Restaurants, &c., Employees (State) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 587 of 2015)
Before Commissioner Stanton
|
24 November 2015
|
REVIEWED
AWARD
PART A
1. Arrangement
Clause No. Subject Matter
PART A
17. Annual
Leave
32. Anti‑Discrimination
14. Apprentices
33. Area,
Incidence and Duration
1. Arrangement
21. Bereavement
Leave
25. Blood
Donors
8. Casual
Employees
3. Classification
Structure
2. Definitions
31. Employee
Representative and Union Business
30. Exhibition
of Award in Workplace
29. Grievance
Handling and Dispute Procedure
5. Hours
13. Juniors
24. Jury
Service
23. Laundry
Allowance
6. Make-Up
Time
7. Meal
Break/Rest Pause
10. Mixed
Functions
31A. Operation of
the Sydney Olympic and Paralympic Games 2000 (State) Award
11. Overtime
and Penalty Rates
18. Parental
Leave
15. Payment of
Wages
20. Personal/Carers'
Leave
12. Public
Holidays
26. Redundancy
and Technological Change
22A. Secure
Employment (Occupational Health and Safety)
19. Sick Leave
27. Supported
Wage
4. Terms of
Employment
28. Traineeships
9. Wages
22. Work
Clothes and Safety Equipment
16. Working
Together
PART B
MONETARY RATES
Table 1 - Wage Rates
Table 2 - Other Rates and Allowances
2. Definitions
2.1 "Casual
Employee" means an employee who is engaged as such and paid as such.
2.2 "Establishment"
includes more than one restaurant if they are operated by the same employer and
are located in the same structure or place.
2.3 "Employee"
means an employee whose conditions of employment are regulated by this award.
2.4 "Full-time
employee" means a permanent employee who is engaged to work an average of
38 ordinary hours in accordance with this award.
2.5 "Part-time
employee" means a permanent employee who is engaged to work not less than
9 or 15 hours per week (as set out in clause 5.7), nor more than 32 ordinary
hours per week.
2.6 "Restaurant"
means any building, stand, stall, tent, vehicle or boat or any other structure
or place on or from which food is sold or served principally for consumption at
that structure or place or adjacent to it.
2.7 School based
apprentice is an employee who is undertaking an apprenticeship under a training
contract while also enrolled in the Higher School Certificate. The school based apprenticeship may commence
upon the completion of the Year 10 School Certificate exams. Such school based apprenticeships are
undertaken at a minimum Certificate III Australian Qualifications Framework
(AQF) qualification level as specified in the relevant Vocational Training
Order pursuant to the Apprenticeship and Traineeship Act 2001.
3. Classification
Structure
3.1 The following
classification structure shall apply:
3.1.1 GRADE 1 is an
employee who is:
3.1.1.1 undertaking
up to three months on‑the‑job training so as to enable the employee
to be employed as a Grade 2 employee; or
3.1.1.2 providing
general assistance to employees of a higher grade, not including cooking or
direct service to customers, and is primarily engaged in one or more of the
following:
Cleaning, tidying and setting up of kitchen, food
preparation and customer services areas, including the cleaning of equipment, crockery
and general utensils;
Assembly and preparation of ingredients for cooking;
Handling pantry items and linen;
Setting and/or wiping down tables, removing food
plates, emptying ashtrays and picking up glasses.
General cleaning, gardening and labouring tasks.
3.1.2 GRADE 2 is an
employee who is primarily engaged in one or more of the following:
"Heating pre prepared meals and/or preparing
simple food items, such as sandwiches, salads and toasted foodstuffs.
Undertaking general waiting duties of both food and/or
beverages, including cleaning of restaurant equipment, preparing tables and
sideboards, clearing tables, taking customer orders at a table.
Taking orders by telephone or whilst stationed at a
fixed ordered point, serving food and/or beverages to tables.
Service from a snack bar, buffet or meal counter.
Receipt of monies, giving change, operation of cash
registers, and use of electronic swipe input devices.
Greeting and seating guests under general supervision.
Supplying, dispensing or mixing of liquor, including
cleaning of bar areas and equipment, preparing the bar for service, taking
orders and serving drinks and assisting in the cellar.
Receiving, storing and distributing goods not involving
the extensive use of documents and records.
Attending a cloakroom.
Laundry and specialised cleaning duties involving the
use of specialised cleaning equipment and/or chemicals.
Allocated building, maintenance and/or gardening
duties."
3.1.3 GRADE 3 is an employee
who is primarily engaged in one or more of the following:
Preparing and cooking a limited range of basic food
items such as breakfasts, grills and snacks.
Waiting duties of food and/or beverages, including
providing assistance in choosing the meal and wines by providing detailed
information when required of each item listed on menus, advising customers on
the appropriate choices of wine and providing information on wine types and all
items on the wine list, taking customer orders, serving food and/or beverages,
supervises or undertakes the clearing of tables after and during meals, receipt
of monies, taking reservations, greeting and seating guests.
Preparing and serving a range of drinks, including
blended and other cocktails.
Receiving, storing and distributing goods not involving
the control of the store or cellar.
Security work requiring the holding of an appropriate
licence.
Assisting in the instruction on a one to one basis of
employees of a lower grade.
3.1.4 GRADE 4 is an
employee who is primarily engaged in one or more of the following:
Undertaking general cooking duties, including a la
carte cookery, baking, pastry cooking or butchery.
Full control of a cellar and/or store, including stock
control and ordering.
Designing, preparing and serving a range of
sophisticated cocktails and other drinks, or duties performed by a head bar
person.
Performing specialist waiting duties in a fine dining
or otherwise complex restaurant environment, such as those performed by a head
waiter.
Performing specialist wine waiting and ordering duties.
Providing basic supervision and instruction to
employees of a lower grade.
