Crown Employees (Independent Pricing and Regulatory
Tribunal 2017) Award
INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH
WALES
Application by Independent Pricing and Regulatory Tribunal of New
South Wales.
(Case No. 2017/173975)
Before Chief Commissioner Kite
|
14 June 2017
|
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
PART A
SECTION 1 -
FRAMEWORK
1. Arrangement
2. Title
3. Definitions
4. Consultative Arrangements
5. Parties
6. Work Environment
7. Grievance and Dispute Settling
Procedures
SECTION 2 -
ATTENDANCE/HOURS OF WORK
8. Hours of Work
9. Flexible Work Hours
10. Part Time Work
11. Part Year Employment
12. Part Time Leave Without Pay
SECTION 3 -
SALARIES AND ALLOWANCES
13. Salaries
14. Salary Progression
15. Salary Packaging Arrangements, including
Salary Sacrifice to Superannuation
16. Appointment and Promotion
17. Allowances
Section 4 - Union Consultation
18. Union Consultation, Access and Activities
SECTION 5 - LEAVE
19. Extended Leave
20. Family and Community Service Leave
21. Leave Without Pay
22. Military Leave
23. Religious or Cultural Observations
24. Parental Leave
25. Purchased Leave
26. Recreation Leave
27. Annual Leave Loading
28. Sick Leave
29. Special Leave
29A. Leave for Matters Arising from Domestic
Violence
SECTION 6 -
TRAINING/PROFESSIONAL DEVELOPMENT
30. Study Leave
31. Staff Development
32. Study Time
33. Reimbursement of Fees
SECTION 7 -
OVERTIME AND PUBLIC HOLIDAYS
34. Overtime
35. Public Holidays
SECTION 8 -
MISCELLANEOUS
36. Job Sharing
37. Work from Home
38. Unsatisfactory Performance, Misconduct or
Serious Offence
39. Termination of Employment
40. Managing Excess Staff
41. Secure Employment - Casual Conversion
42. Secure Employment - Work Health &
Safety
43. Anti-Discrimination
44. No Extra Claims
45. Savings of Rights
46. Lactation Breaks
47. Leave for Matters arising from Domestic
Violence
48. Relationship to other Awards
49 Area, Incidence and Duration
PART B
MONETARY RATES
Table 1 -
Salaries
2. Title
2.1 This award
shall be known as the Crown Employees (Independent Pricing and Regulatory
Tribunal 2017) Award.
3. Definitions
3.1 "Act"
means the Independent Pricing and
Regulatory Tribunal Act 1992.
3.2 "At the
convenience of" means the operational requirements to permit the staff
member’s release from duty or that satisfactory arrangements can be made for
the performance of the staff member’s duties during the absence.
3.3 "Association"
means the Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales.
3.4 "Chief
Executive Officer" means the Chief Executive Officer of the Independent
Pricing and Regulatory Tribunal who has been delegated particular power(s)
under the Act.
3.5 "Public
Service Senior Executive" is a person employed under section 39 of the
Government Sector Employment Act 2013 whose terms and conditions of employment
are governed by an employment contract between the Senior Executive and the
Government of New South Wales.
3.6 "Contractor/Consultant"
is a person or company engaged by the Tribunal under section 9 (4) of the Act
to assist it in the exercise of its functions.
3.7 Employee(s)"
or "Staff member(s)" means and includes all persons who are
permanently or temporarily employed under section 8(2) of the Independent Pricing and Regulatory Tribunal
Act 1992, excluding public service senior executives.
3.8 "Employer"
or "Tribunal" means the Independent Pricing and Regulatory Tribunal.
3.9 "JCC"
means the Tribunal’s Joint Consultative Committee established by this award.
3.10 "Nominee"
means a person who has been delegated particular power(s) of the Chief
Executive Officer.
3.11 "Normal
work" means the method of carrying out work functions that were
established practice prior to the onset of a dispute or grievance, in terms of
the Grievance and Dispute Settling Procedures clause in this Award.
3.12 "Position"
means a position, either full time or part time, at the Tribunal.
3.13 "Salary
rates" means the ordinary time rate of pay for the staff member’s grading
excluding allowances and penalties not regarded as salary.
3.14 "Service"
means continuous period of employment for salary purposes.
3.15 "Staff
member(s)" or Employee(s)" means and includes all non-executive
persons who are permanently or temporarily employed in accordance with the Government Sector Employment Act 2013.
3.16 "Supervisor"
means the immediate supervisor of the area in which a staff member is employed
or any other staff member authorised by the Chief Executive Officer to fulfil
the role of a supervisor, other than a person employed as a consultant or
contractor.
3.17 "Tribunal"
or "Employer" means the Independent Pricing and Regulatory Tribunal.
3.18 "Workplace"
means the whole organisation or, as the case may be, a branch or section of the
organisation that staff members are employed in.
3.19 Domestic
Violence means domestic violence as defined in the Crimes (Domestic and Personal Violence) Act 2007.
4. Consultative Arrangements
4.1 The parties to
this award shall through the established Joint Consultative Committee (JCC)
encourage and facilitate workplace reform and equitable, innovative and
productive workplace relations.
5. Parties
5.1 The parties to
this award are the Tribunal and the Association.
6. Work Environment
6.1 Occupational
Health and Safety: Through the JCC, the parties to this award shall develop
appropriate strategies to achieve and maintain an accident free and healthy
workplace in accordance with the Work
Health and Safety Act 2011 and Regulations.
6.2 Equity in
Employment: Through the JCC, the parties to this award shall review existing
and new work practices and policies to achieve and maintain employment equity.
6.3 Harassment-Free
Workplace: The parties to this award shall refrain from, and not be party to,
any form of harassment in the workplace.
7. Grievance and Dispute Settling Procedures
7.1 All grievances
and disputes relating to the provisions of this award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority, if required.
