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New South Wales Industrial Relations Commission
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Crown Employees (Medical Officers) Award 2022
  
Date09/08/2022
Volume392
Part7
Page No.836
DescriptionAIRC - Award of Industrial Relations Commission
Publication No.C9502
CategoryAward
Award Code 1813  
Date Posted09/09/2022

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(1813)

SERIAL C9502

 

Crown Employees (Medical Officers) Award 2022

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by NSW Ministry of Health.

 

(Case No. 198179 of 2022)

 

Before Commissioner Murphy

15 July 2022

 

AWARD

 

Arrangement

 

Clause No.        Subject Matter

 

PART A

 

General

 

1.        Title

2.        Parties

3.        Definitions

4.        Anti-Discrimination

5.        No Further Claims

6.        Area, Incidence and Duration

 

PART B

 

NSW POLICE MEDICAL OFFICERS - CLINICAL FORENSIC MEDICINE

 

7.        Salaries and Progression

8.        Other Conditions of Employment

9.        Salary Packaging Arrangements, including Salary Sacrifice to Superannuation

10.      Grievance and Dispute Settlement Procedure

11.      Redundancy

 

PART C

 

HEALTH CARE COMPLAINTS COMMISSION - MEDICAL ADVISERS

 

12.      Salaries and Progression

13.      Salary Packaging Arrangements, including Salary Sacrifice to Superannuation

14.      Employment Arrangements

15.      Grievance and Dispute Settlement Procedure

 

PART D

 

MONETARY RATES

 

Table 1 - Salaries

Table 2 - Salaries

 

PART A

 

General

 

1.  Title

 

This award shall be known the Crown Employees (Medical Officers) Award 2022.

 

2.  Parties

 

This award is made between the Industrial Relations Secretary, NSW Police Force, the Health Care Complaints Commission, and the Australian Salaried Medical Officers' Union (New South Wales).

 

3.  Definitions

 

"Award" means Crown Employees (Medical Officers) Award 2022.

 

"Agency" or "Department" in Part C of this Award means the Office of the Health Care Complaints Commission ("HCCC").

 

"Agency Head" in Part C of this Award means the Commissioner of the Office of the Health Care Complaints Commission ("HCCC").

 

"Commissioner" in Part B of this Award means the Commissioner of Police in New South Wales, or any person duly appointed to act is such position from time to time.

 

"Union" means the Australian Salaried Medical Officers' Union (New South Wales).

 

"Head, Clinical Forensic Medicine Section" in Part D of this Award shall be a person qualified to be a Police (Forensic) Medical Officer appointed on the basis of merit selection on the occurrence of a vacancy as the clinical and administrative Head of the Clinical Forensic Medicine Section.

 

"Higher Qualification" in Part B of this Award means any such qualification obtained by a Police (Forensic) Medical Officer subsequent to graduation which is recognised as a higher qualification by the employer for the purposes of qualifying an employee for access to the higher qualification allowance applicable under subclause 7.3 of clause 7, Salaries and Progression. This may include:

 

(a)       post-graduate university degrees and diplomas recognised by the Medical Council of New South Wales as qualification; or

 

(b)       membership or fellowship of the Royal College or Royal Australasian College of Physicians; or

 

(c)       such other post-graduate qualification obtained by examination and recognised by the Medical Council of New South Wales, including fellowship of the Royal Australian College of General Practitioners.

 

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

 

"Medical Adviser" in Part C of this Award means and includes all persons employed as a Medical Adviser by the HCCC whether employed on a full time or part time basis.

 

"NSW Police Force" means New South Wales Police Force established by the Police Act 1990, (NSW).

 

"Police (Forensic) Medical Officer" in Part B of this Award means a non-executive administrative officer within the terms of the Police Act 1990, who is a person licensed or registered by the Australian Health Practitioner Regulation Agency.

 

"Officer" in Part B of this Award means a Police (Forensic) Medical Officer, as defined.

 

4.  Anti-Discrimination

 

4.1      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, age and responsibility as a carer.

