Roads and Maritime Services School Crossing Supervisors Award 2019

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by Secretary, Department of Transport.

 

(Case No. 194684 of 2022)

 

 

VARIATION

 

1.        Delete the definition of ‘Domestic Violence’, of clause 1, Definitions, of the award published 20 March 2020 (387 I.G. 379), and insert in lieu thereof the following:

 

Domestic Violence - means domestic violence as defined in the Crimes (Domestic and Personal Violence) Act 2007 (NSW).

 

2.        Insert the acronym (NSW) after all references to NSW legislation in clause 1, Definitions.

 

3.        Delete 3.1 of clause 3, Parties to the Award, and insert in lieu thereof the following:

 

3.1      The parties to this Award are:

 

the Secretary of the Department of Transport as head of the Transport Service;

 

(a)       the Australian Worker's Union, New South Wales (AWU); and

 

(b)      the Public Service Association and Professional Officers' Association Amalgamated Union of New South Wales (PSA).

 

4.        Delete 7.1 of clause 7, Payment of Wages, and insert in lieu thereof the following:

 

7.1      The hourly rate of pay for SCSs will be calculated with reference to a base hourly rate of $N per hour.  The rates of pay are set out in the table in clause 25. Rates of Pay will be increased by:

 

(a)       2.5% operative from the first full pay period on or after 1 July 2019 and 1 July 2020, and

 

(b)      2.04% operative from the first full pay period on or after 1 July 2021 and

 

(c)       2.53% operative from the first full pay period on or after 1 July 2022.

 

5.        Delete 8.1 of clause 8, Superannuation, and insert in lieu thereof the following:

 

8.1      RMS will contribute a proportion of each SCSs wage as determined by Commonwealth superannuation legislation into a superannuation fund nominated by each SCS. The superannuation proportion is 10.5% effective from 1 July 2022.

 

6.        Delete 11.8, 11.9, 11.10, 11.11 and 11.12 of clause 11, Leave, and insert in lieu thereof the following:

 

11.8    Parental leave

 

(a)       Definitions

For the purpose of this clause:

 

i          “Partner” includes a de facto spouse, former spouse or former de facto spouse. The Employee’s de facto spouse means a person who is the Employee’s husband, wife or same sex partner on a bona fide domestic basis, whether or not legally married to the Employee. For the avoidance of doubt, all the relationships identified in this definition apply regardless of the gender or sex of those in the relationship.

 

ii         “Primary Responsibility” means the person who meets the child’s physical needs more than anyone else, including feeding, dressing, bathing and otherwise supervising the child. Only one person at a time can have primary responsibility for the child or children.

 

iii        “Miscarriage” means a pregnancy that ceases prior to 20 weeks gestation or, where the number of weeks is unknown, the baby weighed less than 400g.

 

iv        “Pre-term birth” means the birth of a live child prior to 36 weeks gestation.

 

v         “Full-term birth” means the birth of a live child at 37 weeks onwards.

 

(b)      Unpaid Parental Leave

 

Employees after 40 weeks continuous service are entitled to a combined total of 104 weeks unpaid parental leave on a shared basis with their Partner in relation to the birth, adoption or surrogacy birth of their child. Paid parental leave, annual leave and extended leave can be taken within the total period of unpaid parental leave but do not extend the 104 week unpaid parental leave period.

 

(c)       Paid Parental Leave

 

i          An employee who has or will have completed not less than 40 weeks continuous service (at the time of the birth, adoption or surrogacy birth) is entitled to up to 14 weeks Paid Parental Leave, provided the employee has or will have Primary Responsibility for the care of their child (or children) at the time of birth, adoption or surrogacy birth.

 

ii         Paid Parental Leave must be taken within 12 months from the date of birth, adoption or surrogacy birth, pregnant employees may commence leave up to 9 weeks prior to the date of birth.

 

iii        Paid parental leave may be taken at full pay, half pay or as a lump sum.

 

iv        Where the pregnancy ends, not in the birth of a living child, within 28 weeks of the expected date of birth, the Employee may elect to take paid or unpaid maternity leave or sick leave and negotiates their date of return to work with the Employer.

