Taronga Conservation Society Australia Wages Employees' Award 2022

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by Industrial Relations Secretary.

 

(Case No. 212145 of 2022)

 

 

AWARD

 

1.  Title

 

The Award is called the Taronga Conservation Society Australia Wages Employees’ Award 2022-2023.

 

2.  Arrangement

 

Clause No.        Subject Matter

 

1.        Title

2.        Arrangement

3.        Definitions

4.        Application

5.        Area, Incidence and Duration

6.        No Extra Claims

7.        General Conditions of Employment

8.        Availability of Award

9.        Dispute Resolution

10.      Workplace Flexibility and Multi-skilling

11.      Types of Employment

12.      Multiple Contracts

13.      Dealing with Misconduct

14.      Dealing with Unsatisfactory Performance

15.      Leave

16.      TZ Cleaner, Security, Guest Experience and Sky Safari- Special Conditions

17.      Wage Increases and Wage Rates

18.      Payment of Wages

19.      Wage Sacrifice for Superannuation

20.      Classification Requirements

21.      Appointment and Progression

22.      Allowances

23.      Insurance of Tools

24.      Rosters

25.      Ordinary Hours of Work

26.      Rest Period

27.      Shift Loadings

28.      Overtime

29.      Call Back

30.      Starting and Finishing Work

31.      Annual Leave

32.      Annual Leave Loading

33.      Public Holidays and Picnic Days

34.      Uniforms, Personal Protective Clothing and Equipment

35.      Secure Employment

36.      Contractors and Volunteers

37.      Anti-discrimination

38.      Delegates and Trade Union Activities

 

Schedule 1 - Wage Rates (Weekly)

Schedule 2 - Allowances

Appendix A - Classifications

Appendix B - Leave Provisions

 

3.  Definitions

 

"Award" means the Taronga Conservation Society Australia Wages Employees’ Award 2022-2023.

 

"Supervisor" means a person who supervises an employee or employees covered by the Award

 

"Employer" means the Department of Planning and Environment (DPE)  as defined in Part 2 of Schedule 1 Division of the Government Service in the Government Sector Employment Act 2013.

 

"Employee" means a person employed by the DPE at Taronga Conservation Society Australia (Taronga) within the scope of this Award.

 

"Tradesperson" means a skilled worker engaged in a trade as defined by NSW Fair Trading.

 

"TZ" means Taronga Zoo, Bradleys Head Road, Mosman, New South Wales.

 

"TWPZ" means Taronga Western Plains Zoo, Obley Road, Dubbo, New South Wales.

 

"Union/s" means;

 

United Workers Union, New South Wales Branch;

 

The Australian Workers’ Union, New South Wales;

 

New South Wales Plumbers and Gasfitters Employees Union;

 

Construction, Forestry, Mining and Energy Union, New South Wales Branch;

 

Electrical Trades Union, New South Wales Branch;

 

Transport Workers’ Union of New South Wales.

 

4.  Application

 

4.1      The parties to the Award are Taronga and the Unions.

 

4.2      The Award applies to and is binding on the parties to the Award and all ongoing, temporary, casual and apprentice employees, employed by Taronga in the classifications of: Apprentice; TZ Labourer/Driver/Operator; TZ Labourer/Driver/Operator (Leading Hand); TWPZ Labourer; TWPZ Labourer (Leading Hand); Water Systems Operator; Water Systems Operator (Leading Hand); TZ Tradesperson; TZ Tradesperson (Leading Hand); TZ Tradesperson - Plumber; TZ Tradesperson - Plumber (Leading Hand); Tradesperson - Electrician; Tradesperson - Electrician (Leading Hand); TWPZ Tradesperson; TWPZ Tradesperson - Leading Hand; TWPZ Tradesperson - Plumber; TWPZ Tradesperson - Leading Hand; Senior Technician/Trades Specialist;  Works and Trades Supervisor; Sky Safari Attendant; Sky Safari Operator; Senior Sky Safari Operator; Cleaner; Cleaner (Leading Hand); Cleaning Supervisor; Guest Experience Attendant; Guest Experience Officer; Guest Experience Coordinator; Gatekeeper; Security Officer; Senior Security Officer; Assistant Security Manager and Security Manager.

 

4.3      The Award will regulate the terms and conditions of employment which were previously regulated by the Taronga Conservation Society Australia Wages Employees’ Award 2021-2022

 

4.4      There will be effective means of consultation on matters of interest and concern, both formal and informal, at all levels of the organisation, between the parties to this Award and Employees.  This includes but is not limited to, quarterly Joint Consultative Committee meetings.

 

5.  Area, Incidence and Duration

 

5.1      This Award has effect from the beginning of the first full pay period on or after 1 July 2022 and will remain in force until 30 June 2023, and rescinds and replaces the Taronga Conservation Society Australia Wages Employees’ Award 2021-2022 published 2 November 2018 (383 I.G. 621).

 

5.2      This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

6.  No Extra Claims

 

6.1      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 2023 by a party to this Award.

 

6.2      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.

 

7.  General Conditions of Employment

 

7.1      It is the intention of the parties to this Award that all other conditions not specified in this Award will be in accordance with the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 (only Section 6 - Leave applies), Government Sector Employment Act 2013 and the Government Sector Employment Regulation 2013 as amended from time to time.

 

8.  Availability of Award

 

8.1      A copy of the Award will be made available on the Taronga intranet for all employee.  A printed copy can be obtained from the People, Culture and Safety area if required.

 

9.  Dispute Resolution

 

9.1      A dispute under this clause is a dispute about the interpretation or application of the Award.

 

9.2      The Vocational Training Order for Apprentices made under the Apprenticeship and Traineeship Act 2001 will override any conflicting steps contained in this clause.

 

9.3      The objective of the procedures contained in this clause is the timely resolution of disputes at the level they occur in the workplace.

 

9.4      Every effort will be made to resolve a dispute as quickly as is practicably possible.

 

9.5      Without prejudice to any party, while the procedures contained in this clause are being followed, no stoppage of work or other form of limitation or work ban will be applied.

 

9.6      Where a bona fide and critical work health or safety issue exists, an employee will not work in an unsafe environment and where appropriate will accept alternative suitable work while the procedures contained in this clause are being applied.

 

9.7      An employee who is a member of a Union may seek the advice or assistance of their Union at any stage of the application of procedures contained in this clause.

 

9.8      A Union, Taronga or an employee must receive reasonable notice, of not less than 24 hours, of any meeting they are required to attend as part of the application of the procedures contained in this clause.

 

9.9      A matter in dispute will first be discussed between an employee and their Supervisor with the aim of trying to resolve the matter within 5 working days.  If the dispute cannot be resolved at this level, or is of such a nature that it cannot be dealt with at this level, the following subclause will apply.

 

9.10    The matter in dispute will be discussed between the employee and/or their Union representative and the relevant manager with the aim of trying to resolve the matter within 5 working days.  If the dispute cannot be resolved at this level the following subclause will apply.

 

9.11    The matter in dispute will be discussed with the employee and/or their Union representative and representatives of the relevant manager and/or the Director People, Culture and Safety or their delegate with the aim of trying to resolve the matter within 5 working days.

 

9.12    Only when all the above procedures contained in this clause have been exhausted and the dispute remains unresolved, a Union or Taronga may submit the dispute to the Industrial Relations Commission of New South Wales.

 

10.  Workplace Flexibility and Multi-Skilling

 

10.1    The Unions and Taronga are committed to workplace flexibility and multi-skilling so that employees may perform a wide range of work, including work that is incidental or peripheral to their main tasks or function, and/or requested by Taronga to contribute to the development of a more strategic and guest-oriented operation. Taronga may direct an employee to carry out such duties as are within the limits of the employee’s skill, competence and training consistent with the classification structure of this Award.

 

10.2    Employees will be trained in basic skills that were previously regarded as the work of the various trades.  Regard will be had for the training requirements of Apprentices.  Taronga will also support employees obtaining transferable accreditation and recognised certificates when this is relevant to their work and to Taronga’s operational requirements.

 

10.3    Employees will perform work that is within their skill, role requirement, competence and training, provided that such work is not designed to promote deskilling.

 

10.4    Employees will fully co-operate with all other employees (including those not covered by the Award) to ensure there are no artificial demarcations in work and will communicate and consult with one another in a timely and open manner in an endeavour to achieve this.

 

10.5    Taronga may direct employees to perform duties and use the required tools and equipment, if they have been properly trained in their use, provided that the direction is consistent with the provision of a safe and healthy working environment.

 

10.6    Employees will not impose any limitation on supervisors or technical personnel, who are qualified to do so, demonstrating the use of new equipment or machinery.

 

10.7    TWPZ or TZ Cleaner, Security, Guest Experience and Sky Safari employees in one classification may be required by Taronga to temporarily perform the duties of another classification, provided they have been suitably trained to do so, and subject to the temporary assignment provisions of the Award.

 

10.8    Labourers and Labourer/Driver/Operators who have the skills may perform minor maintenance work, which is approved beforehand by the relevant manager where practicable.

10.9    Transportation of animals or any other cargo will be allocated to employees based on driver licensing requirements, vehicle size, work health and safety requirements, animal welfare requirements and any legislative or regulatory requirements for the type of animal involved.  Determination of the method of transport to be used for movement of animals and cargo will reflect the understanding between Taronga and the Unions that professional drivers will be used in animal transportation where considered appropriate by the relevant managers.

 

10.10  A series of policy guidelines for animal transportation will be reviewed in consultation with the Transport Workers Union.

 

11.  Types of Employment

 

11.1    An employee will be engaged as an ongoing, temporary, casual, apprentice or trainee employee.

 

11.2    An employee may be required by Taronga to perform their duties on sites other than Taronga Conservation Society Australia premises.

 

11.3    Taronga may dismiss an employee without notice for serious misconduct or wilful disobedience.

 

11.4    If Taronga terminates an employee’s employment, Taronga will supply the employee with a statement of service if they request it.

 

Ongoing Employment

 

11.5    An ongoing employee is an employee engaged for a continuing period of time subject to a probationary period on appointment.

 

11.6    A probationary period may be for a period of up to 6 months and may be extended for a further period not exceeding 12 months.

 

11.7    During a probationary period, Taronga may terminate the employment of an ongoing employee giving one week's notice.

 

11.8    An ongoing employee may terminate their employment giving 2 weeks’ notice or the payment/forfeiture of 2 weeks wages in lieu of notice.

 

11.9    If an ongoing employee’s role becomes redundant, New South Wales Government policy will apply.

 

11.10  After the probationary period, Taronga may terminate the employment of an ongoing employee in accordance with the Dealing with Misconduct and Dealing with Unsatisfactory Performance clauses in this Award, the Government Sector Employment Act, Rules and Regulations and any policy implemented by the Public Service Commission.

 

Temporary Employment

 

11.11  A temporary employee is an employee engaged for a specified term fixed at the outset of their employment.

 

11.12  A temporary employee will be advised in writing that their employment is temporary.

 

11.13  By agreement between the employee and Taronga, a temporary employee may be paid an allowance of 1/12th of their base salary in lieu of annual leave.

