Crown Employees (Office of Sport - Catering
Officers) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 168701 of 2021)
|
Before Commissioner Sloan
|
22 October 2021
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Definitions
3. Parties
4. Temporary and Casual Employees
5. Salaries
5A. Calculation of Service
6. Apprentices
7. School Based Apprentices
8. Hours of Duty
9. Overtime
10. Leave
11. Weekends and Public Holidays
12. Allowance for Temporary Assignment
to Higher Non-Executive Roles
13. Public
Service Holiday
14. Annual Leave Loading
15. Utilisation of Staff
16. Uniforms
17. Grievance and Dispute Settling Procedures
18. Consultative Committee
19. Anti-Discrimination
20. Area, Incidence and
Duration
21. No
Extra Claims
Appendix 1 –
Competencies
Appendix 2 -
Centre and Academy Locations
PART A
1. Title
1.1 This award will
be known as the Crown Employees (Office of Sport - Catering Officers) Award.
2. Definitions
2.1 "Academy"
refers specifically to the Sport and Recreation Centre at Narrabeen and the
Sport and Recreation Centre at Jindabyne, the locations of which are provided
at Appendix 2.
2.2 "Agency"
means the Office of Sport.
2.3 "Agency
-Head" means the Chief Executive of the Office of Sport.
2.4 "Centre"
means an Agency residential establishment or site as listed at Appendix 2 where
instruction is provided in outdoor education, sport and recreation for all
members of the community. It also
includes any place designated as part of, or as an annex to, such an
establishment.
2.5 "Centre
Manager" means a person occupying a role of Centre Manager or Manager
Delivery and Outreach within a Centre or Academy.
2.6 "Chief
Executive - means the Chief Executive of the Office of Sport".
2.7 "Employee"
means and includes all persons permanently or temporarily employed under the
provisions of the Government Sector Employment Act 2013 and who as at
the operative date of this award were occupying one of the positions covered by
this award, or who, after that date, are appointed to or employed in any of
such positions.
2.8 "Executive
Director" means the Executive Director, Regional Delivery.
2.9 "Industrial Relations Secretary"
has the same meaning as in the Government Sector Employment Act 2013.
2.10 "Service"
means continuous service with the Agency in a position covered by the award.
2.11 "Split
Shift" means a shift whereby the rostered hours are performed over 2
separate periods, within a maximum span of 15 hours.
2.12 "Union"
means the Public Service Association and Professional Officers Association
Amalgamated Union of New South Wales.
3. Parties
3.1 This award has
been made between the following parties:
Industrial Relations Secretary
Office of Sport
Public Service Association and Professional Officers
Association Amalgamated Union of New South Wales
4. Temporary and
Casual Employees
4.1 A temporary
employee is an employee engaged as a Catering Officer or Senior Catering
Officer, consistent with Section 43 (1) (b) of the Government Sector Employment Act 2013.
4.2 A temporary
employee may be employed for a regular fixed period.
4.3 Temporary
employees employed under subclause 4.1 will receive a salary commensurate with
the individual’s level of knowledge and experience as determined by the Centre
Manager in accordance with the rates provided in the Crown Employees (Public
Sector - Salaries 2021) Award.
4.4 A casual
employee is an employee engaged as a Catering Officer or Senior Catering
Officer, consistent with Section 43 (1) (c) of the Government Sector Employment Act 2013.
4.5 A casual
employee may be employed on an hourly basis to meet specific short term needs consistent
with the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009.
4.6 Casual employees
will receive an hourly rate commensurate with the individual’s level of
knowledge and experience as determined by the Centre Manager in accordance with
the salaries provided for in the Crown Employees (Public Sector - Salaries
2021) Award and receive a loading of 15 per cent on top of the ordinary
hourly rate.
5. Salaries
5.1 Salary rates
applicable to employees will be payable in accordance with the Crown Employees
(Public Sector - Salaries 2021) Award. The level of salary at which an employee
is to be remunerated will be determined in accordance with the criteria set out
at subclause 5.3 of this clause.
5.2 This award is
listed in Schedule A of the Crown
Employees (Public Sector – Salaries 2021) Award and salaries and allowances payable to employees will be in
accordance with that award or any award replacing it.