7.2 A staff member
is required to notify in writing their immediate manager, as to the substance
of the grievance, dispute or difficulty, request a meeting to discuss the
matter, and if possible, state the remedy sought.
7.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination Act 1977) that makes
it impractical for the staff member to advise their immediate manager the
notification may occur to the next appropriate level of management, including
where required, to the Chief Executive Officer or delegate.
7.4 The immediate
manager (or other appropriate officer) shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
7.5 If the matter
remains unresolved with the immediate manager, the staff member may request to
meet the appropriate person at the next level of management in order to resolve
the matter. This manager shall respond within two (2) working days, or as soon
as practicable.
7.6 This sequence
of reference to successive levels of management may be pursued by the staff
member until the matter is referred to the Chief Executive Officer.
7.7 The Chief
Executive Officer or the Association may refer the matter to mediation.
7.8 If the matter
remains unresolved, the Chief Executive Officer shall provide a written
response to the staff member and any other party involved in the grievance,
dispute or difficulty, concerning action to be taken, or the reason for not
taking action, in relation to the matter.
7.9 A staff member,
at any stage, may request to be represented by their Association.
7.10 The staff member
or the Association on their behalf or the Chief Executive Officer may refer the
matter to the New South Wales Industrial Relations Commission if the matter is
unresolved following the use of these procedures.
7.11 The staff
member, the Association and Tribunal shall agree to be bound by any order or
determination by the New South Wales Industrial Relations Commission in
relation to the dispute.
7.12 Whilst the
procedures outlined in subclauses 7.1 to 7.11 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties.
7.13 In a case
involving work health and safety, if practicable, normal work shall proceed in
a manner which avoids any risk to the health and safety of any staff member or
member of the public.
8. Hours of Work
8.1 The business
hours of the Tribunal are from 8.30 a.m. to 5.00 p.m., Monday to Friday.
8.2 Standard hours
are 35 hours per week between 9.00 a.m. and 5.00 p.m., Monday to Friday.
8.3 The ordinary
hours of work are 35 hours per week averaged over a 12 week period.
8.4 The Tribunal
may require a staff member to perform duty beyond the hours determined under
this clause but only if it is reasonable for the staff member to be required to
do so. A staff member may refuse to work additional hours in circumstances
where the working of such hours would result in the staff member working
unreasonable hours. In determining what is unreasonable the following factors
shall be taken into account:
8.4.1 the staff
member’s prior commitments outside the workplace, particularly the staff
member’s family and carer responsibilities, community obligations or study
arrangements;
8.4.2 any risk to
staff member health and safety;
8.4.3 the urgency of
the work required to be performed during additional hours, the impact on the
operational commitments of the organisation and the effect on client services;
8.4.4 the notice (if
any) given by the Tribunal regarding the working of the additional hours, and
by the staff member of their intention to refuse the working of additional
hours or;
8.4.5 any other
relevant matter.
9. Flexible Work Hours
9.1 Ordinary Hours
-
9.1.1 The business hours
of the Tribunal are from 8.30 a.m. to 5.00 p.m., Monday to Friday.
9.1.2 Standard hours
are 35 hours per week between 9.00 a.m. and 5.00 p.m., Monday to Friday.
9.1.3 The daily normal
contract hours of work for staff members are seven hours a day.
9.2 Settlement
Period -
9.2.1 The settlement
period is 12 weeks with contract hours of 420.
9.3 Bandwidth -
9.3.1 The standard
bandwidth is Monday to Friday between 7.00 a.m. and 7.00 p.m. during which time
normal work can be undertaken. This time shall be counted as accrued work time.
9.3.2 Subject to
agreement between the supervisor and a staff member(s) work undertaken outside
the bandwidth is counted as accrued work time. Any work performed outside the
bandwidth without prior approval of the supervisor shall not count as accrued
work time.
9.3.3 Staff members
directed to undertake work prior to 7.30 a.m. or after 6.00 p.m., are entitled
to overtime.
9.3.4 The standard
bandwidth may be varied by agreement between the appropriate supervisor and
staff member to suit operational needs or to assist with care responsibilities
or other needs.
9.4 Core time -
9.4.1 Standard core
time is between 9.30 a.m. and 3.30 p.m. This is the period of the working day
when all staff members are required to be on duty unless on a lunch break or
approved leave.
9.4.2 In normal
circumstances, staff members commencing duty after or ceasing duty before core
time, must apply for an appropriate amount of leave in quarter day increments.
9.4.3 In exceptional
circumstances, staff members may commence work after standard core time, or
cease duty before the end of core time, provided they notify their supervisor
as soon as possible.
9.5 Lunch and Meal
Breaks -
9.5.1 Staff members
shall be entitled to a meal break of one hour, however, a minimum meal break of
30 minutes shall be taken.
9.5.2 A meal break up
to a maximum of two and a half hours may be taken between midday and 2.30 p.m.
The supervisor’s prior approval is required for a meal break in excess of one
hour.
9.5.3 Staff members
shall be required to take a meal break not more than five hours after
commencing work, or before 2.00 p.m., whichever is the earlier.
9.6 Hours Worked -
9.6.1 Staff members
may choose their daily starting and finishing times within the bandwidth
subject to core time provisions, supervisor’s approval and the availability of
work.
9.6.2 The Chief
Executive Officer or nominee may direct staff members to work seven hours on a
specified day also nominating starting and finishing times within the bandwidth
on that day.
9.6.3 Staff members
shall not normally work more than ten hours per day.
9.7 Conditions for
Flexi Leave -
9.7.1 Staff members
must have the supervisor’s approval prior to taking flexi leave. Requests for
flexi leave shall not be unreasonably refused. the Tribunal shall ensure that a
staff member does not constantly forfeit excess credit hours at the conclusion
of settlement periods as a result of reasonable requests for flexi leave being
refused or the staff member being directed by the supervisor to work long hours
within the bandwidth.
