TRANSPORT FOR New South Wales and Sydney Metro
Salaries and Conditions of Employment Award 2019
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Transport for NSW.
(Case No. 200816 of 2019)
Before Chief Commissioner Kite
|
11 September 2019
|
AWARD
Arrangement
PART A - CORE CONDITIONS COVERING NORMAL OPERATIONS
SECTION 1 - APPLICATION AND OPERATION
Clause No.      Subject Matter
1.        Introduction
2.        Interpretation
3.        Title
4.        Area, Incidence and Duration
5.        Dispute Settlement Procedure
(DSP)
6.        Union rights
7.        Classifications, Salary and
Allowances
8.        Consultation and Change
9.        No Extra Claims
10.     Local arrangements
11.     Work Environment
12.     Anti-Discrimination
SECTION 2 - EMPLOYMENT CONDITIONS AND ARRANGEMENTS
13.     Probationary Period
14.     Forms of Employment
15.     Contractors and Labour Hire
16.     Termination
of Employment
17.     Abandonment of Employment
18.     Hours of Work
19.     Flexible Working Hours
20.     Shift Work
21.     Flexible Working Arrangements
22.     Leave
Provisions
23.     Public Holidays
24.     Transfer Allowances
25.     Overtime
26.     Travelling Expenses
27.     Remote Locations Living Allowance
28.     Higher Grade
29.     Salary Packaging
30.     Work Health and Safety
PART B - CONDITIONS COVERING SHIFTWORKERS IN THE
TRANSPORT MANAGEMENT CENTRE
31.     TOCs and TIOs
32.     TMC Shiftworkers
other than TOCs and TIOs and Transport Commanders
33.     Transport Commanders
34.     CBD
Taskforce and Replacement Bus Transport Services TLMs, EMBs and DMSOs
35.     CBD
Taskforce and Replacement Bus Transport Services ATCs and STIMs
SCHEDULE A - CLASSIFICATION STRUCTURE AND RATES OF PAY
SCHEDULE B - ALLOWANCES AND EXPENSES
SCHEDULE C -TRANSITIONAL ARRANGEMENTS
PART A - CORE CONDITIONS COVERING NORMAL OPERATIONS
SECTION 1 - APPLICATION AND OPERATION
1. Introduction
1.1Â Â Â Â Â On 1 November
2011, Transport for NSW (TfNSW) was established
pursuant to Part 1A of the Transport
Administration Act 1988 (NSW).
1.2Â Â Â Â Â The Transport
Service is the service in which employees who are the staff of TfNSW and Sydney Metro are employed.
1.3Â Â Â Â Â This award sets
out salaries and conditions of employment for Employees in the Transport
Service in the classifications specified in this award.
2. Interpretation
2.1Â Â Â Â Â Definitions
Accrued Day Off (ADO) means
the day not being a holiday, that an Employee has off duty arising from the
working of a 19 day month.
Act means Transport
Administration Act 1988.
Dispute Settlement Procedure (DSP) means the procedure
outlined in Clause 5.
Domestic Violence means domestic violence as defined in
the Crimes (Domestic and Personal
Violence) Act 2007.
Employee means all persons employed as a member of the
Transport Service in the TfNSW Group and the SM Group
who are not designated as a Transport Service senior manager or as a Transport
Service senior executive as defined in the Act.
Employee’s Representative means a person of the
Employee’s choice, who may be a union official, appointed by the Employee to
represent them, concerning matters at work.
Employer means the Secretary in accordance with s68C(3) of the Act.
Extended Leave means long service leave as provided by
sub clause 22.5.
FACSL means Family and Community Service Leave in
accordance with subclause 22.4.
Family Member means:
(a)Â Â Â Â Â Â a
spouse of the Employee;
(b)Â Â Â Â Â Â a de facto spouse, who, in relation to a
person is a person of the opposite or same sex to the Employee who lives with
the Employee as the Employee's partner on a bona fide domestic basis although
not legally married to the Employee.
(c)Â Â Â Â Â Â a child or adult child (including an
adopted child, a step child, a foster child or an ex nuptial child), parent
(including a foster parent and legal guardian), grandparent, grandchild, or
sibling of the Employee or of the spouse or de facto spouse of the Employee.
(d)Â Â Â Â Â Â a relative of the Employee who is a
member of the same household, where for the purposes of this definition:
"relative"
means a person related by blood, marriage, affinity or Aboriginal kinship
structures;
"affinity"
means a relationship that one spouse or partner has to the relatives of the
other; and
"household"
means a family group living in the same domestic dwelling.
Family Responsibilities means, in relation to Family
and Community Service Leave, the granting of such leave on compassionate
grounds (such as the death or illness of a close family member), attending to
unplanned or unforeseen family responsibilities (such as attending a child’s
school for an emergency reason or emergency cancellations by child care
providers).
Full-Time Employee means a person who is employed on a
permanent or temporary basis to work the ordinary hours prescribed in clause
18.1.
IRC means Industrial Relations Commission of New South
Wales.
LWOP means
Leave Without Pay.
Leave Year means, for the calculation of annual leave
loading, the year commencing on 1 December each year and ending on 30 November
of the following year.
Local
Holiday means a holiday which that is declared as an additional holiday
for a specified part of the State under the Public Holidays Act.
On Call means
an Employee who is required by the Employer to be available outside their
normal working hours for recall to duty.
Part-Time Employee means a person employed on a
permanent or temporary basis in accordance with clause 14.8, including an
Employee working a job share arrangement.
Professional Engineer means an Employee who holds an
undergraduate degree in engineering (4 or 5 year course) from an Australian
University or recognised equivalent and is employed in a position where a
degree in engineering is a requirement.
Rostered Day Off (RDO) means the day that an Employee
has off duty in accordance with the rostering arrangements in their area of
operation.
Saturday means the period between 12 midnight Friday
and 12 midnight Saturday.
Secretary means the Secretary of the Department of
Transport.
(Note: a reference to any action taken by the Secretary
or the Employer under this award is, where appropriate, taken to mean a
reference to action taken by a delegate of the Secretary).
Shift means a turn of duty during which work is
performed.
Shiftworker means an Employee
who works rostered shifts.
Sunday means the period between 12 midnight Saturday
and 12 midnight Sunday.
SM Group means the group of staff designated by the
Secretary of the Department of Transport in accordance with the Transport Administration Act 1988 (NSW)
as being part of the SM Group.
Temporary Employee means an employee engaged for a
defined period of time stipulated at the time of engagement, as varied by
agreement.
TfNSW Group means the group
of staff designated by the Secretary of the Department of Transport on 24
February 2014, previously under clause 32A of the Transport Administration
(Staff) Regulation and currently in operation under the Transport Administration Act 1998 as being part of the TfNSW Group.
TIOs means Employees employed as Transport Information
Officers in the Transport Management Centre.
TMC means the Transport Management Centre.
TOCs means Duty Manager Operations Controllers, Deputy
Duty Manager Operations Controllers, Senior Transport Operations Controllers
and Transport Operations Controllers in the Operations Unit of the Transport
Management Centre.
Transport Service means the Transport Service of New
South Wales established by the Act.
Union means an organisation of Employees registered
under the Industrial Relations Act
1996.
3. Title
This Award shall be known as the Transport for New South Wales
and Sydney Metro Salaries and Conditions of Employment Award 2019.
4. Area, Incidence and
Duration
4.1Â Â Â Â Â This Award shall
apply to:
(a)Â Â Â Â Â Â The Employer; and
(b)Â Â Â Â Â Â Employees.
4.2Â Â Â Â Â This Award comes
into effect on 1 July 2019 and will remain in force up to 30 June 2021.
4.3Â Â Â Â Â This Award
rescinds and replaces the Transport for New South Wales Salaries and Conditions
of Employment Award 2017 published 9 February 2018 (382 I.G. 621) and operates
in place of clause 5 of the Transport Service of New South Wales Sydney Metro
Agreement 2018 made under s.68(K)(2) of the Act.
4.4Â Â Â Â Â Parties to this
Award are:
(a)Â Â Â Â Â Â the Employer;
(b)Â Â Â Â Â Â Public Service Association and
Professional Officers' Association Amalgamated Union of New South Wales (PSA);
(c)Â Â Â Â Â Â the Australian Rail, Tram and Bus
Industry Union NSW (RTBU);
(d)Â Â Â Â Â Â the Australian Services Union, NSW and
ACT (Services) Branch (ASU); and
(e)Â Â Â Â Â Â the Association of Professional
Engineers, Scientists and Managers Australia (APESMA).
4.5Â Â Â Â Â An agreement
made under s.68D(2) of the Act shall override this
Award to the extent of any inconsistency.
4.6Â Â Â Â Â The parties will
make best endeavours to commence discussions in relation to the next Award six
months prior to the nominal expiry date of this Award.
5. Dispute Settlement
Procedure (DSP)
5.1Â Â Â Â Â The purpose of
this procedure is to ensure that disputes are resolved as quickly and as close
to the source of the issue as possible. This procedure requires that there is a
resolution to disputes and that while the procedure is being followed, work
continues normally.
5.2Â Â Â Â Â Subject to
clause 9.1, this procedure shall apply to any Dispute that arises about the
following:
(a)Â Â Â Â Â Â matters pertaining to the relationship
between the Employer and Employees;
(b)Â Â Â Â Â Â matters pertaining to the relationship
between the Employer and the union parties to this award which pertain to the
Award and/or the relationship between the Employer and Employees; or
(c)Â Â Â Â Â Â the operation and application of this
Award.
5.3Â Â Â Â Â Any Dispute
shall be resolved according to the following steps:
STEP 1: Where a Dispute arises it shall be raised in
the first instance in writing by the Employee(s) or their Union delegate
directly with the local supervisor/manager. The local supervisor/manager shall
provide a written response to the Employee(s) or their Union delegate
concerning the dispute within 48 hours of receipt of the Dispute notification
advising them of the action being taken. The status quo before the emergence of
the dispute shall continue whilst the dispute settlement procedure is being
followed. For this purpose "status quo" means the work procedures and
practices in place immediately prior to the change that gave rise to the
dispute.
STEP 2: If the Dispute remains unresolved, or if the
Dispute involves matters other than local issues, the TfNSW
Director Industrial and Workplace Relations (or their Sydney Metro equivalent)
or their nominee, a divisional management representative and the Employee(s)
and/or the Employee(s) representative, Union delegate or official shall confer
and take appropriate action to arrive at a settlement of the matters in dispute
within 72 hours of the completion of Step 1 or the Director Industrial and
Workplace Relations being notified of a
dispute involving other than local issues.
STEP 3: If the Dispute remains unresolved, each party
to the Dispute shall advise in writing of their respective positions and
negotiations about the dispute will be held between the Employee
representative(s) or Union official, the Secretary or their nominee who will
meet and conclude their discussions within 48 hours.
STEP 4: If the Dispute remains unresolved any party may
refer the matter to the IRC for conciliation. If conciliation does not resolve
the Dispute the matter shall be arbitrated by the IRC.
5.4Â Â Â Â Â By mutual
agreement confirmed in writing, Step 3 outlined above may be avoided, and the
parties to the dispute may seek the assistance of the IRC in the terms outlined
at Step 4.
5.5Â Â Â Â Â The referral of
the Dispute to the IRC must take place within 72 hours of completing Step 3. A
copy of the notification must be forwarded to all relevant parties to the
Dispute. Any Dispute that is not so referred will be deemed to be no longer a
matter in dispute.
5.6Â Â Â Â Â The parties to the
Dispute may extend the timeframe of Steps 2 - 4 by agreement. Such agreement
shall be confirmed in writing.
5.7Â Â Â Â Â All timeframes
above are exclusive of weekends and public holidays.
5.8Â Â Â Â Â The Employer can
raise a Dispute using the same process as in 5.3 but reversing the roles of the
Employee or Union and the Employer in the process.
5.9Â Â Â Â Â Safety Issues
Matters which are based on a reasonable concern by an
Employee about an imminent risk to an Employee’s health or safety shall be
excluded from the DSP. Where a matter is raised involving such an issue, the
Employee shall agree to comply with a direction by the Employer to perform
other available work which is safe and reasonable and within their skills and
competence with no reduction in the rostered rate of pay of the Employee while
the alternative work is being performed.
6. Union Rights
6.1Â Â Â Â Â Union Delegates
(a)Â Â Â Â Â Â The Employer acknowledges that Union
delegates represent and speak on behalf of members in the workplace.
(b)Â Â Â Â Â Â Accordingly, the Employer will allow
Union delegates reasonable time during the delegate's working hours to perform
the duties listed below, and such time will be regarded as being on duty:
(i)Â Â Â Â Â Â Â represent
members in bargaining;
(ii)Â Â Â Â Â represent the interests of members to the
Employer;
(iii)Â Â Â Â consult with union members and other
Employees for whom the delegate is a representative; and
(iv)Â Â Â Â place union information on a union
noticeboard in a readily accessible and visible location.
(c)Â Â Â Â Â Â Union delegates will be provided with
reasonable access to relevant information and reasonable preparation time
before meetings with management or disciplinary or grievance meetings where a
union member requires the presence of a union delegate, where operational
requirements allow the taking of such time.
(d)Â Â Â Â Â Â Where a workplace meeting is called with
management, including meetings under the Dispute Settlement Procedure, Union
delegates that attend will be paid by the Employer any travel and/or
accommodation costs necessarily and reasonably incurred.
(e)Â Â Â Â Â Â Union delegates must give reasonable
notice to their manager of the requirement to attend a meeting arising as a
result of the operation of the Dispute Settlement Procedure. Unless not
otherwise possible a Union delegate should not interrupt employees who are
undertaking their work duties.
(f)Â Â Â Â Â Â Â Special leave with pay will be granted
for the following activities undertaken by a Union delegate as specified below:
(i)Â Â Â Â Â Â Â annual or
biennial conferences of their own Union, Unions NSW or the Australian Council
of Trade Unions (ACTU);
(ii)Â Â Â Â Â attendance at meetings called by Unions
NSW involving the Unions which requires attendance of a delegate;
(iii)Â Â Â Â attendance at their Unions National Executive,
State Executive, Divisional Committee of Management (or equivalent), National
Council or State Council;
(iv)Â Â Â Â giving evidence before an Industrial
Tribunal or in another jurisdiction in proceedings as a witness for the Union,
briefing counsel, appearing as an advocate on behalf of a Union or assisting
Union officials with preparation of cases; and
(v)Â Â Â Â Â Â attendance at meetings as a member of a
vocational or industry committee.
(g)Â Â Â Â Â Â Employees who are members of a Union will
be granted Special Leave with pay up to 12 working days in any period of 2
years to attend training courses endorsed by their Union, Unions NSW or the
ACTU, subject to:
(i)Â Â Â Â Â Â Â the
operating requirements of the workplace permitting the grant of leave and the
absence not requiring employment of relief staff;
(ii)Â Â Â Â Â all travelling expenses being met by the
Employee or the Union;
(iii)Â Â Â Â attendance being confirmed in writing by
the Union or a nominated training provider.
(h)Â Â Â Â Â Â The Employer must be notified in writing
by the Union or, where appropriate, by the Union delegate as soon as the date
and/or time of the meeting, conference or other accredited activity referred to
above is known.
(i)Â Â Â Â Â Â Â Any payment
to an Employee as a result of performing duties or taking leave in accordance
with this clause will be paid at ordinary time rates.
(j)Â Â Â Â Â Â Â If a delegate undertakes duties in
accordance with this clause while on leave, the Employer will credit the time
for the attendance following the production by the delegate of satisfactory
evidence of attendance.
6.2     Union Delegates’ access to the Employer’s
facilities
(a)Â Â Â Â Â Â The Employer will allow reasonable access
to telephone, computers and accessories, meeting rooms, facsimile, postal,
photocopying, e-mail and intranet/internet facilities for the purpose of
carrying out work as a Union delegate and consulting/meeting with workplace
colleagues in accordance with this provision.
(b)Â Â Â Â Â Â The Employer shall provide a notice board
for the display of authorised material in each workplace in a readily accessible
and visible location.
7.Â
Classifications, Salary and Allowances
7.1Â Â Â Â Â Employees, other than Professional
Engineers, are employed in the classifications set out in Part 1 of Schedule A.
7.2Â Â Â Â Â Professional Engineers are employed in the
classifications set out in Part 2 of Schedule A.
7.3Â Â Â Â Â Employees will be paid in accordance with
this clause and the rates of pay set out in Schedule A.
7.4Â Â Â Â Â Employees will be paid applicable
allowances and expenses in accordance with Schedule B of this Award.
7.5Â Â Â Â Â Salary and allowance adjustments provided
for in this Award are as follows:
(a)Â Â Â Â Â Â salaries will increase by 2.5% from first
pay period commencing on or after 1 July 2019;
(b)Â Â Â Â Â Â salaries will increase by 2.5% from first
pay period commencing on or after 1 July 2020;
(c)Â Â Â Â Â Â allowance items 1, 2,12 and 13 will be
increased in accordance with (a) rounded to the nearest 10 cents.
(d)Â Â Â Â Â Â allowance items 3 to 11, 14 and 15 will
be increased in accordance with variations made via NSW Department of Premier
and Cabinet Circulars and Schedule B amended as required.
7.6Â Â Â Â Â Where an
Employee has completed 12 months service at a level within a classification and
the Employee's manager confirms that the Employee's conduct, performance and
attendance is satisfactory, the Employee will progress one level within the
Employee's classification.
7.7Â Â Â Â Â Each Employee
will be paid fortnightly.
7.8Â Â Â Â Â Where directed
in writing by an Employee, the Employer will deduct a payment due from the
Employee to a Union party from an Employee's salary and remit it to the
nominated Union in a timely manner, at no cost to the Employee or the Union,
but subject to the Union being able to accept an electronic funds transfer. A
deduction will be detailed on the Employee's pay slip.
7.9Â Â Â Â Â The transitional
arrangements for Employees who join the Transport Service, other than through
an open merit selection process to a TfNSW grade that
is lower than their equivalent TfNSW grade as per
Schedule C, and who immediately prior to their employment were employed in a
public transport agency, as defined in the Act, are set out in Schedule C. The
transitional arrangements in Schedule C only apply to Employees who are
appointed to a position that is at their equivalent TfNSW
grade in Schedule C.
7.10Â Â Â First Aid Allowance
Where the Employer designates an Employee who is
qualified, as specified in Items 12 and 13 of Schedule B, to be available to
provide First Aid duties and responsibilities, they shall be paid a First Aid
Allowance appropriate to the qualifications held during any period they are so
designated.
8. Consultation and
Change
8.1Â Â Â Â Â There shall be
effective means of consultation on matters of interest and concern, both formal
and informal, at all levels of the organisation, between the parties to this award
and Employees.
8.2Â Â Â Â Â Senior
management representatives of the Employer and nominees of each of the Union
parties will meet quarterly as a consultative committee - and at other times as
agreed - to consult on matters which have organisational wide impact or
implications.
8.3Â Â Â Â Â The Consultative
Committee will also consider strategic workforce planning issues and
implementation, including securing a workforce for the future, the role of
labour hire in delivering that workforce (subject to subclause 14.2) and the
capability requirements for that workforce. Relevant information will be
provided to the Unions to facilitate such discussions, such as:
(a)Â Â Â Â Â Â Divisional
organisation structures;
(b)Â Â Â Â Â Â Active and
budgeted positions by classification by Division, grade and location;
(c)Â Â Â Â Â Â Available
breakdown figures for full time, part time, casual and temporary employees, as
well as numbers, usage and length of hire of labour hire.
8.4Â Â Â Â Â When a change is
proposed that will have an impact upon the working arrangements of Employees,
the Employer will consult with Employees and their employee representatives.
(a)Â Â Â Â Â Â The Employer
will provide relevant information, including but not limited to, that referred
to in clause 8.3, about:
(i)Â Â Â Â Â Â Â The
proposed change;
(ii)Â Â Â Â Â Effects on the
Employees; and
(iii)Â Â Â Â The rationale
for the proposed changes based on business needs.
(iv)Â Â Â Â How the changes comply with 14.2
(Preference for Direct Permanent Employment) and 15 (Contractors and Labour
Hire) of the Award.
(b)Â Â Â Â Â Â The Employer
will meet with the affected Employees and their Employee Representative and
discuss the effects of the changes on the Employee(s) concerned and measures
proposed to avoid or otherwise minimise any possible adverse impact on affected
Employees.
(c)Â Â Â Â Â Â The Employees(s)
will be given an opportunity and reasonable time to provide input and discuss
the proposed change with their Employee Representatives, to consider the change
and respond to any proposed changes.
(d)Â Â Â Â Â Â The Employer
will respond to any feedback provided by Employees and their Employee
Representatives.
8.5Â Â Â Â Â The Employer is committed to implementing
change in accordance with the NSW Public Service Agency Change Management
Guidelines to improve the process of assisting employees when impacted by reform.
When developing a plan for change, the Employer will address the impact on
affected employees in accordance with the above Guidelines and clause 14.1.
8.6Â Â Â Â Â The Employer
shall consult with Employees, Employee Representatives and other parties to
this award prior to the introduction of any technological change that impacts
on the working arrangements of Employees.
8.7Â Â Â Â Â Where matters
cannot be resolved through the consultative process any party may utilise the
Dispute Settlement Procedure at Clause 5.
9. Â No Extra Claims
9.1Â Â Â Â Â During the term
of this award, there will be no extra wage claims, claims for improved
conditions of employment or demands made with respect to the employees covered
by the award and, further, that no proceedings, claims or demands concerning
wages or conditions of employment with respect to those employees will be
instituted before the IRC or any other industrial tribunal.
9.2Â Â Â Â Â The terms of
subclause 9.1 do not prevent the parties from taking any proceedings with
respect to the interpretation, application or enforcement of existing award
provisions.
9.3Â Â Â Â Â Variations made
with the agreement of the parties as provided for in clause 6(1)(d) of the
Industrial Relations (Public Sector Conditions of Employment) Regulation 2014
are not prohibited by this clause.
10. Local Arrangements
10.1Â Â Â Local arrangements may be negotiated between
the Employer and union parties to this award in relation to any matter
contained within the award.
10.2Â Â Â All local arrangements negotiated between
the Employer and the union parties must:
a)Â Â Â Â Â Â Â Â be approved in writing by the Employer;
b)Â Â Â Â Â Â Â be approved in writing by the union
parties to this Award;
c)Â Â Â Â Â Â Â Â include provisions for the duration,
review, and termination of the agreement; and
d)Â Â Â Â Â Â Â be contained in a formal document signed
by all parties to this Award.
10.3Â Â Â A local arrangement approved in accordance
with this clause, will override this award to the extent of any
inconsistencies.
11. Work Environment
11.1Â Â Â Workplace Health
and Safety - The parties to this award are committed to achieving and
maintaining accident-free and healthy workplaces by:
(a)Â Â Â Â Â Â the development
of policies and guidelines on Workplace Health, Safety and Rehabilitation;
(b)Â Â Â Â Â Â assisting to
achieve the objectives of the Work Health
and Safety Act 2011 and the Work Health and Safety Regulation 2017 by
establishing agreed Work Health and Safety consultative arrangements in the
workplace; to identify and implement safe systems of work, safe work practices,
working environments and appropriate risk management strategies; and to
determine the level of responsibility to achieve these objectives;
(c)Â Â Â Â Â Â identifying training strategies for Employees, as
appropriate, to assist in the recognition, elimination or control of workplace
hazards and the prevention of work related injury and illness;
(d)Â Â Â Â Â Â developing
strategies to assist the rehabilitation of injured Employees.
11.2Â Â Â The Employer will
allow Employees elected as committee members, reasonable time during working
hours to attend meetings of the workplace's Workplace Health and Safety
Committee and participate in all official activities relating to the functions
and responsibilities of a Workplace Health and Safety Committee Member.
