JOURNALISTS (SPECIALIST PUBLICATIONS) (STATE) AWARD 1996
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Notice of Award Review pursuant to
section 19 of the Industrial Relations
Act 1996.
(No. IRC 2719 of 1999)
|
Before Commissioner McKenna
|
31 October 2000 and 1
March 2001
|
REVIEWED AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Area, Incidence and Duration
2. Pay Equity
3. Definitions
4. Minimum Rates of Payment
5. Classification Structure
6. Superannuation
7. Health and Safety
8. Casual Employees
9. Permanent Part-time Employees
10. Hours of Employment and Overtime
11. Distant Engagements
12. Public Holidays
13. Sick Leave
14. Personal Carers’ Leave
15. Bereavement Leave
16. Expenses
17. Termination of Employment
18. Annual Leave and Annual Leave Loading
19. Parental Leave
20. Time and Wages Books
21. Award Modernisation and House Agreements
22. Disputes Settlement
23. Award for Reference
24. Names to be Furnished
25. Redundancy
26. Leave Reserved
27. Anti Discrimination
PART B
MONETARY RATES
Table 1 - Rates of
Pay
Table 2 - Other Rates
and Allowances
1. Area, Incidence
and Duration
(a) This award is
made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the
Journalists (Specialists Publications) (State) Award published 23 August 1996
(294 IG 611) and all variations thereof.
(b) The award
published 30 April 1996 took effect from the beginning of the first pay period
to commence on or after that date.
(c) The changes
made to the award pursuant to the Award Review pursuant to section 19(6) of the
Industrial Relations Act 1996 and
Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission on New South Wales on December 1998 (308 IG 307) will take
effect from the first full pay period to commence on or after 1 March 2001.
(d) Subject to
subclause (e), this award shall apply to employees employed as journalists,
press artists and press photographers to the extent of the classifications in
Clause 5 of the award except;
(i) Employees on
newspapers covered by any other award or by an enterprise agreement in force
from time to time.
(e) No employer
who employs more than 20 full-time employees bound by this award shall be
subject to this award, and this award shall not apply to the employees of any
such employer. If an employer covered
by this award commences to employ more than 20 full-time employees covered by
this award, that employer shall, within seven days of so commencing, notify in
writing its employees and the Secretary of the Alliance that the number of its
employees covered by this award has exceeded 20 and the employer and its
employees shall, from the beginning of the first pay period commencing on or
after 26 weeks after the date on which the employer commenced to employ more
than 20 full-time employees covered by this award, cease to be covered by this
award unless the employer has before that date ceased to be a respondent to
this award by reason of another award or an order made by the Industrial
Relations Commission of New South Wales.
(f) This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
2. Pay Equity
The parties to this Award are committed to ensuring equal
remunerations and other conditions of employment of men and women along work of
equal or comparable value.
3. Definitions
(a) "Employer"
means a firm, company or individual bound by this award.
(b) "Employee"
means a member, or a person eligible to be a member, of the Media,
Entertainment and Arts Alliance New South Wales, employed by an employer.
(c) "Alliance"
means the Media, Entertainment and Arts Alliance New South Wales.
4. Minimum Rates of
Payment
(a) Minimum rates
of pay shall be as set out in Table 1 - Rates of Pay, of Part B, Monetary
Rates.
(b) An employee
whose weekly rate of pay is at least ten per cent higher than the minimum
weekly award rate of pay prescribed for a Grade 6 employee, shall be exempted
from the operation of clause 10, Hours of Employment and Overtime; provided,
however, that such an employee shall normally receive at least two clear days
off per week. Any dispute about the
operation of this subclause shall be processed under clause 22, Disputes
Settlement.
(c) In view of the
nature of the specialist publications within the scope of this award, employees
may, subject to the provisions of this subclause, from time to time be involved
in a variety of aspects of their employer's publication or publications, being aspects
which do not fall within the scope of the definitions contained in clause 5,
Classification Structure. Without limiting the generality of the foregoing,
such aspects include taking photographs, writing captions for photographs,
preparing drawings, graphs, art work and layout, and may include, by agreement,
duties associated with the commercial, business and promotional activities of
the publisher, provided that:
(i) In the case
of employees who, prior to the making of this award, were subject to the
provisions of the award of the Industrial Relations Commission of New South
Wales entitled the Journalists' (Specialist Publications) (State) Award
published 2 December 1994 (282 IG 910):
(A) For those
employees engaged after 17 April 1989, involvement in such work shall only be
by agreement between the employer and the employee, made at the date of
employment or subsequent thereto.
(B) Persons who
were in employment at 17 April 1989 and whose employment will be subject to
this award will, throughout that employment, continue to perform the full range
of duties they performed prior to the operation of this award, subject to any
agreement between them and their employer as to any change in that range of
duties.
(ii) For all other
employees:
(A) In the case of
employees engaged after the date this award comes into effect, involvement in
such work shall only be by agreement between the employer and the employee,
made at the date of employment or subsequent thereto.
(B) Persons who are
in employment at the date this award comes into effect and whose employment
will be subject to this award will, throughout that employment, continue to
perform the full range of duties they performed prior to the operation of this
award, subject to any agreement between them and their employer as to any
change in that range of duties.
(d) The minimum
weekly award rates of pay herein prescribed have been fixed on the basis that,
except as provided for in subclause (f) of this clause, subclause (b) of clause
10, Hours of Employment and Overtime, subclause (e) of clause 12, Public
Holidays, clause 16, Expenses, and subclause (b) of clause 18, Annual Leave and
Annual Leave Loading, they take into account all aspects and conditions of
employment of the type referred to in the industry and an employee shall not be
entitled to any additional or other payment in respect of overtime or any other
penalty, disability or similar payment not provided for in the clauses and
subclauses specified above. Nothing in
this subclause shall prevent conditions being agreed to in individual
negotiations between employer and employee in excess of minimum award
conditions.
