Crown
Employees (Parks and Gardens - Horticulture and Rangers Staff) Consent Award
2007
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1709 of 2007)
Before Commissioner
Ritchie
|
8 April 2008
|
REVIEWED
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Title
2. Definitions
3. Classification
Standards
4. Progression
5. Appeals
Mechanism
6. Salaries
7. Hours of
Work
8. Conditions
of Employment
9. Grievance
and Dispute Settling Procedures
10. Deduction
of Union Membership Fees
11. Consultative
Committee
12. Anti-Discrimination
13 Area,
Incidence and Duration
PART B
Monetary Rates
Table A - Salaries
1. Title
This award shall be known as the Crown Employees (Parks and
Gardens - Horticulture and Rangers Staff) Award 2007.
2. Definitions
Administrative Unit means the group of staff comprising
(wholly or in part) or attached to a body, organisation or group specified in
Column 1 of Schedule 1 of the Public Sector Employment and Management Act
2002. The units covered in this award are the Royal Botanic Gardens and Domain
Trust, the Centennial Park and Moore Park Trust, the Sydney Olympic Park
Authority and the Parramatta Park Trust.
Association means the Public Service Association and
Professional Officers' Association Amalgamated Union of New South Wales.
Broadbanded Position means a position whose grading, skills
and range of duties extend beyond those defined for a single level and will occur
in Levels 2 to 15 as determined by the Director.
Director means the Executive Director of the Royal Botanic
Gardens and Domain Trust, the Director and Chief Executive of the Centennial
Park and Moore Park Trust, the Director Parramatta Park Trust and the Chief
Executive Officer of the Sydney Olympic Park Authority.
Employee means and includes all persons permanently or
temporarily employed under the provisions of the Public Sector Employment
and Management Act 2002 as varied, or other appropriate Acts. As at the operative date of this award is a
person or persons who 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.
DPE means Director of Public Employment, as established
under the Public Sector Employment and Management Act 2002.
Skills means the appropriate qualifications, relevant
experience, demonstrated ability and completion of the training modules
appropriate to each level or equivalent, as determined by the Director.
3. Classification
Standards
3.1 For the
purposes of this clause:
Staff means and includes employees as defined in clause
2 and special job creation and training program personnel.
Supervision means, in addition to normal supervisory
responsibilities, the assessment, evaluation and training of staff and
volunteers.
3.2 A position
falling within the scope of this award shall have assigned to it a
classification level determined in accordance with:
(a) the
classification standards detailed below; and
(b) where such a
system has been implemented, the accredited job evaluation system implemented
in the Administrative Unit.
3.3 The following
classification levels will apply in each Administrative Unit:
Level 1 - Positions established at this level are to be
used to accommodate staff employed for limited periods of time on special
training programs. The occupant of a position established at Level 1 of this
award will:
(a) work under
close direct supervision and therefore will not be required to use individual
judgement in following direction; and
(b) have, as a
minimum, basic communication skills and the ability required to:
(i) perform basic
tasks (such as digging and weeding) using basic hand tools or equipment (such
as spades and picks) for which either no previous training or experience is
required or for which no detailed on-the-job training will be required; and
(ii) communicate
with supervisors and peers;
(c) be prepared to
undertake the introductory technical and non-technical training modules.
Level 2 - The occupant of a position established at
Level 2 of this award will:
(a) work under
general supervision and therefore will not be required to exercise individual
judgement in following direction; and
(b) have completed
the TAFE Horticultural Skills 1 technical and the introductory non-technical
training modules, or be able to demonstrate equivalent prior learning, so that
they have the basic communication skills and other skills and relevant
experience required to:
(i) perform basic
work processes (such as mowing, planting, trenching) using equipment requiring
basic training (such as brush cutters, cement mixers, power tools); and
(ii) communicate
with supervisors and other staff; and/or
(iii) communicate
non-technical information to the public.
Level 3 - The occupant of a position established at
Level 3 of this award will:
(a) work under
minimal supervision and therefore be required to exercise limited individual
judgement in following instructions; and
(b) have completed
the TAFE Horticultural Skills 2 technical training modules and fundamental
non-technical training modules, or be able to demonstrate equivalent prior
learning and possess, if required, a current Class 1A driver's licence, so that
they have the basic communication skills and other skills and relevant
experience required to:
(i) perform work
processes of limited complexity (such as framework, concrete finishing,
bitumening, soil mixing, potting) using equipment of limited complexity (such
as chainsaws, soil mixing and pasteurising equipment, tractors, vehicles up to
two tonnes, ride-on mowers, street sweepers) requiring detailed training but
not requiring special licences; and
(ii) communicate
with supervisors and other staff; and/or
(iii) communicate
non-technical information to the public.
