SYDNEY CATCHMENT AUTHORITY CONSOLIDATED AWARD 2002

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by Sydney Catchment Authority.

 

(No. IRC 4919 of 2003)

 

 

VARIATION

 

1.          Delete clause 7, Pay, of the award published 22 August 2003 (341 I.G. 1) and insert in lieu thereof the following:

 

7.  Pay

 

7.1        Rates of Pay

 

(a)        There will be one pay scale for all employees.

 

(b)        The rate of pay for a job (other than those covered by subclause 7.4, Special Movements, of this clause will be based on its evaluated pay point.

 

(c)        Equivalent rates of pay will be determined as follows:

 

(i)

 

Hourly rate	=	Annual rate
		52.2 x weekly hours

 

(ii)        Daily = hourly rate x ordinary daily working hours

 

(iii)       Weekly = hourly rate x ordinary weekly working hours

 

(iv)      Fortnightly = weekly pay rate x 2.

 

(v)       Annual rate = weekly pay rate x 52.2

 

(d)        The amounts of Rates of Pay contained in Column 2 at Schedule 1 have been rounded to the next nearest dollar.

 

(e)        The parties to this Award, in accordance with the commitments made, have commenced negotiations for a new Award, with a first meeting held on 21 May 2003.  The agreement reached between the parties on 27 August 2003 sets out a Framework of Reform and the processes to which the parties commit themselves in order to achieve a mutually desirable outcome that provides improved performance, appropriate conditions of employment, flexible work arrangements, administrative efficiencies and cost benefits to the SCA as follows:

 

(i)         Agreement by the ASU and the APESMA to participate fully in the translation from the Bi-Pers job evaluation methodology to the Cullen Egan Dell methodology based on the draft Project Plan.

 

(ii)        To be completed by 31 December 2003 or as agreed by the parties:

 

A revised pay structure and classification system that covers both Award employees and Senior Managers, including translation arrangements, and which addresses the issues that have been identified in relation to the operation of the current pay system; these issues include appropriate pay structures, classification systems and salary progression;

 

A performance management system that links business requirements to performance-based rewards;

 

Appropriate incidents conditions;

 

Revised Award in relation to terms and conditions of employment; and

 

Revised consultative arrangements including the provision of facilities to delegates.

 

(iii)       The parties agree to commit sufficient time and resources to achieve the desired outcomes.  To this end, the parties will meet regularly and ensure appropriate resources are made available to participate in the process.

 

(iv)      The unions undertake to co-operate with the SCA in progressing the issues in accordance with the agreed timetable.

 

(v)       Any matter(s) not resolved to the satisfaction of any of the parties to this Award be may be notified to the Industrial Relations Commission of NSW in accordance with subclause 49.2 of clause 49, Dispute Resolution Procedure.

 

(f)         In recognition of the contribution that Unions have made to the implementation of reform to date and the commitments detailed in paragraph (e) of this subclause, the Rates of Pay contained in Schedule 1 and 2 will apply as follows:

 

(i)         Rates of Pay contained in Column 2 at Schedule 1 and Schedule 2 - on and from 1 July 2003; and

 

(ii)        Rates of Pay contained in Column 3 at Schedule 1 and Schedule 2 - the first pay period on or after 1 January 2004.

 

7.2        Appointments

 

(a)        Employees will be appointed on the appropriate annual rate of pay for the job (being the-mid point (M)), except where, in exceptional circumstances, appointment may be made at the Low (L) or high (H) point listed in Column 1 at Schedule 1 to this Award.

 

(b)        Where in exceptional circumstances appointment has been made to the low point, an employee may progress to the mid point after 12 months from the original appointment, subject to satisfactory performance in all aspects of the position.

 

(c)        Where progression for an employee is rejected, the reasons for such rejection must be stated in writing and provided to the employee. In such cases, the employee has a right of appeal to the relevant General Manager, and where unsuccessful shall subsequently be reviewed six months after the original review.

 

(d)        Where an employee is appointed to the mid point, there will be no progression.

