Taronga Conservation Society Australia Wages
Employees' Award 2017 - 2018
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by The Australian Workers' Union, New South Wales, Industrial Organisation of Employees.
(Case No. 195869 of 2017)
Before Chief Commissioner Kite
|
11 August 2017
|
AWARD
1. Title
The Award is called the Taronga Conservation Society
Australia Wages Employees’ Award 2017-2018.
2. Arrangement
Clause No. Subject
Matter
1. Title
2. Arrangement
3. Definitions
4. Application
5. Area,
Incidence and Duration
6. No Extra
Claims
7. General
Conditions of Employment
8. Availability
of Award
9. Dispute
Resolution
10. Workplace
Flexibility and Multi-skilling
11. Types of
Employment
12. Multiple
Contracts
13. Dealing
with Misconduct
14. Dealing
with Unsatisfactory Performance
15. Leave
16. TZ
Cleaner, Security, Guest Services and Sky Safari- Special Conditions
17. Wage
Increases and Wage Rates
18. Payment of
Wages
19. Wage
Sacrifice for Superannuation
20. Classification
Requirements
21. Appointment
and Progression
22. Allowances
23. Insurance
of Tools
24. Rosters
25. Ordinary
Hours of Work
26. Rest
Period
27. Shift
Loadings
28. Overtime
29. Call Back
30. Starting
and Finishing Work
31. Annual
Leave
32. Annual Leave
Loading
33. Public
Holidays and Picnic Days
34. Uniforms,
Personal Protective Clothing and Equipment
35. Secure
Employment
36. Contractors
and Volunteers
37. Anti-Discrimination
38. Delegates
and Trade Union Activities
Schedule 1 - Wage Rates (Weekly)
Schedule 2 - Allowances
Schedule 3 - Leave Policies
3. Definitions
"Award" means the Taronga Conservation
Society Australia Wages Employees’ Award 2017 - 2018.
"Supervisor" means a person who supervises an
employee or employees covered by the Award
"Employer" shall mean the Office of
Environment and Heritage at Taronga Conservation Society Australia (Taronga) as
defined in Part 2 of Schedule 1 Division of the Government Service in the Government Sector Employment Act 2013.
"Employee" means a person employed by the
Office of Environment and Heritage at Taronga Conservation Society Australia
(Taronga) within the scope of this Award.
"TZ" means Taronga Zoo, Bradleys Head Road,
Mosman, New South Wales.
"TWPZ" means Taronga Western Plains Zoo, Obley Road, Dubbo, New South Wales.
"Union/s" means;
United Voice, New South Wales Branch;
The Australian Workers’ Union, New South Wales;
New South Wales Plumbers and Gasfitters Employees
Union;
Construction, Forestry, Mining and Energy Union, New
South Wales Branch;
Electrical Trades Union, New South Wales Branch;
Transport Workers’ Union of New South
Wales.
4. Application
4.1 The parties to
the Award are Taronga and the Unions.
4.2 The Award
applies to and is binding on the parties to the Award and all ongoing,
temporary, casual and apprentice employees, employed by the Taronga
Conservation Society Australia in the classifications of: Apprentice;
Labourer/Driver/Operator; Labourer; Labourer/Driver/Operator (Leading Hand);
Labourer (Leading Hand); Water Systems Operator; Water Systems Operator
(Leading Hand); Tradesperson; Tradesperson (Leading Hand); Works and Trades
Supervisor; Sky Safari Attendant; Sky Safari Operator; Senior Sky Safari
Operator; Cleaner; Cleaner (Leading Hand); Cleaning Supervisor; Guest Services
Attendant; Guest Services Officer; Guest Services Site Coordinator; Gatekeeper;
Security Officer; Senior Security Officer; Assistant Security Manager and
Security Manager.
4.3 The Award will
regulate the terms and conditions of employment which were previously regulated
by the Taronga Conservation Society Australia Wages Employees’ Award 2012-2013.
4.4 There shall be effective means of
consultation on matters of interest and concern, both formal and informal, at
all levels of the organisation, between the parties to this Award and
Employees. This includes but is not
limited to, quarterly Joint Consultative Committee meetings.
5. Area, Incidence and
Duration
5.1 This Award has
effect from the beginning of the first full pay period on or after 1 July 2017
and will remain in force until 30 June 2018, and rescinds and replaces the
Taronga Conservation Society Australia Wages Employees’ Award 2012-2013
published 15 January 2016 (378 I.G. 1665). This Award incorporates changes
arising from the section 19 (6) Award Review process in 2015.
5.2 This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
6. No Extra Claims
6.1 The parties
agree that, during the term of this award, there will be no extra wage claims,
claims for improved conditions of employment or demands made with respect to
the employees covered by the award and, further, that no proceedings, claims or
demands concerning wages or conditions of employment with respect to those
employees will be instituted before the Industrial Relations Commission or any
other industrial tribunal.
6.2 The terms of
the preceding paragraph do not prevent the parties from taking any proceedings
with respect to the interpretation, application or enforcement of existing
award provisions.
7. General Conditions
of Employment
7.1 It is the
intention of the parties to this Award that all other conditions not specified
in this Award will be in accordance with the Crown Employees (Public Service
Conditions of Employment) Reviewed Award 2009, Government Sector Employment Act 2013 and the Government Sector
Employment Regulation 2013 as amended from time to time.
7.2 The salary
rates in Schedule 1 of the Award are set in accordance with movements in salary
from the Crown Employees (Public Sector - Salaries 2015) Award and any
variation from time to time.
8. Availability of
Award
8.1 A copy of the
Award will be made available on the Taronga intranet for all staff covered by
the Award. A printed copy can be
obtained from the Human Resources area if required.
9. Dispute Resolution
9.1 A dispute under
this clause is a dispute about the interpretation or application of the Award.
9.2 The Vocational
Training Order for Apprentices made under the Apprenticeship and Traineeship Act 2001 will override any
conflicting steps contained in this clause.
9.3 The objective
of the procedures contained in this clause is the timely resolution of disputes
at the level they occur in the workplace.
9.4 Every effort
will be made to resolve a dispute as quickly as is practicably possible.
9.5 Without
prejudice to any party, while the procedures contained in this clause are being
followed, no stoppage of work or other form of limitation or work ban will be
applied.
9.6 Where a bona
fide and critical work health or safety issue exists, an employee will not work
in an unsafe environment and where appropriate will accept alternative suitable
work while the procedures contained in this clause are being applied.
9.7 An employee who
is a member of a Union may seek the advice or assistance of their Union at any
stage of the application of procedures contained in this clause.
9.8 A Union,
Taronga or an employee must receive reasonable notice, of not less than 24
hours, of any meeting they are required to attend as part of the application of
the procedures contained in this clause.
9.9 A matter in
dispute will first be discussed between an employee and their Supervisor with
the aim of trying to resolve the matter within 5 working days. If the dispute
cannot be resolved at this level, or is of such a nature that it cannot be
dealt with at this level, the following subclause will apply.
9.10 The matter in
dispute will be discussed between the employee and/or their Union representative
and the relevant manager with the aim of trying to resolve the matter within 5
working days. If the dispute cannot be
resolved at this level the following subclause will apply.
9.11 The matter in
dispute will be discussed with the employee and/or their Union representative
and representatives of the relevant manager and/or the Director People, Culture
and Learning or their delegate with the aim of trying to resolve the matter
within 5 working days.
9.12 Only when all
the above procedures contained in this clause have been exhausted and the
dispute remains unresolved, a Union or Taronga may submit the dispute to the
Industrial Relations Commission of New South Wales.
10. Workplace
Flexibility and Multi-Skilling
10.1 The Unions and
Taronga are committed to workplace flexibility and multi-skilling so that
employees may perform a wide range of work, including work that is incidental
or peripheral to their main tasks or function, and/or requested by Taronga to
contribute to the development of a more strategic and visitor-oriented
operation. Taronga may direct an employee to carry out such duties as are
within the limits of the employee’s skill, competence and training consistent
with the classification structure of this award.
10.2 Employees will
be trained in basic skills that were previously regarded as the work of the
various trades. Regard will be had for
the training requirements of Apprentices.
Taronga will also support employees obtaining transferable accreditation
and recognised certificates when this is relevant to their work and to Taronga
Conservation Society Australia operational requirements.
10.3 Employees will
perform work that is within their skill, competence and training, provided that
such work is not designed to promote deskilling.
10.4 Employees will
fully co-operate with all other employees (including those not covered by the
Award) to ensure there are no artificial demarcations in work and will
communicate and consult with one another in a timely and open manner in an endeavour
to achieve this.
10.5 Taronga may
direct employees to perform duties and use the required tools and equipment, if
they have been properly trained in their use, provided that the direction is
consistent with the provision of a safe and healthy working environment.
10.6 Employees will
not impose any limitation on supervisors or technical personnel, who are
qualified to do so, demonstrating the use of new equipment or machinery.
10.7 TWPZ or TZ
Cleaner, Security, Guest Services and Sky Safari employees in one
classification may be required by Taronga to temporarily perform the duties of
another classification, provided they have been suitably trained to do so, and
subject to the temporary assignment provisions of the Award.
10.8 Labourers and
Labourer/Driver/Operators who have the skills may perform minor maintenance
work, which is approved beforehand by the relevant manager where practicable.
10.9 Transportation
of animals or any other cargo will be allocated to employees based on driver
licensing requirements, vehicle size, work health and safety requirements,
animal welfare requirements and any legislative or regulatory requirements for
the type of animal involved.
Determination of the method of transport to be used for movement of
animals and cargo will reflect the understanding between Taronga and the Unions
that professional drivers will be used in animal transportation where
considered appropriate by the relevant managers.
10.10 A series of policy
guidelines for animal transportation will be reviewed in consultation with the
Transport Workers Union.
11. Types of
Employment
11.1 An employee will
be engaged as an ongoing, temporary, casual or apprentice employee.
11.2 An employee may
be required by Taronga to perform their duties on sites other than Taronga
Conservation Society Australia premises.
11.3 Taronga may
dismiss an employee without notice for serious misconduct or wilful
disobedience.
11.4 If Taronga
terminates an employee’s employment, Taronga will supply the employee with a statement
of service if they request it.
