CLUB MANAGERS' (STATE) AWARD 2004
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Club
Managers' Association, industrial organisation of employees.
(No. IRC 7074 of 2003)
Before Mr Deputy
President Sams
|
17 December 2003
|
AWARD
1. Award Title
This award shall be known as the Club Managers (State) Award
2004.
PART A
2. Arrangement
PART A
Clause No. Subject Matter
34. Accommodation
25. Annual
Leave
12. Anti-Discrimination
and Harassment
2. Arrangement
3. Area,
Incidence and Duration
1. Award
Title
29. Bereavement
Leave
9. Classifications
and Wage Rates
5. Definitions
6. Duties
and Responsibilities
32. Emergency
Service Leave
8. Enterprise
Flexibility Provisions
7. Exemptions
16. Expenses
42. Further
Negotiations
39. Grievance
and Dispute Procedure
18. Higher
Duties
19. Hours of
Work
33. Jury
service
26. Long
Service Leave
10. Management
Trainees
20. Meal
Breaks and Allowance
4. No Extra
Claims
17. Motor
Vehicle Allowance
22. Overtime
13. Payment of
Salaries
28. Personal/Carers
Leave
30. Professional
Development Leave
24. Public
Holidays
11. Part-time
Employees
23. Recall To
Duty
40. Redundancy
31. Reserve
Forces Leave
15. Right of
Entry of Association Officials
21. Rostered
Days Off
27. Sick Leave
41. Structural
Efficiency
37. Superannuation
38. Termination
of employment
14. Time and
Salaries Records
35. Uniforms
36. Workers
Compensation Insurance
PART B - MONETARY
RATES
Table 1 - Rates of
Pay
Table 2 - Other Rates
and Allowances
Appendix A - Training
requirements
3. Area, Incidence
and Duration
3.1 This Award
rescinds and replaces the Club Managers' (State) Award, published 21 June 2002
(334 I.G. 520) and all variations thereof.
3.2 It shall apply
to all persons employed as Managers within clubs and Management Trainees,
within the State of New South Wales, excluding the County of Yancowinna.
3.3 The Award
shall take effect from the first full pay period to commence on or after 4
January 2004 and the award shall remain in force until 3 January 2006.
4. No Extra Claims
The parties agree that there shall be no further claims in
relation to issues covered by the award, for the duration of this award, except
as to agreed matters allowed by the Industrial Relations Act 1996.
5. Definitions
5.1 Association
shall mean the Club Managers’ Association.
5.2 Club or
employer shall mean any club registered under the provisions of the Registered
Clubs Act 1976. Or is a Club that amalgamates with a registered club.
5.3 CMDA shall
mean Club Management Development Australia.
5.4 Continuous
service
5.4.1 In calculating
an employee’s continuous service, the only absences counted as time worked are
the following:
(a) up to 160
ordinary working hours in a twelve month period because of sickness or
accident; (or proportionally less for a part-time employee);
(b) long service
leave that an employee takes under the State Long Service Leave Act
1955;
(c) annual leave;
and
(d) any absence
covered by workers compensation legislation.
5.4.2 The following
events do not break an employee’s continuous service:
(a) sick leave;
(b) non paid leave
as the result of an accident of a reasonable duration;
(c) leave lawfully
granted by the employer; or
(d) absence for a reasonable
cause. (The employee must prove that the absence was reasonable).
5.4.3 Where employees
are temporarily stood down through no fault of their own, service is not to be
considered to be broken.
5.4.4 Any other
absence from work does not break continuity of service unless the employer
notifies the employee, in writing, within fourteen days of the employee
returning to work after the absence. If an individual employee is absent, the
employer must tell that employee by:
(a) giving the
notice to him or her personally; or
(b) posting the
notice to his or her last known address.
5.4.5 If a number of
employees are absent because of collective action, continuity of employment
will not be effected unless the employer gives advice by placing a notice in the
place where the employer normally places general notices to employees that such
continued action may effect the continuity of employment. The employer must
also send a copy of the notice to the Association on the same day.
5.4.6 Continuous
service is not effected if the employer breaks or ends the employee’s service
in order to avoid the employer’s obligations in respect of leave.
5.5 Employee shall
mean any Manager (by whatever title), or Trainee Manager employed by the Club.
5.6 Gender - Words
imparting the masculine gender also include the feminine gender, and unless the
context otherwise indicates or requires words imparting the singular also
include the plural and vice versa.
5.7 Gross annual
revenue shall mean gross receipts from bar, dining areas, green fee and other
miscellaneous income and net income from poker machines less any licence fee
paid.
5.8 Management
trainee shall mean an employee appointed as such by the club’s Board of
Directors or Committee of Management or by a person, including the club
Manager, authorised to make such appointment, and engaged in management
training subject to the provisions of 10.3 - Management trainee rates.
5.9 CLUBS NSW
shall mean the trading name of The Registered Clubs Association of New South
Wales.
5.10 Secretary/Manager,
Club Manager, Manager, General Manager, Chief Executive Officer (which
classifications are in this award collectively referred to as the Club Manager)
shall mean an employee who is appointed by the club's Board of Directors or
Committee of Management, or the governing bodies duly appointed representative,
to undertake the duties of the general management, promotion and supervision of
the club's activities, functions and business and the direction, supervision
and control of all other staff employed therein, and without limiting the
generality of the foregoing shall unless otherwise directed by the Board,
include any but not necessarily all of the areas cover in Clause 6. of this
award.
6. Duties and
Responsibilities
Standard of Conduct
6.1. Policy
6.1.1 Club Managers
as defined in clause 5.10 are expected to achieve and maintain a high standard
of work performance in order to set an example for other club employees and
ensure the confidence of club members and their elected representatives on the
Clubs governing management committee.
6.2. Practice
6.2.1 Managers should
perform their duties with professionalism and integrity by providing
operational information to the Club’s Board of Directors, in a timely manner.
6.2.2 All Managers
shall be responsible for the administration and implementation of Club policies
on a day-to-day basis. Club polices are as determined by the Club’s Board of
Directors.
6.2.3 If a manager
finds that they have some personal, financial or other involvement which may
lead to a conflict of interest they shall discuss the matter with the Club’s
Board of Directors or the duly appointed representative of the Board.
6.3. Managers shall
be required to dress appropriately for the duties they perform and in accordance
with the policy and culture of the Club.
6.4. Administration
6.4.1 Policy
The implementation of club policy as laid down by the
Board of Directors;
The implementation of Board of Directors’ instructions;
Reporting to the Board of Directors, including a
written report to the Board, on the running of the club since the last monthly
report was written;
Recommending courses of action to Board of Directors.
Prepare and maintain a Club "Business Plan"
in consultation with the Board of Directors or delegated executive members of
the Board
6.4.2 Secretarial
Organisation and control of office staff activities;
Supervision of wages preparation, and verification in
accordance with industrial instruments and awards, where necessary, of
employee's entitlements;
Supervision of preparation of up-to-date membership
lists and registers;
Preparation of statutory returns relating to:
poker machines;
financial performance;
taxation;
licensing requirements.
maintenance of proper records, including preparation of
accurate minutes.
6.4.3 Legal
Interpretation and application of the relevant Statutes
and Acts of parliament and regulations made thereunder, in so far as each of these
affects the club, including but not limited to the regulation of the following
issues:
Industrial Relations;
Corporations and Associations;
Taxation;
Trade Practices;
Liquor, Gaming and Food;
Workplace Health and Safety;
Discrimination;
Accommodation;
Security;
Registered Clubs.
6.4.4 Accounting
Supervision of accounting procedures, and where
appropriate, preparation of accounts, and accounting procedures and maintenance
(in conjunction with the Finance Manager or Club Accountant where applicable);
Preparation of annual accounts and annual reports;
Interpretation of financial results;
Preparation of budgets and Treasury returns.
6.4.5 Personnel/Human
Resources
Establish, procedures and policy’s in relation to matters
pertaining to positive employment practises;
Delegation of authority and responsibility to staff;
Explanation to, and general supervision of duties of
subordinate managerial staff members;
The engagement of staff, except where the Board
reserves the right to make the appointment, and the termination of staff in
appropriate circumstances;
Interpretation and application of the relevant Statutes
and Acts of parliament and regulations made thereunder, in so far as each of
these affects the club, including but not limited to the regulation of the
following issues:
Industrial Relations;
Income Taxation;
Occupational Superannuation;
Vocational Education and Training;
Affirmative Action;
Discrimination;
Workplace Health and Safety;
Annual and Long Service Leave;
Workers Compensation;
Negotiations with staff and/or unions, and problem
resolution;
Training and development of staff;
Staff motivation (otherwise than by over-award payments
and/or conditions, without prior Board approval);
Maintenance of effective employer/employee relations.
6.4.6 Bar Operations
Responsibility for supervision of activities of Bar
staff (in conjunction with the Beverage Manager, where applicable);
Supervision of liquor purchasing;
Supervision of stock control procedures;
Supervision of security of bar areas;
Responsibility for security of cash takings;
General control of effective and economical staff
rostering;
Analysis and interpretation of bar trading results;
Responsibility for hygiene in bar areas; and
Responsibility for standard of liquor service.
Implementation of Responsible Service of Alcohol
practices and procedures
6.4.7 Catering
Operations
Responsibility for supervision of activities of catering
staff (in conjunction with the Catering Manager or Head Chef, where
applicable);
Menu planning;
Dish costing;
Food preparation;
Food service techniques; and
Billing procedures.
