Goulburn-Murray Rural Water Corporation Enterprise Agreement 2020

1

Fair Work Act 2009 
s.185—Enterprise agreement

Goulburn Murray Rural Water Corporation T/A Goulburn Murray Water
(AG2020/3026)

GOULBURN-MURRAY RURAL WATER CORPORATION 

ENTERPRISE AGREEMENT 2020

Water, sewerage and drainage services

COMMISSIONER YILMAZ MELBOURNE, 2 NOVEMBER 2020

Application for approval of the Goulburn-Murray Rural Water Corporation Enterprise 
Agreement 2020.

[1] An application has been made for approval of an enterprise agreement known as the 
Goulburn-Murray Rural Water Corporation Enterprise Agreement 2020 (Agreement). The 
application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made 
by Goulburn Murray Rural Water Corporation T/A Goulburn Murray Water. The Agreement 
is a single enterprise agreement.

[2] The Employer has provided written undertakings. A copy of the undertakings is 
attached in Annexure A. I am satisfied that the undertakings will not cause financial detriment 
to any employee covered by the Agreement and that the undertakings will not result in 
substantial changes to the Agreement. The undertakings are taken to be a term of the 
Agreement. 

[3] Subject to the undertakings referred to above, I am satisfied that each of the 
requirements of ss.186, 187, 188 and 190 are relevant to this application for approval and 
have been met. The Agreement does not cover all of the employees of the employer, however, 
taking into account the factors in ss.186(3) and (3A) I am satisfied that the group of 
employees was fairly chosen.

[4] I observe that certain provisions of the Agreement are likely to be inconsistent with the 
National Employment Standards (NES). However, noting clause 1.4.1 of the Agreement, I am 
satisfied the more beneficial entitlements of the NES will prevail where there is an 
inconsistency between the Agreement and the NES.

[5] The Australian Workers’ Union and the Community and Public Sector Union being 
bargaining representatives for the Agreement, have given notice under s.183 of the Act that 
they want the Agreement to cover them. In accordance with s.201(2) I note that the 
Agreement covers the organisations.

[2020] FWCA 5860

DECISION
FairWork 

Commission 


AUSTRALIA FairWork Commission






[2020] FWCA 5860

2

[6] The Agreement is approved and in accordance with s.54, will operate from 9 
November 2020. The nominal expiry date of the Agreement is 15 June 2021.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

AE509427  PR724191


OF THE ORK COMMISSION THE SE




 



[2020] FWCA 5860

3

Annexure A

Leyla Yilmaz 
Fair Work Commissioner 
Fair Work Ombudsman 
GPO Box 9887 
MELBOURNE VIC 3000 

Dear Commis sioner Yilmaz, 

A6N:: 46 761 336 846 

Wednesday 28 October 2020 

Goulbum -Murray Rural Water Corporation En terpr ise Agreement 2020 (AG2020/3026) 
Written undertakings under sec tion 190 of tile Fair Work Act 2009 
Goulbum-Murray Rural Water Corporation hereby undertakes the following in re lation to the 
Goulbum-Murray Rural Water Corporation Enterprise Agreement 2020: 

Clause 3.3.2:: Trainees and Apprentices 
Goulbum-Murray Rural Water Corporation ackiiowledges that for the purposes o f the BOOT there is 
no direct comparator under the Water Industry Award 2020 for the employment type '"'Vacation 
Students" and the associated pay classifications aligned with university year level. To address this 
issue, Gou[bum-Murray Rural Water Corporation will apply the following to determi ne the pay for 
vacation stud ents: 

Vacation students will be paid the h igher of pay rates stipulated under clause 15.2 ofthe Water 
Industry Award 2020 (age based) and Goulbum:-Murray Rural Water Corporat;on En terprise 
Agreement 2020 clause 3.3.2 (university year level based). 
Yours sincerely 

Charmaine Quick 
MANAGING DIRECTOR 


Goulburn-Murray ABN: 46 761 336 846 WATER Our Ref: A3839034 Leyla Yilmaz Fair Work Commissioner Wednesday 28 October 2020 Fair Work Ombudsman GPO Box 9887 MELBOURNE VIC 3000 Dear Commissioner Yilmaz, Goulburn-Murray Rural Water Corporation Enterprise Agreement 2020 (AG2020/3026) Written undertakings under section 190 of the Fair Work Act 2009 Goulburn-Murray Rural Water Corporation hereby undertakes the following in relation to the Goulburn-Murray Rural Water Corporation Enterprise Agreement 2020: Clause 3.3.2: Trainees and Apprentices Goulburn-Murray Rural Water Corporation acknowledges that for the purposes of the BOOT there is no direct comparator under the Water Industry Award 2020 for the employment type "Vacation Students" and the associated pay classifications aligned with university year level. To address this issue, Goulburn-Murray Rural Water Corporation will apply the following to determine the pay for vacation students: Vacation students will be paid the higher of pay rates stipulated under clause 15.2 of the Water Industry Award 2020 (age based) and Goulbum-Murray Rural Water Corporation Enterprise Agreement 2020 clause 3.3.2 (university year level based). Yours sincerely 1.0ml Charmaine Quick MANAGING DIRECTOR




 



 
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Goulburn-Murray Rural 
Water Corporation 

ENTERPRISE AGREEMENT 2020  
 
 

This Agreement shall be referred to as the Goulburn-Murray Rural Water Corporation 
Enterprise Agreement 2020 

 
  






everson
Undertaking



 
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INDEX 

PART 1: AGREEMENT ADMINISTRATION ................................................................ 4 
1.1 COVERAGE OF THE AGREEMENT............................................................. 4 
1.2 DEFINITIONS ................................................................................................ 4 
1.3 COMMENCEMENT AND DURATION OF THE AGREEMENT ..................... 5 
1.4 CONDITIONS OF EMPLOYMENT AND INTERACTION WITH OTHER 

INSTRUMENTS and NES ............................................................................. 5 
1.5 NO EXTRA CLAIMS ...................................................................................... 5 
1.6 MANAGER EMPLOYMENT AGREEMENTS ................................................ 6 
1.7 INDIVIDUAL FLEXIBILITY ARRANGEMENTS ............................................. 6 

PART 2: OBLIGATIONS AND RESPONSIBILITIES ................................................... 8 
2.1 EMPLOYEE RESPONSIBILITIES ................................................................. 8 
2.2 OUTSIDE EMPLOYMENT ............................................................................. 8 
2.3 CLASSIFICATION AND WORK REQUIREMENTS ...................................... 9 
2.4 QUALIFICATIONS AND LICENCES ............................................................. 9 
2.5 TRAINING ...................................................................................................... 9 
2.6 DISPUTE SETTLING PROCEDURES ........................................................ 10 
2.7 DISPUTES OF A COLLECTIVE CHARACTER ........................................... 12 
2.8 MAJOR DISRUPTION TO NORMAL WORK .............................................. 13 
2.9 CONSULTATION - CENTRAL CONSULTATIVE COMMITTEE ................. 13 
2.10 IMPLEMENTATION OF CHANGE ............................................................... 14 
2.11 ENGAGEMENT OF EMPLOYEES .............................................................. 15 
2.12 UNION COMMUNICATION ......................................................................... 15 
2.13 PROFESSIONAL INDEMNITY INSURANCE AND LEGAL EXPENSES .... 15 

PART 3: CATEGORIES OF EMPLOYMENT ............................................................. 16 
3.1 PERMANENT EMPLOYMENT .................................................................... 16 
3.2 CASUAL EMPLOYMENT ............................................................................ 17 
3.3 TRAINEES AND APPRENTICES ................................................................ 19 
3.4 PROBATION AND MINIMUM EMPLOYMENT PERIOD ............................. 19 
3.5 LABOUR HIRE ............................................................................................. 20 
3.6 SECURE EMPLOYMENT ............................................................................ 20 

PART 4: HOURS OF WORK ...................................................................................... 20 
4.1 MAXIMUM WEEKLY HOURS OF WORK ................................................... 20 
4.2 OVERTIME/ADDITIONAL HOURS.............................................................. 21 
4.3 BREAKS ...................................................................................................... 21 
4.4 SHIFT WORK – GENERAL ......................................................................... 23 
4.5 STANDBY – GENERAL ............................................................................... 23 
4.6 STANDBY – IMMEDIATE ............................................................................ 24 
4.7 RECALL TO DUTY ...................................................................................... 24 
4.8 SHIFT ALLOWANCES ................................................................................. 24 

PART 5: REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS AND FAMILY 
CONSIDERATIONS ................................................................................................................... 25 

5.1 RIGHT TO REQUEST FLEXIBLE WORKING ARRANGEMENTS ............. 25 

PART 6: REMUNERATION AND BENEFITS ............................................................ 25 
6.1 RATES OF PAY ........................................................................................... 25 
6.2 WAGE INCREASES .................................................................................... 25 
6.3 PERFORMANCE MANAGEMENT, BAND PROGRESSION AND 

CLASSIFICATION REVIEW ........................................................................ 26 
6.4 HIGHER DUTIES ......................................................................................... 27 
6.5 PERSONAL EXPENSES ............................................................................. 27 
6.6 TRAVEL AND EXCESS/DISADVANTAGE TRAVEL TIME......................... 28 
6.7 RELOCATION .............................................................................................. 28 
6.8 WORKER’S COMPENSATION MAKE-UP PAY ......................................... 28 
6.9 SUPERANNUATION ................................................................................... 29 
6.10 SUPERANNUATION SALARY SACRIFICE ................................................ 29 
6.11 VEHICLE AND OTHER EQUIPMENT USE ................................................ 29 

PART 7: LEAVE ......................................................................................................... 30 
7.1 ANNUAL LEAVE .......................................................................................... 30 
7.2 PERSONAL/CARER’S LEAVE AND COMPASSIONATE LEAVE .............. 33 








 
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7.3 PUBLIC HOLIDAYS ..................................................................................... 35 
7.4 LONG SERVICE LEAVE ............................................................................. 37 
7.5 PARENTAL LEAVE AND RELATED ENTITLEMENTS .............................. 37 
7.6 COMMUNITY SERVICE LEAVE, INCLUDING JURY SERVICE AND 

VOLUNTARY EMERGENCY ACTIVITY ..................................................... 37 
7.7 OTHER COURT MATTERS ........................................................................ 39 
7.8 STUDY LEAVE AND REIMBURSEMENT OF FEES .................................. 39 
7.9 DEFENCE FORCE LEAVE AND SPECIAL SICK (WAR/PEACE KEEPING 

SERVICE) LEAVE ....................................................................................... 40 
7.10 REHABILITATION LEAVE ........................................................................... 41 
7.11 LEAVE FOR MUNICIPAL COUNCIL ACTIVITIES ...................................... 41 
7.12 SPECIAL LEAVE ......................................................................................... 41 
7.13 UNPAID LEAVE ........................................................................................... 42 
7.14 LEAVE FOR BLOOD DONATION ............................................................... 42 
7.15 FAMILY VIOLENCE LEAVE ........................................................................ 42 
7.16 CULTURAL AND CEREMONIAL LEAVE .................................................... 44 

PART 8: TERMINATION OF EMPLOYMENT ........................................................... 45 
8.1 REQUIREMENT FOR NOTICE OF TERMINATION OR PAYMENT IN LIEU

 ..................................................................................................................... 45 
8.2 ABANDONMENT OF EMPLOYMENT......................................................... 46 

PART 9: UNSATISFACTORY BEHAVIOUR, PERFORMANCE & MISCONDUCT . 46 
9.1 UNSATISFACTORY BEHAVIOUR OR WORK PERFORMANCE .............. 46 
9.2 MISCONDUCT ............................................................................................. 47 

Schedule 1: PARENTAL LEAVE AND RELATED ENTITLEMENTS ...................................... 49 

APPENDIX: ................................................................................................................................ 58 
1. IDENTIFIED WATER SERVICES EMPLOYEES- EMPLOYEES WITH 

ALLOWANCE AND EMPLOYEES WITH BASE SALARY PROVISIONS... 58 
2. STANDBY PROVISION – DIVERSIONS INSPECTORS ............................ 63 
3. CONSTRUCTION AND MAINTENANCE EMPLOYEES- INDIVIDUAL 

EMPLOYEES IN POSITIONS ATTRACTING AN ALLOWANCE ............... 63 
4. CENTRAL SYSTEM OPERATORS ............................................................. 65 
5. FACILITIES EMPLOYEES- ALLOWANCE ARRANGEMENTS .................. 66 
6. ELECTRICAL/ AUTOMATION EMPLOYEES ALLOWANCE PROVISIONS

 ..................................................................................................................... 67 
7. BUSINESS/ADMINISTRATIVE AND PROFESSIONAL STAFF ................. 68 
8. DAMS EMPLOYEES ................................................................................... 70 
9. PRIVATE USE OF MOTOR VEHICLE AS PROVIDED IN THIS APPENDIX 

DAMS EMPLOYEES ................................................................................... 75 

GOULBURN-MURRAY WATER BAND CLASSIFICATIONS .................................................. 76 
 
 








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PART 1: AGREEMENT ADMINISTRATION 
 

1.1 COVERAGE OF THE AGREEMENT 
 

This Agreement covers: 
 

1.1.1 the Corporation; and 
 

1.1.2 the Employees (other than those who are subject to Victorian 
Public Entity Executive   employment contracts); and 

 
1.1.3 any employee organisation that gives notice in accordance with section 

183(1) of the Act, and FWC notes in its decision to approve the 
Agreement that it covers the employee organisation. 

 
1.2 DEFINITIONS 

 
In this Agreement: 

 
1.2.1 “Act” means the Fair Work Act 2009 (Cth) as amended from time to 

time or its successor. 
 

1.2.2 “Afternoon Shift” means any shift (other than a 12 hour shift) 
finishing after 6.00pm and at or before midnight. 

 
1.2.3 “Agreement” means this Goulburn-Murray Rural Water Corporation 

Enterprise Agreement 2020. 
 

1.2.4 “Award” means the Water Industry Award 2020, which would otherwise 
apply to Goulburn-Murray Water Rural Water Corporation employees 
but for the operation of this Agreement. 

 
1.2.5 “Corporation” means the Goulburn-Murray Rural Water Corporation 

(“Goulburn- Murray Water”). 
 

1.2.6 “Employees”, “Employee”, “They” and “Their” means any person 
employed by the Corporation performing work and engaged within the 
Band levels listed in sub- clause 6.1.1 of this Agreement. 

 
1.2.7 “Full Rate of Pay” and/or “Ordinary Rate of Pay” means the rate of 

pay payable to the Employee, including the Allowances as provided in the 
Appendix to this Agreement. 

 
1.2.8 “FWC” means the Fair Work Commission or its successor. 

 
1.2.9 “Immediate Family” has the same meaning as in the Act, and includes: 

 
(a) the Employee’s spouse (including a former spouse), a de facto 

partner (including a former de facto partner), parent, sibling, 
child, grandparent or grandchild; or 

 
(b) the parent, sibling, child, grandparent or grandchild of the 

Employee’s spouse or de facto partner (including a former 
spouse and former de facto partner). 

 
1.2.10 “NES” means the National Employment Standards as described in Part 

2-2 of the Act. 
 

1.2.11 “Night Shift” means any shift finishing after midnight and at or before 
8.00am. 

1.2.12 “Ordinary Rate of Pay” has the same meaning as clause 1.2.7 above. 
 








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1.2.13 “Recall” means a call to return to work after the completion of normal 
duties. 

 
1.2.14 “Registered Medical Practitioner” means a health practitioner 

registered or licensed as a health practitioner in an Australian State. 
 

1.2.15 “Representatives” means the Union, or the Central Consultative 
Committee (where a group of Employees are involved), or a 
member of the Central Consultative Committee, or other individual 
representative chosen by an Employee. 

 
1.2.16 “Roster” means a fixed ordinary work cycle. 

 
1.2.17 “Standby” refers to the responsibility to be immediately contactable and 

to initiate the appropriate response and proactively monitor the 
Corporation's operational systems. 

 
1.2.18 “Union” means the Community and Public Sector Union (CPSU) 

and / or the Australian Workers Union (AWU). 
 

1.3 COMMENCEMENT AND DURATION OF THE AGREEMENT 
 

1.3.1 This Agreement will commence 7 days after its approval by FWC. 
 

1.3.2 This Agreement will have a nominal expiry date of 15th June 2021. This 
Agreement will continue to apply after its expiry date until the Agreement 
is varied, replaced or terminated in accordance with the Act. 

 
1.3.3 This Agreement can be terminated or varied during the life of the 

Agreement in accordance with the Act. 
 

1.4 CONDITIONS OF EMPLOYMENT AND INTERACTION WITH OTHER 
INSTRUMENTS and NES 

 
1.4.1 No term of this Agreement will operate to exclude any entitlement 

provided by the NES or to provide any entitlement which is detrimental to 
an Employee’s entitlement under the NES. For the avoidance of doubt, if 
there is any inconsistency between this Agreement and the NES to the 
detriment of an Employee, the NES will prevail. 

 
1.4.2 This Agreement operates: 

 
(a) to the exclusion of any award, including the Award, that would 

otherwise apply to the work covered by this Agreement; and 
 

(b) to the exclusion of all previous collective, certified and 
enterprise agreements between the Corporation and 
the Employees. 

 
1.5 NO EXTRA CLAIMS 

 
1.5.1 The Employees and the Employer agree that they will not, for the period 

from the date of commencement of this Agreement until its nominal 
expiry date, make claims for the making of an enterprise agreement 
whether in relation to matters dealt with in this Agreement or otherwise. 

 
1.5.2 For the avoidance of doubt, nothing in this clause affects the rights 

of the Corporation and Employees from varying or terminating the 
Agreement in accordance with the Act as outlined in clause 1.3.3. 

 
 
 
 








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1.6 MANAGER EMPLOYMENT AGREEMENTS 
 

1.6.1 The Corporation and an Employee at Band D levels and above may enter 
into a written Individual Employment Agreement provided the Agreement 
is genuinely agreed to by the Corporation and the Employee. Such 
Manager Employment Agreements may provide for a total remuneration 
package and a total remuneration amount which may include the potential 
for a bonus payment; all entitlements to leave loading; overtime loading; 
weekend or public holiday loading and any other form of salary loading, 
but the employment conditions of the Employee will, in all other respects 
be covered by the provisions of the Agreement. Pursuant to the Act, the 
Manager Employment Agreement will include details of how the Employee 
will be better off overall in relation to the terms and conditions of their 
employment as a result of the arrangement. 

 
1.6.2 To the extent that this clause 1.6 is an individual flexibility arrangement, 

the Manager Employment Agreement may be terminated by either party 
giving written notice of 28 days, or by giving any such notice as may be 
prescribed by the Act from time to time. 

 
1.7 INDIVIDUAL FLEXIBILITY ARRANGEMENTS 

 
1.7.1 The Corporation and an individual Employee may enter into an individual 

flexibility agreement pursuant to this clause if the arrangement meets the 
genuine needs of the Corporation and Employee in relation to the term to 
be varied and the arrangement is genuinely agreed to by the Corporation 
and Employee. 

 
1.7.2 The Employee may nominate a Representative to assist in negotiations 

for an individual flexibility arrangement. The Corporation encourages 
Employees to seek the advice of their Representative should they be 
considering an individual flexibility arrangement. 

 
1.7.3 An individual flexibility arrangement must be recorded in writing and 

signed by the parties to it, and include the name of the Corporation and 
Employee and the start date. A copy must be provided to the Employee 
within 14 days after it is agreed to. If the employee is under 18 years of 
age the flexibility agreement must be signed by a parent or guardian of the 
employee. 

 
1.7.4 This Agreement has effect in relation to the Employee and the 

Corporation as if it were varied by the arrangement and the arrangement 
is taken to be a term of the Agreement, provided that the arrangement 
must result in the Employee being better off overall than the Employee 
would have been if no individual flexibility arrangement were agreed to. 

 
1.7.5 Subject to sub-clause 1.7.4, the terms of this Agreement that an individual 

flexibility agreement may vary are as follows: 
 

(a) remuneration arrangements; 
 

(b) arrangements about when work is performed; 
 

(c) allowances; 
 

(d) arrangements and expectations for Area Based Water Services 
Employees in receipt of a Salary with an Allowance (Gravity 
Irrigation Work Arrangements). 

 
1.7.6 The individual flexibility arrangement must include details of: 

 
(a) the terms of the Agreement, the effect of which will be 

varied by the arrangement; and 








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(b) how the arrangement will vary the effect of the terms; and 
 

(c) how the Employee will be better off overall in relation to the terms 
and conditions of their employment as a result of the 
arrangement. 

 
1.7.7 The Corporation must ensure that the terms of the individual 

flexibility arrangement: 
 

(a) are about permitted matters under the Act; and 
 

(b) are not unlawful terms under the Act; and 
 

(c) result in the Employee being better off overall than the Employee would 
be if no arrangement was made. 

 
1.7.8 Any dispute as to whether the terms of an individual flexibility arrangement 

would result in the Employee being better off overall than the Employee would 
have been if no individual flexibility arrangement were agreed to will be dealt 
with pursuant to the dispute resolution clause of this Agreement. 

 
1.7.9 An Employee or the Corporation may terminate the operation of an individual 

flexibility arrangement by giving not less than 28 days written notice, or by 
giving any such notice as may be prescribed by the Act from time to time to 
the other party or the Employee and the Corporation may terminate the 
arrangement at any time, in writing, if they agree. 

