Sydney
Markets Award - 2009
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1686 of 2008)
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Before Commissioner
Ritchie
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5 May 2009
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REVIEWED AWARD
PART A
GENERAL CONDITIONS
OF EMPLOYMENT
1. Contents
Clause No. Subject Matter
1. Contents
2. Enterprise,
Parties Bound and Objectives
3. Term of
Award
4. Definitions
5. Classification
Structure and Wages
6. Contract
of Employment
7. Hours of
Work
8. Saturday,
Sunday & Public Holiday Rates (Ordinary Time)
9. Overtime
10. Mixed
Functions
11. Meal/Crib
Breaks and Allowances
12. Attendance
Recording/Payment of Wages
13. Clothing
14. Public
Holidays
15. Travelling
Expenses
16. Sick Leave
17. Annual Leave
18. Long
Service Leave
19. Bereavement
Leave
20. Personal
Carer’s Leave
21. Parental
Leave
22. Training
Leave
23. Jury
Service
24. Redundancy
25. Exemptions
26. Superannuation
27. Occupational
Health & Safety
28. Consultative
Committee
29. Counselling
Procedure
30. Dispute
Procedure
31. Anti-Discrimination
PART B - MONETARY RATES
Table 1- Wage Rates - Adults and Juniors
Table 2 - Allowances
Appendix A - Indicative Tasks for Staff Classifications
2. Enterprise,
Parties Bound and Objectives
2.1 Enterprise:
Sydney Markets Limited, the authorised body responsible
for operating the Sydney Markets complex (located in the Sydney suburb of
Sydney Markets, previously Flemington) and the Haymarket in the City of
Sydney. The administrative offices are
situated in the Market Plaza Building, Parramatta Road, Sydney Markets, NSW,
2129.
2.2 Parties Bound:
Sydney Markets Limited, staff of the employer (whether
members of a union or not) engaged in the clerical administration, servicing,
maintenance and security of the nominated Market complexes and the United
Services Union.
2.3 Objectives:
To establish a mutually agreed set of employment
conditions for staff, conducive to the efficient and effective operation of the
Market complexes and at a level of efficiency required by the general public
and the companies operating their trading businesses on the site.
3. Term of Award
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and rescinds and replaces the Sydney
Markets Awards 2003 published 23 May 2003 (339 I.G. 641), as varied.
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 28 April 1999 (310 I.G. 359) take
effect on and from 27 January 2009.
This award remains in force until varied or rescinded, the
period for which it was made having already expired.
4. Definitions
"Full-time Employee" means a person engaged to
perform the duties of a classification covered by this Award for 38 hours each
week subject to the conditions set out in subclause 7.1.
"Part-time Employee" means a person engaged to
perform the duties of a classification covered by the Award for a regular and
fixed number of ordinary hours, less than 38 hours each week, subject to the
conditions set out in subclause 7.2.
The employer may introduce ‘job share’ arrangements with part-time
employees where circumstances suit such arrangements.
"Casual Employee" means a person engaged to work
on an hourly basis.
"Employer" means Sydney Markets Limited, ACN: 077
119 290.
5. Classification
Structure and Wages
Classification Structure
5.1 All adult
employees shall be graded in one of the grades referred to in paragraphs 5.3.1,
5.3.2 and 5.3.3 and informed accordingly in writing within 14 days of
appointment to the position.
5.2 An employee
shall be graded in the grade where the principal employment duty function is
described.
5.3 Market Officer
Staff:
5.3.1 Market Officers:
(a) Market Officer
Level 1 - duties shall include but not be limited to work described as follows:
(i) Manual tasks;
(ii) the operation
of basic equipment and vehicles requiring little or no previous experience;
(iii) basic
communication, interpersonal and customer service skills;
(iv) Refer to
Appendix A for indicative tasks of a Level 1 position.
(b) Market Officer
Level 2 - duties shall include but no be limited to work described as follows:
(i) Duties of a
Market Officer Level 1;
(ii) the
maintenance and operation of plant, equipment or large vehicles requiring more
than a basic level of skill;
(iii) collection of
revenue including calculation of charges;
(iv) basic
communication, clerical, interpersonal and customer service skills.
(v) Refer to
Appendix A for indicative tasks of a Level 2 position.
(c) Market Officer
Level 3 - duties shall include but not be limited to work described as follows:
(i) Duties of
Market Officer Levels 1 and 2;
(ii) advanced
safety/emergency tasks;
(iii) operational,
regulatory, security tasks;
(iv) intermediate
communication, clerical, interpersonal and customer service skills.
(v) Refer to
Appendix A for indicative tasks of a Level 3 position.
(d) Market Officer
Level 4 duties shall include but not be limited to work described as follows:
(i) Duties of
Market Officer Levels 1, 2 and 3;
(ii) assisting in
the supervision and co-ordination of the work of Market Officers;
(iii) inspecting and
reporting duties;
(iv) advanced
communication, clerical, interpersonal and customer service skills.
(v) Refer to
Appendix A for indicative tasks of a Level 4 position.
5.3.2 Clerical Staff:
(a) Clerical Staff
Level 1 is described as follows:
(i) The employee
may work under direct supervision with regular checking of progress.
(ii) An employee at
this grade applies knowledge and skills to a limited range of tasks. The choice
of actions required is clear.
(iii) Usually, work
will be performed within established routines, methods and procedures that are
predictable, and which may require the exercise of limited discretion.
(iv) Refer to
Appendix A for indicative tasks of a Grade 1 position.
(b) Clerical Staff
Level 2 is described as follows:
(i) The employee
may work under routine supervision with intermittent checking.
(ii) An employee at
this grade applies knowledge and skills to a range of tasks. The choice of
actions required is usually clear, with limited complexity in the choice.
(iii) Work will be
performed within established routines, methods and procedures, which involve
the exercise of some discretion and minor decision making.
(iv) Refer to
Appendix A for indicative tasks of a Grade 2 position.
(c) Clerical Staff
Level 3 is described as follows:
(i) The employee
may work under limited supervision with checking related to overall progress.
(ii) An employee at
this grade may be responsible for the work of others and may be required to
co-ordinate such work.
(iii) An employee at
this grade applies knowledge with depth in some areas and a broad range of
skills. Usually work will be performed
within routines, methods and procedures where some discretion and judgement is
required.
(iv) Refer to Appendix
A for indicative tasks of a Grade 3 position.
(d) Clerical Staff
Level 4 is described as follows:
(i) The employee
may be required to work without supervision, with general guidance on progress
and outcomes sought. Responsibility for the organisation of the work of others
may be involved.
