Taronga Conservation Society Australia Retail and Restaurant
Employees' Award 2022 - 2023
AWARD REPRINT
This reprint of the consolidated
award is published under the authority of the Industrial Registrar pursuant to
section 390 of the Industrial Relations Act 1996, and under
clause 6.6 of the Industrial Relations Commission Rules 2022.
I certify that the form of
this reprint, incorporating the variations set out in the schedule, is correct
as at 1 July 2023.
E.
ROBINSON, Industrial Registrar
Schedule of Variations Incorporated
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Variation Serial No.
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Date of Publication
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Effective Date
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Industrial Gazette Reference
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Volume
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Page No.
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C9742
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20 October 2023
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1 July 2023
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395
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614
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AWARD
1. Title
The Award is called the Taronga Conservation Society
Australia Retail and Restaurant Employees’ Award 2022-2023.
2. Arrangement
Clause No. Subject Matter
1. Title
2. Arrangement
3. Definitions
4. Application
5. Area,
Incidence and Duration
6. No Extra
Claims
7. General
Conditions of Employment
8. Availability of Award
9. Dispute
Resolution
10. Workplace
Flexibility and Multi-skilling
11. Types of
Employment
12. Multiple
Contracts
13. Leave
14. Wage
Increases and Wage Rates
15. Payment of
Wages
16. Wage
Sacrifice for Superannuation
17. Classification
Requirements
18. Allowances
19. Insurance
of Tools
20. Rosters
21. Ordinary
Hours of Work
22. Rest Period
23. Shift
Loadings
24. Overtime
25. Call Back
26. Starting
and Finishing Work
27. Annual
Leave
28. Annual
Leave Loading
29. Sick Leave
30. Parental
Leave
31. Long
Service Leave
32. Public
Holidays and Picnic Days
33. Uniforms, Personal
Protective Clothing and Equipment
34. Secure
Employment
35. Contractors
and Volunteers
36. Anti-discrimination
37. Delegates
and Trade Union Activities
Schedule 1 - Wage Rates (Weekly)
Schedule 2 - Allowances
Appendix A - Classifications
Appendix B - Additional Leave Entitlements - Taronga
Retail and Restaurant Award
3. Definitions
"Award" means the Taronga Conservation Society
Australia Retail and Restaurant Employees’ Award 2022-2023.
"Supervisor" means a person who supervises an
employee or employees covered by the Award.
“Employer” means the Department of Planning and Environment
at Taronga Conservation Society Australia (Taronga).
“Employee” means a person employed by the Department of
Planning and Environment at Taronga Conservation Society Australia (Taronga)
within the scope of this Award.
“Restaurant” means any restaurant or food outlet.
“Retail” means any retail outlet.
“Taronga” means any site operated by the Taronga
Conservation Society Australia.
"TZ" means Taronga Zoo, Bradleys Head Road,
Mosman, New South Wales.
"TWPZ" means Taronga Western Plains Zoo, Obley Road, Dubbo, New South Wales.
"Union" means the United Workers’ Union, New South
Wales Branch.
4. Application
4.1 The parties to
the Award are Taronga and the United Workers’ Union, New South Wales Branch.
4.2 The Award
applies to and is binding on the parties to the Award and all ongoing,
temporary, casual and apprentice employees, employed by the Department of
Planning and Environment at Taronga in the classifications of: Retail Sales
Assistant, Retail Sales Supervisor, Retail Sales Coordinator, Wait Staff,
Kitchen Hand, Cook, Apprentice Chef, Chef, Senior Chef and Duty Officer.
4.3 The Award will
regulate the terms and conditions of employment which were previously regulated
by the Restaurant & Employees (State) Award 2015 and the Shop Employees
(State) Award 2015.
4.4 There will be effective means of
consultation on matters of interest and concern, both formal and informal, at
all levels of the organisation, between the parties to this Award and
Employees.
5. Area, Incidence and Duration
5.1 This Award has
effect from the beginning of the first full pay period on or after 1 July 2022
and will remain in force until 30 June 2024 and rescinds and replaces the
Taronga Conservation Society Australia Retail and Restaurant Employees' Award -
2019-2020 published 8 May 2020 (387 I.G. 1132) and award reprinted 19 November
2021 (390 I.G. 1294).
6. No Extra Claims
6.1 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.
6.2 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.
7. General Conditions
of Employment
7.1 It is the
intention of the parties to this Award that all other conditions not specified
in this Award will be in accordance with the Government Sector Employment Act 2013 and the Government Sector
Employment Regulation 2014 as amended from time to time.
8. Availability of
Award
8.1 A copy of the Award
will be made available on the Taronga intranet.
A printed copy can be obtained from the Human Resources area if
required.
9. Dispute Resolution
9.1 A dispute under
this clause is a dispute about the interpretation or application of the Award.
9.2 The Vocational
Training Order for Apprentices made under the Apprenticeship and Traineeship
Act 2001 will override any conflicting steps contained in this clause.
9.3 The objective of
the procedures contained in this clause is the timely resolution of disputes at
the level they occur in the workplace.
9.4 Every effort
will be made to resolve a dispute as quickly as is practicably possible.
9.5 Without
prejudice to any party, while the procedures contained in this clause are being
followed, no stoppage of work or other form of limitation or work ban will be
applied.
9.6 Where a bona
fide and critical work health or safety issue exists, an employee will not work
in an unsafe environment and where appropriate will accept alternative suitable
work while the procedures contained in this clause are being applied.
9.7 An employee who
is a member of a Union may seek the advice or assistance of their Union at any
stage of the application of procedures contained in this clause.
9.8 A Union, Taronga
or an employee must receive reasonable notice, of not less than 24 hours, of
any meeting they are required to attend as part of the application of the
procedures contained in this clause.
9.9 A matter in
dispute will first be discussed between an employee and their Supervisor with
the aim of trying to resolve the matter within 5 working days. If the dispute cannot be resolved at this
level or is of such a nature that it cannot be dealt with at this level, the
following subclause will apply.
9.10 The matter in dispute
will be discussed between the employee and/or their Union representative and
the relevant manager with the aim of trying to resolve the matter within 5
working days. If the dispute cannot be
resolved at this level the following subclause will apply.
