Crown Employees (Department of Environment
and Climate Change - Parks and Wildlife Group) Field Officers and Skilled
Trades Salaries and Conditions 2007 Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Public
Employment Office.
(No. IRC 1075 of 2007)
Before Mr Deputy
President Grayson
|
26 July 2007
|
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Title
3. Definitions
4. Parties
5. Salaries
6. Salary
Packaging Arrangements, Including Salary Sacrifice to Superannuation
7. Allowances
8. Standby
Arrangements - Including Standby associated with Declared Incident
9. Higher
Duties
10. Appointment
11. Progression
12. Project
Teams
13. Hours of
Work
14. Variation
of Hours
15. Overtime -
General
16. Meal
Breaks
17. Rest
Breaks
18. Temporary,
Casual and School Based Apprentices Work Arrangements
19. Part-Time
Work Arrangements
20. Job
Sharing
21. Public
Holidays
22. Leave
23. Recreation
Leave and Annual Leave Loading
24. Family And
Community Service Leave
25. Excess
Travel Time
26. Contact
with Officers on Parental and Maternity Leave
27. Incident
Conditions
28. Working
From Home
29. Dependent
Care
30. Families
And Field Work
31. Training
And Development
32. Study
Assistance
33. Training
Competency
34. Engagement
of Contractors
35. Anti-Discrimination
36. Redundancy
Entitlements
37. Workplace
Environment
38. Housing
39. Industrial
Grievance Procedure
40. Deduction
Of Union Membership Fees
41. Saving Of
Rights
42. No Extra
Claims
43. Area,
Incidence and Duration
PART B
MONETARY RATES AND CLASSIFICATIONS
Annexure 1: Salary Schedule for Skilled Trades
Classification
Annexure 2: Salary Schedule for Field Officer
Classification (applicable to officers employed prior to 1 July 2005)
Annexure 3: Salary Schedule for Field Officer Classification
Annexure 4: Field Officer Classification Progression
Criteria
Annexure 5: Casual Leave Entitlements
2. Title
This award shall be known as Crown Employees (Department of
Environment and Climate Change - Parks and Wildlife Group) Field Officers and Skilled
Trades Salaries and Conditions 2007 Award.
3. Definitions
"Accommodation" means - Home, place of abode or
residential address, Commercial: hotel/motel/guest house, or an Established/Non
Established camps.
"Act" means the Public Sector Employment and
Management Act 2002.
"Allocated Days Off" means the day/s that the
officer who works set patterns of hours as detailed in this award has off each
settlement period as a result of that officer accruing the necessary hours.
"Area Manager", means the officer who manages the
parks, resources and officers of an Area and reports to a Regional Manager.
"Award" means an award as defined in the Industrial
Relations Act 1996.
"Campaign" means those incidents where shift work
is introduced by the Incident Controller.
"Casual Employee" means any employee engaged in
terms of Chapter 2, Part 2.6 Casual Employees, of the Public Sector
Employment and Management Act 2002 and any guidelines issued thereof or as
amended from time to time.
"Contract hours" for the day for a full time
officer, means one fifth of the full time 35 hours, as defined in this
award. For a part time officer,
contract hours for the day means the hours usually worked on the day.
"Crew" means a group of up to five officers
assigned under the control of a Crew Leader to undertake incident management
duties.
"Crew Leader" means an officer responsible for
leading a crew to implement a strategy.
The Crew leader ensures the work is undertaken efficiently and safely,
and is responsible for managing and recording the crew’s operations.
"Crew Member" means an officer diverted from their
day-to-day activities to undertake work associated with the management of an
incident.
"Department" means the Department of Environment
and Climate Change.
"Dependent" means a partner, including same sex
partner, husband, wife, child, elderly parent or family member with a
disability.
"Director General" means the Director General of
the Department of Environment and Climate Change.
"DPE" means the Director of Public Employment, as
established under the Public Sector Employment and Management Act, 2002.
"Dispute" is a disagreement between officers and
the Department concerning employment matters.
"Division Commander" means an officer who is under
the direction of an Operations Officer and who is responsible for a number of
sectors to which specific work tasks are allocated under incident conditions.
"Duty Officer" means an officer either rostered
for duty, or appointed on standby to serve as a divisional, branch or regional
after hours contact, and to monitor and coordinate both departmental responses
and other responses to a variety of situations including, but not limited to,
escalating fire weather conditions, wildfires, search and rescue, marine mammal
strandings, security alarms, asset damage, risks to visitor safety. The
responsibilities of a duty officer are outlined in the Fire Management Manual
and NPWS State Incident Plan.
"Employer for Industrial Purposes" means the
Director of Public Employment.
"Employer for all purposes other than Industrial"
means the Director General of the Department of Environment and Climate Change.
"Family" means a group of persons of common
ancestry, or all persons living together in one household or a primary social
group consisting of parents and their offspring.
"Fieldwork" refers to work undertaken in the field
in an area away from an officer’s normal work location, and which precludes the
officer from returning to his normal place of abode at the conclusion of each
shift.
"Grievance" is any workplace problem that is a
concern, complaint or allegation raised internally by an officer against
another officer and requires resolution.
"Incident" means an unscheduled activity such as
wildfire suppression, wildlife rescue, flood and storm relief, search and
rescue, cetacean stranding, accident and substance spill attendance, or as
otherwise approved by the Director General or delegate. (N.B. Does not include hazard reductions).
"Incident duties" means all work involved in
emergency incidents effort in which there is Departmental participation from
when an event is declared an incident until it is declared over by the Incident
Controller. Duties may include: the
initial reporting, reconnaissance, organisation of resources, control, mop-up,
patrol to completion of incident duties, and may involve office duties in the
organisation and direction of the emergency response as well as work at the
scene.
"Monday to Friday Workers" are PWG officers whose
ordinary hours of work are from Monday to Friday inclusive within the bandwidth
hours of 6.00 a.m. to 8.00 p.m.
"Nominated working place" means the location where
an officer normally commences work.
"Officer" means an employee in the Parks and
Wildlife Group of the Department including those employed on a temporary basis
but does not include those employed under individual contracts through
employment agencies, officers employed pursuant to the provisions of the Crown
Employees (Senior Officer Salaries 2004) Award or those employed in the Senior
Executive or Chief Executive Services, or those persons employed and paid as
casuals.
"Ordinary working hours" means the average number
of hours the officer is required to work each week.
"PWG" means the Parks and Wildlife Group of the
Department of Environment and Climate Change.
"Regional Manager" means the officer who manages
the parks, resources and officers of a Region and reports to a Branch Director
of PWG.
"Rostered Day Off" means a day off in a four week
roster period, taken at a time which is operationally convenient to the
Department, except those days that are taken as approved leave including time
in lieu or as an allocated day off.
"School Based Apprentice" means an officer who is
undertaking an apprenticeship under a training contract while also enrolled in
the Higher School Certificate.
"Settlement Period" is the 4 week roster period.
"Seven Day Roster Workers" are officers whose
ordinary hours of work may be worked on any day, Monday to Sunday (inclusive)
within the bandwidth of 6.00 a.m. - 8.00 p.m.
"Standby" means an approved period of time outside
normal working hours, when officers, including Duty Officers, have been
directed by the Director General, or delegate, to be readily contactable and to
immediately respond as required.
"Supervisor" means the officer’s immediate
supervisor or manager or any other officer authorised by the Department Head to
fulfil the role of a supervisor or manager, other than a person engaged as a
consultant or contractor.
"Temporary Officer" means any officer engaged in
terms of Chapter 2, Part 2.4 Temporary Employees, of the Public Sector
Employment and Management Act 2002 and any guidelines issued thereof or as
amended from time to time.
"Unions" mean the Australian Workers’ Union -
Greater NSW Branch and the Electrical Trades Union.
4. Parties
4.1 The
"Parties" to this Award are:
(i) Director of
Public Employment for the Department of Environment and Climate Change (DECC);
(ii) The
Australian Workers Union - Greater NSW Branch;
(iii) The
Electrical Trades Union.
5. Salaries
5.1 The salary
rates paid to officers covered by this award are specified in Annexures 1 - 3
in this Award.
5.2 The salaries prescribed
in Part B Monetary Rates, Annexure 1, reflect increases to the salaries of
Skilled Trades Officers and Apprentices and provide for:
(a) 4% increase in
salaries from first full pay period following 1 July 2004
(b) 4% increase in
salaries from first full pay period following 1 July 2005
(c) 4% increase in
salaries from first full pay period following 1 July 2006
(d) 4% increase in
salaries from first full pay period following 1 July 2007
5.3 The salaries
prescribed in Part B Monetary Rates, Annexures 2 and 3 reflect increases to the
salaries of Field Officer classifications and provide for:
(a) Variable
increase in salaries representing an effective across the board average
increase of around 5% (in 2004-05) to commence with effect from the first full
pay period following 1 July 2004.
(b) 4% increase in
salaries from first full pay period following 1 July 2005
(c) 4% increase in
salaries from first full pay period following 1 July 2006
(d) 4% increase in
salaries from first full pay period following 1 July 2007
5.3.1 The salary
increases referred to in paragraphs (a) to (d) of subclause 5.3 of this clause,
insofar as they apply from the first full pay period on or after 1 July 2004,
shall only be paid to those officers employed as at 1 July 2005.
5.4 No officer,
whose employment commenced before 4 August 2005, will suffer a decrease in
their substantive salary as an outcome of entering into this award.
5.5 The salary
rates are all inclusive of the following allowances:
(a) Diving
(b) Kosciusko
(c) Dry Cleaning
(d) Flying
All allowances cited in Schedule A of the Crown Employees
Wages Staff (Rates of Pay) Award 2005 as applying to the Crown Employees
(Skilled Trades) Award have been included in salary rates for trades staff
under this award, with the exception of:
(i) Asbestos
allowance
(ii) Tool
allowance (electrician)
6. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
6.1 The
entitlement to salary package in accordance with this clause is available to:
(i) permanent
full-time and part-time officers;
(ii) temporary
officers, subject to Departmental convenience; and
(iii) casual
employees, subject to the Departmental convenience, and limited to salary
sacrifice to superannuation in accordance with subclauses 6.7-6.9.
6.2 For the
purposes of this clause:
"salary" means the salary or rate of pay
prescribed for the officer’s classification shown in Part B - Monetary Rates,
of this Award, and any other payment that can be salary packaged in accordance with
Australian taxation law.
"post compulsory deduction salary" means the
amount of salary available to be packaged after payroll deductions required by
legislation or order have been taken into account. Such payroll deductions may
include, but are not limited to, taxes, compulsory superannuation payments,
HECS payments, child support payments, and judgement debtor/garnishee orders.
