Social and Community Services
Employees (State) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
FULL BENCH
Application by Australian
Services Union of N.S.W., Industrial Organisation of Employees.
(Nos. IRC 4379 and 4380 of
2003)
Before The Honourable
Justice Wright, President
|
3 March 2006
|
Mr Deputy President
Grayson
|
|
Commissioner McLeay
|
|
AWARD
1. Index
Clause No. Subject Matter
Part I - Index, Definitions
1. Index
2. Definitions
Part II - Engagement Of Employees
3. Terms of
Engagement
4. Full-Time
Employees
5. Part-Time
Employees
6. Fixed
Term Employees
7. Casual
Employees
8. Live-In
Employees
9. Traineeship
Part III - Hours Of Work
10. Hours of
Work
11. Overtime
12. Time Off
in Lieu of Overtime
13. Call Back
14. Shift Work
15. Roster of
Hours
16. Excursions
17. Meal
Breaks
18. Breaks
Between Shifts and Overtime
Part IV - Classifications, Exemptions, Exclusions, Wages
And Superannuation
19. Classifications,
Exemptions and Exclusions
20. Translation
21. Rates of
Pay
22. Regrading
and Classification Committee
23. Incremental Placement and Advancement
24. Higher
Duties
25. Superannuation
26. Payment of
Wages
27. Salary
Packaging
28. Time and
Pay Records
29. State Wage
Case
Part V - Allowances, Expenses And Amenities
30. Sleepover
Allowance
31. First-Aid
Allowance
32. On-Call
Allowance
33. Motor
Vehicle Allowance
34. Expenses
35. Amenities
Part VI - Leave
36. Sick Leave
37. Annual
Leave
38. Annual
Leave Loading
39. Long
Service Leave
40. Calculation
of Continuous Service
41. Public
Holidays
42. Personal
Carer's Leave
43. Bereavement
Leave
44. Parental
Leave
45. Leave
Without Pay
46. Jury
Service
Part VII - Grievance And Disputes Settling Procedure,
Termination And Organisational Change And Redundancy
47. Grievance
and Disputes Settling Procedure
48. Termination
of Employment
49. Organisational
Change and Redundancy
Part VIII - Miscellaneous Provisions
50. Occupational
Health and Safety
51. Protective
Clothing and Safety Equipment
52. Anti-Discrimination
53. Employees'
Indemnity
54. Posting of
Award
55. Union
Notices
56. Right of
Entry
57. Labour
Flexibility
58. General
Savings
59. Area
Incidence and Duration
Part IX - Monetary Rates
Table 1 - Rates of pay - effective first full pay period
to commence on or after 3 March 06
Table 2 - Rates of pay - effective first full pay period
to commence on or after 1 July 2006
Table 3 - Rates of pay - effective first full pay period
to commence on or after 1 July 2007
Table 4 - Rates of pay - effective first full pay period
to commence on or after 1 July 2008
Table 5 - Allowances
Appendix A - Indicative Competencies
2. Definitions
"Union" shall mean the Australian Services Union
of New South Wales.
"Community Development Worker" shall mean a person
employed to assess the needs of the community, stimulate community involvement
in meeting those needs and implement programs and, in particular, education
programs.
"Co-ordinator" shall mean an employee who is
responsible for the overall administration and/or co-ordination of a service,
agency or workplace of the employer and shall include, without limiting the
generality of the foregoing, an employee who is responsible for the overall
administration and/or co-ordination of:
(i) a
multi-purpose Neighbourhood Centre including one that encompasses a child care
facility;
(ii) a residential
care service providing social support in a residential setting (including
family group homes or institutional care for children) where such services are
distinct from sessional care to pre-school children, long day care, extended
hours care, twenty-four hours care, before and after school care, play groups,
occasional care, vacation care and multi-purpose child care, but shall not
include a person employed in a child care centre but shall exclude an employee
whose duties are principally managerial/administrative and who is a member of
the senior management team of a large multi-function organisation (other than a
multi-purpose neighbourhood centre) which administers a range of services/facilities
and workplaces.
"Developmental Disability" describes a chronic
disability which:
(a) is
attributable to an intellectual or physical impairment or combination of
intellectual and physical impairments;
(b) is manifested
before the person attains age 18;
(c) is likely to
continue indefinitely;
(d) results in
substantial functional limitation in three or more of the following areas of
major life activity: self-care, receptive and expressive language, learning,
mobility, self direction, capacity for independent living, economic self
sufficiency; and
(e) reflects the
person's need for a combination and sequence of special interdisciplinary or
generic care, treatment or other services which are of lifelong or extended
duration and are individually planned and co-ordinated.
For practical purposes this includes persons with an
intellectual handicap, severe epilepsy,
cerebral palsy, brain damage acquired in childhood and those with other
neurological disorders needing similar provision.
"Information Officer" shall mean an employee who
is responsible for collection and dissemination of information and the
maintenance or organisation of information systems within a service.
"Project Officer" shall mean a person employed to
develop or undertake a social welfare project or series of projects, where such
employee is subject to minimal direction and supervision by another employee in
performance of such work and is solely responsible for the outcomes of that
particular project or projects.
"Research Officer" shall mean a person employed to
develop or undertake a research project or series of projects where such
employee is subject to minimal direction and supervision by another employee,
in the performance of such research but shall
not include an "Information Officer", "Project
Officer", "Research Officer" as defined, who
(i) has post
secondary qualifications requiring at least one year's full-time study in
librarianship, archival management (however described, but including library
technician qualifications) and is employed in work requiring the
qualifications; or
(ii) is studying
for a qualification referred to in (i) above and is employed in work which
requires that such study is undertaken.
"Residential Care Worker" shall mean a person
employed to provide welfare and social support services in refuges or
residential care establishments, as distinct from persons engaged primarily in
manual work in such services.
"Social Educator" shall mean a person employed in
accommodation support services and residential care facilities to provide
support and training to people with a developmental disability in the
acquisition of social and independent living skills.
"Supervision" shall mean for the purpose of this
Award:
(i) "Immediate
supervision" - the direct responsibility to another employee at the
workplace in the performance of daily tasks;
(ii) "General
supervision" - supervision of a broad set of tasks based more on self
appraisal than daily direction of task performance and can include professional
supervision.
"Vocational Educator" shall mean a person who
provides support and training to people with a developmental disability in the
acquisition of skills including community access, independent living,
employment and social skills.
Part II - Engagement Of Employees
3. Terms of
Engagement
3.1 The employer
shall inform each employee in writing as to the terms of their engagement, and
in particular whether they are a full-time, part-time, fixed term or casual
employee.
3.2 Casuals shall
receive such details in writing only on their initial engagement.
3.3 The employer
shall provide each employee with a job description or duty statement outlining
specific duties to be performed and hours of work, upon engagement, or in the
case of existing employees, within two months of the effective date of this
Award in accordance with Clause 20 - Translation.
3.4 All employees
employed pursuant to this Award other than fixed term or casual employees shall
be deemed to have ongoing employment.
4. Full-Time Employees
4.1 An employee
not specifically engaged on a part-time, casual or fixed term basis shall be a
full-time employee.
4.2 Full-time
employees shall be paid a minimum of two hours on each day they work.
5. Part-Time
Employees
5.1 A part-time
employee shall mean a person who works a specified number of regular days
and/or minimum number of hours being less than those worked by a full-time
employee in a four-week period.
5.2 Part-time
employees shall be paid a minimum of two hours on each day they work.
5.3 Part-time
employees shall be paid an hourly rate calculated on the basis of one-thirty
eighth of the appropriate weekly rate prescribed by Clause 21 - Rates of Pay.
5.4 Part-time
employees shall be entitled to all benefits under this Award on a pro rata
basis.
6. Fixed Term
Employees
6.1 A fixed term
employee may be engaged to work on either a full-time or part-time basis:
(a) For completion
of a specifically funded task(s) or project; not subject to recurrent funding;
or
(b) To relieve an
employee who is undertaking a specifically funded task(s) or projects for a
defined period; or
(c) to relieve in
a vacant position arising from an employee taking leave in accordance with this
Award; or
(d) To relieve in
a vacant position arising from an employee taking leave without pay in
conjunction with parental leave; or
(e) For the
temporary provision of specialist skills that are not available within the
organisation for a specified period of time;
or
(f) To fill short
term vacancies during the recruitment and selection process resulting from the
cessation of employment of a permanent employee;
Provided that the term shall not exceed 12 months in
the case of (c), (e) or (f).
6.2 A fixed term
employee shall not be employed to fill a position previously held by a
permanent employee except under circumstances specified in 6.1 above.
6.3 This Award
shall apply to a fixed term employee except to the extent that the Award
expressly provides that it does not apply.
6.4 When offering
employment on a fixed term basis, the employer shall advise the employee in
writing of the temporary nature of the employment, the actual or expected
duration of employment, and that employment beyond the period is not expected.
6.5 The employer
and a fixed term employee may agree to the duration of the period of employment
being extended once only, provided that any extension will not exceed six
months.
6.6 If a fixed
term employee is subsequently appointed to a full-time or part-time position
with the employer, any period of the fixed term contract completed immediately
prior to the commencement of the full-time or part-time position shall be
recognised as service with the employer for calculating leave entitlements,
provided that the employee has not taken or received payment in lieu of those
leave entitlements.
6.7 Fixed term
employees shall be paid a minimum of two hours on each day they work.
7. Casual Employees
7.1 A casual
employee shall mean an employee engaged to perform work of a short-term and/or
irregular nature.
7.2 A casual
employee shall be paid an hourly rate equal to one-thirty eighth of the
appropriate weekly rate prescribed by Clause 21 - Rates of Pay, plus an
additional loading of fifteen (15 %) per cent.
7.3 Pursuant to
the Annual Holidays Act 1944, casual employees are entitled to payment in lieu
of annual leave at the end of each engagement in addition to entitlements under
this clause, i.e. an amount equal to one-twelfth (8.33%) of the employee’s
ordinary pay for such period of engagement.
7.4 Where a casual
employee is engaged to undertake shift work, the prescribed shift penalty for
the appropriate shift shall be paid in addition to the loading prescribed in
7.2 and 7.3.
7.5 A casual
employee shall be paid a minimum of two hours at the appropriate rate for each
engagement.
NOTE: To
calculate the appropriate rate of pay for a casual employee the formula is:
appropriate hourly rate + 15% = sub total (1) [+appropriate shift penalty =
subtotal (2) ]+ 8.33% = total.
7.6 Personal
Carers Entitlement for casual employees
(a) Subject to the
evidentiary and notice requirements in clauses 42.1 (b) and 42.1(d) casual
employees are entitled to not be available to attend work, or to leave work is
they need to care for a person prescribed in clause 42.1 (c) (ii) who are sick
and require the care and support, or who require care due to an unexpected
emergency, or the birth of a child
(b) The employer
and the employee shall agree on the period for which the employee will be
entitled to not be available to attend work. In the absence of agreement, the
employee is entitled to not be available to attend work 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.
(c) 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 to engage a casual employee are otherwise not affected.
7.7 Bereavement
entitlement for casual employees
(a) Subject to the
evidentiary and notice requirements in clause 43.2 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 clause 42.1(c)(ii).
(b) The employer
and the employee shall agree on the period for which the employee will be
entitled to not be available to attend work. In the absence of agreement, the
employee is entitled to not be available to attend work 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.
(c) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause. The right of an employer to engage or
not engage a casual employee are otherwise not affected.
8. Live-in Employee
8.1 A live-in
employee shall mean a person who lives on the employer's premises and such
premises are available to be lived in for 7 days of the week.
8.2 An employer
shall ensure a live-in employee is rostered off duty for a minimum of 8 days in
any 4 week (28 day) period.
8.3 A live-in
employee will be provided with full board and lodging by the employer, however
an employer may deduct $87.50 or 20 percent (whichever is the lesser amount)
from an employee's weekly wage.
8.4 The provisions
of this Award relating to hours, shift work, weekend penalties, sleepover
allowance, rest breaks and overtime shall not apply to live-in employees.
9. Traineeships
The parties to this Award shall observe the terms of the
National Training Wage Award 2000 as amended.
Part III - Hours Of Work
10. Hours of Work
10.1 The ordinary
hours of work, except for shift workers, shall be no more than 152 hours in any
four week period exclusive of meal breaks, worked between the hours of 6.00am
and 8.00pm Monday to Sunday inclusive.
10.2 The ordinary
hours of work for shift workers shall be no more than 152 hours in any four
week period.
10.3 The employer in
rostering ordinary hours of work shall take all reasonable steps to accommodate
requests of the employee(s).
10.4 Week-End Work
(a) An employee
who is not a shift worker who works ordinary hours on a Saturday shall be paid
a loading of 50% in addition to their ordinary rate of pay.
(b) An employee
who is not a shift worker who works ordinary hours on a Sunday shall be paid a
loading of 75% in addition to their ordinary rate of pay.
11. Overtime
11.1 Overtime means
time worked with the prior authorisation of the employer beyond the ordinary
hours of work specified in this Award and/or outside the span of hours
specified in this Award.
11.2 Overtime shall
be paid as follows:
From 12 December 2001 to 11 December 2002
Time and one quarter for the first three hours
Time and one half thereafter
From 12 December 2002
Time and one half for the first three hours
Double time thereafter
11.3 Shift workers
shall receive overtime payments in accordance with this clause where they are
required to work any additional hours beyond their rostered shifts.
