Crown Employees (Parks and Gardens - Horticulture
and Rangers Staff) Award 2007
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(Case No. 2016/00007073)
Before Commissioner Stanton
|
2 August 2016
|
REVIEWED
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Definitions
3. Classification
Standards
4. Progression
5. Appeals
Mechanism
6. Salaries
7. Hours of
Work
8. Conditions
of Employment
9. Grievance
and Dispute Settling Procedures
10. Deduction
of Union Membership Fees
11. Consultative
Committee
12. Anti-Discrimination
13. Area,
Incidence and Duration
PART B
MONETARY RATES
Table A - Salaries
PART A
1. Title
This Award shall be known as the Crown Employees (Parks and
Gardens - Horticulture and Rangers Staff) Award 2016.
2. Definitions
"Administrative Unit" means the group of employees
comprising (wholly or in part) or attached to a body, organisation or group
specified in Government Sector Employment Act 2013. The units covered in this
Award are the Royal Botanic Gardens and Domain Trust, the Centennial Park and
Moore Park Trust, the Sydney Olympic Park Authority and the Parramatta Park
Trust.
"Association" means the Public Service Association
and Professional Officers' Association Amalgamated Union of New South Wales.
"Broad Banded Role" means a role whose grading,
skills and range of duties extend beyond those defined for a single level and
will occur in Levels 2 to 15 as determined by the Director.
"Director" means the Executive Director of the
Royal Botanic Gardens and Domain Trust, the Director and Chief Executive of the
Centennial Park and Moore Park Trust, the Director Parramatta Park Trust and
the Chief Executive Officer of the Sydney Olympic Park Authority.
"Employee" means and includes all persons employed
under the provisions of the Government Sector Employment Act 2013 as varied, or
other appropriate Acts.
"Secretary" means the Industrial Relations
Secretary, as established under the Government Sector Employment Act 2013.
"Skills" means the appropriate qualifications,
relevant experience, demonstrated ability and completion of the training modules
appropriate to each level or equivalent, as determined by the Director.
3. Classification
Standards
3.1 For the
purposes of this clause:
"Employee" means and includes employees as
defined in clause 2 and special job creation and training program personnel.
"Supervision" means, in addition to normal
supervisory responsibilities, the assessment, evaluation and training of
employees and volunteers.
3.2 A role falling
within the scope of this Award shall have assigned to it a classification level
determined in accordance with:
(a) the
classification standards detailed below; and
(b) where such a
system has been implemented, the accredited job evaluation system implemented
in the Administrative Unit.
3.3 The following
classification levels will apply in each Administrative Unit:
Level 1
Roles established at this level are to be used to
accommodate employees employed for limited periods of time on special training
programs. An employee assigned to a role established at Level 1 of this Award
will:
(a) work under
close direct supervision and therefore will not be required to use individual
judgement in following direction; and
(b) have, as a
minimum, basic communication skills and the ability required to:
(i) perform basic
tasks (such as digging and weeding) using basic hand tools or equipment (such
as spades and picks) for which either no previous training or experience is
required or for which no detailed on-the-job training will be required; and
(ii) communicate
with supervisors and peers;
(c) be prepared to
undertake the introductory technical and non-technical training modules.
Level 2
An employee assigned to a role established at Level 2
of this Award will:
(a) work under
general supervision and therefore will not be required to exercise individual
judgement in following direction; and
(b) have completed
the TAFE Horticultural Skills 1 technical and the introductory non-technical
training modules, or be able to demonstrate equivalent prior learning, so that
they have the basic communication skills and other skills and relevant
experience required to:
(i) perform basic
work processes (such as mowing, planting, trenching) using equipment requiring
basic training (such as brush cutters, cement mixers, power tools); and
(ii) communicate
with supervisors and other employees; and/or
(iii) communicate
non-technical information to the public.
Level 3
An employee assigned to a role established at Level 3
of this Award will:
(a) work under
minimal supervision and therefore be required to exercise limited individual
judgement in following instructions; and
(b) have completed
the TAFE Horticultural Skills 2 technical training modules and fundamental
non-technical training modules, or be able to demonstrate equivalent prior
learning and possess, if required, a current Class C driver's licence, so that
they have the basic communication skills and other skills and relevant
experience required to:
(i) perform work
processes of limited complexity (such as framework, concrete finishing,
bitumening, soil mixing, potting) using equipment of limited complexity (such
as chainsaws, soil mixing and pasteurising equipment, tractors, vehicles up to
two tonnes, ride-on mowers, street sweepers) requiring detailed training but
not requiring special licences; and
(ii) communicate
with supervisors and other employees; and/or
(iii) communicate
non-technical information to the public.
