CHARITABLE SECTOR AGED AND DISABILITY CARE SERVICES (STATE) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC3129 and 3134 of 1999)
Before Mr Deputy
President Grayson
|
14 and 15 May 2001
|
REVIEWED AWARD
1. Arrangement
Clause Title Clause
Number
Accommodation and Amenities
|
39
|
Allowances for Special Working Conditions
|
12
|
Annual Leave
|
14
|
Annual Leave Loading
|
15
|
Anti-Discrimination
|
28
|
Apprentices
|
36
|
Area, Incidence and Duration
|
42
|
Arrangement
|
1
|
Association Representative
|
35
|
Attendance at Meetings and Fire Drills
|
29
|
Casual Employees
|
9
|
Climatic and Isolation Allowance
|
10
|
Compassionate Leave
|
19
|
Definitions
|
2
|
Emergency Telephone Calls
|
32
|
Exemptions
|
41
|
Grievance and Dispute Resolution Procedures
|
27
|
Hours
|
4
|
Inspection of Lockers
|
40
|
Labour Flexibility
|
30
|
Leading Hands
|
22
|
Live-in
|
26
|
Long Service Leave
|
16
|
Meals
|
6
|
Notice Board
|
38
|
Overtime
|
7
|
Parental Leave
|
33
|
Payment and Particulars of Wages
|
20
|
Penalty Rates and Shift Allowances
|
11
|
Permanent Part-time Employees
|
8
|
Promotions and Appointments
|
31
|
Public Holidays
|
13
|
Relieving Other Members of Staff
|
23
|
Repatriation Leave
|
34
|
Roster of Hours
|
5
|
Service Allowance
|
21
|
Sick Leave
|
17
|
Sleepovers
|
25
|
State Personal/Carer’s Leave
|
18
|
Termination of Employment
|
37
|
Uniforms and Protective Clothing
|
24
|
Wages
|
3
|
PART B
Table 1 ¾ Monetary Rates
Table 2 ¾ Other Rates and Allowances
2. Definitions
Unless the context otherwise indicates or requires, the
several expressions hereunder defined shall have their respective meanings
assigned to them.
"Adult Service" means service with an employer
during which the worker received a rate of pay not less than the lowest rates
fixed by this award for an adult, in the same classification as the worker, or
the employee is on the age scale at 18 years and over.
"Assistant Cook" means a person employed as such,
who, under direct supervision of a chef or cook, assists in the preparation and
serving of meals. The number of assistant cooks employed shall not exceed the
number of cooks and/or chefs employed. The rate of pay for this classification
shall be in accordance with General Services Officer Grade 3.
"Association" means the Health and Research Employees'
Association of New South Wales.
"Butcher" means a person who is required to carry
out the required butchering of any meat supplied in bulk.
"Catering Officer" means a person who is
responsible for catering services.
"Chef" means an employee appointed as such who may
be required to supervise staff, give necessary instruction in all branches of
cooking and be responsible for requisitioning the items necessary for the
preparation and serving of meals. The average daily number of meals prepared and
served by the kitchens for which the chef is responsible shall determine the
grade.
"Cook-Grade A" means a person who is working in a
kitchen in which meals are prepared for an average of 100 or more persons and
who is principally engaged, other than as an assistant to another cook, either:
(a) in the
cooking of meats, poultry and fish; or
(b) in the
cooking of cakes, pastries and sweets; or
(c) a
combination of the work specified in (a) and (b); or
(d) in relieving
a chef or other cooks engaged in the work specified in (a), (b) or (c); or
(e) as a cook
responsible for supervising the work of other cooks in the kitchen.
"Cook-Grade B" means a person employed as a cook,
other than as a chef, cook Grade A or an assistant cook.
"Day Worker" means an employee who works their
ordinary hours from Monday to Friday inclusive and who commences work on such
days at or after 5:30 a.m. and before 10:00 a.m., otherwise than as part of a
shift system.
"Diversional Therapist" - shall mean a person who
provides, facilitates and co-ordinates group and individual leisure and
recreational activities. This person
must be a graduate from an approved university course which includes: the
Associate Diploma and Diploma of Applied Science (Diversional Therapy) at the
University of Sydney; Bachelor of Applied Sciences (Leisure and Health) at the
University of Sydney; Bachelor of Applied Science (Diversional Therapy) at the
University of Western Sydney, Macarthur; the Diploma or Bachelor of Health
Sciences (Leisure and health) at Charles Sturt University; the Associate
Diploma course in Diversional Therapy conducted by the Cumberland College of
Health Sciences; or who has such other qualifications deemed to be equivalent.
"Gardener (Qualified)" means an employee appointed
as such and who holds a recognised certificate in gardening and horticulture
and has four years' gardening experience.
"Gardener (Unqualified)" means an employee who is
engaged in horticulture, gardening, greenkeeping, floral decoration and all
phases of allied works such as rockery building, paving, landscaping and the
like and shall include the driving and/or operation of motorised tractor-hauled
or mechanical equipment.
"General Services Officer-Grade 1 (Junior)" means
a general services officer grade 1 under the age of 18 years.
"General Services Officer-Grade 1" means an
employee who performs any or all of the following duties: general cleaning duties in such areas as
wards, pantries, units, kitchens and recreation areas; household chore type
duties; laundry duties using domestic machinery; and seamstress duties.
"General Services Officer-Grade 2" means an
employee who performs any or all of the following duties: cleaning associated with pots, pans, stoves,
refrigerators or any other kitchen machinery; general kitchen cleaning; high
cleaning; inside cleaning; outside cleaning; stripping or sealing floors;
portering of residents and/or heavy equipment; operating industrial-type
washing machines; loading and unloading of commercial-type washing machines;
cleaning of tooth and vomit bowls; sanitising of bed pans and other
equipment; the cooking and/or preparing
of light refreshments (e.g. eggs, toast, salad, etc.); the making of unoccupied beds; cleaning garbage tins; sweeping paths; keeping the outside of buildings clean and tidy; assisting the gardener in labouring duties,
under supervision; mowing lawns; and may, in addition, perform the duties
contained within General Services Officer, Grade 1.
"General Services Officer-Grade 3" means an employee
who performs the duties of the previous classifications of handyperson,
storesperson, or the duties of an assistant cook, and may in addition perform
the duties of a General Services Officer Grade 2.
"General Services Officer-Grade 4" means an
employee who is wholly or substantially engaged in assisting a therapist,
diversional therapist, recreational activities officer, dietitian or hostel
supervisor, with routine professional and recreational activity and personal
care services, and may in addition perform the duties of a General Services
Officer Grade 3.
"Handyperson" means a person employed as such who
is regularly required to carry out repairs of a minor nature. Where no appropriate artisan staff is
employed, he/she may be called upon to perform maintenance work, provided
however, that for the time involved in performing such maintenance work, he/she
shall be paid at the rate prescribed by the industrial award relevant to the
work performed. The rate of pay for
this position shall be in accordance with General Services Officer, Grade 3.
"Head Gardener (Otherwise)" means a person
employed as such who is in charge of at least three other employees, one of
whom is a gardener and who is engaged in any or all of the following:
horticulture; gardening; greenkeeping; floral decoration; and all phases of
allied works such as rockery building, paving, landscaping and the like and
shall include the driving and/or operation of motorised tractor hauled or
mechanical equipment.
"Head Gardener (Qualified)" means a person who is
the holder of a certificate in gardening and horticulture or equivalent with
four years' gardening experience and who is in charge of at least three other
employees, one of whom is a gardener, and who is engaged in any or all of the following:
horticulture; gardening; greenkeeping; floral decoration; and all phases of
allied works such as rockery building, paving, landscaping and the like and
shall include the driving and/or operation of motorised tractor hauled or
mechanical equipment.
"Hostel Supervisor" means a person employed as
such, who is required to supervise hostel staff in the performance of their
duties, to carry out administrative and other tasks relevant to the operation
of the hostel and the welfare and care of the residents.
"Housekeeper" means an employee who is responsible
for the supervision of general services staff other than food services and
performs the duties of all general services grades as required.
"Laundry Foreperson" means an employee who is
required to assist in the supervision of laundry staff and performs laundry
duties as required.
"Maintenance Supervisor (Tradesperson)" means an
employee who has trade qualifications and has overall responsibility for
maintenance at the place of employment and may be required to supervise other
maintenance staff.
"Maintenance Supervisor (Otherwise)" means an
employee who is required to perform maintenance duties as required and who may
be required to supervise other maintenance staff and has overall responsibility
for maintenance at the place of employment.
"Personal Care Assistant" means a person who is
required to provide personal care to hostel residents as directed.
(i) "Personal
Care Assistant-Grade 1" may be required, in addition to domestic duties,
to provide assistance to residents within a limited range of duties.
(ii) "Personal
Care Assistant-Grade 2" may be required to provide assistance to residents
which may include the following range of services: supervision of daily hygiene; assist with bath or shower; lay out
clothes and help with dressing; shave; shampoo; cut nails; bed making;
assistance with meals; clean wardrobes.
"Recreational Activities Officer" means an
employee other than a Diversional Therapist who is responsible for diversional
activities of residents.
"Shift Worker" means an employee who is not a day
worker as defined.
"Storesperson" means an employee who is
responsible for the receipt and dispatch of store items, loading and unloading
and internal transport of items. The
rate of pay for this classification shall be in accordance with General
Services Officer Grade 3.
3. Wages
Employees shall be paid not less than the rates for the
appropriate classification set out in the Part B, Monetary Rates of this award.
(i) Employees
shall be paid not less than the rates for the appropriate classification set
out in
(ii) The Rates of
pay in this award include the adjustments payable under the State Wage Case
2000. These adjustments may be offset
against:
(a) any equivalent
overaward payments; and/or
(b) award wage
increase since 29 May, 1991 other than safety net adjustments and minimum rates
adjustments.
4. Hours
(i)
(a) The ordinary
hours of work for day workers, exclusive of meal times, shall not exceed 152
hours per 28 calendar days or 76 hours per fortnight to be worked Monday to
Friday and to commence on such days at or after 5:30 a.m. and before 10:00 a.m.
The ordinary hours of work for shift workers, exclusive
of meal times, shall not exceed 152 hours per 28 calendar days or 76 hours per
fortnight or an average of 38 hours per week in each roster cycle.
(ii)
(a) The hours of
work prescribed in subclause (i) shall be arranged as follows:
(1) 152 hours in a
28 calendar-day cycle to be arranged so that each employee shall not work their
ordinary hours on more than 19 days in the 28 calendar-day cycle; or
(2) 190 hours per
35 calendar days to be arranged so that each employee shall not work his/her
ordinary hours on more than 19 days in the 35 calendar-day cycle.
(b) Where this is
not possible, the hours of work may be arranged in one of the following ways:
(1) 76 hours per
fortnight to be arranged so that each employee shall not work their ordinary
hours on more than ten days in the fortnight; or
(2) 38 hours per
week to be arranged so that each employee shall not work his/her ordinary hours
on more than five days in the week.
(iii) Each employee
shall be entitled to not less than four full days in each fortnight free from
duty or two full days in each week free from duty (rostered days off), and such
rostered days off shall, where practicable, be consecutive.
(iv) Each shift
shall consist of not more than 11 ordinary hours of work per day. Provided that shifts in excess of ten
ordinary hours of work shall not occur on more than 7 consecutive days in any
8-day period. Provided further that
shifts of ten ordinary hours of work or less shall not occur on more than 11
consecutive days in any 12-day period.
(v) Full-time
employees shall receive a minimum payment of four hours for each start in
respect of ordinary hours of work.
Permanent part-time and casual employees shall receive a minimum payment
of two hours for each such start.
(vi)
(a) An employee
whose ordinary hours of work are arranged in accordance with paragraph (a) of
subclause (ii) above shall be entitled to an allocated day off in each cycle of
28 days or 35 days as the case may be.
The ordinary hours worked on each of those days shall be arranged to
include a proportion of one hour on the basis of 0.4 of one hour for each
8-hour shift worked and 0.5 of one hour for each 10-hour shift worked which
shall accumulate towards the employee's allocated day off duty on pay.
(b) A full-time
employee's allocated day off duty (ADO) shall be determined by mutual agreement
between the employee and the employer having regard to the needs of the place
of employment or sections thereof. Such
allocated day off duty shall, where practicable, be consecutive with the
rostered days off prescribed in subclause (iii) of this clause. Provided that allocated days off shall not
be rostered on public holidays.