9.7.2 The Chief
Executive Officer or nominee may direct a staff member to work standard hours
where the staff member is not observing work hours arrangements established
under this award or any associated administrative instructions.
9.7.3 Where staff
members give notice of resignation or retirement they, in consultation with the
Supervisor, shall take all reasonable steps to eliminate additional flexi
leave, credit or debit hours.
9.7.4 Where staff
members have accumulated debit hours at the completion of the last day of
service, any monies owing shall be debited accordingly by the forfeiture of
annual leave. If a staff member has no annual leave to credit at the last day
of service, their salary shall be adjusted accordingly.
9.8 Flexi Leave -
9.8.1 Where gainful
work is available, staff members can accrue work time in excess of seven hours
per day.
9.8.2 With the
supervisor’s approval staff members can take up to six days flexi leave in any settlement
period either as full days, half days or combinations thereof. Flexi leave may
be taken on consecutive days.
9.8.3 A half day flex
can only be taken where three and a half hours have been worked by staff
members during the bandwidth either immediately before or after the half day.
9.8.4 During peak
periods where it is not possible to take flexi leave, staff members may carry
forward credit hours worked to the next settlement period.
9.8.5 Staff members
may carry forward up to 42 hours credit to the next settlement period. Hours in
excess of this amount are forfeited.
9.8.6 In exceptional
circumstances the 42 hour limit can be exceeded and the additional time carried
forward to the next period on the condition the supervisor and staff members agree
to a strategy to ensure staff members reduce their time to less than 462 hours.
9.8.7 Staff members
may carry forward up to 14 hours debit to the next settlement period.
9.8.8 Any hours below
406 hours shall require the submission of an application form for recreation
leave to cover the shortfall (where there is no annual leave to credit, leave
without pay is to be taken).
9.9 Banking Hours -
9.9.1 Staff members
may bank up to a maximum of six flexi days in each settlement period.
9.9.2 This maximum
entitlement of six days in each settlement period is to be reduced by the
number of flexi days taken during that settlement period. Any remaining credit
hours may be added to the normal flexi credit.
9.9.3 A maximum of 12
days may be banked over four consecutive settlement periods, with a maximum
balance of 12 days at any one time.
9.9.4 A banked day is
equivalent to seven hours.
9.9.5 Banked days may
be taken with other forms of leave including flexi leave and by agreement, can
be taken in quantities ranging from one half day to 12 days.
9.9.6 All banked days
to be taken as leave must be agreed to beforehand between supervisor and staff
members.
9.9.7 Banked flex days
shall be payable on termination. Any flex credit at the date of termination is
not payable.
9.10 Natural
Emergencies and Major Transport Disruptions -
9.10.1 A staff member
prevented from attending work at a normal work location by a natural emergency
or by a major transport disruption may:
9.10.1.1 apply
to vary the working hours as provided in the flexible work hours clause of this
award; and/or
9.10.1.2 negotiate
an alternative working location with the Tribunal; and/or
9.10.1.3 take
available family and community service leave and/or flex leave, recreation or
extended leave or leave without pay to cover the period concerned.
10. Part Time Work
10.1 Staff members
engaged on a part-time basis shall be granted leave and other entitlements on a
pro-rata basis in accordance with the requirements of the Industrial Relations Act 1996.
11. Part Year Employment
11.1 The Chief
Executive Officer or nominee may grant staff members part-year employment by
approving a number of weeks unpaid leave per year under current LWOP
provisions.
11.2 This allows
staff members to work an agreed number of weeks per year, with an agreed number
of weeks unpaid leave and annual leave on a pro-rata basis.
12. Part Time Leave Without Pay
12.1 The Chief
Executive Officer or nominee may approve part time leave without pay (LWOP) for
full-time staff members for a limited period of time.
13. Salaries
13.1 The salary
ranges prescribed by this award are as set out in Table 1 - Salaries, of Part
B, Monetary Rates.
14. Salary Progression
14.1 Performance
Enhancement System
14.1.1 Formal appraisal
under the Tribunal’s Performance Enhancement System (PES) shall be used to
assess incremental progression to the next salary point within each level.
14.1.2 The salary and
performance of each staff member shall normally be reviewed annually on the
anniversary of the appointment to their current position.
14.1.3 In special
circumstances, additional formal appraisals may be completed within the annual
cycle.
14.2 Accelerated
Progression: A staff member who performs exceptionally (as determined by PES
appraisals) may be recommended to the Chief Executive Officer for accelerated
progression through the years within the IPART Officer Levels as set out in
Table 1 - Salaries of Part B, Monetary Rates.
15. Salary Packaging Arrangements, Including
Salary Sacrifice to Superannuation
15.1 The entitlement
to salary package in accordance with this clause is available to:
15.1.1 permanent
full-time and part-time employees;
15.1.2 temporary
employees, subject to the Tribunal’s convenience; and
15.1.3 casual employees,
subject to the Tribunal’s convenience, and limited to salary sacrifice to
superannuation in accordance with subclause 15.7.
15.2 For the purposes
of this clause:
15.2.1 "salary"
means the salary or rate of pay prescribed for the employee's classification by
clause 13, Salaries, Part B of this Award, and any other payment that can be
salary packaged in accordance with Australian taxation law.
15.2.2 "post
compulsory deduction salary" means the amount of salary available to be
packaged after payroll deductions required by legislation or order have been
taken into account. Such payroll
deductions may include, but are not limited to, taxes, compulsory
superannuation payments, HECS payments, child support payments, and judgement
debtor/garnishee orders.
15.3 By mutual
agreement with the Tribunal, an employee may elect to package a part or all of
their post compulsory deduction salary in order to obtain:
15.3.1 a benefit or
benefits selected from those approved by the Tribunal; and
15.3.2 an amount equal to
the difference between the employee’s salary, and the amount specified by the
Tribunal for the benefit provided to or in respect of the employee in
accordance with such agreement.
