Crown
Employees (NSW Department of Trade and Investment, Regional Infrastructure and
Services) Casino Inspectors Transferred from Department of Gaming and Racing
Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 244 of 2012)
Before The Honourable
Mr Justice Staff
|
16 April 2012
|
REVIEWED
AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Definitions
2. Salaries
3. Increments
4. Leave
4A Leave for
Matters Arising from Domestic Violence
5. Annual
Leave Loading
6. Family and
Community Service Leave/Personal Carer's Leave
7. Hours
7A. Lactation
Breaks
8. Overtime
9. Shiftwork
Arrangements
10. Car Parking
11. Higher Duties
12. Grievance
and Dispute Settling Procedures
13. Anti-Discrimination
14. Deduction
of Union Membership Fees
15. Secure
Employment
16. Salary
Packaging Arrangements, Including Salary Sacrifice to Superannuation
17. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1- Rates of Pay
1. Definitions
"Act" means the Casino Control Act
1992.
"Association" means the Public Service
Association of New South Wales and the Professional Officers’ Association
Amalgamated Union of New South Wales.
"Authority" means the Independent Liquor and
Gaming Authority constituted under the Act.
"Casino" means premises or part of premises,
defined as a casino under section 19 of the Act.
"Chief Executive" means the Department Head
of Independent Liquor and Gaming Authority.
"Department" means the NSW Department of
Trade and Investment, Regional Infrastructure and Services.
"Department Head" means the Director-General
of the NSW Department of Trade and Investment, Regional Infrastructure and
Services.
"Director-General, Department of Premier and
Cabinet" means the Director-General of the Department of Premier and
Cabinet, as established under the Public Sector Employment and Management
Act 2002.
"Domestic Violence" means domestic violence
as defined in the Crimes (Domestic and Personal Violence) Act 2007.
"Employee" means and includes persons
employed on a full-time or part-time shift work basis in the position of
Inspector or Supervising Inspector within the Casino.
"Personnel Handbook" means the Personnel
Handbook of the NSW Public Service as published on the Department of Premier
and Cabinet website and updated from time to time.
"Preliminary Training Rate" means the salary
rate paid to Inspectors and/or Supervising Inspectors during their initial training
period. Payment of this rate will cease immediately Inspectors and/or
Supervising Inspectors commence shiftwork.
"Roster Cycle" means working 15 shifts at the
casino and attending one training day of five hours over a five week cycle.
"Shift" means a period working 11 hours 20
minutes plus a 40 minute unpaid meal break but including two 15 minute paid
crib breaks.
"Training Day" means one day of five hours
for the purposes of providing additional training during a roster cycle.
"Working Day" under Clause 12 means any day
except Saturday, Sunday or a public holiday in New South Wales.
"Family" under Clause 6 is the person who
needs the employee's care and support and is referred to as the "person
concerned" and is:
(a) a spouse of the
employee; or
(b) a de facto
spouse, who in relation to a person, is a person of the opposite sex to the
first mentioned person as the husband or wife of that person on a bona fide
domestic basis although not legally married to that person; or
(c) a child or an adult
child (including an adopted child, a step child, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis.
"Relative" under Clause 6 is a member of the
same household of the employee, where for the purposes of this definition:
(a) "relative"
means a person related by blood, marriage, affinity or aboriginal kinship
structures;
(b) "affinity"
means a relationship that one spouse or partner has to relatives of the other;
and
(c) "household"
means a family group living in the same domestic dwelling.
2. Salaries
Salaries for employees covered by this Award are set
out at Part B Monetary Rates Table 1 - Rates of Pay of the Award. These salaries shall move in accordance with
the Crown Employees (Public Sector - Salaries 2008) Award or any variation or
replacement Award.
The salary rates expressed in this Award include a 30%
allowance in full compensation for shift penalties which includes work on
nights, weekends, and public holidays.
3. Increments
(a) The payment of
increments under the scale of salaries prescribed by Part B, Table 1 Rates of
Pay shall be subject to satisfactory performance and the approval of the
Department Head...
(b) Subject to
satisfactory performance, including training and development requirements for
employees, permanent employees will progress along the relevant incremental
rate of pay scale at the completion of each year of continuous employment.
4. Leave
Annual Leave:
Employees shall be entitled to 140 hours annual leave per
annum plus the dollar equivalent of 35 hours recreation leave in lieu of work
performed on Sundays and public holidays.
This payment shall commence from 1/12/98 with the payment to be made, at
the end of each leave year. All other
provisions for annual leave are as contained in the Personnel Handbook and/or
Public Sector Employment and Management Act 2002 and General Regulation.