11.3Â Â Â Equality in
employment - The Employer is committed to the achievement of equality in
employment and the award has been drafted to reflect this commitment.
11.4Â Â Â Harassment-free
Workplace - Harassment on the grounds of sex, race, marital or domestic status,
physical or mental disability, sexuality, transgender identity, age or
responsibilities as a carer is unlawful in terms of
the Anti-Discrimination Act 1977. The
Employer and Employees are required to refrain from, or be party to, any form
of harassment in the workplace.
12. Anti-Discrimination
12.1Â Â Â It is the
intention of the Employer 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 or domestic status, disability,
homosexuality, transgender identity, age and responsibilities as a carer.
12.2Â Â Â It follows that
in fulfilling their obligations under clause 5, Dispute Settlement Procedure (DSP)
of this award the parties have obligations to take all reasonable steps to
ensure that the operation of the provisions of this award are not directly or
indirectly discriminatory in their effects. It will be consistent with the
fulfilment of these obligations for the parties to make application to vary any
provision of the award which, by its terms or operation, has a direct or
indirect discriminatory effect.
12.3Â Â Â Under the Anti- Discrimination Act 1977, it is
unlawful to victimise an Employee because the Employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
12.4Â Â Â Nothing in this
clause is to be taken to affect:
(a)Â Â Â Â Â Â Any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b)Â Â Â Â Â Â Offering or
providing junior rates of pay to persons under 21 years of age;
(c)Â Â Â Â Â Â 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)Â Â Â Â Â Â A party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
12.5Â Â Â 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
1.        Employers and Employees may also be
subject to Commonwealth anti-discrimination legislation.
2.        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."
SECTION 2 - EMPLOYMENT CONDITIONS AND
ARRANGEMENTS
13. Probationary Period
13.1Â Â Â All new Employees, other than an Employee
who immediately prior to their employment in the Transport Service was employed
in the NSW Public Sector, will be subject to a probationary period of 3 months,
except where the Employer specifies a probationary period of 6 months.
13.2Â Â Â The Employer may extend a 3 month
probationary period once up to a maximum of 6 months.
14. Forms of
Employment
14.1Â Â Â The Employer recognises the benefit of
retaining relevant and valued knowledge, experience and transferable skills for
the delivery of high quality value for money services for the NSW travelling
public.Â
14.2Â Â Â It is consistent with this recognition and
purpose that the Employer will use direct permanent employment as the preferred
and predominant staffing option.
14.3Â Â Â Where a Permanent Employee is appointed to a
fixed (or limited) term project role/position, the Employee will retain
Permanent Employee status.
14.4Â Â Â The Employer will work with the Employees
and their Employee representatives to develop and implement workforce planning
solutions under clause 8 of this Award. In developing the workforce planning
solutions, the following will be taken into consideration:
the
preference under 14.2 for permanent employment as the predominant staffing
option;
the benefit
to the Employer of maximising the retention of relevant and valued knowledge,
experience and transferable skills, including those of Temporary Employees;
the need
to attract, develop and maintain the engineering capability essential for the
delivery of high quality value for money services for NSW;
the
benefits and impacts on Employees and the Employer of temporary and permanent
employment; and
other
issues as deemed appropriate by the parties.
14.5Â Â Â The Employer shall only engage Employees on
a full-time, part-time or temporary basis. No employee will be engaged as a
casual employee.
14.6Â Â Â Full-Time
Employment
A Full-Time Employee is an Employee employed to work
for thirty five hours per week.
14.7Â Â Â Part-Time
Employment
(a)Â Â Â Â Â Â A Part-Time Employee
shall be engaged to work agreed contract hours per week (for no less than three
hours per day) and employed to work fewer ordinary hours than the ordinary
hours worked by a Full Time Employee.
(b)Â Â Â Â Â Â Part-Time work
may be undertaken with the agreement of the Employer. Part-Time work may be
undertaken in a part-time position or under a part-time arrangement. The terms
of the agreement must be in writing and specify the pattern of contract hours
to be worked and may only be varied with the consent of both parties.
(c)Â Â Â Â Â Â Part-Time
Employees shall be paid at the same hourly rate as a Full-Time Employee in the
same classification, including any relevant expenses and/or allowances as
prescribed in this Award. Incremental progression for Part-Time Employees is
the same as for Full-Time Employees.
(d)Â Â Â Â Â Â Part-Time
Employees receive full time entitlements on a pro rata basis calculated
according to the number of hours an Employee works in a part-time position or
under a part-time arrangement. Entitlements to paid leave will accrue on the
equivalent hourly basis.
(e)Â Â Â Â Â Â Additional
hours
(i)Â Â Â Â Â Â Â The
Employer may request, but not require, a Part-Time Employee to work additional
hours in excess of their contract hours.
(ii)Â Â Â Â Â Subject to
18.13, for the time worked in excess of the Employee’s contract hours and up to
the normal full-time hours for the classification, part-time Employees shall:
(A)Â Â Â Â Â be paid for
additional hours at their hourly rate plus a loading of 1/12th in lieu of
annual leave where the Employee is entitled to four weeks annual leave, or a
loading of 5/47ths in lieu of annual leave where the Employee is entitled to
five weeks annual leave, or
(B)Â Â Â Â Â if working under
a Flexible Working Hours scheme under clause 19 of this Award, can elect to be
paid as per clause 14.8(e)(ii)(A) or have the time worked credited as flexible
working hours.
(iii)Â Â Â Â For time worked
in excess of the full-time hours of the classification, or outside the
bandwidth, payment shall be made at the appropriate overtime rate in accordance
with clause 25 without the need to be working under flexible hours in clause
25.3.
14.8 Â Â Temporary Employment
(a)Â Â Â Â Â Â A Temporary
Employee shall be entitled to the same salary and conditions as permanent
employees in the same classification.
(b)Â Â Â Â Â Â Temporary Employees
are not entitled to redundancy payments.
(c)Â Â Â Â Â Â Subject to
clause 14.2, an engagement of a Temporary Employee may be on either a full-time
or part-time basis and in the following circumstances:
i.         a
fixed period of not more than 24 months in the one role (subject to ii to iv
following); or
ii.       for a
specified project; or
iii.      for an entry
level program, including for trainees, graduates, scholars, cadets or VET
cadets; or
iv.      to backfill a
role temporarily vacated by a Permanent Employee, including for maternity
relief, secondments or career breaks.
(d)Â Â Â Â Â Â A Temporary
Employee engaged under clause 14.9(c)(i) will be made
permanent after 24 continuous months in the one role. This provision came into
effect on 24 July 2019\.
(e)Â Â Â Â Â Â Where a
Temporary Employee has been engaged under clause 14.9 (c)(iv) and the role is
subsequently permanently vacated, 14.9(d) shall apply.
(f)Â Â Â Â Â Â Â The employer
will not seek to terminate a temporary engagement to avoid the provisions of
clause 14.9(d).
14.9Â Â Â The Employer may offer permanent
employment to a Temporary Employee after 12 continuous months’ employment in a
role (the Original Role),
subject to the following criteria:
(a)Â Â Â Â Â Â the Employee was initially employed in the
Original Role following an
advertised merit process;
(b)Â Â Â Â Â Â the permanent appointment is to be to a
role that is of equivalent grade (unless the Employee agrees to a lower grade)
and equivalent capabilities to the Original Role;
(c)Â Â Â Â Â Â the Employee has demonstrated
satisfactory performance in the Original Role under the Employer’s performance
management system and has demonstrated satisfactory conduct.
(d)Â Â Â Â Â Â the Employee has the relevant
capabilities, skills, qualifications and experience to enable the Employee to
perform the duties of the role.
15. Contractors
and Labour Hire
(a)Â Â Â Â Â Â Consistent with
subclause 14.2 the Employer acknowledges the importance of security of
employment and will use direct permanent employment as the preferred and
predominant staffing option for the Employer.
(b)Â Â Â Â Â Â Whilst the Employer
may be required to utilise contractors or labour hire for a variety of reasons,
the Employer will not use such labour to undermine the terms and conditions of
employees under this Award.
(c)Â Â Â Â Â Â In considering
whether to engage contingent labour, the Employer will consider whether:
i.         there
are any existing Employees who are suitable and available to carry out the
work;
ii.       there is an
urgent or pressing need to meet business requirements; or
iii.      there are
specialist skill and/or capability requirements cannot be met from within the
agency.
(d)Â Â Â Â Â Â On being
advised or otherwise becoming aware that a contractor, sub-contractor or labour
hire company is not applying the relevant industrial instrument rates of pay or
other relevant industrial instrument conditions or complying with any other
statutory provisions, the Employer will immediately engage with the contractor,
sub-contractor or labour hire company to take the necessary action to address
the situation. Should the contractor, sub-contractor or labour hire company
continue to breach the provision then the Employer will take appropriate action
which may include termination of the contract
16. Termination of
Employment
16.1Â Â Â The Employer will
not terminate an Employee's employment unless:
(a)Â Â Â Â Â Â the Employee
has been given, in writing, the period of notice required by this clause;
(b)Â Â Â Â Â Â the Employee is
guilty of serious misconduct; or
(c)Â Â Â Â Â Â all relevant
legislative provisions have been complied with.
16.2Â Â Â The required
period of notice by the Employer will be:
Employee's
Continuous Service with the Employer
|
Period of Notice
|
Not more than 1 year
|
1 week
|
More than 1 year and up to but no more than 3 years
|
2 weeks
|
More than 3 years but no more than 5 years
|
3 weeks
|
More than 5 years
|
4 weeks
|
16.3Â Â Â Employees over 45
years of age who have more than 2 years of continuous service will be provided
with an additional one (1) weeks’ notice.
16.4Â Â Â The Employer may
require the Employee to work for all or part of the notice period, with any remainder
of the notice period to be paid out.
16.5Â Â Â Employees may
terminate their employment by giving notice in writing in accordance with the
table in sub clause 16.2 above, or by forfeiting salary in lieu of notice.
16.6Â Â Â Where the Employer
has given notice of termination to an Employee, the Employee will be allowed up
to one day’s time off without loss of pay for the purpose of seeking other
employment. The time off is to be taken at times that are convenient to the
Employee after consultation with the Employer.
16.7Â Â Â Upon termination
of employment an Employee must return any of the Employer’s property including
equipment, manuals, telephones, radios, security keys, uniforms, and
identification in their possession or control.
16.8Â Â Â Nothing in this
clause shall affect the ability of the Employer to terminate the employment of
an Employee at any time, without notice, for serious misconduct.
17.Â
Abandonment of Employment
17.1Â Â Â If an Employee is absent for a period of 5
consecutive working days without authorisation, the Employer (before
terminating) will write to the Employee, via registered post or courier (with
delivery confirmation receipt) to the Employee’s last known address, advising
that the Employer is considering termination unless the Employee provides a
satisfactory explanation within 7 calendar days.
17.2Â Â Â If the Employee
does not respond to the letter or resume duty within the specified 7 calendar
days, a further letter will be sent by registered mail or courier (with delivery
confirmation receipt) to the Employee’s last known address, advising the
Employee that their services have been terminated due to abandonment of
employment.
18. Hours of Work
18.1Â Â Â The ordinary
hours of work shall be 35 hours per week.
18.2Â Â Â Except as
provided for in clause 18.13, clause 20 and Part B of this Award, the ordinary
hours shall be worked between 7.00 am and 7.00 pm, Monday to Friday inclusive.
18.3Â Â Â No Employee shall
be required to work more than five consecutive hours without a meal break.
18.4Â Â Â Meal breaks must
be given to and taken by Employees. Employees shall be entitled to an unpaid
meal break of not less than 30 minutes duration. For Employees working hours in
accordance with clause 18.7(a) with a prescribed break of more than 30 minutes,
the Employee and Employer may agree, when operationally convenient, to reduce
the break to not less than 30 minutes.
18.5Â Â Â The ordinary
hours may be standard pursuant to clause 18.7(a) or flexible pursuant to clause
19 and may be worked on a full time or part time basis.
18.6Â Â Â The Employer
shall ensure that all Employees are informed of the hours of duty required to
be worked and of their rights and responsibilities in respect of such hours of
duty.
18.7Â Â Â The following working
arrangements apply according to the requirements of the Employer:
(a)Â Â Â Â Â Â the ordinary
hours for an Employee working standard hours will be Monday to Friday, 7 hours,
22 mins per day / 19 days per 4 week period (fixed); or
(b)Â Â Â Â Â Â flexible
working hours (clause 19).
Employees working according to (a) above are excluded
from working under the flexible working hours scheme.
18.8Â Â Â Employees working
in accordance with clause 18.7(a) will be entitled to:
(a)Â Â Â Â Â Â have an accrued day off (ADO) during each four week work
cycle; and
(b)Â Â Â Â Â Â where the Employee is directed to work and cannot take their
ADO during that four week work cycle then any such accrued ADO shall be carried
over and taken at a mutually convenient time.
18.9Â Â Â Where an Employee
working standard hours is directed to work between 7am and 7:30am, or 6pm and
7pm, such hours shall be overtime and managed in accordance with the overtime
provisions of this Award.
18.10Â Where an Employee
working standard hours is directed to work more than 7 hours, 22 minutes in any
one day (excluding breaks) the hours in addition to 7 hours, 22 minutes shall
be paid as overtime and managed in accordance with the overtime provisions of
this Award.
18.11Â Employees who are
lactating mothers may take lactation breaks for breastfeeding, expressing milk
or other activity necessary to the act of breastfeeding or expressing milk.
This is in addition to any other rest period and meal break as provided for in
this award.
(a)Â Â Â Â Â Â A Full-Time
Employee, or a Part-Time Employee working more than 4 hours per day, is
entitled to a maximum of two paid lactation breaks of up to 30 minutes each per
day.
(b)Â Â Â Â Â Â A Part-Time
Employee working 4 hours or less on any one day is entitled to only one paid
lactation break of up to 30 minutes.
(c)Â Â Â Â Â Â Employees shall
be provided with access to:
(i)Â Â Â Â Â Â Â a suitable private space, with comfortable seating, for the
purpose of breastfeeding or expressing milk; and
(ii)Â Â Â Â Â suitable
facilities, such as refrigeration and a sink, where practicable.
18.12Â An Employee who is
required to undertake urgent personal business, attend to essential religious
obligations or is late for work, can seek approval to make up that time on the
same or on other days as agreed between the Employee and the Employer or take
flex leave if working under Flexible Working Hours (clause 19).
18.13Â Additional
Conditions for Sydney Metro Community Information Centre Staff
(a)Â Â Â Â Â Â Employees
working in the Sydney Metro Community Information Centre may be required to
work their ordinary hours of duty:
(i)Â Â Â Â Â Â Â between
8.20 am and 4.20 pm on a Saturday; and
(ii)Â Â Â Â Â between 6.00 pm
and 7.00 pm on a Monday to Friday,
provided such ordinary hours shall be paid at the
ordinary rate plus a loading of 50 per cent
(b)Â Â Â Â Â Â The 50 per cent loading paid under clause
18.13(a) may be taken as Time off in Lieu (TOIL) by agreement between the
Employee and Employer.
(c)Â Â Â Â Â Â The ordinary
hours of duty shall be worked over a two week roster cycle.
(d)Â Â Â Â Â Â Employees shall
not be required to work more than five consecutive days during the roster
cycle.
(e)Â Â Â Â Â Â The minimum
hours to be worked on a Saturday shall be four for Full Time Employees and
three for Part Time Employees.
19. Flexible Working
Hours
19.1Â Â Â Flexible working
hours is defined as where an Employee is able to:
(a)Â Â Â Â Â Â vary their start
and finish times within the bandwidth;
(b)Â Â Â Â Â Â accrue one flex day (7 hours) in each 4 week settlement
period;
(c)Â Â Â Â Â Â take flex leave at any time throughout the 4 week settlement
period with management approval.
19.2Â Â Â The provisions of
the Flexible Working Hours arrangements available to Employees are as follows:
(a)Â Â Â Â Â Â A flexible
working hours scheme in terms of this subclause may operate subject to
operational requirements, as determined by the Employer.
(b)Â Â Â Â Â Â Flexible
working hours will accrue where an Employee works additional hours above 140
hours in a settlement period in accordance with this clause.
(c)Â Â Â Â Â Â Where the
operational requirements allow, the working of flexible hours under a flexible
working hours scheme shall be extended to an Employee working under a part time
work arrangement. Except for provisions contained in subclauses (k), (n) and
(o) of this clause, all other provisions under this subclause shall be applied
pro rata to an Employee working under a part time work arrangement.
(d)Â Â Â Â Â Â Attendance - An
Employee's attendance in excess of ordinary hours but within the bandwidth
shall be subject to the availability of work.
(e)Â Â Â Â Â Â Bandwidth - The
bandwidth shall be between the hours of 7.00 am and 7.00 pm Monday to Friday,
unless otherwise agreed between the Employer and the Employee.
(f)Â Â Â Â Â Â Â Minimum hours
of work on any day will be 5 for a full-time Employee and 3 for a part-time
Employee, excluding breaks.
(g)Â Â Â Â Â Â Maximum hours
of work on any day to be accredited as flex-time will be 10 hours, excluding
breaks.
(h)Â Â Â Â Â Â Lunch break -
The standard lunch period shall be no less than ½ hour and no more than 1 hour.
However, by agreement with the Employer, an Employee may take up to 2½ hours.
(i)Â Â Â Â Â Â Â Settlement
period - The settlement period shall be four weeks, and for time recording
purposes, the settlement period and flex leave must coincide.
(j)Â Â Â Â Â Â Â Contract hours
- The contract hours for a settlement period shall be calculated by multiplying
the Employee's weekly contract hours by the number of weeks in a settlement
period.
(k)Â Â Â Â Â Â Flexible
working hours credit - An Employee may carry a maximum of 10 hours credit into
the next settlement period. Subject to clauses 17.2(m) and 17.2(p), additional
hours are forfeited.
(l)Â Â Â Â Â Â Â Any credit of
hours outstanding on an Employee's last day of duty, is to be paid by adding
the monetary value to any unpaid salary or to the monetary value of accrued
annual/extended leave.
(m)Â Â Â Â Â Weekly hours
worked during the settlement period are to be monitored by the Employee and their
supervisor. If it appears that the Employee may exceed an accumulated work time
of 150 hours in a settlement period, or if the total hours of work in a
settlement period with the credit hour carry over from the previous settlement
period is likely to exceed 150 hours, the Supervisor shall, with the agreement
of the Employee, seek the approval of the Employer, in writing, to allow the
Employee to accrue additional hours worked above 150 hours per settlement
period for a period of up to 3 months and how, if accrued, the additional hours
are to be utilised through flex leave.
(n)Â Â Â Â Â Â Flexible
working hours debit - The following provisions shall apply to the carry over of flexible working hours debits:
(i)Â Â Â Â Â Â Â A
debit of up to 10 hours at the end of a settlement period may be carried over
into the next period;
(ii)Â Â Â Â Â Where the debit
exceeds 10 hours, the excess will be debited from a following pay as leave
without pay, unless the Employee elects to be granted available annual or
extended leave to offset the excess.
(iii)Â Â Â Â Any debit of
hours outstanding on an Employee’s last day of duty is to be deducted from any
unpaid salary or the monetary value of accrued annual/ extended leave.
(o)Â Â Â Â Â Â Flex leave -
Subject to operational requirements:
(i)Â Â Â Â Â Â Â An
Employee may use credit hours to take off one full day or two half days in a
settlement period of 4 weeks.
(ii)Â Â Â Â Â Flex leave may
be taken in divisions of 1/4 day, 1/2 day, 3/4 day or 1 full day.
(iii)Â Â Â Â Flex leave may
be taken on consecutive working days.
(iv)Â Â Â Â Absences on flex
leave may be combined with other periods of authorised leave.
(p)Â Â Â Â Â Â Banked days -
If an Employee is unable to take flex leave in accordance with paragraph (o) of
this subclause due to operational requirements, an Employee can bank flex leave
and is entitled to have banked up to four untaken flex days at any one time.
Subject to approval, the Employee can take up to four banked days plus the
current settlement period’s flex day, to take a maximum of five consecutive
working days off at an appropriate time. All banked days that are not taken by
31 January following the year in which the days are banked are forfeited unless
retention is approved by the Secretary.
20. Shift Work
20.1Â Â Â Introduction of
Shift Work
(a)Â Â Â Â Â Â The Employer
may require new positions to be developed and undertaken as designated,
regular, rostered ongoing Shift Work positions.
(b)Â Â Â Â Â Â When the
Employer intends to develop and advertise designated, regular, rostered,
ongoing Shift Work positions, the Employer will consult with the Unions in accordance
with clause 8 to discuss the needs of the business and how Shift Work will
assist with that delivery.
(c)Â Â Â Â Â Â It is agreed
the development and addition of Shift Work positions will not result in the
involuntary conversion or redundancy of existing roles.
(d)Â Â Â Â Â Â Where there is
a need to utilise a position for shift work other than as prescribed in this
clause, the Parties may enter into a Local Arrangement in accordance with
clause 10.
(e)Â Â Â Â Â Â The provisions
of this clause do not apply to Employees covered by Part B of this Award.
(f)Â Â Â Â Â Â Â At the
commencement of this Award, this provision only applies to Group IT Command
Centre and the Cargo Movement Coordination Centre, subject to any variations
agreed under subclause 20.1(d).
(g)Â Â Â Â Â Â This clause
operates in place of clause 3.2 of the Transport Service of NSW (Port Botany
Landslide Improvement Scheme) Agreement 2014.
20.2Â Â Â The hours of work
provisions in clause 18 of this Award operate alongside the specific provisions
of this clause and, in the case of inconsistency, the specific provisions of
this clause will prevail.
20.3Â Â Â Definitions
(a)Â Â Â Â Â Â "Shift
work" is work for which ordinary hours includes hours rostered outside the
span of ordinary hours as set out in clause 18.2; and
(b)Â Â Â Â Â Â "Rostered
Shift worker" is an employee who is required to work their ordinary hours
on a permanent shift work roster.
20.4Â Â Â Shift Definitions
(a)      ‘Early morning
shift’ shall mean those shifts commencing at or after 4.00am and before 6.00am.
(b)      ‘Day shift’
shall mean those shifts commencing at or after 6.00am and before 12 noon.
(c)      ‘Afternoon
shift’ shall mean those shifts commencing at or after 12 noon and before
4.00pm.
(d)      ‘Night shift’
shall mean those shifts commencing at or after 4.00pm and before 4.00am.
20.5Â Â Â Annualised Allowance
(a)Â Â Â Â Â Â Following
discussions, where the Employer and relevant Employee/s agree in writing, an
annualised allowance is payable in lieu of the following elements of the
predicted roster for the prospective year:
i.         Hours
of work
ii.       Shift
penalties
iii.      Shift roster
changes
iv.      Overtime
payments
(b)Â Â Â Â Â Â The terms of
the agreement will be set out in writing and include the amount of the
allowance, and the basis for its calculation, and the period it will operate
for.
(c)Â Â Â Â Â Â The allowance
will not result in the Employee being worse off overall than the Employee would
otherwise be under the terms and conditions of the Award.
(d)Â Â Â Â Â Â If the
Employee’s roster or pattern of hours of work changes during the period to
which the allowance applies, the level of loading may be reviewed in
consultation with the Employee - taking into account the payments arising under
subclause 20.4(a) - and the rate changed by the Employer to reflect the new
circumstances.
(e)Â Â Â Â Â Â The annualised
allowance may be terminated by either the Employer or the Employee, following
consultation, by giving at least 4 weeks’ notice in advance of the next roster
cycle, provided that a minimum total of 8 weeks notice
is given.
