TAFE NSW Sydney Institute (Graphic
Arts Section) Wages and Conditions Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1766 of 2007)
Before Commissioner
Tabbaa
|
20 December 2007
|
REVIEWED AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Anti-discrimination
4. Rates of
Pay
5. Wage
Sacrifice for Superannuation and Wage/Salary Packaging Arrangements
6. Hours of
Work
7. Leave
8. Personal/Carers
Leave
9. Overtime
10. Duties of
Employees
11. Training
12. Redundancy
13. Dispute
Resolution Procedure
14 Deduction
of Union Membership Fees
15. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Rates of
Pay
2. Definitions
(a) "Department"
means the Department of Education and Training.
(b) "Employee"
means any permanent or temporary printing support officer assigned to work in
the Graphic Arts Section at the TAFE NSW Sydney Institute, and who works 38
hours per week.
(c) "Employer"
means the Division Head of the NSW Department of Education and Training.
(d) "Part
Time Employee" means any permanent or temporary printing support officer
assigned to work at the Graphic Arts Section at the TAFE NSW Sydney Institute,
and who works less than 38 hours per week.
(e) "Printing
Support Officer - Level 1" performs routine maintenance and cleaning of
machines and workshop. Attends to equipment, carries out necessary adjustments,
replaces parts and installs equipment. No formal qualifications required, no
operation of trade equipment.
(f) "Printing
Support Officer - Level 2" operates single purpose machines and equipment.
Attends to equipment, carries out necessary adjustments, replaces parts and
installs equipment. Cleans workshop and equipment. No formal qualifications
required, no operation of trade equipment.
(g) "Printing
Support Officer - Level 3" provides high quality printing, class support
services and advice. Operates, maintains, repairs and installs printing and
related equipment to the level of qualifications, training and skills
possessed. Specialised in at least one area of the printing industry.
Recognises and acts on quality assurance problems. Formal qualifications in the
printing industry or recognised equivalent.
(h) "Printing
Support Officer - Level 4" manages and co-ordinates the printing support
operations within the Graphic Arts Section. Develops, implements and monitors
an ongoing preventative maintenance program for all printing and related
equipment. Prepares printing support staff rosters, checks timebooks, prepares
weekly attendance returns, certifies overtime claims. Formal qualifications in
the printing industry or recognised equivalent with demonstrated management
experience.
(i) Printing
Computer Support Officer provides high quality computing class support services
and advice. Ensures that computer equipment is maintained and operative,
recognises and acts on quality assurance problems. Identifies and responds to
computer related problems and takes necessary action to rectify. Formal
qualifications in the printing industry or recognised equivalent with broad
computer knowledge.
(j) "TAFE"
means the New South Wales Technical and Further Education Commission.
(k) "Union"
means the Australian Manufacturing Workers Union, Printing Division NSW.
3.
Anti-Discrimination
(a) It is the
intention of the parties 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.
(b) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed under clause 13 of 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 shall
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.
(c) 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.
(d) Nothing in
this clause is to be taken to affect:
(i) any conduct
or act which is specifically exempted from anti-discrimination legislation;
(ii) offering or
providing junior rates of pay to persons under 21 years of age;
(iii) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977; and
(iv) a party to
this award from pursuing matters of unlawful discrimination in any state or
federal jurisdiction.
(e) 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.
4. Rates of Pay
(a) The weekly
rates of pay for all printing support officers are set out in Table 1 of Part
B, Monetary Rates.
(b) The maximum
weekly rates of pay for part time employees shall be the hourly equivalent of the
ordinary weekly rate of pay prescribed by subclause (a) of this clause of the
classifications in which the employee is engaged for the actual number of hours
worked.
(c) The weekly
wage rates as set out in Table 1 of Part B, Monetary Rates, shall be adjusted
in line with the Crown Employees Wages Staff (Rates of Pay) Award 2007 or any
variation to, or successor instruments to the said award.
5. Wage Sacrifice for
Superannuation and Wage/Salary Packaging Arrangements
(i) The entitlement to salary package in
accordance with this clause is available to:
(a) permanent full-time and part-time
employees;
(b) temporary employees, subject to the
Department’s convenience; and
(c) casual employees, subject to the
Department’s convenience, and limited to salary sacrifice to superannuation in
accordance with subclause (vii).
(ii) For the purposes of this clause:
(a) "salary" means the salary or
rate of pay prescribed for the employee's classification by clause 4, Rates of
Pay, and Part B of this Award, and any other payment that can be salary
packaged in accordance with Australian taxation law.