11.4 Part-time
non-shift workers must:
(a) work the
full-time equivalent hours within the span of hours identified in 10.1 Hours of
Work before overtime is payable;
or
(b) work outside
the span of hours identified in Clause 10.1 - Hours of Work before overtime is
payable.
11.5 Part-time shift
workers must work the full time equivalent hours before overtime is paid.
(a) work the
full-time equivalent hours before overtime is paid.
11.6 For the purpose
of calculating the payment of overtime, each day shall stand alone.
11.7 Subject to
Clause 11.8 an employer may require an employee to work reasonable overtime at
overtime rates or as otherwise provided for in this award.
11.8 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.
11.9 for the purpose
of Clause 11.8 what is reasonable or otherwise will be determined having regard
to:
(a) any risk to
employee health and safety;
(b) the employee’s
personal circumstances including any family and carer’s responsibilities;
(c) the needs of
the work place or enterprise;
(d) the notice (if
any) given by the employer of the overtime and by the employee or his or her
intention to refuse it; and
(e) any other
relevant matter.
12. Time Off in Lieu
of Overtime
12.1 Time Off in
Lieu of Payment for Overtime
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer.
(b) Overtime taken
as time off during ordinary hours shall be taken at the ordinary time rate,
that is an hour for each hour worked.
(c) An employer
shall, if requested by an employee, provide payment, at the rate provided for
the payment of overtime in the Award, for any overtime worked under sub-clause
(a) above where such time has not been taken within four weeks of accrual.
Notwithstanding anything contained elsewhere in this sub-clause, on notice from
the employer, an employee must elect within six months of accrual, whether to
take overtime worked under (a) above as an overtime payment or as time off work
at the ordinary time rate of pay.
13. Call Back
13.1 An employee who
is recalled to work after leaving the place of employment shall be paid a
minimum of two hours pay at the appropriate overtime rate, as in Clause 11 -
Overtime for such time so recalled, provided that the employee shall not be
required to work the full two hours if the work is completed in a shorter
period.
14. Shift Work
14.1 Definitions
(a) Evening Shift
means any shift which finishes after 8.00pm and at or before 12.00 midnight
Monday to Friday.
(b) Night Shift
means any shift which finishes after 12.00 midnight or commences before 6.00am
Monday to Friday.
(c) Saturday Shift
means any time worked between midnight Friday and midnight Saturday.
(d) Sunday Shift
means any time worked between midnight Saturday and midnight Sunday.
(e) A gazetted
Public Holiday Shift means any time worked between midnight on the night prior
to the public holiday and midnight of the public holiday.
14.2 Engagement in
Shift Work
(a) Where an
employer wishes to engage an employee in shift work, the employer shall advise
the employee in writing, specifying the period over which the shift is
ordinarily worked.
14.3 Shift Loadings
(a) An employee
who works an evening shift shall be paid a loading of 15% on their ordinary
rate of pay for the whole of such shift.
(b) An employee
who works a night shift shall be paid a loading of 30% on their ordinary rate
of pay for the whole of such shift.
(c) An employee
who works a Saturday shift shall be paid a loading of 50% on their ordinary
rate of pay for that part of such shift.
(d) An employee
who works a Sunday shift shall be paid a loading of 75% on their ordinary rate
of pay for that part of such shift.
(e) An employee
who works a Public Holiday shift shall be paid a loading of 150% on their
ordinary rate of pay for that part of such shift.
14.4 Shifts are to
be worked in one continuous block of hours that may include meal breaks and
sleepover.
15. Roster of Hours
15.1 The ordinary
hours of work for each employee other than casuals shall be displayed on a
roster in a place conveniently accessible to employees. Such roster shall be displayed
two weeks prior to the commencing date of the first working period in any
roster.
15.2 A roster may be
changed by mutual agreement between the employer and an employee at any time to
enable the services of the employer to be carried on where another employee is
absent from duty on account of illness or in emergency, but where any such
alteration involves an employee working on a day which would have been their
day off such time worked shall be dealt with in accordance with Clause 11 -
Overtime or Clause 14 - Shiftwork.
16. Excursions
16.1 An excursion is
where an employee(s) will take a client(s) away from the usual workplace(s) for
a specific activity that may extend beyond their normal working hours and/or
duties.
16.2 Where an
employee agrees to supervise clients during an excursion activity, the
following payment shall apply to such work:
(a) For all time
worked between the hours of 8am to 6pm, Monday to Sunday inclusive, payment
shall be made at the employee’s
ordinary rate of pay up to a maximum payment of 8 hours per day.
(b) For all time
worked between the hours of 6am to 8am and/or between the hours of 6pm to 10pm
Monday to Sunday inclusive, payment shall be made at the appropriate overtime
rate set out in Clause 11 - Overtime.
(c) Where an
employee is required to sleepover and be available to deal with any urgent
situation should one arise, payment of a sleepover allowance in accordance with
Clause 30.4 - Sleepover Allowance, shall apply.
(d) By agreement,
overtime worked in accordance with 16.2(b) may be taken accordance with Clause
12 - Time Off in Lieu of Overtime.
17. Meal Breaks
17.1 A meal break of
not less than thirty minutes shall be allowed each day, for lunch and/or
dinner. No employee should be required to work more than five hours
continuously without a meal break, but where they do, with the authorisation of
the employer, any time worked in excess of five hours shall be paid for at the
overtime rates set out in Clause 11.2 - Overtime until such time as the
employee receives a meal break.
17.2 Nothing in this
clause should be deemed to mean that an employee would be deprived of, nor
deprive themselves of a meal break, simply because of pressure of general work.
17.3 Where an
employee is required to have their meal on the premises, including to have a
meal with clients, that time shall be paid and 17.1 does not apply.
18. Breaks Between
Shifts and Overtime
18.1 Employees
required to continue work after their normal ceasing time must have a rest
period of ten (10) consecutive hours before again starting work.
18.2 Employees
directed to resume or continue work without having received a break in
accordance with 18.1 shall be paid at the overtime rates set out in Clause 11 -
Overtime until they are released from duty. They will then be entitled to be
absent for a period of ten (10) consecutive hours without loss of pay.
18.3 The provisions
of sub-clause 18.1 and 18.2 of this clause shall not apply to a sleepover that
consists of eight hours whether or not that sleepover is connected with an
ordinary rostered shift.
Part IV - Classifications, Exemptions, Exclusions, Wages And
Superannuation
19. Classifications,
Exemptions and Exclusions
19.1 When
classifying employees, employers may have regard to the indicative competencies
for each grade contained within Appendix A to this Award.
19.2 "Community
Services Worker Grade 1" shall mean a person who is employed to assist
Community Services Workers Grades 2 to 6 within a defined area of social and
community welfare services and is under the immediate and direct supervision of
another employee in relation to all aspects of their employment. In no case shall a Community Services Worker
Grade 1 be responsible for policy development, or co-ordination, or the
direction or supervision of paid or unpaid workers. However, a Community Services Worker Grade 1 may be required to
provide information for use in the co-ordination and policy development of an
organisation.
19.3 "Community
Services Worker Grade 2" shall mean a person who is employed to perform
duties of a more complex, varied and responsible nature than a Community
Services Worker, Grade 1, which may include service delivery on an individual,
group or community basis and social educators and vocational educators. Such person may be required to exercise
initiative and independent judgement but will be under the general supervision
of another employee subject to this award.
In no case shall a Community Services Worker, Grade 2, be required to
develop policy for or co-ordinate a service.
19.4 "Community
Services Worker Grade 3" shall mean an employee who performs more varied,
complex and responsible work than a Grade 2 as defined above, in providing
social welfare services on an individual, group or community basis. Such employee may be required to exercise
substantial responsibility in relation to service delivery, initiative and
substantial judgement and have an extensive knowledge of social and community
welfare services and shall be subject only to general supervision. Such duties may include case responsibility
for clients, co-ordination of a service, contributing to policy development,
supervision of other workers and/or complex counselling, and may include the
co-ordination and/or administration of activity therapy centres, workshops and
supported employment services and independent living training for the
developmentally disabled.
19.5 "Community
Services Worker Grade 4" shall mean an employee who would not ordinarily
receive instructions from another employee as to the performance of their
duties; and who is responsible for any one or more of the following.
(a)
(i) The overall
administration/coordination of a service, agency or workplace of the employer
including the supervision of one or more Grade 3 employees;
(ii) Is primarily
engaged in developing and implementing policies and/or programs at a senior
level for a service in relation to general or specific aspects of social and
community welfare services;
(iii) Is primarily
engaged in the administration/co-ordination of activity therapy centres,
workshops and supported employment services for the developmentally disabled
where such employment based schemes cater for more than 30 disabled persons and
independent living training where such community and hostel based residences
cater for more than 20 disabled persons;
(b) Where the
prime responsibility lies in a specialised field, employees at this grade would
undertake at least some of the following:
(i) Co-ordinate
projects;
(ii) Co-ordinate/manage
the operation of a distinct element(s) of a larger organisation, which may
include supervision of staff;
(iii) Under general
direction undertake a variety of tasks of a specialised and/or detailed nature;
(iv) Exercise
specialised judgement within prescribed areas.
19.6 "Community
Services Worker Grade 5" shall mean an employee who undertakes the
functions of a Grade 4 employee but at a higher level of complexity,
responsibility, initiative and autonomy, including, but not limited to, the
following:
(a)
(i) Developing
and implementing policies and/or programs at a more senior level than a Grade 4
employee;
(ii) Influencing
the operational activities of the organisation;
(iii) Adopting a
broader strategic perspective towards their work than employees at lower grades;
(iv) Developing and
implementing the long term goals of the organisation;
(v) Setting
outcomes in relation to the organisation’s objectives and devising strategies
to achieve them;
(vi) May supervise
employees or teams of employees classified at a lower grade; and
(vii) May be involved
in client centred activities which form a component of direct support coverage.
(b) Where the
prime responsibility lies in a specialised field, employees at this grade will
undertake the functions of a Grade 4 employee but at a higher level of
complexity, responsibility, autonomy and a higher level of discipline
knowledge, including, but not limited to, the following:
(i) Working under
limited direction from senior management or the employer and having significant
delegated authority;
(ii) May supervise
employees classified at a lower grade.
19.7 "Community
Services Worker Grade 6" shall mean an employee who exercises a high level
of responsibility for organisational management and decision making, exercises
considerable independent judgement and a high degree of autonomy, and provides
high level expert advice, including but not limited to, the following:
(a)
(i) Involvement
in establishing operational procedures which impact on activities undertaken
and outcomes achieved by the organisation and/or activities undertaken by
sections of the community serviced by the organisation;
(ii) Undertaking
the control and co-ordination of key aspects of the work of the organisation;
(iii) Developing
and implementing the long-term goals of the organisation;
(iv) Undertaking a
wide range of managerial or specialised functions to achieve results in line
with organisational goals;
(v) Developing and
administering complex policy, organisational and program matters;
(vi) May supervise
employees or teams of employees across a variety of programs classified at a
lower grade;
(vii) May be involved
in client centred activities which form a component of direct support coverage.
(b) Where the
prime responsibility lies in a specialised field, a senior specialist at this
grade will be subject to broad direction from senior officers, and will
undertake duties including, but not limited to, the following:
(i) Undertaking
work of substantial scope and complexity such that a major portion of such work
requires initiative;
(ii) Undertaking
duties of a professional nature at a senior level;
(iii) Undertaking
functions across a range of administrative, specialist or operational areas
which include specific programs or activities, management of service delivery
and the provision of high level advice;
(iv) Manage
extensive work programs or projects in accordance with the goals of the
organisation;
(v) Apply high
level analytical skills in the attainment of the objectives of the
organisation;
(vi) May supervise
employees classified at a lower grade.
Exemptions
An employee who is in receipt of at least 5% in excess
of the rates of pay set out for a Grade 6, Year 2 employee in ‘Tables 1 to 4 -
Rates of Pay’ of this Award, as payable at that time, shall be exempt from the
provisions of Part III, Hours of Work of this Award and from the provisions of
Clause 32 - On-Call Allowance of Part V, Allowances, Expenses and Amenities of
this Award.
Exclusions
The following employees shall be excluded from this Award:
(i) an employee
whose duties are principally managerial/administrative and who is a member of
the senior management team of a large multi-function organisation (other than a
multi purpose Neighbourhood Centre) which administers a range of
services/facilities and workplaces;
(ii) the principal
officer of an organisation where that principal officer has the legal and/or
managerial responsibility of that organisation.
20. Translation
See Table 6 - Translation.
21. Rates of Pay
21.1
(a) Employees
shall be paid in accordance with Table 1 of Part IX of the Award from the first
full pay period to commence on or after 3 March 2006.
(b) Employees
shall be paid in accordance with Table 2 of Part IX of the Award from the first
full pay period to commence on or after 1 July 2006.
(c) Employees
shall be paid in accordance with Table 3 of Part IX of the Award from the first
full pay period to commence on or after 1 July 2007.
(d) Employees
shall be paid in accordance with Table 4 of Part IX of the Award from the first
full pay period to commence on or after 1 July 2008.