Responsibility for supervision of food purchasing;
Responsibility for supervision of stock control
procedures;
Responsibility for security of cash takings;
General control of effective and economical staff
rostering;
Analysis and interpretation of food trading results;
Responsibility for hygiene in food service areas; and
Maintenance of up-to-date knowledge of new products,
services and equipment.
6.4.8 Poker
Machine/Gaming Operations
Responsibility for supervision of activities of poker
machine/gaming staff (in conjunction with the Gaming Manager, where
applicable);
Maintaining up-to-date knowledge of models and their
operations;
Make recommendations to the Board of Directors gaming
machine upgrades and replacements;
Arranging for maintenance and repairs;
Compilation of returns to statutory authorities;
Prevention of frauds;
Responsibility for supervision of cash takings
procedures; and
Analysis and interpretation of trading results.
Responsibility for all other forms of gaming within the
club, including but not limited to; TAB facilities and Keno.
Implementation of practice and procedures for the
Responsible Conduct of Gaming.
6.4.9 Premises
Operations
Responsibility for supervision upkeep and maintenance
of club property buildings and capital equipment in all club areas (in
conjunction with the Maintenance Manager, where applicable);
Responsibility for supervising cleaning operations in
all club areas;
Responsibility for checking of need and arranging for
maintenance and repairs;
Responsibility for arranging for overall club major
maintenance and repairs, in accordance with expressed policy of the Board;
Planning and coordinating of activities in connection
with renovations or extensions, in accordance with expressed policy of the
Board;
Submission of samples and/or tenders for selection by
the board of furniture and fittings;
Responsibility for security for all stocks and moneys
in the club; and
Responsibility for security and safety of premises.
6.4.10 Club Promotion
Responsibility for supervision of activities of
promotional staff (in conjunction with the Marketing and Promotions Manager,
where applicable);
By personal conduct and bearing, the maintenance of
good relations with members; exemplified by prompt:
Handling of members' complaints;
Dealing with intoxicated members and guests;
Social activities with members.
Production of Members Newsletters and Journals.
Creation, Production and Implementation of Strategic
Marketing Plans.
6.4.11 Club
Entertainment/Functions.
Responsibility for club entertainment (in conjunction
with Entertainment/Functions Manager, where applicable);
Determine programmes and schedules for
functions/entertainment
Engagement of artists, in accordance with Board policy;
Arranging and publicising club entertainment and
functions
6.4.12 Club
Sporting/Greens and Course Operations
Responsibility for supervision upkeep and maintenance
of club sporting facilities and capital equipment (in conjunction with the
designated sports Manager, Greenkeeper or Course superintendent where
applicable);
6.4.13 Club Information
And Technology Operations
Responsibility for supervision establishment, upkeep
and maintenance of club information and technology systems and capital equipment
including but not limited to, Club Web site and computer hardware and soft ware
systems (in conjunction with the designated IT Manager where applicable);
6.4.14 Club Commitment
and Involvement With Sporting, Charity, and Community Activities.
Responsibility for club sporting activities;
Liaison with club sports associations;
Publicising club sporting activities;
Provision of club sporting equipment and facilities, as
approved by the Board, in response to requests by internal Sports Committees.
Organisation, planning and promotion of club functions.
Maintenance or establishment of club's community
activities, in accordance with the expressed policy of the Board;
Facilitating support to charities;
Establishing alternative areas of community
involvement.
6.4.15 Club External
Relations
Maintenance or establishment of relations with
organisations and Government departments;
Employers' associations;
Industrial unions;
Liquor licensing division;
Treasury/gaming.
7. Exemption
This award does not apply to:
7.1 Clubs'
Honorary Secretaries.
7.2 Clubs with a
gross annual revenue of less than $500,000.
8. Enterprise
Flexibility Provisions
Where an employer or employees wish to pursue an agreement
at the enterprise or workplace about how the award should be varied so as to
make the enterprise or workplace operate more efficiently according to its
particular needs the following process shall apply:
8.1 A consultative
mechanism and procedures appropriate to the size, structure and needs of the
enterprise or workplace shall be established.
8.2 For the
purpose of the consultative process the employees may nominate the Association.
8.3 Where
agreement is reached an application shall be made to the Commission.
9. Classifications
and Wage Rates
9.1 Classifications
9.1.1 The Management
Committee of an employing Club shall establish an appropriate Management
Classification level for management positions at their respective Club.
Management employee shall be advised in writing of their classification level.
Disputes arising from established classifications levels of individual managers
may be dealt with in accordance with clause 39 of this award.
9.1.2 From the
commencement date of this award and subject to this Clause a management
employee shall be classified and appointed as such in accordance with the
nature of the job being performed, into any of the following classification
levels;
9.1.3 Level
"A" Manager
(a) Directly
supervises the work of other employees and is supervised by more senior
management;
(b) Has completed
the prescribed standard of training; and
(c) Indicative
tasks of a Level "A" Manager include:
Supervision of staff in one or more sections of the
club, including allocation of duties, preparation of rosters, approval of
overtime, employee counselling, discipline and performance appraisal.
Plan and implement improved work procedures.
Make recommendations to senior management or the
management committee on staff including training requirements and staffing
levels.
Decides in consultation with senior management or the
management committee on the engagement, termination and promotion of
non-managerial staff.
Trains non-managerial staff.
Supervises clerical work, maintains records including the
use of computers.
Supervision of stock control and stocktaking.
Contributes ideas for long term planning, including the
areas of new equipment, maintenance, human resources, and marketing.
Checks and supervises quality of services, hygiene and
safety arrangements.
Checks equipment and facilities for maintenance,
replacement and upgrading.
Checks, organises and implements security procedures.
Places supply orders and authorises payments within set
procedures.
9.1.4 Level
"B" Manager
(a) Directly supervises
the work of other employees and is supervised by more senior management;
(b) Has completed
the prescribed standard of training; and
(c) Works at a
level above and beyond the skills required of a Level "A" Manager.
(d) Indicative
tasks of a Level "B" Manager include duties of a lower level plus:
Establishes stock control levels, checks accuracy of
stocktaking, evaluates suppliers, negotiates pricing and/or terms.
Sets quality standards for facilities, service, etc.
More complex checking than for a Level "A"
employee, including the economical use of old plant and equipment or the need
for new plant and equipment.
Implements and checks emergency procedures.
Organises training, evaluates training materials for
non-managerial employees.
Consults with union delegates, requiring an accurate
knowledge of industrial awards.
Collects statistics, analyses income; reads and
understands computer system and user materials.
Authorises payments or expenditure according to club procedures.
Updates security procedures.
9.1.5 Level
"C" Manager
(a) Directly
supervises the work of other employees which may include other Managers and is
supervised by more senior management;
(b) Has completed
the prescribed standard of training; and
(c) Works at a
level above and beyond the skills required of a Level "B" Manager.
(d) Indicative
tasks of a Level "C" Manager include duties of a lower level plus:
Duty or House manager with established portfolio
responsibilities.
Supervision of other managerial employees, including
discipline, analysis of training needs, allocation of duties, performance
appraisal.
Determine suitability of training courses and/or
methods.
Negotiate about industrial issues with union delegates
and other employees.
Designs information collection systems; consults with
computer suppliers/advisers.
Plans emergency procedures.
Interprets and applies specific Board policy in the
running of the Club
Assesses tenders and quotations; inspects works done on
property; liaises with outside businesses.
Provide ideas for longer term financial planning.
Analyses income and expenditure for a number of the
club's operations; calculates costs and/or value of stock and sales.
Investigates financial irregularities
9.1.6 Level "D"
Manager
(a) Is in charge
of a Club where the Manager is the sole paid member of management.
(b) Where
supervised by another Manager, duties are clearly within the scope of this
level
(c) Has completed
the prescribed standard of training; and
(d) Works at a
level above and beyond the skills of a Level "C" Manager.
(e) Indicative
tasks of a Level "D" Manager include duties of a lower level plus:
Ensures legal requirements are met, prepares statutory returns,
required to interpret relevant Acts and Statutes.
Organises safety procedures, keeps abreast of
developments in safety and is responsible for maintenance of safety equipment.
Implements marketing programs and activities.
Determines long-term planning priorities, including how
and which information is to be collected; contributes ideas for long-term
forward planning of property.
Supervises financial reports and calculation of
finances, establishes stocktaking procedures, is involved in the identification
of financial risks and evaluation of financial options; may supervise
preparation of wages; calculates costs of services.
Evaluates computer hardware.
Prepares agendas and proposals for consideration by the
Board.
Establishes procedures that apply to the whole club.
9.1.7 Level
"E" Manager
(a) Is a Manager
responsible for the general management of a Club and is supported by another
Manager/Managers; or
(b) The Manager’s
duties are clearly within the scope of this level;
(c) Has completed
the prescribed standard of training; and
(d) Works at a
level above and beyond the skills of a Level "D" Manager.
(e) Indicative
tasks of a Level "E" Manager include duties of a lower level plus:
Consults/Negotiates with employer and employee organisations
about industrial problems, laws, regulations including formulation and
implementation of practises and procedures relating to club employees.
Negotiates legal requirements.
Prepares policy recommendations for the Board and
assists the Board to decide policy; makes recommendations to the Board on
Management staffing matters.
Prepares financial reports; co-ordinates annual
reports.
Establishes financial procedures including
authorisation for routine or regular payments.
Negotiates sales contracts/agreements.
Prepares marketing /promotional materials.
Evaluates and assesses Club requirements for computer
(and related) hardware and software, and makes recommendations for the
purchase, implementation and installation of such systems.
Represents the club at speaking engagements, including
annual meetings/club meetings .
