Crown Employees (Household Staff - Department of Education) Wages and Conditions Award 2024

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by Industrial Relations Secretary.

 

(Case No. 344103 of 2024)

 

 

AWARD

 

Clause No.        Subject Matter

 

1.  Arrangement

 

SECTION 1 - APPLICATION AND OPERATION OF AWARD

 

1.         Arrangement

2.         Title

3.         Definitions

4.         Area, Incidence and Duration

 

SECTION 2 - TYPE AND CATEGORIES OF EMPLOYMENT, EMPLOYMENT RELATIONSHIP

 

5.  Classification Structure

 

SECTION 3 - PERFORMANCE AND DEVELOPMENT

 

6.         Training and Development

7.         Multi-skilling

8.         Performance Management Scheme

 

SECTION 4 - WAGE AND RELATED MATTERS

 

9.         Wages

10.      Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation

11.      Higher Duties

12.      Broken Shift Allowance

 

SECTION 5 - HOURS OF WORK

 

13       Hours of Work

14.      Work performed on weekends

15.      Public Holidays

16.      Overtime

 

SECTION 6 - LEAVE

 

17.      Leave

18.      Family and Community Service Leave

19.      Bereavement Leave

20.      Personal/Carer’s Leave

21.      Parental Leave

22.      Leave related to miscarriage and fertility treatment

23.      Domestic and Family Violence Leave

24.      Leave for employees providing support to people experiencing domestic and family violence

 

SECTION 7 - WORK ENVIRONMENT

 

25.      Anti-discrimination

26.      Flexible Work Organisation

27.      Secure Employment

 

SECTION 8 - DISPUTE RESOLUTION AND FACILITATIVE PROVISIONS

 

28.      Deduction of Union Membership Fees

29.      Dispute and Grievance Resolution Procedures

 

SECTION 9 – NO EXTRA CLAIMS

 

30.      No Extra Claims

 

SCHEDULES

 

SCHEDULE A

 

MONETARY RATES

 

Table 1 - Wages

Table 2 - Allowances

 

2.  Title

 

This award will be known as the Crown Employees (Household Staff - Department of Education) Wages and Conditions Award 2024.

 

3.  Definitions

 

3.1      "Act" means the Government Sector Employment Act 2013.

 

3.2      "Union" means the United Workers’ Union, New South Wales Branch.

 

3.3      "Casual Employee" means any employee engaged as such who is not an officer or temporary employee.

 

3.4      "Employee" means a person employed in any capacity under the provisions of the Act as Household Staff.

 

3.5      "Department" means the Department of Education, as specified in Schedule 1 of the Act.

 

3.6      "Household Staff" means and includes all employees employed in a residential agricultural high school as:

 

"Household Staff Grade 1" and occupies a position of Kitchen Hand or Useful, Cleaner, Room Attendant, Dining Room Attendant, Laundry Attendant, Stores Steward;

 

"Household Staff Grade 2" and occupies a position of Butcher (casual), Cook (unqualified);

 

"Household Staff Grade 3" and occupies a position of Laundry Supervisor, Cook (qualified), Dining Room Supervisor, Housekeeper/Cleaning Supervisor;

 

"Household Staff Grade 4" and occupies a position of First Cook (qualified);

 

"Household Staff Grade 5" and occupies a position of Catering Supervisor.

 

3.7      "Normal Work" means the duties and responsibilities relevant to the statement of duties or position description of an employee or employees.

 

3.8      "Principal" means a teacher appointed as such to be responsible for the management, organisation, supervision and efficiency of a residential agricultural high school and all departments within that school or his or her nominee.

 

3.9      "Regulation" means the Government Sector Employment Regulation 2014.

 

3.10    "Residential Agricultural High School" means Farrer Memorial Agricultural High School, Hurlstone Agricultural High School or Yanco Agricultural High School or any other school classified as such by the Secretary.

 

3.11    "Wage Rates" means the ordinary time rate of pay for the employee’s grading, excluding shift allowances, weekend penalties, and all other allowances not regarded as wages.

 

4.  Area, Incidence and Duration

 

4.1      This award covers all household staff, employed under the Act in a Residential Agricultural High School in the following classifications:

 

Household Staff Grade 1

Household Staff Grade 2

Household Staff Grade 3

Household Staff Grade 4

Household Staff Grade 5

 

4.2      This Award rescinds and replaces the Crown Employees (Household Staff - Department of Education) Wages and Conditions Award 2022 published 16 December 2022 (393 I.G. 630) and reprinted 1 December 2023 (395 I.G. 1420) and all variations thereof.

 

4.3      This Award has a nominal term of three years from 1 July 2024, with any increases to wages and work related allowances effective from the first full pay period on or after 1 July 2024.

 

5.  Classification Structure

 

5.1      Household Staff - Grade 1

 

Household staff Grade 1 means a person employed in the following classifications: Kitchenhand, Useful, Cleaner, Dining Room Attendant, Laundry Attendant, Stores Steward.

 

A Grade 1 position is one where the employee:

 

undertakes for a substantial part of the time routine or repetitive duties involving the application of clearly prescribed standard procedures requiring the use of some discretion; and

 

works under direct supervision, either individually or as a member of a team, to a level of training held by the individual.

 

Without limiting the foregoing, a Grade 1 employee may be required to perform the following indicative duties:

 

non-cooking duties in the kitchen including the assembly, preparation and measurement of food items;

 

completion of basic stock control documentation such as requisition and ordering of goods;

 

general cleaning of dormitories, dining areas or other public areas of the boarding school;

 

purchasing and stock control duties, including receipt, ordering and inventory control of goods, ordering goods of a type directed by the employer from approved suppliers;

 

general room attendant duties in boarding houses; and

 

repairs to linen or clothing.

 

5.2      Household Staff - Grade 2

 

Household staff Grade 2 means a person employed in the following classifications: Butcher (casual), Cook (unqualified).

 

A Grade 2 position is one where the employee:

 

undertakes duties which involve some initiative and decision making to a level of training held by the individual; and

 

has responsibility for the quality of their own work subject to routine supervision.

 

Without limiting the foregoing, a Grade 2 employee may be required to perform the following indicative duties:

 

basic cooking duties including the preparation of standard meals, baking and pastry cooking of a variety of food items;

 

butchering and preparation of the various cuts of mutton, beef and pork, as required by the daily menus; and

 

clean and conduct routine maintenance of equipment, e.g. band saw, mincer, hand saw, knives, in compliance with occupational health and safety requirements and ensure that all work processes comply with the legislative requirements set by the NSW Food Authority.

 

5.3      Household Staff - Grade 3

 

Household staff Grade 3 means a person employed in the following classifications: Laundry Supervisor, Dining Room Supervisor, Housekeeper/Cleaning Supervisor, Cook (qualified).

 

A Grade 3 position is one where the employee:

 

works under minimal supervision to a level of training held by the individual;

 

plans their own and other work schedules as approved by the employer;

 

assists in the training and supervision of employees at lower levels; and

 

is competent in technical areas as required for the position.

 

Without limiting the foregoing, a Grade 3 employee may be required to perform the following indicative duties:

 

general cooking duties including the preparation of standard meals, baking and pastry cooking of a variety of food items;

 

supervise persons in the delivery of goods or items to students from the dining room;

 

is responsible for the supervision and control of domestic staff and who may be required to perform the duties of domestic staff; and

 

manages all facets of the boarding school’s cleaning services including the preparation of duty rosters and supervision of staff to ensure the provision of an efficient cleaning and laundry service.

 

5.4      Household Staff - Grade 4

 

Household staff Grade 4 means a person employed in the classification of First Cook (qualified).

 

A Grade 4 position is one where the employee:

 

receives limited instructions regarding work assignments and usually works without supervision;

 

is regularly required to exercise independent initiative and judgement;

 

directly supervises a small group of employees in a section of the school;

 

would be expected to have completed an apprenticeship or have passed the appropriate trade test in cookery, baking or pastry cooking and have completed appropriate additional training and who is engaged in supervising other trade-qualified cooks; or

 

would be expected to have undertaken and completed skill developing programs relevant to the skills and duties required to be undertaken.  This requirement may be satisfied by Department of Education sponsored programs, relevant trade qualification and/or post-secondary training which may include TAFE training or recognition of relevant prior learning or practical experience accepted by the Department.

 

Without limiting the foregoing, a Grade 4 employee may be required to perform the following indicative duties:

 

cooking duties including a la carte cooking, baking, pastry cooking or butchery and the supervision of the operation;

 

oversee proper preparation of ingredients by kitchen staff in time for cooking and maintain detailed account of daily menus in Chef’s Register;

 

conduct daily routine maintenance and cleaning of kitchen equipment and facilities; and

 

conduct routine maintenance and thorough cleaning of kitchen equipment and facilities during school vacation breaks.

 

5.5      Household Staff - Grade 5

 

Household staff Grade 5 means a person employed in the classification of Catering Supervisor.

