Roads and Maritime Services Consolidated Salaried Award 2019
INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH
WALES
Application by Secretary, Department of
Transport.
(Case No. 219959 of 2021)
|
Before Commissioner
Sloan
|
10 August
2021
|
VARIATION
1. Delete the definition of Chief Executive
of Clause 1, Definitions, of the award published 22 May 2020 (388 I.G. 441) and
insert in lieu thereof the following:
Chief Executive of
Roads and Maritime Services. (Note a
reference to any action of the Chief Executive or the employer under the Award
is, where appropriate, taken to mean a reference to the action taken by a
delegate of the Chief Executive.
2. Delete subclause (d) of clause 1,
Definitions, and insert in lieu thereof the following:
(d) a
relative of the Employee who is a member of the same household, where for the
purposes of this definition:
(i) "relative" means a person
related by blood, marriage, affinity or Aboriginal kinship structures;
(ii) "affinity"
means a relationship that one spouse or partner has to the relatives of the
other; and
(iii) "household"
means a family group living in the same domestic dwelling.
3. Delete the definition of Official
Business Rate in clause 1, Definitions, and insert in lieu thereof the following:
Official Business
Rate means the rate Employees are paid for using a private vehicle on official
business when:
(a) no Employer owned vehicle is available;
or
(b) no hire car is available; or
(c) no public or other transport is
available; or
(d) Employees are unable to use public or
other transport because of a disability; or
(e) Employees are requested to use the
vehicle and agree to do so; or
(f) Employees are required to do so as
specified by subclause 21.5.10 (Transfer of Dependants), or when the Employer
approves use of a private vehicle when other forms of transport are available
for travel to a temporary work location.
4. Delete the sentence "This Award
comes into effect on 1 July 2019 and will remain in force until 30 June 2021"
of subclause 3.3 of clause 3, Area, Incidence and Duration, and insert in lieu
thereof the following:
This Award
comes into effect on 1 July 2019 and will remain in force until 30 June 2022.
5. Delete subclause 6.3 of clause 6,
Grievance Procedure and insert in lieu thereof the following:
6.3 The RMS Group’s Grievance Resolution
Procedure, as amended by the Employer from time to time, is to be followed when
a grievance arises. The Procedure as at 26 February 2020 is at Appendix B of
this Award.
6. Delete subclause 18.6 of clause 18,
Classifications and Rates of Pay, and insert in lieu thereof the following:
18.6 Salary and allowance adjustments provided
for in this Award are as follows:
(a) salaries will increase by 2.5% from the
first pay period commencing on or after 1 July 2019;
(b) salaries will increase by 2.5% from the
first pay period commencing on or after 1 July 2020;
(c) salaries will increase by 2.04% from the
first pay period to commence on or after 1 July 2021
(d) allowance items 13, 19(a), 26 and 27 will
be increased in accordance with (a), rounded to the nearest dollar; 19(b) will
be increased in accordance with (a), rounded to the nearest cent.
(e) allowance items 1-6, 11-12, 15-18, 20, 24
and 25 will be increased in accordance with variations made via Department of
Premier and Cabinet Circular and Schedule B amended as required.
(f) allowance items 7-10 and 14 will be
increased in accordance with the Crown Employees (Transferred Employees
Compensation) Award.
(g) allowance items 21 and 22 will be adjusted
annually on 1 July, in accordance with the CPI (all groups Sydney Index) for
the preceding 1 April to 31 March period.
(h) allowance item 23 will be adjusted
annually on 1 July, as determined by the Employer.
7. Delete paragraph 21.5.5 of subclause
21.5 of clause 21, Allowances, and insert in lieu thereof the following:
21.5.5 Telephone Connection
(a) Employees will be reimbursed the cost of
installing a telephone at their new location provided that:
(i) they were a telephone subscriber at their
previous residence at the time of transfer; and
(ii) the amount reimbursed is limited to the full
amount of the transfer or installation fee only. Fees for extra telephone
equipment and services etc. are not reimbursed.
(iii) Employees must provide receipts when
claiming reimbursement.
8. Delete paragraph (e) of subclause 21.6
of clause 21, Allowances, and insert in lieu thereof the following:
(e) Grade C Allowances will be paid to
Employees whose headquarters and residence are at Fort Grey, Mutawinjtji, Mount Wood, Nocoleche,
Olive Downs, Tibooburra and Yethong.
9. Delete subparagraphs (xiv) to (xvii) of
paragraph (e) of subclause 23.2 of clause 23, Hours of Work, and insert in lieu
thereof the following:
(xiv) Flexible working hours debit - The following
provisions shall apply to the carry over of flexible
working hours debits:
A. A debit of up to 10 hours at the end of
a settlement period may be carried over into the next period;
B. Where the debit exceeds 10 hours, the
excess will be debited from a following pay as leave without pay, unless the
Employee elects to be granted available annual or extended leave to offset the
excess.
C. Any debit of hours outstanding on an
Employee’s last day of duty is to be deducted from any unpaid salary or the
monetary value of accrued annual/ extended leave.
