Crown Employees (NSW Police Force (Nurses')) Award
2015
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by New South Wales Nurses and Midwives' Association, Industrial Organisation of Employees.
(No. IRC 402 of 2015)
Before Commissioner Tabbaa
|
30 June 2015
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject
Matter
1. Arrangement
2. Definitions
3. Rates of
Pay
4. Salary
Packaging Arrangements, including Salary Sacrifice to Superannuation
5. Hours of
Work
6. Overtime
7. Travelling
Time
8. Leave in
lieu of overtime
9. Part-Time
Employment
10. Casual
Employment
11. Public
Holidays
12. Annual
Leave
13. Leave
Generally
14. Introduction
of New Technology
15. Productivity
Measures
16. Clothing Allowance
17. Disputes/Grievance
Settlement Procedures
18. Anti-Discrimination
19. Other
Conditions of Employment
20. No Extra
Claims
21. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Table 2 - Allowances
2. Definitions
"Officer" means and includes all persons employed
by the NSW Police Force who as of 2 June 1998 were occupying a position of
nurse or who after that date were appointed to such a position.
"Clinical Nurse Consultant" means a registered
nurse appointed as such to a position approved by the Commissioner of Police
and who has had at least 5 years post-basic registration experience and who
has, in addition, approved post-basic nursing qualifications relevant to the
field in which they are appointed, or such other qualifications or experience
deemed appropriate by the Commissioner.
"Clinical Nurse Specialist" means: a registered
nurse with specific post-basic qualifications and twelve months experience
working in the clinical area of the nurses specified post-basic qualification;
or
A minimum of four years post-basic
registration experience, including three years experience
in the relevant specialist field.
"Commissioner" means the Commissioner of Police in
New South Wales or any person acting in such position from time to time.
"Nurse" when used in the appropriate context may
refer to all classifications of nurses and includes registered nurse, Clinical
Nurse Consultant and Clinical Nurse Specialist.
"Association" means the New South Wales Nurses and
Midwives’ Association.
"Service" for the purpose of salaries as set out
in Table 1 - Salaries, of Part B, Monetary Rates, means service before or after
the commencement of this award in New South Wales or elsewhere as a registered
nurse.
Service deemed to be registered nurse service shall be as
set out in Clause 3 Definitions in the Public Health System Nurses’ &
Midwives’ (State) Award made on 5 December 2005 as varied.
"Team Leader" shall mean a registered nurse
appointed as such for a nominated period as specified by the employer. Only one
registered nurse shall be so appointed at any one location at any one time.
Team leaders shall carry out such supervisory and resource management duties as
are reasonably required and shall receive an allowance as set out in Item 1 of
Table 2 - Allowances, of Part B.
3. Rates of Pay
Subject to their classification nurses shall be paid per
week not less than the amounts prescribed in Table 1 - Salaries, of Part B,
Monetary Rates.
4. Salary
Packaging Arrangements, Including Salary Sacrifice to Superannuation
(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 NSW Police Force’s
convenience; and
(c) casual employees, subject to the NSW Police Force’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 3, Rates of Pay and Part B to 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 judgement debtor/garnishee orders.
(iii) By mutual
agreement with the Commissioner, 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
Commissioner; and
(b) an amount
equal to the difference between the employee’s salary, and the amount specified
by the Commissioner 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 Commissioner at the time of signing the Salary
Packaging Agreement.
(vii) When 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 or agency's agreement, paid into
another complying superannuation fund.
(viii) Where the
employee makes an election to salary sacrifice, the NSW Police Force 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 NSW Police Force 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 NSW Police Force 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 NSW Police Force may be in excess
of superannuation guarantee requirements after the wage 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 3, Rates of Pay and Part
B, to this Award if the Salary Packaging Agreement had not been entered into.
(xii) The
Commissioner may vary the range and type of benefits available from time to
time following discussion with the Association.
Such variations shall apply to any existing or future Salary Packaging
Agreement from date of such variation.
(xiii) The
Commissioner will determine from time to time the value of the benefits
provided following discussion with the Association. 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 Wage Packaging Agreement.
