Crown Employees (Independent Pricing and
Regulatory Tribunal 2018) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Public
Service Association and Professional Officers' Association Amalgamated Union of
New South Wales, Industrial Organisation of employees..
(Case No. 2018/72701)
Before Chief
Commissioner Kite
|
22 May 2018
|
AWARD
PART A
1. Arrangement
Clause No. Subject
Matter
PART A
SECTION 1 - FRAMEWORK
1. Arrangement
2. Title
3. Definitions
4. Consultative
Arrangements
5. Parties
6. Work
Environment
7. Grievance
and Dispute Settling Procedures
SECTION 2 - ATTENDANCE/HOURS OF WORK
8. Hours of
Work
9. Flexible
Work Hours
10. Part Time
Work
11. Part Year
Employment
12. Part Time Leave
Without Pay
SECTION 3 - SALARIES AND ALLOWANCES
13. Salaries
14. Salary
Progression
15. Salary
Packaging Arrangements, including Salary Sacrifice to Superannuation
16. Appointment
and Promotion
17. Allowances
Section 4 - Union
Consultation
18. Union
Consultation, Access and Activities
SECTION 5 - LEAVE
19. Extended
Leave
20. Family and
Community Service Leave
21. Leave Without Pay
22. Military
Leave
23. Religious
or Cultural Observations
24. Parental
Leave
25. Purchased
Leave
26. Recreation
Leave
27. Annual
Leave Loading
28. Sick Leave
29. Special
Leave
29A. Leave for
Matters Arising from Domestic Violence
SECTION 6 - TRAINING/PROFESSIONAL DEVELOPMENT
30. Study Leave
31. Staff
Development
32. Study Time
33. Reimbursement
of Fees
SECTION 7 - OVERTIME AND PUBLIC HOLIDAYS
34. Overtime
35. Public
Holidays
SECTION 8 - MISCELLANEOUS
36. Job Sharing
37. Work from
Home
38. Unsatisfactory
Performance, Misconduct or Serious Offence
39. Termination
of Employment
40. Managing
Excess Staff
41. Secure
Employment - Casual Conversion
42. Secure
Employment - Work Health & Safety
43. Anti-Discrimination
44. No Extra
Claims
45. Savings of
Rights
46. Lactation
Breaks
47. Leave for
Matters arising from Domestic Violence
48. Relationship
to other Awards
49 Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
2. Title
2.1 This award shall
be known as the Crown Employees (Independent Pricing and Regulatory Tribunal)
Award 2017.
3. Definitions
3.1 "Act"
means the Independent Pricing and
Regulatory Tribunal Act 1992.
3.2 "At the
convenience of" means the operational requirements to permit the staff
member’s release from duty or that satisfactory arrangements can be made for
the performance of the staff member’s duties during the absence.
3.3 "Association"
means the Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales.
3.4 "Chief
Executive Officer" means the Chief Executive Officer of the Independent
Pricing and Regulatory Tribunal who has been delegated particular power(s)
under the Act.
3.5 "Public
Service Senior Executive" is a person employed under section 39 of the Government Sector Employment Act 2013
whose terms and conditions of employment are governed by an employment contract
between the Senior Executive and the Government of New South Wales.
3.6 "Contractor/Consultant"
is a person or company engaged by the Tribunal under section 9 (4) of the Act
to assist it in the exercise of its functions.
3.7 Employee(s)"
or "Staff member(s)" means and includes all persons who are
permanently or temporarily employed under section 8(2) of the Independent Pricing and Regulatory Tribunal
Act 1992, excluding public service senior executives.
3.8 "Employer"
or "Tribunal" means the Independent Pricing and Regulatory Tribunal.
3.9 "JCC"
means the Tribunal’s Joint Consultative Committee established by this award.
3.10 "Nominee"
means a person who has been delegated particular power(s) of the Chief
Executive Officer.
3.11 "Normal
work" means the method of carrying out work functions that were
established practice prior to the onset of a dispute or grievance, in terms of
the Grievance and Dispute Settling Procedures clause in this Award.
3.12 "Position"
means a position, either full time or part time, at the Tribunal.
3.13 "Salary
rates" means the ordinary time rate of pay for the staff member’s grading
excluding allowances and penalties not regarded as salary.
3.14 "Service"
means continuous period of employment for salary purposes.
3.15 "Staff
member(s)" or Employee(s)" means and includes all non-executive
persons who are permanently or temporarily employed in accordance with the Government Sector Employment Act 2013.
3.16 "Supervisor"
means the immediate supervisor of the area in which a staff member is employed
or any other staff member authorised by the Chief Executive Officer to fulfil
the role of a supervisor, other than a person employed as a consultant or
contractor.
3.17 "Tribunal"
or "Employer" means the Independent Pricing and Regulatory Tribunal.
3.18 "Workplace"
means the whole organisation or, as the case may be, a branch or section of the
organisation that staff members are employed in.
3.19 Domestic Violence
means domestic violence as defined in the Crimes
(Domestic and Personal Violence) Act 2007.
4. Consultative Arrangements
4.1 The parties to
this award shall through the established Joint Consultative Committee (JCC)
encourage and facilitate workplace reform and equitable, innovative and
productive workplace relations.
5. Parties
5.1 The parties to
this award are the Tribunal and the Association.
6. Work Environment
6.1 Occupational
Health and Safety: Through the JCC, the parties to this award shall develop appropriate
strategies to achieve and maintain an accident free and healthy workplace in
accordance with the Work Health and
Safety Act 2011 and Regulations.
6.2 Equity in
Employment: Through the JCC, the parties to this award shall review existing
and new work practices and policies to achieve and maintain employment equity.
6.3 Harassment-Free
Workplace: The parties to this award shall refrain from, and not be party to,
any form of harassment in the workplace.
7. Grievance and Dispute Settling Procedures
7.1 All grievances
and disputes relating to the provisions of this award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority, if required.
