South
Sydney City Council Wages Staff Award 2017
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Local
Government and Shires Association of New South Wales, Industrial Organisation
of employers.
(Case No. 2018/166722)
Before Chief
Commissioner Kite
|
7 June 2018
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject
Matter
1. Arrangement
2. Area, Incidence and Duration
3. Statement of Intent
4. Anti-Discrimination
5. Grievance and Dispute Settlement Procedures
6. Classification Structure
7. Rates of Pay
8. Salary Sacrifice
9. Payment of Wages
10. Pay Increases
11. Local Workplace Agreements
12. Workplace Flexibility
13. Skills Development and Workforce Training
14. Terms of Employment
15. Hours of Work
16. Part-time Employment
17. Casual Employment
18. Consultative Committee
19. Higher Grade
20. Penalty Rates
21. Overtime
22. Leave Entitlements
A. Annual Leave
B. Bereavement Leave
C. Personal Carer's Leave
C(A). Flexible Alternative to Carer’s Leave
D. Long Service Leave
E. Parental Leave
F. Sick Leave
G. Other Leave
23. Public Holidays
24. Union Picnic Day
25. Calculation of Service
26. Work, Health and Safety
27. Uniforms, Clothing and Safety
28. Workplace Efficiency
29. Exemption from Industrial Action
30. Tool Allowance
31. Travelling Expenses
32. Meal Breaks
33. Payment to Dependants of a Deceased Employee
34. Employee Representatives
35. Use of External Resources (Contractors)
36. Termination of Employment
37. Workplace Change and Redundancy
38. Definitions
PART B
MONETARY RATES
Table 1 - Rates of Pay
Table 2 - Tool Allowance
PART C
AWARD COVERAGE
Table 1 - Categories of Employees
Schedule A - Transitional Arrangements, Savings and
Adjustments
2. Area, Incidence and Duration
(i) This Award will be binding on:
(a) the Council of the City of Sydney;
(b) the New South Wales Local Government, Clerical,
Administrative, Energy, Airlines & Utilities Union;
(c) the Local Government Engineers’ Association;
(d) the Development and Environmental Professionals’
Association of New South Wales; and
(e) all employees of the Council of the City of Sydney
except those employed under the following awards:
City of Sydney Wages/Salary Award 2017, as amended or
replaced; and
South Sydney City Council Salaried Officers Award 2017,
as amended or replaced.
(ii) This Award shall be known as the South Sydney City
Council Wages Staff Award 2017.
(iii) This Award shall cover positions and grades referred
to in Part C - Table 1 of this Award and to any other subsequent positions
created under this Award.
(iv) This Award rescinds and replaces the South Sydney
City Council Wages Staff Award 2014, published 22 August 2014 (376 I.G. 1041).
(vi) This Award shall operate on and from 9 June 2018 and
shall remain in force for a period of 3 years.
3. Statement of Intent
The parties to the Award are committed to:
(i) co-operating positively to increase the efficiency
and achieve greater flexibility to workplace practices.
(ii) improving skill levels and removing impediments to
multi-skilling and broadening the range of tasks that the employee may be
required to perform.
(iii) eliminating discrimination.
4. Anti-Discrimination
(i) It is the intention of the parties to this Award to
seek to achieve the object in section 3(f) of the Industrial Relations Act
1996 (NSW) to prevent and eliminate discrimination in the workplace. This
includes discrimination on the grounds of race, sex, marital status,
disability, homosexuality, transgender identity and age.
(ii) It follows that in fulfilling their obligations
under the dispute resolution procedure set out in this agreement the parties
have obligations to take all reasonable steps to ensure that the operation of
the provisions of this Award are not directly or indirectly discriminatory in
their effects. It will be consistent with the fulfilment of these obligations
for the parties to make application to vary any provision of the Award which,
by its terms or operation, has a direct or indirect discriminatory effect.
(iii) Under the Anti-Discrimination Act 1977 (NSW),
it is unlawful to victimise an employee because the employee has made or may
make or has been involved in a complaint of unlawful discrimination or
harassment.
(iv) Nothing in this clause is to be taken to affect:
a. any conduct or act which is specifically exempted
from anti-discrimination legislation;
b. offering or providing junior rates of pay to
persons under 21 years of age;
c. any act or practice of a body established to
propagate religion which is exempted under sec 56 (d) of the Anti-Discrimination
Act 1977 (NSW); or
d. a party to this agreement from pursuing matters of
unlawful discrimination in any State or Federal jurisdiction.
(v) This clause does not create legal rights or
obligations in addition to those imposed upon the parties by the legislation
referred to in this clause.
5. Grievance and Dispute Settlement Procedures
(i) The parties to this Award are committed to
resolving disputes and grievances through co-operative consultation with one
another and joint problem solving.
(ii) To ensure that disputes and issues relating to the
provisions of this Award do not go unresolved and affect workplace productivity
and relationships, the parties commit themselves to the processes of the
Council’s dispute resolution process as detailed under this clause.
(iii) The dispute resolution process must be entered into
by the parties to this Award with the intention of preventing or settling any
grievance, complaint or dispute at the workplace without industrial action or
stoppage of work, and with a view to ensuring that services to the public and
ratepayers are maintained without interruption or being affected in any way.
(iv) Procedures to Resolve Workplace Grievances,
Complaints or Disputes (The Dispute Resolution Process)
At all stages of the Dispute Resolution Process
employees will continue to perform work for the Council as directed by the
Council or its authorized representatives, without interruption or the
imposition of any bans or limitations, and in accordance with the provisions of
this Award and any relevant Council policies. The procedure to be followed is
as follows:
Step 1 If there arises any grievance, complaint or
dispute at the workplace, in the first instance the employee(s) concerned and/or
any employee representative must meet to discuss the matter with the
employee(s) immediate supervisor. The employee(s) supervisor will listen
carefully to the employee(s) concerns and together the parties will try to
resolve the dispute.
Step 2 If the supervisor and employee(s) (and/or
their representatives) are unable to resolve the dispute or it is not
appropriate that the supervisor deal with the dispute, the dispute must be
referred to senior management. Senior management will listen to the employee(s)
concerns and either resolve the dispute or refer the matter to more senior
management.
Step 3 More senior management will listen to the
employee(s) (and/or their representatives) and attempt to resolve the dispute.
It is either resolved or referred to an independent body.
Step 4 If more senior management and the employee(s)
are unable to resolve the dispute an independent conciliator or mediator will
assist to resolve the dispute.
(v) To assist the expeditious resolution of disputes,
where matters of urgency are raised at an organised meeting of the Unions the
Manager, Human Resources Operations will be informed by an official of the
relevant Union(s) of the existence of the dispute. The Manager, Human Resources
Operations, will then inform the Executive Members concerned and, if need be,
the Chief Executive Officer. If the matter remains unresolved, the Manager,
Human Resources Operations, will arrange a conference between the parties
concerned or affected.
(vi) Nothing contained in the Dispute Resolution Process
will preclude the Council or any of the Unions concerned from entering into
direct negotiations on any matter. During such negotiations, except where they
are concerned wholly or predominantly with a genuine safety issue, work will be
performed as directed by the Council or its authorised representative(s).
6. Classification Structure
The classification structure has at its foundation a
consistent and rigorous process of determining relativities of positions.
(i) The classification structure takes into account all
the features of work, including the nature of all conditions under which it is
performed and any hazards that may inevitably be experienced.
(ii) Movements through each of the Levels shall be based
on the acquisition and application of additional skills over a prescribed
period, which shall be a minimum of twelve (12) months for any one Level. The
minimum period is established to ensure that the skills acquired can be applied
to the full range of conditions that may apply to the position and to an
appropriate level of performance.
7. Rates of Pay
(i) See clause 10 of this Award for increases to the
rates of pay.
(ii) In Table 1 of Part B of this Award. the rates of pay
detailed within each of the Grades include all skill based and disability
allowances and other payments of accreditation which applied prior to the
making of this Award and take into account the range of conditions under which
all work is performed.
(iii) The relationship between the entry rates of pay for
Grades 5 to 8 and the subsequent steps provides significant increases to staff
who acquire and utilise additional skills. This relationship is detailed
below:
Entry to Step 1 - 3.5%
Step 1 to Step 2 - 3.5%
Step 2 to Step 3 - 3.0%
(iv) Progression between the levels of the classification
structure as detailed in clause 6 - classification structure, shall be on the
basis of the acquisition and application of skills on the job over a period
satisfactory to assess whether the employee can apply the skill in a range of
conditions and to an acceptable level of performance. This period shall be a
minimum of 12 months.
8. Salary Sacrifice
An employee may agree to sacrifice a portion of their
pre-tax ordinary pay in accordance with Council’s Salary Sacrifice Policy.
9. Payment of Wages
(i) The Council will pay the weekly wage due to each
employee directly into an account bearing the employee’s name at a mutually
agreed financial institution (referred to as the nominated account) subject to
the following;
(a) The Council reserves the right to limit the
definition and number of financial institutions that can be nominated.
(b) Employees must supply full details of the nominated
account to the Council prior to commencing their employment.
(ii) Time off during normal working hours will not be
required by employees, or authorised by Council, for the purpose of obtaining
cash or otherwise attending to the accounts at the nominated financial
institutions.
(iii) An employee may authorise the Council to deduct
payments on behalf of the employee, provided the employee has given written
notification authorising the deduction(s).
10. Pay Increases
(i) This Award provides for an initial increase of
2.35% to the rates of pay under the previous Award. The new rates of pay detailed
in Table 1 of Part B are to be retrospectively applied from the first full pay
period on or after 1 July 2017.