Level 4 - The occupant of a position established at
Level 4 of this award will:
(a) work under
minimal supervision and therefore be required to exercise independent judgement
at a semi-trade level or in routine security or law enforcement procedures; and
(b) have completed
the TAFE Horticultural Skills 3 technical and fundamental non-technical
training modules, or be able to demonstrate equivalent prior learning, and
possess the special licences and basic communication skills and other skills
and relevant experience required to:
(i) perform work
processes at semi-trade level (such as construction, stone work, pesticide
spraying, garden bed preparation); and/or
(ii) operate
complex equipment requiring special licences or certificates (such as trucks
over two tonnes, front-end loaders); and/or
(iii) perform
routine security or law enforcement procedures (such as locking and unlocking
of buildings, general ground patrol, cash escort); and
(iv) communicate
with supervisors and other staff and to pass on instructions to apprentices
and/or to communicate non-technical information to the public.
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, or have the ability to undertake management of a stores area,
or in routine security or law enforcement procedures; and
(b) have a
recognised horticultural trades certificate or equivalent and have completed
the transitional non-technical training modules, or be able to demonstrate
equivalent prior learning and possess the relevant licences, or have
demonstrated experience in stock control, purchasing procedures and management
of government stores, so that they have the developed communication and
interpretation skills and other skills and relevant experience required to:
(i) perform trade
level horticultural duties; and/or
(ii) maintain
security or law enforcement in low risk areas; and/or
(iii) manage a
store of a park or garden; and/or
(iv) perform visitor
service duties; and/or
(v) supervise
apprentices;
(vi) communicate
with supervisors and other staff; and/or
(vii) communicate
semi-technical information to the public.
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 or stores management level and exercise initiative with
regard to matters of minor complexity; and
(b) have a
recognised horticultural trades certificate or equivalent and have completed
the transitional non-technical training modules, 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
advanced trade level horticultural duties (such as development of botanical
collections including detailed plant recording and documentation, field
collection); or
(ii) maintain
security or law enforcement in high risk areas; and/or
(iii) manage a
store of a park or garden; and/or
(iv) supervise
apprentices and/or other staff; and
(v) communicate
with supervisors and other staff; and/or
(vi) communicate semi-technical
information to the public.
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 horticultural trades certificate and have completed the intermediate
non-technical training modules, or be able to demonstrate equivalent prior
learning, so that they have the skills and relevant supervisory experience
required to:
(i) manage a
small specialist plant collection or work area (specialising in fields such as
security or law enforcement procedures, interpretation, or recreation planning,
management of a store of a large park or garden) as an individual or as the
team leader of a small team of staff (normally less than 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.
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 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 horticultural trades certificate and have completed the intermediate
non-technical training modules, or be able to demonstrate equivalent prior
learning, or have demonstrated experience in running a store of a large park or
garden, so that they have the skills and relevant supervisory experience
required to:
(i) manage a specialist
garden or work area (specialising in fields such as security or law
enforcement, interpretation, or recreation planning, manage a store in a large
park or garden) as an individual or as the leader of a team of staff (normally
more than 5 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.
Level 9 - The occupant of a position established at
Level 9 of this award will:
(a) work
independently on assigned specialist work programs or projects or manage a
small number (normally up to four) of work teams; and
(b) exercise
independent judgement in areas of management and/or technical expertise; and
(c) have a
recognised horticultural trades certificate (or a recognised qualification such
as interpretation or recreation planning or security) and have completed the
advanced non-technical training modules, or be able to demonstrate equivalent
prior learning, so that they have the high level of technical and/or
organisational and project co-ordination and well developed supervisory skills
and relevant experience required to:
(i) manage works
programs or projects; and
(ii) supervise
staff; and
(iii) be
accountable for completion of work to agreed standards, time frames and
budgets; and
(iv) provide advice
on technical matters and/or communicate technical information to the public.
Level 10 - The occupant of a position established at
Level 10 of this award will:
(a) work
independently on assigned specialist work programs or projects or manage
several (normally up to five or more) work teams; and
(b) exercise
independent judgement in areas of management and/or technical expertise; and
(c) have a
recognised horticultural trades certificate or equivalent (or a recognised
qualification such as interpretation or recreation planning or security) and
have completed the advanced non-technical training modules, or be able to
demonstrate equivalent prior learning, so that they have the high level
technical, organisational and project co-ordination and well developed
supervisory skills required to:
(i) manage works
programs or projects; and
(ii) supervise
staff; and
(iii) be
accountable for completion of work of technical complexity to agreed standards,
time frames and budgets; and
(iv) provide advice
on technical matters and/or communicate technical information to the public.
