SYDNEY OLYMPIC PARK VISITORS SERVICES (STATE) AWARD 2002
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by The
Australian Workers' Union, New South Wales, an industrial organisation
of employees.
(No. IRC 2204 of 2002)
|
Before Commissioner
Macdonald
|
23 May 2002
|
AWARD
1. Title
This award shall be known as the Sydney Olympic Park
Visitors Services (State) Award 2002.
2. Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Arrangement
3. Intention
4. Rates of
Pay
5. Conditions
of Engagement (Full-time, Part-time and Fixed-term Employees)
6. Hours of
Work (Full-time, Part-time and Fixed-term Employees)
7. Casual
Employees
8. Meal
Breaks
9. Excess
Hours Worked (Full-time, Part-time and Fixed-term Employees)
10. Public
Holidays
11. Sick Leave
12. Anti-Discrimination
13. State
Personal/Carer's Leave
14. Bereavement
Leave
15. Parental
Leave
16. Redundancy
17. Training
Wage
18. Payment of
Wages
19. Annual
Leave and Annual Leave Loading
20. Job
Representative
21. Labour
Flexibility
22. Uniforms
and Protective Clothing
23. Tools and
Equipment
24. Change
Rooms and Amenities
25. Grievance
and Dispute Resolution Procedures
26. Area,
Incidence and Duration
27. No Extra
Claims
28. No
Reduction of Entitlements
29. Payroll
Advice
30. Superannuation
31. Rehabilitation
Services
PART B
MONETARY RATES
Table 1 - Rates of Pay
PART C
CLASSIFICATIONS
3. Intention
The principal intentions of this award are:
(i) to promote
harmonious industrial relations at the Sydney Olympic Park site as defined in
clause 26, Area, Incidence and Duration;
(ii) to maximise
standards of service to the public and park's users, measured against those
applying in the leisure and recreation industry nationally and internationally;
(iii) to facilitate
the development of a multi-skilled workforce;
(iv) to establish
flexible operational arrangements to meet the needs of the employer, its
clients and those of the workforce;
(v) to establish
the Sydney Olympic Park as world-class sporting, leisure, cultural,
educational, commercial, tourist, entertainment and environmental venue;
(vi) to provide the
workforce with a comprehensive information service regarding their wages,
conditions of employment and other related matters.
4. Rates of Pay
(i) The minimum
rates of pay for employees covered by this award shall be those set out in
Table 1 - Rates of Pay, of Part B, Monetary Rates.
(ii)
|
Junior Rates
|
Percentage of Appropriate Rate
|
|
At 18 years
|
75
|
|
At 19 years
|
85
|
|
At 20 years
|
100
|
(iii) The classifications
(skills/definitions) for employees covered by this award shall be those
classifications set out in Part C, Classifications.
5. Conditions of
Engagement (Full-time, Part-time and Fixed-term Employees)
(i) An employee
shall be engaged as either a full-time, part-time, fixed-term or casual
employee.
(ii) A full-time
employee is an employee who is engaged to work an average of 38 hours per week,
Monday to Sunday.
(iii) A part-time
employee is an employee engaged to work a minimum of ten hours per week. A part-time employee shall receive sick
leave, annual leave and long service leave on a pro rata basis.
(iv) Full-time and
part-time employees shall be engaged by the week and their engagement shall
only be terminated by the employer or employee by the giving of one week's
notice or by the payment in lieu or forfeiture, as the case may be, of the
appropriate wage in lieu of notice.
(v) A fixed-term
employee shall be employed for a fixed period.
The engagement of a fixed-term employee may be varied by agreement
between the employer and the employee.
(vi) The provisions
outlined in subclauses (iv) and (v) of this clause shall not affect the right
of the employer to dismiss any employee without notice for misconduct or other
neglect of duty.
(vii) Notwithstanding
the provisions applying to paid leave, the employer shall have the right to
deduct payment for time lost by an employee who fails to attend for duty
without leave to absent himself/herself for the actual time of such
non-attendance.
