AUSTRALIAN RED CROSS BLOOD SERVICE EMPLOYEES (STATE) AWARD

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Notice of award review pursuant to section 19 of the Industrial Relations Act 1996.

 

(No. IRC 853 of 2001)

 

 

reviewed awARD

 

PART A

 

1.         Arrangement

 

PART A

 

Clause No.          Subject Matter

 

1          Arrangement

2          Definitions

3          Hours

4          Roster of Hours

5          Permanent Part-Time Employees

6          Payment for Relieving in Higher Duties

7          Overtime

8          on Call

9          Shift and Weekend Work

10        Special Working Conditions

11        Excess Fares and Travelling Time

12        Meals

13        Public Holidays

14        Annual Leave

15        Long Service Leave

16        Sick Leave

17        Payment and Particulars of Salary

18        Termination of Employment

19        Accommodation and Amenities

20        Inspection of Lockers of Employees

21        Uniforms and Laundry Allowances

22        Promotions and Appointments

23        New Classifications

24        Dispute Resolution

25        Personal/Carer’s Leave

26        Association Representative

27        Notice Board

28        Labour Flexibility

29        Workforce Review

30        Child Care

31        Association Subscriptions

32        Telephone Allowance

33        Maternity Leave and Adoption Leave

34        Study Leave

35        Trade Union Leave

36        Salary Sacrifice to Superannuation

37        Salaries

38        Anti-Discrimination

39        Redundancy Provisions

40        Area, Incidence and Duration

 

PART B

 

Table 1 - Salary Rates

Table 2 - Other Rates and Allowances

Table 3 - Health Managers - Classification Levels

 

2.         Definitions

 

Unless the context otherwise indicates or requires the several expressions hereunder defined shall have their respective meanings assigned to them:

 

"Act" means the New South Wales Industrial Relations Act 1996 and its Regulations and any Act and Regulations replacing them.

 

"Administration Officer-Level 1"

 

These positions are established for undertaking routine clerical work, an employee at this level may be a trainee with no previous experience.

 

Work is performed under close supervision requiring the application of basic skills and routines such as providing receptionist services, straight forward collating, collecting and distributing, carrying out routine checks by simple comparisons, maintaining basic records, mail procedures, obtaining or providing information about straight forward matters and routine user maintenance of office equipment.

 

Work performed is within established routines, methods and procedures.

 

The work which it is envisaged would come within this level would require the exercise of any one or more of the skills set out below:

 

Operate personal computers, printing devices attached to personal computers, paging system, calculator.

 

"Administration Officer - Level 2"

 

Training of other employees may be required.

 

Undertaking a range of operational and administrative tasks under general instruction and close supervision but with discretion in selecting the most appropriate method and sequence.

 

Requires knowledge of specific procedures and regulations.

 

The exercising of basic judgment is required, although problems encountered are of a simple nature with solutions found by reference to established methods and procedures.

 

The work which it is envisaged would come within this level would involve a range of activities requiring the use of numeric, written and verbal communication, and other work skills appropriate to the tasks and responsibilities.

 

In addition to other pay office duties performs the actual calculation of salaries.

 

"Administration Officer - Level 3"

 

Decision making in day to day operational matters is a normal part of the duties.

 

Assist more senior officers in complex tasks or projects.

 

Work performed under broad supervision but requires some independent action.

 

Scope exists for exercising initiative in the application of established work practices and procedures.

 

Employees may be graded at this level where the principal functions of their employment require a sound knowledge of the activities usually performed within the work area and their impact upon the activities of others.

 

Required to carry out routine pay office duties involving the calculation of employee pays and entitlements together with provision of direct advice on pay and conditions to employees.

 

"Administration Officer - Level 4"

 

Working under limited direction and guidance with regard to work priorities.

 

Possess organisational skills required to set priorities and monitor work flow in the area of responsibility.

 

Ability to write reports, documents and correspondence, including drafting complex correspondence for senior officers, accurately and clearly.

 

Carry out a variety of functions which may be complex in nature and require judgment in selecting and applying established principles, techniques and methods.

 

Ability to investigate or evaluate legislation, regulations, instructions or procedural guidelines relevant to the tasks and responsibilities.

 

Ability to delegate work to subordinates where appropriate.

 

Carry out inspection and monitoring functions to ensure outputs are of a high quality.

 

Required to carry out routine pay office duties involving the calculation of employee pays and entitlements together with provision of direct advice on pay and conditions to employees and having had a minimum of 2 years service carrying out these duties. 

 

"Administration Officer - Level 5"

 

Ability to manage physical and financial resources to ensure the delivery of services or the successful completion of a project.

 

Decision making across a number of areas and review of operational systems.

 

Ability to manage conflict of resources or priorities.

 

Independent action may be exercised within constraints set by senior management.

 

Work with little formal guidelines, usually under limited direction as to work priorities and the detailed conduct of the task.

 

Required to exercise advanced skills and knowledge in respect of pay office functions and whose duties include responsibilities for the checking of subordinates work and the exercise of an interpretive role in respect of pay enquiries.

 

"Administration Officer - Level 6"

 

Possess well developed communication skills and the ability to bring a creative approach to problem solving and conflict resolution.

 

Formulate policies that reflect current and future organisational requirements.

 

Ability to develop policy and advice for senior and line management.

 

Guidelines, rules, instructions or procedures for use by other staff may be developed at this level relevant to the area of responsibility.

 

Evaluate new methods and technology and disseminate information to appropriate areas.

 

Required to exercise advanced skills and knowledge in respect of pay office functions and whose duties include responsibilities for the checking of subordinates work and the exercise of an interpretative role in respect of pay enquiries and having had a minimum of 2 years service carrying out these duties.

 

"Allied Professional Health Worker" means a person employed previously under the Health Professional and Medical Salaries (State Award) and classified as either a Medical Officer (Registrar), Part Time Medical Officer, Career Medical Officer, or a Health Education Officer.

 

"Animal Technician" means a person appointed as such who is required to assist in medical procedures with animals such as surgical techniques, production of disease, anaesthesia and post-operative care.

 

"Association" means The Health and Research Employees' Association of New South Wales.

 

"Day Worker" means a worker who works his/her ordinary hours from Monday to Friday inclusive and who commences work on such days at or after 6.00 am and before 10.00 am otherwise than as part of a shift system.

 

"Employer" means the Australian Red Cross Blood Service (ARCBS).

 

"Engineer" means a person appointed as such to an established position as approved by the employer and who has acquired membership of the Australian Institute of Hospital Engineers (NSW Branch) or such other qualifications as the employer deems appropriate, provided that all persons employed and classified as engineers at the operative date of this award shall be deemed to hold qualifications to the level required by this award.

 

"General Service Officer - Grade 1" (formerly Hospital Assistant-Grade 1) means an employee appointed as such who is required to perform general cleaning duties and other duties of a house-hold-chore type, excepting those specified in the definition of General Service Officer Grade II

 

"General Service Officer - Grade II" (formerly Hospital Assistant - Grade II) means an employee appointed as such who is required to perform, in addition to the duties appropriate to a General Service Officer Grade I, duties such as high cleaning, outside cleaning, stripping and/or sealing of floors, portering of heavy equipment, etc, loading and/or unloading of commercial- type washing machines, cleaning of equipment, the cooking and/or preparing of light refreshments (e.g., eggs, toast, salads).

 

"General Service Officer - Grade III" (formerly Hospital Assistant - Grade III) means an employee appointed as such who is required to perform any of the duties previously performed by persons appointed under the classifications of Storeman, Handyman, Assistant Cook, or Patrol Officer.

 

"Manager" means a person appointed as such and who undertakes duties as generally detailed in Table 3 of Part B.

 

"Maintenance Supervisor (Non-Tradesman)" means a person employed as such:  and

 

(a)        who assists the engineer in the supervision of staff and the general maintenance work, in addition, relieves him/her during his absence, or

(b)        who, where there is no engineer, is responsible for the operation of the steam raising plant and general maintenance work.

 

"Medical Officer" means a person who has obtained full medical registration.

 

"On Call" means a period an employee is required to make himself/herself available outside of a normal rostered shift.

 

"Principal Scientist" means a scientist who has been appointed as such and holds a post graduate degree in science at least equivalent to the degree of Master of Science of an approved university, or such other qualifications deemed by the employer to be equivalent and who has had not less than ten years post graduate experience in an appropriate scientific field.

 

"Research Officer" means a person engaged in research activities of a professional nature, in a science or related field, to discover facts or principles.

 

"Scientist" means an officer who has acquired the Diploma in Medical Technology of the Australian Institute of Medical Technologists (before 1974) or who has obtained a degree in science from an approved university or college of advanced education requiring a minimum of three years full-time study or such qualifications as the employer deems equivalent.

 

"Senior Scientist" means an officer who is engaged in scientific work of a professional nature in a laboratory who holds a degree in science from an approved University or a college of advanced education or such other qualifications deemed by the employer to be appropriate and who has been appointed to a position in charge of a section of a laboratory.

 

"Senior Technical Officer" means a person appointed to a position approved as such by the employer

 

"Shift Worker" means a worker who is not a day worker as defined.

 

"Technical Assistant - Grade I" means a person appointed as such who is wholly or substantially engaged in assisting a scientist with routine professional activities. 

 

"Technical Assistant - Grade II" means a person appointed as such who is wholly or substantially engaged in routine laboratory procedures of a technical or special nature including routine bio-chemical, bacteriological or haematological tests or counts.

 

"Technical Officer" means a person appointed as such who is the holder of the Biological Technicians Certificate, the Chemistry Certificate, the Nuclear Medicine Technician's Certificate, the Pathology Technicians Certificate, the Pathology Technicians Higher Certificate, the Associate Diploma of Health Sciences (Pathology Techniques) of the Department of Technical and Further Education, the Associate Diploma in Medical Technology awarded by the Riverina CAE or the Associate Diploma in Medical Laboratory Science awarded by the Charles Sturt University or such other certificate or course of training as, in the opinion of the employer is appropriate. 

 

"Trainee Scientist" means an officer appointed as such who is undertaking a part-time degree course in science at an approved University or a College of Advanced Education and is engaged in work related to the profession for which he or she is qualifying.

 

3.         Hours

 

(i)         The provisions of this clause shall not apply to persons employed as Manager Level 3 and above.

 

(ii)        The ordinary hours of work for day workers exclusive of meal times, shall be an average of 38 hours per week in each roster cycle to be worked Monday to Friday, inclusive, and to commence on such days at or after 6.00 am and before 10.00 am

 

Provided that the ordinary hours may be altered by mutual agreement between the employer, the Association and the majority of employees in the department or section concerned.  The Association's approval will not be unreasonably withheld.  When such agreement is reached the ordinary hours thus agreed will not attract any penalty or overtime payment under this Award in addition to the ordinary rate of pay for salary or wages.  Entitlements to allowances including allowances set out under Part B of this award will not be affected.

 

(iii)       The ordinary hours of work for shift workers, exclusive of meal times, shall not exceed an average of 38 hours per week in each roster cycle.

 

(iv)       Each day worker shall be free from duty for not less than two full days in each week and at least one allocated day off in each four week period and each shift worker shall be free from duty for not less than two full days in each week or four full days in each fortnight and at least one allocated day off in each four week period.  Where practicable such days off duty shall be consecutive.

 

Provided that where there is agreement between the employer and an employee this provision may be altered so that the employee has an average of two full days per week and at least one allocated day off in each four week period free from duty in each roster cycle.

 

NOTATION   The employer has agreed that such days off duty shall not be proceeded by an afternoon or night shift unless an additional 8 hours are granted as sleeping time.  An afternoon shift shall be one which commences at or after 1 pm and before 4 pm.

 

(v)        In each roster cycle of 28 days each employee shall work his or her ordinary hours of work on not more than nineteen days in the cycle.

 

(vi)       The employee's allocated day off duty shall be determined by mutual agreement between the employee and the employer having regard to the needs of the department or sections thereof.  Where practicable such allocated day off duty shall be consecutive with the days off duty prescribed by sub-clause (iv) of this clause.

 

(vii)      Once set, the allocated day off duty may not be changed in a current cycle unless there are genuine unforeseen circumstances prevailing or there is mutual agreement.  Where such circumstances exist and the allocated day off is changed, another day shall be substituted in the current cycle.  Should this not be practicable and agreement is not reached in accordance with sub-clause (viii) below, the day must be given and taken in the next cycle immediately following.

 

(viii)     Where there is agreement between the employer and an employee, an employee's allocated day off duty prescribed by sub-clause (iv) of this clause may be accumulated and be taken at a time mutually agreed upon between the employer and the employee, provided that the maximum number of allocated days off duty which may accumulate under this sub-clause shall be five days for all staff, excepting scientists who may accumulate a maximum of eighteen (18) days.  Any allocated day off duty accumulated but not taken at the date of termination, shall be paid out at ordinary rates applicable at date of termination as part of the usual termination entitlement.

 

(ix)       Where an employee's allocated day off duty falls due during a period of workers' compensation, the employee, on returning to full-time duty, shall be given the next allocated day off in sequence.

 

(x)        Where an employee's allocated day off duty falls on a public holiday as prescribed by Clause 13, Public Holidays, the next working day or another mutually agreed working day shall be taken in lieu thereof.

 

(xi)       An employee entitled to allocated days off duty in accordance with subclause (iv) of this clause shall continue to accumulate credit towards his/her allocated day off duty whilst on sick leave.  Where an employee’s allocated day off duty falls during a period of sick leave, the employee’s available sick leave shall not be debited for that day.

 

(xii)      Except for one meal break each day all time worked between the normal starting and ceasing time each day shall be at ordinary rates of pay.

 

(xiii)     A period of 20 minutes shall be allowed to employees for morning or afternoon tea and such period shall be included in the ordinary hours of work.  Employees who are engaged for less than a whole shift on any one day shall be entitled to one tea break of 10 minutes.

 

Approval may be given by the employer in special and exceptional circumstances when it is not possible for an employee to have a 20 minute break to take two 10 minute breaks at a time convenient to the employee's circumstances.

 

(xiv)     There shall be a minimum break of eight hours between ordinary rostered shifts.

 

4.         Roster of Hours

 

(i)         The provisions of this clause shall not apply to persons employed as Managers.

 

(ii)        The ordinary hours of work for each employee shall be displayed on a roster in a place conveniently accessible to employees.  Unless not reasonably practicable, the roster shall be displayed two weeks prior to the commencing date of the first working period in any roster.

 

Provided that this provision shall not make it obligatory for the employer to display any roster of ordinary hours of work of members of the relieving staff.

 

Provided further, that a roster may be altered at any time to enable the service of the employer to be carried on where another employee is absent from duty on account of illness or in an emergency, but where any such alteration involves an employee working on a day which would have been his or her day off such time worked shall be paid for at overtime rates.

 

Furthermore, where a change in roster occurs with less than 24 hours notice to the employee affected, all time worked outside that shown on the employee's roster (prior to the alteration) shall be paid for at overtime rates.

 

(iii)       Rosters providing for shift work shall not be introduced into any department or section thereof until such time as the proposals are discussed with the Association by the employer.

 

(iv)       Extension of rosters beyond 28 calendar days may be introduced subject to such proposals being agreed between the Association and the employer.  Neither party shall unreasonably withhold its approval.

 

(v)        Where an employee is entitled to an allocated day off duty in accordance with clause 3-Hours, that allocated day off duty is to be shown on the roster of hours for each employee.

 

5.         Permanent Part-Time and Part-Time Employees

 

Part 1   Permanent Part-Time Employees engaged on a part time basis as at the date the provisions of permanent part time became applicable in their former respective awards.

 

(i)         A permanent part-time employee is one who is appointed by the employer to work a specified number of hours each roster cycle which are less than those prescribed for a full-time employee.

 

(ii)        A permanent part-time employee shall be paid an hourly rate calculated on the basis of one thirty eighth of the normal weekly rate available for full-time employees of the same classification, excepting Scientists who shall be paid for the actual number of hours worked each week an hourly rate calculated on the basis of one thirty-eighth of the appropriate rate prescribed plus 15 per cent thereof.

 

(iii)       Persons employed on a permanent part-time basis may be employed for not less than two (2) or more than thirty two (32) hours in any full week of seven days, excepting scientists who may be engaged part-time for not more than thirty (30) hours, and such week to be coincidental with the pay period of the employer.

 

(iv)       Permanent part-time employees are not entitled to an allocated day off.  The specified number of hours may be balanced over a roster cycle, provided that the average weekly hours worked shall be deemed to be the specified number of hours for the purposes of accrual of leave provided for by this award.  Provided further that there shall be no interruption to the continuity of employment merely by reason of an employee working on a "week-on", "week-off" basis in accordance with this sub-clause.

 

(v)        Employees engaged under this clause shall be entitled to all other benefits of the Award not otherwise expressly provided for herein in the same proportion as their ordinary hours of work bear to full-time hours.

