Venues NSW (SCG & SFS Event Day Employees)
Award 2022
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Industrial Relations Secretary.
(Case No. 412901 of 2024)
|
Before The Honourable Justice Chin, Vice President
|
4 March 2025
|
AWARD
PART A - CONDITIONS
1. Arrangement
PART A - CONDITIONS
Clause No. Subject Matter
1. Arrangement
2. Title
3. Parties
Bound by this Award
4. Operation
and Duration of this Award
5. Intention
6. Classifications
and Rates of Pay
7. Superannuation
8. Payment
of Wages
9. Consecutive
Employment Terms
10. Minimum
Engagement
11. Shift
Cancellation
12. Meal Breaks
13. Meal
Discount
14. Uniforms
15. Overtime
16. Public
Holidays
17. Long
Service Leave
18 Transport,
Security and Related Matters
19. Employee
Consultation
20. Provision
and Use of Staff Seating
21. Implementation
of the Non-Smoking Policy
22. Anti-Discrimination
23. Grievance
and Dispute Procedures
24. No Extra
Claims
25. Award
Observance
26. Commitment
to Further Negotiations
27. Signing of
Award
PART B - RATES OF PAY
Role Pay Rates
Role Title Classifications
2. Title
This award will be known as the Venues NSW Event Day &
Casual Miscellaneous Employees Award 2024 ("this award").
3. Parties Bound by this
Award
(a) This award is
binding upon:
1. Venues NSW
("the employer"); and
2. The Media
Entertainment and Arts Alliance ("MEAA"), its officers and members
("the Union") in respect of all employees (whether members of the
MEAA or not) engaged by the session or by the hour for work done in connection
with the operation or staging of a fixture or major event being conducted by
the employer (including an employee who is also engaged by the employer to
perform work in a different position under a separate contract or weekly
hiring) within the Venues NSW network of Venues.
(b) This award will
not apply to an honorary official i.e. any person who is either a member of the
employer or who has previously acted in an honorary capacity in performing
functions for which wage rates are prescribed by this award.
(c) This award will
not apply to any casual employee who is already covered by another Venues NSW
award at the time this award was made.
4. Operation and
Duration of this Award
(a) This award
replaces the Venues NSW (SCG & SFS Event Day Employees) Award 2022
published 16 December 2022 (393 IG 836) and all variations thereof (an award of
the New South Wales Industrial Relations Commission).
(b) This award will
operate on and from the first full pay period on or after 1 November 2024 and
remain in force for a nominal term of 36 months.
5. Intention
(a) The principal
intentions of this award are:
1. To promote
harmonious industrial relations for Venues NSW; and
2. To maximise
standards of Customer experience to the public and members, measured against
those applying in the leisure and recreation industry nationally and
internationally.
6. Classifications and
Rates of Pay
(a) Employees
employed under this award work at daytime, twilight and evening events and will
receive the appropriate hourly rate for the applicable classification as
contained in Part B of this award from the first full pay period on or after
the approval of this award.
(b) The hourly
rates set out in Part B of this award incorporate an increase for all event day
work undertaken of 3.5% from the first full pay period on or after 1 November
2024 and a further increase of 3% effective from the first full pay period on
or after 1 November 2025 and a further 3% effective from the first full pay
period on or after 1 November 2026
(c) Employees
employed under this award will be paid the training attendance rate as
contained in Part B of this award from the first full pay period on or after
the approval of this award.
(d) The rates of
pay set out in Part B - Rates of pay of this Award contain hourly rates of pay
loaded to compensate employees covered by this Award for working ordinary hours
Monday to Sunday, at daytime, twilight and evening events and a separate hourly
rate for working public holidays and overtime.
7. Superannuation
The subject of superannuation legislation is dealt with
extensively by federal legislation including the Superannuation Guarantee
(Administration) Act 1992 (Cth), the Superannuation Industry
(Supervision) Act 1993 (Cth), the Superannuation (Resolution of
Complaints Act 1993 (Cth), and s124 of the Industrial Relations Act 1996.
This legislation, as varied from time to time, governs the superannuation
rights and obligations of the parties.
8. Payment of Wages
8.1. Period of Payment
(a) Wages will be paid in arrears and on a
weekly basis, based on working hours performed in the period Monday to Sunday
(b) Wages will be paid no later than the
Thursday following the end of the previous pay period, unless the employer and
the majority of employees agree to later payment.
8.2 Method of payment
Payment
of wages will be made via electronic funds transfer into an account nominated
by the employee with a bank, building society or credit union.
9. Consecutive
Employment Terms
All employees are required to make themselves available,
accept a shift and perform work for a minimum of one shift over a two month
period from the cessation of their last engagement. Any employee who does not
satisfy these criteria may be required to re-apply for their position before
being eligible for further engagements.