 

11.14  Taronga or the employee may terminate the employment of a temporary employee giving one week's notice.

 

 

 

 

Casual Employment

 

11.15  A casual employee is an employee engaged to perform work by the hour and paid on an hourly basis, employed by Taronga on a short or irregular basis, where Taronga has no intention of continuing the employment and the employee has no reasonable expectation of the employment continuing.

 

11.16  A casual employee will receive a 15% casual loading in addition to the relevant wage rate prescribed in Schedule 1 of the Award to compensate them for the casual nature of their employment and leave, except long service leave and annual leave.  A casual employee will also receive an allowance of 1/12th of the ordinary hourly rate to compensate for annual leave. The NSW Long Service Leave Act will cover long service leave.

 

11.17  The casual loading and casual annual leave allowance will not be paid on overtime. A casual TWPZ employee and TZ Works and Trades employee will be engaged for a minimum shift of 3 hours.

 

11.18  A casual employee, except for Sky Safari rescue team members, will be engaged for a minimum of 3 hours.

 

11.19  Taronga or the employee may terminate the employment of a casual employee giving one hour's notice.

 

Apprentices and Trainees

 

11.21  The Vocational Training Order made under the Apprenticeship and Traineeship Act 2001 will override any conditions of employment for an Apprentice or Trainee otherwise prescribed in the Award.

 

11.22  An apprentice will be paid in accordance with Schedule 1 of the Award.

 

11.23  Progression within the rates prescribed for the years of service for Apprentices and Trainees will be in accordance with the Vocational Training Order made under the Apprenticeship and Traineeship Act 2001.

 

Adult Apprentice

 

11.24  An adult apprentice is an Apprentice engaged by Taronga after turning 21 years of age. 

 

11.25  An adult apprentice are to be paid the higher of the following rates:

 

(a)       Year 1 80% of the level 3 adult minimum wage (Miscellaneous Award 2010 MA000104, Apprentice Minimum Wages)

 

(b)      Year 2 to be paid as year 3 under the TSCA Wages Employees Award

 

(c)       Years 3 and 4 to be paid under the TSCA Wages Employees Award

 

12.  Multiple Contracts

 

12.1    An employee may be engaged by Taronga in more than one type of employment or the same type of employment but in a different classification under the Award (multiple contracts).

 

12.2    Multiple contracts are separate and distinct contracts of employment where each stands alone in relation to the application of the Award or other relevant industrial instrument including for the purposes of payment of ordinary hours, overtime and penalties. Employees working in multiple roles cannot claim payment of the same allowance across different roles. The conditions for employees working under multiple contracts can be no less favourable than the applicable Award.

 

12.3    An employee will not be engaged under multiple contracts for work relating to the employee’s area of expertise where such work would normally attract the payment of overtime rates or shift loadings.

 

12.4    When rostering employees under multiple contracts consideration will be given to fatigue management.

13.  Dealing with Misconduct

 

13.1    The management of misconduct will be conducted in accordance with Taronga’s policy on Managing Misconduct and the Government Sector Employment Rules 2014 (Part 8), Clauses 37-41.

 

13.2    The procedural requirements for dealing with misconduct include:

 

An allegation of misconduct is reported

 

An initial assessment is made to determine the validity of the allegation

 

If allegation is determined to be valid, the employee is advised of the allegation of misconduct and given a reasonable opportunity to respond

 

The employee is advised in writing whether the determination is misconduct has or has not occurred

 

The employee is advised of the proposed action and given a reasonable opportunity to make a submission in relation to the proposed action

 

The employee is advised in writing of the final decision and the action to be taken

 

Taronga is required to keep a written record of proceedings and action taken

 

The outcomes for dealing with substantiated misconduct are:

 

(a)       terminate the employment of the employee (without the opportunity to resign)

 

(b)       terminate the employment of the employee (with the opportunity to resign)

 

(c)       impose a fine on the employee (which may be deducted from the employee’s pay)

 

(d)       reduce the remuneration payable to the employee

 

(e)       reduce the classification or grade of the employee

 

(f)       assign the employee to a different role

 

(g)       caution or reprimand the employee

 

13.3    Where the employee disagrees with the process in dealing with misconduct or the outcome reached, they may have an opportunity to lodge a dispute in accordance with clause 8 of this Award.

 

14.  Dealing with Unsatisfactory Performance

 

14.1    The management of unsatisfactory performance will be conducted in accordance with Taronga’s policy on Managing Unsatisfactory Performance and the Government Sector Employment Rules 2014 (Part 7), Clauses 35-36.

 

14.2    The procedural requirements for dealing with unsatisfactory performance include:

 

The employee’s performance is determined by Taronga to be unsatisfactory in accordance with Taronga’s performance management system

 

Reasonable steps have been taken to advise the employee that the employee’s performance is unsatisfactory and the basis on which it is unsatisfactory

 

The employee is notified that the employer is proposing to take specified action

 

The employee is given a reasonable opportunity to respond

 

The employer has taken any such response into consideration.

 

The outcomes for dealing with unsatisfactory performance following a formal performance improvement plan are:

 

(a)       terminate the employment of the employee (after giving the employee an opportunity to resign)

 

(b)       reduce the remuneration payable to the employee

 

(c)       reduce the classification or grade of the employee

 

(d)       assign the employee to a different role

 

14.3    Where the employee disagrees with the process in dealing with unsatisfactory performance or the outcome reached, they may have an opportunity to lodge a dispute in accordance with clause 8 of this Award.

 

15.  Leave

 

15.1    General leave conditions of employees under this Award will be regulated in accordance with the provisions contained within: the Act and Regulation, and Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 (only Section 6 - Leave applies) or any successor instrument to that Award, and DPE’s policies as agreed and reviewed from time to time.

 

15.2    Employees employed on a part-time basis will accrue any leave on a pro-rata basis, which will be determined on the number of approved contract hours worked in a pay period.

 

16.  TZ Cleaner, Security, Guest Experience and Sky Safari- Special Conditions

 

Accommodation for Meals

 

16.1    Where practicable Taronga will allow employees to have their meal and tea breaks in a suitable place protected from the weather.

 

16.2    Taronga will provide employees with adequate facilities for tea making and for heating food.

 

16.3    Taronga will advise employees of the accommodation available at the work site before work starts at that site.

 

Dressing Accommodation

 

16.4    Where it is necessary or customary for employees to change their dress or uniform, suitable dressing rooms or dressing accommodation and individual lockable lockers will be provided by Taronga.

 

Work Materials

 

16.5    All materials required for cleaning, including soap and/or detergent and materials for washing up purposes, will be supplied by Taronga.

 

Expenses for Attendance at Court

 

16.6    Where it is necessary for an employee to attend a court hearing on behalf of Taronga or a client of Taronga in relation to any matter arising out of or in connection with the employee’s duties, the time taken will count as time worked.

 

16.7    An employee will be reimbursed for all reasonable expenses incurred in attending court.

17.  Wage Increases and Wage Rates

 

17.1    Employees are awarded an increase in remuneration or other conditions of employment of 2.53 per cent payable from the first full pay period on or after 1 July 2022 and applicable annual increases thereafter.

 

17.2    This increase in remuneration or other conditions of employment will be processed as soon as practicable after the finalisation of the Award negotiations and on the certification of the new Award by the IRC.

 

17.3    Schedule 1 of the Award sets out the weekly wage rates for employees engaged full-time in each classification and grade according to the wage increases prescribed in this clause.  The hourly wage rate for employees engaged part-time will be calculated by dividing the relevant weekly wage rate by 38.

 

17.4    The Junior Guest Experience Officer rates of pay contained in Schedule 1 of this Award apply only to Guest Experience Officers who are employed after the making of this Award and are under 18 years of age.

 

17.5    The wage increases provided for in the Award, insofar as they apply from the first full pay period on or after 1 July, 2022, will only be paid to those employees who are employed at the date of the making of the Award.

 

18.  Payment of Wages

 

18.1    Wages will be paid fortnightly to employees on a day specified by Taronga and paid by direct deposit into a recognised financial institution account nominated by the employee.

 

18.2    Taronga will provide employees with pay advice electronically, however they may, on application to Taronga, be provided with the advice in paper form.

 

18.3    When a Public Holiday occurs in the lead up to pay day, payment of additional monies such as overtime, shift loadings and allowances may be paid in the following pay period.

 

18.4    Where there is an overpayment of wages, shift loadings or allowances, the employee will be notified and consulted about repayment.  The following factors will be considered in determining the period over which repayment is to be made:

 

(a)       the employee’s financial circumstances and commitments;

 

(b)      the circumstances involved in the overpayment; and

 

(c)       the amount of the overpayment.

 

19.  Wage Sacrifice for Superannuation

 

19.1    If Taronga agrees, an employee may elect to sacrifice part of their wages payable under Schedule 1 of the Award, for additional employer superannuation contributions.

 

19.2    The election is subject to the rules of the employees’ superannuation fund allowing Taronga to pay additional employer contribution and the payment not attracting Fringe Benefit or any other tax.

 

19.3    The election must be made before the period of service to which the earnings relate.

 

19.4    Additional employer contributions are subject to the age based limits set by the Australian Taxation Office.

 

19.5    Any allowance, loading, payment for unused leave, weekly worker’s compensation or other payment based on an employee’s wage, except payment for leave taken in service, to which an employee is entitled under the Award or an Act, will be calculated by reference to the wage which would have applied had the election not been made.

20.  Classification Requirements

 

20.1    Refer to Appendix A for full coverage of classifications and rates of pay.

 

21.  Appointment and Progression

 

21.1    Relevant experience will be considered in determining the level to which an employee is appointed.

 

21.2    Progression within a classification will be considered on the anniversary of an employee’s progression to their current grade, unless specified otherwise in the relevant classification requirements.

 

21.3    Progression within a classification is subject to a satisfactory performance review at the employee’s current grade in accordance with Taronga performance management procedures and the requirements of the current grade being achieved.

 

22.  Allowances

 

22.1    The allowances provided for in this clause are set out in Schedule 2 of the Award.

 

22.2    Where an Allowance is specified as a weekly rate and an employee who is entitled to the allowance is engaged on a part time or casual basis, the allowance will be paid on a pro rata basis by dividing the weekly rate by 38 for an hourly rate to a maximum of the weekly allowance.

 

Tool Allowance

 

22.3    A weekly tool allowances will be paid to a Tradesperson and an Apprentice for providing and maintaining their own hand tools. All tools owned by Tradespersons and Apprentices need to comply with WHS regulations and meet Taronga’s WHS processes.

 

22.4    The allowance will be paid for all purposes, except separation.

 

Tradespersons Licence Allowance

 

22.5    A weekly licence allowance will be paid to a Tradesperson, except a plumber, gasfitter and drainer, when required by Taronga to hold the prescribed licence/s.  The allowance will be paid for all purposes, except separation.

 

22.6    An hourly licence allowance will be paid as a flat rate for all hours worked to a plumber, gasfitter or drainer when the relevant licence is held and acted upon.