  








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PART 2: OBLIGATIONS AND RESPONSIBILITIES 
 

2.1 EMPLOYEE RESPONSIBILITIES 
 

There are some fundamental responsibilities that Employees have. These 
include but are not limited to: 

 
2.1.1 To do all work to the best of their ability, skill and competence. 

 
2.1.2 To carry out their work at places reasonably requested by the Corporation. 

 
2.1.3 To report to the Corporation immediately any breach or suspected 

breach of Goulburn-Murray Water policy/policies, practices or 
procedures or any act of serious misconduct or a criminal act of 
which Employees become aware. 

 
2.1.4 To actively promote, and not harm, the Corporation’s business, 

interests and reputation. 
 

2.1.5 To comply with all reasonable instructions in order to protect both their 
own health and safety and the health and safety of other Employees and 
other persons dealing with the Corporation at the workplace. Employees 
will also comply with all occupational health and safety legislation and the 
implementation of industry codes and practices to provide a safe 
workplace. 

 
2.1.6 Where there is a reasonable cause for concern on occupational health 

and safety grounds that an Employee may be affected by drugs and/or 
alcohol, such that the Employee represents a danger to themselves 
and/or others, the Corporation may require the Employee to attend an 
independent medical examination with a doctor nominated by the 
Corporation and the Employee shall not unreasonably object to the 
choice of doctor. The examination may include a drug and alcohol test. 
The medical report will be made available to the Employee and the 
Employee’s nominated personal medical practitioner. The Corporation 
will respect the privacy of the medical report. 

 
2.1.7 To keep confidential any Confidential Information an Employee becomes 

aware of through their employment with the Corporation. Confidential 
Information includes all information relating to the Corporation’s business 
or operational interests, its methodology and affairs, financial information 
and anything notified as being confidential. 

 
2.1.8 If it is subsequently ascertained that an Employee has not accurately and 

honestly declared in their employment application that all of the 
information provided is accurate and complete, including the disclosure of 
any pre-existing injuries and diseases of which the Employee is aware 
and which could be reasonably foreseen to affect the Employee’s ability 
to safely undertake their employment, such failure may result in 
disciplinary action including termination of the Employee’s employment. 

 
2.2 OUTSIDE EMPLOYMENT 

 
2.2.1 If any Employee wishes to seek employment or hold additional 

employment with someone else or work for themselves, they must seek 
the approval of the Corporation to: 

 
(a) engage in any business; 

 
(b) engage in the private practice of any profession or trade; 

 
 








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(c) hold any office in any authority other than a non-profit, recreational 
or social authority; or 

 
(d) engage in any paid employment other than their work for the 

Corporation 
 

2.2.2 The Corporation may oppose that request and Employees must comply 
with that decision if the Corporation is of the opinion it will harm the 
business or negatively affect the Employee’s ability to work for the 
Corporation. The Corporation will not unreasonably withhold approval. 

 
2.3 CLASSIFICATION AND WORK REQUIREMENTS 

 
2.3.1 Employees are, subject to their qualifications, experience and fitness, 

required to perform all of the tasks of their position, including those tasks 
that are incidental or of a lower classification to the main functions of their 
position. The reasonable allocation of tasks and the location of work will 
be at the Corporation’s direction considering operational requirements, 
provided that the performance of any additional work does not 
unreasonably impact on the Employee’s work/ life balance. 

 
2.3.2 The classification of Employees covered by this Agreement shall 

accord with the benchmark Position Descriptions attached to this 
Agreement. 

 
2.3.3 An Employee may consent to an appointment by the Corporation to 

another range of duties within this Agreement, in which case this 
Agreement continues to apply. 

 
2.3.4 During the life of the Agreement a review of the classification 

descriptors may be completed. Any changes identified as a result of the 
review will only be implemented after consultation with the Central 
Consultative Committee and any parties to the Agreement. 

 
2.4 QUALIFICATIONS AND LICENCES 

 
2.4.1 An Employee may be required as a condition of their employment to hold 

qualifications or licence. An Employee must notify the Corporation 
immediately if that licence or qualification is suspended or cancelled or 
they are disqualified from holding or obtaining that licence or qualification. 

 
2.4.2 If a fundamental part of an Employee’s employment is to hold a 

qualification or licence, a loss of that qualification or licence may 
result in termination of employment. 

 
2.4.3 If an Employee does not hold the appropriate current qualification or 

licence, they are strictly forbidden from participating in activities that 
require that qualification or licence. Such conduct may result in 
disciplinary action which may include dismissal. 

 
2.4.4 The Corporation will provide the necessary training for and meet the 

costs of any licence or certificate of competence required by an 
Employee to meet the specific tasks of the Employee’s duties. Driver’s 
licence and other qualifications or association memberships possessed 
by the Employee will be maintained at the Employee’s expense. 

 
2.5 TRAINING 

 
2.5.1 Employees are to undertake training and professional development as 

required by the Corporation to ensure they have all the skill and 
competencies needed to perform all of the tasks required. 

 
 








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2.5.2 Where an Employee requests training for their own self development and 
the Employee possesses appropriate skills and is conversant with the 
procedures to be taught, the Corporation may agree to such a request 
and pay for the training. Such training may be undertaken in the 
Employee’s own time on a non-paid basis. 

 
2.5.3 The Corporation will pay for the cost of training and professional 

development and any incurred travel expenses associated with training 
and professional development inside of ordinary hours, that it requires an 
Employee to take. The time spent in such training, professional 
development and travel, will be regarded as paid work time. 

 
2.5.4 Employees shall be reasonably required to teach work skills and 

procedures to other Employees as and when required by the 
Corporation. 

 
2.5.5 In circumstances where an Employee is requested by the Corporation to 

travel to attend training or professional development outside their 
ordinary hours, time in lieu provisions or overtime will apply in relation to 
travel time as agreed by the line manager. 

 
2.6 DISPUTE SETTLING PROCEDURES 

 
2.6.1 Resolution of disputes and grievances 

 
(a) Unless otherwise provided for in this Agreement, a dispute or 

grievance about a matter arising under this Agreement or the NES, 
other than termination of employment, must be dealt with in 
accordance with this clause. This includes a dispute or grievance 
about whether the Corporation had reasonable grounds to refuse a 
request for flexible working conditions or an application to extend 
unpaid parental leave. 

 
(b) This clause does not apply to any dispute on a matter or matters 

arising in the course of bargaining in relation to a proposed 
enterprise agreement. 

 
(c) The Corporation or an Employee covered by this Agreement may 

choose to be represented at any stage by a Representative. 
 

2.6.2 Obligations 
 

(a) The parties to the dispute or grievance, and their Representatives, 
must genuinely attempt to resolve the dispute or grievance through 
the processes set out in this clause and must cooperate to ensure 
that these processes are carried out promptly. 

 
(b) While a dispute or grievance is being dealt with in accordance 

with this clause, work must continue according to usual practice, 
provided that this does not apply to an Employee who has a 
reasonable concern about a risk to his or her health or safety, has 
advised the Corporation of this concern and has not unreasonably 
failed to comply with a direction by the Corporation to perform 
other available work that is safe and appropriate for the Employee 
to perform. 

 
(c) No person covered by the Agreement will be prejudiced as 

to the final settlement of the dispute or grievance by the 
continuance of work in accordance with this clause. 

 
 
 
 








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2.6.3 Agreement and dispute settlement facilitation 

 
(a) For the purposes of compliance with this Agreement (including 

compliance with this dispute settlement procedure) where the 
Employee’s chosen Representative is another Employee of the 
Corporation, he/she must be released by the Corporation from 
normal duties for such periods of time as may be reasonably 
necessary to enable him/her to represent Employees concerning 
matters pertaining to the employment relationship including but 
not limited to: 
(i) investigating the circumstances of a dispute or an alleged 

breach of this Agreement or the NES; 
 

(ii) endeavoring to resolve a dispute arising out of the 
operation of this Agreement or the NES; or 

 
(iii) participating in conciliation, arbitration or any other agreed 

alternative dispute resolution process. 
 

(b) The release from normal duties referred to in this clause is 
subject to the proviso that it does not unduly affect the 
operations of the Corporation. 

 
2.6.4 Discussion of grievance or dispute 

 
(a) The dispute or grievance must first be discussed by the 

aggrieved Employee(s) with the immediate supervisor of 
the Employee(s). 

 
(b) If the matter is not settled, the Employee(s) can require that the 

matter be discussed with another representative of the Employer 
appointed for the purposes of this procedure. 

 
2.6.5 Internal process 

 
(a) If any party to the dispute or grievance, who is covered by this 

Agreement, refers the dispute or grievance to an established 
internal dispute or grievance resolution process, the matter must 
first be dealt with according to that process, provided that the 
process is conducted in a timely manner and is consistent with the 
following principles: 

 
(i) the rules of natural justice; 

 
(ii) provide for mediation or conciliation of the grievance; 

 
(iii) provide that the Corporation will take into consideration any 

views on who should conduct the review; and 
 

(iv) be conducted as quickly and with as little formality 
as proper consideration of the matter allows. 

 
(b) If the dispute or grievance is not settled through an internal 

dispute or grievance resolution process, the matter can be dealt 
with according to the processes set out below. 

 
(c) If the matter is not settled either party may refer the matter to 

FWC for conciliation. 
 

(d) If the FWC is unable to resolve the matter at conciliation either 
party may refer the matter to FWC for arbitration. 

 








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2.7 DISPUTES OF A COLLECTIVE CHARACTER 

 
2.7.1 The parties covered by the Agreement acknowledge that disputes of a 

collective character concerning more than one Employee may be dealt 
with more expeditiously by an early reference to FWC. 

 
2.7.2 Notwithstanding clause 2.7.1 above, no dispute of a collective character 

may be referred to FWC directly unless there has been a genuine attempt 
to resolve the dispute at the workplace level, within a reasonable 
timeframe, prior to it being referred to FWC. 

 
2.7.3 For the avoidance of doubt, a 'genuine attempt to resolve the dispute at 

the workplace level' includes but is not limited to discussions between the 
affected Employees, their Representatives (if applicable) and 
management. 

 
2.7.4 Conciliation 

 
(a) Where a dispute or grievance is referred for conciliation, a member of 

FWC may do everything to assist the parties to agree on terms of 
settlement of the dispute or grievance. 

 
(b) This may include arranging: 

 
(i) conferences of the parties or their representatives presided 

over by the member; and 
 

(ii) for the parties or their representatives to confer among 
themselves at conferences at which the member is not present. 

 
(c) Conciliation before FWC shall be considered complete when: 

 
(i) the parties have reached agreement on the settlement 

of the grievance or dispute; or 
 

(ii) the member of FWC conducting the conciliation has, either of 
their own motion or after an application by either party, satisfied 
themselves that there is no likelihood that within a reasonable 
period further conciliation will result in a settlement; or 

 
(iii) the parties have informed the FWC member that there is no 

likelihood of agreement on the settlement of the grievance or 
dispute and the member does not have substantial reason to 
refuse to regard the conciliation proceedings as completed. 

 
2.7.5 Arbitration 

 
 

(a) If the dispute or grievance has not been settled after conciliation, either 
party may request that FWC proceed to determine the dispute or 
grievance by arbitration. 

 
(b) Where a member of FWC has exercised conciliation powers in relation 

to the dispute or grievance, the member shall not exercise, or take part 
in the exercise of, arbitration powers in relation to the dispute or 
grievance if a party objects. 

 
(c) Subject to sub-clause 2.7.5(d) below, the determination of FWC is 

binding upon the persons bound by this Agreement. 
 
 








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(d) An appeal can be made to a Full Bench of FWC, with the leave of the 

Full Bench, against a determination of a single member of FWC made 
pursuant to this clause. 

 
2.7.6 Conduct of matters before FWC 

 
Subject to any agreement between the parties to the dispute, in relation to a 
particular dispute or grievance and the provisions of this clause, in dealing 
with a dispute or grievance through conciliation or arbitration FWC may 
conduct the matter in accordance with Subdivision B of Division 3 of Part 5-
1 of the Act. 
 

2.8 MAJOR DISRUPTION TO NORMAL WORK 
 

2.8.1 For business continuity reasons, where normal work cannot be maintained 
due to a disruption outside the control of the Corporation such as flood, 
drought, fire or major service outage, the Corporation shall determine an 
appropriate action following consultation with the Employees concerned 
and the Central Consultative Committee. 

 
2.8.2 In such circumstances Employees shall be required to cooperate with 

short-term flexibility arrangements such as a reasonable requirement to 
work shifts or working from home using remote access. Appropriate action 
may include, but not necessarily be restricted to a range of options for the 
taking of annual leave, long service leave, leave without pay, special 
leave, temporary relocation and/or work sharing. 

 
2.8.3 Where there are minor disruptions to normal working arrangements, the 

Corporation shall determine an appropriate response following 
consultation with the Employees affected and their Representatives if 
requested by the Employee/s. 

 
2.9 CONSULTATION - CENTRAL CONSULTATIVE COMMITTEE 

 
2.9.1 The Corporation will establish, for the life of this Agreement, a Central 

Consultative Committee (CCC). The CCC shall comprise of an 
Independent Chair, a Management Deputy Chair, an Employee Deputy 
Chair, the Head of People and Culture or equivalent (or delegate), a 
minute secretary, 4 Management representatives and 11 Employee 
representatives that have been elected by the staff of the Corporation. 

 
2.9.2 The Independent Chair will be responsible for facilitating the CCC meetings. 

 
2.9.3 The Management Deputy Chair and Employee Deputy Chair will be 

responsible for coordinating the CCC meetings, approving minutes of 
meetings and managing agenda items. 

 
2.9.4 The Management Deputy Chair and Employee Deputy Chair will be 

elected by the members of the CCC (other than the Independent Chair). 
For the avoidance of doubt, the Management Deputy Chair will be 
elected out of the group of 4 Management representatives in the CCC 
and the Employee Deputy Chair will be elected out of the group of 11 
Employee representatives of the CCC. 

 
2.9.5 The Corporation will propose an individual to become the Independent 

Chair for the CCC. If a majority of CCC members (including the 
Management Deputy Chair and Employee Deputy Chair) endorse the 
proposed individual, that individual will become the Independent Chair 
for the CCC. 

 
 
 








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2.10 IMPLEMENTATION OF CHANGE 

 
2.10.1 Where the Corporation makes a decision to introduce a major workplace 

change that is likely to have a significant effect on Employees (Proposed 
Workplace Change) or a change to their regular roster or ordinary hours 
of work (Proposed Roster Change), the Corporation shall notify the 
Employees who may be affected by the proposed change and their 
representatives. The Employee(s) shall not lose income by any such 
proposed change. The parties to this Agreement shall be informed and 
guided by the principles of consultation enunciated by Cmr. Smith in 
CPSU v Vodafone Network Pty Ltd 2001: “Consultation is not perfunctory 
advice on what is about to happen… Consultation is providing the 
individual, or other relevant persons, with a bona fide opportunity to 
influence the decision maker. Consultation is not joint decision making or 
even a negative or frustrating barrier to the prerogative of management to 
make decisions. Consultation allows the decision making process to be 
informed, particularly as it may affect the employment prospects of 
individuals…” 

2.10.2 For the purpose of this Agreement, “Significant Effects” includes major 
changes in the composition, operation or size of the workforce or in the 
skills required; a decision to outsource any functions; elimination or 
diminution of job opportunities; the need for retraining or transfer of 
Employees to other work locations and the restructuring of organisational 
units or divisions. 

 
2.10.3 An Employee or Employees may choose to be represented by a person, 

agent or Union for the purposes of such consultation. 
 

2.10.4 For a Proposed Workplace Change, the Corporation will provide an 
Impact Statement to all potentially affected Employees, the relevant 
union covered by this agreement and any other representative 
nominated by a relevant Employee which sets out information about the 
proposed change. The Impact Statement will include: 

 
(a) the proposed timing of the change; 

 
(b) the nature of the change; including an amended 

organisational chart detailing the change in structure if 
applicable; 

 
(c) how the change may affect an Employee; 

 
(d) measures contemplated by the Corporation to mitigate any potential 

adverse effects of the change. 
 

2.10.5 The Corporation will provide information to affected Employees about a 
Proposed Roster Change or a change to the ordinary hours of work. 

 
2.10.6 The Corporation will consult with Employees directly affected by a 

proposed change, the relevant union covered by this agreement and their 
chosen representatives, will invite the affected Employees, the relevant 
union covered by this agreement, and any other representative nominated 
by a relevant employee to give their views about the impact of the change 
and submit any alternative proposals (including, for Proposed Roster 
Changes, any impact in relation to their family or caring responsibilities), 
will consider the matters that are raised and give prompt consideration to 
these matters before implementing a final decision in respect of the 
proposed change. The Corporation shall formally respond to such matters 
and where practicable it will do so in writing. 

 
 
 








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2.11 ENGAGEMENT OF EMPLOYEES 
 

2.11.1 The principles of merit shall be satisfied in the engagement of new 
Employees and promotion of Employees. 

 
2.11.2 The Corporation shall fill any vacancy or new position by inviting 

applications from existing Employees and the Corporation may 
simultaneously advertise positions both internally and externally. 
Alternatively, the Corporation may fill a vacant position by selecting a 
candidate from applicants for another similar position at the same work 
location when the candidate has been interviewed within the previous six 
months. 

 
2.12 UNION COMMUNICATION 

 
2.12.1 The Corporation shall permit appropriate notice boards to be erected at 

agreed worksite locations, to facilitate communication between 
Employees and their Union representatives. 

 
2.12.2 Where access to email and internet is available, Employees will be 

allowed reasonable use of electronic communication to facilitate 
communication between Employees and their Union, provided that such 
communication is consistent with the Email and Internet Policy of the 
Corporation. 

 
2.12.3 If an Employee becomes a member of a Union Branch Council, or similar 

body, the Employee will be entitled to time release for travel and a half day 
per month to attend such meetings. Further time release, to a maximum of 
two days per year, will be granted to attend meetings or conferences of 
the Federal Council (or similar body). 

 
2.12.4 An Employee Union delegate shall be granted reasonable time, 

conditional on operational requirements and following reasonable notice 
to their Line Manager, to assist other Employees and conduct Union 
business. With the agreement of the Line Manager, the delegate may 
make reasonable use of facilities such as telephone, email, computers 
and photocopiers for such activity. 

 
2.12.5 The Corporation contact officer for advice relating to the holding of 

discussions with Employees who wish to participate in those discussions is 
the Head of Human Resources. 

 
2.12.6 The Union will be entitled to convene two, (or more subject to special 

circumstances and prior agreement), paid communication meetings per 
year with Employees who wish to attend, subject to the following 
conditions: 

 
(a) one week’s notice shall be provided to the Corporation; 

 
(b) the meetings shall be held at agreed times and locations that 

ensure the Corporation's activities are not disrupted; 
 

(c) a meeting resulting in industrial action will not be paid. 
 

2.13 PROFESSIONAL INDEMNITY INSURANCE AND LEGAL EXPENSES 
 

2.13.1 The Corporation will defend and indemnify the Employee against any 
action, liability claim or demand arising out of anything done by the 
Employee in good faith in the course of their employment duties. 

 
2.13.2 To the extent allowable at law, the Corporation shall provide an 

indemnity to all Employees of the Corporation against every liability that 
may attach to that person as an Employee or former Employee of the 








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Corporation. 
 

2.13.3 Where legal proceedings are initiated against an Employee as a direct 
consequence of the Employee legitimately and properly performing their 
duties, the Corporation will not unreasonably withhold agreement to meet 
the Employee’s legal costs relating to the defence of such proceedings 
and will provide mutually agreed legal representation relating to the 
defence of such proceedings. 

 
2.13.4 Where it is necessary to obtain a court order or similar remedy against 

any person, as a direct consequence of the Employee legitimately and 
properly performing their duties, the Corporation will not unreasonably 
withhold agreement to meet the Employee’s legal costs in obtaining the 
order or other remedy and will provide mutually agreed legal 
representation or other means of support until the matter is reasonably 
resolved. 

 

PART 3: CATEGORIES OF EMPLOYMENT 
 

An Employee shall be appointed by the Corporation to one (1) of the following categories of 
employment. 

 
3.1 PERMANENT EMPLOYMENT 

 
3.1.1 Full-Time Employment 

 
This means an Employee who is engaged on an ongoing basis to work 38 
ordinary hours per week. 

 
3.1.2 Part-Time Employment 

 
i) This means an Employee employed on a permanent basis required to 
work less than 38 ordinary hours per week. A part-time Employee shall 
receive all the provisions as per a full-time Employee, except for 
Accrued/Rostered Days Off (A/RDOs), on a pro-rata basis in accordance 
with the number of hours worked. 
 
ii) At the time of engagement the employer and the part-time employee will 
agree in writing on a regular pattern of work, specifying at least the hours 
worked each day, which days of the week the employee will work and the 
actual starting and finishing times each day. 
 
iii) Any agreed variation to the hours of work will be recorded in writing. 
 
iv) An employer is required to roster a part-time employee for a minimum 
of three consecutive hours on any shift. 
 
v) All time worked in excess of the hours as agreed under clause 3.1.2(ii) 
or varied under clause 3.1.2(iii) will be overtime and paid for at the rates 
prescribed in clause 4.2.2. 
 
vi) A part-time employee employed under the provisions of this clause 
must be paid for ordinary hours worked at the rate of 1/38th of the weekly 
rate prescribed in clause 14—Minimum wages, for the work performed. 

 
3.1.3 Fixed Term 

 
The use of fixed-term (limited tenure) contract positions will not be for the 
purpose of diminishing the job security or conditions of full time, ongoing 
Employees. 

