Crown
Employees (Department of Environment and Climate Change - Royal Botanic
Gardens, Building and Mechanical Trades Staff) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Nos. IRC 598 and 2014 of
2007)
Before Commissioner
Ritchie
|
6 November 2007
|
REVIEWED
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Title
2. Parties
3. Definitions
4. Intention
5. Effects
of the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2006
6. Wage
Rates
7. General
Conditions of Employment
7A. School
Based Apprentices
8. Consultative
Committee
9. Dispute
Resolution Procedures
10. Classification
Standards
11. Anti-Discrimination
12. Salary
Packaging Arrangements including Salary Sacrifice to Superannuation
13. No Extra
Claims
14. Area,
Incidence and Duration
15. Savings
and Rights
PART B
RATES AND ALLOWANCES
Table 1 - Rates of
Pay
Table 2 - Allowances
PART A
1. Title
1.1 This Award
shall be known as the "Crown Employees (Department of Environment and
Climate Change - Royal Botanic Gardens Building and Mechanical Trades Staff)
Award.
2. Parties
2.1 Award has been
made between the following parties:
The Director Public Employment (DPE) for the Department
of Environment and Climate Change (DECC);
Construction, Forestry, Mining Energy Union;
Communications Electrical Electronic Energy Information
Postal Plumbing and Allies Services Union of Australia (CEPU Plumbers Division
NSW Branch).
3. Definitions
Act means the Public Sector Employment and Management Act
2002.
Award means this Award.
DECC means the Department of Environment and Climate Change.
Department means the Department of Environment and Climate
Change.
Director-General means the Director-General of the
Department of Environment and Climate Change.
DPE means the Director of Public Employment, as established
under the Public Sector Employment and Management Act 2002.
Operative Date means the date on which this Award is made by
the Industrial Commission of New South Wales and becomes legally binding on the
parties.
Staff means and includes all persons permanently or
temporarily employed under the provisions of the Act, or by the Department of
Environment and Climate Change in respect of areas covered by the Royal
Botanic Gardens and Domain Trust Act 1980 and who, as at the operative date
of this Award were occupying one of the positions covered by this Award, or
who, after that date, are appointed to or employed in one of such positions.
Supervision means, in addition to normal supervisory
responsibilities, the assessment, evaluation and training of staff.
Union means the:
Construction, Forestry, Mining Energy Union (CFMEU);
Communications Electrical Electronic Energy Information
Postal Plumbing and Allies Services Union of Australia (CEPU Plumbers Division
NSW Branch); having regards for their respective coverage.
4. Intention
4.1 It is intended
that this Award will align the wages of the staff employed under this Award
with the staff employed under the Crown Employees (Parks and Gardens -
Horticulture and Rangers Staff) Consent
Award 2004 published 1 April 2005 (349 I.G. 804).
4.2 It is intended
that the Award will provide a suitable basis for the parties to implement
appropriate arrangements to ensure that corporate objectives are met.
4.3 The Award will
help facilitate the processes necessary to enhance the productivity of the
organisation and provide a better return to the organisation, the staff, and the
community.
5. Effect of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2006
5.1 The parties
agree:
5.1.1 Overtime - The
overtime provisions contained in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2006, as varied, or any replacement award shall
apply to all staff covered by this Award.
5.1.2 Travelling
Compensation - The travelling compensation provisions contained in the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2006, as
varied or any replacement award shall apply to all staff covered by this Award.
5.1.3 The provisions
of subclauses 5.1.1 and 5.1.2 shall apply in lieu of the provisions of the
Crown Employees (Skilled Trades) Award, as varied or replaced, in respect of
Excess Fares and Travelling Time, and Overtime.
5.2 Conditions of
employment for officers covered by this Award are to be regulated by the
following hierarchy:
(i) This award
where stated; or
(ii) The Crown Employees (Skilled Trades) Award where
not regulated by this Award; or
(iii) Any
conditions not regulated by this award or the Crown Employees (Skilled Trades)
Award shall be provided by the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006, as varied
or replaced.
