Nurses' (Department of Family and Community
Services - Ageing, Disability and Home
Care) (State) Award 2015
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by New South Wales Nurses and Midwives' Association, Industrial Organisation of Employees.
(No. IRC 404 of 2015)
Before Commissioner Tabbaa
|
30 June 2015
|
AWARD
Arrangement
PART A
Clause No. Subject
Matter
20. Anti
Discrimination
22. Area,
Incidence and Duration
7. Classification of Positions
2. Definitions
18. Disputes
3. General Conditions of Employment
19. Grading
Committee
4. Hours of Work and Free Time of Employees
1. No Extra Claims
12. Overtime
13. Payment
and Particulars of Salaries
10. Penalty
Rates for Shift Work and Weekend Work
15. Permanent
part-time and Casual Employees
5A Pilot
Roster Projects
6. Reasonable Workloads
16. Recreation
Leave
14. Registration
or Enrolment Pending
5. Rosters
8. Salaries
21 Salary
Sacrifice to Superannuation
17. Senior Nurse
Management Structure
9. Special Allowances
9A. Higher
Grade Duty
11. Uniforms
Schedule 1 - Nurse
Manager and Administrative Support Positions, Large Residential Centre
PART B
MONETARY RATES
Table 1 - Salaries
Table 2 - Other Rates and Allowances
PART A
1. No Extra
Claims
Other than as provided for in the Industrial Relations Act
1996 and the Industrial Relations (Public Sector Conditions of Employment)
Regulation 2014, there shall be no further claims/demands or proceedings
instituted before the Industrial Relations Commission of New South Wales for
extra or reduced wages, salaries, rates of pay, allowances or conditions of
employment with respect to the employees covered by the Award that take effect
prior to 30 June 2016 by a party to this Award.
2. Definitions
Unless the context otherwise indicates or requires, the several expressions hereunder defined shall have the
respective meanings assigned to them:
"AHPRA" means Australian Health Practitioner
Regulation Agency.
"Association" means the New South Wales Nurses'
Association.
"Board" means the Nursing and Midwifery Board of
Australia and shall also be taken to mean a reference to AHPRA as
appropriate/applicable.
"Community Residential Centre" (CRC) means any
location where a direct service is provided to disability clients of the
Department in a community residential environment which includes group homes,
hostels, respite care centres.
"Community Support Services (CSS)" means any non
residential direct care service to clients including community based activity
training centres, community support teams and specialist outreach services.
"Day Worker" means a worker who works her/his
ordinary hours from Monday to Friday inclusive and who commences work on such
days at or after 6a.m. and before 10a.m., otherwise than as part of the shift
system.
"Department" means Ageing, Disability and Home Care
(ADHC) within the Department of Family and Community Services.
"Employee"
means, for the purposes of this award, a person who is appointed to a position
in a classification listed in Clause 7, Classification of Positions, and who is
employed with the Ageing, Disability and Home Care (ADHC) within the Department
of Family and Community Services, including an "officer" as defined
in the Public Sector Employment and Management Act 2002.
"Experience", in relation to a trainee enrolled
nurse or assistant in nursing means experience both before and/or after the
commencement of this award, whether within New South Wales or elsewhere and, in
the case of a trainee enrolled nurse, enrolled nurse or assistant in nursing
who was formerly a student nurse, a residential care assistant or a residential
support worker, includes experience as such student nurse, residential care
assistant or residential support worker.
"Large Residence" means any large residential
campus providing a range of services which may include accommodation, respite
care, day activity services and some medical and paramedical services to
clients. These include:
Metro Residences incorporating the Westmead, Rydalmere and
Norton Road Residences;
Hunter Residences incorporating the Stockton, Casuarina
Grove, Kanangra and Tomaree Residences;
Riverside Residence; and
Summer Hill Group Homes, Summer Hill
Respite and Liverpool Respite Cluster.
"Nurse" means an employee engaged in the industry
of nursing in a classification covered by this Award.
"Resident Clients" means the annual average number
of clients in permanent accommodation and clients occupying respite accommodation
for the year ending 30 June each year.
"Service" for the purpose of clause 8, Salaries,
means service before or after the commencement of this award in New South Wales
or elsewhere as a registered nurse or as a residential care worker prior to 19
April 1999.
"Shift Worker" means a worker who is not a day
worker as defined.
"Weekly rates" will be ascertained by dividing an
annual amount by 52.17857 or a weekly rate can be multiplied by 52.17857 to
obtain the annual amount.
3. General
Conditions of Employment
Except as otherwise provided in this award employees shall
be entitled to, and shall observe, the conditions of employment applicable to
public servants, that is the conditions of employment covering officers
employed in organisations listed in Column 1 of Schedule 1 to the Public Sector
Employment and Management Act 2002 and the Public Sector Employment and
Management Regulation 2009 and as contained from time to time in the Public
Service Personnel Handbook and the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009.
Casuals shall also receive the following entitlements in
accordance with the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009:
(a) Unpaid
parental leave in accordance with Clause 12(iv)(d);
(b) Personal
Carers’ entitlement in accordance with Clause 12(v); and
(c) Bereavement
entitlement in accordance with Clause 12(vi).
This entitlement is also set out at Clause 15 Part II
of this Award.
4. Hours of Work
and Free Time of Employees
(i) The ordinary
hours of work for day workers, exclusive of unpaid meal times, shall be 152
hours per 28 calendar days to be worked Monday to Friday inclusive and to
commence on such days at or after
6.00 AM and before 10.00 AM.
(ii) The ordinary
hours of work for shift workers, exclusive of unpaid meal times, shall not
exceed an average of 38 hours per week in each roster cycle.
(iii)
(a) The hours of
work prescribed in subclauses (i) and (ii) of this clause shall, where possible, be arranged in such a manner that
in each roster cycle of 28 calendar days each employee shall not work his/her
ordinary hours of work on more than nineteen days in the cycle. Provided that;
employees who work eight hour shifts are entitled to 12 additional days off
duty per annum, employees working ten hour shifts are entitled to one
additional day off duty each five weeks, employees working other combinations
of shifts are entitled to such number of additional days off duty per annum and
will ensure that their ordinary hours of work do not exceed an average of 38
hours per week.
(b) Notwithstanding
the provisions of paragraph (a) of this subclause, employees may, with the
agreement of the employer work, shifts of less than
eight hours each over 20 days in each cycle of 28 days.
(iv) Each
shift shall consist of no more than a total span of 12 hours with not less than
eight hours break between each shift.
Provided that an employee shall not work more than seven consecutive
shifts unless the employee so requests, and local nursing management agrees,
but in no case shall an employee be permitted to work more than ten consecutive
shifts. Provided also that in any such
span of seven consecutive shifts an employee shall not be rostered for more
than two quick shifts, i.e. an evening shift followed by a morning shift where
the break between ordinary shifts is less than ten hours.
(v) The employee's
additional day off duty prescribed in subclause (iii) of this clause (as a
consequence of the implementation of the 38 hour week) shall be determined by
mutual agreement between the employee and the local management having regard to
the service requirements of the latter. Where practicable such additional day
off duty shall be consecutive with the rostered days off duty prescribed in
subclause (xii) of this clause.
(vi) Once
set, the additional day off duty may not be changed in a current cycle unless
there are genuine unforeseen circumstances prevailing. Where such circumstances exist and the
additional day off duty is changed, another day shall be substituted in the
current cycle. Should this not be practicable the day must be given and taken
in the next cycle immediately following.
(vii)
(a) Where an
employee and her/his local management agree, an employee’s additional days off
duty (ADOs) may be accumulated up to a total of five. This limit on
accumulation means that any employee who has already accumulated five ADOs must
take the next ADO accruing to her/him when it falls due in accordance with the
roster.
(b) Subject to
service requirements management must not unreasonably refuse to agree with an
employee’s request to accumulate ADOs or to take them off subsequent to such
accumulation.
(c) Any ADOs accumulated but not taken as at the date of termination
of the employee, must be paid out at ordinary rates.
(viii) Except for
breaks for meals the hours of duty each day shall be continuous, i.e. broken
shifts shall not be worked.
(ix) One 20 minute
interval (in addition to the meal break) shall be allowed each employee on duty
for a tea break during each shift. Such
interval shall count as working time.
