Crown
Employees (Independent Pricing and Regulatory Tribunal 2009) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1530 of 2008)
|
Before Commissioner
Bishop
|
29 June 2009
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
Section 1 - Framework
1. Arrangement
2. Title
3. Definitions
4. Consultative
Arrangements
5. Parties
6. Work
Environment
7. Grievance and
Dispute Settling Procedures
Section 2 -
Attendance/Hours of Work
8. Hours of
Work
9. Flexible
Work Hours
10. Part Time
Work
11. Part Year
Employment
12. Part Time
Leave Without Pay
Section 3 - Salaries
and Allowances
13. Salaries
14. Salary
Progression
15. Salary
Packaging Arrangements, including Salary Sacrifice to Superannuation
16. Appointment
and Promotion
17. Allowances
Section 4 - Union
Consultation
18. Union
Consultation, Access and Activities
Section 5 - Leave
19. Extended
Leave
20. Family and
Community Service Leave
21. Leave
Without Pay
22. Military
Leave
23. Religious
or Cultural Observations
24. Parental
Leave
25. Purchased
Leave
26. Recreation
Leave
27. Annual
Leave Loading
28. Sick Leave
29. Special
Leave
Section 6 -
Training/Professional Development
30. Study Leave
31. Staff
Development
32. Study Time
33. Reimbursement
of Fees
Section 7 - Overtime
and Public Holidays
34. Overtime
35. Public
Holidays
Section 8 -
Miscellaneous
36. Job Sharing
37. Work from
Home
38. Unsatisfactory
Performance, Misconduct or Serious Offence
39. Termination
of Employment
40. Managing
Excess Staff
41. Secure
Employment - Casual Conversion
42. Secure
Employment - Occupational Health & Safety
43. Anti-Discrimination
44. No Extra
Claims
45. Savings of
Rights
46. Relationship
to Other Awards
47. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Table 2 - Salaries - Transitional Arrangements
2. Title
2.1 This award shall
be known as the Crown Employees (Independent Pricing and Regulatory Tribunal
2009) Award.
3. Definitions
3.1 "Act"
means the Independent Pricing and Regulatory Tribunal Act 1992.
3.2 "At the
convenience of" means the operational requirements to permit the staff
member’s release from duty or that satisfactory arrangements can be made for
the performance of the staff member’s duties during the absence.
3.3 "Association"
means the Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales.
3.4 "Chief Executive
Officer" means the Chief Executive Officer of the Independent Pricing and
Regulatory Tribunal who has been delegated particular power(s) under the Act.
3.5 "Contract
Executive" is a person employed in a position by the Tribunal under
section 8 (2) of the Act whose terms and conditions of employment are governed
by an employment contract.
3.6 "Contractor/Consultant"
is a person or company engaged by the Tribunal under section 9 (4) of the Act
to assist it in the exercise of its functions.
3.7 Employee(s)"
or "Staff member(s)" means and includes all persons who are
permanently or temporarily employed under section 8(2) of the Independent
Pricing and Regulatory Tribunal Act 1992, excluding contract executives.
3.8 "Employer"
or "Tribunal" means the Independent Pricing and Regulatory Tribunal.
3.9 "JCC"
means the Tribunal’s Joint Consultative Committee established by this award.
3.10 "Nominee"
means a person who has been delegated particular power(s) of the Chief
Executive Officer.
3.11 "Normal work"
means the method of carrying out work functions that were established practice
prior to the onset of a dispute or grievance, in terms of the Grievance and
Dispute Settling Procedures clause in this Award.
3.12 "Position"
means a position, either full time or part time, at the Tribunal.
3.13 "Salary
rates" means the ordinary time rate of pay for the staff member’s grading
excluding allowances and penalties not regarded as salary.
3.14 "Service"
means continuous period of employment for salary purposes.
3.15 "Staff
member(s)" or Employee(s)" means and includes all persons who are
permanently or temporarily employed under section 8(2) of the Independent
Pricing and Regulatory Tribunal Act 1992, excluding contract executives.
3.16 "Supervisor"
means the immediate supervisor of the area in which a staff member is employed
or any other staff member authorised by the Chief Executive Officer to fulfil
the role of a supervisor, other than a person employed as a consultant or
contractor.
3.17 "Tribunal"
or "Employer" means the Independent Pricing and Regulatory Tribunal.
3.18 "Workplace"
means the whole organisation or, as the case may be, a branch or section of the
organisation that staff members are employed in.
4. Consultative Arrangements
4.1 The parties to
this award shall through the established Joint Consultative Committee (JCC)
encourage and facilitate workplace reform and equitable, innovative and
productive workplace relations.
5. Parties
5.1 The parties to
this award are the Tribunal and the Association.
6. Work Environment
6.1 Occupational
Health and Safety: Through the JCC, the
parties to this award shall develop appropriate strategies to achieve and
maintain an accident free and healthy workplace in accordance with the Occupational
Health and Safety Act 2000 and Regulations.
6.2 Equity in
Employment: Through the JCC, the
parties to this award shall review existing and new work practices and policies
to achieve and maintain employment equity.
6.3 Harassment-Free
Workplace: The parties to this award
shall refrain from, and not be party to, any form of harassment in the
workplace.
7. Grievance and Dispute Settling Procedures
7.1 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.
7.2 A staff member
is required to notify in writing their immediate manager, as to the substance
of the grievance, dispute or difficulty, request a meeting to discuss the
matter, and if possible, state the remedy sought.
7.3 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 staff member to advise their
immediate manager the notification may occur to the next appropriate level of
management, including where required, to the Department Head or delegate.
7.4 The immediate
manager (or other appropriate officer) shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
7.5 If the matter remains
unresolved with the immediate manager, the staff member may request to meet the
appropriate person at the next level of management in order to resolve the
matter. This manager shall respond within two (2) working days, or as soon as
practicable.
7.6 This sequence of
reference to successive levels of management may be pursued by the staff member
until the matter is referred to the Chief Executive Officer.
7.7 The Chief
Executive Officer or the Association may refer the matter to mediation.
7.8 If the matter
remains unresolved, the Chief Executive Officer shall provide a written
response to the staff member 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.
7.9 A staff member,
at any stage, may request to be represented by their Association.