6.3 By mutual
agreement with the Director General, an officer may elect to package a part or
all of their post compulsory deduction salary in order to obtain:
6.3.1 a benefit or
benefits selected from those approved by the DPE; and
6.3.2 an amount equal
to the difference between the officer’s salary, and the amount specified by the
DPE for the benefit provided to or in respect of the officer in accordance with
such agreement.
6.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
6.5 The agreement
shall be known as a Salary Packaging Agreement.
6.6 Except in
accordance with subclause 6.7, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
officer and the Director General at the time of signing the Salary Packaging
Agreement.
6.7 Where an
officer makes an election to sacrifice a part or all of their post compulsory
deduction salary as additional employer superannuation contributions, the
officer may elect to have the amount sacrificed:
6.7.1 paid into the
superannuation fund established under the First State Superannuation Act
1992; or
6.7.2 where the
Department is making compulsory employer superannuation contributions to
another complying superannuation fund, paid into the same complying fund; or
6.7.3 subject to the
Department’s agreement, paid into another complying superannuation fund.
6.8 Where the
officer makes an election to salary sacrifice, the Department shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
6.9 Where the
officer makes an election to salary package and where the officer is a member
of a superannuation scheme established under the:
6.9.1 Police
Regulation (Superannuation) Act 1906;
6.9.2 Superannuation
Act 1916;
6.9.3 State Authorities
Superannuation Act 1987; or
6.9.4 State
Authorities Non-contributory Superannuation Act 1987,
the Department must ensure that the officer’s superable
salary for the purposes of the above Acts, as notified to the SAS Trustee
Corporation, is calculated as if the Salary Packaging Agreement had not been
entered into.
6.10 Where the
officer makes an election to salary package, and where the officer is a member
of a superannuation fund other than a fund established under legislation listed
in subclause 6.9 of this clause, the Department must continue to base
contributions to that fund on the salary payable as if the Salary Packaging
Agreement had not been entered into. This clause applies even though the
superannuation contributions made by the Department may be in excess of
superannuation guarantee requirements after the salary packaging is
implemented.
6.11 Where the
officer makes an election to salary package:
6.11.1 subject to
Australian Taxation law, the amount of salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
6.11.2 any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in service,
to which an officer is entitled under this Award or any applicable Award, Act
or statute which is expressed to be determined by reference to the officer’s
rate of pay, shall be calculated by reference to the rate of pay which would
have applied to the officer under Part B Monetary Rates this Award if the
Salary Packaging Agreement had not been entered into.
6.12 The DPE may
vary the range and type of benefits available from time to time following
discussion with the Unions. Such
variations shall apply to any existing or future Salary Packaging Agreement
from date of such variation.
6.13 The DPE will
determine from time to time the value of the benefits provided following
discussion with the Unions. Such variations shall apply to any existing or
future Salary Packaging Agreement from the date of such variation. In this circumstance, the officer may elect
to terminate the Salary Packaging Agreement.
7. Allowances
7.1 Expense
related allowances will be indexed from 1 July each year by the amount for the
national Consumer Price Index, as published by the Bureau of Statistics.
7.2 Boot Allowance
A boot allowance is payable to any officer who works in
the field where suitable boots are not provided by the Department. The allowance is to be a maximum of $111 per
pair of boots, on condemnation of the previous pair, endorsed by the Area
Manager, Regional Manager or Branch Director of PWG.
7.3 Field
Allowance
7.3.1 This allowance
replaces camping allowance contained in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 or any successor instrument to
that Award.
7.3.2 This allowance
is payable when an officer is required to stay overnight at a place other than
their place of abode or commercial accommodation.
7.3.3 The amounts
payable per day of 24 hours, or part thereof (which must involve an overnight
stay), are:
(i) where meals
are provided by the Department, $50 or $2.08 per hour
(ii) where meals
are not provided by the Department, $80 or $3.33 per hour
7.3.4 The Department
will provide the necessary equipment.
7.3.5 In the
exceptional circumstances where equipment is not supplied, no additional
allowance is payable.
7.4 Remote Area
Allowance
7.4.1 The remote area
allowance seeks to compensate officers for increased costs of living, the
climatic conditions of areas designated "remote" and the level of
disturbance to partners and family.
7.4.2 Remote area
means the area of the State of N.S.W. situated on or to the west of a line starting
from the right bank of the Murray River opposite Swan Hill and then passing
through the following towns or localities in the following order, namely,
Conargo, Coleambally, Hay, Rankins Springs, Marsden, Condobolin, Peak Hill,
Nevertire, Gulargambone, Coonabarabran, Wee Waa, Moree, Warialda, Ashford and
Bonshaw, and includes a place situated in any such town. It also includes
Nadgee, Montague Island and Lord Howe Island.
7.4.3 The allowances
specified in subclause 7.4.5 Table 1 of this clause, will be paid to those
officers who meet the criteria set out in the Personnel Handbook and who live
in a remote area as defined in subclause 7.4.5 Table 2 of this clause.
7.4.4 The allowance
replaces the Commonwealth allowance paid to officers on Lord Howe Island.
7.4.5 The rates of
the allowances will be:
Table 1
Grade
|
With Dependents
|
Without Dependents
|
|
Per annum
|
Per annum
|
|
|
|
A
|
$3,000
|
$2,100
|
B
|
$4,000
|
$2,800
|
C
|
$5,000
|
$3,500
|
Table 2
Grade "A"
|
All locations in remote areas, as defined, except those
specified as Grade B or C and
|
|
including Nadgee.
|
For the purpose of this Award the following locations will
be included in Grades "B" and "C".
Grade"B"
|
is payable to officers living in the following locations:
|
|
Angledook, Barrigun, Bourke, Brewarrina, Clare, Engonia,
Goodooga, Ivanhoe,
|
|
Lake Mungo, Lightening Ridge, Louth, Mungindi, Pooncarie,
Redbank, Walgett,
|
|
Wanaaring, Weilmoringle, White Cliffs, Wilcannia,
Willandra, and including
|
|
Menindee, Kinchega, Macquarie Marshes and Gunderbooka
|
|
|
Grade "C"
|
is payable to officers living in the following locations:
|
|
Fort Grey, Mootwingee, Mount Wood, Nocoleche, Olive Downs,
Tibooburra,
|
|
Yathong and including Witta Brinna, Tarawi, Irymple, Lord
Howe Island and
|
|
Montague Island
|
7.4.6 Should officers
be located in other remote locations not specified in this Award, the grading
for payment will be determined in consultation with the Unions.
7.5 On Call
Allowance for Skilled Tradespersons in Kosciusko National Park Municipal
Services Managed by Resorts Group
7.5.1 A weekly
allowance of $185 per week (of 7 days) shall be paid to skilled tradespersons
who are directed to be on call.
7.5.2 The payment
shall cover all time outside the normal working hours that the skilled
tradesperson is required to be available for contact and immediate response to
a call.
7.5.3 Only in
exceptional circumstances would the Department require a skilled tradesperson
to be on call for a period of less than 7 days. Where a period of on call is for less than 7 days, a pro-rata to
a minimum of one day will apply for each day the officer is required to be on
call. The daily allowance will equate
to $26.43 per day.
7.5.4 Where the call
results in the skilled tradesperson returning to work or performing more than minor
follow-up work (i.e. where two or more further calls are required and this
takes more than 15 minutes), the skilled tradesperson shall be entitled to
overtime for the actual time spent responding to the call or a minimum of 3
hours overtime, whichever is the greatest.
7.5.5 The allowance
shall compensate the skilled tradesperson for minor follow up work that may
result from the call.
7.5.6 Where a skilled
tradesperson is required to return to work again after the initial call out,
the skilled tradesperson shall be paid for the actual time spent attending the
second and subsequent call outs.
8. Standby
Arrangements - Including Standby Associated With Declared Incidents
8.1 Standby roles
- officers may be directed to be on standby as a:
(i) Duty Officer
- either for general standby or associated with a declared incident (refer to
definitions clause); or
(ii) General
standby - an officer appointed on standby to respond to after hours duty as
required.
8.2 Standby duties
- officers directed to be on standby must be readily contactable by telephone,
radio or pager where one has been issued, during the standby period and be
prepared to respond immediately to duty as required. Officers who are not readily contactable and available for
immediate response to duty as required will not be entitled to standby
payments.
8.3 Duty Officer
support - a Duty Officer may have access to departmental after hours contact
lists, a department vehicle (with radio), mobile phone and pager (if necessary)
dependent on the requirements of the duty to be performed;
8.4 Standby hours
- the time an officer, can be directed to be on standby is:
(i) 24 hours on a
rostered day off; or
(ii) all hours
between the finishing time and starting time of the next day on rostered days
on; or
(iii) for an
approved period of time to meet operational requirements with the minimum
period being 3 hours.
8.5 Standby rates
8.5.1 An officer
required to be on standby will be paid at the rate of one third their standard
hourly rate (not including any loading) or maximum rate for Clerk Grade 8 as
varied from time to time plus $1.00, whichever is the lesser, for the time they
are required to be on standby outside their normal rostered working hours.
8.5.2 Payment of the standby
rates for a Duty Officer directed to be on standby for a declared incident,
will be charged to the respective declared incident and the overtime barrier
will not apply (except for SES officers) for the duration of the declared
incident.
9. Higher Duties
9.1 Officers who
relieve in a higher position for a period of at least 5 consecutive work days
will be paid a proportion (from 50-100%) of the difference between the
substantive salary rate of the occupant of the higher position and the
officer’s salary. The proportions shall
depend on the range and level of duties performed in the position. Where the position is vacant, an officer
relieving in the position shall be paid a proportion (from 50%-100%) of the
difference between step one of the grading of the vacant position and the
officer’s substantive salary rate. The
proportions shall depend on the range of the level of duties performed in the
positions.
9.2 The terms and
conditions of the higher duties apply for the duration of the relieving period.
9.3 The duties and
the proportion of the higher duties allowance shall be mutually agreed to prior
to the relieving period.
10. Appointment
10.1 Appointment to
a vacant position will be by way of competitive selection based on the merit
principle and in accordance with the provisions of the Public Sector
Employment and Management Act 2002.
10.2 Appointment to
a higher starting salary point within the grade will be determined by way of
competency progression or incremental progression arrangements as set out in
Annexures 1 and 4.
11. Progression
11.1 General
11.1.1 Progression
within levels, grades or classes shall be by annual increment unless otherwise
specified in Part B, Annexure 1 or Annexure 4.
11.1.2 Increments shall
be processed by supervisors within one (1) month of receipt
11.1.3 If increments
are not processed within two (2) months of the due date, the increments will be
processed automatically, and payment backdated to the due date.
11.1.4 Progression to a
higher level, grade or class shall be by competitive selection for an
advertised vacancy, unless the position is banded across a number of levels,
grades or classes.