7.2 A staff member
is required to notify in writing their immediate manager, as to the substance
of the grievance, dispute or difficulty, request a meeting to discuss the
matter, and if possible, state the remedy sought.
7.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination Act 1977) that makes
it impractical for the staff member to advise their immediate manager the
notification may occur to the next appropriate level of management, including
where required, to the Chief Executive Officer or delegate.
7.4 The immediate
manager (or other appropriate officer) shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
7.5 If the matter
remains unresolved with the immediate manager, the staff member may request to
meet the appropriate person at the next level of management in order to resolve
the matter. This manager shall respond within two (2) working days, or as soon
as practicable.
7.6 This sequence of
reference to successive levels of management may be pursued by the staff member
until the matter is referred to the Chief Executive Officer.
7.7 The Chief
Executive Officer or the Association may refer the matter to mediation.
7.8 If the matter
remains unresolved, the Chief Executive Officer shall provide a written
response to the staff member and any other party involved in the grievance, dispute
or difficulty, concerning action to be taken, or the reason for not taking
action, in relation to the matter.
7.9 A staff member,
at any stage, may request to be represented by their Association.
7.10 The staff member
or the Association on their behalf or the Chief Executive Officer may refer the
matter to the New South Wales Industrial Relations Commission if the matter is
unresolved following the use of these procedures.
7.11 The staff member,
the Association and Tribunal shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
7.12 Whilst the
procedures outlined in subclauses 7.1 to 7.11 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties.
7.13 In a case
involving work health and safety, if practicable, normal work shall proceed in
a manner which avoids any risk to the health and safety of any staff member or
member of the public.
8. Hours of Work
8.1 The business
hours of the Tribunal are from 8.30 a.m. to 5.00 p.m., Monday to Friday.
8.2 Standard hours
are 35 hours per week between 9.00 a.m. and 5.00 p.m., Monday to Friday.
8.3 The ordinary
hours of work are 35 hours per week averaged over a 12 week period.
8.4 The Tribunal may
require a staff member to perform duty beyond the hours determined under this
clause but only if it is reasonable for the staff member to be required to do
so. A staff member may refuse to work additional hours in circumstances where
the working of such hours would result in the staff member working unreasonable
hours. In determining what is unreasonable the following factors shall be taken
into account:
8.4.1 the staff member’s prior commitments outside the workplace,
particularly the staff member’s family and carer responsibilities, community
obligations or study arrangements;
8.4.2 any risk to staff member health and safety;
8.4.3 the urgency of the work required to be performed during
additional hours, the impact on the operational commitments of the organisation
and the effect on client services;
8.4.4 the notice (if any) given by the Tribunal regarding the
working of the additional hours, and by the staff member of their intention to
refuse the working of additional hours or;
8.4.5 any other relevant matter.
9. Flexible Work Hours
9.1 Ordinary Hours -
9.1.1 The business
hours of the Tribunal are from 8.30 a.m. to 5.00 p.m., Monday to Friday.
9.1.2 Standard hours
are 35 hours per week between 9.00 a.m. and 5.00 p.m., Monday to Friday.
9.1.3 The daily normal
contract hours of work for staff members are seven hours a day.
9.2 Settlement
Period -
9.2.1 The settlement
period is 12 weeks with contract hours of 420.
9.3 Bandwidth -
9.3.1 The standard
bandwidth is Monday to Friday between 7.00 a.m. and 7.00 p.m. during which time
normal work can be undertaken. This time shall be counted as accrued work time.
9.3.2 Subject to
agreement between the supervisor and a staff member(s) work undertaken outside
the bandwidth is counted as accrued work time. Any work performed outside the
bandwidth without prior approval of the supervisor shall not count as accrued
work time.
9.3.3 Staff members
directed to undertake work prior to 7.30 a.m. or after 6.00 p.m., are entitled
to overtime.
9.3.4 The standard
bandwidth may be varied by agreement between the appropriate supervisor and
staff member to suit operational needs or to assist with care responsibilities
or other needs.
9.4 Core time -
9.4.1 Standard core
time is between 9.30 a.m. and 3.30 p.m. This is the period of the working day
when all staff members are required to be on duty unless on a lunch break or
approved leave.
9.4.2 In normal circumstances,
staff members commencing duty after or ceasing duty before core time, must
apply for an appropriate amount of leave in quarter day increments.
9.4.3 In exceptional
circumstances, staff members may commence work after standard core time, or cease
duty before the end of core time, provided they notify their supervisor as soon
as possible.
9.5 Lunch and Meal
Breaks -
9.5.1 Staff members
shall be entitled to a meal break of one hour,
however, a minimum meal break of 30 minutes shall be taken.
9.5.2 A meal break up
to a maximum of two and a half hours may be taken between midday and 2.30 p.m.
The supervisor’s prior approval is required for a meal break in excess of one
hour.
9.5.3 Staff members
shall be required to take a meal break not more than five hours after
commencing work, or before 2.00 p.m., whichever is the earlier.
9.6 Hours Worked -
9.6.1 Staff members may
choose their daily starting and finishing times within the bandwidth subject to
core time provisions, supervisor’s approval and the availability of work.
9.6.2 The Chief
Executive Officer or nominee may direct staff members to work seven hours on a
specified day also nominating starting and finishing times within the bandwidth
on that day.
9.6.3 Staff members
shall not normally work more than ten hours per day.
9.7 Conditions for
Flexi Leave -
9.7.1 Staff members
must have the supervisor’s approval prior to taking flexi leave. Requests for
flexi leave shall not be unreasonably refused. the Tribunal shall ensure that a
staff member does not constantly forfeit excess credit hours at the conclusion
of settlement periods as a result of reasonable requests for flexi leave being
refused or the staff member being directed by the supervisor to work long hours
within the bandwidth.
