Crown Employees (Medical Officers) Award 2022
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 198179 of 2022)
|
Before Commissioner Murphy
|
15 July 2022
|
AWARD
Arrangement
Clause No. Subject Matter
PART A
General
1. Title
2. Parties
3. Definitions
4. Anti-Discrimination
5. No Further
Claims
6. Area,
Incidence and Duration
PART B
NSW POLICE MEDICAL OFFICERS - CLINICAL FORENSIC MEDICINE
7. Salaries
and Progression
8. Other
Conditions of Employment
9. Salary
Packaging Arrangements, including Salary Sacrifice to Superannuation
10. Grievance
and Dispute Settlement Procedure
11. Redundancy
PART C
HEALTH CARE COMPLAINTS COMMISSION - MEDICAL ADVISERS
12. Salaries
and Progression
13. Salary
Packaging Arrangements, including Salary Sacrifice to Superannuation
14. Employment
Arrangements
15. Grievance
and Dispute Settlement Procedure
PART D
MONETARY RATES
Table 1 - Salaries
Table 2 - Salaries
PART A
General
1. Title
This award shall be known the Crown Employees (Medical
Officers) Award 2022.
2. Parties
This award is made between the Industrial Relations
Secretary, NSW Police Force, the Health Care Complaints Commission, and the
Australian Salaried Medical Officers' Union (New South Wales).
3. Definitions
"Award" means Crown Employees (Medical Officers)
Award 2022.
"Agency" or "Department" in Part C of
this Award means the Office of the Health Care Complaints Commission
("HCCC").
"Agency Head" in Part C of this Award means the
Commissioner of the Office of the Health Care Complaints Commission
("HCCC").
"Commissioner" in Part B of this Award means the
Commissioner of Police in New South Wales, or any person duly appointed to act
is such position from time to time.
"Union" means the Australian Salaried Medical
Officers' Union (New South Wales).
"Head, Clinical Forensic Medicine Section" in Part
D of this Award shall be a person qualified to be a Police (Forensic) Medical
Officer appointed on the basis of merit selection on the occurrence of a
vacancy as the clinical and administrative Head of the Clinical Forensic Medicine
Section.
"Higher Qualification" in Part B of this Award
means any such qualification obtained by a Police (Forensic) Medical Officer
subsequent to graduation which is recognised as a higher qualification by the
employer for the purposes of qualifying an employee for access to the higher
qualification allowance applicable under subclause 7.3 of clause 7, Salaries
and Progression. This may include:
(a) post-graduate
university degrees and diplomas recognised by the Medical Council of New South
Wales as qualification; or
(b) membership or
fellowship of the Royal College or Royal Australasian College of Physicians; or
(c) such other
post-graduate qualification obtained by examination and recognised by the
Medical Council of New South Wales, including fellowship of the Royal
Australian College of General Practitioners.
"Industrial Relations Secretary" or
"Secretary" means the employer for industrial purposes under the Government
Sector Employment Act 2013.
"Medical Adviser" in Part C of this Award
means and includes all persons employed as a Medical Adviser by the HCCC
whether employed on a full time or part time basis.
"NSW Police Force" means New South Wales
Police Force established by the Police Act 1990, (NSW).
"Police (Forensic) Medical Officer" in Part B
of this Award means a non-executive administrative officer within the terms of
the Police Act 1990, who is a person licensed or registered by the
Australian Health Practitioner Regulation Agency.
"Officer" in Part B of this Award means a
Police (Forensic) Medical Officer, as defined.
4. Anti-Discrimination
4.1 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 responsibility as a carer.
4.2 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.
4.3 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.
4.4 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.
4.5 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.
5. No Further Claims
Other than as provided for in the Industrial Relations
Act 1996 and the Industrial Relations (Public Sector Conditions of
Employment) Regulation 2014, there shall be no further claims/demands or
proceedings instituted before the NSW Industrial Relations Commission for extra
or reduced wages, salaries, rates of pay, allowances or conditions of
employment with respect to the Employees covered by the Award that take effect
prior to 30 June 2024 by a party to this Award.
