Skilled Trades Staff - Department of Family and
Community Services - Ageing, Disability and Home Care (State) Award 2015
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Department of Family and Community Services.
(No. IRC 506 of 2015)
|
Before The Honourable Justice Walton, President
|
3 August 2015
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject
Matter
1. Arrangement
2. Definitions
3. Interaction
with Other Instruments
4. Hours of
Work
5. Classification
Structure
6. Roll-Up
of Allowances
7. Boiler
Attendant Allowance
8. Thermostatic
Mixing Valve Allowance
9. Dispute
Resolution Procedure
10. Union
Subscriptions
11. Wages and
Allowances
12. School Based
Apprentices
13. Work at
Alternative Worksite
14. Average
Disability Allowance
15. Anti Discrimination
16. Area,
Incidence and Duration
17. No Extra
Claims
PART B
Schedules of Rates of Wages and Allowances
2. Definitions
In this award:
"Department" means Ageing, Disability and Home
Care (ADHC) within the Department of Family and Community Services
"Union/s" means:
Australian Manufacturing Workers Union and/or
Construction Forestry Mining and Energy Union and/or
Electrical Trades Union of Australia and/or
Plumbing Trades Employees Union of NSW
3. Interaction With Other Instruments
All employee conditions not specified in this award will be
in accordance with the Crown Employees Skilled Trades Award, the Public Sector
Employment and Management Act 2002 and Public Sector Employment and Management
Regulation 2009. To the extent of any
inconsistency between the provisions of this award and those other instruments
named above, the provisions of this award will apply.
4. Hours of Work
(i) Local
Departmental management and trades staff at each work site may negotiate
specific ordinary hours of duty. Any
such site agreement will be subject to the following conditions:
(a) an average of 38 hours per week worked over a four-week
period;
(b) optimal staffing levels being maintained at all times to
perform required duties;
(c) no additional expense such as payment of overtime or
employment of casuals;
(d) where a nine-day fortnight is negotiated, arrangements are
to be at the Department’s convenience;
(e) if sick leave
is taken on the working day prior to or following a rostered day off, a
doctor’s certificate must be provided; and
(f) alterations in start and finish times are to be implemented
by agreement.
(ii) The parties
agree to commence negotiations on any proposed variation to existing hours of
work within six weeks of the proposal being received from nominated
representatives.
(iii) An employee
may be directed by Departmental management to work overtime, provided it is
reasonable for the employee to be required to do so. In determining what is reasonable, the
employee’s prior commitments outside the workplace, particularly their family
responsibilities, community obligations or study arrangements, shall be taken
into account. Consideration shall be
given also to the urgency of the work required to be performed during overtime,
the impact on the operational commitments of the organisation and the effect on
client services.
5. Classification
Structure
(i) Context:
Trades staff perform, both on
a planned and emergency basis, a variety of manual and technical tasks related
to preventative and corrective maintenance, the installation of plant and
equipment and the renovation and construction of buildings.
Trades staff also ordinarily undertake
work which is peripheral and incidental to their base trade so as to complete
the whole job or so as to assist other staff complete the whole job.
This Classification structure is designed to reward trades
staff who possess, and are required by the Region to regularly provide,
skills/knowledge beyond their base trade obligations. It does not reward
service alone nor additional skill/knowledge performed at less than a trades standard.
(ii) Structure:
The following classifications apply:
Pay levels as a percentage of base pay rates are:
|
Classification
|
Rate of Pay
|
|
Level 1
Tradesperson
|
Base Rate for
relevant Trade
|
|
Level 2
Tradesperson
|
105% of Base Rate
for relevant Trade
|
|
Level 3 Tradesperson
|
110% of Base Rate
for relevant Trade
|
|
Level 4
Tradesperson
|
115% of Base Rate
for relevant Trade
|
(iii) Definitions
of the Classification Levels are as follows:
(a) Level 1
Tradesperson (Base Rate for relevant Trade).
Level 1 is applicable to a tradesperson who has
completed an apprenticeship, licence or equivalent and is proficient in the
contemporary skills required of a tradesperson in the relevant trade.
Tasks to be performed include those peripheral and
incidental to completing the whole job and/or assisting other staff so as to
complete the whole job. A tradesperson at this level may be required to
supervise or train apprentices on the job.
(b) Level 2
Tradesperson (105% of the Base Rate for the relevant Trade).
