Crown
Employees (Correctional Officers, Department of Communities and Justice -
Corrective Services NSW) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 127156 of 2019)
Before Chief Commissioner Kite
|
29 August 2019
|
REVIEWED
AWARD
1. Arrangement
Clause No. Subject
Matter
1. Arrangement
2. Title
3. Definitions
4. Conditions
Fixed by Other Instruments of Employment
5. Ranking
Structure
6. Salaries
7. Allowances
8. Progression
and Promotion
9. Increments
10. Hours of
Work
11. Shiftwork
12. Rostered
Days Off
13. Shift
Handover
14. Payment of
Salary
15. Overtime
16. Recreation
Leave and Compensation for Saturdays, Sundays and Public Holidays
17. Annual
Leave Loading
18. Allowance
for Temporary Assignment
19. Permanent
part-time
20. Technological
change
21. Performance
Management
22. Work Health
and Safety
23. Dispute
resolution procedures
24. Professional
Conduct
25. Equity of
Employment
26. Harassment
Free Workplace
27. Anti-Discrimination
28. Deduction
of Association Membership and Legal Fund Fees
29. Savings of
rights
30. No further
claims
31. General
32. Area,
Incidence and Duration
Schedule A - Agreed Procedures
for the Settlement of Grievances and Disputes
Schedule B - Memorandum of Understanding for Correctional
Officers, Corrective Services NSW
2. Title
This Award shall be known as the Crown Employees
(Correctional Officers, Department of Communities and Justice- Corrective
Services NSW) Award.
3. Definitions
In this Award, unless the content or subject matter
otherwise indicates, the following definitions apply:
"Act" means the Government Sector Employment Act 2013, or its replacement.
"Association" means the Public Service Association
and Professional Officers’ Association Amalgamated Union of New South Wales.
"Award" means this Award.
"Conditions Award" means the Crown Employees
(Public Service Conditions of Employment) Award 2009 or its replacement.
"Corrective Services NSW (CSNSW)" means a division
within the Department of Communities and Justice.
"Division Head" means the Secretary of the
Department of Communities and Justice
"Day Worker" means an Officer, other than a shift
worker, who works the ordinary hours from Monday to Friday inclusive between
the hours of 6.00 a.m. and 6.00 p.m.
"General Manager" means the person occupying or
acting in the role of General Manager of a Correctional Centre or
Superintendent of a work location.
"Correctional Officer" or "Officer"
means and includes all adult persons employed under the provisions of the Act,
permanently or temporarily, who on the date of commencement of this Award were
occupying one of the roles s covered by this Award or who, after such date, are
appointed to one of such roles
"Regulation" means the Government Sector
Employment Regulations 2014, or its replacement.
"Service" means continuous service in a position
covered by this Award.
"Shift worker - Continuous Shifts" means an
officer engaged in work carried out in continuous shifts throughout the 24
hours of each of at least six consecutive days without interruption except
during meal breaks or due to unavoidable causes beyond the control of the
Division Head or delegate.
"Shift worker - non-continuous Shifts" means an
officer who is not a "day worker" or a "shift worker -
continuous shifts", as defined above.
4. Conditions Fixed by
Other Instruments of Employment
(i) The
following Awards, or their replacements, insofar as they fix conditions of
employment applying to officers covered by this Award, which are not fixed by
this Award, shall continue to apply:
Crown Employees (Public Service Conditions of
Employment) Award 2009
Crown Employees (Transferred Employees Compensation)
Award 2009
(ii) Except as
expressly provided by this Award, and except where conditions are covered by
the Awards referred to in subclause (i) of this
clause, the conditions of officers shall be determined by the provisions of the
Act, the Regulation and the New South Wales Public Service Personnel Handbook
or its replacement.
5. Ranking Structure
(i) Custodial
Officers:
Senior Correctional Officer
First Class Correctional Officer 2nd year and
thereafter
First Class Correctional Officer 1st year
Correctional Officer 2nd year and thereafter
Correctional Officer 1st year
Probationary Correctional Officer
(ii) Industrial
Officers:
Senior Overseer
Overseer 2nd year and thereafter
Overseer 1st year
6. Salaries
(i) Salaries
payable to officers covered by this Award shall be in accordance with the Crown
Employees (Public Sector – Salaries 2019) Award or
an Award replacing it.
(ii) Salaries
prescribed in this clause include a component for the previously paid:
environmental allowance
special duties allowance
clothing and laundry
allowances (except for hosiery)
7. Allowances
The following allowances are payable subject to the
conditions attached:
(i) Incidental
- this is to compensate for full participation in Area and Case Management,
including maintenance of Case Management files, training junior staff and
roster preparation (where appropriate), and for the progressive introduction of
electronic security and inmate monitoring systems.
(a) This allowance
shall be paid for all purposes. In the case of an officer acting in a higher
duties capacity, the higher allowance shall be payable only if the officer has
acted continuously in the role for more than four weeks, except for Senior
Correctional Officers rostered as Officer in Charge on "B" (night) or
"C" (afternoon) watches for consecutive periods of 4 (four) days or
more.
(b) Correctional
Officer
|
Per annum effective
first pay period commencing on or after
|
|
1 July 2019
|
|
$
|
Probationary Correctional Officer (in training)
|
n/a
|
Probationary (on graduation)
|
1,057
|
1st year
|
1,548
|
2nd year and thereafter
|
2,120
|
1st Class - 1st year
|
3,169
|
1st Class - 2nd year and thereafter
|
3,169
|
Senior Correctional Officer
|
5,283
|
(c) Industries and
Maintenance
Overseer
|
3,169
|
Senior Overseer
|
5,283
|
(d) This allowance
is not payable to Probationary Correctional Officers whilst in primary
training. It is payable from the date these officers enter on duty in a
correctional centre after graduation.