(c) Where the
employer and the employee agree, up to five allocated days off may be
accumulated and taken in conjunction with the employee's annual leave or at
another agreed time.
(d) In a hostel
which has a bed capacity of 40 or less, the employer shall have the option of
granting an employee a nineteen-day four-week cycle or accumulating 12
allocated days off per annum which may be taken in conjunction with the
employee's annual leave or at another agreed time.
(e) No time
towards an allocated day off shall accumulate during periods of workers'
compensation, unpaid parental leave, long service leave, any period of unpaid
leave or the statutory four weeks annual leave. However, an employee on
returning to duty from the abovementioned leave shall be given the next
allocated day off in sequence.
(f) Credit
towards an allocated day off shall continue to accumulate whilst an employee is
on paid sick leave. Where an allocated
day off duty falls during a period of sick leave, the employee's available sick
leave shall not be debited for that day.
(vii) The ordinary
hours of work for a permanent part-time employee will be a specified number of
hours which are less than those prescribed for a full-time employee in
paragraph (b) of subclause (ii) above.
The specified number of hours may be balanced over a week or fortnight,
provided that the average weekly hours worked shall be deemed to be the specified
number of hours for the purposes of accrual of leave provided for by this
award. Provided further that there
shall be no interruption to the continuity of employment merely by reason of an
employee working on a "week-on," "week-off" basis in
accordance with this subclause.
(viii) Two separate
ten-minute tea breaks (in addition to meal breaks) shall be allowed each
employee on duty during each ordinary shift of 7.6 hours or more; where less
than 7.6 hours ordinary hours are worked employees shall be allowed one
10-minute tea break in each four-hour period.
Subject to agreement between the employer and the employee, the two
ten-minute tea breaks may alternatively be taken as one 20-minute tea break, or
by one ten-minute tea break with the employee allowed to proceed off duty ten
minutes before the completion of the normal shift finishing time. Such tea break(s) shall count as working
time.
(ix) There shall be
a minimum break of eight hours between ordinary rostered shifts, which are not
broken shifts, on successive days.
(x) Except for meal
breaks, all time from the commencement to the cessation of duty each day shall
count as working time, except for positions being worked as broken shifts on
the 1 December, 1972. Provided that an
employer may apply to the Association for an exemption from this provision to
enable broken shifts to be worked. The
Association shall accept or decline the application within 28 days, unless
otherwise agreed by the employer. The Association shall not decline the
application without good reason.
(xi) With respect
to broken shifts:
(a) The time
between the commencement and termination of a broken shift shall not exceed 12
hours.
(b) There shall be
a minimum break of 12 hours between broken shifts rostered on successive
days. Provided that there may be a
minimum break of 10 hours on not more than 12 occasions in a 28-day period.
(c) Where broken
shifts are worked, employees shall receive an allowance of the amount set out
in Item 1 of Table 2 of Part B, Monetary Rates per shift.
5. Roster of Hours
(i) The ordinary
hours of work for each employee shall be displayed on a roster in a place
conveniently accessible to employees.
Where practicable, such roster shall be displayed two weeks, but in any
case at least one week, prior to the commencing date of the first working
period in any roster.
(ii) Subclause (i)
shall not make it obligatory for the employer to display any roster of ordinary
hours of work of members of the casual or relieving staff.
(iii) Provided
further that a roster may be altered at any time to enable the service of the
organisation to be carried on where another employee is absent from duty on
account of illness or in an emergency.
Where such alteration involves an employee working on a day which would
have been his/her rostered day off, such employee may elect to be paid at
overtime rates or have a day off in lieu which shall be mutually arranged. Provided that this provision shall not apply
where the only change to the roster of a part-time employee is the mutually
agreed addition of extra hours to be worked such that the part-time employee
still has two rostered days off in that week or four rostered days off in that
fortnight, as the case may be. Provided
further that any alteration to the roster of hours of a day worker must be
consistent with the definition of a day worker contained in clause 2,
Definitions.
(iv) Where an
employee is entitled to an allocated day off duty in accordance with clause 4,
Hours of this award, that allocated day off duty is to be shown on the roster
of hours for that employee.
(v) Each sleepover
shall appear on the roster.
6. Meals
(i) Employees
shall not be required to work more than six hours without a meal break. Such meal break shall be of between 30 and
60 minutes duration and shall not count as time worked.
(ii) Notwithstanding
the provisions of subclause (i), an employee required to work shifts in excess
of 10 hours shall be entitled to a 60-minute meal break. Such time shall be taken as either two
thirty-minute meal breaks or one 60-minute meal break, subject to agreement
between the employer and the employee.
(iii) An employee
who is required to work overtime for more than two hours and such overtime goes
beyond 7:00 a.m., 1:00 p.m., and 6:00 p.m. shall, at the option of the
employer, be supplied with a meal or shall be paid:
(a) an amount set
out in Item 2 of Table 2 of Part B, Monetary Rates for breakfast;
(b) an amount set
out in Item 3 of Table 2 of Part B, Monetary Rates for luncheon;
(c) an amount set
out in Item 4 of Table 2 of Part B, Monetary Rates for the evening meal.
7. Overtime
(i) All time
worked by employees outside the ordinary hours in accordance with clause 4,
Hours and clause 5, Roster of Hours, shall be paid for at the rate of time and
one half up to two hours each day and thereafter at the rate of double time;
provided however, that all overtime worked on Sunday shall be paid for at the
rate of double time and all overtime worked on public holidays shall be paid
for at the rate of double time and one-half.
(ii) Employees who
are recalled to work overtime after leaving the employer's premises shall be
paid a minimum of four hours at the applicable overtime rate for each time so
recalled. Provided that, except in
unforeseen circumstances, an employee shall not be required to work the full
four hours if the tasks they were recalled to perform are completed within a
shorter period.
(iii)
(a) An employee
recalled to work overtime pursuant to subclause (ii) shall be reimbursed
reasonable travel expenses incurred in respect of the recall to work.
(b) Provided that
where an employee elects to use their own vehicle they shall be paid an
allowance of the amount set out in Item 5 of Table 2 of Part B, Monetary Rates.
(iv) An employee
who works so much overtime between the termination of his ordinary work on any
day or shift and the commencement of his ordinary work on the next day or shift
that he has not had at least eight consecutive hours off duty between these
times, shall, subject to this subclause be released after completion of such
overtime until he has eight consecutive hours off duty without loss of pay for
ordinary working time occurring during such absence. If on the instruction of his employer, such an employee resumes
or continues to work without having such eight consecutive hours off duty, he
shall be paid at double rates until he is released from duty for such period,
and he then shall be entitled to be absent until he has had eight consecutive
hours off duty without loss of pay for ordinary working time occurring during
such absence.
(v) For the
purposes of assessing overtime, each day shall stand alone, provided that where
any one period of overtime is continuous and extends beyond midnight, all
overtime hours in this period shall be regarded as if they had occurred within
the one day.
(vi)
(a) All time
worked by permanent part-time employees and casual employees in excess of the
rostered daily ordinary hours of work prescribed for the majority of full-time
employees employed on that shift in the ward or section concerned, or, where
there is no such majority of full-time employees employed on that shift in the
ward or section concerned, all time in excess of 11 hours per day, shall be
paid for at overtime rates.
Provided that, time worked up to the rostered daily
ordinary hours of work prescribed for a majority of the full-time employees
employed on that shift in the ward or section concerned shall not be regarded
as overtime but an extension of the contract hours for that day and shall be
paid at the ordinary rate of pay.
(b) All time
worked by permanent part-time employees and casual employees in excess of the
hours prescribed for a full-time employee in clause 4, Hours, shall be paid for
at overtime rates.
8. Permanent
Part-Time Employees
(a) A permanent part-time
employee is one who is permanently appointed by a facility to work for a
specified number of hours which are less than those prescribed for a full-time
employee.
(b) Permanent
part-time employees shall be paid an hourly rate calculated on the basis of one
thirty-eighth (1/38th) of the appropriate rate prescribed by Part B, Monetary
Rates of this award.
(c) Permanent
part-time employees shall be entitled to all other benefits of this award not
otherwise expressly provided for herein in the same proportion as their
ordinary hours of work bear to full-time hours.
9. Casual Employees
(i)
(a) A casual
employee is one engaged on an hourly basis otherwise than as a full-time
employee or permanent part-time employee or part-time worker.
(b) A casual employee
may only be engaged in the following circumstances: for short term periods where there is a need to supplement the
workforce arising from fluctuations in the needs of the facility; or in the
place of another employee who is absent; or in an emergency.
(ii) A casual
employee shall be paid an hourly rate calculated on the basis of one
thirty-eighth (1/38th) of the appropriate rate prescribed by Part B, Monetary
Rates of this award, plus ten per cent thereof, with a minimum payment of two
hours for each start, and one thirty-eighth of the uniform and laundry
allowances where a uniform is not supplied in accordance with clause 24,
Uniforms and Protective Clothing.
(iii) For weekend
and public holiday work, casual employees shall, in lieu of all other penalty
rates and the 10% casual loading, receive the rates prescribed in clause 11,
Penalty Rates and Shift Allowances and clause 13, Public Holidays.
(iv) Overtime
rates shall be payable on the hourly rate (1/38th) in lieu of the 10% casual
loading.
(v) For the
entitlement to annual leave, see Annual Holidays Act, 1944.
(vi) For the
entitlement to long service leave, see Long Service Leave Act, 1955.
(vii) With respect
to a casual employee, the provisions of the following clauses shall not apply:
clause 5, Roster of Hours; clause 14, Annual Leave;
clause 15, Annual Leave Loading; clause 16, Long Service Leave; clause 17, Sick
Leave; clause 19, Compassionate Leave; clause 21, Service Allowance: clause 22, Leading Hands; clause 23,
Relieving other Members of Staff; clause 26, Live-In; clause 31, Promotions and
Appointments; clause 32, Emergency Telephone Calls; clause 34, Repatriation
Leave; clause 36, Apprentices.
10. Climatic and
Isolation Allowance
(i) Subject to
subclause (ii) of this clause persons employed in organisations in places
situated upon or to the west of a line drawn as herein specified shall be paid
an allowance of the amount set out in Item 6 of Table 2 of Part B, Monetary
Rates per week in addition to the salary to which they are otherwise entitled.
The line shall be drawn as follows: viz., commencing at Tocumwal and thence to
the following towns in the order stated, namely: Lockhart; Narrandera; Leeton; Peak Hill; Gilgandra; Dunedoo;
Coolah; Boggabri; Inverell; and Bonshaw.
(ii) Persons
employed in organisations in places situated upon or to the west of a line
drawn as herein specified shall be paid an allowance of the amount set out in
Item 7 of Table 2 of Part B, Monetary Rates per week in addition to the salary
to which they are otherwise entitled.
The line shall be drawn as follows: viz., commencing at
a point on the right bank of the Murray River opposite Swan Hill (Victoria) and
thence to the following towns in the order stated, namely: Hay; Hillston;
Nyngan; Walgett; Collarenebri; and Mungindi.
(iii) The
allowances prescribed by this clause are not cumulative.
(iv) Except for the
computation of overtime the allowances prescribed by this clause shall be
regarded as part of salary for the purposes of this award.
(v) An employee
who works less than 38 hours per week shall be entitled to the allowances
prescribed by this clause in the same proportion as the average hours worked
each week bears to thirty-eight ordinary hours.
11. Penalty Rates and
Shift Allowances
(i) Employees
shall be paid the following percentages in addition to their ordinary rate for
shifts rostered as follows:
(a) 10% for
afternoon shift commencing at or after 10 am and before 1 p.m.
(b) 12.5% for
afternoon shift commencing at or after 1 pm and before 4 p.m.
(c) 15% for night
shift commencing at or after 4.00 pm and before 4.00 am.
(d) 10% for night
shift commencing at or after 4.00 am and before 5.30 am.
provided that laundry staff working afternoon or night
shift as at 30 September, 1993 shall be paid 20% in addition to the ordinary
rate for such shift. Laundry staff
employed after 30 September 1993, and who work afternoon or night shift shall
receive the penalty rates prescribed in paragraphs (a) to (d) above.
(ii) Notwithstanding
subclause (i), employees working less than the hours prescribed for a full-time
employee within clause 4, Hours, shall only be entitled to the additional rates
where their shifts commence prior to 5:30 a.m. or finish subsequent to 6:00
p.m.
