AW808848 PR906192
AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION
Workplace Relations Act 1996
Review of award pursuant to Item 51 of Part 2 of Schedule 5 of the
Workplace Relations and Other Legislation Amendment Act 1996
(C No. 00007 of 1999)
SOCIAL AND COMMUNITY SERVICES (QUEENSLAND) AWARD 1996
(ODN C No. 25710 of 1989)
[Print N4671 [S1159]]
Social workers |
Health and welfare services |
SENIOR DEPUTY PRESIDENT CARTWRIGHT |
SYDNEY, 6 JULY 2001 |
Award simplification.
ORDER
A. Further to the decision issued by the Commission on 6 July 2001 [PR906088], the above award is varied as follows:
By deleting all clauses, schedules and appendices and inserting the following:
PART 1 - PRELIMINARY
1. AWARD TITLE
This award shall be known as the Social and Community Services (Queensland) Award 2001.
2. ARRANGEMENT
This award is arranged as follows:
|
Part 1 - Preliminary |
1. Award title |
2. Arrangement |
3. Scope and application |
4. Relationship to national Training Wage Interim Award 2001 |
5. Date of operation |
6. Definitions |
Part 2 - Terms and conditions of employment |
7. Contract of employment |
8. Duties within skills, competency and training |
9. Probationary employment |
10. Full-time employment |
11. Part-time employment |
12. Casual employment |
13. Fixed term employment |
14. Savings |
15. Employee grievance procedure |
16. Termination of employment |
17. Redundancy |
18. Payment of wages |
19. Superannuation |
20. Higher duties |
Part 3 - Definitions, wages and allowances |
21. Wages |
22. Classification structure |
23. Arbitrated safety net adjustment |
24. Salary benefits |
25. Progression between levels |
26. Allowances |
Part 4 - Hours of work |
27. Hours of work |
28. Method of working the 38 hour week |
29. Breaks |
30. Shift work |
31. Overtime |
32. Recall to Work |
|
Part 5 - Statutory holidays, leave |
33. Personal leave |
34. Annual leave |
35. Public holidays |
36. Long service leave |
37. Jury service |
38. Calculation of continuous service |
39. Parental leave |
Part 6 - Miscellaneous |
40. Anti-discrimination |
41. Enterprise flexibility |
Appendix A - Playgroup association |
Appendix B - Clauses subject to review under item 51 |
Schedule A - Respondents |
3. SCOPE AND APPLICATION
3.1 This award shall apply to:
3.1.1 The Australian Municipal, Administrative, Clerical and Services Union otherwise known as the Australian Services Union (ASU); and
3.1.2 Employers listed in schedule A of this award;
in respect of persons who are eligible to join the above union and who are employed in the Social and Community Services as defined in clause 6.1 of this award.
3.2 This award shall not apply to employers and employees who are engaged in:
3.2.1 A service, the predominant function of which is the provision of crisis and support accommodation and/or related support services except those specifically providing services to people with disabilities;
3.2.2 A service, the predominant function of which is the provision of community based labour market assistance programs;
3.2.3 A service, the predominant function of which is the provision of family day care and childcare services including kindergarten;
3.2.4 Foster care and who receive an allowance to care for foster children;
3.2.5 Facilities or homes established to provide nursing and or `personal care' for aged persons, provided this exception shall not apply to persons primarily engaged in social and community services work as defined in this award.
3.3 The conditions of this award, except Part 4, shall apply to employees classified at Levels 6, 7 and 8, provided the overall terms and conditions of employment for such employees are no less favourable than the provisions of this award as a whole.
3.4 This award does not apply to a person who is in Holy Orders or is a member of a Religious Institute unless it is so stated in a written contract of employment between the person and the employer.
4. RELATIONSHIP TO NATIONAL TRAINING WAGE AWARD 2000
4.1 A party to this award shall comply with the terms of the National Training Wage Award 2000, as varied, as though bound by clause 4 of that award.
4.2 The terms of the National Training Wage Award 2000, as varied, shall apply to the employment under this award in the manner specified in clause 5 of that award, for employers bound by that award.
4.3 For the purpose of clause 11 of the National Training Wage Award 2000 the industry/skill level of any approved Traineeship under this award shall be that of Industry/Skill Level A (Office Clerical).
5. DATE OF OPERATION
This award shall come into force on 6 July 2001 and remain in force until further order of the Commission.
6. DEFINITIONS
6.1 Social and community services means work designed to aid individuals, groups or communities to attain satisfying standards of life through activities that improve personal and social relationships. Without limiting the generality of the foregoing, social and community services shall include:
6.1.1 Information collection and provision related to benefits and services and community resources available to clients;
6.1.2 Supportive and/or crisis counselling;
6.1.3 Emergency material relief for persons suffering financial hardship;
6.1.4 Custodial or supportive care and social welfare support for people in residential accommodation, day and occasional care facilities and/or settings or for people who are unable to live independently, or who are not living in a family setting. But this does not include nursing and/or medical services;
6.1.5 Assessment of individual, family group or community needs;
6.1.6 Development, implementation and assessment and/or maintenance of individual casework programs;
6.1.7 Referral and liaison with other workers and professionals, agencies, community groups, organisations or governments;
6.1.8 Co-ordination of activities and/or facilities for the development of independent living skills and/or social skills;
6.1.9 Research and analysis of social, welfare and/or community issues, needs or problems;
6.1.10 Development and maintenance of community resources;
6.1.11 Community campaign development and organisation;
6.1.12 Development, maintenance, implementation and evaluation of a family, group and community programme;
6.1.13 Social welfare or community planning, policy development, interpretation and/or implementation;
6.1.14 Representation, advocacy, negotiation and mediation within and between communities, agencies, institutions, and governments, or with individuals;
6.1.15 Counselling and/or social welfare support (not including nursing or medical services) for people living at home and who are unable to live independently;
6.1.16 Development and transfer of skills and knowledge in community organisation, community education, advocacy, resource management, cultural awareness and other relevant areas within the community;
6.1.17 Tasks associated with the maintenance of community services and social welfare projects including the preparation of submissions and reports and any incidental financial documentation; and
6.1.18 Clerical and/or administrative tasks associated with community services work.
6.3 Standby means a written instruction to an employee to remain at the employer's place of employment during any period outside the employee's normal hours of duty, and to perform certain designated tasks periodically or on an ad hoc basis.
6.4 On-call means a written instruction to an employee to remain at the employee's residence or otherwise to be immediately contactable by telephone or paging system outside the employee's normal hours of duty in case of a call out requiring an immediate return to duty.
PART 2 - TERMS AND CONDITIONS OF EMPLOYMENT
7. CONTRACT OF EMPLOYMENT
7.1 Upon engagement, an employer shall provide each new employee (except a casual employee) with a written contract of employment which specifies:
7.1.1 An outline of the main duties of the position;
7.1.2 The employee's regular hours of work and the employee's normal span of hours for ordinary duty.
7.1.3 The employee's classification and rate of pay pursuant to this award;
7.1.4 The length of any probationary period which might apply and the final working date of the probation period; and
7.1.5 The nature and detail of engagement in accordance with clause 7.2.
7.2 An employee shall be engaged on one of the following bases:
7.2.1 Full-time;
7.2.2 Part-time;
7.2.3 Casual; and
7.2.4 Fixed term.
8. DUTIES WITHIN SKILLS, COMPETENCY AND TRAINING
An employer may direct an employee to carry out such duties as are within the limit of the employee's skill, competence and training and the scope of the employee's award classification.
9. PROBATIONARY EMPLOYMENT
9.1 An employer may initially engage a full-time or part-time employee for a period of probationary employment for the purpose of determining the employee's suitability for ongoing employment. The employee must be advised in advance that the employment is probationary and of the duration of the probation which can be up to but not exceed three months.
9.2 Probationary employment shall not apply in respect of casual employees.
10. FULL-TIME EMPLOYMENT
An employee not specifically engaged on a part-time or casual basis shall be a full-time employee.
11. PART-TIME EMPLOYMENT
11.1 A part-time employee means an employee other than a casual, who is engaged to work regularly for less than an average of 38 ordinary hours per week.
11.2 The ordinary hours for part-time employees shall be within the ordinary span of hours defined in clause 27 of this award.
11.3 Part-time employees shall generally work the hours prescribed in their contracts of employment.
11.4 A part-time employee's hours of ordinary duty may be varied by mutual agreement between the employer and employee, up to a maximum of 38 hours per week, provided that the hours worked fall within the definition of ordinary hours defined in clause 27 of this award.
11.5 Any additional hours temporarily worked by a part-time employee shall not affect his/her status as a part-time employee.
11.6 For ordinary working hours, a part-time employee shall receive, on a pro rata basis, equivalent pay and conditions to those of full-time employees in the same classification.
12. CASUAL EMPLOYMENT
12.1 A casual employee means an employee who is engaged and paid as such.
12.2 An employee engaged as a casual employee shall be engaged for a minimum period of two consecutive hours for each period of engagement.
12.3 The ordinary hours for a casual employee shall be within the ordinary span of hours specified in clause 27 of this award. A casual employee shall be paid for such hours worked at the ordinary rate of pay plus a loading of twenty percent.
13. FIXED TERM EMPLOYMENT
13.1 A fixed term employee may be engaged to work on either a full-time or part-time basis for the completion of a specified task(s) or project. Examples of such engagement include but are not limited to the following:
13.1.2 To relieve in a vacant position arising from an employee taking leave in accordance with this award; or
13.1.3 For the temporary provision of specialist skills that are not available within the organisation for a specified period of time; or
13.1.4 To fill short term vacancies during the recruitment and selection of a permanent employee.
13.2 When offering employment on a fixed term basis, the employer shall advise the employee in writing of the temporary nature of the employment, and the actual or expected duration of employment.
13.3 If a fixed term employee is subsequently appointed to a permanent position with the employer, any period of the fixed term contract completed immediately prior to the commencement of the permanent position shall be recognised as service with the employer for calculating leave, provided that the employee has not taken or received payment in lieu of leave.
14. SAVINGS
Nothing in this award shall in itself operate to reduce the existing award rights of an employee, which were in existence immediately prior to or at the commencement of this award in respect of allowable matters.
15. EMPLOYEE GRIEVANCE PROCEDURE
15.1 Subject to the Workplace Relations Act (1996), any dispute or grievance arising out of the operation of this award, other than a dispute or grievance arising directly from an employer's concern about an employee's work performance or conduct, shall be dealt with in the following manner:
15.1.1 In the first instance, the employee shall attempt to resolve the grievance with his/her immediate supervisor or employer and may have a union representative or other nominated representative present if the employee so desires.
15.1.2 Where any such attempt at settlement has failed, or where the dispute or claim is of such a nature that a direct discussion between the employee and his/her immediate supervisor or employer would be inappropriate, the employee may notify his/her representative who, if he/she considers that there is some substance in the dispute or claim, may forthwith take the matter up with the employer, and a meeting shall be arranged.
15.1.3 While the parties attempt to resolve the matter work will continue as normal unless an employee has a reasonable concern about an imminent risk to his or her health and safety.
15.1.4 If the matter is still unresolved it shall be submitted to the Australian Industrial Relations Commission.
16. TERMINATION OF EMPLOYMENT
16.1 Notice of Termination by Employer
16.1.1 In order to terminate the employment of a full-time or part-time employee as defined in clause 7 of this award, the employer shall give to any employee at Levels 1 to 5, the following notice:
Period of continuous service with the employer Period of notice
Not more than 1 year At least 1 week
More than 1 year but not more than 3 years At least 2 weeks
More than 3 years but not more than 5 years At least 3 weeks
More than 5 years At least 4 weeks
16.1.2 For employees employed in Levels 6, 7 and 8, at least four weeks' notice shall be given.
16.1.3 In addition to the notice prescribed in 16.1.1 and 16.1.2, employees over 45 years of age, at the time of the giving of the notice, with not less than two years' continuous service, shall receive an additional week's notice.
16.1.4 Payment in lieu of the whole or part of the notice period prescribed in 16.1.1 and 16.1.2 shall be made if the full notice period is not given.
16.1.5 The calculation of payment in lieu of notice shall use the wages an employee would have received for the normal time he/she would otherwise have worked during the period of notice.
16.1.6 The period of notice in this clause shall not apply in the case of conduct which justifies instant dismissal, or in the case of casual employees, or employees engaged for a specific period of time or for a specific task or tasks.
16.1.7 For the purpose of this clause, continuity of service shall be calculated in the manner prescribed by clause 38 of this award.
16.2 Notice of termination by employee
16.2.1 The notice of termination required to be given by an employee shall be the same as that required of an employer, save and except that there shall be no additional notice based on the age of the employee concerned.
16.2.2 If any employee fails to give notice, the employer shall have the right to withhold moneys due to the employee with a maximum amount equal to the ordinary time rate of pay for the period of notice.
17. REDUNDANCY
17.1 Definition
Redundancy occurs when an employer decides that the employer no longer wishes the job the employee has been doing to be done by anyone and this is not due to the ordinary and customary turnover of labour.
17.2 Transfer to lower paid duties
Where an employee is transferred to lower paid duties for reasons set out in 17.1, the employee shall receive the same period of notice of transfer as he/she would have been entitled to if his/her employment had been terminated, and the employer may at the employer's option, make payment in lieu of an amount equal to the difference between the former ordinary time rate of pay and the new lower ordinary time rates for the number of weeks of notice still owing.
17.3 Severance pay
17.3.1 In addition to the period of notice prescribed for ordinary termination in clause 16.1 and subject to further order of the Commission, an employee whose employment is terminated by reason of redundancy, shall receive the following severance pay for continuous service:
Period of continuous service Severance pay
Less than one year Nil
1 year and up to the completion of 2 years 4 weeks' pay
2 years and up to the completion of 3 years 6 weeks' pay
3 years and up to the completion of 4 years 7 weeks' pay
4 years and over 8 weeks' pay
17.3.2 Weeks' pay means the employee's current ordinary weekly rate of pay for the past 52 weeks.
17.3.3 Provided that the severance payments shall not exceed the amount which the employee would have earned if employment with the employer had proceeded to the employee's normal retirement date.
17.4 Employee leaving during notice
An employee whose employment is terminated for reasons set out in clause 17.1, may terminate his/her employment during the period of notice and, if so, shall receive the same benefits and payments under this clause as if he/she had remained with the employer until the expiry of such notice. But in such circumstances the employee shall not receive payment in lieu of the remainder of the period of notice.
17.5 Alternative employment
An employer, in a particular case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.
17.6 Time off during notice period
17.6.1 Where a decision has been made to terminate an employee in the circumstances outlined in clause 17.1, the employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.
17.6.2 If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or he/she shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.
17.7 Employees exempted
This clause shall also not apply where employment is terminated as a consequence of conduct that justifies instant dismissal, or in the case of casual employees, or employees engaged for a specific period of time or for a specified task or tasks.
17.8 Incapacity to pay
An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied on the basis of the employer's capacity to pay.
18. PAYMENT OF WAGES
18.1 All wages shall be paid weekly or fortnightly by cash or by cheque or electronic transfer by agreement between the employer and employee.