20.6Â Â Â Hours of Work
(a)Â Â Â Â Â Â Ordinary hours
of work will be 35 per week, rostered over cycles of up to 8 weeks.
(b)Â Â Â Â Â Â No Employees
will be rostered to work shifts lengths less than 7 hours, 22 minutes (excluding unpaid
meal breaks) or greater than 12 hours 10 minutes (including meal breaks)
(c)Â Â Â Â Â Â Shift lengths will
be consistent over the course of a roster.
(d)Â Â Â Â Â Â Employees will
not be required to work more than 4 consecutive 12 hour shifts (including meal
breaks) in any 7 day period.
(e)Â Â Â Â Â Â There will be a
minimum of 9 rostered days off in every 4 week period arranged so that a
minimum of 4 sets of 2 consecutive roster free days are granted.
(f)Â Â Â Â Â Â Â Employees will
be rostered off for a minimum of one weekend in every 4 weeks; or 3 weekends
off in every 8 week cycle.
20.7Â Â Â Rest Breaks
(a)Â Â Â Â Â Â Where an
Employee works overtime after their rostered shift, they are entitled to a rest
break of at least 10 hours (12 hours for Rail Safety Workers).
(b)Â Â Â Â Â Â Where an
Employee is directed to resume work without having a rest break provided for in
clause 20.7(a), they shall be paid at the rate of double time, or double time
and one half if on a public holiday, calculated at the ordinary salary rate
until such time as Employees are released from duty for the period set out in
clause 20.7(a).
(c)Â Â Â Â Â Â Any rostered
working time occurring during such absence shall be paid at the shift work rate
in clause 20.9.
(d)Â Â Â Â Â Â If moving from
an am to a pm shift or vice versa there will be a minimum rostered break of 24
hours.
20.8Â Â Â Breaks
(a)Â Â Â Â Â Â Employees shall
not be directed to work more than 5 hours from the commencement of a shift
without having a minimum 30‑minute unpaid meal break. Employees rostered
for a further 5 hours of work will be provided a paid crib break of 20 minutes.
(b)Â Â Â Â Â Â If employees
are directed to work more than 5 hours without a break they will be paid at
double the ordinary rate of pay until a break is taken.
20.9Â Â Â Payment for Shift
Work
(a)Â Â Â Â Â Â Day shift is
paid at the ordinary rate of pay.
(b)Â Â Â Â Â Â Early morning
shift (on Monday to Friday) is at the ordinary rate of pay plus 12.5 per cent.
(c)Â Â Â Â Â Â Afternoon shift
(on Monday to Friday) is at the ordinary rate of pay plus 12.5 per cent.
(d)Â Â Â Â Â Â Night shift (on
Monday to Friday) is at the ordinary rate of pay plus 15 per cent.
(e)Â Â Â Â Â Â All ordinary
time worked on a Saturday is at the rate of time and one half of the ordinary
rate of pay.
(f)Â Â Â Â Â Â Â All ordinary
time worked on a Sunday is at the rate of double the ordinary rate of pay.
(g)Â Â Â Â Â Â All ordinary
time worked on a Public Holiday is at the rate of double and one half of the
ordinary rate of pay. The Employee may elect, prior to working the public
holiday, to be paid at the rate of time and one half of the ordinary rate of
pay and a day off in lieu to be taken at a date mutually agreed between the
employer and the employee within 12 months following the Public Holiday. The
day off in lieu will be cashed out if not taken within 12 months of it being
accrued.
20.10Â Leave Loading and
Additional Annual Leave
(a)Â Â Â Â Â Â Full time
Employees will be credited with 5 days’ annual leave per annum in addition to
the annual leave specified at 22.1(b) of the Award. This leave will accrue at
the rate of 5/12th of a day for each complete month that an Employee works.
(b)Â Â Â Â Â Â 17.5 per cent
annual leave loading is to be calculated on the basis of 17.5 per cent of five
weeks’ ordinary salary.
(c)Â Â Â Â Â Â Shift workers
proceeding on annual leave are to be paid in respect of leave taken in any
period of 12 months commencing 1 December, shift premiums and penalty rates (or
other allowance paid on a regular basis in lieu thereof) they would have received
had they been on duty or the 17.5 per cent annual leave loading, whichever is
the more favourable.
20.11Â Rosters
(a)Â Â Â Â Â Â Rosters will be
developed in accordance with the core rostering principles set out at subclause
20.12 below and will be subject to local level consultation prior to
implementation.
(b)Â Â Â Â Â Â There will a
minimum of 11 hours (12 hours for Rail Safety Workers) between rostered shifts.
(c)Â Â Â Â Â Â Rules for
roster development will be developed at the local level with Employees and
their representatives and should include provisions for the planning of leave,
notification of availability and shift swaps.
(d)Â Â Â Â Â Â The Employer
will consult with affected Employees on the development of, and changes to, the
roster.
(e)Â Â Â Â Â Â Employees will be
provided with a minimum of 3 months’ notice (inclusive of the period of the
roster cycle under development) of their shift arrangements. The parties
acknowledge that longer notice - e.g. 6 months - is desirable.
(f)Â Â Â Â Â Â Â Employees may
mutually agree to exchange shifts subject to approval by management.
(g)Â Â Â Â Â Â Where notice is
given of a change in shift with less than 7 days’ notice (but at least 48
hours’ notice) any shift so worked will be paid at the rate of the previous
shift where it would have attracted a higher shift penalty.
(h)Â Â Â Â Â Â Where less than
48 hours’ notice is given of a change in shift, the shift will be paid at
overtime rates.
20.12Â Rostering
Principles
(a)Â Â Â Â Â Â All rosters
shall be developed and implemented in accordance with the following principles:
i.         the
health and safety of employees;
ii.       fatigue
management obligations;
iii.      operational
and business requirements;
iv.      duty of care
obligations;
v.        a fair and
equitable distribution of the rostered work between Employees of like
classification;
vi.      local level
consultation with affected employees;
vii.     patterns of
working which assist all employees with work/ life balance considerations; and
viii.    appropriate
periods of notice of rosters and changes to shifts.
20.13Â Overtime
(a)Â Â Â Â Â Â Overtime is all
time worked in excess of the rostered shift length or the maximum ordinary
hours of the roster cycle.
(b)Â Â Â Â Â Â Payment of
overtime will be made at the following rates:
i.         Any
overtime worked between midnight Sunday and midnight Saturday, will be paid at
the rate of time and one half for the first two hours and double time
thereafter. Each period of overtime shall stand alone.
ii.       Any overtime
work carried out on Sundays shall be paid for at the rate of double time.
iii.      Any overtime
work carried out on a public holiday shall be paid for at the rate of double
time and a half.
(c)Â Â Â Â Â Â Overtime is
calculated on the Employee’s base salary.
(d)Â Â Â Â Â Â Overtime may be
granted as Time in Lieu in accordance with clause 25.9 of the Award.
(e)Â Â Â Â Â Â Payment for any
period of overtime will not be made more than once.
20.14Â Minimum payments
(a)Â Â Â Â Â Â Any Employee
who attends for ordinary hours duty in accordance with instructions but is not
required - whether the Employee has commenced the shift or not - shall be paid
the rostered shift and relevant penalties unless at least 7 days’ notice was
given to the Employee personally that they were not required for duty.
(b)Â Â Â Â Â Â If an employee
is recalled to duty, clause 25.4 of the Award, except for paragraph (g) of
subclause 25.4, applies.
21. Flexible Working
Arrangements
21.1Â Â Â Flexible work
arrangements may be agreed between the Employer and the Employee.
21.2Â Â Â In addition to
leave and flexible working hours arrangements, examples of workplace
flexibility initiatives that may be considered include:
(a)Â Â Â Â Â Â Working from
home
(b)Â Â Â Â Â Â Changing from
full-time to part-time employment on a temporary or permanent basis
(c)Â Â Â Â Â Â Job-sharing
(d)Â Â Â Â Â Â Transition to
retirement arrangements
21.3Â Â Â A flexible work
arrangement must be cost neutral and conform to Work Health and Safety
requirements.
21.4Â Â Â The Employer will
not unreasonably refuse an Employee’s request for a flexible working
arrangement as long as the arrangements can be structured to maintain business
efficiency and productivity.
22. Leave Provisions
22.1Â Â Â Annual Leave
(a)Â Â Â Â Â Â Subject to this
clause, annual leave is in accordance with the Annual Holidays Act 1944.
(b)Â Â Â Â Â Â Employees are
entitled to 4 weeks annual leave each year, which accrues from day to day on a
pro-rata basis over a 12 month period.
(c)Â Â Â Â Â Â An employee who
takes unpaid adoption, maternity or parental leave in accordance with this
Award, is entitled to take Annual leave on half pay at the same time.
(d)Â Â Â Â Â Â Limits on
accumulation and direction to take leave:
(i)Â Â Â Â Â Â Â Employees
must take at least two weeks of annual leave every 12 months, and this shall be
given by the Employer before the expiration of the period of one year after the
date upon which the right to take the holiday accrued.
(ii)Â Â Â Â Â The minimum period
of annual leave available to be granted shall be a quarter day.
(iii)Â Â Â Â Where
operational requirements permit, the application for leave shall be dealt with
by the Employer according to the wishes of the Employee.
(e)Â Â Â Â Â Â Subparagraph
22.1(d)(i) will not apply if an Employee has
accumulated annual leave for a special purpose approved by the Employer, for
example, an overseas holiday.
(f)Â Â Â Â Â Â Â Annual leave
does not accrue during leave without pay, other than:
(i)Â Â Â Â Â Â Â military
leave taken without pay when paid military leave entitlements are exhausted;
(ii)Â Â Â Â Â absences due to
natural emergencies or major transport disruptions, when all other paid leave
is exhausted;
(iii)Â Â Â Â any continuous
period of sick leave taken without pay when paid sick leave is exhausted;
(iv)Â Â Â Â incapacity for
which compensation is authorised under the Workplace
Injury Management and Workers Compensation Act 1998 and Workers Compensation Act 1987; or
(v)Â Â Â Â Â Â periods which
when aggregated, do not exceed 5 working days in any period of 12 months.Â
(g)Â Â Â Â Â Â An Employee who
is stationed indefinitely in a remote area of the State, being the Western and
Central Division of the State described as such in the Second Schedule to the Crown Lands Consolidation Act 1913
before its repeal, accrues additional annual leave at the rate of 5 days per
annum.
(h)Â Â Â Â Â Â Annual leave
loading
(i)Â Â Â Â Â Â Â Employees
will receive, in addition to payment for annual leave, a leave loading of 17.5%
of the monetary value of up to 4 weeks annual leave accrued in a Leave Year
calculated on their salary.
(ii)Â Â Â Â Â The annual
leave loading shall be paid to Employees subject to the following conditions:
(A)Â Â Â Â Â The full
entitlement to the loading on annual leave that an Employee has accrued over
the previous Leave Year will be paid on the first occasion after 1 December in
any year an Employee takes sufficient leave to permit them to be absent from
duty for at least two consecutive weeks, of which at least one week is annual
leave. The loading will apply only to leave accrued in the year ending on the
preceding 30 November, up to a maximum of four weeks.
(B)Â Â Â Â Â In the event of
no such absence occurring by 30 November of the following year, an Employee
will be paid the monetary value of the annual leave loading payable on leave accrued
as at 30 November of the previous Leave Year in a pay following 30 November.
(C)Â Â Â Â Â On cessation of
employment, other than termination by the Employer for serious and intentional
misconduct, an Employee who has not taken annual leave qualifying them for
payment of the annual leave loading since the preceding 1 December shall be
paid the loading, which would have been payable had such leave been taken.
22.2Â Â Â Sick Leave
(a)Â Â Â Â Â Â An Employee is
entitled to take paid accrued sick leave in accordance with this clause.
(b)Â Â Â Â Â Â Sick leave on
full pay accrues day by day to an Employee at the rate of 15 days each calendar
year, and any such accrued leave, which is not taken, is cumulative.
(c)Â Â Â Â Â Â During the
first 4 months of employment, an Employee can access up to 5 days paid sick
leave even though that leave has not yet accrued.
(d)Â Â Â Â Â Â Employees are
required to provide medical certificates or other evidence when sick leave
exceeds two consecutive days.
(e)Â Â Â Â Â Â Subject to any
restrictions imposed as a result of unsatisfactory attendance, Employees are
entitled to take 5 single days of total sick leave in any one year as
uncertified absences, after which all leave requires a medical certificate or
other evidence supporting a sick leave absence.
(f)Â Â Â Â Â Â Â Sick leave
without pay shall count as service for the accrual of paid sick leave and
annual leave. In all other respects sick leave without pay shall be treated in
the same manner as leave without pay.
(g)Â Â Â Â Â Â Sick Leave -
Workers Compensation
(i)Â Â Â Â Â Â Â Pending
determination of a claim under the Workers
Compensation Act 1987, on production of an acceptable medical certificate,
an Employee shall be granted sick leave on full pay for which the Employee is
eligible followed, if necessary, by sick leave without pay or, at the
Employee's election by accrued annual leave or extended leave.
(ii)Â Â Â Â Â If liability
for the workers compensation claim is accepted, then an equivalent period of
any sick leave taken by the Employee pending acceptance of the claim shall be
restored to the credit of the Employee.
(iii)Â Â Â Â An Employee who
continues to receive compensation after the completion of the period of 26
weeks referred to in section 36 of the Workers Compensation Act 1987 may use
any accrued and untaken sick leave to make up the difference between the amount
of compensation payable under that Act and the Employee's ordinary rate of pay.
Sick leave utilised in this way shall be debited against the Employee.
22.3   Carer’s Leave
(a)Â Â Â Â Â Â Employees will be
able to elect to use available paid sick leave, subject to the conditions
specified in this subclause, to provide care and support when a person
identified in paragraph (c) of this clause is ill or requires care due to an
unexpected emergency.
(b)Â Â Â Â Â Â Employees will
be entitled to Carer's Leave when:
(i)Â Â Â Â Â Â Â their
entitlements to Family and Community Service Leave is exhausted; and
(ii)Â Â Â Â Â they are
responsible for the care and support of a category of person set in paragraph
(c) of this clause.
(c)Â Â Â Â Â Â Categories of
people for which Carer's Leave can be obtained:
Employees will be entitled to Carer's Leave for the
care and support of an ill:
(i)Â Â Â Â Â Â Â Family
Member;
(ii)Â Â Â Â Â relative who is
a member of the same household where, for the purposes of this definition:
(A)Â Â Â Â Â 'relative' means
a person related by blood, marriage, affinity or Aboriginal kinship structures;
(B)Â Â Â Â Â 'affinity' means
a relationship that one spouse or partner has to the relatives of another; and
(C)Â Â Â Â Â 'household'
means a family group living in the same domestic dwelling.
(d)Â Â Â Â Â Â Other forms of
leave and carer’s responsibilities
An Employee may elect, with the Employer’s agreement,
to take annual leave at any time within a period of 24 months from the date at
which it falls due.
(e)Â Â Â Â Â Â The Employee
shall, if required:
(i)Â Â Â Â Â Â Â establish
either by production of a medical certificate or other acceptable
documentation, the illness of the person concerned and that the illness is such
as to require care by another person; or
(ii)Â Â Â Â Â establish by production
of acceptable documentation, the nature of the emergency and that such
emergency resulted in the person concerned requiring care by the Employee.
(f)Â Â Â Â Â Â Â In normal
circumstances, an Employee must not take carer's leave under this subclause
where another person has taken leave to care for the same person.
22.4Â Â Â Family and
Community Service Leave
(a)Â Â Â Â Â Â Employees will
be granted paid Family and Community Service Leave (FACSL) in accordance with
this clause.
(b)Â Â Â Â Â Â FACSL will be
granted:
(i)Â Â Â Â Â Â Â for reasons related to responsibilities for a Family Member
;
(ii)Â Â Â Â Â for reasons
related to the death of a Family Member or relative;
(iii)Â Â Â Â for reasons
related to performance of community service; or
(iv)Â Â Â Â in case of
pressing necessity, natural disaster or major transport disruption.
(c)Â Â Â Â Â Â The maximum
amount of FACSL that an Employee will be granted at ordinary rates is:
(i)Â Â Â Â Â Â Â two
and a half days in the first 12 months of service; or
(ii)Â Â Â Â Â five days in
any period of two years after the first 12 months of service; or
(iii)Â Â Â Â one day for
each completed year of service, less the total amount of any FACSL already
taken by the Employee, whichever is the greater.
(d)Â Â Â Â Â Â If available
FACSL is exhausted, on the death of a Family Member or relative, additional paid
FACSL of up to 2 days will be granted on a discrete, per occasion basis to the
Employee.
22.5Â Â Â Extended Leave
(a)Â Â Â Â Â Â General
Extended leave for Employees will accrue and be granted
in accordance with section 68Q(2) of the Transport Administration Act 1988,
together with Schedule 1 of the Government Sector Employment Regulation 2014.
(b)Â Â Â Â Â Â Extended Leave
Entitlements
(i)Â Â Â Â Â Â Â An
Employee who has completed 10 years of continuous service with the Employer is
entitled to extended leave of:
44 working days at full pay, or
88 working days at half pay, or
22 working days at double pay.
(ii)Â Â Â Â Â For each
additional calendar year of service completed in excess of 10 years, Employees
accrue 11 working days extended leave.
(iii)Â Â Â Â Employees who
have completed at least 7 years of continuous service with the Employer, or as
recognised in accordance with Schedule 1 of the Government Sector Employment
Regulation 2014, are entitled to access the extended leave accrual indicated in
subparagraph (i) above on a pro rata basis of 4.4
working days per completed year of service.
(iv)Â Â Â Â Employees who
are employed part-time are entitled to extended leave on the same basis as that
applying to a Full-Time Employee but payment for the leave is calculated on a
pro rata basis.
22.6Â Â Â Maternity Leave
(a)Â Â Â Â Â Â General
(i)Â Â Â Â Â Â Â Maternity
leave is available to all female Employees to enable them to take care of their
new born child, retain their position and return to work within a reasonable
period of time after they have given birth.
(ii)Â Â Â Â Â An Employee who
has been granted maternity leave and whose child is stillborn may elect to take
available sick leave instead of maternity leave.
(b)Â Â Â Â Â Â Paid Maternity
Leave
Employees who have completed at least 40 weeks
continuous service prior to the expected date of birth are entitled to paid
maternity leave at their ordinary rate of pay for:
(i)Â Â Â Â Â Â Â fourteen
weeks, or
(ii)Â Â Â Â Â the period of
maternity leave taken,
whichever is the lesser period.
Leave may be taken at full pay, half pay or as a lump
sum.
(c)Â Â Â Â Â Â Unpaid
Maternity Leave
(i)Â Â Â Â Â Â Â Pregnant
Employees are entitled to maternity leave:
(A)Â Â Â Â Â on a full-time
basis for a period of not more than nine weeks prior to the expected date of
giving birth; and
(B)Â Â Â Â Â for a further
period ending not more than 12 months after the date of giving birth.
(ii)Â Â Â Â Â Employees who
take maternity leave may reach agreement with the Employer to also take leave
after the date of birth:
(A)Â Â Â Â Â part-time for a
period not exceeding two years; or
(B)Â Â Â Â Â partly full-time
and partly part-time over a proportionate period of up to two years.
(d)Â Â Â Â Â Â Where the
pregnancy ends, not in the birth of a living child, within 28 weeks of the
expected date of birth, the Employee may elect to take paid or unpaid maternity
leave or sick leave and negotiates their date of return to work with the
Employer.
(e)Â Â Â Â Â Â Where an
Employee has a pregnancy related illness, the Employee is entitled to take paid
sick leave or accrued annual leave or extended leave or unpaid special
maternity leave.
22.7Â Â Â Adoption and
Altruistic Surrogacy Leave
(a)Â Â Â Â Â Â General
(i)Â Â Â Â Â Â Â Employees
are entitled to adoption or altruistic surrogacy leave when they are to be the
care giver of either an adopted child or a child subject to a parentage order
made under the Surrogacy Act 2010.
(ii)Â Â Â Â Â Adoption leave
commences on the date that the Employee takes custody of the child concerned,
whether that date is before or after the date on which a court makes an order
for the adoption of the child.
(iii)Â Â Â Â Altruistic
Surrogacy Leave commences on the date that the Employee assumes the role of
primary caregiver of the child.
(b)Â Â Â Â Â Â Paid Adoption
and Altruistic Surrogacy Leave
Employees who have completed at least 40 weeks
continuous service prior to the commencement of adoption or altruistic surrogacy
leave are entitled to paid leave at their ordinary rate of pay for:
(i)Â Â Â Â Â Â Â fourteen
weeks, or
(ii)Â Â Â Â Â the period of
adoption or altruistic surrogacy leave taken,
whichever is the lesser period.
Leave may be taken at full pay, half pay or as a lump
sum.
(c)Â Â Â Â Â Â Unpaid Adoption
and Altruistic Surrogacy Leave
(i)Â Â Â Â Â Â Â Employees
are entitled to adoption or altruistic surrogacy leave for a maximum period of
12 months.
(ii)Â Â Â Â Â Employees who
take adoption or altruistic surrogacy leave may also reach agreement with the
Employer to also take leave:
(A)Â Â Â Â Â part-time for a
period not exceeding two years; or
(B)Â Â Â Â Â partly full-time
and partly part-time over a proportionate period of up to two years.
(d)Â Â Â Â Â Â Special
Adoption Leave
An Employee is entitled to special adoption leave (without
pay) for up to 2 days to attend interviews or examinations for the purposes of
adoption. As an alternative to special adoption leave an Employee can elect to
charge the period of leave against annual leave, extended leave, flex leave or
family and community service leave.
(e)Â Â Â Â Â Â Specific
evidentiary requirements applicable to taking altruistic surrogacy leave:
(i)Â Â Â Â Â Â Â Employees
are to notify the Employer at least four months before the expected birth and
provide a copy of the pre-conception surrogacy agreement, as provided for under
the Surrogacy Act 2010 (redacted as
necessary to protect the privacy of non-employees);
(ii)Â Â Â Â Â At the time the
employee assumes the role of primary carer the employee is to provide a
statutory declaration advising that they are now the primary caregiver of the
child and intend to make application for a parentage order as required under
the Surrogacy Act 2010;
(iii)Â Â Â Â A copy of the
parentage order application (redacted as necessary) is provided as soon as
practicable after it is lodged; and
(iv)Â Â Â Â A copy of the
parentage order (redacted as necessary) is provided as soon as practicable
after it is granted.
22.8Â Â Â Parental Leave
(a)Â Â Â Â Â Â General
(i)Â Â Â Â Â Â Â Parental
leave will be granted for a period of up to 12 months to Employees who are not entitled
to maternity, adoption or altruistic surrogacy leave to enable parents to share
in the responsibility of caring for their young children.
(ii)Â Â Â Â Â Parental leave
may commence at any time up to two years after the date of birth of a child;
the date of placement of an adopted child; or the date that the employee
assumes the role of primary caregiver of the child born to the Altruistic
Surrogate.
(iii)Â Â Â Â Parental leave
is granted without pay except as provided in paragraph (d) of this subclause.
(b)Â Â Â Â Â Â Short other
parental leave - an unbroken period of up 8 weeks at the time of the birth of
the child or other termination of the spouse's or partner's pregnancy or, in
the case of adoption or altruistic surrogacy, from the date of taking custody
of the child.
(c)Â Â Â Â Â Â Extended other
parent leave - for a period not exceeding 12 months, less any short other
parental leave already taken by the Employee as provided for in paragraph
22.8(b) of this subclause. Extended other parental leave may commence at any
time up to 2 years from the date of birth of the child or the taking of custody
of the child.