(iii) Employees
shall be paid the following penalties for ordinary hours of work occurring on a
Saturday or a Sunday:
(a) for work
between midnight on Friday and midnight on Saturday - time and one half.
(b) for work
between midnight on Saturday and midnight on Sunday - time and three-quarters.
These extra rates shall be in substitution for and not
cumulative upon the shift allowances prescribed in the preceding subclauses (i)
and (ii) of this clause.
(iv) Employees
working a broken shift shall be paid an allowance at the rate set out in Item 1
of Table 2 of Part B, Monetary Rates per shift for each broken shift and the
period of time between the commencement and termination of such shift shall not
exceed 12 hours.
12. Allowances for
Special Working Conditions
(i)
(a) Employees
other than the drivers of ambulances, buses or other motor vehicles, who are
required to drive a vehicle as part of their duties shall be paid in addition
to the ordinary rate, an allowance of the amount set out in Item 8 of Table 2
of Part B, Monetary Rates per week for each week in which they are required to
drive a vehicle provided that an employee who drives a vehicle for more than
ten hours in any week shall be paid the appropriate rate for a motor vehicle
driver for the time spent driving, with a minimum payment of the amount set out
in Item 8 of Table 2 of Part B, Monetary Rates. Provided that an employee who drives a vehicle for more than four
hours in any one day or shift shall be paid as a motor vehicle driver for that
day or shift with a minimum payment of the amount set out in Item 8 of Table 2
of Part B, Monetary Rates.
(b) Provided
however, that an employee who drives a vehicle for more than 20 hours in any
week shall be paid as a motor vehicle driver for that week.
(c) Provided
further that this subclause shall not apply to any employee in receipt of a
margin in excess of that prescribed by this award for a motor vehicle driver,
provided further that this subclause shall not apply to any employee who is
required to relieve a driver of an ambulance, bus or other vehicle, and who is
entitled to be paid in accordance with the terms of clause 23, Relieving Other
Members of Staff.
(ii)
(a) Employees
engaged in work of a dirty or offensive nature and/or cleaning or scraping work
in confined spaces (such as inside ventilator shafts, air conditioning ducts or
the like) shall, whilst so employed, be paid an allowance of the amount set out
in Item 9 of Table 2 of Part B, Monetary Rates per hour extra.
(b) Provided
however that employees engaged in cleaning or scraping work inside the gas or
water space of any boiler, flue or economiser shall, whilst so employed, be
paid an allowance of the amount set out in Item 10 of Table 2 of Part B,
Monetary Rates per hour extra.
(iii) Employees who
are required to assist tradespersons on work of a dirty or offensive nature
shall be paid disability allowances under the same terms and conditions as the
disability allowances that may be payable to the tradespersons they are
assisting.
(iv) Employees
shall be paid an allowance of the amount set out in Item 11 of Table 2 of Part
B, Monetary Rates per hour or part thereof for all time during which they are
engaged in handling linen of a nauseous nature other than linen sealed in bags.
(v) An employee
sent for duty to a place other than his regular place of duty shall be paid for
all excess travelling time at the appropriate rate of pay and reimbursed excess
travelling expenses.
13. Public Holidays
(i) Public
holidays shall be allowed to employees without loss of ordinary pay.
(ii) For the
purposes of this award, the following shall be deemed to be public
holidays: New Year's Day; Australia
Day; Good Friday; Easter Saturday; Easter Monday; Anzac Day; Queen's Birthday;
Labour Day; Christmas Day; Boxing Day; and any other day duly proclaimed and
observed as a public holiday within the area in which the facility is situated.
(iii)
(a) In addition to
those public holidays specified in subclause (ii) employees shall be entitled
to an extra public holiday each year. Such
public holiday shall occur on the day on which the August Bank Holiday is
observed, or at the election of the employer, may be transferred as an
additional public holiday to a day between Christmas and New Year.
(b) Any individual
employer wishing to transfer the August Bank Holiday shall nominate before July
1 of each calendar year, the date on which the additional public holiday is to
be observed. Such date shall occur
within the days Monday to Friday inclusive and shall not coincide with a date
that is already a gazetted public holiday for that calendar year. Once such an election is made, such date
then becomes the date on which the additional public holiday is to be observed
for all workers in that establishment covered by this award.
(c) The foregoing
will not apply in areas where in each year, a day in addition to the ten named
public holidays specified in subclause (ii) is proclaimed and observed as a
public holiday, and will not apply in those other areas where, in each year at
least two half-days, in addition to the ten named public holidays specified in
the said subclause (ii), are proclaimed and observed as half public holidays.
(d) Provided
further, that in areas where in each year, only one half-day in addition to the
ten named public holidays specified in subclause (ii) is proclaimed and
observed, the whole day will be regarded as a public holiday for the purposes
of this award, and no additional public holiday which would otherwise result
from this subclause will be observed.
(iv) An employee
who is required to and does work on any public holiday prescribed in this
clause shall be paid in lieu of all other shift allowances (except broken shift
allowances), weekend penalties, casual loading and part-time loading, as
follows:
(a) Full-time
Employees -
(1) Half-time
extra for all time actually worked, plus one day's pay in addition to the
weekly rate.
Alternatively, if the employee elects:
(2) Half-time
extra for all time worked in addition to the weekly rate and have one ordinary
working day added to be taken in conjunction with the period of annual leave.
(b) Permanent
Part-time Employees -
(1) Time and
one-half extra for all time worked, in addition to the weekly rate.
Alternatively, if the employee elects:
(2) Half-time
extra for all time worked in addition to the weekly rate and have the
equivalent number of hours worked added to be taken in conjunction with the
period of annual leave.
(c) Casual
Employees - Double time and one-half for all time worked.
(v) Full-time
shift-workers rostered off duty on a public holiday shall:
(a) be paid one
day's pay in addition to the weekly rate;
or
(b) if the
employee so elects have one day added to be taken in conjunction with their
period of annual leave.
(vi) The election
referred to in subclauses (iv) and (v) is to be made in writing by the employee
at the commencement of each year of employment and is irrevocable during that
period of employment.
14. Annual Leave
(i) All
employees shall be entitled to the provisions of the Annual Holidays Act
1944.
(ii) Full-time
employees and permanent part-time employees who are rostered to work their
ordinary hours on Sundays and/or public holidays shall be entitled to receive
additional annual leave if, during a qualifying period of employment for annual
leave purposes they have worked:
Full-time
Employees Permanent
part-time Employees
3 shifts or less Nil 0
4 - 10 shifts one
day 0.2
weeks
11 - 17 shifts two
days 0.4
weeks
18 - 24 shifts three
days 0.6
weeks
25 - 31 shifts four days 0.8 weeks
32 or more shifts five
days 1
week.
Provided that a full-time employee, entitled to
additional annual leave by virtue of this subclause, may elect to be paid an
amount equivalent to the value of his or her additional leave entitlements in
lieu of taking the additional leave.
Such election is to be made in writing by the employee at the
commencement of each year of employment and is irrevocable during the currency
of that year of employment.
(iii) Provided that
on termination of employment, employees shall be entitled to payment for any
untaken annual leave due under subclause (ii) together with payment for any
leave in respect of an uncompleted year of employment calculated in accordance
with subclause (ii).
(iv) Employees entitled
to allocated days off duty in accordance with subclause (vi) of clause 4,
Hours, shall accrue credits towards an allocated day off duty in respect of
each day those employees are absent on additional annual leave in accordance
with subclause (ii) of this clause and subclauses (iv) and (v) of clause 13,
Public Holidays.
15. Annual Leave
Loading
(i) Employees
shall be entitled to annual leave loading of 17.5% on four weeks of the
appropriate weekly rate of pay, or shift allowances and weekend penalties as
set out in subclause (ii) of this clause, whichever is the greater.
(ii) A shift
worker, as defined in clause 2, Definitions, shall be paid whilst on annual
leave his ordinary pay plus shift allowances and weekend penalties relating to
ordinary time the shift worker would have worked if he had not been on annual
leave. Provided that shift allowances
and weekend penalties shall not be payable for public holidays which occur
during a period of annual leave or for days which have been added to annual leave
in accordance with the provisions of clause 13, Public Holidays.
(iii) No loading is
payable where the annual leave is taken wholly or partly in advance, provided
however, that if the employment of such an employee continues until their next
anniversary date, the loading then becomes payable.
16. Long Service
Leave
(i)
(a) Each employee
shall be entitled to two months long service leave on full pay after ten years'
service; thereafter additional long service leave shall accrue on the basis of five
months long service leave for each ten years' service.
(b) Where the
services of an employee with at least five years' service as an adult are
terminated by the employer for any reason other than the employee's serious and
wilful misconduct, or by the employee on account of illness, incapacity or
domestic or other pressing necessity, or by reason of the death of the
employee, he/she shall be entitled to be paid a proportionate amount on the
basis of two months for ten years service.
For the purpose of this subclause "service as an adult" means
service with an employer during which the employee received a rate of pay not
less than the lowest rates fixed under this award for an adult male or adult
female, as the case may be, in the same classification as the employee.
(ii) For the
purpose of subclause (i) of this clause:
(a) service shall
mean continuous service with any one employer/organisation;
(b) service shall
not include any period of leave without pay except in the case of employees who
have completed at least ten years service (any period of absence without pay
being excluded therefrom) in which case service shall include any period
without pay not exceeding six months taken after 1 June, 1980;
(iii) The employer
shall give to each worker at least one month's notice of the date from which it
is proposed that the worker's long service leave shall be given and taken. Long service leave shall be taken as soon as
practicable having regard to the needs of the facility, or where the employer
and the employee agree, such leave may be postponed to an agreed date.
(iv)
(a) On the
termination of employment of an employee, otherwise than by his death, an
employer shall pay to the employee the monetary value of all long service leave
accrued and not taken at the date of such termination and such monetary value
shall be determined according to the salary payable to the employee at the date
of such termination.
(b) Where an
employee who has acquired a right to long service leave, or after having had
five years' service as an adult and less than ten years' service dies, the
widow or the widower of such employee or if there is no such widow or widower,
the children of such employee, or if there is no such widow, widower or
children such person who, in the opinion of the employer, was at the time of
the death of such an employee, a dependent relative of such employee shall be
entitled to receive the monetary value of the leave not taken or which would
have accrued to such employee had his services terminated as referred to in
paragraph (b) of subclause (i) of this clause and such monetary value shall be
determined according to the salary payable to the employee at the time of his
death.
Where there is a guardian of any children entitled
under this paragraph the payment to which such children are entitled may be
made to such guardian for their maintenance, education and advancement.
Where there is no person entitled under this paragraph
to receive the monetary value of leave payable under the foregoing provisions
payment in respect thereof shall be made to the legal personal representative
of such employee.
(v) Full-time and
permanent part-time employees shall be entitled to have previous part-time
service as a part-time worker which is the equivalent of at least two full
days' duty per week taken into account for long service leave purposes in
conjunction with full-time and/or permanent part-time service on the basis of
the proportion that the actual number of hours worked each week bears to forty
hours up until 30 April, 1985 and bears to 38 hours on and from 1 May, 1985,
provided the part-time service as a part-time worker merges without break with
the subsequent full-time service or permanent part-time employment.
(vi) Where an
employee has been granted a period of long service leave prior to the coming
into force of this award, the amount of such leave shall be debited against the
amount of leave due under this award.
17. Sick Leave
(i) An employee
shall not be entitled to sick leave until after three months' continuous
service with the same employer.
(ii) A full-time
employee shall be entitled to sick leave on full pay by allowing 76 rostered
ordinary hours of work for each year of continuous service.
(iii) Permanent
Part-time employees shall be entitled to sick leave in the same proportion of
seventy six hours as the average weekly hours worked over the preceding 12
months or from the time of the commencement of employment, whichever is the
lesser, bears to 38 ordinary hours of one week for each year of continuous
service. Such entitlements shall be subject to all the conditions applying to
full-time employees.
(iv) An employee
shall notify his/her employer of an absence from work due to illness or injury
prior to the commencement of his/her rostered shift or as soon as practicable
thereafter, and shall inform the employer of the expected duration of the
absence.