11.2 Progression and
competency applications for Field Officer classification
11.2.1 Progression and competency
applications shall be processed by supervisors within three (3) months of
receipt.
12. Project Teams
12.1 The Director
General or nominee may request officers to perform work in a designated project
team.
12.2 An officer may
decline an offer to work in a designated project team.
12.3 When
undertaking work in a designated project team, the officer shall be paid:
12.3.1 the rate for the
job as determined by job evaluation; or
12.3.2 at least one
salary level higher than their substantive rate.
12.4 An officer
working in a designated project team on a full-time basis will not be required
to carry out the duties of their substantive position in addition to the
project duties.
12.5 Project team
jobs may be either full-time or part-time.
13. Hours of Work
13.1 The
organisation of work and ordinary hours will optimise work effectiveness and
the fulfilment of the reasonable needs of officers.
13.2 The standard
hours of work will be those necessary for the completion of routine work and
this clause sets out the ordinary hours and conditions attached (other than
declared incidents).
13.3 General
13.3.1 Except as
otherwise provided, ordinary hours of work will be an average of 35 per week, over
a settlement period, to be worked between 6 a.m. and 8 p.m.
13.3.2 Officers, except
those in positions under the Field Officer classification, may only be rostered
to work ordinary hours between 6 p.m. and 8 p.m., when the officer agrees.
13.3.3 The parties
agree that the appropriate level of service is maintained between the hours of
8.30 am and 4.30 pm on weekdays consistent with the Guarantee of Service
Policy.
(i) No officer
will be able, or be required (other than in incidents) to work more than 10
ordinary hours per shift (exclusive of travelling time).
(ii) Pattern of
hours is the way hours are worked each settlement period; i.e., start/finish
times and days of the week for 7 day roster workers.
13.3.4 The pattern of
hours will be agreed to between the officers and management of the area with
regard to the needs of the Department, the needs of officers and the provision
of services to the Department’s customers.
13.3.5 A roster of
hours and days must be set and agreed to in writing 2 weeks before the
settlement period starts.
13.3.6 Hours of work
for positions and/or classifications will be as set out in cl.13.4
13.3.7 Permanent
changes to the pattern of hours for an officer are subject to consultation with
the officer and/or the Union.
13.4 Ordinary hours
of work may be organised as follows:
13.4.1 Monday to Friday
Workers
(i) Ordinary
hours to be worked from Monday to Friday (inclusive).
(ii) Except as
otherwise provided, all approved work performed outside the bandwidth, on
weekends or public holidays is to be paid as overtime in accordance with the
provisions of cl. 15, Overtime of this Award.
13.4.2 Seven Day Roster
Workers
(i) This
provision shall apply to officers where the working of a seven day operation is
necessary for the efficient and effective operation of the position.
(ii) Ordinary
hours for officers are to be worked from Monday to Sunday (inclusive) within
the bandwidth of 6 a.m. to 8 p.m., unless otherwise agreed to between the
Department and the officer concerned.
(iii) Officers
shall not be rostered to work more than two consecutive weekends (i.e. Saturday
and Sunday), unless the officer agrees to do so.
(iv) Officers
working this pattern of hours are to have at least two consecutive full days off
per week, unless otherwise agreed to between the Department and the officer
concerned.
(v) A loading of
17% of annual base salary is payable to Field Officers, Senior Field Officer
and tradespersons required to work up to a maximum of 45 combined weekend days
(i.e. Saturdays or Sundays) and 5 Public Holidays and is paid in lieu of all
other penalty rates.
(vi) A loading of
8.5% of annual base salary is payable to Field Supervisors and Senior Field
Supervisors for working up to a maximum of 22 combined weekend days (i.e.
Saturdays or Sundays), and 3 Public Holidays and is in lieu of all other
penalty rates.
(vii) If an officer
agrees to work more than the maximum specified in subclauses (v) or (vi) of
this clause, no additional payments or day in lieu shall be made.
(viii) Officers
referred to in (v) or (vi) of this clause who are directed to work more weekend
days and public holidays than those prescribed for their position, will be paid
penalty rates as follows:
Table 3
(a)
|
Saturdays
|
-
|
a 50% loading for each additional day worked
|
|
|
|
|
(b)
|
Sundays
|
-
|
a 75% loading for each additional day worked
|
|
|
|
|
(c)
|
Public Holidays
|
-
|
a 150% loading for each additional day worked
|
(ix) The loading specified
in (v) and (vi) of this clause will be paid for the purposes of superannuation
and all paid leave, other than where such leave is for a period of over 3
months.
13.4.3 Set Pattern of
Hours
(i) These
provisions apply to officers who work a set pattern of hours within each 4 week
roster period.
(ii) The set
pattern of hours will be decided and agreed to by the officer and their
supervisor at the time each 4 week roster is determined.
(iii) The starting
and finishing times set for the roster period will be within the bandwidth of
6.00 a.m. and 8.00 p.m. (Monday to Sunday) inclusive.
(iv) The set pattern
of ordinary hours of work, exclusive of meal breaks, can be worked as:
(a) five 7 hour 22
minute days with 22 minutes accruing towards an allocated day off each 4 week
roster period; or
(b) Four 9 hour 20
minute days with 35 minutes accruing towards an allocated day off each 4 week
roster period.
(v) The working of
four 9 hour 20 minute days per week can only occur with the Area Manager’s
approval. The officer shall give 2
weeks notice prior to the commencement of this arrangement to the Area or
Regional Manager, where possible and 2 weeks notice of its cessation, by mutual
Agreement.
(vi) Any paid leave,
eg recreation leave, sick leave or Family and Community Service leave, and any
public holiday occurring during the settlement period, shall be a day worked
for accrual of an allocated day off.
(vii) Days taken as
leave without pay do not accrue any time towards an allocated day off.
14. Variation of
Hours
14.1 Where the
Department directs that the set starting and finishing times and/or days to be
worked be changed, officers shall be given at least 2 weeks notice (This
requirement does not apply in incidents).
14.2 Where the hours
and/or days are varied by mutual agreement between the Department and the
officers within the bandwidth, no penalty is paid.
14.3 Where the
Department provides 2 weeks notice that the hours and/or days are to be varied,
and the variation is within the bandwidth, no penalty shall apply.
14.4 Where the
Department does not provide 2 weeks notice that the hours and/or days are to be
varied, and the variation is within the bandwidth, a 25% loading on base
salary, based on a 7 hour shift, shall apply.
14.5 Where the
officer requests a variation to hours and/or days and this is agreed by the
Department, no loading shall be paid.
15. Overtime -
General
15.1 General
15.1.1 General overtime
conditions of officers under this Award shall be regulated in accordance with
the provisions contained within the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2006 or any successor instrument to that Award.
15.1.2 Overtime is payable
for all approved time worked:
(i) in excess of
7 hours per day or the daily contract hours, whichever is appropriate, where
such work is at the direction of the Department; or
(ii) outside the
bandwidth, except where such work is associated with incidents as defined.
15.1.3 If overtime is
taken as time in lieu, it must be taken within six months of accruing.
15.2 Overtime at
Home
15.2.1 Officers covered
by this Award may work overtime from home where the nature of work allows for
it.
15.2.2 No meal
allowance is paid when working overtime at home.
16. Meal Breaks
16.1 Unpaid meal
break
16.1.1 An unpaid meal
break of at least 30 minutes shall be taken no later than 5 hours after the
commencement of work.
16.1.2 In some cases,
due to the nature of the work, the meal break shall be for a set period of
time. In these cases, officers shall be
allowed at least 30 minutes.
16.2 Paid meal break
16.2.1 Meal breaks
taken whilst working overtime shall be paid at single time rates
16.2.2 A meal break of
30 minutes shall be taken no later than two (2) hours after the commencement of
overtime.
16.2.3 If overtime
continues, an additional meal break of 30 minutes shall be taken after the
completion of each 5 hours worked
17. Rest Breaks
17.1 There must be a
break of at least ten (10) consecutive hours between an officer’s normal
finishing time and normal start time.
17.2 Officers
required to continue work after their normal finishing time, except where the
hours have been varied, are required to have a rest break of at least 10
consecutive hours before again commencing work, and be paid for any time lost.
17.3 Where an
officer is directed to commence work without having had their required rest
break, they will be paid overtime rates until they are released from duty.
17.4 Where an
officer is recalled to work after their finishing time, and works for a total
of less than 4 hours, they are entitled to a rest break of at least 7
consecutive hours before their next start time, and are entitled to be paid for
any time lost. If they are directed to
return to work and have not had their rest break, they are to be paid at
overtime rates until they are released from duty.
17.5 Where an
officer is recalled to work after their finishing time, and works for a total
of more than 4 hours, they are entitled to a 10 hour rest break and shall be
paid for any time lost. Where the
officer is directed to commence work without having had their required rest
break, they will be paid overtime rates until they are released from duty.
18. Temporary, Casual
and School Based Apprentices Work Arrangements
18.1 Temporary
officers and casual employees will be employed by the Department in accordance
with the provisions of the Public Sector Employment and Management Act
2002.
18.2 Temporary
Officers
18.2.1 Temporary
officers may be employed by the Department on either a full time or part time
basis in any PWG classification contained in this Award for a fixed term for a
maximum period of up to three years. Continuation of employment beyond 3 years
may only be offered on a permanent basis.
18.2.2 Temporary
officers shall be entitled to uniforms (if the position requires such use),
Annual PWG Entry Permits (if employed in excess of twelve months), training and
staff development opportunities.
18.2.3 In accordance
with the Superannuation Guarantee legislation, temporary officers are entitled
to 9% employer based contributions to First State Superannuation.
18.2.4 Temporary
officers employed for a period in excess of three months are entitled to the
accrual of leave. In the case of
temporary officers employed for less than three months, no leave accrual is
available, however, payment of 4/48ths in lieu of recreation leave will be made
on termination of employment.
18.3 Casual
Employees
18.3.1 Casual employees
shall be engaged by the Department on an irregular and intermittent basis and
shall be paid fortnightly or at the termination of engagement, whichever is the
earlier, for the number of hours worked.
18.3.2 The casual
hourly rate is determined by the following formulae:
(i) Annual salary
of the Position divided by 260.8929 divided by 7 = Base hourly rate
(ii) Rate for
Monday to Friday = base hourly rate plus 25%
(iii) Rate for
Saturday = base hourly rate plus 58%
(iv) Rate for Sunday
= base hourly rate plus 83%
(v) Rate for Public
Holidays = base rate plus 158%
The rate of pay of casuals shall be set in recognition
of the skills and experience of the employee which is relevant to the work to
be performed.
