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New South Wales Industrial Relations Commission
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Crown Employees (Department of Industry, Skills and Regional Development) Domestic Services Officers Award
  
Date12/23/2021
Volume391
Part2
Page No.374
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C9357
CategoryAward
Award Code 1357  
Date Posted12/23/2021

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(1357)

SERIAL C9357

 

Crown Employees (Department of Industry, Skills and Regional Development) Domestic Services Officers Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

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

 

(Case No. 144224 of 2021)

 

Before Commissioner Sloan

27 September 2021

 

REVIEWED AWARD

 

PART A

 

Clause No.        Subject Matter

 

1.        Title

2.        Definitions

3.        Salaries

4.        Saving of Rights

5.        Definitions/Generic Duties of Roles Associated with Domestic Services Officers

6.        School Based Apprentices

7.        Hours of Work

8.        Allowances

9.        Work Performed on Weekends

10.      Leave

11.      Call Back

12.      Job Evaluation

13.      Above Level Assignment Allowance

14.      Public Service Holiday

15.      Deduction of Union Membership Fees

16.      Part-time Employees

17.      Anti-Discrimination

18.      Area, Incidence and Duration

 

PART B

 

MONETARY RATES

 

Table 1 - Salaries

Table 2 - Other Rates and Allowances

 

PART A

 

1.  Title

 

This Award will be known as the Crown Employees (Department of Regional NSW) Domestic Services Officers Award.

 

2.  Definitions

 

(i)       "Act" means the Government Sector Employment Act 2013.

 

(ii)      "Association/Union" means the Public Service Association and the Professional Officers’ Association Amalgamated Union of New South Wales.

 

(iii)     "College" refers specifically to either the:

 

Murrumbidgee College of Agriculture, Yanco

 

CB Alexander Agricultural College (Tocal), Paterson or

 

Trangie Research Centre, Trangie

 

where an accommodation and catering service is provided.

 

(iv)     "Department" means the Department of Regional NSW, as specified in Schedule 1, Part 1 of the Government Sector Employment Act 2013.

 

(v)       "Domestic Services Officer" means and includes all ongoing full time, ongoing part time, temporary or casual employees,  employed under the provisions of the Act, who at  the date of the first Crown Employees (Domestic Services Officers - Department of Agriculture) Award, published 26 March 1999 (308 I.G. 732) occupied a role of, and were classified as either Porter, Storeman, Pantry man, Steward, First Cook, Second Cook, Third Cook, Fourth Cook, Domestic Assistant, Useful, Kitchen Hand, Butcher, Housemaid, General Services Officer, Kitchen Supervisor, Security Officer, Manager, Catering and Accommodation (Clerk Grade 3), House Supervisor, Assistant House Supervisor; under this Award, meet the minimum qualification requirements pursuant to clause 5 of this Award.

 

(vi)     “Employee” for the purposes of this Award means a person employed as an ongoing full time, ongoing part time, temporary or casual employee.

 

(vii)    “Employer” means the Industrial Relations Secretary as established under the Government Sector Employment Act 2013.

 

(viii)   "Industrial Relation Secretary" means the Secretary of the Department of Premier and Cabinet or as otherwise defined in s.49(1) of the Government Sector Employment Act 2013.

 

(ix)     "Job Evaluation" means a methodology agreed between the Department and the relevant unions to grade Domestic Service Officer roles under this Award.

 

(x)       "Normal Work" as defined in clause 14, means the duties, responsibilities and capabilities contained in the relevant Role Description of employees at the time of a Grievance, Dispute or Difficulty.

 

(xi)     "Public Service" means the Public Service of New South Wales as defined in the Government Sector Employment Act 2013.

 

(xii)    “Role” means a role that an employee has been assigned to as defined in the Government Sector Employment Act 2013, the Government Sector Employment Regulation 2014, and the Government Sector Employment (General) Rules 2014.

 

(xiii)   "Salary Rates" means the ordinary time rate of pay for the employees grading, excluding shift allowances, weekend penalties, and all other allowances not regarded as salary.

 

(xiv)   "Secretary" means the Secretary of the Department of Regional NSW as specified in Schedule 1 of the Government Sector Employment Act 2013.

 

(xv)     "Service" means continuous service for salary purposes.