The terms of the preceding paragraph do not prevent the
parties from taking any proceedings with respect to the interpretation,
application or enforcement of existing award provisions.
6. Area, Incidence and
Duration
6.1 This award
rescinds and replaces the Crown Employees (Medical Officers) Award 2021
published on 13 August 2021 (390 IG 1).
6.2 This award shall
continue to apply to officers employed within the Clinical Forensic Medicine
section of the NSW Police as at 5 August 1996 or to persons who are
subsequently employed within the Clinical Forensic Medicine Section.
Except where inconsistent with this award, the provisions
of any other existing determinations or awards will continue to apply.
6.3 This Award will
take effect from 1 July 2022. The Award will remain in force for the period to
30 June 2024 or until varied or rescinded in accordance with the provisions of Industrial
Relations Act 1996.
PART B
NSW POLICE - MEDICAL OFFICERS - CLINICAL FORENSIC
MEDICINE
7. Salaries and
Progression
7.1 The salaries set
out in Table 1, of Part D of this award shall have effect from the date
contained therein.
Police (Forensic) Medical Officer, Grade 1 shall be a
medical practitioner with a minimum four years post-graduation experience. Such
officers shall undertake a training period supervised by a suitable experienced
and qualified Police (Forensic) Medical Officer, Grade 3 (or, in the event that
no such officers are employed, a Police (Forensic) Medical Officer, Grade 2)
until such time as the Police (Forensic) Medical Officer, Grade 1, is accepted
as an expert in the practice of Clinical Forensic Medicine. The period of
training and supervision will be not less than six months.
Police (Forensic) Medical Officer, Grade 2 shall be a
medical practitioner accepted as an expert in the practice of Clinical Forensic
Medicine.
Police (Forensic) Medical Officer, Grade 3 shall be a
medical practitioner who has served a minimum of three years as a Police
(Forensic) Medical Officer, Grade 2 and who is accepted as an expert in the
practice of Clinical Forensic Medicine, and who:
(a) has attained
the necessary experience and skills to supervise and train, as appropriate,
Police (Forensic) Medical Officer, Grade 1; and
(b) has attained the
necessary experience and skills to plan, review and implement training courses,
as appropriate, in relevant practice areas including, but not limited to, safe
custody care, breath analysis and drugs training.
7.2 Nature of
Salaries - The parties recognise that the rates of pay prescribed in subclause
7.1 of this clause contain a component which takes into account all the
incidents of employment, including the need to be on-call, call-outs, overtime,
travelling time and waiting time, and including the expenses incurred in taking
telephone calls at the Officer's residence.
7.3 Higher
Qualification Allowance - The salaries prescribed in subclause 7.1 of this
clause for the classifications only of Police (Forensic) Medical Officer, Grade
1, Grade 2 and Grade 3, shall be increased by the amount of $2500 per annum,
for any Officer who holds a higher qualification as defined which, in the
opinion of the Commissioner of Police, is an appropriate higher qualification
with respect to the practice of Clinical Forensic Medicine as carried out in
the NSW Police.
7.4 Progression -
Progression Between Grades- Progression between the grades of Police (Forensic)
Medical Officer will be determined by a representative committee comprised of
representatives from the following organisations, or their successors from time
to time, or class of persons:
Two persons representing the Commissioner of Police;
Head of the Clinical Forensic Medicine Section;
One person from the Institute of Forensic Medicine;
One person from the Office of the NSW Director of
Public Prosecutions;
A Police Prosecutor with a minimum of ten years
standing as a Police Prosecutor;
One person from the Union;
One person from an Area Health Service.
Such progression shall also be subject to the
Commissioner certifying that the conduct and services of the officer are
satisfactory.