6. Hours of Work
(Full-time, Part-time and Fixed-term Employees)
(i) The ordinary
hours of work, exclusive of meal times, shall not exceed an average of 38 per
week, Monday to Sunday, between the hours of 7.00 a.m. and 11.00 p.m. The ordinary hours may be extended to
between 6.00 a.m. and 2.00 a.m. to cover special events, provided that the
employer gives the relevant employees seven days' notice of the extension of
ordinary hours, or upon agreement between the employer and the employee.
(ii) Where
employees are required to work outside the ordinary hours of work, employee
will be paid a loading of 15% for hours worked (other than overtime hours)
between 2.00 a.m. and 6.00 a.m. in accordance with subclause (i) of this
clause.
(iii) Notwithstanding
the provisions of subclauses (i) and (ii) of this clause, the ordinary hours of
work for an employee engaged in the safeguarding of property shall not exceed
an average of 38 per week, and may be worked as ordinary hours any hour of the
day. This provision shall only apply to
employees classified at Level 3 or 4 under this award.
(iv) The employer
shall arrange the working hours of the 38 hours per week:
(a) by employees
working less than eight hours per day;
(b) by employees
working less than eight hours on one or more days in each week;
(c) by employees
working up to ten hours on one or more days in the week.
(v) Employees
shall be entitled to receive four sets of two consecutive days off in each 28
day period.
(vi) Notwithstanding
the provisions of subclauses (i) and (iii) of this clause, the employer and
employee may agree to change the rostered time of ordinary hours by one week's
notice or the consent of the employees at any time.
7. Casual Employees
(i) Subject to
subclause (v) of this clause, a casual employee is an employee engaged and paid
as such. A casual employee shall be
paid the appropriate hourly rate as set out in Table 1 - Rates of Pay, of Part
B, Monetary Rates, for all hours worked Monday to Sunday, regardless of start
and finish times.
(ii) The casual
hourly rate contained in this award contains a component in lieu of any
entitlement to sick leave, bereavement leave, long service leave and annual
leave. Moreover, casual employees shall
not be entitled to claim the benefits of clause 13, State Personal/Care's
Leave, clause 16, Redundancy, clause 18, Payment of Wages, and clause 21,
Labour Flexibility.
(iii) A casual
employee shall receive a minimum payment of four hours for each engagement, to
be worked consecutively, except in the case of tour guides or training
sessions, which shall be two hours.
(iv) Casual rosters
may be changed by management, provided that shifts are not shortened to less
than the minimums referred to above.
Further, employees shall be advised of their anticipated finishing time
at the commencement of a shift.
However, nothing in this subclause shall be construed to affect the
employer's right to shorten an engagement after it has commenced.
(v) Casual
employees who are required to work on a public holiday shall be entitled to
double time and one half of the base weekly pay rate for each hour worked on
the public holiday.
(vi) Where a casual
employee is required to work 14 hours in any 24 hour period, the casual
employee shall have at least ten consecutive hours off duty before their next
engagement.
8. Meal Breaks
(i) All employees
shall be entitled to the following meal breaks:
(a) when required
to work no more than four hours - one 10 minute paid break.
(b) when required
to work more than four but no more than six hours - two 10 minute paid breaks.
(c) when required
to work an eight hour shift - two 10 minute paid breaks and a 30 minute unpaid
break.
(d) when required
to work more than two hours after having worked an eight hour shift - an
additional 10 minute paid break after every additional two hours' work.
(ii) The employer
and employee shall determine the time at which a rest break shall be taken.
(iii) Notwithstanding
the provisions of subclause (i) of this clause, the employer and employee can
determine the appropriate time to take a meal break by mutual agreement.
(iv) An employee
required to work through a period when a meal break should be taken shall
receive overtime for the time so worked at the rate of time and a half of the
base ordinary weekly rate.
(v) An employee
who is required to work for a continuous period amounting to more than five
hours from the time of commencing work shall be entitled be absent from work
until the employee has had 10 consecutive hours off duty. Should the said 10 hours or any part thereof
coincide with the employees ordinary hours of work or the next shift, the
employee shall be paid at ordinary rates for the time which falls within the
employees ordinary hours of work or the next shift.