 

(vi)       All time worked by permanent part-time employees in excess of the total rostered daily ordinary hours of work prescribed for the majority of full-time employees employed on that shift in the department or section concerned shall be paid for at the rate of time and one half for the first two hours and double time thereafter except that on Sundays such overtime shall be paid for at the rate of double time.

 

(vii)      Time worked up to the total rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on that shift in the department or section concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate of pay.

 

Part 2 Part-Time Employees

 

(i)         Persons employed on a part-time basis, other than on a permanent part-time basis as outlined in Part 1 of this Clause, may be employed for not less than eight (8) or more than thirty (30) hours in any full week of seven days, such week to be coincidental with the pay period of the ARCBS, and shall be paid for the actual number of hours worked each week an hourly rate calculated on the basis of one thirty-eighth of the appropriate rate prescribed plus 15 per cent thereof.

 

(ii)        In an emergency part-time employees may be allowed to work more than thirty hours in one week and in such case will be paid for the hours actually worked at a rate calculated in accordance with sub-clause (i) of Part 2 of this Clause.

 

(iii)       With respect to employees employed as part-time workers the provisions of Clause 3 - Hours, sub-clauses (vi) to (xi) of this award shall not apply.

 

(iv)       All time worked by part-time employees in excess of the total rostered daily ordinary hours of work prescribed for the majority of full-time employees employed on that shift in the section concerned shall be paid for at the rate of time and one half for the first two hours and double time thereafter except that on Sundays such overtime shall be paid for at the rate of double time.

 

(v)        Time worked up to the total rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on that shift in the ward or section concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate of pay.

 

(vi)       With respect to employees employed as part-time workers the provisions of Clause 7-Overtime of this award, except where provided in sub-clauses (iv) and (v) of Part 2 of this clause shall not apply.

 

(vii)      Temporary employees called to work on an ad hoc basis in base grade positions shall at the completion of 12 months continuous service be given priority one for appointment to permanent part-time or permanent full-time positions with the employer. For the purpose of this subclause continuous service shall be where an employee has worked a minimum of one shift per week.

 

6.         Payment for Relieving in Higher Duties

 

(i)         An employee, when called upon by the employer to relieve in a position of a higher classification, or to perform work of a higher classification, shall be paid for the time so spent at the minimum rate prescribed for the higher classification on the following basis:

 

(a)        Where the time so spent is more than two hours on any day or shift such employee shall be paid the higher rate for such day or shift.

 

(b)        If for two hours or less during one day, such employee shall be paid the higher rate for the time so worked, provided that if an employee is required to act in the higher classification at the commencement of a day or shift, he/she shall be paid the appropriate allowance for the whole of such day or shift.

 

(ii)        This clause shall not apply when an employee in a higher classification is absent from duty by reason of his/her allocated day off duty as a consequence of working a 38-hour week.

 

(iii)       Sub-clause (i) of this clause shall not apply to Research Officers.  In such cases payment should be made on the following basis:

 

If an employee is directed to relieve for a period of one week or more, in a position of a higher classification, he/she shall be entitled to receive, for the period of relief, the minimum rate prescribed for the higher classification.

 

(iv)       Sub-clause (i) of this clause shall not apply to Managers.  In such cases payment should be made on the following basis:

 

If an employee is directed to relieve for a period of one week or more, on any one occasion, an employee who is in a higher manager level, the employer must pay the relieving employee, for the period of relief, not less than the minimum of the salary band for the senior employee's level provided that:

 

(a)        If, in the employer's opinion, the relieving employee merits a higher salary, the employer may pay the relieving employee more than the minimum of the salary band for the senior employee's level; or

 

(b)        If the relieving employee's normal salary is equal to or more than the minimum of the salary band for the senior employee's level, the employer must pay the relieving employee a rate which is not less than the midpoint between the relieving employee's normal salary and the senior employee's normal salary.

 

(c)        Where the relieving person is in the same salary band, he/she shall be paid not less than the midpoint between the salary of the relieving officer and the salary of the person relieved.

 

(d)        Where the relieving manager performs less than the full range of duties of the senior manager, the relieving person shall receive an increase in salary, that increase to be negotiated between the employee and employer.

 

7.         Overtime

 

(i)         The provisions of this clause shall not apply to persons employed as Manager Level 3 and above.

 

(ii)        Employees are expected to work reasonable overtime.

 

(iii)       All time worked by employees outside the ordinary hours in accordance with clause 3-Hours, and clause 4-Roster of Hours, of this award, shall be paid at the rate of time and one half up to 2 hours each day and thereafter at the rate of double time; provided, however, that all overtime worked on Sunday shall be paid for at the rate of double time and all overtime worked on public holidays shall be paid for at the rate of double time and one half.

 

(iv)       Employees recalled to work overtime after leaving the employer's premises, whether notified before or after leaving the premises, shall be paid for a minimum of four hours work at the appropriate rate for each time he/she is so recalled; provided that, except in unforeseen circumstances arising, an employee shall not be required to work the full minimum number of hours prescribed above if the job he/she was recalled to perform is completed within a shorter period.

 

(v)        An employee recalled to work overtime as prescribed by subclause (i), of this clause shall be paid all fares and expenses reasonably incurred in travelling to and from her/his place of work.

 

Provided further that where an employee elects to use her/his own mode of transport, he/she shall be paid an allowance as detailed in Item 10 of Table 2 of Part B of this award.

 

(vi)       When overtime work is necessary it shall wherever reasonably practical be so arranged that employees have at least eight consecutive hours off duty between the work on successive days or shifts.

 

(vii)      An employee who works so much overtime:

 

(a)        between the termination of his/her ordinary work on any day or shift and the commencement of his/her ordinary work on the next day or shift that he/she has not had at least eight consecutive hours off duty between these times; or

 

(b)        on a Saturday, a Sunday and a holiday, not being ordinary working days, or on a rostered day off without having had eight consecutive hours off duty in the twenty-four hours preceding his/her ordinary commencing time on his/her next day or shift:

 

shall, subject to this subclause, be released after completion of such overtime until he/she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.  If on the instruction of his/her employer such an employee resumes or continues to work without having had such eight consecutive hours off duty he/she shall be paid double time until he/she is released from duty for such period and he/she then shall be entitled to be absent until he/she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

 

(viii)     For the purposes of assessing overtime each day shall stand alone, provided however that where any one period of overtime is continuous and extends beyond midnight, all overtime hours in this period shall be regarded as if they had occurred within the one day.

 

(ix)       When an employee works overtime as an extension of shift and ceases work at a time when reasonable means of transport home are not available, he/she shall be paid at ordinary time for the time reasonably spent travelling from the employer’s premises to the employee's home with a maximum payment of one hour.

 

This subclause shall not apply in the case of call-back or where the employee has his/her own vehicle available for conveyance home.

 

(x)        Employees, other than those employees not entitled to overtime as outlined in sub-clause (i) above, who work approved overtime outside normal rostered ordinary hours may be compensated by way of time off in lieu of overtime subject to the following provisos:

 

(a)        Time off in lieu must be taken, within three months of it being accrued, at ordinary rates.

 

(b)        Where it is not possible for an employee to take the time off in lieu within the three month period, it is to be paid out at the appropriate overtime rate based on the rates of pay applying at the time payment is made.

 

(c)        The accrual and taking of time in lieu of overtime will be conditional on mutual agreement of the employee and the respective manager.

 

(d)        Records of all time off in lieu owing to and taken by employees must be maintained by the employer.

 

(e)        The parties recognise that the option of time off in lieu of overtime will not be possible in all settings and circumstances. Where it is not possible, overtime payment provisions will apply.

 

(f)         The parties agree to work together to establish strategies, policies and procedures to maximise the use of time in lieu and opportunity for time in lieu to be taken within the specified three-month period.

 

8.         On Call

 

(i)         The payment of an allowance under the provisions of this clause shall not apply to persons employed as Manager Level 3 and above.

 

(ii)        The employer shall advise all employees and the Association of any proposal to introduce an on call roster, including the proposed details of the roster.

 

(iii)       Employees, excepting scientists, required to be on call, otherwise than as provided in (iv) hereof shall be paid the allowance set out in Item 1 of Table 1 Part B for each period of 24 hours or part thereof, provided that only one allowance shall be payable in any period of 24 hours.

 

(iv)       Employees, excepting scientists, required to be on call on rostered days off shall be paid the allowance set out in Item 2 of Table 1 Part B for each period of 24 hours or part thereof, provided that only one allowance shall be payable in any period of 24 hours.

 

(v)        Sub-clauses (iii) and (iv) of this clause shall not apply to scientists.  In such cases the employee shall be paid the allowance set out in Item 3 of Table 1 Part B for each period of 24 hours or part thereof.

 

(vi)       On call rostering arrangements shall be determined in consultation with affected employees and having regard to the availability and training of employees placed on the on call roster.  Such arrangements should also have regard to particular local geographical concerns and travelling distances involved.

 

(vii)      Wherever possible the employer shall supply a mobile telephone and or pager to an employee rostered on call.

 

(viii)     Where provided with a mobile telephone or pager a rostered employee must remain near the mobile telephone which must remain switched on unless a pager has been provided.  Alternatively an employee not provided with a mobile telephone or pager must remain available via their home telephone.  A rostered employee shall be available to answer calls personally and must not utilise an answering machine.

 

(ix)       An employee rostered on call must contact the employer immediately it becomes known that the employee shall be unavailable for rostered duty.

 

(x)        The employee must be able to respond appropriately within a reasonable time frame as determined by the employer.

 

(xi)       Where appropriate an employee rostered on call may be provided with a motor vehicle.

 

(xii)      The employer shall ensure that all employees who participate in the after hours service are provided with any training necessary to respond effectively to calls received.

 

9.         Shift Work and Weekend Work

 

(i)         The provisions of this clause shall not apply to persons employed as Managers.

 

(ii)        Employees, excepting scientists, working afternoon or night shift shall be paid the following percentages in addition to the ordinary rate for such shift, provided that part-time employees who work less than 38 hours per week shall only be entitled to the additional rates where their shifts commence prior to 6 am or finish subsequent to 6 pm.

 

Afternoon shift commencing at 10 am and before 1 pm - 10 per cent

Afternoon shift commencing at 1 pm and before 4 pm - 12.5 per cent

Night shift commencing at 4 pm and before 4 am - 15 per cent

Night shift commencing at 4 am and before 6 am - 10 per cent

 

(iii)       Shift work performed by scientists shall be paid at the following rates:

 

(a)        Between 8.30 am and 9.00 pm at ordinary-time rate of pay;

 

(b)        Before 8.30 am and after 9.00 pm at the rate of time and a half.

 

(iv)       For the purposes of this clause, day, afternoon and night shifts shall be defined as follows:

 

"Day shift" means a shift which commences at or after 6 am and before 10 am

 

"Afternoon shift" means a shift which commences at or after 10 am and before 4 pm

 

"Night shift" means a shift which commences at or after 4 pm and before 6 am on the day following.

 

(v)        Employees whose ordinary working hours include work on a Saturday and/or Sunday, shall be paid for ordinary working hours worked between midnight on Friday and midnight on Saturday at the rate of time and one-half and for ordinary hours worked between midnight on Saturday and midnight on Sunday at the rate of time and three- quarters. These extra rates shall be in substitution for and not cumulative upon the shift premiums prescribed in the preceding sub-clauses (ii) and (iii), of this clause.

 

The foregoing paragraph shall apply to part time workers but such workers shall not be entitled to be paid in addition the allowance of 15 per cent prescribed in sub clause (ii) of Part 2 of clause 6, part time employees, in respect of their employment between midnight on Friday and midnight on Sunday.

 

(vi)       Employees working a broken shift shall be paid an additional amount as set out in item 4 of Table 1 of Part B for each broken shift and the period of time between the commencement and termination of such shift shall not exceed 12 hours.

 

(vii)      As far as practicable, no employee shall be obliged to work shift work against his / her wishes.

 

(viii)     Before shift work is introduced into any section or department of the ARCBS, the proposals relating thereto shall be discussed with the Association.

 

(ix)       Any disputes arising out of the introduction of new shift systems shall be handled in accordance with the dispute resolution process as outlined in Clause 24.

 

10.       Special Working Conditions

 

(i)         The provisions of this clause shall not apply to persons employed as Managers.

 

(ii)        An employee who is required to handle and be responsible for monies and issuing receipts for same, shall be paid a weekly allowance in the nature of salary as set out in Item 4 of Table 1 of Part B. This subclause shall not apply to employees whose ordinary weekly rate of pay is in excess of that prescribed from time to time for an Administration Officer Level 1, Year 5.

 

(iii)       Employees shall be paid the amount prescribed from time to time under clause 10, Special Rates, of the Public Hospital Employees' Skilled Trades (State) Award when working in situations where the disability encountered is not normally encountered by employees of that classification as follows:-

 

Cold Places - Employees working in places where the temperature is reduced by artificial means below 0 degrees Celsius shall be paid as set out in Item 5 of Table 1 of Part B per hour extra.  Where the work continues for more than two hours, employees shall be entitled to a rest period of twenty minutes every two hours without loss of pay.

 

11.       Excess Fares and Travelling

 

For the purpose of this clause accustomed place of work shall mean the site where an employee is regularly required to commence duty by the employer.

 

(i)         An employee shall be required to proceed to the accustomed place of work and return home once on each ordinary working day or shift in the employee's own time and at the employee's own expense.

 

(ii)       

 

(a)        Where an employee is directed to report for duty to a place of work other than the employee's accustomed place of work the employee shall travel to and from the alternative place of work in the employer's time for those periods in excess of time normally taken to travel to and from the accustomed place of work.

 

(b)        If the excess of travelling time on a particular day or shift is greater than the prescribed ordinary hours of duty for the particular category of staff for that day or shift, then the excess of hours shall be paid at the ordinary rate of pay to the extent of the excess of travelling time.

 

(c)        Fares incurred by such employee in excess of the fares normally incurred in travelling to the employee's accustomed place of work and returning home from the accustomed place of work, shall be reimbursed.

 

(d)        Where the employee is required to report to an alternative place of work and has the prior approval of the employer to travel by his/her own mode of conveyance, the employee shall be paid a kilometre allowance for kilometres travelled in excess of the kilometres the employee normally travels between the accustomed place of work and home. The kilometre allowance will be as prescribed in Item 11 of Table 2 of Part B.

 

(iii)

 

(a)        Where an employer has determined that an employee or employees should report to a new accustomed place of work on a permanent basis, the decision must be discussed with the affected employee(s) and the Association prior to notice of changed accustomed place of work being given.

 

(b)        The employer shall give the employee reasonable notice of the requirement to report to a new accustomed place of work.  For the purpose of this subclause "reasonable notice" shall be one calendar month prior to the date the employee is first required to report to the new accustomed place of work.

 

(c)        Where the accustomed place of work is changed on a permanent basis by the employer, the employee shall report to the new accustomed place of work on the date specified by the employer.

 

(d)        If there is disagreement about such decision after such discussion or if a significant number of employees are involved, the matter should be referred to the employer who will discuss the matter with the Association and will determine the date upon which notice will be given the employee(s).

 

(iv)

 

(a)        The provisions of this clause shall not apply to an employee appointed to regularly perform relief duties or to employees specifically employed to perform duties at more than one place of work except as provided in paragraph (b) hereunder of this subclause.

 

(b)        If a reliever incurs fares in excess of $5.00* per day in travelling to and from the relief site, the excess shall be reimbursed.

 

*          Where a reliever, with the prior approval of the employer, travels by his/her own mode of conveyance and incurs travelling costs in excess of $5.00 per day to and from the relief site, such excess shall be reimbursed.  The rate applicable shall be the kilometre allowance prescribed in Item 11 of Table 2 of Part B less $5.00.

 

(v)        No payment shall be made under this clause unless the employer is satisfied that the employee has incurred additional expenditure in having to report to an alternate place of work, at the direction of the employer.

 

(vi)       Travel, to an alternative place of work, either by public transport or own mode of conveyance, shall in all instances be by the most direct route.

 

12.       Meals

 

(i)         Time not exceeding one hour and not less than 30 minutes shall be allowed for each meal, provided that where an employee is called upon to work for any portion of the meal break, such time shall count as ordinary working time.

 

(ii)        An employee required to work overtime following on the completion of his or her normal shift for more than two hours shall be allowed 20 minutes for the partaking of a meal and a further 20 minutes after each subsequent four hours overtime; all such time shall be counted as time worked.

 

(iii)       An employee recalled to work overtime after leaving the employer's premises and who is required to work for more than four hours shall be allowed 20 minutes for the partaking of a meal and a further 20 minutes after each subsequent four hours overtime; all such time shall be counted as time worked.

 

(iv)       The meals referred to in sub-clauses (ii) and (iii) of this clause shall be allowed to the employee free of charge.  Where the employer is unable to provide such meals an allowance as set out in Item 7 of Table 2 of Part B shall be paid to the employee concerned.

