TAFE NSW Sydney Institute (Graphic Arts Section) Wages and Conditions Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(No. IRC 1766 of 2007)

 

 

REVIEWED AWARD

 

PART A

 

1.  Arrangement

 

Clause No.          Subject Matter

 

1.         Arrangement

2.         Definitions

3.         Anti-discrimination

4.         Rates of Pay

5.         Wage Sacrifice for Superannuation and Wage/Salary Packaging Arrangements

6.         Hours of Work

7.         Leave

8.         Personal/Carers Leave

9.         Overtime

10.       Duties of Employees

11.       Training

12.       Redundancy

13.       Dispute Resolution Procedure

14        Deduction of Union Membership Fees

15.       Area, Incidence and Duration

 

PART B

 

MONETARY RATES

 

Table 1 - Rates of Pay

 

2.  Definitions

 

(a)        "Department" means the Department of Education and Training.

 

(b)        "Employee" means any permanent or temporary printing support officer assigned to work in the Graphic Arts Section at the TAFE NSW Sydney Institute, and who works 38 hours per week.

 

(c)        "Employer" means the Division Head of the NSW Department of Education and Training.

 

(d)        "Part Time Employee" means any permanent or temporary printing support officer assigned to work at the Graphic Arts Section at the TAFE NSW Sydney Institute, and who works less than 38 hours per week.

 

(e)        "Printing Support Officer - Level 1" performs routine maintenance and cleaning of machines and workshop. Attends to equipment, carries out necessary adjustments, replaces parts and installs equipment. No formal qualifications required, no operation of trade equipment.

 

(f)         "Printing Support Officer - Level 2" operates single purpose machines and equipment. Attends to equipment, carries out necessary adjustments, replaces parts and installs equipment. Cleans workshop and equipment. No formal qualifications required, no operation of trade equipment.

 

(g)        "Printing Support Officer - Level 3" provides high quality printing, class support services and advice. Operates, maintains, repairs and installs printing and related equipment to the level of qualifications, training and skills possessed. Specialised in at least one area of the printing industry. Recognises and acts on quality assurance problems. Formal qualifications in the printing industry or recognised equivalent.

 

(h)        "Printing Support Officer - Level 4" manages and co-ordinates the printing support operations within the Graphic Arts Section. Develops, implements and monitors an ongoing preventative maintenance program for all printing and related equipment. Prepares printing support staff rosters, checks timebooks, prepares weekly attendance returns, certifies overtime claims. Formal qualifications in the printing industry or recognised equivalent with demonstrated management experience.

 

(i)         Printing Computer Support Officer provides high quality computing class support services and advice. Ensures that computer equipment is maintained and operative, recognises and acts on quality assurance problems. Identifies and responds to computer related problems and takes necessary action to rectify. Formal qualifications in the printing industry or recognised equivalent with broad computer knowledge.

 

(j)         "TAFE" means the New South Wales Technical and Further Education Commission.

 

(k)        "Union" means the Australian Manufacturing Workers Union, Printing Division NSW.

 

3.  Anti-Discrimination

 

(a)        It is the intention of the parties 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.

 

(b)        It follows that in fulfilling their obligations under the dispute resolution procedure prescribed under clause 13 of 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 shall 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.

 

(c)        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.

 

(d)        Nothing in this clause is to be taken to affect:

 

(i)         any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(ii)        offering or providing junior rates of pay to persons under 21 years of age;

 

(iii)       any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977; and

 

(iv)       a party to this award from pursuing matters of unlawful discrimination in any state or federal jurisdiction.

 

(e)        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.

 

4.  Rates of Pay

 

(a)        The weekly rates of pay for all printing support officers are set out in Table 1 of Part B, Monetary Rates.

 

(b)        The maximum weekly rates of pay for part time employees shall be the hourly equivalent of the ordinary weekly rate of pay prescribed by subclause (a) of this clause of the classifications in which the employee is engaged for the actual number of hours worked.

 

(c)        The weekly wage rates as set out in Table 1 of Part B, Monetary Rates, shall be adjusted in line with the Crown Employees Wages Staff (Rates of Pay) Award 2007 or any variation to, or successor instruments to the said award.

 

5.  Wage Sacrifice for Superannuation and Wage/Salary Packaging Arrangements

 

(i)         The entitlement to salary package in accordance with this clause is available to:

 

(a)        permanent full-time and part-time employees;

 

(b)        temporary employees, subject to the Department’s convenience; and

 

(c)        casual employees, subject to the Department’s convenience, and limited to salary sacrifice to superannuation in accordance with subclause (vii).

