NSW Ambulance Control Centre Officers (State) Award 2024

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by NSW Ministry of Health.

 

(Case No. 377200 of 2025)

 

 

AWARD

 

PART A

 

Arrangement

 

Clause No.        Subject Matter

 

1.        Definitions

2.        Salaries

3.        Conditions of Employment

4.        Classifications

5.        Roster of Hours

6.        Annual Leave

7.        On Call Rates

8.        Anti-Discrimination

9.        No Extra Claims

10.      Area, Incidence and Duration

 

PART B

 

Table 1 - Rates of Pay

Table 2 - Other Rates and Allowances

 

1.  Definitions

 

"Employer" means the Secretary of the Ministry of Health exercising employer functions on behalf of the Government of NSW (and includes a delegate of the Secretary).

 

"Union" means the Health Services Union New South Wales.

 

2.  Salaries

 

Employees shall be paid the salaries as set out in Table 1 - of Part B - Monetary Rates of this Award.

 

3.  Conditions of Employment

 

(i)       The following awards as varied or replaced from time to time shall apply except in so far as any term of any of those awards are inconsistent with this award:

 

NSW Ambulance Paramedics (State) Award, as varied or replaced from time to time; except for:

 

Clause 25(a) - do not apply

 

Clause 26(f) - do not apply

 

Clause 32(a) - do not apply, however subclauses 32(a)(i) through 32(a)(iv) do apply

 

Clause 33 - do not apply

 

In the event of any inconsistency between the above awards, the provisions in this award shall apply.

 

4.  Classifications

 

Non-Paramedic Work Levels

 

The Non-Paramedic Work Levels set out in subclauses (i) to (iii) below are intended to encompass Employees who are employed in or in connection with the provision of ambulance services but are not required by the Employer to be, or be in training to become, a registered paramedic.

 

(i)       Non-Paramedic - Entry Level

 

(1)      Non-Paramedic - Entry Level means a person employed in or in connection with the provision of ambulance services who is undertaking study and/or training to meet the requirements of a Non- Paramedic - Level 1 and otherwise meets the requirements of and is appointed to a Non-Paramedic - Entry Level position as determined by the Employer.

 

(ii)      Non-Paramedic - Level 1

 

(1)      Non-Paramedic - Level 1 means a person employed in or in connection with the provision of ambulance services and is appointed to a Non-Paramedic - Level 1 position as determined by the Employer.

 

(2)      Positions within Non-Paramedic - Level 1 may include (but are not limited to):

 

(A)      Ambulance Control Centre Officer means an employee who has successfully completed the requirements as set out for Trainee Ambulance Control Centre Officer and who is appointed to an Ambulance Control Centre Officer position identified as such by the Employer and has not been credentialed and recognised as qualified paramedic by the Employer.

 

(iii)     Non-Paramedic - Level 2

 

(1)      Non-Paramedic - Level 2 means an employee who meets the requirements of a Non-Paramedic - Level 1 as determined by the Employer and, in addition, meets the requirements of and is appointed to a Non-Paramedic - Level 2 position as determined by the Employer.

 

(2)      Positions within Non-Paramedic - Level 2 may include (but are not limited to):

 

(A)      Duty Control Centre Officer - Non-Paramedic means an employee who has successfully completed the requirements as set out for a Non-Paramedic Level 1 position and who has successfully completed the requirements for and is appointed to a Duty Control Centre Officer position identified as such by the Employer.

 

5.  Roster of Hours

 

(i)       The ordinary hours of duty prescribed by clause 23, Hours of Duty of the NSW Ambulance Paramedics (State) Award., shall be worked according to rosters which shall be exhibited at least four weeks before the commencement date of the roster and shall show the hours of duty for the agreed roster period or 28 days whichever is the greater. Casual employees are not subject to this clause.

