Crown Employees (NSW Department of Justice) State
Library Security Staff Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 134023 of 2019)
Before Chief Commissioner Kite
|
22 August 2019
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject
Matter
1. Definitions
2. Title
3. Parties
to the Award
4. Salaries
5. Conditions
of Employment
6. Hours of
Work
7. Shift
Loadings
8. Incremental
Progression
9. Local
Arrangements
10. Deduction
of Union Membership Fees
11. Grievance
and Dispute Settling Procedures
12. Anti-Discrimination
13. Area Incidence and Duration
PART B
MONETARY RATES
Table 1 - Rates of Pay
PART A
1. Definitions
"The Crown Award" means the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009 or any variation
or replacement Award.
"Department" means - The NSW
Department of Premier and Cabinet.
"Department Head" means - The Secretary of the NSW
Department of Premier and Cabinet.
"Industrial Relations Secretary” means the Secretary of
Treasury as defined in section 49 of the Act.
"PSA" means Public Service Association and
Professional Officers' Association Amalgamated Union of New South Wales.
"The State Library" means the State Library of New
South Wales.
2. Title
This Award shall be called the Crown Employees (NSW
Department of Premier and Cabinet) State Library Security Staff Award.
3. Parties to the
Award
The parties to the Award are the Industrial Relations
Secretary and the PSA.
4. Salaries
(a) Salaries have
been annualised to include shift penalties except those for Public Holidays.
Shift loadings for Public Holidays will be paid in the next available pay after
working on a public holiday at the rate provided in the "Shift Work and
Overtime" provisions of the Crown Award. The annualised salary rate will
be the salary rate for all purposes including calculating overtime, holidays,
leave loading, superannuation and long service leave.
(b) The annualised
salaries provided for in this award are calculated by using the shift loadings
contained in the "Shift Work and Overtime" provisions of the Crown
Award.
(c) Staff employed
under this award shall be eligible to receive the more favourable of leave
loading or shift penalties when proceeding on recreation leave in accordance
with the "Leave" provisions of the Crown Award.
(d) Salaries paid
to staff employed as Security Officers at the State Library will be as per
Table 1 of Part B of this Award.
(e) This award is
listed in Schedule A of the Crown
Employees (Public Sector – Salaries 2019) Award and salaries payable to
employees shall be in accordance with that award or any award replacing it. The
rates set out at Table 1 of Part B of this Award are subject to the rates as
set by the Crown Employees (Public
Sector - Salaries 2019) Award or any award replacing it.
5. Conditions of
Employment
(a) Except as where
varied by this Award conditions of employment shall be as provided for in the
Crown Award.
(b) Security staff
will be granted five (5) Rostered Days Off in each
twenty (20) week shift cycle. Accrual of hours will be as locally arranged.
Rostered days off will be taken as per the roster. Up to three (3) rostered days
off may be banked.
(c) Security staff
will work the weekends rostered to qualify them for the five (5) additional
days leave provided for in the "Shift Work and Overtime" provisions
of the Crown Award.
(d) There will not
be a separate payment for a Computer Allowance as computer skills and
responsibilities have been taken into account in the job evaluation process.
(e) First aid
allowances in line with the Crown Award will be paid to staff that acquire a
first aid certificate.
(f) An approved
uniform and accessories will be issued to each Security Officer and must be
worn when on duty. Uniforms and accessories will be replaced on a needs basis
as approved by the Security Co-ordinators.
(g) Staffing levels
will be determined to meet the security needs of the Library. The State Library will have in place
recruitment strategies so that all vacant roles are filled as expeditiously as
possible.
6. Hours of Work
(a) Hours of work
shall continue to be thirty-five (35) hours per week worked over a seven (7)
day roster.
(b) The State
Library may require a Security Officer to perform duty beyond the hours
determined above but only if it is reasonable for the Security Officer to be
required to do so. A Security Officer
may refuse to work additional hours in circumstances where the working of such
hours would result in them working unreasonable hours. In determining what is unreasonable the
following factors shall be taken into account:
(1) the Officer’s prior commitments outside the workplace,
particularly the Officer’s family and carer responsibilities, community
obligations or study arrangements,
(2) any risk to Security Officer health and safety,
(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,
(4) the notice (if
any) given by the State Library regarding the working of the additional hours,
and by the Security Officer of their intention to refuse the working of
additional hours, or
(5) any other relevant matter.