18.2 Wages shall be paid during working hours on a weekday mutually agreed by the employer and employees, being not more than five days following the end of the pay period. The pay day, once agreed, may be changed by mutual agreement.
19. SUPERANNUATION
The subject of superannuation contributions is dealt with extensively by legislation including the Superannuation Guarantee (Administration) Act 1992, the Superannuation Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act 1993 and the Superannuation (Resolution of Complaints) Act 1993 (collectively the superannuation legislation). This legislation, as varied from time to time, governs the superannuation rights and obligations of the parties.
19.1 Definitions
19.1.1 Ordinary Time Earnings for the purposes of this clause includes:
_ Award classification rate;
_ Over-award payment;
_ Casual loading in respect of casual employees.
19.1.2 Ordinary time earnings does not include bonuses, commission, payment for overtime or other extraordinary payment, remuneration or allowance.
19.1.3 Fund, for the purposes of this clause, means any approved Fund which meets the requirements of the Superannuation Industry (Supervision) Act 1993 as a complying Fund for occupational superannuation, which an individual employer chooses in consultation with its employees.
19.1.4 Eligible Employee means any person employed under this award on a full time, part-time or casual basis who earns more than $450 gross per month .
19.2 Employer Contributions
In accordance with the governing rules of the relevant Fund, the employer shall make such superannuation contributions for the benefit of an employee as will avoid the employer being required to pay superannuation guarantee charge under the superannuation legislation with respect to that employee. For the purposes of the superannuation legislation, an employee's ordinary time earnings are intended to provide that employee's notional earnings base.
19.3 Absence from work
19.3.1 Paid leave
Subject to the Trust Deed of the fund of which the employee is a member, absences from work will be treated in the following manner. Contributions shall continue whilst a member of the fund is absent on paid leave such as annual leave, long service leave, public holidays, jury service, sick leave and bereavement leave.
19.3.2 Unpaid leave
Contributions shall not be required to be made in respect of any absence from work without pay.
19.3.3 Work related injury and sickness
In the event of an eligible employee's absence from work due to work related injury or sickness, contributions will continue for the period of the absence (subject to a maximum of 52 weeks' total absence for each injury or sickness) provided that the member of the fund (employee) is receiving payments pursuant to the Queensland Workers' Compensation Legislation.
19.4 The applicable rates of contribution to a Fund for an eligible employee are as follows:
Applicable date |
Superannuation guarantee |
contribution rate | |
1 July 2001 |
8% |
1 July 2002 |
9% |
20. HIGHER DUTIES
Subject to the provisions of this award, an employee who is required by the employer to perform duties in a higher classification under this award for five consecutive working days or more shall be paid at a rate not less than the minimum rate prescribed for the higher classification for the period for which duties are performed.
PART 3 - DEFINITIONS, WAGES AND ALLOWANCES
21. WAGES
[SEE APPENDIX B]
22. CLASSIFICATION STRUCTURE
[SEE APPENDIX B]
23 ARBITRATED SAFETY NET ADJUSTMENT
The rates of pay in this award include the arbitrated safety net adjustment payable under the Safety Net Review - Wages May 2000 decision [Print S5000]. This arbitrated safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above award payments include wages payable pursuant to certified agreements, currently operating enterprise flexibility agreements, Australian workplace agreements, award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.
Increases made under previous National Wage Case principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.
24. SALARY BENEFITS
Where agreed between the employer and a full-time or part-time individual employee, an employer may introduce remuneration packaging in respect of salary as outlined in 21.1. The terms and conditions of such package shall not be less favourable than the benefits otherwise available under this award.
25. PROGRESSION WITHIN LEVELS
[SEE APPENDIX B]
26.1 Travelling and motor vehicle allowance
Should an employee be required to use his/her own vehicle on the employer's business, the employee is to receive a vehicle allowance at the following rate:
26.1.1 Under 6 cylinder = 49.4 cents per kilometre
26.1.2 6 cylinder and over = 58.8 cents per kilometre
26.2 An employee required to travel by other means in connection with his/her work shall be reimbursed all reasonable travelling expenses so incurred with reasonable proof of such expenses to be provided by the employee to the employer.
26.3 Where an employees is called out on duty at night or at other times than his/her normal hours, he/she shall be reimbursed his/her fares including taxi fares or, if using his/her own vehicles to travel between home and work, he/she shall receive a travelling allowance as set out in 26.1, subject to returning home prior to commencing work.
26.4 Travelling expenses
An employee required to stay away from home overnight shall be reimbursed the cost of reasonable board, lodgings and meals. Reasonable proof of costs so incurred is to be provided by the employee to the employer.
26.5 Overtime meal allowances
Employees shall receive a meal allowance of $7.91 in the following circumstances:
26.5.1 Where the employee works overtime in excess of two hours on any of the days upon which ordinary hours are worked; or
26.5.2 Where the employee works five hours or more on a day which is not an ordinary working day.
26.5.3 A meal allowance will not be paid if the employer provides a reasonable meal.
26.6 Sleepovers
26.6.1 Where an employee is required to sleep overnight on the employer's premises for a period not exceeding eight hours an allowance of $27.19 shall be paid in respect to each instance in addition to any other payments. An employee will be reimbursed for any expenses for board and lodgings in respect of each such instance.
26.6.2 An employee on sleepover shall be provided with, or paid for, at least four hours' work for each instance where the employee is required. Such work shall be performed immediately before or immediately after the sleepover period. The payment prescribed by 26.6.1 shall be in addition to the minimum payment prescribed by this subclause.
26.6.3 In the event of the employee on sleepover being required to perform work during the sleepover period, the employee shall be paid for the time worked at the prescribed overtime rate with a minimum payment as for one hour worked. Where such work exceeds one hour, payment shall be made at the prescribed overtime rate for the duration of the work.
26.6.4 An alternative arrangement which is no less favourable than 26.6.3 above may be entered into in writing between the employer and employee.
26.7 First Aid
An employee who holds a current first aid certificate issued by the St John's Ambulance Association or Australian Red Cross Society or equivalent qualification, and who is designated by his/her employer to perform first aid duty at his/her workplace shall be paid an allowance of $7.31 per week.
26.10 On-call allowance
An employee rostered to be on-call shall receive an additional amount for each 24 hour period or part thereof as follows:
26.10.1 $13.08 when the on-call period is between rostered shifts of ordinary hours Monday to Friday inclusive;
26.10.2 $19.57 when the on-call period is on a Saturday;
26.10.3 $22.87 when the on-call period is on a Sunday, public holiday or a day when the employee is rostered off duty.
26.10.4 When an employee is required to be on-call and the means of contact is to be by telephone, the employer shall:
26.10.4(a) Where the employee does not already have a telephone, reimburse the cost of such installation;
26.10.4(b) Where the employee pays or contributes towards the payment of the rental of such telephone, reimburse the employee one half of the rental costs.
26.10.5 An employee shall be reimbursed the cost of all telephone calls made on behalf of the employer as a result of out of hours contact.
PART 4 - HOURS OF WORK
27. HOURS OF WORK
27.1 The ordinary hours of work shall be an average of 38 per week, to be worked on the following basis:
27.1.1 38 hours within a work cycle not exceeding seven consecutive days; or
27.1.2 76 hours within a work cycle not exceeding fourteen consecutive day; or
27.1.3 114 hours within a work cycle not exceeding 21 days; or
27.1.4 152 hours within a work cycle not exceeding 28 consecutive days.
27.2 The ordinary hours of work prescribed may be worked on any five consecutive days in the week, Monday to Sunday inclusive, subject to the following:
27.2.1 Any arrangement of hours which includes a Saturday or Sunday as ordinary hours shall be subject to agreement between the employer and the employees directly affected.
27.2.2 A minimum of two consecutive days off shall be provided in each week.
27.3 The ordinary hours of work prescribed herein shall be worked within a designated spread of twelve hours, except for meal breaks, between 6.00am and 8.00pm. The spread of hours may be altered by agreement between the employer and the employee or majority of employees directly affected.
27.4 The ordinary starting and finishing times of an employee or employers may be staggered, provided that there is agreement between the employee and the majority of employees directly affected.
27.5 The ordinary hours of work prescribed therein shall not exceed ten hours on any day.
27.6 By mutual agreement employees who work between midnight Friday and midnight Sunday in accordance with 27.2.1 may take the equivalent time off in lieu of loading specified in clause 27.7.
27.7 Weekend Work
Ordinary hours worked on a Saturday or Sunday shall be paid at the rate of time and three quarters.
27.8 Late/Early Work
27.8.1 Employees who are required to work outside the designated ordinary spread of hours shall be paid:
27.8.1(a) A loading of twenty percent on their ordinary rate of pay for work performed beyond their spread of hours and 12.00 midnight Monday to Fridays inclusive.
27.8.1(b) A loading of 35 percent on their ordinary rate of pay for work performed between the hours of 12.00 midnight and the commencement of their spread of hours between midnight Sunday and their designated start time on Friday.
28. METHOD OF WORKING THE 38 HOUR WEEK
28.1 The 38 hour week shall be implemented on one of the following bases, most suitable to the particular business, after consultation with, and giving reasonable consideration to the wishes of the employees concerned:
28.1.1 By employees working less than eight ordinary hours each day; or
28.1.2 By employees working less than eight ordinary hours one or more days during each work cycle; or
28.1.3 By fixing one or more work days on which all employees will be off during a particular work cycle; or
28.1.4 By rostering employees off on various days of the week during a particular work cycle, so that each employee has one work day off during that cycle.
28.2 Notwithstanding any other provision in this clause, where the arrangement of ordinary hours of work provides for a rostered day off, the employer and the majority of employees concerned, may agree to accrue up to a maximum of five rostered days off. Where such agreement has been reached, the accrued rostered days off shall be taken within twelve calendar months of the date on which the first rostered day off was accrued. Consent to accrue rostered days off shall not be unreasonably withheld by either party.
28.3 Where a rostered day off falls on a public holiday, another day shall be agreed to be taken in lieu.
29. BREAKS
29.1 Meal Break
29.1.1 Between the fourth and sixth hour from commencement of duty an employee shall take an unpaid meal break of a minimum of 30 minutes and a maximum of one hour; provided that an employee may elect to take a meal break at another time. Where the employee elects to do so then all hours after the designated meal period will be paid at ordinary rates.
29.1.2 Where an employee is required to work during an unpaid meal break and continuously thereafter, he/she shall be paid at the rate of time and a half until released from duty for a meal break.
29.1.3 Despite clause 29.1.2, where an employee is required by the employer to have a meal with a client or clients as part of the normal work routine or client program, he/she will be paid for the duration of the meal period at the ordinary rate of pay.
29.1.4 By agreement, a part-time employee may forego his/her unpaid meal break provided that he/she must take an unpaid meal break on any day in which he/she works more than six hours continuously.
30. SHIFT WORK
30.1 Continuous shift work for the purposes of this clause means work done by an employee where the hours of work are regularly rotated through day, afternoon and night shifts covering a 24 hour per day operation over seven days of the week and 52 weeks of the year.
30.1.1 The ordinary working hours of continuous shift workers and shift workers whose work is connected with or incidental to any continuous process shall not exceed an average of 38 per week, in a work cycle.
30.1.2 Not more than ten hours shall be worked on any one shift at ordinary rates except where there is agreement as outlined in subclause 30.2. Subject to the requirements of subclause 30.2.1., the method of working a shift by shift workers shall be as mutually agreed between the employer and the employees.
30.1.3 The ordinary hours of work for each employee shall be displayed on a roster in a place conveniently accessible to employees at least seven days before the commencement of the day on which the roster commences; provided however that a roster may be altered at any time to enable the service of the organisation to be carried on in an emergency or when another employee is absent from duty.
30.2 A shift shall consist of not more than ten hours inclusive of meal time:
30.2.1 Provided that by agreement between an employer and the majority of employees in the plant or work section or section concerned, ordinary hours not exceeding twelve on any day may be worked subject to:
30.2.1(a) The employer and the employee concerned being guided by the occupational health and safety provisions of the ACTU Code of Conduct on 12 Hour Shifts;
30.2.1(b) Proper health monitoring procedures being introduced;
30.2.1(c) Suitable roster arrangements being made; and
30.2.1(d) Proper supervision being provided.
30.3 Shift Break
Shift workers, shall be allowed 30 minutes for a shift break during each full shift, to be taken by the employee at such time and in such manner as will not interfere with continuity of work where continuity is necessary. No deduction shall be made from the wages of an employee for a meal break.
30.4 If a holiday mentioned in clause 35 falls on a day on which a shift worker is rostered off, an extra day shall be added to annual leave.
30.5 An employee shall wherever practicable, have at least ten hours free from duty between the completion of one rostered shift and the commencement of the next rostered shift. If on the instructions of the employer, such an employee resumes or continues work without having had such ten consecutive hours off duty, double rates shall be paid until such period off duty is provided without loss of ordinary pay for such time off.
30.5.1 This subclause shall not apply where an employee resumes or continues work as agreed between the employee and the employer or between the employee and another employee.
31. OVERTIME
31.1 Payment for overtime
31.1.1 A full-time employee shall be paid overtime where the employee works more than 152 hours in any 28 day period or where the employee works more than ten hours in any one day or where the employee works outside of the spread of ordinary hours on weekends in accordance with clause 27.
31.1.2 A part-time employee shall be paid overtime where he/she works in excess of his/her prescribed hours of duty, provided that overtime shall not be paid where the employer and employee have agreed to a temporary variation of working hours under the arrangements specified in clause 11 in which case overtime shall apply for work in excess of the mutually agreed varied working hours. A part-time employee shall be paid overtime if he/she works in excess of 38 hours in any one week or greater than ten hours in any one day.
31.1.3 Casual employees shall be paid overtime where they work outside of the ordinary spread of hours specified in clause 27 and/or where they work more than 38 hours in any week or where the employees work more than ten hours in any day.
31.2 All time worked in excess of the ordinary working hours shall be deemed to be overtime and, except in the case of shift workers, shall be paid for at the rate of time and a half for the first three hours and double time thereafter.
31.3 If employees are required to work overtime commencing on Sunday they shall be paid at double time.
31.4 Employees required to work overtime on Saturday or Sunday shall be paid a minimum payment of two hours at such overtime rate:
31.4.1 Provided that such minimum payment shall not apply where the overtime immediately precedes or follows ordinary hours.
31.5 All overtime worked by shift workers shall be paid at the rate of double time.
31.6 In consultation with the employees, each employer shall establish a procedure for approval of overtime.
31.7 Overtime shall only be worked with the prior approval of the employer provided that the above procedure may allow for employees to work overtime without specific prior approval in defined emergency situations.
31.8 Time off in lieu of overtime
31.8.1 Subject to other provisions of the clause, by mutual agreement, time off may be granted in lieu of payment.
31.8.2 Time off in lieu of overtime shall be calculated on a time for time basis.
31.8.3 Subject to 31.8.4 time off in lieu accrued shall be taken as soon as practicable after it has accrued. If accumulated time in lieu has not been taken within two pay periods, the employer will notify the employee, and if there is no agreement in accordance with paragraph 31.8.5, pay the employee for the accrued time at the appropriate overtime rates in the next pay period.
31.8.4 By mutual agreement, an employee may accumulate up to one week's ordinary hours time in lieu calculated on a time for time basis.