 

A Grade 5 position is one where the employee:

 

requires minimal instruction in the performance of their duties;

 

exercises substantial responsibility and independent initiative and judgement with a detailed knowledge of workplace procedures and of the employer’s business;

 

has responsibility for employees in one or more sections of the school; and

 

is required to have undertaken and completed post-secondary training provided by an accredited training provider relevant to the tasks required by the Department for this grade, or has engaged in extensive equivalent in-service training, or has significant and substantial technical and procedural knowledge which is regarded by the Department to be equivalent to the required post-secondary training.

 

Without limiting the foregoing, a Grade 5 employee may be required to perform the following indicative duties:

 

menu planning and preparation of duty rosters; and supervision of staff to ensure provision of efficient catering service; and

 

supervision, training and co-ordination of staff, responsibility for their efficient allocation and control, in one or more sections of the school.

 

6.  Training and Development

 

6.1      The principal will review, on annual basis, training and development opportunities for household staff.

 

6.2      Training and development will be based on:

 

6.2.1   current and future job needs and career path planning; and

 

6.2.2   recognition of each employee’s previous learning and building on this through the gaining of new skills/competencies.

 

6.3      Attendance of household staff at approved training and development activities during the hours of 6.00 am to 8.00 pm is to be regarded as being on duty.

 

6.4      Approved training and development activities will be conducted, wherever possible, between the hours of 6.00 am to 8.00 pm.

 

6.5      Any actual necessary expenses relating to travel, meals and accommodation incurred in attending approved training and development activities will be reimbursed by the Department.

 

7.  Multi-Skilling

 

7.1      Taking into account an employee’s experience and training, a principal may require an employee to perform any of the duties appropriate to their classification or of a lower classification without any reduction in pay.

 

8.  Performance Management Scheme

 

8.1      Objectives -

 

8.1.1   Develop and improve the quality of employee performance.

 

8.1.2   Focus work on the objectives of the Department’s strategic plan and the school’s plan.

 

8.1.3   Provide performance related guidance and feedback on performance and achievements of objectives.

 

8.1.4   Provide opportunities for employees to provide input into school planning.

 

8.1.5   Support employee’s career development needs.

 

8.2      Principles -

 

8.2.1   The work of employees is centred on providing support to schools as identified in the school’s plan.

 

8.2.2   Performance Management:

 

(i)        Focuses on the achievement of agreed objectives based on the Department’s strategic plan and the school’s plan;

 

(ii)      Focuses on recognition of employee performance and development of skills;

 

(iii)     Provides feedback which enables employees to improve the quality of their work;

 

(iv)     Is a continuous and systematic process with clearly stated purposes;

 

(v)       Provides for review and reassessment of the roles and responsibilities of employees within the context of changes in the school’s plan; and

 

(vi)     Includes regular progress review meetings and an annual performance meeting between the employee and supervisor to provide feedback on performance and achievements and to identify training and development needs.

 

8.3      Process -

 

8.3.1   The employee and supervisor will use negotiated processes to decide upon:

 

(i)        The work objectives of the individual employee consistent with the priorities identified in the school’s plan;

 

(ii)      The frequency of regular progress meetings using as a base a minimum of four meetings per year; and

 

(iii)     Procedures for documenting and reporting on achievement, and providing feedback on achievement.

 

8.4      Documentation -

 

8.4.1   Documentation should be kept to a minimum and should satisfy all parties that a process has taken place and has been evaluated.  Documentation should remain confidential to the participants.

 

8.4.2   Regular progress review meetings do not require documentation unless agreed to by the employee and the supervisor.

 

8.4.3   The annual performance meeting provides an overall evaluation for the review period in which the supervisor, in consultation with the employee will write an annual report summarising:

 

(i)        Performance and achievements during the year.

 

(ii)      Training and development plans for the ensuing year.

 

(iii)     Work objectives for the ensuing year.

 

9.  Wages

 

9.1      Subject to the provisions of the Act, and the regulations thereunder, the wage rates as set out in Table 1 - Wages, of Schedule A, Monetary Rates, will be paid to full time employees appointed to the positions specified.

 

9.2      The maximum rates of pay for part time employees will be the hourly equivalent of the ordinary weekly rate of pay of the classification in which the employee is engaged for the actual number of hours worked.

 

9.3      The hourly equivalent for the purpose of subclause 9.2 will be:

 

9.3.1   based on 38 hours per week where a part time employee is not accruing credits towards rostered days off but is paid only for hours worked; or

 

9.3.2   based on 40 hours per week where a part time employee is accruing credit for time worked towards rostered days off in accordance with subclause 13.2 of this award.

 

9.4      Casual employees will be paid at the rate of one thirty eighth of the weekly rates prescribed in respect of the classification for which the employee is casually employed, with a minimum of three hours pay for each engagement, with additional loadings as follows:

 

9.4.1   a loading of 33 1/3% for casual work Monday to Friday;

 

9.4.2   a loading of 50% for casual work on Saturday;

 

9.4.3   a loading of 75% for casual work on Sunday;

 

9.4.4   a loading of 150% for casual work on a public holiday.

 

9.5      The casual loading of 33 1/3% for casual work Monday to Friday consists of 25% plus 8 1/3% or one twelfth pro-rata annual leave.

 

9.6      The casual hourly rates of pay are inclusive of all forms of leave except for long service leave entitlements which accrue according to the provisions of the Long Service Leave Act 1955.

 

9.7      The wage rates as set out in Table 1 - Wages, of Schedule A, Monetary Rates, will be adjusted in line with the Crown Employees Wages Staff (Rates of Pay) Award 2024 or any variations to or successor instruments to the said award.

 

10.  Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation

 

10.1    An employee may elect, subject to the agreement of the Department to enter into a Salary Packaging Arrangement in accordance with the provisions of clause 6, Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation of the Crown Employees Wages Staff (Rates of Pay) Award 2024 or any variation to or successor instruments to the said award will apply.

 

11.  Higher Duties

 

11.1    Provisions related to higher duties and acting allowances are prescribed in the Regulation.

 

11.2    Payment of higher duties is not to be made to another employee for undertaking some or all of the duties of an employee who is absent on a rostered day off.

 

12.  Broken Shift Allowance

 

12.1    The additional payment prescribed by this clause will not apply to time worked on Saturday and Sunday where allowances are payable in terms of clause 14, Work Performed on Weekends, or in the computation of overtime rates.

 

12.2    Employees who are required to work a broken shift will be paid an amount as set out in Schedule A, Table 2 - Allowances, as a broken shift allowance.

 

13.  Hours of Work

 

13.1    Subject to paragraph 13.1.3 of this clause the ordinary hours of work will not exceed an average of 38 hours per week where a weekly roster is observed or 76 hours per fortnight where a fortnightly roster is observed.  Such ordinary hours will be worked in five days on a weekly roster or in ten days on a fortnightly roster and within a margin of fourteen hours per day provided that in order to provide household staff with greater flexibility and to provide the schools with improved efficiency in rostering provisions:

 

13.1.1             the margin for the ordinary hours of work on any one day will be 6.00 am to 8.00 pm.  The margin of hours will be calculated from the time of starting to the time of finishing and will include all time for meals.

 

13.1.2             the actual ordinary hours worked by a full time employee in any week may, by written agreement between the principal and the employee, be averaged over a period of four weeks between the hours of 6.00 am and 8.00 pm provided that:

 

(i)        the total ordinary hours worked in the four week period must not exceed 152 hours;

 

(ii)      full time employees are required to be on duty for a minimum of three hours on any one rostered day. 

 

13.1.3             the ordinary hours as specified in subclause 13.1 of this clause will be arranged so that the hours worked on each day will include a proportion of one hour (such proportion will be on the basis of 0.4 of one hour for each eight ordinary hours worked).  The proportion will accumulate to allow the employee to take one rostered day off in each twenty-day, four-week cycle, paid for as though worked, with a maximum of twelve days per annum.

 

13.1.4             where the day off provided under paragraph 13.1.3 of this clause is taken on a rostered basis, where practicable the day chosen will be one preceding or following the employee's normal rostered day(s) off.  Another day will be substituted where a public holiday occurs on the rostered day off.

 

13.1.5             by agreement of the principal rostered days off may accumulate and may be scheduled during the appropriate vacation periods to suit the needs of the employer.  Such accumulation is not to exceed five days. Dates for the taking of such accumulated leave will be agreed mutually between the employee and principal throughout the year.

 

13.1.6             an employee who has not worked a complete four week cycle will receive pro rata accrued entitlements in respect of the rostered day off.

 

13.1.7             each day of paid sick leave taken during any cycle of four weeks will be regarded as a day worked for accrual purposes.

 

13.1.8             accrued rostered days off, where taken, will be regarded as days worked for accrual purposes in the particular twenty day shift cycle.

 

13.1.9             time towards a rostered day off will not accrue whilst an employee is on the first four weeks of recreation leave accrued each year.

 

13.1.10           where an employee is absent on extended leave and/or worker's compensation during a cycle and returns prior to the end of that cycle, time absent during that cycle will count towards the accrual of time for the purpose of taking a rostered day off during that cycle. An employee who is absent on extended leave and/or worker's compensation for a full cycle will not be entitled to accumulate time towards a rostered day off during that cycle.

