
discrepant marking prior to each marking period.
5. Marking of Written
Papers
5.1 Pen-and-paper
marking is undertaken by marking staff travelling to a centre to mark between
4.00 p.m. and 9.00 p.m. Monday to Friday and either 8.30 am and 4.30 pm or 9.00
a.m. and 5.00 p.m. on Saturdays.
5.2 A proportion of
marking of written papers may occur between 9 am and 5.30 pm Monday to Friday
in the case only of:
(a) briefing, pilot
marking, standards setting and other related duties
performed during the day prior to the commencement of evening marking at a
centre or at the conclusion of the marking program for a course; and
(b) corporate
marking performed in accordance with sub-clauses 5.3 to 5.5, referred to as day
marking.
5.3 The particular subjects, courses or parts of courses to be
marked by corporate marking between 9 am and 5.30 pm Monday to Friday:
(a) in the Sydney
metropolitan area will be rotated from year to year and will not include
subjects, courses or parts of courses in which there is itinerant marking;
(b) in areas outside
the Sydney metropolitan area may be rotated from year to year and will not
include subjects, courses or parts of courses in which
there is itinerant marking.
5.4 No more than 12
per cent of the total hours of written marking shall be marked by corporate
marking between 9 am and 5.30 pm Monday to Friday.
5.5 Onscreen Marking
of HSC papers and questions, on a Corporate or External Marking basis will be used
for those subjects, courses or questions as determined
by the Chief Executive Officer, at his or her discretion without limit each
year.
5.6 Each year the
parties agree to consult over the operation of corporate marking between 9 am
and 5.30 pm Monday to Friday in the preceding marking period. Such consultation shall include, without
being limited to, discussion of the following issues - the mix of metropolitan
and non-metropolitan corporate marking between 9 am and 5.30 pm Monday to
Friday and the subjects in which corporate marking between 9 am and 5.30 pm
Monday to Friday is utilised.
6. Privacy
The parties note the regulations to the Education Act 1990.
SECTION 3 - CONDITIONS OF EMPLOYMENT
7. Duties of Marking
Staff
7.1 Marking Staff
Without limiting the generality of sub-clause 7.2, the
duties of marking staff involve attendance at designated venues or external
settings for External Markers according to a program determined by the Chief
Executive Officer comprising pilot marking, marking, briefing, standards setting and other activities associated with examination
scripts, projects and performances for Higher School Certificate assessment
purposes. These activities can take
place in a range of school, marking centre and external settings.
7.2 Duties as
Directed
(a) The Chief
Executive Officer, or his/her delegate, nominee or representative, 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
classifications covered by this award and provided that such duties are not
designed to promote deskilling.
(b) Any directions
issued by the Chief Executive Officer pursuant to paragraph (a) of this
sub-clause shall be consistent with the Chief Executive Officer's
responsibility to provide a safe and healthy working environment.
8. Hours of Work
8.1 The ordinary
hours of work for Employees shall be:
(a) Monday to
Friday Corporate Marking HSC:
(i) 9
am to 5.30 pm;
(ii) 4 pm to 9 pm.
(b) Saturday
Corporate Marking HSC and the conducting of languages other than English
speaking and listening skills examinations on Saturdays 8.30 am to 4.30 pm or 9
am to 5 pm.
(c) Itinerant
Marking - 9 am to 3.30 pm Monday to Friday, 9 am to 5 pm Saturday.
(d) External Marking
- outside the hours midnight to 6 am. At the request of Markers, Supervisors of
Marking may request the Executive Director to vary the hours of work for
particular subjects to outside the hours midnight to 5
am.
8.2 Provided that, with the exception of External Markers, all other Employees
will be entitled to a meal break of either a half-hour, if agreed by a majority
of markers at the initial briefing session by vote supervised by the Supervisor
of Marking, or one-hour between the hours, as applicable, of:
(a) 12.30 pm to 2
pm, Monday to Friday;
(b) 6 pm to 7.30 pm,
Monday to Friday;
(c) 12.30 pm to 2
pm, Saturday.
8.3 With the
exception of External Markers, employees will be entitled to a morning and
afternoon tea break of ten minutes each on each work day
which will count as time worked.
8.4 Hours of work
for Languages other than English (LOTE) Examiners shall be pursuant to the
minimum shift engagement of three hours between 9 am to 3.30 pm on weekdays.
8.5 With the
exception of External Markers, and at the request of the markers of a
particular subject, Supervisors of Marking may ask the Executive Director to
vary the hours of work for that subject as follows:
(a) Commencing work
at 8.30 am and finishing at 4.30 pm on Saturdays.
(b) Commencing work
at 4 pm and finishing at 9.15 pm and 8.45 pm respectively on Monday to Friday.
(c) If a half hour
meal break is elected pursuant to clause 8.2, either commencing work a half
hour later or finishing work a half hour earlier.
8.6 Subject to the
progress of marking in particular subjects, courses or
parts of courses, Supervisors of Marking may request the Executive Director to
allow an unpaid lay night where no marking is undertaken in a particular
subject, courses or parts of courses on that night.
8.7 Itinerant
examiners shall have up to one hour of unpaid travelling time, with one hour
for lunch for the remuneration as applicable according to whether they are
released from full-time teaching or not as set out in paragraphs 15.2.2 and
15.2.3 respectively. All other marking shall be remunerated at the applicable
rates as set out in paragraphs 15.2.1 and 15.2.4. Additional travelling time shall
be paid at the weekday rate as set out in paragraph 15.2.3.
