Crown Employees (Librarians, Library Assistants,
Library Technicians and Archivists) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 167375 of 2021)
|
Before Commissioner Sloan
|
16 September 2021
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Parties
3. Salaries
4. Definitions
5. Descriptors
6. Commencing
Rates of Pay
7. Conditions
of Employment
8. Anti-Discrimination
9. Grievance
and Dispute Resolution Procedures
10. Area,
Incidence and Duration
PART B
MONETARY RATES
Schedule 1 - Salaries
PART A
1. Title
This award will be known as the Crown
Employees (Librarians, Library Assistants, Library Technicians and Archivists)
Award.
2. Parties
The parties to this Award are:
Industrial Relations Secretary
Public Service Association and Professional Officers’
Association Amalgamated Union of New South Wales
3. Salaries
3.1 The salaries
payable to employees covered by this award are as set out in Schedule 1 -
Salaries of Part B, Monetary Rates, of this award.
3.2 The salaries set
out in Schedule 1 - Salaries of the said Part B are in accordance with the
Crown Employees (Public Sector - Salaries 2021) Award or any award replacing
it.
4. Definitions
"Agency" means a Public Service agency, as
listed in Schedule 1 of the Government Sector Employment Act 2013.
"Agency head" means a person who is the
Secretary of a Department, or the head of another Public Service agency listed
in Schedule 1 of the Government Sector Employment Act 2013.
"Archivist" means an employee appointed as
such who possesses archivist qualifications acceptable for professional
membership of the Australian Society of Archivists (ASA) or other combination
of qualifications and experience deemed by the agency head or the Public
Service Commission to be equivalent, that meets the minimum standard of skill
and knowledge inherent in the ASA standard.
"Employee" means a person employed in
ongoing, term, temporary, casual or other employment,
or on secondment, in a Public Service agency under the provisions of the Government
Sector Employment Act 2013,
who is assigned to a role classified under this award.
"Librarian" means an employee appointed as
such who possesses qualifications acceptable for professional membership of the
Australian Library and Information Association (ALIA) or other combination of
qualifications and experience deemed by the agency head or the Public Service
Commission to be equivalent that meets the minimum standard of skill and
knowledge inherent in the ALIA standard.
"Library Assistant" means an employee
appointed as such who is eligible for enrolment in a course of study that leads
to a qualification acceptable for either professional or library technician
membership of the Australian Library and Information Association (ALIA).
"Library Technician" means an employee
appointed as such who possesses qualifications acceptable for library
technician membership of the Australian Library and Information Association
(ALIA) or other combination of qualifications and experience deemed by the
agency head or the Public Service Commission to be equivalent, that meets the
minimum standard of skill and knowledge inherent in the ALIA standard.
"Union" means the Public Service Association
and Professional Officers' Association Amalgamated Union of New South Wales.
5. Descriptors
Archivist Grade 1
A professional practitioner at this level:
(a) Undertakes professional
archives work of an operational nature. May manage discrete archival projects
or archival operations and systems in a multi-disciplinary unit or team.
(b) Requires sound
knowledge of archival/record keeping concepts, principles and theory, and a
sound understanding of archival/record keeping systems, practices
and procedures. May also require an
understanding of specific archival/record keeping systems, collections, services or functions.
(c) Exercises
judgment in dealing with a range of operational and/or conceptual tasks and
problems with reference to established standards, practices
and procedures. Is
able to adapt systems, standards and priorities and deviate to a limited
extent from precedent. With experience,
may solve non-routine problems by applying principle and theory with reference
to precedent.
(d) Works under
general supervision of a senior professional or manager. Works either individually or co-operatively
as a member of a team or as the leader of a small non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate, but may be long-term and
may affect clients, collections, co-workers or other
agencies. Work may assist in the
formulation of procedures or policies and contribute to the body of
professional knowledge.
Archivist Grade 2
An experienced professional practitioner or developing
specialist at this level:
(a) Undertakes
professional archives work of an operational nature at a more complex/in depth
or demanding level. May manage discrete
archival projects, or archival operations and systems in a multi-disciplinary
unit or team. May provide advice and
assistance to Archivists Grade 1.
(b) Requires a
well-developed knowledge of archival/record keeping concepts, principles and
theory, and well-developed skills in the application of archival/record keeping
systems, practices and procedures, which may include
specialised systems, collections, services or functions.
(c) Exercises
judgement and initiative in dealing with a range of complex tasks and problems
with reference to established standards, practices and
procedures. Is able to
adapt systems, standards or priorities and deviate from precedent.