31.8.5 By mutual agreement, where an employee has accumulated time in lieu in accordance with 38.8.4, the employee may take the time off in lieu in conjunction with annual leave. In such cases, the time off in lieu shall not attract annual leave loading.
31.9 When overtime is worked it shall, wherever reasonably practicable, be arranged so that employees have at least ten consecutive hours off duty between the work of successive shifts.
32 RECALL TO WORK
32.1 An employee who is recalled to work overtime after leaving the place of employment, shall paid for a minimum of two hours' work at the appropriate rate for such time recalled, or be granted equivalent time in lieu in accordance with subclause 31.8.
32.2 An employee recalled shall not be required to work the full two hours if the work to be performed is completed in a shorter period.
32.3 Except as provided for in subclause 32.4, where an employee is recalled for duty on his/her rostered day off, he/she shall be paid in accordance with the provisions of this clause and shall be entitled to substitute another day for the rostered day off.
32.4 Where a part-time or full-time employee has been given reasonable notice that he/she will be required to work on his/her rostered day off due to an emergency, the employee shall be paid at ordinary time for that day and a substitute day off shall be granted.
32.5 This clause shall not apply when overtime is continuous with completion or commencement of ordinary working time.
32.6 Standby
32.6.1 Where an employee on standby is required to sleep on the employer's premises, the allowance in 26.6 shall apply.
32.6.2 The standby provisions of this clause shall not replace the overtime or shift provisions of this award.
32.6.3 Other than in extraordinary circumstances, an employee shall not be required to perform more than two periods of standby in any two weekly cycle.
PART 5 - STATUTORY HOLIDAYS, LEAVE
33 PERSONAL LEAVE
The provisions of this clause apply to full-time and part-time employees, but do not apply to casual employees.
33.1 Amount of paid personal leave
33.1.1 Paid personal leave will be available to an employee when he/she is absent due to:
· personal illness or injury (sick leave); or
· for the purposes of caring for an immediate family or household member who is sick and requires the employee's care and support (carer's leave); or
· bereavement on the death of an immediate family or household member (bereavement leave).
33.1.2 The amount of paid personal leave an employee may take is set out below under the provisions dealing with the types of personal leave described in 34.1.1 above.
33.1.3 Unused sick leave shall accrue from year to year.
33.2 Sick Leave
33.2.1 A full-time employee who becomes sick and unfit for duty shall receive 7.6 hours leave for each completed month of service up to 76 hours leave for each completed year of service. In the case of a part-time employee, sick leave will be a fraction of 76 hours per year based on his/her weekly hours as a proportion of 38 hours.
33.2.2 The employee must, if required by the employer, establish by the production of a medical certificate or statutory declaration that he/she was unable to work because of injury or personal illness.
33.2.3 An employee must take all reasonable steps to notify the employer of his/her absence from work prior to the normal commencement time or, if not practicable, as soon as possible after this time.
33.2.4 Sick leave shall be taken in minimum units of one hour.
33.2.5 There shall be no payment of portions of leave not taken, on retirement or termination.
33.2.6 Sickness on accrued day off
Where an employee is sick or injured on the weekday they are to take off in accordance with rostered days off arrangements, they shall not be entitled to sick pay nor will their sick pay entitlements be reduced as a result of the sickness or injury on that day.
33.3 Bereavement leave
On the death of a person with whom the employee is in a bona fide domestic relationship (eg. spouse) or parent or child, brother, sister, father-in-law or mother-in-law, grandparent, grandchild or sibling of the employee or his/her spouse, an employee may take leave up to and including the day of the funeral. Three days of any such leave shall be without deduction of pay. The employee will give notice to the employer of his/her intention to take bereavement leave and will provide reasonable proof of death. However, this clause shall not apply for any period the bereavement leave coincides with any other period of leave.
33.4 Carer's leave
33.4.1 Use of sick leave
33.4.1(a) Employees with responsibilities in relation to either members of their immediate family or members of their household who need their care and support may use, in accordance with this subclause, any accrued sick leave for absences to provide care and support for such persons when they are ill.
33.4.1(b) The employee shall, if required, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another.
33.4.1(c) Sick leave may be used in accordance with this subclause subject to:
33.4.1(c)(i) the employee being responsible for the care of the person concerned; or a member of the employee's household.
33.4.1(c)(ii) the person concerned being either:
33.4.1(c)(ii) (A) a member of the employee's immediate family; or
33.4.1(c)(ii) (B) a member of the employee's household.
33.4.1(b) The term immediate family includes:
33.4.1(b)(i) A spouse (including a former spouse, a de facto spouse and a former de facto spouse) of the employee; and
33.4.1(b)(ii) A child or an adult child (including an adopted child, a step child or an ex nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.
33.4.2 The employee shall, wherever practicable, give the employer notice prior to the absence of the intention to take such leave, the name of the person requiring care and their relationship to the employee, the reasons for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of absence.
33.6 Unpaid leave for family purpose
An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care to an immediate family member who is ill.
33.7 Make up time
An employee may elect, with the consent of their employer, to work make-up time, under which the employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided by the award.
33.8 Ceremonial Leave
33.8.1 An employee who is legitimately required by the employee's Aboriginal or Torres Strait Islander tradition to be absent from work for ceremonial purposes shall be entitled to up to ten working days' unpaid leave in any one year. The employee shall be able to establish to the employer that he/she has an obligation under Aboriginal and Torres Strait Islander custom and/or traditional law to participate in ceremonial activities and shall be granted such leave without pay for a maximum period of ten days per year or for such extension granted by the employer. Such leave shall not affect the employee's entitlement to bereavement leave prescribed by clause 33.3 of this award.
33.8.2 Approval of all Aboriginal Torres Strait Islander Ceremonial leave will be subject to the employer's convenience and will not unreasonably affect the operation of the project concerned but shall not be unreasonably withheld.
34. ANNUAL LEAVE
34.1 Employees, other than casual employees, will receive at the end of each year of employment paid annual leave as follows:
34.1.1 Not less than five weeks for employees employed on shift work where such shifts are worked over a period of seven days per week.
34.1.2 Not less than four weeks in any other case.
34.2 An employee, other than a casual employee, who has completed at least one month's continuous service may request in writing to take annual leave on a pro-rata basis prior to the completion of any period of a full twelve months' service. Where the employer grants pro-rata annual leave the following will apply:
34.2.1 The employee will be paid annual leave loading in accordance with 34.9; and
34.2.2 The period of pro-rata annual leave shall be deducted from the annual leave otherwise payable at the end of that period of twelve months' service.
34.3 Approval of any application for pro-rata annual leave in accordance with 34.2 shall be subject to the employer's convenience and will not unreasonable affect the operation of the project concerned, but will not be unreasonably withheld.
34.4 The annual leave prescribed in 34.1 and 34.2 shall be exclusive of any of the holidays prescribed in clause 35. If a holiday falls within an employee's period of annual leave and is observed on a day which, in the case of that employee, would have been an ordinary working day, the equivalent ordinary time the employee would have worked if such day had not been a holiday shall be added to the period of annual leave.
34.5 The annual leave provided for in this clause shall be allowed and shall be taken, and, except as provided by 34.8, payment shall not be made or accepted in lieu of annual leave.
34.6 Annual leave shall be given at a time determined by mutual agreement between the employer and the employee within a period not exceeding six months from the date when the annual leave accrued, provided that such annual leave may be deferred by mutual agreement in writing between employer and employee.
34.7 Unless an employer and employee otherwise agree, and where the employee has accrued annual leave in excess of eight weeks, an employer may give notice, which must be at least four weeks, of the date from which the employee's annual leave is to be taken and the employee is to comply with such notice.
34.8 If after one month's continuous service in any qualifying twelve monthly period, an employee leaves such employee's employment or such employment is terminated by the employer, the employee shall be paid pro-rata leave at the rate of 1/12th of the annual leave for which such employee would be eligible, for each completed month of service in respect of which such employee has not been granted annual leave.
34.9 In addition to 34.1, payment for annual leave shall be calculated as follows:
34.9.1 Subject to provision 34.9.2, the rate of wages to be paid to a worker shall be the rate payable for work in ordinary time according to the employee's roster or projected roster including Saturday, Sunday or holiday shifts.
34.9.2 Subject to 34.9.3, the payment by an employer to an employee shall be no less than the sum of the following amounts:
34.9.2(a) The employee's ordinary wage rate as prescribed by the award for the period of annual leave; and
34.9.2(b) a further amount calculated at the rate of seventeen and one-half percent of the amounts referred to in paragraph 34.9.2(a) of this provision.
34.9.3 The 17.5% loading shall not be paid in respect to pro-rata leave payments on termination.
34.9.4 The provisions of 34.9.2 shall not apply to the following:
34.9.4(a) Any period or periods of annual leave exceeding:
34.9.4(a)(i) Five weeks in the case of employees employed in a calling where shifts are worked over a period of seven days per week; or
34.9.4(a)(ii) Four weeks in any other case.
34.9.4(b) Employers (and their employees) who are already paying (or receiving) an annual holiday bonus loading.
35. PUBLIC HOLIDAYS
35.1 An employee will receive holidays on the following days without deduction of pay:
New Years Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Labour Day, Queen's Birthday, the day gazetted for the local show, Christmas Day and Boxing Day.
35.2 Subject to subclause 35.3 an employee who works on a holiday as defined in subclause 35.1 shall be paid at the holiday rate of double time and one half of the appropriate hourly rate of pay.
35.3 An employer, with the agreement of the employee or the majority of employees affected may substitute another day for any prescribed in this clause.
35.4 Should any of the holidays mentioned in this clause fall on an employee's rostered day off, such employee shall receive another one or two days off as the case may be in lieu, or one or two days shall be added to the employee's annual leave or alternatively one or two days' wages at ordinary time shall be paid in addition to the weekly wage.
35.5 All indigenous Australian employees shall, in substitution for a public holiday specified within this clause, be entitled to the National Aboriginal Day of Celebration as a public holiday without loss of pay on the day it is celebrated in the State in which the employee is employed. Provided that by mutual agreement in lieu of this day being taken as a substituted public holiday it may be taken as an annual leave day or may be taken out of accumulated time in lieu.
36. LONG SERVICE LEAVE
All employees shall be paid long service leave in accordance with the Industrial Relations Act 1999 (Qld).
37. JURY SERVICE
37.1 Full-time or part-time employees who are required to attend for jury service during their ordinary working hours shall be reimbursed by the employer an amount equal to the difference between the amount paid in respect of their attendance for such jury service and the amount of wages they would have received in respect of the ordinary time they would have worked had they not been on jury service.
37.2 Employees shall notify their employer as soon as possible of the date upon which they are required to attend for jury service. Further employees shall give the employer documentary proof of their attendance, the duration of such attendance and the amount received in respect of such jury service.
38. CALCULATION OF CONTINUOUS SERVICE
38.1 In this award, service with one particular employer shall be deemed to be continuous notwithstanding:
38.1.1 absence from work on account of paid leave, which shall be taken into account and counted as time worked; and
38.1.2 the end of a funding period for project.
38.2 Unpaid absences in excess of one week in any year of employment shall not be counted as time worked. The anniversary date for leave entitlements shall be adjusted to take account of any unpaid absence in excess of one week in any year of employment.
38.3 Where a business is before or after the date of this award, transmitted from an employer (in this clause called the transmittor) to another employer (in this clause called the transmittee) and an employee who at the time of such transmission was an employee of the transmittor in that business becomes an employee of the transmittee:
38.3.1 The continuity of employment of the employee shall be deemed not to have been broken by reason of such transmission; and
38.3.2 The period of employment which the employee has had with the transmitter or any prior transmitter shall be deemed to be of service to the employee with the transmittee.
This clause shall apply to full-time and part-time employees, but not to casual employees.
Subject to the terms of this clause employees are entitled to maternity, paternity and adoption leave and to work part-time in connection with the birth or adoption of a child.
39.1 Definitions:
39.1.1 For the purpose of this clause child means a child of the employee under the age of one year except for adoption of a child where child means a person under the age of five years who is placed with the employee for the purposes of adoption, other than a child or step-child of the employee or of the spouse of the employee or a child who has previously lived continuously with the employee for a period of six months or more.
39.1.2 Subject to 39.1.3, in this clause, spouse includes a de-facto or former spouse
39.1.3 In relation to 39.5, spouse includes a de facto spouse but does not include a former spouse.
39.2 Basic Entitlement:
39.2.1 After twelve months continuous service, parents are entitled to a combined total of 52 weeks unpaid parental leave on a shared basis in relation to the birth or adoption of their child. For females, maternity leave may be taken and for males, paternity leave may be taken. Adoption leave may be taken in the case of adoption.
39.2.2 Subject to 39.3.6 parental leave is to be available to only one parent at a time, except that both parents may simultaneously access the leave in the following circumstances.
39.2.2(a) for maternity leave and paternity leave, un unbroken period of one week at the time of the birth of the child;
39.2.2(b) for adoption leave, an unbroken period of up to three weeks at the time of placement of the child
39.3 Maternity Leave
39.3.1 An employee will provide to the employer at least ten weeks in advance of the expected date of commencement of parental leave:
39.3.1(a) a certificate from a registered medical practitioner stating that she is pregnant and the expected date of confinement;
39.3.1(b) written notification of the date on which she proposes to commence maternity leave, and the period of leave to be taken - at least four weeks; and
39.3.1(c) a statutory declaration stating particulars of any period of paternity leave sought or taken by her spouse and that for the period of maternity leave she will not engage in any conduct inconsistent with her contract of employment.
39.3.2 An employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by confinement occurring earlier than the presumed date.
39.3.3 Subject to 39.3.1 and unless agreed otherwise between the employer and employee, an employee may commence parental leave at any time within six weeks immediately prior to the expected date of the birth.
39.3.4 Where the employee continues to work within the six week period immediately prior to the expected date of birth, or where the employee elects to return to work within six weeks after the birth of the child, an employer may require the employee to provide a medical certificate stating that she is fit to work on her normal duties.
39.3.5 Special maternity leave
39.3.5(a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child, then the employee may take unpaid special maternity leave of such periods as a registered practitioner certifies as necessary.
39.3.5(b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid sick leave to which she is entitled in lieu of, or in addition to, special maternity leave.
39.3.5(c) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take any paid sick leave to which she is then entitled and such further unpaid special maternity leave as a registered medical practitioner certifies as necessary before her return to work. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by the spouse, may not exceed 52 weeks.
39.3.6 Where leave is granted an employee may return to work at any time, as agreed between the employer and the employee provided that time does not exceed four weeks from the commencement date desired by the employee.
39.4 Paternity Leave
39.4.1 An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:
39.4.1(a) a certificate from a registered medical practitioner which names his spouse, states that she is pregnant and the expected date of confinement, or states the date on which the birth took place; and
39.4.1(b) written notification of the dates on which he proposes to start and finish the period of paternity leave; and
39.4.1(c) a statutory declaration stating:
39.4.1(c)(i) he will take that period of paternity leave to become the primary care-giver of a child;
39.4.1(c)(ii) particulars of any period of maternity leave sought or taken by his spouse; and
39.4.1(c)(iii) that for the period of paternity leave he will not engage in any conduct inconsistent with his contract of employment.