 

(xvi)   "Union" means United Voice, the union formerly known as the Australian Liquor, Hospitality and Miscellaneous Workers Union, NSW Branch.

 

3.  Salaries

 

This award is listed in Schedule A of the Crown Employees (Public Sector – Salaries 2021) Award and salaries payable to employees will be in accordance with that award or any award replacing it. The rates set out at Part B, Table 1 and Table 2 of this award are subject to the rates as set by the Crown Employees (Public Sector – Salaries 2021) Award or any award replacing it.

 

4.  Saving of Rights

 

At the time of making of this Award, no employee covered by this Award will suffer a reduction in their rate of pay or any loss or diminution in his or her conditions of employment as a consequence of the making of this Award.

 

5.  Definitions/Generic Duties of Roles Associated with Domestic Services Officers

 

Level 1 (Kitchen/Accommodation Services)

 

A level 1 Domestic Services Officer means a person employed substantially in a kitchen, dining room, dormitory function within a College and is principally occupied in any of the following duties:  food preparation, serving of meals, cleaning/vacuuming e.g. kitchen, dormitories, laundering of kitchen linen, dining room preparation, waitressing, garbage collection, distribution of chemicals and supplies to dormitories, provision of minor maintenance eg. globe replacement etc., minor stock control, operation of dish washer, collection and distribution of linen, servicing of rooms, making beds, minor cooking eg. toast, sandwiches, general maintenance e.g. rubbish removal. Cleaning of guttering, toilets and bathrooms.

 

Level 2 (Cook)

 

A level 2 Domestic Services Officer means a person employed in a kitchen who prepares, presents and serves meals including 3 course dinners, BBQ buffets, morning and afternoon beverages/tea for students and special functions. 

 

Cleaning of cooking equipment e.g. stoves and floors.  Prepares specialised diet meals and other specialised meals.  Applies hygiene and safe food handling procedures.  Provides weekend supervision, which incorporates the responsibility of kitchen services.

 

Level 3 (Security)

 

A level 3 Domestic Services Officer means a person employed as one of the following:

 

(a)       Possession of a Class 1 Security Licence pursuant to the provision of the Security (Protection) Industry Act 1997.  Provides security of College buildings and equipment, after hours reception service to visitors, course participants, parents etc, including booking of facilities, collection of monies, issuing of keys, operation of after-hours student transport, supervision of meals in dining room, provision of first aid, organisation and facilitation of student recreation activities, including the oversighting of student welfare, provide minor maintenance e.g. flyscreen replacement, including pool cleaning and supervision of pool; or

 

(b)       Provides direct supervision of either an accommodation or kitchen service within a College.  Ensures menus and other directions issued by the DSO level 4 are followed. Maintains administration information/statistics on the provision of meals etc.  Ensures stock control on all incoming kitchen stores and foodstuffs.  Assists DSO level 4 with accommodation issues.

 

Level 4 (Supervisory)

 

A level 4 Domestic Services Officer means a person employed in the day to day responsibility of kitchen and accommodation services within a College and is principally occupied in the following duties:

 

Co-ordination of Domestic Services Officer Level 1 and Level 2, inspection of student dormitories, reception service for accommodation co-ordination e.g. enquires, reservations, receipting of monies, accounting functions e.g. Voucher preparation, payment verification, allocation of cost codes.  Preparation of time sheets, stock control, maintenance reports and menu preparation, word processing and data entry.

 

Level 5 (Managerial)

 

A level 5 Domestic Services Officer means a person employed to manage and co-ordinate the accommodation and catering functions of a College and is principally occupied in the following duties:

 

Delivery of a professional service in the provision of accommodation and catering.  Control, preparation and administration of budgets including voucher checking/approvals, journals etc. Management of reservation facilities including computer system maintenance, oversighting of student welfare, health counselling and discipline.  Co-ordination of functions and client liaison. Rostering of all Domestic Services Officers and co-ordination of Domestic Services Officer Level 4.  Provision of Occupational, Health and Safety obligations and First Aid services. Diet/nutritional expertise for menu preparation.

 

6.  School Based Apprentices

 

(a)       Definition

 

A school based apprentice is an employee who is undertaking an apprenticeship under a training contract while also enrolled in the Higher School Certificate.

 

(b)       Wages

 

(i)       The hourly rates for full time apprentices as set out in this Award will apply to school based apprentices for total hours worked including time deemed to be spent in off-the-job training.