7.5 The parties
agree that the productivity provisions contained within the document known as
the Cooperative Negotiation Agenda which was agreed between the Public Service
Association and the Public Employment Office and other employers to the Crown
Employees (Public Sector Salaries) Award, shall apply to the parties to this
award to the extent reasonably appropriate.
8. Other Conditions of
Employment
Where this award is silent, the provisions of the Crown
Employees (NSW Police Administrative Officers and Temporary Employees
Conditions of Employment) Award 2009 as amended from time to time will apply.
9. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
(i) The entitlement
to salary package in accordance with this clause is available to:
(a) permanent
full-time and part-time officers;
(b) temporary
officers, subject to New South Wales Police Force convenience; and
(c) casual officers,
subject to New South Wales Police Force convenience, and limited to salary
sacrifice to superannuation in accordance with subclause (vii).
(ii) For the
purposes of this clause:
(a) "salary"
means the salary or rate of pay prescribed for the officer's classification by
clause 7, Salaries and Progression, Part D of this Award, and any other payment
that can be salary packaged in accordance with Australian taxation law.
(b) "post
compulsory deduction salary" means the amount of salary available to be
packaged after payroll deductions required by legislation or order have been
taken into account. Such payroll deductions may include, but are not limited
to, taxes, compulsory superannuation payments, HECS payments, child support
payments, and judgement debtor/garnishee orders.
(iii) By mutual
agreement with the Commissioner, an officer may elect to package a part or all
of their post compulsory deduction salary in order to obtain:
(a) a benefit or
benefits selected from those approved by the Commissioner, and
(b) an amount equal
to the difference between the officer's salary, and the amount specified by the
Commissioner for the benefit provided to or in respect of the officer in
accordance with such agreement.
(iv) An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
(v) The agreement
shall be known as a Salary Packaging Agreement.
(vi) Except in
accordance with subclause (vii), a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
officer and the Commissioner at the time of signing the Salary Packaging
Agreement.
(vii) Where an officer
makes an election to sacrifice a part or all of their post compulsory deduction
salary as additional employer superannuation contributions, the officer may
elect to have the amount sacrificed:
(a) paid into the
superannuation fund established under the First State Superannuation Act
1992; or
(b) where the
employer is making compulsory employer superannuation contributions to another
complying superannuation fund, paid into the same complying fund; or
(c) subject to New
South Wales Police Force agreement, paid into another complying superannuation
fund.
(viii) Where the
officer makes an election to salary sacrifice, the employer shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
(ix) Where the
officer makes an election to salary package and where the officer is a member
of a superannuation scheme established under the:
(a) Police
Regulation (Superannuation) Act 1906;
(b) Superannuation
Act 1916;
(c) State
Authorities Superannuation Act 1987; or
(d) State
Authorities Non-contributory Superannuation Act 1987,
New South Wales Police Force must ensure that the
officer's superable salary for the purposes of the above Acts, as notified to
the SAS Trustee Corporation, is calculated as if the Salary Packaging Agreement
had not been entered into.
(x) Where the
officer makes an election to salary package, and where the officer is a member
of a superannuation fund other than a fund established under legislation listed
in subclause (ix) of this clause, New South Wales Police Force must continue to
base contributions to that fund on the salary payable as if the Salary
Packaging Agreement had not been entered into.
This clause applies even though the superannuation contributions made by
New South Wales Police Force may be in excess of superannuation guarantee
requirements after the salary packaging is implemented.
(xi) Where the
officer makes an election to salary package:
(a) subject to
Australian Taxation law, the amount of salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
(b) any allowance,
penalty rate, payment for unused leave entitlements, weekly worker's
compensation or other payment, other than any payments for leave taken in
service, to which an officer is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
officer's rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the officer under clause 7, Salaries and
Progression, or Part D of this Award if the Salary Packaging Agreement had not
been entered into.
(xii) New South Wales
Police Force may vary the range and type of benefits available from time to
time following discussion with the Union. Such variations shall apply to any
existing or future Salary Packaging Agreement from date of such variation.