 

22.7    All tradespersons required to hold prescribed licences, are required to maintain relevant licences and ensure all WHS requirements are met.  Certified copies of licences are to be supplied to Taronga prior to engagement.

 

Security Licence Allowance

 

22.8    On production of the original licence, Taronga will reimburse an employee for the cost of the licence fee and application fee if they are required to hold a Class 1 licence under the Security Industry Act 1997.

 

22.9    Should the employment of an employee required to hold a Class 1 licence cease during the life of the licence, the employee will have the pro rata value of the licence and application fee for the years of licence remaining deducted from their separation payments.

 

Plumber Tradesperson Certificate Allowance

 

22.10  An hourly allowance will be paid to a plumber who holds a Tradesperson certificate. Tradesperson's certificates are issued for drainers, gasfitters, plumbers, roof plumbers and water plumbers who are required to work with minimum supervision. Proof of registration with NSW Services must be presented to People, Culture and Safety to be eligible for the allowance.  The allowance will be paid for all purposes, except separation.

 

22.11  This allowance is not applicable if the employee receives a plumber, gasfitter or drainer licence allowance.

 

Chokage Allowance

 

22.12  A daily chokage allowance will be paid as a flat rate, to a TZ Plumber when required to work on a chokage, and is required to open up any soil pipe, waste pipe, drain pipe or pump conveying offensive material, or a scupper containing sewage; or is required to work in a septic tank in operation.

 

Fouled Equipment Allowance

 

22.13  A daily fouled equipment allowance will be paid as a flat rate, to a TZ Works and Trades employee when required to work on any pipeline or equipment containing body fluids or body wastes and encounters same, except when they are already receiving a chokage allowance.

 

Labourer/Driver/Operator Travel Allowance

 

22.14  A weekly travel allowance will be paid to a TZ Labourer/Driver/Operator in lieu of the travel and fares entitlement previously paid to Labourers under the General Construction and Maintenance, Civil and Mechanical Engineering Etc (State) Award.

 

Temporary Assignment

 

22.15  Temporary assignment is the process of assigning an employee to a role for a defined period with a specified end date. Temporary assignment may be at level, or to a higher or lower classification.

 

22.16  Above-level temporary assignment

 

Above-level temporary assignments may attract payment of a temporary assignment allowance.

 

Above-level temporary assignments of up to 12 months may be made on the basis of a suitability assessment which includes;

 

Pre-screening for essential requirements such as a qualification or licence

 

Resume

 

At least two capability-based assessments, one of which is an interview and

 

Referee checks against the pre-established standards for the role

 

Above-level temporary assignments for longer than 12 months must be based on a comparative assessment resulting from external advertising across the NSW Public Service. Comparative assessments require a minimum of three capability based assessments, one of which is an interview.

 

The amount of the allowance payable to the employee who is temporarily assigned to another role is the difference between the salary of the employee’s usual role and the point in the salary range of the other role.

 

The proportionate temporary assignment allowance paid is proportionate to the duties to be performed. This is to be determined by the agency head and by mutual agreement with the employee before the employee starts the temporary assignment.

 

First Aid Allowances

 

22.17  A weekly senior first aid allowance will be paid to an employee who holds a current Senior First Aid Certificate and who is appointed by Taronga to carry out the duties of a Senior First Aid Officer.

 

22.18  A weekly Occupational First Aid allowance will be paid to an employee who holds a current Occupational First Aid Certificate and is appointed by Taronga as an Occupational First Aid Officer.

 

22.19  An employee who is temporarily appointed by Taronga to perform the duties of a First Aid Officer while the appointed First Aid Officer is on leave for one week or more, will be paid the relevant first aid allowance for the period appointed.

 

22.20  The allowances will be paid as a flat rate on all ordinary hours worked.

 

Laundry Allowance

 

22.21  A weekly laundry allowance will be paid to an employee when they are required by Taronga to wear a uniform, including overalls, and where the cost of any laundering is not borne by Taronga.

 

22.22  The laundry allowance will be paid as a weekly allowance when an employee engaged full-time works any part of a week.

 

Disability Allowance

 

22.23  TWPZ employees will be paid a disability allowance, which compensates for working conditions at TWPZ particularly where employees are often required to work in the field without ready access to amenities.

 

22.24  The disability allowance will be paid as a weekly allowance when an employee engaged full-time works any part of a week.

 

Overnight Allowance

 

22.25  An overnight allowance will be paid where Taronga requests, and an employee agrees to stay overnight on Taronga premises for a period outside/between the employee’s normal rostered hours of duty.

 

The overnight allowance is deemed to provide compensation for the overnight stay and also includes compensation for being on call during the period and any work required to be completed up to a total of 1 hour duration.  Additional work required outside a total of 1 hour will be paid at overtime rates.

 

This allowance is payable when employees stay overnight such as, but not limited to Roar and Snore, Billabong Camp and Zoofari.

 

The allowance applicable is only when required to sleep over.

 

Bus Allowance - TWPZ

 

22.26  A TWPZ bus allowance will be paid on a per shift basis where an employee is appropriately licensed and is required to drive a TWPZ passenger bus on a rostered shift.

 

On Call (Standby) Allowance

 

22.27  An hourly allowance will be paid to a Taronga employee when they are directed to be on call or on stand-by for a possible recall to work.

 

Overtime Meal Allowance

 

22.28  If a meal is not provided by Taronga, an overtime meal allowance will be paid:

 

(a)       when an employee works more than 2 hours of overtime before or after an ordinary hours rostered shift; or

(b)      after every 5 hours of overtime worked when an employee works on a rostered day off.

 

Allowances absorbed into the wage rates of the relevant classifications

 

22.29  Built into the wages of TZ Labourer/Driver/Operator and Tradesperson classifications is a component that is paid in lieu of dirt money, height money, and wet work allowances.

 

22.30  Built into the wages of TWPZ Labourer and Tradesperson classifications is a component that is paid in lieu of dirt money, height money, wet work, chokage and fouled equipment allowances.

 

22.31  Built into the wages of Apprentices is a weekly component in lieu of receiving an apprentice examination allowance for passing the prescribed annual technical college examinations for the preceding year and the Supervisor receiving a satisfactory report as to conduct, punctuality and workshop progress for the Apprentice.

 

22.32  Built into the wages of Cleaners is a component that is paid in lieu of any claims for special rates not covered by the Award, including Refuse, Multi-Purpose Machine and Toilet Allowances.

 

22.33  Built into the wage rates for TWPZ Labourer and Tradespersons is the works allowance that was compensation for the isolated environment of the construction work undertaken at TWPZ.

 

22.34  Built into the wage rates for Leading Hands is a component that is paid in lieu of all Leading Hand Allowances.

 

23.  Insurance of Tools

 

23.1    Taronga will insure an employee’s tools, used by them in the course of their employment, against loss or damage by fire while on Taronga premises.

 

23.2    An employee will provide a list of the tools insured if requested by Taronga.

 

23.3    An employee will ensure that their tools are cared for and kept safely.

 

23.4    Taronga will reimburse an employee for loss of tools insured up to the value set out in Schedule 2 of the Award, if the tools are lost by theft from breaking and entering while they are being stored on the job at the direction of Taronga.

 

24.  Rosters

 

24.1    Employees may be rostered to suit Taronga’s operational requirements.

 

24.2    Taronga will prepare rosters that are fair and equitable and meet work health and safety requirements.

 

24.3    In rostering employees, consideration will be given to the preferences and personal commitments of individuals, wherever possible.

 

24.4    In developing a roster for the next period, Taronga and employees will have regard to the roster for the previous and subsequent periods.

 

24.5    Rosters will be prepared 7 days in advance.

 

24.6    Rosters may be changed as long as they comply with the terms set out in Clause 25 - Ordinary Hours of Work of the Award.

 

24.7    Changes to published rosters may be made inside 7 days by agreement between a Supervisor and an employee.

 

24.8    An employee will not be rostered to work more than one shift in any period of 24 hours, except by mutual agreement.

24.9    An employee will be paid overtime if they are required to work on their rostered day off.

 

25.  Ordinary Hours of Work

 

Number of Ordinary Hours of Work

 

25.1    The number of ordinary hours of work for employees engaged full-time are 152 hours worked over a designated period of 28 consecutive days.

 

Patterns of Ordinary Hours of Work

 

25.2    Ordinary hours will be worked:

 

(a)       in at least 16 and up to 19 shifts in each designated period of 28 consecutive days;

 

(b)      in shifts of between 6 and 10 hours, or of between 10 and 12 hours by agreement between Taronga and the employee;

 

(c)       with a minimum of 9 and a maximum of 12 rostered days off in each designated period of 28 consecutive days;

 

(d)      with at least one occasion of at least 3 consecutive days and a second occasion of at least 2 consecutive days rostered off in each designated period of 28 consecutive days; and

 

(e)       over not more than 6 consecutive days, except by agreement between the employee and their Supervisor.

 

25.3    Taronga will consult with the relevant union/s with the aim of reaching consensus on any proposed change to existing shift patterns for TWPZ or TZ Works and Trades employees.  If consensus cannot be reached on a proposed change, then the matter may be dealt with under the dispute settlement procedures of the Award.

 

25.4    The existing shift pattern for TWPZ Works and Trades employees, except for those engaged on relief cleaning work is 19 shifts of 8 hours, Monday to Friday (inclusive), between 5:00am and 7:00pm.

 

Meal and Tea Breaks

 

25.5    Employees, except Security employees, are entitled to an unpaid meal break of not less than 30 minutes, and not more than 1 hour, the length of time depending on operational requirements, to be taken no later than after every 5 hours worked within each ordinary hours rostered shift.

 

25.6    Security employees, including casual employees, may take a paid meal break of not less than 20 minutes not earlier than 4 hours nor later than 5 hours after the start of each shift, where it is reasonably practicable to do so.

 

25.7    All employees except those in security classifications may take a paid tea break of 20 minutes (or two 10 minute breaks) in each ordinary hours rostered shift of 4 hours or more, at a time determined by operational needs, without loss of pay for any ordinary hours rostered during such absence.

 

Employees Engaged Part-Time

 

25.8    The ordinary hours of work for employees engaged part-time will be the same as those for employees engaged full-time except that:

 

(a)       the number of ordinary hours of work per week will be agreed between the employee and Taronga, provided that they are not less than 32 hours over a designated period of 28 consecutive days;

 

(b)      hours worked up to 152 hours over a designated period of 28 consecutive days, within the pattern of hours prescribed by the Award for a comparable employee engaged full-time, will be paid as ordinary hours;

 

(c)       ordinary hours may be worked in shifts of not less than 3 hours duration, unless agreed otherwise by the employee and Taronga;

 

(d)      the pattern of hours may be varied, within the pattern of hours prescribed by the Award for a comparable employee engaged full time, by agreement between the employee and their Supervisor; and

 

(e)       Taronga may vary the pattern of hours, within the pattern of hours prescribed by the Award for a comparable employee engaged full time, giving 7 days notice.

 

26.  Rest Period

 

26.1    Work will be rostered so that employees have at least 8 consecutive hours off work, or 10 consecutive hours off work in the case of TZ Works and Trades employees, between the work of successive shifts when it is reasonably practicable to do so.