(ii) The following further increase will be applied to
the rates of pay detailed in Table 1 of Part B from the first full pay period
on or after the date specified below.
(a) 1 July 2018: 2.5%.
(b) 1 July 2019: 2.5%.
11. Local Workplace Agreements
(i) The parties agree to review operations at the
workplace level on an ongoing basis with the view to providing enhanced
flexibility and efficiency.
(ii) In agreement with employees and their representative
unions, the Council may establish Local Workplace Agreements (LWA) particular
to a specific site or group of employees to provide improved flexibility and
efficiency.
(iii) A LWA may be negotiated to provide for different
conditions of employment than are provided for in the Council's Industrial
Agreements and Awards. As an example an LWA may change issues relating to:
hours of work, Shift Work, overtime, on call, meal breaks, and allowance
payments.
(iv) A LWA may provide for different conditions of
employment where the following requirements have been complied with:
a) employees are not disadvantaged when the LWA is
viewed as a whole;
b) the majority of employees affected agree after
taking all views into consideration, including the need to maintain effective
working relationships;
c) the appropriate Union has been advised prior to
commencement of discussions with the employees concerned;
d) the LWA is not contrary to any law or other
Enterprise Agreement and does not jeopardise safety;
e) the hours of work cannot be altered so that they
exceed the maximum number of ordinary hours allowed under the Industrial
Relations Act 1996 (NSW);
f) the LWA will improve efficiency and/or customer
service and/or job satisfaction.
(v) LWA's will be productivity-based. Existing Award
provisions will apply unless expressly varied by such an Agreement.
(vi) LWA's may provide for improvements in remuneration
and/or conditions linked to productivity improvements.
(vii) LWA's will be by consent, between employees, the
Council and the relevant Union(s), where the parties shall commit in writing
and include a date of operation and expiration. Affected employees will be
given the opportunity to vote on any Agreement proposed by the relevant
union(s). In order for the LWA to be accepted, a majority (i.e. 50% + 1) of
employees party to the LWA must vote in favour of it.
(viii) All LWA’S that have been accepted as per sub-clause
11(vii) will be registered with the NSW Industrial Relations Commission.
12. Workplace Flexibility
(i) The parties to this Award agree that to provide an
efficient and effective level of service staffing arrangements must continually
address service demands and employees must be flexible to the Council’s
requests to perform additional or other duties as necessary.
(ii) To meet service demands, from time to time, the
Council may require employees to transfer between divisions/positions within
the same salary band or level.
(iii) The transfer of an employee to a new position will
be carried out after considering the job requirements of the position and the
employee’s relevant experience, skills, abilities and knowledge.
(iv) An employee will not be placed in a position where
they are unable or unqualified to meet that position’s job requirements, unless
training opportunities are also provided. It is the responsibility of the
employee to notify the Council if they believe they are unable or unqualified
to meet a position’s job requirements.
(v) Transferring employees for the purposes of this
clause will receive their existing rate of pay (i.e. the employee’s take home
pay will not be reduced).
(vi) Transfers may involve changes to duties and
functions. Where this occurs, employees may be required to undertake formal or
on the job training to gain necessary skills and to be able to accept new
responsibilities.
(vii) Where prior written approval is given, the Council
will bear the costs associated with any training which the employee is
requested or required to undertake
13. Skills Development and Workplace Training
(i) The Council agrees to develop and implement
individual development plans for all staff. Such plans will be developed
through consultation and assessment of skills with regard to organisational
requirements and individual career paths.
(ii) Individual development plans will be reviewed
annually in line with the Performance Management & Development Program.
(iii) If an employee is required by the Council to undertake
compulsory training in accordance with the employee's individual development
plan, the employee will not suffer any reduction in ordinary pay as a result.
14. Terms of Employment
(i) To be eligible for a permanent appointment a person
must pass a full medical examination by Council’s medical officer.
(ii) An employee, who does not report for duty on any day
for any reasons shall, as soon as practicable after normal starting time on
that day, give notice to the Council or its authorised representative as to the
reason for and prospective duration of the absence.
(iii)
(a) Where an employee is absent from duty for reasons
which remove an entitlement to payment under this Award, the Council may deduct
from the wage of the employee, payment for all time not worked.
(b) The Council shall not make any deduction from wages
for time lost owing to wet weather, provided that the employee;
(1) shall continue working until such time as the
supervisor orders work to cease,
(2) shall stand by as directed by the supervisor, and
(3) shall recommence duty as directed.
(iv) Where an employee is absent from duty without
permission for a continuous period of one ordinary working week, and the
employee fails within such period to furnish an explanation in writing for the
absence satisfactory to the Council, the employee’s employment shall be deemed
to have abandoned their employment.
(v) This subclause provides:
(a) The Council may direct an employee to carry out such
duties as are within the limits of an employee's skill, competence and
training, provided that such duties are not designed to promote deskilling.
(b) An employee shall carry out such duties as directed,
including duties of a higher grade position.
(c) Subject to the provisions of sub-clause 36(xi),
where an employee is directed to perform work for which a lower grade, the
employee shall not suffer any reduction in rate of pay as a result of this
arrangement.
15. Hours of Work
(i) Spread of Hours - General
(a) The ordinary hours of employees shall be 38 hours
per week, worked between 6:00am and 8:00pm, Monday to Friday inclusive, except
for unpaid meal breaks.
(b) The ordinary hours of work shall not exceed 12 hours
on any one day.
(c) Except in cases of emergency (to be determined by
the Council), the Council shall not alter the starting and finishing time of
any employee without first giving 7 days notice of the change.
(ii) Arrangement of Hours
(a) In respect of 36.25 hours per week employees, the
ordinary hours of work may be arranged so as not to exceed 72.5 hours within 2
weeks or 145 hours within 4 weeks.
(b) In respect of 38 hours per week employees, the
ordinary hours of work may be arranged so as not to exceed 76 hours within 2
weeks or 152 hours within 4 weeks.
(iii) Spread of Hours - Shift workers
(a) The ordinary hours of a shift worker shall be worked
in shifts as rostered between Saturday to Friday inclusive, as follows;
(1) Motor Mechanics on night shift at the garage shall
work 32 hours per week in not more than 5 shifts in 7 consecutive days,
(2) Cleansing Service Operators on night cleansing
duties shall work 32 hours per week, and
(3) all other shift workers shall work 38 hours per week
between 6:00am and 8:00pm.
(b) For the 32 hours per week employees prescribed in
paragraphs (1) and (2) of this subclause, a shift penalty of 11.5 per cent
shall apply, except for a shift worked on a public holiday. This penalty is in
lieu of the 30 per cent night shift prescription, in accordance with the 32
hours per week arrangement (clause 20 - Penalty Rates) carried over from the
former Sydney City Council (as a result of boundary changes and or
amalgamations prior to 8 May 2003).
(iv) Shift worker - General
(a) A "Caretaker" or "Emergency Services
Officer" may be required to work broken shifts provided that not more than
2 shifts shall be worked without payment of overtime in any one day.
(b) Other than provided in paragraph (a), a shift worker
shall not be required to work;
(1) in broken shifts; or
(2) more than 11 shifts in 14 consecutive days without
payment of overtime.
(c) All Shift Work shall be rostered and the starting
and ceasing time of ordinary working hours shall be shown in this roster.
(d) There shall be an interval of at least 8 hours
between termination of any shift and commencement of the next succeeding shift.
(v) Changes in Hours Arrangements by Agreement - A
different arrangement or spread of hours to that set out in subclauses (i),
(ii), (iii) and (iv) may be agreed upon by the Council and the employee(s) concerned.
Any such agreement will be genuine with no compulsion to agree. At any stage
of the negotiations, either the employee(s) or Council may seek assistance from
the appropriate union or association.
(vi) Transfer of Employees to Shift Work
(a) In order to meet the needs of the industry, the
Council may introduce Shift Work or transfer a day worker to Shift Work,
provided;
(1) agreement is reached with the Union concerned; or
(2) in the absence of agreement, the dispute is referred
to the appropriate Conciliation Commissioner. In this case a day worker shall
not be transferred to Shift Work until the dispute has been resolved.
(b) The provisions of paragraph (a) of this subclause
shall not apply to:
(1) Shift Work already in operation as at the date of
making the award; or
(2) Council’s right to transfer a day worker to Shift
Work to perform the duties of a shift worker temporarily absent from duty.
(vii) Redistribution of Daily Working Hours - The Chief
Executive Officer and the Secretary of the Union concerned may enter into an
agreement for the adoption of a scheme for working a nine day fortnight or a
nineteen day month. Time worked during these periods shall be treated as the
ordinary hours of duty for the employee(s) concerned.
16. Part-Time Employment
(i) A part time employee shall mean an employee who is
employed to work regular days and regular hours, either of which are less than
the number of days or hours worked by weekly employees employed by the Council,
but such days shall not be less than 1 day per week and such hours shall not be
less than 4 hours per week and shall be worked in accordance with Clause 15,
Hours of Work of this Award.
(ii) Prior to commencing part-time work, Council and the
employee shall agree upon the conditions under which the work is to be
performed including:
(a) the hours to be worked by the employee, the days
upon which they shall be worked and the commencing and finishing times for the
work
(b) the nature of the work to be performed
(c) the rate of pay as paid in accordance with this
Award
(iii) The conditions may also stipulate the period of
part-time employment
(iv) The conditions may be varied by consent
(v) The conditions or any variation to them must be in
writing and retained by Council. The Council must provide the employee with a
copy of these conditions.
(vi) A part-time employee may work more than their regular
number of hours at their ordinary hourly rate by agreement.