9. Excess Hours
Worked (Full-time, Part-time and Fixed-term Employees)
(i) All hours
worked in excess of an average of 38 in any one week outside the spread of
hours prescribed in subclause (i) of clause 6, Hours or Work (Full-time,
Part-time and Fixed-term Employees), or in excess of 10 hours on one day, shall
be paid as overtime or given as time off in lieu. This subclause does not apply to casual employees.
(ii) All excess
hours must be authorised by the appropriate supervisor in each section, prior
to any overtime being worked.
(iii) By mutual
agreement, excess hours shall be paid as overtime or taken as time off in
lieu. Time off in lieu will be the
equivalent number of actual hours worked.
All accrued time off in lieu shall be taken two months after it falls
due, unless there is mutual agreement between the employer and employee to do
otherwise. The maximum number of hours
to be accrued at any time is 38.
(iv) Where it is
impracticable for the excess hours to be taken off as time off in lieu, it
shall be paid for at the rate of time and one half for the first two hours and
double time thereafter.
(v) An employee
(other than a casual 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 that the employee has not had at least 10 consecutive hours off
duty between those times, shall be released after the completion of such
overtime until 10 consecutive hours have been allowed without loss of pay for
ordinary working time occurring during such absence.
(vi) For the
purpose of this clause, "excess hours" means overtime.
10. Public Holidays
(i) The days on
which New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Monday, Anzac Day, Queen's Birthday, Labour Day, Christmas Day, Boxing Day or
any proclaimed day in lieu thereof for the State are observed shall be holidays
and no deduction shall be made in respect of such holidays from the wages due
to any employee for the week in which such holiday or holidays occur.
Provided that any of the abovementioned holidays may be
substituted for another day off by agreement between the employer and
employee(s), to be taken within one month of the said holiday or adjacent to a
period of annual leave.
(ii) In addition
to the holidays prescribed in subclause (i) of this clause, full-time,
part-time and fixed-term employees shall be entitled to take a paid picnic day
which shall be observed on the first Monday in December or which shall be taken
at a time mutually agreeable to the employer and the employee(s), provided that
the employee shall provide to the employer proof of purchase of a ticket to the
AWU's picnic day function, 10 working days prior to the event.
(iii) Any
full-time, part-time or fixed-term employee who is required to work on a public
holiday shall be entitled to time and one half hours pay for each hour worked,
as well as a day off in lieu at a time mutually agreed or double time and one
half for each hour worked on the public holiday.
(iv) An employee
who is absent from work on the day before or the day after a public holiday
shall provide the employer with proof of sickness (by way of a medical
certificate) prior to receiving payment for those days.
(v) An employee
whose day(s) off duty coincides with a public holiday shall not be entitled to
receive an additional day in lieu.
(vi) Casual
employees who are required to work on a public holiday shall be entitled to
double time and one-half of the base weekly pay rate for each hour worked on
the public holiday.
11. Sick Leave
(i) A full-time,
part-time or fixed-term employee shall be entitled to 10 days' sick leave pro
rata per year. Part-time employees
shall be entitled to a proportionate amount of sick leave.
(ii) If the full
period of sick leave is not taken on any one year, the whole or untaken portion
shall accumulate from year to year.
(iii) An employee
shall not be entitled to sick leave for any period in respect of which such
employee is entitled to Workers' Compensation.
(iv) Where an
employee is ill or incapacitated on a rostered day or shift off, he/she shall
not be entitled to sick pay on that day, nor shall his/her entitlement to sick
leave be reduced as a result of such illness or incapacity.
(v) Where an
employee is absent for more than one consecutive day, or more than five single
days in one year, the employee shall provide the employer with a doctor's
certificate.
(vi) The employee
shall, wherever possible, prior to the commencement of the absence of sick
leave, inform the employer of his/her inability to attend for duty and, as far
as practicable, state the nature of the injury or illness and the estimated
duration of the absence.
12.
Anti-Discrimination
(i) 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 on the grounds of race,
sex, marital status, disability, homosexuality, transgender identity, age and
responsibilities as a carer,
(ii) 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.
(iii) 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.