7. Shift Loadings
The annualised salaries provided for in this Award are based
on the current rosters and are calculated by using the penalties contained in
the "Shift Work and Overtime" provisions of the Crown Award.
8. Incremental
Progression
Security Officers will be entitled to the next increment, up
to the 4th year increment, after 12 months’ service, subject to satisfactory
attendance, conduct and performance of duties.
9. Local Arrangements
(a) Payment of
Security Licence fees will be as agreed between the State Library and Security
Staff.
(b) To accrue time
for rostered days off staff will take a forty-five (45) minute meal break and
commence shifts at a time seven (7) minutes before the listed starting time.
10. Deduction of Union
Membership Fees
(a) The Association
shall provide the employer with a schedule setting out union fortnightly
membership fees payable by members of the union in accordance with the
Association's rules.
(b) The Association
shall advise the employer of any change to the amount of fortnightly membership
fees made under its rules. Any variation
to the schedule of union fortnightly membership fees payable shall be provided
to the employer at least one month in advance of the variation taking effect.
(c) Subject to (a)
and (b) above, the employer shall deduct union fortnightly membership fees from
the pay of any employee who is a member of the union in accordance with the
union's rules, provided that the employee has authorised the employer to make
such deductions.
(d) Monies so
deducted from employee's pay shall be forwarded regularly to the union together
with all necessary information to enable the union to reconcile and credit
subscriptions to employees' union membership accounts.
(e) Unless other
arrangements are agreed to by the employer and the union, all union membership
fees shall be deducted on a fortnightly basis.
(f) Where an
employee has already authorised the deduction of union membership fees from his
or her pay prior to this clause taking effect, nothing in this clause shall be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
11. Grievance and
Dispute Settling Procedures
(a) 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 within the Department, if required.
(b) 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.
(c) Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination Act 1977) that makes
it impractical for the staff member to advise their immediate manager, the
notification may occur to the next appropriate level of management, including
where required, to the Department Head or delegate.
(d) 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.
(e) 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) days, or as soon as
practicable. The staff member may pursue
this sequence of reference to successive levels of management until the matter
is referred to the Department Head.
(f) The Department
Head may refer the matter to the Industrial Relations Secretary for
consideration.
(g) If the matter
remains unresolved the Department Head 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.
(h) A staff member,
at any stage, may request to be represented by their union.
(i) The
staff member or the union on their behalf, or the Department Head may refer the
matter to the Industrial Relations Commission NSW if the matter is unresolved
following the use of these procedures.
(j) The staff
member, the union, the Department Head and the Industrial Relations Secretary
shall agree to be bound by any order or determination by the Industrial
Relations Commission NSW in relation to the dispute.
(k) Whilst the
procedures outlined in subclauses (a) to (j) 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, or, in the 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.
12. Anti-Discrimination
(a) 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.
(b) 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.
(c) Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(d) Nothing in this
clause is to be taken to affect:
(1) any conduct or act which is specifically exempted from
anti-discrimination legislation;
(2) offering or providing junior rates of pay to persons under
21 years of age;
(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;
(4) a party to this award from pursuing matters of unlawful
discrimination in any State or federal jurisdiction.
(e) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
Notes:
Employers and employees may also be subject to Commonwealth
anti-discrimination legislation.
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."
13. Area, Incidence
and Duration
(a) This award is
made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (NSW Department of Premier and
Cabinet) State Library Security Staff Award published 21 August 2019 (380
I.G. 1122), as varied.
(b) 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 22 August 2019.
This award remains in force until varied or rescinded, the
period for which it was made having already expired.
PART B
MONETARY RATES
The annualised salary rates as at 1 July 2019 as listed in
Table 1 below.
The annualised salary rates incorporate shift penalties as
per clause 4, Salaries.
Table 1 - Rates of Pay
Year
|
Annualised
Salary Rate
|
Annualised
Salary Rate
|
|
Per Year as
at 1/7/18
|
Per Year as
at 1/7/19
|
|
$
|
$
|
1st Year
|
66,176
|
67,830
|
2nd Year
|
68,535
|
70,248
|
3rd Year
|
70,478
|
72,240
|
4th Year
|
72,600
|
74,415
|
P. M. KITE, Chief Commissioner
____________________
Printed by the authority of the Industrial Registrar.