1 CROWN EMPLOYEES (ROADS AND TRAFFIC AUTHORITY OF NEW SOUTH WALES - SALARIED STAFF SALARIES AND CONDITIONS OF EMPLOYMENT) AWARD 2008 INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES Applications by Public Service Association and Professional Officers' Association Amalgamated Union of New South Wales, Industrial Organisation of Employees and the Roads and Traffic Authority Division of the Government Service of New South Wales, established under Chapter 1A of the Public Sector Employment and Management Act 2002 (NSW). (No. IRC 445 of 2008) (No. IRC 879 of 2008) Before The Honourable Justice Walton, Vice-President 2 October 2008 Before The Honourable Justice Schmidt Before The Honourable Deputy President Sams Commissioner McLeay Commissioner Murphy AWARD PART A 1. Arrangement PART A Clause No. Subject Matter 1. Arrangement 2. Definitions 3. Salaries 4. Allowances 5. Salary Packaging Arrangements, including Salary Sacrifice to Superannuation 6. Conditions of Employment 7. Dispute Settlement Procedure 8. Anti-Discrimination 9. Area, Incidence and Duration Schedule A - List of Awards Schedule B - List of Allowances PART B MONETARY RATES 2. Definitions (1) "Authority" shall mean the Roads and Traffic Authority. (2) "Employee" shall mean a person to whom this Award applies.
2 (3) "Association" shall mean the Public Service Association and Professional Officers Association Amalgamated Union of New South Wales. (4) "2007 Award" means the Crown Employees (Public Sector - Salaries 2007) Award made by the Industrial Relations Commission of New South Wales and published on 29 March 2007 (363 IG). (5) DPE shall mean the Director of Public Employment. 3. Salaries (iii) The salaries under this Award are payable to Employees appointed to or performing the duties of any of the classifications covered by the Awards, Agreements and Determinations listed in Schedule A to this Award. The salaries payable are prescribed in Part B, Monetary Rates, of this Award. The salaries prescribed in Part B reflect increases to the salaries paid under the 2007 Award of: (c) 4% to salaries contained in those Awards, Agreements and Determinations listed in Schedule A and payable with effect from the first full pay period to commence on or after 1 July 2008; and a further 4% to salaries paid under paragraph of this subclause, payable with effect from the first full pay period to commence on or after 1 July 2009; and a further 4% to salaries paid under paragraph of this subclause, payable with effect from the first full pay period to commence on or after 1 July (iv) The salary increases referred to in paragraphs of subclause (iii) of this clause, insofar as they apply from the first full pay period on or after 1 July 2008 and have retrospective effect, shall only be paid to those employees who are employed as at the date of the making of this Award. 4. Allowances The allowances specified in Schedule B and payable under the Awards and agreements in Schedule A are subject to adjustment in line with the salary increases in clause 3, Salaries of this Award. In addition to the allowances referred to in subclause of this clause, any other allowance in the Awards, Agreements and Determinations listed in Schedule A which is normally moved in accordance with salary increases is to be adjusted in line with the salary increase in clause 3, Salaries of this Award. 5. Salary Packaging Arrangements, including Salary Sacrifice to Superannuation The entitlement to salary package in accordance with this clause is available to: (c) permanent full-time and part-time employees; temporary employees, subject to the Authority s convenience; and casual employees, subject to the Authority s convenience, and limited to salary sacrifice to superannuation in accordance with subclause (vii). For the purposes of this clause:
3 "salary" means the salary or rate of pay prescribed for the employee's classification by clause 3, Salaries, Part B of this Award, and any other payment that can be salary packaged in accordance with Australian taxation law. 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. (iii) By mutual agreement with the Authority, an employee may elect to package a part or all of their post compulsory deduction salary in order to obtain: a benefit or benefits selected from those approved by the DPE; and an amount equal to the difference between the employee s salary, and the amount specified by the Authority for the benefit provided to or in respect of the employee in accordance with such agreement. (iv) (v) (vi) (vii) An election to salary package must be made prior to the commencement of the period of service to which the earnings relate. The agreement shall be known as a Salary Packaging Agreement. Except in accordance with subclause (vii), a Salary Packaging Agreement shall be recorded in writing and shall be for a period of time as mutually agreed between the employee and the Authority at the time of signing the Salary Packaging Agreement. 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: (c) paid into the superannuation fund established under the First State Superannuation Act 1992; or where the employer is making compulsory employer superannuation contributions to another complying superannuation fund, paid into the same complying fund; or subject to the Authority s agreement, paid into another complying superannuation fund. (viii) Where the employee makes an election to salary sacrifice, the employer shall pay the amount of post compulsory deduction salary, the subject of election, to the relevant superannuation fund. (ix) Where the employee makes an election to salary package and where the employee is a member of a superannuation scheme established under the: Superannuation Act 1916; State Authorities Superannuation Act 1987; or (c) State Authorities Non-contributory Superannuation Act 1987, the Authority 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. (x) 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 (ix) of this clause, the Authority 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