39.4.2 The employee will not be in breach of 39.4.1 if the failure to give the required period of notice is because of the birth occurring earlier than expected, the death of the mother of the child, or other compelling circumstances.
39.5 Adoption leave
39.5.1 The employee will notify the employer at least ten weeks in advance of the date of commencement of adoption leave and the period of leave to be taken. An employee may commence adoption leave prior to providing such notice, where through circumstances beyond the control of the employee, the adoption of a child takes place earlier.
39.5.2 Before commencing adoption leave, an employee will provide the employer with a statutory declaration stating:
39.5.2(a) the employee is seeking adoption leave to become the primary care-giver of the child;
39.5.2(b) particulars of any period of adoption leave sought or taken by the employee's spouse; and
39.5.2(c) that for the period of adoption leaves the employee will not engage in any conduct inconsistent with their contract of employment.
39.5.3 An employer may require an employee to provide confirmation from the appropriate government authority of the placement.
39.5.4 Where the placement of child for adoption with an employee does not proceed or continue, the employee will notify the employer immediately and the employer will nominate a time not exceeding four weeks from receipt of notification for the employee's return to work.
39.5.5 An employee will not be in breach of this clause as a consequence of failure to give the stipulated periods of notice if such failure results from a requirement of an adoption agency to accept earlier or later placement of a child, the death of a spouse, or other compelling circumstances.
39.5.6 An employee seeking to adopt a child is entitled to unpaid leave for the purpose of attending any compulsory interviews or examinations as are necessary as part of the adoption procedure. The employee and the employer should agree on the length of the unpaid leave. Where agreement cannot be reached, the employee is entitled to take up to two days unpaid leave. Where paid leave is available to the employee, the employer may require the employee to take such leave instead.
39.6 Variation of period of parental leave
Unless agreed otherwise between the employer and employee, an employee may apply to their employer to change the period of parental leave on one occasion. Any such change to be notified at least four weeks prior to the commencement of the changed arrangements.
39.7 Parental leave and other entitlements
An employee may in lieu of or in conjunction with parental leave, access other paid leave entitlements which they have accrued, such as annual leave or long service leave, subject to the total amount of leave not exceeding 52 weeks.
39.8 Transfer to a safe job
39.8.1 Where an employee is pregnant and, in the opinion of a registered medical practitioner, illness or risks arising out of the pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the employee to continue at her present work, the employee will, if the employer deems it practicable, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
39.8.2 If the transfer to a safe job is not practicable, the employee may elect, or the employer may require the employee, to commence parental leave.
39.9 Returning to work after a period of parental leave
39.9.1 An employee will notify of their intention to return to work after a period of parental leave at least four weeks prior to the expiration of the leave.
39.9.2 An employee will be entitled to the position, which they held immediately before proceeding on parental leave. In the case of an employee transferred to a safe job pursuant to 39.8, the employee will be entitled to return to the position they held immediately before such transfer.
39.9.3 Where such position no longer exists but there are other positions available, which the employee is qualified for and is capable of performing, the employee will be entitled to a position as nearly comparable in status and pay to that of their former position.
39.10 Replacement employees
39.10.1 A replacement employee is an employee specifically engaged or temporarily promoted or transferred, as a result of an employee proceeding on parental leave.
39.10.2 Before an employer engages a replacement employee the employer must inform that person of the temporary nature of the employment and of the rights of the employee who is being replaced.
40. ANTI-DISCRIMINATION
40.1 It is the intention of the respondents to this award to achieve the principal object in s.3(j) of the Workplace Relations Act 1996 through respecting and valuing the diversity of the work force by helping to prevent and eliminate discrimination on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.
40.2 Accordingly, in fulfilling their obligations under the dispute avoidance and settling clause, the respondents must make every endeavour to ensure that neither the award provisions nor their operation are directly or indirectly discriminatory in their effects.
40.3 Nothing in this clause is taken to affect:
40.3.1 any different treatment (or treatment having different effects) which is specifically exempted under the Commonwealth anti-discrimination legislation;
40.3.2 junior rates of pay;
40.3.3 an employee, employer or registered organisation, pursuing matters of discrimination in any State or federal jurisdiction, including by application to the Human Rights and Equal Opportunity Commission;
40.3.4 the exemptions in s.170CK(3) and (4) of the Act.
41. ENTERPRISE FLEXIBILITY
Where an employer or employees wish to pursue an agreement at the enterprise or workplace about how the award should be varied so as to make the enterprise or workplace more efficient according to its particular needs the following process shall apply:
41.1 A consultative mechanism and procedures appropriate to the size, structure and needs of the enterprise or workplace shall be established.
41.2 For the purpose of the consultative process the employees may nominate the Union or another to represent them.
APPENDIX A - Playgroup association
In relation to Playgroup Association of Queensland, the following shall apply:
1.2 Term-time employee is a part-time or full-time employee engaged to work:
1.2.1 38 ordinary hours per week but less than 52 weeks per annum; or
1.2.2 Less than 38 ordinary hours per week and less than 52 weeks per annum.
1.2 All other benefits will be on a pro-rata basis.
APPENDIX B - CLAUSES SUBJECT TO REVIEW UNDER ITEM 51
The following clauses of the Social and Community Services (Queensland) Award 1996 have not yet been reviewed under Item 51 and will be the subject of further proceedings:
21. WAGE RATES
21.1 Subject to clause 26, employees shall be paid the following minimum rates of payment:
Level 1 Percentage Wage rates
Paypoint 1 90 23491
2 95 24579
3 100 25668
Level 2
Paypoint 1 100 25668
2 105 26756
3 110 27824
Level 3
Paypoint 1 115 28828
2 120 29916
3 125 30901
4 130 31989
Level 4
Paypoint 1 135 33077
2 140 34165
3 145 35253
4 150 36342
Level 5
Paypoint 1 155 37430
2 160 38414
3 165 39502
Level 6
Paypoint 1 170 43459
2 175 44294
3 180 45799
Level 7
Paypoint 1 185 46969
2 190 48138
3 195 49308
Level 8
Paypoint 1 200 50479
2 205 51647
3 210 52811
22 CLASSIFICATION STRUCTURE
22.1 Community Services Worker Level 1
22.1.1 Characteristics of the level
22.1.1(a) A person employed as a Community Services Worker Level 1 works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience.
22.1.1(b) General features of work in this category consist of performing clearly defined activities with outcomes being readily attainable. Employees' duties at this level will be closely monitored with instruction and assistance being readily available.
22.1.1(c) Freedom to act is limited by standards and procedures. However, with experience, employees at this level may have sufficient freedom to exercise judgement in the planning of their own work within those confines.
22.1.1(d) Positions at this level will involve employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace.
22.1.1(e) Employees will be responsible for the time management of their work and required to use basic numerary, written and verbal communication skills.
22.1.1(f) Supervision of other staff or volunteers is not a feature at this level, however an experienced employee may have technical oversight of a minor work activity.
22.1.1(g) At this level, employers are expected to offer substantial internal and/or external training.
22.1.2 Responsibilities
To contribute to the operation objectives of the work areas, a position at this level may include some of the following inputs or those of a similar value:
22.1.2(a) Undertake routine activities of a clerical and/or support nature;
22.1.2(b) Undertake straightforward operation of keyboard equipment including data input and basic word processing at a basic level;
22.1.2(c) Provide routine information including general reception and telephonist duties;
22.2.2(d) Provide general stenographic duties:
22.2.2(e) Apply established practices and procedures;
22.2.2(f) Undertake routine office duties involving filing recording, checking and batching of accounts, invoices, orders, stores requisitions and maintenance of an existing records system.
22.2.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.2.4 Skills, knowledge, experience, qualifications and/or training
22.2.4(a) Developing knowledge of the workplace function and operation;
22.2.4(b) Basic knowledge of administrative practices and procedures relevant to the workplace;
22.2.4(c) A developing knowledge of work practices and policies of the relevant work area;
22.2.4(d) Basic numeracy, written and verbal communication skills relevant to the work area;
22.2.4(e) No formal qualifications are required;
22.2.4(f) It is desirable the employees at this level are studying for an appropriate certificate or undertaking either internal or external training relevant to the work area.
22.2.5 Organisational relationships
Work under direct supervision.
22.2.6 Extent of authority
22.2.6(a) Work outcomes are closely monitored;
22.2.6(b) Freedom to act limited by standards and procedures;
22.2.6(c) Solutions to problems found in established procedures and instructions with assistance readily available;
22.2.6(d) Project completion according to instructions and established procedures;
22.2.6(e) No scope for interpretation.
22.3 Community Services Worker Level 2
22.3.1 Characteristics of the level
22.3.1(a) A person employed as a Community Services Worker Level 2 shall work under general guidance within clearly defined guidelines and undertake a range of activities requiring the application of acquired skills and knowledge.
22.3.1(b) General features at this level consist of performing functions which are defined by established routines, methods, standards and procedures with limited scope to exercise initiative in applying work practices and procedures. Assistance will be readily available. Employees may be responsible for a minor function and/or may contribute specific knowledge and/or specific skills to the work of the organisation. In addition, employees may be required to assist senior workers with specific projects.
22.3.1(c) Employees will be expected to have an understanding of work procedures relevant to their work area and may provide assistance to lower classified employees or volunteers concerning established procedures to meet the objectives of a minor function.
22.3.1(c) Employees will be responsible for managing time, planning and organising their own work and may be required to oversight and/or guide the work of a limited number of lower classified employees or volunteers. Employees at this level could be required to resolve minor work procedural issues in the relevant work area within established constraints.
22.3.2 Responsibilities
22.3.2(a) To contribute to the operational objectives of the workplace, a position at this level may include some of the following inputs or those of a similar value:
22.3.2(b) Undertake a range of activities requiring the application of established work procedures and may exercise limited initiative and/or judgement within clearly established procedures and/or guidelines;
22.3.2(c) Achieve outcomes which are clearly defined;
22.3.2(d) Responding to enquires;
22.3.2(e) Assist senior employees with special projects;
22.3.2(f) Prepare cash payment summaries, banking reports and bank statements;
22.3.2(g) Operate a computer and/or programs and peripheral equipment - initiate corrective action;
22.3.2(h) Provide detailed advice and information on the organisations products and service;
22.3.2(i) Operate a word processor and/or other business software and be conversant with and utilise the functions of those systems and be proficient in their use;
22.3.2(j) Post journals to ledger, etc;
22.3.2(k) Provide secretarial support requiring the exercise of sound judgement, initiative, confidentiality and sensitivity in the performance of work;
22.3.2(l) Apply purchasing and inventory control requirements;
22.3.2(m) Perform tasks of a sensitive nature including the provision of more than routine information, the receiving and accounting for moneys and assistance to clients;
22.3.2(n) Assist in calculating and maintaining wage and salary records;
22.3.2(o) Assist with administrative functions;
22.3.2(p) Working under guidance in maintenance of records and/or journals including initial processing and recording related to the following:
22.3.2(p)(i) Reconciliation of account balance;
22.3.2(p)(ii) Incoming/outgoing cheques;
22.3.2(p)(iii) Invoicing ;
22.3.2(p)(iv) Payroll data;
22.3.2(p)(v) Debit/credit items;
22.3.2(p)(vi) Petty cash imprest system;
22.3.2(p)(vii) Letters, etc.
22.3.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.3.4 Skills, knowledge, experience, qualifications and/or training
22.3.4(a) Basic skills in oral and written communication with clients and other members of the public;
22.3.4(b) Knowledge of established work practices and procedures relevant to the workplace;
22.3.4(c) Knowledge of policies and regulations relating to the workplace;
22.3.4(d) Understanding of clear but complex rules;
22.3.4(e) Application of techniques relevant to the workplace;
22.3.4(f) Developing knowledge of statutory requirements relevant to the workplace;
22.3.4(g) Understanding of basic computing concepts;
22.3.4(h) No formal qualifications required;
22.3.4(i) OR appropriate certificate relevant to the work required to be performed;
22.3.4(j) OR will have attained through previous experience in a relevant industry, service or an equivalent level of expertise and experience to undertake the range of activities required;
22.3.4(k) OR qualifications accepted as both relevant and equivalent;
22.3.4(l) OR appropriate on-the job training and relevant experience.
22.3.5 Organisational relationships
22.3.5(a) Work under regular supervision.
22.3.5(b) Provide guidance and training to a limited number of lower classified employees or volunteers.
22.3.6 Extent of authority
22.3.6(a) Work outcomes are monitored;
22.3.6(b) Have freedom to act within defined established guidelines;
22.3.6(c) Solutions to problems may require the exercise of limited judgement, with guidance to be found in procedures, precedents, guidelines. Assistance will be available when problems occur.
22.4 Community Services Worker Level 3
22.4.1 Characteristics of this level
22.4.1(a) A person employed as a Community Services Worker Level 3 shall work under general direction in the application of procedures, methods and guidelines which are well established. They would have obtained organisation or industry specific knowledge sufficient for them to give advice and/or information to the organisation and clients in relation to specific areas of their responsibility.
22.4.1(b) General features of this level involve solving problems of limited difficulty using knowledge, judgement and work organisational skills acquired through qualifications and/or previous work experience. Assistance is available from senior employees. Employees may receive instruction on the broader aspects of the work. In addition, employees may provide assistance to lower classified employees.
22.4.1(c) Positions at this level allow employees the scope for exercising initiative in the application of established work procedures and may require the employee to establish goals/objectives and outcomes for their own particular work program or project.
22.4.1(d) At this level, employees may be required to supervise lower classified staff or volunteers in their day to day work. Employees with supervisory responsibilities may undertake some complex operational work and may undertake planning and co-ordination of activities within a clearly defined area of the organisation. Employees will be responsible for managing and planning their own work.
22.4.1(e) Employees will be responsible for managing and planning their own work and that of subordinate staff or volunteers and may be required to deal with formal disciplinary issues within the work area.
22.4.1(f) Those with supervisory responsibilities should have a basic knowledge of the principles of human resource management and be able to assist subordinate staff or volunteers with on-the-job training. They may be required to supervise more than one component of the work program of the organisation.
22.4.1(g) Graduates with a four year degree that undertake work related to the responsibilities under this level shall commence at no lower than Paypoint 2.