9.1.8 Level
"F" Manager
(a) Is a Manager
responsible for the general management of a Club and is supported by other
Managers; and whose duties are clearly within the scope of this level;
(b) Has completed
the prescribed standard of training; and
(c) Works at a
level above and beyond the skills of a Level "E" Manager.
(d) Indicative
tasks of a Level "F" Manager include duties of a lower level plus:
Define industrial relations policy, negotiate about
problems with union officials and implement procedures for resolution.
Design staff appraisal systems.
Liaise with media, government, chair meetings of
outside groups (e.g. community groups).
Manage property maintenance and development contracts;
negotiate with potential property developers.
9.1.9 Level
"G" Manager
(a) Is a Manager
responsible for the general management of a Club and is supported by other
Managers; and whose duties are clearly within the scope of this level;
(b) Has completed
the prescribed standard of training; and
(c) Works at a
level above and beyond the skills of a Level "F" Manager.
(d) Indicative
tasks of a Level "G" Manager include duties of a lower level plus:
The characteristics of the clubs in which Managers at
this level work require them to engage in more complex planning and design, and
to have increased levels of accountability and responsibility.
9.1.10 Prescribed level
of training
For the purpose of this Clause, prescribed level of
training means:
(a) Satisfactory
completion of a training course in accordance with the guidelines listed in
appendix A issued through Tourism Training Australia for that particular
classification and accredited by the Australian Hospitality Review Panel;
managers covered by this award may hold other professional qualifications, or
(b) That the
employee's skills have been assessed to be at least the equivalent of those
attained through the suitable course described in 9.1.10(a). Such assessment may be undertaken under the
ACCESS system, or under other Recognition of Prior Learning (RPL) systems
approved by Tourism Training Australia.
(c) If at the time
of making this award, a manager is already competent in an area of management
they will be able to have their skills and experience assessed against the same
national competence standards used as the basis for the training modules. Managers will then achieve the module, just
as if they had undertaken training, to enable them to receive national
qualifications and satisfy the training requirements of this award.
9.2 Minimum Rates
9.2.1 The rates of
pay as set out in Table 1 - Rates of Pay - of Part B, Monetary Rates, shall be the
minimum annual amount payable to employees within the named classification
levels: Rates contained in Table 1.1 shall be payable from the first full pay
period on or after 4th of January 2004 and the Rates contained in Table 1.2
shall be payable from the first full pay period on or after 4th of January
2005.
9.2.2 The rates of
pay as set out in Table 1.2 shall be reviewed during the months of October
November 2004. The review shall
consider the Australian Bureau of Statistics, Consumer Price Index September
2004 Quarter’s Annualised Inflation Rate and the latest Wage Cost Index October
2004, in conjunction with other industry specific data available at this time.
9.3 Arbitrated
Safety Net Adjustment
9.3.1 The rates of
pay in this award include the arbitrated safety net adjustment payable under
the Wage State Case May 2003 - Safety Net Review - Wages decisions. This arbitrated safety net adjustment may be
off set against any equivalent amount in rates of pay received by employees
whose wages and conditions of employment are regulated by this award which are
above the wage rates prescribed in the award. Such above award payments include
wages payable pursuant to Management agreements, currently operating enterprise
flexibility agreements, award variations to give effect to enterprise
agreements and over award arrangements.
9.3.2 Provided that:
If, in the second year, such award classifications
would have received a greater increase by
(a) the
application of the award safety net or other state wage case principles; or
(b) the application
of the Consumer Price Index,
Such higher increase shall be considered in accordance
with clause 42 - Further Negotiations.
9.3.3 Overaward
Payment
"Overaward Payment" is defined as the amount
(whether it be termed "Overaward payment," "attendance
bonus", "service increment", or any term whatsoever) which an
employee would receive in excess of the award rate of pay for the
classification in which such employee is engaged. Provided that such payment
shall exclude overtime, shift allowances, penalty rates, disability allowances
and any other ancillary payments of a like nature prescribed by this award,
unless otherwise specifically agreed via the provisions contained within a
Management Agreement.
9.4 Weekly Wage
Equivalent
For the purpose of calculating the weekly equivalent of
the annual salary rates prescribed by this clause, the divisor of 52 shall be
used and the resultant amount shall be taken to the nearest ten cents. All calculations required to be made under this
award for the purpose of determining hourly amounts payable to an employee
shall be calculated on the weekly equivalent of the annual salary.
9.5 Salaries
Exemption and Management Agreements
9.5.1 The provisions of
clauses, 18 - Higher Duties Allowance, 19 - Hours of Work, 22 - Overtime, and
23 Recall to Duty shall not apply to employees who are in receipt of a salary
of 30% in excess of the minimum annual salary rates for the appropriate
classification prescribed by clause 9.2 - Classifications and wage rates of
this award.
9.5.2 The Provisions
of clause 17 - Motor Vehicle Allowance, clause 19 - Hours Of Work, clause 20 -
Meal Break and Allowance, clause 21 - Rostered Days Off, clause 22 - Overtime,
clause 23 - Recall to Duty, clause 24 - Public Holidays, clause 27 - Sick Leave
(sick leave shall be in accordance with the State Minimum as outlined in the
New South Wales Industrial Relations Act 1996 Section 26(1)(a) and
26(1)(b)) and clause 35 - Uniforms, shall not apply to employees who are in
receipt of a salary 50% in excess of the minimum annual salary rate for the
appropriate classification prescribed by clause 9.2 - Classifications and wage
rates of this award.
9.5.3 Nothing in this
award is intended to preclude a Manager and a Club from agreeing to conditions
of employment (‘Management Agreements’) which are more beneficial to those
provided in this award.
9.5.4 Where
circumstances arise that require a manager and a club to agree to rates of pay
and/or conditions that are less than those provided by this award, the club and
the manager or their representatives must apply to the Industrial Relations
Commission of NSW for an exemption from the whole or part of this award in
accordance with the provisions of section 18 of the NSW Industrial Relations
Act 1996.
Notation:
Assistance with developing Management Agreements is available from Clubs
NSW, and the Club Managers Association.
10. Management
Trainees
10.1 The engagement
of management trainees shall be mutually agreed upon in writing by the
employing Club and the Club Managers Association.
10.2 When a club,
which employs a management trainee in accordance with this clause, the club
shall release the trainee for the equivalent of one day of each week of term
for the purpose of achieving the required modules duly accredited under the
National Qualification Framework. This
training may be completed on a weekly or block release basis. Each such day shall be paid as for 8
ordinary hours worked.
10.3 The minimum
rates payable for Management Trainees shall be the following percentages of the
Level B Manager's rate
Percentage of Level B
Rate
|
|
%
|
|
|
First year
|
90
|
Second year
|
95
|
Third year
|
97.5
|
Fourth year
|
100
|
|
|
|
|
10.4 Provided that
when a management trainee is undertaking the required training as set by the
CMDA and Clubs NSW, progression to the next year of service salary scale shall
be dependent upon the trainee having acquired training levels for the preceding
year.
11. Part-Time
Employees
11.1 Part-time
employees may be engaged to work not less than 3 ordinary hours per week nor
more than 37 hours per week, subject to the following provisions.
(a) The minimum
number of hours worked on any one day shall be 3.
(b) Such hours
must be worked within a span of eleven hours.
(c) Part-time
employees shall be paid an hourly rate relative to the employee's
classification number specified in Clause 9 'Salaries', of this Award.
(d) Any part-time
employee required to work on a public holiday shall be paid for all hours
worked at the rate of double time and one-half the ordinary hourly time payable
to a weekly employee, with a minimum payment as for four hours worked.
11.2 Employees shall
be advised of the rostered working hours and rostered time off as soon as
practicable, and in any event, by not less than seven days notice without the
employee’s consent, except in an emergency.
11.3 Notwithstanding
the provisions of subclause 11.1 of this clause and clause 9 'Salaries', of
this Award, the employer and the Club Managers Association may by mutual
consent agree in writing to observe other conditions in order to meet special
cases, which may include job sharing arrangements.
12. Anti-Discrimination
12.1 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.
12.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed in 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.
12.3 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.
12.4 Nothing in this
clause is to be taken to affect:
12.4.1 any
conduct or act which is specifically exempted from anti-discrimination
legislation;
12.4.2 offering
or providing junior rates of pay to persons under 21 years of age;
12.4.3 any
act or practice or a body established to propagate religion which is exempted
under section 56 (d) of the Anti-Discrimination Act 1977;
12.4.4 a
party to this award from pursuing matters of unlawful discrimination in any
State or federal jurisdiction.
12.5 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.
NOTES:
(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".
13. Payment of
Salaries
13.1 Salaries shall
be paid weekly, fortnightly or monthly during working hours, Monday to Friday.
Payments that are to be made at intervals greater than fortnightly shall be by
mutual agreement between the Club and the individual Manager.
13.2 By agreement
between the employer and the employee, salaries may be paid by one of the
following means:
13.2.1 cash;
13.2.2 cheque;
or
13.2.3 payment
into an employee's bank, building society, or credit union accounts. Provided
that all charges associated with the fund’s transfer are met by the employer
and the employee’s account is credited on the normal payday.
13.3 Upon
termination of employment, eligible termination entitlements due to an employee
must be paid on the date of such termination or forwarded to the employee by
post within two working days.
14. Times and
Salaries Record
In accordance with Section 123 of the Industrial
Relations Act 1996, time sheets and pay sheets must contain the following
particulars -
14.1 the full name
of the employer and A.B.N. number;
14.2 the full names
of the employees;
14.3 the occupation
and classification of all employees under this award;
14.4 the date on
which payment was made,
14.5 the period of
employment to which the payment relates,
14.6 the gross
amount of remuneration (including overtime and other payments),
14.7 the number of
hours worked by each employee during the week;
14.8 the deductions
made for tax, employee superannuation contributions;
14.9 the particulars
of all other authorised deductions;
14.10 the net amount
paid.
