Crown Employees (SCHOOL PSYCHOLOGISTS – DEPARTMENT
OF Education) SALARIES Award 2022
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by NSW
Department of Education.
(Case No. 356548 of 2023)
|
Before Chief
Commissioner Constant
|
6 June 2023
|
|
Commissioner Sloan
|
|
|
Commissioner Webster
|
|
AWARD
PART A
Arrangement
Clause No. Subject Matter
1.
Title
2.
Purpose of this Award
3. Definitions
4. Salaries
5. Salary Packaging
Arrangements, including Salary Sacrifice to Superannuation
6. Conditions
of Employment
7. Qualifications
8. Professional
Practice Framework
9. Performance and Development
10. Grievance and
Dispute Settlement Procedure
11. No Extra
Claims
12. Anti-Discrimination
13. Area,
Incidence and Duration
PART B - SALARIES
Table 1 - School Psychologist Salaries
Table 2 - Senior Psychologist Education and Leader, Psychology
Practice Salaries
Table 3 - Rates of Pay – Casual School Psychologists and
Casual Senior Psychologists Education
1. Title
1.1 This award will
be known as the Crown Employees (School Psychologists – Department of
Education) Salaries Award.
2. Purpose of This
Award
2.1 This award
establishes the rates of pay, salary progression and industrial instruments
governing the conditions of employment for School Psychologists, Senior
Psychologists Education and Leaders, Psychology Practice.
3. Definitions
3.1 "Act"
means the Government Sector Employment Act 2013 (NSW).
3.2 “Advanced
Certification” means certification at the advanced capability stage of the
Professional Practice Framework.
3.3 “AHPRA” means
the Australian Health Practitioner Regulation Agency, the national organisation
responsible for implementing the National Registration and Accreditation Scheme
across Australia in partnership with the national boards for each health
profession.
3.4 “Annual Performance
and Development Plan” means the process by which employees covered by this
award will identify, implement and review goals in
accordance with the applicable capability stage of the Professional Practice
Framework.
3.5 "Association”
means the Public Service Association and Professional Officers’ Association
Amalgamated Union of New South Wales.
3.6 “Casual
Employee” means an employee employed to carry out irregular, intermittent,
short-term, urgent or other work as and when required.
3.7 “Department”
means the New South Wales Department of Education.
3.8 “Employee” means
any person employed as a School Psychologist, Senior Psychologist Education or
Leader, Psychology Practice, in accordance with the Act in ongoing, temporary or casual employment.
3.9 “Established
Certification” means certification at the established capability stage of the
Professional Practice Framework.
3.10 “Industrial
Relations Commission” means the Industrial Relations Commission of New South
Wales established by the Industrial
Relations Act 1996 (NSW).
3.11 “Industrial
Relations Secretary” means the Industrial Relations Secretary, as established
under the Act.
3.12 “Leader,
Psychology Practice” means a person appointed to lead a team of Senior
Psychologists, Education to implement professional practices consistent with
the standards of the Department and the Psychology Board of Australia. The Leader, Psychology Practice develops and
implements strategies to enhance psychology services in schools, including
professional development and support for the school counselling workforce.
3.13 “Ongoing
Employee” means an employee whose employment continues until the employee
resigns or his or her employment is
terminated.
3.14 “Parties” means
the Secretary of the Department of Education and the Association.
3.15 “Professional
Practice Framework” means the Department’s School Counselling Service core
capabilities practice requirements for School Psychologists working in the
school environment to guide professional
practice and growth throughout their careers.
3.16 “The Board” or
“Psychology Board” means the Psychology Board of Australia or successor
organisation, responsible for registering psychologists and provisional
psychologists, developing standards, codes and
guidelines for the psychology profession
3.17 “Relevant
experience in a psychologist role” means all experience in a psychologist
role that is relevant to the role of school psychologist, as determined by
the Secretary, or their delegate, in their sole discretion.
3.18 “School” means a Department school where instruction is provided by the
Department and includes any place designated as part of, or as an annex to,
such school.
3.19 “School Psychologist” means a person employed
as such, in a School by the Secretary under the Act. School Psychologists provide specialised
psychological assessment, counselling and intervention
services to strengthen learning and wellbeing outcomes for students.
