Private Pathology Laboratories
(State) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Liquor,
Hospitality and Miscellaneous Union, New South Wales Branch, Industrial Organisation
of Employees.
(Nos. IRC 743 and 1909 of
2007)
Before Commissioner
Connor
|
31 October 2007
|
REVIEWED AWARD
PART A
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Anti
Discrimination
3. Definitions
4. Wages
5. No Extra
Claims
6. Enterprise
Consultation
7. Contract
of Employment
8. Redundancy
9. Hours
10. Saturday
and Sunday Work
11. Overtime
and Time Off in Lieu of Overtime
12. Holidays
13. Annual
Leave
14. Annual
Leave Loading
15. Long
Service Leave
16. Sick Leave
17. Personal/Carer's
Leave
18. Bereavement
Leave
18A. Parental
Leave
19. Jury
Service
20. Part-time
Employees
21. Casual
Employees
22. On-call
Allowance
23. Travelling
Time and Expenses
24. Locomotion
Allowance
25. First-aid Allowance
26. Payment of
Wages
27. Union Dues
28. Secure
Employment
29. Superannuation
30. Grievance
and Industrial Disputes Procedure
31. Exemptions
32. Enterprise
Arrangements
33. Savings
Clause
34. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Wages
Table 2 - Allowances
Schedule A
Schedule B
2. Anti
Discrimination
(i) It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate
discrimination in the workplace. This
includes discrimination on the grounds of race, sex, marital status,
disability, homosexuality, transgender identity, age and responsibilities as a
carer.
(ii) It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
(iii) Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(iv) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically 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
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
federal jurisdiction.
(v) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
NOTES:
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"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."
3. Definitions
(i) "Union"
means the Liquor Hospitality and Miscellaneous Union, New South Wales Branch.
(ii) "Full-time
Employee" means an employee engaged and paid by the week or fortnight or
four weeks or month, as the case may be, who is rostered to work the ordinary
hours prescribed by subclause (i) of clause 9, Hours.
(iii) "Part-time
Employee" means an employee engaged and paid as such by the week or
fortnight who is required to work not less than 3 hours per week and not more
than an average of 38 ordinary hours per week.
(iv) "Casual
Employee" means an employee engaged and paid as such but shall not include
an employee working an average of thirty-eight ordinary hours or more per week,
subject to the provisions of clause 21, Casual Employees.
(v) "Pathology
Aide - Laboratory" means a person employed as such who is engaged in any
or all of the following duties: preparation, separation and processing of
specimens, washing glassware, filing, media making, solution preparation,
sorting, dispatch, delivery and collection of mail and specimens, distribution
of specimens, general laboratory work, VDU terminal work and packing and
dispatching collection materials and equipment; or who is engaged in other
duties of a similar nature, as directed, and shall be classified as one of the
following grades by the employer:
Grade 3 - On commencement.
Grade 2 - After satisfactorily completing twelve months
full-time or equivalent service at Grade 3.
Grade 1 - Is appointed as a senior employee who works
independently and solves problems as a regular and substantial part of the
employee’s duties.
(vi) "Pathology
Aide - Ancillary" means a person employed as such engaged in work not
otherwise classified herein, including work in or in connection with cleaning,
gardening, maintenance of premises or machinery or equipment, motor vehicle
maintenance or repair, stores and warehouse work, and shall be classified as one of the following
grades by the employer:
Grade 3 - On commencement.
Grade 2 - After satisfactorily completing twelve months
full-time or equivalent service at Grade 3.
Grade 1 - Is appointed to a position as a senior
employee who works independently and solves problems as a regular and
substantial part of the employee’s duties.
(vii) "Pathology
Aide - Courier" means a person employed as such who holds a current
driver's licence and who is engaged principally in courier duties and performs
other duties as directed.
(viii) "Pathology
Collector" means a person employed as such engaged in collecting pathology
specimens and performing procedures in accordance with practice instructions;
the care, storage and processing of all such pathology specimens; the timely
dispatch of pathology specimens to the laboratory; the accurate recording of
information relating to patients and specimens in accordance with practice
instructions; operating VDUs; attending to the well-being of patients; liaising
with referrers/referees; receiving payments of accounts, and shall be
classified as one of the following grades by the employer:
Grade 4 - Is in training and receiving detailed
instructions on the work to be performed
and is acquiring skills in all aspects of specimen collection,
containerisation, labelling, transporting and storage; patient identification
and well-being; related clerical work, and/or requires supervision on the work
to be performed. A Grade 4 collector
will remain on this classification for a period of three months whilst training
is undertaken. A person employed with
previous experience in pathology specimen collection will be reviewed after a
period of four weeks as a Pathology Collector Grade 4 for possible appointment
to Pathology Collector Grade 3.
Grade 3 - Is proficient in all aspects of routine
pathology collection required by the practice and is capable of working in any
of the practice's centres.
Grade 2 - Is appointed to carry out more complex
procedures and tasks than Grade 3.
Grade 1 - Is appointed to a position as an Educator or
as a Co-ordinator of a number of collection centres, usually with five or more years
suitable experience as a pathology collector, and in doing so is capable of
relieving the area supervisor in all aspects of the supervisor's work.
(ix) "Practice
Trainee" - Means a Trainee Scientific Officer or Trainee Technical Officer
employed as such who undertakes an appropriate course of study required by the
employer as part of the employee’s employment. Progress through the stages and
payment at the next stage shall be based on satisfactory academic and work
performance. The top of the wage rate
scale for a Practice Trainee Technical Officer shall be at Stage 4 of the
appropriate wage rate scale as set out in Table 1 - Wages, of Part B, Monetary
Rates.
(x) "Technical
Officer" - Means a person employed as such who holds the Pathology
Technician's Certificate, an Associate Diploma of Medical Technology, or other
qualification acceptable to the employer, and shall be classified as one of the
following grades by the employer:
Grade 4 - Means a qualified Technical Officer who has
not previously worked in providing
pathology services either as a Practice Trainee or otherwise for a
period of at least two years. A Grade 4
employee shall be paid on commencement at Grade 4.2 and after twelve months
satisfactory full-time or equivalent service shall be paid at Grade 4.1. After
twelve months satisfactory full-time or equivalent service at Grade 4.1 the
employee shall progress to Grade 3.3.
Grade 3 - Means a qualified Technical Officer who is
capable of working competently in the various pathology laboratory departments
where the employee may be required by the employer to rotate or to hold a
particular position and who is competent to perform testing on the routine instrumentation of those
departments to which the employee is assigned without direct supervision. A
Grade 3 employee shall be paid on commencement at Grade 3.3 and after twelve
months satisfactory full-time or equivalent service shall be paid at Grade 3.2
and after a further twelve months satisfactory full-time or equivalent service
and thereafter shall be paid at Grade 3.1.
Grade 2 - Means a qualified Technical Officer employed
as such who has usually satisfactorily completed a minimum of four years
full-time or equivalent service as a Technical Officer Grade 3, is competent in
routine laboratory skills and is responsible for the competent management,
maintenance and quality assurance of instrumentation and who may be required to
supervise the work of other laboratory personnel in their daily
routine. A Grade 2 employee shall be
paid at Grade 2.2 on commencement and after two years satisfactory full-time or
equivalent service shall be paid at Grade 2.1.