3.1.5 GRADE 5 is an
employee who has completed an apprenticeship or who has passed the appropriate
trade test and who is engaged in any of the following:
Undertaking cooking, baking, pastry cooking or
butchering duties.
Undertaking general and specialised waiting duties in a
restaurant.
Other trade work appropriate to an employee's trade.
The employer may require the employee to provide proof
of any previous service or a trade certificate at the time of commencing
employment. Where it is established that the employee failed to disclose that
information when required to do so such service or qualification shall not be
taken into account when assessing any later claim on the employer.
3.1.6 GRADE 6 is an
employee who is engaged in supervising, training and co‑ordinating staff
and who is responsible for the maintenance of service and operational
standards. Duties may include preparation of operational reports, development
of stock control and security procedures, menu planning, staff rostering and
staff recruitment and induction, but an employee at this grade shall not have
the right to engage or terminate the services of employees.
3.1.7 GRADE 7 is an
employee who has completed an apprenticeship or has passed the appropriate
trade test in cookery, butchery, baking or pastry cooking and has completed
appropriate additional training and who is engaged in supervising other trade qualified
cooks.
3.2 In the event of
uncertainty or any dispute arising over classifying employee(s) within the
classification structure, the parties shall refer to the training guidelines
issued by Tourism Training Australia. These guidelines indicate the relevant
training modules, and in more detail, the required competencies that relate to
each grade.
3.3 If an employee
has been assessed as having achieved the competency level by either:
completing a course recognised by the Australian
Hospitality Review Panel; or ACCESS skills assessment scheme
and is performing the duties/functions referred to
within the appropriate grade then the employee shall be paid at that grade.
3.4 The above
grades cover all employees working in a restaurant, but not managerial staff
whose principal functions are not described in the grade descriptions. Where an employee's duties are not mentioned
within these classifications, the employee shall be classified in a grade
which, by reference to the grading descriptors, most closely reflects the
skills and responsibilities of the job.
4. Terms of Employment
4.1 Employees shall
be engaged on a full-time, part-time or casual basis. The basis of the
engagement will not be changed without giving the employee 28 day's notice of the
change.
4.2 Upon engagement
an employee shall be informed of:
4.2.1 Whether the
employee is to be engaged on a full time, part time or casual basis.
4.2.2 The employee's
classification, job description and the duties to be performed.
4.2.3 The working
times including when meal breaks and rest breaks will be taken.
4.2.4 Who will
supervise the employee.
4.2.5 The training the
employee will receive.
4.2.6 The career path
the employee can expect.
4.2.7 Whether the
employee start work on probation (not applicable to apprentices or trainees).
4.3 Probationary
Employment:
4.3.1 Employees
engaged as full‑time or part‑time employees without any previous
service with the employer may be employed on probation for the first 14 days of
employment, during which period the employment may be terminated with one day's
notice.
4.3.2 The work of
employees on probation will be assessed by the employer, and, the employee will
be told no later than 14 days after the employee has started whether the
employee will continue in employment after the probation period.
4.4 Leaving
Employment.
4.4.1 An employer may
terminate the employment of a full‑time or part‑time employee by
giving the amount of notice set out below for the employee's period of continuous
employment or by paying the employee the monies the employee would otherwise
have earned during this period:
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
|
4.4.2 An employer will
not terminate an employee's employment unless the employee has been employed
with the employer for less than one month or the employer has told the employee
that the employer is unhappy with the employee's employment and the employee
has not improved after being given a chance to do so.
4.4.3 Nothing in this
clause shall affect the right of the employer to dismiss an employee without
notice or without paying any monies instead of notice if the employee has acted
dishonestly in employment, the employee has unreasonably failed to carry out a
direction properly given to them by a person in charge, or the employee has
otherwise behaved so badly as to justify being dismissed without notice.
4.4.4 A full‑time
or part‑time employee when leaving employment must give the employer at
least one week's notice or the employer may deduct from wages owing any part of
the notice period not worked. An employer shall not terminate an employee's
employment only because the employee has given notice.
4.4.5 On termination
of employment for any reason the employer will give a full or part‑time
employee a certificate of service stating how long the employee had worked for
the employer and what job the employee did.
4.5 Employees shall
perform such work as the employer shall, from time to time, reasonably require
(including working reasonable overtime) provided the employee is competent to
do the work or, if not, the employer is prepared to train the employee to do
the work.
4.6 Where an
employee is detained at work after the normal finishing time and it is then too
late to travel by the employee's usual transport to go home, the employer shall
either arrange transport or repay the employee's taxi fare.
4.7 Employees shall
not to be asked to pay any cash shortages unless the employee deliberately
failed to charge the customer the full amount or deliberately failed to collect
the amount payable.
5. Hours
5.1 Full time
employees will work not more than an average of 38 ordinary hours per week in
accordance with this award. These
ordinary hours may not be averaged over more than a 4 week period (except if
the employee is a seasonal employee).
5.2 Full-time and
part-time employees will work not more than 5 days per week or, by agreement between
the employer and the employee, not more than 20 days in a 4 week period.
5.3 Rosters:
5.3.1 The employer
shall display a roster in a place accessible to all employees. The roster shall
set out the starting, finishing and meal times for full‑time and part‑time
employees for each week. The roster shall be posted at least seven days before
its commencement.
5.3.2 Subject to other
clauses of this award, employees must work at such times and on such days as
the employer needs them. An employer cannot change the roster of a full‑time
or part‑time employee without giving the employee 7 days notice except in
an emergency beyond the employers control. The employer will discuss any change
with the employee and try to take into account the employee's family and
personal needs.
5.4 The ordinary
daily working hours of full‑time and part‑time employees will not
be more than 10 hours in any one shift not including the time taken for meal
breaks. By agreement between the employer and the employee, an employee, other
than an employee under 18 years old, may work up to 12 ordinary hours including
the time taken for a paid meal break, without the payment of a penalty under
clause11.1.