 

(ii)        For the purposes of this clause:

 

(a)        "salary" means the salary or rate of pay prescribed for the employee's classification by clause 4, Rates of Pay, and Part B of this Award, and any other payment that can be salary packaged in accordance with Australian taxation law.

 

(b)        "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 judgment debtor/garnishee orders.

 

(iii)       By mutual agreement with the employer, an employee may elect to package a part or all of their post compulsory deduction salary in order to obtain:

 

(a)        a benefit or benefits selected from those approved by the employer; and

 

(b)        an amount equal to the difference between the employee’s salary, and the amount specified by the employer for the benefit provided to or in respect of the employee in accordance with such agreement.

 

(iv)       An election to salary package must be made prior to the commencement of the period of service to which the earnings relate.

 

(v)        The agreement shall be known as a Salary Packaging Agreement.

 

(vi)       Except in accordance with subclause (vii), 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 employer at the time of signing the Salary Packaging Agreement.

 

(vii)      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:

 

(a)        paid into the superannuation fund established under the First State Superannuation Act 1992; or

 

(b)        where the employer is making compulsory employer superannuation contributions to another complying superannuation fund, paid into the same complying fund; or

 

(c)        subject to the Department’s agreement, paid into another complying superannuation fund.

 

(viii)     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.

 

(ix)       Where the employee makes an election to salary package and where the employee is a member of a superannuation scheme established under the:

 

(a)        Police Regulation (Superannuation) Act 1906;

 

(b)        Superannuation Act 1916;

 

(c)        State Authorities Superannuation Act 1987; or

 

(d)        State Authorities Non-contributory Superannuation Act 1987,

 

the employer 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.

 

(x)        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 (ix) of this clause, the employer 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 employer may be in excess of superannuation guarantee requirements after the salary packaging is implemented.

 

(xi)       Where the employee makes an election to salary package:

 

(a)        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

 

(b)        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 4, Rates of Pay, or Part B of this Award if the Salary Packaging Agreement had not been entered into.

 

(xii)      The Department may vary the range and type of benefits available from time to time following discussion with the union.  Such variations shall apply to any existing or future Salary Packaging Agreement from date of such variation.

 

(xiii)     The Department will determine from time to time the value of the benefits provided following discussion with the union.  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.

 

6.  Hours of Work

 

(a)        The ordinary working hours of employees covered by the award shall be thirty-eight per week. Such hours shall be worked on a twenty-day four-week cycle, Monday to Friday inclusive, with nineteen working days of eight hours each with 0.4 of one hour on each day worked accruing as an entitlement to take up to one day off in each work cycle paid for as though worked. The day off shall preferably be a Monday or Friday and may be either a fixed day or a rostered day depending upon the particular requirements of management. Where special circumstances arise the day so determined may be altered to some other day to meet the needs of the establishment.

 

(b)        Part time employees who work regular hours on a five day basis may, by mutual agreement between the employee and the Director of Sydney Institute, be entitled to the benefit of the 38 hour week, 19 day month on a pro rata basis.

 

(c)        Starting and finishing times for employees covered by this award shall be determined by the Director of Sydney Institute provided that the earliest starting time shall be 6.15 am and the latest ceasing time shall be 9.00 pm.

 

(d)        In the event of an employee's ordinary ceasing time being later than 5.30 pm the Director of Sydney Institute shall give the employee at least 24 hours prior notice of such later ceasing time. Work performed after 5.30 pm shall attract overtime in accordance with the provisions of clause 9, Overtime of this award.

 

(e)        An employee who is required to work on their rostered day off shall be entitled to an alternative rostered day to be taken within a period of three months.

 

(f)         Rostered days may be accumulated during semesters and taken in the vacation next occurring.

 

(g)        Where an employee's rostered day off falls on a public holiday, to which the employee is normally entitled as a day off without loss of pay, the employee shall within three months of the date of that public holiday, be given an alternative day in lieu of the day off which falls on the public holiday.

 

(h)        Each day of paid, sick or recreation leave taken and any public holidays occurring during any cycle of four weeks shall be regarded as a day worked for accrual purposes.

 

(i)         An employee who has not worked, or is not regarded by reason of subclause (e) as having worked, a complete four-week cycle shall receive pro rata accrued entitlements for each day worked (or each fraction day worked) or regarded as having been worked in such cycle payable for the rostered day off or, in the termination of employment, on termination.

 

(j)         The Director of Sydney Institute shall give employee’s covered by the terms of this award 48 hours notice of any decision to change a pre-specified rostered day.

 

(k)        Subject to clause l the Director of Sydney Institute may require an employee to work reasonable overtime at overtime rates.

