Crown Employees (Department of Industry, Skills and
Regional Development) Domestic Services Officers Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 144224 of 2021)
|
Before Commissioner Sloan
|
27 September 2021
|
REVIEWED AWARD
PART A
Clause No. Subject Matter
1. Title
2. Definitions
3. Salaries
4. Saving of
Rights
5. Definitions/Generic
Duties of Roles Associated with Domestic Services Officers
6. School
Based Apprentices
7. Hours of
Work
8. Allowances
9. Work
Performed on Weekends
10. Leave
11. Call Back
12. Job
Evaluation
13. Above Level
Assignment Allowance
14. Public
Service Holiday
15. Deduction
of Union Membership Fees
16. Part-time
Employees
17. Anti-Discrimination
18. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Table 2 - Other Rates and Allowances
PART A
1. Title
This Award will be known as the Crown Employees (Department of Regional NSW) Domestic Services Officers
Award.
2. Definitions
(i) "Act"
means the Government Sector Employment
Act 2013.
(ii) "Association/Union"
means the Public Service Association and the Professional Officers’ Association
Amalgamated Union of New South Wales.
(iii) "College"
refers specifically to either the:
Murrumbidgee College of Agriculture, Yanco
CB Alexander Agricultural College (Tocal), Paterson or
Trangie Research Centre, Trangie
where an accommodation and catering service is
provided.
(iv) "Department"
means the Department of Regional NSW, as specified in Schedule 1, Part 1 of the
Government Sector Employment Act 2013.
(v) "Domestic
Services Officer" means and includes all ongoing full time, ongoing part
time, temporary or casual employees,
employed under the provisions of the Act, who at the date of the first Crown Employees (Domestic Services Officers - Department of
Agriculture) Award, published 26 March 1999 (308 I.G. 732) occupied a
role of, and were classified as either Porter, Storeman, Pantry man, Steward,
First Cook, Second Cook, Third Cook, Fourth Cook, Domestic Assistant, Useful,
Kitchen Hand, Butcher, Housemaid, General Services Officer, Kitchen Supervisor,
Security Officer, Manager, Catering and Accommodation (Clerk Grade 3), House
Supervisor, Assistant House Supervisor; under this Award, meet the minimum
qualification requirements pursuant to clause 5 of this Award.
(vi) “Employee” for
the purposes of this Award means a person employed as an ongoing full time,
ongoing part time, temporary or casual employee.
(vii) “Employer” means
the Industrial Relations Secretary as established under the Government Sector Employment Act 2013.
(viii) "Industrial
Relation Secretary" means the Secretary of the Department of Premier and
Cabinet or as otherwise defined in s.49(1) of the Government Sector Employment Act 2013.
(ix) "Job
Evaluation" means a methodology agreed between the Department and the relevant
unions to grade Domestic Service Officer roles under this Award.
(x) "Normal
Work" as defined in clause 14, means the duties, responsibilities and
capabilities contained in the relevant Role Description of employees at the
time of a Grievance, Dispute or Difficulty.
(xi) "Public
Service" means the Public Service of New South Wales as defined in the Government Sector Employment Act 2013.
(xii) “Role” means a
role that an employee has been assigned to as defined in the Government
Sector Employment Act 2013, the Government Sector Employment Regulation
2014, and the Government Sector Employment (General) Rules 2014.
(xiii) "Salary
Rates" means the ordinary time rate of pay for the employees grading,
excluding shift allowances, weekend penalties, and all other allowances not
regarded as salary.
(xiv) "Secretary"
means the Secretary of the Department of Regional NSW as specified in Schedule
1 of the Government Sector Employment Act
2013.
(xv) "Service"
means continuous service for salary purposes.
(xvi) "Union"
means United Voice, the union formerly known as the Australian Liquor,
Hospitality and Miscellaneous Workers Union, NSW Branch.
3. Salaries
This award is listed in Schedule A of the Crown Employees (Public Sector –
Salaries 2021) Award and salaries
payable to employees will be in accordance with that award or any award
replacing it. The rates set out at Part B, Table 1 and Table 2 of this award
are subject to the rates as set by the Crown Employees (Public Sector –
Salaries 2021) Award or any
award replacing it.
4. Saving of Rights
At the time of making of this Award, no employee
covered by this Award will suffer a reduction in their rate of pay or any loss
or diminution in his or her conditions of employment as a consequence of the
making of this Award.