22.4.2 Responsibilities
To contribute to the operational objectives of the workplace, a position at this level may include some of the following inputs or those of a similar value:
22.4.2(a) Undertake responsibility for various activates in a specialised area;
22.4.2(b) Exercise responsibility for a function within the organisation;
22.4.2(c) Allow the scope for exercising initiative in the application of established work procedures;
22.4.2(d) Assist in a range of functions and/or contribute to interpretation of matters for which there are no clearly established practices and procedures although such activity would not be the sole responsibility of such an employee within the workplace;
22.4.2(e) Provide secretarial and/or administrative support requiring a high degree of judgement, initiative, confidentiality and sensitivity in the performance of work;
22.4.2(f) Assist with or provide a range of records management services, however the responsibility for the records management service would not rest with the employee;
22.4.2(g) Proficient in the operation of the computer to enable modification and/or correction of computer software systems or packages and/or identification problems. This level could include systems administrators in small to medium sized organisations whose responsibility includes the security/integrity of the system;
22.4.2(h) Apply computing programming knowledge and skills in systems development, maintenance and implementation under direction of a senior employee;
22.4.2(i) Supervise a limited number of lower classified employees or volunteers;
22.4.2(j) Allow the scope for exercising initiative in the application of established work procedures;
22.4.2(k) Deliver single stream training programs;
22.4.2(l) Co-ordinate elementary service programs;
22.4.2(m) Provide assistance to senior employees;
22.4.2(n) Where prime responsibility lies in a specialised field, employees at this level would undertake at least some of the following:
22.4.2(n)(i) Undertake some minor phase of a broad or more complex assignment;
22.4.2(n)(ii) Perform duties of a specialised nature;
22.4.2(n)(iii) Provide a range of information services;
22.4.2(n)(iv) Plan and co-ordinate elementary community-based projects or programs;
22.4.2(n)(v) Perform moderately complex functions including social planning, demographic analysis, survey design and analysis.
22.4.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.4.4 Skills, knowledge, experience, qualifications and/or training
22.4.4(a) Thorough knowledge of work activities performed within the organisation;
22.4.4(b) Sound knowledge of procedural methods of the organisation;
22.4.4(c) May utilise professional or specialised knowledge;
22.4.4(d) Working knowledge of guidelines or statutory requirements relevant to the organisation;
22.4.4(e) Ability to apply computing concepts;
22.4.4(f) The prerequisite for entry to this level would be:
22.4.4(f)(i) Entry level three year degree; the entry level for holders of a relevant three year degree shall be the first incremental level.
22.4.4(f)(ii) Entry level four year degree; the entry level for holders of a relevant four year degree shall be the second incremental level.
22.4.4(f)(iii) OR Associate Diploma with experience;
22.4.4(f)(iv) OR Advanced Certificate in Community Services with experience or its equivalent;
22.4.4(f)(v) OR attained through previous appointments, service and/or study an equivalent level of expertise and experience to undertake the range of activities required.
22.4.5 Organisational relationships
22.4.5(a) Works under general supervision;
22.4.5(b) Operate as a member of a team;
22.4.5(c) Supervision of other employees.
22.4.6 Extent of authority
22.4.6(a) Receive instructions on the broader aspects of the work;
22.4.6(b) Freedom to act within defined established practices - that is, freedom to arrange work in a manner the employee feels most comfortable with provided there is no change to defined established work practices;
22.4.6(c) May set outcomes or objectives for specific projects;
22.4.6(d) Problems can usually be solved by reference to procedures, documented methods and instructions. Assistance is available when problems occur.
22.5 Community Services Worker Level 4
22.5.1 Characteristics of this level
22.5.1(a) A person employed as a Community Services Worker Level 4 shall work under general direction in functions that require the application of skills and knowledge appropriate to the work. Generally guidelines and work procedures are established.
22.5.1(b) General features at this level require the application of knowledge and skills which are gained through qualifications and/or previous experience in a discipline. Employees will be expected to contribute knowledge in establishing procedures in the appropriate work related field. In addition, employees at this level may be required to supervise various functions within a work area or activities of a complex nature.
22.5.1(c) Positions may involve a range of work functions which could contain a substantial component of supervision. Employees may also be required to provide specialist expertise or advice in their relevant discipline.
22.5.1(d) Work at this level requires a sound knowledge of program, activity, operational policy or service aspects of the work performed with a function or a number of work areas.
22.5.1(e) Employees require skills in managing time, setting priorities, planning and organising their own work and that of lower classified staff and/or volunteers where supervision is a component of the position, to achieve specific objectives.
22.5.1(f) Employees will be expected to set outcomes and further develop work methods where general work procedures are not defined.
22.5.2 Responsibilities
To contribute to the operational objectives of the workplace, a position at this level may include some of the following inputs or those of a similar value:
22.5.2(a) Undertake activities which may require the employee to exercise judgement and/or contribute critical knowledge and skills where procedures are not clearly defined;
22.5.2(b) Perform duties of a specialised nature requiring the development of expertise over time or previous knowledge;
22.5.2(c) Identification of specific or desired performance outcomes;
22.5.2(d) Contribute to interpretation and administration of areas of work for which there are no clearly established procedures;
22.5.2(e) Expected to set outcomes and further develop work methods where general work procedures are not defined and could exercise judgement and contribute critical knowledge and skills where procedures are not clearly defined;
22.5.2(f) Although still under general direction, there is a greater scope to contribute to the development of work methods and the setting of outcomes. However, these must be within the clear objectives of the organisation and within budgetary constraints;
22.5.2(g) Provide administrative support of a complex nature to senior employees;
22.5.2(h) Exercise responsibility for various functions within a work area;
22.5.2(i) Provide assistance on grant applications including basic research or collection of data; undertake a wide range of activities associated with program, activity of service delivery;
22.5.2(j) Provide assistance to a more senior employee in planning, co-ordinating, implementing and administering the activities and policies including preparation of budgets;
22.5.2(k) Develop, control and administer a records management service for the receipt, custody, control, preservation and retrieval of records and related material;
22.5.2(l) Undertake computer operations requiring technical expertise and experience and may exercise initiative and judgement in the application of established procedures and practices;
22.5.2(m) Apply computer programming knowledge and skills in systems development, maintenance and implementation;
22.5.2(n) Provide a reference and research information service and technical service including the facility to understand and develop technologically based systems;
22.5.2(o) Where the prime responsibility lies in a specialised field, employees at this level would undertake at least some of the following:
22.5.2(o)(i) Liaise with other professionals at a technical/professional level;
22.5.2(o)(ii) Discuss techniques, procedures and/or results with clients on straight forward matters;
22.5.2(o)(iii) Lead a team within a specialised project;
22.5.2(o)(iv) Provide a reference, research and/or technical information service;
22.5.2(o)(v) Carry out a variety of activities in the organisation requiring initiative and judgement in the selection and application of established principles, techniques and methods;
22.5.2(o)(vi) Perform a range of planning functions which may require exercising knowledge of statutory and legal requirements;
22.5.2(o)(vii) Assist senior employees with the planning and co-ordination of a community program of a complex nature.
22.5.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.5.4 Skills, knowledge, experience, qualifications and/or training
22.5.4(a) Knowledge of statutory requirements relevant to work;
22.5.4(b) Knowledge of organisation policies and activities;
22.5.4(c) Knowledge of the role of the organisation and its services and/or functions;
22.5.4(d) Specialists require an understanding of the underlying principles in the discipline;
22.5.4(e) Sound discipline knowledge gained through previous experience, training or education;
22.5.4(f) The prerequisites for entry to this level would be:
22.5.4(f)(i) Relevant four year Degree with 2 years' relevant experience;
22.5.4(f)(ii) OR 3 year Degree with three years of relevant experience;
22.5.4(f)(iii) OR Associate Diploma with relevant experience;
22.5.4(f)(iv) OR lesser formal qualifications with substantial years of relevant experience;
22.5.4(f)(v) OR attained through previous appointments, service and/or study, an equivalent level of expertise and experience to undertake a range of activities.
22.5.4(g) Employees undertaking specialised services shall be promoted to this level once they have had the appropriate experience and undertake work related to the responsibilities under this level.
22.5.4(h) Employees working as sole employees shall commence at this level.
22.5.5 Organisational relationships
22.5.5(a) Works under general direction;
22.5.5(b) Supervises other staff and/or volunteers or works in a specialised field.
22.5.6 Extent of authority
22.5.6(a) Required to set outcomes within defined constraints;
22.5.6(b) Provides specialist technical advice;
22.5.6(c) Freedom to act governed by clear objectives and/or budget constraints which may involve the contribution of knowledge in establishing procedures within the clear objectives and/or budget constraints where there are no defined established practices;
22.5.6(d) Solutions to problems generally found in precedents, guidelines or instructions;
22.5.6(e) Assistance usually available.
22.6 Community Services Worker Level 5
22.6.1 Characteristics of the level
22.6.1(a) A person employed as a Community Services Worker Level 5 shall work under general direction from senior employees. Employees undertake a range of functions requiring the application of a high level of knowledge and skills to achieve results in line with the organisation's goals.
22.6.1(b) Employees adhere to established work practices. However, they may be required to exercise initiative and judgement where practices and direction are not clearly defined.
22.6.1(c) General features at this level indicate involvement in establishing organisation programs and procedures. Positions will include a range of work functions and may involve supervision. Work may span more than one discipline. In addition, employees at this level may be required to assist in the preparation of, or prepare the organisation's budget. Employees at this level will be required to provide expert advice to employees classified at a lower level and volunteers.
22.6.1(d) Positions at this level demand the application of knowledge which is gained through qualifications and/or previous experience. In addition, employees will be required to set priorities and monitor work flows in their area of responsibility which may include establishing work programs in small organisations.
22.6.1(e) Employees are required to set priorities, plan and organise their own work and that of lower classified staff and/or volunteers and establish the most appropriate operational methods for the organisation. In addition, interpersonal skills are required to gain the co-operation of clients and staff.
22.6.1(f) Employees responsible for projects and/or functions will be required to establish outcomes to achieve organisation goals. Specialists may be required to provide multi-disciplinary advice.
22.6.2 Responsibilities
To contribute to the operational objectives of the work place, a position at this level may include some of the following inputs or those of a similar value:
22.6.2(a) Responsibility for a range of functions within the organisation requiring a high level of knowledge and skills;
22.6.2(b) Undertake responsibility for a moderately complex project, including planning, co-ordination, implementation and administration;
22.6.2(c) Undertake a minor phase of a broader or more complex professional assignment;
22.6.2(d) Assist with the preparation of or prepare organisation or program budgets in liaison with management;
22.6.2(e) Set priorities and monitor work flow in the areas of responsibility;
22.6.2(f) Provide expert advice to employees classified at lower levels and/or volunteers;
22.6.2(g) Exercise judgement and initiative where procedures are not clearly defined;
22.6.2(h) Understanding of all areas of computer operation to enable the provision of advice and assistance when non-standard procedures/processes are required;
22.6.2(i) Monitor and interpret legislation, regulations and other agreements relating to occupational health and safety, workers' compensation and rehabilitation;
22.6.2(j) Undertake analysis/design for the development and maintenance of projects and/or undertake programming in specialist areas. May exercise responsibility for a specialised area of computing operation;
22.6.2(k) Undertake publicity assignments within the framework of the organisation's publicity and promotions program. Such assignments would be of limited scope and complexity but would involve the co-ordination of facets of the total program including media liaison, design and layout of publications/ displays and editing;
22.6.2(l) Operate as a specialist employee in the relevant discipline where decisions made and taken rest with the employee with no reference to a senior employee;
22.6.2(m) Undertake duties that require knowledge of procedures, guidelines and/or statutory requirements relevant to the organisation;
22.6.2(n) Plan, co-ordinate, implement and administer the activities and policies including preparation of budget;
22.6.2(o) Develop, plan and supervise the implementation of educational and/or developmental programs for clients;
22.6.2(p) Plan, co-ordinate and administer the operation of a multi-functional service including financial management and reporting;
22.6.2(q) Where the prime responsibility lies in professional services, employees at this level would undertake at least some of the following:
22.6.2(q)(i) Under general direction undertake a variety of tasks of a specialised and/or detailed nature;
22.6.2(q)(ii) Exercise professional judgement within prescribed areas;
22.6.2(q)(iii) Carry out planning, studies or research for particular projects including aspects of design, formulation of policy, implementation of procedures and presentation;
22.6.2(q)(iv) Provide reports on progress of program activities including recommendations;
22.6.2(q)(v) Exercise a high level of interpersonal skills in dealing with the public and other organisations;
22.6.2(q)(vi) Plan, develop and operate a community service organisation of a moderately complex nature.
22.6.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.6.4 Skills, knowledge, experience, qualifications and/or training
22.6.4(a) Knowledge of organisational programs, policies and activities;
22.6.4(b) Sound discipline knowledge gained through experience;
22.6.4(c) Knowledge of the role of the organisation, its structure and services;
22.6.4(d) The prerequisites for entry to this level would be:
22.6.4(d)(i) Relevant Degree with relevant experience;
22.6.4(d)(ii) OR Associate Diploma with substantial experience;
22.6.4(d)(iii) OR qualifications in more than one discipline;
22.6.4(d)(iv) OR less formal qualifications with specialised skills sufficient to perform at this level;
22.6.4(d)(v) OR attained through previous appointments, service and/or study an equivalent level of experience and expertise to undertake the range of activities required.
22.6.5 Organisational relationships
22.6.5(a) Work under general direction;
22.6.5(b) Supervise other employees and/or volunteers.
22.6.6 Extent of authority
22.6.6(a) Exercise a degree of autonomy;
22.6.6(b) Control projects and/or programs;
22.6.6(c) Set outcomes for lower classified staff;
22.6.6(d) Establish priorities and monitor work flow in areas of responsibility;
22.6.6(e) Solutions to problems can generally be found in documented techniques, precedents and guidelines or instructions. Assistance is available when required.
22.7 Community Services Worker Level 6
22.7.1 Characteristics of the level
22.7.1(a) A person employed as a Community Services Worker Level 6 shall operate under limited direction from senior employees or management and undertake a range of functions for which operational policies, practices and guidelines may need to be developed.
22.7.1(b) General features at this level allow employees the scope to influence the operational activities of the organisation and would require employees to be involved with establishing operational procedures which impact upon the organisation and/or the sections of the community served by it. Employees at this level will be expected to contribute to management of the organisation , assist or prepare budgets, establish procedures and work practices. Employees will be involved in the formation of programs and work practices and will be required to provide assistance and/or expert advice to other employees. Employees may be required to negotiate matters on behalf of the organisation.
22.7.1(c) Positions at this level will require responsibility for decision making in the particular work area and the provision of expert advice. Employees will be required to provide consultation and assistance relevant to the work place. Employees will be required to set outcomes for the work areas for which they are responsible so as to achieve the objectives of the organisation. They may be required to undertake the control and co-ordination of a program, project and/or significant work area. Employees require a good understanding of the long term goals of the organisation.
22.7.1(d) Employees may exercise managerial responsibility, work independently as specialists or may be a senior member of a single discipline project team or provide specialist support to a range of programs or activities. Positions at this level may be identified by impact of activities undertaken or achievement of stated outcomes or objectives for the workplace; the level of responsibility for decision making; the exercise of judgement; delegated authority; and the provision of expert advice.
22.7.1(e) Managing time is essential so outcomes can be achieved. A high level of interpersonal skills is required to resolve organisational issues, negotiate contracts, develop and motivate staff. Employees will be required to understand and implement effective staff management and personnel practices.
22.7.1(f) Graduates required to perform duties relevant to their qualification and undertake work related to the responsibilities under this level shall commence at no lower than Paypoint 2.
