Taronga Conservation Society Australia Retail and
Restaurant Employees' Award 2024 - 2026
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Industrial Relations Secretary.
(Case No. 243257 of 2024)
|
Before The Honourable Justice Chin, Vice President
|
19 September 2025
|
AWARD
1.
Title
The Award is called the Taronga Conservation Society
Australia Retail and Restaurant Employees’ Award 2024-2027.
2.
Arrangement
Clause No. Subject Matter
1. Title
2. Arrangement
3. Definitions
4. Application
5. Area, Incidence and
Duration
6. No Extra Claims
7. General Conditions of
Employment
8. Availability of Award
9. Dispute Resolution
10. Workplace Flexibility and
Multi-skilling
11. Types of Employment
12. Multiple Contracts
13. Leave
14. Wage Increases and Wage
Rates
15. Payment of Wages
16. Wage Sacrifice for
Superannuation
17. Classification Requirements
18. Allowances
19. Insurance of Tools
20. Rosters
21. Ordinary Hours of Work
22. Rest Period
23. Shift Loadings
24. Overtime
25. Call Back
26. Starting and Finishing Work
27. Annual Leave
28. Annual Leave Loading
29. Sick Leave
30. Parental Leave
31. Long Service Leave
32. Domestic and Family
Violence Leave
32A. Leave for employees
providing support to people experiencing domestic and family violence
33. Public Holidays and Picnic
Days
34. Uniforms, Personal
Protective Clothing and Equipment
35. Secure Employment
36. Contractors and Volunteers
37. Anti-discrimination
38. Delegates and Trade Union
Activities
Schedule 1 - Wage Rates (Weekly)
Schedule 2 - Allowances
Appendix A - Classifications
Appendix B - Additional Leave Entitlements - Taronga Retail and
Restaurant Award
3.
Definitions
"Award" means the Taronga Conservation Society
Australia Retail and Restaurant Employees’ Award 2024-2027.
"Supervisor" means a person who supervises an
employee or employees covered by the Award.
“Employer” means the Department of Climate Change, Energy,
the Environment and Water at Taronga Conservation Society Australia (Taronga).
“Employee” means a person employed by the Department of
Climate Change, Energy, the Environment and Water at Taronga Conservation
Society Australia (Taronga) within the scope of this Award.
“Restaurant” means any restaurant or food outlet.
“Retail” means any retail outlet.
“Taronga” means any site operated by the Taronga
Conservation Society Australia.
"TZ" means Taronga Zoo, Bradleys Head Road,
Mosman, New South Wales.
"TWPZ" means Taronga Western Plains Zoo, Obley
Road, Dubbo, New South Wales.
"Union" means the United Workers’ Union, New South
Wales Branch.
4.
Application
4.1 The
parties to the Award are Taronga and the United Workers’ Union, New South Wales
Branch.
4.2 The
Award applies to and is binding on the parties to the Award and all ongoing,
temporary, casual and apprentice employees, employed by the Department of
Climate Change, Energy, the Environment and Water at Taronga in the
classifications of: Retail Sales Assistant, Retail Sales Supervisor, Retail
Sales Coordinator, Wait Staff, Kitchen Hand, Cook, Apprentice Chef, Chef,
Senior Chef and Duty Officer.
4.3 The
Award will regulate the terms and conditions of employment which were
previously regulated by the Restaurant & Employees (State) Award 2015 and
the Shop Employees (State) Award 2015.
4.4 There will be effective means of
consultation on matters of interest and concern, both formal and informal, at
all levels of the organisation, between the parties to this Award and
Employees.
5. Area, Incidence and Duration
5.1 This
Award rescinds and replaces the Taronga Conservation Society Australia Retail
and Restaurant Employees' Award 2022 – 2023, published 23 December 2022 (393
I.G. 999) and reprinted 8 December (395 I.G. 1621). This Award comes into
effect on 1 July 2024 and will remain in force for three years.
6.
No Extra Claims
6.1 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.
6.2. This
undertaking does not prevent the parties from continuing collaborative
discussions during the life of the Award to deliver additional enhancements to
remuneration and/or conditions of employment, and to achieve additional
industry wide and systemic efficiencies and productivity improvements to the
delivery of Government services to the public. Changes to conditions or
salaries may be jointly progressed and, if agreed, an application to vary the
Award may be made by consent prior to the nominal expiry of the Award.
6.3 Parties
are not prevented from commencing any proceedings with respect to the
interpretation, application or enforcement of existing award provisions.
7.
General Conditions of Employment
7.1 It
is the intention of the parties to this Award that all other conditions not
specified in this Award will be in accordance with the Government Sector Employment Act 2013 and the Government Sector
Employment Regulation 2014 as amended from time to time.
8.
Availability of Award
8.1 A
copy of the Award will be made available on the Taronga intranet. A printed copy can be obtained from the Human
Resources area if required.
9.
Dispute Resolution
9.1 A
dispute under this clause is a dispute about the interpretation or application
of the Award.
9.2 The
Vocational Training Order for Apprentices made under the Apprenticeship and
Traineeship Act 2001 will override any conflicting steps contained in this
clause.
9.3 The
objective of the procedures contained in this clause is the timely resolution
of disputes at the level they occur in the workplace.
9.4 Every
effort will be made to resolve a dispute as quickly as is practicably possible.
9.5 Without
prejudice to any party, while the procedures contained in this clause are being
followed, no stoppage of work or other form of limitation or work ban will be
applied.
9.6 Where
a bona fide and critical work health or safety issue exists, an employee will
not work in an unsafe environment and where appropriate will accept alternative
suitable work while the procedures contained in this clause are being applied.
9.7 An
employee who is a member of a Union may seek the advice or assistance of their
Union at any stage of the application of procedures contained in this clause.
9.8 A
Union, Taronga or an employee must receive reasonable notice, of not less than 24 hours, of any meeting they are required
to attend as part of the application of the procedures contained in this
clause.
9.9 A
matter in dispute will first be discussed between an employee and their
Supervisor with the aim of trying to resolve the matter within 5 working
days. If the dispute cannot be resolved
at this level or is of such a nature that it cannot be dealt with at this
level, the following subclause will apply.
9.10 The
matter in dispute will be discussed between the employee and/or their Union
representative and the relevant manager with the aim of trying to resolve the
matter within 5 working days. If the
dispute cannot be resolved at this level the following subclause will apply.
9.11 The
matter in dispute will be discussed with the employee and/or their Union
representative and representatives of the relevant manager and/or the Director
People, Culture and Learning or their delegate with the aim of trying to
resolve the matter within 5 working days.
9.12 Only
when all the above procedures contained in this clause have been exhausted and
the dispute remains unresolved, a Union or Taronga may
submit the dispute to the Industrial Relations Commission of New South Wales.
10.
