Crown Employees (NSW Police Force (Nurses')) Award
2021
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW Police Force.
(Case No. 208441 of 2021)
Before Chief Commissioner Constant
|
29 July 2021
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Definitions
3. Rates of
Pay
4. Salary
Packaging Arrangements, including Salary Sacrifice to Superannuation
5. Hours of
Work
6. Overtime
7. Travelling
Time
8. Leave in Lieu
of Overtime
9. Part-Time
Employment
10. Casual
Employment
11. Public
Holidays
12. Annual
Leave
13. Leave
Generally
14. Introduction
of New Technology
15. Productivity
Measures
16. Clothing
Allowance
17. Disputes/Grievance
Settlement Procedures
18. Anti-Discrimination
19. Other
Conditions of Employment
20. No Extra
Claims
21. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Salaries
Table 2 – Allowances
2. Definitions
"Officer" means and includes all persons employed
by the NSW Police Force who as of 2 June 1998 were occupying a position of
nurse or who after that date were appointed to such a position.
"Clinical Nurse Consultant" means a registered
nurse appointed as such to a position approved by the Commissioner of Police
and who has had at least 5 years post-basic registration experience and who
has, in addition, approved post-basic nursing qualifications relevant to the
field in which they are appointed, or such other qualifications or experience
deemed appropriate by the Commissioner.
"Clinical Nurse Specialist" means a registered
nurse with specific post-basic qualifications and twelve months experience
working in the clinical area of the nurses specified post-basic qualification;
or
A minimum of four years post-basic registration experience,
including three years experience in the relevant
specialist field.
"Commissioner" means the Commissioner of Police in
New South Wales or any person acting in such position from time to time.
"Nurse" when used in the appropriate context may
refer to all classifications of nurses and includes registered nurse, Clinical
Nurse Consultant and Clinical Nurse Specialist.
"Association" means the New South Wales Nurses and
Midwives’ Association and the Australian Nursing and Midwifery Federation NSW
Branch (ANMF NSW Branch).
"Service" for the purpose of salaries as set out
in Table 1 - Salaries, of Part B, Monetary Rates, means service before or after
the commencement of this award in New South Wales or elsewhere as a registered
nurse.
Service deemed to be registered nurse service shall be as
set out in clause 3, Definitions, in the Public Health System Nurses’ &
Midwives’ (State) Award made on 30 June 2015 as varied.
"Team Leader" shall mean a registered nurse
appointed as such for a nominated period as specified by the employer. Only one
registered nurse shall be so appointed at any one location at any one time.
Team leaders shall carry out such supervisory and resource management duties as
are reasonably required and shall receive an allowance as set out in Item 1 of
Table 2 - Allowances, of Part B.
3. Rates of Pay
Subject to their classification nurses shall be paid per week
not less than the amounts prescribed in Table 1 - Salaries, of Part B, Monetary
Rates.
4. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
4.1 The entitlement to salary package in
accordance with this clause is available to:
(a) permanent full-time and part-time employees;
(b) temporary employees, subject to the NSW
Police Force’s convenience; and
(c) casual employees, subject to the NSW
Police Force’s convenience, and limited to salary sacrifice to superannuation
in accordance with subclause 4.7.
4.2 For the purposes of this clause:
(a) "salary" means the salary or
rate of pay prescribed for the employee's classification by clause 3, Rates of
Pay and Part B, of this Award, and any other payment that can be salary packaged
in accordance with Australian taxation law.
(b) "post compulsory deduction
salary" means the amount of salary available to be packaged after payroll
deductions required by legislation or order have been taken
into account. Such payroll deductions may include, but are not limited
to, taxes, compulsory superannuation payments, HECS payments, child support
payments, and judgement debtor/garnishee orders.
4.3 By mutual agreement with the Commissioner,
an employee may elect to package a part or all of their
post compulsory deduction salary in order to obtain:
(a) a benefit or benefits selected from those
approved by the Commissioner; and
(b) an amount equal to the difference between
the employee’s salary, and the amount specified by the Commissioner for the
benefit provided to or in respect of the employee in accordance with such
agreement.
4.4 An election to salary package must be made
prior to the commencement of the period of service to which the earnings
relate.
4.5 The agreement shall be known as a Salary
Packaging Agreement.
4.6 Except in accordance with subclause (vii),
a Salary Packaging Agreement shall be recorded in writing and shall be for a period of time as mutually agreed between the employee and
the Commissioner at the time of signing the Salary Packaging Agreement.