Ongoing Employment
11.5 An ongoing
employee is an employee engaged for a continuing period of time subject to a
probationary period on appointment.
11.6 A probationary
period may be for a period of up to 6 months and may be extended for a further
period not exceeding 12 months.
11.7 During a
probationary period, Taronga may terminate the employment of an ongoing
employee giving one week's notice.
11.8 An ongoing
employee may terminate their employment giving 2 weeks’ notice or the
payment/forfeiture of 2 weeks wages in lieu of notice.
11.9 If an ongoing
employee’s role becomes redundant, New South Wales Government policy will
apply.
11.10 After the
probationary period, Taronga may terminate the employment of an ongoing
employee in accordance with the Dealing with Misconduct and Dealing with
Unsatisfactory Performance clauses in this Award.
Temporary Employment
11.11 A temporary
employee is an employee engaged for a specified term fixed at the outset of
their employment.
11.12 A temporary
employee will be advised in writing that their employment is temporary.
11.13 By agreement
between the employee and Taronga, a temporary employee may be paid an allowance
of 1/12th of their base salary in lieu of annual leave.
11.14 Taronga or the
employee may terminate the employment of a temporary employee giving one week's
notice.
Casual Employment
11.15 A casual employee
is an employee engaged to perform work by the hour and paid on an hourly basis,
employed by Taronga on a short or irregular basis, where Taronga has no
intention of continuing the employment and the employee has no reasonable
expectation of the employment continuing.
11.16 A casual employee
will receive a 15% casual loading in addition to the relevant wage rate
prescribed in Schedule 1 of the Award to compensate them for the casual nature
of their employment and leave, except long service leave and annual leave. A casual employee will also receive an
allowance of 1/12th of the ordinary hourly rate to compensate for annual
leave. The NSW Long Service Leave Act
will cover long service leave.
11.17 The casual loading
and casual annual leave allowance will not be paid on overtime. A casual TWPZ
employee and TZ Works and Trades employee will be engaged for a minimum shift
of 3 hours.
11.18 A casual employee,
except for Sky Safari rescue team members, will be engaged for a minimum of 3
hours.
11.19 Taronga or the
employee may terminate the employment of a casual employee giving one hour's
notice.
Apprentices and Trainees
11.21 The Vocational
Training Order made under the Apprenticeship
and Traineeship Act 2001 will override any conditions of employment for an
Apprentice or Trainee otherwise prescribed in the Award.
11.22 An apprentice will
be paid in accordance with Schedule 1 of the Award.
11.23 Progression within
the rates prescribed for the years of service for Apprentices and Trainees will
be in accordance with the Vocational Training Order made under the Apprenticeship and Traineeship Act 2001.
Adult Apprentice
11.24 An adult apprentice is an Apprentice engaged by Taronga
Conservation Society Australia after turning 21 years of age.
11.25 An adult apprentice are to be
paid the higher of the following rates:
(a) Year 1 80% of
the level 3 adult minimum wage (Miscellaneous Award 2010 MA000104, Apprentice
Minimum Wages)
(b) Year 2 to be
paid as year 3 under the TSCA Wages Employees Award
(c) Years 3 and 4
to be paid under the TSCA Wages Employees Award
12. Multiple Contracts
12.1 An employee may
be engaged by Taronga in more than one type of employment or the same type of
employment but in a different classification under the Award (multiple
contracts).
12.2 Multiple
contracts are separate and distinct contracts of employment where each stands
alone in relation to the application of the Award or other relevant industrial
instrument including for the purposes of payment of ordinary hours, overtime
and penalties. Employees working in multiple roles cannot claim payment of the
same allowance across different roles. The conditions for employees working
under multiple contracts can be no less favourable than the applicable Award.
12.3 An employee will
not be engaged under multiple contracts for work relating to the employee’s
area of expertise where such work would normally attract the payment of
overtime rates or shift loadings.
12.4 When rostering
employees under multiple contracts consideration will be given to fatigue
management.
13. Dealing with
Misconduct
13.1 The management
of misconduct will be conducted in accordance with Taronga’s policy on Managing
Misconduct and the Government Sector Employment Rules 2014 (Part 8), Clauses
37-41.
13.2 The procedural
requirements for dealing with misconduct include:
An allegation of misconduct is reported
An initial assessment is made to determine the validity
of the allegation
If allegation is determined to be valid, the employee
is advised of the allegation of misconduct and given a reasonable opportunity
to respond
The employee is advised in writing whether the
determination is misconduct has or has not occurred
The employee is advised of the proposed action and
given a reasonable opportunity to make a submission in relation to the proposed
action
The employee is advised in writing of the final
decision and the action to be taken
Taronga is required to keep a written record of
proceedings and action taken
The outcomes for dealing with substantiated misconduct
are:
(a) terminate the employment of the employee (without the
opportunity to resign)
(b) terminate the employment of the employee (with the
opportunity to resign)
(c) impose a fine on the employee (which may be deducted from
the employee’s pay)
(d) reduce the remuneration payable to the employee
(e) reduce the classification or grade of the employee
(f) assign the employee to a different role
(g) caution or reprimand the employee
13.3 Where the
employee disagrees with the process in dealing with misconduct or the outcome
reached, they may have an opportunity to lodge a dispute in accordance with
clause 8 of this Award.
14. Dealing with
Unsatisfactory Performance
14.1 The management
of unsatisfactory performance will be conducted in accordance with Taronga’s
policy on Managing Unsatisfactory Performance and the Government Sector
Employment Rules 2014 (Part 7), Clauses 35-36.
14.2 The procedural
requirements for dealing with unsatisfactory performance include:
The employee’s performance is determined by Taronga to
be unsatisfactory in accordance with Taronga’s performance management system
Reasonable steps have been taken to advise the employee
that the employee’s performance is unsatisfactory and the basis on which it is
unsatisfactory
The employee is notified that the employer is proposing
to take specified action
The employee is given a reasonable opportunity to
respond
The employer has taken any such response into
consideration.
The outcomes for dealing with unsatisfactory
performance following a formal performance improvement plan are:
(a) terminate the employment of the employee (after giving the
employee an opportunity to resign)
(b) reduce the remuneration payable to the employee
(c) reduce the classification or grade of the employee
(d) assign the employee to a different role
14.3 Where the
employee disagrees with the process in dealing with unsatisfactory performance
or the outcome reached, they may have an opportunity to lodge a dispute in
accordance with clause 8 of this Award.
15. Leave
15.1 General leave
conditions of employees under this Award shall be regulated in accordance with
the provisions contained within: the Act and Regulation, and Crown Employees
(Public Service Conditions of Employment) Reviewed Award 2009 or any successor
instrument to that Award, and OEH’s policies as agreed and reviewed from time
to time.
15.2 Employees
employed on a part-time basis will accrue any leave on a pro-rata basis, which
will be determined on the number of approved contract hours worked in a pay
period.
16. TZ Cleaner,
Security, Guest Services and Sky Safari- Special Conditions
Accommodation for Meals
16.1 Where
practicable Taronga will allow employees to have their meal and tea breaks in a
suitable place protected from the weather.
16.2 Taronga will
provide employees with adequate facilities for tea making and for heating food.
16.3 Taronga will
advise employees of the accommodation available at the work site before work
starts at that site.
Dressing Accommodation
16.4 Where it is
necessary or customary for employees to change their dress or uniform, suitable
dressing rooms or dressing accommodation and individual lockable lockers will
be provided by Taronga.
Work Materials
16.5 All materials
required for cleaning, including soap and/or detergent and materials for
washing up purposes, will be supplied by Taronga.
Expenses for Attendance at Court
16.6 Where it is
necessary for an employee to attend a court hearing on behalf of Taronga or a
client of Taronga in relation to any matter arising out of or in connection
with the employee’s duties, the time taken will count as time worked.
16.7 An employee will
be reimbursed for all reasonable expenses incurred in attending court.
17. Wage Increases and
Wage Rates
17.1 Employees are
awarded an increase in remuneration or other conditions of employment of 2.5
per cent payable from the first full pay period on or after 1 July 2017 and
applicable annual increases thereafter.
17.2 This increase in
remuneration or other conditions of employment will be processed as soon as
practicable after the finalisation of the award negotiations and on the
certification of the new award by the IRC.
17.3 Schedule 1 of
the Award sets out the weekly wage rates for employees engaged full-time in
each classification and grade according to the wage increases prescribed in
this clause. The hourly wage rate for
employees engaged part-time will be calculated by dividing the relevant weekly
wage rate by 38.
17.4 The Junior Guest
Services officer rates of pay contained in Schedule 1 of this Award apply only
to Guest Services Officers who are employed after the making of this Award and
are under 18 years of age.
17.5 The wage
increases provided for in the Award, insofar as they apply from the first full
pay period on or after 1 July 2017, will only be paid to those employees who
are employed at the date of the making of the Award.
18. Payment of Wages
18.1 Wages will be
paid fortnightly to employees on a day specified by Taronga and paid by direct
deposit into a recognised financial institution account nominated by the employee.
18.2 Taronga will
provide employees with pay advice either electronically or in paper form,
unless requested by the employee not to provide any advice. If an employee would normally receive an
electronic pay advice they may, on application to Taronga, be provided with the
advice in paper form.
18.3 When a Public
Holiday occurs in the lead up to pay day, payment of additional monies such as
overtime, shift loadings and allowances may be paid in the following pay
period.
18.4 Where there is
an overpayment of wages, shift loadings or allowances, the employee will be
notified and consulted about repayment.
The following factors will be considered in determining the period over
which repayment is to be made:
(a) the employee’s financial circumstances and commitments;
(b) the circumstances involved in the overpayment; and
(c) the amount of the overpayment.
19. Wage Sacrifice for
Superannuation
19.1 If Taronga
agrees, an employee may elect to sacrifice part of their wages payable under
Schedule 1 of the Award, for additional employer superannuation contributions.
19.2 The election is
subject to the rules of the employees’ superannuation fund allowing Taronga to
pay additional employer contribution and the payment not attracting Fringe
Benefit or any other tax.
19.3 The election
must be made before the period of service to which the earnings relate.
19.4 Additional
employer contributions are subject to the age based limits set by the
Australian Taxation Office.