Level 2 is applicable to a tradesperson who satisfies
the requirements of Level 1 and who is required by the employer to regularly
utilise skills/knowledge, additional to that skill/knowledge associated with
the individual’s base trade, which is gained from or deemed equivalent to that
gained from completing 120 hours of learning within approved courses.
(c) Level 3
Tradesperson (110% of the Base Rate for the relevant Trade).
Level 3 is applicable to a tradesperson who satisfies
the requirements of Level 1 and who is required by the employer to regularly
utilise skills/knowledge, additional to that skill/knowledge associated with
the individual’s base trade, which is gained from or deemed equivalent to that
gained from completing 240 hours of learning within approved courses.
(d) Level 4
Tradesperson (115% of the Base Rate for the relevant Trade).
Level 4 is applicable to a tradesperson who satisfies
the requirements of Level 1 and who is required by the employer to regularly
utilise skills/knowledge, additional to that skill/knowledge associated with
the individual’s base trade, which is gained from or deemed equivalent to that
gained from completing 360 hours of learning within approved courses.
(e) Charge
Hand/Supervisor
A Charge Hand/Supervisor is a person appointed to a
Charge Hand/Supervisor position by the Department. Charge Hand/Supervisor
positions will be created at the discretion of the Department. A Charge
Hand/Supervisor will be allocated ongoing responsibility for the activities of
one trade and/or the supervision of one or more trades and its associated staff
(including contractors) within the Region and/or all the trades activities and
trades staff (including contractors) at a nominated location. A Charge
Hand/Supervisor can be required to perform the duties of their trade/s at any
time. A Charge Hand/Supervisor may also be nominated as Project Leader on any
project in addition to their other responsibilities. The Region is to maintain
an up-to-date Position Description for each of its Charge Hand/Supervisor
positions.
(f) Project Leader
A Project Leader is a person appointed to a Project
Leader position by the Department. Project Leader positions will be created at the
discretion of the Department. A Project Leader will be allocated responsibility
for all aspects of a substantial refurbishment/construction project. The
Project Leader will be able to supervise any staff/contractors working in
connection with a project as necessary and will ensure compliance with all
relevant specifications and requirements. A Project Leader can be required to
perform the duties of their trade/s at any time. The duration of any Project
Leader role will be limited to the life of the project. The Region is to
provide the Project Leader with an up-to-date Position Description.
(iv) Approved
Courses:
For the purpose of this Clause, ‘Approved Courses’ are
TAFE courses and any others that the Department approves. However an Approved
Course must relate to the acquisition of new skills/knowledge by the
individual, additional to the base trade, and not simply the modernisation or
updating of current work practices or methods. Approved Courses will not
include personal Workplace Health and Safety related courses, updated inventory
or programmed maintenance systems courses, new computer software etc.
(v) Deemed
Credited with Approved Course or part thereof:
For Tradespersons who have not successfully completed
an Approved Course; The Regional Director or nominee may deem the additional
skills/knowledge required to be regularly utilised by a tradesperson to be
equivalent to that acquired from successfully undertaking an Approved Course/s
or from one or more identifiable modules of an Approved Course. Any such
decision requires that the tradesperson in question be credited with hours equivalent to that of the relevant Approved Course/s
or modules thereof for progression purposes.
(vi) Regular:
‘Regular’ for the purposes of this Clause refers to duties/tasks
occurring periodically, routinely or which are programmed. Project work and
other work occurring randomly, sporadically or irregularly would not be
‘regular’. Where tasks are required to be performed irregularly but would, if
they were regular, attract a higher classification level, then ‘Mixed
Functions’ allowance should be paid to the higher classification level in
accordance with the award. That is, when a Tradesperson is required to perform
the additional work irregularly and is qualified to do so, he/she should be
paid any applicable higher rate for the period of time the additional
skills/knowledge is required to be performed or for the whole shift in
accordance with the Mixed Functions Clause of the Crown Employees Skilled
Trades Award.
(vii) Trades
Standard:
‘Trades Standard’ for the purposes of this Clause means
a quality of work/knowledge equivalent to that reasonably required of a
qualified tradesperson in the relevant trade.
(viii) No Double
Counting:
The performance of any function reasonably within the
scope of employment classification, and/or additional skills performed at less
than a trades standard and/or for which payment of an allowance or additional
remuneration is already provided do not count for translation, appointment or
progression purposes.
