CROWN
EMPLOYEES (PARKING PATROL OFFICERS, POLICE SERVICE OF NEW SOUTH WALES) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Notices
of Award Reviews pursuant to section 19 of the Industrial Relations Act 1996.
(Nos. IRC 3479 and 4303 of
1999)
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Before Commissioner Redman
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26 July 2000
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REVIEWED AWARD
PART A
Arrangement
PART A
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Clause No.
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Subject Matter
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1.
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Title
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2.
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No Further Claims
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3.
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Definitions
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4.
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Nature of Employment
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5.
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Rank Structure and Incremental Wage Scales
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6.
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Wage Sacrifice to Superannuation
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7.
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Anti Discrimination
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8.
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Future Adjustments
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9.
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Progression
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10.
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Higher Duties Allowances
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11.
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First Aid Allowance
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12.
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Ordinary Hours of Duty
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13.
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Rostered Days Off
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14.
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Overtime
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15.
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Additional Payments of Ordinary Work on Weekends
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16.
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Shift Changes
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17.
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Flexible Rostering
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18.
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Shift Allowances
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19.
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Additional Leave
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20.
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Public Holidays
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21.
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Penalty Provisions Not Cumulative
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22.
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Part-time Employment
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23.
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Leave
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24.
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Training and Development
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25.
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Introduction of New Technology
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26.
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Introduction of Change
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27.
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Parking Patrol Officers' Consultative Committee
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28.
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Uniform
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29.
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Disputes/Grievance Settlement Procedures
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30.
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Disciplinary Guidelines
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31.
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Automatic Deduction of Union Dues
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32.
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Area, Incidence and Duration
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PART B
MONETARY RATES
Table 1 - Wages
Table 2 - Allowances
1. Title
This award shall be known as the Crown Employees (Parking
Patrol Officers, Police Service of New South Wales) Award.
2. No Further Claims
It is a condition of this Award that the Public Service
Association and Professional Officers' Association Amalgamated Union of New
South Wales undertakes for the duration of the life of this Award not to pursue
any extra claims, award or over-award with respect to Parking Patrol Officers.
3. Definitions
"Officer" means and includes all persons employed
by the Police Service of New South Wales who, as at 30 July 1997, were
occupying a position of Parking Patrol Officer or who after that date were
appointed to such a position.
"Commissioner" means the Commissioner of Police in
New South Wales or any person acting in such position from time to time.
"Service" means continuous service. Future appointees shall be deemed to have
the years of service indicated by the rates of pay at which they are appointed.
"Promotional position" means a position other than
a position of Parking Patrol Officer.
"Police Service" means the Police Service of New
South Wales.
"Parking Patrol Officer", when used in the
appropriate context, may refer to all positions of Parking Patrol Officer,
including promotional positions.
"Association" means the Public Service Association
and Professional Officers' Association Amalgamated Union of New South Wales.
4. Nature of Employment
The parties recognise that it is in the public interest and
the overall best interests of individual communities for Parking Patrol
Officers to be diligent and impartial in the performance of their duties.
The overall diligence of Parking Patrol Officers affects:
the free flow of traffic; access of the community to available parking
opportunities; provision of on-street support to Neighbourhood Watch and other
community programs; the provision of available intelligence; participation in
necessary transfers brought about by increases or decreases in the incidence of
infringement against the parking and other regulations, within the Local Area
Command or attachment. Contributions to
road safety by the detection of vehicle equipment violations is to remain an
option for the future should the Service require Parking Patrol Officers to
participate in this type of activity.
The parties agree that the employment related reforms being
addressed within the parameters of the Memorandum of Understanding which
underpins the Crown Employees (Public Sector Salaries - January 2000) Award,
shall apply to Parking Patrol Officers where appropriate.
5. Rank Structure and
Incremental Wage Scales
For the life of this Award an officer shall, according to
rank held and years of service, be paid a weekly wage of not less than that
listed in Table 1 - Wages, of Part B, Monetary Rates.