(ii) An employee at
this grade applies knowledge with depth in some areas and a broad range of
skills. There is a wide range of tasks,
and the range and choice of actions required will usually be complex.
(iii) An employee at
this grade applies competencies usually applied within routines, methods and
procedures where discretion and judgement is required, for both self and
others.
(iv) Refer to
Appendix A for indicative tasks of a Grade 4 position.
(e) Clerical Staff
Level 5 is described as follows:
(i) The employee
may be supervised by professional staff and may be responsible for the planning
and management of the work of others.
(ii) An employee at
this grade applies knowledge with substantial depth in some areas, and a range
of skills which may be varied or highly specific. The employee may receive
assistance with specific problems.
(iii) An employee at
this grade applies knowledge and skills independently and non-routinely.
Judgement and initiative are required.
(iv) Refer to
Appendix A for indicative tasks of a Grade 5 position.
5.3.3 Maintenance
Staff:
(a) Maintenance
Staff - Tradesperson duties shall include but not be limited to trade skills
necessary to carry out required maintenance work within the Market complex.
(b) Maintenance
Staff - Tradesperson Assistant duties shall include but not be limited to the
work of assisting tradesperson.
Wages
5.4 Adults - The
minimum rates of wages per week for adult employees shall be the rate of wage
as set out in Table 1 - Wage Rates of Part B, Monetary Rates. These shall be the rates for all purposes of
the Award.
Wage rates shall be calculated to the nearest ten cents
and any part of ten cents not exceeding five cents shall be disregarded.
5.5 Juniors - The
minimum rates of wages per week for junior employees shall be as set out in
Table 1 - Wage Rates of Part B, Monetary Rates.
Junior rates shall be calculated to the nearest ten
cents and any part of ten cents not exceeding five cents shall be disregarded.
5.6 Part-time
Employees shall be paid at an hourly rate equal to the appropriate weekly rate
divided by 38.
5.7 Casual Employees
shall be paid at an hourly rate equal to the appropriate weekly rate divided by
38 plus a 17½% loading with a minimum payment of 3 hours’ work at the
appropriate rate, unless by mutual agreement between the employee and the
employer, a lesser period of work may be agreed.
5.8 Wage Rate
Reviews:
The wage rates applying to employees covered by this Award shall
be increased as follows:
Effective 27 January 2009, in accordance with the
movement in the Consumer Price Index (All Groups Sydney) as at December 2008
Effective 27 January 2010, in accordance with the
movement in the Consumer Price Index (All Groups Sydney) as at December 2009 or
2.4%, whichever is the higher;
Effective 27 January 2011, in accordance with the
movement in the Consumer Price Index (All Groups Sydney) as at December 2010 or
2.4% whichever is the higher.
5.9 Employee
Appraisal and Performance Based Payment:
Sydney Markets Limited is committed to the improvement
of productivity within the workplace and will reward increases in productivity,
performance and the achievement of objectives.
In addition to the salaries prescribed by this Award,
additional remuneration may be awarded to employees based on their individual
and/or team performance.
The procedure and criteria used to determine the
nature, size and timing of additional performance-based payments will be at the
sole discretion of Sydney Markets Limited management.
Sydney Markets Limited will consult with its employees
in the performance appraisal process.
6. Contract of
Employment
6.1 Employees may be
engaged on a full-time, part-time or casual basis.
6.2 Sydney Markets
Limited shall inform each employee as to the terms of his/her engagement, and
in particular whether he/she is a full-time, part-time or casual employee.
6.3 Where it is
specifically stated by the employer in writing at the time of commencement, a
full-time or part-time employee may be engaged on a probationary period for up
to a maximum of six months, such probationary period to count for the purposes
of determining the actual commencement date of employment.
6.4 Employment,
other than for casuals, shall be terminated on either side by the giving of
notice (or the payment or forfeiture as the case may be) in accordance with the
following:
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Employee’s Period
of Continuous Service with the Employer
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Period of Notice
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Not more than 1 year
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At least 1 week
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More than 1 year but not more than 3 years
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At least 2 weeks
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More than 3 years but not more than 5 years
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At least 3 weeks
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More than 5 years
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At least 4 weeks
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Increase the period of notice by 1 week if the employee:
(a) is over 45 years
of age, and
(b) has completed at
least 2 years of continuous service.
This does not remove the right of the employer to
discharge without notice at any time an employee for serious misconduct, in
which case the employee shall be entitled to payment of wages up to the actual
time of dismissal.
7. Hours of Work
7.1 Full-time
Employees:
The ordinary hours for full-time employees shall not
exceed 38 hours each week, Sunday to Saturday.
(Note: Market
Officers working the Monday to Friday and the Friday/Saturday/Sunday roster of
34 hours and former Sydney Market Authority administrative staff transferring
to Sydney Markets Limited on a 35 hour week will be regarded as full-time
employees.)
7.2 Part-time
Employees:
The ordinary hours of work shall be less than 38 hours
each week, Sunday to Saturday.
(Note: Market
Officers working the Monday to Friday and the Friday/ Saturday/Sunday roster of
34 hours and former Sydney Market Authority administrative staff transferring
to Sydney Markets Limited on a 35 hour week will be regarded as full-time
employees.)
7.3 Commencing/Ceasing
Times:
7.3.1 Market and
Maintenance Staff:
Ordinary hours of work shall be determined between 2:00
a.m. and 8:00 p.m. to suit the allocated job requirements.
7.3.2 Clerical Staff:
Ordinary hours of work shall be worked between 6:00
a.m. and 8:00 p.m.
7.4 Days of Work:
For full-time employees, the 38 hour week may be worked
on any one of the following alternatives -
(a) By an employee
working 7.6 ordinary hours each day; or
(b) By an employee
working up to 12 ordinary hours on one or more days each week; or
(c) By rostering an
employee off on various days of the week during an allocated work cycle.
An individual employee, with the consent of the
employer, may, in the case of paragraph (c), substitute the day off for an
alternative day off.
7.5 Shift
Arrangements:
7.5.1 Market Officers
Levels 1 - 4:
Note: The rates
of pay for Market Officers Levels 2 - 4 in Part B - Monetary Rates of this
Award are inclusive of the all-purpose shift loading of 18%.
7.5.2 Security Staff:
Leave is reserved for the parties to this Award to
consult on provisions for any future employment of security staff on shift
arrangements.