9.7.2 The Chief
Executive Officer or nominee may direct a staff member to work standard hours
where the staff member is not observing work hours arrangements established
under this award or any associated administrative instructions.
9.7.3 Where staff members
give notice of resignation or retirement they, in consultation with the
Supervisor, shall take all reasonable steps to eliminate additional flexi
leave, credit or debit hours.
9.7.4 Where staff
members have accumulated debit hours at the completion of the last day of
service, any monies owing shall be debited accordingly by the forfeiture of
annual leave. If a staff member has no annual leave to credit at the last day
of service, their salary shall be adjusted accordingly.
9.8 Flexi Leave -
9.8.1 Where gainful
work is available, staff members can accrue work time in excess of seven hours
per day.
9.8.2 With the
supervisor’s approval staff members can take up to six days flexi leave in any
settlement period either as full days, half days or combinations thereof. Flexi
leave may be taken on consecutive days.
9.8.3 A half day flex
can only be taken where three and a half hours have been worked by staff
members during the bandwidth either immediately before or after the half day.
9.8.4 During peak periods
where it is not possible to take flexi leave, staff members may carry forward
credit hours worked to the next settlement period.
9.8.5 Staff members may
carry forward up to 42 hours credit to the next settlement period. Hours in
excess of this amount are forfeited.
9.8.6 In exceptional
circumstances the 42 hour limit can be exceeded and the additional time carried
forward to the next period on the condition the supervisor and staff members
agree to a strategy to ensure staff members reduce their time to less than 462
hours.
9.8.7 Staff members may
carry forward up to 14 hours debit to the next settlement period.
9.8.8 Any hours below
406 hours shall require the submission of an application form for recreation
leave to cover the shortfall (where there is no annual leave to credit, leave
without pay is to be taken).
9.9 Banking Hours -
9.9.1 Staff members may
bank up to a maximum of six flexi days in each settlement period.
9.9.2 This maximum
entitlement of six days in each settlement period is to be reduced by the
number of flexi days taken during that settlement period. Any remaining credit
hours may be added to the normal flexi credit.
9.9.3 A maximum of 12
days may be banked over four consecutive settlement periods, with a maximum balance
of 12 days at any one time.
9.9.4 A banked day is
equivalent to seven hours.
9.9.5 Banked days may
be taken with other forms of leave including flexi leave and by agreement, can
be taken in quantities ranging from one half day to 12 days.
9.9.6 All banked days
to be taken as leave must be agreed to beforehand between supervisor and staff
members.
9.9.7 Banked flex days
shall be payable on termination. Any flex credit at the date of termination is
not payable.
9.10 Natural
Emergencies and Major Transport Disruptions -
9.10.1 A staff member
prevented from attending work at a normal work location by a natural emergency
or by a major transport disruption may:
9.10.1.1 apply to vary the working hours as provided in the flexible
work hours clause of this award; and/or
9.10.1.2 negotiate an alternative working location with the Tribunal;
and/or
9.10.1.3 take available family and community service leave and/or
flex leave, recreation or extended leave or leave without pay to cover the
period concerned.
10. Part Time Work
10.1 Staff members
engaged on a part-time basis shall be granted leave and other entitlements on a
pro-rata basis in accordance with the requirements of the Industrial Relations Act 1996.
11. Part Year Employment
11.1 The Chief Executive
Officer or nominee may grant staff members part-year
employment by approving a number of weeks unpaid leave per year under current
LWOP provisions.
11.2 This allows staff
members to work an agreed number of weeks per year, with an agreed number of weeks unpaid leave and annual leave on a pro-rata basis.
12. Part Time Leave Without
Pay
12.1 The Chief
Executive Officer or nominee may approve part time leave without pay (LWOP) for
full-time staff members for a limited period of time.
13. Salaries
13.1 The salary ranges
prescribed by this award are as set out in Table 1 - Salaries, of Part B,
Monetary Rates.
14. Salary Progression
14.1 Performance
Enhancement System
14.1.1 Formal appraisal
under the Tribunal’s Performance Enhancement System (PES) shall be used to
assess incremental progression to the next salary point within each level.
14.1.2 The salary and
performance of each staff member shall normally be reviewed annually on the
anniversary of the appointment to their current position.
14.1.3 In special
circumstances, additional formal appraisals may be completed within the annual
cycle.
14.2 Accelerated
Progression: A staff member who performs exceptionally (as determined by PES
appraisals) may be recommended to the Chief Executive Officer for accelerated
progression through the years within the IPART Officer Levels as set out in
Table 1 - Salaries of Part B, Monetary Rates.
15. Salary Packaging Arrangements, Including
Salary Sacrifice to Superannuation
15.1 The entitlement
to salary package in accordance with this clause is available to:
15.1.1 permanent
full-time and part-time employees;
15.1.2 temporary
employees, subject to the Tribunal’s convenience; and
15.1.3 casual
employees, subject to the Tribunal’s convenience, and limited to salary
sacrifice to superannuation in accordance with subclause 15.7.
15.2 For the purposes
of this clause:
15.2.1 "salary" means the salary or rate of pay prescribed for
the employee's classification by clause 13, Salaries, Part B of this Award, and
any other payment that can be salary packaged in accordance with Australian
taxation law.
15.2.2 "post compulsory deduction salary" means the amount of
salary available to be packaged after payroll deductions required by
legislation or order have been taken into account. Such payroll deductions may include, but are
not limited to, taxes, compulsory superannuation payments, HECS payments, child
support payments, and judgement debtor/garnishee orders.
15.3 By mutual
agreement with the Tribunal, an employee may elect to package a part or all of
their post compulsory deduction salary in order to obtain:
15.3.1 a
benefit or benefits selected from those approved by the Tribunal; and
15.3.2 an
amount equal to the difference between the employee’s salary, and the amount
specified by the Tribunal for the benefit provided to or in respect of the
employee in accordance with such agreement.