(iv) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56 (d) of the Anti-Discrimination
Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
(v) This clause
does not create legal rights or obligation in addition to those imposed upon
the parties by the legislation referred to in this clause.
Notes:
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977
provides:
“Nothing in this 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.”
13. State
Personal/Carer's Leave
(i) Use of sick
leave
(a) An employee
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (2) of paragraph (c) of this subclause, who
needs the employee's care and support, shall be entitled to use, in accordance
with this subclause, any current or accrued sick leave entitlement provided for
in clause 11, Sick Leave, 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.
(b) The employee
shall, if required, establish, 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.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(1) the employee
being responsible for the care and support of the person concerned; and
(2) the person
concerned being:
(i) a spouse of
the employee; or
(ii) 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
(iii) 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
(iv) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(v) a relative of
the employee who is a member of the same household where, for the purpose of
this paragraph:
"relative" means a person related by blood,
marriage or affinity;
"affinity" means a relationship that one
spouse, because of marriage, has to blood relatives of the other; and
"household" means a family group living in
the same domestic dwelling.
(3) 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 their
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 prior notice of absence, the employee shall
notify the employer by telephone of such absence at the first opportunity on
the day of absence.
(ii) Unpaid leave
for family purpose
An employee may elect, with the consent of the
employer, to take unpaid leave for the purpose of providing care and support to
a class of person set out in subparagraph (2) of paragraph (c) of subclause (i)
who is ill.
(iii) Annual leave
(a) An employee
may elect, with the consent of the employer, subject to the Annual Holidays Act 1944, to take annual
leave not exceeding five days in single day periods, or part thereof, in any
calendar year at a time or times agreed by the parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this award.
(c) An employee
and employer may agree to defer payment of annual leave loading in respect of
single day absences until at least five consecutive annual leave days are
taken.
(iv) Time off in
lieu of payment for overtime
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(b) 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.
(c) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason, payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(d) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(v) Make-up time
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours and works those hours at
a later time during the spread of hours provided in the award, at the ordinary
rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
(vi) Rostered days
off (RDOs)
(a) An employee
may elect, with the consent of the employer, to take an RDO at any time.
(b) An employee
may elect, with the consent of the employer, to take RDOs in part day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all RDOs for the
purpose of creating a bank to be drawn upon at a time mutually agreed between
the employer and employee, or subject to reasonable notice by the employee or
employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility and providing a
reasonable opportunity for the union to participate in negotiations.
14. Bereavement Leave
A full-time, part-time or fixed-term employee shall be
entitled to a maximum of three days' leave without loss of pay on each occasion
and on the production of satisfactory evidence of the death within Australia of
a member of the employee's family or household prescribed in paragraph (c) of
subclause (i) of clause 13, State Personal/Carers' Leave
Provided further that an employee on a weekly hiring shall
be entitled to a maximum of two days' leave without loss of pay on each
occasion and on the production of satisfactory evidence of the death outside
Australia of a member of the employee's family or household prescribed in
paragraph (c) of subclause (i) of clause 13, and where such employee travels
outside Australia to attend the funeral.
Bereavement leave may be taken in conjunction with other
leave available under clause 13, State Personal/Carers' Leave. In determining such a request, the employer
will give consideration to the circumstances of the employee and the reasonable
operational requirements of the employer.
15. Parental Leave
A full-time, part-time or fixed-term employee shall be
entitled to parental leave pursuant to the provisions of the Industrial Relations Act 1996.
16. Redundancy
See the Theatrical Employees Redundancy (State) Award
published 15 December 2000 (321 I.G. 20).
17. Training Wage
See the New South Wales Theatrical Employees (Training Wage)
(State) Award published 1 November 1996 and award review published 8 February
2002 (331 I.G. 198).
18. Payment of Wages
Wages will be paid weekly in arrears by electronic funds
transfer (EFT).
19. Annual Leave and
Annual Leave Loading
(i) Full-time and
part-time employees shall receive annual leave of five weeks per annum, plus
17.5% annual leave loading, upon the completion of each 12 months' service.
(ii) The loading
referred to in subclause (i) of this clause shall be paid to all weekly
employees, upon the anniversary of their entitlement, as a lump sum.
