Crown
Employees (Audit Office) Award 2009
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by The Audit
Office of New South Wales.
(No. IRC 1138 of 2010)
Before Commissioner
Bishop
|
29 October 2010
|
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Definitions
3. Statement
of Intent
4. Parties
5. Basis of
Employment and Remuneration
6. Transition
Arrangements
7. Annual Remuneration
Assessment - Audit Professionals Levels B and C, Corporate Professionals A, B
and C, Corporate Administrative
Levels 1 to 4
8. Performance
Management
9. Flexible
Work Practices
10. Overtime
11. Travel
Time and Expenses
12. Study
Support
13. Anti-Discrimination
14. Industrial
Dispute Settlement Procedure
15. Deduction
of Association Membership Fees
16. Secure
Employment
17. Area,
Incidence and Duration
PART B
Table 1 - Remuneration Bands
Table 2 - Audit Professional Level A Pay Points
Annexure 1 - Progression in Audit Professional Level A,
Levels 1 - 4 Financial Audit
Progression in Audit Professional Level A, Levels 1 - 4
Performance Audit
Annexure 2 - Competency Zones, Competency Zone Guidelines
and Definitions and Minimum Remuneration Levels
Annexure 3 - Other Flexible Work Practices
Annexure 4 - Conditions of Employment
PART A
1. Title
This Award shall be known as Crown Employees (Audit
Office) Award 2009.
2. Definitions
"Act" means the Public Sector Employment and
Management Act 2002.
"Accumulation" means the accrual of leave or
time. In respect of weekly study time accumulation means the aggregation of
short periods of weekly study time which is granted for private study purposes.
"Agreement" means an agreement referred to in
section 131 of the Act or an agreement as defined in the Industrial
Relations Act 1996.
"Approved post graduate studies" means
studies undertaken by an Audit Professional Level A, Level 2 to 4 Performance
Audit employee, who already holds an undergraduate qualification. Approval
rests with the Deputy Auditor-General and will be granted on the basis of
relevance to the employee’s role, current and future, and the perceived return
on the investment for the Audit Office.
"Association" means the Public Service
Association and Professional Officers’ Association Amalgamated Union of New
South Wales.
"Auditor-General" refers to the person
appointed to the position of Auditor-General as specified by the Public
Finance and Audit Act 1983.
"Audit Office" means The Audit Office of New
South Wales, a statutory authority established under the Public Finance and
Audit Act 1983.
"Award" means an award as defined in the Industrial
Relations Act 1996.
"Birth" means the birth of a child and
includes stillbirth.
"Business Unit Leader" means an employee
whose responsibility is to lead a Business Unit of the Audit Office as
determined by the Auditor-General.
"Casual Employee" means any employee engaged
to carry out work:
that is irregular or intermittent, or
to be undertaken on a short-term basis in a part of the
Audit Office with a flexible workload, or
in a position for a short period pending the completion
of the selection process for the position, or that is urgent work or to deal
with an emergency.
"Classification" means a group of roles with
common remuneration arrangements.
"Commission" means the New South Wales
Industrial Relations Commission.
"Competency Zones" means the structure that
will apply within each remuneration band for Audit Professional employees,
Corporate Professional employees and Corporate Administration employees.
"Continuous Service" means service as defined
by Schedule 3A of the Public Sector Employment and Management Act 2002
and relevant sections of the NSW Government Personnel Handbook.
"Contract hours" for the day for a full time
employee, means one fifth of the full time ordinary working hours, as defined
in Part A, Clause 9.1.(a) of this award.
For a part time employee, contract hours for the day means the hours
usually worked on the day.
"Corporate Professional" means employees who
are employed at Corporate Professional Levels A, B or C.
"Corporate Administrative" means employees
who are employed at Corporate Administrative Levels 1 to 4
"Daily rate" or "Rate per day"
means the rate payable for 24 hours, unless otherwise specified.
"Day worker" means an employee who works the
ordinary working hours as defined in Part A, Clause 9.1(a).
"Deputy Auditor-General" refers to the person
appointed to the position of Deputy Auditor-General as specified by the Public
Finance and Audit Act 1983.
"Employee" means a person permanently or
temporarily employed either as a full time or part time employee, in any
capacity under the provisions of this Award, and includes a person on
probation.
"Expected date of birth" in relation to an
employee who is pregnant, means a date specified by her medical practitioner to
be the date on which the medical practitioner expects the employee to give birth
as a result of the pregnancy.
"Extended leave" means extended (long
service) leave to which an employee is entitled under the provisions of
Schedule 3 to the Public Sector Employment and Management Act 2002, as
amended from time to time.
"Full pay or half pay" means the employee’s
ordinary rate of pay or half the ordinary rate of pay respectively.
"Full-time employee" means an employee whose
contract hours are equivalent to the full-time contract hours for the
classification.
"Half day" means half the contract hours for
the day.
"Headquarters" means place of employment as
defined in Part A, Clause 11.1(b)
"Industrial action" means industrial action
as defined in the Industrial Relations Act 1996.
"Local holiday" means a holiday which applies
to a particular township or district of the State and which is not a public
holiday throughout the State.
"Market Benchmarking" means the regular
independent process of reviewing remuneration levels for each classification
against market information from similar levels in the relevant market.
"Normal work" means, for the purposes of Part
A, Clause 14, the work carried out in accordance with the employee’s position
or job description at the time the grievance or dispute was notified by the
employee.
"On duty" means the time required to be
worked for the Audit Office. For the purposes of Annexure 4, Clause 53, Trade
Union Activities Regarded as On Duty, on duty means the time off with pay given
by the Audit Office to the Association delegate to enable the Association
delegate to carry out legitimate Association activities during ordinary work
hours without being required to lodge an application for leave.
"On loan" means an arrangement between the
Audit Office and the Association where an employee is given leave of absence
from the workplace to take up employment with the employee’s Association for a
specified period of time during which the Association is required to reimburse
the Audit Office for the employee’s salary and associated on-costs.
"Ordinary hourly rate of pay" means the
hourly equivalent of the annual rate of pay of the classification calculated
using the formula set out in Annexure 4, clause 12, Casual Employment.
"Overtime" is defined in Part A, Clause 10.3.
"Pay Points" means incremental remuneration
levels within the Audit Professional Level A remuneration bands.
"Part-time position" means a designated
part-time position and, unless otherwise specified, includes any position which
is filled on a part-time basis.
"Part-time employee" means an employee whose
contract hours are less than the full-time hours.
"Percentile" means a point within a
remuneration band expressed as a percentage of that band.
"Professional qualifications" means full
membership of the Institute of Chartered Accountants in Australia or CPA
Australia or, for Performance Audit employees, appropriate agreed equivalent
qualifications.
"Public holiday" means a day proclaimed under
the Banks and Bank Holidays Act 1912, as a bank or a public holiday. This
definition does not include a Saturday which is such a holiday by virtue of
section 15A of that Act, and 1 August or such other day that is a bank holiday
instead of 1 August.
"Recall to duty" means those occasions when
an employee is directed to return to duty outside the employee’s bandwidth.
"Relief employee" means a person employed on
a temporary basis to provide relief in a position until the return from
authorised leave of the substantive occupant or in a vacant position until it
is filled substantively.
"Remuneration" means Total Employment Cost
(TEC) which is expressed as the total of base pay, superannuation guarantee
contribution and annual leave loading.
"Remuneration Assessment" means the process
for determining remuneration levels for individual employees on a basis that
fairly reflects their performance and contribution.
"Remuneration Band" means the range of
remuneration between the minimum and maximum levels for a particular
classification.
"Remuneration Committee" means a committee established
by the Auditor-General to assess annual remuneration recommendations.
"Residence", in relation to an employee,
means their ordinary and permanent place of abode.
"Role" means the title given to groups of
employees having similar responsibilities and accountabilities.
"Role Responsibilities" means the list of
responsibilities and accountabilities attributed to each role.
"Replacement role" means a role identified in
Part A, Clause 5.6, as a Corporate Administrative role that, on the resignation
or promotion of the employee filling that role at the date of registration of
this award, is replaced by an equivalent role governed by this award.
"Seasonal employee" means a person employed
on a temporary basis for less than three months to meet seasonal demands which
cannot be met by employees already employed by the Audit Office and which,
because of their seasonal nature, do not justify employment of employees on a
long-term basis.
"Secondment" means an arrangement agreed to
by the Audit Office, the employee and another public service Department, a
public sector organisation or a private sector organisation which enables the
employee to work in such other organisation for an agreed period of time and
under conditions agreed to prior to the commencement of the period of
secondment. Secondments under section 86 of the Act are also to comply with the
Commentary and Guidelines on Staff Mobility (temporary staff transfers -
section 86 and temporary assignment - section 88) and Cross-Agency Employment
(section 100) Public Sector Employment and Management Act 2002.
"Service" means continuous service for
remuneration purposes.
"Standby" means an instruction given by the
Business Unit Leader to an employee to be available for immediate contact in
case of an authorised call-out requiring the performance of duties.
"Study Time" means the time allowed off from
normal duties on full pay to an employee who is studying for a professional
qualification or for an approved post graduate qualification.
"Supervisor" means the immediate supervisor
or manager of the area in which an employee is employed or any other employee
authorised by the Business Unit Leader to fulfil the role of a supervisor or
manager.
"Temporary work location" means place of work
as defined by Part A, Clause 11.1(a) or for country travel and the employee
temporarily performs official duty away from "Place of Employment" as
defined in Part A, Clause 11.1(b).
"Trade Union or Union" means a registered
trade union, as defined in the Industrial Relations Act 1996.
"Trade Union Delegate" means an accredited
Association delegate responsible for his/her workplace; and/or a person who is
elected by the Association as its representative, an executive member or a
member of the Association's Council.
"Trade Union Official" means a person who is
employed by the Association to carry out duties of an official in a permanent
or temporary capacity, including elected full-time officials and/or employees
placed on loan to the Association for an agreed period of time.
"Transition" means the processes involved in
moving from positions and classifications immediately prior to the commencement
of the Crown Employees (Audit Office) 2004 Award or the Crown Employees (Audit
Office) 2008 Award to those positions and classifications described in this
Award.
"Transition remuneration" means remuneration
as at 1 January 2005.
"Undergraduate studies" means, as a minimum,
a standard accounting degree recognised by the
Institute of Chartered Accountants in Australia or CPA Australia, for
acceptance into their student program for progression towards a professional
qualification as defined by this Award.
"Workplace" means the whole of the
organisation or, as the case may be, a branch or section of the organisation in
which the employee is employed.
"Workplace Management" means the
Auditor-General or any other person authorised by the Auditor-General to assume
responsibility for the conduct and effective, efficient and economical
management of the functions and activities of the organisation or part of the
organisation.
3. Statement of
Intent
The purpose of the Award is to provide a framework that
allows the Audit Office to meet its specific business needs as well as the
needs of its employees. It also enables those employees to be appropriately
rewarded for their contribution and provides flexibility in their employment
arrangements and conditions. The Award
was developed using a co-operative and consultative approach to negotiations by
the parties.
4. Parties
The parties to this Award are:
The Audit Office of New South Wales
Public Service Association and Professional Officers’
Association Amalgamated Union of New South Wales on behalf of the employees of
The Audit Office of New South Wales.
5. Basis of Employment
and Remuneration
5.1 Basis of
Employment
(a) The employment
of Audit Office employees is subject to Section 33B of the Public Finance
and Audit Act 1983. Consequently they are appointed at the discretion of
the Auditor-General.
(b) It is the intention
of the parties to this award that the Audit Office’s recruitment policy will
indicate the steps to be taken to determine the availability of skills,
expertise or experience within the Audit Office prior to the initiation of any
external recruitment. Appointment to a position at the Audit Office will
involve a three month probationary period or such period as the Auditor-General
directs. The probationary period applies to all employees.
(c) Subject to
Section 33B of the Public Finance and Audit Act 1983, the
Auditor-General will, wherever possible, follow the management practices
relating to termination and dismissal prescribed in legislation that affects
NSW employers.
(d) A temporary
employee may be directly appointed to a permanent position if the employee has
filled that position for two years on a temporary basis and was initially
recruited under merit selection.
(e) Resignation -
two weeks notice in writing is required unless the Audit Office agrees to a
lesser period of notice.
(f) Termination of
employment- two weeks notice shall be given to an employee, or, in lieu of
notice, the Audit Office may grant payment in lieu.
5.2 Basis for Calculating Remuneration
The basis for calculating remuneration for employees in
the Audit Office is Total Employment Cost (TEC). TEC is expressed as
the total of base pay, Superannuation Guarantee Contribution and annual leave
loading.
For employees in defined benefit superannuation funds
the Superannuation Guarantee Contribution component will be deducted from TEC
to determine salary, and the current employer superannuation contribution
requirements will continue to be made as required.
5.3 Broad Remuneration Bands
(a) This Award
prescribes the remuneration bands for Audit Professional employees, Corporate
Professional employees and Corporate Administrative employees in Part B, Tables 1 and 2.
(b) Market benchmarking is used to
inform the determination of remuneration bands for each classification in Part
B, Tables 1 and 2.
5.4 Variations to
Remuneration Bands
(a) From the beginning of the first pay
period to commence on or after 1 July 2009, the remuneration bands are set out
in Part B, Tables 1 and 2
(b) From the beginning of the first pay
period to commence on or after 1 July 2010, the remuneration bands are set out
in Part B, Tables 1 and 2
(c) From the beginning of the first pay
period to commence on or after 1 July 2011, the remuneration bands will be
determined by applying an increase of the greater of:
3.5% OR
The
percentage increase negotiated by the Association and included in the Crown
Employees Public Sector Salaries Award, relevant to the first pay period to commence on or after 1 July 2011.
(d) The relationship between the Audit Office
(Crown Employees) Award 2009 and the Crown Employees Public Sector
Salaries Award does not extend beyond the end of the duration of this award as
defined in Part A, Clause 17.7.
5.5 Appointment and Progression
(a) Audit Professional Levels B and C,
Corporate Professional Levels A, B and C and Corporate Administrative Levels 1
to 4, may be appointed at any point within the relevant remuneration band
depending on experience, skills and the remuneration necessary to attract them
to the position.
(b) Appointment to Audit Professional Levels
B and C is dependent on satisfactory completion of their professional
qualifications or approved post graduate studies.
(c) This Award prescribes the appointment and
progression criteria for Audit Professional Level A at Annexure 1.
(d) School Leavers will normally be appointed
to Auditor Professional Level A, Level 1, Pay Point 1, as set out in Table 2
and will progress as described in Annexure 1. However the Auditor-General may
appoint auditors at any pay point dependent on their qualifications, skills and
experience.
(e) Graduates will normally be appointed to Auditor
Professional Level A, Level 2, Pay Point 1 as set out in Table 2 and
will progress as described in Annexure 1.
However the Auditor-General may appoint auditors at any pay point
dependent on their qualifications, skills and experience.
(f) The Auditor-General may determine the
commencing remuneration for new Graduates within the band spanning Auditor
Professional Level A, Level 2, Pay Point 1 to Auditor Professional Level A,
Level 2, Pay Point 2.
5.6 Corporate
Administrative Employees
(a) Corporate Administrative employees are
those who, who at the time this Award is registered are employed, classified
and graded for remuneration purposes in accordance with the Crown Employees
(Administrative and Clerical Officers - Salaries) Award 2007.
(b) Corporate Administrative employees will
continue to be employed under the conditions set out in Part A, Clause 5.6 (a)
until Part A, Clause 5.6 (c) occurs.
(c) As each role classified and graded for
remuneration purposes in accordance with the Crown Employees (Administrative
and Clerical Officers - Salaries) Award 2007 at the commencement of this award,
falls vacant due to resignation or promotion, that role will be replaced with an
equivalent role under this award. This equivalent role is defined as a
"replacement role".
(d) Remuneration bands for the replacement
roles are set out in Part B, Table 1.
6. Transition Arrangements
6.1 General
This section describes all transition arrangements.
6.2 Transition Remuneration
(a) Subject to
satisfactory performance, employees whose transition remuneration at the
commencement of the Crown Employees (Audit Office) Award 2004 was higher than
the 45th percentile of the relevant remuneration band were guaranteed a minimum
remuneration for 6 years from the date of their appointment. This is calculated
as their transition remuneration plus a percentage increase each 1 July until
2010. The increase will be the movement in the relevant remuneration band less
0.5% (e.g. if the remuneration band is increased by 4%, the guaranteed increase
will be 3.5%). This clause ceases to apply following remuneration band
movements dated 1 July 2010. Remuneration band movements following that date
will be applied consistently with all other staff.
(b) State Fleet
based motor vehicle packaging arrangements will cease for all employees
currently in receipt of those arrangements at the next expiry date of their
current lease.
(c) Those Audit
Seniors who were appointed at their transition remuneration level above the
Audit Professional Level A, Level 4, Pay Point 3 at the commencement of the
Crown Employees (Audit Office) Award 2004, and who are not assessed as
"proficient" or "advanced" will continue to receive the
same level of remuneration as at the transition date, increased annually by the
equivalent of the adjustment of the remuneration band.
6.3 Progression
Employees formerly designated Project Clerks who
transitioned to Auditor under the Crown Employees (Audit Office) Award 2004
will not be required to complete a degree to progress to Audit Professional
Level A, Level 4.
7. Annual Remuneration Assessment - Audit
Professionals Levels B and C, Corporate Professionals Levels B and C, Corporate
Administrative Levels 1 to 4
7.1 General
(a) Remuneration for these employees
will be determined annually based on assessed contribution in accordance with
the competency zones and minimum guaranteed pay levels set out in Annexure 2.
(b) Determinations resulting from the
annual remuneration assessment will have the same effective date as the annual
changes to the remuneration bands i.e. effective first pay period to commence
in July each year. Remuneration determinations will be expressed in terms of a
percentile of the relevant remuneration band and will be applied to the
adjusted dollar range of the remuneration bands.
(c) The
remuneration of all Audit
Professional Levels B and C, Corporate Professional Levels A, B and C and Corporate
Administrative Levels 1 to 4 will at least be maintained at the same
level at each annual remuneration assessment except where:
1. an employee’s
performance has been assessed as "unsatisfactory" and a formal
process for managing unsatisfactory performance results in a recommendation to
reduce remuneration. In these circumstances the reduction may not be below the
minimum guaranteed levels set out in Annexure 2; or
2. an employee is
initially assessed at a percentile rate in the Superior or Expert zone, but the
next assessment does not support or does not fully support that assessment.
(d) In the
circumstance where an employee is initially assessed at a percentile rate in
the Superior or Expert zone, the following applies:
Superior
When an employee is first assessed as
"superior" (as defined in Annexure 2), the employee’s remuneration
will be set at the maximum of the competent zone and the balance paid as an
allowance for the first 12 months. If
the Superior assessment is confirmed at the next annual remuneration assessment
(which may be higher or lower than the first "superior" assessment),
the employee’s remuneration will be confirmed at the level of the second
assessment.
If the assessment at the second remuneration assessment
is below the superior zone, then the employee’s remuneration will be set at the
maximum of the competent zone and will be maintained at that level.
Expert
When an employee is first assessed as
"expert" (as defined in Annexure 2), the employee’s remuneration will
be set at the maximum of the superior zone and the balance paid as an allowance
for the first 12 months. If the Expert
assessment is confirmed at the next annual remuneration assessment (which may
be higher or lower than the first "expert" assessment) the employee’s
remuneration will be confirmed at the level of the second assessment.
If the assessment at the second remuneration assessment
is below the Expert zone, then the employee’s remuneration will be set at the
maximum of the superior zone and will be maintained at that level.
