Crown Employees (Fire & Rescue NSW
Tradespersons) Award 2022
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Industrial Relations Secretary.
(Case No. 70666 of 2025)
|
Before Commissioner McDonald
|
13 May 2025
|
VARIATION
1. Delete Arrangement in Part A
of the award published on 2 December 2022 (393 I.G. 359) and reprinted 25
August 2023 (394 I.G. 1743) and insert in lieu thereof the following:
Arrangement
PART A
Clause No. Subject
Matter
1. Definitions
2. Hours
3. Rostered Days Off
3a. Nine Day (9) Fortnight
4. Payment of Wages
5. Rates of Pay
6. Parties Bound
7. Savings of Rights
8. Relationship to
Acts/Awards for Apprenticeships
9. Union Subscriptions
10. Fleet Tradespersons
Multi-skilling
11. Fire Vehicle Repairer
Classification Structure & Labour Flexibility
12. Additional Wage Rates
13. Special Rates
14. Team Leader Allowance and
Higher Duties
15. Higher Grade Pay
16. Authorised Heavy Vehicle
Allowance
17. On Call Allowance
18. Tool Allowance
19. Apprentice Tool Loan
20. Fire Equipment Allowance
21. Apprentice to Tradesperson
22. Overtime and Penalty Rates
23. Meal Allowance
24. Travelling Time and Fares
25. Travelling Expenses
26. Annual Leave
27. Annual Leave Loading
28. Holidays
29. Long Service Leave
30. Sick Leave
31. Bereavement Leave
32. Clothing
33. Insurance of Tools
34. Procedure on Charge
35. Anti-Discrimination
35a. Work, Health, Safety and
Environment
35b. Uniforms and Personal
Protective Equipment
36. Term of Employment
37. Grievance and Dispute
Resolution Procedures
37a. Consultation
38. Personal/Carer’s Leave
39. Maternity Leave
40. Parental Leave
41. Adoption Leave
42. Family and Community
Service Leave
42a. Domestic and Family Violence
Leave
43. Union Rights
44. Contractors and
Supplementary Labour, Outsourcing
45. Salary Packaging
Arrangements
46. Calculations
47. No Extra Claims
48. Area, Incidence and
Duration
2. Delete clause 11, Fire
Vehicle Repairer Classification Structure and Labour Flexibility, and insert in
lieu thereof the following:
11. Fire Vehicle Repairer Classification
Structure and Labour Flexibility
11.1 Fire Vehicle Repairers (FVRs)
employed by FRNSW perform, both on a planned and emergency basis, a variety of
manual and technical tasks related to preventative and corrective maintenance
and mechanical repairs to Fire Vehicles. Those tasks include the performance of
peripheral and incidental tasks and assisting other Employees so as to complete the whole job.
11.2 In recognition of the skills,
knowledge and experience brought to the performance of tasks by FVRs, the
following classification structure applies.
|
Fire
Vehicle Repairer
|
Definition
|
% of Weekly Wage
|
|
Level
1
|
Holds
relevant Trades certificate
|
100%
|
|
Level
2
|
12
months service at level 1 subject to requirements at 11.3.
|
105%
|
|
Level
3
|
12
months service at level 2 subject to requirements at 11.3.
|
110%
|
|
Level
4
|
12
months service at level 3 subject to requirements at 11.3.
|
115%
|
Note: Actual rates are shown in
Table 1 in Part B and will be increased with annual movements to wage and wage
related allowances.
Progression
11.3 Where an Employee has completed
12 months service at a level within the FVR classification and the Employee's
manager confirms that the Employee's conduct, performance and attendance is
satisfactory, the Employee will progress to the next level within the
classification.
Leading Hand Allowances
11.4 Leading hand allowances, where
applicable, will be paid in addition to the increment of the Employee in
question.
Disputes
11.5 The Grievance and Dispute
Resolution Procedures of this Award should be utilised if any disputes arise
concerning implementation of this clause.
3. Insert after clause 35,
Anti-Discrimination, new clauses 35a, Work Health, Safety and Environment and
35b, Uniforms and Personal Protective Equipment, in the following terms:
35a. Work Health, Safety and Environment
35a.1 Employee rights with respect to
Work Health and Safety are under the Work Health and Safety Act 2011.
FRNSW internal WHS policies are underpinned by the Work Health and Safety
Act 2011 and available for all Employees on FRNSW’s intranet.
35b.
Uniforms and Personal Protective Equipment
35b.1 FRNSW will provide Employees
covered by this Award, with uniforms and where required, Personal Protective
Equipment (PPE). These will be suitable and appropriate to the type of work
activity being undertaken and the risks involved in those types of work activity.
35b.2 Uniform and PPE, where required
will be provided by FRNSW, at no cost to the Employee.
35b.3 Reasonable alteration to the
uniform and PPE for an Employee’s individual needs will be undertaken by FRNSW
at no cost to the Employee where required.
35b.4 Where a uniform, protective
clothing or equipment is provided, it must be correctly worn or utilised while
the Employee is on duty.