(vii) Part-time employees shall receive all conditions
prescribed by the Award on a pro-rata basis of the regular hours worked.
(viii) Where a public holiday falls on a day where a
part-time employee would have regularly worked the employee shall be paid for
the hours normally worked on that day.
17. Casual Employment
(i) A casual employee shall mean an employee engaged on
a day to day basis.
(ii) A casual employee shall be paid an hourly rate for
ordinary hours worked in accordance with Clause 15, Hours of Work.
(iii) Overtime shall be paid where a casual employee works
outside the ordinary hours for that position.
(iv) Loading - In addition to the amounts prescribed by
sub-clause (ii) of this clause, a twenty five percent loading, calculated on
the ordinary hourly rate, shall be paid. This loading shall be paid in lieu of
all leave and public holidays prescribed by the Award.
18. Consultative Committee
(i) The Joint Consultative Committee comprising of
employee and management representatives, will continue to provide a forum for
consultations between the Council and its employees on matters effecting
efficiency and productivity, award restructuring and career opportunities for
employees.
(ii) All members of the Joint Consultative Committee
should undergo appropriate training to ensure effective participation in the
Joint Consultative Committee.
19. Higher Grade
(i) An employee, required to perform the normal duties
of a position which is at a higher grade within the wages system, shall be paid
the entry level for that grade, provided;
(a) the payment in the higher grade position shall be a
minimum increase of 2.5%,
(b) the payment shall be made for the time actually
spent relieving in the higher position, and
(c) where an employee acts higher grade for a period of
4.5 hours, the higher grade will be paid for the full day.
(ii) An employee who is appointed to a higher position
shall be paid the rate of the higher classification from and inclusive of the
date of appointment.
(iii) This subclause provides:
(a) Where a vacant position has been filled by a higher
grade appointment for a period of three months, the Council shall take the
necessary steps to make a permanent appointment to the position.
(b) This provision shall not apply to a position vacated
on approved leave.
(iv) On-the-job-training - The provision of this Clause
shall not apply to an employee who performs the whole or part of the duties of
a higher grade position for the purpose of gaining experience or training,
provided that the appointed occupant remains on duty and retains the responsibilities
of the position during this time.
20. Penalty Rates
(i) Except as otherwise provided, all employees are
entitled to the following penalty rates:-
(a) Rotating shifts, Monday to Friday inclusive:
(1) Morning Shifts - For all ordinary time worked which
commences after 4:00am and before 5:30am - ordinary rates plus 15%.
(2) Afternoon Shifts - For all ordinary time worked
which finishes after 8:00pm and at or before midnight - ordinary rates plus
15%.
(3) Night Shifts - For all ordinary time worked which
finishes after midnight and at or before 8:00am - ordinary rates plus 15%.
(4) Day Shifts - For all ordinary time worked other than
in (1), (2) and (3) above - ordinary rates.
(b) Permanent Shifts, Monday to Friday inclusive:
(1) Morning Shifts (as defined in sub-clause (a) (1)) -
ordinary rates plus 15%.
(2) Afternoon Shifts (as defined in sub-clause (a) (2))
- ordinary rates plus 15%.
(3) Night Shifts (as defined in sub-clause (a) (3)) -
ordinary rates plus 30%.
(c) Weekend and Public Holiday Shifts:
(1) Saturday Shifts - For all ordinary time worked, the
major portion of which falls between midnight Friday and midnight Saturday -
ordinary rates plus 50%.
(2) Sunday Shifts - For all ordinary time worked, the
major portion of which falls between midnight Saturday and midnight Sunday -
ordinary rates plus 100%.
(3) Public Holiday Shifts - For all ordinary time
worked, the major of which falls on a public holiday - ordinary rates plus
150%.
(d) Prescribed 32 Hour Week Workers:
(1) Permanent night shift (as defined in sub-clause (a)
(3)), Monday to Friday - ordinary rates plus 11.5%.
(2) Saturday Shifts (as defined in sub-clause (c) (1)) -
ordinary rates plus 25%.
(3) Sunday Shifts (as defined in sub-clause (c) (2)) -
ordinary rates plus 75%.
(4) Public Holiday Shifts (as defined in sub-clause (c)
(3)) - ordinary rates plus 150%.
(ii) This subclause provides:
(a) Transfer of Employee to Shift Work - Except as
provided for in paragraph (b) of this sub-clause, a day worker required by the
Council to transfer to Shift Work shall be paid for all morning, afternoon and
night shifts worked in the first week after transfer, as follows;
(1) if transferred to a 38 or 36.25 hour week roster -
ordinary rates plus 50%.
(2) if transferred to a 32 hours week roster - ordinary
rates plus 25%.
(b) A day worker engaged upon day work, who requests and
obtains a transfer to Shift Work, or as a result of having applied for and
obtained a position involving Shift Work, shall not be entitled to the
additional payments prescribed by this subclause.
(iii) Notice for Change in Roster - Where the employer
changes the roster of a rostered shift worker, other than a shift worker
rostered for relief work, without having first given the employee 48 hours
clear notice of the change, the employee concerned shall be paid for the first
shift worked on the altered roster at the rate of ordinary time plus 100%.
(iv) The provisions of this clause shall not apply to a
Caretaker in receipt of free quarters.
21. Overtime
(i) The Council may require an employee to work
reasonable overtime.
(ii) All time worked by direction before the commencement
of ordinary hours, or later than the completion or ordinary hours, shall be
paid at the rate of time and a half for the first two hours and double time
thereafter.
(iii) Saturday - Overtime worked on Saturday shall be paid
for at the rate of time and a half for the first two hours and double time
thereafter, provided any overtime worked after 12 noon on Saturday shall be
paid for at the rate of double time.
(iv) Sunday - Overtime worked on Sunday shall be paid for
at the rate of double time.
(v) Public Holidays
(a) Overtime worked on a Public Holiday as prescribed by
this award shall be paid for at the rate of double time during those hours
which would be ordinary hours of work.
(b) Any portion of overtime worked on a Public Holiday
outside the employee's ordinary working hours of work shall be paid for at the
rate of triple time.
(c) The payments prescribed in paragraphs (a) and (b)
shall be addition to the employee's normal pay for the holiday, where such an
entitlement arises under this Award.
(vi) Overtime worked on any day, whether in broken periods
or otherwise, shall be regarded as continuous.
(vii) Where the major portion of a period of overtime
worked extends into a Sunday or Public Holiday, the whole of the overtime shall
be deemed to have been worked on the Sunday or Public Holiday, as the case may
be.
(viii) Where overtime commences or terminates at an hour
where the usual means of transport are not available, the Council shall
provide, or pay for, suitable transport direct to the employee's home.
(ix) Minimum Payment - an employee who has ceased work and
returned home shall, if required to resume and cease work before the employees
normal starting time, receive a minimum payment equivalent to four (4) hours
work at the appropriate overtime rates. The provisions of this Clause shall not
apply to the following;
(a) To a Caretaker residing on premises at the place of
employment.
(b) Where an employee ceases work without permission or
at the request of the employee, before normal ceasing time for such work.
(x) Ten Hour Break
(a) Overtime required to be worked by Council shall be
arranged so that the employee has at least a ten consecutive hour break between
the completion of work on one day and the commencement of work on the next.
(b) Where overtime is not arranged as set out in
paragraph (a) of this subclause, the employee upon completion of such overtime,
shall be granted ten (10) consecutive hours off duty without loss of pay for
ordinary working time. If an employee is instructed to resume work without
having had ten consecutive hours off duty, the employee shall be paid at double
ordinary rates until such time as the ten hour break is granted.
(xi) Time Off in Lieu of Overtime - Where there is prior
agreement between the Council and the employee, an employee directed to work in
excess of ordinary hours may elect either to be paid the appropriate overtime
rate or be granted time off in lieu equivalent to the actual hours worked. This
paragraph shall not apply to employees who are on call or called back to work.
Such time must be taken within three (3) calendar months of accrual otherwise
overtime rates will be applied.
(xii) Shift workers
(a) Non continuous overtime - a shift worker called back
to work overtime shall be paid at the rate of double time.
(b) Public Holidays
(1) Overtime worked by a shift worker on a Public
Holiday shall be paid at the rate of double time and one half.
(2) Any time worked by a shift worker on a Public
Holiday that falls between the employee’s ordinary rostered working hours shall
not be regarded as overtime and shall be paid for at the appropriate penalty
rates.
22. Leave Entitlements
A. ANNUAL LEAVE
(i) Annual Leave shall accrue to full-time employees at
the rate of 20 days per annum and part-time employees at the rate of one and
two thirds days per month on a pro-rata basis.
(ii) If any special or public holiday for which an employee
is entitled to payment occurs during the period of their annual leave, the
leave period will be extended to account for such paid holidays.
(iii) If both parties agree, the leave may be taken in any
combination of separate periods, provided the leave is due and taken in whole
days.
(iv) If both parties agree, annual leave may be taken
wholly or partly in advance.
(v) If employed for a full year, a part time employee
shall be entitled to annual leave calculated on a proportionate basis.
(vi) Rostering - Council may roster the taking of annual
leave and, unless otherwise agreed between both parties, the date fixed for
this purpose will be within a period of twelve months after the annual leave
became due.
(vii) This subclause provides:
(a) Notice by Council - The Council shall give employees
at least one month’s notice of the date upon which they are to proceed on
annual leave. In the case where annual leave is rostered, notice of at least
two months will be given.
(b) Notice by Employee - The employee is required to
give 2 weeks’ notice of the intention to take leave.
