Health Employees' General Administrative Staff
(State) Award 2023
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Ministry of Health.
(Case No. 212543 of 2023)
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Before Chief Commissioner Constant
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17 August 2023
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AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Definitions
2. Conditions of Service
3. Salaries and Wages
4. Dispute Resolution
5. Anti-Discrimination
6. No Extra Claims
7. Area, Incidence and Duration
Part B - Monetary
Rates
Table 1 - Salaries
Part A
1. Definitions
"Employer" Means the Secretary Exercising Employer
Functions on Behalf of the Government of New South Wales.
"Union" Means the Health Services Union NSW.
2. Conditions of
Service
the Health Employees Conditions of Employment (State) Award
2023, as varied or replaced from time to time, shall apply to all persons
covered by this award.
In addition, the Health Industry Status of Employment
(State) Award 2023, as varied or replaced from time to time, shall also apply
to relevant employees.
3. Salaries and Wages
Full-time General Administrative employees shall be paid the
salaries as set out in Table 1 of Part B - Monetary Rates, of this Award.
4. Dispute Resolution
The dispute resolution procedures contained in the Health
Employees Conditions of Employment (State) Award 2023 as varied or replaced
from time to time, shall apply.
5. Anti-Discrimination
(i) It is the intention of the parties
bound by this Award to seek to achieve the object in section 3(f) of the Industrial
Relations Act 1996 to prevent and eliminate discrimination in the
workplace. This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age
and responsibilities as a carer.
(ii) It follows that in fulfilling their
obligations under the dispute resolution procedure prescribed by this Award the
parties have obligations to take all reasonable steps to ensure that the
operation of the provisions of this Award are not directly or indirectly
discriminatory in their effects. It will be consistent with the fulfilment of
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.
(iii) Under the Anti-Discrimination Act
1977, it is unlawful to victimise an employee because the employee has made or
may make or has been involved in a complaint of unlawful discrimination or
harassment.
(iv) Nothing in this clause is to be
taken to affect:
(a) any conduct or act which is specifically
exempted from anti-discrimination legislation;
(b) offering or providing junior rates
of pay to persons under 21 years of age;
(c) any act or practice of a body
established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to this Award from pursuing
matters of unlawful discrimination in any State or Federal jurisdiction.
(v) This clause does not create legal rights
or obligations in addition to those imposed upon the parties by the legislation
referred to in this clause.
NOTES -
(a) Employers and employees may also
be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d) of the Anti-Discrimination
Act 1977 provides:
"Nothing in this Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion.”
6. No Extra
Claims
Other than as provided for in the Industrial Relations
Act 1996 and the Industrial Relations (Public Sector Conditions of
Employment) Regulation 2014 (or its successor however described), there shall be
no further claims/demands or proceedings instituted before the Industrial
Relations Commission of New South Wales 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.
7. Area, Incidence and
Duration
(i) This Award takes effect from 1
July 2023 and shall remain in force for a period of one year. The rates in the
last column in Table 1 in Part B - Monetary Rates will apply from the first
full pay period on or after (ffppoa) 1 July 2023.
(ii) This Award rescinds and replaces
the Health Employees’ General Administrative Staff (State) Award 2022 published
4 November 2022 (393 I.G. 67) and all variations thereof.
(iii) This Award shall apply to persons
employed in classifications contained herein employed in the New South Wales
Health Service under s115(1) of the Health Services Act 1997, or their
successors, assignees or transmittees, excluding the
County of Yancowinna.
PART B
MONETARY RATES
Table 1 - Salaries
In the period 1 July 2023 to the
commencement of the first full pay period on or after 1 July 2023, the applicable
rates of pay are those that applied immediately prior to the first full pay
period on or after 1 July 2023.
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Classification
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Rate
from ffppoa 01/07/2023
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|
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Per
week
|
|
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$
|
|
General Administrative
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Grade 1
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1,188.34
|
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Grade 2
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1,233.63
|
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Grade 3
|
1,274.55
|
|
Grade 4
|
1,315.46
|
|
Grade 5
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1,336.83
|
|
Grade 6
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1,378.18
|
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Grade 7
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1,423.07
|
|
Grade 8
|
1,500.67
|
|
Grade 9
|
1,630.87
|
|
Grade 10
|
1,680.82
|
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Grade 11
|
1,761.74
|
|
Grade 12
|
1,880.24
|
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Grade 13
|
2,011.00
|
|
Grade 14 and Thereafter
|
2,134.71
|
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Special Grade
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Special Grade - R.P.A. - Services Manager
|
2,202.40
|
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Special Grade - R.P.A. - Supply Manager
|
2,649.25
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N. CONSTANT, Chief Commissioner
____________________
Printed by the
authority of the Industrial Registrar.