Crown
Employees (Roads and Traffic Authority of New South Wales - Toll Plaza
Officers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1693 of 2007)
Before Commissioner
Ritchie
|
3 March 2008
|
REVIEWED
AWARD
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Hours of
Duty
4. Shift
Allowances
5. Overtime
6. Broken
Shifts
7. Saturdays,
Sundays and Public Holidays
8. Leave
Generally
9. Annual
Recreation Leave
10. Sick Leave
11. Travelling
Allowance
12. Protective
Clothing
13. Mixed
Functions
14. Grievance
Resolution
15. Dispute
Settlement
16. Anti-Discrimination
17. Deduction
of Union Membership Fees
18. Area,
Incidence and Duration
Table A - Rates -
Allowances
Appendix A -
Grievance Resolution Policy
2. Definitions
RTA or Authority: Roads and Traffic Authority Division of
the Government Service of New South Wales established under Chapter 1A of the Public
Sector Employment and Management Act 2002 (NSW).
PSA or Association:
Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales.
Employee: A person employed by the RTA at the Sydney Harbour
Bridge as a Toll Plaza Officer on a weekly, casual, part-time or limited
duration basis.
Casual Employee: An employee who is employed for either the
ordinary hours of duty prescribed in clause 3, Hours of Duty of this Award, or
part thereof, on an intermittent basis as agreed from time to time between the
RTA and the PSA.
In addition to the approved hourly rate of pay, a 15%
loading will be paid to compensate for Sick Leave, Public Holidays not worked,
Family and Community Service Leave and the casual nature of the work. Annual Leave
will be covered by a further payment of 4/52 of the approved hourly rate of pay
inclusive of the 15% loading.
Part-Time Employee:
An employee who is employed for a constant number of hours each week
which are less than the ordinary hours of duty prescribed in clause 3, Hours of
Duty of this Award. Leave will accrue on a pro-rata basis.
Limited Duration Employee:
An employee employed during that period when a weekly employee or a
part-time employee is absent on approved leave for periods in excess of 13
weeks but not exceeding six months.
3. Hours of Duty
(i) The ordinary
working hours shall not exceed eighty per fortnight. Such hours may be worked in not more than ten shifts in each
fortnight; provided that not more than six consecutive shifts shall be worked
in eight consecutive days. A shift may be worked on any day of the week,
including Sunday, during any period of twenty-four hours.
(ii) To suit
traffic requirements or in cases of emergency only, broken shifts may be worked
but in no case shall any portion of a broken shift be for less than three hours
on any day, Monday to Friday, inclusive. Employees shall not be required to
work broken shifts on any Saturday, Sunday or public holiday.
(iii) The shifts
shall be arranged by roster, which shall be posted in such a position that the
employees will be able to keep themselves informed of the shifts to be worked
at least one week ahead.
(iv) The roster
shall, as far as practicable, be arranged to give each of the employees, except
employees working broken shifts, an equal number of Saturdays and Sundays off
duty.
(v) The roster
shall, as far as practicable, be arranged to give each of the employees two
consecutive days off.
(vi) Except in
cases of emergency or on broken shifts, no employee shall be compelled to work
more than five hours without a break by agreement with the PSA.
(vii) The roster
shall be so arranged that at least eight consecutive hours separate the
ordinary shifts to be worked by any employee.
(viii) The method of
working shifts may, in any case, be varied by agreement between the RTA and the
PSA and in any case of general variation where agreement cannot be reached
seven days notice of the alteration shall be given by the RTA to the PSA.
(ix) Except in
cases of emergency, an employee shall not be required to work longer than two
hours in any period without a crib break of twenty minutes which shall include
time spent proceeding from the toll barrier to the paying-in point and return,
but excluding time spent paying-in.
4. Shift Allowances
(i) All time
worked on the afternoon shift shall be paid a shift loading of 12 ½ per cent of
the ordinary rate of pay.
(ii) All time
worked on the night shift, shall be paid a shift loading of 15 per cent of the
ordinary rate of pay.
(iii) Definitions:
"Afternoon Shift" shall be those shifts
commencing at or after 1 pm and before 4 pm, Monday to Friday.
"Night Shift" shall be those shifts
commencing at or after 4 pm and before 4 am, Monday to Friday.