(xv) Flex leave - Subject to operational
requirements:
A. An Employee may use credit hours to take
off the equivalent of one full day or two half days in a settlement period of 4
weeks.
B. Flex leave can be taken for a minimum
period of 1 hour and thereafter in 15 minute increments.
C. Flex leave may be taken on consecutive
working days.
D. Absences on flex leave may be combined
with other periods of authorised leave.
(xvi) Banked days - If an Employee is unable to
take flex leave in accordance with clause 23.2(e)(xiv) due to operational
requirements, an Employee can bank flex leave and is entitled to have banked up
to four untaken flex days at any one time. Subject to approval, the Employee
can take up to four banked days plus the current settlement periods flex day,
to take a maximum of five consecutive working days off at an appropriate time.
(xvii) Professional Engineers who work on projects
shall be entitled to bank flex days over the maximum in subclause 23.2(e)(xiv),
during the project to be taken at the conclusion of the project or at set times
during the project, in order to manage sustained high workloads. Such leave arrangements shall be approved by
the Employer. Where it is agreed between the Professional Engineer and the
Employer, the Professional Engineer may work a standard hours arrangement.
(xvii) Flexitime
Arrangements will not be used to replace shift work or temporary shift
arrangements, or where work would be more appropriately arranged under the
shift work provisions of this Award.
10. Delete subparagraph (b)(viii) of subclause
24.1 of clause 24, Shiftwork, and insert in lieu
thereof the following
(viii) Sydney Harbour Bridge Control Room Employees
(in which case the provisions of clause 49 shall apply).
11. Delete paragraph (f) and subparagraph (i) of subclause 28.2 of clause 28, Sick Leave, and insert
in lieu thereof the following:
(f) Extended Special Sick Leave may be
granted at the discretion of the Employer in the following circumstances:
(i) Where an Employee has exhausted the grant
of all forms of sick leave that are available to the Employee, application may
be made to the Employer for Extended Special Sick Leave.
12. Delete subclause 37.8 of clause 37,
Purchased Leave, and insert in lieu thereof the following:
37.8 Specific conditions governing purchased
leave may be amended from time to time by the Employer in consultation with the
Union parties.
13. Delete subclause 48.3 of clause 48, Hours
of Work and Additional Conditions for Operations Managers and Operations
Coordinators in the Regional Traffic Operations Centre, and insert in lieu
thereof the following:
48.3 Overtime
Worked
(a) Payment
of overtime shall be made at the following rates:
(i) All time worked in excess of 11 hours 40
minutes per shift between midnight Sunday and midnight Saturday, shall be paid
at the rate of time and one half for the first two hours and double time
thereafter. Each period of overtime shall stand alone.
(ii) Any
overtime work carried out on Sundays shall be paid for at the rate of double
time.
(iii) Any
overtime work carried out on a public holiday shall be paid for at the rate of
double time and a half.
(iv) An
Employee who works overtime on a rostered day off, Saturday or Sunday or on a
public holiday shall be paid a minimum payment for three hours work at the
appropriate overtime rates.
(v) An
Employee required to work a shift on a day on which they are not rostered and
given less than 24 hours’ notice in advance will be paid one meal allowance in
accordance with Schedule B, Item 2 of the Roads and Maritime Services
Consolidated Salaried Award 2019.
14. Delete subclause 49.3 of clause 49, Hours
of Work and Additional Conditions for Sydney Harbour Bridge Control Room
Employees, and insert in lieu thereof the following:
49.3 Overtime Worked
(a) Payment of overtime shall be made at the
following rates:
(i) All time worked in excess of 12 hours per
shift between midnight Sunday and midnight Saturday, shall be paid at the rate
of time and one half for the first two hours and double time thereafter. Each
period of overtime shall stand alone.
(ii) Any overtime work carried out on Sundays
shall be paid for at the rate of double time.
(iii) Any overtime work carried out on a public
holiday shall be paid for at the rate of double time and a half.
(iv) An Employee who works overtime on a
rostered day off, Saturday or Sunday or on a public holiday shall be paid a
minimum payment for three hours work at the appropriate overtime rates.
(v) An Employee required to work a shift on a
day on which they are not rostered and given less than 24 hours’ notice in
advance will be paid one meal allowance in accordance with Schedule B, Item 2
of the Roads and Maritime Services Consolidated Salaried Award 2019.
15. Delete paragraph 61.1(f) of clause 61,
Minimum Rest Period When Working Overtime, and insert in lieu thereof the
following:
(f) if an
Employee’s usual ordinary hours occur during the minimum rest period of eight
hours in (a)-(e) above, the Employee will be paid at their normal salary for
the time they are absent.
16. Delete subclause 72.10 of clause 72,
Conditions Applicable to Team Leaders Environmental Services (TLES) and
Environmental Services Officers (ESOs), and insert in lieu thereof following:
72.10 Where a public holiday falls on a Saturday or
Sunday but the public holiday is gazetted to fall on a following weekday the
actual weekend public holiday shall be considered one of the 5 public holidays
which ESO’s are required to work under cl 72.1(h).