35b.5 Employees will take reasonable
care of uniforms, protective clothing or equipment which will remain at all times the property of FRNSW. Worn or defective
items of uniform, protective clothing or equipment must be reported to the
applicable supervising officer.
35b.6 FRNSW will replace uniforms,
protective clothing and equipment on a “fair wear and tear” basis.
35b.7 If FRNSW intends to make
significant changes to uniforms and or protective clothing and equipment, it
will undertake consultation in accordance with the provisions outlined in
Clause 37a (Consultative Process).
35b.8 Where Uniform Committees are
established, they will wherever practicable and subject to procurement rules
consider procuring uniforms and PPE from Australian suppliers of Australian
made uniforms and PPE.
Medical Requirements
35b.9 Where there is a medical
requirement and it is needed for the task, prescription eye wear, alternate
footwear or other specialty aids, devices and equipment will be provided by
FRNSW to ensure control of safety hazards associated with the task.
4. Insert after clause 36, Term of Employment, insert the
following new clause 37a, Consultation:
37a. Consultation
37a.1 This clause recognises the
capacity of the Commissioner to make decisions to effect change within FRNSW.
This clause also recognises that where FRNSW seeks to introduce or implement
any major change that significantly affects Employees, provisions of this Award
and/or the employment relationship, such change will be the subject of
consultation with the Unions and the affected Employees.
37a.2 FRNSW must genuinely consult
before any decision to implement such change is finalised. Such consultation
must occur as early as possible and cover the introduction of such changes, the
effects they are likely to have and the measures for averting or mitigating the
adverse effects of the proposed change/s.
37a.3 Consultation as defined for the
purposes of this Award means the full, meaningful and candid disclosure and
discussion of issues and proposals with a genuine consideration of each party’s
views. The consultation process requires full disclosure of the proposed change
including relevant information pertaining to it, and an opportunity for the
Unions to consider and respond to the proposed change, along with an
opportunity to provide an alternative proposal. Consultation shall provide a
genuine opportunity to affect the outcome of change prior to FRNSW making a
final decision and implementation of change/s.
37a.4 If there is a matter which
remains in dispute regarding a decision to be implemented, as notified by the
Commissioner and/or FRNSW to the Unions and Employees, the Union can follow the
dispute procedure set out at clause 37, however, may commence those procedures
from sub-clause 37.8, that is by referral to the New South Wales Industrial
Relations Commission.
5. Delete the words “August
1996” from clause title 38, Personal/Carer's Leave to read as follows:
38. Personal/Carer’s Leave
6. Insert after clause 42,
Family and Community Service Leave, the following new clause 42a, Domestic and
Family Violence Leave:
42a. Domestic and Family Violence Leave
42a.1 Definitions
42a.1.1 Domestic violence is any behaviour in an intimate, family
or domestic relationship, which is violent, threatening, coercive, controlling
or causes a person to live in fear for their own or someone else’s safety. It
may be a pattern of ongoing controlling or coercive behaviour.
42a.1.2 An intimate relationship refers to people who are or have
been in an intimate partnership, whether or not the
relationship involves or has involved a sexual relationship, for example,
married, engaged to be married, separated, divorced, de facto partners, couple
promised to each other under cultural or religious tradition, or who are
dating.
42a.1.3 A family relationship has a broader definition and
includes people who are related to another through blood, marriage or de facto
partnerships, adoption and fostering relationships, sibling, and extended
family relationships. It includes the full range of kinship ties in Aboriginal
and Torres Strait Islander communities, and extended family relationships.
People living in the same house may also be in a domestic relationship if their
relationships exhibit dynamics which may foster coercive and abusive
behaviours.
42a.1.4 Examples of behaviours that constitute domestic and family
violence include but are not limited to:
(i) physical
and sexual violence;
(ii) verbal abuse;
(iii) emotional or psychological abuse;
(iv) stalking and intimidation;
(v) technological facilitated abuse;
(vi) social and geographical isolation;
(vii) financial abuse;
(viii) cruelty to pets
(ix) damage to property; or
(x) threats to be violent in the
above ways.
42a.2 Leave for matters arising from
Domestic and Family Violence Leave
42a.2.1 The definition of domestic violence is in clause 42a.1 of
this Award.
42a.2.2 Employees, including casual employees, are entitled to 20
days of paid domestic and family violence leave in each calendar year. This
leave is not cumulative.
42a.2.3 Paid domestic and family violence leave is not pro-rata
for part-time or casual employees.
42a.2.4 Employees can take paid domestic and family violence leave
in part-days, single days, or consecutive days. There is not a minimum number
of hours that an Employee must take in a day.
42a.2.5 Employees experiencing domestic and family violence may
take domestic and family violence leave including for the following purposes:
(i) seeking
safe accommodation or establishing safety;
(ii) attending medical, legal,
police or counselling appointments relating to their experience of domestic and
family violence;
(ii) attending court and other
legal proceedings relating to their experience of domestic and family violence;
(iv) organising alternative care or
education arrangements for their children or person(s) in their care;
(v) other activities that will
help them to establish safety and recover from their experience of domestic and
family violence; or
(vi) any other purpose associated
with the impact of experiencing domestic and family violence which is
impractical to do outside of their normal hours of work.