5. Overtime
(i) All time
worked in excess of ordinary shift hours as prescribed in clause 3, Hours of
Duty, of this award, in any consecutive twenty-four hours or in excess of
eighty hours per fortnight shall be deemed overtime except where such excess is
worked:
(a) by arrangement
between the employees themselves;
(b) for the
purpose of effecting rotation of shifts.
(ii) The following
rates for overtime shall be paid:
(a) time and a
half for the first two hours and double time thereafter for all time worked in
excess of ordinary shift hours;
(b) double time
for all time worked on Sundays; and
(c) double time
and one half for all time worked on public holidays.
(iii) An employee
recalled from his home to work shall be paid for a minimum of four hours work
at overtime rates for each such call.
(iv) Employees who
are required to work overtime in excess of two hours after their usual ceasing
time shall be provided with any meal necessary or be paid the meal allowance
set at Item 1 of Table A, Rates - Allowances.
(v) After each
period of overtime an employee shall be entitled to a rest break, of at least
eight consecutive hours off duty before the commencement of their next ordinary
shift without loss of wages for ordinary working time occurring during such
eight consecutive hours. If employees are recalled to duty during their rest
break shall be paid at the rate of double time until released from duty and
shall then be entitled to a further rest break of at least eight consecutive
hours without loss of wages for ordinary working time occurring during such
rest break.
(vi) Employees
engaged as part-time employees shall be paid overtime at the rates prescribed
in subclause (ii), of this clause, for all time worked in excess of eight hours
on each shift.
(vii) The Authority
may require an employee to work reasonable overtime at overtime rates. An
employee may refuse to work overtime in circumstances where the working of
overtime would result in the employee working hours which are unreasonable. For
the purposes of this paragraph what is unreasonable or otherwise will be
determined having regard to:
(a) any risk to
the employee’s health and safety
(b) the employee’s
personal circumstances including any family and carer responsibilities
(c) the needs of
the workplace or enterprise;
(d) the notice (if
any) given by the Authority regarding the working of the additional hours, and
by the employee of their intention to refuse the working of additional hours;
or
(e) any other
relevant matter.
6. Broken Shifts
Where the total spread of hours on a broken shift exceeds
ten hours from the time first signed on for duty, on any day or shift, any time
worked in excess of such ten hours shall be paid in accordance with clause 5,
Overtime.
7. Saturdays, Sundays
and Public Holidays
(i) All ordinary
time worked on Saturdays shall be paid at the rate of time and one-half.
(ii) All ordinary
time worked on Sundays shall be paid at the rate of double time.
(iii) All ordinary
time worked on public holidays shall be paid at the rate of double time and one
half.
(iv) One day shall
be added to the annual leave period of any weekly employee rostered off duty on
a day which is a public holiday prescribed by subclause (v) of this clause.
(v) The following
days shall be holidays for the purpose of this award: New Year’s Day, Australia
Day, Good Friday, Easter Monday, Anzac Day, Queen’s Birthday, Labour Day,
Christmas Day, Boxing Day and any day proclaimed in the New South Wales
Government Gazette as a public holiday for the State.
8. Leave Generally
Unless otherwise specified in this Award, leave conditions
for staff covered by this Award will be as contained in the Crown Employees
(Roads and Traffic Authority of New South Wales - Salaried Staff) Award.
9. Annual Recreation
Leave
(i) Weekly
Employees:
(a) Annual leave
of absence for recreation shall accrue, month by month, at the rate of 25
working days per annum.
(b) One day shall
be added to the annual leave period of an employee in respect of any public
holiday prescribed by this award which falls within the period of annual leave
to which they are entitled under this award.
(c) An employee
shall be entitled to be paid in advance for wages which have accrued in respect
of the period for which recreation leave has been approved.
(d) In the case of
an employee leaving the service of the RTA, for any reason, the monetary value
of accrued recreation leave shall be paid not later than the last day of
service.
(e) Subject to
paragraph (g) of this subclause, the RTA may direct an employee to take, at such
time as is convenient to the RTA, recreation leave for which they are eligible;
provided that at least four weeks’ notice of the date on which such leave is to
commence is given; provided also that the period between one period of annual
leave and the next taken by an employee shall not exceed 18 months. So far as
is practicable, the wishes of the employee concerned shall be taken into
consideration when fixing the time for the taking of such leave.