15.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
15.5 The agreement
shall be known as a Salary Packaging Agreement.
15.6 Except in
accordance with subclause 15.8, a Salary Packaging Agreement shall be recorded
in writing and shall be for a period of time as mutually agreed between the
employee and the Tribunal at the time of signing the Salary Packaging
Agreement.
15.7 Where an
employee makes an election to sacrifice a part or all of their post compulsory
deduction salary as additional employer superannuation contributions, the
employee may elect to have the amount sacrificed:
15.7.1 paid into the
superannuation fund established under the First State Superannuation Act 1992;
or
15.7.2 where the employer
is making compulsory employer superannuation contributions to another complying
superannuation fund, paid into the same complying fund; or
15.7.3 subject to the
Tribunal’s agreement, paid into another complying superannuation fund.
15.8 Where the
employee makes an election to salary sacrifice, the employer shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
15.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
15.9.1 Police Regulation (Superannuation) Act
1906;
15.9.2 Superannuation Act 1916;
15.9.3 State Authorities Superannuation Act
1987; or
15.9.4 State Authorities Non-contributory
Superannuation Act 1987,
the Tribunal must ensure that the employee’s superable
salary for the purposes of the above Acts, as notified to the SAS Trustee
Corporation, is calculated as if the Salary Packaging Agreement had not been
entered into.
15.10 Where the employee
makes an election to salary package, and where the employee is a member of a
superannuation fund other than a fund established under legislation listed in
subclause 15.9 of this clause, the employee’s Department or agency must
continue to base contributions to that fund on the salary payable as if the
Salary Packaging Agreement had not been entered into. This clause applies even though the
superannuation contributions made by the Department or agency may be in excess
of superannuation guarantee requirements after the salary packaging is implemented.
15.11 Where the employee
makes an election to salary package:
15.11.1 subject
to Australian Taxation law, the amount of salary packaged will reduce the
salary subject to appropriate PAYG taxation deductions by the amount packaged;
and
15.11.2 any allowance,
penalty rate, payment for unused leave entitlements, weekly worker’s
compensation or other payment, other than any payments for leave taken in
service, to which an employee is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to the
employee’s rate of pay, shall be calculated by reference to the rate of pay
which would have applied to the employee under clause 13, Salaries, or Part B
of this Award if the Salary Packaging Agreement had not been entered into.
15.12 The Tribunal may
vary the range and type of benefits available from time to time following
discussion with the Association. Such
variations shall apply to any existing or future Salary Packaging Agreement
from date of such variation.
15.13 The Tribunal will
determine from time to time the value of the benefits provided following
discussion with the Association. Such
variations shall apply to any existing or future Salary Packaging Agreement
from the date of such variation. In this
circumstance, the employee may elect to terminate the Salary Packaging
Agreement.
16. Appointment and Promotion
16.1 The Chief
Executive Officer or nominee may appoint or engage a person to any salary that
is within the salary range.
16.2 In determining
commencing salary regard shall be given to:
16.2.1 The person's
skills, experience and qualifications;
16.2.2 The salary rate
required to attract the person; and
16.2.3 The remuneration
of existing staff members performing similar roles.
16.3 On appointment
or engagement, a staff member shall be advised of their commencing salary rate
and of any salary increments to which they may have access.
16.4 New staff
members appointed to roles at the Tribunal shall be in the first instance
appointed on a probationary basis for a period up to 6 months.
16.5 The probation
period may be varied or waived at the discretion of the Chief Executive Officer
or nominee.
17. Allowances
17.1 Meal Allowances
17.1.1 The meal
allowances provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or an award replacing it, shall
apply.
17.2 Temporary
Assignment Allowance
17.2.1 Staff members
directed to perform the duties of a higher position for at least five (5) consecutive
working days shall be paid an allowance.
17.2.2 The Chief
Executive Officer or nominee shall determine the amount of the allowance.
17.3 Travel
Allowances - Conditions
17.3.1 The travel
allowances provisions as set out in the clauses in Section 3 - Travel
Arrangements of the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, shall apply.
17.4 First Aid
Allowance
17.4.1 The first aid
allowance provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or an award replacing it, shall
apply.
17.4.2 Adequate first aid
outfits shall be provided, maintained and placed under the control of nominated
staff members possessing first aid qualifications.
18. Union Consultation, Access and Activities
18.1 The provisions
for union consultation, access and activities as set out in Section 5 of the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
or an award replacing it, including consultation and technological change and
union deductions, shall apply.
19. Extended Leave
19.1 The extended
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Award Reviewed 2009 or an award replacing it, shall apply.
20. Family and Community Service Leave
20.1 The Family and
Community Service Leave provisions as set out in the Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009 or an award replacing it,
shall apply.
20.2 The personal
carer’s leave provisions are contained in this clause and also in the Sick
Leave clause of this award.
21. Leave Without Pay
21.1 The leave
without pay provisions as set in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or an award replacing it, shall apply.
22. Military Leave
22.1 The military
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or an award replacing it, shall apply.
23. Religious Or Cultural Observations
23.1 The observance
of essential religious or cultural obligations shall be in accordance with
provisions in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, shall apply.
24. Parental Leave
24.1 Parental leave
provisions include Maternity leave and Adoption Leave. The parental leave provisions as set out in
the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2009 or an award replacing it, shall apply.
25. Purchased Leave
25.1 The Chief
Executive Officer or nominee may approve an application by a staff member for
the purchase of additional leave in accordance with the Tribunal’s policy.
26. Recreation Leave
26.1 The recreation
leave provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or an award replacing it, shall apply.
27. Annual Leave Loading
27.1 The annual leave
loading provisions as set out in the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 or an award replacing it, shall apply,
however, no restrictions on salary paid to staff members shall apply.
28. Sick Leave
28.1 The sick leave
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or an award replacing it, shall apply. Further:
28.1.1 Staff members
absent from duty because of illness or incapacity shall, where possible, report
the absence not later than one hour after their normal commencing time.