 

13.1.11           employees on an ordinary weekly or fortnightly roster will be granted two days off duty each week.

 

13.1.12           shift rosters may be changed on seven days' notice or at any time by mutual consent, or in exceptional circumstances on twelve hours' notice if rendered necessary by the absence of other employees from duty or shortage of staff, or other exceptional circumstances.

 

13.2    Part time employees who work regular hours on a five-day basis will be entitled, by mutual agreement between the principal and the employee, to the benefit of the 38 hour week, 19 day month on a pro rata basis.

 

13.3    Casual employees will not be eligible to accumulate time in accordance with the provisions of this award for the benefit of the 38-hour week, 19 day month.

 

13.4    The starting and finishing times of employees will be as determined by the principal to suit the needs of the school following consultation with the employees.

 

13.5    Employees cannot be required to work more than five hours in one continuous period without an unpaid meal break of at least 30 minutes.

 

13.6    No employee will be eligible for sick leave when on rostered days off arising from the 38-hour week, 19 day month.

 

14.  Work Performed on Weekends

 

14.1    Time worked on Saturdays and Sundays, other than that worked as overtime, will be paid for at the rate of:

 

Saturday - time and one half;

 

Sunday - time and three quarters;

 

provided that a shift in which the majority of hours are worked on a Saturday or Sunday will, for the purpose of this clause, be regarded as a Saturday or Sunday shift as the case may be.

 

15.  Public Holidays

 

15.1    Provisions relating to public holidays are prescribed in the Regulation.

 

15.2    Where an employee is required to and does work on a public holiday, the employee will be paid double time and a half for time worked.  Such payment will be in lieu of any other penalty rates that would have been payable had the day not been a public holiday.

 

15.3    Where a public holiday falls on an employee’s normal rostered day off and the employee is not required to work on that day, the employee will be paid one day’s pay for the public holiday or have one day added to their annual holidays for each such day.  Provided that this provision will not apply to an employee who is regularly rostered to work Monday to Friday and the public holiday falls on a Saturday or Sunday.

 

16.  Overtime

 

16.1    The principal may require any employee to work reasonable overtime and such employee will work overtime in accordance with such requirement, provided that an employee will have ten hours off duty between the termination of work on one day and the commencement of ordinary work on the next day.

 

16.2    Subject to subclause 16.1, the principal may require an employee to work reasonable overtime at overtime rates.

 

16.3    An employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable.

 

16.4    For the purposes of subclause 16.2 what is unreasonable or otherwise will be determined having regard to:

 

(i)        any risk to an employee’s health and safety;

 

(ii)       the employee’s personal circumstances including any family and carer responsibilities;

 

(iii)     the needs of the workplace or enterprise;

 

(iv)      the notice (if given) by the principal of the overtime and by the employee of his or her intention to refuse it; and

 

(v)       any other relevant matter.

 

16.5    Subject to the provisions of clause 13 of this award, overtime at the rate of time and one-half for the first two hours and double time thereafter shall be paid for all time worked:

 

16.5.1 in excess of the daily rostered hours on any one day (inclusive of time worked for accrual purposes in accord with the provisions for a 38 hour week, 19 day month); or

 

16.5.2 in excess of 38 hours per week where a weekly roster is observed; or

 

16.5.3 in excess of 76 hours per fortnight where a fortnightly roster is observed; or

 

16.5.4 in excess of 152 hours per four week period where a four week roster is observed; or

 

16.5.5 on normal rostered days off; or

 

16.5.6 in excess of the maximum spread of hours (inclusive of the time worked for accrual purposes in accordance with the provisions of a 38 hour week, 19 day month).

 

16.6    Provided that overtime worked on Sundays will be paid for at the rate of double time and where an employee is brought in to work overtime on a Sunday which is the employee's rostered day off, the employee will be paid for such overtime with a minimum payment of four hours at that rate and provided that overtime worked on a public holiday will be paid at the rate of double time and one half. 

 

16.7    An employee required to work overtime of two hours or more without being notified on the previous day or earlier will be supplied with a meal by the employer.

 

16.8    In computing overtime each day’s work will stand alone.

 

16.9    For the purpose of calculating overtime payments, the hourly rate of pay will be determined by dividing the weekly rate of pay by 38.

 

16.10  An employee who works overtime may elect to take leave in lieu of payment for all or part of the entitlement in respect of time worked.

 

16.11  The following provisions will apply to the leave in lieu:

 

16.11.1           the employee will advise the supervisor before the overtime is worked or as soon as practicable on completion of overtime, that the employee intends to take leave in lieu of payment;

 

16.11.2           the leave will be calculated at the same rate as would have applied to the payment of overtime in terms of this clause;

 

16.11.3           the leave must be taken at the convenience of the school, except when leave in lieu is being taken to look after a sick family member in terms of paragraph 20.1.1 of this award;

 

16.11.4           the leave will be taken in multiples of a quarter day;

 

16.11.5           leave in lieu accrued in respect of overtime worked on days other than public holidays will be given by the school and taken by the employee within three months of accrual unless alternate local arrangement have been made;

 

16.11.6           at the employee’s election, leave in lieu accrued in respect of overtime worked on a public holiday may be added to the employee’s annual leave and may be taken in conjunction with annual leave; and

 

16.11.7           an employee will be paid for the balance of any overtime entitlement not taken as leave in lieu.

 

17.  Leave

 

17.1    General -

 

17.1.1 General leave conditions of employees under this Award will be regulated in accordance with the provisions contained within the Act and Regulation.

 

17.2    Stand Down -

 

17.2.1 When schools are in recess and it is necessary to stand down staff, employees employed in such schools will be paid half ordinary pay for the period during which they have been stood down, provided that they have been continuously employed for the school term immediately preceding and for the school term immediately following the period of recess.

 

17.3    Additional Leave -

 

17.3.1 Employees who are regularly rostered to perform duty on Sundays and public holidays will be granted additional leave on the following basis:

 

Number of Ordinary Shifts Worked on Sundays and/or Public Holidays	Additional Leave
4‑10	1 additional days leave
11‑17	2 additional days leave
18‑24	3 additional days leave
25‑31	4 additional days leave
32 or more	5 additional days leave

 

17.4    Sick Leave -

 

17.4.1 Sick leave will be granted in accordance with the Regulation.

 

17.4.2 No employee will be eligible for sick leave when on rostered leave arising from the 38-hour week, 19-day month.

 

17.4.3 In accordance with existing provisions, the employer will exercise the right to call for proof of illness.

 

17.5    Annual Leave Loading -

 

17.5.1 An employee, other than a casual employee, is entitled to payment of an annual leave loading of 17.5% on the monetary value of up to four weeks recreation leave accrued in a leave year provided that:

 

(i)        where additional leave is accrued by an employee as compensation for work performed regularly on Sundays or public holidays, the annual leave loading will be calculated on five weeks; and

 

(ii)      shift workers proceeding on recreation leave are eligible to receive the more favourable of:

 

(a)       the shift premiums and penalty rates which they would have received had they not been on recreation leave; or

 

(b)       17.5% annual leave loading.

 

18.  Family and Community Service Leave

 

18.1    The Secretary will grant to a staff member some, or all of their accrued family and community service leave on full pay, for reasons relating to unplanned and emergency family responsibilities or other emergencies as described in subclause 18.2 of this clause. The Secretary may also grant leave for the purposes in subclause 18.3 of this clause. Non-emergency appointments or duties will be scheduled or performed outside of normal working hours or through approved use of flexible working arrangements or other appropriate leave.

 

18.2    Such unplanned and emergency situations may include, but not be limited to, the following:

 

18.2.1 Compassionate grounds - such as the death or illness of a close member of the family or a member of the staff member's household;

 

18.2.2 Emergency accommodation matters up to one day, such as attendance at court as defendant in an eviction action, arranging accommodation, or when required to remove furniture and effects;

 

18.2.3 Emergency or weather conditions; such as when flood, fire, snow or disruption to utility services etc., threatens a staff members property and/or prevents a staff member from reporting for duty;

 

18.2.4 Attending to unplanned or unforeseen family responsibilities, such as attending child's school for an emergency reason or emergency cancellations by child care providers;

 

18.2.5 Attendance at court by a staff member to answer a charge for a criminal offence, only if the Secretary considers the granting of family and community service leave to be appropriate in a particular case.

 

18.3    Family and community service leave may also be granted for:

 

18.3.1 An absence during normal working hours to attend meetings, conferences or to perform other duties, for staff members holding office in Local Government, and whose duties necessitate absence during normal working hours for these purposes, provided that the staff member does not hold a position of Mayor of a Municipal Council, President of a Shire Council or Chairperson of a County Council; and

 

18.3.2 Attendance as a competitor in major amateur sport (other than Olympic or Commonwealth Games) for staff members who are selected to represent Australia or the State.

 

18.4    The definition of "family" or "relative" in this clause is the same as that provided in paragraph 20.1.3 of clause 20, Personal/Carer’s Leave, of this award.

