SYDNEY CATCHMENT AUTHORITY CONSOLIDATED AWARD 2002
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Sydney
Catchment Authority.
(No. IRC 4919 of 2003)
Before The Honourable
Justice Schmidt
|
9 September 2003
|
VARIATION
1. Delete clause
7, Pay, of the award published 22 August 2003 (341 I.G. 1) and insert in lieu
thereof the following:
7.
Pay
7.1 Rates of Pay
(a) There will be one pay scale for all
employees.
(b) The rate of pay for a job (other than
those covered by subclause 7.4, Special Movements, of this clause will be based
on its evaluated pay point.
(c) Equivalent rates of pay will be
determined as follows:
(i)
Hourly rate
|
=
|
Annual rate
|
|
|
52.2 x weekly hours
|
(ii) Daily = hourly rate x ordinary daily
working hours
(iii) Weekly = hourly rate x ordinary weekly
working hours
(iv) Fortnightly = weekly pay rate x 2.
(v) Annual rate = weekly pay rate x 52.2
(d) The amounts of Rates of Pay contained in
Column 2 at Schedule 1 have been rounded to the next nearest dollar.
(e) The parties to this Award, in accordance
with the commitments made, have commenced negotiations for a new Award, with a
first meeting held on 21 May 2003. The
agreement reached between the parties on 27 August 2003 sets out a Framework of
Reform and the processes to which the parties commit themselves in order to
achieve a mutually desirable outcome that provides improved performance,
appropriate conditions of employment, flexible work arrangements,
administrative efficiencies and cost benefits to the SCA as follows:
(i) Agreement by the ASU and the APESMA to
participate fully in the translation from the Bi-Pers job evaluation
methodology to the Cullen Egan Dell methodology based on the draft Project
Plan.
(ii) To be completed by 31 December 2003 or
as agreed by the parties:
A revised pay
structure and classification system that covers both Award employees and Senior
Managers, including translation arrangements, and which addresses the issues
that have been identified in relation to the operation of the current pay
system; these issues include appropriate pay structures, classification systems
and salary progression;
A performance
management system that links business requirements to performance-based
rewards;
Appropriate
incidents conditions;
Revised Award
in relation to terms and conditions of employment; and
Revised
consultative arrangements including the provision of facilities to delegates.
(iii) The parties agree to commit sufficient
time and resources to achieve the desired outcomes. To this end, the parties will meet regularly and ensure
appropriate resources are made available to participate in the process.
(iv) The unions undertake to co-operate with
the SCA in progressing the issues in accordance with the agreed timetable.
(v) Any matter(s) not resolved to the
satisfaction of any of the parties to this Award be may be notified to the
Industrial Relations Commission of NSW in accordance with subclause 49.2 of
clause 49, Dispute Resolution Procedure.
(f) In recognition of the contribution that
Unions have made to the implementation of reform to date and the commitments detailed
in paragraph (e) of this subclause, the Rates of Pay contained in Schedule 1
and 2 will apply as follows:
(i) Rates of Pay contained in Column 2 at
Schedule 1 and Schedule 2 - on and from 1 July 2003; and
(ii) Rates of Pay contained in Column 3 at
Schedule 1 and Schedule 2 - the first pay period on or after 1 January 2004.
7.2 Appointments
(a) Employees will
be appointed on the appropriate annual rate of pay for the job (being the-mid
point (M)), except where, in exceptional circumstances, appointment may
be made at the Low (L) or high (H) point listed in Column 1 at Schedule 1 to
this Award.
(b) Where in
exceptional circumstances appointment has been made to the low point, an
employee may progress to the mid point after 12 months from the original
appointment, subject to satisfactory performance in all aspects of the
position.
(c) Where
progression for an employee is rejected, the reasons for such rejection must be
stated in writing and provided to the employee. In such cases, the employee has
a right of appeal to the relevant General Manager, and where unsuccessful shall
subsequently be reviewed six months after the original review.
(d) Where an
employee is appointed to the mid point, there will be no progression.
(e) An employee
shall not be paid less than their appointed rate, except where an employee has
been regressed as a result of:
(i) Poor
performance (see subclause 10.3, Regression of clause 10, Performance
Agreements); or
(ii) Disciplinary
action (see subclause 5.8, Misconduct, of clause 5, Employment of Staff).