Grade 1 - Means a qualified Technical Officer appointed
as such who has satisfactorily completed a minimum of three years full-time or
equivalent service as a Technical Officer Grade 2 and shall be paid at Grade
1.2 on commencement. After three years satisfactory full-time or equivalent
service an employee shall be eligible to be paid at Grade 1.1 on performance.
(xi) "Scientific
Officer" Means a person employed as such who possesses one of the
following qualifications:
(a) a degree in
science, applied science or medical technology awarded after not less than 3
years full-time study or an equivalent period of part-time study, in subjects
relevant to the field of pathology at a university or other tertiary
institution in Australia; or
(b) an associate
qualification conferred by the Australian Institute of Medical Technologists
prior to 1 January 1974; or
(c) a
qualification which the employer is satisfied is equivalent to a qualification
in paragraphs (a) or (b), and which will enable the person to assist in the
rendering of pathology services in the private pathology laboratory within
which the person is employed.
Provided that all Scientific Officers as defined shall be
classified by the employer as one of the following grades:
Grade 4 - Means a qualified Scientific Officer as
defined in paragraphs (a), (b) or (c) of this subclause who has not previously worked in the provision of pathology
services for an employer either as a Practice Trainee or otherwise for a period
of at least two years.
A Grade 4 employee shall be paid on commencement at Grade 4.2 and after
twelve months satisfactory full-time or equivalent service shall be paid at
Grade 4.1. After twelve months
satisfactory full-time or equivalent service at Grade 4.1 the employee shall be
paid at Grade 3.3.
Grade 3 - Means a qualified Scientific Officer who is capable
of working competently in scientific work of a professional nature in the
various pathology laboratory departments, where the employee may be required by the employer to rotate or
to hold a particular position and is competent to manage the work to which the
employee is assigned, or as supervised by a Scientific Officer Grade 2 or Grade
1. A Grade 3 employee shall be paid on commencement at Grade 3.3; after twelve months satisfactory full-time or
equivalent service shall be paid at
3.2, and after a further twelve months satisfactory full-time or equivalent
service and thereafter shall be paid at Grade 3.1.
Grade 2 - Means a qualified Scientific Officer
appointed as such who has usually satisfactorily completed a minimum of four
years full-time or equivalent service as a Scientific Officer Grade 3 and who
may be required to supervise the work
of other laboratory personnel. A Grade
2 employee shall be paid at Grade 2.2 on appointment and after two years
satisfactory full-time or equivalent service shall be paid at Grade 2.1.
Grade 1 - Means a qualified Scientific Officer
appointed as such who has satisfactorily completed a minimum of three years full-time or equivalent service
as a Scientific Officer Grade 2 and shall be paid at Grade 1.2 on appointment. After three years satisfactory full-time or
equivalent service at Grade 1.2 an employee shall be eligible to be paid Grade
1.1 on performance.
4. Wages
(i) The minimum
rates of pay for weekly employees in the classifications prescribed by this
award shall be as set out in Table 1 Wages, of Part B, Monetary Rates, and the
rates for allowances shall be as set out in Table 2 Allowances, of the said
Part B.
(ii) Junior
Pathology Aides - Laboratory
The minimum rates of pay for Junior Pathology Aides
Laboratory shall be as set out in the following table:
Appropriate
Classification
|
Base Grade Rate
Percentage
|
|
|
At 16 years of age and under
|
75
|
At 17 years of age
|
80
|
At 18 years of age
|
85
|
At 19 years of age
|
90
|
At 20 years of age
|
95
|
(iii) The rates of
pay in this award include the adjustments payable under the State Wage Case
2007. These adjustments may be offset
against:
(a) any equivalent
overaward payments; and/or
(b) award wage increases
since 29 May 1991, other than safety net, State Wage Case, and minimum rates
adjustments.
5. No Extra Claims
It is a term of this award (arising from the decision of the
Industrial Commission in Court Session in the State Wage Case of 29 May 1991)
that the Union undertakes, for the duration of the principles determined by
that decision, not to pursue any extra claims, award or overaward, except when
consistent with those principles.
6. Enterprise
Consultation
Enterprises covered by this award shall establish a
consultative mechanism and procedures appropriate to their size, structure and
needs for consultation and negotiation on matters affecting their efficiency
and productivity.
7. Contract of
Employment
(i) Employees under
this award shall be engaged as full-time employees or part-time employees or
casual employees.
(ii) The rostered
times of ordinary hours of work, once notified, shall not be changed, except by
a week's notice or with the consent of the employee to an earlier change. Where the employer requests the change
without the employee's consent to the change, the employee shall be paid at
overtime rates for the hours worked outside the previously rostered times for
the period of the notice.
(iii) The employment
of an employee other than a casual shall be terminated only by one week's or
one fortnight's notice on either side or by the payment by the employer or
forfeiture by the employee of one week's or one fortnight's wages in lieu of
notice.
(iv) Notwithstanding
the foregoing provisions, the employer may dismiss the employee at any time for
misconduct or wilful disobedience and then shall be liable for payment up to
the time of dismissal only.
(v) On the
termination of employment the employer shall, at the request of the employee,
give such employee a statement signed by the employer stating the period of
employment and when the employment terminated.
(vi) Employment of
full-time and part-time employees during the first three calendar months of
employment shall be probationary and either party may terminate the employment
during this period by one day's notice.
(vii) Study Time -
Practice Trainees shall be granted such time off as necessary for the purposes
of attending employer approved courses of study relevant to their employment,
including examination times, without reduction of the weekly rate of pay
prescribed in Table 1 - Wages, of Part B, Monetary Rates. Such study time shall include a day off for
each examination.
(viii) Employees
shall be paid for attendances at such conferences, seminars or workshops that
occur during ordinary working time where such attendances are authorised by the
employer and where the subject matter of such conferences, seminars or
workshops is directly related to the employee's employment.
(ix) Employees
classified under this award as defined in subclauses (v) to (xi) inclusive of
Clause 3, Definitions, shall be advised in writing by the employer of their
classification and grading on commencement of employment and upon each
reclassification or promotion by the employer.
(x) Practice
Trainees shall progress through the wage scale stages set out in the said Table 1 upon satisfactorily
completing each stage (year) of their course and performing their work
satisfactorily and shall, upon attaining their tertiary qualifications,
commence on the base rate of the appropriate scale for qualified Scientific
Officer or Technical Officer as set out in the said Table 1. An employer may pay in excess of the
prescribed rates for trainees and qualified officers where it is deemed
appropriate to do so.
(xi) Employees
covered by this award shall perform all work within their skills and
competence, including work which is incidental or peripheral to their main
tasks or functions.
8. Redundancy
(i) Application -
(a) This clause
shall apply in respect of full-time and part-time employees.
(b) This clause
shall only apply to employers who employ 15 or more employees immediately prior
to the termination of employment of employees.
(c) Notwithstanding
anything elsewhere contained in this clause, this clause shall not apply for
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 elsewhere contained in this clause, this clause shall not apply where
an employee 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 the ordinary and customary turnover of labour.
(ii) Introduction
of Change -
(a) Employers duty
to notify -
(1) Where an
employer has made a definite decision to introduce major 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.