 

(ii)      For the purposes of paragraph (b)(i) of this clause, where a school based apprentice is a full time school student, the time spent in off-the-job training for which the school based apprentice is paid is deemed to be 25 per cent of the actual hours worked on-the-job each week.

 

(iii)     The wages paid for training time may be averaged over the school term or year.

 

(iv)     Where this Award specifies a weekly rate for full time apprentices, the hourly rate will be calculated by dividing the applicable weekly rate by 38.

 

(c)       Progression through the Wage Structure

 

(i)       School based apprentices’ progress through the wage scale at the rate of 12 months’ progression for each two years of employment as an apprentice.

 

(ii)      The rates of pay are based on a standard apprenticeship of four years.  The rate of progression reflects the average rate of skill acquisition expected from the typical combination of work and training for a school based apprentice undertaking the applicable apprenticeship.

 

(d)       Conversion from a school based apprentice to a full time apprenticeship

 

Where an apprentice converts from a school based to a full-time apprenticeship, all time spent as a full-time apprentice counts for the purpose of progression through the wage scale set out in this Award.  This progression applies in addition to the progression achieved as a school based apprentice.

 

(e)       Conditions of Employment

 

Except as provided by this clause, school based apprentices are entitled to pro rata entitlements of all other conditions of employment contained in this Award.

 

7.  Hours of Work

 

(i)       Subject to subclause (iii) of this clause the ordinary hours of work will not exceed an average of thirty-eight per week where a weekly roster is observed or seventy-six per fortnight where a fortnightly roster is observed.  Such ordinary hours will be worked in five days on a weekly roster or in ten days on a fortnightly roster and within a margin of fourteen hours per day provided that in order to provide Domestic Service Officers with greater flexibility and to provide the Colleges with improved efficiency in rostering provisions;

 

(ii)      The margin for the ordinary hours of work on any one day will be 6.00am to 8.00pm.  The margin of hours will be calculated from the time of starting to the time of finishing and will include all time for meals.

 

(iii)     The actual ordinary hours worked by a full-time employee in any week may, by written agreement between the Supervisor and the employee, be averaged over a period of 4 weeks between the hours of 6.00am and 8.00pm provided that;

 

(iv)     The total ordinary hours worked in the 4-week period must not exceed 152 hours,

 

(v)       With the exception of Domestic Services Officer Grade 3 (Security) should the approved hours worked by employees be;

 

outside the margin for ordinary working hours of 6.00am to 8.00pm,

 

exceed 152 hours in any one four week period,

 

the provisions of the Crown Employees (Public Service Condition of Employment) Reviewed Award 2009 and any variation or replacement Award will apply with all overtime to be calculated on a stand alone daily basis.

 

(vi)     The ordinary hours as specified in subclause (i) of this clause will be arranged so that the hours worked on each day will include a proportion of one (1) hour (such proportion will be on the basis of 0.4 of one hour for each eight ordinary hours worked).

 

The proportion will accumulate to allow the employee to take one (1) rostered day off in each twenty day, four week cycle, paid for as though worked, with a maximum of twelve (12) days per annum.

 

By agreement of the Supervisor an employee may accumulate days to be taken at a time convenient to the operation of the college.  Such accumulation is not to exceed five (5) days.

 

(vii)    Where the day off provided under subclause (vi) of this clause is taken on a rostered basis, where practicable the day chosen will be one preceding or following the employee’s normal rostered day(s) off.  Another day will be substituted where a public holiday occurs on the rostered day off.

 

(viii)   An employee who has not worked, or is not regarded by reasons of subclause (ii) or (iii) of this clause as having worked, a complete four week cycle will receive pro-rata accrued entitlements in respect of the rostered day off.

 

(ix)     Each day of paid sick leave taken during any cycle of four weeks will be regarded as a day worked for accrual purposes in the particular twenty (20) day shift cycle.

 

(x)       Time towards a rostered day off as prescribed in subclauses (ii) and (iii) of this clause will not accrue whilst an employee is on the first four (4) weeks of recreation leave accrued each year.