Workplace Flexibility and Multi-Skilling
10.1 The
Union and Taronga are committed to workplace flexibility and multi-skilling so
that employees may perform a wide range of work, including work that is
incidental or peripheral to their main tasks or function, and/or requested by
Taronga to contribute to the development of a more strategic and
visitor-oriented operation. Taronga may direct an employee to carry out such
duties as are within the limits of the employee’s skill, competence and
training consistent with the classification structure of this award.
10.2 Employees
will be trained in basic skills that were previously regarded as the work of
the various trades. Regard will be had
for the training requirements of Apprentices.
Taronga will also support employees obtaining transferable accreditation
and recognised certificates when this is relevant to their work and to Taronga
Conservation Society Australia operational requirements.
10.3 Employees
will perform work that is within their skill, competence and training, provided
that such work is not designed to promote deskilling.
10.4 Employees
will fully co-operate with all other employees (including those not covered by
the Award) to ensure there are no artificial demarcations in work and will
communicate and consult with one another in a timely and open manner in an
endeavour to achieve this.
10.5 Taronga
may direct employees to perform duties and use the required tools and
equipment, if they have been properly trained in their use, provided that the
direction is consistent with the provision of a safe and healthy working
environment.
10.6 Employees
will not impose any limitation on supervisors or technical personnel, who are
qualified to do so, demonstrating the use of new equipment or machinery.
10.7 Employees
in one classification may be required by Taronga to temporarily perform the
duties of another classification, provided they have been suitably trained to
do so, and subject to the temporary assignment provisions of the Award.
11.
Types of Employment
11.1 An
employee will be engaged as an ongoing, temporary, casual or apprentice
employee.
11.2 An
employee may be required by Taronga to perform their duties on sites other than
Taronga Conservation Society Australia premises.
11.3 Taronga
may dismiss an employee without notice for serious misconduct or wilful
disobedience.
11.4 If
Taronga terminates an employee’s employment, Taronga will supply the employee
with a statement of service if they request it.
Ongoing Employment
11.5 An
ongoing employee is an employee engaged for a continuing period
of time subject to a probationary period on appointment.
11.6 A
probationary period may be for a period of up to 6 months and may be extended
for a further period not exceeding 12 months.
11.7 During
a probationary period, Taronga may terminate the employment of an ongoing
employee giving one week's notice.
11.8 An
ongoing employee may terminate their employment giving 2 weeks’ notice or the
payment/forfeiture of 2 weeks wages in lieu of notice.
11.9 If
an ongoing employee’s role becomes redundant, New South Wales Government policy
will apply.
11.10 After
the probationary period, Taronga may terminate the employment of an ongoing
employee in accordance with the Dealing with Misconduct and Dealing with
Unsatisfactory Performance clauses in this Award.
Temporary Employment
11.11 A
temporary employee is an employee engaged for a specified term fixed at the
outset of their employment.
11.12 A
temporary employee will be advised in writing that their employment is
temporary.
11.13 Taronga
or the employee may terminate the employment of a temporary employee giving one
week's notice.
Casual Employment
11.14 A
casual employee is an employee engaged to perform work by the hour and paid on
an hourly basis, employed by Taronga on a short or irregular basis, where
Taronga has no intention of continuing the employment and the employee has no
reasonable expectation of the employment continuing.
11.15 A
casual Retail employee will receive a 15% casual loading in addition to the
relevant wage rate prescribed in Schedule 1 of the Award to compensate them for
the casual nature of their employment and leave, except long service leave and
annual leave. A casual Retail employee
will also receive an allowance of 1/12th of the ordinary hourly rate to
compensate for annual leave.
11.16 A
casual Restaurant employee will receive a 20% casual loading in addition to the
relevant wage rate prescribed in Schedule 1 of the Award to compensate them for
the casual nature of their employment and leave, except long service leave and
annual leave. A casual Restaurant
employee will also receive an allowance of 1/12th of the ordinary hourly rate
to compensate for annual leave.
11.17 The
casual loading and casual annual leave allowance will not be paid on
overtime.
11.18 Casual
employees will be engaged for a minimum shift of 3 hours. A shift may be
terminated at or after 3 hours due to operational requirements.
11.19 Taronga
or the employee may terminate the employment of a casual employee by giving one
hour's notice.
11.20 Where
practicable, Taronga will provide casual employees with reasonable notice for
cancellation of a shift. However due to the unforeseen
circumstances and the nature of the tourism industry, shifts may need to be
varied or cancelled within this timeframe. A minimum of 2 hours
notice is required by an employee to cancel a shift.
Apprentices and Trainees
11.21 The
Vocational Training Order made under the Apprenticeship and Traineeship Act
2001 will override any conditions of employment for an Apprentice or Trainee
otherwise prescribed in the Award.
11.22 An
apprentice will be paid in accordance with Schedule 1 of the Award.
11.23 Progression
within the rates prescribed for the years of service for Apprentices and
Trainees will be in accordance with the Vocational Training Order made under
the Apprenticeship and Traineeship Act 2001.
Adult Apprentice
11.24 An
adult apprentice is an Apprentice engaged by Taronga Conservation Society
Australia after turning 21 years of age.
11.25 An
adult apprentice is to be paid the higher of the following rates:
(a) Year
1 80% of the level 3 adult minimum wage (Miscellaneous Award 2010 MA000104,
Apprentice Minimum Wages)
(b) Years
2, 3 and 4 to be paid under the adult minimum wage outlined in the above mentioned Miscellaneous Award.
12.
Multiple Contracts
12.1 An
employee may be engaged by Taronga in more than one type of employment or the
same type of employment but in a different classification under the Award
(multiple contracts).
12.2 Multiple
contracts are separate and distinct contracts of employment where each stands
alone in relation to the application of the Award or other relevant industrial
instruments, including for the purposes of payment of ordinary hours, overtime
and penalties. Employees working in multiple roles cannot claim payment of the
same allowance across different roles. The conditions for employees working
under multiple contracts can be no less favourable than the applicable Award.
12.3 An
employee will not be engaged under multiple contracts for work relating to the
employee’s area of expertise where such work would normally attract the payment
of overtime rates or shift loadings.
12.4 When
rostering employees under multiple contracts consideration will be given to
fatigue management.
13.
Leave
13.1 General leave conditions of employees under this Award
will be regulated in accordance with the provisions contained within this
Award, the Government Sector Employment Act 2013, Government Sector
Employment Regulation 2014 and the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 (Section 6 Leave).
13.2 Employees
employed on a part-time basis will accrue any leave on a pro-rata basis, which
will be determined on the number of approved contract hours worked in a pay
period.
14.
Wage Increases and Wage Rates
14.1 This
increase in remuneration or other conditions of employment will be processed as
soon as practicable after the finalisation of the award negotiations and on the
certification of the new award by the Industrial Relations Commission of New
South Wales.