5.5 Full-time and
part-time employees will be given 10 clear hours off between finishing work on
one shift and starting work on the next shift or paid double the employees
ordinary rate of pay for all time worked until the employee has had ten clear
hours off.
5.6 If a full-time
or part-time employee works less than 3 hours on a shift the employee will be
paid for no less than 3 hours worked.
5.7 A part time
employee's ordinary hours shall be:
5.7.1 where there are
less than 15 full‑time and part‑time employees employed at the
establishment, not less than 9 hours per week and not more than 128 hours per
four week period.
5.7.2 where there are
15 or more full‑time and part‑time employees employed at the
establishment, not less than 15 hours per week and not more than 128 hours per
four week period.
5.8 If a part-time employee
is not given at least 7 days notice of a change of rostered hours the employee
will be paid an extra 10% for the whole of the period of any affected shift(s)
(and any overtime or other penalty payments will be calculated on this extra
10%) except where the change of roster has been requested by the employee.
5.9 Subject to
clause 11, Overtime and Penalty Payments, if a part‑time employee is
asked to work extra hours beyond the employee's rostered hours, the employer
will pay the employee for the employees work during that time at the rate that
would be paid to a casual employee. In addition to all other payments, the rate
shall include payment required by the Annual Holidays Act on termination of
employment. Hours worked under the provisions of this subclause shall not
otherwise be taken into account in determining a person's entitlement to annual
leave payments whether on termination of employment or otherwise.
5.10 Seasonal
Workers:
5.10.1 If the amount of
the employer's business changes substantially during the year because of
seasonal factors, the employee and the employer can agree to treat a full-time
or part-time employee as a seasonal employee. If so, the employer will pay the
employee by equal weekly or fortnightly pays notwithstanding the number of
hours the employee works in any one day provided that averaged over any period
of 52 weeks the employer will not have paid the employee less than the monies
the employee would be entitled to receive throughout that period under this
award.
5.10.2 If an employee is
terminated by the employer, except in circumstances allowing the employer to
dismiss them without notice or by the employee for pressing social or domestic
or personal reasons the employer will pay the employee any higher amount which would
have been earned if the employee had not become a seasonal worker under this
clause, calculated from the last anniversary of the date the employee commenced
working for the employer as a full-time or part-time employee.
5.11 Where an
employee works a broken shift the employer will pay the employee for not less
than 8 hours worked on any one shift. The shift will be spread over not more
than 2 periods within a span of not more than 14 hours inclusive of meal
breaks. For each broken shift worked, an employee shall be paid an allowance of
one half of the hourly ordinary rate of pay payable from time to time to
employees at the level 2 work classification.
6. Make-Up Time
6.1 An employee may
elect, with the consent of the employer, to work "make‑up time",
under which the employee takes time off during 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.
6.2 An employee on
a regular night shift 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.
7. Meal Beak/Rest
Pause
7.1 An employee
will be given a meal break of between 30 minutes and 1 hour after working not
more than 5 hours. The first meal break taken on any shift shall be unpaid. The
second meal break will be a paid break, and the employee will be paid a meal
allowance for the second break the amount of which is set out in Item 1 of
Table 2 of Part B or given a meal. If because (and only because) the work the
employee is doing means that the employee cannot take a meal break by the end
of 5 hours, the employer can ask the employee to work up to a further hour
before the employee takes the break, and that break will become a paid break.
7.2 In addition to
the employee's meal break(s), an employee will be given a paid rest pause of
ten minutes once during each work period of 5 hours.
8. Casual Employees
8.1 Casual
employees will not be entitled to annual leave loading or compassionate or
bereavement leave or to payment for jury service or as a blood donor and clauses
5, 6, 18, 19, 20, 21, 25, 26, 27 and 29 do not apply to them.
8.2 The ordinary
daily working hours of casual employees will not be more than 10 hours in any
one shift not including the time taken for meal breaks. By agreement between
the employer and the employee, hours per shift may be not more than 12
including the time taken for meal breaks (employees under 18 years old will not
be required to work more than 10 hours in any one shift), without the payment
of a penalty under clause 11. 1.
8.3 If a casual
employee works less than 3 hours on a shift the employee will be paid for no
less than 3 hours worked.
8.4 Casual
employees will not be entitled to any public holiday penalty unless the
employee works on a public holiday.
8.5 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 twelve months shall thereafter have the right to elect to have his or her
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 twelve months. However, the employee retains his or her
right of election under this subclause if the employer fails to comply with
this 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 he or she seeks to
elect to convert his or her 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 his or her ongoing contract of employment to
full-time employment or part-time employment will be deemed to have elected
against any 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 his or her 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 that will be worked either consistent with any other
part-time employment provisions of this award pursuant to a part time work
agreement made under Chapter 2, Part 5 of the Industrial Relations Act
1996 (NSW);
Provided that an employee who has worked on a full-time
basis throughout the period of casual employment has the right to elect to
convert his or her contract of employment to full-time employment and an
employee who has worked on a part-time basis during the period of casual
employment has the right to elect to convert his or her contract of employment
to part-time employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed between the
employer and the 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) 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.
(d) 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.
(e) Exemption
The abovementioned casual conversion clause will not
apply to persons who:
(a) perform work
pursuant to the Technical and Further Education Commission Act 1990.
9. Wages
9.1 Full‑Time
Employees:
9.1.1 Adult full-time
employees shall be paid the appropriate minimum weekly wage rate for the
employees grade as set out in Table 1 of Part B of this award.
9.1.2 Wage rates will
be calculated to the nearest 10 cents.
9.2 Part-Time
Emp1oyees:
9.2.1 Part-time
employees shall be paid an hourly rate equal to the appropriate weekly rate
divided by thirty-eight.
9.2.2 Terms and
conditions of this award applicable to full-time employees shall apply to part‑time
employees on a pro-rata basis.