28.1.2 In exceptional
circumstances and on a case by case basis, the Chief Executive Officer or
nominee, may grant staff members paid special sick leave or allow the leave to
be taken on a half pay basis, including leave to be taken on half pay during
extended periods of absence.
29. Special Leave
29.1 Special leave is
paid leave which applies to activities not regarded as being on duty and which
are not covered by other forms of leave.
29.2 The Chief
Executive Officer or nominee may grant special leave in accordance with the
provisions in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, in the following situations:
29.2.1 Jury service.
29.2.2 Witness at court -
official capacity.
29.2.3 Witness at court -
other than in official capacity - Crown witness.
29.2.4 Called as a
witness in a private capacity.
29.2.5 Examinations.
29.2.6 Association
activities.
29.2.7 Return home when
temporarily living away from home.
29.2.8 Return home when
transferred to new location.
29.3 In addition to
the provisions in the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or an award replacing it, special leave may be granted for
the following situations:
29.3.1 Volunteers of
recognised organisations (five days in any period of 12 months).
29.3.2 First aid training
and retraining.
29.3.3 Attend retirement
preparation seminars (two days).
29.3.4 Meetings for
financial members of professional or learned societies (up to five days).
29.3.5 Competitors or
officials at the Commonwealth or Olympic/Paralympic Games (up to four weeks).
29.4 Any other
circumstance applied for by staff members as special leave, that is not covered
by this clause may be granted by the Chief Executive Officer or nominee on a
case by case basis.
29.5 Matters arising
from domestic violence situations.
When the leave entitlements referred to in clause 47
Leave for Matters Arising From Domestic Violence have been exhausted, the Chief
Executive shall grant up to five days per calendar year to be used for absences
from the workplace to attend to matters arising from domestic violence
situations.
30. Study Leave
30.1 Study leave for
full-time study may be granted to assist staff members who win
scholarships/fellowships/awards or who wish to undertake full-time study and/or
study tours.
30.2 Study leave may
be granted for studies at any level, including undergraduate study.
30.3 The grant for
study leave is entirely at the discretion of the Chief Executive Officer or
nominee in accordance with this clause and is dependent on the availability of
Tribunal funds and the relevance and value of the studies to the Tribunal.
30.4 Study leave is
granted to staff members as leave without pay with financial assistance at the
rate of:
30.4.1 full pay for
studies which are directly relevant to the functions of the Tribunal and can be
demonstrated to directly improve the efficiency or effectiveness of the
Tribunal; or
30.4.2 half pay for
studies that are of appreciable benefit to the efficiency or effectiveness of
the Tribunal.
30.5 Studies are
considered directly relevant to the efficiency or effectiveness of the Tribunal
when:
30.5.1 the studies relate
directly to the staff member’s functions and are necessary to enable these to
be carried out effectively;
30.5.2 the studies
involve research, the results of which are likely to have a significant impact
on the Tribunal’s operations;
30.5.3 the staff member
would gain skills and knowledge, which are required by the Tribunal;
30.5.4 the studies would
assist the Tribunal to meet EEO objectives or other special purposes, and the
skills and knowledge gained would contribute to improvements in effectiveness
and efficiency.
30.6 Studies are
considered to be of appreciable benefit to the efficiency or effectiveness of
the Tribunal when:
30.6.1 the studies relate
to the staff member’s likely future duties and are necessary to enable these to
be carried out effectively;
30.6.2 the studies
involve research, the results of which are likely to have an impact on the
Tribunal’s operations;
30.6.3 the staff member
would gain skills and knowledge, which are required by the Tribunal;
30.6.4 the studies would
assist the Tribunal to meet EEO objectives or other special purposes and the
skills and knowledge gained would contribute to improvements in effectiveness
and efficiency.
30.7 An applicant may
be granted leave without pay instead of study leave if the Tribunal considers
that:
30.7.1 the studies
proposed are neither directly relevant, nor of appreciable benefit to the
effectiveness or efficiency of the Tribunal; or
30.7.2 financial
constraints preclude the grant of study leave; or
30.7.3 while the studies
proposed are relevant, a scholarship or award won by the applicant provides
financial support equivalent to full or half salary.
30.8 When study leave
is granted a "cost-to-the-State" bond must be undertaken by the staff
member. The bond requires after-service of:
30.8.1 twice the period
of study leave granted where financial assistance is at the level of full pay
30.8.2 the same period of
study leave granted where financial assistance is at the level of half pay.
30.9 If the
after-service is not completed, the bond requires the staff member to reimburse
salary paid for the period of study leave as well as the value of any
incremental progression or leave accrued during the period.
31. Staff Development
31.1 The provisions
relating to staff development and training activities as set out in Tribunal’s
Staff Development Policy shall apply.
32. Study Time
32.1 Study time is
available to develop the skills and versatility of staff members in accordance
with this clause and may be granted at the discretion of Chief Executive
Officer or nominee.
32.2 It shall not be
granted to staff members to attend a course organised essentially for full time
students or which, in later stages, requires full time attendance.
32.3 Study time may
be granted at full pay to staff members who are studying on a part-time basis.
32.4 Study time may
be used for:
32.4.1 attending
compulsory lectures, tutorials, residential schools, field days etc., where
these are held during working hours; and/or
32.4.2 necessary travel
during working hours to attend lectures, tutorials etc. held during or outside
working hours; and/or
32.4.3 private study;
and/or
32.4.4 accumulation, as
outlined in subclause 32.17 of this clause.
32.5 Half an hour is
granted for every hour of class attendance required, up to a maximum grant of
four hours per week.
32.6 Where this grant
is insufficient to cover essential absences, the necessary extra time can be
granted.
32.7 Study time
granted in excess of four hours per week must be made up.
32.8 Staff members
who take study time on any particular day must work the contract hours on that
day. For example, a staff member who is entitled to two hours study time on a
Wednesday afternoon must ensure that they work five hours before proceeding on
study time.