14.2 Schedule
1 of the Award sets out the weekly wage rates for employees engaged full-time
in each classification and grade according to the wage increases prescribed in
this clause. The hourly wage rate for
employees engaged part-time will be calculated by dividing the relevant weekly
wage rate by 38.
14.3 The
wage increases provided for in the Award, insofar as they apply will only be
paid to those employees who are employed at the date of the making of the
Award.
15.
Payment of Wages
15.1 Wages
will be paid fortnightly to employees on a day specified by Taronga and paid by
direct deposit into a recognised financial institution account nominated by the
employee.
15.2 Taronga
will provide employees with pay advice electronically. An employee may, on
application to Taronga, be provided with the advice in paper form.
15.3 When
a Public Holiday occurs in the lead up to pay day, payment of additional monies
such as overtime, shift loadings and allowances may be paid in the following
pay period.
15.4 Where
there is an overpayment of wages, shift loadings or allowances, the employee
will be notified and consulted about repayment.
The following factors will be considered in determining the period over
which repayment is to be made:
(a) the
employee’s financial circumstances and commitments;
(b) the
circumstances involved in the overpayment; and
(c) the
amount of the overpayment.
16.
Wage Sacrifice for Superannuation
16.1 If
Taronga agrees, an employee may elect to sacrifice part of their wages payable
under Schedule 1 of the Award, for additional employer superannuation
contributions.
16.2 The
election is subject to the rules of the employees’ superannuation fund allowing
Taronga to pay additional employer contribution and the payment not attracting
Fringe Benefit or any other tax.
16.3 The
election must be made before the period of service to which the earnings
relate.
16.4 Additional
employer contributions are subject to the age based
limits set by the Australian Taxation Office.
16.5 Any
allowance, loading, payment for unused leave, weekly worker’s compensation or
other payment based on an employee’s wage, except payment for leave taken in
service, to which an employee is entitled under the Award or an Act, will be
calculated by reference to the wage which would have applied had the election
not been made.
17.
Classification Requirements
17.1 Refer to
Appendix A for full coverage of classifications and rates of pay.
18.
Allowances
18.1 The
allowances provided for in this clause are set out in Schedule 2 of the Award.
18.2 Where
an allowance is specified as a weekly rate and an employee who is entitled to
the allowance is engaged part time, the allowance will be paid on a pro rata
basis by dividing the weekly rate by 38 for an hourly rate to a maximum of the
weekly allowance.
Tool Allowance
18.3 A
weekly tool allowance will be paid to a Chef and an Apprentice for providing
and maintaining their own hand tools. All tools owned by employees and
Apprentices need to comply with WHS regulations and meet Taronga’s WHS
processes.
Temporary Assignment Allowance
18.4 Temporary assignment is the process of assigning an employee to a role
for a defined period with a specified end date. Temporary assignment may be at level, or to
a higher or lower classification.
18.5 Above-level temporary assignment
Above-level temporary assignments may
attract payment of a temporary assignment allowance. Above-level
temporary assignments of up to 12 months may be made on
the basis of a suitability assessment which includes:
Pre-screening for essential requirements
such as a qualification or licence
Resume
At least two capability-based assessments,
one of which is an interview and
Referee checks against the pre-established
standards for the role
Above-level temporary assignments for longer
than 12 months must be based on a comparative assessment resulting from
external advertising across the NSW Public Service. Comparative assessments
require a minimum of three capability based
assessments, one of which is an interview.
The amount of the
allowance payable to the employee who is temporarily assigned to another role
is the difference between the salary of the employee’s usual role and the point
in the salary range of the other role.
The proportionate
temporary assignment allowance paid is proportionate to the duties to be
performed. This is to be determined by the agency head and by mutual agreement
with the employee before the employee starts the temporary assignment.
First Aid Allowances
18.6 A
weekly senior first aid allowance will be paid to an employee who holds a
current Senior First Aid Certificate and who is appointed by Taronga to carry
out the duties of a Senior First Aid Officer.
18.7 A
weekly Occupational First Aid allowance will be paid to an employee who holds a
current Occupational First Aid Certificate and is appointed by Taronga as an
Occupational First Aid Officer.
18.8 An
employee who is temporarily appointed by Taronga to perform the duties of a
First Aid Officer while the appointed First Aid Officer is on leave for one
week or more, will be paid the relevant first aid allowance for the period
appointed.
18.9 The
allowances will be paid as a flat rate on all ordinary hours worked.
18.10 The
allowances will be as determined and adjusted from time to time pursuant to the
provisions of the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 or its successor or as amended from time to time.
Laundry Allowance
18.11 A
weekly laundry allowance will be paid to an employee when they are required by
Taronga to wear a uniform, including overalls, and where the cost of any
laundering is not borne by Taronga.
18.12 The
laundry allowance will be paid as a weekly allowance when an employee engaged
full-time works any part of a week or as a pro rata allowance for any part time
or casual employees.
18.13 The
laundry allowance is not payable when an employee is on leave.
Overnight allowance
18.14 An
overnight allowance will be paid where Taronga requests, and an employee agrees
to stay overnight on Taronga premises for a period outside/between the
employee’s normal rostered hours of duty.
The
overnight allowance is deemed to provide compensation for the overnight stay and also includes compensation for being on call during the
period and any work required to be completed up to a total of 1 hour
duration. Additional work required
outside a total of 1 hour will be paid at overtime rates.
This
allowance is payable when employees stay overnight such as, but not limited to
Roar and Snore, Billabong Camp and Zoofari.
The
allowance applicable is only when required to sleep over.
Bus Allowance
18.15 A
bus allowance will be paid on a per shift basis where an employee is
appropriately licensed and is required to drive a passenger bus on a rostered
shift.
19.
Insurance of Tools
19.1 Taronga
will insure an employee’s tools, used by them in the course of their
employment, against loss or damage by fire while on Taronga Conservation
Society Australia premises.
19.2 An
employee will provide a list of the tools insured if requested by Taronga.
19.3 An
employee will ensure that their tools are cared for and kept safely.
19.4 Taronga
will reimburse an employee for loss of tools, if the tools are lost by theft
from breaking and entering while they are being stored on the job at the
direction of Taronga.
20.
Rosters
20.1 Employees
may be rostered to suit Taronga Conservation Society Australia operational
requirements.
20.2 Taronga
will prepare rosters that are fair and equitable and meet work health and
safety requirements.
20.3 In
rostering employees, consideration will be given to the preferences and
personal commitments of individuals, wherever possible.
20.4 In
developing a roster for the next period, Taronga and employees will have regard
to the roster for the previous and subsequent periods.
20.5 Rosters
will be prepared 7 days in advance.
20.6 Rosters
may be changed as long as they comply with the terms
set out in Clause 21 - Ordinary Hours of Work of the Award.
