Crown Employees (Department of Justice (Juvenile
Justice) - 38 Hour Week Operational Staff 2015) Reviewed Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 2016/00006315)
|
Before Commissioner Stanton
|
2 August 2016
|
AWARD
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Title and
Scope
3. Definitions
4. Rates of
Pay and Allowances
5. Hours
6. Hours,
Working Arrangements, Leave, Meal Breaks and Overtime - Operational Staff
Member (Non-Metropolitan Centres - Detainee Movements and Transport),
Operational Staff Member (Court Logistics).
7. All
Incidents Allowance
8. Shift
Workers - Loadings, Penalties, Leave, Rosters and Overtime
9. Casual
Employment
10. Higher
Duties
11. Settlement
of Disputes
12. Dignity
and Respect in the Workplace
13. Uniforms and Protective Clothing
14. Right of
Entry to Association Officials
15. Area,
Incidence and Duration
PART B
MONETARY RATES
2. Title and Scope
2.1 This Award
shall be known as the Crown Employees (Department of Justice (Juvenile Justice)
- 38 Hour Week Operational Staff 2015) Reviewed Award. This Award covers
Operational Staff of the Department as defined in Clause 3 of this Award who
are employed under the provisions of the Act.
2.2 All other
relevant conditions of employment not specified in this Award shall be provided
in accordance with the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 and the Personnel Handbook where applicable.
3. Definitions
"Act" means the Government Sector
Employment Act 2013 as
amended.
"Allocated Youth Officer Handcuff Allowance"
means the allowance, as set out in Table 2(b) of Part B of this Award, as
payment for carrying handcuffs and has approval for authorising the use of
handcuffs in emergency situations only, as set out in the role description of
Youth Officer.
"Association" means the Public Service
Association and Professional Officers’ Association Amalgamated Union of New
South Wales.
"Casual Employee" means any employee engaged
in terms of Section 43 of the Act.
"Centre" means a Detention Centre as defined
by the Children (Detention Centres) Act 1987.
"Court Logistics" means the roles located in
the Court Logistics, Classifications and Placements and Security Intelligence
Branches of the Department.
"Day Worker" means an Operational Staff
member, other than a Shift Worker, who works ordinary hours of thirty eight
(38) hours per week Monday to Friday inclusive and who commences work on such
days at or after 6 am and before 10 am otherwise than as part of a shift system
with an allocated day off ie 19 days in each 4 week period.
"Department" means the New South Wales
Department Justice (Juvenile Justice).
"Detainee" means a person as defined by the Children
(Detention Centres) Act 1987.
"Expense Related Payments" means payments in
the nature of re-imbursement for reasonable expenses incurred in the
performance of official duties and subject to a formal case-by-case claims
approval process.
"Non-Metropolitan Centre" means, for the
purpose of Clause 6.1 of this Award, the Acmena, Frank Baxter, Orana and
Riverina Juvenile Justice centres.
"Operational Staff" means, for the purposes
of this Award, the following roles:
Centre Manager;
Assistant Manager;
Assistant Manager Client Services;
Unit Manager;
Shift Supervisor/Assistant Unit Manager;
Youth Officer, Centre;
Youth Officer, Non Court Based, Court Logistics;
Youth Officer, Court Based, Court Logistics;
Court Supervisor, Court Logistics;
Logistics Officer, Court Logistics;
Drug Detection Security and Intelligence Officer;
Vocational Instructor;
Vocational Instructor (Cook Supervisor)
Kitchen Support Officer;
“Personnel Handbook” means the Personnel Handbook of
the NSW Public Service or its replacement as published on the Public Service
Commission website and updated from time to time.
"Shift Worker" means an Operational Staff
member who works ordinary rostered hours up to 19 days in a 28 day period, as
set out in Clause 5 of this Award.
4. Rates of Pay and
Allowances
4.1 The minimum
rates of pay and allowances to be paid to Operational Staff are set out in
Tables 1 and 2 of Part B of this Award.
4.2 A chokage
Allowance shall be paid at the rate as set out in item 1 of Table 2(a) of Part
B to Vocational Instructors who are required to assist in clearing sewerage
chokages and are required to assist in opening up any soil pipe, waste pipe,
drain pipe or pump containing sewerage or who are required to work in a septic
tank in operation.
4.3 A trade
allowance shall be paid at the rate as set out in item 3 of Table 2(a) of Part
B to Vocational Instructors who hold a trade qualification relevant to the
Vocational Instructor’s vocational employment classification, in addition to
the rates prescribed.
5. Hours
5.1
(a) Ordinary Hours
(i) The ordinary
hours of work for Shift Workers shall not exceed 152 hours per twenty eight
(28) calendar days or an average of 38 hours per week in each roster cycle.
Each Shift Worker shall be free from duty for not less than eight (8) full days
and an allocated rostered day off in each cycle.
(ii) The hours of
work prescribed in paragraph (a)(i) of this sub-clause shall be arranged to
allow variable working hours in each roster cycle of twenty eight (28) days to
ensure that each Shift Worker shall work his/her other ordinary hours of work
on not more than nineteen (19) days in the cycle.
(b) Rostered Day
Off Duty
(i) Time for a
rostered day off duty accrues at 0.4 of an hour for each eight hour day or
shift.
(ii) All paid
ordinary working time and paid leave count towards accrual of time for the
rostered day off duty.
(iii) An Operational
Staff rostered day off duty prescribed in paragraph (a)(ii) of this sub-clause
shall be determined by having regard to the operational needs of the Centre.
Where practicable the rostered day off duty shall be consecutive with the days
off prescribed in paragraph (a)(i) of this sub-clause.
(iv) Should the
operational needs of the Centre require the rostered day off duty to be
changed, another day shall be substituted in the current cycle. Should this not
be practicable the day must be given and taken in the next cycle immediately
following.
(v) Where an
Operational Staff member has accumulated sufficient time to take his/her
rostered day off duty prior to entering on annual leave, it shall be allowed to
the Operational Staff on the first working day immediately following the period
of leave.
(vi) Where an
Operational Staff member has not accumulated sufficient time for a rostered day
off duty prior to entering on annual leave, time in credit shall count towards
taking the next rostered day off duty falling in roster sequence after the Operational Staff member’s return to duty.
(vii) An Operational
Staff member shall be entitled to the next rostered day off duty after
returning from a period of worker’s compensation leave or extended leave.
(viii) A rostered day
off duty is not re-credited if the Operational Staff member is ill or
incapacitated on a rostered day off duty. However sick leave shall not be
debited.
(ix) Upon termination of employment, the
Operational Staff member shall be paid for any untaken rostered time off.
(x) Permanent
part-time Operational Staff members, due to the terms of engagement, are paid
for all time worked as there is no accrual of time for rostered days off duty.
(xi) In the case of
an Operational Staff member in receipt of an All Incidents Allowance prescribed
in Clause 7 of this Award, should the operational needs of a Centre require the
rostered day off duty to be changed, another day shall be substituted in the
current cycle. Should this not be
practicable, rostered days off duty may be accrued to a maximum of five (5)
days in any calendar year and be taken in a less active period.
