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Crown Employees (General Staff - Salaries) Award 2007
  
Date04/17/2020
Volume387
Part3
Page No.726
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C9056
CategoryAward
Award Code 1721  
Date Posted04/17/2020

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(1721)

SERIAL C9056

 

Crown Employees (General Staff - Salaries) Award 2007

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(Case No. 133604 of 2019)

 

Before Chief Commissioner Kite

24 October 2019

 

REVIEWED AWARD

 

1.  Arrangement

 

PART A

 

Clause No.       Subject Matter

 

1.         Arrangement

2.         Definitions

3.         Parties

4.         Salaries

5.         Hours of Work

6.         Transition Arrangements

7.         Grievance and Dispute Settling Procedure

8.         Anti-Discrimination

9.         Salary Sacrifice to Superannuation

10.      Deduction of Union Membership Fees

11.      Area, Incidence and Duration

 

PART B

 

MONETARY RATES

 

Schedule A - Classifications and Rates of Pay

 

2.  Definitions

 

In this award:

 

(i)        "2019 Award" means the Crown Employees (Public Sector - Salaries 2019) Award.

 

(ii)      "Employee" means and includes any person appointed to or performing the duties of any of the roles covered by this award.

 

(iii)     "Industrial Relations Secretary" or "Secretary" means the employer for industrial purposes under the Government Sector Employment Act 2013.

 

(iv)     "Union" means the Public Service Association and Professional Officers' Association Amalgamated Union of New South Wales.

 

3.  Parties

 

This award is made between the Industrial Relations Secretary and the Public Service Association and Professional Officers’ Association Amalgamated Union of New South Wales.

 

 

4.  Salaries

 

(i)        Salaries for classifications covered by this Award are adjusted by the Crown Employees (Public Sector - Salaries 2019) Award (or its replacement) and are found in the salary tables attached to that award.

 

(ii)      The salaries payable are prescribed in the said Part B.

 

5.  Hours of Work

 

Employees covered by this award will continue to maintain the existing arrangements regarding hours of work allocated to their classification as determined in their organisation as at the making of this award.

 

6.  Transition Arrangements

 

In relation to the classification of Photographer Grade 3 as set out in Schedule A - Classifications and Rates of Pay, of Part B, Monetary Rates, the following transitional arrangements shall apply in relation to existing staff employed within the Arts portfolio as at the making of this award:

 

Employees currently employed at the maximum rate as a Photographer Grade 2 within the Arts portfolio shall be progressed to the first year rate of Photographer Grade 3 based on their organisation’s assessment as to whether all the following criteria apply:

 

(i)        the employee being at the Photographer Grade 2 level for at least 12 months;

 

(ii)      work being available (encompassing the criteria for appointment that attaches to the Grade 3 level as set out in Schedule A), and the existence of a Photographer Grade 3 position within the organisation;

 

(iii)     successful completion of a relevant certificate or degree and/or significant equivalent experience;

 

(iv)     the employee having used both traditional and digital equipment in their work; and

 

(v)       the conduct and services of the employee being of a satisfactory standard.

 

These transitional arrangements will apply in relation to existing employees moving from Grade 2 to Grade 3 Photographer.  All future appointments as a Photographer Grade 3 will be based on normal merit selection requirements and the availability of a position at the Grade 3 level.

 

7.  Grievance and Dispute Settling Procedure

 

(i)        All grievances and dispute resolution relating to the provisions of this award shall initially be dealt with as close to the source as possible, with graduated steps for further attempts at resolution at higher levels of authority within the appropriate department/institute, if required.

 

(ii)      An employee is required to notify in writing their immediate manager as to the substance of the grievance, dispute or difficulty, request a meeting to discuss the matter and, if possible, state the remedy sought.

 

(iii)     Where the grievance or dispute involves confidential or other sensitive material (including issues of harassment or discrimination under the Anti-Discrimination Act 1977) that makes it impractical for the officer to advise their immediate manager the notification may occur to the next appropriate level of management, including where required, to the Agency Head or delegate.

 

(iv)     The immediate manager, or other appropriate officer, shall convene a meeting in order to resolve the grievance, dispute or difficulty within two (2) working days, or as soon as practicable, of the matter being brought to attention.