7.10 The staff member
or the Association on their behalf or the Chief Executive Officer may refer the
matter to the New South Wales Industrial Relations Commission if the matter is
unresolved following the use of these procedures.
7.11 The staff member,
the Association and Tribunal shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in relation
to the dispute.
7.12 Whilst the
procedures outlined in subclauses 7.1 to 7.11 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.
7.13 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 staff
member or member of the public.
8. Hours of Work
8.1 The business
hours of the Tribunal are from 8.30 a.m. to 5.00 p.m., Monday to Friday.
8.2 Standard hours
are 35 hours per week between 9.00 a.m. and 5.00 p.m., Monday to Friday.
8.3 The ordinary
hours of work are 35 hours per week averaged over a 12 week period.
8.4 The Tribunal may
require a staff member to perform duty beyond the hours determined under this
clause but only if it is reasonable for the staff member to be required to do
so. A staff member may refuse to work additional hours in circumstances where
the working of such hours would result in the staff member working unreasonable
hours. In determining what is unreasonable the following factors shall be taken
into account:
8.4.1 the staff
member’s prior commitments outside the workplace, particularly the staff member’s
family and carer responsibilities, community obligations or study arrangements;
8.4.2 any risk to staff
member health and safety;
8.4.3 the urgency of
the work required to be performed during additional hours, the impact on the
operational commitments of the organisation and the effect on client services;
8.4.4 the notice (if
any) given by the Tribunal regarding the working of the additional hours, and
by the staff member of their intention to refuse the working of additional
hours or;
8.4.5 any other
relevant matter.
8.5 IPART Officer H
and I staff members shall not normally work more than ten hours in one day.
8.6 If IPART Officer
H and I staff members work for an extended period they may take an appropriate
period of time off with the Supervisor's prior approval.
9. Flexible Work Hours
9.1 This clause does
not apply to IPART Officer H (year 2) and above (and where applicable Level 5).
9.2 Ordinary Hours -
9.2.1 The business
hours of the Tribunal are from 8.30 a.m. to 5.00 p.m., Monday to Friday.
9.2.2 Standard hours
are 35 hours per week between 9.00 a.m. and 5.00 p.m., Monday to Friday.
9.2.3 The daily normal
contract hours of work for staff members are seven hours a day.
9.3 Settlement
Period -
9.3.1 The settlement period
is 12 weeks with contract hours of 420.
9.4 Bandwidth -
9.4.1 The standard
bandwidth is Monday to Friday between 7.00 a.m. and 7.00 p.m. during which time
normal work can be undertaken. This time shall be counted as accrued work time.
9.4.2 Subject to
agreement between the supervisor and a staff member(s) work undertaken outside
the bandwidth is counted as accrued work time. Any work performed outside the
bandwidth without prior approval of the supervisor shall not count as accrued
work time.
9.4.3 Staff members
directed to undertake work prior to 7.30 a.m. or after 6.00 p.m., are entitled
to overtime.
9.4.4 The standard
bandwidth may be varied by agreement between the appropriate supervisor and
staff member to suit operational needs or to assist with care responsibilities
or other needs.
9.5 Coretime -
9.5.1 Standard core
time is between 9.30 a.m. and 3.30 p.m. This is the period of the working day
when all staff members are required to be on duty unless on a lunch break or
approved leave.
9.5.2 In normal
circumstances, staff members commencing duty after or ceasing duty before core
time, must apply for an appropriate amount of leave in quarter day increments.
9.5.3 In exceptional
circumstances, staff members may commence work after standard core time, or
cease duty before the end of coretime, provided they notify their supervisor as
soon as possible.
9.6 Lunch and Meal
Breaks -
9.6.1 Staff members
shall be entitled to a meal break of one hour, however, a minimum meal break of
30 minutes shall be taken.
9.6.2 A meal break up
to a maximum of two and a half hours may be taken between midday and 2.30 p.m.
The supervisor’s prior approval is required for a meal break in excess of one
hour.
9.6.3 Staff members
shall be required to take a meal break not more than five hours after
commencing work, or before 2.00 p.m., whichever is the earlier.
9.7 Hours Worked -
9.7.1 Staff members may
choose their daily starting and finishing times within the bandwidth subject to
core time provisions, supervisor’s approval and the availability of work.
9.7.2 The Chief
Executive Officer or nominee may direct staff members to work seven hours on a
specified day also nominating starting and finishing times within the bandwidth
on that day.
9.7.3 Staff members
shall not normally work more than ten hours per day.
9.8 Conditions for
Flexi Leave -
9.8.1 Staff members
must have the supervisor’s approval prior to taking flexi leave. Requests for
flexi leave shall not be unreasonably refused. the Tribunal shall ensure that a
staff member does not constantly forfeit excess credit hours at the conclusion
of settlement periods as a result of reasonable requests for flexi leave being
refused or the staff member being directed by the supervisor to work long hours
within the bandwidth.
9.8.2 The Chief
Executive Officer or nominee may direct a staff member to work standard hours
where the staff member is not observing work hours arrangements established
under this award or any associated administrative instructions.
9.8.3 Where staff
members give notice of resignation or retirement they, in consultation with the
Supervisor, shall take all reasonable steps to eliminate additional flexi
leave, credit or debit hours.
9.8.4 Where staff
members have accumulated debit hours at the completion of the last day of
service, any monies owing shall be debited accordingly by the forfeiture of
annual leave. If a staff member has no annual leave to credit at the last day
of service, their salary shall be adjusted accordingly.
9.9 Flexi Leave -
9.9.1 Where gainful
work is available, staff members can accrue work time in excess of seven hours
per day.
9.9.2 With the
supervisor’s approval staff members can take up to six days flexi leave in any
settlement period either as full days, half days or combinations thereof. Flexi
leave may be taken on consecutive days.
9.9.3 A half day flex
can only be taken where three and a half hours have been worked by staff
members during the bandwidth either immediately before or after the half day.
9.9.4 During peak
periods where it is not possible to take flexi leave, staff members may carry
forward credit hours worked to the next settlement period.
9.9.5 Staff members may
carry forward up to 42 hours credit to the next settlement period. Hours in
excess of this amount are forfeited.