(ix) The Department
to Decide its Requirements:
The Department is to decide which and how many trades staff will be regularly required to use the
additional skills/knowledge attracting higher rates of pay. In reaching that decision the Department
might consider;
- what number of staff are
needed to utilise the additional skill/knowledge.
- whether a trades staff is
already paid for numerous additional skills/knowledge, in which there may be
limited opportunity to effectively utilise one more additional skill/knowledge.
- whether the work should be
contracted out. Before deciding the work should be contracted out, the Region
is to consider the skills/knowledge possessed by trades
staff in addition to their base trades. To this end, a list of such additional
skills/knowledge is to be maintained by the Region in a state of reasonable
currency, subject to employee cooperation and assistance in compiling and
maintaining that list.
(x) Maintaining
Standards:
Tradespersons at classification levels 2 ,3 and 4 are
responsible for maintaining the additional skills/ knowledge to a standard
equivalent to that of having successfully undertaken a current approved
course/s (or in some cases, the modules thereof they were deemed credited with)
in order to continue to be paid the higher classification level.
(xi) Leading Hand
Allowance:
Leading Hand Allowance will be paid to Tradespersons in
the classifications Levels 1 to 4 inclusive who are required to supervise the
work of contractors and/or staff; provided that for this purpose, apprentices
will not be counted, each contractor supervised will be counted but any
contractor’s staff will not.
(xii) Appointment
and Progression:
The employment level for all new tradespersons employed
will be determined as per the provisions of Clause 5 of this Award.
(a) Appointment:
Once appointed to a particular Level in this Classification Structure, a
tradesperson may not have his/her Level reduced because the Region no longer
requires the additional skills/knowledge warranting the higher Level to be
regularly utilised. Accordingly appointments of trades
staff should initially be made to the Level 1 position, or at least be
carefully considered having regard to the foreseeable medium to longer term
requirements of the appointment.
(b) Progression:
Consideration of progression to Classification Levels 2, 3 and 4 must always be
based on a Departmental requirement to utilise the additional skills/knowledge
at that time and into the foreseeable future and may not count skills/knowledge
no longer regularly required by the Department to be utilised.
(xiii) Training:
Trades staff are to meet the
costs of training associated with the additional skills/knowledge referred to
in this Clause and attend that training in their own time. Study Leave
provisions apply. Where the Department directs the employee undertake training,
any such training outside of paid work time will be paid for at the ordinary
hourly base rate.
6. Roll-Up of
Allowances
Environmental Allowance (Mental Institutions Allowance) and
Annual Leave Loading are already rolled up into the base wage.
Base wage rates were increased by $30.00 per week to
incorporate the equivalent of the Mental Institutions Allowance and were wages increased
by 1.35% to reflect the Annual Leave Loading on 1 February 1998.
7. Boiler
Attendant Allowance
An officer being the possessor of a Boiler Attendant’s
Certificate who is required to supervise or operate a boiler shall for each
week he/she is so required shall be paid in addition to the rates prescribed an
amount per instance as specified in Part B of this Award.
8. Thermostatic
Mixing Valve Allowance
An officer who is a licensed plumber and holds a
Thermostatic Mixing Valve Certificate issued by a College of Technical and
Further Education and is required to act upon such certificate shall be paid an
allowance at a weekly rate as specified in Part B of this award.
9. Dispute
Resolution Procedures
(i) The
aim of the procedure is to ensure that industrial grievances or disputes are
prevented, or resolved as quickly as possible, at the level they occur in the
workplace. For the purposes of this
procedure, industrial grievances or disputes are distinguished from grievances
dealt with under public service grievance-handling procedure, e.g. complaints
of discrimination.
(ii) When a
dispute or grievance arises, or is considered likely to occur, the following
steps are to be followed:
(a) where a dispute arises at a particular work location,
discussions shall be held between the officer/s concerned and the immediate
supervising officer;
(b) failing
resolution of the issues at that level, further discussions shall take place
between the employee, the relevant local delegate or employee representative and
the supervising officer or manager;
(c) if the dispute remains unresolved, the local delegate shall
refer the matter to the Union official who will confer with the Area Manager or
General Manager; and
(d) if the dispute is not resolved at that stage, the matter is
to be referred to the Director, Employee Relations or Senior Employee Relations
Officer who will assume responsibility for liaising with Senior Executive
members of the Department and advise of their final position.