8.8 Employees
engaged in Corporate Marking may, subject to the agreement of the majority of employees affected, reach agreement with the
relevant Supervisor of Marking and the Executive Director to work beyond the
scheduled finishing times described in sub-clause 8.1. In the event this involves Employees working
beyond their regular shift of:
(a) 9 am to 5.30 pm
weekdays until 6.30 pm
(b) 9 am to 5 pm
Saturday until 6.30 pm
(c) 8.30 am to 4.30
pm Saturday until 6.00 pm
then a further meal allowance is payable
notwithstanding the provisions of sub-clause 15.5.
9. Provision of
Facilities
9.1 Tea/Coffee
9.1.1 Adequate tea,
coffee, milk, sugar and refrigerator facilities will
be provided at each marking centre.
9.1.2 Access of
employees to tea and coffee facilities will, at all times,
be subject to the directions of the Supervisors of Marking to ensure minimal
interruption to the marking process.
9.1.3 Employees will
supply their own cups for tea and coffee during the employment.
9.2 Work Health and
Safety
9.2.1 Marking centres
will be clean and tidy prior to the commencement of marking each day in
accordance with work health and safety legislation standards.
9.2.2 The parties to
the award will monitor and address any work health and safety issues arising
from the implementation of onscreen marking.
9.3 Proof of
Identity
Employees will supply their own photograph, of a
standard passport size, for attachment to an identification card. Unless
marking in an External marking setting employees will carry
identification cards at all times during the marking process. Employees
will replace photographs in the event of the loss of a card.
9.4 Other Facilities
Marking centres will be provided with adequate toilets,
first-aid facilities and eating areas.
10. Recruitment and
Appointment of Marking Staff
10.1 Supervisors of
Marking
Supervisor of Marking applications will be considered
by a Selection Committee chaired by the Executive Director's nominee. The
following factors will be used in selecting the most eligible applicant.
10.1.1 Previous marking
experience as a Senior Marker, Coordinating Senior Marker
or Assistant Supervisor of Marking.
10.1.2 Substantial and
recent teaching experience at a senior level.
10.1.3 Demonstrated high
level organisational, management and leadership skills, e.g.
position on staff.
10.1.4 Demonstrated
ability to manage a complex operation such as a marking centre.
10.1.5 Qualifications in
the subject - university degree or recognised equivalent.
10.1.6 Membership of
professional bodies associated with the subject, e.g.
curriculum committees, professional associations, etc.
10.2 Criteria for
Marker Selection
10.2.1 NESA will ensure
that subject specific criteria used by the Supervisor of Marking (SOM) when
making his/her selection/non-selection conforms with the general selection
criteria and has been applied consistently across the subject/course.
The following general criteria will be used in
selecting markers.
10.2.1.1 Total
number of years teaching the subject/course - As a general guide, three years'
experience teaching the subject/course at a senior level will be regarded as a
minimum requirement for appointment as a marker.
10.2.1.2 Recent
teaching of the subject/course - As a general guide, an applicant who has not
taught the course/subject in the last 3 years is regarded as not having recent
teaching experience.
10.2.1.3 Retired
applicants - The requirement for adequate recency of teaching will mean that, in
most cases, retired applicants will not be eligible for appointment.
10.2.1.4 Qualifications
- Normally a degree with a major in the subject or a program of study deemed to
be equivalent is required for appointment as a marker.
10.2.1.5 Current
position within the school - School Principals are not eligible for appointment
as a marker. Preference is given to teachers directly involved in the
organisation and teaching of the subject.
10.2.1.6 Part-time
and casual teachers - In most cases, applicants who are casual teachers will
not have sufficient teaching experience. However, there may be instances where
the applicant is a casual teacher but has had experience teaching blocks of
senior classes which may amount to the minimum required years teaching experience
for appointment.
10.2.1.7 Turnover
of markers - Where there are sufficient suitable applicants a minimum of 10 per
cent of markers appointed each year will not have marked previously. This is a
policy aimed at increasing the pool of teachers with marking experience in each
subject.
In subjects where the number of applicants exceeds the
number of available positions, a limit on the number of years for appointment
to marking may be applied.
10.2.1.8 Topic
expertise - Where necessary, an applicant may be appointed on
the basis of the expertise they have in a particular area of the
subject/course.
10.2.1.9 Previous
satisfactory marking - Although previous marking experience should be
considered in determining an applicant's qualifications for appointment, NESA
will not automatically reappoint a marker from the previous year. Markers
deemed to have an unsatisfactory performance level may not be appointed in
subsequent years.
10.2.1.10 Other
relevant experience in promoting the subject - An applicant who has not had any
recent experience teaching the course or the subject may be appointed if NESA
deems their experience relevant to the marking program.
10.2.1.11 Distance
- Appointment of markers will be restricted to teachers who can ensure that
they will be able to commence marking as scheduled each day. Any applicant who
is outside reasonable distance from the marking centre must show ability to get
there on time.
Applicants who live a long distance from the marking
centres but have indicated that they intend to take leave if appointed will be
considered eligible in terms of this criterion.
10.2.1.12 Declaration
and approval - The application must include a declaration by the Principal or
Dean of Studies at TAFE or relevant supervisor that
(i) the
information provided by the applicant is, to the best of their knowledge, correct;
(ii) the application
is approved.