4 contributions made by the Authority may be in excess of superannuation guarantee requirements after the salary packaging is implemented. (xi) Where the Employee makes an election to salary package: subject to Australian Taxation law, the amount of salary packaged will reduce the salary subject to appropriate PAYG taxation deductions by the amount packaged; and any allowance, penalty rate, payment for unused leave entitlements, weekly worker s compensation or other payment, other than any payments for leave taken in service, to which an employee is entitled under this Award or any applicable Award, Act or statute which is expressed to be determined by reference to the Employee s rate of pay, shall be calculated by reference to the rate of pay which would have applied to the Employee under clause 3, Salaries, or Part B of this Award if the Salary Packaging Agreement had not been entered into. (xii) The Authority may vary the range and type of benefits available from time to time following discussion with the Association. Such variations shall apply to any existing or future Salary Packaging Agreement from date of such variation. (xiii) The Authority will determine from time to time the value of the benefits provided following discussion with the Association. Such variations shall apply to any existing or future Salary Packaging Agreement from the date of such variation. In this circumstance, the Employee may elect to terminate the Salary Packaging Agreement. 6. Conditions of Employment The parties agree that they will have further discussions and negotiations regarding the conditions of employment which will apply to the employees covered by this award with the objective of achieving consolidated conditions of employment for all employees to be provided for in this award. Subject to the outcome of discussions and negotiations referred to in subclause of this clause existing conditions of employment as provided for in the instruments set out in Schedule A of this Award and applicable policies of the Authority and agreements between the parties shall continue to apply. (iii) This Award provides pay increases of 4% with effect from the first full pay period that commenced on or after 1 July 2008, a further increase of 4% with effect from the first full pay period to commence on or after 1 July 2009, and a further increase of 4% with effect from the first full pay period to commence on or after 1 July (iv) These increases arise from the agreement of the parties contained in the Memorandum of Understanding between the NSW Government and the Association for the period 1 July 2008 to 30 June 2011 entered into on 2 October 2008 ( Memorandum of Understanding ). (v) The pay increases under this Award are provided on the basis of the "no extra claims" commitment contained in clause 8 of the Memorandum of Understanding, provided that this shall not prevent the parties from applying for the award changes identified in the Memorandum of Understanding or subclause of this clause. 7. Dispute Settling Procedure All disputes relating to the provisions of this Award shall 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. An employee is required to notify (in writing or otherwise) 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.
5 (iii) (iv) (v) (vi) (vii) 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 employee to advise their immediate manager, the notification may occur to the next appropriate level of management, including, where required, to the appropriate agency head or Delegate. The immediate manager shall 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. 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 matter. This manager shall 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 agency head. In the event that the matter remains unresolved, the Authority shall 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. An employee, at any stage, may request to be represented by an Association representative. The employee, or the Association on their behalf, or the Authority may refer the matter to the Industrial Relations Commission of New South Wales if the matter is unresolved following the use of these procedures. (viii) The employee, Association, and the Authority shall agree to be bound by any lawful recommendation, order or determination by the Industrial Relations Commission of New South Wales in relation to the dispute. (ix) Whilst the procedures are being followed, normal work undertaken prior to notification of the grievance or dispute shall continue unless otherwise agreed between the parties, or, in the case of a dispute involving Occupational Health and Safety, if practicable, normal work shall proceed in such a manner as to avoid any risk to the health and safety of any employee or member of the public. 8. Anti-Discrimination (iii) (iv) 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. It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this Award the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct discriminatory effect. 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. Nothing in this clause is to be taken to affect: (c) (d) any conduct or act which is specifically exempted from anti-discrimination legislation; offering or providing junior rates of pay to persons under 21 years of age; any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977; a party to this Award from pursuing matters of unlawful discrimination in any State or federal jurisdiction.