32.9 A half-day flexi
leave or a half-day annual leave may be combined with a half-day study time to
cover a full day’s absence from duty.
32.10 Where staff
members have less than a half-day study time and wish to be absent for a full
day, they may take annual leave for the remainder of the day.
32.11 Study time is not
to be taken in any week when classes are not attended.
32.12 If a staff member
attends more than one class, the weekly study time should be reduced
correspondingly, when one of those classes is not attended.
32.13 Study time is an
expendable grant, which if not used at the nominated time, is lost.
32.14 If an emergency
situation occurs, a staff member may have to give up their normal study time.
If circumstances allow, however, such time may be granted on another day during
the same week.
32.15 Study time is not
available for repeated subjects unless evidence can be provided that failure to
successfully complete the subject at first attempt was caused by circumstances
outside the staff member’s control.
32.16 Staff members
attending repeat subjects during working hours, for which study time has not
been granted, must make up all time taken off in attending those subjects.
32.17 Subject to
Tribunal convenience -
32.17.1 Staff
members may choose to accumulate part or all of their study time.
32.17.2 Accumulated
study time may be taken in any pattern or at any time.
32.18 Correspondence
students are granted study time in the manner outlined in subclause 32.8 of
this clause, that is, half an hour for each hour of lecture/tutorial attendance
involved in the corresponding face-to-face course, up to a maximum grant of
four hours per week.
32.19 Where there is no
corresponding face-to-face course, the institution will be asked to indicate
the attendance requirements if such a course existed.
32.20 Correspondence
students may accumulate their study time as outlined in subclause 32.17 of this
clause, in order to cover any compulsory residential schools.
32.21 Block periods of
study time may be granted to staff members in relation to the research and
thesis component of: higher degrees, qualifying studies for admission to higher
degrees; or Honours studies.
32.22 These block
periods may be granted on the following basis:
32.22.1 Where a
course at any level involves a thesis or major project as well as coursework,
the usual study time would be granted for the coursework, and ten days study
time for the thesis/major project component;
32.22.2 For
qualifying studies entirely by thesis the grant is ten days;
32.22.3 For
masters degree studies by research and thesis only, the total grant is:
32.22.3.1 25 days
for courses of two years minimum duration; and
32.22.3.2 35 days
for courses of three years minimum duration.
32.22.4 For
doctoral studies, the total grant for the course is 45 days.
32.23 Where a staff
member is undertaking qualifying or higher degree studies by coursework only,
normal study time is granted.
33. Reimbursement of Fees
33.1 Staff members
undertaking approved part-time study or training shall be eligible for
reimbursement of all or part of the fees (including HECS) and/or other
compulsory charges.
33.2 The decision as
to whether or not fees and/or other compulsory charges are approved in part or
in full for reimbursement (and the method of reimbursement) is entirely at the
discretion of the Chief Executive Officer or nominee.
33.3 Staff members
applying for study time and/or reimbursement of fees and/or other compulsory
charges shall, as soon as possible, be advised of which fees shall be
reimbursed, how they shall be reimbursed, and the amount of study time to be
approved. This will enable staff members to make a decision as to whether the
study can be undertaken.
33.4 When determining
the amount of reimbursement, the Chief Executive Officer or nominee shall
consider:
33.4.1 the skill
requirements of the Tribunal;
33.4.2 whether or not the
expenditure is justified in terms of the Tribunal's objectives and targets; and
33.4.3 the availability
of funds.
33.5 Reimbursement of
approved fees and/or other compulsory charges shall be made on production of
evidence of such expenditure, and subject to satisfactory completion of the
course or stage.
33.6 To be eligible
for reimbursement of approved fees and/or other compulsory charges staff
members applying must have been employed by the Tribunal for the majority of
the academic period in question and be employed at the time of making the
application.
34. Overtime
34.1 The overtime
provisions as set out in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 or an award replacing it, shall apply, however:
34.1.1 Staff members
directed to work overtime, up to and including IPART Officer G, shall be paid
overtime at their current salary, or salary and allowance in the nature of
salary.
34.1.2 Such overtime
shall be approved in advance by the Chief Executive Officer or nominee.
35. Public Holidays
35.1 The public
holidays provisions as set out in the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 or an award replacing it, shall
apply.
36. Job Sharing
36.1 The Chief
Executive Officer or nominee may approve implementation of job-sharing
arrangements.
36.2 Job sharing is a
voluntary arrangement in which one job is shared amongst staff members working
on a part-time basis.
36.3 Job sharers may
be employed on a part-time basis or may be full-time staff members on part-time
leave without pay.
37. Work from Home
37.1 The Chief
Executive Officer or nominee may approve applications by staff members to work
from home on a temporary, fixed term, or regular basis.
37.2 Approval may be
granted where a family member requires care or where a project or report
requires urgent completion that would be assisted by working from home.
37.3 Generally,
working from home shall be granted where the Chief Executive Officer or nominee
and staff member are in agreement that:
37.3.1 appropriate work
is available that can be done at home efficiently without supervision and
without liaison with other staff members;
37.3.2 the absence does
not adversely affect the performance of the work group or the provision of
necessary support services to others;
37.3.3 the home
environment or circumstances will not prevent the staff members from completing
an amount of work equivalent to what would normally be completed in the office
environment; and
37.3.4 the staff member
is available for telephone consultation and where possible available to return
to the office at short notice.
37.4 All work from
home approvals shall ensure adequate consideration of, and compliance with work
health and safety, confidentiality and security provisions.
37.5 Where
appropriate, facilities and equipment shall be provided to enable staff members
to work at home.
38. Unsatisfactory Performance, Misconduct Or
Serious Offence
38.1 Where situations
arise in relation to unsatisfactory performance, misconduct or serious offence
they shall be dealt with in accordance with the Tribunal’s policy.