(x)
(a) Except in
cases of emergency, an employee shall not be employed on night duty for a longer
period than eight consecutive weeks, unless the employee so agrees.
(b) Except in
cases of emergency, after having served a period of night duty, an employee
shall serve an equivalent period of time off night duty before again
undertaking a period of night duty unless the employee requests to be employed
on night duty and the local management consents.
(c) Except in
cases of emergency, an employee shall not be required to perform night duty
against their wishes during a period of one week prior to any formal end of
semester examination in any course of study which has been accepted by her/his
employer as meeting the requirements for the grant of study time.
(d) Except in
cases of emergency, a trainee enrolled nurse shall not be employed on night duty
for more than ten weeks in any one year of training.
(xi) Except in
cases of emergency, an employee changing from night duty to day duty or from
day duty to night duty shall be free from duty during the 20 hours immediately
preceding the commencement of the changed duty.
(xii)
(a) Each employee
shall be free from duty for not less than two full days in each week or four
full days in each fortnight and no duties shall be performed by the employee on
any of such free days except for overtime.
Where practicable, days off shall be consecutive, unless an employee
requests otherwise.
(b) Where days off
are preceded by a night shift an employee may be rostered to return on a
morning shift by agreement between the employee and the employer.
(c) For the purpose
of this subclause "full day" means from midnight to midnight or
midday to midday, with the exception of subparagraph (b).
(xiii) All rostered
time off duty occupied by a trainee enrolled nurse or assistant in nursing in
attendance at lectures and demonstrations given in the course of instruction in
the theory and practice of nursing or during the time necessarily occupied in
attending at and sitting for prescribed examinations shall be deemed to be time
worked.
5. Rosters
(i) The ordinary
hours of work for each employee, other than the Principal and Nurse Manager
Accommodation and Nursing Services, shall be displayed on a roster in a place
conveniently accessible to employees.
(ii) The roster
shall be displayed at least two weeks prior to the commencing date of the first
working period in the roster.
(iii) Notwithstanding
the foregoing provisions of this clause, a roster may be altered at any time to
enable the nursing service of the facility to be carried on where another employee
is absent from duty on account of illness or in an emergency, provided that,
where any such alteration involves an employee working on a day which would
otherwise have been such employee's day off, the day off in lieu thereof shall
be as mutually arranged.
(iv) Prior
to the date of the changed shift, such change of roster shall be notified
verbally or in writing to the employee concerned.
(v) Where an
employee is entitled to an additional day off duty in accordance with clause 5,
Hours of Work and Free Time of Employees, such day is to be shown on the roster
of hours for that employee.
(vi) All
rosters shall be retained for at least six years.
5A. Pilot Roster
Projects
(i) Notwithstanding
any other provision of this Award, pilot Roster Projects for the purposes of
trialling flexible roster practices or 12 hour shifts may be implemented on the
following basis:
(a) The terms of
the Pilot Roster Project shall be agreed in writing between the employer and
the Association on behalf of the nurses participating in the project. Provided that the Association shall not
unreasonably delay in responding to, a Pilot Roster Project proposed by an
employer.
(b) The terms
shall include
1. the duration of the project; and the conditions of the
project; and
2. the award provisions required to be overridden in order to
implement the project; and
3. review mechanisms to assess the effectiveness of the
project.
c. Whilst the
Pilot Roster Project is being conducted according to its terms, the employer
shall not be deemed to be in breach of the award by reason alone of
implementing the project.
d. Any purported
Roster Project Pilot which does not comply with this clause is not a Pilot
Roster Project for the purposes of this clause and in particular no employer shall
be able to claim the benefit of subclause (c) when implementing such project.
(ii) The
Association agrees to participate in a review of the operation of this clause,
if requested by the Department.
6. Reasonable
Workloads
(i) Reasonable workload
principles
The following principles shall be applied in
determining or allocating a reasonable workload for a nurse:
(a) the workload assessment will take into account measured
demand by way of clinical assessment, including dependency skill mix and
geographical and other local requirements/resources;
(b) the work performed by the nurse will be able to be
satisfactorily completed within the ordinary hours of work assigned to the
employee in their roster cycle;
(c) the work will
be consistent with the duties within the nurse’s classification description and
at a professional standard so that the care provided or about to be provided to
a client shall be adequate, appropriate and not adversely affect the rights,
health or safety of the client or nurse;
(d) the workload expected of an nurse will not be unfair or
unreasonable having regard to the skills, experience and classification of the
employee for the period in which the workload is allocated;
(e) a nurse will not be allocated an unreasonable or excessive
nursing workload or other responsibilities;
(f) a nurse shall not be required to work an unreasonable amount
of overtime; and
(g) a nurse’s workload will not prevent reasonable and
practicable access to Learning and Development Leave, together with ‘in-house’
courses or activities, and mandatory training and education.
(ii) Skill Mix
(a) The staffing
mix at an individual unit level will be determined by an assessment of client’s
needs and the availability of support staff. This will involve a consolidated
review of all existing client assessments and plans, including:
1. the clients individual support plan;
2. health assessments, health care plans or healthy lifestyle
plans;
3. nutrition and or swallowing assessments and any associated
plans; and
4. client risk behaviours, assessments and any associated
management plans.
The above assessments may have been developed by a
range of health and allied health professionals, in conjunction with registered
nurses.
(b) The review
will identify the specific client needs on the unit that require the
specialised input or supervision of a registered or enrolled nurse. It will also identify what client care and
support tasks can be undertaken by an Assistant in Nursing. This will be the basis on which the staff mix
for an individual unit will be determined and it will be translated into the
unit roster.
(c) The process
will be documented by:
1. listing the client assessments and plans considered in developing
the staffing profile for the unit;
2. identifying in writing the specialist input or supervision
requirements for clients in the unit;
3. identifying in writing the client care and support tasks
that will be undertaken by an Assistant in Nursing; and
4. completing on a standard roster template the shifts to be
filled by an Assistant in Nursing, Enrolled Nurse and Registered Nurse.
(d) The
recommendation on unit staffing will be forwarded to the facility Reasonable
Workload Committee for endorsement.
(iii) Role of
reasonable workload committees
(a) Reasonable
workload committees shall be established to facilitate consultation on
reasonable workloads for nurses, together with the provision of advice and
recommendations to management. Aspects of reasonable workload may include, but
need not be limited to, nursing workloads generally, skill mix, training, and
planning for devolution to community based services as they relate to nursing
workloads. It is intended that the
committees, by their operation, will make a positive contribution to the
workload of nurses.
(b) It is intended
that the reasonable workload committees provide a structured and transparent
forum for all nurses to be genuinely consulted about workload matters through
an appropriate mechanism; contribute to the decision making process; and have
the ability to resolve disputes about workloads, should they arise, through the
committee process and provisions in this Award.
(iv) Structure
of reasonable workload committees
(a) Upon request
by the Association, nurse(s) employed in a Large Residential Service or the
employer, a reasonable workload committee shall be established for the relevant
service. Such requests shall be made to the Chief Executive Officer of the
facility or the Regional Manager Accommodation and Respite as appropriate.
(b) Each
reasonable workload committee shall comprise equal representation of employees
and the employer. Employee representation shall be determined by the
Association. Employer representation shall be determined by the facility.
Committee size will be determined by agreement between the Association and the
employer. Every endeavour shall be made to minimise the size of the workload
committee, with provision to co-opt additional assistance that may be required
on an ‘as needs’ basis.
(c) The committees
shall meet with a frequency determined by each committee, having regard to
issues and information to hand.
(d) The committee
members and the parties they represent shall make every endeavour to reduce or
eliminate any duplication of subject matter and coverage with pre-existing
structures and consultative mechanisms.
Every effort shall also be taken to ensure the most efficient meeting
arrangements are instituted for operation of the committees and to minimise
disruption to nurses’ rosters. The committee members and the parties they
represent shall make every endeavour to ensure that any additional time and
information imposts arising from the operations of the committee are minimised.
(e) To enable
members of reasonable workload committees to discharge the committee’s role and
carry out their responsibilities, attendance at committee meetings and
reasonable preparation time shall be deemed to be time on duty and remunerated
accordingly. Wherever possible, this time shall occur during the ordinary hours
of work.