9.9.6 In exceptional
circumstances the 42 hour limit can be exceeded and the additional time carried
forward to the next period on the condition the supervisor and staff members agree
to a strategy to ensure staff members reduce their time to less than 462 hours.
9.9.7 Staff members may
carry forward up to 14 hours debit to the next settlement period.
9.9.8 Any hours below
406 hours shall require the submission of an application form for recreation
leave to cover the shortfall (where there is no annual leave to credit, leave
without pay is to be taken).
9.10 Banking Hours -
9.10.1 Staff members may
bank up to a maximum of six flexi days in each settlement period.
9.10.2 This maximum
entitlement of six days in each settlement period is to be reduced by the
number of flexi days taken during that settlement period. Any remaining credit
hours may be added to the normal flexi credit.
9.10.3 A maximum of 12
days may be banked over four consecutive settlement periods, with a maximum
balance of 12 days at any one time.
9.10.4 A banked day is
equivalent to seven hours.
9.10.5 Banked days may be
taken with other forms of leave including flexi leave and by agreement, can be
taken in quantities ranging from one half day to 12 days.
9.10.6 All banked days to
be taken as leave must be agreed to beforehand between supervisor and staff
members.
9.10.7 Banked flex days
shall be payable on termination. Any flex credit at the date of termination is
not payable.
9.11 Natural
Emergencies and Major Transport Disruptions -
9.11.1 A staff member
prevented from attending work at a normal work location by a natural emergency
or by a major transport disruption may:
9.11.1.1 apply to
vary the working hours as provided in the flexible work hours clause of this
award; and/or
9.11.1.2 negotiate
an alternative working location with the Tribunal; and/or
9.11.1.3 take
available family and community service leave and/or flex leave, recreation or extended
leave or leave without pay to cover the period concerned.
10. Part Time Work
10.1 Staff members
engaged on a part-time basis shall be granted leave and other entitlements on a
pro-rata basis in accordance with the requirements of the Industrial
Relations Act 1996.
11. Part Year Employment
11.1 The Chief
Executive Officer or nominee may grant staff members part-year employment by
approving a number of weeks unpaid leave per year under current LWOP
provisions.
11.2 This allows staff
members to work an agreed number of weeks per year, with an agreed number of
weeks unpaid leave and annual leave on a pro-rata basis.
12. Part Time Leave Without Pay
12.1 The Chief
Executive Officer or nominee may approve part time leave without pay (LWOP) for
full-time staff members for a limited period of time.
13. Salaries
13.1 The salary ranges
prescribed by this award are as set out in Table 1 - Salaries, of Part B,
Monetary Rates.
13.2 The transitional salary
ranges prescribed by this award are as set out in Table 2 - Salaries -
Transitional Arrangements.
13.3 The salaries in
Table 1 and Table 2 provide salary increases as follows:
13.3.1 4% from the first
full pay period on or after 1 July 2008;
13.3.2 4% from the first
full pay period on or after 1 July 2009;
13.3.3 4% from the first
full pay period on or after 1 July 2010.
14. Salary Progression
14.1 Performance
Enhancement System
14.1.1 Formal appraisal
under the Tribunal’s Performance Enhancement System (PES) shall be used to
assess incremental progression to the next salary point within each level.
14.1.2 The salary and
performance of each staff member shall normally be reviewed annually on the
anniversary of the appointment to their current position.
14.1.3 In special
circumstances, additional formal appraisals may be completed within the annual
cycle.
14.2 Accelerated
Progression: A staff member who
performs exceptionally (as determined by PES appraisals) may be recommended to
the Chief Executive Officer for accelerated progression through the salary
points within the Levels as set out in Table 1 - Salaries and Table 2 -
Salaries - Transitional Arrangements of Part B, Monetary Rates.
14.3 Transitional
Arrangements: In accordance with the
transitional arrangements of the former Crown Employees (Independent Pricing
and Regulatory Tribunal 2006) Award published 28 July 2006 (360 IG 264) staff
members who are grand-parented under Table 2 - Salaries - Transitional
Arrangements of this award shall retain their increment dates and continue to
have their incremental progression apply in accordance with the PES whilst they
substantively occupy their position.
15. Salary Packaging Arrangements, Including
Salary Sacrifice to Superannuation
15.1 The entitlement
to salary package in accordance with this clause is available to:
15.1.1 permanent
full-time and part-time employees;
15.1.2 temporary
employees, subject to the Tribunal’s convenience; and
15.1.3 casual employees,
subject to the Tribunal’s convenience, and limited to salary sacrifice to
superannuation in accordance with subclause 15.7.
15.2 For the purposes
of this clause:
15.2.1 "salary"
means the salary or rate of pay prescribed for the employee's classification by
clause 13, Salaries, Part B of this Award, and any other payment that can be
salary packaged in accordance with Australian taxation law.
15.2.2 "post
compulsory deduction salary" means the amount of salary available to be
packaged after payroll deductions required by legislation or order have been
taken into account. Such payroll
deductions may include, but are not limited to, taxes, compulsory
superannuation payments, HECS payments, child support payments, and judgement
debtor/garnishee orders.
15.3 By mutual
agreement with the Tribunal, an employee may elect to package a part or all of
their post compulsory deduction salary in order to obtain:
15.3.1 a benefit or
benefits selected from those approved by the Tribunal; and
15.3.2 an amount equal to
the difference between the employee’s salary, and the amount specified by the
Tribunal for the benefit provided to or in respect of the employee in
accordance with such agreement.
15.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
15.5 The agreement
shall be known as a Salary Packaging Agreement.
15.6 Except in
accordance with subclause 15.8, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
employee and the Tribunal at the time of signing the Salary Packaging
Agreement.
15.7 Where an employee
makes an election to sacrifice a part or all of their post compulsory deduction
salary as additional employer superannuation contributions, the employee may
elect to have the amount sacrificed:
15.7.1 paid into the
superannuation fund established under the First State Superannuation Act 1992;
or
15.7.2 where the employer
is making compulsory employer superannuation contributions to another complying
superannuation fund, paid into the same complying fund; or
15.7.3 subject to the
Tribunal’s agreement, paid into another complying superannuation fund.