21.2 This Award is
made by consent as a settlement of the claims made by the Union in Matter No.
4380 of 2003 and Employers First™ in Matter No. 4679 of 2003.
21.3 It is a term of
this Award that the Union will not pursue any improvements in wages or conditions
of employment, including any increases arising from the general increases given
by the federal or state industrial tribunals, or the proposed Fair Pay
Commission that arise during the term of this Award.
22. Regrading and
Classification Committee
22.1 Where an
employee and their employer are unable to resolve a dispute relevant to the
appropriate grading of the employee the dispute is to be referred to the
Regrading and Classification Committee.
22.2 Function of
Committee
The function of the Regrading and Classification
Committee is to deal with disputes arising out of the translation of individual
employees from the classification structure under the Social and Community
Service (State) (Interim) Award 1991 to this Award, as well as to resolve disputes
over classifications and grading that arise under this Award.
(a) The
translation for Grades 1 - 4 is operative from 28 November 2001.
(b) The
translation for Grades 5 - 6 is operative from 28 May 2002.
22.3 Process for
Regrading and Classification Exercise
(a) Where the
employee(s) disputes the grading, in the first instance the employee(s) shall
seek a review by using Clause 47 - Grievance and Dispute Settling Procedure (a)
(b) (c) (d).
(b) In the event
of failure to resolve the grading dispute in this manner, the employee(s) can
lodge an appeal with the Regrading and Classification Committee.
(c) The
employee(s) must lodge an appeal in writing within one month (28 days) of the
employee(s) being graded. The appeal
must set out grounds in support of a regrading.
(d) The appeal in
(c) shall then be considered within 2 weeks (14 days) and the evaluation of
that job reassessed.
(e) The Committee
shall consist of:
One union or employee representative, and two employer
representatives. (see 22.4)
(f) The Committee
shall interview the applicant(s) and the employer as part of the process.
(g) Final decision
on the appeal should be reached by consensus if possible.
(h) In the absence
of consensus, the Committee shall determine the matter.
(i) If either
party is not satisfied with the determination of the Committee, either party
may refer the matter to the NSW Industrial Relations Commission for
resolution. Such application shall be
made within (three weeks) 21 days from the date that the Committee determined
the matter.
22.4 Composition of
Committee
(a) 1 union
representative nominated by the Union, or other representative nominated by the
employee.
(b) 1 employer
representative from an industry wide panel established by employers. This person would not be nominated or
employed by the employer involved in the appeal before the Committee.
(c) 1 employer
representative of the applicant'(s) employer but not a person previously
directly involved in the appeal. This
person may be any nominee of the relevant employer internal or external.
22.5 All
classification issues other than those referred to in 22.2 shall be dealt with
in accordance with Clause 47 - Grievance and Dispute Settling Procedure.
23. Incremental
Placement and Advancement
Incremental Placement
23.1 Each employer
shall classify each of their employees in accordance with Clause 19 -
Classifications, Exemptions and Exclusions, of this Award.
23.2 An employee
shall be appointed to the first year of the appropriate Grade, with the
following exceptions:
(a) Community
Services Worker Grade 1 with a relevant post-secondary qualification of two or
more full-time equivalent years shall be appointed at least at year 2 of the
Grade;
(b) A Community
Services Worker Grade 2 with a relevant post-secondary qualification of two or
more full-time equivalent years shall be appointed at least at year 2 of the
Grade;
(c) A Community
Services Worker Grade 3 with a relevant degree or diploma of two or more years
full-time equivalent shall be appointed at least year 2 of the Grade;
(d) A Coordinator
or person required to supervise 10 or more employees other than Community
Services Worker Grade 3 shall be appointed at least at Year 3 of Grade 3.
Incremental Advancement
23.3 Full-time,
Part-time, and Fixed Term employees shall move from level to level within a
grade after each 12 months’ continuous service.
24. Higher Duties
24.1 An employee who
is called upon by the employer to perform the duties of another employee in a
higher classification under this Award for at least 38 consecutive rostered
hours shall be paid for the days on which those duties are performed at a rate
not less than the minimum rate prescribed for the higher classification
provided that such claims be made by the employee within one month of the
cessation of the performance of such duties.
24.2 Where a public
holiday falls within a period referred to in 24.1, the public holiday shall be
considered as time worked in the higher classification.
24.3 An employee
required to perform the work of another employee shall not suffer any reduction
in their wage.
24.4 The
payment paid in 24.1 shall be
considered to be the employee’s ordinary rate of pay for all purposes while
ever the employee is in receipt of the higher duties payment.
25. Superannuation
25.1 An employer
shall contribute to a superannuation fund as specified in 25.4 on behalf of
each eligible employee, such superannuation contributions as required to comply
with the Superannuation Guarantee (Administration) Act 1992 as amended
from time to time.
25.2 Employers to
Participate in Fund
(a) An employer
shall make application to the Fund as specified in 25.4 to become a
participating employer in the Fund and shall become a participating employer
upon acceptance by the Trustee of the Fund.
(b) An employer
shall provide each employee who is not a member of the Fund with a membership
application form upon commencement of employment.
(c) Each employee
shall be required to complete the membership application and the employer shall
forward the completed application to the Fund by the end of the calendar month
of commencement of employment.
25.3 Additional
Employee Superannuation Contributions
(a) An employee
may make contributions to the Fund as specified in 25.4 in addition to those
made by the employer.
(b) An employee
who wishes to make additional contributions must authorise the employer in
writing to pay into the Fund, from the employee’s wages, a specified amount in
accordance with the Fund trust deed and rules.
(c) An employer
who receives written authorisation from the employee, must commence making
payments into the Fund on behalf of the employee within 14 days of receipt of
the authorisation.
25.4 The
"Fund" shall mean the Health Employees Superannuation Trust Australia
or the Australian Superannuation Savings Employment Trust or any complying
Fund.
26. Payment of Wages
26.1 The weekly rate
of pay shall be the annual rate of pay divided by 52.14.
26.2 All wages shall
be paid at least fortnightly by cash, cheque or electronic funds transfer, by
agreement between the majority of employees and the employer. Provided that
where an employer and employee agree, wages may be paid monthly.
26.3 Wages shall be
paid during working hours on a weekday which is not more than five (5) days
following the end of a pay period. The payday once selected shall not be
changed without the agreement of a majority of the employees.
26.4 In the case of
electronic funds transfer, wages shall be transferred to the nominated account
by midnight on the nominated payday.
26.5 Upon
termination, wages and any other monetary entitlement due to an employee shall
be paid on the date of termination.
26.6 An employer may
deduct from amounts due to an employee such amounts as authorised in writing by
the employee and deductions of income tax required to be made to the Australian
Taxation Office.
27. Salary Packaging
27.1 Where agreed
between the employer and a full-time or part-time employee, an employer may
offer salary packaging in respect of salary.
Neither the employer nor the employee may be compelled to enter into a
salary packaging agreement.
27.2 Salary
packaging shall mean that an employee will have part of their salary packaged
into a fringe benefit which does not constitute a direct payment to the
employee but is payable to a bona fide third party.
27.3 The terms and
conditions of such a package shall not, when viewed objectively, be less
favourable than the entitlements otherwise available under the award and shall
be subject to the following provisions:
(a) the employer
shall ensure that the structure of any agreed remuneration package complies
with taxation and other relevant legislation;
(b) where there is
an agreement to salary package, the agreement shall be in writing and made
available to the employee;
(c) the employee
shall have access to details of the payments and transactions made on their
behalf. Where such details are maintained electronically, the employee shall be
provided with a printout of the relevant information;
(d) the employer
has the right to vary or withdraw from a salary packaging agreement and/or
withdraw from offering salary packaging in the event of amendments to
legislation that are detrimental to, or increase the costs of, salary packaging
arrangements;
(e) in the event
that the employer withdraws from a salary packaging agreement, the individual
employee’s salary will revert to that specified in Table 1, Rates of Pay of
this Award;
(f) notwithstanding
any of the above arrangements, the employer or employee may cancel any salary
packaging agreements by the giving of one month’s notice of cancellation to the
other party;
(g) the
calculation of entitlements concerning occupational superannuation and annual
leave loading on annual leave pursuant to Clause 37.2 - Annual Leave, will be
based on the value of the employee's total salary as outlined in Table 1, Rates
of Pay of this Award;
(h) unless there
is agreement between the employer and the employee to the contrary, all salary
packaging arrangements shall cease during any period of leave without pay,
including periods of unpaid sick leave.
28. Time and Pay
Records
28.1 In accordance
with the provisions of the Industrial Relations Act 1996 (NSW) every
employer in the industry shall keep time and pay records relating to employees.
Such time and pay records will usually be kept at the place where business is
carried out.
28.2 Such records
shall be kept for a period of at least 6 years.
28.3 On pay days the
employer shall provide each employee with a written statement showing the gross
salary including overtime and allowances paid, the amount deducted for taxation
purposes and particulars of other deductions made that have been part of the
calculated net amount paid.
29. State Wage Case
29.1 The rates of
pay in this Award include the adjustments payable under the State Wage Case
2005. The adjustments may be offset
against:
(a) Any equivalent
over-Award payments, and/or
(b) Award wage
increases since 29 May 1991
other than safety net, State Wage Case, and minimum
rates adjustments.
PART V - ALLOWANCES AND AMENITIES
30. Sleepover
Allowance
30.1 Sleepover means
a continuous period of eight hours during which an employee is required to
sleep at the workplace and be available to deal with any urgent situation which
cannot be dealt with by another employee or be dealt with after the end of the
sleepover period.
30.2 The employer
shall take all reasonable steps to enable the employee to sleep on the premises
including the provision of a bed with privacy. Access to a bathroom, toilet and
a meal room shall be provided free of charge to the employee.
30.3 An employee
shall only sleep over under the following conditions:
(a) There is an
agreement between the employee and the employer with at least one week’s notice
in advance, except in the case of an emergency; and
(b) a sleepover
shall always consist of eight continuous hours.
30.4 The sleepover
allowance is equivalent to three hours payment at the employee’s ordinary rate
of pay. Such payment is compensation for the sleepover and for all necessary
work up to two hours duration during the sleepover period. Any necessary work
in excess of two hours during the sleepover period shall be compensated at
overtime rates in addition to the sleepover allowance.
When calculating the appropriate shift penalty,
pursuant to Clause 14 - Shift Work, the hours worked prior to the sleepover
shall be treated separately to the hours worked after the sleepover.
30.5 An employee on
a sleepover shall not be required to work more than eight hours before, and/or
more than eight hours after a sleepover, unless provision has been made at a
workplace to work longer hours for the purpose of providing more continuous
leisure time within the roster and this arrangement has the genuine agreement
of the employees affected.
30.6 Where such an
arrangement as outlined in sub-clause 30.5 is entered into the employer must
ensure that the arrangement does not adversely affect the health and safety of
the employee(s) involved.
31. First-Aid
Allowance
31.1 An employee who
holds a current first-aid certificate issued by the St. John Ambulance
Association or Australian Red Cross Society or equivalent qualification and who
is required by their employer to be available to perform first-aid duty at
their workplace shall be paid an allowance as set out in Item 1 of Table 5 of
Part IX of this Award with a minimum payment of one day.
NOTE: It is not
the intention of this clause to require an employer to pay the First Aid
Allowance to an employee more than once per shift. To avoid doubt, where an
employee performs work on a shift which extends from one day to the next, the
employer shall only be required to pay one First aid allowance to the employee.
32. On Call Allowance
32.1 Employees may
be required from time to time to be on call in order to maintain out of hours
services.
32.2 Employees
required to be on call shall be paid an allowance as set out in Item 2 of Table
5 of Part IX of this Award per 24 hour period or for any part of that 24 hour
period.
32.3 Where employees
are required to attend the workplace when on call the provisions of Clause 13 -
Call Back, apply.
33. Motor Vehicle
Allowance
Where employees are required by their employer to use their
motor vehicle in the course of their duty, they shall be paid an amount set out
in Item 3 of Table 5 of Part IX of this Award per kilometre travelled during
such use.
34. Expenses
34.1 An employee
required to stay away from home overnight shall be reimbursed the cost of
pre-approved board, lodging and meals.
Reasonable proof of expenses incurred is to be provided by the employee
to the employer.
34.2 An employer
shall reimburse all reasonable expenses , including the cost of telephone
calls, necessarily incurred by an employee in carrying out their duties subject
to reasonable proof of the expenses being incurred being supplied to the
employer.
34.3 This clause
does not apply to employees who are engaged on sleepover at the employers
premises.
35. Amenities
35.1 The employer shall
provide reasonable toilet and washing facilities for the use of employees in
each workplace.
35.2 The employer
shall supply and maintain reasonable heating and cooling appliances for the
safe and healthy functioning of the workplace.
35.3 The employer
shall provide reasonable facilities for the taking of meals, including a table
and chairs, boiling water, a refrigerator, a suitable place for the storing of
utensils and supplies and a sink and running water.
35.4 The employer
shall provide for employees a rest area well furnished.
35.5 The employer
shall maintain all amenities in a safe and hygienic manner and to a reasonable
standard.
PART VI - LEAVE
36. Sick Leave
36.1
(a) In the event
of an employee becoming sick and unfit for duty and certified as such by a duly
qualified medical practitioner, they shall be entitled to 76 hours leave on
full pay for each year of service.