 

26.2    If an employee does not have the prescribed hours off between finishing one shift and being rostered to start another shift, they will be released from work after completion of the shift until they have had the prescribed consecutive hours off work, without loss of pay for ordinary hours rostered during the absence.

 

26.3    If Taronga instructs an employee to resume or continue work without having had the prescribed consecutive hours off work, the employee will be paid at double time rates of pay until released from work and able to take the prescribed break.

 

27.  Shift Loadings

 

27.1    Guest Experience Attendants and the Security Manager will not receive the shift loadings set out in this clause, except for the shift loading for a Public Holiday.

 

27.2    Where an employee is entitled to an additional day in lieu of part of the loading for working a Public Holiday, the timing of the day will be agreed between the employee and their Supervisor but must be taken before the end of the designated period of 28 consecutive days following the period in which the Public Holiday fell.

 

All employees engaged after 26 May 2004

 

27.3    Ordinary hours of work will attract the following shift loadings:

 

(a)       Monday to Friday 5:00 am to 7:00 pm	Nil
(b)       Monday to Friday after 7:00 pm before 5:00 am	15%
(c)       Saturday	50%
(d)       Sunday	100%
(e)       Public Holidays	150%
(f)       Public Holidays where an additional day is taken off in lieu of the loading	50%

 

27.4    Where an employee commences a shift in one time period and concludes it in a different time period, then the hours worked will attract the relevant loading for the period during which the time was worked.

 

TZ Cleaner, Security, Guest Experience and Sky Safari employees engaged before 26 May 2004

 

27.5    Ordinary hours of work will attract the following shift loadings:

 

(a)       Monday to Friday 6:00 am to 7:00 pm		Nil
(b)       Commencing at or after 5.00am and before 6.00am		10%
(c)       Finishing after 7:00 pm and at or before midnight		15%
(d)       Finishing after midnight and at or before 8:00am (night shift)		17.5%
(e)       Non rotating night shift roster (i.e. where night shifts are worked which do		30%
	not rotate or alternate with another shift so as to give an employee at least one-
	third of  their working time off night shift in each roster cycle)
(f)       Saturday		50%
(g)       Sunday		100%
(h)       Public Holidays		150%
(i)       Public Holidays where an additional day is taken off in lieu of the loading		50%

 

28.  Overtime

 

28.1    Hours worked at the direction of Taronga outside ordinary hours of work as set out in this Award, will be overtime.

 

28.2    Taronga may direct an employee to work a reasonable amount of overtime taking into account:

 

(a)       an employee’s prior commitments outside the workplace, particularly their family responsibilities, community obligations and study arrangements; and

 

(b)      the urgency of the work required to be performed, the impact on Taronga’s operational requirements and the effect on customer services.

 

28.3    Overtime rates of pay will be:

 

(a)       Monday to Saturday - time and a half for the first 2 hours and double time thereafter;

 

(b)      Sunday - double time;

 

(c)       Public Holidays - double time and a half; and

 

(d)      No 8 or 10 hour break - double time.

 

28.4    If their manager agrees, an employee who works overtime may elect to take time off work in lieu of payment for all or part of the overtime.  The time off will be calculated at the same rate as would have applied to the payment of the overtime.  The following provisions will apply to time off in lieu:

 

(a)       Before the overtime is worked, or as soon as practicable on completion of overtime, the employee will advise their manager, or the manager’s delegate, that they intend to take time off in lieu of payment.

 

(b)      The time off in lieu must be taken at the convenience of Taronga, except when it is being taken to look after a sick family member in accordance with the provisions under Section 6 - Leave of the Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009,

 

(c)       Time off in lieu accrued for overtime worked on days other than Public Holidays, will be given and taken within three months of accrual.

 

(d)      At the employee’s election, time off in lieu for overtime worked on a Public Holiday may be added to the employee’s annual leave credits and may be taken in conjunction with annual leave.

(e)       An employee will be paid for the balance of any overtime entitlement not taken as time off in lieu.

 

28.5    Overtime will not attract shift loadings, except as provided under this clause for ongoing Security employees who work "Elective Overtime".

 

 

 

 

Meal Breaks

 

28.6    An employee required to work overtime for more than 2 hours after an ordinary hours rostered shift will be allowed a 30 minute unpaid meal break and then a further 30 minute unpaid break after every 5 hours of overtime worked thereafter.

 

28.7    An employee required to work overtime on a rostered day off will be allowed a 30 minute unpaid meal break after every 5 hours of overtime worked.

 

Elective Overtime for Ongoing Security Employees

 

28.8    Ongoing Security employees, including the Security Manager, may request to work hours in addition to their ordinary hours as "elective overtime" under the following conditions:

 

(a)       elective overtime is overtime requested by the employee not directed by Taronga;

 

(b)      Taronga will have regard for the wellbeing of an employee in scheduling elective overtime;

 

(c)       elective overtime will be paid at the employees’ classification and grade to a maximum of a  Security Officer Grade 2 wage with a 15% loading in addition to any weekend, Public Holiday or other shift loading; and

 

(d)      the provisions of Clause 26, Rest Period and Subclause 22.28 Overtime Meal Allowance of the Award will not apply.

 

28.9    The provisions of this clause, except in relation to elective overtime, do not apply to the classification of Security Manager.

 

29.  Call Back

 

29.1    An employee recalled to work overtime to attend Taronga premises and/or the premises of a client or clients of Taronga (the workplace) for any reason after leaving the premises (whether notified before or after leaving the premises) will be paid for a minimum of 3 hours.

 

29.2    For TZ Cleaner, Security, Guest Experience and Sky Safari employees, where the recall is for the purpose of a disciplinary and/or counselling interview and/or administrative procedures such as completing or attending to Workers’ Compensation forms, incident reports or break/entry reports, an employee will be paid a minimum of 2 hours at the relevant rate for each recall.

 

29.3    Where the actual time worked is less than 3 hours on each recall, overtime worked in the circumstances specified in this clause will not be regarded as overtime for the purposes of Clause 26 Rest Period.

 

29.4    Time worked will be calculated as one continuous period when an employee returns to the workplace on a number of occasions in the same day and the first or subsequent minimum pay period overlaps into the next call out period.  Payment will be calculated from the start of the first recall until either the end of work, or the minimum pay period from the start of the last recall, whichever is the greater.

 

29.5    A recall to work starts when the employee starts work and finishes when the work is completed i.e. it does not include time spent travelling to and from the place at which work is to be done.

 

29.6    This clause does not apply if an employee is regularly required to return to Taronga premises to perform a specific job outside rostered hours or if overtime is continuous (subject to a reasonable meal break) with the end or the beginning of a rostered shift.

 

29.7    This clause does not apply to the classification of Security Manager.

 

 

 

 

30.  Starting and Finishing Work

 

30.1    An employee’s starting and finishing times of ordinary hours of work will be calculated from the time they arrive at the actual job or work station or signing on point, or from the time they are rostered to commence work. However if an employee is required to collect Taronga equipment before going to the work site or return Taronga equipment at the end of work from a location other than the actual work site or sites, then the starting and finishing times will operate from the point of collection or return.

 

30.2    Employees will be entitled to 10 minutes paid time immediately before finishing a shift, for washing and for changing their clothes at change room facilities provided by Taronga.

 

31.  Annual Leave

 

31.1    Full time TZ employees are entitled to 4 weeks annual leave for working a whole year.  Part time TZ employees are entitled to the equivalent pro rata rate.

 

31.2    Full time TWPZ employees are entitled to 5 weeks annual leave for working a whole year.  Part time TWPZ employees are entitled to the equivalent pro rata rate.

 

31.3    In addition to the annual leave entitlements provided by this clause, ongoing employees who are rostered to work their ordinary hours on Sundays or Public Holidays, during the period 1 December of one year to 30 November of the following year (or part thereof), are entitled to additional annual leave on the following basis.

 

 

32.  Annual Leave Loading

 

32.1    Employees, except for TZ Cleaner, Security, Guest Experience and Sky Safari employees engaged before 26 May 2004 who are rostered as shift workers, are entitled to an annual leave loading of 17.5% of the base salary of up to 4 weeks annual leave accrued in a leave year.

 

32.2    TZ Cleaner, Security, Guest Experience and Sky Safari employees engaged before 26 May 2004 who are rostered as shift workers will be entitled to either an annual leave loading of 17.5% of the base salary of up to 4 weeks annual leave accrued in a leave year or the averaged shift loadings for the previous leave year (excluding Public Holidays), whichever is the greater.

 

32.3    For the purpose of calculating annual leave loading, the leave year will start on 1 December of each year and end on 30 November of the following year.

 

32.4    Payment of annual leave loading will not be made on any annual leave taken in the first leave year of employment, i.e. from the date of employment to the following 30 November.  The loading accrued in the first leave year will be paid during the second leave year of employment.

 

32.5    Leave loading will be paid on the first occasion in a leave year (other than the first leave year) when at least 2 consecutive weeks of annual leave is taken.

 

32.6    In the event that a 2 week period of annual leave is not taken by 30 November each year, then the monetary value of the annual leave loading accrued over the previous year will be paid as soon as practicable.

 

32.7    An annual leave loading will not be paid on resignation/termination arising from misconduct.

32.8    Annual leave loading will be paid on retirement or termination by Taronga, except for misconduct, if the loading would have been due had the employee taken 2 weeks annual leave.

 

33.  Public Holidays and Picnic Days

 

33.1    Public Holidays are: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Sunday, Easter Monday, Anzac Day, Queen's Birthday, Labour Day, Christmas Day, Boxing Day, and any such other holiday that may be proclaimed as a Public Holiday applicable to the operation of the Award.

 

33.2    For TWPZ and TZ Works and Trades employees, the first Monday in December each year will be a Union Picnic Day and will be treated as a Public Holiday.

 

33.3    For TZ Cleaner, Security, Guest Experience and Sky Safari employees the first Monday in August each year will be a Picnic Day and will be treated as a Public Holiday.

 

33.4    For an employee who works according to an ordinary hours roster that covers every day of the week, if a Public Holiday occurs on a rostered day off they will be paid for an additional 7 hours and 36 minutes ordinary hours. Employees who do not work the seven-day roster will not be entitled to this payment.

 

34.  Uniforms, Personal Protective Clothing and Equipment

 

34.1    Where an employee is required to wear a uniform, Taronga will provide employees with appropriate uniforms that will be allocated in accordance with the work patterns of employees.

 

34.2    Taronga will provide ongoing TZ Works and Trades employees engaged full-time with an initial allocation of the following protective clothing:

 

(a)       5 shirts

 

(b)      3 pairs of shorts/trousers

 

(c)       1 belt (if required)

 

(d)      1 sweatshirt

 

(e)       1 jacket

 

(f)       5 pairs of socks

 

(g)      a pair of boots

 

(h)      1 wide brimmed hat

 

(i)       1 pair of safety glasses

 

(j)       1 set of wet weather gear.

 

Allocations to employees engaged part-time, and/or who are casual employees, will be determined by Taronga according to the employee’s work patterns.