(iii) Fixed-term
employees who are engaged on a contract of less than 12 months shall be
entitled to annual leave loading, provided that they have been employed as
either a casual or weekly employee for a period of longer than 12 months in
total, as an aggregate of full-time, part-time or casual employment.
20. Job
Representative
(i) A job
representative appointed by the employees shall be allowed the necessary time
during working hours to interview the supervisor or officer-in-charge on
matters affecting the employees whom he/she represents.
(ii) The
Australian Workers' Union, New South Wales, job delegates who are full-time
employees shall be allowed up to five days' paid leave per year to attend
approved courses run by the union.
(iii) Casual
employees appointed as job representatives shall be provided paid leave up to
eight hours in a calendar year to attend union-sponsored training, provided
that not more than two individuals are nominated for such training per calendar
year by the union.
21. Labour
Flexibility
Employees covered by this award shall perform all work
within their skill and competence including, but not limited to, work which is
incidental but not peripheral to their main tasks and functions.
22. Uniforms and
Protective Clothing
Employees are required to wear a uniform. The employer will
provide the following items of uniform:
(i) shirt;
(ii) hats; and
(iii) other items
from time to time.
Employees are responsible for supplying basic items of
uniform (such as black trousers, black shoes and socks), complying with the
employer's uniform policy.
Protective clothing and very cold weather clothing will be
supplied on an as-required basis to the employees free of charge and will
remain the property of the employer.
Upon termination of employment, all uniforms and property
belonging to the employer shall be returned by the employee to the
employer. The employer reserves the
right to withhold all wages due pending receipt of all property of the employer
issued to the employee.
23. Tools and
Equipment
All tools and equipment required by the employee(s) to
perform their duties shall be provided by the employer.
24. Change Rooms and
Amenities
The employer shall provide limited change room facilities
for the use of the employee(s), free of charge. Such change rooms shall be equipped with hot and cold showers and
shall be fitted with locker accommodation where practicable.
Employees required to work out in the open shall be issued
with block-out cream.
Further, employees shall have access to fresh water at their
work sites.
25. Grievance and
Dispute Resolution Procedures
(i) Procedures
relating to grievances of individual employees
(a) The employee
is required to notify (in writing or otherwise) the employer as to the
substance of the grievance, request a meeting with the employer for bilateral
discussions and state the remedy sought.
(b) A grievance
must initially be dealt with as close to its source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable
time limits must be allowed for discussion at each level of authority.
(d) At the
conclusion of the discussion, the employer must provide a response to the
employee's grievance, if the matter has not been resolved, including reasons
for not implementing a proposed remedy.
(e) While a
procedure is being followed, normal work must continue.
(f) The employee
may be represented by the union for the purpose of each procedure.
(ii) Procedures
relating to disputes, etc. between the employer and the employees
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time limits must be allowed for discussion at each level of authority.
(c) While a
procedure is being followed, work must continue as directed by the employer.
(d) The employer
may be represented by an industrial organisation of employers and the employees
may be represented by the union for the purpose of each procedure.
26. Area, Incidence
and Duration
(i) This award
shall regulate the terms and conditions of employees engaged within the scope
of the classification structure contained in subclause (iii) of clause 4, Rates
of Pay, to perform such functions as therein described at the Sydney Olympic
Park, Homebush, and employed by an employer contracted to provide such services
by the Sydney Olympic Park Authority and/or its successor.
(ii) This award
shall take effect on and from 23 May 2002 and shall remain in force until 30
April 2004.
(iii) This award
shall not apply to employees engaged by the operators (or subcontractors) of
the following:
(a) Sydney
International Athletics Centre;
(b) Sydney
International Aquatic Centre;
(c) State Sports
Centre;
(d) Royal Agricultural
Society Showground site;
(e) Stadium
Australia (Olympic Stadium);
(f) Sydney
SuperDome;
(g) Sydney
International Tennis Centre;
(h) Novotel/ Ibis
Hotel;
and this award shall not apply to any future venues, of
any description, and/or structures created at the Sydney Olympic Park.