Level 4
An employee assigned to a role established at Level 4
of this Award will:
(a) work under
minimal supervision and therefore be required to exercise independent judgement
at a semi-trade level or in routine security or law enforcement procedures; and
(b) have completed
the TAFE Horticultural Skills 3 technical and fundamental non-technical
training modules, or be able to demonstrate equivalent prior learning, and
possess the special licences and basic communication skills and other skills
and relevant experience required to:
(i) perform work
processes at semi-trade level (such as construction, stone work, pesticide
spraying, garden bed preparation); and/or
(ii) operate
complex equipment requiring special licences or certificates (such as trucks
over two tonnes, front-end loaders); and/or
(iii) perform
routine security or law enforcement procedures (such as locking and unlocking
of buildings, general ground patrol, cash escort); and
(iv) communicate
with supervisors and other employees and to pass on instructions to apprentices
and/or to communicate non-technical information to the public.
Level 5
An employee assigned to a role established at Level 5
of this Award will:
(a) work under
minimal supervision and therefore be required to exercise independent judgement
at trade level, or have the ability to undertake management of a stores area,
or in routine security or law enforcement procedures; and
(b) have a
recognised horticultural trades certificate or equivalent and have completed
the transitional non-technical training modules, or be able to demonstrate
equivalent prior learning and possess the relevant licences, or have
demonstrated experience in stock control, purchasing procedures and management
of government stores, so that they have the developed communication and
interpretation skills and other skills and relevant experience required to:
(i) perform trade
level horticultural duties; and/or
(ii) maintain
security or law enforcement in low risk areas; and/or
(iii) manage a
store of a park or garden; and/or
(iv) perform visitor
service duties; and/or
(v) supervise
apprentices;
(vi) communicate
with supervisors and other employees; and/or
(vii) communicate
semi-technical information to the public.
Level 6
An employee assigned to a role established at Level 6
of this Award will:
(a) work under
minimal supervision and therefore be required to exercise independent judgement
at an advanced trade or stores management level and exercise initiative with
regard to matters of minor complexity; and
(b) have a
recognised horticultural trades certificate or equivalent and have completed
the transitional non-technical training modules, or be able to demonstrate
equivalent prior learning, so that they have the developed communication
skills, interpretation skills and other skills and relevant experience required
to:
(i) perform
advanced trade level horticultural duties (such as development of botanical
collections including detailed plant recording and documentation, field
collection); or
(ii) maintain
security or law enforcement in high risk areas; and/or
(iii) manage a
store of a park or garden; and/or
(iv) supervise
apprentices and/or other employees; and
(v) communicate
with supervisors and other employees; and/or
(vi) communicate
semi-technical information to the public.
Level 7
An employee assigned to a role established at Level 7
of this Award will:
(a) work
independently on assigned specialist work and/or lead a small work team on
assigned work and therefore be required to exercise independent judgement and
to be accountable for work performance; and
(b) have a
recognised horticultural trades certificate and have completed the intermediate
non-technical training modules, or be able to demonstrate equivalent prior
learning, so that they have the skills and relevant supervisory experience
required to:
(i) manage a
small specialist plant collection or work area (specialising in fields such as
security or law enforcement procedures, interpretation, or recreation planning,
management of a store of a large park or garden) as an individual or as the
team leader of a small team of employees (normally less than 6 employees)
supervising and training employees; and
(ii) be
accountable for completion of work to agreed standards; and/or
(iii) solve
technical problems of limited complexity; and
(iv) document and
communicate technical data and information to other employees and/or the
public.