 

4.2      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 terms or operation, has a direct or indirect discriminatory effect.

 

4.3      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.

 

4.4      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.

 

4.5      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.

 

5.  No Further 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 NSW Industrial Relations Commission 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 2024 by a party to this Award.

 

The terms of the preceding paragraph do not prevent the parties from taking any proceedings with respect to the interpretation, application or enforcement of existing award provisions.

 

6.  Area, Incidence and Duration

 

6.1      This award rescinds and replaces the Crown Employees (Medical Officers) Award 2021 published on 13 August 2021 (390 IG 1).

 

6.2      This award shall continue to apply to officers employed within the Clinical Forensic Medicine section of the NSW Police as at 5 August 1996 or to persons who are subsequently employed within the Clinical Forensic Medicine Section.

 

Except where inconsistent with this award, the provisions of any other existing determinations or awards will continue to apply.

 

6.3      This Award will take effect from 1 July 2022. The Award will remain in force for the period to 30 June 2024 or until varied or rescinded in accordance with the provisions of Industrial Relations Act 1996.

 

PART B

 

NSW POLICE - MEDICAL OFFICERS - CLINICAL FORENSIC MEDICINE

 

7.  Salaries and Progression

 

7.1      The salaries set out in Table 1, of Part D of this award shall have effect from the date contained therein.

 

Police (Forensic) Medical Officer, Grade 1 shall be a medical practitioner with a minimum four years post-graduation experience. Such officers shall undertake a training period supervised by a suitable experienced and qualified Police (Forensic) Medical Officer, Grade 3 (or, in the event that no such officers are employed, a Police (Forensic) Medical Officer, Grade 2) until such time as the Police (Forensic) Medical Officer, Grade 1, is accepted as an expert in the practice of Clinical Forensic Medicine. The period of training and supervision will be not less than six months.

 

Police (Forensic) Medical Officer, Grade 2 shall be a medical practitioner accepted as an expert in the practice of Clinical Forensic Medicine.

 

Police (Forensic) Medical Officer, Grade 3 shall be a medical practitioner who has served a minimum of three years as a Police (Forensic) Medical Officer, Grade 2 and who is accepted as an expert in the practice of Clinical Forensic Medicine, and who:

 

(a)       has attained the necessary experience and skills to supervise and train, as appropriate, Police (Forensic) Medical Officer, Grade 1; and

 

(b)      has attained the necessary experience and skills to plan, review and implement training courses, as appropriate, in relevant practice areas including, but not limited to, safe custody care, breath analysis and drugs training.

 

7.2      Nature of Salaries - The parties recognise that the rates of pay prescribed in subclause 7.1 of this clause contain a component which takes into account all the incidents of employment, including the need to be on-call, call-outs, overtime, travelling time and waiting time, and including the expenses incurred in taking telephone calls at the Officer's residence.

 

7.3      Higher Qualification Allowance - The salaries prescribed in subclause 7.1 of this clause for the classifications only of Police (Forensic) Medical Officer, Grade 1, Grade 2 and Grade 3, shall be increased by the amount of $2500 per annum, for any Officer who holds a higher qualification as defined which, in the opinion of the Commissioner of Police, is an appropriate higher qualification with respect to the practice of Clinical Forensic Medicine as carried out in the NSW Police.

 

7.4      Progression - Progression Between Grades- Progression between the grades of Police (Forensic) Medical Officer will be determined by a representative committee comprised of representatives from the following organisations, or their successors from time to time, or class of persons:

 

Two persons representing the Commissioner of Police;

 

Head of the Clinical Forensic Medicine Section;

 

One person from the Institute of Forensic Medicine;

 

One person from the Office of the NSW Director of Public Prosecutions;

 

A Police Prosecutor with a minimum of ten years standing as a Police Prosecutor;

 

One person from the Union;

 

One person from an Area Health Service.

 

Such progression shall also be subject to the Commissioner certifying that the conduct and services of the officer are satisfactory.