 

34.3    Employees are required to wear uniforms provided by Taronga at all times when performing their functions and will maintain their uniforms in a neat, clean and presentable manner.

 

34.4    Taronga will supply an employee who is required to work in wet weather with suitable wet weather clothing including a waterproof coat or cape, waterproof hat, trousers and rubber boots.

 

34.5    Where an employee is required to clean toilets or to use acids or other hazardous substances, they will be supplied with personal protective equipment by Taronga.

 

34.6    Protective equipment and clothing, together with replacement uniform items, are provided as needed.  Unserviceable uniforms and equipment must be returned when a request for replacement is made.

 

34.7    Uniforms, protective clothing and other equipment issued by Taronga to employees will remain the property of Taronga.

 

34.8    An employee will return all items of protective equipment and clothing together with any keys, identification cards and other items issued to them by Taronga when they cease employment with Taronga.

 

34.9    If an employee fails to return any uniform or protective clothing issued to them by Taronga when they cease employment with Taronga, Taronga may deduct the monetary value of the uniform or protective clothing from the employee’s separation pay if the employee has given Taronga prior written authority to do so.  Taronga may require an employee to sign a written authority on engagement or on receipt of the next issue of uniform and protective clothing.

 

Firearms

 

34.10  An employee must not carry firearms unless they are required to do so by Taronga.

 

34.11  If an employee is required by Taronga to carry firearms:

 

(a)       Taronga will train the employee in the use of the firearms with refresher courses every 12 months and the time taken for the training will be counted as time worked;

 

(b)      the firearms will be provided by Taronga; and

 

(c)       the firearms will be maintained in a reasonable condition by Taronga.

 

35.  Secure Employment

 

35.1    Objective of this clause

 

The objective of this clause is for Taronga to take all reasonable steps to provide its employees with secure employment by maximising the number of ongoing roles in Taronga’s workforce, in particular by ensuring that casual employees have an opportunity to elect to become full-time or part-time employees.

 

35.2    Casual Conversion

 

(a)       A casual employee engaged by Taronga on a regular and systematic basis for a sequence of periods of employment under this Award during a calendar period of 6 months will thereafter have the right to elect to have his or her ongoing contract of employment converted to ongoing full-time employment or part-time employment if the employment is to continue beyond the conversion process prescribed by this subclause.

 

(b)      Every employer of such a casual employee will give the employee notice in writing of the provisions of this subclause within 4 weeks of the employee having attained such period of 6 months. However, the employee retains his or her right of election under this subclause if the employer fails to comply with this notice requirement.

 

(c)       Any casual employee who has a right to elect under subclause 33.2(a), upon receiving notice under subclause 33.2(b) or after the expiry of the time for giving such notice, may give 4 weeks’ notice in writing to Taronga that he or she seeks to elect to convert his or her ongoing contract of employment to full-time or part-time employment, and within 4 weeks of receiving such notice from the employee, Taronga will consent to or refuse the election, but will not unreasonably so refuse. Where Taronga refuses an election to convert, the reasons for doing so will be fully stated and discussed with the employee concerned, and a genuine attempt will be made to reach agreement. Any dispute about a refusal of an election to convert an ongoing contract of employment will be dealt with as far as practicable and with expedition through the disputes settlement procedure.

 

(d)      Any casual employee who does not, within 4 weeks of receiving written notice from Taronga, elect to convert his or her ongoing contract of employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.

 

(e)       Once a casual employee has elected to become and been converted to a full-time employee or a part-time employee, the employee may only revert to casual employment by written agreement with Taronga.

 

(f)       If a casual employee has elected to have his or her contract of employment converted to full-time or part-time employment in accordance with subclause 33.2(c), Taronga and the employee will, in accordance with this subclause, and subject to subclause 33.2(c), discuss and agree upon:

 

(i)       whether the employee will convert to full-time or part-time employment; and

 

(ii)      if it is agreed that the employee will become a part-time employee, the number of hours and the pattern of hours that will be worked either consistent with any other part-time employment provisions of this Award pursuant to a part time work agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW);

 

Provided that an employee who has worked on a full-time basis throughout the period of casual employment has the right to elect to convert his or her contract of employment to full-time employment and an employee who has worked on a part-time basis during the period of casual employment has the right to elect to convert his or her contract of employment to part-time employment, on the basis of the same number of hours and times of work as previously worked, unless other arrangements are agreed between Taronga and the employee.

 

(g)      Following an agreement being reached pursuant to subclause 33.2(f), the employee will convert to full-time or part-time employment. If there is any dispute about the arrangements to apply to an employee converting from casual employment to full-time or part-time employment, it will be dealt with as far as practicable and with expedition through the disputes settlement procedure.

 

(h)      An employee must not be engaged and re-engaged, dismissed or replaced in order to avoid any obligation under this subclause.

 

36.  Contractors and Volunteers

 

36.1    Subject to the provisions of this clause, wherever possible work carried out at either TWPZ or by a TZ Works and Trades areas, will be performed by employees of Taronga.

 

36.2    Where work requires specialist skills, tools, plant or equipment, Taronga will consider the training of and/or hiring of such tools, plant and equipment to enable employees to carry out the work.

 

36.3    Contractors may be engaged to perform work if it is impracticable for the work to be carried out by employees because specialist skills and/or tools, plant or equipment are unavailable; or the timeframe is unacceptable; or there are competing priorities. (e.g. waste management).

 

36.4    Where contractors are engaged, Taronga will ensure that all relevant awards and agreements are observed.

 

36.5    Employees may be required to work cooperatively with contractors and such work will not give rise to any claims for extra payments.

 

36.6    Taronga will continue to support the efforts of volunteers whose services aim to enhance the public’s experience while visiting Taronga.

 

36.7    Employees may be required to work co-operatively with volunteers and/or students and such work will not give rise to any claims for extra payments.

 

37.  Anti-Discrimination

 

37.1    The parties bound by the Award respect and value equity and diversity in the workplace.

 

37.2    It is the intention of the parties bound by the 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, pregnancy, physical or mental disability, homosexuality, transgender identity, age, and carer’s responsibilities.

 

37.3    It follows that in fulfilling their obligations under the dispute resolution procedures prescribed in the Award, the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of the 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 that, by its terms or operation, has a direct or indirect discriminatory effect.

 

37.4    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.

 

37.5    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 the Award from pursuing matters of unlawful discrimination in any State or Federal jurisdiction.

 

37.6    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.

 

38.  Delegates and Trade Union Activities

 

Right of Entry of Union Officials

 

38.1    A Union official or officer may enter Taronga premises at any time during working hours for the purposes of conducting Union business provided that prior to an anticipated visit they make contact with People, Culture and Safety, the nominated manager, or other senior manager, to outline the reason for and timing of the visit.

 

38.2    A Union official or officer has the right to meet with their members when they are not working.  Where they request to meet with their members during work time this is subject to the needs of Taronga operations and must be approved by the relevant manager.

 

38.3    A Union official or officer will at all times be bound by the rules and standards of Taronga whilst on Taronga property including undertaking site inductions when they intend to visit the site on a regular or ongoing basis, and complying with security procedures for admission onto the property.

 

38.4    A Union official will have regard for the provisions of the New South Wales Industrial Relations Act 1996.

 

 

 

 

Delegates

 

38.5    A delegate is an employee who has been elected by fellow employees to be their Union representative and whose name has been registered with Taronga by the relevant Union.

 

38.6    A Union official may contact a delegate at work if they first contact the relevant manager, or other Taronga nominated representative, to make arrangements for the contact with the delegate at a convenient time.

 

38.7    Taronga will cooperate with a Union to release and pay delegates, at ordinary hours rates of pay, for up to 12 days over two years per union, to attend agreed Union courses in cases where:

 

(a)       there is prior consultation with Taronga about the course content and the ability to release particular employees from the job;

 

(b)      the course is aimed at improving industrial relations and deals with relevant matters including SafeWork NSW and Work Health and Safety; and

 

(c)       where relevant, there is an opportunity for Taronga participation in or contribution to the course.

 

Payroll Deductions for Union Membership Subscriptions

 

38.8    Taronga will make fortnightly deductions of the fortnightly union membership fee from the pay of an employee who is a member of a Union in accordance with the Union’s rules, provided that:

 

(a)       the employee has authorised Taronga to make such deduction;

 

(b)      a Union has provided Taronga with a schedule setting out union fortnightly membership fees payable by members of the Union in accordance with the Union’s rules;

 

(c)       the Union has advised Taronga of any change of the fortnightly membership fee, consequent upon a variation of the annual union membership fee as provided in the Union rules, at least one month in advance of the variation taking effect, with no more than two variations to be effected in any financial year;

 

(d)      deduction of the fortnightly membership fee will only occur in each pay period in which payment has or is to be made to an employee;

 

(e)       as soon as practicable after the fortnightly pay period has been processed, monies deducted from employees’ pay will be forwarded fortnightly to the Union by way of electronic funds transfer, together with all necessary information to enable the Union to reconcile and credit subscriptions to employees’ Union membership accounts;

 

(f)       no fortnightly membership fee will be deducted for periods where an employee is absent on leave without pay, including unpaid parental, sick or carers’ leave;

 

(g)      for casual employees the fortnightly membership fee will only be deducted, if the casual employee has worked within the relevant fortnightly pay period; and

 

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

 

 

 

 

 

 

 

Schedule 1

 

Wage Rates (Weekly)

 

