Crown Employees (Sheriff's Officers) Award

 

AWARD REPRINT

 

This reprint of the consolidated award is published under the authority of the Industrial Registrar pursuant to section 390 of the Industrial Relations Act 1996, and under clause 6.6 of the Industrial Relations Commission Rules 2022.

 

I certify that the form of this reprint, incorporating the variations set out in the schedule, is correct as at the latest date of effect therein mentioned.

 

 

K. JONES,  Industrial Registrar

 

Schedule of Variations Incorporated

 

 

PART A

 

1.  Arrangement

 

PART A

 

Clause No.        Subject Matter

 

1.         Arrangement

2.         Title

3.         Definitions

4.         Salary

5.         Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 to Apply

6.         Meal Allowance for Staff who are Required to Travel

7.         Uniforms Laundering and Grooming

8.         Vehicle Maintenance

9.         Skill Development, Training and Promotion

10.      Grievance and Dispute Settling Procedures

11.      Anti-Discrimination

12.      Work Practice Reform

13.      Area, Incidence and Duration

14.      No Extra Claims

 

PART B

 

MONETARY RATES

 

Table 1 - Salary Rates

Table 2 - Meal Allowance

 

2.  Title

 

This Award will be known as the Crown Employees (Sheriff’s Officers) Award.

 

3.  Definitions

 

"Act" means the Government Sector Employment Act 2013 and its Regulations and Rules.

 

"Department" means the Department of Communities and Justice (Courts, Tribunals and Service Delivery Division)

 

"Association" means the Public Service Association and Professional Officers’ Association Amalgamated Union of New South Wales.

 

"Public Service Commissioner" has the same meaning as in the Government Sector Employment Act 2013.

 

"Officer" means and includes all persons permanently or temporarily employed under the provisions of the Government Sector Employment Act 2013, and who as at the operative date of this award were occupying one of the positions covered by this Award or who, after that date, are appointed to one of such positions.

 

4.  Salary

 

Salaries payable to officers under this award are set by the Crown Employees (Public Sector - Salaries 2024) Award or any replacement award. They are reproduced at Table 1 - Salaries, of Part B, Monetary Rates of this award.

 

The salaries prescribed in Table 1 - Salaries, of Part B, Monetary Rates of this award reflect an agreement between the parties and include:

 

a 3% increase to salaries payable with effect from the first full pay period to commence on or after 1 July 2024, 1 July 2025 and 1 July 2026.

 

5.  Crown Employees (Public Service Conditions of Employment) Award 2009 to Apply

 

The provisions of the Crown Employees (Public Service Conditions of Employment) Award 2009 apply to this award except clause 29, Meal Expenses on One Day Journeys, and clause 46, Uniforms Protective Clothing and Laundry Allowance.

 

6.  Meal Allowance for Staff Who Are Required to Travel

 

(i)        For the purposes of this clause "region" means the Department region’s which an officer is from time to time assigned. The 5 Regions are:

 

a.         Metro

 

b          Greater Metro

 

c.         Hunter/North

 

d.         Illawarra/South

 

e.         West/South West

 

(ii)      An officer who is required to travel to perform duty outside the officer’s region and who is not required to obtain overnight accommodation at a place other than the officer’s residence will be paid the following allowances as set out in Table 2 of Part B, Monetary Rates for:

 

(a)       breakfast when required to commence travel at or before 6.00am and at least 1 hour before the prescribed starting time;

 

(b)       an evening meal when required to travel until or beyond 6.30pm; and

 

(c)       lunch when unable to take lunch within the officer’s region and, as a result, incurs additional expense for lunch. In such instances, the officer will be paid the amount equivalent to the additional expense or the allowance specified for lunch in Table 2 of Part B, Monetary Rates, whichever is the lesser.

 

7.  Uniforms, Laundering and Grooming

 

The uniform requirements of Sheriff’s Officers are determined by the Sheriff.  Officers who are required to wear complete uniform in accordance with those determinations are responsible at their own cost for the care and laundering of all uniform items provided to them.  Officers are required to be personally well-groomed, neat and tidy at all times when on duty.

 

8.  Vehicle Maintenance

 

Sheriff’s Officers are responsible for the care, maintenance and cleaning of official vehicles and suitable equipment and materials are to be supplied for those purposes.

 

9.  Skill Development, Training and Promotion

 

To be eligible to be appointed to any promotional positions an officer will be required to satisfactorily complete the minimum training courses determined by the Sheriff from time to time to become eligible to apply for promotion on a competitive merit basis.

 

The Sheriff may from time to time prescribe those courses to be satisfactorily completed by all applicants at each promotional rank, and the frequency of continuing refresher training.  Without limiting the foregoing a course or courses may be prescribed in the areas of:

 

(i)        ethical practice skills;

 

(ii)      client service skills;

 

(iii)     tactical and self-defence competencies;

 

(iv)     conflict management and resolution;

 

(v)       information technology skills;

 

(vi)     operational management;

 

(vii)    leadership and management.

 

10.  Grievance and Dispute Settling Procedures

 

(i)        All grievances and disputes relating to the provisions of this award will 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 Department, if required.

 

(ii)      An officer is required to notify in writing their immediate supervisor, as to the substance of the grievance, dispute or difficulty, request a meeting to discuss the matter and if possible, state the remedy sought.

 

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

 

(iv)     The immediate supervisor, or other appropriate officer, will convene a meeting in order to resolve the grievance, dispute or difficulty within two (2) working days, or as soon as practicable, of the matter being brought to attention.