9.11 The matter in
dispute will be discussed with the employee and/or their Union representative
and representatives of the relevant manager and/or the Director People, Culture
and Learning or their delegate with the aim of trying to resolve the matter within
5 working days.
9.12 Only when all the
above procedures contained in this clause have been exhausted and the dispute remains
unresolved, a Union or Taronga may submit the dispute to the Industrial
Relations Commission of New South Wales.
10. Workplace
Flexibility and Multi-Skilling
10.1 The Union and
Taronga are committed to workplace flexibility and multi-skilling so that
employees may perform a wide range of work, including work that is incidental
or peripheral to their main tasks or function, and/or requested by Taronga to
contribute to the development of a more strategic and visitor-oriented
operation. Taronga may direct an employee to carry out such duties as are
within the limits of the employee’s skill, competence and training consistent
with the classification structure of this award.
10.2 Employees will be
trained in basic skills that were previously regarded as the work of the
various trades. Regard will be had for
the training requirements of Apprentices.
Taronga will also support employees obtaining transferable accreditation
and recognised certificates when this is relevant to their work and to Taronga
Conservation Society Australia operational requirements.
10.3 Employees will
perform work that is within their skill, competence and training, provided that
such work is not designed to promote deskilling.
10.4 Employees will
fully co-operate with all other employees (including those not covered by the
Award) to ensure there are no artificial demarcations in work and will
communicate and consult with one another in a timely and open manner in an
endeavour to achieve this.
10.5 Taronga may
direct employees to perform duties and use the required tools and equipment, if
they have been properly trained in their use, provided that the direction is
consistent with the provision of a safe and healthy working environment.
10.6 Employees will
not impose any limitation on supervisors or technical personnel, who are
qualified to do so, demonstrating the use of new equipment or machinery.
10.7 Employees in one
classification may be required by Taronga to temporarily perform the duties of
another classification, provided they have been suitably trained to do so, and
subject to the temporary assignment provisions of the Award.
11. Types of
Employment
11.1 An employee will
be engaged as an ongoing, temporary, casual or apprentice employee.
11.2 An employee may
be required by Taronga to perform their duties on sites other than Taronga
Conservation Society Australia premises.
11.3 Taronga may
dismiss an employee without notice for serious misconduct or wilful
disobedience.
11.4 If Taronga
terminates an employee’s employment, Taronga will supply the employee with a
statement of service if they request it.
Ongoing Employment
11.5 An ongoing
employee is an employee engaged for a continuing period of time subject to a
probationary period on appointment.
11.6 A probationary
period may be for a period of up to 6 months and may be extended for a further
period not exceeding 12 months.
11.7 During a
probationary period, Taronga may terminate the employment of an ongoing
employee giving one week's notice.
11.8 An ongoing
employee may terminate their employment giving 2 weeks’ notice or the
payment/forfeiture of 2 weeks wages in lieu of notice.
11.9 If an ongoing
employee’s role becomes redundant, New South Wales Government policy will
apply.
11.10 After the
probationary period, Taronga may terminate the employment of an ongoing
employee in accordance with the Dealing with Misconduct and Dealing with
Unsatisfactory Performance clauses in this Award.
Temporary Employment
11.11 A temporary
employee is an employee engaged for a specified term fixed at the outset of
their employment.
11.12 A temporary
employee will be advised in writing that their employment is temporary.
11.13 Taronga or the
employee may terminate the employment of a temporary employee giving one week's
notice.
Casual Employment
11.14 A casual employee
is an employee engaged to perform work by the hour and paid on an hourly basis,
employed by Taronga on a short or irregular basis, where Taronga has no
intention of continuing the employment and the employee has no reasonable
expectation of the employment continuing.
11.15 A casual Retail
employee will receive a 15% casual loading in addition to the relevant wage
rate prescribed in Schedule 1 of the Award to compensate them for the casual
nature of their employment and leave, except long service leave and annual
leave. A casual Retail employee will
also receive an allowance of 1/12th of the ordinary hourly rate to compensate
for annual leave.
11.16 A casual
Restaurant employee will receive a 20% casual loading in addition to the
relevant wage rate prescribed in Schedule 1 of the Award to compensate them for
the casual nature of their employment and leave, except long service leave and
annual leave. A casual Restaurant
employee will also receive an allowance of 1/12th of the ordinary hourly rate
to compensate for annual leave.
11.17 The casual loading
and casual annual leave allowance will not be paid on overtime.
11.18 Casual employees
will be engaged for a minimum shift of 3 hours. A shift may be terminated at or
after 3 hours due to operational requirements.
11.19 Taronga or the
employee may terminate the employment of a casual employee by giving one hour's
notice.
11.20 Where practicable,
Taronga will provide casual employees with reasonable notice for cancellation
of a shift. However due to the unforeseen circumstances and the nature of the
tourism industry, shifts may need to be varied or cancelled within this
timeframe. A minimum of 2 hours notice is required by
an employee to cancel a shift.
Apprentices and Trainees
11.21 The Vocational
Training Order made under the Apprenticeship and Traineeship Act 2001
will override any conditions of employment for an Apprentice or Trainee
otherwise prescribed in the Award.
11.22 An apprentice will
be paid in accordance with Schedule 1 of the Award.
11.23 Progression within
the rates prescribed for the years of service for Apprentices and Trainees will
be in accordance with the Vocational Training Order made under the
Apprenticeship and Traineeship Act 2001.
Adult Apprentice
11.24 An adult apprentice is an Apprentice engaged by Taronga
Conservation Society Australia after turning 21 years of age.
11.25 An adult apprentice is to be paid the higher of the
following rates:
(a) Year 1 80% of
the level 3 adult minimum wage (Miscellaneous Award 2010 MA000104, Apprentice
Minimum Wages)
(b) Years 2, 3 and 4
to be paid under the adult minimum wage outlined in the above mentioned
Miscellaneous Award.
12. Multiple Contracts
12.1 An employee may
be engaged by Taronga in more than one type of employment or the same type of
employment but in a different classification under the Award (multiple
contracts).
12.2 Multiple
contracts are separate and distinct contracts of employment where each stands alone
in relation to the application of the Award or other relevant industrial
instruments, including for the purposes of payment of ordinary hours, overtime
and penalties. Employees working in multiple roles cannot claim payment of the
same allowance across different roles. The conditions for employees working
under multiple contracts can be no less favourable than the applicable Award.