(v) All periods of
sickness shall be certified to by a legally qualified medical practitioner,
provided however, that the employer may dispense with the requirement of a
medical certificate where the absence does not exceed two consecutive days or
where in the employer's opinion the circumstances are such as not to warrant
such requirements.
(vi) The employer
shall not change the rostered hours of work of an employee fixed by the roster
or rosters applicable to the seven days immediately following the commencement
of sick leave merely by reason of the fact that the employee is on sick leave.
(vii) An employee
shall not be entitled to sick leave on full pay for any period in respect of
which such employee is entitled to workers' compensation payments at full
ordinary rate; provided however, that where an employee is not in receipt of
such full ordinary compensation rate, an employer shall pay to an employee who
has sick leave entitlements under this clause, the difference between the
amount received as workers' compensation and full pay.
The employee's sick leave entitlement under this clause
shall for each week during which such difference is paid, be reduced by the
proportion of hours which the difference bears to full pay. On the expiration of available sick leave,
weekly compensation payments only shall be payable.
Provided that this subclause shall not apply where an
employee unreasonably refuses to undergo a rehabilitation programme.
(viii) For the
purpose of determining a full-time employee's sick leave credit as at 1 May,
1985, sick leave entitlement shall be proportioned on the basis of 76:80.
(ix) For the
purposes of this clause, service shall mean continuous service with any one
employer/organisation.
(x) Any unused
sick leave shall remain to the employee's credit.
18. State
Personal/Carer’s Leave Case - August 1996
(1) Use of Sick
Leave -
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (ii) of paragraph (c), who needs the employee’s
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in clause 17, Sick
Leave, for absences to provide care and support, for such persons when they are
ill. Such leave may be taken for part
of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person.
In normal circumstances, an employee must not take carer’s leave under
this subclause where another person has taken leave to care for the same
person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(A) a spouse of the employee; or
(B) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(C) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(D) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(E) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
1. "relative"
means a person related by blood, marriage or affinity;
2. "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
3. "household"
means a family group living in the same domestic dwelling.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person’s relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it
is not practicable for the employee to give prior notice of absence, the
employee shall notify the employer by telephone of such absence at the first
opportunity on the day of absence.
(2) Unpaid Leave
for Carer’s Leave Purposes - An employee may elect, with the consent of the
employer, to take unpaid leave for the purpose of providing care and support to
a member of a class of person set out in subparagraph (ii) of paragraph (c) of
subclause (1) who is ill.
(3) Annual Leave
-
(a) An employee
may elect, with the consent of the employer, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under the Annual
Holidays Act 1944.
(4) Time Off in
Lieu of Payment -
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(b) Overtime taken
as time off during ordinary time hours shall be taken at the ordinary time
rate, that is an hour for each hour worked.
(c) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason payment for the time
accrued at overtime rates shall be made at the expiry of the 12 month period or
on termination.
(d) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(5) Make-up Time
-
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours payable at the ordinary
rate of pay, and works those hours at a later time, during the spread of
ordinary hours provided in the award, at the ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
(6) Allocated
Days Off -
(a) An employee
may elect, with the consent of the employer, to take an allocated day off at
any time.
(b) An employee
may elect, with the consent of the employer, to take allocated days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all allocated
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee or subject to reasonable notice by the
employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
19. Compassionate
Leave
(i) Compassionate
leave with pay shall be granted only in extraordinary or emergent circumstances
where an employee is forced to be absent from duty because of an urgent
pressing necessity, and such leave as is granted should be limited to the time
necessary to cover the immediate emergency.
An absence occasioned by personal exigencies which
might fairly be regarded as an obligation on the employee, rather than the
employer, may be covered by the grant of leave without pay, or if the employee
so desires, charged against available annual leave credits.
(ii) Compassionate
leave shall be granted on the following principles:
(a)
(1) Employees
shall be entitled to compassionate leave with respect to the death and/or
funeral of parents, parents-in-law, spouse, child, sibling, grandparent,
grandchild, daughter-in-law, son-in-law, sister-in-law and brother-in-law.
Compassionate leave is available to employees living in
a bona fide de facto relationship. In
determining the existence of a bona fide de facto relationship, the
requirements set out in the De Facto Relationships Act, 1984, No. 147,
would be appropriate, i.e., "de facto relationship means the relationship
between de facto partners, being the relationship of living or having lived
together as husband and wife on a bona fide domestic basis although not married
to each other".
(2) In general,
compassionate leave with pay should be limited to one day, provided that where
the employee is involved in making funeral arrangements, travelling etc., leave
may be allowed for up to three days.
(3) Leave with pay
would not ordinarily be granted for the death or attendance at the funeral of a
relative other than those mentioned, unless special circumstances exist, e.g.,
the employee resided with the deceased.
Where an illness in the family causes an immediate
emergency, sufficient leave should be granted to meet the immediate emergencies
and to allow the employee to make any other arrangements considered
necessary. Except in very special
cases, such leave with pay should be limited to one day and where no one but
the employee was available to care for the sick family member.
Compassionate leave may also be granted in cases of
unforeseen emergencies which clearly prevent attendance for duty, e.g. flood,
bush fires etc.
(iii) Only under
the most exceptional circumstances shall compassionate leave be granted for a
period exceeding three working days within any one year. This is provided that additional leave may
be granted by the employer in exceptional circumstances.
20. Payment and
Particulars of Wages
(i) Wages shall
be paid weekly or fortnightly, provided that, for the purpose of adjustments of
wages related to alterations in the basic wage, from time to time effective,
the pay period shall be deemed to be weekly.
(ii) On each pay
day the pay shall be made up to a day not more than five days prior to the day
of payment.
(iii) Employees
shall have their wages paid by direct deposit or electronic transfer into one
account with a bank or other financial institution in New South Wales as
nominated by the employee except where agreement as to payment by cash or
cheque has been reached between the Association and the employer due to the
isolation of the place of employment and/or the limited number of employees.
(iv) Wages shall be
deposited by the employer in sufficient time to ensure that wages are available
for withdrawal by employees by the close of business on pay day. Where the wages are not available to the
employee by such time due to circumstances beyond the employers control, the
employer shall not be held accountable for such delay.
(v) Where the services
of an employee are terminated with due notice, all moneys owing shall be paid
upon cessation of employment, but in the case of termination without due
notice, within three working days.
(vi) On pay-day
each employee shall be provided with a pay slip which specifies the following
particulars:
(a) name and date
of payment;
(b) the period for
which the payment is made;
(c) the gross
amount of wages, including overtime and other earnings;
(d) the ordinary
hourly rate;
(e) the amount
paid as overtime or such information as will enable the amount paid as overtime
to be calculated by the employee;
(f) the amount of
other earnings and the purpose for which they are paid;
(g) the amount
deducted for taxation purposes;
(h) the
particulars of all other deductions; and
(i) the net
amount paid.
(vii) Where an
employer has overpaid an employee, the employer shall notify the employee of
such overpayment and how such overpayment is made up, in writing, and may
recover such amounts, with the agreement of the employee as to the amount of
the overpayment and method of such recovery.
This subclause authorises the use of deductions from wages for the
purpose of such recovery. All such deduction from wages must be authorised in
writing by the employee.
21. Service Allowance
(i) All employees
appointed prior to 1 June 1980, shall after 10 years' continuous service with
the same organisation, be paid by the said organisation in addition to the
rates prescribed in Part B, Monetary Rates of this award, a service allowance
in the following manner:
For 10 years of service but less than 15 years 5%
For 15 years of service but less than 20 years 7½%
For 20 years of service and over %.
(ii) Payments due
under this clause will be made on the usual pay day when other payments under
the award are made.
(iii) Continuous
service in the same organisation, prior to the commencement of this award shall
be taken into account when computing service for the purposes of this clause.
(iv) Continuous
service shall be deemed not to have been broken by absence from the
organisation due to membership of the defence forces of the Commonwealth in
time of war or during any period of special leave for members of the Military
Reserve Forces.
22. Leading Hands
(i) A leading
hand is an employee who is placed in charge of not less than two (2) other
employees of a substantially similar classification, but does not include any
employee whose classification denotes supervisory responsibility.
(ii) A leading
hand shall be paid a weekly allowance of the amount specified by the item
number in accordance with the following scale:
Item Number of Table 2 of Part B, Monetary Rates
In charge of 2-5 other employees tem 12
In charge of 6-10 other employees tem 13
In charge of 11-15 other employees Item 14
In charge of 16-19 other employees Item 15
(iii) This
allowance shall be part of salary for all purposes of this award.
23. Relieving Other
Members of Staff
(i) An employee
when called upon by the employer to relieve another employee paid on a higher
scale shall be paid for the time so spent at the rate prescribed for the
classification of the employee so relieved.
(ii) This clause
shall not apply when an employee in a higher grade is absent from duty by
reason of their allocated day off duty.
24. Uniforms and
Protective Clothing
(i)
(a) Subject to
paragraph (c) of this subclause, sufficient suitable and serviceable uniforms
or overalls shall be supplied free of cost, to each employee required to wear
them. An employee to whom a new uniform
or part of a uniform has been supplied by the organisation, who fails to return
the corresponding article last supplied, shall not be entitled to have such
article replaced without payment for it at a reasonable price, in the absence
of a satisfactory reason for the loss of such article or failure to produce
such uniform or part thereof.
(b) Upon
termination, an employee shall return any uniform or part thereof supplied by
the organisation which is still in use by the employee, immediately prior to
leaving.
(c) In lieu of
supplying a uniform to an employee, the organisation may pay to such employee
the sum set out in Item 16 of Table 2 of Part B, Monetary Rates per week,
provided however, that if the uniform includes a cardigan or special-type
shoes, an additional sum as set out in Item 17 of Table 2 of Part B, Monetary
Rates per week shall be paid.
(d) If the uniform
of the employee is not laundered at the expense of the organisation, an
allowance of the amount set out in Item 18 of Table 2 of Part B, Monetary Rates
per week shall be paid to the employee.
(ii) Each employee
whose duties require them to work out of doors shall be supplied with
overboots. Sufficient raincoats shall
also be made available for use by these employees.
(iii) Each employee
whose duties require them to work in a hazardous situation with or near
machinery shall be supplied with appropriate protective clothing and equipment.
25. Sleepovers
(i) Hostel
employees may be required in addition to normal rostered shifts to sleepover. A sleepover means sleeping in at night in
order to be on call for emergencies.
(ii) The following
conditions shall apply to each night of sleepover:
(a) The span for a
sleepover shall be not less than 8 hours nor more than 10 hours on any one
night.
(b) Employees
shall be provided with free board and lodging for each night on which they are
required to sleep over.
(c) Employees
shall be provided with a separate room with a bed and use of staff facilities.
(d) In addition to
the provision of free board and lodging for such nights, the employee shall be
entitled to a sleepover allowance of the amount set out in Item 19 of Table 2
of Part B, Monetary Rates for each night on which they sleepover.
(e) No work other
than that of an emergency nature involving the direct care of residents shall
be required to be performed during any sleepover.
(f) An employee
directed to perform work other than that of an emergency nature during any
sleepover shall be paid the appropriate hourly rate from the start of the sleepover
to the end of the non-emergency work, or from the start of the non-emergency
work to the end of the sleepover, whichever is the lesser, in addition to the
sleepover allowance in paragraph (d).
(g) All time
worked during any sleepover shall count as time worked and be paid for in
accordance with the following provisions:
(1) All time
worked by full-time employees during any sleepover shall be paid for at
overtime rates.
(2) All time
worked by part-time workers during any sleepover shall be paid for at ordinary
rates; provided that if the total number of hours worked in the week exceeds 38
hours, or exceeds 76 hours in the fortnight as the case may be, then the excess
hours worked in that week or fortnight, as the case may be, shall be paid for
at overtime rates.
(3) All time
worked by permanent part-time employees and casual employees during any
sleepover shall be paid for at ordinary rates; provided that, if the total
number of hours worked on that day exceeds the number of hours worked by
full-time employees, or eleven hours where there are no such full-time
employees, then the excess hours worked on that day shall be paid for at
overtime rates; and provided further that if the total number of hours worked
in the week exceeds 38 hours, or exceeds 76 hours in the fortnight as the case
may be, then the excess hours worked in that week or fortnight, as the case may
be, shall be paid for at overtime rates.
(4) And provided
further that where the employee does not have eight consecutive hours off duty between
ordinary rostered duty on successive days, then the provisions of paragraph (j)
of this subclause will apply.