 

(v)       If the matter remains unresolved with the immediate manager, the employee may request to meet the appropriate person at the next level of management in order to resolve the matter.  This manager shall respond within two working days, or as soon as practicable.  This sequence of reference to successive levels of management may be pursued by the employee until the matter is referred to the Agency Head or delegate.

 

(vi)     The Agency Head or delegate may refer the matter to the Industrial Relations Secretary for consideration.

 

(vii)    If the matter remains unresolved, the Agency Head or delegate shall provide a written response to the employee and any other party involved in the grievance, dispute or difficulty, concerning action to be taken, or the reason for not taking any action, in relation to the matter.

 

(viii)   An employee, at any stage, may request to be represented by their union.

 

(ix)     the employee or the Union on their behalf, or the Agency Head or delegate may refer the matter to the Industrial Relations Commission of New South Wales if the matter is unresolved following the use of these procedures.

 

(x)       The employee, union, agency, and Industrial Relations Secretary shall agree to be bound by any order or determination by the Industrial Relations Commission of New South Wales in relation to the dispute.

 

(xi)     Whilst the procedures outlined in subclauses (i) to (ix) of this clause are being followed, normal work undertaken prior to notification of the dispute or difficulty shall continue unless otherwise agreed between the parties.  In a case involving work health and safety, if practicable, normal work shall proceed in a manner that avoids any risk to the health and safety of any employee or member of the public.

 

8.  Anti-Discrimination

 

(i)        It is the intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace.  This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

(ii)      It follows that, in fulfilling their obligations under the dispute resolution procedure prescribed by this award, the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects.  It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct discriminatory effect.

 

(iii)     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.

 

(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 section 56(d) of the Anti-Discrimination Act 1977;

 

(d)       a party to this award from pursuing matters of unlawful discrimination in any State or Federal jurisdiction.

 

(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.

 

NOTES

 

(i)        Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

(ii)       Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

"Nothing in the Act affects ... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion."

 

9.  Salary Sacrifice to Superannuation

 

An employee may elect, subject to the agreement of the agency, to enter into a Salary Packaging Arrangement in accordance with the provisions of Clause 5 of the Crown Employees (Public Sector - Salaries 2019) Award or any variation or replacement Award.

 

10.  Deduction of Union Membership Fees

 

(i)        The union shall provide the employer with a schedule setting out union fortnightly membership fees payable by members of the union in accordance with the union's rules.

 

(ii)      The union shall advise the employer of any change to the amount of fortnightly membership fees made under its rules.  Any variation to the schedule of union fortnightly membership fees payable shall be provided to the employer at least one month in advance of the variation taking effect.

 

(iii)     Subject to subclauses (i) and (ii) of this clause, the employer shall deduct union fortnightly membership fees from the pay of any employee who is a member of the union in accordance with the union's rules, provided that the employee has authorised the employer to make such deductions.

 

(iv)     Monies so deducted from employee's pay shall be forwarded regularly to the union together with all necessary information to enable the union to reconcile and credit subscriptions to employees' union membership accounts.

 

(v)       Unless other arrangements are agreed to by the employer and the union, all union membership fees shall be deducted on a fortnightly basis.

 

(vi)     Where an employee has already authorised the deduction of union membership fees from his or her pay prior to this clause taking effect, nothing in this clause shall be read as requiring the employee to make a fresh authorisation in order for such deductions to continue.

 

11.  Area, Incidence and Duration

 

(i)        This award shall apply to employees employed in the classifications set out in Schedule A - Classifications and Rates of Pay, of Part B, Monetary Rates.  The salary rates in the said Schedule A are set in accordance with the 2007 Award and any variation or replacement award.

 

(ii)      This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (General Staff - Salaries) Award 2007 published 21 October 2016 (380 I.G. 1003), as varied.

 

(iii)     The changes made to the award pursuant to the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for Review of Awards made by the Industrial Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take effect on and from 24 October 2019.

 

(iv)     This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

PART B

 

MONETARY RATES

 

Schedule A - Classifications and Rates of Pay - General Staff

 

Salaries for classifications covered by this Award are adjusted by the Crown Employees (Public Sector - Salaries 2019) Award (or its replacement) and are found in the salary tables attached to that award.