(e) An employee
shall, at the request of his or her employer, perform the work of any other
employee to whom the provisions of this award apply and which the employee is
competent to perform; provided that where an employee performs the work of
another employee for more than six consecutive weeks or for more than a total
of 12 weeks in any one calendar year and the latter employee receives a rate of
pay higher than the former employee, the former employee shall, for the whole
of the period he or she performs such work, be paid at the higher rate of pay.
(f) Visual
Display Terminal (VDT) Allowance -
(i) For the
purposes of this award:
"Visual Display Terminal" means a computer
operated keyboard and screen which produces camera-ready copy from a typesetter
by direct or indirect interface with that typesetter.
"Camera-ready Copy" means editorial copy for use
in production and for which all typesetting commands (other than typesetter
conversion commands) required by the employer to be made have been inserted by
one or more employees to whom this award applies.
(ii) An employee
required by his or her employer to use a visual display terminal to create
camera-ready copy shall be paid as per the minimum weekly award rate of pay as
set out in column 2 of Table 1 - Rates of Pay, of Part B, Monetary Rates.
(g) An employer
may direct an employee to carry out such duties as are within the limits of the
employee's skill, competence and training.
(h) Wages shall be
paid by cash, cheque or electronic funds transfer, as determined by the
employer.
(i) Employees may
be required to work on and between different publications published by the
employer.
(j) Where an
employer undertakes editorial staff performance reviews, it is agreed:
(i) that where
the review results in an employee receiving either or both higher wages or more
favourable conditions than are prescribed by this award for the employee, the
employee shall not be entitled, as a right, to receive the benefit of any
change in an award wage or condition until the award wage is greater or the
condition more favourable than that received by the employee;
(ii) that amounts
paid to an employee above the minimum weekly award rate for the employee
(margins) may be absorbed in increases to the minimum weekly award rate as and
when the increases occur; and
(iii) that in
determining any increase in wage rates for an employee which results from any
performance review, the employer must have regard to any increases in the rates
of pay which have occurred in this award, in the period covered by the review.
5. Classification
Structure
(a) Employees
shall be defined as follows:
"Editor" means an employee with responsibility to
the publisher or his/her nominee for the content and/or appearance and/or
quality of a publication, who writes or initiates and edits copy, pictures and
drawings, supervises and disciplines staff, if any, and generally represents
his or her publisher for the publisher's publication internally and externally.
"Senior Sub-editor" means an employee who is
directly responsible to the Editor or his/her nominee for the accuracy and
style of material in the form of words, photographs or artwork submitted for
publication by members of the staff or contributors, and his/her work may
include some writing or re-writing and supervision of other sub-editors, if
any. He or she would normally supervise
technical, legal, layout and customer relation requirements of the Editor and
publisher.
"Sub-editor" means an employee normally
responsible to the Senior Sub-editor (or Senior Sub-editors) for the
preparation of copy.
"Senior Writer" means an employee who, with
minimum, if any, supervision, organises and prepares contributed material for
submission to sub-editors or to printers and who initiates and writes original
reports and features for publication.
"Writer" means an employee engaged in writing,
organising and/or preparing contributed material under the supervision of the
Editor.
"Trainee" means, without limiting the scope for
gaining experience, an employee who is not experienced in the work covered by
this award and who normally works under the direct supervision of a Publisher,
Editor, Senior Writer or Writer. Unless
otherwise agreed between the Alliance and the employer, the trainee normally
will remain a trainee for a period not exceeding two years, during which time
appropriate training will be made available.
Following the period of traineeship, the employer shall grade the
employee.
A trainee who has or obtains a degree or diploma from an
Australian university or Australian college of advanced education shall be paid
the minimum rate of pay prescribed for a Year 2 trainee.
(b) Employees
defined in subclause (a) shall be graded in one of the following grades
considered most appropriate by the employer: Grade 6, 5, 4, 3, 2 and 1, Trainee
Year 2 and Trainee Year 1.
(c) Normally
employees classified as editors, senior sub-editors or senior writers will
commence at not less than the Grade 2 rate of pay.
6. Superannuation
(a) Superannuation
Legislation - The subject of superannuation is dealt with extensively by
federal legislation including the Superannuation
Guarantee (Administration) Act 1992, the Superannuation Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act 1993, the Superannuation (Resolution of Complaints)
Act 1993 and section 124 of the Industrial
Relations Act 1996. This legislation, as varied from time to time, governs
the superannuation rights and obligations of the parties.
(b) For the
purposes of this clause:
"Fund" means a superannuation fund that complies
with the SGA Act and section 124 of the Industrial
Relations Act 1996, is limited to the following:
(i) Journalists
Union Superannuation Trust (JUST), or
(ii) an
alternative superannuation scheme established and approved in accordance with
the Commonwealth operational standards for occupational superannuation funds,
where employees nominate.
"Ordinary Time Earnings" means:
(i) in the case
of a full-time employee, the appropriate rate of pay prescribed in clause Part
B, Minimum Rates of Payment;
(ii) in the case
of a part-time employee, the appropriate rate of pay prescribed by clause 9,
Permanent Part-time Work;
(iii) in the case
of a casual employee, the appropriate rate of pay prescribed by clause 8,
Casuals;
plus any overaward payments made in respect of ordinary time
worked by the employee.