7.3 Payment
of Monies Due
(a) The Employer may
make payment, less any deduction as may be authorised by the employee or
required by law, by paying the full amount of the balance due into a credit
union or bank account of the employee’s choice, or by cheque made payable to
the employee.
(b) Monies will
only be assigned to accounts that are in the employee’s name either singly or
jointly.
(c) Any payments in
addition to an employee’s appointed rate of pay, made under the provisions of
this Award (e.g. overtime, allowances, shift penalties etc.), will be made
within the three pay periods (i.e. six weeks).
(d) No variation
will be made to pay unless it is properly authorised in writing.
7.4 Special
Movements
(a) Employees who
have completed a relevant tertiary level qualification or qualifications deemed
equivalent thereto which the Employer deems as necessary for the SCA’s ongoing
needs will be considered for reclassification to a higher pay point.
(b) Such
reclassification will be determined by the Employer on a selective basis
subject to:
(i) satisfactory
performance of the employee concerned at the existing pay point;
(ii) the
experience and demonstrated ability of the employee concerned;
(iii) the capacity
of the employee to undertake more responsible work;
(iv) the
availability of work in the employees acquired discipline.
(c) Where
progression for an employee is rejected, the reasons for such rejection must be
stated in writing and provided to the employee. In such cases, the employee has right of appeal to the Employer,
who will consult with the union prior to making a decision and where
unsuccessful shall subsequently be reviewed six months after the original
review.
(d) Employees who
are determined as being suitable for reclassification in accordance with the
provisions of paragraphs (a), (b) and (c) of this subclause will be placed on
the appropriate pay point according to their respective disciplines and will be
eligible for movement as follows:
(i) Engineering -
Four Year Degree or Equivalent
An employee with a recognised four year degree in
engineering or equivalent thereto will be initially classified at pay point 26,
and will be eligible for yearly movement in 12 monthly intervals through the
pay points identified in Column 5 of the table at Schedule 1.
(ii) Environmental
Sciences
An employee with a recognised three year degree, diploma
or qualifications equivalent thereto in environmental sciences will be
initially classified at pay point 22, and will be eligible for movement through
the pay points identified in Column 6A of the table at Schedule 1 in 12 monthly
intervals.
An employee with a recognised four year degree or
equivalent to in environmental science will be initially classified at pay
point 26, and will be eligible for movement through the pay points identified
in Column 6B of the table at Schedule 1 in every 12 months.
(iii) Scientific
An employee with a recognised three year degree,
diploma or equivalent qualifications in a necessary scientific discipline will
be initially classified at pay point 22, and will be eligible for yearly
movement through the pay points identified in Column 7A of the table at
Schedule 1 in every 12 months.
An employee with a recognised four year degree or
equivalent to in a necessary scientific discipline will be initially classified
at pay point 26, and will be eligible for yearly movement through the pay
points identified in Column 7B of the table at Schedule 1 in every 12 months.
(iv) General
In general, an employee with a recognised diploma who
have been reclassified to pay point 14 will be eligible for movement through
the pay points identified in Column 4A in the table at Schedule 1 in 12 monthly
intervals.
In general, an employee with a recognised degree who
have been reclassified to pay point 16 will be eligible for movement through
the pay points identified in Column 4B in the table at Schedule 1 in 12 monthly
intervals.
(e) Employees who
have been appointed to pay point 14 or above and subsequently complete a
relevant tertiary qualification which the Employer deems necessary for the
organisation’s needs, will be considered for advancement or reclassification to
the equivalent pay or the next highest pay point, as the case may be, in
accordance with the provisions of paragraphs (a), (b) and (c) of this
subclause.
(f) The
provisions of paragraph (d) of this subclause will only apply whilst employees
are employed in positions considered by the Employer to require the specific
skills of their respective disciplines.
(g) Movement
between salary points for part-time employees will be in accordance with clause
6, Job Evaluation, and movement will be calculated on the full-time equivalent.