18.3.3 The casual
hourly rates of pay are inclusive of all forms of leave except for long service
leave entitlements which accrue according to the provisions of the Long
Service Leave Act 1955.
18.3.4 Casuals are
entitled to be paid overtime for time worked in excess of their normal daily
contract hours to the next quarter hour.
18.3.5 Overtime
payments for casuals are calculated on the ordinary base hourly rate (the 25%
loading is not included).
18.3.6 Casuals shall
also receive the following entitlements in accordance with the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2006 or any successor
instrument to that Award:
(i) Unpaid
parental leave in accordance with clause 12 (iv)(d);
(ii) Personal Carer’s
entitlement in accordance with clause 12(v); and
(iii) Bereavement
entitlement in accordance with clause 12(vi).
This entitlement is also set out in this award at
Annexure 5 - Casual Leave Entitlements.
18.3.7 Casuals shall be
engaged and paid for a minimum of three consecutive hours for each day worked.
18.4 School Based
Apprentices
18.4.1 Wages
(i) The hourly
rates for full time apprentices as set out in this Award shall apply to school
based apprentices for total hours worked including time deemed to be spent in
off-the-job training.
(ii) For the
purposes of subclause 18.4.2 (i) of this clause, where a school based
apprentice is a full time school student, the time spent in off the job
training for which the school based apprentice is paid is deemed to be 25 per
cent of the actual hours worked on the job each week.
(iii) The wages
paid for training time may be averaged over the school term or year.
(iv) Where this
Award specifies a weekly rate for full time apprentices, the hourly rate shall
be calculated by dividing the applicable weekly rate by 38.
18.4.2 Progression
through the Wage Structure
(i) School based
apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
(ii) The rates of
pay are based on a standard apprenticeship of four years. The rate of
progression reflects the average rate of skill acquisition expected from the
typical combination of work and training for a school based apprentice
undertaking the applicable apprenticeship.
18.4.3 Conversion from
a school based apprentice to a full time apprenticeship
(i) Where an
apprentice converts from a school based to a full-time apprenticeship, all time
spent as a full-time apprentice counts for the purpose of progression through
the wage scale set out in this Award. This progression applies in addition to
the progression achieved as a school based apprentice.
18.4.4 Conditions of
Employment
(i) Except as
provided by this clause, school based apprentices are entitled to pro rata
entitlements of all other conditions of employment contained in this Award.
19. Part-Time Work
Arrangements
19.1 Part-time work
may be available to:
19.1.1 permanent and temporary
officers who wish to work part-time in an existing position;
19.1.2 existing
full-time or part-time officers applying for promotion or transfer if they are
willing to work the approved hours of the position;
19.1.3 Officers
recruited and appointed to a position where the approved hours are less than
fulltime.
19.2 The decision to
work part-time is voluntary. No officer
shall be directed or placed under any duress to move from full-time to
part-time employment or vice versa.
19.3 Officers employed
on a part-time basis may elect to work full-time at any time, subject to the
appropriate work being available for the classification and level, grade or
class of the position.
19.4 Return to
full-time employment before the expiry of the agreed period of part-time work
is subject to availability of work and adequate period of notice.
19.5 Officers
employed on a part time basis shall not be expected to carry out all of the
responsibilities of a full-time job in part-time hours.
19.6 Officers
employed on a part time basis shall not be subjected to pressure to be
available for work outside their usual part-time hours. Where the nature of work may from time to
time require them to work outside of agreed part-time hours any arrangements to
alter the existing part time work arrangement need to be negotiated and agreed
to at the outset.
20. Job Sharing
20.1 The parties to
this Award confirm a commitment to providing flexible work conditions through
job sharing.
20.2 The Department will
support officers sharing a position provided that the:
20.2.1 arrangement is
fair and equitable to the officers involved;
20.2.2 officers
involved in the job sharing arrangement agree to the arrangement;
20.2.3 arrangement can
be on a permanent or temporary basis;
20.2.4 arrangement is
in the best interests of the smooth functioning of the Department, ensuring
that customer/client Department relationship is maintained.
20.3 The days each
officer shall work should be consecutive, and negotiated and agreed to by all
parties involved before commencement of employment.
20.4 Some examples
are: 2 days one week and 3 days the next week; Thursday to Wednesday worked on
alternate weeks; Monday, Tuesday, alternate Wednesday and alternate Wednesday,
Thursday, Friday.
20.5 The officers
involved in the job share arrangement should maintain close contact to ensure
continuity of work completed by them.
21. Public Holidays
and Public Service Holiday
21.1 General
21.1.1 Unless directed
to attend for duty by the Director General or delegate, an officer is entitled
to be absent from duty on any day which is:
(i) a declared
public holiday throughout the State;
(ii) a declared
local holiday in the part of the State at or from which the officer performs
duty; and
(iii) a Public
Service Holiday in accordance with any directives issued by the DPE (this
replaces the Union Picnic Day).
21.1.2 If a declared
local holiday falls during an officer’s absence on leave, the officer is not to
be credited with the holiday.
21.2 Monday to
Friday Workers
21.2.1 Those officers
required to work on a declared public holiday shall be paid overtime in
accordance with cl.15, Overtime
21.2.2 Officers who are
required to work on a Public Service Holiday will be able to take a day off in
lieu within 12 months at a time agreed between the officer and their
supervisor.
21.3 Seven Day
Roster Workers
21.3.1 Officers covered
by this Award may be required to perform their ordinary hours on a declared
public holiday, a declared local holiday, or a public service holiday as per
cl.13, Hours of Work.
21.3.2 Payment for time
worked on a declared public holiday will be in accordance with the provisions
of cl.13, Hours of Work or cl.15, Overtime, as is appropriate.
21.3.3 Provisions of
cl. 21.3.2 do not apply to an officer who is required to work on a Public
Service Holiday and this day is not included in the specified number of public
holidays for which the loading is paid as per cl.14 of this award. The officer will be entitled to take a day
off in lieu within 12 months at a time agreed between the officer and their
supervisor.
22. Leave
22.1 General
22.1.1 General leave
conditions of officers under this Award shall be regulated in accordance with
the provisions contained within:
the Act and Regulation, and
Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2006 or any successor instrument to that Award, and
The Department’s policies as agreed and reviewed from
time to time.
22.2 Officers 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.
23. Recreation Leave
and Annual Leave Loading
23.1 Recreation
Leave
23.1.1 For Monday to Friday
workers paid recreation leave accrues at the rate of 20 working days per year,
23.1.2 For Seven Day
Roster Workers paid recreation leave accrues at the rate of 30 days per year
23.2 Annual Leave
Loading
23.2.1 Annual Leave
loading for Skilled Trades Officers who are Monday to Friday Workers is 17.5%
on the monetary value of up to 4 weeks of recreation leave accrued in a leave
year.
23.2.2 Annual Leave
loading for Skilled Trades Officers who are 7 Day Roster Workers is 17.5% on
the monetary value of up to 5 weeks of recreation leave accrued in a leave
year.
23.3 The annual
salary paid to Field Officer classifications is inclusive of annual leave
loading.
24. Family and
Community Service Leave
24.1 The application
of Family and Community Service Leave for officers covered by this award shall
be in accordance with clause 74 (a) of the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 or any successor instrument to
that Award.
24.2 The maximum
amount of Family and Community Service leave on full pay which may be granted
is:
(i) During the
first 12 months of service - 3 working days; or
(ii) After the
completion of 12 months service - 6 working days in any period of 2 years; or
(iii) An amount calculated
by allowing 1 working day for each completed year of service after the
completion of 2 years continuous service and then deducting this from the total
amount of Family and Community Service leave previously granted to the officer;
Whichever is the greater amount.
25. Excess Travel
Time
25.1 Time spent
travelling, as defined under Clause 27 of the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 or any successor instrument to
that Award:
(i) Before the
agreed bandwidth or
(ii) commencing a
set pattern of hours as per sub clause 13.4.3 shall be able to be claimed as
‘Travelling time’.
25.2 Provided that
Travelling time shall not include any period of travel between 11.00 p.m. on
any one day and the start of the officer’s bandwidth or set pattern of hours on
the following day where the officer has travelled overnight and sleeping
facilities have been provided for the officer.
25.3 Where
organisational requirements prevent an officer taking Time Off In Lieu for Excess
Travelling Time within the timeframe under the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006 or any successor instrument to
that Award it will be paid out by application.
25.4 The accrued
time in lieu may be taken at a mutually convenient time but at all times the
nature of the time being accrued i.e. travel time in lieu or overtime in lieu,
must be clearly distinguished and recorded by the officer.
26. Contact With
Officers on Parental and Maternity Leave
26.1 All parties
agree to implement the PWG’s Parental/Maternity Leave Contact Policy which aims
to maintain contact with officers specifically in the context of workplace
change, restructuring and office relocations and attendance at relevant
training courses.
26.2 It is
recognised that some officers may not wish to keep in contact with the
Department while they are on leave.
27. Incident
Conditions
27.1 General
27.1.1 The following
conditions apply in circumstances where an incident is declared and approved by
the Regional Manager until such time as the declaration of the incident is
lifted.
27.1.2 Set Patterns of
Hours and bandwidths will be suspended at the time of the incident being
declared for those officers involved in the incident.
27.1.3 Adjustments to
hours will be carried forward to the next settlement period.
27.1.4 On successful
completion of basic fire fighting training all officers will be issued with
appropriate personal protective and other equipment in accordance with the
Department’s Fire Management Manual as varied from time to time.
27.1.5 Officers
directed to return from annual leave to attend an Incident will be compensated
for pre paid accommodation, and return travel from their leave destination to
home at either First Class Rail Travel or economy air travel for themselves and
any dependents or at Official Business Rate if a Private Vehicle is used. Officers will be further compensated by
single hourly rate for all hours travelled.
Such officers will have the same option as officers called from an
Allocated Day Off as in subclause 27.2.5.
27.1.6 ‘Incident
Controller’ within this clause means an officer responsible for incident
activities including the development and implementation of strategic decisions
and for approving the ordering and releasing of resources.
27.2 Conditions
27.2.1 For the purpose
of calculating payment for incident duty, the salary rate shall be the
officer’s substantive salary or as prescribed in clause 27.5 Incident
Responsibility Rates, whichever is the greater.
27.2.2 Call out to
attend an Incident will be paid at a minimum of three (3) hours overtime, or by
mutual agreement, time in lieu at overtime rates.
27.2.3 All travel to
and from an incident will be paid as if part of the Incident.
27.2.4 If an officer is
away from their own Area for the purposes of attending an Incident, and are not
required to work and it is not possible to return to their home, seven hours
normal pay will be paid per day until they return home or their usual place of
work, whichever is the sooner.