15.8 Where the
employee makes an election to salary sacrifice, the employer shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
15.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
15.9.1 Police
Regulation (Superannuation) Act 1906;
15.9.2 Superannuation
Act 1916;
15.9.3 State
Authorities Superannuation Act 1987; or
15.9.4 State
Authorities Non-contributory Superannuation Act 1987,
the Tribunal must ensure that the employee’s superable
salary for the purposes of the above Acts, as notified to the SAS Trustee
Corporation, is calculated as if the Salary Packaging Agreement had not been
entered into.
15.10 Where the
employee makes an election to salary package, and where the employee is a
member of a superannuation fund other than a fund established under legislation
listed in subclause 15.9 of this clause, the employee’s Department or agency
must continue to base contributions to that fund on the salary payable as if
the Salary Packaging Agreement had not been entered into. This clause applies even though the
superannuation contributions made by the Department or agency may be in excess
of superannuation guarantee requirements after the salary packaging is
implemented.
15.11 Where the
employee makes an election to salary package:
15.11.1 subject
to Australian Taxation law, the amount of salary packaged will reduce the
salary subject to appropriate PAYG taxation deductions by the amount packaged;
and
15.11.2 any
allowance, penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
employee’s rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the employee under clause 13, Salaries, or Part B
of this Award if the Salary Packaging Agreement had not been entered into.
15.12 The Tribunal may
vary the range and type of benefits available from time to time following
discussion with the Association. Such
variations shall apply to any existing or future Salary Packaging Agreement
from date of such variation.
15.13 The Tribunal will
determine from time to time the value of the benefits provided following
discussion with the Association. Such
variations shall apply to any existing or future Salary Packaging Agreement from
the date of such variation. In this
circumstance, the employee may elect to terminate the Salary Packaging
Agreement.
16. Appointment and Promotion
16.1 The Chief
Executive Officer or nominee may appoint or promote a person to any salary that
is within the salary range.
16.2 In determining
commencing salary regard shall be given to:
16.2.1 The person's
skills, experience and qualifications;
16.2.2 The salary rate
required to attract the person; and
16.2.3 The remuneration of
existing staff members performing similar work.
16.3 On appointment or
promotion, a staff member shall be advised of their commencing salary rate and
of any salary increments to which they may have access.
16.4 New staff members
appointed to positions at the Tribunal shall be in the first instance appointed
on a probationary basis for a period up to 6 months.
16.5 The probation
period may be varied or waived at the discretion of the Chief Executive Officer
or nominee.
16.6 Promotion for
staff members who are grand-parented under Table 2 - Salaries - Transitional
Arrangements of this award will be to positions classified under Table 1 -
Salaries of this award.
17. Allowances
17.1 Meal Allowances
17.1.1 The meal
allowances provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Award 2009 or an award replacing it, shall apply.
17.2 Higher Duties
Allowance
17.2.1 Staff members
directed to perform the duties of a higher position for at least five (5)
consecutive working days shall be paid an allowance.
17.2.2 The Chief
Executive Officer or nominee shall determine the amount of the allowance.
17.3 Travel Allowances
- Conditions
17.3.1 The travel
allowances provisions as set out in the clauses in Section 3 - Travel Arrangements
of the Crown Employees (Public Service Conditions of Employment) Award 2009 or
an award replacing it, shall apply.
17.4 First Aid
Allowance
17.4.1 The first aid
allowance provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Award 2009 or an award replacing it, shall apply.
17.4.2 Adequate first aid
outfits shall be provided, maintained and placed under the control of nominated
staff members possessing first aid qualifications.
17.5 Recruitment and
Retention Allowance
17.5.1 The Chief
Executive Officer may pay a recruitment and retention allowance to eligible
IPART Officer H and I staff members (and where applicable Level 5).
17.5.1.1 The
allowance plus salary shall not exceed the maximum of the equivalent salary of
a Grade 3 Year 2 Senior Officer as set out in the Crown Employees (Senior
Officers Salaries) Award 2007 as varied and subject to the operation of
subparagraph 17.5.1.2 below.
17.5.1.2 Where it
is deemed appropriate, the Chief Executive Officer shall consult to the point
of agreement with the Director-General, Department of Premier and Cabinet,
before approving payment of a higher allowance than that prescribed in
subparagraph 17.5.1.1 above.
17.5.2 The Chief
Executive Officer may pay a recruitment and retention allowance to
eligible IPART Officer G staff members
(and where applicable Level 4).
17.5.2.1 The
allowance plus salary shall not exceed the maximum of the equivalent salary of
IPART Office H Year 1 as set out in Table 1 Salaries of this award.
18. Union Consultation, Access and Activities
18.1 The provisions
for union consultation, access and activities as set out in Section 5 of the
Crown Employees (Public Service Conditions of Employment) Award 2009 or an
award replacing it, including consultation and technological change and union
deductions, shall apply.
19. Extended Leave
19.1 The extended
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Award 2009 or an award replacing it, shall apply.
20. Family and Community Service Leave
20.1 The Family and
Community Service Leave provisions as set out in the Crown Employees (Public
Service Conditions of Employment) Award 2009 or an award replacing it, shall
apply.
20.2 The personal carer’s
leave provisions are contained in this clause and also in the Sick Leave clause
of this award.
21. Leave Without Pay
21.1 The leave without
pay provisions as set in the Crown Employees (Public Service Conditions of
Employment) Award 2009 or an award replacing it, shall apply.
22. Military Leave
22.1 The military
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Award 2009 or an award replacing it, shall apply.
23. Religious Or Cultural Observations
23.1 The observance of
essential religious or cultural obligations shall be in accordance with
provisions in the Crown Employees (Public Service Conditions of Employment)
Award 2009 or an award replacing it, shall apply.
24. Parental Leave
24.1 Parental leave
provisions include Maternity leave and Adoption Leave. The parental leave provisions as set out in
the Crown Employees (Public Service Conditions of Employment) Award 2009 or an
award replacing it, shall apply.
25. Purchased Leave
25.1 The Chief
Executive Officer or nominee may approve an application by a staff member for
the purchase of additional leave in accordance with the Tribunal’s policy.
26. Recreation Leave
26.1 The recreation leave
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Award 2009 or an award replacing it, shall apply.