(b) Such leave
shall be available from the beginning of each year of service.
(c) For the
purpose of this clause, illness shall include stress and mental ill health.
36.2 The employer
may dispense with the requirements of a medical certificate where the absence
does not exceed two consecutive days or where in the employer’s opinion
circumstances are such not to warrant such requirement.
36.3 Each employee
shall take all reasonably practicable steps to inform the employer of their
inability to attend for work and as far as possible state the estimated
duration of the absence. Where practicable such notice shall be given within 24
hours of the commencement of such absence.
36.4 If the full
period of sick leave as described above is not taken in any year, such portion
as is not taken shall be cumulative up to five years. There shall be no payment
of portions of sick leave not taken on retirement or termination.
36.5 Where an
employee has, in accordance with this clause, taken sick leave, the employee
shall not be required to work any ordinary hours other than those previously
rostered so as to avoid or minimise the requirement on an employer to provide
paid sick leave.
37. Annual Leave
37.1 Full-time and
part-time employees shall be entitled to annual leave after each twelve months
of continuous service.
37.2 Such annual
leave shall be:
(a) if the
employee is regularly rostered for duty over seven days of the week, five weeks
with pay after each twelve months of continuous service;
(b) for all other
full-time and part-time employees, four weeks with pay after each twelve months
of continuous service.
37.3 Fixed term employees
engaged for more than 12 months are entitled to annual leave in accordance with
sub-clause 37.2 of this clause. Fixed
term employees engaged for less than 12 months are entitled to be paid annual
leave on a pro rata basis at the end of their term of employment.
37.4 By mutual
agreement between the employer and employee annual leave entitlements may be
paid prior to taking such leave or in regular instalments on normal paydays
during the period of such leave.
37.5 All other
provisions of the Annual Holidays Act 1944 shall apply.
38. Annual Leave
Loading
38.1 In this clause
the Annual Holidays Act 1944 is referred to as "the Act".
38.2 Before an
employee takes their annual leave they shall be paid the following in addition
to their normal weekly pay (exclusive of shift penalties) for the period of
annual leave taken:
Either:
(a) a loading of
17.5% of their normal weekly pay (exclusive of shift penalties) or
(b) the shift
penalties pursuant to Clause 14 - Shift Work that the employee would have received
for the period of leave taken had the employee not been on leave,
whichever is the greater amount.
38.3 The loading is
payable in addition to the pay for the period of leave given and taken and due
to the employee under the Act and this Award.
38.4 No loading is
payable to an employee who takes annual leave wholly or partly in advance.
Where an employee continues in employment until the day when they would have
been entitled under the Act to annual leave then the loading calculated in
accordance with 38.2 becomes payable for such leave taken wholly or partly in
advance.
38.5 Where, in
accordance with the Act, the employer’s establishment or part of it is
temporarily closed down for the purpose of giving an annual holiday or leave
without pay to the employees a loading as calculated in 38.2 will be paid to
employees entitled to leave under the Act. Employees not entitled to leave
under the Act shall be paid a proportion of the loading based on the period of
completed weeks service prior to the close down divided by 52.
38.6 Where the
employment of an employee is terminated for a cause other than misconduct and
at the time of termination the employee has not been given and has not taken
the whole of any annual leave to which they are entitled they shall be paid a
loading calculated in accordance with 38.2 for such leave.
38.7 No loading is
payable on the termination of an employee’s employment except as provided for
in 38.6.
39. Long Service
Leave
See Long Service Leave Act 1955.
40. Calculation of
Continuous Service
See Long Service Leave Act 1955.
41. Public Holidays
41.1 For the
purposes of this clause, the following shall be taken as public holidays on the
days so gazetted: New Year’s Day,
Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen’s
Birthday, Labour Day, Christmas Day,
Boxing Day, or any holiday duly proclaimed and observed as a public holiday
within the area in which the service is situated.
41.2 Gazetted public
holidays shall be allowed to full-time, part-time and fixed term employees on
full pay on those days on which they are normally required to work.
41.3 Where an
employee who is not a shift worker is required to and does work on a public
holiday, the employee shall;
(a) choose to be
paid and in such case the employee
would receive their ordinary pay for
the day plus payment for actual time worked at single time ;
or
(b) choose to take
the equivalent time off and in such
case the employee would receive their ordinary pay for the day and the
equivalent time off for the actual time worked;
or
(c) subject to
mutual agreement between the employee and the employer, aggregate the
equivalent time off with annual leave entitlements.
41.4 Where an
employee, who is a shift worker and is required to and does work an ordinary
rostered shift on a public holiday, the employee shall be paid double time and
a half for such shift.
41.5 Where an
employee, who is a shift worker whose shift includes a gazetted public holiday
and is then not required by the employer to work that gazetted public holiday,
shall have a day added to their annual holidays, or be paid a days pay
additional to their weekly wage.
42. Personal/Carer’s
Leave
42.1 Use of Sick
Leave
(a) An employee
with responsibilities in relation to a class of person set out in (c) (ii) who
needs their care and support shall be entitled to use, in accordance with this
sub-clause, any sick leave entitlement for absences to provide care and support
for such persons when they are ill or who require care due to an unexpected
emergency. Such leave may be taken for part of a single day.
(b) The employee
shall, if required,
(i) establish by
production of a medical certificate or statutory declaration, the illness of
the person concerned and that the illness is such as to require care by another
person, or
(ii) establish by
production of documentation acceptable to the employer or a statutory
declaration, the nature of the emergency and that such emergency resulted in
the person concerned requiring care by the employee.
(c) The
entitlement to use sick leave in accordance with this sub-clause is subject to:
(i) the employee
being responsible for the care or support of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally married
to that person; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an
ex-nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household, where for the purpose of
this paragraph:
1. "relative"
means a person related by blood, marriage or affinity
2. "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
3. "household"
means a family group living in the same domestic dwelling.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and their
relationship to the employee, the reasons for taking such leave and the
estimated length of absence.
Note: In the unlikely event that more than 10 days sick
leave in any year is to be used for caring purposes the employer and the
employee shall discuss appropriate arrangements which, as far as practicable,
take account of the employer’s and employee’s requirements.
Where the parties are unable to reach agreement the
disputes procedure at clause 47 should be followed.
42.2 Unpaid Leave
for Family Purpose
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a class of person set out in 42.1 (c)
(ii) above who is ill or who requires care due to an unexpected emergency.
42.3 Annual Leave
(a) To give effect
to this clause, an employee may elect, with the consent of the employer, to
take annual leave not exceeding ten days in single day periods in any calendar
year at a time or times agreed by the parties.
(b) Access to
annual leave, as prescribed in 42.3 (a) above, shall be exclusive of any
shutdown period provided for elsewhere under this Award.
(c) An employee
and employer may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five consecutive annual leave days are
taken.
(d) 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.
42.4 Time Off in
Lieu of Payment for Overtime
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer.
(b) Overtime taken
as time off during ordinary hours shall be taken at the ordinary time rate,
that is an hour for each hour worked.
(c) An employer
shall, if requested by an employee, provide payment, at the rate provided for
the payment of overtime in the Award, for any overtime worked under sub-clause
(a) above where such time has not been taken within four weeks of accrual.
Notwithstanding anything contained elsewhere in this sub-clause, on notice from
the employer, an employee must elect within six months of accrual, whether to
take overtime worked under (a) above as an overtime payment or as time off work
at the ordinary time rate of pay.
42.5 Make-Up Time
An employee may elect, with the consent of their
employer, to work "make-up time", under which the employee takes time
off ordinary hours, and works those hours at a later time, during the spread of
ordinary hours provided in the award, at the ordinary rate of pay.
42.6 Catholic
Employers Personal Carer’s Leave
Clause 42 - Personal/Carer’s Leave of this Award shall
not apply to employees of a body which has been established by the Catholic
Church to propagate religion, who are covered by the Social and Community
Services Catholic Personal Carer’s Leave (State) Award published 7 May 1999
(309 IG 204) as varied.
43. Bereavement Leave
43.1 An employee
other than a casual employee shall be entitled to up to two days Bereavement
Leave without deduction of pay on each occasion of the death of a person
prescribed in 43.3 below.
43.2 The employee
must notify the employer as soon as practicable of the intention to take
Bereavement Leave and will, if required by the employer, provide to the
satisfaction of the employer proof of death.
43.3 Bereavement
Leave shall be available to the employee in respect of the death of a person in
relation to whom the employee could have utilised Clause 42.1 -
Personal/Carer’s Leave, provided that for the purpose of Bereavement Leave, the
employee need not have been responsible for the care of the person concerned.
43.4 An employee
shall not be entitled to Bereavement Leave under this clause during any period
in respect of which the employee has been granted other leave.
43.5 Bereavement
Leave may be taken in conjunction with other leave available under Clauses
42.2, 42.3, 42.4 and 42.5 - Personal/Carer’s Leave. Where such other available leave is to be taken in conjunction
with Bereavement Leave, consideration will be given to the circumstances of the
employee and the reasonable operational requirements of the employer.
44. Parental Leave
44.1 Refer to the Industrial
Relations Act 1996 (NSW) The following provisions shall also apply in
addition to those set out in the Industrial Relations Act 1996 (NSW).
44.2 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.
44.3 Right to
request
44.3.1 An employee
entitled to parental leave may request the employer to allow the employee:
(a) to extend the
period of simultaneous unpaid parental leave use up to a maximum of eight
weeks;
(b) to extend the
period of unpaid parental leave for a further continuous period of leave not
exceeding 12 months;
(c) to return from
a period of parental leave on a part-time basis until the child reaches school
age;
to assist the employee in reconciling work and parental
responsibilities.
44.3.2 The employer
shall consider the request having regard to the employee's circumstances and,
provided the request is genuinely based on the employee's parental
responsibilities, may only refuse the request on reasonable grounds related to
the effect on the workplace or the employer's business. Such grounds might
include cost, lack of adequate replacement staff, loss of efficiency and the
impact on customer service.
44.3.3 Employee's
request and the employer's decision to be in writing
The employee's request and the employer's decision made
under 3(a)(ii) and 3(a)(iii) must be recorded in writing.
44.3.4 Request to
return to work part-time
Where an employee wishes to make a request under
3(a)(iii), such a request must be made as soon as possible but no less than
seven weeks prior to the date upon which the employee is due to return to work
from parental leave.
44.4 Communication
during parental leave
44.4.1 Where an
employee is on parental leave and a definite decision has been made to
introduce significant change at the workplace, the employer shall take
reasonable steps to:
(a) make information
available in relation to any significant effect the change will have on the
status or responsibility level of the position the employee held before
commencing parental leave; and
(b) provide an
opportunity for the employee to discuss any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave.
44.4.2 The employee
shall take reasonable steps to inform the employer about any significant matter
that will affect the employee's decision regarding the duration of parental
leave to be taken, whether the employee intends to return to work and whether
the employee intends to request to return to work on a part-time basis.
44.4.3 The employee
shall also notify the employer of changes of address or other contact details
which might affect the employer's capacity to comply with paragraph (a)
45. Leave Without Pay
45.1 On application
by an employee, an employer may grant the employee leave without pay for any
purpose.
46. Jury Service
46.1 A full-time,
part-time or fixed term employee required to attend for jury service during
their ordinary working hours shall be reimbursed by the employer an amount
equal to the difference between the amount paid in respect of their attendance
for such jury service and the amount of wages they would have received in
respect of the ordinary time they would have worked had they not been on jury
service.
46.2 An employee
shall notify their employer as soon as possible of the date upon which they are
required to attend for jury service. Further the employee shall give their
employer documentary proof of their attendance, the duration of such attendance
and the amount received in respect of such jury service.
PART VII - GRIEVANCE AND DISPUTE SETTLING PROCEDURE, TERMINATION,
ORGANISATIONAL CHANGE AND REDUNDANCY
47. Grievance and
Dispute Settling Procedure
Any dispute or grievance arising in the workplace other than
a dispute or grievance arising directly from an employer’s concern about an
employee’s work performance or conduct shall be dealt with in the following
manner: -
(a) In the first
instance, the employee shall attempt to resolve the grievance with their
immediate supervisor or employer.
(b) In the event
of failure to resolve the grievance or where a direct discussion between the
employee and their immediate supervisor would be inappropriate, the employee
may notify an accredited representative of the Union or other representative of
their choice who shall confer with the appropriate supervisor and/or manager to
organise a meeting.
(c) Any such
meeting will be held as soon as possible after notification by the employee or
their representative of the grievance or dispute or within a time frame agreed
between both parties.
(d) While the
above procedure is being followed work shall continue normally. No party shall
be prejudiced as to the final settlement by the continuation of work.
(e) In the event
of failure to resolve the grievance or dispute amicably between the parties,
either party may refer the matter to the NSW Industrial Relations Commission.
48. Termination of
Employment
48.1 Nothing in this
clause shall prevent the summary dismissal of an employee for misconduct.
48.2
(a) Except for
misconduct justifying summary dismissal, the services of an employee shall be
terminated by an employer only by notice as prescribed by the following:
Years of Continuous
Service
|
Notice Required
|
|
|
Not more than 1 year
|
at least one week
|
More than 1 but not more than 3 years
|
at least two weeks
|
More than 3 but not more than 5 years
|
at least three
weeks
|
More than 5 years
|
at least four weeks
|
(b) Where an
employee is over 45 years of age they shall receive in addition to the above
table, one week’s extra notice, provided the employee has had two years
service.