42a.2.6 Domestic and family violence leave does not need to be
approved before it can be accessed. However, Employees should advise FRNSW of
the need to take domestic and family violence leave as soon as possible.
42a.2.7 The leave entitlement can be accessed without the need to
exhaust other available leave entitlements first.
42a.2.8 FRNSW should only require evidence of the occurrence of
domestic and family violence in exceptional circumstances and should use their
discretion when assessing whether evidence is needed, and if so, what type of
evidence.
42a.2.9 Evidence of the
occurrence of domestic and family violence may include:
(i) a
document issued by the police, a court, a domestic violence support service or
a member of the legal profession;
(ii) a provisional, interim or
final Apprehended Violence Order (AVO), Apprehended Domestic Violence Order
(ADVO), certificate of conviction or family law injunction;
(iii) a medical certificate;
(iv) a statutory declaration by the
Employee experiencing domestic and family violence; or
(v) any other evidence that would
satisfy a reasonable person that domestic and family violence has occurred.
42a.2.10 Evidence provided by an Employee should be sighted and must be returned to the Employee. The evidence must not be retained by FRNSW or stored on the Employee’s personnel file.
42a.2.11 The intent of paid domestic and family violence leave is to
provide Employees with the same
remuneration as they would have received, inclusive of penalties that would
have applied, if they did not take the leave.
(i) Full-time
and part-time Employees are entitled to be paid at their full rate of pay for
the hours they would have worked had they not taken the leave.
(ii) Casual employees will be paid
at their full rate of pay for the hours they were rostered for and would have
worked had they not taken the leave. For the purposes of this clause,
“Rostered” means FRNSW has offered specific hours of work
and the casual employee has accepted that offer.
42a.2.12 FRNSW must keep personal information about domestic and
family violence (including information about support provided by FRNSW confidential. This includes not recording
instances of or information about domestic and family violence leave on:
(i) payslips,
(ii) the Employee’s personnel
file, or
(iii) rosters.
42a.2.13 Any information regarding an Employee’s experience of
domestic or family violence, including any domestic and family violence leave
or supports provided (under this clause or otherwise), can only be accessed by
senior HR personnel or, with the Employee’s consent, a relevant senior manager.
42a.2.14 FRNSW must not take adverse action against an
Employee because they:
(i) have
experienced, or are experiencing, domestic and family violence;
(ii) use the paid domestic and
family violence leave provisions; or
(ii) are a casual employee who
declines to take a shift they are not rostered for because they are attending
to a matter connected with domestic and family violence at that time.
42a.2.15 FRNSW will provide support to an Employee experiencing domestic and family violence,
including but not limited to the provision of flexible working arrangements,
including changing working times, work locations, telephone numbers and email
addresses.
42a.3 Leave for Employees providing
support to people experiencing domestic and family violence
42a.3.1 Employees providing care and support to a member of their
family or household experiencing domestic and family violence may, if the
criteria is met, access existing leave entitlements
including:
(i) Family
and Community Service Leave (Clause 42); or
(ii) Personal / Carer’s Leave
(Clause 38).
42a.3.2 The “family” or “household” member that the Employee is
providing care and support to must meet the definition of these terms, as
referred to at:
(i) Clause
38.1.3 Personal / Carer’s Leave
42a3.3 If FRNSW needs to establish the reasons for an Employee
accessing existing leave entitlements under these provisions, the Employee may
be required to provide evidence consistent with subclause 38.1.2 Personal /
Carer’s Leave of this Award or any other form of evidence that is considered
acceptable by FRNSW such as a statutory declaration.
42a3.4 Evidence provided by an Employee should be sighted and
must be returned to the Employee. The evidence must not be retained by FRNSW or
stored on the Employee’s personnel file.
7. Delete clause 43, Trade
Union Leave and insert in lieu thereof the following:
43. Union Rights
43.1 Trade Union Activities Regarded
as on Duty
A Union delegate will be released
from the performance of normal duty when required to undertake any of the
activities specified below. While undertaking such activities the Union
delegate will be regarded as being on duty and will not be required to apply
for leave:
43.1.1 attendance at meetings of the workplace's Work Health
and Safety Committee and participation in all official activities relating to
the functions and responsibilities of elected Work Health and Safety Committee
members at a place of work as provided for in the Work Health and Safety Act
2011 and the Work Health and Safety Regulation 2011.
43.1.2 attendance at meetings with workplace management or
workplace management representatives;
43.1.3 a reasonable period of preparation time, before -
(a) meetings with management;
(b) disciplinary or grievance
meetings when a Union member requires the presence of a Union delegate; and
(c) any other meeting with
management by agreement with management, where operational requirements allow
the taking of such time;
43.1.4 giving evidence in court on
behalf of FRNSW;
43.1.5 appearing as a witness before
the Industrial Relations Commission;
43.1.6 representing the Union at the
Industrial Relations Commission as an advocate;
43.1.7 presenting information on the
Union and Union activities at induction sessions for new Employees of FRNSW;
and
43.1.8 distributing official Union
publications or other authorised material at the workplace, provided that a
minimum of 24 hours’ notice is given to workplace management, unless otherwise
agreed between the parties. Distribution time is to be kept to a minimum and is
to be undertaken at a time convenient to the workplace.