27. Annual Leave Loading
27.1 The annual leave
loading provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Award 2009 or an award replacing it, shall apply, however, no
restrictions on salary paid to staff members shall apply.
28. Sick Leave
28.1 The sick leave
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Award 2009 or an award replacing it, shall apply. Further:
28.1.1 Staff members
absent from duty because of illness or incapacity shall, where possible, report
the absence not later than one hour after their normal commencing time.
28.1.2 In exceptional
circumstances and on a case by case basis, the Chief Executive Officer or
nominee, may grant staff members paid special sick leave or allow the leave to
be taken on a half pay basis, including leave to be taken on half pay during
extended periods of absence.
29. Special Leave
29.1 Special leave is
paid leave which applies to activities not regarded as being on duty and which
are not covered by other forms of leave.
29.2 The Chief
Executive Officer or nominee may grant special leave in accordance with the
provisions in the Crown Employees (Public Service Conditions of Employment)
Award 2009 or an award replacing it, in the following situations:
29.2.1 Jury service.
29.2.2 Witness at court -
official capacity.
29.2.3 Witness at court -
other than in official capacity - Crown witness.
29.2.4 Called as a
witness in a private capacity.
29.2.5 Examinations.
29.2.6 Association
activities.
29.2.7 Return home when
temporarily living away from home.
29.2.8 Return home when transferred
to new location.
29.3 In addition to
the provisions in the Crown Employees (Public Service Conditions of Employment)
Award 2009 or an award replacing it, special leave may be granted for the
following situations:
29.3.1 Volunteers of
recognised organisations (five days in any period of 12 months).
29.3.2 First aid training
and retraining.
29.3.3 Attend retirement
preparation seminars (two days).
29.3.4 Meetings for
financial members of professional or learned societies (up to five days).
29.3.5 Competitors or
officials at the Commonwealth or Olympic/Paralympic Games (up to four weeks).
29.4 Any other
circumstance applied for by staff members as special leave, that is not covered
by this clause may be granted by the Chief Executive Officer or nominee on a
case by case basis.
30. Study Leave
30.1 Study leave for
full-time study may be granted to assist staff members who win
scholarships/fellowships/awards or who wish to undertake full-time study and/or
study tours.
30.2 Study leave may be
granted for studies at any level, including undergraduate study.
30.3 The grant for
study leave is entirely at the discretion of the Chief Executive Officer or
nominee in accordance with this clause and is dependent on the availability of Tribunal
funds and the relevance and value of the studies to the Tribunal.
30.4 Study leave is
granted to staff members as leave without pay with financial assistance at the
rate of:
30.4.1 full pay for
studies which are directly relevant to the functions of the Tribunal and can be
demonstrated to directly improve the efficiency or effectiveness of the
Tribunal; or
30.4.2 half pay for
studies that are of appreciable benefit to the efficiency or effectiveness of
the Tribunal.
30.5 Studies are
considered directly relevant to the efficiency or effectiveness of the Tribunal
when:
30.5.1 the studies relate
directly to the staff member’s functions and are necessary to enable these to
be carried out effectively;
30.5.2 the studies
involve research, the results of which are likely to have a significant impact
on the Tribunal’s operations;
30.5.3 the staff member
would gain skills and knowledge, which are required by the Tribunal;
30.5.4 the studies would
assist the Tribunal to meet EEO objectives or other special purposes, and the
skills and knowledge gained would contribute to improvements in effectiveness
and efficiency.
30.6 Studies are
considered to be of appreciable benefit to the efficiency or effectiveness of
the Tribunal when:
30.6.1 the studies relate
to the staff member’s likely future duties and are necessary to enable these to
be carried out effectively;
30.6.2 the studies
involve research, the results of which are likely to have an impact on the
Tribunal’s operations;
30.6.3 the staff member
would gain skills and knowledge, which are required by the Tribunal;
30.6.4 the studies would
assist the Tribunal to meet EEO objectives or other special purposes and the
skills and knowledge gained would contribute to improvements in effectiveness
and efficiency.
30.7 An applicant may
be granted leave without pay instead of study leave if the Tribunal considers
that:
30.7.1 the studies
proposed are neither directly relevant, nor of appreciable benefit to the
effectiveness or efficiency of the Tribunal; or
30.7.2 financial
constraints preclude the grant of study leave; or
30.7.3 while the studies
proposed are relevant, a scholarship or award won by the applicant provides
financial support equivalent to full or half salary.
30.8 When study leave
is granted a "cost-to-the-State" bond must be undertaken by the staff
member. The bond requires after-service of:
30.8.1 twice the period
of study leave granted where financial assistance is at the level of full pay
30.8.2 the same period of
study leave granted where financial assistance is at the level of half pay.
30.9 If the
after-service is not completed, the bond requires the staff member to reimburse
salary paid for the period of study leave as well as the value of any
incremental progression or leave accrued during the period.
31. Staff Development
31.1 The provisions
relating to staff development and training activities as set out in Tribunal’s
Staff Development Policy shall apply.
32. Study Time
32.1 Study time is
available to develop the skills and versatility of staff members in accordance
with this clause and may be granted at the discretion of Chief Executive
Officer or nominee.
32.2 It shall not be
granted to staff members to attend a course organised essentially for full time
students or which, in later stages, requires full time attendance.
32.3 Study time may be
granted at full pay to staff members who are studying on a part-time basis.
32.4 Study time may be
used for:
32.4.1 attending compulsory
lectures, tutorials, residential schools, field days etc., where these are held
during working hours; and/or
32.4.2 necessary travel
during working hours to attend lectures, tutorials etc. held during or outside
working hours; and/or
32.4.3 private study;
and/or
32.4.4 accumulation, as
outlined in subclause 32.17 of this clause.
32.5 Half an hour is
granted for every hour of class attendance required, up to a maximum grant of
four hours per week.
32.6 Where this grant
is insufficient to cover essential absences, the necessary extra time can be
granted.
32.7 Study time
granted in excess of four hours per week must be made up.
32.8 Staff members who
take study time on any particular day must work the contract hours on that day.
For example, a staff member who is entitled to two hours study time on a
Wednesday afternoon must ensure that they work five hours before proceeding on
study time.
32.9 A half-day flexi
leave or a half-day annual leave may be combined with a half-day study time to
cover a full day’s absence from duty.