12.3 An employee will
not be engaged under multiple contracts for work relating to the employee’s
area of expertise where such work would normally attract the payment of
overtime rates or shift loadings.
12.4 When rostering
employees under multiple contracts consideration will be given to fatigue
management.
13. Leave
13.1 General leave conditions of employees under this Award
will be regulated in accordance with the provisions contained within this
Award, the Government Sector Employment Act 2013, Government Sector
Employment Regulation 2014 and the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 (Section 6 Leave).
13.2 Employees
employed on a part-time basis will accrue any leave on a pro-rata basis, which
will be determined on the number of approved contract hours worked in a pay
period.
14. Wage Increases and
Wage Rates
14.1 This increase in
remuneration or other conditions of employment will be processed as soon as
practicable after the finalisation of the award negotiations and on the
certification of the new award by the
Industrial Relations Commission of New South Wales.
14.2 Schedule 1 of the
Award sets out the weekly wage rates for employees engaged full-time in each
classification and grade according to the wage increases prescribed in this
clause. The hourly wage rate for
employees engaged part-time will be calculated by dividing the relevant weekly
wage rate by 38.
14.3 The wage
increases provided for in the Award, insofar as they apply will only be paid to
those employees who are employed at the date of the making of the Award.
15. Payment of Wages
15.1 Wages will be paid
fortnightly to employees on a day specified by Taronga and paid by direct
deposit into a recognised financial institution account nominated by the
employee.
15.2 Taronga will
provide employees with pay advice electronically. An employee may, on application
to Taronga, be provided with the advice in paper form.
15.3 When a Public
Holiday occurs in the lead up to pay day, payment of additional monies such as overtime,
shift loadings and allowances may be paid in the following pay period.
15.4 Where there is an
overpayment of wages, shift loadings or allowances, the employee will be
notified and consulted about repayment.
The following factors will be considered in determining the period over
which repayment is to be made:
(a) the employee’s
financial circumstances and commitments;
(b) the
circumstances involved in the overpayment; and
(c) the amount of
the overpayment.
16. Wage Sacrifice for
Superannuation
16.1 If Taronga
agrees, an employee may elect to sacrifice part of their wages payable under
Schedule 1 of the Award, for additional employer superannuation contributions.
16.2 The election is
subject to the rules of the employees’ superannuation fund allowing Taronga to
pay additional employer contribution and the payment not attracting Fringe
Benefit or any other tax.
16.3 The election must
be made before the period of service to which the earnings relate.
16.4 Additional
employer contributions are subject to the age based limits set by the
Australian Taxation Office.
16.5 Any allowance,
loading, payment for unused leave, weekly worker’s compensation or other
payment based on an employee’s wage, except payment for leave taken in service,
to which an employee is entitled under the Award or an Act, will be calculated
by reference to the wage which would have applied had the election not been
made.
17. Classification
Requirements
17.1 Refer to
Appendix A for full coverage of classifications and rates of pay.
18. Allowances
18.1 The allowances
provided for in this clause are set out in Schedule 2 of the Award.
18.2 Where an allowance
is specified as a weekly rate and an employee who is entitled to the allowance
is engaged part time, the allowance will be paid on a pro rata basis by
dividing the weekly rate by 38 for an hourly rate to a maximum of the weekly
allowance.
Tool Allowance
18.3 A weekly tool
allowance will be paid to a Chef and an Apprentice for providing and
maintaining their own hand tools. All tools owned by employees and Apprentices
need to comply with WHS regulations and meet Taronga’s WHS processes.
Temporary Assignment Allowance
18.4 Temporary assignment is the process of assigning an employee to a role
for a defined period with a specified end date. Temporary assignment may be at level, or to
a higher or lower classification.
18.5 Above-level
temporary assignment
Above-level
temporary assignments may attract payment of a temporary assignment allowance. Above-level
temporary assignments of up to 12 months may be made on the basis of a
suitability assessment which includes:
Pre-screening
for essential requirements such as a qualification or licence
Resume
At least two
capability-based assessments, one of which is an interview and
Referee checks
against the pre-established standards for the role
Above-level
temporary assignments for longer than 12 months must be based on
a comparative assessment resulting from external advertising across
the NSW Public Service. Comparative assessments require a minimum of three
capability based assessments, one of which is an interview.
The amount of the allowance payable to the employee who is temporarily
assigned to another role is the difference between the salary of the employee’s
usual role and the point in the salary range of the other role.
The proportionate temporary assignment allowance paid is proportionate
to the duties to be performed. This is to be determined by the agency head and
by mutual agreement with the employee before the employee starts the temporary
assignment.
First Aid Allowances
18.6 A weekly senior
first aid allowance will be paid to an employee who holds a current Senior
First Aid Certificate and who is appointed by Taronga to carry out the duties
of a Senior First Aid Officer.
18.7 A weekly
Occupational First Aid allowance will be paid to an employee who holds a
current Occupational First Aid Certificate and is appointed by Taronga as an
Occupational First Aid Officer.
18.8 An employee who
is temporarily appointed by Taronga to perform the duties of a First Aid Officer
while the appointed First Aid Officer is on leave for one week or more, will be
paid the relevant first aid allowance for the period appointed.
18.9 The allowances
will be paid as a flat rate on all ordinary hours worked.
Laundry Allowance
18.10 A weekly laundry
allowance will be paid to an employee when they are required by Taronga to wear
a uniform, including overalls, and where the cost of any laundering is not
borne by Taronga.
18.11 The laundry
allowance will be paid as a weekly allowance when an employee engaged full-time
works any part of a week or as a pro rata allowance for any part time or casual
employees.
18.12 The laundry
allowance is not payable when an employee is on leave.
Overnight allowance
18.13 An overnight
allowance will be paid where Taronga requests, and an employee agrees to stay
overnight on Taronga premises for a period outside/between the employee’s
normal rostered hours of duty.
The overnight allowance is deemed to provide
compensation for the overnight stay and also includes compensation for being on
call during the period and any work required to be completed up to a total of 1
hour duration. Additional work required
outside a total of 1 hour will be paid at overtime rates.
This allowance is payable when employees stay overnight
such as, but not limited to Roar and Snore, Billabong Camp and Zoofari.
The allowance applicable is only when required to sleep
over.