(2) "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employers 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 this award makes provision for
alteration of any of the matters referred to herein, an alteration shall be
deemed not to have significant effect.
(b) Employer's
duty to discuss change -
(1) The employer
shall discuss with the employees affected and the union to which they belong,
inter alia, the introduction of the changes referred to in paragraph (a)
Employer's Duty to Notify, of this clause, 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.
(2) 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 subclause (ii) of paragraph
(a) Employer's duty to notify.
(3) For the
purpose of such discussion, the employer shall provide to the employees
concerned and the union to which they belong 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.
(iii) Redundancy -
(a) Discussions before
terminations:
(1) Where an
employer has made a definite decision that the employer no longer wishes the
job the employee has been doing done by anyone pursuant to paragraph (a)
Employer's Duty to Notify and that decision may lead to the termination of
employment, the employer shall hold discussions with the employees directly
affected and with the union to which they belong.
(2) The
discussions shall take place as soon as practicable after the employer has made
a definite decision which will invoke the provision of paragraph (a) Employer's
Duty to Notify and shall cover, inter alia, any reasons for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination of the employees concerned.
(3) For the
purposes of the discussion the employer shall, as soon as practicable, provide
to the employees concerned and the union to which they belong, 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 workers 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.
(iv) Termination of
Employment -
(a) Notice for
Changes in Production, Program, Organisation or Structure - This paragraph sets
out the notice provisions to be applied to terminations by the employer for
reasons arising from production, program, organisation or structure in
accordance with paragraph (a) of subclause (ii) , Introduction of Change.
(1) 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
|
(2) In addition to
the notice referred to in sub paragraph (1) of this paragraph, 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.
(3) Payment in
lieu of the notice referred to 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.
(b) Notice of
Technological Change -
This paragraph sets out the notice provisions to be
applied to terminations by the employer for reasons arising from technology in
accordance with paragraph (ii)(a) of this clause:
(1) In order to
terminate the employment of an employee the employer shall give to the employee
three months' notice of termination.
(2) 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.
(3) The period of
notice required by this subclause 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.
(c) Time off
during the notice period -
(1) 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.
(2) 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.
(d) 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 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.
(e) 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.
(f) Notice to
Centrelink
Where a decision has been made to terminate 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.
(g) Centrelink
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.
(h) Transfer to
lower paid duties
Where an employee is transferred to lower paid duties
for reasons set out in paragraph (a) of subclause (ii), Introduction of Change,
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 of 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.
(v) Severance Pay
-
(a) Where an
employee is to be terminated pursuant to subclause (iv), Termination of
Employment; subject to further order of the Industrial Relations Commission of
New South Wales, the employer shall pay the following severance pay in respect
of a continuous period of service
(1) 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
|
(2) Where an employee
is 45 years old 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
|
(3) "Week's
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 this award.
(b) Incapacity to Pay
- Subject to an application by the employer and further order of the Industrial
Relations Commission of New South Wales, an employer may pay a lesser amount
(or no amount) of severance pay than that contained paragraph (a) of this
subclause.
The Industrial Relations Commission of New South Wales
shall have regard to such financial and other resources of the employer
concerned as the Industrial Relations Commission of New South Wales thinks
relevant, and the probable effect paying the amount of severance pay in
paragraph (a) of this subclause will have on the employer.
(c) Alternative
Employment - Subject to an application by the employer and further order of the
Industrial Relations Commission of New South Wales, an employer may pay a
lesser amount (or no amount) of severance pay than that contained in paragraph
(a) of this subclause if the employer obtains acceptable alternative employment
for an employee.
(vi) Savings
Provision
Nothing in this award shall be construed so as to require
the reduction or alteration of more advantageous benefits or conditions which
an employee may be entitled to under any existing redundancy arrangement, taken
as a whole, between the union and any employer bound by this award.
9. Hours
(i) The ordinary
working hours, exclusive of meal times, shall not exceed an average of 38 per
week. Consultation shall occur on the method of implementation of the working
week. However, the final choice as to the method of implementation shall rest
with the employer. Circumstances may arise where different methods of
implementation of the 38 hour week apply to various groups or sections of
employees in the establishment.
(ii) Where
ordinary hours are worked:
(a) between 7.00
a.m. and 9.00 p.m., Monday to Friday inclusive, no loading is payable;
(b) between 9.00
p.m. and 7.00 a.m., Monday to Friday inclusive, a loading of 15 per cent is
payable.
(iii) A meal break
of not less than 30 minutes and not more than one hour shall be allowed for a
meal. An employee shall not be required to work for more than five hours
without a meal break. Provided that, in
emergency circumstances, the meal break may be deferred but must be taken as
soon as practicable.
(iv) Up to two paid
tea breaks shall be allowed each day or shift for full-time employees; provided
that, the taking of such break(s) shall be subject to the workload of the
practice.
10. Saturday and
Sunday Work
(i) Employees
required to work their ordinary hours on a Saturday shall be paid for all time
so worked at time and one-quarter.
(ii) Overtime
provisions prescribed by clause 11, Overtime and Time Off in Lieu of Overtime,
shall apply to employees required to work on a Saturday not part of their
ordinary hours.
(iii) Employees
required to work their ordinary hours on a Sunday shall be paid for all time so
worked at time and one-half.
(iv) Employees
required to work on a Sunday not part of their ordinary hours shall be paid for
all time so worked at double time.
11. Overtime and Time
Off in Lieu of Overtime
(i) Overtime -
(a) For all work
done by an employee, other than a casual employee, outside ordinary hours or
the employee's rostered number of ordinary hours for the day, the rates of pay shall
be time and one half for the first two hours and double time thereafter. In
calculating overtime each day's work shall stand alone. The hourly rate for
overtime shall be calculated by dividing the weekly rate by 38.
(b) For all work
done by a casual employee in excess of the employee's ordinary hours on a day
the rate of pay shall be time and one half for the first two hours and double
time thereafter. Overtime shall be calculated on a daily basis.
(c) Meal Allowance
- An employee required to work overtime,
after working ordinary hours, in excess of two hours without being notified the
day before or earlier, or where the employee does not live in the vicinity of
the laboratory and customarily returns home for meals, shall be paid a meal
allowance as set out in Item 1 of Table 2 - Allowances, of Part B, Monetary
Rates, for each meal. A further meal
allowance shall be paid on the completion of each additional four hours'
overtime worked.
(ii) Time Off in
Lieu Of Overtime
Where an employee has performed duty on overtime, the
employee may be released from duty for a period not exceeding the period of
overtime actually worked, subject to the conditions herein:
(a) An employee
may only be released from duty in lieu of payment for overtime at the request
of the employee and with the agreement of the employer. Such agreement shall be
in writing and be kept with the time and wages records.
(b) An employee
may not accumulate more than 20 hours to be taken as leave in lieu of overtime
payment and it shall be taken within four weeks of the accrual. The amount of
leave not taken can be extended by mutual agreement between the employer and
the employee.
(iii) Subject to
subclause (i), an employer may require an employee to work reasonable overtime
at overtime rates or as otherwise provided for in this award.
(a) 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.
