Crown
Employees (Office of the Sydney Harbour Foreshore Authority) Award 2007
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 591 of 2007)
Before Commissioner
Ritchie
|
13 September 2007
|
REVIEWED AWARD
Part A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Title
3. Parties
4. Definitions
5. Consultative
Arrangements
6. Conditions
of Employment
7. Managing Displaced
Staff
8. Higher
Duties Allowance
9. Trade
Union Activities
10. Savings of
Rights
11. Relationship
to Other Awards
12. Dispute
Settling Procedures
13. Classification
and Salary Schedules
14. Deduction
of Union Membership Fees
15. Hours of
Duty
16. Casual
Employment
17. Leave
Entitlements
18. Annual
Leave Loading
19. Anti-Discrimination
20. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Professional Officer
Table 2 - Administrative Officer
Table 3 - Operational Officer
PART A
2. Title
This award shall be known as the Crown Employees (Office of
the Sydney Harbour Foreshore Authority) Award 2007.
3. Parties
The parties to this award are the Director of Public
Employment, Office of the Sydney Harbour Foreshore Authority and the Public
Service Association and Professional Officers’ Association Amalgamated Union of
New South Wales.
4. Definitions
"Act" means the Public Sector Employment and
Management Act 2002.
"Authority" shall mean the Office of the Sydney
Harbour Foreshore Authority.
"Award" means Crown Employees (Office of the
Sydney Harbour Foreshore Authority) Award 2007.
"Casual" shall mean a staff member engaged and
paid as such by the Casual Division of the Authority, who is employed on an
hourly basis as prescribed by clause 16.
"Chief Executive Officer" means the Chief
Executive Officer of the Authority.
"CES" means the Chief Executive Service.
"DPE" means the Director of Public Employment, as
established under the Public Sector Employment and Management Act 2002.
"Hard Barrier" means a barrier to a level within a
classification that can only be accessed by merit through a competitive
selection process.
"Joint Consultative Committee" or "JCC"
means the SHFA Joint Consultative Committee established by this Award.
"Manager" means an officer of the Authority with
management responsibilities for a branch, unit or discrete group of people who
has delegation to act as determined from time to time by delegations of the
Chief Executive Officer.
"Nominee" means a person who has been delegated
particular power(s) of the Chief Executive Officer
"Normal work" means the method of carrying out
work functions that were established practice prior to the onset of a dispute
or grievance, in terms of clause 12 of the Award.
"Overtime" means all time worked, whether before
or after the ordinary daily hours of duty, at the direction of the Chief
Executive Officer, which, due to its character or special circumstances, cannot
be performed during the staff member's ordinary hours of duty. Where a flexible
working hours scheme is in operation, overtime shall be deemed as the hours
directed to be worked before or after bandwidth or before or after the time
specified as standard hours, provided that, on the day when overtime is
required to be performed, the staff member shall not be required by the Chief
Executive Officer to work more than seven hours after finishing overtime or
before commencing overtime.
"Public holiday" means a bank or public holiday
under the Banks and Bank Holidays Act 1912, but does not include a
Saturday which is such a holiday by virtue of section 15A of that Act, and 1
August or such other day that is a bank holiday instead of 1 August.
"Salary Rates" means the ordinary time rate of pay
for the Staff member’s grading excluding allowances and penalties not regarded
as salary.
"SES" means the Senior Executive Service.
"Service" means continuous period of employment
for salary purposes.
"Staff " or "staff member" means and
includes all persons who are permanently or temporarily employed under the Public Sector Employment and Management
Act 2002 and, unless otherwise specified in this award, includes both full-time
and part-time staff.
"Standard hours" are set and regular hours of
operation as determined by the Chief Executive Officer.
"Supervisor" means the immediate supervisor or
manager of the area in which a staff member is employed or any other staff
member authorised by the Chief Executive Officer to fulfil the role of a
supervisor or manager, other than a person employed as a consultant or
contractor.
"Union"
or "PSA" means the Public Service Association and Professional
Officers’ Association Amalgamated Union of New South Wales.
"Workplace"
means the whole organisation or, as the case may be, a branch or section of the
organisation in which staff are employed.