 

6.  Annual Leave

 

(i)       Entitlement to Annual Leave

 

(a)       All employees: Annual leave conditions set out in this Award will prevail over those contained in the Annual Holidays Act 1944 to the extent necessary to resolve any conflict or ambiguity notwithstanding that the Annual Holidays Act 1944 continues to apply to all employees.

 

(b)      This clause has been amended to move employees from an annual accrual system, as provided for in the Annual Holidays Act 1944, to a progressive accrual system. The provisions of this clause that have been varied from antecedent awards should be interpreted in a way that avoids detriment to employees arising from the move from an annual to progressive accrual method.

 

(c)       Except as otherwise provided in this Award or via legislation, all employees shall accrue annual leave.

 

(1)       Annual leave will accrue progressively throughout an employee’s employment.

 

(2)       For a full-time employee, the rate of accrual shall be the equivalent of 152 hours of annual leave per year for classifications that work a 38 hour week.

 

(3)       For employees working less than full-time their accrual shall be proportionate and determined by the proportion of full-time hours they work.

 

(4)       The employer will ensure that all employees have the opportunity to take the annual leave they’ve accrued over a year of service no later than six months after the completion of that year of service.

 

(5)       An employee will not need to use annual leave on any day the employee would ordinarily have off such as a public holiday or, for Monday to Friday day workers, a weekend.

 

(6)       Upon the request of the employee the employer shall pay the employee’s pay for the period of annual leave in advance of the employee taking annual leave.

 

(7)       Except for the additional component of annual leave provided to shift-workers, the monetary value of annual leave shall not be paid to a worker in lieu of taking annual leave.

 

(8)       Where the employment of an employee who has accrued annual leave is terminated, the employer shall be deemed to have given the accrued but untaken annual leave to the employee as from the date of termination of the employment, and shall forthwith pay to the employee, in addition to all other amounts due to the employee, the employee’s ordinary pay for the period of annual leave. This applies to, and in respect of, annual leave accrued and not taken whether or not the worker concerned continues to be entitled (apart from this clause) to take it, and so applies as if the worker’s right to take it had accrued immediately before the date of the termination of the worker’s employment.

 

(9)       Nothing in the above subclause affects the obligation of an employer to give, or a worker to take, annual holidays in accordance with this award or under legislation.

 

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

 

(a)       Employees who take annual leave shall be paid ordinary salary plus either:

 

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

 

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

 

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

 

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

 

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

 

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

 

(f)       Where an employee transfers from one Public Health Organisation to another and their new employment commences the next business day after the conclusion of their former employment they will be entitled to have their accrued annual leave entitlement transferred to their new employment. The employee shall be eligible for the benefits of this clause as if they had not resigned from their former employment.

 

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

 

(h)      In respect of that annual leave elected to be accrued pursuant to the provisions of clause 31, Public Holidays of the NSW Ambulance Paramedics (State) Award., no annual leave loading or shift allowances and weekend penalties are payable.

 

7.  On Call Rates

 

(i)       This clause is to be read in conjunction with Clause 26, On Call, of the NSW Ambulance Paramedics   (State) Award, as varied or replaced from time to time

 

(ii)      The weekly on-call allowance as set out in Item 1 of Table 2A - Allowances of Section 8, Monetary Rates, shall apply in the following circumstances:

 

(1)      Employees required by the Employer to be on call on a roster other than a modified hours roster;

 

(2)      Employees employed on or before 31 July 1988 who are required by the Employer to be on call; or

 

(3)      Employees who are required by the Employer to be on call as part of a modified hours roster where the weekly on call allowance applies by agreement between the parties.

 

(iii)     The daily on-call allowance as set out in Item 2 of Table 2A - Allowances of Section 8, Monetary Rates, shall apply in all other circumstances where an employee is required by the Employer to be on call.

 

(iv)     The provisions of paragraphs (i) and (ii) of this clause shall not apply to resident employees in One- Officer Branch Stations, as defined in subclause (a) of clause 38, Accommodation of the NSW Ambulance Paramedics (State) Award.