19.5 Any allowance,
loading, payment for unused leave, weekly worker’s compensation or other
payment based on an employee’s wage, except payment for leave taken in service,
to which an employee is entitled under the Award or an Act, will be calculated
by reference to the wage which would have applied had the election not been
made.
20. Classification
Requirements
20.1 Refer to
Appendix A for full coverage of classifications and rates of pay.
21. Appointment and
Progression
21.1 Relevant
experience will be considered in determining the level to which an employee is
appointed.
21.2 Progression
within a classification will be considered on the anniversary of an employee’s
progression to their current grade, unless specified otherwise in the relevant
classification requirements.
21.3 Progression
within a classification is subject to a satisfactory performance review at the
employee’s current grade in accordance with Taronga performance management
procedures and the requirements of the current grade being achieved.
22. Allowances
22.1 The allowances
provided for in this clause are set out in Schedule 2 of the Award.
22.2 Where an
Allowance is specified as a Weekly Rate and an Employee Who
is Entitled to the Allowance is Engaged Part Time, the Allowance Will be Paid
on a Pro Rata Basis By Dividing the Weekly Rate By 38 for an Hourly Rate to a
Maximum of the Weekly Allowance.
Tool Allowance
22.3 A weekly tool
allowances will be paid to a Tradesperson and an Apprentice for providing and
maintaining their own hand tools. All tools owned by Tradespersons and
Apprentices need to comply with WHS regulations and meet Taronga’s WHS
processes.
22.4 The allowance
will be paid for all purposes, except separation.
Tradespersons Licence Allowance
22.5 A weekly licence
allowance will be paid to a Tradesperson, except a plumber, gasfitter and
drainer, when required by Taronga to hold the prescribed licence/s. The allowance will be paid for all purposes,
except separation.
22.6 An hourly
licence allowance will be paid as a flat rate for all hours worked to a
plumber, gasfitter or drainer when the relevant licence is held and acted upon.
22.7 All
tradespersons required to hold prescribed licences, are required to maintain
relevant licences and ensure all WHS requirements are met. Certified copies of licences are to be
supplied to the supervisor prior to engagement.
Security Licence Allowance
22.8 On production of
the original licence, Taronga will reimburse an employee for the cost of the
licence fee and application fee if they are required to hold a Class 1 licence
under the Security Industry Act 1997.
22.9 Should the
employment of an employee required to hold a Class 1 licence cease during the
life of the licence, the employee will have the pro rata value of the licence
and application fee for the years of licence remaining deducted from their
separation payments.
Registration Allowance
22.10 A weekly
registration allowance will be paid to a plumber who is required to hold a
Certificate of Registration. The
allowance will be paid for all purposes, except separation.
Chokage Allowance
22.11 A daily chokage allowance will be paid as a flat rate, to a TZ
Plumber when required to work on a chokage, and is
required to open up any soil pipe, waste pipe, drain pipe or pump conveying
offensive material, or a scupper containing sewage; or
is required to work in a septic tank in operation.
Fouled Equipment Allowance
22.12 A daily fouled
equipment allowance will be paid as a flat rate, to a TZ Works and Trades
employee when required to work on any pipeline or equipment containing body
fluids or body wastes and encounters same, except when they are already
receiving a chokage allowance.
Labourer/Driver/Operator Travel Allowance
22.13 A weekly travel
allowance will be paid to a TZ Labourer/Driver/Operator in lieu of the travel
and fares entitlement previously paid to Labourers under the General
Construction and Maintenance, Civil and Mechanical Engineering Etc (State) Award.
Temporary Assignment
22.14 Temporary
assignment is the process of assigning an employee to a role for a defined
period with a specified end date. Temporary assignment may be at level, or to a
higher or lower classification.
22.15 Above-level
temporary assignment
Above-level temporary assignments may attract payment
of a temporary assignment allowance.
Above-level temporary assignments of up to 12 months may
be made on the basis of a suitability assessment which includes
Pre-screening for essential requirements such as a
qualification or licence
Resume
At least two capability-based assessments, one of which
is an interview and
Referee checks against the pre-established standards
for the role
Above-level temporary assignments for longer than 12
months must be based on a comparative assessment resulting from external
advertising across the NSW Public Service. Comparative assessments require a
minimum of three capability based assessments, one of which is an interview.
The amount of the allowance payable to the employee who
is temporarily assigned to another role is the difference between the salary of
the employee’s usual role and the point in the salary range of the other role.
The proportionate temporary assignment allowance paid
is proportionate to the duties to be performed. This is to be determined by the
agency head and by mutual agreement with the employee before the employee
starts the temporary assignment.
First Aid Allowances
22.16 A weekly senior
first aid allowance will be paid to an employee who holds a current Senior
First Aid Certificate and who is appointed by Taronga to carry out the duties
of a Senior First Aid Officer.
22.17 A weekly
Occupational First Aid allowance will be paid to an employee who holds a
current Occupational First Aid Certificate and is appointed by Taronga as an
Occupational First Aid Officer.
22.18 An employee who is
temporarily appointed by Taronga to perform the duties of a First Aid Officer
while the appointed First Aid Officer is on leave for one week or more, will be
paid the relevant first aid allowance for the period appointed.
22.19 The allowances
will be paid as a flat rate on all ordinary hours worked.
Laundry Allowance
22.20 A weekly laundry
allowance will be paid to an employee when they are required by Taronga to wear
a uniform, including overalls, and where the cost of any laundering is not
borne by Taronga.
22.21 The laundry
allowance will be paid as a weekly allowance when an employee engaged full-time
works any part of a week.
Disability Allowance
22.22 TWPZ employees
will be paid a disability allowance, which compensates for working conditions
at TWPZ particularly where employees are often required to work in the field
without ready access to amenities.
22.23 The disability
allowance will be paid as a weekly allowance when an employee engaged full-time
works any part of a week.
Overnight allowance
22.24 An overnight
allowance will be paid where Taronga requests, and an employee agrees to stay
overnight on Taronga premises for a period outside/between the employee’s
normal rostered hours of duty.
The overnight allowance is deemed to provide
compensation for the overnight stay and also includes compensation for being on
call during the period and any work required to be completed up to a total of 1
hour duration. Additional work required
outside a total of 1 hour will be paid at overtime rates.
This allowance is payable when employees stay overnight
such as, but not limited to Roar and Snore, Billabong Camp and Zoofari.
The allowance applicable is only when required to sleep
over.
Bus Allowance - TWPZ
22.25 A TWPZ bus
allowance will be paid on a per shift basis where an employee is appropriately
licensed and is required to drive a TWPZ passenger bus on a rostered shift.
On Call (Standby) Allowance - TWPZ
22.26 An hourly
allowance will be paid to a TWPZ employee when they are directed to be on call
or on stand-by for a possible recall to work.
Overtime Meal Allowance
22.27 If a meal is not
provided by Taronga, an overtime meal allowance will be paid:
(a) when an employee works more than 2 hours of overtime before
or after an ordinary hours rostered shift; or
(b) after every 5 hours of overtime worked when an employee
works on a rostered day off.
Allowances absorbed into the wage rates of the relevant
classifications
22.28 Built into the
wages of TZ Labourer/Driver/Operator and Tradesperson classifications is a
component that is paid in lieu of dirt money, height money, and wet work
allowances.
22.29 Built into the
wages of TWPZ Labourer and Tradesperson classifications is a component that is
paid in lieu of dirt money, height money, wet work, chokage
and fouled equipment allowances.
22.30 Built into the
wages of Apprentices is a weekly component in lieu of receiving an apprentice
examination allowance for passing the prescribed annual technical college
examinations for the preceding year and the Supervisor receiving a satisfactory
report as to conduct, punctuality and workshop progress for the Apprentice.
22.31 Built into the
wages of Cleaners is a component that is paid in lieu of any claims for special
rates not covered by the Award, including Refuse, Multi-Purpose Machine and
Toilet Allowances.
22.32 Built into the
wage rates for TWPZ Labourer and Tradespersons is the works allowance that was
compensation for the isolated environment of the construction work undertaken
at TWPZ.
22.33 Built into the
wage rates for Leading Hands is a component that is paid in lieu of all Leading
Hand Allowances.
23. Insurance of Tools
23.1 Taronga will
insure an employee’s tools, used by them in the course of their employment,
against loss or damage by fire while on Taronga Conservation Society Australia
premises.
23.2 An employee will
provide a list of the tools insured if requested by Taronga.
23.3 An employee will
ensure that their tools are cared for and kept safely.
23.4 Taronga will
reimburse an employee for loss of tools insured up to the value set out in
Schedule 2 of the Award, if the tools are lost by theft from breaking and
entering while they are being stored on the job at the direction of Taronga.
24. Rosters
24.1 Employees may be
rostered to suit Taronga Conservation Society Australia operational
requirements.
24.2 Taronga will
prepare rosters that are fair and equitable and meet work health and safety
requirements.
24.3 In rostering
employees, consideration will be given to the preferences and personal
commitments of individuals, wherever possible.
24.4 In developing a
roster for the next period, Taronga and employees will have regard to the
roster for the previous and subsequent periods.
24.5 Rosters will be
prepared 7 days in advance.
24.6 Rosters may be
changed as long as they comply with the terms set out in Clause 23 - Ordinary
Hours of Work of the Award.
24.7 Changes to
published rosters may be made inside 7 days by agreement between a Supervisor
and an employee.
24.8 An employee will
not be rostered to work more than one shift in any period of 24 hours, except
by mutual agreement.
24.9 An employee will
be paid overtime if they are required to work on their rostered day off.
25. Ordinary Hours of
Work
Number of ordinary hours of work
25.1 The number of
ordinary hours of work for employees engaged full-time are
152 hours worked over a designated period of 28 consecutive days.
Patterns of ordinary hours of work
25.2 Ordinary hours
will be worked:
(a) in at least 16 and up to 19 shifts in each designated period
of 28 consecutive days;
(b) in shifts of between 6 and 10 hours, or of between 10 and 12
hours by agreement between Taronga and the employee;
(c) with a minimum of 9 and a maximum of 12 rostered days off in
each designated period of 28 consecutive days;
(d) with at least
one occasion of at least 3 consecutive days and a second occasion of at least 2
consecutive days rostered off in each designated period of 28 consecutive days;
and
(e) over not more than 6 consecutive days, except by agreement
between the employee and their Supervisor.