Bus Allowance
18.14 A bus allowance will
be paid on a per shift basis where an employee is appropriately licensed and is
required to drive a passenger bus on a rostered shift.
19. Insurance of Tools
19.1 Taronga will
insure an employee’s tools, used by them in the course of their employment,
against loss or damage by fire while on Taronga Conservation Society Australia
premises.
19.2 An employee will
provide a list of the tools insured if requested by Taronga.
19.3 An employee will
ensure that their tools are cared for and kept safely.
19.4 Taronga will
reimburse an employee for loss of tools, if the tools are lost by theft from
breaking and entering while they are being stored on the job at the direction
of Taronga.
20. Rosters
20.1 Employees may be
rostered to suit Taronga Conservation Society Australia operational
requirements.
20.2 Taronga will
prepare rosters that are fair and equitable and meet work health and safety
requirements.
20.3 In rostering
employees, consideration will be given to the preferences and personal commitments
of individuals, wherever possible.
20.4 In developing a
roster for the next period, Taronga and employees will have regard to the
roster for the previous and subsequent periods.
20.5 Rosters will be
prepared 7 days in advance.
20.6 Rosters may be
changed as long as they comply with the terms set out in Clause 21 - Ordinary
Hours of Work of the Award.
20.7 Changes to
published rosters may be made inside 7 days by agreement between the Manager
and an employee.
20.8 An employee will
not be rostered to work more than one shift in any period of 24 hours, except
by mutual agreement.
20.9 Taronga requires employees to provide a minimum availability to meet
operational requirements and business needs. These requirements will be
communicated to employees during the recruitment and selection process and will
form part of the employment contract.
Availability requirements may change over time in accordance with
operational requirements.
21. Ordinary Hours of
Work
21.1 The ordinary
hours of work of full time employees are 152 hours in a 28 day period. Part
time employees will be contracted to work less than 152 hours in a four week
period however may be rostered up to 152 hours in any four week period.
21.2 All full-time and
part-time employees will be rostered their ordinary hours of work on the
following basis:
(a) At least once
every two weeks an employee will be granted two consecutive days off
(b) Full-time and
part-time employees will work not more than 5 days per week or, by agreement
between the employer and the employee, not more than 20 days in a 4 week
period.
(c) By agreement
between the employer and the employee, the maximum number of ordinary hours
which may be worked on any one day will be 12 hours (inclusive of meal breaks).
(d) There will be
not less than a ten-hour break between finishing work (including overtime) one
day or shift and the commencement of work on the next day or shift.
21.3 Where a
Restaurant employee works a broken shift, Taronga will pay the employee for not
less than 8 hours worked on any one shift. The shift will be spread over not
more than 2 periods within a span of not more than 14 hours inclusive of meal
breaks.
21.4 Restaurant
employees working a broken shift will be paid an allowance of one half of the
hourly ordinary rate of pay at the Wait Staff classification.
22. Rest Period -
Restaurant Employees
22.1 An employee will
be given a meal break of between 30 minutes and 1 hour after working not more
than 5 hours. The first meal break taken on any shift will be unpaid. The
second meal break will be a paid break, and the employee will be paid a meal
allowance for the second break the amount of which is set out in the Allowances
Table or given a meal.
22.2 If, because the
work the employee is doing means that the employee cannot take a meal break by
the end of 5 hours, the employer can ask the employee to work up to a further
hour before the employee takes the break, and that break will become a paid
break.
22.3 In addition to
the employee's meal break(s), an employee will be given a paid rest break of
ten minutes once during each work period of 5 hours.
22A. Rest Period -
Retail Employees
22A.1 When and where it
can be conveniently arranged by Taronga, an employee who works more than four
ordinary hours on any day will be allowed a paid rest break of ten minutes.
22A.2 No rest break will
be given or taken within one hour of the employee's commencing or ceasing time
or within one hour before or after any meal break.
22A.3 An unpaid meal
break of between 30 minutes and one hour will be given to employees who are
rostered for more than five hours.
22A.4 An employee who
works nine hours or more on any day will be allowed two rest breaks (each of
ten minutes duration) if only one meal break is taken; or one rest break of ten
minutes if two meal breaks are taken.
23. Shift Loadings
23.1 If Taronga
requires an employee to work, the employee will be paid the following shift
loadings:
(a) on a Saturday
time and a quarter of the ordinary rate of pay for all ordinary hours worked
(except if the Restaurant employee works a regular night shift referred to in
clause 23.2, or if the employee is a casual Retail employee referred to in
clause 23.3),
(b) on a Sunday time
and a half of the ordinary rate of pay for all ordinary hours worked,
(c) on a Public
Holiday two and a half times the ordinary rate of pay for all ordinary hours
worked.
23.2 Where a
Restaurant employee works ordinary hours between midnight and 6.00am, they are to
be paid an extra 30% penalty for all time worked during these hours. If the
hours worked between midnight and 6.00am is greater than 50% of the total
shift, the employee will be paid a loading of 30% for all hours worked. This
loading excludes shifts worked on a Sunday or Public Holiday.
23.3 Retail casual
employees working on a Saturday will be paid an applicable allowance as
outlined in the Allowances Table in addition to the day’s pay.
23.4 The penalties and
loadings prescribed in this clause will not be taken into consideration in
calculating any payment for overtime or public holidays, or for any period of
leave including sick leave, annual leave and long service leave.
24. Overtime
24.1 Hours worked at the
direction of Taronga outside ordinary hours of work as set out in this Award,
will be overtime.
24.2 Taronga may
direct an employee to work a reasonable amount of overtime taking into account:
(a) an employee’s
prior commitments outside the workplace, particularly their family
responsibilities, community obligations and study arrangements; and
(b) the urgency of
the work required to be performed, the impact on Taronga’s operational
requirements and the effect on customer services.
24.3 Overtime rates of
pay for Retail employees will be time and one-half for the first two hours on
any one day and at the rate of double time thereafter, except on a Sunday which
will be paid for at the rate of double time.
24.4 Overtime rates of
pay for Restaurant employees will be time and one half of the ordinary rate of
pay for the first 2 hours worked and after that double time.
24.5 If their manager
agrees, an ongoing or temporary employee who works overtime may elect to take
time off work in lieu of payment for all or part of the overtime. The time off
will be calculated at the same rate as would have applied to the payment of the
overtime. The following provisions will apply to time off in lieu:
(a) Before the
overtime is worked, or as soon as practicable on completion of overtime, the
employee will advise their manager, or the manager’s delegate, that they intend
to take time off in lieu of payment.