3.20 "Secretary"
means the Secretary of the New South Wales Department of Education.
3.21 “Senior
Psychologist Education” means a person employed under the Act to provide
professional leadership and clinical/professional practice supervision to
School Psychologists and professional leadership in the delivery of
psychological services to school communities.
3.22 “Temporary
Employee” means an employee employed on a temporary basis to carry out work for
a specified period.
3.23 “The School Counselling Service” means the psychological service provided within Schools by suitably
qualified staff, contributing appropriate school-based support for the mental
health and wellbeing of students - including but not limited to, counselling,
and cognitive, emotional and behavioural assessments
and evidence-based interventions. The School Counselling Service includes staff
working within Department schools as a School Counsellor, School Psychologist,
Senior Psychologist Education, District Guidance Officer, Leader, Psychology Practice and staff working in executive and corporate roles
whose core business relates to the School Counselling Service.
4.
Salaries
School Psychologists
4.1 Salaries and rates of pay for School
Psychologists are set out in Part B - Salaries, Table 1
and Table 3 of this award. In addition to the salary increase of 2.04% already paid
by way of determination under s.52 (1) of the Act, from the first full pay
period on or after 1 January 2022, salaries under Part B - Salaries Table 1 and
Table 3 will be increased by:
4.1.1 0.25%
from the first full pay period commencing on or after 1 July 2022; and
4.1.2 2.53%
from the first full pay period commencing on or after 1 January 2023.
4.2 The annual salary for School Psychologists
will be in accordance with the School Psychologist’s level of Registration with
the Psychology Board on commencement of employment.
4.2.1 A School Psychologist with Provisional
Registration with the Psychology Board will commence on Band 1.
4.2.2 Unless
clauses 4.2.3 to 4.2.5 apply, a School Psychologist with General Registration
with the Psychology Board will commence employment with the Department on Band
2.0.
4.2.3 A School Psychologist with General
Registration with the Psychology Board and at least two years’, but less than
three years’, relevant experience in a psychologist role with General
Registration will commence on Band 2.1.
4.2.4 A School Psychologist with General Registration
with the Psychology Board and at least three years’, but less than four years’,
relevant experience in a psychologist role with General Registration will
commence on Band 2.2.
4.2.5 A School Psychologist with General
Registration with the Psychology Board and at least four years’ relevant
experience in a psychologist role with General Registration will commence on
Band 2.3.
4.2.6 When making an offer of employment to a
prospective Employee, the Department must inform them of the terms of this
clause 4 and give the prospective Employee an opportunity to put forward any
information that they wish the Secretary to consider in determining whether the
prospective Employee should commence employment on a band higher than Band 2.0.
Senior Psychologists
Education and Leaders, Psychology Practice
4.3 Salaries and rates of pay for Senior
Psychologists Education are set out in accordance with Part B - Salaries, Table
2 and Table 3 of this award. In addition to the
salary increase of 2.04% already paid by way of determination under s.52 (1) of
the Act, from the first full pay period on or after 1 January 2022, salaries
under Part B – Salaries, Table 2 and Table 3 will be increased by:
4.3.1 0.25%
from the first full pay period commencing on or after 1 July 2022; and
4.3.2 2.53%
from the first full pay period commencing on or after 1 January 2023.
4.4 Salaries for Leaders, Psychology Practice
are set out in accordance with Part B – Salaries, Table 2 of this award.
Salary Progression and Maintenance
4.5 Salary progression from Band 1 to Band 2.0
will take effect from the first full pay period after the completion of a
minimum of 12 months service, attainment of General Registration with the
Psychology Board and subject to the satisfactory performance of duties via an
Annual Performance and Development Plan.
4.5.1. For those School Psychologists who have 12
months of service at Band 1 but do not have General Registration with the
Psychology Board, progression from Band 1 to Band 2.0 will take effect from the
first pay period after the School Psychologist attains General Registration
with the Psychology Board and subject to the satisfactory performance of duties
via an Annual Performance and Development Plan (including goals consistent with
working towards the attainment of Established Certification).