(h) A sleepover
may be rostered to commence immediately at the conclusion of the employee's
shift and continuous with that shift; and/or immediately prior to the
employee's shift and continuous with that shift, and not otherwise.
(i) No employee
shall be required to sleepover during any part of their rostered days off
and/or allocated days off provided for in subclauses (iii) and (vi) of clause
4, Hours.
(j) An employee
(whether a full-time employee, permanent part-time employee or casual employee)
who performs so much work during sleepover periods between the termination of
their ordinary work on any day or shift and the commencement of their ordinary
work on the next day or shift that they have not had at least eight consecutive
hours off duty between these times shall, subject to this subclause, be
released after completion of such work until they have had eight consecutive
hours off duty without loss of pay for ordinary working time occurring during
such absence. If on the instruction of
the employer such an employee resumes or continues to work without having such
eight consecutive hours off duty they shall be paid at double time of the
appropriate rate applicable on such day until they are released from duty for
such period and they then shall be entitled to be absent until they have had
ten consecutive hours off duty without loss of pay for ordinary working time
occurring during such absence.
(k) Casual
employees may only be used for sleepovers when full-time employees or permanent
part-time employees are not available for that duty and in no case shall casual
employees be used exclusively or almost exclusively for sleepovers.
(iii) Nothing in
this clause shall preclude the employer from rostering an employee to work
shift work in lieu of undertaking sleepovers.
26. Live-in
Hostel Supervisors required to live in shall be provided
with full board and lodging free of charge.
Where such hostel supervisors are rostered off duty, other appropriate
staff shall be available.
27. Grievance and
Dispute Resolution Procedures
(i) The
following procedures shall be followed in relation to grievances of individual
employees:
(a) The employee
is required to notify the employer, preferably in writing, as to the substance
of the grievance, request a meeting with the employer for bilateral discussions
and state the remedy sought.
(b) A grievance
must initially be dealt with as close to the source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable
time limits must be allowed for discussion at each level of authority.
(d) At the
conclusion of the discussion, the employer must provide a response to the
employee's grievance, if the matter has not been resolved, including reasons
for not implementing any proposed remedy.
(ii) The following
procedure shall be followed in relation to disputes, etc., between employers
and their employees:
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time limits must be allowed for discussion at each level of authority.
(iii) In the case
of employers who employ not more than 20 employees, or where the management
structure is such that all employees are subject to the direct supervision and
control of the employer, graduated steps for further discussion and resolution
at higher levels do not apply.
(iv) Whilst any
of the above procedures are being followed, normal work must continue.
(v) For any of the
above procedures, the employer may be represented by an industrial organisation
of employers and the employee(s) may be represented by an industrial
organisation of employees.
(vi) The industrial
organisation representing employees reserves the right to vary this procedure
where it is considered a safety factor is involved.
28. Anti-Discrimination
(i) It is
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, marit6al
status, disability, homosexuality, transgender identity and age.
(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 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.
(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 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.
(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 -
(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.
29. Attendance at
Meetings and Fire Drills
(i) Any employee
required to attend Occupational Health and Safety Committee and/or Board of
Management meetings in the capacity of employee representative shall, if such
meetings are held outside the ordinary hours of work, be entitled to receive
payment at the "ordinary rate" for the actual time spent in
attendance at such meetings. In lieu of
receiving payment, employees may, with the agreement of the employer, be
permitted to be free from duty for a period of time equivalent to the period
spent in attendance at such meetings.
Such time spent shall not be viewed as overtime for the purposes of this
award.
(ii) Any employee
required to work outside the ordinary hours of work in satisfaction of the
requirements for compulsory fire safety practices, (e.g. fire drill and
evacuation procedures) contained from time to time within the Nursing Homes
Act, 1988, and the regulations made thereunder, shall be paid for time
spent in attendance at their ordinary rate where such time is concurrent or
continuous with their shift on that day.
Where such time spent in attendance is not continuous with their shift,
then the provision of clause 7, Overtime shall apply.
30. Labour
Flexibility
(i) An employer
may direct an employee to carry out such duties as are within the limits of the
employee's skill, competence and training.
Such duties may include work which is incidental or peripheral to the
employee's main tasks provided that such duties are not designed to promote
deskilling.
(ii) The employer
may direct an employee to carry out such duties and use such tools and
equipment as may be required provided that the employee has been properly trained
or has otherwise acquired the necessary skills in the use of such tools and
equipment.
(iii) Any direction
issued by the employer pursuant to subclause (i) and/or (ii) shall be
consistent with the employer's responsibility to provide a safe and healthy
working environment for employees and the employer's duty of care to residents.
31. Promotions and
Appointments
Promotion and/or appointment shall be by merit, provided
however that no employee with a claim to seniority shall be passed over without
having his/her claim considered.
32. Emergency
Telephone Calls
An employee required to answer emergency telephone calls
outside of ordinary working hours, but not recalled to duty, shall be
reimbursed rental charges on such telephone calls on production of receipted
accounts. Provided that, where an
employee is required to answer out of hours telephone calls on a relief basis,
he/she shall be paid (1/12th) of his/her yearly telephone rental for each month
or part thereof he/she is so employed.
33. Parental Leave
(i) All employees
are entitled to paternity leave in accordance with the provisions of the Industrial
Relations Act 1996.
(ii)
(a) Full-time
employees and permanent part-time employees are eligible for paid maternity
leave and paid adoption leave in accordance with the following provisions:
(1) Full-time
employees are eligible for paid maternity leave and paid adoption leave when
they have completed at least 40 weeks' continuous service of not less than 31¼
hours per week prior to the expected date of birth or prior to the date of
taking custody of the child.
(2) Permanent
part-time employees are eligible for paid maternity leave and paid adoption
leave when they have completed at least 40 weeks' continuous service.
(b) Employees who
are eligible for paid maternity leave and paid adoption leave are entitled to
maternity leave and adoption leave as follows:
(1) Paid Leave
(A) Paid Maternity
Leave - an eligible employee is entitled to nine weeks paid maternity leave at
the ordinary rate of pay from the date the maternity leave commences.
Maternity leave may commence up to nine weeks prior to
the expected date of birth. It is not
compulsory for an employee to take this period off work. However, if an employee decides to work
during this period, it is subject to the employee being able to satisfactorily
perform the full range of normal duties.
(B) Paid Adoption
Leave - an eligible employee is entitled to paid adoption leave of three weeks
from and including the date of taking custody of the child.
Paid maternity leave and paid adoption leave may be
paid:
(i) on a normal
fortnightly basis;
(ii) in advance in
a lump sum;
(iii) at the rate
of half pay over a period of 18 weeks on a regular fortnightly basis for
maternity leave and at the rate of half pay over a period of six weeks on a
regular fortnightly basis for adoption leave.
Annual and/or long service leave credits can be
combined with periods of maternity leave or adoption leave on half pay to
enable an employee to remain on full pay for that period.
(2) Unpaid Leave
(A) Unpaid Maternity
Leave - An employee is entitled to a further period of unpaid maternity leave
of not more than twelve months after the actual date of birth of the child.
(B) Unpaid Adoption
Leave - An employee is entitled to unpaid adoption leave as follows:
(i) where the
child is under the age of 12 months - a period of not more than 12 months from
the date of taking custody;
(ii) where the
child is over the age of 12 months - a period of up to 12 months, such period
to be agreed upon by both the employee and the employer.
(c) An employee
who has once met the conditions for paid maternity leave and paid adoption
leave will not be required to again work the 40 weeks' continuous service in
order to qualify for a further period of maternity leave or adoption leave,
unless:
(1) there has been
a break in service where the employee has been re-employed or re-appointed
after a resignation, medical retirement or after her services have been
otherwise dispensed with; or
(2) the employee
has completed a period of leave without pay of more than 40 weeks. In this context, leave without pay does not
include sick leave without pay, maternity leave without pay, or leave without
pay associated with an illness or injury compensable under the Workers'
Compensation Act.
(d) An employee
who intends to proceed on maternity leave should formally notify her employer
of such intention as early as possible, so that arrangements associated with
her absence can be made. Written notice
of not less than eight weeks prior to the commencement of the leave should
accordingly be given. This notice must
include a medical certificate stating the expected date of birth and should
also indicate the period of leave desired.
(e) In the case of
notification of intention to take adoption leave, due to the fact that an
employee may be given little notice of the date of taking custody of a child,
employees who believe that, in the reasonably near future, they will take
custody of a child, should formally notify their employer as early as
practicable of the intention to take adoption leave. This will allow arrangements associated with the adoption leave
to be made.
(f) After
commencing maternity leave or adoption leave, an employee may vary the period
of her maternity leave or adoption leave, once, without the consent of the
employer and otherwise, with the consent of the employer. A minimum of four weeks' notice must be
given, although an employer may accept less notice if convenient.
(g) Any person who
occupies the position of an employee on maternity leave or adoption leave must
be informed that the employee has the right to return to her former
position. Additionally, since an
employee also has the right to vary the period of her maternity leave or
adoption leave, offers of temporary employment should be in writing, stating
clearly the temporary nature of the contract of employment. The duration of employment should also be
set down clearly, to a fixed date or until the employee elects to return to
duty, whichever occurs first.
(h) When an
employee has resumed duties, any period of full pay leave is counted in full
for the accrual of annual and long service leave and any period of maternity
leave or adoption leave on half pay is taken into account to the extent of
one-half thereof when determining the accrual of annual and long service leave.
(i) Except in the
case of employees who have completed ten years service the period of maternity
leave or adoption leave without pay does not count as service for long service
leave purposes. Where the employee has
completed ten years service the period of maternity leave or adoption leave
without pay shall count as service for long service leave purposes provided such
leave does not exceed six months.
(j) Maternity
leave or adoption leave without pay does not count as service for incremental
purposes. Periods of maternity leave or
adoption leave on full pay and at half pay are to be regarded as service for
incremental progression on a pro-rata basis.
(k) Where public
holidays occur during a period of paid maternity leave or adoption leave,
payment is at the rate of maternity leave or adoption leave received, that is
the public holidays occurring in a period of full pay maternity leave or
adoption leave are paid at the full rate and those occurring during a period of
half pay leave are paid at the half rate.
(l) If because of
an illness associated with her pregnancy an employee is unable to continue to
work then she can elect to use any available paid leave (sick, annual and/or
long service leave) or to take sick leave without pay.
(m) Where an
employee is entitled to paid maternity leave, but because of illness, is on
sick, recreation, long service leave, or sick leave without pay prior to the
birth, such leave ceases nine weeks prior to the expected date of the
birth. The employee then commences
maternity leave with the normal provisions applying.
(n) Where, because
of an illness or risk associated with her pregnancy, an employee cannot carry
out the duties of her position, an employer is obliged, as far as practicable,
to provide employment in some other position that she is able to satisfactorily
perform. A position to which an
employee is transferred under these circumstances must be as close as possible
in status and salary to her substantive position.
(o) In the event
of a miscarriage any absence from work is to be covered by the current sick
leave provisions.
(p) In the case of
stillbirth, an employee may elect to take sick leave, subject to the production
of a medical certificate, or maternity leave.
She may resume duty at any time provided she produces a doctor's
certificate as to her fitness.
(q) An employee
who gives birth prematurely, and prior to proceeding on maternity leave shall
be treated as being on maternity leave from the date leave is commenced to have
the child. Should an employee return to
duty during the period of paid maternity leave, such paid leave ceases from the
date duties are resumed.
(r) An employee
returning from maternity leave or adoption leave has the right to resume her
former position. Where this position no
longer exists the employee is entitled to be placed in a position nearest in
status and salary to that of her former position and for which the employee is
capable or qualified.
(s) Employees may
make application to their employer to return to duty for less than the
full-time hours they previously worked by taking weekly leave without pay. Such return to work is to be according to
the following principles:
(1) the period is
to be limited to twelve months after which the full-time duties must be
resumed;
(2) the employee
is to make an application for leave without pay to reduce her full-time weekly
hours of work. This application should
be made as early as possible to enable the employer to make suitable staffing
arrangements. At least four weeks'
notice must be given;
(3) the quantum of
leave without pay to be granted to individual employees is to be at the
absolute discretion and convenience of the employer;
(4) salary and
conditions of employment are to be adjusted on a basis proportionate to the
employee's full-time hours of work, that is for long service leave the period
of service is to be converted to the full-time equivalent and credited
accordingly.