17. Delete the tables in Parts 1, 2 of Schedule
A - Classification Structure and Rates of Pay, and insert in lieu thereof the
following:
PART
1 - Salaried Employee Classifications (including Compliance Operations Inspectors)
a. Salaried Employee Classifications
(including Compliance Operations Inspectors)
|
Unified Salary Scale
Grades
|
2.5% increase from the first full pay
period on or after
1 July 2019
Per annum
$
|
2.5% increase from the first full pay
period on or after
1 July 2020
Per annum
$
|
2.04% increase from the first full pay
period on or after
1 July 2021
Per annum
$
|
|
Grade 1
|
40,429
|
41,440
|
42,285
|
|
|
44,343
|
45,452
|
46,379
|
|
|
50,693
|
51,960
|
53,020
|
|
Grade 2
|
53,464
|
54,801
|
55,919
|
|
|
55,890
|
57,287
|
58,456
|
|
|
57,970
|
59,419
|
60,631
|
|
Grade 3
|
61,554
|
63,093
|
64,380
|
|
|
64,437
|
66,048
|
67,395
|
|
|
67,439
|
69,125
|
70,535
|
|
Grade 4
|
69,496
|
71,233
|
72,686
|
|
|
72,222
|
74,028
|
75,538
|
|
|
75,064
|
76,941
|
78,511
|
|
Grade 5
|
77,643
|
79,584
|
81,208
|
|
|
80,153
|
82,157
|
83,833
|
|
|
81,597
|
83,637
|
85,343
|
|
Grade 6
|
83,389
|
85,474
|
87,218
|
|
|
85,920
|
88,068
|
89,865
|
|
|
88,731
|
90,949
|
92,804
|
|
Grade 7
|
90,661
|
92,928
|
94,824
|
|
|
93,861
|
96,208
|
98,171
|
|
|
95,682
|
98,074
|
100,075
|
|
Grade 8
|
99,608
|
102,098
|
104,181
|
|
|
103,652
|
106,243
|
108,410
|
|
|
106,889
|
109,561
|
111,796
|
|
Grade 9
|
111,806
|
114,601
|
116,939
|
|
|
115,017
|
117,892
|
120,297
|
|
|
120,194
|
123,199
|
125,712
|
|
Grade 10
|
123,229
|
126,310
|
128,887
|
|
|
128,088
|
131,290
|
133,968
|
|
|
134,668
|
138,035
|
140,851
|
|
Grade 11
|
138,829
|
142,300
|
145,203
|
|
|
144,871
|
148,493
|
151,522
|
|
|
148,134
|
151,837
|
154,934
|
|
Grade 12
|
156,802
|
160,722
|
164,001
|
|
|
161,380
|
165,415
|
168,789
|
|
|
167,018
|
171,193
|
174,685
|
|
Grade 13
|
172,002
|
176,302
|
179,899
|
|
|
176,459
|
180,870
|
184,560
|
|
|
184,916
|
189,539
|
193,406
|
PART 2
b. Professional Engineers
|
Engineering Scale
|
Year
|
2.5% increase from the first full pay period
on or after
1 July 2019
Per annum
$
|
2.5% increase from the first full pay period
on or after
1 July 2020
Per annum
$
|
2.04% increase from the first full pay period
on or after
1 July 2021
Per annum
$
|
|
Cadet Engineer
Level 1
|
-
|
42,871
|
43,943
|
44,839
|
|
Cadet Engineer
Level 2
|
-
|
45,347
|
46,481
|
47,429
|
|
Cadet Engineer
Level 3
|
-
|
48,111
|
49,314
|
50,320
|
|
Cadet Engineer
Level 4
|
-
|
51,150
|
52,429
|
53,499
|
|
Cadet Engineer
Level 5
|
-
|
55,102
|
56,480
|
57,632
|
|
Cadet Engineer
Level 6
|
-
|
55,669
|
57,061
|
58,225
|
|
GRAD Program
Engineer
|
1
|
78,689
|
80,656
|
82,301
|
|
|
2
|
81,233
|
83,264
|
84,963
|
|
|
3
|
82,698
|
84,765
|
86,494
|
|
Engineer Level 1
|
1
|
91,887
|
94,184
|
96,105
|
|
|
2
|
95,131
|
97,509
|
99,498
|
|
|
3
|
96,975
|
99,399
|
101,427
|
|
|
4
|
100,956
|
103,480
|
105,591
|
|
|
5
|
105,048
|
107,674
|
109,871
|
|
|
6
|
108,332
|
111,040
|
113,305
|
|
Engineer Level 2
|
1
|
113,314
|
116,147
|
118,516
|
|
|
2
|
116,571
|
119,485
|
121,922
|
|
|
3
|
121,817
|
124,862
|
127,409
|
|
Engineer Level 3
|
1
|
124,890
|
128,012
|
130,623
|
|
|
2
|
129,816
|
133,061
|
135,775
|
|
|
3
|
136,484
|
139,896
|
142,750
|
|
Engineer Level 4
|
1
|
140,704
|
144,222
|
147,164
|
|
|
2
|
146,825
|
150,496
|
153,566
|
|
|
3
|
150,130
|
153,883
|
157,022
|
|
Engineer Level 5
|
1
|
158,914
|
162,887
|
166,210
|
|
|
2
|
163,557
|
167,646
|
171,066
|
|
|
3
|
169,274
|
173,506
|
177,046
|
|
Engineer Level 6
|
1
|
174,326
|
178,684
|
182,329
|
|
|
2
|
178,842
|
183,313
|
187,053
|
|
|
3
|
187,412
|
192,097
|
196,016
|
18. Delete the table, Maritime Employee
Classifications of Part 3, Schedule B and insert in lieu thereof the following:
PART 3
c. Maritime Employee Classifications
|
Level
|
2.5% increase from the first full pay period
on or after
1 July 2019
Per annum
$
|
2.5% increase from the first full pay period
on or after
1 July 2020
Per annum
$
|
2.04% increase from the first full pay period
on or after
1 July 2021
Per annum
$
|
|
1
|
51,143
|
52,422
|
53,491
|
|
2
|
55,965
|
57,364
|
58,534
|
|
3
|
64,978
|
66,602
|
67,961
|
|
4
|
68,041
|
69,742
|
71,165
|
|
5
|
73,159
|
74,988
|
76,518
|
|
6
|
76,612
|
78,527
|
80,129
|
|
7
|
82,362
|
84,421
|
86,143
|
|
8
|
86,244
|
88,400
|
90,203
|
|
9
|
92,716
|
95,034
|
96,973
|
|
10
|
97,090
|
99,517
|
101,547
|
|
11
|
104,376
|
106,985
|
109,167
|
|
12
|
109,294
|
112,026
|
114,311
|
|
13
|
117,491
|
120,428
|
122,885
|
|
14
|
123,017
|
126,092
|
128,664
|
|
15
|
132,240
|
135,546
|
138,311
|
|
16
|
138,465
|
141,927
|
144,822
|
|
17
|
148,833
|
152,554
|
155,666
|
|
Annual Salaries*
|
|
5A
|
94,829
|
97,200
|
99,183
|
|
7A
|
104,035
|
106,636
|
108,811
|
|
7AA
|
101,005
|
103,530
|
105,642
|
|
9A
|
111,164
|
113,943
|
116,267
|
|
10A
|
118,763
|
121,732
|
124,215
|
|
10AA
|
119,066
|
122,043
|
124,533
|
|
11A
|
126,048
|
129,199
|
131,835
|
|
12A
|
130,965
|
134,239
|
136,977
|
|
13A
|
130,660
|
133,927
|
136,659
|
|
13B
|
137,630
|
141,071
|
143,949
|
|
14A
|
144,691
|
148,308
|
151,333
|
|
15A
|
153,910
|
157,758
|
160,976
|
|
15AA
|
154,710
|
158,578
|
161,813
|
|
16A
|
160,936
|
164,959
|
168,324
|
|
16AA
|
160,936
|
164,959
|
168,324
|
|
17A
|
165,174
|
169,303
|
172,757
|
|
17AA
|
171,302
|
175,585
|
179,167
|
19. Delete table of allowances of Schedule B -
Allowances and Expenses, and insert in lieu thereof the following:
SCHEDULE B - ALLOWANCES
AND EXPENSES
|
Item
No.
|
Clause
No.
|
Description
|
From
the first full pay period on or after
1 July
2019
Amount
$
|
From
the first full pay period on or after
1 July
2020
Amount
$
|
From
the first full pay period on or after
1
July 2021
Amount
$
|
|
1
|
21.2.1(b)
|
Meal Allowance while
|
Per
meal
|
Per
meal
|
Per
meal
|
|
|
|
Travelling
|
|
|
|
|
|
|
Capital Cities &
High Cost
|
|
|
|
|
|
|
Country Centres (refer
to (5)
|
|
|
|
|
|
|
below)
|
|
|
|
|
|
|
Breakfast
|
28.15
|
28.70
|
*
|
|
|
|
Lunch
|
31.65
|
32.30
|
*
|
|
|
|
Evening Meal
|
53.90
|
55.05
|
*
|
|
|
|
‘Tier 2’ Country
Centres &
|
|
|
|
|
|
|
‘Elsewhere’ (refer to
(5) below)
|
|
|
|
|
|
|
Breakfast
|
25.20
|
25.75
|
*
|
|
|
|
Lunch
|
28.75
|
29.35
|
*
|
|
|
|
Evening Meal
|
49.60
|
50.65
|
*
|
|
2
|
25.4
|
Meal Allowance on
Overtime
|
Per
meal
|
Per
meal
|
Per
meal
|
|
|
|
Breakfast
|
31.25
|
31.95
|
*
|
|
|
|
Lunch
|
31.25
|
31.95
|
*
|
|
|
|
Evening Meal
|
31.25
|
31.95
|
*
|
|
3
|
21.3
|
Lodgings Location
|
Per
Day
|
Per
Hour
|
Per
Day
|
Per
Hour
|
Per
Day
|
Per
Hour
|
|
|
|
Capital Cities
|
$
|
$
|
$
|
$
|
$
|
$
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Sydney
|
321.75
|
13.41
|
324.45
|
13.52
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Adelaide
|
290.75
|
12.11
|
293.45
|
12.23
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Brisbane
|
308.75
|
12.86
|
311.45
|
12.98
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Canberra
|
301.75
|
12.57
|
304.45
|
12.69
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Darwin
|
353.75
|
14.74
|
356.45
|
14.85
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Hobart
|
280.75
|
11.70
|
283.45
|
11.81
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Melbourne
|
306.75
|
12.78
|
309.45
|
12.89
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Perth
|
313.75
|
13.07
|
316.45
|
13.19
|
*
|
*
|
|
|
|
High Cost Country
Centres (NSW)
|
|
|
|
|
|
|
|
|
|
Bathurst
|
268.75
|
11.20
|
271.45
|
11.31