(v) Grievances in
relation to workload
(a) Notwithstanding
the provisions specified in sub-clauses (ii) to (iii) of Clause 18 - Disputes
in this Award, the following procedure will apply to resolve workload
grievances or staffing grievances directly arising from nursing workload
issues.
(b) A grievance in
relation to such matter shall first be raised at the unit level with the
Nursing Unit Manager responsible (or the appropriate manager).
(c) If the matter
remains unresolved, it should be referred to the appropriate Nurse Manager or
Principal Nurse Manager depending on the nursing executive structure of the
facility in which the grievance has arisen.
(d) If the matter
remains unresolved, it should be referred to the appropriate facility
reasonable workload committee for consideration and recommendation to
management.
(e) If the matter
remains unresolved, it should be dealt with in accordance with the provisions
of sub-clauses (iv) to (ix) of Clause 18 - Disputes in
this Award.
7. Classification
of Positions
All employees to whom this award applies shall be appointed
to a position which is classified in accordance with the following definitions:
"Assistant in Nursing" means a person, other than
a registered nurse, trainee or enrolled nurse, who is employed in nursing
duties, and includes for salary purposes a person currently undertaking an
education program leading to registration by the Board.
"Clinical Nurse Consultant" means a registered
nurse appointed as such to a position approved by the Department and who has
had at least 5 years post-basic registration experience and who has, in
addition, approved post-basic nursing qualifications relevant to the field in
which she/he is appointed, or such other qualifications or experience deemed
appropriate by the Department.
"Clinical Nurse Educator" means a registered nurse
who is required to implement and evaluate educational programs at the unit
level. The Clinical Nurse Educator shall
cater for the delivery of clinical nurse education in a unit/units and/or in
complex health care CRC’s .
A nurse will achieve Clinical Nurse Educator status by being
required by the Centre to provide the educational programs detailed above. A Clinical Nurse Educator will be required to
possess, or obtain within a specified period, a Certificate IV Workplace
Assessor qualification.
"Clinical Nurse Specialist" means a registered
nurse with relevant post basic qualifications and 12 months experience working
in the clinical area of his/her specified post-basic qualification, or a
minimum of four years post-basic registration experience, including three years
experience in the relevant specialist field, and who satisfies the criteria
determined by local management.
"Enrolled Nurse" means a person enrolled by the
Board as such.
"Enrolled Nurse - Medication Endorsed" means a
person enrolled by the Board and endorsed to administer medications by the
Board.
"Nurse, Learning and Development Officer" means a
registered nurse who has relevant experience and who is appointed to such a
position who is responsible for the development, implementation and delivery of
nursing and other Departmental education programs. Education programs shall mean courses conducted
such as post-registration certificates, continuing nurse education, new
graduate orientation, post-registration enrolled nurses’ courses and, where
applicable, general staff learning and development courses. A Nurse Learning and
Development Officer will be required to possess, or obtain within 12 months of
appointment, a Certificate IV Workplace Assessor qualification.
A Learning and Development Officer
who holds relevant tertiary qualifications in education or tertiary
post-graduate specialist clinical nursing qualifications shall commence on the
3rd year rate of the salary scale.
A person appointed as a sole Learning and Development
Officer in a facility shall be paid at the 3rd year rate of the salary scale.
Incremental progression for Nurse, Learning and Development
Officer shall be on completion of 12 months satisfactory service. Progression shall not be beyond the 3rd year
rate unless that person possesses the qualifications detailed in the previous
paragraphs. Persons appointed to the 3rd
year rate by virtue of paragraphs 3 and 4 above shall progress to the 4th year
rate after completion of 12 months satisfactory full-time service.
"Nurse Manager" means an employee who is allocated
to a nurse manager grade in accordance with Schedule 1of this part.
"Nurse Manager Accommodation and Nursing Services"
means a registered nurse who has responsibility for the provision of supported
accommodation, respite and associated support services in a residential
centre. The Nurse Manager Accommodation
and Nursing Services is responsible for the delivery of efficient and effective
nursing services to achieve the aims of the Centre.
"Nurse Manager Learning and Development Unit"
means a registered nurse who has responsibility for the coordination of
Learning and Development services to Residences and on a regional basis and in
conjunction with the Central Learning and Development Branch.
"Nurse Manager Resource Support Unit" means an
employee who is responsible for the efficient and effective allocation of nursing
resources on a daily basis.
"Nurse Systems Support Co-ordinator" means a
registered nurse who is responsible for the monitoring, quality assurance and
measurement systems for a Centre’s services.
The Nurse Systems Support Co-ordinator supports the Nursing Manager
Accommodation and Nursing Services in designing, planning and reviewing the
quality, efficiency and sufficiency of service systems in a Centre.
"Nurse Systems Support Officer" means a nurse who supports
the Nurse Systems Support Co-ordinator by monitoring, analysing and reporting
on service systems in a Centre.
"Principal Nurse Manager Accommodation and Nursing
Services" means a registered nurse who is responsible for oversighting and
coordinating the provision of supported accommodation, respite and associated
support services at the Stockton Residences and Westmead/Rydalmere Residences.
"Residential Unit Nurse Manager" means a
registered nurse in charge of a unit or group of units and shall include:
"Residential Unit Nurse Manager Level 1", whose
responsibilities include:
(a) Co-ordination
of client services
1. Liaison with
all disciplines for the provision of services to meet client needs.
2. The
orchestration of services to meet client needs after discharge.
3. Monitoring
catering and transport services.
(b) Unit
management
1. Implementation
of Departmental policy:
2. Dissemination
of information to all personnel.
3. Ensuring
environmental safety.
4. Monitoring the
use and maintenance of equipment.
5. Monitoring the
supply and use of stock and supplies.
6. Monitoring
cleaning services.
(c) Nursing staff
management -
1. Direction,
co-ordination and supervision of nursing activities.
2. Training, appraisal
and counselling of nursing staff.
3. Rostering
and/or allocation of nursing staff.
4. Development
and/or implementation of new nursing practice according to client need.
"Residential Unit Nurse Manager Level 2", whose
responsibilities in relation to client services, unit management and staff
management, are in excess of those of a Residential Unit Nurse Manager Level 1.
"Residential Unit Nurse Manager Level 3" whose
responsibilities in relation to client services, unit management and staff management,
are in excess of those of a Residential Unit Nurse Manager Level 2.
"Registered Nurse" means a person registered by
the Board as such.
"Trainee Enrolled Nurse" means a person who is
being trained under a program leading to enrolment by the Board.
"Unit" means a defined client residential area
within a Large Residence or a complex health needs Community Residential
Centre.
8. Salaries
The minimum salaries per week to be paid to employees shall
be as set out in Table 1 - Salaries, of Part B, Monetary Rates.
9. Special
Allowances
(i) A registered
nurse who is designated to be in charge of a unit for the majority of a day,
evening or night shift when the Residential Unit Nurse Manager is not rostered for
duty shall be paid an allowance as set in Item 1, of Table 2 - Other Rates and
Allowances, of Part B, Monetary Rates, per shift.
(ii) A registered
nurse (does not apply to persons above the level of Clinical Nurse Educator)
who is designated in charge of a Residence of not more than 100 resident
clients in the absence of a Residential Unit Nursing Manager (or a more senior
nurse) shall be paid an allowance as set out in Item 1 of Table 2, per shift.
(iii) A registered
nurse who is designated to be in charge of a unit when the Residential Unit
Nursing Manager is not rostered for duty, and who is designated to be in charge
of a Residence of not more than 100 resident clients on the same shift shall be
paid an allowance as set out in Item 3 of Table 2, per shift.
(iv) A
registered nurse designated as the Rover in charge at Norton Road or Riverside
Centres after hours in the absence of a Residential Unit Nurse Manager (or a
more senior nurse) shall be paid an allowance as set out in Item 2, of Table 2,
per shift.
(v) A registered
nurse who is designated as the Rover in charge at Casuarina Grove or Kanangra
Centres after hours when a Residential Unit Nurse Manager (or a more senior
nurse) is not rostered for duty shall be paid an allowance as set out in Item 4
of Table 2, per shift.