10.2.1.13 Selection
of markers is based on the information provided on the application. NESA will not contact an applicant who has
not provided information that is crucial in determining that person's
eligibility. Applicants are responsible for providing complete and accurate
information.
10.2.1.14 If a marker's
application is submitted after the closing date, the applicant will only be
appointed if there is a shortage of qualified applicants.
10.2.1.15 In
selecting markers, consideration will be given to a balanced representation of
markers from Government Schools, Catholic Schools, Independent Schools,
Institutes of TAFE and universities.
10.2.2 Criteria Specific
to Marker Selection -
10.2.2.1 Appointment
to more than one marking session - In order to give as many suitably qualified applicants the opportunity to participate in marking,
applicants will generally be appointed to only one course and to one session
where there is both a practical and written component.
10.2.2.2 Appointed
markers will need to be available for all marking sessions, including briefing
and pilot marking, and will have agreed to this and all other conditions of
employment when submitting their application. Applicants who do not agree to
the conditions of employment will not to be appointed.
10.3 Criteria Specific
to Selection of Marking Staff for Onscreen Marking
Markers applying for onscreen marking where the marking
is not to occur in a Corporate Marking Centre must ensure that they can provide
access to a fast and reliable internet service for the purposes of marking.
10.4 Provision of
Information
(a) The unions
party to the award shall have access to information concerning the application
of criteria for particular applicants.
(b) The unions shall
have access to information on the distribution of applicants appointed from
various schools and different education systems.
(c) An applicant
who is not appointed shall be advised of the reason for non-appointment.
11. Termination of
Services
An employee is entitled to 48 hours' notice of termination
of services, or the equivalent of two days' ordinary pay in the relevant
employment classification, except where termination of services is on account
of misconduct of any kind or any unsatisfactory standard of work or voluntary
withdrawal by the employee.
12. Qualifications
The minimum qualifications and experience for employment
under this award shall be determined by the Chief Executive Officer.
13. Reporting of
Performance
A system of appraisal of performance of Employees will be
undertaken during the HSC marking. This will involve provision of an individual
report at the conclusion of marking to Employees showing:
(i) an
overall grading of his/her performance;
(ii) supporting
information relating to accuracy and rate of marking;
(iii) an indication
of his/her attendance record throughout the marking;
(iv) a written
comment describing his/her performance throughout the marking; and for Senior
Markers
(v) an indication
of his/her performance relating to leading a marking team, the production of
marking kits and monitoring marking.
14. Family Leave
Provisions
14.1 The Chief
Executive Officer must not fail to re-engage an Employee because:
14.1.1 The Employee or
Employee’s spouse is pregnant; or
14.1.2 The Employee is or
has been immediately absent on parental leave
The rights of an employer in relation to engagement and
re-engagement of Employees are not affected, other than in accordance with this
clause.
14.2 Personal Carers
entitlement for Employees
14.2.1 Employees are
entitled to not be available to attend work, or to leave work if they need to care
for a family member who is sick and requires care and support, or who requires
care due to an unexpected emergency, or the birth of a
child. This entitlement is subject to evidentiary requirements set out below in
sub-clause 14.3, and the notice requirements set out in sub-clause 14.4.
14.2.1.1 A
family member for the purposes of above is:
a spouse or family member; or
a de facto spouse being a member of the opposite sex to
the Employee who lives with the Employee as her husband or as his wife on a bona
fide domestic basis although not legally married to that Employee; or
a child or an adult child (including an adopted child,
a step child, a foster child or an ex-nuptial child),
parent (including a foster parent or legal guardian), a grandparent, grandchild
or sibling of the Employee or of the spouse or de facto spouse of the Employee;
or
a same sex partner who lives with the Employee as the
de facto partner of that Employee on a bona fide domestic basis; or a relative
of the Employee who is a member of the same household, where for the purposes
of this definition:
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one
spouse or partner has to the relatives of the other; and
"household" means a family group living in
the same domestic dwelling
14.2.2 The Chief
Executive Officer and the Employee shall agree on the period which the Employee
will be entitled to not be available to attend work. In the absence of agreement,
the Employee is entitled to not be available to attend work for up to 48 hours
(i.e. two days) per occasion. The Employee is not
entitled to any payment for the period of non-attendance.
14.2.3 The Chief
Executive Officer must not fail to re-engage an Employee because the Employee
accessed the entitlements provided for in this clause. The rights of an
employer to engage or not to engage an Employee are otherwise not affected.
14.3 The Employee,
shall if required,
14.3.1 Establish either
by production of a medical certificate or statutory declaration, the illness of
the person concerned and that the illness is such as to require care by another
person, or
14.3.2 Establish by
production of documentation acceptable to the employer or a statutory declaration,
the nature of the emergency and that such an emergency resulted in the person
concerned requiring care by the Employee.
In normal circumstances, an Employee must not take carer’s
leave under this sub-clause where another person had taken leave to care for
the same person.
14.4 The Employee
must, as soon as reasonably practical and during the ordinary hours of the
first day or shift of such absence, inform the employer of their inability to
attend for duty. If it is not reasonably practicable to inform the employer
during the ordinary hours of the first day or shift of such absence, the
Employee will inform the employer within 24 hours of the absence (drawn from
AIRC order (PR964989)).