5.3 Where there is
an inconsistency between this Award, the Crown Employees (Skilled Trades) Award
and the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2006 as varied or replaced, this Award shall prevail to the extent of the
inconsistency.
6. Wage Rates
6.1 The wage rates
paid to staff covered by this award are specified in Part B, Rates and
Allowances, Table 1 and allow for:
4% increase in salaries to commence with effect from
the first full pay period following 1 July 2004.
4% increase in salaries from first full pay period
following 1 July 2005.
4% increase in salaries from first full pay period
following 1 July 2006.
4% increase in salaries from first full pay period
following 1 July 2007.
The increase, insofar as the application of back pay,
will only apply to employees who were employed at 1 July 2005.
6.2 The increases
as provided for in subclause 6.1 above give effect to the Memorandum of
Understanding signed by the parties to this Award and reflects the parties
assessment of the amount necessary to compensate for work value changes,
special case considerations, productivity and efficiency improvements which
impact on the group covered by this Award.
6.3 Apprentice
Trades staff shall be paid a percentage of the rate of pay applicable to Level
Five Year 1:
Year One
|
45%
|
Year Two
|
60%
|
Year Three
|
75%
|
Year Four
|
85%
|
7. General Conditions
of Employment
7.1 Except as
otherwise provided in this Award, staff shall be entitled to and shall observe
the conditions of employment made pursuant to the provisions of the Act.
7.2 The ordinary
working hours shall be an average of 38
hours per week worked over a four (4) week settlement period.
7.3 Rostered Days
Off - rostered days off (RDOs) shall be taken on days set by mutual agreement
between staff and management. Where
mutual agreement is not reached between staff and management as to the date on
which the staff member’s RDO is to be taken, then the staff member shall be
entitled to take the day set by the Industry as the RDO for that month.
7.3.1 The parties
agree that a nine-day fortnight will operate. The additional RDO shall be taken
on a day agreed to by the parties to this Award.
7.3.2 Staff may, by
mutual agreement with management, accrue up to three (3) RDOs in any one year.
7.4 Allowances
7.4.1 The parties
agree that all allowances previously paid to staff covered by this Award,
including the Pager Allowance, have been rolled into salary with the exception
of the allowances in subclauses 7.4.2, 7.4.3 and 7.4.4, the rates for which are
specified in Part B, of Table 2.
7.4.2 Chokage
Allowance - the allowance as contained in Part B, Table 2 will be calculated to
and paid as a weekly allowance to staff
required to perform chokages.
7.4.3 Asbestos Allowance
- the allowance as contained in Part B, Table 2 will be calculated to and paid
as a weekly allowance to staff required to work with asbestos.
(i) The parties
agree that staff who are required to work with asbestos will be provided with
the appropriate safety equipment.
(ii) The parties
also agree that staff have the right to refuse to work with asbestos if it is
considered that such work is too hazardous to safely work with.
7.4.4 Plumbers’
Licence Allowance and Plumbers’ Registration Allowance - the allowances will be
paid to staff required to act on such a Licence.
7.4.5 Having regard
to Clause 6.1 of this Award, allowances contained in Part B, Table 2 will be
increased by 4% per annum over 4 years backdated from the first pay period on
or after 1 July 2004.
7.5 Emergency
Call-outs - Where an employee covered by this Award is called out after hours
to respond to an emergency alarm, they shall be paid a minimum of four hours
overtime.
7.6 Staff covered
by this Award are not required to provide their own tools.
7.7 Employees will
be entitled to an additional holiday on a working day nominated by the Director
within the period between Boxing Day and New Year’s Day. This holiday applies in lieu of the Union
Picnic Day entitlement provided by the Crown Employees (Skilled Trades) Award.