 

18.5    Family and community service leave will accrue as follows:

 

18.5.1 two and a half days in the staff members first year of service;

 

18.5.2 two and a half days in the staff members second year of service; and

 

18.5.3 one day per year thereafter.

 

18.6    If available family and community service leave is exhausted as a result of natural disasters, the Secretary will consider applications for additional family and community service leave, if some other emergency arises.

 

18.7    In cases of illness of a family member for whose care and support the staff member is responsible, paid sick leave in accordance with clause 20, Personal/Carer’s Leave, of this award will be granted when paid family and community service leave has been exhausted or is unavailable.

 

18.8    The Secretary may also grant staff members other forms of leave such as accrued recreation leave, time off in lieu, and so on for family and community service leave purposes.

 

19.  Bereavement Leave

 

19.1    Where available family and community service leave is exhausted an employee, other than a casual employee, will be entitled to up to two days bereavement leave without deduction of pay on each occasion of the death of a person prescribed in paragraph 20.1.3 below.

 

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

 

19.3    Bereavement leave will be available to the employee in respect to the death of a person prescribed for the purposes of personal/carer’s leave in paragraph 20.1.3, provided that, for the purpose of bereavement leave, the employee need not have been responsible for the care of the person concerned.

 

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

 

19.5    Bereavement leave may be taken in conjunction with other leave available under subclauses 20.2, 20.3, 20.4, 20.5 and 20.6. In determining such a request the principal will give consideration to the circumstances of the employee and the reasonable operational requirements of the school. 

 

19.6    Subject to the evidentiary and notice requirements in 19.2, casual employees are entitled to not be available to attend work, or to leave work upon the death in Australia of a person prescribed in paragraph 20.1.3 of clause 20, Personal/Carer’s Leave.

 

19.7    The employer and employee will agree on the period for which the employee will not be entitled to be available to attend work.  In the absence of agreement, the employee is entitled to not be available for up to 48 hours (i.e. two days) per occasion.  The casual employee is not entitled to any payment for the period of non-attendance.

 

19.8    An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not engage a casual employee are otherwise not affected.

 

20.  Personal/Carer’s Leave

 

20.1    Use of Sick Leave Entitlements

 

20.1.1 When family and community service leave is exhausted, an employee, other than a casual employee, with responsibilities in relation to a category of person set out in paragraph 20.1.3 of this clause who needs the employee’s care and support, will be entitled to use, available paid sick leave, subject to the conditions specified in this clause, 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.

 

20.1.2 The sick leave will initially be taken from the current leave year’s entitlement followed, if necessary, by the sick leave accumulated over the previous three years. In special circumstances, the Secretary may grant additional sick leave from the sick leave accumulated during the employee’s eligible service.

 

20.1.3 The entitlement to use sick leave in accordance with this clause is subject to:

 

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

 

(ii)      The person concerned being:

 

(a)       a spouse of the employee; or

 

(b)       a de facto spouse being a person of the opposite sex to the employee who lives with the employee as her husband or his wife on a bona fide domestic basis although not legally married to that employee; 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 of spouse or of 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;

 

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

 

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

 

2.         "affinity" means a relationship that one spouse or partner has to the relatives of the other; and

 

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

 

20.1.4 An employee will, wherever practicable, give the principal 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 will notify the principal by telephone of such absence at the first opportunity on the day of absence.

 

20.1.5 Subject to the evidentiary and notice requirements in 20.1.4, casual employees are entitled to not be available to attend work, or to leave work if they need to care for a person prescribed in paragraph 20.1.3 of clause 20, Personal/Carer’s Leave, who is sick and requires care and support, or who requires care due to an unexpected emergency, or the birth of a child.

 

20.1.6 The employer and the employee will agree on the period for which the employee will not be entitled to be available to attend work.  In the absence of agreement, the employee is entitled to not be available for up to 48 hours (i.e. two days) per occasion.  The casual employee is not entitled to any payment for the period of non-attendance.

 

20.1.7 An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not engage a casual employee are otherwise not affected.

 

20.2    Use of Unpaid Leave for Family Purposes

 

20.2.1 An employee may elect, with the consent of the principal, to take unpaid leave for the purpose of providing care and support to a member of a class of person set out in paragraph 20.1.3 above who is ill.

 

20.3    Use of Annual Leave -

 

20.3.1 An employee may elect with the consent of the principal, subject to the Annual Holidays Act 1944 to take annual leave not exceeding ten days in single day periods or part thereof, in any calendar year at a time or times agreed by the parties to care for a person prescribed in paragraph 20.1.3 of clause 20, Personal/Carer’s Leave, who is sick and requires care and support, or who requires care due to an unexpected emergency, or the birth of a child.

 

20.3.2 An employee may elect with the employer’s agreement to take annual leave at any time within a period of 24 months from the date at which it falls due.

 

20.3.3 Access to annual leave, as prescribed in paragraph 20.3.1 above, will be exclusive of any shutdown period provided for elsewhere under this award.

 

20.3.4 An employee 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.

 

20.4    Use of Time Off in Lieu of Payment for Overtime -

 

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

 

20.4.2 If having elected to take time as leave in accordance with paragraph 20.4.1 above, the leave is not taken for whatever reason payment for time accrued at overtime rates will be made at the expiry of the twelve month period or on termination.

 

20.4.3 Where no election is made in accordance with paragraph 20.4.1, the employee will be paid overtime rates in accordance with clause 16 of this award.

 

20.5    Use of Make-up Time

 

20.5.1 An employee may elect, with the consent of the principal, to work "make-up time".  "Make-up time" is worked when the employee takes time off during ordinary hours for family or community service responsibilities, and works those hours at a later time, during the spread of ordinary hours, at the ordinary rate of pay.

 

20.5.2 An employee on shift work may elect, with the consent of the principal, to work "make-up time" (under which the employee takes time off during 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.

 

20.6    Use of Rostered Days Off

 

20.6.1 An employee may elect, with the consent of the principal, to take a rostered day off at any time.

 

20.6.2 An employee may elect, with the consent of the principal, to take rostered days off in part day amounts.

 

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

 

20.6.4 This subclause is subject to the Secretary informing the Union of any intention to introduce an enterprise system of rostered day off flexibility and providing a reasonable opportunity for the Union to participate in negotiations.

 

21.  Parental Leave

 

The following table summarises the entitlements in this section. This table must be read with the relevant clauses. If there are inconsistencies, the provisions in the relevant clause will prevail.

 

Summary of parental leave provisions
Leave	Paid leave	Unpaid leave	Total leave
Parental Leave	14 weeks for a parent with caring responsibility associated with the birth, adoption, altruistic surrogacy or ongoing placement arrangement of a child	38 weeks	52 weeks
Bonus Paid Parental Leave	2 weeks for single parents or when both parents have taken any Paid Parental Leave offered by their employers		2 weeks
Special Pre-Term Birth Leave	From birth to the end of 36 weeks’ gestation for the parent with the caring responsibility of a child born before 37 weeks, then revert to full-term parental leave provisions		From birth to the end of 36 weeks
Leave for a Stillbirth (the birth of a baby without signs of life, at 20 or more completed weeks or where a child dies shortly after birth)	14 weeks for the employee who gave birth 2 weeks for an employee whose partner gave birth		14 weeks for the employee who gave birth 2 weeks for an employee whose partner gave birth
Requests to extend leave or return part time		52 weeks	52 weeks

 

21.1    Definitions

 

For the purpose of this clause:

 

(a)       “Altruistic Surrogacy” means a surrogacy arrangement as defined in the Surrogacy Act 2010 (NSW) and must not be a commercial surrogacy arrangement.

 

(b)       “De facto partner” means a person who is the employee’s partner and lives with them on a genuine domestic basis but is not legally married to the employee.

 

(c)       “Caring responsibility” means a person who meets the child’s physical needs, including feeding, dressing, bathing and otherwise supervising the child.

 

(d)       “Child” means:

 

(i)        For birth-related leave, a child (or children from a multiple birth) of the employee, employee’s partner or employee’s legal surrogate.

 

ii)        For adoption-related leave, a child (or children) who the employee or the employee’s partner will adopt and is not the employee or employee’s partner’s child. The child (or children) is or will be under 18 years of age.

 

(iii)     For ongoing placement arrangement-related leave, a child (or children) under 18 years, placed in the permanent care of the employee or the employee’s partner.

 

(e)       “Confirmation of placement letter” means a letter from the Department of Communities and Justice (DCJ) or their accredited designated agency that:

 

(i)        confirms the employee is an authorised foster carer or relative/kinship carer who is or will be providing continuous care on an ongoing basis for a child or young person who is subject to a legal order allocating parental responsibility to the Minister; or

 

(ii)      confirms the employee is an authorised relative/kinship carer, authorised foster carer or other suitable person who is or will be providing continuous care on an ongoing basis for a child or young person for whom they hold parental responsibility under a legal order, including a guardianship order; and

 

(iii)     confirms the start date of the placement.