5.2 Meal Breaks
(a) Meal breaks
must be given to and taken by Operational Staff members. No Operational Staff
shall be required to work continuously for more than five (5) hours without a
meal break of no less than thirty (30) minutes. However where a Operational Staff member is called upon to
work for any portion of a rostered unpaid meal break, such time shall be paid
for at overtime rates.
(b) The time taken
for an Operational Staff member required by the Department to take a meal or
meals with a detainee or detainees shall be considered as ordinary hours of
work. All time in such circumstances shall be paid at the applicable rate of
the shift and the Department shall provide a meal to the Operational Staff
member free of charge, the meal to be of the same or no less than the quality
of that provided to the detainee or detainees. In such circumstances the
provision of paragraph (a) of this sub-clause shall not apply.
(c) The provisions
of paragraph (b) of this sub-clause shall only apply if an Operational Staff
member or a group of Operational Staff take the meal or meals at the allocated
meal time for the detainee or detainees and such Operational Staff or group of
Operational Staff are physically located with the detainee or detainees and are
engaged in the supervision of the detainee or detainees while taking their meal
or meals.
6. Hours, Working
Arrangements, Leave, Meal Breaks and Overtime - Operational Staff Member
(Non-Metropolitan Centres - Detainee Movements and Transport), Operational
Staff Member (Court Logistics)
6.1 Operational
Staff Member (Non-Metropolitan Centres, Detainee Movements and Transport)
Notwithstanding Clause 5 (except clause 5.1(b)) and
Clause 8 (excluding 8.1-8.5) of this Award, if it is deemed necessary for
operational reasons to undertake detainee movements or transport relating to a
non-metropolitan centre, the following provisions will apply:
(a) Ordinary Hours
(i) The ordinary
hours of work for the relevant Operational Staff member shall be thirty-eight
(38) hours per week Monday to Friday inclusive between the hours of 6:00 a.m.
and 10:00 p.m. with an allocated day off. i.e. nineteen (19) days in each four
(4) week period.
(b) Working
Arrangements
(i) The ordinary
daily working hours for each Operational Staff member shall be displayed as a
proposed working arrangement in a place conveniently accessible to staff
members. The working arrangement will cover a minimum period of seven (7) days
and will be displayed at least fourteen (14) days prior to the commencement
date of the first working day of the proposed working arrangement.
(ii)
A working arrangement may be altered at any time to
enable service to be delivered where another staff member is absent from duty
on account of illness, in an emergency or due to unforeseen circumstances.
(iii) Operational
staff members will be required to work variable start times depending upon
operational requirements.
(c) Annual Leave
(i) At the rate
of twenty (20) working days per year.
(d) Public
Holidays
(i) All gazetted
Public Holidays shall be taken as they fall.
(e) Meal Breaks
(i) Meal breaks
must be given to and taken by the relevant Operational Staff. No Operational
Staff member shall be required to work continuously for more than five (5)
hours without a meal break of no less than thirty (30) minutes. However, where
an Operational Staff member is called upon to work for any portion of an unpaid
meal break, such time shall be paid for at overtime rates.
(ii) In
circumstances where the Department is unable to supply a meal, an Operational
Staff member shall be compensated for any actual expenses properly and
reasonably incurred for meals purchased for a detainee in custody under their
supervision, and for the Operational Staff member.
(iii) An amount
equivalent to the rate for lunch or dinner money for overtime under the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 shall
be paid to those employees who are unable to take a meal break for operational
reasons after three (3) to five (5) hours from the start time. This arrangement
shall be paid in lieu of overtime and will only occur in emergency or extreme
circumstances, as the Department is obliged to provide appropriate breaks in
accordance with Occupational Health and Safety requirements.
(f) Other duties
When there are no detainee movements or transport, the
Operational Staff members, under the arrangements set out in this Clause, are
to perform other mainstream Centre duties (such as working on the unit floor)
as directed by the Department.
(g) Overtime
(i) An
Operational Staff Member may be directed by the Department to work overtime,
provided it is reasonable for the staff member to be required to do so. An
Operational Staff member may refuse to work overtime in circumstances where the
working of such overtime would result in the staff member working unreasonable
hours. In determining what is unreasonable, the following factors shall be
taken into account:
(1) The Operational
Staff member’s prior commitments outside the workplace, particularly the staff
member’s family and carer responsibilities, community obligations or study
arrangements;
(2) Any risk to
the Operational Staff Member’s health and safety;
(3) The urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the Department and the effect on client services;
(4) The notice, if
any, given regarding the working of the overtime, and the Operational Staff
member’s intention to refuse overtime; or
(5) Any other
relevant matter.
(ii) Payment for
overtime shall be made only where the Operational Staff member works approved
overtime.
(iii) Overtime
shall be paid at the following rates:
(1) Weekdays
(Monday to Friday inclusive) - At the rate of time and one-half for the first
two (2) hours and at the rate of double time thereafter for all directed
overtime worked outside the Operational Staff member’s ordinary hours of duty.
(2) Saturday - At
the rate of time and one-half for the first two (2) hours and at the rate of
double time thereafter.
(3) Sundays - All
overtime at the rate of double time.
(4) Public
Holidays - All overtime at the rate of double time and one-half.
(iv) An Operational
Staff member who works overtime on a Saturday, Sunday or Public Holiday shall
be paid a minimum payment as for three (3) hours work at the appropriate rate.
(h) Rest periods
(i) An
Operational Staff member who works overtime shall be entitled to be absent
until eight (8) consecutive hours have elapsed.
(ii) Where an
Operational Staff member, at the direction of the supervisor, resumes or
continues work without having had eight (8) consecutive hours off duty then
such Operational Staff member shall be paid at the appropriate overtime rate
until released from duty. The Operational Staff member shall then be entitled
to eight (8) consecutive hours off duty and shall be paid for the ordinary
working time occurring during the absence.
6.2 Hours, Working
Arrangements, Leave, Meal Breaks and Overtime - Operational Staff Members
(Court Logistics)
(a) Logistics
Officer, Court Logistics
(i) Ordinary
hours
(1) The ordinary
hours of work for each Logistics Officer shall be thirty-eight (38) hours per
week Monday to Friday inclusive between the hours of 7:00 a.m. and 9:00 p.m.
with an allocated day off. i.e. nineteen (19) days in each four (4) week
period.
(ii) Working
arrangements
(1) The ordinary
daily working hours for each Logistics Officer shall be displayed as a proposed
working arrangement in a place conveniently accessible to staff members. The
working arrangement will cover a minimum period of seven (7) days and will be
displayed at least fourteen (14) days prior to the commencement date of the
first working day of the proposed working arrangement.
(2) A working
arrangement may be altered at any time to enable service to be delivered where
another staff member is absent from duty on account of illness, in an emergency
or due to unforeseen circumstances.
(3) Logistics
Officers will be required to work variable start times depending upon
operational requirements.
(4) If a variable
start time commences at or after 10:00 a.m. and before 1:00 p.m., or at or
after 1:00 p.m. and before 4:00 p.m. a loading of 10% and 12.5% shall apply
respectively.