"Employee" means a full-time, part-time or casual
employee of the Company who is a member of a fund and who has notified the
Company in writing of that fact.
(c) The Company
shall, on the date of commencement of this provision or the date of engagement
of an employee, whichever is the later, notify each employee of his/her
entitlement to have occupational superannuation contributions made on their
behalf upon becoming a member.
(d) The employee
shall nominate the fund into which contributions made on his/her behalf are to
be paid and shall at the same time provide written evidence to the company of
his/her membership of that fund.
(e) The Company
shall, in respect of each member, pay contributions into a fund, at the rate of
three per cent of the member's ordinary time earnings, from the beginning of
the first pay period on or after the written evidence in subclause (d) is
received by the company.
(f) The employer
shall not be obliged to pay contributions in respect of:
(i) a member in
respect of any periods when that employee is absent without pay from his/her
employment;
(ii) a member
employed on a casual basis:
(1) until such
employee has worked shifts equivalent to 20 full days work within 13 weeks,
when contributions shall be made in respect of work performed thereafter;
(2) in respect of
any week during which such employee did not work shifts equivalent to 7½ hours.
(g) Such
contributions shall be paid at the intervals and in accordance with the
procedures and subject to the requirements prescribed by the relevant fund.
(h) A member shall
be entitled to elect to transfer his or her interest in one fund to another
fund and to direct payment of future contributions by the Company to such other
fund, but shall not be entitled to make such an election within five years after
the initial notification by the member of the fund into which contributions are
to be paid or the last notification under this subclause, whichever is the
later.
The Company shall only be obliged to make such contributions
to the other fund where the Company has been advised in writing:
(i) by the member
of such change;
(ii) by the
Trustees of the member's present fund that the member no longer belongs to that
fund; and
(iii) by the
Trustees of the other fund that the member now belongs to the other fund.
(i) This clause,
in so far as it applies to part-time and casual employees, commenced to operate
from the first full pay period to commence on or after 23 April 1991.
7. Health and Safety
(a) Eye Tests -
(i) An employer
will arrange for each employee required to operate a visual display terminal to
receive a full eye examination by an optometrist nominated by the employer or
the employee and at the employer's expense.
(ii) Results of
the test will be available to both the employer and the employee.
(iii) A follow-up
examination will be arranged by the employer at the request of the employee six
months after the employee first uses visual display terminals in production and
thereafter at a minimum of every two years if required by the employee.
(iv) Where the
optometrist prescribes spectacles or a lens change specifically for visual
display terminal operation, the employer will pay for the cost of the lens and
up to the amount set out in Item 1 of Table 2 - Other Rates and Allowances, of
Part B, Monetary Rates, towards the cost of the frames.
(v) Where the
employee receives a health fund or other benefit towards the cost of
spectacles, the employer will pay the difference between the cost of the
spectacles and the benefit, with a maximum payment on the frames as set out in
Item 2 of the said Table 2.
(vi) The amount
referred to in paragraphs (iv) and (v) above shall be adjusted every six moths
in line with movements in the CPI (all groups) for Sydney.
(b) Rest Breaks -
(i) No employee
shall be required to work on a visual display terminal for more than two hours
straight without a break.
(ii) Where an
employee on any shift works on a visual display terminal for two hours
straight, that employee shall be entitled to a ten-minute break in respect of
each such two-hour period.
(iii) A break of
the type referred to in (ii) above shall be counted as time worked.
(iv) An employee
who qualifies for a visual display terminal break under this subclause will
normally be entitled to two such breaks.
However, on extended shifts or parts of shifts, an employee may be
entitled to more than two such breaks.
(v) In an
emergency, an employer may require an employee to work on a visual display
terminal for a maximum of two hours and 30 minutes straight.
8. Casual Employees
(a) A person may
be employed as a casual employee in any of the classifications and grades of
employee referred to in clause 5, Classification Structure, on the following
terms and conditions:
(i) The person
shall be engaged either by the day, of seven and one-half hours, or half a day,
of three and three-quarter hours.
(ii) No person
shall be engaged as a casual employee for a total of more than four days in any
week, except where such person is required to take the place of an employee
temporarily absent from duty as a result of illness, leave or other authorised
absence, or to meet production emergencies that may arise from time to time.
(iii) The minimum
rate of pay for a person employed as a casual employee shall be: For a casual
engaged by the day - one-fifth, and for a casual engaged by the half day -
one-tenth of the minimum weekly award rate of pay prescribed for the definition
and grading of employee in which the person is employed as a casual employee,
plus 20 per cent.
(iv) All time
worked by a casual employee in excess of seven and a half hours in any day
shall be overtime and shall be paid at the rate of time and one half for the
first three hours and double time thereafter.
(v) The following
provisions of this award and no other shall apply to the employment of casual
employees:
Subclauses (a)(d)(e) and (f) of clause 4, Minimum Rates of
Payment.
Clause 5, Classification Structure.
Clause 6, Superannuation.
Subclause (b) of clause 7, Health and Safety.
Clause 8, Casual Employees.
Subclause (e) of clause 12, Public Holidays.
Clause 16, Expenses.
Clause 20, Time and Wages Books.
(vi) The provisions
of clause 18, Annual Leave and Annual Leave Loading, do not apply to casual
employees. The rate of pay in this award for casual employees includes
compensation for these elements.
9. Permanent
Part-time Employees
(a) An employer
may employ an employee as a permanent part-time employee.
(b) The following
terms and conditions of employment shall apply to any employee employed as a
permanent part-time employee:
(i) No fewer than
eight ordinary hours and not more than 32 ordinary hours shall be worked by any
one permanent part-time employee in a week, with four hours being the minimum
number of hours of work which shall be performed by such an employee on any
day.