(b) The time off in
lieu must be taken at the convenience of Taronga, except when it is being taken
to look after a sick family member in accordance with Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009 (Section 6 Leave).
(c) Time off in
lieu accrued for overtime worked on days other than Public Holidays, will be
given and taken within three months of accrual. At the employee’s election,
time off in lieu for overtime worked on a Public Holiday may be added to the
employee’s annual leave credits and may be taken in conjunction with annual
leave.
(d) An employee will
be paid for the balance of any overtime entitlement not taken as time off in
lieu.
25. Call Back
25.1 An employee
recalled to work overtime for any reason after leaving the premises (whether
notified before or after leaving the premises) will be paid for a minimum of 3
hours.
25.2 For employees,
where the recall is for the purpose of a disciplinary and/or counselling
interview and/or administrative procedures, an employee will be paid a minimum
of 2 hours at the relevant rate for each recall.
25.3 Where the actual
time worked is less than 3 hours on each recall, overtime worked in the
circumstances specified in this clause will not be regarded as overtime for the
purposes of Clause 22 Rest Period -Restaurant Employees and Clause 22A - Retail
Employees.
25.4 Time worked will
be calculated as one continuous period when an employee returns to the
workplace on a number of occasions in the same day and the first or subsequent
minimum pay period overlaps into the next call out period. Payment will be calculated from the start of
the first recall until either the end of work, or the minimum pay period from
the start of the last recall, whichever is the greater.
25.5 A recall to work
starts when the employee starts work and finishes when the work is completed
i.e. it does not include time spent travelling to and from the place at which
work is to be done.
25.6 This clause does
not apply if an employee is regularly required to return to Taronga premises to
perform a specific job outside rostered hours or if overtime is continuous
(subject to a reasonable meal break) with the end or the beginning of a
rostered shift.
26. Starting and
Finishing Work
26.1 An employee’s
starting and finishing times of ordinary hours of work will be calculated from
the time they arrive at the actual job or work station or signing on point, or
from the time they are rostered to commence work.
26.2 If an employee is
required to collect Taronga equipment before going to the work site or return
Taronga equipment at the end of work from a location other than the actual work
site or sites, then the starting and finishing times will operate from the
point of collection or return.
27. Annual Leave
27.1 Taronga employees
are entitled to 4 weeks annual leave for working a whole year or pro rata for
part time employees.
28. Annual Leave
Loading
28.1 Employees are
entitled to an annual leave loading of 17.5% of the base salary of up to 4
weeks annual leave accrued in a leave year.
28.2 For the purpose
of calculating annual leave loading, the leave year will start on 1 December of
each year and end on 30 November of the following year.
28.3 Payment of annual
leave loading will not be made on any annual leave taken in the first leave
year of employment, i.e. from the date of employment to the following 30
November. The loading accrued in the
first leave year will be paid during the second leave year of employment.
28.4 Leave loading
will be paid on the first occasion in a leave year (other than the first leave
year) when at least 2 consecutive weeks of annual leave is taken.
28.5 In the event that
a 2 week period of annual leave is not taken by 30 November each year, then the
monetary value of the annual leave loading accrued over the previous year will
be paid as soon as practicable.
28.6 An annual leave
loading will not be paid on resignation/dismissal arising from misconduct.
28.7 Annual leave
loading will be paid on retirement or termination by Taronga, except for
misconduct, if the loading would have been due had the employee taken 2 weeks
annual leave.
29. Sick Leave
29.1 Taronga
employees are entitled to sick leave provisions in accordance with the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009
(Section 6 Leave).
30. Parental Leave
30.1 Taronga employees
are entitled to parental leave provisions in accordance with the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009
(Section 6 Leave).
31. Long Service Leave
31.1 Taronga employees
are entitled to long service leave provisions in accordance with NSW Long Service Leave Act 1955.
32. Public Holidays
and Picnic Days
32.1 Public Holidays
are: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Sunday, Easter Monday, Anzac Day, Queen's Birthday, Labour Day, Christmas Day,
Boxing Day, and any such other holiday that may be proclaimed as a Public
Holiday applicable to the operation of the Award.
32.2 The first Monday
in August each year will be a Picnic Day (in lieu of the Public Service
Holiday) and will be treated as a Public Holiday.
32.3 For an employee who
works according to an ordinary hours roster that covers every day of the week,
if a Public Holiday occurs on a rostered day off they will be paid for an
additional 7 hours and 36 minutes ordinary hours. Employees who do not work the
seven-day roster will not be entitled to this payment.
33. Uniforms, Personal
Protective Clothing and Equipment
33.1 Where an employee
is required to wear a uniform, Taronga will provide employees with appropriate
uniforms that will be allocated in accordance with the work patterns of
employees.
33.2 Allocations to
employees engaged part-time, and/or who are casual employees, will be
determined by Taronga according to the employee’s work patterns.
33.3 Employees are
required to wear uniforms provided by Taronga at all times when performing
their functions and will maintain their uniforms in a neat, clean and
presentable manner.
33.4 Protective
equipment and clothing, together with replacement uniform items, are provided
as needed. Unserviceable uniforms and
equipment must be returned when a request for replacement is made.
33.5 Uniforms,
protective clothing and other equipment issued by Taronga to employees will
remain the property of Taronga.
33.6 An employee will
return all items of protective equipment and clothing together with any keys,
identification cards and other items issued to them by Taronga when they cease
employment with Taronga.
33.7 If an employee
fails to return any uniform or protective clothing issued to them by Taronga
when they cease employment, Taronga may deduct the monetary value of the
uniform or protective clothing from the employee’s separation pay if the
employee has given Taronga prior written authority to do so. Taronga may require an employee to sign a
written authority on engagement or on receipt of the next issue of uniform and
protective clothing.
34. Secure Employment
34.1 Objective of this
clause
The objective of this clause is for Taronga to take all
reasonable steps to provide its employees with secure employment by maximising
the number of ongoing roles in Taronga’s workforce, in particular by ensuring
that casual employees have an opportunity to elect to become full-time or
part-time employees.