Level 8
An employee assigned to a role established at Level 8
of this Award will:
(a) work
independently on assigned specialist work and/or lead a work team on assigned
work and therefore be required to exercise independent judgement and to be
accountable for work performance; and
(b) have a
recognised horticultural trades certificate and have completed the intermediate
non-technical training modules, or be able to demonstrate equivalent prior
learning, or have demonstrated experience in running a store of a large park or
garden, so that they have the skills and relevant supervisory experience
required to:
(i) manage a
specialist garden or work area (specialising in fields such as security or law
enforcement, interpretation, or recreation planning, manage a store in a large
park or garden) as an individual or as the leader of a team of employees
(normally more than 5 employees) supervising and training employees; and
(ii) be
accountable for completion of work to agreed standards and/or
(iii) solve
technical problems of some complexity; and
(iv) document and
communicate technical data and information to employees and/or the public.
Level 9
An employee assigned to a role established at Level 9
of this Award will:
(a) work
independently on assigned specialist work programs or projects or manage a
small number (normally up to four) of work teams; and
(b) exercise
independent judgement in areas of management and/or technical expertise; and
(c) have a
recognised horticultural trades certificate (or a recognised qualification such
as interpretation or recreation planning or security) and have completed the
advanced non-technical training modules, or be able to demonstrate equivalent
prior learning, so that they have the high level of technical and/or
organisational and project co-ordination and well developed supervisory skills
and relevant experience required to:
(i) manage works
programs or projects; and
(ii) supervise
employees; and
(iii) be
accountable for completion of work to agreed standards, time frames and
budgets; and
(iv) provide advice
on technical matters and/or communicate technical information to the public.
Level 10
An employee assigned to a role established at Level 10
of this Award will:
(a) work
independently on assigned specialist work programs or projects or manage
several (normally up to five or more) work teams; and
(b) exercise
independent judgement in areas of management and/or technical expertise; and
(c) have a
recognised horticultural trades certificate or equivalent (or a recognised
qualification such as interpretation or recreation planning or security) and
have completed the advanced non-technical training modules, or be able to
demonstrate equivalent prior learning, so that they have the high level
technical, organisational and project co-ordination and well developed
supervisory skills required to:
(i) manage works
programs or projects; and
(ii) supervise
employees; and
(iii) be
accountable for completion of work of technical complexity to agreed standards,
time frames and budgets; and
(iv) provide advice
on technical matters and/or communicate technical information to the public.
Level 11
An employee assigned to a role established at Level 11
of this Award will:
(a) work
independently developing and implementing specialist projects or programs
and/or manage a number of specialists or work teams; and
(b) exercise
independent judgement in areas of management and/or technical expertise; and
(c) have a
recognised horticultural trades certificate or equivalent (or a recognised
qualification, such as interpretation or recreation planning or security) and
have completed the advanced non-technical training modules, or be able to
demonstrate equivalent prior learning, so that they have the high level
technical skills and knowledge and high level works organisation and management
skills and relevant experience required to:
(i) manage major
projects or programs, developing and co-ordinating works programs and
schedules; and
(ii) supervise
employees; and
(iii) be
accountable for meeting agreed standards, time frames and budgets; and
(iv) provide advice
on technical matters and/or communicate technical information to the public.
Level 12
An employee assigned to a role established at Level 12
of this Award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a small park or garden which has a small but varied plant
collection and/or small turf management areas and related infrastructure, where
management issues are of a minor complexity (such as low visitation and
recreational demands, no or few lessees or licensees operating); and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the employees in a park or garden, including supervision,
motivation, training and development, and work health and safety strategies;
and
(v) represent the
organisation.
Level 13
An employee assigned to a role established at Level 13
of this Award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a park or garden which has either:
a large and diverse plant collection or large turf
management areas and related infrastructure where management issues are of
minor complexity (such as low visitation and recreational demands, a large
number of lessees or licensees operating) or
a small but varied plant collection and/or small turf
management areas where management issues are of considerable complexity (such
as large visitation and recreational demands, a large number of lessees or
licensees operating, or there is a high level of political sensitivity attached
to the park or garden); and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the employees in a park or garden, including supervision,
motivation, training and development, and work health and safety strategies;
and
(v) represent the
organisation.
Level 14
An employee assigned to a role established at Level 14
of this Award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a large park or garden which has either:
a large and diverse collection of plants, where
management issues are of some complexity (such as high visitation and
recreational demands); or
a large number of simple lease and licence
arrangements, and there is some political sensitivity attached to the park or
garden; and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the employees in a park or garden, including supervision,
motivation, training and development, and work health and safety strategies;
and
(v) represent the
organisation.