(ii) Subject to
paragraph (i) of this subclause, the ordinary hours of work and days on which
such work is to be performed shall be specified in writing by the employer to
the permanent part-time employee before the employee begins employment. Such agreed hours and days may be changed
only by:
(1) agreement (in
writing) between the permanent part-time employee and the employer; or
(2) seven days
notice (in writing) between the permanent part-time employee and the employer,
provided that there is no diminution of the total agreed number of ordinary
weekly hours of work.
(c) The grade of
each permanent part-time employee, which shall be not less than Grade 1, shall
be agreed to in writing between the permanent part-time employee and the
employer before the employee commences employment.
(d) The minimum
weekly rate of pay for a permanent part-time employee shall be the rate which
is that proportion of the weekly rate for an employee of the same grade as the
permanent part-time employee which the ordinary weekly hours of work of that
employee bear to 38.
(e) Application of
award provisions not referred to above for permanent part-time employees:
(i) For the
purposes of this clause, pro rata means, in the case of each permanent
part-time employee, the proportion which the ordinary weekly hours of work of
the employee bear to 38.
(ii) Annual leave
entitlements shall accrue for permanent part-time employees in the same manner
as for full-time employees. Payment for
any period of, or entitlement to, annual leave for permanent part-time
employees shall be calculated pro rata for the period of leave or entitlement.
(iii) Sick leave
shall accrue for permanent part-time employees in the same manner as for
full-time employees and payment for absences shall be in respect of the hours
each week that would have been worked by the employee concerned had that
employee been working.
(iv) All other
provisions of this award applicable to full-time employees which are capable of
having application to permanent part-time employees shall apply to permanent
part-time employees, provided that where such provisions specify the payment to
be made to an employee which is calculated on the basis of or by reference to
weekly hours of work of a full-time employee, the payment shall be made pro
rata to the permanent part-time employee.
(f) The provision
of permanent part-time employment is not to prejudice the rights of the parties
in respect of the employment of casual employees and is not to be applied so as
to prejudice the employment of full-time employees.
10. Hours of Employment and Overtime
(a) The ordinary
hours of duty shall be 38 per week, which may be worked on any day of the week
determined by the employer.
(b) Normally
employees employed by specialist publishers work seven hours a day, worked
Monday to Friday (i.e., 9.00 a.m. to 5.00 p.m.) with a lunch break of one hour
which is not counted as time worked - a total of 35 hours. The employer may require an employee to work
three additional hours of work in a week to accommodate editorial production
needs and to achieve suitable arrangements for employees.
(c) Where an
employee, other than a casual employee, is required to work in excess of 38
hours in any week, the member shall be entitled to time off for a period which
is the same as the period of overtime worked, to be taken within six weeks of
the end of the week in which the overtime was worked. The time in which time off can be taken in that six- week period
is to be a time which is agreed between the employer and the employee or, if no
agreement is reached, at a time determined by the employer. If, for any reason, such time off in lieu
has not been so given and taken, the employee shall be paid for such overtime
at the rate of time and one half for the first eight hours overtime in any week
and at the rate of double time for all overtime in excess of eight hours in any
week.
(d) Employees may
be required to work occasionally at exhibitions or conventions or the like at
weekends, in which case such work will be overtime and subclause (c) of this
clause will apply.
11. Distant
Engagements
(a) An employee
shall not be required to undertake a distant engagement against the employee’s
will.
(b) Practices
existing at the date of this award in relation to employees working on distant
engagements, including practices in relation to travel and accommodation on
such an engagement, shall continue.
(c) Employees
working on distant engagements shall be paid expenses as provided for in this
award.
(d) For the
purposes of this clause, a distant engagement is an assignment which requires
an employee to be away from his or her work at the employer’s premises at the
direction of the employer for one or more nights.
(e) An employer
shall allow an employee time off, within eight weeks of the completion of a
distant engagement, equal to that time taken by the employee in travelling to
and from the assignment which falls outside the employee’s normal hours of
work. The time when time off can be taken in the eight-week period is to be
agreed upon between the employer and the employee or, if no agreement is
reached, at a time determined by the employer. If, for any reason, such time
off in lieu has not been so given and taken within the eight-week period, the
employee shall be paid for such time at the rate of time and one-half for the
first eight hours and at the rate of double time for all time in excess of
eight hours.
12. Public Holidays
(a) An employee
shall be entitled to holidays on the following days:
(i) New Year's
Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day and Boxing Day;
and
(ii) the following
days, as prescribed: Australia Day, Anzac Day, Queen's Birthday and Labour Day;
and
(iii) the first
Monday in August.
(b) (i) When Christmas Day is a Saturday or a
Sunday, a holiday in lieu thereof shall be observed on 27 December.
(ii) When Boxing
Day is a Saturday or a Sunday, a holiday in lieu thereof shall be observed on
28 December.
(iii) When New
Year's Day or Australia Day is a Saturday or Sunday, a holiday in lieu thereof
shall be observed on the next Monday.
(c) Where, in the
State or locality, public holidays are declared or prescribed on days other
than those set out in subclauses (a) and (b) above, those days shall constitute
additional holidays for the purpose of this award.
(d) (i) An employer, with the agreement of the
Alliance, may substitute another day for any prescribed in this clause.
(ii) (1) An employer and his or her employees may
agree to substitute another day for any holiday prescribed in this clause. For this purpose, the consent of the
majority of affected employees shall constitute agreement.