(d)Â Â Â Â Â Â Paid Parental
Leave
(i)Â Â Â Â Â Â Â Employees
who have completed at least 40 weeks continuous service prior to the
commencement of parental leave are entitled to be paid at their ordinary rate
of pay for:
(A)Â Â Â Â Â One week on full
pay, or
(B)Â Â Â Â Â Two weeks on
half pay.
(ii)Â Â Â Â Â The period of
paid leave does not extend the current entitlement of leave in accordance with
clause 22.8(a)(i) or (b) but is part of it.
(e)Â Â Â Â Â Â Taking of
Parental Leave
Employees who take parental leave may reach agreement
with the Employer to also take leave:
(i)Â Â Â Â Â Â Â part-time
over a period not exceeding two years; or
(ii)Â Â Â Â Â partly
full-time and partly part-time over a proportionate period of up to two years.
22.9Â Â Â Annual and
extended leave during maternity, adoption, altruistic surrogacy or parental
leave
An Employee may elect to take available annual leave or
extended leave within the period of maternity, adoption, altruistic surrogacy
or parental leave provided this does not extend the total period of such leave.
22.10Â Subsequent
maternity, adoption or altruistic surrogacy leave - pay rate
An Employee who commences a subsequent period of
maternity, adoption, or altruistic surrogacy leave for another child within 24
months of commencing an initial period of maternity, adoption or altruistic
surrogacy leave will be paid:
(a)Â Â Â Â Â Â at the rate
(full time or part time) they were paid before commencing the initial leave if
they have not returned to work; or
(b)Â Â Â Â Â Â at a rate based
on the hours worked before the initial leave was taken, where the Employee has
returned to work and reduced their hours during the 24 month period; or
(c)Â Â Â Â Â Â at a rate based
on the hours worked prior to the subsequent period of leave where the Employee
has not reduced their hours.
22.11Â Alternative Duties
If, for any reason, a pregnant Employee is having
difficulty in performing her normal duties or there is a risk to her health or
to that of her unborn child, the Secretary, should, in consultation with the
Employee, take all reasonable measures to arrange for safer alternative duties.
This may include but is not limited to greater flexibility in when and where
duties are carried out, a temporary change in duties, retraining,
multi-skilling, teleworking and job redesign.
22.12Â Return to work
after Maternity, Adoption, Altruistic Surrogacy or Parental leave
(a)Â Â Â Â Â Â An Employee who
has taken leave in accordance with clauses 22.6, 22.7 or 22.8 may make a
request to the Employer to:
(i)Â Â Â Â Â Â Â extend
the period of unpaid parental leave for a further continuous period of leave
not exceeding 24 months (on a full time
basis) or 36 months (on a part time basis);
(ii)Â Â Â Â Â return from a
period of full time parental leave on a part time basis until the child reaches
school age (Note: returning to work from parental leave on a part time basis
includes the option of returning to work on part time leave without pay);
to assist the Employee in reconciling work and parental
responsibilities.
(b)Â Â Â Â Â Â The Employer shall
consider a request under sub clause (a) having regard to the Employee’s
circumstances and, provided the request is genuinely based on the Employee’s
parental responsibilities, may only refuse the request on reasonable grounds
related to the effect on the workplace or the Employer's business. Such grounds
might include cost, lack of adequate replacement staff, loss of efficiency and
the impact on customer service.
(c)Â Â Â Â Â Â An Employee has
the right to his/her former position if she/he has taken leave in accordance
with clauses 22.6, 22.7, 22.8 or 22.12(a)(i) or part
time work in accordance with clause 22.12(a)(ii) and she/he resumes duty
immediately after the approved leave or work on a part time basis.
(d)Â Â Â Â Â Â If the position
occupied by the Employee immediately prior to the taking of leave in accordance
with clause 22.6, 22.7, 22.8 or 22.12 (a) has ceased to exist, but there are
other positions available that the Employee is qualified for and is capable of
performing, the Employee shall be appointed to a position of the same grade and
classification as the Employee's former position.
22.13Â Out of Home Care
Leave
(a)Â Â Â Â Â Â Employees are
entitled to Out of Home Care Leave when they are the primary carer undertaking
the permanent care of a child.
(b)Â Â Â Â Â Â Eligibility for
a period of out of home care leave to carers is to be limited to the provision
of a guardianship or permanent placement order for a child or young person.
(c)Â Â Â Â Â Â Out of Home
Care leave will be granted without pay for a period of up to 12 months to
Employees who are the primary carer undertaking permanent caring arrangements.
(d)Â Â Â Â Â Â Out of Home
Care leave commences at the date of placement of the child.
(e)Â Â Â Â Â Â Employees who
are granted out of home care leave also have a right to request extended
Parental Leave and Return to Work on a part-time basis as outlined in clause
22.12(b) above.
22.14Â Military Leave
(a)Â Â Â Â Â Â During the
period of 12 months commencing on 1 July each year, the Employer shall grant to
an Employee who is a volunteer part-time member of the Defence Forces, military
leave on full pay to undertake compulsory annual training and to attend
schools, classes or courses of instruction or compulsory parades conducted by
the Employee’s unit.
(b)Â Â Â Â Â Â Up to 24
working days military leave per financial year shall be granted by the Employer
to members of the Naval and Military Reserves and up to 28 working days per
financial year to members of the Air Force Reserve for the activities specified
in subclause 22.13(a) of this clause.
(c)Â Â Â Â Â Â At the
expiration of any period of military leave, the Employee shall furnish to the
Employer a certificate of attendance and details of the Employee’s reservist
pay signed by the commanding officer or other responsible officer.
22.15Â Purchased Leave
(a)Â Â Â Â Â Â An Employee may
apply to enter into a Purchased Leave Agreement with the Employer to purchase
either 10 days (2 weeks) or 20 days (4 weeks) additional leave in a 12 month
period.
(b)Â Â Â Â Â Â Each
application will be considered subject to operational requirements and personal
needs and will take into account business needs and work demands.
(c)Â Â Â Â Â Â The leave must
be taken in the 12 month period specified in the Purchased Leave Agreement and
will not attract any leave loading.
(d)Â Â Â Â Â Â The leave will
count as service for all purposes.
(e)Â Â Â Â Â Â The purchased
leave will be funded through the reduction in the Employee's ordinary rate of
pay for the 12 month period of the Purchased Leave Agreement.
(f)Â Â Â Â Â Â Â The reduced
rate of pay for the period of the Purchased Leave Agreement (purchased leave
rate of pay) will be the Employee's ordinary annual salary rate less the number
of weeks of purchased leave multiplied by the employee's ordinary weekly rate
of pay, annualised at a pro rata rate over the 12 month period.
(g)Â Â Â Â Â Â Purchased leave
is subject to the following provisions:
(i)Â Â Â Â Â Â Â The
purchased leave cannot be accrued and the dollar value of unused leave will be
refunded where it has not been taken in the 12 month Purchased Leave Agreement
period.
(ii)Â Â Â Â Â All other leave
taken during the 12 month Purchased Leave Agreement period i.e. including sick
leave, annual leave, extended leave or leave in lieu, will be paid at the
purchased leave rate of pay.
(iii)Â Â Â Â Sick leave
cannot be taken during a time when purchased leave is being taken.
(iv)Â Â Â Â The purchased
leave rate of pay will be the salary for all purposes including superannuation
and shift loadings.
(v)Â Â Â Â Â Â Overtime and
salary related allowances not paid during periods of annual leave will be
calculated using the Employee's hourly rate based on the ordinary rate of pay.
(vi)Â Â Â Â A higher duties
payment will not be paid when purchased leave is being taken.
(h)Â Â Â Â Â Â Specific
conditions governing purchased leave may be amended from time to time by the
Secretary in consultation with the Union parties.
22.16Â Leave Without Pay
Where an Employee is granted LWOP, which, when
aggregated, does not exceed 5 working days in a period of twelve (12) months,
such leave shall count as service for incremental progression and accrual of
annual leave.
22.17Â Observance of
Essential Religious and Cultural Obligations
Provided adequate notice as to the need for the leave
is given by the Employee to the Employer and it is operationally convenient to
release the Employee from duty, an Employee of:
(a)Â Â Â Â Â Â any religious faith who seeks leave for the purpose of
observing essential religious obligations of that faith; or
(b)Â Â Â Â Â Â any ethnic or cultural background who seeks leave for the
purpose of observing any essential cultural obligations,
will be granted annual/extended leave, flex leave or
LWOP to observe the obligations.
22.18Â Study Leave
without pay
Where an Employee is on study leave without pay and
financial assistance is approved by the Employer for all or part of a study
leave period, the period shall count as service for all purposes in the same
proportion as the quantum of financial assistance bears to full salary of the
Employee.
22.19Â Special Leave
Employees will be granted special leave where they make
an application and meet the requirements specified in this clause. Payment for
special leave is at the ordinary rate of pay, exclusive of allowances, penalty
rates or overtime.
(a)Â Â Â Â Â Â Jury Duty
(i)Â Â Â Â Â Â Â An
Employee shall, as soon as possible, notify the Employer of the details of any
jury summons served on the Employee.
(ii)Â Â Â Â Â An Employee
who, during any period when required to be on duty, attends a court in answer
to a jury summons will continue to be paid their ordinary rate of pay. This
payment will be reimbursed to the Employer if upon return to duty after
discharge from jury service, an Employee does not furnish to the Employer a
certificate of attendance issued by the Sheriff or by the Registrar of the
court giving particulars of attendance by the Employee during any such period
and the details of any payment or payments made to the Employee under the Jury Act 1977 in respect of any such
period.
(iii)Â Â Â Â An Employee
must on receipt of any payment or payments made to the Employee under the Jury Act 1977 in respect of the period
of jury duty (except for out of pocket expenses) pay that amount to the
Employer.
(b)Â Â Â Â Â Â Witness at
Court - Official Capacity - When an Employee is subpoenaed or called as a
witness in an official capacity, the Employee shall be regarded as being on
duty. Salary and any expenses properly and reasonably incurred by the Employee
in connection with the Employee's appearance at court as a witness in an
official capacity shall be paid by the Employer.
(c)Â Â Â Â Â Â Witness at
Court - Crown Witness
(i)Â Â Â Â Â Â Â An
Employee who is subpoenaed or called as a witness by the Crown (Commonwealth or
State) will be granted special leave for the time they attend Court, provided
the Employee provides proof of allowable fees and out of pocket expenses
associated with the court attendance when submitting their leave application.
If the Employee chooses to retain the fees paid, leave such as LWOP, flex leave
or annual leave must be taken.
(ii)Â Â Â Â Â An Employee
subpoenaed or called as a witness in a private capacity other than by the Crown
(Commonwealth or State) is not eligible for special leave and must apply for
other forms of leave such as LWOP, flex leave or annual leave.
(d)Â Â Â Â Â Â NAIDOC Day -
Aboriginal and Torres Strait Islander Employees shall be granted up to one day
special leave per year to observe National Aboriginal and Islander Day of
Commemoration celebrations. Leave can be taken at any time during NAIDOC week,
or in the weeks leading up to and after NAIDOC week, provided the Employee
provides their supervisor with reasonable notice.
(e)Â Â Â Â Â Â Special Leave -
Citizenship - Employees are granted Special Leave including travelling time to
attend their Australian Citizenship Ceremony.
 (f)      Blood Donation - Special leave, including
travelling time, is granted to Employees who do not require a relief, to donate
blood. Employees are expected to attend the donation point nearest to their
work location.
(g)Â Â Â Â Â Â Bone Marrow -
Employees who are listed in the Australian Bone Marrow Donor Registry and are
called on to donate are granted up to 5 days Special Leave per occasion to
donate bone marrow, subject to the production of a medical certificate from a
registered medical practitioner.
(h)Â Â Â Â Â Â Electoral
Returning Officer - Employees appointed as Returning Officers by the State
Electoral Office and who provide proof of such appointment, are eligible for:
(i)Â Â Â Â Â Â Â up
to 4 weeks Special Leave before the polling day or date of writ, and up to 3
weeks after polling day if required by the Electoral Commissioner;
(ii)Â Â Â Â Â 1 day of
Special Leave to attend a returning officer's election seminar;
(iii)Â Â Â Â up to 3 days
Special Leave to attend an election training course.
(i)Â Â Â Â Â Â Â Sport
- Employees are eligible for Special Leave of up to 4 weeks to compete in or
officiate at the Olympic, Paralympic or Commonwealth Games.
(j)Â Â Â Â Â Â Â Retirement Seminar
- Employees approaching retirement are entitled to 2 days' Special Leave to
attend retirement planning seminars conducted by the State Authorities
Superannuation Board.
(k)Â Â Â Â Â Â Emergency
Services
(i)Â Â Â Â Â Â Â Employees
may be granted leave to attend emergencies declared in accordance with the
relevant legislation or announced by the Governor. Employees must notify their
managers of the request for State Emergency leave as soon as possible supported
by evidence in writing of the emergency.
(ii)Â Â Â Â Â For any other
emergency other than a declared emergency, Employees are entitled to a maximum
of 5 days Special Leave per year. Proof of attendance at the emergency is
required.
(iii)Â Â Â Â Where an
Employee is required to attend a course approved by the Rural Fire Service, the
Employee will be granted up to 10 days Special Leave per year, subject to
operational convenience. Proof of course attendance is required.
(iv)Â Â Â Â Where an
Employee is required to attend a course required by the State Emergency
Services (SES), the Employee will be granted Special Leave for the duration of
the course, provided the SES advises the Employer that the Employee is required
to attend.
(v)Â Â Â Â Â Â Employees are
entitled to take an additional 1 day of Special Leave for rest per incident
when they attend a declared emergency for several days as an SES or RFS
volunteer.
(vi)Â Â Â Â Employees who
are Police volunteers are eligible for Special Leave to attend up to 2 training
programs per year - 3 days per program. Leave is inclusive of all travel time
and attendance per program at Goulburn Police Academy.
22.20Â Leave for Matters
Arising from Domestic and Family Violence
(a)Â Â Â Â Â Â Employees have
access to 10 days paid domestic and family violence leave per calendar year.
(b)Â Â Â Â Â Â This leave is
non-cumulative and able to be taken in part-days, single days, or consecutive
days.
(c)Â Â Â Â Â Â Leave is to be
available for employees experiencing domestic and family violence, for purposes
including:
i.         seeking
safe accommodation;
ii.       attending medical,
legal, police or counselling appointments relating to their experience of
domestic and family violence;
iii.      attending
court and other legal proceedings relating to their experience of domestic and
family violence;
iv.      organising alternative
care or education arrangements for their children; or
v.        other related
purposes approved by the Employer.
(d)Â Â Â Â Â Â The Employer
will need to be satisfied, on reasonable grounds, that Domestic and Family
Violence has occurred and may require evidence presented in the form of:
i.         an
agreed document issued by either Police Force, a Court, a Domestic Violence
Support Service or Lawyer; Or
ii.       a provisional,
interim or final Apprehended Violence Order (AVO), certificate of conviction or
family law injunction; or
iii.      a medical
certificate.
(e)Â Â Â Â Â Â Personal
information concerning Domestic and Family Violence will be kept confidential
by the Employer. The Employer will only disclose information to other parties,
such as the Police Force, where required by law.
(f)Â Â Â Â Â Â The Employer
will consider any request from an Employee experiencing Domestic and Family
Violence for:
i.         changes
to their hours of work;
ii.        relocation to
alternate locations should suitable work be available;
iii.      changes to
telephone, email and other contact details;
iv.       changes to
duties, should such changes be practical; and
v.        any other
reasonable measure to assist the employee.
The approval of such requests will be at the Employer’s
discretion but will not be unreasonably refused.
(g)Â Â Â Â Â Â This leave
entitlement can be accessed without the need to exhaust other existing leave
entitlements first.
(h)Â Â Â Â Â Â The leave
entitlement can be accessed by Temporary and part-time employees on a pro-rata
basis.
23. Public Holidays
23.1Â Â Â Employees are entitled,
without loss of pay, to the following standard public holidays:
(a)      New Year’s Day;
(b)Â Â Â Â Â Â Australia Day;
(c)Â Â Â Â Â Â Good Friday;
(d)Â Â Â Â Â Â Easter
Saturday;
(e)Â Â Â Â Â Â Easter Sunday;
(f)Â Â Â Â Â Â Â Easter Monday;
(g)Â Â Â Â Â Â Anzac Day;
(h)Â Â Â Â Â Â Sovereign's
Birthday;
(i)Â Â Â Â Â Â Â Labour
Day;
(j)Â Â Â Â Â Â Â Christmas Day;
(k)Â Â Â Â Â Â Boxing Day;
(l)Â Â Â Â Â Â Â and an
additional day between Boxing Day and New Year's Day,
and such other Local Holiday, public holiday/s or
substitute day as ordered by the government from time to time.
23.2Â Â Â Employees
directed to work on public holidays are to be paid, excluding for overtime:
(a)Â Â Â Â Â Â a loading of
150% of the ordinary hourly base rate of pay for any time worked on such
holiday; and
(b)Â Â Â Â Â Â an additional
day’s pay at ordinary rates.
23.3Â Â Â Where Employees
are not required to work on a public holiday and where the holiday is due they
shall receive payment of the monetary value of the day.
23.4Â Â Â Employees are not
entitled to a public holiday where it occurs under the following circumstances:
(a)Â Â Â Â Â Â During approved
leave of absence without pay exceeding one (1) month.
(b)Â Â Â Â Â Â When an
Employee covered by Part B is rostered to work and is absent without leave.
(c)Â Â Â Â Â Â When an
Employee is on strike or is suspended without pay.
23.5Â Â Â Public holidays
occurring during the taking of annual leave shall be treated as additional to
the quantum of annual leave being taken.
23.6Â Â Â An Employee
required to work on a Local Holiday will be granted time off in lieu on an hour
for hour basis for the time worked on the Local Holiday.
23.7Â Â Â If a Local Holiday
falls during the period of an Employee's absence on leave, the Employee is not
entitled to the holiday.
24. Transfer
Allowances
24.1Â Â Â General
Where an Employee has been appointed, transferred at
the initiative of the Employer or redeployed in to a position that necessitates
the Employee relocating their home they will be reimbursed for all reasonable
costs of moving in accordance with this clause. An Employee will be reimbursed
as these expenses are incurred.
24.2Â Â Â Pre Location
Visit
(a)Â Â Â Â Â Â The Employer
will reimburse reasonable costs associated with a pre-location visit based on
the provision of receipts.
(b)Â Â Â Â Â Â These costs
include a maximum of three nights’ accommodation, excluding travel time, hire
car expenses if incurred, and all meals according to Schedule B. If the
Employee does not accept the relocation the Employee will not be reimbursed for
these costs. The visits are treated as on duty for that portion of the visit
approved by the Employer. Claims for excess travel time, overtime or any other
like payment will not be considered. In most cases travel will be by train
unless the Employee cannot comfortably reach the destination in one day.
24.3Â Â Â Removal Costs
The Employer will reimburse the costs of moving the
Employee's personal effects to the new location. Reimbursement will be subject
to the presentation of three quotes. The Employee will be entitled to move
their household furniture and effects and generally includes a household’s
normal contents and outdoor equipment such as play equipment, garden tools,
portable Barbeque and small garden shed. The Employee's manager may approve the
removal of certain additional items over and above normal removal entitlements,
subject to the supply of all receipts.
24.4Â Â Â Storage
The Employer will arrange and pay for the storage of
household goods and effects until the Employee finds suitable accommodation
i.e. the Employee moves in to their new home. Subject to the relevant approval
the Employer will reimburse the storage costs of certain effects for up to one
year.
24.5Â Â Â Travel to New
Location
It is expected that an Employee who owns a motor
vehicle will drive the motor vehicle to the new location except as otherwise
approved by the Employer. Where the Employee owns a second motor vehicle it is
expected that another family member will drive the second vehicle to the new
location. In both instances the Employer will meet the costs associated with
the driving of the motor vehicle. The Employer will meet all reasonable
accommodation and meal costs incurred en-route to the new location.
24.6Â Â Â Temporary
Accommodation
If the Employee is required to move out of their
current home before they are due to leave for the new position the Employer will
arrange temporary accommodation for the Employee and their immediate family for
a period of no more than seven days prior to travel to the new location. Any
extension will be subject to managerial approval and only in exceptional and
unavoidable circumstances. The Employer will assist in the cost of short term
accommodation at the new location for up to 14 days after arrival at the new
location or until suitable permanent accommodation becomes available i.e. to a
maximum of six weeks. Any extension will be subject to managerial approval and
is limited to a period of 14 days.
24.7Â Â Â Resettlement
Leave
The Employee will be entitled, subject to operational
requirements, up to a maximum of five days paid leave to pack, unpack and
oversee the transfer of their belongings, if necessary. Travel to the new
location is regarded as on duty.
24.8Â Â Â Permanent
Accommodation
(a)Â Â Â Â Â Â Home Rental
(Bond)
If an Employee was renting their home at the old
location they will be eligible for costs associated with breaking the current
lease and advance on the bond for a rental property at the new location, which
is to be repaid, either in a lump sum payment or deducted from the Employee's
pay over a six month period.
(b)Â Â Â Â Â Â Home owner
(i)Â Â Â Â Â Â Â If
an Employee owns a home in the old location they will be eligible to receive
assistance in the cost of selling that home, the cost of purchasing a home in
the new location in order to receive sale and purchasing assistance. Employees
must sell their current property and purchase a new property at the new
location within 12 months of the move.
(ii)Â Â Â Â Â The following
sales costs will be reimbursed:
(A)     selling agent’s
commission, except for an unsuccessful auction;
(B)Â Â Â Â Â marketing costs;
(C)Â Â Â Â Â solicitor/conveyancer
costs and disbursements;
(D)Â Â Â Â Â mortgage
discharge or penalty exit fees up to a maximum of six months interest;
(E)Â Â Â Â Â if a
solicitor/conveyancer is not engaged, the actual costs incurred with the sale
of the dwelling; and
(F)Â Â Â Â Â Â if a selling agent
is not engaged, expenses incurred in advertising up to a maximum of 10% of the
Commission that would otherwise have been payable.
(iii)Â Â Â Â The following
purchase costs will be reimbursed:
(A)     solicitors’/conveyancer
professional costs and disbursements;
(B)Â Â Â Â Â valuation fees
and stamp duty;
(C)Â Â Â Â Â if a
solicitor/conveyancer is not engaged, expenses incurred in connection with
settlement expenses;
(D)Â Â Â Â Â mortgage setup
fees; and
(E)Â Â Â Â Â expenses
incurred in relation to housing loan insurance, building inspection and pest
inspection.
(c)Â Â Â Â Â Â Costs are to be
paid by the Employee and subject to reimbursement on the production of
sufficient receipts/evidence. As some of the above benefits are subject to
fringe benefits tax they will be reported on the Employee’s group certificate.
25. Overtime
25.1Â Â Â General
(a)Â Â Â Â Â Â An Employee may
be directed by the Employer to work overtime, provided it is reasonable for the
Employee to be required to do so. An Employee may refuse to work overtime in
circumstances where the working of such overtime would result in the Employee
working unreasonable hours. In determining what is unreasonable, the following
factors shall be taken into account:
(i)Â Â Â Â Â Â Â The
Employee’s prior commitments outside the workplace, particularly the Employee’s
family and carer responsibilities, community obligations or study arrangements;
(ii)Â Â Â Â Â Any risk to the
Employee’s health and safety;
(iii)Â Â Â Â The urgency of
the work required to be performed during overtime, the impact on the
operational commitments of the organisation and the effect on client services;
(iv)Â Â Â Â The notice (if
any) given by the Employer regarding the working of the overtime, and by the
Employee of their intention to refuse overtime; or
(v)Â Â Â Â Â Â Any other
relevant matter.
(b)Â Â Â Â Â Â Payment for overtime
shall be made only where the Employee works directed overtime.