(iii) Annual leave
(1) At the rate of
twenty (20) working days per year.
(iv) Public Holidays
(1) All gazetted
Public Holidays shall be taken as they fall.
(v) Meal Breaks
(1) Meal breaks
must be given to and taken by the relevant Logistics Officer. No Logistics
Officer shall be required to work continuously for more than five (5) hours
without a meal break of no less than thirty (30) minutes. However, where a Logistics Officer is called
upon to work for any portion of an unpaid meal break, such time shall be paid
for at overtime rates.
(2) An amount
equivalent to the rate for lunch or dinner money for overtime under the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 shall
be paid to those employees who are unable to take a meal break for operational
reasons after three (3) to five (5) hours from the start time. This arrangement
shall be paid in lieu of overtime and will only occur in emergency or extreme
circumstances, as the Department is obliged to provide appropriate breaks in
accordance with Occupational Health and Safety requirements.
(vi) Overtime
(1) A Logistics
Officer may be directed by the Department to work overtime, provided it is
reasonable for the Logistics Officer to be required to do so. A Logistics
Officer may refuse to work overtime in circumstances where the working of such
overtime would result in the Logistics Officer working unreasonable hours. In
determining what is unreasonable, the following factors shall be taken into
account:
a. The Logistics
Officer’s prior commitments outside the workplace, particularly the Logistics
Officer’s family and carer responsibilities, community obligations or study
arrangements;
b. Any risk to
the Logistic Officer’s health and safety;
c. A working
arrangement may be altered at any time to enable service to be delivered where
another Logistics Officer is absent from duty on account of illness, in an
emergency or due to unforeseen circumstances;
d. The urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the organisation and the effect on client services;
e. The notice,
if any, given regarding the working of the overtime, and the Logistics
Officer’s intention to refuse overtime; and/or
f. Any other
relevant matter.
(2) Payment for
overtime shall be made only where the Logistics Officer works approved
overtime.
(3) Overtime shall
be paid at the following rates:
a. Weekdays
(Monday to Friday inclusive) - At the rate of time and one-half for the first
two hours and at the rate of double time thereafter for all directed overtime
worked outside the Logistics Officer’s ordinary hours of duty, if working
standard hours, or outside the bandwidth.
b. Saturday - At
the rate of time and one-half for the first two hours and at the rate of double
time thereafter.
c. Sundays - All
overtime at the rate of double time.
d. Public
Holidays - All overtime at the rate of double time and one-half.
(4) A Logistics
Officer who works overtime on a Saturday, Sunday or Public Holiday shall be
paid a minimum payment as for three (3) hours work at the appropriate rate.
(vii) Rest periods
(1) A Logistics
Officer who works overtime shall be entitled to be absent until eight (8)
consecutive hours have elapsed.
(2) Where a
Logistics Officer, at the direction of the supervisor, resumes or continues
work without having had eight (8) consecutive hours off duty then such
Logistics Officer shall be paid at the appropriate overtime rate until released
from duty. The Logistics Officer shall then be entitled to eight (8)
consecutive hours off duty and shall be paid for the ordinary working time
occurring during the absence.
(b) Court
Supervisor, Court Logistics
(i) Ordinary
hours
(1) The ordinary
hours of work for each Court Supervisor shall be thirty-eight (38) hours per
week Monday to Friday inclusive between the hours of 7:00 a.m. and 6:00 p.m.
with an allocated day off. i.e. nineteen (19) days in each four (4) week
period.
(ii) Working
arrangements
(1) The ordinary
daily working hours for each Court Supervisor shall be displayed as a proposed
working arrangement in a place conveniently accessible to staff members. The
working arrangement will cover a minimum period of seven (7) days and will be
displayed at least fourteen (14) days prior to the commencement date of the
first working day of the proposed working arrangement.
(2) A working
arrangement may be altered at any time to enable service to be delivered where
another staff member is absent from duty on account of illness, in an emergency
or due to unforeseen circumstances.
(3) Court
Supervisors will be required to work variable start times depending upon
operational requirements.
(iii) Annual leave
(1) At the rate of
twenty (20) working days per year.
(iv) Public Holidays
(1) All gazetted
Public Holidays shall be taken as they fall.
(v) Meal Breaks
(1) Meal breaks
must be given to and taken by the relevant Court Supervisor. No Court Supervisor shall be required to
work continuously for more than five (5) hours without a meal break of no less
than thirty (30) minutes. However, where
a Court Supervisor is called upon to work for any portion of an unpaid meal
break, such time shall be paid for at overtime rates.
(2) In
circumstances where the Department is unable to supply a meal, a Court
Supervisor shall be compensated for any actual expenses properly and reasonably
incurred for meals purchased for a detainee in custody under their supervision,
and for the Court Supervisor.
(3) An amount
equivalent to the rate for lunch or dinner money for overtime under the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 shall
be paid to those employees who are unable to take a meal break for operational
reasons after three (3) to five (5) hours from the start time. This arrangement
shall be paid in lieu of overtime and will only occur in emergency or extreme
circumstances, as the Department is obliged to provide appropriate breaks in
accordance with Occupational Health and Safety requirements.
(vi) Overtime
(1) A Court
Supervisor may be directed by the Department to work overtime, provided it is
reasonable for the Court Supervisor to be required to do so. A Court Supervisor
may refuse to work overtime in circumstances where the working of such overtime
would result in the Court Supervisor working unreasonable hours. In determining
what is unreasonable, the following factors shall be taken into account:
a. The Court
Supervisor’s prior commitments outside the workplace, particularly the Court
Supervisor’s family and carer responsibilities, community obligations or study
arrangements;
b. Any risk to
the Court Supervisor’s health and safety;
c. A working
arrangement may be altered at any time to enable service to be delivered where
another Court Supervisor is absent from duty on account of illness, in an
emergency or due to unforeseen circumstances;
d. The urgency of
the work required to be performed during overtime, the impact on the operational
commitments of the organisation and the effect on client services;
e. The notice,
if any, given regarding the working of the overtime, and the Court Supervisor’s
intention to refuse overtime; and/or
f. Any other
relevant matter.
(2) Payment for
overtime shall be made only where the Court Supervisor works approved overtime.
(3) Overtime shall
be paid at the following rates:
a. Weekdays
(Monday to Friday inclusive) - At the rate of time and one-half for the first
two hours and at the rate of double time thereafter for all directed overtime
worked outside the Court Supervisor’s ordinary hours of duty, if working
standard hours, or outside the bandwidth.
b. Saturday - At
the rate of time and one-half for the first two hours and at the rate of double
time thereafter.
c. Sundays - All
overtime at the rate of double time.
d. Public
Holidays - All overtime at the rate of double time and one-half.
(4) A Court
Supervisor who works overtime on a Saturday, Sunday or Public Holiday shall be
paid a minimum payment as for three (3) hours work at the appropriate rate.
(vii) Rest periods
(1) A Court
Supervisor who works overtime shall be entitled to be absent until eight (8)
consecutive hours have elapsed.