 

A scientist who works authorised overtime shall be paid in addition for such overtime an allowance for:-

 

(a)        breakfast when commencing such overtime work at or before 6:00 am;

 

(b)        luncheons when such overtime extends beyond 2:00 pm on Saturdays, Sundays or holidays;

 

(c)        an evening meal when such overtime is worked for at least one hour immediately following his/her normal ceasing time, exclusive of any meal break, and extends beyond or is worked wholly or after 7:00 pm;

 

Such allowances as set out in Item 6 of Table 2 of Part B

 

(v)        Where an employee is required to work an overtime shift on his or her rostered day off, or on a shift changed in accordance with clause 4, Roster of Hours, the appropriate meal breaks for that shift, as prescribed in subclause (i) of this clause and subclauses (xii) and (xiii) of clause 3, Hours, shall apply.

 

(vi)       Where practicable, employees shall not be required to work more than four (4) hours without a break.  By agreement between an employer and the majority of employees in the department, an employee or employees may be required to work in excess of four (4) hours but not more than five (5) hours at ordinary rates of pay without a break.

 

13.       Public Holidays

 

(i)

 

(a)        Public holidays shall be allowed to employees on full pay. Except as otherwise provided in this subclause, where an employee is required to and does work on any of the holidays set out in this subclause, whether for a full shift or not, the employee shall be paid at time and a half extra for the ordinary rostered hours of duty on that day.  Such payment is to be in lieu of weekend or shift allowances which would otherwise be payable had the day not been a public holiday.

 

Provided that, if the employee so elects, he/she may be paid at half time extra for the ordinary rostered hours and have one day added to his/her period of annual leave for each public holiday worked in lieu of the provisions of the preceding paragraph.

 

Provided further that where an employee is rostered for a shift which crosses midnight on a public holiday and the total rostered hours on the public holiday are less than the equivalent of full shift, the shift will be deemed to have been worked on the day on which the majority of time was actually worked.

 

(b)        For the purpose of this clause the following shall be deemed public holidays, viz.: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day, Boxing Day, Anzac Day, Queen's Birthday, Labour Day.

 

(c)        Employees, excluding those employees employed as Managers, rostered off duty on a public holiday shall:

 

(1)        be paid one day's pay in addition to the weekly rate; or if the employee so elects;

 

(2)        have one day added to his/her period of annual leave.

 

(d)        The election referred to in paragraphs (a) and (c) of this subclause is to be made in writing by the employee at the commencement of each year of employment and is irrevocable during the currency of that year of employment.

 

(ii)        In addition to those public holidays specified in paragraph (b) of sub-clause (i) of this clause, employees are entitled to an extra public holiday each year. Such public holiday is to be determined by the employer to be taken in the Christmas New Year period or other suitable period as agreed between the employer and the Association and shall be regarded for all purposes of this clause as any other public holiday.

 

(iii)

 

(a)        The provisions of subclauses (i) and (ii) of this clause shall apply to permanent part-time employees, engaged under clause 5 Part 1 and those part-time employees engaged under clause 5, Part 2, who work 30 hours per week over 5 days per week provided that if such an employee is required to and does work on a public holiday as defined in subclauses (i) and (ii) of this clause the employee shall be paid at the rate of double time and one-half, but such worker shall not be entitled to be paid in addition the allowance of 15 per cent prescribed in Parts 1 and 2 of clause 5, in respect of such work.

 

(b)        Subclauses (i) and (ii) of this clause shall not apply to other part-time employees engaged under clause 5, Part 2 but each such employee who is required to and does work on a public holiday as defined in the said subclauses (i) and (ii) shall be paid at the rate of double time and one-half but such worker shall not be entitled to be paid in addition the allowance of 15 per cent prescribed in Parts 1 and 2 of the said clause 5, in respect of such work.

 

(c)        Subclauses (i) and (ii) of this clause shall not apply to an employee not rostered to work on a public holiday where such employee is engaged as a part-time scientist and is in receipt of the allowance of 15 per cent prescribed in Parts 1 and 2 of clause 5, in respect of such work.

 

14.       Annual Leave

 

(i)         Entitlement to Annual Leave

 

(a)        All employees: See Annual Holidays Act 1944.

 

(1)        Principal Hospital Scientists - five (5) weeks.

 

(2)        All other employees - four (4) weeks.

 

(b)        This paragraph and its subparagraphs shall apply to full-time employees and permanent part-time employees except for those employees employed as Managers.

 

(1)        Employees who are rostered to work and do work on 35 or more ordinary hours shifts occurring on Sundays and/or public holidays during a qualifying period of employment for annual leave purposes, shall be entitled to receive one week additional annual leave.

 

(2)        Employees who are rostered to work and do work less than 35 ordinary hours shifts occurring on Sundays and/or public holidays during a qualifying period of employment for annual leave purposes, shall be entitled to receive a proportion of one week additional annual leave calculated on the basis of 38 hours of additional annual leave for 35 such shifts worked.

 

(3)        Employees who work less than 38 hours per week and who are rostered to work and do work less than 35 ordinary hours shifts occurring on Sundays and/or public holidays during a qualifying period of employment for annual leave purposes, shall be entitled to receive a proportion of one week additional leave calculated on the basis of the number of ordinary weekly hours of additional annual leave for 35 such shifts worked.

 

(4)        The calculations referred to in subparagraph (3) above shall be made to the nearest one-fifth of the ordinary hours worked, half or more than half of one-fifth being regarded as one-fifth and less than half being disregarded.

 

(5)        Provided that an employee, entitled to additional annual leave pursuant to subparagraphs (1), (2) and (3) above, may elect to be paid an amount equivalent to the value of his or her additional leave entitlement, in lieu of taking the additional leave. Such election is to be made in writing by the employee at the commencement of each year of employment and is irrevocable during the currency of the year of employment.

 

(ii)        On termination of employment, employees shall be entitled to payment for any untaken annual leave entitlements pursuant to subclause (i) of this clause and subclause (i) of Clause 13 ‘Public Holidays’, together with payment for any untaken leave in respect of an uncompleted year of employment, calculated in accordance with paragraphs (a) and (b) of subclause (i) of this clause.

 

(iii)       The employer shall give to each employee three months' notice where practicable and not less than one month's notice of the date upon which the employee shall enter upon annual leave.

 

(iv)       Entitlement to Annual Leave Loading or Shift Allowances and Weekend Penalties

 

(a)        Employees who become entitled to take and do take annual leave pursuant to paragraph (a) of subclause (i) of this clause (that is, the annual leave entitlement of four weeks per annum pursuant to the Annual Holidays Act 1944) shall be paid ordinary salary plus either:

 

(1)        an annual leave loading in respect of that entitlement equivalent to 17½% of four weeks ordinary salary, not exceeding $   (amount equivalent to 17½% of four weeks ordinary salary for maximum Clerk Grade 12 Public Servant as varied from time to time);  or

 

(2)        in the case of a shiftworker who would have earned ordinary time shift allowances and weekend penalties in excess of the amount of annual leave loading indicated in subparagraph (1) above of this paragraph had he/she not taken the annual leave; those shift allowances and weekend penalties relating to ordinary time the employee would have earned had he/she not taken the annual leave  (provided that shift allowances and weekend penalties shall not be payable for public holidays which occur during a period of annual leave).

 

(b)        In respect of an employee who becomes entitled to take annual leave pursuant to paragraph (a) of subclause (i) of this clause (that is, the annual leave entitlement of four weeks per annum pursuant to the Annual Holidays Act 1944), and takes that annual leave in broken periods; both the annual leave loading and the maximum amount referred to in subparagraph (1) of paragraph (a) of this subclause are to be calculated pro rata for the broken period being taken in the same proportion as the period being taken bears to four weeks. The resultant amount of annual leave loading calculated for the broken period of annual leave, not exceeding that maximum amount calculated for the same broken period, is to be paid to the employee in addition to ordinary salary for the period.

 

(c)        In respect of a shiftworker, who becomes entitled to take annual leave pursuant to paragraph (a) of subclause (i) of this clause (that is, the annual leave entitlement of four weeks per annum pursuant to the Annual Holidays Act 1944), and who takes that annual leave in broken periods, the entitlement to annual leave loading and maximum amount are to be calculated in the same way as indicated in paragraph (b) of this subclause for the period of annual leave being taken and compared with the ordinary time shift allowances and weekend penalties the employee would have earned had he/she not taken the annual leave (provided that shift allowances and weekend penalties shall not be payable for public holidays which occur during the period of annual leave), and the greater of either the calculated annual leave loading (not exceeding the calculated maximum amount) or ordinary time shift allowances and weekend penalties is to be paid to the employee in addition to ordinary salary for the period.

 

(d)        The entitlement to annual leave loading or shift allowances and weekend penalties referred to in paragraphs (a), (b), and (c) of this subclause are to be calculated and paid at the same time as the annual leave is paid.

 

(e)        Annual leave loading is to be calculated at the rate of ordinary salary payable when the annual leave is taken (except as provided for in paragraph (f) below), and excludes allowances, penalty or disability rates, commission, bonuses, incentive payments or overtime rates etc. Where the ordinary rate payable changes effective from a date falling within a period of annual leave, the changed rate is to be taken into account, and if necessary, adjustments calculated and corrections to pay made.

 

(f)         No annual leave loading is payable to an employee who takes annual leave wholly or partly in advance of becoming entitled to such annual leave, except if his/her employment continues until the day he/she would have become entitled to take such annual leave, in which case the loading then becomes payable on that day (calculated on rates applicable on that day) in respect of the period/s of annual leave already taken that the loading would have applied to had the annual leave not been taken wholly or partly in advance.  Shiftworkers already paid ordinary time shift allowances and weekend penalties in respect of annual leave taken wholly or partly in advance are not eligible to be paid loading under this paragraph.

 

(g)        No annual leave loading or shift allowances and weekend penalties are payable to an employee who is paid the monetary value of annual leave to his/her credit on resignation (not including retirement), except as provided for in paragraph (i) below.

 

(h)        Upon the retirement of an employee or upon the termination by the employer of an employee for any reason other than misconduct, the employee shall be paid annual leave loading on that annual leave which he/she had become entitled to take that the loading would have applied to had the annual leave been taken.

 

(i)         In respect of that additional annual leave accrued by virtue of being rostered to work and working ordinary hours shifts on Sundays and/or Public Holidays pursuant to paragraph (b) of subclause (i) of this clause; No annual leave loading is payable. Shiftworkers are to be paid, in addition to ordinary salary for such annual leave period/s, the ordinary time shift allowances and weekend penalties the employee would have earned had he/she not taken the annual leave (provided that shift allowances and weekend penalties shall not be payable for public holidays which occur during a period of annual leave).

 

(j)         In respect of that annual leave elected to be accrued pursuant to the provisions of Clause 13, Public Holidays, no annual leave loading or shift allowances and weekend penalties are payable.

 

(v)        Students and trainees who are employed for the purpose of completing a training course leading to a qualification which would allow the employee to be employed in a trained capacity, but who are then not employed by the employer at the completion of the training period in the trained capacity, and medical officers who are not given the opportunity to renew their contract of employment at the end of the training period or at the end of the annual appointment, are deemed to have had their services terminated by the employer for a reason other than misconduct (unless transferring pursuant to paragraph (i) of subclause (iv) of this clause) for the purposes of annual leave loading. In such circumstances the trainee, student or medical officer is entitled to the payment of the annual leave loading in the same way as for other employees and in accordance with subclauses (i)(a), (ii), (iii) and (iv) of this clause, excepting that annual leave loading is not payable to trainees who are paid by way of allowance and not by salary or wages.

 

(vi)       Annual leave shall be taken by the employee within a period of six (6) months after the date upon which the leave becomes due, unless the taking of the whole or any separate period of such annual leave has been postponed for a set period as agreed with the employer.

 

15.       Long Service Leave

 

(i)

 

(a)        Each employee shall be entitled to two months long service leave on full pay or four months long service leave on half pay after 10 years of service; thereafter additional long service shall accrue on the basis of five months long service leave on full pay or 10 months on half pay for each 10 years service.

 

(b)        Where the services of an employee with at least five years service as an adult and less than 10 years service are terminated by the employer for any reason other than the employee's serious and wilful misconduct, or by the employee on account of illness, incapacity or domestic or other pressing necessity, he/she shall be entitled to be paid a proportionate amount for long service leave on the basis of two months' long service leave for 10 years' service.

 

For the purpose of this subclause "service as an adult" means service with an employer during which the employee received a rate of pay not less than the lowest rates fixed under this award for an adult in the same classification as the employee.

 

Where some of the service of the employee has not been under this award "service as an adult" means - in the case of a worker employed to do any work for which the price, rate or wage has been fixed by an award made under the Workplace Relations Act 1996 or made under the Industrial Relations Act 1996, or has been fixed by an Industrial Agreement made pursuant to or registered under the said Acts - the period of service during which the remuneration applicable to the employee was at a rate not less than the lowest rate fixed under the award or industrial agreement, for an adult in the same classification,  or grade as the employee.

 

(ii)        For the purposes of subclause (i) of this clause:

 

(a)        service shall mean continuous service with the employer, including any previous recognised NSW public health service for employees employed as at 30th June 1999.

 

(b)        Broken periods of service with the employer shall count as service.

 

(c)        Service shall not include -

 

(1)        any period of leave without pay except in the case of employees who have completed at least ten years service (any period of absence without pay being excluded there from) in which case service shall include any period of leave without pay not exceeding six months taken after the 1 January, 1973;

 

(2)        any period of part-time service, except as provided for in subclause (vi) of this clause.

 

(d)        Long Service Leave shall be taken at a time mutually arranged between the employer and the employee.

 

(iv)

 

(a)        On the termination of employment of an employee, otherwise than by his/her death, the employer shall pay to the employee the monetary value of all long service leave accrued and not taken at the date of such termination and such monetary value shall be determined according to the salary payable to the employee at the date of such termination.

 

(b)        Where an employee who has acquired a right to long service leave, or after having had five years service as an adult and less than ten years service dies, the widow or the widower of such employee, or if there is no such widow or widower, the children of such employee, or if there is no such widow, widower, or children, such person who, in the opinion of the employer, was at the time of the death of such employee, a dependent relative of such employee, shall be entitled to receive the monetary value of the leave not taken or which would have accrued to such employee, had his/her services terminated as referred to in paragraph (b) of subclause (i) of this clause and such monetary value shall be determined according to the salary payable to the employee at the time of his/her death.

 

Where there is a guardian of any children entitled under this paragraph the payment, to which such children are entitled, may be made to such guardian for their maintenance, education and advancement.

 

Where there is no person entitled under this paragraph to receive the monetary value of any leave payable under the foregoing provisions payment in respect thereof shall be made to the legal personal representative of such employee.

 

(v)        A full-time employee shall be entitled to have previous part-time service which is the equivalent of at least two full days' duty per week taken into account for long service purposes in conjunction with full-time service on the basis of the proportion that the actual number of hours worked each week bears to 38 hours, provided the part-time service merges without break with the subsequent full-time service.

 

A permanent part-time employee shall be entitled to have previous part-time service which is the equivalent of at least two full days' duty per week taken into account for long service leave purposes in conjunction with full-time or permanent part-time service on the basis of the proportion that the actual number of hours worked each week bears to 38 hours for employees, provided that the part-time service merges without break with the subsequent full-time or permanent part-time service.

 

(vi)       Except as provided for in subclause (viii) of this clause, rights to long service leave under this clause shall be in replacement of rights to long service leave, if any, which at the date of commencement of this award may have accrued or may be accruing to an employee and shall apply only to persons in the employ of the employer on or after the date of commencement of this award. Where an employee has been granted long service leave or has been paid its monetary value prior to the date of commencement of this award, the employer shall be entitled to debit such leave against any leave to which the employee may be entitled pursuant to this clause.

 

(vii)      Where an officer has accrued a right to an allocated day off duty on pay prior to entering a period of long service leave such day shall be taken on the next working day immediately following the period of long service leave.

 

An officer returning to duty from long service leave shall be given the next allocated day off duty in sequence irrespective of whether sufficient credits have been accumulated or not.

 

16.       Sick Leave

 

(i)         Full-time employees - A full-time employee shall be entitled to sick leave on full pay by allowing 76 rostered ordinary hours of work for each year of continuous service; less any sick leave on full pay already taken subject to the following conditions:

 

(a)        All periods of sickness shall be certified to by a person approved by the employer or by a legally qualified Medical Practitioner approved by the employer; provided however, that the employer may dispense with the requirements of a medical certificate where the absence does not exceed two consecutive days or where in the employers' opinion the circumstances are such as not to warrant such requirements.

 

(b)        the employer shall not change the rostered hours of work of an employee fixed by the roster or rosters applicable to the seven days immediately following the commencement of sick leave merely by reason of the fact that the employee is on sick leave.