(c)Â Â Â Â Â Â Any hours
directed to be worked outside the Employee’s ordinary hours of duty, if working
standard hours, or outside the bandwidth, if working under a flexible working
hours scheme, shall be overtime and managed in accordance with the overtime
provisions of the Award.
(d)Â Â Â Â Â Â A manager may
request an employee who works flexible working hours to work overtime where
they want an employee to work more than 8 ordinary hours (excluding breaks) in
any one day. Where an employee agrees to the request, such hours shall be paid
as overtime.
(e)Â Â Â Â Â Â For Employees
working under a flexible working hours scheme:
(i)Â Â Â Â Â Â Â Where
overtime is worked prior to the bandwidth and is continuous with ordinary hours,
such overtime shall continue to 7.30am, after which time flex hours shall
accrue.
(ii)Â Â Â Â Â Where overtime
is worked after the bandwidth and is continuous with ordinary hours, such
overtime shall commence at 6pm, at which time flex hours shall cease to accrue.
(f)Â Â Â Â Â Â Â If an Employee
is compensated for overtime through any other arrangement, the Employee is not
entitled to the provisions in this clause.
25.2Â Â Â Calculation of
Overtime
(a)Â Â Â Â Â Â Unless a
minimum payment in terms of subclause 25.3 (Overtime Rates) applies, overtime
shall not be paid if the total period of overtime worked is less than a quarter
of an hour.
(b)Â Â Â Â Â Â The formula for
the calculation of overtime at ordinary rates for Employees employed on a five
(5) day basis shall be:
Annual Salary
|
x
|
5
|
x
|
1
|
1
|
|
260.89
|
|
No of ordinary
hours of work per week
|
(c)Â Â Â Â Â Â To determine
time and one half, double time or double time and one half, the hourly rate at
ordinary time shall be multiplied by 3/2, 2/1 or 5/2 respectively, calculated
to the nearest cent.
(d)Â Â Â Â Â Â Overtime is not
payable for time spent travelling.
25.3Â Â Â Overtime Rates
(a)Â Â Â Â Â Â The provisions
of this clause shall not apply to shift workers as defined in clause 2.1
Definitions of this Award.
(b)Â Â Â Â Â Â Rates -
Overtime shall be paid at the following rates:
(i)Â Â Â Â Â Â Â Weekdays
(Monday to Friday inclusive) - at the rate of time and one-half for the first
two hours and at the rate of double time thereafter.
(ii)Â Â Â Â Â Saturday - All
overtime worked on a Saturday at the rate of time and one-half for the first
two hours and at the rate of double time thereafter.
(iii)Â Â Â Â Sundays - All
overtime worked on a Sunday at the rate of double time.
(iv)Â Â Â Â Public Holidays
- All overtime worked on a public holiday at the rate of double time and one
half.
(c)Â Â Â Â Â Â If an Employee
is absent from duty on any working day during any week in which overtime has
been worked, the time so lost may be deducted from the total amount of overtime
worked during the week, unless the Employee has been granted leave of absence
or the absence has been caused by circumstances beyond the Employee’s control.
(d)Â Â Â Â Â Â An Employee who
works overtime on a Saturday, Sunday or public holiday, shall be paid a minimum
payment as for three (3) hours work at the appropriate rate.
(e)Â Â Â Â Â Â Rest Periods:
(i)Â Â Â Â Â Â Â An
Employee who works overtime shall be entitled to be absent until eight (8)
consecutive hours have elapsed.
(ii)Â Â Â Â Â Where an
Employee, at the direction of the supervisor, resumes or continues work without
having had eight (8) consecutive hours off duty then the Employee shall be paid
at the appropriate overtime rate until released from duty for eight hours. The
Employee will then be entitled to eight (8) consecutive hours off duty and
shall be paid for the ordinary working time occurring during the absence.
25.4Â Â Â Recall to Duty
(a)Â Â Â Â Â Â An Employee recalled to work overtime
after leaving the Employer’s premises shall be paid for a minimum of three (3)
hours work at the appropriate overtime rates.
(b)Â Â Â Â Â Â The Employee shall not be required to
work the full three (3) hours if the job can be completed within a shorter
period.
(c)Â Â Â Â Â Â When an Employee returns to the place of
work on a number of occasions in the same day and the first or subsequent
minimum pay period overlaps into the next call-out period, payment shall be
calculated from the commencement of the first recall until either the end of
duty or three (3) hours from the commencement of the last recall, whichever is
the greater. Such time shall be calculated as one continuous period.
(d)Â Â Â Â Â Â When an Employee returns to the place of
work on a second or subsequent occasion and a period of three (3) hours has
elapsed since the Employee was last recalled, overtime shall only be paid for
the actual time worked in the first and subsequent periods with the minimum
payment provision only being applied to the last recall on the day.
(e)Â Â Â Â Â Â A recall to duty commences when the
Employee starts work and terminates when the work is completed. A recall to
duty does not include time spent travelling to and from the place at which work
is to be undertaken.
(f)Â Â Â Â Â Â Â An Employee recalled to duty within
three (3) hours of the commencement of usual hours of duty shall be paid at the
appropriate overtime rate from the time of recall to the time of commencement
of such normal work.
(g)Â Â Â Â Â Â This clause shall not apply in cases
where it is customary for an Employee to return to the Employer’s premises to
perform a specific job outside the Employee’s ordinary hours of duty, or where
overtime is continuous with the completion or commencement of ordinary hours of
duty. Overtime worked in these circumstances shall not attract the minimum
payment of three (3) hours unless the actual time worked is three (3) or more
hours.
25.5Â Â Â On-Call (Stand-By) and On-Call Allowance
(a)Â Â Â Â Â Â When required to be on call, an Employee
shall be:
(i)Â Â Â Â Â Â Â paid
an allowance as set out in Item 1 of Schedule B per rostered day or shift, and
the amount as set out at Item 2 of Schedule B for a non-rostered day or shift.
(ii)Â Â Â Â Â available
outside of ordinary working hours;
(iii)Â Â Â Â able to be
contacted immediately;
(iv)Â Â Â Â respond to an
emergency/breakdown situation in a reasonable time agreed with the Employer;
and
(v)Â Â Â Â Â Â in a fit state,
free of alcohol or drugs, in accordance with the Transport for NSW Drug and
Alcohol Policy, as amended from time to time.
(b)Â Â Â Â Â Â If an Employee who is on call is called
out by the Employer, the overtime provisions as set out in clause 25.3 -
Overtime Rates shall apply to the time worked;
(c)Â Â Â Â Â Â Where work problems are resolved without
travel to the place of work whether on a weekday, weekend or public holiday,
work performed shall be compensated at ordinary time for the time actually
worked, calculated to the next 15 minutes.
25.6Â Â Â Overtime Meal Breaks
(a)Â Â Â Â Â Â Employees not working flexible hours - An
Employee required to work overtime on weekdays for an hour and a half or more
after the Employee’s ordinary hours of duty on weekdays, shall be allowed 30
minutes for a meal and thereafter, 30 minutes for a meal after every five hours
of overtime worked.
(b)Â Â Â Â Â Â Employees working flexible hours - An
Employee required to work overtime on weekdays beyond 6.00 pm and until or
beyond eight and a half hours after commencing duty plus the time taken for
lunch, shall be allowed 30 minutes for a meal and thereafter, 30 minutes for a
meal after every five hours of overtime worked.
(c)Â Â Â Â Â Â Employees generally - An Employee
required to work overtime on a Saturday, Sunday or Public Holiday, shall be
allowed 30 minutes for a meal after every five hours of overtime worked. An
Employee who is unable to take a meal break and who works for more than five
hours shall be given a meal break at the earliest opportunity.
25.7Â Â Â Overtime Meal
Allowances
(a)Â Â Â Â Â Â Employees required to work overtime for an
hour and a half or more immediately after their finishing time, without being
given 24 hours’ notice beforehand of the requirement to work overtime, will
either be supplied with a meal by the Employer, or be paid the amount as set
out at Item 3 of Schedule B for the first and for each subsequent meal
occurring every 4 hours thereafter. If not required to work overtime, after
having been so notified, payment will still be made for the meals.
(b)Â Â Â Â Â Â Where the allowance payable under
paragraph (a) above is insufficient to reimburse the Employee the cost of a
meal, properly and reasonably incurred, the Employer shall approve payment of
actual expenses incurred by the Employee.
25.8Â Â Â Rate of Payment for Overtime
An
Employee whose salary, or salary and allowance in the nature of salary, exceeds
the maximum rate for Transport Service Grade 8, as varied from time to time,
shall be paid for working directed overtime at the maximum rate for Transport
Service Grade 8 plus $1.00 per annum, unless the Employer approves payment for
directed overtime at the Employee’s salary or, where applicable, salary and
allowance in the nature of salary.
25.9Â Â Â Payment for Overtime or Leave in Lieu
The
Employer shall grant compensation for directed overtime worked either by
payment at the appropriate rate or, if the Employee so elects, by the grant of
leave in lieu at the overtime rate in accordance with paragraph 25.3(b). This
leave shall be taken within three months of the overtime worked subject to
organisational convenience except where it is being used to look after a sick
Family Member. The leave shall be taken in multiples of a quarter of a day. If
leave in lieu is not taken within three months the overtime will be paid and
the leave in lieu cancelled.
25.10Â Special Projects
(a)Â Â Â Â Â Â The Employer
may determine that in order to achieve the most efficient and effective service
for a special project, that it is necessary for staff who work flexitime hours
in accordance with clause 19, Flexible Working Hours, to suspend those
arrangements and in lieu work special overtime arrangements under a special
project approved by the Employer.
(b)Â Â Â Â Â Â In the event
that the Employer makes a determination in accordance with sub clause 25.10(a),
the Employee will be paid overtime for all hours worked in excess of 7 hours on
any one day, at the rates contained in subclause 25.3, regardless of whether
the work is undertaken within the standard flex time bandwidth for the duration
of the project.
26.Â
Travelling Expenses
26.1Â Â Â The Employee is to obtain an authorisation
for all official travel prior to incurring any travel expense. All
expenses authorised in writing will be paid by the Employer including, where
applicable, the allowances in Clause 26.2.
26.2Â Â Â Expenses (General)
(a)Â Â Â Â Â Â The Employer will apply the rates as
published from time to time by the NSW Department of Premier and Cabinet
Circulars, and shown at Items 4 - 11 of Schedule B, for the following
allowances:
(i)Â Â Â Â Â Â Â travel
allowances (involving overnight stay);
(ii)Â Â Â Â Â meal allowances
(not requiring overnight accommodation);
(iii)Â Â Â Â rates for use
of private motor vehicles.
(b)Â Â Â Â Â Â Payment of any
actual expenses shall be subject to the production of receipts, unless the
Employer is prepared to accept other evidence from the Employee.
26.3Â Â Â Meal Allowances -
Journeys not requiring Overnight Accommodation
(a)Â Â Â Â Â Â Eligibility
A meal allowance will be paid for travel on official
business only when:
(i)Â Â Â Â Â Â Â the
Employee returns to their residence or headquarters on the same day;
(ii)Â Â Â Â Â has the meal
away from their residence or headquarters;
(iii)Â Â Â Â the Employee
incurs expenditure in obtaining the meal; and
(iv)Â Â Â Â a break from
work or travel of 30 minutes is taken to have the meal.
(b)Â Â Â Â Â Â Provided that:
(i)Â Â Â Â Â Â Â Breakfast
- the travel must have started before 6.00 am and at least one hour before the
Employee’s normal starting time.
(ii)Â Â Â Â Â Lunch - a lunch
meal allowance will only be paid when the Employee is required to travel a
total distance on the day of at least 100 kilometres, and as a result, the meal
is taken at a distance of at least 50 kilometres from the Employee’s normal
headquarters at the time of taking the normal lunch break.
(iii)Â Â Â Â Employees,
whose position requires them to undertake work in the field and are regularly required
to take lunch away from their nominated headquarters, are not entitled to a
lunch allowance.
(iv)Â Â Â Â Dinner - An
evening meal allowance will only be paid when the meal is eaten after 6.30 pm.
26.4Â Â Â Travel Allowance
(a)Â Â Â Â Â Â An Employee who is required by the
Employer to work from a temporary work location shall be paid the appropriate
rate of allowance for accommodation, meal expenses (if not provided by the
Employer) and incidental expenses as published from time to time by the NSW
Department of Premier and Cabinet Circulars and as set out in Items 7 and 8 of
Schedule B.
(b)Â Â Â Â Â Â The Employer shall determine whether the
Employee is to obtain overnight accommodation, taking into consideration the
Employee's safety and whether the Employee is finishing work late or commencing
work early.
(c)Â Â Â Â Â Â As an alternative to these provisions,
the Employer could make other arrangements by agreement with the Employee to
meet the travelling expenses properly and reasonably incurred by an Employee
who is required to work at a temporary work location.
(d)Â Â Â Â Â Â This clause does not apply to Employees
who are on an Employee-initiated secondment.
(e)Â Â Â Â Â Â When an
Employee working from a temporary work location takes overnight accommodation,
the Employee shall be entitled to claim the reimbursement of any expenses
(including meal expenses) properly and reasonably incurred during the time
spent at the temporary work location in excess of the allowance in paragraph
(a) above.
26.5Â Â Â Restrictions on Payment of Travel Allowances
(a)Â Â Â Â Â Â An allowance
under subclause 26.4 is not payable in respect of:
(i)Â Â Â Â Â Â Â Any
period during which the Employee is at their residence at weekends or public
holidays;
(ii)Â Â Â Â Â Any period of
leave; or
(iii)Â Â Â Â Any other
period during which the Employee is absent from the Employee's temporary work
location otherwise than on official duty.
(b)Â Â Â Â Â Â An Employee
shall be entitled to an allowance under this clause, in the following
circumstances:
(i)Â Â Â Â Â Â Â When
granted special leave to return to their residence at a weekend, for the necessary
period of travel for the journey from the temporary work location to the
Employee's residence; and for the return journey from the Employee's residence
to the temporary work location; or
(ii)Â Â Â Â Â When leaving a
temporary work location on ceasing to perform duty at or from a temporary work
location, for the necessary period of travel to return to the Employee's
residence or to take up duty at another temporary work location;
but is not entitled to any other allowance in respect
of the same period.
26.6Â Â Â Compensatory
Travel Leave/Payment
(a)Â Â Â Â Â Â Employees are
entitled to be paid ordinary-time payment or, if requested by the Employee and
agreed by the Employer, compensatory leave, when directed to travel (outside
normal working hours) on or in connection with official business in the
following circumstances:
(i)Â Â Â Â Â Â Â Where
travel is on a non-working day for time spent in travelling after 7.30 am;
(ii)Â Â Â Â Â Where travel is
on a working day for time spent in travelling before their normal commencing
time or after their normal ceasing time, subject to the following conditions:
(A)Â Â Â Â Â the time
normally taken for the periodic journey from home to headquarters and return is
deducted from Employees’ travelling time (except on a non-working day);
(B)Â Â Â Â Â periods of less
than a quarter of an hour on any day shall be disregarded;
(C)Â Â Â Â Â travelling time shall not include any period of travel
between 11.00 pm on any one day and 7.30am on the following day where Employees
have travelled overnight and accommodation has been provided for them;
(D)Â Â Â Â Â travelling time shall be calculated by reference to the time
that might reasonably have been taken by the use of the most practical and
economic means of transport;
(E)Â Â Â Â Â travelling time
shall not include time spent in travelling on permanent transfer where the
transfer involves promotion which carries increased salary or where the
transfer is for disciplinary reasons or where the transfer is made at the
Employee’s request; or by ship on which meals and accommodation are provided.
(b)Â Â Â Â Â Â Where Employees
qualify for travel allowance or compensatory leave or ordinary time payment for
official travel they shall be entitled to have any necessary waiting time
treated as travelling time subject to the following condition:
(i)Â Â Â Â Â Â Â Where
overnight accommodation is provided at a centre, any time from the completion
of arrival at the centre until departure for home or headquarters or another
centre shall not count as travelling time except:
(A)Â Â Â Â Â where duty is performed
on the day of such departure, any necessary waiting time from completion of
such duty until departure shall be counted; and
(B)Â Â Â Â Â where no duty is
performed on that day of such departure, necessary waiting time after the
Employee’s normal commencing time until such departure shall be counted.
(c)Â Â Â Â Â Â Payment for
travelling time and waiting time shall be at the Employee’s ordinary rate of
pay on an hourly basis calculated as follows:
Annual salary
|
x
|
5
|
x
|
1
|
1
|
|
260.89
|
|
Normal hours of
work
|
The rate of payment for travelling or waiting time on a
non-working day shall be the same as that applying to a working day.
(d)Â Â Â Â Â Â Employees that
are in receipt of a salary in excess of the rate applicable to the maximum rate
for Transport Service Grade 8, plus $1.00 per annum shall be paid travelling
time calculated at the maximum rate for Transport Service Grade 8, plus $1.00
per annum, as adjusted from time to time.
(e)Â Â Â Â Â Â An Employee who
receives an allowance for travel outside normal hours or whose salary includes
compensation for travel outside normal hours shall not be entitled to
compensatory leave or ordinary time payment for excess travelling and waiting
time.
(f)Â Â Â Â Â Â Â When an Employee
stops on a journey to take a meal, the time spent in taking the meal does not
count for travelling compensation.
(g)Â Â Â Â Â Â The maximum
amount of compensatory leave or ordinary time payment which shall be granted in
any period of 24 consecutive hours is 8 hours.
26.7Â Â Â Private Motor Vehicle Allowance
Where the Employer authorises an Employee
to use their private motor vehicle for work the Employee shall be paid an
allowance at the appropriate rate at Item 9, 10 or 11 of Schedule B, subject to
the Employee bearing the cost of:
(a)Â Â Â Â Â Â ordinary daily travel by private motor
vehicle between the Employee’s residence and normal work location, and
(b)Â Â Â Â Â Â any distance travelled in a private
capacity.
26.8Â Â Â Damage
to Private Motor Vehicle Used for Work
(a)Â Â Â Â Â Â Where an Employee is authorised to use
their private vehicle for work and it is damaged while being used, any normal
excess insurance charges prescribed by the insurer which are incurred shall be
reimbursed by the Employer, provided:
(i)Â Â Â Â Â Â Â the damage is not due to gross
negligence by the Employee; and
(ii)Â Â Â Â Â the charges claimed by the Employee are
not the charges prescribed by the insurer as punitive excess charges.
(b)Â Â Â Â Â Â Provided the damage is not the fault of
the Employee, the Employer shall reimburse to an Employee the costs of repairs
to a broken windscreen, if the Employee can demonstrates
that:
(i)Â Â Â Â Â Â Â the damage was sustained on approved
work activities; and
(ii)Â Â Â Â Â the costs cannot be met under the
insurance policy due to the normal excess clauses.
27. Remote Locations Living Allowance
27.1Â Â Â An Employee shall be paid an allowance for
the increased cost of living and the climatic conditions in a remote area, if:
(a)Â Â Â Â Â Â Indefinitely stationed and living in a
remote area as defined in subclause 27.2 of this clause; or
(b)Â Â Â Â Â Â Not indefinitely stationed in a remote
area but because of the difficulty in obtaining suitable accommodation
compelled to live in a remote area as defined in subclause 27.2 of this clause.
27.2Â Â Â Grade of appropriate allowance payable under
this clause shall be determined as follows:
(a)Â Â Â Â Â Â Grade A allowances - the rate shown as
Grade A in Item 14 of Schedule B in respect of all locations in an area of the
State situated on or to the west of a line starting from the right bank of the
Murray River opposite Swan Hill and then passing through the following towns or
localities in the following order, namely: Conargo, Coleambally, Hay, Rankins
Springs, Marsden, Condobolin, Peak Hill, Nevertire, Gulargambone,
Coonabarabran, Wee Waa, Moree, Warialda, Ashford and Bonshaw, and includes a
place situated in any such town or locality, except as specified in paragraphs
27.2(b) and 27.2(c) of this subclause;
(b)Â Â Â Â Â Â Grade B allowances - the rate shown as
Grade B in Item 14 of Schedule B in respect of the towns and localities of Angledool, Barringun, Bourke, Brewarrina, Clare, Enngonia,
Goodooga, Ivanhoe, Lake Mungo, Lightning Ridge, Louth, Mungindi, Pooncarie,
Redbank, Walgett, Wanaaring, Weilmoringle, White Cliffs, Wilcannia and
Willandra;
(c)Â Â Â Â Â Â Grade C allowances - the rate shown as
Item 14 of Schedule B in respect of the localities of Fort Grey, Mutawintji, Mount Wood, Nocoleche,
Olive Downs, Tibooburra and Yathong.
27.3Â Â Â The dependant rate for each grade is
payable where the Employee has a dependant as defined and the Employee's
dependant(s) resides within the area that attracts the remote area allowance
and the Employee's spouse, if also employed in the Public Sector, is not in
receipt of an allowance under this clause, unless each spouse resides at a
separate location within the remote area.
27.4Â Â Â For
the purposes of this clause dependant is defined as:
(a)Â Â Â Â Â Â the
spouse of the Employee (including a de facto spouse);
(b)Â Â Â Â Â Â each
child of the Employee aged eighteen years or under;
(c)Â Â Â Â Â Â each
child of the Employee aged more than eighteen years but less than twenty six
years who remains a student in full time education or training at a recognised
educational institution, or who is an apprentice; and
(d)Â Â Â Â Â Â any
other person who is part of the Employee's household and who is, in the opinion
of the Employer, substantially financially dependent on the Employee.
27.5Â Â Â Where
Employees are in receipt of the remote location living allowance provided for
in subclause 27.1 and work temporarily outside the areas listed in subclause
27.2, payment of this allowance shall continue unless this temporary work is at
the Employee’s own request.
27.6Â Â Â Assistance
to Employees Stationed in a Remote Area when travelling on Annual Leave:
(a)Â Â Â Â Â Â An
Employee who:
(i)Â Â Â Â Â Â Â is indefinitely stationed in a remote area
of the State of New South Wales situated to the west of the 144th meridian of
longitude or such other area to the west of the 145th meridian of longitude as
determined by the Department of Premier and Cabinet; and
(ii)Â Â Â Â Â Proceeds on annual leave to any place
which is at least 480 kilometres by the nearest practicable route from the
Employee’s work location in that area, shall be paid an allowance once in any
period of 12 months at the appropriate rate shown in Item 15 of Schedule B for
the additional costs of travel. The use of the word dependant in Schedule B has
the same meaning as in subclause 27.4.
(b)Â Â Â Â Â Â Allowances
under this sub clause do not apply to Employees who have less than three years’
service and who, at the date of engagement, were resident in the defined area.
27.7Â Â Â An
Employee who is a volunteer part-time member of the Defence Forces and receives
the remote area allowance at the dependant rate may continue to receive the
allowance at the normal rate for the duration of the military leave provided
that:
(a)Â Â Â Â Â Â the
Employee continues in employment; and
(b)Â Â Â Â Â Â the
dependants continue to reside in the area specified; and
(c)Â Â Â Â Â Â military
pay does not exceed the Employee's salary plus the remote locations living
allowance.
If the military salary exceeds the
Employee's salary plus the allowance at the dependant rate, the allowance is to
be reduced to the non-dependant rate.
28. Higher Grade
28.1Â Â Â Employees who are authorised by the Employer
to perform all the duties of a Higher Grade position for five or more
consecutive days, shall not be paid less than the
minimum salary of the higher graded position.
28.2Â Â Â Where in any one period of higher duties of
five consecutive days or more the Employee does not perform the whole of the
duties of the higher graded position, the Employee will be paid a percentage as
determined by the Employer of the minimum salary of the higher graded position.
The Employer will advise the Employee of the percentage to be paid, and the
basis for its calculation.