(viii) This subclause provides:
(a) Employees are entitled to receive their ordinary pay
for the holiday period in full prior to proceeding on annual leave.
(b) Higher Grade - Where an employee performs duties of
a higher grade for a continuous period of at least three calendar months
immediately proceeding the taking of annual leave, and the employee has not
ceased to do such work for an aggregate period of more than five working days,
the employee shall be paid for the annual holiday at the rate applicable to the
higher classification.
(c) Loading - In addition to the payment prescribed in
paragraphs (a) and (b) of this subclause, an employee shall be paid a loading
equivalent to 17.5% of four weeks ordinary wage in respect of each four weeks
annual leave accruing. However, in the case of an employee engaged on rostered
Shift Work for a period of twelve months prior to the taking of annual leave,
the employee shall continue to be paid the penalty rates relevant to the
existing or projected roster, or the loading prescribed by this paragraph,
whichever is the greater.
(ix) On resignation or termination of employment, the
Council shall pay to the employee, or the duly authorised legal representative
of the employee, all annual leave due to the employee. This shall include
payment for any annual leave due to the employee on a proportionate basis. The
amount payable shall be calculated at the employee’s ordinary rate of pay
applicable at the date of termination.
B. BEREAVEMENT LEAVE
(i) Where an employee, other than a casual employee, is
absent from duty because of the death of a person in accordance with paragraphs
(a) to (e) below and provides satisfactory evidence to council of such, the
employee shall be granted two days leave with pay upon application. Persons in
respect of whom bereavement leave may be claimed shall include;
(a) a spouse of the employee;
(b) a de-facto spouse, who, in relation to a person, is
a person of the opposite sex to the first mentioned person who lives with the
first mentioned person as the husband or wife of that person on a bona fide
domestic basis although not legally married to that person;
(c) a child or an adult child (including an adopted child,
step child, a foster child or an ex nuptial child), parent (including a foster
parent and legal guardian), grandparent, grandchild or sibling of the employee
or spouse or de facto spouse of the employee;
(d) a same sex partner who lives with the employee as
the de-facto partner of that employee on a bona fide domestic basis; or
(e) a relative of the employee who is a member of the
same household where for the purposes of this paragraph:
‘relative’ means a person related by blood, marriage or
affinity;
‘affinity’ means a relationship that one spouse because
of marriage has to blood relatives of the other; and
‘household’ means family group living in the same
domestic dwelling.
(ii) Bereavement leave shall be taken within a
reasonable period as soon as practicable from the date of the death of the
individual.
(iii) Employees will be entitled to an additional three
days bereavement leave following the death of a parent (including foster and
step-parent), spouse (including de-facto partner and same sex partner) or child
(including step, foster child).
(iv) An employee shall not be entitled to bereavement
leave under this clause during any period in respect of which the employee has
been granted other leave.
(iv) Bereavement Entitlements for Casual Employees
a. Subject to providing satisfactory evidence to
Council, casual employees are entitled to not be available to attend work, or
to leave work upon the death of a person prescribed in sub-clause 22B(i)
paragraphs (a) to (e) above.
b. Council and the employee shall agree on the period
for which the employee will be entitled to not be available to attend work. In
the absence of agreement, the employee is entitled to not be available to
attend work for up to 48 hours (i.e. two days) per occasion. The casual
employee is not entitled to any payment for the period of non-attendance.
c. Council must not fail to re-engage a casual
employee because the employee accessed the entitlements provided for in this
clause. The rights of Council to engage or not engage a casual are otherwise
not affected
C. PERSONAL CARER’S LEAVE
(i) Personal Carer’s leave is available to:
(a) provide care and/or support for sick members of the
employee’s family or household when they are ill or require care due to an
unexpected emergency; or
(b) provide for the flexible use of other entitlements.
The personal carer’s leave described in this section C
is available to full time and part time staff - but not casual staff.
(ii) The entitlement to use leave in accordance with
this section is subject to the employee being responsible for the care and
support of the Person Concerned.
(iii) For the purposes of this section C and section C(A),
a ‘Person Concerned’ refers to a person who needs the employee’s care and
support and is:
(a) a spouse of the employee;
(b) a de-facto spouse, who, in relation to a person, is
a person of the opposite sex to the first mentioned person who lives with the
first mentioned person as the husband or wife of that person on a bona fide
domestic basis although not legally married to that person;
(c) a child or an adult child (including an adopted
child, step child, a foster child or an ex nuptial child), parent (including a
foster parent and legal guardian), grandparent, grandchild or sibling of the employee
or spouse or de facto spouse of the employee;
(d) a same sex partner who lives with the employee as
the de-facto partner of that employee on a bona fide domestic basis; or
(e) a relative of the employee who is a member of the
same household where for the purposes of this paragraph:
’relative’ means a person related by blood, marriage or
affinity
‘affinity’ means a relationship that one spouse because
of marriage has to blood relatives of the other: and
‘household’ means family group living in the same
domestic dwelling.
(iv) An employee, other than a casual or other employee
that receives a loading in lieu of sick leave, with responsibilities in
relation to a person who needs their care and support shall be entitled to use
the untaken sick leave, from that year’s annual sick leave entitlement, to
provide care and support for such persons when they are ill or require care due
to an unexpected emergency.
(v) Sick leave accumulates from year to year. In
addition to the current year’s grant of sick leave available under (ii) above,
sick leave untaken from the previous year may also be accessed by an employee
with responsibilities in relation to a person who needs their care and support.
(vi) The Council may, in special circumstances, make a
grant of additional sick leave. This grant can only be taken from sick leave
untaken prior to the period referred in (v) above.
(vii) The employee shall, if required, establish either by
production of a medical certificate or statutory declaration, the illness of
the person concerned and that the illness is such as to require care by another
person or establish by production of documentation the nature of the emergency
and that such emergency resulted in the person concerned requiring care by the
employee.
(viii) The employee shall, wherever practicable, give the
Council notice prior to the absence of the intention to take leave, the name of
the person requiring care and that person’s relationship to the employee, the
reasons for taking such leave and the estimated length of absence. If it is not
practicable for the employee to give prior notice of absence, the employee
shall notify the Council by telephone of such absence at the first opportunity
on the day of absence.
(ix) In normal circumstances, the employee must not take
leave under this section C where another person has taken leave to care for the
same person.
(x) An employee may elect, with the consent of the
Council, to take:
(a) annual leave, including annual leave not exceeding
ten days in single day periods or part thereof, in any calendar year at a time
or times agreed by the parties;
(b) an employee may elect with the Council’s agreement
to take annual leave at any time within a period of 24 months from the date at
which it falls due;
(c) long service leave; or
(d) leave without pay for the purpose of providing care
and support to the person concerned as defined in (iii)
(xi) Personal Carers entitlements for casual staff:
(a) Subject to the evidentiary and notice requirements
in (vii) to (viii), casual employees are entitled to not be available to attend
work, or to leave work if they need to care for a Person Concerned (as defined
in (iii)) who is sick and requires care and support, or who requires care due
to an unexpected emergency, or the birth of a child.
(b) The Council and the employee shall agree on the
period for which the employee will be entitled to not be available to attend
work. In the absence of agreement, the employee is entitled to not be available
to attend work for up to 48 hours (i.e. two days) per occasion. The casual
employee is not entitled to any payment for the period of non-attendance.
(c) The Council must not fail to re-engage a casual
employee because the employee accessed the entitlements provided for in this
part. The rights of the Council to engage or not to engage a casual employee
are otherwise not affected.
C(A). FLEXIBLE WORK PRACTICE ALTERNATIVE TO PERSONAL CARER’S
LEAVE
(i) Time off in Lieu of Payment of Overtime:
(a) An employee may elect, with the consent of the
Council, to take time off in lieu of payment of overtime at a time or times
agreed with the Council within 12 months of the said election.
(b) Overtime taken as time off during ordinary time
shall be taken at the ordinary time rate, that is, one hour off for each hour
of overtime worked.
(c) If, having elected to take time as leave in
accordance with (i)(a) above, the leave is not taken for whatever reason,
payment for time accrued at overtime rates shall be made at the expiry of the
12 month period from the date the overtime was worked, or earlier by agreement,
or on termination.
(a) Where no election is made in accordance with (i)(a)
the employee shall be paid overtime rates in accordance with the relevant
industrial instrument.
(ii) Use of make-up time:
(a) An employee may elect, with the consent of the
Council, to work "make up time". "Make-up time" is worked
when the employee takes time off during ordinary hours for family or community
service responsibilities, and works those hours at another time, during the
spread of ordinary hours provided in the relevant industrial instrument, at the
ordinary rate of pay.
(b) An employee on Shift Work may elect, with the
consent of the Council, to work "make-up time" (under which the
employee takes time off during ordinary hours and works those hours at another
time) at the Shift Work rate which would have been applicable to the hours
taken off.
D. LONG SERVICE LEAVE
(i) An employee shall be entitled to long service leave
at their ordinary rate of pay as follows:
Length of Service
|
Entitlement
|
|
Prior to 22/8/83
|
Since 22/8/83
|
After 5 years of service
|
NA
|
6.5 weeks
|
After 10 years of service
|
13 weeks
|
13 weeks
|
After 15 years of service
|
19.5 weeks
|
21.5 weeks
|
After 20 Years Service
|
30.5 weeks
|
35 weeks
|
For every completed period of 5 years
|
11 weeks
|
13 weeks
|
service thereafter
|
|
|
(a) Long service leave shall accrue in accordance with
the above table and proportionately for each completed month of service.