27.2.5 Officers
required to work on their Allocated Day Off/Rostered Day Off will receive
either:
(i) overtime for
the whole shift in addition to the normal pay for the day; or
(ii) overtime for the
whole shift (minus the normal days pay) plus a day off in lieu of the rostered
day off to be taken at a mutually agreed time.
This must be marked clearly on time sheets or the
assumption will be that the rostered day off has been deferred.
27.3 Start and
Finish Times:
27.3.1 On a normal
rostered day on, start will be from normal workplace and finish will be on
return to normal workplace plus 30 minutes.
27.3.2 On a Rostered
Day Off, start will be on leaving place of abode and finish will be on return
to place of abode plus 30 minutes.
27.3.3 Where it is not
possible to return to place of abode or normal workplace, start will be on
leaving accommodation and finish will be on return to accommodation plus 30
minutes.
27.3.4 Where an officer
is called to an Incident from their place of abode after the completion of a
normal shift, starting time will be at the time of the call, and finishing time
will be on return to accommodation or place of abode plus 30 minutes.
27.4 Shift
Arrangements During Incidents:
27.4.1 A normal shift
is seven hours, however, officers may only be required to work a maximum of
twelve hours on site. However, the
initial shift following the declaration of an Incident may extend to a maximum
of sixteen hours on site. (The intention
of this Award is to allow flexibility in exceptional circumstances; e.g., new
crews arriving late, unforeseeable worsening of the Incident).
27.4.2 A minimum eight
hour break, not including travelling time, must be taken between shifts, and
where possible a ten hour break is recommended.
27.4.3 After completion
of three consecutive shifts on incident duties or five consecutive shifts
carrying out support functions in connection with incidents (such as catering
teams and Administrative Assistance) a twenty-four hours break with payment at
single time rates, shall be provided before continuing with incident duties or
support functions or to return to normal duties. Where officers are required to
take rest break days additional to those referred to above, such days shall
also be paid at the single time rate. Officers shall not be required to take
Allocated Days Off or use any other leave entitlement in order to have the
required rest breaks after performance of incident duties or support functions
in connection with incidents.
27.4.4 It is the
responsibility of the Incident Controller or Delegate to ensure that reasonable
shift and rest periods are adhered to.
27.5 Incident
Responsibility Rates
27.5.1 The level and
grading of Incident Positions, prescribed by the Australian Inter-Service
Incident Management System shall be determined in line with the Department’s
job evaluation process. Only those persons assigned to positions identified as
Incident Positions shall be paid incident responsibility rates from the date of
the making of this Award.
Table 4
|
27/06/2007
|
1/07/2007
|
|
|
|
Crew Member
|
$45,237
|
$47,046
|
Crew Leader
|
$50,825
|
$52,858
|
Sector Commander
|
$56,241
|
$58,678
|
Divisional Commander
|
$63,898
|
$66,454
|
Operations Officer
|
$68,607
|
$71,351
|
Planning Officer
|
$68,607
|
$71,351
|
Logistics Officer
|
$84,964
|
$88,363
|
Incident Controller
|
$94,165
|
$97,932
|
Deputy Incident Controller
|
|
|
Safety Officer
|
|
|
Situation Officer
|
|
|
Situation Unit Leader
|
|
|
Resource Officer
|
|
|
Resource Unit Leader
|
|
|
Air Attack Supervisor
|
|
|
Air Operations Manager
|
|
|
Air Observer
|
|
|
Airbase Manager
|
|
|
27.5.2 Officers with specific
skills assigned to work in any of the identified incident positions listed in
Table 4 will be paid at their substantive hourly rate or at incident
responsibility rate, whichever is the greater. For officers on higher duties
the substantive hourly rate will be the hourly rate they were paid when the
incident was declared for the duration of their relieving period.
27.5.3 Where the level
and grading of any new or additional incident positions has not been determined
officers will be paid their substantive hourly rate or for officers on higher
duties the hourly rate that they were paid when the incident was declared for
the duration of their relieving period.
27.5.4 The overtime
barrier rate does not apply to incident situations, except for officers of the
SES.
27.5.5 Officers must be
appointed to or exercise the responsibilities of an incident responsibility
position for a minimum of three hours to receive incident responsibility
rates. Those required to undertake
responsibility for less than three hours have the opportunity to develop
experience.
27.5.6 When new
incident positions are created they will be evaluated to determine the
appropriate salary and existing incident positions may be reviewed at the same
time.
27.5.7 Incident responsibility
rates will move in line with the Crown Employees (Public Sector - Salaries
2007) Award or any successor instrument to that award.
27.6 Payment
associated with Incidents
27.6.1 This replaces
the provisions of Clause 15, Overtime, in relation to overtime worked in
respect of incidents.
27.6.2 Payment will be
calculated as follows:
(i) Double time
for all hours from start of incident regardless of day, night, Saturday, Sunday
or Public Holidays.
27.6.3 No officer shall
have time deducted from pay for meal breaks unless they are actually relieved
of Incident Duties for the period of the break and clean up time; e.g., 30-45
minutes. Where meals are provided to an
officer on the ground and eaten in conjunction with incident duties, no
deduction will be made from pay.
27.7 Family and
Dependent Care During Incident Conditions
27.7.1 The Department
will compensate officers for additional dependent care expenses (receipts must
be provided) relating to time worked during the incident. This must be arranged with the Incident
Controller as soon as practical and each case will be assessed by the Incident
Controller.
27.7.2 The Department
will notify a nominated family member or friend as to the whereabouts of
officers when extended shifts are required.
27.8 Provision of
meals and accommodation whilst working on Incident
27.8.1 The Department
will generally provide meals including breakfast, lunch, and dinner, and
provide supper for officers working night shift.
27.8.2 Officers
commencing at their normal workplace will provide their first meal where the
meal break falls within their normal seven hour shift.
27.8.3 If no meal is
supplied, a payment of $15.00 per meal is made.
27.8.4 Wherever possible
officers will be allowed to return home or the Department will provide
accommodation in a hotel or motel.
27.8.5 Where returning
home or to other accommodation is not possible or practical and the officers
are required to camp, they will be paid the Field Allowance set out in Clause
7, Allowances, of this Award.
27.9 Standby
Associated with Incidents
27.9.1 When an incident
is declared appropriately trained and qualified officers may be required to be
on standby outside normal rostered working hours.
28. Working from Home
28.1 Supervisors may
allow officers to work from home: however, working from home is not to be a
routine arrangement.
28.2 Officers
covered by this Award may be given approval to work from home from time to
time.
28.3 Greater access
to working from home is to be given to officers where:
28.3.1 family members
are sick; or
28.3.2 a project/report
requires urgent completion and for productivity reasons working from home will
achieve this;
28.3.3 for weekend and
night emergency incident management; and
28.3.4 the nature of
the work allows for it.
28.4 In some cases
where family members are sick, officers may work from home and combine this
with their entitlement to family and community service leave (where available
and appropriate).
28.5 When working at
home, officers must ensure that they are contactable by their office.
28.6 Officers are
covered by workers’ compensation where prior approval has been given to the
officer to work from home.
29. Dependent Care
29.1 Where dependents
of the officer are sick and require care, the Department will continue to
support the officer in the following ways:
29.1.1 family and
community service leave may be taken by an officer to attend to any medical
needs a dependent may have; or
29.1.2 Where
circumstances allow, an officer may negotiate with their supervisor to work at
home.
29.2 In
circumstances where an officer with a sick dependent is required to attend to
work that can not be completed from home (e.g. an urgent meeting) assistance
will be available to pay for additional costs associated with in home care for
the dependent, subject to the provision of receipts.
29.3 The Department
will meet the additional costs involved in before or after school care, where
an officer is required to work beyond their regular hours, resulting in
additional cost to the officer for child care, in an accredited child care
program, subject to the provision of receipts.
Each application will be determined on its merits.
29.4 The parties
reaffirm their commitment to providing dependent care assistance:
29.4.1 To enable
officers to attend residential training and development activities.
29.4.2 To officers
required to work during emergency situations.
29.4.3 To ensure that
officers are able to perform their duties in relation to incidents knowing
their dependents are safe and cared for in a similar manner to that which they
would provide themselves.
29.5 The Department
will compensate the officer for additional dependent care expenses relating to
hours worked during the incident.
30. Families and
Field Work
30.1 Officers
covered by this Award from time to time will be required to undertake either
fieldwork or to work away from their normal headquarters.
30.2 Officers who wish
to be accompanied by a family member on single day trips, must obtain approval
from their supervisor or reporting officer prior to the trip for the purpose of
insurance coverage.
30.3 Officers who
wish to be accompanied by a family member on working trips of more than one day
must obtain approval from their Area Manager or Regional Manager.
31. Training and
Development
31.1 The parties to
this Award confirm a commitment to skill development for officers of the
Department.
31.2 The training
and development of officers covered by this Award will be linked to the
Performance Management and Development System or any replacement Performance
Management System agreed to by the parties. Staff Development Plans will be
established through the system and be relevant to the officer’s current
position and their future career path.
31.3 All Training
and development will be managed and conducted in accordance with the
Department’s Learning and Development Framework as varied from time to time.
31.4 Dependent care
assistance (by way of payment for dependent care) may be provided to enable
officers with dependent responsibilities to pursue residential training and
development opportunities.
32. Study Assistance
32.1 The DECC will
support officers gaining additional skills through formal study and who are
progressing through their course in a consistent way based on the timeframe
indicated by the providing institution.
Where a subject is failed an intention to catch-up must be demonstrated.
32.2 Officers are entitled
to apply for study time and study leave in accordance with the provision of the
Personnel Handbook 1999 or subsequent revision.
32.2.1 The following
costs associated with courses -
(i) Higher
Education Contribution Help scheme Fee; or
(ii) TAFE
compulsory fees: or
(iii) Compulsory
post-graduate fees; or
(iv) Compulsory full
fee paying course fees will be reimbursed by the Department in accordance with
the guidelines following.
32.3 The proportion of
fees to be reimbursed where the officer’s application for study assistance has
been approved under these guidelines, and:
(i) is their
first qualification as an officer of the DECC: 100% to a maximum of $4,000 per
annum refunded where the resultant qualification is directly relevant to DECC
operations or needs and is approved as such by the Director General; or
(ii) is their
second or successive qualification as an officer of the DECC: 50% refunded to a
maximum of $2,000 per annum where the resultant qualification is directly
relevant to DECC operations or needs and is approved as such by the Director
General.
32.4 Approval for
assistance will be considered annually and refunds will be paid for a maximum
of six annual approvals up to a total amount of $24,000 in respect of
sub-clause 32.3 (i) or $12,000 in respect of sub-clause 32.3 (ii) of this
clause, where other requirements have been met as in cl.32.6 below.