34.2 Casual
Conversion:
(a) A casual
employee engaged by Taronga on a regular and systematic basis for a sequence of
periods of employment under this Award during a calendar period of 6 months
will thereafter have the right to elect to have his or her casual contract of
employment converted to ongoing full-time employment or part-time employment if
the employment is to continue beyond the conversion process prescribed by this
subclause.
(b) Taronga will give
the casual employee notice in writing of the provisions of this subclause
within 4 weeks of the employee having attained such period of 6 months.
However, the employee retains his or her right of election under this subclause
if the employer fails to comply with this notice requirement.
(c) Any casual
employee who has a right to elect under subclause 34.2(a), upon receiving
notice under subclause 34.2(b) or after the expiry of the time for giving such
notice, may give 4 weeks’ notice in writing to Taronga that he or she seeks to
elect to convert his or her casual contract of employment to ongoing full-time
or part-time employment, and within 4 weeks of receiving such notice from the
employee, Taronga will consent to or refuse the election, but will not
unreasonably so refuse. Where Taronga refuses an election to convert, the
reasons for doing so will be fully stated and discussed with the employee
concerned, and a genuine attempt will be made to reach agreement. Any dispute
about a refusal of an election to convert an ongoing contract of employment
will be dealt with as far as practicable and with expedition through the
disputes settlement procedure.
(d) Any casual
employee who does not, within 4 weeks of receiving written notice from Taronga,
elect to convert his or her casual contract of employment to ongoing full-time
employment or part-time employment will be deemed to have elected against any
such conversion.
(e) Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with Taronga.
(f) If a casual
employee has elected to have his or her contract of employment converted to
full-time or part-time employment in accordance with subclause 34.2(c), Taronga
and the employee will in accordance with this subclause, and subject to
subclause 34.2(c), discuss and agree upon
(i) whether
the employee will convert to full-time or part-time employment; and
(ii) if it is agreed
that the employee will become a part-time employee, the number of hours and the
pattern of hours that will be worked either consistent with any other part-time
employment provisions of this Award pursuant to a part time work agreement made
under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert his or her contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert his or her contract of employment
to part-time employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed between Taronga
and the employee.
(g) Following an
agreement being reached pursuant to subclause 34.2(f), the employee will
convert to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it will be dealt with as far as practicable
and with expedition through the disputes settlement procedure.
(h) An employee must
not be engaged and re-engaged, dismissed or replaced in order to avoid any
obligation under this subclause.
35. Contractors and
Volunteers
35.1 Contractors may
be engaged to perform work if it is impracticable for the work to be carried
out by employees because specialist skills and/or tools, plant or equipment are
unavailable; or the timeframe is unacceptable; or there are competing
priorities.
35.2 Where contractors
are engaged, Taronga will ensure that all relevant awards and agreements are
observed.
35.3 Employees may be
required to work cooperatively with contractors and such work will not give
rise to any claims for extra payments.
35.4 Taronga will
continue to support the efforts of volunteers whose services aim to enhance the
public’s experience while visiting Taronga.
35.5 Employees may be
required to work co-operatively with volunteers and/or students and such work
will not give rise to any claims for extra payments.
36.
Anti-Discrimination
36.1 The parties bound
by the Award respect and value equity and diversity in the workplace.
36.2 It is the
intention of the parties bound by the 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, pregnancy, physical or mental disability, homosexuality, transgender
identity, age, and carer’s responsibilities.
36.3 It follows that
in fulfilling their obligations under the dispute resolution procedures
prescribed in the Award, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of the 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 that, by its terms or operation, has a direct or indirect
discriminatory effect.
36.4 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.
36.5 Nothing in this
clause is to be taken to affect any conduct or act which is specifically
exempted from anti-discrimination legislation;
(a) offering or
providing junior rates of pay to persons under 21 years of age;
(b) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977
(c) a party to the
Award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
36.6 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.
37. Delegates and
Trade Union Activities
Right of Entry of Union Officials
37.1 A Union official
or officer may enter Taronga property at any time during working hours for the purposes
of conducting Union business provided that prior to an anticipated visit they
make contact with the nominated manager, or other senior manager, to outline
the reason for and timing of the visit.
37.2 A Union official
or officer has the right to meet with their members when they are not
working. Where they request to meet with
their members during work time this is subject to the needs of Taronga
operations and must be approved by the relevant manager.
37.3 A Union official
or officer will at all times be bound by the rules and standards of Taronga
whilst on Taronga property including undertaking site inductions when they
intend to visit the site on a regular or ongoing basis and complying with
security procedures for admission onto the property.
37.4 A Union official
will have regard for the provisions of the Industrial Relations Act 1996.
Delegates
37.5 A delegate is an
employee who has been elected by fellow employees to be their Union
representative and whose name has been registered with Taronga by the relevant
Union.
37.6 A Union official
may contact a delegate at work if they first contact the relevant manager, or
other Taronga nominated representative, to make arrangements for the contact
with the delegate at a convenient time.
(a) Taronga will
cooperate with a Union to release and pay delegates, at ordinary hours rates of
pay, for up to 12 days over two years per union, to attend agreed Union courses
in cases whereas there is prior consultation with Taronga about the course
content and the ability to release particular employees from the job;
(b) the course is
aimed at improving industrial relations and deals with relevant matters
including SafeWork NSW and Work Health and Safety;
(c) where relevant,
there is an opportunity for Taronga participation in or contribution to the
course.