 
This means an Employee employed by the Corporation for a fixed period 
of time or for a specific project/event of finite duration as determined by 








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and set out in the Employee’s letter of offer. Unless otherwise prescribed, 
an Employee engaged on fixed-term contract is entitled to the same 
entitlements and is subject to the same conditions as a permanent 
Employee, save and except for notice on termination and redundancy 
entitlements upon the expiry of the fixed term contract. 

 
a) The use of fixed term employment in all areas covered by 

this Agreement is limited to: 
 

(i) The replacement of staff proceeding on approved leave; 
(ii) Meeting fluctuating client and staffing needs and unexpected 

increased workloads; 
(iii) Undertaking a specific, but finite task (possibly linked to one-off 

funding) 
(iv) Filling a vacancy resulting from an Employee undertaking a 

temporary assignment or secondment; 
(v) Temporarily filling a vacancy where, following an appropriate 

selection process, a suitable ongoing Employee is not 
available. 

(vi) Appointment on the basis of a fixed term contract(s) of 
employment shall be limited to a maximum period of three years, 
but may by agreement between the Employee and the 
Corporation, be extended for a further period of two years. 

 
(b) Fixed Term Employee will enjoy the same conditions as full-time 

Employees but have no entitlement to retrenchment payments at the 
completion of their original limited tenure period. 

 
3.2 CASUAL EMPLOYMENT 

 
 

3.2.1 This means an Employee appointed by the Corporation to work on a 
casual basis as set out in their letter of offer. The engagement shall not 
extend beyond six (6) months of regular casual work. The Employee’s 
hours of work and employment are subject to the Employee’s availability 
to work and the Corporation’s need for the Employee’s services. 

 
3.2.2 There is no obligation on the Corporation to provide the Employee 

ongoing work, regardless of Employee’s length of service or regularity 
of engagement. 

 
3.2.3 Employment is by the hour and each period of engagement stands 

alone, with the proviso that a minimum of 3 hours work is provided on 
each occasion. 

 
3.2.4 A casual Employee shall receive an additional 25% of their ordinary 

hourly rate for each hour during which the casual is employed, in lieu of 
paid leave entitlements, other than long service leave. 

 
3.2.5 The Employee is not entitled to any paid leave entitlements (other 

than long service leave subject to meeting the required eligibility 
conditions), payment for public holidays not worked, notice on 
termination and severance pay. The Employee is entitled to parental 
leave (see Leave provisions) subject to the qualifying conditions of the 
leave type. 

 
3.2.6 Employment may be terminated by either party by providing one (1) 

hour’s notice. This does not affect the right of the Corporation to dismiss 
the Employee without notice for serious misconduct that justifies 
summary dismissal, in which case no notice will apply. 

 
 

 








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3.2.7 A person engaged by a particular employer as a regular casual 
employee may request that their employment be converted to full-time or 
part-time employment. 

 
3.2.8 A regular casual employee is a casual employee who has in the 

preceding period of 6 months worked a pattern of hours on an ongoing 
basis which, without significant adjustment, the employee could continue 
to perform as a full-time employee or part-time employee under the 
provisions of this award. 

 
3.2.9 A regular casual employee who has worked equivalent full-time hours 

over the preceding period of 6 months’ casual employment may request 
to have their employment converted to full-time employment. 

 
3.2.10 A regular casual employee who has worked less than equivalent full-time 

hours over the preceding period of 6 months’ casual employment may 
request to have their employment converted to part-time employment 
consistent with the pattern of hours previously worked. 
 

3.2.11 Any request under this sub clause must be in writing and provided to the 
employer. 
 

3.2.12 Where a regular casual employee seeks to convert to full-time or part-
time employment, the employer may agree to or refuse the request, but 
the request may only be refused on reasonable grounds and after there 
has been consultation with the employee. 
 

3.2.13 Reasonable grounds for refusal include that: 
 
(i) it would require a significant adjustment to the casual employee’s 
hours of work in order for the employee to be engaged as a full-time or 
part-time employee in accordance with the provisions of this agreement 
– that is, the casual employee is not truly a regular casual employee as 
defined in paragraph 3.2.9; 
 
(ii) it is known or reasonably foreseeable that the regular casual 
employee’s position will cease to exist within the next 6 months; 
 
(iii) it is known or reasonably foreseeable that the hours of work which 
the regular casual employee is required to perform will be significantly 
reduced in the next 6 months; or 
 
(iv) it is known or reasonably foreseeable that there will be a significant 
change in the days and/or times at which the employee’s hours of work 
are required to be performed in the next 6 months which cannot be 
accommodated within the days and/or hours during which the employee 
is available to work. 
 

3.2.14 For any ground of refusal to be reasonable, it must be based on facts 
which are known or reasonably foreseeable. 
 

3.2.15 Where the employer refuses a regular casual employee’s request to 
convert, the employer must provide the casual employee with the 
employer’s reasons for refusal in writing within 21 days of the request 
being made. If the employee does not accept the employer’s refusal, this 
will constitute a dispute that will be dealt with under the dispute 
resolution procedure in clause 2.6. Under that procedure, the employee 
or the employer may refer the matter to the Fair Work Commission if the 
dispute cannot be resolved at the workplace level. 

 
3.2.16 Where it is agreed that a casual employee will have their employment 

converted to full-time or part-time employment as provided for in this 
clause, the employer and employee must discuss and record in writing: 
 








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(i) the form of employment to which the employee will convert – that is, 
full-time or part-time employment; and 
 
(ii) if it is agreed that the employee will become a part-time employee, 
the matters referred to in clause 3.1.2(ii). 
 

3.2.17 The conversion will take effect from the start of the next pay cycle 
following such agreement being reached unless otherwise agreed. 
 

3.2.18 Once a casual employee has converted to full-time or part-time 
employment, the employee may only revert to casual employment with 
the written agreement of the employer. 
 

3.2.19 A casual employee must not be engaged and re-engaged (which 
includes a refusal to re-engage), or have their hours reduced or varied, 
in order to avoid any right or obligation under this clause. 
 

3.2.20 Nothing in this clause obliges a regular casual employee to convert to 
full-time or part-time employment, nor permits an employer to require a 
regular casual employee to so convert. 
 

3.2.21 Nothing in this clause requires an employer to increase the hours of a 
regular casual employee seeking conversion to full-time or part-time 
employment. 
 

3.2.22 An employer must provide a casual employee, whether a regular casual 
employee or not, with a copy of the provisions of this subclause within 
the first 6 months of the employee’s first engagement to perform work. In 
respect of casual employees already employed as at 4 November 2018, 
an employer must provide such employees with a copy of the provisions 
of this subclause by 1 February 2019. 

 
3.2.23 A casual employee’s right to request to convert is not affected if the 

employer fails to comply with the notice requirements in paragraph 
3.2.22. 

 
3.3 TRAINEES AND APPRENTICES 

 
3.3.1 Trainees and/or apprentices will be engaged in accordance with the 

Victorian Government’s Youth Employment Scheme as amended 
from time to time. 

 
3.3.2 Vacation students employed by the Corporation will be paid at a 

proportion of the Band B Level 1 salary as provided in sub-clause 6.1.1 
of this Agreement or at the minimum wage rate as determined by FWC, 
whichever is the greater. The proportion method shall be 60% for first 
and second year students, 70% for third year students and 80% for 
fourth and fifth year students. 

 
 

3.4 PROBATION AND MINIMUM EMPLOYMENT PERIOD 
 

3.4.1 A new Employee shall be required to complete a probationary 
employment period of no more than three (3) months. The performance 
of the Employee shall be monitored, following which the probation period 
may be extended for a further three (3) month period if necessary, or the 
employment may be terminated or confirmed. The initial six (6) month 
period of employment also equates to the minimum employment period 
pursuant to the Act. 

 
3.4.2 During the probationary employment period either the Corporation or the 

Employee may terminate the Employee’s employment by giving one (1) 
week’s notice or payment in lieu, unless the termination is for misconduct 
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3.4.3 For a casual Employee who converts to ongoing employment within six 

(6) months of employment first commencing, six (6) months of their initial 
employment (being the combined period of casual and permanent 
employment) will be counted as their probationary employment period. 

 
3.5 LABOUR HIRE 

 
3.5.1 When labour is sourced through a labour hire firm, the employee engaged 

for that work shall be paid in accordance with the terms and conditions of 
the labour hire company. 

.   
 

3.5.2 Before a person is engaged through a labour hire firm, GMW will ensure 
that the hourly rate paid by the labour hire firm to their employee does not 
disadvantage the supplied worker, compared to if they had been directly 
employed under this agreement for the same level work of work being 
asked to complete. 

 
3.6 SECURE EMPLOYMENT 

 
3.6.1      The Employer acknowledges the positive impact that secure employment 

has on employees and the provision of quality services to the Victorian 
community. 

 
  The Employer will give preference to ongoing forms of employment over 

casual and fixed term arrangements wherever possible.  
 
  

PART 4: HOURS OF WORK 
 

4.1 MAXIMUM WEEKLY HOURS OF WORK 
 
 

4.1.1 An Employee’s ordinary weekly hours of work are as follows (unless 
varied by the Appendix to the Agreement): 

 
(a) for a full-time Employee – 38 hours in any one week Monday to 

Friday or over an average of weeks, within the relevant span of 
hours as described in the Appendix to this Agreement; or 

(b)  
(c) for an Employee who is in receipt of an allowance that 

incorporates penalties, loading and overtime, as outlined in the 
Appendix to this Agreement, hours as rostered for relevant work 
group; or 

 
(d) for an Employee who is not a full-time Employee – the lesser of 38 

hours in any one week or over an average of weeks as defined in 
sub-clause 4.2 and the Employee’s maximum ordinary hours of 
work as defined in the Employee’s letter of offer. 

 
4.1.2 In addition, an Employee may be required to work reasonable additional 

hours. 
 

4.1.3 An Employee may refuse to work additional hours (beyond those referred 
to in sub- clause 4.1.1) if they are unreasonable having regard to the 
criteria for unreasonable hours. This includes but is not limited to any risk 
to employee health and safety from working the additional hours; the 
Employee’s personal circumstances, including family responsibilities; the 
needs of the workplace; any notice given by the Corporation of any 
request or requirement to work the additional hours; and any notice given 
by the Employee of his or her intention to refuse to work the additional 
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4.1.4 For the purposes of clause 4.1, the hours an Employee works in any one 

(1) week are taken to include any hours of leave, or absence, whether 
paid or unpaid, that the Employee takes in the week and that are 
authorised: 

 
(a) by the Corporation; or 

 
(b) by or under a term or condition of the Employee’s employment, or 

 
(c) by or under a law of the Commonwealth or State, or an 

instrument in force under such a law. 
 

 
4.2 OVERTIME/ADDITIONAL HOURS 

 
4.2.1 All Employees covered by this Agreement must reasonably be available 

to work both rostered and unplanned overtime in accordance with the 
requirements of his or her work unit. 

 
4.2.2 All Employees with an Allowance pursuant to the provisions of the 

Appendix to this Agreement have provision for overtime built into their 
salaries. For Employees not in receipt of Allowances, overtime will only 
be paid if approved by the relevant manager or supervisor prior to work 
being undertaken. 

 
(a) Overtime in excess of normal hours during Monday to Saturday 

shall be paid at the rate of time and a half for the first three hours 
and double time thereafter; 

 
(b) Overtime on a Sunday shall be paid at the rate of double time; 

 
(c) Overtime on a public holiday shall be paid at the rate of double 

time and a half for each hour worked. 
 

4.2.3 The Employee may, by agreement in writing with the Corporation, take 
time off on an hour for hour basis in lieu of payment for overtime. Any 
prior arranged time off in lieu of overtime must be taken within four weeks 
of the time it was accrued or it will be paid out as overtime, unless 
otherwise agreed. 

4.2.4 The process for approval, management and record keeping for time off 
in lieu agreements will be in accordance with clause 20.3 of the Water 
Industry Award 2020. 

4.2.5 Any approved time off in lieu not taken on termination of employment will 
be paid out to the employee as overtime. 

4.2.6 Notwithstanding agreements made under 4.2.3, Employees can at any 
time request their approved time off in lieu be paid out as overtime   

 
4.2.7 For Employees engaged under the provisions of the Appendix to this 

Agreement, the above overtime entitlements will be made for approved 
additional hours in relation to Extraordinary Events or Project Work as 
defined in the Appendix. Payments will be made at the Ordinary Rate of 
Pay and in accordance with sub- clause 4.2.2 above. 

 
4.3 BREAKS 

 
4.3.1 Where an Employee works at least five (5) continuous hours, they will be 

required to take a 30 minute unpaid meal break. 
 

4.3.2 Employees shall take a paid meal break of 30 minutes after not less 
than ten (10) hours of ordinary hours and/or overtime, excluding meal 
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4.3.3 Subject to clause 4.3.8, an Employee must have at least ten (10) 
hours rest between the finish of work and the commencement of 
his or her next shift. 

 
4.3.4 Subject to clause 4.3.8, an Employee will not be asked to complete more 

than eight (8) consecutive days of duty, regardless of whether that duty is 
classed as ordinary hours or overtime. If an Employee completes 12 
consecutive days of duty, they will be required to have a minimum break 
of two full days before they can be asked or allowed to resume duties. 

 
4.3.5 Subject to clause 4.3.8, whilst on Standby, where a Recall or Recalls to 

work occurs between the completion of ordinary hours of work and 12 
midnight and such Recall/s exceeds two (2) hours of work, an Employee 
shall, where practicable, be released from duty for a minimum of ten (10) 
consecutive hours without loss of pay for ordinary working time occurring 
during such absence. Where it is not practicable for an Employee in this 
situation to take a ten (10) hour break and it is agreed that the Employee 
may continue working, the overtime provisions of this Agreement shall 
apply. 

 
4.3.6 Subject to clause 4.3.8, whilst on Standby, where Recall(s) to work 

occur(s) after 12 midnight and prior to resumption of ordinary hours of 
work and an Employee has not had ten (10) consecutive hours break 
since the cessation of normal duties, the Employee shall be released from 
duty for a minimum of ten (10) consecutive hours without loss of pay, 
provided that such Recall(s) exceed(s) one hour for work in total and that 
if the call out is 5.00am or later, the Employee continues on duty and 
completes their ordinary hours for the day. 

 
4.3.7 Subject to clause 4.3.8, where the first Recall whilst on Standby is for a 

period of less than one hour of work, payments shall be for a minimum of 
one hour at double time. Any additional Recall events shall be 
compensated in accordance with the provisions of the Appendix to this 
Agreement. 

 
4.3.8 The parties to this Agreement recognises that at times, Dams 

Employees are required to attend for duty between the finish of work on 
a particular day and the commencement of his or her next shift whether 
or not they are on Standby. 

 
4.3.9 In circumstances where clauses 4.3.3, 4.3.4, 4.3.5, 4.3.6 and 4.3.7 

cannot be achieved for Dams Employees due to such operational 
requirements as reasonably determined by an Employee's manager, 
then: 

 
(a) Where such attendance is for less than one hour, clauses 4.3.3, 

4.3.4, 4.3.5, 4.3.6 and 4.3.7 will not apply. 
(b) Where the attendance exceeds one hour, clauses 4.3.3, 4.3.4, 

4.3.5, 4.3.6 and 4.3.7 will not apply, however the Employee will be 
released from duty at a time agreed to between the individual 
Employee and their Line Manager, subject to operational 
requirements. 

 
4.3.10 For the avoidance of doubt: 

 
(a) the circumstances contemplated in this clause do not include an 

“Extraordinary Event” or “Other Extraordinary Event” as defined in 
the Appendix, and 

 
(b) when calculating whether or not a Dams Employee has attended for 

duty for more than or less than one hour as outlined above, 
separate call outs between the finish of work on a particular day 
and the commencement of the next shift will be added together. 








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4.3.11 If a Dams Employee has concerns in respect of his or her attendance for 
duty as described in clause 4.3.8 above, the Dams Employee may 
discuss their concerns with their manager. 

 
4.4 SHIFT WORK – GENERAL 

 
4.4.1 A shift worker is an employee: 

(a) who works a roster and who, over the roster cycle, may be 
rostered to work ordinary shifts on any of the 7 days of the 
week; and 

(b) who is regularly rostered to work on Sundays and public 
holidays. (For the avoidance of doubt, more than 10 Sundays 
per year are required to be worked to fulfil this criteria) 

 
4.4.2 A shift worker will be entitled to 1 weeks (5 days) additional annual 

leave per year pro-rated to their contractual arrangements.  
 

4.5 STANDBY – GENERAL 
 

4.5.1 Where required by the Roster arrangements of the Appendix to this 
Agreement, Employees must be available to work in general Standby 
Roster arrangements as required. 

 
4.5.2 When on general Standby, an Employee will be immediately 

contactable and ensure they can respond to an event and/or return to 
the work location within 60 minutes. 

 
4.5.3 Where an Employee is in receipt of an Allowance, provision for general 

Standby and Recall to duty within 60 minutes has been built into the 
Allowance. 

 
4.5.4 Employees not in receipt of an Allowance pursuant to the Appendix of 

this Agreement who have completed their ordinary hours and are 
required to be on General Standby: 

 
(a) Overnight until the commencement of work the next day shall 

be paid for one hour at the rate of Band C3 in clause 6.1.1 of 
this Agreement. 

 
(b) Overnight and the next day shall be paid for two hours at the 

rate of Band C3 in clause 6.1.1 of this Agreement. 
 

(c) Overnight and the next day and night until the commencement of 
work after the next day shall be paid for three hours at the rate of 
Band C3 in clause 6.1.1 of this Agreement. 

 
4.5.5 Employees not in receipt of an Allowance pursuant to the 

Appendix of this Agreement who are Recalled to duty whilst on 
Standby: 

 
(a) On Monday to Saturday shall be paid at the rate of time and one 

half of the Ordinary Rate of Pay for the first three hours and 
double time thereafter; 

 
(b) On Sundays shall be paid at double the Ordinary Rate of Pay; 

 
(c) On Public Holidays double and one half the Ordinary Rate of Pay 

 
 

 








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4.6 STANDBY – IMMEDIATE 
 

4.6.1 Where the Corporation requires an Employee to be on Immediate 
Standby, the Employee will be immediately contactable and ensure 
they can respond to any event in the most appropriate manner within 
10 minutes. 

 
4.6.2 Employees must be available to work in Standby Rosters 

established by their individual work units. 
 

4.6.3 Employees not in receipt of an Allowance pursuant to the Appendix to this 
Agreement, or an Employee in receipt of an Allowance which does not 
include Immediate Standby, and who agrees to undertake Immediate 
Standby or Employees required to undertake more Immediate Standby 
events than the agreed Roster shall be paid: 

 
(a) Overnight until the commencement of work the next day shall 

be paid for one and one half hours at the rate of Band C3 in 
clause 6.1.1 of this Agreement. 

 
(b) Overnight and the next day shall be paid for three hours at the 

rate of Band C3 in clause 6.1.1 of this Agreement. 
 

(c) Overnight and the next day and night until the commencement of 
work after the next day shall be paid for four and one half hours at 
the rate of Band C3 in clause 6.1.1 of this Agreement. 

 
4.6.4 A day in lieu will be granted to compensate for undertaking Immediate 

Standby on a public holiday when not rostered on duty. 
 

4.7 RECALL TO DUTY 
 

4.7.1 An Employee not in receipt of an Allowance pursuant to the Appendix 
of this Agreement, who is recalled to duty after completing their normal 
duties when not on Standby, shall be paid for a minimum of three hours 
work at the overtime rate prescribed by this Agreement. 

 
4.7.2 The Employee may refuse to perform the recall to duty outlined in clause 

4.7.1 on reasonable grounds. 
 

 
4.8 SHIFT ALLOWANCES 

 
4.8.1 This clause does not apply to Employees that are entitled to an 

allowance in respect of shift work as outlined in the Appendix to this 
Agreement. 

 
4.8.2 Employees who are required to perform ordinary hours of work on an 

Afternoon Shift or Night Shift shall be paid an Allowance as follows: 
 

(a) An additional 15% in addition to the Employee’s Ordinary Rate of 
Pay for all ordinary time worked on a rostered Afternoon Shift; 

 
(b) An additional 30% in addition to the Employee’s Ordinary Rate of 

Pay for all ordinary time worked on a rostered Night Shift. 
 
 
 
 
 
 
 








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PART 5: REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS AND 
FAMILY CONSIDERATIONS 
 
5.1 RIGHT TO REQUEST FLEXIBLE WORKING ARRANGEMENTS 

 
5.1.1 An Employee may request a change in working arrangements that may 

include but are not limited to changes in hours of work, changes in patterns of 
work and changes in location of work. 
 

5.1.2 The request must be in writing and set out details of the change sought and 
the reasons for the change. 
 

5.1.3 The Corporation must give the Employee a written response to the request 
within 21 days, stating whether the Corporation grants or refuses the request. 
 

5.1.4 The Corporation may refuse the request only on reasonable business grounds 
as set out in section 65 of the Act. If the Corporation refuses the request, the 
written response must include details of the reasons for the refusal. 

 
PART 6: REMUNERATION AND BENEFITS 

 
 

6.1 RATES OF PAY 
 

6.1.1 An Employee’s minimum rate of pay which includes leave 
loading, excluding Superannuation, will be as follows: 

 
All Rates of Pay from 30 July 2020 

 
 Level 1 Level 2 Level 3 Level 4 
Band A 54,174.80 56,884.15 59,728.49 62,714.51 
Band B 65,703.21 68,988.63 72,438.47 76,060.72 
Band C 79,677.63 83,663.45 87,848.43 92,239.24 
Band D 96,632.73 101,463.31 106,537.14 111,862.26 
Band E 114,268.18 118,026.78 123,853.13  
Band F 134,024.85 139,537.11 146,288.40  

 
 

6.1.2 The Appendix to this Agreement provide for annualised 
Allowances for certain employees covered by the Appendix. 
The Allowances described in the Appendix are paid in 
addition to the base salary rates as provided in this clause. 