Prior to terminating the employment relationship Venues NSW
will attempt to contact any employee who has not satisfied this criterion. If
Venues NSW does not hear from the employee within a reasonable timeframe Venues
NSW will consider the employee to have abandoned their employment and proceed
with the termination process. The employer may, in exceptional circumstances
and at its sole discretion, waive the requirement for employees to re-apply
where they are absent for a period of two months or more.
10. Minimum Engagement
The minimum engagement for all employees under this award
will be four (4) hours to be worked consecutively, with the exception of those
employed as Tour Guides who will have a three (3) hour minimum engagement and
employee meetings and training sessions which will be two (2) hours.
11. Shift Cancellation
When an engagement is cancelled by the employer and the
cancellation of that engagement is made prior to the four hours before the
commencement of the engagement, the employee will not be entitled to any
remuneration for that day. When a cancellation of the engagement takes place by
the employer within four hours of the engagement and prior to the normal
starting time, an employee will be paid the minimum engagement as contained in
clause 10 of the Award.
12. Meal Breaks
All employees rostered for more than four hours will receive
a minimum of one paid 20 minute break. These breaks will be coordinated by team
leaders and/or supervisors.
13. Meal Discount
Upon
presentation of the staff identification card, employees rostered to work on
match days will receive a discount off the normal purchase price for food and
beverage (excluding alcoholic beverages) purchased from any on-site food and
beverage outlet managed by our on-site catering service provider. This discount
does not apply to any third-party catering or franchise arrangements. Discounts
may be subject to change depending on the requirements of our catering service
provider.
14. Uniforms
(a) The employer will
provide a uniform to staff where applicable.
1. Uniforms will
consist of any Venues NSW apparel issued to employees during the course of
their employment including but not limited to; trousers, skirts, shirts,
jackets, vests, jumpers, ties, scarves, hats, armbands, wet weather jackets and
name badges.
(b) Where uniforms
are issued to staff other than on a daily basis;
1. All new
employees who commenced after 1 October 2009 will be required to pay a $100.00
uniform bond on commencement of employment which will be refunded when the
uniform is returned in good condition, fair wear and tear accepted.
2. The bond will
be paid via payroll deduction and can be made as one deduction of $100.00 or
instalments of $20.00 per deduction per pay over five pay periods.
3. The Employee
will be responsible for the laundering of the uniforms. A laundry allowance of
$1.10 per shift will be paid into the Employee’s nominated bank account.
4. Uniforms will
remain the property of the Employer and will be returned to the Employer on the
termination of an Employee’s employment in accordance with cl.14(b)5
5. All uniforms
issued to an employee are to be returned within one (1) month of the Employee’s
termination. Terminated Employees who do not return their full uniform issue
within one (1) month of termination will forfeit their deposit.
15. Overtime
(a) Overtime will
be payable to an employee for all time worked:
1. In excess of
ten (10) hours per engagement on a particular event; or
2. In a day
generally observed as a public holiday.
(b) Overtime will
be paid for at the rate of time and a half.
(c) Overtime rates
will not apply for any attendance at non-event related meetings or training.
16. Public Holidays
Public Holidays will be paid for at the rate of time and a
half.
The days on which New Year’s Day, Australia Day, Good
Friday, Easter Saturday, Easter Sunday, Easter Monday, Anzac Day, King’s
Birthday, Labour Day, Christmas Day, Boxing Day or any proclaimed day in lieu
thereof for the State of New South Wales will be holidays.
17. Long Service Leave
(a) Subject to
clause 17(b) below, Long Service Leave entitlement will be governed by the Long
Service Leave Act 1955 (NSW).
(b) The parties to
this award acknowledge that prior 30 September 2008, employees employed by the
Sydney Cricket and Sports Ground Trust as match day employees (or event day
employees) received an hourly rate of pay which was loaded to compensate for
entitlements arising from legislation applying in the State of NSW in relation
to long service leave.
18. Transport,
Security and Related Matters
(a) The employer
will upon request of an individual employee provide a security escort from the
ground to the closest public transport late at night, where the employer is
able to provide it within a reasonable period of time.
(b) The employer
will provide parking to employees on a discretionary basis subject to
availability.
19. Employee
Consultation
(a) The Event Day
Staff Operations Committee (EDSOC) will meet during the life of this award to
identify and discuss matters relating to the operation of the Award and other
workplace matters, which affect employees generally, but which are not
explicitly covered by this Award, such as staff facilities, uniforms, training
and other like workplace matters.