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Broken Hill
|
272.75
|
11.36
|
280.45
|
11.69
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Gold Coast (QLD)
|
342.75
|
14.28
|
345.45
|
14.39
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Gosford
|
273.75
|
11.41
|
276.45
|
11.52
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Maitland
|
285.75
|
11.91
|
288.45
|
12.02
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Muswellbrook
|
276.75
|
11.53
|
284.45
|
11.85
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Newcastle
|
302.75
|
12.61
|
310.45
|
12.94
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Orange
|
288.75
|
12.03
|
291.45
|
12.14
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Queanbeyan
|
272.75
|
11.36
|
275.45
|
11.48
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Wagga Wagga
|
277.75
|
11.57
|
280.45
|
11.69
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Wollongong
|
288.75
|
12.03
|
291.45
|
12.14
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Port Macquarie
|
291.75
|
12.16
|
297.45
|
12.39
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
‘Tier 2’ Country
Centres (NSW)
|
|
|
|
|
|
|
|
5
|
|
Dubbo
|
257.60
|
10.73
|
260.15
|
10.84
|
*
|
*
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Goulburn
|
257.60
|
10.73
|
260.15
|
10.84
|
*
|
*
|
|
|
|
All other Country
Centres (NSW)
|
|
|
|
|
|
|
|
|
|
‘Elsewhere’
|
237.60
|
9.90
|
240.15
|
10.01
|
*
|
*
|
|
4
|
21.3
|
Incidentals allowance
|
20.05
|
20.40
|
*
|
|
|
|
(all locations)
|
per
day
|
per
day
|
per
day
|
|
5
|
21.5.2(b)
|
Amount for incidentals deducted
|
20.05
|
20.40
|
*
|
|
|
|
from actual/reasonable expenses
|
per week
|
per week
|
per week
|
|
6
|
21.5.2(b)
|
Maximum allowance for
|
254
|
254
|
*
|
|
|
|
employee separated from
|
per week
|
per week
|
per week
|
|
|
|
dependents
|
|
|
|
|
7(a)
|
21.5.9(a)
|
(i) Allowance for removal of
|
|
|
|
|
|
|
furniture - value of furniture:
|
7037.00
|
7037.00
|
~
|
|
|
|
|
|
|
|
|
7(b)
|
|
(ii) If value above amount in
|
|
|
|
|
|
|
(i) Employees receive -
|
1126.00
|
1126.00
|
~
|
|
7(c)
|
|
(iii) If value below amount in
|
|
|
|
|
|
|
(i) Employees receive -
|
563.00
|
563.00
|
~
|
|
|
|
|
|
|
|
|
7(d)
|
|
(iv) If not eligible, employees
|
|
|
|
|
|
|
shall receive -
|
281.00
|
281.00
|
~
|
|
8
|
21.5.4(c)
|
Max purchase price of home on which reimbursement of expenses
is based
|
520000.00
|
520000.00
|
~
|
|
9
|
21.5.7(b)
|
Rental Subsidy - Max amount of allowance to offset increased accommodation
|
|
|
|
|
|
|
costs
|
51
|
51
|
~
|
|
10(a)
|
21.5.8(a)
|
Parents to pay first
|
27 per week
|
27 per week
|
~ per week
|
|
10(b)
|
|
The employer pays up to a maximum of
|
56 per week
|
56 per week
|
~ per week
|
|
11
|
21.6
|
Remote areas allowance (with dependants)
|
|
|
|
|
|
|
Grade A
|
2,114
|
2,156
|
*
|
|
|
|
Grade B
|
2,804
|
2,860
|
*
|
|
|
|
Grade C
|
3,744
|
3,819
|
*
|
|
|
|
Remote areas allowance (without dependants)
|
|
|
|
|
|
|
Grade A
|
1,475
|
1,505
|
*
|
|
|
|
Grade B
|
1,966
|
2,005
|
*
|
|
|
|
Grade C
|
2,623
|
2,675
|
*
|
|
12(a)
|
21.7
|
Fares subsidy for climatic area - actual cost less or
|
52.10
|
53.15
|
*
|
|
12(b)
|
|
Maximum amount for employee with spouse/dependents; or
|
349.05
|
356.05
|
*
|
|
12(c)
|
|
Maximum amount for employee without spouse/dependents
|
172.40
|
175.85
|
*
|
|
13
|
21.9
|
Sydney Harbour Bridge Allowance for Works Supervisors (100%)
|
9172 per annum
|
9401 per annum
|
9593 per annum
|
|
14
|
21.5.9(g)
|
Maximum value of furniture and effects on which risk insurance
is paid
|
38000
|
38000
|
~
|
|
15
|
21.8
|
First Aid - Holders of St John’s Ambulance Certificate or equivalent
qualifications
|
$933 per annum
|
$936 per annum
|
* per annum
|
|