 

(d)      Paid Other Parental Leave

 

An employee who has at least 40 weeks continuous service (at the time of the birth, adoption or surrogacy birth, irrespective of when the employee elects to take the paid leave under this clause) and who will not have Primary Responsibility for the care of their Child at the time of the birth, adoption or surrogacy birth, is entitled to:

 

i          Up to 2 weeks paid parental leave at the time of the birth, adoption or surrogacy birth when they do not have Primary Responsibility (which may be taken concurrently with the employee’s Partner); and

 

ii         Up to 12 weeks additional paid parental leave within the first 12 months from the date of birth or adoption of the child provided that the Employee assumes Primary Responsibility for the care of the child during the 12 week period; and the employee’s Partner is not concurrently taking Primary Responsibility for the care of the child.

 

iii        Paid other parent leave may be taken at full pay, half pay or as a lump sum.

 

(e)       Simultaneous Unpaid Parental Leave

 

An unbroken period of up 8 weeks at the time of the birth of the child or other termination of the spouse's or partner's pregnancy or, in the case of adoption or altruistic surrogacy, from the date of taking custody of the child. The request may only be refused on reasonable grounds. This period is inclusive of the 2 weeks paid other parent leave taken at the time of birth.

 

(f)       Special Pre-Term Parental Leave

 

i          Where an employee or the Partner of an employee gives birth to a pre-term child (prior to 37 weeks), the parent with Primary Responsibility, who has, or would have if not for the pre-term birth, completed 40 weeks continuous service at the expected due date, is entitled to paid special pre-term parental leave from the date of birth of the child up to the end of 36 weeks.

 

ii         Immediately following the period of paid special pre-term parental leave and at the commencement of 37 weeks, paid parental leave of up to 14 weeks will apply to the parent with Primary Responsibility.

 

(g)      Miscarriage Leave

 

i          Where an employee or the Partner of an employee miscarries, an employee is entitled to five days paid special miscarriage leave on each occasion a pregnancy ceases by way of miscarriage up to 20 weeks’ gestation.

 

ii         Special miscarriage leave will commence from the date the miscarriage occurs and is to be taken in one continuous block.

 

(h)      Special Adoption Leave

 

An Employee is entitled to special adoption leave (without pay) for up to 2 days to attend interviews or examinations for the purposes of adoption. As an alternative to special adoption leave an Employee can elect to charge the period of leave against annual leave, extended leave, flex leave or family and community service leave.

 

(i)       Subsequent Parental Leave – rate of pay

 

An Employee who commences a subsequent period of parental leave (associated with the birth, adoption, or altruistic surrogacy l for another child within 24 months of commencing an initial period of maternity, adoption or altruistic surrogacy leave will be paid:

 

i          at the rate (full-time or part-time) they were paid before commencing the initial leave if they have not returned to work; or

 

ii         at a rate based on the hours worked before the initial leave was taken, where the Employee has returned to work and reduced their hours during the 24 month period; or

 

iii        at a rate based on the hours worked prior to the subsequent period of leave where the Employee has not reduced their hours.

 

(j)       Alternate Duties

 

i          If, for any reason, a pregnant Employee is having difficulty in performing her normal duties or there is a risk to her health or to that of her unborn child, the Secretary, should, in consultation with the Employee, take all reasonable measures to arrange for safer alternative duties. This may include but is not limited to greater flexibility in when and where duties are carried out, a temporary change in duties, retraining, multi-skilling, teleworking and job redesign.

 

ii         If such adjustments cannot reasonably be made, the Employee may elect, or the Employer may require the Employee to commence Maternity Leave, or to access any available leave, for as long as it is necessary to avoid exposure to that risk, as certified by a medical practitioner, or until the child is born, whichever is the earlier. 

 

(k)      Communication during Parental Leave

 

Where Employees are on parental leave and the Employer makes a definite decision to introduce significant change at the workplace, the Employer will take reasonable steps to:

 

i          make information available in relation to any significant effect the change will have on the status or responsibility level of the position the Employee held before commencing parental leave; and

 

ii         provide an opportunity for the Employee to discuss any significant effect the change will have on the status or responsibility level of the position held before commencing parental leave.

 

iii        Employees must take reasonable steps to inform the Employer about any significant matter that will affect the Employee’s decision regarding the duration of parental leave to be taken, whether the Employee intends to return to work and whether the Employee intends to request to return to work on a part-time basis.

