Crown Employees (NSW Police Force (Nurses')) Award
2022
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Commissioner of Police.
(Case No. 213928 of 2022)
Before Chief Commissioner Constant
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4 August 2022
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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 (e).
(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 the qualifying period
of employment for annual leave Additional purposes
|
Annual Leave
|
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 2023 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 2022 and shall remain in force until 30 June 2023.
Remuneration increases will occur from the beginning of the first full pay
period to commence on or after 1 July 2022 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
2021, published 8 April 2022 (391 I.G. 808), 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 1.7.2020
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2021
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2022
|
|
0.3%
|
2.04%
|
2.53%
|
Registered Nurse
|
$
|
$
|
|
1st Year
|
$1,179.70
|
$1,203.80
|
$1,234.30
|
2nd Year
|
$1,244.60
|
$1,270.00
|
$1,302.10
|
3rd Year
|
$1,308.70
|
$1,335.40
|
$1,369.20
|
4th Year
|
$1,377.40
|
$1,405.50
|
$1,441.10
|
5th Year
|
$1,446.00
|
$1,475.50
|
$1,512.80
|
6th Year
|
$1,513.20
|
$1,544.10
|
$1,583.20
|
7th Year
|
$1,591.20
|
$1,623.70
|
$1,664.80
|
8th Year
|
$1,657.40
|
$1,691.20
|
$1,734.00
|
Clinical Nurse Specialist
|
|
|
|
1st Year and thereafter
|
$1,725.20
|
$1,760.40
|
$1,804.90
|
|
|
|
|
Clinical Nurse Consultant
|
|
|
|
1st Year and thereafter
|
$2,121.00
|
$2,164.30
|
$2,219.10
|
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 1.7.2020
0.3%
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2021
2.04%
|
This
rate applied from the beginning of the first full pay period that commenced
on or after 1.7.2022
2.53%
|
1
|
2
Definitions
|
Team
leader allowance per shift
|
$29.05
|
$29.65
|
$30.40
|
2
|
5.7
Hours of Work
|
On-call
allowance during a meal break
|
$14.51
|
$14.81
|
$15.18
|
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.