 

(xi)     Where an employee is absent on extended leave and/or Worker’s Compensation during a cycle and returns prior to the end of that cycle, time absent during that cycle will count towards the accrual of time for the purpose of taking a rostered day off during that cycle.  An employee who is absent on extended leave and/or Worker’s Compensation for a full cycle will not be entitled to accumulate time towards a rostered day off during that cycle.

 

(xii)    Employees on an ordinary weekly or fortnightly roster will be granted two (2) days off duty each week.

 

(xiii)   Shift rosters may be changed on seven (7) days’ notice or at any time by mutual consent, or in exceptional circumstances on twelve (12) hours’ notice if rendered necessary by the absence of other employees from duty or shortage of staff, or other exceptional circumstances.

 

(xiv)   Part-time employees who work regular hours on a five day basis will be entitled, by mutual agreement between the Supervisor and the employee, to the benefit of the 38 hour week, 19 day month on a pro-rata basis.

 

(xv)     Casual employees will not be eligible to accumulate time in accordance with the provisions of this Award for a 38 hour week, 19 day month.

 

(xvi)   The starting and finishing times of employees will be as determined by the Supervisor following consultation with the Domestic Service employees to suit the needs of the College.

 

(xvii)  Employees cannot be required to work more than 5 hours in one continuous period without an unpaid meal break of at least 30 minutes.

 

(xviii) Rostered days off may accumulate and in the case of school/college locations may be scheduled during the appropriate vacation periods to suit the needs of the employer.  Dates for the taking of such accumulated leave will be agreed mutually between the employee and employer throughout the year.

 

(xix)   An employee who is required to work on their rostered day off will be paid in accordance with the provision of the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 and any variation or replacement Award.

 

8.  Allowances

 

The additional payments prescribed by this clause will not apply to time worked on Saturday and Sundays where allowances are payable in terms of clause 9, Work Performed on Weekends, of this Award or in the computation of overtime rates.

 

(a)       Qualification

 

A full-time employee, if in possession of the following qualifications, will be paid the following additional allowances specified hereunder from the beginning of the first pay period to commence on or after the first day of the month succeeding the date on which the final paper of the particular examination, at which he or she passed, was held, whichever will last occur:

 

Department of Technical and Further Education Commercial Cookery Trade Course Stage I; or

 

Qualification deemed by the Department to be equivalent will be paid per annum an amount as set out in Item 1 of Table 2 - Allowances of Part B, Monetary Rates.

 

Department of Technical and Further Education Commercial Cookery Trade Course Stage II and III; or

 

Qualifications deemed by the Department to be equivalent will be paid per annum an amount as set out in Item 2 of Table 2 - Allowances of Part B, Monetary Rates.

 

No allowance will be payable for relief, where necessary, where employees are on rostered leave arising from the 38 hour week, 19 day month.

 

(b)       Shifts

 

The following additional allowances for shift work will be paid to Domestic Service Officers Level 3 (Security) in respect of work performed during ordinary hours of shift as defined below:

 

Night Shift means any shift commencing after midnight and at or before 5.00am.

 

Afternoon Shift means any shift commencing after 6 pm and at or before midnight.

 

Early Morning Shift means any shift commencing after 5.00am and before 6.00 am.

 

Night Shift - non rotating means any shift system in which night shifts are worked which do not rotate or alternate with another shift so as to give the employee at least one third of the employees working time off night shift in each roster cycle.

 

Broken Shifts means the working of two or more shifts per day by an employee within the ordinary hours as specified in subclause (iii) of clause 7, Hours of work.

 

 

Percentage

 

 

Early Morning Shift

10

Afternoon Shift

15

Night Shift, rotating

17.5

Night Shift, non-rotating

30

 

(c)       Broken Shifts

 

Employees working a broken shift will be paid an additional amount per day for each day so worked as set out in Item 3 of Table 2 - Allowances of Part B, Monetary Rates.

 

Any employee receiving broken shift allowance pursuant to this subclause will not receive any other allowance provided for under subclause (b) of this clause.

 

9.  Work Performed on Weekends

 

Time worked on Saturday and Sundays, other than that worked as overtime, will be paid for at the rate of:

 

Saturday Work

time and one half

Sunday

double time

 

Provided that a shift in which the majority of hours are worked on a Saturday or Sunday will, for the purpose of this clause, be regarded as a Saturday or Sunday shift as the case may be.