5. Hours of Work
5.1 The ordinary
hours of work shall be as follows:
a. For nurses
employed after 1 July 1996 the ordinary hours shall be 152 hours per 28 days to
be worked on a maximum of 19 days in any such period.
b. For nurses
employed as at 1 July 1996 the ordinary hours shall, by historical concession
of the employer, continue to be 140 hours per 28 days.
5.2 Ordinary hours
shall be worked between the hours of 8.00 am and 6.30 pm, Monday to Sunday
inclusive, and shall not exceed 10 hours on any one shift.
5.3 Except by mutual
agreement an employee shall not work more than 7 consecutive shifts,
and days off shall consist of two or more consecutive days.
5.4 Employees
required to work on a Saturday or Sunday shall be paid
the following percentages in addition to the ordinary rate for such shift:
Saturday 50%
Sunday 75%
5.5 Ordinary hours
rostered on a Saturday or Sunday shall be for a minimum shift length of 6
hours.
5.6 A nurse
attending a country police centre may, due to the police rostering
arrangements, be required to commence ordinary hours of work at a time before
8.00am but not before 6.00am, provided that the nurse does not have to travel
to the centre on that day before commencing duty.
5.7 A nurse shall
not be required to work for more than 5 hours without a meal
break of not less than 30 minutes and not more than 60 minutes. Any time
approved to be worked during such break shall count as working time and, unless
the employee is permitted to finish duty early on the same shift, then such
time shall be paid for at overtime rates.
5.8 Where a nurse
is required to remain on call for duty during a meal break, the nurse shall be
paid an allowance as set out in Item 2 of Table 2 - Allowances, of Part B,
Monetary Rates.
6. Overtime
6.1 Subject to 6.2
an employer may require an employee to work reasonable overtime at overtime
rates.
6.2 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. What is
unreasonable or otherwise will be determined having regard
to:
a. any
risk to employee health and safety;
b. the
employee’s personal circumstances including any family and carer
responsibilities;
c. the
needs of the workplace or enterprise;
d. the
notice (if any) given by the employer of the overtime and by the employee of
his or her intention to refuse it; and
e. any
other relevant matter.
Except as provided for in Clause 6.4 of this clause:
6.3 All time approved to be worked in excess of the rostered
daily hours of work shall be overtime and be paid for at time and a half for
the first two hours and double time thereafter. Provided that overtime worked
on Sundays shall be paid for at the rate of double time and on a public holiday
at the rate of double time and a half. Each shift shall stand alone.
6.4 For officers
whose ordinary hours of work are prescribed by paragraph (b) of subclause 5.1
of Clause 5, Hours of Work, overtime does not become payable until the officer
works in excess of 152 hours in any 28 day roster period.
Notwithstanding that, such officers shall normally be
rostered on the basis of an average of 35 hours per week (140 hours each 28-day
roster period), and shall only be required to work in excess of those hours in
situations of an emergent nature or otherwise unavoidable circumstances.
7. Travelling
Time
The parties agree that any travelling or waiting time
properly and necessarily incurred by officers in the performance of their duty,
in accordance with the provisions of the Crown Employees (NSW Police
Administrative Officers and Temporary Employees Conditions of Employment) Award
2009, shall be compensated by time off in lieu.
Travelling time and waiting time shall not accrue to
officers employed in accordance with paragraph (b) of subclause 5.1 of Clause
5, Hours of Work, until the officer has worked, travelled or waited (in
accordance with the provisions of Clause 29, Excess Travelling Time, and Clause
30, Waiting Time, of the Crown Employees (NSW Police Administrative Officers and
Temporary Employees Conditions of Employment) Award 2009, in excess of 152 hours in any 28-day
roster period.
8. Leave in Lieu
of Overtime
An officer who, with the approval of the NSW Police Force,
works overtime may elect to take leave in lieu of payment for all or part of
the entitlement in respect of the time
so worked. Such leave in lieu shall accrue at the rates specified for overtime.
Provided that:
a. Where the
officer elects to receive leave in lieu of payment such leave in lieu shall be
taken at a time mutually agreed between the officer and the NSW Police Force.
b. Such leave in
lieu shall be taken in multiples of a quarter day only.
c. Subject to
the convenience of NSW Police Force leave in lieu shall be taken within 3 months
of the date of accrual, except in the case of leave in lieu in respect of work
performed on a public holiday, in which case an officer may elect to have such
leave in lieu added to annual leave.
d. An officer
shall be entitled to payment for the balance of any overtime entitlement not
taken as leave in lieu.