5. Definitions/Generic
Duties of Roles Associated with Domestic Services Officers
Level 1 (Kitchen/Accommodation Services)
A level 1 Domestic Services Officer means a person employed
substantially in a kitchen, dining room, dormitory function within a College
and is principally occupied in any of the following duties: food preparation, serving of meals,
cleaning/vacuuming e.g. kitchen, dormitories, laundering of kitchen linen,
dining room preparation, waitressing, garbage collection, distribution of
chemicals and supplies to dormitories, provision of minor maintenance eg. globe replacement etc., minor stock control, operation
of dish washer, collection and distribution of linen, servicing of rooms,
making beds, minor cooking eg. toast, sandwiches,
general maintenance e.g. rubbish removal. Cleaning of guttering, toilets and bathrooms.
Level 2 (Cook)
A level 2 Domestic Services Officer means a person
employed in a kitchen who prepares, presents and
serves meals including 3 course dinners, BBQ buffets, morning and afternoon
beverages/tea for students and special functions.
Cleaning of cooking equipment e.g. stoves and
floors. Prepares specialised diet meals
and other specialised meals. Applies
hygiene and safe food handling procedures.
Provides weekend supervision, which incorporates the responsibility of
kitchen services.
Level 3 (Security)
A level 3 Domestic Services Officer means a person
employed as one of the following:
(a) Possession of a
Class 1 Security Licence pursuant to the provision of the Security
(Protection) Industry Act 1997.
Provides security of College buildings and equipment, after hours
reception service to visitors, course participants, parents etc, including
booking of facilities, collection of monies, issuing of keys, operation of
after-hours student transport, supervision of meals in dining room, provision
of first aid, organisation and facilitation of student recreation activities,
including the oversighting of student welfare, provide minor maintenance e.g.
flyscreen replacement, including pool cleaning and supervision of pool; or
(b) Provides direct
supervision of either an accommodation or kitchen service within a
College. Ensures menus and other
directions issued by the DSO level 4 are followed. Maintains administration
information/statistics on the provision of meals etc. Ensures stock control on all incoming kitchen
stores and foodstuffs. Assists DSO level
4 with accommodation issues.
Level 4 (Supervisory)
A level 4 Domestic Services Officer means a person
employed in the day to day responsibility of kitchen and accommodation services
within a College and is principally occupied in the following duties:
Co-ordination of Domestic Services Officer Level 1 and
Level 2, inspection of student dormitories, reception service for accommodation
co-ordination e.g. enquires, reservations, receipting of monies, accounting
functions e.g. Voucher preparation, payment verification, allocation of cost
codes. Preparation of time sheets, stock
control, maintenance reports and menu preparation, word processing and data
entry.
Level 5 (Managerial)
A level 5 Domestic Services Officer means a person
employed to manage and co-ordinate the accommodation and catering functions of
a College and is principally occupied in the following duties:
Delivery of a professional service in the provision of
accommodation and catering. Control, preparation and administration of budgets including voucher
checking/approvals, journals etc. Management of reservation facilities
including computer system maintenance, oversighting of student welfare, health
counselling and discipline.
Co-ordination of functions and client liaison. Rostering of all Domestic
Services Officers and co-ordination of Domestic Services Officer Level 4. Provision of Occupational, Health and Safety
obligations and First Aid services. Diet/nutritional expertise for menu
preparation.
6. School Based
Apprentices
(a) Definition
A school based apprentice is
an employee who is undertaking an apprenticeship under a training contract
while also enrolled in the Higher School Certificate.
(b) Wages
(i) The
hourly rates for full time apprentices as set out in this Award will apply to school based apprentices for total hours worked including
time deemed to be spent in off-the-job training.
(ii) For the
purposes of paragraph (b)(i) of this clause, where a
school based apprentice is a full time school student, the time spent in
off-the-job training for which the school based apprentice is paid is deemed to
be 25 per cent of the actual hours worked on-the-job each week.
(iii) The wages paid
for training time may be averaged over the school term or year.
(iv) Where this Award
specifies a weekly rate for full time apprentices, the hourly rate will be
calculated by dividing the applicable weekly rate by 38.
(c) Progression
through the Wage Structure
(i) School
based apprentices’ progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
(ii) The rates of
pay are based on a standard apprenticeship of four years. The rate of progression reflects the average
rate of skill acquisition expected from the typical combination of work and
training for a school based apprentice undertaking the
applicable apprenticeship.