43.2 Trade Union Activities Regarded
as Special Leave
The granting of special leave with
pay will apply to the following activities undertaken by a Union delegate, as
specified below:
43.2.1 annual or biennial conferences of the Union;
43.2.2 meetings of the Union’s Executive, Committee of
Management or Councils;
43.2.3 annual conference of Unions NSW and the biennial
Congress of the Australian Council of Trade Unions;
43.2.4 attendance at meetings called by Unions NSW involving
the Union which requires attendance of a delegate;
43.2.5 attendance at meetings called by FRNSW on behalf the
Industrial Relations Secretary, as the employer for industrial purposes, as and
when required;
43.2.6 giving evidence before an Industrial Tribunal as a
witness for the Union;
43.2.7 reasonable travelling time to and from conferences or
meetings to which the provisions of clauses 43.1, 43.2 and 43.3 apply.
43.3 Trade Union Training Courses
The following training courses
will attract the grant of special leave as specified below: -
43.3.1 Accredited Work Health and Safety (WHS) courses and any
other accredited WHS training for WHS Committee members. The provider(s) of
accredited WHS training courses and the conditions on which special leave for
such courses will be granted, will be negotiated between FRNSW and the Union
under a local arrangement.
43.3.2 Courses organised and conducted by the Union, or a
training provider nominated by the Union. A maximum of 12 working days in any
period of 2 years applies to this training and is subject to:
(a) the operating requirements of
the workplace permitting the grant of leave and the absence not requiring
employment of relief Employees;
(b) payment being at the base
rate, i.e. excluding extraneous payments such as shift allowances/penalty
rates, overtime, etc;
(c) all travelling and associated
expenses being met by the Employee or the Union;
(d) attendance being confirmed in
writing by the Union or a nominated training provider.
43.4 Period of Notice for Trade
Union Activities
43.4.1 FRNSW must be notified in writing by the Union or, where
appropriate, by the delegate as soon as the date and/or time of the meeting,
conference or other accredited activity is known.
43.5 Access to Facilities by Trade
Union Delegates
43.5.1 The workplace will provide accredited delegates with
reasonable access to the following facilities for authorised Union activities:
(a) telephone, facsimile,
internet and email facilities;
(b) a notice board for material
authorised by the Union or access to Employee notice boards for material
authorised by the Union;
(c) workplace conference or
meeting facilities, where available, for meetings with member(s), as negotiated
between local management and the Union.
43.6 Responsibilities of the Trade
Union Delegate
Responsibilities of the Union
delegate are to:
43.6.1 establish accreditation as a delegate with the Union and
provide proof of accreditation to the workplace;
43.6.2 participate in the workplace consultative processes, as appropriate;
43.6.3 follow the dispute settling procedure applicable in the workplace;
43.6.4 provide sufficient notice to the immediate supervisor of
any proposed absence on authorised Union business;
43.6.5 account for all time spent on authorised Union business;
43..6 when special leave is required, to apply for special
leave in advance;
43.6.7 distribute Union literature/membership forms, under
local arrangements negotiated between FRNSW and the Union; and
43.6.8 use any facilities provided by the workplace properly
and reasonably as negotiated at organisational level.
43.7 Responsibilities of the Trade
Union
Responsibilities of the Union are
to:
43.7.1 provide written advice to FRNSW about a Union activity
to be undertaken by a delegate and, if requested, to provide written
confirmation to the workplace management of the delegate's
attendance/participation in the activity;
43.7.2 meet all travelling, accommodation and any other costs
incurred by the delegate, except as provided in paragraph 43.8.3 of subclause
43.8, Responsibilities of Workplace Management, of this Award;
43.7.3 provide proof of identity when visiting a workplace in
an official capacity, if requested to do so by management; and
43.7.4 assist the workplace management in ensuring that time
taken by the Union delegate is accounted for and any facilities provided by
FRNSW are used reasonably and properly.
43.8. Responsibilities of Workplace
Management
Where time is required for Union
activities in accordance with this clause the responsibilities of the workplace
management are to:
43.8.1 release the accredited delegate from duty for the
duration of the Union activity, as appropriate, and, where necessary, to allow
for sufficient travelling time during the ordinary working hours;
43.8.2 advise the workplace delegate of the date of the next
induction session for new Employees in sufficient time to enable the Union to
arrange representation at the session;
43.8.3 meet the travel and/or accommodation costs properly and
reasonably incurred in respect of meetings called by the workplace management;
43.8.4 where possible, to provide relief in the role occupied
by the delegate in the workplace, while the delegate is undertaking Union
responsibilities to assist with the business of workplace management;
43.8.5 re-credit any other leave applied for on the day to
which special leave or release from duty subsequently applies;
43.8.6 where a Union activity provided under this clause needs
to be undertaken on the Union delegate's rostered day off, to apply the
provisions of paragraph 43.8.5 of this subclause;
43.8.7 to verify with the union the time spent by a Union
delegate or delegates on Union business, if required; and
43.8.8 if the time and/or the facilities allowed for Union
activities are thought to be used unreasonably and/or improperly, to consult
with the Union before taking any remedial action.