 

7.5      The parties agree that the productivity provisions contained within the document known as the Cooperative Negotiation Agenda which was agreed between the Public Service Association and the Public Employment Office and other employers to the Crown Employees (Public Sector Salaries) Award, shall apply to the parties to this award to the extent reasonably appropriate.

 

8.  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 as amended from time to time will apply.

 

9.  Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation

 

(i)       The entitlement to salary package in accordance with this clause is available to:

 

(a)       permanent full-time and part-time officers;

 

(b)      temporary officers, subject to New South Wales Police Force convenience; and

 

(c)       casual officers, subject to New South Wales Police Force convenience, and limited to salary sacrifice to superannuation in accordance with subclause (vii).

 

(ii)      For the purposes of this clause:

 

(a)       "salary" means the salary or rate of pay prescribed for the officer's classification by clause 7, Salaries and Progression, Part D 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.

 

(iii)     By mutual agreement with the Commissioner, an officer 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 officer's salary, and the amount specified by the Commissioner for the benefit provided to or in respect of the officer in accordance with such agreement.

 

(iv)     An election to salary package must be made prior to the commencement of the period of service to which the earnings relate.

 

(v)       The agreement shall be known as a Salary Packaging Agreement.

 

(vi)     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 officer and the Commissioner at the time of signing the Salary Packaging Agreement.

 

(vii)    Where an officer makes an election to sacrifice a part or all of their post compulsory deduction salary as additional employer superannuation contributions, the officer 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 New South Wales Police Force agreement, paid into another complying superannuation fund.

 

(viii)   Where the officer makes an election to salary sacrifice, the employer shall pay the amount of post compulsory deduction salary, the subject of election, to the relevant superannuation fund.

 

(ix)     Where the officer makes an election to salary package and where the officer 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,

 

New South Wales Police Force must ensure that the officer'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.

 

(x)       Where the officer makes an election to salary package, and where the officer is a member of a superannuation fund other than a fund established under legislation listed in subclause (ix) of this clause, New South Wales 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 New South Wales Police Force may be in excess of superannuation guarantee requirements after the salary packaging is implemented.

 

(xi)     Where the officer 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 officer is entitled under this Award or any applicable Award, Act or statute which is expressed to be determined by reference to the officer's rate of pay, shall be calculated by reference to the rate of pay which would have applied to the officer under clause 7, Salaries and Progression, or Part D of this Award if the Salary Packaging Agreement had not been entered into.

 

(xii)    New South Wales Police Force may vary the range and type of benefits available from time to time following discussion with the Union. Such variations shall apply to any existing or future Salary Packaging Agreement from date of such variation.

 

(xiii)   New South Wales Police Force will determine from time to time the value of the benefits provided following discussion with the Union. Such variations shall apply to any existing or future Salary Packaging Agreement from the date of such variation. In this circumstance, the officer may elect to terminate the Salary Packaging Agreement.

 

10.  Grievance and Dispute Settlement Procedure

 

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:

 

(i)       Where a dispute/grievance arises 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(s) concerned and the immediate supervising officer, or other appropriate officer in the case of a grievance.

 

(ii)      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 officer(s) and, at their request, the local Union delegate or workplace representative and the relevant Commander.

 

(iii)     If the dispute/grievance remains unresolved the officer(s), local delegate or workplace representative or the relevant Commander may refer the matter to the HR Manager, Office of the Deputy Commissioner, Specialist Operations, for discussion. Those discussions should take place as soon as possible and in any event within two working days of such referral.

 

(iv)     If the dispute is not resolved at that stage, the matter is to be referred to the Workforce Relations Unit of the NSW Police Force who will assume responsibility for liaising with Senior Executive Members of the Service and the Union and advise of the final position of the Commissioner of Police, including reasons for not implementing the remedy sought.

 

(v)       During the process outlined above, the status quo will be maintained.

 

The matter will only be referred to the Industrial Relations Commission of New South Wales if:

 

(a)       the final decision of the Commissioner of Police does not resolve the dispute/grievance; or

 

(b)      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 Workforce Relations Unit, or other agreed time frame.