(ii) Meals – in
general Correctional Officers are not entitled to meal monies except as
provided for in clause 5 of Schedule B
(iii) Mobile Work
Camps - an amount of $127 per day in addition to a normal shift payment at
single time is payable to an officer rostered on a mobile work camp. This is an
all incidence allowance to compensate for all out of hours activities for the
remaining 16 hours each day for, among other things, acquisition of additional
skills for training purposes, imparting skills to inmates, responsibilities for
the security of equipment on a 24 hour basis, absence from their families and
disabilities for being exposed to the elements.
(iv) Hosiery
allowance - an amount of $120 per annum is paid to female Correctional Officers
to compensate for the purchase of hosiery (which is not provided as part of the
standard issue of clothing).
(v) Should there be
a variation to the ) Crown Employees (Public Sector –
Salaries 2019)Award, or an award replacing it, during the term of this Award,
by way of salary increase or other benefit to the public service, this Award
shall be varied to give effect to any such salary increase, or other benefit,
from the operative date of the variation of the former Award or replacement award.
8. Progression and
Promotion
(i) Officers,
whose conduct and services are satisfactory, shall progress to the rank of
Correctional Officer, subject to completion of twelve (12) months service as a
Probationary Correctional Officer and having satisfactorily completed the
appropriate training course/s as determined by CSNSW.
(ii) Officers, who,
having completed 12 months service on the Probationary rate, and who are
refused progression to the rank of Correctional Officer, may request that the
decision be reviewed by the Division Head or delegate.
(iii) Officers, who
have completed twelve (12) months service on the 2nd year and thereafter rate
for Correctional Officer, shall progress to the rank of Correctional Officer,
1st Class, subject to the following criteria:
(a) Satisfactory
conduct and services;
(b) Completion of
appropriate training course/s as determined by CSNSW;
(c) Value, quality
and scope of the work performed warrants such progression.
N.B. Satisfactory conduct and services includes,
but is not limited to, the following:
(d) satisfactory sick leave record;
(e) punctual attendance;
(f) proper standard of dress and grooming;
(g) no proven misconduct charges in the previous twelve (12)
months.
Value, quality and scope of work performed shall
include:
(h) capacity to undertake the more difficult posts with
efficiency and economy;
(i) capacity to supervise and direct junior officers;
(j) high standard and accuracy of written reports;
(k) capacity to interact in a positive manner with other
officers;
(l) being pro-active rather than reactive.
(iv) Provided that
officers who have not completed the training courses as determined under
paragraph (iii)(b) by reason only of CSNSW exigencies
shall not be prejudiced in their eligibility to progress.
(v) Correctional
Officers, who, having completed 12 months service on the 2nd year and
thereafter rate and who are refused progression to the rank of Correctional
Officer, 1st Class, may request that the decision be reviewed by the Division
Head or delegate.
9. Increments
(i) The
payment of increments under the scales of salaries prescribed by this Award
shall be subject to approval by the Division Head or delegate and pursuant to
the increment provisions of the Regulation except where varied by this Award.
(ii) Four weeks
prior to the date on which an officer will become eligible for an annual
increment of salary, the General Manager shall report to the Division Head or
delegate as to the conduct and manner in which the duties of the officer have
been performed.
(iii) In cases where
the recommendation of the General Manager is adverse to the granting of an
increment, and such recommendation has been approved by the Division Head or
delegate, the officer shall have a right of appeal as provided for under Part 7
Public Sector disciplinary appeals of the Industrial Relations Act 1996.
10. Hours of Work
(i) The
ordinary hours of work for day workers shall be 38 hours per week averaged over
a 28-day roster cycle, to be worked Monday to Friday inclusive, provided that
by agreement between the parties ordinary hours up to a maximum of twelve (12)
hours per day may be worked without the payment of overtime. Meal allowances
are not applicable.
(ii) The ordinary
hours of work for shift workers shall be 38 hours per week averaged over a
28-day roster cycle, provided that shifts of up to twelve (12) hours may be
worked without the payment of overtime. Meal allowances are not applicable.
(iii) Time taken in
partaking of meals shall not count towards working time, unless such meal is
taken as a crib break.
(iv) A
crib break is an entitlement to a paid break of 20 minutes to be taken between
the 3rd and 5th hour after the commencement of a shift. The break is to be taken away from the direct
work location wherever possible (but still within the correctional centre or
work location but away from inmates) with officers being available to respond
to any situation should they be required during the 20 minute break.
(v) If a crib break referred to in subclause
(iv) is not able to be taken, a Crib Break Penalty may be applicable as set out
in Clause 5 of Schedule B of this Award.
(vi) During the
Daylight Saving changeover, an officer working a rostered shift will receive
payment for a standard shift i.e. 8 hours plus shift allowance irrespective of
whether the hours actually on duty are 7 or 9.
However, if an officer is working an overtime shift, the officer is paid
the actual hours worked i.e. either 7 or 9 hours.
11. Shiftwork
(i) For
the purpose of this clause -
"Early Morning Shift" means any shift
commencing before 6.00 am.