15. Rights of Entry
of Association Officials
See Section 296, 297, 298 & 299 of the Industrial
Relations Act 1996.
16. Expenses
16.1 An employee
shall be reimbursed for all moneys reasonably expended by him/her for and on behalf
of the employer subject to Board policy or approval.
16.2 The Board of
Directors or a duly appointed representative of the Board may pre determine the
parameters for the usage of credit cards issued to the employee and advise the
Club card holder of those parameters accordingly.
17. Motor Vehicle
Allowance
17.1 Where an
employee is required by the employer to use the employee's own motor vehicle
for the performance of the employee's duties, and unless a higher rate is otherwise
agreed to, the employee must be reimbursed for such use of their motor vehicle
at the rate of 61 cents per kilometre.
Subject to a maximum payment of $270.00 in any one week, in which case
the claim must be approved by the Board or a duly appointed representative of
the Board. The relevant amounts payable
are contained in Item 1 of Table 2 - other Rates and Allowances, of Part B
Monetary Rates.
17.2 Vehicle
allowance payments must be made weekly or at the end of such period as the
employee and the employer agree on presentation of a written claim containing
such particulars as the employer may reasonably require.
18. Higher Duties
Allowance
18.1 An employee who
is required to perform substantially all the duties of a higher position for
one week or more shall be paid not less than the minimum rate prescribed for
such higher position for all time so engaged.
18.2 An employee
shall perform all reasonable and lawful directions of the Management of the
Club as properly authorised by the Board of the Club or by a duly authorised
representative of the Board
19. Hours of Work
19.1 The ordinary
hours of duty of each employee shall be:
19.1.1 160
hours per four week period;
19.1.2 worked
within a span of twelve hours per day.
19.1.3 rosters
shall permit the employee to have at least 8 hours off duty between the
finishing of one shift and the commencement of the next.
19.2 Employees shall
be advised of their rostered working hours and rostered time off as soon as
practicable, and in any event by not less than seven days notice without the
employee's consent, except in an emergency.
19.3 An employer and
an employee may agree in writing to modify the provisions of 19.1.2.
20. Meal Break and
Allowance
20.1 Where a club
provides meals for members, any Manager employed by the club shall, whilst on
duty, be entitled to a meal free of cost whenever the club is providing such
meals.
20.2 An employee
shall be entitled, where practicable, to a meal break within 5 hours of commencing
duty of between 30 and 60 minutes and each 5 hours thereafter.
20.3 Where an
employee due to operational requirements is unable to partake in a meal free of
cost the employee shall be paid an allowance of an amount as set out in item 2
of Table 2 - other Rates and Allowances, of Part B, Monetary Rates.
20.4 Notwithstanding
the provisions of subclauses 20.1 and 20.3 hereof, an employer and an employee
may agree in writing that an allowance of the amount set out in the said item 2
shall be paid in lieu of the provision of a meal free of cost to the employee.
20.5 Where a Club
does not provide a meal for members, the employee shall be entitled to an
allowance of the amount set out in the said item 2 of Table 2 - other Rates and
Allowances, of Part B, Monetary Rates.
21. Rostered Days Off
21.1 Each employee
shall be free from duty for at least nine days in each four weekly period
provided that in each such period that on at least two occasions such days
shall be consecutive.
21.2 Where the employer
and an employee mutually agree in writing to substitute an alternative method
of taking time off, then that method shall apply.
21.3 In clubs where
only a club Manager is employed the Board of Directors and the club Manager
may, by mutual consent in writing, agree to the Club Manager taking eight full
days and two half days off in each four week period.
21.4 The club's
Board of Directors or a duly authorised representative of the Board shall have
the right to direct when a rostered day off shall not be worked and, in the
case of an emergency, the right to direct when a rostered day off shall be
worked.
21.5 An employee who
works on his/her rostered day(s) off as directed shall be paid at overtime
rates for all hours so worked.
21.5.1 Details
of all work performed on a rostered day off by any employee covered by this
award shall be submitted in writing by the club Manager to the club's Board of
Directors or to a duly authorised representative of the Board prior to or at
the meeting of the Board following the day on which such work performed and
payment for such work shall be made on the first pay day after that meeting.
21.5.2 Where
details of work are not submitted in accordance with 21.5.1, no entitlement to
payment shall arise.
21.5.3 An
employee in receipt of a salary inclusive of the exemption rate prescribed in
sub clause 9.5.1 shall not be entitled to additional payment if directed to
work on a rostered day off, provided that:
(a) A least 8
hours break has occurred prior to being directed to commence duties on a
rostered day off.
(b) The cancelled
rostered day off shall be deferred or banked in accordance with the provisions
of 21.6.
21.6 The taking of
rostered days off may be deferred with the prior approval of the clubs Board, with
such rostered days off to be banked, by written agreement for a period not
exceeding twelve months from the date such rostered days off accrued to the
employee, to be taken at a time agreed upon between the employer and employee;
provided that the number of rostered days off so banked shall at no time exceed
twenty such days.
21.6.1 The
employer and the employee may agree in writing that the money value of any
rostered days off accrued and banked pursuant to 21.6 hereof, but not taken by
the employee, may be paid to the employee in lieu of taking such accrued and
banked rostered days off. Payment shall be made at normal time rates of pay.
21.6.2 By
agreement with the employer, the employees’ accrued RDO’s may be added to their
annual leave (no annual leave loading shall apply to such accruals).
21.6.3 Upon
termination of the employees’ employment for any reason the money value of any
rostered days off accrued and banked pursuant to 21.6. hereof, but not taken by
the employee, shall be paid to the employee at normal time rates of pay. Any rostered days off accrued in excess of
20 shall be disregarded.
21.7 Make-up time
An employee may elect, with the consent of their
employer, to work make-up time, under which the employee takes time off
ordinary hours, and works those hours at a later time, during the spread of
ordinary hours provided in the award.
22. Overtime
22.1 All time worked
in excess or outside of the ordinary hours of duty or on a rostered day off
shall be overtime.
22.2 In computing overtime
each day's work shall stand alone and be paid for at the rate of time and
one-half for the first two hours and double time thereafter.
22.3 Details of all
overtime worked by any employee covered by this award shall be submitted in
writing by the employee to the club's Board of Directors or to a duly
authorised representative of the Board prior to or at the next meeting
following the day on which such overtime is worked, and payment for such
overtime shall be made on the first pay day after that meeting, provided that
if details of overtime worked are not so submitted, payment for such overtime
may not be made by the club and in such event no entitlement to payment shall
arise.
22.4 Subject to
22.4.1 the Club's Board of Directors or a duly authorised representative of the
board may require an employee to work reasonable overtime at overtime rates.
22.4.1 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
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 need of
the workplace or enterprise;
(d) the (notice if any)
given by the employer of overtime and by the employee of his or her intention
to refuse it; and
(e) any other
relevant matter.
22.5 An employee who
is required to work and works so much overtime between the cessation of that
employee's ordinary hours on one day or shift and the commencement of that
employee's ordinary starting time on the next day or shift that the employee
has not had at least ten consecutive hours off duty between those times shall
be released after completion of such overtime until the employee has had ten
consecutive hours off duty, without loss of pay for ordinary working time
occurring during such absence.
22.6 If, as a result
of special operational circumstances and upon the Board of Directors
instructions, an employee resumes duty without having had ten consecutive hours
off duty the employee shall be paid at double ordinary time rates until
released from duty (or if the duty is resumed on a public holiday, at public
holiday rates) for such period and then 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.
22.7 An employee may
elect with the consent of the employer to take time off during ordinary hours
in lieu of payment for overtime. The
taking of such time must be agreed to by the employer and time off shall be the
same as the overtime worked.
23. Recall to Duty
An employee recalled to work any overtime in one or more
periods after having left the club premises shall, when such overtime is worked
after the conclusion of the ordinary hours of one shift and before the
commencement of the ordinary hours of the next shift (whether notified before
or after having left the said premises), be paid for a minimum of one hour's
work, provided such overtime is not required to be paid because of the failure
of the employee to perform a duty, or function, during his ordinary working
hours. The employee shall not be paid
for the time spent travelling to and from the club on a recall.
24. Public Holidays
24.1 The day or days
upon which the following holidays fall or days on which such holidays are
observed shall be holidays for the purpose of this award:
New Year's Day, Australia Day, Good Friday, Easter
Saturday, Easter Monday, Anzac Day, Queen's Birthday, Eight Hour Day, Christmas
Day and Boxing Day and any other day or days proclaimed or gazetted as public
holidays for the State.
24.2 An employee who
is required to work on a public holiday and who so works shall be paid at the
rate of double time and one-half with a minimum payment at such rate for 4
hours worked. Where an exemption rate
is paid pursuant to sub clause 9.5.1, that rate shall be used for the
calculation of penalty rates for such public holidays.
24.3 Details of all
work performed by an employee on a public holiday shall, other than normal
rostered duties, be submitted in writing by the employee to the club's Board of
Directors or to a duly authorised representative of the Board prior to or at
the next meeting following the day on which such public holiday is worked, and
payment for such work shall be made on the first pay day after that meeting,
provided that if details of work performed on a public holiday are not so
submitted, payment for such work may not be made by the club and in such event
no entitlement to payment shall arise.
24.4 Where a public
holiday falls on an employee's rostered day off and the employee is not
required to attend for duty, the employee shall be entitled, for each such
occasion, to either:
24.4.1 an
additional day's salary; or
24.4.2 be
granted another day off in lieu; or
24.4.3 have
an additional day without annual leave loading added to the employee's annual
leave.