8. Saturday, Sunday
and Public Holiday Rates (Ordinary Time)
8.1 All ordinary
time worked by Clerical and Maintenance staff on a Saturday shall be paid for
at the rate of time and one-quarter (T1¼).
8.2 All ordinary
time worked by Clerical and Maintenance staff on a Sunday shall be paid for at
the rate of time and one half (T1½).
8.3 All ordinary
time worked by any employee on a public holiday shall be paid for at the rate
of double time and one half (T2½).
9. Overtime
9.1 All overtime
must be approved by the manager (or his/her deputy) and each employee shall be
required to work reasonable overtime, should the need arise.
9.2 Overtime shall
be paid for:
(a) all time worked
in excess of 38 hours per week, Monday to Sunday inclusive, except where salary
levels specifically include premium rates;
(b) all time in
excess of rostered hours on any one day;
(c) all time worked
before the usual commencing time on any usual work day.
9.3 The overtime
rate shall be single time plus one-half (T1½) for the first 2 hours of overtime
on any day and at the rate of double time (T2) thereafter. All overtime worked on a Sunday shall be
paid at the rate of double time (T2).
Each day shall stand alone.
9.4 A minimum
payment of 4 hours overtime payment shall be provided for each start on a
Saturday, Sunday or Public Holiday.
9.5 Where an
arrangement is made for an employee to work overtime on other than a normal
work day:
(a) where the
employee is given at least 12 hours notice, there will be no entitlement to
travelling time between the employee’s home and the workplace;
(b) where the
employee has been given less than 12 hours notice, there will be an entitlement
to travelling time (at ordinary pay rate) between the employee’s home and the
workplace.
9.6 Call Back:
An employee recalled to work overtime, having left the
Markets following the completion of ordinary work, and who returns as requested
shall be paid overtime rates for the period of such work, provided that a
minimum payment of 4 hours (including travelling time) will be made for each
recall.
9.7 The provisions
of this clause shall not apply to time spent in training in accordance with
subclause 22.4(b) of this Award.
10. Mixed Functions
An employee who is required to work for greater than half
the usual daily ordinary hours on duties carrying a higher rate than the
respective employee’s ordinary classification shall be paid the higher rate of
pay for the day’s work. If less than or
equal to half the usual daily ordinary hours is worked by an employee on a
higher classification, then the employee shall be paid the lower rate for the
time so worked.
11. Meal/Crib Breaks
and Allowances
11.1 A full-time
employee shall not be required to work more than five hours (or an alternative
arrangement by mutual agreement) without an unpaid break for a meal. The meal break shall not be less than thirty
minutes.
11.2 The employer may
alter the commencing time of a regular meal break to suit the work requirements
at the time by mutual agreement.
11.3 An employee
required to work overtime following the completion of ordinary daily hours of
work shall, if required to work more than a further one and one half hours, be
entitled to take a paid 15 minute crib break at ordinary rates prior to
commencing such overtime. A further
paid crib break of 15 minutes at the ordinary pay rate shall be available after
each four hours of overtime.
11.4 Where an employee
has not been advised on the previous day of a requirement to work overtime,
such employee shall be entitled to claim a meal allowance as set out in Table 2
- Allowances of Part B - Monetary Rates of this Award.
12. Attendance
Recording/Payment of Wages
12.1 Employee
attendance records will be with the use of the ‘bundy card’ system (or other
method as may be prescribed by Sydney Markets Limited).
12.2 Wages shall be
paid fortnightly through electronic funds transfer with funds available at the
employee’s bank (or credit union, etc.) auto-teller on Friday morning (or the
morning of the last business day prior to the public holiday if Friday is a
public holiday). On termination of
employment, all pay entitlements shall be lodged into the employee’s usual bank
account by way of electronic funds transfer immediately following the
termination.
13. Clothing
13.1 Where an employee
is required to wear a uniform during the course of employment, such uniform
will be provided by Sydney Markets Limited.
The employee will be responsible for maintaining the uniform in a clean
and tidy condition.
13.2 Where the nature
of work performed by an employee necessitates suitable water-proof clothing,
rubber boots, gloves, eye protection or protective breathing apparatus, Sydney
Markets Limited will provide such protective equipment.
14. Public Holidays
14.1 The following
days or the days observed as such shall be holidays; New Year’s Day, Australia
Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen’s Birthday,
Labor Day, Christmas Day, Boxing Day and any other day proclaimed as a public
holiday in the State for a special purpose.
The employees must be at work on the working day before and after the
public holiday in order to qualify for payment for the day unless proof of
absence for unforeseeable reasons is provided.
14.2 Work done on any
public holiday shall be paid for at the rate of double time and one-half (T2½)
with a minimum payment of 4 hours.
14.3 Notwithstanding
the provisions of subclause 14.2, an employee may, in lieu of payment for
working on a public holiday, apply for time off at a time mutually agreed with
the employer on a time for time basis. (Refer also to subclause 20.4.)
15. Travelling
Expenses
15.1 An employee in
the course of duty required to go to any place away from the usual location of
employment shall be reimbursed for all reasonable expenses actually incurred.
15.2 An employee in
the course of duty required, other than in ordinary time, to go to any place
away from the usual location of employment shall be reimbursed for all
reasonable expenses actually incurred and in addition shall be paid at the
ordinary pay rate for half the time occupied in travelling outside ordinary
working hours which is in excess of the time normally occupied in travelling
from the employee’s home to the usual place of employment.
15.3 Where an employee
elects to use his/her motor vehicle on a casual or incidental basis, an amount
for the kilometres travelled as set out in Table 2 - Allowances of Part B -
Monetary Rates of this Award shall be allowed to the employee.
16. Sick Leave
16.1 An employee,
other than a casual employee, with not less than 2 months continuous service
with Sydney Markets Limited who is unable to attend for work because of
personal illness or injury, not being illness or injury arising from the
employee’s misconduct or default or from an injury arising out of or in the
course of employment, shall be entitled to paid leave of absence, as follows:
(a) Not more than 38
hours of ordinary working time in the first year of employment and not more
than 76 hours of ordinary working time in the second and subsequent year/s of
continuous service.
(b) Sick leave not
taken in any one year shall accumulate from year to year.
16.2 The granting of
paid sick leave shall be subject to the following conditions and limitations:
(a) An employee
shall endeavour to inform Sydney Markets Limited prior to the commencement of
an absence (and in any case within 2 hours of the commencement of such absence)
of an inability to attend for work, indicating the nature of illness or injury
and the estimated duration of the absence.