 

(e)        An employee shall not be paid less than their appointed rate, except where an employee has been regressed as a result of:

 

(i)         Poor performance (see subclause 10.3, Regression of clause 10, Performance Agreements); or

 

(ii)        Disciplinary action (see subclause 5.8, Misconduct, of clause 5, Employment of Staff).

 

7.3        Payment of Monies Due

 

(a)        The Employer may make payment, less any deduction as may be authorised by the employee or required by law, by paying the full amount of the balance due into a credit union or bank account of the employee’s choice, or by cheque made payable to the employee.

 

(b)        Monies will only be assigned to accounts that are in the employee’s name either singly or jointly.

 

(c)        Any payments in addition to an employee’s appointed rate of pay, made under the provisions of this Award (e.g. overtime, allowances, shift penalties etc.), will be made within the three pay periods (i.e. six weeks).

 

(d)        No variation will be made to pay unless it is properly authorised in writing.

 

7.4        Special Movements

 

(a)        Employees who have completed a relevant tertiary level qualification or qualifications deemed equivalent thereto which the Employer deems as necessary for the SCA’s ongoing needs will be considered for reclassification to a higher pay point.

 

(b)        Such reclassification will be determined by the Employer on a selective basis subject to:

 

(i)         satisfactory performance of the employee concerned at the existing pay point;

 

(ii)        the experience and demonstrated ability of the employee concerned;

 

(iii)       the capacity of the employee to undertake more responsible work;

 

(iv)      the availability of work in the employees acquired discipline.

 

(c)        Where progression for an employee is rejected, the reasons for such rejection must be stated in writing and provided to the employee.  In such cases, the employee has right of appeal to the Employer, who will consult with the union prior to making a decision and where unsuccessful shall subsequently be reviewed six months after the original review.

 

(d)        Employees who are determined as being suitable for reclassification in accordance with the provisions of paragraphs (a), (b) and (c) of this subclause will be placed on the appropriate pay point according to their respective disciplines and will be eligible for movement as follows:

 

(i)         Engineering - Four Year Degree or Equivalent

 

An employee with a recognised four year degree in engineering or equivalent thereto will be initially classified at pay point 26, and will be eligible for yearly movement in 12 monthly intervals through the pay points identified in Column 5 of the table at Schedule 1.

 

(ii)        Environmental Sciences

 

An employee with a recognised three year degree, diploma or qualifications equivalent thereto in environmental sciences will be initially classified at pay point 22, and will be eligible for movement through the pay points identified in Column 6A of the table at Schedule 1 in 12 monthly intervals.

 

An employee with a recognised four year degree or equivalent to in environmental science will be initially classified at pay point 26, and will be eligible for movement through the pay points identified in Column 6B of the table at Schedule 1 in every 12 months.

 

(iii)       Scientific

 

An employee with a recognised three year degree, diploma or equivalent qualifications in a necessary scientific discipline will be initially classified at pay point 22, and will be eligible for yearly movement through the pay points identified in Column 7A of the table at Schedule 1 in every 12 months.

 

An employee with a recognised four year degree or equivalent to in a necessary scientific discipline will be initially classified at pay point 26, and will be eligible for yearly movement through the pay points identified in Column 7B of the table at Schedule 1 in every 12 months.

 

(iv)      General

 

In general, an employee with a recognised diploma who have been reclassified to pay point 14 will be eligible for movement through the pay points identified in Column 4A in the table at Schedule 1 in 12 monthly intervals.

 

In general, an employee with a recognised degree who have been reclassified to pay point 16 will be eligible for movement through the pay points identified in Column 4B in the table at Schedule 1 in 12 monthly intervals.

 

(e)        Employees who have been appointed to pay point 14 or above and subsequently complete a relevant tertiary qualification which the Employer deems necessary for the organisation’s needs, will be considered for advancement or reclassification to the equivalent pay or the next highest pay point, as the case may be, in accordance with the provisions of paragraphs (a), (b) and (c) of this subclause.

 

(f)         The provisions of paragraph (d) of this subclause will only apply whilst employees are employed in positions considered by the Employer to require the specific skills of their respective disciplines.

 

(g)        Movement between salary points for part-time employees will be in accordance with clause 6, Job Evaluation, and movement will be calculated on the full-time equivalent.