9.3 Casual
Employees:
9.3.1 Casual employees
will be paid for each hour worked 1/38th of the weekly rate for the grade which
applies to the employee plus 20%. All overtime and other penalty payments will
be calculated on this rate.
9.3.2 Casual employees
are also entitled to be paid 1/12th of the employees ordinary pay, as defined
in the Annual Holidays Act 1944 as amended, to pay for the employees
annual holiday entitlement.
9.4 Rates of Pay
for school based apprentice
9.4.1 The hourly rates
for full time apprentices as set out in this Award shall apply to school based
apprentices for total hours worked including time deemed to be spent in off-the
job training.
9.4.2 For the purposes
of subclause 9.4.1 of this clause, where a school based apprentice is a full
time school student, the time spent in off-the-job training for which the
school based apprentice is paid is deemed to be 25 per cent of the actual hours
worked on-the-job each week. The wages
paid for training time may be averaged over the school term or year.
9.4.3 Where this Award
specifies a weekly rate for full time apprentices the hourly rate shall be
calculated by dividing the applicable weekly rate by 38.
10. Mixed Functions
An employee who is required by the employer to carry
out work on a temporary basis that carries a higher rate of pay than the
employee's ordinary classification, shall be paid the higher rate while doing
that work. This clause shall not apply to work performed under supervision for
training purposes.
11. Overtime and
Penalty Rates
11.1 If the employer
requires an employee to work:
11.1.1 overtime
being for full time employees more than 38 hours per week or the employer may average
these hours over up to a 4 week period (except if the employee is a seasonal
employee),
11.1.2 overtime
being for part time employees more than 128 hours in a 4 week period (except if
the employee is a seasonal employee),
11.1.3 overtime
being more than the ordinary daily working hours set out in subclause 5.4,
11.1.4 on a
Saturday (except if the employee works a regular night shift referred to in
clause 11.2),
11.1.5 on a
Sunday, or
11.1.6 on a
public holiday
the employer will pay the employee extra wages (called
a penalty) being:
in the case of 11.1.1 and 11.1.2 time and one half of
the ordinary rate of pay for the first 2 hours worked and after that double
time,
in the case of 11.1.3 double the ordinary rate of pay
for an overtime worked,
in the case of Saturday work time and a quarter of the
ordinary rate of pay for all time worked,
in the case of Sunday work time and a half of the
ordinary rate of pay for all time worked, and
in the case of public holidays work two and a half
times the ordinary rate of pay for all time worked.
11.2 Where an
employee works ordinary hours between midnight and 6.00am, they are to be paid
an extra 30% penalty for all time worked during these hours. Notwithstanding the
foregoing, if the employee works more than half of a regular shift on any day
between midnight and 6.00am, the employer will pay the employee for all time
worked on that shift an extra 30% penalty and clauses 11.1.3 and 11.1.4 will
not apply to the employee. The above
penalties are not payable for work on Sundays and public holidays, or for
overtime worked under clause 11. 1.
11.3 Time off in lieu
of payment for overtime:
The employee may, with the consent of the employer take
time off within 12 months of becoming entitled to these payments instead of
being paid with the time off being calculated at the rate of one hour off for
every hour worked. Time off not taken within 12 months will be paid out at the
overtime rates applying at the time it was earned.
12. Public Holidays
12.1. Public holidays
are New Year's Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day,
Boxing Day and the days on which Australia Day, Anzac Day, Queen's Birthday and
Labour Day are observed as public holidays.
12.1. Where a
substitute day is proclaimed or gazetted to replace any of the above days, the
substituted day shall be the public holiday in lieu of the original day.
12.2 If an employee
works on a public holiday, the employee shall be paid at the rate of double
time and one-half for all time worked.
12.3 If an employee,
other than a casual employee, does not work and would normally be rostered to
work on a public holiday, the employee will be paid the employees normal
ordinary wages for that week.
12.4 If an employee,
other than a casual employee, is not normally rostered to work regularly on the
same days each week and the employee is not rostered to work on a public
holiday, the employer will either pay the employee an additional day's wages,
or add a day to the employees annual holiday's leave, or give the employee
another day off on ordinary pay within 28 days after or within one week before
that public holiday.
12.5 An employer may
not change an employee's normal rosters to avoid paying the employee for a
public holiday.
12.6 If an employee,
other than a casual employee, is absent from work on the working day before or the working day after a
public holiday without reasonable excuse, the employee shall not be entitled to
payment for such a holiday.
12.7 An employee,
other than a casual employee, will be given an additional day as a public
holiday. The employee will become entitled to this on the anniversary of each
continuous year of employment with an employer. That day can be taken on a day
which is convenient to the employee and employer as a public holiday and is
instead of a union picnic day.
13. Juniors
The minimum weekly wage rate for a junior employee
shall be calculated by applying the following percentages of the appropriate
adult rate for the classification in which the employee is employed:
Age
|
%
|
17 years of age and under
|
62
|
18 years of age
|
70
|
19 years of age
|
80
|
20 years of age
|
90
|
14. Apprentices
14.1 The minimum weekly
wage rate for apprentices shall be calculated by applying the following
percentages to the total rate of a Grade 5 employee:
% of Grade 5
|
|
|
|
Four year apprentice cooks ‑
|
|
1st year (or equivalent training stage)
|
46
|
2nd year (or equivalent training stage)
|
54
|
3rd year (or equivalent training stage)
|
67
|
4th year (or equivalent training stage)
|
80
|
"Equivalent training stage" recognises that
an employee could receive credit for training undertaken prior to the commencement
of the employees apprenticeship or have the ability to accelerate the period of
the employees apprenticeship.
14.2 Tool Allowance
An apprentice in cooking who provides the employees own
tools shall be paid an allowance set out in Item 2 of Table 2 of Part B.
14.3 Progression
through Wage Structure
14.3.1 School
based apprentices progress through the wage scale at the rate of 12 months’
progression for each two years of employment as an apprentice.