39. Termination of Employment
39.1 The staff member
shall give two (2) weeks notice prior to resignation of employment.
39.2 The Tribunal
shall give two (2) weeks notice or payment in lieu of notice to staff members
prior to termination of employment.
39.3 In cases of
serious or wilful misconduct the Chief Executive Officer or nominee may waive
notice and no payment in lieu shall be due to staff members.
40. Managing Excess Staff
40.1 Where changes
result in staff members becoming excess, the arrangements for managing such
staff members shall be in accordance with the NSW Government public sector
"Managing Excess Employees" policy and based on professional
management practice, systematic restructuring process as well as merit and
equity principles.
41. Secure Employment - Casual Conversion
41.1 The objective of
this clause is for the employer to take all reasonable steps to provide its
employees with secure employment by maximising the number of permanent
positions in the employer’s workforce, in particular by ensuring that casual
employees have an opportunity to elect to become full-time or part-time
employees.
41.2 Casual
Conversion
41.2.1 A casual employee
engaged by a particular employer on a regular and systematic basis for a
sequence of periods of employment under this Award during a calendar period of
six months shall thereafter have the right to elect to have his or her ongoing
contract of employment converted to permanent full-time employment or part-time
employment if the employment is to continue beyond the conversion process
prescribed by this clause.
41.2.2 Every employer of
such a casual employee shall give the employee notice in writing of the
provisions of this clause within four weeks of the employee having attained
such period of six months. However, the employee retains his or her right of
election under this clause if the employer fails to comply with this notice
requirement.
41.2.3 Any casual
employee who has a right to elect under paragraph 41.2.1 upon receiving notice
under paragraph 41.2.2 or after the expiry of the time for giving such notice,
may give four weeks’ notice in writing to the employer that he or she seeks to
elect to convert his or her ongoing contract of employment to full-time or
part-time employment, and within four weeks of receiving such notice from the
employee, the employer shall consent to or refuse the election, but shall not
unreasonably so refuse.
41.2.4 Where an employer
refuses an election to convert, the reasons for doing so shall be fully stated
and discussed with the employee concerned, and a genuine attempt shall be made
to reach agreement.
41.2.5 Any dispute about
a refusal of an election to convert an ongoing contract of employment shall be
dealt with as far as practicable and with expedition through the disputes
settlement procedure.
41.2.6 Any casual
employee who does not, within four weeks of receiving written notice from the
employer, elect to convert his or her ongoing contract of employment to
full-time employment or part-time employment will be deemed to have elected
against any such conversion.
41.2.7 Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with the employer.
41.2.8 If a casual
employee has elected to have his or her contract of employment converted to
full-time or part-time employment in accordance with paragraph 41.2.3 the
employer and employee shall, in accordance with this paragraph, and subject to
paragraph 41.2.3 discuss and agree upon:
41.2.8.1 whether
the employee will convert to full-time or part-time employment; and
41.2.8.2 if it
is agreed that the employee will become a part-time employee, the number of
hours and the pattern of hours that will be worked either consistent with any
other part-time employment provisions of this award or pursuant to a part time
work agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert his or her contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert his or her contract of employment
to part-time employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed between the
employer and the employee.
41.2.9 Following an
agreement being reached pursuant to paragraph 41.2.8 the employee shall convert
to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it shall be dealt with as far as practicable
and with expedition through the disputes settlement procedure.
41.2.10 An
employee must not be engaged and re-engaged, dismissed or replaced in order to
avoid any obligation under this clause.
42. Secure Employment - Work Health & Safety
42.1 For the purposes
of this clause, the following definitions shall apply:
42.1.1 A "labour
hire business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit trust, corporation and/or person) which has as its business function, or
one of its business functions, to supply staff employed or engaged by it to
another employer for the purpose of such staff performing work or services for
that other employer.
42.1.2 A "contract
business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust or unit trust,
corporation and/or person) which is contracted by another employer to provide a
specified service or services or to produce a specific outcome or result for
that other employer which might otherwise have been carried out by that other
employer’s own employees.
42.2 Any employer
which engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer’s premises shall do the following (either
directly, or through the agency of the labour hire or contract business):
42.2.1 consult with
employees of the labour hire business and/or contract business regarding the
work health and safety consultative arrangements;
42.2.2 provide employees
of the labour hire business and/or contract business with appropriate work
health and safety induction training including the appropriate training
required for such employees to perform their jobs safely;
42.2.3 provide employees
of the labour hire business and/or contract business with appropriate personal
protective equipment and/or clothing and all safe work method statements that
they would otherwise supply to their own employees; and
42.2.4 ensure employees
of the labour hire business and/or contract business are made aware of any
risks identified in the workplace and the procedures to control those risks.
42.3 Nothing in this
clause is intended to affect or detract from any obligation or responsibility
upon a labour hire business arising under the Work Health and Safety Act 2011 or the Workplace Injury Management and Workers Compensation Act 1998.
42.4 Disputes
Regarding the Application of this Clause
42.4.1 Where a dispute
arises as to the application or implementation of this clause, the matter shall
be dealt with pursuant to the disputes settlement procedure of this award.
42.5 This clause has
no application in respect of organisations which are properly registered as
Group Training Organisations under the Apprenticeship
and Traineeship Act 2001 (or equivalent interstate legislation) and are
deemed by the relevant State Training Authority to comply with the national
standards for Group Training Organisations established by the ANTA Ministerial
Council.
43. Anti-Discrimination
43.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity,
age and responsibilities as a carer.
43.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of the award which, by its terms or operation, has a direct
or indirect discriminatory effect.