(iii) If the matter
remains unresolved following the above process, it may be referred by either
party to the Industrial Registrar.
(iv) Whilst
these procedures are taking place, no ban, limitation or stoppage of work shall
take place.
(v) In cases where
a dispute is premised on an issue of safety and is unable to be resolved at the
Area/Divisional level, the matter should be referred to the Director, Employee
Relations for further consultation with the Union/s.
10. Union
Subscriptions
The Department agrees to automatically deduct Union dues on
behalf of Unions as defined from the pay of Union members once authorised by
the employee.
11. Wages and
Allowances
Wages and allowances are shown in Part B of this award.
12. School Based
Apprentices
(a) Definition
A school based apprentice is an employee who is
undertaking an apprenticeship under a training contract while also enrolled in
the Higher School Certificate.
(b) Wages
(i) The
hourly rates for full time apprentices as set out in this Award shall apply to
school based apprentices for total hours worked including time deemed to be
spent in off-the-job training.
(ii) For the
purposes of subclause (b)(i) of this clause, where a
school based apprentice is a full time school student, the time spent in off
the job training for which the school based apprentice is paid is deemed to be
25 per cent of the actual hours worked on the job each week.
(iii) The wages
paid for training time may be averaged over the school term or year.
(iv) Where
this Award specifies a weekly rate for full time apprentices, the hourly rate
shall be calculated by dividing the applicable weekly rate by 38.
(c) Progression
through the Wage Structure
(i) School
based apprentices progress through the wage scale at
the rate of 12 months’ progression for each two years of employment as an
apprentice.
(ii) The rates of
pay are based on a standard apprenticeship of four years. The rate of
progression reflects the average rate of skill acquisition expected from the
typical combination of work and training for a school based apprentice
undertaking the applicable apprenticeship.
(d) Conversion
from a school based apprentice to a full time apprenticeship
Where an apprentice converts from a school based to a
full-time apprenticeship, all time spent as a full-time apprentice counts for
the purpose of progression through the wage scale set out in this Award. This
progression applies in addition to the progression achieved as a school based
apprentice.
(e) Conditions of
Employment
Except as provided by this clause,
school based apprentices are entitled to pro rata entitlements of all other
conditions of employment contained in this Award.
13. Work at
Alternative Worksite
(i) General
(a) The terms of
this clause replace clause 8, Excess Fares and Travelling, of the Crown
Employees Skilled Trades Award.
(b) This clause
does not apply where an employee is recalled to duty after leaving work, in
which case the call-back provisions of the Crown Employees Skilled Trades Staff
Award apply.
(c) For the
purposes of this clause, a reference to a "worksite" means each
individual sub-site of Metro Residences and Hunters Residences, including but
not limited to Rydalmere, Marsden, Casuarina Grove, Norton Road, Stockton,
Kanangra, Tomaree, Riverside and Summer Hill .
(ii) Mobility
Allowance and Excess Travelling Time
Where an employee is required to travel to an
alternative worksite and has not been temporarily transferred to that site pursuant
to subclause (v) of this clause:
(a) An employee is
to be paid a Mobility Allowance at the rate indicated in Part B of this award
per day where required by the Department to travel to an alternative worksite in
circumstances where no notice of the requirement to do so was provided prior to
leaving work the previous day. Such
Mobility Allowance will be payable regardless of whether the required travel is
undertaken within or outside of ordinary working hours and regardless of the
transportation arrangements utilised to attend the alternative worksite.
(b) Notice of a
regular requirement to travel to an alternative worksite can be given to the
employee once. Such notice must be
written and include advice as to the days of the week/fortnight/month. etc.,
that the travel will be required. Notice
given pursuant to this paragraph also serves as notice "prior to leaving
work the previous day" referred to in paragraph (a) of this subclause.
(c) Where an
employee is required to commence his/her ordinary hours at an alternative
worksite, he/she is to be paid at ordinary rates for any travelling time in
excess of that time usually taken to travel to and from their home and usual
worksite. The payment of such ordinary rates is to be rounded to the nearest 15
minutes.
(iii) Mileage
Allowances and Fares.