15.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
15.5 The agreement
shall be known as a Salary Packaging Agreement.
15.6 Except in
accordance with subclause 15.8, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
employee and the Tribunal at the time of signing the Salary Packaging
Agreement.
15.7 Where an employee
makes an election to sacrifice a part or all of their post compulsory deduction
salary as additional employer superannuation contributions, the employee may
elect to have the amount sacrificed:
15.7.1 paid
into the superannuation fund established under the First State Superannuation Act 1992; or
15.7.2 where
the employer is making compulsory employer superannuation contributions to
another complying superannuation fund, paid into the same complying fund; or
15.7.3 subject
to the Tribunal’s agreement, paid into another complying superannuation fund.
15.8 Where the employee
makes an election to salary sacrifice, the employer shall pay the amount of
post compulsory deduction salary, the subject of election, to the relevant
superannuation fund.
15.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
15.9.1 Police Regulation (Superannuation) Act
1906;
15.9.2 Superannuation Act 1916;
15.9.3 State Authorities Superannuation Act
1987; or
15.9.4 State Authorities Non-contributory Superannuation
Act 1987,
the Tribunal must ensure that
the employee’s superable salary for the purposes of the above Acts, as notified
to the SAS Trustee Corporation, is calculated as if the Salary Packaging
Agreement had not been entered into.
15.10 Where the employee
makes an election to salary package, and where the employee is a member of a
superannuation fund other than a fund established under legislation listed in
subclause 15.9 of this clause, the employee’s Department or agency must
continue to base contributions to that fund on the salary payable as if the
Salary Packaging Agreement had not been entered into. This clause applies even
though the superannuation contributions made by the Department or agency may be
in excess of superannuation guarantee requirements after the salary packaging
is implemented.
15.11 Where the employee
makes an election to salary package:
15.11.1 subject
to Australian Taxation law, the amount of salary packaged will reduce the
salary subject to appropriate PAYG taxation deductions by the amount packaged;
and
15.11.2 any
allowance, penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
employee’s rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the employee under clause 13, Salaries, or Part B
of this Award if the Salary Packaging Agreement had not been entered into.
15.12 The Tribunal may
vary the range and type of benefits available from time to time following
discussion with the Association. Such variations shall apply to any existing or
future Salary Packaging Agreement from date of such variation.
15.13 The Tribunal will
determine from time to time the value of the benefits provided following
discussion with the Association. Such
variations shall apply to any existing or future Salary Packaging Agreement
from the date of such variation. In this circumstance, the employee may elect
to terminate the Salary Packaging Agreement.
16. Appointment and Promotion
16.1 The Chief Executive
Officer or nominee may appoint or engage a person to any salary that is within
the salary range.
16.2 In determining
commencing salary regard shall be given to:
16.2.1 The person's
skills, experience and qualifications;
16.2.2 The salary rate required
to attract the person; and
16.2.3 The remuneration
of existing staff members performing similar roles.
16.3 On appointment or
engagement, a staff member shall be advised of their commencing salary rate and
of any salary increments to which they may have access.
16.4 New staff members
appointed to roles at the Tribunal shall be in the first instance appointed on
a probationary basis for a period up to 6 months.
16.5 The probation
period may be varied or waived at the discretion of the Chief Executive Officer
or nominee.
17. Allowances
17.1 Meal Allowances
17.1.1 The meal
allowances provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or an award replacing it, shall
apply.
17.2 Temporary Assignment
Allowance
17.2.1 Staff members
directed to perform the duties of a higher position for at least five (5)
consecutive working days shall be paid an allowance.
17.2.2 The Chief
Executive Officer or nominee shall determine the amount of the allowance.
17.3 Travel Allowances
- Conditions
17.3.1 The travel
allowances provisions as set out in the clauses in Section 3 - Travel
Arrangements of the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009 or an award replacing it, shall apply.
17.4 First Aid
Allowance
17.4.1 The first aid
allowance provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or an award replacing it, shall apply.
17.4.2 Adequate first aid
outfits shall be provided, maintained and placed under the control of nominated
staff members possessing first aid qualifications.
18. Union Consultation, Access and Activities
18.1 The provisions
for union consultation, access and activities as set out in Section 5 of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
or an award replacing it, including consultation and technological change and
union deductions, shall apply.
19. Extended Leave
19.1 The extended
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Award Reviewed 2009 or an award replacing it, shall apply.
20. Family and Community Service Leave
20.1 The Family and
Community Service Leave provisions as set out in the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009 or an award replacing it,
shall apply.
20.2 The personal
carer’s leave provisions are contained in this clause and also in the Sick
Leave clause of this award.
21. Leave Without Pay
21.1 The leave without
pay provisions as set in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or an award replacing it, shall apply.
22. Military Leave
22.1 The military leave
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or an award replacing it, shall apply.
23. Religious or Cultural Observations
23.1 The observance of
essential religious or cultural obligations shall be in accordance with
provisions in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, shall apply.
24. Parental Leave
24.1 Parental leave
provisions include Maternity leave and Adoption Leave. The parental leave provisions as set out in
the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2009 or an award replacing it, shall apply.
25. Purchased Leave
25.1 The Chief
Executive Officer or nominee may approve an application by a staff member for
the purchase of additional leave in accordance with the Tribunal’s policy.
26. Recreation Leave
26.1 The recreation
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or an award replacing it, shall apply.
27. Annual Leave Loading
27.1 The annual leave
loading provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or an award replacing it, shall apply, however,
no restrictions on salary paid to staff members shall apply.
28. Sick Leave
28.1 The sick leave
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or an award replacing it, shall apply. Further:
28.1.1 Staff members
absent from duty because of illness or incapacity shall, where possible, report
the absence not later than one hour after their normal commencing time.