 

2.          Delete Schedule 1 - Rates of Pay and Special Progression Pay Points, and Schedule 2 - Rates of Pay, Special Provisions (Former A.W.T. Employees) of clause 50, Savings, and insert in lieu thereof the following:

 

SCHEDULE 1

 

Rates of Pay and Special Progression Pay Points

 

Col. 1	Col. 2	Col. 3	Col. 4		Col. 5	Col. 6		Col. 7
IPS	IPS Rate	IPS Rate	General		Engin-	Environmental		Scientific
	Of Pay p.a.	of Pay p.a.			eering	Science
	1/7/03	6/1/04	A	B	4 yr.	A	B	A	B
			Diploma	Degree	Qual.	3 yr	4 yr	3 yr	4 yr
	$	$				Qual.	Qual.	Qual.	Qual.
76.	87,122	88,864
75.H	85,465	87,165
74.M	83,826	85,502
73.L	82,226	83,870
72.H	80,656	82,269
71.M	79,123	80,705
70.L	77,615	79,167
69.H	76,138	77,660
68.M	74,688	76,182
67.L	73,269	74,734
66.H	71,879	73,316
65.M	70,509	71,919
64.L	69,173	70,556
63.H	67,862	69,219
62.M	66,572	67,903
61.L	65,313	66,620
60.H	64,078	65,360
59.M	62,863	64,120
58.L	61,676	62,910
57.H	60,510	61,721
56.M	59,367	60,554			8	9	8
55.L	58,251	59,416			7	8	7	9	8
54.H	57,154	58,297
53.M	56,078	57,200			6	7	6	8	7
52.L	55,021	56,121						7	6
51.H	53,986	55,066			5	6	5
50.M	52,972	54,031						6	5
49.L	51,979	53,019
48.H	51,004	52,024			4	5	4	5	4
47.M	50,050	51,051
46.L	49,110	50,093
45.	48,651	49,624
44.H	48,192	49,155			3	4	3	4	3
43.	47,744	48,698
42.M	47,292	48,238
41.	46,851	47,788
40.L	86,408	47,336		6
39.	45,975	46,895
38.H	45,542	46,453			2	3	2	3	2
37.	45,117	46,019
36.M	44,694	45,588		5
35.	44,277	45,162
34.L	43,862	44,739
33.	43,455	44,324
32.H	43,049	43,910		4	1	2	1	2	1
31.	42,648	43,501
30.M	42,245	43,090
29.	41,856	42,693
28.L	41,465	42,294	7	3
27.	41,014	41,834
26.H	40,562	41,374	6		Entry	1	Entry	1	Entry
25.	40,124	40,926
24.M	39,685	40,479	5	2
23.	39,254	40,039
22.L	38,824	39,600	4			Entry		Entry
21.	38,407	39,175
20.H	37,989	38,749	3	1
19.	37,345	38,092
18.M	36,702	37,436	2
17.	36,083	36,805
16.L	35,463	36,172	1	Entry
15.	34869	35566
14.	34,272	34,958	Entry
13.	33,564	34,235
12.	32,822	33,512
11.	31,991	32,631
10.H	31,126	31,748
9.	29,874	30,472
8.	29,276	29,861
7.M	28,678	29,252
6.	27,204	27,748
5.	25,729	26,244
4.	24,588	25,080
3.L	23,446	23,915
2.	22,426	22,875
1.	21,409	21,837

 

SCHEDULE 2

 

Rates of Pay, Special Provisions (Former A.W.T. Employees)

 

Column 1	Column 2	Column 3
Position	Rate of Pay p.a.	Rate of Pay p.a.
Number	1/7/03	6/1/04
	$	$
8360	35,064	35,776
8364	35,064	35,766
12520	35,064	35,766
12540	35,064	35,766
12544	35,064	35,766
17199	44,281	45,166
17718	34,117	34,799
22426	78,357	79,924
22951	35,064	35,766
23229	54,502	55,592
28037	63,464	64,734
28132	75,403	76,911
28138	49,580	50,572
28139	49,580	50,572

 

3.          This variation will take effect on and from 9 September 2003.

 

 

 

M. SCHMIDT  J.

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.