25.3 Taronga will
consult with the relevant union/s with the aim of reaching consensus on any
proposed change to existing shift patterns for TWPZ or TZ Works and Trades
employees. If consensus cannot be
reached on a proposed change, then the matter may be dealt with under the
dispute settlement procedures of the Award.
25.4 The existing
shift pattern for TWPZ Works and Trades employees, except for those engaged on
relief cleaning work is 19 shifts of 8 hours, Monday to Friday (inclusive),
between 5:00am and 7:00pm.
Meal and tea breaks
25.5 Employees,
except Security employees, are entitled to an unpaid meal break of not less
than 30 minutes, and not more than 1 hour, the length of time depending on
operational requirements, to be taken no later than after every 5 hours worked
within each ordinary hours rostered shift.
25.6 Security
employees, including casual employees, may take a paid meal break of not less
than 20 minutes not earlier than 4 hours nor later than 5 hours after the start
of each shift, where it is reasonably practicable to do so.
25.7 All employees
except those in security classifications may take a paid tea break of 20
minutes (or two 10 minute breaks) in each ordinary hours
rostered shift of 4 hours or more, at a time determined by operational needs,
without loss of pay for any ordinary hours rostered during such absence.
Employees engaged part-time
25.8 The ordinary
hours of work for employees engaged part-time will be the same as those for
employees engaged full-time except that:
(a) the number of ordinary hours of work per week will be agreed
between the employee and Taronga, provided that they are not less than 32 hours
over a designated period of 28 consecutive days;
(b) hours worked
up to 152 hours over a designated period of 28 consecutive days, within the
pattern of hours prescribed by the Award for a comparable employee engaged
full-time, will be paid as ordinary hours;
(c) ordinary hours may be worked in shifts of not less than 3
hours duration, unless agreed otherwise by the employee and Taronga;
(d) the pattern of
hours may be varied, within the pattern of hours prescribed by the Award for a
comparable employee engaged full time, by agreement between the employee and
their Supervisor; and
(e) Taronga may
vary the pattern of hours, within the pattern of hours prescribed by the Award
for a comparable employee engaged full time, giving 7 days
notice.
26. Rest Period
26.1 Work will be
rostered so that employees have at least 8 consecutive hours off work, or 10
consecutive hours off work in the case of TZ Works and Trades employees,
between the work of successive shifts when it is
reasonably practicable to do so.
26.2 If an employee
does not have the prescribed hours off between finishing one shift and being
rostered to start another shift, they will be released from work after
completion of the shift until they have had the prescribed consecutive hours
off work, without loss of pay for ordinary hours rostered during the absence.
26.3 If Taronga
instructs an employee to resume or continue work without having had the
prescribed consecutive hours off work, the employee will be paid at double time
rates of pay until released from work and able to take the prescribed break.
27. Shift Loadings
27.1 Guest Services
Attendants and the Security Manager will not receive the shift loadings set out
in this clause, except for the shift loading for a Public Holiday.
27.2 Where an
employee is entitled to an additional day in lieu of part of the loading for
working a Public Holiday, the timing of the day will be agreed between the
employee and their Supervisor but must be taken before the end of the
designated period of 28 consecutive days following the period in which the
Public Holiday fell.
All employees engaged after 26 May 2004
27.3 Ordinary hours
of work will attract the following shift loadings:
(a) Monday to Friday 5:00 am to 7:00 pm
|
Nil
|
(b) Monday to Friday after 7:00 pm before 5:00 am
|
15%
|
(c) Saturday
|
50%
|
(d) Sunday
|
100%
|
(e) Public Holidays
|
150%
|
(f) Public Holidays where an additional day is taken off in lieu
of the loading
|
50%
|
27.4 Where an
employee commences a shift in one time period and concludes it in a different
time period, then the hours worked will attract the relevant loading for the
period during which the time was worked.
TZ Cleaner, Security, Guest Services and Sky Safari
employees engaged before 26 May 2004
27.5 Ordinary hours
of work will attract the following shift loadings:
(a) Monday to Friday 6:00 am to 7:00 pm
|
Nil
|
|
(b) Commencing at or after 5.00am and before 6.00am
|
10%
|
|
(c) Finishing after 7:00 pm and at or before midnight
|
15%
|
(d) Finishing after midnight and at or before 8:00am (night
shift)
|
17.5%
|
(e) Non rotating night shift roster (i.e. where night shifts are
worked which
|
30%
|
|
do not
rotate or alternate with another shift so as to give an employee at
|
|
|
least one
third of their working time off night shift in each roster cycle)
|
|
(f) Saturday
|
50%
|
(g) Sunday
|
100%
|
(h) Public Holidays
|
150%
|
(i) Public Holidays where an additional
day is taken off in lieu of the loading
|
50%
|
28. Overtime
28.1 Hours worked at
the direction of Taronga outside ordinary hours of work as set out in this
Award, will be overtime.
28.2 Taronga may
direct an employee to work a reasonable amount of overtime taking into account:
(a) an employee’s prior commitments outside the workplace,
particularly their family responsibilities, community obligations and study
arrangements; and
(b) the urgency of the work required to be performed, the impact
on Taronga Conservation Society Australia operational requirements and the
effect on customer services.
28.3 Overtime rates
of pay will be:
(a) Monday to
Saturday - time and a half for the first 2 hours and double time thereafter;
(b) Sunday -
double time;
(c) Public
Holidays - double time and a half; and
(d) No 8 or 10
hour break - double time.
28.4 If their manager
agrees, an employee who works overtime may elect to take time off work in lieu
of payment for all or part of the overtime.
The time off will be calculated at the same rate as would have applied
to the payment of the overtime. The
following provisions will apply to time off in lieu:
(a) Before the
overtime is worked, or as soon as practicable on completion of overtime, the
employee will advise their manager, or the manager’s delegate, that they intend
to take time off in lieu of payment.
(b) The time off
in lieu must be taken at the convenience of Taronga, except when it is being
taken to look after a sick family member in accordance with the provisions
under the Crown Employees (Public Service Conditions of Employment) Reviewed
Award 2009,
(c) Time off in
lieu accrued for overtime worked on days other than Public Holidays, will be
given and taken within three months of accrual.
(d) At the
employee’s election, time off in lieu for overtime worked on a Public Holiday
may be added to the employee’s annual leave credits and may be taken in
conjunction with annual leave.
(e) An employee
will be paid for the balance of any overtime entitlement not taken as time off
in lieu.
28.5 Overtime will
not attract shift loadings, except as provided under this clause for ongoing
Security employees who work "Elective Overtime".
Meal breaks
28.6 An employee
required to work overtime for more than 2 hours after an ordinary hours
rostered shift will be allowed a 30 minute unpaid meal break and then a further
30 minute unpaid break after every 5 hours of overtime worked thereafter.
28.7 An employee
required to work overtime on a rostered day off will be allowed a 30 minute
unpaid meal break after every 5 hours of overtime worked.
Elective Overtime for ongoing Security Employees
28.8 Ongoing Security
employees, including the Security Manager, may request to work hours in
addition to their ordinary hours as "elective overtime" under the
following conditions:
(a) elective overtime is overtime requested by the employee not
directed by Taronga;
(b) Taronga will
have regard for the wellbeing of an employee in scheduling elective overtime;
(c) elective
overtime will be paid at the employees’ classification and grade to a maximum
of a Security Officer Grade 2 wage with
a 15% loading in addition to any weekend, Public Holiday or other shift
loading; and
(d) the provisions of Clause 24 Rest Period and Subclause 20.28
Overtime Meal Allowance of the Award will not apply.
28.9 The provisions
of this clause, except in relation to elective overtime, do not apply to the
classification of Security Manager.
29. Call Back
29.1 An employee
recalled to work overtime to attend Taronga Conservation Society Australia
premises and/or the premises of a client or clients of Taronga Conservation
Society Australia (the workplace) for any reason after leaving the premises
(whether notified before or after leaving the premises) will be paid for a
minimum of 3 hours.
29.2 For TZ Cleaner,
Security, Guest Services and Sky Safari employees, where the recall is for the
purpose of a disciplinary and/or counselling interview and/or administrative
procedures such as completing or attending to Workers’ Compensation forms,
accident reports or break/entry reports, an employee will be paid a minimum of
2 hours at the relevant rate for each recall.
29.3 Where the actual
time worked is less than 3 hours on each recall, overtime worked in the
circumstances specified in this clause will not be regarded as overtime for the
purposes of Clause 24 Rest Period.
29.4 Time worked will
be calculated as one continuous period when an employee returns to the
workplace on a number of occasions in the same day and the first or subsequent
minimum pay period overlaps into the next call out period. Payment will be calculated from the start of
the first recall until either the end of work, or the minimum pay period from
the start of the last recall, whichever is the greater.
29.5 A recall to work
starts when the employee starts work and finishes when the work is completed
i.e. it does not include time spent travelling to and from the place at which
work is to be done.
29.6 This clause does
not apply if an employee is regularly required to return to Taronga
Conservation Society Australia premises to perform a specific job outside
rostered hours or if overtime is continuous (subject to a reasonable meal
break) with the end or the beginning of a rostered shift.
29.7 This clause does
not apply to the classification of Security Manager.
30. Starting and
Finishing Work
30.1 An employee’s
starting and finishing times of ordinary hours of work will be calculated from
the time they arrive at the actual job or work station or signing on point, or
from the time they are rostered to commence work. However if an employee is
required to collect Taronga equipment before going to the work site or return
Taronga equipment at the end of work from a location other than the actual work
site or sites, then the starting and finishing times will operate from the
point of collection or return.
30.2 Employees will
be entitled to 10 minutes paid time immediately before finishing a shift, for
washing and for changing their clothes at change room facilities provided by
Taronga.
31. Annual Leave
31.1 TZ Employees are
entitled to 4 weeks annual leave for working a whole year.
31.2 TWPZ Employees
are entitled to 5 weeks annual leave for working a whole year.
31.3 In addition to
the annual leave entitlements provided by this clause, ongoing employees who
are rostered to work their ordinary hours on Sundays or Public Holidays, during
the period 1 December of one year to 30 November of the following year (or part
thereof), are entitled to additional annual leave on the following basis.