(c) Nothing in
this clause shall prevent the employer from giving payment in lieu of, and
equal in value to, the period of notice in 48.2(a).
48.3 An employee may
terminate their service by giving the employer two weeks notice or by
forfeiture of two weeks pay in lieu of notice.
49. Organisational
Change and Redundancy
49.1 Application
(a) This clause
shall apply in respect of full-time and part-time persons employed under this
Award.
(b) In respect of
employers who employ more than 15 employees immediately prior to the
termination of employment of employees, in the terms of sub-clause 49.4 of this
clause.
(c) Notwithstanding
anything contained elsewhere in this Award, this clause shall not apply to
employees with less than one year’s continuous service, and the general
obligation on employers shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
(d) Notwithstanding
anything contained elsewhere in this Award, this clause shall not apply where
employment is terminated as a consequence of conduct that justifies instant
dismissal, including malingering, inefficiency or neglect of duty, or in the
case of casual employees, apprentices or employees engaged for a specific
period of time or for a specified task or tasks or where employment is
terminated due to ordinary and customary turnover of labour.
49.2 Introduction of
Change
(a) Where an
employer has made a definite decision to introduce changes in production,
program, organisation, structure or technology that are likely to have
significant effects on employees, the employer shall notify the employees who
may be affected by the proposed changes and the Union to which they
belong.
(b) "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employer’s workforce or in the skills
required, the elimination or diminution of job opportunities, promotion
opportunities or job tenure, the alteration of hours of work, the need for
retraining or transfer of employees to other work or locations and the
restructuring of jobs.
Provided that where the Award makes provision for
alteration of any of the matters referred to herein, an alteration shall be
deemed not to have significant effect.
49.3 Employer’s Duty
to Discuss Change
(a) The employer
shall discuss with the employees affected and the Union, inter alia, the
introduction of the changes referred to in 49.2(a), the effects the changes are
likely to have on employees and measures to avert or mitigate the adverse
effects of such changes on employees, and shall give prompt consideration to
matters raised by the employees and/or the Union in relation to the changes.
(b) The discussion
shall commence as early as practicable after a definite decision has been made
by the employer to make the changes referred to in 49.2(a).
(c) For the
purpose of such discussion, the employer shall provide to the employees
concerned and the Union, all relevant information about the changes including
the nature of the changes proposed, the expected effects of the changes on
employees and any other matters likely to affect employees provided that any
employer shall not be required to disclose confidential information the
disclosure of which would adversely affect the employer.
49.4 Discussions
Before Termination
(a) Where an
employer has made a definite decision that
they no longer wish the job the employee has been doing to be done by
anyone, pursuant to 49.2(a), and that decision may lead to the termination of
employment, the employer shall hold discussions with the employees directly
affected and with the Union.
(b) The
discussions shall take place as soon as is practicable after the employer has
made a definite decision which will invoke the provision of 49.4(a) and shall
cover any reasons for the proposed termination, measures to avoid or minimise the
terminations and measures to mitigate any adverse effects of any termination on
the employees concerned.
(c) For the
purpose of the discussion the employer shall, as soon as practicable, provide
to the employees concerned and the Union all relevant information about the
proposed terminations, including the reasons for the proposed terminations, the
number and categories of employees likely to be affected, and the number of
employees normally employed and the period over which the terminations are likely
to be carried out. Provided that any
employer shall not be required to disclose confidential information the
disclosure of which would adversely affect the employer.
49.5 Notice for
Changes in Production, Program, Organisation or Structure
This sub-clause sets out the provisions to be applied
to terminations by the employer for reasons arising from
"production", "program", "organisation" or
"structure" in accordance with 49.2(a).
(a) In order to
terminate the employment of an employee the employer shall give to the employee
the following notice:
Period
of Continuous Service
|
Period of Notice
|
|
|
Less than 1 year
|
1 week
|
1 year and less than 3 years
|
2 weeks
|
3 years and less than 5 years
|
3 weeks
|
5 years and over
|
4
weeks
|
(b) In addition to
the notice above, employees over 45 years of age at the time of the giving of
the notice with not less than two years continuous service, shall be entitled
to an additional week’s notice.
(c) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
49.6 Notice for
Technological Change
This sub-clause sets out the notice provisions to be
applied to terminations by the employer for reasons arising
"technologically" in accordance with paragraph (a) of sub-clause 49.2
of this clause.
(a) In order to
terminate the employment of an employee the employer shall give to the employee
three months notice of termination.
(b) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be
terminated by part of the period of notice specified and part payment in lieu
thereof.
(c) The period of
notice required by this sub-clause to be given shall be deemed to be service
with the employer for the purposes of the Long Service Leave Act 1955,
the Annual Holidays Act 1944, or any Act amending or replacing either of
these Acts.
49.7 Time Off During
the Notice Period
(a) During the
period of notice of termination given by the employer, an employee shall be
allowed up to one day’s time off without loss of pay during each week of
notice, to a maximum of five weeks, for the purposes of seeking other
employment.
(b) If the
employee has been allowed paid leave for more than one day during the notice
period for the purpose of seeking other employment, the employee shall, at the
request of the employer, be required to produce proof of attendance at an
interview or the employee shall not receive payment for the time absent.
49.8 Employee
Leaving During the Notice Period
If the employment of an employee is terminated (other
than for misconduct) before the notice period expires, the employee shall be
entitled to the same benefits and payments under this clause as those to which
the employee would have been entitled had the employee remained with the
employer until the expiry of such notice.
Provided that in such circumstances the employee shall not be entitled
to payment in lieu of notice.
49.9 Statement of
Employment
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee a
written statement specifying the period of the employee’s employment and the
classification of or the type of work performed by the employee.
49.10 Notice to
Centrelink
Where a decision has been made to terminate the
employment of employees, the employer shall notify Centrelink thereof as soon as possible giving relevant information
including the number and categories of the employees likely to be affected and
the period over which the terminations are intended to be carried out.
49.11 Employment
Separation Certificate
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
"Employment Separation Certificate" in the form required by
Centrelink.
49.12 Transfer to
Lower Paid Duties
Where an employee is transferred to lower paid duties
for reasons set out in 49.2(a), the employee shall be entitled to the same
period of notice of transfer as the employee would have been entitled to if the
employee’s employment had been terminated, and the employer may at the
employer’s option make payment in lieu thereof an amount equal to the
difference between the former ordinary time rate of pay and the new ordinary
time rates for the number of weeks of notice still owing.
49.13 Severance Pay
Where an employee is to be terminated pursuant to
sub-clause 49.5 of this clause, subject to further order of the Industrial
Relations Commission of New South Wales the employer shall pay the employee the
following severance pay in respect of a continuous period of service:
(a) If an employee
is under 45 years of age, the employer shall pay in accordance with the
following scale:
Years
of Service
|
Under 45 Years of
Age Entitlement
|
|
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
4 weeks
|
2 years and less than 3 years
|
7 weeks
|
3 years and less than 4 years
|
10 weeks
|
4 years and less than 5 years
|
12 weeks
|
5 years and less than 6 years
|
14 weeks
|
6 years and over
|
16
weeks
|
(b) Where an
employee is 45 years or over, the entitlement shall be in accordance with the
following scale:
Years
of Service
|
45
Years of Age and over Entitlement
|
|
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
5
weeks
|
2 years and less than 3 years
|
8.75
weeks
|
3 years and less than 4 years
|
12.5
weeks
|
4 years and less than 5 years
|
15
weeks
|
5 years and less than 6 years
|
17.5
weeks
|
6 years and over
|
20
weeks
|
(c) "Weeks
Pay" means the all-purpose rate of pay for the employee concerned at the
date of termination, and shall include, in addition to the ordinary rate of
pay, over-award payments, shift penalties and allowances, paid in accordance
with the award.
49.14 Incapacity to
Pay
(a) Subject to an
application by the employer and further order of the NSW Industrial Relations
Commission, an employer may pay a lesser amount (or no amount) of severance pay
than that contained in 49.13.
(b) The Commission
shall have regard to such financial and other resources of the employer
concerned as the Commission thinks relevant, and the probable effect paying the
amount of severance pay in 49.13 will have on the employer.
49.15 Alternative
Employment
Subject to an application by the employer and further
order of the NSW Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in 49.13 if the
employer obtains acceptable alternative employment for an employee.
PART VIII - MISCELLANEOUS PROVISIONS
50. Occupational
Health and Safety
See Occupational Health and Safety Act 2000 (NSW).
51. Protective
Clothing and Safety Equipment
51.1 Where an
employer requires an employee to wear protective clothing or a uniform such
protective clothing or uniform as is reasonably required shall be provided and,
as necessary, repaired and replaced by the employer. Any issue of protective
clothing or uniforms shall remain the property of the employer.
51.2 Where an
employer provides safety equipment it shall be used by the employees.
51.3 Where an
employer provides safety equipment the employer shall maintain such equipment
to the required standard and where necessary replace such equipment.
52.
Anti-Discrimination
52.1 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 (NSW), to prevent and
eliminate discrimination in the workplace on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity, age and responsibility
as a carer.
52.2 Accordingly, in
fulfilling their obligations under the dispute resolution procedure, the
parties must take all reasonable steps to ensure that neither the Award
provisions nor their operation are directly or indirectly discriminatory in
their effects.
52.3 Under the Anti-Discrimination
Act, 1997 (NSW), 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.
52.4 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation,
(b) offering or
providing junior rates of pay to persons under 21 years of age,
(c) any act or
practice of a body established to propagate religion which is exempted under
56(d) of the Anti-Discrimination Act 1977 (NSW),
(d) a party to
this Award from pursing matters of unlawful discrimination in any state or
federal jurisdiction.
52.5 This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
Note:
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation
(b) Section 56(d)
of the Anti-Discrimination Act, 1977 (NSW) states:
"Nothing in the 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".
(c) This clause is
not intended to create legal rights.
53. Employee's
Indemnity
Employers shall be responsible in accordance with the Employees'
Liability Act 1991 to indemnify employees against liability for fault (as
defined in that Act) arising out of the performance of work by the employee.
54. Posting of Award
A copy of this Award shall be kept at each workplace, where
it is available to employees.
55. Union Notices
An accessible space for Union notices shall be provided by
the employer.
56. Right of Entry By
Union
See the Industrial Relations Act 1996 (NSW).
57. Labour
Flexibility
An employer may direct an employee to carry out such duties
as are within the limits of the employee’s skill, competence and training.
58. General Savings
Nothing in this Award shall be deemed or construed to reduce
the wages and/or conditions to which any employee may have been entitled prior
to the making of this Award.
59. Area, Incidence
and Duration
59.1 Except as
provided for in sub-clauses 59.2 to 59.7 of this clause, this Award shall be
binding on the industry of persons employed in or in connection with the
industry of social and/or welfare work in the State of New South Wales, whether
as employers or as employees and whether members of a registered association or
not.
59.2 This Award
shall not be binding on persons eligible to be members of The Federated
Miscellaneous Worker’s Union of Australia, New South Wales Branch, as at 20th
September 1986 provided that this exclusion will not apply, to the extent it
might otherwise, to persons employed: as coordinators in a multi-purpose
neighbourhood centre that encompasses a child care facility; in residential
child care services providing welfare and social support in a residential
setting (including family group homes or institutional care for children) where
such services are distinct from :
(a) sessional care
to pre-school children, long day care, extended hours care or 24-hour care;
(b) before and
after school care;
(c) playgroups;
(d) occasional
care;
(e) vacation care;
(f) multi-purpose
child care;
as community development workers; in family counselling
and support services; in women’s and youth refuges; as Family Day Care
Coordinators and Family Day Care Child Development Officers.