Where an employee is required to travel to an
alternative worksite and has not been temporarily transferred to that site
pursuant to subclause (v) of this clause:
(a) And subject to
the provisions of paragraph (d) of this subclause, an employee will be paid
Mileage Allowance at the following rates where directed by the Department to
utilise their own vehicle in order to travel to and from an alternative
worksite;
|
Engine Capacity
|
|
|
Over 2601cc and over
|
75.9c per kilometre
|
|
1601cc - 2600cc
|
74.0c per kilometre
|
|
Under 1600cc or less
|
63.0c per kilometre
|
(b) And subject to
the provisions of paragraph (d) of this subclause, an employee will be paid Mileage
Allowance at the following rates where the employee opts to utilise their own
vehicle to travel to and from an alternative worksite and the Department agrees
to that occurring prior to the employee utilising their own vehicle;
|
Engine Capacity
|
|
|
Over 2601cc and over
|
30.0c per kilometre
|
|
1601cc to 2600cc
|
29.6c per kilometre
|
|
Under 1600cc or less
|
25.2c per kilometre
|
(c) And subject to
the provisions of paragraph (d) of this subclause, an employee who utilises public
transport in order to travel to and from an alternative worksite will be
reimbursed any public transport costs.
(d) Where the use
of the employee's vehicle or fare incurred relates to the journey between the
employee's home and the alternative worksite to commence work or relates to the
journey between the alternative worksite and the employee's home at the
cessation of work, the amount of Mileage Allowance or fares which can be
claimed under this subclause will be limited to that number of kilometres or
fare which is in excess of that reasonably incurred by the employee in relation
to the journey to and from the employee's home and usual worksite.
(iv) Rest
Periods, Tea Breaks and Unpaid Meal Periods
If still working at an alternative worksite at the
relevant time and, unless specifically advised otherwise:
(a) An employee is
to take any paid rest period or tea break at the alternative site.
(b) Employees may
not travel to the usual worksite in Departmental time or in a Departmental vehicle
in connection with the unpaid meal period.
(c) Nothing will
be payable to an employee in relation to the use of the employee's vehicle or
fare incurred in connection with the unpaid meal period.
(v) Temporary
Transfer to Alternative Worksite
An employee may be directed to work from an alternative
worksite for one week or more on a temporary transfer basis where that
direction is reasonable. For the
purposes of subclauses (ii) and (iii) of this clause, where such a direction
has been given, the alternative worksite will be deemed to be the usual
worksite upon the expiry of two weeks' notice or immediately upon commencement
at the alternative worksite where two weeks' or more notice was given.
14. Average
Disability Allowance
(i) Many
of the allowances within PART B - Rates of Wages and Allowances of this Award
are disability allowances paid on a per occasion, per hour or daily basis
depending upon the work performed. The
allowances in question relate to:
177 Welding
178 Bricklaying > 18 kg
179 confined spaces
180 height
181 hot places
182 insulation
183 asbestos eradication/airborne Lead
184 smoke boxes A
185 wet places
186 acid furnaces
187 smoke boxes B
188 clean down bricks
189 spray application
190 roof work
191 explosive power tools
193 dirty work
214 applying obnoxious substances
289 legionella
171 fouled equipment
176 pneumatic tool operation
152 chokages
(ii) Some or all
of these above allowances may be the subject of a mutual agreement between individual
trades staff and the Region (in writing) to pay the individual an Average
Disability Allowance (ADA) amount. The
process of reaching agreement involves:
- the staff member and Department agreeing on how many
occasions each type of allowance would be claimed by the staff member on
average per fortnight of work, then,
- Calculating the total dollar ($) value of all those
allowances and dividing that amount by 10 to obtain an ADA amount, then,
- Recording the above information on a suitable information
sheet and retaining it attached to a signed and dated agreement (and retaining
both as for wages records).
(iii) The agreed
ADA amount is to be paid fortnightly with wages for each on-duty day within
each pay period. A day of leave is not an on-duty day. For example, if the
staff member takes four recreation leave days and works the other days in the
fortnight, he/she would be paid the ADA amount x 6 in his/her pay.
(iv) Where
such an agreement is reached, the payment of the ADA in accordance with
subclause (iii) to an individual will be in full satisfaction of any claims to
the specified allowances that might be brought.
(v) The ADA amount
for each individual trades staff will be derived once per year and, for new
employees, after three months of employment and annually thereafter.
(vi) The
ADA amount will be automatically increased under the agreement in the same
percentage and with the same effective date as for increases to the
corresponding Award disability allowances.