2. Delete
Schedule 1 - Rates of Pay and Special Progression Pay Points, and Schedule 2 -
Rates of Pay, Special Provisions (Former A.W.T. Employees) of clause 50,
Savings, and insert in lieu thereof the following:
SCHEDULE 1
Rates
of Pay and Special Progression Pay Points
Col. 1
|
Col. 2
|
Col. 3
|
Col. 4
|
Col. 5
|
Col. 6
|
Col. 7
|
IPS
|
IPS Rate
|
IPS Rate
|
General
|
Engin-
|
Environmental
|
Scientific
|
|
Of Pay p.a.
|
of Pay p.a.
|
|
eering
|
Science
|
|
|
1/7/03
|
6/1/04
|
A
|
B
|
4 yr.
|
A
|
B
|
A
|
B
|
|
|
|
Diploma
|
Degree
|
Qual.
|
3 yr
|
4 yr
|
3 yr
|
4 yr
|
|
$
|
$
|
|
|
|
Qual.
|
Qual.
|
Qual.
|
Qual.
|
76.
|
87,122
|
88,864
|
|
|
|
|
|
|
|
75.H
|
85,465
|
87,165
|
|
|
|
|
|
|
|
74.M
|
83,826
|
85,502
|
|
|
|
|
|
|
|
73.L
|
82,226
|
83,870
|
|
|
|
|
|
|
|
72.H
|
80,656
|
82,269
|
|
|
|
|
|
|
|
71.M
|
79,123
|
80,705
|
|
|
|
|
|
|
|
70.L
|
77,615
|
79,167
|
|
|
|
|
|
|
|
69.H
|
76,138
|
77,660
|
|
|
|
|
|
|
|
68.M
|
74,688
|
76,182
|
|
|
|
|
|
|
|
67.L
|
73,269
|
74,734
|
|
|
|
|
|
|
|
66.H
|
71,879
|
73,316
|
|
|
|
|
|
|
|
65.M
|
70,509
|
71,919
|
|
|
|
|
|
|
|
64.L
|
69,173
|
70,556
|
|
|
|
|
|
|
|
63.H
|
67,862
|
69,219
|
|
|
|
|
|
|
|
62.M
|
66,572
|
67,903
|
|
|
|
|
|
|
|
61.L
|
65,313
|
66,620
|
|
|
|
|
|
|
|
60.H
|
64,078
|
65,360
|
|
|
|
|
|
|
|
59.M
|
62,863
|
64,120
|
|
|
|
|
|
|
|
58.L
|
61,676
|
62,910
|
|
|
|
|
|
|
|
57.H
|
60,510
|
61,721
|
|
|
|
|
|
|
|
56.M
|
59,367
|
60,554
|
|
|
8
|
9
|
8
|
|
|
55.L
|
58,251
|
59,416
|
|
|
7
|
8
|
7
|
9
|
8
|
54.H
|
57,154
|
58,297
|
|
|
|
|
|
|
|
53.M
|
56,078
|
57,200
|
|
|
6
|
7
|
6
|
8
|
7
|
52.L
|
55,021
|
56,121
|
|
|
|
|
|
7
|
6
|
51.H
|
53,986
|
55,066
|
|
|
5
|
6
|
5
|
|
|
50.M
|
52,972
|
54,031
|
|
|
|
|
|
6
|
5
|
49.L
|
51,979
|
53,019
|
|
|
|
|
|
|
|
48.H
|
51,004
|
52,024
|
|
|
4
|
5
|
4
|
5
|
4
|
47.M
|
50,050
|
51,051
|
|
|
|
|
|
|
|
46.L
|
49,110
|
50,093
|
|
|
|
|
|
|
|
45.
|
48,651
|
49,624
|
|
|
|
|
|
|
|
44.H
|
48,192
|
49,155
|
|
|
3
|
4
|
3
|
4
|
3
|
43.
|
47,744
|
48,698
|
|
|
|
|
|
|
|
42.M
|
47,292
|
48,238
|
|
|
|
|
|
|
|
41.
|
46,851
|
47,788
|
|
|
|
|
|
|
|
40.L
|
86,408
|
47,336
|
|
6
|
|
|
|
|
|
39.
|
45,975
|
46,895
|
|
|
|
|
|
|
|
38.H
|
45,542
|
46,453
|
|
|
2
|
3
|
2
|
3
|
2
|
37.