59.3 This Award
shall not apply to persons eligible for membership of the Public Service
Association of New South Wales and who are employed:
(a) pursuant to
the provisions of :
(i) the Public
Sector Management Act 2002; or
(ii) the Health
Administration Act 1982; or
(iii) the Health
Services Act 1997; or
(iv) any Act
replacing the said Acts; or
(b)
(i) in or by any
Department, body, organisation or group within the terms of the Public Sector
Management Act 1988 or any Act replacing that Act, irrespective of whether
it remains or continues to be a Department, body, organisation or group in
terms of the said Act; or
(ii) in or by any
Declared Authority within Schedule 3 of the Public Sector Management Act
1988 irrespective of whether it remains or continues to be a Declared Authority
in terms of the said Act; or
(iii) as a
ministerial employee; or
(iv) by Ministers of
the Crown in the right of the State of New South Wales or in the offices of
such Ministers; or
(v) by the
Electricity Commission of N.S.W.; or
(vi) by the Roads
and Traffic Authority; or
(vii) by the Homebush
Abattoir Corporation; or
(viii) by hospitals
included in the 2nd, 3rd or 5th schedule of the Public Hospitals Act 1929 or
any Act replacing it, by public hospitals or by public dental clinics; or
(ix) by colleges of
advanced education; or
(x) by any
university; or
(xi) in or by the
Legislative Assembly and/or Legislative Council of the State of New South Wales;
or
(xii) by the New
South Wales Egg Corporation; or
(xiii) by the New
South Wales Education Commission or its agents; or
(xiv) by any person
employed as an Associate to a Justice; or
(xv) at the Sexually
Transmitted Diseases Clinic and the Medical Examination and Immunisation
Centre; or
(xvi) in or by:
The Drug and Alcohol Authority;
New South Wales State Cancer Council;
The United Hospitals Auxiliary;
The Institute of Psychiatry; or
(xvii) in or in
connection with the administration of any body (whether incorporated or
unincorporated) established for the purpose of registering persons for the
practice of any profession, calling or vocation in the State of New South
Wales; or
(xviii) In or in
connection with the provision of medical services in penal or like
establishments deemed or proclaimed to be a prison under the Prisons Act
1952, or any Act replacing the said Act; or
(xix) by an employer
or at any place of employment replacing any of the foregoing employers or
places of employment, as the case may be; or
(c) by any
organisations registered or exempt from registration under the Charitable
Fundraising Act 1991, who are graduates or graduands of a recognised
university or who hold a diploma of a recognised body and are engaged in any of
the following callings or vocations whether as principal or assistant employees
or employees in training:
Bacteriologist, Pathologist, Medical Scientist,
Scientific Officer, Bio-Medical Engineer, Physician Surgeon, Dental Scientist,
Dentist, Optometrist, Oculist, Audiologist, Speech Therapist, Occupational
Therapist, Music Therapist, Dietician, Physiotherapist, Chiropodist (or
Podiatrist), or Remedial Gymnast, together with such other employees who are
engaged or usually engaged in the callings or vocations of Chiropodist (or
Podiatrist) or Remedial Gymnast, whether as principal or assistant employees or
as employees in training who hold a certificate of a technical college or of
any institution deemed by the employer to be of a similar standing; or
(d) in regional
offices of any Department of State or corporation or body established by
statute administering or providing health services in the State of New South
Wales including such persons whose employment fulfils a function of a regional
nature but who, due to the nature of their duties, are not employed within the
precincts of that office, and in or by area or community health services
(howsoever called) where these area or community health services have replaced
services carried on or provided by a person or body referred to in paragraph
(B) of this subclause; or
(e) by the Home
Care Service of New South Wales; or
(f) persons
employed in classifications within the jurisdiction of the Private Hospital
(Professional Employees) (State) Conciliation Committee; persons in
classifications defined by the Private Hospital and Nursing Home (Professional
Employees) (State) Award; persons in classifications defined by the Charitable
Institutions (Professional - Paramedical Staff) (State) Award; persons in
classifications defined by the Charitable Institutions (Medical Officers)
(State) Award and persons in classifications defined by the Charitable
Institutions (Professional Staff Social Workers) Award or any awards replacing
these awards.
59.4 This Award
shall not be binding on persons eligible for membership of The Health and
Research Employees’ Association of New South Wales who are employed by the
employing authority for each of the following: hospitals, mental hospitals,
hospital dispensaries, medical schools, laboratories, colleges, industrial and
other similar homes, ambulance work (including first-aid work), general
nursing, reception homes, sanatoria, rest homes which are wholly or partly
controlled by the Board of Health, non-residential special schools and the universities;
or persons eligible for membership of The Health and Research Employees’
Association of New South Wales who are employed by a public charitable
institution that owns, manages and/or conducts homes, institutions, hostels,
nursing homes, hospitals, rehabilitation facilities, community day-care centres
and/or provides domiciliary services for care of the aged or for the care of
the physically or mentally or developmentally disabled. Provided that this
exclusion will not apply to persons substantially engaged in counselling,
social welfare advice and referral, assessment of disability, design of
disability services programs, or community development work in connection with
services for the disabled or social workers or social educators properly so called;
provided this exclusion applies to residential care workers and persons
primarily engaged in supervising the work performed by disabled persons or in
domestic duties in Sheltered Workshops for the disabled.
59.5 This Award
shall not apply to persons employed by:-
Ashton House, Maroubra Junction;
Ferguson Lodge, Lidcombe;
Foundation for Disabled, Llandilo;
Greystanes Children Home, Leura;
Handicapped Children’s Centre, Kirrawee;
Illawarra Society for Cripple Children;
Inala, Pennant Hills;
Kurinda Residential Services, Seven Hills;
Lonsdale House Hostel;
Lorna Hodgkinson Sunshine Home, Gore Hill;
Mannix Children’s Centre, Liverpool;
Multiple Sclerosis Society of NSW, Lidcombe;
Newcastle & District Association for Crippled
Children;
NSW Society for Young Adults and Children with Physical
Disabilities,
Beverley Park, Tamworth and Wagga;
Richmond Fellowship of NSW at Glebe;
Royal Far West Children’s Health Service & Services
for the Aged;
Stewart House, Curl Curl;
Sunnyfield Association, Allambie Heights;
Whitehall Children’s Home, Revesby;
Spastic Centre of New South Wales;
Royal New South Wales Institute for Deaf and Blind
Children.
59.6 This Award
shall not apply to persons engaged in any clerical capacity, including those
engaged in the occupation of shorthand writers and typists and/or in
calculating, billing and/or other machines designed to perform or assist in
performing any clerical work whatsoever, and/or including telephonists and
persons employed as canvassers (other than canvassers for the sale of goods)
and/or collectors and clear-out men.
59.7 This Award
shall not be binding on persons employed in the provision of Family Day Care
services funded pursuant to the Australian Government’s Children’s Services
Program.
59.8
(a) This Award
rescinds and replaces the Social and Community Services Employees (State) Award
reprinted and published 2 August 2002 (335 I.G. 559), and all variations
thereto, and shall commence from the beginning of the first pay period to
commence on or after 3 March 2006 and shall remain in force for a period of
three (3) years.
(b) In making this
Award, the parties have had regard to the requirements of s19 of the Industrial
Relations Act 1996.
PART IX - MONETARY RATES
Table 1 - Rates of
Pay effective first full pay period to commence on or after 3 March 2006
Community Services
Worker Grade 1
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
26,401
|
506.36
|
13.33
|
Year 2
|
27,401
|
525.53
|
13.83
|
Year 3
|
28,401
|
544.71
|
14.33
|
Community Services
Worker Grade 2
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
30,201
|
579.24
|
15.24
|
Year 2
|
31,501
|
604.17
|
15.90
|
Year 3
|
32,801
|
629.10
|
16.56
|
Year 4
|
34,201
|
655.95
|
17.26
|
Community Services
Worker Grade 3
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
35,414
|
679.22
|
17.87
|
Year 2
|
36,753
|
704.90
|
18.55
|
Year 3
|
38,092
|
730.58
|
19.23
|
Year 4
|
39,431
|
756.26
|
19.90
|
Year 5
|
40,873
|
783.92
|
20.63
|
Community Services
Worker Grade 4
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
42,005
|
805.63
|
21.20
|
Year 2
|
43,241
|
829.33
|
21.82
|
Year 3
|
44,477
|
853.04
|
22.45
|
Year 4
|
45,713
|
876.74
|
23.07
|
Community Services
Worker Grade 5
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
46,949
|
900.45
|
23.70
|
Year 2
|
49,009
|
939.96
|
24.74
|
Community Services
Worker Grade 6
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
53,129
|
1,018.98
|
26.82
|
Year 2
|
56,219
|
1,078.24
|
28.37
|
Table 2 - Rates of
Pay effective first full pay period to commence on or after 1 July 2006
Community Services
Worker Grade 1
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
27,325
|
524.07
|
13.79
|
Year 2
|
28,360
|
543.92
|
14.31
|
Year 3
|
29,395
|
563.77
|
14.84
|
Community Services
Worker Grade 2
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
31,258
|
599.50
|
15.78
|
Year 2
|
32,604
|
625.32
|
16.46
|
Year 3
|
33,949
|
651.11
|
17.13
|
Year 4
|
35,398
|
678.90
|
17.87
|
Community Services
Worker Grade 3
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
36,653
|
702.97
|
18.50
|
Year 2
|
38,039
|
729.56
|
19.20
|
Year 3
|
39,425
|
756.14
|
19.90
|
Year 4
|
40,811
|
782.72
|
20.60
|
Year 5
|
42,304
|
811.35
|
21.35
|
Community Services
Worker Grade 4
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
43,475
|
833.81
|
21.94
|
Year 2
|
44,754
|
858.34
|
22.59
|
Year 3
|
46,034
|
882.89
|
23.23
|
Year 4
|
47,313
|
907.42
|
23.88
|
Community Services
Worker Grade 5
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
48,592
|
931.95
|
24.53
|
Year 2
|
50,724
|
972.84
|
25.60
|
Community Services
Worker Grade 6
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
|
|
Year 1
|
54,989
|
1,054.64
|
27.75
|
Year 2
|
58,187
|
1,115.98
|
29.37
|
Table 3 - Rates of
Pay effective first full pay period to commence on or after 1 July 2007
Community Services
Worker Grade 1
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
28,249
|
541.79
|
14.26
|
Year 2
|
29,319
|
562.31
|
14.80
|
Year 3
|
30,389
|
582.83
|
15.34
|
Community Services
Worker Grade 2
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
32,315
|
619.77
|
16.31
|
Year 2
|
33,707
|
646.47
|
17.01
|
Year 3
|
35,097
|
673.13
|
17.71
|
Year 4
|
36,595
|
701.86
|
18.47
|
Community Services
Worker Grade 3
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
37,892
|
726.74
|
19.12
|
Year 2
|
39,325
|
754.22
|
19.85
|
Year 3
|
40,758
|
781.70
|
20.57
|
Year 4
|
42,191
|
809.19
|
21.29
|
Year 5
|
43,735
|
838.80
|
22.07
|
Community Services
Worker Grade 4
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
44,945
|
862.01
|
22.68
|
Year 2
|
46,267
|
887.36
|
23.35
|
Year 3
|
47,591
|
912.75
|
24.02
|
Year 4
|
48,913
|
938.11
|
24.69
|
Community Services
Worker Grade 5
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
50,235
|
963.46
|
25.35
|
Year 2
|
52,439
|
1,005.74
|
26.47
|
Community Services
Worker Grade 6
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
56,849
|
1,090.32
|
28.69
|
Year 2
|
60,155
|
1,153.72
|
30.36
|
Table 4 - Rates of
Pay effective first full pay period to commence on or after 1 July 2008
Community Services
Worker Grade 1
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
29,173
|
559.51
|
14.72
|
Year 2
|
30,278
|
580.71
|
15.28
|
Year 3
|
31,383
|
601.90
|
15.84
|
Community Services
Worker Grade 2
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
33,372
|
640.05
|
16.84
|
Year 2
|
34,810
|
667.63
|
17.57
|
Year 3
|
36,245
|
695.15
|
18.29
|
Year 4
|
37,792
|
724.82
|
19.07
|
Community Services
Worker Grade 3
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
39,131
|
750.50
|
19.75
|
Year 2
|
40,611
|
778.89
|
20.50
|
Year 3
|
42,091
|
807.27
|
21.24
|
Year 4
|
43,571
|
835.65
|
21.99
|
Year 5
|
45,166
|
866.24
|
22.80
|
Community Services
Worker Grade 4
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
46,415
|
890.20
|
23.43
|
Year 2
|
47,780
|
916.38
|
24.11
|
Year 3
|
49,148
|
942.62
|
24.81
|
Year 4
|
50,513
|
968.80
|
25.49
|
Community Services
Worker Grade 5
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
51,878
|
994.98
|
26.18
|
Year 2
|
54,154
|
1,038.63
|
27.33
|
Community Services
Worker Grade 6
|
Per Annum
|
Weekly
|
Hourly
|
|
$
|
$
|
$
|
Year 1
|
58,709
|
1,125.99
|
29.63
|
Year 2
|
62,123
|
1,191.47
|
31.35
|
Table 5 -
Allowances
Item
|
Clause
|
Brief
|
Amount
|
Amount
|
Amount
|
Amount
|
No.
|
No.
|
Description
|
ffpp*
|
ffpp*
|
ffpp*
|
ffpp*
|
|
|
|
3 March 2006
|
1 July 2006
|
1 July 2007
|
1 July2008
|
|
|
|
$
|
$
|
$
|
$
|
1
|
31.1
|
First Aid
|
7.72 per week
|
7.99 per week
|
8.26 per week
|
8.53 per week
|
|
|
|
1.54 per day
|
1.60 per day
|
1.65 per day
|
1.71 per day
|
2
|
32
|
On Call
|
16.00 per day
|
16.56 per day
|
17.12 per day
|
17.68 per day
|
3
|
33
|
Motor Vehicle
|
|
|
|
|
|
|
Allowance
|
0.51 per km.
|
0.53 per km.
|
0.55 per km.
|
0.57 per km.
|
* First full pay period to commence on or after
Table 6 -
Translation
Employees engaged under the four level structure of the
Social and Community Services Employees (State) (Interim) Award 1991 will
transfer across AS AT 28 November 2001 and progress in accordance with Clause
23 - Incremental Placement and Progression to the first four levels of the new
structure in the following manner.