 

(f)        “Fertility treatment” means any of the following assisted reproductive technology treatments as defined in the Assisted Reproductive Technology Act 2007 (NSW) including but not limited to:

 

(i)        intrauterine insemination (IUI)

 

(ii)      in-vitro fertilisation (IVF)

 

(iii)     intracytoplasmic sperm injection (ICSI)

 

(iv)     Ovulation induction (OI).

 

(g)       “Full-term birth” means the birth of a live child from 37 weeks.

 

(h)       “Legal order” means an order made by the Children’s Court of NSW under the Children and Young Persons (Care and Protection) Act 1998 (NSW) including:

 

(i)        Parental Responsibility to the Minister (PRM), Relative/Kin (PRR) or Non-Relative (PNR) Interim Orders;

 

(ii)      Short Term Court Order (STCO) allocating parental responsibility to the Minister, Relative/Kin or Non-Relative for a period of at least 12 months;

 

(iii)     Parental Responsibility to the Minister (PRM), Relative/Kin (PRR) or Non-Relative (PNR) Long Term Care to 18 years Final Order; or

 

(iv)     Guardianship Order.

 

For the purposes of this definition, a legal order made by the Federal Circuit and Family Court of Australia under the Family Law Act 1975 (Cth) includes a final order allocating parental responsibility to relative/kin or suitable person to 18 years provided that the Department of Communities and Justice intervened as a party to the proceedings and the employee is an authorised carer eligible for the out-of-home care carer allowance.

 

(i)        “Legal surrogate” means the birth mother in a surrogacy arrangement as defined in the Surrogacy Act 2010 (NSW).

 

(j)        “Miscarriage” means a pregnancy that ceases before 20 weeks or where the number of weeks is unknown, or the baby weighed less than 400g.

 

(k)       “Ongoing placement arrangement” means the placement of a child or young person who is subject to a legal order of the Children’s Court of NSW or Federal Circuit and Family Court of Australia with an authorised foster carer, authorised relative/kinship carer or suitable person on an ongoing basis. Ongoing placements do not include informal arrangements or emergency, respite care or short-term care with a specified end date.

 

(l)        “Partner” means a spouse, de facto partner, former spouse or former de facto partner.

 

(m)      “Pre-term birth” means the birth of a live child before 37 weeks.

 

(n)       “Stillbirth” means the birth of a baby without signs of life, at 20 or more completed weeks or where a child dies shortly after birth.

 

21.2    Paid Parental Leave

 

(a)       Employees are entitled to up to 14 weeks Paid Parental Leave if:

 

(i)        they have or will have completed at least 40 weeks continuous service at the expected date of birth, adoption, altruistic surrogacy or ongoing placement, and

 

(ii)      they have or will have caring responsibility for the child (or children), or

 

(iii)     the employee is a legal surrogate and has or will have completed at least 40 weeks continuous service at the expected date of birth.

 

(b)       Paid Parental Leave must be taken within 24 months of the date of birth, adoption or altruistic surrogacy or ongoing placement.

 

(c)       Pregnant employees may start Paid Parental Leave up to 9 weeks before their expected date of birth.

 

(d)       Employees who are eligible for paid parental leave in accordance with subclause 21.2 (a) are entitled to an additional two weeks of Bonus Paid Parental Leave where both parents have exhausted any paid parental leave offered by their employer.

 

(e)       Employees who are single parents or whose partners do not have access to employer paid parental leave will be eligible for the full two weeks of bonus paid parental leave.

 

(f)        An employee is entitled to Bonus Paid Parental Leave, where it can be demonstrated that their partner:

 

(i)        has or will have exhausted the paid parental leave provided by their employer, or

 

(ii)      has no access to employer paid parental leave.

 

(g)       A maximum of two employees (if both are working in the NSW Government Sector) can access Paid Parental Leave under this clause per birth, adoption, altruistic surrogacy or ongoing placement arrangement except in the event of an altruistic surrogacy where three employees (two intended parents and one surrogate are all employed in the NSW Government Sector) will be entitled to access Paid Parental Leave.

 

(h)       Where an employee takes paid parental leave in respect of an ongoing placement arrangement and later adopts, becomes the legal guardian or cares for the child (or children) or young person/s under a different legal order, the employee is not entitled to access a further period of paid parental leave in connection with the adoption, guardianship order or other legal order of the same child (or children).

 

(i)        In the event that an ongoing placement arrangement ceases, and the employee no longer has responsibility for the care of the child/children, the employee must notify the employer as soon as practicable. At the cessation of an ongoing placement, the remaining period of paid parental leave ceases. The employer and employee should discuss alternative leave arrangements and/or a return-to-work date.

 

21.3    Unpaid Parental Leave

 

(a)       In addition, an employee is entitled to unpaid parental leave where:

 

(i)        the employee, their partner or their legal surrogate gives birth; or the employee or their partner adopts; or the employee or their partner have a child placed in the care of the employee or their partner as part of an ongoing placement arrangement, and

 

(ii)      the employee has or will have responsibility for the care of the child that is born, adopted or placed in an ongoing placement arrangement, or

 

(iii)     the employee is a legal surrogate who gives birth.

 

(b)       Subject to this clause the employee shall be entitled to be granted unpaid parental leave as follows:

 

(i)        For a pregnant employee, a period up to 9 weeks prior to the expected date of birth; and

 

(ii)      For all eligible employees, a further period of up to 12 months after the actual date of birth.

 

(c)       An employee on parental leave does not have to return to work to access a further period of parental leave.

 

(d)       Where an employee combines paid and unpaid parental leave, the total period of parental leave taken cannot exceed 12 months except where an employee has applied to extend their period of unpaid parental leave under subclause 21.6.

 

21.4    Calculation of Paid Parental Leave

 

(a)       Paid Parental Leave including bonus parental leave is calculated at the employee’s ordinary rate of pay at the time they take leave.

 

(b)       Paid Parental Leave may be paid:

 

(i)        in advance as a lump sum;

 

(ii)      fortnightly as normal;

 

(iii)     fortnightly at half pay; or

 

(iv)     as a combination of full and half pay.

 

(c)       A full-time employee who is on part-time leave without pay when they start parental leave is paid:

 

(i)        at the full-time rate if they began part-time leave 40 weeks or less before starting parental leave; or

 

(ii)      at the part-time rate if they began part-time leave more than 40 weeks before starting parental leave and have not changed their part-time work arrangements during the 40 weeks; or

 

(iii)     at the rate based on the average number of weekly hours worked during the 40-week period if they have been on part-time leave for more than 40 weeks but have changed their part-time work arrangements during that period.

 

(d)       An employee who commences a subsequent period of parental leave for another child within 24 months of commencing an initial period of parental leave will be paid:

 

(i)        at the full-time or part-time rate, they received before starting the initial leave if they have not returned to work; or

 

(ii)      at a rate based on the hours worked before they took the initial leave if they have returned to work and reduced their hours during the 24-month period; or

 

(iii)     at a rate based on the hours worked before the subsequent period of leave if they have returned to work and not reduced their hours.

 

21.5    Concurrency of Paid Parental Leave

 

Employees can take all Paid Parental Leave concurrently except in circumstances where both parents are employed at the same workplace and operational requirements may prevent concurrent leave. In these instances, employees may take up to four weeks Paid Parental Leave concurrently with their partner. Employees may request to take more than four weeks Paid Parental Leave concurrently with their partner in accordance with subclause 21.6.

 

21.6    Flexibility for taking Paid Parental Leave

 

(a)       An employee may request to use their Paid Parental Leave entitlement in ways other than a single continuous period. The Department Head will consider this request based on operational requirements and the employee’s personal and family circumstances.

 

(b)       Employees in the same NSW Government Sector workplace may also request to take more than four weeks of parental leave concurrently.

 

(c)       The Department Head may refuse a request on reasonable grounds based on the effect on the Department’s workplace including but not limited to:

 

(i)        that the new working arrangements requested would be too costly for the Department;

 

(ii)      that there is no capacity to change the working arrangements of other employees to accommodate the new working arrangements requested;

 

(iii)     that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the new working arrangements requested;

 

(iv)     that the new working arrangements requested would be likely to result in a significant loss in efficiency or productivity; or

 

(v)       that the new working arrangements requested would be likely to have a significant negative impact on customer service.

 

(d)       The Department Head will consider and respond to the request in writing within 21 days.

 

(e)       If the Department Head agrees to the employee’s request to use their Paid Parental Leave entitlement in ways other than a single continuous period, the leave period must not extend beyond 24 months of the date of birth, adoption, altruistic surrogacy or ongoing placement of the child.  Any public holidays that fall during the leave will not extend the period of leave.

 

21.7    Other accrued leave in conjunction with parental leave

 

(a)       An employee may take available recreation leave or extended leave during the parental leave period as long as it does not extend the total period of parental leave.

 

(b)       An employee may take available recreation leave at half pay with parental leave provided that:

 

(i)        recreation leave at half pay is taken within the period of parental leave;

 

(ii)      the total period of parental leave is not extended beyond 24 months by the taking of recreation leave at half pay;

 

(iii)     the half-pay leave is converted to the full-time equivalent and treated as such for the purpose of accruing further recreation, extended and other leave at the full-time rate.