(e) Other than the
exceptions described in Part A, Clause 7.1 (c) and (d), if an employee is
assessed at a percentile lower than their current level and that would result
in a reduction in remuneration, they will continue to be paid at the same
dollar level until such time as the remuneration for their assessed percentile
exceeds their remuneration in dollars through movement of the remuneration
bands or the annual remuneration assessment process.
(f) During an
Annual Remuneration Assessment, remuneration will be reviewed but will not
necessarily be increased as a result of such review.
(g) The remuneration assessment process will
include the following elements:
1. The assessment
will be conducted within business guidelines issued by the Audit Office from
time to time.
2. Recommendations
will be prepared by Business Unit Leaders based on a range of inputs, which
will include, but will not be limited to, performance reviews and advice from
other senior employees. Other considerations will include potential for
development, specialist skills or knowledge and contribution to Audit Office
objectives. Guidelines current at the date of this Award are included in
Annexure 2.
3. Business Unit
Leaders within a Branch will review all recommendations for their Branch and
forward them to the next level of management for review.
4. A Remuneration
Committee will review and consider the recommendations on remuneration for individuals
and forward these to the Auditor-General for approval.
7.2 Review of Assessment
If an employee has any concern with the outcome of
their remuneration assessment, they may, in the first instance, discuss their
concerns with their Business Unit Leader. If that discussion does not resolve
their concerns, they may then seek advice from the Executive Manager, Human
Resources or a more senior member of the Audit Office executive. If, following
those discussions, their concerns are not satisfied, they may initiate a formal
process of review by written request to the Executive Manager, Human Resources.
The formal process will include review by a panel including, where requested,
Association representation. The panel will make recommendations for consideration
by the Auditor-General.
8. Performance
Management
The Performance Review and Development process is
integral to and supports the annual remuneration assessment process. Full
details of the Audit Office Performance Review and Development process are set
out in a number of documents which are maintained and reviewed regularly by the
Audit Office for appropriateness and ability to deliver organisation
objectives. All process documents are freely available to employees on the
Audit Office intranet.
9. Flexible Work
Practices
All flexible work practices will be subject to
approval, as set out in the relevant policies and delegations manuals.
The parties to this award are committed to fostering
flexible work practices with the intention of providing greater flexibility in
dealing with workloads, work deadlines and the balance between work and family
life. All parties are committed to managing time worked to prevent any
forfeiture of credit hours accumulated under a Flexible Working Hours arrangement.
9.1 Flexible Working Hours
(a) Ordinary
Working Hours - full-time ordinary working hours shall be 35 hours per week,
Monday to Friday.
(b) Settlement
period - the settlement period shall be one calendar month.
(c) Flex
Contract Hours - the contract hours for a settlement period shall be calculated
by multiplying the available working days and public holidays by 7.
(d) Flex Year - the
Flex Year is 1 January to 31 December.
(e) Bandwidth - the
bandwidth shall be between the hours of 6am and 10pm
(f) Coretime -
employees must work a minimum of 3.5 consecutive hours (excluding meal breaks)
between 9am and 5pm.
(g) Attendance - a
maximum of 10 hours per day can be worked as flex time. An employee's
attendance outside the hours of a standard day, but within the bandwidth, shall
be subject to the availability of work. Employees may be asked to leave work at
the expiry of 7 hours. Time of attendance at work is always subject to the
needs of the Audit Office and the agreement of the employee’s manager.
(h) Flex Leave -
can be taken in multiples of half days. Flex leave may only be taken with the
approval of the employee’s manager. Up to 2 days flex leave can be taken per
settlement period and may be taken consecutively, but cannot be combined with
flex leave from another settlement period, except:
1. For employees
other than Financial Audit employees, where up to 5 consecutive days flex leave
may be taken in each half of the flex year, but cannot be combined.
2. For Financial
Audit employees, where up to 5 consecutive days flex leave may be taken between
1 January and 30 June, and any carry over of up to 10 days (70 hours) at 31
October must be taken as flex leave (consecutive or otherwise) between 1
November and 31 December.
(i) A maximum of
24 flex days can be taken per flex year. During designated busy periods,
employees may take flex leave only with the approval of their manager.
Designated busy periods are:
1. Financial
Audit - 1 July to 31 October and 1 February to 30 April.
2. Other areas of
the Audit Office - where flex leave is restricted by fluctuating busy periods,
Business Unit Leaders will determine these periods for their respective areas.
(j) Carry Over:
1. A maximum
credit carry over of 70 hours to the next settlement period within a flex year
applies to all employees except Financial Audit employees as per Clause 9.1(j)
2.
2. Credit hours
are to be cleared by 31 December each year with a maximum carry over of 10
hours to the new flex year except for:
Financial Audit employees can carry over 105 hours
during the period 1 July to 31 December. Where the carry over is more than 70
hours at 31 October, the hours above 70 and up to 105 may also be taken as flex
leave by close of business 31 December. Where this is not practical those hours
will be carried over to the new flex year (this carry over includes the 10
hours for all employees, however will not exceed 35 hours).
(k) The maximum
debit carry over is 10 hours at all times.
(l) Where the
debit exceeds 10 hours, the excess will be debited as leave without pay, unless
the employee elects to be granted available recreation or extended leave to
offset the excess.
(m) Meal breaks -
there will be a minimum meal break of 30 minutes in every 5 hour period of continuous
work. There is no maximum period for a meal break. Employees should consult
with their manager in the taking of meal breaks.
(n) The employee
and their manager must develop a strategy to ensure that accumulated Flex Leave
is monitored and taken in accordance with these arrangements and not forfeited.
(o) Completion of
Flex Sheets
1. Employees are
required to return their monthly flex sheets to their manager for approval no
later than one week following the end of the settlement period to which they
relate.
2. Managers are
obliged to return approved flex sheets to the Remuneration and Conditions
Manager no later than two weeks following the end of the settlement period to
which they relate.
3. A Manager will
refuse to approve flex leave if flex sheets are not up to date and in agreement
with the practice management system.
4. A Manager will
not approve flex taken in conjunction with other forms of leave, unless the
appropriate form is submitted in advance of the leave.
9.2 Other Flexible Work Practices
The options available for other flexible work practices
are detailed in Annexure 3.
10. Overtime
10.1 Employees may be
directed to work overtime, but this must be pre-approved as delegated by the
Auditor-General.
10.2 An employee may
be directed by the Audit Office to work overtime, provided it is reasonable for
the employee to be required to do so. An employee may refuse to work overtime
in circumstances where to do so would result in the employee working
unreasonable hours. In determining what
is unreasonable, the following factors shall be taken into account:
(a) The employee’s
prior commitments outside the workplace, particularly the employee’s family and
carer responsibilities, community obligations or study arrangements
(b) Any risk to an
employee’s health and safety
(c) The urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the organisation and the effect on client services
(d) The notice (if any)
given by the Audit Office regarding the working of the overtime, and by the
employee of their intention to refuse overtime or
(e) Any other
relevant matter.
10.3 Overtime will
apply when employees are directed to work:
(a) More than 8
hours on a working day, or
(b) Before 7.30am
or beyond 7pm on a working day, or
(c) On a weekend or
public holiday.
10.4 All overtime
will be credited as time in lieu as follows:
(a) In the case of
employees up to and including Audit Professional Level B, Corporate
Professional Level A, and Corporate Administrative Levels 1 to 4, in accordance
with overtime conditions as set out from time to time in Annexure 4.
(b) For employees
above those levels, at the rate of time and one half.
10.5 Time in lieu of
overtime must be taken within 3 months of accrual as a general rule. This time limit may be extended during
designated busy periods within the Flex Time arrangements, on a basis
consistent with any extended settlement period for Flex Time. Any request to
extend the time limit must be made prior to the three month expiry period.
10.6 Cash payment for
overtime credited as time in lieu may be made at the discretion of the Audit
Office where circumstances warrant. Business Unit Leader approval is required.
10.7 Payment for
overtime credited as time in lieu will be calculated as remuneration less the
9% superannuation component. At all remuneration levels the rate for
calculating payments will be capped at the 45th percentile of the remuneration
band for the Audit Professional Level B classification less the 9%
superannuation component.
10.8 Rates - Overtime
shall be paid at the following rates:
(a) Weekdays
(Monday to Friday inclusive) - at the rate of time and one-half for the first
two hours and at the rate of double time thereafter for all directed overtime
worked outside the bandwidth.
(b) Saturday - All
overtime worked on a Saturday at the rate of time and one-half for the first
two hours and at the rate of double time thereafter.
(c) Sundays - All overtime
worked on a Sunday at the rate of double time.
(d) Public Holidays
- All overtime worked on a public holiday at the rate of double time and one
half.
10.9 An employee who
works overtime on a Saturday, Sunday or public holiday shall be paid a minimum
payment as for three (3) hours work at the appropriate rate.
10.10 Rest Periods
(a) An employee who
works overtime shall be entitled to be absent until eight (8) consecutive hours
have elapsed.
(b) Where an
employee, at the direction of the supervisor, resumes or continues work without
having had eight (8) consecutive hours off duty then such employee shall be
paid at the appropriate overtime rate until released from duty. The employee
shall then be entitled to eight (8) consecutive hours off duty and shall be
paid for the ordinary working time occurring during the absence.
11. Travel Time and
Expenses
11.1 Excess Travel
(a) Place of Work
"Place of work" means the Greater
Metropolitan Area defined by a boundary drawn from: to the north, from Broken
Bay by the boundary created by the Hawkesbury River to Windsor; to the west,
from Windsor by the boundary created by the Nepean River to Camden; to the
east, directly across to Campbelltown, then across to the southern boundary of
the Royal National Park and Port Hacking.
(b) Place of
Employment
"Place of Employment" means 1 Margaret
Street, Sydney.
(c) Travel time
Travel time from home to "place of work" does
not form part of working hours. However, excess travel time may be included in working
hours where the time spent travelling to and from home and "place of
work" in a 5 day working week exceeds 2.5 hours more than the time it
would normally take to travel to and from home and "place of
employment". The amount exceeding 2.5 hours will be deemed to be excess
travel and may be treated as working hours.
11.2 Travel Expenses
The Audit Office will reimburse employees for expenses
incurred in travel to and from "place of work" to the extent that
those expenses exceed their usual cost of travel by public transport between
home and their "place of employment".
11.3 Country Travel
Travel outside of the Greater Metropolitan Area, where
overnight accommodation is approved, shall be paid in accordance with the rates
as set out from time to time in Annexure 4.
11.4 Excess
Travelling Time
An employee directed by the Audit Office to travel on
official business outside the usual hours of duty to perform duty at a location
other than their place of employment will, at the Audit Office’s discretion, be
compensated for such time either by:
(a) Payment
calculated in accordance with the provisions contained in Part A Clause 11, or
(b) If it is
operationally convenient, by taking equivalent time off in lieu to be granted
for excess time spent in travelling on official business. Such time in lieu must be taken within 1
month of accrual unless otherwise authorised by the employee’s manager.
11.5 Compensation
under paragraphs 11.4(a) and 11.4(b) of this clause shall be subject to the
following conditions:
(a) On a
non-working day, subject to the provisions of paragraphs 11.6(d), 11.6(e),
11.6(f) and 11.6(g) of this clause, all time spent travelling on official
business;
(b) On a working
day, subject to the provisions of subclause 11.6 of this clause, all time spent
travelling on official business outside the contract hours ,
provided the period for which compensation is being
sought is more than a half an hour on any one day.
11.6 Compensation for
excess travelling time shall exclude the following:
(a) Time from 11.00
p.m. on one day to 7.30 a.m. on the following day if sleeping facilities have
been provided
(b) Travel not
undertaken by the most practical available route and by the most practical and
economic means of transport
(c) Working on
board ship where meals and accommodation are provided
(d) Any travel
undertaken by an employee whose salary includes an all incidents of employment
component
(e) Time within the
flex time bandwidth
(f) Travel
overseas.
11.7 Compensation
(a) Time off in lieu
or payment for excess travelling time or waiting time will not granted or made
for more than eight hours in any period of 24 consecutive hours.
(b) Payment for
travelling time calculated in terms of this clause shall be at the employee’s
ordinary rate of pay on an hourly basis calculated as follows:
Annual salary
|
x
|
5
|
x
|
1
|
1
|
|
260.89
|
|
Normal hours of
work
|
(c) The rate of
payment for travel or waiting time on a non-working day shall be the same as
that applying to a working day.
(d) Employees whose
salary is in excess of the maximum rate for Clerk, Grade 5 shall be paid
travelling time or waiting time calculated at the maximum rate for Clerk, Grade
5 plus $1.00 per annum, as adjusted from time to time.
11.8 Waiting Time
When an employee travelling on official business is
required to wait for transport in order to commence a journey to another
location or to return home or headquarters and such time is outside the normal
hours of duty, the waiting time shall be treated and compensated for in the
same manner as excess travelling time pursuant to Part A Clause 11.6.
12. Study Support
12.1 The Audit Office
is committed to providing study support for employees undertaking tertiary
courses, postgraduate degrees and professional qualifications relevant to its
business.
12.2 The granting of
all study support is discretionary.
12.3 The Audit Office
is also committed to providing specific study support programs for school leavers
to complete an initial degree in accounting and those entering at graduate
level to complete professional qualifications with the Institute of Chartered
Accountants in Australia or CPA Australia.
12.4 Details of
support offered are set out in a number of Audit Office policy documents
available on the Office intranet.
13.
Anti-Discrimination
13.1 It is the
intention of the parties bound by this Award to achieve the objectives set out
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.
13.2 It follows that
in fulfilling their obligations under the dispute resolution procedures
prescribed in 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
this Award that, by its terms or operation, has a direct or indirect
discriminatory effect.
13.3 Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
13.4 Nothing in this
clause is to be taken to affect:
(a) Any conduct or
act which is specifically exempted from anti-discrimination legislation
(b) Offering or
providing junior rates of remuneration to persons under 21 years of age
(c) Any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977
(d) A party to this
Award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
13.5 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.
13.6 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
13.7 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."
14. Industrial
Dispute Settlement Procedure
14.1 All grievances
and disputes relating to the provisions of this award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority, if required.
14.2 An employee is
required to notify their immediate manager in writing, as to the substance of
the grievance, dispute or difficulty, request a meeting to discuss the matter,
and if possible, state the remedy sought.
14.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti Discrimination
Act 1977) that makes it impractical for the employee to advise their immediate
manager the notification may occur to the next appropriate level of management,
including where required, directly to the Auditor-General or delegate.
14.4 The immediate
manager, or the person notified, shall convene a meeting in order to resolve
the grievance, dispute or difficulty as soon as practicable, of the matter
being brought to attention.
14.5 If the matter
remains unresolved with the immediate manager, the employee may request to meet
the appropriate person at the next level of management in order to resolve the
matter. This manager shall respond as
soon as practicable. This sequence of
reference to successive levels of management may be pursued by the employee
until the matter is referred to the Auditor-General.
14.6 If the matter
remains unresolved, the Auditor-General shall provide a written response to the
employee and any other party involved in the grievance, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
14.7 An employee, at
any stage, may request representation by their Association.
14.8 The employee or
the Association on their behalf or the Auditor-General may refer the matter to
the New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
14.9 The employee,
the Association and the Audit Office shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
14.10 Whilst the
procedures outlined in subclauses 14.1 to 14.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties. In a
case involving occupational health and safety, if practicable, normal work
shall proceed in a manner which avoids any risk to the health and safety of any
employee or member of the public.
15. Deduction of
Association Membership Fees
15.1 The Association shall
provide the Audit Office with a schedule setting out Association fortnightly
membership fees payable by members of the Association in accordance with the
Association's rules.
15.2 The Association
shall advise the Audit Office of any change to the amount of fortnightly
membership fees made under its rules.
Any variation to the schedule of Association fortnightly membership fees
payable shall be provided to the employer at least one month in advance of the
variation taking effect.
15.3 Subject to subclauses
15.1 and 15.2 above, the Audit Office shall deduct Association fortnightly
membership fees from the remuneration of any employee who is a member of the
Association in accordance with the Association's rules, provided that the
employee has authorised the Audit Office to make such deductions.
15.4 Monies so
deducted from employee's remuneration shall be forwarded regularly to the
Association together with all necessary information to enable the Association
to reconcile and credit subscriptions to employees' Association membership
accounts.
15.5 Unless other
arrangements are agreed to by the Audit Office and the Association, all
Association membership fees shall be deducted on a fortnightly basis.
15.6 Where an
employee has already authorised the deduction of Association membership fees
from his or her remuneration prior to this clause taking effect, nothing in
this clause shall be read as requiring the employee to make a fresh
authorisation in order for such deductions to continue.
16. Secure Employment
16.1 Objective of
this Clause
The objective of this clause is for the Audit Office to
take all reasonable steps to provide its employees with secure employment by
maximising the number of permanent positions in the Audit Office workforce, in
particular by ensuring that casual employees have an opportunity to elect to
become full-time or part-time employees.
16.2 Casual
Conversion
(a) A casual
employee engaged by the Audit Office on a regular and systematic basis for a
sequence of periods of employment under this Award during a calendar period of
six months shall thereafter have the right to elect to have his or her ongoing
contract of employment converted to permanent full-time employment or part-time
employment if the employment is to continue beyond the conversion process
prescribed by this subclause.
(b) The Audit
Office shall give the employee notice in writing of the provisions of this
subclause within four weeks of the employee having attained such period of six
months. However, the employee retains his or her right of election under this
subclause if the employer fails to comply with this notice requirement.
(c) Any casual
employee who has a right to elect under paragraph 16.2(a), upon receiving
notice under paragraph 16.2(b) or after the expiry of the time for giving such
notice, may give four weeks’ notice in writing to the Audit Office that he or
she seeks to elect to convert his or her ongoing contract of employment to
full-time or part-time employment, and within four weeks of receiving such
notice from the employee, the Audit Office shall consent to or refuse the
election, but shall not unreasonably so refuse. Where the Audit Office refuses
an election to convert, the reasons for doing so shall be fully stated and
discussed with the employee concerned, and a genuine attempt shall be made to
reach agreement. Any dispute about a refusal of an election to convert an
ongoing contract of employment shall be dealt with as far as practicable and
with expedition through the disputes settlement procedure.
(d) Any casual
employee who does not, within four weeks of receiving written notice from the
Audit Office, elect to convert his or her ongoing contract of employment to
full-time employment or part-time employment will be deemed to have elected
against any such conversion.
(e) Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with the Audit Office.
(f) If a casual
employee has elected to have his or her contract of employment converted to
full-time or part-time employment in accordance with paragraph 16.2(c), the
Audit Office and employee shall, in accordance with this paragraph, and subject
to paragraph 16.2(c), discuss and agree upon:
(1) whether the
employee will convert to full-time or part-time employment, and
(2) if it is agreed
that the employee will become a part-time employee, the number of hours and the
pattern of hours that will be worked either consistent with any other part-time
employment provisions of this award pursuant to a part time work agreement made
under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW).
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert his or her contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert his or her contract of employment
to part-time employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed between the
Audit Office and the employee.
(g) Following an
agreement being reached pursuant to paragraph (f), the employee shall convert
to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it shall be dealt with as far as practicable
and with expedition through the disputes settlement procedure.
(h) An employee
must not be engaged and re-engaged, dismissed or replaced in order to avoid any
obligation under this subclause.
16.3 Occupational
Health and Safety
(a) For the
purposes of this subclause, the following definitions shall apply:
(1) A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit trust, corporation and/or person) which has as its business function, or
one of its business functions, to supply staff employed or engaged by it to
another employer for the purpose of such staff performing work or services for
that other employer.