Other Leave:
The provision for all other forms of leave as
prescribed by the Personnel Handbook and/or Public Sector Employment and
Management Act 2002 shall apply except that the time shall accrue and be taken
as hours not days.
4A. Leave for Matters
Arising from Domestic Violence
(a) The definition
of domestic violence is found in clause 1, Definitions, of this Award;
(b) Leave
entitlements provided for in clause 6, Family and Community Service
Leave/Personal Carers leave, and sick leave provided for clause 4, Leave, may
be used by staff members experiencing domestic violence;
(c) Where the leave
entitlements referred to in subclause 4A (b) are exhausted, the Department Head shall grant up to five days
Special Leave, per calendar year, to be used for absences from the workplace to
attend to matters arising from domestic violence situations;
(d) The Department
Head 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;
(e) Personal
information concerning domestic violence will be kept confidential by the
agency;
(f) The Department
Head 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.
5. Annual Leave
Loading
Employees are entitled to payment of an annual leave
loading of 17.5% of the monetary value of 140 hours recreation leave accrued in
a leave year. This annual leave loading
is based on the salaries as prescribed in clause 2, Salaries.
6. Family and
Community Service Leave/Personal Carer's Leave
The Department Head may grant family and community
service leave to an employee:
(a) for reasons related
to the family responsibilities of the employee; or
(b) for reasons
related to the performance of community service by the employee; or
(c) in a case of
pressing necessity.
Family and community service leave replaces short
leave.
The maximum amount of family and community service
leave on full pay that may be granted to an employee is:
(a) 24.50 hours
during the first 12 months of service and 49 hours in any period of 2 years
after the first year of service; or
(b) 7 hours for each
year of service after 2 years' of continuous service, minus any period of
family and community service leave already taken by the employee, whichever is
the greater period.
Family and community service leave is available to
part-time employees on a pro rata basis, based on the number of hours worked.
Where family and community service leave has been
exhausted, additional paid family and community service leave of up to 14 hours
may be granted on a discrete "per occasion" basis on the death of a
person defined in clause 1, Definitions.
When family and community service leave is exhausted,
sick leave provisions may be used by an employee to care for a sick family
member.
Use of sick leave to care for a sick family member -
entitlement
(a) The entitlement
to use sick leave in accordance with this clause is subject to
(i) the employee
being responsible for the care and support of the person concerned, and
(ii) the person
concerned being as defined in clause 1 Definitions.
(b) An employee with
responsibilities in relation to a person who needs their care and support shall
be entitled to use sick leave available from that year's annual sick leave
entitlement, minus any sick leave taken from that year's entitlement, to
provide care and support for such persons when they are ill.
(c) Sick leave
accumulates from year to year. In
addition to the current year's grant of sick leave, sick leave accrued from the
previous 3 years may also be accessed by an employee with responsibilities in
relation to a person who needs their care and support.
(d) In special
circumstances, the Department Head may make a grant of additional sick
leave. This grant can only be taken
from sick leave accrued prior to the period referred to in paragraph (c) of
this subclause.
(e) If required, a
medical certificate or statutory declaration must be made by the employee to
establish the illness of the person concerned and that the illness is such to
require care by another person.
(f) The employee is
not required to state the exact nature of the relevant illness on either a
medical certificate or statutory declaration and has the right to choose which
of the two methods to use in the establishment of grounds for leave.
(g) Wherever
practicable, the employee shall give the Department Head prior notice of the
intention to take leave, the name of the person requiring care and that
person's relationship to the employee.
They must also give reasons for taking such leave and the estimated length
of absence. If the employee is unable to notify the Department Head beforehand,
notification should be given by telephone at the first opportunity on the day
of absence.
(h) In normal
circumstances, the employee must not take leave under this subclause where
another person has taken leave to care for the same person.
7. Hours
(a) The normal hours
of work for full-time employees shall be 175 hours per five week cycle.
(b) The standard
shift starting and finishing times shall be 7 am and 7 pm respectively.
Nevertheless the starting and finishing time may be staggered by up to one hour
as determined by the Department Head or delegate in consultation with the
employee.
(c) Normal hours of
work shall be structured to avoid broken periods of duty (i.e. there shall be
no split shifts).
(d) Part-time
employees shall work the same shift duration as full-time employees but the
number and frequency of shifts shall be negotiated having regard to the
exigencies of the Authority and then fixed on the same basis as full-time
employees.
7A. Lactation Breaks
(a) This clause
applies to employees 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.
(b) A full time
employee or a part time employee 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.
(c) A part time employee
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.
(d) A flexible
approach to lactation breaks can be taken by mutual agreement between an
employee 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 employee.