 

21.8    Pregnancy related illness and alternative duties

 

(a)       A pregnant employee who is sick during their pregnancy may take available paid sick leave, accrued recreation or extended leave, or sick leave without pay.

 

(b)       If a pregnant employee finds it difficult to perform their normal duties or there is a risk to their health or that of the unborn child, the Department Head must consult with the employee and take all reasonable steps to arrange safer alternative duties or adjustments.

 

(c)       Safer alternative duties or adjustments include but are not limited to:

 

(i)        having flexible working arrangements for when and where the employee performs their duties;

 

(ii)      changing duties temporarily;

 

(iii)     retraining;

 

(iv)     multiskilling;

 

(v)       redesigning their role.

 

(d)       If a pregnant employee gives the employer evidence that the employee is fit for work, but that it is inadvisable for the employee to continue in the employee’s normal duties, and safe alternative duties or adjustments cannot reasonably be provided, the Department Head must grant the employee paid no safe job leave until the end of the risk period, end of the employee’s pregnancy or expected commencement of parental leave, whichever is the earliest.

 

21.9    Further periods of parental leave

 

(a)       When an employee, their partner or their legal surrogate gives birth; or the employee or their partner adopts; or the employee or their partner have a child placed in the care of the employee or their partner as part of an ongoing placement arrangement while on parental leave, the employee is entitled to a further period of parental leave.

 

(b)       At the commencement of the new period of parental leave, any remaining unpaid parental leave from the former birth, adoption or ongoing placement arrangement ceases.

 

(c)       Any remaining paid parental leave from the former birth, adoption or ongoing placement arrangement may be retained but must be taken within 24 months of the former date of birth, adoption or altruistic surrogacy or placement of a child or children.

 

21.10  Leave for a pre-term birth

 

(a)       When an employee or their partner has a pre-term birth (before 37 weeks), the parent with caring responsibility is entitled to paid Special Pre-Term Parental Leave. This applies from the date of birth to the end of 36 weeks. Where both parents are NSW Government Sector employees, only one parent may access the leave.

 

(b)       An employee is entitled to paid special pre-term parental leave if they have or would have, if not for the pre-term birth, completed 40 weeks continuous service at the expected date of birth.

 

(c)       Paid Special Pre-Term Parental Leave starts from the date of the pre-term birth at full pay and the employee must take it in one continuous block up to the end of 36 weeks.

 

(d)       Immediately following the period of paid special pre-term parental leave and at the commencement of 37 weeks, special pre-term birth parental leave will cease, and an employee may commence parental leave in accordance with subclauses 21.2 and 21.3.

 

(e)       Where a pre-term child dies during a period of paid Special Pre-Term Parental Leave, the rest of that leave is replaced by up to 14 weeks’ Paid Parental Leave in accordance with subclause 21.2.

 

(f)        Employees cannot take paid Special Pre-Term Leave concurrently with any other form of leave.

 

(g)       When accessing paid Special Pre-Term Parental Leave, the employee must notify the Department Head as soon as practicable of:

 

(i)        the amount of leave required; and

 

(ii)      which other types of leave (if any) will follow the period of Special Pre-Term Parental Leave, including all paid and unpaid leave that employees propose to take, have applied for, or will take.

 

(h)       To access paid Special Pre-Term Parental Leave, the employee may need to provide evidence, such as:

 

(i)        a medical certificate showing the expected date of birth; or

 

(ii)      a statutory declaration or medical certificate confirming caring responsibility; or

 

(iii)     a medical certificate or a birth certificate showing the child’s actual date of birth.

 

21.11  Leave for a stillbirth

 

(a)       An employee who gives birth to a stillborn child has access to paid parental leave in accordance with subclause 21.2 or may elect to take available sick leave.

 

(b)       Where an employee’s partner gives birth to a stillborn child the employee can access two weeks Paid Parental Leave.

 

21.12  Leave prior to an adoption

 

(a)       In addition to the paid parental leave available at subclause 21.2, an employee seeking to adopt a child is entitled to up to two days unpaid special adoption leave to attend interviews or examinations as are necessary as part of the adoption process.

 

(b)       An employee may also use accrued leave entitlements or flexible working arrangements to attend interviews or examinations. This includes recreation leave, extended leave and where applicable, family and community service leave.

 

21.13  Right to request extension of unpaid parental leave and part-time return to work

 

(a)       To assist employees with parental responsibilities, an employee who has been granted parental leave in line with subclause 21.2, Paid Parental Leave, can apply to the Department Head to:

 

(i)        extend Unpaid Parental Leave for a further continuous leave period of up to 12 months provided the unpaid parental leave does not extend beyond 24 months from the birth, adoption or ongoing placement of the child; and/or

 

(ii)      return from full-time parental leave to work part time until the child reaches school age (including the option to return to work on part-time leave without pay).

 

(b)       An employee intending to apply to return from parental leave part time (in line with clause 10.13.1) must write to the Department Head as soon as practicable. An employee can give notice at any time up to four weeks before their proposed return or extension of leave, or later if the Department Head agrees.

 

(c)       The Department Head will consider the request and the employee’s circumstances and respond in writing. The Department Head can only refuse the request on reasonable grounds based on the effect on the workplace or the Department Head’s business. This could include:

 

(i)        that the new working arrangements requested would be too costly for the Department;

 

(ii)      that there is no capacity to change the working arrangements of other employees to accommodate the new working arrangements requested;

 

(iii)     that it would be impractical to change the working arrangements of other employees, or recruit new employees, to accommodate the new working arrangements requested;

 

(iv)     that the new working arrangements requested would be likely to result in a significant loss in efficiency or productivity; or

 

(v)       that the new working arrangements requested would be likely to have a significant negative impact on customer service.

 

(a)       An employee on parental leave may change the period of leave once without the consent of the Department by providing at least 14 days’ notice in writing. Further changes may be made with the consent of the Department Head. 

 

(b)       An employee who has returned to full-time duty without exhausting their entitlement to 12 months unpaid parental leave is entitled to revert to unpaid parental leave. This may be done once only, by providing a minimum of 4 weeks’ notice (or less if the Department agrees). 

 

21.14  Returning to work

 

(a)       An employee has the right to return to their former role if they have taken parental leave or returned to work part-time under right to request provisions, and they immediately resume duty after the approved leave or part-time work arrangement.

 

(b)       If the role occupied by the employee immediately prior to the taking of parental leave has ceased to exist, but there are other positions available that the employee is qualified for and is capable of performing, the employee will be appointed to a role of the same grade and classification as the employee’s former position.

 

(c)       An employee does not have the right to their former role if they return to work part time. If the Department Head approves an employee to return to work part time, the employee will be appointed to a role of the same grade and classification as their former role.

 

(d)       An employer must not fail to re-engage a regular casual employee (see section 53(2) of the Act) because:

 

(a)       the employee or employee’s spouse is pregnant; or

 

(b)       the employee is or has been immediately absent on parental leave.

 

The rights of an employer in relation to engagement and re-engagement of casual employees are not affected, other than in accordance with this clause.

 

21.15  Notice requirements

 

(a)       The Department Head must inform employees of their entitlements and obligations under this section when it is made aware that an employee or their partner is pregnant, expecting a child through an altruistic surrogacy arrangement, is having a child placed with them as part of an ongoing placement arrangement or is adopting a child.

 

(b)       An employee who is an intended parent in an altruistic surrogacy arrangement must notify the Department Head at least 8 weeks before the expected due date. The employee must give the Department Head a copy of the pre-conception surrogacy altruistic surrogacy agreement. This agreement is provided for in the Surrogacy Act 2010 and can be redacted as necessary to protect non-employees’ privacy.

 

(c)       To access parental leave, an employee must give the Department Head written notice, eight weeks or as soon as practicable, before the expected start of their parental leave, of:

 

(i)        their intention to take leave; and

 

(ii)      the child’s expected date of birth, adoption, altruistic surrogacy or ongoing placement; and

 

(iii)     the employee’s role as carer of their child for the parental leave period.

 

(d)       At least four weeks before the expected commencement of parental leave, the employee must advise the Department Head of:

 

(i)        the date they intend to start parental leave; and

 

(ii)      the date they expect to return to work.

 

(e)       Once an employee or their partner gives birth, they must notify the Department Head of the date of birth as soon as convenient.

 

(f)        If an employee changes their intentions because of a pre-term birth or stillbirth, they must notify the Department Head as soon as practicable.

 

(g)       Before and during Paid Parental Leave, an employee must notify the Department Head of any changes to their circumstances that might affect their eligibility for this leave as soon as possible.