Level 11 - The occupant of a position established at
Level 11 of this award will:
(a) work
independently developing and implementing specialist projects or programs
and/or manage a number of specialists or work teams; and
(b) exercise
independent judgement in areas of management and/or technical expertise; and
(c) have a
recognised horticultural trades certificate or equivalent (or a recognised
qualification, such as interpretation or recreation planning or security) and
have completed the advanced non-technical training modules, or be able to
demonstrate equivalent prior learning, so that they have the high level
technical skills and knowledge and high level works organisation and management
skills and relevant experience required to:
(i) manage major
projects or programs, developing and co-ordinating works programs and
schedules; and
(ii) supervise
staff; and
(iii) be
accountable for meeting agreed standards, time frames and budgets; and
(iv) provide advice
on technical matters and/or communicate technical information to the public.
Level 12 - The occupant of a position established at
Level 12 of this award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a small park or garden which has a small but varied plant
collection and/or small turf management areas and related infrastructure, where
management issues are of a minor complexity (such as low visitation and
recreational demands, no or few lessees or licensees operating); and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the staff in a park or garden, including supervision,
motivation, training and development, and occupational health and safety
strategies; and
(v) represent the
organisation.
Level 13 - The occupant of a position established at
Level 13 of this award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a park or garden which has either:
a large and diverse plant collection or large turf
management areas and related infrastructure where management issues are of
minor complexity (such as low visitation and recreational demands, a large
number of lessees or licensees operating) or
a small but varied plant collection and/or small turf
management areas where management issues are of considerable complexity (such
as large visitation and recreational demands, a large number of lessees or
licensees operating, or there is a high level of political sensitivity attached
to the park or garden); and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the staff in a park or garden, including supervision,
motivation, training and development, and occupational health and safety
strategies; and
(v) represent the
organisation.
Level 14 - the occupant of a position established at
Level 14 of this award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a large park or garden which has either:
a large and diverse collection of plants, where
management issues are of some complexity (such as high visitation and
recreational demands); or
a large number of simple lease and licence
arrangements, and there is some political sensitivity attached to the park or
garden; and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the staff in a park or garden, including supervision,
motivation, training and development, and occupational health and safety
strategies; and
(v) represent the
organisation.
Level 15 - the occupant of a position established at
Level 15 of this award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a large park or garden which has a large and diverse
collection of plants, where management issues are of considerable complexity
(such as high visitation and recreational demands, large and complex lease or
licence arrangements and there is a high level of political sensitivity
attached to the park or garden); and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the staff in a park or garden, including supervision,
motivation, training and development, and occupational health and safety
strategies; and
(v) represent the
organisation.
4. Progression
4.1 Appointment to
vacant positions, other than progression through broadbanded positions, shall
be by merit selection.
4.2 Progression
through levels where there are broadbanded positions established within Levels
2 to 15 shall be subject to satisfactory conduct and performance and the employee
acquiring the skills and demonstrating the ability to perform the tasks defined
for the next level and where those tasks are required to be performed.
4.3 The assessment
of the suitability of an employee to progress to the next level within an established
broadbanded position shall normally be undertaken one month prior to the
anniversary of the employee's appointment to Year 2 salary rate of their
current level. The employee may also make application for progression at any
other time at the discretion of the Director.
The initial assessment shall be made by the employee's
supervisor and reviewed by another more senior officer from the Administrative
Unit. Once this has been undertaken the assessment is forwarded to the Director
or the Director's nominee for approval. An Assessment Committee will be
convened only in cases where the assessing officers recommend not to approve
the employee's progression. In such
cases the Assessment Committee will convene within one month of the assessing
officer's decision and will review the decision and make recommendations to the
Director regarding the employee's suitability for progression.
4.4 Progression
from Year 1 to Year 2 within levels shall be by way of an annual
increment. It is subject to
satisfactory conduct and performance, as certified by the employee's supervisor
and approval by the Director or the Director's nominee. The assessment of the
employee's suitability for incremental progression shall normally be undertaken
one month prior to the anniversary of their appointment to their current level.
The employee must be promptly notified in writing by the Director or the
Director's nominee of any decision to defer payment of an increment.