Level 15
An employee assigned to a role established at Level 15
of this Award will:
(a) have a
recognised trades certificate or equivalent (or a recognised qualification,
such as interpretation or recreation planning or security), or be able to
demonstrate equivalent prior learning, so that they have the superior level of
works organisation and management skills and relevant experience required to:
(i) manage the
overall functions of a large park or garden which has a large and diverse
collection of plants, where management issues are of considerable complexity
(such as high visitation and recreational demands, large and complex lease or
licence arrangements and there is a high level of political sensitivity
attached to the park or garden); and
(ii) approve works
programs and projects and allocate resources and set priorities; and
(iii) monitor
performance against agreed standards, time frames and budgets; and
(iv) take overall
responsibility for the employees in a park or garden, including supervision,
motivation, training and development, and work health and safety strategies;
and
(v) represent the
organisation.
4. Progression
4.1 Assignment to
vacant roles, other than progression through broad banded positions, shall be
merit-based.
4.2 Progression
through levels where there are broad banded roles established within Levels 2
to 15 shall be subject to satisfactory conduct and performance and the employee
acquiring the skills and demonstrating the ability to perform the tasks defined
for the next level and where those tasks are required to be performed.
4.3 The assessment
of the suitability of an employee to progress to the next level within an
established broad banded role shall normally be undertaken one month prior to
the anniversary of the employee's assignment to Year 2 salary rate of their
current level. The employee may also make application for progression at any
other time at the discretion of the Director.
4.4 The initial
assessment shall be made by the employee's supervisor and reviewed by another
more senior officer from the Administrative Unit. Once this has been undertaken
the assessment is forwarded to the Director or the Director's nominee for
approval. An Assessment Committee will be convened only in cases where the
assessing officers recommend not to approve the employee's progression. In such cases the Assessment Committee will
convene within one month of the assessing officer's decision and will review
the decision and make recommendations to the Director regarding the employee's
suitability for progression.
4.5 Progression
from Year 1 to Year 2 within levels shall be by way of an annual
increment. It is subject to satisfactory
conduct and performance, as certified by the employee's supervisor and approval
by the Director or the Director's nominee. The assessment of the employee's suitability
for incremental progression shall normally be undertaken one month prior to the
anniversary of their assignment to their current level. The employee must be
promptly notified in writing by the Director or the Director's nominee of any
decision to defer payment of an increment.
4.6 An employee
shall have the right of internal appeal to the Director on progression matters
through the established grievance procedures as set out in clause 5 - Appeals
Mechanism. If the matter cannot be
resolved through this process, the employee may apply to the Director to
appoint another Assessment Committee, whose representatives differ from the
original committee, to review the matters raised and to make recommendations to
the Director.
4.7 Nothing in this
clause shall preclude an employee from exercising their right, where
applicable, of an external appeal to the Industrial Relations Commission of New
South Wales.
5. Appeals
Mechanism
5.1 An employee of
the Royal Botanic Gardens and Domain Trust, the Centennial Park and Moore Park
Trust, the Sydney Olympic Park Authority or the Parramatta Park Trust shall
have the right to appeal any decision made by their Agency in relation to their
performance assessment review or in relation to promotion on merit from one level
to another where this is available under the provisions of this Award.
5.2 Employees shall
submit a written submission outlining their case to the Director within 28 days
of the decision being appealed.
5.3 The Director
shall constitute an appeals committee made up of one management representative,
one relevant Association representative and one peer who is acceptable to both
management and the Association.
5.4 The appeal
shall be heard within 28 days of it being lodged and the recommendation of the
committee shall be forwarded to the Director or the Director's nominee.
5.5 The decision of
the Director or the Director's nominee shall be forwarded to the employee
concerned within seven working days of the appeal being heard.
5.6 Nothing in this
appeals mechanism restricts a right of appeal to the Industrial Relations
Commission of New South Wales. It would be expected that the appeals mechanism
would be utilised prior to a formal appeal.
6. Salaries
6.1. The salaries
rates are set out in Table A of Part B, Monetary Rates of this Award.
6.2. The salary
rates are set in accordance with the Crown Employees (Public Sector - Salaries
2016) Award or any variation or replacement Award.