(vi) A registered
nurse who relieves in a Nurse Manager After Hours position during short
absences of the substantive occupant shall be paid an allowance at a rate
calculated on the difference between the rate of pay of the registered nurse
and the rate of pay for Nurse Manager Grade 1 year 1 for the time so spent up
to 2 hours and for the whole of the shift for time so spent in excess of 2
hours.
(vii) A nurse who is
required to accompany residents/clients on excursions, etc. which necessitate
overnight stays shall be paid a minimum allowance equivalent to eight (8) hours
pay at ordinary rates for each overnight stay.
9A. Higher Grade
Duty
As consistent with Clause 7 Classification of positions an
employee who is called upon to relieve and does relieve an employee in a higher
classification or is called upon to act and does act in a vacant position of a
higher classification for a continuous period of at least five working days
shall be entitled to receive for the period of such relief or acting, the
minimum payment for such higher classification.
The employer shall not rotate the performance of higher grade duty so as
to avoid payment for performance of the higher grade duty in this manner.
10. Penalty Rates
for Shift Work and Weekend Work
(i) Employees
working afternoon or night shift shall be paid the following percentages in
addition to the ordinary rate for such shift provided that employees who work
less than 38 hours per week shall only be entitled to the additional rates
where their shifts commence prior to 6.00 a.m. or finish subsequent to 6.00 PM:
(a) Afternoon
shift commencing at or after 10.00 a.m. and before 1.00p.m. - 10%;
(b) Afternoon
shift commencing at or after 1.00 p.m. and before 4.00 p.m. - 12.5%;
(c) Nightshift
commencing at or after 4.00 p.m. and before 4.00 a.m. - 15%; and
Nightshift commencing at or after
4.00 a.m. and before 6.00 a.m. - 10%.
(ii) "Ordinary
rate" and "ordinary time" shall not include any percentage addition
by reason of the fact that an employee works less than 38 hours per week.
(iii) For the
purpose of this clause day, afternoon and night shifts shall be defined as
follows:
(a) "Day
shift" means a shift which commences at or after 6.00 a.m. and before
10.00 a.m.
(b) "Afternoon
shift" means a shift which commences at or after 10.00 a.m. and before
4.00 p.m.
"Night shift" means a shift which commences
at or after 4.00 p.m. and before 6.00 a.m. on the day following.
(iv) Employees
whose ordinary working hours include work on a Saturday and/or Sunday, shall be
paid for ordinary working hours worked between midnight on Friday and midnight
on Saturday at the rate of time and one half and for ordinary hours worked
between midnight on Saturday and midnight on Sunday at the rate of time and
three quarters. These extra rates shall be in substitution for and not
cumulative upon the shift premiums prescribed in the preceding subclause (iii)
of this clause.
The foregoing paragraph shall apply to employees who
work less than 38 hours per week, but such employees shall not be entitled to
be paid in addition any allowance prescribed by clause 15, Permanent part-time
and Casual Employees, in respect of their employment between midnight on Friday
and midnight on Sunday.
(v) The additional
payments prescribed by this clause shall not form part of the employee's
ordinary pay for the purposes of this award, except as provided in clause 16,
Recreation Leave.
11. Uniforms
(i) The
Department shall pay an employee involved in direct care of a client allowances
as follows:
(a) In lieu of
supplying shoes to an employee, the Department shall pay the said employee the
sum as set out in Item 5 of Table 2 - Other Rates and Allowances of Part B,
Monetary Allowances.
(b) In lieu of
supplying stockings to a female employee, the Department shall pay the said
employee the sum as set out in Item 5 of the said Table 2.
(c) In lieu of
supplying socks to an employee, the Department shall pay the said employee the
sum as set out in Item 5 of the said Table 2.
(d) The allowances
prescribed in this subclause continue to be payable during any period of paid
leave.
(ii) The
Department shall pay an employee involved in direct care of a client a laundry allowance
as set out in Item 5 of the said Table 2.
Provided that this allowance is not payable during any period of leave
which exceeds one continuous week.
(iii) Where the
employer requires any employee to wear headgear, the facility shall provide
headgear free of charge to the employee.
(iv) Each
employee whose duties regularly require them to work out of doors shall be
supplied with suitable waterproof coat, hat and overboots. Sufficient waterproof clothing shall be made
available for use by other employees who in the course of their duties are
exposed to wet weather.
(v) The allowances
prescribed by subclauses (i) and (ii) of this clause shall be paid to employees
who are involved in direct care of a client. Such payments will be in
compensation for the cost of purchasing and maintaining suitable clothing.
(vi) Provided that
a limited number of employees transferred in 1991 under the provisions of
Schedule 3 of the Health Administration Act are entitled to sufficient,
suitable and serviceable uniforms including one pair of shoes per annum which
shall be of a recognised acceptable standard for the performance of nursing
duties, shall be supplied free of cost to each employee required to wear a
uniform. An employee
to whom a new uniform or part of a uniform has been issued who, without good
reason, fails to return the corresponding article last supplied shall not be
entitled to have such article replaced without payment therefore at a
reasonable price. In lieu of supplying a
uniform to an employee, the Department may pay the said employee the sum as set
out in Item 5 of Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates.
(vii) An employee,
on leaving the service of an employer shall return any uniform or part thereof
supplied by the employer which is still in use by that employee immediately
prior to leaving.
12. Overtime
(i) Subject to
subclause (iii) of this clause, all time worked by employees, other than the
Principal Nurse Managers Accommodation and Nursing Services and the Nurse Managers
Accommodation and Nursing Services, in excess of the rostered daily ordinary
hours of work, shall be overtime and shall be paid for at the rate of time and
one half for the first two hours and double time thereafter in respect of each
overtime shift worked or in respect of overtime worked prior to or at the
conclusion of a normal shift. Provided
that, overtime worked on Sundays shall be paid for at the rate of double time
and on public holidays at the rate of double time and one half.
(ii)
(a) All time
worked by permanent part-time employees in excess of the rostered daily
ordinary hours of work prescribed for the majority of full-time employees on
that shift in the unit concerned shall be paid for at the applicable overtime
rates.
(b) Time worked up
to the rostered daily ordinary hours of work prescribed for the majority of
full-time employees on that shift in the unit concerned shall not be regarded
as overtime but as an extension of the contract hours for that day and shall be
paid at the ordinary rate of pay.
(c) All time
worked by a permanent part-time employee in excess of the rostered daily
ordinary hours prescribed for a full-time employee, or in excess of an average
of 38 per week in each roster cycle, shall be paid for at overtime rates.
(iii) An employee,
other than the Principal Nurse Managers Accommodation and Nursing Services and
Nurse Managers Accommodation and Nursing Services, recalled to work overtime
after leaving the Department’s premises (whether notified before or after leaving
the premises) shall be paid for a minimum of four hours work at the appropriate
rate each time so recalled. If the work
required is completed in less than four hours, the employee shall be released
from duty.
(iv) In lieu of the
conditions specified in subclauses (ii), (iii) and (iv) of this clause, a nurse
who works directed overtime may be compensated by way of time off in lieu of
overtime, subject to the following requirements:
(a) Time off in
lieu must be taken within three months of it being accrued at ordinary rates.
(b) Where it is
not possible for a nurse to take the time off in lieu within the three month
period, it is to be paid out at the appropriate overtime rate based on the
rates of pay applying at the time payment is made.
(c) Employees
cannot be compelled to take time off in lieu of overtime.
(d) Time off in
lieu of overtime should only be considered as an option in those circumstances
where the Department is able to provide adequate replacement staff to ensure that
the level of quality of service that would otherwise have been provided had
overtime been worked, is in fact provided.
(e) Records of all
time off in lieu owing to nurses and taken by nurses must be maintained.
(v) An employee
required to work overtime following on the completion of his or her normal
shift for more than two hours shall be allowed 20 minutes for the partaking of
a meal and a further 20 minutes after each subsequent four hours overtime; all
such time shall be counted as time worked, provided that, the benefits of this
subclause shall not apply to an employee employed pursuant to Part 1 of clause
15, Permanent part-time and Casual Employees, until the expiration of the
normal shift for a majority of the full-time employees employed on that shift
in the ward or section concerned.
(vi) An
employee recalled to work overtime after leaving the Department’s premises, and
who is required to work for more than four hours, shall be allowed 20 minutes
for the partaking of a meal and further 20 minutes after each subsequent four
hours overtime; all such time shall be counted as time worked.