14.5 Bereavement
entitlements for Employees
14.5.1 Employees are
entitled to not be available to attend work or to leave work upon the death in
Australia of a family member on production of satisfactory evidence (if
required by the employer).
14.5.2 The Chief
Executive Officer and the Employee shall agree on the period for which the
Employee will be entitled to not be available to attend work. In the absence
agreement, the Employee is entitled to not be available to attend work for up
to 48 hours (i.e. two days) per occasion. The Employee
is not entitled to any payment for the period of non-attendance.
14.5.3 The Chief
Executive Officer must not fail to re-engage the Employee because the Employee
accessed the entitlements provided for in this clause. The rights of an
employer to engage or not engage an Employee are otherwise not affected.
14.5.4 The Employee must,
as soon as reasonably practicable and during the ordinary hours of the first
day or shift of such absence, inform the employer of their inability to attend
for duty. If it is not reasonably practicable to inform the employer during the
ordinary hours of the first day or shift of such absence, the Employee will
inform the employer within 24 hours of the absence (Drawn from AIRC order
(PR964989)).
SECTION 4 - RATES OF PAY AND ALLOWANCES
15. Rates of Pay and
Allowances
15.1 The monetary
rates covered by this award are set out in tables 1-5 of Schedule 1 of this
award:
Table 1 - Weekday, Weekday Supplementary,
Weeknight/Saturday and Sunday Rates
Table 2 - External and Corporate Per Unit marking rates
Table 3 - Languages other than English (LOTE) Examiner
Hourly Rates
Table 4 - Other Rates and Allowances
Table 5 - Hourly Rates floor to apply to Corporate
Onscreen Marking
15.2 Rates of Pay
Subject to the provisions of paragraph 15.2.7:
15.2.1 Weeknight/Saturday
rates are hourly rates paid to Employees from 3.30 pm on any weekday and for
all time worked on a Saturday. These rates include a loading of 11.4% on the
Weekday rates to compensate for all disabilities.
15.2.2 The Weekday
Supplementary rates apply to Employees from 9 am on a weekday until 3.30 pm for
Corporate Marking and Itinerant Marking where a teacher is released on pay from
another employer.
15.2.3 The Weekday rates
apply to Employees from 9 am on a weekday until 3.30 pm for Corporate Marking
and Itinerant Marking where the Employee is not normally employed in a teaching
position for which paid relief is provided during marking. This provision does
not apply to those Employees to which paragraph 15.2.2 applies.
15.2.4 Sunday rates are
hourly rates paid to employees for all times worked on Sundays and attract a
loading of 50% above the Weekday rate.
15.2.5 Languages other
than English (LOTE) examiners and casuals shall be paid at the rates specified
at Table 1 for markers, except in the case of LOTE Examiners who work less than
a full day on weekdays who are to be paid at the hourly rates specified at
Table 3, calculated by dividing the Weekday Supplementary rates at paragraph
15.2.2 by 5½ being the number of paid hours compensated by the Weekday
Supplementary rates.
15.2.6 External Per Unit
Marking Rates:
(a) Where marking
is conducted in an External marking mode the rates for such External marking
are as set out in Table 2 provided that where the paper is less than three
hours in length the rate is determined as a fraction of the three
hour rate e.g. for a two hour paper the payment is two thirds of the
three hour rate.
(b) Where the
marking is undertaken on a question basis the payment will be calculated by
dividing the relevant rate for such paper by the number of questions unless
otherwise specified in sub-paragraph 15.2.6(c) or in Table 2.
(c) For Onscreen
HSC marking, other than Mathematics courses, where the marking is undertaken on
a question basis the Per Unit Rate of Pay method of payment will be calculated
by multiplying the relevant rate for each paper by the percentage of the total
mark value of the paper represented by the question concerned.
(d) Mathematics
courses are paid on a per mark basis as set out in Table 2.
(e) Corporate
Onscreen HSC markers’ remuneration will be based on the greater of:
(i) the
total number of papers or questions marked onscreen multiplied by the
applicable Per Unit Rate of Pay; and,
(ii) the total hours
of overall Onscreen Marking undertaken, multiplied by the applicable hourly
rate of pay as specified in Table 5 of Schedule 1. For this purpose, the total
hours of Onscreen Marking undertaken by individual markers will be the elapsed
time of Onscreen Marking as recorded by NESA's onscreen marking software for
each marker.
15.2.7 Marking staff
engaged in External Onscreen Marking will receive an allowance for compensation
for the use of private Information and Communications Technologies (ICT)
facilities (including broadband) as set out in Table 4, item 6 of Schedule 1.
15.2.8 Senior Markers may
choose to engage in External Onscreen Marking as Markers outside the fixed
hours provided at clause 8 and will be remunerated according to the per unit
rate of pay as per Table 2, Schedule 1.
15.2.9 Senior Markers
engaged in corporate or external onscreen marking and working as Senior Markers
according to fixed hours will be remunerated according to Table 1, Schedule 1.
15.3 As the Employees
are engaged on a casual basis for a maximum of up to six weeks, the rates set
out in sub-clause 15.2 incorporate loadings for casual engagement, sick leave and pro rata holiday pay. The pro rata holiday pay
incorporated in the rates in the said clause was calculated as 1/12 of the
hourly rate.
15.4 Minimum Payments
15.4.1 No employee
engaged in corporate marking shall be paid for less than 3 hours from the time
of starting work except for markers subject to the provisions of sub-paragraph
15.6.3(c) who will receive no less than for 4 hours from the time of starting
work.