(f) Annual leave
loading shall be paid in accordance with the Crown Employees (Roads and Traffic
Authority of New South Wales - Salaried Staff) Award.
(g) Other forms of
leave and carer’s responsibilities
An employee may elect, with the RTA’s agreement, to
take annual leave at any time within a period of 24 months from the date at
which it falls due, for the purpose of satisfying their carer’s
responsibilities.
(ii) Part-time
Employees: A part-time employee shall be paid an annual leave at the rate of
four (4) weeks per annum on the basis of a payment of 4/52 of the ordinary time
worked.
10. Sick Leave
(i) An employee
shall be entitled to sick leave with full pay not exceeding ten shifts in any
one year: Provided that any employee absent on account of sickness shall, if
called upon by the RTA to do so, submit a certificate from a duly registered
medical practitioner or other evidence satisfactory to the RTA of the
employee’s sickness.
(ii) Any sick
leave not taken may accumulate and be available as required in subsequent years
of service.
(iii) The provision
of this clause shall not apply to a casual employee nor to a part-time
employee.
11. Travelling
Allowance
(i) Where an
employee finishes a shift at a time when normal public transport has ceased
running all fares actually incurred by the employee in travelling to their
place of residence shall be paid within a reasonable time of the presentation
of the employee’s claim.
(ii) Employees
required to work broken shifts shall be paid one return fare in travelling to
their home and return.
12. Protective
Clothing
(i) Uniforms and
protective clothing shall be issued to such employees and on such a scale as is
reasonably required.
(ii) Employees
required to wear a uniform shall be responsible for maintaining such uniforms
in a clean and pressed condition and shall be paid an allowance at the amount
per week, set at Item 2 of Table A, Rates - Allowances, for care and cleaning
of uniform clothing.
13. Mixed Functions
An employee engaged for more than two hours during one day
on duties carrying a higher rate of pay shall be paid the higher rate for such
day; if so engaged for two hours or less during one day the employee shall be
paid the higher rate for the time so worked.
14. Grievance
Resolution
(i) A grievance
is defined as a personal complaint or difficulty. A grievance may:
relate to a perceived denial of an entitlement
relate to a perceived lack of training opportunities
involve a suspected discrimination or harassment.
(ii) The RTA has a
Grievance Resolution Policy and a Grievance Resolution Procedure which should
be observed when grievances arise.
(iii) The RTA’s
policy is detailed in Appendix A.
(iv) While the
policy and procedure are being followed, normal work will continue.
15. Dispute
Settlement
(i) A dispute is
defined as a complaint or difficulty which affects more than one employee. A
dispute may relate to a change in the working conditions of employees that is
perceived to have negative implications for that group.
(ii) It is
essential that management and the PSA consult on all issues of mutual interest
and concern, not only those issues that are considered likely to result in a
dispute.
(iii) Failure to
consult on all issues of mutual interest and concern to management and the PSA
is contrary to the intention of these procedures.
(a) If a dispute
arises in a particular work location which cannot be resolved between employees
or their representative and the supervising staff, the dispute must be referred
to the RTA's Manager of the Employee Relations Section or another nominated
officer who will then arrange for the
issue to be discussed with the PSA.
(b) If the issue
cannot be resolved at this level, the issue must be referred to senior
management.
(c) If the issue
cannot be resolved at this level, the issue may be referred to the Industrial
Relations Commission of NSW
(d) While these
procedures are continuing, no work stoppage or any other form of work
limitation shall occur.
(e) The PSA
reserves the right to vary this procedure where a safety factor is involved.
16. Anti-Discrimination
(i) 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.
(ii) 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 the effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provisions of the award, which by its terms or operation, has a direct
or indirect discriminatory effect.
(iii) 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.
(iv) Nothing in
this clause is to be taken to effect:
(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.
(v) 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.
NOTES
(1) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(2) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects. any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
17. Deduction of
Union Membership Fees
(i) The
Association shall provide the Authority with a schedule setting out Association
membership fees payable by members of the Association in accordance with the
Association’s rules.
(ii) The
Association shall advise the Authority of any change to the amount of
membership fees made under its rules. Any variation to the schedule of
Association membership fees payable shall be provided to the Authority at least
one month in advance of the variation taking effect.