9. Part-Time
Employment
9.1 A part-time
officer is one who is engaged to work a specified number of hours which are
less than those prescribed for a full-time officer.
9.2 A part-time
officer shall be paid an hourly rate calculated on the basis of one
thirty-eighth of the appropriate rate prescribed in Table 1 - Salaries, of Part
B, Monetary Rates, and one thirty-eighth of the amount as set out in Item 3 of
Table 2 - Allowances, of the said Part B.
9.3 Annual leave
and sick leave entitlements shall be calculated on a pro-rata basis of the
average weekly ordinary hours worked over the 12 months qualifying period.
9.4 Overtime shall
apply only to hours approved to be worked in excess of the ordinary full-time
hours for full-time officers in that section on any one day and to all hours
approved to be worked in excess of 38 hours in any one week.
9.5 Officers
engaged under this clause shall be entitled to all other benefits of this award
in the same proportion as their ordinary hours of work bear to full-time hours.
10. Casual
Employment
10.1 The parties
agree that officers may be employed on a casual basis to suit the needs of the
NSW Police Force.
10.2 The hourly rate
for a casual officer shall be calculated on the following basis:
appropriate weekly
rate
|
+ 10%
|
38
|
|
10.3 A casual officer
shall in addition be paid a loading of 1/12th for all ordinary hours worked in
lieu of annual leave.
10.4 A minimum payment
of 3 hours shall be made for each engagement.
10.5 A casual officer
shall be paid for all hours worked and consistent with the provisions of
subclause 10.3 of this clause, shall not accrue an entitlement to annual leave.
10.6 Casual officers shall
be entitled to pro rata payment, based on the hours worked, of the clothing
allowance as set out in Item 3 of Table 2 - Allowances, of Part B, Monetary
Rates.
10.7 Casual officers
are entitled to unpaid parental leave under Chapter 2, Part 4, Division 1,
section 54, Entitlement to Unpaid Parental Leave, in accordance with the
Industrial Relations Act 1996. The following provisions shall also apply in
addition to those set out in the Industrial Relations Act 1996 (NSW).
The Commissioner must not fail to re-engage a regular
casual officer (see section 53(2) of the Act) because:
(a) the officer or officer's spouse is pregnant; or
(b) the officer is or has been immediately absent on parental
leave.
The rights of the Commissioner in relation to engagement
and re-engagement of casual officers are not affected, other than in accordance
with this clause.
10.8 Personal Carers
entitlement for casual officers
(a) Casual
officers 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 the evidentiary requirements set out
below in (d), and the notice requirements set out in (e).
(b) The
Commissioner and the casual officer shall agree on the period for which the
officer will be entitled to not be available to attend work. In the absence of
agreement, the officer is entitled to not be available to attend work for up to
48 hours (i.e. two days) per occasion. The casual officer is not entitled to
any payment for the period of non-attendance.
(c) The
Commissioner must not fail to re-engage a casual officer because the officer
accessed the entitlements provided for in this clause. The rights of the
Commissioner to engage or not to engage a casual officer are otherwise not
affected.
(d) The casual
officer shall, if required,
(i) 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
(ii) establish by production of documentation acceptable to the
Commissioner or a statutory declaration, the nature of the emergency and that
such emergency resulted in the person concerned requiring care by the officer.
In normal circumstances, a casual officer must not take
carer's leave under this subclause where another person had taken leave to care
for the same person.
10.9 Bereavement entitlements
for casual officer
(a) Casual
officers 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.
(b) The
Commissioner and the casual officer shall agree on the period for which the
officer will be entitled to not be available to attend work. In the absence of
agreement, the officer is entitled to not be available to attend work for up to
48 hours (i.e. two days) per occasion. The casual officer is not entitled to
any payment for the period of non-attendance.
(c) The
Commissioner must not fail to re-engage a casual officer because the officer
accessed the entitlements provided for in this clause. The rights of the
Commissioner to engage or not to engage a casual officer are otherwise not
affected.