16
|
21.8
|
First Aid - Holders of current occupational first aid certification
issued within the
|
|
|
|
|
|
|
previous three years and in charge of a First Aid room in a workplace
of 200 or
|
$1401 per annum
|
$1405 per annum
|
* per annum
|
|
|
|
more
|
|
|
|
|
17
|
21.4.2(b)
|
Use of Private Motor Vehicles on Official Business - Official Business
Rate:
|
0.68 per km
|
0.72 per km
|
*
|
|
|
21.5.10(c)
|
|
|
|
|
|
18
|
21.3.3(b)
|
Use of Private Motor Vehicles on Official Business -
|
|
|
|
|
|
21.4.2(b)
|
Specified Journey Rate:
|
0.272 per km
|
0.288 per km
|
*
|
|
|
21.5.6(c)
|
|
|
|
|
|
|
21.7(e)
|
|
|
|
|
|
19(a)
|
21.11
|
On call allowance (payable to RMS Salaried Employees other than
Maritime
|
82 per day
|
84 per day
|
86 per day
|
|
|
|
Employees)
|
(Mon - Fri)
|
(Mon - Fri)
|
(Mon - Fri)
|
|
|
|
|
122 per day
|
125 per day
|
128 per day
|
|
|
|
|
(Sat, Sun & P. Hol)
|
(Sat, Sun & P. Hol)
|
(Sat, Sun & P. Hol)
|
|
19(b)
|
69.1
|
On call allowance (payable to Maritime Employees)
|
0.99 per hour
|
1.04 per hour
|
1.06 per hour
|
|
20
|
21.5.2(b)
|
Temporary accommodation beyond first 8 weeks:
|
|
|
|
|
|
|
Actual and reasonable out of
|
*
|
*
|
*
|
|
|
|
pocket expenses for board and
|
|
|
|
|
|
|
lodging less the amount for
|
|
|
|
|
|
|
incidentals
|
|
|
|
|
21
|
69.2
|
Assistance with Child Care fees per child (for Maritime Employees)
|
325.18 per annum
|
331.68 per annum
|
334.67 per annum
|
|
22
|
69.3
|
Assistance with gym fees based on proof of attendance (for Maritime
Employees)
|
325.18 per annum
|
331.68 per annum
|
334.67 per annum
|
|
23
|
69.4
|
Superable skill allowance based
|
|
|
|
|
|
|
on holding Master 5
|
9203 per annum
|
9433 per annum
|
9625 per annum
|
|
|
|
Qualification to carry out duties
|
|
|
|
|
|
|
on specific Environmental
|
|
|
|
|
|
|
Services vessels
|
|
|
|
|
24
|
21.3.1(a)
|
Applies to RMS Employees
|
|
|
|
|
|
|
required to camp out or make
|
|
|
|
|
|
|
use of caravans or boats for
|
44.15 per day
|
45.05 per day
|
* per day
|
|
|
|
overnight accommodation in the
|
|
|
|
|
|
|
course of their duties, when
|
|
|
|
|
|
|
motel/hotel accommodation is
|
|
|
|
|
|
|
neither available nor appropriate.
|
|
|
|
|
25
|
21.10(a)
|
Uniform maintenance allowance
|
|
|
|
|
|
|
- applies to designated RMS
|
8 per week
|
8 per week
|
* per week
|
|
|
|
Salaried Employees other than
|
|
|
|
|
|
|
Maritime Employees.
|
|
|
|
|
26
|
47.2
|
Incident co-ordination allowance
|
40
|
42
|
43
|
|
|
|
- applies to Manager
|
(Mon - Fri)
|
(Mon - Fri)
|
(Mon - Fri)
|
|
|
|
- Field Operations & Services and Field Traffic Managers.
|
60 per day
|
62 per day
|
63
|
|
|
|
|
Sat, Sun & P. Hol)
|
(Sat, Sun & P. Hol)
|
(Sat, Sun & P. Hol)
|
|
27
|
47.7
|
Incident management allowance - applies to Traffic Commanders
|
1002 per fortnight to
|
1027 per fortnight to
|
1048 per fortnight to
|
|
|
|
(based on grade and level of Employee)
|
1086 per fortnight
|
1114 per fortnight
|
1136 per fortnight
|
20. Delete Appendix B and insert in lieu
thereof the following:
APPENDIX B
Grievance
Management Procedure
Procedure
Number: CPr20045.1
Effective
Date: 31 March 2021
Review
Date: 31 March 2023
1 Who
is this document for?
|
All TfNSW
Group Award employees
|
YES
|
|
All RMS Group award employees
|
YES
|
|
Transport Service Senior
Managers and Executives
|
YES
|
|
TfNSW Labour Hire, Consultants and
Professional Service Contractors
|
Refer to 3.5.6 only
|
|
All Sydney Metro Group Award
employees
|
YES
|
|
TfNSW Labour Hire, Consultants and
Professional Service Contractors
|
Refer to 3.5.6 only
|
TfNSW and Sydney Metro is committed to being a
safe, harmonious and productive workplace where employees can raise and discuss
work-related concerns and grievances.