 
6.1.3 Wages will be paid fortnightly by electronic funds transfer to an 

account nominated by the Employee. 
 

6.1.4 Subject to law the Corporation may make deductions from the 
Employee’s pay as requested in writing and authorised by the 
Employee. 

 
6.2 WAGE INCREASES 

 
6.2.1 The rates of pay as set out in sub-clause 6.1.1 above 

and the Allowances in the Appendix to this Agreement 
have been adjusted by 2.5%. 
 
 
 








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6.3 PERFORMANCE MANAGEMENT, BAND PROGRESSION AND 
CLASSIFICATION REVIEW 

 
6.3.1 An Employee will be provided with a copy of the current position 

description upon being appointed to a new position. 
 

6.3.2 Employees shall generally commence employment in the applicable Band at 
Level 1. The Corporation may, at its discretion, decide that an Employee may 
commence above Level 1, subject to the approval of Human Resources. 
Employees with trade qualifications and employed as a result of such 
qualifications will commence at Band B Level 1. 

 
6.3.3 The Corporation will ensure that it has a clearly documented and 

published performance progression procedure. 
 

6.3.4 The procedure will set out, amongst other things, that: 
 

(a) Employees will have their performance appraised annually; 
 

(b) Informal and formal conversations may occur throughout the 
performance cycle; 

 
(c) Band progression is not automatic and will be determined within the 

context of the performance management system; 
 

(d) The performance management system will include an assessment of 
task and behavioural performance; 

 
(e) An employee will be eligible for Band progression upon 

demonstrated achievement of performance criteria as set out in the 
performance management system (as assessed at the end of the 
performance cycle); 

 
(f) Performance criteria will be developed by the Corporation in 

collaboration with the Employee and will be in accordance with the 
classification of the Band. For the avoidance of doubt, the Employee 
and relevant manager will work with each other to develop the 
performance criteria however, the finalisation of the performance 
criteria will be at the Corporation’s discretion; 

 
(g) Position descriptions will be reviewed and amended, if necessary, 

annually; 
 

(h) Employees will generally spend a minimum of one year at each level; 
 

(i) At the Corporation's discretion an Employee may progress more than 
one level in a year. 

 
6.3.5 An Employee of the view that they are performing additional duties of a more 

complex nature on a regular basis above and beyond the duties detailed in 
their current position description may request a position description review. 
A request for such a review must be submitted in writing to the Employee’s 
line manager, clearly outlining the reasons for the review. The review will be 
undertaken by the line manager, who shall advise the Employee of the 
outcome of this review within 28 days of the written request being received. 
The opportunity to submit such a request can be made no more than once in 
a 12 month period. 

 
6.3.6 A majority of Employees in a work unit, where there is a generic position 

description in operation, may request that the generic position description of 
that group of Employees be reviewed. A request for such review must be 
submitted in writing to the Employee’s line manager, clearly outlining the 
reasons for the review. The review will be undertaken by the line manager 








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and/or General Manager/s in consultation with affected Employees and their 
representatives. Employees shall be advised of the outcome of this review 
within three (3) months of the written request being received. The opportunity 
to submit such a request can only be made once in the life of this Agreement. 

 
6.4 HIGHER DUTIES 

 
Where an Employee is required to undertake the full duties of a higher classification 
under this Agreement, the Employee shall be paid an additional one hour at their 
Ordinary Rate of Pay per Band for each full day that they perform the higher duties.  
Higher duties may only be performed for a maximum period of three (3) months. 
That period may be extended by a further period of up to three months with the 
approval of the General Manager. The Corporation and Employee may agree on a 
higher level of payment appropriate to the duties and responsibilities to be 
undertaken where the Employee is not performing the full functions of the higher 
classification. 

 
6.5 PERSONAL EXPENSES 

 
6.5.1 Meals, Accommodation and Incidentals 

 
(a) Subject to prior management approval, Employees who are 

required to stay overnight away from their normal residence, on a 
short term or ad hoc basis, will be reimbursed for meals, 
accommodation and incidental expenses to the actual cost incurred 
on production of appropriate receipts in accordance with the 
expenses schedule outlined below. Wherever possible the 
Corporation shall arrange the relevant accommodation for the 
Employee. 

 
(b) Employees who are not staying away overnight but because of 

work, meetings or travel time cannot return to their normal 
residence prior to 7.30pm  may, with prior formal authorisation, 
purchase an evening meal after 7.30pm and be reimbursed the 
cost of the meal on the production of an appropriate receipt. 

 
(c) In circumstances where receipts for accommodation and meals 

are produced where the accommodation expense exceeds the 
maximum limit but the meals Allowance does not, and the 
combined total of the meals and accommodation receipts does not 
exceed the maximum allowed, the Employee’s manager may 
approve payment. 

 
6.5.2 Expenses Schedule 

 
Reimbursement on production of a paid tax invoice or a receipt. 

 
Meals Schedule (maxima) Breakfast Lunch Dinner 
Capital City 
4 NOV 2019 to 3 NOV 2020 26.43 44.45 60.07 
Country 
4 NOV 2019 to 3 NOV 2020 24.03 36.04 48.84 

 
Accommodation Schedule Maximum limits 
 
 

Capital Cities Country 
4 NOV 2019 to 3 NOV 2020 249.89 194.64 

 
Incidentals Schedule (maxima) Incidentals 
4 NOV 2019 to 3 NOV 2020  19.83 

 

I I I 

I I I 

I I I 








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The expense schedule shall be increased in November of each year in line with 
the Consumer Price Index for Melbourne for the preceding 12 month period. 

 
 

6.6 TRAVEL AND EXCESS/DISADVANTAGE TRAVEL TIME 
 

6.6.1 Where an Employee is temporarily required to commence and complete 
work at a location other than his or her normal designated work location, 
at the Corporation’s discretion, the Employee shall be either: 

 
(a) provided with transport; or 

 
(b) reimbursed as per clause 6.5.2 as an incidental expense, including 

approved transport fares; or 
 

(c) the Corporation may agree that an Employee uses a private and 
comprehensively insured, registered and roadworthy vehicle. In 
such a case the Employee shall be paid an Allowance equal to the 
amount designated for claims by the Australian Taxation Office. 

 
6.6.2 As a general rule the total hours worked should not exceed nine (9) hours 

per day (excluding lunch breaks and including excess travel). Therefore, 
the travel time an Employee would normally undertake to their normal 
designated work location is not included in this nine (9) hour day. In the 
event that any additional travel time would result in a working day that is 
greater than nine (9) hours in duration the travel time shall be deducted 
from time on the work site such that the limit of nine (9) paid hours per day 
is not exceeded. 

 
6.6.3 If the Employee incurs additional travelling time, the Employee shall be 

paid at his or her Ordinary Rate of Pay for this excess time, or by 
agreement, be granted time in lieu. Payment and time in lieu will be 
calculated in 15 minute increments. 

 
6.6.4 By mutual agreement, the Corporation may enter into arrangements with 

Employees for adjusted work hours and the provision of transport for 
travel to such worksites as a substitute for this sub-clause. Such an 
arrangement is subject to clause 1.7 of this Agreement. 

 
6.7 RELOCATION 

 
6.7.1 Subject to prior management approval, Employees who are required to 

relocate as a result of the business needs of the Corporation shall be 
reimbursed the actual and reasonable cost of removal including legal 
expenses, estate agents commission, stamp duty, registration fees, 
selling and purchasing of a comparable residence, including 
compensation for market differentials, and the depreciation of furniture 
and fittings. All new Employees must sign a Relocation Covenant (12 
months for Australian resident and two years for overseas recruits) to 
access Relocation assistance. 

 
6.7.2 At the Corporation’s sole discretion, it may agree to reimburse the actual 

and reasonable costs of temporary accommodation and meals where 
the Employee is unable to obtain a suitable residence at the new 
location. 

 
6.8 WORKER’S COMPENSATION MAKE-UP PAY 

 
If an Employee sustains personal injury arising out of or in the course of the 
discharge of his or her duties which results in acceptance of a worker's 
compensation claim and liability by the Corporation Worker's Compensation 
Insurer, and the worker is entitled to weekly compensation payments under the 








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Workplace Injury, Rehabilitation and Compensation Act 2013, the Corporation will, 
for all new claims for worker's compensation, make full payments for a maximum of 
52 weeks from the date of injury, as follows: 

 
 

6.8.1 for the first 52 weeks include average overtime earnings calculated 
over the 12 months preceding the relevant injury, or, if the worker 
commenced employment less than 12 months prior to their injury, the 
duration of their employment with the Corporation; 

 
6.8.2 thereafter compensation payment will be in accordance with the 

Workplace Injury, Rehabilitation and Compensation Act 2013. 
 

6.9 SUPERANNUATION 
 

6.9.1 Corporation funded superannuation contributions will be made in 
accordance with the relevant federal legislation to a fund nominated by an 
Employee that complies with the relevant federal legislation. 

 
6.9.2 If an Employee does not elect a superannuation fund, the 

Corporation’s default fund, which is currently Vision Super, will apply. 
 

6.9.3 The Allowances specified in the Appendix to this Agreement are treated 
as salary for the purposes of superannuation payments by the 
Corporation. 

 
6.10 SUPERANNUATION SALARY SACRIFICE 

 
6.10.1 At the Corporation’s discretion, an Employee may be entitled to salary 

sacrifice in accordance with the Corporation’s policies from time to time, 
which are not incorporated as a term of this Agreement. 

 
6.10.2 An Employee may, with the Corporation's prior agreement at its 

discretion, elect to have some of their before tax salary (“Sacrificed 
Amount”) paid into a nominated fund. 

 
6.10.3 The nominated fund must be capable of accepting the Sacrificed Amount. 

 
6.10.4 The Sacrificed Amount must not exceed that permitted by relevant 

taxation or superannuation legislation. 
 

6.11 VEHICLE AND OTHER EQUIPMENT USE 
 

6.11.1 Vehicles 
 

(a) Employees may be required to use a Corporation vehicle for work 
related purposes. For any use of a Corporation vehicle, the 
applicable policies must be observed. Some Employees may be 
provided with use of a Corporation vehicle for private purposes; 
these Employees shall be required to assent to the prevailing 
Agreement for Private Use of Motor Vehicle. 

 
6.11.2 Other Equipment Use 

 
(a) An Employee may seek to have compensation paid for any item of 

personal equipment damaged or lost at work. Consideration for 
compensation will occur only where prior approval has been 
granted for use of the personal equipment at work. Compensation 
would be paid for replacement of equal value and would be limited 
to required tools of trade and occasional or special equipment 
such as cameras and calculators, similarly required for use at 
work. 








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(b) An Employee may seek compensation payment for damage to 

personal (non- Corporation provided) clothing which occurs at 
work. However, compensation will not be considered for normal 
wear and tear or accidental breakage of items not directly related to 
a work task or for damage or loss of personal items not required at 
work. Compensation will not be paid for damage or loss of mobile 
phones. 

 
PART 7: LEAVE 

 
7.1 ANNUAL LEAVE 

 
7.1.1 Application 

 
This clause applies to Employees other than casual Employees, except 
as may be varied by Annual Leave provisions within the Appendix to this 
Agreement. 

 
7.1.2 Entitlement To Annual Leave 

 
(a) For each year of service an Employee is entitled to four (4) 

weeks of paid annual leave. 
(b) Shift workers as defined in 4.4 are entitled to 1 week additional 

annual leave per year pro-rated to their contractual 
arrangements. 

 
(c) An Employee’s entitlement to paid annual leave accrues 

progressively according to the Employee’s ordinary hours of work, 
and it accumulates from year to year. 

 
(d) If an Employee’s employment ends, an Employee accrues paid 

annual leave up to when the employment ends, being the 
Employee’s last day of service. 

 
(e) If an Employee takes a period of paid annual leave, the 

Corporation will deduct the hours taken from the Employee’s 
accrued annual leave. 

 
(f) If, when the employment of an Employee ends, the Employee has 

a period of accrued but untaken annual leave, the Corporation will 
pay the Employee the amount that would have been payable to the 
Employee had the Employee taken that period of leave. 

 
7.1.3 Taking Paid Annual Leave 

 
(a) Paid annual leave may be taken for a period agreed between an 

Employee and the Corporation. 
 

(b) The Corporation shall not unreasonably refuse to agree to a 
request by an Employee to take paid annual leave. 

 
(c) Annual leave accrued during the current calendar year should be 

taken by the Employee prior to the completion of the following 
calendar year. The Employee must seek approval if the 
Employee wishes to accumulate excess annual leave beyond 
these limits. 

 
7.1.4 Excessive Leave 

 
(a) An employee has an excessive leave accrual if the employee has 

accrued more than 8 weeks’ paid annual leave  








Page 31 of 114 
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(b) If an employee has an excessive leave accrual, the employer or 

the employee may seek to confer with the other and genuinely try 
to reach agreement on how to reduce or eliminate the excessive 
leave accrual.  

 
(c) Clause 7.1.5 sets out how an employer may direct an employee 

who has an excessive leave accrual to take paid annual leave. 
 

 
7.1.5 Excessive Leave: Direction By Employer That Leave Be Taken 

 
(a) If an employer has genuinely tried to reach agreement with an 

employee under clause 7.1.4(b) but agreement is not reached 
(including because the employee refuses to confer), the 
employer may direct the employee in writing to take one or more 
periods of paid annual leave.  

 
(b) However, a direction by the employer under paragraph 7.1.5(a): 

 
(i) is of no effect if it would result at any time in the 

employee’s remaining accrued entitlement to paid annual 
leave being less than 6 weeks when any other paid annual 
leave arrangements (whether made under clause 7.1.4, 
7.1.5 or 7.1.6 or otherwise agreed by the employer and 
employee) are taken into account; and 

 
(ii) must not require the employee to take any period of paid 
annual leave of less than one week; and 
 
(iii) must not require the employee to take a period of paid annual 
leave beginning less than 8 weeks, or more than 12 months, 
after the direction is given; and 
 
(iv) must not be inconsistent with any leave arrangement agreed 
by the employer and employee. 
 

(c) The employee must take paid annual leave in accordance with a 
direction under clause 7.1.5(a) that is in effect.  
 

(d) An employee to whom a direction has been given under 
paragraph 7.1.5(a) may request to take a period of paid annual 
leave as if the direction had not been given. 

 
7.1.6 Excessive leave accruals: request by employee for leave 

 
(a) If an employee has genuinely tried to reach agreement with an 

employer under clause 7.1.4(b) but agreement is not reached 
(including because the employer refuses to confer), the employee 
may give a written notice to the employer requesting to take one or 
more periods of paid annual leave. 
 

(b) However, an employee may only give a notice to the employer under 
paragraph 7.1.6(a) if: 
 
(i) the employee has had an excessive leave accrual for more 

than 6 months at the time of giving the notice; and  
 

(ii) the employee has not been given a direction under clause 
7.1.5(a) that, when any other paid annual leave arrangements 
(whether made under clause 7.1.4, 7.1.5 or 7.1.6 or otherwise 








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agreed by the employer and employee) are taken into account, 
would eliminate the employee’s excessive leave accrual. 

 
 

(c) A notice given by an employee under paragraph (a) must not: 
 
(i) if granted, result in the employee’s remaining accrued 

entitlement to paid annual leave being at any time less than 6 
weeks when any other paid annual leave arrangements 
(whether made under clause 7.1.4, 7.1.5 or 7.1.6 or otherwise 
agreed by the employer and employee) are taken into account; 
or 

 
(ii) provide for the employee to take any period of paid annual 

leave of less than one week; or 
 
(iii) provide for the employee to take a period of paid annual leave 

beginning less than 8 weeks, or more than 12 months, after the 
notice is given; or 

 
(iv) be inconsistent with any leave arrangement agreed by the 

employer and employee.  
 

(d) An employee is not entitled to request by a notice under paragraph 
(a) more than 4 weeks’ paid annual leave in any period of 12 months. 
 

(e) The employer must grant paid annual leave requested by a notice 
under paragraph (a). 
 

7.1.7 Employee Not Taken To Be On Paid Annual Leave At Certain Times 
 

(a) If the period during which an Employee takes paid annual leave 
includes a day or part-day that is a public holiday in the place 
where the Employee is based for work purposes, the Employee is 
taken not to be on paid annual leave on that public holiday. That 
day is taken to be a paid public holiday, provided that the 
Employee would have otherwise worked on that day. 

 
(b) If the period during which an Employee takes paid annual leave 

includes a period of any other leave (other than unpaid parental 
leave) under this Agreement, or a period of absence from 
employment for community service leave, the Employee is taken 
not to be on paid annual leave for the period of that other leave or 
absence. 

 
7.1.8 Payment For Annual Leave 

 
If an Employee takes a period of paid annual leave, the Corporation shall 
pay the Employee at the Employee’s Ordinary Rate of Pay for what would 
have been the Employee’s ordinary hours of work in the leave period. 

 
7.1.9 Cashing Out Annual Leave 

 
(a) At any time during the life of this Agreement, the Corporation and 

an Employee may agree to cash out a particular amount of the 
Employee’s accrued but untaken annual leave subject to the 
following conditions being satisfied: 

 
(i) the Employee must have taken at least 4 weeks annual 

leave in the 12 months prior to the leave being cashed out; 
 

(ii) paid annual leave must not be cashed out if the cashing out 
would result in the Employee’s remaining accrued 








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entitlement to paid annual leave being less than 4 weeks; 
 

(iii) a maximum of 4 weeks accrued but untaken annual 
leave can be cashed out; 

(iv) cashing out of a particular amount of paid annual leave 
must be by separate agreement in writing between the 
Corporation and the Employee; and 

 
(v) the Employee must be paid at least the full amount that 

would have been payable to the Employee had the 
Employee taken the leave that the Employee has forgone. 

 
(b) For the avoidance of doubt, an Employee may only exercise the 

above entitlement to cash out annual leave once during the life of 
the Agreement. 

 
7.2 PERSONAL/CARER’S LEAVE AND COMPASSIONATE LEAVE 

 
7.2.1 Entitlement to Paid Personal/Carer’s Leave 

 
(a) For each year of service with the Corporation, an Employee, 

other than a casual Employee, is entitled to fifteen (15) days of 
paid personal/carer’s leave per annum. A day means a day on 
which an Employee would have normally worked, and in respect 
of that day the number of ordinary hours that the Employee 
would have normally worked. 

 
(b) An Employee’s entitlement to paid personal/carer’s leave 

accrues progressively according to the Employee’s ordinary 
hours of work, and accumulates from year to year. 

 
7.2.2 Taking Paid Personal/Carer’s Leave 

 
(a) An Employee may take paid personal/carer’s leave if the leave is 

taken: 
 

(i) because the Employee is not fit for work because of a 
personal illness, or personal injury, affecting the 
Employee; or 
 

(ii) to provide care or support to a member of the 
Employee’s Immediate Family, or a member of the 
Employee’s household, who requires care or support 
because of a personal illness, or personal injury, 
affecting the member; or for an unexpected 
emergency affecting the member. 

 
7.2.3 Notice and Evidence Requirements 

 
(a) An Employee must give the Corporation notice of the intended taking of 

leave under this clause. The notice must be given to the Corporation as 
soon as practicable (which may be a time after the leave has started), 
and the Employee must advise the Corporation of the period, or 
expected period, of the leave. 

 
(b) An Employee who has given the Corporation notice of the taking of paid 

personal/carer's leave shall be required to produce a medical certificate 
or statutory declaration setting out the reason for the absence, for any 
absence taken for personal/carer's leave as set out in sub-clause 
7.2.3(c) below. 

 
(c) An Employee may be required to produce satisfactory medical or other 

approved evidence in the following circumstances: 








Page 34 of 114 
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(i) for all absences in excess of three (3) consecutive days; 

 
(ii) for all absences where five (5) uncertified days personal/carer’s 

leave have been taken for the year; 
 

(iii) if an Employee is ill on an accrued day off (ADO), 
personal/carer’s leave may be used to cover such illness 
provided a medical certificate or statutory declaration is provided 
as evidence. The ADO may be taken subsequently at an agreed 
later date. 

 
(d) Failure to provide a medical certificate, a statutory declaration or other 

form of reasonable evidence to the satisfaction of the Corporation in 
the circumstances required in this clause may result in non-payment of 
personal/carer’s leave. In such cases, the time away from work will be 
regarded as an unauthorised absence. 

 
7.2.4 Absence on Public Holidays 

 
If the period during which an Employee takes paid personal/carer’s leave 
includes a day or part-day that is a public holiday in the place where the 
Employee is based for work purposes, the Employee is taken not to be on 
paid personal/carer’s leave on that public holiday. 

 
7.2.5 Payment for Paid Personal/Carer’s Leave 

 
(a) If, in accordance with this clause, an Employee takes a period of 

paid personal/carer’s leave, the Corporation shall pay the Employee 
at the Employee’s Ordinary Rate of Pay for what would have 
normally been the Employee’s ordinary hours of work in that period. 

 
(b) Paid personal/carer’s leave cannot be cashed out. 

 
7.2.6 Entitlement to Unpaid Carer’s Leave 

 
An Employee who does not have an entitlement to paid carer’s leave is 
entitled to three days of unpaid carer’s leave for each occasion (a 
permissible occasion) when a member of the Employee’s Immediate 
Family, or a member of the Employee’s household, requires care or support 
because of a personal illness, or personal injury, affecting the member, or an 
unexpected emergency affecting the member. 
 

7.2.7 Taking Unpaid Carer’s Leave 
 

(a) An Employee may take unpaid carer’s leave if the leave is taken to 
provide care or support as referred to in sub-clause7.2.6. 