29. Salary Packaging
29.1Â Â Â For the purposes
of this clause "salary" means the salary or rates of pay prescribed
by Schedule A of this award and/or any salary payable under an agreement made
under s68D(2) of the Act any allowances paid to an Employee which form part of
the Employee’s salary for superannuation purposes.
29.2Â Â Â An Employee may,
by agreement with the Employer, enter into a salary packaging arrangement
including salary sacrifice to superannuation where they may convert up to 100% of
their salary to other benefits.
29.3Â Â Â Any pre-tax and
post-tax payroll deductions must be taken into account prior to determining the
amount of salary available to be packaged. Such payroll deductions may include
but are not limited to, compulsory superannuation payments, HELP payments,
child support payments, judgment debtor/garnishee orders, union fees, health
fund premiums.
29.4Â Â Â The terms and
conditions of the salary packaging arrangement, including the duration as
agreed between the Employee and Employer, will be provided in a separate
written agreement, in accordance with the Employer’s salary packaging
guidelines. Such agreement must be made prior to the period of service to which
the earnings relate.
29.5Â Â Â Salary packaging
must be cost neutral for the Employer. Employees must reimburse the Employer in
full for the amount of:
(a)Â Â Â Â Â Â any fringe
benefits tax liability arising from a salary packaging arrangement; and
(b)Â Â Â Â Â Â any
administrative fees.
29.6Â Â Â Where the
Employee makes an election to salary package the following payments made by the
Employer in relation to an Employee shall be calculated by reference to the
annual salary which the Employee would have been entitled to receive but for
the salary packaging arrangement:
(a)Â Â Â Â Â Â Superannuation
Guarantee Contributions;
(b)Â Â Â Â Â Â any
salary-related payment including but not limited to severance payments,
allowances and workers compensation payments; and
(c)Â Â Â Â Â Â payments made
in relation to accrued leave paid on termination of the Employee’s employment
or on the death of the Employee.
30. Work Health and
Safety
30.1Â Â Â For the purposes
of this clause, the following definitions shall apply:
A "labour hire business" is a business
(whether an organisation, business enterprise, company, partnership,
co-operative, sole trader, family trust or unit trust, corporation and/or
person) which has as its business function, or one of its business functions,
to supply staff employed or engaged by it to another employer for the purpose
of such staff performing work or services for that other employer.
A "contract business" is a business (whether
an organisation, business enterprise, company, partnership, co-operative, sole
trader, family trust or unit trust, corporation and/or person) which is
contracted by another employer to provide a specified service or services or to
produce a specific outcome or result for that other employer which might
otherwise have been carried out by that other employer’s own employees.
30.2Â Â Â If the Employer engages
a labour hire business and/or a contract business to perform work wholly or
partially on the Employer’s premises the Employer shall do the following
(either directly, or through the agency of the labour hire or contract
business):
(a)Â Â Â Â Â Â consult with
employees of the labour hire business and/or contract business regarding the
workplace health and safety consultative arrangements;
(b)Â Â Â Â Â Â provide
employees of the labour hire business and/or contract business with appropriate
work health and safety induction training including the appropriate training
required for such employees to perform their jobs safely;
(c)Â Â Â Â Â Â provide
employees of the labour hire business and/or contract business with appropriate
personal protective equipment and/or clothing and all safe work method
statements that they would otherwise supply to their own employees; and
(d)Â Â Â Â Â Â ensure
employees of the labour hire business and/or contract business are made aware
of any risks identified in the workplace and the procedures to control those
risks.
30.3Â Â Â Nothing in this
clause is intended to affect or detract from any obligation or responsibility
upon a labour hire business arising under the Work Health and Safety Act 2011
or the Workplace Injury Management and Workers Compensation Act 1998.
30.4Â Â Â This clause has
no application in respect of organisations which are properly registered as
Group Training Organisations under the Apprenticeship and Traineeship Act 2001
(or equivalent interstate legislation) and are deemed by the relevant State
Training Authority to comply with the national standards for Group Training
Organisations established by the ANTA Ministerial Council.
PART B - CONDITIONS
COVERING SHIFTWORKERS IN THE TRANSPORT
MANAGEMENT CENTRE
31. TOCs and TIOs
31.1Â Â Â This clause
applies to TOCs and TIOs. To the extent this clause conflicts with a clause in
Part A, this clause will prevail.
31.2Â Â Â Hours of Work
(a)Â Â Â Â Â Â Ordinary Hours
The ordinary hours of work shall be 35 per week.
(b)Â Â Â Â Â Â Full Time
Employees
(i)Â Â Â Â Â Â Â Employees
shall be continuous shift workers.
(ii)Â Â Â Â Â Other than
Employees on probation, the ordinary hours of work shall be 70 hours worked
over a 2 week roster cycle. Employees shall be rostered to work shifts of 12
hours 10 minutes, including a 30 minute meal break and a 20 minute paid crib
break.
(iii)Â Â Â Â Employees on
probation may be rostered to work shifts of at least 7 hours and 30 minutes and
up to 12 hours and 10 minutes. Until an Employee on probation is rostered for
shifts of 12 hours 10 minutes on a permanent basis, they will be paid for any
hours worked in excess of 7 at overtime rates.
(iv)Â Â Â Â When rostered
for shifts of 12 hours 10 minutes full time Employees shall not be required to
work more than three consecutive days in any seven day period.
(c)Â Â Â Â Â Â Where Employees
are rostered to work shifts of 12 hours 10 minutes:
(i)Â Â Â Â Â Â Â They
shall be entitled to a rest break of at least 10 hours between the cessation of
an ordinary rostered shift and the commencement of the next rostered shift.
(ii)Â Â Â Â Â They shall not
be required to be on duty for more than 14 consecutive hours. After being on
duty for 14 consecutive hours Employees shall be given a rest break of at least
4 consecutive hours. Where Employees are directed to resume work without having
a rest break of at least 10 consecutive hours, payment shall be at the rate of
double time, or double time and one half if on a public holiday until they are
released from duty for 10 consecutive hours. Any rostered working time
occurring during such absence shall be paid at the shift work rate in clause
31.3.
(iii)Â Â Â Â Where Employees
have not observed a rest break of at least 10 hours prior to the commencement
of the next ordinary shift, they shall be paid at the rate of double time, or
double time and one half if on a public holiday, calculated at the ordinary
salary rate until such time as Employees are released from duty for 10
consecutive hours. Any rostered working time occurring during such absence
shall be paid at the shift work rate in clause 31.3.Â
(d)Â Â Â Â Â Â Part Time
Employees:
(i)Â Â Â Â Â Â Â A
Part-Time Employee shall be engaged to work agreed contract hours. Weekly
contract hours will be a minimum of 25 hours and fewer ordinary hours than the
ordinary hours worked by a Full-Time Employee.
(ii)Â Â Â Â Â The pattern of
contract hours to be worked will be agreed in writing and may only be varied
with the consent of the Employer and the Employee. The minimum contract hours
of work per day will be five hours, to be rostered on a morning and/or
afternoon Monday to Friday. The maximum ordinary hours of work per day will be
seven hours.
(iii)Â Â Â Â For time worked
in excess of the full-time hours of the classification payment shall be made at
the appropriate overtime rate in accordance with clause 31.4.
(e)Â Â Â Â Â Â Meal Breaks
Employees shall not work more than 5 hours from the
commencement of a shift without having a minimum 30 minutes meal break.
Employees rostered on shifts of 12 hours 10 minutes shall after a further 5
hours of work have a paid crib break of 20 minutes.
31.3Â Â Â Shiftwork
(a)Â Â Â Â Â Â For the purposes
of this sub clause:
(i)       ‘Early
morning shift’ shall mean those shifts commencing at or after 4.00am and before
6.00am.
(ii)     ‘Day shift’
shall mean those shifts commencing at or after 6.00am and before 12 noon.
(iii)    ‘Afternoon
shift’ shall mean those shifts commencing at or after 12 noon and before
4.00pm.
(iv)    ‘Night shift’
shall mean those shifts commencing at or after 4.00pm and before 4.00am.
(b)Â Â Â Â Â Â Payment for
Shift Work
(i)Â Â Â Â Â Â Â Payment
for day shift shall be at the ordinary rate of pay,
(ii)Â Â Â Â Â Payment for
early morning shift (on Monday to Friday) shall be at the ordinary rate of pay
plus 10 per cent,
(iii)Â Â Â Â Payment for
afternoon shift (on Monday to Friday) shall be at the ordinary rate of pay plus
12 ½ per cent,
(iv)Â Â Â Â Payment for
night shift (on Monday to Friday) shall be at the ordinary rate of pay plus 15
per cent.
(v)Â Â Â Â Â Â Payment for all
ordinary time worked on a Saturday shall be at the rate of time and one half of
the ordinary rate of pay,
(vi)Â Â Â Â Payment for all
ordinary time worked on a Sunday shall be at the rate of double the ordinary
rate of pay,
(vii)Â Â Â Payment for all
ordinary time worked on a Public Holiday shall be at the rate of double and one
half of the ordinary rate of pay,
(viii)Â Â Employees rostered
off on a public holiday shall be credited with a day in lieu for each such day.
(ix)Â Â Â Â In the case of
full-time Employees, the 17.5 per cent annual leave loading is to be calculated
on the basis of 17.5 per cent of five weeks ordinary salary.
(x)Â Â Â Â Â Â Shift workers
proceeding on annual leave are to be paid in respect of leave taken in any
period of 12 months commencing 1 December, shift premiums and penalty rates (or
other allowance paid on a regular basis in lieu thereof) they would have
received had they been on duty or the 17.5 per cent annual leave loading,
whichever is the more favourable.
(c)Â Â Â Â Â Â Additional
Annual Leave
Full time Employees shall be credited with an
additional 5 days recreational leave per annum. This leave shall accrue at the
rate of 5/12th of a day for each complete month that an Employee works.
(d)Â Â Â Â Â Â Shift Rosters
(i)Â Â Â Â Â Â Â Employees
shall be rostered to work shifts on a rotating basis as required by the
Employer.
(ii)Â Â Â Â Â Rosters will be
made available at least 30 calendar days in advance.
(iii)Â Â Â Â The Employer
will consult with affected Employee(s) regarding a change to a rostered shift.
(iv)Â Â Â Â Where notice is
given of a change in shift with less than 7 days notice
any shift so worked shall be paid at the rate of the previously rostered shift
provided it is greater.
31.4Â Â Â Overtime Worked
by TOCs and TIOs
Payment of overtime shall be made at the following
rates:
(a)Â Â Â Â Â Â All time worked
in excess of 11 hours 40 minutes per shift or 70 hours per fortnightly pay
period between midnight Sunday and midnight Saturday, shall be paid at the rate
of time and one half for the first two hours and double time thereafter. Each
period of overtime shall stand alone.
(b)Â Â Â Â Â Â Any overtime
work carried out on Sundays shall be paid for at the rate of double time.
(c)Â Â Â Â Â Â Any overtime
work carried out on a public holiday shall be paid for at the rate of double
time and a half.
(d)Â Â Â Â Â Â An Employee who
works overtime on a rostered day, off Saturday or Sunday or on a public holiday
shall be paid a minimum payment for three hours work at the appropriate
overtime rates.
(e)Â Â Â Â Â Â An Employee
required to work a shift on a day on which they are not rostered and given less
than 24 hours notice in advance will be paid one meal
allowance in accordance with Schedule B Item 3.
(f)Â Â Â Â Â Â Â The formula for
the calculation of overtime at ordinary rates shall be:
Annual salary
|
x
|
7
|
x
|
1
|
1
|
|
365.25
|
|
No of ordinary
hours of work per week
|
Provided that:
(g)Â Â Â Â Â Â Employees working
overtime which extends beyond a period of one and one-half hours from their
normal finishing time shall, at the conclusion of one and one-half hours, have
a meal break and be paid a meal allowance in accordance with Schedule B Item 3.
Meal breaks shall be of 30 minutes duration and shall be paid for as time
worked.
31.5Â Â Â Sick leave
(a)Â Â Â Â Â Â Sick leave on
full pay accrues day by day to an Employee at the rate of 9 days each calendar
year, and any such accrued leave, which is not taken, is cumulative.
(b)Â Â Â Â Â Â During the
first 4 months of employment, an Employee can access up to 3 days paid sick
leave even though that leave has not yet accrued.
32. TMC Shiftworkers Other Than TOCs and TIOs and Transport
Commanders
32.1Â Â Â This clause
applies to TMC Shiftworkers who are Transport
Spokespersons, Senior Transport Spokespersons, Senior Transport Information
Managers and Transport Liaison Managers. To the extent this clause conflicts
with a clause in Part A, this clause will prevail.
32.2Â Â Â For the purpose
of this clause:
"Day shifts" shall be those shifts worked
between 7.00 am and 5.00 pm.
"Afternoon shifts" shall be those shifts
commencing at or after noon and before 3.00pm.
"Early morning shift" shall mean those shifts
commencing at or after 4.00am and before 7.00am.
32.3Â Â Â Hours of Duty
shall be as follows:
(a)Â Â Â Â Â Â The ordinary
hours of work shall be 35 hours per week Monday to Friday in shifts of 7 hours
22 minutes over 19 days per 4 week period. A rostered day off must not fall on
a public holiday.
(b)Â Â Â Â Â Â No Employee
shall work more than five consecutive hours without a meal break of 30 minutes.
(c)Â Â Â Â Â Â An Employee is
entitled to a rest break of at least 8 hours between the cessation of an
ordinary rostered shift and the commencement of the next rostered shift.
(d)Â Â Â Â Â Â Where an
Employee has not observed a rest break of at least 8 hours prior to the
commencement of the next ordinary shift, they shall be paid at the rate of
double time, or double time and one half if on a public holiday, calculated at
the ordinary salary rate until such time as Employees are released from duty
for 10 consecutive hours. Any rostered working time occurring during such
absence shall be paid at the shift work rate in clause 32.4.
32.4Â Â Â Payment for Shift
Work
(a)Â Â Â Â Â Â Payment for day
shift shall be at ordinary rates of pay.
(b)Â Â Â Â Â Â Payment for
early morning shift (on Monday to Friday) shall be at the ordinary rate of pay
plus 10 per cent.
(c)Â Â Â Â Â Â Payment for
afternoon shift (on Monday to Friday) shall be at the Employee's ordinary rate
of pay plus 12½ per cent.
32.5Â Â Â Shift Rosters
(a)Â Â Â Â Â Â Employees shall
be rostered to work shifts as required by the Employer. Rotating shifts shall
rotate weekly commencing Monday.
(b)Â Â Â Â Â Â Rosters will be
made available at least 30 calendar days in advance.
(c)Â Â Â Â Â Â The Employer
will consult with affected Employee(s) regarding a change to a rostered shift.
(d)Â Â Â Â Â Â Where notice is
given of a change in shift with less than 7 days notice
any shift so worked shall be paid at the rate of the previously rostered shift
provided it is greater.
(e)Â Â Â Â Â Â An Employee on
rotating shifts shall not be rostered to work more than two weeks on afternoon
shift other than at their own request or by agreement between the Employee
concerned and the Employer. Should an Employee be required to work afternoon
shift for more than two consecutive working weeks (other than at their own
request or by agreement between the Employee concerned and the Employer) the
Employee shall be paid at the rate of time and one-half of the ordinary rate
for all ordinary time worked on afternoon shift in excess of two consecutive
weeks until the shifts are rotated.
32.6Â Â Â Payment of
Overtime
Payment of overtime shall be made at the following
rates:
(a)Â Â Â Â Â Â Subject to
paragraph (e) of this subclause, all time worked in excess of 7 hours per day
or 35 hours per week between midnight Sunday and midnight Saturday, shall be
paid for at the rate of time and one-half for the first two hours and double
time thereafter based on the Employee's ordinary rate of pay. For this purpose
each period of overtime shall stand alone.
(b)Â Â Â Â Â Â Any work
carried out on Sundays shall be paid for at the rate of double time.
(c)Â Â Â Â Â Â Any work
carried out on public holidays shall be paid for at the rate of double time and
one-half.
(d)Â Â Â Â Â Â An Employee who
works overtime on a rostered day off, Saturday or Sunday or on a public holiday
shall be paid a minimum payment for three hours work at the appropriate rates.
Provided that:
(e)Â Â Â Â Â Â An Employee
shall not be required to be on duty for more than 14 consecutive hours. After
being on duty for 14 consecutive hours an Employee shall take a rest break of
at least four consecutive hours and where they are directed to resume without
having had a rest break of eight consecutive hours they shall be paid at the
rate of double ordinary time or double time and one half on a public holiday
until released from duty for eight consecutive hours. Any rostered working time
occurring during such absence shall be paid for at the appropriate shift work
rate.
(f)Â Â Â Â Â Â Â Employees
working overtime which extends beyond a period of one and one-half hours from
the normal finishing time of a shift shall, at the conclusion of such period of
one and one-half hours, be entitled to a meal break and to the meal allowance,
in accordance with Schedule B, Item 3. Meal breaks taken during any period of
overtime which has been worked as an extension of an afternoon shift shall be
of 30 minutes duration and shall be paid for as time worked.
(g)Â Â Â Â Â Â An Employee
required to work a shift on a rostered day off shall be paid at overtime rates
in accordance with paragraph (a) of this subclause.
(h)Â Â Â Â Â Â Unless the
Employee concerned has been notified at least twenty-four hours in advance of
the requirement to work overtime, one meal allowance shall be paid for during
such shift in accordance with Schedule B Item 3.
33. Transport
Commanders
33.1Â Â Â This clause
applies to TMC Transport Commanders. To the extent this clause conflicts with a
clause in Part A, this clause will prevail.
33.2Â Â Â For the purpose
of this clause:
"Day shifts" shall be those shifts worked
between 7.00 am and 5.00 pm.
"Afternoon shifts" shall be those shifts
commencing at or after noon and before 3.00pm.
"Early morning shift" shall mean those shifts
commencing at or after 4.00am and before 7.00am.
33.3Â Â Â Hours of Duty
shall be as follows:
(a)Â Â Â Â Â Â The ordinary
hours of work shall be 35 hours per week Monday to Friday in shifts of 7 hours.
(b)Â Â Â Â Â Â No Employee
shall work more than five consecutive hours without a meal break of 30 minutes.
(c)Â Â Â Â Â Â An Employee is entitled
to a rest break of at least 8 hours between the cessation of an ordinary
rostered shift and the commencement of the next rostered shift.
(d)Â Â Â Â Â Â Where an
Employee has not observed a rest break of at least 8 hours prior to the
commencement of the next ordinary shift, they shall be paid at the rate of
double time, or double time and one half if on a public holiday calculated at
the ordinary salary rate until such time as Employees are released from duty
for 10 consecutive hours. Any rostered working time occurring during such
absence shall be paid at the shift work rate in clause 33.4.
33.4Â Â Â Payment for Shift
Work:
(a)Â Â Â Â Â Â Payment for day
shift shall be at ordinary rates of pay.
(b)Â Â Â Â Â Â Payment for
early morning shift (on Monday to Friday) shall be at the ordinary rate of pay
plus 10 per cent.
(c)Â Â Â Â Â Â Payment for
afternoon shift (on Monday to Friday) shall be at the Employee's ordinary rate
of pay plus 12½ per cent.
33.5Â Â Â Shift Rosters
(a)Â Â Â Â Â Â Employees shall
be rostered to work shifts on a rotating basis as required by the Employer.
Rotating shifts shall rotate weekly commencing Friday.
(b)Â Â Â Â Â Â Rosters will be
made available at least 30 calendar days in advance.
(c)Â Â Â Â Â Â The Employer
will consult with the affected Employee(s) regarding a change to a rostered
shift.
(d)Â Â Â Â Â Â Where notice is
given of a change in shift with less than 7 days notice
any shift so worked shall be paid at the rate of the previously rostered shift
provided it is greater.
(e)Â Â Â Â Â Â An Employee on
rotating shifts shall not be rostered to work more than two weeks on afternoon
shift in any period of three working weeks other than at their own request or
by agreement between the Employee concerned and the Employer. Should an
Employee be required to work afternoon shift for more than two consecutive
working weeks (other than at their own request or by agreement between the
Employee concerned and the Employer) the Employee shall be paid at the rate of
time and one-half of the ordinary rate for all ordinary time worked on
afternoon shift in excess of two consecutive weeks until the shifts are
rotated.
33.6Â Â Â Payment of
Overtime
When not rostered on call, payment of overtime shall be
made at the following rates:
(a)Â Â Â Â Â Â Subject to
paragraph (e) of this subclause, all time worked in excess 7 hours per day or 35
hours per week between midnight Sunday and midnight Saturday, shall be paid for
at the rate of time and one-half for the first two hours and double time
thereafter based on the Employee's ordinary rate of pay. For this purpose each
period of overtime shall stand alone.
(b)Â Â Â Â Â Â Any work
carried out on Sundays shall be paid for at the rate of double time.
(c)Â Â Â Â Â Â Any work
carried out on public holidays shall be paid for at the rate of double time and
one-half.
(d)Â Â Â Â Â Â An Employee who
works overtime on Saturday or Sunday or on a public holiday shall be paid a
minimum payment for three hours work at the appropriate rates.
Provided that:
(e)Â Â Â Â Â Â An Employee
shall not be required to be on duty for more than 14 consecutive hours. After
being on duty for 14 consecutive hours an Employee shall take a rest break of
at least four consecutive hours and where they are directed to resume without
having had a rest break of eight consecutive hours they shall be paid at the
rate of double ordinary time, or double time and one half on a public holiday,
until released from duty for eight consecutive hours. Any rostered working time
occurring during such absence shall be paid for at the appropriate shift work
rates.
(f)Â Â Â Â Â Â Â Employees
working overtime which extends beyond a period of one and one-half hours from
the normal finishing time of a shift shall, at the conclusion of such period of
one and one-half hours, be entitled to a meal break and to the meal allowance
in accordance with Schedule B, Item 3, Meal breaks taken during any period of
overtime which has been worked as an extension of an afternoon shift shall be
of 30 minutes duration and shall be paid for as time worked.
(g)Â Â Â Â Â Â Unless the
Employee concerned has been notified at least twenty-four hours in advance of
the requirement to work overtime, one meal allowance shall be paid in
accordance with Schedule B Item 3.
34.Â
TMC CBD Taskforce and Replacement Bus Transport Services Transport
Liaison Managers, Emergency Bussing Managers and Digital Media Support Officers
34.1Â Â Â This
clause applies to Transport Liaison Managers (TLMs), Emergency Bussing Managers
(EBMs) and Digital Media Support Officers (DMSOs) dedicated to the CBD
taskforce and Replacement Bus Transport Services. To the extent this clause
conflicts with a clause in Part A, this clause will prevail.
34.2Â Â Â Hours
of Work
(a)Â Â Â Â Â Â Ordinary
Hours
The ordinary hours of work shall be 35 per
week.
(b)Â Â Â Â Â Â Full
Time Employees
(i)Â Â Â Â Â Â Â Employees shall be continuous shift
workers.
(ii)Â Â Â Â Â Ordinary
hours of work shall be 140 hours worked over a 4 week roster cycle.
(iii)Â Â Â Â Employees
shall be rostered to work shifts lengths of, excluding unpaid meal breaks:
AÂ Â Â Â Â Â Â Â 11
hours, 40 minutes; or
BÂ Â Â Â Â Â Â Â 8
hours, 45 minutes; or
CÂ Â Â Â Â Â Â Â 7
hours, 22 minutes
(iv)Â Â Â Â Shift
lengths will be consistent over the course of a week.
(v)Â Â Â Â Â Â Employees
shall not be required to work more than:
(vi)Â Â Â Â 19
days over a four week cycle;
(vii)Â Â Â 5
days in any 7 day period;
(viii)Â Â three consecutive 12 hour, 10 minute shifts in any seven day
period.