(vii)
(a) The meals
referred to in subclause (v) and (vi) of this clause,
shall be allowed to the employee free of charge. Where the Department is unable to provide
such meals, an allowance per meal as calculated hereunder shall be paid to the
employee concerned.
(b) The value of
payments for meals shall be varied in accordance with variations to Division 1
of the Public Sector Employment and Management Regulation 2009.
(viii) Where an
employee is required to work an overtime shift on his or her rostered day off,
the appropriate meal breaks for that shift, as prescribed by clause 4, Hours of
Work and Free Time of Employees, shall apply.
(ix) An employee
who works so much overtime:
(a) between the
termination of his or her ordinary work on any day or shift and the
commencement of his or her ordinary work on the next day or shift, that he or
she has not had at least eight consecutive hours off duty between these times;
or
(b) on a Saturday,
a Sunday and a holiday, not being ordinary working days, or on a rostered day
off without having had eight consecutive hours off duty in the 24 hours
preceding his or her ordinary commencing time on his or her next day or shift;
shall, subject to this
subclause, be released after completion of such overtime until he or she has
had eight consecutive hours off duty without loss of pay for ordinary working
time occurring during such absence. If
on the instruction of the Department such an employee resumes or continues to
work without having had such eight consecutive hours off duty he or she shall
be paid at double time until released from duty for such period and he or she
then shall be entitled to be absent until he or she has had eight consecutive
hours off duty without loss of pay for ordinary working time occurring during
such absence.
(x) Subject to
sub-clause (xi) below an employee may be directed by the Department Head or
delegate to work overtime.
(xi) An employee
may refuse to work overtime where the working of such overtime would result in
the employee working hours which are unreasonable.
(xii) For the
purposes of sub-clause (xii) above, what is unreasonable or otherwise will be
determined having regard to:
(a) any risk to employee health and safety;
(b) the employee’s personal circumstances including any family
and carer responsibilities, community obligations or study arrangements;
(c) the urgency of the work required to be performed, the impact
on operational commitments and the effect on client services;
(d) the notice (if any) given by the employer of the overtime
and by the employee of his or her intention to refuse it; and
(e) any other relevant matter.
13. Payment and
Particulars Salaries
(i) All salaries
and other payments shall be paid fortnightly provided that payment for any
overtime and/or shift penalties worked may be deferred to the pay day next
following the completion of the working cycle within which such overtime and or
shift penalties is worked, but for no longer.
Provided further that any proposal to alter the day on which wages are
to be paid or the number of days pay kept in hand by the employer,
must be the subject of consultation with the Head Office of the Association.
(ii) Employees
shall have their salary paid into one account with a bank or other financial
institution in New South Wales as nominated by the employee. Salaries shall be deposited by the Department
in sufficient time to ensure that wages are available for withdrawal by
employees by no later than payday, provided that this requirement shall not
apply where employees nominate accounts with non-bank financial institutions
which lack the technological or other facilities to process salary deposits
within 24 hours of the Department making their deposits with such financial
institutions, but in such cases, the Department shall take all reasonable steps
to ensure that the wages of such employees are available for withdrawal by no
later than payday.
(iii) Notwithstanding
the provisions of subclause (ii) of this clause, an employee who has given or
has been given the required notice of termination of employment, shall be paid
all monies due to him/her prior to ceasing duty on the last day of employment.
Where an employee is summarily dismissed or his/her
services are terminated without due notice, any monies due to him/her shall be
paid as soon as possible after such dismissal or termination but in any case
not more than three days thereafter.
(iv) Underpayment
and overpayment of salaries: The
following process will apply once the issue of underpayment or overpayment is
substantiated.
(a) Underpayment:
1. If the amount
paid is equal to or greater than one day’s gross base pay the underpayment will
be rectified within three working days;
2. If the amount
is less than one day’s gross base pay it will be rectified by no later than the
next normal pay. However if the employee
can demonstrate that rectification in this manner would result in undue
hardship every effort will be made by the employer to rectify the underpayment
within three working days.
(a) Overpayment:
1. In all cases
where overpayments have occurred, the employer shall as soon as possible advise
the employee concerned of both the circumstances surrounding the overpayment
and the amount involved. The employer will also advise the employee of the pay
period from which the recovery of the overpayment is to commence.
2. One off
overpayments will be recovered in the next normal pay, except that where the
employee can demonstrate that undue hardship would result, the recovery rate
shall be at 10% of an employee's gross fortnightly base pay.
3. Unless the
employee agrees otherwise, the maximum rate at which cumulative overpayments
can be recovered is an amount, calculated on a per fortnight basis, equivalent
to 10% of the employee's gross fortnightly base pay.
4. The recovery
rate of 10% of an employee's gross fortnightly base pay referred to in subclause
(b) (iii) above may be reduced by agreement, where the employee can demonstrate
that undue hardship would result.
5. Where an
employee's remaining period of service does not permit the full recovery of any
overpayment to be achieved on the fortnightly basis prescribed in subclause (b)
(iii) above, the Department shall have the right to deduct any balance of such
overpayment from monies owing to the employee on the employee's date of
termination, resignation or retirement, as the case may be.
14. Registration Or Enrolment Pending
(i) A trainee
enrolled nurse who has passed the examination prescribed by the Board,
completed the course of training and applied for enrolment shall, upon
enrolment, be paid as from the date of application for enrolment the salary to
which she or he would have been entitled if enrolled.
(ii) A nurse who
has trained outside New South Wales shall be paid as a registered nurse or
enrolled nurse as and from the date she or he is notified that she or he is
eligible for registration or enrolment as a registered nurse or enrolled nurse
provided that she or he makes application for registration within seven days
after being so notified.
15. Permanent
Part-Time and Casual Employees
Part I - Permanent Part-Time Employees
(i) A permanent
part-time employee is one who is appointed to work a specified number of hours
each week which are less than those prescribed for a full-time employee. Provided that, the Department must not
utilise this provision in a manner which has the effect of subverting the
intentions of the 38-hour week arrangements whereby full-time employees work on
no more than 19 days in each 28 day roster cycle.
(ii) Subject to
subclause (iii) of this clause, employees engaged under Part 1 shall be paid an
hourly rate calculated on the basis of one thirty-eighth of the appropriate
rate prescribed by clause 8, Salaries, with a minimum payment of two hours for
each start, and one thirty-eighth of the appropriate allowances prescribed by
clause 11, Uniforms, but shall not be entitled to an additional day off or part
thereof, as prescribed by subclauses (iii) and (v) of clause 4, Hours of Work
and Free Time of Employees.
(iii) Permanent
part-time employees shall accrue recreation leave at the rate of four weeks per
annum. Clause 16, Recreation Leave, shall not apply to permanent part-time
employees (except for subclause (v) of the said clause 16).
(iv) A public
holiday occurring on an ordinary working day shall be allowed to employees
without loss of pay, provided that an employee who is required to and does work
ordinary hours on a public holiday shall have one day or one half day, as
appropriate, added to her/his period of recreation leave and be paid at the
rate of one half time extra for the time actually worked. Such payment is in lieu of any additional
rate for shift work or weekend work which would otherwise be payable had the
day not been a public holiday. In lieu
of adding to recreation leave under this paragraph an employee may elect to be
paid for the time actually worked at the rate of time and one half in addition
to his/her ordinary weekly rate. Where payment is made in lieu of leave in
respect of time worked on a public holiday, payment shall be made for a minimum
of four hours work, and any balance of the day or shift not worked shall be
paid at ordinary rates. For employees
who work less than five days per week, when a public holiday occurs on a day of
the week on which an employee regularly works, that employee shall be entitled
to observe the public holiday without loss of pay, i.e. the employee’s roster
must not be changed to avoid payment of the public holiday.
(v) In this Part,
ordinary pay, for the purposes of sick leave and recreation leave, shall be
calculated on the basis of the average weekly ordinary hours worked over the 12
months' qualifying period.
(vi) Employees
engaged under this Part shall be entitled to all other benefits of this award,
not otherwise expressly provided for herein, in the same proportion as their
ordinary hours of work bear to full-time hours.
Part II - Casual Employees
(i) A casual
employee is one engaged on an hourly basis otherwise than as a permanent
part-time or full-time employee.