Progression to the 4th year rate shall be dependent upon
completion of 12 months satisfactory service at the 3rd year rate of pay and
satisfactory conduct. Also provided
that, in the opinion of the Commissioner of Police, the value of the work
performed, the results achieved and the manner in which the duties are
performed warrant such payment.
Notwithstanding anything to the contrary contained in this
Award, the final numbers and locations of promotional positions is recognised
as a management prerogative of the Commissioner of Police.
6. Wage Sacrifice to
Superannuation
(i) Notwithstanding
the wages prescribed by clause 5, Rank Structure and Increment Wage Scales, an
officer may elect, subject to the agreement of the Police Service, to sacrifice
a portion of the wage payable under the said clause 5 to additional employer
superannuation contributions. Such
election must be made prior to the commencement of the period of service to
which the earnings relate. The amount
sacrificed must not exceed thirty (30) percent of the wage payable under the
said clause 5 or thirty (30) percent of the currently applicable superannuable
wage, whichever is the lesser. In this
clause, "superannuable wage" means the officer's wage as notified
from time to time to the New South Wales public sector superannuation trustee
corporations.
(ii) Where the
officer has elected to sacrifice a portion of that payable wage to additional
employer superannuation contributions:
(a) the officer
shall be provided with a copy of the signed agreement, the Wage Packaging
Agreement may be terminated at any time at the officer's election, the Wage
Packaging Agreement ceases on termination of the officer's services with the Police
Service;
(b) subject to
Australian Taxation law, the sacrificed portion of the wage will reduce the
wage subject to appropriate PAYE taxation deductions by the amount of that
sacrificed portion; and
(c) any
allowance, penalty rate, payment for unused leave entitlements, weekly workers'
compensation or other payment, other than any payments for leave taken in
service, to which the officer is entitled under this Award or any applicable
Award, Act or statute which is expressed to be determined by reference to an
officer's wage, shall be calculated by reference to the wage which would have
applied to the officer under clause 5, Rank structure and Incremental Wage
Scales, of this Award, in the absence of any wage sacrifice to superannuation
made under this Award.
(iii) The officer
may elect to have the portion of payable wage which is sacrificed to additional
employer contributions:
(a) paid into
the superannuation scheme established under the First State Superannuation Act 1992 as optional employer contributions; or
(b) subject to
the Police Service's agreement, paid into a private sector complying
superannuation scheme as employer superannuation contributions.
(iv) Where an
officer elects to wage sacrifice in terms of subclause (iii) above, the Police
Service will pay or will arrange to have paid the sacrificed amount into the
relevant superannuation fund.
(v) Where the
officer is a member of a superannuation scheme established under:
(a) the Police Regulation (Superannuation) Act
1906;
(b) the Superannuation Act 1916;
(c) the State Authorities Superannuation Act
1987;
(d) the State Authorities Non-contributory
Superannuation Act 1987; or
(e) the First State Superannuation Act 1992.
the Police Service must ensure that the amount of any
additional employer superannuation contributions specified in subclause (i)
above is included in the officer's superannuation salary which is notified to
the New South Wales public sector superannuation trustee corporations.
(vi) Where, prior
to electing to sacrifice a potion of his/her salary to superannuation, an
officer had entered into an agreement with the Police Service to have
superannuation contributions made to a superannuation fund other than a fund
established under legislation listed in subclause (v) above, the Police Service
will continue to base contributions to that fund on the wage payable under
clause 5, Rank Structure and Incremental Wage Scales, of this Award, to the
same extent as applied before the employee sacrificed a portion of that salary to
superannuation. This clause applies
even though the superannuation contributions made by the Police Service may be
in excess of superannuation guarantee requirements after the salary sacrifice
is implemented.
7. Anti-Discrimination
(i) It is the
intention of the parties bound by this Award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity
and age.
(ii) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
(iii) Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
(iv) Nothing in
this clause is to be taken to affect:
(a) any conduct
or act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
(v) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
8. Future Adjustments
Should there be a variation to the Crown Employees (Public
Sector Salaries, January 2000) Award, or an Award replacing it, during the term
of this Award, by way of salary increase, this Award shall be varied to give
effect to any such salary increase from the operative date of the variation of
the former Award or replacement Award.