(5) Full-time
employees who return to work under this arrangement remain full-time employees.
(t) Where an
Employee Becomes Pregnant Whilst on Maternity Leave, a Further Period of
Maternity Leave May be Granted. Should
This Second Period of Maternity Leave Commence During the Currency of the
Existing Period of Maternity Leave, then Any Residual Maternity Leave from the
Existing Entitlement Lapses.
34. Repatriation
Leave
(i) Employees who
are ex-servicemen or ex-servicewomen may be granted special leave in one or
more periods up to a maximum of 6½ working days in any period of twelve months
without deduction from annual or sick leave credits for the following purposes
in connection with an accepted war-caused disability or in connection with an
application to the Repatriation Department for a disability to be so accepted:
(a) to attend a
hospital or clinic or visit a medical officer in that regard;
(b) to attend a
hospital, clinic or medical officer or to report for periodical examination or
attention;
(c) to attend limb
factories for the supply, renewal and repair of artificial replacements and
surgical appliances.
(ii) Employees are
to provide the employer with documentary evidence as to the attendance prior to
the payment of special leave being granted.
35. Association
Representative
An employee appointed Association representative shall, upon
notification thereof in writing to the organisation, within 14 days of such
appointment, or as soon as practicable thereafter, be recognised as the accredited
representative of the Association and shall be allowed the necessary time,
during working hours, to interview the employer on matters affecting employees.
36. Apprentices
(i) Indentured
apprentice means an employee who is serving a period of training under an
indenture for the purpose of rendering them fit to be a qualified worker in an
industry. Apprentices may be indentured
to an organisation as cooks or gardeners.
(ii) Apprenticeship
means an apprenticeship established under Division 2 of Part 3 of the Industrial
and Commercial Training Act, 1989.
(iii) The minimum
rates of wages for apprentice cooks shall be the following percentages of the
rate applicable to the classification of Cook Grade B as varied from time to
time:
First year 60%
Second year 82½%
Third year 92½%.
(iv) The minimum
rates of wages for apprentice gardeners shall be the following percentages of
the rate applicable for the classification of Gardener (Qualified) as varied
from time to time:
First year 50%
Second year 60%
Third year 80%
Fourth year 90%.
(v) Apprentices
attending college for training shall be entitled to fares to and from home to
college.
(vi) An apprentice
who obtains and hands to his/her employer a certificate or statement of having
passed his/her first year technical college examination and in respect of whom
a satisfactory report as to conduct, punctuality and progress is furnished
shall be paid an allowance of the amount in Item 20 of Table 2 of Part B,
Monetary Rates per week in addition to the rates prescribed in the ensuing
twelve months, plus an additional allowance of the amount in Item 20 of Table
2, Part B, Monetary Rates per week if he/she passes each subsequent year.
(vii) The ordinary
hours of work for apprentices shall be as prescribed in clause 4, Hours. No apprentice shall be permitted or required
to perform work which would prevent the apprentice from attending classes at
TAFE.
(viii) No apprentice
shall be permitted or required to lift or carry by hand a greater weight than:
Males Females
Under 16 years of age 14
kg 9
kg
Under 18 years of age 18
kg 11½
kg
Over 18 years of age 18
kg 16
kg.
37. Termination of
Employment
(i) One week's
notice of termination shall be given by the employer or the employee,
respectively, but when the conduct of an employee justifies instant dismissal
such notice of termination shall not apply; provided that should an employee
fail to give the prescribed notice such employee shall be liable to the
forfeiture of one week's wages.
(ii) Provided that
in the case of casual employees, one hour's notice shall apply.
(iii) Where the
services of an employee are terminated by the employer without due notice the
employee shall be paid one week's salary in lieu thereof.
(iv) Employees with
a credit of time towards an allocated day off duty shall be paid for such
accrual upon termination.
38. Notice Board
(i) The employer
shall permit a notice board of reasonable dimensions to be erected in a
prominent position upon which the Association representatives shall be
permitted to post Association notices.
(ii) The employer
shall keep exhibited a copy of this award in accordance with Regulations of the
Industrial Relations Act 1996.
39. Accommodation and
Amenities
(i) The minimum
standards as set out in the Factories (Health and Safety) General Regulations,
as at 1 January 1993, made under the Factories, Shops and Industries Act
1962, shall be met in the provision of amenities to employees.
(ii) Such
amenities must include:
(a) change rooms
and lockers;
(b) meal room;
(c) facilities for
boiling water, warming and refrigerating food and for washing and storing
dining utensils;
(d) rest room;
(e) washing and
bathing facilities; and
(f) sanitary
conveniences.
40. Inspection of
Lockers
Lockers may only be opened for inspection in the presence of
the employee but in cases where the employee neglects or refuses to be present
or in any circumstances where notice to the employee is impracticable, such
inspection may be carried out in the absence of the employee by an officer of
the employer and a union representative where practicable, otherwise by any two
officers of the facility appointed by the employer for that purpose.
41. Exemptions
This award shall not apply to:
(i) Novices,
aspirants or persons who have taken the vows of religious orders.
(ii) Employees of
the Spastic Centre of New South Wales to whom the terms of the Spastic Centre
of New South Wales Employees' Enterprise (State) Award, and any variations
thereto or replacements thereof, apply.
(iii) Employees of
Stewart House of South Curl, to whom the terms of the Registered Industrial
Agreement No. 6299, and any variations thereto or replacements thereof, apply.
(iv) Employees of
Carrington Centennial Hospital for Convalescents at the Carrington Retirement
Village of Camden, to whom the terms of the Registered Industrial Agreement No.
8634, and any variations thereto or replacements thereof, apply.
(v) Employees of
the Richmond Fellowship of New South Wales to whom the terms of the Richmond Fellowship
of New South Wales (State) Award apply.
(vi) Employees of
the Royal Institute for Deaf and Blind Children, North Rocks whilst ever the
terms of the Royal Institute for Deaf and Blind Children Employees' (State)
Award apply to them.
(vii) Employees of
The Northcott Society whilst every they are applying to their employees the
terms of The Northcott Society (State) Award.
(viii) Employees of
the following nursing homes, whilst ever these nursing homes are applying to
their employees the terms of the Aged Care General Services (State) Award or
any award replacing that award:
A.C. Mackie Nursing Home, Dillon Street, Paddington.
Austral House Nursing Home, 4 Austral Avenue, North
Manly.
Buckland Nursing Home, 39 Hawkesbury Road, Springwood.
Bushlands Place Nursing Home, Bushlands Drive, Taree.
Cardinal Freeman Nursing Home, Clissold Street,
Ashfield.
Castellorizian Nursing Home, 95 Todman Avenue,
Kensington.
Castle Hill Nursing Home, 454 Old Northern Road, Dural.
Coffs Harbour Legacy Nursing Home, 55 Victoria Street,
Coffs Harbour.
Courtlands Nursing Home, Walden Road, Parramatta.
Edinglassie Nursing Home, Emerald Street, Emu Plains.
Ex-Servicemen's Memorial Nursing Home, The Ridgeway,
Bolton Point.
Fairview Nursing Home, Victoria Terrace, Moree.
Garden Suburbs Nursing Home, 7 Myall Road, Garden
Suburbs.
I.O.O.F. Nursing Home, 7 Saunders Street, North
Parramatta.
Jacaranda Nursing Home, 12-14 English Street, Cronulla.
James Milson Nursing Home, 55 High Street, North
Sydney.
John and Helen Robinson Nursing Home, Belinda Street,
Gerringong.
Leisure World Nursing Home, 93 Baumans Road, Peakhurst.
Loreto Home for the Aged Nursing Home, 367 Bronte Road,
Waverley.
Lourdes Village Nursing Home, 95 Stanhope Road,
Killara.
Lynvale Nursing Home, 55 Stokes Street, Lane Cove.
Mary Potter Nursing Home, Lewisham Avenue, Wagga Wagga.
Mayflower Nursing Home, 2 Helen Street, Westmead.
McCall Garden Colony Nursing Home, 10-32 Terrey Road,
Box Hill.
Narla Village Nursing Home, 21 Lentara Road, Belmont
North.
Ocean View Nursing Home, 2 Jenkin Street, Mona Vale.
Peakhurst Nursing Home, 18 Henry Lawson Drive,
Peakhurst.
Pioneer House Nursing Home, 44 Court Street, Mudgee.
Pitt Wood Presbyterian Homes Nursing Home, Charlotte
Street, Ashfield.
Roselands Nursing Home, 59-63 Karne Street, Beverly
Hills.
Sir William Hudson Memorial Nursing Home, Buchan
Parade, Cooma.
St. Luke's Nursing Home, 73 Roslyn Gardens, Elizabeth
Bay.
Wesley Heights Nursing Home, 47 Birkley Road, Manly.
Wesley Lodge Nursing Home, 55 Bull Street, Mayfield.
Whitehall Nursing Home, 75B Maroo Avenue, Revesby.
Woodfield Nursing Home, 16 Stanton Road, Haberfield.
Woodstock Nursing Home, 88 Redmyre Road, Strathfield.
(ix) Members of the
Aged Services Association and/or the Catholic Commission for Employment Relations
who have elected not to be covered by this award as at 1 September 1999 and who
shall be covered by the Charitable, Aged and Disability Services (State) Award.
42. Area, Incidence
and Duration
(i) This award
was made following a review under section 19 of the Industrial Relations Act
1996.
(ii) This award
rescinds and replaces the Charitable Sector Aged and Disability Care Services
(State) Award published 16 September 1994 (281 I.G. 1011) as varied and the
Charitable Sector Aged and Disability Care Services Rates of Pay (State) Award
published 1 November 1996 (295 I.G. 631) and all variations thereof.
(iii) This award
shall apply to all persons employed by or in or in connection with voluntary,
religious, charitable and non-profit making private retirement villages,
nursing homes and hostels for the aged in the private health, health-related
and aged care industries and who come within the constitution rule of the
Health and Research Employees’ Association of New South Wales.
(a) Provided that,
with respect to the Grand United Centenary Nursing Home, employees employed
prior to 15 July 1996 shall continue to be entitled to receive any benefit or
benefits contained in the Aged Care General Services (State) Award made 17 July
2000, as varied, which are greater than the benefit or benefits contained in
this award.
(b) Provided
further that, with respect to the following nursing homes, however named:
Clarence Nursing Home, Grafton.
Frank Whiddon Masonic Nursing Home, Glenfield.
The Cedars Nursing Home, Casino.
Wingham Court Nursing Home, Wingham.
Narraburra Lodge Nursing Home, Temora (previously known
as Greenstone Lodge Nursing Home, Temora),
employees employed prior to 4 September 1998, shall
continue to be entitled to receive any benefit or benefits contained in the
Aged Care General Services (State) Award made 17 July 2000, as varied, which
are greater than the benefit or benefits contained in this award.
(c) Provided
further that, with respect to the following hostels for the aged, however,
named:
A H Livingston House, Grafton.
Arthur Webb Court Hostel, Glenfield.
Birrungan Lodge Hostel.
Easton Park Hostel Units, Glenfield.
Easton Park New Hostel Units, Glenfield.
Greenstone Lodge, Temora.
Ilumba Gardens, Kelso.
Kyogle Court, Kyogle.
Lake Macquarie Retirement Village Hostel, Belmont.
Laurieton Haven Hostel, Laurieton.
Lower Clarence Retirement Village Hostel, Maclean.
Maas House, Glenfield.
Masonic Towers, Hornsby.
Namoi Valley Aged Care Hostel.
Primrose Court.
Redhead Gardens Hostel.
The Noel Warren Masonic Village.
Wingham Court, Wingham,
employees employed prior to 4 September 1998, shall be
entitled to receive any benefit or benefits contained in the Aged Care General
Services (State) Award made 17 July 2000, as varied, which are greater than the
benefit or benefits contained in this award.
(d) Provided
further that, with respect to the following retirement villages, however,
named:
Easton Park Retirement Village, Glenfield.
Frank Whiddon Masonic Homes, Glenfield.
Ilumba Gardens Retirement Village, Kelso.
Lake Macquarie Retirement Village.
Laurieton Haven Home for the Frail Aged.
Lower Clarence Retirement Village.
Maitland Retirement Village.
Namoi Valley Aged Care Complex.