(b) An employee
shall not be entitled to paid sick leave on more than three separate occasions
for either single day or two day absences in any one sick leave year unless a
doctor’s certificate is provided.
17. Annual Leave
Full-time employees are entitled to have 4 weeks annual
leave each year with part-time employees entitled to a pro-rata amount based on
the average number of ordinary hours worked in the year.
See Annual Holidays Act 1944 (as amended).
18. Long Service
Leave
See NSW Long Service Act 1955 (as amended).
19. Bereavement Leave
19.1 An employee,
other than a casual employee, shall be entitled to a maximum of two days
bereavement leave without deduction of pay, up to and including the day of the
funeral, on each occasion of the death of a person in Australia prescribed in
subclause 19.3 of this clause.
19.2 The employee must
notify the employer as soon as practicable of the intention to take bereavement
leave and will provide to the satisfaction of the employer, proof of death.
19.3 Bereavement leave
shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer’s leave as set out in subclause
20.1.3(b) of this Award. For the
purpose of bereavement leave, the employee need not have been responsible for
the care of the person concerned.
19.4 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.
19.5 Bereavement leave
may be taken in conjunction with other leave available under subclauses 20.2,
20.3, and 20.5 of the said clause 20.
In determining such a request, the employer will give consideration to
the circumstances of the employee and the reasonable operational requirements
of the business.
19.6 Bereavement
Entitlements for Casual Employees:
19.6.1 Subject to the
evidentiary and notice requirements in 19.2 casual employees are entitled to
not be available to attend work, or to leave work upon the death in Australia
of a person prescribed in subclause 20.1.3 of clause 20, Personal Carer's
Leave.
19.6.2 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.
19.6.3 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 engage a casual employee are otherwise not affected.
20. Personal Carer’s
Leave
20.1 Use of Sick
Leave:
20.1.1 An employee, other
than a casual employee, with responsibilities in relation to a class of person
set out in 20.1.3(b) 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
require care due to an unexpected emergency.
Such leave may be taken for part of a single day.
20.1.2 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 had taken leave to care
for the same person.
20.1.3 The entitlement to
use sick leave in accordance with this subclause is subject to:
(a) the employee
being responsible for the care of the person concerned; and
(b) the person
concerned being:
(i) a spouse of the
employee; or
(ii) 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
(iii) 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
(iv) a partner of
the same or opposite sex who lives with the employee as the de facto partner of
that employee on a bona fide domestic basis; or
(v) a relative of
the employee who is a member of the same household, where for the purposes of
this sub-paragraph: "relative" means a person related by blood,
marriage or affinity;
A. "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
B. "household"
means a family group living in the same domestic dwelling.
20.1.4 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, Dispute Procedure, should be followed.
20.2 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 20.1.3(b) above
who is ill or who requires care due to an unexpected emergency.
20.3 Annual Leave:
20.3.1 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.
20.3.2 Access to annual
leave, as prescribed in paragraph 20.3.1 of this subclause, shall be exclusive
of any shutdown period provided for elsewhere under this Award.
20.3.3 An employee may
elect with the employer’s agreement to take annual leave at any time within a
period of 24 months from the date at which it falls due.
20.4 Time Off In Lieu
of Payment for Overtime:
For the purpose only of providing care and support for
a person in accordance with this subclause, and despite the provisions of
clause 9, Overtime, the following provisions shall apply.
(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 within 12 months of
the said election.
(b) 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.
(c) 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.
(d) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the Award.
20.5 Make-up Time:
20.5.1 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.
20.5.2 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.
20.6 Personal Carers
Entitlement for Casual Employees:
20.6.1 Subject to the
evidentiary and notice requirements in 20.1.2 and 20.1.4 casual employees are
entitled to not be available to attend work, or to leave work if they need to
care for a person prescribed in subclause 20.1.3(b) of this clause who are sick
and require care and support, or who require care due to an unexpected
emergency, or the birth of a child.
20.6.2 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.
20.6.3 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.
21. Parental Leave
21.1 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).
21.2 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.
21.3 Right to Request:
21.3.1 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.
21.3.2 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.
21.3.3 Employee's request
and the employer's decision to be in writing:
The employee's request and the employer's decision made
under 21.3.1(a) and 21.3.1(b) must be recorded in writing.
21.3.4 Request to return
to work part-time:
Where an employee wishes to make a request under
21.3.1(c), 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.
21.4 Communication
During Parental Leave:
21.4.1 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.
21.4.2 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.
21.4.3 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 21.4.1.
22. Training Leave
22.1 Union Training:
Full-time employees who may be selected to attend a
relevant training course or program sponsored by the Australian Council of
Trade Unions or by the Union will be granted leave of absence while attending
such course(s) provided that: -
(a) no more than 2
employees may have leave of absence under this clause at any one time.
(b) at least two (2)
weeks prior to attendance at the course(s), SML receives written notice of the
nomination from the Union Secretary setting out the times, dates, content and
venue of course; and
(c) leave of absence
granted will be counted as time worked for the purpose of annual leave, sick
leave and long service leave.
(d) A maximum of ten
(10) days paid leave (including travelling time) will be available each
calendar year, irrespective of the number of employees granted leave of absence
under this clause. Payment will be at
the employee’s normal rate of pay exclusive of overtime and will be subject to
suitable confirmation of attendance.
(e) Unused available
leave under this clause does not carry over into the following year.
22.2 Examination
Leave:
On a case by case basis, an employee requiring ordinary
time off during normal work time in order to attend an external examination for
a work related subject will be granted paid time off to attend such
examination.
22.3 Defence Forces
Leave:
An employee may apply for leave to attend training with
the Australian Defence Force and may be granted up to 2 weeks paid leave (at
the employee’s base rate excluding overtime, shift and other allowances) for
this purpose, providing that:
(a) the employee
makes available satisfactory evidence of having completed at least the
equivalent amount of defence force training in his/her own time in the
preceding 12 months; and,
(b) the employee
provides satisfactory evidence of having attended the training for the approved
period of leave.
22.4 Sydney Markets
Limited Training:
Where the employer requires the employee to undertake
training:
(a) and where any
such training hours on a rostered day exceed the usual rostered daily hours for
the employee, the employee will be granted equivalent time off for hours in
excess of that rostered day, at a mutually convenient time.
(b) and where any such
training requires the attendance on a rostered day off for the employee, such
time shall not be considered to be part of an employee ordinary hours of work
and shall be paid at the rate of time and one quarter of the ordinary rate of
pay, (T1¼).