9. Progression
Progression through the incremental range is dependent upon
completion of 12 months satisfactory conduct and service on each step of the
scale.
The positions of Parking Patrol Officer Class 1, Senior
Parking Patrol Officer, Co-ordinator Parking Patrol Services, City East Region
and Senior Co-ordinator, are promotional positions which will be filled by way
of open competitive selection. The
following procedure stipulates the method by which Parking Patrol Officers will
be appointed to promotional positions and ensures that such appointments are
based on merit selection principles.
Advertisement Action - All promotional positions will be
advertised in the Police Service Weekly.
The advertisement will provide the criteria by which culling
and selection will be determined. The
requirements of the positions will be clearly stated and will detail essential
and desirable qualifications in line with a Position Overview (formerly known
as a Statement of Duties and Accountabilities).
The content of the advertisement will inform applicants of
the skills and abilities necessary to perform the duties of the position.
The closing date for applications will be two weeks
following the date of publication.
Selection Committee - A selection committee of identical composition
to that required for any vacant Administrative Officer position in the Local
Area Command or attachment and including a representative from Traffic Services
Branch will be established and will assume responsibility for assessing the
comparative merit of each applicant and recommending the candidate with the
greatest merit.
Merit is decided by reference to the abilities,
qualifications, experience, standard of performance and personal qualities of
an applicant relative to the position.
Convenor - A convenor of the selection committee will be
nominated. The role of the convenor
will include ensuring that no member of the committee has any bias toward any
of the applicants, and that the selection process does not involve any unfair
questioning or assessment of applicants.
The convenor will also undertake the administrative work
associated with the selection process.
Culling of Applications - A cull will be conducted by the
Committee based on the content of the advertisement and the Position Overview.
The purpose of the cull is to exclude applicants who on the
basis of the application do not demonstrate that they satisfy the essential
requirements of the advertisement or who show evidence that their
qualifications and experience are not as competitive as other applicants.
Notice of Interview - Applicants will be given three clear
working days notice of interview.
Interviews should be held within ten (10) working days of the closing
date of applications.
Selection Committee Report - The Selection Committee will be
required to produce a written report on the selection process specifically
detailing reasons for selection and non-selection.
Approving Officer - The Director, Personnel will be the
approving officer. Notification of
successful applicants to promotional positions shall be published at the
earliest possible opportunity in the Police Service Weekly.
Services Check - A check of the conduct and services of the
recommended officer will be made with his/her supervising officer.
10. Higher Duties Allowances
Parking Patrol Officers who provide relief in positions
which attract a higher rate of pay will receive payment of an allowance in
compensation for the period of relief provided, subject to the following
conditions:
(i) the
relieving officer performs all of the duties and assumes all of the
responsibilities of the higher position;
(ii) the period
of relief is not less than five (5) consecutive working days in duration;
(iii) where an
officer performing higher duties is required to work overtime, payment will be
made at the higher rate;
(iv) the
supervising officer will be responsible for substantiating that payment of the
allowance is justified.
(v) there shall
be no payment of higher duties allowances arising from the operation of the 38
hour week.
11. First Aid Allowance
Officers in possession of a current St John Ambulance
Certificate who, in the course of their normal patrol duties, may be required
to render first aid to the public, shall be paid a weekly allowance in
accordance with Item 1 of Table 2 - Allowances, of Part B, Monetary Rates.
12. Ordinary Hours of Duty
(i) The
ordinary hours of duty for officers shall be an average of thirty eight (38)
per week or seventy six (76) per fortnight and shall be worked from Sunday to
Saturday, inclusive.
The hourly rate for employees shall be calculated on the
basis of 1/38th of the weekly rate.
Morning tea breaks (or their equivalent) as far as
practicable are to be taken on the job and not to exceed ten minutes.