24.5 The provisions
referred to in sub clause 24.4 shall not apply to employees whose regular
roster excludes rostered duties on Saturday or a Sunday. Where a public holiday as prescribed by sub
clause 24.1 falls on a Saturday no additional payment as prescribed by that
clause shall apply.
25. Annual Leave
25.1 Annual Leave
Entitlement
Five weeks paid annual leave shall be allowed to an
employee after each completed year of service and an employee whose services
are terminated or who leaves their employment during a twelve monthly period
shall be entitled to pro rata annual leave for the period of employment served.
25.2 Annual Leave
Exclusive of Public Holidays
The annual leave prescribed by this clause shall be
exclusive of any of the holidays prescribed by clause 24 - Public Holidays -
and, if any such holiday falls within an employee's period of annual leave and
is observed on a day which in the case of that employee would have been an
ordinary working day, there shall be added to the period of annual leave time
equivalent to the ordinary time which the employee would have worked if such
day had not been a holiday.
25.3 The Taking Of
Annual Leave
25.3.1 Annual
leave shall be taken in consecutive weeks except that by agreement between the
employee and employer the leave may be split into separate periods provided
that no period shall be less than one week, subject to the provisions of clause
28.3.1 Personal/Carers provisions.
25.3.2 No employee
shall be required to go on annual leave unless at least three month’s prior
notice has been given, except where a shorter period of notice is mutually
agreed between the employer and employee concerned.
25.3.3 Each
employee shall be asked to state when they require annual leave and the
employer shall, as far as practicable, arrange to suit annual leave for the
convenience of employees.
25.3.4 Before
proceeding on annual leave, the employee shall be paid any salary then due or
which may accrue during the period of leave.
25.4 Annual Leave
Loading
25.4.1 Before
an employee is given and takes annual leave or, where by agreement between the
employer and the employee the annual leave is given and taken in more than one
separate period, then before each of such separate periods, the employer shall
pay the employee a loading determined in accordance with this clause.
25.4.2 The
loading is payable in addition to the employee's salary for the period of
annual leave given and taken.
25.4.3 Prior
to commencing a period of annual leave, the employee shall receive a loading of
17.5 per cent calculated at the appropriate ordinary time rate of salary,
prescribed in clause 9.2.1 - Classifications and wage rates, for the
classification in which the employee was employed immediately before commencing
annual leave or where applicable the salary rate payable as prescribed in
clause 9.5. - Salaries exemptions - shall be deemed to be the gross salary for
the purpose of this clause.
25.5 Proportionate
Leave on Termination
25.5.1 When
the employment of an employee is terminated by the employer for a cause other
than for serious and wilful misconduct and at the time of the termination the
employee has not been given and has not taken the whole of annual leave to
which the employee became entitled, the employee shall be paid a loading
calculated in accordance with 25.4.3 for the accrued entitlement not taken at
time of the last anniversary date of employment.
25.5.2 Where
an employee resigns and has not taken the whole of an annual holiday to which
the employee has become entitled on or after that date, he or she shall be paid
a loading calculated in accordance with 25.4.3 for the accrued entitlement not
taken at time of the last anniversary date of employment.
26. Long Service
Leave
See Long Service Leave Act (NSW) 1955.
27. Sick Leave
27.1 After four
weeks of continuous employment with the same club, an employee absent from duty
on account of personal illness, or accident, shall be paid for the period of
such absence for up to 80 hours per annum, at the rate of his full salary,
provided that an employee shall not be entitled to paid leave of absence for
any period in respect of which the employee is entitled to workers'
compensation.
27.2 The rights under
this clause shall accumulate from year to year until used.
27.3 To be entitled
to sick leave under this clause an employee may be required to prove to the
satisfaction of the employer that he or she was unable, on account of such
illness or accident to attend for duty on the day or days for which such leave
is claimed.
27.4 For the purpose
of this clause continuous service shall be deemed not to have been broken by
any absence from work on leave granted by the employer; or any absence from
work by reason of personal illness, injury or other reasonable cause (proof
whereof shall in each case be upon the employee); provided that any time so
lost shall not be taken into account in computing the qualifying period of four
weeks.
27.5 For the purpose
of subclause 27.1 of this clause, service before the date of the coming into
force of this award shall be counted as service.
28. Personal/Carer’s
Leave
28.1 Use of Sick
Leave
28.1.1 An
employee, other than a casual employee, with responsibilities in relation to a
class of person set out in 28.1.3(ii) who needs the employee’s care and
support, shall be entitled to use, in accordance with this subclause, any
current or accrued sick leave entitlement, provided for in clause 27, - Sick
Leave - 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.
28.1.2 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.
28.1.3 The
entitlement to use sick leave in accordance with this subclause is subject to;
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) 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
(c) a child or an
adult child (including an adopted child, a step child, 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
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member or the same household, where for the purposes of
this sub clause:
1. "Relative"
means a person related by blood, marriage or affinity;
2. "Affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
3. "Household"
means a family group living in the same domestic dwelling.
28.1.4 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 prior notice of absence, the employee shall notify the
employer by telephone of such absence at the first opportunity on the day of
absence.
28.2 Unpaid Leave
for Family Purpose
28.2.1 An
employee may elect, with the consent of the employer, to take unpaid leave for
the purpose of providing care and support to a member of a class of person set
out in 28.1.3(ii) who is ill.
28.3 Annual Leave
28.3.1 Subject
to the Annual Holidays Act 1944 an employee may elect with the consent
of the employer to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
28.3.2 Access
to annual leave, as prescribed in 28.3.1 of this subclause, shall be exclusive
of any shutdown period provided for elsewhere under this award.
28.3.3 An
employee and employer may agree to defer payment of the annual leave loading in
respect of single day absences, until at least five consecutive annual leave
days are taken.
28.4 Time Off in
Lieu of Payment for Overtime
28.4.1 An
employee may elect, with the consent of the employer, to take time off in lieu
of payment for overtime at a time or times agreed with the employer within 12
months of the said election.
28.4.2 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.
28.4.3 If,
having elected to take time as leave in accordance with 28.4.1, the leave is not
taken for whatever reason payment for time accrued at overtime rates shall be
made at the expiry of the 12 month period or on termination.
28.4.4 Where
no election is made in accordance with the said 28.4.1 employee shall be paid
overtime rates in accordance with the award.
28.5 Make-up Time
28.5.1 An
employee may elect, with the consent of the employer, to work "make-up
time", under which the employee takes time off ordinary hours, and works
those hours at a later time, during the spread of ordinary hours provided in
the award, at the ordinary rate of pay.
28.5.2 An
employee on shift work may elect, with the consent of the employer, to work
"make-up time" (under which the employee takes time off ordinary
hours and works those hours at a later time), at the shift work rate which
would have been applicable to the hours taken off.
29. Bereavement Leave
29.1 Leave granted
under this clause shall be without deduction of pay to a maximum period not
exceeding the number of hours worked by the employee in three ordinary
days. An employee other than a casual
employee shall be entitled to bereavement leave without deduction of pay on
each occasion of the death of a person prescribed in 29.3 below.
29.2 An employee
shall be entitled to bereavement leave upon production of satisfactory proof of
such death, to leave up to and including the day of the funeral of such
relation as prescribed in 29.3 below.
29.3 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 28.1.3, provided that
for the purpose of bereavement leave, the employee need not have been
responsible for the care of the person concerned.
29.4 This clause
shall have no operation during any time when the period of leave referred to
herein coincides with any other period of leave of the employee or their
rostered day off.
29.5 Bereavement
leave may be taken in conjunction with other leave available under 28.2, 28.3,
28.4, 28.5 and 21, Rostered Days Off, of this award. In determining such a request the employer will give
consideration to the circumstances of the employee and the reasonable
operational requirements of the business.
30. Professional
Development Leave
30.1 In order to
facilitate progression through the classification structure in clause 9 -
Classification and Wage Rates - an employee is entitled to five days paid
Professional Development Leave in each calendar year, subject to the provisions
of this clause.
30.2 Professional
Development Leave is only available for the purpose of undertaking continuing
education and industry activity programs conducted by or approved for
accreditation by Club Management Development Australia (CMDA), Club Managers
Association Australia and the Registered Clubs Association of New South Wales
(RCA).
30.3 The entitlement
to paid Professional Development Leave is dependent on:
30.3.1 the
employee providing the club with at least twenty eight days notice or a lesser period
as mutually agreed, of the dates on which the employee seeks to take
Professional Development Leave;
30.3.2 the
granting of leave not unduly affecting the operation of the club;
30.3.3 the
employee agreeing to provide, if requested by the club, a report outlining the
potential benefits of the training undertaken to the operation of the club; and
30.4 The club may
reimburse an employee for any costs associated with undertaking continuing
education programs and industry activities conducted or approved by CMDA, CMAA
or RCA.
31. Reserve Forces
Leave
31.1 An employee who
is a member of the Reserve Forces of Australia, with the approval of the Board,
shall be released from duty for two weeks per year for the purpose of
undertaking courses of training required by the Reserve Forces.
31.2 To become
entitled to be released from duty pursuant to 31.1 the employee shall within
seven days of receiving notification from the Reserve Forces, unless prevented
by accident, illness or other reasonable cause, inform the employer of the
dates between which the employee seeks to be released from duty, and failure to
comply with this clause shall relieve the employer of the obligations under
31.1.
31.2.1 The
parties to this award acknowledge and adhere to the provisions of the Defence
Reserve Service (Protection) Act 2001 or any such agreement that rescinds
or replaces it.