"Afternoon Shift" means any shift finishing
after 6.00 pm and at or before midnight.
"Night Shift" means any shift finishing
subsequent to midnight and at or before 8.00 am.
(ii) Officers who
work shiftwork shall be paid the following allowances
other than at weekends or on public holidays:
Early morning shift
|
10%
|
Afternoon shift (C or D watch)
|
15%
|
Night Shift (B watch)
|
17½%
|
12. Rostered Days Off
(i) The
hours of work prescribed in clause 10, Hours of Work of this award shall be
worked on the basis of a rostered day off in each 20 working days of a 28-day
roster cycle. Officers shall accrue 0.4 of an hour each 8-hour day towards
having the 20th day off with pay, subject to subclauses (iii) and (iv) of this clause.
(ii) An officer’s
rostered day off shall be determined by CSNSW having regard to the needs of the
establishment or sections thereof. Where practicable, rostered days off shall
be consecutive with other days off.
(iii) Once set, the
rostered day off may not be changed in a current 28-day roster cycle without
agreement between the officer and his or her supervisor. Where the rostered day off is changed by
agreement, another day shall be substituted in the current roster cycle. Should this not be practicable the rostered
day must be given and taken in the next roster cycle.
(iv) The
maximum number of rostered days off prescribed in subclause (i) of this clause shall be 12 days per annum. There shall
be no accrual to a rostered day off during the first four (4) weeks of
recreation leave.
(v) All other paid
leave shall contribute towards the accrual of rostered days off except where
paid workers compensation and extended leave is current throughout the roster
cycle. Where an
officer’s rostered day off falls during a period of sick leave, the officer’s
available sick leave shall not be debited for that day.
13. Shift Handover
(i) The
salaries paid to Correctional Officers and the application of a 38-hour week
recognises that additional time may be involved for an officer at the time of
shift handover in:
(a) briefing incoming officers.
(b) incoming officers parading prior to relieving security
posts, towers, etc.
(c) undertaking weapons safety check in the presence of the
incoming and outgoing officer.
(ii) There shall be
no overtime hours paid for this work.
14. Payment of Salary
(i) Officers
shall be paid according to an average of 38 ordinary hours per week, although more or less than 38 ordinary hours may be
worked in any particular week.
(ii) Officers shall
have their salaries paid into an account with a bank or other financial
institution in New South Wales, as nominated by the officer. Salaries shall be
deposited in sufficient time to ensure that monies are available for withdrawal
by officers no later than the appropriate payday.
15. Overtime
(i) The
conditions of the Conditions Award or its replacement shall apply, provided
that in establishments where extended ordinary hours and/or extended shift hours
apply, officers working an overtime shift of 8 hours or more shall be eligible
for one (1) meal allowance only.
16. Recreation Leave
and Compensation for Saturdays, Sundays and Public Holidays
(i) Officers
engaged as day workers shall be entitled to recreation leave in accordance with
the provisions of the Recreation Leave clause of the Conditions Award, or its
replacement.
(ii) Officers
engaged as shift workers - continuous shifts under this Award and who are
regularly required to perform rostered duty on Sundays and Public Holidays
shall receive the following compensation and be subject to the following
conditions:
(a) For ordinary
rostered time worked on a Saturday - additional payment at the rate of half
time extra.
(b) For ordinary
rostered time worked on a Sunday - additional payment at the rate of three
quarter time extra.
(c) When rostered
off on a public holiday - no additional compensation or payment.
(d) When rostered
on a public holiday and work performed - additional payment at the rate of half
time extra.
(e) Recreation leave at the rate of six weeks per annum inclusive of any
public holiday/s.
(f) Additional
payment on the following basis:
Number of ordinary
shifts worked on Sundays and/or Public
|
Additional Payment
|
Holidays during a qualifying
period of twelve months from
|
|
1 December one year
to 30 November
|
|
the next year
|
|
4 to 10
|
1/5th of one week’s
ordinary salary
|
11 to 17
|
2/5ths of one
week’s ordinary salary
|
18 to 24
|
3/5ths of one
week’s ordinary salary
|
25 to 31
|
4/5ths of one
week’s ordinary salary
|
32 or more
|
One week’s ordinary
salary
|
(iii) The additional
payment shall be made after the 1st December in each year for the preceding
twelve months, provided that:
(a) Where the
employment of an officer is terminated, or the officer resigns or retires, the
officer shall be entitled to be paid the additional payment that may have
accrued under this paragraph from the preceding 1st December until the date of
termination, resignation or retirement.
(b) Payment shall
be at the rate applying as at 1st December each year, or at the date of
termination, resignation or retirement.
17. Annual Leave
Loading
(i) The
Annual Leave loading payable to all Correctional Officers engaged as shift
workers shall be 20% in lieu of all other entitlements under this heading.
(ii) Annual Leave
loading payable to Correctional Officers who are day workers shall be paid in
accordance with the provisions of the Conditions Award.
18. Allowance for
Temporary Assignment
(i) Subject
to this clause, an officer who is required to perform duties in a higher role
covered by this Award shall, provided the officer performs the whole of the
duties and assumes the whole of the responsibilities of the higher role be paid
an allowance at the difference between the officer's present salary and the
salary prescribed for the higher role covered by this Award.
(ii) Officers
employed in the classification of Probationary Correctional Officer or
Correctional Officer shall not be entitled to be paid the allowance prescribed
in subclause (i) of this clause when performing
duties of Correctional Officer or Correctional Officer 1st Class.