 

10.  Leave

 

(i)       General leave conditions of employees under this Award will be regulated in accordance with the provisions contained within the Government Sector Employment Act 2013, the Government Sector Employment Regulation 2014, Government Sector Employment (General) Rules 2014 and the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 and any variation or replacement Award.

 

(ii)      When Colleges are in recess and it is necessary to stand down staff, employees employed in such colleges will be paid half ordinary pay for the period during which they have been stood down, provided that they have been continuously employed for the college term immediately preceding and for the college term immediately following the period of recess.

 

(iii)     During any period of annual leave taken by an employee that employee will be paid, in addition to his/her ordinary rate of pay prescribed in clause 3, Salaries, any amount in respect of shift penalties to which he/she would have become entitled had he/she not proceeded on annual leave.  Such shift penalties to be calculated in accordance with his/her roster or projected roster for the period of annual leave.

 

(iv)     Employees who are regularly rostered to perform rostered duty on Sundays and Public Holidays will be granted additional leave on the following basis:

 

Number of Ordinary Shifts Worked

 

on Sunday and/or Public Holidays

Additional Leave

 

 

4-10

1 additional days leave

11-17

2 additional days leave

18-24

3 additional days leave

25-31

4 additional days leave

32 or more

5 additional days leave

 

11.  Call Back

 

An employee required to attend the employer’s premises for any reason (including emergencies after hours) other than carrying out rostered duties will be entitled to claim leave in lieu on an hour for hour basis.

 

This leave in lieu accrued may accumulate and in the case of school/college locations may be scheduled during the appropriate vacation periods to suit the needs of the employer.  Dates for the taking of such accumulated leave will be agreed mutually between the employee and employer throughout the year.  All accumulated leave in lieu must be exhausted by the 30th January each year.

 

12.  Job Evaluation

 

(i)       Roles classified as Domestic Services Officers will be graded in accordance with the accredited Job Evaluation methodology agreed by the Department, Industrial Relations Secretary, Association and United Voice.

 

(ii)      The grading of Domestic Services roles will be carried out in consultation between the Department and Associations/Union using the Department’s Joint Consultative Committee. This Committee will be the forum for negotiation and consultation on the operation of the Department’s Job Evaluation methodology during the operation of this Award.

 

(iii)     Roles will be evaluated and graded from time to time in the following circumstances:

 

(a)       where the nature of an assignment is significantly changed, or a new role is created.

 

(b)      where a role falls vacant, the Department can determine whether it is necessary to evaluate and grade the role prior to advertising the vacancy.

 

(c)       at the request of any party to this Award provided that the role occupied by the member of staff has not been evaluated and graded for a minimum of twelve (12) months.

 

Where a member of staff’s role is evaluated as falling within a lower or higher grading than that to which the member of staff is presently assigned, then the Department:

 

(a)       will examine the feasibility of initiating work redesign changes to the role in order to seek to justify the role’s salary range at its existing grading level, or;

 

(b)      adhere to existing statutory and related Public Service policies on filling regraded roles if initiating action under paragraph (a) of this subclause is determined to be inconsistent with maintaining Department efficiency, or otherwise impracticable.

 

13.  Above Level Assignment Allowance

 

(i)       An employee who is assigned to an above level role and undertakes the whole of the duties and responsibilities of that role will be paid by allowance the difference between their present salary and the salary of which the employee would have been entitled to if assigned to that role on an ongoing basis.

 

(ii)      Where the employee does not assume the whole of the duties and responsibilities of the above level role the amount of any allowance paid will be determined by the Secretary or their delegate.

 

(iii)     No above level assignment allowance will be payable where less than 5 consecutive days relief is afforded.

 

Where absences of less than 5 days occur during a period of relief, as subclauses (i) and (ii) of this clause, the allowance is to be paid for those periods of absence.  However, if the period of relief is only for 5 days, during which there is a period of absence then the allowance is not payable.

 

An allowance will not be paid in respect of any period of leave exceeding 5 complete and consecutive working days, taken by the employee during any period of relief in another role.

 

14.  Public Service Holiday

 

(i)       The Public Service Holiday as prescribed by Clause 12(c) of the Government Sector Regulation 2014, will be a Public Service Holiday/Union Picnic Day for employees covered by this Award and will be in lieu of any other Picnic Day.