 

(l)         An employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable.

 

(m)       For the purposes of clause l what is unreasonable or otherwise will be determined having regard to:

 

(i)         any risk to employee health and safety;

 

(ii)        the employee's personal circumstances including any family and carer responsibilities;

 

(iii)       the needs of the workplace or enterprise;

 

(iv)       the notice (if any) given by the Director of Sydney Institute of the overtime and by the employee of his or her intention to refuse it; and

 

(v)        any other relevant matter.

 

7.  Leave

 

(a)        Annual Recreation Leave - All employees, other than casual employees, will be entitled to a minimum of 20 days recreation leave or pro-rata where employed for periods of less than the equivalent full-time.

 

(b)        Annual Leave Loading - All employees, other than casual employees, shall be paid a loading of 17.5 per cent of their salary for each week of the four weeks minimum annual leave as provided for in subclause (a) of this clause for each 12 months of service, or pro-rata on the basis of the employees ordinary hours of work.

 

(c)        Sick Leave

 

(i)         All full-time employees shall be entitled to 15 days per annum with the unused component of the annual entitlement being fully cumulative.

 

(ii)        All part time or temporary employees sick leave entitlement shall be in that proportion of 15 days which their appointment bears to the proportion of the year that they work.

 

(d)        Extended Leave

 

(i)         All printing support officers shall be entitled to extended leave of 44 working days on full pay or 88 working days on half pay after completing ten years of service and a further 11 working days for each completed year of service after ten years.

 

(e)        Family and Community Services Leave

 

(i)         The Director of Sydney Institute may grant all printing support officers, family and community services leave:

 

(1)        for reasons related to family responsibilities;

 

(2)        for the performance of community service; or

 

(3)        in cases of pressing necessity.

 

(ii)        The maximum amount of family and community service leave on full pay which may be granted is whichever is the greater of:

 

(1)        Two and one half working days during the first year of service and five working days in any period of two years after the first year of service; or

 

(2)        One working day for each year of service after two years of continuous service, less any period of family and community service leave already taken.

 

(iii)       The Director of Sydney Institute may grant employee’s up to a maximum of five days family and community service leave without pay in any year if the entitlement of paid family and community service leave has been used.  The amount of such leave granted in any one year is to be reduced by the amount of any paid family and community service leave already taken in that period.

 

(iv)       Family and community services leave could be used for the following situations:

 

(1)        the illness of a relative;

 

(2)        where a child carer is unable to look after their charge;

 

(3)        to arrange or attend a funeral of a relative;

 

(4)        adverse weather conditions which prevent attendance or threaten life or property;

 

(5)        to accompany a relative to a medical appointment where there is no element of emergency;

 

(6)        parent and teacher meetings;

 

(7)        education week activities; and

 

(8)        to care for an elderly relative.

 

(v)        The Director of Sydney Institute may also grant family and community service leave for matter such as:

 

(1)        attending to accommodation;

 

(2)        citizenship;

 

(3)        motor vehicle accidents on the way to work;

 

(4)        representing Australia or the State in amateur sport other than in the Olympic games or the Commonwealth Games; and

 

(5)        office holders in local government (other than as Mayor) for attendance at meetings, conferences or other associated duties.

 

(vi)       Employee’s are not to be granted family and community service leave for attendance at court to answer a criminal charge, except with the approval of the Director of Sydney Institute.

 

8.  Personal/Carer’s Leave

 

(a)        Use of Sick Leave

 

(i)         Any employee, other than a casual employee, with responsibilities in relation to a class of person set out in subclause 8 (iii) (b) below who needs the employee's care and support shall be entitled to use, in accordance with this subclause, any current sick leave entitlement or sick leave accrued in the previous three years, as provided for in clause 7 (c), of this award for absences to provide care and support for such persons when they are ill.  Such leave may be taken for part of a single day.

 

(ii)        The employee shall, if required, 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.  In normal circumstances, an employee must not take carer’s leave under this subclause where another person has taken leave to care for the same person.

 

(iii)       The entitlement to use sick leave in accordance with this subclause is subject to:

 

(a)        the employee being responsible for the care of the person concerned; and

 

(b)       the person concerned being:

 

(1)        a spouse of the employee; or

 

(2)        a de facto spouse who, in relation to a person, is a person of the opposite sex to the first mentioned person who lives with the first mentioned person as the husband or wife of that person on a bona fide domestic basis although not legally married to that person; or

 

(3)        a child or an adult child (including an adopted child, a stepchild, a foster child or an ex nuptial child), parent (including a foster parent and legal guardian), grandparent, grandchild or sibling of the employee or spouse or de facto spouse of the employee; or

 

(4)        a same sex partner who lives with the employee as the de facto partner of that employee on a bona fide domestic basis; or

 

(5)        a relative of the employee who is a member of the same household where, for the purposes of this section:

 

(i)         "relative" means a person related by blood, marriage or affinity;

 

(ii)        "affinity" means a relationship that one spouse, because of marriage, has to blood relatives of the other; and

 

(iii)       "household" means a family group living in the same domestic dwelling.