20.7 Changes
to published rosters may be made inside 7 days by agreement between the Manager
and an employee.
20.8 An
employee will not be rostered to work more than one shift in any period of 24
hours, except by mutual agreement.
20.9 Taronga
requires employees to provide a minimum availability
to meet operational requirements and business needs. These requirements will be
communicated to employees during the recruitment and selection process and will
form part of the employment contract.
Availability requirements may change over time in accordance with
operational requirements.
21.
Ordinary Hours of Work
21.1 The
ordinary hours of work of full time employees are 152
hours in a 28 day period. Part time employees will be
contracted to work less than 152 hours in a four week
period however may be rostered up to 152 hours in any four
week period.
21.2 All
full-time and part-time employees will be rostered their ordinary hours of work
on the following basis:
(a) At
least once every two weeks an employee will be granted two consecutive days off
(b) Full-time
and part-time employees will work not more than 5 days per week or, by
agreement between the employer and the employee, not more than 20 days in a 4 week period.
(c) By
agreement between the employer and the employee, the maximum number of ordinary
hours which may be worked on any one day will be 12 hours (inclusive of meal
breaks).
(d) There
will be not less than a ten-hour break between finishing work (including
overtime) one day or shift and the commencement of work on the next day or
shift.
21.3 Where
a Restaurant employee works a broken shift, Taronga will pay the employee for
not less than 8 hours worked on any one shift. The shift will be spread over
not more than 2 periods within a span of not more than 14 hours inclusive of
meal breaks.
21.4 Restaurant
employees working a broken shift will be paid an allowance of one half of the
hourly ordinary rate of pay at the Wait Staff classification.
22.
Rest Period - Restaurant Employees
22.1 An
employee will be given a meal break of between 30 minutes and 1 hour after
working not more than 5 hours. The first meal break taken on any shift will be
unpaid. The second meal break will be a paid break, and the employee will be
paid a meal allowance for the second break the amount of which is set out in
the Allowances Table or given a meal.
22.2 If,
because the work the employee is doing means that the employee cannot take a
meal break by the end of 5 hours, the employer can ask the employee to work up
to a further hour before the employee takes the break, and that break will
become a paid break.
22.3 In
addition to the employee's meal break(s), an employee will be given a paid rest
break of ten minutes once during each work period of 5 hours.
22A.
Rest Period - Retail Employees
22A.1 When
and where it can be conveniently arranged by Taronga, an employee who works
more than four ordinary hours on any day will be allowed a paid rest break of
ten minutes.
22A.2 No
rest break will be given or taken within one hour of the employee's commencing
or ceasing time or within one hour before or after any meal break.
22A.3 An
unpaid meal break of between 30 minutes and one hour
will be given to employees who are rostered for more than five hours.
22A.4 An
employee who works nine hours or more on any day will be allowed two rest
breaks (each of ten minutes duration) if only one meal break is taken; or one
rest break of ten minutes if two meal breaks are taken.
23.
Shift Loadings
23.1 If
Taronga requires an employee to work, the employee will be paid the following
shift loadings:
(a) on
a Saturday time and a quarter of the ordinary rate of pay for all ordinary
hours worked (except if the Restaurant employee works a regular night shift
referred to in clause 23.2, or if the employee is a casual Retail employee
referred to in clause 23.3),
(b) on
a Sunday time and a half of the ordinary rate of pay for all ordinary hours
worked,
(c) on
a Public Holiday two and a half times the ordinary rate of pay for all ordinary
hours worked.
23.2 Where
a Restaurant employee works ordinary hours between midnight and 6.00am, they
are to be paid an extra 30% penalty for all time worked during these hours. If
the hours worked between midnight and 6.00am is greater than 50% of the total
shift, the employee will be paid a loading of 30% for all hours worked. This
loading excludes shifts worked on a Sunday or Public Holiday.
23.3 Retail
casual employees working on a Saturday will be paid an applicable allowance as
outlined in the Allowances Table in addition to the day’s pay.
23.4 The
penalties and loadings prescribed in this clause will not be taken into
consideration in calculating any payment for overtime or public holidays, or
for any period of leave including sick leave, annual leave and long service
leave.
24.
Overtime
24.1 Hours
worked at the direction of Taronga outside ordinary hours of work as set out in
this Award, will be overtime.
24.2 Taronga
may direct an employee to work a reasonable amount of overtime taking into account:
(a) an
employee’s prior commitments outside the workplace, particularly their family
responsibilities, community obligations and study arrangements; and
(b) the
urgency of the work required to be performed, the impact on Taronga’s
operational requirements and the effect on customer services.
24.3 Overtime
rates of pay for Retail employees will be time and one-half for the first two
hours on any one day and at the rate of double time thereafter, except on a
Sunday which will be paid for at the rate of double time.
24.4 Overtime
rates of pay for Restaurant employees will be time and one half of the ordinary
rate of pay for the first 2 hours worked and after that double time.
24.5 If
their manager agrees, an ongoing or temporary employee who works overtime may
elect to take time off work in lieu of payment for all or part of the overtime.
The time off will be calculated at the same rate as would have applied to the
payment of the overtime. The following provisions will apply to time off in
lieu:
(a) Before
the overtime is worked, or as soon as practicable on completion of overtime,
the employee will advise their manager, or the manager’s delegate, that they
intend to take time off in lieu of payment.
(b) The
time off in lieu must be taken at the convenience of Taronga, except when it is
being taken to look after a sick family member in accordance with Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009
(Section 6 Leave).
(c) Time
off in lieu accrued for overtime worked on days other than Public Holidays,
will be given and taken within three months of accrual. At the employee’s
election, time off in lieu for overtime worked on a
Public Holiday may be added to the employee’s annual leave credits and may be
taken in conjunction with annual leave.
(d) An
employee will be paid for the balance of any overtime entitlement not taken as
time off in lieu.
25. Call Back
25.1 An
employee recalled to work overtime for any reason
after leaving the premises (whether notified before or after leaving the
premises) will be paid for a minimum of 3 hours.
25.2 For
employees, where the recall is for the purpose of a disciplinary and/or
counselling interview and/or administrative procedures, an employee will be
paid a minimum of 2 hours at the relevant rate for each recall.
25.3 Where
the actual time worked is less than 3 hours on each recall, overtime worked in
the circumstances specified in this clause will not be regarded as overtime for
the purposes of Clause 22 Rest Period -Restaurant Employees and Clause 22A -
Retail Employees.
25.4 Time
worked will be calculated as one continuous period when an employee returns to
the workplace on a number of occasions in the same day
and the first or subsequent minimum pay period overlaps into the next call out
period. Payment will be calculated from
the start of the first recall until either the end of work, or the minimum pay
period from the start of the last recall, whichever is the greater.