(d) Works under
general direction of a senior professional or manager. Works either individually or cooperatively as
a member of a non-hierarchical team or as a leader or supervisor of a team or
discrete project.
(e) The outcome of work,
including decisions, is direct but may be long-term in its effects on clients,
collections, co-workers or other agencies. May assist in the formulation of policy and
advice to senior management. Work often
contributes to the body of professional knowledge.
Archivist Grade 3
A senior professional practitioner, manager, or specialist
at this level:
(a) Undertakes
projects and other professional work of a policy or specialist nature, or
manages a substantial service, project or team, or a range of smaller projects/
services/teams. May manage an
archives/records unit in an agency and/or provide specialised advice to senior
agency management or staff.
(b) Requires
substantial knowledge of archival/record keeping concepts, principles
and theory. Has a high level of
proficiency and expertise in specific system/s, collection/s, service/s,
function/s or policy area/s. Requires either management expertise or
standing as a recognised internal authority in an area of the discipline of
significance to the organisation or the sector.
(c) Exercises
judgement and initiative in dealing with a range of complex and detailed
operational, conceptual or policy-related problems and
tasks that may extend beyond the immediate work area. May develop or introduce enhancements to
practices, systems, procedures and services with
limited reference to suitable precedent.
Demonstrates a sound understanding and ability to interpret professional
standards, practices and theory.
(d) Works under
guidance of a senior specialist or professional manager. Work may be reviewed
periodically or at key stages for soundness of judgement and adherence to
organisational or sector-wide objectives and policies.
(e) The outcome of
work, including decisions, is usually intermediate to long-term and may have
considerable effect and impact on the objectives and performance of service
delivery for clients, collections or co-workers, or on
sector-wide policy or performance/compliance.
Work may contribute to the body of professional, subject or policy area
knowledge.
Archivist Grade 4
A professional manager or senior specialist at this
level:
(a) Leads and
manages significant organisational service/s, project/s
or program/s, and/or provides authoritative highly specialised advice to senior
management, the organisation as a whole or external parties. May initiate and
implement a major archives/records project or program or oversee the operations
and systems of a substantial archives/records program in an agency.
(b) Requires
significant knowledge of archival/record keeping concepts, principles and
theory extending across multiple aspects of the discipline. Also requires
either significant management expertise or standing as a recognised internal or
external authority on system/s, collection/s, service/s
or policy area/s of significance to the organisation, industry or profession.
(c) Exercises
independent or interpretive judgement and initiative in dealing with a range of
highly complex and detailed operational or conceptual problems and tasks. Is able to create new systems, standards or approaches and
interpret information where there is little or no precedent. Demonstrates an extensive understanding of
professional standards and multiple aspects of archives/record keeping that
require new and unique solutions.
(d) Works with
occasional managerial or professional review or independently as a recognised specialist.
Work is primarily reviewed for effectiveness and progress towards agreed
objectives.
(e) The outcome of
work, including decisions, has significant long-term effect, and usually
contributes substantially to organisational performance and/or to the body of
professional, subject or policy area knowledge. Work has significant legal,
policy or service delivery implications at an organisational or sector-wide
level.
Archivist Grade 5
A senior professional manager or principal specialist at
this level:
(a) Leads and
directs a branch or program of strategic significance to the organisation,
and/or provides authoritative advice of the highest order on an area of
specialist or policy expertise or significance to the organisation, industry, profession or sector.
(b) Requires
extensive knowledge of archives/record keeping concepts, principles and theory
extending across multiple aspects of the discipline. Requires extensive
management expertise and detailed knowledge of policy and/or service delivery
and development issues, and/or standing as a recognised authority of the
highest level on system/s, collection/s, service/s or policy area/s, or an area
of the discipline of significance to the organisation, industry, profession or sector.
(c) Exercises critical
or managerial judgement and initiative of the highest order to anticipate,
conceptualise and resolve sophisticated problems that have strategic
organisational impact. Is able to independently conceive of and implement program
objectives and strategies, or new systems or approaches in the absence of
precedent.
(d) Work is
primarily guided by organisational policies and administrative controls.
(e) The impact of
decisions and actions is strategic. Work contributes substantially to
organisational performance and/or the body or professional, subject or policy
area knowledge and has significant legal, policy or service delivery
implications at an organisational or sector-wide level.
Library Assistant
A practitioner at this level:
(a) Performs
routine activities to gain practical experience required for the operation of
information systems and services to clients.
(b) Requires
ability to develop skills in, and knowledge of library and information
standards, procedures, practices and operations, and specific library
collections obtained from formal course work and/or workplace training.