32. Emergency Service
Leave - (SES/RFS)
32.1 Where the
employee is a member of the State Emergency Service or Rural Bushfire Service
and is required to attend at a proclaimed emergency, the employer shall provide
the employee with ten (10) days leave per year.
32.2 The employer
shall reimburse the employee the difference between any amount paid in respect
to his/her attendance at such emergency and the amount of salary he/she would
have received in respect of the ordinary time had he/she not been on such
service.
33. Jury Service
33.1 An employee on
weekly hiring required to attend for jury service during ordinary working hours
shall be reimbursed by the employer an amount equal to the difference between
the amount paid in respect of attendance for such jury service and the amount
of salary or wage the employee would have received in respect of the ordinary
time that would have been worked had the employee not been on jury service.
33.2 An employee
shall notify the employer as soon as possible of the date upon which the
employee is required to attend for jury service.
33.3 Further the employee
shall give the employer proof of attendance, the duration of such attendance
and the amount received in respect of such jury service.
34. Accommodation
34.1 Where a club
provides accommodation for an employee, an employee and spouse, or an employee,
spouse and dependent children, the club shall be entitled to deduct an amount
agreed in writing between the club and the employee. The amount agreed on is to
be increased annually in accordance with the Consumer Price Index.
34.2 This clause is
made on the understanding that the deduction existing for employees at the date
on which the Award takes effect shall not be increased merely as a consequence
of the coming into operation of this clause.
35. Uniforms
35.1 Where the
employer requires a manager to wear a uniform whilst on duty, the employer must
reimburse the manager for the cost of purchasing the uniform. The provisions of
this sub-clause do not apply where the uniform is paid for by the employer.
35.2 Where a uniform
is required to be worn by a manager, the employer must pay to the employee an
allowance of an amount as set out in Item 3 of Table 2 - Other Rates - and
allowances, of Part B Monetary Rates, to cover the costs of laundering the
uniform. The provisions of this clause
do not apply where the employer arranges for the uniform to be laundered
without cost to the manager.
35.3 An employer may
require an employee on commencing employment to sign a receipt for item/s of
uniform and property. This receipt must
list the item/s of uniform and property and the value of them. If, when an
employee ceases employment, the employee does not return the item/s of uniform
and property in accordance with the receipt, the employer will be entitled to
deduct the value as stated on the receipt from the employee’s wages.
35.4 In the case of
genuine wear and tear, damage, loss or theft that is not the employee’s fault
the provisions of clause 35.3 will not apply.
35.5 Any
disagreement concerning the value of item/s of uniform and property and any
other aspect of this clause may be determined by the Grievance and Dispute
procedure.
36. Workers'
Compensation Insurance
Where applicable, the exemption salary rate shall be the
rate insured for and the employee, while absent from duty on workers compensation,
shall be paid his actual salary including any exemption salary rate (subject to
the provisions of the Workplace Injury Management and Workers Compensation
Act 1998).
37. Superannuation
37.1 Definitions
In this clause:
37.1.1 Industry
Fund shall mean CLUB-PLUS, being the Superannuation Scheme registered under
federal laws.
37.1.2 Eligible
employee means:
(a) a weekly
employee (including a part-time employee) employed in the club industry,
subject to the completion of four weeks employment;
(b) is otherwise a
member of Club Plus.
37.1.3 Employed
in the club industry means employed to work in a club where such employment is
governed by the terms of this Award.
37.1.4 Ordinary
time earnings means:
(a) in the case of
a full-time weekly employee the appropriate rate for the ordinary hours of the
week, as prescribed by clause 9 - Classifications and Wage Rates - hereof,
together with, if applicable, clause 9.5 - Salaries Exemptions - and Management
Agreements;
(b) in the case of
a part-time employee the number of ordinary hours worked in each week
multiplied by 1/40th of the weekly rate for the classification;
37.1.5 Trustee
shall mean Club Plus Pty Limited or such trustee of the Club Plus as may be
appointed from time to time.
37.1.6 Union
means the Club Managers’ Association, Australia.
37.2 Enrolment
The following conditions are subject to where the
employer is already making contributions in excess of those required under
federal legislation as provided for in 37.3 below and where the occupational
superannuation scheme complies with the Superannuation Industry Supervision
Act.
37.2.1 Each
employer shall comply with the following:
(a) distribute
application for membership forms and relevant information of Industry Fund to each
of the eligible employees;
(b) as soon as
practicable on the completion of the application for membership form by an
eligible employee, the employer shall (if they have not already done so) enter
into a Deed of Adherence with the trustee acknowledging themselves to be bound
by Club Plus trust deed; and
(c) where the
employee is not a member of Club Plus the employer shall attach to the
completed application for membership form a letter signed by at least two
members of the Executive of the club's Board of Directors instructing the
trustee to:
(i) enrol in Club
Plus the named employee; and
(ii) accept
contributions from the date specified in the letter.
(d) Where the
employee is a member of Club Plus, the employer shall forward a letter to the
administrator signed by at least two members of the Executive off the club's
Board of Directors instructing the trustee to accept contributions from the
date specified in the letter.
(e) On
commencement of employment, an employee who is already a member of Club Plus,
shall provide the employer with his or her fund membership number.
37.3 Contributions
37.3.1 The
quantum of superannuation contributions shall be in accordance with the
relevant legislation, that being the Superannuation Guarantee Charge Legislation.
37.3.2 Each
employer shall pay to the trustee an amount equal to the appropriate proportion
of the employee's ordinary time earnings in accordance with clause 37.3.1.
37.3.3 An
employee may elect to make a voluntary contribution to a Superannuation Fund
upon completion of a voluntary contribution deduction authority or a direct
contribution remittance form.
37.4 Remitting
Payments
37.4.1 Each
employer shall remit to the trustee of the fund all payments due in respect of
their employees immediately at the conclusion of each calendar month or at such
other times and in such other manner as may be agreed in writing between the
trustee and the employer.
37.4.2 Each
employer shall remit to the trustee of the fund all payments as authorised by the
employee in accordance with the completed voluntary contribution deduction
authority or as such other times and in such other manner as may be agreed in
writing between the trustee and the employee.
37.5 Exemptions
37.5.1 Where
an employer is incapable of complying with this clause on the grounds of
extreme incapacity to pay as set out in the wage fixation principles adopted by
the Industrial Commission of New South Wales, they may apply to the Commission
for exemption from this clause whilst ever the incapacity exists, provided that
-
(a) the employer
shall comply with this clause until the matter is determined by the Commission;
(b) such compliance
shall be without prejudice to the outcome of the application.
37.5.2 Notwithstanding
the provisions of this subclause, the employer and the Club Managers
Association may, by mutual consent, agree in writing to observe other
conditions in order to meet special cases.
38. Termination of
Employment
38.1 Notice of
Termination by Employer
38.1.1 The
employment of a full-time or part-time employee shall not be terminated (except
for the provision of 38.1.5) without giving to the employee the period of
notice specified in the table below:
Period of Continuous
Service
|
Period of Notice
|
|
|
Under six months service
|
1 week
|
Over six months service
|
4 weeks
|
38.1.2 In
addition to this notice, employees over 45 years of age at the time of the
giving of the notice with not less than two years continuous service, are entitled
to an additional week’s notice.
38.1.3 Payment
in lieu of the notice will be made if the appropriate notice period is not
required to be worked. Employment may be terminated by the employee working
part of the required period of notice and by the employer making payment for
the remainder of the period of notice.
38.1.4 In
calculating any payment in lieu of notice, the wages an employee would have
received in respect of the ordinary time they would have worked during the
period of notice had their employment not been terminated will be used.
38.1.5 The
period of notice in this clause, shall not apply in the case of dismissal for
conduct that justifies instant dismissal including serious misconduct or
failure to carry out a lawful and reasonable instruction of the Board of
Directors or the duly appointed representative of the Board.
38.1.6 Notwithstanding
the foregoing provisions trainees who are engaged for a specific period of time
shall once the traineeship is completed and provided that the trainees’
services are retained have all service including the training period counted in
determining entitlements. In the event that a trainee is terminated at the end
of his or her traineeship and is re-engaged by the same employer within six
months of such termination the period of traineeship shall be counted as
service in determining any future termination.
38.2 Notice of
Termination by an Employee
38.2.1 The
notice of termination required to be given by an employee is the same as that
required of an employer, save and except that there is no requirement on the
employee to give additional notice based on the age of the employee concerned.
38.2.2 If
an employee fails to give notice the employer has the right to withhold and/or
deduct monies due to the employee, excluding accrued annual and long service
leave entitlements due at the time of termination, to a maximum amount equal to
ordinary time rate of pay for the period of notice.
38.3 Time off During
Notice Period
Where an employer has given notice of termination to an
employee, an employee shall be allowed up to two day’s time off without loss of
pay for the purpose of seeking other employment. The time off shall be taken at times that are convenient to the
employee after consultation with the employer.
38.4 Procedural
Fairness
38.4.1 An
employer shall not terminate the services of any employee for reasons of
conduct or performance unless:
(a) The employee
has been provided prior to the termination with full particulars verbally or in
writing, of all allegations against the employee;
(b) The employee
has been given the opportunity to defend himself or herself against all
allegations relied upon by the employer.
38.4.2 An
employee whom at the direction of the employer is instructed not to attend for
duty whilst the procedures of 38.4.1 are being implemented or further enquires
are being made shall, during such absence, be paid the equivalent to the weekly
salary or part thereof.