4.6 Salary
progression from Band 2.0 to 2.1 will take effect from the first full pay
period after the completion of 24 months service at Band 2.0 for those School
Psychologists who continue to meet the requirements of General Registration
with the Psychology Board and subject to the satisfactory performance of duties
via an Annual Performance and Development Plan (including goals consistent with
the attainment of Established Certification).
4.7 Salary progression
from Band 2.1 to 2.2 and from 2.2 to 2.3 will take effect from the first full
pay period after the completion of 12 months service for those School
Psychologists who continue to meet the requirements of General Registration
with the Psychology Board and subject to the
satisfactory performance of their duties via an Annual Performance and
Development Plan (including goals consistent with the maintenance of
Established Certification).
4.8 Salary
progression from Band 2.3 to Band 3 will take effect from the first full pay
period after confirmation of Advanced Certification and General Registration by
the Psychology Board for School Psychologists who have been remunerated at Band
2.3 for a minimum of 12 months service and subject to satisfactory performance
of duties via the Annual Performance and Development Plan (including goals
consistent with the maintenance of Established Certification). For those School
Psychologists who have Advanced Certification and General Registration with the
Psychology Board but do not have 12 months service at Band 2.3, progression
from Band 2.3 to Band 3 will, subject to satisfactory performance of duties via
the Annual Performance and Development Plan, take effect from the first full
pay period after the completion of 12 months service at Band 2.3.
4.9 Payment of
salaries under this clause is conditional upon a School Psychologist maintaining
the appropriate level of registration with the Psychology Board in accordance
with AHPRA regulations and Established Certification and Advanced Certification
(where relevant).
4.10 Where delays to the completion of the Annual
Performance and Development Plan process occurs, subject to compliance with all
other requirements of clauses 4.5 to 4.8, a School Psychologist will be
entitled to progress to the subsequent salary band effective from the original
increment date, including backpay as necessary, on confirmation of satisfactory
performance.
4.11 Where performance concerns are identified as
part of the Annual Performance and Development Plan, the increment of a School
Psychologist may be deferred. Subject to
the compliance with the requirements of clauses 4.5 to 4.8, the payment of a
previously deferred increment will be made from the date the Department
deems the performance of the School Psychologist to be satisfactory. Where the unsatisfactory service occurred:
4.11.1 within the first 3
years of employment, the original increment date
will be retained.
4.11.2 after 3 years employment, all future
incremental dates will be varied by the period of the deferment.
5. Salary Packaging
Arrangements, Including Salary Sacrifice to Superannuation
5.1 The entitlement
to salary package in accordance with this clause is available to:
5.1.1 ongoing full-time
and part-time employees;
5.1.2 temporary
employees, subject to the Department’s convenience; and
5.1.3 casual employees,
subject to the Department’s convenience, and limited to salary sacrifice to
superannuation in accordance with subclause 5.7.
5.2 For the purposes
of this clause:
5.2.1 "salary"
means the salary or rate of pay prescribed for the employee's classification by
Part B – Salaries of this award, and any other payment that can be salary
packaged in accordance with Australian taxation law.
5.2.2 "post
compulsory deduction salary" means the amount of salary available to be
packaged after payroll deductions required by legislation or order have been taken into account. Such payroll deductions may include, but
are not limited to, taxes, compulsory superannuation payments, HECS payments,
child support payments, and judgement debtor/garnishee orders.
5.3 By mutual agreement
with the Secretary, an employee may elect to package a part or all of their post compulsory deduction salary in order to
obtain:
5.3.1 a benefit or
benefits selected from those approved by the Secretary; and
5.3.2 an amount equal
to the difference between the employee’s salary, and the amount specified by
the Secretary for the benefit provided to or in respect of the employee in
accordance with such agreement.
5.4 An election to
salary package must be made prior to the commencement of the period of service
to which the earnings relate.
5.5 The agreement
will be known as a Salary Packaging Agreement.
5.6 Except in
accordance with subclause 5.7, a Salary Packaging Agreement must be recorded in
writing and must be for a period of time as mutually
agreed between the employee and the Secretary at the time of signing the Salary
Packaging Agreement.
5.7 Where an
employee makes an election to sacrifice a part or all of
their post compulsory deduction salary as additional employer superannuation
contributions, the employee may elect to have the amount sacrificed:
5.7.1 paid into the
superannuation fund established under the First
State Superannuation Act 1992; or
5.7.2 where the
employer is making compulsory employer superannuation contributions to another
complying superannuation fund, paid into the same complying fund; or
5.7.3 subject to the
Department’s agreement, paid into another complying superannuation fund.