 

(v)       If the matter remains unresolved with the immediate supervisor, the officer may request to meet the appropriate person at the next level of management in order to resolve the matter.  This manager will respond within two (2) working days, or as soon as practicable.  This sequence of reference to successive levels of management may be pursued by the officer until the matter is referred to the Agency Head.

 

(vi)     The Agency Head may refer the matter to the Industrial Relations Secretary for consideration.

 

(vii)    If the matter remains unresolved, the Agency Head will provide a written response to the officer and any other party involved in the grievance, dispute or difficulty, concerning action to be taken, or the reason for not taking action, in relation to the matter.

 

(viii)   An officer, at any stage, may request to be represented by their union.

 

(ix)     The officer, or the Association on their behalf, or the Agency Head may refer the matter to the New South Wales Industrial Relations Commission if the matter is unresolved following the use of these procedures.

 

(x)       The officer, Association, Department and the Industrial Relations Secretary will agree to be bound by any order or determination by the New South Wales Industrial Relations Commission in relation to the dispute.

 

(xi)     Whilst the procedures outlined in subclauses (i) to (x) of this clause are being followed, normal work undertaken prior to notification of the dispute or difficulty will continue unless otherwise agreed between the parties, or, in the case involving health and safety, if practicable, normal work will proceed in a manner which avoids any risk to the health and safety of any officer or member of the public.

 

11.  Anti-Discrimination

 

(i)        It is the intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace.  This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

(ii)      It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this award, the parties have an obligation 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.

 

(iii)     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.

 

(iv)     Nothing in this clause is to be taken to affect:

 

1.         any conduct or act which is specifically exempted from anti‑discrimination legislation;

 

2.         offering or providing junior rates of pay to persons under 21 years of age;

 

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;

 

4.         a party to this award from pursuing matters of unlawful discrimination in any State or federal jurisdiction.

 

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.

 

12.  Work Practice Reform

 

The parties are to work diligently, cooperatively and in good faith to achieve ongoing work practice reforms to improve the efficiency and effectiveness of Sheriff’s Office operations.

 

13.  Area Incidence and Duration

 

(i)        This award will apply to Sheriff’s Officers of the Department of Communities and Justice (Courts, Tribunals and Service Delivery).

 

(ii)      The changes made to the award pursuant to section 17 of the Industrial Relations Act 1996 take effect on and from the first pull pay period on or after 1 July 2024 and will expire on 30 June 2027.

 

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

 

14.  No Extra Claims

 

(i)        Other than as provided for in the Industrial Relations Act 1996, there will 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 the nominal expiry of the Award unilaterally made by a party to this Award unless otherwise agreed by the parties.

 

(ii)      This clause does not prevent the Parties from continuing collaborative discussions during the life of the Award to deliver additional enhancements to remuneration and/or conditions of employment, and to achieve additional industry wide and systemic efficiencies and productivity improvements in the delivery of Government services to the public. Changes to conditions or salaries may be jointly progressed and, if agreed, an application to vary the Award may be made by consent prior to the nominal expiry of the Award.

 

PART B

 

MONETARY RATES

 

Table 1 - Salary Rates - Sheriff’s Officers

 

The salary rates are set in accordance with the Crown Employees (Public Sector - Salaries 2022) Award and all variations thereof, effective from the beginning of the first pay period to commence on or after 1 July 2024.

 

Position	1 July 2023 Per annum 4%	New Classification Uplift 1 July 2024	1 July 2024 Per annum 3%	1 July 2025 Per annum 3%	1 July 2026 Per annum 3%
	$	$	$	$	$

 

Chief Superintendent
Year 2	124,258	133,183	137,178	141,293	145,532
Year 1	120,859	129,331	133,211	137,207	141,323
Superintendent
Year 2	109,194	124,258	127,986	131,826	135,781
Year 1	106,025	120,859	124,485	128,220	132,067
Chief Inspector
Year 2	102,941	117,363	120,884	124,511	128,246
Year 1	100,011	113,746	117,158	120,673	124,293
Inspector
Year 2	96,237	109,194	112,470	115,844	119,319
Year 1	93,295	106,025	109,206	112,482	115,856
Senior Sergeant	86,539	103,863	106,979	110,188	113,494
Sergeant
Year 4	86,539	102,941	106,029	109,210	112,486
Year 3	83,957	100,011	103,011	106,101	109,284
Year 2	81,416	96,237	99,124	102,098	105,161
Year 1	79,032	93,295	96,094	98,977	101,946
Sheriff’s officer
Year 4	76,857	86,539	89,135	91,809	94,563
Year 3	74,803	83,957	86,476	89,070	91,742
Year 2	72,772	81,416	83,858	86,374	88,965
Year 1	70,694	79,032	81,403	83,845	86,360
Probationary Sheriffs officer	64,619	76,857	79,163	81,538	83,984

 

Table 2 - Meal Allowance

 

Capital cities and the following country centres:

 

Maitland

Newcastle

Port Macquarie

Wagga Wagga

Wollongong

 

	1 July 2024	1 July 2025	1 July 2026
Breakfast	$ 33.90	As per ATO	As per ATO
Lunch	$ 38.10	As per ATO	As per ATO
Dinner	$ 64.95	As per ATO	As per ATO

 

All other NSW Country Centres

 

	1 July 2024	1 July 2025	1 July 2026
Breakfast	$ 30.35	As per ATO	As per ATO
Lunch	$ 34.65	As per ATO	As per ATO
Dinner	$ 59.75	As per ATO	As per ATO

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.