 

iv        Employees must notify the Employer of changes of address or other contact details which might affect the Employers’ capacity to comply with the requirements of this clause.

 

(l)       Right to Request

 

An Employee who has taken paid or unpaid parental leave may make a request to the Employer to:

 

i          extend the period of unpaid maternity, adoption or parental leave for a further continuous period of leave not exceeding 12 months;

 

ii         return from a period of maternity, adoption or parental leave on a part-time basis until the child reaches school age;

 

(m)     have part-time hours structured in a way to enable carer responsibilities to be fulfilled.

 

(n)      The Employer shall consider all requests made under this clause having regard to the Employee’s circumstances and, provided the request is genuinely based on the Employee’s parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the workplace or the Employer's business. Such grounds might include cost, lack of adequate replacement Employees, loss of efficiency and the impact on customer service.

 

(o)      Return to Work

 

i          An Employee has the right to their former position if they have taken paid or unpaid parental leave and they resume duty immediately after the approved leave or work on a part time basis,

 

ii         If the position occupied by the Employee immediately prior to the taking of paid or unpaid parental leave has ceased to exist, but there are other positions available that the Employee is qualified for and is capable of performing, the Employee shall be appointed to a position for which they are qualified subject to availability.

 

iii        The Employer shall not fail to re-engage a regular casual Employee (see section 53(2) of the Industrial Relations Act 1996 because:

 

A.        the Employee or the spouse is pregnant, or

 

B.        the Employee is or has been immediately absent on parental

 

C.        provided the rights of the Employer in relation to engagement or re-engagement of casual Employees are not affected, other than in accordance with this clause.

 

(p)      Evidence Requirements

 

Employees accessing leave under this clause are required to meet the evidence requirements set out in the applicable policy/procedure as varied from time to time.

 

11.9    Family and community service leave

 

(a)       RMS shall grant to an SCS some or all of their accrued family and community service leave on full pay for reasons related to unplanned and emergency family responsibilities or other emergencies outlined in subclause 11.9(b). RMS may also grant leave for purposes as outlined in subclause 11.9(c). Non-emergency appointments or duties shall be scheduled or performed outside normal working hours or through approved use of other appropriate leave.

 

(b)      Such unplanned and emergency situations may include, but not be limited to, the following:

 

i          Compassionate grounds, such as the death or illness of a close member of the family or a member of the SCS’s household;

 

ii         Emergency accommodation matters up to one day, such as attendance at court as defendant in an eviction action, arranging accommodation, or when required to remove furniture and effects;

 

iii        Emergency or weather conditions; such as when flood, fire, snow or disruption to utility services etc., threatens an SCS’s property and/or prevents a SCS from reporting for duty;

 

iv        Attending to emergency or unplanned or unforeseen family responsibilities, such as attending a child's school for an emergency reason or emergency cancellations by child care providers;

 

v         Attendance at court by a SCS to answer a charge for a criminal offence, only if RMS considers the granting of family and community service leave to be appropriate in a particular case.

 

(c)       Family and community service leave may also be granted for:

 

i          A SCS’s absence during normal working hours to attend meetings, conferences or to perform other duties, for holding office in Local Government, and whose duties necessitate absence during normal working hours for these purposes, provided that the SCS does not hold a position of Mayor of a Municipal Council, President of a Shire Council or Chairperson of a County Council; and

 

ii         A SCS’s attendance as a competitor in major amateur sport (other than Olympic or Commonwealth Games) or if a SCS is selected to represent Australia or the State.

 

(d)      Family and community service leave shall accrue as follows:

 

i          in the first 12 months of service 2.5 days.

 

ii         in the second year of service 2.5 days.

iii        for each completed year of service after 2 years of service 1 day

 

(e)       Where family and community service leave has been exhausted, additional paid family and community service leave of up to 3 days may be granted on a discrete, ‘per occasion’ basis to a SCS to cover the period necessary to arrange or attend the funeral of a family member or relative.