Redhead Gardens Retirement Village.
employees employed prior to 4 September 1998, shall be
entitled to receive any benefit or benefits contained in the Aged Care General
Services (State) Award made 17 July 2000, as varied, which are greater than the
benefit or benefits contained in this award.
(iv) This award
shall also apply to all persons employed by or in or in connection with
voluntary, religious, charitable and other non-profit making private nursing
homes and hostels for the disabled in the private disability services industry
and who come within the Constitution Rule of Health and Research Employees'
Association of New South Wales.
(v) This award
shall also apply to all persons employed by or in or in connection with other
accommodation support services and/or community residential units for disabled
persons owned, managed or conducted by voluntary, religious, charitable and
other non-profit making organisations in the private disability services
industry and who come within the Constitution Rule of the Health and Research
Employees' Association of New South Wales.
(vi) This award
shall also apply to all persons employed in the following centres:
Ashton House, Maroubra Junction;
Ferguson Lodge, Lidcombe;
Foundation for Disabled, Llandilo;
Greystanes Children’s Home, Leura;
Handicapped Children’s Centre, Kirrawee;
Illawarra Society for Crippled Children;
Inala, Pennant Hills;
Kurinda Residential Services, Seven Hills;
Lonsdale House Hostel;
Lorna Hodgkinson Sunshine Home, Gore Hill;
Mannix Children’s Centre, Liverpool;
Multiple Sclerosis Society of NSW, Lidcombe;
Newcastle and District Association for Crippled
Children;
Royal Far West Children’s Health Service & Services
for the Aged;
Sunnyfield Association, Allambie Heights;
Whitehall Children’s Home, Revesby.
(vii) Provided that
this award shall not apply to persons substantially engaged in counselling,
social welfare advice and referral, assessment of disability, design of
disability services programmes, or community development work in connection
with services for the disabled or social workers or social educators properly
so-called; provided this exclusion does not apply to persons eligible to become
members of the Health and Research Employees' Association who are employed as
residential care workers, and persons primarily engaged in supervising the work
performed by disabled persons, or in domestic duties in Sheltered Workshops for
the disabled.
(viii) The variation,
made on 18 February 1997, deleting the Grand United War Memorial Nursing Home
from the list in subclause (viii) of clause 41, Exemptions, and adding the
proviso to subclause (iii) of clause 42, Area, Incidence and Duration shall
take effect on and from 22 January 1997.
(ix) The variation
applying to the nursing homes, hostels and retirement villages run by Frank
Whiddon Masonic Homes shall take effect on and from 4 September 1998.
(x) This award
shall take effect on and from the beginning of the first pay period to commence
on or after 14 May 2001 and it shall have a nominal term of 18 months.
PART B
TABLE 1 - MONETARY
RATES
|
|
|
|
|
Current
|
SWC 2000
|
Wage Rate
|
|
Wage Rate
|
adjustment
|
as from
|
|
$/week
|
$/week
|
3.12.2000
|
|
|
|
$/week
|
CLERICAL SERVICES -
|
|
|
|
Clerks -
|
|
|
|
Clerk - Junior -
|
|
|
|
At 16 years of age or
under
|
$ 237.40
|
3.1%
|
$ 244.80
|
At 17 years of age
|
$ 271.60
|
3.1%
|
$ 280.00
|
At 18 years of age
|
$ 313.30
|
3.1%
|
$ 323.00
|
At 19 years of age
|
$ 354.70
|
3.1%
|
$ 365.70
|
At 20 years of age
|
$ 392.10
|
3.1%
|
$ 404.30
|
Clerk - Grade 1 -
|
|
|
|
At 21 years of age or
first year of service
|
$ 429.30
|
$ 15.00
|
$ 444.30
|
Second year of service
|
$ 440.10
|
$ 15.00
|
$ 455.10
|
Third year of service
|
$ 454.70
|
$ 15.00
|
$ 469.70
|
Fourth year of service
|
$ 464.70
|
$ 15.00
|
$ 479.70
|
Fifth year of service
and thereafter
|
$ 474.70
|
$ 15.00
|
$ 489.70
|
Clerk - Senior (Item
21, Table 2) -
|
|
|
|
At 18 years but less
than 21 years
|
$ 4.90
|
3.1%
|
$ 5.10
|
At 21 years and over
|
$ 10.90
|
3.1%
|
$ 11.20
|
Clerk - Next Senior
(Item 22, Table 2) -
|
|
|
|
At 18 years but less
than 21 years
|
$ 1.10
|
3.1%
|
$ 1.10
|
At 21 years and over
|
$ 4.90
|
3.1%
|
$ 5.10
|
Clerk - Grade 2 -
|
|
|
|
First year of service
|
$ 489.30
|
$ 15.00
|
$ 504.30
|
Second year of service
and thereafter
|
$ 504.30
|
$ 15.00
|
$ 519.30
|
Clerk - Grade 3 -
|
|
|
|
First year of service
|
$ 519.60
|
$ 15.00
|
$ 534.60
|
Second year of service
& thereafter
|
$ 532.90
|
$ 15.00
|
$ 547.90
|
Clerk - Grade 4 -
|
|
|
|
First year of service
|
$ 545.70
|
$ 15.00
|
$ 560.70
|
Second year of service
& thereafter
|
$ 557.50
|
$ 15.00
|
$ 572.50
|
Clerk - Grade 5 -
|
|
|
|
First year of service
|
$ 573.10
|
$ 15.00
|
$ 588.10
|
Second year of service
& thereafter
|
$ 583.60
|
$ 15.00
|
$ 598.60
|
Clerk - Grade 6 -
|
|
|
|
First year of service
|
$ 601.00
|
$ 15.00
|
$ 616.00
|
Second year of service
& thereafter
|
$ 614.50
|
$ 15.00
|
$ 629.50
|
Clerk - Grade 7 -
|
|
|
|
First year of service
|
$ 635.00
|
$ 15.00
|
$ 650.00
|
Second year of service
& thereafter
|
$ 650.90
|
$ 15.00
|
$ 665.90
|
Clerk - Grade 8 -
|
|
|
|
First year of service
|
$ 696.00
|
$ 15.00
|
$ 711.00
|
Second year of service
& thereafter
|
$ 716.40
|
$ 15.00
|
$ 731.40
|
General Scale -
|
|
|
|
First year of service
or under 17 years of age
|
$ 241.00
|
3.1%
|
$ 248.50
|
Second year of service
or age 17 yrs
|
$ 279.00
|
3.1%
|
$ 287.60
|
Third year of service
or age 18 yrs
|
$ 313.40
|
3.1%
|
$ 323.10
|
Fourth year of service
or age 19 yrs
|
$ 354.70
|
3.1%
|
$ 365.70
|
Fifth year of service
or age 20 yrs
|
$ 386.00
|
3.1%
|
$ 398.00
|
Sixth year of service
or age 21 yrs
|
$ 440.10
|
$ 15.00
|
$ 455.10
|
Seventh year of service
|
$ 448.50
|
$ 15.00
|
$ 463.50
|
Eighth year of service
|
$ 458.40
|
$ 15.00
|
$ 473.40
|
Ninth year of service
|
$ 492.40
|
$ 15.00
|
$ 507.40
|
Tenth year of service
|
$ 500.00
|
$ 15.00
|
$ 515.00
|
Eleventh year of
service
|
$ 512.60
|
$ 15.00
|
$ 527.60
|
Twelfth year of service
& thereafter
|
$ 519.90
|
$ 15.00
|
$ 534.90
|
Grade 1 -
|
|
|
|
First year of service
|
$ 545.70
|
$ 15.00
|
$ 560.70
|
Second year of service
& thereafter
|
$ 557.50
|
$ 15.00
|
$ 572.50
|
Grade 2 -
|
|
|
|
First year of service
|
$ 573.00
|
$ 15.00
|
$ 588.00
|
Second year of service
& thereafter
|
$ 583.60
|
$ 15.00
|
$ 598.60
|
Grade 3 -
|
|
|
|
First year of service
|
$ 601.00
|
$ 15.00
|
$ 616.00
|
Second year of service
& thereafter
|
$ 614.50
|
$ 15.00
|
$ 629.50
|
Typists and
Communication Assistants -
|
|
|
|
General Scale -
|
|
|
|
First year of service
or under 17 yrs of age
|
$ 228.00
|
3.1%
|
$ 235.10
|
Second year of service
or age 17 yrs
|
$ 265.60
|
3.1%
|
$ 273.80
|
Third year of service
or age 18 yrs
|
$ 301.40
|
3.1%
|
$ 310.70
|
Typists and
Communication Assistants -
|
|
|
|
General Scale -
(continued)
|
|
|
|
Fourth year of service
or age 19 yrs
|
$ 343.30
|
3.1%
|
$ 353.90
|
Fifth year of service
or age 20 yrs
|
$ 375.60
|
3.1%
|
$ 387.20
|
Sixth year of service
or age 21 yrs
|
$ 430.40
|
$ 15.00
|
$ 445.40
|
Seventh year of service
|
$ 440.70
|
$ 15.00
|
$ 455.70
|
Eighth year of service
& thereafter
|
$ 448.50
|
$ 15.00
|
$ 463.50
|
Senior Typists -
|
|
|
|
First year of service
|
$ 462.40
|
$ 15.00
|
$ 477.40
|
Second year of service
& thereafter
|
$ 472.60
|
$ 15.00
|
$ 487.60
|
Clerical Assistants -
|
|
|
|
Office Assistant and Ward Hostess)
|
|
|
|
General Scale -
|
|
|
|
First year of service
or under 17 years of age
|
$ 214.90
|
3.1%
|
$ 221.60
|
Second year of service
or age 17 yrs
|
$ 253.20
|
3.1%
|
$ 261.00
|
Third year of service
or age 18 yrs
|
$ 289.40
|
3.1%
|
$ 298.40
|
Fourth year of service
or age 19 yrs
|
$ 331.90
|
3.1%
|
$ 342.20
|
Fifth year of service
or age 20 yrs
|
$ 365.90
|
3.1%
|
$ 377.20
|
Sixth year of service
or age 21 yrs
|
$ 420.50
|
$ 15.00
|
$ 435.50
|
Seventh year of service
|
$ 431.10
|
$ 15.00
|
$ 446.10
|
Eighth year of service
|
$ 441.20
|
$ 15.00
|
$ 456.20
|
Ninth year of service
and thereafter
|
$ 448.50
|
$ 15.00
|
$ 463.50
|
Class 1 -
|
|
|
|
First year of service
|
$ 462.40
|
$ 15.00
|
$ 477.40
|
Second year of service
& thereafter
|
$ 472.60
|
$ 15.00
|
$ 487.60
|
Class 2 -
|
|
|
|
First year of service
|
$ 490.20
|
$ 15.00
|
$ 505.20
|
Second year of service
& thereafter
|
$ 499.90
|
$ 15.00
|
$ 514.90
|
Class 3 -
|
|
|
|
First year of service
|
$ 509.40
|
$ 15.00
|
$ 524.40
|
Second year of service
& thereafter
|
$ 518.70
|
$ 15.00
|
$ 533.70
|
Class 4 -
|
|
|
|
First year of service
|
$ 526.70
|
$ 15.00
|
$ 541.70
|
Second year of service
& thereafter
|
$ 536.60
|
$ 15.00
|
$ 551.60
|
|
|
|
|
Special Allowances
1. All adult
employees classified within the General Scale (or Grade 1 in the case of Clerks
or Class 1 in the case of Clerical Assistants) who are required in the
performance of their duties to handle and be responsible for monies and the
issuing of receipts for same, shall be paid a weekly allowance in the nature of
salary of the amount set out in Item 23 of Table 2, Other Rates and Allowances.
2. Junior
employees 18 years of age and over in the same circumstances, shall be paid an
allowance in the nature of salary of the amount set out in Item 24 of Table 2,
Other Rates and Allowances.