 

(ii)      All employees will, as far as practicable, be given and will take this day as the Public Service Holiday/Union Picnic Day and will be paid therefore as for eight hours’ work at the rate prescribed in clause 3, Salaries.  Any employee required to work on such day will be paid at the rate of double time and a half for not less than four hours work.  Provided that an employee who is required to work on the Public Service Holiday/Union Picnic Day and who fails to comply with such requirement will not be entitled to payment for the day.

 

15.  Deduction of Union Membership Fees

 

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

 

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

 

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

 

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

 

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

 

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

 

16.  Part-Time Employees

 

(i)       The maximum rates of pay for part-time employees will be the hourly equivalent of the ordinary rate of pay of the classification in which the employee is engaged for the actual number of hours worked, plus a loading of 15% in respect of an employee working not more than 21 hours per week, and 10% in respect of an employee working more than 21 hours but not more than 32 hours per week.

 

(ii)      Employees working more than 32 hours per week will be regarded as weekly employees.

 

(iii)     The hourly equivalent for the purpose of this clause will be based as 38 hours where a part-time employee is not accruing credits towards rostered days off but is paid only for hours worked.

 

(iv)     The hourly equivalent for the purpose of this clause will be based on 40 hours where a part-time employee is accruing credit for time worked towards rostered days off.

 

17.  Anti-Discrimination

 

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

 

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

 

(iii)     Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

(iv)     Nothing in this clause is to be taken to affect:

 

(a)       any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(b)      offering or providing junior rates of pay to persons under 21 years of age;

 

(c)       any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977;

 

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

 

(v)       This clause does not create legal rights or obligations in addition to those imposed upon the parties by legislation referred to in this clause.

 

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

 

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

 

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

 

18.  Area, Incidence and Duration

 

The employees regulated by this Award will be entitled to the conditions of employment as set out in this Award and, except where specifically varied by this Award, existing conditions are provided for under the Government Sector Employment Act 2013, Government Sector Employment Regulation 2014, Government Sector Employment (General) Rules 2014, Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 and the Crown Employees (Public Sector - Salaries 2021) Award or any Awards replacing these Awards.

 

This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Crown Employees (Department of Industry, Skills and Regional Development) Domestic Services Officers Award published 20 December 2019 (385 I.G. 867), as varied.

 

The changes made to the Award pursuant to the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for Review of Awards made by the Industrial Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take effect on and from 27 September 2021.

 

The Award remains in force until varied or rescinded, the period for which it was made having already expired.

 

PART B

 

MONETARY RATES

 

Table 1 - Salaries

 

Effective from the beginning of first pay period to commence on or after 1 July 2021

 

Domestic Services Officers

 

(A) Full Time (Old Classifications)

Annual Rate

Common

 

$

Salary Point

 

(2.04% increase from FFPP on or after 1 July 2021)

 

Level 1

Porter, Pantry Person, Store Person, Useful,

 

 

 

Steward, House Person, Kitchen Person

50,479

17

 

Boiler Attendant, Fourth Cook

 

 

 

General Services Officer Grade 1,

 

 

Level 2

Cook 1,2 & 3, Butcher, Kitchen Supervisor

 

 

 

General Services Officers Grade 2

54,049

23

 

General Services Officer Grade 3,

 

 

 

Security Officer Grade 1

 

 

Level 3

Security Officer Grade 2

57,920

31

 

Assistant House Supervisor

 

 

 

Security Officer Grade 3

 

 

Level 4

House Supervisor

65,160

44

Level 5

Manager Catering and Accommodation

83,506

70

 

(B)      Part-Time Hourly Rate Formulae

 

Annual Salary

x

1

=

1 hours pay

260.8929

 

38

 

 

 

(C)      Apprentice Cook - $ PW

 

1st Year

$535.60

2nd Year

$706.90

3rd Year

$874.40

4th Year

$1023.40

 

Table 2 - Other Rates and Allowances

 

Effective from the beginning of first pay period to commence on or after 1 July 2021

 

Item No.

Clause No.

Brief Description

Amount

 

 

 

$

1

8(a)

Qualification - Commercial Cookery Trade Course Stage I

940 p.a.

2

8(a)

Qualification - Commercial Cookery Trade Course Stage II and III

1,887 p.a.

3

8(c)

Broken Shift

15.87 per day

 

 

 

D. SLOAN, Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

 

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