5.3 The salary level
applicable to an employee will be determined in the following manner:
5.3.1 Catering Officers
Levels 1 to 3 - The applicable salary will be determined by the Centre Manager
in consultation with the Senior Catering Officer, as outlined in subclause 5.9
of this clause, and will be based on the employee meeting the required
competencies for the level as defined at Appendix 1.
Level 4 payable is to:
(a) Qualified
employees who are competent to Level 3; and
(b) Employees at
Berry Centre who are competent to Level 3 who were remunerated at Level 4
immediately before 22 August 2019.
5.3.2 Senior Catering
Officers must be competent in all facets of catering, responsible for the
oversighting and operation of the catering facilities within a Centre/Academy
and responsible for the supervision of at least one employee on a full-time
basis. Remuneration will be as follows:
(a) Unqualified
Senior Catering Officers will be paid at Level 4.
(b) Qualified
Senior Catering Officers will be paid at Level 5.
5.4 For the purposes
of this clause, qualifications recognised for the purposes of an employee being
considered qualified and therefore being entitled to progress to a salary rate
subject to qualification as provided for within subclause 5.3 of this clause
will be a Certificate 111 in Commercial Cookery or equivalent as determined by
the Executive Director.
5.5 The total salary
provided for in the Crown Employees (Public Sector - Salaries 2021) Award represents a salary plus a loading
which incorporates:
(a) Penalty rates (other
than overtime);
(b) Broken shifts;
(c) Laundry
allowance;
(d) Annual leave
loading.
The total salary does not include the payment of
overtime.
5.6 In addition to
the salary rates provided for in the Crown Employees (Public Sector - Salaries
2021) Award, an allowance will be payable to employees employed at Academies,
other than casual employees in recognition of the additional weekend work
responsibilities and the nature of clientele of the Academies. The amount of this allowance is provided for
in the Crown Employees (Public Sector - Salaries 2021) Award.
5.7 The hourly rate
for casual employees will represent full remuneration for employment and
include payment in lieu of annual leave, as provided for by the Annual Holidays Act 1944, and compensation
for the nature of employment. Casual
employees will generally not be entitled to any other leave entitlements unless
the employee has served sufficient periods of employment under the Government
Sector Employment Act 2013 or the Public
Sector Employment and Management Act 2002 or the Public Sector Management Act 1988, or the Public Service Acts of 1902 and 1979, which when combined, qualify
the employee for Long Service Leave as provided by the Long Service Leave Act 1955, or other leave benefits approved by
the Industrial Relations Secretary,
5.7.1 Casual employees
will also receive the following entitlements in accordance with the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009.
(a) Unpaid parental
leave in accordance with paragraph 12.5.4;
(b) Personal
Carers' entitlement in accordance with subclause 12.6; and
(c) Bereavement
entitlement in accordance with subclause 12.7.
5.8 Assessment of an
employee's entitlement to progression from one level to another based on
competencies will be undertaken in the following manner:
(a) Assessment will
be undertaken by the Senior Catering Officer.
(b) The entitlement for
assessment for progression will not be limited by a specific time period.
(c) An assessment
may be undertaken at any time at the discretion of the Senior Catering Officer
or at the request of the employee to be assessed.
(d) Should no
assessment be undertaken in accordance with point (c), an assessment will be
held on the anniversary of the employee’s initial employment.
(e) Recommendations
of the assessment process will be submitted in writing by the Senior Catering
Officer to the Centre Manager for approval.
Should the Centre Manager not agree with the Senior Catering Officer's
recommendation, the matter will be referred to the Executive Director for
determination.
(f) Recommendations
of the Senior Catering Officer are to be discussed with the assessed employee
prior to the assessment being submitted to the Centre Manager.
(g) The date of
effect of the progression from one level to another will be the date
recommended by the officer responsible for undertaking the assessment.
(h) The dispute resolution
procedures contained under clause 17 may be used if a dispute arises concerning
an employee's entitlement to progression and it is not resolved through the use
of the above steps.
(i) If there is
no Senior Catering Officer at the Centre, or the Senior Catering Officer is
unavailable, an assessment may be undertaken by the Services Coordinator.