5.8 Where the
employee makes an election to salary sacrifice, the employer must pay the
amount of post compulsory deduction salary, the subject of election, to the
relevant superannuation fund.
5.9 Where the
employee makes an election to salary package and where the employee is a member
of a superannuation scheme established under the:
a) Police
Regulation (Superannuation) Act 1906 (NSW);
b) Superannuation
Act 1916 (NSW);
c) State
Authorities Superannuation Act 1987 (NSW); or
d) State
Authorities Non-contributory Superannuation Act 1987 (NSW),
the
Department must ensure that the employee’s superable salary for the purposes of
the above Acts, as notified to the SAS Trustee Corporation, is calculated as if
the Salary Packaging Agreement had not been entered into.
5.10 Where the
employee makes an election to salary package, and where the employee is a
member of a superannuation fund other than a fund established under legislation
listed in subclause 5.9 of this clause, the Department must continue to base
contributions to that fund on the salary payable as if the Salary Packaging
Agreement had not been entered into. This clause
applies even though the superannuation contributions made by the Department may
be in excess of superannuation guarantee requirements
after the salary packaging is implemented.
5.11 Where the
employee makes an election to salary package:
5.11.1 subject to
Australian Taxation law, the amount salary packaged will reduce the salary
subject to appropriate PAYG taxation deductions by the amount packaged; and
5.11.2 any allowance, penalty
rate, payment for unused leave entitlements, weekly worker’s compensation or
other payment, other than any payments for leave taken in service, to which an
employee is entitled under this Award or any applicable Award, Act or statute
which is expressed to be determined by reference to the employee’s rate of pay,
is calculated by reference to the rate of pay which would have applied to the
employee under clause 3, Salaries, or Part B of this Award if the Salary
Packaging Agreement had not been entered into.
5.12 The Secretary may
vary the range and type of benefits available from time to
time following discussion with the Association. Such variations apply to
any existing or future Salary Packaging Agreement from date of such variation.
5.13 The Secretary
will determine from time to time the value of the benefits provided following
discussion with the Association. Such variations apply to any existing or
future Salary Packaging Agreement from the date of such variation. In this circumstance, the employee may elect
to terminate the Salary Packaging Agreement.
6. Conditions of
Employment
6.1 General
Conditions
The employees covered by this award are entitled to the
conditions of employment as provided for under the Act, Government Sector Employment Regulation 2014 (NSW) and the Crown Employees (Public Service Conditions
of Employment) Reviewed Award 2009 as varied or replaced. To the extent of any
inconsistency between the employment conditions found in the Crown Employees (Public Service Conditions of
Employment) Reviewed Award 2009 and this award, the employment
conditions in this award apply.
6.2 Professional
Supervision
6.2.1 Provisional
School Psychologists who have been funded to complete a Department Scholarship
will be provided by the Department with professional supervision by a
Board-approved supervisor, employed or endorsed by the Department in accordance
with the requirements of the Psychology Board guidelines and AHPRA regulations
to achieve their registration.
6.22 Provisional
School Psychologists who enter the service without a scholarship will have
access to a principal and/or secondary Board-approved supervisor(s) to complete
their registration requirements.
6.2.3 All School
Psychologists’ classifications will be provided by the Department with
professional supervision by their professional practice supervisor within the
School Counselling Service in order to maintain
competence in their psychological practice through ongoing professional
supervision in accordance with the requirements of the Psychology Board
guidelines and AHPRA regulations.
7. Qualifications
7.1 Qualifications
for School Psychologists will be those determined necessary to achieve General Registration
with the Psychology Board, in accordance with AHPRA regulations
7.1.1 To become
eligible for General Registration, the minimum qualification required is
completion of a six-year sequence of Board-approved accredited of education and
training, known as an internship pathway. This could include a minimum of
four years of study in Psychology followed by a two-year Board-approved
supervised practice program undertaken while registered as a Provisional
Psychologist; or five years of study in Psychology followed by one-year
Board-approved supervised practice program undertaken while registered as a
Provisional Psychologist.