 

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.

 

Safety Issues - Procedures - In cases where a dispute is premised on an issue of safety, consultation between the Union and the Industrial Relations Directorate should be expedited. The status quo shall remain until such matter is resolved.

 

General - The whole concept of a dispute settlement procedure is to resolve disputation at the level as close as possible to the source of disputation.

 

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.

 

Throughout each stage, parties involved should ensure that the relevant facts are clearly identified and documented and that the procedures are followed promptly.

 

11.  Redundancy

 

The provisions of Premier’s Memorandum 2011-11, as amended from time to time, shall apply.

 

PART c

 

HEALTH CARE COMPLAINTS COMMISSION - MEDICAL ADVISERS

 

12.  Salaries and Progression

 

12.1    Hourly rates of pay for Medical Advisers employed by HCCC are as provided in Table 2 - Salaries, of Part D, Monetary Rates and are effective from the first full pay period on or after 1 July 2022.

 

12.2    The hourly rate is payable for all time worked in accordance with clause 14.

 

12.3    Payment of Overtime - additional compensation for overtime and on-call or recall duty is not payable under this Award.

 

12.4    Progression to a higher level is subject to 12 months satisfactory conduct, performance and attendance and the approval of the Agency Head.

 

13.  Salary Packaging Arrangements, Including Salary Sacrifice to Superannuation

 

13.1    The entitlement to salary package in accordance with this clause is available to:

 

(a)       ongoing full-time and part-time employees;

 

(b)      temporary employees, subject to the Department or agency’s convenience; and

 

(c)       casual employees, subject to the Department or agency’s convenience, and limited to salary sacrifice to superannuation in accordance with subclause 13.7

 

13.2    For the purposes of this clause:

 

(a)       "salary" means the salary or rate of pay prescribed for the employee's classification by clause 12, Salaries and Progression, and outlined in Part D, 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.

 

13.3    By mutual agreement with the Secretary, 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 Secretary; and

 

(b)      an amount equal to the difference between the employee’s salary, and the amount specified by the Secretary for the benefit provided to or in respect of the employee in accordance with such agreement.

 

13.4    An election to salary package must be made prior to the commencement of the period of service to which the earnings relate.

 

13.5    The agreement shall be known as a Salary Packaging Agreement.

 

13.6    Except in accordance with subclause 13.7, 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 Agency at the time of signing the Salary Packaging Agreement.

 

13.7    Where 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.

 

13.8    Where the employee makes an election to salary sacrifice, the employer shall pay the amount of post compulsory deduction salary, the subject of election, to the relevant superannuation fund.

 

13.9    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 employee’s Department or agency 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.

 

13.10  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 13.9 of this clause, the employee’s Department or agency 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 Department or agency may be in excess of superannuation guarantee requirements after the salary packaging is implemented.

 

13.11  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 12, Salaries and Progression, or Part D of this Award if the Salary Packaging Agreement had not been entered into.

 

13.12  The Secretary may vary the range and type of benefits available from time to time following discussion with the Union.  Such variations shall apply to any existing or future Salary Packaging Agreement from the date of such variation.

 

13.13  The Secretary will determine from time to time the value of the benefits provided following discussion with the Union.  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 Salary Packaging Agreement.

 

14.  Employment Arrangements

 

14.1    A Standard Day is 7 Hours Per Day.

 

14.2    Generally Medical Advisers may work their agreed hours between the hours of 7.00 am and 6.00 pm Monday to Friday. In exceptions, work may be performed outside these hours, but will be remunerated at the hourly rate.

 

14.3    Medical Advisers, in agreement with the Commissioner, may nominate the commencing and concluding times of their agreed hours.

 

14.4    A lunch break of at least 30 minutes must be taken after 5 hours continuous work.

14.5    Part-time Work - The provision for part-time work as prescribed by the Agency’s Flexible Work Practices Policy will apply to Medical Advisers employed under this award.

