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New South Wales Industrial Relations Commission
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Crown Employees (General Staff - Salaries) Award 2007
  
Date10/21/2016
Volume380
Part3
Page No.1003
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C8594
CategoryAward
Award Code 1721  
Date Posted10/19/2016

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(1721)

SERIAL C8594

 

Crown Employees (General Staff - Salaries) Award 2007

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(Case No. 2016/00005787)

 

Before Commissioner Stanton

2 August 2016

 

REVIEWED AWARD

 

1.  Arrangement

 

PART A

 

Clause No.         Subject Matter

 

1.         Arrangement

2.         Definitions

3.         Salaries

4.         Hours of Work

5.         Transition Arrangements

6.         Grievance and Dispute Settling Procedure

7.         Anti-Discrimination

8.         Salary Sacrifice to Superannuation

9.         Deduction of Union Membership Fees

10.       Area, Incidence and Duration

 

PART B

 

MONETARY RATES

 

Schedule A - Classifications and Rates of Pay

 

2.  Definitions

 

In this award:

 

(i)         "2016 Award" means the Crown Employees (Public Sector - Salaries 2016) Award .

 

(ii)        "Employee" means and includes any person appointed to or performing the duties of any of the roles covered by this award.

 

(iii)       "Union" means the Public Service Association and Professional Officers' Association Amalgamated Union of New South Wales.

 

(iv)       "TAFE" means the Technical and Further Education Commission of New South Wales.

 

3.  Salaries

 

(i)         Salaries for classifications covered by this Award are adjusted by the Crown Employees (Public Sector – Salaries 2016) Award (or its replacement) and are found in the salary tables attached to that award.

 

(ii)        The salaries payable are prescribed in the said Part B.

 

4.  Hours of Work

 

Employees covered by this award will continue to maintain the existing arrangements regarding hours of work allocated to their classification as determined in their organisation as at the making of this award.

 

5.  Transition Arrangements

 

In relation to the classification of Photographer Grade 3 as set out in Schedule A - Classifications and Rates of Pay, of Part B, Monetary Rates, the following transitional arrangements shall apply in relation to existing staff employed within the Arts portfolio as at the making of this award:

 

Employees currently employed at the maximum rate as a Photographer Grade 2 within the Arts portfolio shall be progressed to the first year rate of Photographer Grade 3 based on their organisation’s assessment as to whether all the following criteria apply:

 

(i)         the employee being at the Photographer Grade 2 level for at least 12 months;

 

(ii)        work being available (encompassing the criteria for appointment that attaches to the Grade 3 level as set out in Schedule A), and the existence of a Photographer Grade 3 position within the organisation;

 

(iii)       successful completion of a relevant certificate or degree and/or significant equivalent experience;

 

(iv)       the employee having used both traditional and digital equipment in their work; and

 

(v)        the conduct and services of the employee being of a satisfactory standard.

 

These transitional arrangements will apply in relation to existing employees moving from Grade 2 to Grade 3 Photographer.  All future appointments as a Photographer Grade 3 will be based on normal merit selection requirements and the availability of a position at the Grade 3 level.

 

6.  Grievance and Dispute Settling Procedure

 

(i)         All grievances and dispute resolution relating to the provisions of this award shall initially be dealt with as close to the source as possible, with graduated steps for further attempts at resolution at higher levels of authority within the appropriate department/institute, if required.

 

(ii)        An employee is required to notify in writing their immediate manager as to the substance of the grievance, dispute or difficulty, request a meeting to discuss the matter and, if possible, state the remedy sought.

 

(iii)       Where the grievance or dispute involves confidential or other sensitive material (including issues of harassment or discrimination under the Anti Discrimination Act, 1977) that makes it impractical for the officer to advise their immediate manager the notification may occur to the next appropriate level of management, including where required, to the Agency  Head or delegate.

 

(iv)       The immediate manager, or other appropriate officer, shall convene a meeting in order to resolve the grievance, dispute or difficulty within two (2) working days, or as soon as practicable, of the matter being brought to attention.

 

(v)        If the matter remains unresolved with the immediate manager, the employee may request to meet the appropriate person at the next level of management in order to resolve the matter.  This manager shall respond within two working days, or as soon as practicable.  This sequence of reference to successive levels of management may be pursued by the employee until the matter is referred to the Agency   Head/Managing Director, TAFE.