(ix)Â Â Â Â Employees
will receive at least 9 roster free days (RFDs) per 4 week cycle arranged so
that:
AÂ Â Â Â Â Â Â Â at
least two sets of consecutive RFDs are granted; and
BÂ Â Â Â Â Â Â Â at
least one of those sets falls on a weekend.
(c)Â Â Â Â Â Â Breaks
Between Shifts
(i)Â Â Â Â Â Â Â Employees shall be entitled to a rest break
between the cessation of an ordinary rostered shift and the commencement of the
next rostered shift of at least:
AÂ Â Â Â Â Â Â Â 8
hours where they are rostered to work shifts less than 10 hours; or
BÂ Â Â Â Â Â Â Â 10
hours where they are rostered to work shifts of 10 hours or more.
(ii)Â Â Â Â Â Employee
shall not be required to be on duty for more than 14 consecutive hours. After
being on duty for 14 consecutive hours Employees shall be given a rest break of
at least 4 consecutive hours. Where Employees are directed to resume work without
having a rest break provided at clause 34.2(c)(i),
they will be paid at the relevant rate set out in clause 34.2(c)(iii).
(iii)Â Â Â Â Where
Employees have not observed a rest break provided for in clause 34.2(c)(i) prior to the commencement of the next ordinary shift,
they shall be paid at the rate of double time, or double time and one half if
on a public holiday, calculated at the ordinary salary rate until such time as
Employees are released from duty for the period set out in clause 34.2(c)(i). Any rostered working time occurring during such absence
shall be paid at the shift work rate in clause 34.3.Â
(d)Â Â Â Â Â Â Part
Time Employees:
(i)Â Â Â Â Â Â Â A Part-Time Employee shall be engaged to
work agreed contract hours. Weekly contract hours will be a minimum of 25 hours
and fewer ordinary hours than the ordinary hours worked by a Full-Time
Employee.
(ii)Â Â Â Â Â The
pattern of contract hours to be worked will be agreed in writing and may only
be varied with the consent of the Employer and the Employee. The minimum
contract hours of work per day will be five hours, to be rostered on a morning
and/or afternoon Monday to Friday. The maximum ordinary hours of work per day
will be seven hours.
(iii)Â Â Â Â For
time worked in excess of the full-time hours of the classification payment
shall be made at the appropriate overtime rate in accordance with clause 34.4.
(e)Â Â Â Â Â Â Meal
Breaks
Employees shall not work more than 5 hours
from the commencement of a shift without having a minimum 30 minutes meal
break. Employees rostered for a further 5 hours of work will be provided a paid
crib break of 20 minutes.
34.3Â Â Â Shiftwork
(a)Â Â Â Â Â Â For
the purposes of this sub clause:
(i)       ‘Early morning shift’ shall mean those
shifts commencing at or after 4.00am and before 6.00am.
(ii)     ‘Day
shift’ shall mean those shifts commencing at or after 6.00am and before 12
noon.
(iii)    ‘Afternoon
shift’ shall mean those shifts commencing at or after 12 noon and before
4.00pm.
(iv)    ‘Night
shift’ shall mean those shifts commencing at or after 4.00pm and before 4.00am.
(b)Â Â Â Â Â Â Payment
for Shift Work
(i)Â Â Â Â Â Â Â Payment for day shift shall be at the
ordinary rate of pay,
(ii)Â Â Â Â Â Payment
for early morning shift (on Monday to Friday) shall be at the ordinary rate of
pay plus 10 per cent,
(iii)Â Â Â Â Payment
for afternoon shift (on Monday to Friday) shall be at the ordinary rate of pay
plus 12 ½ per cent,
(iv)Â Â Â Â Payment
for night shift (on Monday to Friday) shall be at the ordinary rate of pay plus
15 per cent.
(v)Â Â Â Â Â Â Payment
for all ordinary time worked on a Saturday shall be at the rate of time and one
half of the ordinary rate of pay,
(vi)Â Â Â Â Payment
for all ordinary time worked on a Sunday shall be at the rate of double the
ordinary rate of pay,
(vii)Â Â Â Payment
for all ordinary time worked on a Public Holiday shall be at the rate of double
and one half of the ordinary rate of pay,
(viii)Â Â Employees
rostered off on a public holiday shall be credited with a day in lieu for each
such day.
(ix)Â Â Â Â In
the case of full-time Employees, the 17.5 per cent annual leave loading is to be
calculated on the basis of 17.5 per cent of five weeks ordinary salary.
(x)Â Â Â Â Â Â Shift
workers proceeding on annual leave are to be paid in respect of leave taken in
any period of 12 months commencing 1 December, shift premiums and penalty rates
(or other allowance paid on a regular basis in lieu thereof) they would have
received had they been on duty or the 17.5 per cent annual leave loading,
whichever is the more favourable.
(c)Â Â Â Â Â Â Additional
Annual Leave
(i)Â Â Â Â Â Â Â Full time Employees shall be credited
with an additional 5 days annual leave per annum. This leave shall accrue at
the rate of 5/12th of a day for each complete month that an Employee works.
(d)Â Â Â Â Â Â Shift
Rosters
(i)Â Â Â Â Â Â Â Employees shall be rostered to work
shifts on a rotating basis as required by the Employer.
(ii)Â Â Â Â Â Rosters
shall be made available at least 30 calendar days in advance.
(iii)Â Â Â Â The
Employer will endeavour to provide more than 30 days’ notice of rosters where a
significant change to the roster pattern is proposed.
(iv)Â Â Â Â The
Employer will consult with affected Employee(s) regarding a changed to a
rostered shift.
(v)Â Â Â Â Â Â Where
notice is given of a change in shift with less than 7 days’ notice any shift so
worked shall be paid at the rate of the previously rostered shift provided it
is greater.
34.4Â Â Â Overtime
Worked by TLMs, EBMs and DMSOs
Payment of overtime shall be made at the
following rates:
(a)Â Â Â Â Â Â All
time worked in excess of 11 hours 40 minutes per shift or 140 hours per 4 week
cycle between midnight Sunday and midnight Saturday, shall be paid at the rate
of time and one half for the first two hours and double time thereafter. Each
period of overtime shall stand alone.
(b)Â Â Â Â Â Â Any
overtime work carried out on Sundays shall be paid for at the rate of double
time.
(c)Â Â Â Â Â Â Any
overtime work carried out on a public holiday shall be paid for at the rate of
double time and a half.
(d)Â Â Â Â Â Â An
Employee who works overtime on a rostered day, off Saturday or Sunday or on a
public holiday shall be paid a minimum payment for three hours work at the
appropriate overtime rates.
(e)Â Â Â Â Â Â An
Employee required to work a shift on a day on which they are not rostered and
given less than 24 hours notice in advance will be
paid one meal allowance in accordance with Schedule B, Item 3.
(f)Â Â Â Â Â Â Â The
formula for the calculation of overtime at ordinary rates shall be:
Annual
salary
|
x
|
7
|
x
|
1
|
1
|
|
365.25
|
|
No
of ordinary hours of work per week
|
Provided that:
(g)Â Â Â Â Â Â Employees
working overtime which extends beyond a period of one and one-half hours from
their normal finishing time shall, at the conclusion of one and one-half hours,
have a meal break and be paid a meal allowance in accordance with Schedule B
Item 3. Meal breaks shall be of 30 minutes duration and shall be paid for as
time worked.
34.5Â Â Â Sick
leave
(a)Â Â Â Â Â Â Sick
leave on full pay accrues day by day to an Employee at the rate of 105 hours
each calendar year, and any such accrued leave, which is not taken, is
cumulative.
(b)Â Â Â Â Â Â When
accessing sick leave, the Employee will be debited the hours equivalent to the
shift the Employee was rostered to perform had they not taken sick leave.
(c)Â Â Â Â Â Â During
the first 4 months of employment, an Employee can access paid sick leave for up
to 35 hours even though that leave has not yet accrued.
35.Â
CBD Taskforce and Replacement Bus Transport Services Area Transport
Coordinators and Senior Transport Information Managers
35.1Â Â Â This
clause applies to CBD Taskforce and Replacement Bus Transport Services Area
Transport Coordinators and Senior Transport Information Managers. To the extent
this clause conflicts with a clause in Part A, this clause will prevail.
35.2Â Â Â For
the purpose of this clause:
"Early morning shift" shall mean
those shifts commencing at or after 4.00am and before 6.00am.
"Day shifts" shall be those shifts
commencing at or after 6.00 am and before noon.
"Afternoon shifts" shall be those
shifts commencing at or after noon and before 4.00pm.
35.3Â Â Â Hours
of Duty shall be as follows:
(a)Â Â Â Â Â Â The
ordinary hours of work shall be 140 hours worked over a 4 week roster cycle,
between the hours of 4am and 11pm.
(b)Â Â Â Â Â Â Employees
shall be rostered to work shifts lengths of:
(i)Â Â Â Â Â Â Â 11 hours, 40 minutes; or
(ii)Â Â Â Â Â 8
hours, 45 minutes; or
(iii)Â Â Â Â 7
hours, 22 minutes
excluding unpaid meal breaks.
(c)Â Â Â Â Â Â Shift
lengths will be consistent over the course of a week.
(d)Â Â Â Â Â Â Employees
shall not be required to work more than:
(ii)Â Â Â Â Â 19
days over a four week cycle;
(iii)Â Â Â Â 5
days in any 7 day period;
(iv)Â Â Â Â three consecutive 12 hour, 10 minute shifts in any seven day
period.
(e)Â Â Â Â Â Â Employees
will receive at least 9 roster free days (RFDs) per 4 week cycle arranged so
that at least two sets of consecutive RFDs are granted.
(f)Â Â Â Â Â Â Â No
Employee shall work more than five consecutive hours without a meal break of 30
minutes. Employees rostered for a further 5 hours of work will be provided a
paid crib break of 20 minutes.
35.4Â Â Â Breaks
Between Shifts
(a)Â Â Â Â Â Â An
Employee is entitled to a rest break between the cessation of an ordinary
rostered shift and the commencement of the next rostered shift of at least:
(i)Â Â Â Â Â Â Â 8 hours where they are rostered to work
shifts less than 10 hours; or
(ii)Â Â Â Â Â 10
hours where they are rostered to work shifts of 10 hours or more.
(b)Â Â Â Â Â Â Where
an Employee has not observed a rest break provided for in clause 35.4(a) prior
to the commencement of the next ordinary shift, they shall be paid at the rate
of double time, or double time and one half if on a public holiday, calculated
at the ordinary salary rate until such time as Employees are released from duty
for the period specified in clause 35.4(a). Any rostered working time occurring
during such absence shall be paid at the shift work rate in clause 35.5.
35.5Â Â Â Payment
for Shift Work
(a)Â Â Â Â Â Â Payment
for day shift shall be at ordinary rates of pay.
(b)Â Â Â Â Â Â Payment
for early morning shift (on Monday to Friday) shall be at the ordinary rate of
pay plus 10 per cent.
(c)Â Â Â Â Â Â Payment
for afternoon shift (on Monday to Friday) shall be at the Employee's ordinary
rate of pay plus 12½ per cent.
(d)Â Â Â Â Â Â Payment
for all ordinary time worked on a Saturday shall be at the rate of time and one
half of the ordinary rate of pay.
(e)Â Â Â Â Â Â Payment
for all ordinary time worked on a Sunday shall be at the rate of double the
ordinary rate of pay.
(f)Â Â Â Â Â Â Â Payment
for all ordinary time worked on a Public Holiday shall be at the rate of double
and one half of the ordinary rate of pay.
(g)Â Â Â Â Â Â Employees
rostered off on a public holiday shall be credited with a day in lieu for each
such day.
(h)Â Â Â Â Â Â In
the case of full-time Employees, the 17.5 per cent annual leave loading is to
be calculated on the basis of 17.5 per cent of five weeks ordinary salary.
(i)Â Â Â Â Â Â Â Shift workers proceeding on annual leave
are to be paid in respect of leave taken in any period of 12 months commencing
1 December, shift premiums and penalty rates (or other allowance paid on a
regular basis in lieu thereof) they would have received had they been on duty
or the 17.5 per cent annual leave loading, whichever is the more favourable.
35.6Â Â Â Shift
Rosters
(a)Â Â Â Â Â Â Employees
shall be rostered to work shifts as required by the Employer. Rotating shifts
shall rotate weekly commencing Monday.
(b)Â Â Â Â Â Â Rosters
shall be made available at least 30 calendar days in advance.
(c)Â Â Â Â Â Â The
Employer will endeavour to provide more than 30 days’ notice of rosters where a
significant change to the roster pattern is proposed.
(d)Â Â Â Â Â Â the
Employer will consult with affected Employee(s) regarding a change to a
rostered shift.Â
(e)Â Â Â Â Â Â Where
notice is given of a change in shift with less than 7 days’ notice any shift so
worked shall be paid at the rate of the previously rostered shift provided it
is greater
(f)Â Â Â Â Â Â Â An
Employee on rotating shifts shall not be rostered to work more than two weeks
on afternoon shift other than at their own request or by agreement between the
Employee concerned and the Employer. Should an Employee be required to work
afternoon shift for more than two consecutive working weeks (other than at
their own request or by agreement between the Employee concerned and the
Employer) the Employee shall be paid at the rate of time and one-half of the
ordinary rate for all ordinary time worked on afternoon shift in excess of two
consecutive weeks until the shifts are rotated.
35.7Â Â Â Payment
of Overtime
Payment of overtime shall be made at the
following rates:
(a)Â Â Â Â Â Â Subject
to paragraph (e) of this subclause, all time worked in excess of 11 hours and
40 minutes per day or 140 hours over a four week cycle between midnight Sunday
and midnight Saturday, shall be paid for at the rate of time and one-half for
the first two hours and double time thereafter based on the Employee's ordinary
rate of pay. For this purpose each period of overtime shall stand alone.
(b)Â Â Â Â Â Â Any
work carried out on Sundays shall be paid for at the rate of double time.
(c)Â Â Â Â Â Â Any
work carried out on public holidays shall be paid for at the rate of double
time and one-half.
(d)Â Â Â Â Â Â An
Employee who works overtime on a rostered day off, Saturday or Sunday or on a
public holiday shall be paid a minimum payment for three hours work at the
appropriate rates.
Provided that:
(e)Â Â Â Â Â Â An
Employee shall not be required to be on duty for more than 14 consecutive
hours. After being on duty for 14 consecutive hours an Employee shall take a
rest break of at least four consecutive hours and where they are directed to
resume without having had a rest break of eight consecutive hours they shall be
paid at the rate of double ordinary time or double time and one half on a
public holiday until released from duty for eight consecutive hours. Any
rostered working time occurring during such absence shall be paid for at the
appropriate shift work rate.
(f)Â Â Â Â Â Â Â Employees
working overtime which extends beyond a period of one and one-half hours from
the normal finishing time of a shift shall, at the conclusion of such period of
one and one-half hours, be entitled to a meal break and to the meal allowance,
in accordance with Schedule B Item 3. Meal breaks taken during any period of
overtime which has been worked as an extension of an afternoon shift shall be
of 30 minutes duration and shall be paid for as time worked.
(g)Â Â Â Â Â Â An
Employee required to work a shift on a rostered day off shall be paid at
overtime rates in accordance with paragraph (a) of this subclause.
(h)Â Â Â Â Â Â Unless
the Employee concerned has been notified at least twenty-four hours in advance
of the requirement to work overtime, one meal allowance shall be paid for
during such shift in accordance with Schedule B Item 3.
35.8Â Â Â Sick
leave
(a)Â Â Â Â Â Â Sick
leave on full pay accrues day by day to an Employee at the rate of 105 hours
each calendar year, and any such accrued leave, which is not taken, is
cumulative.
(b)Â Â Â Â Â Â When
accessing sick leave, the Employee will be debited the hours equivalent to the
shift the Employee was rostered to perform had they not taken sick leave.
(c)Â Â Â Â Â Â During
the first 4 months of employment, an Employee can access paid sick leave for up
to 35 hours even though that leave has not yet accrued.
SCHEDULE A - CLASSIFICATION STRUCTURE AND RATES OF PAY
Part One
Classification
|
Level
|
Current
Rates
|
+2.5%
|
+2.5%
|
|
|
|
Effective
1 July 2019
|
Effective
1 July2020
|
Transport Service Grade 1
|
Level
1A
|
51,666
|
52,958
|
54,282
|
Â
|
Level
1B
|
52,957
|
54,281
|
55,638
|
Â
|
Level
1C
|
54,250
|
55,606
|
56,996
|
Â
|
Level
1D
|
55,541
|
56,930
|
58,353
|
Â
|
Level
1E
|
56,833
|
58,254
|
59,710
|
Transport Service Grade 2
|
Level
2A
|
57,135
|
58,563
|
60,027
|
Â
|
Level
2B
|
58,564
|
60,028
|
61,529
|
Â
|
Level
2C
|
59,994
|
61,494
|
63,031
|
Â
|
Level
2D
|
61,422
|
62,958
|
64,532
|
Â
|
Level
2E
|
62,852
|
64,423
|
66,034
|
Transport Service Grade 3
|
Level
3A
|
63,216
|
64,796
|
66,416
|
Â
|
Level
3B
|
64,796
|
66,416
|
68,076
|
Â
|
Level
3C
|
66,375
|
68,034
|
69,735
|
Â
|
Level
3D
|
67,955
|
69,654
|
71,395
|
Â
|
Level
3E
|
69,536
|
71,274
|
73,056
|
Transport Service Grade 4
|
Level
4A
|
70,388
|
72,148
|
73,952
|
Â
|
Level
4B
|
72,149
|
73,953
|
75,802
|
Â
|
Level
4C
|
73,907
|
75,755
|
77,649
|
Â
|
Level
4D
|
75,668
|
77,560
|
79,499
|
Â
|
Level
4E
|
77,426
|
79,362
|
81,346
|
Transport Service Grade 5
|
Level
5A
|
79,383
|
81,368
|
83,402
|
Â
|
Level
5B
|
81,368
|
83,402
|
85,487
|
Â
|
Level
5C
|
83,352
|
85,436
|
87,572
|
Â
|
Level
5D
|
85,338
|
87,471
|
89,658
|
Â
|
Level
5E
|
87,323
|
89,506
|
91,744
|
Transport Service Grade 6
|
Level
6A
|
88,501
|
90,714
|
92,982
|
Â
|
Level
6B
|
90,714
|
92,982
|
95,307
|
Â
|
Level
6C
|
92,927
|
95,250
|
97,631
|
Â
|
Level
6D
|
95,139
|
97,517
|
99,955
|
Â
|
Level
6E
|
97,351
|
99,785
|
102,280
|
Transport Service Grade 7
|
Level
7A
|
98,955
|
101,429
|
103,965
|
Â
|
Level
7B
|
101,923
|
104,471
|
107,083
|
Â
|
Level
7C
|
104,892
|
107,514
|
110,202
|
Â
|
Level
7D
|
107,861
|
110,558
|
113,322
|
Â
|
Level
7E
|
110,830
|
113,601
|
116,441
|
Transport Service Grade 8
|
Level
8A
|
112,329
|
115,137
|
118,015
|
Â
|
Level
8B
|
115,698
|
118,590
|
121,555
|
Â
|
Level
8C
|
119,068
|
122,045
|
125,096
|
Â
|
Level
8D
|
122,437
|
125,498
|
128,635
|
Â
|
Level
8E
|
125,807
|
128,952
|
132,176
|
Transport Service Grade 9
|
Level
9A
|
129,349
|
132,583
|
135,898
|
Â
|
Level
9B
|
133,228
|
136,559
|
139,973
|
Â
|
Level
9C
|
137,108
|
140,536
|
144,049
|
Â
|
Level
9D
|
140,988
|
144,513
|
148,126
|
Â
|
Level
9E
|
144,870
|
148,492
|
152,204
|
^ In accordance with clause 7.5(a) and (b)
salaries will increase by 2.5% from the first full pay period on or after 1
July 2019 and 1 July 2020.
Part Two
Classification
|
Level
|
Current Rates
|
+2.5%
|
+2.5%
|
|
|
|
Effective 1 July
2019
|
Effective 1July
2020
|
Professional Engineer
|
Level 1
|
88,501
|
90,714
|
92,982
|
Grade A
|
Level 2
|
92,927
|
95,250
|
97,631
|
Â
|
Level 3
|
95,139
|
97,517
|
99,955
|
Â
|
Level 4
|
98,955
|
101,429
|
103,965
|
Â
|
Level 5
|
101,923
|
104,471
|
107,083
|
Â
|
Level 6
|
104,892
|
107,514
|
110,202
|
Professional Engineer
|
Level 1
|
107,861
|
110,558
|
113,322
|
Grade B
|
Level 2
|
112,329
|
115,137
|
118,015
|
Â
|
Level 3
|
117,153
|
120,082
|
123,084
|
Â
|
Level 4
|
122,032
|
125,083
|
128,210
|
Â
|
Level 5
|
125,807
|
128,952
|
132,176
|
Professional Engineer
|
Level 1
|
129,349
|
132,583
|
|
Grade C
|
Level 2
|
134,520
|
137,883
|
141,330
|
Â
|
Level 3
|
139,692
|
143,184
|
146,764
|
Â
|
Level 4
|
144,870
|
148,492
|
152,204
|
^ In accordance with clause 7.5(a) and (b)
salaries will increase by 2.5% from the first full pay period on or after 1
July 2019 and 1 July 2020.
SCHEDULE B - ALLOWANCES AND EXPENSES
Allowances and
|
Subject
|
Current
Rates
|
Amount
Effective
|
Amount
Effective
|
Expenses
|
|
|
1
July 2019
|
1
July 2020
|
Item 1*
|
On Call (Rostered Day)
|
39.20
|
40.20
|
41.20
|
Item 2*
|
On Call (Non Rostered Day)
|
59.20
|
60.70
|
62.20
|
Item 3#
|
Overtime Meal
|
$30.60
|
$31.25
|
#
|
Item 4#
|
Breakfast Meal (no overnight
stay)
|
$27.55
|
$28.15
|
#
|
Item 5#
|
Lunch Meal (no overnight
stay)
|
$31.00
|
$31.65
|
#
|
Item 6#
|
Dinner Meal (no overnight
stay)
|
$52.80
|
$53.90
|
#
|
Item 7#
|
Overnight Stay Away from
|
Varies depending on location
- see relevant NSW Department of
|
|
|
Premier and Cabinet Circular
|
|
Headquarters Allowance
|
|
Item 8#
|
Incidental Expenses
Associated with Overnight Stay
|
$19.70
|
$20.05
|
#
|
|
Away from Headquarters
|
|
|
|
Item 9#
|
Private use of Motor Vehicle
- up to1600 cc
|
68
cents per km
|
68
cents per km
|
#
|
Item 10#
|
Private use of Motor Vehicle
- between 1601cc and
|
68
cents per km
|
68
cents per km
|
#
|
|
2600cc
|
|
|
|
Item 11#
|
Private use of Motor Vehicle
- over2600 cc
|
68
cents per km
|
68
cents per km
|
#
|
Item 12*
|
Holders of St John’s
Ambulance
|
912.10
|
934.90
|
958.30
|
Item 13*
|
Holders of current
occupational first aid certification
|
1369.80
|
1404.10
|
1439.20
|
|
issued within the previous
three years and in charge of a
|
|
|
|
|
First aid room in a workplace
of 200 or more
|
|
|
|
Item 14#
|
Remote Location (with
dependants)
|
|
|
#
|
|
Grade A
|
$2,087
pa
|
$2,114
pa
|
|
|
Grade B
|
$2,768
pa
|
$2,804
pa
|
|
|
Grade C
|
$3,696
pa
|
$3,744
pa
|
|
|
Remote Location (without
dependants)
|
|
|
#
|
|
Grade A
|
$1,456
pa
|
$1,475
pa
|
|
|
Grade B
|
$1,941
pa
|
$1,966
pa
|
|
|
Grade C
|
$2,589
pa
|
$2,623
pa
|
|
Item 15#
|
Remote Location Annual Leave
Travel
|
|
|
|
|
By Private Vehicle
|
Appropriate
|
Appropriate
|
|
|
|
casual
rate up
|
casual
rate up
|
#
|
|
|
to
maximum
|
to
maximum
|
|
|
|
of
2850 kms
|
of
2850 kms
|
|
|
|
less
$51.45
|
less
$52.10
|
|
|
Other Transport (with
dependants)
|
Actual
reasonable
|
Actual
reasonable
|
|
|
|
expenses
in excess of
|
expenses
in excess of
|
|
|
|
$51.45
and up
|
$52.10
and up
|
|
|
|
to
$344.55
|
to
$349.05
|
|
|
Other Transport (without dependants)
|
Actual
reasonable
|
Actual
reasonable
|
|
|
|
expenses
in excess of
|
expenses
in excess of
|
|
|
|
$51.45
and up
|
$52.10
and up
|
|
|
|
to
$170.20
|
to
$172.40
|
|
|
Rail Travel
|
Actual
rail fare less
|
Actual
rail fare less
|
|
|
|
$51.45
|
$52.10
|
#
|
*Subject to Award Increase/s, in accordance with 7.5(c).