32.10 Where staff
members have less than a half-day study time and wish to be absent for a full
day, they may take annual leave for the remainder of the day.
32.11 Study time is not
to be taken in any week when classes are not attended.
32.12 If a staff member
attends more than one class, the weekly study time should be reduced
correspondingly, when one of those classes is not attended.
32.13 Study time is an
expendable grant, which if not used at the nominated time, is lost.
32.14 If an emergency
situation occurs, a staff member may have to give up their normal study time.
If circumstances allow, however, such time may be granted on another day during
the same week.
32.15 Study time is not
available for repeated subjects unless evidence can be provided that failure to
successfully complete the subject at first attempt was caused by circumstances
outside the staff member’s control.
32.16 Staff members
attending repeat subjects during working hours, for which study time has not
been granted, must make up all time taken off in attending those subjects.
32.17 Subject to
Tribunal convenience -
32.17.1 Staff
members may choose to accumulate part or all of their study time.
32.17.2 Accumulated
study time may be taken in any pattern or at any time.
32.18 Correspondence
students are granted study time in the manner outlined in subclause 32.8 of
this clause, that is, half an hour for each hour of lecture/tutorial attendance
involved in the corresponding face-to-face course, up to a maximum grant of
four hours per week.
32.19 Where there is no
corresponding face-to-face course, the institution will be asked to indicate
the attendance requirements if such a course existed.
32.20 Correspondence
students may accumulate their study time as outlined in subclause 32.17 of this
clause, in order to cover any compulsory residential schools.
32.21 Block periods of
study time may be granted to staff members in relation to the research and
thesis component of: higher degrees, qualifying studies for admission to higher
degrees; or Honours studies.
32.22 These block
periods may be granted on the following basis:
32.22.1 Where a
course at any level involves a thesis or major project as well as coursework,
the usual study time would be granted for the coursework, and ten days study
time for the thesis/major project component;
32.22.2 For
qualifying studies entirely by thesis the grant is ten days;
32.22.3 For
masters degree studies by research and thesis only, the total grant is:
32.22.3.1 25 days
for courses of two years minimum duration; and
32.22.3.2 35 days
for courses of three years minimum duration.
32.22.4 For
doctoral studies, the total grant for the course is 45 days.
32.23 Where a staff member
is undertaking qualifying or higher degree studies by coursework only, normal
study time is granted.
33. Reimbursement of Fees
33.1 Staff members
undertaking approved part-time study or training shall be eligible for
reimbursement of all or part of the fees (including HECS) and/or other
compulsory charges.
33.2 The decision as
to whether or not fees and/or other compulsory charges are approved in part or
in full for reimbursement (and the method of reimbursement) is entirely at the
discretion of the Chief Executive Officer or nominee.
33.3 Staff members
applying for study time and/or reimbursement of fees and/or other compulsory
charges shall, as soon as possible, be advised of which fees shall be
reimbursed, how they shall be reimbursed, and the amount of study time to be
approved. This will enable staff members to make a decision as to whether the
study can be undertaken.
33.4 When determining
the amount of reimbursement, the Chief Executive Officer or nominee shall
consider:
33.4.1 the skill requirements
of the Tribunal;
33.4.2 whether or not the
expenditure is justified in terms of the Tribunal's objectives and targets; and
33.4.3 the availability
of funds.
33.5 Reimbursement of
approved fees and/or other compulsory charges shall be made on production of
evidence of such expenditure, and subject to satisfactory completion of the
course or stage.
33.6 To be eligible
for reimbursement of approved fees and/or other compulsory charges staff
members applying must have been employed by the Tribunal for the majority of
the academic period in question and be employed at the time of making the
application.
34. Overtime
34.1 The overtime
provisions as set out in the Crown Employees (Public Service Conditions of Employment)
Award 2009 or an award replacing it, shall apply, however:
34.1.1 Staff members
directed to work overtime, up to and including IPART Officer G (and where
applicable up to and including Level 4), shall be paid overtime at their
current salary, or salary and allowance in the nature of salary.
34.1.2 Such overtime
shall be approved in advance by the Chief Executive Officer or nominee.
34.1.3 The payment of
overtime shall not apply to IPART Officer H and I (and where applicable Level
5).
35. Public Holidays
35.1 The public
holidays provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Award 2009 or an award replacing it, shall apply.
36. Job Sharing
36.1 The Chief
Executive Officer or nominee may approve implementation of job-sharing
arrangements.
36.2 Job sharing is a
voluntary arrangement in which one job is shared amongst staff members working
on a part-time basis.
36.3 Job sharers may
be employed on a part-time basis or may be full-time staff members on part-time
leave without pay.
37. Work from Home
37.1 The Chief
Executive Officer or nominee may approve applications by staff members to work
from home on a temporary, fixed term, or regular basis.
37.2 Approval may be
granted where a family member requires care or where a project or report
requires urgent completion that would be assisted by working from home.
37.3 Generally,
working from home shall be granted where the Chief Executive Officer or nominee
and staff member are in agreement that:
37.3.1 appropriate work
is available that can be done at home efficiently without supervision and
without liaison with other staff members;
37.3.2 the absence does
not adversely affect the performance of the work group or the provision of
necessary support services to others;
37.3.3 the home
environment or circumstances will not prevent the staff members from completing
an amount of work equivalent to what would normally be completed in the office
environment; and
37.3.4 the staff member
is available for telephone consultation and where possible available to return
to the office at short notice.
37.4 All work from
home approvals shall ensure adequate consideration of, and compliance with
occupational health and safety, confidentiality and security provisions.
37.5 Where
appropriate, facilities and equipment shall be provided to enable staff members
to work at home.
38. Unsatisfactory Performance, Misconduct Or
Serious Offence
38.1 Where situations
arise in relation to unsatisfactory performance, misconduct or serious offence
they shall be dealt with in accordance with the Tribunal’s policy.
39. Termination of Employment
39.1 The staff member
shall give two (2) weeks notice prior to resignation of employment.
39.2 The Tribunal
shall give two (2) weeks notice or payment in lieu of notice to staff members
prior to termination of employment.