4.7 When an employee makes an election to
sacrifice a part or all of their post compulsory
deduction salary as additional employer superannuation contributions, the
employee may elect to have the amount sacrificed:
(a) paid into the superannuation fund
established under the First State
Superannuation Act 1992; or
(b) where the employer is making compulsory
employer superannuation contributions to another complying superannuation fund,
paid into the same complying fund; or
(c) subject to the Department or agency's
agreement, paid into another complying superannuation fund.
4.8 Where the employee makes an election to
salary sacrifice, the NSW Police Force shall pay the amount of post compulsory
deduction salary, the subject of election, to the relevant superannuation fund.
4.9 Where the employee makes an election to
salary package and where the employee is a member of a superannuation scheme
established under the:
(a) Police
Regulation (Superannuation) Act 1906;
(b) Superannuation
Act 1916;
(c) State
Authorities Superannuation Act 1987; or
(d) State
Authorities Non-contributory Superannuation Act 1987,
the NSW Police
Force must ensure that the employee’s superable salary for the purposes of the
above Acts, as notified to the SAS Trustee Corporation, is calculated as if the
Salary Packaging Agreement had not been entered into.
4.10 Where the employee makes an election to
salary package, and where the employee is a member of a superannuation fund
other than a fund established under legislation listed in subclause 4.9 of this
clause, the NSW Police Force must continue to base contributions to that fund
on the salary payable as if the Salary Packaging Agreement had not been entered into. This clause applies even though the
superannuation contributions made by the NSW Police Force may be in excess of superannuation guarantee requirements after the
wage packaging is implemented.
4.11 Where the employee makes an election to
salary package:
(a) subject to Australian Taxation law, the
amount of salary packaged will reduce the salary subject to appropriate PAYG
taxation deductions by the amount packaged; and
(b) any allowance, penalty rate, payment for unused
leave entitlements, weekly worker’s compensation or other payment, other than
any payments for leave taken in service, to which an employee is entitled under
this Award or any applicable Award, Act or statute which is expressed to be
determined by reference to the employee’s rate of pay, shall be calculated by
reference to the rate of pay which would have applied to the employee under
clause 3, Rates of Pay and Part B, of this Award if the Salary Packaging
Agreement had not been entered into.
4.12 The Commissioner may vary the range and type
of benefits available from time to time following
discussion with the Association. Such variations shall apply to any existing or
future Salary Packaging Agreement from date of such variation.
4.13 The Commissioner will determine from time to
time the value of the benefits provided following discussion with the
Association. Such variations shall apply to any existing or future Salary
Packaging Agreement from the date of such variation. In this circumstance, the employee may elect
to terminate the Wage Packaging Agreement.
5. Hours of Work
5.1 The ordinary hours of work shall be as
follows:
a. For nurses employed after 1 July 1996
the ordinary hours shall be 152 hours per 28 days to be worked on a maximum of
19 days in any such period.
b. For nurses employed as at 1 July 1996 the ordinary hours shall, by historical
concession of the employer, continue to be 140 hours per 28 days.
5.2 Ordinary hours shall be worked between the
hours of 8.00 am and 6.30 pm, Monday to Sunday inclusive, and shall not exceed
10 hours on any one shift.
5.3 Except by mutual agreement an employee
shall not work more than 7 consecutive shifts, and days off shall consist of
two or more consecutive days.
5.4 Employees required to work on a Saturday
or Sunday shall be paid the following percentages in addition to the ordinary
rate for such shift:
Saturday 50%
Sunday 75%
5.5 Ordinary hours rostered on a Saturday or
Sunday shall be for a minimum shift length of 6 hours.
5.6 A nurse attending a country police centre
may, due to the police rostering arrangements, be required to commence ordinary
hours of work at a time before 8.00am but not before 6.00am, provided that the
nurse does not have to travel to the centre on that day before commencing duty.
5.7 A nurse shall not be required to work for
more than 5 hours without a meal break of not less than 30 minutes and not more
than 60 minutes. Any time approved to be worked during such break shall count
as working time and, unless the employee is permitted to finish duty early on
the same shift, then such time shall be paid for at overtime rates.
5.8 Where a nurse is required to remain on
call for duty during a meal break, the nurse shall be paid an allowance as set
out in Item 2 of Table 2 - Allowances, of Part B, Monetary Rates.