(ii) The ordinary
hours shall not exceed eight hours per day and shall be worked continuously
from starting time, excluding meals, the only exception being those officers on
flexible rostering.
(iii) Officers
shall be rostered off on two consecutive days in each rostered week.
(iv) The roster
of each officer shall be arranged so as to allow at least eight hours between
the termination of one rostered shift and the commencement of the next rostered
shift. This subclause shall not apply
to the day of changeover from cycles of rostered shifts.
(v) No more than
one rest day may be cancelled in any period of 14 days, except when the officer
volunteers for such additional duty.
(vi) Subject to
the concurrence of the Commissioner, officers may elect to exchange shifts by
mutual arrangement between themselves.
Such officers shall not be entitled to any additional penalty provisions
which would result from such exchange.
(vii) Rosters
shall be posted four days before the commencement of operation.
13. Rostered Days Off
The thirty eight (38) hour week is to be worked in a single
rotating shift roster based on an average thirty eight (38) hours per week (152
hours per month). Employees would
accrue 0.4 of an hour for each eight hour shift worked, to allow one complete
shift to be taken off as a paid shift every twenty (20) shift cycle.
The maximum accrual of days off shall be twelve (12) working
days per annum, on the basis of no accrual of the thirteenth (13th) day during
the first four weeks of annual leave.
In order to meet Police Service requirements and in the
event of unforeseen circumstances arising, the rostered day off may be deferred
and taken at a suitable later date.
All paid ordinary working time and paid leave of absence
goes towards the accrual of time for the rostered day off. However, where extended periods of long
service leave, sick leave or workers' compensation, paid absences occur,
accrual only applies to the extent necessary to enable the rostered day off
immediately following resumption to be allowed.
There will be mutual co-operation at all levels to ensure
that efficiency is maintained at pre-existing standards without additional
overtime being worked.
There shall be no payment of a higher duties allowance
arising from the rostered day off.
There shall be no eligibility for sick leave when on
rostered leave arising from the 38 hour week.
Wages and salaries will be paid directly into a banking or
other account.
All restrictive work practices are to be eliminated.
14. Overtime
(i) All time
worked by an officer outside the ordinary hours of work prescribed by clause
12, Ordinary Hours of Duty, of this Award, will be paid, with the exception of
Sundays and public holidays, at the rate of time and one-half for the first two
hours and double time thereafter. Such
double time is to continue until the completion of the overtime worked. All overtime worked on Sunday shall be paid
at the rate of double time. Overtime
performed on a Public Holiday shall be paid as prescribed in paragraph (b) of
subclause (ii) of clause 20, Public Holidays. In computing overtime each day's
work shall stand alone.
(ii) Officers
are required to be available for all overtime as requested.
15. Additional Payment for
Ordinary Work on Weekends
(i) For
ordinary rostered time worked on a Saturday, an additional payment at the rate
of half-time extra.
(ii) For
ordinary rostered time worked on a Sunday, an additional payment at the rate of
three-quarter time extra.
16. Shift Changes
An officer shall, if practicable, be given at least twenty
four (24) hours notice of any change of rostered shift, or the proposed
deferment or cancellation of any rest day.
An officer required to perform a shift on a rostered rest day who is not
notified of such change of rostered duty at least twenty four (24) hours before
the commencement of the altered shift shall be paid at the overtime rate
specified in clause 14, Overtime, of this Award, for the performance of duty on
the shift in lieu of being granted an alternative rest day.
17. Flexible Rostering
Notwithstanding clause 12, Ordinary Hours of Duty, of this
Award, in any Local Area Command or attachment where a two-thirds majority of
the Parking Patrol Officers employed agree, and the attachment or Local Area
Commander agree, a six (6) months trial of a flexible roster proposal may be
implemented. The conditions for any
such trial shall be as agreed between the parties, but shall to the greatest
extent possible, reflect the terms and conditions of flexible rostering trials
as applies to non-commissioned police officers.
Any proposal to implement a flexible roster shall be
forwarded to the Parking Patrol Officers Consultative Committee for
consideration and concurrence before implementation.