39.3 In cases of
serious or wilful misconduct the Chief Executive Officer or nominee may waive
notice and no payment in lieu shall be due to staff members.
40. Managing Excess Staff
40.1 Where changes
result in staff members becoming excess, the arrangements for managing such
staff members shall be in accordance with the NSW Government public sector
"Managing Excess Staff" policy and based on professional management
practice, systematic restructuring process as well as merit and equity
principles.
41. Secure Employment - Casual Conversion
41.1 The objective of
this clause is for the employer to take all reasonable steps to provide its employees
with secure employment by maximising the number of permanent positions in the
employer’s workforce, in particular by ensuring that casual employees have an
opportunity to elect to become full-time or part-time employees.
41.2 Casual Conversion
41.2.1 A
casual employee engaged by a particular employer 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 clause.
41.2.2 Every
employer of such a casual employee shall give the employee notice in writing of
the provisions of this clause 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 clause if the employer fails to comply with this notice requirement.
41.2.3 Any
casual employee who has a right to elect under paragraph 41.2.1 upon receiving
notice under paragraph 41.2.2 or after the expiry of the time for giving such
notice, may give four weeks’ notice in writing to the employer 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 employer shall consent to or refuse the election,
but shall not unreasonably so refuse.
41.2.4 Where
an employer 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.
41.2.5 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.
41.2.6 Any
casual employee who does not, within four weeks of receiving written notice
from the employer, 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.
41.2.7 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 employer.
41.2.8 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 41.2.3 the
employer and employee shall, in accordance with this paragraph, and subject to
paragraph 41.2.3 discuss and agree upon:
41.2.8.1 whether
the employee will convert to full-time or part-time employment; and
41.2.8.2 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 or 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 employer
and the employee.
41.2.9 Following
an agreement being reached pursuant to paragraph 41.2.8 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.
41.2.10 An
employee must not be engaged and re-engaged, dismissed or replaced in order to
avoid any obligation under this clause.
42. Secure Employment - Occupational Health
& Safety
42.1 For the purposes
of this clause, the following definitions shall apply:
42.1.1 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.
42.1.2 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.
42.2 Any employer
which engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer’s premises shall do the following (either
directly, or through the agency of the labour hire or contract business):
42.2.1 consult with
employees of the labour hire business and/or contract business regarding the workplace occupational health
and safety consultative arrangements;
42.2.2 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;
42.2.3 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 their own employees; and
42.2.4 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.
42.3 Nothing in this
clause 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.
42.4 Disputes
Regarding the Application of this Clause
42.4.1 Where a dispute
arises as to the application or implementation of this clause, the matter shall
be dealt with pursuant to the disputes settlement procedure of this award.
42.5 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 ANTA Ministerial Council.
43. Anti-Discrimination
43.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age and
responsibilities as a carer.
43.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of the award which, by its terms or operation, has a direct
or indirect discriminatory effect.
43.3 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.
43.4 Nothing in this
clause is to be taken to affect:
43.4.1 any conduct or act
which is specifically exempted from anti- discrimination legislation;
43.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
43.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
43.4.4 a party to this
award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
43.5 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.
43.5.1 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
43.5.2 Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
44. No Extra Claims
44.1 The pay increases
under clause 13, Salaries of this award are provided on the basis that the
parties agree that there will be no further claims for changes to salaries,
rates of pay or allowances for the period 1 July 2008 to 30 June 2011.
45. Savings of Rights
45.1 No staff member
covered by this award shall suffer a reduction in the rate of pay or any loss
or diminution of any conditions of employment as a consequence of the making of
this award.
46. Relationship to Other Awards
46.1 This award shall
be varied to give effect to any salary increase or other benefits received by
the public service as a result of a variation to the Crown Employees (Public
Sector - Salaries 2008) Award or an award replacing it.
46.2 This award shall
be promptly reviewed in light of any variation to the Crown Employees (Public
Service Conditions of Employment 2009) Award, or an award replacing it, in so
far as it may affect clauses referred to in that award by this award.
46.3 Where there may
be inconsistencies between this award and the Crown Employees (Public Service
Conditions of Employment 2009) Award as varied, the arrangements in this award
shall prevail.
47. Area, Incidence and Duration
47.1 This award
applies to staff members of the Independent Pricing and Regulatory Tribunal as
defined in clause 3, Definitions of this award.
47.2 This award is
made following a review under section 19 of the Industrial Relations Act
1996, and rescinds and replaces the Crown Employees (Independent Pricing and
Regulatory Tribunal 2006) Award published 28 July 2006 (360 I.G. 264) and all
variations thereof.
47.3 The changes made
to the Award pursuant to the Award Review pursuant to section 19(6) of the Industrial
Relations Act 1996 and Principle 26 of the Principles for Review of Awards made
by the Industrial Relations Commission of New South Wales on 28 April 1999 (310
I.G. 359) take effect from 29 June 2009.
47.4 The award remains
in force until varied or rescinded, the period for which it was made having
already expired.