(iii) Subject to
subclauses (i) and (ii) of this clause, the Authority shall deduct Association
membership fees from the salary of any employee who is a member of the
Association in accordance with the Association’s rules, provided that the
employee has authorized the Authority to make such deductions.
(iv) Monies so
deducted from employees’ salary shall be forwarded regularly to the Association
together with all necessary information to enable the Association to reconcile
and credit subscriptions to employees’ Association membership accounts.
(v) Unless other
arrangements are agreed to by the Authority and the Association, all
Association membership fees shall be deducted each pay period from the
employees’ salary and forwarded to the Association each pay period.
(vi) Where an
employee has already authorized the deduction of Association membership fees
from his or her pay prior to this clause taking effect, nothing in this clause
shall be read as requiring the employee to make a fresh authorization in order
for such deductions to continue.
18. Area, Incidence
and Duration
(i) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Roads and Traffic Authority
of New South Wales Toll Plaza Officers) Award published 17 December 2004 (347 I.G. 827) and all
variations thereof.
(ii) 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 IG 359) take effect on and from 3 March 2008.
(iii) The award
remains in force until varied or rescinded, the period for which it was made
having already expired.
Table A - Rates -
Allowances
Item
|
Clause
|
Description
|
Amount
|
|
|
|
$
|
1
|
5(iv)
|
Meal Allowance on Overtime
|
22.60
|
2
|
12 (ii)
|
Care/cleaning of uniform clothing
|
0.2105/hr
|
Appendix a
GRIEVANCE
RESOLUTION POLICY
Policy Number: PN 026
(Human Resources Manual)
RTA Corporate Policy
GRIEVANCE
RESOLUTION POLICY
Purpose and intended outcomes
To make RTA staff aware of what constitutes a grievance and
the responsibilities of all staff in preventing and managing such matters so
that:
staff work in a collaborative and cooperative way;
workplace grievances are resolved in a timely manner;
and
the RTA maintains a safe and healthy work environment.
Note: This policy
must be read in conjunction with the Grievance Resolution Procedure PN 026P.
Policy
To support the Code of Conduct and Ethics all RTA staff are
to:
treat others in a professional, courteous, respectful
and fair way;
communicate with each other and management in an open
and honest manner;
raise their workplace grievances at an early stage and
aim to resolve them at the local level;
actively participate in the resolution of workplace
grievances;
treat grievance matters in a private, confidential, and
timely manner;
respect the right of others to raise grievances; and
not victimise or disadvantage any parties to a
grievance.
Coverage
This policy covers:
permanent staff;
temporary staff;
casual staff; and
skill hire and professional services contractors.
Scope
This policy may be used by:
staff to address workplace grievances with other staff;
and
managers to resolve workplace grievances between staff.
This policy does not cover:
OHS and workers compensation matters;
poor performance issues;
harassment, discrimination or workplace bullying
matters;
fraud and corruption, maladministration or serious and
substantial waste of resources; or
matters that require disciplinary action.
If a grievance is investigated and it is found that the
matter is related to work performance or disciplinary issues, the grievance
process is to terminate immediately.
The RTA has other processes for managing these issues eg. Management of
Unsatisfactory Performance and Conduct Policy, Harassment, Discrimination and
Workplace Bullying Policy, Corruption and Maladministration Prevention Policy
and the Discipline Policy.
Definitions and Key Terms
Grievance
A grievance is a personal concern/problem about work or the
work environment that the staff member seeks hearing or resolution of, and may
be the result of a perceived or actual concern regarding:
allocation of work or development opportunities;
workplace communication difficulties, or interpersonal
dispute; and
changes in work processes/practices.
Detailed information on how to raise and resolve grievances
are contained in the Grievance Resolution Procedure.
Grievant
The staff member who raises a concern is referred to as the
Grievant. For each grievance there may
be one or more Grievants.
Respondent
The staff member who is claimed to be the cause of the
grievance is referred to as the Respondent.
There may be more than one Respondent in a grievance matter.
Grievance Network Coordinator (GNC)
The GNC, Human Resources Branch administers the support
system for Grievance Contact Officers (GCOs). The GNC is responsible for
co-ordinating the recruitment, selection and training of GCOs and arranging
mediations. The General Manager, Human
Resources will approve GCO selections.