(ii) A casual
employee shall be paid an hourly rate calculated on the basis of one
thirty-eighth of the appropriate rate, prescribed by clause 8, Salaries, plus
fifteen per centum thereof, with a minimum payment of two hours for each start,
and one thirty-eighth of the appropriate allowances prescribed by clause 11,
Uniforms.
(iii) With respect
to a casual employee, the provisions of clause 12, Overtime, and clause 16,
Recreation Leave, shall not apply.
Further, casual employees shall not be entitled to an additional day off
or part thereof as prescribed by subclauses (iii) and (v) of clause 4, Hours of
Work and Free Time of Employees.
(iv) For
the entitlement to payment in respect of annual leave, see Annual Holidays Act
1944.
(v) A casual
employee who is required to and does work on a public holiday as defined in
sub-clauses (iii) and (iv) of clause 16, Recreation Leave, shall be paid for
the time actually worked at the rate of double time and one-half such payment
being in lieu of weekend or shift allowances which would otherwise be payable
had the day not been a public holiday.
(vi) Where
a casual employee has been notified by the Department of a time to commence an
engagement and that engagement is subsequently cancelled by the Department with
less than two hours notice the casual employee must be paid a minimum payment
of two hours calculated at the rate which would have applied had the
cancellation not occurred.
(vii) A casual
employee must not be required to work more than 12 consecutive hours.
(viii) Casual
employees are entitled to unpaid parental leave under Chapter 2, Part 4,
Division 1, section 54, Entitlement to Unpaid Parental Leave, in accordance
with the Industrial Relations Act 1996. The following provisions shall also
apply in addition to those set out in the Industrial Relations Act 1996 (NSW).
(a) The Department
Head must not fail to re-engage a regular casual employee (see section 53(2) of
the Act) because:
1. the employee or employee’s spouse is pregnant; or
2. the employee is or has been immediately absent on parental
leave.
The rights of an employer in relation to engagement and
re-engagement of casual employees are not affected, other than in accordance
with this clause.
(ix) Personal
Carers entitlement for casual employees
(a) Casual
employees are entitled to not be available to attend work, or to leave work if
they need to care for a family member described in (x) below who is sick and
requires care and support, or who requires care due to an unexpected emergency,
or the birth of a child. This entitlement is subject to the evidentiary
requirements set out below in (d), and the notice requirements set out in (e).
(b) The Department
Head and the casual employee shall agree on the period for which the employee
will be entitled to not be available to attend work. In the absence of agreement, the employee is
entitled to not be available to attend work for up to 48 hours (i.e. two days)
per occasion. The casual employee is not
entitled to any payment for the period of non-attendance.
(c) A Department
Head must not fail to re-engage a casual employee because the employee accessed
the entitlements provided for in this clause. The rights of an employer to
engage or not to engage a casual employee are otherwise not affected.
(d) The casual
employee shall, if required,
1. (A) establish
either by production of a medical certificate or statutory declaration, the
illness of the person concerned and that the illness is such as to require care
by another person, or
2. establish by production of documentation acceptable to the
employer or a statutory declaration, the nature of the emergency and that such
emergency resulted in the person concerned requiring care by the employee.
In normal circumstances, a casual employee must not
take carer's leave under this subclause where another person had taken leave to
care for the same person.
(e) The casual
employee must, as soon as reasonably practicable and during the ordinary hours
of the first day or shift of such absence, inform the employer of their
inability to attend for duty. If it is not reasonably practicable to inform the
employer during the ordinary hours of the first day or shift of such absence,
the employee will inform the employer within 24 hours of the absence.
(x) A family
member for the purposes of (ix)(a) above is:
(a) a spouse of the staff member; or
(b) a de facto
spouse being a person of the opposite sex to the staff member who lives with
the staff member as her husband or his wife on a bona fide domestic basis
although not legally married to that staff member; 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 staff
member or of the spouse or de facto spouse of the staff member; or
(d) a same sex partner who lives with the staff member as the de
facto partner of that staff member on a bona fide domestic basis; or a relative
of the staff member who is a member of the same household, where for the
purposes of this definition:
"relative" means a
person related by blood, marriage, affinity or Aboriginal kinship structures;
"affinity" means a
relationship that one spouse or partner has to the relatives of the other; and
"household" means a
family group living in the same domestic dwelling.
(xi) Bereavement
entitlements for casual employees
(a) Casual
employees are entitled to not be available to attend work, or to leave work
upon the death in Australia of a family member on production of satisfactory
evidence (if required by the employer).
(b) The Department
Head and the casual employee shall agree on the period for which the employee
will be entitled to not be available to attend work. In the absence of agreement, the employee is
entitled to not be available to attend work for up to 48 hours (i.e. two days)
per occasion. The casual employee is not
entitled to any payment for the period of non-attendance.
(c) A Department
Head must not fail to re-engage a casual employee because the employee accessed
the entitlements provided for in this clause.
The rights of an employer to engage or not engage a casual employee are
otherwise not affected.
(d) The casual
employee must, as soon as reasonably practicable and during the ordinary hours of
the first day or shift of such absence, inform the employer of their inability
to attend for duty. If it is not reasonably practicable to inform the employer
during the ordinary hours of the first day or shift of such absence, the
employee will inform the employer within 24 hours of the absence.
16. Recreation
Leave
(i) A full time
shift worker shall accrue recreation leave at the rate of six weeks per annum,
in recognition of the fact that they are required to work on public holidays
unless rostered off duty on those days as part of their normal rostered days
off.
A day worker shall accrue recreation leave at the rate
of four weeks per annum.
(ii)
(a) A full time
shift worker who is required to and does work on a public holiday shall be
paid, in addition to the appropriate ordinary rate of pay, at the rate of one
half time extra for the time actually worked on such holiday. Such payment shall be in lieu of any
additional rate for shift work or weekend work which would otherwise be payable
had the day not been a public holiday.
(b) A day worker
who is required to and does work on a public holiday shall be paid in addition
to the appropriate ordinary rate of pay, an additional rate of time and a half
resulting in a total payment of double time and a half for time so time so
worked. Such payment shall be in lieu of
any additional rate for shift work or weekend work which would otherwise be
payable had the day not been a public holiday. Provided that in lieu of the
additional payment above the employee may elect to have an additional day added
to their recreation leave and be paid at the rate of one half time extra for the time actually worked.
(c) To leave
prescribed by subclause (i) of this clause, there shall be added one working
day or one half working day for each special public holiday or half public
holiday (not being one of the ten specifically named public holidays prescribed
by subclause (iii) of this clause, or a special day proclaimed in lieu of any
of them), which may occur during the qualifying period for recreation leave or
during the period of recreation leave.
(iii) For the
purpose of this clause the following are to be public holidays: New Years Day,
Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen's
Birthday, local Labor Day, Christmas Day, Boxing Day and any other day duly
proclaimed and observed as a public holiday within the area in which the
facility is situated.
(iv) In
addition to those public holidays prescribed in subclause (iii) of this
clause, a full time shift worker is entitled to an extra public holiday each
year. Such public holiday will occur on
a day between Christmas Day and New Year's Day as determined by the Department
following consultation with the Association. This subclause shall apply in
substitution for any additional local public holiday or half public holiday
proclaimed in a local government area.
(v)
(a) In addition to
the leave prescribed by subclause (i) of this clause, a full time shift worker
who work their ordinary hours on Sundays and/or public holidays are entitled to
receive additional payment as follows:
Number of ordinary
shifts worked on Sundays and/or public
|
Additional Payment
|
holidays during
qualifying period of employment for
recreation
|
|
leave purposes
|
|
4 to 10
|
1/5th of one week’s ordinary salary
|
11 to 17
|
2/5ths of one week’s ordinary salary
|
18 to 24
|
3/5ths of one week’s ordinary salary
|
25 to 31
|
4/5ths of one week’s ordinary salary
|
32 or more
|
one week’s ordinary salary
|
(b) In lieu of
payment employees, entitled to an additional payment by virtue of this
subclause, may elect to take leave equivalent to the value of their additional
payment entitlement. The election is to be made in writing by the employee at
the commencement of each year of employment and is irrevocable during the
currency of that year of employment.