(2) Where a Court
Supervisor, at the direction of the supervisor, resumes or continues work
without having had eight (8) consecutive hours off duty then such Court
Supervisor shall be paid at the appropriate overtime rate until released from
duty. The Court Supervisor shall then be entitled to eight (8) consecutive
hours off duty and shall be paid for the ordinary working time occurring during
the absence.
(c) Youth Officers
(Court Based), Court Logistics
(i) Ordinary
hours
(1) The ordinary
hours of work for each Youth Officer shall be thirty-eight (38) hours per week
Monday to Friday inclusive between the hours of 7:00 a.m. and 6:00 p.m. with an
allocated day off. i.e. nineteen (19) days in each four (4) week period.
(ii) Working
arrangements
(1) The ordinary
daily working hours for each Youth Officer shall be displayed as a proposed
working arrangement in a place conveniently accessible to Youth Officers. The
working arrangement will cover a minimum period of seven (7) days and will be
displayed at least fourteen (14) days prior to the commencement date of the
first working day of the proposed working arrangement.
(2) A working
arrangement may be altered at any time to enable service to be delivered where
another staff member is absent from duty on account of illness, in an emergency
or due to unforeseen circumstances.
(3) Youth Officers
will be required to work variable start times depending upon operational
requirements.
(iii) Annual leave
(1) At the rate of
twenty (20) working days per year.
(iv) Public Holidays
(1) All gazetted
Public Holidays shall be taken as they fall.
(v) Meal Breaks
(1) Meal breaks
must be given to and taken by the relevant Youth Officer. No Youth Officer
shall be required to work continuously for more than five (5) hours without a
meal break of no less than thirty (30) minutes.
However, where a Youth Officer is called upon to work for any portion of
an unpaid meal break, such time shall be paid for at overtime rates.
(2) In
circumstances where the Department is unable to supply a meal, a Youth Officer
shall be compensated for any actual expenses properly and reasonably incurred
for meals purchased for a detainee in custody under their supervision, and for
the Youth Officer.
(3) An amount
equivalent to the rate for lunch or dinner money for overtime under the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 shall
be paid to those employees who are unable to take a meal break for operational
reasons after three (3) to five (5) hours from the start time. This arrangement
shall be paid in lieu of overtime and will only occur in emergency or extreme
circumstances, as the Department is obliged to provide appropriate breaks in
accordance with Occupational Health and Safety requirements.
(vi) Overtime
(1) A Youth
Officer may be directed by the Department to work overtime, provided it is
reasonable for the Youth Officer to be required to do so. A Youth Officer may
refuse to work overtime in circumstances where the working of such overtime
would result in the Youth Officer working unreasonable hours. In determining
what is unreasonable, the following factors shall be taken into account:
a. The Youth
Officer’s prior commitments outside the workplace, particularly the Youth
Officer’s family and carer responsibilities, community obligations or study
arrangements;
b. Any risk to
the Youth Officer’s health and safety;
c. A working
arrangement may be altered at any time to enable service to be delivered where
another Youth Officer is absent from duty on account of illness, in an
emergency or due to unforeseen circumstances;
d. The urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the organisation and the effect on client services;
e. The notice,
if any, given regarding the working of the overtime, and the Youth Officer’s
intention to refuse overtime; and/or
f. Any other
relevant matter.
(2) Payment for
overtime shall be made only where the Youth Officer works approved overtime.
(3) Overtime shall
be paid at the following rates:
a. Weekdays
(Monday to Friday inclusive) - At the rate of time and one-half for the first
two hours and at the rate of double time thereafter for all directed overtime
worked outside the Youth Officer’s ordinary hours of duty, if working standard
hours, or outside the bandwidth.
b. Saturday - At
the rate of time and one-half for the first two hours and at the rate of double
time thereafter.
c. Sundays - All
overtime at the rate of double time.
d. Public
Holidays - All overtime at the rate of double time and one-half.
(4) A Youth
Officer who works overtime on a Saturday, Sunday or Public Holiday shall be
paid a minimum payment as for three (3) hours work at the appropriate rate.
(vii) Rest periods
(1) A Youth
Officer who works overtime shall be entitled to be absent until eight (8)
consecutive hours have elapsed.
(2) Where a Youth
Officer, at the direction of the supervisor, resumes or continues work without
having had eight (8) consecutive hours off duty then such Youth Officer shall
be paid at the appropriate overtime rate until released from duty. The Youth
Officer shall then be entitled to eight (8) consecutive hours off duty and
shall be paid for the ordinary working time occurring during the absence.
(d) Youth Officers
(Non-Court Based), Court Logistics
(i) Ordinary
hours
(1) The ordinary
hours of work for each Youth Officer shall be thirty-eight (38) hours per week
Monday to Friday inclusive with variable start times, with an allocated day
off. i.e. nineteen (19) days in each four (4) week period.
(ii) Working
arrangements
(1) The ordinary
daily working hours for each Youth Officer shall be displayed as a proposed
working arrangement in a place conveniently accessible to Youth Officers. The
working arrangement will cover a minimum period of seven (7) days and will be
displayed at least fourteen (14) days prior to the commencement date of the
first working day of the proposed working arrangement.
(2) A working
arrangement may be altered at any time to enable service to be delivered where
another staff member is absent from duty on account of illness, in an emergency
or due to unforeseen circumstances.
(3) Youth Officers
will be required to work variable start times depending upon operational
requirements.
(iii) Annual leave
(1) At the rate of
twenty (20) working days per year.
(iv) Public Holidays
(1) All gazetted
Public Holidays shall be taken as they fall.
(v) Meal Breaks
(1) Meal breaks
must be given to and taken by the relevant Youth Officer. No Youth Officer
shall be required to work continuously for more than five (5) hours without a
meal break of no less than thirty (30) minutes.
However, where a Youth Officer is called upon to work for any portion of
an unpaid meal break, such time shall be paid for at overtime rates.
(2) In
circumstances where the Department is unable to supply a meal, a Youth Officer
shall be compensated for any actual expenses properly and reasonably incurred
for meals purchased for a detainee in custody under their supervision, and for
the Youth Officer.
(3) An amount
equivalent to the rate for lunch or dinner money for overtime under the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009 shall
be paid to those employees who are unable to take a meal break for operational
reasons after three (3) to five (5) hours from the start time. This arrangement
shall be paid in lieu of overtime and will only occur in emergency or extreme
circumstances, as the Department is obliged to provide appropriate breaks in
accordance with Occupational Health and Safety requirements.
(vi) Overtime
(1) A Youth
Officer may be directed by the Department to work overtime, provided it is
reasonable for the Youth Officer to be required to do so. A Youth Officer may
refuse to work overtime in circumstances where the working of such overtime would
result in the Youth Officer working unreasonable hours. In determining what is
unreasonable, the following factors shall be taken into account:
a. The Youth
Officer’s prior commitments outside the workplace, particularly the Youth
Officer’s family and carer responsibilities, community obligations or study
arrangements;
b. Any risk to
the Youth Officer’s health and safety;
c. A working
arrangement may be altered at any time to enable service to be delivered where
another Youth Officer is absent from duty on account of illness, in an
emergency or due to unforeseen circumstances;
d. The urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the organisation and the effect on client services;
e. The notice,
if any, given regarding the working of the overtime, and the Youth Officer’s
intention to refuse overtime; and/or
f. Any other
relevant matter.