5. Consultative Arrangements
The parties to this
award shall establish a Joint Consultative Committee (JCC) to encourage and
facilitate consultation and negotiation on workplace reform and equitable,
innovative and productive workplace relations.
6. Conditions of
Employment
Conditions of employment other than those fixed by this
award are determined by the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006 and will apply to all staff employed by the
Authority.
7. Managing Displaced
Staff
Where changes result in staff becoming displaced, the
arrangements for managing such staff shall be in accordance with the NSW State
Government’s public sector "Managing Displaced Employees" Policy and
based on professional management practice, systematic restructuring process as
well as merit and equity principles.
8. Higher Duties
Allowance
A staff member who relieves in a position that attracts a
higher salary than the staff member's substantive salary is entitled to be paid
higher duties allowance in accordance with the Public Sector Employment and
Management (General) Regulation 1996. The parties agree to develop a
comprehensive policy for higher duties within six months after the award is
made.
9. Trade Union
Activities
The provisions for trade union activities as set out in the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006,
and the Consultative Arrangements between the PSA and NSW Government including
consultation and technological change and union deductions, shall apply.
10. Savings of Rights
No staff member covered by this award shall suffer a
reduction in the rate of pay or any loss or diminution of any conditions of
employment as a consequence of the making of this award.
11. Relationship to
Other Awards
This award shall be varied to give effect to any salary increase
or other benefits received by the public service as a result of a variation to
the Crown Employees (Public Sector - Salaries 2007) Award or award replacing
it.
This award shall be varied to give effect of any variation
to the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006, or an award replacing it, in so far as it may affect clauses referred to
in that award by this award.
Where there may be inconsistencies between this award and
the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006, the arrangements in this award shall prevail.
12. Dispute Settling
Procedures
12.1 All grievances
and disputes 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, if required.
12.2 A staff member
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.
12.3 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 staff member to advise their
immediate manager the notification may occur to the next appropriate level of
management, including where required, to the Department Head or delegate.
12.4 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.
12.5 If the matter
remains unresolved with the immediate manager, the staff member 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 (2) working days, or as soon as practicable. This sequence of reference to successive
levels of management may be pursued by the staff member until the matter is
referred to the Chief Executive Officer.
12.6 The Chief
Executive Officer or the Union may refer the matter to the DPE for
consideration.
12.7 If the matter
remains unresolved, the Chief Executive Officer shall provide a written
response to the staff member and any other party involved in the grievance,
dispute or difficulty, concerning action to be taken, or the reason for not
taking action, in relation to the matter.
12.8 A staff member,
at any stage, may request to be represented by the Union.
12.9 The staff
member or the Union on their behalf, or the Chief Executive Officer may refer
the matter to the New South Wales Industrial Relations Commission if the matter
is unresolved following the use of these procedures.
12.10 The staff
member, Union, authority and DPE shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
12.11 Whilst the
procedures outlined in subclauses 12.1 to 12.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties, or, in the
case involving occupational health and safety, if practicable, normal work
shall proceed in a manner which avoids any risk to the health and safety of any
staff member or member of the public.
13. Classification
and Salary Schedules
13.1 All staff covered
by this award will be paid in accordance with the classifications and salary
structures as set out in Part B, Monetary Rates.
13.2 No staff will
be disadvantaged by the application of this award.
13.3 Staff employed
at Operational Officer, Level 1, Administrative Officer, Level 1 and
Professional Officer, Level 1 before the making of this Award will retain their
right to incremental progression to salary points OO1.9, AO1.7 and PO1.9
respectively.
13.4 Appointment
across hard barriers will be by competitive selection.
13.5 Classification
and Salary Schedule
13.5.1 Professional
Stream - All positions which require a degree qualification or equivalent. This would include positions such as
engineers, lawyers or accountants.
13.5.2 Administrative Stream
- This includes all clerical workers, customer service and office based staff. A degree qualification or equivalent may not
be mandatory but may be likely at the higher levels.
13.5.3 Operational
Stream - These positions would cover outdoor workers or those where the
majority of the work is composed of physical labour. This would include positions such as gardeners, bridge operators,
mechanics and their team leaders. Managers
of these areas would fall into the Administrative or Professional Streams
depending on qualifications.