14.3.2 The rates
of pay are based on a standard apprenticeship of four years. The rate of
progression reflects the average rate of skill acquisition expected from the
typical combination of work and training for a school based apprentice
undertaking the applicable apprenticeship.
14.4 Conversion from
a school based to a full time apprenticeship
Where an apprentice converts from a school based to a
full-time apprenticeship, all time spent as a full-time apprentice counts for
the purpose of progression through the wage scale set out in this Award. This progression applies in addition to the
progression achieved as a school based apprentice.
14.5 Conditions of
Employment
Except as provided by this award, school based
apprentices are entitled to pro rata entitlements of all other conditions of
employment contained in this Award.
14.6 Disputes and
Disciplinary Matters
The provisions of the Apprenticeship and Traineeship
Act 2001 shall apply for the resolution of disputes and disciplinary
matters.
15. Payment of Wages
15.1 All wages will
be paid weekly or fortnightly by cheque or electronic funds transfer into up to
two accounts nominated by the employee from time to time or by cash as the
employer may choose.
15.2 Casual employees
will be paid at the end of each continuous pay period that they work (but no
longer than weekly) either by cash or as the employer may choose.
15.3 Wages will be
paid within 2 business days of the end of each pay period.
15.4 All wages will
be calculated in 10 minute intervals for time worked of less than an hour.
16. Working Together
16.1 The parties to
this award recognise the need for employers and employees to work closely to
make the employers organisation a better place to work and to make business
better. Employers shall consult with employees either individually, within
working groups, or altogether.
16.2 Individually:
Employers shall meet with employees from time to time
and at least twice a year to discuss matters such as the employees' progress,
job performance, problems, training programme and career prospects.
16.3 As work groups:
Employers and employees shall hold meetings from time
to time and at least twice a year to discuss how the business is doing, what
changes can be made to increase business and work efficiency, any concerns
either party has about work or work related matters and any proposed changes
that may lead to employees being made redundant.
16.4 An employer
shall not harm an employee in employment because an employee has expressed an
opinion.
17. Annual Leave
(see the Annual Holidays Act)
17.1 After an
employee has worked for the employees employer for 12 consecutive months the
employer will pay the employee a loading of 17 ½% on the employees annual
holiday pay each time the employee take holidays or on termination of
employment.
17.2 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.
17.3 An employee and
employer may agree to defer payment of the annual leave loading in respect of
single day absences, until at least five consecutive annual leave days are
taken.
17.4 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.
18. 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. Sick Leave
19.1 An employee,
other than a casual employee, who has worked for the employer for more than one
month shall be entitled to up to 38 hours off in the first year of employment
and 60.8 hours off in each of the second and subsequent years of employment
without loss of pay if the employee is unable to attend work because the
employee is ill or has been injured.
19.2 An employee
employed by the employer on 15 February, 1993 and who is still employed by that
employer may have rights to cash in some or all of any sick leave entitlement
accumulated to that date when the employee's employment terminates, in
accordance with the Industrial Relations Act 1996.
19.3 An employee must
give the employer as much notice as possible if the employee is to take sick
leave, and give the employer any reasonable proof that the employer may ask.
19.4 Sick Leave
accumulates from year to year for three years, that is, sick leave not taken in
each year of service will be available to the employee for a period of three
years from the end of each such year.
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 20.1.3.2 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 19, 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:
20.1.3.1 the
employee being responsible for the care and support of the person concerned;
and
20.1.3.2 the
person concerned being:
20.1.3.2.1 a spouse
of the employee; or
20.1.3.2.2 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;
20.1.3.2.3 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
20.1.3.2.4 a same
sex partner who lives with the employee as the de facto partner of that
employee on a bona fide domestic basis; or
20.1.3.2.5 a
relative of the employee who is a member of the same household, where for the
purposes of this paragraph:
20.1.3.2.5.1 "relative"
means a person related by blood, marriage or affinity;
20.1.3.2.5.2 "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
20.1.3.2.5.3 "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 29, Grievance Handling and Disputes Procedure,
should be followed.
20.2 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 class of
person set out in 20.1.3.2 above who is ill or who requires care due to an
unexpected emergency.
20.3 Personal Carers
Entitlement for casual employees -
(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 20.1.3.2 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.
(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.
21. Bereavement Leave
21.1 An employee,
other than a casual employee, shall be entitled to up to three days bereavement
leave in each year of employment without deduction of pay on the death of a
person prescribed in 21.3 below.
21.2 The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will, if required by the employer, provide to the
satisfaction of the employer proof of death.
21.3 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 in 20.1.3, provided that
for the purpose of bereavement leave, the employee need not have been
responsible for the care of the person concerned.
21.4 An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has already been granted other leave.
21.5 Bereavement leave
may be taken in conjunction with other leave available under subclauses 20.2,
20.1.3, 20.1.4 of clause 20, Personal Carer's Leave. In determining such a
request the employer will give consideration to the circumstances of the
employee and the reasonable operational requirements of the business.
21.6 Bereavement
entitlements for casual employees
21.6.1 Subject
to the evidentiary and notice requirements in 21.2 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 20.1.3.2 of clause 20, Personal /
Carer's Leave.
21.6.2 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.
21.6.3 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.
22. Work Clothes and
Safety Equipment
22.1 The employer
will provide an employee with all necessary safety equipment and clothing. The
employee must use/wear these items at all times when necessary and must take
good care of them.
22.2 The employer
will replace all broken or lost items but the employer can ask the employee to
pay the employer back if they are lost or broken because of carelessness of the
employee. The onus of proving this will be on the employer.
22A. Secure Employment
(Occupational Health and Safety)
Occupational Health and Safety
(i) For the purposes
of this subclause, the following definitions shall apply:
(a) 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.
(b) A
"contract 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 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 9998.