28.1.2 In exceptional circumstances
and on a case by case basis, the Chief Executive Officer or nominee, may grant
staff members paid special sick leave or allow the leave to be taken on a half
pay basis, including leave to be taken on half pay during extended periods of
absence.
29. Special Leave
29.1 Special leave is
paid leave which applies to activities not regarded as being on duty and which
are not covered by other forms of leave.
29.2 The Chief
Executive Officer or nominee may grant special leave in accordance with the
provisions in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, in the following situations:
29.2.1 Jury service.
29.2.2 Witness at court -
official capacity.
29.2.3 Witness at court -
other than in official capacity - Crown witness.
29.2.4 Called as a
witness in a private capacity.
29.2.5 Examinations.
29.2.6 Association
activities.
29.2.7 Return home when
temporarily living away from home.
29.2.8 Return home when
transferred to new location.
29.3 In addition to
the provisions in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, special leave may be granted for
the following situations:
29.3.1 Volunteers of recognised
organisations (five days in any period of 12 months).
29.3.2 First aid training
and retraining.
29.3.3 Attend retirement
preparation seminars (two days).
29.3.4 Meetings for
financial members of professional or learned societies (up to five days).
29.3.5 Competitors or
officials at the Commonwealth or Olympic/Paralympic Games (up to four weeks).
29.4 Any other
circumstance applied for by staff members as special leave, that is not covered
by this clause may be granted by the Chief Executive Officer or nominee on a
case by case basis.
29.5 Matters arising
from domestic violence situations.
When the leave entitlements referred to in clause 47,
Leave for Matters Arising From Domestic Violence have been exhausted, the Chief
Executive shall grant up to five days per calendar year to be used for absences
from the workplace to attend to matters arising from domestic violence
situations.
30. Study Leave
30.1 Study leave for
full-time study may be granted to assist staff members who win scholarships/fellowships/awards
or who wish to undertake full-time study and/or study tours.
30.2 Study leave may
be granted for studies at any level, including undergraduate study.
30.3 The grant for
study leave is entirely at the discretion of the Chief Executive Officer or
nominee in accordance with this clause and is dependent on the availability of
Tribunal funds and the relevance and value of the studies to the Tribunal.
30.4 Study leave is
granted to staff members as leave without pay with financial assistance at the
rate of:
30.4.1 full
pay for studies which are directly relevant to the functions of the Tribunal
and can be demonstrated to directly improve the efficiency or effectiveness of
the Tribunal; or
30.4.2 half
pay for studies that are of appreciable benefit to the efficiency or
effectiveness of the Tribunal.
30.5 Studies are
considered directly relevant to the efficiency or effectiveness of the Tribunal
when:
30.5.1 the
studies relate directly to the staff member’s functions and are necessary to
enable these to be carried out effectively;
30.5.2 the
studies involve research, the results of which are likely to have a significant
impact on the Tribunal’s operations;
30.5.3 the
staff member would gain skills and knowledge, which are required by the
Tribunal;
30.5.4 the
studies would assist the Tribunal to meet EEO objectives or other special
purposes, and the skills and knowledge gained would contribute to improvements
in effectiveness and efficiency.
30.6 Studies are considered
to be of appreciable benefit to the efficiency or effectiveness of the Tribunal
when:
30.6.1 the
studies relate to the staff member’s likely future duties and are necessary to
enable these to be carried out effectively;
30.6.2 the
studies involve research, the results of which are likely to have an impact on
the Tribunal’s operations;
30.6.3 the
staff member would gain skills and knowledge, which are required by the
Tribunal;
30.6.4 the
studies would assist the Tribunal to meet EEO objectives or other special
purposes and the skills and knowledge gained would contribute to improvements
in effectiveness and efficiency.
30.7 An applicant may
be granted leave without pay instead of study leave if the Tribunal considers
that:
30.7.1 the
studies proposed are neither directly relevant, nor of appreciable benefit to
the effectiveness or efficiency of the Tribunal; or
30.7.2 financial
constraints preclude the grant of study leave; or
30.7.3 while
the studies proposed are relevant, a scholarship or award won by the applicant
provides financial support equivalent to full or half salary.
30.8 When study leave
is granted a "cost-to-the-State" bond must be undertaken by the staff
member. The bond requires after-service of:
30.8.1 twice
the period of study leave granted where financial assistance is at the level of
full pay
30.8.2 the
same period of study leave granted where financial assistance is at the level
of half pay.
30.9 If the
after-service is not completed, the bond requires the staff member to reimburse
salary paid for the period of study leave as well as the value of any
incremental progression or leave accrued during the period.
31. Staff Development
31.1 The provisions
relating to staff development and training activities as set out in Tribunal’s
Staff Development Policy shall apply.
32. Study Time
32.1 Study time is
available to develop the skills and versatility of staff members in accordance
with this clause and may be granted at the discretion of Chief Executive
Officer or nominee.
32.2 It shall not be
granted to staff members to attend a course organised essentially for full time
students or which, in later stages, requires full time attendance.
32.3 Study time may be
granted at full pay to staff members who are studying on a part-time basis.
32.4 Study time may be
used for:
32.4.1 attending
compulsory lectures, tutorials, residential schools, field days etc., where
these are held during working hours; and/or
32.4.2 necessary travel
during working hours to attend lectures, tutorials etc. held during or outside
working hours; and/or
32.4.3 private
study; and/or
32.4.4 accumulation,
as outlined in subclause 32.17 of this clause.
32.5 Half an hour is granted
for every hour of class attendance required, up to a maximum grant of four
hours per week.
32.6 Where this grant
is insufficient to cover essential absences, the necessary extra time can be
granted.
32.7 Study time
granted in excess of four hours per week must be made up.
32.8 Staff members who
take study time on any particular day must work the contract hours on that day.
For example, a staff member who is entitled to two hours study time on a
Wednesday afternoon must ensure that they work five hours before proceeding on
study time.