(c) Exercises
judgment, where a choice of action is available within the application of
clearly established standards, practices and
procedures.
(d) Works under
direct supervision of a senior paraprofessional or a professional, but
exercises increasing autonomy in prioritising and completing tasks. This may involve working co-operatively in
the organisation of work.
(e) The outcome of work
undertaken is usually of direct, but short-term effect on clients, collections and co-workers.
Library Technician Grade 1
A paraprofessional practitioner at this level:
(a) Performs and/or
assists in co-ordinating activities required for the operation and maintenance
of library and information services and systems.
(b) Requires sound
knowledge and skill and the ability to develop expertise in library and
information management concepts necessary to undertake a varied range of tasks
in library procedures and operations.
(c) Exercises
judgment in dealing with a range of general or specialist tasks and problems,
with reference to established standards, practices and
procedures. Some adaptation of systems, standards or practices may be
undertaken.
(d) Works under
general supervision of a senior paraprofessional or a professional or
manager. Works either individually or
co-operatively as a member of a team, or as the leader of a small
non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate but may be long term in
its effect on clients, collections and
co-workers. Work may assist in the
formulation of procedures or policies.
Library Technician Grade 2
An experienced paraprofessional practitioner or specialist
at this level:
(a) Performs and
co-ordinates activities required for the operation and maintenance of
information services and systems at a comprehensive level. May manage discrete library and information
management projects or coordinate the operations and systems of a unit or team.
(b) Requires
substantial knowledge and skill, as well as a high level of proficiency and
expertise in library and information principles and theory necessary to
undertake a wide range of tasks in library procedures and operations.
(c) Exercises
judgment in dealing with a range of complex or specialist tasks and problems,
and in the application of principles and theory. Is able to
adapt systems, standards or priorities, and deviate substantially from
precedent.
(d) Works under
minimal direction of a senior professional or manager and is reviewed
occasionally or at key stages. Work may
be undertaken individually as a specialist or co-operatively as a member of a
non-hierarchical team, or as a leader or supervisor of a team.
(e) The outcome of
work may have a long-term effect on clients, collections, co-workers
or other agencies. Develops or applies
work practices, procedures or policies in their area
of responsibility. Work may contribute
to the body of knowledge in library and information services, or area of
specialisation.
Librarian Grade 1
A professional practitioner at this level:
(a) Provides professional
library and information services and/or assists in the development of library
and information services and systems. May co-ordinate discrete library and
information management projects or assist in the operations and systems of a
unit, team or library service.
(b) Requires sound
knowledge of library and information service concepts, principles and theory,
and a sound understanding of library systems, practices
and procedures.
(c) Exercises
judgment in dealing with a range of operational and/or conceptual tasks and
problems with reference to established standards, practices
and procedures. Is able to adapt systems, standards or
priorities and deviate to a limited extent from precedent. With experience may
solve non-routine problems by applying principle and theory with reference to
precedent.
(d) Works under
general supervision of a senior professional or manager. Works either individually or co-operatively
as a member of a team or as the leader of a small non-hierarchical team.
(e) The outcome of
work is usually direct or short-term to intermediate but may be long term in
its effect on clients, collections and
co-workers. Work may assist in the
formulation of procedures or policies and contribute to the body of
professional knowledge.
Librarian Grade 2
An experienced professional practitioner and/or developing
specialist at this level:
(a) Provides
complex or specialist library and information services. May
co-ordinate/supervise a discrete library and information management project, or
the operations and systems of a unit, team or library
service.
(b) Requires a
well-developed knowledge of library and information management concepts,
principles and theory, and well-developed skills in the application of library
and information systems, collections, services or
subject knowledge.
(c) Exercises
judgment and initiative in dealing with a wide range of complex tasks and
problems, with reference to established standards, practices
and procedures. Is able to adapt systems, standards or
priorities and deviate substantially from precedent.
(d) Works under
general direction of a senior professional or manager. Works either individually as a specialist or
co-operatively as a member of a non-hierarchical team, or as a leader or
supervisor of a team or discrete project.
(e) The outcome of
work including decisions is direct but may be long term in its effect on
clients, collections and co-workers. May assist in the formulation of policy and
advice to senior management. Work often
contributes to the body of professional knowledge.
Librarian Grade 3
A senior professional practitioner, manager and/or
specialist at this level:
(a) Manages and/or provides
complex or specialist library and information services. May manage substantial
library and information management projects, or the operations and systems of a
unit, team or library service.
(b) Requires
substantial knowledge of library and information management concepts, principles and theory.