23. Laundry Allowance
23.1 The employer will
launder an employee's special clothing or pay the employee a laundry allowance
the amount of which is set out in Item 3 of Table 2 of Part B
23.2 Special clothes
are those which the employer asks the employee to wear as a uniform and which
the employee could not use for everyday wear or, if the employee is a chef or
cook, the employees uniform.
24. Jury Service
24.1 If an employee,
other than a casual employee, is required to attend for jury service the
employer will pay the employee the difference between what the employee would
have earned while working for the employer and the amount of jury pay received
by the employee.
24.2 The employee
shall give the employer proof that the employee was on jury service and the
amount received.
24.3 The employee
must tell the employer as soon as the employee knows that the employee is
required for jury service.
25. Blood Donors
If an employee wishes to donate blood, the employee may
do so during working hours without loss of pay provided that:
25.1 The time and day
selected meet with the employer's convenience and does not unduly disrupt the
employers operations.
25.2 The employee is
able to donate blood at a place within 5 walking minutes of the restaurant.
25.3 The employee
must provide the employer with proof that the employee donated blood.
25.4 This entitlement
is limited to a maximum of 2 hours on no more than 3 occasions in any one year
of employment.
26. Redundancy and
Technological Change
26.1 Application
26.1.1 This
Clause shall apply in respect to full time and part time persons employed in
the classifications specified by Clause 3, Classification Structure.
26.1.2 In
respect to employers who employ 15 or more employees immediately prior to the
termination of employment of employees, in the terms of Clause 26.5.
26.1.3 Notwithstanding
anything contained elsewhere in this Clause, this Clause shall not apply to
employees with less than one year's continuous service and the general
obligation on employers shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
26.1.4 Notwithstanding
anything contained elsewhere in this Clause, 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.
26.2 Introduction of
Change - Employer's Duty to Notify
26.2.1 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.
26.2.2 "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employer's workforce or in the skills
required, the elimination or diminution of job opportunities, promotion
opportunities or job tenure, the alteration of hours of work, the need for
retraining or transfer of employees to other work or locations and the
restructuring of jobs.
Provided that where this award makes provision for
alteration, it shall be deemed not to have significant effect.
26.3 Employer's Duty
to Discuss Change
26.3.1 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 subclause 26.2
above, 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:
26.3.2 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 subclause 26.2
of this Clause.
26.3.3 For
the purpose 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 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.
26.4 Redundancy -
Discussions Before Terminations
26.4.1 Where
an employer has made a definite decision that the employer no longer wishes the
job the employee has been doing to be done by anyone pursuant to subclause
26.2.1, 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.
26.4.2 The
discussions shall take place as soon as is practicable after the employer has
made a definite decision which will invoke the provision of subclause 26.4.1
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 on the employees concerned.
26.4.3 For
the purpose 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 employees normally employed and the period over
which the terminations are likely to be carried out. Provided that any employer
shall not be required to disclose confidential information the disclosure of
which would adversely affect the employer.
26.5 Termination of
Employment - Notice for Changes in Production, Programme, Organisation or
Structure
This subclause 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 26.2.1.
26.5.1 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 one 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
|
26.5.2 In
addition to the notice above, employees over 45 years of age at the time of the
giving of the notice, with not less than two years' continuous service, shall
be entitled to an additional week's notice.
26.5.3 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.
26.6 Notice for
Technological Change
This subclause sets out the notice provisions to be applied
to termination by the employer for reasons arising from technology in
accordance with subclause 26.2.1 of this award:
26.6.1 In
order to terminate the employment of an employee, the employer shall give to
the employee three months' notice of termination.
26.6.2 Payment
in lieu of the notice above shall be made if the appropriate notice period is
not given. Provided that employment shall be terminated by part of the period
of notice specified and part payment in lieu thereof.
26.6.3 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.
26.7 Time Off During
the Notice Period
26.7.1 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 purpose of seeking other employment.
26.7.2 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.
26.8 Employee Leaving
During the Notice Period
If the employment of an employee is terminated (other
than for misconduct) before the notice period expires, the employee shall be
entitled to the same benefits and payments under this Clause to which the
employee would have been entitled had the employee remained with the employer
until the expiry of such notice. Provided that in such circumstances the
employee shall not be entitled to payment in lieu of notice.
26.9 Statement of
Employment
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee a
written statement specifying the period of the employee's employment and the
classification of or the type of work performed by the employee.
26.l0 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.
26.11 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.
26.12 Transfer to
Lower-Paid Duties
Where an employee is transferred to lower-paid duties
for reasons set out in subclause 26.2, 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.
26.13 Severance Pay
26.13.1 Where
an employee is to be terminated pursuant to subclause 26.5, subject to further
order of the Industrial Relations Commission of New South Wales, the employer
shall pay the employee the following severance pay in respect of a continuous
period of service.
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
|
26.13.2 Where
an employee is 45 years old or over, the entitlement shall be 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
|
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
|
26.13.3 "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 pursuant to this award.
26.14 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 in
subclause 26.13 above.
The Commission shall have regard to such financial and
other resources of the employer concerned as the Commission thinks relevant,
and the probable effect of paying the amount of severance pay in subclause
26.13 of this Clause will have on the employer.
26.15 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 subclause 26.13 above if the employer
obtains acceptable alternative employment for an employee.
27. Supported Wage
27.1 Definitions
27.1.1 "Accredited
Assessor" means a person accredited by the management unit established by
the Commonwealth under the Supported Wage System to perform assessments of an
individual's productive capacity with the Supported Wage System.
27.1.2 "Assessment
Instrument" means the form provided for under the Supported Wage System
that records the assessment of the productive capacity of the person to be
employed under the Supported Wage System.
27.1.3 "Disability
Support Pension" means the Commonwealth pension scheme to provide income
security for persons with a disability as provided under the Social Security
Act 1991, as amended from time to time or any successor to that scheme.