(2) Payment for
overtime shall be made only where the Youth Officer works approved overtime.
(3) Overtime shall
be paid at the following rates:
a. Weekdays
(Monday to Friday inclusive) - At the rate of time and one-half for the first
two hours and at the rate of double time thereafter for all directed overtime
worked outside the Youth Officer’s ordinary hours of duty, if working standard
hours, or outside the bandwidth.
b. Saturday - At
the rate of time and one-half for the first two hours and at the rate of double
time thereafter.
c. Sundays - All
overtime at the rate of double time.
d. Public
Holidays - All overtime at the rate of double time and one-half.
(4) A Youth
Officer who works overtime on a Saturday, Sunday or Public Holiday shall be
paid a minimum payment as for three (3) hours work at the appropriate rate.
(vii) Rest periods
(1) A Youth
Officer who works overtime shall be entitled to be absent until eight (8)
consecutive hours have elapsed.
(2) Where a Youth
Officer, at the direction of the supervisor, resumes or continues work without
having had eight (8) consecutive hours off duty then such Youth Officer shall
be paid at the appropriate overtime rate until released from duty. The Youth
Officer shall then be entitled to eight (8) consecutive hours off duty and
shall be paid for the ordinary working time occurring during the absence.
(viii) Loadings
(1) A Youth
Officer shall be paid for work performed during the ordinary hours plus the
following loadings depending on the commencing times for each day’s ordinary
hours.
|
Day
|
At or after 6 am and before 10 am
|
Nil
|
|
Afternoon
|
At or after 10 am and before 1 pm
|
10%
|
|
Afternoon
|
At or after 1 pm and before 4 pm
|
12.5%
|
|
Night
|
At or after 4pm and before 4 am
|
15%
|
|
Night
|
At or after 4 am and before 6 am
|
10%
|
(2) The loadings
above shall only apply to ordinary time worked from Monday to Friday.
7. All Incidents
Allowance
7.1 An All
Incidents Allowance of 22% of base salary shall be payable to Operational Staff
classified at Items (iv) - (viii) in Part B of this Award in addition to the
salary prescribed in such Table as compensation for all time worked in excess
of ordinary hours and other work related allowances including payments in lieu
of overtime, on call, shift penalties, travel time and annual leave loading but
does not include compensation for expense related payments. However the
Department has the discretion to approve that work outside normal rostered
hours attract the provisions of Clause 8.13 - Overtime.
7.2 The allowance
shall be regarded as salary for all leave and superannuation purposes.
8. Shift Workers -
Loadings, Penalties, Leave, Rosters and Overtime
8.1 Monday to
Friday - Shift Loadings
(a) A Shift Worker
employed on a shift shall be paid, for work performed during the ordinary hours
of any such shift, ordinary rates plus the following shift loadings depending
on the commencing times of such shifts:
|
Day
|
At or after 6 am and before 10 am
|
Nil
|
|
Afternoon
|
At or after 10 am and before 1 pm
|
10%
|
|
Afternoon
|
At or after 1 pm and before 4 pm
|
12.5%
|
|
Night
|
At or after 4 pm and before 4 am
|
15%
|
|
Night
|
At or after 4 am and before 6 am
|
10%
|
(b) The loadings
specified in this sub-clause shall only apply to shifts worked from Monday to
Friday.
8.2 Weekends and
Public Holidays - Penalties
(a) For the
purpose of this sub-clause any shift, of which 50% or more is worked on a
Saturday, Sunday or Public Holiday shall be deemed to have been worked on a
Saturday, Sunday or Public Holiday and shall be paid as such.
8.3 Saturday Shifts
- Penalties
(a) Shift Workers
working on an ordinary rostered shift between midnight on Friday and midnight
on Saturday which is not a Public Holiday, shall be paid for such shifts at
ordinary time and one half.
8.4 Sunday Shifts -
Penalties
(a) Shift Workers
working on an ordinary rostered shift between midnight on Saturday and midnight
on Sunday which is not a Public Holiday, shall be paid for such shifts at
ordinary time and three quarters.
8.5 Public Holidays
- Penalties
(a) When rostered
on a Public Holiday and work is performed, additional payment will be made at
the rate of half time.
(b) When rostered
off on a Public Holiday, no additional compensation or payment will be made.
(c) Where a
gazetted Public Holiday falls on a Sunday, Shift Workers rostered to work on
that day shall be paid ordinary time and an additional payment at the rate of
three quarter time.
(d) A Shift Worker
is entitled to receive compensation for regularly working Sundays and Public Holidays
as specified in clause 8.6 of this Award.
8.6 Additional
Payments
(a) Additional
payments will be made on the following basis:
|
Number of ordinary shifts worked on Sundays and/or
|
Additional Payment
|
|
Public Holidays during a qualifying period of twelve
|
|
|
months from 1 December one year to 30 November the
|
|
|
next year.
|
|
|
4 - 10
|
1/5th of one week's ordinary salary
|
|
11 - 17
|
2/5ths of one week's ordinary salary
|
|
18 - 24
|
3/5ths of one week's ordinary salary
|
|
25 - 31
|
4/5ths of one week's ordinary salary
|
|
32 or more
|
One week's ordinary salary
|
(a) The additional
payment shall be made after 1 December in each year for the preceding twelve
(12) months.
(b) Where the
Shift Worker retires or the employment of a Shift Worker is terminated by the
employer, any payment that has accrued from the preceding 1 December until the
last date of service shall be paid to the Shift Worker.
(c) Payment shall
be made at the rate applicable as at 1 December each year, or at the salary
rate applicable at the date of retirement or termination.
(d) All Incidents
Allowance as detailed in clause 7.1 of this Award applies to this payment,
8.7 Recreation
Leave
(a) Shift Workers
shall be entitled to recreation leave at the rate of six (6) weeks per year
(thirty (30) working days) inclusive of payment for any Public Holiday/s
falling within the leave period.
(b) Additional
recreation leave at the rate of five (5) days per year, will accrue to a Shift
Worker, employed under this Award and the Act, who is stationed indefinitely in
a remote area of the State being the Western and Central Division of the State
described as such in the Second Schedule to the Crown Lands Consolidated Act
(NSW) 1913 before its repeal.
(c) Shift Workers
entitled to additional recreation leave under this Clause can elect, at any
time, to cash out that additional recreation leave.
(d) Shift Workers
on recreation leave are eligible to receive the more favourable of:
(i) the shift
premiums and penalty rates, or any other allowances paid on a regular basis in
lieu thereof, which they would have received had they not been on recreation
leave; or
(ii) 17½% annual
leave loading.
8.8 Annual Leave
Loading
(a) With the
exception of those Shift Workers in receipt of the All Incidents Allowance
prescribed in Clause 7 of this Award, Shift Workers are entitled to the payment
of an annual leave loading of 17.5% on the monetary value of four weeks
recreation leave accrued in a leave year.