11. Public
Holidays
Public holidays shall be allowed to full-time officers on
full pay and to part-time officers on full pay (i.e., their normal rate of pay
for each day) if normally rostered on duty on such day. An employee who is
required to and does work ordinary hours on a public holiday shall be paid for
the time actually worked at the rate of time and one-half in addition to the
officers ordinary salary rate.
Such payment shall be in lieu of any additional rate for
shift work or weekend work which would otherwise be payable had the day not
been a public holiday.
12. Annual Leave
12.1 Officers shall
be entitled to four weeks annual leave on full pay at the completion of each 12
months service.
12.2 In addition to
the leave prescribed in subclause 12.1 of this clause, officers who work their
ordinary hours on Sundays and/or public holidays are entitled to receive
additional annual leave as follows:
Number of ordinary shifts
worked on Sundays and/or Public
|
Annual Leave
|
holidays during the
qualifying period of employment for annual
|
|
leave Additional
purposes
|
|
4 to 10 days
|
1 day
|
11 to 17 days
|
2 days
|
18 to 24 days
|
3 days
|
25 to 31 days
|
4 days
|
32 or more days
|
5 days
|
Provided that an officer may elect to be paid when proceeding on annual leave an amount equivalent to the value
of the officers additional leave entitlement in lieu of taking the additional
annual leave. Such election is to be made in writing by the officer at the
commencement of each leave year and is irrevocable during the currency of that
year of employment.
12.3 As a general
principle, annual leave will be applied for in advance and be taken in periods
of a full week only. Whilst this general principle will apply, officers may in
emergency circumstances apply in advance for leave of a lesser period than a
week. Such applications may be approved at the discretion of the officer in
charge.
12.4 Consistent with
the Personnel Handbook of the NSW Public Service, the parties agree that a
block of two weeks recreation leave shall be taken each year unless
insufficient paid leave is available.
12.5 Where in
emergency circumstances, officers are granted leave for a period of less than 1
week, 95 per cent of the actual rostered hours shall be deducted from the
annual leave entitlement for each working day absent, for officers working an
average of 38 hours per week over a roster period, and 7 hours for officers
working 35 hours per week average over a roster period. Officers shall be
credited with 100 per cent of the rostered working hours for each day of leave
taken under this subclause.
13. Leave
Generally
13.1 Any form of leave,
with the exception of annual leave taken in accordance with subclause 12.5 of
clause 12, Annual Leave, taken for a full day on any day which would otherwise
be a day upon which work was directed shall be counted as 1/5 of the
appropriate weekly hours for the purpose of accruing hours towards the 152
hours or 140 hours of ordinary working time in any 28-day roster period
prescribed within subclause 6.1 of clause 6, Overtime. Any short-fall in hours
worked caused by the application of this subclause shall be made up at a
mutually convenient time in either the current or the next roster period.
13.2 Days on which
public holidays fall which would otherwise be a directed day of work shall be
counted as 1/5 of the appropriate weekly hours prescribed within subclause 5.1
of clause 5, Hours of Work.
13.3 Where this award
is silent, the provisions of the Crown Employees (NSW Police Administrative
Officers and Temporary Employees Conditions of Employment) Award 2009 will
apply.
14. Introduction
of New Technology
The parties agree to co-operate fully in the implementation
and/or trialling of new technology which may become available to facilitate the
work of officers.
15. Productivity
Measures
15.1 Nursing staff
will review nursing documentation to ensure that the documentation meets
current NSW Police Force needs and that documentation is maintained at a
satisfactory level.
15.2 Nursing staff
will review nursing protocols to ensure that they are in line with current
nursing practice and appropriate to the needs of NSW Police Force.
15.3 Nursing staff
will review purchasing procedures in conjunction with the Department Head to
ensure a minimal degree of wastage.
15.4 Saving
initiatives as agreed in the Memorandum of Understanding between the NSW
Government and the Association dated December 2005.
16. Clothing
Allowance
Officers shall no longer be required to wear a uniform. In
lieu of a uniform allowance, officers shall receive a clothing allowance per
week as set out in Item 3 of Table 2 - Allowances, of Part B, Monetary Rates.
17. Disputes/Grievance
Settlement Procedure
The whole concept of a dispute settlement procedure is to
resolve disputation at the level as close as possible to the source of
disputation.