Number
of ordinary shifts worked on Sundays and/or Public Holidays
|
Additional Annual
Leave
|
during a qualifying
period of 12 months from 1 December one year to
|
Entitlement
|
30 November the
next year
|
|
4 - 10
|
1 additional days
leave
|
11 - 17
|
2 additional days
leave
|
18 - 24
|
3 additional days
leave
|
25 - 31
|
4 additional days
leave
|
32 or more
|
5 additional days
leave
|
32. Annual Leave
Loading
32.1 Employees,
except for TZ Cleaner, Security, Guest Services and Sky Safari employees
engaged before 26 May 2004 who are rostered as shift workers, are entitled to
an annual leave loading of 17.5% of the base salary of up to 4 weeks annual
leave accrued in a leave year.
32.2 TZ Cleaner,
Security, Guest Services and Sky Safari employees engaged before 26 May 2004
who are rostered as shift workers will be entitled to either an annual leave
loading of 17.5% of the base salary of up to 4 weeks annual leave accrued in a
leave year or the averaged shift loadings for the previous leave year
(excluding Public Holidays), whichever is the greater.
32.3 For the purpose
of calculating annual leave loading, the leave year will start on 1 December of
each year and end on 30 November of the following year.
32.4 Payment of
annual leave loading will not be made on any annual leave taken in the first
leave year of employment, i.e. from the date of employment to the following 30
November. The loading accrued in the
first leave year will be paid during the second leave year of employment.
32.5 Leave loading
will be paid on the first occasion in a leave year (other than the first leave
year) when at least 2 consecutive weeks of annual leave is taken.
32.6 In the event
that a 2 week period of annual leave is not taken by 30 November each year,
then the monetary value of the annual leave loading accrued over the previous
year will be paid as soon as practicable.
32.7 An annual leave loading
will not be paid on resignation/dismissal arising from misconduct.
32.8 Annual leave
loading will be paid on retirement or termination by Taronga, except for
misconduct, if the loading would have been due had the employee taken 2 weeks
annual leave.
33. Public Holidays
and Picnic Days
33.1 Public Holidays
are: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Monday, Anzac Day, Queen's Birthday, Christmas Day, Boxing Day, Labour Day and
any such other holiday that may be proclaimed as a Public Holiday applicable to
the operation of the Award.
33.2 For TWPZ and TZ
Works and Trades employees, the first Monday in December each year will be a
Union Picnic Day and will be treated as a Public Holiday.
33.3 For TZ Cleaner,
Security, Guest Services and Sky Safari employees the first Monday in August
each year will be a Picnic Day and will be treated as a Public Holiday.
33.4 For an employee
who works according to an ordinary hours roster that
covers every day of the week, if a Public Holiday occurs on a rostered day off
they will be paid for an additional 7 hours and 36 minutes ordinary hours.
Employees who do not work the seven-day roster will not be entitled to this
payment.
34. Uniforms, Personal
Protective Clothing and Equipment
34.1 Where an
employee is required to wear a uniform, Taronga will provide employees with
appropriate uniforms that will be allocated in accordance with the work
patterns of employees.
34.2 Taronga will
provide ongoing TZ Works and Trades employees engaged full-time with an initial
allocation of the following protective clothing:
(a) 5 shirts
(b) 3 pairs of
shorts/trousers
(c) 1 belt (if
required)
(d) 1 sweatshirt
(e) 1 jacket
(f) 5 pairs of
socks
(g) a pair of boots
(h) 1 wide brimmed
hat
(i) 1
pair of safety glasses
(j) 1 set of wet
weather gear.
Allocations to employees engaged part-time, and/or who
are casual employees, will be determined by Taronga according to the employee’s
work patterns.
34.3 Employees are
required to wear uniforms provided by Taronga at all times when performing
their functions and will maintain their uniforms in a neat, clean and
presentable manner.
34.4 Taronga will
supply an employee who is required to work in wet weather with suitable wet
weather clothing including a waterproof coat or cape, waterproof hat, trousers
and rubber boots.
34.5 Where an
employee is required to clean toilets or to use acids or other hazardous
substances, they will be supplied with personal protective equipment by
Taronga.
34.6 Protective
equipment and clothing, together with replacement uniform items, are provided
as needed. Unserviceable uniforms and
equipment must be
returned when a request for replacement is made.
34.7 Uniforms,
protective clothing and other equipment issued by Taronga to employees will
remain the property of Taronga.
34.8 An employee will
return all items of protective equipment and clothing together with any keys,
identification cards and other items issued to them by Taronga when they cease
employment with Taronga.
34.9 If an employee
fails to return any uniform or protective clothing issued to them by Taronga
when they cease employment with Taronga, Taronga may deduct the monetary value
of the uniform or protective clothing from the employee’s separation pay if the
employee has given Taronga prior written authority to do so. Taronga may require an employee to sign a
written authority on engagement or on receipt of the next issue of uniform and
protective clothing.
Firearms
34.10 An employee must
not carry firearms unless they are required to do so by Taronga.
34.11 If an employee is
required by Taronga to carry firearms:
(a) Taronga will
train the employee in the use of the firearms with refresher courses every 12
months and the time taken for the training will be counted as time worked;
(b) the firearms will be provided by Taronga; and
(c) the firearms will be maintained in a reasonable condition by
Taronga.
35. Secure Employment
35.1 Objective of
this clause
The objective of this clause is for Taronga to take all
reasonable steps to provide its employees with secure employment by maximising
the number of ongoing roles in Taronga’s workforce, in particular by ensuring
that casual employees have an opportunity to elect to become full-time or part-time
employees.
35.2 Casual
Conversion
(a) A casual
employee engaged by Taronga on a regular and systematic basis for a sequence of
periods of employment under this Award during a calendar period of 6 months
shall thereafter have the right to elect to have his or her ongoing contract of
employment converted to ongoing full-time employment or part-time employment if
the employment is to continue beyond the conversion process prescribed by this
subclause.
(b) Every employer
of such a casual employee shall give the employee notice in writing of the
provisions of this subclause within 4 weeks of the employee having attained
such period of 6 months. However, the employee retains his or her right of
election under this subclause if the employer fails to comply with this notice
requirement.
(c) Any casual
employee who has a right to elect under subclause 33.2(a), upon receiving
notice under subclause 33.2(b) or after the expiry of the time for giving such
notice, may give 4 weeks’ notice in writing to Taronga 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 4 weeks of receiving such notice from the
employee, Taronga shall consent to or refuse the election, but shall not
unreasonably so refuse. Where Taronga 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.
(d) Any casual
employee who does not, within 4 weeks of receiving written notice from Taronga,
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.
(e) 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 Taronga.
(f) 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 subclause 33.2(c), Taronga
and the employee shall, in accordance with this subclause, and subject to
subclause 33.2(c), discuss and agree upon:
(i) whether the employee will convert to full-time or part-time
employment; and
(ii) 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 Taronga
and the employee.
(g) Following an
agreement being reached pursuant to subclause 33.2(f), 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.
(h) An employee
must not be engaged and re-engaged, dismissed or replaced in order to avoid any
obligation under this subclause.
36. Contractors and
Volunteers
36.1 Subject to the
provisions of this clause, wherever possible work carried out at either TWPZ or
by a TZ Works and Trades areas, will be performed by employees of Taronga.
36.2 Where work
requires specialist skills, tools, plant or equipment, Taronga will consider
the training of and/or hiring of such tools, plant and equipment to enable
employees to carry out the work.
36.3 Contractors may
be engaged to perform work if it is impracticable for the work to be carried
out by employees because specialist skills and/or tools, plant or equipment are
unavailable; or the timeframe is unacceptable; or there are competing
priorities. (e.g. waste management).
36.4 Where contractors
are engaged, Taronga will ensure that all relevant awards and agreements are
observed.
36.5 Employees may be
required to work cooperatively with contractors and such work will not give
rise to any claims for extra payments.
36.6 Taronga will continue
to support the efforts of volunteers whose services aim to enhance the public’s
experience while visiting the Taronga Conservation Society Australia.
36.7 Employees may be
required to work co-operatively with volunteers and/or students and such work
will not give rise to any claims for extra payments.
37.
Anti-Discrimination
37.1 The parties
bound by the Award respect and value equity and diversity in the workplace.
37.2 It is the
intention of the parties bound by the 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, pregnancy, physical or mental disability,
homosexuality, transgender identity, age, and carer’s responsibilities.
37.3 It follows that
in fulfilling their obligations under the dispute resolution procedures
prescribed in the Award, the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of the Award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the Award that, by its terms or operation, has a direct or indirect
discriminatory effect.
37.4 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.
37.5 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 the Award from pursuing matters of unlawful
discrimination in any State or Federal jurisdiction.
37.6 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.
38. Delegates and
Trade Union Activities
Right of Entry of Union Officials
38.1 A Union official
or officer may enter Taronga Conservation Society Australia property at any
time during working hours for the purposes of conducting Union business
provided that prior to an anticipated visit they make contact with the
nominated manager, or other senior manager, to outline the reason for and
timing of the visit.
38.2 A Union official
or officer has the right to meet with their members when they are not
working. Where they request to meet with
their members during work time this is subject to the needs of Taronga Conservation
Society Australia operations and must be approved by the relevant manager.
38.3 A Union official
or officer will at all times be bound by the rules and standards of Taronga
whilst on Taronga Conservation Society Australia property including undertaking
site inductions when they intend to visit the site on a regular or ongoing
basis, and complying with security procedures for admission onto the property.
38.4 A Union official
will have regard for the provisions of the New South Wales Industrial Relations Act 1996.
Delegates
38.5 A delegate is an
employee who has been elected by fellow employees to be their Union
representative and whose name has been registered with Taronga by the relevant
Union.
38.6 A Union official
may contact a delegate at work if they first contact the relevant manager, or
other Taronga nominated representative, to make arrangements for the contact
with the delegate at a convenient time.
38.7 Taronga will
cooperate with a Union to release and pay delegates, at ordinary hours rates of pay, for up to 12 days over two years per
union, to attend agreed Union courses in cases where:
(a) there is prior consultation with Taronga about the course
content and the ability to release particular employees from the job;
(b) the course is
aimed at improving industrial relations and deals with relevant matters
including SafeWork NSW and Work Health and Safety;
and
(c) where relevant, there is an opportunity for Taronga
Conservation Society Australia participation in or contribution to the course.