(b) "post compulsory deduction
salary" means the amount of salary available to be packaged after payroll
deductions required by legislation or order have been taken into account. Such payroll deductions may include, but are
not limited to, taxes, compulsory superannuation payments, HECS payments, child support payments, and judgment
debtor/garnishee orders.
(iii) By mutual agreement with the employer, an
employee may elect to package a part or all of their post compulsory deduction
salary in order to obtain:
(a) a benefit or benefits selected from
those approved by the employer; and
(b) an amount equal to the difference
between the employee’s salary, and the amount specified by the employer for the
benefit provided to or in respect of the employee in accordance with such
agreement.
(iv) An election to salary package must be
made prior to the commencement of the period of service to which the earnings
relate.
(v) The agreement shall be known as a Salary
Packaging Agreement.
(vi) Except in accordance with subclause
(vii), a Salary Packaging Agreement shall be recorded in writing and shall be
for a period of time as mutually agreed between the employee and the employer
at the time of signing the Salary Packaging Agreement.
(vii) Where an employee makes an election to
sacrifice a part or all of their post compulsory deduction salary as additional
employer superannuation contributions, the employee may elect to have the
amount sacrificed:
(a) paid into the superannuation fund
established under the First State Superannuation Act 1992; or
(b) where the employer is making compulsory
employer superannuation contributions to another complying superannuation fund,
paid into the same complying fund; or
(c) subject to the Department’s agreement,
paid into another complying superannuation fund.
(viii) Where the employee makes an election to
salary sacrifice, the employer shall pay the amount of post compulsory
deduction salary, the subject of election, to the relevant superannuation fund.
(ix) Where the employee makes
an election to salary package and where the employee is a member of a
superannuation scheme established under the:
(a) Police Regulation (Superannuation)
Act 1906;
(b) Superannuation Act 1916;
(c) State Authorities Superannuation Act
1987; or
(d) State Authorities Non-contributory
Superannuation Act 1987,
the
employer must ensure that the employee’s superable salary for the purposes of
the above Acts, as notified to the SAS Trustee Corporation, is calculated as if
the Salary Packaging Agreement had not been entered into.
(x) Where the employee makes an election to
salary package, and where the employee is a member of a superannuation fund
other than a fund established under legislation listed in subclause (ix) of
this clause, the employer must continue to base contributions to that fund on
the salary payable as if the Salary Packaging Agreement had not been entered
into. This clause applies even though
the superannuation contributions made by the employer may be in excess of
superannuation guarantee requirements after the salary packaging is
implemented.
(xi) Where the employee makes
an election to salary package:
(a) subject to Australian Taxation law, the amount
of salary packaged will reduce the salary subject to appropriate PAYG taxation
deductions by the amount packaged; 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 the employee’s rate of pay, shall be calculated
by reference to the rate of pay which would have applied to the employee under
clause 4, Rates of Pay, or Part B of this Award if the Salary Packaging
Agreement had not been entered into.
(xii) The Department may vary the range and type
of benefits available from time to time following discussion with the
union. Such variations shall apply to
any existing or future Salary Packaging Agreement from date of such variation.
(xiii) The Department will determine from time to
time the value of the benefits provided following discussion with the
union. Such variations shall apply to
any existing or future Salary Packaging Agreement from the date of such
variation. In this circumstance, the
employee may elect to terminate the Salary Packaging Agreement.
6. Hours of Work
(a) The ordinary
working hours of employees covered by the award shall be thirty-eight per week.
Such hours shall be worked on a twenty-day four-week cycle, Monday to Friday
inclusive, with nineteen working days of eight hours each with 0.4 of one hour
on each day worked accruing as an entitlement to take up to one day off in each
work cycle paid for as though worked. The day off shall preferably be a Monday
or Friday and may be either a fixed day or a rostered day depending upon the
particular requirements of management. Where special circumstances arise the
day so determined may be altered to some other day to meet the needs of the
establishment.
(b) Part time
employees who work regular hours on a five day basis may, by mutual agreement
between the employee and the Director of Sydney Institute, be entitled to the
benefit of the 38 hour week, 19 day month on a pro rata basis.
(c) Starting and
finishing times for employees covered by this award shall be determined by the
Director of Sydney Institute provided that the earliest starting time shall be
6.15 am and the latest ceasing time shall be 9.00 pm.
(d) In the event
of an employee's ordinary ceasing time being later than 5.30 pm the Director of
Sydney Institute shall give the employee at least 24 hours prior notice of such
later ceasing time. Work performed after 5.30 pm shall attract overtime in
accordance with the provisions of clause 9, Overtime of this award.