13.5.4 Control Room
Operators employed within the Tenant and Asset Management Services Division
shall be paid salary equivalent to that applying to Operational Officer Level
1, Year 9 which is inclusive of all incidents of shift allowances and public
holidays payments.
14. Deduction of
Union Membership Fees
14.1 The union shall
provide the Authority with a schedule setting out union fortnightly membership
fees payable by members of the union in accordance with the union's rules.
14.2 The union shall
advise the Authority 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
Authority at least one month in advance of the variation taking effect.
14.3 Subject to 14.1
and 14.2 above, the Authority shall deduct union fortnightly membership fees
from the pay of any staff member who is a member of the union in accordance
with the union's rules, provided that the staff member has authorised the
Authority to make such deductions.
14.4 Monies so
deducted from the staff member'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.
14.5 Unless other
arrangements are agreed to by the Authority and the union, all union membership
fees shall be deducted on a fortnightly basis.
14.6 Where a staff
member 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 staff member to make a fresh authorisation in order for
such deductions to continue.
15. Hours of Duty
15.1 The working
hours of Authority staff, excluding Control Room Operators, CES and SES
officers, are those prescribed in the Office of the Sydney Harbour Foreshore
Authority Flexible Working Hours Agreement made on 20 March 2006 between
the DPE, Union and Authority.
15.2 The ordinary
hours of work for shift workers employed as Control Room Operators shall not
exceed 152 hours per 28 calendar days or an average of 38 hours per week in
each roster cycle. Each staff member shall be free from duty for not less than
8 full days plus an allocated rostered day off in each cycle. Time for a
rostered day off accrues at 0.4 hour for each 8 hour day or shift. All paid
ordinary working time and paid leave count towards accrual of time for the rostered
day off duty.
15.3 A Control Room
Operator, in addition to working ordinary hours as prescribed in subclause
15.2, will be required to work 4 hours rostered overtime per week. These
additional hours will be paid at the relevant overtime rate.
15.4 The hours of
work prescribed in subclause 15.2 shall be arranged to allow variable working
hours in each roster cycle of 28 days to ensure that each staff member shall
work his/her other ordinary hours of work on not more than 19 days in the
cycle.
15.5 The staff
member’s rostered day off duty prescribed in subclause 15.2 shall be determined
having regard to operational needs. Where practicable the rostered day off duty
shall be consecutive with the days off prescribed in subclause 15.1. A rostered
day off duty is not re-credited if the staff member is ill or incapacitated on
a rostered day off. However sick leave will not be debited.
16. Casual Employment
Pursuant to section 38 of the Public Sector Employment
and Management Act 2002, the Authority may engage casuals, for the staging
of the annual events program, as part of the educational services tours program
and to staff the Sydney Visitor Centres.
16.1 Hours of duty -
The ordinary hours of duty of casual staff shall be worked between the hours of
6.00am and 10.00pm, seven days a week.
16.2 Penalty Rates -
A casual shall be paid a loading of 15% for work commencing at or after 10pm
and before 4am and 10% for work commencing at or after 4am and before 6am.
16.3 Where a casual
is required to and does work on a Public Holiday, the casual shall be paid at
two and a half times the rate for time worked.
Such payment shall be in lieu of any other allowances or penalties which
would have been payable if the day had not been a Public Holiday.
16.4 Minimum period
of engagement - Casual staff shall be provided with a minimum period of three
hours' work on each engagement or be paid for a minimum of three hours at the
appropriate casual rate.
16.5 Rates of pay -
The ordinary hourly rate of pay of casual staff shall be ascertained by
dividing the annual salary for the classification in which the casual is
employed by 52.17857, dividing the resultant answer by 35 and loaded by
20%. This loading shall be paid in lieu
of all leave prescribed by the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006.
16.6 On termination
of each period of casual engagement, the casual shall receive payment at the
rate of 4/48th of monies received as compensation in recognition of the Annual
Holidays Act 1944.
16.7 Overtime - All
time worked by a casual outside or in excess of thirty five hours per week
shall be deemed overtime, and be paid for at the appropriate hourly rate.