(b) For the
purposes of subclause (i) what is unreasonable or otherwise will be determined
having regard to:
(i) any risk to
employee health and safety;
(ii) the
employee's personal circumstances including any family and carer
responsibilities;
(iii) the needs of
the workplace or enterprise;
(iv) the notice (if
any) given by the employer of the overtime and by the employee of the
employee's intention to refuse it; and
(v) any other
relevant matter.
12. Holidays
(i) The days on
which the following holidays are observed shall be holidays under this award,
namely: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Monday, Anzac Day, Queen's Birthday, Labour Day, Christmas Day and Boxing Day
and any day which may hereafter be proclaimed a public holiday throughout the
State or any locally proclaimed and observed holiday or another day in lieu
thereof.
(ii) Except as
hereinafter provided -
(a) employees
other than casuals shall be entitled to a holiday (as specified in subclauses
(i) and (iii) of this clause) without loss of pay;
(b) employees
shall be paid at the rate of double time and one-half with a minimum payment of
three hours at such rate for all time worked on the above holidays.
(iii) Notwithstanding
any other provision of this clause, where an employee requests and the employer
agrees, any or all of the holidays of Good Friday, Easter Saturday, Easter
Monday and Christmas Day may be substituted to take into account day(s) of
religious significance to the employee.
13. Annual Leave
See Annual Holidays Act 1944.
14. Annual Leave
Loading
(i) In this
clause the Annual Holidays Act 1944 is referred to as "the
Act".
(ii) On each
anniversary of the employee's commencement of employment with the employer, or
when leave is due and taken the employer shall pay the employee a loading
determined in accordance with this clause.
(iii) The loading
is the amount payable at the rate per week of 17.5 per cent of the appropriate
ordinary weekly time rate of pay prescribed by this award for the
classification in which the employee was employed immediately before commencing
the employee’s annual holiday, but shall not include any allowances, penalty
rates, shift allowances, overtime or any other payments prescribed by this
award. The loading is payable in addition to the pay for the period of holiday
given and taken and due to the employee under the Act and this award.
(iv) This clause
extends to an employee who is given and takes an annual holiday and who would have
worked as a shift worker if the employee had not been on holiday; provided
that, if the amount to which that employee would have been entitled by way of
shift work allowances and weekend penalty rates for the ordinary time (not
including time on a public or special holiday) which the employee would have
worked during the period of the holiday exceeds the loading calculated in
accordance with this clause, then that amount shall be paid to the employee in
lieu of the loading.
(v) No loading is
payable to an employee who takes an annual holiday wholly or partly in advance;
provided that, if the employment of such an employee continues until the day
when the employee would have become entitled under the Act to an annual
holiday, the loading then becomes payable in respect of the period of such
holiday.
15. Long Service
Leave
See Long Service Leave Act 1955.
16. Sick Leave
(i) An employee
who, after not less than three months' continuous service with the employer, is
unable to attend for duty during the employee's ordinary working hours by
reason of personal illness or incapacity not due to the employee's own serious
or wilful misconduct, shall be entitled to be paid at the ordinary-time rate of
pay for the time of such non-attendance, subject to the following conditions
and limitations:
(a) The employee
shall not be entitled to paid leave of absence for any period in respect of
which the employee is entitled to payment under the Workers Compensation Act
1987 or the Workplace Injury Management and Workers Compensation Act
1998.
(b) The employee
shall, as soon as reasonably practicable and prior to the commencement of such
absence, inform the employer of the employee's inability to attend for duty
and, as far as possible, state the nature of the injury or illness and the
estimated duration of the absence.
(c) The employee
shall furnish to the employer such evidence as the employer may require that
the employee was unable, by reason of such illness or injury, to attend for
duty on the day or days for which sick leave is claimed; provided that a
statutory declaration shall be accepted in respect of any single-day absences,
but not more than five such absences in any one year.
(d) Subject to the
provisions of paragraph (c) of this subclause, an employee who takes sick leave
during the first three months of employment shall be paid for such leave at the
conclusion of the said three months.
(e) Subject to the
provisions of this clause, the employee shall be entitled to eight days' sick
leave for each year of employment.
(ii) Cumulative
Sick Leave: The rights under this clause shall accumulate from year to year so
that any part of an entitlement which has not been allowed in any year may be
claimed by the employee and shall be owed by the employer in any subsequent
year of employment.
(iii) Definition of
Continuous Service:
For the purpose of this clause, continuous service
shall be deemed not to have been broken by -
(a) any absence
from work on leave granted by the employer; or
(b) any absence from
work by reason of personal illness, injury or other reasonable cause (proof
whereof shall in each case be upon the employee); provided that time so lost
shall not be taken into account in computing the qualifying period of three
months.
17. Personal/Carer's
Leave
(i) Use of Sick
Leave
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in 17(i)(c)(ii) who needs the employee's care and support, shall
be entitled to use, in accordance with this subclause, any current or accrued
sick leave entitlement, provided for at clause 16, Sick Leave of the award, for
absences to provide care and support for such persons when they are ill, or who
will require care due to an unexpected emergency. Such leave may be taken for part of a single day.
(b) The employee
shall, if required,
(1) establish
either 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
(2) 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.
In normal circumstances, an employee must not take
carer's leave under this subclause where another person has taken leave to care
for the same person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care and support of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, 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 purposes of
this subparagraph:
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 that
person's relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it
is not practicable for the employee to give prior notice of absence, the
employee shall notify the employer by telephone of such absence at the first
opportunity on the day 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 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 30, Grievance and Industrial Disputes Procedure,
should be followed.
(ii) Unpaid Leave
for Family Purpose
An employee may elect, with the consent of the
employer, to take unpaid leave for the purpose of providing care and support to
a member of a class of person set out in 17(i)(c)(ii) above who is ill or who
requires care due to an unexpected emergency.
(iii) Annual Leave
(a) An employee
may elect with the consent of the employer to take annual leave not exceeding ten
days in single day periods, or part thereof, in any calendar year at a time or
times agreed by the parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, 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 or part thereof, until at least five consecutive annual
leave days are taken.
(d) An employee
may elect with the employers agreement to take annual leave at any time within
a period of 24 months from the date at which it falls due.
(iv) Time Off in
Lieu of Payment for Overtime
(a) For the
purpose only of providing care and support for a person in accordance with
subclause (i) of this clause, and despite the provisions of clause 11, Overtime
and Time Off in Lieu of Overtime the following provisions shall apply.
(b) 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 within 12
months of the said election.
(c) Overtime taken
as time off during ordinary time hours shall be taken at the ordinary time
rate, that is an hour for each hour worked.
(d) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason, payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(e) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(v) Make-up Time
(a) An employee
may elect, with the consent of the 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.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
(vi) Rostered Days
Off
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
(vii) Personal
Carers Entitlement for casual employees -
(1) Subject to the
evidentiary and notice requirements in 17(i)(b) and 17(i)(d) casual employees
are entitled to not be available to attend work, or to leave work if they need
to care for a person prescribed in subclause 17(i)(c)(ii) of this clause who
are sick and require care and support, or who require care due to an unexpected
emergency, or at the birth of a child.
(2) 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.
(3) 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.
18. Bereavement Leave
(i) 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 (iii) below.
(ii) 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.