(e) An employee
who is required to work on their rostered day off shall be entitled to an
alternative rostered day to be taken within a period of three months.
(f) Rostered days
may be accumulated during semesters and taken in the vacation next occurring.
(g) Where an
employee's rostered day off falls on a public holiday, to which the employee is
normally entitled as a day off without loss of pay, the employee shall within
three months of the date of that public holiday, be given an alternative day in
lieu of the day off which falls on the public holiday.
(h) Each day of
paid, sick or recreation leave taken and any public holidays occurring during
any cycle of four weeks shall be regarded as a day worked for accrual purposes.
(i) An employee
who has not worked, or is not regarded by reason of subclause (e) as having
worked, a complete four-week cycle shall receive pro rata accrued entitlements
for each day worked (or each fraction day worked) or regarded as having been
worked in such cycle payable for the rostered day off or, in the termination of
employment, on termination.
(j) The Director
of Sydney Institute shall give employee’s covered by the terms of this award 48
hours notice of any decision to change a pre-specified rostered day.
(k) Subject to
clause l the Director of Sydney Institute may require an employee to work
reasonable overtime at overtime rates.
(l) An employee
may refuse to work overtime in circumstances where the working of such overtime
would result in the employee working hours which are unreasonable.
(m) For the
purposes of clause l what is unreasonable or otherwise will be determined
having regard to:
(i) any risk to
employee health and safety;
(ii) the
employee's personal circumstances including any family and carer
responsibilities;
(iii) the needs of
the workplace or enterprise;
(iv) the notice (if
any) given by the Director of Sydney Institute of the overtime and by the
employee of his or her intention to refuse it; and
(v) any other
relevant matter.
7. Leave
(a) Annual
Recreation Leave - All employees, other than casual employees, will be entitled
to a minimum of 20 days recreation leave or pro-rata where employed for periods
of less than the equivalent full-time.
(b) Annual Leave
Loading - All employees, other than casual employees, shall be paid a loading
of 17.5 per cent of their salary for each week of the four weeks minimum annual
leave as provided for in subclause (a) of this clause for each 12 months of
service, or pro-rata on the basis of the employees ordinary hours of work.
(c) Sick Leave
(i) All full-time
employees shall be entitled to 15 days per annum with the unused component of
the annual entitlement being fully cumulative.
(ii) All part time
or temporary employees sick leave entitlement shall be in that proportion of 15
days which their appointment bears to the proportion of the year that they
work.
(d) Extended Leave
(i) All printing
support officers shall be entitled to extended leave of 44 working days on full
pay or 88 working days on half pay after completing ten years of service and a
further 11 working days for each completed year of service after ten years.
(e) Family and
Community Services Leave
(i) The Director
of Sydney Institute may grant all printing support officers, family and
community services leave:
(1) for reasons
related to family responsibilities;
(2) for the
performance of community service; or
(3) in cases of
pressing necessity.
(ii) The maximum
amount of family and community service leave on full pay which may be granted
is whichever is the greater of:
(1) Two and one
half working days during the first year of service and five working days in any
period of two years after the first year of service; or
(2) One working
day for each year of service after two years of continuous service, less any
period of family and community service leave already taken.
(iii) The Director
of Sydney Institute may grant employee’s up to a maximum of five days family
and community service leave without pay in any year if the entitlement of paid
family and community service leave has been used. The amount of such leave granted in any one year is to be reduced
by the amount of any paid family and community service leave already taken in
that period.
(iv) Family and
community services leave could be used for the following situations:
(1) the illness of
a relative;
(2) where a child
carer is unable to look after their charge;
(3) to arrange or
attend a funeral of a relative;
(4) adverse
weather conditions which prevent attendance or threaten life or property;
(5) to accompany a
relative to a medical appointment where there is no element of emergency;
(6) parent and
teacher meetings;
(7) education week
activities; and
(8) to care for an
elderly relative.
(v) The Director
of Sydney Institute may also grant family and community service leave for
matter such as:
(1) attending to
accommodation;
(2) citizenship;
(3) motor vehicle
accidents on the way to work;
(4) representing
Australia or the State in amateur sport other than in the Olympic games or the
Commonwealth Games; and
(5) office holders
in local government (other than as Mayor) for attendance at meetings,
conferences or other associated duties.
(vi) Employee’s are
not to be granted family and community service leave for attendance at court to
answer a criminal charge, except with the approval of the Director of Sydney
Institute.