32.9 A half-day flexi
leave or a half-day annual leave may be combined with a half-day study time to
cover a full day’s absence from duty.
32.10 Where staff
members have less than a half-day study time and wish to be absent for a full
day, they may take annual leave for the remainder of the day.
32.11 Study time is not
to be taken in any week when classes are not attended.
32.12 If a staff member
attends more than one class, the weekly study time should be reduced correspondingly,
when one of those classes is not attended.
32.13 Study time is an
expendable grant, which if not used at the nominated time, is lost.
32.14 If an emergency
situation occurs, a staff member may have to give up their normal study time.
If circumstances allow, however, such time may be granted on another day during
the same week.
32.15 Study time is not
available for repeated subjects unless evidence can be provided that failure to
successfully complete the subject at first attempt was caused by circumstances
outside the staff member’s control.
32.16 Staff members
attending repeat subjects during working hours, for which study time has not
been granted, must make up all time taken off in attending those subjects.
32.17 Subject to
Tribunal convenience -
32.17.1 Staff
members may choose to accumulate part or all of their study time.
32.17.2 Accumulated
study time may be taken in any pattern or at any time.
32.18 Correspondence students
are granted study time in the manner outlined in subclause 32.8 of this clause,
that is, half an hour for each hour of lecture/tutorial attendance involved in
the corresponding face-to-face course, up to a maximum grant of four hours per
week.
32.19 Where there is no
corresponding face-to-face course, the institution will be asked to indicate
the attendance requirements if such a course existed.
32.20 Correspondence
students may accumulate their study time as outlined in subclause 32.17 of this
clause, in order to cover any compulsory residential schools.
32.21 Block periods of
study time may be granted to staff members in relation to the research and
thesis component of: higher degrees, qualifying studies for admission to higher
degrees; or Honours studies.
32.22 These block
periods may be granted on the following basis:
32.22.1 Where a
course at any level involves a thesis or major project as well as coursework,
the usual study time would be granted for the coursework, and ten days study
time for the thesis/major project component;
32.22.2 For
qualifying studies entirely by thesis the grant is ten days;
32.22.3 For masters degree studies by research
and thesis only, the total grant is:
32.22.3.1 25 days
for courses of two years minimum duration; and
32.22.3.2 35 days
for courses of three years minimum duration.
32.22.4 For
doctoral studies, the total grant for the course is 45 days.
32.23 Where a staff
member is undertaking qualifying or higher degree studies by coursework only,
normal study time is granted.
33. Reimbursement of Fees
33.1 Staff members
undertaking approved part-time study or training shall be eligible for
reimbursement of all or part of the fees (including HECS) and/or other
compulsory charges.
33.2 The decision as to
whether or not fees and/or other compulsory charges are
approved in part or in full for reimbursement (and the method of reimbursement)
is entirely at the discretion of the Chief Executive Officer or nominee.
33.3 Staff members
applying for study time and/or reimbursement of fees and/or other compulsory
charges shall, as soon as possible, be advised of which fees shall be
reimbursed, how they shall be reimbursed, and the amount of study time to be
approved. This will enable staff members to make a decision as to whether the
study can be undertaken.
33.4 When determining
the amount of reimbursement, the Chief Executive Officer or nominee shall
consider:
33.4.1 the
skill requirements of the Tribunal;
33.4.2 whether
or not the expenditure is justified in terms of the Tribunal's objectives and
targets; and
33.4.3 the
availability of funds.
33.5 Reimbursement of
approved fees and/or other compulsory charges shall be made on production of
evidence of such expenditure, and subject to satisfactory completion of the
course or stage.
33.6 To be eligible
for reimbursement of approved fees and/or other compulsory charges staff
members applying must have been employed by the Tribunal for the majority of
the academic period in question and be employed at the time of making the
application.
34. Overtime
34.1 The overtime
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or an award replacing it, shall apply, however:
34.1.1 Staff members
directed to work overtime, up to and including IPART Officer G, shall be paid
overtime at their current salary, or salary and allowance in the nature of
salary.
34.1.2 Such overtime
shall be approved in advance by the Chief Executive Officer or nominee.
35. Public Holidays
35.1 The public
holidays provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or an award replacing it, shall
apply.
36. Job Sharing
36.1 The Chief
Executive Officer or nominee may approve implementation of job-sharing
arrangements.
36.2 Job sharing is a
voluntary arrangement in which one job is shared amongst staff members working
on a part-time basis.
36.3 Job sharers may
be employed on a part-time basis or may be full-time staff members on part-time
leave without pay.
37. Work from Home
37.1 The Chief
Executive Officer or nominee may approve applications by staff members to work
from home on a temporary, fixed term, or regular basis.
37.2 Approval may be
granted where a family member requires care or where a project or report
requires urgent completion that would be assisted by working from home.
37.3 Generally,
working from home shall be granted where the Chief Executive Officer or nominee
and staff member are in agreement that:
37.3.1 appropriate
work is available that can be done at home efficiently without supervision and
without liaison with other staff members;
37.3.2 the
absence does not adversely affect the performance of the work group or the
provision of necessary support services to others;
37.3.3 the home
environment or circumstances will not prevent the staff members from completing
an amount of work equivalent to what would normally be completed in the office
environment; and
37.3.4 the
staff member is available for telephone consultation and where possible
available to return to the office at short notice.
37.4 All work from
home approvals shall ensure adequate consideration of, and compliance with work
health and safety, confidentiality and security provisions.
37.5 Where
appropriate, facilities and equipment shall be provided to enable staff members
to work at home.
38. Unsatisfactory Performance, Misconduct or
Serious Offence
38.1 Where situations arise
in relation to unsatisfactory performance, misconduct or serious offence they
shall be dealt with in accordance with the Tribunal’s policy.
39. Termination of Employment
39.1 The staff member
shall give two (2) weeks notice prior to resignation
of employment.