(2) A
"contract business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit trust, corporation and/or person) which is contracted by another employer
to provide a specified service or services or to produce a specific outcome or
result for that other employer which might otherwise have been carried out by
that other employer’s own employees.
(b) Where the Audit
Office engages a labour hire business and/or a contract business to perform
work wholly or partially on its premises it shall do the following (either
directly, or through the agency of the labour hire or contract business):
(1) consult with
employees of the labour hire business and/or contract business regarding the
workplace occupational health and safety consultative arrangements
(2) provide
employees of the labour hire business and/or contract business with appropriate
occupational health and safety induction training including the appropriate
training required for such employees to perform their jobs safely
(3) provide
employees of the labour hire business and/or contract business with appropriate
personal protective equipment and/or clothing and all safe work method statements
that they would otherwise supply to Audit Office employees, and
(4) ensure
employees of the labour hire business and/or contract business are made aware
of any risks identified in the workplace and the procedures to control those
risks.
(c) Nothing in this
subclause 16.3 is intended to affect or detract from any obligation or
responsibility upon a labour hire business arising under the Occupational
Health and Safety Act 2000 or the Workplace Injury Management and
Workers Compensation Act 1998.
16.4 Disputes
Regarding the Application of this clause
Where a dispute arises as to the application or
implementation of this clause, the matter shall be dealt with pursuant to the
Grievance and Dispute Settling Procedures set out in Part A, Clause 14 of this
Award.
16.5 This clause has
no application in respect of organisations which are properly registered as
Group Training Organisations under the Apprenticeship and Traineeship Act
2001 (or equivalent interstate legislation) and are deemed by the relevant
State Training Authority to comply with the national standards for Group
Training Organisations established by the Australian National Training
Authority Ministerial Council.
17. Area, Incidence
and Duration
17.1 The purpose of
this Award is to partially regulate the terms and conditions of employment of
employees appointed to positions covered by the classifications in Annexure 1.
17.2 Other terms and
conditions, except as provided for within this Award, shall be those set out in
Annexure 4, Audit Office Conditions of Employment.
17.3 The terms and
conditions provided for within this Award take precedence over Audit Office
published policies. Where neither this Award nor an Audit Office published
policy provides guidance reference will be made to the NSW Government Personnel
Handbook.
17.4 If, during the
currency of this award, the Crown Employees (Public Service Conditions of
Employment) Award 2009, is amended or varied, a meeting of the Audit Office
Award Negotiation Team will take place to review, discuss and make
recommendations to the Auditor-General and the Public Service Association and
Professional Officers’ Association Amalgamated Union of New South Wales, about
whether those amendments and variations should be adopted as an amendment or variation
to Annexure 4. The meeting, its composition, negotiations and decision making
process, will be governed by its Charter dated 10 March 2009 or subsequent
versions of that Charter amended with the approval of the Award Negotiation
Team.
17.5 Negotiations for
the next award will commence at least six months prior to the expiry of this
award.
17.6 This award
rescinds and replaces the Crown Employees (Audit Office) Award 2008 published
11 July 2008 (366 I.G. 112).
17.7 The award shall
take effect on and from the beginning of the first pay period to commence on or
after 14 October 2010 and remain in force until 30 June 2012.
Table 1 - Remuneration Bands
Effective from the beginning of the first pay period to
commence on or after 1 July 2009
|
1 July 2009 to 30
June 2010
|
1 July 2010 to 30
June 2011
|
Classifications
|
Minimum
|
Maximum
|
Minimum
|
Maximum
|
|
$
|
$
|
|
|
Audit Professional Level A
|
31,562
|
80,989
|
32,824
|
84,229
|
Audit Professional Level B
|
76,225
|
113,593
|
79,274
|
118,137
|
Audit Professional Level C
|
107,190
|
150,566
|
111,478
|
156,589
|
Corporate Professional
|
76,596
|
107,364
|
79,660
|
111,659
|
Level A
|
|
|
|
|
Corporate Professional
|
92,153
|
142,746
|
95,839
|
148,456
|
Level B
|
|
|
|
|
Corporate Professional
|
136,438
|
165,927
|
141,896
|
172,564
|
Level C
|
|
|
|
|
Corporate Administrative
|
35,500
|
44,500
|
36,920
|
46,280
|
Level 1
|
|
|
|
|
Corporate Administrative
|
42,600
|
53,700
|
44,304
|
55,848
|
Level 2
|
|
|
|
|
Corporate Administrative
|
51,300
|
65,600
|
53,352
|
68,224
|
Level 3
|
|
|
|
|
Corporate Administrative
|
62,600
|
79,300
|
65,104
|
82,472
|
Level 4
|
|
|
|
|
Table 2 - Audit Professional Level A Pay Points
1 July 2009 to 30
June 2010
|
|
Pay Point 1
|
Pay Point 2
|
Pay Point 3
|
Pay Point 4
|
Pay Point 5
|
|
|
$
|
$
|
$
|
$
|
$
|
|
Level 1
|
31,562
|
34,062
|
38,112
|
44,067
|
|
|
Level 2
|
48,831
|
52,999
|
|
|
|
|
Level 3
|
57,168
|
61,932
|
66,696
|
|
|
|
Level 4
|
69,078
|
72,651
|
76,225
|
78,605
|
80,989
|
|
1 July 2010 to 30
June 2011
|
|
Pay Point 1
|
Pay Point 2
|
Pay Point 3
|
Pay Point 4
|
Pay Point 5
|
|
|
$
|
$
|
$
|
$
|
$
|
|
Level 1
|
32,824
|
35,424
|
39,636
|
45,830
|
|
|
Level 2
|
50,784
|
55,119
|
|
|
|
|
Level 3
|
59,455
|
64,409
|
69,364
|
|
|
|
Level 4
|
71,841
|
75,557
|
79,274
|
81,749
|
84,229
|
|
Auditors who are full members of the ICAA or CPAA are
entitled to additional remuneration of $1,000 per annum. Performance Auditors
who have completed an approved post graduate qualification relevant to their
role are entitled to additional remuneration of $1,000 per annum.
Annexure 1
Progression within Audit Professional Level A, Levels 1
- 4 Financial Audit
Progression
Within Level
|
Audit
Professional Level
|
Audit
Professional Level
|
Audit
Professional Level
|
Audit
Professional
|
A,
Level 1
|
A,
Level 2
|
A,
Level 3
|
Level
A, Level 4
|
School
leavers
|
Graduates
|
Commence
on
|
Commence
|
commence
on the
|
commence
on Audit
|
Audit
Professional Level
|
Audit
Professional Level
|
minimum
remuneration
|
Professional
Level A,
|
A,
Level 3, Pay Point 1
|
A,
Level 4, Pay Point 1
|
of
Audit Professional
|
Level
2, Pay Point 1
|
|
|
Level
A, Level 1, Pay
|
|
After
12 months
|
After
12 months
|
Point
1
|
After
12 months
|
progress
within Audit
|
progress
within Audit
|
|
confirm
or reject
|
Professional
Level A,
|
Professional
Level A,
|
After
6 months
|
permanent
appointment
|
Level
3 Pay Points if
|
Level
4 Pay Points,
|
from
commencement
|
of
Graduates.
|
progression
to Audit
|
subject
to assessment,
|
school
leavers progress to
|
|
Professional
Level 4 is
|
which
will consider
|
Audit
Professional Level
|
Appoint
to
|
not
achieved
|
progress
in their
|
A, Level 1, Pay Point 2
|
Audit
Professional Level
|
|
professional
|
|
A, Level 2, Pay Point 2
|
After
this, can
|
qualifications
(school
|
After
12 months
|
if
progression to Audit
|
progress
within the Pay
|
leavers
must have
|
from
commencement
|
Professional
Level A,
|
Points
range of Audit
|
commenced
studies to
|
confirm
or reject
|
Level
3 is not achieved.
|
Professional
Level A,
|
progress
within the Pay
|
permanent
appointment.
|
|
Level
3, subject to
|
Points);
achievement of
|
If
confirmed progress to
|
|
satisfactory
work
|
competencies
as
|
Audit
Professional Level
|
|
performance
as
|
evidenced
by
|
A, Level 1, Pay Point 3
|
|
evidenced
by
|
performance
reviews;
|
|
|
performance
reviews and
|
completion
of Learning
|
After
18 months
|
|
study
progress
|
&
Development
|
from
commencement
|
|
|
requirements,
and
|
school
leavers progress to
|
|
|
contribution
to Audit
|
the
maximum
|
|
|
Office
objectives
|
remuneration
of Audit
|
|
|
|
Professional
Level A,
|
|
|
|
Level
1, Pay Point 4
|
|
|
|
|
|
|
|
Progression
to Next Level
|
Audit
Professional Level
|
Audit
Professional Level
|
Audit
Professional Level
|
Audit
Professional Level
|
A,
Level 1
|
A,
Level 2
|
A,
Level 3
|
A,
Level 4
|
School
leavers
|
Graduates
-
|
Graduates
-
|
Progression
|
progress
to Audit
|
progress
to Audit
|
Progress
to Audit
|
from
Audit Professional
|
Professional
Level A,
|
Professional
Level A,
|
Professional
Level A,
|
Level
A, Level 4 or other
|
Level
2, Pay Point 1 after
|
Level
3, Pay Point 1
|
Level
4, Pay Point 1
|
Pay
Points within Level
|
initial
24 months, subject
|
subject
to satisfactory
|
subject
to assessment,
|
A,
to Audit Professional
|
to
satisfactory
|
work
performance as
|
which
will consider
|
Level
B will not take
|
performance
in work as
|
evidenced
by
|
progress
towards their
|
place
unless the
|
evidenced
by
|
performance
reviews and
|
professional
|
employee
has fully
|
performance
reviews and
|
satisfactory
progress
|
qualifications;
|
completed
their
|
progress
with their
|
towards
their
|
achievement
of
|
professional
|
undergraduate
studies.
|
professional
|
competencies
as
|
qualifications.
|
|
qualifications.
|
evidenced
by
|
|
|
|
performance
reviews;
|
|
|
School
leavers -
|
completion
of Learning
|
|
|
progress
to Audit
|
&
Development
|
|
|
Professional
Level A,
|
requirements,
and
|
|
|
Level
3, Pay Point 1
|
contribution
to Audit
|
|
|
subject
to satisfactory
|
Office
objectives.
|
|
|
work
performance as
|
|
|
|
evidenced
by
|
School
leavers -
|
|
|
performance
reviews and
|
progress
to Audit
|
|
|
progress
with their
|
Professional
Level A,
|
|
|
undergraduate
studies.
|
Level
4, Pay Point 1
|
|
|
|
subject
to completion of
|
|
|
|
their
undergraduate
|
|
|
|
studies,
and satisfactory
|
|
|
|
work
performance as
|
|
|
|
evidenced
by
|
|
|
|
performance
reviews.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Progression in Audit Professional Level A, Levels 1 - 4
Performance Audit
Progression
Within Level
|
Audit
Professional Level
|
Audit
Professional Level
|
Audit
Professional Level
|
Audit
Professional Level
|
A,
Level 1
|
A,
Level 2
|
A,
Level 3
|
A,
Level 4
|
|
Graduates
|
Commence
on
|
Commence
|
Not
applicable -
|
commence
on Audit
|
Audit
Professional Level
|
Audit
Professional Level
|
no
Performance Audit
|
Professional
Level A,
|
A,
Level 3, Pay Point 1
|
A,
Level 4, Pay Point 1
|
staff
appointed as school
|
Level
2, Pay Point 1
|
|
|
leavers.
|
|
After
12 months
|
After
12 months
|
|
After
12 months
|
progress
within Audit
|
progress
within Audit
|
|
confirm
or reject
|
Professional
Level A,
|
Professional
Level A,
|
|
permanent
appointment
|
Level
3 Pay Points if
|
Level
4 Pay Points,
|
|
of
Graduates.
|
progression
to Auditor
|
subject
to assessment,
|
|
|
Level
4 is not achieved
|
which
will consider
|
|
Appoint
to
|
|
progress
in performance
|
|
Audit
Professional Level
|
After
this, can
|
reviews
and satisfactory
|
|
A,
Level 2, Pay Point 2 if
|
progress
within the Pay
|
progress
in formal or
|
|
progression
to Auditor
|
Points
range of Audit
|
informal
approved post
|
|
Level
3 is not achieved.
|
Professional
Level A,
|
graduate
studies relevant
|
|
|
Level
3, subject to
|
to
the graduate’s
|
|
|
satisfactory
work
|
professional
discipline;
|
|
|
performance
as
|
achievement
of
|
|
|
evidenced
by
|
competencies
as
|
|
|
performance
reviews and
|
evidenced
by
|
|
|
satisfactory
progress in
|
performance
reviews;
|
|
|
formal
or informal
|
completion
of Learning
|
|
|
approved
post graduate
|
&
Development
|
|
|
studies
relevant to the
|
requirements,
and
|
|
|
graduate’s
professional
|
contribution
to Audit
|
|
|
discipline.
|
Office
objectives
|
|
|
|
|
Progression
to Next Level
|
Audit
Professional Level
|
Audit
Professional
|
Audit
Professional Level
|
Audit
Professional Level
|
A,
Level 1
|
Level
A, Level 2
|
A,
Level 3
|
A,
Level 4
|
|
Graduates
-
|
Graduates
-
|
Progression
|
Not
applicable -
|
progress
to Audit
|
Progress
to Audit
|
from
Audit Professional
|
no
Performance Audit staff
|
Professional
Level A,
|
Professional
Level A,
|
Level
A, Level 4 or other
|
appointed
as school
|
Level
3, Pay Point 1
|
Level
4, Pay Point 1
|
Pay
Points within Level
|
leavers.
|
subject
to satisfactory
|
subject
to assessment,
|
A,
to Audit Professional
|
|
work
performance as
|
which
will consider
|
Level
B will not take
|
|
evidenced
by
|
progress
in formal or
|
place
unless the
|
|
performance
reviews
|
informal
approved post
|
employee
has fully
|
|
and
satisfactory
|
graduate
studies relevant
|
completed
their
|
|
progress
in formal or
|
to
the graduate’s
|
professional
|
|
informal
approved post
|
professional
discipline;
|
qualifications.
|
|
graduate
studies
|
achievement
of
|
|
|
relevant
to the
|
competencies
as
|
|
|
graduate’s
professional
|
evidenced
by
|
|
|
discipline.
|
performance
reviews;
|
|
|
|
completion
of Learning
|
|
|
|
&
Development
|
|
|
|
requirements,
and
|
|
|
|
contribution
to Audit
|
|
|
|
Office
objectives.
|
|
|
|
|
|
|
|
.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Annexure 2
Remuneration Competency Zones, Competency Zone
Guidelines and Definitions and Minimum Remuneration Levels
Remuneration Competency Zones
Title
|
Zone
|
% of Range
|
Expert/Role Model
|
Zone 5
|
86-100
|
Superior Role Performance
|
Zone 4
|
66-85
|
Competent Role Performance
|
Zone 3
|
26-65
|
Developing Skills
|
Zone 2
|
11-25
|
Entry Level
|
Zone 1
|
0-10
|
Minimum Remuneration Levels
Where an
assessed competency level is lower than the minimum guaranteed levels of
remuneration set out below, for Audit Professional Levels B and C, Corporate Professional Levels A and B and
Corporate Administration Levels 1 to 4 the minimum level is payable:
After 1 Year
|
-
|
minimum
percentile 15% of remuneration band
|
After 2 Years
|
-
|
minimum
percentile 25% of remuneration band
|
After 3 Years
|
-
|
minimum
percentile 35% of remuneration band
|
After 4 years
|
-
|
minimum percentile
45% of remuneration band
|
|
|
|
Competency zones, expressed in percentiles of the
remuneration band, will be set at the beginning of each three-year period and will
not be altered during the life of the Award. When a remuneration band is
adjusted, the Competency Zone Percentiles will be applied to the new
remuneration band.
Remuneration Competency Zone Definitions
Zone
|
Title
|
Description
|
5
|
Expert/Role Model
|
Highly capable, consistently outstanding performance,
Highly
|
|
|
experienced. Acts independently. Role model and advisor to peers,
|
|
|
exceptional leadership qualities displayed. Highly
promotable - working
|
|
|
beyond position requirements. Plays a leadership role in
enhancing and
|
|
|
building commitment to the Audit Office values and culture
internally
|
|
|
and externally.
|
|
|
|
4
|
Superior Role
|
Capable in all respects.
Required additional training and qualifications
|
|
Performance
|
completed. Highly developed skills and experience,
critical to the
|
|
|
business. Consistently superior performance. Meets unusual
challenges
|
|
|
and demands. Acts independently. May be ready for
promotion. Role
|
|
|
model and advisor to peers. Provides technical and other
advice to less
|
|
|
experienced peers. Proactive contribution to the
development of Audit
|
|
|
Office values internally and externally.
|
|
|
|
3
|
Competent Role
|
Required competencies possessed and demonstrated. Fully
qualified and
|
|
Performance
|
capable of undertaking the role. Has experience in role.
Capable of
|
|
|
independently performing role responsibilities.
Consistently meets
|
|
|
performance requirements. Well developed technical skills.
Role model
|
|
|
and advisor to peers. Consistent supporter of the Audit
Office values
|
|
|
internally and externally.
|
|
|
|
2
|
Developing Skills
|
Key competencies developed and demonstrated but noticeable
gaps in
|
|
|
competencies. Performance and experience adequate but
capable of
|
|
|
improvement ie there are noticeable performance
limitations. Not yet
|
|
|
independently performing role responsibilities. Capacity
exists for
|
|
|
improvement to better support Audit Office values.
|
1
|
Entry Level
|
Recent appointee. Learning to perform role
responsibilities -
|
|
|
inexperienced or unproven. Meets qualification
requirements only.
|
|
|
Promotion not an option. Independently performing role
responsibilities.
|
|
|
Personal behaviour and communications not yet consistent
with Audit
|
|
|
Office values.
|
Remuneration
Competency Zone Guidelines
Performance is about how an employee actually fulfils expectations
for the role over the year, and relates less to expectations of their ability
to deliver.
Indicators are:
Consistency - is the level of performance consistent
across the role responsibilities, or are there gaps or variations in the level
of performance?
Sustained performance - Is the level of performance
consistent over time (this is a longer term view of performance)?
Achievement of all aspects of the role responsibilities
- how do they deliver against all of the defined role attributes, and are they
actively seeking to improve in areas where delivery is not meeting
expectations?
What differentiates one employee from another, such as
their drive, desire and success in delivering outcomes; this needs to take account
of variations in ability to deliver, which may be experience or development
related.
Capability is essentially the "ability to
do". It is an assessment of how well the employee can handle the needs of
the job.
In determining levels of capability, the following are
considered:
The depth and breadth of capability required to keep
the job on track (time and budget) and delivering quality outcomes.
What the employee is doing to maintain or improve
themselves.
The skills and behaviours of the employee as they
relate to the job itself.
The level of capability that the employee has developed
and attempts to bring to the role, irrespective of whether the role itself
presents opportunities to use the full range of skills and behaviours
Experience isn’t simply the length of time someone has
been doing a job. This can be a factor in determining whether an employee has
had broad enough exposure to a range of responsibilities and activities, but
it’s more the extent the employee has experienced and dealt-with the
complexities of this position. It’s important to consider:
The range of jobs; size, complexity, and scope of
projects and audits; project management of multiple or complex audits; breadth
and depth of jobs managed; range of industry experience and specialised
industry knowledge.