 

21.16  Evidence requirements

 

(a)       To access Paid Parental Leave, the employee must provide evidence of the birth, adoption, altruistic surrogacy or ongoing placement arrangement:

 

(i)        for a birth related leave, a medical or birth certificate showing the child’s expected or actual date of birth;

 

(ii)      for adoption related leave, an integrated birth certificate or certificate of adoption;

 

(iii)     for altruistic surrogacy related leave, the provision of documentary evidence of the altruistic surrogacy agreement and a statutory declaration advising of the intention to make application for a parentage order as required under the Surrogacy Act 2010. A copy of the parentage order (redacted as needed) does not need to be provided before accessing Paid Parental Leave if the order is not available before that time but must be provided as soon as it is obtained;

 

(iv)     for an ongoing placement arrangement, a confirmation of placement letter provided by the Department of Communities and Justice, or their accredited designated agency as defined in XX.1.1(i).  A copy of the legal order as defined in XX.1.1(g) (redacted as needed) does not need to be provided before accessing Paid Parental Leave if the order is not available before that time but must be provided as soon as it is obtained.

 

(b)       To access bonus paid parental leave Department Head may require evidence of this such as:

 

(i)        documents from the partner’s employer; or

 

(ii)      a statutory declaration from the employee.

 

21.17  Communication requirements

 

(a)       Where an employee is on parental leave and a definite decision has been made to introduce significant change at the workplace, the Department Head will take reasonable steps to:

 

(i)        make information available in relation to any significant effect the change will have on the status or responsibility level of the role the employee held before commencing parental leave; and

 

(ii)      provide an opportunity for the employee to discuss any significant effect the change will have on the status or responsibility level of the role the employee held before commencing parental leave.

 

(b)       The employee will take reasonable steps to inform the Department Head of any significant matter that will affect the employee’s decision about:

 

(i)        the duration of parental leave;

 

(ii)      whether they intend to return to work; and

 

(iii)     whether they intend to request to return to work part time.

 

(c)       The employee will notify the Department Head of any changes to their address and contact details which may affect the Employer’s capacity to comply with clause 21.17.

 

22.  Leave Related to Miscarriage and Fertility Treatment

 

22.1    Leave for a miscarriage

 

22.1.1 When an employee or their partner miscarries, the employee is entitled to one week of paid Special Miscarriage Leave on each occasion a pregnancy ceases by way of miscarriage.

 

22.1.2 Paid Special Miscarriage Leave starts from the date of miscarriage. The employee must take this leave in one continuous block before they can take any other leave.

 

22.1.3 When accessing paid Special Miscarriage Leave, the employee must notify the Department Head as soon as reasonably practicable of:

 

(a)       the amount of leave required; and

 

(b)       the anticipated date of return to duty.

 

22.1.4 To access paid Special Miscarriage Leave an agency may request evidence, such as:

 

(a)       a medical certificate; or

 

(b)       an early loss certificate from the NSW Registry of Births, Deaths and Marriages.

 

22.2    Leave for fertility treatment

 

22.2.1 Employees can take up to one week of paid Special Fertility Treatment Leave each calendar year to undergo fertility treatment. This includes related medical appointments and travel required to access treatment.

 

22.2.2 Special Fertility Treatment Leave does not accumulate, and employees may take it in:

 

(a)       part days

 

(b)       single days

 

(c)       consecutive days.

 

22.2.3 Paid Special Fertility Treatment Leave is not available to the partner of the person undergoing fertility treatment.

 

22.2.4 When accessing paid Special Fertility Treatment Leave, the employee must notify the Department Head as soon as is reasonably practicable of:

 

(a)       the amount of leave required, and

 

(b)       when they expect to return to work.

 

22.2.5 To access paid Special Fertility Treatment Leave, the employee may need to provide a medical certificate that confirms the treatment.

 

23.  Domestic and Family Violence Leave

 

23.1    Definitions

 

For the purpose of this clause:

 

(a)       “Domestic violence” is any behaviour in an intimate, family or domestic relationship, which is violent, threatening, coercive, controlling or causes a person to live in fear for their own or someone else’s safety. It may be a pattern of ongoing controlling or coercive behaviour.

 

(b)       An “intimate relationship” refers to people who are or have been in an intimate partnership, whether or not the relationship involves or has involved a sexual relationship, for example, married, engaged to be married, separated, divorced, de facto partners, couple promised to each other under cultural or religious tradition, or who are dating.

 

(c)       A “family relationship” has a broader definition and includes people who are related to another through blood, marriage or de facto partnerships, adoption and fostering relationships, sibling, and extended family relationships. It includes the full range of kinship ties in Aboriginal and Torres Strait Islander communities, and extended family relationships. People living in the same house may also be in a domestic relationship if their relationships exhibit dynamics which may foster coercive and abusive behaviours.

 

(d)       Examples of behaviours that constitute domestic and family violence include but are not limited to:

 

(i)        physical and sexual violence;

 

(ii)      verbal abuse;

 

(iii)     emotional or psychological abuse;

 

(iv)     stalking and intimidation;

 

(v)       technology facilitated abuse;

 

(vi)     social and geographical isolation;

 

(vii)    financial abuse;

 

(viii)   cruelty to pets;

 

(ix)     damage to property; or

 

(x)       threats to be violent in the above ways.

 

23.2    Employees, including casual employees, are entitled to 20 days of paid domestic and family violence leave in each calendar year. This leave is not cumulative.

 

23.3    Paid domestic and family violence leave is not pro-rata for part-time or casual employees.

 

23.4    Employees can take paid domestic and family violence leave in part-days, single days, or consecutive days. There is not a minimum number of hours that an employee must take in a day.

 

23.5    Employees experiencing domestic and family violence may take domestic and family violence leave including for the following purposes:

 

(a)       seeking safe accommodation or establishing safety;

 

(b)       attending medical, legal, police or counselling appointments relating to their experience of domestic and family violence;

 

(c)       attending court and other legal proceedings relating to their experience of domestic and family violence;

 

(d)       organising alternative care or education arrangements for their children or person(s) in their care;

 

(e)       other activities that will help them to establish safety and recover from their experience of domestic and family violence; or

 

(f)        any other purpose associated with the impact of experiencing domestic and family violence which is impractical to do outside of their normal hours of work.

 

23.6    Domestic and family violence leave does not need to be approved before it can be accessed. However, employees should advise their employer of the need to take domestic and family violence leave as soon as possible.

 

23.7    The leave entitlement can be accessed without the need to exhaust other available leave entitlements first.

 

23.8    The employer should only require evidence of the occurrence of domestic and family violence in exceptional circumstances and should use their discretion when assessing whether evidence is needed, and if so, what type of evidence.

 

23.9    Evidence of the occurrence of domestic and family violence may include:

 

(a)       a document issued by the police, a court, a domestic violence support service or a member of the legal profession;

 

(b)       a provisional, interim or final Apprehended Violence Order (AVO), Apprehended Domestic Violence Order (ADVO), certificate of conviction or family law injunction;

 

(c)       a medical certificate;

 

(d)       a statutory declaration by the employee experiencing domestic and family violence; or

 

(e)       any other evidence that would satisfy a reasonable person that domestic and family violence has occurred.

 

23.11  Evidence provided by an employee should be sighted and must be returned to the employee. The evidence must not be retained by the employer or stored on the employee’s personnel file.

 

23.12  The intent of paid domestic and family violence leave is to provide employees with the same remuneration as they would have received, inclusive of penalties that would have applied, if they did not take the leave.

 

23.13  Full-time and part-time employees are entitled to be paid at their full rate of pay for the hours they would have worked had they not taken the leave.

 

23.14  Casual employees will be paid at their full rate of pay for the hours they were rostered for and would have worked had they not taken the leave. For the purposes of this clause, “Rostered” means the employer has offered specific hours of work and the casual employee has accepted that offer.

 

23.15  Employers must keep personal information about domestic and family violence (including information about support provided by the employer) confidential. This includes not recording instances of or information about domestic and family violence leave on:

 

(a)       payslips,

 

(b)       the employee’s personnel file, or

 

(c)       rosters.

 

23.16  Any information regarding an employee’s experience of domestic or family violence, including any domestic and family violence leave or supports provided (under this clause or otherwise), can only be accessed by senior HR personnel or, with the employee’s consent, a relevant senior manager.

 

23.17  Employers must not take adverse action against an employee because they:

 

(a)       have experienced, or are experiencing, domestic and family violence;

 

(b)       use the paid domestic and family violence leave provisions; or

 

(c)       are a casual employee who declines to take a shift they are not rostered for because they are attending to a matter connected with domestic and family violence at that time.

 

23.18  The employer will provide support to an employee experiencing domestic and family violence, including but not limited to the provision of flexible working arrangements, including changing working times, work locations, telephone numbers and email addresses.

 

24.  Leave for Employees Providing Support to People Experiencing Domestic and Family Violence

 

24.1    Employees providing care and support to a member of their family or household experiencing domestic and family violence may, if the criteria are met, access existing Family and Community Service Leave entitlements consistent with clause 18 or Personal/Carers Leave consistent with clause 20 of this award.

 

24.2    The “family” or “household” member that the employee is providing care and support to must meet the definition of these terms as defined in subclause 20.1.3(ii).