8. Personal/Carer’s
Leave
(a) Use of Sick
Leave
(i) Any employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subclause 8 (iii) (b) below who needs the employee's care and
support shall be entitled to use, in accordance with this subclause, any
current sick leave entitlement or sick leave accrued in the previous three
years, as provided for in clause 7 (c), of this 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.
(ii) The employee
shall, if required, 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.
In normal circumstances, an employee must not take carer’s leave under
this subclause where another person has taken leave to care for the same
person.
(iii) The
entitlement to use sick leave in accordance with this subclause is subject to:
(a) the employee
being responsible for the care of the person concerned; and
(b) the person
concerned being:
(1) a spouse of
the employee; or
(2) a de facto
spouse who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(3) a child or an
adult child (including an adopted child, a stepchild, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(4) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(5) a relative of
the employee who is a member of the same household where, for the purposes of
this section:
(i) "relative"
means a person related by blood, marriage or affinity;
(ii) "affinity"
means a relationship that one spouse, because of marriage, has to blood
relatives of the other; and
(iii) "household"
means a family group living in the same domestic dwelling.
(iv) An employee
shall, wherever practicable, give the employer notice, prior to the absence, of
the intention to take leave, the name of the person requiring care and that
person's relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it
is not practicable for the employee to give notice of absence, the employee
shall notify the employer by telephone of such absence at the first opportunity
on the day of absence.
(iv) Subject to the
evidentiary and notice requirements in 8 (a) (ii) and 8 (a) (iii) (5) (iv),
casual employees are entitled to not be available to attend work, or to leave
work if they need to care for a person prescribed in subclause 8 (a) (iii) of
8. Personal/Carer’s Leave who is sick and requires care and support, or who
requires care due to an unexpected emergency, or the birth of a child.
(v) The employer
and the employee shall agree on the period for which the employee will not be
entitled to be available to attend work.
In the absence of agreement, the employee is entitled to not be
available for up to 48 hours (i.e. two days) per occasion. The casual employee is not entitled to any
payment for the period of non attendance.
(vi) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause.
The rights of an employer to engage or not engage a casual employee are
otherwise not affected.
(b) Unpaid Leave
for Family Purpose
(i) An employee
may elect, with the consent of the employer to take unpaid leave or the purpose
of providing care and support to a member of a class of person set out in
section (b) of subparagraph (iii) of subclause (a) above, who is ill.
(c) Use of Annual (Recreation) Leave
(i) An employee may elect with the
employer’s agreement to take annual leave not exceeding tend days in single day
periods, or part thereof, in any calendar year at a time or times agreed by the
parties to care for a person prescribed in subclause 8 (a) (iii) of 18,
Personal/Carer’s Leave who is sick and requires care and support, or who
requires care due to an unexpected emergency, or the birth of a child.
(ii) An employee may elect with the
employer’s agreement to take annual leave at any time within a period of 24
months from the date at which it falls due.
(iii) Access to annual leave, as prescribed in
paragraph (i) of this subclause, shall be exclusive of any shutdown period
provided for elsewhere under this award.
(d) Time Off in
Lieu of Payment for Overtime
(i) An employee
may elect, with the consent of the Director of Sydney Institute, 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.
(ii) 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.
(iii) If, having
elected to take time as leave in accordance with clause 8 (d) (i) above, 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.
(iv) Where no
election is made in accordance with clause 8 (d) (i) above, the employee shall
be paid overtime rates in accordance with this award.
(e) Make - Up time
(i) To care for
an ill family member, an employee may, with the employers consent, elect to
work make-up time. This means the employee takes time off during ordinary hours
and works those hours at a later time, but during the spread of ordinary hours
and at the ordinary rate of pay.
(f) Rostered Days
Off
(i) An employee
may elect, with the consent of the employer, to take an accrued rostered day
off for personal/carers leave purposes at any time.
(ii) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(g) Bereavement
Leave
(i) An employee
other than a casual employee shall be entitled up to two days bereavement leave
without deduction of pay on each occasion of the death of a person prescribed
for the purposes of Personal Carer's Leave in subclause 8 (a) (iii) (b).
(ii) The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will, if required by the employer, provide to the
satisfaction of the employer proof of death.
(iii) Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of Personal/Carer's Leave in subclause 8 (a) (iii)
(b), provided that for the purpose of bereavement leave, the employee need not
have been responsible for the care of the person concerned.
(iv) An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
(v) Bereavement
leave may be taken in conjunction with other leave available under subclauses
(a), (b), (c), (d), (e) and (f) of this clause. In determining such a request the employer will give
consideration to the circumstances of the employee and the reasonable
operational requirements of the business.