7. Hours of Work
7.1 The ordinary
working hours shall be an average of 38 per week and be worked in accordance
with the following provisions for a four-week work cycle:
(a) the ordinary
working hours shall be worked as twenty-day, four week cycle, Monday to Sunday,
inclusive, with nineteen working days of eight hours each. These hours shall be
between 6:00 a.m. and 6:00 p.m., except in the case of Rangers, whose spread of
hours shall be 6:30 a.m. to 10:00 p.m. 0.4 of one hour on each day worked will
accrue as an entitlement to take one rostered day off in each work cycle as a
day off paid for as though worked.
(b) the day off
shall in all cases be on a rostered basis, and be subject to management's
prerogative to best suit the working needs of the organisation.
7.2 The
Administrative Unit may require an employee to perform duties beyond the hours
determined under this clause but only if it is reasonable for the employee to
do so. An employee may refuse to work additional hours in circumstances where
the working of such hours would result in the employee working unreasonable
hours. In determining what is unreasonable the following factors shall be taken
into account:
(a) the employee’s
prior commitments outside the workplace, particularly the employee’s family and
carer responsibilities, community obligations or study arrangements;
(b) any risk to
employee health and safety;
(c) the urgency of
the work required to be performed during additional hours, the impact on the
operational commitments of the organisation and the effect on client services;
(d) the notice (if
any) given by the Administrative Unit regarding the working of the additional
hours, and by the employee of their intention to refuse the working of
additional hours; or
(e) any other
relevant matter.
8. Conditions of
Employment
The employees regulated by this Award shall be entitled to
the conditions of employment as set out in this Award and, except where
specifically varied by this Award, existing conditions are provided for under
the Government Sector Employment Act 2013, the Government Sector Employment
Regulation 2014, the Crown Employees (Public Service Conditions of Employment)
Reviewed Award 2009 and the Crown Employees (Public Sector - Salaries 2016)
Award or any Awards replacing these Awards.
9. Grievance and
Dispute Settling Procedures
9.1 All grievances
and disputes relating to the provisions of this Award shall initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority within the Administrative
Unit, if required.
9.2 An employee is
required to notify in writing their immediate manager, as to the substance of
the grievance, dispute or difficulty, request a meeting to discuss the matter,
and if possible, state the remedy sought.
9.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination
Act 1977) that makes it impractical for the employee to advise their immediate
manager the notification may occur to the next appropriate level of management,
including where required, to the Director or delegate.
9.4 The immediate
manager, or other appropriate officer, shall convene a meeting in order to
resolve the grievance, dispute or difficulty within two (2) working days, or as
soon as practicable, of the matter being brought to attention.
9.5 If the matter
remains unresolved with the immediate manager, the employee may request to meet
the appropriate person at the next level of management in order to resolve the
matter. This manager shall respond within two (2) working days, or as soon as
practicable. The employee may pursue the
sequence of reference to successive levels of management until the matter is
referred to the Director.
9.6 The Director
may refer the matter to the Secretary for consideration.
9.7 If the matter
remains unresolved, the Director shall provide a written response to the
employee and any other party involved in the grievance, dispute or difficulty,
concerning action to be taken, or the reason for not taking action, in relation
to the matter.
9.8 An employee, at
any stage, may request to be represented by the Association.
9.9 The employee or
the Association on their behalf or the Director may refer the matter to the New
South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
9.10 The employee,
Association, Administrative Unit and the Secretary shall agree to be bound by
any order or determination by the New South Wales Industrial Relations
Commission in relation to the dispute.
9.11 Whilst the
procedures outlined in sub-clauses 9.1 to 9.10 of this clause are being
followed, normal work undertaken prior to notification of the dispute or
difficulty shall continue unless otherwise agreed between the parties, or, in
the case involving work health and safety, if practicable, normal work shall
proceed in a manner which avoids any risk to the health and safety of any
employee or member of the public.
10. Deduction of Union
Membership Fees
10.1 The Association
shall provide a schedule setting out Association fortnightly membership fees
payable by members of the Association in accordance with the Association’s
rules.
10.2 The Association
shall advise the Administrative Unit of any change to the amount of fortnightly
membership fees made under its rules. Any variation to the schedule of
Association fortnightly membership fees payable shall be provided at least one
month in advance of the variation taking effect.
10.3 Subject to
sub-clauses 10.1 and 10.2 of this clause, Association fortnightly membership
fees shall be deducted from the pay of any employee who is a member of the
Association in accordance with the Association’s rules, provided that the
employee has authorised the employer to make such deductions.