 

(c)        An employee shall not be entitled to sick leave until after three months continuous service.

 

(d)        Service for the purpose of this clause, shall mean service with the employer including any previous recognised NSW public health service for employees employed as at 30th June 1999, and shall be deemed to have commenced on the date of engagement.

 

(e)        Each employee shall take all reasonably practicable steps to inform the employer of his or her inability to attend for duty and as far as possible state the estimated duration of the absence.

 

Where practicable such notice shall be given within 24 hours of the commencement of such absence.

 

(ii)        A permanent part-time or part-time employee shall be entitled to sick leave in the same proportion of 76 hours as the average weekly hours worked over the preceding twelve months or from the time of the commencement of employment, whichever is the lesser, bears to 38 ordinary hours of one week.  Such entitlement shall be subject to all the above conditions applying to full-time employees.

 

(iii)       An employee shall not be entitled to sick leave on full pay for any period in respect of which such employee is entitled to accident pay, or workers' compensation; provided, however, that where an employee is not in receipt of accident pay, an employer shall pay to an employee, who has sick leave entitlements under this clause, the difference between the amount received as workers' compensation, and full pay.

 

The employees' sick leave entitlement under this clause shall for each week during which such difference is paid, be reduced by the proportion of hours which the difference bears to full pay.  On the expiration of available sick leave, weekly compensation payments only shall be payable.

 

(iv)       Subject to the provision of a satisfactory medical certificate and sick leave being due, annual leave or long service leave shall be recredited where an illness of at least one week's duration occurs during the period of annual or long service leave provided that the period of leave does not occur prior to retirement, resignation or termination of services.

 

17.       Payment and Particulars of Salary

 

(i)         All salaries and wages shall be paid fortnightly only.  Any changes to the current payment procedures are to be negotiated with the Association.  Provided that for the purpose of adjustments of wages related to alterations in the basic wage, from time to time effective, the pay period shall be deemed to be weekly.  On each payday the pay shall be made up to a day not more than three days prior to the day of payment.

 

(ii)        Employees shall have their salary paid into one account with a bank or other financial institution in New South Wales as nominated by the employee except where agreement as to another method of payment has been reached between the Association and the employer.

Salaries shall be deposited in sufficient time to ensure that wages are available for withdrawal by employees no later than pay day provided that this requirement shall not apply where employees nominate accounts with non-bank financial institutions which lack the technological or other facilities to process salary deposits within 24 hours of the employer making their deposits with such financial institutions but in such cases the employer shall take all reasonable steps to ensure that the wages of such employees are available for withdrawal by no later than pay-day.

 

(iii)       Notwithstanding the provisions of subclause (ii), of this clause, an employee who has been given one week's notice of termination of employment, in accordance with clause 18-Termination of Employment, of this award, shall be paid all moneys due to him/her prior to ceasing duty on the last day of employment.

 

Where an employee is dismissed or his/her services are terminated without due notice, in accordance with the said clause 18, any moneys due to him/her shall be paid as soon as possible after such dismissal or termination but in any case not more than three days thereafter.

 

(iv)       On each pay day an employee, in respect of the payment then due, shall be furnished with a statement, in writing, containing the following particulars, namely, name, the amount of ordinary salary, the total number of hours of overtime worked, if any, the amount of any overtime payment, the amount of any other moneys paid, and the purpose for which they are paid and the amount of the deductions made from total earnings and the nature thereof.

 

(v)        Where retrospective adjustments of wages are paid to employees, such payments where practical shall be paid as a separate payment to ordinary wages and shall be contained in a separate pay envelope. Such payment shall be accompanied by a statement containing particulars as set out in subclause (iv) of this clause.

 

(vi)       Employees proceeding on Long Service Leave and Annual Leave shall on request be paid in advance prior to commencing such leave. However, where an employee wishes to receive their pay on their usual pay day, this shall be done.

 

(vii)      Officers with a credit of time accrued towards an allocated day off duty shall be paid for such accrual upon termination.

 

18.       Termination of Employment

 

Employees engaged as allied professional health workers, scientists, and managers shall be required to give one months written notice of termination of employment.  Where termination of such employees is to be notified by the employer, otherwise than for misconduct, the employee shall be given one months notice, in writing, or one months pay in lieu thereof.

 

For other employees one week's notice of termination of employment shall be given by the employer or the employee, respectively, but when the conduct of an employee justifies instant dismissal such notice of termination of employment shall not apply; provided that should an employee fail to give the prescribed notice such employee shall be liable to the forfeiture of one week's wages.  Where the services of an employee are terminated without due notice he/she shall be paid one week's salary in lieu thereof.

 

19.       Accommodation and Amenities

 

(i)         The employer shall provide suitable dining room accommodation, lockers, lavatory and other conveniences such as showers.

 

(ii)        Such accommodation and amenities shall be provided at the appropriate standard.

 

20.       Inspection of Lockers of Employees

 

Lockers may only be opened for inspection in the presence of the employee but in cases where the employee neglects or refuses to be present or in any circumstances where notice to the employee is impracticable such inspection may be carried out in the absence of the employee by an officer of the employer appointed by the employer and if practicable an Association Sub-Branch Officer, otherwise by any two officers of the employer so appointed.

 

21.       Uniforms and Laundry Allowances

 

(i)

 

(a)        Subject to paragraph (c) of this sub-clause, sufficient, suitable and serviceable uniforms or overalls shall be supplied, free of cost, to each employee required to wear them; provided that any employee to whom a new uniform or part of a uniform has been supplied by the employer, who, without good reason, fails to return the corresponding article last supplied, shall not be entitled to have such article replaced without payment therefore at a reasonable price.

 

(b)        An employee on leaving the service of the employer shall return any uniform or part thereof supplied by the employer which is still in use by that employee immediately prior to leaving.

 

(c)        In lieu of supplying a uniform to an employee, the employer may pay to such employee the sum set out at Item 8 of Table 1 of Part B, provided however that if a uniform includes a cardigan or special type shoe, an additional amount set out at Item 8 of Table 1 of Part B shall be paid to such employee.

 

(d)        If the uniform of an employee is not laundered at the expense of the employer, an allowance set out at Item 9 of Table 1 of Part B shall be paid to such employee.

 

(e)        The allowances referred to in (c) and (d) above are payable to part-time employees on an hourly basis.

 

22.       Promotions and Appointments

 

(i)         Promotion and/or appointment shall be by merit.

 

(ii)        In the case of an employee or employees disputing a promotion and/or appointment the Association may refer the matter to a Disputes Committee established under the Dispute Settlement Clause of this award.

 

(iii)       Appointments and promotions shall be by merit with the use of eligibility lists in appropriate cases.

 

(iv)       Eligibility lists are intended to be used in the following manner:

 

(a)        The employer may create eligibility lists.

 

(b)        Lists to operate for six months.

 

(c)        There should be three lists:

 

(1)        List of persons willing to perform temporary relief work at short notice;

 

(2)        List for part-time positions;

 

(3)        List for full-time positions.

 

(d)        Eligibility lists should be created in accordance with normal selection criteria taking account of the following where appropriate:

 

(1)        Merit;

 

(2)        Placement or transfer of excess staff.

 

(v)        Requests for transfer from permanent part-time to full-time or full-time to permanent part-time within the same classification should be done on the basis of merit.

 

23.       New Classifications

 

The employer may create any new classification not covered by the awards to which these conditions apply at any time and may fix the remuneration thereof but in such circumstances the employer shall advise the Association of such decision within 28 days and give an opportunity to the representatives of the Association to confer with the representatives of the employer as to the rate of wages so fixed for the duties to be performed and the hours the employee is required to work.

 

24.       Dispute Resolution

 

(i)         Where a dispute arises in a particular section which cannot be resolved between the employees or their representative and the supervising staff, it shall be referred to the Designated Manager of the service unit or his/her nominee who will arrange for the matter to be discussed with the employee concerned and if requested a local representative or representatives of the Association.

 

(ii)        If the matter is not resolved within a reasonable time it must be referred by the Designated Manager to the Chief Executive Officer of the employer (or his or her nominee) and may be referred by the employee to the Association's Head Office.  Discussions at this level must take place within a reasonable time with a view to resolving the issue in dispute.  Failing settlement of the issue at this level, the matter shall be dealt with in accordance with sub-clause (iii) of this clause.

 

(iii)       With a view to amicable and speedy settlement of all disputes that firstly cannot be settled by a local management and the Association or its representatives, disputes may be submitted to a committee consisting of not more than six members with equal representation of the employer and the Association.  Such committee shall have the power to investigate all matters in dispute and to report to the employer and the Association respectively, with such recommendations as it may think right and in the event of no mutual decision being arrived at by such a committee and if a dispute still exists the matter in dispute may be referred to the Industrial Relations Commission of New South Wales in accordance with the provisions of the Industrial Relations Act 1996 (NSW) by one of the disputing parties.

 

(iv)       Whilst these procedures are continuing, no stoppage of work or any form of ban or limitation of work shall be applied.

 

(v)        Unless agreed otherwise by the parties the status quo before the emergence of the issue must continue whilst these procedures are being followed.  For this purpose "status quo" means the work procedures and practices in place:

 

(a)        immediately before the issue arose:  or

 

(b)        immediately before any change to those procedures or practices, which caused the issue to arise, was made.

 

The Employer must ensure that all practices applied during the operation of these procedures are in accordance with safe working practices.

 

25.       Personal/Carer’s Leave

 

(1)        Use of Sick Leave

 

(a)        An employee, other than a casual employee, with responsibilities in relation to a class of person set out in subparagraph (ii) of paragraph (c), who needs the employee’s care and support, shall be entitled to use, in accordance with this subclause, any current or accrued sick leave entitlement, provided for in clause 16, Sick Leave, for absences to provide care and support, for such persons when they are ill.  Such leave may be taken for part of a single day.

 

(b)        The employee shall, if required, establish either by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another person.  In normal circumstances, an employee must not take carer’s leave under this subclause where another person has taken leave to care for the same person.

 

(c)        The entitlement to use sick leave in accordance with this subclause is subject to:

 

(i)         the employee being responsible for the care of the person concerned;  and

 

(ii)        the person concerned being:

 

(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 who lives with 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;  or

 

(e)        a relative of the employee who is a member of the same household, where for the purposes of this subparagraph:

 

1.          "relative" means a person related by blood, marriage or affinity;

 

2.          "affinity" means a relationship that one spouse because of marriage has to blood relatives of the other;  and

 

3.          "household" means a family group living in the same domestic dwelling.

 

(d)        An employee shall, wherever practicable, give the employer notice prior to the absence of the intention to take leave, the name of the person requiring care and that person’s relationship to the employee, the reasons for taking such leave and the estimated length of absence.  If it is not practicable for the employee to give prior notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of absence.

 

(2)        Unpaid Leave for Personal or Carer Purposes

 

An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care and support to a member of a class of person set on in subparagraph (ii) of paragraph (c) of subclause (1) who is ill.

 

(3)        Annual Leave

 

(a)        An employee may elect, with the consent of the employer, subject to the Annual Holidays Act 1944, to take annual leave not exceeding five days in single day periods or part thereof, in any calendar year at a time or times agreed by the parties.

 

(b)        Access to annual leave, as prescribed in paragraph (a) of this subclause, shall be exclusive of any shutdown period provided for elsewhere under this award.

 

(c)        An employee and employer may agree to defer payment of the annual leave loading in respect of single day absences, until at least five consecutive annual leave days are taken.

 

(4)        Time Off in Lieu of Payment

 

(a)        An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime at a time or times agreed with the employer within 12 months of the said election.

 

(b)        Overtime taken as time off during ordinary time hours shall be taken at the ordinary time rate, that is an hour for each hour worked.

 

(c)        If, having elected to take time as leave in accordance with paragraph (a) of this subclause, the leave is not taken for whatever reason payment for the time accrued at overtime rates shall be made at the expiry of the 12 month period or on termination.

 

(d)        Where no election is made in accordance with said paragraph (a), the employee shall be paid overtime rates in accordance with the award.

 

(5)        Make-up Time

 

(a)        An employee may elect, with the consent of the employer, to work "make-up time", under which the employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in the award, at the ordinary rate of pay.

 

(b)        An employee on shift work may elect, with the consent of the employer, to work "make-up time" (under which the employee takes time off ordinary hours and works those hours at a later time), at the shift work rate which would have been applicable to the hours taken off.

 

(6)        Allocated Days Off

 

(a)        An employee may elect, with the consent of the employer, to take an allocated day off at any time.

 

(b)        An employee may elect, with the consent of the employer, to take allocated days off in part day amounts.

 

(c)        An employee may elect, with the consent of the employer, to accrue some or all allocated days off for the purpose of creating a bank to be drawn upon at a time mutually agreed between the employer and employee, or subject to reasonable notice by the employee or the employer.

 

(d)        This subclause is subject to the employer informing each union which is both party to the award and which has members employed at the particular enterprise of its intention to introduce an enterprise system of ADO flexibility, and providing a reasonable opportunity for the union(s) to participate in negotiations.

 

(7)        Bereavement Leave

 

(a)        An employee, other than a casual employee, shall be entitled to up to two days bereavement leave without deduction of pay on each occasion of the death of a person prescribed in subclause (c) of this clause provided that, where the employee is involved in funeral arrangements, travelling, etc., the employee may be allowed up to three days bereavement leave.

 

(b)        The employee must notify the employer as soon as practicable of the intention to take bereavement leave and will, if required by the employer, provide to the satisfaction of the employer proof of death.

 

(c)        Bereavement leave shall be available to the employee in respect to the death of a person prescribed for the purposes of personal/carer's leave as set out in subparagraph (ii) of paragraph (c) of this clause; provided that, for the purpose of bereavement leave, the employee need not have been responsible for the care of the person concerned.

 

(d)        An employee shall not be entitled to bereavement leave under this clause during any period in respect of which the employee has been granted other leave.

 

(e)        Bereavement leave may be taken in conjunction with other leave available under subclauses (2), (3), (4), (5) and (6) of this clause.  In determining such a request the employer will give consideration to the circumstances of the employee and the reasonable operational requirements of the business.

 

26.       Association Representative

 

An employee appointed Association representative shall upon notification thereof in writing to the Chief Executive Officer, be recognised as the accredited representative of the Association and shall be allowed the necessary time during working hours, to interview the employer on matters affecting employees.

 

27.       Notice Board

 

The employer shall permit a notice board of reasonable dimensions to be erected in a prominent position upon which the Association representative shall be permitted to post Association notices.

 

28.       Labour Flexibility

 

(i)         An employer may direct an employee to carry out such duties as are reasonable, and within the limits of the employee's skill, competence and training consistent with employee's classification, grouping and/or career stream provided that such duties are not designed to promote deskilling.

 

(ii)        An employer may direct an employee to carry out such duties and use such tools and equipment as may be required provided that the employee has been properly trained or has otherwise acquired the necessary skills in the use of such tools and equipment.

 

(iii)       Any direction issued by an employer pursuant to sub-clause (i) and (ii) shall be consistent with the employer's responsibilities to provide a safe and healthy work environment.

 

(iv)       Existing provisions with respect to the payment of mixed functions/higher duties allowances shall apply in such circumstances.

 

29.       Workforce Review

 

Any proposal to reorganise a department or service that will significantly affect employees covered by the Association will be the subject of genuine consultation with the Association.

 

30.       Child Care

 

The parties agree to work together to examine methods of addressing the child care needs of employees.

 

31.       Association Subscriptions

 

The employer agrees, subject to prior written authorisation by Association members, to deduct Association subscriptions from the pay of the authorising members and remit to the Association.

 

32.       Telephone Allowance

 

(i)         An employee required to answer emergency telephone calls on his/her private telephone outside of ordinary working hours, but not recalled to duty, shall be reimbursed rental charges on such telephone on production of receipted accounts.

 

(ii)        Provided that, where an employee is required to answer out of hours telephone calls on his/her private telephone on a relief basis he/she shall be paid one-twelfth of his/her yearly telephone rental for each month or part thereof he/she is so employed.

 

33.       Maternity Leave and Adoption Leave

 

A.        Maternity Leave

 

(i)         Eligibility

 

To be eligible for paid maternity leave an employee must have completed at least 40 weeks continuous service of not less than 31¼ hours per week prior to the expected date of birth or be a permanent part-time employee as specified.

 

An employee who has once met the conditions for paid maternity leave will not be required to again work the 40 weeks continuous service in order to qualify for a further period of paid maternity leave, unless -

 

(a)        there has been a break in service where the employee has been re-employed or re-appointed after a resignation, medical retirement, or after her services have been otherwise dispensed with:  or

 

(b)       the employee has completed a period of leave without pay of more than 40 weeks.  In this context, leave without pay does not include sick leave without pay, maternity leave without pay, or leave without pay associated with an illness or injury compensable under the Workers' Compensation Act.