27. No Extra Claims
It is a term of this award that the union undertakes not to
pursue any extra claims, award or over-award, of any nature, for the duration of the award.
28. No Reduction of
Entitlements
No existing employee at the date of the implementation of
this award shall suffer a reduction in either conditions or rates of pay,
whether award-based or not, simply as a consequence of the existence of this
award and its impacting on their employment.
29. Payroll Advice
All employees shall be issued with a written payroll advice
indicating all deduction made from the wage, classification and hourly rate of
pay, superannuation details, gross and net pay for the period, within five
working days of the completion of the pay period concerned or otherwise as
required to comply with the requirements of the Industrial Relations Act 1996.
30. Superannuation
The employer shall make
superannuation contributions into a complying fund on behalf of all eligible
employees in accordance with the relevant Commonwealth legislation excepting
that the employer shall be required to make the said contribution on a monthly
basis.
The Australian Public
Superannuation Fund (APS) is recognised as the industry-complying fund.
31. Rehabilitation
Services
Notwithstanding the
employers right to choose an appropriate rehabilitation provider, Australian
Injury Management Pty Limited (AIM) is recognised as a suitable rehabilitation
provider.
PART B
MONETARY RATES
Table 1 - Rates of Pay
The following shall be the ordinary hourly rates for
employees engaged between Monday and Sunday, excluding public holidays.
|
Classification
|
Weekly Employees
(per hour)
|
Casual Hourly Rates
|
|
Level 1
|
$13.00
|
$15.80
|
|
Level 2
|
$14.60
|
$17.75
|
|
Level 3
|
$16.25
|
$19.75
|
|
Level 4
|
$19.35
|
$23.50
|
The parties agree that the monetary figures contained in
this award reflect the outcome of the 2001 State Wage Case. Further, it is also agreed that the above
rates will be adjusted in line with the monetary outcomes or percentage
adjustments of the 2002 and 2003 State Wage Cases.
PART C
CLASSIFICATIONS
Level 1
Shall be an employee with no qualifications and who performs
duties of a routine nature, requiring the use of minimum judgement and
supervision. Employees at this level
may include the initial recruit, who may have limited relevant experience.
Indicative of some of the duties that an employee at this
level may perform are car park attendant and event marshall.
An employee at this level will be able to communicate with
the public in a courteous and tactful manner.
This position will work under close supervision and undergo on-the-job
training.
Upon completion of 400 hours of employment, an employee
would be reclassified to Level 2.
Level 2
Shall be an employee who has:
(a) undertaken
structured training recognised by the employer as being relevant; or
(b) completed 400
hours' employment at the level required of a Level 1 operative or equivalent
work within the Leisure and Recreation Venue Management Sector, including
acting as a traffic controller in regard to avenue or event at which this award
applies.
An employee at this level would:
demonstrate a capacity to work in a team environment
under routine supervision and assist with the provision of on-the-job training
to a limited degree; and
where appropriate, hold and maintain first aid and
other qualifications recognised as being in accordance with the safe and
effective conduct of duties involving public and employee health and safety;
and
undertake retail transactions and/or be responsible for
the presentation of tours or information sessions.
In addition to the requirements of Level 1 employees, the
following are indicative of the duties that an employee at this level may
perform - ticket sales agent, venue tour guide, general operational assistant,
event staff centre and communications centre staff.
Level 3
An employee at this level shall exercise discretion within
one's own level of skill, training and authority. The employee would have delegated responsibility for work under
his/her control or supervision in terms of allocation of duties, co-ordination
of workflows, checking progress, quality of work and resolving problems.
In addition to the requirements of Level 1 and 2 employees,
the following is indicative of the duties that an employee at this level may
perform - event staff team leader, supervising employees at Levels 1 and 2.
Level 4
Shall be an employee who, subject to broad guidance or
direction, reports to more senior staff as required and has appropriate levels
of experience and/or qualifications commensurate with the duties.
In addition to the requirements of Level 1, 2 and 3
employees, the following is indicative of the duties an employee at this level
may perform - an event supervisor, supervising employees at Levels 1, 2 and 3.
A. W. MACDONALD, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.