6. Overtime
6.1 Subject to 6.2 an employer may require an
employee to work reasonable overtime at overtime rates.
6.2 An employee may refuse to work overtime in
circumstances where the working of such overtime would result in the employee
working hours which are unreasonable. What is unreasonable or otherwise will be
determined having regard to:
a. any risk to employee health and safety;
b. the employee’s personal circumstances
including any family and carer responsibilities;
c. the needs of the workplace or enterprise;
d. the notice (if any) given by the
employer of the overtime and by the employee of his or her intention to refuse
it; and
e. any other relevant matter.
except as
provided for in subclause 6.4 of this clause:
6.3 All time
approved to be worked in excess of the rostered daily
hours of work shall be overtime and be paid for at time and a half for the
first two hours and double time thereafter. Provided that overtime worked on
Sundays shall be paid for at the rate of double time and on a public holiday at
the rate of double time and a half. Each shift shall stand alone.
6.4 For officers whose ordinary hours of work
are prescribed by paragraph (b) of subclause 5.1 of clause 5, Hours of Work,
overtime does not become payable until the officer works in excess of 152 hours
in any 28 day roster period.
Notwithstanding
that, such officers shall normally be rostered on the basis of an average of 35
hours per week (140 hours each 28-day roster period), and
shall only be required to work in excess of those hours in situations of an
emergent nature or otherwise unavoidable circumstances.
7. Travelling Time
7.1 The parties agree that any travelling or
waiting time properly and necessarily incurred by officers in the performance
of their duty, in accordance with the provisions of the Crown Employees (NSW
Police Administrative Officers and Temporary Employees Conditions of
Employment) Award 2009, shall be compensated by time off in lieu.
7.2 Travelling time and waiting time shall not
accrue to officers employed in accordance with paragraph (b) of subclause 5.1
of clause 5, Hours of Work, until the officer has worked, travelled or waited
(in accordance with the provisions of clause 29, Excess Travelling Time, and
clause 30, Waiting Time, of the Crown Employees (NSW Police Administrative
Officers and Temporary Employees Conditions of Employment) Award 2009, in
excess of 152 hours in any 28-day roster period.
8. Leave in Lieu of Overtime
8.1 An officer who, with the approval of the
NSW Police Force, works overtime may elect to take leave in lieu of payment for
all or part of the entitlement in respect of the time so worked. Such leave in
lieu shall accrue at the rates specified for overtime.
Provided that:
a. Where the officer elects to receive
leave in lieu of payment such leave in lieu shall be taken at a time mutually
agreed between the officer and the NSW Police Force.
b. Such leave in lieu shall be taken in
multiples of a quarter day only.
c. Subject to the convenience of NSW Police
Force leave in lieu shall be taken within 3 months of the date of accrual,
except in the case of leave in lieu in respect of work
performed on a public holiday, in which case an officer may elect to have such
leave in lieu added to annual leave.
d. An officer shall be entitled to payment
for the balance of any overtime entitlement not taken as leave in lieu.
9. Part-Time Employment
9.1 A part-time officer is one who is engaged
to work a specified number of hours which are less than those prescribed for a
full-time officer.
9.2 A part-time officer shall be paid an
hourly rate calculated on the basis of one
thirty-eighth of the appropriate rate prescribed in Table 1 - Salaries, of Part
B, Monetary Rates, and one thirty-eighth of the amount as set out in Item 3 of
Table 2 - Allowances, of the said Part B.
9.3 Annual leave and sick leave entitlements
shall be calculated on a pro-rata basis of the average weekly ordinary hours
worked over the 12 months qualifying period.
9.4 Overtime shall apply only to hours
approved to be worked in excess of the ordinary full-time
hours for full-time officers in that section on any one day and to all hours
approved to be worked in excess of 38 hours in any one week.
9.5 Officers engaged under this clause shall
be entitled to all other benefits of this award in the same proportion as their
ordinary hours of work bear to full-time hours.
10. Casual Employment
10.1 The parties agree that officers may be
employed on a casual basis to suit the needs of the NSW Police Force.
10.2 The hourly rate for a casual officer shall
be calculated on the following basis:
appropriate weekly
rate
|
|
+ 10%
|
38
|
|
|
10.3 A casual officer shall in addition be paid a
loading of 1/12th for all ordinary hours worked in lieu of annual leave.
10.4 A minimum payment of 3 hours shall be made
for each engagement.