(e) The Department
Head shall provide access to a suitable, private space with comfortable seating
for the purpose of breastfeeding or expressing milk.
(f) 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 employee will take place to attempt to
identify reasonable alternative arrangements for the employee’s lactation
needs.
(g) Employees
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.
(h) Employees
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 4, Leave of this
Award, or access to the flexible working hours scheme provided in clause 7,
Hours of this Award, where applicable.
8. Overtime
An employee may be directed by the Department Head to
work overtime, provided it is reasonable for the employee to be required to do
so. An employee may refuse to work
overtime in circumstances where the working of such overtime would result in
the employee working unreasonable hours.
In determining what is unreasonable the following factors shall be taken
into account:
(a) the employees
prior commitment outside the workplace, particularly the employees family and
carers responsibilities, community obligations or study arrangements;
(b) any risk to
employee health and safety;
(c) the urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the Authority and the effect on client services;
(d) the notice (if
any) given by the Department Head regarding the working of the overtime, and by
the employee of their intention to refuse the working of overtime; or
(e) any other
relevant matter.
9. Shift Work
Arrangements
(a) When rostered
for shift work the employees shall be at the Casino for 12 hours which comprises
of 11 hours 20 minutes on duty and an unpaid 40 minute meal break. There will also be included two 15 minute
paid crib breaks.
(b) Employees are
not on duty during a meal break and are not required to answer calls. Employees
shall not be required to work in excess of five hours without a crib break or a
meal break. The meal break should be
taken as near as possible to the middle of the shift.
(c) The rostered
time of a meal break may be varied by up to 15 minutes to suit operational
needs.
(d) Shift rosters
once fixed can only be varied, with the approval of the Department Head or
delegate. Employees shall ordinarily be given a minimum of eight calendar days
notice of roster change and may voluntarily agree to a change in roster in a
shorter time frame.
(e) Where less than
48 hours notice is given of changed shift arrangements, employees will be paid
overtime rates for that shift.
(f) There shall be
a minimum of 10 hours break between shifts.
10. Car Parking
Free parking shall be provided for employees at the
Casino. It is not available for employees on training days at locations other
than the Casino.
11. Higher Duties
(a) Higher duties
allowance may be paid on a shift by shift basis dependent on operational
requirements.
(b) Where an employee
performs the whole of the duties and assumes all of the responsibilities of
that more senior position he or she will, subject to satisfactory performance,
be paid the difference between the employee’s present rate of pay and the rate
of pay that the employee would be paid if appointed to that position.
(c) Where an
employee does not possess the skills necessary to perform the whole of the
duties and responsibilities of the more senior position at the time of
relieving the employee will be paid subject to satisfactory performance an
allowance based upon the proportion of duties actually performed.
12. 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) An employee 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 employee 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 employee, 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 employee 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. The employee may pursue the 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 Director-General, Department of Premier and
Cabinet for consideration.
(g) If the matter
remains unresolved, the Department Head shall provide a written response to the
employee 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) An employee, at
any stage, may request to be represented by the Association.
(i) The employee or
the Association on their behalf or the Department Head may refer the matter to
the New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
(j) The Employee,
Association, Department and Director-General, Department of Premier and Cabinet
shall agree to be bound by any order or determination by the Industrial
Relations Commission of 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 employee or member of the
public.
13.
Anti-Discrimination
(a) It is the
intention of the parties bound by this Award to seek to achieve the objective
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 and age and
responsibilities as a carer;
(b) It follows that
in fulfilling their obligations under the dispute resolution procedures
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:
(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.
(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.
(i) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(ii) 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."
14. Deduction of
Union Membership Fees
(a) The union shall
provide the employer with a schedule setting out union fortnightly membership
fees payable by members of the union in accordance with the union's rules.
(b) The union shall
advise the employer of any change to the amount of fortnightly membership fees
made under its rules. Any variation to
the schedule of union fortnightly membership fees payable shall be provided to
the employer at least one month in advance of the variation taking effect.
(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.
15. Secure Employment
(a) Work Health and
Safety
(i) For the
purposes of this subclause, the following definitions shall apply:
(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.
(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.
(ii) 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):
(1) consult with
employees of the labour hire business and/or contract business regarding the
workplace work health and safety consultative arrangements;
(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;
(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
(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.
(iii) Nothing in
this subclause (a) 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.
(b) Disputes Regarding
the Application of this Clause
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.
(c) 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.
16. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
(a) The entitlement
to salary package in accordance with this clause is available to:
(i) permanent
full-time and part-time employees;
(ii) temporary
employees, subject to the Authority’s convenience; and
(iii) casual
employees, subject to the Authority’s convenience, and limited to salary
sacrifice to superannuation in accordance with subclause 16(g).