7.8 Subject to a
staff member making written authorisation, the Royal Botanic Gardens shall
deduct from the staff member’s pay, subscriptions payable to a nominated
industrial organisation of employees (Union) and shall pay the deducted
subscriptions to such an organisation.
7A. School Based
Apprentices
(a) Definition
A school based apprentice is an employee who is
undertaking an apprenticeship under a training contract while also enrolled in
the Higher School Certificate.
(b) Wages
(i) The hourly
rates for full time apprentices as set out in this Award shall apply to school
based apprentices for total hours worked including time deemed to be spent in
off-the-job training.
(ii) For the
purposes of subclause (b)(i) of this clause, where a school based apprentice is
a full time school student, the time spent in off the job training for which
the school based apprentice is paid is deemed to be 25 per cent of the actual
hours worked on the job each week.
(iii) The wages
paid for training time may be averaged over the school term or year.
(iv) Where this
Award specifies a weekly rate for full time apprentices, the hourly rate shall
be calculated by dividing the applicable weekly rate by 38.
(c) Progression through
the Wage Structure
(i) School based
apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
(ii) The rates of
pay are based on a standard apprenticeship of four years. The rate of
progression reflects the average rate of skill acquisition expected from the
typical combination of work and training for a school based apprentice
undertaking the applicable apprenticeship.
(d) Conversion
from a school based apprentice to a full time apprenticeship
Where an apprentice converts from a school based to a
full-time apprenticeship, all time spent as a full-time apprentice counts for
the purpose of progression through the wage scale set out in this Award. This
progression applies in addition to the progression achieved as a school based
apprentice.
(e) Conditions of
Employment
Except as provided by this clause, school based
apprentices are entitled to pro rata entitlements of all other conditions of
employment contained in this Award.
8. Consultative
Committee
8.1 A Royal
Botanic Gardens Joint Consultative Committee Subcommittee (the Subcommittee)
shall monitor the implementation of this Award and make, during its period of
operation, recommendations to the Director of the Royal Botanic Gardens and
Domain Trust with regard to:
(i) implementation
of the classification levels and progressions between classification levels as
provided in clause 10, Classification Standards.
(ii) any other
matters regarding the implementation of this Award.
8.2 The
Subcommittee shall consist of representatives of management and representatives
of the unions which are party to this Award, the latter chosen at the
discretion of the union members covered by this Award.
8.3 Should the
parties to the Subcommittee fail to reach agreement on any matter the Dispute
Resolution Procedures outlined in Clause 9, Dispute Resolution Procedures, will
be followed.
9. Dispute Resolution
Procedures
9.1 Subject to the
provisions of the Industrial Relations Act 1996, should any dispute
(including a question or difficulty) about an industrial matter arise, then the
following procedures shall apply:-
9.1.1 Should any
dispute or difficulty arise or is considered likely to occur, in a particular
workplace, the matter is discussed between the staff member and the supervisor
involved as soon as is practicable.
9.1.2 The supervisor
will discuss the matter with the staff member(s) and/or the union delegate of
the staff member’s representative within a reasonable time frame with a view to
resolving the dispute, question or difficulty or by negotiating an agreed
method and time frame for processing.
9.1.3 Should the
matter remain unresolved, or should the matter be of a nature which involves
multiple workplaces, then the individual staff member, union delegate and/or
union official or staff member’s representative may raise the matter with the
Curator/Manager with a view to resolving the dispute, question or difficulty or
by negotiating an agreed method and time frame for proceeding.
9.1.4 Where the
procedures in subclause 9.1.3 do not lead to a resolution of the dispute,
question or difficulty, the matter will be referred to senior representatives
of the Royal Botanic Gardens management.
The parties will discuss the dispute, question or difficulty with a view
to resolving the matter or by negotiating an agreed method and time frame for
proceeding.
9.1.5 Should the
above procedures not lead to a resolution then either party may make
application to the Industrial Relations Commission.