32.5 At the
discretion of the Director General and where the Director General determines that
it is in the interests of the Department, approval may be given for a maximum
of eight annual approvals as set out in 32.4 above.
32.6 To be eligible
to receive a refund, an officer must:
(i) have been
employed in the Department prior to the final examination in the academic
period under consideration and also be in employment on the date reimbursement
is requested;
(ii) produce
evidence of having successfully completed a full stage of an approved course
(or the subjects enrolled in at the start of a semester/year); and
(iii) produce
receipts substantiating payments made for compulsory fees or HECS fee incurred.
32.7 Officers who
receive prior approval for study assistance for a particular course, or
qualification under the PWG policies that existed prior to the implementation
of this award, shall continue to receive their financial assistance in
accordance with those policies and their current approval for that specific
course or qualification. Any new course of study and new application to study will
be dealt with under 32.3 (ii).
32.8 Where there is
no break in the continuity of study and given successful completion of approved
study under cl.32.3 (i) any subsequent application for study assistance will be
treated as a second application under sub-clause 32.3 (ii) of this clause.
32.9 The costs
associated with courses as outlined in sub-clause 32.2.1 above are based on
current 2006 costs. The parties to this
Award agree, where there is a significant increase in costs the parties shall seek
to resolve any increase in the listed amounts in sub-clauses 32.3 (i) and (ii)
above. Where no agreement is reached
leave is reserved to seek the assistance of the Industrial Relations
Commission.
33. Training
Competency
33.1 The Parties
Agree to an Ongoing Commitment to the Development and Implementation of
Appropriate Competencies Based on the Relevant Skill and Qualification
Requirements at Each Level. Such
Competencies Shall be Developed Having Regard to National Training Competency
Standards.
34. Engagement of
Contractors
34.1 The Department
is committed to establishing a consultative process regarding the use,
including supervision, of contractors by the Department. The parties agree that the engagement of
contractors will occur in limited circumstances and in accordance with all
applicable policies of the Public Employment Office, as varied from time to
time.
34.2 Supervisors
should, where appropriate, be from the same vocational group as the work being
contracted, or be an appropriately qualified person. The parties will consult on the level of supervision required.
35.
Anti-Discrimination
35.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age, and
responsibilities as a carer.
35.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
35.3 Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an officer because the officer has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
35.4 Nothing in this
clause is to be taken to affect:
(i) any conduct
or act which is specifically exempted from anti-discrimination legislation;
(ii) offering or
providing junior rates of pay to persons under 21 years of age;
(iii) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(iv) a party to
this award from pursuing matters of unlawful discrimination in any State or
federal jurisdiction.
35.5 This clause
does not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
35.6 NOTES
35.6.1 Employers and
officers may also be subject to Commonwealth anti-discrimination legislation.
35.6.2 Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
36. Redundancy
Entitlements
36.1 Redundancy
provision payments will be made in accordance with the NSW Government’s
Managing Displaced Employees Policy, as varied from time to time.
37. Workplace
Environment
37.1 The Department
will ensure that all officers are provided with a work environment that at
least meets minimum acceptable standards.
All workshops will meet the requirements of the Occupational Health
and Safety Act 2000.
37.2 While there are
no requirements for office workplaces, the Department agrees to provide officers
covered by this Award with reasonable conditions and space.
37.3 Smoking is
prohibited at all indoor PWG workplaces and in Department vehicles.
38. Housing
38.1 The parties agree
to consult on future issues related to Department-owned housing including the
preparation of briefs for valuers.
38.2 All officers
occupying a Department house will be required to sign a tenancy agreement.
39. Industrial
Grievance Procedure
39.1 General
39.1.1 The aim of this
procedure is to ensure that, during the life of this Award, industrial
grievances, (including grievances within the meaning of the Anti-Discrimination
Act 1977) or disputes are prevented or resolved as quickly as possible at
the level they occur in the workplace.
39.1.2 The parties
agree that whilst the procedures contained in this Clause are being followed,
there is an expectation that normal work will continue.
39.1.3 In seeking a
resolution to any industrial dispute or industrial grievance, the Department
may be represented by an industrial organisation of employers, and the officers
of the Department may be represented by an industrial organisation of officers.
39.1.4 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti
Discrimination Act, 1977) that makes it impractical for the officer to
advise their immediate manager the notification may occur to the next
appropriate level of management, including where required, to the
Director-General or delegate.
39.2 Steps to
Resolve Industrial Grievances or Disputes
39.2.1 When a dispute
or grievance arises, or is considered likely to occur, the following steps are
to be followed: -
Step 1. The matter is discussed between the officer(s)
and the Reporting Officer or other appropriate officer concerned and addressed
within one week.
The officer(s) concerned may discuss the matter with the
Union delegate, if so desired.
Step 2. If, after a week since the matter was discussed
with the Union delegate and the Reporting Officer the matter remains
unresolved, the officer(s) concerned may discuss the matter with the Union
delegate and the Branch Director. If the matter remains unresolved follow Step
3.
Step 3. If, after a week since the matter was discussed
with the Union delegate and the Branch Director, the matter is still
unresolved, the officer(s) concerned may discuss the matter with the Branch
Director, a representative of the Human Resources Branch and a Union delegate
and/or official.
Where it is agreed by the parties, and the matter is of
an urgent nature, the officer may go to Step 3 immediately. In the event that the
parties agree to go to Step 3 immediately, no more than a week should elapse
since the matter was first raised until Step 4 is followed.
Step 4. The matter is discussed between senior
representatives of the Department and the relevant Union. The parties agree to
exhaust the process of conciliation before considering Step 5 below.
It is agreed that the parties will not deliberately
frustrate or delay these procedures. All efforts are to be made to resolve the
matter promptly. The conciliation process should take no longer than one month,
unless the parties agree to a longer period.
Step 5. If no resolution is found, the matter may be
referred to the Industrial Registrar in order for the Industrial Relations
Commission or Industrial Court to exercise their functions under the Industrial
Relations Act 1996.
40. Deduction of
Union Membership Fees
40.1 Each Union
shall provide the Department with a schedule setting out the Union’s
fortnightly membership fees payable by members of the Union in accordance with
its rules of membership.
40.2 The Union(s)
shall advise the Department of any change to the amount of fortnightly
membership fees made under its rules. Any variation to the schedule of Union
fortnightly membership fees payable shall be provided to the Department at
least one month in advance of the variation taking effect.
40.3 Subject to 40.1
and 40.2 above, the Department shall deduct Union fortnightly membership fees
from the pay of any officer who is a member of the Union in accordance with its
rules of membership, provided that the officer has authorised the Department to
make such deductions.
40.4 Monies so
deducted from the officer’s pay shall be forwarded regularly to the Union (s)
together with all necessary information to enable the Union (s) to reconcile
and credit subscriptions to officers’ Union membership accounts.
40.5 Unless other
arrangements are agreed by the Department and the Union(s), all Union
membership fees shall be deducted on a fortnightly basis.
40.6 Where an
officer has already authorised the deduction of Union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the officer to make a fresh authorisation in order for such
deductions to continue.
41. Saving of Rights
41.1 At the time of
making this Award, no officer covered by this Award will suffer a reduction in
his or her rate of pay or any loss or diminution in his or her condition of
employment as a consequence of making this Award.
42. No Extra Claims
42.1 It is a term of
this award that the union will not pursue any additional claims or improvements
to wages and/or conditions of employment during the term of the award.
43. Area, Incidence
and Duration
43.1 This Award will
apply to officers and casual employees in classifications covered by the
Australian Workers Union and to Skilled Tradespersons employed within the Parks
and Wildlife Group of the Department of Environment and Climate Change.
43.2 This Award will
not apply to officers:
(i) that
transferred to the Department where these officers occupied positions which are
the subject of any other awards under Administrative Order of 2 April 2007 and
subsequent Orders which established the Department of Environment and Climate
Change effective 27 April 2007; or
(ii) that are
employed in the Senior Executive Service (SES); or
(iii) that are
employed in the Botanic Gardens Trust; or
(iv) whose
conditions of employment are determined by the Crown Employees (National Parks
and Wildlife Service) Conditions of Employment 2000 Award or any successor
instrument to that Award including officers who are occupying Field Officer
classifications where the position description specifies the position’s
location as a facility that principally services the employer’s operations at
Kosciuszko National Park which bounds are prescribed by the Government Gazette
of NSW (or any successors thereto); or
(v) whose
conditions and entitlements are determined by the Flight Officers Enterprise
Agreement 2006 or any successor instrument to that Agreement.
43.3 Where this
Award is silent provisions contained in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2006, or any successor instrument to
that Award apply to officers covered by this Award.
43.4 The award shall
take effect on and from 1 July 2004 and shall remain in force thereafter until
30 June 2008, unless varied or rescinded earlier in accordance with the
provisions of the Industrial Relations Act 1996.
43.5 This award
rescinds and replaces the Crown Employees (National Parks and Wildlife Service)
Field Officers and Skilled Trades 2000 Award published 1 October 2004 (346 I.G.
623).
43.6 This award
rescinds and replaces the National Parks and Wildlife Service Field Officers
Hours of Work Enterprise Agreement 1997.
43.7 This award
rescinds and replaces the National Parks and Wildlife Service Skilled Trades
Enterprise Agreement 2000.
PART B
MONETARY RATES AND
CLASSIFICATIONS
ANNEXURE 1
Salary Schedule for
Skilled Trades Classification
|
Rates Effective
First Pay Period Following
|
|
As at 1 July
|
1 July
|
1 July
|
1 July
|
1 July
|
|
2003
|
2004
|
2005
|
2006
|
2007
|
CLASSIFICATION/
|
|
Annual
|
Annual
|
Annual
|
Annual
|
GRADE/YEAR
|
|
Salary
|
Salary
|
Salary
|
Salary
|
|
|
$
|
$
|
$
|
$
|
|
|
Rounded
|
Rounded
|
Rounded
|
Rounded
|
Tradesperson Level 1
|
$40,665
|
$42,292
|
$43,983.26
|
$45,742.59
|
$47,572.30
|
Tradesperson Level 2
|
$41,939
|
$43,617
|
$45,361.22
|
$47,175.67
|
$49,062.70
|
Tradesperson Level 3
|
$43,409
|
$45,145
|
$46,951.17
|
$48,829.22
|
$50,782.39
|
Tradesperson Level 4
|
$45,677
|
$47,504
|
$49,404.24
|
$51,380.41
|
$53,435.63
|
Tradesperson Level 5 yr 1
|
$46,262
|
$48,112
|
$50,036.98
|
$52,038.46
|
$54,120.00
|
Tradesperson Level 5 yr 2
|
$48,787
|
$50,738
|
$52,768.02
|
$54,878.74
|
$57,073.89
|
Electronics Tradesperson
|
$51,226
|
$53,275
|
$55,406.04
|
$57,622.28
|
$59,927.17
|
Skilled Trades Classification Apprentices
Rates based on a percentage of Level 1 rate
|
Rates Effective
First Pay Period Following
|
|
As At 1 July
|
1 Jul 2004
|
1 July 2005
|
1 July 2006
|
1 July
|
|
2003
|
|
|
|
2007
|
Apprentice Year
|
|
Annual
|
Annual
|
Annual
|
Annual
|
(Percentage)
|
|
Salary
|
Salary
|
Salary
|
Salary
|
|
|
Rounded
|
Rounded
|
Rounded
|
Rounded
|
|
|
$
|
$
|
$
|
$
|
1st Year (50%)
|
$20,333
|
$21,146
|
$21,992.17
|
$22,871.86
|
$23,786.73
|
2nd Year (60%)
|
$24,399
|
$25,375
|
$26,389.96
|
$27,445.56
|
$28,543.38
|
3rd Year (75%)
|
$30,499
|
$31,719
|
$32,987.72
|
$34,307.23
|
$35,679.52
|
4th Year (85%)
|
$34,565
|
$35,948
|
$37,385.50
|
$38,880.92
|
$40,436.16
|
Level 1
|
Base trade.