Achievement of role responsibilities and reaching
expected outcomes, anticipating and managing risks, conflicts, competing
demands, impediments, and changes.
Demonstrating the competencies of the role for their
level of expertise, or even showing levels of proficiency beyond the role.
Experience-seeking - do they proactively seek
activities or projects that will help them broaden their experience?
Promotability encompasses indicators of the employee’s
ability to step up to the next level of challenge, in both attitude and
capability. The extent to which they can demonstrate their ability to
"step up" to the next level may depend on the opportunities given to
them by their Supervisors, so it’s important to think about delegation and
development in advance.
In determining promotability, the following are
considered:
The employee’s capability and willingness to take on
more responsibility than they currently have - do they welcome challenges? Can
they adapt to changing situations? Are they prepared to make decisions?
The extent to which the employee is a self starter who
consistently seeks greater challenges.
The extent to which the employee pursues learning and development
activities - are they constantly trying new processes and tools, and taking
ownership of their own development?
Are they accountable for their own ideas and
activities, and confident in their own decision-making?
The extent to which the employee challenges ways of
doing things and develops new approaches
Ability to work independently relates closely to an
employee’s ability to learn and grow, and to take responsibility for his or her
own deliverables. It’s essential that Managers and Supervisors can trust
employees, and not have to check or guide them through the same issues time and
again.
In determining the employee’s level of independence,
the following will be considered:
The level at which an employee needs to be monitored,
guided, and directed - this has to be weighed against their desire to learn and
grow, and needs to reflect whether the guidance is regularly covering the same
ground, and the level of respect shown for the Manager’s priorities.
The extent to which the Manager and employee agree
tasks and deadlines up front, and whether the employee subsequently meets or
manages in a way that keeps the Manager
well-informed.
The extent to which the employee learns new skills or
learns from experience.
Role model and advisor to peers goes beyond aspects of
technical excellence; it encompasses all key aspects of the role, and reflects
more on the employee’s maturity and engagement, to the extent their attitude
and abilities set examples for others.
In determining to what extent an employee acts as a
role model, the following will be considered:
The influence the employee has over peers - for
expertise, situational knowledge, approachability, mentorship (formal or
informal), attitude, etc.
The extent to which peers seek and value specific
advice or more general coaching.
The extent of the employee’s external profile, if
working in a capacity where this is required.
The employee’s profile within the Office.
What would clients say about this employee’s level of professionalism,
service, and work ethic.
Annexure 3
Other Flexible
Work Practices
Flexible work practices available to employees, subject
to approval are:
(a) Working
weekends and public holidays at employee’s request, will be compensated with
time off during the week on an hour for hour basis (not at overtime rates).
(b) Compressed
working week or working fortnight arrangements. Such arrangements would include
35 hours in 4 days (average 8.75 hours per day) or 70 hours in 9 days (average
7.77 hours per day).
(c) Term Working
for specific periods during the year (not restricted to school terms).
Remuneration will be averaged (annualised over the full period) so that the
employee is paid the same amount every fortnight throughout the year.
(d) Deferred
Remuneration. For instance, an employee who works for 4 years and takes the 5th
year off will receive the deferred portion of their first 4 years annual
remuneration in the 5th year.
(e) Working from
home on a temporary or ad hoc basis for a maximum of 12 days per annum.
Permanent or longer term working from home arrangements will be subject to the
Business Unit Leader’s approval and meeting occupational health & safety
requirements.
(f) Job share and
part time work.
(g) Leave without
pay. Such requests will be considered on a case-by-case basis.
(h) Career Break
Scheme for up to 3 years maximum.
Annexure 4
Audit Office Conditions of Employment
The conditions of employment in Annexure 4 have been selected
from the Crown Employees (Public Service Conditions of Employment) Award 2009
as it exists at the date of making this award. The clause titles are the same,
although the clause wording has been adjusted to refer to the Auditor-General,
The Audit Office and employees.
Clause No. Subject Matter
PART 1
Section 1 - Framework
1.1 Work
Environment
1.2 Occupational
Health and Safety
1.3 Equality
in employment
1.4 Harassment-free
Workplace
Section 2 -
Attendance/Hours of Work
2.1 Casual
Employment
2.2 Part-Time
Employment
2.3 Natural
Emergencies and Major Transport Disruptions
2.4 Public
Holidays
2.5 Lactation
Breaks
Section 3 - Travel
Arrangements
3.1 Travelling
Compensation
3.2 Meal
Expenses on One-Day Journeys
3.3 Restrictions
on Payment of Travelling Allowances
3.4 Increase
or Reduction in Payment of Travelling Allowances
3.5 Production
of Receipts
3.6 Travelling
Distance
Section 4 -
Allowances and other matters
4.1 Allowance
Payable for Use of Private Motor Vehicle
4.2 Damage to
Private Motor Vehicle Used for Work
4.3 Overseas
Travel
4.4 Semi-Official
Telephones
4.5 Compensation
for Damage to or Loss of Employees’ Personal Property
4.6 First Aid
Allowance
4.7 Review of
Allowances Payable in Terms of This Award
Section 5 - Union
Consultation, Access and Activities
5.1 Trade
Union Activities Regarded as On Duty
5.2 Trade
Union Activities Regarded as Special Leave
5.3 Trade
Union Training Courses
5.4 Conditions
Applying to On Loan Arrangements
5.5 Period of
Notice for Trade Union Activities
5.6 Access to
Facilities by Trade Union Delegates
5.7 Responsibilities
of the Trade Union Delegate
5.8 Responsibilities
of the Trade Union
5.9 Responsibilities
of Workplace Management
5.10 Right of
Entry Provisions
5.11 Travelling
and Other Costs of Trade Union Delegates
5.12 Industrial
Action
5.13 Consultation
and Technological Change
Section 6 - Leave
6.1 Leave -
General Provisions
6.2 Absence
from Work
6.3 Applying
for Leave
6.4 Extended
Leave
6.5 Family and
Community Service Leave
6.6 Leave
Without Pay
6.7 Military
Leave
6.8 Observance
of Essential Religious or Cultural Obligations
6.9 Parental
Leave
6.10 Purchased
Leave
6.11 Recreation
Leave
6.12 Sick Leave
6.13 Sick Leave
- Requirements for Evidence of Illness
6.14 Sick Leave
to Care for a Family Member
6.15 Sick Leave
- Workers Compensation
6.16 Sick Leave
- Claims Other Than Workers Compensation
6.17 Special
Leave
Section 7 - Training
and Professional Development
7.1 Staff
Development and Training Activities
Section 8 - Shift
Work and Overtime
8.1 Recall to
Duty
8.2 On-Call
(Stand-By) and On-Call Allowance
8.3 Overtime
Meal Breaks
8.4 Overtime
Meal Allowances
8.5 Provision
of Transport in Conjunction with Working of Overtime
Section 9 -
Miscellaneous
9.1 Existing
Entitlements
PART 2
MONETARY RATES
Table 1 -
Allowances
1.1. Work
Environment
1.2 Occupational
Health and Safety - The parties to this award are committed to achieving and
maintaining accident-free and healthy workplaces in the Audit Office by:
1.2.1 the development
of policies and guidelines for the Audit Office on Occupational Health, Safety
and Rehabilitation;
1.2.2 assisting to
achieve the objectives of the Occupational Health and Safety Act 2000
and the Occupational Health and Safety Regulation 2001 by establishing agreed
Occupational Health and Safety consultative arrangements in the Audit Office to
identify and implement safe systems of work, safe work practices, working
environments and appropriate risk management strategies; and to determine the
level of responsibility within the Audit Office to achieve these objectives;
1.2.3 identifying
training strategies for employees, as appropriate, to assist in the
recognition, elimination or control of workplace hazards and the prevention of
work related injury and illness;
1.2.4 developing
strategies to assist the rehabilitation of injured employees;
1.2.5 directly
involving the appropriate Business Unit Leader in the provisions of paragraphs
1.2.1 to 1.2.4 inclusive of this subclause.
1.3 Equality in employment
- The Audit Office is committed to the achievement of equality in employment
and the award has been drafted to reflect this commitment.
1.4 Harassment-free
Workplace - Harassment on the grounds of sex, race, marital status,
physical or mental disability, sexual preference, transgender, age or
responsibilities as a carer is unlawful in terms of the Anti-Discrimination
Act 1977. Management and employees of the Audit Office are required to
refrain from, or being party to, any form of harassment in the workplace.
2.1 Casual Employment
Application - This clause will only apply to those
employees whose conditions of employment are not otherwise included in another
industrial instrument.
2.1.1 Hours of Work
2.1.1.1 A
casual employee is engaged and paid on an hourly basis.
2.1.1.2 A
casual employee will be engaged and paid for a minimum of 3 consecutive hours
for each day worked.
2.1.1.3 A
casual employee shall not work more than 9 consecutive hours per day (exclusive
of meal breaks) without the payment of overtime for such time in excess of 9
hours, except where longer periods are permitted under another award or local
agreement, covering the particular class of work or are required by the usual
work pattern of the position.
2.1.2 Rate of Pay
2.1.2.1 Casual
employee shall be paid the ordinary hourly rate of pay calculated by the
following formula for the hours worked per day:
Annual salary divided by 52.17857 divided by the
ordinary weekly hours of the classification.
2.1.2.2 Casual
employees shall be paid a loading on the appropriate ordinary hourly rate of
pay of:
15% for work performed on Mondays to Fridays
(inclusive)
50% for work performed on Saturdays
75% for work performed on Sundays
150% for work performed on public holidays.
2.1.2.3 Casual
employees shall also receive a 1/12th loading in lieu of annual leave.
2.1.2.4 The
loadings specified in paragraph 2.1.2.2 of this subclause are in recognition of
the casual nature of the employment and compensate the employee for all leave,
other than annual leave and long service leave, and all incidence of
employment, except overtime.
2.1.3 Overtime
2.1.3.1 Casual
employees shall be paid overtime for work performed:
(a) In excess of 9
consecutive hours (excluding meal breaks) except where longer periods are
permitted under another award or local agreement, covering the particular class
of work or are required by the usual work pattern of the position; or
(b) Outside the
bandwidth application to the particular class of work; or
(c) In excess of
the daily roster pattern applicable for the particular class of work; or
(d) In excess of
the standard weekly roster of hours for the particular class of work; or
(e) In accordance
with a local arrangement negotiated under Part A clause 10 of this award.
2.1.3.2 Overtime
rates will be paid in accordance with the rates set in Part A, Clause 10.
2.1.3.3 Overtime
payments for casual employees are based on the ordinary hourly rate plus the
15% loading set out in paragraph 2.1.2.2 of this clause.
2.1.3.4 The
loading in lieu of annual leave as set out in paragraph 2.1.2.3 of this clause
is not included in the hourly rate for the calculation of overtime payments for
casual employees.
2.1.4 Leave
2.1.4.1 Other
than as described under subclauses 2.1.4, 2.1.5 and 2.1.6 of this clause,
casual employees are not entitled to any other paid or unpaid leave.
2.1.4.2 As set
out in paragraph 2.1.2.3 of this clause, casual employees will be paid 1/12th
in lieu of annual leave.
2.1.4.3 Casual
employees will be entitled to Long Service Leave in accordance with the
provisions of the Long Service Leave Act 1955.
2.1.4.4 Casual
employees 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
also apply in addition to those set out in the Industrial Relations Act
1996 (NSW).
(a) The
Auditor-General must not fail to re-engage a regular casual employee (see
section 53(2) of the Act) because:
(i) the employee
or employee's spouse is pregnant; or
(ii) the employee
is or has been immediately absent on parental leave.
The rights of an employer in relation to engagement and
re-engagement of casual employees are not affected, other than in accordance
with this clause.
2.1.5 Personal Carers
entitlement for casual employees
2.1.5.1 Casual
employees are entitled to not be available to attend work, or to leave work if
they need to care for a family member described in paragraph 6.14.4.2 of clause
6.14, Sick Leave to Care for a Family Member of this award who is sick and
requires care and support, or who requires care due to an unexpected emergency,
or the birth of a child. This entitlement is subject to the evidentiary
requirements set out in paragraph 2.1.5.4, and the notice requirements set out
in paragraph 2.1.5.5 of this clause.
2.1.5.2 The
Audit Office and the casual employee shall agree on the period for which the
employee will be entitled to not be available to attend work. In the absence of
agreement, the employee is entitled to not be available to attend work for up
to 48 hours (i.e. two days) per occasion. The casual employee is not entitled
to any payment for the period of non-attendance.
2.1.5.3 The
Auditor-General must not fail to re-engage a casual employee because the
employee accessed the entitlements provided for in this clause. The rights of
an employer to engage or not to engage a casual employee are otherwise not
affected.
2.1.5.4 The
casual employee 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 employee.
In normal circumstances, a casual employee must not
take carer's leave under this subclause where another person had taken leave to
care for the same person.
2.1.5.5 The
casual employee 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 employee will inform the employer within 24 hours of the absence.
2.1.6 Bereavement
entitlements for casual employees
2.1.6.1 Casual
employees 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).
2.1.6.2 The
Audit Office and the casual employee shall agree on the period for which the
employee will be entitled to not be available to attend work. In the absence of
agreement, the employee is entitled to not be available to attend work for up
to 48 hours (i.e. two days) per occasion. The casual employee is not entitled
to any payment for the period of non-attendance.
2.1.6.3 The
Auditor-General must not fail to re-engage a casual employee because the
employee accessed the entitlements provided for in this clause. The rights of
an employer to engage or not engage a casual employee are otherwise not
affected.
2.1.6.4 The
casual employee must, as soon is 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 employee will inform the employer within 24 hours of the absence.
2.1.7 Application of other
clauses of this Award to casual employees
2.1.7.1 The
following clauses of this annexure do not apply to casual employees:
1
|
Natural Emergencies and Major Transport Disruptions
|
2
|
Public Holidays
|
3
|
Semi-Official Telephones
|
4
|
relating to Trade Union activities
|
5
|
Travelling and other costs of Trade Union Delegates
|
6
|
Leave - General Provisions
|
7
|
relating to the various Leave provisions
|
8
|
relating to Recall to Duty, On-Call and Stand-by
Arrangements
|
2.2. Part-Time
Employment
2.2.1 General
2.2.1.1 This
clause shall only apply to part-time employees
2.2.1.2 Part-time
work may be undertaken with the agreement of the relevant business unit leader.
Part-time work may be undertaken in a part-time position or under a part-time
arrangement.
2.2.1.3 A
part-time employee is to work contract hours less than full-time hours.
2.2.1.4 Unless
otherwise specified in the award, part-time employees receive full time
entitlements on a pro rata basis calculated according to the number of hours an
employee works in a part-time position or under a part-time arrangement.
Entitlements to paid leave will accrue on the equivalent hourly basis.
2.2.1.5 Before
commencing part-time work, the Audit Office and the employee must agree upon:
(a) the hours to be
worked by the employee, the days upon which they will be worked, commencing and
ceasing times for the work;
(b) the
classification applying to the work to be performed.
2.2.1.6 The
terms of the agreement must be in writing and may only be varied with the
consent of both parties.
2.2.1.7 Incremental
progression for part-time employees is the same as for full time employees,
that is, part-time employees receive an increment annually.
2.2.2 Additional hours
2.2.2.1 The
Audit Office may request, but not require, a part-time employee to work
additional hours. For the time worked in excess of the employee’s usual hours
and up to the normal full-time hours for the classification, part-time
employees may elect to:
(a) be paid for
additional hours at their hourly rate plus a loading of 4/48ths in lieu of
recreation leave; or
(b) if working
under a Flexible Working Hours scheme under Part A Clause 9 have the time
worked credited as flex time.
2.2.2.2 For time
worked in excess of the full-time hours of the classification, or outside the
bandwidth payment shall be made at the appropriate overtime rate in accordance
with Part A Clause 10.8, Rate of Payment for Overtime of this Annexure.
2.3. Natural Emergencies
and Major Transport Disruptions
2.3.1 An employee
prevented from attending work at a normal work location by a natural emergency
or by a major transport disruption may:
2.3.1.1 apply
to vary the working hours; and/or
2.3.1.2 negotiate an alternative working location
with the Audit Office; and/or
2.3.1.3 take
available family and community service leave and/or flex leave, recreation or
extended leave or leave without pay to cover the period concerned.
2.4. Public Holidays
2.4.1 Unless directed
to attend for duty by the Audit Office, an employee is entitled to be absent
from duty without loss of pay on any day which is:
2.4.1.1 a
public holiday throughout the State; or
2.4.1.2 a
local holiday in that part of the State at or from which the employee performs
duty; or
2.4.1.3 a day
between Boxing Day and New Year's Day determined by the Auditor-General as a
public service holiday.
2.4.2 An employee
required by the Department Head Audit Office to work on a local holiday may be
granted time off in lieu on an hour for hour basis for the time worked on a
local holiday.
2.4.3 If a local
holiday falls during a employee's absence on leave, the employee is not to be
credited with the holiday.
2.5. Lactation Breaks
2.5.1 This clause applies to employees who are
lactating mothers. A lactation break is
provided for breastfeeding, expressing milk or other activity necessary to the
act of breastfeeding or expressing milk and is in addition to any other rest
period and meal break as provided for in this award.
2.5.2 A full time staff member or a part time
employee working more than 4 hours per day is entitled to a maximum of two paid
lactation breaks of up to 30 minutes each per day.
2.5.3 A part time employee working 4 hours or less
on any one day is entitled to only one paid lactation break of up to 30 minutes
on any day so worked.
2.5.4 A flexible approach to lactation breaks can
be taken by mutual agreement between an employee and their manager provided the
total lactation break time entitlement is not exceeded. When giving consideration to any such
requests for flexibility, a manager needs to balance the operational
requirements of the organisation with the lactating needs of the employee.
2.5.5 The Department Head shall provide access to
a suitable, private space with comfortable seating for the purpose of
breastfeeding or expressing milk.
2.5.6 Other suitable facilities, such as
refrigeration and a sink, shall be provided where practicable. Where it is not practicable to provide these
facilities, discussions between the manager and employee will take place to
attempt to identify reasonable alternative arrangements for the employee’s
lactation needs.
2.5.7 Employees experiencing difficulties in
effecting the transition from home-based breastfeeding to the workplace will
have telephone access in paid time to a free breastfeeding consultative
service, such as that provided by the Australian Breastfeeding Association’s
Breastfeeding Helpline Service or the Public Health System.
2.5.8 Employees needing to leave the workplace
during time normally required for duty to seek support or treatment in relation
to breastfeeding and the transition to the workplace may utilise sick leave in
accordance with Annexure 4, clause 6.12, Sick Leave of this award, or access to
the flexible working hours scheme provide in clause 9 flexible practices, where
applicable.
Section
3 - Travel Arrangements
3.1. Travelling
Compensation
3.1.1 Any authorised
official travel and associated expenses, properly and reasonably incurred by an
employee required to perform duty at a location other than their place of
employment shall be met by the Audit Office, subject to Part A, Clause 11.
3.1.2 The Audit Office
shall require employees to obtain an authorisation for all official travel
prior to incurring any travel expense.
3.1.3 Where available
at a particular centre or location, the overnight accommodation to be occupied
by employees who travel on official business shall be the middle of the range
standard, referred to generally as three star or three diamond standard of
accommodation.
3.1.4 Where payment of
a proportionate amount of an allowance applies in terms of this clause, the amount
payable shall be the appropriate proportion of the daily rate. Any fraction of
an hour shall be rounded off to the nearest half-hour.