9.1.6 Notwithstanding
the intention of the parties to follow the steps in this clause, it is
acknowledged that there may be limited circumstances where the parties may
directly seek the assistance of the Industrial Relations Commission.
10. Classification
Standards
10.1 A position
falling within the scope of this Award shall have assigned to it a
classification level determined in accordance with the classification standards
detailed below.
10.2 Broadbanding
Classifications -
10.2.1 For the purposes
of this Award, Level 5/6 is a broadbanded classification. Progression between
Levels 5 and 6 is by way of a "soft" progression based on the
assessment and appeal processes that are agreed by the parties.
10.2.2 For the purposes
of this Award, Level 7/8 is a broadbanded classification. Progression between
Levels 7 and 8 is by way of a
"soft" progression based on the assessment and appeal processes that
are agreed by the parties.
10.3 The following
classification levels will apply in each Administrative Unit:
10.3.1 Level 5 - The
occupant of a position established at Level 5 of this Award will:
(a) Work under
minimal supervision and therefore be required to exercise independent judgement
at trade level; and
(b) have a
recognised trades certificate or equivalent, or be able to demonstrate
equivalent prior learning and possess the relevant interpretation skills and
other skills and relevant experience required to:
(i) perform trade
level duties; and/or
(ii) provide
visitor assistance; and/or
(iii) supervise
apprentices; and
(iv) communicate
with supervisors and other staff; and/or
10.3.2 Level 6 - The
occupant of a position established at level 6 of this Award will:
(a) Work under
minimal supervision and therefore be required to exercise independent judgement
at an advanced trade level and exercise initiative with regard to matters of
minor complexity; and
(b) Have a
recognised trades certificate, or be able to demonstrate equivalent prior
learning, so that they have the developed communication skills, interpretation
skills and other skills and relevant experience required to:
(i) perform
advances trade level duties; or
(ii) supervise
apprentices; and
(iii) communicate
with supervisors and other staff; and/or
(iv) communicate
semi-technical information to the public.
(c) Fulfil the
requirements for progression to Level 6 based on the assessment and appeals
processes that are to be agreed between the parties.
10.3.3 Level 7 - The
occupant of a position established at Level 7 of this Award will:
(a) Work
independently on assigned specialist work and/or lead a small work team on
assigned work and therefore be required to exercise independent judgement and
to be accountable for work performance; and
(b) Have a
recognised trades certificate, and have the skills and relevant supervisory
experience required to:
(i) manage a
small specialist work area as an individual or as the leader of a small team of
staff (normally less that 6 staff) - supervising and training staff; and
(ii) be
accountable for completion of work to agreed standards; and/or
(iii) solve
technical problems of limited complexity; and
(iv) document and
communicate technical data and information to other staff and/or the public.
10.3.4 Level 8 - The
occupant of a position established at Level 8 of this Award will:
(a) Work
independently on assigned specialist work and/or lead a team on assigned work
and therefore be required to exercise independent judgement and to be
accountable for work performance; and
(b) Have a
recognised trades certificate and have the skills and relevant supervisory
experience required to:
(i) manage a
specialist work area as an individual or as the leader of a team of staff -
supervising and training staff; and
(ii) be
accountable for completion of work to agreed standards; and/or
(iii) solve
technical problems of some complexity; and
(iv) document and
communicate technical data and information to staff and/or the public.
(c) Fulfil the
requirements for progression to Level 8 based on the assessment and appeals
processes that are to be agreed between the parties.
11.
Anti-Discrimination
11.1 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 and
age.
11.2 It follows that
in fulfilling their obligations under the dispute resolution procedures
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
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 that, by its terms or operation, has a direct
discriminatory effect.
11.3 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.
11.4 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 or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
11.5 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.