(iii) Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of Clause 17, Personal/Carer's Leave of this award
provided that for the purpose of bereavement leave, the employee need not have
been responsible for the care of the person concerned.
(iv) 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.
(v) Bereavement
leave may be taken in conjunction with other leave available under Clause 17, Personal/
Carer's leave of this award. In determining such a request the employer will
give consideration to the circumstances of the employee and the reasonable
operational requirements of the business.
(vi) Bereavement
entitlements for casual employees
(a) Subject to the
evidentiary and notice requirements in 18(ii) 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 subclause 17(i)(c)(ii) of Clause 17, Personal/Carer's
Leave.
(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 engage a casual employee are
otherwise not affected.
18A. Parental Leave
(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).
(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.
(3) Right to
request
(a) An employee
entitled to parental leave may request the employer to allow the employee:
(i) to extend the
period of simultaneous unpaid parental leave use up to a maximum of eight
weeks;
(ii) to extend the
period of unpaid parental leave for a further continuous period of leave not
exceeding 12 months;
(iii) 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.
(b) 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.
(c) 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.
(d) 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.
(4) Communication
during parental leave
(a) 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:
(i) 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
(ii) 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.
(b) 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.
(c) 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).
19. Jury Service
(i) An employee
shall be allowed leave of absence during any period when required to attend for
jury service.
(ii) During such
leave of absence, an employee shall be paid the difference between the jury
service fees received and the normal rate of pay as if working.
(iii) An employee
shall be required to produce to the employer proof of jury service fees
received and proof of requirement to attend and attendance on jury service, and
shall give the employer notice of such requirement as soon as practicable after
receiving notification to attend for jury service.
20. Part-Time
Employees
Part-time employees may be employed under the terms of this
award, subject to the following conditions -
(i) The
definition of a part-time employee as contained in clause 3, Definitions.
(ii) That the
provisions prescribed for employees employed under this award are applied to
such employees on a pro rata basis.
(iii) Part-time
employees shall be paid one thirty-eighth of the appropriate weekly rate for
each hour worked, provided that a minimum payment of three hours shall be made
for each start.
(iv) Part-time
employees may be engaged on broken shifts by mutual agreement and shall be paid
a three-hour minimum payment for each start.
21. Casual Employees
Casual employees may be employed under the terms of this
award subject to the following conditions:
(i) The
definition of a casual employee as contained in clause 3, Definitions.
(ii) The ordinary
hourly rate for a casual employee shall be one thirty-eighth of the appropriate
weekly rate as set out in Table 1 Wages, of Part B, Monetary Rates, plus 15 per
cent for each hour worked, provided that there shall be a minimum payment of
three hours for each start.
(iii) In addition
to the ordinary hourly rate prescribed in subclause (ii) of this clause, a
casual employee shall be entitled to one-twelfth of the ordinary hourly rate as
entitlement to pro rata annual leave and shall be paid such an amount at the
same time as prescribed for the payment of wages in clause 26, Payment of
Wages, provided that that time shall be no later than on a weekly or
fortnightly basis (dependent upon the employer's pay period).
22. On-Call Allowance
(i) Where an
employee is on call, and is not called out, the employee shall be paid an
on-call allowance as set out in Item 2 of Table 2 Allowances, of Part B, Monetary
Rates, for each day or shift, Monday to Saturday, inclusive, and shall be paid
an on-call allowance as set out in Item 3 of the said Table 2 for Sundays.
(ii) In lieu of
the foregoing allowances specified in subclause (i) of this clause, an employee
shall be paid at overtime rates for all time worked on call, with a two-hour
minimum payment calculated from the time the employee leaves home until the
employee's return at the appropriate rate and shall be paid an allowance in
accordance with clause 24, Locomotion Allowance, where the employee uses the
employee's own vehicle whilst on call.
23. Travelling Time
and Expenses
Where an employee is sent to work from an employer's
recognised place or places of business the employer shall pay all travelling
time from such place or places of business to the job, and if the employee is
required to return the same day to the employer's place or places of business,
the employer shall pay travelling time to the recognised place or places of
business. An employee sent for duty to a place other than the employee's
regular place or places of duty or required to attend a court of inquiry in
connection with the employee’s employment shall be paid reasonable authorised
expenses.
24. Locomotion
Allowance
(i) Where an
employee is required by the employer to use a motor vehicle (including a motor
cycle), such vehicle shall be supplied and maintained by the employer, but
where an employee, by arrangement with the employer, provides the employee's
own vehicle the employee shall, in addition to all payments otherwise due, be
paid an allowance per kilometre as set out in Item 4 of Table 2 Allowances, of
Part B, Monetary Rates.
(ii) The running
charges specified in this clause shall be payable for the actual number of
kilometres travelled by the employee's vehicle each week in connection with the
employee's employment.
25. First-Aid
Allowance
Where an employee is a qualified first-aid attendant and is
appointed to carry out the duties of a qualified first-aid attendant, the
employee shall be paid an additional amount per week as set out in Item 5 of
Table 2 Allowances, of Part B, Monetary Rates.
26. Payment of Wages
(i) Unless an
employee requests fortnightly payment of wages, the employer shall pay wages
and other monies due to employees weekly, fortnightly, four-weekly or monthly,
depending on the employer's pay period, and the time of payment shall not be
more than three working days from the time when such wages become due. An
employer may pay in cash or by cheque or electronic transfer; provided that
payment other than in cash shall not remove the obligation to pay as prescribed
herein.
(ii) Notwithstanding
the foregoing, wages and other monies due to part-time or casual employees
shall be paid weekly or fortnightly.
27. Union Dues
(i) The employer
shall deduct Union membership fees (not including fines or levies) from the pay
of any employee, provided that:
(a) the employee
has authorised the employer to make such deductions in accordance with subclause
(ii) herein;
(b) the Union
shall advise the employer of the amount to be deducted for each pay period
applying at the employer's workplace and any changes to that amount;
(c) deduction of
Union membership fees shall only occur in each pay period in which payment has
or is to be made to an employee; and
(d) there shall be
no requirement to make deductions for casual employees with less than two
months' service (continuous or otherwise).
(ii) The
employee's authorisation shall be in writing and shall authorise the deduction
of an amount of Union fees (including any variation in that fee effected in
accordance with the Union's rules) that the Union advises the employer to
deduct. Where the employee passes any
such written authorisation to the Union, the Union shall not pass the written
authorisation on to the employer without first obtaining the employee's consent
to do so. Such consent may form part of
the written authorisation.
(iii) Monies so
deducted from employees' pay shall be remitted to the Union on either a weekly,
fortnightly, monthly or quarterly basis at the employer's election, together
with all necessary information to enable the reconciliation and crediting of
subscriptions to employees' membership accounts, provided that:
(a) where the
employer has elected to remit on a weekly or fortnightly basis, the employer
shall be entitled to retain up to five per cent of the monies deducted; and
(b) where the
employer has elected to remit on a monthly or quarterly basis, the employer
shall be entitled to retain up to 2.5 per cent of the monies deducted.
(iv) Where the
employee has already authorised the deduction of Union membership fees in
writing prior to this clause taking effect, nothing in this clause shall be
read as requiring the employee to make a fresh authorisation in order for such
deductions to commence or continue.