The Transport Grievance Management Policy sets
out the responsibilities of the agency, managers and employees to manage
grievances quickly and effectively.
This Procedure explains the process TfNSW and Sydney Metro managers and employees can use to
manage work-related concerns.
3.1 Identify a work-related concern
You may
identify a work-related concern about:
Ÿ a
general work-related matter, or
Ÿ the application
of a policy or procedure.
All concerns
you raise are managed confidentially (see 3.5.2).
Your
work-related concern might be about:
Ÿ a
manager’s decision, including for example, how they’ve allocated work
Ÿ a
disagreement with another employee or manager about the way in which work is to
be carried out or how a policy or procedure is interpreted
Ÿ an
interpersonal disagreement between employees, or
Ÿ work-related
concerns managed by other procedures (see 3.1.2).
3.1.1 Addressing a work-related concern
A work-related
concern can often be resolved quickly and informally.
3.1.1.1 General work-related concern
If you have a
work-related concern and you feel capable and safe to do so, you should discuss
the matter with the other person or people involved.
The best way
to do this is to:
Ÿ find
a time and place where you can talk about the matter without being interrupted
Ÿ politely
and professionally explain the issue and your concerns
Ÿ explain
how the issue is affecting you or impacting on your work, and
Ÿ ask
everyone involved if you can work together to find a solution.
3.1.1.2 Concern about application of policy or
procedure
You can raise
concerns about the application of a policy or procedure, including performance
development outcomes, with the decision maker (who may also be your manager).
To do this:
Ÿ explain
your concern to the decision maker
Ÿ identify
what section of the policy or procedure you believe wasn’t applied or was
applied incorrectly, and
Ÿ ask
the decision maker to explain how their decision meets the policy or procedure
requirements.
Even when your
concern is raised informally, the decision maker has an obligation to provide
an explanation.
If you’re not
satisfied with the outcome or the explanation you receive, you can consider
lodging a grievance (see 3.2).
A grievance
will not proceed if your work-related concern relates to reasonable action by
your manager to direct and control how work is done or allocated or to give you
feedback about your work performance. Examples of reasonable action include:
Other
procedures and processes can be used for other particular work-related
concerns.
If informal
resolution isn’t possible or wasn’t successful, you can lodge a formal grievance
verbally or in writing with your manager, or a more senior manager if your
manager is the subject of the grievance.
When you
provide information to a manager receiving or managing a grievance, they may
contact Professional Standards if they believe misconduct may have occurred.
Any identified misconduct is managed under the Conduct and Discipline Handling
Procedure.
Include the following information when you
lodge a grievance to help the process:
Ÿ a clear statement that you are lodging a formal
grievance
Ÿ details of what the grievance is about, what
happened and who else is involved
Ÿ your preferred outcome for a solution.
The manager
addressing the grievance can talk to Professional Standards or their People
Partner for help and advice.
See 3.5.2 for information on confidentiality.
Everyone
involved in a grievance is encouraged to access the Employee Assistance Program
at any time for professional and confidential counselling services. Managers
can also contact the Managers Assistance Program for advice on strategies to
manage difficult issues.
You can access these programs either
online (at https://benestar.com using Organisation ID: TfNSW
and Organisation Token: TFNSW01) or by phone on 1300 360 364.
3.3 Discuss the grievance
Any meetings
to discuss a grievance must be held privately and, where possible, away from
the immediate work area.
Managers and employees can have a support
person (see 5) at meetings.
Once you lodge
a grievance, the manager will meet with you within 24 hours or as soon as
practical.
This meeting
is used to discuss the details of the matter so that you and the manager have a
clear understanding of the issues and the preferred outcome.
If after the
discussion, the manager decides the grievance should be dealt with under this
procedure, they’ll confirm with you that they will meet and discuss necessary
details of the grievance with:
Ÿ the
‘respondent’ (if any), that is the person who is the subject of the grievance,
for example in an interpersonal disagreement, and
Ÿ any
witnesses.
At any time
during the process and after discussing the grievance with Professional
Standards, the manager can decide:
Ÿ the
issue should be dealt with under a different procedure and process (see 3.1.2), or
Ÿ the
grievance is vexatious or trivial (see 3.5.5).
In both cases the manager completes a Manager
Grievance Report and
emails it to Professional Standards at professionalstandards@rms.nsw.gov.au as well as taking other necessary action. Professional
Standards liaises with the responsible People Partner in the business area on
receipt of the report.