(b) The EDSOC will
be made up of management and employee nominated representatives. Wherever possible, all areas of event day
operations should be represented. The union may nominate up to two employee
representatives to participate as members of EDSOC. Prior to an EDSOC meeting employee
representatives will be allowed up to 1 hour pre-meeting time to canvass
matters and consolidate views on the EDSOC agenda. Employee representatives
will participate in the EDSOC without loss of pay.
(c) The EDSOC will
meet as required, at a time suitable to both the employer and employees and at
the request of either party, but not less than quarterly.
(d) The employer
acknowledges employee representatives have a role in gathering and
disseminating information to colleagues during work hours provided it does not
disrupt service to the public and members.
(e) The operation of
the EDSOC in accordance with this clause does not override the dispute settling
procedure as contained in clause 23 of this award.
20. Provision and Use
of Staff Seating
Where practicable, seating will be provided to employees
where prolonged periods of standing would otherwise be required. The use of
such seating will be subject to customer service requirements and guidelines as
reasonably determined by the employer, having regard to its Workplace Health
and Safety obligations.
21. Implementation of
the Non-Smoking Policy
All employees will have access to and will abide by and
follow the procedures of the non-smoking policy developed by the employer in
relation to patrons smoking in and around the employer venues.
22.
Anti-Discrimination
(a) It is the
intention of the employer 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 identify, age and
responsibilities as a carer.
(b) It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of the award which, by its terms or operation, has a direct
or indirect discriminatory effect.
(c) Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(d) Nothing in this
clause is to be taken to affect:
1. any conduct or
act which is specifically exempted from anti-discrimination legislation;
2. any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
3. a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
(e) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
23. Grievance and
Dispute Procedures
23.1 The aim of this procedure
is to ensure that during the life of this enterprise award, industrial
grievances or disputes are prevented, or resolved as quickly as possible, at
the lowest level possible in the workplace. When a dispute or grievance arises,
or is considered likely to occur, the following steps will be followed:
(a) The matter is
discussed between the staff member(s) and the supervisor involved. If the
matter is not resolved, then:
(b) The employee
may be required to provide in writing the substance of the grievance and state
the remedy sought.
(c) The matter is
then discussed between the staff member(s), the supervisor and the manager. If
the matter remains unresolved, then:
(d) The matter is
discussed between the staff member(s), the union delegate or staff member(s)
representative and the supervisor and/or Manager. If the matter remains
unresolved, then:
(e) The matter is
discussed between senior representatives of the organisation and the relevant
union and/or staff member(s) representative.
(f) Each of the
steps will be followed within a reasonable time frame, allowing sufficient time
for discussions at each level of authority and having regard to the nature of
the grievance or dispute.
(g) If the matter
remains unresolved, then it may be referred by either party to the Industrial
Relations Commission of New South Wales to exercise its functions under the Industrial
Relations Act 1996. The parties agree to exhaust the conciliation process
before considering this step.
(h) At any stage of
this procedure, the employer may be represented by an industrial organisation
of employers and the employees may be represented by an industrial organisation
of employees.
(i) It is agreed
that the parties will not deliberately frustrate or delay these procedures.
(j) Normal work
will continue without disruption while these procedures are followed.
24. No Extra Claims
24.1 The Industrial
Relations Commission recognises that the parties have provided an undertaking
that other than as provided for in the Industrial Relations Act 1996,
there will be no further claims/demands or proceedings instituted before the
NSW Industrial Relations Commission for extra or reduced wages, salaries, rates
of pay, allowances or conditions of employment with respect to the Employees
covered by the Award that take effect prior to the nominal expiry of the Award
unilaterally made by a party to this Award unless otherwise agreed by the
parties.
24.2 This undertaking
does not prevent the Parties from continuing collaborative discussions during
the life of the Award to deliver additional enhancements to remuneration and/or
conditions of employment, and to achieve additional industry wide and systemic efficiencies
and productivity improvements to the delivery of Government services to the
public. Changes to conditions or salaries may be jointly progressed and, if
agreed, an application to vary the Award may be made by consent prior to the
nominal expiry of the Award.
25. Award Observance
For the purpose of ensuring the observance of this award,
the employer will:
(a) subject to
prior consultation with the employer, provide that representatives of the MEAA
will have reasonable access to all places of work for the purposes of
interviewing and holding meetings with their members in non-work time; and
(b) ensure that a
copy of this award and matters relating to this award be posted on a notice
board in a centrally located position.
26. Commitment to
Further Negotiations
The parties to this award agree to commence discussions for
a new award nine months prior to the expiration of the nominal term of this
award.
27. Signing of Award
In recognition of their acceptance of the terms and
conditions of this award the parties have signed below as indicated.