GENERAL
AND PERSONAL CARE SERVICES -
Wardsman -
|
|
|
|
First year of service
|
$
457.60
|
$
15.00
|
$
472.60
|
Second year of service
and thereafter
|
$
460.70
|
$
15.00
|
$
475.70
|
Hostel Supervisor -
|
|
|
|
Grade 1 - less than 50
beds
|
$
489.30
|
$
15.00
|
$
504.30
|
Grade 2 - 50 beds but
less than 75 beds
|
$
504.40
|
$
15.00
|
$
519.40
|
Grade 3 - 75 beds but
less than 100 beds
|
$
519.60
|
$
15.00
|
$
534.60
|
Grade 4 - 100 beds and
over
|
$
532.40
|
$
15.00
|
$
547.40
|
Personal Care Assistant
-
|
|
|
|
Grade 1
|
$
435.00
|
$
15.00
|
$
450.00
|
Grade 2
|
$
446.10
|
$
15.00
|
$
461.10
|
Housekeeper -
|
|
|
|
Under 100 beds
|
$
465.10
|
$
15.00
|
$
480.10
|
100 beds but less than
200 beds
|
$
468.10
|
$
15.00
|
$
483.10
|
200 beds but less than
300 beds
|
$
471.90
|
$
15.00
|
$
486.90
|
300 beds but less than
400 beds
|
$
476.00
|
$
15.00
|
$
491.00
|
400 beds but less than
500 beds
|
$
484.50
|
$ 15.00
|
$
499.50
|
500 beds and over
|
$
492.60
|
$
15.00
|
$
507.60
|
Assistant Housekeeper -
|
|
|
|
Under 100 beds
|
$
449.60
|
$
15.00
|
$
464.60
|
100 beds but less than
200 beds
|
$
454.80
|
$
15.00
|
$
469.80
|
200 beds but less than
300 beds
|
$
459.00
|
$
15.00
|
$
474.00
|
300 beds but less than
400 beds
|
$
462.90
|
$
15.00
|
$
477.90
|
400 beds but less than
500 beds
|
$
469.40
|
$
15.00
|
$
484.40
|
500 beds and over
|
$
477.40
|
$
15.00
|
$
492.40
|
General Service Officer
-
|
|
|
|
General Service Officer
Grade 1 -
|
|
|
|
Junior (under 18 years)
|
$
364.00
|
3.1%
|
$
375.30
|
Adult (18 years and
over)
|
$
435.00
|
$
15.00
|
$
450.00
|
General Service Officer
Grade 2
|
$
446.10
|
$
15.00
|
$
461.10
|
General Service Officer
Grade 3
|
$
454.50
|
$
15.00
|
$
469.50
|
General Service Officer
Grade 4 -
|
|
|
|
First year of service
|
$
465.90
|
$
15.00
|
$
480.90
|
Second year of service
|
$
473.80
|
$ 15.00
|
$
488.80
|
Third year of service
& thereafter
|
$
483.30
|
$
15.00
|
$
498.30
|
If in possession of the Laundry and Dry Cleaning
Certificate, an allowance in the nature of salary as set out in
Item 25 of Table 2
shall be paid.
Recreational Activities
Officer -
|
|
|
|
First year of service
|
$
473.80
|
$
15.00
|
$
488.80
|
Second year of service
|
$
483.30
|
$
15.00
|
$
498.30
|
Third year of service
and thereafter
|
$
491.00
|
$
15.00
|
$
506.00
|
Diversional Therapist -
|
|
|
|
First year of
experience
|
$
469.00
|
$
15.00
|
$
484.00
|
Second year of
experience
|
$
493.30
|
$
15.00
|
$
508.30
|
Third year of
experience
|
$
517.20
|
$
15.00
|
$
532.20
|
Fourth year of
experience
|
$ 539.20
|
$
15.00
|
$
554.20
|
Fifth year of
experience and thereafter
|
$
562.20
|
$
15.00
|
$
577.20
|
Years of experience shall mean experience in the
classification of Diversional Therapist as defined in clause
2, Definitions of this award and/or the Aged Care General
Services Rates of Pay (State) Award or any awards replacing these awards and
will be recognised for level of entry and for incremental progression.
The anniversary date for the purposes of incremental
progression for employees who have transferred from
Recreational Activities Officer to Diversional Therapist in
accordance with the transfer scale in force as at
30 September, 1993 shall be 30th September each year.
CATERING
SERVICES -
Catering Officer -
|
|
|
|
Grade 5 - 80 beds but less than 120 beds
|
$
545.30
|
$
15.00
|
$
560.30
|
Grade 6 - 120 beds but
less than 200 beds
|
$
560.90
|
$
15.00
|
$
575.90
|
Grade 7 - 200 beds but
less than 300 beds
|
$
576.40
|
$
15.00
|
$
591.40
|
Grade 8 - 300 beds but
less than 500 beds
|
$
606.20
|
$
15.00
|
$
621.20
|
Grade 9 - 500 beds but
less than 1,000 beds
|
$
656.10
|
$
15.00
|
$
671.10
|
Grade 11 -1,000 beds
and over
|
$
706.00
|
$
15.00
|
$
721.00
|
Assistant Catering Officer
-
|
|
|
|
Grade 2 - 80 but less
than 120 beds
|
$
490.10
|
$
15.00
|
$
505.10
|
Grade 3 - 120 beds but
less than 300 beds
|
$
521.40
|
$
15.00
|
$
536.40
|
Grade 6 - 300 beds but
less than 500 beds
|
$
560.90
|
$
15.00
|
$
575.90
|
Grade 7 - 500 beds but
less than 1,000 beds
|
$
576.40
|
$
15.00
|
$
591.40
|
Grade 8 - 1,000 beds
and over
|
$
606.20
|
$
15.00
|
$
621.20
|
Trainee Catering
Officer -
|
|
|
|
Junior -
|
|
|
|
At 16 years of age and
under
|
$
261.60
|
3.1%
|
$
269.70
|
At 17 years of age
|
$
301.50
|
3.1%
|
$
310.80
|
At 18 years of age
|
$
342.80
|
3.1%
|
$
353.40
|
At 19 years of age
|
$
389.50
|
3.1%
|
$
401.60
|
At 20 years of age
|
$
428.10
|
3.1%
|
$
441.40
|
Adult -
|
|
|
|
First year of training
|
$
466.30
|
$
15.00
|
$
481.30
|
Second year of training
|
$
475.20
|
$
15.00
|
$
490.20
|
Third year of training
|
$
485.20
|
$
15.00
|
$
500.20
|
Chef -
|
|
|
|
Grade A (2000 meals or
more per day)
|
$
504.70
|
$
15.00
|
$
519.70
|
Grade B (Less than 2000
meals but 1000
|
|
|
|
or more meals per day)
|
$
495.10
|
$
15.00
|
$
510.10
|
Grade C (Less than 1000
meals per day)
|
$
485.50
|
$
15.00
|
$
500.50
|
Cook -
|
|
|
|
Grade A
|
$
477.20
|
$
15.00
|
$
492.20
|
Grade B
|
$
467.40
|
$
15.00
|
$
482.40
|
Butcher
|
$
493.30
|
$
15.00
|
$
508.30
|
SUPPORT SERVICES
-
Laundry Foreperson -
|
|
|
|
Grade A
|
$
486.70
|
$
15.00
|
$ 501.70
|
Grade B
|
$
474.70
|
$
15.00
|
$ 489.70
|
Grade C
|
$
463.40
|
$
15.00
|
$ 478.40
|
If in possession of the Laundry and Dry Cleaning Certificate
an allowance in the nature of salary as set in
Item 25 of Table 2
shall be paid.
Maintenance Supervisor
-
|
|
|
|
Maintenance Supervisor
(Tradesman)
|
$
574.00
|
$
15.00
|
$
589.00
|
Maintenance Supervisor
(Otherwise),
|
|
|
|
in charge of staff
|
$
539.50
|
$
15.00
|
$
554.50
|
Maintenance Supervisor
(Otherwise)
|
$
527.60
|
$
15.00
|
$
542.60
|
Motor Vehicle Drivers -
|
|
|
|
Grade A - Sedan
|
$
465.20
|
$
15.00
|
$
480.20
|
Grade B - Utility
|
$
468.40
|
$
15.00
|
$
483.40
|
Grade C - Ambulance or
Minibus
|
$
471.50
|
$
15.00
|
$
486.50
|
Grade D - Larger
Vehicle under 5 tonnes
|
$
473.60
|
$
15.00
|
$
488.60
|
Grade E - Truck 5
tonnes and over
|
$
476.50
|
$
15.00
|
$
491.50
|
Gardener -
|
|
|
|
Head Gardener
(Qualified)
|
$
507.60
|
$
15.00
|
$
522.60
|
Head Gardener
(Otherwise)
|
$
480.70
|
$
15.00
|
$
495.70
|
Gardener (Qualified)
|
$
468.60
|
$
15.00
|
$
483.60
|
Gardener (Otherwise)
|
$
456.60
|
$
15.00
|
$
471.60
|
APPRENTICES -
|
|
|
|
Apprentice Cook -
|
|
|
|
First year
|
$
280.40
|
60% of Cook B
|
$
289.40
|
Second year
|
$
385.60
|
82½% of Cook B
|
$
398.00
|
Third year
|
$
432.30
|
92½% of Cook B
|
$ 446.20
|
Apprentice Gardener
|
|
|
|
First year
|
|
50% of Gardener
|
|
|
$
234.30
|
(Qualified)
|
$
241.80
|
Second year
|
|
60% of Gardener
|
|
|
$
281.20
|
(Qualified)
|
$
290.20
|
Third year
|
|
80% of Gardener
|
|
|
$
374.90
|
(Qualified)
|
$
386.90
|
Fourth year
|
|
90% of Gardener
|
|
|
$
421.70
|
(Qualified)
|
$
435.20
|
Table 2 - Other
Rates and Allowances
(Effective 3 December 2000)
Item No
|
Clause Number
|
Brief Description
|
Amount
$
|
1
|
4 (xi) (c) &
11 (iv)
|
Broken shift
|
5-69 per shift
|
2
|
6 (iii) (a)
|
Overtime - Breakfast Allowance
|
8-80 per meal
|
3
|
6 (iii) (b)
|
Overtime - Luncheon Allowance
|
11-40 per meal
|
4
|
6 (iii) (c)
|
Overtime - Evening Meal Allowance
|
16-70 per meal
|
5
|
7 (iii) (b)
|
Overtime - recall - use of own vehicle
- over 1600 cc
- under 1600 cc
|
24.5 cents per km
20.6 cents per km
|
6
|
10 (i)
|
Climatic and Isolation Allowance
|
3-70 per week
|
7
|
10 (ii)
|
Climatic and Isolation Allowance
|
7-00 per week
|
8
|
12 (i) (a)
|
Driving Allowance
|
3-60 per week
3-60 per shift
|
9
|
12 (ii) (a)
|
Cleaning/Scraping Work - confined spaces
|
0-35 per hour
|
10
|
12 (ii) (b)
|
Cleaning/Scraping Work - boiler, flue
|
0-55 per hour
|
11
|
12 (iv)
|
Linen Handling - nauseous nature
|
0-17 per hour
|
12
|
22 (ii)
|
Leading Hand Allowance - in charge of 2-5 employees
|
15-20 per week
|
13
|
22 (ii)
|
Leading Hand Allowance - in charge of 6-10 employees
|
21-50 per week
|
14
|
22 (ii)
|
Leading Hand Allowance- in charge of 11-15 employees
|
27-20 per week
|
15
|
22 (ii)
|
Leading Hand Allowance-in charge of 16-19 employee
|
33-20 per week
|
16
|
24 (i) (c)
|
Uniform Allowance
|
1-80 per week
|
17
|
24 (i) (c)
|
Cardigan and Special Shoe Allowances
|
0-70 per week
|
18
|
24 (i) (d)
|
Laundry Allowance - Uniform
|
1-00 per week
|
19
|
25 (ii) (d)
|
Sleepover Allowance
|
28-10 per night
|
20
|
36 (vi)
|
Apprentice - TAFE examination allowances
|
1-40 per week
|
21
|
Part B -Table 1
|
Clerk - Senior Allowance
- At 18 years but less than 21 years
- At 21 years and over
|
5.10 per week
11-20 per week
|
22
|
Part B -Table 1
|
Clerk - Next Senior Allowance
- At 18 years but less than 21 years
- At 21 years and over
|
1-20 per week
5-10 per week
|
23
|
Part B -Table 1
|
Money Handling Allowance - Adult
|
9-00 per week
|
24
|
Part B -Table 1
|
Money Handling Allowance - Junior
|
4-20 per week
|
25
|
Part B -Table 1
|
Laundry & Dry-Cleaning Certificate Allowance
|
5-70 per week
|
J. P.
GRAYSON D.P.
____________________
Printed by the authority of the Industrial Registrar.