|
45,117
|
46,019
|
|
|
|
|
|
|
|
36.M
|
44,694
|
45,588
|
|
5
|
|
|
|
|
|
35.
|
44,277
|
45,162
|
|
|
|
|
|
|
|
34.L
|
43,862
|
44,739
|
|
|
|
|
|
|
|
33.
|
43,455
|
44,324
|
|
|
|
|
|
|
|
32.H
|
43,049
|
43,910
|
|
4
|
1
|
2
|
1
|
2
|
1
|
31.
|
42,648
|
43,501
|
|
|
|
|
|
|
|
30.M
|
42,245
|
43,090
|
|
|
|
|
|
|
|
29.
|
41,856
|
42,693
|
|
|
|
|
|
|
|
28.L
|
41,465
|
42,294
|
7
|
3
|
|
|
|
|
|
27.
|
41,014
|
41,834
|
|
|
|
|
|
|
|
26.H
|
40,562
|
41,374
|
6
|
|
Entry
|
1
|
Entry
|
1
|
Entry
|
25.
|
40,124
|
40,926
|
|
|
|
|
|
|
|
24.M
|
39,685
|
40,479
|
5
|
2
|
|
|
|
|
|
23.
|
39,254
|
40,039
|
|
|
|
|
|
|
|
22.L
|
38,824
|
39,600
|
4
|
|
|
Entry
|
|
Entry
|
|
21.
|
38,407
|
39,175
|
|
|
|
|
|
|
|
20.H
|
37,989
|
38,749
|
3
|
1
|
|
|
|
|
|
19.
|
37,345
|
38,092
|
|
|
|
|
|
|
|
18.M
|
36,702
|
37,436
|
2
|
|
|
|
|
|
|
17.
|
36,083
|
36,805
|
|
|
|
|
|
|
|
16.L
|
35,463
|
36,172
|
1
|
Entry
|
|
|
|
|
|
15.
|
34869
|
35566
|
|
|
|
|
|
|
|
14.
|
34,272
|
34,958
|
Entry
|
|
|
|
|
|
|
13.
|
33,564
|
34,235
|
|
|
|
|
|
|
|
12.
|
32,822
|
33,512
|
|
|
|
|
|
|
|
11.
|
31,991
|
32,631
|
|
|
|
|
|
|
|
10.H
|
31,126
|
31,748
|
|
|
|
|
|
|
|
9.
|
29,874
|
30,472
|
|
|
|
|
|
|
|
8.
|
29,276
|
29,861
|
|
|
|
|
|
|
|
7.M
|
28,678
|
29,252
|
|
|
|
|
|
|
|
6.
|
27,204
|
27,748
|
|
|
|
|
|
|
|
5.
|
25,729
|
26,244
|
|
|
|
|
|
|
|
4.
|
24,588
|
25,080
|
|
|
|
|
|
|
|
3.L
|
23,446
|
23,915
|
|
|
|
|
|
|
|
2.
|
22,426
|
22,875
|
|
|
|
|
|
|
|
1.
|
21,409
|
21,837
|
|
|
|
|
|
|
|
SCHEDULE 2
Rates
of Pay, Special Provisions (Former A.W.T. Employees)
Column 1
|
Column 2
|
Column 3
|
Position
|
Rate of Pay p.a.
|
Rate of Pay p.a.
|
Number
|
1/7/03
|
6/1/04
|
|
$
|
$
|
8360
|
35,064
|
35,776
|
8364
|
35,064
|
35,766
|
12520
|
35,064
|
35,766
|
12540
|
35,064
|
35,766
|
12544
|
35,064
|
35,766
|
17199
|
44,281
|
45,166
|
17718
|
34,117
|
34,799
|
22426
|
78,357
|
79,924
|
22951
|
35,064
|
35,766
|
23229
|
54,502
|
55,592
|
28037
|
63,464
|
64,734
|
28132
|
75,403
|
76,911
|
28138
|
49,580
|
50,572
|
28139
|
49,580
|
50,572
|
3. This
variation will take effect on and from 9 September 2003.
M. SCHMIDT J.
____________________
Printed by the
authority of the Industrial Registrar.