25.5 A
recall to work starts when the employee starts work and finishes when the work
is completed i.e. it does not include time spent travelling to and from the
place at which work is to be done.
25.6 This
clause does not apply if an employee is regularly required to return to Taronga
premises to perform a specific job outside rostered hours or if overtime is
continuous (subject to a reasonable meal break) with the end or the beginning
of a rostered shift.
26.
Starting and Finishing Work
26.1 An
employee’s starting and finishing times of ordinary hours of work will be
calculated from the time they arrive at the actual job or work
station or signing on point, or from the time they are rostered to
commence work.
26.2 If
an employee is required to collect Taronga equipment before going to the work
site or return Taronga equipment at the end of work from a location other than
the actual work site or sites, then the starting and finishing times will
operate from the point of collection or return.
27.
Annual Leave
27.1 Taronga
employees are entitled to 4 weeks annual leave for working a whole year or pro
rata for part time employees.
28.
Annual Leave Loading
28.1 Employees
are entitled to an annual leave loading of 17.5% of the base salary of up to 4
weeks annual leave accrued in a leave year.
28.2 For
the purpose of calculating annual leave loading, the leave year will start on 1
December of each year and end on 30 November of the following year.
28.3 Payment
of annual leave loading will not be made on any annual leave taken in the first
leave year of employment, i.e. from the date of employment to the following 30
November. The loading accrued in the
first leave year will be paid during the second leave year of employment.
28.4 Leave
loading will be paid on the first occasion in a leave year (other than the
first leave year) when at least 2 consecutive weeks of annual leave is taken.
28.5 In
the event that a 2 week period of annual leave is not
taken by 30 November each year, then the monetary value of the annual leave
loading accrued over the previous year will be paid as soon as practicable.
28.6 An
annual leave loading will not be paid on resignation/dismissal arising from
misconduct.
28.7 Annual
leave loading will be paid on retirement or termination by Taronga, except for
misconduct, if the loading would have been due had the employee taken 2 weeks
annual leave.
29.
Sick Leave
29.1 Taronga
employees are entitled to sick leave provisions in accordance with the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009
(Section 6 Leave).
30.
Parental Leave
30.1 Taronga
employees are entitled to parental leave provisions in accordance with the
Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009
(Section 6 Leave).
31.
Long Service Leave
31.1 Taronga
employees are entitled to long service leave provisions in accordance with NSW Long Service Leave Act 1955.
32. Domestic and Family Violence Leave
32.1 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.
32.2 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.
32.3 Paid
domestic and family violence leave is not pro-rata for part-time or casual
employees.
32.4 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.
32.5 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.
32.6 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.
32.7 The
leave entitlement can be accessed without the need to exhaust other available
leave entitlements first.
32.8 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.
32.9 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.
32.10 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.
32.11 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.
32.12 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.
32.13 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.
32.14 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.
32.15 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.
32.16 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.
32.17 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.
32A.
Leave for Employees Providing Support to People Experiencing Domestic
and Family Violence
32.A1 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 leave entitlements provided under the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009 (Section 6 Leave) including:
(a) Family
and Community Service Leave; or
(b) Sick
Leave to Care for a Family Member.
32A.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 the Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009.
32A.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 the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 clause 80, Sick Leave – Requirements for
Evidence of Illness or any other form of evidence that is considered acceptable
by the employer such as a statutory declaration.
32A.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.
33.
Public Holidays and Picnic Days
33.1 Public
Holidays are: New Year's Day, Australia Day, Good Friday, Easter Saturday,
Easter Sunday, Easter Monday, Anzac Day, Queen's Birthday, Labour Day,
Christmas Day, Boxing Day, and any such other holiday that may be proclaimed as
a Public Holiday applicable to the operation of the Award.
33.2 The
first Monday in August each year will be a Picnic Day (in lieu of the Public
Service Holiday) and will be treated as a Public Holiday.
33.3 For
an employee who works according to an ordinary hours
roster that covers every day of the week, if a Public Holiday occurs on a
rostered day off they will be paid for an additional 7
hours and 36 minutes ordinary hours. Employees who do not work the seven-day
roster will not be entitled to this payment.
34.
Uniforms, Personal Protective Clothing and Equipment
34.1 Where
an employee is required to wear a uniform, Taronga will provide employees with
appropriate uniforms that will be allocated in accordance with the work
patterns of employees.
34.2 Allocations
to employees engaged part-time, and/or who are casual employees, will be
determined by Taronga according to the employee’s work patterns.
34.3 Employees
are required to wear uniforms provided by Taronga at all
times when performing their functions and will maintain their uniforms
in a neat, clean and presentable manner.
34.4 Protective
equipment and clothing, together with replacement uniform items, are provided
as needed. Unserviceable uniforms and
equipment must be returned when a request for replacement is made.
34.5 Uniforms,
protective clothing and other equipment issued by Taronga to employees will
remain the property of Taronga.
34.6 An
employee will return all items of protective equipment and clothing together
with any keys, identification cards and other items issued to them by Taronga
when they cease employment with Taronga.
34.7 If
an employee fails to return any uniform or protective clothing issued to them
by Taronga when they cease employment, Taronga may deduct the monetary value of
the uniform or protective clothing from the employee’s separation pay if the
employee has given Taronga prior written authority to do so. Taronga may require an employee to sign a
written authority on engagement or on receipt of the next issue of uniform and
protective clothing.
35.
Secure Employment
35.1 Objective
of this clause
The
objective of this clause is for Taronga to take all reasonable steps to provide
its employees with secure employment by maximising the number of ongoing roles
in Taronga’s workforce, in particular by ensuring that
casual employees have an opportunity to elect to become full-time or part-time
employees.
35.2 Casual
Conversion:
(a) A
casual employee engaged by Taronga on a regular and systematic basis for a
sequence of periods of employment under this Award during a calendar period of
6 months will thereafter have the right to elect to have his or her casual
contract of employment converted to ongoing full-time employment or part-time
employment if the employment is to continue beyond the conversion process
prescribed by this subclause.
(b) Taronga
will give the casual employee notice in writing of the provisions of this
subclause within 4 weeks of the employee having attained such period of 6
months. However, the employee retains his or her right of election under this
subclause if the employer fails to comply with this notice requirement.
(c) Any
casual employee who has a right to elect under subclause 34.2(a), upon
receiving notice under subclause 34.2(b) or after the expiry of the time for
giving such notice, may give 4 weeks’ notice in writing to Taronga that he or
she seeks to elect to convert his or her casual contract of employment to
ongoing full-time or part-time employment, and within 4 weeks of receiving such
notice from the employee, Taronga will consent to or refuse the election, but
will not unreasonably so refuse. Where Taronga refuses an election to convert,
the reasons for doing so will be fully stated and discussed with the employee
concerned, and a genuine attempt will be made to reach agreement. Any dispute
about a refusal of an election to convert an ongoing contract of employment
will be dealt with as far as practicable and with expedition through the disputes settlement procedure.