(d) Conversion from
a school based apprentice to a full time
apprenticeship
Where an apprentice converts from a school based to a
full-time apprenticeship, all time spent as a full-time apprentice counts for
the purpose of progression through the wage scale set out in this Award. This progression applies in addition to the
progression achieved as a school based apprentice.
(e) Conditions of
Employment
Except as provided by this clause, school
based apprentices are entitled to pro rata entitlements of all other
conditions of employment contained in this Award.
7. Hours of Work
(i) Subject
to subclause (iii) of this clause the ordinary hours of work will not exceed an
average of thirty-eight per week where a weekly roster is observed or
seventy-six per fortnight where a fortnightly roster is observed. Such ordinary hours will be worked in five
days on a weekly roster or in ten days on a fortnightly roster and within a
margin of fourteen hours per day provided that in order to provide Domestic
Service Officers with greater flexibility and to provide the Colleges with
improved efficiency in rostering provisions;
(ii) The margin for
the ordinary hours of work on any one day will be 6.00am to 8.00pm. The margin of hours will be calculated from
the time of starting to the time of finishing and will include all time for
meals.
(iii) The actual ordinary
hours worked by a full-time employee in any week may, by written agreement
between the Supervisor and the employee, be averaged over a period of 4 weeks
between the hours of 6.00am and 8.00pm provided that;
(iv) The total
ordinary hours worked in the 4-week period must not exceed 152 hours,
(v) With the
exception of Domestic Services Officer Grade 3 (Security) should the approved
hours worked by employees be;
outside the margin for ordinary working hours of 6.00am
to 8.00pm,
exceed 152 hours in any one four week
period,
the provisions of the Crown Employees (Public Service Condition of Employment) Reviewed Award
2009 and any variation or replacement Award will apply with all overtime
to be calculated on a stand alone
daily basis.
(vi) The ordinary
hours as specified in subclause (i) of this clause
will be arranged so that the hours worked on each day will include a proportion
of one (1) hour (such proportion will be on the basis of 0.4 of one hour for
each eight ordinary hours worked).
The proportion will accumulate to allow the employee to
take one (1) rostered day off in each twenty day, four
week cycle, paid for as though worked, with a maximum of twelve (12) days per
annum.
By agreement of the Supervisor an employee may
accumulate days to be taken at a time convenient to the operation of the
college. Such accumulation is not to
exceed five (5) days.
(vii) Where the day off
provided under subclause (vi) of this clause is taken on a rostered basis,
where practicable the day chosen will be one preceding or following the
employee’s normal rostered day(s) off.
Another day will be substituted where a public holiday occurs on the
rostered day off.
(viii) An employee who
has not worked, or is not regarded by reasons of
subclause (ii) or (iii) of this clause as having worked, a complete four week
cycle will receive pro-rata accrued entitlements in respect of the rostered day
off.
(ix) Each day of paid
sick leave taken during any cycle of four weeks will be regarded as a day
worked for accrual purposes in the particular twenty
(20) day shift cycle.
(x) Time towards a
rostered day off as prescribed in subclauses (ii) and (iii) of this clause will
not accrue whilst an employee is on the first four (4) weeks of recreation
leave accrued each year.
(xi) Where an
employee is absent on extended leave and/or Worker’s Compensation during a
cycle and returns prior to the end of that cycle, time absent during that cycle
will count towards the accrual of time for the purpose of taking a rostered day
off during that cycle. An employee who
is absent on extended leave and/or Worker’s Compensation for a full cycle will
not be entitled to accumulate time towards a rostered day off during that
cycle.
(xii) Employees on an
ordinary weekly or fortnightly roster will be granted two (2) days off duty
each week.
(xiii) Shift rosters
may be changed on seven (7) days’ notice or at any time by mutual consent, or
in exceptional circumstances on twelve (12) hours’ notice if rendered necessary
by the absence of other employees from duty or shortage of staff, or other
exceptional circumstances.
(xiv) Part-time
employees who work regular hours on a five day basis
will be entitled, by mutual agreement between the Supervisor and the employee,
to the benefit of the 38 hour week, 19 day month on a pro-rata basis.
(xv) Casual employees
will not be eligible to accumulate time in accordance with the provisions of this
Award for a 38 hour week, 19 day month.
(xvi) The starting and
finishing times of employees will be as determined by the Supervisor following
consultation with the Domestic Service employees to suit the needs of the
College.
(xvii) Employees cannot
be required to work more than 5 hours in one continuous period without an
unpaid meal break of at least 30 minutes.