16.8 Termination -
Casual staff members may be terminated by either the Authority or by the casual
with three hours notice. In such circumstances remuneration shall only be
payable up to and including the time of termination of the three hourly period
of engagement. Casuals may be terminated
by the Authority without notice in cases of serious and wilful misconduct.
16.9 Other - A
casual shall be entitled to other payments applicable to other employees,
including overtime and appropriate allowances where those payments or
allowances are not covered by this clause.
17. Leave Entitlements
17.1 All leave shall
be granted and administered in accordance with the leave provisions of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006
and subsequent variations.
18. Leave Loading
18.1 Staff, other than
a trainee who is paid by allowance and CES and SES officers, are entitled to be
paid an annual leave loading as set out in this clause. Subject to the
provisions set out in clause 18.2, the annual leave loading shall be 17½% on
the monetary value of up to 4 weeks' recreation leave accrued in a leave year.
18.2 Loading on
additional leave accrued - Where additional leave is accrued by a staff member
as compensation for work performed regularly on Sundays and/or Public Holidays,
the annual leave loading shall be calculated on the actual leave accrued or on
five weeks, whichever is the lower.
18.3 Shift workers -
Shift workers proceeding on recreation leave are eligible to receive the more
favourable of:
the shift loadings and penalty rates, or any other
allowances paid on a regular basis in lieu thereof, which they would have
received had they not been on recreation leave; or 17½% annual leave loading.
18.4 The annual
leave loading payable shall not exceed the amount which would have been payable
to a staff member in receipt of salary equivalent to the maximum salary for a
Grade 12 Clerk (A&C classification).
18.5 For the
calculation of annual leave loading, the leave year shall commence on 1
December each year and shall end on 30 November of the following year.
18.6 Payment of
annual leave loading shall be made on the recreation leave accrued during the
previous leave year and be paid as follows:
(a) on the first
occasion in a leave year, other than the first leave year of employment, when a
staff member takes at least two (2) consecutive weeks recreation leave. Where a staff member does not have at least 2
weeks recreation leave available, the staff member may use a combination of
recreation leave and any of the following: public holidays, flex leave,
extended leave, leave without pay, time off in lieu, rostered day off. The staff member shall be paid the annual
leave loading for such period, provided the absence is at least 2 weeks; or
(b) if at least
two weeks' leave, as set out in clause 18.6(a), is not taken in a leave year,
then the payment of the annual leave loading entitlement for the previous leave
year shall be made to the staff member as at 30 November of the current year;
or
(c) paid on a
pro-rata basis on each occasion a staff member takes recreation leave in the
leave loading year up to the maximum amount specified in clause 18.1
18.7 Staff will have
the option of electing, prior to 1 November of each year, as to the manner in
which leave loading is to be paid to them. Once the election is made, it cannot
be altered until the next election. Where a staff member makes no election,
annual leave loading will be paid to the staff member as set out in clause
18.6(a).
18.8 While annual
leave loading shall not be paid in the first leave year of employment, it shall
be paid on the first occasion in the second leave year of employment when at
least two weeks leave, as specified in clause 18.6(a), is taken.
18.9 A staff member
who has not been paid the annual leave loading for the previous leave year,
shall be paid such annual leave loading on resignation, retirement or
termination by the Authority for any reason other than the staff member's
serious and intentional misconduct.
18.10 Except in cases
of voluntary redundancy, proportionate leave loading is not payable on
cessation of employment.
19.
Anti-Discrimination
19.1 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.
19.2 It follows that
in fulfilling their obligations under the dispute settling 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.
19.3 It is the intention
of the parties bound by this award to respect and value diversity in the
workforce and to achieve the object in section 3(f) of the Industrial
Relations Act 1996 to prevent and eliminate discrimination in the workplace
and in particular to ensure equal remuneration for men and women doing work of
equal or comparable value.
19.4 Unlawful
discrimination in the workplace includes any distinction, exclusion or
preference made on any prohibited ground, which has the effect of denying or
limiting equality of opportunity or treatment.
Unlawful discrimination in the work place includes sexual harassment and
harassment on any prohibited grounds.
19.5 The parties
recognise that it is unlawful to victimise an employee because the employee has
made or may make or has even been involved in a complaint of discrimination or
harassment.