18. Shift Allowances
(i) Officers
commencing a rostered shift at or after 10.00 a.m. and before 1.00 p.m. shall
be paid a shift allowance of 10% in addition to the ordinary rate.
(ii) Officers
who commence a shift at or after 1.00 p.m. and before 4.00 p.m. shall be paid a
shift allowance of 12 ½ % in addition to the ordinary rate.
(iii) Officers
who commence a shift at or after 4.00 p.m. and before 4.00 a.m. shall be paid a
shift allowance of 15% in addition to the ordinary rate.
(iv) Officers who
commence a shift at or after 4.00 a.m. and before 6.00 a.m. shall be paid a
shift allowance of 10% in addition to the ordinary rate.
19. Additional Leave
An officer who is rostered to work ordinary hours on Sunday
or Public Holidays shall, on the completion of the qualifying period, accrue
additional leave on the following basis:
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Number of ordinary shifts worked on Sundays and/or Public
Holidays during a qualifying period of 12 months from 1 December one year to
30 November the next year
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Additional Leave
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4-10
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1 additional days leave
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11-17
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2 additional days leave
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18-24
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3 additional days leave
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25-31
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4 additional days leave
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32 or more
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5 additional days leave
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20. Public Holidays
(i) The days on
which New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Monday, Anzac Day, Queen's Birthday, Public Service Holiday, Eight Hour Day,
Christmas Day and Boxing Day and special days appointed by proclamation as
Public Holidays throughout the State are observed shall be holidays.
(ii) Where a
public holiday occurs on an officer's rostered day off and -
(a) he/she is
not required to work on that day, one day extra shall be added to the annual
leave of the employee or he/she shall be paid eight hours ordinary pay in
respect of such day;
(b) he/she is
required to work on the day, such employee shall be paid double time and a half
for such overtime.
(iii) Where a
Public Holiday occurs on an officer's rostered day on duty and the officer
works that day, he/she shall be paid at the rate of time and a half extra based
on the ordinary rate of pay or half time extra and shall be granted one day
extra to be added to his/her annual leave.
21. Penalty Provisions not
Cumulative
Where two or more penalty and/or overtime provisions could
apply in a particular situation, the employer shall be bound to pay only one of
such provisions. Where the provisions
are not identical, the higher or highest, as the case may be, shall apply.
22. Part-time Employment
(i) The parties
agree that Parking Patrol Officers may be employed on a part-time basis for a
period less than 38 hours in any one week.
While 10 hours a fortnight is generally considered to be
regarded as a reasonable minimum, the Commissioner may approve a lesser minimum
where there is a necessity for the employee to work fewer but regular hours.
(ii) Shift times
for part-time employees and the days on which such shifts shall be worked will
be set and regular.
(iii) Notwithstanding
the provisions of subclause (ii) of this clause, the times and days on which
part-time employees shall work their hours and shifts may be altered with the
giving of one (1) week's notice to facilitate the attendance of Parking Patrol
Officers at recreation or sporting events or for such other reasons as may be
valid and proper. Shifts shall not be
altered to avoid the payment of penalties applying under this Award.
(iv) Overtime for
part-time employees - In the unusual event that overtime is to be worked by a
part-time employee, the overtime rates prescribed in this Award shall apply.
Overtime shall only apply to those hours worked in excess of
the daily rostered hours but shall only apply in any event after eight (8)
hours has been worked on any one day.
For work on days other than the days on which the part-time employee was
rostered to work their usual hours, the standard hourly rate shall apply to all
hours up to eight (8) per day, after which time overtime rates shall
apply. Overtime rates shall also apply
for all hours worked in excess of 38 in any rostered week.
(v) Leave
entitlements for Part-time employees shall be calculated on a pro-rata basis.
(vi) The hourly
rate for part-time Parking Patrol Officers shall be calculated on the following
basis -
(vii) The
employment of existing full-time Parking Patrol Officers will not be prejudiced
by the employment of any part-time Parking Patrol Officers.