 

Classification and Grades

Common Salary Point

Rates at 30.06.19

Rates effective Ffppoa 1.07.19

 

 

2.5% Per annum

2.5% Per annum

 

 

$

$

Community Liaison Officer/Aboriginal Community Liaison Officer,

57

69,962

71,711

Department of Education

 

 

 

Year 1

58

69,962

71,711

Year 2

61

72,783

74,603

Year 3

64

75,055

76,931

Year 4

67

77,363

79,297

Farm Foreman, Department of Education

 

 

 

Grade A

 

 

 

1st year

39

59,411

60,896

2nd year

41

60,574

62,088

3rd year

43

61,655

63,196

Grade B

 

 

 

1st year

45

62,717

64,285

2nd year

47

63,863

65,460

3rd year

51

66,198

67,853

Maintenance Officer, Department of Education

 

 

 

1st year

24

52,028

53,329

2nd - 7th year

25

52,456

53,767

8th year

26

52,882

54,204

Matrons and Sub-Matrons, Department of Education

 

 

 

Matron

 

 

 

1st year

45

62,717

64,285

Thereafter

46

63,199

64,779

Sub-Matron

 

 

 

1st year

39

59,411

60,896

Thereafter

40

59,901

61,399

Technical Assistant (Art, Ceramics, TV Studio)

 

 

 

Years 1 - 3

32

55,747

57,141

Years 4 - 6

34

56,726

58,144

Year 7

35

57,185

58,615

Assistant, Dept of Infrastructure Planning and Natural Resources (DIPNR)

 

 

 

Junior - under 17 (50% of Grade 1, Yr 1)

 

24,296

24,903

Aged 17 (60% of Grade 1, Yr 1)

 

29,155

29,884

Aged 18 (70% of Grade 1, Yr 1)

 

34,014

34,864

Aged 19 (80% of Grade 1, Yr 1)

 

38,873

39,845

Aged 20 (90% of Grade 1, Yr)

 

43,734

44,827

Grade 1

 

 

 

1st year

18

48,592

49,807

2nd year

22

50,367

51,626

3rd year

25

52,456

53,767

4th year

29

54,311

55,669

5th year

32

55,747

57,141

Grade 2

 

 

 

1st year

34

56,726

58,144

2nd year

36

57,767

59,211

3rd year

37

58,319

59,777

4th year

39

59,411

60,896

Grade 3

 

 

 

1st year

46

63,199

64,779

2nd year

52

66,871

68,543

Field Services Staff, DIPNR Field Supervisor

 

 

 

1st year

48

64,393

66,003

2nd year

51

66,198

67,853

3rd year

53

67,443

69,130

4th year

55

68,707

70,425

5th year

58

70,652

72,418

Field Service Manager, Years 1-3 only other locations (not specified)

 

 

 

1st year

66

76,580

78,495

2nd year

67

77,363

79,297

3rd year

69

78,824

80,795

Specific locations Years 1-4 (Bathurst, Cooma, Glennies Creek, Gosford,

 

 

 

Goulburn, Henty, Inverell, Lithgow, Manilla (f.s.), Moss Vale, Nowra,

 

 

 

Newcastle, Parkes, Cowra RC, Parramatta, Penrith, Scone, Singleton,

 

 

 

Wellington, Braidwood (cons.), Murwillumbah, Coffs Harbour, Kempsey,

 

 

 

Grafton, Queanbeyan, Gunnedah RC.

 

 

 

4th year

75

83,403

85,488

Regional Field Services Manager

83

90,278

92,535

Overseers, DIPNR

 

 

 

Grade 1 (ex Dept of Water Resources only)

60

72,054

73,855

Grade II

61

72,783

74,603

Grade III

65

75,686

77,578

Grade IV

73

81,920

83,968

Grade V

77

85,043

87,169

Plant Managers, DIPNR

 

 

 

Grade 1 (Workshop Supervisors, Goulburn, Inverell, Scone & Wagga Wagga)

65

75,686

77,578

Grade 2 (Workshop Manager, Wellington & Fleet Managers, Tamworth &

 

 

 

Wagga Wagga)

 

 

 

Year 1

69

78,824

80,795

Year 2

70

79,602

81,592

Assistant Education Officers,

43

61,655

63,196

Photographer - Grade 1 - Years 1-3 (various agencies)

 

 

 