27.1.4 "Supported
Wage System" means the Commonwealth Government system to promote
employment for people who cannot work at full award wages because of a
disability, as documented in "Supported Wage System: Guidelines and
Assessment Process.
27.1.5 "Commonwealth
Government Authority" means the Commonwealth Government Department whose
responsibility includes the administration of the Supported Wage System.
27.2 Application
27.2.1 This
clause applies only to employees who are unable to perform the range of duties
to the competence level required within the class of work for which the
employee is engaged, because of the effects of a disability on the employees
productive capacity and who meet the impairment criteria for the receipt of a
Disability Support Pension.
27.2.2 This
clause does not apply to any existing employee who has a claim against the employer
which is subject to the provisions of Workers' Compensation legislation.
27.2.3 This
clause does not apply to employers in respect of the employers facility,
programme, undertaking service or the like which receives funding under the Disability
Services Act 1993 and fulfils the dual role of service provider and
sheltered employer to people with disabilities who are in receipt of or are
eligible for a Disability Support Pension, except with respect to an
organisation which has received recognition under Section 10 or Section 12A of
the Act, or if a part only has received recognition, that part.
27.3 Wages
27.3.1 Following
the trial period prescribed in clause 27.4.5, employees to whom this clause
applies shall be paid the applicable percentage of the minimum rate of pay
prescribed by the relevant parent award for the class of work which the person
is performing according to the following schedule:
Assessed Capacity
Rate
|
% of Relevant
Parent Award
|
|
|
10%
|
10%
|
20%
|
20%
|
30%
|
30%
|
40%
|
40%
|
50%
|
50%
|
60%
|
60%
|
70%
|
70%
|
80%
|
80%
|
90%
|
90%
|
Notation: Where
a person's assessed capacity is 10% the person shall receive a high degree of
assistance and support.
27.3.2 Notwithstanding
anything otherwise contained in this award, the weekly ordinary time rate of
pay for employees employed under the terms of this clause shall not be less
than the amounts as are fixed from time to time by an competent Commonwealth
Government Authority for the purposes of the Supported Wage System.
27.3.3 The
weekly wage shall be the rate of pay for all purposes.
27.4 Employment
Conditions
27.4.1 For
the purpose of establishing the percentage of the award rate to be paid to an employee
under this award, the productive capacity of the employee will be assessed in
accordance with the Supported Wage System and documented in an assessment
instrument by either:
27.4.1.1 The
employer and the union to which the employee belongs, in consultation with the employee or, if desired by an of
these:
27.4.1.2 The
employer, the employee and an accredited Assessor.
27.4.2 Lodgement
of Assessment Instrument
27.4.2.1 All
assessment instruments under the conditions of this award, including the appropriate
percentage of the award rate to be paid to the employee, shall be lodged by the
employer with the Registry of the Industrial Relations Commission of New South
Wales.
27.4.2.2 All
assessment instruments shall be agreed and signed by the parties to the
assessment, provided that where the union is not a party to the assessment, it
shall be referred by the Registry to the union by certified mail and shall take
effect unless an objection is notified to the Registry within ten working days.
27.4.3 Review
of Assessment
The assessment of the applicable percentage shall be
subject to annual review or earlier on the basis of a reasonable request for
such a review. The process of review
shall be in accordance with the procedures for assessing capacity under the
Supported Wage System.
27.4.4 Workplace
Adjustment
An employer wishing to employ a person under the
provisions of this clause shall take reasonable steps to make changes in the
workplace to enhance the employee's capacity to do the job. Changes may involve
re-design of job duties, working time arrangements and work organisation in
consultation with other employees in the area.
27.4.5 Trial
Period
27.4.5.1 In
order for an adequate assessment of the employee's capacity to be made, an
employer may employ a person under the provision of this award for a trial
period not exceeding 12 weeks, except that in some cases additional work
adjustment time (not exceeding four weeks) may be needed.
27.4.5.2 During the
trial period the assessment of capacity shall be undertaken and the proposed
wage rate for a continuing employment relationship shall be determined.
27.4.5.3 Work
trials should include induction or training as appropriate to the job being
trialled.
27.4.5.4 Where
the employer and employee wish to establish a continuing employment
relationship following the completion of the trial period, a further contract
of employment shall be entered into based on the outcome of assessment under
clause 27.4.
28. Traineeships
28.1. Applications
This clause applies only to persons employed in a
traineeship which has been registered with the Relevant NSW Training Authority
28.2 Definitions
28.2.1 A
"traineeship" is a program of training comprising structured training
with an employer, and it will include training conducted by a Registered
Training Organisation that has been approved by the Vocational Education
Training Accreditation Board. For the purposes of the traineeship, structured
training shall mean formal instruction and closely supervised practice directly
related to that instruction that is undertaken according to the provisions of
the training agreement.
28.2.2 A
"training agreement means an agreement between an employer and a trainee
for registered training and employment which is approved by the Relevant NSW
Training Authority.
28.2.3 A
"trainee" is an employee undertaking a traineeship who is bound by a
training agreement.
28.2.4 "Relevant
NSW Training Authority" means the Department of Education and Training or
its successor organisation.
28.3 Training
Conditions
A trainee undertaking a traineeship shall be engaged as
a full-time employee for a traineeship of a nominal period of one year or as
approved by the Relevant NSW Training Authority, provided that the trainee
shall be subject to a satisfactory probation period of up to one month.
28.4 All Trainees
28.4.1 The
time spent off the job at training shall be allowed without loss of continuity
of employment.
28.4.2 Where
employment of a trainee by an employer is continued after completion of the
traineeship period, the traineeship period shall be counted as service for all
award and statutory entitlements where consistent with relevant legislation.