10.5 A casual officer shall be paid for all hours
worked and consistent with the provisions of subclause 10.3 of this clause,
shall not accrue an entitlement to annual leave.
10.6 Casual officers shall be entitled to pro
rata payment, based on the hours worked, of the clothing allowance as set out
in Item 3 of Table 2 - Allowances, of Part B, Monetary Rates.
10.7 Casual officers are entitled to unpaid
parental leave under Chapter 2, Part 4, Division 1, section 54, Entitlement to
Unpaid Parental Leave, in accordance with the Industrial Relations Act 1996. The following provisions shall also
apply in addition to those set out in the Industrial
Relations Act 1996 (NSW).
The
Commissioner must not fail to re-engage a regular casual officer (see section
53(2) of the Act) because:
(a) the officer or officer's spouse is
pregnant; or
(b) the officer is or has been immediately
absent on parental leave.
The rights of
the Commissioner in relation to engagement and re-engagement of casual officers
are not affected, other than in accordance with this clause.
10.8 Personal Carers Entitlement for Casual
Officers
(a) Casual officers are entitled to not be
available to attend work, or to leave work if they need to care for a family
member who is sick and requires care and support, or who requires care due to an unexpected emergency, or the birth of a child. This
entitlement is subject to the evidentiary requirements set out below in (d),
and the notice requirements set out in (b).
(b) The Commissioner and the casual officer
shall agree on the period for which the officer will be entitled to not be
available to attend work. In the absence of agreement, the officer is entitled
to not be available to attend work for up to 48 hours (i.e.
two days) per occasion. The casual officer is not entitled to any payment for
the period of non-attendance.
(c) The Commissioner must not fail to
re-engage a casual officer because the officer accessed the entitlements
provided for in this clause. The rights of the Commissioner to engage or not to
engage a casual officer are otherwise not affected.
(d) The casual officer shall, if required,
(i) establish either by production of a
medical certificate or statutory declaration, the illness of the person
concerned and that the illness is such as to require care by another person, or
(ii) establish by production of documentation
acceptable to the Commissioner or a statutory declaration, the nature of the
emergency and that such emergency resulted in the person concerned requiring
care by the officer.
In normal
circumstances, a casual officer must not take carer's leave under this
subclause where another person had taken leave to care for the same person.
10.9 Bereavement entitlements for casual officer
(a) Casual officers are entitled to not be
available to attend work, or to leave work upon the death in Australia of a
family member on production of satisfactory evidence.
(b) The Commissioner and the casual officer
shall agree on the period for which the officer will be entitled to not be
available to attend work. In the absence of agreement, the officer is entitled
to not be available to attend work for up to 48 hours (i.e.
two days) per occasion. The casual officer is not entitled to any payment for
the period of non-attendance.
(c) The Commissioner must not fail to
re-engage a casual officer because the officer accessed the entitlements
provided for in this clause. The rights of the Commissioner to engage or not to
engage a casual officer are otherwise not affected.
11. Public Holidays
11.1 Public holidays shall be allowed to
full-time officers on full pay and to part-time officers on full pay (i.e.,
their normal rate of pay for each day) if normally rostered on duty on such
day. An employee who is required to and does work ordinary hours on a public
holiday shall be paid for the time actually worked at the rate of time and
one-half in addition to the officers ordinary salary
rate.
11.2 Such payment shall be in lieu of any
additional rate for shift work or weekend work which would otherwise be payable
had the day not been a public holiday.
12. Annual Leave
12.1 Officers shall be entitled to four weeks
annual leave on full pay at the completion of each 12 months service.
12.2 In addition to the leave prescribed in
subclause 12.1, of this clause, officers who work their
ordinary hours on Sundays and/or public holidays are entitled to receive
additional annual leave as follows:
Number of ordinary
shifts worked on Sundays and/or Public holidays
during
|
Annual Leave
|
the qualifying
period of employment for annual leave Additional purposes
|
|
|
|
4 to 10 days
|
1 day
|
11 to 17 days
|
2 days
|
18 to 24 days
|
3 days
|
25 to 31 days
|
4 days
|
32 or more days
|
5 days
|
Provided that an
officer may elect to be paid when proceeding on annual leave an amount
equivalent to the value of the officers additional
leave entitlement in lieu of taking the additional annual leave. Such election
is to be made in writing by the officer at the commencement of each leave year
and is irrevocable during the currency of that year of employment.