Has a high-level of proficiency and expertise in specific systems,
collections, services or subject knowledge. Requires either management expertise or
standing as a recognised internal authority in an area of the discipline of
significance to the organisation.
(c) Exercises
judgment and initiative in dealing with a range of complex and detailed
operational or conceptual problems and tasks that may extend beyond the
immediate work area. May develop and/or introduce
enhancements to practices, systems and procedures with
limited reference to precedent.
Demonstrates a sound understanding and ability to interpret professional
standards, practices and theory.
(d) Works under
guidance of a senior professional or manager. Work may be reviewed periodically
or at key stages for soundness of judgment and adherence to organisational
objectives and policies.
(e) The outcome of
work including decisions is usually intermediate to long term and may have
considerable effect and impact on the objectives and performance of service
delivery for clients, collections and co-workers
within the legal, library and information management context. May formulate
policy and advice to senior management.
Work often contributes to the body of professional, subject or policy
area of knowledge.
Librarian Grade 4
A principal professional practitioner and/or senior manager
and/or senior specialist at this level:
(a) Leads and
manages significant organisational service/s, project/s
or program/s, and/or provides authoritative highly specialised advice to senior
management, the organisation as a whole, or external parties. May initiate and implement a major library
and information management project or program or oversee the operations and systems
of a significant unit, team or library service.
(b) Requires and
applies significant knowledge of library and information management concepts,
principles and theory extending across multiple aspects of the profession. Also
requires either significant management expertise or standing as a recognised
internal or external authority on systems, collections, services or subject
knowledge, or an area of the discipline of significance to the organisation, industry or profession.
(c) Exercises
independent or interpretive judgment and initiative in dealing with a range of
highly complex and detailed operational or conceptual problems and tasks. Is able to create new systems, standards or approaches and
interprets information where there is little or no precedent. Demonstrates an extensive understanding of
professional standards and multiple aspects of library and information services
that may require new or unique solutions.
(d) Works with
occasional managerial or professional review or independently as a recognised
specialist. Work is primarily reviewed
for effectiveness and progress towards agreed organisational objectives.
(e) The outcome of
work including decisions has significant long-term effect, and usually
contributes substantially to organisational performance, and/or to the body of
professional or subject knowledge. Work
is expected to have significant policy, legal or service delivery implications
at the organisational level and may also have an impact at the State or
National level.
Librarian Grade 5
A principal professional manager and/or principal specialist
at this level:
(a) Leads and directs
a branch or program or library service of strategic significance to the
organisation and/or provides authoritative advice of the highest order in an
area of specialist expertise of significance to the organisation, industry or profession.
(b) Requires
extensive knowledge of library and information management concepts, principles
and theory extending across multiple aspects of the profession. Requires
extensive management expertise and detailed knowledge of service delivery and
development issues, and/or standing as a recognised authority on systems,
collections, services, or subject knowledge, or an area of the discipline of
significance to the organisation, industry or
profession.
(c) Exercises
critical or managerial judgment and initiative to anticipate, conceptualise and
resolve sophisticated problems that have strategic organisational impact. Is able to independently conceive of, and implement program
objectives and strategies, or new systems or approaches in the absence of
precedent.
(d) Work is
primarily guided by organisational policies and administrative controls.
(e) The outcome of
work, including decisions is strategic, and contributes substantially to
organisational performance, or to the body of professional or subject
knowledge. Work has significant legal,
policy or service delivery implications at the organisational, State or
National level.
6. Commencing Rates of
Pay
6.1 An employee
assigned as a Librarian or Archivist Grade 1 who has a qualification acceptable
for appointment that required three years full-time study (or equivalent for
part-time) will have a commencing salary of not less than the rate prescribed
for the first year of service as set out in Part B of the Crown Employees
(Public Sector - Salaries 2021) Award or any replacement award.
6.2 An employee
assigned as a Librarian or Archivist Grade 1 who has a qualification acceptable
for appointment that required a minimum of four years full-time study (or
equivalent for part-time) will have a commencing salary of not less than the
rate prescribed for the second year of service as set out in Part B of the
Crown Employees (Public Sector - Salaries 2021) Award or any replacement award
7. Conditions of
Employment
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, the 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.
8. Anti-Discrimination
8.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.
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.
8.2 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.
8.3 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.
8.4 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.
(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 the 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."
9. Grievance and
Dispute Resolution Procedures
9.1 All grievances
and dispute resolution relating to the provisions of this award will initially
be dealt with as close to the source as possible, with graduated steps for
further attempts at resolution at higher levels of authority within the appropriate
agency, if required.