 

(f)       For the purposes of this subclause, ‘family’ means:

 

i          spouse;

 

ii         de facto spouse, being a person of the opposite sex who lives in the same house as their husband or wife on a bona fide basis, although they are not legally married;

 

iii        child or adult child (including an adopted child, step child, foster child or ex-nuptial child);

 

iv        parent (including a foster parent or legal guardian);

 

v         grandparent or grandchild;

 

vi        sibling (including the sibling of a spouse or de facto spouse);

 

vii       same sex partner who they live with as a de facto partner on a bona fide domestic basis; or

 

viii      relative who is a member of the same household where, for the purposes of this definition:

 

A.        'relative' means - a person related by blood, marriage, affinity or Aboriginal kinship structures;

 

B.        'affinity' means - a relationship that one spouse or partner has to the relatives of another; and

 

C.        'household' means - a family group living in the same domestic dwelling.

 

(g)      Subject to approval, accrued sick leave may be accessed when family and community service leave has been exhausted, to allow SCSs to provide short-term care or support for a family member who is ill.

 

(h)      Access to other forms of leave is available to SCSs for reasons related to family responsibilities or community service, subject to approval. These include:

 

i          Leave without pay

 

ii         Make up time

 

iii        Depending on the circumstances, an individual form of leave, or a combination of leave options may be taken. It is RMS’s intention that each request for family and community service leave be considered equitably and fairly.

 

(i)       SCSs appointed to RMS who have had immediate previous employment in the NSW Public Sector may transfer their family and community service leave accruals from the previous Employer.

 

(j)       Bereavement entitlements for casual Employees

 

i          Casual SCSs are entitled to not be available to attend work, or to leave work upon the death of a person prescribed in subclause 11.9(f) of this subclause.

 

ii         RMS and the SCS shall agree on the period for which the Employee will be entitled to not be available to attend work. In the absence of agreement, the SCS is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The SCS is not entitled to any payment for the period of non-attendance.

 

iii        If required by RMS, the SCS must establish the need to take leave, by production of evidence, such as a death certificate or statutory declaration providing details of the circumstances of death.

 

iv        RMS shall not fail to re-engage a casual SCS because the Employee accessed the entitlements provided for in this subclause. The rights of RMS to engage or not engage a casual SCS is otherwise not affected.

 

(k)      Personal Carers Entitlement for casual Employees

 

i          Casual SCSs are entitled to not be available to attend work, or to leave work if they need to care for a person prescribed in paragraph (f) of this subclause who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child.

 

ii         RMS and the SCS shall agree on the period for which the SCS will be entitled to not be available to attend work. In the absence of agreement, the Employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The SCS is not entitled to any payment for the period of non-attendance.

 

iii        If required by RMS, the SCS must establish, by production of a medical certificate or statutory declaration, the illness of the person concerned.

 

iv        RMS shall not fail to re-engage a casual SCS because the Employee accessed the entitlements provided for in this clause. The rights of RMS to engage or not to engage a casual SCS are otherwise not affected.

 

11.10  Domestic and Family Violence

 

(a)       General Principle

 

The Employer recognises that Employees may experience domestic and family violence, and that this may have a significant impact on an Employee’s health, safety and wellbeing, both at home and in the workplace. The Employer is committed to taking steps to prevent domestic and family violence and supporting Employees who experience domestic and family violence in a manner that takes into account the impacts of the trauma experienced by the Employee and those supporting them.

 

(b)      Definition of Domestic and Family Violence

 

i          For the purposes of this Award, domestic and family violence includes any behaviour, in an intimate, family or domestic relationship, which is violent, threatening, coercive or controlling, and which causes a person to live in fear. It is usually manifested as part of a pattern of controlling or coercive behaviour.

 

ii         Domestic and family violence behaviours can include, but are not limited to:

 

A.        physical and sexual violence

 

B.        verbal abuse and threats

 

C.        emotional and psychological abuse

 

D.        financial abuse

 

E.        social isolation

 

F.        stalking

 

G.        intimidation

 

H.        technology facilitated abuse

 

I.         threats or actual harm to others, pets and/or property.

 

iii        An intimate relationship includes people who are or have been in an intimate partnership whether that relationship involves or has involved a sexual relationship or not.

 

iv        A family relationship includes people who are related to one another through blood, marriage, de facto partnerships, adoption and fostering relationships, and sibling or extended family and kinship relationships.