22.7.2 Responsibilities
To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs or those of a similar value:
22.7.2(a) Undertake significant projects and/or functions involving the use of analytical skills;
22.7.2(b) Undertake managerial or specialised functions under a wide range of conditions to achieve results in line with organisation goals;
22.7.2(c) Exercise managerial control, involving the planning, direction, control and evaluation of operations which include providing analysis and interpretation for either a major single or multi specialist operation; provide advice on matters of complexity within the work area and/or specialised area;
22.7.2(d) Undertake a range of duties within the work area, including develop work practices and procedures; problem definition, planning and the exercise of judgement; provide advice on policy matters and contribute to their development;
22.7.2(e) Negotiate on matters of significance within the organisation with other bodies and/or members of the public;
22.7.2(f) Control and co-ordinate a work area or a larger organisation within budgetary constraints;
22.7.2(g) Exercise autonomy in establishing the operation of the work area;
22.7.2(h) Provide a consultancy service for a range of activities and/or to a wide range of clients;
22.7.2(i) Where the prime responsibility lies in a specialised field an employee at this level would undertake at least some of the following:
22.7.2(i)(i) Provide support to a range of activities or programs;
22.7.2(i)ii) Control and co-ordinate projects;
22.7.2(i)(iii) Contribute to the development of new procedures and methodology;
22.7.2(i)(iv) Provide expert advice and assistance relevant to the work area;
22.7.2(i)(v) Supervise/manage the operation of a work area and monitor work outcomes;
22.7.2(i)(vi) Supervise on occasions other specialised staff;
22.7.2(i)(vii) Supervise/manage the operation of a discrete element which is part of a larger organisation;
22.7.2(i)(viii) Provide consultancy services for a range of activities.
22.7.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.7.4 Skills, knowledge, experience, qualifications and/or training
22.7.4(a) Comprehensive knowledge of organisation policies and procedures;
22.7.4(b) Specialist skills and/or supervision/management abilities exercised within a multi disciplinary or major single function operation;
22.7.4(c) Specialist knowledge gained through experience, training or education;
22.7.4(d) Appreciation of the long term goals of the organisation;
22.7.4(e) Detailed knowledge of program activities and work practices relevant to the work area;
22.7.4(f) Knowledge of organisation structures and functions;
22.7.4(g) Comprehensive knowledge of requirements relevant to the discipline;
22.7.4(h) The prerequisites for entry to this level would be:
22.7.4(h)(i) Degree with substantial experience;
22.7.4(h)(ii) OR Post Graduate qualification;
22.7.4(h)(iii) OR Associate Diploma with substantial experience;
22.7.4(h)(iv) OR attained through previous appointments, service and/or study with a combination of experience, expertise and competence sufficient to perform the duties required at this level;
22.7.5 Organisational relationships
22.7.5(a) Works under limited direction from senior employees of the Committee of Management or Board;
22.7.5(b) Supervision of staff.
22.7.6 Extent of authority
22.7.6(a) Exercise a degree of autonomy;
22.7.6(b) May manage a work area or medium to large organisation or multi worksite organisation;
22.7.6(c) Has significant delegated authority; selection of methods and techniques based on sound judgement;
22.7.6(d) Manage significant projects and/or functions;
22.7.6(e) Solutions to problems can generally be found in documented techniques, precedents, or instructions; advice available on complex or unusual matters.
22.8 Community Services Worker Level 7
22.8.1 Characteristics of the level
22.8.1(a) A person employed as a Community Services Worker Level 7 shall operate under limited direction and exercise managerial responsibility for various functions within a section and/or organisation or operate as a specialist, a member of a specialised professional team or independently.
22.8.1(b) General features at this level require employees' involvement in establishing operational procedures which impact on activities undertaken and outcomes achieved by the organisation and/or activities undertaken by sections of the community served by the organisation.
22.8.1(c) Employees are involved in the formation/establishment of programs, the procedures and work practices within the organisation and will be required to provide assistance to other employees and/or sections.
22.8.1(d) Positions at this level will demand responsibility for decision making and the provision of expert advice to other areas of the organisation. Employees would be expected to undertake the control and co-ordination of the organisation and major work initiatives. Employees require a good understanding of the long term goals of the organisation.
22.8.1(e) In addition, positions at this level may be identified by the level of responsibility for decision making, the exercise of judgement and delegated authority and the provision of expert advice.
22.8.1(f) The management of staff is normally a feature at this level. Employees are required to set outcomes in relation to the organisation and may be required to negotiate matters on behalf of the organisation.
22.8.2 Responsibilities
To contribute to the operational objectives of the work area, a position at this level may include some of the following inputs of those of a similar value:
22.8.2(a) Undertake managerial or specialised functions under a wide range of conditions to achieve results in line with divisional/corporate goals;
22.8.2(b) Exercise managerial control, involving the planning, direction, control and evaluation of operations which include providing analysis and interpretation for either a major single discipline or multi discipline operation;
22.8.2(c) Develop work practices and procedures for various projects;
22.8.2(d) Establish work area outcomes;
22.8.2(e) Prepare budget submissions for senior officers and/or the organisation;
22.8.2(f) Develop and implement significant operational procedures;
22.8.2(g) Review operations to determine their effectiveness;
22.8.2(h) Develop appropriate methodology and apply proven techniques in providing specialised services;
22.8.2(i) Where prime responsibility lies in a professional field an officer at this level:
22.8.2(i)(i) Controls and co-ordinates projects/programs within an organisation in accordance with corporate goals;
22.8.2(i)(ii) Provides a consultancy service to a wide range of clients;
22.8.2(i)(iii) Functions may involve complex professional problem solving;
22.8.2(i)(iv) Provides advice on policy method and contributes to its development.
22.8.3 Organisational relationships
22.8.3(a) Works under limited direction;
22.8.3(b) Normally supervises other employees and establishes and monitors work outcomes.
22.8.4 Extent of authority
22.8.4(a) May manage section or organisation;
22.8.4(b) Has significant delegated authority;
22.8.4(c) Selection of methods and techniques based on sound judgement. (Guidance not always readily available within the organisation.) Decisions and actions taken at the level may have significant effect on program/project/work areas being managed.
22.8.5 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.8.6 Skills, knowledge, experience, qualifications and/or training
22.8.6(a) Comprehensive knowledge of policies and procedures;
22.8.6(b) Application of a high level of discipline knowledge;
22.8.6(c) Qualifications are generally beyond those required through tertiary education alone, typically acquired through completion of higher education qualifications to degree level and extensive relevant experience;
22.8.6(d) OR lesser formal qualifications with acquisition of considerable skills and extensive relevant experience to an equivalent standard;
22.8.6(e) OR a combination of experience, expertise and competence sufficient to perform the duties required at this level.
22.9 Community Services Worker Level 8
22.9.1 Characteristics of the level
22.9.1(a) A person employed as a Community Services Worker Level 8 is subject to broad direction from senior officers and shall exercise managerial responsibility for the organisation's relevant activity. In addition, employees may operate as a senior specialist providing multi-functional advice to either various departments or directly to the organisation.
22.9.1(b) A person employed as a Community Services Worker Level 8 shall be subject to broad direction from management/the employer and exercise managerial responsibility for an organisation. In addition, employees may operate as a senior specialist providing multi functional advice to other professional employees, the employer, Committee or Board of Management.
22.9.1(c) General features of this level require the employee's involvement in the initiation and formulation of extensive projects or programs which impact on the organisation's goals and objectives. Employees are involved in the identification of current and future options and the development of strategies to achieve desired outcomes.
22.9.1(d) Additional features include providing financial, specialised, technical, professional and/or administrative advice on policy matters within the organisation and/or about external organisations such as government policy.
22.9.1(e) In addition, employees will be required to develop and implement techniques, work practices and procedures in all facets of the work area.
22.9.1(f) Employees at this level require a high level of proficiency in the application of theoretical approaches in the search of optimal solutions to new problems and opportunities which may be outside of the original field of specialisation.
22.9.1(g) Positions at this level will demand responsibility for decision making within the constraints of organisational policy and require the employees to provide advice and support to all facets of the organisation. Employees will have significant impact upon policies and programs and will be required to provide initiative, and have the ability to formulate, implement, monitor and evaluate projects and programs.
22.9.1(h) Positions at this level may be identified by the significant independence of action within the constraints of organisational policy.
22.9.2 Responsibility
A position at this level may include some of or similar responsibilities to:
22.9.2(a) Undertake work of significant scope and complexity. A major portion of the work requires initiative;
22.9.2(b) Undertake duties of innovative, novel and/or critical nature with little or no professional direction;
22.9.2(c) Undertake functions across a range of administrative, specialist or operational areas which include specific programs or activities, management of services delivery and the provision of high level advice;
22.9.2(d) Provide authoritative specialist advice on policy matters and contribute to the development and review of policies, both internal and external;
22.9.2(e) Manage extensive programs or projects in accordance with organisational goals. This may require the development, implementation and evaluation of those goals;
22.9.2(f) Administer complex policy and program matters;
22.9.2(g) May offer consultancy service;
22.9.2(h) Evaluate and develop/revise methodology techniques with the organisation. The application of high level analytical skills in the attainment and satisfying of organisational objectives;
22.9.2(i) Where the prime responsibility is in a specialised field, employees at this level would undertake at least some of the following:
22.9.2(i)(i) Contribute to the development of operational policy;
22.9.2(i)(ii) Assess and review the standards of work of other specialised personnel/external consultants;
22.9.2(i)(iii) Initiate and formulate organisational programs;
22.9.2(i)(iv) Implement organisational objectives within corporate goals;
22.9.2(i)(v) Develop and recommend ongoing plans and programs.
22.9.3 Requirements of the job
Some or all of the following are needed to perform work at this level.
22.9.4 Skills, knowledge, experience, qualifications and/or training
22.9.4(a) Detailed knowledge of policy, programs, guidelines, procedures and practices of the organisation and external bodies;
22.9.4(b) Detailed knowledge of statutory requirements;
22.9.4(c) The prerequisites for entry to this level would be:
22.9.4(c)(i) Qualifications are generally beyond those normally acquired through a degree course and experience in the field of specialist expertise:
22.9.4(c)(ii) OR substantial post graduate experience;
22.9.4(c)(iii) OR lesser formal qualifications and the acquisition of considerable skills and extensive and diverse experience relative to an equivalent standard;
22.9.4(c)(iv) OR attained through previous appointments, service and/or study with a combination of experience, expertise and competence sufficient to perform the duties of the position.
25. PROGRESSION WITHIN LEVELS
25.1 An employee shall not move from one paypoint to the next paypoint within the classification level until:
25.1.1 Either:
(a) in the case of a full-time employee, that employee has been paid at the same rate for twelve months; or
(b) in the case of a part-time or casual employee, that employee has worked 800 ordinary hours and been paid for twelve months on that paypoint; and
25.1.2 the employee has acquired and is required by the employer to utilise new and/or enhanced skills within the ambit of the classification definition for his/her position or other skills where agreed between the employer and employee.
25.2 Notwithstanding clause 25.1 an employee whose performance has been deemed by the employer as not satisfactory in respect to conduct, diligence or efficiency and who is undergoing a formal counselling process will remain on his or her current paypoint. The employee will move to the next paypoint on satisfactory completion of the counselling process.