43.9 Right of Entry Provisions
43.9.1 The right of entry provisions will be as prescribed
under the Work Health and Safety Act 2011 and the Industrial
Relations Act 1996.
43.10 Travelling and Other Costs of
Trade Union Delegates
43.10.1 Except as specified in paragraph 43.8.3 of subclause 43.8,
Responsibilities of Workplace Management, of this Award, all travel and other
costs incurred by Union delegates in the course of
Union activities will be paid by the Union.
43.10.2 In respect of meetings called by the workplace management
in terms of paragraph 43.8.3 of clause 43.8, Responsibilities of Workplace
Management of this Award, the payment of travel and/or accommodation costs,
properly and reasonably incurred, is to be made, as appropriate, on the same
conditions as apply under clauses 24, Travelling Time and Fares, and 25,
Travelling Expenses, of this Award.
43.10.3 No overtime, leave in lieu, shift penalties or any other
additional costs will be claimable by an Employee from FRNSW, in respect of
Union activities covered by special leave or on duty activities provided for in
this clause.
43.11 Industrial Action
43.11.1 There will be no victimisation of Employees prior to,
during or following such industrial action.
43.12. Deduction of Trade Union
Membership Fees
42.12.1 At the Employee’s election, FRNSW will provide for the
Employee’s Union membership fees to be deducted from the Employee’s pay and
ensure that such fees are transmitted to the Employee’s Union at regular
intervals. Alternative arrangements for the deduction of Union membership fees
may be negotiated between FRNSW and the Union.
8. Delete clause 44,
Supplementary Labour, and insert in lieu thereof the following:
44. Contractor, Supplementary Labour and
Outsourcing
44.1 Definitions
44.1(a) Contractors – persons who provide services to the Employer
on a fee for service basis.
44.1(b) Supplementary Labour – labour sourced by FRNSW from
providers to supplement its permanent workforce.
44.1(c) Project Work – work undertaken on limited duration
projects.
44.1(d) Outsourcing – the engagement of external contractors or
service providers to undertake work of existing employees.
44.2 Use of Contractors and
Supplementary
44.2(a) FRNSW will use direct permanent employment as the
preferred labour option within the organisation.
44.2(b) Contractors and Supplementary Labour may be used in
circumstances including, but not limited to:
(i) when
specialist skills are required or where there is a need to work on specialist equipment;
(ii) where there are non-core
skills and/or work to be performed;
(iii) where there are limited duration projects;
(iv) where there are warranty
obligations that require external parties to undertake work;
(v) during special events; or
(vi) in the event of an emergency
to address an immediate need.
44.2(c) Where it is proposed by FRNSW to reduce staffing levels in
a work group in which permanent Employees and Contractors and/or Supplementary
Labour are engaged to undertake the same ongoing work, priority will be given
to reducing Contractors and Supplementary Labour prior to abolishing permanent
positions. If the Unions have any concerns about the application of this clause
it can be raised in the consultation process referred to in clause 37a
(Consultation).
44.3 Outsourcing
44.3(a) Where FRNSW proposes to outsource work undertaken by
existing Employees at the time of outsourcing, FRNSW will:
(i) Consult
with relevant parties to this Award;
(ii) Provide reasons for the
proposal to outsource;
(iii) Provide full details of the
work to be outsourced;
(iv) Provide details of the numbers
of Employees affected by the proposal to outsource; and
(v) Provide proposed timeframes
for the outsourcing to take place.
44.4 Safety
44.4(a) Contractors and Supplementary Labour will be required to
comply with relevant FRNSW safety specifications and undertake site inductions.
44.5 Disputes
44.5(a) Where disputes arise about the use of Contractors and
Supplementary Labour or outsourcing, these matters will be dealt with in
accordance with clause 37 (Grievance and Dispute Resolution Procedures).
44.5(b) Contractors and Supplementary Labour are not bound by the
terms of this Award, however, they are still required
to adhere to FRNSW polices and comply with workplace obligations as set out by
FRNSW.
9. Delete clause 48, Area,
Incidence and Duration, and in lieu thereof insert the following:
48. Area, Incidence and Duration
48.1 The Crown Employees (Fire and
Rescue NSW Tradespersons) Award 2022 rescinds and replaces the Crown Employees
(Fire & Rescue NSW Tradespersons) Award 2021 published 19 November 2021
(390 I.G. 1037).
48.2 Historically rates of pay and
wage related allowances expressed in the Crown Employees (New South Wales Fire
Brigades - Maintenance, Construction and Miscellaneous Staff) Award have had a
nexus with the Crown Employees Wages Staff (Rates of Pay) Award and its
successors. However, after the date of
the making of the Crown Employees (Fire & Rescue NSW Tradespersons) Award
2012 this nexus ceased.