Applicants will require their manager’s approval to be
released to undertake GCO duties.
Grievance Contact Officer (GCO)
The GCO is recruited and supervised in GCO role by the GNC,
HR Branch. Their role is to assist both
the grievant and respondent generate options to resolve their grievance, direct
the grievant or respondent to appropriate RTA policies and procedures or other
available services i.e. Employee Assistance Scheme (EAP), the OHS Hotline or
the Ethics Hotline.
The GCO will not:
take sides;
make judgements; or
act as an advocate or spokesperson for the Grievant of
Respondent.
A list of GCOs is available on the RTA Phone Guide and in
every issue of Human Resources Notices.
Background
Interpreters
Where a staff member has difficulty in communicating
effectively in English, an interpreter may be used. Only accredited interpreters are to be used in order to minimise
risks to privacy and error. The HR
Branch, on advice from the GCO or the Grievant’s manager, will make the
necessary arrangements to engage an interpreter. The business unit where the grievance has transpired will be
responsible for any associated cost.
Confidentiality
All forms of information about a grievance are to be
restricted to those individuals who need to know the information in order to
resolve the grievance. Access to
Grievance Files is highly restricted.
Access provisions can be located in Attachment B of Corporate Policy
Statement No.26, "Employees’ Personal Records Policy."
Documentation
When managers are dealing with a grievance locally they are
to take brief, factual diary/file notes that avoid personal opinions. These notes are to be retained by the
manager for one year.
Where a manager has attempted to resolve a grievance unsuccessfully
and the matter is escalated to the General Manager, detailed documentation is
required.
Records include:
names of parties to the grievance;
grievance details;
sufficient information to establish that a satisfactory
process took place;
the outcome and reasons for the decision; and
any recommendation for action.
This documentation is to be retained by local management for
one year.
If the grievance matter is referred for mediation through
the GNC, a Grievance File will be created. Grievance files are to be retained
for five years after settlement of the grievance. Grievance records are to be kept confidential and on a separate
Grievance File, not on Personal or other RTA files. The RTA Document Management Section, Auburn, creates Grievance
Files.
If the grievance is referred to an external body for
settlement, the GNC must be notified and will create a Grievance File, which
must be kept for 5 years.
If the grievance sets a precedent and results in significant
change to RTA corporate procedure the file must be kept for ten years. In such a case the General Manager, Human
Resources must be contacted.
Vexatious Claims
A vexatious claim is a grievance reported without sufficient
grounds for action. Vexatious claims
include but are not limited to those that are:
malicious;
raised to annoy or harass the respondent;
lacking in substance; and/or
frivolous.
Where a complaint is found to be vexatious, malicious or
substantially frivolous and reported only to annoy or harass the Respondent,
the staff member reporting the original grievance may be dealt with under the
provisions of the RTA’s Harassment, Discrimination and Workplace Bullying
Policy or Discipline Policy.
Protection
Any staff member who is involved in a grievance in accordance
with the RTA grievance procedures, or is required to prepare a report
concerning another member of staff in relation to a grievance, is protected
against any action for defamation provided they:
do not intentionally make a vexatious, malicious or
substantially frivolous complaint;
raise the grievance in accordance with these
established procedures and confidentiality is maintained; and
do not publish or make information available to persons
who have no legitimate interest in receiving it.
Mediation
Mediation provides the opportunity for a trained,
independent person to assist in the resolution of the grievance. The mediation may result in the parties
agreeing to and signing an agreement or understanding. The General Manager and/or Branch Manager must
approve the engagement of an external mediator. Mediators are to be engaged through the GNC, HR Branch who
manages the RTA Mediator Panel.
Appeal Right
Any Grievant who is dissatisfied with his or her treatment
in terms of the Grievance Resolution Policy procedures may appeal to the
Director or Chief Executive Officer for a re-examination of the matter. This appeal right does not in any way
diminish a Grievant’s right to seek the assistance or support of his or her
union or staff association in the matter.
Appeals must be lodged within 21 days from the date that the parties
involved in the grievance are advised of the outcome.
Employee Assistance Program
The Employee Assistance Program (EAP) is available to assist
all staff and their families. The
service offers short term face-to-face or telephone professional advice and
counselling to help cope with personal, family and work related issues.