Payroll Deductions for Union Membership Subscriptions
38.8 Taronga will
make fortnightly deductions of the fortnightly union membership fee from the
pay of an employee who is a member of a Union in accordance with the Union’s
rules, provided that:
(a) the employee has authorised Taronga to make such deduction;
(b) a Union has provided Taronga with a schedule setting out
union fortnightly membership fees payable by members of the Union in accordance
with the Union’s rules;
(c) the Union has
advised Taronga of any change of the fortnightly membership fee, consequent
upon a variation of the annual union membership fee as provided in the Union
rules, at least one month in advance of the variation taking effect, with no
more than two variations to be effected in any financial year;
(d) deduction of the fortnightly membership fee will only occur
in each pay period in which payment has or is to be made to an employee;
(e) as soon as
practicable after the fortnightly pay period has been processed, monies
deducted from employees’ pay will be forwarded fortnightly to the Union by way
of electronic funds transfer, together with all necessary information to enable
the Union to reconcile and credit subscriptions to employees’ Union membership
accounts;
(f) no fortnightly membership fee will be deducted for periods
where an employee is absent on leave without pay, including unpaid parental,
sick or carers’ leave;
(g) for casual employees the fortnightly membership fee will
only be deducted, if the casual employee has worked within the relevant
fortnightly pay period; and
(h) where an
employee has already authorised the deduction of union membership fees from
their pay prior to this clause taking effect, nothing in this clause will be
read as requiring the employee to make a fresh authorisation in order for such
deductions to continue.
Schedule 1
Wage Rates (Weekly)
Classification
|
Weekly
|
|
10 July 2017
|
Apprentice
|
|
Apprentice - 1st year
|
$473.66
|
Apprentice - 2nd year
|
$618.16
|
Apprentice - 3rd year
|
$787.21
|
Apprentice - 4th year
|
$905.77
|
TZ Labourer/Driver/Operator
|
|
Grade 1
|
$987.28
|
Grade 2
|
$1038.42
|
Grade 3
|
$1058.70
|
TZ Labourer/Driver/Operator (Leading Hand)
|
$1099.11
|
TWPZ Labourer
|
|
Grade 1
|
$1002.56
|
Grade 2
|
$1075.65
|
Grade 3
|
$1096.43
|
Grade 4
|
$1112.21
|
TWPZ Labourer (Leading Hand)
|
$1170.63
|
Water Systems Operator
|
$1150.16
|
Water Systems Operator (Leading Hand)
|
$1178.69
|
TZ Tradesperson - Carpenter, Motor
|
|
Mechanic, Painter, Plaster, Welder (First Class)
|
|
Grade 1
|
$1066.91
|
Grade 2
|
$1087.53
|
TZ Tradesperson - Carpenter, Motor Mechanic, Painter,
Plaster, Welder (First Class)
|
$1138.17
|
(Leading Hand)
|
|
TZ Tradesperson - Plumber
|
|
Grade 1
|
$1077.57
|
Grade 2
|
$1098.83
|
TZ Tradesperson - Plumber (Leading Hand)
|
$1149.48
|
Tradesperson - Electrical Fitter
|
|
Grade 1
|
$1136.42
|
Grade 2
|
$1158.56
|
Tradesperson - Electrical Fitter (Leading Hand)
|
$1209.22
|
TWPZ Tradesperson - Carpenter, Motor Mechanic, Painter
|
$1121.16
|
TWPZ Tradesperson - Carpenter, Motor Mechanic, Painter
(Leading Hand)
|
$1171.97
|
TWPZ Tradesperson - Plumber
|
$1131.44
|
TWPZ Tradesperson - Plumber (Leading Hand)
|
$1183.29
|
Works and Trades Supervisor
|
|
Year 1
|
$1246.07
|
Year 2
|
$1375.06
|
Year 3
|
$1417.26
|
Year 4
|
$1527.92
|
Year 5
|
$1576.16
|
Sky Safari Attendant
|
|
Grade 1
|
$809.48
|
Grade 2
|
$841.26
|
Sky Safari Operator
|
$904.39
|
Senior Sky Safari Operator
|
$1027.97
|
TWPZ Cleaners employed before the beginning of the first
full pay period commencing
|
|
on or after 3 March 2006
|
|
Grade 1
|
$826.40
|
Grade 2
|
$922.31
|
Grade 3
|
$975.99
|
Cleaner (Leading Hand)
|
$1018.36
|
Cleaning Supervisor
|
$1061.28
|
TZ Cleaners and TWPZ Cleaners employed after the beginning
of the first full pay
|
|
period commencing on or after 3 March 2006
|
|
Grade 1
|
$826.40
|
Grade 2
|
$922.31
|
Grade 3
|
$951.82
|
Cleaner (Leading Hand)
|
$944.21
|
Cleaning Supervisor
|
$1037.12
|
Guest Services Attendant
|
|
Under 16 years
|
$486.24
|
16 years
|
$567.30
|
17 years
|
$648.32
|
18 years and over
|
$729.36
|
Junior Guest Services Officers employed after the date the
award is made
|
|
Under 16 years
|
$539.68
|
16 years
|
$629.61
|
17 years
|
$719.55
|
Guest Services Officers; and Guest Services Officers under
18 years employed before
|
$809.48
|
the date the award is made
|
|
Senior Guest Services Officer
|
$841.26
|
Guest Services Site Co-ordinator
|
$985.04
|
Gatekeeper
|
$913.14
|
Security Officer
|
|
Grade 1
|
$913.14
|
Grade 2
|
$942.67
|
Senior Security Officer
|
$975.10
|
Assistant Security Manager
|
$1027.97
|
Security Manager
|
|
Year 1
|
$1526.32
|
Year 2
|
$1657.35
|
Year 3
|
$1788.36
|
Schedule 2
Allowances
Description
|
|
|
|
The following allowances will be payable on commencement
of this Award and will be increased in line
|
with any State Wage Case
decisions.
|
Tool Allowance
|
|
Carpenter
|
$31.19 pw
|
Motor Mechanic
|
$31.19 pw
|
Painter
|
$7.50 pw
|
Plasterer
|
$25.71 pw
|
Plumber
|
$31.19 pw
|
Welder (First Class)
|
$31.19 pw
|
The following allowances will apply from the first full
pay period on or after 1 July 2017 and will be
|
increased in line with the increases to the wage rates
contained in the Award
|
Licence Allowance
|
|
Plumber, Gasfitter and Drainer when required to act on:
|
|
- Plumber licence
|
$1.24 ph
|
- Gasfitter licence
|
$1.24 ph
|
- Drainer licence
|
$1.07 ph
|
- Plumber and gasfitter licence
|
$1.67 ph
|
- Plumber and drainer licence
|
$1.67 ph
|
- Gasfitter and drainer licence
|
$1.67 ph
|
- Plumber, gasfitter and drainer licence
|
$2.31 ph
|
Electricians
|
|
- A Grade Licence
|
$48.24 pw
|
- B Grade Licence
|
$25.96 pw
|
Electrical Fitter tool allowance
|
$19.45 pw
|
Electric Welding (DIRE Certificate)
|
$0.72 ph
|
Plumber Certificate of Registration Allowance
|
$0.96 ph
|
Chokage Allowance
|
$9.12 pd
|
Fouled Equipment Allowance
|
$9.12 pd
|
First Aid/Senior First Aid Allowance
|
$16.64 pw
|
Occupational First Aid Allowance
|
$25.04 pw
|
The following allowances will apply from the first full
pay period on or after 1 July 2017 and will not be
|
varied during the life of the Award
|
Labourer/Driver/Operator Travel Allowance
|
$10.20 pw
|
TWPZ Disability Allowance
|
$15.50 pw
|
Insurance of Tools
|
$1,495
|
The following allowance will apply from the first full pay
period on or after 1 July 2017 and will be varied
|
thereafter so as to remain consistent with reasonable
allowances for the appropriate income year as
|
published by the Australian Taxation Office
|
Overtime Meal Allowance
|
$30.05
|
On Call (Standby Allowance)
|
$0.95
|
The following allowance will apply from the first full pay
period on or after 1 July 2017 and will be varied
|
thereafter on July 1 of each year in line with the
increases in the Consumer Price Index for Sydney during
|
the preceding year (March quarter
figures).
|
Laundry Allowance
|
$4.85 pw
|
Bus Allowance - TWPZ only
|
$5.52 per shift
|
Overnight Allowance
|
$30.84 per shift
|
Appendix A: Classifications
The provisions of this clause will not limit Taronga
from allocating to an employee other duties consistent with Clause 9 -
Workplace Flexibility and Multi-skilling of the Award or changing, with written
advice, the expected nature and mix of duties consistent with the
classification requirements.
TZ Labourer/Driver/Operator
20.2 A
Labourer/Driver/Operator will undertake a mix of duties as directed by their
Supervisor.
20.3 The requirements
for a Labourer/Driver/Operator Grade 1 are:
(a) have less than 12 months relevant experience;
(b) to be able to perform basic tasks in maintenance,
construction and transport;
(c) to have their performance monitored by close supervision;
and
(d) to complete the Induction Course.
20.4 The requirements
of a Labourer/Driver/Operator Grade 2, in addition to the requirements of
Labourer/Driver/Operator Grade 1, are:
(a) minimum 12 months relevant experience;
(b) to perform tasks in maintenance, construction and transport
under general supervision and direction;
(c) to operate relevant machinery and tools; and
(d) to undertake on-the-job training to develop skills relevant
to Taronga Conservation Society Australia, including approved manual handling
and WH&S awareness courses.
20.5 The requirements
of a Labourer/Driver/Operator Grade 3, in addition to the requirements of
Labourer/Driver/Operator Grade 2, are:
(a) preparedness to fully integrate the duties of Driver,
Labourer and Operator;
(b) to have 2 years or more relevant experience;
(c) to perform tasks without supervision;
(d) to perform some complex tasks within the range of duties
required by Taronga Conservation Society Australia exercising some initiative
in the application of established work practices;
(e) to operate relevant machinery and tools;
(f) to contribute to decision-making processes via relevant
manager;
(g) to be capable of and may be required to supervise employees;
and
(h) to undertake on-the-job training in basic tradespersons
skills as required by Taronga Conservation Society Australia.