(viii) Part-time
Parking Patrol Officers are remunerated on the basis of a 38-hour per week
divisor and thus will not accrue time towards the provision of a rostered day
off in every 20 working day cycle in accordance with the 38 hour week agreement
applying to full-time Parking Patrol Officers.
(ix) The parties
agree to continue discussions regarding the feasibility of implementing a
mechanism to facilitate full-time Parking Patrol Officers having access to
part-time work.
23. Leave
The Uniform Leave Conditions for Ministerial Employees shall
continue to apply except where inconsistent with this Award, in which case the
award provision will prevail.
24. Training and Development
The Police Service will provide a comprehensive training
program for Parking Patrol Officers generally and for those occupying
promotional positions.
All officers will be actively encouraged to participate in
other staff development courses to improve their own development and individual
competencies.
In recognition of the added investment in in-service
training for officers to be provided by the Police Service, the parties agree
that travelling time for officers attached to metropolitan Local Area Commands
shall not apply for the purpose of attending in-service courses at metropolitan
area venues. Metropolitan shall have
the meaning ascribed by the Crown Employees (Transferred Officers Compensation)
Award.
Participation in on-the job training of recently inducted
officers will be a responsibility of each individual officer, who has been
employed for 12 months or more.
Accordingly, training courses conducted will have regard for the
training responsibilities of officers in this respect.
25. Introduction of New
Technology
The parties agree to co-operate fully in the implementation
and/or trialing of new technology which may become available to facilitate the
work of Parking Patrol Officers.
26. Introduction of Change
The parties agree to co-operate fully through the Parking
Patrol Officers' Consultative Committee in the implementation and/or trialing
of change in respect of the employment or organisation of Parking Patrol
Officers with the objective of ensuring the most efficient, effective and
productive use of resources.
27. Parking Patrol Officers'
Consultative Committee
It is intended that the Parking Patrol Officers'
Consultative Committee shall continue as the forum within which matters
concerning the formation of policy and procedures may be addressed.
The parties agree that members of the committee should
include a representative from Traffic Services Branch, the Personnel Services
Branch, the Industrial Relations Branch; a representative of the Association
and up to two local delegates.
This committee shall meet on a needs basis within one week
at the request of either party, or other agreed time frame.
28. Uniform
The parties agree to work towards the development of a new
uniform for Parking Patrol Officers which will include recognition for promotional
positions. The timing of implementation
and development of the new uniform will be consistent with the availability of
funds.
(i) Uniform
Allocation - The parties agree to work towards the establishment of a uniform
allocation formula.
(ii) Plain
Clothes Allowance - Trainees - Parking Patrol Officers undergoing their initial
training in plain clothes are entitled to a plain-clothes allowance and
application for such should be made when an issue of uniform is first received.
During Pregnancy - Parking Patrol Officers may continue to
wear the uniform to and from duty during the initial stages of pregnancy. Once the pregnancy has advanced to a degree
where the uniform can no longer be comfortably worn, a full plainclothes
allowance may be claimed. The rate of
allowance is that rate applicable to Police Officers.
29. Disputes/Grievance
Settlement Procedures
The resolution of, or settlement of, disputes and/or
individual grievances of employees arising throughout the life of this Award
shall be dealt with in the manner prescribed hereunder:
(i) where a
dispute/grievance arises at a particular work location, discussions including
the remedy sought shall be held as soon as possible, and in any event within
two working days of such notification, between the officer(s) concerned and the
immediate supervising officer, or other appropriate officer in the case of a
grievance.
(ii) failing
resolution of the issue, further discussions shall take place as soon as
possible, and in any event within two working days of such failure, between the
individual officer(s) and, at their request, the local Association delegate or
workplace representative and the Local Area Commander.
(iii) if the
dispute/grievance remains unresolved, the officer(s) local delegate or
workplace representative or Local Area Commander may refer the matter to the
Regional Office for discussion between Regional Officers and the Association. Those discussions should take place as soon
as possible and in any event within two working days of such referral.