48.3 This Award shall apply to all
employees in the classifications specified in Part B, Monetary Rates, Table 1 -
Wages in the employment of Fire and Rescue NSW.
48.4 The term of this Award is 3
July 2022 until 2 July 2024 and will remain in force thereafter until
rescinded.
48.5 Increases in the columns dated
3 July 2023 and 1 July 2024 expressed in Tables 1, 2 and 3 shall apply on and
from the first full pay period to commence on or after the identified date.
48.6 The rates for 2022 in Tables 1,
2 and 3 are for historical purposes.
10. Delete Part B, Monetary Rates,
and insert in lieu thereof the following:
PART B
MONETARY RATES
Table 1 - Wages
Classifications from the Crown Employees (New South Wales
Fire Brigades - Maintenance, Construction and Miscellaneous Staff) Award
|
Clause 5, Rates of
Pay
|
3/07/2022
|
3/07/2023
|
1/07/2024
|
|
|
Historical Rate
|
4.00% Increase per
week
|
3.00% Increase per week
|
|
Classification
|
$
|
$
|
$
|
|
(a) Electrical Department - Automotive Electrical
|
1194.70
|
1242.50
|
1279.80
|
|
Battery Fitter
|
1194.70
|
1242.50
|
1279.80
|
|
Electrical Fitter
|
1198.10
|
1246.00
|
1283.40
|
|
Trades Assistant (Electrical Department)
|
959.20
|
997.60
|
1027.50
|
|
Labourer-General (Electrical Department)
|
772.70
|
803.60
|
827.70
|
|
(b) Workshops Department - Blacksmith/Welder
|
1131.60
|
1176.90
|
1212.20
|
|
Bodymaker
|
1119.90
|
1164.70
|
1199.60
|
|
Draughtsperson
|
|
|
|
|
- 1st year
|
1194.70
|
1242.50
|
1279.80
|
|
- 2nd year
|
1216.70
|
1265.40
|
1303.40
|
|
- 3rd year
|
1238.80
|
1288.40
|
1327.10
|
|
- 4th year
|
1261.10
|
1311.50
|
1350.80
|
|
- thereafter
|
1295.70
|
1347.50
|
1387.90
|
|
Welder
|
1131.60
|
1176.90
|
1212.20
|
|
Fitter and/or Turner
|
1089.10
|
1132.70
|
1166.70
|
|
Motor Mechanic
|
1119.90
|
1164.70
|
1199.60
|
|
Motor Trimmer
|
1119.90
|
1164.70
|
1199.60
|
|
Painter (Vehicle)
|
1119.90
|
1164.70
|
1199.60
|
|
Panel Beater
|
1119.90
|
1164.70
|
1199.60
|
|
Signwriter (Vehicle)
|
1089.10
|
1132.70
|
1166.70
|
|
Trades assistant (Mechanical Workshops)
|
925.60
|
962.60
|
991.50
|
|
Labourer - General (Mechanical Workshops)
|
772.70
|
803.60
|
827.70
|
|
(c) Boot Factory - Bootmaker
|
1080.70
|
1123.90
|
1157.60
|
|
(d) Building Maintenance Department -
|
|
|
|
|
Draughtsperson Building services
|
|
|
|
|
- 1st year
|
1194.70
|
1242.50
|
1279.80
|
|
- 2nd year
|
1216.70
|
1265.40
|
1303.40
|
|
- 3rd year
|
1238.80
|
1288.40
|
1327.10
|
|
- 4th year
|
1261.10
|
1311.50
|
1350.80
|
|
- thereafter
|
1295.70
|
1347.50
|
1387.90
|
|
Plumber
|
1131.60
|
1176.90
|
1212.20
|
|
Bricklayer
|
1119.90
|
1164.70
|
1199.60
|
|
Carpenter
|
1119.90
|
1164.70
|
1199.60
|
|
Painter
|
1119.90
|
1164.70
|
1199.60
|
|
Plasterer
|
1119.90
|
1164.70
|
1199.60
|
|
Labourer - Builders
|
1099.90
|
1143.90
|
1178.20
|
|
(e) Cleaner -
|
991.10
|
1030.70
|
1061.60
|
|
Stores Assistant
|
1043.70
|
1085.40
|
1118.00
|
|
Sailmaker
|
1089.10
|
1132.70
|
1166.70
|
|
(h) Hose Repair Department - Hose Assembler and Repairer
|
1034.50
|
1075.90
|
1108.20
|
|
COMMUNICATION
SECTION
|
|
|
3/07/2022
Historical Rate
|
3/07/2023
4.00% Increase per
week
|
1/07/2024
3.00% Increase per week
|
|
|
$
|
$
|
$
|
|
Electronic Technician
|
|
|
|
|
- 1st year
|
1541.50
|
1603.20
|
1651.30
|
|
- 2nd year
|
1587.90
|
1651.40
|
1700.90
|
|
- 3rd year
|
1616.30
|
1681.00
|
1731.40
|
|
- 4th year
|
1650.50
|
1716.50
|
1768.00
|
|
Instrument Maker
|
1362.40
|
1416.90
|
1459.40
|
|
Radio Mechanic
|
1300.80
|
1352.80
|
1393.40
|
|
Telephone Mechanic
|
1300.80
|
1352.80
|
1393.40
|
|
Electronic Tradesperson
|
1494.20
|
1554.00
|
1600.60
|
|
Electrical Mechanic
|
1300.80
|
1352.80
|
1393.40
|
|
Trades Assistant
|
1044.90
|
1086.70
|
1119.30
|
|
Fire Vehicle Repairer
|
|
Level
|
Classification
|
3/7/2022 Historical
(not including Clause 20. FEA)