(iii) An officer who
is required to perform duties in a higher role covered by the Crown Employees
(Senior Assistant Superintendents and Assistant Superintendents, Department of
Communities and Justice- Corrective Services NSW) Award 2009 (or any award
succeeding or replacing that award) shall be paid an allowance equal to the
difference between the officer's present salary and 95% of the '5 day' salary
prescribed for the higher role. Any weekend or overtime penalty rates payable
under this award will be applicable to this higher duties allowance.
(iv) The allowance
for temporary assignment payable under subclause (iii) of this clause shall be
included in salary for the purposes of calculating overtime only if the duties
carried out during the period of overtime are those of the higher role and
provided the salary and allowance does not exceed the maximum rate for Clerk
Grade 8, as varied from time to time, when the rate payable for directed
overtime shall be at the maximum rate for Clerk, Grade 8 plus $1.00.
(v) The allowance
for temporary assignment payable under subclauses (i)
and (iii) of this clause shall be paid for each day the officer acts in the
higher role.
(vi) The provisions
of paragraph (i)(a) of
clause 7 Allowances of this award shall not apply to the payment of higher
duties.
19. Permanent
Part-Time
(i) CSNSW
is committed to providing part-time work opportunities where practicable. Such
arrangements should provide flexibility for effective use of resources and be
of benefit to staff.
(ii) Part-time
arrangements must be acceptable to both CSNSW and the officer and shall be in
accordance with the provisions of the Industrial
Relations Act 1996 and the Flexible Work Practices Policy and Guidelines
issued by the then Public Employment Office in October 1995.
20. Technological
Change
(i) The
introduction of technological changes shall be undertaken in accordance with the
provisions of the Conditions Award or its replacement.
21. Performance
Management
(i) CSNSW’s
Performance Management System shall be used as a process of identifying,
evaluating and developing work performance. This will ensure CSNSW meets its
corporate objectives and, at the same time, will benefit officers by way of
providing information, establishing agreed targets, providing performance
feedback and enhancing rapport with supervisors.
(ii) Any officer who
fails to gain a satisfactory performance appraisal will be counselled and a
detailed developmental program will be negotiated to enable officers to reach
satisfactory performance as outlined in CSNSW’s Performance Management System.
22. Work Health and
Safety
(i) The
parties to this Award are committed to achieving and maintaining accident-free
and healthy workplaces by:
(a) assisting the Secretary Department of Premier and Cabinet
and the Association in the development of policies and guidelines for CSNSW on
Occupational Health, Safety and Rehabilitation;
(b) the implementation of such policies and guidelines within
CSNSW;
(c) establishing consultative mechanisms and structures within
CSNSW, to identify and introduce safe systems of work, safe work practices and
working environments; to develop strategies to assist the rehabilitation of
injured staff members; and to determine the level of responsibility to achieve
these objectives. This will assist to achieve the objects of the Work Health
and Safety Act 2011, the Regulation and Codes of Practice made under this
Act, and the Workplace Injury Management and Workers Compensation Act 1998
and the Workers Compensation Act 1987.
(d) identifying training strategies for officers, as
appropriate, to assist in the recognition, elimination or control of workplace
hazards and the prevention of work related injury and illness.
(e) directly involving the Division Head or delegate in the
provisions of paragraphs (a) to (d) of this subclause.
(ii) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
23. Dispute Resolution
Procedures
(i) The
Grievances/Disputes Procedures as attached at Schedule A shall apply.
24. Professional
Conduct
(i) Officers
shall be committed to personal conduct and service delivery in accordance with
the principles, mission and corporate objectives as expressed in the CSNSW
Corporate Plan.
(ii) Officers shall
perform their duties diligently, impartially and conscientiously to the best of
their ability by complying with the Department of Justice Code of Ethics and
Conduct Policy in the performance of their duties.
(iii) All officers
will be professional in their conduct with the public, other staff and inmates.
(iv) Officers shall
comply with the requirements of the CSNSW Dress Manual and will ensure their
dress and grooming are of the highest standard.
25. Equity of
Employment
(i) The
parties are committed to providing a work environment which promotes the
achievement of equity and the elimination of discrimination in employment.
(ii) Officers with
supervising responsibilities shall ensure that all staff under their
supervision are treated equitably and without bias or
prejudice.
26. Harassment Free
Workplace
(i) The
parties are committed to ensuring that officers work in an environment free of
harassment. Harassment on the grounds of sex, marital status, pregnancy, race,
culture or ethno-cultural background, disability or perceived disability
(including HIV/AIDS), age, homosexuality or perceived homosexuality,
transgender or perceived transgender is unlawful in terms of the Anti-Discrimination
Act 1977.
(ii) Harassment is
any repeated, uninvited or unwelcome behaviour directed at another person. The
effect of harassment is to offend, annoy or intimidate another person and to
make the workplace uncomfortable or unpleasant.
(iii) Harassing
behaviour is unacceptable and disruptive to the well-being of individuals and
workplace productivity.
(iv) Harassment on
any grounds including, but not limited to, sex, marital status, pregnancy,
race, culture or ethno-cultural background, disability or perceived disability
(including HIV/AIDS), age, homosexuality or perceived homosexuality,
transgender or perceived transgender will not be condoned by CSNSW or the
Association.
(v) Correctional
Officers shall prevent all forms of harassment by setting personal examples, by
ensuring proper standards of conduct are maintained in the workplace and by
taking immediate and appropriate measures to stop any form of harassment of
which they may be aware.