Responsibilities
Title
|
Responsibilities
|
|
|
Staff
|
Ensure their behaviour is aligned with the RTA Code of
Conduct and Ethics
|
|
|
|
Report inappropriate behaviour in the workplace when
witness to it, or when it
|
|
is brought to their attention.
|
|
|
|
Participate in grievance resolution and maintain
confidentiality in the process as
|
|
and when required.
|
|
|
|
Not participate in the harassment or victimisation of any
party involved in a
|
|
grievance.
|
|
|
|
Not lodge vexatious, frivolous or malicious grievances.
|
Managers
|
Promote, explain and model the standards of behaviour
expected of staff
|
|
members as set out in the RTA Code of Conduct and Ethics.
|
|
|
|
Be familiar with and actively promote and support the RTA
Grievance
|
|
Resolution Policy, procedures and strategies.
|
|
|
|
Monitor the workplace for early identification and
resolution of grievances.
|
|
|
|
Chair grievance related meetings and make grievance
related decisions based
|
|
on fact.
|
|
|
|
Ensure confidentiality in the process except where there
is a serious breach of
|
|
an RTA policy or where there are grounds to believe there
may be harm or injury to
|
|
person or property in which case the matter must be
referred to an appropriate
|
|
person.
|
|
|
|
Make appropriate arrangements to release a selected GCO to
carry out his/her
|
|
GCO duties.
|
|
|
Grievance Contact
|
Advise their manager of the time involved in dealing with
a grievance and make
|
Officers
|
reasonable arrangements to carry out their normal duties.
|
|
|
|
Assist the Grievant or Respondent to identify the options
available to address
|
|
the grievance.
|
|
|
|
Direct the Grievant or Respondent to appropriate RTA
policies, procedures or
|
|
services (e.g. Ethics Hotline or EAP)
|
|
|
|
Refer the Grievant to an appropriate staff member
responsible for handling
|
|
grievances.
|
|
|
|
Complete a Grievance Resolution Report for each grievance
received and
|
|
forward to the GNC, HR Branch.
|
|
|
|
Notify GNC of any changes to their contact details and
work location.
|
|
|
Grievance Network
|
Recruit, select, train and supervise GCOs in their role as
a GCO.
|
Coordinator
|
|
|
Coordinate the grievance resolution network and case
management
|
|
system.
|
|
|
|
Ensure that the practices and processes applied and
decisions proposed in
|
|
individual workplace grievance cases are equitable and
conform to RTA policy,
|
|
legislation and industrial instruments.
|
|
|
|
Provide grievance resolution advice to line management.
|
|
|
|
Manage and report on administrative and contract matters
associated with
|
|
grievance resolution.
|
|
|
|
Facilitate Grievance Resolution workshops to ensure that
grievance
|
|
resolution is communicated and understood.
|
|
|
|
Manage and coordinate the RTA panel of mediators.
|
Evaluation
This policy will be evaluated as appropriate, taking
into account changes to New South Wales and Commonwealth legislation,
identification of changing trends, and feedback provided to Human Resources
Branch on its effectiveness.
Breaches
The RTA may take disciplinary action (including the
termination of services) against any staff member who breaches this policy and
the RTA Code of Conduct and Ethics.
Quality Records
2M4203
Additional Information
Legislation
Anti-Discrimination Act 1977 (NSW)
Occupational Health and Safety Act 2000 (NSW)
Industrial Relations Act 1996 (NSW)
Privacy and Personal Information Protection Act
1998 (NSW)
Reference documents
Human Resources Manual, Grievance Resolution Procedure
Human Resources Manual, Code of Conduct and Ethics
Human Resources Manual, Harassment, Discrimination and
Workplace Bullying Policy
Human Resources Manual, Employee Assistance Program
Policy
Human Resources Manual, Corrupt Conduct and Maladministration
Prevention Policy
Corporate Policy Statement 26, Employees’ Personal
Records Policy
Contact details:
Grievance Contact Officer - Procedural advice
Human Resource Adviser - Policy enquiries
Grievance Network Coordinator, Human Resources Branch
Effective date: September 2006.
Review date: No later than September 2009.
Policy replaces: This policy replaces the RTA Grievance
Resolution Policy version 2.1 issued on 25 February 2005.
D.W.
RITCHIE, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.