 

(c)       Principles of prevention and response

 

i          The Employer recognises that every Employee’s experience of domestic and family violence is unique. In providing support for, and minimising the risk to safety of, Employees experiencing domestic and family violence the Employer will:

 

A.        subject to clause 12.3(a)(ii), respect the agency of the Employee as the decision maker in relation to the nature of the support they require (as outlined in clause 12.5 or otherwise) and any associated communication about these supports;

 

B.        prioritise the safety of the Employee experiencing domestic and family violence, and other Employees, in the workplace;

 

C.        acknowledge that any actions taken by the Employer may impact Employees and their dependents safety at work and at home;

 

D.        recognise the Employee’s right to confidentiality, as outlined in clause 12.6, except in instances where the safety of Employees (including other employees not directly experiencing domestic or family violence) must be prioritised;

 

E.        train identified Employees as contact officers to provide information and support to Employees experiencing domestic and family violence;

 

F.        provide Employees with training on domestic and family violence, with a specific focus on preventative steps and response in the workplace;

 

G.        ensure that Employees who are required to support Employees experiencing domestic and family violence are equipped to provide evidence based support, which acknowledges the impact of trauma, through the provision of training and other resources;

 

H.        clearly communicate to an Employee experiencing domestic and family violence any mandatory reporting obligations the Employer may have to comply with;

 

I.         acknowledge and take into account the Employee’s experience of domestic and family violence if an Employee’s attendance or performance at work is affected by domestic or family violence.

 

ii         The Employer recognises that there will be Employees who use domestic and family violence. In line with the Employer’s position against domestic and family violence the Employer may:

 

A.        support Employees to access evidence-based behaviour change supports

 

B.        approve any reasonable request for flexible work arrangements to facilitate the Employee seeking evidence-based behaviour change supports.

 

iii        The Employer may take disciplinary action against an Employee who has used domestic and family violence, up to and including termination of employment.

 

(d)      Leave

 

i          An Employee experiencing domestic or family violence will have access to 10 days paid Special Leave for domestic and family violence per calendar year to support the establishment of their safety and recovery. Temporary and part time employees are entitled to leave under this clause on a pro rata basis.

 

ii         This leave will assist Employees to:

 

A.        attending medical, counselling, case management, legal, police and other support services relating to their experience of domestic and family violence,

 

B.        organising alternative care or education arrangements for their children,

 

C.        attending court and other legal proceedings relating to their experience of domestic and family violence

D.        allow time for the employee to seek alternate or safe accommodation, and

 

E.        other activities that will assist them to establish safety and recover from their experience of domestic and family violence.

 

iii        This leave will be in addition to existing leave entitlements and can be accessed without the need to exhaust other existing leave entitlements first. This leave will be non-cumulative and may be taken as part-days, single days or consecutive days.

 

iv        Given the emergency context in which this leave may need to be accessed, Employees can proceed to take the leave and seek approval at a later date, as soon as practicable.

 

v         When assessing leave applications, the Employer needs to be satisfied, on reasonable grounds, that domestic and family violence has occurred, and may required evidence.

 

(e)       Workplace Domestic and Family Violence Support

 

i          To provide support to an Employee experiencing domestic and family violence, the Employer will approve any reasonable request from an Employee experiencing domestic and family violence for:

 

A.        changes to their span or pattern of hours and / or shift patterns;

 

B.        job redesign or changes to duties;

 

C.        relocation to suitable employment with the Employer;

 

D.        a change to their telephone number and/or email address to avoid harassing contact;

 

E.        any other appropriate measure including those available under existing provisions for flexible work arrangements; and

 

F.        increased security measures in their workplace including entry and egress.

 

ii         Subject to the Employee being satisfied that safety has been established and the Employer also being satisfied, if an Employee has requested a reasonable change to their working arrangements in accordance with clause (a), an Employer will not then unreasonably refuse a request from an Employee to maintain change or remove these arrangements.

 

iii        The Employer will assist an Employee experiencing domestic or family violence with access to support and referral services and/or other local resources.

 

(f)       Protecting the confidentiality of Employees experiencing domestic or family violence

 

i          The Employer recognises the importance of protecting the confidentiality of Employees experiencing domestic or family violence that a breach of confidentiality may pose a risk to the safety of the Employee and others.