 

24.3    If the employer needs to establish the reasons for an employee accessing existing leave entitlements under these provisions, the employee may be required to provide evidence consistent with subclause 20.1.4 of this award or any other form of evidence that is considered acceptable by the employer such as a statutory declaration.

 

24.4    Evidence provided by an employee should be sighted and must be returned to the employee. The evidence must not be retained by the employer or stored on the employee’s personnel file.

 

25.  Anti-Discrimination

 

25.1    It is the intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age, and responsibilities as a carer.

 

25.2    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.

 

25.3    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.

 

25.4    Nothing in this clause is to be taken to affect:

 

25.4.1 any conduct or act which is specifically exempted from anti-discrimination legislation; offering or providing junior rates of pay to persons under 21 years of age;

 

25.4.2 any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977; and

 

25.4.3 a party to this award from pursuing matters of unlawful discrimination in any state or federal jurisdiction.

 

25.5    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.

 

26.  Flexible Work Organisation

 

26.1    In order to improve services to students or to improve employee’s working arrangements, the following process provides for the principal and employees of a school to vary the school’s organisation in the following manner:

 

26.1.1 The principal or employees may propose a variation to existing organisational/working arrangements.

 

26.1.2 The proposal must be capable of being implemented within the school’s overall current staffing entitlement.

 

26.1.3 The proposal must be agreed to by the principal and the majority of employees.

 

26.1.4 Consultation, where appropriate, must also take place with teaching staff, parents, students and relevant community groups.

 

27.  Secure Employment

 

27.1    Work Health and Safety

 

27.1.1 For the purposes of this subclause, the following definitions will apply:

 

(i)        A "labour hire business" is a business (whether an organisation, business enterprise, company, partnership, co-operative, sole trader, family trust or unit trust, corporation and/or person) which has as its business function, or one of its business functions, to supply staff employed or engaged by it to another employer for the purpose of such staff performing work or services for that other employer.

 

(ii)      A "contract business" is a business (whether an organisation, business enterprise, company, partnership, co-operative, sole trader, family trust or unit trust, corporation and/or person) which is contracted by another employer to provide a specified service or services or to produce a specific outcome or result for that other employer which might otherwise have been carried out by that other employer’s own employees.

 

27.1.2 Any employer which engages a labour hire business and/or a contract business to perform work wholly or partially on the employer’s premises will do the following (either directly, or through the agency of the labour hire or contract business):

 

(i)        consult with employees of the labour hire business and/or contract business regarding the workplace work health and safety consultative arrangements;

 

(ii)      provide employees of the labour hire business and/or contract business with appropriate work health and safety induction training including the appropriate training required for such employees to perform their jobs safely;

 

(iii)     provide employees of the labour hire business and/or contract business with appropriate personal protective equipment and/or clothing and all safe work method statements that they would otherwise supply to their own employees; and

 

(iv)     ensure employees of the labour hire business and/or contract business are made aware of any risks identified in the workplace and the procedures to control those risks.

 

27.1.3 Nothing in this subclause (a) is intended to affect or detract from any obligation or responsibility upon a labour hire business arising under the Work, Health and Safety Act 2011 or the Workplace Injury Management and Workers Compensation Act 1998.

 

27.2    Disputes Regarding the Application of this Clause

 

Where a dispute arises as to the application or implementation of this clause, the matter will be dealt with pursuant to the disputes settlement procedure of this award.

 

27.3    This clause has no application in respect of organisations which are properly registered as Group Training Organisations under the Apprenticeship and Traineeship Act 2001 (or equivalent interstate legislation) and are deemed by the relevant State Training Authority to comply with the national standards for Group Training Organisations established by the Australian National Training Authority Ministerial Council.

 

28.  Deduction of Union Membership Fees

 

28.1    The union will provide the employer with a schedule setting out union fortnightly membership fees payable by members of the union in accordance with the union's rules.

 

28.2    The union will advise the employer of any change to the amount of fortnightly membership fees made under its rules. Any variation to the schedule of union fortnightly membership fees payable will be provided to the employer at least one month in advance of the variation taking effect.

 

28.3    Subject to (28.1) and (28.2) above, the employer will deduct union fortnightly membership fees from the pay of any employee who is a member of the union in accordance with the union's rules, provided that the employee has authorised the employer to make such deductions.

 

28.4    Monies so deducted from employees' pay will be forwarded regularly to the union together with all necessary information to enable the union to reconcile and credit subscriptions to employees' union membership accounts.

 

28.5    Unless other arrangements are agreed to by the employer and the union, all union membership fees will be deducted on a fortnightly basis.

 

28.6    Where an employee has already authorised the deduction of union membership fees from his or her pay prior to this clause taking effect, nothing in this clause will be read as requiring the employee to make a fresh authorisation in order for such deductions to continue.

 

29.  Dispute and Grievance Resolution Procedures

 

29.1    Subject to the provisions of the Industrial Relations Act 1996, should any dispute (including a question or difficulty) about an industrial matter arise, then the following procedures will apply:

 

29.1.1 Should any dispute, question or difficulty arise as to matters occurring in a particular workplace, then the employee and/or the Union’s workplace representative will raise the dispute, question or difficulty with the principal/supervisor as soon as practicable.

 

29.1.2 An employee may request to be represented by a Union representative.

 

29.1.3 The principal/supervisor will discuss the matter with the employee and/or representative within two working days with a view to resolving the dispute, question or difficulty or by negotiating an agreed method and time frame for proceeding.

 

29.1.4 Should the above procedure be unsuccessful in producing a resolution of the dispute, question or difficulty or should the matter be of a nature which involves multiple workplaces, then the individual employee or the Union may raise the matter with an appropriate officer of the Department with a view to resolving the dispute, question or difficulty or negotiating an agreed method and time frame for proceeding.

 

29.1.5 Where the procedures in paragraph 29.1.4 do not lead to resolution of the dispute, question or difficulty, the matter will be referred to the Chief People Officer and the Secretary of the Union.  They or their nominees will discuss the dispute, question or difficulty with a view to resolving the matter or by negotiating an agreed method and time frame for proceeding.

 

29.2    Should the above procedures not lead to a resolution, then either party may make application to the Industrial Relations Commission of New South Wales.

 

29.3    Whilst the above procedures are being followed, normal work undertaken prior to notification of the grievance or dispute will continue unless otherwise agreed between the parties.  In the case of a dispute involving occupational health and safety normal work will proceed in such a manner to avoid any risk to an employee of the Department or member of the public.  If practicable, normal work will proceed in such a manner to avoid any risk to the health and safety of any employee or member of the public.

 

30.  No Extra Claims

 

30.1    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 the Award unless otherwise agreed by the parties.

 

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.

 

Parties are not prevented from commencing any proceedings with respect to the interpretation, application or enforcement of existing award provisions.

 

SCHEDULE A

 

MONETARY RATES

 

Clause 9 - Wages	Per week as from the first full pay period on or after 1.7.23	Per week as from the first full pay period on or after 1.7.24	Per week as from the first full pay period on or after 1.7.25	Per week as from the first full pay period on or after 1.7.26
	(4%)	(4%)	(3%)	(3%)
	$	$	$	$
Household Staff Grade 1 *
Kitchen Hand or Useful	909.90	952.50	981.10	1010.50
Cleaner	909.90	952.50	981.10	1010.50
Room Attendant	909.90	952.50	981.10	1010.50
Dining Room Attendant	909.90	952.50	981.10	1010.50
Laundry Attendant	909.90	952.50	981.10	1010.50
Stores Steward	909.90	952.50	981.10	1010.50
Household Staff Grade 2
Butcher (casual)	920.10	963.20	992.10	1021.90
Cook (unqualified)	920.10	963.20	992.10	1021.90
Household Staff Grade 3
Laundry Supervisor	947.90	992.30	1022.10	1052.80
Cook (qualified)	947.90	992.30	1022.10	1052.80
Dining Room Supervisor	947.90	992.30	1022.10	1052.80
Housekeeper/Cleaning Supervisor	947.90	992.30	1022.10	1052.80
Household Staff Grade 4
First Cook (qualified)	997.00	1043.70	1075.00	1107.30
Household Staff Grade 5
Catering Supervisor	1041.60	1090.40	1123.10	1156.80

 

*In accordance with Industrial Secretary & Ors v Public Service Association and Professional Officers’ Association Amalgamated Union of New South Wales & Ors (No 2) [2024] NSWIRComm 21, wage rates for the Household Staff Grade 1were adjusted to accord with the 2024 National Minimum Wage of $915.90 from 1 July 2024 and the increase of 4% has been applied to the adjusted rates of pay.

 

Table 2 - Allowances

 

	Weekly Rate effective from the first full pay period on or after 1.7.23 (4%) $	Weekly Rate effective from the first full pay period on or after 1.7.24 (4%) $	Weekly Rate effective from the first full pay period on or after 1.7.25 (3%) $	Weekly Rate effective from the first full pay period on or after 1.7.26 (3%) $
Clause 12.2 Broken Shift Allowance	13.72	14.27	14.70	15.14

 

 

 

D. CHIN J, Vice President

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.