12.3 As a general principle, annual leave will be
applied for in advance and be taken in periods of a full week only. Whilst this
general principle will apply, officers may in emergency circumstances apply in
advance for leave of a lesser period than a week. Such applications may be
approved at the discretion of the officer in charge.
12.4 Consistent with the Personnel Handbook of
the NSW Public Service, the parties agree that a block of two weeks recreation
leave shall be taken each year unless insufficient paid leave is available.
12.5 Where in emergency circumstances, officers
are granted leave for a period of less than 1 week, 95 per cent of the actual
rostered hours shall be deducted from the annual leave entitlement for each
working day absent, for officers working an average of 38 hours per week over a
roster period, and 7 hours for officers working 35 hours per week average over
a roster period. Officers shall be credited with 100 per cent of the rostered
working hours for each day of leave taken under this subclause.
13. Leave Generally
13.1 Any form of leave, with the exception of
annual leave taken in accordance with subclause 12.5 of clause 12, Annual
Leave, taken for a full day on any day which would otherwise be a day upon
which work was directed shall be counted as 1/5 of the appropriate weekly hours
for the purpose of accruing hours towards the 152 hours or 140 hours of
ordinary working time in any 28-day roster period prescribed within subclause
6.1 of clause 6, Overtime. Any short-fall in hours
worked caused by the application of this subclause shall be made up at a
mutually convenient time in either the current or the next roster period.
13.2 Days on which public holidays fall which
would otherwise be a directed day of work shall be counted as 1/5 of the
appropriate weekly hours prescribed within subclause 5.1 of clause 5, Hours of
Work.
13.3 Where this award is silent, the provisions
of the Crown Employees (NSW Police Administrative Officers and Temporary
Employees Conditions of Employment) Award 2009 will apply.
14. Introduction of New Technology
The parties agree to co-operate fully in the implementation
and/or trialling of new technology which may become available to facilitate the
work of officers.
15. Productivity Measures
15.1 Nursing staff will review nursing
documentation to ensure that the documentation meets current NSW Police Force
needs and that documentation is maintained at a satisfactory level.
15.2 Nursing staff will review nursing protocols
to ensure that they are in line with current nursing practice and appropriate
to the needs of NSW Police Force.
15.3 Nursing staff will review purchasing
procedures in conjunction with the Department Head to ensure a minimal degree
of wastage.
16. Clothing Allowance
Officers shall no longer be required to wear a uniform. In
lieu of a uniform allowance, officers shall receive a clothing allowance per
week as set out in Item 3 of Table 2 - Allowances, of Part B, Monetary Rates.
17. Disputes/Grievance Settlement Procedure
17.1 The whole concept of a dispute settlement
procedure is to resolve disputation at the level as close as possible to the
source of disputation.
17.2 This procedure has been adopted to promote
full and open consultation at each step of the process in an
effort to promote and preserve harmonious industrial relations.
17.3 Throughout each stage parties involved
should ensure that the relevant facts are clearly identified and documented.
Parties should also be committed to following the procedure with as much
timeliness as possible.
17.4 The resolution of or settlement of disputes
and/or individual grievances of officers arising throughout the life of this
award shall be dealt with in the manner prescribed hereunder:
(a) Where a dispute/grievance arises at a particular work location discussions, including the remedy
sought, shall be held as soon as possible, and in any event within two working
days of such notification, between the officer concerned and the immediate
supervising officer, or other appropriate officer in the case of a grievance.
(b) Failing resolution of the issue, further
discussions shall take place as soon as possible, and in any event within two
working days of such failure, between the individual employee(s) and at their
request the local Association delegate or workplace representative and the
supervising officer.
(c) If the dispute is not resolved at that
stage the matter is to be referred to the Employee Relations Unit of the NSW
Police Force, who will assume responsibility for liaising with Senior Executive
Members of the NSW Police Force and the Association and advise of the final
position of the Commissioner of Police, including reasons for not implementing
the remedy sought.
(d) The matter will only be referred to the
Industrial Relations Commission if:
(i) The final decision of the Commissioner of
Police does not resolve the dispute/grievance; or
(ii) The final position of the Commissioner of
Police is not given within five working days from the date of referral of the
matter to the Employee Relations Unit, or other agreed time frame.
17.5 At no stage during a dispute that
specifically relates to this Award may any stoppage of work occur
or any form of ban or limitation be imposed.