 

(ii)        Entitlement

 

Eligible employees are entitled to paid maternity leave as follows:

 

(a)        Paid Maternity Leave - an employee is entitled to nine weeks at the ordinary rate of pay from the date maternity leave commences.  This leave may commence up to nine weeks prior to the expected date of birth.

 

It is not compulsory for an employee to take this period off work.  However, if an employee decides to work during this period it is subject to the employee being able to satisfactorily perform the full range of normal duties.

 

Paid maternity leave may be paid:

 

-           on a normal fortnightly basis

-           in advance in a lump sum

-           at the rate of half pay over a period of eighteen weeks on a regular fortnightly basis.

 

Recreation and/or long service leave credits can be combined with periods of maternity leave on half pay to enable an employee to remain on full pay for that period.

 

(b)        Unpaid Maternity Leave - an employee is entitled to a further period of unpaid maternity leave of not more than 12 months after the actual date of birth.

 

(iii)       Applications

 

An employee who intends to proceed on maternity leave should formally notify her employer of such intention as early as possible, so that arrangements associated with her absence can be made.

 

Written notice of not less than eight weeks prior to the commencement of the leave should accordingly be given. This notice must include a medical certificate stating the expected date of birth and should also indicate the period of leave desired.

 

(iv)       Variation after Commencement of Leave

 

After commencing maternity leave, an employee may vary the period of her maternity leave once only without the consent of her employer by giving the employer notice in writing of the extended period at least 14 days before the start of the extended period. An employer may accept less notice if convenient.

 

An employee may extend the period of maternity leave at any time with the agreement of the employer.

 

The conditions relating to variation of maternity leave are derived from Section 64 of the Industrial Relations Act 1996.

 

(v)        Staffing Provisions

 

In accordance with obligations established by the Industrial Relations Act 1996 (Section 69) any person who occupies the position of an employee on maternity leave must be informed that the employee has the right to return to her former position. Additionally, since an employee has the right to vary the period of her maternity leave, offers of temporary employment should be in writing, stating clearly the temporary nature of the contract of employment.  The duration of employment should be also set down clearly; to a fixed date or until the employee elects to return to duty, whichever occurs first.

 

(vi)       Effect of Maternity Leave on Accrual of Leave, Increments etc.

 

When the employee has resumed duties, any period of full pay leave is counted in full for the accrual of annual leave and any period of maternity leave on half pay is taken into account to the extent of one half thereof when determining the accrual of annual leave.

 

Except in the case of employees who have completed ten years' service the period of maternity leave without pay does not count as service for long service leave purposes.  Where the employee has completed ten years' service the period of maternity leave without pay shall count as service provided such leave does not exceed six months.

 

Maternity leave without pay does not count as service for incremental purposes.  Periods of maternity leave at full pay and at half pay are to be regarded as service for incremental progression on a pro-rata basis.

 

Where public holidays occur during the period of paid maternity leave, payment is at the rate of maternity leave received i.e., public holidays occurring in a period of full pay maternity leave are paid at full rate and those occurring during a period of half pay leave are paid at half rate.

 

(vii)      Illness Associated with Pregnancy

 

If, because of an illness associated with her pregnancy an employee is unable to continue to work then she can elect to use any available paid leave (sick, annual and/or long service leave) or to take sick leave without pay.

 

Where an employee is entitled to paid maternity leave, but because of illness, is on sick, annual, long service leave, or sick leave without pay prior to the birth, such leave ceases nine weeks prior to the expected date of birth.  The employee then commences maternity leave with the normal provisions applying.

 

(viii)     Transfer to a More Suitable Position

 

Where, because of an illness or risk associated with her pregnancy, an employee cannot carry out the duties of her position, an employer is obliged, as far as practicable, to provide employment in some other position that she is able to satisfactorily perform.  This obligation arises from Section 70 of the Industrial Relations Act 1996.  A position to which an employee is transferred under these circumstances must be as close as possible in status and salary to her substantive position.

 

(ix)       Miscarriages

 

In the event of a miscarriage any absence from work is to be covered by the current sick leave provisions

 

(x)        Stillbirth

 

In the case of a stillbirth, (as classified by the Registry of Births, Deaths and Marriages) an employee may elect to take sick leave, subject to production of a medical certificate, or maternity leave.  She may resume duty at any time provided she produces a doctor's certificate as to her fitness.

 

(xi)       Effect of Premature Birth on Payment of Maternity Leave

 

An employee who gives birth prematurely, and prior to proceeding on maternity leave shall be treated as being on maternity leave from the date leave is commenced to have the child.  Should an employee return to duty during the period of paid maternity leave, such paid leave ceases from the date duties are resumed.

 

(xii)      Right to return to Previous Position

 

In accordance with the obligations set out in Section 66 of the Industrial Relations Act 1996, an employee returning from maternity leave has the right to resume her former position.

 

Where this position no longer exists the employee is entitled to be placed in a position nearest in status and salary to that of her former position and to which the employee is capable or qualified.

 

(xiii)     Return for Less than Full Time Hours

 

Employees may make application to their employer to return to duty for less than the full time hours they previously worked by taking weekly leave without pay. Such return to work is to be according to the following principles:

 

-           the period is to be limited to 12 months after which full time duties must be resumed;

-           the employee is to make an application for leave without pay  to reduce her full time weekly hours of work.  This application should be made as early as possible to enable the employer to make suitable staffing arrangements.  At least four weeks notice must be given;

-           the quantum of leave without pay to be granted to individual employees is to be at the absolute discretion and convenience of the employer;

-           salary and other conditions of employment are to be adjusted on a basis proportionate to the employees full time hours of work i.e, for long service leave the period of service is to be converted to the full-time equivalent, and credited accordingly.

 

It should be noted that employees who return from maternity leave under this arrangement remain full-time employees. Therefore the payment of any part-time allowance to such employees does not arise.

 

(xiv)     Further Pregnancy While on Maternity Leave

 

Where an employee becomes pregnant whilst on maternity leave, a further period of maternity leave may be granted. Should this second period of maternity leave commence during the currency of the existing period of maternity leave, then any residual maternity leave from the existing entitlement lapses.

 

B.         Adoption Leave

 

(i)         Eligibility

 

To be eligible for paid adoption leave an employee must have completed at least 40 weeks continuous service of not less than 31¼ hours per week (or 40 weeks continuous service for permanent part-time employees as specified) prior to the date of taking custody of the child.  An employee who has once met the conditions of paid adoption leave, will not be required to again work the 40 weeks continuous service in order to qualify for further periods of paid adoption leave, unless

 

(a)        there has been a break in service where the employee has been re-employed or re-appointed after a resignation, medical retirement, or after their services have been otherwise dispensed with; or

 

(b)       the employee has completed a period of leave without pay of more than 40 weeks.  In this context, leave without pay does not include sick leave without pay, maternity leave without pay, or leave without pay associated with an illness or injury compensable under the Worker's Compensation Act.

 

(ii)        Entitlement

 

(a)        Paid Adoption Leave

 

Eligible employees are entitled to paid adoption leave of three weeks at the ordinary rate of pay from and including the date of taking custody of the child.

 

Paid adoption leave may be paid:

 

-            on a normal fortnightly basis

-            in advance in a lump sum

-            at the rate of half pay over a period of six weeks on a regular fortnightly basis.

 

Annual and/or long service leave credits can be combined with periods of adoption leave at half pay to enable an employee to remain on full pay for that period.

 

(b)       Unpaid Adoption Leave

 

Eligible employees are entitled to unpaid adoption leave as follows:

 

-           where the child is under the age of 12 months - a period of not more than 12 months from the date of taking custody;

-           where the child is over the age of 12 months - a period of up to 12 months, such period to be agreed upon by both the employee and the employer.

 

(iii)       Applications

 

Due to the fact that an employee may be given little notice of the date of taking custody of a child, employees who believe that, in the reasonably near future, they will take custody of a child, should formally notify the employer as early as practicable of the intention to take adoption leave.  This will allow arrangements associated with the adoption leave to be made.

 

(iv)       Variation after Commencement of Leave

 

After commencing adoption leave, an employee may vary the period of leave, once without the consent of the employer and otherwise with the consent of the employer.  A minimum of four week's notice must be given, although an employer may accept less notice if convenient.

 

(v)        Staffing Provisions

 

As per maternity leave conditions

 

(vi)       Effect of Adoption Leave on Accrual of Leave, Increments, etc

 

As per maternity leave conditions

 

(vii)      Return for Less than Full Time Hours

 

As per maternity leave conditions

 

(vii)      Liability for Superannuation Contributions

 

During a period of unpaid maternity leave or unpaid adoption leave, the employee will not be required to meet the employer's superannuation liability.

 

Note:   Permanent part-time employees as defined in Clause 5 of this Award, viz; employees engaged on a permanent part-time basis for less than the full-time hours of work, who do not receive the part-time loading but instead receive proportionate full-time conditions of employment are covered by this clause.

 

As such, these permanent part-time employees (as specified) are entitled to pro-rata paid maternity leave after 40 weeks continuous service.

 

34.       Study Time

 

(i)         Eligibility

 

Study time may be granted by the employer to full-time employees undertaking part-time courses of study, in disciplines appropriate to the employer, for which approval to enrol has been given by the employer.

 

Employees proposing to embark upon a course of study for which the employer’s support is sought should consider the extent to which their own time will need to be applied to study, and whether they are prepared and able to firmly commit that time for the duration of the course. They should also consider whether the content of the course is appropriate to his/her employment situation, either present or contemplated, and whether attainment of the qualification will be of benefit to them in their work.

 

Having decided to undertake the course they should discuss the proposal with the employer, and secure approval before making any final arrangements for enrolment or registering for the course.

 

The employer is required to examine the appropriateness of the course considered by any full-time employee, and be satisfied that it will better qualify the employee for service within the Australian Red Cross Blood Service, before giving the approval and committing the service to support in the form of study time.  The employer should, too, ensure that such study time will not interfere with the maintenance of the service, nor require the employment of additional staff.

 

Study time and/or paid time off for course work will only be granted in respect of one course at any one time. An employee who is undertaking two or more courses concurrently will not in any circumstances be granted paid study time for more than one.

 

(ii)        Financial Assistance

 

It is to be noted that employees who undertake courses associated with part-time and external studies are not entitled to any financial assistance regarding reimbursement of fees, travelling, etc

 

(iii)       Extent of Entitlement

 

For face-to-face studies in courses conducted by universities, colleges of advanced education or technical colleges, employees are eligible for a maximum of four hours’ paid study leave per week to attend lectures held in working hours, and for necessary travelling time involved.  Any absence from duty in excess of this limit is to be made up.

 

Where lectures are held outside working hours or during a combination of working and non-working hours an employee may be granted paid study time on the basis of one half-hour for each hour of compulsory attendance at after-hours lectures. Travel time necessary to attend lectures may also be granted, but the aggregate of paid time off under this provision is not to exceed four hours per week.  Any absence from duty in excess of this limit is to be made up.

 

For employees undertaking an approved course by correspondence, or as "external students", study time may be granted on the basis of one quarter hour for each hour of lecture time in the face-to-face course, to a maximum of four hours per week.

 

However, where external students are required to compulsorily attend a residential school or practical session, they will be granted leave on the basis of five days per subject per year, or 2 ½ days per subject per semester; this leave will be in substitution for, and not additional to, study time which might otherwise have been granted on a weekly basis. Any extra time involved is to be debited against the employee’s accrued annual leave or taken as leave without pay.

 

It should be noted that study time may be granted, and taken, only once in respect of any course subject. Any student, therefore, who fails to pass in a subject at the first attempt, and is required to repeat that subject, shall not be eligible for paid study time in respect of that repeat. This applies even though the repeat involved attendance at lectures in working hours (in which case all time off for repeat studies must be made up) or compulsory attendance at a residential school (in which case the time off must all be made up, taken as leave without pay or annual leave).

 

However, a student who is taking a combination of new and repeated subjects in any semester or course year is eligible for study time in respect of the new subject/s.

 

Study time shall not be granted or taken during course vacations.

 

A student in a course which involves compulsory attendance at a field day or days may be granted study time to attend; leave for this purpose is limited to seven hours on any one day, and where a field day occurs on a non-working day no time-off in lieu is to be allowed.

 

Where the aggregate time off for course purposes exceeds four hours in any one week, the excess is required to be made up; however, reference should be made to sub-section "Making Up of Time" (sub-clause (iv) of this Clause) for certain conditions relating to the making-up of time off for study purposes.

 

The employer must be satisfied that applicants for study time are required to attend lectures, field days or residential schools at the times stated in their applications.

 

Entitlements for employees undertaking higher degree studies differ from those dealt with above; these are discussed in sub-section "Part-time Higher Degree Studies" (sub-clause (vii) of this Clause).

 

(iv)       Making Up of Time

 

Employees who are absent from duty for more than the maximum four hours in any week are required to make up the excess time off.

 

However, the maximum excess time off taken in any one week which is required to be made up is five hours; where the excess time off necessarily taken by an employee for course purposes exceeds nine hours per week the hours over 9 hours are abandoned.

 

Let us consider, as an illustration of the principles involved, the case of employees who attend four hours of face-to-face lectures, and also are required to attend a field day in that same week:

 

As a general rule, time must be made up as soon as possible after the leave has been taken; it cannot be made up in advance, except in the week in which the excess time off is to be taken, but make-up may be deferred, if convenient to the employer, until a later day (e.g. during vacations). Time off is not permitted to be made up during meal breaks.

 

Adequate supervision of the make-up of time must be exercised, either through the personal attendance of a senior officer or by a check on output.

 

Despite the provisions of this section, all paid time off for course work in repeated subjects must be made up, however must it may be; the five hours limitation does not apply to repeated subjects.  This time off should be made up as soon as possible, or at the employer’s convenience.

 

(v)        Accumulation of Study Time

 

Study time may be accumulated to a maximum of five days per year (or 2 ½ days per semester) subject to the approval and convenience of the health service and a request by the employee.

 

It will be remembered that employees engaged in courses requiring compulsory attendance at a residential school are not eligible for weekly study time, but are allowed a maximum of five days per subject per year (or 2½ days per subject per semester) to attend those schools.

 

Employees, other than those covered in the second paragraph of this Section, who are entitled to less than two hours’ study leave per week may elect to accumulate that time and taken it in half-day or one-day periods if they feel that this will be more beneficial to their studies.

 

Where students believe that their course requirements and/or personal circumstances are such that they would benefit more by accruing study time rather than taking it weekly, they may be granted a consolidated period not exceeding five days per year (or 2 ½ days per semester) in substitution for weekly study time, and may take this leave either prior to or during examinations.

 

Students who receive some paid study time weekly for lecture attendance and/or travelling time during working hours, and also have some additional entitlement (e.g. from attendance at out-of-hours lectures) may convert the additional entitlement to a five-days-per-annum grant if they so desire.

 

Approval to accrue five (or 2 ½) days’ study time as provided above should be sought at the beginning of each course year. However, a student who elects to accrue at the beginning, or vice versa, may opt to reverse that decision, as from 1 July, for the remainder of the year.

 

The employer in giving approval for the accrual of study time, should ensure that the blood service will not be inconvenienced, nor the maintenance of its essential operations jeopardised, by such arrangement, and that there will be no need to employ relief staff.

 

However, where approval is initially given, the employer is required to honour its undertaking for the agreed period even though circumstances may alter and the employee’s absence then becomes inconvenient.  If the employer declines an employee’s request for approval of accumulation of study time it is obliged to grant such time on a weekly basis.

 

Employees undertaking a course who join the staff after the commencement of the course year (e.g. by transfer from another health service) may apply on 1 July of that year to accumulate their study time.

 

(vi)       External Studies

 

Employees may enrol, subject to approval, as external students in courses of study leading to a first or further qualification other than a higher degree.  These courses may be taken through a university or a college of advanced education.

 

Such a course does not usually require the student to attend lectures during the course year or semester, but usually does require compulsory attendance at a residential school at least once during each year or semester.

 

Study time is to be granted on the basis of five days per subject per year, or 2 ½ days per subject per semester, and it is to be made available to the employee to attend the school or schools held. This leave is in substitution for, and not additional to, leave which might otherwise be granted on a weekly basis.

 

Students attending residential schools do not receive any allowance for travelling accommodation or incidental costs.

 

(vii)      Part-Time Higher Degree Studies

 

The provisions for study time for employees undertaking higher degree studies are altogether different from the provisions already described except for courses which involve face-to-face instruction.

 

The following grants of study time represent the maximum grant available for higher degree studies, and the periods of leave may be taken as required by the employee subject to the convenience of the hospital:

 

(a)        Employees studying entirely by thesis may be granted a period of ten days’ study time.

 

(b)        For study entirely by research and thesis there is an entitlement of twenty days’ leave; in these cases a further ten days’ leave may be granted where the blood service is satisfied that the nature and progress of the research warrants further study time.