15.4.2 Languages other
than English (LOTE) Examiners shall be paid a minimum of 3 hours for each
weekday at the rates per hour as set out in Table 3 of Schedule 1.
15.4.3 Languages other
than English (LOTE) Casuals shall be paid a minimum of 3 hours at the Weekday
rate for Markers as set out in Table 1 of Schedule 1.
15.4.4 Corporate Markers engaged
(a) from 9 am and
who work beyond 3.30 pm shall be paid a minimum of 2 hours at the
Weeknight/Saturday rate for those hours; and,
(b) on a Saturday
shall be paid a minimum of 3 hours from the time of starting work on Saturdays.
15.4.5 Itinerant Markers
engaged:
(a) from 9 am and
who work beyond 3.30 pm shall be paid successive extensions of one half hour at the Weeknight/Saturday rate for those
hours; and,
(b) on a Saturday shall
be paid a minimum of 3 hours calculated from the time of starting work on
Saturdays.
15.4.6 This clause does
not entitle any Employee to minimum payments who arrives late or who exceeds
meal break times or leaves the marking centre early and works less than the
minimum payment hours.
15.5 Meal Allowance
A meal allowance, as set out in Item 2 of Table 4, is
payable to an employee on each day of corporate marking (including briefing and
pilot marking sessions) where the Employee works for at least an hour before
and an hour after the meal break. The requirement for an Employee to work
before and after a meal break to be paid a meal allowance is waived for LOTE
Examiners and LOTE Casuals.
15.6 Travel Allowances
15.6.1 Travelling
allowances for all Employees engaged in corporate marking, except for markers
engaged in corporate marking outside the metropolitan areas of Sydney, Newcastle and Wollongong, will be limited to the rates set
out in item 3 of table 4 irrespective of the distance travelled.
15.6.2 Marking Staff
engaged in Itinerant Marking are entitled to the travel allowances shown in
Item 4(a) of Table 4, except for their attendance at pilot marking and briefing
sessions. The travel allowance for itinerant marking is based on the use of a
private motor vehicle paid on the basis of cents per kilometre up to 8,000 km
per annum at the rate set out in Item 4(a) of Table 4 and is payable to persons
marking itinerantly in respect of each kilometre travelled in excess of the
total distance between the person's usual place of residence and their usual
place of work and in circumstances where a rental motor vehicle is not
utilised. Marking Staff engaged in Itinerant Marking attending pilot marking
and briefing sessions will be paid a Travel Allowance at the rate set out in
Item 3 of Table 4.
Note: Itinerant Markers have up to one hour of unpaid
travelling time. Additional travelling time is paid pursuant to sub-clause 8.7.
15.6.3 Marking Staff
engaged in corporate marking outside the metropolitan areas of Sydney,
Newcastle and Wollongong shall be paid:
(a) the Travel
Allowance as set out in Item 3 of Table 4; and in addition (where applicable).
(b) for travel in excess of 40 km per day from the person's daily place of
residence during the marking period to the marking centre and return, up to a
maximum of 160 km where the person provides evidence of the additional travel
involved. The amount shall be an amount per kilometre as set out in Item 4(b)
of Table 4; or
(c) when the
supplementary kilometre allowance at paragraph (b) above is not claimed on a
daily basis and subject to the person's usual place of residence being outside
the Sydney metropolitan area and more than 100 kilometres from the marking
centre, the Travel Allowance as set out in item 5 of table 4, Schedule 1 once
per engagement;
15.6.4 Marking Staff
engaged in itinerant marking who normally reside outside the Sydney
metropolitan area who attend briefing sessions inside the Sydney metropolitan
area shall be paid the Travel Allowance at item 5 of table 4 Schedule 1 once
per engagement subject to the person's usual place of residence being more than
100 kilometres from the briefing session venue.
15.7 Subsistence
Allowances for Itinerant Marking
Marking Staff engaged in itinerant marking outside the
metropolitan area of Sydney who are required to stay overnight at a place other
than their usual place of residence during the marking period, shall be
entitled to the payment of the daily allowance at item 1(a) of table 4 Schedule
1. The entitlement to this allowance will apply for periods of 24 hours and for
any periods less than 24 hours will be compensated by the payment of the hourly
allowance at item 1(b) of table 4 Schedule 1.
15.8 The allowances
contained in sub-clauses 15.5, 15.6 (except for the allowances payable pursuant
to sub-paragraph 15.6.3(c) and paragraph 15.6.4 and sub-clause 15.7 shall be
adjusted in accordance with the rates as approved from time to time by the
Premier’s Department. (The allowances payable pursuant to 15.6.3(c) and 15.6.4
shall be adjusted in accordance with pay increases to this award).
16. Deduction of
Unions' Membership Fees
(i) The
unions shall provide the employer with a schedule setting out unions' fortnightly
membership fees payable by members of the unions in accordance with the unions'
rules.
(ii) The unions
shall advise the employer of any change to the amount of fortnightly membership
fees made under its rules. Any variation to the schedule of unions' fortnightly
membership fees payable shall be provided to the employer at least one month in
advance of the variation taking effect.
(iii) Subject to (i) and (ii) above, the employer shall deduct union
fortnightly membership fees from the pay of any employee who is a member of the
union in accordance with the unions' rules, provided that the employee has
authorised the employer to make such deductions.