17.6 In cases where a dispute is premised on an
issue of safety, consultation between the New South Wales Nurses Association
and the Employee Relations Unit should be expedited. The status quo shall
remain until the matter is resolved.
18. Anti-Discrimination
18.1 It is the intention of the parties bound by
this award to seek to achieve the object in Section 3(f) of the Industrial Relations Act 1996 to prevent
and eliminate discrimination in the workplace. This includes discrimination on
the grounds of race, sex, marital status, disability, homosexuality,
transgender identity and age.
18.2 It follows that in fulfilling their
obligations under the dispute resolution procedure prescribed by this award the
parties have obligations to take all reasonable steps to ensure that the
operation of the provisions of this award are not directly or indirectly
discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its term or operation, has a direct or indirect
discriminatory effect.
18.3 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.
18.4 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.
18.5 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.
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 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."
19. Other Conditions of Employment
Where this award is silent the provisions of the Crown
Employees (NSW Police Administrative Officers and Temporary Employees
Conditions of Employment) Award 2009 will apply.
20. No Extra Claims
Other than as provided for in the Industrial Relations Act 1996 and the Industrial Relations (Public
Sector Conditions of Employment) Regulation 2014, there shall be no further
claims/demands or proceedings instituted before the Industrial Relations
Commission of New South Wales for extra or reduced wages, salaries, rates of
pay, allowances or conditions of employment with respect to the employees
covered by the Award that take effect prior to 30 June 2022 by a party to this Award.
21. Area, Incidence and Duration
21.1 This Award shall apply to Nurses employed by
NSW Police Force.
21.2 This Award shall operate from 1 July 2021, and shall remain in force until 30 June 2022.
Remuneration increases will occur from the beginning of the first full pay
period to commence on or after 1 July 2021 as shown in Column B in Tables 1 and
2 below.
21.3 This Award rescinds and replaces the Crown
Employees (NSW Police Force (Nurses’)) Award 2019, published 25 October 2019
(385 I.G. 323), as varied.
21.4 This Award remains in force until varied or
rescinded for the period for which it was made.
Part B
MONETARY RATES
Table 1 – Salaries
|
Column
A
|
Column
B
|
Column
C
|
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2019
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2020
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2021
|
|
2.5%
|
0.3%
|
2.04%
|
Registered Nurse
|
$
|
$
|
$
|
1st Year
|
$1,176.20
|
$1,179.70
|
$1,203.80
|
2nd Year
|
$1,240.90
|
$1,244.60
|
$1,270.00
|
3rd Year
|
$1,304.80
|
$1,308.70
|
$1,335.40
|
4th Year
|
$1,373.30
|
$1,377.40
|
$1,405.50
|
5th Year
|
$1,441.70
|
$1,446.00
|
$1,475.50
|
6th Year
|
$1,508.70
|
$1,513.20
|
$1,544.10
|
7th Year
|
$1,586.40
|
$1,591.20
|
$1,623.70
|
8th Year
|
$1,652.40
|
$1,657.40
|
$1,691.20
|
|
|
|
|
Clinical Nurse
Specialist
|
|
|
|
1st Year and thereafter
|
$1,720.00
|
$1,725.20
|
$1,760.40
|
|
|
|
|
Clinical Nurse
Consultant
|
|
|
|
1st Year and thereafter
|
$2,114.70
|
$2,121.00
|
$2,164.30
|
Incremental Progression - The payment of an increment is subject
to the satisfactory conduct of and the satisfactory performance of duties by
the officer, as determined by the Commissioner of Police.
Table 2 –
Allowances
Item
No
|
Clause
No
|
Description
|
This
rate applied from the beginning of
the
first full pay period that commenced
on
or after 1.7.2019
|
This
rate applied from the beginning of
the
first full pay period that commenced
on
or after 1.7.2020
|
This
rate applied from the beginning of
the
first full pay period that commenced
on
or after 1.7.2021
|
|
|
|
2.5%
|
0.3%
|
2.04%
|
1
|
2 Definitions
|
Team leader allowance per shift
|
$28.95
|
$29.05
|
$29.65
|
2
|
5.7 Hours of Work
|
On-call allowance during a meal break
|
$14.47
|
$14.51
|
$14.81
|
3
|
16 Clothing Allowance
|
Clothing allowance per week
|
$7.50
|
$7.50
|
$7.50
|
N. CONSTANT, Chief Commissioner
____________________
Printed by
the authority of the Industrial Registrar.