 

(c)        For study which involves course work followed by the preparation of a thesis necessitating further research, employees may be granted weekly study time for the course work, where appropriate, and may also be granted a further ten days’ leave for the preparation of the thesis.

 

(d)        Periods of ten days’ and twenty days’ study time must be taken as units - not as scattered or random days towards the total entitlement, and apply to the thesis NOT per year.

 

(viii)     Examination Leave

 

Employees attending terminal examinations in approved tertiary courses may be granted pre-examination and examination leave on the following basis:

 

Half day examination leave for an examination in the morning; no pre-examination leave in this case except where the employee works an evening shift on the evening prior, when the equivalent of one-half days’ leave may be granted.

 

In the case of half-day examination leave in the afternoon the employee may be granted half day pre-examination leave in the same morning. Where examinations are held in the evening, employees may be granted half day pre-examination leave on the afternoon of the same day.

 

A terminal examination is one which occurs at the end of the subject and must be passed for the subject to be completed and the student to progress further; or one set during the course which forms an integral part of the major examination or final assessment in that subject and which the student must take in order to pass that subject in an academic year.

 

Where an examination is conducted within the normal class timetable during term and study time is granted to the employee for either private study or actual lecture attendance, no examination leave nor pre-examination leave is to be granted.

 

Pre-examination leave is not to be granted where study time has been refused, except in respect of repeat studies in a course normally attracting that concession.

 

Employees undertaking courses either by correspondence or by face-to-face studies may be granted leave for examinations, including deferred examinations as well as repeat studies in respect of the above courses.

 

35        Trade Union Leave

 

(i)         Eligibility

 

Applies to members of the Association accredited by the Association as a delegate.

 

(ii)        Paid Special Leave

 

Paid special leave is available for attendance at:

 

(a)        annual or bi-annual conferences of the delegate’s union;  and

 

(b)        meetings of the union’s executive/Committee of Management;  or

 

(c)        annual conference of the Labor Council of NSW;  or

 

(d)        bi-annual conference of the Australian Council of Trade Unions.

 

(iii)       Limits

 

There is no limit on the special leave that could be applied for or granted. It is expected, however, that the leave would be kept to a minimum and that, on average, not more than 5 days special leave per year would need to be taken.

 

(iv)       Responsibilities of the Union Delegate

 

Responsibilities of the union delegate are:

 

(a)        to establish accreditation as a delegate with the union;

 

(b)        to provide sufficient notice of absence to the employer; and

 

(c)        to lodge a formal application for special leave.

 

(v)        Responsibilities of the Union

 

Responsibilities of the union are:

 

(a)        to provide documentary evidence to the employer about an accredited delegate in sufficient time to enable the employer to make arrangements for performance of duties;

 

(b)        to meet all travelling, accommodation and any other costs incurred by the accredited delegate; 

 

and

 

(c)        to provide the employer with confirmation of attendance of the accredited delegate.

 

(vi)       Responsibilities of the Employer

 

Responsibilities of the employer are:

 

(a)        to release the accredited delegate for the duration of the conference or meeting;

 

(b)        to grant special leave (with pay); and

 

(c)        to ensure that the duties of the absent delegate are performed in his/her absence, if appropriate.

 

(vii)      Period of Notice

 

Generally, dates of conferences or meetings are known well in advance and it is expected that employers would be notified as soon as accreditation has been given to a delegate or at least two weeks before the date of attendance.

 

Where extraordinary meetings are called at short notice, a shorter period of notice would be acceptable, provided such notice is given to the employer as soon as advice of the meeting is received by the accredited delegate.

 

(viii)     Travel Time

 

Where a delegate has to travel to Sydney, inter or intra-state, to attend a conference or meeting, special leave will also apply to reasonable travelling time to and from the venue of the conference or meeting.

 

No compensation, such as time off in lieu, is to be provided if travel can be and is undertaken on an accredited delegate’s non-working day or before or after his/her normal hours of work.

 

(ix)       Payment of Allowances

 

No allowances will be claimable in cases of special leave granted for attendance at union conferences or executive meetings covered by this Clause - see also sub-clause (v) above.

 

36.       Salary Sacrifice to Superannuation

 

(1)        Salary Sacrifice to Superannuation

 

Notwithstanding the salaries prescribed in Part-B, as varied from time to time, of the Awards identified in "Clause 40-Area Incidence and Duration" of this award, an employee may elect, subject to the agreement of the employee’s employer, to sacrifice a portion of the salary payable under Part-B of the relevant award 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) per cent of the salary payable under Part-B or thirty (30) per cent of the currently applicable superannuable salary, whichever is the lesser.

 

In this clause, "superannuable salary" means the employee’s salary as notified from time to time to the superannuation trustee corporations.

 

(2)        Where the employee has elected to sacrifice a portion of that payable salary to additional employer superannuation contributions:

 

(a)        subject to Australian Taxation Law, the sacrificed portion of salary will reduce the salary subject to appropriate PAYE taxation deductions by the amount of that sacrificed portion;  and

 

(b)        any allowance, penalty rate, overtime, payment for unused leave entitlements, weekly worker’s compensation, or other payment, other than any payment for leave taken in service, to which an employee is entitled under the relevant award or any applicable Award, Act, or Statute which is expressed to be determined by reference to an employee’s salary, shall be calculated by reference to the salary which would have applied to the employee under the relevant award in the absence of any salary sacrifice to superannuation made under this award.

 

(3)        The employee may elect to have the portion of payable salary which is sacrificed to additional employer superannuation contributions.

 

(a)        paid into the Local Government Superannuation Scheme, Health Super, or HESTA as the optional employer contributions subject to the employer being recognised as a participating employer;  or

 

(b)        subject to the employers agreement, paid into private sector complying superannuation scheme as employer superannuation contributions.

 

(4)        Where an employee elects to salary sacrifice in terms of subclause (3) above, the employer will pay the sacrificed amount into the relevant superannuation fund.

 

(5)        Where, prior to electing to sacrifice a portion of his/her salary to superannuation, an employee had entered into an agreement with his/her employer to have superannuation contributions made to a superannuation fund other than a fund established under legislation listed in subclause (3) above, the employer will continue to base contributions to that fund on the salary payable under Part-B of the award to the same extent as applied before the employee sacrificed portion of that salary to superannuation.  This clause applies even though the superannuation contributions made by the employer may be in excess of the superannuation guarantee requirements after the salary sacrifice is implemented.

 

37.       Salaries

 

The minimum salaries and allowances per week to be paid to persons covered by this award shall be in accordance with the principles, salaries and allowances specified from time to time in the appropriate public hospital awards.

 

38.       Anti-Discrimination

 

(1)        It is 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.

 

(2)        It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this award the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects.  It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct or indirect discriminatory effect.

 

(3)        Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

(4)        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.

 

(5)        This clause does not create legal rights or obligations in addition to those imposed upon the parties by the legislation referred to in this clause.

 

39.       Redundancy Provisions

 

(i)         This clause shall apply in respect of full-time and part-time employees employed in the classifications specified in Part A of this Award.

 

(ii)        Notwithstanding anything contained elsewhere in this award, this clause shall not apply where work, performance or conduct justifies dismissal, or in the case of casual employees, apprentices or employees engaged on a temporary basis for a specific period of time or for a specified task.

 

(iii)       Discussions before terminations -

 

(a)        Where the employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and that decision may lead to termination of the employee's employment, the employer shall hold discussions with the employees directly affected and with the union to which they belong.

 

(b)        The discussions shall take place as soon as is practicable prior to the beginning of the period of notice required by sub clause (iv) or (v).

 

These discussions shall cover, any reasons for the proposed terminations, and measures to avoid or minimise the terminations, and measures to mitigate any adverse effects of any terminations on the employees concerned.

 

(c)        For the purposes of the discussion the employer shall, as soon as practicable and, in any case, prior to the beginning of the period of notice required by sub clause (iv) or (v), provide to the employees concerned and the union to which they belong, all relevant information about the proposed terminations, including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out.  Provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.  Provided that the making of any positions redundant shall not be deemed to be confidential information for the purposes of this award.

 

(iv)       In order to terminate the employment of an employee for reasons due to retrenchment or redundancy, for reasons of organisational change (other than technological change) the employer shall give to the employee four weeks notice.

 

(a)        In addition to the notice above, employees over 45 years of age at the time of the giving of the notice, with not less than five years continuous service, shall be entitled to additional notice of one week.

 

(b)        Payment in lieu of the notice above shall be made if the appropriate notice period is not given.  Provided that employment may be terminated by part of the period of notice specified and by part payment in lieu thereof.

 

(v)        Notice for technological change -

 

This subclause sets out the notice provisions to be applied to terminations or proposed terminations by the employer for reasons arising from technology.

 

(a)        An employer shall not terminate the employment of an employee unless the employer has given to the employee at least three months' notice of termination.

 

(b)        Payment in lieu of the period of the notice above shall be made if the appropriate period of notice is not given.  Provided that employment may be terminated by part of the period of notice specified and part payment in lieu of thereof.

 

(c)        The period of notice required by this subclause to be given shall be deemed to be service with the employer for the purposes of the Long Service Leave Act 1955, the Annual Holidays Act 1944, or any act amending or replacing either of these Acts.

 

(iv)       Severance Pay

 

(a)        Where the employment of an employee is to be terminated due to retrenchment or redundancy, the employer shall pay severance pay at the rate of three weeks per year of continuous service with a maximum of 39 weeks, with pro-rata payments for incomplete years of service to be on a quarterly basis.

 

(b)        In addition to the above severance pay, employees are entitled to pro-rata annual leave loading (or shift penalties, if applicable) in respect of leave accrued at the date of termination; and accrued annual leave loading.

 

(c)        An employee who accepts an offer of voluntary redundancy within two weeks of the offer being made, or with an extension of up to four weeks at the discretion of the employer, and terminate employment within the time nominated by the employer, will be entitled to the following additional payment at the employee’s ordinary rate of pay:

 

Less than one year of service	2 weeks pay
One year and less than two years of service	4 weeks pay
Two years and less than three years of service	6 weeks pay
Three years of service and over	8 weeks pay

 

(vii)      Time off during the notice period

 

(a)        During the period of notice of termination given by the employer, each affected employee shall be allowed up to one day's time off without loss of pay for each week of notice, up to a maximum of five days off, for the purposes of seeking other employment.

 

(b)        If an employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, if the employer so requests, the employee shall be required to produce proof of attendance at an interview.  If the employee is so required to produce such proof of attendance and fails to do so, the employee shall not be entitled to receive payment for such time.

 

(viii)     Employee leaving during the notice period

 

If the employment of an employee is terminated (other than for misconduct) before the notice period expires, the employee shall be entitled to the same benefits and payments to which the employee would have been entitled had the employee remained with the employer until the expiry of such notice. 

 

(ix)       Statement of employment

 

The employer shall provide to each employee whose employment has been terminated, a written statement specifying the period of the employee's employment and the classification of or the type of work performed by the employee.

 

(x)        Notice to Centrelink

 

Where a decision has been made to terminate the employment of 15 or more employees, the employer shall notify Centrelink of this, as soon as possible, giving relevant information, including the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out.

 

(xi)       Centrelink Employment Separation Certificate

 

The employer shall provide to an employee whose employment has been terminated an Employment Separation Certificate in the form required by Centrelink.

 

(xii)      Transmission of business

 

Where the business or part of the business is transmitted from one employer to another, an employee whose employment is transferred from one employer to the other at the time of the transmission will have the service with both employers deemed to be continuous. In this sub-clause transmission includes transfer, conveyance, assignment or succession whether by agreement or by operation of law and transmitted has a corresponding meaning.

 

40.       Area, Incidence and Duration

 

(i)         This award shall apply to persons employed by Australian Red Cross Blood Service in the State of New South Wales, excluding the County of Yancowinna, in the classifications contained in Part B herein.

 

(ii)        This award is made following a review under section 19 of the Industrial Relations Act 1996 and replaces the Australian Red Cross Blood Service Employees Interim (State) Award published 19 January 2001 (321 I.G. 883).

 

(iii)       The award published 19 January 2001 took effect from 29 June 2000 with a nominal term of 24 months.

 

(iv)       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 18 December 1998 (308 I.G. 307) take effect on and from 6 June 2001.

 

PART  B

 

TABLE 1 - MONETARY RATES

 