(xviii) Rostered days off
may accumulate and in the case of school/college locations may be scheduled
during the appropriate vacation periods to suit the needs of the employer. Dates for the taking of such accumulated
leave will be agreed mutually between the employee and employer throughout the
year.
(xix) An employee who
is required to work on their rostered day off will be paid in accordance with
the provision of the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009 and any
variation or replacement Award.
8. Allowances
The additional payments prescribed by this clause will
not apply to time worked on Saturday and Sundays where allowances are payable
in terms of clause 9, Work Performed on Weekends, of this Award or in the
computation of overtime rates.
(a) Qualification
A full-time employee, if in possession of the following
qualifications, will be paid the following additional allowances specified
hereunder from the beginning of the first pay period to commence on or after
the first day of the month succeeding the date on which the final paper of the
particular examination, at which he or she passed, was held, whichever will
last occur:
Department of Technical and Further Education
Commercial Cookery Trade Course Stage I; or
Qualification deemed by the Department to be equivalent
will be paid per annum an amount as set out in Item 1 of Table 2 - Allowances
of Part B, Monetary Rates.
Department of Technical and Further Education
Commercial Cookery Trade Course Stage II and III; or
Qualifications deemed by the Department to be
equivalent will be paid per annum an amount as set out in Item 2 of Table 2 -
Allowances of Part B, Monetary Rates.
No allowance will be payable for relief, where
necessary, where employees are on rostered leave arising from the 38 hour week, 19 day month.
(b) Shifts
The following additional allowances for shift work will
be paid to Domestic Service Officers Level 3 (Security) in respect of work
performed during ordinary hours of shift as defined below:
Night Shift means any shift commencing after midnight
and at or before 5.00am.
Afternoon Shift means any shift commencing after 6 pm
and at or before midnight.
Early Morning Shift means any shift commencing after
5.00am and before 6.00 am.
Night Shift - non rotating means any shift system in which
night shifts are worked which do not rotate or alternate with another shift so
as to give the employee at least one third of the employees working time off
night shift in each roster cycle.
Broken Shifts means the working of two or more shifts
per day by an employee within the ordinary hours as specified in subclause
(iii) of clause 7, Hours of work.
|
|
Percentage
|
|
|
|
|
Early Morning Shift
|
10
|
|
Afternoon Shift
|
15
|
|
Night Shift, rotating
|
17.5
|
|
Night Shift, non-rotating
|
30
|
(c) Broken Shifts
Employees working a broken shift will be paid an
additional amount per day for each day so worked as set out in Item 3 of Table
2 - Allowances of Part B, Monetary Rates.
Any employee receiving broken shift allowance pursuant
to this subclause will not receive any other allowance provided for under
subclause (b) of this clause.
9. Work Performed on
Weekends
Time worked on Saturday and Sundays, other than that
worked as overtime, will be paid for at the rate of:
|
Saturday Work
|
time and one half
|
|
Sunday
|
double time
|
Provided that a shift in which the
majority of hours are worked on a Saturday or Sunday will, for the
purpose of this clause, be regarded as a Saturday or Sunday shift as the case
may be.
10. Leave
(i) General
leave conditions of employees under this Award will be regulated in accordance
with the provisions contained within the Government Sector Employment Act
2013, the Government Sector Employment Regulation 2014, Government Sector
Employment (General) Rules 2014 and the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 and any variation or replacement
Award.
(ii) When Colleges
are in recess and it is necessary to stand down staff, employees employed in
such colleges will be paid half ordinary pay for the period during which they
have been stood down, provided that they have been continuously employed for
the college term immediately preceding and for the college term immediately
following the period of recess.
(iii) During any
period of annual leave taken by an employee that employee will be paid, in
addition to his/her ordinary rate of pay prescribed in clause 3, Salaries, any
amount in respect of shift penalties to which he/she would have become entitled
had he/she not proceeded on annual leave.
Such shift penalties to be calculated in accordance with his/her roster
or projected roster for the period of annual leave.
(iv) Employees who
are regularly rostered to perform rostered duty on Sundays and Public Holidays
will be granted additional leave on the following basis:
|
Number of Ordinary
Shifts Worked
|
|
|
on Sunday and/or Public
Holidays
|
Additional Leave
|
|
|
|
|
4-10
|
1 additional days leave
|
|
11-17
|
2 additional days
leave
|
|
18-24
|
3 additional days
leave
|
|
25-31
|
4 additional days
leave
|
|
32 or more
|
5 additional days
leave
|
11. Call Back
An employee required to attend the employer’s premises
for any reason (including emergencies after hours) other than carrying out
rostered duties will be entitled to claim leave in lieu on an hour for hour
basis.