(d) Any
casual employee who does not, within 4 weeks of receiving written notice from
Taronga, elect to convert his or her casual contract of employment to ongoing
full-time employment or part-time employment will be deemed to have elected
against any such conversion.
(e) Once
a casual employee has elected to become and been converted to a full-time
employee or a part-time employee, the employee may only revert to casual
employment by written agreement with Taronga.
(f) If
a casual employee has elected to have his or her contract of employment
converted to full-time or part-time employment in accordance with subclause
34.2(c), Taronga and the employee will in accordance with this subclause, and
subject to subclause 34.2(c), discuss and agree upon
(i) whether the employee will convert to
full-time or part-time employment; and
(ii) if
it is agreed that the employee will become a part-time employee, the number of
hours and the pattern of hours that will be worked either consistent with any
other part-time employment provisions of this Award pursuant to a part time
work agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996
(NSW);
Provided
that an employee who has worked on a full-time basis throughout the period of
casual employment has the right to elect to convert his or her contract of
employment to full-time employment and an employee who has worked on a
part-time basis during the period of casual employment has the right to elect
to convert his or her contract of employment to part-time employment, on the
basis of the same number of hours and times of work as previously worked,
unless other arrangements are agreed between Taronga and the employee.
(g) Following
an agreement being reached pursuant to subclause 34.2(f), the employee will
convert to full-time or part-time employment. If there is any dispute about the
arrangements to apply to an employee converting from casual employment to
full-time or part-time employment, it will be dealt with as far as practicable
and with expedition through the disputes settlement
procedure.
(h) An
employee must not be engaged and re-engaged, dismissed or replaced in order to avoid any obligation under this subclause.
36.
Contractors and Volunteers
36.1 Contractors
may be engaged to perform work if it is impracticable for the work to be
carried out by employees because specialist skills and/or tools, plant or
equipment are unavailable; or the timeframe is unacceptable; or there are
competing priorities.
36.2 Where
contractors are engaged, Taronga will ensure that all relevant awards and
agreements are observed.
36.3 Employees
may be required to work cooperatively with contractors
and such work will not give rise to any claims for extra payments.
36.4 Taronga
will continue to support the efforts of volunteers whose services aim to
enhance the public’s experience while visiting Taronga.
36.5 Employees
may be required to work co-operatively with volunteers and/or students and such work will not give rise to any claims for
extra payments.
37.
Anti-Discrimination
37.1 The
parties bound by the Award respect and value equity and diversity in the
workplace.
37.2 It
is the intention of the parties bound by the 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, pregnancy, physical or mental disability, homosexuality, transgender
identity, age, and carer’s responsibilities.
37.3 It
follows that in fulfilling their obligations under the dispute resolution
procedures prescribed in the Award, the parties have obligations to take all
reasonable steps to ensure that the operation of the provisions of the 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 that, by its terms or operation, has a direct or
indirect discriminatory effect.
37.4 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.
37.5 Nothing
in this clause is to be taken to affect any conduct or act which is
specifically exempted from anti-discrimination legislation;
(a) offering
or providing junior rates of pay to persons under 21 years of age;
(b) any
act or practice of a body established to propagate religion which is exempted
under section 56(d) of the Anti-Discrimination Act 1977
(c) a
party to the Award from pursuing matters of unlawful discrimination in any
State or Federal jurisdiction.
37.6 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.
38.
Delegates and Trade Union Activities
Right of Entry of Union Officials
38.1 A
Union official or officer may enter Taronga property at any time during working
hours for the purposes of conducting Union business provided that prior to an
anticipated visit they make contact with the nominated
manager, or other senior manager, to outline the reason for and timing of the
visit.
38.2 A
Union official or officer has the right to meet with their members when they
are not working. Where they request to
meet with their members during work time this is subject to the needs of
Taronga operations and must be approved by the relevant manager.
38.3 A
Union official or officer will at all times be bound
by the rules and standards of Taronga whilst on Taronga property including
undertaking site inductions when they intend to visit the site on a regular or
ongoing basis and complying with security procedures for admission onto the
property.
38.4 A
Union official will have regard for the provisions of the Industrial
Relations Act 1996.
Delegates
38.5 A
delegate is an employee who has been elected by fellow employees to be their
Union representative and whose name has been registered with Taronga by the
relevant Union.
38.6 A
Union official may contact a delegate at work if they first contact the
relevant manager, or other Taronga nominated representative, to make arrangements for the contact with the delegate at a
convenient time.
(a) Taronga
will cooperate with a Union to release and pay delegates, at ordinary hours
rates of pay, for up to 12 days over two years per union, to attend agreed
Union courses in cases whereas there is prior consultation with Taronga about
the course content and the ability to release particular
employees from the job;
(b) the
course is aimed at improving industrial relations and deals with relevant
matters including SafeWork NSW and Work Health and Safety;
(c) where
relevant, there is an opportunity for Taronga participation in or contribution
to the course.
Payroll Deductions for Union Membership Subscriptions
38.7 Taronga
will make fortnightly deductions of the fortnightly union membership fee from
the pay of an employee who is a member of a Union in accordance with the
Union’s rules, provided that
(a) the
employee has authorised Taronga to make such deduction;
(b) a
Union has provided Taronga with a schedule setting out union fortnightly
membership fees payable by members of the Union in accordance with the Union’s
rule
(c) the
Union has advised Taronga of any change of the fortnightly membership fee,
consequent upon a variation of the annual union membership fee as provided in
the Union rules, at least one month in advance of the variation taking effect,
with no more than two variations to be effected in any
financial year;
(d) deduction
of the fortnightly membership fee will only occur in each pay period in which
payment has or is to be made to an employee;
(e) as
soon as practicable after the fortnightly pay period has been processed, monies
deducted from employees’ pay will be forwarded fortnightly to the Union by way
of electronic funds transfer, together with all necessary information to enable
the Union to reconcile and credit subscriptions to employees’ Union membership accounts;
(f) no
fortnightly membership fee will be deducted for periods where an employee is
absent on leave without pay, including unpaid parental, sick or carers’ leave;
(g) for
casual employees the fortnightly membership fee will only be deducted, if the
casual employee has worked within the relevant fortnightly pay period; and
(h) where
an employee has already authorised the deduction of union membership fees from
their 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.