(vi) The ability to
elect to take leave under (ii)(b) and (v)(b) of this
clause is not available to employees with excess recreation leave.
17. Senior Nurse
Management Structure
(i) Each
residence shall have a Nurse Manager Accommodation and Nursing Services in
charge and such other support positions as agreed between the Department and
the Association.
(ii) The grading
of Nurse Manager positions in each Residence will be determined in accordance
with Schedule "1" of this Part.
(iii) The grading
of the Principal and Nurse Manager Accommodation and Nursing Services may be reviewed
by the Department and the Association where there is a significant change in
Resident Client numbers, and adjusted accordingly. Where the grading of such a position is
altered to a lesser grade, and the affected position is substantively occupied,
the incumbent of the position will retain the higher grading on a personal
basis.
18. Disputes
(i) All parties
must use their best endeavours to cooperate in order to avoid any grievances
and/or disputes.
(ii) Where a
dispute arises in any work location, regardless of whether it relates to an
individual nurse or to a group of nurses, the matter must be discussed in the
first instance by the nurse(s) (or the Association on behalf of the nurse(s) if
the nurse(s) so request(s)) and the immediate supervisor of that nurse(s).
(iii) If the matter
is not resolved within a reasonable time, it must be referred by the nurse(s)
immediate supervisor to the Department’s nominee, and may be referred by the
nurse(s) to the Association’s Head Office.
Discussions at this level must take place and be concluded within two
working days of referral or such extended period as may be agreed.
(iv) If
the matter remains unresolved, the Association must then confer with the
appropriate level of management (i.e. at facility or Department level,
depending on the nature and extent of the matter). Discussions at this level must take place and
be concluded within two working days of referral or such extended period as may
be agreed.
(v) If these
procedures are exhausted without the matter being resolved, or if any of the
time limits set out in those procedures are not met, either the Association or
the Department may seek to have the matter mediated by an agreed third party,
or the matter may be referred in accordance with the provisions of the
Industrial Relations Act 1996, to the Industrial Relations Commission of New
South Wales, for its assistance in resolving the issue.
(vi) During
these procedures normal work must continue and there must be no stoppages of
work, lockouts, or any other bans or limitations on the performance of work.
(vii) The status quo
before the emergence of the issue must continue whilst these procedures are
being followed. For this purpose 'status
quo' means the work procedures and practices in place:
(a) immediately before the issue arose; or
(b) immediately before any change to those procedures or
practices, which caused the issue to arise, was made.
The Department must ensure that all practices applied
during the operation of these procedures are in accordance with safe working
practices.
(viii) Throughout all
stages of these procedures, adequate records must be kept of all discussions.
(ix) These
procedures will be facilitated by the earliest possible advice by one party to
the other of any issue or problem which may give rise to a grievance or
dispute.
19. Grading
Committee
A central Committee consisting of two representatives of the
Department and two representatives of the Association shall be constituted to consider
and make recommendations to the Department in relation to:
(a) Any proposals
to alter the grading of any existing or established new positions of
Residential Unit Nursing
Manager where agreement cannot be reached at the local level.
(b) The grading of
Nurse Manager positions which are affected by a change in Resident Client
numbers.
(c) The date of
effect of any grading recommended.
Provided that:
1. An employee
shall, whilst the grading or remuneration of his/her position is under
consideration, be ineligible to be a member of the Committee;
2. the Committee shall not, without sufficient reason,
recommend the retrospective operation of any grading or remuneration; and
3. where a retrospective date of effect is recommended, such
date shall not be earlier than a date six months prior to the date on which the
matter was referred to the Committee.
4. the limitation of retrospectivity shall not apply to RUNM
positions that are regraded as part of the transitional arrangements to the new
award structure. This provision shall
lapse effective 30 June 2005.
20. Anti
Discrimination
(i) It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination
in the workplace. This includes
discrimination on the grounds of race, sex, marital status, disability,
homosexuality, transgender identity age and responsibilities as a carer.
(ii) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award, which, by its terms or operation, has a direct or indirect
discriminatory effect.
(iii) Under the
Anti-Discrimination Act 1977, it is unlawful to victimise an employee because
the employee has made or may make or has been involved in a complaint of
unlawful discrimination or harassment.
(iv) Nothing
in this clause is to be taken to affect:
(a) any conduct or act which is specifically exempted from anti‑discrimination
legislation;
(b) offering or providing junior rates of pay to persons under
21 years of age;
(c) any act or practice of a body established to propagate
religion which is exempted under section 56 (d) of the Anti-Discrimination Act
1977;
(d) a party to this award from pursuing matters of unlawful
discrimination in any State or federal jurisdiction.
(v) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
Notes -
(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."
21. Salary
Sacrifice to Superannuation
(i) Notwithstanding
the salaries prescribed in clause 8, Salaries, of this Award, and Part B to
this Award, an employee may elect, subject to the agreement of the Department,
to sacrifice a portion of the salary payable under clause 8 and Part B to this
Award, to additional employer superannuation contributions. Such election must be made prior to the
commencement of the period of service to which the earnings relate. The amount sacrificed may be up to one
hundred (100) percent of the salary payable under clause 8 or one hundred (100)
percent of the currently applicable superannuable salary, whichever is the
lesser. In this clause, "superannuable salary" means the employee’s
salary as notified from time to time to the New South Wales public sector superannuation
trustee corporations.
(ii) Where the
employee has elected to sacrifice a portion of that payable salary to
additional employer superannuation contributions:
(a) subject to
Australian Taxation law, the sacrificed portion of salary will reduce the
salary subject to appropriate PAYE taxation deductions by the amount of that
sacrificed portion; and
(b) any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s compensation
or other payment, other than any payments for leave taken in service, to which
an employee is entitled under this Award or any applicable Award, Act or
statute which is expressed to be determined by reference to an employee’s
salary, shall be calculated by reference to the salary which would have applied
to the employee under clause 8 of this Award in the absence of any salary
sacrifice to superannuation made under this Award.
(iii) The employee
may elect to have the portion of payable salary which is sacrificed to
additional employer superannuation contributions:
(a) paid into the superannuation scheme established under the
First State Superannuation Act 1992 as optional employer contributions; or
(b) subject to the Department’s agreement, paid into a private
sector complying superannuation scheme as employer superannuation
contributions.
(iv) Where
an employee makes an election in terms of subclause (iii) of this clause, the
employer shall pay the portion of salary, the subject of election, to the
relevant superannuation fund.
(v) Where the
employee is a member of a superannuation scheme established under the:
(a) Police
Regulation (Superannuation) Act 1906;
(b) Superannuation
Act 1916;
(c) State
Authorities Superannuation Act 1987;
(d) State
Authorities Non-contributory Superannuation Act 1987; or
(e) First State
Superannuation Act 1992,
the employee’s Department must
ensure that the amount of any additional employer superannuation contributions
specified in subclause (i) of this clause is included in the employee’s
superannuable salary which is notified to the New South Wales public sector
superannuation trustee corporations.
(vi) Where, prior
to electing to sacrifice a portion of their salary to superannuation, an
employee had entered into an agreement with their Department or agency to have
superannuation contributions made to a superannuation fund other than a fund
established under legislation listed in subclause (v) of this clause, the
Department or agency will continue to base contributions to that fund on the
salary payable under clause 8 to the same extent as applied before the employee
sacrificed portion of that salary to superannuation. This clause applies even though the
superannuation contributions made by the Department or agency may be in excess
of superannuation guarantee requirements after the salary sacrifice is
implemented.
22. Area,
Incidence and Duration
(i) This award
applies to all employees as defined in clause 2, Definitions.
(ii) This Award rescinds
and replaces the Nurses' (Department of Family and Community Services - Ageing,
Disability and Home Care) (State) Award 2011 published 18 November 2011 (371
I.G. 1188) and all variations thereof.
(ii) This award
will take effect from the first full pay period to commence on or after 1 July
2015 and remain in force until 30 June 2016.
Schedule 1 of Part A
Nurse Manager and Administrative Support Positions, Large Residential
Centres
Principal Nurse Manager Accommodation and Nursing Services -
Nurse Manager Grade 8
Principal Nurse Manager Accommodation and Nursing Services -
Nurse Manager Grade 7
Stockton, Metro Residences
Nurse Manager Accommodation and Nursing Services - Nurse
Manager Grade 5
Casuarina Grove, Kanangra, Norton Road, Riverside, Stockton,
Rydalmere, Westmead .