1st year

39

59,411

60,896

2nd year

41

60,574

62,088

3rd year

43

61,655

63,196

Grade 2*

 

 

 

1st year

49

65,056

66,682

2nd year

51

66,198

67,853

*Progression from Photographer Grade 1 to

 

 

 

Photographer Grade 2 (see Sch A of award)

 

 

 

Photographer Grade 3** Years 1-3

 

 

 

1st year

63

74,333

76,191

2nd year

65

75,686

77,578

3rd year

69

78,824

80,795

**Grade 3 requirements in Sch A of award

 

 

 

Photographic Assistant

22

50,367

51,626

 

23

51,522

52,810

 

25

52,456

53,767

 

26

52,882

54,204

Field Assistant, Dept of Mineral Resources

 

 

 

Year 1

26

52,882

54,204

Year 2

28

53,758

55,102

Year 3

31

55,212

56,592

Year 4

32

55,747

57,141

Year 5

34

56,726

58,144

Regional Mining Officer, Dept of Mineral Resources

58

70,652

72,418

 

61

72,783

74,603

 

64

75,055

76,931

 

67

77,363

79,297

Regional Mining Officer, Lightning Ridge, Dept of Mineral Resources

75

83,403

85,488

 

79

86,721

88,889

 

82

89,406

91,641

 

85

92,026

94,327

Gallery Services Officer, Art Gallery

18

48,592

49,807

 

20

49,431

50,667

Senior Gallery Services Officer, Art Gallery

43

61,655

63,196

 

45

62,717

64,285

 

47

63,863

65,460

 

49

65,056

66,682

Installation Officer, Art Gallery

26

52,882

54,204

 

29

54,311

55,669

 

32

55,747

57,141

Display Technician, Art Gallery

 

 

 

Grade 1

45

62,717

64,285

 

48

64,393

66,003

 

51

66,198

67,853

Grade 2

55

68,707

70,425

 

59

71,391

73,176

Senior Display Technician

63

74,333

76,191

 

65

75,686

77,578

Museum Assistant, Historic Houses Trust

 

 

 

Grade 1 - Year 1

20

49,431

50,667

Grade 1 - Year 2

21

49,901

51,149

Grade 1 - Year 3

25

52,456

53,767

Grade 1 - Year 4

27

53,307

54,640

Grade 2 - Year 1

30

54,775

56,144

Grade 2 - Year 2

31

55,212

56,592

Grade 2 - Year 3

34

56,726

58,144

Grade 2 - Year 4

35

57,185

58,615

Grade 2 - Year 5

36

57,767

59,211

Museum Guide, Historic Houses Trust

 

 

 

Year 1

28

53,758

55,102

Year 2

30

54,775

56,144

Year 3

32

55,747

57,141

Year 4

34

56,726

58,144

Year 5

36

57,767

59,211

Year 6

39

59,411

60,896

Chief Guide, Historic Houses Trust

48

64,393

66,003

 

51

66,198

67,853

Centre Supervisor, State Sports Centre

37

58,319

59,777

 

(+10% all

 

 

 

purpose allow.)

 

 

Centre Supervisor, State Sports Centre

40

59,901

61,399

Events Technical Officer, State Sports Centre

58

70,652

72,418

Maintenance Officer, State Sports Centre

55

68,707

70,425

Facilities Manager, State Sports Centre

111

119,061

122,038

Assistant Facilities Manager, State Sports Centre

67

77,363

79,297

Day Attendant, Australian Museum

18

48,592

49,807

 

19

49,015

50,240

 

20

49,431

50,667

 

21

49,901

51,149

 

23

51,522

52,810

Preparator, Australian Museum Assistant Preparator (55)

 

 

 

 

29

54,311

55,669

 

34

56,726

58,144

 

39

59,411

60,896

 

43

61,655

63,196

Cadet Preparator (56)

21

49,901

51,149

 

25

52,456

53,767

Chief Preparator

82

89,406

91,641

 

84

91,072

93,349

Preparator (57) Grade I

46

63,199

64,779

 

49

65,056

66,682

 

52

66,871

68,543

Grade II

56

69,350

71,084

 

60

72,054

73,855

Senior Preparator

63

74,333

76,191

 

65

75,686

77,578

 

 

 

P. M. KITE, Chief Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

 

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