Old Classification
|
New Classification
|
SWA, Year 1
|
becomes
|
Community Services
Worker Grade 1, Year 1
|
SWA, Year 2
|
becomes
|
Community Services
Worker Grade 1, Year 2
|
SWA, Year 3
|
becomes
|
Community Services
Worker Grade 1, Year 3
|
SWW Cat 1, Yr 1
|
becomes
|
Community Services
Worker Grade 2, Year 1
|
SWW Cat 1, Yr 2
|
becomes
|
Community Services
Worker Grade 2, Year 2
|
SWW Cat 1, Yr 3
|
becomes
|
Community Services
Worker Grade 2, Year 3
|
SWW Cat 1, Yr 4
|
becomes
|
Community Services
Worker Grade 2, Year 4
|
SWW Cat 2, Yr 1
|
becomes
|
Community Services
Worker Grade 3, Year 1
|
SWW Cat 2, Yr 2
|
becomes
|
Community Services
Worker Grade 3, Year 2
|
SWW Cat 2, Yr 3
|
becomes
|
Community Services
Worker Grade 3, Year 3
|
SWW Cat 2, Yr 4
|
becomes
|
Community Services
Worker Grade 3, Year 4
|
SWW Cat 2, Yr 5
|
becomes
|
Community Services
Worker Grade 3, Year 5
|
SWW Cat 3, Yr 1
|
becomes
|
Community Services
Worker Grade 4, Year 1
|
SWW Cat 3, Yr 2
|
becomes
|
Community Services
Worker Grade 4, Year 2
|
SWW Cat 3, Yr 3
|
becomes
|
Community Services
Worker Grade 4, Year 3
|
SWW Cat 3, Yr 4
|
becomes
|
Community Services
Worker Grade 4, Year 4
|
{SWA = Social Welfare Assistant and SWW = Social Welfare
Worker}
Appendix A - Indicative Competencies
Indicative competencies of a Community Services Worker Grade
1 position include:
Unit Of Competence
|
Element Of
Competence
|
1.
|
Organisational Knowledge
|
Has a good understanding of the mission and values of
organisation.
|
|
|
Knowledge of related work in other departments and work
areas
|
|
|
and outside organisations and other key areas.
|
|
|
Has a sound working knowledge of relevant service or
program
|
|
|
delivery activities.
|
2.
|
Leadership (supervisory/
|
Work is subject to immediate and direct supervision.
|
|
professional and
|
Works collaboratively with team members and has contact
with
|
|
management)
|
other departments to assist in ensuring resolution of
service
|
|
|
or program delivery problems.
|
|
|
Demonstrates to other team members a high level of
motivation and
|
|
|
sustained discipline in order to assist in the provision
of a high level
|
|
|
of service or program delivery for clients with complex
requirements.
|
|
|
Provides feedback.
|
|
|
Participates in the preparation of formal learning in
respect to practical
|
|
|
program delivery skills.
|
|
|
Identifies areas where team members might benefit from further
|
|
|
development.
|
3.
|
Interpersonal Skills/
|
Contacts other departments and outside organisations on
routine
|
|
Communication
|
matters.
|
|
|
Able to handle sensitive inquiries with tact and
discretion.
|
|
|
Refers more complex inquiries appropriately.
|
|
|
Able to resolve conflicts
related to relevant service or
program
|
|
|
delivery activities without assistance, subject to direct
supervision.
|
4.
|
Problem Solving
|
Understands and interprets complicated
guidelines/procedures.
|
|
|
Resolves problems.
|
|
|
Responsible for own schedule, contacting senior staff to
seek
|
|
|
specialised help or notify progress of work.
|
5.
|
Legislation/Standards/
|
Adheres to: All relevant government legislation eg, OH
& S,
|
|
Documentation
|
Disability Services Act, Disability Services Standards and
Child
|
|
|
Protection laws etc.
|
|
|
Adheres to detailed and precise service delivery
procedures and
|
|
|
standards.
|
|
|
Ensures work is performed to an appropriate standard.
|
|
|
Understands and complies with organisational
policies.
|
|
|
Suggests changes to improve quality, including
|
|
|
documentation, in own work area and makes agreed changes.
|
6.
|
Service Delivery Support
|
Corresponds with external parties on routine inquiries.
|
|
|
Maintains one or more diaries.
|
|
|
Organises people to attend internal meetings, distributing
agendas
|
|
|
and supporting papers.
|
|
|
Handles all filing of correspondence on specialised
subjects.
|
|
|
Prioritises mail for reply.
|
|
|
Performs client support related administrative tasks.
|
7.
|
(A) Accommodation/
|
Assists clients with needs.
|
|
Residential Services
|
Adheres to duty of care and procedural fairness
principles.
|
|
|
Supports client’s access to community services and/ or
assists
|
|
|
in organising outings.
|
|
And/Or
|
Gathers and disseminates information about community.
|
|
|
Assists in researching and developing programs.
|
|
|
Assists in facilitating client involvement in aspects of
service
|
|
|
delivery and policy development.
|
|
|
In accordance with relevant legislation, and under direct
supervision,
|
|
|
administer medication as required.
|
|
(B) Case
Management/
|
Assists with service or program delivery, liaison and
communication
|
|
Counselling &
|
and problem solving with clients.
|
|
Education Services
|
Good understanding of the range of client requirements and
an
|
|
|
understanding of the client’s unique needs.
|
|
|
Able to assess situations and make proposals regarding
practical
|
|
|
service or program delivery solutions available.
|
8.
|
Experience/Qualifications
|
Minimum knowledge and experience is equivalent to HSC
equivalent.
|
|
|
|
|
Indicative competencies of a Community Services Worker Grade
2 position include:
|
Unit Of Competence
|
Element Of
Competence
|
1.
|
Organisational Knowledge
|
Has a good understanding of the mission and values of
organisation.
|
|
|
Knowledge of related work in other departments and work
areas
|
|
|
and outside organisations and other key areas.
|
|
|
Has a sound working knowledge of relevant service or
program
|
|
|
delivery activities.
|
2.
|
Leadership (supervisory/
|
Work is subject to general supervision.
|
|
professional and
|
Works collaboratively with team members and has contact
with
|
|
management)
|
other departments representing the team ensuring
resolution of
|
|
|
service or program delivery problems.
|
|
|
Demonstrates to other team members a high level of
motivation
|
|
|
and sustained discipline to provide a high level of
service or
|
|
|
program delivery for clients.
|
|
|
Provides coaching and feedback.
|
|
|
Participates in the preparation of formal learning in
respect to
|
|
|
practical program delivery skills.
|
|
|
Identifies areas where team members might benefit from
further
|
|
|
development.
|
3.
|
Interpersonal Skills/
|
Contacts other departments within the organisation on
non-routine
|
|
Communication
|
matters and outside organisations on routine matters.
|
|
|
Able to handle sensitive inquiries with tact and discretion.
|
|
|
Refers more complex inquiries appropriately.
|
|
|
Able to resolve conflicts related to relevant service or
program
|
|
|
delivery activities without assistance under general
supervision.
|
4.
|
Problem Solving
|
Understands and interprets complicated guidelines/procedures.
|
|
|
Resolves problems requiring the practical application of
theory.
|
|
|
Responsible for own schedule, contacting senior staff only
to seek
|
|
|
specialised help or notify progress of work.
|
5.
|
Legislation/Standards/
|
Adheres to: All relevant government legislation eg, OH
& S,
|
|
Documentation
|
Disability Services Act, Disability Services Standards and
Child
|
|
|
Protection laws etc.
|
|
|
Adheres to detailed and precise service delivery
procedures and
|
|
|
standards.
|
|
|
Evaluates own work to ensure standards are met.
|
|
|
Understands and complies with legislation and standards in
|
|
|
accordance with organisational policy
|
|
|
Suggests changes to improve quality, including
documentation, in
|
|
|
own work area and makes agreed changes.
|
6.
|
Service Delivery Support
|
Corresponds with external parties on non-routine
inquiries.
|
|
|
Maintains one or more diaries.
|
|
|
Organises people to attend internal meetings, distributing
agendas
|
|
|
and supporting papers.
|
|
|
Handles all filing of correspondence on specialised subjects.
|
|
|
Prioritises mail for reply.
|
|
|
Performs complex client support related administrative
tasks.
|
7.
|
(A) Accommodation/
|
Assists clients with needs that require employees to be
experienced.
|
|
Residential Services
|
Clients typically have complex requirements.
|
|
|
Adheres to duty of care and procedural fairness
principles.
|
|
|
Supports client’s access to community services and/or
assists in
|
|
|
organising outings.
|
|
And/Or
|
Gathers and disseminates information about community.
|
|
|
Assists in researching and developing programs.
|
|
|
Facilitates client involvement in aspects of service
delivery and policy
|
|
|
development.
|
|
|
In accordance with relevant legislation, and under general
supervision,
|
|
|
administer mediation as required.
|
|
(B) Case
Management/
|
Undertakes service or program delivery, liaison &
communication
|
|
Counselling & Education
|
with clients during complex problem resolution involving
multiple
|
|
Services
|
service or program delivery methods.
|
|
|
Good understanding of the range of client requirements and
an
|
|
|
understanding of the client’s unique needs.
|
|
|
Makes recommendations regarding the full range of
practical service
|
|
|
or program delivery solutions available.
|
8.
|
Experience/Qualifications
|
Minimum knowledge and experience is equivalent to Certificate
III in
|
|
|
Welfare Studies.
|
Indicative competencies of a Community Services Worker Grade
3 position include:
|
Unit Of Competence
|
Element Of
Competence
|
1.
|
Organisational Knowledge
|
Has a working knowledge of
the mission and values of the
|
|
|
organisation.
|
|
|
Detailed knowledge of related work in other departments
and how it
|
|
|
impacts service delivery.
|
|
|
Has extensive knowledge of the full range of community and
welfare
|
|
|
service or program delivery activities.
|
2.
|
Leadership (supervisory/
|
Work is subject only to general supervision.
|
|
professional and
|
May lead a small team or group.
|
|
management)
|
Identifies learning and development needs of team members.
|
|
|
Assists with the formal supervision and practical learning
of less
|
|
|
experienced team members.
|
|
|
Assists in prioritising others work.
|
|
|
Provides a high level of service or program delivery for
clients with
|
|
|
a variety of complex requirements.
|
3.
|
Interpersonal Skills/
|
Deals regularly with correspondence or inquires from other
agencies
|
|
Communication
|
and/or external bodies.
|
|
|
Can assist others to resolve conflict.
|
|
|
Effectively collaborates and networks effectively with
allied
|
|
|
services.
|
4.
|
Problem Solving
|
Provides a reference point based on expertise gained
through years
|
|
|
of experience and/or qualifications.
|
|
|
Advice and assistance is provided for using precedent and
knowledge
|
|
|
of past complex issues.
|
|
|
Using mature judgement able to interpret agency policy
within
|
|
|
guidelines.
|
|
|
Participates in providing solutions to complex management
problems
|
|
|
associated with specific areas of responsibility.
|
5.
|
Legislation/Standards/
|
Adheres to: All relevant government legislation eg, OH
& S,
|
|
Documentation
|
Disability Services Act, Disability Service Standards and
Child
|
|
|
Protection laws etc.
|
|
|
Recommends changes to quality
procedures, including documentation,
|
|
|
and standards that impact across other work areas.
|
|
|
Understands and complies with legislation and standards in
|
|
|
accordance with organisational policy.
|
|
|
May be required to conduct training.
|
6.
|
Service Delivery Support
|
Prepares reports for management where liaison with other
areas is
|
|
|
involved.
|
|
|
Develops complex filing and classification systems.
|
|
|
Deals with correspondence.
|
|
|
May assist with preparation of public relations material
and
|
|
|
event/launch preparation or may assist with the
implementation of
|
|
|
fundraising plans.
|
|
|
May administer departmental budgets, manage small projects
and
|
|
|
administer large projects
|
7.
|
(A) Accommodation/
|
Assists clients with a variety of complex requirements.
|
|
Residential Services
|
Adheres to duty of care and procedural fairness
principles.
|
|
|
Supports clients’ access to community services and/or
assists in
|
|
|
organising outings.
|
|
|
Gathers and disseminates information about community facilities
to
|
|
And / Or
|
clients and community educators.
|
|
|
Assists with the research, development and evaluation of
programs.
|
|
|
Administers medications.
|
|
(B) Case
Management/
|
May coordinate day-to-day operations.
|
|
Counselling & Education
|
Undertakes service or program delivery, liaison &
communication
|
|
Services
|
with clients in respect to a variety of complex problem
resolutions
|
|
|
involving multiple service or program delivery methods.
|
|
|
Sound working knowledge of the range of client
requirements and an
|
|
|
understanding of the client’s unique needs.
|
|
|
Provides complex education opportunities for clients.
|
|
|
Makes recommendations regarding the full range of practical
service
|
|
|
or program delivery solutions available.
|
8.
|
Experience/Qualifications
|
Desirable qualifications are equivalent to Tertiary
certificate
|
|
|
eg. Associate Diploma or post-trade (skilled)
qualifications requiring
|
|
|
knowledge of theoretical principles OR equivalent work
experience.
|
Indicative competencies of a Community Services Worker Grade
4 position include:
Unit Of Competence
|
Element Of
Competence
|
1.
|
Organisational Knowledge
|
Has a comprehensive understanding of the mission and
values of the
|
|
|
organisation including historical context.
|
|
|
Has a comprehensive knowledge of the full range of service
or
|
|
|
program delivery activities and a sound working knowledge
of client
|
|
|
requirements and stakeholder relationships.
|
2.
|
Leadership (supervisory/
|
Provides formal operational supervision of a team.
|
|
professional and
|
Ensures learning and development needs of team members are
|
|
management)
|
identified.
|
|
|
Ensures time and resources
are available for learning and development.
|
|
|
Observes team member’s work, assesses performance and
evaluates
|
|
|
team member’s knowledge of relevant techniques and
legislation and
|
|
|
organisation requirements.
|
3.
|
Interpersonal Skills/
|
Drafts letters/reports on complicated issues where some
liaison with
|
|
Communication
|
other departments is involved. Prepares complex management
reports.
|
|
|
Effectively handles complex, sensitive inquires from a
range of people
|
|
|
including professionals. Is an effective management team
member.
|
|
|
Conduct training sessions, and ensures currency and
relevance of
|
|
|
material and resources.
|
4.
|
Problem Solving
|
Provides problem solving expertise on a wide range of
issues.
|
|
|
Applies advanced problem solving and decision making
tools.
|
|
|
Using mature judgement able to interpret sector wide
programs policy
|
|
|
within guidelines.
|
5.
|
Legislation/Standards/
|
Ensures adherence to all relevant legislative requirements
|
|
Documentation
|
eg. OH&S, Disability Services Act, Disability Services
Standards and
|
|
|
Child Protection laws etc.
|
|
|
Actively promotes and delivers programs ‘with and through’
people
|
|
|
and other organisations.
|
|
|
Ensures delivery of services within the guidelines
provided by the
|
|
|
organisation.
|
|
|
Contributes to the development of new programs relevant to
the area
|
|
|
or local community. Recommends changes to quality
procedures,
|
|
|
including documentation, and standards that impact across
own or
|
|
|
other work areas.