(vi) All
Correctional Officers are required to refrain from perpetuating, or being party
to, any form of harassment.
(vii) Where a claim of
harassment is made, and with consultation with the Association, and CSNSW
considers there is reasonable grounds for considering harassment has occurred,
the alleged offending officer is to be transferred to another work location
until the matter is fully investigated.
27.
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 in the workplace. This includes 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 officer because the officer 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:
(i) any conduct or act which is specifically exempted from
anti-discrimination legislation;
(ii) offering or providing junior rates of pay to persons under
21 years of age;
(iii) any act or practice of a body established to propagate
religion which is exempted under section 56(d) of the Anti-Discrimination
Act 1977;
(iv) a party to this Award from pursuing matters of unlawful
discrimination in any State or Federal jurisdiction.
(v) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
Notes:
(a) CSNSW and its
officers 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.
28. Deduction of
Association Membership and Legal Fund Fees
(i) The
Association shall provide CSNSW with a schedule setting out the Association’s
fortnightly membership and legal fund fees payable by members of the
Association in accordance with the Association rules.
(ii) The Association
shall advise CSNSW of any change to the amount of fortnightly membership and
legal fund fees made under its rules. Any variation to the schedule of the
Association’s fortnightly membership and legal fund fees shall be provided to
CSNSW at least 28 days in advance of the variation taking effect.
(iii) Subject to
subclauses (i) and (ii) of this clause, CSNSW shall
deduct the Association’s fortnightly membership and legal fund fees from the
pay of any officer who is an Association member in accordance with the
Association’s rules, provided the officer has authorised CSNSW to make such
deductions.
(iv) Monies
so deducted from the officer’s pay shall be forwarded regularly to the
Association together with all necessary information to enable the Association
to reconcile and credit subscriptions to the officer’s membership accounts.
(v) Unless other
arrangements are agreed to by CSNSW and the Association, all Association
membership and legal fund fees shall be deducted by CSNSW on a fortnightly
basis.
29. Savings of Rights
(i) At
the time of the making of this Award, no officer covered by this Award will
suffer a reduction in his or her rate of pay or any loss or diminution in his
or her conditions of employment as a consequence of the making of this Award.
30. No Further Claims
(i) It
is a condition of this Award that the Association undertakes for the duration
of the life of this Award not to pursue any extra claims, award or over award,
with respect to Correctional Officers.
31. General
(i) Nothing
in this Award shall be construed as restricting the Division Head or delegate
to alter the duties of any role or to abolish any role covered by this Award in
consultation with the Association.
32. Area, Incidence
and Duration
(i) This
Award shall apply to all officers as defined in clause 5, Ranking Structure, of
this Award.
(ii) This award is
made following a review under Section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown
Employees (Correctional Officers Department of Attorney General and Justice –
Corrective Services NSW) Award published 21 October 2016 (380 I.G. 918).
(iii) 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.29 August 2019.
(iv) The
award remains in force until varied or rescinded, the period for which it was
made having already expired.
(v) Changes made to
this award subsequent to it first being published on 11 July 2008 (366 I.G.130)
have been incorporated into this award as part of the review.
(vi) The
Prison Officers (Settlement of Grievances and Disputes) Agreement, Agreement
No. 2471 of 1984 is rescinded and replaced by Schedule A of this award.
SCHEDULE A - AGREED PROCEDURES FOR SETTLEMENT OF GRIEVANCES AND
DISPUTES
1. Objectives
1.1 The object of
these procedures is the improvement of industrial relations and the development
of a spirit of co-operation within CSNSW.
1.2 The parties
acknowledge the desirability, in the interests of all concerned of industrial
claims being dealt with expeditiously and without resort to industrial action.
1.3 It is the
intention that as CSNSW is an essential service industry, problems and disputes
should be resolved by discussion and the adoption of common-sense solutions
rather than by the resort to industrial action.
1.4 It is recognised
that proper consultation and communication within CSNSW are of the utmost
importance for its effective operation and for the administration of its
functions.
1.5 There shall be
co-operation at all levels to ensure the final resolution of disputes
expeditiously.
1.6 Compliance with
the spirit and intent of this agreement as well its terms, is accepted as
essential to the achievement of a better working atmosphere for Correctional
Officers and to ensuring a stable environment for inmates.
1.7 The officials of
the POVB and of the sub-branches shall be recognised as having, within their
respective spheres, an essential role and responsibility in the handling of
industrial disputes and in representing Correctional Officers, but with due
regard to their responsibilities as Correctional Officers.
1.8 These procedures
are not intended to limit the powers of tribunals under the Industrial
Relations Act 1996 but are designed to facilitate the process of
conciliation and the settlement of industrial disputes by amicable arrangements
as envisaged by the Industrial Relations Act 1996. All matters filed
pursuant to the Industrial Relations Act 1996 shall be dealt with in
accordance with it.
1.9 It is the
intention that normally the agreed procedure shall be followed in processing
industrial disputes but it may be necessary by agreement to by-pass some of the
steps in the procedure in attempting to achieve a speedy resolution in specific
instances.
2. Definitions
In this Schedule, the definitions as listed in Clause 3
Definitions of the Crown Employees (Correctional Officers, Department of
Attorney General and Justice - Corrective Services NSW) Award shall apply. In
addition to those definitions, the following definitions shall also apply:
2.1 "POVB"
means the Prison Officers’ Vocational Branch of the Association.