(vii) Neither party
should unreasonably refuse to agree on a fair ADA amount. Either party to the
agreement can seek a review of the ADA amount in between annual reviews if
there is a substantial change to the pattern of work of the staff member.
15. Anti-Discrimination
15.1 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.
15.2 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.
15.3 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.
15.4 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.
15.5 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.
15.6 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
15.7 Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
16. Area,
Incidence and Duration
This award shall apply to employees and Apprentices
indicated by the trades specified in Part B of this award employed by the
Department.
(i) This
award shall take effect on and from 1 July 2015 and remains in force until 30
June 2016, and rescinds and replaces the Skilled Trades Staff - Department of
Ageing, Disability and Home Care (State) Award 2012, published 16 November 2012
(375 I.G. 42) and all variations thereof.
17. No Extra
Claims
Other than as provided for in the Industrial Relations Act
1996 and the Industrial Relations (Public Sector Conditions of Employment)
Regulation 2014, there shall be no further claims/demands or proceedings
instituted before the NSW Industrial Relations Commission for extra or reduced
wages, salaries, rates of pay, allowances or conditions of employment with
respect to employees covered by the Award that take effect prior to 30 June
2016 by a party to this Award.
PART B
Rate of Wages and Allowances
|
Salary and
|
Classification,
Wages and Allowances
|
1st full pay
|
|
Allowance
|
|
on or after
|
|
ID Codes
|
|
1/07/15
|
|
|
|
(2.5%)
|
|
|
Wages (excluding
Apprentices)
|
Per annum
|
|
|
|
$
|
|
G51
|
Bricklayer Level 1
|
56,150
|
|
G41
|
Bricklayer Level 2 (calculate 105% of Level 1)
|
58,957
|
|
|
Bricklayer Level 3 (calculate 110% of Level 1)
|
61,765
|
|
|
Bricklayer Level 4 (calculate 115% of Level 1)
|
64,572
|
|
G52
|
Carpenter and/or Joiner Level 1
|
56,150
|
|
G44
|
Carpenter and/or Joiner Level 2 (calculate 105% of Level
1)
|
58,957
|
|
|
Carpenter and/or Joiner Level 3 (calculate 110% of Level
1)
|
61,765
|
|
|
Carpenter and/or Joiner Level 4 (calculate 115% of Level
1)
|
64,572
|
|
G53
|
Painter Level 1
|
56,150
|
|
G47
|
Painter Level 2 (calculate 105% of Level 1)
|
58,957
|
|
G48
|
Painter Level 3 (calculate 110% of Level 1)
|
61,765
|
|
|
Painter Level 4 (calculate 115% of Level 1)
|
64,572
|
|
G54
|
Plumber and/or Gasfitter Level 1
|
56,683
|
|
G4A
|
Plumber and/or Gasfitter Level 2 (calculate 105% of Level
1)
|
59,516
|
|
G43
|
Plumber and/or Gasfitter Level 3 (calculate 110% of Level
1)
|
62,352
|
|
|
Plumber and/or Gasfitter Level 4 (calculate 115% of Level
1)
|
65,186
|
|
G56
|
Electrical Fitter Level 1
|
59,682
|
|
G4D
|
Electrical Fitter Level 2 (calculate105% of Level 1)
|
62,664
|
|
|
Electrical Fitter Level 3 (calculate110% of Level 1)
|
65,651
|
|
|
Electrical Fitter Level 4 (calculate115% of Level 1)
|
68,633
|
|
G57
|
Plant Electrician Level 1