(b) For the
purposes of the calculation of the annual leave loading, the leave year shall
commence on 1 December each year and shall end on 30 November of the following
year.
(c) If located in
an area of the State of New South
Wales which attracts a higher rate of annual leave
accrual, under Clause 8.7(b) of this Award, the annual leave loading shall be
paid on a maximum of four weeks leave.
(d) The annual
leave loading payable shall not exceed the amount which would have been payable
to a Shift Worker in receipt of salary equivalent to the maximum salary for
Grade 12 Clerk.
8.9 Rosters
(a) The ordinary
hours of work for each Shift Worker shall be displayed on a roster in a place
conveniently accessible to Shift Workers. The roster will cover a minimum
period of twenty eight (28) days, where practical, and shall be displayed at
least fourteen (14) days prior to the commencing date of the first working
period in any roster.
(b) A roster may
be altered at any time to enable the service of a Centre to be delivered where
another officer is absent from duty on account of illness, in an emergency or
due to unforeseen circumstances. Where any such alteration involves a Shift
Worker working on a day that would have been his or her day off such time
worked shall be paid for at overtime rates as specified in the Crown Employees
(Public Service Conditions of Employment) Reviewed Award (NSW) 2009.
(c) Each roster
shall indicate the starting and finishing time of each shift and include
rostered days off. Where current or proposed shift arrangements are
incompatible with the Shift Worker’s family, religious or community
responsibilities, every effort to negotiate alternative arrangements with the
Shift Worker shall be made by the Department Head or delegate.
8.10 Notice of Change
of Shift
(a) A Shift Worker
who is required to change from one shift to another shift shall, where
practicable, be given forty eight (48) hours notice of the proposed change.
8.11 Breaks between
Shifts
(a) There shall be
a minimum break of eight (8) consecutive hours between ordinary rostered
shifts.
(b) If a Shift
Worker resumes or continues to work without having had eight (8) consecutive
hours off duty, the Shift Worker shall be paid overtime in accordance with
Clause 89, Overtime Worked by Shift Workers of the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009 until released from duty
for eight (8) consecutive hours. The Shift Worker will then be entitled to be
off duty for at lease eight (8) consecutive hours without loss of pay for
ordinary working time which falls during such absence.
(c) Time spent off
duty may be calculated by determining the amount of time elapsed after:
(i) The
completion of an ordinary rostered shift; or
(ii) The
completion of authorised overtime; or
(iii) The
completion of additional travelling time, if travelling on duty, but shall not
include time spent travelling to and from the workplace.
8.12 Daylight Saving
(a) In all cases
where a Shift Worker works during the period of changeover to and from daylight
saving time, the Shift Worker shall be paid the normal rate of pay for the
shift.
8.13 Overtime
(a) A Shift Worker
may be directed by the Department Head to work overtime, provided it is
reasonable for the Shift Worker to be required to do so. A Shift Worker may refuse to work overtime in
circumstances where the working of such overtime would result in the Shift
Worker working unreasonable hours. In determining what is unreasonable, the
following factors shall be taken into account:
(i) The Shift
Worker’s prior commitments outside the workplace, particular the Shift Worker’s
family and carer responsibilities, community obligations or study arrangements;
(ii) Any risk to
the Shift Worker’s health and safety;
(iii) The urgency
of the work required to be performed during overtime, the impact on the
operational commitments of the organisation and the effect on client services;
(iv) The notice, if
any, given regarding the working of the overtime, and the Shift Worker’s
intention to refuse overtime; or
(v) Any other
relevant matter.
(b) Overtime shall
be paid to Shift Workers under the following conditions:
(i) The rates
specified are in substitution for and not cumulative upon the rates payable for
work performed on Monday to Friday, Saturday, Sunday or Public Holidays.
(ii) For the
purposes of assessing overtime, each day shall stand alone. Where any one (1) period
of overtime is continuous and extends beyond midnight, all overtime hours in
this period shall be regarded as if it had occurred within the one (1) day.
(iii) Overtime
shall be paid for hours worked in excess of the ordinary hours of work, as
defined in Clause 5 of this Award. Entitlements under this clause are
restricted by the provisions of Clause 7 of this Award.
(c) Overtime shall
be paid to Shift Workers at the following rates:
(i) Weekdays
(Monday to Friday inclusive) - At the rate of time and one-half for the first
two hours and at the rate of double time thereafter for all directed overtime
worked outside the Shift Worker’s ordinary hours of duty.
(ii) Saturday - At
the rate of time and one-half for the first two hours and at the rate of double
time thereafter.
(iii) Sundays -
All overtime at the rate of double time.
(iv) Public Holidays
- All overtime at the rate of double time and one half.
9. Casual Employment
9.1 A casual
employee is one engaged on an hourly basis.
9.2 A casual employee
may only be engaged for short-term periods where there is the need to
supplement the workforce arising from fluctuations in the needs of the Centre.
9.3 A casual
employee shall be paid on an hourly basis based on the appropriate rate,
prescribed in Table 1 of Part B of this Award, plus 15% thereof with a minimum
payment of four (4) hours for each engagement. This loaded rate of pay is in
lieu of all leave entitlements, other than recreation and extended leave.
9.4 A casual
employee shall be entitled to the shift loadings, prescribed in clause 8.1 of
this Award, where a shift commences prior to 6 am or finishes subsequent to 6
pm.
9.5 For weekend and
Public Holiday work, casual employee shall, in lieu of all other penalty rates
and the 15% casual loading, receive the following rates:
(a) Time and one
half for work between midnight Friday and midnight Saturday;
(b) Time and three
quarters for work between midnight Saturday and midnight Sunday; and
(c) Double time
and one half for work on a Public Holiday.
For the purpose of this clause, any shift of which 50%
or more is worked on a Saturday, Sunday or Public Holiday shall be deemed to
have been worked wholly on a Saturday, Sunday or Public Holiday and shall be
paid as such.
9.6 On termination
a casual employee shall be paid 1/12th of ordinary earnings in lieu of
recreation leave.
9.7 A casual
employee’s employment may be terminated for any reason by the giving of one (1)
hour’s notice by either party.
9.8 Casuals shall
also receive the following leave entitlements in accordance with the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009:
(a) Unpaid
parental leave in accordance with Clause 12.5.4;
(b) Personal
Carer's entitlement in accordance with Clause 12.6; and
(c) Bereavement
entitlement in accordance with Clause 12.7.
10. Higher Duties
10.1 Operational
Staff called upon by the Department to perform work of a classification or
position paid at a higher rate, shall be paid that higher rate on the
completion of a minimum of one eight (8) hour shift, or equivalent working day.
10.2 Relieving for
part of a shift in a higher position shall not attract monetary payment but
shall be compensated through the acquisition of skills and experience gained by
this opportunity.
10.3 The provisions
of this clause apply only where an employee relieves in another position
covered by this Award.