(b) Where an employee has completed more than 5 years
service with the Council and is terminated for any cause, the employee or the
authorised or legal representative of the employee, shall be paid the monetary
equivalent of all long service leave accrued but not taken by the employee at
the date of termination. The entitlements shall be calculated in accordance
with the table set out in part (a) of subclause (i) of this Clause.
(ii) Notice
(a) The Council must give the employee at least one
month’s notice of the granting of long service leave.
(b) The employee is required to give 2 weeks’ notice of
the intention to take long service leave.
(iii) If both parties agree, accrued long service leave
may be taken in separate periods of not less than one week.
(iv) Employees are entitled to receive their ordinary pay
for the period of long service leave prior to taking long service leave.
(v) The period of long service leave will be extended by
any public holidays or award holidays that may fall during the period of leave.
(vi) This subclause provides:
(a) For the purpose of calculating long service leave
entitlements in accordance with sub-clause (i) (a) of this clause all prior
continuous service with any other Council within New South Wales shall be
deemed to be service with Council.
(b) Continuity of service shall be deemed not to be
broken by transfer or change of employment from another Council provided the
period between cessation of service and the date of employment with South
Sydney City Council does not exceed three months.
(vii) Where an employee is employed in accordance with the
provisions of this award and transfers to another Council and the employee
elects to transfer accrued long service leave entitlements, Council will pay to
the newly employing Council the monetary equivalent of all long service leave
accrued by the employee at the time of transfer. However, an employee who at
the time of transfer has completed at least five years continuous service may
elect to be paid the monetary equivalent of the entitlement.
E. PARENTAL LEAVE
(i) Parental Leave will be interpreted consistent with
the provisions of Part 4, Parental Leave of the Industrial Relations Act
1996 (NSW) as amended, the NSW Family Provisions Test Case 2005, and section
744 of the Fair Work Act 2009 (Cth).
(ii) Parental Leave includes maternity leave, paternity
or partner leave or adoption leave.
(iii) An employee is only entitled to parental leave if
the employee has had at least 12 months continuous service.
(iv) Parents cannot take parental leave at the same time
except periods of short paternity or partner leave or periods of short adoption
leave.
(v) Entitlement
(a) an employee is entitled to a total of 52 weeks
parental leave in connection with the birth or adoption of a child; and
(b) parental leave is not to extend beyond 1 year after
the child was born or adopted.
(vi) Paternity or Partner Leave
(a) Paternity or partner leave is leave taken by an
employee in connection with the birth of a child of the employee or the
employee’s spouse (being a child born as a result of the pregnancy of that
spouse).
(b) Paternity Leave consists of up to 2 weeks leave on
full pay or 4 weeks on half pay at the time of birth of the child or
termination of pregnancy (short leave in accordance with sub-clause 22E(iv);
and
(c) a further unbroken period including 4 weeks on full
pay or 8 weeks on half pay in order to be the primary care-giver of the child
(d) Paternity or partner leave is subject to the
employee providing a certificate from a qualified medical practitioner confirming
the employee’s spouse or partner is pregnant and the expected date of birth. In
addition, in the case of paternity or partner leave taken in accordance with
(c) above, the employee must, before the start of leave, provide a statutory
declaration by the employee stating:
(1) If applicable, the period of any maternity leave
sought or taken by the employee’s spouse or partner, and
(2) That the employee is seeking that period of extended
paternity or partner leave to become the primary care-giver of their child
(vii) Maternity Leave
(a) An employee who has completed 12 months continuous
service and who produces a medical certificate from a legally qualified medical
practitioner stating that she is pregnant and specifying the expected date of
delivery shall be entitled to:
18 weeks full pay; or
36 weeks half pay from the date maternity leave
commences;
(b) The employee will provide at least 10 weeks written
notice of the intention to take leave.
(c) Other arrangements for maternity leave shall be in
accordance with the Council’s Parental Leave Policy.
(viii) Adoption Leave
(a) Adoption Leave is leave taken by a male or female
employee in connection with the adoption by an employee, or a partner of an
employee, of a child under the age of 18 years. Adoption leave consists of:
(1) an unbroken period of up to 3 weeks unpaid leave at
the time of the placement of the child with the employee; and a further
unbroken period in order to be the primary care-giver of the child
(2) An employee, entitled to adoption leave, who adopts
a child under the age of 5 years shall be entitled to:
18 weeks full pay; or
36 weeks half pay
(b) Adoption leave is subject to the employee providing:
a statement from an adoption agency or another
appropriate body of the expected date of placement of the child with the
employee for adoption purposes and
a statutory declaration by the employee stating, where
applicable, the period of any adoption leave sought or taken by the employee’s
spouse or partner, and that the employee is seeking that period of extended
adoption leave to become the primary care-giver of their child
(c) For the purposes of this sub-clause, spouse includes
a de-facto spouse.
(ix) The weekly rate of pay referred to in sub-clauses
22E(vi), (vii) and (viii) will be based on the employee’s substantive hourly
salary times the average number of ordinary weekly hours worked over the
preceding 12 months.
(x) Notice of Intention to Take Parental Leave
(a) The employee should give at least 10 weeks’ written
notice of their intention to take leave.
(b) In the case of maternity leave and paternity leave
the employee must give 4 weeks’ written notice of the dates on which the leave
will commence and end.
(c) In the case of adoption leave the employee must give
written notice of the dates on which the employee proposes to start and end the
period of leave as soon as practicable but at least 14 days before proceeding
on leave.
(xi) Right to Request
(a) An employee entitled to parental leave may request
the Council to allow the employee to:
(i) extend the period of simultaneous parental leave
use up to a maximum of eight weeks;
(ii) extend the period of unpaid parental leave for a
further continuous period of leave not exceeding 12 months; and
(iii) return from a period of parental leave on a
part-time basis until the child reaches school age,
to assist the employee in reconciling work and parental
responsibilities.
(b) The Council shall consider the request having regard
to the employee's circumstances and, provided the request is genuinely based on
the employee's parental responsibilities, may only refuse the request on
reasonable grounds related to the effect on the workplace or Council’s
business. Such grounds might include cost, lack of adequate replacement staff,
loss of efficiency and the impact on customer service.
(c) The employee's request and Councils decision made
under sub-clauses 22E(xi)(a)(ii) and (xi)(a)(iii) must be recorded in writing.
(d) Request to return to work part-time - Where an employee
wishes to make a request under sub-clause 22E(xi)(a)(iii), such a request must
be made as soon as possible but no less than seven weeks prior to the date upon
which the employee is due to return to work from parental leave.
(xii) Communication during parental leave
(a) Where an employee is on parental leave and a
definite decision has been made to introduce significant change at the
workplace, the Council will take reasonable steps to:
(1) make information available in relation to any
significant effect the change will have on the status or responsibility level
of the position the employee held before commencing parental leave; and
(2) provide an opportunity for the employee to discuss
any significant effect the change will have on the status or responsibility
level of the position the employee held before commencing parental leave.
(b) The employee shall take reasonable steps to inform
the Council about any significant matter that will affect the employee's
decision regarding the duration of parental leave to be taken, whether the
employee intends to return to work and whether the employee intends to request
to return to work on a part-time basis.
(c) The employee shall also notify the Council of
changes of address or other contact details which might affect the employer's
capacity to comply with paragraph (a) above.
F. SICK LEAVE
(i) Definition - Sick Leave is paid leave of absence
(payable at the ordinary rate) which is granted to an employee when the
employee is unable to perform his/her duties on account of illness or injury.
(ii) Entitlements
(a) Upon appointment - 15 days
(b) Upon completion of each 12 months of service
subsequent to appointment - 15 days.
(c) Sick leave shall be cumulative from year to year
(d) Part-time employees shall have pro-rata entitlement
to sick leave calculated upon the number of hours worked per year.
(iii) Notification of absence
(a) An employee unable to attend work through illness or
injury shall contact their supervisor or designated person as soon as practicable.
(b) Where possible the employee shall advise their
supervisor of the anticipated length of their absence from work.
(iv) Provision of Medical Certificates
(a) When an employee is absent from work owing to
illness or injury for a period in excess of two consecutive working days
(inclusive of weekends) the employee must provide a certificate from a
qualified medical practitioner, confirming that the employee was unfit to
attend work for the period claimed as sick leave. This certificate must be
dated within 3 days from and inclusive of the first day of absence.
(b) When an employee has three (3) absences (including
carer’s leave absences) not supported by a medical certificate in a year, the
employee is required to furnish a medical certificate for all future absences
for the balance of that service year.
(c) When an absence on sick leave is likely to extend
for a period longer than 5 days, the employee shall provide a medical
certificate to their supervisor which shows the anticipated date of return.
(d) When the absence extends beyond the date shown on
the initial certificate issued, the employee shall submit a new certificate
which shows the anticipated date of return and will continue to provide such
certificates until the employee returns to work.
(e) Requests for payment of sick leave shall be
submitted on the appropriate form supplied by the Council.
(v) Direction to attend a Medical Examination
Council may direct an employee to attend a medical
practitioner nominated by the Council:
(a) when it appears unlikely that the employee will
resume their employment; or
(b) when the absence is likely to be for a period which
will exhaust the employees entitlements to be paid sick leave; or
(c) the employee is ill so frequently as to raise the
question of fitness to carry out the duties of their substantive position.
(d) when an explanation for illness contained in a
medical certificate is vague or insufficient.
(vi) Sick Leave Without Pay
(a) Where an employee has exhausted all accrued sick
leave entitlements and the employee is unable to attend for duty owing to
illness or injury, the period of absence shall be regarded as sick leave
without pay.