4.5 An employee
shall have the right of internal appeal to the Director on progression matters
through the established grievance procedures as set out in clause 5, Appeals
Mechanism. If the matter cannot be
resolved through this process, the employee may apply to the Director to
appoint another Assessment Committee, whose representatives differ from the
original committee, to review the matters raised and to make recommendations to
the Director.
4.6 Nothing in
this clause shall preclude an employee from exercising their right, where
applicable, of an external appeal to the Government and Related Employees
Appeal Tribunal.
5. Appeals Mechanism
5.1 An employee of
the Royal Botanic Gardens and Domain Trust, the Centennial Park and Moore Park
Trust, the Sydney Olympic Park Authority or the Parramatta Park Trust shall have
the right to appeal any decision made by their Agency in relation to their
performance assessment review or in relation to promotion on merit from one
level to another where this is available under the provisions of this award.
5.2 Employees
shall submit a written submission outlining their case to the Director within
28 days of the decision being appealed.
5.3 The Director
shall constitute an appeals committee made up of one management representative,
one relevant Association representative and one peer who is acceptable to both
management and the Association.
5.4 The appeal
shall be heard within 28 days of it being lodged and the recommendation of the
committee shall be forwarded to the Director or the Director's nominee.
5.5 The decision
of the Director or the Director's nominee shall be forwarded to the employee
concerned within seven working days of the appeal being heard.
5.6 Nothing in
this appeals mechanism restricts a right of appeal to the Industrial Relations
Commission of New South Wales or the Government and Related Employees Appeal
Tribunal. It would be expected that the appeals mechanism would be utilised
prior to a formal appeal to either body.
6. Salaries
6.1. The salaries
rates are set out in Table A of Part B, Monetary Rates of this award.
6.2. The salary
rates are set in accordance with the Crown Employees (Public Sector - Salaries
2007) Award or any variation or replacement award.
7. Hours of Work
7.1 The ordinary
working hours shall be an average of 38 per week and be worked in accordance
with the following provisions for a four-week work cycle:
(a) The ordinary
working hours shall be worked as twenty-day, four week cycle, Monday to Sunday,
inclusive, with nineteen working days of eight hours each. These hours shall be
between 6 am and 6 pm, except in the case of Rangers, whose spread of hours
shall be 6.30 am to 10 pm. 0.4 of one hour on each day worked will accrue as an
entitlement to take one rostered day off in each work cycle as a day off paid
for as though worked.
(b) The day off
shall in all cases be on a rostered basis, and be subject to management's
prerogative to best suit the working needs of the organisation.
7.2 The
Administrative Unit may require an employee to perform duties beyond the hours
determined under this clause but only if it is reasonable for the employee to
do so. An employee may refuse to work additional hours in circumstances where
the working of such hours would result in the employee working unreasonable
hours. In determining what is unreasonable the following factors shall be taken
into account:
(a) the employees
prior commitments outside the workplace, particularly the employee’s family and
carer responsibilities, community obligations or study arrangements;
(b) any risk to
employee health and safety;
(c) the urgency of
the work required to be performed during additional hours, the impact on the
operational commitments of the organisation and the effect on client services;
(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.
8. Conditions of
Employment
The employees regulated by this award shall be entitled to
the conditions of employment as set out in this award and, except where
specifically varied by this award, existing conditions are provided for under
the Public Sector Employment and Management Act 2002, the Public Sector
Employment and Management Regulation 1996, the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 and the Crown Employees (Public
Sector - Salaries 2007) Award or any awards replacing these awards.
9. Grievance and
Dispute Settling Procedures
9.1 All grievances
and disputes relating to the provisions of this award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority within the Administrative
Unit, if required.
9.2 An employee is
required to notify in writing their immediate manager, as to the substance of
the grievance, dispute or difficulty, request a meeting to discuss the matter,
and if possible, state the remedy sought.
9.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti
Discrimination Act 1977) that makes it impractical for the employee to
advise their immediate manager the notification may occur to the next
appropriate level of management, including where required, to the Department
Head or delegate.
9.4 The immediate
manager, or other appropriate officer, shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
9.5 If the matter
remains unresolved with the immediate manager, the employee 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 employee may pursue
the sequence of reference to successive levels of management until the matter
is referred to the Director.
9.6 The Director
may refer the matter to the DPE for consideration.
9.7 If the matter
remains unresolved, the Director shall provide a written response to the
employee and any other party involved in the grievance, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
9.8 An employee,
at any stage, may request to be represented by the Association.