23. Jury Service
An employee shall be allowed leave of absence during any
period when required to attend for jury service.
During such leave of absence, the employee shall be paid the
difference between the jury service fees received and the employee’s ordinary
rate of pay as if at work.
The employee shall be required to produce to Sydney Markets
Limited proof of jury service fees received and proof of the requirement to
attend and attendance on jury service and shall give the employer notice of
such requirements as soon as practicable after receiving notification to attend
for jury service.
24. Redundancy
24.1 Application:
24.1.1 This clause shall
apply in respect of full-time and part-time persons employed in the
classifications specified by clause 4, Definitions.
24.1.2 This clause shall
only apply to employers who employ 15 or more employees immediately prior to
the termination of employment of employees, in the terms of subclause 24.4.
24.1.3 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 not 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 employment.
24.1.4 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 the ordinary and customary turnover of labour.
24.2 Introduction of
Change:
24.2.1 Employer’s Duty to
Notify:
(a) 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 effect 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.
Where this Award makes provision for alteration of any
of the matter referred to herein, an alteration shall be deemed not to have
significant effect.
24.2.2 Employer’s Duty to
Discuss Change:
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 subclause 24.2.1, 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.
The discussions shall commence as early as practicable after
a definite decision has been made by the employer to make the changes referred
to in the said subclause 24.2.1.
For the purposes of such discussions, 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 the 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.
24.3 Redundancy:
Discussions Before Terminations:
24.3.1 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 subclause 24.2, Introduction
of Change, 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.
24.3.2 The discussions
shall take place as soon as is practicable after the employer has made a
definite decision which will invoke the provisions of paragraph (a) of this
subclause and shall cover, inter alia, any reason for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination on the employees concerned.
24.3.3 For the purpose of
the discussion the employer shall, as soon as is 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 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 the employer shall not be required to
disclose confidential information the disclosure of which would adversely
affect the employer.
24.4 Termination of
Employment:
24.4.1 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 subclause 24.2.1(a) of
this clause.
(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
|
In addition to the notice above, employees over 45
years of age at the time of the giving of notice with not less than two years continuous
service shall be entitled to an additional week’s notice.
(b) Payment in lieu
of notice above shall be made if the appropriate notice period is not given.
(c) Where the full
period of appropriate notice is not given, employment may be terminated by
giving part of the period of notice specified and part payment in lieu thereof.
24.4.2 Notice of
Technological Change:
This paragraph sets out the notice provision to be
applied to terminations by the employer for reasons arising from technology in
accordance with subclause 24.2.1(a) 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 notice above shall be made if the appropriate notice period is not given.
(c) Where the full
period of appropriate notice is not given, employment may be terminated by
giving part of the period of notice specified and part payment in lieu thereof.
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.
24.4.3 Time Off During
Notice Period:
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 purpose of
seeking other employment.
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.
24.4.4 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. In such circumstances the employee shall not
be entitled to payment in lieu of notice.
24.4.5 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.
24.4.6 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 employees likely
to be affected and the period over which the terminations are intended to be
carried out.
24.4.7 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 provided by Centrelink.
24.4.8 Transfer to Lower
Paid Duties:
Where an employee is transferred to lower paid duties
for reasons set out in subclause 24.2 of this clause, 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 rate for the number of weeks notice still owing.
24.5 Severance Pay:
24.5.1 Payment:
Where the employment of an employee is to be terminated
pursuant to subclause 24.4 of this clause, 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:
(a) If an employee
is under 45 years of age, the employer shall pay in accordance with the
following scale:
|
Years of Continuous
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 of age or over, the entitlement shall be in accordance
with the following scale:
|
Years of Continuous
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
|
‘Week’s pay’ means the all-purpose rate 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.
24.5.2 Incapacity to Pay:
Subject to an application by the employer and further
order of the Industrial Relations Commission, an employer may pay a lesser
amount (or no amount) of severance pay than that contained in paragraph 24.5.1
of this clause.
The Industrial Relations Commission shall have regard
to such financial and other resources of the employer concerned as the
Commissions thinks relevant, and the probable effect paying the amount of
severance pay in the said paragraph 24.5.1 will have on the employer.
24.5.3 Alternative Employment:
Subject to an application by the employer and further
order of the Commission, an employer may pay a lesser amount (or no amount) of
severance pay than that contained in the said paragraph 24.5.1 if the employer
obtains acceptable alternative employment for an employee.
The entitlements set out in this clause are in line
with the Employment Protection Act 1982 (NSW).
24.6 Savings Clause:
Nothing in this clause 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 agreement,
taken as a whole, between the union and any employer bound by this Award.
25. Exemptions
Except as to the provisions of clause 14 Public Holidays, clause
16 Sick Leave, clause 17 Annual Leave, clause 19 Bereavement Leave, clause 20
Personal Carer’s Leave, clause 23 Jury Service, clause 24 Redundancy, this
Award shall not apply to employees employed by the week who are in receipt of a
weekly wage in excess of 15% above the rate set out in Table 1 - Wage Rates of
Part B, Monetary Rates for the highest grade in each category of employee
classifications in this Award, provided that the wage is not inclusive of
overtime payments and allowances due to the employee under the terms of this
Award.
26. Superannuation
Superannuation contributions will be paid in accordance with
the provisions of the federal Superannuation Guarantee Administration Act 1992,
as amended.
27. Occupational
Health & Safety
Occupational Health & Safety representation is in
accordance with the constitution of the Sydney Markets Occupational Health
& Safety Committee.
28. Consultative
Committee
A Consultative Committee comprising of 2 staff members
(elected by staff) and 2 members (including supervisory personnel) nominated by
management will conduct a meeting no less than at 3 monthly intervals. The principal object of having these
meetings is to provide an opportunity for an exchange of views between the
parties in order to establish acceptable employee/employer relationships and to
facilitate skill enhancement and greater job satisfaction.
29. Counselling
Procedure
With the object of creating and maintaining a high standard
of employer/employees relations, no employee will be terminated (except for
serious misconduct which would justify instant dismissal) unless the following
procedures have been followed:
29.1 First Counselling
(verbal): If Management considers an
employee to be unsatisfactory for any reason, the employer shall inform the
employee of the unsatisfactory nature of the employee’s service and allow the
employee the right to respond. If the employee so requests, a witness of his
choosing may be present.
29.2 Second
Counselling (written): If the employee
in the opinion of the employer continues to be unsatisfactory, the company
shall again discuss with the employee, in the presence of a witness if
requested, the unsatisfactory nature of the employee’s service and advise the
employee that continuation of such unsatisfactory service will lead to
dismissal. This will be committed to
writing.