 

14.6    Private Practice - Medical Advisers may engage in private practice outside their agreed working hours. For Medical Advisers working full time hours, private practice is to be considered as second or other employment and the employees are to obtain permission from their employer pursuant to Clause 7 of Part 2, Division 1 of the Government Sector Employment Regulation 2014.

 

14.7    In accordance with the HCCC’s Code of Conduct, there shall be no conflict or incompatibility between personal interests and the impartial fulfilment of public or professional duty.  Any private work with or for any person or body with an interest in a proposed or current contract with the HCCC must be disclosed to the Commissioner.

 

14.8    A loading of 1/12th of the hourly rate will apply to payment for additional hours worked in excess of the normal weekly agreed hours.

 

14.9    The employees covered in Part C of this award are employed in terms of the Government Sector Employment Act 2013, and to the extent that this award is silent, will be covered by the provisions of that Act and associated Regulations and the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 as varied.

 

15.  Grievance and Dispute Resolution

 

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

 

15.2    A staff member is required to notify in writing their immediate manager, as to the substance of the grievance, dispute or difficulty, request a meeting to discuss the matter, and if possible, state the remedy sought.

 

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

 

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

 

15.5    If the matter remains unresolved with the immediate manager, the staff member may request to meet the appropriate person at the next level of management in order to resolve the matter.  This manager shall respond within two (2) working days, or as soon as practicable.  The staff member may pursue the sequence of reference to successive levels of management until the matter is referred to the Agency Head.

 

15.6    The Agency Head may refer the matter to the Secretary for consideration.

 

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

 

15.8    A staff member, at any stage, may request to be represented by their union.

 

15.9    Any of the parties may refer the matter to the New South Wales Industrial Relations Commission if the matter is unresolved following the use of these procedures.

 

15.10  The staff member, union, agency and Secretary shall agree to be bound by any order or determination by the New South Wales Industrial Relations Commission in relation to the dispute.

 

15.11  Whilst the procedures outlined in subclauses 15.1 to 15.10 of this clause are being followed, normal work undertaken prior to notification of the dispute or difficulty shall continue unless otherwise agreed between the parties, or, in the case involving occupational health and safety, if practicable, normal work shall proceed in a manner which avoids any risk to the health and safety of any staff member or member of the public.

 

PART D

 

MONETARY RATES

 

Table 1 - Salaries

 

NSW Police

 

Medical Officers - Clinical Forensic Medicine

 

Classification

From the First Full Pay Period on or after 1/07/2021

$

2.04%

From the First Full Pay Period on or after 1/07/2022

$

2.53%

From the First Full Pay Period on or after 1/07/2023

$

2.53%

Police (Forensic) Medical Officer, Grade 1 -

 

 

 

4 years, less than 5 years post - graduate experience

136,025

139,466

142,994

5 years, less than 6 years post - graduate experience

143,056

146,675

150386

Police (Forensic) Medical Officer, Grade 2 -

 

 

 

1st year

157,135

161,111

165,187

2nd year

164,164

168,317

172,575

3rd year and thereafter

171,203

175,534

179,975

Police (Forensic) Medical Officer, Grade 3 -

 

 

 

1st year

185,276

189,963

194,769

2nd year

194,650

199,575

204,624

3rd year and thereafter

204,037

209,199

214,492

Head, Clinical (Forensic) Medicine Section -

 

 

 

1st year

218,104

223,622

229,280

2nd year

222,798

228,435

234,214

 

Table 2 - Salaries

 

Health Care Complaints Commission - Medical Advisers

 

Medical Adviser

From ffppoa 04/02/2021

From ffppoa 01/07/2022

From ffppoa 01/07/2023

 

2.04%

2.53%

2.53%

 

Per hour

Per hour

Per hour

 

$

$

$

Level 1

133.93

137.32

140.79

Level 2

143.83

147.47

151.20

Level 3

153.75

157.64

161.63

 

 

 

J.V. MURPHY, Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

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