 

(iv)       An employee shall, wherever practicable, give the employer notice, prior to the absence, of the intention to take leave, the name of the person requiring care and that person's relationship to the employee, the reasons for taking such leave and the estimated length of absence.  If it is not practicable for the employee to give notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of absence.

 

(iv)       Subject to the evidentiary and notice requirements in 8 (a) (ii) and 8 (a) (iii) (5) (iv), casual employees are entitled to not be available to attend work, or to leave work if they need to care for a person prescribed in subclause 8 (a) (iii) of 8. Personal/Carer’s Leave who is sick and requires care and support, or who requires care due to an unexpected emergency, or the birth of a child.

 

(v)        The employer and the employee shall agree on the period for which the employee will not be entitled to be available to attend work.  In the absence of agreement, the employee is entitled to not be available 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.

 

(vi)       An employer 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.

 

(b)        Unpaid Leave for Family Purpose

 

(i)         An employee may elect, with the consent of the employer to take unpaid leave or the purpose of providing care and support to a member of a class of person set out in section (b) of subparagraph (iii) of subclause (a) above, who is ill.

 

(c)        Use of Annual (Recreation) Leave

 

(i)         An employee may elect with the employer’s agreement to take annual leave not exceeding tend days in single day periods, or part thereof, in any calendar year at a time or times agreed by the parties to care for a person prescribed in subclause 8 (a) (iii) of 18, Personal/Carer’s Leave who is sick and requires care and support, or who requires care due to an unexpected emergency, or the birth of a child.

 

(ii)        An employee may elect with the employer’s agreement to take annual leave at any time within a period of 24 months from the date at which it falls due.

 

(iii)       Access to annual leave, as prescribed in paragraph (i) of this subclause, shall be exclusive of any shutdown period provided for elsewhere under this award.

 

(d)        Time Off in Lieu of Payment for Overtime

 

(i)         An employee may elect, with the consent of the Director of Sydney Institute, to take time off in lieu of payment for overtime at a time or times agreed with the employer within twelve (12) months of the said election.

 

(ii)        Overtime taken as time off during ordinary time hours shall be taken at the ordinary time rate, that is an hour for each hour worked.

 

(iii)       If, having elected to take time as leave in accordance with clause 8 (d) (i) above, the leave is not taken for whatever reason payment for time accrued at overtime rates shall be made at the expiry of the twelve (12) month period or on termination.

 

(iv)       Where no election is made in accordance with clause 8 (d) (i) above, the employee shall be paid overtime rates in accordance with this award.

 

(e)        Make - Up time

 

(i)         To care for an ill family member, an employee may, with the employers consent, elect to work make-up time. This means the employee takes time off during ordinary hours and works those hours at a later time, but during the spread of ordinary hours and at the ordinary rate of pay.

 

(f)         Rostered Days Off

 

(i)         An employee may elect, with the consent of the employer, to take an accrued rostered day off for personal/carers leave purposes at any time.

 

(ii)        An employee may elect, with the consent of the employer, to take rostered days off in part day amounts.

 

(g)        Bereavement Leave

 

(i)         An employee other than a casual employee shall be entitled up to two days bereavement leave without deduction of pay on each occasion of the death of a person prescribed for the purposes of Personal Carer's Leave in subclause 8 (a) (iii) (b).

 

(ii)        The employee must notify the employer as soon as practicable of the intention to take bereavement leave and will, if required by the employer, provide to the satisfaction of the employer proof of death.

 

(iii)       Bereavement leave shall be available to the employee in respect to the death of a person prescribed for the purposes of Personal/Carer's Leave in subclause 8 (a) (iii) (b), provided that for the purpose of bereavement leave, the employee need not have been responsible for the care of the person concerned.

 

(iv)       An employee shall not be entitled to bereavement leave under this clause during any period in respect of which the employee has been granted other leave.

 

(v)        Bereavement leave may be taken in conjunction with other leave available under subclauses (a), (b), (c), (d), (e) and (f) of this clause.  In determining such a request the employer will give consideration to the circumstances of the employee and the reasonable operational requirements of the business.