29.3 Third and Final
Counselling (written): If after two (2)
counsellings the employer considers the employee to continue to be
unsatisfactory, then the employee, in the presence of an appropriate employee
representative, will be given a final warning.
The nature of the unsatisfactory service will be committed to writing.
29.4 Failure by the
employee to respond to the final warning will result in the employee being
terminated in accordance with the provisions of subclause 6.4 of clause 6,
Contract of Employment.
30. Dispute Procedure
The procedure for the resolution of industrial disputation
will be in accordance with the Industrial Relations Act 1996. These procedural steps are:
30.1 Procedure
Relating to a Grievance of an Individual Employee:
30.1.1 The employee is
required to notify (in writing or otherwise) the employer as to the substance
of the grievance, request a meeting with the employer for bilateral discussions
and state the remedy sought.
30.1.2 A grievance must
initially be dealt with as close to the source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
30.1.3 Reasonable time
limits must be allowed for discussion at each level of authority.
30.1.4 At the conclusion
of the discussions, the employer must provide a response to the employee’s
grievance, if the matter has not been resolved, including reasons for not
implementing any proposed remedy.
30.1.5 While a procedure
is being followed, normal work must continue.
30.1.6 The employee may
be represented by an industrial organisation of employees at any stage of this
procedure.
30.2 Procedure for a
Dispute Between an Employer and the Employees:
30.2.1 A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
30.2.2 Reasonable time
limits must be allowed for discussion at each level of authority.
30.2.3 While a procedure
is being followed, normal work must continue.
30.2.4 The employer may
be represented by an industrial organisation of employers and the employees may
be represented by an industrial organisation of employees for the purpose of
each procedure.
31.
Anti-Discrimination
31.1 It is the
intention of the parties bound by this Award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity age and
responsibilities as a carer.
31.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this Award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this Award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the Award that, by its terms or operation, has a direct or indirect
discriminatory effect.
31.3 Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
31.4 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
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.
31.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
NOTES
(1) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(2) 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."
PART B
MONETARY RATES
TABLE 1 - WAGE
RATES ADULTS AND JUNIORS
|
Classification
|
Rate Per Week as at
26/1/09
|
|
|
$
|
|
Market Officer Staff Level 1
|
540.68
|
|
Market Officer Staff Level 2
|
603.32
|
|
Market Officer Staff Level 3
|
929.00
|
|
Market Officer Staff Level 4
|
1,045.12
|
|
Clerical Staff Level 1
|
622.83
|
|
Clerical Staff Level 2
|
660.74
|
|
Clerical Staff Level 3
|
708.65
|
|
Clerical Staff Level 4
|
799.47
|
|
Clerical Staff Level 5
|
883.10
|
|
Maintenance Staff - Tradesperson
|
764.42
|
|
Maintenance Staff - Tradesperson Assistant $680.52
|
|
|
|
|
|
Junior Rates
|
|
|
At 17 years of age and under
|
298.07
|
|
At 18 years of age
|
359.25
|
|
At 19 years of age
|
405.95
|
|
At 20 years of age
|
473.13
|
Table 2 -
Allowances
|
Allowance
|
Amount
|
|
|
$
|
|
First Aid Allowance(Paid to Clerical and Maintenance
|
10.15 per week
|
|
staff who are required to hold a First Aid Certificate
|
|
|
and maintain a First Aid Kit)
|
|
|
Tradespersons Licences:
|
|
|
Plumber
|
0.62 per hour
|
|
Gasfitter
|
0.62 per hour
|
|
Drainer
|
0.52 per hour
|
|
Both Plumber/Gasfitter
|
0.82 per hour
|
|
Both Plumber/Drainer
|
0.82 per hour
|
|
Both Gasfitter/Drainer
|
0.82 per hour
|
|
Plumber/Gasfitter/Drainer/
|
1.14 per hour
|
|
Pressure Welding Certificate
|
0.33 per hour
|
|
Electricians - A Grade
|
23.78 per week
|
|
Electricians - B Grade
|
12.81 per week
|
|
Tradespersons Tools:
|
|
|
Electrician
|
9.77 per week
|
|
Fitter/Turner
|
9.77 per week
|
|
Painter
|
4.44 per week
|
|
Plumber
|
17.93 per week
|
|
Carpenter
|
17.93 per week
|
|
Mileage Allowance
|
0.48 per km
|
|
Meal Allowance
|
9.15 per meal
|
APPENDIX A
Indicative Tasks
for Staff Classifications
1. Indicative
tasks of a Market Officer Level 1 include:
|
Unit
|
Element
|
|
|
|
|
Communication
|
Customer Service skills.
|
|
|
|
|
|
Receive and relay oral or written messages.
|
|
|
|
|
Enterprise
|
Complete manual tasks as directed.·
|
|
|
|
|
|
Operate basic mechanical equipment and vehicles
|
|
|
requiring little or no previous experience.
|
|
|
|
|
|
Undertake cleaning and associated maintenance
|
|
|
tasks.·
|
|
|
|
|
|
Spot clean areas as required.
|
|
|
|
|
Team
|
Complete allocated tasks.
|
2. Indicative
tasks of a Market Officer Level 2 include the indicative duties of a Market
Officer Level 1 together with:
|
Unit
|
Element
|
|
|
|
|
Communication
|
Complete basic clerical
forms·
|
|
|
|
|
|
Calculate basic charges
and collect revenue.
|
|
|
Advise Market users of
basic SML policies.
|
|
|
|
|
Enterprise
|
Daily maintenance of mechanical equipment and
|
|
|
vehicles as directed.·
|
|
|
|
|
|
Operate mechanical
equipment.·
|
|
|
|
|
|
Operate large vehicles requiring more than a basic
|
|
|
skill level.·
|
|
|
|
|
|
Ensure that all Market areas are kept clean by
|
|
|
Market storeholders and Market customers.
|
3. Indicative
tasks of a Market Officer Level 3 include the indicative duties of a Market
Officer Level 2 together with:
|
Unit
|
Element
|
|
|
|
|
Information Handling
|
Promote the image of SML as efficient, courteous
|
|
|
and responsive.