Classification		Weekly		Weekly
		5 July 2021		4 July 2022
Apprentice
Apprentice - 1st year		509.30		522.2
Apprentice - 2nd year		664.70		681.5
Apprentice - 3rd year		846.50		867.9
Apprentice - 4th year		974.00		998.6
TZ Labourer/Driver/Operator
Grade 1		1061.60		1088.5
Grade 2		1116.60		1144.8
Grade 3		1138.40		1167.2
TZ Labourer/Driver/Operator (Leading Hand)		1181.80		1211.7
TWPZ Labourer
Grade 1		1078.00		1105.3
Grade 2		1156.60		1185.9
Grade 3		1179.00		1208.8
Grade 4		1195.90		1226.2
TWPZ Labourer (Leading Hand)		1258.80		1290.6
Water Systems Operator		1236.70		1268
Water Systems Operator (Leading Hand)		1267.40		1299.5
TZ Tradesperson
Grade 1		1147.20		1176.2
Grade 2		1169.40		1199
TZ Tradesperson (Leading Hand)		1223.80		1254.8
TZ Tradesperson - Plumber
Grade 1		1158.70		1188
Grade 2		1181.50		1211.4
TZ Tradesperson - Plumber (Leading Hand)		1236.00		1267.3
Tradesperson - Electrician
Grade 1		1222.00		1252.9
Grade 2		1245.80		1277.3
Tradesperson - Electrician (Leading Hand)		1300.20		1333.1
TWPZ Tradesperson		1205.60		1236.1
TWPZ Tradesperson (Leading Hand)		1260.20		1292.1
TWPZ Tradesperson - Plumber		1216.60		1247.4
TWPZ Tradesperson - Plumber (Leading Hand)		1272.40		1304.6
Senior Tradesperson/Technician/Specialist
Grade 1		1339.90		1373.8
Grade 2		1478.60		1516
Works and Trades Supervisor
Grade 1		1523.90		1562.5
Grade 2		1642.90		1684.5
Grade 3		1694.80		1737.7
Sky Safari Attendant
Grade 1		870.4		892.4
Grade 2		904.6		927.5
Sky Safari Operator		972.5		997.1
Senior Sky Safari Operator		1105.30		1133.3
TWPZ Cleaners employed before the beginning of the first full
pay period commencing on or after 3 March 2006
Grade 1	888.6		911.1
Grade 2	991.7		1016.8
Grade 3	1049.5		1076.1
Cleaner (Leading Hand)	1095.00		1122.7
Cleaning Supervisor	1141.2		1170.1
TZ Cleaners and TWPZ Cleaners employed after the beginning of the first full pay period commencing on or after 3 March 2006
Grade 1	888.6		911.1
Grade 2	991.7		1016.8
Grade 3	1023.50		1049.4
Cleaner (Leading Hand)	1069.00		1096
Cleaning Supervisor	1115.20		1143.4
TWPZ Guest Experience Attendant
Under 16 years	522.8		536
16 years	610		625.4
17 years	697.1		714.7
18 years and over	784.3		804.1
Junior Guest Experience Officers
Under 16 years	580.3		595
16 years	677		694.1
17 years	773.7		793.3
Guest Experience Officer	870.4		892.4
Senior Guest Experience Officer	904.6		927.5
Guest Experience Coordinator	1075.50		1102.7
Gatekeeper	981.9		1006.7
Security Officer
Grade 1	981.9		1006.7
Grade 2	1013.60		1039.2
Senior Security Officer	1048.50		1075
Assistant Security Manager	1105.30		1133.3
Security Manager
Year 1	1641.20		1682.7
Year 2	1782.10		1827.2
Year 3	1923.00		1971.7

 

Schedule 2

 

Allowances

 

Description
The following allowances will be payable on commencement of this Award and will be increased in line with the increases to the wage rates contained in the Award
Tool Allowance	Per week 2021 $	Per week 2022 $
Carpenter	34	34.85
Electrician Tool Allowance	21.2	21.75
Motor Mechanic	34	34.85
Painter	8.15	8.35
Plasterer	28	28.7
Plumber	34	34.85
Welder (First Class)	34	34.85
The following allowances will apply from the first full pay period on or after 1 July 2022 and will be increased in line with the increases to the wage rates contained in the Award
Licence Allowance (Payable once approved by NSW Fair Trading) Plumber, Gasfitter and Drainer when required to act on:	Per Hour	Per Hour
	$	$
- Plumber licence	1.35	1.38
- Gasfitter licence	1.35	1.38
- Drainer licence	1.14	1.17
- Plumber and gasfitter licence	1.81	1.86
- Plumber and drainer licence	1.81	1.86
- Gasfitter and drainer licence	1.81	1.86
- Plumber, gasfitter and drainer licence	2.49	2.55
Electricians Licence	51.85 per week	53.15 per week
Plumber Tradesperson Certificate Allowance (Payable once approved by Service NSW)	1.05 per hour	1.08 per hour
Chokage Allowance	9.8 per day	10.05 per day
Fouled Equipment Allowance	9.8 per day	10.05 per day
Senior First Aid Allowance	17.9 per week	18.35 per week
Occupational First Aid Allowance
The following allowances will apply from the first full pay period on or after 1 July 2022 and will not be varied during the life of the Award
Labourer/Driver/Operator Travel Allowance	10.20 per week	10.20 per week
TWPZ Disability Allowance	15.50 per week	15.50 per week
Insurance of Tools	1495.00	1495.00
The following allowance will apply from the first full pay period on or after 1 July 2022 and will be varied thereafter so as to remain consistent with reasonable allowances for the appropriate income year as published by the Australian Taxation Office
Overtime Meal Allowance	DPC Circular	DPC Circular
On Call (Standby Allowance)	1.00 per hour	1.00 per hour
The following allowance will apply from the first full pay period on or after 1 July 2022 and will be varied thereafter on July 1 of each year in line with the increases in the Consumer Price Index for Sydney during the preceding year (March quarter figures).
Laundry Allowance	5.10 per week	5.10 per week
Bus Allowance - TWPZ only	5.65 per shift	5.65 per shift
Overnight Allowance	35.10 per overnight shift	35.10 per overnight shift

 

The Award will take effect from the first full pay period on or after 1 July 2022.

 

Appendix A: Classifications

 

The provisions of this clause will not limit Taronga from allocating to an employee other duties consistent with Clause 9 - Workplace Flexibility and Multi-skilling of the Award or changing, with written advice, the expected nature and mix of duties consistent with the classification requirements.

 

TZ Labourer/Driver/Operator

 

20.2    A TZ Labourer/Driver/Operator will undertake duties as directed by their Supervisor.

 

20.3    The requirements for a TZ Labourer/Driver/Operator Grade 1 are:

(a)       have less than 12 months relevant experience;

 

(b)      to be able to perform basic tasks in maintenance, construction and transport;

 

(c)       to operate relevant machinery and tools;

 

(d)      to have their performance monitored by close supervision;

 

(e)       to carry out tasks in conjunction with other workers as required;

 

(f)       to possess and maintain the NSW Accredited General Construction Induction Card;

 

(g)      to possess and maintain a NSW (Class C) Drivers licence;

 

(h)      to undertake training in heavy rigid or medium rigid if required;

 

(i)       to undertake forklift training or other operator training if required;

 

(j)       to be prepared to undertake training to develop skills relevant to Taronga.

 

20.4    The requirements of a TZ Labourer/Driver/Operator Grade 2, in addition to the requirements of TZ Labourer/Driver/Operator Grade 1, are:

 

(a)       minimum 12 months relevant experience;

 

(b)      to perform tasks in maintenance, construction and transport under general supervision and direction;.

 

20.5    The requirements of a TZ Labourer/Driver/Operator Grade 3, in addition to the requirements of TZ Labourer/Driver/Operator Grade 2, are:

 

(a)       preparedness to fully integrate the duties of Driver, Labourer and Operator;

 

(b)      to have 2 years or more relevant experience;

 

(c)       to perform tasks without supervision;

 

(d)      to perform some complex tasks within the range of duties required by Taronga exercising some initiative in the application of established work practices

 

(e)       to contribute to decision-making processes via relevant manager;

 

(f)       to be able to supervise employees;

 

(g)      to undertake on-the-job training in basic tradespersons skills as required by Taronga.

 

TZ Labourer/Driver/Operator (Leading Hand)

 

20.6    The requirements of a TZ Labourer/Driver/Operator (Leading Hand) in addition to the requirements of TZ Labourer/Driver/Operator Grade 3, are:

 

(a)       to supervise workers, allocate duties, provide direction on work, monitor performance, plan and set out tasks, meet deadlines;

 

(b)      to be responsible for conducting training (including induction) and assessing competency;

 

(c)       to be able to perform a wide range of complex tasks;

 

(d)      may work independently and be responsible for a section of work following established priorities and work practices.

 

TWPZ Labourer

 

20.7    The requirements of a TWPZ Labourer Grade 1 are:

 

(a)       less than 12 months relevant experience;

 

(b)      to perform basic tasks in landscaping, horticulture, maintenance and construction;

 

(c)       to have performance monitored by close direction and/or continual performance assessment;

 

(d)      to operate relevant machinery and tools;

 

(e)       to carry out tasks in conjunction with other workers as required;

 

(f)       to possess and maintain the NSW Accredited General Construction Induction Card;

 

(g)      to possess and maintain a NSW (Class C) Drivers licence;

 

(h)      to undertake training in heavy rigid or medium rigid if required;

 

(i)       to undertake forklift training or other operator training if required;

 

(j)       to be prepared to undertake training to develop skills relevant to Taronga.

 

20.8    The requirements of a TWPZ Labourer Grade 2, in addition to the requirements of TWPZ Labourer Grade 1, are:

 

(a)       minimum 12 months relevant experience;

 

(b)      to have performance monitored by general supervision and direction.

 

20.9    The requirements of a TWPZ Labourer Grade 3, in addition to the requirements of TWPZ Labourer Grade 2 are:

 

(a)       minimum 2 years or more relevant experience;

 

(b)      to perform tasks without supervision;

 

(d)      to perform some complex tasks within the range of duties required by Taronga exercising some initiative in the application of established work practices;

 

(d)      to exercise appropriate decision-making including exercising some initiative in the application of established work practices;

 

20.10  The requirements of a TWPZ Labourer Grade 4, in addition to the requirements of TWPZ Labourer Grade 3 are:

 

(a)       minimum 3 years relevant experience;

 

(b)      to be able to perform a wide range of complex tasks;

 

(c)       the ability to supervise workers, allocate duties, provide direction on work, monitor performance, plan and set out tasks, meet deadlines;

 

(d)      to assist in conducting training (including induction) and assessing competency;

 

(e)       may work independently and be responsible for a section of work following established priorities and work practices.

 

TWPZ Labourer (Leading Hand)

 

20.11  The requirements of a TWPZ Labourer (Leading Hand), in addition to the requirements of TWPZ (Labourer) Grade 4 are:

 

(a)       to supervise workers, allocate duties, provide direction on work, monitor performance, plan and set out tasks, meet deadlines;

 

(b)      to work independently and be responsible for a section of work following established priorities and work practices;

(c)       to be responsible for conducting training (including induction) and assessing competency.

 

Water Systems Operator

 

20.12  The requirements of a Water Systems Operator are:

 

(a)       to ensure plant operation and maintenance is performed in accordance with operational licensing requirements of the plant;

 

(b)      to ensure the plant is maintained in a clean, presentable and operational manner, including using any additives as necessary;

 

(c)       to administer plant documentation including the provision of reports regarding plant conditions, testing and licensing status to the relevant manager;

 

(d)      to operate and maintain Taronga water systems to satisfy approved stakeholder requirements;

 

(e)       to record all maintenance activities as required by Taronga;

 

(f)       to ensure appropriate management and storage of chemicals;

 

(g)      to possess and maintain the NSW Accredited General Construction Induction Card;

 

(h)      to possess and maintain a NSW (Class C) Drivers licence.

 

Water Systems Operator (Leading Hand)

 

20.13  The requirements of a Water Systems Operator (Leading Hand) in addition to the requirements of Water Systems Operator are:

 

(a)       have demonstrated experience in monitoring and optimising the performance of water systems to ensure water quality requirements are met and maintained;

 

(b)      have high level of experience in the maintenance and operations of water treatment systems;

 

(c)       to be able to identify and coordinate maintenance tasks associated with all water treatment systems liaising with external service providers;

 

(d)      to ensure that all works associated with water systems is carried out in a safe and efficient manner;

 

(e)       have the ability to train workers and document processes and procedures related to all water systems;

 

(f)       to ensure that all records are maintained to meet the requirements of all stakeholders and statutory authorities;

 

(g)      to supervise other workers, allocate duties, monitor performance and provide direction on work to be performed, as required;(h)        to be responsible for planning, co-ordinating, ordering of stores and general management of all work within a specific trade;

 

(i)       to exercise independent action;

 

(j)       to undertake on-the-job training in basic skills of other trades; and

 

(k)      to be responsible for conducting training (including induction) and assessing competency.