TZ Labourer/Driver/Operator (Leading Hand)
20.6 The requirements
of a Labourer (Leading Hand) are:
(a) may supervise staff, allocate duties, provide direction on
work, monitor performance, plan and set out tasks, meet deadlines;
(b) to be responsible for basic WH&S training;
(c) to be able to perform a wide range of complex tasks;
(d) may work independently and be responsible for a section of
work following established priorities and work practices;
(e) must have completed a wide range of on-the-job training
courses and be capable of running courses; and
(f) will undertake or have completed supervision training.
TWPZ Labourer
20.7 The requirements
of a Labourer Grade 1 are:
(a) less than 12 months relevant experience;
(b) to perform basic tasks in landscaping, horticulture,
maintenance and construction;
(c) to have performance monitored by close direction and/or
continual performance assessment;
(d) to complete Induction Course.
20.8 The requirements
of a Labourer Grade 2 are:
(a) minimum 12 months relevant experience;
(b) to perform basic tasks in landscaping, horticulture,
maintenance and construction;
(c) to have performance monitored by general supervision and
direction; and
(d) to be prepared to undertake on-the-job training to develop
skills relevant to Taronga Conservation Society Australia, including approved
manual handling and WH&S awareness courses.
20.9 The requirements
of a Labourer Grade 3 are:
(a) minimum 2 years or more relevant experience;
(b) to perform basic tasks without supervision;
(c) to perform some complex tasks within the range of duties
required by Taronga;
(d) to exercise limited decision-making including exercising
some initiative in the application of established work practices;
(e) to operate relevant machinery and tools;
(f) to undertake on-the-job training to develop skills relevant
to Taronga Conservation Society Australia; and
(g) to assist in running courses.
20.10 The requirements
of a Labourer Grade 4 are:
(a) minimum 3 years relevant experience;
(b) to be able to perform a wide range of complex tasks;
(c) to be able to work unsupervised and usually without detailed
instructions;
(d) to exercise
independent action within established work practices; to be prepared to
undertake on the job training to develop skills relevant to Taronga; and
(e) to assist in running training courses.
TWPZ Labourer (Leading Hand)
20.11 The requirements
of a TWPZ Labourer (Leading Hand) are:
(a) may supervise staff, allocate duties, provide direction on
work, monitor performance, plan and set out tasks, meet deadlines;
(b) to be responsible for basic WH&S training;
(c) to be able to perform a wide range of complex tasks;
(d) may work independently and be responsible for a section of
work following established priorities and work practices;
(e) to have completed a wide range of on-the-job training
courses and be capable of running courses; and
(f) to undertake or have completed supervision training.
Water Systems Operator
20.12 The requirements
of a Water Systems Operator are:
(a) to ensure plant operation and maintenance is performed in
accordance with operational licensing requirements of the plant;
(b) to ensure the plant is maintained in a clean, presentable
and operational manner, including using any additives as necessary;
(c) to administer plant documentation including the provision of
reports regarding plant conditions, testing and licensing status to the
relevant manager; and
(d) to operate and maintain Taronga Conservation Society
Australia water systems to satisfy approved stakeholder requirements.
Water Systems Operator (Leading Hand)
20.13 The requirements
of a Water Systems Operator (Leading Hand) are:
(a) have demonstrated experience in monitoring and optimising
the performance of water systems to ensure water quality requirements are met
and maintained;
(b) have high level of experience in the maintenance and
operations of water treatment systems;
(c) to be able to identify and coordinate maintenance tasks
associated with all water treatment systems liaising with external service
providers.
(d) to ensure that all works associated with water systems is
carried out in a safe and efficient manner.
(e) have the ability to train staff and document processes and
procedures related to all water systems.
(f) to ensure that all records are maintained to meet the
requirements of all stakeholders and statutory authorities.
(g) to supervise other staff, allocate duties, monitor
performance and provide direction on work to be performed, as required;
(h) to be responsible for planning, co-ordinating, ordering of
stores and general management of all work within a specific trade;
(i) to exercise independent action;
(j) to undertake on-the-job training in basic skills of other
trades; and
(k) to run training courses as required.
TZ Tradesperson - Carpenter, Motor Mechanic, Painter,
Plumber, Plasterer, Welder (First Class), Electrical Fitter
20.14 The requirements
of a Tradesperson Grade 1 are:
(a) to undertake a full range of tradespersons duties;
(b) to be able to work without supervision;
(c) may work independently and be responsible for a section of
work following established priorities and work practices;
(d) to have completed Trade Certificate; and
(e) will undertake on-the-job training in basic skills of other
trades, as required.
20.15 The requirements
of a Tradesperson Grade 2, in addition to the requirements of Tradesperson
Grade 1, are:
(a) 12
months or more relevant experience;
(b) to exercise independent action;
(c) to be capable of and may be required to supervise employees;
(d) to contribute to decision-making processes via relevant
management;
(e) may assist in running training courses under the direction
of the Supervisor;
(f) will be required to have completed Trade Certificate; and
(g) will undertake on-the-job training in basic skills of other
trades, as a minimum.
TZ Tradesperson (Leading Hand)
20.16 The requirements
of a Tradesperson (Leading Hand) are:
(a) to supervise other staff, allocate duties, monitor
performance and provide direction on work to be performed, as required;
(b) to be responsible for planning, co-ordinating, ordering of
stores and general management of all work within a specific trade;
(c) to exercise independent action;
(d) have completed Trade Certificate;
(e) to undertake on-the-job training in basic skills of other
trades; and
(f) to run training courses as required.
TWPZ Tradesperson - Carpenter; Motor Mechanic, Painter,
Plumber
20.17 The requirements
of a TWPZ Tradesperson are:
(a) to be capable of full range of tradespersons’ duties;
(b) to be able to work without supervision;
(c) to be capable of supervising staff;
(d) to have the ability to work independently;
(e) to be responsible for a section of work following
established priorities and work practices;
(f) to have completed Trades Certificate;
(g) to undertake on the job training in the basic skills of other
trades; and
(h) to conduct training.
TWPZ Tradesperson - Carpenter, Motor Mechanic, Painter,
Plumber (Leading Hand)
20.18 The requirements
of a Tradesperson (Leading Hand) are:
(a) to supervise staff including allocating duties, monitoring
performance and providing direction on work to be performed;
(b) to be responsible for planning, coordinating and ordering of
stores;
(c) to be responsible for general management of all work within
a specified trade;
(d) to exercise independent action;
(e) to have completed Trades Certificate;
(f) to undertake on the job training in the basic skills of
other trades; and
(g) to conduct training courses.
Works and Trades Supervisor
20.19 The requirements
of a Works and Trades Supervisor are:
(a) to supervise staff, allocate duties, monitor performance,
provide direction on work to be performed;
(b) to be responsible for planning, co-ordinating, ordering of
stores and general management of all work within the section;
(c) to exercise independent action;
(d) to liaise with senior staff in other sections to ensure a
co-ordinated approach to work;
(e) to undertake available management courses and training;
(f) to ensure asset maintenance work contributes to the
presentation, safety, operation and maintenance of facilities, grounds and
exhibits;
(g) verify the work is completed relevantly and achieves Taronga
Conservation Society Australia standards;
(h) to manage, guide, develop and support allocated team members
to achieve individual and Taronga Conservation Society Australia goals;
(i) to drive the team’s adoption of an enhanced customer focused
approach; and
(j) to ensure employees under their leadership adhere to all
Taronga Conservation Society Australia policies, including work health, safety
and environment requirements and the Code of Conduct.
Sky Safari Attendant
20.20 A casual employee,
including nominated members of the Sky Safari rescue team, will be employed as
a Sky Safari Attendant Grade 1.
20.21 The requirements
of a Sky Safari Attendant Grade 1 are:
(a) have less than 12 months relevant experience;
(b) to assist with ensuring the good order and safe operation of
Sky Safari cable cars;
(c) to provide high levels of customer service including
greeting, directing and assisting with entry and exit of Sky Safari passengers;
(d) to perform general cleaning and tidying of Sky Safari cabins
and platforms;
(e) to work closely with other departments of Taronga
Conservation Society Australia to ensure a seamless experience for guests on
Taronga Conservation Society Australia premises;
(f) have performance monitored by close supervision; and
(g) to undertake training as required and provided by Taronga,
including Sky Safari Attendants training program.
20.22 The requirements
of a Sky Safari Attendant Grade 2, in addition to the requirements of Sky
Safari Attendant Grade 1, are:
(a) more than 12 months relevant experience;
(b) to have performance monitored by close supervision; and
(c) to undertake training as required and provided by Taronga
Sky Safari Operators
Sky Safari Operator
20.23 The requirements
of a Sky Safari Operator, in addition to the requirements of Sky Safari
Attendant Grade 2 are:
(a) have a minimum 6 months relevant experience;
(b) completion of Sky Safari Operator training and rescue team
training;
(c) to be fully conversant with the Sky Safari Evacuation Manual
and all evacuation procedures;
(d) to provide maintenance assistance as required;
(e) to have performance monitored by supervision;
(f) to complete
relevant and required training as provided by Taronga, including Sky Safari
Attendant training program at Sky Safari Attendant Grade 1 level; and
(g) have completed Senior First Aid course.
Senior Sky Safari Operator
20.24 The requirements
of a Senior Sky Safari Operator, in addition to the requirements of Sky Safari
Operator, are:
(a) 2 years
relevant experience;
(b) to be fully conversant with the Sky Safari Evacuation Manual
and all evacuation procedures;
(c) to take operational control of Sky Safari terminal/s
including the performance of regular safety checks and inspections; and
(d) to provide maintenance assistance as required.
Cleaner
20.25 A casual Cleaner
will be employed as a Cleaner Grade 1.