 
(b) An Employee may take unpaid carer’s leave for a particular 

permissible occasion as a single continuous period of up to three 
(3) days; or any separate periods to which the Employee and the 
Corporation agree. 

 
(c) An Employee cannot take unpaid carer’s leave during a particular 

period if the Employee could instead take paid personal/carer’s leave. 
 

(d) The notice and evidence requirements of sub- clause 7.2.3 
must be complied with. 

 
7.2.8 Compassionate Leave (other than for casual Employees) 

 
An Employee is entitled to up to five (5) days of paid compassionate leave 
for each occasion (a permissible occasion) when a member of the 








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Employee’s Immediate Family or a member of the Employee’s household: 
 

(a) contracts or develops a personal illness that poses a serious threat to 
his or her life; or 

(b) sustains a personal injury that poses a serious threat to his or her life, or 
 

(c) dies. 
 

7.2.9 Taking Compassionate Leave 
 

(a) An Employee (including a casual Employee) may take compassionate 
leave if the leave is taken: 

 
(i) to spend time with the member of the Employee’s Immediate 

Family or household who has contracted or developed the 
personal illness, or sustained the personal injury, referred to in 
this clause; or 

 
(ii) after the death of the member of the Employee’s Immediate 

Family or household referred to in this clause. 
 

(b) An Employee may take compassionate leave for a particular 
permissible occasion as a single continuous five day period; or as 
separate periods amounting to five days in total, or 

 
(c) If the leave is taken upon the contraction or development of a personal 

illness, or the sustaining of a personal injury as referred to in this 
clause, the Employee may take the compassionate leave for that 
occasion at any time while the illness or injury persists. 

 
(d) A casual Employee is not entitled to any payment for a period of 

compassionate leave. 
 

7.2.10 Payment for Compassionate Leave (other than for casual Employees) 
 

If, in accordance with this clause, an Employee, other than a casual Employee, 
takes a period of compassionate leave, the Corporation shall pay the 
Employee at the Employee’s Ordinary Rate of Pay for what would have 
normally been the Employee’s ordinary hours of work during the period. 
 

7.2.11 Notice and Evidence Requirements 
 

(a) An Employee must give the Corporation notice of the need to take 
compassionate leave. The notice must be given to the 
Corporation as soon as practicable (which may be a time after the 
leave has started), and must advise the Corporation of the period, 
or expected period, of the leave. 

 
(b) The Corporation may require the Employee to provide 

evidence to its satisfaction to support the taking of 
compassionate leave. 

 
7.2.12 Non Compliance with Evidence and/or Notice Obligations 

 
Failure to provide the required notice or the evidence as required by this 
clause may result in non-payment of compassionate leave. In such cases, 
the time away from work will be regarded as an unauthorised absence. 

 
7.3 PUBLIC HOLIDAYS 

 
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(a) An Employee is entitled to be absent from their employment on a 
day or part-day that is a public holiday, provided that the 
Employee’s Roster or the normal operation of the Corporation (or 
the practice of allocating work) does not include requiring the 
Employee to work on a public holiday. 

(b) Where the Employee’s Roster and the normal operation of the 
Corporation (or the practice of allocating work) does include work 
on a public holiday, the Corporation may require the Employee to 
work on a public holiday. 

 
(c) An Employee who is rostered to perform ordinary hours on a 

public holiday but who is granted leave in respect of that day or an 
Employee whose rostered day off falls on a public holiday 
observed in accordance with this Agreement shall be granted one 
day’s leave in lieu of such holiday. 

 
7.3.2 Meaning of Public Holiday 

 
(a) Employees (other than casual Employees) shall be entitled to the 

following holidays without loss of pay as specified in clause 7.3.6: 
 

(i) New Year’s Day, Good Friday, Easter Saturday, Easter 
Sunday, Easter Monday, Christmas Day, Boxing Day, 
Australia day, Anzac Day, Queen’s Birthday, Labour 
Day, Friday before the AFL Final and Melbourne Cup 
Day. 

 
(ii) When Christmas Day is a Saturday an additional 

holiday shall be observed on the next Monday.  When 
Christmas Day is a Sunday, an additional holidays shall 
be observed on the next Tuesday. 

 
(iii) When Boxing Day is a Saturday or a Sunday, an 

additional holiday shall be observed on 28 December. 
 

(iv) When New Year’s Day is a Saturday or a Sunday, an 
additional holiday shall be observed on the next 
Monday. 

 
(v) When Australia Day is a Saturday or a Sunday, a holiday in 

lieu shall be observed on the next Monday. 
7.3.3 Melbourne Cup Day Substitution 

Where, outside the Melbourne Metropolitan area, a public holiday is 
proclaimed in that municipality for the observance of local events, that day 
will be observed as a public holiday in lieu of Melbourne Cup Day. 

 
7.3.4 Additional or Substituted Public Holidays 

Where in the whole or part of the State of Victoria, additional or substituted 
public holidays are declared or prescribed on days other than those set 
out above, those days shall constitute additional or substituted holidays 
for the purpose of this Agreement for Employees who have their place of 
principal employment in a municipality to which the additional or 
substituted public holiday applies. 

 
7.3.5 Substitution of Public Holiday 

The Corporation and the Employee may agree on the substitution of a 
day or part- day for a day or part-day that would otherwise be a public 
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7.3.6 Payment for absence on Public Holiday 
 

(a) If an Employee is absent from work on a day or part-day that is a public 
holiday, and that day would normally have been a day on which the Employee 
worked ordinary time, the Corporation shall pay the Employee at the 
Employee’s Ordinary Rate of Pay for the Employee’s ordinary hours of work 
on the day or part-day. 

 
(b) If the Employee does not have ordinary hours of work that would have 

normally fallen on the day that is the public holiday, the Employee is not 
entitled to payment for that day. 

 
7.4 LONG SERVICE LEAVE 

 
Long Service Leave will be administered in accordance with the Water (Long 
Service Leave) Regulations 2011 (Regulations). For the avoidance of doubt, this 
clause applies to all Employees and is not limited to Officers under the Regulations. 

 
7.4.1 An Employee who has completed ten (10) years service shall be 

entitled to three (3) months paid long service leave and shall be 
entitled to a further 1.5 months paid leave for each additional period of 
five (5) years continuous service. 

 
7.4.2 An Employee who completes seven (7) years of continuous service shall 

be entitled to long service leave on a pro rata basis. This provision shall 
apply in the case of an Employee who resigns their employment with the 
Corporation and then re-commences work with the Corporation within a 
period of no more than twelve (12) months. 

 
7.4.3 Long Service Leave shall be taken at times appropriate to the 

needs of the Corporation after consideration of the Employee’s 
views. 

 
7.4.4 Any public holiday that occurs during the period of Long Service Leave 

shall not be regarded as part of that leave. 
 

7.4.5 Where the Employee would otherwise be entitled to paid 
personal/carer's leave or compassionate leave whilst the Employee is on 
Long Service Leave and upon production of a medical certificate or other 
appropriate evidence, the aforementioned leave shall not be regarded as 
part of the Long Service Leave. 

 
7.4.6 An Employee may request and the Corporation will consider, dependent 

on Corporation's needs, Long Service Leave being taken at half pay, with 
the period of leave being consequently doubled or double pay, with the 
period of leave consequentially halved. 

 
7.4.7 A minimum period of one (1) day may be taken. 

 
7.5 PARENTAL LEAVE AND RELATED ENTITLEMENTS 

 
The provisions for Parental Leave and related entitlements are set out in Schedule 1. 

 
7.6 COMMUNITY SERVICE LEAVE, INCLUDING JURY SERVICE 

AND VOLUNTARY EMERGENCY ACTIVITY 
 

7.6.1 Entitlement to be absent from employment for engaging in Eligible 
Community Service Activity 

 
An Employee who engages in an eligible community service activity is 
entitled to be absent from their employment for a period if: 

 








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(a) the period consists of one or more of the following: 
 

(i) time when the Employee engages in the activity; 
 

(ii) reasonable travelling time associated with the activity; 
 

(iii) reasonable rest time immediately following the activity; 
 

(b) Unless the activity is for jury service – the Employee’s 
absence is reasonable in all the circumstances. 

 
7.6.2 Meaning of Eligible Community Service Activity 

 
(a) Each of the following is an eligible community service activity: 

 
(i) jury service (including attendance for jury selection) that is 

required by law; 
 

(ii) a voluntary emergency management activity; 
 

(iii) an activity prescribed in the regulations to the Act. 
 

(b) An Employee engages in a voluntary emergency management 
activity if, and only if: 

 
(i) the Employee engages in an activity that involves 

dealing with an emergency or natural disaster; and 
 

(ii) the Employee engages in the activity on a voluntary basis; and 
 

(iii) the Employee is a member of, or has a member-like 
association with, a recognised emergency management 
body; and 

 
(iv) either: 

 
(A) the Employee was requested by or on behalf of 

the body to engage in the activity; or 
 

(B) it would be reasonable to expect that, if the 
circumstances had permitted the making of 
such a request, it is likely that such a request 
would have been made. 

 
(c) A recognised emergency management body is: 

(i) a body, or part of a body, that has a role or function under a 
plan prepared by the Commonwealth, a State or a Territory 
for coping with emergencies and/or disasters; or 

 
(ii) a fire-fighting, civil defence or rescue body, or part of such a 

body; or 
 

(iii) any other body, or part of a body, a substantial purpose 
of which involves: 

(A) securing the safety of persons or animals in 
an emergency or natural disaster; or 

(B) protecting property in an emergency or 
natural disaster; or 

(C) otherwise responding to an emergency or 
natural disaster; or 

 
(iv) a body or part of a body, prescribed by the regulations to the 

Act. 








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7.6.3 Notice and Evidence Requirements 
 

An Employee who requests an absence from their employment to be 
covered by this clause must give the Corporation notice of the absence. 
The notice must be given to the Corporation as soon as practicable (which 
may be a time after the absence has started), and must advise of the 
period, or expected period, of the absence. Reasonable evidence must 
also be provided that the absence is because the Employee has been, or 
will be engaging in, an eligible community service activity. 

 
7.6.4 Payment to Employees (other than Casuals) on Jury Service 

 
(a) An Employee who is required for Jury Service must notify the 

Corporation as soon as practicable (which may be after the 
absence has started) of the period or expected period of the 
absence. 

 
(b) An Employee who is required to be absent from work because of 

jury service, must provide the Corporation with evidence that the 
Employee has taken all necessary steps to obtain any amount of 
jury service pay and of the total amount of jury service pay. 

 
(c) For a period of jury service, the Employee (other than a casual 

Employee) will be paid the difference between his or her Ordinary 
Rate of Pay and the jury service pay. 

 
(d) If an Employee is required for jury service while on annual leave, 

long service leave or paid parental leave, at the Employee’s 
request and on production of satisfactory evidence, the Corporation 
will credit the Employee with the amount of that leave equal to the 
time spent on jury service. 

 
7.6.5 Payment to Employees on Eligible Community Service Activity (other 

than Jury Service) 
 

An Employee who has an entitlement to be absent from employment for 
engaging in Eligible Community Service Activity as defined in this clause 
shall be released from their normal duties without loss of salary. 

 
7.7 OTHER COURT MATTERS 

 
An Employee who is required to attend court because of matters unrelated to the 
Corporation’s business must use accrued leave or leave without pay as per the 
conditions of this Agreement. 
 

7.8 STUDY LEAVE AND REIMBURSEMENT OF FEES 
 

7.8.1 The Corporation may grant leave of absence with pay to an Employee for 
the purpose of acquiring a qualification or studying a course or part of a 
course which, in the opinion of the Corporation, is relevant to the functions 
of the Corporation and is likely to increase the efficiency and individual 
development of the Employee. 

 
7.8.2 When requesting study leave the Employee must clearly define the 

requirements of the study; including attendance at lectures, tutorials, 
location of such, assignments, units/subjects to be completed each 
semester and examinations. 

 
7.8.3 The Corporation may also grant sufficient leave to enable the Employee to 

travel to and attend up to five hours of lectures and tutorials per week 
during the semester in which the approved course is conducted. Regard 
shall be had to the arrangements which can reasonably be made for 








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apportioning attendance at lectures and tutorials between times inside and 
outside working hours. In special circumstances, the Corporation may 
grant leave for such longer periods as is deemed necessary or may grant 
leave of absence either without pay or on a time in lieu basis. 

 
7.8.4 In addition to 7.8.2 above, the Corporation may approve up to one week’s 

leave with pay to an Employee in any one calendar year, for the purpose 
of preparing for two examinations per semester or for written or practical 
work which is in lieu of or in addition to examinations associated with a 
course of study. 

 
7.8.5 An Employee may use their annual leave entitlement for any extra time 

they may deem necessary for study or like activities. 
 

7.8.6 The Corporation shall grant study leave and travel time with pay to an 
Employee for the purposes of: 

 
(a) attending examinations associated with an approved course of 

study with one half day for each examination for up to a maximum 
of 2 examinations per semester; 

 
(b) attending a public presentation ceremony arranged by an 

educational institution for the purpose of conferring on such 
Employee a degree or diploma or other qualification in such 
circumstances as the Corporation considers appropriate. For 
ceremonies held within 100 kilometres of the Employee’s 
residence one half day of paid leave will be granted. For 
ceremonies held further than 100 kilometres from the Employee’s 
residence one full day of paid leave will be granted. 

 
7.8.7 After a minimum period of twelve months the Corporation may revoke 

any study leave granted in the event of unsatisfactory progress, 
including not granting leave to repeat subjects. 

 
7.8.8 The Corporation may reimburse “otherwise deductible amounts” (as 

defined by the Australian Taxation Office) for compulsory fees, tuition 
fees, costs of prescribed text books and additional travel and 
administration charges incurred by an Employee undertaking a course of 
study approved pursuant to this clause. Such reimbursement shall only 
be on the production of evidence that satisfactory progress is being made 
each year in the approved course. 

 
7.8.9 Where an Employee receives paid study leave, the amount of fees 

reimbursed under sub clause 7.8.8 above shall be reduced in proportion 
to the amount of study leave taken, such that where an Employee 
receives the full study leave provision, reimbursement of fees shall not be 
approved. 
 

7.9 DEFENCE FORCE LEAVE AND SPECIAL SICK (WAR/PEACE 
KEEPING SERVICE) LEAVE 

 
7.9.1 Defence force leave will be administered in a manner consistent with the 

Defence Reserve Service (Protection) Act 2001. An Employee member 
of the Australian Defence Force Reserve will be provided with leave of 
absence without loss of pay for two weeks in any year to participate in 
continuous Defence service. 

 
7.9.2 In addition, leave without pay may be granted to an Employee member 

of the Australian Defence Force Reserve who is required to participate in 
additional continuous Defence service, consistent with the Employer 
Support Provisions of the Australian Defence Force. Leave will be 
granted in blocks of one week, for the days the Employee would have 
otherwise worked during that week. If during that additional period of 








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leave without pay the Employee does not receive a salary equal to that 
while employed by the Corporation, the Corporation shall pay the 
difference between the two. 

 
7.9.3 An Employee who requires leave under this clause shall submit a written 

application to the Corporation for approval and shall provide satisfactory 
evidence of attendance at the activity for which the leave was granted. 

 
7.9.4 An Employee who is required to undertake a period of service with the 

Australian Defence Force, in addition to those specified in sub-clauses 
7.9.2 to 7.9.3 hereof, may be granted leave without pay, to a maximum 
of six months for the period of time that such services are required. 

 
7.9.5 Where an Employee is serving with the Defence Forces and sustains an 

injury or contracts an illness necessitating an absence from work from 
the Corporation, additional leave may be granted as follows: 

 
(a) If not paid compensation by the relevant government Department 

in respect of such absence, the Employee will be granted personal 
leave. 

 
(b) If the amount of compensation paid is equal or greater than the 

amount of pay which would have been received had the 
Employee been granted personal leave, the Employee will be 
granted leave without pay. 

 
(c) If the Employee is paid compensation and the amount is less than 

the amount of pay which would otherwise have been received if the 
Employee had been granted personal leave, the Employee will be 
paid an amount equal to the difference between the two and the 
personal leave credit will be reduced by the amount of such 
payment. 

 
7.9.6 Where the Corporation is satisfied that the illness of an Employee with 

at least 6 months service is directly attributable to or is aggravated by 
the Employee’s service in any war in which Australian service people 
are or have been officially engaged (including Australian Government 
Peace-Keeping activities), the Employee shall be granted additional 
personal leave and special consideration in accordance with all 
established precedents and practices at the Corporation. 

 
7.10 REHABILITATION LEAVE 

 
In conjunction with its Occupational Health and Safety Procedures, the Corporation 
will provide up to five days paid leave for an Employee to participate in approved 
rehabilitation programs and counselling associated with drug, gambling, alcohol or 
smoking addiction. Participation in such programs may be initiated by the Employee 
or required by the Corporation where the Corporation believes on the balance of 
probabilities that an Employee is affected by drug or alcohol addiction. 
 

7.11 LEAVE FOR MUNICIPAL COUNCIL ACTIVITIES 
 

Provided the Corporation is satisfied there is no conflict of duty, an Employee may be 
granted leave without pay of three hours per week to attend to their duties as an 
elected Mayor or three hours per fortnight to attend to their duties as an elected 
Councilor of a municipal council. Applications for further leave without pay shall be 
determined by the Corporation at its discretion and subject to operational 
requirements. 

 
7.12 SPECIAL LEAVE 

 
In exceptional circumstances, and where all other leave entitlements have been 








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exhausted, if the Corporation is satisfied that leave should be granted to an 
Employee due to pressing necessity, the Corporation at its discretion, may grant 
special leave as it sees fit. 

 
7.13 UNPAID LEAVE 

 
In exceptional circumstances, and where all other leave entitlements have been 
exhausted, if the Corporation is satisfied that leave should be granted to an 
Employee due to pressing necessity, the Corporation at its discretion, may grant 
special leave as it sees fit. 

 
7.13.1 The Corporation may approve additional unpaid leave for any purpose 

approved by the Corporation and which is not otherwise dealt with in this 
Agreement. Unpaid leave will not break continuity of service, but the 
unpaid leave will not count as service for the purpose of paid leave 
accruals or other service related entitlements. 

 
7.13.2 Except where special circumstances apply and approval is given by 

Human Resources, leave without pay shall only be granted where all 
available leave with pay entitlements, other than personal/carer’s leave 
and compassionate leave, have been utilised. 

 
7.13.3 The Corporation shall not contribute the Employer contribution for 

superannuation while an Employee is on leave without pay and such 
leave shall not count as service for superannuation purposes, provided 
that the Employee may elect to contribute. 

 
7.14 LEAVE FOR BLOOD DONATION 

 
An Employee may take a maximum of three hours paid leave for the purpose of 
donating blood, on up to four occasions within a twelve month period, provided 
that the Employee provides at least one week’s notice to the Corporation. 

 
7.15 FAMILY VIOLENCE LEAVE 

  

General Principle 

(a) The Employer recognises that Employees sometimes face situations of 
violence or abuse in their personal life that may affect their attendance or 
performance at work. Therefore, the Employer is committed to providing 
support to staff that experience family violence. 

(b) Leave for family violence purposes is available to Employees who are 
experiencing family violence and also to allow them to be absent from the 
workplace to attend counselling appointments, legal proceedings and other 
activities related to, and as a consequence of, family violence. 

Definition of Family Violence 

Family violence includes physical, sexual, financial, verbal or emotional abuse by a 
family member as defined by the Family Violence Protection Act 2008 (Vic). 

Eligibility 

(a) Paid leave for family violence purposes is available to all permanent Employees  

(b) Casual Employees are entitled to access leave without pay for family violence 
purposes. 

General Measures 

(a) Evidence of family violence may be required and can be in the form an agreed 








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document issued by the Police Service, a Court, a registered health practitioner, 
a Family Violence Support Service, district nurse, maternal and health care 
nurse or Lawyer. A signed statutory declaration can also be offered as 
evidence. 

(b) All personal information concerning family violence will be kept confidential  in 
line with the Employer’s policies and relevant legislation. No information will be 
kept on an Employee’s personnel file without their express written permission. 

(c) No adverse action will be taken against an Employee if their attendance or 
performance at work suffers as a result of experiencing family violence. 

(d) The Employer will identify contact/s within the workplace who will be trained in 
family violence and associated privacy issues. The Employer will advertise the 
name of any Family Violence contacts within the workplace. 

(e) An Employee experiencing family violence may raise the issue with their 
immediate supervisor, Family Violence contacts, union delegate or nominated 
Human Resources contact. The immediate supervisor may seek advice from 
Human Resources if the Employee chooses not to see the Human Resources 
or Family Violence contact. 

(f) Where requested by an Employee, the People and Culture team contact will 
liaise with the Employee’s manager on the Employee’s behalf, and will make a 
recommendation on the most appropriate form of support. 

(g) The Employer will develop guidelines to supplement this clause and which 
details the appropriate action to be taken in the event that an Employee reports 
family violence. 

Leave 

(a) An Employee experiencing family violence will have access to 20 days per  year 
of paid special leave following an event of family violence and for related 
purposes such as medical appointments, legal proceedings and  other activities 
related to family violence (this leave is not cumulative but if the leave is 
exhausted consideration will be given to providing additional leave).  

(b) This leave will be in addition to existing leave entitlements and may be taken 
as consecutive or single days or as a fraction of a day and can be taken without 
prior approval. 

(c) An Employee who supports a person experiencing family violence may utilise 
their personal/carer’s leave entitlement to accompany them to court, to hospital, 
or to care for children. The Employer may require evidence consistent with this 
clause from an Employee seeking to utilise their personal/carer’s leave 
entitlement. 