Implements approved recommendations.
|
6.
|
Service Delivery Support
|
Assists with review and/or development, implementation and
|
|
|
monitoring of specific functional policies and procedures.
|
|
|
Develops and/or implements new administrative systems.
|
|
|
Prepares reports for management.
|
|
|
Demonstrates confidentiality with correspondence relating
to sensitive
|
|
|
issues.
|
|
|
Gives standard presentations.
|
|
|
Deals with non-routine correspondence from other agencies,
bodies,
|
|
|
client managers, and company managers.
|
|
|
Develops public relations material and undertakes
event/launch
|
|
|
preparations.
|
|
|
May manage small projects and administer large projects.
|
|
|
Inputs to budget preparation, monitors cost controls and
takes
|
|
|
appropriate action as necessary.
|
7.
|
(A) Accommodation/
|
Manages the operations for a single location.
|
|
Residential Services
|
Management of a mix of other roles up to CSW Grade 3
within a
|
|
|
single location.
|
|
|
Ensures duty of care and procedural fairness principles
are observed.
|
|
|
Ensures client’s personal care needs are met and they have
access to
|
|
|
community services.
|
|
And/Or
|
Arranges formal medication assessments as required.
|
|
|
Ensures that adequate supplies and equipment are available
to meet
|
|
|
planned requirements and remedies deficiencies.
|
|
|
Signs and takes responsibility for payroll, stores,
equipment
|
|
|
replacements.
|
|
|
Negotiates minor contracts.
|
|
|
Administers approved budget.
|
|
|
Submits regular progress reports.
|
|
(B) Case
Management/
|
Ensure effective service or program delivery, liaison and
|
|
Counselling & Education
|
communication with clients in respect to the full range of
problem
|
|
Services
|
resolutions involving multiple service or program delivery
methods.
|
|
|
Sound working knowledge of the range of client
requirements and
|
|
|
ensures that the unique needs of clients are understood
and
|
|
|
appropriate practical solutions are provided.
|
|
|
Ensures effective education assistance is provided.
|
|
|
Ensures information about community facilities is
available to clients
|
|
|
and community educators.
|
8.
|
Experience/Qualifications
|
Equivalent to higher diploma or 3 year degree or
equivalent work
|
|
|
experience.
|
Indicative competencies of a Community Services Worker Grade
5 position include:
|
Unit Of Competence
|
Element Of
Competence
|
1.
|
Organisational Knowledge
|
A comprehensive understanding of the organisation
including:
|
|
|
philosophy, mission and values, Services, Policies and
procedures,
|
|
|
how external agencies relate to, and are integrated with,
the overall
|
|
|
organisation’s Mission and Organisation Plans.
|
|
|
Understands the role and organisation of other providers,
relevant
|
|
|
government bodies, legislation and relevant legal
requirements.
|
2.
|
Leadership (supervisory/
|
Effective leadership of multiple teams OR effectively
perform as
|
|
professional and
|
team member OR able to work independently as a sole
operator.
|
|
management)
|
Performs professional level tasks with a thorough and
advanced
|
|
|
competence.
|
|
|
Effective leadership of change.
|
|
|
Develops work group plans. Ensures deadlines and service
standards
|
|
|
are met.
|
3.
|
Interpersonal Skills/
|
Superior verbal and written communication.
|
|
Communication
|
Capacity to express ideas effectively in individual and
group
|
|
|
situations.
|
|
|
High degree of interaction with peers and team members
including
|
|
|
mentoring and peer support.
|
|
|
Influence and liaise professionally with others across the
organisation
|
|
|
and with professionals of external organisations.
|
|
|
Negotiates professional matters.
|
4.
|
Problem Solving
|
Investigates specific current professional/technical
knowledge and
|
|
|
applicability to requirements.
|
|
|
Exercises judgment to assess situations and recommend
effective
|
|
|
solutions to specific issues.
|
|
|
Identifies issues requiring innovative or creative
solutions.
|
|
|
Assists in the development and implementation of such
solutions.
|
|
|
Involved in research and evaluation of the impact of
research for
|
|
|
systems, interventions, programs and services.
|
5.
|
Legislation/Standards/
|
Ensures compliance with relevant legislation and standards
|
|
Documentation
|
eg, OH&S, Disability Services Act, Disability Services
Standards and
|
|
|
Child Protection laws etc.
|
|
|
Meets assigned deadlines and agreed program/service
delivery
|
|
|
standards and may participate in the review and
development of
|
|
|
standards and associated documentation.
|
|
|
Participates in peer review in relation to other
programs/service
|
|
|
outcomes.
|
6.
|
Service Delivery Support
|
Has substantial professional knowledge of relevant
organisation and
|
|
|
government policies and programs.
|
|
|
Plans, develops and/or reviews components of systems,
business
|
|
|
plans, projects, policies and programs.
|
|
|
Ensures effective preparation and administration of
budgets.
|
|
|
Ensures effective administration including purchases,
equipment,
|
|
|
payroll, budget preparation.
|
7.
|
(A) Accommodation/
|
Manages the operations for 2 or more locations, including
the
|
|
Residential Services
|
management of a mix of roles up to CSW Grade 4 performing
similar
|
|
|
activities.
|
|
|
Ensures duty of care and procedural fairness principles
are observed.
|
|
|
Ensures client’s personal care needs are met and they have
access to
|
|
|
community services.
|
|
And/Or
|
Organises formal medication assessments.
|
|
|
Ensures that adequate supplies and equipment are available
to meet
|
|
|
planned requirements and remedies deficiencies.
|
|
|
Signs and takes responsibility for payroll, stores,
equipment
|
|
|
replacements.
|
|
|
Negotiates medium sized contracts.
|
|
|
Submits regular progress reports.
|
|
(B) Case
Management/
|
In depth knowledge of a number of diverse practice areas
and is
|
|
Counselling & Education
|
capable of effective interventions.
|
|
Services
|
Has an explicit knowledge of a number of assessment,
interventions
|
|
|
and service delivery areas.
|
|
|
Draws on a number of methodologies and techniques, to
|
|
|
achieve successful outcomes.
|
|
|
Deals with enquiries from, and follows up, straight
forward
|
|
|
professional issues with relevant stakeholders.
|
|
|
Handles complex case management.
|
|
|
Develops service delivery agreements with senior
professionals
|
|
|
and clients for the achievement of particular goals and
participates
|
|
|
in and leads professional team meetings as necessary.
|
8.
|
Experience/Qualifications
|
Has a degree or equivalent in a relevant professional area
and/or
|
|
|
Substantial professional experience in relevant field.
|
|
|
|
|
Indicative competencies of a Community Services Worker Grade
6 position include:
|
Unit Of Competence
|
Element Of
Competence
|
1.
|
Organisational Knowledge
|
A comprehensive understanding of the organisation
including:
|
|
|
philosophy, mission and values; Services, Policies and
procedures,
|
|
|
how external agencies relate to, and are integrated with,
the overall
|
|
|
organisation’s Mission and Organisation Strategic Plans.
|
|
|
Understands the various environments in which the
organisation
|
|
|
operates eg, social, financial, political etc.
|
|
|
Understands the objectives of the organisation and the
financial
|
|
|
imperatives under which it operates.
|
|
|
Understands related State, national and international
organisations.
|
2.
|
Leadership (supervisory/
|
Provides technical leadership of other people classified
at a lower
|
|
professional and
|
grade involved in complex program/service/project delivery
and/or
|
|
management)
|
systems work.
|
|
|
Monitors progress and ensures program/project delivery
agreements
|
|
|
are met. Responsible for the development of team members.
|
|
|
Or Individually, or as a team member, undertakes complex
and/or
|
|
|
medium size programs/service/projects delivery and/or
administers
|
|
|
complex systems requiring advanced experience at either
the
|
|
|
Principal Specialist level in a sub discipline, or, at the
Starting
|
|
|
Specialist level in a discipline.
|
3.
|
Interpersonal Skills/
|
Able to influence relevant professional and management on
the
|
|
Communication
|
more complex and sensitive issues.
|
|
|
Collates relevant information and conducts effective
presentations
|
|
|
to internal/external organisations.
|
|
|
Pro-actively identifies opportunities for, develops and
maintains
|
|
|
long term, effective service delivery relationships.
|
|
|
Initiates and/or encourages actions which meet/exceed
service
|
|
|
delivery expectations.
|
4.
|
Problem Solving
|
Identifies problems with the potential to adversely impact
on major
|
|
|
service delivery areas and identifies options.
|
|
|
Uses advanced professional/technical practices to solve
problems.
|
|
|
Provides appropriate reports and recommendations to
management
|
|
|
and relevant groups as required.
|
|
|
Investigates specific current professional/technical
knowledge and
|
|
|
applicability to requirements.
|
|
|
Writes and researches relevant professional/technical
material.
|
|
|
Conducts cost/benefit analyses, evaluates alternatives and
|
|
|
recommends solutions.
|
|
|
May formulate evaluation review process and technical
research.
|
5.
|
Legislation/Standards/
|
Assists in the resolution of major or atypical, complex
legislation,
|
|
Documentation
|
standards, including documentation, issues that impact
across the
|
|
|
organisation.
|
|
|
Participates in the alignment of practices with
legislation, standards
|
|
|
and relevant organisation policies.
|
6.
|
Service Delivery Support
|
Utilising specialist level skills, integrates the relevant
components
|
|
|
of Commonwealth and State government legislation, policies
and
|
|
|
programs with specific systems, business plans, policies
and
|
|
|
programs.
|
|
|
Undertakes complex administrative systems, business plans,
projects,
|
|
|
policy and program development and/or review.
|
|
|
Assists with strategic system, project planning, policy
and program
|
|
|
development and/or review work.
|
7.
|
(A) Accommodation/
|
High level of responsibility for and/or involvement in the
management
|
|
Residential Services
|
of the operations for multiple complex services
environments or large
|
|
|
complex facility.
|
|
|
Management of a mix of roles up to CSW Grade 5 spread over
a
|
|
|
number of locations and where the provision of services
are complex,
|
|
|
or located at a large complex facility.
|
|
And/Or
|
Ensures duty of care and procedural fairness principles
are observed.
|
|
|
Ensures client’s personal care needs are met and they have
access to
|
|
|
community services.
|
|
|
Ensures effective education assistance is provided.
|
|
|
Ensures information about community facilities is
available to clients
|
|
|
and community educators.
|
|
|
Performs formal medication assessments.
|
|
(B) Case
Management/
|
Consulted by others in area of professional knowledge.
|
|
Counselling & Education
|
Provides professional services in circumstances requiring effective
|
|
Services
|
coordination of complex issues eg. legal.
|
|
|
Undertakes professional practice supervision.
|
|
|
Is consulted by other professionals on complex cases,
providing
|
|
|
advice and training.
|
|
|
Deals with enquiries from, and follows up complex
technical/
|
|
|
professional issues with relevant organisations, including
State,
|
|
|
national and international organisations.
|
|
|
Coordinates the implementation of specific assessment and
|
|
|
intervention activities and resolves problems with other
areas of the
|
|
|
organisation.
|
|
|
Manages complex referral issues.
|
8.
|
Experience/Qualifications
|
Desirable to have post graduate experience in a relevant
field.
|
|
|
May have post graduate qualifications in a related
specialist area.
|
|
|
Has complex evaluation, assessment, intervention and
Program
|
|
|
experience.
|
F. L. WRIGHT J,
President.
J. P. GRAYSON D.P.
J. McLEAY, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.