20.26 The requirements
of a Cleaner Grade 1 are:
(a) less than 12 months relevant experience;
(b) to perform
cleaning work of any description on Taronga Conservation Society Australia
premises for the greater part of any shift worked, including any of the
following tasks, or combination of tasks as directed by Taronga, including the
operation of mechanical or other forms of cleaning equipment for which the
employee possesses relevant experience or training;
(c) to distribute and maintain toilet and other requisites and
cleaning materials in buildings or establishments;
(d) to clean
carpets including operating equipment used in powder systems or liquid shampoo
systems or hot water injection and extraction systems (commonly referred to as
‘steam cleaning’);
(e) to clean windows and other glass panels and doors, as
required;
(f) to operate ‘ride-on’ powered sweeping machines, where
relevant training has been provided;
(g) to operate steam cleaning and pressure washing equipment on
the exterior of buildings no higher than 2.5 metres on one level;
(h) to bring into or maintain Taronga Conservation Society
Australia premises in a clean condition, whatever may be the nature of the
employee’s other duties;
(i) to perform customer or public relations or other duties as
required;
(j) to have performance monitored by close supervision; and
(k) to undertake relevant training as provided and required by
Taronga.
20.27 The requirements
of a Cleaner Grade 2, in addition to the requirements of Cleaner Grade 1 are:
(a) more than 12 months relevant experience;
(b) to have performance monitored by close supervision; and
(c) to undertake relevant training as provided and required by
Taronga.
20.28 The requirements
of a Cleaner Grade 3, in addition to the requirements of Cleaner Grade 2, are:
(a) to have performance monitored by supervision;
(b) to have completed relevant and required training as provided
by Taronga at Cleaner Grade 2 Grade;
(c) to perform supervising of staff on an occasional basis;
(d) to hold a full driver’s licence (including endorsement to
drive a manual vehicle);
(e) to monitor stock levels (unsupervised);
(f) to assist in the completion of Quality Assurance audits and
facility maintenance audits; and
(g) to assist in training new staff and retraining current
staff.
Cleaner (Leading Hand)
20.29 The requirements
of a Cleaner (Leading Hand), in addition to the requirements of Cleaner Grade
3, are:
(a) to provide support and relief when required to Cleaning
Supervisor/s;
(b) to assist Cleaning Supervisor/s in general supervision of Grade
1, 2 and 3 cleaning duties;
(c) to perform tasks without supervision;
(d) to lead a team of cleaners;
(e) to order supplies and perform administrative tasks as
required;
(f) to implement cleaning procedures and other relevant cleaning
documentation;
(g) to conduct quality assurance audits and facility maintenance
audits;
(h) to implement training programs for new staff and retraining
programs for current staff; and
(i) hold current Senior First Aid Certificate.
Cleaning Supervisor
20.30 The requirements
of a Cleaning Supervisor are:
(a) to perform the cleaning duties of Cleaner or Leading Hand
Cleaner, as required;
(b) to ensure the clean presentation of Taronga Conservation
Society Australia premises by directing, co-ordinating and prioritising the
work of cleaners;
(c) to provide ongoing advice to the officer in charge of the
cleaning department for the preparation of rosters and ensure their
implementation;
(d) verify the work of Cleaners is completed relevantly and
achieves Taronga standards;
(e) to supervise and lead cleaning employees;
(f) to order supplies and receive deliveries;
(g) to maintain building/s or section/s of Taronga Conservation
Society Australia premises;
(h) to maintain cleaning equipment;
(i) to operate computer equipment and maintain records, as
required;
(j) to develop comprehensive training programs for staff at all
Grades;
(k) to develop and complete quality assurance audits and
facility maintenance audits;
(l) to perform
general administration duties including computer based payroll systems,
computer based record keeping systems, basic filing system management and other
general administration duties; and
(m) to develop and implement a roster that prioritises cleaning
tasks to ensure that Taronga Conservation Society Australia premises are
presented at their best at all times.
TWPZ Guest Services Attendant
20.31 The requirements
of a Guest Services Attendant may include but are not limited to the following:
(a) provide the highest level of customer service to guests;
(b) meet and greet guests at any entry/exit point to Taronga
Conservation Society Australia premises and within the zoo grounds;
(c) facilitate the
hiring of bicycles and motorised carts to visitors, including the
non-mechanical maintenance, provision and storage of bicycles, motorised carts,
helmets, and baskets; and identify any mechanical maintenance that is required
to be performed;
(d) perform financial transactions, including the operation of a
cash register; collection, return and check of float/s; and processing of
credit card transaction;
(e) provide
information and assistance to visitors, including distributing event
information/maps, operating attractions, issuing directions, checking tickets
after point of sale and other value-adding customer activities;
(f) provide visitors with hire forms and operational
instructions; and assist visitors in fitting equipment, completing forms, and
checking equipment upon its return;
(g) maintain bicycles and motorised carts and hire station in a
clean and presentable manner; and
(h) undertake on the job training as required and provided by
Taronga.
Notes: Licensed drivers only are to operate motorised
carts.
Built into the wage rate for this classification as set
out in Schedule 1 of the Award is a component paid in lieu for any claims for
shift loadings, except for a Public Holiday shift loading.
Guest Services Officer
20.32 The requirements
of a Guest Services Officer are to perform any of the following tasks, or
combination of tasks:
(a) meet and greet guests at any point, provide queue
management, direction, ticketing and distribute information;
(b) operate Taronga Conservation Society Australia car park
including the management of car park spaces, traffic flow, collection of parking
fees and issuing receipts;
(c) provide the highest level of customer service to guests;
(d) undertake customer service duties as directed, including the
provision of information to visitors, distributing event information/maps, and
assisting and escorting guests;
(e) perform administrative/operational duties to support guest
services functions; and
(f) undertake on the job training as required and provided by
Taronga.
Senior Guest Services Officer
20.33 The requirements
of a Senior Guest Services Officer, in addition to the requirements of Guest
Services Officer, are:
(a) more than 12 months relevant experience within a face to
face Customer Service industry; and/or
(b) to support and assist Guest Services Site Coordinator
(c) to provide reports to Site Coordinator as required including
daily issues;
(d) to identify WH&S issues and generating work requisitions
as necessary.;
(e) possess a current Senior First Aid Certificate; and
(f) to complete relevant and required training as provided by Taronga
for Guest Services Officers.
Guest Services Site Coordinator
20.34 The requirements
of a Guest Services Site Coordinator, in addition to the requirements of Senior
Guest Services Officer, are:
(a) more than 2 years supervisory relevant experience within the
Customer Services, Tourism and/or Hospitality industry;
(b) to meet and greet guests at any point, provide queue
management, direction, ticketing and distribute information;
(c) possess a current Senior First Aid Certificate or
Occupational First Aid Certificate;
(d) to undertake
quality checks and complete logs throughout the day of public area presentation
standards, including toilets, litter, food areas and relevant staffing levels
and signage, and liaise with management and other departments of Taronga
regarding same as required;
(e) to report on the impact of construction on guest circulation
and advise as to alternative solutions to improve visitor experiences;
(f) to report on guest impact of changes to animals on exhibit;
(g) to resolve visitor issues, consulting with senior management
as relevant;
(h) to assist in pre-show activities, (e.g. Seal and Bird
Shows);
(i) to assist in briefings delivered by senior management;
(j) to supervise or act as ‘meet and greet host’ for booked
groups;
(k) to supervise Guest Services personnel, volunteers and/or
students; and
(l) to prepare and distribute daily reports of activities within
the ground as required.
Gatekeeper
20.35 The requirements
of a Gatekeeper are:
(a) while
stationed at an entrance and/or exit, to control the movement of persons,
vehicles, goods and/or property arriving or departing from Taronga Conservation
Society Australia premises or property, including the inspection of vehicles
carrying loads of any description to ensure that the load and description of
such goods is in accordance with the requirements of the relevant document
and/or gate pass;
(b) to perform area or door attendant/commissionaire role in a
commercial building as required and where qualified;
(c) to perform other security duties consistent with Security
Officer Grade 1, for which the Gatekeeper is qualified, as directed; and
(d) to undertake on the job training as required and provided by
Taronga.
Security Officer
20.36 A casual Security
Officer will be employed as a Security Officer Grade 1.
20.37 The requirements
of a Security Officer Grade 1 are:
(a) less than 12 months relevant experience;
(b) to observe,
guard and/or protect Taronga Conservation Society Australia premises and/or
property; including controlling access to and exit from premises; managing
conflict; apprehending offenders; escorting and carrying valuables; providing
for safety of persons; assisting in crowd management and maintaining effective
relationships with clients, staff and guests of Taronga as part of a team;
(c) to be fully conversant with Taronga Conservation Society
Australia Guest Services and Security procedures relating to Taronga
operations, premises and/or property, including emergency procedures for
environmental controls of exhibits;
(d) to be conversant with location and use of all Taronga fire
fighting equipment, including service and maintenance requirements;
(e) to provide a high level of customer and security related
services, including Zoo patrols and assistance with operational issues relating
to the guest experience;
(f) to be fully conversant with procedures for accepting injured
animals after hours;
(g) to possess a current Security Industry Certificate, and
relevant security licence (1AC); and
(h) to undertake or have completed on the job training.
20.38 The requirements
of a Security Officer Grade 2, in addition to the requirements of Security
Officer Grade 1, are:
(a) more than 12 months relevant experience; and
(b) to undertake required training as required and provided by
Taronga.
Senior Security Officer
20.39 The requirements
of a Senior Security Officer, in addition to the requirements of a Security
Officer Grade 2, are:
(a) a minimum of 3 years industry service; and
(b) to assist Management in the management of operations as
required.
Assistant Security Manager
20.40 The requirements
of an Assistant Security Manager, in addition to the requirements of a Senior
Security Officer, are:
(a) liaise with management and other departments of Taronga
regarding general security matters;
(b) to direct inquiries from the general public to relevant
management;
(c) to deputise for the Security Manager as required; and
(d) to assist the Security Manager in the management of
operations.
Security Manager
20.41 The requirements
of a Security Manager, in addition to the requirements of an Assistant Security
Manager, are:
(a) to manage, plan and co-ordinate Taronga security operations
including recruitment and training of staff and provide reports as requested,
including monthly financial reports and yearly budget plans;
(b) to co-ordinate emergency procedures;
(c) to
direct Security Officers and Gatekeepers in the daily operations of the
security team;
(d) to oversee and develop Security Officer and Gatekeeper
rosters; and
(e) to perform security duties, and be on-call to respond to
security emergencies/matters.
Note: Built into the Security Manager wage rates prescribed in Schedule 1, is a component paid in
lieu of any claims for on call allowance, shift and/or overtime rates, except
for elective overtime provided under the Overtime clause of the Award.
P. KITE , Chief Commissioner
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Printed by the authority of the Industrial Registrar.