Appointees to this level must have appropriate trade qualifications.
|
|
|
Level 2
|
Base trade plus the ability to perform general park
maintenance duties, when required.
|
|
|
Level 3
|
A tradesperson who is able to:
|
|
|
|
work with the minimum amount of supervision
|
|
work with the minimal amount of technical direction
|
|
solve technical problems
|
|
meet deadlines
|
|
ensure quality control of work; and
|
|
perform general park maintenance duties when required.
|
|
|
Level 4
|
Senior Tradesperson
|
|
|
|
is a tradesperson who possesses the skills, knowledge,
qualifications and competencies that
|
|
are so superior to those required by a tradesperson Level
3; or
|
|
|
|
supervises the work of other tradespersons, including
setting work priorities
|
|
and allocating tasks.
|
|
|
Level 5
|
Appointment to this level is by competitive selection to
advertised vacancies.
|
|
|
|
This level includes the Maintenance Supervisor position,
which is responsible for the field
|
|
officers of a district.
|
|
|
|
A trade position which is evaluated at this level will be
filled by competitive selection.
|
|
Payment at this level recognises all skills, knowledge,
competencies, licences, registrations
|
|
and experience necessary for a position at this level.
|
Progression
Tradespersons may progress from Level 1 to Level 4 based on
the attainment of skills and competencies.
Progression to the next level will be upon completion of 3
additional training modules.
The schedule of appropriate training modules will be
developed with agreement of the unions and form part of this agreement.
De-Skilling
The classification structure for tradespersons is not
designed to promote deskilling of tradespersons.
As such, tradespersons will generally only be asked to
perform general park maintenance duties when there is no trade work available.
ANNEXURE 2
Applicable to Officers employed prior to 1/7/2005
Salary Schedule For Field Officer Classification
Rates Effective
First Pay Period
|
Rates Effective
First Pay Period
|
following 1 July
2003
|
Following 1 July
2004
|
Classification/Grade/Year
|
Annual
|
Classification/Grade/Year
|
Annual
|
|
Salary
|
|
Salary
|
|
Rounded
|
|
Rounded
|
|
|
|
|
Field Officer Trainee
|
|
Field Officer Trainee
|
|
1st year of service
|
32,868
|
1st year of service
|
32,868
|
2nd year of service
|
33,713
|
2nd year of service
|
33,713
|
|
|
|
|
Field Officer Grade 1/4
|
|
Field Officer Grade 1/4
|
|
Grade 1 1st Year of service
|
35,931
|
Field Officer Grade 1 yr1
|
36,650
|
Grade 1 2ndYear of service
|
36,604
|
Field Officer Grade 1 yr2
|
37,336
|
Grade 2 1st Year of service
|
37,153
|
Field Officer Grade 2 yr1
|
37,896
|
Grade 2 2nd Year of service
|
37,864
|
Field Officer Grade 2 yr2
|
38,621
|
Grade 3 (A) 1st Year of service
|
38,553
|
Field Officer Grade 3A yr1
|
39,710
|
Grade 3 (A) 2nd Year of service
|
39,234
|
Field Officer Grade 3A yr2
|
40,411
|
Grade 3 (B) Plant 1st year of service
|
38,553
|
Field Officer Grade 3B yr1
|
39,710
|
Grade 3 (B) Plant 2nd year of service
|
39,234
|
Field Officer Grade 3B yr2
|
40,411
|
Grade 4 (A) (Special) 1st Year of
|
39,943
|
Field Officer Grade 4A yr1
|
41,541
|
service
|
|
|
|
Grade 4 (A) (Special) 2nd Year of
|
40,664
|
Field Officer Grade 4A yr2
|
42,291
|
service
|
|
|
|
Grade 4 (A) Plant- (Special) 1st year
|
39,943
|
Field Officer Grade 4B yr1
|
41,541
|
of service
|
|
|
|
Grade 4 (A) Plant- (Special) 2nd year
|
40,664
|
Field Officer Grade 4B yr2
|
42,291
|
of service
|
|
|
|
Salary Schedule For Senior Field Officer and Senior Field
Officer (Plant) Classification
Senior Field Officer and Senior Field Officer (Plant)
|
Senior Field Off/Senior Field Officer Plant
|
|
Grade 1/2
|
Grade 1 - 1st year of service
|
41,369
|
Snr Field Off/SFO Plant Gr1 yr1
|
43,231
|
Grade 1 - 2nd year of service
|
41,939
|
Snr Field Off/SFO Plant Gr1 yr2
|
43,965
|
Grade 2 - 1st year of service
|
42,650
|
Snr Field Off/SFO Plant Gr2 yr1
|
44,855
|
Grade 2 - 2nd year of service
|
43,406
|
Snr Field Off/SFO Plant Gr2 yr2
|
45,793
|
Grade 3 (Geographic)
|
|
Converted to Senior Field Officer Grade 2
|
1st year of service
|
43,777
|
Snr Field Off/SFO Plant Gr2yr1
|
44,855
|
2nd year of service
|
44,526
|
Snr Field Off/SFO Plant Gr2yr2
|
45,793
|
Salary Schedule For Field Supervisor Classification
|
|
|
|
Field Supervisor
|
|
Field Supervisor Grade 1/2
|
|
Grade 1 - 1st year of service
|
44,896
|
Field Supervisor Gr 1 yr1
|
47,365
|
Grade 1 - 2nd year of service
|
45,677
|
Field Supervisor Gr 1 yr2
|
48,450
|
Grade 2 - 1st year of service
|
46,262
|
Field Supervisor Gr 2 yr1
|
49,535
|
Grade 2 - 2nd year of service
|
47,089
|
Field Supervisor Gr 2 yr2
|
50,621
|
Salary Schedule For Senior Field Supervisor Classification
|
|
|
|
Senior Field Supervisor
|
|
Senior Field Supervisor Grade 1/2
|
|
1st year of service
|
48,785
|
Snr Field Supervisor Gr 1 yr1
|
54,920
|
2nd year of service
|
49,619
|
Snr Field Supervisor Gr 1 yr 2
|
56,270
|
Progression Criteria for Field Officer Classification are contained
in Annexure 4.
ANNEXURE 3
Salary Schedule For Field Officer Classification
|
Rates Effective
First Pay Period Following
|
|
1 July 2005
|
1 July 2006
|
1 July 2007
|
Classification/Grade/Year
|
Annual Salary
|
Annual Salary
|
Annual Salary
|
|
Rounded
|
Rounded
|
Rounded
|
|
$
|
$
|
$
|
AWU classification- rates effective from 1/7/05 - officers
employed from 4/8/05
|
Field Officer Base Grade 1/2 - AWU
|
|
|
|
Field Officer Base Grade 1 yr1- AWU
|
32,968
|
34,287
|
35,658
|
Field Officer Base Grade 1 yr2- AWU
|
33,800
|
35,152
|
36,558
|
Field Officer Base Grade 2 yr1- AWU
|
34,580
|
35,963
|
37,402
|
Field Officer Base Grade 2 yr2- AWU
|
36,192
|
37,640
|
39,146
|
|
|
|
|
Field Officer Grade 1/4
|
|
|
|
Field Officer Grade 1 yr1
|
32,968
|
34,287
|
35,658
|
Field Officer Grade 1 yr2
|
33,800
|
35,152
|
36,558
|
Field Officer Grade 2 yr1
|
34,580
|
35,963
|
37,402
|
Field Officer Grade 2 yr2
|
36,192
|
37,640
|
39,146
|
Field Officer Grade 3A yr1
|
41,298
|
42,950
|
44,668
|
Field Officer Grade 3A yr2
|
42,027
|
43,708
|
45,456
|
Field Officer Grade 4A yr1
|
43,203
|
44,931
|
46,728
|
Field Officer Grade 4A yr2
|
43,983
|
45,742
|
47,572
|
AWU classification- rates effective from 1/7/05 - Existing
officers only (employed prior to 4/8/05)
|
Field Officer Grade 1/4
|
|
|
|
Field Officer Grade 1 yr1
|
38,116
|
39,641
|
41,227
|
Field Officer Grade 1 yr2
|
38,829
|
40,382
|
41,997
|
Field Officer Grade 2 yr1
|
39,412
|
40,988
|
42,628
|
Field Officer Grade 2 yr2
|
40,166
|
41,773
|
43,444
|
Field Officer Grade 3A yr1
|
41,298
|
42,950
|
44,668
|
Field Officer Grade 3A yr2
|
42,027
|
43,708
|
45,456
|
Field Officer Grade 4A yr1
|
43,203
|
44,931
|
46,728
|
Field Officer Grade 4A yr2
|
43,983
|
45,742
|
47,572
|
|
|
|
|
Field Officer Grade B3/B4
|
|
|
|
Field Officer Grade 3B yr1
|
41,298
|
42,950
|
44,668
|
Field Officer Grade 3B yr2
|
42,027
|
43,708
|
45,456
|
Field Officer Grade 4B yr1
|
43,203
|
44,931
|
46,728
|
Field Officer Grade 4B yr2
|
43,983
|
45,742
|
47,572
|
Salary Schedule For Senior Field Officer and Senior Field
Officer (Plant) Classification
Senior Field Officer/Senior Field Officer Plant Grade 1/2
|
Snr Field Off/SFO Plant Gr1 yr1
|
44,960
|
46,758
|
48,628
|
Snr Field Off/SFO Plant Gr1 yr2
|
45,724
|
47,553
|
49,455
|
Snr Field Off/SFO Plant Gr2 yr1
|
46,649
|
48,515
|
50,456
|
Snr Field Off/SFO Plant Gr2 yr2
|
47,625
|
49,530
|
51,511
|
Salary Schedule For Field Supervisor Classification
Field Supervisor Grade 1/2
|
Field Supervisor Gr 1 yr1
|
49,260
|
51,230
|
53,279
|
Field Supervisor Gr 1 yr2
|
50,388
|
52,404
|
54,500
|
Field Supervisor Gr 2 yr1
|
51,516
|
53,577
|
55,720
|
Field Supervisor Gr 2 yr2
|
52,646
|
54,752
|
56,942
|
Salary Schedule For Senior Field Supervisor Classification
Senior Field Supervisor Grade ½
|
Snr Field Supervisor Gr 1 yr1
|
57,117
|
59,402
|
61,778
|
Snr Field Supervisor Gr 1 yr 2
|
58,521
|
60,862
|
63,296
|
Snr Field Supervisor Gr 2 yr1
|
59,925
|
62,322
|
64,815
|
Snr Field Supervisor Gr 2 yr 2
|
61,329
|
63,782
|
66,333
|
Progression Criteria for Field Officer Classification are
contained in Annexure 4.