3.1.5 The Audit Office
will elect whether to pay the accommodation directly or whether an employee
should pay the accommodation and be compensated in accordance with this
clause. Where practicable, employees
shall obtain prior approval when making their own arrangements for overnight
accommodation.
3.1.6 Subject to
subclause 3.1.14 of this clause, an employee who is required by the Audit
Office to work from a temporary work location shall be compensated for
accommodation, meal and incidental expenses properly and reasonably incurred
during the time actually spent away from the employee's residence in order to
perform the work.
3.1.7 If meals are
provided by the Government at the temporary work location, the employee shall
not be entitled to claim the meal allowance.
3.1.8 For the first 35
days, the payment shall be:
3.1.8.1 where
the Audit Office elects to pay the accommodation provider the employee shall
receive:
(a) the appropriate
meal allowance in accordance with Annexure 4, Part 2 Monetary Rates and
(b) incidentals as
set out in Annexure 4, Part 2 Monetary Rates, and
(c) actual meal
expenses properly and reasonably incurred (excluding morning and afternoon
teas) for any residual part day travel.
3.1.8.2 where
the Audit Office elects not to pay the accommodation provider the employees
shall elect to receive either:
(a) the appropriate
rate of allowance specified in Annexure 4, Part 2 Monetary Rates, and actual
meal expenses properly and reasonably incurred (excluding morning and afternoon
teas) for any residual part day travel; OR
(b) in lieu of
subparagraph (a) of this paragraph, payment of the actual expenses properly and
reasonably incurred for the whole trip on official business (excluding morning
and afternoon teas) together with an incidental expenses allowance set out in
Annexure 4, Part 2 Monetary Rates.
3.1.9 Payment of the
appropriate allowance for an absence of less than 24 hours may be made only
where the employee satisfies the Audit Office that, despite the period of
absence being of less than 24 hours duration, expenditure for accommodation and
three meals has been incurred.
3.1.10 Where an employee
is unable to so satisfy the Audit Office, the allowance payable for part days
of travel shall be limited to the expenses incurred during such part day
travel.
3.1.11 After the
first 35 days - If an employee is required by the Audit Office to work in the
same temporary work location for more than 35 days, such employee shall be paid
the appropriate rate of allowance as specified in Annexure 4, Part 2 Monetary
Rates.
3.1.12 Long
term arrangements - As an alternative to the provisions after the first 35 days
set out in subclause 3.1.11 of this clause, the Audit Office may make
alternative arrangements for meeting the additional living expenses, properly
and reasonably incurred by an employee working from a temporary work location.
3.1.13 The
return of an employee to their home at weekends, on rostered days off or during
short periods of leave while working from a temporary work location shall not
constitute a break in the temporary work arrangement.
3.1.14 This
clause does not apply to employees who are on an employee-initiated secondment
in accordance with section 86 of the Act and described in the Commentary and
Guidelines on Staff Mobility (temporary staff transfers - section 86 and temporary assignment - section 88) and
Cross-Agency Employment (section 100) Public Sector Employment and
Management Act 2002.
3.2 Meal Expenses on One-Day Journeys
3.2.1 An employee who
is authorised by the Audit Office to undertake a one-day journey on official
business which does not require the employee to obtain overnight accommodation,
shall be paid the appropriate rate of allowance set out in Annexure 4, Part 2
Monetary Rates for:-
3.2.1.1 Breakfast
when required to commence travel at or before 6.00 a.m. and at least 1 hour
before the prescribed starting time;
3.2.1.2 An
evening meal when required to travel until or beyond 6.30 p.m.; and
3.2.1.3 Lunch
when required to travel a
total distance on the day of at least 100 kilometres and, as a result, is
located at a distance of at least 50 kilometres from the employee’s normal
headquarters at the time of taking the normal lunch break.
3.3 Restrictions on Payment of Travelling
Allowances
3.3.1 An allowance
under Annexure 4, Section 3.1, Travelling Compensation, is not
payable in respect of:
3.3.1.1 Any
period during which the employee returns to their residence at weekends or
public holidays, commencing with the time of arrival at that residence and
ending at the time of departure from the residence;
3.3.1.2 Any
period of leave, except with the approval of the Audit Office or as otherwise
provided by this clause; or
3.3.1.3 Any
other period during which the employee is absent from the employee’s temporary
work location otherwise than on official duty.
3.3.2 An employee who
is in receipt of an allowance under Annexure 4, Section 3.1, Travelling
Compensation shall be entitled to the allowance in the following circumstances:
3.3.2.1 When
granted special leave to return to their residence at a weekend, for the
necessary period of travel for the journey from the temporary work location to
the employee 's residence; and for the return journey from the employee 's
residence to the temporary work location, or
3.3.2.2 When
leaving a temporary work location on ceasing to perform duty at or from a
temporary work location, for the necessary period of travel to return to the
employee 's residence or to take up duty at another temporary work location.
but is not entitled to any other allowance in respect
of the same period.
3.4. Increase Or
Reduction in Payment of Travelling Allowances
3.4.1 Where the Audit
Office is satisfied that a travelling allowance is:
3.4.1.1 Insufficient
to adequately reimburse the employee for expenses properly and reasonably
incurred, a further amount may be paid to reimburse the employee for the
additional expenses incurred; or
3.4.1.2 In
excess of the amount which would adequately reimburse the employee for expenses
properly and reasonably incurred, the allowance may be reduced to an amount
which would reimburse the employee for expenses incurred properly and
reasonably.
3.5. Production of
Receipts
Payment of any actual expenses shall be subject to the
production of receipts, unless the Audit Office is prepared to accept other
evidence from the employee.
3.6. Travelling
Distance
The need to obtain overnight accommodation shall be
determined by the Audit Office having regard to the safety of the employee or
members travelling on official business and local conditions applicable in the
area. Where employee s are required to attend conferences or seminars which
involve evening sessions or employees are required to make an early start at
work in a location away from their normal workplace, overnight accommodation
shall be appropriately granted by the Audit Office.
Section 4 - Allowances and other matters
4.1. Allowance
Payable for Use of Private Motor Vehicle
4.1.1 The Audit Office
may authorise an employee to use a private motor vehicle for work where:
4.1.1.1 Such
use will result in greater efficiency or involve the Audit Office in less
expense than if travel were undertaken by other means; or
4.1.1.2 Where
the employee is unable to use other means of transport due to a disability.
4.1.2 An employee who,
with the approval of the Audit Office, uses a private motor vehicle for work
shall be paid an appropriate rate of allowance specified in Annexure 4, Part 2
Monetary Rates for the use of such private motor vehicle. A deduction from the allowance payable is to
be made for travel as described in subclause 4.1.4.1 of this clause.
4.1.3 Different levels
of allowance are payable for the use of a private motor vehicle for work
depending on the circumstances and the purpose for which the vehicle is used.
4.1.3.1 The
casual rate is payable if an employee elects, with the approval of the Audit
Office, to use their vehicle for occasional travel for work. This is subject to the allowance paid for
the travel not exceeding the cost of travel by public or other available
transport.
4.1.3.2 The
official business rate is payable if an employee is directed, and agrees, to
use the vehicle for official business and there is no other transport available. It is also payable where the employee is
unable to use other transport due to a disability. The official business rate includes a component to compensate an
employee for owning and maintaining the vehicle.
4.1.4 Deduction from
allowance
4.1.4.1 Except
as otherwise specified in this award, an employee shall bear the cost of
ordinary daily travel by private motor vehicle between the employee's residence
and place of employment, as defined in Part A, Clause 11, and for any distance
travelled in a private capacity. A deduction will be made from any motor
vehicle allowance paid, in respect of such travel.
4.1.4.2 Deductions
are not to be applied in respect of days characterised as follows.
(a) When staying
away from home overnight, including the day of return from any itinerary.
(b) When the
employee uses the vehicle on official business and returns it to home prior to
travelling to the place of employment by other means of transport at their own
expense.
(c) When the
employee uses the vehicle for official business after normal working hours.
(d) When the
monthly claim voucher shows official use of the vehicle has occurred on one day
only in any week. Exemption from the deduction under this subparagraph is
exclusive of, and not in addition to, days referred to in subparagraphs (a),
(b) and (c) of this paragraph.
(e) When the
employee buys a weekly or other periodical rail or bus ticket, provided the
Audit Office is satisfied that:
(i) at the time of
purchasing the periodical ticket the employee did not envisage the use of their
private motor vehicle on approved official business;
(ii) the
periodical ticket was in fact purchased; and
(iii) in regard to
train travellers, no allowance is to be paid in respect of distance between the
employee’s home and the railway station or other intermediate transport
stopping place.
4.1.5 The employee
must have in force, in respect of a motor vehicle used for work, in addition to
any policy required to be effected or maintained under the Motor Vehicles
(Third Party Insurance) Act, 1942, a comprehensive motor vehicle insurance
policy to an amount and in a form approved by the Director, Corporate Services.
4.1.6 Expenses such as
tolls etc. shall be refunded to employees where the charge was incurred during
approved work related travel.
4.2. Damage to
Private Motor Vehicle Used for Work
4.2.1 Where a private
vehicle is damaged while being used for work, any normal excess insurance
charges prescribed by the insurer shall be reimbursed by the Audit Office,
provided:
4.2.1.1 The
damage is not due to gross negligence by the employee; and
4.2.1.2 The
charges claimed by the employee are not the charges prescribed by the insurer
as punitive excess charges.
4.2.2 Provided the
damage is not the fault of the employee, the Audit Office shall reimburse to an
employee the costs of repairs to a broken windscreen, if the employee can
demonstrate that:
4.2.2.1 The
damage was sustained on approved work activities; and
4.2.2.2 The
costs cannot be met under the insurance policy due to excess clauses.
4.3. Overseas Travel
Unless Auditor-General determines that an employee
shall be paid travelling rates especially determined for the occasion, an employee
required by the Audit Office to travel overseas on official business shall be
paid the appropriate overseas travelling allowance rates as specified in the
relevant Department of Premier and Cabinet Circular as issued from time to
time.
4.4. Semi-Official
Telephones
4.4.1 Reimbursement of
expenses associated with a private telephone service installed at the residence
of an employee shall be made as specified in this clause if the employee is
required to be contacted or is required to contact others in connection with
the duties of his/her position in the Audit Office, as and when required.
4.4.2 The service must
be located in the employee‘s principal place of residence and its telephone
number communicated to all persons entitled to have out of hours contact with
the employee.
4.4.3 The
semi-official telephone allowance applies to employees who are required, as
part of their duties to:
4.4.3.1 Give
decisions, supply information or provide emergency services; and/or
4.4.3.2 Be
available for reasons of safety or security for contact by the public outside
of normal office hours.
4.4.4 Unless better
provisions already apply to an employee or an employee has been provided with
an official telephone, reimbursement of expenses under this clause shall be
limited to the following:
4.4.4.1 The
connection fee for a telephone service, if the service is not already available
at the employee's principal place of residence;
4.4.4.2 The
full annual base rental charged for the telephone service regardless of whether
any official calls have been made during the period; and
4.4.4.3 The
full cost of official local, STD and ISD calls.
4.4.5 To be eligible
for reimbursement, staff must submit their telephone account and a statement
showing details of all official calls, including:
4.4.5.1 Date,
time, length of call and estimated cost;
4.4.5.2 Name
and phone number of the person to whom call was made; and
4.4.5.3 Reason
for the call.
4.5. Compensation for
Damage to Or Loss of Employee’s Personal Property
4.5.1 Where damage to
or loss of the employee's personal property occurs in the course of employment,
a claim may be lodged under the Workers Compensation Act 1987 and/or under any
insurance policy of the Audit Office covering the damage to or loss of the personal
property of the employee.
4.5.2 If a claim under
subclause 4.5.1 of this clause is rejected by the insurer, the Auditor-General may compensate an employee
for the damage to or loss of personal property, if such damage or loss:
4.5.2.1 Is due
to the negligence of the Audit Office, another employee, or both, in the
performance of their duties; or
4.5.2.2 Is
caused by a defect in an employee 's material or equipment; or
4.5.2.3 Results
from a employee’s protection of or attempt to protect Audit Office property
from loss or damage.
4.5.3 Compensation in
terms of subclause 4.5.2 of this clause shall be limited to the amount
necessary to repair the damaged item. Where the item cannot be repaired or is
lost, the Auditor-General may pay the cost of a replacement item, provided the
item is identical to or only marginally different from the damaged or lost item
and the claim is supported by satisfactory evidence as to the price of the
replacement item.
4.5.4 For the purpose
of this clause, personal property means an employee's clothes, spectacles,
hearing-aid, tools of trade or similar items which are ordinarily required for
the performance of the employee’s duties.
4.5.5 Compensation for
the damage sustained shall be made by the Audit Office where, in the course of
work, clothing or items such as spectacles, hearing aids, etc, are damaged or
destroyed by natural disasters or by theft or vandalism.
4.6. First Aid
Allowance
4.6.1 An employee
appointed as a First Aid Officer shall be paid a first aid allowance at the
rate appropriate to the qualifications held by such employee as specified in
the relevant Department of Premier and Cabinet Circular as issued from time to
time.
4.6.2 The First Aid
Allowance - Basic Qualifications rate will apply to an employee appointed as a
First Aid Officer who holds a St John’s Ambulance Certificate or equivalent
qualifications (such as the Civil Defence or the Red Cross Society’s First Aid
Certificates) issued within the previous three years.
4.6.3 The Holders of
current Occupational First Aid Certificate Allowance rate will apply to an
employee appointed as a First Aid Officer who:
4.6.3.1 is
appointed to be in charge of a First-Aid room in a workplace of 200 or more
employee s (100 for construction sites); and
4.6.3.2 holds
an Occupational First-Aid Certificate issued within the previous three years.
4.6.4 The First Aid
Allowance shall not be paid during leave of one week or more.
4.6.5 When the First
Aid Officer is absent on leave for one week or more and another qualified
employee is selected to relieve in the First Aid Officer's position, such
employee shall be paid a pro rata first aid allowance for assuming the duties
of a First Aid Officer.
4.6.6 First Aid
Officers may be permitted to attend training and retraining courses conducted
during normal hours of duty. The cost of training employee s who do not already
possess qualifications and who need to be trained to meet Audit Office needs,
and the cost of retraining First Aid Officers, are to be met by the Audit Office.
4.7. Review of
Allowances Payable in Terms of This Award
4.7.1 Adjustment of
Allowances - Allowances contained in this award shall be reviewed as follows:
4.7.1.1 Allowances
listed in this paragraph will be determined at a level consistent with the
reasonable allowances amounts for the appropriate income year as published by
the Australian Taxation Office (ATO):
(a) Annexure 4,
Clause 3.1, Travelling Compensation;
(b) Annexure 4,
Clause 3.2, Meal Expenses on One Day Journeys;
(c) Annexure 4,Clause
8.4, Overtime Meal Allowances, for breakfast, lunch and dinner.
4.7.1.2 Allowances
listed in this paragraph will be determined and become effective from 1 July
each year at a level consistent with the reasonable allowances amounts as
published at or before that time by the Australian Taxation Office (ATO):
(a) Annexure 4,
Clause 4.1, Allowances Payable for the Use of Private Motor Vehicles;
4.7.1.3 Allowances
payable in terms of clauses listed in this paragraph shall be adjusted on 1
July each year in line with the increases in the Consumer Price Index for
Sydney during the preceding year (March quarter figures):
(i) Annexure 4,
Clause 8.4, Overtime Meal Allowances, for supper.
4.7.1.4 Allowances
payable in terms of clauses listed in this paragraph shall continue to be
subject to a percentage increase under an Award, Agreement or Determination and
shall be adjusted on and from the date or pay period the percentage increase
takes effect:
(a) Annexure 4,
Clause 4.6, First Aid Allowance;
(b) Annexure 4,
Clause 8.2, On-Call (Stand-by) and On-Call Allowance.
Section
5 - Union Consultation, Access and Activities
5.1. Trade Union
Activities Regarded as on Duty
5.1.1 An Association
delegate will be released from the performance of normal Audit Office duty when
required to undertake any of the activities specified below. While undertaking
such activities the Association delegate will be regarded as being on duty and
will not be required to apply for leave:
5.1.1.1 Attendance
at meetings of the workplace's Occupational Health and Safety Committee and
participation in all official activities relating to the functions and
responsibilities of elected Occupational Health and Safety Committee members at
a place of work as provided for in the Occupational Health and Safety Act 2000
and the Occupational Health and Safety Regulation 2001.
5.1.1.2 Attendance
at meetings with workplace management or workplace management representatives;
5.1.1.3 A
reasonable period of preparation time, before-
(a) meetings with
management;
(b) disciplinary or
grievance meetings when an Association member requires the presence of an
Association delegate; and
(c) any other
meeting with management,
by agreement with management, where operational
requirements allow the taking of such time;
5.1.1.4 Giving
evidence in court on behalf of the employer;
5.1.1.5 Presenting
information on the Association and Association activities at induction sessions
for new staff of the Audit Office; and
5.1.1.6 Distributing
official Association publications or other authorised material at the
workplace, provided that a minimum of 24 hours notice is given to workplace
management, unless otherwise agreed between the parties. Distribution time is
to be kept to a minimum and is to be undertaken at a time convenient to the
workplace.
5.2. Trade Union
Activities Regarded as Special Leave
5.2.1 The granting of
special leave with pay will apply to the following activities undertaken by an
Association delegate, as specified below:
5.2.1.1 Annual
or biennial conferences of the Association;
5.2.1.2 Meetings
of the Association’s Executive, Committee of Management or Councils;
5.2.1.3 Annual
conference of the Unions NSW and the biennial Congress of the Australian
Council of Trade Unions;
5.2.1.4 Attendance
at meetings called by the Unions NSW involving the Association which requires
attendance of a delegate;
5.2.1.5 Attendance
at meetings called by the Auditor-General, as the employer for industrial
purposes, as and when required;
5.2.1.6 Giving
evidence before an Industrial Tribunal as a witness for the Association;
5.2.1.7 Reasonable
travelling time to and from conferences or meetings to which the provisions of
Annexure 4, Clauses 5.1, 5.2 and 5.3 apply.
5.3. Trade Union
Training Courses
5.3.1 The following
training courses will attract the grant of special leave as specified below:-
5.3.1.1 Accredited
Occupational Health and Safety (OH&S) courses and any other accredited
OH&S training for OH&S Committee members. The provider(s) of accredited
OH&S training courses and the conditions on which special leave for such
courses will be granted, shall be negotiated between the Audit Office and the Association.
5.3.1.2 Courses
organised and conducted by the Trade Union Education Foundation or by the
Association or a training provider nominated by the Association. A maximum of
12 working days in any period of 2 years applies to this training and is
subject to:
(a) The operating
requirements of the workplace permitting the grant of leave and the absence not
requiring employment of relief staff;
(b) Payment being
at the base rate, i.e. excluding extraneous payments such as shift
allowances/penalty rates, overtime, etc;
(c) All travelling
and associated expenses being met by the employee or the Association;
(d) Attendance
being confirmed in writing by the Association or a nominated training provider.
5.4. Conditions
Applying to on Loan Arrangements
5.4.1 Subject to the
operational requirements of the workplace, on loan arrangements will apply to
the following activities:
5.4.1.1 Meetings
interstate or in NSW of a Federal nature to which an Association member has
been nominated or elected by the Association:-
(a) As an Executive
Member; or
(b) A member of a
Federal Council; or
(c) Vocational or
industry committee.