Payroll Deductions for Union Membership Subscriptions
37.7 Taronga will make
fortnightly deductions of the fortnightly union membership fee from the pay of
an employee who is a member of a Union in accordance with the Union’s rules,
provided that
(a) the employee
has authorised Taronga to make such deduction;
(b) a Union has
provided Taronga with a schedule setting out union fortnightly membership fees
payable by members of the Union in accordance with the Union’s rule
(c) the Union has
advised Taronga of any change of the fortnightly membership fee, consequent upon
a variation of the annual union membership fee as provided in the Union rules,
at least one month in advance of the variation taking effect, with no more than
two variations to be effected in any financial year;
(d) deduction of the
fortnightly membership fee will only occur in each pay period in which payment
has or is to be made to an employee;
(e) as soon as
practicable after the fortnightly pay period has been processed, monies
deducted from employees’ pay will be forwarded fortnightly to the Union by way
of electronic funds transfer, together with all necessary information to enable
the Union to reconcile and credit subscriptions to employees’ Union membership
accounts;
(f) no fortnightly
membership fee will be deducted for periods where an employee is absent on
leave without pay, including unpaid parental, sick or carers’ leave;
(g) for casual
employees the fortnightly membership fee will only be deducted, if the casual
employee has worked within the relevant fortnightly pay period; and
(h) where an
employee has already authorised the deduction of union membership fees from
their pay prior to this clause taking effect, nothing in this clause will be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
Schedule 1
|
Classification
|
Weekly
4 July 22
$
|
Weekly
3 July 23
$
|
|
Retail Sales Assistant
|
838.90
|
872.50
|
|
Retail Sales Supervisor
|
866.80
|
901.50
|
|
Retail Coordinator - TWPZ
|
881.80
|
917.10
|
|
Retail Coordinator - TZ
|
1102.70
|
1,146.80
|
|
Kitchen Hand
|
764.80
|
795.40
|
|
Wait Staff
|
789.10
|
820.70
|
|
Duty Officer
|
960.80
|
999.20
|
|
Cook
|
826.20
|
859.20
|
|
Apprentice Chef (% of Senior Chef wage)
|
|
|
|
Year 1 - 46%
|
495.40
|
515.20
|
|
Year 2 - 54%
|
581.50
|
604.80
|
|
Year 3 - 67%
|
721.50
|
750.40
|
|
Chef
|
|
|
|
Level 1
|
902.60
|
938.70
|
|
Level 2
|
960.80
|
999.20
|
|
Level 3
|
991.60
|
1,031.30
|
|
Senior Chef
|
1076.90
|
1,120.00
|
|
Applicable Junior rates for Retail Sales Assistant, Wait Staff
and Kitchen Hand:
|
|
|
|
Age:
|
|
|
|
17 years and under - 62%
|
|
|
|
18 years of age - 70%
|
|
|
|
19 years of age - 80%
|
|
|
|
20 years of age - 90%
|
|
|
SCHEDULE 2
Allowances
|
|
4 July 22
|
3 July 23
|
|
Laundry Allowance
|
$13.50 per week
|
$14.05 per week
|
|
Meal Allowance
|
$15.50 per meal
|
$16.10 per meal
|
|
Tool Allowance
|
$0.97 per week
|
$1.00 per week
|
|
Senior First Aid
Allowance
|
$17.50 per week
|
$19.50 per week
|
|
Overnight
Allowance
|
$32.40 per shift
|
$33.70 per shift
|
|
Occupational
First Aid Allowance
|
$28.15 per week
|
$29.30 per week
|
|
Bus Allowance
|
$5.75 per shift
|
$6.00 per shift
|
|
Insurance of
Tools
|
$1,495.00
|
$1,495.00
|
|
Retail Employees
Saturday allowance
|
|
|
|
Under 21 years -
shift length up to 4 hours
|
$5.95 per week
|
$6.20 per week
|
|
Adult - shift
length up to 4 hours
|
$9.20 per week
|
$9.55 per week
|
|
Under 21 years - shift
length 4 hours and over
|
$10.20 per week
|
$10.60 per week
|
|
Adult - shift
length 4 hours and over
|
$18.75 per week
|
$19.50 per week
|
Appendix A
CLASSIFICATIONS
The provisions of
this clause will not limit Taronga from allocating to an employee other duties
consistent with Clause 10 – Workplace Flexibility and Multi-skilling of the
Award or changing with written advice, the expected nature and mix of duties
consistent with the classification requirements. The classification
requirements outlined below list key duties employees are expected to perform
or have the ability to perform. All employees are expected to comply with
Taronga’s policies and procedures, Customer Service Charter and Work, Health
and Safety Charter.
Retail Sales Assistant
The role of the
Retail Sales Assistant is to enhance the guest experience and maximise retail
sales by providing excellent customer service in Taronga’s retail stores and
animal experience stations. Key duties include but are not limited to:
Greeting guests who enter the retail outlet
Having strong product knowledge of Taronga’s retail
offerings to be able to up sell and explain the link with Taronga’s vision
Responsible for cash and card payments
Receiving and preparing sale and display of goods
including maintaining store presentation (including prams), light cleaning and
stocking shelves
Enhancing guest experience by providing photography
opportunities with animal encounters
Retail Sales Supervisor
The role of the
Retail Sales Supervisor is to lead the retail sales team to maximise retail
sales and enhance the visitor experience through high level customer service.
In addition to the duties of the Retail Sales Assistant, key duties include but
are not limited to:
Leading, mentoring and coaching the Retail Sales team
to deliver high quality customer service experiences.
Demonstrating high levels of store operational
management including cash management, balancing cash registers, receipts and
daily takings, visual mechanising, stock level management, housekeeping, staff
direction and daily briefings, customer service and end of day reporting,
Retail Sales Coordinator TWPZ
The role of the
Retail Sales Coordinator TWPZ is to lead the retail sales team to maximise
retail sales and enhance the guest experience through high levels of customer
service. In addition to the duties of the Retail Sales Supervisor, key duties
include but are not limited to:
Maintaining and coordinating the retail outlet to
maximise sales and ensure efficient day to day operations
Supervising and rostering the Retail Sales team to deliver high quality customer service
experiences in order to provide excellent guest experience and promote repeat
visitation
Managing
the stock deliveries, stock taking and store merchandising
Retail Sales Coordinator TZ
The role of the
Retail Sales Coordinator TWPZ is to lead the retail sales team to maximise retail
sales and enhance the guest experience through high levels of customer service.