NOTE -
(i) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(ii) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
12. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
12.1 The entitlement
to salary package in accordance with this clause is available to:
12.1.1 permanent
full-time and part-time employees;
12.1.2 temporary
employees, subject to Departmental convenience; and
12.1.3 casual
employees, subject to the Departmental convenience, and limited to salary
sacrifice to superannuation in accordance with subclause 12.7.
12.2 For the
purposes of this clause:
12.2.1 "salary"
means the salary or rate of pay prescribed for the employee's classification by
clause 6, Wage Rates, Part B of this Award, and any other payment that can be
salary packaged in accordance with Australian taxation law.
12.2.2 "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.
12.3 By mutual
agreement with the Director-General, an employee may elect to package a part or
all of their post compulsory deduction salary in order to obtain:
12.3.1 a benefit or
benefits selected from those approved by the DPE; and
12.3.2 an amount equal
to the difference between the employee’s salary, and the amount specified by
the DPE for the benefit provided to or in respect of the employee in accordance
with such agreement.
12.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
12.5 The agreement
shall be known as a Salary Packaging Agreement.
12.6 Except in
accordance with subclause 12.7, 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 Director-General at the time of signing the Salary Packaging
Agreement.
12.7 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:
12.7.1 paid into the
superannuation fund established under the First State Superannuation Act
1992; or
12.7.2 where the
Department is making compulsory employer superannuation contributions to
another complying superannuation fund, paid into the same complying fund; or
12.7.3 subject to the
Department’s agreement, paid into another complying superannuation fund.
12.8 Where the
employee makes an election to salary sacrifice, the Department shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
12.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
12.9.1 Police
Regulation (Superannuation) Act 1906;
12.9.2 Superannuation
Act 1916;
12.9.3 State
Authorities Superannuation Act 1987; or
12.9.4 State
Authorities Non-contributory Superannuation Act 1987, the Department 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.
12.10 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 12.9 of this clause, the Department 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 may be in excess of
superannuation guarantee requirements after the salary packaging is
implemented.
12.11 Where the
employee makes an election to salary package:
12.11.1 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
12.11.2 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 6, Wage Rates, or Part B
of this Award if the Salary Packaging Agreement had not been entered into.
12.12 The DPE may vary
the range and type of benefits available from time to time following discussion
with the Unions. Such variations shall
apply to any existing or future Salary Packaging Agreement from date of such variation.
12.13 The DPE will
determine from time to time the value of the benefits provided following
discussion with the Unions. 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.
13. No Extra Claims
13.1 This Award
provides for rates of pay increases of 4% per annum over 4 years fully funded
and backdated to 1 July 2004.
13.2 The pay
increases provided by this Award are premised on the basis that there shall be
no new salaries or conditions claims during the term of this Award.
13.3 The no extra
claims commitment does preclude any claims that may arise following the
adoption of a new Equal Remuneration principle by the New South Wales Industrial
Relations Commission.
14. Area Incidence
and Duration
14.1 This Award will
apply to officers and casual employees in classifications covered by
Construction, Forestry, Mining Energy Union and Communications Electrical
Plumbing Union - Plumbers Division NSW, within the Royal Botanic Gardens Trust
Division employed in the Department of Environment and Climate Change.
14.2 This award is
made following a review under section 19 of the Industrial Relation Act
1996 and rescinds and replaces the Crown Employees (Royal Botanic Gardens,
Building and Mechanical Trades Staff) Award 2000-2001 published 12 April 2001
(323 I.G. 960), and all variations thereof.
14.3 The changes
made to the award pursuant to the Award Review pursuant to section 19(6) of the
Industrial Relations Act 1996 and Principle 26 of the Principles for
Review of Awards made by the Industrial Relations Commission of New South Wales
on 28 April 1999 (310 I.G. 359) take effect on and from 6 November 2007.
14.4 The award shall
take effect on and from 1 July 2004 and shall remain in force thereafter until
30 June 2008, unless varied or terminated earlier in accordance with the
provisions of the Industrial Relations Act 1996.