(2) An agreement
pursuant to subparagraph (1) of this paragraph shall be recorded in writing and
be available to every affected employee.
(3) The Alliance
shall be informed of an agreement pursuant to the said subparagraph (1) and
may, within seven days, refuse to accept it.
The Alliance will not unreasonably refuse to accept the agreement.
(4) If the Alliance,
pursuant to subparagraph (3), refuses to accept an agreement, the parties will
seek to resolve their differences to the satisfaction of the employer, the
employees and the Alliance.
(5) If no
resolution is achieved pursuant to subparagraph (4), the employer may apply to
the Industrial Relations Commission of New South Wales for approval of the
agreement reached with his or her employees.
Such an application must be made 14 or more days before the prescribed
holiday. After giving the employer and
the Alliance an opportunity to be heard, the Commission will determine the
application.
(e) Where an
employee is required by the employer to work on a public holiday, the employee
shall be paid at the rate of double time and one-half for all such time worked,
with a minimum payment for four hours worked.
(f) Where an
employee is not required by the employer to work on a public holiday the
employee shall be entitled to receive the public holiday without deduction from
pay.
13. Sick Leave
(a) In each year of
employment commencing from the date of appointment to the staff, an employee
absent through illness or incapacity shall, subject to the provisions of this
subclause, be entitled to sick leave without deduction of pay:
(i) In the first
year of employment - a total of eight working days; and
(ii) in the second
and each subsequent year of employment - a total of ten working days.
(b) An employee
shall not be entitled to sick leave in the first three calendar months of his
or her service, provided that nothing in this clause shall prevent the employer
granting paid sick leave during the first three months of an employee's
employment at the employer's discretion.
(c) The right to
sick leave shall be subject to the employer being satisfied that the employee's
absence is due to sickness or incapacity.
The employer shall be entitled to require production of a medical
certificate and/or to require the employee to undertake a medical examination
by a doctor nominated by the employer and at the employer's expense. An employee who refuses to supply a medical
certificate and/or undergo such a medical examination when requested, shall not
be entitled to the benefits of this clause.
(d) An employer
shall not be liable for payment under the provisions of this clause to any
employee absent from duty as a result of an injury received from a specific
form of recreation, hobby or exercise if the employer has given specific
individual notification in writing to the employee that if he or she further
indulges in that particular form of recreation, hobby or exercise, no liability
in the case of injury arising there from shall attach to the employer. A general notification by circular or
otherwise shall not exempt an employer from liability under this clause.
(e) Any sick leave
not taken during the year of service may, provided the employee remains in the
service of the same employer, be accumulated for a maximum of ten years
service.
(f) An employee
may use all or part of the employee's sick leave entitlements in the event of
illness or incapacity within the employee's immediate family on notifying the
employer at the time and, if requested, providing proof of such illness or
incapacity.
14. Personal Carers’
Leave
(1) Use of Sick
Leave
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (ii) of paragraph (c), 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 13, Sick
Leave Pay, 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.
(b) 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.
(c) 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 of the same household, where for the purposes of
this subparagraph:
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 g up living in the
same domestic dwelling.
(d) 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.
(2) Unpaid Leave
for Family Purpose
(a) 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 subparagraph (ii) of paragraph (c) of subclause (1) who is ill.
(3) Annual Leave
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays Act 1944, 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.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this award
(c) 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.
(4) Time Off in
Lieu of Payment for Overtime
(a) For the
purpose only of providing care and support for a person in accordance with
subclause (1) of this clause, and despite the provisions of clause 10,
Overtime, the following provisions shall apply.
(b) 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.
(c) 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.
(d) If, having
elected to tak time as leave in accordance with paragraph (a) of this
subclause, 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.
(e) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award
(5) Make-up Time
(a) 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.
(b) 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.
(6) Rostered Days
Off
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
15. Bereavement Leave
Subject to prompt notice being given to the employer and, if
requested, proof of death being given, an employee shall be entitled to up to
three days leave on the death of a spouse, including a de facto spouse, child,
stepchild, father, mother, brother, sister, grandparents, mother-in-law, father-in-law,
son-in-law, daughter-in-law or the partner of an employee living in an
established homosexual relationship with the employee, if such leave is
necessary to arrange for and/or attend the funeral of the deceased.
16. Expenses
(a) All employees
shall be reimbursed for out-of-pocket expenses reasonably incurred in the
employer’s service and authorised by the employer, normally in advance.
(b) If an
employee’s hours on duty compel him or her to take more than one meal a day
away from home, any excess of one meal a day, at reasonable cost, shall be paid
by the employer.
17. Termination of Employment
An employee's employment may be terminated by either the
employer or employee by notice given at any time and as specified in this
clause or by payment or forfeiture of the equivalent minimum weekly award rate
of pay in lieu of notice, as the case may be.
This shall not affect the employer's right to dismiss any employee
suddenly without notice for refusal or neglect of duty or misconduct and, in
such case, salary shall be paid to the date of dismissal only:
Period of Continuous Service Period
of Notice
with the Employer
Up to and including 6 months 2
weeks
More than 6 months and less than 2 years 4 weeks
2 years and less than four years 6 weeks
4 years or more 8
weeks
18. Annual Leave and
Annual Leave Loading
(a) Employees,
other than casual employees, shall be entitled to four weeks annual leave on
each anniversary of the commencement of their employment, to be taken and paid
as follows:
(i) Annual leave
must be taken in full within 26 weeks of the date it falls due, unless
otherwise agreed between the employer and the employee.