7.1.2 Those completing
one of the internship pathways outlined in clause 7.1.1 must pass the National
Psychology Exam before applying for General Registration.
7.1.3 Alternatively a higher
degree pathway to General Registration is available. Completion of an approved
postgraduate degree in Psychology, accredited at the fifth or sixth-year level,
such as a Masters or Doctorate will mean eligibility
to apply for General Registration.
8. Professional
Practice Framework
8.1 The Professional
Practice Framework applies to all Employees.
8.2 Any changes to
the existing Professional Practice Framework or the development of a new
framework will be the subject of consultation between the parties.
9. Performance and
Development
9.1 Performance and
development processes applicable to School Psychologists will consist of
completion of an Annual Performance and Development Plan developed every 12
months in accordance with the Professional Practice Framework.
9.2 School
Psychologists must have appropriate and equitable access to professional
training, education and conference attendance relevant
to both the Department and employee in order that they maintain competence
through ongoing professional development in accordance with Psychology Board
guidelines. The Department must not unreasonably refuse requests by
psychologists to attend relevant training, education
and conferences. Attendance of approved training, education and conferences must
be in accordance with Section 7 – Training and Professional Development of the Crown Employees (Public Service Conditions
of Employment) reviewed Award 2009 as amended from time to time.
10. Grievance and Dispute
Settlement Procedure
10.1 All grievances
and disputes relating to the provisions of this Award must initially be dealt
with as close to the source as possible, with graduated steps for further
attempts at resolution at higher levels of authority within the appropriate
agency, if required.
10.2 An employee is
required to notify in writing their immediate manager, as to the substance of
the dispute or difficulty, request a meeting to discuss the matter and, if
possible, state the remedy sought.
10.3 Where the
grievance or dispute involves confidential or other sensitive material
(including issues of harassment or discrimination under the Anti-Discrimination Act 1977 (NSW)) that makes it impractical
for the employee to advise their immediate manager, the notification may occur
to the next appropriate level of management, including, where required, to the
Secretary or Delegate.
10.4 The immediate
manager, or other appropriate officer, must convene a meeting in order to resolve the dispute or difficulty within two (2)
days, or as soon as practicable, of the matter being brought to attention.
10.5 If the matter
remains unresolved with the immediate manager, the employee may request to meet
the appropriate person at the next level of management in
order to resolve the dispute. This manager must respond within two (2)
days, or as soon as practicable. This sequence of reference to successive
levels of management may be pursued by the employee until the matter is
referred to the Secretary or Delegate.
10.6 The Secretary may
refer the matter to the Industrial Relations Secretary for consideration.
10.7 In the event that
the matter remains unresolved, the Secretary must provide a written response to
the employee and any other party involved in the dispute or difficulty,
concerning action to be taken, or the reasons for not taking
action, in relation to the matter.
10.8 An employee, at
any stage, may request to be represented by an Association representative.
10.9 The employee or
the Association on their behalf or the Secretary may refer the matter to the
Industrial Relations Commission of New South Wales if the matter is unresolved
following the use of these procedures.
10.10 The employee,
Association, Department and Secretary must agree to be bound by any recommendation,
order or determination by the Industrial Relations
Commission of New South Wales in relation to the dispute.
10.11 Whilst the
procedures outlined in (10.2) to (10.10) are being followed, normal work
undertaken prior to notification of the grievance or dispute must continue
unless otherwise agreed between the parties, or, in the case involving
Occupational Health and Safety, if practicable, normal work must proceed in
such a manner to avoid any risk to the health and safety of any employee or
member of the public.
11. No Extra Claims
11.1 Other than as
provided for in the Industrial Relations
Act 1996 (NSW) and the Industrial Relations (Public Sector Conditions
of Employment) Regulation 2014 (NSW), there are to be no further
claims/demands or proceedings instituted before the NSW Industrial Relations
Commission for extra or reduced salaries, rates of pay, allowances or
conditions of employment with respect to the employees covered by the award
that take effect prior to 31 December 2023 by a party to this award.
12.
Anti-Discrimination
12.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 (NSW) to prevent
and eliminate discrimination in the workplace. This includes discrimination on
the grounds of race, sex, marital status, disability, homosexuality,
transgender identity, age and responsibilities as a carer.