(xiii) New South Wales
Police Force will determine from time to time the value of the benefits
provided following discussion with the Union. Such variations shall apply to
any existing or future Salary Packaging Agreement from the date of such
variation. In this circumstance, the officer may elect to terminate the Salary
Packaging Agreement.
10. Grievance and
Dispute Settlement Procedure
The resolution of or settlement of disputes and/or
individual grievances of officers arising throughout the life of this award
shall be dealt with in the manner prescribed hereunder:
(i) Where a
dispute/grievance arises discussions, including the remedy sought, shall be
held as soon as possible, and in any event within two working days of such
notification, between the officer(s) concerned and the immediate supervising
officer, or other appropriate officer in the case of a grievance.
(ii) Failing
resolution of the issue, further discussions shall take place as soon as
possible and in any event within two working days of such failure, between the
individual officer(s) and, at their request, the local Union delegate or
workplace representative and the relevant Commander.
(iii) If the
dispute/grievance remains unresolved the officer(s), local delegate or
workplace representative or the relevant Commander may refer the matter to the
HR Manager, Office of the Deputy Commissioner, Specialist Operations, for discussion.
Those discussions should take place as soon as possible and in any event within
two working days of such referral.
(iv) If the dispute
is not resolved at that stage, the matter is to be referred to the Workforce
Relations Unit of the NSW Police Force who will assume responsibility for
liaising with Senior Executive Members of the Service and the Union and advise
of the final position of the Commissioner of Police, including reasons for not
implementing the remedy sought.
(v) During the
process outlined above, the status quo will be maintained.
The matter will only be referred to the Industrial
Relations Commission of New South Wales if:
(a) the final
decision of the Commissioner of Police does not resolve the dispute/grievance;
or
(b) the final position
of the Commissioner of Police is not given within five working days from the
date of referral of the matter to the Workforce Relations Unit, or other agreed
time frame.
At no stage during a dispute that specifically relates
to this award may any stoppage of work occur or any form of ban or limitation
be imposed.
Safety Issues - Procedures - In cases where a dispute
is premised on an issue of safety, consultation between the Union and the
Industrial Relations Directorate should be expedited. The status quo shall
remain until such matter is resolved.
General - The whole concept of a dispute settlement
procedure is to resolve disputation at the level as close as possible to the
source of disputation.
This procedure has been adopted to promote full and
open consultation at each step of the process in an effort to promote and
preserve harmonious industrial relations.
Throughout each stage, parties involved should ensure
that the relevant facts are clearly identified and documented and that the
procedures are followed promptly.
11.
Redundancy
The provisions of
Premier’s Memorandum 2011-11, as amended from time to time, shall apply.
PART c
HEALTH CARE COMPLAINTS COMMISSION - MEDICAL ADVISERS
12. Salaries and
Progression
12.1 Hourly rates of
pay for Medical Advisers employed by HCCC are as provided in Table 2 -
Salaries, of Part D, Monetary Rates and are effective from the first full pay
period on or after 1 July 2022.
12.2 The hourly rate
is payable for all time worked in accordance with clause 14.
12.3 Payment of
Overtime - additional compensation for overtime and on-call or recall duty is
not payable under this Award.
12.4 Progression to a
higher level is subject to 12 months satisfactory conduct, performance and
attendance and the approval of the Agency Head.
13. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
13.1 The entitlement
to salary package in accordance with this clause is available to:
(a) ongoing
full-time and part-time employees;
(b) temporary
employees, subject to the Department or agency’s convenience; and
(c) casual
employees, subject to the Department or agency’s convenience, and limited to
salary sacrifice to superannuation in accordance with subclause 13.7
13.2 For the purposes
of this clause:
(a) "salary"
means the salary or rate of pay prescribed for the employee's classification by
clause 12, Salaries and Progression, and outlined in Part D, of this Award, and
any other payment that can be salary packaged in accordance with Australian
taxation law.