Individual Support 

(a) In order to provide support to an Employee experiencing family violence and to 
provide  a  safe  work  environment  to  all  Employees,  the  Employer  will 
approve any reasonable request from an Employee experiencing family 
violence for: 

(i) temporary or ongoing changes to their span of hours or pattern or 
hours and/or shift patterns; 

(ii) temporary or ongoing job redesign or changes to duties; 

(iii) temporary or ongoing relocation to suitable employment; 

(iv) a change to their telephone number or email address to avoid 








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harassing contact; 

(v) any other appropriate measure including those available under 
existing provisions for family friendly and flexible work 
arrangements. 

(b) Any changes to an Employee’s role should be reviewed at agreed periods. 
When an Employee is no longer experiencing family violence, the terms and 
conditions of employment may revert back to the terms and conditions 
applicable to the Employee’s substantive position. 

(c) An Employee experiencing family violence will be offered access to the 
Employee Assistance Program (EAP) and/or other available local Employee 
support resources. The EAP shall include professionals trained specifically in 
family violence 

(d) An Employee that discloses that they are experiencing family violence will be 
given information regarding current support services 
 

Perpetrators of Family Violence 

Where an employee discloses that they are a perpetrator of family violence and are 
willing to seek help / rehabilitation, GMW will allow the following; 

 

(a) Leave options can be available for family violence perpetrators who need time 
off for medical and legal assistance, court appearances, counselling, relocation 
or to make other safety arrangements 
 
 

(b) GMW recognises that employees may have performance problems such as 
chronic absenteeism or trouble concentrating as a result of family violence and 
will make all reasonable efforts to consider the employee’s situation and provide 
reasonable support to attempt to resolve any performance or conduct problems 
 

(c) Access to the Employee Assistance Program, counselling or other external 
referral will be available  

 
7.16 CULTURAL AND CEREMONIAL LEAVE 

 

NAIDOC WEEK LEAVE 

(a) An Employee of Aboriginal or Torres Strait Islander descent is entitled to one 
day of paid leave per year to participate in National Aboriginal and Islander Day 
Observance Committee (NAIDOC) week activities and events. 

(b) NAIDOC week leave will not accrue from year to year and will not be paid out 
on termination of the employment of the Employee. 

 

LEAVE TO ATTEND ABORIGINAL COMMUNITY MEETINGS 

The Employer may approve attendance during working hours by an Employee of 
Aboriginal or Torres Strait Islander descent at any Aboriginal community meetings, 
except the Annual General Meetings of Aboriginal community organisations at which 
the election of office bearers will occur. 

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The Employer may grant an Employee of Aboriginal or Torres Strait Islander descent 
accrued annual or other leave to attend Annual General Meetings of Aboriginal 
community organisations at which the election of office bearers will occur. 

CEREMONIAL LEAVE 

(a) Ceremonial leave may be granted to an Employee of Aboriginal or Torres Strait 
Islander descent for ceremonial purposes: 

(i) connected with the death of a member of the immediate family or 
extended family (provided that no Employee shall have an existing 
entitlement reduced as a result of this clause); or 

(ii) for other ceremonial obligations under Aboriginal and Torres Strait 
Islander lore. 

(b) Where ceremonial leave is taken for the purposes outlined above, up to five 
days in each year of employment will be with pay. Paid ceremonial leave will 
not accrue from year to year and will not be paid out on termination of the 
employment of the Employee. 

(c) Ceremonial leave granted is in addition to compassionate leave 
granted under clause 7.2.8 

 
PART 8: TERMINATION OF EMPLOYMENT 

 
8.1 REQUIREMENT FOR NOTICE OF TERMINATION OR PAYMENT 

IN LIEU 
 

8.1.1 The Corporation shall not terminate an Employee’s employment 
unless the Corporation has given the Employee written notice of the 
day of the termination (which cannot be before the day the notice is 
given). 

 
8.1.2 The Corporation shall not terminate the Employee’s employment unless: 

 
(a) the time between giving the notice and the day of the termination 

is at least the period (the minimum period of notice) as provided in 
this clause; or 

 
(b) the Corporation has paid the Employee payment in lieu of notice of 

at least the amount the Corporation would have been liable to pay 
the Employee at the Full Rate of Pay for the hours they would have 
worked had the employment continued until the end of the 
minimum period of notice. This rate of pay includes any amount 
that would have been paid to the Employee in respect to the 
ordinary hours that they would have worked. 

 
8.1.3 Termination by the Corporation 

 
8.1.3.1 The Corporation shall give four weeks notice or payment in lieu 

of notice if it intends to terminate the service of an Employee. The 
period shall be increased by one week if the Employee is over 45 
years old and has completed at least two years of continuous 
service with the Corporation. 

 
8.1.3.2 Where the Corporation has given notice of termination to an 

Employee, an Employee shall be allowed up to one (1) day’s time 
off without loss of pay for the purpose of seeking other 
employment. The time off is to be taken at times that are 
convenient to the Employee after consultation with the 








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Corporation. 
 

8.1.3.3 Should a proposed termination of employment be for reasons of 
unsatisfactory performance, the Corporation shall provide an 
opportunity for the Employee to overcome the performance 
deficiencies. The Employee shall have the right to seek a review 
of any termination decision pursuant to the dispute settlement 
procedure of the Agreement. 

 
8.1.3.4 Nothing in this Agreement shall prevent the summary 

dismissal of an Employee for serious and wilful misconduct. 
 

8.1.3.5 Redundancies will be avoided wherever possible. Alternatives 
such as seeking voluntary redundancy and/or relocation and/or 
job change, will be considered as first options. If however the 
Corporation retrenches an Employee through redundancy, the 
redundancy payment policy of the Victorian Government will be 
followed. This policy does not form part of this agreement. 

 
8.1.4 Termination by the Employee 

 
8.1.4.1 An Employee, other than a casual, shall give four weeks notice of 

the Employee’s intention to terminate employment. Subject to 
operational requirements the Corporation may allow the Employee 
to cease work during all or part of the four week termination period 
with final pay being to the final day of the four week notice period. 
In all respects the administration of employment terminations shall 
accord with the Act. 

 
8.2 ABANDONMENT OF EMPLOYMENT 

 
8.2.1 The absence of an Employee from work for a continuous period 

exceeding five (5) working days, without the consent of the Corporation 
and without notification to the Corporation, shall be prima facie evidence 
that the Employee has abandoned his/her employment. 

 
8.2.2 The Employee will be given fourteen (14) calendar days from the 

Employee’s last attendance at work or the date of his/her last absence in 
respect of which notification has been given or consent has been 
granted to explain the absence. If the Employee has not established to 
the satisfaction of the Corporation that the absence was for reasonable 
cause, the Employee shall be deemed to have abandoned his/her 
employment. 

 
8.2.3 If an employee’s employment is terminated at the Corporation’s initiative, 

the Corporation will provide notice of termination or pay in lieu in 
accordance with clause 8.1.3. 
 

 

PART 9: UNSATISFACTORY BEHAVIOUR, PERFORMANCE & MISCONDUCT 
9.1 UNSATISFACTORY BEHAVIOUR OR WORK PERFORMANCE 

 
9.1.1 This procedure will be applied where the Corporation considers an 

Employee is not satisfactorily performing duties or for reasons of alleged 
misconduct. This includes inefficiency, neglect of duty, absenteeism, 
breach or neglect of occupational health and safety or environmental 
procedures, lack of punctuality and poor work performance. The 
principles of natural justice shall apply and a member of staff, appointed 
by the Corporation and agreed by the Employee, shall record details of 
the interview or interviews held to discuss the unsatisfactory behaviour 
or work performance. 

 








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9.1.2  The Employee is entitled to be accompanied by a workplace 
Representative of their choice. If the Employee is accompanied by a 
Representative, the Representative has the right to consult with the 
Employee and supervisor/manager but may not endeavour to control the 
interview or respond on behalf of the Employee. 

 
 

9.1.3 In the first instance, the Employee shall be warned and counselled by 
the immediate supervisor and the unsatisfactory performance or 
behaviour will be defined and its deficiencies explained to the Employee. 
Corrective action and a satisfactory level of performance and the time in 
which this should be achieved will be specified in writing to the 
Employee. Details of this interview shall be recorded and placed on the 
Employee’s file. 

 
9.1.4 In the second instance, if the Employee’s work performance or 

behaviour has not reached the defined satisfactory level by the time 
established under the sub clause 9.1.3, he/she will again be warned and 
counselled and details of the interview shall be recorded. Details shall 
be placed on the Employee’s file. The Employee shall be given the 
opportunity to comment on the warning and this statement will also be 
placed on the Employee’s file. 

 
9.1.5 A monitoring period not exceeding one (1) month shall be set for 

review of performance or unsatisfactory performance. 
 

9.1.6 It shall be clearly explained that the Employee’s continuing employment 
is under review and unless improvement is demonstrated within a 
specified period as set under sub clause 9.1.3, then termination of 
employment may result. 

 
9.1.7 If no improvement in performance or behaviour is demonstrated by the 

time set under sub clause 9.1.3, disciplinary action will be taken. This 
may include suspension without pay, reallocation of duties within the 
classification, withholding of any progression, removal from flexible 
hours, or termination of employment. 

 
9.2 MISCONDUCT 

 
9.2.1 Misconduct includes, but is not limited to malingering, neglect of duty, 

malicious damage of the Corporation’s or its customers' property, 
breach of the Corporation's Code of Conduct, serious breach of the 
Corporation’s Equal Employment Opportunity, Occupational Health 
and Safety and Environmental procedures, assault, theft, drunkenness, 
use of illegal drugs, serious verbal abuse, unauthorised consumption 
of alcohol during working hours, misuse of Corporation vehicles, being 
absent from the work area without permission or refusal to carry out 
lawful directions. It is a single deliberate act which may lead to 
summary dismissal. It will be the subject of immediate action by the 
Corporation, through either suspension or dismissal. 

 
9.2.2 The Corporation shall determine whether or not the conduct is 

sufficient to warrant dismissal once it has carried out an immediate 
investigation. During this investigation, the Employee shall be given the 
opportunity to explain the conduct. 

 
9.2.3 The Corporation will document all relevant details including the date, 

nature of offence and the Employee’s response to any warnings or 
charges of misconduct. 

 
9.2.4 The Corporation will provide details of any documentation relating to 








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charges or allegations of misconduct at the request of the Employee, 
whilst respecting privacy considerations. The Employee has the right to 
notify a duly authorised Representative of their choice. 

 
9.2.5 A thorough investigation will be held during which time the Employee 

may be suspended with pay and shall not continue working. The 
Employee or his or her Representative shall be advised of any rights 
they may have regarding summary dismissal. 
 

9.2.6 If a decision is made that summary dismissal is not warranted, 
alternative disciplinary action may be taken and a final warning may be 
issued. This may include suspension without pay, reallocation of duties 
within the classification, withholding of salary progression, removal from 
flexible hours or termination of employment with notice. 
 

9.2.7 Nothing in this Agreement shall prevent the summary dismissal of an 
Employee for serious and willful misconduct. 

  








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Schedule 1: PARENTAL LEAVE AND RELATED ENTITLEMENTS 
 

Subject to the terms of this Schedule, Employees are entitled to paid and unpaid 
Parental/partner and adoption leave and to work part-time in connection with the birth or 
adoption of a child. 

 
The provisions of this Schedule apply to full-time, part-time and eligible casual Employees, 
but do not apply to other casual Employees. 
 
Paid parental leave entitlements outlined in this clause are in addition to any payments 
which may be available under the Commonwealth Paid Parental Leave Scheme. 

 
1. DEFINITIONS 
 

1.1 For the purpose of this clause, child means a child of the Employee under school 
age except for adoption of an eligible child where ‘eligible child’ means a person 
under the age of 16 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. 

 
1.2 For the purposes of this clause, spouse/partner includes a same sex spouse, de 

facto spouse, former spouse or former de facto spouse. The Employee’s “de facto 
spouse” means a person who lives with the Employee as a partner on a bona fide 
domestic basis, although not legally married to the Employee. 

 
1.3 An eligible casual Employee means a casual Employee: 

 
1.3.1 employed by the Corporation on a regular and systematic basis for a 

sequence of periods of employment or on a regular and systematic basis 
for an ongoing period of employment during a period of at least 12 months; 
and 

 
1.3.2 who has, but for the pregnancy or the decision to adopt, a reasonable 

expectation of ongoing employment. 
 

1.4 For the purposes of this clause, continuous service is work for the Corporation on 
a regular and systematic basis (including any period of authorised leave or 
absence). 

 
2. BASIC ENTITLEMENT 
 

2.1 Employees who have, or will have, completed at least twelve months continuous 
service, are entitled to a combined total of 52 weeks paid and unpaid parental leave 
on a shared basis in relation to the birth or adoption of their child. 

 
2.2 The date at which the Employee must have completed 12 months continuous service 

is: 
 

2.2.1 if the leave is birth-related leave – the date of birth of the child, or the 
expected date of birth of the child; or 

 
2.2.2 if the leave is adoption-related leave – the day of placement, or the 

expected day of placement; or 
 

2.2.3 if the Employee is taking a period of unpaid parental leave that is to start 
within 12 months after the birth or placement of the child – the date on 
which the employee's period of leave is to start; or 

 
2.2.4 if the Employee is a member of an employee couple and the Employee 

is taking leave after the period of unpaid parental leave of the other 
member of the employee couple – the date on which the Employee's 
period of paid leave is to start. 








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2.3 An Employee who does not satisfy the qualifying service requirement for the paid 
components of leave, or an Employee who is an eligible casual Employee, shall 
be entitled to leave without pay for a period not exceeding 52 weeks. 

 
2.4 Leave available is summarised in the following table: 

 
Type of leave Paid leave Unpaid leave Total combined paid 

and unpaid leave 
Parental leave 14 weeks 38 weeks if 

primary care 
giver 

52 weeks 

Partner 2 weeks 50 weeks if 
primary care 

giver 

52 weeks 

Adoption leave – 
primary care giver 

4 weeks 48 weeks 52 weeks 

Adoption leave – 
secondary care giver 

2 weeks 2 weeks 4 weeks 

 
 

3. EMPLOYEE COUPLE 
 

3.1 This section applies to an employee couple if each intend to take unpaid 
parental leave. Except in limited circumstances outlined at clause 3.4 of 
Schedule 1, parental leave is to be available to only one member of the 
employee couple at a time in a single continuous period. 

 
3.2 If the leave is birth-related leave: 

 
3.2.1 One employee's leave must start first, in accordance with the following 

rules: 
 

(a) if the member of the employee couple whose period of 
leave starts first is a female employee who is pregnant 
with, or gives birth to, the child – the period of leave may 
start up to 6 weeks before the expected date of birth, or 
earlier if the Corporation and Employee agree; or 

 
(b) if the above does not apply, the period of leave must 

start on the date of birth of the child. 
 

3.2.2 The other employee's period of leave must start immediately 
after the end of the first employee's period of leave (or that 
period as extended pursuant to clause 8 of Schedule 1). 

 
3.3 If the leave is adoption-related leave: 

 
3.3.1 One employee's period of leave must start on the day of 

placement of the child; and 
 

3.3.2 The other employee's period of leave must start immediately 
after the end of the first employee's period of leave (or that 
period as extended pursuant to clause 8 of Schedule 1. 

 
3.4 Concurrent leave 

 
3.4.1 An employee couple has the following entitlement to 

concurrent leave, in the following circumstances: 
 

(a) the concurrent leave must not be longer than 8 weeks in total; 
 








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(b) the concurrent leave may be taken in separate 
periods, and unless the Corporation agrees, each 
period must not be shorter than 2 weeks; and 

 
(c) unless the Corporation agrees, the concurrent leave must not start 

before: 
 

(i) if the leave is birth-related leave – the date of birth of the child; 
or 

(ii) if the leave is adoption-related leave – the day of 
placement of the child. 

 
3.4.2 In the case of Parental/partner leave, an Employee shall be entitled to a 

total of 5 days paid leave during the concurrent leave period. 
 

3.4.3 In the case of short adoption leave for the secondary care giver, the 
Employee shall be entitled to a total of 5 days paid leave during the 
concurrent leave period. 

 
4. PARENTAL LEAVE 

 
4.1 An Employee must provide written notice to the Corporation ten weeks’ before 

starting the leave, or if that is not practicable, as soon as practicable. The notice 
must specify the intended start and end dates of the leave. The Corporation may 
require an Employee who has given notice of taking Parental leave to provide 
evidence of the expected date of birth that would satisfy a reasonable person, or a 
certificate from a Registered Medical Practitioner stating that the Employee is 
pregnant. 

 
4.2 At least 4 weeks before the intended start date specified in the notice given 

under 4.1 of Schedule 1, the Employee must: 
 

4.2.1 confirm the intended start and end dates of the leave; or 
 

4.2.2 advise the Corporation of any changes to the intended start and end 
dates of the leave, 

 
unless it is not practicable to do so. 

 
4.3 An Employee will not be in breach of this clause if failure to give the stipulated 

notice is occasioned by the birth of the child occurring earlier than the 
presumed date. 

 
4.4 Subject to the provisions of clause 2.1 of Schedule 1 and unless agreed otherwise 

between the Corporation and Employee, an Employee may commence parental 
leave at any time within six weeks immediately prior to the expected date of birth. 

 
4.5 Where an Employee continues to work within the six week period immediately 

prior to the expected date of birth of the child, the Corporation may require the 
Employee to provide a medical certificate from a Registered Medical Practitioner 
stating whether: 

 
4.5.1 she is fit for work in her present position; or 

 
4.5.2 if she is fit for work in her present condition, whether it is advisable for the 

Corporation to continue in her present position during the stated period 
because of illness, risks arising out of pregnancy or hazards connected 
with the position. 

 
 
 
 








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4.6 Subject to clause 10 of Schedule 1, the Corporation may require the 

Employee to start Parental leave as soon as practicable if the Employee: 
 

4.6.1 does not give the Corporation the requested medical certificate within 7 
days after the request; or 

 
4.6.2 within 7 days after the request for the certificate, gives the Corporation 

the medical certificate stating that: 
 

(a) the Employee is not fit to work; or 
 

(b) the Employee is fit for work, but that it is inadvisable for the 
Employee to continue in her present position for the stated period 
for the reasons referred to in clause 4.5.2 of Schedule 1. 

 
4.7 Where leave is granted under sub-clause 4.1 of Schedule 1 above, the period of 

leave must not end later than the earlier of the following: 
 

4.7.1 if the Employee has given the Corporation notice of the taking of a 
period of leave connected with the arrival of the child (whether it is 
unpaid parental leave or some other kind of leave) – the start date of that 
leave. 

 
4.8 Personal Illness Leave and Special Parental Leave 

 
4.8.1 Personal Illness Leave 

 
(a) Where an Employee not then on Parental leave is suffering from 

an illness the Employee may take any paid personal illness leave 
to which they are entitled and/or unpaid personal illness leave in 
accordance with the relevant personal leave provisions at sub- 
clause 7.2 of the Agreement. 

 
(b) If the illness is related to the Employee’s pregnancy and the 

Employee is not fit for work, the employee will also be entitled to 
unpaid special Parental leave in accordance with the NES, as set 
out at clause 4.8.2 of Schedule 1 below. 

 
4.8.2 Special Parental Leave 

 
(a) Where pregnancy ends other than by the birth of a living child or 

the child dies, the Employee must give the Corporation notice of 
the taking of special Parental leave as soon as practicable (which 
may be a time after the leave has started) and advise the 
Corporation of the period or expected period of the leave. 

 
(b) Where the pregnancy ends during the first 28 weeks, the Employee 

is entitled to access any paid and/or unpaid personal leave or 
special Parental leave in accordance with the relevant provisions of 
this Agreement at sub- clauses 7.2 of the Agreement and 4.8.2 of 
Schedule 1, for the duration of the notified period. 

 
(c) Where the pregnancy ends after the completion of 28 weeks, the 

Employee is entitled to paid special Parental leave not exceeding 
the amount of paid Parental leave available under clause 2.4 of 
Schedule 1, and thereafter to unpaid special Parental leave, for 
the duration of the notified period. 

 
(d) The Corporation may require the Employee to give evidence that 

would satisfy a reasonable person that the leave is taken for the 
reasons specified above. 

 








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5. PARTNER LEAVE 

 
5.1 An Employee must provide written notice to the Corporation ten weeks’ before 

starting the leave, or if that is not practicable, as soon as practicable. The notice 
must specify the intended start and end dates of the leave. 

 
5.2 The Corporation may require an Employee who has given notice of taking 

Parental/partner leave to provide evidence of the expected date of birth that would 
satisfy a reasonable person. 

 
5.3 At least 4 weeks before the intended start date specified in the notice given under 

clause 5.1 of Schedule 1, the Employee must: 
 

5.3.1 confirm the intended start and end dates of the leave; or 
5.3.2 advise the Corporation of any changes to the intended start and end 

dates of the leave, 
 

unless it is not practicable to do so. 
 

5.4 The Employee will not be in breach of sub-clause 5.2 of Schedule 1 above 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. 

 
5.5 If the Employee, granted leave under sub-clause 2.4 of Schedule 1, is required 

to care for the child or the child’s primary carer for more than the two (2) weeks 
paid parental leave, the Employee may apply for an additional one (1) week’s 
continual Parental leave which, if granted, will be deducted from the Employee’s 
personal leave entitlement. 

 
6. ADOPTION LEAVE 

 
6.1 The Employee shall be required to provide the Corporation with written notice of 

their intention to apply for adoption leave as soon as is reasonably practicable 
after receiving a placement approval notice from an adoption agency or other 
appropriate body. 