(ii) Annual leave
may be taken in any period or periods agreed by the employer and the employee
or, in the absence of agreement, as directed by the employer; provided that at
least 28 days notice is given to the employee of the date on which annual leave
is to commence.
(iii) Annual leave
shall be paid in advance of it being taken.
(iv) Payment must
be made by the employer to the employee for any untaken annual leave (including
leave not taken as provided for in paragraph (i) hereof) on termination of the
employment of an employee.
(b) (i) Employees, other than casual employees,
shall be paid a loading of 17.5 per cent of the minimum rate of pay prescribed
in Table 1 - Rates of Pay, of Part B, Monetary Rates, for the employee’s
classification for the period of annual leave prescribed by this clause.
(ii) The loading
prescribed by this subclause shall apply to proportionate leave on termination,
except where summary dismissal for refusal or neglect of duty or misconduct
takes place in accordance with clause 17, Termination of Employment.
NOTATION: Because of the cyclic nature of some of the
publications published in the industry of specialist publications, it is the
employer’s expectation that some annual leave will be taken by members during
production "downtime" during the Christmas-New Year holiday
period. At least 28 days notice will be
given to the employee to take leave as envisaged in this notation.
19. Parental Leave
19.1 Definitions
For the purposes of this Award, parental leave is maternity
leave, paternity leave, or adoption leave.
Parental leave provisions are governed by the provisions set out in this
clause and the provisions set down in the Industrial
Relations Act 1996 (NSW).
Maternity leave is leave taken by a female employee in
connection with the pregnancy or the birth of a child of the employee. Unpaid maternity leave consists of an
unbroken period of leave.
Paternity leave is leave taken by a male employee in
connection with the birth of a child of the employee or the employee's
spouse. Unpaid paternity leave consists
of:
(i) an unbroken
period of up to one week at the time of the birth of the child or other
termination of the pregnancy (short paternity leave), or
(ii) further
unbroken period in order to be the primary care giver of the child (extended
paternity leave).
Adoption leave is leave taken by a female or male employee
in connection with the adoption by the employee of a child under the age of 5
years (other than a child who has previously lived continuously with the
employee for a period of 6 months or who is a child or stepchild of the
employee or the employee's spouse).
Unpaid adoption leave consists of:
(i) an unbroken
period of up to 3 weeks at the time of the placement of the child with the
employee (short adoption leave), and
(ii) a further
unbroken period in order to be the primary care giver of the child (extended
adoption leave).
Spouse includes a de facto spouse.
Special maternity leave is leave taken by an employee for
recovery from a termination of pregnancy or illness related to pregnancy and to
special adoption leave up to 2 days to attend interviews or examinations for
the purposes of adoption. The
requirement of unbroken periods of leave is subject to employee and employer
agreement to interrupted parental leave by return to work.
Paid parental leave is leave taken by a female or male
employee in connection with the birth of a child of an employee or spouse. The paid parental leave entitlement is for a
period of 6 weeks on full pay.
19.2 Parental Leave
Eligibility
(i) An employee
is entitled to take up to 52 weeks unpaid parental leave only if the employee
has had at least 12 months of continuous service with the employer. Such leave shall commence at a time mutually
agreed between the Employee and the Employer.
(ii) A male or
female employee is entitled to 6 weeks paid paternal leave if the employee has
had at least 3 years continuous service with the employer and where the
employee provides the employer with the statutory declaration that he or she is
to be the primary care giver of the child.
Where two employees may have an entitlement, an election concerning the
payment should be made. Such leave
shall commence at a time mutually agreed between the Employee and the Employer.
19.3 Notification
requirements for parental leave
An employee intending to take parental leave shall make an
application in writing to the employer.
An employee intending to take parental leave shall also provide to the
employer at the earliest time possible, medical and/or legal evidence
pertaining to the expected date of the arrival of the child.
19.4 Parents not to
take parental leave at the same time
An employee is not entitled to parental leave at the same
time as his/her spouse is on parental leave.
This does not apply to short paternity leave or short adoption leave.
19.5 Return to work
after parental leave
An employee returning to work after a period of parental
leave is entitled to be employed:
(i) in the
position held by the employee immediately before proceeding on that leave; or
(ii) if the
employee worked part time because of the pregnancy before proceeding on
maternity leave, the position held immediately before commencing that part time
work; or
(iii) of an
employee was transferred to a safe job before proceeding on maternity leave,
the position held immediately before the transfer; or
(iv) if the
position no longer exists but there are other positions available that the
employee is qualified for and is capable of performing, the employee is
entitled to be employed in a position as nearly as possible comparable in
status and pay to that of the employees former position.
19.6 Employment of
replacement staff
Before employing a replacement staff member for an employee
on parental leave, an employer must notify the person employed of the temporary
nature of the employment.
20. Time and Wages Books
See Section 129 of the Industrial
Relations Act 1996.
21. Award
Modernisation and House Agreements
(a) The parties
are committed to modernising the terms of this award so that it provides for
more flexible working arrangements, improves the efficiency and productivity of
the industry, enhances skills and job satisfaction and assists positively in
the restructuring process.
(b) Each of the
parties is prepared to discuss any matter raised by any other party in
accordance with the award modernisation provisions of this award. Agreements
may be made on a house basis between individual publishers and employees. Any
discussions by the employer with the Alliance and/or its employees represented
by Alliance House Committees must be premised on the understanding that:
(i) Where the
matter may involve a variation or contested interpretation of this award, the
Branch Secretary or his or her nominee shall be involved in discussions.
(ii) In any other
matter, discussions will be conducted with authorised representatives of
Alliance members employed by the employer. This may involve branch officials of
the Alliance at the option of the Alliance or the employer.