(iv) Monies so
deducted from employees' pay shall be forwarded regularly to the unions
together with all necessary information to enable the unions to reconcile and
credit subscriptions to employees unions' membership
accounts.
(v) Unless other
arrangements are agreed to by the employer and the unions, all unions
membership fees shall be deducted on a fortnightly basis.
(vi) Where an
employee has already authorised the deduction of union's membership fees from
his or her pay prior to this clause taking effect, nothing in this clause shall
read as requiring the employee to make a fresh authorisation in
order for such deductions to continue.
17. Superannuation
17.1 All Employees
shall be entitled to occupational superannuation at the appropriate
Superannuation Guarantee Contribution (SGC) rate for all payments pursuant to
sub-clause 15.2, Rates of Pay.
18. Salary Sacrifice
to Superannuation
18.1 Notwithstanding
the salaries prescribed by Schedule 1, Monetary Rates, an employee may elect,
subject to the agreement of the employee's department or agency, to sacrifice a
portion of the wage/salary payable under clause 15, Rates of Pay and
Allowances, to additional employer superannuation contributions. Such election
must be made prior to the commencement of the period of service to which the
earnings relate. In this clause, "superannuable salary" means the
employee's salary as notified from time to time to the New South Wales public
sector superannuation trustee corporations.
18.2 Where the
employee has elected to sacrifice a portion of that payable salary to
additional employer superannuation contributions:
(a) subject to
Australian Taxation law, the sacrificed portion of salary will reduce the
salary subject to appropriate PAYG taxation deductions by the amount of that
sacrificed portion; and
(b) any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this award or any applicable
award, Act or statute which is expressed to be determined by reference to an
employee’s salary, shall be calculated by reference to the salary which would
have applied to the employee under the said clause 15 in the absence of any
salary sacrifice to superannuation made under this award.
18.3 the Employee May
Elect to Have the Portion of Payable Salary which is Sacrificed to Additional
Employer Superannuation Contributions:
(a) paid into the
superannuation scheme established under the First
State Superannuation Act 1992 as optional employer contributions; or
(b) subject to the
department or agency’s agreement, paid into a private sector complying
superannuation scheme as employer superannuation contributions.
18.4 Where an employee
makes an election in terms of subclause 18.3 of this clause, the employer shall
pay the portion of salary, the subject of election, to the relevant
superannuation fund.
18.5 Where the
employee is a member of a superannuation scheme established under:
(a) the Police Regulation (Superannuation) Act 1906;
(b) the Superannuation Act 1916;
(c) the State Authorities Superannuation Act 1987;
(d) the State Authorities Non-contributory
Superannuation Act 1987; or
(e) the First State Superannuation Act 1992,
the employee’s department or agency must ensure that the
amount of any additional employer superannuation contributions specified in
sub-clause 18.1 of this clause is included in the employee’s superannuable
salary which is notified to the New South Wales public sector superannuation
trustee corporations.
18.6 Where, prior to
electing to sacrifice a portion of his/her salary to superannuation, an
employee had entered into an agreement with his/her department or agency to
have superannuation contributions made to a superannuation fund other than a
fund established under legislation listed in sub-clause 18.5 of this clause,
the department or agency will continue to base contributions to that fund on
the salary payable under clause 15 to the same extent as applied before the
employee sacrificed portion of that salary to superannuation. This clause
applies even though the superannuation contributions made by the department or
agency may be in excess of superannuation guarantee
requirements after the salary sacrifice is implemented.
SECTION 5 - AWARD COMPLIANCE AND RELATED MATTERS
19. Nomination of
Unions' Representatives
19.1 In each marking
section union members will be permitted, at the commencement of marking, the
necessary time to meet for the purpose only of nominating a union
representative. Such meeting may be announced using a public address system (if
possible) provided that there is no undue disruption
to other nearby markers.
20. Dispute Resolution
Procedures
20.1 Subject to the
provisions of the Industrial Relations
Act 1996:
20.1.1 Should any
dispute, question or difficulty arise concerning industrial matters occurring
in a particular workplace, then the employee or the union’s workplace
representative will raise the matter with relevant Supervisor of Marking as
soon as practicable.
20.1.2 The Supervisor of
Marking will discuss the matter with the employee or the union’s workplace
representative with a view to resolving the matter or by negotiating an agreed
method and time frame for proceeding.
20.1.3 Should the above
procedure be unsuccessful in producing a resolution of the dispute, question or
difficulty or should the matter be of a nature which involves multiple
workplaces, then the employee or the union may raise the matter with the
Executive Director with a view to resolving the dispute, question
or difficulty or by negotiating an agreed method and time frame for proceeding.
20.1.4 Where the
procedures in the preceding paragraph do not lead to resolution of the dispute,
question or difficulty, the matter will be referred to the Chief Executive
Officer and the Branch Secretary, Division Secretary and General Secretary of
the respective unions. They or their nominees will discuss the dispute, question or difficulty with a view to resolving the matter
or by negotiating an agreed method and time frame for proceeding.
20.1.5 Should the above
procedures not lead to a resolution, then either party may apply to the
Industrial Relations Commission of New South Wales.
20.2 Whilst the
procedures outlined in sub-clause 20.1 of this clause are being followed,
normal work undertaken prior to notification of the dispute or difficulty shall
continue unless otherwise agreed between the parties, or, in the case involving
health and safety, if practicable, normal work shall proceed in a manner which
avoids any risk to the health and safety of any staff member or member of the
public.