9.9 The employee
or the Association on their behalf, or the Director may refer the matter to the
New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
9.10 The employee,
Association, Administrative Unit and DPE shall agree to be bound by any order
or determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
9.11 Whilst the
procedures outlined in subclauses 9.1 to 9.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties, 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
employee or member of the public.
10. Deduction of
Union Membership Fees
10.1 The Association
shall provide a schedule setting out Association fortnightly membership fees
payable by members of the Association in accordance with the Association’s
rules.
10.2 The Association
shall advise the Administrative Unit of any change to the amount of fortnightly
membership fees made under its rules. Any variation to the schedule of
Association fortnightly membership fees payable shall be provided at least one
month in advance of the variation taking effect.
10.3 Subject to
subclauses 10.1 and 10.2 of this clause, Association fortnightly membership
fees shall be deducted from the pay of any employee who is a member of the
Association in accordance with the Association’s rules, provided that the
employee has authorised the employer to make such deductions.
10.4 Monies so deducted
from the employee’s pay 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.
10.5 Unless other
arrangements are agreed with the Association, all Association membership fees
shall be deducted on a fortnightly basis.
10.6 Where an
employee has already authorised 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 authorisation in order
for such deductions to continue.
11. Consultative
Committee
11.1 Joint
Consultative Committee subcommittees shall be established to monitor the implementation
of this award.
11.2 The committees
shall consist of a representative of management and a representative of the
Public Service Association and Professional Officers' Association Amalgamated
Union of New South Wales, the latter chosen at the Association's discretion.
12.
Anti-Discrimination
12.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace. This includes discrimination on the
grounds of race, sex, marital status, disability, homosexuality, transgender
identity, age and responsibilities as a carer.
12.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
12.3 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.
12.4 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
12.5 This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in this 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."
13. Area, Incidence
and Duration
13.1 This award
applies to all classifications referred to in the Area, Incidence and Duration
clause of the former Crown Employees (Parks and Gardens - Horticulture and
Rangers Staff) Award published 24 November 1995 (289 IG 664) and also to the
classification of Purchasing/Stores Officer, Royal Botanic Gardens, Sydney and
Purchasing/Stores Officer, Royal Botanic Gardens, Mount Annan.
13.2 This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Crown Employees (Parks and Gardens -
Horticulture and Rangers Staff) Consent Award 2004 published 1 April 2005 (349
I.G. 804), as varied.
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 8 April 2008.
This award remains in force until varied or rescinded,
the period for which it was made having already expired.
PART b
MONETARY RATES
Table A - Salary
Rates
Effective from the beginning of the first pay period to
commence on or after 1 July 2007
Classification
|
Per annum
|
|
$
|
Horticultural Apprentice Year 1
|
20,685
|
Horticultural Apprentice Year 2
|
27,580
|
Horticultural Apprentice Year 3
|
34,475
|
Horticultural Apprentice Year 4
|
39,071
|
Level 1
|
34,010
|
Level 2, Year 1 (Minimum)
|
37,762
|
Level 2, (Maximum)
|
38,759
|
Level 3 Year 1, (Minimum)
|
40,146
|
Level 3, (Maximum)
|
41,575
|
Level 4, Year 1, (Minimum)
|
43,099
|
Level 4, (Maximum)
|
44,396
|
Level 5, Year 1, (Minimum)
|
45,967
|
Level 5, (Maximum)
|
47,196
|
Level 6, Year 1, (Minimum)
|
48,518
|
Level 6, (Maximum)
|
49,863
|
Level 7, Year 1, (Minimum)
|
51,277
|
Level 7, (Maximum)
|
52,810
|
Level 8, Year 1, (Minimum)
|
54,480
|
Level 8, Maximum
|
56,701
|
Level 9, Year 1, (Minimum)
|
58,925
|
Level 9, (Maximum)
|
61,128
|
Level 10, Year 1, (Minimum)
|
63,056
|
Level 10, (Maximum)
|
64,827
|
Level 11, Year 1, (Minimum)
|
70,167
|
Level 11, (Maximum)
|
74,527
|
Level 12, Year 1, (Minimum)
|
85,580
|
Level 12, (Maximum)
|
88,113
|
Level 13, Year 1, (Minimum)
|
90,699
|
Level 13, (Maximum)
|
93,418
|
Level 14, Year 1, (Minimum)
|
96,293
|
Level 14, (Maximum)
|
99,269
|
Level 15, Year 1, (Minimum)
|
102,516
|
Level 15, (Maximum)
|
105,923
|
D.W.
RITCHIE, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.