19.6 Accordingly, in
fulfilling their obligations the parties bound by this award must take all
reasonable steps to ensure that the award must take all reasonable steps to
ensure that the award provisions do not unlawfully discriminate in their effect
and that unlawful discrimination or victimisation does not occur in any aspect
of employment.
19.7 Any employee or
group of employees who has a genuine belief that they have been or are being
unlawfully discriminated against in their employment, or have been or are being
victimised, may lodge a grievance in accordance with the relevant dispute
resolution procedures referred to in this award
19.8 Note section
56(d) of the Anti-Discrimination Act 1977 states:
"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."
20. Area, Incidence
and Duration
20.1 This award
shall apply to all staff employed by the Sydney Harbour Foreshore Authority.
20.2 This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Sydney Harbour Foreshore
Authority 2003) Award, published 23 April 2004 (344 I.G. 113) and all
variations thereof.
20.3 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 IG 359) take effect on and from 13 September 2007.
20.4 This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Classification and Salary Schedules
Effective from the beginning of the first pay period to
commence on or after 1 July 2007
Table 1 - Professional
Officer
|
|
1/07/2007
|
PO4
|
20
|
$128,812
|
|
19
|
$123,737
|
|
18
|
$118,762
|
|
|
Hard Barrier
|
PO3
|
17
|
$107,721
|
|
16
|
$103,591
|
|
15
|
$99,269
|
|
14
|
$96,378
|
|
13
|
$92,500
|
|
|
Hard Barrier
|
PO2
|
12
|
$90,699
|
|
11
|
$87,197
|
|
10
|
$84,738
|
|
|
Hard Barrier
|
PO1
|
9
|
$79,849
|
|
8
|
$76,064
|
|
7
|
$73,750
|
|
6
|
$70,862
|
|
|
Hard Barrier
|
PO Entry Level
|
5
|
$66,749
|
|
4
|
$64,250
|
|
3
|
$61,801
|
|
2
|
$57,772
|
|
1
|
$52,324
|
Table 2 -
Administration Officer
|
|
1/07/2007
|
AO7
|
24
|
$105,923
|
|
23
|
$101,454
|
|
22
|
$95,472
|
|
21
|
$91,589
|
|
|
Hard Barrier
|
AO6
|
20
|
$87,263
|
|
19
|
$84,738
|
|
18
|
$81,414
|
|
|
Hard Barrier
|
AO5
|
17
|
$76,896
|
|
16
|
$74,527
|
|
15
|
$71,546
|
AO4
|
|
Hard Barrier
|
|
14
|
$67,448
|
|
13
|
$65,527
|
|
12
|
$63,056
|
AO3
|
|
Hard Barrier
|
|
11
|
$56,701
|
|
10
|
$53,344
|
AO2
|
|
Hard Barrier
|
|
9
|
$50,356
|
|
8
|
$47,682
|
AO1
|
|
Hard Barrier
|
|
7
|
$43,903
|
|
6
|
$40,857
|
|
5
|
$39,400
|
AO Entry Level
|
|
Hard Barrier
|
|
4
|
$37,762
|
|
3
|
$35,266
|
|
2
|
$32,723
|
|
1
|
$28,897
|
Table 3 -
Operational Officer
|
|
1/07/2007
|
OO4
|
17
|
$76,896
|
|
16
|
$74,527
|
|
15
|
$71,546
|
OO3
|
|
Hard Barrier
|
|
14
|
$67,448
|
|
13
|
$65,527
|
|
12
|
$63,056
|
OO2
|
|
Hard Barrier
|
|
11
|
$56,701
|
|
10
|
$53,344
|
OO1
|
|
Hard Barrier
|
|
9
|
$50,356
|
|
8
|
$47,682
|
|
7
|
$43,903
|
OO Entry Level
|
|
Hard Barrier
|
|
6
|
$40,857
|
|
5
|
$39,400
|
|
4
|
$37,762
|
|
3
|
$35,266
|
|
2
|
$32,723
|
|
1
|
$28,897
|
Table 4 - Control
Room Operators
Control Room Operator
|
|
01/07/2007
|
|
1
|
$50,356
|
D. W. RITCHIE, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.