	Column 1		Column 2		Column 3
CLASSIFICATIONS	RATE AT 1.7.1999		RATE AT 1.1.2000		RATE AT 1.1.2001
	WEEKLY	ANNUAL	WEEKLY	ANNUAL	WEEKLY	ANNUAL
	$	$	$	$	$	$
CLERICAL & ADMINISTRATION STAFF
JUNIOR CLERK (under 18 years of age)	$323.80	$16,895	$330.30	$17,235	$336.90	$17,580
ADMINISTRATION OFFICER-LEVEL 1
1st year	$474.20	$24,743	$483.70	$25,238	$493.40	$25,743
2nd year	$494.30	$25,792	$504.20	$26,308	$514.30	$26,834
3rd year	$513.60	$26,799	$523.90	$27,335	$534.40	$27,882
4th year	$526.40	$27,467	$536.90	$28,016	$547.60	$28,576
5th year	$539.40	$28,145	$550.20	$28,708	$561.20	$29,282
ADMINISTRATION OFFICER-LEVEL 2
1st year	$558.50	$29,142	$569.70	$29,725	$581.10	$30,320
2nd year	$578.10	$30,164	$589.70	$30,767	$601.50	$31,382
ADMINISTRATION OFFICER-LEVEL 3
1st year	$598.20	$31,213	$610.20	$31,837	$622.40	$32,474
2nd year	$617.90	$32,241	$630.30	$32,886	$642.90	$33,544
ADMINISTRATION OFFICER-LEVEL 4
1st year	$634.70	$33,118	$647.40	$33,780	$660.30	$34,456
2nd year	$649.90	$33,911	$662.90	$34,589	$676.20	$35,281
ADMINISTRATION OFFICER-LEVEL 5
1st year	$670.20	$34,970	$683.60	$35,669	$697.30	$36,382
2nd year	$686.40	$35,815	$700.10	$36,531	$714.10	$37,262
ADMINISTRATION OFFICER-LEVEL 6
1st year	$709.10	$37,000	$723.30	$37,740	$737.80	$38,495
2nd year	$726.70	$37,918	$741.20	$38,676	$756.00	$39,450
ADMINISTRATIVE STAFF ALLOWANCES
Higher Skills	$9.00	$470	$9.20	$480	$9.40	$490
TELEPHONIST - Level 1
1st year	$492.40	$25,693	$502.20	$26,204	$512.20	$26,728
2nd year	$502.10	$26,199	$512.10	$26,721	$522.30	$27,255
3rd year	$523.50	$27,315	$534.00	$27,863	$544.70	$28,420
4th year	$536.60	$27,999	$547.30	$28,557	$558.20	$29,128
5th year	$559.80	$29,210	$571.00	$29,794	$582.40	$30,390
TELEPHONIST - Level 2
1st year	$572.20	$29,857	$583.60	$30,451	$595.30	$31,060
2nd year	$584.80	$30,514	$596.50	$31,125	$608.40	$31,748
3rd year	$596.80	$31,140	$608.70	$31,761	$620.90	$32,396
TELEPHONIST - Level 3
1st year	$609.80	$31,818	$622.00	$32,455	$634.40	$33,104
2nd year	$622.60	$32,486	$635.10	$33,139	$647.80	$33,802
COMPUTER STAFF
ANALYST
1st year	$833.10	$43,471	$849.80	$44,340	$866.80	$45,227
2nd year	$859.10	$44,829	$876.30	$45,726	$893.90	$46,641
3rd year	$893.90	46,641	$911.80	$47,574	$930.00	$48,525
4th year	$919.70	$47,991	$938.10	$48,951	$956.90	$49,930
5th year	$951.40	$49,642	$970.40	$50,635	$989.80	$51,648
6th year and Thereafter	$977.10	$50,986	$996.70	$52,006	$1,016.60	$53,046
SENIOR ANALYST
1st year	$1,017.00	$53,065	$1,037.30	$54,126	$1,058.10	$55,209
2nd year	$1,047.60	$54,661	$1,068.50	$55,754	$1,089.90	$56,869
3rd year	$1,083.30	$56,524	$1,104.90	$57,654	$1,127.00	$58,807
4th year	$1,113.70	$58,112	$1,136.00	$59,274	$1,158.70	$60,459
5th year	$1,154.20	$60,226	$1,177.30	$61,431	$1,200.90	$62,660
6th year and Thereafter	$1,184.90	$61,824	$1,208.50	$63,060	$1,232.70	$64,321
COMPUTER OPERATOR - GRADE 1
1st year	$494.10	$25,783	$504.00	$26,299	$514.10	$26,825
2nd year	$513.50	$26,795	$523.80	$27,331	$534.30	$27,878
3rd year	$526.50	$27,473	$537.00	$28,022	$547.80	$28,582
Thereafter	$539.60	$28,154	$550.40	$28,717	$561.40	$29,291
COMPUTER OPERATOR - GRADE 2
1st year	$558.20	$29,126	$569.40	$29,709	$580.80	$30,303
2nd year	$577.80	$30,148	$589.30	$30,751	$601.10	$31,366
Thereafter	$597.90	$31,195	$609.80	$31,819	$622.00	$32,455
SENIOR COMPUTER OPERATOR - GRADE 1
1st year	$634.40	$33,101	$647.10	$33,763	$660.00	$34,438
2nd year	$650.00	$33,917	$663.00	$34,595	$676.30	$35,287
3rd year	$669.90	$34,952	$683.20	$35,651	$696.90	$36,364
Thereafter	$686.40	$35,817	$700.20	$36,533	$714.20	$37,264
SENIOR COMPUTER OPERATOR - GRADE 2
1st year	$709.10	$36,999	$723.30	$37,739	$737.70	$38,494
2nd year	$726.50	$37,910	$741.10	$38,668	$755.90	$39,441
3rd year	$753.40	$39,310	$768.40	$40,096	$783.80	$40,898
Thereafter	$774.30	$40,401	$789.80	$41,209	$805.60	$42,033
PROGRAMMER
1st year	$669.90	$34,952	$683.20	$35,651	$696.90	$36,364
2nd year	$709.10	$36,999	$723.30	$37,739	$737.70	$38,494
3rd year	$753.40	$39,310	$768.40	$40,096	$783.80	$40,898
4th year	$833.10	$43,471	$849.80	$44,340	$866.80	$45,227
5th year	$893.90	$46,641	$911.80	$47,574	$930.00	$48,525
Thereafter	$919.70	$47,991	$938.10	$48,951	$956.90	$49,930
PROGRAMMING SUPERVISOR
1st year	$951.40	$49,642	$970.40	$50,635	$989.80	$51,648
2nd year	$977.10	$50,986	$996.70	$52,006	$1,016.60	$53,046
3rd year	$1,017.00	$53,065	$1,037.30	$54,126	$1,058.10	$55,209
Thereafter	$1,047.60	$54,661	$1,068.50	$55,754	$1,089.90	$56,869
COMPUTER MANAGER - GRADE 1
1st year	$1,017.00	$53,065	$1,037.30	$54,126	$1,058.10	$55,209
2nd year	$1,047.60	$54,661	$1,068.50	$55,754	$1,089.90	$56,869
3rd year	$1,083.30	$56,524	$1,104.90	$57,654	$1,127.00	$58,807
4th year	$1,113.70	$58,112	$1,136.00	$59,274	$1,158.70	$60,459
5th year	$1,154.20	$60,226	$1,177.30	$61,431	$1,200.90	$62,660
6th year	$1,184.90	$61,824	$1,208.50	$63,060	$1,232.70	$64,321
EDUCATION & RESEARCH STAFF
EDUCATION OFFICER - GRADUATE (Formerly Heath Education Officer - non - Graduate)
1st year of service	$544.10	$28,389	$555.00	$28,957	$566.10	$29,536
2nd year of service	$576.40	$30,074	$587.90	$30,675	$599.70	$31,289
3rd year of service	$608.00	$31,726	$620.20	$32,361	$632.60	$33,008
4th year of service	$640.10	$33,402	$653.00	$34,070	$666.00	$34,751
5th year of service	$670.60	$34,991	$684.00	$35,691	$697.70	$36,405
6th year of service	$702.60	$36,660	$716.60	$37,393	$731.00	$38,141
7th year of service	$733.90	$38,296	$748.60	$39,062	$763.60	$39,843
8th year of service	$769.70	$40,160	$785.10	$40,963	$800.80	$41,782
9th year of service & thereafter	$801.70	$41,833	$817.80	$42,670	$834.10	$43,523
EDUCATION OFFICER - GRADUATE (Formerly Heath Education Officer - Graduate)
1st year of service	$627.10	$32,722	$639.60	$33,376	$652.50	$34,044
2nd year of service	$657.30	$34,295	$670.40	$34,981	$683.80	$35,681
3rd year of service	$698.00	$36,422	$712.00	$37,150	$726.20	$37,893
4th year of service	$737.30	$38,471	$752.00	$39,240	$767.10	$40,025
5th year of service	$780.80	$40,741	$796.40	$41,556	$812.30	$42,387
6th year of service	$821.20	$42,851	$837.70	$43,708	$854.40	$44,582
7th year of service	$855.60	$44,642	$872.70	$45,535	$890.10	$46,446
8th year of service	$889.80	$46,428	$907.60	$47,357	$925.70	$48,304
9th year of service & thereafter	$928.40	$48,444	$947.00	$49,413	$965.90	$50,401

 

A  Graduate Education Officer Who:

 

(i)     has completed 12 months service at the salary prescribed on the maximum of the scale;

 

(ii)    has demonstrated to the satisfaction of the employer by the work performed and the results achieved, the aptitude, abilities and qualities of mind warranting such payment, may progress to the following rate:

 

On Maximum for 12 months

$975.20

$50,883

$994.70

$51,901

$1,014.60

$52,939

 

And after 12 months service in receipt of this rate, shall be paid the following rate subject to approval.

 

On Maximum for further 12 months

$1,022.00

$53,326

$1,042.40

$54,393

$1,063.30

$55,481

 

PART-TIME EDUCATION OFFICER
Graduate (p/hour)	$24.48	--	$24.97	--	$25.47	--
Non-Graduate (p/hour)	$21.07	--	$21.49	--	$21.92	--
RESEARCH OFFICER	$781.60	$40,781	$797.20	$41,597	$813.10	$42,429
PUBLIC RELATIONS STAFF
PUBLIC RELATIONS OFFICER
1st year of service	$796.80	$41,576	$812.70	$42,408	$829.00	$43,256
2nd year of service	$817.50	$42,656	$833.80	$43,509	$850.50	$44,379
ENGINEERING & MAINTENANCE STAFF
ENGINEER
Grade 1	$752.30	$39,254	$767.30	$40,039	$782.60	$40,840
Grade 2	$806.40	$42,077	$822.50	$42,917	$839.00	$43,775
Grade 3	$860.10	$44,879	$877.30	$45,777	$894.80	$46,693
Grade 4	$914.10	$47,696	$932.40	$48,651	$951.00	$49,624
Grade 5	$994.80	$51,907	$1,014.70	$52,946	$1,035.00	$54,005
Grade 6	$1,075.50	$56,118	$1,097.00	$57,240	$1,118.90	$58,385
Grade 7	$1,249.90	$65,218	$1,274.90	$66,522	$1,300.40	$67,852
MAINTENANCE SUPERVISOR (NON-TRADESMAN)
In charge of staff	$626.40	$32,685	$638.90	$33,337	$ 651.70	$34,004
Otherwise	$610.90	$31,876	$623.10	$32,512	$635.60	$33,162
MAINTENANCE SUPERVISOR (TRADESMAN)
Grade 1	$673.90	$35,163	$687.40	$35,866	$701.10	$36,583
MANAGERIAL & GENERAL ADMINSTRATIVE STAFF
MANAGER
Level  1          from	$747.00	$38,977	$761.90	$39,757	$777.20	$40,552
to	$1,004.80	$52,430	$1,024.90	$53,479	$1,045.40	$54,549
Level  2          from	$982.00	$51,238	$1,001.60	$52,263	$1,021.60	$53,308
to	$1,164.70	$60,771	$1,188.00	$61,986	$1,211.70	$63,226
Level  3          from	$1,141.80	$59,579	$1,164.70	$60,771	$1,188.00	$61,986
to	$1,301.70	$67,921	$1,327.70	$69,279	$1,354.30	$70,665
Level  4          from	$1,278.90	$66,729	$1,304.40	$68,064	$1,330.50	$69,425
to	$1,530.10	$79,836	$1,560.70	$81,433	$1,591.90	$83,062
Level  5          from	$1,507.20	$78,645	$1,537.40	$80,218	$1,568.10	$81,822
to	$1,689.90	$88,178	$1,723.70	$89,942	$1,758.20	$91,741
Level  6          from	$1,781.30	$ 92,944	$1,816.90	$ 94,803	$1,853.20	$ 96,699
to	$1,937.30	$101,085	$1,976.00	$103,107	$2,015.60	$105,169
GENERAL ADMINISTRATIVE STAFF
Grade 1	$559.70	$29,204	$570.90	$29,788	$582.30	$30,384
Grade 2	$582.20	$30,378	$593.80	$30,986	$605.70	$31,606
Grade 3	$602.90	$31,458	$615.00	$32,087	$627.30	$32,729
Grade 4	$623.20	$32,518	$635.70	$33,168	$648.40	$33,831
Grade 5	$633.90	$33,076	$646.60	$33,739	$659.50	$34,414
Grade 6	$654.40	$34,146	$667.50	$34,829	$680.90	$35,526
Grade 7	$677.00	$35,325	690.50	$36,029	$704.30	$36,750
Grade 8	$715.70	$37,344	$730.00	$38,090	$744.60	$38,852
Grade 9	$780.60	$40,731	$796.20	$41,545	$812.10	$42,376
Grade 10	$805.70	$42,040	$821.80	$42,880	$838.20	$43,738
Grade 11	$845.80	44,133	$862.70	$45,014	$880.00	$45,914
Grade 12	$905.10	$47,227	$923.20	$48,171	$941.70	$49,134
Grade 13	$970.50	$50,639	$989.90	$51,652	$1,009.70	$52,685
Grade 14	$1,032.30	$53,864	$1,052.90	$54,939	$1,074.00	$56,038
MEDICAL STAFF
CAREER MEDICAL OFFICERS
Grade 1
1st year	$1,108.40	$57,834	$1,130.60	$58,991	$1,153.20	$60,171
2nd year	$1,196.20	$62,414	$1,220.10	$63,662	$1,244.50	$64,935
3rd year	$1,280.40	$66,808	$1,306.00	$68,144	$1,332.10	$69,507
4th year	$1,379.20	$71,967	$1,406.80	$73,406	$1,435.00	$74,874
Grade 2
1st year	$1,439.60	$75,117	$1,468.40	$76,619	$1,497.80	$78,151
2nd year	$1,488.20	$77,652	$1,518.00	$79,205	$1,548.30	$80,789
3rd year	$1,547.00	$80,720	$1,577.90	$82,334	$1,609.50	$83,981
4th year	$1,606.50	$83,824	$1,638.60	$85,500	$1,671.40	$87,210
Grade 3
1st year	$1,656.40	$86,429	$1,689.50	$88,158	$1,723.30	$89,921
2nd year	$1,753.50	$91,495	$1,788.60	$93,325	$1,824.40	$95,192
3rd year	$1,907.80	$99,546	$1,946.00	$101,537	$1,984.90	$103,568
MEDICAL OFFICERS
RESIDENT
1st year	$819.60	$42,765	$836.00	$43,620	$852.70	$44,492
2nd year	$901.40	$47,035	$919.50	$47,976	$937.90	$48,936
3rd year	$1,021.00	$53,274	$1,041.40	$54,339	$1,062.20	$55,426
4th year	$1,108.40	$57,834	$1,130.60	$58,991	$1,153.20	$60,171
REGISTRAR
1st year	$1,021.00	$53,274	$1,041.40	$54,339	$1,062.20	$55,426
2nd year	$1,108.40	$57,834	$1,130.60	$58,991	$1,153.20	$60,171
3rd year	$1,196.20	$62,414	$1,220.10	$63,662	$1,244.50	$64,935
4th year	$1,280.40	$66,808	$1,306.00	$68,144	$1,332.10	$69,507
TRANSFERRED MEDICAL OFFICERS
Medical officer-5th Schedule-10th year	$1,514.30	$79,012	$1,544.50	$80,592	$1,575.40	$82,204
ALLOWANCES
Higher Medical Qualification Allowance    (p/week)	$43.16	--	$44.02	--	$44.90	--
On-call  -  for Day Off Duty (p/day)	$20.00	--	$20.00	--	$20.00	--
On-call  -  for Day On Duty (p/day)	$10.00	--	$10.00	--	$10.00	--
On-call - Maximum payment (p/week)	$70.00	--	$70.00	--	$70.00	--
Higher medical Qualification after 5 years (p/week)	$21.58	--	$21.58	--	$21.58	--
PART-TIME MEDICAL OFFICERS
Less than 3 yrs post-graduate experience     (p/hour)	$31.00	--	$31.60	--	$32.20	--
More that 3 yrs post-graduate experience     (p/hour)	$36.10	--	$36.80	--	$37.50	--
More that 6 yrs post-graduate experience     (p/hour)	$43.60	--	$44.50	--	$45.40	--

 

Provided that no officer may be employed for more than 24 hours in any period of  7 consecutive days.

 

Formula:      Part time Medical Officer with less that 3 years post-graduate experience= 1^st year Registrar

                      Divided by 52.17857 divided by 38 plus 15%

 

                      Part time Medical Officer with more than 3 years post graduate experience= 3^rd year Registrar

 

                      Part time Medical Officer with more than 6 years post graduate experience=Senior Registrar

 

 

TRANSFERRED MEDICAL OFFICERS
Less than 6 yrs post-graduate              experience     (p/hour)	$35.10	--	$35.80	--	$36.50	--
6 to less than 10 yrs post graduate              experience     (p/hr)	$50.40	--	$51.40	--	$52.40	--
10 yrs or more post-graduate              experience     (p/hour)	$55.20	--	$56.30	--	$57.40	--
Possess Dip. of Psychological              Medical)        (p/hour)	$52.00	--	$53.00	--	$54.10	--
Dip. of Psychological Medical more              than 2 yrs       (p/hr)	$55.20	--	$56.30	--	$57.40	--
SCIENTIFIC & TECHNICAL STAFF
TRAINEE SCIENTIST (Formerly Trainee Hospital Scientist)
1st year	$349.00	$18,210	$356.00	$18,576	$363.10	$18,948
2nd year	$377.60	$19,703	$385.20	$20,099	$392.90	$20,501
3rd year	$434.40	$22,666	$443.10	$23,120	$452.00	$23,582
4th year	$498.00	$25,985	$508.00	$26,505	$518.20	$27,035
5th year	$560.20	$29,230	$571.40	$29,815	$582.80	$30,411
6th year	$617.00	$32,194	$ 629.30	$32,838	$641.90	$33,495

 

The commencing salary of the Trainee Scientist who on appointment has completed par t of a degree course shall be fixed having regard to that part of the course that has been successfully completed.

 

Provided that each year of full-time or part-time study for an appropriate degree combined with employment as a Trainee Scientist shall be considered for salary purpose as the equivalent of one year's service in the Trainee Scientist scale.

 

SCIENTIST (Formerly Hospital Scientist)
1st year	$645.20	$33,666	$658.10	$34,339	$671.30	$35,026
2nd year	$669.50	$34,934	$682.90	$35,633	$696.60	$36,346
3rd year	$710.70	$37,083	$724.90	$37,825	$739.40	$38,582
4th year	$759.40	$39,624	$774.60	$40,416	$790.10	$41,224
5th year	$812.00	$42,369	$828.20	$43,216	$844.80	$44,080
6th year	$863.60	$45,061	$880.90	$45,962	$898.50	$46,881
7th year	$905.50	$47,248	$923.60	$48,193	$942.10	$49,157
8th year & thereafter	$934.70	$48,771	$953.40	$49,746	$972.50	$50,741
SCIENTIST  On-call per 24 hours	$7.70	--	$7.70	--	$7.70	--
SENIOR SCIENTIST (Formerly Senior Hospital Scientist)
1st year	$1,005.50	$52,466	$1,025.60	$53,515	$1,046.10	$54,585
2nd year	$1,039.20	$54,224	$1,060.00	$55,308	$1,081.20	$56,414
3rd year	$1,068.10	$55,732	$1,089.50	$56,847	$1,111.30	$57,984
4th year	$1,185.10	$61,837	$1,208.80	$63,074	$1,233.00	$64,335
5th year	$1,218.00	$63,553	$1,242.40	$64,825	$1,267.20	$66,122
6th year	$1,259.30	$65,708	$1,284.50	$67,022	$1,310.20	$68,362
7th year	$1,297.70	$67,712	$1,323.70	$69,069	$1,350.20	$70,450
8th year & thereafter	$1,330.40	$69,418	$1,357.00	$70,806	$1,384.10	$72,222

 

ALLOWANCES

Provided that a Senior Scientist shall not progress beyond the salary prescribed for the 3rd year of the scale unless such officer holds a post-graduate degree in Science at least equivalent to the degree of Master of Science of an approved university or has been admitted as a Member of the Australian Association of Clinical Biochemists or holds such qualifications as are deemed equivalent.