Give clear and correct advice
|
|
|
and information to Market customers. Assist
|
|
|
and help Market customers within the parameters
|
|
|
of SML systems and procedures.
|
|
|
|
|
|
Understand the needs of Market customers.
|
|
|
|
|
Communication
|
Advise Market users of SML policies.·
|
|
|
|
|
|
Enforce all the provisions of the SML
|
|
|
|
|
|
Regulations and Conditions of Occupancy.
|
|
|
|
|
|
Prepare reports and correspondence as required.
|
|
|
Issue Warning and Infringement Notices as
|
|
|
required.·
|
|
|
|
|
|
Provide written (or typed) reports when breaches
|
|
|
of SML·
|
|
|
|
|
|
Regulations and Conditions of Occupancy and
|
|
|
Use occur.
|
|
|
|
|
|
Give evidence in Court if necessary.
|
|
|
|
|
Enterprise
|
Direct traffic and on site car parking.·
|
|
|
|
|
|
Drive vehicles covered by a Class 1A driver’s
|
|
|
licence and forklift certificate as instructed.·
|
|
|
|
|
|
Be responsible for the security, cleanliness and
|
|
|
maintenance of vehicles, reporting defects and
|
|
|
damage to Team Leader.·
|
|
|
|
|
|
Ensure that all Market areas are kept clean by
|
|
|
Market storeholders, standholders and Market
|
|
|
customers.
|
|
|
|
|
Technology
|
Operate computer keyboard equipment.·
|
|
|
|
|
|
Prepare reports using word processing functions.
|
|
|
|
|
Organisational
|
Maintain a register of forklifts in the Markets.
|
|
|
|
|
|
Patrol Market areas to prevent theft of produce
|
|
|
and property and deal with security problems.
|
|
|
|
|
Team
|
Attend any Market site or location as directed.·
|
|
|
|
|
|
Recognise problems and report them to the Team
|
|
|
Leader for resolution.·
|
|
|
|
|
|
Actively participate and co-operate in Staff
|
|
|
Training and development programmes.
|
|
|
|
|
Business/Financial
|
Collect revenue and issue receipts.
|
|
|
|
|
|
Use and operate cash receipting equipment (cash
|
|
|
registers, computer terminals/printers).
|
|
|
|
|
Safety
|
Inspect and maintain fire fighting equipment.
|
|
|
|
|
|
Inspect buildings and premises for fire and other
|
|
|
hazards.·
|
|
|
|
|
|
Identify, remove and report any hazard·
|
|
|
|
|
|
Evacuate buildings or areas in an emergency·
|
|
|
|
|
|
Use fire fighting equipment to fight and contain
|
|
|
fires·
|
|
|
|
|
|
Maintain and administer First Aid to the injured
|
4. Indicative
tasks of a Market Officer Level 4 include the indicative duties of a Market
Officer Level 3 together with:
|
Unit
|
Element
|
|
Information Handling
|
Consult and co-operate with other Team Leaders
|
|
|
and teams members to ensure the achievement of
|
|
|
SML objectives.
|
|
|
|
|
Communication
|
Provide Security advice to standholders and
|
|
|
storeholders.
|
|
|
|
|
Enterprise
|
Supervise the work of contractors and report on
|
|
|
work performance.·
|
|
|
|
|
|
Assist with traffic management, designation of
|
|
|
parking facilities and card access systems.·
|
|
|
|
|
|
Prepare reports and correspondence.·
|
|
|
|
|
|
Attend Management and Industry Meetings and
|
|
|
undertake Special Projects as required.·
|
|
|
|
|
|
Comply with SML policy and procedural
|
|
|
directions as issued from time to time.
|
|
|
|
|
Technology·
|
Assist with the management and operation of
|
|
|
computer systems.
|
|
|
|
|
Organisational
|
Supervise Market Officers Levels 1, 2 and 3 and
|
|
|
monitor and regularly report on progress.
|
|
|
|
|
|
Assist the Team Leader in designing, developing
|
|
|
and implementing plans to improve efficiency.·
|
|
|
|
|
|
Ensure that set Team and individual Market
|
|
|
|
|
|
Officer goals and targets are achieved.
|
|
|
|
|
|
Be responsible for the care and security of SML
|
|
|
equipment, vehicles and property.
|
|
|
|
|
Team
|
Be responsible for the supervision and control of
|
|
|
Market operations within the Team area.
|
|
|
|
|
Business/Financial
|
Assist with the recovery of debts.
|
|
|
|
|
|
Maximise revenue collection and monitor
|
|
|
revenue control and management procedures.
|
|
|
|
|
Safety
|
Provide a clean, safe and healthy environment for
|
|
|
Market Officers, users and customers.
|
5. Indicative
tasks of a Level 1 Clerk are:
|
Unit
|
Element
|
|
|
|
|
Information Handling
|
Receive and distribute incoming mail.·
|
|
|
|
|
|
Receive and dispatch outgoing mail.·
|
|
|
|
|
|
Collate and despatch documents for bulk mailing·
|
|
|
|
|
|
File and retrieve documents
|
|
|
|
|
Communication
|
Receive and relay oral and written messages.
|
|
|
|
|
|
Complete simple forms.
|
|
Enterprise
|
Identify key functions and personnel.
|
|
|
|
|
|
Apply office procedures.
|
|
|
|
|
Technology
|
Operate office equipment appropriate to the tasks
|
|
|
to be completed.·
|
|
|
|
|
|
Open computer file, retrieve and copy data.·
|
|
|
|
|
|
Close files.
|
|
|
|
|
Organisational
|
Plan and organise a personal daily work routine.
|
|
|
|
|
Team
|
Complete allocated tasks.
|
|
|
|
|
Business/Financial
|
Record petty cash transactions.
|
|
|
|
|
|
Prepare banking documents.
|
|
|
|
|
|
Prepare business source documents.
|
6. Indicative
tasks of a Level 2 Clerk are:
|
Unit
|
Element
|
|
|
|
|
Information Handling
|
Update and modify existing organisational
|
|
|
records.·
|
|
|
|
|
|
Remove inactive files.
|
|
|
|
|
|
Copy data on to standard forms.
|
|
|
|
|
Communication
|
Respond to incoming telephone calls.
|
|
|
|
|
|
Make telephone calls·
|
|
|
|
|
|
Draft simple correspondence.
|
|
|
|
|
Enterprise
|
Provide information from own function area.·
|
|
|
|
|
|
Redirect inquiries and/or take appropriate follow-
|
|
|
up action.·
|
|
|
|
|
|
Greet visitors and attend to their needs.
|
|
|
|
|
Technology
|
Operate equipment.·
|
|
|
|
|
|
Identify and/or rectify minor faults in
|
|
|
equipment.·
|
|
|
|
|
|
Edit and save information.·
|
|
|
|
|
|
Produce document from written test using
|
|
|
standard format.