This leave in lieu accrued may accumulate and in the
case of school/college locations may be scheduled during the appropriate
vacation periods to suit the needs of the employer. Dates for the taking of such accumulated
leave will be agreed mutually between the employee and employer throughout the
year. All accumulated leave in lieu must
be exhausted by the 30th January each year.
12. Job Evaluation
(i) Roles
classified as Domestic Services Officers will be graded in accordance with the
accredited Job Evaluation methodology agreed by the Department, Industrial
Relations Secretary, Association and United Voice.
(ii) The grading of
Domestic Services roles will be carried out in consultation between the
Department and Associations/Union using the Department’s Joint Consultative
Committee. This Committee will be the forum for negotiation and consultation on
the operation of the Department’s Job Evaluation methodology during the
operation of this Award.
(iii) Roles will be
evaluated and graded from time to time in the following circumstances:
(a) where the
nature of an assignment is significantly changed, or a new role is created.
(b) where a role
falls vacant, the Department can determine whether it is necessary to evaluate
and grade the role prior to advertising the vacancy.
(c) at the request
of any party to this Award provided that the role occupied by the member of
staff has not been evaluated and graded for a minimum of twelve (12) months.
Where a member of staff’s role is evaluated as falling
within a lower or higher grading than that to which the member of staff is
presently assigned, then the Department:
(a) will examine
the feasibility of initiating work redesign changes to the role in order to
seek to justify the role’s salary range at its existing grading level, or;
(b) adhere to
existing statutory and related Public Service policies on filling regraded
roles if initiating action under paragraph (a) of this subclause is determined
to be inconsistent with maintaining Department efficiency, or otherwise
impracticable.
13. Above Level
Assignment Allowance
(i) An
employee who is assigned to an above level role and undertakes the whole of the
duties and responsibilities of that role will be paid by allowance the
difference between their present salary and the salary of which the employee
would have been entitled to if assigned to that role on an ongoing basis.
(ii) Where the
employee does not assume the whole of the duties and responsibilities of the
above level role the amount of any allowance paid will be determined by the
Secretary or their delegate.
(iii) No above level
assignment allowance will be payable where less than 5 consecutive days relief
is afforded.
Where absences of less than 5 days occur during a
period of relief, as subclauses (i) and (ii) of this
clause, the allowance is to be paid for those periods of absence. However, if the period of relief is only for
5 days, during which there is a period of absence then the allowance is not
payable.
An allowance will not be paid in respect of any period
of leave exceeding 5 complete and consecutive working days, taken by the
employee during any period of relief in another role.
14. Public Service
Holiday
(i) The
Public Service Holiday as prescribed by Clause 12(c) of the Government Sector Regulation 2014,
will be a Public Service Holiday/Union Picnic Day for employees covered by this
Award and will be in lieu of any other Picnic Day.
(ii) All employees
will, as far as practicable, be given and will take this day as the Public
Service Holiday/Union Picnic Day and will be paid therefore as for eight hours’
work at the rate prescribed in clause 3, Salaries. Any employee required to work on such day
will be paid at the rate of double time and a half for not less than four hours
work. Provided that an employee who is
required to work on the Public Service Holiday/Union Picnic Day and who fails
to comply with such requirement will not be entitled to payment for the day.
15. Deduction of Union
Membership Fees
(i) The
Association/Union will provide the employer with a schedule setting out union
fortnightly membership fees payable by members of the union in accordance with
the union's rules.
(ii) The
Association/Union will advise the employer of any change to the amount of
fortnightly membership fees made under its rules. Any variation to the schedule
of union fortnightly membership fees payable will be provided to the employer
at least one month in advance of the variation taking effect.
(iii) Subject to (i) and (ii) above, the employer will deduct union
fortnightly membership fees from the pay of any employee who is a member of the
union in accordance with the union's rules, provided that the employee has
authorised the employer to make such deductions.
(iv) Monies so
deducted from employee's pay will be forwarded regularly to the union together
with all necessary information to enable the union to reconcile and credit
subscriptions to employees' union membership accounts.
(v) Unless other
arrangements are agreed to by the employer and the union, all union membership
fees will be deducted on a fortnightly basis.