 
6.2 The Employee must give written notice of the day when the placement with the 

Employee is expected to start as soon as possible after receiving a placement 
notice indicating the expected placement day. 

 
6.3 The Employee must give the following written notice of the first and last days of any 

period of adoption leave they intend to apply for because of the placement: 
 

6.3.1 Where a placement notice is received within the period of 8 weeks after 
receiving the placement approval notice – before the end of that 8 week 
period; or 

 
6.3.2 Where a placement notice is received after the end of the period of 8 

weeks after receiving the placement approval notice – as soon as 
reasonably practicable after receiving the placement notice. 

 
6.4 As a general rule, the Employee must make application for leave to the Corporation 

at least ten weeks in advance of the date of commencement of long adoption leave 
and the period of leave to be taken, or 14 days in advance for short adoption leave. 
The 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. 

 
6.5 Before commencing adoption leave, the Employee will provide the Corporation with 

a statement from an adoption agency of the day when the placement is expected to 
start and a statutory declaration stating: 








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6.5.1 that the child is an eligible child, whether the Employee is taking short or 
long adoption leave or both and the particulars of any other authorised 
leave to be taken because of the placement; 

 
6.5.2 that the Employee is seeking adoption leave to become the primary 

care-giver of the child (except in relation to leave taken simultaneously 
with the child’s other adoptive parent under the relevant provisions of 
this clause); 

 
6.5.3 particulars of any period of adoption leave sought or taken by the 

Employee’s spouse; and 
 

6.5.4 that for the period of adoption leave the Employee will not engage in 
any conduct inconsistent with their contract of employment. 

 
6.6 The Employee must provide the Corporation with confirmation from the adoption 

agency of the start of the placement. 
 

6.7 Where the placement of child for adoption with the Employee does not proceed or 
continue, the Employee will notify the Corporation immediately and the Corporation 
will nominate a time not exceeding four weeks from receipt of notification for the 
Employee’s return to work. 

 
6.8 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. 

 
6.9 An Employee seeking to adopt a child is, on the production of satisfactory 

evidence if required, 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 Corporation 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 Corporation may require the Employee to take such leave instead. 

 
7. RIGHT TO REQUEST 

 
7.1 An Employee is entitled to request to return to work under a flexible working 

arrangement. The request must be made pursuant to clause 5.1 of the 
Agreement. 

 
8. VARIATION OF PERIOD OF PARENTAL LEAVE 

 
8.1 Where an Employee did not give notice of taking the whole of their available 

parental leave period under clause 2.1 of Schedule 1, the Employee may, by 
giving four weeks’ written notice to the Corporation, extend their period of parental 
leave, provided any such leave does not extend beyond the Employee’s available 
leave period. 

 
8.2 An Employee may request an extension of unpaid leave for a further period of 

up to 12 months immediately following the end of the available parental leave 
period. 

 
8.2.1 The request must be in writing and must be given to the Corporation 

at least 4 weeks before the end of the available leave period. 
 

8.2.2 The Corporation must, as soon as practicable, give the Employee 
a written response to the request stating whether or not it is 
granted. 

 
8.2.3 The Corporation may only refuse the request on reasonable business 

grounds. 








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8.3 An Employee on unpaid parental leave may reduce the period of leave if the 

Corporation agrees. 
 

8.4 Employee couples 
 

8.4.1 If a member of an employee couple wishes to extend a period of unpaid 
parental leave in relation to a child under this clause: 

 
(a) The request must specify any amount of unpaid parental leave that 

the other member of the employee couple has taken, or will have 
taken, in relation to the child before the extension starts; 

 
(b) The period of extension cannot exceed 12 months, less any period 

of unpaid parental leave that the other member of the employee 
couple has taken, or will have taken, in relation to the child before 
the extension starts; 

 
(c) The amount of unpaid parental leave to which the other 

member of the employee couple is entitled is reduced by the 
period of the extension. 

 
 

9. PARENTAL LEAVE AND OTHER ENTITLEMENTS 
 

9.1 An Employee may in lieu of or in conjunction with parental leave, access any annual 
leave or long service leave entitlements which they have accrued subject to the total 
amount of leave not exceeding 52 weeks or a longer period as agreed by the 
Corporation. 

 
9.2 Where a public holiday occurs during a period of paid parental leave, the public 

holiday is not to be regarded as part of the paid parental leave and the Corporation 
will grant the Employee a day off in lieu, to be taken by the Employee immediately 
following the period of paid parental leave. 

 
10. TRANSFER TO A SAFE JOB 

 
10.1 Where an Employee is pregnant and provides evidence that would satisfy a 

reasonable person that she is fit for work but it is inadvisable for her to continue in 
her present position during a stated period because of illness or risks arising out of 
the pregnancy or hazards connected with the work assigned to the Employee, and 
there is an available safe job, the Corporation will transfer the Employee to a safe 
job with no other change to the Employee’s terms and conditions of employment 
until the commencement of Parental leave. 

 
10.2 The Corporation may require the evidence referred to above to be a medical 

certificate. 
 

10.3 If no safe job is available, the Employee may take paid no safe job leave at the 
Employee’s Ordinary Rate of Pay, or the Corporation may require the Employee to 
take paid no safe job leave immediately for a period which ends at the earliest of 
either: 

 
10.3.1 the end of the pregnancy; or 

 
10.3.2 if the Employee has given the Corporation notice of the taking of a period 

of leave connected with the birth of the child (whether it is unpaid leave or 
some other kind of leave) – the start date of that leave. 

 
10.4 The entitlement to no safe job leave is in addition to any other leave 

entitlement the Employee has. 
 
 








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10.5 If the Employee is on no safe job leave during the 6 week period before the 
expected date of birth of the child, the Corporation may ask the Employee to 
provide a medical certificate stating whether the Employee is fit for work. 

 
10.6 The Corporation may require the Employee to start Parental leave as soon as 

practicable if: 
 

10.6.1 the Employee does not provide the requested medical certificate within 7 
days after the request; or 

 
10.6.2 the Employee provides a medical certificate stating the Employee is not fit 

for work within 7 days after the request. 
 

11. KEEPING IN TOUCH DAYS AND RETURNING TO WORK 
AFTER A PERIOD OF PARENTAL LEAVE 

 
11.1 An Employee may perform up to ten days of paid work at the Employee’s 

Ordinary Rate of Pay for the Corporation as keeping in touch days whilst the 
Employee is taking parental leave if; 

 
11.1.1 The purpose of the work is to enable the Employee to keep in touch 

with their employment in order to facilitate a return to that 
employment; 

 
11.1.2 Both the Employee and the Corporation consent to the Employee 

performing work for the Corporation on that day; and 
 

11.1.3 The keeping in touch day is not within: 
(a) if the Employee suggested the keeping in touch day, 14 days after 

the date of birth, or day of placement, of the child to which the 
period of leave relates; or 

 
(b) otherwise, 42 days after the date of birth, or day of placement, of the 

child. 
 

11.2 A keeping in touch day does not break the continuity or extend the period of 
parental leave. 

 
11.3 The 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. 
 

11.4 Subject to sub-clause 11.3 of Schedule 1, the 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 sub-clause above, the 
Employee will be entitled to return to the position they held immediately before 
such transfer. 

 
11.5 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 nearest in status and pay to that of their former 
position (pre-parental leave position). 

 
12. REPLACEMENT EMPLOYEES 

 
12.1 A replacement Employee is an Employee specifically engaged or temporarily 

promoted or transferred, as a result of an Employee proceeding on parental 
leave. 

 
12.2 Before a Corporation engages a replacement Employee the Corporation must 

inform that person of the temporary nature of the employment and of the rights of 
the Employee who is being replaced. 

 








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13. CONSULTATION AND COMMUNICATION DURING PARENTAL LEAVE 

 
13.1 Where an Employee is on parental leave and the Corporation makes a decision 

that will have a significant effect on the status, pay or location of the Employee’s 
pre-parental leave position, the Corporation shall take reasonable steps to: 

 
13.1.1 give the Employee information about the effect the change will have 

on the pre- parental leave position; and 
 

13.1.2 provide an opportunity for the Employee to discuss the effect the change 
will have on the pre-parental leave position. 

 
13.2 The Employee shall take reasonable steps to inform the Corporation about any 

significant matter that will affect the Employee’s decision regarding the duration of 
parental leave to be taken, whether the Employee intends to return to work and 
whether the Employee intends to request to return to work on a part-time basis. 

 
13.3 The Employee shall also notify the Corporation of changes of address or 

other contact details which might affect the Corporation’s capacity to comply 
with sub-clause 13.1. 

 
14. PRE- NATAL LEAVE 

 
14.1 An Employee shall be entitled to fifteen (15) hours paid leave per pregnancy to 

enable the Employee to attend medical appointments associated with the 
pregnancy. 

 
14.2 The Employee concerned shall be required to provide a satisfactory medical 

certificate from a medical practitioner to confirm the pregnancy and with regard to 
any absence under sub- clause 14.1. 
 

  








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APPENDIX: 
 

WATER SERVICES EMPLOYEES; DIVERSIONS INSPECTORS; CONSTRUCTION 
AND MAINTENANCE EMPLOYEES; DRAINAGE OFFICERS; WATER SERVICES 
EMPLOYEES; OPERATIONS AND TECHNICAL SERVICES EMPLOYEES (ALL AS 
IDENTIFIED); BUSINESS/ADMINISTRATIVE AND PROFESSIONAL STAFF – 
ALLOWANCE PROVISIONS; DAMS EMPLOYEES 

 
BAND A, B AND C WATER SERVICES – AREA BASED 

EMPLOYEES BAND A, B AND C DIVERSIONS INSPECTORS 

BAND B CONSTRUCTION AND MAINTENANCE EMPLOYEES 
 

BAND B DRAINAGE OFFICERS 

BAND A, B, C & D WATER SERVICES – BASE BAND LEVEL 

SALARY BAND A, B, C & D IDENTIFIED OPERATIONS AND TECHNICAL 

SERVICES 
EMPLOYEES 

 
BAND A, B, C & D ELECTRICAL/AUTOMATION EMPLOYEES ALLOWANCE 

PROVISIONS 
 

BAND B, C, D, E, F BUSINESS/ADMINISTRATIVE AND 

PROFESSIONAL STAFF BAND A, B, C DAMS EMPLOYEES 

1. IDENTIFIED WATER SERVICES EMPLOYEES- EMPLOYEES WITH 
ALLOWANCE AND EMPLOYEES WITH BASE SALARY PROVISIONS 

 
1.1 Remuneration arrangements for Employees with Allowances and Employees on 

Base level salary are covered by the provisions of clause 1 of this Appendix. 
Employees on Base level salary may apply for employment arrangements 
encompassing an Allowance, when such positions become vacant, including 
circumstances when there are vacant positions with an Allowance attached. 

 
1.2 Water Services Employees with an Allowance may elect to return to base salary 

positions and/or apply for nine or ten month employment arrangements of the 
Agreement. Such requests shall be provided in writing to the Employee’s Line 
Manager by 10 May of each year for consideration and if agreed, for 
implementation at 1 July each year. 

 
1.3 The Corporation may, at its discretion, determine that some Water Services 

Employees are to remain under terms and conditions of the Base Band level 
salary provisions of the Agreement. 

 
1.4 If the Corporation is not satisfied with the work of an Employee working in a 

position with an Allowance as defined by this Appendix, it may return the 
Employee to Base Band level salary position and conditions under the provisions 
of this Appendix and the Agreement. 

 
1.5 Any Allowances cited in this Appendix are subject to indexation based on the 

percentage salary increases as defined in the main body of the Agreement. 
 

1.6 Where Employees engaged in Gravity Irrigation Work are to be offered a 
position with an Allowance, they will be required to accept the required 
expectations prior to formal arrangements for an Allowance being implemented. 

 
1.7 Hours of Work and Rosters- Water Services Employees 

 








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1.7.1 For Employees on Base Band level salaries, the ordinary hours of work 
shall be 304 hours per 56 days between 6.30 am and 6.30 pm and shall 
be worked flexibly, 
with the ordinary hours being at least 6 and no more than 12 each 
day to be worked continuously. At least 18 days off shall be 
rostered each cycle. The ordinary days rostered on shall not 
exceed 8 consecutive days. A maximum of 5 consecutive 12 hour 
shifts in a 9 day period applies.   
 

 
1.7.2 Employees in receipt of an Allowance as defined below will work a 

Roster incorporating 40 days rostered on for duty and 16 days rostered 
off duty over a 56 day period. The ordinary days rostered on shall not 
exceed eight consecutive days. 

 
1.7.3 Hours of work arrangements, including the Roster of ordinary hours, 

commencing times, meal break times, the number of hours to be worked 
each day, the Roster of days and the number of days to be worked each 
eight week cycle shall be established and varied by each operational 
manager following consultation with the staff affected in accordance with 
the consultation clause of the Agreement. The proposed Rosters to 
operate for the Roster period will be drafted to provide an indication of the 
days to be worked by 1 August each year. 

 
1.7.4 The Roster for water distribution duties will be based on six days 

rostered on and two days rostered off with variations of such Roster 
design. 

 
(a) Rosters may be managed flexibly to meet the need to deliver 

water to customers. 
 

(b) Days worked in the Roster will be reconciled and may be taken 
during the Roster period or outside of the Roster Period. 

 
(c) Managers may change the Roster with three weeks notice if 

agreement cannot be reached following consultation with the 
affected Employees and their Representatives if requested. 

 
1.7.5 Water Services Employees, other than those specifically employed on 9 

or 10 month arrangements, may apply by 10 May of each year to the 
Corporation to be employed under the 9, 10 or 12 month arrangement. 
Any approved changes to arrangements will take effect from 1 July in 
that year. 

 
1.7.6 Water Services Operations Employees in receipt of a 9 month or 12 

month Allowance and who do not work a five days on, two days off 
Roster, shall receive a day in lieu of public holidays worked, and/or 
rostered off, during the Roster period. Such day/s in lieu shall be taken at 
an agreed time. It is expected that this agreed time shall generally be 
outside Roster period. 

 
1.8 Water Service Employees Work Arrangements 

 
1.8.1 The following clauses provide a summary of expectations in relation to working 

arrangements for Water Services Employees employed on a salary with an 
Allowance. For these purposes, Water Distribution Employees include both 
Band A and B Field Operators. 

 
 
 
 
 








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1.8.2 Employees are expected to undertake all duties associated with the delivery of 
water and water related services within their area of operation and include the 
delivery of water and water related services to achieve the agreed standards 
and meet customer demands; liaise with customers; meter reading; operation 
of regulators and other structures; and participating in the capital works and 
maintenance programs (provided this does not impact on the safety of the 
Employee). 

 
1.8.3 Payment for all penalties, overtime, general standby and recall to duty 

undertaken by a Field Operator during the period 15 August to 15 May has 
been built into the salary for Employees on a salary with an Allowance (apart 
from Immediate Standby and Extraordinary Events). 

1.8.4 Spread of hours and work time flexibility refers to the need to undertake duties 
over an extended period throughout the day when the work is required to be 
completed. This allows Employees to take breaks throughout the day to cater 
for work requirements later in the day, thus ensuring availability when the work 
is required to be undertaken. 

 
1.8.5 Employees with an Allowance attached to their salary and who undertake 

water distribution duties would work ordinary hours between the times of 
6.30 am and 6.30 pm. These hours shall be worked flexibly, within the above 
times to ensure that water and water related services are provided at the 
optimal time with regard to safety, efficiency, and ensuring customer service 
and asset integrity are maintained. Employees are expected to work any 
overtime required to ensure all duties are completed and in addition when on 
General Standby, Employees are expected to undertake all after-hours work 
requirements as may be necessary. 

 
1.8.6 Weekday Expectations 

 
(a) Eight hours of ordinary time will generally be worked each weekday at 

times that the work requires. However, there is flexibility to work less 
than eight hours on a weekday to offset high workload levels on other 
days. 

 
1.8.7 Weekends/Public holidays Expectations 

 
(a) Employees will undertake work as required on weekends and public 

holidays. Employees would generally commence duties between 6.30 
am and 7.30 am until all duties are completed. Employees would also 
be expected to be available for, and undertake any work as required 
during the remainder of the day in the area of operation, until such time 
as the Employee on standby takes over responsibility. 

 
1.8.8 All Employees will inform the relevant person of their whereabouts and 

contact arrangements when ceasing duties or leaving the workplace during 
normal hours of operations. If rostered on for standby, the Employee will 
ensure the relevant person of his/her contact details to ensure immediate 
contact can be made if required. 

 
1.8.9 Water Distribution Employees are on standby 50% of the time they are 

rostered on, which will usually be the first three days of the roster period.  
Employees should not be on standby on the last night of their roster period 
unless this is an agreed arrangement between Employees.  All Employees on 
General Standby are expected to be immediately contactable and available for 
recall to duty within 60 minutes at all times.  This contact will be by phone 
wherever possible. An Employee does not have to be on standby to be 
recalled to duty if their services are required, but if not on standby will have the 
right of refusal if unavailable to respond. 

 








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1.8.10 There is some flexibility to undertake work on weekends and Public Holidays, 
generally all duties as detailed on planning sheets and associated changes 
advised by customers during normal operating hours, or response to 
operational or maintenance requirements that occur during system monitoring 
or as advised by customers or other Employees are required to be 
undertaken. Tasks such as non- urgent meter readings or non-urgent 
maintenance could be deferred until weekdays. 

 
1.8.11 The Allowances provided with the base salary are based on the period 15 

August to 15 May. Therefore, the conditions that apply during the winter 
maintenance period (16 May to 14 August) will in general be consistent with 
those worked by base salary Employees during this period, with the 
exception that no ADO’s will apply. 

 
(a) Eight hour days apply, with start and finish times and 

breaks consistent with base salary Employees. 
 

(b) Normal place of work during the winter period is the 
nearest depot to the Employee’s residence. Employees 
should commence and finish work from the depot at the 
time agreed between Management and Employees in 
the work group. Employees may be required to travel in 
a Corporation vehicle directly to a worksite. In this case, 
the commencement/finish time is at the worksite. 

 
(c) A minimum number of vehicles will be utilised to transport 

Employees to worksites during the winter period, provided 
that private vehicle access is not restricted after-hours. 
These Employees will continue to have commuting use 
during the winter period. 

 
1.8.12 There will be a minimal opportunity to take annual and/or 

Long Service Leave during the water delivery roster 
period. Opportunities are determined by the resources 
available within the unit. 

 
(a) Days-in-lieu of public holidays or rostered days 

accrued during the roster period will be taken before 
annual leave and by 15 August each year. 

 
1.9 Water Services Employees Allowance Arrangements 

 
The following Allowances (which include all entitlements to excess time 
loading, out of hours general Standby, weekend or public holiday loading, 
excess time including attendance at meetings or functions outside usual 
hours of duties) are payable to Water Services Employees in positions 
attracting an Allowance. The allowance for Water Services Supervisors 
includes an immediate Standby payment for 10 weeks. 
 

Water 
Distribution 

Base Salary 
9 months 

Employees 
(No Allowance) 

9 month 
Agreement 
Allowance 

Base Salary 10 
months Employees 

(No Allowance) 

10 month 
Agreement 
Allowance 

Band A1 40,632.10 16,413.77 45,143.22  19,196.63 
Band A2 42,663.78 20,625.48 47,400.78  22,736.01 
Band A3 44,795.69 23,658.28  49,771.95  25,525.55 
Band A4 47,035.88 22,943.19 52,259.41  26,802.03 
Band B1 49,277.41 22,225.43 54,750.89  25,271.59 
Band B2 51,740.81 22,879.03 57,488.30  26,008.07 








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Band B3 54,329.85 23,186.46 57,688.79  26,446.48 
Band B4 57,045.88 24,345.31 63,381.49  27,767.08 

 
 

Water Distribution Base Salary 12 months 
Employees 
(No Allowance) 

12 month Agreement 
Period 

Band A1 54,174.80 17,774.46 
Band A2 56,884.15 19,517.42 
Band A3 59,728.49 21,348.60 
Band A4 62,714.51 22,415.22 
Band B1 65,703.21 22,715.96 
Band B2 68,988.63 23,219.87 
Band B3 72,438.47 23,546.01 
Band B4 76,060.72 24,724.90 

 
 Base Salary 

Employees 
(No 
Allowances) 

Diversions 
Inspectors 

Maintenance 
Planners and 
Drainage 
Officers 

Water Services 
Supervisors 
(includes 
Central System 
Supervisors) 

Tungamah 
Pipeline 
Operator 
Shepparton 
Allowance 

Band A1 54,174.80 8,495.60    
Band A2 56,884.15 9,559.55    
Band A3 59,728.49 10,730.43   13,961.06 
Band A4 62,714.51 11,059.25   14,383.43 
Band B1 65,703.21 18,855.79 9,179.95   
Band B2 68,988.63 19,072.32 9,638.42   
Band B3 72,438.47 19,125.79 10,120.94   
Band B4 76,060.72 19,874.29 10,624.85   
Band C1 79,677.63   20,426.32  
Band C2 83,663.45   20,378.20  
Band C3 87,848.43   20,133.61  
Band C4 92,239.24   20,932.90  

 
 

1.10 Extraordinary Event Provisions - Water Services Employees 
 

1.10.1 In the event of an Extraordinary Event additional 
compensation may be paid to applicable Water Services 
Employees covered by these provisions. 

 
1.10.2 Except for emergencies, work involving Extraordinary Events 

must be approved by the Line Manager prior to the event. 
 