(v) The Union
shall advise the employer of any change to the amount of membership fees made
under its rules, provided that this does not occur more than once in any
calendar year. Such advice shall be in
the form of a schedule of fees to be deducted specifying either weekly,
fortnightly, monthly, or quarterly as the case may be. The Union shall give the employer a minimum
of two months' notice of any such change.
(vi) An employee
may at any time revoke in writing an authorisation to the employer to make
payroll deductions of Union membership fees.
(vii) Where an
employee who is a member of the Union and who has authorised the employer to
make payroll deductions of Union membership fees resigns from membership of the
Union in accordance with the rules of the Union, the Union shall inform the
employee in writing of the need to revoke the authorisation to the employer in
order for payroll deductions of union membership fees to cease.
28. Secure Employment
(a) Objective of
this Clause
The objective of this clause is for the employer to
take all reasonable steps to provide its employees with secure employment by maximising
the number of permanent positions in the employer's workforce, in particular by
ensuring that casual employees have an opportunity to elect to become full-time
or part-time employees.
(b) Casual
Conversion
(i) A casual
employee engaged by a particular employer on a regular and systematic basis for
a sequence of periods of employment under this Award during a calendar period
of six months shall thereafter have the right to elect to have the employee's
ongoing contract of employment converted to permanent full-time employment or
part-time employment if the employment is to continue beyond the conversion
process prescribed by this subclause.
(ii) Every
employer of such a casual employee shall give the employee notice in writing of
the provisions of this sub-clause within four weeks of the employee having
attained such period of six months.
However, the employee retains their right of election under this
subclause if the employer fails to comply with the notice requirement.
(iii) Any casual
employee who has a right to elect under paragraph (b)(i), upon receiving notice
under paragraph (b)(ii) or after the expiry of the time for giving such notice,
may give four weeks' notice in writing to the employer that the employee seeks
to elect to convert the ongoing contract of employment to full-time or
part-time employment, and within four weeks of receiving such notice from the
employee, the employer shall consent to or refuse the election, but shall not
unreasonably so refuse. Where an employer refuses an election to convert, the
reasons for doing so shall be fully stated and discussed with the employee
concerned, and a genuine attempt shall be made to reach agreement. Any dispute about a refusal of an election
to convert an ongoing contract of employment shall be dealt with as far as
practicable and with expedition through the disputes settlement procedure.
(iv) Any casual
employee who does not, within four weeks of receiving written notice from the
employer, elect to convert the employee's ongoing contract of employment from
full-time employment or part-time employment will be deemed to have elected
against such conversion.
(v) Once a casual
employee has elected to become and been converted to a full-time employee or a
part-time employee, the employee may only revert to casual employment by
written agreement with the employer.
(vi) If a casual
employee has elected to have their contract of employment converted to
full-time or part-time employment in accordance with paragraph (b)(iii), the
employer and employee shall, in accordance with this paragraph, and subject to
paragraph (b)(iii), discuss and agree upon:
(1) whether the
employee will convert to full-time or part-time employment; and
(2) if it is
agreed that the employee will become a part-time employee, the number of hours
and the pattern of hours of work that will be worked either consistent with any
other part-time employment provisions of this award or pursuant to a part-time
work agreement made under Chapter 2, Part 5 of the Industrial Relations Act
1996 (NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert the employee's contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert the employee's contract of
employment to part-time employment, on the basis of the same number of hours
and times of work as previously worked, unless other arrangements are agreed
between the employer and employee.
(vii) Following an
agreement being reached pursuant to paragraph (vi), the employee shall convert
to full-time or part-time employment.
If there is any dispute about the arrangements to apply to an employee
converting from casual employment to full-time or part-time employment, it
shall be dealt with as far as practicable and with expedition through the
disputes settlement procedure.
(viii) An employee
must not be engaged and re-engaged, dismissed or replaced in order to avoid any
obligation under this subclause.
(c) Occupational
Health and Safety
(i) For the
purposes of this subclause, the following definitions shall apply:
(1) A "labour
hire business" is a business (whether an organisation, business enterprise,
company, partnership, co-operative, sole trader, family trust or unit trust,
corporation and/or person) which has as its business function, or one of its
business functions, to supply staff employed or engaged by it to another
employer for the purpose of such staff performing work or services for that
other employer.
(2) A
"contract business" is a business (whether an organisation, business
enterprise, company, partnership, co-operative, sole trader, family trust or
unit, corporation and/or person) which is contracted by another employer to
provide a specified service or services or to produce a specific outcome or
result for that other employer which might otherwise have been carried out by
that other employer's own employees.
(ii) Any employer
which engages a labour hire business and/or a contract business to perform work
wholly or partially on the employer's premises shall do the following (either
directly, or through the agency of the labour hire or contract business):
(1) consult with
employees of the labour hire business and/or contract business regarding the
workplace occupational health and safety consultative arrangements;
(2) provide
employees of the labour hire business and/or contract business with appropriate
occupational health and safety induction training including the appropriate
training required for such employees to perform their jobs safely;
(3) provide
employees of the labour hire business and/or contract business with appropriate
personal protective equipment and/or clothing and all safe work method
statements that they would otherwise supply to their own employees; and
(4) ensure
employees of the labour hire business and/or contract business are made aware
of any risks identified in the workplace and the procedures to control those
risks.
(iii) Nothing in
this subclause (c) is intended to affect or detract from any obligation or
responsibility upon a labour hire business arising under the Occupational
Health and Safety Act 2000 or the Workplace Injury Management and Workers
Compensation Act 1998.
(d) Disputes
Regarding the Application of this Clause
Where a dispute arises as to the application or
implementation of this clause, the matter shall be dealt with pursuant to the
disputes settlement procedure of this award.
(e) This clause
has no application in respect of organisations which are properly registered as
Group Training Organisations under the Apprenticeship and Traineeship Act
2001 (or equivalent interstate legislation) and are deemed by the relevant
State Training Authority to comply with the national standards for Group
Training Organisations established by the ANTA Ministerial Council.
29. Superannuation
29.1 Superannuation
Legislation The subject of superannuation is dealt with extensively by federal
legislation including the Superannuation Guarantee (Administration) Act
1992, the Superannuation Guarantee Charge Act 1992, the Superannuation
Industry (Supervision) Act 1993, the Superannuation (Resolution of
Complaints) Act 1993 and s124 of the Industrial Relations Act 1996
(NSW). This legislation, as varied from
time to time, governs the superannuation rights and obligations of the parties.
Subject to the requirements of this legislation,
superannuation contributions must be made to an approved fund as defined in
29.2 (b).
29.2 Definitions
(a) "Ordinary-time
earnings" means the weekly rate of pay for the employee's classification
as set out in Table 1 - Wages, and Table 2 - Allowances, of Part B, Monetary Rates
(including allowances and weekend penalties on ordinary hours and any over
award payments), for ordinary hours of work.
(b) "Approved
Fund"
(1) means
"HESTA," the Health Employees Superannuation Trust Australia,
constituted by deed made 30 July 1987; or
(2) an existing
fund to which the employer contributed before the 17th June 1993 which complies
with the Occupational Superannuation Guidelines; or
(3) any other
approved fund, e.g., Med Prac Superannuation Fund, at any time during the life of this award
(c) "Eligible
employee" means a full-time or part-time employee who has completed one
calendar month's service with an employer.