(b) An employee’s entitlement to sick leave without pay
will be 60 days.
(c) Periods of sick leave without pay shall count as
service provided the maximum period or periods of sick leave without pay does
not exceed a total of 60 days.
(vii) Public holidays or rostered recreation days occurring
during a period of absence due to sick leave, shall not be counted as sick
leave.
(viii) Higher Grade - Where an employee performs duties of a
higher grade for a continuous period of at least three (3) months immediately
proceeding the taking of sick leave, and the employee has not ceased to do such
work for an aggregated period of more than five (5) working days, the employee
shall be paid for the sick leave at the rate applicable to the higher
classification for a maximum of 20 days for any one absence.
(ix) Illness when on Annual/Long Service Leave - If an
employee becomes sick or is injured whilst on annual leave or long service
leave, the employee may elect to have the period of illness treated as sick
leave and at a time convenient to the Council take additional holiday leave
equivalent to the period of illness, provided:-
(a) the period of illness or injury is at least 7 days;
and
(b) the illness or injury is supported by medical
evidence satisfactory to the Council confirming that the employee was
housebound.
(x) Refund of Sick Pay - Where an employee obtains a
verdict for damages or an amount of money in settlement of a claim for damages
against a third party in respect of an injury or illness for which the employee
has received sick pay in accordance with the provisions of this Clause, the
employee shall refund to the Council any such sick pay paid by the Council
insofar as the verdict or settlement includes an amount in respect of such sick
pay.
(xi) Council’s liability under this clause in respect of
one continuous absence of sick leave is limited to 315 days for staff employed
as at 11 February 1980 and 260 days for those employees commencing employment
on and after the 12 February 1980.
G. OTHER LEAVE
(i) Jury Leave
Full time or part time employees required to attend
jury service will be paid an amount equal to the difference between what the
employee is paid for jury service and what an employee would have been paid if
they had worked their rostered hours.
23. Public Holidays
(i) New Year’s Day, Australia Day, Good Friday, Easter
Saturday, Easter Sunday, Easter Monday, Anzac Day, Queen’s Birthday, Labour
Day, Christmas Day, Boxing Day and any other days proclaimed as public holidays
by the New South Wales State Government will be holidays under this Award.
(ii) In addition to the days provided for in sub-clause
(i), employees who are Aboriginal and Torres Strait Islanders shall be entitled
to one day during NAIDOC week so that they can participate in National
Aboriginal and Islander Day celebrations.
(iii) Where a holiday occurs on a day on which an employee
is rostered off while employed on a rotating roster system, the employee shall
be paid an ordinary day’s pay for that day. This payment shall be in addition
to an ordinary week’s pay, provided that the additional amount paid for the
public holiday does not exceed eight hours pay.
(iv) Where an employee is required to perform higher grade
duties for the full day proceeding or following a public holiday, the employee
shall be paid for the holiday at the higher grade rate.
(v) An employee who is absent without pay on the working
days immediately before and following a public holiday shall not be entitled to
payment for the holiday.
24. Union Picnic Day
(i) This subclause provides:
(a) Union Picnic Day shall for the purposes of this
Award be regarded as a holiday for employees who are financial members of the
union(s). The Union Picnic Day shall be held on a day that is agreed to by the
Council and the Union(s).
(b) The union(s) shall advise the Council of financial
members as at the time of the Union Picnic Day. Such advice must be given at
least two weeks prior to the Union Picnic Day.
(ii) Where an employee, who is not a financial member of
the union(s), is required to work on Union Picnic Day, the employee shall be
paid ordinary pay for the normal working day.
(iii) Employees who are not financial members of the
Union(s) and who are not required by Council to work on Union Picnic Day may
apply to the Council to take annual leave, time off in lieu of overtime, leave
without pay, such other leave as may be approved by Council, or may be required
by Council to make up overtime.
25. Calculation of Service
(i) For the purpose of this Award, the following
periods shall be taken into account in calculating service with the Council:
(a) any leave of absence with pay approved by Council;
(b) any leave of absence without pay approved by Council
but not exceeding one ordinary working week;
(c) periods of absence due to accident or incapacity for
work covered by the Workers Compensation Act 1987;
(d) previous periods of service which were not
terminated by resignation or dismissal; and
(e) any period of service with the Australian Military
Forces provided that the employee enlisted or was called up direct from the
service of the South Sydney City Council and the employee subsequently returned
to Council’s service.
(ii) Sick Leave without Pay - where sick leave has been
approved by Council, the period of leave shall count as service, provided:
(a) the maximum period or periods of leave without pay
to count as service does not exceed a total of 60 days,;
(b) any periods of sick leave without pay approved to
count as service shall be aggregated so that the maximum available throughout
the employee’s employment with Council shall be limited to a total amount of 60
days; and
(c) where the incapacity is due to war caused
disabilities accepted by the Department of Veteran’s Affairs, the employee
shall be entitled to have counted as service one additional week for each year
of the employee’s service.
26. Work Health & Safety
(i) The parties to this Award acknowledge that they are
mutually responsible for providing a safe and healthy work environment. The
parties will work co-operatively through the Work Health & Safety (WHS)
Committee and other workplace consultative committees to ensure that employees
may carry out their work free from the risk of injury or harm.
(ii) The Council will continuously address hazards in the
workplace through implementation of WHS Plans which may be added to or amended
from time to time. WHS Plans will be used to identify, assess and control
workplace hazards through consultation with employees and management.
(iii) The Council will put in place and/or instruct
employees on safe systems of work and all employees will comply with those safe
systems of work and use the plant, equipment, and protective clothing provided
safely and in the manner for which it is intended.
(iv) Employees who identify potential risks or hazards
must immediately report the risk or hazard to the WHS Committee.
27. Uniforms, Clothing and Safety
(i) Where the Council provides an employee with a
uniform or safety/protective clothing, including safety footwear:
(a) The Council shall pay for the cost of clothing.
(b) The employee shall wear and use such clothing
(including footwear) to achieve the purpose for which it was supplied.
(c) The Chief Executive Officer shall determine the
style, nature, quality and quantity of clothing.
(d) Lost or damaged clothing due to an employee’s misuse
or negligence shall be replaced or paid for by the employee to whom the
clothing was issued.
(ii) This subclause provides:
(a) All employees will comply with safety regulations
and wear all safety equipment and clothing at all times.
(b) An employee who fails or refuses to wear safety
clothing (including footwear) will not be permitted to commence work and will
be sent home to collect the clothing. The employee shall receive no pay for
the absence.
(c) An employee who continues to breach the provisions
of this clause will be subject to disciplinary action.
28. Workplace Efficiency
(i) The union(s) and employees concerned will cooperate
in relation to the introduction of mechanisation or technological changes in
the Council, depending on prior consultation. This is to enable advantage to be
taken of new or improved technology so as to achieve efficiency gains, both
monetary and otherwise, by enabling the most suitable plant and equipment to be
used, and to facilitate the introduction of mechanisation or technological
changes.
(ii) Where the Council does not have specialised
equipment or plant, or where purchase of such equipment could not be
financially justified, or where work involves expertise beyond Council’s staff,
or in special circumstances, contractors may be used to perform work concerned.
(iii) The Council may reintroduce time clocks and/or
attendance books for all personnel with no loss of privilege to current
individual staff exempted at present.
(iv) The Council may rearrange lunch breaks to increase
effective working time and reduce disruption to the workforce.
(v) To achieve increases in effective working time,
existing practices shall be altered so that;
(a) Morning/afternoon tea breaks are to be taken where
the employee is working; and
(b) The maximum period of 10 minutes changing, showering
and washing time, allowed as a concession to those employees whose normal
duties necessitate that they have a shower or a wash before departing, shall
not be exceeded.
(vi) To shorten the waiting time for stores and materials,
to obtain more effective use of working time and to facilitate faster
completion of jobs, employees concerned will cooperate with management in the
early planning of stores acquisitions and related matters.
(vii) Trades staff are to cooperate with management in
improving, where feasible, the orderly and economical scheduling of work to be
done by the various trades concerned in jobs where more than one trade is
involved.
(viii) Employees will co-operate in the introduction of
future improvements in working practices and procedure and improved and more
efficient working methods where reasonable and will cooperate in reducing costs
where practicable.
29. Exemption from Industrial Action
The unions agree that the following permanent exemptions
shall apply in relation to all industrial action:
(i) Council may engage contractors to provide security
services in relation to the Administrative Offices and Council Chambers
complex, if Council deems it necessary for public safety and/or the protection
of property;
(ii) Emergency Services Officers are exempt from all
industrial action;
(iii) community services, including meals-on-wheels and
other services to aged persons, the food cooperative service, the tenants’
support service, shall be exempt from all industrial action;
(iv) watering and care of all horticultural material,
including nursery stock, seedlings, specialised turf sporting areas and
complexes shall be exempt; and
(v) at the Administrative Offices and Council Chambers,
the following shall be exempt from all industrial action;
(a) the staffing of the Administrative Offices’
vehicular entrances;
(b) the staffing of the Administrative Offices’
pedestrian entrances;
(c) the staffing of the Council Chambers’ main entrance;
(d) the work of the roving patrols of the Administrative
Offices and Council Chambers;
(e) the Mayor’s Officer;
(f) Council’s Pest Controller and their plant and
equipment; and
(g) watching services required by law at Council’s
depots shall be exempt from all industrial action.
30. Tool Allowance
(i) The Council shall provide all necessary tools for
all employees, except a tradesperson in receipt of a tool allowance.
(ii) This subclause provides:
(a) The rate per week for tool allowances is set out in
Table 2 of Part B of the Award.