2.2 "Sub-branch"
means the sub-branch of the POVB covering the workplace concerned.
2.3 "Industrial
dispute" means a dispute or claim with regard to or affecting the
conditions of employment of Correctional Officers.
2.4 "Industrial
action" includes a refusal to work or the imposition of work bans or
limitations.
2.5 "Workplace"
includes correctional centre, courts, head or regional office.
2.6 "Working
days" means days on which the office of CSNSW is open for business.
2.7 "Management
Committee" means the Management Committee of the POVB.
2.8 "State
Executive" means such of the Chairman, Vice Chairman and Hon. Secretary of
the POVB (whose election has been notified by the Association to CSNSW) and
Country Vice Chairman as are at the time available.
2.9 "Sub-branch
Executive" means such of the duly elected Executive of the sub-branch
(whose election has been notified to the General Manager of the workplace
concerned) as are at the time available.
2.10 "Officials"
means in the case of the POVB the State Executive and in the case of a
sub-branch the sub-branch executive or such of the members of the respective
bodies as are at the time available.
2.11 "Local
issue" means an industrial claim which relates solely to a particular
workplace.
2.12 "State-wide
issues" means any industrial dispute which is not a local issue or is one
which directly affects Correctional Officers at more than one workplace.
3. Procedure in Local
Issues
3.1 The sub-branch
Executive shall immediately notify the General Manager of the existence of any
industrial dispute or of any resolution passed at a meeting of members of a
sub-branch and which may give rise to an industrial dispute.
3.2 The General
Manager, as the person responsible for the day-to-day running of the workplace,
shall endeavour to resolve the matter in discussion with the sub-branch
Executive or in the case of the Long Bay Correctional Complex with an official
of the sub-branch and a local workplace delegate.
3.3 If any
industrial dispute cannot be resolved at this level the matter shall be
referred to next appropriate higher level of management who shall attempt to
resolve the matter.
3.4 That manager
shall advise the next most appropriate higher level of management immediately
of any matter which is likely to lead to an industrial dispute or which affects
the conditions of employment of Correctional Officers and which has not been
resolved in the procedures in sub clause 3.2 and 3.3, who shall immediately
seek to resolve the matter.
3.5 Where the
procedures of sub clauses 3.2, 3.3 and 3.4 do not lead to resolution of the
industrial dispute, the State Executive shall be advised accordingly by the
sub-branch Executive. The State
Executive shall consider the matter promptly and, after discussion if necessary
with the sub-branch Executive, shall refer the same to the Association.
3.6 The Association
and CSNSW shall each immediately notify the other of any industrial dispute
which is referred to either of them and shall take prompt steps seeking to
resolve the dispute by consultation.
3.7 If the Association and CSNSW are unable to
resolve the dispute it shall be immediately notified by one of the parties,
pursuant to the Industrial Relations Act 1996, to be dealt with in
accordance with the Industrial Relations Act 1996.
4. Procedure in
State-Wide Issues
4.1 Any resolution
of a sub-branch which is endorsed by the State Executive or any resolution of
the management committee which may lead to an industrial dispute,
shall be referred by the officials concerned to the Association which shall
notify it to CSNSW. The Association and
CSNSW shall take prompt steps seeking to settle the matter by consultation.
4.2 If the
Association and CSNSW are unable to resolve the dispute it shall be immediately
notified by one of the parties pursuant to the Industrial Relations Act 1996
to be dealt with in accordance with the Industrial Relations Act 1996.
5. General Procedures
5.1 The agreed
procedures shall not be taken as an acknowledgement that industrial action by
Correctional Officers will be necessary or proper.
5.2 All sub-branch
meetings shall be fully advertised with as much notice as possible. The General
Manager shall be given proper and adequate notice of any sub-branch meeting
which it is proposed to hold.
5.3 If a resolution
be carried at any sub-branch meeting calling for or suggesting industrial
action, the sub-branch Executive shall immediately notify the State Executive
and the Association of the terms of the resolution and it shall not be
implemented until all the agreed procedures have been completed.
5.4 At least three
clear working days’ notice shall be given by the State Executive to the
Association and CSNSW of any intention or proposal for all or any members of
the POVB to take industrial action.
5.5 No industrial
action shall be taken until the agreed procedures have been completed or until
a dispute notified pursuant to the Industrial
Relations Act 1996 has been heard and determined.
5.6 CSNSW maintains
that as it has the responsibility for the direction, control and management of
workplaces, it has the right itself or through its appropriate Executive Staff
to make the necessary management decisions.
5.6.1 Nevertheless
CSNSW acknowledges the desirability of employees being consulted before the
introduction of changes or innovations which will have a significant impact
upon established work practices and procedures affecting Correctional
Officers. It is accepted that the term
significant impact is difficult to define and may convey different meanings to
different people but, it is intended to indicate changes which have a real and
important as distinct from a minor or incidental effect on Correctional
Officers.
5.6.2 As a gesture of
its good intentions and in recognition of the willingness of the Correctional
Officers to agree not to resort to industrial action and of the declared
intention of the Association and the Correctional Officers to adhere to these
procedures, CSNSW undertakes that:
(a) the Association will be advised of any such changes or
innovations which are to be introduced where they affect more than one
workplace.
(b) the Sub-branch Executive will be advised by the General
Manager of any such changes or innovations proposed within a workplace other
than on a day-to-day basis.
5.6.3 In the event of
the Association or the POVB, or the sub-branch as the case may be, requesting
consultation such consultation shall take place before the changes or
innovations are made.