21. No Further Claims
21.1 Except as
provided by the Industrial Relations Act
1996, there shall be no further rates of pay or conditions claims by the
parties prior to 31 December 2023 in relation to matters expressly contained in
this award.
22.
Anti-Discrimination
22.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This
includes discrimination on the grounds of race, sex, marital status,
disability, homosexuality, transgender identity, age
and responsibilities as a carer.
22.2 It follows that
in fulfilling their obligations under the dispute resolution procedure prescribed
by this award the parties have obligations to take all reasonable steps to
ensure that the operation of the provisions of this award are not directly or
indirectly discriminatory in their effects. It will be consistent with the
fulfilment of these obligations for the parties to make application to vary any
provision of the award which, by its terms or operation, has a direct or
indirect discriminatory effect.
22.3 Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
22.4 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
22.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
23. Work Health and
Safety
23.1 For the purposes
of this clause, the following definitions shall apply:
(a) A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust, corporation
and/or person) which has at its business function, or one of its business
functions, to supply staff employed or engaged by it to another employer for
the purpose of such staff performing work or services for that other employer.
(b) A "contract
business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust, corporation
and/or person) which is contracted by another employer to provide a specified
service or services or to produce a specific outcome or result for that
employer which, might otherwise have been carried out by the other employer’s
own employees.
23.2 If the employer
engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer’s premises, the employer shall do the
following (either directly, or through the agency of the labour hire or
contract business):
(a) consult with
employees of the labour hire business and/or contract business regarding the
workplace health and safety consultative arrangements;
(b) provide
employees of the labour hire business and/or contract business with the
appropriate health and safety induction training including the appropriate
training required for such employees to perform their jobs safely;
(c) provide
employees of the labour hire business and/or contract business with appropriate
personal protective equipment and/or clothing and all safe work method
statements that they would otherwise supply to their own employees; and
(d) ensure employees
of the labour hire business and/or contract business are made aware of any
risks identified in the workplace and the procedures to control those risks.
23.3 Nothing in this
clause is intended to affect or detract from any obligation or responsibility
upon a labour hire business under the Work
Health and Safety Act 2011 or the Workplace
Injury Management and Workers Compensation Act 1998.
23.4 Where a dispute
arises as to the application or implementation of this clause, the matter shall
be dealt with pursuant to the disputes settlement
procedure of this award.
This clause has no application in respect of
organisations which are properly registered as Group Training Organisations under the Apprenticeship and Traineeship
Act 2001 (or equivalent interstate legislation) and are deemed by the
relevant State Training Authority to comply with the national standards for
Group Training Organisations established by the ANTA Ministerial Council.
24. Area Incidence and
Duration
24.1 This award:
24.1.1 This award
rescinds and replaces the Higher School Certificate Marking and Related Casual
Employees Rates of Pay and Conditions Award 2019 published 20 December 2019
(385 I.G. 825).
24.1.2 This award shall
commence on 1 January 2021 with a nominal term until and including 31 December
2023.
24.2 Covers all casual
employees employed by NESA pursuant to the Act engaged to mark the Higher School
Certificate examinations at various locations determined by the Chief Executive
Officer, NSW Education Standards Authority.
SCHEDULE 1
Table 1 - Weekday, Weekday Supplementary,
Weeknight/Saturday and Sunday Rates:
|
Classification
|
Weekday Rates
|
Weekday
Supplementary Rates
|
Weeknights and
Saturday Rates
|
Sunday Rates
|
|
|
Per Hour from
|
Per Day from
|
Per Hour from
|
Per Hour from
|
|
|
1/7/22
|
1/7/23
|
1/7/22
|
1/7/23
|
1/7/22
|
1/7/23
|
1/7/22
|
1/7/23
|
|
|
2.53%
|
4.0%
|
2.53%
|
4.0%
|
2.53%
|
4.0%
|
2.53%
|
4.0%
|
|
Marker
|
87.68
|
91.19
|
84.99
|
88.39
|
97.66
|
101.57
|
131.47
|
136.73
|
|
LOTE Examiner
|
-
|
-
|
84.99
|
88.39
|
97.66
|
101.57
|
131.47
|
136.73
|
|
LOTE Casual
|
87.68
|
91.19
|
-
|
-
|
97.66
|
101.57
|
131.47
|
136.7
|
|
Senior Marker
|
108.80
|
113.16
|
100.24
|
104.25
|
121.17
|
126.02
|
163.22
|
169.75
|
|
Assistant Supervisor of
Marking
|
125.81
|
130.85
|
115.96
|
120.60
|
140.15
|
145.75
|
188.68
|
196.22
|
|
Supervisor
of Marking
|
139.37
|
144.94
|
128.43
|
133.57
|
155.23
|
161.44
|
209.12
|
217.48
|
Table 2- External and Corporate Per Unit Marking Rates on
and from
|
HSC
|
1/7/2022
|
1/7/2023
|
|
(a) Mathematics
|
Rates per mark
|
Rates per mark
|
|
Mathematics Standard 1
|
0.2318
|
0.2411
|
|
Mathematics Standard 2
|
0.2318
|
0.2411
|
|
|
Rates per mark
|
Rates per mark
|
|
Mathematics/Mathematics Advanced
|
0.3311
|
0.3443
|
|
Mathematics
Extension 1
|
0.3589
|
0.3732
|
|
Mathematics
Extension 2
|
0.3919
|
0.4075
|
|
(b) Other subjects
|
|
|
|
Payments will be on a per three hour
paper basis 2 unit paper
|
31.47
|
32.73
|
|
Extension paper
|
39.31
|
40.88
|
Table 3 - Languages Other than English (LOTE) Examiners
Hourly Rates on and from
|
A. Weekday Examining
|
1/7/2022
|
1/7/2023
|
|
|
Rates per hour
|
Rates per hour
|
|
|
2.53%
|
4.0%
|
|
1. Languages other than
English (LOTE) Examiners
|
15.47
|
16.09
|
Table 4 - Other Rates and
Allowances
|
Item No.