12.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed in clause 9 of the Crown
Employees (Public Service Conditions of Employment) Reviewed Award 2009
or successor, the parties have obligations to take all reasonable steps to
ensure that the operation of the provisions of this award are not directly or
indirectly discriminatory in their effects. It will be consistent with the
fulfilment of these obligations for the parties to make application to vary any
provision of the award which, by its terms or operation, has a direct or
indirect discriminatory effect.
12.3 Under the Anti-Discrimination Act 1977 (NSW), 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.
12.4 Nothing in this
clause is to be taken to affect:
12.4.1 any conduct or act
which is specifically exempted from anti-discrimination legislation;
12.4.2 offering or
providing junior rates of pay to persons under 21 years of age;
12.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977 (NSW); and
12.4.4 a party to this
award from pursuing matters of unlawful discrimination in any state or federal
jurisdiction.
12.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
13. Area, Incidence
and Duration
13.1 This award covers
all School Psychologists, Senior Psychologists Education and Leaders,
Psychology Practice employed by the Department under the Act.
13.2 This award
commences on and from 1 January 2022 and remains in force until 31 December
2023.
PART B
SALARIES
Table 1 – School Psychologist Salaries
|
Band
|
Reference Only Salary from the first
pay period to commence on or after 1.1.2022 *
$
|
Salary from the first pay period to
commence on or after 1.7.2022
$
|
Salary from the first pay period to
commence on or after 1.1.2023
$
|
|
|
2.04%
|
0.25%
|
2.53%
|
|
Band 1
|
|
|
|
|
|
73,737
|
73,921
|
75,791
|
|
|
|
|
|
|
Band 2.0
|
88,935
|
89,157
|
91,413
|
|
|
|
|
|
|
Band 2.1
|
96,531
|
96,772
|
99,220
|
|
Band 2.2
|
100,336
|
100,587
|
103,132
|
|
Band 2.3
|
109,978
|
110,253
|
113,042
|
|
Band 3
|
117,060
|
117,353
|
120,322
|
* Explanatory Note
Prior to the application by the parties for the making of
this award, salaries for the classifications of School Psychologist and Senior Psychologist
Education were paid under determinations made pursuant to the provisions of s.
52(1) of the Act. These determinations covered the period from 2016 when school
psychologists were first employed in the Department to December 2022.
Table 2 - Senior Psychologists
Education and Leaders, Psychology Practice Salaries
|
Classification
|
Reference
Only Salary from the first pay period to commence on or after 1.1.2022
$
|
Salary from the first pay period to
commence on or after 1.7.2022
$
|
Salary from the first pay period to
commence on or after 1.1.2023
$
|
|
|
2.04%
|
0.25%
|
2.53%
|
|
Senior
Psychologist Education
|
126,568*
|
126,884
|
130,094
|
|
Leader,
Psychology Practice
|
147,776**
|
148,145
|
151,893
|
* See explanatory note under Table 1
** Leader, Psychology Practice
The classification of Leader, Psychology Practice was not
included in the determinations made under s.52(1). The salary rate for the
classification of Leader, Psychology Practice for staff employed under this
Award is based on the salary of Leader, Psychology Practice for staff employed
under the Crown Employees (Teachers in
Schools and Related Employees) Salaries and Conditions Award.
Table 3
Hourly Rates of Pay – Casual School Psychologists and Senior
Psychologists Education
|
Classification
|
Reference Only Salary from the first
pay period to commence on or after
1.1.2022*
$
Per hour
|
Salary from the first pay period to
commence on or after 1.7.2022
$ Per hour
|
Salary from the first pay period to commence
on or after 1.1.2023
$ Per hour
|
|
|
2.04%
|
0.25%
|
2.53%
|
|
School
Psychologist
|
|
|
|
|
Band
1
|
63.26
|
63.42
|
65.02
|
|
Band
2
|
75.02
|
75.21
|
77.11
|
|
Senior
Psychologist Education
|
86.35
|
86.57
|
88.76
|
* See explanatory
note under Table 1
N.
CONSTANT, Chief Commissioner
D.
SLOAN, Commissioner
J.
WEBSTER, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.