|
62,817
|
|
G4G
|
Plant Electrician Level 2 (calculate 105% of Level 1)
|
65,959
|
|
|
Plant Electrician Level 3 (calculate 110% of Level 1)
|
69,100
|
|
|
Plant Electrician Level 4 (calculate 115% of Level 1)
|
72,241
|
|
G58
|
Fitter Level 1
|
56,150
|
|
G4J
|
Fitter Level 2 (calculate 105% of Level 1)
|
58,957
|
|
|
Fitter Level 3 (calculate 110% of Level 1)
|
61,765
|
|
|
Fitter Level 4 (calculate 115% of Level 1)
|
64,572
|
|
G5D
|
Motor Mechanic Level 1
|
56,150
|
|
G4P
|
Motor Mechanic Level 2 (calculate 105% of Level 1)
|
58,957
|
|
|
Motor Mechanic Level 3 (calculate 110% of Level 1)
|
61,765
|
|
|
Motor Mechanic Level 4 (calculate 115% of Level 1)
|
64,572
|
|
|
Charge/Supervisor or Project Leader
|
75,130
|
|
|
Leading Hand Allowance
|
|
|
196
|
Leading Hand 1 to 5
|
2,612
|
|
197
|
Leading Hand 6 to 10
|
3,347
|
|
198
|
Leading Hand > 10
|
4,376
|
|
|
Tradesmen’s Licence Allowance
|
Per annum
|
|
|
|
$
|
|
347
|
Plumber
|
2,578
|
|
347
|
Gasfitter
|
2,578
|
|
350
|
Drainer
|
3,389
|
|
350
|
Plumber and/or Gasfitter
|
3,389
|
|
350
|
Gasfitter and/or Drainer
|
3,389
|
|
350
|
Plumber and/or Drainer
|
3,389
|
|
352
|
Plumber/Gasfitter/Drainer
|
4,604
|
|
354
|
Drainer (Licensed)
|
2,137
|
|
357
|
Electrician
|
2,525
|
|
|
Tradesmen’s Registration
|
|
|
205
|
Plumber -Computing Quantities
|
1,918
|
|
366
|
Computing Quantities
|
1,506
|
|
|
Certificate Allowances
|
|
|
307
|
Boiler Attendants Certificate Allowance
|
Per Instance
|
|
|
|
$
|
|
|
|
7.41
|
|
308
|
Thermostatic Mixing Valve Certificate Allowance
|
Per annum
|
|
|
|
$
|
|
|
|
1,363
|
|
|
Apprentice Trades
|
|
|
|
1st Year
|
25,960
|
|
|
2nd Year
|
33,212
|
|
|
3rd Year
|
42,017
|
|
|
4th Year
|
47,669
|
|
|
Examination Allowance
|
|
|
|
1st Year
|
90.42
|
|
|
2nd Year
|
180.96
|
|
|
3rd Year
|
271.23
|
|
370
|
Industry Allowance
|
1,597.66
|
|
|
|
Per Hour
|
|
|
|
1/07/15
|
|
|
|
$
|
|
|
Mobility Allowance
|
7.91
|
|
177
|
Welding Allowance
|
0.29
|
|
178
|
Bricklaying > 18 kg
|
2.18
|
|
179
|
Confined Spaces
|
0.98
|
|
180
|
Height Money
|
0.82
|
|
181
|
Hot Places
|
0.98
|
|
182
|
Insulation
|
0.98
|
|
183
|
Asbestos Eradication/Airborne Lead
|
2.65
|
|
184
|
Smoke Boxes A
|
0.52
|
|
185
|
Wet Places
|
0.81
|
|
186
|
Acid Furnaces, Stills
|
4
|
|
187
|
Smoke Boxes B
|
1.95
|
|
188
|
Clean down bricks
|
0.74
|
|
189
|
Spray Application
|
0.81
|
|
190
|
Roof Work
|
0.98
|
|
191
|
Explosive Power Tools
|
1.86
|
|
193
|
Dirty Work
|
0.81
|
|
214
|
Applying Obnoxious Substances
|
0.98
|
|
289
|
Legionella
|
3.66
|
|
|
|
Per day
|
|
|
|
$
|
|
171
|
Fouled Equipment
|
9.18
|
|
176
|
Pneumatic Tool Operation
|
4.31
|
|
|
Relief Daily Licence Allowances
|
|
|
207
|
Plumber/Drainer/Gasfitter Licence
|
17.73
|
|
208
|
Drainer
|
9.64
|
|
209
|
Gasfitter/Drainer
|
8.1
|
|
210
|
Computer Quantities
|
12.82
|
|
212
|
Plumber/Drainer/Gasfitter
|
5.72
|
|
287
|
Registration Certificate
|
7.37
|
|
152
|
Chokages
|
Per Instance
|
|
|
|
$
|
|
|
|
9.26
|
|
|
Tool Allowance
|
Per Week
|
|
|
Electrical Fitter/Electrical Mechanic/Plant
|
|
|
|
Electrician
|
18.99
|
M. J. WALTON J , President
____________________
Printed by the authority of the Industrial Registrar.