11. Settlement of
Disputes
11.1 Procedures
relating to individual employees
(a) Individual
employees may raise matters pertaining to this Award and other conditions of
employment matters with the Centre Manager, Manager, Supervisor or other
authorised departmental representative as the case may be, providing that the
following conditions are observed:
(i) The employee
shall notify the Centre Manager, Manager, Supervisor or other authorised
departmental representative in writing, as to the substance of any matter and
request a meeting with the Centre Manager, Manager, Supervisor or other
authorised departmental representative for discussions in order to settle the
matter. The employee may have another employee or an Association delegate
present during these discussions.
(ii) If no remedy
to the employee’s matter is found, then the employee shall seek further
discussions and attempt to resolve the matter at a higher level of authority,
where appropriate.
(iii) Reasonable
time limits must be allowed for discussions at each level of authority.
(iv) At the
conclusion of the discussions, the departmental representative must provide a
response to the employee if the matter has not been resolved and include
reasons for not implementing any proposed remedy. At this stage if the
employee’s concerns still exist, the provisions of Clause 11.3(e) of this Award
shall be invoked.
11.2 Settlement of
Disputes
(a) All questions,
disputes or difficulties relating to the provisions of this award or any other
condition of employment 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 within the Department, if required.
(b) The staff
member is required to notify in writing their immediate supervisor or manager,
as to the substance of the question, dispute or difficulty, request a meeting
to discuss the matter, and if possible, state the remedy sought.
(c) Where the
question, dispute or difficulty 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 supervisor or manager the notification may occur to the
next appropriate level of management. including where required, to the
Department Head or delegate.
(d) The immediate
supervisor or manager, or other appropriate officer, shall convene a meeting in
order to resolve the question, dispute or difficulty within two (2) working
days, or as soon as practicable, of the matter being brought to attention.
(e) If the
question, dispute or difficulty remains unresolved with the immediate
supervisor or 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.
The staff member may pursue the sequence of reference to successive levels of
management until the matter is referred to the Department Head.
(f) The Department
may refer the matter to the Industrial Relations Secretary (IRS) for consideration.
(g) If the matter
remains unresolved, the Department shall provide a written response to the
employee and any other party involved in the question, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
(h) A staff
member, at any stage, may request to be represented by the Association.
(i) The staff
member or the Association on their behalf or the Department may refer the
matter to the New South Wales Industrial Relations Commission if the matter is
unresolved following the use of these procedures.
(j) The staff
member, Association, Department and IRS shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
(k) Whilst the
procedures outlined in this clause are being followed, normal work undertaken
prior to notification of the question, dispute or difficulty shall continue
unless otherwise agreed between the parties, or, in the case involving
occupational 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.
12. Dignity and
Respect in the Workplace
12.1 The Dignity and
Respect Policy, Guidelines and Grievance Procedure of the Department shall
apply to all staff covered by this Award.
12.2 The Dignity and
Respect Grievance Procedure must be used when there is a work related grievance
as defined in the Dignity and Respect Policy, Guidelines and Grievance
Procedure, so that the grievance can be resolved as quickly and as close to the
source of the problem as possible.
12.3 To put it beyond
doubt, if there is a question, dispute or difficulty in relation to the
interpretation, application or operation of this or any other applicable award
or condition of employment, the dispute resolution procedure contained in
Clause 11 of this Award must be followed.
13. Uniforms and
Protective Clothing
13.1 Sufficient and
serviceable uniforms or overalls shall be supplied, free of cost, to each
Operational Staff Member required to wear them, provided that any shift
employee to whom a new uniform or part of a uniform has been supplied by the
Department who without good reason, fails to return the corresponding article
last supplied, shall not be entitled to have such article replaced without
payment therefore at a reasonable price.
13.2 An employee, on
leaving the service of the Department, shall return any uniform or part thereof
supplied by the Department which is still in use by that employee immediately
or prior to leaving.
13.3 If the uniform
of an employee is not laundered at the expense of the Department an allowance,
as set out in Item 2 of Table 2(a), of Part B of this Award, shall be paid to
such employee.
13.4 Each employee
whose duties require them to work in the rain shall be supplied with suitable
protective clothing upon request.
13.5 Each employee
whose duties require them to work in a hazardous situation with or near
machinery shall be supplied with appropriate protective clothing and equipment.
14. Right of Entry to
Association Officials
14.1 Entry of
Association Officials onto Departmental premises shall be in accordance with
the Industrial Relations Act (NSW) 1996.
15. Area, Incidence
and Duration
15.1 The Award shall
apply to Operational Staff in the Agency as defined in Clause 3 of this Award
who are employed under the provisions of the Act.
15.2 This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Department of Attorney
General and Justice (Juvenile Justice)-38 Hour Week Operational Staff 2012)
Reviewed Award published 5 October 2012 (374 I.G. 1246), to take effect from 2
August 2016.
PART B
MONETARY RATES
Table 1 - Rates of Pay and Qualifications for roles
covered by this Award
(i) Unqualified
Youth Officer
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
|
|
|
|
|
1/07/2016
|
under the Act
|
|
|
|
|
$
|
|
|
1
|
-
|
GS Year 10
|
57,017
|
|
(ii) Youth Officer
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
|
|
|
|
|
01/07/2016
|
under the Act
|
|
|
|
|
$
|
|
|
2
|
1
|
Min 1
|
60,154
|
6 Units of
Certificate
|
|
|
|
|
|
IV in Youth Work or
Youth
|
|
|
|
|
|
Justice and/or
|
|
|
|
|
|
equivalent related
discipline * plus relevant experience
|
|
|
2
|
Max 1
|
61,921
|
|
|
|
3
|
Min 2
|
63,649
|
|
|
3
|
1
|
Max 2
|
65,396
|
Certificate IV in
Youth Work
|
|
|
|
|
|
or Youth Justice
and/or equivalent
|
|
|
|
|
|
related discipline
* plus relevant experience
|
Youth Officers who, as a consequence of the making of
this award, and who have only completed Certificate III in Juvenile Justice
shall be allowed to progress to Level 2 year 3 by meeting the requirements of
incremental progression without first obtaining 6 units of Certificate IV in
Youth Work or Youth Justice.
Annual increments shall occur on the anniversary of the
completion of Certificate III or 6 units of competence in Certificate IV in
Youth Work or Youth Justice subject to satisfactory performance.