 

(vi)       The Agency Head/Managing Director, TAFE may refer the matter to the Industrial Relations Secretary  for consideration.

 

(vii)      If the matter remains unresolved, the Agency Head/Managing Director, TAFE shall provide a written response to the employee and any other party involved in the grievance, dispute or difficulty, concerning action to be taken, or the reason for not taking any action, in relation to the matter.

 

(viii)     An employee, at any stage, may request to be represented by their union.

 

(ix)       the employee or the Union on their behalf, or the Agency Head/Managing Director, TAFE may refer the matter to the Industrial Relations Commission of New South Wales if the matter is unresolved following the use of these procedures.

 

(x)        The employee, union, agency, and Industrial Relations Secretary  and/or institute and TAFE shall agree to be bound by any order or determination by the Industrial Relations Commission of New South Wales in relation to the dispute.

 

(xi)       Whilst the procedures outlined in subclauses (i) to (ix) 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.  In a case involving work health and safety, if practicable, normal work shall proceed in a manner that avoids any risk to the health and safety of any employee or member of the public.

 

7.  Anti-Discrimination

 

(i)         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.

 

(ii)        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 discriminatory effect.

 

(iii)       Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

(iv)       Nothing in this clause is to be taken to affect:

 

(a)        any conduct or act which is specifically 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.

 

(v)        This clause does not create legal rights or obligations in addition to those imposed upon the parties by the legislation referred to in this clause.

 

NOTES

 

(i)         Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(ii)        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."

 

8.  Salary Sacrifice to Superannuation

 

An employee may elect, subject to the agreement of the agency, to enter into a Salary Packaging Arrangement in accordance with the provisions of Clause 5 of the Crown Employees (Public Sector - Salaries 2016) Award or any variation or replacement Award.

 

9.  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 subclauses (i) and (ii) of this clause, 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 employee's 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.

 

10.  Area, Incidence and Duration

 

(i)         This award shall apply to employees employed in the classifications set out in Schedule A - Classifications and Rates of Pay, of Part B, Monetary Rates.  The salary rates in the said Schedule A are set in accordance with the 2007 Award and any variation or replacement award.

 

(ii)        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 2 August 2016

 

The award remains in force until varied or rescinded, the period for which it was made having already expired.

 

PART B

 

MONETARY RATES

 

Schedule A - Classifications and Rates of Pay - General Staff

 

Salaries for classifications covered by this Award are adjusted by the Crown Employees (Public Sector – Salaries 2016) Award (or its replacement) and are found in the salary tables attached to that award.

 

 

Common

1.7.15

Classification and Grades

Salary

Per annum

 

Point

2.5%

 

 

$

Community Liaison Officer/Aboriginal

57

66,591

Community Liaison Officer, Department

 

 

of Education and Training (DET)

 

 

Farm Foreman, DET

 

 

Grade A

 

 

1st year

39

56,548

2nd year

41

57,656

3rd year

43

58,684

Grade B

 

 

1st year

45

59,695

2nd year

47

60,785

3rd year

51

63,008

House Officer, DET

 

 

1st year

34

53,992

2nd year

36

54,983

3rd year

39

56,548

Maintenance Officer, DET

 

 

1st year

24

49,521

2nd - 7th year

25

49,929

8th year

26

50,334

Photographic Assistant, DET

 

 

1st year

22

47,940

2nd year

23

49,039

3rd year

25

49,929

4th year

26

50,334

Matrons and Sub-Matrons, DET

 

 

Matron

 

 

1st year

45

59,695

Thereafter

46

60,154

Sub-Matron

 

 

1st year

39

56,548

Thereafter

40

57,015

Storeman/Attendant, Hurlstone/Yanco

 

 

Agricultural High School, DET

 

 

1st year

17

45,800

2nd year

18

46,251

3rd year and 4th year

20

47,049

5th year

22

47,940

Technical Assistant (Art, Ceramics, TV

 

 

Studio)

 

 

Years 1 - 3

32

53,060

Years 4 - 6

34

53,992

Year 7

35

54,429

Assistant, Dept of Infrastructure Planning

 

 

and Natural Resources (DIPNR)

 

 

Junior - under 17 (50% of Grade 1, Yr 1)

 

23,125

Aged 17 (60% of Grade 1, Yr 1)

 

27,750

Aged 18 (70% of Grade 1, Yr 1)

 

32,375

Aged 19 (80% of Grade 1, Yr 1)