(b) The allowance paid shall be deemed to apply in
respect to the full range of tools ordinarily used in the performance of the
employee’s trades, occupation and duties.
(iii) The Council shall:
(a) Provide a suitable and secure weather proof lock-up
for the purpose of storing employees’ tools on the job.
(b) Insure and keep insured against loss or damage by
fire or theft while on Council’s premises, such tools of employees as are
necessary and used during the course of their employment.
(iv) The employee shall, if requested to do so, provide
the Council with a list of tools used.
(v) The Council shall provide tools, other than those
expected to be provided by a Tradesperson and for which the allowance is paid.
Any argument about this matter is to be dealt with in accordance with the
dispute procedure of the Award or referred to the Joint Consultative Committee
for consideration.
31. Travelling Expenses
(i) An employee may apply for a monetary advance to cover
those costs which can be determined prior to the required travel.
(ii) Upon presentation of receipts or other accepted
documentation, the employee may claim for reimbursement of all reasonable
expenses incurred (less any advance paid) in connection with the employee’s
duties as directed.
(iii) Travel arrangements, including accommodation, shall
be arranged mutually between the employee and the appropriately authorised
Council employee.
32. Meal Breaks
(i) Unpaid Breaks - An unpaid break of a minimum of 30
minutes shall be given and taken within the first 5 hours of continuous work.
(ii) Payment when meal break not able to be taken:
(a) Overtime - An employee required to work overtime for
2 hours or more immediately after the agreed finishing time shall be granted a
meal break not exceeding 20 minutes. Where an employee is required to work a
further 4 hours following the first 2 hours of overtime a break of 20 minutes
shall be taken each subsequent 4 hours worked.
(b) Shift Work - An employee working Shift Work shall be
granted a paid crib break of 30 minutes in each shift.
(iii) All meal and crib breaks shall be taken at the
direction of the Council.
(iv) Meal and crib breaks shall not be regarded as an
interruption to overtime.
(v) This subclause provides:
(a) Except in cases of extreme emergency, an employee
shall not be required to work continuously for more than 5 hours without a meal
or crib break.
(b) Where this is required, an employee shall be paid at
the rate of double ordinary rates for all ordinary time worked after the expiry
of the 5-hour period. This payment will continue until the meal break is
granted or until normal finishing time, whichever is earlier.
(c) Extension of Meal Break - Where there is prior
agreement between the Council and the employee(s), the taking of meal breaks
may be extended beyond 5 hours without the payment of overtime. Agreements
reached in relation to the extension of meal breaks must be genuine.
33. Payment to Dependants of a Deceased Employee
Where the service of an employee is terminated by death and
the employee has an entitlement to payment for annual and/or long service
leave, then the amount to which the employee would have been entitled shall be
paid by the Council to the estate of the deceased employee upon notification.
34. Employee Representatives
(i) Employees may nominate an employee representative
of their choice, as defined below, to represent them in consultations with the
Council and/or the Unions.
(ii) For the purposes of this Award, "employee
representative" means an employee of the Council, covered by this Award,
nominated by an affected employee(s) of the Council from time to time.
(iii) With written notification given to the Council,
employee representatives will be allowed reasonable time from usual duties,
with pay, to represent employees during consultations.
(iv) Employee representatives may also be granted leave of
absence with pay to undertake training of up to 3 days on the following
conditions:
a. the content of the training will enhance their role
in carrying out representational functions under this Award; and
b. the Council's operating requirements permit the
granting of the leave and are subject to the normal leave approval process.
(v) While the Council provides employee representatives
access to the Council's electronic mail system for the purposes of carrying out
functions under this Award, Information Technology policies apply to all users
of the Council's information technology facilities and acceptance of the
policies and associated rules governing the use of IT facilities is a condition
of use.
(vi) Employee representatives may, with the approval of
the Council, hold meetings with the affected employees on the premises of the
Council at times and locations agreed between the employee representative and
the Council, provided that adequate notice is given to the Council of the
intention to hold such meeting and the location thereof, and that such meetings
are not held during working hours.
35. Use of External Resources (Contractors)
(i) Council has a commitment to a viable, efficient and
flexible day workforce that will respond to community expectations in the
performance of its work programs.
(ii) Whilst acknowledging the circumstances where
external resources are used (refer to paragraph (v) of Clause 28 - Workplace
Efficiency), Council gives a commitment to;
(a) develop its staff to become competitive, efficient
and responsive to changing climates, and
(b) provide meaningful and rewarding work to its employees.
(iii) The parties recognise that there needs to be
effective communication in relation to all issues associated with contracting,
particularly at the workplace level. To facilitate this;
(a) Unit Managers will communicate on a regular (say monthly)
basis with the appropriate delegate(s) and supervisors as necessary to discuss
these issues.
(b) Access is then available to Divisional Directors
Departmental Heads about unresolved problems raised at monthly meetings.
(c) Should a matter still remain unresolved it may,
without restricting the parties rights under the Disputes Settlement Procedure,
be referred to the Joint Consultative Committee for further consideration.
36. Termination of Employment
The Council will apply the Industrial Relations Act
1996 (NSW) if it terminates the employment of an employee.
(i) In circumstances which might lead to the Council
terminating an employee’s employment, the Council will apply the provisions of
Part 6 of the Industrial Relations Act 1996 (NSW). It will also apply
the matters set out in this clause.
(ii) The Industrial Relations Act 1996 (NSW) sets
out the employee’s rights if their employment is terminated by the Council.
The Council is committed to applying the Act. However, the Act does not become
part of this Award. Therefore an employee’s rights are not frozen if the Act
changes.
(iii) Instead of giving the employee notice set out in
this clause, the Council can pay the employee for the notice period or can
reduce the notice period and pay the employee for that reduction. If the
Council chooses to pay the employee instead of allowing her/him to work for the
full notice period, it will calculate the amount it pays the employee at their
ordinary rate of pay for the ordinary hours he/she worked during the period of
notice.
(iv) If the employee decides to leave the Council’s
employment, then they must give to the Council two weeks notice. If the
employee does not give the Council the correct amount of notice the Council can
deduct from any money it owes to the employee the amount they would have earned
if they had worked their ordinary hours for the period of notice they have
given.
(v) The employment of a full time or part time employee
may be terminated by the giving of notice or the forfeiture by the employee of
payment in lieu of notice. This shall not affect the right of the Council to
dismiss an employee without notice in the case of an employee guilty of serious
misconduct, that is, misconduct of such a nature that it would be unreasonable
to require the Council to continue the employment of the employee concerned
during the required period of notice.
(vi) The Council shall give to an employee a period of
notice of termination in accordance with the following table.
Employee's Period
of Continuous Service
|
Period of Notice
|
Less than 2 years
|
2 weeks
|
2 years and less than 3 years
|
3 weeks
|
3 years and less than 5 years
|
3 weeks
|
5 years and beyond
|
4 weeks
|
(vii) For the purpose of this Clause "serious
misconduct" includes:
(a) wilful, or deliberate, behaviour by an employee that
is inconsistent with the continuation of the contract of employment; and
(b) conduct that causes imminent, and serious, risk to:
(i) the health, or safety of a person; or
(ii) the reputation of the Council
(viii) For the purposes of subsection (vii) of this Clause,
conduct that is serious misconduct includes:
(a) the employee, in the course of the employee’s
employment, engaging in:
(1) theft; or
(2) fraud; or
(3) assault; or
(4) the employee being intoxicated at work; or
(5) the employee refusing to carry out a lawful and
reasonable instruction that is consistent with the employee’s contract of
employment; or
(6) the employee is guilty of a breach of the Council’s
Code of Conduct and/or disciplinary code as may be varied by the Council from
time to time.
(ix) If an employee is unhappy about how the Council
applies this clause to an employee, he or she can use the dispute settlement
procedure set out in Clause 5 - Grievance and Dispute Settlement Procedure.
(x) If the Council has given notice, it will give the
employee up to one day off without loss of pay so that he or she can look for
other employment. The employee can take time off when it is convenient for he
or she and the Council, after the employee has consulted with the Council.
(xi) In any case where it has been established to the
satisfaction of the Chief Executive Officer, or a duly authorised
representative, that an employee has been guilty of serious misconduct or
breach of discipline, the Chief Executive Officer may do the following instead
of terminating the employee’s employment:
(a) suspend the employee for a period not exceeding one
ordinary working week; and/or
(b) defer payment of a wage increment and/or
(c) reduce the rate of the employee’s hourly rate either
permanently or for a specified period.
(xii) An employee with more than two months service on
leaving or being discharged shall, upon request, be given a certificate of
service in writing. Such certificate of service shall contain information as
to the length and nature of the employment of the employee.
(xiii) Council shall, provide an employee whose employment
has been terminated, an "Employment Separation Certificate" in the
form required by the relevant government department or agency.
37. Workplace Change and Redundancy
(i) Council's Duty to Notify
(a) Where the Council has made a definite decision to
introduce major workplace changes, such as restructuring or technology, that is
likely to have a significant effect on its employees, Council shall notify the
employees who may be affected and the union to which they belong.
(b) A 'significant effect' could include:
(1) Termination of employment;
(2) Major changes to the composition, operation, skill
requirements or size of Council's workforce;
(3) The elimination or diminution of job opportunities,
promotion or job tenure;
(4) The alteration of hours of work;
(5) The need for retraining or transfer of employees to
other work or locations; and
(6) The restructuring of jobs.
(ii) Council's Duty to Discuss Change
(a) In addition to providing notification, Council will
discuss the introduction of major workforce changes with affected staff and
their union representatives, including the likely impact the changes may have
on employees, and measures that may be implemented to avert or mitigate any
adverse effects.