|
3/7/2022 Historical
(including Clause 20. FEA)
|
3/7/2023 (+4.00%)
(not including Clause 20. FEA)
|
3/7/2023 (+4.00%)
(including Clause 20. FEA)
|
3/7/2024
(+3.00%) (not including Clause 20. FEA)
|
1/7/2024
(+3.00%) (including Clause 20. FEA)
|
|
Level 1
|
Fire Vehicle Repairer
|
A – 1318.00
|
AA – 1406.70
|
A – 1370.70
|
AA – 1462.90
|
A – 1411.80
|
AA – 1506.80
|
|
Level 2
|
Fire Vehicle Repairer
|
B – 1383.90
|
BB – 1472.60
|
B – 1439.20
|
BB – 1531.40
|
B – 1482.40
|
BB – 1577.40
|
|
Level 3
|
Fire Vehicle Repairer
|
C – 1449.80
|
CC – 1538.50
|
C – 1507.80
|
CC – 1600.00
|
C – 1553.00
|
CC – 1648.00
|
|
Level 4
|
Fire Vehicle Repairer
|
D – 1515.70
|
DD – 1604.40
|
D – 1576.30
|
DD – 1668.50
|
D – 1623.60
|
DD – 1718.60
|
|
Apprentices
|
3/07/2022
Historical Rate
|
3/07/2023
4.00% Increase
|
3/07/2024
3.00%
Increase
|
|
|
$
|
$
|
$
|
|
- 1st year
|
527.80
|
548.90
|
565.40
|
|
- 2nd year
|
(Rate = 2nd Year + NT FEA)
|
760.00
|
790.40
|
814.10
|
|
- 3rd year
|
(Rate = 3rd Year + NT FEA)
|
955.10
|
993.30
|
1023.10
|
|
- 4th year
|
(Rate = 4th Year + NT FEA)
|
1091.10
|
1134.70
|
1168.70
|
|
Adult
|
(Rate = Adult + NT FEA)
|
1091.10
|
1134.70
|
1168.70
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Increases shall apply on and from the first full pay period
to commence on or after the dates expressed in the tables
|
Item
|
Clause
12, Additional Wage Rates
|
3/7/2022
Historical Rate
|
3/7/2023
4.00% Increase
|
1/7/2024
3.00% Increase
|
|
$
|
$
|
$
|
|
1
|
12.1 Electricians:
|
52.80
|
54.91
|
56.56
|
|
|
An electrician who is the
holder of A
|
|
|
|
|
|
Grade Licence (per week)
|
|
|
|
|
|
B Grade Licence (per week)
|
28.60
|
29.74
|
30.63
|
|
2
|
20.10 Roof work (per hour)
|
1.04
|
1.08
|
1.11
|
** inclusive in rate after 12 months continuous service an
apprentice receives the (Non Trades Staff) Fire Equipment
Allowance.
** inclusive in rate after 12 months continuous service an
apprentice receives the (Non Trades Staff) Fire Equipment
Allowance.
Table 2 - Other
Rates and Allowances
From the Crown Employees (New South Wales Fire Brigades -
Maintenance, Construction and Miscellaneous Staff) Award
Increases shall apply on and from the first full pay period
to commence on or after the dates expressed in the tables.
Table 3 –
Allowances
From NSW Fire Brigades Maintenance and Miscellaneous Staff
Enterprise Agreement 2008
|
Item
|
ALLOWANCES
|
3/7/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate
|
4.00% Increase
|
3.00% Increase
|
|
|
|
$
|
$
|
$
|
|
1
|
Team Leader Allowance (per
week)
|
198.20
|
206.13
|
212.31
|
|
2
|
Heavy Vehicle Inspectors
Allowance (per day)
|
2.44
|
2.54
|
2.62
|
Table 3A: On Call
Allowance
|
Item
|
ALLOWANCES
|
3/7/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate
|
4.00% Increase
|
3.00% Increase
|
|
|
|
$
|
$
|
$
|
|
1
|
On Call Allowance – Monday to Friday (per day)
|
23.49
|
24.43
|
25.16
|
|
2
|
On Call Allowance – Saturday, Sunday & Public Holidays
(per day)
|
36.32
|
37.77
|
38.90
|
Table 3B: On Call
Allowance applicable only to FVRs
|
Item
|
ALLOWANCES
|
3/07/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate
|
4.00% Increase
|
3.00% Increase
|
|
|
|
$
|
$
|
$
|
|
1
|
On Call Allowance - Monday to Friday (per day)
|
43.00
|
44.72
|
46.06
|
|
2
|
On Call Allowance - Saturday,
Sunday & Public Holidays (per day)
|
86.05
|
89.49
|
92.17
|
|
Item
|
Clause
13, SPECIAL RATES
|
3/07/2022
|
3/07/2023
|
3/07/2024
|
|
|
|
Historical Rate
|
4.00% Increase
|
3.00% Increase
|
|
|
|
$
|
$
|
$
|
|
1
|
20.1.1 Confined Spaces
|
1.04
|
1.08
|
1.11
|
|
2
|
20.3.1 Height Pay - 7.5
metres
|
0.98
|
1.02
|
1.05
|
|
3
|
20.3.1 Height Pay - every
metre beyond 7.5m
|
0.30
|
0.31
|
0.32
|
Increases shall apply on and from the first full pay period
to commence on or after the dates expressed in the tables.