(iv) if the
dispute is not resolved at that stage, the matter is to be referred to the
Industrial Relations Branch of the Police Service who will assume
responsibility for liaising with Senior Executive Members of the Service and
the Association and advise of the final position of the Commissioner of Police,
including reasons for not implementing the remedy sought.
The matter will only be referred to the Industrial Relations
Commission of New South Wales if -
(a) The final
decision of the Commissioner of Police does not resolve the dispute/grievance;
or
(b) The final
position of the Commissioner of Police is not given within five working days
from the date of referral of the matter to the Industrial Relations Branch, or
other agreed time frame.
At no stage during a dispute that specifically relates to
this Award may any stoppage of work occur or any form of ban or limitation be
imposed.
In cases where a dispute is premised on an issue of safety,
consultation between the Association and the Industrial Relations Branch should
be expedited. The status quo shall
remain until such matter is resolved.
The whole concept of a dispute settlement procedure is to
resolve disputation at the level as close as possible to the source of
disputation.
This procedure has been adopted to promote full and open
consultation at each step of the process in an effort to promote and preserve
harmonious industrial relations.
Throughout each stage parties involved should ensure that
the relevant facts are clearly identified and documented. Parties should also be committed to
following the procedure with as much timeliness as possible.
30. Disciplinary Guidelines
The parties agree to continue discussions in an endeavour to
establish a set of guidelines which outline the procedures to be followed with
respect to disciplinary action being taken against any Parking Patrol Officer.
31. Automatic Deduction of
Union Dues
The Police Service undertakes to continue its current
practice of deducting union dues from the pays of Parking Patrol Officer
members of the Association who have signed the appropriate authority and to
forward those dues directly to the Association on behalf of the members on a
fortnightly basis.
32. Area, Incidence and
Duration
(i) This award
shall apply to Parking Patrol Officers employed by the Police Service of New
South Wales as at 30 July 1997 or who are subsequently employed as Parking
Patrol Officers. This award replaces
the provisions of the Parking Patrol Officers, Police Department Agreement No.
2337 of 1981 and the Parking Patrol Officers Enterprise Agreement No. 111 of
1995.
(ii) This award
is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces -
(a) Crown
Employees (Parking Patrol Officers - Police Service of New South Wales) Award
published 29 May 1998 (304 I.G. 1407) and all variations thereof; and
(b) Crown
Employees (Parking Patrol Officers, Police Department - First Aid Allowance)
Award published 29 September 1976 (202 I.G. 2051).
(iii) The award
published 29 May 1998 took effect from 30 July 1997 and the variations thereof
incorporated herein on the dates set out in the attached Schedule A. The award published 29 September 1976 took
effect from 2 June 1976.
(iv) The changes
made to the awards 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 18 December 1998 (308 I.G. 307) are
set out in the attached Schedule B and take effect on 1 January 2000.
(v) The reviewed
award remains in force for a period of
12 months from 1 January 2000.
SCHEDULE A
Award and Variations Incorporated
|
Award/clause
|
award/variation
|
date of
|
date of taking
|
Industrial
|
|
|
serial no.
|
publication
|
effect
|
gazette
|
|
|
|
|
|
Vol.
|
Page
|
|
Crown Employees (Parking
|
B5737
|
29.05.98
|
30.07.97
|
304
|
1407
|
|
Patrol Officers, Police Service
|
|
|
|
|
|
|
of New South Wales) Award
|
|
|
|
|
|
|
27A.