9.2 An employee is
required to notify in writing their immediate manager as to the substance of
the grievance, dispute or difficulty, request a
meeting to discuss the matter, and if possible, state the remedy sought.
9.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination Act 1977) that makes
it impractical for the employee to advise their immediate manager the notification
may occur to the next appropriate level of management, including where
required, to the agency head or delegate.
9.4 The immediate
manager or other appropriate officer will convene a meeting in
order to resolve the grievance, dispute or difficulty within two (2)
working days, or as soon as practicable, of the matter being brought to
attention.
9.5 If the matter remains
unresolved with the immediate manager, the employee may request to meet the
appropriate person at the next level of management in order
to resolve the matter. This
manager will respond within two (2) working days, or as soon as
practicable. This sequence of reference
to successive levels of management may be pursued by the employee until the
matter is referred to the agency head.
9.6 The agency head
may refer the matter to the Industrial Relations Secretary for consideration.
9.7 If the matter remains
unresolved, the agency head will provide a written response to the employee and
any other party involved in the grievance, dispute or
difficulty, concerning action to be taken, or the reason for not taking any
action, in relation to the matter.
9.8 An employee, at
any stage, may request to be represented by their union.
9.9 The employee or
the union on their behalf, or the agency head may refer the matter to the
Industrial Relations Commission of New South Wales if the matter is unresolved
following the use of these procedures.
9.10 The employee,
union, agency, and the Industrial Relations Secretary will agree to be bound by
any order or determination by the Industrial Relations Commission of New South
Wales in relation to the dispute.
9.11 Whilst the
procedures outlined in subclauses 9.1 to 9.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty will continue unless otherwise agreed between the parties. In a case
involving work health and safety, if practicable, normal work will proceed in a
manner that avoids any risk to the health and safety of any employee or member
of the public.
10. Area, Incidence
and Duration
This award applies to employees in the classifications
of Librarian, Library Assistant, Library Technician or Archivist employed under
the Government Sector Employment Act
2013.
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and
rescinds and replaces the Crown Employees
(Librarians, Library Assistants, Library Technicians and Archivists) Award
published 15 May 2020 (388 I.G. 90),
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 17 September 2021.
This award remains in force until varied or rescinded, the
period for which it was made having already expired.
PART B
MONETARY RATES
Schedule 1 - Salaries
|
Classification and
Grades
|
Salary Point
|
1.7.21
|
|
|
|
Per annum
|
|
|
|
2.04%
|
|
|
|
$
|
|
Librarians and Archivists
|
|
|
|
Grade 1
|
|
|
|
Year 1
|
46
|
66,298
|
|
Year 2
|
52
|
70,151
|
|
Year 3
|
58
|
74,117
|
|
Year 4
|
64
|
78,736
|
|
Year 5
|
69
|
82,690
|
|
Year 6
|
74
|
86,621
|
|
Grade 2
|
|
|
|
Year 1
|
78
|
90,253
|
|
Year 2
|
82
|
93,791
|
|
Year 3
|
87
|
98,451
|
|
Year 4
|
91
|
102,403
|
|
Grade 3
|
|
|
|
Year 1
|
96
|
107,789
|
|
Year 2
|
99
|
111,121
|
|
Year 3
|
103
|
115,483
|
|
Year 4
|
107
|
120,096
|
|
Grade 4
|
|
|
|
Year 1
|
110
|
123,693
|
|
Year 2
|
113
|
127,332
|
|
Year 3
|
116
|
131,094
|
|
Year 4
|
119
|
135,176
|
|
Grade 5
|
|
|
|
Year 1
|
122
|
138,993
|
|
Year 2
|
125
|
143,651
|
|
Year 3
|
128
|
148,270
|
|
Year 4
|
-
|
153,301
|
|
Library Assistant
|
|
|
|
Year 1
|
20
|
51,856
|
|
Year 2
|
25
|
55,028
|
|
Year 3
|
32
|
58,481
|
|
Year 4
|
40
|
62,839
|
|
Year 5
|
44
|
65,160
|
|
Library Technician
|
|
|
|
Grade 1
|
|
|
|
Year 1
|
46
|
66,298
|
|
Year 2
|
52
|
70,151
|
|
Year 3
|
58
|
74,117
|
|
Year 4
|
64
|
78,736
|
|
Grade 2
|
|
|
|
Year 1
|
75
|
87,493
|
|
Year 2
|
78
|
90,253
|
|
Year 3
|
82
|
93,791
|
|
Year 4
|
87
|
98,451
|
D. SLOAN, Commissioner
____________________
Printed by the authority
of the Industrial Registrar.