|
Item
|
Clause 18, TOOL
ALLOWANCES
|
3/7/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate
|
Current
|
3.00% Increase
|
|
|
|
$
|
$
|
$
|
|
1
|
Bodymaker
|
35.40
|
35.40
|
36.46
|
|
2
|
Motor Mechanic
|
35.40
|
35.40
|
36.46
|
|
3
|
Painter (Vehicle)
|
8.70
|
8.70
|
8.96
|
|
4
|
Panel Beater
|
35.40
|
35.40
|
36.46
|
|
5
|
Automotive Electrician
|
35.40
|
35.40
|
36.46
|
|
6
|
Electronic Technician
|
22.10
|
22.10
|
22.76
|
|
7
|
Instrument Maker
|
22.10
|
22.10
|
22.76
|
|
8
|
Radio Mechanic
|
22.10
|
22.10
|
22.76
|
|
9
|
Telephone Mechanic
|
22.10
|
22.10
|
22.76
|
|
10
|
Fitter
|
35.40
|
35.40
|
36.46
|
|
11
|
Electronic Tradesperson
|
22.10
|
22.10
|
36.46
|
|
Item
|
Apprentices
|
3/7/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate
|
Current
|
3.00% Increase
|
|
|
|
$
|
$
|
$
|
|
1
|
Motor Mechanic
|
35.40
|
35.40
|
36.46
|
|
2
|
Automotive Electrician
|
35.40
|
35.40
|
36.46
|
|
3
|
Fitter
|
35.40
|
35.40
|
36.46
|
|
4
|
Electronic Technician
|
22.10
|
22.10
|
22.76
|
* Increases in the Tool Allowance will be based upon
increases expressed in the Crown Employees (Skilled Trades) Award. These
amounts will be administratively adjusted when the Crown Employees (Skilled
Trades) Award increases.
|
Item
|
Clause
20, FIRE EQUIPMENT ALLOWANCE
|
3/7/2022
Historical Rate
|
3/7/2023
4.00%
Increase Per week
|
1/07/2024
3.00%
Increase Per week
|
|
|
|
$
|
$
|
$
|
|
1
|
Fire Equipment Allowance (FEA) - Trades**
|
88.70
|
92.20
|
94.97
|
|
2
|
Fire Equipment Allowance (FEA) - Non
Trades
|
66.20
|
68.80
|
70.86
|
** At the completion of 12 months continuous service
Increases shall apply on and from the first full pay period
to commence on or after the dates expressed in the tables.
|
Item
|
Clause 23, MEAL
ALLOWANCE *
|
3/7/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate Per
meal
|
Increase Per meal
|
3.00% Increase Per
meal
|
|
|
|
$
|
$
|
$
|
|
1
|
After 1½ hour overtime
|
17.00
|
17.00
|
17.51
|
|
2
|
Each 4 hours thereafter
|
14.60
|
14.60
|
15.04
|
|
Item
|
Clause 24,
TRAVELLING TIME AND OTHER FARES *
|
3/7/2022 Historical
Rate
|
3/07/2023 Increase
|
1/07/2024 3.00%
Increase
|
|
1
|
Other than Builders’ Labourers
|
27.49
|
27.49
|
28.31
|
|
2
|
Employer providing transport
|
10.95
|
10.95
|
11.28
|
|
Item
|
Clause 33,
INSURANCE OF TOOLS *
|
3/7/2022
|
3/07/2023
|
1/07/2024
|
|
|
|
Historical Rate
|
Increase
|
3.00% Increase
|
|
1
|
Maximum claim for loss of tools
|
2049.00
|
2049.00
|
2110.50
|
*Increases in meal allowance, travelling time and other
fares and insurance of tools will be based upon increases expressed in the
Crown Employees (Skilled Trades) Award. These amounts will be administratively
adjusted when the Crown Employees (Skilled Trades) Award increases.
11. The variation to clause 48.1
has effect from 3 July 2022; the variation to cl 48.5 and Tables 1, 2 and 3
have effect from 1 July 2024; all other variations to the Award have effect
from 13 May 2025.
J. McDONALD, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.