3.3.2 Meet the respondent (if any)
If the
grievance is about another employee, they are the respondent to the grievance.
The manager
meets with the respondent as soon as practical to provide information on the
details of the grievance, the issues involved and the name of the person who
lodged the grievance, so the respondent can respond fully to the manager and
provide any relevant information.
The manager confirms with the respondent that
the manager will discuss details of the grievance as part of meetings with any
witnesses.
3.3.3 Meet with witnesses (if any)
As soon as
practical, the manager meets and discusses the grievance with any witnesses
that may help to confirm information or provide more details about the
grievance.
The manager
only provides necessary information about the grievance to witnesses for them
to provide responses.
Once the
manager has gathered all the necessary information they set up a meeting with
those people directly involved with the grievance.
While a joint
meeting is preferred because the strongest solutions are generated
collaboratively, the manager may decide to hold separate meetings.
Outcomes can
include:
Ÿ a
solution is agreed, which may include:
Ÿ a
commitment that the concern that caused the grievance will not be repeated
Ÿ giving
or receiving an apology
Ÿ adjusting
work arrangements or implementing other strategies to address systemic issues
Ÿ coaching,
mediation and/ or training for those people directly involved with a grievance
Ÿ confirming
or amending an original management decision, and/ or
Ÿ taking
other suitable action
Ÿ the
circumstances that led to the grievance have improved and no further action is
needed, or
Ÿ some
issues remain or the problem can’t be solved but everyone agrees to continue to
work in a professional manner and move past it.
If a solution
can’t be found, the manager can ask a more senior manager to help or access
additional support from Professional Standards or their People Partner.
Otherwise the
manager confirms the outcome with the people directly involved in the grievance
and ends the grievance management process.
Regardless of
the outcome, the manager completes a Manager Grievance
Report and emails it
to Professional Standards at professionalstandards@rms.nsw.gov.au. Professional Standards liaises with the
responsible People Partner in the business area on receipt of the report.
3.5 Other information you should know
3.5.1 Appeals
The person who
lodges the grievance or the respondent can email or send an appeal to Director
People and Culture Business Partnering in TfNSW or
Director People and Culture in Sydney Metro no later than 21 days after an
outcome has been confirmed by the manager if they believe that all or part of
the process did not comply with this procedure.
Managers are
to treat work-related concerns raised with them by employees confidentially.
Everyone
involved in a grievance management process must maintain confidentiality and
only discuss the matter with the manager, other employees involved in the
management of the issue, support persons, Employee Assistance Program
personnel, or immediate family members. Any breach of confidentiality may
result in disciplinary action.
3.5.3 Documentation
The person
managing the grievance process must take brief and factual diary or file notes
of all agreed actions and timelines and must keep all relevant documentation
securely for seven years.
In addition
the manager must complete a Manager Grievance Report and forward it by email to
Professional Standards at professionalstandards@rms.nsw.gov.au (see 3.3.1 and 3.4).
3.5.4 Victimisation
Victimisation
is any unfavourable treatment of a person because they raised a work-related
concern or lodged a grievance, or they were a respondent to or involved in a
grievance.
Any employee
who victimises or retaliates against any person involved in a grievance may be
subject to disciplinary proceedings.
An employee
who lodges a grievance that they know is false, or is considered trivial, or
who continues to raise complaints that have been investigated and finalised,
may be subject to disciplinary processes up to and including termination.
Labour hire
workers or professional service contractors must raise any work-related concern
with their employer, who may contact Transport for NSW about the matter. Any
reports will be taken seriously and managed in accordance with the commercial
agreement with the service provider and the responsibilities of Transport for
NSW.
4
Related Policy and other relevant/supporting documents
1. Transport Grievance Management Policy
|
|
|
|
Grievance
|
A formal verbal or written request by an employee
for a work-related concern to be addressed.
|
|
Respondent
|
The employee who
is the subject of a grievance.
|
|
Support Person
|
An individual (including a
Union representative) who can provide advice, guidance and support.
The support person cannot
act as an advocate, or argue for the employee, but they may give advice to
the employee. They may also request a break if needed.
The support person must
not present a conflict of interest with the matter.
|
6 Tools
6.1 Process
flowchart – key steps
7 Document
control
7.1 Superseded
documents
This Procedure replaces the following
documents:
·
TfNSW Grievance Management Procedure CPr16001.3
·
RMS Grievance Management
Procedure PN 247P07
7.2 Document
history
|
Date & Procedure No
|
Document
owner
|
Approved by
|
Amendment
notes
|
|
11 September
2020
CPr20045
|
Director,
Industrial & Workforce Relations
|
Director,
Industrial & Workforce Relations
|
New Procedure
|
|
31 March 2021
CPr20045.1
|
Director,
Industrial and Workforce Relations
|
Chief People
Officer
|
Update to
confirm coverage to Sydney Metro
|
7.3 Feedback
and help
21. This variation will operate from the
beginning of the first pay period to commence on or after 1 July 2021.
D. SLOAN, Commissioner
____________________
Printed by the authority of the Industrial
Registrar.