10.4 Monies so
deducted from the employee’s pay shall be forwarded regularly to the
Association together with all necessary information to enable the Association
to reconcile and credit subscriptions to employees’ Association membership
accounts.
10.5 Unless other
arrangements are agreed with the Association, all Association membership fees
shall be deducted on a fortnightly basis.
10.6 Where an
employee has already authorised the deduction of Association membership fees
from his or her pay prior to this clause taking effect, nothing in this clause
shall be read as requiring the employee to make a fresh authorisation in order
for such deductions to continue.
11. Consultative
Committee
11.1 Joint
Consultative Committee sub-committees shall be established to monitor the
implementation of this Award.
11.2 The committees
shall consist of a representative of management and a representative of the
Public Service Association and Professional Officers' Association Amalgamated
Union of New South Wales, the latter chosen at the Association's discretion.
12. Anti-Discrimination
12.1 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.
12.2 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.
12.3 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.
12.4 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.
12.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by legislation referred to in this clause.
12.6 Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
12.7 Section 56(d) of
the Anti-Discrimination Act 1977 provides:
"Nothing in this Act affects any other act or
practice of a body established to propagate religion that conforms to the doctrines
of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
13. Area,
Incidence and Duration
13.1 This Award
applies to all classifications referred to in the Area, Incidence and Duration
clause of the former Crown Employees (Parks and Gardens - Horticulture and
Rangers Staff) Award 2007 published 10 August 2012 and also to the
classification of Purchasing/Stores Officer, Royal Botanic Gardens, Sydney and
Purchasing/Stores Officer, Royal Botanic Gardens, Mount Annan.
13.2 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 2 August 2016.
13.3 Changes made to
this Award subsequent to it being published on 10 August 2012 (373 I.G. 1579)
have been incorporated into this Award as part of the review.
13.4 This Award
remains in force until varied or rescinded, the period for which it was made
having already expired.
PART b
MONETARY RATES
Table A - Salary Rates
Classification
|
Common
Salary Point
|
2.5% increase
effective from the first full pay period on or after 01.07.16
$ Per Annum
|
Horticultural Apprentice Year 1
|
-
|
26,862
|
Horticultural Apprentice Year 2
|
-
|
35,817
|
Horticultural Apprentice Year 3
|
-
|
44,772
|
Horticultural Apprentice Year 4
|
27
|
50,739
|
Level 1
|
15
|
44,165
|
Level 2, Year 1 (Minimum)
|
23
|
49,039
|
Level 2, (Maximum)
|
26
|
50,334
|
Level 3 Year 1, (Minimum)
|
30
|
52,136
|
Level 3, (Maximum)
|
34
|
53,992
|
Level 4, Year 1, (Minimum)
|
38
|
55,970
|
Level 4, (Maximum)
|
41
|
57,656
|
Level 5, Year 1, (Minimum)
|
45
|
59,695
|
Level 5, (Maximum)
|
48
|
61,290
|
Level 6, Year 1, (Minimum)
|
51
|
63,008
|
Level 6, (Maximum)
|
54
|
64,754
|
Level 7, Year 1, (Minimum)
|
57
|
66,591
|
Level 7, (Maximum)
|
60
|
68,582
|
Level 8, Year 1, (Minimum)
|
63
|
70,751
|
Level 8, Maximum
|
67
|
73,635
|
Level 9, Year 1, (Minimum)
|
71
|
76,522
|
Level 9, (Maximum)
|
75
|
79,384
|
Level 10, Year 1, (Minimum)
|
78
|
81,888
|
Level 10, (Maximum)
|
81
|
84,188
|
Level 11, Year 1, (Minimum)
|
89
|
91,123
|
Level 11, (Maximum)
|
95
|
96,784
|
Level 12, Year 1, (Minimum)
|
109
|
111,140
|
Level 12, (Maximum)
|
112
|
114,430
|
Level 13, Year 1, (Minimum)
|
115
|
117,786
|
Level 13, (Maximum)
|
118
|
121,318
|
Level 14, Year 1, (Minimum)
|
121
|
125,052
|
Level 14, (Maximum)
|
124
|
128,917
|
Level 15, Year 1, (Minimum)
|
127
|
133,133
|
Level 15, (Maximum)
|
130
|
137,557
|
J.
D. STANTON, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.