28.4.3 For
the purposes of the Long Service Leave Act 1955, where an employee has
entered into a contract of employment with an employer within a 12 month period
after the completion of the traineeship with the employer, the period of the
employee's traineeship with the employer shall be taken into account for the
purposes of ascertaining the period of service of the employee with that
employer under that contract of employment.
28.4.4 Preference
in continuation of employment shall be given to trainees, where possible,
should vacancies occur at the conclusion of the training period.
28.4.5 The
provisions of the Workplace Injury Management and Workers Compensation Act
1998, and the Occupational Health and Safety Act 2000, shall apply to
trainees.
28.4.6 It is
acknowledged by the parties to this award that the purpose of the relevant
traineeships is to create education and career opportunities for persons who
would otherwise be unemployed, and to that extent the traineeship systems will
not be utilised by employers as a means of displacing existing regular
employees, whether full‑time, part‑time or casual.
28.4.7 The
employer shall ensure that the trainee is permitted to attend prescribed off
the‑job training and is provided with on‑the‑job training
approved by the Relevant State Training Authority.
28.4.8 The
union shall be afforded reasonable access to trainees and the trainees records,
consistent with the Industrial Relations Act 1996.
28.5 Wages
28.5.1 The
weekly wage payable to Trainees shall be calculated by multiplying the hourly
rate applicable to the trainee by 38, less the average weekly training time to
be spent in structured training.
28.5.2 Junior
hourly rates shall be calculated in accordance with Clause 13 - Juniors. The rate for employees 21 years of age and
over shall be calculated at the rate for a Grade 2 employee.
28.5.3 The
average weekly training time to be spent in structured training shall be
calculated by averaging the total number of hours that the trainee, during each
year of employment, spends in structured training over the total number of
weeks in that year of employment under the traineeship.
29. Grievance Handling
and Disputes Procedure
29.1 Procedures
Relating to Grievances of Individual Employees:-
29.1.1 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.
29.1.2 A
grievance 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.
29.1.3 Reasonable
time limits must be allowed for discussion and resolution at higher levels of
authority.
29.1.4 At
the conclusion of the discussion, 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.
29.1.5 While
a procedure is being followed normal work must continue.
29.2 Procedures
Relating to Disputes etc. Between Employers and their Employees.
29.2.1 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.
29.2.2 Reasonable
time limits must be allowed for discussion at each level of authority.
29.2.3 While
a procedure is being followed, normal work must continue.
29.3 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 purposes of
each procedure.
30. Exhibition of
Award in Workplace
A copy of this award must be exhibited in a conspicuous
place at the restaurant.
31. Employee Representative
and Union Business
Where there is no union delegate on site, the employer
will recognise any person appointed by a majority of employees as an employee
representative. The employer will not recognise more than one employee
representative for less than 50 persons who are employed by the employer at any
one time. The employer will provide a notice board in a staff area for the
employee representative (who may be a union delegate) to place notices,
including union notices, provided that the notices do not contain defamatory or
offensive material.
32.
Anti-Discrimination
32.1 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.
32.2 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 which, by its terms or operation, has a direct
or indirect discriminatory effect.
32.3 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.
32.4 Nothing in this
clause shall 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.
32.5 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.
33. Area, Incidence
and Duration
33.1 This award
rescinds and replaces:
33.1.1 the
Restaurant, &c., Employees' (State) Award published 1 September, 1982 and
reprinted 15 November 1991 (265 IG 1604) as varied;
33.1.2 the
Restaurants, &c., Employees (State) Wages Adjustment Award published 17
November 1995 (289 IG 403);
33.1.3 the
Restaurant Industry (State) Traineeship Award published 2 December 1994 (282 IG
938)
33.1.4 The
Restaurant, &c., Employees Redundancy and Technological Change (State)
Award published 16 February 1996 (290 IG 818).
33.2 The award
applies to all employees who perform work described in the classification
structure in this award in restaurants as defined throughout New South Wales
and to the employers of those persons but not in the County of Yancowinna. The
award does not apply to restaurants forming part of motels or licensed clubs,
or conducted within a retail store, to canteens covered by the Canteen Workers
(State) Award employees of the Broken Hill Proprietary Company Limited or to
persons employed in hospitals or public charitable institutions.
33.3 This award takes
effect from the beginning of the first pay period to commence on or after 1 May
1997 and shall remain in force for a period of six months.
33.4 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 24 November 2015.
This award remains in force until varied or rescinded,
the period for which it was made already having expired.
PART B
MONETARY RATES
Table 1 - Wages
Classification
|
SWC 2014
|
SWC 2015
|
|
2.38%
|
2.5%
|
|
$
|
$
|
Grade 1
|
651.50
|
667.80
|
Grade 2
|
672.20
|
689.00
|
Grade 3
|
703.80
|
721.40
|
Grade 4
|
726.60
|
744.80
|
Grade 5
|
768.90
|
788.10
|
Grade 6
|
818.40
|
838.90
|
Grade 7
|
844.70
|
865.80
|
The rates of pay in this award include the adjustments
payable under the State Wage Case 2015. 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.
Table 2 - Other Rates And Allowances
Item No.
|
Clause No.
|
Brief
Description
|
SWC 2014
|
SWC 2015
|
|
|
|
2.38%
|
2.5%
|
1
|
7.1
|
Meal Allowance
|
13.50
|
13.80
|
2
|
14.2
|
Apprentice's Tool Allowance
|
0.84
|
0.86
|
3
|
23.1
|
Laundry Allowance:
|
|
|
|
|
- special clothing requiring ironing
|
3.90per day
to a
|
4.00 per day
to a
|
|
|
|
maximum of
11.80
|
Maximum of
12.10
|
|
|
- special clothing not requiring ironing
|
2.20per day
to a
|
2.25 per day
to a
|
|
|
|
maximum of
6.80
|
Maximum of
7.00
|
The rates at Table 1 and Table 2 shall take effect from the first
full pay period to commence on or after 16 December 2015.
J. D. STANTON, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.