 

ii         To protect the confidentiality of an Employee experiencing domestic or family violence the Employer will:

 

A.        adopt a ‘needs to know’ approach to any communications regarding the Employee’s experience;

 

B.        not store or include any information about the following matters on the Employee’s personnel file or payslip:

 

01.      the Employees experience of domestic or family violence

 

02.      special leave accessed for the purpose of domestic and family violence leave in accordance with clause 12.4(a)

 

03.      supports provided by the Employer (under clause 12.5 or otherwise).

 

iii        Any information regarding an Employee’s experience of domestic or family violence, including any domestic and family violence leave or supports provided (under clauses 12.4, 12.5 or otherwise), can only be accessed by Executive Director People and Culture Business Partnering.

 

iv        The Employee recognises that the Employer’s commitment to, and obligations regarding, confidentiality are subject to:

 

A.        any steps that the Employer must to take to ensure the safety of all Employees

 

B.        any mandatory reporting requirements.

 

v         Where the Employer does need to disclose confidential information for the reasons outlined in clause 12.6(d), the Employer will make every reasonable effort to inform the Employee of this disclosure before it is made and support the employee to take any practical steps to minimise an associated safety risk.

 

7.        Insert the acronym (NSW) in 16.2 of clause 16, Criminal Record Checks, after reference to the Act

 

8.        Delete 17.1 of clause 17, Safety Clothing and Equipment, and insert in lieu thereof the following:

 

17.1    SCSs will be provided with safety clothing and equipment as required, including:

 

9.        Delete 17.2 of clause 17, Safety Clothing and Equipment, and insert in lieu thereof the following:

 

17.2    Any additional safety clothing and/or equipment will be determined by the appropriate Work Health Safety/risk assessment.

 

17.3    SCSs must use the safety clothing and equipment provided (and only the safety equipment provided) when on duty.

 

10.      Delete 18.1 of clause 18, Anti-Discrimination, and insert in lieu thereof the following:

 

18.1    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 (NSW) 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; and any other ground provided for in the Anti-Discrimination Act 1977 (NSW) or applicable Commonwealth anti-discrimination legislation.

 

11.      Insert the acronym (NSW) after all references to Acts in clause 18, Anti-Discrimination.

 

12.      Insert the acronym (NSW) after all references to the Work Health and Safety Act 2011 in 19.7 of clause 19, Grievance Resolution and Dispute Settlement.

 

13.      Insert the acronym (NSW) after all references to NSW legislation in clause 21, Secure Employment.

 

14.      Substitute the words ‘his or her’ with the word ‘their’, wherever it appears in clause 21, Secure Employment.

 

15.      Substitute the words ‘he or she seeks’ with the words ‘they seek’ in 21.2(c) of clause 21, Secure Employment.

 

16.      Delete paragraph (f) of subclause 21.2 of clause 21, Secure Employment, and insert in lieu thereof the following:

 

(f)       If a casual Employee has elected to have their contract of employment converted to full-time or part-time employment in accordance with subclause 22.2(c), the Employer and Employee shall, in accordance with this paragraph, and subject to subclause 22.2(c), discuss and agree upon:

 

17.      Insert the acronym (NSW) after reference to the Government Sector Employment Act 2013, in 22.6 of clause 22, Code of Conduct and Ethics.

 

18.      Substitute the year '2022' with '2023' of clause 24, No Extra Claims.

 

19.      Insert the acronym (NSW) after reference to the Industrial Relations Act 1996 in clause 24, No Extra Claims.

 

20.      Deleted the table of clause 25, Rates of Pay, and insert in lieu thereof the following:

 

Category Refer to clause 7, Payment of Wages for the calculation of rates	2.5% Operative from the first full pay period on or after 1 July 2019 ($/hr)	2.5% Operative from the first full pay period on or after 1 July 2020 ($/hr)	2.04% Operative from the first full pay period on or after 1 July 2021 ($/hr)	2.53% Operative from the first full pay period on or after 1 July 2022 ($/hr)
Base Rate (N)	23.5969	24.1868	24.6802	25.3046
Permanent SCSs (P)	22.1221	22.6751	23.1377	23.7231
Additional hours/training(A)	25.5633	26.2024	26.7369	27.4133
Casual SCSs (C)	28.3163	29.0242	29.6162	30.3655

 

21.      This variation will take effect from 1 July 2022.

 

 

N. CONSTANT, Chief Commissioner

D. SLOAN, Commissioner

D. O'SULLIVAN, Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.