 

Provided further that any Senior Scientist in receipt of the fourth year of service rate and above or Principal Scientist who holds the degree of Master of Science or is a Fellow of the Australian Institute of Medical Laboratory Scientists or holds appropriate equivalent qualifications shall be paid the following allowance:

 

Senior/Principal H.S.,Master of Science (p/wk)	$34.40	$1,795	$35.10	$1,831	$35.80	$1,868
PRINCIPAL SCIENTIST (Formerly Principal Hospital Scientist)
1st year	$1,425.20	$74,365	$1,453.70	$75,852	$1,482.80	$77,369
2nd year	$1,460.80	$76,222	$1,490.00	$77,746	$1,519.80	$79,301
3rd year	$1,500.20	$78,278	$1,530.20	$79,844	$1,560.80	$81,441
4th year	$1,535.90	$80,141	$1,566.60	$81,744	$1,597.90	$83,379
5th year	$1,573.10	$82,082	$1,604.60	$83,724	$1,636.70	$85,398
6th year	$1,609.90	$84,002	$1,642.10	$85,682	$1,674.90	$87,396
7th year	$1,647.10	$85,943	$1,680.00	$87,662	$1,713.60	$89,415
8th year	$1,684.60	$87,900	$1,718.30	$89,658	$1,752.70	$91,451
9th year	$1,721.40	$89,820	$1,755.80	$91,616	$1,790.90	$93,448
10th year & thereafter	$1,759.40	$91,803	$1,794.60	$93,639	$1,830.50	$95,512

 

Provided that a Principal Scientist shall not progress beyond the salary prescribed for the fourth year of the scale unless such officer holds a post- graduate degree in Science at least equivalent to the Degree of Doctor of Philosophy of an approved university or has been admitted as a Fellow of the Australian Association of Clinical Biochemists, or holds such qualifications as are deemed equivalent.

 

TECHNICAL ASSISTANT - JUNIOR
At 16 years	$298.70	$15,586	$304.70	$15,899	$310.80	$16,217
At 17 years	$344.20	$17,960	$351.10	$18,319	$358.10	$18,685
At 18 years	$392.70	$20,491	$400.60	$20,901	$408.60	$21,319
At 19 years	$444.20	$23,178	$453.10	$23,642	$462.20	$24,115
At 20 years	$487.30	$25,427	$497.00	$25,936	$506.90	$26,455
TECHNICAL ASSISTANT ADULT - GRADE 1
1st year	$528.00	$27,550	$538.60	$28,103	$549.40	$28,665
2nd year	$538.40	$28,093	$549.20	$28,656	$560.20	$29,229
Thereafter	$550.90	$28,745	$561.90	$29,319	$573.10	$29,905
TECHNICAL ASSISTANT ADULT - GRADE 2
1st year	$538.40	$28,093	$549.20	$28,655	$560.20	$29,228
2nd year	$550.90	$28,745	$561.90	$29,320	$573.10	$29,906
Thereafter	$560.70	$29,257	$571.90	$29,842	$583.30	$30,439
TRAINEE TECHNICAL OFFICER
1st year of training	$326.10	$17,015	$332.60	$17,355	$339.30	$17,702
2nd year of training	$365.30	$19,061	$372.60	$19,442	$380.10	$19,831
3rd year of training	$413.40	$21,571	$421.70	$22,004	$430.10	$22,444
4th year of training	$455.10	$23,746	$464.20	$24,219	$473.50	$24,703
TECHNICAL OFFICER - Grade 1
1st year	$576.10	$30,060	$587.60	$30,660	$599.40	$31,273
2nd year	$590.10	$30,791	$601.90	$31,407	$613.90	$32,035
3rd year	$603.30	$31,479	$615.40	$32,108	$627.70	$32,750
4th year	$617.70	$32,231	$630.10	$32,876	$642.70	$33,534
5th year	$631.20	$32,935	$643.80	$33,594	$656.70	$34,266
6th year	$655.00	$34,177	$668.10	$34,861	$681.50	$35,558
7th year	$676.30	$35,288	$689.80	$35,994	$703.60	$36,714
8th year	$695.00	$36,264	$708.90	$36,989	$723.10	$37,729
TECHNICAL OFFICER - GRADE 2
1st year	$742.80	$38,758	$757.70	$39,533	$772.90	$40,324
2nd year	$768.70	$40,110	$784.10	$40,912	$799.80	$41,730
3rd year	$794.50	$41,456	$810.40	$42,285	$826.60	$43,131
4th year	$844.70	$44,075	$861.60	$44,957	$878.80	$45,856
SENIOR TECHNICAL OFFICER
1st year	$885.80	$46,220	$903.50	$47,144	$921.60	$48,087
2nd year	$900.10	$46,966	$918.10	$47,905	$936.50	$48,863
3rd year and Thereafter	$914.50	$47,717	$932.80	$48,671	$951.50	$49,644
ANCILLARY STAFF
ANIMAL TECHNICIAN
1st year	$532.90	$27,806	$543.60	$28,364	$554.50	$28,931
2nd year	$542.90	$28,328	$553.80	$28,896	$564.90	$29,474
3rd year	$553.40	$28,876	$564.50	$29,455	$575.80	$30,044
4th year	$564.40	$29,450	$575.70	$30,039	$587.20	$30,640
GENERAL SERVICE OFFICER (Formerly Hospital Assistant)
Grade 1 - Junior	$415.50	$21,680	$423.80	$22,113	$432.30	22,555
Grade 1 - Adult	$487.80	$25,453	$497.60	$25,962	$507.60	$26,481
Grade 2 - Adult	$498.80	$26,027	$508.80	$26,548	$519.00	$27,079
Grade 3 - Adult	$506.90	$26,449	$517.00	$26,978	$527.30	$27,518
MOTOR VEHICLE AND/OR BUS DRIVER
Up to 2950 Kilograms	$527.30	$27,514	$537.80	$28,064	$548.60	$28,625
Over 2950 Kg & up to 4650 Kg	$531.20	$27,717	$541.80	$28,271	$552.60	$28,836
Over 4650 Kg & up to 6250 Kg	$535.20	$27,926	$545.90	$28,484	$556.80	$29,054
Over 6250 Kg & up to 7700 Kg	$538.20	$28,083	$549.00	$28,646	$560.00	$29,219
Over 7700 Kg & up to 9200 Kg	$541.90	$28,276	$ 552.70	$28,839	$563.80	$29,416
Over 9200 Kg & up to 10800 Kg	$544.40	$28,406	$555.30	$28,974	$566.40	$29,553
Over 10800 Kg & up to 12350 Kg	$547.50	$28,568	$558.50	$29,141	$569.70	$29,724
Over 12350 Kg & up to 13950 Kg	$550.30	$28,714	$561.30	$29,288	$572.50	$29,874
Over 13950 Kg & up to 15500 Kg	$553.40	$28,876	$564.50	$29,455	$575.80	$30,044
Over 15500 Kg & up to 16950 Kg	$554.90	$28,954	$566.00	$29,533	$577.30	$30,124
Over 16950 Kg & up to 18400 Kg	$556.30	$29,027	$567.40	$29,606	$578.70	$30,198
Over 18400 Kg & up to 19750 Kg	$557.10	$29,069	$568.20	$29,648	$579.60	$30,241
Over 19750 Kg & up to 21100 Kg	$558.50	$29,142	$569.70	$29,726	$581.10	$30,321
Over 21100 Kg & up to 22450 Kg	$561.00	$29,272	$572.20	$29,857	$583.60	$30,454

 

 

Note:

1.          The rates effective from 1st January 2001, and other future variations will be in accordance with the same principles and conditions contained in the relevant awards and other industrial instruments, applicable to equivalent classifications of staff employed with the NSW Public Health system.

 

2.          By administrative action the rates displayed in columns 1 and 2 herein became payable from the first full pay period to commence on or after the date displayed in each column respectively.

 

Table 2 - Other Rates and Allowances

 

Item No.	Clause No.	Description	Column 1 Rate at 1/1/1999	Column 2 Rate at 1/1/2000	Column 3 Rate at 1/1/2001
1	8 (iii)	On-Call Allowance (per 24 hrs)	$ 13.46	$ 13.73	$ 14.00
2	8 (iv)	On-Call Allow-rostered days off (per 24hrs)	$ 26.59	$ 27.12	$ 27.66
3	8 (v)	On-Call Allowance (per 24 hrs) - Scientists	$   7.70	$   7.70	$   7.70
4	9 (vi)	Broken Shift   (per shift)	$   6.70	$   6.80	$   6.90
5	10 (iiii)	Cold Places   (per hour)  **	$   0.41	$   0.45	$   0.45
6	12 (iv)(a)	Breakfast - Scientists only	$   6.90	$   6.90	$   6.90
	12 (iv)(b)	Lunch - Scientists only	$ 12.45	$ 12.45	$ 12.45
	12 (iv)(c)	Dinner - Scientists only	$ 18.40	$ 18.40	$ 18.40
7	12 (iv)	Meals - Other   (each)	$ 13.50	$ 13.50	$ 13.50
8	21 (i)(c)	Uniform    (per week)	$   4.15	$   4.15	$   4.15
		Uniform-with cardigan & Shoes   (addit.p/wk)	$   1.62	$   1.62	$   1.62
9	21 (i)(d)	Uniform-laundering   (per week)	$   4.75	$   4.75	$   4.75
10	7	Transport Allowance
		-   1600cc & above	30.3c / km	30.3c / km	30.3c / km
		-   Less Than 1600cc	25.4c / km	25.4c / km	25.4c / km
11	11 (ii)(d)	Kilometre Allowance
		-   1600cc & above	30.3c / km	30.3c / km	30.3c / km
		-   Less Than 1600cc	25.4c / km	25.4c / km	25.4c / km
	11 (iv)(b)	As above where costs are in excess of $5:00

 

Note:

1.          The rates effective from 1st January 2001, and other future variations will be in accordance with the same principles and conditions contained in the relevant awards and other industrial instruments, applicable to equivalent classifications of staff employed with the NSW Public Health system.

 

2.          By administrative action the rates displayed in columns 1 and 2 herein became payable from the first full pay period to commence on or after the date displayed in each column respectively.

 

**        Allowances payable are determined as per movements occurring within the Public Hospital Employees Skilled Tradesmen (State) Award

 

Table 3 - Managers Classification Levels

 

LEVEL	TITLE	DESCRIPTION OF WORK	SKILLS AND
			ATTRIBUTES
1	Manager	•Responsible for managing a small team/facility	Management:
		that provides basic services for customers which
		may include multiple sites and services; or	•Understanding and commitment to the ARCBS priorities;
		•Responsible for providing support services for the management of larger facilities which may include multiple services and sites; or	•Capacity to direct all operational facets based on strategic and business plans;
		•Responsible for providing support for the
		management of human resources and/or financial	•Ability to ensure budget
		and/or administrative and/or clinical services for	targets are met.
		the ARCBS which provide a wide range of specialised services for customers.
		Staff at this level are accountable for ensuring funds are expended according to approved budgets and for ensuring targets are met.	•Capacity to manage performance of staff and ability to develop performance measures.
		Staff are responsible to provide regular feedback	•Effective communication
		and appraisal regarding the performance of staff.	and interpersonal skills. Support:
		Staff are responsible for maintaining effective relationships to ensure priorities are met.
		Staff at this level assist with the development and implementation of policies, procedures, standards and practices for the team.	•Assist with the development and implementation of policies, procedures, standards and practices.
		Staff are responsible and accountable for providing a professional level of service or oversee the management of aspects of services and the staff	•Able to meet pre- determined targets and deadlines.
			•Ability to be flexible and adapt work practices to suit circumstances.
2	Manager	Jobs at this level have greater responsibilities than those at Level 1 and are:	The skills and attributes at this level are greater than those at Level 1 and include
		•Responsible for managing larger teams/facilities that provide a wide range of services with some sub-speciality services for customers which may include multiple services and sites; or	Management:   •High level of leadership; communication and Interpersonal skills.;
		•Responsible for providing support services for the management of large departments which include multiple services and sites; or
		•Responsible for providing support and in some cases managing human resource and/or financial and/or administrative and/or clinical services for the ARCBS which provide a wide range of specialised services for customers.	•Capacity to exercise creative and entrepreneurial solutions to improve productivity and effectiveness for customers.
			•Proven negotiation and delegation skills.
		Staff at this level are accountable for allocation
		and/or expenditure or resources and ensuring targets are met.  Staff are responsible for ensuring optimal budget outcomes for their customers	•Ability to motivate and co- ordinate staff.
			Support:
		Staff are responsible for providing regular feedback and appraisals for senior staff to improve service outcomes for customers and for maintaining a performance management system.	•Ability to provide input interpret, monitor and, evaluate policies, procedures and standards for customers
		Staff are responsible for providing support for the
		efficient, cost effective and timely delivery of services.	•Capacity to design strategic and business objectives.
			•Ability to develop performance measures.

 

3	Manager	Jobs at this level have greater responsibilities than those at Level 2 and are:	The skills and attributes at this level are greater than those at Level 2 and include:
		•Responsible for managing departments which
		provide a wide range of services with some	Management:
		specialities which include multiple sites and
		services; or	•Excellent leadership,
			communication and
		•Responsible for providing support services for	Interpersonal skills.
		the management of large complex departments or
		groups of departments; or	•Highly developed and
			effective management skills.
		•Responsible for management and in some cases
		support in human resources and/or financial and/or administrative and/or clinical services.	•Ability to develop, monitor and reach predicted outcomes to strategic and business plans.
		Staff at this level are responsible for reviewing
		senior staff performances to improve service
		outcomes for customers and for maintaining a	•Highly developed and
		performance management system.	effective negotiation and
			delegation skills.
		Staff are responsible to maintain effective
		relationships and communication to ensure that corporate goals and priorities are met.	•Proven capacity to manage multi-disciplinary groups.
		Staff at this level are responsible for providing	Support:
		timely delivery of services and are accountable to
		the appropriate Executive.	•Ability to make judgements and have sole delegated responsibility to approve changes in standards, practices, policies and procedures.
		Staff are responsible for contributing to the
		development and implementation of business
		plans.
		Staff at this level are required to make judgments
		and may in some cases, be delegated
		responsibility to approve changes in standard practice and procedures.	•Highly developed negotiation and delegations skills.
4	Manager	Jobs at this level have greater responsibilities than those at Level 3, are accountable through performance agreements and are:	The skills and attributes at this level are greater than those at Level 3 and include:
		•Responsible for managing departments which	•System-wide view of
		provide a wide range of specialist services for	ARCBS service provision
		customers which include multiple sites and services; or	and management to improve outcomes for customers
		•Responsible for management of human resource and/or financial and/or administrative and/or clinical services.	•Excellent strategic planning and policy development skills.
		Staff are responsible for ensuring optimal service	•Proven management
		outcomes within budget for their customers.	expertise at a senior level.
		Staff are accountable for allocating resources and	•Competent to make
		ensuring budgets are effectively met.  Staff are	complex judgements and
		responsible for developing appropriate strategies	take initiatives through
		to manage budget changes in a timely manner.	delegated responsibilities.
		Staff at this level are required to make complex
		judgments and make appropriate changes in
		standard practices, policies and procedures.
		Staff at this level are expected to
		develop/implement strategic business plans and
		ensure budgets are allocated and targets met.
5	Manager	Jobs at this level have greater responsibilities than those at Level 4 are accountable through performance agreements and are:	The skills and attributes at this level are greater than those at Level 4 and include
		•Responsible for managing services which	•Experience in a large and
		provide a wide range of specialist services and	complex organisation at
		may provide selected tertiary services for	management level.
		customers which include multiple sites; or
			•Proven competency to
		•Responsible for managing highly complex	deliver outcomes which
		human resource and/or financial and/or administrative and/or clinical services.	increase the efficiency and effectiveness of the organisation within tight
		Staff at this level would need a proven record of	budgetary controls.
		achievement at a senior level.
			•Ability to develop major
		Staff would need to have the capacity to allocate	strategic business plans
		resources, set priorities and ensure budgets are	which provide optimum
		met within a large and complex organisation.	health outcomes to customers.
		Staff at this level are responsible to Executive
		Management for providing effective services and
		ensuring budget/strategic targets are met.
		Staff at this level are expected to develop/implement and deliver strategic business
		plans which increases the level of care to customers within a budget framework.
6	Manager	Jobs at this level have greater responsibilities than those at Level 5 are accountable through performance agreements and participate at an	The skills and attributes at this level are greater than those at Level 5 and include
		Executive management level to ensure the
		effective delivery of organisational objectives.	•Strong motivational and
			leadership skills
			•Demonstrated ability to
			initiate and manage
			organisational change
			•Developed ability to reason conceptually, to manage complex long term projects
			•Highly developed
			communication skills
			•High level negotiation and interpersonal skills
			•Strong organisational skills

 

J. P. GRAYSON  D.P.

 

 

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