|
Clause
No.
|
Brief
Description
|
1/7/2022 Amount
$
|
1/7/2022 Amount
$
|
1/7/2023 Amount
$
|
1/7/2023 Amount
$
|
|
|
|
|
(a)
|
(b)
|
(a)
|
(b)
|
|
|
|
|
Daily Rate
|
Hourly Rate
|
Daily Rate
|
Hourly Rate
|
|
|
|
|
$
|
$
|
$
|
$
|
|
1
|
15.7
|
Travelling Allowance -
|
|
|
|
|
|
|
|
Sydney
|
340.15
|
14.17
|
350.70
|
14.61
|
|
|
|
Newcastle
|
327.15
|
13.63
|
347.70
|
14.49
|
|
|
|
Wagga Wagga
|
296.15
|
12.34
|
329.70
|
13.74
|
|
|
|
Port Macquarie
|
312.15
|
13.01
|
342.70
|
14.28
|
|
|
|
Maitland
|
305.15
|
12.71
|
339.70
|
14.15
|
|
|
|
Wollongong
|
300.15
|
12.51
|
333.70
|
13.90
|
|
|
|
Orange
|
318.15
|
13.26
|
354.70
|
14.78
|
|
|
|
Broken Hill
|
294.15
|
12.26
|
313.70
|
13.07
|
|
|
|
Dubbo
|
290.15
|
12.09
|
322.70
|
13.45
|
|
|
|
Bathurst
|
283.15
|
11.80
|
296.15
|
12.34
|
|
|
|
Other
Country Centres
|
249.45
|
10.39
|
282.15
|
11.76
|
|
2
|
15.5
|
Meal Allowance
|
2022
|
2023
|
|
|
|
(based on the Overtime Meal rate which is the same for
breakfast, lunch or dinner, set out under the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009.
|
33.25
|
35.65
|
|
3
|
15.6.1
|
Travel
Allowances (based on 40 km multiplied by the use of
private motor vehicle casual rate pursuant to clause (15.8). Employees
engaged in Corporate Marking in metropolitan areas of Sydney, Newcastle and Wollongong.
|
12.48 per day
|
13.60 per day
|
|
|
15.6.3(a)
|
Markers
engaged in Corporate marking outside the
metropolitan areas of Sydney, Newcastle and Wollongong
|
|
|
|
4
|
|
Motor
Vehicle allowance - distances exceeding travel to and from usual place of
residence and usual place of work:
|
|
|
|
(a)
|
15.6.2
|
Itinerant markers
|
0.78
|
0.85
|
|
(b)
|
15.6.3(b)
|
Markers
engaged in Corporate marking outside the
metropolitan areas of Sydney, Newcastle and Wollongong in excess of 40 km up
to maximum 160 km per day
|
0.312
|
0.340
|
|
|
|
|
1/7/2022
|
1/7/2023
|
|
5
|
15.6.3(c)
|
Travel
Allowance fixed payment for: Markers engaged in Corporate
marking outside the metropolitan areas of Sydney, Newcastle and Wollongong
not claiming the allowance at 15.6.3(a) on a daily basis whose usual place of
residence is outside the Sydney metropolitan area in excess of 100 km from
the marking centre
|
163.77
|
170.32
|
|
|
15.6.4
|
Itinerant
markers who reside outside Sydney metropolitan area attending briefing
sessions inside the Sydney metropolitan area where the person’s usual place
of residence is in excess of 100 km from the
briefing session venue.
|
258.73
once per engagement
|
269.08
once per engagement
|
|
6
|
15.2.7
|
External
Onscreen Marking ICT Allowance for use of ICT facilities Broadband
|
13.90
once per engagement
|
14.46
once per engagement
|
Table 5 - Hourly Rates Floor to Apply to Corporate
Onscreen marking:
|
Classification
|
Weekday Rates
|
Weekday
Supplementary
|
Weeknights and
Saturday Rates
|
Sunday Rates
|
|
|
Per Hour from
|
Per Day from
|
Per Hour from
|
Per Hour from
|
|
|
1/7/22
|
1/7/23
|
1/7/22
|
1/7/23
|
1/7/22
|
1/7/23
|
1/7/22
|
1/7/23
|
|
|
2.53%
|
4.0%
|
2.53%
|
4.0%
|
2.53%
|
4.0%
|
2.53%
|
4.0%
|
|
Marker
|
86.84
|
90.32
|
84.17
|
87.53
|
96.75
|
100.62
|
130.21
|
135.42
|
R.
DELGODA, Actg. Industrial Registrar
____________________
Printed by
the authority of the Industrial Registrar.