29.3 Employers to
become party to an approved fund
(a) For the
purposes of this award, contributions shall be made by employers in accordance
with the provisions of subclause 29.5 of this clause and shall be paid to the
Administrator of the approved fund.
(b) Each employer
bound by this award shall participate in the approved fund.
(c) Each employer
bound by this award shall become party to the approved fund upon the acceptance
by the Trustees of the approved fund of an agreement to become a participating
employer, duly signed and executed by each employer and the Trustees of the
approved fund.
(d) An employee
shall become eligible to join the approved fund on the first day of the
calendar month following the commencement of employment.
(e) Each employer
bound by this award shall provide every employee who is not already a member of
the approved fund with a membership application form for the approved fund upon
commencement of service. Each employee shall be required to choose a fund and
complete the relevant form and the completed form shall be forwarded to the
Administrator of the fund by each employer on or before the last day of the
calendar month subsequent to the employee completing one calendar month's
service.
29.4 Employees to
become a party to an approved fund
(a) An eligible
employee shall become a participating employee in an approved fund.
(b) Such eligible
employee shall sign and execute all necessary documents to become a
participating employee within one month of being provided with such documents.
29.5 Contributions
(a) Each employer
shall pay, in respect of each eligible employee, an amount equal to three per
cent of the employee's ordinary-time earnings for all ordinary hours worked
from the date of eligibility.
(b) Contributions
will only be made in respect of eligible employees as defined, provided that,
if a new employee was a member of the approved fund at the employee’s prior
place of employment, no eligibility requirement shall apply.
(c) Contributions
shall be made to the Administrators of the approved fund on or before the last
day of the calendar month subsequent to each calendar month an employee is a
member of the scheme for each such calendar month an employee is a member of
the scheme.
(d) Notwithstanding
the date upon which an employee signs an application form, contributions in
accordance with paragraph (a) of this subclause shall be made by an employer to
the approved fund from the date when the employee became eligible for
membership.
29.6 Salary
Sacrifice
29.6.1 Where agreed
between the employer and an employee, an employer may offer salary sacrifice in
respect of superannuation. Neither the employer nor the employee may be
compelled to enter into a salary sacrifice agreement.
29.6.2 Salary sacrifice
means that an employee may make additional superannuation contributions by
electing to sacrifice a portion of the gross earnings (pre tax dollars). Such
election must be in writing and made prior to the commencement of the period of
service to which the earnings relate and be in accordance with relevant
legislation.
29.6.3 Any additional
superannuation contributions made in accordance with this clause shall be paid
into the same superannuation fund that receives the employer’s superannuation
contributions.
29.6.4 The employer has
the right to vary or withdraw from a salary sacrifice agreement and/or withdraw
from offering salary packaging in the event of changes to the operation of
legislation that are detrimental to, or increase the costs of, salary sacrifice
agreements.
29.6.5 In the event
that the employer withdraws from a salary sacrifice agreement, the individual
employee’s salary will revert to whichever is the higher of:
(a) The ordinary
time rate of pay that applied to the employee prior to the commencement of the
salary sacrifice agreement; or
(b) The applicable rate
specified in Part B, Table 1 of this Award.
29.6.6 Any allowance,
penalty rate, overtime, payment for unused leave entitlements, other than any
payments for leave taken whilst employed, shall be calculated by reference to
the salary which would have applied to the employee in the absence of any
salary sacrifice to superannuation.
Payment for leave taken whilst employed will be at the post-salary
sacrificed amount.
29.6.7 Notwithstanding
any of the above arrangements, the employer or employee may cancel any salary
sacrifice agreements by the giving of one month’s notice of cancellation to the
other party.
30. Grievance and
Industrial Disputes Procedure
(i) Grievance
Procedure -
(a) If the
employee has any problem or concern in relation to the employee’s employment
the employee shall, in the first instance, discuss the matter with immediate
supervisor who will endeavour to resolve the issue expeditiously.
(b) Any unresolved
matter shall be referred by the employee to the Department Head after the employee
notifies the employee’s immediate supervisor. The supervisor shall also attend
the conference organised by the Department Head to discuss the matter.
(c) Should the
matter remain unresolved, appropriate assistance should be sought from the
Laboratory Manager/other relevant Manager or other nominated representative(s)
of the employer.
(d) In the event
of no agreement being reached, the matter shall be referred to Senior
Management or their nominee(s) whose decision in the matter shall be final.
(e) Where the
matter involves either party seeking to change an existing agreement or
practice, the parties shall endeavour to identify and agree on what is the
status quo, which shall then continue to prevail until the parties have
exhausted all steps in the above procedure.
(ii) Industrial
Disputes Procedure - The parties to this award shall confer with a view to
resolving all industrial disputes by direct negotiation and consultation. The
parties further agree that, subject to the provisions of the New South Wales Industrial
Relations Act 1996, all disputes shall be dealt with in the following
manner so as to ensure the orderly settlement of the matters in question:
(a) Any dispute,
including any matter not resolved in accordance with subclause (i), Grievance
Procedure, of this clause which arises shall, where possible, be settled by
discussion on the job between the employee and the employee's immediate
supervisor.
(b) If the matter
is not resolved at this level, the matter will be further discussed between the
affected employee, union delegate or union official and the supervisor or
manager of the relevant section or department, and the employer's industrial
relations representative shall be notified.
(c) If no agreement
is reached, the union official and union delegate will discuss the matter with
the employer's nominated industrial relations representative.
(d) Whilst the
foregoing procedure is being followed work shall continue normally. No party
shall be prejudiced as to the final settlement by the continuance of work in
accordance with this subclause.
(e) Should the
matter still not be resolved it may be referred by the parties to the
Industrial Relations Commission of New South Wales for settlement.
31. Exemptions
(i) Registered
nurses and enrolled nurses employed as such are exempt from the provisions of
this award.
(ii) Subject to
the requirement of Chapter 2, Part 1, Division 2 of the Industrial Relations
Act 1996, the provisions of this award shall not apply to the extent to
which they are otherwise prescribed by a registered industrial instrument in
force at the date of the making of this award.
(iii) Douglass
Hanly Moir Pathology Pty Limited, Barratt and Smith Pathology and Southern
Pathology Services Pty Ltd shall be exempt from the provisions of clause 4,
Wages, in accordance with the terms of clause 4, Wages, of the Douglass Hanly
Moir, Barratt and Smith and Southern Pathology (State) Award published 24 March
2006 (358 I.G. 560). The duration of
this exemption is for the nominal term of the award.
32. Enterprise
Arrangements
Enterprise arrangements may be entered into pursuant to the
Enterprise Arrangements Principle contained in the State Wage Case 2003 (2003)
NSWIRComm 174 (as amended from time to time).
33. Savings Clause
Nothing in this award shall act to reduce the wages and
conditions of employees being paid or observed as at the date of 17 June 1993.
34. Area, Incidence
and Duration
(i) This award
shall apply to employees as defined and classified herein employed by approved
pathology authorities (other than State or public authorities) or their
associated accredited pathology laboratories as defined by the Health
Insurance Act 1973 (Commonwealth), in the State of New South Wales, excluding
the County of Yancowinna.