5.4.1.2 Briefing
counsel on behalf of the Association;
5.4.1.3 Assisting
Association officials with preparation of cases or any other activity outside
their normal workplace at which the delegate is required to represent the
interests of the Association;
5.4.1.4 Country
tours undertaken by a member of the executive or Council of the Association;
5.4.1.5 Taking
up of full time duties with the Association if elected to the office of
President, General Secretary or to another full time position with the
Association.
5.4.1.6 Financial
Arrangements - The following financial arrangements apply to the occasions when
an employee is placed "on loan" to the Association:-
(a) The Audit
Office will continue to pay the delegate or an authorised Association
representative whose services are on loan to the Association;
(b) The Audit
Office will seek reimbursement from the Association at regular intervals of all
salary and associated on costs, including superannuation, as specified by the
NSW Treasury from time to time.
(c) Agreement with
the Association on the financial arrangements must be reached before the on
loan arrangement commences and must be documented in a manner negotiated
between the Audit Office and the Association.
5.4.1.7 Recognition
of "on loan" arrangement as service --- On loan arrangements
negotiated in terms of this clause are to be regarded as service for the
accrual of all leave.
5.4.1.8 Limitation
- On loan arrangements may apply to full-time or part-time staff and are to be
kept to the minimum time required. Where the Association needs to extend an on
loan arrangement, the Association shall approach the Audit Office in writing
for an extension of time well in advance of the expiration of the current
period of on loan arrangement.
5.4.1.9 Where
the Audit Office and the Association cannot agree on the on loan arrangement,
the matter is to be referred to the DPE for determination after consultation
with the Auditor-General and the Association.
5.5. Period of Notice
for Trade Union Activities
The Audit Office must be notified in writing by the
Association or, where appropriate, by the accredited delegate as soon as the
date and/or time of the meeting, conference or other accredited activity is
known.
5.6. Access to
Facilities By Trade Union Delegates
5.6.1 The workplace
shall provide accredited delegates with reasonable access to the following
facilities for authorised Association activities:
5.6.1.1 Telephone,
facsimile and, where available, E-mail facilities;
5.6.1.2 A
notice board for material authorised by the Association or access to staff notice
boards for material authorised by the Association;
5.6.1.3 Workplace
conference or meeting facilities, where available, for meetings with member(s),
as negotiated between local management and the Association.
5.7. Responsibilities
of the Trade Union Delegate
5.7.1 Responsibilities
of the Association delegate are to:
5.7.1.1 Establish
accreditation as a delegate with the Association and provide proof of
accreditation to the workplace;
5.7.1.2 Participate
in the workplace consultative processes, as appropriate;
5.7.1.3 Follow
the dispute settling procedure applicable in the workplace;
5.7.1.4 Provide
sufficient notice to the immediate supervisor of any proposed absence on
authorised Association business;
5.7.1.5 Account
for all time spent on authorised Association business;
5.7.1.6 When
special leave is required, to apply for special leave in advance;
5.7.1.7 Distribute
Association literature/membership forms, under arrangements negotiated between
the Audit Office and the Association; and
5.7.1.8 Use
any facilities provided by the workplace properly and reasonably as negotiated
at organisational level.
5.8. Responsibilities
of the Trade Union
5.8.1 Responsibilities
of the Association are to:
5.8.1.1 Provide
written advice to the Audit Office about an Association activity to be
undertaken by an accredited delegate and, if requested, to provide written
confirmation to the workplace management of the delegate's
attendance/participation in the activity;
5.8.1.2 Meet
all travelling, accommodation and any other costs incurred by the accredited
delegate, except as provided in paragraph 5.9.1.3 of Annexure 2, Clause 5.9,
Responsibilities of Workplace Management of this award;
5.8.1.3 Pay
promptly any monies owing to the workplace under a negotiated on loan
arrangement;
5.8.1.4 Provide
proof of identity when visiting a workplace in an official capacity, if
requested to do so by management;
5.8.1.5 Apply
to the Audit Office well in advance of any proposed extension to the "on
loan" arrangement;
5.8.1.6 Assist
the workplace management in ensuring that time taken by the Association
delegate is accounted for and any facilities provided by the employer are used
reasonably and properly; and
5.8.1.7 Advise
the Audit Office of any leave taken by the Association delegate during the on
loan arrangement.
5.9. Responsibilities
of Workplace Management
5.9.1 Where time is
required for Association activities in accordance with this clause the
responsibilities of the workplace management are to:
5.9.1.1 Release
the accredited delegate from duty for the duration of the Association activity,
as appropriate, and, where necessary, to allow for sufficient travelling time
during the ordinary working hours;
5.9.1.2 Advise
the workplace delegate of the date of the next induction session for new
employees in sufficient time to enable the Association to arrange
representation at the session;
5.9.1.3 Meet
the travel and/or accommodation costs properly and reasonably incurred in
respect of meetings called by the workplace management;
5.9.1.4 Where
possible, to provide relief in the position occupied by the delegate in the
workplace, while the delegate is undertaking Association responsibilities to
assist with the business of workplace management;
5.9.1.5 Re-credit
any other leave applied for on the day to which special leave or release from
duty subsequently applies;
5.9.1.6 Where
an Association activity provided under this clause needs to be undertaken during
an approved period of flexi leave, to apply the provisions of paragraph 5.9.1.5
of this clause;
5.9.1.7 To
continue to pay salary during an "on loan" arrangement negotiated
with the Association and to obtain reimbursement of salary and on-costs from
the Association at regular intervals, or as otherwise agreed between the
parties if long term arrangements apply;
5.9.1.8 To
verify with the Association the time spent by an Association delegate or
delegates on Association business, if required; and
5.9.1.9 If the
time and/or the facilities allowed for Association activities are thought to be
used unreasonably and/or improperly, to consult with the Association before
taking any remedial action.
5.10. Right of Entry
Provisions
The right of entry provisions shall be as prescribed
under the Occupational Health and Safety Act 2000 and the Industrial
Relations Act 1996.
5.11. Travelling and
Other Costs of Trade Union Delegates
5.11.1 Except as
specified in paragraph 5.9.1.3 of Annexure 4, Clause 5.9, Responsibilities of
Workplace Management of this award, all travel and other costs incurred by
accredited Association delegates in the course of Association activities will
be paid by the Association.
5.11.2 In respect of
meetings called by the workplace management in terms of paragraph 5.9.1.3 of
clause 5.9, Responsibilities of Workplace Management of this award, the payment
of travel and/or accommodation costs, properly and reasonably incurred, is to
be made, as appropriate, on the same conditions as apply under clauses 3.1,
Travelling Compensation, 3.2, Meal Expenses on One-Day Journeys, or 3.3,
Restrictions on Payment of Travelling Allowances of this Annexure.
5.11.3 No overtime,
leave in lieu, shift penalties or any other additional costs will be claimable
by an employee from the Audit Office, in respect of Association activities
covered by special leave or on duty activities provided for in this clause.
5.11.4 The on loan
arrangements shall apply strictly as negotiated and no extra claims in respect
of the period of on loan shall be made on the Audit Office by the Association
or the employee.
5.12. Industrial
Action
5.12.1 Provisions of the
Industrial Relations Act 1996 shall apply to the right of Association
members to take lawful industrial action (Note the obligations of the parties
under Part A, Clause 14, Industrial Dispute Settlement Procedure).
5.12.2 There will be no
victimisation of employees prior to, during or following such industrial
action.
5.13. Consultation
and Technological Change
5.13.1 There shall be
effective means of consultation, as set out in the Consultative Arrangements
Policy and Guidelines document, on matters of mutual interest and concern, both
formal and informal, between management and Association.
5.13.2 The Audit Office
shall consult with the Association prior to the introduction of any
technological change.
Section
6 - Leave
6.1. Leave - General
Provisions
6.1.1 The leave
provisions contained in this Award apply to all employees.
6.1.2 Unless otherwise
specified, part-time employees will receive the paid leave provisions of this
award on a pro rata basis, calculated according to the number of hours worked
per week.
6.1.3 Where paid and
unpaid leave is available to be granted in terms of this award, paid leave shall
be taken before unpaid leave.
6.2. Absence from
Work
6.2.1 An employee must not be absent from work unless reasonable cause
is shown.
6.2.2 If an employee
is to be absent from duty because of illness or other emergency, the employee
shall notify or arrange for another person to notify the supervisor as soon as
possible of the employee 's absence and the reason for the absence.
6.2.3 If a
satisfactory explanation for the absence, is not provided, the employee will be
regarded as absent from duty without authorised leave and the Audit Office
shall deduct from the pay of the employee the amount equivalent to the period
of the absence.
6.2.4 The minimum
period of leave available to be granted shall be a quarter day, unless local
arrangements negotiated in the workplace allow for a lesser period to be taken.
6.2.5 Nothing in this
clause affects any proceedings for a breach of discipline against an
employee who is absent from duty
without authorised leave.
6.3. Applying for
Leave
6.3.1 An application
by an employee for leave under this award shall be made to and dealt with by
the Audit Office
6.3.2 The Audit Office
shall deal with the application for leave according to the wishes of the
employee , if the operational requirements of the Audit Office permit this to
be done.
6.4. Extended Leave
Extended leave shall accrue and shall be granted to
employees in accordance with the provisions of Schedule 3 of the Public
Sector Employment and Management Act
2002.
6.5. Family and
Community Service Leave
6.5.1 The Audit Office shall grant to an employee some, or all of their
accrued family and community service leave on full pay, for reasons relating to
unplanned and emergency family responsibilities or other emergencies as
described in subclause 6.5.2 of this clause.
The Audit Office may also grant leave for the purposes in subclause
6.5.3 of this clause. Non-emergency
appointments or duties shall be scheduled or performed outside of normal
working hours or through approved use of flexible working arrangements or other
appropriate leave.
6.5.2 Such unplanned
and emergency situations may include, but not be limited to, the following:-
6.5.2.1 Compassionate
grounds - such as the death or illness of a close member of the family or a
member of the employee's household;
6.5.2.2 Emergency
accommodation matters up to one day, such as attendance at court as defendant
in an eviction action, arranging accommodation, or when required to remove
furniture and effects;
6.5.2.3 Emergency
or weather conditions; such as when flood, fire, snow or disruption to utility
services etc, threatens an employee’s property and/or prevents an employee from
reporting for duty;
6.5.2.4 Attending
to unplanned or unforeseen family responsibilities, such as attending child's
school for an emergency reason or emergency cancellations by child care
providers;
6.5.2.5 Attendance
at court by an employee to answer a charge for a criminal offence, only if the
Audit Office considers the granting of family and community service leave to be
appropriate in a particular case.
6.5.3 Family and
community service leave may also be granted for:
6.5.3.1 An
absence during normal working hours to attend meetings, conferences or to perform
other duties, for employees holding office in Local Government, and whose
duties necessitate absence during normal working hours for these purposes,
provided that the employee does not hold a position of Mayor of a Municipal
Council, President of a Shire Council or Chairperson of a County Council; and
6.5.3.2 Attendance
as a competitor in major amateur sport (other than Olympic or Commonwealth
Games) for employees who are selected to represent Australia or the State.
6.5.4 The definition
of "family" or "relative" in this clause is the same as
that provided in paragraph 6.14.4.2 of Annexure 4, Clause 6.14, Sick Leave to
Care for a Family Member of this Annexure.
6.5.5 Family and
community service leave shall accrue as follows:
6.5.5.1 two
and a half days in the employee’s first year of service;
6.5.5.2 two
and a half days in the employee’s second year of service; and
6.5.5.3 one
day per year thereafter.
6.5.6 If available
family and community service leave is exhausted as a result of natural disasters,
the Audit Office shall consider applications for additional family and
community service leave, if some other emergency arises.
6.5.7 If available
family and community service leave is exhausted, on the death of a family
member or relative, additional paid family and community service leave of up to
2 days may be granted on a discrete, per occasion basis to an employee.
6.5.8 In cases of
illness of a family member for whose care and support the employee is
responsible, paid sick leave in accordance with Annexure 4, Clause 6.14, Sick
Leave to Care for a Sick Family Member of this award shall be granted when paid
family and community service leave has been exhausted or is unavailable.
6.5.9 The Audit Office
may also grant employees other forms of leave such as accrued recreation leave,
time off in lieu, flex leave and so on for family and community service leave
purposes.
6.6. Leave Without
Pay
6.6.1 The Audit Office
may grant leave without pay to an employee if good and sufficient reason is
shown.
6.6.2 Leave without
pay may be granted on a full-time or a part-time basis.
6.6.3 Where an
employee is granted leave without pay for a period not exceeding 10 consecutive
working days, the employee shall be paid for any proclaimed public holidays
falling during such leave without pay.
6.6.4 Where an
employee is granted leave without pay which, when aggregated, does not exceed 5
working days in a period of twelve (12) months, such leave shall count as
service for incremental progression and accrual of recreation leave.
6.6.5 An employee who
has been granted leave without pay shall not engage in employment of any kind
during the period of leave without pay, unless prior approval has been obtained
from the Auditor-General.
6.6.6 With the
exception of leave without pay related to study leave, which may only be
granted subject to conditions stated in the Audit Office Undergraduate Support
Policy, an employee shall not be
required to exhaust accrued paid leave before proceeding on leave without pay
but, if the employee elects to combine all or part of accrued paid leave with
leave without pay, the paid leave shall be taken before leave without pay.
6.6.7 No paid leave
shall be granted during a period of leave without pay.
6.6.8 A permanent
appointment may be made to the employee’s position if:
6.6.8.1 the
leave without pay has continued or is likely to continue beyond the original
period of approval and is for a total period of more than 12 months; and
6.6.8.2 the
employee is advised of the Audit Office’s proposal to permanently backfill
their position; and
6.6.8.3 the
employee is given a reasonable opportunity to end the leave without pay and
return to their position; and
6.6.8.4 the
Audit Office advised the employee at the time of the subsequent approval that
the position will be filled on a permanent basis during the period of leave
without pay.
6.6.9 The position
cannot be filled permanently unless the above criteria are satisfied.
6.6.10 The
employee does not cease to be employed by the Audit Office if their position is
permanently backfilled.
6.6.11 Subclause
6.6.8 of this clause does not apply to full-time unpaid parental leave granted
in accordance with subparagraph 6.9.9.1(a) of Annexure4, Clause 6.9, Parental
Leave or to military leave.
6.7. Military Leave
6.7.1 During the
period of 12 months commencing on 1 July each year, the Audit Office may grant
to an employee who is a volunteer part-time member of the Defence Forces,
military leave on full pay to undertake compulsory annual training and to
attend schools, classes or courses of instruction or compulsory parades
conducted by the employee’s unit.
6.7.2 In accordance
with the Defence Reserve Service (Protection) Act 2001 (Cth), it is unlawful to
prevent an employee from rendering or volunteering to render, ordinary Defence
Reserve Service.
6.7.3 Up to 24 working
days military leave per financial year may be granted by the Audit Office to members of the Naval and
Military Reserves and up to 28 working days per financial year to members of
the Air Force Reserve for the activities specified in subclause 6.7.1 of this
clause.
6.7.4 The Audit Office
may grant an employee special leave of up to 1 day to attend medical
examinations and tests required for acceptance as volunteer part time members
of the Australian Defence Forces.
6.7.5 An employee who
is requested by the Australian Defence Forces to provide additional military
services requiring leave in excess of the entitlement specified in subclause
6.7.3 of this clause may be granted Military Leave Top up Pay by the
Auditor-General.
6.7.6 Military Leave
Top up Pay is calculated as the difference between an employee’s ordinary pay
as if they had been at work, and the Reservist’s pay which they receive from
the Commonwealth Department of Defence.
6.7.7 During a period
of Military Leave Top up Pay, an employee will continue to accrue sick leave,
recreation and extended leave entitlements, and Departments are to continue to
make superannuation contributions at the normal rate.
6.7.8 At the
expiration of military leave in accordance with subclause 6.7.2 or 6.7.4 of
this clause, the employee shall furnish to the Audit Office a certificate of
attendance and details of the employees reservist pay signed by the commanding
officer or other responsible officer.
6.8. Observance of
Essential Religious Or Cultural Obligations
6.8.1 An employee of:
6.8.1.1 Any
religious faith who seeks leave for the purpose of observing essential
religious obligations of that faith; or
6.8.1.2 Any
ethnic or cultural background who seeks leave for the purpose of observing any
essential cultural obligations, may be granted recreation/extended leave to
credit, flex leave or leave without pay to do so.
6.8.2 Provided
adequate notice as to the need for leave is given by the employee to the Audit Office and it is operationally
convenient to release the employee from duty, the Audit Office must grant the leave applied for by the employee in
terms of this clause.
6.8.3 An employee of
any religious faith who seeks time off during daily working hours to attend to
essential religious obligations of that faith, shall be granted such time off
by the Audit Office, subject to:
6.8.3.1 Adequate
notice being given by the employee;
6.8.3.2 Prior
approval being obtained by the employee; and
6.8.3.3 The
time off being made up in the manner approved by the Audit Office.
6.8.4 Notwithstanding the
provisions of subclauses 6.8.1, 6.8.2 and 6.8.3 of this clause, arrangements
may be negotiated between the Audit Office and the Association to provide
greater flexibility for employees for the observance of essential religious or
cultural obligations.
6.9. Parental Leave
6.9.1 Parental leave
includes maternity, adoption and "other parent" leave.
6.9.2 Maternity leave
shall apply to an employee who is pregnant and, subject to this clause the
employee shall be entitled to be granted maternity leave as follows:
6.9.2.1 For a
period up to 9 weeks prior to the expected date of birth; and
6.9.2.2 For a
further period of up to 12 months after the actual date of birth.
6.9.2.3 An
employee who has been granted maternity leave and whose child is stillborn may
elect to take available sick leave instead of maternity leave.
6.9.3 Adoption leave
shall apply to a employee adopting a child and who will be the primary care
giver, the employee shall be granted adoption leave as follows:
6.9.3.1 For a
period of up to 12 months if the child has not commenced school at the date of
the taking of custody; or
6.9.3.2 For
such period, not exceeding 12 months on a full-time basis, as the
Auditor-General may determine, if the child has commenced school at the date of
the taking of custody.
6.9.3.3 Special
Adoption Leave - An employee shall be entitled to special adoption leave
(without pay) for up to 2 days to attend interviews or examinations for the
purposes of adoption. Special adoption leave may be taken as a charge against
recreation leave, extended leave, flexitime or family and community service
leave.
6.9.4 Where maternity
or adoption leave does not apply, "other parent" leave is available to
male and female employees who apply for leave to look after his/her child or
children. Other parent leave applies as follows:
6.9.4.1 Short
other parent leave - an unbroken period of up to 8 weeks at the time of the
birth of the child or other termination of the spouse's or partner's pregnancy
or, in the case of adoption, from the date of taking custody of the child or
children;
6.9.4.2 Extended
other parent leave - for a period not exceeding 12 months, less any short other
parental leave already taken by the employee as provided for in paragraph
6.9.4.1 of this subclause. Extended other parental leave may commence at any
time up to 2 years from the date of birth of the child or the taking of custody
of the child.
6.9.5 An employee
taking maternity or adoption leave is entitled to payment at the ordinary rate
of pay for a period of up to 14 weeks, an employee entitled to short other
parent leave is entitled to payment at the ordinary rate of pay for a period of
up to 1 week, provided the employee:
6.9.5.1 Applied
for parental leave within the time and in the manner determined set out in
subclause 6.9.10 of this clause; and
6.9.5.2 Prior
to the commencement of parental leave, completed not less than 40 weeks'
continuous service.