PART B
MONETARY RATES
48. Table 1 - Salaries
Salary rates apply from the first full pay period to
commence on or after the dates in the column headings:
|
|
|
1 July 2007
|
1 July 2008
|
1 July 2009
|
1 July 2010
|
|
|
|
per annum
|
per annum
|
per annum
|
per annum
|
|
|
|
$
|
$
|
$
|
$
|
|
IPART Officer A
|
Year 1
|
40,495
|
42,115
|
43,799
|
45,551
|
|
|
Year 2
|
43,307
|
45,039
|
46,841
|
48,714
|
|
|
Year 3
|
46,119
|
47,964
|
49,882
|
51,878
|
|
|
|
|
|
|
|
|
IPART Officer B
|
Year 1
|
49,494
|
51,474
|
53,533
|
55,674
|
|
|
Year 2
|
52,306
|
54,398
|
56,574
|
58,837
|
|
|
Year 3
|
55,118
|
57,323
|
59,616
|
62,000
|
|
|
|
|
|
|
|
|
IPART Officer C
|
Year 1
|
59,055
|
61,417
|
63,874
|
66,429
|
|
|
Year 2
|
61,868
|
64,343
|
66,916
|
69,593
|
|
|
Year 3
|
64,680
|
67,267
|
69,958
|
72,756
|
|
|
|
|
|
|
|
|
IPART Officer D
|
Year 1
|
69,179
|
71,946
|
74,824
|
77,817
|
|
|
Year 2
|
71,991
|
74,871
|
77,865
|
80,980
|
|
|
Year 3
|
74,803
|
77,795
|
80,907
|
84,143
|
|
|
|
|
|
|
|
|
IPART Officer E
|
Year 1
|
79,865
|
83,060
|
86,382
|
89,837
|
|
|
Year 2
|
82,678
|
85,985
|
89,425
|
93,002
|
|
|
Year 3
|
85,490
|
88,910
|
92,466
|
96,165
|
|
|
|
|
|
|
|
|
IPART Officer F
|
Year 1
|
91,114
|
94,759
|
98,549
|
102,491
|
|
|
Year 2
|
93,926
|
97,683
|
101,590
|
105,654
|
|
|
Year 3
|
96,738
|
100,608
|
104,632
|
108,817
|
|
|
|
|
|
|
|
|
IPART Officer G
|
Year 1
|
102,925
|
107,042
|
111,324
|
115,777
|
|
|
Year 2
|
105,737
|
109,966
|
114,365
|
118,940
|
|
|
Year 3
|
110,841
|
115,275
|
119,886
|
124,681
|
|
|
|
|
|
|
|
|
IPART Officer H
|
Year 1
|
115,299
|
119,911
|
124,707
|
129,696
|
|
|
Year 2
|
118,111
|
122,835
|
127,749
|
132,859
|
|
|
Year 3
|
120,923
|
125,760
|
130,790
|
136,022
|
|
|
|
|
|
|
|
|
IPART Officer I
|
Year 1
|
128,234
|
133,363
|
138,698
|
144,246
|
|
|
Year 2
|
131,047
|
136,289
|
141,740
|
147,410
|
|
|
Year 3
|
133,859
|
139,213
|
144,782
|
150,573
|
49. Table 2 - Salaries - Transitional
Arrangements
Salary rates apply from the first full pay period to
commence on or after the dates in the column headings:
|
Salary Level
|
Salary point
|
1 July 2007
|
1 July 2008
|
1 July 2009
|
1 July 2010
|
|
|
|
per annum
|
per annum
|
per annum
|
per annum
|
|
|
|
$
|
$
|
$
|
$
|
|
Level 1
|
Salary point 1
|
35,746
|
37,176
|
38,663
|
40,209
|
|
|
Salary point 2
|
37,909
|
39,425
|
41,002
|
42,642
|
|
|
Salary point 3
|
40,074
|
41,677
|
43,344
|
45,078
|
|
|
Salary point 4
|
42,238
|
43,928
|
45,685
|
47,512
|
|
|
Salary point 5
|
44,405
|
46,181
|
48,028
|
49,950
|
|
|
Salary point 6
|
46,567
|
48,430
|
50,367
|
52,382
|
|
|
Salary point 7
|
48,733
|
50,682
|
52,710
|
54,818
|
|
|
Salary point 8
|
49,906
|
51,902
|
53,978
|
56,137
|
|
|
Salary point 9
|
53,060
|
55,182
|
57,390
|
59,685
|
|
|
Salary point 10
|
55,227
|
57,436
|
59,734
|
62,123
|
|
|
Salary point 11
|
57,387
|
59,682
|
62,070
|
64,553
|
|
|
Salary point 12
|
59,554
|
61,936
|
64,414
|
66,990
|
|
|
Salary point 13
|
61,717
|
64,186
|
66,753
|
69,423
|
|
|
Salary point 14
|
63,885
|
66,440
|
69,098
|
71,862
|
|
|
|
|
|
|
|
|
Level 2
|
Salary point 1
|
53,615
|
55,760
|
57,990
|
60,310
|
|
|
Salary point 2
|
56,473
|
58,732
|
61,081
|
63,524
|
|
|
Salary point 3
|
59,329
|
61,702
|
64,170
|
66,737
|
|
|
Salary point 4
|
62,181
|
64,668
|
67,255
|
69,945
|
|
|
Salary point 5
|
65,036
|
67,637
|
70,343
|
73,157
|
|
|
Salary point 6
|
67,894
|
70,610
|
73,434
|
76,372
|
|
|
Salary point 7
|
70,748
|
73,578
|
76,521
|
79,582
|
|
|
Salary point 8
|
73,603
|
76,547
|
79,609
|
82,793
|
|
|
Salary point 9
|
76,458
|
79,516
|
82,697
|
86,005
|
|
|
Salary point 10
|
79,313
|
82,486
|
85,785
|
89,216
|
|
|
Salary point 11
|
82,166
|
85,453
|
88,871
|
92,426
|
|
|
|
|
|
|
|
|
Level 3
|
Salary point 1
|
71,489
|
74,349
|
77,323
|
80,415
|
|
|
Salary point 2
|
75,320
|
78,333
|
81,466
|
84,725
|
|
|
Salary point 3
|
79,155
|
82,321
|
85,614
|
89,039
|
|
|
Salary point 4
|
82,986
|
86,305
|
89,758
|
93,348
|
|
|
Salary point 5
|
86,819
|
90,292
|
93,903
|
97,660
|
|
|
Salary point 6
|
90,648
|
94,274
|
98,045
|
101,967
|
|
|
Salary point 7
|
94,482
|
98,261
|
102,192
|
106,279
|
|
|
Salary point 8
|
98,315
|
102,248
|
106,338
|
110,591
|
|
|
Salary point 9
|
102,147
|
106,233
|
110,482
|
114,901
|
|
|
|
|
|
|
|
|
Level 4
|
Salary point 1
|
100,228
|
104,237
|
108,407
|
112,743
|
|
|
Salary point 2
|
105,534
|
109,755
|
114,146
|
118,711
|
|
|
Salary point 3
|
110,841
|
115,275
|
119,886
|
124,681
|
|
|
|
|
|
|
|
|
Level 5
|
Salary point 1
|
121,451
|
126,309
|
131,361
|
136,616
|
|
|
Salary point 2
|
126,759
|
131,829
|
137,103
|
142,587
|
|
|
Salary point 3
|
132,064
|
137,347
|
142,840
|
148,554
|
E.
A. R. BISHOP, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.