 

37,000

Aged 20 (90% of Grade 1, Yr)

 

41,626

Grade 1

 

 

1st year

18

46,251

2nd year

22

47,940

3rd year

25

49,929

4th year

29

51,694

5th year

32

53,060

Grade 2

 

 

1st year

34

53,992

2nd year

36

54,983

3rd year

37

55,509

4th year

39

56,548

Grade 3

 

 

1st year

46

60,154

2nd year

52

63,649

Field Services Staff, DIPNR

 

 

Field Supervisor

 

 

1st year

48

61,290

2nd year

51

63,008

3rd year

53

64,193

4th year

55

65,396

5th year

58

67,248

Field Service Manager, Years 1-3 only

 

 

Other locations (not specified)

 

 

1st year

66

72,890

2nd year

67

73,635

3rd year

69

75,025

Specific locations Years 1-4 (Bathurst,

 

 

Cooma, Glennies Creek, Gosford,

 

 

Goulburn, Henty, Inverell, Lithgow,

 

 

Manilla (f.s.), Moss Vale, Nowra,

 

 

Newcastle, Parkes, Cowra RC, Parramatta,

 

 

Penrith, Scone, Singleton, Wellington,

 

 

Braidwood (cons.), Murwillumbah, Coffs

 

 

Harbour, Kempsey, Grafton, Queanbeyan,

 

 

Gunnedah RC.

 

 

4th year

75

79,384

Regional Field Services Manager

83

85,928

Overseers, DIPNR

 

 

Grade 1 (ex Dept of Water Resources only)

60

68,582

Grade II

61

69,276

Grade III

65

72,039

Grade IV

73

77,973

Grade V

77

80,945

Plant Managers, DIPNR

 

 

Grade 1 (Workshop Supervisors, Goulburn,

65

72,039

Inverell, Scone & Wagga Wagga)

 

 

Grade 2 (Workshop Manager, Wellington &

 

 

Fleet Managers, Tamworth & Wagga Wagga)

 

 

Year 1

69

75,025

Year 2

70

75,766

Assistant Education Officers,

43

58,684

Powerhouse Museum

47

60,785

House Officer, Powerhouse Museum

43

58,684

 

44

59,120

Museum Officer, Powerhouse Museum

18

46,251

 

19

46,654

 

20

47,049

 

21

47,497

 

23

49,039

Photographer - Grade 1 - Years 1-3

 

 

(various agencies)

 

 

1st year

39

56,548

2nd year

41

57,656

3rd year

43

58,684

Grade 2*

 

 

1st year

49

61,921

2nd year

51

63,008

*Progression from Photographer Grade 1 to

 

 

Photographer Grade 2 (see Sch A of award)

 

 

Photographers Grade 3** Years 1-3

 

 

1st year

63

70,751

2nd year

65

72,039

3rd year

69

75,025

**Grade 3 requirements in  Sch A of award

 

 

Photographic Assistant

22

47,940

 

23

49,039

 

25

49,929

 

26

50,334

Preparator - Grade 1, Powerhouse

45

59,695

Museum Years 1-3

48

61,290

 

51

63,008

Grade II - Years 1-2

55

65,396

 

59

67,951

Senior Preparator, Powerhouse Museum

63

70,751

 

65

72,039

 

 

 

Stores Officer, Powerhouse Museum

 

52,551

Grade 1

31

53,490

 

33

53,992

Grade 2

34

54,429

 

35

54,983

Grade 3

36

55,509

 

37

56,548

Grade 4

39

57,656

 

41

60,785

Transport Officer, Powerhouse Museum

47

61,921

 

49

52,551

Field Assistant, Dept of Mineral Resources

 

 

Year 1

26

50,334

Year 2

28

51,168

Year 3

31

52,551

Year 4

32

53,060

Year 5

34

53,992

Regional Mining Officer, Dept of Mineral

58

67,248

Resources

61

69,276

 

64

71,438

 

67

73,635

Regional Mining Officer, Lightning Ridge,

75

79,384

Dept of Mineral Resources

79

82,542

 

82

85,098

 

85

87,591

Craftsman/Framer, Art Gallery

32

53,060

Gallery Services Officer, Art Gallery

18

46,251

 

20

47,049

Supervisor, Gallery Services Officers

23

49,039

Art Gallery -

 

 

Senior Gallery Services Officer

43

58,684

 