(b) "post
compulsory deduction salary" means the amount of salary available to be
packaged after payroll deductions required by legislation or order have been
taken into account. Such payroll deductions may include, but are not limited
to, taxes, compulsory superannuation payments, HECS payments, child support
payments, and judgement debtor/garnishee orders.
13.3 By mutual
agreement with the Secretary, an employee may elect to package a part or all of
their post compulsory deduction salary in order to obtain:
(a) a benefit or
benefits selected from those approved by the Secretary; and
(b) an amount equal
to the difference between the employee’s salary, and the amount specified by
the Secretary for the benefit provided to or in respect of the employee in
accordance with such agreement.
13.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
13.5 The agreement
shall be known as a Salary Packaging Agreement.
13.6 Except in
accordance with subclause 13.7, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
employee and the Agency at the time of signing the Salary Packaging Agreement.
13.7 Where an employee
makes an election to sacrifice a part or all of their post compulsory deduction
salary as additional employer superannuation contributions, the employee may
elect to have the amount sacrificed:
(a) paid into the
superannuation fund established under the First State Superannuation Act
1992; or
(b) where the
employer is making compulsory employer superannuation contributions to another
complying superannuation fund, paid into the same complying fund; or
(c) subject to the
Department or agency’s agreement, paid into another complying superannuation
fund.
13.8 Where the
employee makes an election to salary sacrifice, the employer shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
13.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
(a) Police
Regulation (Superannuation) Act 1906;
(b) Superannuation
Act 1916;
(c) State
Authorities Superannuation Act 1987; or
(d) State
Authorities Non-Contributory Superannuation Act 1987,
the employee’s Department or agency must ensure that
the employee’s superable salary for the purposes of the above Acts, as notified
to the SAS Trustee Corporation, is calculated as if the Salary Packaging
Agreement had not been entered into.
13.10 Where the employee
makes an election to salary package, and where the employee is a member of a
superannuation fund other than a fund established under legislation listed in
subclause 13.9 of this clause, the employee’s Department or agency must
continue to base contributions to that fund on the salary payable as if the
Salary Packaging Agreement had not been entered into. This clause applies even though the
superannuation contributions made by the Department or agency may be in excess
of superannuation guarantee requirements after the salary packaging is
implemented.
13.11 Where the employee
makes an election to salary package:
(a) subject to
Australian taxation law, the amount of salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
(b) any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
employee’s rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the employee under clause 12, Salaries and
Progression, or Part D of this Award if the Salary Packaging Agreement had not
been entered into.
13.12 The Secretary may
vary the range and type of benefits available from time to time following
discussion with the Union. Such
variations shall apply to any existing or future Salary Packaging Agreement
from the date of such variation.
13.13 The Secretary will
determine from time to time the value of the benefits provided following
discussion with the Union. Such
variations shall apply to any existing or future Salary Packaging Agreement
from the date of such variation. In this
circumstance, the employee may elect to terminate the Salary Packaging Agreement.
14. Employment
Arrangements
14.1 A Standard Day is
7 Hours Per Day.
14.2 Generally Medical
Advisers may work their agreed hours between the hours of 7.00 am and 6.00 pm Monday
to Friday. In exceptions, work may be performed outside these hours, but will
be remunerated at the hourly rate.
14.3 Medical Advisers,
in agreement with the Commissioner, may nominate the commencing and concluding
times of their agreed hours.
14.4 A lunch break of
at least 30 minutes must be taken after 5 hours continuous work.
14.5 Part-time Work -
The provision for part-time work as prescribed by the Agency’s Flexible Work
Practices Policy will apply to Medical Advisers employed under this award.
14.6 Private Practice
- Medical Advisers may engage in private practice outside their agreed working
hours. For Medical Advisers working full time hours, private practice is to be
considered as second or other employment and the employees are to obtain permission
from their employer pursuant to Clause 7 of Part 2, Division 1 of the
Government Sector Employment Regulation 2014.