6 (v) 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. NOTES Employers and employees may also be subject to Commonwealth anti-discrimination legislation. Section 56(d) of the Anti-Discrimination Act 1977 provides: "Nothing in the Act affects... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion." 9. Area, Incidence and Duration This Award shall apply to Employees appointed to or performing the duties of any of the classifications covered by the Awards, Agreements and Determinations listed in Schedule A of this Award. (iv) This Award shall take effect on and from 1 July 2008 and shall remain in force until 30 June SCHEDULE A LIST OF AWARDS, AGREEMENTS AND DETERMINATIONS The wages, salaries and relevant allowances under this Award are payable to Employees appointed to or performing the duties of any of the positions covered by the following Awards, Agreements and Determinations Awards, Agreements and Determinations: Crown Employees (Roads and Traffic Authority of New South Wales - Salaried Staff) Award Crown Employees (Roads and Traffic Authority of New South Wales - School Crossing Supervisors) Award Crown Employees (Roads and Traffic Authority of New South Wales - Toll Plaza Officers) Award Inspectors Vehicle Regulation Industrial Instrument 8411 of 1990
7 SCHEDULE B LIST OF ALLOWANCES Additional Responsibilities Allowance All Incidents of Employment Allowance Charge Hand Allowance Community Language Allowance Diving Allowance Environmental Allowance Extraneous Duties Allowance First Aid Allowance Flying Allowance In-Lieu of Overtime Allowance Leading Hand Allowance Licence Allowances covered in Trade Based Groups Agreement No of 1981 and the Crown Employees (General Staff - Salaries) Award 2007 Officer-in-Charge Allowance On-Call Allowance Part-Time Building Managers/House Officers Allowance Any Wage Related Allowances applicable to the Crown Employees (General Staff - Salaries) Award 2007 Qualifications Allowances - where the qualification is deemed to be a requisite for the position in question Resident Officers Allowance Shift Allowances Special Rates Allowance Supervision Allowance Service Increments expressed as a separate sum Word Processing Allowance PART B MONETARY RATES AWARDS Crown Employees (Roads and Traffic Authority of New South Wales - Salaried Staff) Award Classification and Grades Per annum Per annum Per annum Per annum RTA Salaried Staff $ $ $ $ Grade 1 28,908 30,064 31,267 32,518 31,706 32,974 34,293 35,665 36,249 37,699 39,207 40,775 Grade 2 38,230 39,759 41,349 43,003 39,964 41,563 43,226 44,955 41,452 43,110 44,834 46,627 Grade 3 44,013 45,774 47,605 49,509 46,076 47,919 49,836 51,829 48,223 50,152 52,158 54,244 Grade 4 49,694 51,682 53,749 55,899 51,642 53,708 55,856 58,090 53,674 55,821 58,054 60,376 Grade 5 55,518 57,739 60,049 62,451 57,313 59,606 61,990 64,470
8 58,346 60,680 63,107 65,631 Grade 6 59,626 62,011 64,491 67,071 61,436 63,893 66,449 69,107 63,447 65,985 68,624 71,369 Grade 7 64,827 67,420 70,117 72,922 67,115 69,800 72,592 75,496 68,418 71,155 74,001 76,961 Grade 8 71,225 74,074 77,037 80,118 74,117 77,082 80,165 83,372 76,431 79,488 82,668 85,975 Grade 9 79,947 83,145 86,471 89,930 82,244 85,534 88,955 92,513 85,945 89,383 92,958 96,676 Grade 10 88,113 91,638 95,304 99,116 91,589 95,253 99, ,026 96, , , ,317 Grade 11 99, , , , , , , , , , , ,149 Grade , , , , , , , , , , , ,338 Grade , , , , , , , , , , , ,735 Crown Employees (Roads and Traffic Authority of New South Wales - School Crossing Supervisors) Award School Crossing Supervisors Category (refer clause 7 of award for the Per hour Per hour Per hour Per hour Calculation of rates) $ $ $ $ Base Rate (N) Permanent SCS (P) Additional hours/training (A) Casual SCS (C) Crown Employees (Roads and Traffic Authority of New South Wales - Toll Plaza Officers) Award 2008 Salary rates are included above in the Crown Employees (Roads and Traffic Authority of New South Wales - Salaried Staff) Award Inspectors Vehicle Regulation Industrial Instrument 8411 of 1990 Salary rates are included above in the Crown Employees (Roads and Traffic Authority of New South Wales - Salaried Staff) Award 2008.
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