(vi) Where an
employee has already authorised the deduction of union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause will be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
16. Part-Time
Employees
(i) The
maximum rates of pay for part-time employees will be the hourly equivalent of
the ordinary rate of pay of the classification in which the employee is engaged
for the actual number of hours worked, plus a loading of 15% in respect of an
employee working not more than 21 hours per week, and 10% in respect of an
employee working more than 21 hours but not more than 32 hours per week.
(ii) Employees working
more than 32 hours per week will be regarded as weekly employees.
(iii) The hourly
equivalent for the purpose of this clause will be based as 38 hours where a
part-time employee is not accruing credits towards rostered days off but is
paid only for hours worked.
(iv) The hourly
equivalent for the purpose of this clause will be based on 40 hours where a
part-time employee is accruing credit for time worked towards rostered days
off.
17.
Anti-Discrimination
(i) It
is the intention of the parties bound by this Award to seek to achieve the
object in section 3(f) of the Industrial Relations Act 1996 to prevent
and eliminate discrimination in the workplace.
This includes discrimination of the grounds race, sex,
transgender identity, marital or domestic status, disability, responsibilities
as a carer, homosexuality, HIV/AIDS infected or 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
the 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 legislation referred to in this clause.
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in this Act affects any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion".
18. Area, Incidence
and Duration
The employees regulated by this Award will be entitled
to the conditions of employment as set out in this Award and, except where
specifically varied by this Award, existing conditions are provided for under
the Government Sector Employment Act 2013, Government Sector Employment Regulation
2014, Government Sector Employment (General) Rules 2014, Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009 and the Crown
Employees (Public Sector - Salaries 2021) Award or any Awards replacing these
Awards.
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (Department of Industry, Skills and
Regional Development) Domestic Services Officers Award published 20 December 2019 (385 I.G. 867), as varied.
The changes made to the Award pursuant to the Award
Review pursuant to section 19(6) of the Industrial Relations Act 1996
and Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take
effect on and from 27 September 2021.
The Award remains in force until varied or rescinded,
the period for which it was made having already expired.
PART B
MONETARY RATES
Table 1 - Salaries
Effective from the beginning of first pay period to
commence on or after 1 July 2021
Domestic Services Officers
|
(A) Full Time (Old
Classifications)
|
Annual
Rate
|
Common
|
|
|
$
|
Salary
Point
|
|
|
(2.04%
increase from FFPP on or after 1 July 2021)
|
|
|
Level 1
|
Porter, Pantry Person, Store Person, Useful,
|
|
|
|
|
Steward, House Person, Kitchen Person
|
50,479
|
17
|
|
|
Boiler Attendant, Fourth Cook
|
|
|
|
|
General Services Officer Grade 1,
|
|
|
|
Level 2
|
Cook 1,2 & 3, Butcher, Kitchen Supervisor
|
|
|
|
|
General Services Officers Grade 2
|
54,049
|
23
|
|
|
General Services Officer Grade 3,
|
|
|
|
|
Security Officer Grade 1
|
|
|
|
Level 3
|
Security Officer Grade 2
|
57,920
|
31
|
|
|
Assistant House Supervisor
|
|
|
|
|
Security Officer Grade 3
|
|
|
|
Level 4
|
House Supervisor
|
65,160
|
44
|
|
Level 5
|
Manager Catering and Accommodation
|
83,506
|
70
|
(B) Part-Time Hourly
Rate Formulae
|
Annual
Salary
|
x
|
1
|
=
|
1 hours pay
|
|
260.8929
|
|
38
|
|
|
(C) Apprentice Cook
- $ PW
|
1st Year
|
$535.60
|
|
2nd Year
|
$706.90
|
|
3rd Year
|
$874.40
|
|
4th Year
|
$1023.40
|
Table 2 - Other Rates and Allowances
Effective from the beginning of first pay period to
commence on or after 1 July 2021
|
Item
No.
|
Clause
No.
|
Brief
Description
|
Amount
|
|
|
|
|
$
|
|
1
|
8(a)
|
Qualification - Commercial Cookery
Trade Course Stage I
|
940 p.a.
|
|
2
|
8(a)
|
Qualification - Commercial
Cookery Trade Course Stage II and III
|
1,887 p.a.
|
|
3
|
8(c)
|
Broken Shift
|
15.87 per day
|
D. SLOAN, Commissioner
____________________
Printed by the
authority of the Industrial Registrar.