(b) Council shall commence discussions and provide all
relevant information about the proposed changes as early as possible.
(iii) Discussion before Termination
(a) Where Council has made a definite decision that it
no longer wishes the job being performed by an employee to be done by that
individual or any other employee and, as a consequence of this decision, the
individual's employment may be terminated, discussions will be held with that
employee and their union representatives.
(b) The Council will also provide all relevant
information about the proposed terminations, including the reasons for the
proposed terminations, the number and categories of staff likely to be affected
and the number of employees normally employed by the Council, as well as the
period over which the terminations are likely to be carried out.
(iv) Notice to Government Agencies
In the event of termination(s), the Council will provide
the relevant government agencies, such as Centrelink, with information
regarding the redundancies as soon as possible. The information will include
the number and categories of employees likely to be affected and the period
over which the terminations will be carried out.
(v) Notice to Employee
(a) Council will provide five weeks notice to terminate,
or payment in lieu of such notice, except in circumstances where a redundancy
has arisen due to the introduction of new technology.
(b) Where an employee is to be terminated because of the
introduction of new technology, the employee shall be entitled to three months
notice of termination or payment in lieu of such notice.
(c) Notice or payment of notice under this subclause
shall count as service for the purposes of calculating leave entitlements.
(vi) During a period of notice of termination given by
Council, an employee shall be allowed up to one day off without loss of pay
during each week of notice for the purpose of seeking other employment. Where
required by Council the employee shall provide proof of attendance at an
interview.
(vii) Redundancy Entitlements
In addition to any required period of notice as provided
in subclause (v) of this clause, an employee shall be entitled to the
following;
Year of Service
|
Payment
|
0-1 year
|
2
weeks
|
1-2 years
|
6
weeks
|
2-3 years
|
10
weeks
|
3-4 years
|
14
weeks
|
4-5 years
|
16
weeks
|
5-6 years
|
18
weeks
|
6 years and beyond
|
20
weeks + 2 weeks for each additional year of service up to a maximum of 34
weeks
|
In addition, an employee shall be entitled to any other
benefits determined by Council policy, to apply in relation to redundancy
arrangements.
(viii) Council shall, upon receipt of a request from an
employee to show employment has been terminated, provide to the employee a
written statement specifying the period of the employee's employment and the
classification or the type of work performed by the employee.
(ix) Council shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
"Employment Separation Certificate" in the form required by the
relevant Government department or agency.
(x) Wherever practical and reasonable, voluntary
redundancy remains Council's preferred option for managing staff who, firstly
have been identified as surplus to needs as a result of workplace change and
secondly, wish to leave Council.
(xi) Redeployment
(a) Wherever practical and reasonable, redeployment
remains council’s preferred option for management of surplus staff.
(b) Salary Maintenance - where an employee has been
identified for redeployment and is transferred in accordance with Council’s
policy, salary maintenance to the level of the employee’s substantive position
will be provided for a period limited to 12 months from the date of
redeployment. Thereafter the employee will receive the rate applicable to their
redeployed position. Future award increases will be absorbed until parity to
the new redeployed rate is achieved.
38. Definitions
(i) Afternoon Shift means ordinary daily working hours
which finish after 8.00pm and at or before midnight, Monday to Friday
inclusive, except a public holiday.
(ii) Building Tradespeople means a group of employees who
have successfully completed an apprenticeship in any one of the following
trades; Bricklaying, Carpentry, Painting, Plastering, Signwriting,
Stonemasonry, Tiling.
(iii) Child means a child of the employee or the
employee’s spouse under the age of one year.
(iv) Cleansing Service Operator means a person employed in
refuse collection or street and gutter sweeping.
(v) Council Worker means a person employed in the
broadband classification of Council Worker to carry out general labouring and
operating duties (including minor trades work, driving and plant operating).
(vi) Dismissal means termination of the services of an
employee for reasons of serious misconduct.
(vii) Employee means a person appointed to a classification
prescribed by the Award.
(viii) Employer means the Council of the City of Sydney and
includes the Chief Executive Officer or any person authorised to act on the
Council’s behalf.
(ix) Holiday Shift means the ordinary daily working hours
of a shift worker, the major portion of which fall on a public holiday.
(x) Hourly Rates shall be calculated by dividing the
appropriate weekly wages by the ordinary weekly hours.
(xi) Maternity Leave is leave taken by a female employee
in connection with the pregnancy of the birth of a child of the employee.
Maternity Leave consists of an unbroken period of leave.
(xii) Mechanical Tradesperson means a group of employees
who have successfully completed an apprenticeship as Motor Mechanic, Fitter or
Welder and includes people classified as a Mechanical Tradesperson Special
Class and Parking Meter Mechanic.
(xiii) Morning Shift means ordinary daily working hours
which commence after 4.00am and before 5.30am, Monday to Friday inclusive,
except a public holiday.
(xiv) Ordinary Rate means the weekly rate of wages
prescribed for a classification in this Award.
(xv) Paternity or Partner Leave is leave taken by a male or
same sex employee in connection with the birth of a child of the employee or
the employee’s spouse.
(xvi) Primary Care Giver means a person who assumes the
principal role of providing care and attention to a child.
(xvii) Resignation means voluntary termination of employment
by the employee in accordance with this Award.
(xviii) Shift Work means work regularly carried on outside the
normal spread of hours during times set out in a roster.
(xix) Spouse includes a de-facto or former spouse.
(xx) Trainee means an employee who is less than 18 years of
age and who is undertaking an approved traineeship under the Modern
Apprenticeship and Traineeship System (MAATS).
(xxi) Union means an organisation of employees registered
under the New South Wales Industrial Relations Act 1996.
PART B
MONETARY RATES
Table 1 - Clause 7 - Rates of Pay
Annual Pay Rates -
effective 1 July 2017
|
Apprentices
|
Trainees
|
Rate per annum
|
Apprentice Year 1
|
15 years of age or School Certificate
|
$32,125
|
Apprentice Year 2
|
16 years of age or School Certificate
|
$36,962
|
Apprentice Year 3
|
17 years of age
|
$42,189
|
Apprentice Year 4
|
18 years of age or Higher School Certificate
|
$47,517
|
Trades and Non
Trades
|
Grade
|
Entry Salary
|
Step 1
|
Step 2
|
Step 3
|
1
|
$48,529
|
|
|
|
2
|
$50,638
|
|
|
|
3
|
$53,857
|
|
|
|
4
|
$55,561
|
|
|
|
5
|
$57,063
|
$59,060
|
$61,129
|
$62,960
|
6
|
$58,578
|
$60,631
|
$62,754
|
$64,634
|
7
|
$60,575
|
$62,699
|
$64,893
|
$66,845
|
8
|
$63,107
|
$65,320
|
$67,609
|
$69,637
|
|
|
|
|
|
|
Table 2 - Clause 30 - Tool Allowance
Annual Tool
Allowances - effective 1 July 2017
|
Classification
|
Annual Rate
|
Bricklayer
|
$1,218
|
Carpenter and Plumber
|
$1,641
|
Metal and Mechanical Trades
|
$1,641
|
Painter and Signwriter
|
$495
|
Plasterer
|
$1,393
|
Electrician
|
$1,095
|
Stonemason
|
$1,641
|
PART C
AWARD COVERAGE
Table 1 - Categories of Employees
Categories of employees who may be employed under this
Award.
Apprentices
|
Rates
of Pay as Specified
|
Labouring/Operational/Driver
|
Grade 1 (entry); Grade 2
(entry); Grade 3(entry); Grade 4 (entry)
|
|
|
Operational/Supervision
|
Grade 5 (entry); Grade 5
(Step1); Grade 5 (Step 2)
|
|
|
Council worker Grade 4 with Civil Construction Certificate
III or Horticultural Certificate III
|
Progression to Grade 5
(entry);
|
|
|
Council Worker Grade 5 with Civil Construction Certificate
III or Horticultural Certificate III
|
Progression to Grade 7 (Step
1)
|
|
|
Parking Station Attendant
|
Grade 4 (entry); Grade 5
(entry); Grade 5 (step 1)
|
|
|
Street Sweeper
|
Grade 3 (entry); Grade 4
(entry)
|
|
|
Refuse Collection/Labourers
|
Grade 5 (entry); Grade 5
(Step1); Grade 5 (Step 2)
|
|
|
Cleansing Driver (Major Plant)
|
Grade 5 (Step 2); Grade 5
(Step 3)
|
|
|
Gardeners - Building Trades
|
Grade 6 (entry); Grade 6(Step
1); Grade 7 (Step 1)
|
|
|
Drainers (Unlicensed)
|
Grade 7 (entry); Grade 7
(Step 1)
|
|
|
Drainers (Licensed/Registered) - Plumbers (Registered/Unlicensed)
|
Grade 7 (Step 1); Grade 7
(Step 2)
|
|
|
Plumbers (Registered/Licensed)
|
Grade 8 (Step 1); Grade 8
(Step 2)
|
|
|
Electricians (unlicensed)
|
Grade 7 (entry)
|
|
|
Electricians (licensed)
|
Grade 7 (Step 1); Grade 8
(Step 1); Grade 8 (Step 2)
|
|
|
Welder/Motor Mechanic (with Motor Vehicle Repair
Allowance)
|
Grade 7 (entry); Grade 7
(Step 1)
|
|
|
Mechanical Tradesperson (Special Class or Equivalent)
|
Grade 8 (Step 1); Grade 8
(Step 2)
|
P.
M. KITE, Chief Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.