5.9 Unqualified
employees who wish to undertake a trade test for the purposes of being
considered qualified under the terms of this agreement will be entitled to
undertake a trade test at the Agency’s expense and will be considered on duty
for the purpose of undertaking such a test.
5.10 Trade tests, as
provided for at subclause 5.9 of this clause, will be limited to one test
within any twelve month period for each employee.
5A.
Calculation of Service
5A1. In calculating years of service for the
purpose of this award the following periods are not taken into account:
(a) Any leave of
absence without pay exceeding five days in any calendar year;
(b) Any period
necessary to give full effect to a reduction in salary imposed under sections
68 Unsatisfactory performance of government sector employees and 69 Misconduct
– Public Service and other prescribed government sector employees the Government
Sector Employment Act 2013.”
6. Apprentices
6.1 The wage rate
for apprentices will be calculated by applying the following percentages to the
Total Salary of a Level 4 employee specified in the Crown Employees (Public
Sector - Salaries 2019) Award.
|
Four year apprentice
cooks
|
% of Level 4
|
|
1st year (or equivalent training stage)
|
45
|
|
2nd year (or equivalent training stage)
|
60
|
|
3rd year (or equivalent training stage)
|
75
|
|
4th year (or equivalent training stage)
|
85
|
|
Adult, at age 21 or over, regardless of Year of
Apprenticeship
|
85
|
"Equivalent training stage" recognises that
credit may be given for training undertaken prior to the commencement of the
apprenticeship or that progression through the wage scale may be accelerated or
that the provisions of clause 7, School Based Apprentices, apply.
6.2 Apprentices who
reach the age of 21 years prior to completion of their apprenticeship will be
paid the rate provided in subclause 6.1 of this clause for an Adult at age 21 or
over regardless of the Year of Apprenticeship.
7. School Based
Apprentices
7.1 A school based
apprentice is an employee who is undertaking an apprenticeship under a training
contract while also enrolled in the Higher School Certificate.
7.2 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.
7.3 For the purposes
of subclause 7.2 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.
7.4 The wages paid
for training time may be averaged over the school term or year.
7.5 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.
7.6 School based
apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
7.7 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.
7.8 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.
7.9 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.
8. Hours of Duty
8.1 Employees will be
required to work up to 152 hours over a period of four weeks.
8.2 The hours of
duty which may be required to be undertaken on any given day will be a minimum
of 4 and a maximum of 12, excluding meal breaks. At times, in order to meet client demand, it may
be necessary to split the employee’s shift.
Not more than one split shift would be rostered in any shift.
8.3 Hours of duty
will not be restricted to specific hours of the day. However hours of duty
between 7.00 p.m. and 6.00 a.m. will only be able to be rostered or requested
to be undertaken where it is considered that actual client demand requires such
hours of duty to be undertaken.
8.4 The maximum
number of shifts in excess of 10 hours an employee will be rostered for duty on
consecutive calendar days will be two.
No employee will be rostered for more than 6 shifts in excess of 10
hours in any four week roster cycle.
8.5 Employees will
not be rostered for more than 10 days in either the first or second fortnight
of the four-week roster period or rostered for any more than 10 consecutive
calendar days over any period. Employees
will be entitled to a minimum of 9 days during any roster cycle for which they
are to be rostered off duty.
8.6 Employees will
be entitled to a minimum of two consecutive days for which they are not
rostered on duty in both the first and second fortnights of the four-week
roster period.
8.7 Employees will
be entitled to a minimum of 10 hour break from duty between the cessation of
one shift and the commencement of the next.
Should no such break be provided, the employee will be entitled to
receive payment at overtime rates, as calculated in accordance with clause 9,
Overtime, for all work undertaken until such time as a 10 hour break can be
provided. This provision does not apply
to cessation and recommencement as a consequence of a break within a split
shift.
8.8 The distribution
of weekend, public holiday and out of hour's work will be allocated equitably
between all employees subject to the ability of the Centre or Academy to meet
client demand.
8.9 Employees will
not be permitted to work greater than five consecutive hours without taking a
break from duty of not less than thirty minutes. This break from duty will be without pay.