43.3 Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
43.4 Nothing in this
clause is to be taken to affect:
43.4.1 any conduct or act
which is specifically exempted from anti- discrimination legislation;
43.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
43.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
43.4.4 a party to this
award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
43.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
43.5.1 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
43.5.2 Section 56(d) of
the Anti-Discrimination Act 1977
provides:
"Nothing in the Act affects ... any other act or
practice of a body established to propagate religion that conforms to the doctrines
of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
44. No Extra Claims
44.1 Other than as
provided for in the Industrial Relations
Act 1996 and the Industrial Relations (Public Sector Conditions of
Employment) Regulation 2014, there shall be no further claims/demands or
proceedings instituted before the NSW Industrial Relations Commission for extra
or reduced wages, salaries, rates of pay, allowances or conditions of employment
with respect to the Employees covered by the Award that take effect prior to 30
June 2018 by a party to this Award.
45. Savings of Rights
45.1 No staff member
covered by this award shall suffer a reduction in the rate of pay or any loss
or diminution of any conditions of employment as a consequence of the making of
this award.
46. Lactation Breaks
46.1 This clause
applies to staff members who are lactating mothers. A lactation break is
provided for breastfeeding, expressing milk or other activity necessary to the
act of breastfeeding or expressing milk and is in addition to any other rest
period and meal break as provided for in this award.
46.2 A full time
staff member or a part time staff member working more than 4 hours per day is
entitled to a maximum of two paid lactation breaks of up to 30 minutes each per
day.
46.3 A part time
staff member working 4 hours or less on any one day is entitled to only one
paid lactation break of up to 30 minutes on any day so worked.
46.4 A flexible
approach to lactation breaks can be taken by mutual agreement between a staff
member and their manager provided the total lactation break time entitlement is
not exceeded. When giving consideration to any such requests for flexibility, a
manager needs to balance the operational requirements of the organisation with
the lactating needs of the staff member.
46.5 The Chief
Executive Officer shall provide access to a suitable, private space with
comfortable seating for the purpose of breastfeeding or expressing milk.
46.6 Other suitable
facilities, such as refrigeration and a sink, shall be provided where
practicable. Where it is not practicable to provide these facilities,
discussions between the manager and staff member will take place to attempt to
identify reasonable alternative arrangements for the staff member’s lactation
needs.
46.7 Staff members
experiencing difficulties in effecting the transition from home-based
breastfeeding to the workplace will have telephone access in paid time to a
free breastfeeding consultative service, such as that provided by the
Australian Breastfeeding Association’s Breastfeeding Helpline Service or the
Public Health System.
46.8 Staff members
needing to leave the workplace during time normally required for duty to seek
support or treatment in relation to breastfeeding and the transition to the
workplace may utilise sick leave in accordance with clause 28, Sick Leave of
this award, or access to the flexible working hours scheme provided in clause
9, Flexible Work Hours of this award, where applicable.
47. Leave for Matters Arising from Domestic
Violence
47.1 The definition
of domestic violence is found in sub clause 3.19, of clause 3 Definitions, of
this award;
47.2 Leave
entitlements provided for in clause 20, Family and Community Service Leave, and
clause 28, Sick Leave, may be used by staff members experiencing domestic
violence;
47.3 Where the leave
entitlements referred to in subclause 29A.2 are exhausted, the Chief Executive
Officer shall grant Special Leave as per sub clause 29.5;
47.4 The Chief
Executive Officer will need to be satisfied, on reasonable grounds, that
domestic violence has occurred and may require proof presented in the form of
an agreed document issued by the Police Force, a Court, a Doctor, a Domestic
Violence Support Service or Lawyer;
47.5 Personal
information concerning domestic violence will be kept confidential by the
agency;
47.6 The Chief
Executive Officer, where appropriate, may facilitate flexible working
arrangements subject to operational requirements, including changes to working
times and changes to work location, telephone number and email address.
48. Relationship to Other Awards
48.1 The Tribunal
will, subject to approved parameters within Government wages policy, negotiate
with the Association the full quantum of future salary increase or other
benefits.
48.2 The Tribunal
will use the outcomes achieved between the Association and Industrial Relations
Secretary to inform its negotiations with the intent of varying this Award to
give effect to those salary increases and other benefits.
48.3 The method of
achieving salary increases negotiated between the Tribunal and the Association
shall be at the local level and not necessarily determined by the same outcomes
as the Crown Employees (Public Sector - Salaries 2015) Award or an award
replacing it.
48.4 Where there may
be inconsistencies between this award and the Crown Employees (Public Service
Conditions of Employment) Award 2009 as varied, the arrangements in this award
shall prevail.
49. Area, Incidence and Duration
49.1 This award
applies to staff members of the Independent Pricing and Regulatory Tribunal as
defined in clause 3, Definitions of this award.
49.2 The award shall
commence on 1 July 2017 and has a nominal expiry date of 30 June 2018. It
rescinds and replaces the Crown Employees (Independent Pricing and Regulatory
Tribunal 2016) Award published 29 July 2016 (380 I.G. 103).
PART B
MONETARY RATES
Table
1 - Salaries
Salary rates apply from the first day of July 2017:
|
|
1 July 2017
|
|
|
per annum
|
|
|
$
|
IPART Officer A
|
Year 1
|
53,905
|
|
Year 2
|
57,647
|
|
Year 3
|
61,390
|
IPART Officer B
|
Year 1
|
65,882
|
|
Year 2
|
69,625
|
|
Year 3
|
73,368
|
IPART Officer C
|
Year 1
|
78,610
|
|
Year 2
|
82,355
|
|
Year 3
|
86,098
|
IPART Officer D
|
Year 1
|
92,085
|
|
Year 2
|
95,829
|
|
Year 3
|
99,572
|
IPART Officer E
|
Year 1
|
106,310
|
|
Year 2
|
110,053
|
|
Year 3
|
113,799
|
IPART Officer F
|
Year 1
|
121,284
|
|
Year 2
|
125,025
|
|
Year 3
|
128,769
|
IPART Officer G
|
Year 1
|
137,006
|
|
Year 2
|
140,748
|
|
Year 3
|
147,542
|
P.KITE,
Chief Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.