Crown Employees (Department of Industry, Skills and
Regional Development) Local Coordinator Allowance Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 736 of 2015)
Before Commissioner Stanton
|
28 October 2015
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject
Matter
1. Definitions
2. Local
Coordinator Allowance
3. Saving of
Rights
4. Anti-Discrimination
5. Area, Incidence
and Duration
PART B
MONETARY RATES
Table 1 - Allowances
Appendix 1 - Responsibility of a Local Coordinator
PART A
1. Definitions
(i) "Assignment
to a role" shall be determined by merit selection and by an expression of
interest. The period of assignment shall
be a three (3) year term or as determined by the Department.
(ii) "Association"
means the Public Service Association and the Professional Officers’ Association
Amalgamated Union of New South Wales.
(iii) "Department"
means the NSW Department of Trade and Investment, Regional Infrastructure and
Services.
(iv) "Facilities
Coordinator" means a Local Coordinator who undertakes the duties listed
under the heading of "Facilities Coordination" in Appendix 1.
(v) "Industrial
Relations Secretary" means the Secretary of the Treasury, as specified in
Schedule 1 Part 1 of the Government
Sector Employment Act 2013.
(vi) "Local
Coordinator duties" shall be determined from time to time by the
Department. As a guide, Appendix 1
indicates the current duties that are required to be performed by a Local
Coordinator.
(vii) "Local
Coordinator" means a member of staff who is assigned to a role as such by
the Department and carries out the duties of Local Coordinator as determined
from time to time in a location.
(viii) "Location"
means an office, site or facility as determined by the Department.
(ix) "Personnel
Coordinator" means a Local Coordinator who undertakes the duties listed
under the heading of "Personnel Coordination" in Appendix 1.
(x) "Secretary"
means the Secretary, Department of Trade and Investment, Regional
Infrastructure and Services, as specified in Schedule 1 of the Government Sector Employment Act 2013.
(xi) "Staff
Administered by Local Coordinator" shall be the number of staff at the
location for which the Local Coordinator is assigned responsibility. For the
purpose of determining the applicable allowance payable for the ensuing year
this number shall be reassessed on the first day of March each year.
(xii) "Staff"
means all ongoing full time, ongoing part time and temporary staff assigned to
a role by the Department, pursuant to the Government
Sector Employment Act 2013. Casuals,
contractors or those participating in work experience are not included for
the purpose of this award.
2. Local Coordinator
Allowance
A Local Coordinator shall be paid an allowance of an
amount as set out in Table 1 - Allowances, of Part B, Monetary Rates.
(i) Full
allowance rates shall apply where the Department requires a member of staff to undertake
both the Facilities Coordination and the Personnel Coordination roles.
(ii) Partial
allowance rates shall apply where the Department requires a member of staff to
undertake either the Facilities Coordination or the Personnel Coordination roles
but not both.
(iii) Where the
Department determines that the responsibilities of Local Coordinator are
fundamental to an staff member’s assigned role no
allowance shall apply.
3. Saving of Rights
(i) At
the time of making of this Award, no member of staff covered by this Award will
suffer a reduction in their rate of pay or any loss or diminution in his or her
conditions of employment as a consequence of the making of this Award.
(ii) Should there
be a variation to the Crown Employees (Public Sector - Salaries 2008) Award, or
an Award replacing it, staff under this award will maintain the same salary
relationship to the rest of the Public Service.
4. Anti-Discrimination
(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.
(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.
(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.
(4) Nothing in this
clause is to be taken to affect:
(a) any conduct or act which is specifically exempted from
anti-discrimination legislation;
(b) offering or providing junior rates of pay to persons under
21 years of age;
(c) any act or practice of a body established to propagate
religion which is exempted under section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to this award from pursuing matters of unlawful
discrimination in any State or federal jurisdiction.
(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.
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
5. Area, Incidence and
Duration
(i) The
members of staff regulated by this award shall be entitled to the conditions of
employment as set out in this award and, except where specifically varied by
this award, existing conditions are provided for under the Government Sector Employment Act 2013, the Government Sector Employment Regulation 2014 , the Government Sector Employment Rules 2014,
the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
and the Crown Employees (Public Sector - Salaries 2015) Award or any awards
replacing these awards.
(ii) The changes
made to this award pursuant to the Award Review under Section 19(6) of the Industrial
Relations Act 1996 and Principle 26 of the Principles for Review of Awards
made by the Industrial Relations Commission of New South Wales on 28 April 1999
(310 I.G. 359) take effect on and from 28 October 2015.
(iii) The Award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Table 1 - Allowances
Effective from the beginning of the first full pay
period to commence on or after 1.07.2015
|
Annual Rates
|
|
FFPP on or after 1
July 2015
|
|
(2.5%)
|
|
$
|
Staff Administered by Local
Coordinator
|
Full Allowance
|
Partial Allowance
|
Up to three staff
|
2,309
|
1,153
|
Up to six staff
|
3,460
|
1,730
|
Up to ten staff
|
4,617
|
2,309
|
More than ten staff
|
6,926
|
3,462
|
APPENDIX 1
The roles of a Local Coordinator are defined as:
1. Facilities
Coordination:
A Local Coordinator who is assigned to the role as facilities
coordinator will be responsible for:
1.1 Acting as the
local contact for all matters relating to facilities management and
administration
1.2 Ensuring that
facilities such as office accommodation, buildings, infrastructure, motor
vehicles, assets and storage facilities are maintained and managed in
accordance with Departmental policies and procedures.
1.3 Ensuring that
shared services are delivered and managed efficiently within the available
resources and in accordance with Departmental policies and procedures.
1.4 Approving
financial and administrative matters under delegation.
1.5 Ensuring the
facility is managed and operated in accordance with the requirements of the NSW
Workplace Health and Safety Act 2011.
1.6 Other
facilities coordination duties as reasonably determined by the Department from
time to time.
2. Personnel
Coordination:
A Local Coordinator who is assigned to the role as personnel
coordinator will be responsible for:
2.1 Coordinating
the compliance of staff with Departmental and NSW Government policies and
guidelines in relation to personnel matters such as attendance, conduct and
ethical behaviour.
2.2 Advising
relevant managers and line supervisors of breaches of policies and guidelines
in relation to personnel matters and assisting to address these breaches when
requested.
2.3 Coordinating
matters relating to the induction, entry onto duty and last day of duty of
staff.
2.4 Coordinating
work priorities and supervision of support staff servicing multiple programs.
2.5 Other personnel
coordination duties as reasonably determined by the Department from time to
time.
J. D. STANTON, Commissioner
____________________
Printed by the authority of the Industrial Registrar.