(iii) Shift
Supervisor/Assistant Unit Manager
|
Level
|
Year
|
A & C
|
Effective
|
Minimum
Qualifications
|
|
|
|
Grade
|
Date FPP
|
for assignment
|
|
|
|
Equivalent
|
01/07/2016
|
under the Act
|
|
|
|
|
$
|
|
|
|
|
|
|
Certificate IV in
Youth
|
|
4
|
1
|
Min 4
|
71,438
|
Work or Youth
Justice
|
|
|
|
|
|
and/or equivalent
|
|
|
|
|
|
related discipline
*
|
|
|
2
|
Max 4
|
73,635
|
|
|
|
3
|
Min 5
|
79,384
|
|
|
|
4
|
Max 5
|
81,888
|
|
(iv) Unit Manager
|
Level
|
Year
|
A & C
|
Effective
|
Minimum
Qualifications
|
|
|
|
Grade
|
Date FPP
|
for assignment
|
|
|
|
Equivalent
|
01/07/2016
|
under the Act
|
|
|
|
|
$
|
|
|
5
|
1
|
Min 6
|
85,098
|
Certificate IV in
Youth
|
|
|
|
|
|
Work or Youth
Justice
|
|
|
|
|
|
and/or equivalent
related discipline *
|
|
|
|
|
|
and Certificate IV
in Frontline
|
|
|
|
|
|
Management and/or
equivalent
|
|
|
|
|
|
related discipline
*
|
|
|
2
|
Max 6
|
87,591
|
|
|
|
3
|
Min 7
|
90,215
|
|
|
|
4
|
Max 7
|
92,912
|
|
(v) Assistant
Manager
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications for
|
|
|
|
Equivalent
|
Date FPP
|
assignment under
the Act
|
|
|
|
|
01/07/2016
|
|
|
|
|
|
$
|
|
|
6
|
1
|
Min 8
|
96,784
|
Completion of
Diploma and/or Degree
|
|
|
|
|
|
in a relevant
discipline as set out in
|
|
|
|
|
|
relevant Assistant
Manager
|
|
|
|
|
|
Position
Description
|
|
|
2
|
Max 8
|
99,862
|
|
|
|
3
|
Min 9
|
102,838
|
|
|
|
4
|
Max 9
|
105,730
|
|
(vi) Centre Manager
- Level 7
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
|
|
|
|
|
01/07/2016
|
under the Act
|
|
|
|
|
$
|
|
|
7
|
1
|
Min 10
|
110,046
|
Diploma and/or
Degree
|
|
|
|
|
|
in a relevant
discipline *
|
|
|
2
|
Max 10
|
113,324
|
|
(vii) Centre Manager
- Level 8
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
|
|
|
|
|
01/07/2016
|
under the Act
|
|
|
|
|
$
|
|
|
8
|
1
|
Min 11
|
118,943
|
Diploma and/or
Degree
|
|
|
|
|
|
in a relevant
discipline *
|
|
|
2
|
Max 11
|
123,985
|
|
(viii) Centre Manager
- Level 9
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
|
|
|
|
|
01/07/2016
|
under the Act
|
|
9
|
1
|
Min 12
|
131,751
|
Diploma and/or
Degree
|
|
|
|
|
|
in a relevant
discipline*
|
|
|
2
|
Max 12
|
137,557
|
|
A Centre Manager shall not have their level reduced by
the making of this award.
(ix) Kitchen
Support Officer
|
Level
|
Year
|
Salary FPP
|
Qualification and
Experience
|
|
|
|
01/07/2016
|
|
|
|
|
$
|
|
|
1
|
1
|
47,049
|
Relevant experience
|
|
|
2
|
49,039
|
|
(x) Vocational
Instructor (Trade, Maintenance, Grounds)
|
Level
|
Year
|
Salary FPP
|
Qualification and
Experience
|
|
|
|
01/07/2016
|
|
|
|
|
$
|
|
|
1
|
1
|
57,017
|
Relevant experience
|
|
2
|
1
|
60,154
|
Relevant Trade
Certificate and Train Small
|
|
|
|
|
Groups
qualification or equivalent
|
|
|
|
|
plus relevant
experience.
|
|
2
|
2
|
61,921
|
|
|
2
|
3
|
63,649
|
|
|
2
|
4
|
65,396
|
|
(xi) Vocational
Instructor (Cook)
|
Level
|
Year
|
Salary FPP
|
Qualification and Experience
|
|
|
|
01/07/2016
|
|
|
|
|
$
|
|
|
1
|
1
|
57,017
|
Relevant experience
|
|
|
2
|
60,154
|
|
|
|
|
|
Relevant TAFE
Certificate or TAFE Certificate in Hospitality
|
|
|
|
|
(Commercial Cookery
or Catering Operations) or equivalent and Train
|
|
|
|
|
Small Groups
qualification or equivalent plus relevant experience
|
|
2
|
1
|
60,154
|
|
|
2
|
2
|
61,921
|
|
|
2
|
3
|
63,649
|
|
|
2
|
4
|
65,396
|
|
(xii) Vocational
Instructor (Cook Supervisor)
|
Salary FPP
|
Qualification and
Experience
|
|
01/07/2016
|
TAFE Certificate II
in Hospitality (Kitchen Operations) or equivalent,
|
|
$
|
formerly called
Certificate II in Commercial Cookery, and Train Small
|
|
67,994
|
Groups or
equivalent.
|
(xiii) Logistics
Officer
|
Level
|
Year
|
Salary FPP
|
Qualification and
Experience
|
|
|
|
01/07/2016
|
|
|
|
|
$
|
|
|
4
|
1
|
79,384
|
Certificate IV in
Youth or Youth Justice and/or equivalent related
|
|
4
|
2
|
81,888
|
discipline *
|
|
5
|
3
|
85,098
|
|
|
5
|
4
|
87,591
|
|
(xiv) Court Supervisor
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
under the Act
|
|
|
|
|
01/07/2016
|
|
|
|
|
|
$
|
|
|
|
|
|
|
Certificate IV in
Youth
|
|
4
|
1
|
Min 4
|
71,438
|
Work or Youth
Justice
|
|
|
|
|
|
and/or equivalent
|
|
|
|
|
|
related discipline
*
|
|
|
2
|
Max 4
|
73,635
|
|
|
|
3
|
Min 5
|
79,384
|
|
|
|
4
|
Max 5
|
81,888
|
|
(xv) Drug Detection
Security and Intelligence Officer
|
Level
|
Year
|
A & C Grade
|
Effective
|
Minimum
Qualifications
|
|
|
|
Equivalent
|
Date FPP
|
for assignment
under the Act
|
|
|
|
|
01/07/2016
|
|
|
|
|
|
|
$
|
|
2
|
1
|
Min 1
|
60,154
|
6 Units of
Certificate
|
|
|
|
|
|
IV in Youth Work or
Youth
|
|
|
|
|
|
Justice and/or
|
|
|
|
|
|
equivalent related
discipline *
|
|
|
2
|
Max 1
|
61,921
|
|
|
|
3
|
Min 2
|
63,649
|
|
|
3
|
1
|
Max 2
|
65,396
|
Certificate IV in
Youth Work or Youth
|
|
|
|
|
|
Justice and/or
equivalent related discipline *
|
* Related and relevant disciplines are to be determined
by the Department
PART B
MONETARY RATES
Table 2 - Allowances and Additional Responsibilities
Allowance
(a) Allowances
|
Item
|
Allowance
|
Salary FPP
01/07/2016
|
|
|
|
$
|
|
1
|
Chokage Allowance
|
4.82 per day
|
|
2
|
Uniform Allowance
|
5.00 per week
|
|
3
|
Trade Allowance
|
1,825 per annum
|
(b) "Allocated
Youth Officer Handcuff Allowance"
|
Allowance
|
Salary FPP
01/07/2016
|
|
|
$
|
|
Allocated Youth Officer Handcuff
|
|
|
Allowance
|
1.30 per hour
|
J. D. STANTON, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.