6.9.5.3 Payment
for the maternity, adoption or short other parent leave may be made as follows:
(a) in advance as a
lump sum; or
(b) fortnightly as
normal; or
(c) fortnightly at
half pay; or
(d) a combination
of full‑pay and half pay.
6.9.6 Payment for
parental leave is at the rate applicable when the leave is taken. An Employee
holding a full time position who is on part time leave without pay when they
start parental leave is paid:
6.9.6.1 at the
full time rate if they began part time leave 40 weeks or less before starting
parental leave;
6.9.6.2 at the
part time rate if they began part time leave more than 40 weeks before starting
parental leave and have not changed their part time work arrangements for the
40 weeks;
6.9.6.3 at the
rate based on the average number of weekly hours worked during the 40 week
period if they have been on part time leave for more than 40 weeks but have
changed their part time work arrangements during that period.
6.9.7 An employee who
commences a subsequent period of maternity or adoption leave for another child
within 24 months of commencing an initial period of maternity or adoption leave
will be paid:
6.9.7.1 at the
rate (full time or part time) they were paid before commencing the initial
leave if they have not returned to work; or
6.9.7.2 at a
rate based on the hours worked before the initial leave was taken, where the
employee has returned to work and reduced their hours during the 24 month
period; or
6.9.7.3 at a
rate based on the hours worked prior to the subsequent period of leave where
the employee has not reduced their
hours.
6.9.8 Except as
provided in subclauses 6.9.5, 6.9.6 and 6.9.7 of this clause parental leave
shall be granted without pay.
6.9.9 Right to request
6.9.9.1 An
employee who has been granted parental leave in accordance with subclause
6.9.2, 6.9.3 or 6.9.4 of this clause may make a request to the Auditor-General
to:
(a) extend the
period of unpaid parental leave for a further continuous period of leave not
exceeding 12 months; or
(b) return from a
period of full time parental leave on a part time basis until the child reaches
school age (Note: returning to work from parental leave on a part time basis
includes the option of returning to work on part time leave without pay);
to assist the employee in reconciling work and parental
responsibilities.
6.9.9.2 The
Auditor-General shall consider the request having regard to the employee’s
circumstances and, provided the request is genuinely based on the employee’s
parental responsibilities, may only refuse the request on reasonable grounds
related to the effect on the workplace or the Audit Office’s business. Such grounds might include cost, lack of
adequate replacement staff, loss of efficiency and the impact on customer
service.
6.9.10 Notification
Requirements
6.9.10.1 When
the Audit Office is made aware that an employee or their spouse is pregnant or
is adopting a child, the Audit Office must inform the employee of their
entitlements and their obligations under the award.
6.9.10.2 An
employee who wishes to take parental leave must notify the Audit Office in
writing at least 8 weeks (or as soon as practicable) before the expected
commencement of parental leave:
(a) that she/he
intends to take parental leave, and
(b) the expected
date of birth or the expected date of placement, and
(c) if she/he is
likely to make a request under subclause 6.9.9 of this clause.
6.9.10.3 At
least 4 weeks before an employee's expected date of commencing parental leave
they must advise:
(a) the date on
which the parental leave is intended to start, and
(b) the period of
leave to be taken.
6.9.10.4 Employee’s
request and the Audit Office’s decision to be in writing
The employee’s request under paragraph 6.9.9.1 and the
Audit Office’s decision made under paragraph 6.9.9.2 of this clause, must be
recorded in writing.
6.9.10.5 An
employee intending to request to return from parental leave on a part time
basis or seek an additional period of leave of up to 12 months must notify the Audit Office in writing as
soon as practicable and preferably before beginning parental leave. If the
notification is not given before commencing such leave, it may be given at any
time up to 4 weeks before the proposed return on a part time basis, or later if
the Audit Office agrees.
6.9.10.6 An
employee on maternity leave is to notify the Audit Office of the date on which
she gave birth as soon as she can conveniently do so.
6.9.10.7 An
employee must notify the Audit Office as soon as practicable of any change in
her intentions as a result of premature delivery or miscarriage.
6.9.10.8 An
employee on maternity or adoption leave may change the period of leave or
arrangement, once without the consent of the Audit Office and any number of
times with the consent of the Audit Office. In each case she/he must give the
Audit Office at least 14 days notice of the change unless the Audit Office
decides otherwise.
6.9.11 An employee has
the right to her/his former position if she/he has taken approved leave or part
time work in accordance with subclause 6.9.9 of this clause, and she/he resumes
duty immediately after the approved leave or work on a part time basis.
6.9.12 If the position
occupied by the employee immediately prior to the taking of parental leave has ceased
to exist, but there are other positions available that the employee is qualified for and is capable of
performing, the employee shall be appointed to a position of the same grade and
classification as the employee’s former position.
6.9.13 An employee does
not have a right to her/his former position during a period of return to work
on a part time basis. If the Audit Office approves a return to work on a part
time basis then the position occupied is to be at the same classification and
grade as the former position.
6.9.14 An employee who
has returned to full time duty without exhausting their entitlement to 12
months unpaid parental leave is entitled to revert back to such leave. This may
be done once only, and a minimum of 4 weeks notice (or less if acceptable to
the Audit Office) must be given.
6.9.15 An employee who
is sick during her pregnancy may take available paid sick leave or accrued
recreation or extended leave or sick leave without pay. An employee may apply
for accrued recreation leave, extended leave or leave without pay before taking
maternity leave. Any leave taken before maternity leave, ceases at the end of
the working day immediately preceding the day she starts her nominated period
of maternity leave or on the working day immediately preceding the date of
birth of the child, whichever is sooner.
6.9.16 An employee may
elect to take available recreation leave or extended leave within the period of
parental leave provided this does not extend the total period of such leave.
6.9.17 An employee may
elect to take available recreation leave at half pay in conjunction with
parental leave provided that:
6.9.17.1 accrued
recreation leave at the date leave commences is exhausted within the period of
parental leave
6.9.17.2 the
total period of parental leave, is not extended by the taking of recreation
leave at half pay
6.9.17.3 When
calculating other leave accruing during the period of recreation leave at half
pay, the recreation leave at half pay shall be converted to the full time equivalent
and treated as full pay leave for accrual of further recreation, extended and
other leave at the full time rate.
6.9.18 If,
for any reason, a pregnant employee is having difficulty in performing her
normal duties or there is a risk to her health or to that of her unborn child
the Audit Office, should, in consultation with the employee, take all
reasonable measures to arrange for safer alternative duties. This may include,
but is not limited to greater flexibility in when and where duties are carried out,
a temporary change in duties, retraining, multi-skilling, teleworking and job
redesign.
6.9.19 If
such adjustments cannot reasonably be made, the Audit Office must grant the
employee maternity leave, or any available sick leave, for as long as it is necessary
to avoid exposure to that risk as certified by a medical practitioner, or until
the child is born whichever is the earlier.
6.9.20 Communication
during parental leave
6.9.20.1 Where a
employee is on parental leave and a definite decision has been made to
introduce significant change at the workplace, the Audit Office shall take
reasonable steps to:
(a) make
information available in relation to any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave; and
(b) provide an
opportunity for the employee to discuss any significant effect the change will
have on the status or responsibility level of the position the employee held before
commencing parental leave.
6.9.20.2 The
employee shall take reasonable steps to inform the Audit Office about any
significant matter that will affect the employee’s decision regarding the
duration of parental leave to be taken, whether the employee intends to return
to work and whether the employee intends to request to return to work on a part
time basis.
6.9.20.3 The
employee shall also notify the Audit Office of changes of address or other
contact details which might affect the Audit Office’s capacity to comply with
paragraph 6.9.20.1 of this subclause.
6.10. Purchased Leave
6.10.1 An employee may
apply to enter into an agreement with the Audit Office to purchase either 10
days (2 weeks) or 20 days (4 weeks) additional leave in a 12 month period.
6.10.1.1 Each
application will be considered subject to operational requirements and personal
needs and will take into account Audit Office business needs and work demands.
6.10.1.2 The
leave must be taken in the 12 month period specified in the Purchased Leave
Agreement and will not attract any leave loading.
6.10.1.3 The
leave will count as service for all purposes.
6.10.2 The purchased
leave will be funded through the reduction in the employee’s ordinary rate of
pay.
6.10.2.1 Purchased
leave rate of pay means the rate of pay an employee receives when their
ordinary salary rate has been reduced to cover the cost of purchased
leave.
6.10.2.2 To
calculate the purchased leave rate of pay, the employee’s ordinary salary rate
will be reduced by the number of weeks
of purchased leave and then annualised at a pro rata rate over the 12 month period.
6.10.3 Purchased leave
is subject to the following provisions:
6.10.3.1 The
purchased leave cannot be accrued and will be refunded where it has not been
taken in the 12 month period.
6.10.3.2 Other
leave taken during the 12 month purchased leave agreement period i.e. sick
leave, recreation leave, extended leave or leave in lieu will be paid at the
purchased leave rate of pay.
6.10.3.3 Sick leave
cannot be taken during a period of purchased leave.
6.10.3.4 The
purchased leave rate of pay will be the salary for all purposes including
superannuation
6.10.3.5 Overtime
and salary related allowances not paid during periods of recreation leave will
be calculated using the employee’s hourly rate based on the ordinary rate of
pay.
6.10.3.6 Higher
Duties Allowance will not be paid when a period of purchased leave is taken.
6.11. Recreation
Leave
6.11.1 Accrual
6.11.1.1 Except
where stated otherwise in this award, paid recreation leave for full time
employees and recreation leave for employees working part time, accrues at the
rate of 20 working days per year. Employees working part time shall accrue paid
recreation leave on a pro rata basis, which will be determined on the average
weekly hours worked per leave year.
6.11.1.2 Recreation
leave accrues from day to day.
6.11.2 Limits on
Accumulation and Direction to Take Leave
6.11.2.1 At
least two (2) consecutive weeks of recreation leave shall be taken by an
employee every 12 months, except by agreement with the Audit Office in special
circumstances.
6.11.2.2 Where
the operational requirements permit, the application for leave shall be dealt
with by the Audit Office according to the wishes of the employee.
6.11.2.3 The
Audit Office shall notify the employee in writing when accrued recreation leave
reaches 6 weeks or its hourly equivalent and at the same time may direct an
employee to take at least 2 weeks recreation leave within 3 months of the
notification at a time convenient to the Audit Office.
6.11.2.4 The
Audit Office shall notify the employee in writing when accrued recreation leave
reaches 8 weeks or its hourly equivalent and direct the employee to take at
least 2 weeks recreation leave within 6 weeks of the notification. Such leave
is to be taken at a time convenient to the Audit Office.
6.11.2.5 An
employee must take their recreation leave to reduce all balances below 8 weeks
or its hourly equivalent, and the Audit Office must cooperate in this
process. The Department may direct an
employee with more than 8 weeks to take their recreation leave
6.11.3 Conservation of
Leave - If the Audit Office is satisfied that an employee is prevented by operational
or personal reasons from taking sufficient recreation leave to reduce the
accrued leave below an acceptable level of between 4 and 6 weeks or its hourly
equivalent, the Audit Office shall:-
6.11.3.1 Specify
in writing the period of time during which the excess shall be conserved; and
6.11.3.2 On the
expiration of the period during which conservation of leave applies, grant
sufficient leave to the employee at a mutually convenient time to enable the
accrued leave to be reduced to an acceptable level below the 8 week limit.
6.11.3.3 The
Audit Office will inform an employee in writing on a regular basis of the
employee’s recreation leave accrual.
6.11.4 Miscellaneous
6.11.4.1 Unless
a local arrangement has been negotiated between the Auditor-General and the
Association, Recreation leave is not to be granted for a period less than a
quarter-day or in other than multiples of a quarter day.
6.11.4.2 Recreation
leave for which an employee is eligible on cessation of employment is to be
calculated to a quarter day (fractions less than a quarter being rounded up).
6.11.4.3 Recreation
leave does not accrue to an employee in respect of any period of absence from
duty without leave or without pay, except as specified in paragraph 6.11.4.4 of
this subclause.
6.11.4.4 Recreation
leave accrues during any period of leave without pay granted on account of
incapacity for which compensation has been authorised to be paid under the Workers
Compensation Act 1987; or any period of sick leave without pay or any other
approved leave without pay, not exceeding 5 full time working days, or their
part time equivalent, in any period of 12 months.
6.11.4.5 The
proportionate deduction to be made in respect of the accrual of recreation
leave on account of any period of absence referred to in paragraph 6.11.4.4 of
this subclause shall be calculated to an exact quarter-day (fractions less than
a quarter being rounded down).
6.11.4.6 Recreation
leave accrues at half its normal accrual rate during periods of extended leave
on half pay or recreation leave taken on half pay.
6.11.4.7 Recreation
leave may be taken on half pay in conjunction with and subject to the
provisions applying to adoption, maternity or parental leave - see Annexure
4,Clause 6.9, Parental Leave.
6.11.4.8 On
cessation of employment, an employee is entitled to be paid, the money value of
accrued recreation leave which remains untaken.
6.11.4.9 An
employee to whom paragraph 6.11.4.8 of this subclause applies may elect to take
all or part of accrued recreation leave which remains untaken at cessation of
active duty as leave or as a lump sum payment; or as a combination of leave and
lump sum payment.
6.11.5 Death - Where an
employee dies, the monetary value of recreation leave accrued and remaining untaken
as at the date of death, shall be paid to the employee's nominated beneficiary.
6.11.6 Where no
beneficiary has been nominated, the monetary value of recreation leave is to be
paid as follows:-
6.11.6.1 To the
widow or widower of the employee; or
6.11.6.2 If
there is no widow or widower, to the children of the employee or, if there is a
guardian of any children entitled under this subclause, to that guardian for
the children's maintenance, education and advancement; or
6.11.6.3 If
there is no such widow, widower or children, to the person who, in the opinion
of the Audit Office was, at the time of the employee's death, a dependent
relative of the employee; or
6.11.6.4 If
there is no person entitled under paragraphs 6.11.6.1, 6.11.6.2 or 6.11.6.3 of
this subclause to receive the money value of any leave not taken or not
completed by an employee or which would have accrued to the employee, the
payment shall be made to the personal representative of the employee.
6.11.7 Recreation leave
does not accrue during leave without pay other than
6.11.7.1 military
leave taken without pay when paid military leave entitlements are exhausted;
6.11.7.2 absences
due to natural emergencies or major transport disruptions, when all other paid
leave is exhausted;
6.11.7.3 any
continuous period of sick leave taken without pay when paid sick leave is
exhausted;
6.11.7.4 incapacity
for which compensation has been authorised under the Workplace Injury
Management and Workers Compensation Act 1998; or
6.11.7.5 periods
which when aggregated, do not exceed 5 working days in any period of 12 months.
6.12. Sick Leave
6.12.1 Illness in this
clause and in clauses 6.13 and 6.14 of this award means physical or
psychological illness or injury, medical treatment and the period of recovery
or rehabilitation from an illness or injury.
6.12.2 Payment for sick
leave is subject to the employee:
6.12.2.1 Informing
their manager as soon as reasonably practicable that they are unable to perform
duty because of illness. This must be
done as close to the employee’s starting time as possible; and
6.12.2.2 Providing
evidence of illness as soon as practicable if required by clause 6.13, Sick
Leave - Requirements for Evidence of Illness of this award.
6.12.3 If the Audit Office
is satisfied that an employee is unable to perform duty because of the
employee's illness or the illness of his/her family member, the Audit Office:
6.12.3.1 Shall
grant to the employee sick leave on full pay; and
6.12.3.2 May
grant to the employee, sick leave without pay if the absence of the employee
exceeds the entitlement of the employee under this award to sick leave on full
pay.
6.12.4 The Audit Office
may direct an employee to take sick leave if they are satisfied that, due to
the employee’s illness, the employee:
6.12.4.1 is
unable to carry out their duties without distress; or
6.12.4.2 risks
further impairment of their health by reporting for duty; or
6.12.4.3 is a
risk to the health, wellbeing or safety of other employees, Audit Office clients
or members of the public.
6.12.5 The Audit Office
may direct an employee to participate in a return to work program if the
employee has been absent on a long period of sick leave.
6.12.6 Entitlements. An employee appointed after 13 November 2008
commenced accruing sick leave in accordance with this clause immediately. Existing employees at 13 November 2008
commenced accruing sick leave in accordance with this clause from 1 January
2009 onwards.
6.12.6.1 At the
commencement of employment with the Public Service, a full-time employee is
granted an accrual of 5 days sick leave.
6.12.6.2 After
the first four months of employment, the employee shall accrue sick leave at
the rate of 10 working days per year for the balance of the first year of
service.
6.12.6.3 After
the first year of service, the employee shall accrue sick leave day to day at
the rate of 15 working days per year of service.
6.12.6.4 All
continuous service as an employee in the NSW public service shall be taken into
account for the purpose of calculating sick leave due. Where the service in the
NSW public service is not continuous, previous periods of public service shall
be taken into account for the purpose of calculating sick leave due if the
previous sick leave records are available.
6.12.6.5 Notwithstanding
the provisions of paragraph 6.12.6.4 of this subclause, sick leave accrued and
not taken in the service of a public sector employer may be accessed in terms
of the Public Sector Staff Mobility Policy.
6.12.6.6 Sick
leave without pay shall count as service for the accrual of recreation leave
and paid sick leave. In all other
respects sick leave without pay shall be treated in the same manner as leave
without pay.
6.12.6.7 When
determining the amount of sick leave accrued, sick leave granted on less than
full pay, shall be converted to its full pay equivalent.
6.12.6.8 Paid
sick leave shall not be granted during a period of unpaid leave.
6.12.7 Payment during
the initial 3 months of service - Paid sick leave which may be granted to an
employee, other than a seasonal or relief employee, in the first 3 months of
service shall be limited to 5 days paid sick leave, unless the Audit Office
approves otherwise. Paid sick leave in excess of 5 days granted in the first 3
months of service shall be supported by a satisfactory medical certificate.
6.12.8 Seasonal or
relief employees - No paid sick leave shall be granted to temporary employees
who are employed as seasonal or relief employees for a period of less than 3 months.
6.13. Sick Leave -
Requirements for Evidence of Illness
6.13.1 An employee
absent from duty for more than 2 consecutive working days because of illness
must furnish evidence of illness to the Audit Office in respect of the absence.
6.13.2 In addition to
the requirements under Annexure 4, Clause 6.12.2, Sick Leave, an employee may
absent themselves for a total of 5 working days per annum due to illness
without the provision of evidence of illness to the Audit Office. Employees who absent themselves in excess of
5 working days in a year may be required to furnish evidence of illness to the
Audit Office for each occasion absent for the balance of the calendar year.
6.13.3 As a general
practice backdated medical certificates will not be accepted. However if an employee provides evidence of
illness that only covers the latter part of the absence, they can be granted
sick leave for the whole period if the Audit Office is satisfied that the
reason for the absence is genuine.
6.13.4 If an employee is
required to provide evidence of illness for an absence of 2 consecutive working
days or less, the Audit Office will advise them in advance.
6.13.5 If the Audit
Office is concerned about the diagnosis described in the evidence of illness
produced by the employee, after discussion with the employee, the evidence
provided and the employee's application for leave can be referred to a
Workcover approved assessor for advice, in accordance with C2009-21
Transitional Arrangements Following Dissolution of HealthQuest.
6.13.5.1 The
type of leave granted to the employee will be determined by the Audit Office
based on the Workcover approved assessor’s advice.
6.13.5.2 If sick
leave is not granted, the Audit Office will, as far as practicable, take into account
the wishes of the employee when determining the type of leave granted.