45

59,695

 

47

60,785

 

49

61,921

Installation Officer, Art Gallery

26

50,334

 

29

51,694

 

32

53,060

Senior Installation Officer, Art Gallery

32

53,060

 

35

54,429

Display Technician, Art Gallery

 

 

Grade 1

45

59,695

 

48

61,290

 

51

63,008

Grade 2

55

65,396

 

59

67,951

Senior Display Technician

63

70,751

 

65

72,039

Bar Manager, Police Academy

34

53,992

Building Manager, NSW Police

60

68,582

 

61

69,276

 

63

70,751

Driving Instructor, NSW Police College

68

74,174

 

69

75,025

 

72

77,174

General Assistant, NSW Police College

19

46,654

 

20

47,049

 

22

47,940

 

23

49,039

 

25

49,929

Groom, Mounted Police

16

44,675

 

18

46,251

Maintenance Attendant, Goulburn Police

 

 

College

22

47,940

 

 

 

Senior Basement Attendant, Police

Headquarters

 

29

31

32

34

 

51,694

52,551

53,060

53,992

Storeman/Attendant, Police Headquarters

17

45,800

Uniform Fitter and Advisory Officer,

37

55,509

NSW Police

 

 

Police Armourer

 

 

Year 1

51

63,008

Year 2

55

65,396

Year 3

58

67,248

Year 4

59

67,951

General Assistant, State Library

23

49,039

Photographic Operator, State Library

23

49,039

 

26

50,334

Museum Assistant, Historic Houses Trust

 

 

Grade 1 Years 1 to 4

20

47,049

 

21

47,497

 

25

49,929

 

27

50,739

Grade 2, Years 1 to 5

30

52,136

 

31

52,551

 

34

53,992

 

35

54,429

 

36

54,983

Museum Guide, Historic Houses Trust

Years 1 to 6

28

51,168

30

52,136

32

53,060

34

53,992

36

54,983

39

56,548

Chief Guide, Historic Houses Trust

48

61,290

 

51

63,008

Entrance Attendant, Royal Botanic Gardens

30

52,136

Herbarium Assistants, Royal Botanic Gardens

 

 

Grade 1

18

46,251

 

22

47,940

 

25

49,929

 

29

51,694

 

32

53,060

Grade 2

34

53,992

 

36

54,983

 

37

55,509

 

39

56,548

Centre Supervisor, State Sports Centre

37 (+10% all

55,509

 

purpose allow.)

 

Centre Supervisor, State Sports Centre

40

57,015

Events Technical Officer, State Sports Centre

58

67,248

Maintenance Officer, State Sports Centre

55

65,396

Facilities Manager, State Sports Centre

111

113,324

Assistant Facilities Manager, State Sports Centre

67

73,635

General Assistant, WorkCover

 

19

20

22

23

25

46,654

47,049

47,940

49,039

49,929

Day Attendant, Australian Museum

18

46,251

 

19

46,654

 

20

47,049

 

21

47,497

 

23

49,039

Preparator, Australian Museum

 

 

Assistant Preparator (55)

29

51,694

 

34

53,992

 

39

56,548

 

43

58,684

Cadet Preparator (56)

21

47,497

 

25

49,929

Chief Preparator

82

85,098

 

84

86,684

Preparator (57) Grade I

46

60,154

 

49

61,921

 

52

63,649

Grade II

56

66,009

 

60

68,582

Senior Preparator

63

70,751

 

65

72,039

Cleaner/Messenger/Courtkeeper,

30

52,136

Sheriff’s Office, Attorney-General’s Dept

 

 

Courtkeeper and Cleaner, Darlinghurst,

27

50,739

Attorney-General’s Dept

 

 

Courtkeeper/Cleaner and Messenger,

25

49,929

Bathurst, Attorney-General’s Dept

 

 

Courtkeeper/Cleaner and Messenger,

25

49,929

Queanbeyan (Local Court), Attorney-

 

 

General’s Dept

 

 

Security Attendant, Attorney-General’s

17

45,800

Dept (formerly Assistant Service Officer)

18

46,251

 

20

47,049

 

22

47,940

Basement Attendant, Attorney-General’s

23

49,039

Dept (formerly Assistant Service Officer)

 

 

Property Inspector, Public Trust Office

64

71,438

 

67

73,635

 

69

75,025

 

73

77,973

 

 

 

J. D. STANTON, Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

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