8.10 Hours of duty
will be determined by way of roster, which will be displayed in an area
available to all employees not less than 5 days prior to the commencement of
the four-week roster cycle.
8.11 Rostered hours of
duty may be required on any day of the week, Saturdays, Sundays and Public
Holidays included.
8.12 Rostered hours of
duty will be prepared and approved by the Centre Manager or delegate to meet
the business requirements of the Centre/Academy. Where possible, the Centre
Manager or delegate will consider the needs of the employees and endeavour to
equitably distribute work patterns.
8.13 In emergency
situations, rosters may be varied by the Centre Manager provided that 24 hours notice is given to the employee of such a change.
8.14 Should an
employee receive insufficient notice as to a variation to their rostered hours
of duty in accordance with subclause 8.13, the employee will receive payment at
overtime rates for all hours which represent the difference between the hours
of duty originally rostered and those being requested of the employee or time
in lieu of payment of overtime calculated in accordance with Clause 9,
Overtime.
9. Overtime
9.1 Overtime refers
to:
(a) all hours of
duty undertaken during a four week roster cycle in excess of 152; or
(b) all hours of
duty undertaken on days which are in excess of 10 in any fortnight (i.e.
eleventh, twelfth, thirteenth or fourteenth days rostered in a fortnight); or
(c) hours
undertaken on the twentieth day of rostered duty in a roster cycle; or
(d) hours undertaken
beyond the hours of duty rostered on a particular day.
9.2 Subject to
subclause 9.3, an employee may be required to work reasonable overtime at
overtime rates.
9.3 An employee may
refuse to work overtime in circumstances where the working of such overtime
would result in the employee working hours which are unreasonable.
9.4 For the purposes
of subclause 9.3, what is unreasonable or otherwise will be determined having
regard to:
(a) any risk to
employee health and safety;
(b) the employee’s
personal circumstances including any family and carer responsibilities;
(c) the needs of
the workplace or enterprise;
(d) the notice (if any)
given by the employer of the overtime and by the employee of his or her
intention to refuse it; and
(e) any other
relevant matter.
9.5 Overtime will be
paid to employees at the rate equivalent to double that of the substantive
hourly rate of pay calculated by dividing the weekly rate of pay (i.e. annual
salary divided by 52.17857) by 38.
9.6 An employee may
elect to take leave in lieu of payment for all or part of his/her entitlement
in respect to the overtime worked. Such
leave in lieu may be accrued to a maximum of 80 hours to be utilised at a time
convenient to both the employee and the Agency.
9.7 Leave in lieu of
payment in accordance with subclause 9.6 will accrue at the rate of two hours
for each hour's overtime undertaken and proportionately for periods of less
than one hour. Proportions of overtime of less than 15 minutes will be
disregarded in determining the amount of accrued leave in lieu.
9.8 The minimum
period of leave in lieu to which an employee may avail themselves is two hours
and will be taken in full hour multiples.
9.9 Any overtime
accrued beyond the maximum prescribed at subclause 9.6, will be automatically
paid to the employee.
9.10 Managers and
employees should make every effort to ensure leave in lieu entitlements are
utilised prior to the termination of services.
Payment for outstanding leave in lieu balances will only be made on the
termination of the employee’s services in exceptional circumstances, such as
death or debilitating injury or illness, that result in the sudden and early
termination of the contract.
10. Leave
10.1 Leave
entitlements will be calculated in hours based on general public service leave
provisions in accordance with the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009.
10.2 All absences from
duty will be determined based on the actual number of hours an employee is
absent from duty and debited in two hourly proportions.
10.3 Absences from
duty which do not total complete two hour portions will be rounded up to the nearest
two hour portion for the purposes of debiting leave.
11. Weekends and
Public Holidays
11.1 Employees who undertake
duty on Saturdays, Sundays or Public Holidays will receive compensation of
additional recreation leave based on the following scale:
|
Number
of Saturdays, Sundays and/or Public Holidays worked in a twelve month period
|
Additional Leave
|
|
8
- 12
|
1 day
|
|
13
- 20
|
2 days
|
|
21
- 30
|
3 days
|
|
31
- 40
|
4 days
|
|
41
or more
|
5 days
|
11.2 The number of
days to be worked to entitle an employee to accrue additional recreation leave will
refer to the actual number of days an employee is required to undertake duty on
either a Saturday, Sunday or Public Holiday irrespective of the number of hours
an employee is required to perform on those days.