# means amended in accordance with clause 7.5(d).
SCHEDULE C -TRANSITIONAL ARRANGEMENTS
1. Transitional
Arrangements
The transitional arrangements for each Transport Agency are
shown in Tables 1-7 below.
Code X - Employees will transition across to the same or
next higher incremental TfNSW salary level and will
be eligible to progress to the next incremental TfNSW
salary level on the anniversary of their appointment to the position.
Code Y - Employees will transition across to the same or
next higher incremental TfNSW salary level and will
retain their existing increment date for progression to the next TfNSW incremental salary level.
Code Z - Employees will continue to progress through the
incremental salary range within their existing grade from their former agency
until they reach the maximum increment point, whereupon they will be
transitioned across to the maximum increment in the appropriate grade within
the TfNSW classification structure and thereafter be
paid by way of a personal salary unless they are promoted or transferred by
Employer direction and receive a higher rate of pay.
2. Personal Salaries -
Code Z
Employees will continue to be afforded a personal salary and
incremental salary progression until promoted to a position and receiving a
higher rate of pay. The Employee’s personal rate of pay and incremental salary
range will also be subject to future Award increases.
3. Annual Award
Increases
Employees who remain on the incremental salary range with
their existing Grade from their former agency will continue to receive annual
increases in accordance with the industrial instrument in force of the time of
their transition.
Transitioning Employees will not be entitled to receive 2
award increases in rates of pay under separate industrial instruments during
the same calendar year.
Employees who have received an increase in rates of pay
under their former agency’s Award or Enterprise Agreement during the first half
of the year will not be transitioned across onto the Transport for NSW
Classification Structure until the rates therein have also been increased
during the same calendar year.
4. Former RailCorp
Employees
Employees who have progressed to the maximum salary within
their former RailCorp Grade will transition across to the TfNSW
Grade after 1 April 2013 at the maximum increment in the appropriate TFNSW
grade and will thereafter retain their existing rate of pay by way of a
personal salary unless they are promoted or transferred by Employer direction
and receive a higher rate of pay.
Employees who have not yet progressed to the maximum
incremental salary level within their former RailCorp Grade will continue to be
employed within that Grade until they progress to the maximum incremental
salary level at which time they will then transition across to the maximum
increment in the appropriate TfNSW Grade and
thereafter be paid by way of a personal salary.Â
Subject to the provisions of 3 above, after the RailCorp
Enterprise Agreement expires on 31/3/2014, the rates of pay and incremental
salary levels for these Employees will be subject to Award increases in rates of
pay that apply to other Employees who are covered under the TfNSW
classification structure.
5. Former Maritime
Employees
Former Maritime Employees will transition across to the
appropriate TfNSW Grade after 1 July 2013 and will
thereafter retain their existing rate of pay as a personal salary unless they
are promoted or transferred by Employer direction and receive a higher rate of
pay.
Subject to the provisions of 3 above, after 1 July 2013 the
Employee’s personal rate of pay will also be subject to future Award increases
in rates of pay that apply to other
Table 1 - Rates of Pay, Equivalent Grades and
Transitional Arrangements for DoT Employees Transitioning to Transport for NSW
DoT Grade
|
DoT Salary
|
Equivalent TfNSW Grade
|
TfNSW
Salary
|
DOT Increment
|
|
$
|
|
$
|
Transitional Code
|
1
|
40,606
|
1
|
43,563
|
X
|
|
42,023
|
|
43,563
|
X
|
|
43,492
|
|
43,563
|
Y
|
|
45,015
|
|
45,741
|
X
|
|
|
|
46,830
|
|
|
|
|
47,919
|
|
2
|
46,590
|
|
|
Z
|
|
48,225
|
|
|
Z
|
|
49,909
|
|
|
Z
|
|
51,662
|
|
|
Z
|
3
|
53,466
|
2
|
48,175
|
Z
|
|
55,338
|
|
49,379
|
Z
|
|
57,271
|
|
50,584
|
Z
|
|
59,277
|
|
51,788
|
Z
|
|
|
|
52,993
|
|
4
|
61,357
|
4
|
59,348
|
Z
|
|
63,500
|
|
60,832
|
Z
|
|
65,723
|
|
62,315
|
Z
|
|
68,025
|
|
63,799
|
Z
|
|
|
|
65,282
|
|
5
|
70,494
|
6
|
74,620
|
X
|
|
72,868
|
|
74,620
|
Y
|
|
75,572
|
|
76,486
|
Y
|
|
78,061
|
|
78,351
|
X
|
|
|
|
80,217
|
|
|
|
|
82,082
|
|
6
|
80,793
|
7
|
83,435
|
Y
|
|
83,622
|
|
85,938
|
Y
|
|
86,545
|
|
88,441
|
Y
|
|
89,574
|
|
90,944
|
X
|
|
|
|
93,447
|
|
7
|
92,710
|
8
|
94,710
|
Y
|
|
95,956
|
|
97,551
|
Y
|
|
99,314
|
|
100,393
|
Y
|
|
102,787
|
|
103,234
|
X
|
|
|
|
106,075
|
|
8
|
106,387
|
9
|
109,060
|
Z
|
|
110,111
|
|
112,332
|
Z
|
|
|
|
115,604
|
-
|
|
116,997
|
|
118,875
|
Z
|
|
122,148
|
|
122,148
|
-
|
Table 2 - Rates of Pay, Equivalent Grades and
Transitional Arrangements for Roads and Traffic Authority Employees
Transitioning to Transport for NSW
RTA Grade
|
RTA Salary
|
Equivalent TfNSW Grade
|
TfNSW
Salary
|
RTA Increment
|
|
$
|
|
$
|
Transitional Code
|
1
|
33,331
|
1
|
43,563
|
X
|
|
36,557
|
|
43,563
|
X
|
|
41,794
|
|
43,563
|
X
|
|
|
|
44,652
|
|
|
|
|
45,741
|
|
|
|
|
46,830
|
|
|
|
|
47,919
|
|
2
|
44,078
|
2
|
48,175
|
X
|
|
46,079
|
|
48,175
|
X
|
|
47,793
|
|
48,175
|
X
|
|
|
|
49,379
|
|
|
|
|
50,584
|
|
|
|
|
51,788
|
|
|
|
|
52,993
|
|
3
|
50,747
|
3
|
53,300
|
X
|
|
53,125
|
|
53,300
|
Y
|
|
|
|
54,633
|
|
|
55,600
|
|
55,965
|
X
|
|
|
|
57,298
|
|
|
|
|
58,630
|
|
4
|
57,296
|
4
|
59,348
|
Y
|
|
59,542
|
|
60,832
|
Y
|
|
61,885
|
|
62,315
|
X
|
|
|
|
63,799
|
|
|
|
|
65,282
|
|
5
|
64,012
|
|
|
Z
|
|
66,082
|
|
|
Z
|
|
67,272
|
|
|
Z
|
6
|
|
5
|
66,933
|
|
|
|
|
68,606
|
|
|
68,748
|
|
70,279
|
Y
|
|
70,835
|
|
71,953
|
Y
|
|
73,153
|
|
73,626
|
X
|
7
|
|
6
|
74,620
|
|
|
74,745
|
|
76,486
|
Y
|
|
77,383
|
|
78,351
|
Y
|
|
78,885
|
|
80,217
|
X
|
|
|
|
82,082
|
|
8
|
82,121
|
7
|
83,435
|
Y
|
|
85,456
|
|
85,938
|
Y
|
|
88,124
|
|
88,441
|
X
|
|
|
|
90,944
|
|
|
|
|
93,447
|
|
9
|
92,178
|
8
|
94,710
|
Y
|
|
94,826
|
|
97,551
|
Y
|
|
99,093
|
|
100,393
|
X
|
|
|
|
103,234
|
|
|
|
|
106,075
|
|
10
|
101,594
|
9
|
109,060
|
X
|
|
105,602
|
|
109,060
|
Y
|
|
111,025
|
|
112,332
|
X
|
11
|
114,457
|
|
115,604
|
Y
|
|
|
|
118,875
|
Y
|
|
119,439
|
|
122,148
|
Y
|
|
122,128
|
|
122,148
|
-
|
Table 3 - Rates of Pay, Equivalent Grades and Transitional
Arrangements for RTA Professional Engineers Transitioning to Transport for NSW
RTA
PROF. ENG
|
RTA
PROF. ENG.
|
Equivalent
TfNSW
|
TfNSW Salary
|
RTA
Engineers Increment
|
Grade
|
Salary
|
Grade
|
$
|
Transitional
Code
|
|
$
|
|
|
|
|
(No
Annual Leave Loading)
|
|
|
|
Engineer
Level 1
|
|
A
|
74,620
|
-
|
Yrs.
1 - 3
|
74,746
|
|
78,351
|
X
|
(RTA
USS 7)
|
77,385
|
|
78,351
|
Y
|
|
78,887
|
|
80,217
|
Y
|
Engineer
Level 1
|
82,121
|
|
83,435
|
Y
|
Yrs 4 - 6
|
85,454
|
|
85,938
|
Y
|
(RTA
USS 8)
|
88,123
|
|
88,441
|
-
|
Engineer
Level 2
|
|
B
|
90,944
|
-
|
Yrs l 1 - 3
|
92,176
|
|
94,710
|
Y
|
(RTA
USS 9)
|
94,826
|
|
98,779
|
Y
|
|
99,092
|
|
102,892
|
X
|
|
|
|
106,075
|
|
Engineer
Level 3
|
101,593
|
C
|
109,060
|
X
|
Yrs 1 - 3
|
105,600
|
|
109,060
|
Y
|
(RTA
USS 10)
|
111,024
|
|
113,421
|
Y
|
Engineer
Level 4
|
114,456
|
|
117,782
|
Y
|
Yrs 1 - 3
|
119,439
|
|
122,148
|
-
|
(RTA
USS 11)
|
122,125
|
|
122,148
|
-
|
Table 4 - Rates of Pay, Equivalent Grades and
Transitional Arrangements for State Transit Authority Employees Transitioning
to Transport for NSW
STA Grade
|
STA Salary
|
Equivalent TfNSW Grade
|
TfNSW
Salary
|
STA Increment
|
|
$
|
|
$
|
Transitional Code
|
|
|
|
|
|
|
|
|
|
|
1
|
42,190
|
|
43,563
|
Z
|
|
43,947
|
|
44,652
|
Z
|
|
45,327
|
|
45,741
|
Z
|
|
|
|
46,830
|
|
|
47,100
|
|
47,919
|
Z
|
|
48,293
|
|
47,919
|
Z
|
|
49,672
|
|
47,919
|
-
|
2
|
|
2
|
48,175
|
|
|
|
|
49,349
|
Y
|
|
50,342
|
|
50,484
|
X
|
|
51,012
|
|
51,788
|
|
3
|
51,867
|
|
52,993
|
Z
|
|
53,078
|
|
52,993
|
Z
|
|
53,906
|
|
52,993
|
-
|
4
|
|
3
|
53,300
|
|
|
54,929
|
|
54,633
|
|
|
56,291
|
|
55,965
|
X
|
|
57,756
|
|
57,298
|
Y
|
|
|
|
58,630
|
|
|
|
|
|
-
|
5
|
58,941
|
4
|
59,348
|
X
|
|
61,155
|
|
60,832
|
|
|
62,969
|
|
62,315
|
Y
|
|
|
|
63,799
|
|
|
|
|
65,282
|
|
6
|
64,165
|
5
|
66,933
|
X
|
|
65,876
|
|
66,933
|
X
|
|
68,276
|
|
68,606
|
X
|
|
|
|
70,279
|
|
|
|
|
71,953
|
|
|
|
|
73,626
|
|
Special
|
69,463
|
6
|
74,620
|
X
|
|
73,016
|
|
74,620
|
Y
|
|
76,606
|
|
76,486
|
|
|
|
|
78,351
|
X
|
|
|
|
80,217
|
|
|
|
|
82,082
|
|
SO A
|
77,683
|
7
|
83,435
|
X
|
|
80,308
|
|
83,435
|
X
|
|
83,119
|
|
83,435
|
Y
|
|
86,262
|
|
85,938
|
|
|
89,910
|
|
88,441
|
Y
|
|
|
|
90,944
|
X
|
|
|
|
93,447
|
|
SO B
|
89,090
|
8
|
94,710
|
X
|
|
91,952
|
|
94,710
|
X
|
|
95,051
|
|
97,551
|
Y
|
|
98,443
|
|
100,393
|
Y
|
|
102,121
|
|
103,234
|
X
|
|
|
|
106,075
|
|
SO C
|
99,079
|
9
|
109,060
|
X
|
|
102,249
|
|
109,060
|
X
|
|
105,706
|
|
109,060
|
X
|
|
109,356
|
|
112,332
|
Y
|
|
113,309
|
|
115,604
|
X
|
|
|
|
118,875
|
|
|
|
|
122,148
|
|
SO D
|
109,830
|
|
109,060
|
Z
|
|
113,353
|
|
112,332
|
Z
|
|
117,129
|
|
115,604
|
Z
|
|
121,420
|
|
118,875
|
Z
|
|
126,067
|
|
122,148
|
-
|
|
|
|
122,148
|
-
|
Table 5 - Rates of Pay, Equivalent Grades, Incremental
Progression and Transitional Arrangements for RailCorp Employees Transitioning
to Transport for NSW
RailCorp Grade
|
RailCorp Salary
|
Effective
|
Effective
|
Equivalent
|
|
$
|
1 April 2012
|
1 April 2013
|
TfNSW
Grade
|
1
|
Level 1
|
43,915
|
45,451
|
47,043
|
1
|
|
Level 2
|
44,806
|
46,374
|
47,998
|
|
|
Level 3
|
45,772
|
47,373
|
49,032
|
|
|
Level 4
|
46,635
|
48,267
|
49,957
|
|
|
Level 5
|
47,472
|
49,133
|
50,854
|
|
2
|
Level 1
|
50,834
|
52,613
|
54,456
|
3
|
|
Level 2
|
52,530
|
54,368
|
56,272
|
|
|
Level 3
|
54,016
|
55,906
|
57,864
|
|
|
Level 4
|
55,749
|
57,700
|
59,721
|
|
|
Level 5
|
58,199
|
60,235
|
62,344
|
|
3
|
Level 1
|
60,504
|
62,621
|
64,814
|
4
|
|
Level 2
|
62,336
|
64,517
|
66,776
|
|
|
Level 3
|
63,657
|
65,884
|
68,191
|
|
|
Level 4
|
65,400
|
67,688
|
70,058
|
|
|
Level 5
|
66,967
|
69,310
|
71,737
|
|
4
|
Level 1
|
68,909
|
71,320
|
73,817
|
6
|
|
Level 2
|
71,081
|
73,568
|
76,144
|
|
|
Level 3
|
73,390
|
75,958
|
78,618
|
|
|
Level 4
|
76,402
|
79,076
|
81,845
|
|
|
Level 5
|
79,470
|
82,251
|
85,131
|
|
5
|
Level 1
|
83,140
|
86,049
|
89,062
|
7
|
|
Level 2
|
86,786
|
89,823
|
92,968
|
|
|
Level 3
|
89,688
|
92,827
|
96,077
|
|
|
Level 4
|
92,696
|
95,940
|
99,299
|
|
|
Level 5
|
95,899
|
99,255
|
102,730
|
|
6
|
Level 1
|
99,436
|
102,916
|
106,519
|
8
|
|
Level 2
|
101,804
|
105,367
|
109,056
|
|
|
Level 3
|
104,621
|
108,282
|
112,073
|
|
|
Level 4
|
107,437
|
111,197
|
115,098
|
|
|
Level 5
|
110,258
|
114,116
|
118,111
|
|
7
|
Level 1
|
111,906
|
115,822
|
119,877
|
9
|
|
Level 2
|
114,678
|
118,691
|
122,846
|
|
|
Level 3
|
117,465
|
121,576
|
125,832
|
|
|
Level 4
|
120,266
|
124,475
|
128,833
|
|
|
Level 5
|
123,123
|
127,432
|
131,893
|
|
NB: All RailCorp Employees will transition to TfNSW under Code Z.
Table 6 - Rates of Pay, Equivalent Grades and Transitional
Arrangements for Sydney Ferries Employees Transitioning to Transport for NSW
Ferries
Grade
|
Ferries
Salary
|
Effective
from
|
Effective
from
|
TfNSW Grade
|
TfNSW Salary
|
Sydney
Ferries
|
|
|
|
|
|
|
|
|
$
|
1
Jan 2012
|
1
Jan 2013
|
|
$
|
Increment
|
|
|
|
|
|
|
Transitional
Code
|
|
|
|
|
|
|
|
1
|
40,271
|
41,680
|
43,139
|
1
|
43,563
|
Z
|
|
41,947
|
43,415
|
44,935
|
|
43,563
|
Z
|
|
43,265
|
44,779
|
46,346
|
|
45,741
|
Z
|
|
44,957
|
46,530
|
48,159
|
|
46,830
|
Z
|
|
46,097
|
47,710
|
49,380
|
|
47,919
|
Z
|
|
47,414
|
49,073
|
50,791
|
|
47,919
|
-
|
2
|
|
|
|
2
|
48,175
|
|
|
|
|
|
|
49,379
|
|
|
48,053
|
49,735
|
51,476
|
|
50,584
|
X
|
|
48,693
|
50,397
|
52,161
|
|
50,584
|
X
|
3
|
49,509
|
51,242
|
53,035
|
|
51,788
|
Z
|
|
50,664
|
52,437
|
54,272
|
|
52,993
|
Z
|
|
51,455
|
53,256
|
55,120
|
|
52,993
|
-
|
4
|
|
|
|
3
|
53,300
|
|
|
52,433
|
54,268
|
56,167
|
|
54,633
|
X
|
|
53,732
|
55,613
|
57,559
|
|
55,965
|
X
|
|
55,129
|
57,059
|
59,056
|
|
57,298
|
X
|
|
|
|
|
|
58,630
|
|
5
|
56,261
|
58,230
|
60,268
|
4
|
59,348
|
X
|
|
58,373
|
60,416
|
62,531
|
|
60,832
|
X
|
|
60,106
|
62,210
|
64,387
|
|
62,315
|
X
|
|
|
|
|
|
63,799
|
|
|
|
|
|
|
65,282
|
|
6
|
61,247
|
63,391
|
65,610
|
5
|
66,933
|
X
|
|
62,883
|
65,084
|
67,362
|
|
66,933
|
X
|
|
65,171
|
67,452
|
69,813
|
|
68,606
|
X
|
|
|
|
|
|
70,279
|
|
|
|
|
|
|
71,953
|
|
|
|
|
|
|
73,626
|
|
Special
|
66,304
|
68,625
|
71,027
|
6
|
74,620
|
X
|
|
69,698
|
72,137
|
74,662
|
|
74,620
|
X
|
|
73,122
|
75,681
|
78,330
|
|
76,486
|
X
|
|
|
|
|
|
78,351
|
|
|
|
|
|
|
80,217
|
|
|
|
|
|
|
82,082
|
|
SO A
|
74,151
|
76,746
|
79,432
|
7
|
83,435
|
X
|
|
76,656
|
79,339
|
82,116
|
|
83,435
|
X
|
|
79,341
|
82,118
|
84,992
|
|
83,435
|
X
|
|
82,340
|
85,222
|
88,205
|
|
85,938
|
X
|
|
|
|
|
|
88,441
|
|
|
85,823
|
88,827
|
91,936
|
|
90,944
|
X
|
|
|
|
|
|
93,447
|
|
SO B
|
85,040
|
88,016
|
91,097
|
8
|
94,710
|
X
|
|
87,771
|
90,843
|
94,023
|
|
94,710
|
X
|
|
90,729
|
93,905
|
97,192
|
|
94,710
|
X
|
|
93,967
|
97,256
|
100,660
|
|
97,551
|
X
|
|
|
|
|
|
100,393
|
|
|
97,479
|
100,891
|
104,422
|
|
103,234
|
X
|
|
|
|
|
|
106,075
|
|
SO C
|
94,573
|
97,883
|
101,309
|
9
|
109,060
|
X
|
|
97,600
|
101,016
|
104,552
|
|
109,060
|
X
|
|
100,899
|
104,430
|
108,085
|
|
109,060
|
X
|
|
104,386
|
108,040
|
111,821
|
|
109,060
|
X
|
|
108,158
|
111,944
|
115,862
|
|
112,332
|
X
|
SO D
|
104,838
|
108,507
|
112,305
|
|
109,060
|
Z
|
|
108,201
|
111,988
|
115,908
|
|
112,332
|
Z
|
|
|
|
|
|
115,604
|
Z
|
|
111,803
|
115,716
|
119,766
|
|
118,875
|
-
|
|
115,899
|
119,955
|
124,153
|
|
122,148
|
Z
|
|
120,334
|
124,546
|
128,905
|
|
122,148
|
-
|
Table 7 - Rates of Pay, Equivalent Grades and
Transitional Arrangements for Maritime Employees Transitioning to Transport for
NSW
Maritime Grade
|
Maritime Salary
|
Effective from1
July 2012
|
Equivalent TfNSW Grade
|
|
$
|
$
|
$
|
1
|
41,003
|
42,643
|
1
|
2
|
44,867
|
46,662
|
|
3
|
52,094
|
54,178
|
|
4
|
54,550
|
56,732
|
|
5
|
58,654
|
6,1000
|
|
6
|
61,421
|
63,878
|
2
|
7
|
66,032
|
68,673
|
|
8
|
69,145
|
71,911
|
3
|
9
|
74,332
|
77,305
|
4
|
10
|
77,840
|
80,954
|
5
|
11
|
83,680
|
87,027
|
|
12
|
87,624
|
91,129
|
6
|
13
|
94,195
|
97,963
|
7
|
14
|
98,627
|
102,572
|
|
15
|
106,021
|
110,262
|
8
|
16
|
111,011
|
115,451
|
9
|
17
|
119,322
|
124,095
|
|
NB: All Maritime Employees will transition to TfNSW under Code Z. The Maritime rates above have been
discounted from the enterprise agreement by 0.98668 to account for annual leave
loading which is incorporated in the Maritime rates but paid separately in this
Award.
P. M. KITE, Chief Commissioner
____________________
Printed by
the authority of the Industrial Registrar.