38.4.3 Should
the employer elect to suspend the employee from duties the process must be
completed in a timely fashion. In the
event the employee is suspended for a period in excess of 10 working days, the
employee shall inform the Association and the employer shall inform the ClubsNSW.
39. Grievance &
Disputes Procedure
39.1 Procedures
Relating to Grievances of Individual Employees
39.1.1 The
employee or the Association on behalf of its member is required to notify (in
writing or otherwise) the employer as to the substance of the grievance,
request a meeting with the employer for bilateral discussions and state the
remedy sought.
39.1.2 A
grievance must initially be dealt with as close to its source as possible, with
graduated steps for further discussion and resolution at higher levels of
authority.
39.1.3 Reasonable
time limits must be allowed for discussion at each level of authority.
At the conclusion of the discussions, the employer must
provide a response to the employee's grievance including reasons.
39.1.4 While
a procedure is being followed, normal work must continue.
39.1.5 The
employee may be represented by the CMA, and the employer may be represented by
ClubsNSW, at any stage during this process.
39.2 Procedures
Relating to Disputes etc. between Employers and their Employees
39.2.1 A
question, dispute or difficulty must initially be dealt with as close to its
source as possible, with graduated steps for further discussion and resolution
at higher levels of authority.
39.2.2 Reasonable
time limits must be allowed for discussion at each level of authority.
39.2.3 While
a procedure is being followed, normal work must continue.
39.2.4 The
employer may be represented by the ClubsNSW and the employee may be represented
by the CMA for the purpose of each procedure.
40. Redundancy
40.1 Application
40.1.1 This
clause shall apply in respect to full time and part time persons employed in
the classifications specified by Clause 9, Classifications.
40.1.2 The
provisions of this clause shall only apply in respect to employers who employ
15 or more employees immediately prior to the termination of employment of
employees, in the terms of Clause 40.5 of this award.
40.1.3 Notwithstanding
anything contained elsewhere in this clause, these provisions shall not apply
to employees with less than one year’s continuous service and the general
obligation on employers shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
40.1.4 Notwithstanding
anything contained elsewhere in this clause, these provisions shall not apply
where employment is terminated as a consequence of conduct that justifies
instant dismissal, including malingering, inefficiency or neglect of duty, or in the case of employees engaged for a
specific period of time or for a specified task or tasks, or where employment
is terminated due to the ordinary and customary turnover of labour.
40.2 Introduction of
Change
Employer’s Duty to Notify
40.2.1 Where
an employer has made a definite decision to introduce major changes in
production, program, organisation, structure or technology that are likely to have
significant effects on employees, the employer shall notify the employees who
may be affected by the proposed changes and the union to which they belong.
40.2.2 "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employers workforce of in the skills
required, the elimination or diminution of job opportunities, promotion
opportunities or job tenure, the alteration of hours of work, the need for
retraining or transfer of employees to other work or locations and the
restructuring of jobs.
40.2.3 Provided
that where this award makes provision for alteration of any of the matters
referred to herein, an alteration shall be deemed not to have significant
effect.
40.3 Employer’s Duty
to Discuss Change
40.3.1 The
employer shall discuss with the employees affected and the union to which they
belong, inter alia, the introduction of the changes referred to in 40.2.1
above, the effects the changes are likely to have on employees and measures to
avert of mitigate the adverse effects of such changes on employees, and shall
give prompt consideration to matters raised by the employees and/or the union
in relation to the changes.
40.3.2 The
discussion shall commence as early as practicable after a definite decision has
been made by the employer to make the changes referred to in 40.3.1 of this
clause.
40.3.3 For
the purpose of such discussion, the employer shall provide to the employees
concerned and the union to which they belong all relevant information about the
changes, including the nature of the changes proposed, the expected effects of
the changes on employees and any other matters likely to affect employees,
provided that any employer shall not be required to disclose confidential
information the disclosure of which would adversely affect the employer.
40.4 Redundancy
40.4.1 Discussions
before Terminations
(a) Where an
employer has made a definite decision that the employer no longer wishes the
job the employee has been doing done by anyone pursuant to Clause 40.2,
"Introduction of Change", and that decision may lead to the
termination of employment, the employer shall hold discussions which the
employees directly affected and with the union to which they belong.
(b) The discussion
shall take place as soon as is practicable after the employer has made a
definite decision which will invoke the provision of 40.4.1(a) of this
subclause and shall cover, inter alia, any reason for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination of the employees concerned.
(c) For the
purpose of the discussion the employer shall, as soon as practicable, provide
to the employees concerned and the union to which they belong, all relevant
information about the proposed terminations, the number and categories of
employees likely to be affected, and the number of employees normally employed
and the period over which the terminations are likely to be carried out,
provided that any employer shall not be required to disclose confidential
information the disclosure of which would adversely affect the employer.
40.5 Termination of
Employment
40.5.1 Notice
of Changes in Production, Program, Organisation or Structure.
This subclause sets out the notice provisions to be
applied to terminations by the employer for reasons arising from
‘production", "program", "organisation" or
"structure", in accordance with Clause 40.4.1 of this award.
(a) In order to
terminate the employment of an employee, the employer shall give to the
employee the following notice:
Period of Continuous
Service
|
Period of Notice
|
|
|
Up to an including 6
months
|
1 week
|
More than 6 months
|
4 weeks
|
(b) In addition to the
notice above, employees over 45 years of age at the time of the giving of the
notice with not less than two years continuous service, shall be entitled to an
additional week’s notice.
(c) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given, provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
40.5.2 Notice
for Technological Change
This subclause sets out the notice provisions to be
applied to termination by the employer for reasons arising from
"technology" in accordance with Clause 40.4.1 of this award:
(a) In order to
terminate the employment of an employee, the employer shall give to the
employee 3 months notice of termination.
(b) Payment in lieu
of the notice above shall be made if the appropriate notice period is not
given, provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
(c) The period of
notice required by this subclause to be given shall be deemed to be service
with the employer for the purposes of the Long Service Act 1955, the Annual
Holidays Act 1944, or any Act amending or replacing either of these Acts.
40.5.3 Time
Off During the Notice Period
(a) During the
period of notice of termination given by the employer, an employee shall be
allowed up to one day’s time off without loss of pay during each week of
notice, to a maximum of five weeks, for the purposes of seeking other
employment.
(b) If the employee
has been allowed paid leave for more than one day during the notice period for
the purpose of seeking other employment, the employee shall, at the request of
the employer, be required to produce proof of attendance at an interview, or
the employee shall not receive payment for the time absent.
40.5.4 Employee
Leaving During the Notice Period
If the employment of an employee is terminated (other
than for misconduct) before the notice period expires, the employee shall be
entitled to the same benefits and payments under this clause had the employee
remained with the employer until the expiry of such notice, provided that in
such circumstances the employee shall not be entitled to payment in lieu of
notice.
40.5.5 Statement
of Employment
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee a
written statement specifying the period of the employee’s employment and the
classification of or the type of work performed by the employee.
40.5.6 Notice
to Commonwealth Employment Service (Jobs Network)
Where a decision has been made to terminate employees,
the employer shall notify the Commonwealth employment Service (Jobs Network)
thereof as soon as possible, giving relevant information including the number
and categories of the employees likely to be affected and the period over which
the terminations are intended to by carried out.
40.5.7 Department
of Social Security (Centre Link) Employment Separation Certificate
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
"Employment Separation Certificate" in the form required by the
Department of Social Security (Centre Link).
40.5.8 Transfer
to Lower Paid Duties
Where an employee is transferred to lower paid duties
for reasons set out in Clause 40.4.1 of this award, the employee shall be
entitled to the same period of notice of transfer as the employee would have
been entitled to if the employee’s employment had been terminated, and the
employer may, at the employer’s option, make payment in lieu thereof of an
amount equal to the difference between the former ordinary time rate of pay and
the new ordinary time rates for the number of weeks of notice still owing.
40.6 Severance Pay
Where an employee is to be terminated pursuant to
Clause 40.5 of this award, subject to further order of the Industrial Relations
Commission, the employer shall pay the following severance pay in respect of a
continuous period of service:
40.6.1 If
an employee is under 45 years of age, the employer shall pay in accordance with
the following scale:
Years of Service
Age
|
Under 45 Years of
Entitlement
|
|
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
4 weeks
|
2 years and less than 3 years
|
7 weeks
|
3 years and less than 4 years
|
10 weeks
|
4 years and less than 5 years
|
12 weeks
|
5 years and less than 6 years
|
14 weeks
|
6 years and over
|
16 weeks
|
40.6.2 Where
an employee is 45 years of age or over, the entitlement shall be in accordance
with the following scale:
Years of Service and
|
45 Years of Age
Over Entitlement
|
|
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
5 weeks
|
2 years and less than 3 years
|
8.75 weeks
|
3 years and less than 4 years
|
12.5 weeks
|
4 years and less than 5 years
|
15 weeks
|
5 years and less than 6 years
|
17.5 weeks
|
6 years and over
|
20 weeks
|
40.6.3 "Weeks
pay" means the all purpose rate for the employee concerned at the date of
termination, and shall include, in addition to the ordinary rate of pay, over
award payments, exemption rates and allowances paid pursuant to this Award.
40.7 Incapacity to
Pay
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in Clause 40.6
above.
The Industrial Relations Commission shall have regard
to such financial and other resources of the employer concerned as the
Industrial Relations Commission thinks relevant, and the probable effect of
paying the amount of severance pay in Clause 40.6 above will have on the
employer.
40.8 Alternative
Employment
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in Clause 40.6 if
the employer obtains acceptable alternative employment for an employee.
40.9 Grievance and
Dispute Resolution Procedures
Procedure Relating to Grievance of Individual Employees
shall be dealt with in accordance with the provisions contained in clause 39 of
this award.