SCHEDULE A - RESPONDENTS
Date Roped-in |
Name of Organisation |
Feb-97 |
ABORIGINAL & ISLANDER CHILD CARE AGENCY GABBA |
Feb-97 |
ABORIGINAL & ISLANDER CHILD CARE AGENCY MT ISA |
Jul-96 |
ABORIGINAL & T S I LEGAL SERVICE |
Jul-96 |
ACACIA RIDGE COMMUNITY SUPPORT |
Jul-96 |
ACCESS ARTS INC |
Jul-96 |
ACCESS COMMUNITY HOUSING ASSOC INC |
Feb-97 |
ACCESS INC |
Jul-96 |
ACRO |
Feb-97 |
ACCESS RECREATION INC |
Feb-97 |
ADDICTION HELP AGENCY CAIRNS INC |
Jul-96 |
ALBERT & LOGAN COMMUNITY HOUSING ASSOC |
Jul-96 |
ALCOHOL & DRUG FOUNDATION QLD |
Jul-96 |
ALZHEIMERS ASSOC OF QLD INC |
Jul-96 |
ANGLICAN SOCIAL WELFARE |
Feb-97 |
ANUHA SERVICES |
Feb-97 |
ARAFMI BRIS INC |
Feb-97 |
ASTHMA FOUNDATION OF QLD |
Feb-97 |
AUSTRALIAN RED CROSS |
Feb-97 |
AUST. PENSIONERS & SUPERANNUANTS LEAGUE QLD INC |
Jul-96 |
AUTISTIC CHILDREN'S ASSOC QLD |
Feb-97 |
AVENUES LIFESTYLES SUPPORT ASSOC INC |
Feb-97 |
BAMAGA KAZIL TORRES STRAIT ISLANDERS CORP |
Feb-97 |
BARAMBAH ACCOMM SUPPORT SERVICE INC |
Feb-97 |
BARCOO HOME & COMMUNITY CARE COMMITTEE INC |
Jul-96 |
BAY ACCOMM SUPPORT SERVICE |
Feb-97 |
BAYSIDE HOUSING RESOURCE GROUP INC |
Feb-97 |
BAYSIDE RESPITE CARE ASSOC INC |
Feb-97 |
BEAUDESERT & DISTRICT HEALTH & WELFARE ASSOC INC |
Feb-97 |
BEENLEIGH AREA YOUTH SERVICE ASSOC INC |
Feb-97 |
BEENLEIGH DISTRICT COMMUNITY DEVELOPMENT |
Feb-97 |
BENARRAWA COMMUNITY DEVELOPMENT ASSOC INC |
Feb-97 |
BETTER HEARING AUSTRALIA BRISBANE BRANCH INC |
Jul-96 |
BLACK COMMUNITY HOUSING SERVICE |
Jul-96 |
BOHLEVALE DISTRICT COMMUNITY CENTRE |
Jul-96 |
BRACKENRIDGE RIDGE COMMUNITY SUPPORT |
Feb-97 |
BREAKAWAY INC |
Feb-97 |
BRIBIE ISLAND COMMUNITY OPTIONS-GOLDEN AGE DAY CARE CENTRE |
Jul-96 |
BRIBIE ISLAND & DISTRICT NEIGHBOURHOOD CENTRE ASSOC |
Feb-97 |
BRISBANE CITY MISSION |
Jul-96 |
BRISBANE MIGRANT RESOURCE CENTRE |
Jul-96 |
BRISBANE WOMEN'S HEALTH CENTRE |
Jul-96 |
BRISBANE YOUNG CHRISTIAN WORKERS |
Feb-97 |
BRISBANE YOUTH SERVICE INC |
Jul-96 |
BUNDABERG ACCOMMODATION SUPPORT SERVICE |
Feb-97 |
BUNDABERG AREA YOUTH SERVICE |
Feb-97 |
BUNDABERG COMMUNITY COUNCIL INC |
Feb-97 |
BUNDABERG & DISTRICT WOMEN'S CRISIS CENTRE INC |
Feb-97 |
BUNDABERG & DISTRICT NEIGHBOURHOOD CENTRE INC "KENALWYN" |
Jul-96 |
BUNDABERG HOUSING ACTION GROUP |
Jul-96 |
BURDEKIN COMMUNITY ASSOC |
Jul-96 |
BURDEKIN CULTURAL COMPLEX - COMMUNITY INFO CENTRE |
Feb-97 |
BURDEKIN NEIGHBOURHOOD CENTRE ASSOC INC |
Feb-97 |
BURNETT RESPITE SERVICES INC |
Jul-96 |
CABBAGE TREE HOUSING SERVICE INC |
Feb-97 |
CABOOLTURE COMMUNITY CARE INC |
Feb-97 |
CAIRNS & DISTRICT CHILD CARE DEV. ASSOC INC |
Jul-96 |
CAIRNS COMMUNITY LEGAL CENTRE |
Jul-96 |
CAIRNS MIGRANT RESOURCE CENTRE |
Feb-97 |
CAIRNS NOAHS ARK INC |
Jul-96 |
CAIRNS RAPE CRISIS & INCEST SERVICE |
Jul-96 |
CAIRNS REGIONAL COMMUNITY COUNCIL |
Feb-97 |
CAIRNS RESPITE CARE SERVICES |
Feb-97 |
CALOUNDRA & DISTRICT WELFARE COUNCIL |
Feb-97 |
CALOUNDRA YOUTH FOCUS INC |
Feb-97 |
CAMBODIAN COMMUNITY OF QLD |
Feb-97 |
CAPRICORNIA COMMUNITY DEVELOPMENT ASSOC |
Feb-97 |
CAPRICORNIA HOUSING ASS INC (COMMUNITY RENT SCHEME) |
Feb-97 |
CAPRICORNIA RESPITE SERVICES |
Jul-96 |
CAPRICORNIA RESPITE CARE ASS INC |
Jul-96 |
CARAVAN & MOBILE HOME RESIDENTS ASSOC OF QLD INC |
Jul-96 |
CARDWELL SHIRE COMMUNITY SUPPORT CENTRE INC |
Feb-97 |
CAREFORCE CENTRAL QLD |
Jul-96 |
CARE GOONDIWINDI ASSOC INC-GOON. RURAL SUPPORT SERV. |
Jul-96 |
CARE SERVICES - FERNY HILL |
Jul-96 |
CATHAY CLUB |
Jul-96 |
CATHOLIC SOCIAL WELFARE COMMISSION |
Jul-96 |
CAXTON LEGAL SERVICE INC |
Jul-96 |
CENTACARE CATHOLIC FAMILY WELFARE |
Jul-96 |
CENTRAL HIGHLANDS AGED & DISABLED ASSOC INC |
Feb-97 |
CENTRAL QLD COMMUNITY LEGAL CENTRE INC |
Feb-97 |
CENTRAL QLD MULTICULTURAL ASSOC |
Feb-97 |
CENTRAL SUNSHINE COAST COMMITTEE ON THE AGEING |
Jul-96 |
CENTRE CARE ROCKHAMPTON |
Feb-97 |
CHARLEVILLE & DISTRICT COMMUNITY SUPPORT ASSOC INC |
Feb-97 |
CHERMSIDE & DISTRICT SENIOR CITIZENS CENTRE |
Jul-96 |
CHILD & FAMILY WELFARE ASSOC |
Jul-96 |
CHILDREN BY CHOICE |
Feb-97 |
CHINCHILLA FAMILY SUPPORT CENTRE INC |
Jul-96 |
CHRIST THE KING PARISH |
Jul-96 |
CHURCHES OF CHRIST |
Feb-97 |
CITIZENS ADVICE BUREAU - HIGHWAY LEGAL SERVICE |
Feb-97 |
CO AS IT ITALIAN AUST. WELFARE ASSOC INC |
Feb-97 |
COASTAL ACCOMMODATION SUPPORT SERVICE INC |
Jul-96 |
C.O.D.A. (NORTH) |
Jul-96 |
C.O.D.A. (SOUTH) |
Jul-96 |
COLLINSVILLE COMMUNITY ASSOC |
Feb-97 |
COMBINED WOMEN'S CRISIS SERVICES GOLD COAST INC |
Feb-97 |
COMMUNITY ACCESS & TRANSITION SERVICE INC |
Feb-97 |
COMMUNITY ACTION IN CAROLE PARK INC |
Jul-96 |
COMMUNITY ADVICE & INFO CENTRE |
Feb-97 |
COMMUNITY CONNECTION INC |
Feb-97 |
COMMUNITY DISABILITY ALLIANCE INC |
Jul-96 |
COMMUNITY DEVELOPMENT SERVICES INC |
Feb-97 |
COMMUNITY EMERGENCY SUPPORT CENTRE (SOUTH TOWNSVILLE) |
Jul-96 |
COMMUNITY HEALTH ASSOC OF QLD |
Jul-96 |
COMMUNITY HOUSING & INFO CENTRE INC |
Jul-96 |
COMMUNITY LIFESTYLE AGENCY INC |
Jul-96 |
COMMUNITY OF INALA LEGAL SERVICES |
Feb-97 |
COMMUNITY ORG FOR ACCESS, SUPPORT & TRAINING INC (COAST) |
Jul-96 |
COMMUNITY RENT SCHEME - TOWNSVILLE |
Feb-97 |
COMMUNITY RESOURCE UNIT INC |
Feb-97 |
COOKTOWN & DISTRICT FAMILY RESOURCE ASS INC |
Feb-97 |
CORP OF THE SISTERS OF THE PRESENTATION OF QLD |
Feb-97 |
COUNCIL ON THE AGEING QLD INC |
Feb-97 |
CUNNAMULLA COMMUNITY SUPPORT GROUP INC |
Feb-97 |
DARUMBAL COMMUNITY YOUTH SERVICE |
Feb-97 |
DECEPTION BAY/BURPENGARY/NARANGBA WELFARE ASSOC |
Jul-96 |
DECEPTION BAY NEIGHBOURHOOD CENTRE INC |
Jul-96 |
DOMESTIC VIOLENCE RESOURCE CENTRE |
Feb-97 |
DOMESTIC VIOLENCE SERVICE GOLD COAST |
Feb-97 |
DOMESTIC VIOLENCE RESOURCE SERVICE MACKAY |
Feb-97 |
DOUGLAS SHIRE COMMUNITY SERVICES ASSOC INC |
Jul-96 |
DYSART COMMUNITY SUPPORT GROUP INC |
Jul-96 |
EAGLEBY COMMUNITY ASSOC |
Jul-96 |
EAST BRISBANE COMMUNITY CENTRE |
Feb-97 |
EAST CREEK NEIGHBOURHOOD CENTRE INC |
Feb-97 |
EMERALD & DISTRICT SOCIAL DEVELOPMENT ASSOC |
Feb-97 |
EMERGENCY & LONG TERM ACCOMM INC |
Feb-97 |
ENHANCED CARE ASSOC |
Jul-96 |
ENVIRONMENTAL DEFENDERS' OFFICE OF NTH QLD INC |
Jul-96 |
EPILEPSY ASSOC OF QLD INC |
Jul-96 |
ETHNIC CHILDCARE FAMILY & COMMUNITY ASSOC |
Jul-96 |
ETHNIC COMMUNITIES COUNCIL - SOUTHPORT |
Jul-96 |
ETHNIC COMMUNITIES COUNCIL - MT ISA |
Jul-96 |
ETHNIC COMMUNITIES COUNCIL - BRISBANE |
Jul-96 |
FAIRA ABORIGINAL CORP |
Jul-96 |
FAMILY PLANNING ASSOC |
Feb-97 |
FAMILY PROJECTS GROUP QLD LTD |
Jul-96 |
FAR NTH QLD FAMILY & PRISONERS SUPPORT |
Feb-97 |
FAR NTH QLD YOUTH ASSISTANCE FUND INC |
Feb-97 |
FASSIFERN COMMUNITY CARE |
Jul-96 |
FATIMA HOME FOR CHILDREN |
Feb-97 |
FERAL ARTS ASSOC INC |
Jul-96 |
FIRST CONTACT ABOR CORP FOR YOUTH |
Jul-96 |
F.I.R.S.T. INC (FAMILY CARE & COMMUNITY RECREATION & SOCIAL SERVICE ASSOC) |
Jul-96 |
FINANCIAL COUNSELLING SERVICE (QLD) INC |
Jul-96 |
FRASER COAST COMMUNITY RENTAL GROUP |
Jul-96 |
FRASER COAST FAMILY NETWORKS INC |
Feb-97 |
FRIENDS FROM CARE (YOUTH & FAMILY SUPPORT) INC |
Feb-97 |
GARGARTHU WOMEN'S' GROUP - DOOMADGEE WOMEN'S SHELTER |
Feb-97 |
GEORGE ST. NEIGHBOURHOOD CENTRE ASSOC INC |
Feb-97 |
GIRLS TIME OUT-YOUNG WOMEN'S SUPPORT SERVICE INC |
Feb-97 |
GIRUDLA COMMUNITY CO-OP SOCIETY |
Feb-97 |
GLADSTONE & DISTRICT RESPITE CARE ASSOC |
Jul-96 |
GLADSTONE COMMUNITY LINKING AGENCY INC |
Feb-97 |
GOLD COAST COMMUNITY HOUSING INC |
Feb-97 |
GOLD COAST FAMILY SUPPORT GROUP INC |
Feb-97 |
GOLD COAST RECREATION & SPORT |
Jul-96 |
GOLD COAST WOMEN'S CENTRE |
Jul-96 |
GOODNA YOUTH ACCOMM SERVICE INC |
Jul-96 |
GREEK ORTHODOX COMMUNITY OF ST GEORGE |
Feb-97 |
GYMPIE & DISTRICT COMMUNITY CENTREPLACE INC |
Jul-96 |
GYMPIE-WIDGEE HOUSING ACTION GROUP INC (COMM. RENT SCHEME) |
Jul-96 |
GYMPIE WOMEN'S HEALTH CENTRE |
Jul-96 |
HARLAXTON NEIGHBOURHOOD CENTRE |
Feb-97 |
HARMONY ACCOMM SUPPORT SERVICE |
Feb-97 |
HEADWAY GOLD COAST INC |
Feb-97 |
HELP HANDICAPPED ENTER LIFE PROJECT DARLING DOWNS INC |
Jul-96 |
HELPING ALL PARENTS & YOUTH INC |
Jul-96 |
HERVEY BAY COMMUNITY HOUSING ASSOC |
Jul-96 |
HERVEY BAY DAY & RESPITE CENTRE |
Jul-96 |
HERVEY BAY NEIGHBOURHOOD CENTRE |
Jul-96 |
HINCHINBROOK COMMUNITY SUPPORT CENTRE |
Feb-97 |
HOLY ROSARY SUPPORTIVE ACCOMM & ATSI CORP |
Jul-96 |
HOME MANAGEMENT ADVISORY SERVICE |
Feb-97 |
HOME SUPPORT ASSOC INC |
Feb-97 |
HOMELIFE ASSOC INC |
Feb-97 |
HOMES WEST ASSOC INC |
Jul-96 |
HOUSING REFERRAL & RESOURCE SERVICE INC |
Feb-97 |
HUGHENDEN COMMUNITY CARE ASSOC INC |
Jul-96 |
INALA ATSI COMMUNITY |
Jul-96 |
INALA COMMUNITY HOUSE |
Jul-96 |
INALA DAY RESPITE CENTRE INC |
Feb-97 |
INALA FAMILY ACCOMM PROJECT INC |
Feb-97 |
INALA YOUTH CARE COMMUNITY INC |
Jul-96 |
INDEPENDENT ADVOCACY IN THE TROPICS INC |
Feb-97 |
INDEPENDENT LIVING CENTRE ASSOC OF QLD INC |
Feb-97 |
INGHAM PARENTS SUPPORT GROUP INC |
Jul-96 |
INNER NORTH COMMUNITY HOUSING (BRISBANE) ASSOC INC |
Feb-97 |
INNISFAIL DISTRICT FLEXI RESPITE ASSOC INC |
Feb-97 |
INTO REC |
Feb-97 |
IPSWICH COMMUNITY AID INC |
Feb-97 |
IPSWICH REGIONAL FAMILY RESOURCE CENTRE INC |
Jul-96 |
IPSWICH WOMEN'S HEALTH CENTRE |
Jul-96 |
JABIRU COMMUNITY YOUTH & CHILDREN'S SERVICE |
Jul-96 |
JABIRU VACATION CARE NEIGHBOURHOOD CENTRE |
Feb-97 |
KATH DICKSON FAMILY CARE ASS INC |
Feb-97 |
KEPPEL COMMUNITY CARE ASSOC INC |
Feb-97 |
KERIBA KAZIL TORRES STRAIT ISLANDERS CORP |
Jul-96 |
KIAH ASSOC INC |
Jul-96 |
KIDS HELP LINE - DE LA SALLE BROTHERS |
Jul-96 |
KINGAROY & DISTRICT SENIOR CITIZEN WELFARE |
Jul-96 |
KINGSTON EAST NEIGHBOURHOOD CENTRE INC |
Feb-97 |
KITH & KIN ASSOC INC |
Feb-97 |
KOOTANA WOMEN'S CENTRE - PALM ISLAND |
Feb-97 |
LEICHHARDT COMMUNITY GROUP INC |
Feb-97 |
LEISURE CONNECTIONS ASSOC INC |
Jul-96 |
LIFESTYLE OPTIONS INC |