(iii) Where any
agreement is reached, the majority of employees affected must agree.
(iv) The Alliance
must be a party to the agreement and will not unreasonably oppose any
agreement.
(v) Where any
agreement involves a variation of this award, the parties will make a consent
application to the Industrial Relations Commission of New South Wales to have
the agreement ratified. The terms of any agreement so ratified shall substitute
for the provisions of this award to the extent that they deal with the same
matter. Such variation will not take effect until approved by the Commission.
(vi) The disputes
settling procedure in clause 22, Disputes Settlement, will apply if agreement
cannot be reached on a particular issue.
(vii) The procedures
of this clause will not be used to negotiate wages or conditions less
favourable than those provided by this award.
22. Disputes
Settlement
(a) Statement of
Principle -
(i) It is the
intention of this clause to facilitate a consultative procedure that will
assist in preventing and/or limiting disputes which are likely to cause work
stoppages or other industrial action.
It is agreed that every endeavour will be made to settle any disputes
which arise by direct negotiation and consultation.
(ii) Matters
affecting conditions of employment shall be subject to consultation which will
ensure that all affected parties are promptly and fully informed about the
issue.
(iii) While
procedures outlined in subclause (b) are being followed, normal work shall
continue and if the subject of the dispute concerns any proposed changes to be
introduced by the employer, they will not be implemented.
(iv) No party shall
be prejudiced as to the final settlement by continuation of normal work as a
pre-requisite for the operation of these procedures.
(v) Procedures for
the settlement of disputes, claims and grievances are to follow the steps set
out in subclause (b). All issues raised
by the Alliance shall start at Step 3.
Every attempt will be made to resolve issues quickly and at the lowest
possible level. If the matter is not
resolved at that first step, such subsequent steps are to be followed until
resolution is achieved.
(b) Procedure -
Step 1 - As soon as possible after a dispute or claim has
arisen, the matter is to be discussed in the first instance between the
employee(s) and his/her supervisor/editor.
Step 2 - If necessary, the matter is to be discussed by the
employee(s) concerned, the employer and an Alliance House Committee
representative or, if none is available, a representative of the Alliance’s
members in the office.
Step 3 - If the matter has not then been resolved the
problem, complaint or claim shall be referred to the employer and a duly
accredited Alliance official from the relevant branch office. The Alliance official shall then arrange to
discuss the matter with the employee(s) involved and the employer.
Step 4 - If there is still no resolution, the matter may be
submitted to the Industrial Relations Commission of New South Wales or other
relevant industrial tribunal for determination.
23. Award for
Reference
A copy of this award, with all variations thereof, shall be
supplied by each employer and shall be placed in a convenient position in each
office for reference. The employer shall be responsible for supplying and
replacing copies of the award.
24. Names to be
Furnished
(a) An employer
shall keep a record in which the following entries shall be kept separate and
up-to-date:
(i) The name of
each employee who is classified and the grade and classification in which the
employee is classified.
(ii) The name of
each trainee, the date of commencement of employment with the employer and the
year of traineeship.
(iii) The name of
each person employed on casual work.
(b) The record
shall be available for inspection during normal office hours by the Secretary
of the Alliance or by any officer authorised by the branch committee.
(c) A copy of each
entry shall, on written request, be provided to the Secretary of the
Alliance. A request shall not be made
to any employer under this subclause more than twice in any calendar year.
(d) An employee
shall, on appointment and/or promotion, be supplied with a written record of
his or her classification, grade and salary.
25. Redundancy
(a) (i) This clause shall apply in respect of
full-time and part-time persons employed in the classifications specified by
this award.
(ii) This clause
shall only apply to employers who employ 15 or more employees immediately prior
to the termination of employment of employees.
(iii) Notwithstanding
anything contained elsewhere in this award, the provisions of this clause 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.
(iv) This clause
shall not apply where employment is terminated as a consequence of conduct that
justifies instant dismissal, including malingering, inefficiency, misconduct or
neglect of duty, or in the case of casual employees, apprentices or 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.
(b) Employer's
duty to notify and discuss -
(i) 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, if they are members of the
Alliance, notify the Alliance.
(ii) The employer
shall discuss with the employees affected and the Alliance, if the employee is
a member, the introduction of such changes and the likely effect on the
employees and the measures taken to avert or mitigate the adverse effects of
such changes.
(iii) "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employer’s workforce or 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.
(c) Discussions
before terminations -
(i) Where an
employer has made a definite decision that the employer no longer wishes the
job the employee has been doing to be done by anyone, and that decision may
lead to the termination of employment, the employer shall hold discussions with
the employees directly affected and, if the employee is a member of the
Alliance, with the Alliance.
(ii) The
discussions shall take place as soon as is practicable after the employer has
made a definite decision which will invoke the provision of paragraph (i) of
this subclause and shall cover, amongst other things, any reasons for the
proposed terminations, measures to avoid or minimise the terminations and
measures to mitigate any adverse effects of any termination on the employees
concerned.
(iii) For the
purposes of the discussion the employer shall, as soon as practicable, provide
to the employees concerned and, if they are members of the Alliance, to the
Alliance all relevant information about the proposed terminations, including
the reasons for the proposed terminations, the number and categories of
employees likely to be affected, and the number of workers 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.
(d) Notice for
Changes in Production, Program, Organisation or Structure -
(i) 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 subclause
(b) of this clause.
(A) 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.
(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.
(e) Notice for
Technological Change -
(i) This
subclause sets out the notice provisions to be applied to terminations by the
employer for reasons arising from "technology" in accordance with
subclause (b) of this clause.