39.2 The Tribunal
shall give two (2) weeks notice or payment in lieu of
notice to staff members prior to termination of employment.
39.3 In cases of
serious or wilful misconduct the Chief Executive Officer or nominee may waive
notice and no payment in lieu shall be due to staff members.
40. Managing Excess Staff
40.1 Where changes
result in staff members becoming excess, the arrangements for managing such
staff members shall be in accordance with the NSW Government public sector
"Managing Excess Employees" policy and based on professional
management practice, systematic restructuring process as well as merit and
equity principles.
41. Secure Employment - Casual Conversion
41.1 The objective of
this clause is for the employer to take all reasonable steps to provide its
employees with secure employment by maximising the number of permanent
positions in the employer’s workforce, in particular by ensuring that casual
employees have an opportunity to elect to become full-time or part-time employees.
41.2 Casual Conversion
41.2.1 A casual employee
engaged by a particular employer on a regular and systematic basis for a
sequence of periods of employment under this Award during a calendar period of
six months shall thereafter have the right to elect to have his or her ongoing
contract of employment converted to permanent full-time employment or part-time
employment if the employment is to continue beyond the conversion process
prescribed by this clause.
41.2.2 Every employer of such
a casual employee shall give the employee notice in writing of the provisions
of this clause within four weeks of the employee having attained such period of
six months. However, the employee retains his or her right of election under
this clause if the employer fails to comply with this notice requirement.
41.2.3 Any casual
employee who has a right to elect under paragraph 41.2.1 upon receiving notice
under paragraph 41.2.2 or after the expiry of the time for giving such notice,
may give four weeks’ notice in writing to the employer that he or she seeks to
elect to convert his or her ongoing contract of employment to full-time or
part-time employment, and within four weeks of receiving such notice from the
employee, the employer shall consent to or refuse the election, but shall not
unreasonably so refuse.
41.2.4 Where an employer
refuses an election to convert, the reasons for doing so shall be fully stated
and discussed with the employee concerned, and a genuine attempt shall be made
to reach agreement.
41.2.5 Any dispute about
a refusal of an election to convert an ongoing contract of employment shall be
dealt with as far as practicable and with expedition through the disputes
settlement procedure.
41.2.6 Any casual
employee who does not, within four weeks of receiving written notice from the
employer, elect to convert his or her ongoing contract of employment to
full-time employment or part-time employment will be deemed to have elected
against any such conversion.
41.2.7 Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with the employer.
41.2.8 If a casual
employee has elected to have his or her contract of employment converted to
full-time or part-time employment in accordance with paragraph 41.2.3 the
employer and employee shall, in accordance with this paragraph, and subject to
paragraph 41.2.3 discuss and agree upon:
41.2.8.1 whether the employee will convert to full-time or part-time
employment; and
41.2.8.2 if it is
agreed that the employee will become a part-time employee, the number of hours
and the pattern of hours that will be worked either consistent with any other
part-time employment provisions of this award or pursuant to a part time work
agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to convert
his or her contract of employment to full-time employment and an employee who
has worked on a part-time basis during the period of casual employment has the
right to elect to convert his or her contract of employment to part-time
employment, on the basis of the same number of hours and times of work as
previously worked, unless other arrangements are agreed between the employer
and the employee.
41.2.9 Following an
agreement being reached pursuant to paragraph 41.2.8 the employee shall convert
to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it shall be dealt with as far as practicable
and with expedition through the disputes settlement procedure.
41.2.10 An employee must not be engaged and re-engaged, dismissed or
replaced in order to avoid any obligation under this clause.
42. Secure Employment - Work Health & Safety
42.1 For the purposes
of this clause, the following definitions shall apply:
42.1.1 A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or unit
trust, corporation and/or person) which has as its business function, or one of
its business functions, to supply staff employed or engaged by it to another
employer for the purpose of such staff performing work or services for that
other employer.
42.1.2 A "contract
business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust or unit trust,
corporation and/or person) which is contracted by another employer to provide a
specified service or services or to produce a specific outcome or result for
that other employer which might otherwise have been carried out by that other
employer’s own employees.
42.2 Any employer
which engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer’s premises shall do the following (either
directly, or through the agency of the labour hire or contract business):
42.2.1 consult
with employees of the labour hire business and/or contract business regarding
the work health and safety consultative arrangements;
42.2.2 provide employees
of the labour hire business and/or contract business with appropriate work
health and safety induction training including the appropriate training
required for such employees to perform their jobs safely;
42.2.3 provide employees
of the labour hire business and/or contract business with appropriate personal
protective equipment and/or clothing and all safe work method statements that
they would otherwise supply to their own employees; and
42.2.4 ensure
employees of the labour hire business and/or contract business are made aware
of any risks identified in the workplace and the procedures to control those
risks.
42.3 Nothing in this
clause is intended to affect or detract from any obligation or responsibility
upon a labour hire business arising under the Work Health and Safety Act 2011 or the Workplace Injury Management and Workers Compensation Act 1998.
42.4 Disputes
Regarding the Application of this Clause
42.4.1 Where a dispute
arises as to the application or implementation of this clause, the matter shall
be dealt with pursuant to the disputes settlement procedure of this award.
42.5 This clause has
no application in respect of organisations which are properly registered as
Group Training Organisations under the Apprenticeship
and Traineeship Act 2001 (or equivalent interstate legislation) and are
deemed by the relevant State Training Authority to comply with the national
standards for Group Training Organisations established by the ANTA Ministerial
Council.
43. Anti-Discrimination
43.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity,
age and responsibilities as a carer.
43.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of the award which, by its terms or operation, has a direct
or indirect discriminatory effect.