(ii) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Private Pathology Laboratories (State) Award
published 22 April 2005 (350 I.G. 287) and all variations thereof.
(iii) The award
published 22 April 2005 took effect from the beginning of the first full pay
period to commence on 8 March 2004 - and the variations thereof incorporated
herein on the dates set out in the attached Schedule A.
(iv) The changes
made to the award pursuant to the Award Review pursuant to Section 19(6) of the
Industrial Relations Act 1996 and Principle 26 of the Principles for
Review of Awards made by the Industrial Relations Commission of New South Wales
on 18th December 1998 (308 I.G. 307) are set out in the attached Schedule B and
take effect from the beginning of the first full pay period to commence on or
after 31 October 2007.
(v) This award
remains in force for 12 months.
SCHEDULE A
Award and
Variations Incorporated
Clause
|
Award/Variation
|
Date of
|
Date of taking
Effect
|
Industrial Gazette
|
|
Serial No.
|
Publication
|
First pay period
from
|
Vol.
|
Page
|
4, Part B
|
C3132
|
28.1.05
|
12.8.04
|
348
|
286
|
All
|
C3520
|
22.4.05
|
8.3.04
|
350
|
287
|
4, Part B
|
C4415
|
24.3.06
|
12.08.05
|
358
|
562
|
21A
|
C4894
|
20.10.06
|
7.3.06
|
361
|
494
|
4, Part B
|
C4964
|
3.11.06
|
12.08.06
|
361
|
707
|
17,18 and 18A
|
C5642
|
|
19.12.05
|
|
|
4, Part B
|
|
N/A
|
12.08.07
|
N/A
|
N/A
|
4, 26, Part B
|
C2154
|
19.09.03
|
12.08.03
|
341
|
487
|
SCHEDULE B
Changes made on
Review
Date of Effect: From
the beginning of the first full pay period to commence on or after 31 October
2007
Provisions Modified
Award
|
Clause
|
Previous Form of
Clause
|
|
|
Last Published at:
|
|
|
Vol.
|
Page
|
Private Pathology Laboratories
|
|
|
|
(State) Award
|
Introduction
|
350
|
|
|
Introduction
|
350
|
|
|
Introduction
|
350
|
|
|
1
|
350
|
|
|
4B
|
N/A
|
N/A
|
|
11(iii)(b)(iv)
|
350
|
|
|
27(iv)
|
350
|
|
|
28
|
361
|
494
|
|
29
|
350
|
|
|
31(iii)
|
350
|
396
|
|
33(iii) and (iv)
|
350
|
396
|
(2) Provisions
Removed
Award
|
Clause
|
Previous Form of
Clause
|
|
|
Last Published at:
|
|
|
Vol.
|
Page
|
Private Pathology Laboratories (State) Award
|
27(viii)
|
350
|
606
|
|
28
|
350
|
|
PART B
MONETARY RATES
Table 1 - Wages
Classification
|
Former rate
|
SWC
|
New Rate
|
|
per week
|
2007
|
per week
|
|
$
|
$
|
$
|
Pathology Aide - Laboratory
|
|
|
|
Grade 3 on commencement
|
519.00
|
20.00
|
539.00
|
Grade 2 after 12 months
|
535.00
|
20.00
|
555.00
|
Grade 1 on appointment
|
566.00
|
20.00
|
586.00
|
Pathology Aide Ancillary
|
|
|
|
Grade 3 on commencement
|
519.00
|
20.00
|
539.00
|
Grade 2 after 12 months
|
535.00
|
20.00
|
555.00
|
Grade 1 on appointment
|
566.00
|
20.00
|
586.00
|
Pathology Aide Courier
|
|
|
|
On commencement
|
579.00
|
20.00
|
599.00
|
Pathology Collector
|
|
|
|
Grade 4 in training
|
544.00
|
20.00
|
564.00
|
Grade 3 on appointment
|
584.00
|
20.00
|
604.00
|
Grade 2 on appointment
|
611.50
|
20.00
|
631.50
|
Grade 1 - Educator/Coordinator
|
642.30
|
20.00
|
662.30
|
Practice Trainee - Scientific
and Technical Officers
|
|
|
|
Stage 1 Scientific and
Technical
|
419.00
|
20.00
|
439.00
|
Stage 2 Scientific and
Technical
|
454.00
|
20.00
|
474.00
|
Stage 3 Scientific and
Technical
|
499.00
|
20.00
|
519.00
|
Stage 4 Scientific and
Technical and thereafter
|
528.00
|
20.00
|
548.00
|
Stage 5 Scientific
|
565.00
|
20.00
|
585.00
|
Stage 6 Scientific
|
589.00
|
20.00
|
609.00
|
Scientific and thereafter
|
616.60
|
20.00
|
636.60
|
Technical Officers
|
|
|
|
Grade 4.2 on commencement
|
632.20
|
20.00
|
652.20
|
|
4.1 after 12 months service
|
650.70
|
20.00
|
670.70
|
|
3.3 on appointment
|
681.50
|
20.00
|
701.50
|
|
3.2 after 12 months service
|
702.00
|
20.00
|
722.00
|
|
3.1 after 2 years
|
717.30
|
20.00
|
737.30
|
|
2.2 on appointment - after at
least 4 years at Grade 3
|
737.80
|
20.00
|
757.80
|
|
2.1 after 2 years service on
performance
|
753.20
|
20.00
|
773.20
|
|
1.2 on appointment
|
789.10
|
20.00
|
809.10
|
|
1.1 after 3 years service on
performance
|
807.60
|
20.00
|
827.60
|
Scientific Officers
|
|
|
|
Grade 4.2 on commencement
|
642.50
|
20.00
|
662.50
|
|
4.1 after 12 months service
|
681.50
|
20.00
|
701.50
|
|
3.3 on appointment
|
743.00
|
20.00
|
763.00
|
|
3.2 after further 12 months
service
|
763.50
|
20.00
|
783.50
|
|
3.1 after 2 years
|
789.10
|
20.00
|
809.10
|
|
2.2 on appointment after not
less than 4 years at Grade 3
|
807.60
|
20.00
|
827.60
|
|
2.1 after 2 years service on
performance
|
838.30
|
20.00
|
858.30
|
|
1.2 on appointment
|
867.10
|
20.00
|
887.10
|
|
1.1 after 3 years
|
897.80
|
20.00
|
917.80
|
Table 2 -
Allowances
Item No
|
Clause No
|
Brief Description
|
Amount
|
|
|
|
$
|
1
|
11(i)(c)
|
Meal Allowance
|
10.60
|
|
|
Each Additional 4 hours’ overtime
|
10.60
|
2
|
22(i)
|
On-call Allowance
|
|
|
|
(each day or shift)
|
14.75
|
|
|
Monday to Saturday inclusive
|
|
3
|
22(i)
|
On-call Allowance
|
|
|
|
(each day or shift)
|
29.35
|
|
|
Sunday
|
|
4
|
24
|
Locomotion
|
0.41 per km
|
5
|
25
|
First-aid Certificate
|
17.50 per week
|
P.
J. CONNOR, Commissioner
____________________
Printed by the
authority of the Industrial Registrar.