(A) In order to
terminate the employment of an employee the employer shall give the employee
three months notice of termination.
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.
(B) 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 Leave Act 1955, the Annual
Holidays Act 1944, or any Act amending or replacing either of these Acts.
(f) Time off
during the notice period -
(i) 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.
(ii) 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.
(g) 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.
(h) 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.
(j) Notice to
Centrelink or its equivalent - Where a decision has been made to terminate
employees, the employer shall notify the Centrelink or its equivalent 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 be carried out.
(k) Centrelink or
its equivalent 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 Centrelink or its equivalent.
(l) Transfer to
lower paid duties - Where an employee is transferred to lower paid duties for
reasons set out in subclause (b) of this clause, 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 notice still owing.
(m) Severance Pay -
(i) Where an
employee is to be terminated pursuant to subclause (d) of this clause, subject
to further order of the Industrial Relations Commission of New South Wales, the
employer shall pay the following severance pay in respect of a continuous
period of service:
(A) If an employee
is under 45 years of age, the employer shall pay in accordance with the following
scale:
Year of Service Under
45 Years of Age 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
(B) Where an
employee is 45 years of age or over, the entitlement shall be in accordance
with the following scale:
Years of Service 45
Years of Age and 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
(C) "Week's
Pay" means the all-purpose rate of pay for the employee concerned at the
date of termination and shall include, in addition to the ordinary rate of pay,
overaward payments, shift penalties and allowances provided for in this award.
(ii) Incapacity to
Pay - Subject to an application by the employer and further order of the
Industrial Relations Commission of New South Wales, an employer may pay a
lesser amount (or no amount) of severance pay than that contained in paragraph
(i) of subclause (e) of this clause.
The Industrial Relations Commission shall have regard to
such financial and other resources of the employer concerned that the
Commission thinks relevant, and the probable effect paying the amount of
severance pay in the said paragraph (i) will have on the employer.
(iii) Alternative
Employment - Subject to an application by the employer and further order of the
Commission, an employer may pay a lesser amount (or no amount) of severance pay
than that contained in the said paragraph (i) if the employer obtains
acceptable alternative employment for an employee.
26. Leave Reserved
Leave is reserved as follows:
(i) To the
Alliance and employers to seek a review of the operation of this award after a
period of 12 months from the date of it commencing operation.
(ii) Australian
Business Publishers Ltd and the Alliance agree that they will undertake a joint
study of the nature of VDT usage under this award within the duration of this
award.
27.
Anti-Discrimination
(a) 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 the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity
and age.
(b) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed in this award the parties have obligations 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 of
operation, has a direct or indirect discriminatory effect.
(c) Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee has made or may make or has been involved in
a complaint of unlawful discrimination or harassment.
(d) Nothing in
this clause is to be taken to effect:
(i) any conduct
or act which is specifically exempted from anti-discrimination legislation;
(ii) offering or
providing junior rates of pay to persons under 21 years of age;
(iii) any act or
practice of a body established to propogate religion which is exempted under
section 56 (d) of the Anti-Discrimination
Act 1977;
(iv) a party to
this award from pursuing matters of unlawful discrimination.
(e) 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.
(i) Employers
and employees may also be subject to Commonwealth Anti-Discrimination
legislation.
(ii) Section 56
(d) of the Anti-Discrimination Act
1977 provides:
"Nothing in the Act affects...any other act or practice
of a body established to propagate religion that confirms to the doctrines of
that religion or is necessary to avoid injury to the religious susceptibilities
of the adherents of that religion."
PART B
MONETARY RATES
Table 1 - Rates of Pay
|
CLASSIFICATION
|
PREVIOUS
|
SWC
|
COLUMN 1
|
COLUMN 2
|
|
|
MINIMUM
|
2000
|
MINIMUM
|
MINIMUM
|
|
|
WEEKLY
|
($)
|
WEEKLY
|
WEEKLY
|
|
|
RATES OF PAY
|
|
RATES OF PAY
|
RATES OF
|
|
|
($)
|
|
$
|
PAY
|
|
|
|
|
|
(6%)
|
|
|
|
|
|
$
|
|
Grade 1
|
548.40
|
15.00
|
563.40
|
597.20
|
|
Grade 2
|
639.70
|
15.00
|
654.70
|
693.98
|
|
Grade 3
|
731.20
|
15.00
|
746.20
|
790.97
|
|
Grade 4
|
778.20
|
15.00
|
793.20
|
840.79
|
|
Grade 5
|
838.80
|
15.00
|
853.80
|
905.02
|
|
Grade 6
|
894.90
|
15.00
|
909.90
|
964.49
|
|
Trainee Yr 1
|
|
|
|
|
|
(70% Grade 1)
|
383.00
|
|
394.38
|
418.04
|
|
Trainee Yr 2
|
|
|
|
|
|
(90% Grade 1)
|
493.00
|
|
507.06
|
537.48
|
*Column 2 sum of corresponding Column 1 minimum award rate
of pay plus six percent paid for an employee required to use a visual display
terminal to create camera ready copy.
Table 2 - Other Rates and Allowances
|
Item No.
|
Clause
|
Brief Description
|
Amount
|
|
|
|
|
$
|
|
1
|
7(a)(iv)
|
VDT operation - spectacles changed by optometrist
|
|
|
|
|
- cost of frames
|
up to 96.00
|
|
2
|
7(a)(v)
|
Employer to pay difference between health fund
|
|
|
|
|
and actual cost
|
up to 96.00
|
D. S. McKENNA,
Commissioner.
____________________
Printed by the authority of the Industrial Registrar.