11.3 For the purposes
of this clause the 12 month period will commence from the effective date of
this award.
11.4 Employees may
only be rostered on duty on Public Holidays where client demand necessitates
the need for them to be on duty.
11.5 For the purposes
of rostering, Public Holidays will be credited as 8 hours if an employee is not
required to attend for duty or is required for duty for a period of less than 8
hours on that day. Should an employee be
required to work on a Public Holiday for 8 hours or more, the actual hours of
duty on that day will be credited against the roster.
11.6 Employees who are
required to undertake duty on a Saturday, Sunday or Public Holiday will not be
entitled to any additional payment.
12. Allowance for
Temporary Assignment to Higher Non-Executive Roles
12.1 A public service
non-executive who is temporarily assigned by the Agency Head under the Government Sector Employment Act 2013 to
another non-executive role at a higher classification of work than the
employee’s current classification of work will be paid an allowance in
accordance with the provisions of clause 20 of the Government Sector Employment
Regulation 2014.
13. Public Service
Holiday
13.1 All employees will
be entitled to receive one day off duty each year recognised as the Public
Service Holiday.
13.2 The Public
Service Holiday will be any one of the calendar days which fall within the last
calendar fortnight of each year and will be considered as being an 8 hour day
for the purposes of credit toward the 152 hour 4-week roster cycle.
13.3 Determination of
the day to be granted to an employee as a Public Service Holiday will be at the
Centre Manager’s discretion.
13.4 Employees will be
advised as to the day on which their Public Service Holiday is to be granted by
no later than 1 December of each year.
13.5 Public Service
Holiday provided for in this clause will be in lieu of all picnic days provided
for under industrial instruments governing employees covered by this award.
14. Annual Leave
Loading
14.1 Total salary
rates provided for by the terms of this award incorporate payment for annual
leave loading.
15. Utilisation of
Staff
15.1 Employees may be
required, at the direction of the Centre Manager, to undertake duties of a
Services Officer.
15.2 The discretion of
the Centre Manager to utilise staff in accordance with subclause 15.1 will only
be used in situations where demand requires.
15.3 No employee will
be required to undertake functions of a Services Officer for which the employee
has not been sufficiently instructed or in the absence of supervision from an
appropriately trained person.
15.4 Employees will
not unreasonably refuse to undertake training and/or instruction in roles and
responsibilities of the role of Catering Officer or Services Officer.
16. Uniforms
16.1 Employees will be
provided with uniforms so as each employee has the following articles available
to them:
4 pairs of pants;
4 aprons;
4 jackets; and
2 pairs of shoes
16.2 Articles of
clothing provided in accordance with subclause 16.1 will be replaced upon that
particular article of clothing being deemed as unserviceable. The discretion as to the replacement of the
article of clothing will be that of the Centre Manager.
17. Grievance and
Dispute Settling Procedures
17.1 All grievances
and disputes 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 Agency if
required.
17.2 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.
17.3 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.
17.4 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.
17.5 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. The employee may pursue the sequence of reference to successive
levels of management until the matter is referred to the Agency Head.
17.6 The Agency Head
may refer the matter to the Industrial Relations Secretary for consideration.
17.7 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 action, in relation
to the matter.
17.8 An employee, at
any stage, may request to be represented by the Association.
17.9 The employee or
the Association on their behalf, or the Agency Head may refer the matter to the
New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
17.10 The employee,
Association, the Agency and the Industrial Relations Secretary will agree to be
bound by any order or determination by the New South Wales Industrial Relations
Commission in relation to the dispute.
17.11 Whilst the
procedures outlined in subclauses 17.1 to 17.10 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, or, in
the case involving work health and safety, if practicable, normal work will
proceed in a manner which avoids any risk to the health and safety of any
employee or member of the public.
18. Consultative
Committee
18.1 The parties will
use the Agency’s Joint Consultative Committee to consider issues raised in
relation to the Award and to recommend action if necessary. The parties agree to consider issues in a
consultative and cooperative manner.