This procedure has been adopted to promote full and open
consultation at each step of the process in an effort to promote and preserve
harmonious industrial relations.
Throughout each stage parties involved should ensure that
the relevant facts are clearly identified and documented. Parties should also
be committed to following the procedure with as much timeliness as possible.
The resolution of or settlement of disputes and/or
individual grievances of officers arising throughout the life of this award shall
be dealt with in the manner prescribed hereunder:
17.1 Where a
dispute/grievance arises at a particular work location
discussions, including the remedy sought, shall be held as soon as
possible, and in any event within two working days of such notification,
between the officer concerned and the immediate supervising officer, or other
appropriate officer in the case of a grievance.
17.2 Failing
resolution of the issue, further discussions shall take place as soon as possible, and in any event within two working days of such
failure, between the individual employee(s) and at their request the local
Association delegate or workplace representative and the supervising officer.
17.3 If the dispute
is not resolved at that stage the matter is to be referred to the Employee
Relations Unit of the NSW Police Force, who will assume responsibility for
liaising with Senior Executive Members of the NSW Police Force and the
Association and advise of the final position of the Commissioner of Police,
including reasons for not implementing the remedy sought.
17.4 The matter will
only be referred to the Industrial Relations Commission if:
a. The final
decision of the Commissioner of Police does not resolve the dispute/grievance;
or
b. The final
position of the Commissioner of Police is not given within five working days
from the date of referral of the matter to the Employee Relations Unit, or
other agreed time frame.
17.5 At no stage
during a dispute that specifically relates to this Award may any stoppage of
work occur or any form of ban or limitation be
imposed.
17.6 In cases where a
dispute is premised on an issue of safety, consultation between the New South
Wales Nurses Association and the Employee Relations Unit should be expedited.
The status quo shall remain until the matter is resolved.
18. Anti-Discrimination
18.1 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 and
age.
18.2 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 term or operation, has a direct
or indirect discriminatory effect.
18.3 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.
18.4 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.
18.5 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.
a. Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
b. 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."
19. Other
Conditions of Employment
Where this award is silent the provisions of the Crown
Employees (NSW Police Administrative Officers and Temporary Employees
Conditions of Employment) Award 2009 will apply.
20. 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 Industrial Relations Commission of New South Wales for
extra or reduced wages, salaries, rates of pay, allowances or conditions of
employment with respect to the employees covered by the Award that take effect
prior to 30 June 2016 by a party to this Award.
21. Area,
Incidence and Duration
This award shall apply to Nurses employed by NSW Police
Force.
This award shall operate from the beginning of the first
full pay period to commence on or after 1 July 2015, and shall remain in force
until 30 June 2016.
This award rescinds and replaces the Crown Employees
(NSW Police Force (Nurses’)) Award published 31 August 2012 (374 I.G. 431).
This award remains in force until varied or rescinded
for the period for which it was made.
Part B
MONETARY RATES
Table 1 - Salaries
Registered Nurse
|
2.5% FFPP
|
|
1.7.15
|
|
$
|
1st Yr
|
1,065.60
|
2nd Yr
|
1,124.20
|
3rd Yr
|
1,182.00
|
4th Yr
|
1,244.10
|
5th Yr
|
1,306.00
|
6th Yr
|
1,366.80
|
7th Yr
|
1,437.20
|
8th Yr
|
1,497.00
|
|
|
Clinical Nurse Specialist
|
|
1st Yr and thereafter
|
1,558.20
|
|
|
Clinical Nurse Consultant
|
1,915.80
|
1st Yr and thereafter
|
|
Incremental Progression - The payment of an increment is
subject to the satisfactory conduct of and the satisfactory performance of
duties by the officer, as determined by the Commissioner of Police.
Table 2 - Allowances
Item No
|
Clause No
|
Description
|
2.5% FFPP
|
|
|
|
1.7.15
|
|
|
|
$
|
1
|
3
|
Team leader allowance per shift
|
26.10
|
2
|
7.8
|
On-call allowance during a meal break
|
13.11
|
3
|
18
|
Clothing allowance per week
|
7.50
|
I. TABBAA, Commissioner
____________________
Printed by the authority of the Industrial Registrar.