9. Overtime
(a) For all work
required to be performed in excess of 8 hours on any one day the rates of pay
shall be time and a half for the first two hours and double time thereafter.
(b) An employee
who works so much overtime between the termination of ordinary work on one day
and the commencement of ordinary work on the next day without having had ten
consecutive hours off duty shall be paid at double rates until released from
duty for such period and shall be entitled to be absent until the employee has
had ten consecutive hours off duty without loss of pay for ordinary working
time occurring during such absence.
10. Duties of
Employees
(a) The employer,
their 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 de-skilling.
(b) The employer,
their delegate, nominee or representative may direct an employee to carry out
such duties and use such tools, materials and equipment as may be required
provided that the employee has been properly trained in the use of such tools,
materials and equipment.
(c) Any directions
issued by the employer, their delegate, nominee or representative pursuant to
sub-clauses (a) and (b) shall be consistent with the employer’s responsibility
to provide a safe and healthy working environment.
11. Training
(a) If management
perceives that there is a need for Printing Support Officers to increase their
skills the appropriate training will be provided.
12. Redundancy
The Department's Procedures for Managing Potentially
Displaced, Displaced and Excess Permanent Employees and Displaced Long Term
Temporary Employees, as varied from time to time, shall apply to persons
employed under this award.
13. Dispute
Resolution Procedure
(a) Subject to the
provisions of the Industrial Relations Act 1996, the following
procedures shall apply:
(i) Should any
dispute (including a question or difficulty) arise as to matters occurring in a
particular workplace, then the employee and or the Union workplace
representative shall raise the matter with the appropriate supervisor as soon
as practicable.
(ii) The
appropriate supervisor shall discuss the matter with the employee and or the
Union workplace representative within two working days with a view to resolving
the matter or by negotiating an agreed method and time frame for proceeding.
(iii) Should the
above procedure be unsuccessful in producing resolution of the dispute or
should the matter be of a nature which involves multiple workplaces, then the
employee and or the Union may raise the matter with an appropriate officer of
the Department or TAFE NSW Sydney Institute with a view to resolving the
dispute, or by negotiating an agreed method and time frame for proceeding.
(iv) Where the
procedures in paragraph (iii) do not lead to resolution of the dispute, the
matter shall be referred to the Deputy Director General, Workforce Management
and Systems Improvement of the Department and the General Secretary of the
Union. They or their nominees shall
discuss the dispute with a view to resolving the matter or by negotiating an
agreed method and time frame for proceeding.
(b) Should the
above procedures not lead to a resolution, then either party may make
application to the Industrial Relations Commission of New South Wales.
14. Deduction of
Union Membership Fees
(i) The union
shall provide the employer with a schedule setting out union fortnightly
membership fees payable by members of the union in accordance with the union's
rules.
(ii) The union
shall advise the employer of any change to the amount of fortnightly membership
fees made under its rules. Any
variation to the schedule of union 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 union's 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 union together
with all necessary information to enable the union to reconcile and credit
subscriptions to employees' union membership accounts.
(v) Unless other
arrangements are agreed to by the employer and the union, all union membership
fees shall be deducted on a fortnightly basis.
(vi) Where an
employee has already authorised the deduction of union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
15. Area, Incidence
and Duration
15.1 This award
shall apply to all printing support officers assigned to work in the Graphic
Arts Section of the TAFE NSW Sydney Institute. This award is made following a
review under section 19 of the Industrial Relations Act 1996 and
rescinds and replaces the New South Wales TAFE Commission (Graphic Arts
Section, Sydney Institute of Technology) Wages and Conditions Award published
on 11 March 2005 (349 I.G. 82), as varied.
15.2 The changes
made to the award pursuant to the Award Review pursuant to section 19(6) of the
Industrial Relations Act 1996 and Principle 26 of the Principles for
Review of Awards made by the Industrial Relations Commission of New South Wales
on 28 April 1999 (310 I.G. 359) take effect on and from 7 December 2007.
This award remains in force until varied or rescinded,
the period for which it was made already having expired.
15.3 To the extent
that this award replaces, deals with the same subject matter or modifies
policy, the provisions of this award will prevail.
PART B
MONETARY RATES
Table 1 - Weekly
Rates of Pay
Clause 4 - Rates of Pay
|
|
From 1.7.07
|
|
|
$
|
Printing Support Officer
|
Level 1
|
|
862.30
|
Level 2
|
|
935.70
|
Level 3
|
|
1,166.90
|
Level 4
|
|
1,312.90
|
Printing Computer Support Officer
|
|
1,166.90
|
I. TABBAA, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.