Jul-96 |
LIFESTYLE SUPPORT SERVICE |
Jul-96 |
LIFEWORKS |
Feb-97 |
LINK IN ASSOC SUNSHINE COAST INC |
Jul-96 |
LOCKYER INFO & NEIGHBOURHOOD CENTRE |
Jul-96 |
LOGAN CITY MULTICULTURAL NEIGHBOURHOOD CENTRE |
Feb-97 |
LOGAN REGIONAL RESOURCE CENTRE INC |
Feb-97 |
LOGAN WEST COMMUNITY CENTRE INC |
Jul-96 |
LOGAN WOMEN'S HEALTH CENTRE INC |
Jul-96 |
LUTHERAN CHURCH OF AUSTRALIA |
Jul-96 |
MACKAY & DISTRICT RESPITE CARE |
Feb-97 |
MACKAY FAMILY CARE & COMMUNITY SUPPORT ASSOC |
Feb-97 |
MACKAY LIFE ENHANCEMENT GROUP |
Feb-97 |
MACKAY REGIONAL COUNCIL FOR SOCIAL DEVELOPMENT LTD |
Feb-97 |
MACKAY WOMEN'S HEALTH & INFO ASSOC INC |
Feb-97 |
MAINSTREAM COMMUNITY ASSOC INC |
Jul-96 |
MAINSTREAM YOUTH ORG TASK FORCE |
Jul-96 |
MAMRE ASSOC INC |
Jul-96 |
MANGROVE HOUSING ASSOC INC |
Jul-96 |
MARLIN COAST NEIGHBOURHOOD CENTRE |
Feb-97 |
MAROOCHY NEIGHBOURHOOD CENTRE - MANAGEMENT COMMITTEE |
Jul-96 |
MARSDEN HOME FOR BOYS |
Feb-97 |
MARYBOROUGH ABORIGINAL CORP FOR HOUSING & CULTURAL DEVELOPMENT |
Jul-96 |
MARYBOROUGH HOUSING ACTION GROUP |
Feb-97 |
MARYBOROUGH NEIGHBOURHOOD CENTRE INC |
Feb-97 |
MARYHAVEN FAMILY CARE MINISTRY |
Jul-96 |
MENUKAH |
Jul-96 |
METROPOLITAN ASSOC TOWARDS COMMUNITY HOUSING |
Jul-96 |
MID COAST & COUNTRY COMMUNITY HOUSING SERVICE INC |
Jul-96 |
MIGRANT RESOURCE CENTRE TOWNSVILLE |
Feb-97 |
MIGRANT WOMEN'S EMERGENCY SUPPORT SERVICE INC |
Feb-97 |
MITAKOODI ABORIGINAL CORP |
Feb-97 |
MITCHELL ABORIGINAL HOUSING CO |
Feb-97 |
MOBILE ATTENDANT CARE SERVICE INC |
Feb-97 |
MOBILE CHILD CARE UNIT |
Feb-97 |
MONTO COMMUNITY DEVELOPMENT COUNCIL |
Feb-97 |
MORANBAH NEIGHBOURHOOD CENTRE ASSOC INC |
Feb-97 |
MT ISA COMMUNITY DEVELOPMENT ASSOC |
Jul-96 |
MT ISA WELFARE COUNCIL |
Jul-96 |
MULTICAP |
Feb-97 |
MULTICULTURAL CHILDREN'S RESOURCE UNIT INC |
Jul-96 |
MULTIPLE SCLEROSIS (MS) SOCIETY |
Jul-96 |
MURILLA COMMUNITY CENTRE INC |
Feb-97 |
MURRI AID ATSI CORP |
Feb-97 |
MURRI AID INALA ATSI CORP |
Feb-97 |
NEAR NORTH HOUSING SERVICE INC |
Jul-96 |
NEIGHBOURHOOD CENTRE CABOOLTURE INC |
Jul-96 |
NERANG NEIGHBOURHOOD CENTRE INC |
Jul-96 |
NEW FARM NEIGHBOURHOOD CENTRE |
Feb-97 |
NOOSA YOUTH SERVICE ASSOC INC |
Jul-96 |
NTH EAST COMMUNITY SUPPORT |
Jul-96 |
NTH QLD A & I AGED & DISABLED ASSOC |
Feb-97 |
NTH QLD COMBINED WOMEN'S SERVICE INC |
Feb-97 |
NTH QLD DOMESTIC VIOLENCE RESOURCE SERVICE |
Feb-97 |
NTH QLD WOMEN'S LEGAL SERVICE INC |
Feb-97 |
NORTH WEST ADVOCACY ORGANISATION |
Jul-96 |
NUNDAH COMMUNITY SUPPORT GROUP INC |
Jul-96 |
NYLETTA ATSI GROUP |
Jul-96 |
OPAL |
Jul-96 |
OSSCA INC |
Feb-97 |
PALM BEACH FAMILY SUPPORT SERVICE |
Feb-97 |
PALM ISLAND ALCOHOL & DRUG REHAB ABORIGINAL CORP |
Jul-96 |
PARAPLEGIC & QUADRIPLEGIC ASSOC QLD |
Feb-97 |
PEACE LUTHERAN CHURCH INC ANUHA |
Jul-96 |
PETRIE COMMUNITY LEGAL CENTRE |
Feb-97 |
PINE RIVERS WELFARE ASSOC |
Jul-96 |
PLAYGROUP ASSOC OF QLD |
Feb-97 |
PORT DOUGLAS COMMUNITY SERVICE NETWORK INC |
Feb-97 |
PORT KENNEDY ASSOC INC |
Jul-96 |
PREGNANCY HELP INC |
Jul-96 |
PRISON TRANSPORT GROUP INC |
Jul-96 |
PRISONERS & FAMILY SUPPORT ASSOC |
Jul-96 |
PRISONERS LEGAL SERVICE |
Feb-97 |
PROSERPINE HANDICAPPED PERSONS COMMITTEE INC |
Jul-96 |
QCOSS INC |
Jul-96 |
QUALITY LIFESTYLE ALLIANCE CORP |
Jul-96 |
QLD A & I ALCOHOL & DRUG DEPENDENCE SERVICE |
Jul-96 |
QLD ADVOCACY |
Jul-96 |
QLD ASSOC FOR MENTAL HEALTH |
Feb-97 |
QLD CHILDREN'S ACTIVITY NETWORK |
Jul-96 |
QLD COMMUNITY ARTS NETWORK |
Jul-96 |
QLD COMMUNITY HOUSING COALITION |
Jul-96 |
QLD CONSERVATION COUNCIL |
Jul-96 |
QLD DISABILITY HOUSING COALITION |
Feb-97 |
QLD DOMESTIC VIOLENCE TELEPHONE SERVICE |
Feb-97 |
QLD FOUNDATION FOR BLIND PEOPLE |
Jul-96 |
QLD HOUSING CRISIS LINE |
Jul-96 |
QLD IV AIDS ASSOC |
Feb-97 |
QLD LIFESTYLE SERVICES INC |
Jul-96 |
QLD PARENTS OF PEOPLE WITH INTELLECTUAL DISABILITIES INC |
Feb-97 |
QLD PROGRAM OF ASSISTANCE TO SURVIVORS OF TORTURE & TRAUMA |
Jul-96 |
QLD SHELTER |
Feb-97 |
QLD TAPE SERVICES FOR THE HANDICAPPED |
Jul-96 |
QLD WATTLE LEAGUE FOR THE DISABLED |
Feb-97 |
QLD WORKERS HEALTH CENTRE |
Jul-96 |
QLD YOUTH HOUSING COALITION |
Feb-97 |
QLD YOUTH SERVICES INC |
Jul-96 |
RAPE CRISIS CENTRE (WOMEN'S HOUSE) |
Jul-96 |
RAPE CRISIS SERVICE - AITKENVALE |
Jul-96 |
REDBACK HOUSING ASSOC INC |
Feb-97 |
REDCLIFFE NEIGHBOURHOOD CENTRE ASSOC INC |
Jul-96 |
REDCLIFFE WELFARE COUNCIL |
Jul-96 |
RED HILL/PADDINGTON COMMUNITY CENTRE |
Jul-96 |
REDLANDS AWARENESS GROUP NC |
Jul-96 |
REDLANDS DOMESTIC VIOLENCE ACTION GROUP - MAYBANKE |
Jul-96 |
REDLANDS RESPITE CARE COMMITTEE INC |
Jul-96 |
RESPITE CARE SERVICES INC |
Feb-97 |
RISC ASSOC INC |
Jul-96 |
RICHMOND FELLOWSHIP OF QLD |
Jul-96 |
RIVERVIEW COMMUNITY CARE INC |
Feb-97 |
ROCKHAMPTON NEW HORIZONS INC |
Jul-96 |
ROCKHAMPTON WOMEN'S HEALTH CENTRE |
Jul-96 |
ROCKHAMPTON WOMEN'S INFO & REFERRAL |
Jul-96 |
ROCKHAMPTON YOUTH SERVICES |
Jul-96 |
ROMA & DISTRICT COMMUNITY SUPPORT |
Jul-96 |
ROMA COMMUNITY LEGAL SERVICE |
Jul-96 |
ROYAL BUSH CHILDREN'S HEALTH SCHEME |
Feb-97 |
RURAL & REMOTE RESPITE COOKTOWN |
Feb-97 |
RURAL LIFESTYLE OPTIONS ASSOC INC |
Jul-96 |
SALVATION ARMY QLD PROPERTY TRUST |
Jul-96 |
SANDBAG INC |
Feb-97 |
SAVE THE CHILDREN FUND (QLD DIV) |
Jul-96 |
SELF ADVOCACY SUPPORT SERVICE |
Jul-96 |
SHAFTSBURY CITIZENSHIP CENTRE |
Jul-96 |
SHARE (SPECIAL HOUSING OF REDLANDS INC) |
Jul-96 |
SHERWOOD NEIGHBOURHOOD CENTRE |
Feb-97 |
SILKY OAKS CHILDREN'S HAVEN |
Jul-96 |
SISTERS INSIDE-CHILDREN OF MUMS IN JAIL PROGRAM |
Jul-96 |
SISTERS OF MERCY |
Jul-96 |
SOCIAL PLANNING AROUND NEIGHBOURHOODS |
Jul-96 |
STH BRIS IMMIGRANT & COMMUNITY LEGAL SERVICE |
Jul-96 |
STH EAST QLD DISABILITY SUPPORT INC |
Jul-96 |
SOUTHSIDE DISABILITY SUPPORT INC |
Feb-97 |
SOUTH WEST QLD ABORIGINAL CO-OP COMMUNITY ADVANCEMENT SOCIETY |
Feb-97 |
SPIRAL INC |
Jul-96 |
SQWISI |
Jul-96 |
STEPHENS COMMUNITY CENTRE INC |
Jul-96 |
ST VINCENT'S COMMUNITY SERVICES |
Jul-96 |
SUFY SPEAK UP FOR YOURSELF |
Feb-97 |
SUNSHINE COAST ALTERNATIVE PLACEMENT ASSOC INC |
Jul-96 |
SUNSHINE COAST COMMUNITY LEGAL CENTRE |
Jul-96 |
SUNSHINE COAST INDEPENDENT LIVING SERVICE INC |
Jul-96 |
SUNSHINE COAST LINK FAMILY SCHEME |
Feb-97 |
SUNSHINE COAST REGIONAL HOUSING COUNCIL |
Jul-96 |
SUNSHINE COAST WOMEN'S CRISIS SERVICE INC |
Jul-96 |
SUNSHINE COAST YOUTH & FAMILY SERVICE INC |
Feb-97 |
SUNNYBANK FAMILY SUPPORT INC |
Feb-97 |
SUPPORTED OPTIONS IN LIFESTYLE & ACCESS SERVICES |
Feb-97 |
SUPPORTED ACCOMMODATION SERVICE TOWNSVILLE INC |
Feb-97 |
TABLELAND COMMUNITY HOUSING ASSOC INC |
Feb-97 |
TABLELAND COMMUNITY LINK ASSOC INC |
Jul-96 |
TABLELAND NEIGHBOURHOOD & INFO CENTRE |
Feb-97 |
TABLELAND RESPITE CARE ASSOC INC |
Feb-97 |
TARA & DISTRICT FAMILY SUPPORT COMMITTEE INC |
Feb-97 |
TDFISN (TIERI & DISTRICT FAMILY & INDIVIDUAL NETWORK) |
Jul-96 |
TENANTS UNION OF QLD INC |
Feb-97 |
THE ABODE GROUP INC |
Feb-97 |
THE BAPTIST UNION OF QLD |
Feb-97 |
THE HUB NEIGHBOURHOOD CENTRE INC |
Feb-97 |
THE INFORMATION ALLIANCE OF FAR NTH QLD FAMILIES OF DISABLED PEOPLE INC |
Feb-97 |
THE MEETING PLACE COMMUNITY CENTRE INC |
Jul-96 |
THE QLD ASSOC FOR PEOPLE WITH SPINA BIFIDA |
Feb-97 |
THE QLD SOCIETY FOR CRIPPLED CHILDREN |
Feb-97 |
THE TABLELAND RAPE & INCEST CRISIS CENTRE |
Jul-96 |
THE UNITING CHURCH IN AUSTRALIA QLD SYNOD |
THE UNITING CHURCH DIV OF AGED CARE & DOMICILIARY SERV (BLUE CARE) | |
THE UNITING CHURCH DIV OF FAMILY & COMMUNITY SUPPORT | |
THE UNITING CHURCH LIFELINE CENTRES | |
Feb-97 |
THE VIETNAMESE WOMEN'S ASSOC OF QLD INC |
Jul-96 |
TOOWOOMBA COMMUNITY HOUSING SERVICE INC |
Jul-96 |
TOOWOOMBA COMMUNITY LEGAL SERVICE |
Feb-97 |
TOOWOOMBA DISTRICT YOUTH SERVICE |
Feb-97 |
TOWNSVILLE COMMUNITY LEGAL SERVICE INC |
Jul-96 |
TOWNSVILLE HOUSING RESOURCE UNIT |
Jul-96 |
TOWNSVILLE WOMEN'S HEALTH AWARENESS INC |
Feb-97 |
TOWNSVILLE WOMEN'S SHELTER |
Feb-97 |
TOWNSVILLE INDEPENDENCE PROGRAM FOR ADULT COMMUNITY LIVING INC (TIPCAL) |
Feb-97 |
TOWNSVILLE YOUTH HOUSING SERVICE INC |
Jul-96 |
UPPER ROSS COMMUNITY CENTRE INC |
Jul-96 |
VOLCARE RESPITE ASSOC |
Jul-96 |
VOLUNTEERING QLD INC |
Jul-96 |
WANDARRAH PRESCHOOL & COMMUNITY CENTRE |
Feb-97 |
WARRINA SERVICES |
Feb-97 |
WEIPA COMMUNITY CARE ASSOC INC |
Jul-96 |
WELFARE RIGHTS CENTRE |
Feb-97 |
WERNE NGAL KARAN ABORIGINAL CORP |
Feb-97 |
WESLEY MISSION BRIS (COMMUNITY SUPPORT SERV DIV) |
Jul-96 |
WEST END FAMILY CARE SERVICES |
Jul-96 |
WEST MORETON HOUSING RESOURCE SERVICE INC |
Jul-96 |
WET TROPICS COMMUNITY HOUSING |
Feb-97 |
WHITSUNDAY FLEXIBLE RESPITE CARE |
Feb-97 |
WIDE BAY WORKERS HEALTH SERVICE |
Feb-97 |
WOMEN'S ANTI VIOLENCE SUPPORT SERVICE |
Feb-97 |
WOMEN'S COMMUNITY HEALTH CENTRE TOWNSVILLE & THURINGOWA |
Feb-97 |
WOMEN'S HEALTH AWARENESS GROUP GLADSTONE |
Feb-97 |
WOMEN'S INFO & REFERRAL CENTRE CAIRNS INC |
Feb-97 |
WOMEN'S LEGAL SERVICE INC |
Feb-97 |
WILD SEXUAL VIOLENCE PREVENTION ASSOC INC |
Feb-97 |
WOOLOOWIN COMMUNITY CENTRE |
Feb-97 |
YAAMBA ATSI CORP FOR MEN |
Jul-96 |
YACCA MACKAY |
Jul-96 |
YETI YOUTH EMPOWERED TOWARDS INDEPENDENCE |
Jul-96 |
YOUNG PARENTS ASSOC |
Jul-96 |
YOUNG WOMEN'S PLACE INC |
Sep-01 |
7YOUTH ACTION INC - MOOLOOLABA |
Feb-97 |
YOUTH & FAMILY SERVICE (LOGAN CITY) INC |
Jul-96 |
YOUTH CARE HERVEY BAY |
Jul-96 |
YOUTH SECTOR TRAINING COUNCIL |
Jul-96 |
YOUTH SERVICE PROVIDERS INC |
Jul-96 |
YUDDIKA A & I CORP |
Feb-97 |
YUDDIKA CHILD CARE AGENCY |
Jul-96 |
YWCA |
Feb-97 |
ZIGZAG YOUNG WOMEN'S RESOURCE CENTRE |
B. This award shall come into force on 6 July 2001 and remain in force until further order of the Commission.
BY THE COMMISSION:
SENIOR DEPUTY PRESIDENT
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