PART B - Casual RATES OF PAY
|
|
Current Rates from
30 October 2023
|
Rates from the FFPP
on or after the date this award comes into effect
|
Rates from the FFPP
12 months after this award comes into effect
|
Rates from the FFPP
24 months after this award comes into effect
|
|
|
|
(3.5%)
|
(3%)
|
(3%)
|
|
|
Ordinary
flat rate
|
Overtime
and Public Holiday
|
Ordinary
flat rate
|
Overtime
and Public Holiday
|
Ordinary
flat rate
|
Overtime
and Public Holiday
|
Ordinary
flat rate
|
Overtime
and Public Holiday
|
|
|
$
|
$
|
$
|
$
|
$
|
$
|
|
|
|
Customer Service
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Level 1
|
33.78
|
50.67
|
34.96
|
52.44
|
36.01
|
54.01
|
37.09
|
55.63
|
|
Level 2
|
35.52
|
53.28
|
36.76
|
55.14
|
37.86
|
56.79
|
39.00
|
58.49
|
|
Level 3
|
38.37
|
57.56
|
39.71
|
59.57
|
40.90
|
61.36
|
42.13
|
63.20
|
|
Level 4
|
42.99
|
64.49
|
44.49
|
66.75
|
45.82
|
68.75
|
47.19
|
70.81
|
|
Level 5
|
-
|
-
|
47.13
|
70.70
|
48.54
|
72.82
|
50.00
|
75.00
|
|
|
|
|
|
|
|
|
|
|
|
Event Security
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Level 1
|
40.63
|
60.95
|
42.05
|
63.08
|
43.31
|
64.97
|
44.61
|
66.92
|
|
Level 2
|
45.54
|
68.31
|
47.13
|
70.70
|
48.54
|
72.82
|
50.00
|
75.00
|
|
Level 3
|
48.92
|
73.38
|
50.63
|
75.95
|
52.15
|
78.23
|
53.71
|
80.58
|
|
|
|
|
|
|
|
|
|
|
|
Administration
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Level 1
|
-
|
-
|
34.96
|
52.44
|
36.01
|
54.01
|
37.09
|
55.63
|
|
Level 2
|
-
|
-
|
36.76
|
55.14
|
37.86
|
56.79
|
39.00
|
58.49
|
|
Level 3
|
-
|
-
|
39.71
|
59.57
|
40.90
|
61.36
|
42.13
|
63.20
|
|
|
|
|
|
|
|
|
|
|
|
Labouring
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Level 1
|
-
|
-
|
34.96
|
52.44
|
36.01
|
54.01
|
37.09
|
55.63
|
|
Level 2
|
-
|
-
|
36.76
|
55.14
|
37.86
|
56.79
|
39.00
|
58.49
|
|
Level 3
|
-
|
-
|
39.71
|
59.57
|
40.90
|
61.36
|
42.13
|
63.20
|
|
|
|
|
|
|
|
|
|
|
|
Meetings and Training Rate
|
28.23
|
N/A
|
29.22
|
N/A
|
30.10
|
N/A
|
31.00
|
N/A
|
|
|
|
|
|
|
|
|
|
|
|
ALLOWANCES
|
|
|
|
|
|
|
|
|
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Uniform Allowance (per shift)
|
1.14
|
1.14
|
1.20
|
1.20
|
1.25
|
1.25
|
1.30
|
1.30
|
Junior Rates
Employees who are less
than 20 years of age and who commenced employment on or after 1 July 2022 will
be paid according to the following scale:
18 years and under
19 years - 80% of the appropriate rate
19 years and under 20
years - 90% of the appropriate rate
20 years and older -
100% of the appropriate rate
PART B - Role Title Classifications
|
Customer
Service
|
Role Titles
|
|
Level 1
|
Customer
Service Attendant/Usher
|
|
Level 2
|
Customer
Service Pressure Point
|
|
Level 3
|
Customer
Service Team Leader and Tour Guide
|
|
Level 4
|
Customer
Service Supervisor & Employee Entry
|
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Level 5
|
Report Writer,
Event Communications and Overarch Supervisor
|
|
Event Security
|
|
|
Level 1
|
Event Security
Officer
|
|
Level 2
|
Event Security
Supervisor and Process Room
|
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Level 3
|
Venue
Operations Control Room
|
|
Administration
|
|
|
Level 1
|
Administration
Assistant
|
|
Level 2
|
Call Centre
Operator, Receptionist
|
|
Level 3
|
Administration
Team Leader
|
|
Labouring
|
|
|
Level 1
|
Labourer, Driver/Chauffeur
|
|
Level 2
|
Field of Play
Support Labourer
|
|
Level 3
|
Loading Dock
and Labourer Team Leader
|
D. CHIN J, Vice President
____________________
Printed by
the authority of the Industrial Registrar.