 

(v)       Payment of the on-call allowance shall not apply during periods of Annual Leave or Long Service Leave.

 

8.  Anti-Discrimination

 

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

 

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

 

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

 

(iv)     Nothing in this clause is to be taken to affect:

 

(a)       Any conduct or act which is specifically exempt from anti-discrimination legislation.

 

(b)      Offering or providing junior rates to a person under 21 years of age.

 

(c)       Any act or practice of a body established to propagate religion which is exempted under Section 56(d) of the Anti-Discrimination Act 1977.

 

(d)      A party to this award from pursuing matters of unlawful discrimination in a State or federal jurisdiction.

 

(v)       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.

 

Notes:

 

(i)       Employers and employees may also be subject to Commonwealth anti- discrimination legislation.

 

(ii)      Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

‘Nothing in this Act affects any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion’.

 

9.  No Extra Claims

 

The parties have agreed to a Memorandum of Understanding on 18 September 2025 in relation to claims impacting this Award. Consequently, this clause does not preclude the parties from pursuing arbitrated outcomes in the Industrial Relations Commission, consistent with the terms of the MOU, which can take effect as determined by the Industrial Relations Commission.

 

The Industrial Relations Commission recognises that other than the matters dealt with in, or contemplated by the agreed MOU, or as otherwise  provided for in the Industrial Relations Act 1996, parties have given an undertaking not to pursue 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 clause 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.

 

10.  Area, Incidence and Duration

 

(i)       With the exception of the clauses listed in subclause (ii) below, this Award takes effect from 1 July 2025 and shall remain in force for a period of two years.

 

(ii)      The Employer is in the process of updating its systems to accommodate certain changes to conditions contained in this Award. Accordingly, the following clauses shall take effect as at the date the Employer advises the Union in writing that the clauses can be implemented:

 

Clause 4 - Roster of Hours

 

Clause 16 - Annual Leave

 

(iii)     Prior to this date, the equivalent provisions contained in the Health Employees’ Conditions of Employment (State) Award 2024 shall apply.

 

(iv)     The salaries and allowances in the third column of Table 1 - Salaries and Table 2 - Other Rates and Allowances of Part B, Monetary Rates, will apply from the first full pay period on or after (ffppoa) 1 July 2025 and the fourth column shall apply from the first full pay period on or after (ffppoa) 1 July 2026.

 

(v)       This Award shall rescind and replace NSW Ambulance Control Centre Officers (State) Award 2024 published 24 January 2025 (397 I.G. 387) and all variations thereof.

 

(vi)     This Award shall apply to employees of the New South Wales Health Service employed within NSW Ambulance in the classifications in clause 4, Classifications, under Section 115(1) of the Health Services Act 1997, or any successors, assignees or transmittees.

 

PART B

 

MONETARY RATES

 

Table 1- Salaries

 

In the period 1 July 2025 to the commencement of the first full pay period on or after 1 July 2025, the applicable rates of pay are those that applied immediately prior to the first full pay period on or after 1 July 2025.

 

Classification	Frequency	Ffppoa 01-Jul-2025 Increase 4% $	Ffppoa 01-Jul-2026 Increase 4% $
Ambulance Control Centre Officer - Non Paramedic
Trainee	Weekly	1480.87	1540.10
Year 1	Weekly	1522.86	1583.77
Year 2	Weekly	1552.09	1614.17
Duty Control Centre Officer - Non Paramedic
One Salary Rate	Weekly	2125.61	2210.63

 

Table 2 - On Call Allowance

 

Item	Clause	Allowance Description	Frequency	Ffppoa 01-Jul-2025 Increase 4% $	Ffppoa 01-Jul-2026 Increase 4% $
1	26	On Call Allowance (ACC) (D)	Per 24 hours	27.80	28.90
2	26	On Call Allowance (ACC) (W)	Weekly	111.30	115.80

 

 

 

I. TAYLOR J, President

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.