 

TZ Tradesperson

 

20.14  The requirements of a TZ Tradesperson Grade 1 are:

 

(a)       to possess and maintain the NSW Accredited General Construction Induction Card;

 

(b)      to possess and maintain a NSW Class C Drivers licence;

 

(c)       to undertake a full range of tradespersons duties;

 

(d)      to be able to work without supervision;

 

(e)       may work independently and be responsible for a section of work following established priorities and work practices;

 

(f)       to have completed relevant Trade qualification/s as determined by Taronga; and

 

(g)      to undertake on-the-job training in basic skills of other trades, as required.

 

20.15  The requirements of a TZ Tradesperson Grade 2, in addition to the requirements of TZ Tradesperson Grade 1, are:

 

(a)       12 months or more relevant experience;

 

(b)      to exercise independent action;

 

(c)       to be capable of and may be required to supervise employees;

 

(d)      to contribute to decision-making processes via relevant management;

 

(e)       to assist in conducting training (including induction) and assessing competency;

 

(f)       to undertake on-the-job training in basic skills of other trades, as a minimum.

 

TZ Tradesperson (Leading Hand)

 

20.16  The requirements of a TZ Tradesperson (Leading Hand) in addition to the requirements of TZ Tradesperson Grade 2 are:

 

(a)       to supervise other employees, allocate duties, monitor performance and provide direction on work to be performed, as required;

 

(b)      to be responsible for planning, co-ordinating, ordering of stores and general management of all work within a specific trade;

 

(c)       to be responsible for conducting training (including induction) and assessing competency.

 

TZ Tradesperson - Plumber

 

20.17  The requirements of a TZ Tradesperson - Plumber are:

 

(a)       to be capable of full range of tradespersons’ duties;

 

(b)      to be able to work without supervision;

 

(c)       to be capable of supervising employees;

 

(d)      to have the ability to work independently;

 

(e)       to be responsible for a section of work following established priorities and work practices;

 

(f)       to possess and maintain the NSW Accredited General Construction Induction Card;

 

(g)      to possess and maintain a NSW (Class C) Drivers licence;

 

(h)      to have completed Trades Qualification as determined by Taronga;

 

(j)       to obtain and maintain a Tradesperson Certificate/Licence, as determined by Taronga, with relevant governing body i.e. NSW Fair Trading;

 

(k)      to undertake on the job training in the basic skills of other trades; and

 

(l)       to assist in conducting training (including induction) and assessing competency;

 

TZ Tradesperson - Plumber (Leading Hand)

 

20.18  The requirements of a TZ Tradesperson - Plumber (Leading Hand) in addition to the TZ Tradesperson - Plumber are:

 

(a)       to supervise employees including allocating duties, monitoring performance and providing direction on work to be performed;

 

(b)      to be responsible for planning, coordinating and ordering of stores;

 

(c)       to be responsible for general management of all work within a specified trade;

 

(d)      to obtain and maintain valid licence as per NSW Fair Trading and Taronga’s requirements;

 

(e)       to be responsible for conducting training (including induction) and assessing competency.

 

Tradesperson - Electrician

 

20.19  The requirements of a Tradesperson - Electrician are:

 

(a)       to be capable of full range of tradespersons’ duties;

 

(b)      to be able to work without supervision;

 

(c)       to be capable of supervising  employees;

 

(d)      to have the ability to work independently;

 

(e)       to be responsible for a section of work following established priorities and work practices;

 

(f)       to have completed Trades Qualifications as determined by Taronga;

 

(g)      to obtain and maintain a Tradesperson Certificate/Licence, as determined by Taronga, with relevant governing body i.e. NSW Fair Trading;

 

(h)      to undertake on the job training in the basic skills of other trades; and

(i)       to possess and maintain the NSW Accredited General Construction Induction Card;

 

(j)       to possess and maintain a NSW (Class C) Drivers licence;

 

(k)      to assist in conducting training (including induction) and assessing competency;

 

Tradesperson - Electrician (Leading Hand)

 

20.20  The requirements of a Tradesperson - Electrician (Leading Hand) in addition to the requirements of a Tradesperson - Electrician the duties are:

(a)       to supervise employees including allocating duties, monitoring performance and providing direction on work to be performed;

 

(b)      to be responsible for planning, coordinating and ordering of stores;

 

(c)       to be responsible for general management of all work within a specified trade;

 

(d)      to obtain and maintain valid licence as per NSW Fair Trading requirements;

 

(e)       to be responsible for conducting training (including induction) and assessing competency.

 

TWPZ Tradesperson

 

20.21  The requirements of a TWPZ Tradesperson are:

 

(a)       to be capable of full range of tradespersons’ duties;

 

(b)      to be able to work without supervision;

 

(c)       to be capable of supervising employees;

 

(d)      to have the ability to work independently;

 

(e)       to be responsible for a section of work following established priorities and work practices;

 

(f)       to have completed Trade/s Qualification as determined by Taronga;

 

(g)      to possess and maintain the NSW Accredited General Construction Induction Card;

 

(h)      to possess and maintain a NSW (Class C) Drivers licence;

 

(i)       to undertake on the job training in the basic skills of other trades; and

 

(j)       to assist in conducting training (including induction) and assessing competency;

 

TWPZ Tradesperson (Leading Hand)

 

20.22  The requirements of a TWPZ Tradesperson (Leading Hand) in addition to the requirements of a TWPZ Tradesperson are:

 

(a)       to supervise employees  including allocating duties, monitoring performance and providing direction on work to be performed;

 

(b)      to be responsible for planning, coordinating and ordering of stores and general management of all work within a specific trade;

 

(c)       to be responsible for conducting training (including induction) and assessing competency.

 

TWPZ Tradesperson - Plumber

 

20.23  The requirements of a TWPZ Tradesperson - Plumber are:

 

(a)       to be capable of full range of tradespersons’ duties;

 

(b)      to be able to work without supervision;

 

(c)       to be capable of supervising employees ;

 

(d)      to possess and maintain the NSW Accredited General Construction Induction Card;

(e)       to possess and maintain a NSW Class C Drivers licence;

 

(f)       to have the ability to work independently;

 

(g)      to be responsible for a section of work following established priorities and work practices;

 

(h)      to have completed Trades Qualification as determined by Taronga;

 

(i)       to obtain and maintain a Tradesperson Certificate/Licence, as determined by Taronga, with relevant governing body i.e. NSW Fair Trading;

 

(j)       to undertake on the job training in the basic skills of other trades; and

 

(k)      to assist in conducting training (including induction) and assessing competency;

 

TWPZ Tradesperson - Plumber (Leading Hand)

 

20.24  The requirements of a TWPZ Tradesperson - Plumber (Leading Hand) in addition to the requirements of a TWPZ Tradesperson - Plumber are:

 

(a)       to supervise employees including allocating duties, monitoring performance and providing direction on work to be performed;

 

(b)      to be responsible for planning, coordinating and ordering of stores and general management of all work within a specified trade;

 

(c)       to exercise independent action;

 

(d)      To obtain and maintain valid licence as per NSW Fair Trading requirements;

 

(e)       to be responsible for conducting training (including induction) and assessing competency. 

 

Senior Technician/Trades Specialist Grade 1

 

20.25  The requirements of a Senior Technician/Trades Specialist Grade 1 are:

 

(a)       Experience and competency in multiple trades;

 

(b)      Trade Qualification or equivalent experience as determined by Taronga;

 

(c)       to be responsible for conducting training (including induction) and assessing competency.

 

(d)      to supervise employees, allocate duties, monitor performance, provide direction on work to be performed;

 

(e)       to exercise independent action;

 

(f)       to possess and maintain the NSW Accredited General Construction Induction Card;

 

(g)      to possess and maintain a NSW (Class C) Drivers licence;

 

Senior Technician/Trades Specialist Grade 2

 

20.26  The requirements of a Senior Technician/Trades Specialist Grade 2 in addition to the requirements of a Senior Technician/Trades Specialist Grade 1 are:

 

(a)       to liaise with senior employees in other sections to ensure a co-ordinated approach to work;

 

(b)      to undertake available management courses and training;

(c)       to manage, guide, develop and support allocated team members to achieve individual and Taronga goals;

 

(d)      to drive the team’s adoption of an enhanced customer focused approach; and

 

Works and Trades Supervisor

 

20.27  The requirements of a Works and Trades Supervisor are:

 

(a)       to be responsible for planning, co-ordinating, ordering of stores and general management of all work within the section;

 

(b)      to ensure asset maintenance work contributes to the presentation, safety, operation and maintenance of facilities, grounds and exhibits;

 

(c)       verify the work is completed relevantly and achieves Taronga standards;

 

(d)      to ensure employees under their leadership adhere to all Taronga policies, including work health, safety and environment requirements and the Code of Conduct.

 

Sky Safari Attendant

 

20.28  A casual employee, including nominated members of the Sky Safari rescue team, will be employed as a Sky Safari Attendant Grade 1.

 

20.29  The requirements of a Sky Safari Attendant Grade 1 are:

 

(a)       have less than 12 months relevant experience;

 

(b)      to assist with ensuring the good order and safe operation of Sky Safari cable cars;

 

(c)       to provide high levels of customer service including greeting, directing and assisting with entry and exit of Sky Safari passengers;

 

(d)      to perform general cleaning and tidying of Sky Safari cabins and platforms;

 

(e)       to work closely with other departments of Taronga to ensure a seamless experience for guests;

 

(f)       have performance monitored by close supervision; and

 

(g)      to undertake training as required and provided by Taronga, including Sky Safari Attendants training program.

 

20.30  The requirements of a Sky Safari Attendant Grade 2, in addition to the requirements of Sky Safari Attendant Grade 1, are:

 

(a)       more than 12 months relevant experience;

 

Sky Safari Operator

 

20.23  The requirements of a Sky Safari Operator, in addition to the requirements of Sky Safari Attendant Grade 2 are:

 

(a)       have a minimum 6 months relevant experience;

 

(b)      completion of Sky Safari Operator training and rescue team training;

 

(c)       to be fully conversant with the Sky Safari Evacuation Manual and all evacuation procedures;

 

(d)      to provide maintenance assistance as required;

 

(e)       to have performance monitored by supervision;

 

(f)       to complete relevant and required training as provided by Taronga,

 

(g)      possess and maintain a current Senior First Aid qualification; and

 

Senior Sky Safari Operator

 

20.24  The requirements of a Senior Sky Safari Operator, in addition to the requirements of Sky Safari Operator, are:

 

(a)       2 years relevant experience;

 

(b)      to be fully conversant with the Sky Safari Evacuation Manual and all evacuation procedures;

 

(c)       to take operational control of Sky Safari terminal/s including the performance of regular safety checks and inspections; and

 

(d)      to provide maintenance assistance as required.