|
|
|
|
|
|
Shut down equipment.
|
|
|
|
|
Organisational
|
Organise own work schedule.·
|
|
|
|
|
|
Know roles and functions of other employees.
|
|
|
|
|
Team
|
Participate in identifying tasks for team.
|
|
|
|
|
|
Complete own tasks.·
|
|
|
|
|
|
Assist others to complete tasks.
|
|
|
|
|
Business/Financial
|
Reconcile invoices for payment to creditors.
|
|
|
|
|
|
Prepare statements for debtors.·
|
|
|
|
|
|
Enter payment summaries into journals·
|
|
|
|
|
|
Post journals to ledger.
|
7. Indicative
tasks of a Level 3 Clerk are:
|
Unit
|
Element
|
|
|
|
|
Information Handling
|
Prepare new files.·
|
|
|
|
|
|
Identify and process inactive files.
|
|
|
|
|
|
Record documentation movements.
|
|
|
|
|
Communication
|
Respond to telephone, oral and written requests
|
|
|
for information.·
|
|
|
|
|
|
Draft routine correspondence.·
|
|
|
|
|
|
Handle sensitive inquiries with tact and
|
|
|
discretion.
|
|
|
|
|
Enterprise
|
Clarify specific needs of client/other
|
|
|
employees.·
|
|
|
|
|
|
Provide information and advice.·
|
|
|
|
|
|
Follow-up on client/employee needs.·
|
|
|
|
|
|
Clarify the nature of a verbal message.·
|
|
|
|
|
|
Identify options for resolution and act
|
|
|
accordingly.
|
|
|
|
|
Technology
|
Maintain equipment.
|
|
|
|
|
|
Train others in the use of office equipment.·
|
|
|
|
|
|
Select appropriate media.·
|
|
|
|
|
|
Establish document structure·
|
|
|
|
|
|
Produce documents
|
|
Organisational
|
Co-ordinate own work routine with others.·
|
|
|
|
|
|
Make and record appointments on behalf of
|
|
|
others.·
|
|
|
|
|
|
Make travel and accommodation bookings in
|
|
|
line with given itinerary.
|
|
|
|
|
|
|
|
Team
|
Clarify tasks to achieve group goals.·
|
|
|
|
|
|
Negotiate allocation of tasks.·
|
|
|
|
|
|
Monitor own completion of allocated tasks.
|
|
|
|
|
Business/Financial
|
Reconcile accounts to balance.·
|
|
|
|
|
|
Prepare bank reconciliation’s.·
|
|
|
|
|
|
Document and lodge takings at bank.·
|
|
|
|
|
|
Receive and document payment/takings.
|
|
|
|
|
|
Despatch statements to debtors.·
|
|
|
|
|
|
Follow-up and record outstanding accounts.·
|
|
|
|
|
|
Despatch payments to creditors.·
|
|
|
|
|
|
Maintain stock control records.
|
8. Indicative
tasks of a Level 4 Clerk are:
|
Unit
|
Element
|
|
|
|
|
Information Handling
|
Categorise files.
|
|
|
|
|
|
Ensure efficient distribution of files and records.
|
|
|
|
|
|
Maintain security of filing system.
|
|
|
|
|
|
Train others in the operation of the filing system.·
|
|
|
|
|
|
Compile report.·
|
|
|
|
|
|
Identify information source(s) inside and
|
|
|
outside the organisation.
|
|
|
|
|
Communication
|
Receive and process a request for information.·
|
|
|
|
|
|
Identify information source(s).·
|
|
|
|
|
|
Compose report/correspondence.
|
|
|
|
|
Enterprise
|
Provide information on current service
|
|
|
provision and resource allocation within
|
|
|
area of responsibility.·
|
|
|
|
|
|
Identify trends in client requirements.
|
|
|
|
|
Technology
|
Maintain storage media.·
|
|
|
|
|
|
Devise and maintain filing system.
|
|
|
|
|
|
Set printer for document requirements when
|
|
|
various setups are available.·
|
|
|
|
|
|
Design document format.·
|
|
|
|
|
|
Assist and train network users.·
|
|
|
|
|
|
Shut down network equipment.
|
|
|
|
|
Organisational
|
Assist with appointment preparation and
|
|
|
follow up for others
|
|
|
|
|
|
Organise business itinerary.·
|
|
|
|
|
|
Make meeting arrangements.·
|
|
|
|
|
|
Record minutes of meeting.·
|
|
|
|
|
|
Identify credit facilities.·
|
|
|
|
|
|
Prepare content of documentation for
|
|
|
meetings.
|
|
|
|
|
Team
|
Complete allocated tasks.
|
|
|
|
|
Business/Financial
|
Prepare financial reports.·
|
|
|
|
|
|
Draft financial forecasts/budgets.·
|
|
|
|
|
|
Undertake and document costing procedures.
|
9. Indicative
tasks of a Level 5 Clerk are:
|
Unit
|
Element
|
|
|
|
|
Information Handling
|
Implement new/improved system.·
|
|
|
|
|
|
Update incoming publications.·
|
|
|
|
|
|
Circulate publications.·
|
|
|
|
|
|
Identify information source(s) inside and outside
|
|
|
the organisation.
|
|
|
|
|
Communication
|
Obtain data from external sources.
|
|
|
|
|
|
Produce report.·
|
|
|
|
|
|
Identify need for documents and/or research.
|
|
|
|
|
Enterprise
|
Assist with the development of options for future
|
|
|
strategies
|
|
|
|
|
|
Assist with planning to match future requirements
|
|
|
with resource allocation.
|
|
|
|
|
Technology
|
Establish and maintain a small network.·
|
|
|
|
|
|
Identify document requirements.·
|
|
|
|
|
|
Determine presentation and format of document
|
|
|
and produce it.
|
|
|
|
|
Organisational
|
Organise meetings.
|
|
|
|
|
|
Plan and organise conference.
|
|
|
|
|
Team
|
Draft job vacancy advertisement.·
|
|
|
|
|
|
Assist in the selection of staff.·
|
|
|
|
|
|
Plan and allocate work for the team.·
|
|
|
|
|
|
Monitor team performance.·
|
|
|
|
|
|
Organise training for team.
|
|
|
|
|
Business/Financial
|
Administer PAYE salary records.·
|
|
|
|
|
|
Process payment of wages and salaries.·
|
|
|
|
|
|
Prepare payroll data.
|
D.W.
RITCHIE, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.