43.3 Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
43.4 Nothing in this
clause is to be taken to affect:
43.4.1 any
conduct or act which is specifically exempted from anti- discrimination
legislation;
43.4.2 offering
or providing junior rates of pay to persons under 21 years of age;
43.4.3 any
act or practice of a body established to propagate religion which is exempted
under section 56(d) of the Anti-Discrimination
Act 1977;
43.4.4 a
party to this award from pursuing matters of unlawful discrimination in any
State or Federal jurisdiction.
43.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
43.5.1 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
43.5.2 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."
44. No Extra Claims
44.1 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 NSW Industrial Relations Commission 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 2019 by a party to this Award.
45. Savings of Rights
45.1 No staff member
covered by this award shall suffer a reduction in the rate of pay or any loss
or diminution of any conditions of employment as a consequence of the making of
this award.
46. Lactation Breaks
46.1 This clause applies
to staff members who are lactating mothers. A lactation break is provided for
breastfeeding, expressing milk or other activity necessary to the act of
breastfeeding or expressing milk and is in addition to any other rest period
and meal break as provided for in this award.
46.2 A full time staff
member or a part time staff member working more than 4 hours per day is
entitled to a maximum of two paid lactation breaks of up to 30 minutes each per
day.
46.3 A part time staff
member working 4 hours or less on any one day is entitled to only one paid
lactation break of up to 30 minutes on any day so worked.
46.4 A flexible
approach to lactation breaks can be taken by mutual agreement between a staff
member and their manager provided the total lactation break time entitlement is
not exceeded. When giving consideration to any such requests for flexibility, a
manager needs to balance the operational requirements of the organisation with
the lactating needs of the staff member.
46.5 The Chief
Executive Officer shall provide access to a suitable, private space with
comfortable seating for the purpose of breastfeeding or expressing milk.
46.6 Other suitable
facilities, such as refrigeration and a sink, shall be provided where
practicable. Where it is not practicable to provide these facilities,
discussions between the manager and staff member will take place to attempt to
identify reasonable alternative arrangements for the staff member’s lactation
needs.
46.7 Staff members
experiencing difficulties in effecting the transition from home-based
breastfeeding to the workplace will have telephone access in paid time to a
free breastfeeding consultative service, such as that provided by the
Australian Breastfeeding Association’s Breastfeeding Helpline Service or the
Public Health System.
46.8 Staff members
needing to leave the workplace during time normally required for duty to seek
support or treatment in relation to breastfeeding and the transition to the
workplace may utilise sick leave in accordance with clause 28, Sick Leave of
this award, or access to the flexible working hours scheme provided in clause
9, Flexible Work Hours of this award, where applicable.
47. Leave for Matters Arising from Domestic
Violence
47.1 The definition of
domestic violence is found in sub clause 3.19, of clause 3, Definitions, of
this award;
47.2 Leave
entitlements provided for in clause 20, Family and Community Service Leave, and
clause 28, Sick Leave, may be used by staff members experiencing domestic
violence;
47.3 Where the leave
entitlements referred to in subclause 47.2 are exhausted, the Chief Executive
Officer shall grant Special Leave as per sub clause 47.5;
47.4 The Chief
Executive Officer will need to be satisfied, on reasonable grounds, that
domestic violence has occurred and may require proof presented in the form of
an agreed document issued by the Police Force, a Court, a Doctor, a Domestic
Violence Support Service or Lawyer;
47.5 Personal
information concerning domestic violence will be kept confidential by the agency;
47.6 The Chief
Executive Officer, where appropriate, may facilitate flexible working
arrangements subject to operational requirements, including changes to working
times and changes to work location, telephone number and email address.
48. Relationship to Other Awards
48.1 The Tribunal
will, subject to approved parameters within Government wages policy, negotiate
with the Association the full quantum of future salary increase or other
benefits.
48.2 The Tribunal will
use the outcomes achieved between the Association and Industrial Relations
Secretary to inform its negotiations with the intent of varying this Award to
give effect to those salary increases and other benefits.
48.3 The method of
achieving salary increases negotiated between the Tribunal and the Association
shall be at the local level and not necessarily determined by the same outcomes
as the Crown Employees (Public Sector - Salaries 2015) Award or an award
replacing it.
48.4 Where there may
be inconsistencies between this award and the Crown Employees (Public Service
Conditions of Employment) Award 2009 as varied, the arrangements in this award
shall prevail.
49. Area, Incidence and Duration
49.1 This award
applies to staff members of the Independent Pricing and Regulatory Tribunal as
defined in clause 3, Definitions of this award.
49.2 The award shall
commence on 1 July 2018 and has a nominal expiry date of 30 June 2019. It
rescinds and replaces the Crown Employees (Independent Pricing And Regulatory Tribunal 2017) Award published 6 October 2017
(381 I.G. 827).
PART B
MONETARY RATES
Table
1 - Salaries
Salary rates apply from the dates indicated in the
table below:
|
|
1-Jul-18
|
|
|
per annum
|
|
|
$
|
IPART Officer A
|
Year 1
|
55,253
|
|
Year 2
|
59,088
|
|
Year 3
|
62,925
|
IPART Officer B
|
Year 1
|
67,529
|
|
Year 2
|
71,366
|
|
Year 3
|
75,202
|
IPART Officer C
|
Year 1
|
80,575
|
|
Year 2
|
84,414
|
|
Year 3
|
88,250
|
IPART Officer D
|
Year 1
|
94,387
|
|
Year 2
|
98,225
|
|
Year 3
|
102,061
|
IPART Officer E
|
Year 1
|
108,968
|
|
Year 2
|
112,804
|
|
Year 3
|
116,644
|
IPART Officer F
|
Year 1
|
124,316
|
|
Year 2
|
128,151
|
|
Year 3
|
131,988
|
IPART Officer G
|
Year 1
|
140,431
|
|
Year 2
|
144,267
|
|
Year 3
|
151,231
|
P.
M. KITE, Commissioner.
____________________
Printed by the authority of the Industrial Registrar.