6.13.6 The granting of
paid sick leave shall be subject to the employee providing evidence which
indicates the nature of illness or injury and the estimated duration of the absence. If an employee is concerned about disclosing
the nature of the illness to their manager they may elect to have the
application for sick leave dealt with confidentially by an alternate manager or
the human resources section of the Audit Office.
6.13.7 The reference in
this clause to evidence of illness shall apply, as appropriate:
6.13.7.1 up to
one week may be provided by a registered dentist, optometrist, chiropractor,
osteopath, physiotherapist, oral and maxillo facial surgeon or, at the Audit Office’s
discretion, another registered health services provider, or
6.13.7.2 where
the absence exceeds one week, and unless the health provider listed in
paragraph 6.13.7.1 of this subclause is also a registered medical practitioner,
applications for any further sick leave must be supported by evidence of
illness from a registered medical practitioner, or
6.13.7.3 at the
Audit Office’s discretion, other forms of evidence that satisfy that an
employee had a genuine illness.
6.13.8 If an employee
who is absent on recreation leave or extended leave, furnishes to the Audit
Office satisfactory evidence of illness in respect of an illness which occurred
during the leave, the Audit Office may, subject to the provisions of this
clause, grant sick leave to the employee as follows:
6.13.8.1 In
respect of recreation leave, the period set out in the evidence of illness;
6.13.8.2 In
respect of extended leave, the period set out in the evidence of illness if
such period is 5 working days or more.
6.13.9 Subclause 6.13.8
of this clause applies to all employees other than those on leave prior to
resignation or termination of services, unless the resignation or termination
of services amounts to a retirement.
6.14. Sick Leave to
Care for a Family Member
6.14.1 Where family and
community service leave provided for in Annexure 4, Clause 6.5, is exhausted or
unavailable, an employee with responsibilities in relation to a category of
person set out in subclause 6.14.4 of this clause who needs the employee's care
and support, may elect to use available paid sick leave, subject to the
conditions specified in this clause, to provide such care and support when a
family member is ill.
6.14.2 The sick leave
shall initially be taken from the sick leave accumulated over the previous 3
years. In special circumstances, the Audit Office may grant additional sick
leave from the sick leave accumulated during the employee’s eligible service.
6.14.3 If required by
the Audit Office to establish the illness of the person concerned, the employee
must provide evidence consistent with Annexure 4, Clause 6.13.6, Sick Leave -
Requirements for Evidence of Illness of this award.
6.14.4 The entitlement
to use sick leave in accordance with this clause is subject to:-
6.14.4.1 The employee
being responsible for the care and support of the person concerned; and
6.14.4.2 The person concerned being:-
(a) a spouse of the
employee; or
(b) a de facto
spouse being a person of the opposite sex to the employee who lives with the
employee as her husband or his wife on a bona fide domestic basis although not
legally married to that employee; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an
ex-nuptial child), parent (including a foster parent or legal guardian),
grandparent, grandchild or sibling of the employee or of the spouse or de facto
spouse of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or a relative of the employee who is a member of
the same household, where for the purposes of this definition:-
"relative" means a person related by blood,
marriage, affinity or Aboriginal kinship structures;
"affinity" means a relationship that one
spouse or partner has to the relatives of the other; and
"household" means a family group living in
the same domestic dwelling.
6.15. Sick Leave -
Workers Compensation
6.15.1 The Audit Office
shall advise each employee of the rights under the Workers Compensation Act
1987, as amended from time to time, and shall give such assistance and advice,
as necessary, in the lodging of any claim.
6.15.2 An employee who
is or becomes unable to attend for duty or to continue on duty in circumstances
which may give the employee a right to claim compensation under the Workers
Compensation Act 1987 shall be required to lodge a claim for any such
compensation.
6.15.3 Where, due to the
illness or injury, the employee is unable to lodge such a claim in person, the
Audit Office shall assist the employee or the representative of the employee,
as required, to lodge a claim for any such compensation.
6.15.4 The Audit Office
will ensure that, once received by the Audit Office, an employee’s workers compensation
claim is lodged with the workers compensation insurer within the statutory
period prescribed in the Workers Compensation Act 1987.
6.15.5 Pending the
determination of that claim and on production of an acceptable medical
certificate, the Audit Office shall grant sick leave on full pay for which the
employee is eligible followed, if necessary, by sick leave without pay or, at
the employee's election by accrued recreation leave or extended leave.
6.15.6 If liability for
the workers compensation claim is accepted, then an equivalent period of any
sick leave taken by the employee pending acceptance of the claim shall be
restored to the credit of the employee.
6.15.7 An employee who
continues to receive compensation after the completion of the period of 26
weeks referred to in section 36 of the Workers Compensation Act 1987 may
use any accrued and untaken sick leave to make up the difference between the
amount of compensation payable under that Act and the employee's ordinary rate of
pay. Sick leave utilised in this way shall be debited against the employee.
6.15.8 If an employee
notifies the Audit Office that he or she does not intend to make a claim for
any such compensation, the Audit Office shall consider the reasons for the employee's
decision and shall determine whether, in the circumstances, it is appropriate
to grant sick leave in respect of any such absence.
6.15.9 An employee may
be required to submit to a medical examination under the Workers Compensation
Act 1987 in relation to a claim for compensation under that Act. If an employee
refuses to submit to a medical examination without an acceptable reason, the
employee shall not be granted available sick leave on full pay until the
examination has occurred and a medical certificate is issued indicating that
the employee is not fit to resume employment.
6.15.10 If the
Audit Office provides the employee with employment which meets the terms and
conditions specified in the medical certificate issued under the Workers
Compensation Act 1987 and the Workplace Injury Management and Workers
Compensation Act 1998 and, without good reason, the employee fails, to
resume or perform such duties, the employee shall be ineligible for all
payments in accordance with this clause from the date of the refusal or
failure.
6.15.11 No
further sick leave shall be granted on full pay if there is a commutation of
weekly payments of compensation by the payment of a lump sum pursuant to
section 51 of the Workers Compensation Act 1987.
6.15.12 Nothing
in this clause prevents an employee from appealing a decision or taking action
under other legislation made in respect of:-
6.15.12.1 The
employee's claim for workers compensation;
6.15.12.2 The
conduct of a medical examination by a Government or other Medical Officer;
6.15.12.3 A
medical certificate issued by the examining Government or other Medical
Officer; or
6.15.12.4 Action
taken by the Audit Office either under the Workers Compensation Act 1987 or any
other relevant legislation in relation to a claim for workers compensation,
medical examination or medical certificate.
6.16. Sick Leave -
Claims Other Than Workers Compensation
6.16.1 If the
circumstances of any injury to or illness of an employee give rise to a claim
for damages or to compensation, other than compensation under the Workers
Compensation Act 1987, sick leave on full pay may, subject to and in accordance
with this clause, be granted to the employee on completion of an acceptable
undertaking that:-
6.16.1.1 Any
such claim, if made, will include a claim for the value of any period of paid
sick leave granted by the Audit Office to the employee; and
6.16.1.2 In the
event that the employee receives or recovers damages or compensation pursuant
to that claim for loss of salary or wages during any such period of sick leave,
the employee will repay to the Audit Office the monetary value of any such
period of sick leave.
6.16.2 Sick leave on
full pay shall not be granted to an employee who refuses or fails to complete
an undertaking, except in cases where the Audit Office is satisfied that the
refusal or failure is unavoidable.
6.16.3 On repayment to
the Audit Office of the monetary value of sick leave granted to the employee,
sick leave equivalent to that repayment and calculated at the employee’s
ordinary rate of pay, shall be restored to the credit of the employee.
6.17. Special Leave
6.17.1 Special Leave -
Jury Service
6.17.1.1 An
employee shall, as soon as possible, notify the Audit Office of the details of
any jury summons served on the employee.
6.17.1.2 An
employee who, during any period when required to be on duty, attends a court in
answer to a jury summons shall, upon return to duty after discharge from jury
service, furnish to the Audit Office a certificate of attendance issued by the
Sheriff or by the Registrar of the court giving particulars of attendances by
the employee during any such period and the details of any payment or payments
made to the employee under section 72 of the Jury Act 1977 in respect of
any such period.
6.17.1.3 When a
certificate of attendance on jury service is received in respect of any period
during which an employee was required to be on duty, the Audit Office shall grant, in respect of any
such period for which the employee has been paid out-of-pocket expenses only,
special leave on full pay. In any other case, the Audit Office shall grant, at
the sole election of the employee, available recreation leave on full pay, flex
leave or leave without pay.
6.17.2 Witness at Court
- Official Capacity - When an employee is subpoenaed or called as a witness in
an official capacity, the employee shall be regarded as being on duty. Salary
and any expenses properly and reasonably incurred by the employee in connection
with the employee’s appearance at court as a witness in an official capacity
shall be paid by the Audit Office.
6.17.3 Witness at Court
- Other than in Official Capacity -Crown Witness - An employee who is
subpoenaed or called as a witness by the Crown (whether in right of the Commonwealth
or in right of any State or Territory of the Commonwealth) shall:
6.17.3.1 Be
granted, for the whole of the period necessary to attend as such a witness,
special leave on full pay; and
6.17.3.2 Pay
into the Treasury of the State of New South Wales all money paid to the
employee under or in respect of any such subpoena or call other than any such
money so paid in respect of reimbursement of necessary expenses properly
incurred in answer to that subpoena or call.
6.17.3.3 Association
Witness - an employee called by the Association to give evidence before an
Industrial Tribunal or in another jurisdiction shall be granted special leave
by the Audit Office for the required period.
6.17.4 Called as a
witness in a private capacity - An employee who is subpoenaed or called as a
witness in a private capacity shall, for the whole of the period necessary to
attend as such a witness, be granted at the employee's election, available
recreation leave on full pay or leave without pay.
6.17.5 Special Leave -
Examinations -
6.17.5.1 Special
leave on full pay up to a maximum of 5 days in any one year shall be granted to
employees for the purpose of attending at any examination approved by the Audit
Office.
6.17.5.2 Special
leave granted to attend examinations shall include leave for any necessary
travel to or from the place at which the examination is held.
6.17.5.3 If an
examination for a course of study is held during term or semester within the
normal class timetable and study time has been granted to the employee, no
further leave is granted for any examination.
6.17.6 Special Leave -
Union Activities - Special leave on full pay may be granted to employees who
are accredited Association delegates to undertake Association activities as
provided for in clause 54, Trade Union Activities Regarded as Special Leave of
this award.
6.17.7 An employee who
identifies as an Indigenous Australian shall be granted up to one day special
leave per year to enable the employee to participate in the National Aborigines
and Islander Day of Commemoration Celebrations. Leave can be taken at any time
during NAIDOC week, or in the weeks leading up to and after NAIDOC week as
negotiated between the supervisor and employee.
6.17.8 Special Leave -
Other Purposes - Special leave on full pay may be granted to employees by the
Audit Office for such other purposes, subject to the conditions specified in
the NSW Government Personnel Handbook at the time the leave is taken.
Section
7 - Training and Professional Development
7.1. Staff
Development and Training Activities
7.1.1 For the purpose
of this clause, the following shall be regarded as staff development and
training activities:
7.1.1.1 All
staff development courses conducted by a NSW Public Sector organisation;
7.1.1.2 Short
educational and training courses conducted by generally recognised public or
private educational bodies; and
7.1.1.3 Conferences,
conventions, seminars, or similar activities conducted by professional, learned
or other generally recognised societies, including Federal or State Government
bodies.
7.1.2 For the purposes
of this clause, the following shall not be regarded as staff development and
training activities:-
7.1.2.1 Activities
for which study assistance is appropriate;
7.1.2.2 Activities
to which other provisions of this award apply (e.g. courses conducted by the
Association); and
7.1.2.3 Activities
which are of no specific relevance to the NSW Public Sector.
7.1.3 Attendance of an
employee at activities considered by the Audit Office to be:
7.1.3.1 Essential
for the efficient operation of the Audit office; or
7.1.3.2 Developmental
and of benefit to the NSW public sector.
shall be regarded as on duty for the purpose of payment
of salary if an employee attends such an activity during normal working hours.
7.1.4 The following
provisions shall apply, as appropriate, to the activities considered to be
essential for the efficient operation of the Audit Office:
7.1.4.1 Recognition
that the employees are performing normal duties during the course;
7.1.4.2 Adjustment
for the hours so worked under flexible working hours;
7.1.4.3 Payment
of course fees;
7.1.4.4 Payment
of all actual necessary expenses or payment of allowances in accordance with
this award, provided that the expenses involved do not form part of the course
and have not been included in the course fees; and
7.1.4.5 Payment
of overtime where the activity could not be conducted during the employee's normal
hours and the Audit Office is satisfied that the approval to attend constitutes
a direction to work overtime under Part A, Clause 10.
7.1.5 The following
provisions shall apply, as appropriate, to the activities considered to be
developmental and of benefit to the Audit Office:
7.1.5.1 Recognition
of the employee as being on duty during normal working hours whilst attending
the activity;
7.1.5.2 Payment
of course fees;
7.1.5.3 Reimbursement
of any actual necessary expenses incurred by the employee for travel costs,
meals and accommodation, provided that the expenses have not been paid as part
of the course fee; and
7.1.5.4 Such
other conditions as may be considered appropriate by the Audit Office given the
circumstances of attending at the activity, such as compensatory leave for
excess travel or payment of travelling expenses.
7.1.6 Where the
training activities are considered to be principally of benefit to the employee
and of indirect benefit to the Audit Office, special leave of up to 10 days per
year shall be granted to an employee. If additional leave is required and the
Audit Office is able to release the employee, such leave shall be granted as a
charge against available flex leave, recreation/extended leave or as leave
without pay.
7.1.7 Higher Duties
Allowance - Payment of a higher duties allowance is to continue where the
employee attends a training or developmental activity whilst on duty in
accordance with this clause.
Section
8 - Shift work and Overtime
8.1. Recall to Duty
8.1.1 An employee
recalled to work overtime after leaving the Audit Office premises shall be paid
for a minimum of three (3) hours work at the appropriate overtime rates.
8.1.2 The employee
shall not be required to work the full three (3) hours if the job can be
completed within a shorter period.
8.1.3 When an employee
returns to the place of work on a number of occasions in the same day and the
first or subsequent minimum pay period overlap into the next call out period,
payment shall be calculated from the commencement of the first recall until
either the end of duty or three (3) hours from the commencement of the last
recall, whichever is the greater. Such time shall be calculated as one
continuous period.
8.1.4 When an employee
returns to the place of work on a second or subsequent occasion and a period of
three (3) hours has elapsed since the employee was last recalled, overtime
shall only be paid for the actual time worked in the first and subsequent
periods with the minimum payment provision only being applied to the last
recall on the day.
8.1.5 A recall to duty
commences when the employee starts work and terminates when the work is
completed. A recall to duty does not include time spent travelling to and from the
place at which work is to be undertaken.
8.1.6 An employee
recalled to duty within three (3) hours of the commencement of usual hours of
duty shall be paid at the appropriate overtime rate from the time of recall to
the time of commencement of such normal work.
8.1.7 This clause
shall not apply in cases where it is customary for an employee to return to the
Audit Office’s premises to perform a specific job outside the employee’s
ordinary hours of duty, or where overtime is continuous with the completion or
commencement of ordinary hours of duty. Overtime worked in these circumstances
shall not attract the minimum payment of three (3) hours unless the actual time
worked is three (3) or more hours.
8.2. On-Call
(Stand-By) and on-Call Allowance
8.2.1 Unless already
eligible for an on-call allowance under another industrial instrument, an
employee shall be:
8.2.1.1 Entitled
to be paid the on call allowance set out in Annexure 4, Part 2 Monetary Rates
when directed by the Audit Office to be on call or on standby for a possible
recall to duty outside the employee's working hours;
8.2.1.2 If an
employee who is on call and is called out by the Audit Office, the overtime
provisions as set out Part A, Clause 10, shall apply to the time worked;
8.2.1.3 Where work
problems are resolved without travel to the place of work whether on a weekday,
weekend or public holiday, work performed shall be compensated at ordinary time
for the time actually worked, calculated to the next 15 minutes.
8.3. Overtime Meal
Breaks
8.3.1 Employee working
flexible hours - An employee required to work overtime on weekdays beyond 7
p.m. and until or beyond eight and a half hours after commencing duty plus the
time taken for lunch, shall be allowed 30 minutes for a meal and thereafter, 30
minutes for a meal after every five hours of overtime worked.
8.3.2 Employees
Generally - An employee required to work overtime on a Saturday, Sunday or
Public Holiday, shall be allowed 30 minutes for a meal after every five hours
of overtime worked. An employee who is unable to take a meal break and who
works for more than five hours shall be given a meal break at the earliest
opportunity.
8.4. Overtime Meal
Allowances
8.4.1 If an adequate
meal is not provided by the Audit Office, a meal allowance shall be paid by the
Department at the appropriate rate specified in the relevant Department of
Premier and Cabinet Circular on Allowances as specified from time to time,
provided the Audit Office is satisfied that:
8.4.1.1 the
time worked is directed overtime;
8.4.1.2 the
employee properly and reasonably incurred expenditure in obtaining the meal in
respect of which the allowance is sought;
8.4.1.3 where
the employee was able to cease duty for at least 30 minutes before or during the
working of overtime to take the meal, the employee did so; and
8.4.1.4 overtime
is not being paid in respect of the time taken for a meal break.
8.4.2 Where an
allowance payable under this clause is insufficient to reimburse the employee
the cost of a meal, properly and reasonably incurred, the Audit Office shall
approve payment of actual expenses.
8.4.3 Where a meal was
not purchased, payment of a meal allowance shall not be made.
8.4.4 Receipts shall
be provided to the Audit Office or his/her delegate in support of any claims
for additional expenses or when the employee is required to substantiate the
claim.
8.4.5 Notwithstanding
the above provisions, nothing in this clause shall prevent the Audit Office and
the Association from negotiating different meal provisions.
8.5. Provision of
Transport in Conjunction With Working of Overtime
8.5.1 For the purpose
of this clause, departure or arrival after 8.00 p.m. will determine whether the
provisions of this clause apply.
Departure or arrival after 8.00 p.m. of an employee on
overtime or a regular or rotating shift roster does not in itself warrant the
provision of transport. It needs to be demonstrated that the normal means of
transport, public or otherwise, is not reasonably available and/or that travel
by such means of transport places the safety of the employee at risk.
The responsibility of deciding whether the provision of
assistance with transport is warranted in the circumstances set out above rests
with the Audit Office business unit where
knowledge of each particular situation will enable appropriate judgements to be
made.
8.5.2 Arrangement of
Overtime - Where overtime is required to be performed, it should be arranged,
as far as is reasonably possible, so that the employee can use public transport
or other normal means of transport to and from work.
8.5.3 Provision of
Taxis - Where an employee ceases overtime duty after 8.00 p.m. and public
transport or other normal means of transport is not reasonably available,
arrangements may be made for transport home or to be provided by way of taxi.
Section
9 - Miscellaneous
9.1. Existing
Entitlements
The provisions of this Annexure shall not affect any
entitlements existing in the Audit Office at the time this award is made, if such
provisions are better than the provisions contained in this award. Such
entitlements are hereby expressly preserved until renegotiated with the
Association.
PART 2
MONETARY RATES
Allowances are paid consistent with those published
annually that are, at the time of entering into this award, are included in NSW
Department of Premier & Cabinet Memorandum C2009-28, Review of Meal,
Travelling and Other Allowances.
Table 1 - Allowances
As specified in the relevant Department of Premier and
Cabinet circular on Allowances as issued from time to time.
E.
A. R. BISHOP, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.