14.7 In accordance
with the HCCC’s Code of Conduct, there shall be no conflict or incompatibility
between personal interests and the impartial fulfilment of public or
professional duty. Any private work with
or for any person or body with an interest in a proposed or current contract
with the HCCC must be disclosed to the Commissioner.
14.8 A loading of
1/12th of the hourly rate will apply to payment for additional hours worked in
excess of the normal weekly agreed hours.
14.9 The employees
covered in Part C of this award are employed in terms of the Government
Sector Employment Act 2013, and to the extent that this award is silent,
will be covered by the provisions of that Act and associated Regulations and
the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2009 as varied.
15. Grievance and
Dispute Resolution
15.1 All grievances
and disputes relating to the provisions of this award shall 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
department, if required.
15.2 A staff member 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.
15.3 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 Medical Adviser 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.
15.4 The immediate
manager shall 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 their attention.
15.5 If the matter
remains unresolved with the immediate manager, the staff member may request to
meet the appropriate person at the next level of management in order to resolve
the matter. This manager shall respond
within two (2) working days, or as soon as practicable. The staff member may pursue the sequence of
reference to successive levels of management until the matter is referred to
the Agency Head.
15.6 The Agency Head
may refer the matter to the Secretary for consideration.
15.7 If the matter
remains unresolved, the Agency Head shall provide a written response to the
staff member 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.
15.8 A staff member,
at any stage, may request to be represented by their union.
15.9 Any of the
parties may refer the matter to the New South Wales Industrial Relations
Commission if the matter is unresolved following the use of these procedures.
15.10 The staff member,
union, agency and Secretary shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
15.11 Whilst the
procedures outlined in subclauses 15.1 to 15.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties, or, in
the case involving occupational health and safety, if practicable, normal work
shall proceed in a manner which avoids any risk to the health and safety of any
staff member or member of the public.
PART D
MONETARY RATES
Table 1 - Salaries
NSW Police
Medical Officers - Clinical Forensic Medicine
|
Classification
|
From
the First Full Pay Period on or after 1/07/2021
$
2.04%
|
From
the First Full Pay Period on or after 1/07/2022
$
2.53%
|
From
the First Full Pay Period on or after 1/07/2023
$
2.53%
|
|
Police (Forensic)
Medical Officer, Grade 1 -
|
|
|
|
|
4 years, less than 5
years post - graduate experience
|
136,025
|
139,466
|
142,994
|
|
5 years, less than 6 years
post - graduate experience
|
143,056
|
146,675
|
150386
|
|
Police (Forensic)
Medical Officer, Grade 2 -
|
|
|
|
|
1st year
|
157,135
|
161,111
|
165,187
|
|
2nd year
|
164,164
|
168,317
|
172,575
|
|
3rd year and
thereafter
|
171,203
|
175,534
|
179,975
|
|
Police (Forensic)
Medical Officer, Grade 3 -
|
|
|
|
|
1st year
|
185,276
|
189,963
|
194,769
|
|
2nd year
|
194,650
|
199,575
|
204,624
|
|
3rd year and
thereafter
|
204,037
|
209,199
|
214,492
|
|
Head, Clinical
(Forensic) Medicine Section -
|
|
|
|
|
1st year
|
218,104
|
223,622
|
229,280
|
|
2nd year
|
222,798
|
228,435
|
234,214
|
Table 2 -
Salaries
Health Care
Complaints Commission - Medical Advisers
|
Medical Adviser
|
From ffppoa
04/02/2021
|
From ffppoa
01/07/2022
|
From ffppoa
01/07/2023
|
|
|
2.04%
|
2.53%
|
2.53%
|
|
|
Per hour
|
Per hour
|
Per hour
|
|
|
$
|
$
|
$
|
|
Level 1
|
133.93
|
137.32
|
140.79
|
|
Level 2
|
143.83
|
147.47
|
151.20
|
|
Level 3
|
153.75
|
157.64
|
161.63
|
J.V. MURPHY, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.