41. Structural
Efficiency
41.1 Employees shall
carry out all functions within their capacity to perform, and may be required
from time to time to carry out other duties of a lower classification or duties
of other employees employed at the club, where this is reasonably required, such
as during unexpected busy trading periods, special functions, or where existing
staff resources are deemed to be inadequate.
41.2 Nothing in this
clause shall allow an employer to continually or unreasonably require an
employee to perform duties as indicated in subclause 41.1 or to reduce work
normally available to employees engaged at either a lower level or pursuant to
a distinct and separate industrial instrument. Employees Classified in
accordance with Clause 9 of this award shall not be rostered to perform work of
any kind of an employee engaged at either a lower level or pursuant to a
distinct and separate industrial instrument.
42. Further
Negotiations
The parties to the award may agree to re open negotiations
in order to review wages (Table 1.2 of Part B Monetary Rates), during the term
of this award with a view to reaching agreement on increasing flexibility in
the following areas:
Clause 7 (7.2)
|
‘Exemptions’;
|
Clause 8
|
‘Enterprise flexibility provisions’;
|
Clause 9
|
‘Classifications and Wage Rates’(consideration compliance
with the provisions
|
|
of Sections 34A-34E of the Registered Clubs Act 1976
(Registered Clubs
|
|
Amendment Act 2003).
|
Clause 19
|
‘Hours of Work’;
|
Clause 20
|
‘Meal Breaks and Allowances’;
|
Clause 21
|
‘Rostered Days Off’;
|
Clause 22
|
‘Overtime’;
|
Clause 40
|
‘Redundancy’;
|
and such other areas as the parties see as appropriate.
PART B
MONETARY RATES
Table 1
The following rates of salary shall be the minimum annual
amount payable to employees within the named classification levels:
Table 1.1
From the first pay period commencing on or after 4 January
2004. (2.7%)
Classification level
|
¼
|
+ 30%
|
+ 50%
|
|
$
|
$
|
$
|
Level A
|
38,661
|
50,259
|
57,991
|
Level B
|
40,127
|
52,165
|
60,190
|
Level C
|
41,592
|
54,070
|
62,388
|
Level D
|
43,646
|
56,740
|
65,469
|
Level E
|
48,045
|
62,458
|
72,067
|
Level F
|
55,375
|
71,987
|
83,062
|
Level G
|
64,174
|
83,426
|
96,261
|
Table 1.2
From the first pay period commencing on or after 4 January
2005 (2.5%)
Classification Level
|
1/05
|
+30%
|
+50%
|
|
$
|
$
|
$
|
Level A
|
39,628
|
51,516
|
59,442
|
Level B
|
41,130
|
53,469
|
61,695
|
Level C
|
42,632
|
55,422
|
63,948
|
Level D
|
44,737
|
58,158
|
67,105
|
Level E
|
49,246
|
64,020
|
73,869
|
Level F
|
56,759
|
73,787
|
85,138
|
Level G
|
65,778
|
85,511
|
98,668
|
B. This order shall
come into force from the first pay period to commence on or after 4 January
2004 and shall remain in force for a period of twelve months.
Table 2 - Other
Rates and Allowances
Item No.
|
Clause No.
|
Brief Description
|
Amount
|
|
|
|
$
|
1
|
Clause 17.1
|
Vehicle allowance -
|
|
|
|
Per kilometre
|
0.61
|
|
|
Maximum payment in one week
|
270.00
|
2
|
Clause 20.2,
|
|
|
|
20.3, 20.4.
|
Meal Allowance
|
9.50 per shift
|
3
|
Clause 34.2
|
Laundry Allowance
|
9.50 per week
|
4
|
Clause 7.2
|
Gross annual revenue of a club below which this
|
|
|
|
award does not apply
|
$500,000.00
|
APPENDIX A
TRAINING
REQUIREMENTS
This appendix shows how the Training Requirements for the classification
guidelines issued through Tourism Training Australia.
It is included as an appendix for the information of
employers and employees only and shall not otherwise be used in construing the
meaning of the award.
The training requirements which follow are based on the
seven level classification structure inserted into Clause 9.1 Club Managers
(State) Award 2004.
The suggested modules referred to at each level are those
detailed in the "Hospitality Training Resources Manual" prepared by
Tourism Training Australia. Hospitality Industry modules of an equivalent
standard may by substituted within the guidelines issued through Tourism
Training Australia.
As well as undertaking a formal training course approved by the
Australian Hospitality Review Panel, training requirements can be met by
current skills being formally assessed and recognised under the ACCESS program
or under other Recognition of Prior learning (RPL) systems approved by Tourism
Training Australia.
Level ‘A’ Manager
THHGGA02A Perform Clerical Duties
THHGGA07A Control and Order Stock
THHGLE01A Monitor Work Operations
THHGLE02A Implement Workplace, Health, Safety and Security
Procedures
THHGLE08A Lead and Manage people
THHGLE09A Manage Workplace Diversity
THHGLE13A Manage Finances within a Budget
THHGLE06A Monitor Staff Performance
THHGFA01A Process Financial Transactions
Satisfies requirements for National Certificate IV
Level B Manager
Competencies from Levels A plus:
THHGFA02A Maintain Financial Records
THHGLE03A Develop and Implement Operational Plans
THHGLE04A Establish and Maintain a Safe and Secure Workplace
THHGLE05A Roster Staff
THHGLE10A Manage Workplace Relations
THHGLE14A Prepare and Monitor Budgets
THHGLE20A Develop and Update the Legal knowledge required
for Business Compliance
THHGCT01A Access & Retrieve Computer Data
THHGCT02A Produce Documents on Computer
THHGGA05A Plan and Manage Meetings
THHGGA08A Plan and Establish Systems and Procedures
Plus at least two of the following:
THHADG01A (1) Analyse and Report on Gaming Machine Data
(GAP)
THHGLE18A Monitor and Maintain Computer Systems
THHGH03A Provide First Aid
Satisfies requirements for a National Diploma
Level C Manager
Competencies for Levels A and B plus:
THHGLE11A Manage Quality Customer Service
THHGLE12A Develop and Manage Marketing Strategies
THHGFA04A Prepare Financial Statements
THHGLE07A Recruit and Select Staff
And either
THHADG01A (2) - Develop and Manage Gaming Activities (GMP)
Level D Manager
Competencies for Levels A, B, C plus:
THHGLE15A Manage Financial Operations
THHGLE16A Manage Physical Assets
Level E Manager
Competencies for Levels A,B,C,D plus
THHGLE19A Develop and Implement a Business Plan
THHGLE17A Manage and Purchase stock
Satisfies the requirements for a National Advanced Diploma
Level F Manager
Competencies for Levels A, B,C, D, and E
Level G Manager
The training requirements are as for a Level E Manager and
additionally where duties are clearly within the scope of this level
Training Package
Code by Level
Code
|
Training Package Title
|
Level
|
|
|
|
THHGGA02A
|
Perform Clerical
Procedures
|
A
|
THHGGA07A
|
Control and Order Stock
|
A
|
THHGLE01A
|
Monitor Work Operations
|
A
|
THHGLE02A
|
Implement Workplace
Health, Safety and Security Procedures
|
A
|
THHGLE08A
|
Lead and Manage People
|
A
|
THHGLE09A
|
Manage Workplace
Diversity
|
A
|
THHGLE13A
|
Manage Finances within
a Budget
|
A
|
THHGLE06A
|
Monitor Staff
Performance
|
A
|
THHGFA01A
|
Process Financial
Transactions
|
A
|
THHGFA02A
|
Maintain Financial
Records
|
B
|
THHGLE03A
|
Develop and Implement
Operational Plans
|
B
|
THHGLE04A
|
Establish and Maintain
a Safe and Secure Workplace
|
B
|
THHGLE05A
|
Roster Staff
|
B
|
THHGLE10A
|
Manage Workplace
Relations
|
B
|
THHGLE14A
|
Prepare and Monitor
Budgets
|
B
|
THHGLE20A
|
Develop and Update the Legal
Knowledge required for Business Compliance
|
B
|
THHGCT01A
|
Access & Retrieve
Computer Data
|
B
|
THHGCT02A
|
Produce Documents on
Computer
|
B
|
THHGGA05A
|
Plan and Manage
Meetings
|
B
|
THHGGA08A
|
Plan and Establish
Systems and Procedures
|
B
|
THHAGO1A(1)
|
Analyse and Report on
Poker Machine Data (GAP)
|
B
|
THHGLE18A
|
Monitor and Maintain
Computer Systems
|
B
|
THHGH03A
|
Provide First Aid
|
B
|
THHGLE11A
|
Manage Quality Customer
Service
|
C
|
THHGLE12A
|
Develop and Manage Marketing
Strategies
|
C
|
THHGFA04A
|
Prepare Financial
Statements
|
C
|
THHGLE07A
|
Recruit and Select
Staff
|
C
|
SM1 EQIV.
|
Specialist Food &
Beverage Management
|
C
|
THHADG01A(2)
|
Develop and Manage
Gaming Activities (GMP)
|
C
|
THHGLE15A
|
Manage Financial
Operations
|
D
|
THHGLE16A
|
Manage Physical Assets
|
D
|
THHGLE19A
|
Develop and Implement a
Business Plan
|
E
|
THHGLE17A
|
Manage and Purchase
Stock
|
E
|
Please note units THHADGO1A (1) and THHADGO1A (2) is a
tailored program that collectively is known as the Gaming Management Program.
P. J. SAMS D.P.
____________________
Printed by
the authority of the Industrial Registrar.