Schedule 1
|
Classification
|
Weekly
3 July 23
$
|
Weekly
1 July 24
$ (4%)
|
Weekly
14 July 25
$ (3%)
|
Weekly
6 July 26
$ (3%)
|
|
Retail Sales Assistant
|
872.50
|
952.70*
|
981.30
|
1,010.70
|
|
Retail Sales Supervisor
|
901.50
|
984.40*
|
1,013.90
|
1,044.30
|
|
Retail Coordinator - TWPZ
|
917.10
|
1,001.40
|
1,031.40
|
1,062.30
|
|
Retail Coordinator - TZ
|
1,146.80
|
1,192.80
|
1,228.60
|
1,265.50
|
|
Kitchen Hand
|
795.40
|
952.70*
|
981.30
|
1,010.70
|
|
Wait Staff
|
820.70
|
983.10*
|
1,012.60
|
1,043.00
|
|
Duty Officer
|
999.20
|
1,039.40
|
1,070.60
|
1,102.70
|
|
Cook
|
859.20
|
1,029.20*
|
1,060.10
|
1,091.90
|
|
Apprentice Chef (% of Senior Chef wage)
|
|
|
|
|
|
Year 1 - 46%
|
515.20
|
617.20
|
635.70
|
654.80
|
|
Year 2 - 54%
|
604.80
|
724.50
|
746.30
|
768.70
|
|
Year 3 - 67%
|
750.40
|
898.90
|
925.90
|
953.70
|
|
Chef
|
|
|
|
|
|
Level 1
|
938.70
|
1,124.50
|
1,158.20
|
1,192.90
|
|
Level 2
|
999.20
|
1,197.00
|
1,232.90
|
1,269.90
|
|
Level 3
|
1,031.30
|
1,235.40
|
1,272.50
|
1,310.70
|
|
Senior Chef
|
1,120.00
|
1,341.70
|
1,382.00
|
1,423.50
|
|
Applicable Junior rates for Retail Sales Assistant, Wait Staff
and Kitchen Hand:
|
|
|
|
|
|
Age:
|
|
|
|
|
|
17 years and under - 62%
|
|
|
|
|
|
18 years of age - 70%
|
|
|
|
|
|
19 years of age - 80%
|
|
|
|
|
|
20 years of age - 90%
|
|
|
|
|
*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, these wage rates were adjusted to accord with the 2024 National Minimum
Wage of $915.90 from 1 July 2024 and the increase of 3.5% applied to the
adjusted rate of pay.
SCHEDULE 2
Allowances
|
|
|
3 July 23
|
1 July 24
|
14 July 25
|
6 Jul 26 (3%)
|
|
Laundry Allowance
|
|
$14.05 per week
|
$14.60 per week
|
$15.05 per week
|
$15.50 per week
|
|
Meal Allowance
|
|
$16.10 per meal
|
$16.75 per meal
|
$17.25 per meal
|
$17.75 per meal
|
|
Tool Allowance
|
|
$1.00 per week
|
$1.05 per week
|
$1.10 per week
|
$1.15 per week
|
|
Senior First Aid Allowance
|
|
$19.50 per week
|
$20.30 per week
|
$20.90 per week
|
$21.55 per week
|
|
Overnight Allowance
|
|
$33.70 per shift
|
$35.05 per shift
|
$36.10 per shift
|
$37.20 per shift
|
|
Occupational First Aid Allowance
|
|
$29.30 per week
|
$30.45 per week
|
$31.35 per week
|
$32.30 per week
|
|
Bus Allowance
|
|
$6.00 per shift
|
$6.25 per shift
|
$6.45 per shift
|
$6.65 per shift
|
|
Insurance of Tools
|
|
$1,495.00
|
$1,495.00
|
$1,495.00
|
$1,495.00
|
|
Retail Employees Saturday allowance
|
|
|
|
|
|
|
Under 21 years - shift length up to 4
hours
|
|
$6.20 per week
|
$6.45 per week
|
$6.65 per week
|
$6.85 per week
|
|
Adult - shift length up to 4 hours
|
|
$9.55 per week
|
$9.95 per week
|
$10.25 per week
|
$10.55 per week
|
|
Under 21 years - shift length 4 hours and
over
|
|
$10.60 per week
|
$11.00 per week
|
$11.35 per week
|
$11.70 per week
|
|
Adult - shift length 4 hours and over
|
|
$19.50 per week
|
$20.30 per week
|
$20.90 per week
|
$21.55 per week
|
Appendix A
CLASSIFICATIONS
The provisions of
this clause will not limit Taronga from allocating to an employee
other duties consistent with Clause 10 – Workplace Flexibility and
Multi-skilling of the Award or changing with written advice, the expected
nature and mix of duties consistent with the classification requirements. The
classification requirements outlined below list key duties employees are
expected to perform or have the ability to perform.
All employees are expected to comply with Taronga’s policies and procedures,
Customer Service Charter and Work, Health and Safety Charter.
Retail Sales Assistant
The role of the
Retail Sales Assistant is to enhance the guest experience and maximise retail
sales by providing excellent customer service in Taronga’s retail stores and
animal experience stations. Key duties include but are not limited to:
Greeting
guests who enter the retail outlet
Having
strong product knowledge of Taronga’s retail offerings to be able to up sell
and explain the link with Taronga’s vision
Responsible
for cash and card payments
Receiving
and preparing sale and display of goods including maintaining store
presentation (including prams), light cleaning and stocking shelves
Enhancing
guest experience by providing photography opportunities with animal encounters
Retail Sales Supervisor
The role of the
Retail Sales Supervisor is to lead the retail sales team to maximise retail
sales and enhance the visitor experience through high level customer service.
In addition to the duties of the Retail Sales Assistant, key duties include but
are not limited to:
Leading,
mentoring and coaching the Retail Sales team to deliver high quality customer
service experiences.