Nurse Manager Accommodation and Nursing Services - Nurse
Manager Grade 4
Tomaree and Summer Hill Group Homes,
Summer Hill Respite and Liverpool Respite.
Nurse Systems Support Coordinator (NSSC)
Level 4
Stockton, Rydalmere, Westmead
Level 3
Casuarina Grove, Kanangra
Level 2
Norton Road, Riverside
Level 1
Tomaree, Summer Hill Group Homes, Summer
Hill Respite and Liverpool Respite Cluster.
Nurse Systems Support Officer (NSSO)
Level 3
Stockton, Rydalmere, Westmead
Level 2
Casuarina Grove, Kanangra
Level 1
Norton Road, Riverside
Nurse Manager Learning and Development - Nurse Manager Grade
3
Metro Residences, Hunter Residences
Nurse Manager Resource Support Unit - Nurse Manager Grade 3
Metro Residences, Hunter Residences
Nurse Manager After Hours - Nurse
Manager Grade 1
Westmead, Rydalmere and Stockton
PART B
MONETARY RATES
Table 1 - Salaries
|
1st
full pay period to commence
|
|
on or
after 01.07.15 (2.5%)
|
|
$ per
annum
|
Assistant in Nursing
|
|
Under 18 years - 1st Year of Experience
|
34,003
|
Under 18 years - 2nd Year of Experience
|
35,537
|
Under 18 years - Thereafter
|
36,937
|
|
|
Assistant in Nursing and Trainee Enrolled Nurse's
Aide Adult
|
|
Over 18 years - 1st Year of Experience
|
40,132
|
Over 18 years - 2nd Year of Experience
|
41,412
|
Over 18 years - 3rd Year of Experience
|
42,705
|
Over 18 years - 4th Year of Experience
|
44,028
|
|
|
Trainee Enrolled Nurse
|
|
Under 18 years - 1st Year of Experience
|
34,055
|
Under 18 years - 2nd Year of Experience
|
35,555
|
Under 18 years - Thereafter
|
36,979
|
|
|
Trainee Enrolled Nurse
|
|
Over 18 years - 1st Year of Experience
|
40,173
|
Over 18 years - 2nd Year of Experience
|
41,453
|
Over 18 years - 1st Year of Experience
|
42,753
|
Thereafter
|
44,091
|
|
|
Enrolled Nurse
|
|
1st Year of Service
|
49,305
|
2nd Year of Service
|
50,385
|
3rd Year of Service
|
51,472
|
4th Year of Service
|
52,561
|
Thereafter
|
53,659
|
|
|
Enrolled Nurse - Medication Endorsement
|
|
1st Year
|
51,897
|
2nd Year
|
53,014
|
3rd Year
|
54,138
|
4th Year
|
55,264
|
5th Year & Thereafter
|
56,398
|
|
|
Nurses undergoing pre-registration training other
than as a student
|
48,198
|
|
|
Registered Nurse
|
|
1st Year of Service
|
55,898
|
2nd Year of Service
|
58,951
|
3rd Year of Service
|
61,989
|
4th Year of Service
|
65,248
|
5th Year of Service
|
68,480
|
6th Year of Service
|
71,722
|
7th Year of Service
|
75,400
|
8th Year of Service
|
78,508
|
|
|
Clinical Nurse Consultant
|
|
1st Year
|
98,211
|
2nd Year
|
100,458
|
|
|
Clinical Nurse Specialist
|
81,709
|
*No further appointments to this classification
after 30 June 2004
|
|
|
|
Clinical Nurse Educator
|
81,709
|
|
|
Nurse Learning and Development Officer
|
|
1st Year
|
90,638
|
2nd Year
|
93,188
|
3rd Year
|
95,475
|
4th Year
|
100,459
|
|
|
Residential Unit Nurse Manager
|
98,481
|
Level 1
|
|
Residential Unit Nurse Manager
|
103,156
|
Level 2
|
|
Residential Unit Nurse Manager
|
105,928
|
Level 3
|
|
|
|
Nurse Systems Support Officer
|
|
Level 1
|
88,240
|
Level 2
|
93,842
|
Level 3 - 1st Year
|
98,211
|
Level 3 - 2nd Year
|
100,210
|
|
|
Nurse Systems Support Co-ordinator
|
|
Level 1
|
93,842
|
Level 2 - 1st Year
|
98,211
|
Level 2 - 2nd Year
|
100,210
|
Level 3 - 1st Year
|
98,211
|
Level 3 - 2nd Year
|
100,210
|
Level 3 - 3rd Year
|
102,200
|
Level 3 - 4th Year
|
104,224
|
Level 4 - 1st Year
|
102,200
|
Level 4 - 2nd Year
|
104,224
|
|
|
Nurse Manager Learning and Development Unit
|
|
1st Year
|
108,222
|
2nd Year
|
110,239
|
|
|
Nurse Manager Resource Support Unit
|
|
1st Year
|
108,222
|
2nd Year
|
110,239
|
|
|
Nurse Manager
|
|
Grade 1 -
1st Year
|
98,211
|
Grade 1 - 2nd Year
|
100,210
|
Grade 2 - 1st Year
|
102,200
|
Grade 2 - 2nd Year
|
104,224
|
Grade 3 - 1st Year
|
108,222
|
Grade 3 - 2nd Year
|
110,239
|
Grade 4 - 1st Year
|
114,244
|
Grade 4 - 2nd Year
|
116,246
|
Grade 5 - 1st Year
|
120,238
|
Grade 5 - 2nd Year
|
122,269
|
Grade 6 - 1st Year
|
126,274
|
Grade 6 - 2nd Year
|
128,139
|
Grade 7 - 1st Year
|
136,286
|
Grade 7 - 2nd Year
|
138,301
|
Grade 8 - 1st Year
|
146,304
|
Grade 8 - 2nd Year
|
148,307
|
|
|
Nurse Manager After Hours
|
|
Westmead, Rydalmere and Stockton
|
|
1st Year
|
98,211
|
2nd Year
|
100,210
|
|
|
Principal Nurse Manager Accommodation and Nursing
Services
|
|
1st Year
|
136,286
|
2nd Year
|
138,301
|
|
|
Nurse Manager Accommodation and Nursing Services
|
|
Tomaree,
Summer Hill Group Homes, Summer Hill Respite and
|
|
Liverpool Respite
|
|
1st Year
|
114,244
|
2nd Year
|
116,246
|
|
|
Casuarina Grove, Kanangra, Norton Road,
Riverside, Stockton,
|
|
Rydalmere and Westmead
|
|
1st Year
|
120,238
|
2nd Year
|
122,269
|
Table Two - Other Rates and Allowances
Item
|
Clause No.
|
Allowance
|
1st Full Pay
|
No.
|
|
(Wage Type)
|
Period to
|
|
|
|
commence on or
|
|
|
|
after 01.07.15
|
|
|
|
(2.5%)
|
|
|
|
$ per shift
|
1
|
9(i) & (ii)
|
Registered Nurse in charge of Unit in absence of RUNM or
in
|
30.59
|
|
|
charge of Residence of not more than 100 resident clients
|
|
2
|
9(iv)
|
Registered Nurse designated as the Rover in charge of a
|
30.59
|
|
|
residence after hours (Norton Road, Riverside)
|
|
3
|
9 (iii)
|
Registered Nurse in charge in absence of RUNM and in
charge
|
45.96
|
|
|
of a residence of not more than 100 resident clients
|
|
4
|
9(v)
|
Registered Nurse designated as the Rover in charge of a
|
45.96
|
|
|
residential centre after hours (Casuarina Grove and
Kanangra)
|
|
5
|
11(i)
|
Uniform Allowance
|
5.67
|
|
11(iii)(a)
|
Shoe Allowance
|
1.75
|
|
11(iii)(b)
|
Stocking Allowance
|
2.94
|
|
11(iii)c
|
Sock Allowance
|
0.56
|
|
11(iv)
|
Laundry Allowance
|
4.72
|
I. TABBAA, Commissioner
____________________
Printed by the authority of the Industrial Registrar.