ANNEXURE 4
Progression Criteria For Field Officer Classification
Progression Criteria
Field Officers
All Field Officer positions shall be at the level of Field Officer
Grade 1-4. Field Officers shall
progress by annual increment subject to meeting the required progression
criteria and competency levels as specified in this Annexure.
Where a Field Officer fails to progress, it shall be the
responsibility of the Area Manager to discuss the reasons for the decision with
the officer concerned. The discussion
should also identify areas of where additional competencies or necessary
training, where appropriate.
Field Officer Grade 1
Appointment to this grade shall be subject to competitive
selection for advertised vacancies.
Appointment to this grade shall also be subject to:
(a) possession of
a current drivers licence; and
(b) the officer
having demonstrated the essential competencies from the Field Officer’s competency
schedule for Field Officer Grade 1.
Field Officer Grade 2
Progression to the level of Field Officer Grade 2 shall be
subject to:
(a) 12 months
satisfactory service at Field Officer Grade 1;
(b) possession of
a current drivers licence; and
(c) the officer
having demonstrated the essential competencies from the Field Officer
competencies schedule for Field Officer Grade 2, as certified by the direct
supervisor and the Regional Manager.
Field Officer Grade 3
Progression to the level of Field Officer Grade 3 shall be
subject to:
(a) 12 months
satisfactory service at Field Officer Grade 2;
(b) drivers
licence; and
(c) the officer
having demonstrated the essential competencies from the Field Officers Competency
Schedule for Field Officer Grade 3 as certified by the direct supervisor and
Regional Manager.
In addition, joint assessment and certification by the
Regional Manager and the direct supervisor that the officer is competent at
performing the range of work required of a Field Officer Grade 3 and is also
able to demonstrate the efficient application of the skills/qualifications
attained.
Field Officer (Plant) Grade 3
This is an established position for a full time plant
operator.
Appointment to this position shall be subject to:
(a) the officer
having demonstrated the essential competency from the Field Officer Competency
schedule and these competencies being certified by the direct supervisor and
Regional Manager; and
(b) the officer
possessing the relevant certificates of competency from the Work Cover
Authority.
Provided further that appointment to Field Officer
Plant shall be subject to competitive selection for advertised vacancies or by
way of transfer.
Field Officer Grade 4
Progression to Field Officer Grade 4 shall be subject to:
(a) 12 months
satisfactory service of Field Officer Grade 3; and
(b) all the
essential and 10 desirable competency requirements for a Field Officer Grade 3
from the Field Officer competencies schedule as certified by direct supervisor
and Regional Manager.
Field Officer (Plant) Grade 4
Progression to Field Officer (Plant) Grade 4 shall be
subject to:
(a) 12 months
satisfactory service on salary of Field Officer (Plant) Grade 3; and
(b) all the essential
and 10 desirable competency requirements of a Field Officer (Plant) Grade 3 and
these being certified by the direct supervisor and the Regional Manager.
Senior Field Officer Grade 1
Appointment to the position of Senior Field Officer Grade 1
shall be subject to:
(a) competency
requirements for appointment to Field Officer Grade 4.
The Senior Field Officer Grade 1 is the minimum
classification for officers responsible for direct supervision of National
Parks and Wildlife Service officers, volunteers and contractors.
Senior Field Officer (Plant) Grade 1
Appointment to the position of Senior Field Officer (Plant)
Grade 1 shall be subject to:
(a) competency
requirements for appointment to Field Officer (Plant) Grade 4; and
(b) the officer
having demonstrated all the essential competencies as certified by direct
supervisor and Regional Manager.
Provided further that appointment to Senior Field Officer
Grade 1 and Senior Field Officer (Plant) Grade 1, shall be subject to competitive
selection for advertised vacancies.
Senior Field Officer Grade 2
Progression to the position of Senior Field Officer Grade 2
shall be subject to:
(a) 12 months
satisfactory service at Senior Field Officer Grade 1
(b) the officer
meeting the competency requirements for appointment to Senior Field Officer
Grade 1; and
(c) the officer
having demonstrated all essential and 5 desirables for Senior Field Officer
Grade 2, as certified by the direct supervisor and the Regional Manager.
Senior Field Officer (Plant) Grade 2
Progression to the position of Senior Field Officer (Plant)
Grade 2 shall be subject to:
(a) 12 months
satisfactory service at Senior Field Officer (Plant) Grade 1;
(b) competency
requirements for appointment to Senior Field Officer Grade 1 (Plant); and
(c) the officer
having demonstrated all essential and 5 desirable competencies for Senior Field
Officer Grade 2 (Plant), as certified
by direct supervisor and Regional Manager.
Senior Field Officer Grade 3
This is a geographic position which will apply to smaller
Areas where by virtue of their size, a Field Supervisor is not justified, but
where as a consequence of the range of duties undertaken, the Senior Field
Officer would do the work of a Field Supervisor.
Progression to the positions of Senior Field Officer Grade 3
is subject to:
(a) the officer
having demonstrated the appropriate level of skill and competency for the level
of Senior Field Officer Grade 3.
Field Supervisor Grade 1
Appointment to the position of Field Supervisor Grade 1
shall be subject to:
(a) competency
requirements for appointment to Field Supervisor Grade 1. Senior Field Officer (Plant) are also
eligible for appointment but must demonstrate the wider skills required for
general Senior Field Officer classification; and
(b) the officer
having demonstrated the appropriate level of competency for Field Supervisor
Grade 1, as certified by direct supervisor and Regional Manager.
Field Supervisor Grade 2
Progression to the position of Field Supervisor Grade 2
shall be subject to:
(a) 12 months
satisfactory service at Field Supervisor Grade 1; and
(b) competency
requirements for appointment to Field Supervisor Grade 2 as certified by direct
supervisor and Regional Manager. Senior
Field Officers (Plant) are also eligible for appointment but must demonstrate
the wider skills required for general Senior Field Officers competencies.
Senior Field Supervisor
Appointment to the level of Senior Field Supervisor shall be
subject to:
(a) the officer
demonstrating all essential competency requirements for appointment to Field
Supervisor Grade 2, as certified by direct supervisor and Regional Manager.
Appointment to this classification shall be subject to competitive
selection for advertised vacancies.
Annexure 5
CASUAL LEAVE
ENTITLEMENTS
(a) Casual
officers are entitled to unpaid parental leave under Chapter 2, Part 4,
Division 1, section 54, Entitlement to Unpaid Parental Leave, in accordance
with the Industrial Relations Act 1996.
The following provisions shall apply in addition to those set out in the
Industrial Relations Act 1996 (NSW).
(i) The
Department Head must not fail to re-engage a regular casual officer (see
section 53(2) of the Act) because:
(A) the officer or
officer's spouse is pregnant; or
(B) the officer is
or has been immediately absent on parental leave.
The rights of an employer in relation to engagement and
re-engagement of casual officers are not affected, other than in accordance
with this clause.
(b) Personal
Carers entitlement for casual officers
(i) Casual
officers are entitled to not be available to attend work, or to leave work if
they need to care for a family member described in Clause 24 who is sick and
requires care and support, or who require care due to an unexpected emergency,
or the birth of a child. This entitlement is subject to the evidentiary
requirements set out below in (iv), and the notice requirements set out in (v).
(ii) The
Department Head and the officer shall agree on the period for which the officer
will be entitled to not be available to attend work. In the absence of
agreement, the officer is entitled to not be available to attend work for up to
48 hours (i.e. two days) per occasion. The casual officer is not entitled to
any payment for the period of non-attendance.
(iii) A Department
Head must not fail to re-engage a casual officer because the officer accessed
the entitlements provided for in this clause. The rights of an employer to
engage or not to engage a casual officer are otherwise not affected.
(iv) The casual
officer shall, if required,
(a) establish
either by production of a medical certificate or statutory declaration. the illness
of the person concerned and that the illness is such as to require care by
another person, or
(b) establish by
production of documentation acceptable to the employer or a statutory
declaration, the nature of the emergency and that such emergency resulted in
the person concerned requiring care by the officer.
(c) In normal
circumstances, a casual officer must not take carer's leave under this
subclause where another person has taken leave to care for the same person.
(i) The casual
officer must, as soon as reasonably practicable and during the ordinary hours
of the first day or shift of such absence, inform the employer of their
inability to attend for duty. If it is
not reasonably practicable to inform the employer during the ordinary hours of
the first day or shift of such absence, the officer will inform the employer
within 24 hours of the absence.
(d) Bereavement
entitlements for casual officers
(i) Casual
officers are entitled to not be available to attend work, or to leave work upon
the death in Australia of a family member on production of satisfactory
evidence (if required by the employer).
(ii) The
Department Head and the casual officer shall agree on the period for which the
officer will be entitled to not be available to attend work. In the absence of agreement, the officer is
entitled to not be available to attend work for up to 48 hours (i.e. two days)
per occasion. The casual officer is not entitled to any payment for the period
of non-attendance
(iii) A Department
Head must not fail to re-engage a casual officer because the officer accessed
the entitlements provided for in this clause.
The rights of an employer to engage or not engage a casual officer are
otherwise not affected.
(iv) The casual
officer must, as soon as reasonably practicable and during the ordinary hours
of the first day or shift of such absence, inform the employer of their
inability to attend for duty. If it is not reasonably practicable to inform the
employer during the ordinary hours of the first day or shift of such absence,
the officer will inform the employer within 24 hours of the absence.
J. P. GRAYSON D.P.
____________________
Printed by
the authority of the Industrial Registrar.