Demonstrating
high levels of store operational management including cash management,
balancing cash registers, receipts and daily takings, visual mechanising, stock
level management, housekeeping, staff direction and daily briefings, customer
service and end of day reporting,
Retail Sales Coordinator TWPZ
The role of the
Retail Sales Coordinator TWPZ is to lead the retail sales team to maximise
retail sales and enhance the guest experience through high levels of customer
service. In addition to the duties of the Retail Sales Supervisor, key duties
include but are not limited to:
Maintaining
and coordinating the retail outlet to maximise sales and ensure efficient day
to day operations
Supervising
and rostering the Retail Sales team to
deliver high quality customer service experiences in order to
provide excellent guest experience and promote repeat visitation
Managing the stock deliveries, stock
taking and store merchandising
Retail Sales Coordinator TZ
The role of the
Retail Sales Coordinator TWPZ is to lead the retail sales team to maximise
retail sales and enhance the guest experience through high levels of customer
service. In addition to the duties of the Retail Sales Supervisor, key duties
include but are not limited to:
Daily
coordination and operational communication of all TZ shops
Operational
management of the TZ Top Shop
Coordination
of operations of retail outlets during events
Support
the Retail Sales Manager with recruitment and staff management as required
Possess
and maintain a current Senior First Aid Certificate or Occupational First Aid Certificate;
Kitchen Hand
The role of the
Kitchen Hand is to provide support for kitchen staff in all areas of kitchen
operation by maintaining high levels of quality customer service with all
stakeholders. The duties of the Kitchen Hand include but are not limited to:
Obtaining and maintaining a
NSW Statement of Attainment
in Food Handling
Cleaning, tidying and setting up of kitchen,
food preparation and customer service areas
Washing and cleaning equipment, crockery and
utensils
Assembly and preparation of ingredients for
cooking
Setting, clearing and wiping down tables
Handling, sorting, storing and distributing
food items
Maintaining a high level of food safety by
following all food safety processes
Wait Staff
In addition to the
duties of the Kitchen Hand, the role of the Wait Staff is to deliver high
quality customer service to provide excellent guest experience and promote
repeat visitation by providing excellent front-of-house waiting and bar
services. The duties of the Wait Staff include but are not limited to:
Undertaking
general waiting food and beverage duties, including preparing and clearing
tables, greeting and seating guests, taking orders, serving food and beverages
and general cleaning
Heating
pre-prepared meals and/or preparing simple food items such as sandwiches and
salads
Receipting
of monies (cash and electronic), giving change and operating cash registers
Supplying,
dispensing or mixing of liquor, including cleaning of bar areas and equipment,
preparing the bar for service, taking orders and serving drinks and assisting
in the cellar
Obtaining
and maintaining a NSW Responsible Service of Alcohol
when required to supply, dispense or mix liquor, including cleaning of bar
areas and equipment, preparing the bar for service, taking orders and serving
drinks and assisting in the cellar
Receiving,
storing and distributing goods
Maintaining
a high level of food safety
Cook
The role of the Cook
is to prepare, cook and present a range of food items that are
of the highest quality at all times to provide a first
class culinary guest experience.
The duties of the Cook include but are not limited to:
Obtaining and maintaining a
NSW Statement of Attainment
in Food Handling
Preparing and cooking a range of food items
such as breakfasts, grills and snacks for guests, whilst delivering high
quality customer service.
Maintaining a high level of food safety.
Maintaining consistently high levels of guest
satisfaction ensuring a high quality cost effective
service is provided
Providing instruction to the Apprentice chef,
Kitchen Hand and Wait Staff
Apprentice Chef
The role of the apprentice chef is to assist the chef in
providing a high standard of food by way of preparation, cooking and
presentation whilst ensuring best practice food and kitchen hygiene practices
are met. The duties of the apprentice
chef include but are not limited to:
Obtaining and maintaining a
NSW Statement of Attainment
in Food Handling
Undertaking and learning all the different
aspects of Commercial Cookery that is required as part of the Chef
Apprenticeship including appropriate TAFE role requirements, training and
assessments
Ensuring work carried out meets Taronga
stakeholder needs and legislative and statutory requirements.
Identifying and communicating issues impacting on operations and guests
Chef
The role of the Chef is to manage the day
to day operational activities within the Kitchens of Taronga by
providing a high standard of food preparation, cooking and presentation whilst
ensuring best practice food and kitchen hygiene practices are met. Progression between Chef Level 1 to Chef
Level 2 to Chef Level 3 will be based on merit selection processes when
vacancies arise or on an operation requirements and business needs basis. The
duties of a Chef include but are not limited to:
Obtaining
and maintaining a NSW Food Safety Supervisor
Certificate
Completion
of an apprenticeship or appropriate trade qualifications in cookery, butchery,
baking or pastry cooking
Establishing
and maintaining a first class culinary experience
across multiple food outlets including preparing and cooking food as per
Taronga menus
Planning
menus and determining food and labour costs in consultation with stakeholders
Demonstrating
techniques to apprentices and advising on cooking procedures
Maintaining
and enforcing a high level of food safety
Manage
complex stakeholder relations, expectations and competing priorities in a busy
hospitality environment.
Maintain
professionalism, tact and diplomacy when working within a high paced
environment.
Supervising
and training staff
Senior Chef
In addition to the
duties of Chef, the key duties of the Senior Chef include but are not limited
to:
Completion
of appropriate additional training
Supervising
other trade qualified cooks, recruitment, training and rostering
Coordinate stocktake across all departments
Purchase
and maintain equipment kitchen items including cooking utensils, dishwashers
Budgeting
including raising purchase orders, investigating Profit/Loss
Liaising
with internal and external stakeholders including current and potential
suppliers and contractors
Create
and implement policies and best practices for food safety, hygiene and Work
Health Safety
Possess
and maintain a current Senior First Aid Certificate or Occupational First Aid Certificate;
Duty Officer
The role of the Duty
Officer is to provide and maintain high quality customer service standards. Key
duties include but are not limited to:
Managing
complex stakeholder relations, competing priorities and visitor expectations
Delivering
a high quality customer service experience to guests
at Taronga
Assisting
in coordinating, training and supervising employees
Resolving
guest issues to ensure that complaints are dealt with effectively and complex
issues are escalated accordingly.
Ensuring
the smooth operation of the day-to-day operations of the three accommodation
outlets in the absence of senior management and assisting the frontline teams
in these areas to address, report, and escalate any issues.
Responding
to emergencies and initiating the appropriate response in accordance with
Taronga Emergency and after-hours procedures.
Obtain
and maintain a Senior First Aid or Occupational First Aid Certificate
Monitoring
and ensuring compliance with RSA regulations during bar service.
Be
responsible for the daily reconciliation of in-house and departing guest
accounts across the accommodation outlets, ensuring compliance with Taronga
cash handling and finance procedures.
Appendix B
ADDITIONAL LEAVE
ENTITLEMENTS - TARONGA RETAIL AND RESTAURANT AWARD
The table below outlines all the leave provisions contained
in the Crown Employees (Public Service Conditions of Employment) Reviewed Award
2009 (Section 6 Leave) which employees covered by the Taronga Retail and
Restaurant Award have access to.
The Taronga Retail and Restaurant Award outlines
entitlements to Annual Leave, Annual Leave Loading, Long Service Leave and
Public Holidays.
|
Leave Type (from Crown Employees (Public
Service Conditions of Employment) Reviewed Award 2009
|
|
Family and Community Service Leave
|
|
Leave Without Pay
|
|
Military Leave
|
|
Observance of Essential Religious or Cultural Obligations
|
|
Parental Leave (including maternity leave, adoption leave
and other parent leave)
|
|
Purchased Leave
|
|
Sick Leave
|
|
Sick Leave – Requirements for Evidence of Illness
|
|
Sick Leave to care for a family member
|
|
Sick Leave – Workers Compensation
|
|
Sick Leave – Claims other than Workers Compensation
|
|
Special Leave (including Jury Service, Witness at Court,
Examination Leave, Union Activities)
|
|
Leave for Matters Arising from Domestic Violence
|
D. CHIN J, Vice President
____________________
Printed by
the authority of the Industrial Registrar.