 

9.  Overtime

 

(a)        For all work required to be performed in excess of 8 hours on any one day the rates of pay shall be time and a half for the first two hours and double time thereafter.

 

(b)        An employee who works so much overtime between the termination of ordinary work on one day and the commencement of ordinary work on the next day without having had ten consecutive hours off duty shall be paid at double rates until released from duty for such period and shall be entitled to be absent until the employee has had ten consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

 

10.  Duties of Employees

 

(a)        The employer, their delegate, nominee or representative may direct an employee to carry out such duties as are within the limits of the employee's skill, competence and training consistent with the classifications covered by this award and provided that such duties are not designed to promote de-skilling.

 

(b)        The employer, their delegate, nominee or representative may direct an employee to carry out such duties and use such tools, materials and equipment as may be required provided that the employee has been properly trained in the use of such tools, materials and equipment.

 

(c)        Any directions issued by the employer, their delegate, nominee or representative pursuant to sub-clauses (a) and (b) shall be consistent with the employer’s responsibility to provide a safe and healthy working environment.

 

11.  Training

 

(a)        If management perceives that there is a need for Printing Support Officers to increase their skills the appropriate training will be provided.

 

12.  Redundancy

 

The Department's Procedures for Managing Potentially Displaced, Displaced and Excess Permanent Employees and Displaced Long Term Temporary Employees, as varied from time to time, shall apply to persons employed under this award.

 

13.  Dispute Resolution Procedure

 

(a)        Subject to the provisions of the Industrial Relations Act 1996, the following procedures shall apply:

 

(i)         Should any dispute (including a question or difficulty) arise as to matters occurring in a particular workplace, then the employee and or the Union workplace representative shall raise the matter with the appropriate supervisor as soon as practicable.

 

(ii)        The appropriate supervisor shall discuss the matter with the employee and or the Union workplace representative within two working days with a view to resolving the matter or by negotiating an agreed method and time frame for proceeding.

 

(iii)       Should the above procedure be unsuccessful in producing resolution of the dispute or should the matter be of a nature which involves multiple workplaces, then the employee and or the Union may raise the matter with an appropriate officer of the Department or TAFE NSW Sydney Institute with a view to resolving the dispute, or by negotiating an agreed method and time frame for proceeding.

 

(iv)       Where the procedures in paragraph (iii) do not lead to resolution of the dispute, the matter shall be referred to the Deputy Director General, Workforce Management and Systems Improvement of the Department and the General Secretary of the Union.  They or their nominees shall discuss the dispute with a view to resolving the matter or by negotiating an agreed method and time frame for proceeding.

 

(b)        Should the above procedures not lead to a resolution, then either party may make application to the Industrial Relations Commission of New South Wales.

 

14.  Deduction of Union Membership Fees

 

(i)         The union shall provide the employer with a schedule setting out union fortnightly membership fees payable by members of the union in accordance with the union's rules.

 

(ii)        The union shall advise the employer of any change to the amount of fortnightly membership fees made under its rules.  Any variation to the schedule of union fortnightly membership fees payable shall be provided to the employer at least one month in advance of the variation taking effect.

 

(iii)       Subject to (i) and (ii) above, the employer shall deduct union fortnightly membership fees from the pay of any employee who is a member of the union in accordance with the union's rules, provided that the employee has authorised the employer to make such deductions.

 

(iv)       Monies so deducted from employees' pay shall be forwarded regularly to the union together with all necessary information to enable the union to reconcile and credit subscriptions to employees' union membership accounts.

 

(v)        Unless other arrangements are agreed to by the employer and the union, all union membership fees shall be deducted on a fortnightly basis.

 

(vi)       Where an employee has already authorised the deduction of union membership fees from his or her pay prior to this clause taking effect, nothing in this clause shall be read as requiring the employee to make a fresh authorisation in order for such deductions to continue.

 

15.  Area, Incidence and Duration

 

15.1      This award shall apply to all printing support officers assigned to work in the Graphic Arts Section of the TAFE NSW Sydney Institute. This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the New South Wales TAFE Commission (Graphic Arts Section, Sydney Institute of Technology) Wages and Conditions Award published on 11 March 2005 (349 I.G. 82), as varied.

 

15.2      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 on and from 7 December 2007.

 

This award remains in force until varied or rescinded, the period for which it was made already having expired.

 

15.3      To the extent that this award replaces, deals with the same subject matter or modifies policy, the provisions of this award will prevail.

 

PART B

 

MONETARY RATES

 

Table 1 - Weekly Rates of Pay

 

 

 

 

I. TABBAA, Commissioner.

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.