5.6.4 If there is
continuing disagreement between the Association and CSNSW with regard to any
such proposed change or innovation notification of the dispute shall be given
pursuant to the Industrial Relations Act 1996. The proposed change or
innovation shall not be implemented by CSNSW until the matter has been referred
to and dealt with by the Industrial Relations Commission.
5.6.5 There is no
expectation that matters which are clearly within the prerogative of management
will be decided by that Commission nor that it would
substitute its view for that of management but, it is anticipated that the
Industrial Relations Commission could consider taking action where the issue
clearly called for its involvement.
5.6.6 CSNSW reserves
the right to implement a change before completion of the agreed procedures if
there be special circumstances which make the postponement of the change
unreasonable.
5.6.7 No party shall be
prejudiced as to the final settlement by action in conformity with the agreed
procedures.
5.7 While the agreed
procedures are being pursued, work shall proceed without interruption and in
accordance with the instructions of the General Manager.
5.8 Nothing in the
agreed procedures is intended to limit the right of any party from at any stage
referring the matter pursuant to the Industrial Relations Act 1996.
6. Safety and Security
6.1 The policy of
the Association is that no officer shall be required to work in a role which is
unsafe but, it does not support any reliance upon a pretext of safety to
justify a refusal of duty where no real personal risk is involved. Accordingly, notwithstanding the agreed
procedures, the Association upholds the right of Correctional Officers to vary
the procedures where the safety of officers genuinely arises.
6.2 The nature of
the occupation of Correctional Officers is such that there is a constant risk
of an attack upon a Correctional Officer by an inmate and CSNSW accepts its
obligation to take proper precautions to ensure the safety at work of its
officers. However, it claims the right
ultimately to decide the arrangements which are appropriate for ensuring the
safety of the officers and it regards the running of each workplace in the most
efficient manner and the staffing of posts on a day-by-day basis is to be the
responsibility of the General Manager but consistent with CSNSW’s policy that a
"sight or sound" principle be observed in maximum security (A
category) correctional centres. It is recognised that there will be genuine
differences of opinion on questions of the safety of officers and the staffing
of posts. A resolution of any of these
differences is to be sought by a proper consideration of all aspects of the
issue.
6.3 No officer shall
leave an armed post or agreed security post unstaffed until relieved by another
officer or by another person authorised by the General Manager who shall
arrange such relief within the period which has previously been agreed with the
sub-branch Executive.
Schedule B - MEMORANDUM OF UNDERSTANDING FOR CORRECTIONAL
OFFICERS, DEPARTMENT OF COMMUNITIES AND JUSTICE- CORRECTIVE SERVICES NSW
This Memorandum of Understanding:
(i) Regulates
the conditions of service of Correctional Officers, as defined in the Crown
Employees (Correctional Officers, Department of Communities and Justice-
Corrective Services NSW) Award, other than those conditions of service
reflected in the aforementioned Award.
(ii) Is
complementary to the Award and covers issues excluded, in whole or part, from
the Award, but that still pertain to certain aspects of conditions of
employment.
(iii) Reflects the
agreed position between the Division Head or delegate and the General Secretary
of the Public Service Association of NSW.
(iv) Provides
a framework for consultation between CSNSW and the Association to monitor
progress on issues and changes.
Intent - The parties acknowledge that the Award and
Memorandum of Understanding have been entered into on the basis of a shared
commitment to the achievement of a progressive and professional correctional
management within CSNSW. In this pursuit, the Award and Memorandum of
Understanding consolidate existing conditions of service and introduce changes
to some of the terms and conditions of service of Correctional Officers in
order to increase productivity and flexibility and to enhance the professional
development of these officers.
Key Initiatives of the Award and Memorandum of
Understanding
The Award and the Memorandum of Understanding are based
on the following key initiatives:
a continued commitment to Area
and Case Management and the development of a professional correctional service;
to introduce an incidental
allowance for Correctional Officers to compensate for additional
responsibilities;
to provide appropriate
training and career development opportunities for Correctional Officers;
introduction of cyclic
rostering subject to a successful trial and subsequent agreement between the
parties;
cessation of entitlement to
rations;
contracting out of the
purchasing function of the inmate buy ups;
to introduce a performance
management system;
reduction in the number of
roles as agreed by the parties;
restructuring of roles within
Corrective Services Industries covered by this Award;
joint participation in the
Custodial Workplace Committee (CWC) to undertake a review to promote work
safety, staff welfare, mental and physical health promotion and support;
to encourage the orderly and
amicable settling of differences;
to promote a workplace that is
free from prejudice, discrimination and harassment.
The parties agree to the following provisions applying
during the term of the Award or until varied by agreement between the parties:
1. Family Day
CSNSW agrees to continue to allow officers to attend,
on one occasion per year, the family day arranged by CSNSW. Due to the requirement to maintain service to
the correctional centres a family day is arranged twice a year. An officer’s attendance at family day is at
CSNSW’s convenience.
2. Skills and Career
Development
(i) It
is the aim of the parties that Correctional Officers shall be provided with the
maximum opportunities for training and development such that they will form a
highly skilled and committed workforce, enjoying maximum job satisfaction. An
integral part of this process shall be consultation with the Association and
individual officers. Correctional Officers recognise that their individual
career development is a joint responsibility, shared between the officer and
CSNSW.
(ii) CSNSW agrees to
set up a joint working party to review the training requirements of all
Correctional Officers.