(b) For the purposes
of this clause:
(i) "salary"
means the salary or rate of pay prescribed for the employee's classification by
clause 2, Salaries, Part B of this Award, and any other payment that can be
salary packaged in accordance with Australian taxation law.
(ii) "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, HELP payments, child support
payments, and judgement debtor/garnishee orders.
(c) By mutual
agreement with the Department Head an employee may elect to package a part or
all of their post compulsory deduction salary in order to obtain:
(i) a benefit or
benefits selected from those approved by the Department Head and
(ii) an amount equal
to the difference between the employee’s salary, and the amount specified by
the Department Head for the benefit provided to or in respect of the employee
in accordance with such agreement.
(d) An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
(e) The agreement shall
be known as a Salary Packaging Agreement.
(f) Except in
accordance with subclause 16(g), 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 Department Head at the time of signing the Salary Packaging
Agreement.
(g) Where an
employee makes an election to sacrifice a part or all of their post compulsory
deduction salary as additional employer superannuation contributions, the
employee may elect to have the amount sacrificed:
(a) paid into the
superannuation fund established under the First State Superannuation Act 1992;
or
(b) where the
Department is making compulsory employer superannuation contributions to
another complying superannuation fund, paid into the same complying fund; or
(c) subject to the
Departments agreement, paid into another complying superannuation fund.
(h) Where the
employee makes an election to salary sacrifice, the Department shall pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
(i) Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
(i) Police
Regulation (Superannuation) Act 1906;
(ii) Superannuation
Act 1916;
(iii) State
Authorities Superannuation Act 1987; or
(iv) State
Authorities Non-contributory Superannuation Act 1987,
the Department 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.
(j) 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 16(i) of this clause, the Department 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 may be in excess of superannuation guarantee requirements after
the salary packaging is implemented.
(k) Where the
employee makes an election to salary package:
(i) 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
(ii) 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 2, Salaries, or Part B of
this Award if the Salary Packaging Agreement had not been entered into.
(l) The Department
Head 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.
(m) The Department
Head 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.
17. Area, Incidence
and Duration
(a) This Award
covers Casino Inspectors transferred to the Authority as a result of the Casino
Control Act 1992 from the Department of Gaming and Racing on 1 July 2001. Casino Inspectors recruited after 30 June
2001 are not under this Award but are employed under the Casino Control Act
1992.
(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 1.G. 359) and
take effect on and from 16 April 2012
(c) Changes made to
this Award subsequent to it first being published on 26 October 2007 (364 I.G.
97) have been incorporated into this Award as part of the review.
(d) This Award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART B
MONETARY RATES
Table 1 - Rates of Pay
Casino Inspectors, transferred from Department of Gaming
and Racing
|
Classification and Grades
|
Common
|
1.7.10
|
1.7.11
|
|
Salary
|
Per annum
|
Per annum
|
|
Point
|
|
2.5%
|
|
|
$
|
$
|
Preliminary Training Rates - Inspectors
|
|
|
|
Inspector - 1st Year of Service
|
64
|
61,878
|
63,425
|
Inspector - 2nd Year of Service
|
67
|
63,781
|
65,376
|
Inspector - 3rd Year of Service
|
75
|
68,761
|
70,480
|
Thereafter
|
78
|
70,929
|
72,702
|
Salary Rates - Inspectors
|
|
|
|
Inspector - 1st Year of Service
|
|
80,444
|
82,455
|
Inspector - 2nd Year of Service
|
|
82,913
|
84,986
|
Inspector - 3rd Year of Service
|
|
89,389
|
91,624
|
Thereafter
|
|
92,210
|
94,515
|
Preliminary Training Rates - Supervising
|
|
|
|
Inspectors
|
|
|
|
Supervising Inspector - 1st year of Service
|
88
|
78,142
|
80,096
|
Supervising Inspector - 2nd year of Service
|
91
|
80,479
|
82,491
|
Supervising Inspector - 3rd year of Service
|
95
|
83,832
|
85,928
|
Thereafter
|
98
|
86,498
|
88,660
|
Salary Rates - Supervising Inspector
|
|
|
|
Supervising Inspector - 1st year of Service
|
-
|
101,585
|
104,125
|
Supervising Inspector - 2nd year of Service
|
-
|
104,622
|
107,238
|
Supervising Inspector - 3rd year of Service
|
-
|
108,983
|
111,708
|
Thereafter
|
-
|
112,448
|
115,259
|
C.G.
STAFF J
____________________
Printed by
the authority of the Industrial Registrar.