In addition to the duties of the Retail Sales Supervisor, key duties include
but are not limited to:
Daily coordination and operational communication of all
TZ shops
Operational management of the TZ Top Shop
Coordination of operations of retail outlets during
events
Support the Retail Sales Manager with recruitment and
staff management as required
Possess and maintain a current Senior First Aid
Certificate or Occupational First Aid Certificate;
Kitchen Hand
The role of the
Kitchen Hand is to provide support for kitchen staff in all areas of kitchen
operation by maintaining high levels of quality customer service with all
stakeholders. The duties of the Kitchen Hand include but are not limited to:
Obtaining and
maintaining a NSW Statement
of Attainment in Food Handling
Cleaning,
tidying and setting up of kitchen, food preparation and customer service areas
Washing and
cleaning equipment, crockery and utensils
Assembly and
preparation of ingredients for cooking
Setting,
clearing and wiping down tables
Handling,
sorting, storing and distributing food items
Maintaining a high
level of food safety by following all food safety processes
Wait Staff
In addition to the
duties of the Kitchen Hand, the role of the Wait Staff is to deliver high
quality customer service to provide excellent guest experience and promote
repeat visitation by providing excellent front-of-house waiting and bar
services. The duties of the Wait Staff include but are not limited to:
Undertaking general waiting food and beverage duties,
including preparing and clearing tables, greeting and seating guests, taking
orders, serving food and beverages and general cleaning
Heating pre-prepared meals and/or preparing simple food
items such as sandwiches and salads
Receipting of monies (cash and electronic), giving
change and operating cash registers
Supplying, dispensing or mixing of liquor, including
cleaning of bar areas and equipment, preparing the bar for service, taking
orders and serving drinks and assisting in the cellar
Obtaining and maintaining a NSW Responsible Service of
Alcohol when required to supply, dispense or mix liquor, including cleaning of
bar areas and equipment, preparing the bar for service, taking orders and
serving drinks and assisting in the cellar
Receiving, storing and distributing goods
Maintaining a high level of food safety
Cook
The role of the Cook
is to prepare, cook and present a range of food items that are of the highest
quality at all times to provide a first class culinary guest experience. The duties of the Cook include but are not
limited to:
Obtaining and
maintaining a NSW Statement
of Attainment in Food Handling
Preparing and
cooking a range of food items such as breakfasts, grills and snacks for guests,
whilst delivering high quality customer service.
Maintaining a high level of food safety.
Maintaining
consistently high levels of guest satisfaction ensuring a high quality cost
effective service is provided
Providing
instruction to the Apprentice chef, Kitchen Hand and Wait Staff
Apprentice Chef
The role of the apprentice chef is to assist the chef in
providing a high standard of food by way of preparation, cooking and
presentation whilst ensuring best practice food and kitchen hygiene practices
are met. The duties of the apprentice
chef include but are not limited to:
Obtaining and
maintaining a NSW Statement
of Attainment in Food Handling
Undertaking and
learning all the different aspects of Commercial Cookery that is required as
part of the Chef Apprenticeship including appropriate TAFE role requirements,
training and assessments
Ensuring work
carried out meets Taronga stakeholder needs and legislative and statutory
requirements.
Identifying and
communicating issues impacting on operations and guests
Chef
The role of the Chef is to manage the day to day operational
activities within the Kitchens of Taronga by providing a high standard of food
preparation, cooking and presentation whilst ensuring best practice food and
kitchen hygiene practices are met.
Progression between Chef Level 1 to Chef Level 2 to Chef Level 3 will be
based on merit selection processes when vacancies arise or on an operation
requirements and business needs basis. The duties of a Chef include but are not
limited to:
Obtaining and maintaining a NSW Food Safety Supervisor
Certificate
Completion of an apprenticeship or appropriate trade
qualifications in cookery, butchery, baking or pastry cooking
Establishing and maintaining a first class culinary
experience across multiple food outlets including preparing and cooking food as
per Taronga menus
Planning menus and determining food and labour costs in
consultation with stakeholders
Demonstrating techniques to apprentices and advising on
cooking procedures
Maintaining and enforcing a high level of food safety
Manage complex stakeholder relations, expectations and
competing priorities in a busy hospitality environment.
Maintain professionalism, tact and diplomacy when
working within a high paced environment.
Supervising and training staff
Senior Chef
In addition to the
duties of Chef, the key duties of the Senior Chef include but are not limited
to:
Completion of appropriate additional training
Supervising other trade qualified cooks, recruitment,
training and rostering
Coordinate stocktake across all departments
Purchase and maintain equipment kitchen items including
cooking utensils, dishwashers
Budgeting including raising purchase orders,
investigating Profit/Loss
Liaising with internal and external stakeholders
including current and potential suppliers and contractors
Create and implement policies and best practices for
food safety, hygiene and Work Health Safety
Possess and maintain a current Senior First Aid
Certificate or Occupational First Aid Certificate;
Duty Officer
The role of the Duty
Officer is to provide and maintain high quality customer service standards. Key
duties include but are not limited to:
Managing complex stakeholder relations, competing
priorities and visitor expectations
Delivering a high quality customer service experience
to guests at Taronga
Assisting in coordinating, training and supervising
employees
Resolving guest issues to ensure that complaints are
dealt with effectively and complex issues are escalated accordingly.
Ensuring the smooth operation of the day-to-day
operations of the three accommodation outlets in the absence of senior
management and assisting the frontline teams in these areas to address, report,
and escalate any issues.
Responding to emergencies and initiating the
appropriate response in accordance with Taronga Emergency and after-hours
procedures.
Obtain and maintain a Senior First Aid or Occupational
First Aid Certificate
Monitoring and ensuring compliance with RSA regulations
during bar service.
Be responsible for the daily reconciliation of in-house
and departing guest accounts across the accommodation outlets, ensuring
compliance with Taronga cash handling and finance procedures.
Appendix B
ADDITIONAL LEAVE
ENTITLEMENTS - TARONGA RETAIL AND RESTAURANT AWARD
The table below outlines all the leave provisions contained
in the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2009 (Section 6 Leave) which employees covered by the Taronga Retail and
Restaurant Award have access to.
The Taronga Retail and Restaurant Award outlines entitlements
to Annual Leave, Annual Leave Loading, Long Service Leave and Public Holidays.
|
Leave Type (from Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009
|
|
Family and Community Service Leave
|
|
Leave Without Pay
|
|
Military Leave
|
|
Observance of Essential Religious or Cultural Obligations
|
|
Parental Leave (including maternity leave, adoption leave
and other parent leave)
|
|
Purchased Leave
|
|
Sick Leave
|
|
Sick Leave – Requirements for Evidence of Illness
|
|
Sick Leave to care for a family member
|
|
Sick Leave – Workers Compensation
|
|
Sick Leave – Claims other than Workers Compensation
|
|
Special Leave (including Jury Service, Witness at Court,
Examination Leave, Union Activities)
|
|
Leave for Matters Arising from Domestic Violence
|
E.
ROBINSON, Industrial Registrar
____________________
Printed by
the authority of the Industrial Registrar