Anti-Discrimination
|
B7921
|
17.03.00
|
03.06.99
|
314
|
327
|
|
Crown Employees (Parking
|
|
|
|
|
|
|
Patrol Officers, Police
|
59608
|
29.09.76
|
02.06.76
|
202
|
2051
|
|
Department - First Aid
|
|
|
|
|
|
|
Allowance) Award
|
|
|
|
|
|
|
|
|
|
|
|
|
|
SCHEDULE B
Changes Made on Review
Date of Effect: 1 January 2000
(1) Provisions Modified
|
Award
|
Clause
|
Previous Form of Clause
|
|
|
|
Last Published at:
|
|
|
|
I.G. Vol.
|
Page
|
|
Crown Employees (Parking Patrol Officers,
|
|
|
|
|
Police Service of New South Wales) Award
|
Arrangement
|
304
|
1407
|
|
|
No Further Claims
|
304
|
1408
|
|
|
Definitions
|
304
|
1408
|
|
|
Nature of Employment
|
304
|
1409
|
|
|
Rank Structure and
|
304
|
1409
|
|
|
Incremental Wage
Scales
|
|
|
|
|
Wage Sacrifice to
|
new
|
|
|
|
Superannuation
|
|
|
|
|
Future Adjustments
|
304
|
1410
|
|
|
Progression
|
304
|
1410
|
|
|
Overtime
|
304
|
1413
|
|
|
Flexible Rostering
|
304
|
1414
|
|
|
Part-time
Employment
|
304
|
1416
|
|
|
Parking Patrol
Officers'
|
304
|
1417
|
|
|
Consultative
Committee
|
|
|
|
|
Disputes/Grievance
|
304
|
1418
|
|
|
Settlement
Procedure
|
|
|
|
|
Table 1 - Wages
|
304
|
1420
|
|
Crown Employees (Parking Patrol Officers,
|
First-aid Allowance
|
202
|
2051
|
|
Police Department - First Aid Allowance)
|
|
|
|
|
Award
|
|
|
|
(2) Provisions Removed
|
Award
|
Clause
|
Previous Form of Clause Last Published
at:
|
|
|
|
I.G. Vol.
|
Page
|
|
Crown Employees (Parking Patrol Officers, Police Service
of New South Wales) Award
|
Basic Wage
|
304
|
1408
|
PART B
MONETARY RATES
Table 1 - Salaries
|
PARKING PATROL
OFFICER -
|
First full pay period on or after 1.1.00 $
|
First full pay period on or after 1.1.01 $
|
|
1st year of service
|
577.80
|
589.40
|
|
2nd year of service
|
588.10
|
599.90
|
|
3rd year of service
|
598.50
|
610.50
|
|
4th year of service and thereafter
|
610.30
|
622.50
|
Progression to the 4th year rate shall be dependent upon
completion of 12 months satisfactory service at the 3rd year rate of pay and
satisfactory conduct. Also providing
that, in the opinion of the Commissioner of Police, the value of the work
performed, the results achieved and the manner in which the duties are
performed, warrant such payment.
|
PARKING PATROL OFFICER, CLASS 1 -
|
First full pay period on or after 1.1.00 $
|
First full pay period on or after 1.1.01 $
|
|
1st year of service
|
633.90
|
646.60
|
|
2nd year of service
|
645.30
|
658.20
|
|
SENIOR PARKING
PATROL OFFICER -
|
First full pay period on or after 1.1.00 $
|
First full pay period on or after 1.1.01 $
|
|
1st year of service
|
668.20
|
681.60
|
|
2nd year of service
|
692.80
|
706.70
|
|
CO-ORDINATOR
PARKING PATROL SERVICES, CITY EAST REGION -
|
First full pay period on or after 1.1.00 $
|
First full pay period on or after 1.1.01 $
|
|
1st year of service
|
708.20
|
722.40
|
|
2nd year of service
|
720.70
|
735.10
|
|
SENIOR
CO-ORDINATOR, PARKING PATROL SERVICES -
|
First full pay period on or after 1.1.00 $
|
First full pay period on or after 1.1.01 $
|
|
1st year of service
|
732.40
|
747.00
|
|
2nd year of service
|
761.50
|
776.70
|
Table 2 - Allowances
|
Item
No.
|
Clause No.
|
Description
|
First full pay
period on or after 1.1.00 $
|
First full pay
period on or after 1.1.01 $
|
|
1
|
11
|
First Aid Allowance
|
633.90
|
646.60
|
J. N. REDMAN, Commissioner.
____________________
Printed by the authority of the Industrial Registrar.