15. Savings and
Rights
15.1 At the time of
making this Award, no person covered by this Award will suffer a reduction in
his or her rate of pay or any loss of or diminution in his or her conditions of
employment as a consequence of the making of this Award.
15.2 Should there be
a variation to the Crown Employees (Skilled Trades) Award or the Crown
Employees (Parks and Gardens Horticulture and Rangers Staff) Award or any award
replacing those awards, the staff covered by this Award will maintain the same
rates of pay relationship to the classifications covered by the Crown Employees
(Skilled Trades) Award or the Crown Employees (Parks and Gardens Horticulture
and Rangers Staff) Award either by an application for variation, or by the
making of a new Award.
PART B
RATES AND
ALLOWANCES
Table 1 - Rates of
Pay
Classification
|
Rates of Pay
Effective First Pay Period on or After
|
|
4 July 2003
|
1 July 2004
|
1 July 2005
|
1 July 2006
|
1 July 2007
|
|
per annum
|
per annum
|
per annum
|
per annum
|
per annum
|
|
$
|
$
|
$
|
$
|
$
|
Apprentice Year 1 38 hpw
|
17,681.40
|
18,388.66
|
19,124.20
|
19,889.17
|
20,684.74
|
Apprentice Year 2 38 hpw
|
23,575.20
|
24,518.21
|
25,498.94
|
26,518.89
|
27,579.65
|
Apprentice Year 3 38 hpw
|
29,469.00
|
30,647.76
|
31,873.67
|
33,148.62
|
34,474.56
|
Apprentice Year 4 38 hpw
|
33,398.20
|
34,734.13
|
36,123.49
|
37,568.43
|
39,071.17
|
Trades Level 5/6 Yr1 38 hpw
|
39,292
|
40,864
|
42,498
|
44,198
|
45,966
|
Trades Level 5/6 Yr2 38 hpw
|
40,344
|
41,958
|
43,636
|
45,382
|
47,197
|
Trades Level 5/6 Yr3 38 hpw
|
41,474
|
43,133
|
44,858
|
46,653
|
48,519
|
Trades Level 5/6 Yr4 38 hpw
|
42,623
|
44,328
|
46,101
|
47,945
|
49,863
|
Trades Level 7 Yr1 38 hpw
|
|
|
47,410
|
49,306
|
51,278
|
Trades Level 7 Yr2 38 hpw
|
|
|
48,826
|
50,779
|
52,810
|
Trades Level 7/8 Yr1 38 hpw
|
43,833
|
45,586
|
47,410
|
49,306
|
51,278
|
Trades Level 7/8 Yr2 38 hpw
|
45,142
|
46,948
|
48,826
|
50,779
|
52,810
|
Trades Level 7/8 Yr3 38 hpw
|
46,570
|
|
50,370
|
52,385
|
54,480
|
Trades Level 7/8 Yr4 38 hpw
|
48,468
|
50,407
|
52,423
|
54,520
|
56,701
|
Table 2 -
Allowances
|
Allowance effective
first pay period on or after
|
Clause No. and
Brief
|
4 July 2003
|
1 July 2004
|
1 July 2005
|
1 July 2006
|
Description
|
Amount
|
Amount
|
Amount
|
Amount
|
|
$
|
$
|
$
|
$
|
7.3.1 Chokage
|
$0.78 per hour
|
$0.82 per hour
|
$0.85 per hour
|
$0.88 per hour
|
7.3.2 Asbestos
|
$1.71 per hour
|
$1.78 per hour
|
$1.85 per hour
|
$1.92 per hour
|
7.3.3 Plumbers
Licence
|
$1.10 per hour
|
$1.14 per hour
|
$1.19 per hour
|
$1.24 per hour
|
7.3.4 Plumbers Registration
|
$0.63 per hour
|
$0.66 per hour
|
$0.69 per hour
|
$0.72 per hour
|
D.W.
RITCHIE, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.