18.2 Recommendations
from the Committee will be submitted to the Chief Executive with a request for
a report back to the Committee.
19. Anti-Discrimination
19.1 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.
19.2 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.
19.3 Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
as been involved in a complaint of unlawful discrimination or harassment.
19.4 Nothing in this
clause is to be taken to affect:
19.4.1 any
conduct or act which is specifically exempted from anti-discrimination
legislation;
19.4.2 offering
or providing junior rates of pay to persons under 21 years of age;
19.4.3 any
act or practice of a body established to propagate religion which is exempted
under section 56(d) of the Anti-Discrimination
Act 1977;
19.4.4 a party
to this award from pursuing matters of unlawful discrimination in any State or
federal jurisdiction.
19.5 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.
19.5.1 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
19.5.2 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."
20. Area, Incidence
and Duration
20.1 This award will
apply to all employees employed for the purposes of cooking and general
catering responsibilities in Centres and Academies of the Office of Sport.
20.2 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 as provided for under the Government
Sector Employment Act 2013, the
Government Sector Employment Regulation 2014, the Government Sector Employment
(General) Rules 2014, the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 and the Crown Employees (Public Sector -
Salaries 2021) Award or any replacement awards.
20.3 This award is
made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (Office of Sport - Catering Officers)
Award published 27 March 2020 (387
I.G. 499), as varied.
20.4 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 22 October 2021.
20.5 This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
21.
No Extra Claims
15.1 The no extra claims clause (clause 8)
contained in the Crown Employees (Public Sector - Salaries 2021) Award will
apply to employees covered by this award.
Appendix 1
Competencies
Level 1 - Competent in the following aspects of catering:
(i) Knowledge
of cleaning chemicals and their application.
(ii) Knowledge of
basic nutrition.
(iii) Knowledge of
food storage and handling procedures.
(iv) Knowledge of
kitchen and personal hygiene.
(v) Knowledge of
kitchen management and safety.
(vi) Knowledge of
catering equipment and an ability to utilise and operate such equipment.
(vii) Basic knowledge
of Equal Employment Opportunity and Work, Health and Safety Acts.
Level 2 - In addition to the competency requirements of
Level 1, competent in the following aspects of catering:
(i) Ability
to oversee stock control and arrange ordering of all food items as required.
(ii) Knowledge of
portion contro1.
(iii) Ability to
carry out menu planning.
(iv) Basic knowledge
of the Health Act and its relationship to kitchen operation.
(v) Commitment to
Equal Employment Opportunity principles; or
a minimum of 5 years service
within a Centre/Academy or equivalent experience and where, in accordance with
the staff appraisal process, performance warrants such salary.
Level 3 - in addition to the competency requirements of
Level 2, competent in the following aspects of catering:
(i) Ability
to undertake pastry cooking, butchery or other specialised cookery functions as
considered appropriate.
(ii) Ability to
organise and undertake catering for functions such as weddings, dinner nights,
etc.
(iii) Ability to
perform decoration with regard to food presentation.
(iv) Ability to cater
for special dietary needs. Or
a minimum of 10 years service
within a Centre/Academy or equivalent experience and where, in accordance with
the staff appraisal process, performance warrants such salary.
Appendix 2
Centre and Academy Locations
Berry Sport and Recreation Centre
BERRY 2535
Borambola Sport and
Recreation Centre
660A Tarcutta Road
WAGGA WAGGA 2650
Broken Bay Sport and Recreation Centre
BROOKLYN 2083
Lake Ainsworth Sport and Recreation Centre
LENNOX HEAD 2478
Lake Burrendong Sport and
Recreation Centre
MUMBIL 2820
Jindabyne Sport and Recreation Centre
JINDABYNE 2627
Lake Keepit Sport and Recreation
Centre
GUNNEDAH 2380
Milson Island Sport and Recreation Centre
BROOKLYN 2083
Myuna Bay Sport and
Recreation Centre
DORA CREEK 2264
Point Wolstoncroft Sport and
Recreation Centre
GWANDALAN 2259
Sydney Academy of Sport
Wakehurst Parkway
NARRABEEN 2101
D. SLOAN, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.