(iii) Correctional
Officers will move between tasks and functions within a correctional centre or
work location and within their appointed rank in order to develop their skills
and/or to apply such skills to meet the aims and objectives of CSNSW.
(iv) Correctional
Officers, by mutual agreement, will move between tasks and functions within
their appointed rank in order to develop their skills and/or to apply such
skills to meet the aims and objectives of CSNSW, provided that in moving these
officers between tasks and functions CSNSW, the Association and POVB will have
regard to the career development needs of individuals; the efficient
organisation of work; and personal, family and geographic considerations.
(v) Processes will
be adopted to facilitate the skills enhancement and career development
opportunities of Correctional Officers, whilst improving the effectiveness of
CSNSW. Without limiting the development of further initiatives, the following
processes shall be utilised:
temporary filling of vacant
roles;
job rotation;
transfers;
secondment;
provision of training relevant
to the needs of the individual and the requirements of CSNSW.
(vi) Subclauses (i) - (v) do not replace the authority of the Division Head
or their delegate to exercise discretion to invoke transfers in accordance with
the movement of staff within and between public sector agencies provisions of
the Government Sector Employment Act 2013
to meet CSNSW staffing requirements.
3. Transfers
(i) Requests
for transfers on compassionate grounds are at the expense of the officer.
(ii) Other requests
for transfers will be in accordance with CSNSW Assignment to Ongoing Custodial Officer
Policy.
(iii) Transfers at
the rank of Senior Correctional Officer will be by consultation between the
parties.
(iv) Subclauses
(i)-(iii) do not replace the authority of the
Division Head’s or their delegate to exercise discretion to invoke transfers in
accordance with the movement of staff within and between public sector agencies
provisions of the Government Sector
Employment Act 2013 to meet CSNSW
staffing requirements.
4. Consultative
Mechanisms
The parties are prepared to discuss all matters raised
which are designed to increase flexibility and enhance the smooth running of
CSNSW’s operations. A consultative committee will be established consisting of
management, Association and POVB representatives. This committee will meet on a
regular basis to discuss any matter relevant to the operation of this Award or
Memorandum of Understanding or any other matter considered relevant to the
maintenance and improvement of employee relations between the parties during
the terms of this Award and Memorandum of Understanding, and thereafter.
5. Meal Allowances
Meal monies - generally
(i) Correctional
Officers are not generally entitled to payment of meal monies other than for
the exceptions listed in subclause (iii) – (vii)
(ii) Correctional
Officers employed in the following units within Security and Intelligence-
Court Escort and Security Unit (CESU), Security Operations Group (SOG), K9 Unit
– have areas of responsibility and when operating within those areas they are
considered to be performing normal duties. Officers are required as part of
their normal duties to travel to other locations and are supplied with a CSNSW
vehicle to undertake the travel. In the case of the K9 unit, officers are
supplied with a CSNSW vehicle to ensure that they are able to respond directly
from their residences. Meal allowances are generally not payable other than for
the exceptions listed in subclauses (iii) to (vii)
(iii) An allowance at
the rate equivalent to the Dinner rate for overtime under the Conditions Award
is payable to officers working double shifts as per approval from the then
Public Service Board in 1979.
(iv) An allowance at
the rate equivalent to the Breakfast rate for overtime under Conditions Award
is payable to officers who are called for duty on overtime at least one hour
before their rostered starting time and who are required to commence this
overtime at or before 6.00 am.
(v) An allowance at
the rate equivalent to the Dinner rate for overtime under the Conditions Award
is payable to officers who are required to work a minimum of 1½ hours overtime
at the end of their rostered shift and such overtime continues beyond 6.00 pm
as per approval from the then Public Service Board in 1980.
Inability to take a meal break between the 3rd and 5th
hour -
(vi) A
Member of Staff performing Authorised External Escorts who is unable to take a
twenty (20) minute paid crib break away from the supervision of inmates between
the third and fifth hour from the commencement of a shift will be paid an
allowance – called a Crib Break Penalty:
(a) For “A” watch
an amount equivalent to the rate for lunch money for overtime under the “Crown
Employees (Public Service Conditions of Employment) Award 2009 or its
replacement.
(b) For “C” watch an amount equivalent to the rate for dinner money for
overtime under the Crown Employees (Public Service Conditions of Employment)”
Award 2009 or its replacement
(c) For “B” watch
an amount equivalent to the rate for breakfast money for overtime under the
Crown Employees (Public Services Conditions of Employment) Award 2009 or its
replacement
For the purposes of this clause:
“Authorised External Escort” includes but is not
limited to medical/hospital escorts, funeral escorts, officer’s escorts and
Court Escort and Security Unit (CESU) officers. It does not include escorting
and/or supervising inmates or offenders on Mobile Outreach Programs, Community
Partnership Programs or in a community setting.
“Member of Staff” means a person employed in ongoing,
temporary or casual employment as defined in the Government Sector Employment Act 2013.
(vii) The Crib Break
Penalty set out in subclause (vi) above is in lieu of
overtime.
6. Operational
Agreements
That the parties will develop an
Operational Agreement or equivalent, at each correctional centre or each
relevant workplace.
NOTE: The Memorandum of Understanding was made on 19
February 1998 and published with the Crown Employees (Prison Officers,
Department of Corrective Services) Award on 5 March 1999 (308 IG 557).
P. M. KITE, Chief
Commissioner
____________________
Printed by
the authority of the Industrial Registrar