 

Cleaner

 

20.25  A casual Cleaner will be employed as a Cleaner Grade 1.

 

20.26  The requirements of a Cleaner Grade 1 are:

 

(a)       less than 12 months relevant experience;

 

(b)      to perform cleaning work of any description on Taronga premises for the greater part of any shift worked, including any of the following tasks, or combination of tasks as directed by Taronga, including the operation of mechanical or other forms of cleaning equipment for which the employee possesses relevant experience or training;

 

(c)       to distribute and maintain toilet and other requisites and cleaning materials in buildings or establishments including appropriate management of chemicals.

 

(d)      to clean carpets including operating equipment used in powder systems or liquid shampoo systems or hot water injection and extraction systems (commonly referred to as ‘steam cleaning’);

 

(e)       to clean windows and other glass panels and doors, as required;

 

(f)       to operate ‘ride-on’ powered sweeping machines, where relevant training has been provided;

 

(g)      to operate steam cleaning and pressure washing equipment on the exterior of buildings no higher than 2.5 metres on one level;

 

(h)      to perform customer service as required;

 

(i)       to have performance monitored by close supervision; and

 

(j)       to undertake relevant training as provided and required by Taronga.

 

(k)       to possess and maintain a NSW (Class C) Drivers licence

 

20.27  The requirements of a Cleaner Grade 2, in addition to the requirements of Cleaner Grade 1 are:

 

(a)       more than 12 months relevant experience;

 

(b)      to have performance monitored by general supervision and direction; and

 

20.28  The requirements of a Cleaner Grade 3, in addition to the requirements of Cleaner Grade 2, are:

 

(a)       to be able to work unsupervised and usually without detailed instructions;

 

(e)       to exercise independent action within established work practices;

 

(f)       to be able to supervise other workers within same classification;

 

(e)       to monitor stock levels (unsupervised);

 

(f)       to assist in the completion of quality assurance audits and facility maintenance audits; and

 

(g)      to deliver training as required.

 

Cleaner (Leading Hand)

 

20.29  The requirements of a Cleaner (Leading Hand), in addition to the requirements of Cleaner Grade 3, are:

 

(a)       to provide support and relief when required to Cleaning Supervisor/s;

 

(f)       to assist Cleaning Supervisor/s in general supervision of Grade 1, 2 and 3 cleaning duties,  including allocating duties, monitoring performance and providing direction on work to be performed;

 

c)        to perform tasks without supervision;

 

(d)      to order supplies, receive deliveries and perform administrative tasks as required;

 

(e)       to implement cleaning procedures and other relevant cleaning documentation;

 

(f)       to conduct quality assurance audits and facility maintenance audits;

 

(g)      possess and maintain a current Senior First Aid qualification; and

 

Cleaning Supervisor

 

20.30  The requirements of a Cleaning Supervisor in addition to the requirements of Cleaner Leading Hand are:

 

(a)       to ensure the clean presentation of Taronga premises by directing, co-ordinating and prioritising the work of cleaners;

 

(b)      to provide ongoing advice to support the preparation and implementation of rosters; 

 

(c)       verify the work of Cleaners is completed as per established work practices and achieves Taronga standards;

 

(d)      to maintain building/s or section/s of Taronga premises;

 

(e)       to maintain cleaning equipment;

 

(f)       to develop and complete quality assurance audits and facility maintenance audits;

 

(g)      to perform general administration duties including computer based payroll systems, computer based record keeping systems, basic filing system management and other general administration duties

TWPZ Guest Experience Attendant

 

20.31  The requirements of a Guest Experience Attendant may include but are not limited to the following:

 

(a)       provide the highest level of customer service to guests;

 

(b)      meet and greet guests at any entry/exit point to Taronga premises and within the zoo grounds;

 

(c)       facilitate the hiring of bicycles and motorised carts to guests, including the non-mechanical maintenance, provision and storage of bicycles, motorised carts, helmets, and baskets; and identify any mechanical maintenance that is required to be performed;

 

(d)      perform financial transactions, including the operation of a cash register; collection, return and check of float/s; and processing of credit card transaction;

 

(e)       provide information and assistance to guests, including distributing event information/maps, operating attractions, issuing directions, checking tickets after point of sale and other value-adding customer activities;

 

(f)       provide guests with hire forms and operational instructions, including fitting equipment, completing forms, and checking equipment upon its return;

 

(g)      maintain bicycles and motorised carts and hire station in a clean and presentable manner; and

 

(h)      undertake on the job training as required and provided by Taronga.

 

Notes: Licensed drivers only are to operate motorised carts.

 

Built into the wage rate for this classification as set out in Schedule 1 of the Award is a component paid in lieu for any claims for shift loadings, except for a Public Holiday shift loading.

 

Guest Experience Officer

 

20.32  The requirements of a Guest Experience Officer are to perform any of the following tasks, or combination of tasks:

 

(a)       meet and greet guests at any point, provide queue management, direction, ticketing and distribute information;

 

(b)      operate Taronga car park including the management of car park spaces, traffic flow, collection of parking fees and issuing receipts;

 

(c)       undertake guest service duties as directed, including the provision of information to guests, distributing event information/maps, and assisting and escorting guests;

 

(d)      perform administrative/operational duties to support guest experience functions; and

 

(e)       undertake on the job training as required and provided by Taronga.

 

(f)       to possess and maintain a NSW (Class C) Drivers licence

 

Senior Guest Experience Officer

 

20.33  The requirements of a Senior Guest Experience Officer, in addition to the requirements of Guest Experience Officer, are:

 

(a)       more than 12 months relevant experience within a face to face Customer Service industry;

 

(b)      to support and assist Guest Experience Coordinator;

(c)       to provide reports to Guest Experience Coordinator as required including daily issues;

 

(d)      to identify WHS issues and generating work requisitions as necessary;

 

(e)       possess a current Senior First Aid qualification; and

 

(f)       to complete relevant and required training as provided by Taronga.

 

Guest Experience Coordinator

 

20.34  The requirements of a Guest Experience Coordinator, in addition to the requirements of Senior Guest Experience Officer, are:

 

(a)       more than 2 years supervisory relevant experience within the Customer Services, Tourism and/or Hospitality industry;

 

(b)      possess a current Senior First Aid qualification;

 

(c)       to undertake quality checks and complete logs throughout the day of public area presentation standards, including toilets, litter, food areas and relevant staffing levels and signage, and liaise with management and other departments of Taronga regarding same as required;

 

(d)      to report on the impact of construction on guest circulation and advise as to alternative solutions to improve guest experiences;

 

(e)       to report on guest impact of changes to animals on exhibit;

 

(f)       to resolve guest issues, consulting with management as relevant;

 

(g)      to assist in pre-show activities, tours and encounters;

 

(h)      to assist in briefings delivered by management;

 

(i)       to supervise or act as ‘meet and greet host’ for booked groups;

 

(j)       to supervise Guest Experience workers; and

 

(k)      to prepare and distribute daily reports of activities within the ground as required.

 

Note: Built into the Guest Experience Coordinator wage rates prescribed in Schedule 1, is a component paid for employees in this classification to be appointed by Taronga to the First Aid Response team and administer First Aid as and when required as an inherent requirement of the role of the Guest Experience Coordinator. This additional salary is in lieu of any claims for first-aid allowance.

 

Gatekeeper

 

20.35  The requirements of a Gatekeeper are:

 

(a)       while stationed at an entrance and/or exit, to control the movement of persons, vehicles, goods and/or property arriving or departing from Taronga premises or property, including the inspection of vehicles carrying loads of any description to ensure that the load and description of such goods is in accordance with the requirements of the relevant document and/or gate pass;

 

(b)      to perform area or door attendant/commissionaire role in a commercial building as required and where qualified;

 

(c)       to perform other security duties consistent with Security Officer Grade 1, for which the Gatekeeper is qualified, as directed; and

(d)      to undertake on the job training as required and provided by Taronga.

 

Security Officer

 

20.36  A casual Security Officer will be employed as a Security Officer Grade 1.

 

20.37  The requirements of a Security Officer Grade 1 are:

 

(a)       less than 12 months relevant experience;

 

(b)      to observe, guard and/or protect Taronga premises and/or property; including controlling access to and exit from premises; managing conflict; apprehending offenders; escorting and carrying valuables; providing for safety of persons; assisting in crowd management and maintaining effective relationships with clients, employees and guests of Taronga as part of a team;

 

(c)       to be fully conversant with Taronga’s Guest Experience and Security procedures relating to Taronga operations, premises and/or property, including emergency procedures for environmental controls of exhibits;

 

(d)      to be conversant with location and use of all Taronga fire fighting equipment, including service and maintenance requirements;

 

(e)       to provide a high level of customer and security related services, including Zoo patrols and assistance with operational issues relating to the guest experience;

 

(f)       to be fully conversant with procedures for accepting injured animals after hours;

 

(g)      to possess a current Security Industry Certificate, and relevant security licence (1AC); and

 

(h)      to undertake or have completed on the job training.

 

(i)       to possess and maintain a NSW  (Class C) Drivers licence, including the ability to drive a manual vehicle

 

20.38  The requirements of a Security Officer Grade 2, in addition to the requirements of Security Officer Grade 1, are:

 

(a)       more than 12 months relevant experience; and

 

(b)      to undertake required training as required and provided by Taronga.

 

Senior Security Officer

 

20.39  The requirements of a Senior Security Officer, in addition to the requirements of a Security Officer Grade 2, are:

 

(a)       a minimum of 3 years industry service; and

 

(a)       to assist Management in the management of operations as required.

 

Assistant Security Manager

 

20.40  The requirements of an Assistant Security Manager, in addition to the requirements of a Senior Security Officer, are:

 

(a)       liaise with management and other departments of Taronga regarding general security matters;

 

(b)      to direct inquiries from the general public to relevant management;

 

(c)       to deputise for the Security Manager as required; and

 

(f)       to assist the Security Manager in the management of operations.

 

(g)      To engage and coordinate external security contractors on an as needs basis.

 

Security Manager

 

20.41  The requirements of a Security Manager, in addition to the requirements of an Assistant Security Manager, are:

 

(a)       to manage, plan and co-ordinate Taronga security operations including recruitment and training of employees  and provide reports as requested, including monthly financial reports and yearly budget plans;

 

(b)      to co-ordinate emergency procedures;

 

(c)       to direct Security Officers and Gatekeepers in the daily operations of the security team;

 

(d)      to oversee and develop Security Officer and Gatekeeper rosters; and

 

(e)       to perform security duties, and be on-call to respond to security emergencies/matters.

 

Note: Built into the Security Manager wage rates prescribed in Schedule 1, is a component paid in lieu of any claims for on call allowance, shift and/or overtime rates, except for elective overtime provided under the Overtime clause of the Award.

 

Appendix B - Leave Provisions

 

The following leave conditions are contained in the Crown Employees Conditions of Employment Leave Provisions Section 6 (Clauses 67 - 84) and apply to employees covered by this Award.

 

 

 

 

N. CONSTANT, Chief Commissioner

 

 

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Printed by the authority of the Industrial Registrar.