1.10.3 Extraordinary Events are defined as: 
 

(a) When Water Services Operations Employees are 
required to work in excess of eight hours in the period 16 
May to 14 August undertaking maintenance related 
activities; 

 
(b) When Water Services Operations Employees are 

recalled to work whilst on standby, for an extended 
period, for the purpose of flood mitigation, fire control or 
other event that poses a public risk; 

 
(c) Operations of Loch Garry; 

 








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(d) When Diversions Employees are required to work out 
of hours by attendance at meetings of groundwater 
management committees, stream flow management 
plan committees and other special meetings (but not 
including attendance at Diversions Catchment Water 
Services Committee meetings). 

 
1.10.4 Water Services Operations and Diversions Employees who are 

required to work additional hours as determined by an 
Extraordinary Event under sub-clause 1.10.3 above, will receive 
payment for such additional hours worked at the ordinary hours 
(base salary) rate of pay specified in the salaries provisions of 
this Agreement at sub-clause 6.1. 

 
1.11 Specific Provisions for Diversions Inspectors 

 
1.11.1 The annualised salary for Diversions Inspectors comprises 

base salary for a five day week, an Allowance that includes 
payment for thirteen accrued days off, payment for 40 
minutes overtime each day (Monday to Friday inclusive) and 
general standby in accordance with clause 5 of the 
Agreement. 

1.11.2 Diversions Inspectors shall work a general Standby Roster 
for 12 months each year in which two Diversions Inspectors 
shall be on Standby each day. 

 
2. STANDBY PROVISION – DIVERSIONS INSPECTORS 

 
2.1.1 The provisions of this sub-clause are applicable to Diversions 

Inspectors only and apply to those Employees to the exclusion 
of sub-clauses 4.5 and 4.6 of the Agreement. 

 
(a) The general standby roster cycle will be ten weeks, so 

that each member in the roster will work standby for 5.2 
weeks each year, with each week comprising nine 
standby events. 

 
(b) If a Diversions Inspector works more than the agreed 

roster cycle on standby then they shall be paid for the 
additional work in the same manner as those 
Employees on a Base level Band salary. 

 
(c) If a Diversions Inspector whilst on standby is recalled to 

duty, the return to work location shall be the office of that 
Inspector. The Employee shall be paid for any additional 
work in accordance with clause 4.2 of the Agreement. 

 
3. CONSTRUCTION AND MAINTENANCE EMPLOYEES- INDIVIDUAL EMPLOYEES 

IN POSITIONS ATTRACTING AN ALLOWANCE 
 

3.1 The individual positions specified in this sub-clause have an Allowance in 
addition to the base level Band salary. The Allowance specified includes 
all entitlements to additional hours loading, out of hours General Standby, 
weekend or public holiday loading, additional hours for attendance at 
meetings or functions outside usual hours of duty. The Allowance amount 
shall be increased annually in accordance with the annual percentage 
salary increases as specified in the Agreement. 

 
3.2 The Corporation will maintain the salaries of the Construction 








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Supervisor and Workshop Supervisor only while the current incumbent 
occupies such and/or while such positions are required by the 
Corporation. 

 
 Base Salary 

Employees (No 
Allowance) 

Construction 
Supervisor Allowance 

Workshop 
Supervisor 
Allowance 

Band C1 79,677,63 19,880.98 10,281.33 
Band C2 83,663.45 20,874.09 10,794.59 
Band C3 87,848.43 21,907.31 11,333.25 
Band C4 92,239.24 23,006.02 11,899.98 

 
 

3.3 In the event of an Extraordinary Event as defined in clause 1.10.3 of this 
Appendix, additional compensation may be made to those Employees 
who are not entitled to payments for additional hours worked. 

 
3.4 Depending on organisational needs, Employees holding the 

positions described in this clause may have the option of limited 
private use of a motor vehicle. In that event the Employee shall be 
required to comply with the conditions of agreement as may be 
determined by the Corporation from time to time. 

 
3.5 Project Work and Living Away From Home 

3.5.1 Where the Corporation determines the need for a range of activities to 
occur at a variety of work sites, the following arrangements may be 
used to facilitate such arrangements depending on the type of activity: 

 
(a) Living away from home means Employees that are required to 

work for a defined project at a location greater than 100 
kilometres from the Employee’s home. 

 
(b) If the location of the defined project is less than 100 kilometres from 

the Employee’s home and the Employee requests to live away 
from home, the manager will have regard to the reasons offered 
by the Employee in considering the request. 

 
(c) An Employee who is required to live away from home will have 

access to the Personal Expenses provisions of the Agreement as 
provided in sub-clause 6.5. 

 
(d) An Employee who is required to live away from home for a defined 

project will be paid at the hourly rate of the next level (e.g. A1 to 
be paid at an A2 level) for the duration of the project. 

 
(e) An Employee whose normal duties do not include being in charge 

of a work team for the project but who is placed in charge of a work 
team, shall be entitled to the Higher Duties provisions of the 
Agreement as provided in sub- clause 6.. 

 
(f) An Employee who has been required to live away from home for 

a defined project and who returns to their normal duties following 
the end of the defined project shall no longer be entitled to the 
higher duties provisions of the Agreement. 

 
(g) An Employee who is required to live away from home for a defined 

project will be provided with suitable accommodation determined 
by the manager, giving regard to the type and duration of the work 
and availability, type and proximity of accommodation and dining 
premises to the work location. 

 








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(h) Before the commencement of any project, for which Employees will 
be required to live away from home for more than five consecutive 
working days, and as a substitute for clause 5 of the Agreement, 
the manager shall fully consult with the Employees involved about 
the payment of, or reimbursement of costs, associated with 
accommodation, meals and other associated project living costs. 

 
(i) An Employee who is required to live away from home for a 

defined project may choose to return home once during the week 
without affecting the payment of their allowance. 

 
(j) An Employee who chooses to return home under sub-clause 

3.5.1(a) above, shall not be entitled to access the Personal 
Expenses provisions of the Agreement at sub-clause 5 for that 
evening during which the Employee returns home and the following 
day. 

 
3.6 Nine Day Fortnights 

 
3.6.1 Nine day fortnights and other similar work arrangements for Employees 

engaged in construction and maintenance activities may be utilised by 
managers following consultation with the Employees affected. 

 
4. CENTRAL SYSTEM OPERATORS 

 
4.1 This clause is applicable to Central System Operators. 

 
4.2 Hours of Work 

 
 4.2.1 The Employees in receipt of an Allowance as defined below will be employed on 

an on-going basis for ten (10) months per year; 

4.2.2 The Employees will generally be required to work the nine (9) month Roster period; 

4.2.3 The Employees will work a four (4) days on, four (4) days off Roster, with two 12 
hour shifts (6.30am to 7.00pm and 6.30pm to 7.00am) to operate each day. The 
Employees will be expected to alternate between day shift and night shift Rosters 
on a regular basis; 

4.2.4 Employees will be entitled to be paid a 30 minute meal break after 10 hours 
worked, in addition to the unpaid 30 minute meal break. 

4.3 Leave  

 4.3.1 There will be a minimal opportunity to take annual and/or Long Service Leave 
during the Roster period. Opportunities will be determined by the resources 
available within the unit and notice in advance is required; 

 4.3.2 Employees will be expected to reasonably co-operate in covering short term 
absences of other team members during the normal roster period; 

 4.3.3 Employees will be entitled to sixteen (16) days Annual Leave (19 days x 10/12); 

 4.3.4 Employee’s entitlement to days in lieu of Public Holidays are to be taken following 
agreement with Management in each calendar year; 

 4.3.5 Long Service Leave will accrue on a pro-rata basis based on the amount of time 
worked per year. 

 
 
 
 








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4.4 Allowances - Central System Operators 
 

4.4.1 The following salary rates (which includes leave loading) 
are payable to Water Services 24/7 Call Centre Operations 
Support/Customer Service Officer Employees. 

 
4.4.2 The Allowance includes all entitlements to additional hours 

loading, Public Holiday, weekend and shift penalties and paid 
meal breaks which are incurred as part of the Roster period  

4.4.3 Employees may elect to have payment of their salary spread 
over either ten (10) months or the entire year. 

 
Any additional work performed outside the Roster period or additional 
work to cover short term absences during the Roster period will be paid 
on an as worked basis. 

 
Salary Table – Allowance 
 

Band B Base Salary 10 months’ 
Employees (No Allowance) 

Central System Operators 

Level 1 54,750.89 34,693.48 
Level 2 57,488.30 36,427.08 
Level 3 60,362.04 38,248.89 
Level 4 63,381.49 

 
40,158.94 

 
 

  
5. FACILITIES EMPLOYEES- ALLOWANCE ARRANGEMENTS 

 
5.1 This clause is applicable to the identified Facilities Employees, who may 

be remunerated in accordance with the provisions of this clause. 
 

5.2 The identified Facilities Employees provided with an Allowance as 
detailed, may elect to return to the base salary terms and conditions as 
detailed in sub-clause 6.1 of the Agreement. Such election shall be 
provided in writing to the Corporation by 10 May of each year for 
implementation on 1 July of that year. 

 
5.3 Allowances 

 
5.3.1 In addition to the Base Band level salaries provided in the 

salaries component of this Agreement, an Allowance is payable 
to Employees working in the positions detailed below. 
Allowances shall be indexed in accordance with the salary 
increase percentages provided in this Agreement. 

 
5.3.2 The Allowance rates for Facilities Employees includes all 

entitlements to additional hours loading; rostered days off 
loading and includes attendance at meetings outside usual 
hours of duty but does not include Extraordinary Events For 
Facilities as described in clause 5.3.3 below. 

 
5.3.3 Extraordinary Events For Facilities shall include project work 

identified from the capital and recurrent programs where 
extended hours of work are required during weekend. During 
the week, it may also include continuous or repeated activities 
requiring extended hours of work throughout the night to avoid 
major business disruption. 

 
5.4 Allowance Rates per annum in addition to Base Band level salaries 

attracted by the following positions: 
 








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Allowance Base Salary 
Employees (No 

Allowance) 

Facilities Officer 

Band A3 59,728.49  
Band A4 62,714.51  
Band B1 65,703.21 9,052.97 
Band B2 68,988.63 9,506.09 
Band B3 72,438.47 9,981.93 
Band B4 76,060.72 10,480.48 
Band C1 79,677.63 

 
10,977.71 

Band C2 83,663.45 11,527.07 
Band C3 87,848.43 12,104.49 
Band C4 92,239.24 12,708.64 

 
 

6. ELECTRICAL/ AUTOMATION EMPLOYEES ALLOWANCE PROVISIONS 
 

6.1 The Allowance rates include all entitlements to additional hours loading, 
roster days off time loading, out of hours standby,(which includes 
immediate standby during the period 15 August to 15 May and general 
standby for the period 16 May to 14 August) weekend or public holiday, 
additional hours, including attendance at meetings or functions outside 
usual hours of duty but does not include Extraordinary Events for 
Electrical / Automation Employees as described in sub clause 6.5.1 of 
this Appendix. 

 
6.2 Where required to meet the needs of the Corporation, an additional 

allowance of 5% of the Base Band level salary as provided in the main 
body of this Agreement may be paid to Band B Automation Employees 
who: 
6.2.1 obtain their Licensed Electrician (A Grade) or a Certificate in 

Advanced Electronics (Radio Systems); and 
 

6.2.2 are appropriately licensed and are competent to work on live 
240 volts systems or radio systems; and 

 
6.2.3 have spent a minimum of 3 years working in the automation field. 

 
6.3 Afternoon Shift Allowance 

 
6.3.1 An Afternoon Shift Allowance shall apply to all Automation 

staff from Band A to Band C who are required to be on 
afternoon shift Roster. 

 
6.3.2 For the purposes of this clause, the afternoon shift hours 

shall be 3.00pm to 11.30pm, including 30 minutes unpaid 
meal break. 

 
6.3.3 For the purpose of this clause the afternoon shift is only 

required during the period 15 August to 15 May, and will be 
paid in accordance with clause 8 of the main Agreement. 

 
6.4 Progression within Bands 

 
6.4.1 Entry point for Automation Employees with no trade qualification 

will be at A3 or A4 depending on the possession of technical 
skills relevant to the maintenance of the automated systems as 
assessed by the Manager Electrical and Mechanical Services. 

 
6.4.2 To encourage Employees to accept greater responsibilities at 

a higher Band, the salary level of Band D shall commence at 
the D2 level. 








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 Base Salary 
Employees (No 

Allowance) 

Electrical/Automation 
Employee Allowance 

Band A3 59,728.49 20,801.92 
Band A4 62,714.51 21,364.63 
Band B1 65,703.21 21,928.69 
Band B2 68,988.63 22,548.89 
Band B3 72,438.47 23,199.82 
Band B4 76,060.72 23,884.18 
Band C1 79,677.63 

 
24,565.86 

Band C2 83,663.45 25,317.04 
Band C3 87,848.43 26,106.99 
Band C4 92,239.24 26,935.70 
Band D1 96,632.73  
Band D2 101,463.31 15,311.06 
Band D3 106,537.14 16,075.61 
Band D4 111,862.26 16,878.92 

 
6.4.3 Where required to meet the needs of the Corporation and at 

the discretion of the Manager Engineering and Maintenance 
Services, Automation Employees at Band C4 may be entitled 
to an Allowance of $550 for demonstrated technical specialist 
skills in Rubicon systems products and Motorola products. 

 
6.5 Electrical/ Automation Employee Allowance 

 
6.5.1 Extraordinary Events for Electrical/Automation Employees 

shall include major faults or repair works, such as radio 
communication breakdown or failure of a major offtake, 
where extended and repeated hours of repair works are 
required during a weekend.  During the week, it may also 
include continuous or repeated 
activities requiring extended hours of repair work throughout 
the night to minimise major business disruption. 

 
7. BUSINESS/ADMINISTRATIVE AND PROFESSIONAL STAFF 

 
7.1 Introduction 

 
The Corporation shall remunerate Business/Administrative and 
Professional Employees in accordance with the terms and conditions 
specified in this Part. 

 
7.2 Salary Rates and Professional Services Salary Arrangements 

 
7.2.1 The below salary rates (which include leave loading) are 

payable to Business/Administrative and Professional 
Employees who are covered by this Appendix. 

 
7.2.2 Business/Administrative and Professional Employees shall 

be paid at the applicable base salary rate as provided in 
sub-clause 6.1 of Part 6 of this Agreement. 

 
 
 

7.2.3 A Professional Services Allowance shall be paid to a 
Business/Administrative Employee designated as a Professional 
Services Officer due to a stated requirement by the Corporation 
for the position holder to possess a degree or other qualification 








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acceptable to the Corporation. Professional Services Officers 
shall be paid the Allowance as specified below in addition to the 
base level Band salaries as prescribed in this Agreement. The 
Allowance rates will be adjusted each year by the salary 
increment percentages set out in this Agreement. 

 
(a) Professional Services Allowances 

 
Allowances Level 1 Level 2 Level 3 Level 4 
Band B 2,967.31 3,022.12 3,285.43 3,444.49 
Band C 9,645.10 10,126.28 10,627.52 9,193.31 
Band D 9,869.65 9,317.63 7,566.64 5,664.63 
Band E 9,133.17 9,547.52 7,630.80  

 
 

7.3 OHS Adviser Allowances 
 

7.3.1 The Allowance specified increases in accordance with 
the salary increases provisions of this Agreement. 

 
7.3.2 The Allowance includes all entitlements to additional time 

loading, out of hours general standby, weekend or public 
holiday loading and additional time including attendance at 
meetings or functions outside normal hours of duty. 

 
7.3.3 The Allowance rate for OHS Advisers other than the Return 

to Work Coordinator (who shall receive the base salary), is as 
follows: 

 
 

OHS Advisers Base Salary Employees 
(No Allowance) OHS Adviser Allowance 

Band C1 79,677.63 4,676.86 
Band C2 83,663.45 4,909.43 
Band C3 87,848.43 4,928.15 
Band C4 92,239.24 5,413.34 

 
 

7.4 Hours of Work 
 

7.4.1 The ordinary hours of work for Business and Professional Officers who 
are Band A – C shall comprise eight (8) hours rostered flexibly between 
7.30am and 7.00pm. For Business and Professional Officers who are 
Band D and above, ordinary hours shall be 7.6 hours rostered flexibly 
between 7.30am and 7.00pm. The ordinary hours shall be at least six (6) 
and not more than twelve (12) each day for Employees in the work unit 
concerned. The ordinary days rostered shall not exceed eight (8) 
consecutive days. 

 
7.4.2 Employees below Band D shall be entitled to one accrued day off (ADO) 

for every nineteen (19) days worked. The taking of this day will be 
rostered within the work unit. An Employee is not entitled to accrue more 
than two ADO’s at any one time, unless otherwise agreed by the 
Corporation. 

 
7.4.3 Subject to clauses 1.6 (MEA clause) and 1.7 (IFA clause) of this 

Agreement, Employees Band D and above, with Management’s prior 
approval, may choose between the following options in respect of 
hours of work; 








Page 70 of 114 
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(a) they are entitled to one accrued day off (ADO) for every nineteen 

(19) days worked to be taken in accordance with clause 7.4.2 of 
this Appendix. The ordinary hours of work shall comprise eight (8) 
hours rostered flexibly between 7.30am and 7.00pm; or 

 
(b) they perform 38 hours per week and take any additional time 

worked as time in lieu (TIL) or as overtime (subject to prior 
management approval). 

 
7.4.4 Hours of work arrangements, including the roster of ordinary hours, 

commencing times, meal break times, the number of hours to be worked 
each day, the roster of days, may be established and varied by local 
agreement. 

 
8. DAMS EMPLOYEES 

 
8.1 Introduction 

 
8.1.1 This clause applies to Dams Employees engaged at the storages or 

groups of storages which comprise the Dams Group. 
 

8.1.2 These terms and conditions in this clause 8 shall prevail to the 
extent of any inconsistency over the remainder of this Agreement. 

 
8.2 Hours of Work 

 
8.2.1 The ordinary hours of work for Dams Employees shall be eight hours per 

day. 
 

8.2.2 Dams Employees required to work in Standby Rosters for the 
performance of excess hours and for undertaking Extraordinary Events 
for Dams Employees will receive an Allowance as per clause 8.4 of the 
Appendix. 

 
8.3 Standby Provisions – Dams Employees 

 
8.3.1 The provisions of this sub-clause are applicable to Dams Employees 

only and apply to those Employees to the exclusion of sub-clauses 
4.5 and 4.6 of the agreement. 

 
8.3.2 Employees must be available to work in Standby Rosters established by 

the work unit and agreed to by the Manager. 
 

8.3.3 An annual Immediate Standby Allowance per nominated storage shall be 
paid for 10 minute Recall to those Employees in the Immediate Standby 
Roster. This annual Allowance will be equivalent to 11% of the Band level 
C3 of clause 6.1.1 of this Agreement and is in addition to the General rate 
of Standby that is included in the table shown at sub-clauses 8.6.4 and 
8.6.5 of the Appendix. The annual Immediate Standby Allowance will be 
shared equally by the number of persons on the Roster. 

 
8.3.4 Recall time will be determined by dam safety requirements and will be 

reviewed on a storage by storage basis as part of the periodic Dam Safety 
Emergency Plan and Flood Incident Management Plan. 

 
 
 

8.3.5 The Recall requirements at storages shall be as follows, unless 
otherwise determined: 

 
(a) 60 Minutes Recall (General Standby) Storages; 

 








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(b) Lake Buffalo (when gates raised clear of water), Tullaroop, 
Laanecoorie, Newlyn; 

 
(c) Hepburn’s Lagoon, Lake Nillahcootie, Waranga Basin, Lake 

William Hovell, Stuart Murray and Cattanach Canals, Mildura Weir, 
Mokoan and Lake Eppalock; 

 
8.3.6 When on Immediate Standby, the Employee will reside at locations such 

that they can return to the storages specified below within 10 minutes. 
 

(a) 10 Minute Recall (Immediate Standby) Storages: 
 

(b) Lake Eildon, Dartmouth Dam, Yarrawonga Weir, 
 

(c) Goulburn Weir, Cairn Curran, Torrumbarry Weir, 
 

(d) Lake Buffalo (when gates on sill). 
 

8.4 Allowance Rates 
 

8.4.1 The following Allowance schedules will increase in accordance with 
the annual increases specified in clause 6.3(a) of the main body of 
the Agreement. 

 
8.4.2 The Allowance rates include all entitlements to additional time loading, out 

of hours Standby as specified in sub-clauses 4.5.4 and 4.5.5 of the 
Agreement, weekend or public holiday loading, additional hours, including 
attendance at meetings or functions outside usual hours of duty. The rates 
are also deemed to include an Allowance for additional out of hours work 
associated with Extraordinary Events for Dams Employees at the storages 
as hereinafter described: 

 
 

Storage Event 
Dartmouth Dam All events except project work as defined in sub-
clause 

8.4.3(a) hereof, Authorised Weekend power 
station work as defined in sub-clause 8.4.3(b) 
hereof and Dartmouth Dam Allowance as 
defined in sub-clause 8.9 hereof. 

Cairn Curran All events except Authorised Weekend Power 
station 

work as defined in sub-clause 8.4.3(b) hereof 
power station duties and project work as 
defined in sub-clause 8.4.3(a) hereof. 

Goulburn Weir All events except for flood operations beyond 30 
days 

per year and project work as defined in 
sub-clause 8.4.3(a) hereof. 

Yarrawonga Weir All events except Authorised Weekend Power 
Station 

work as defined in sub-clause 8.4.3(b) hereof 
power station duties and project work as 
defined in sub-clause 8.4.3(a) hereof. 

 
 

At the following sites “Extraordinary Events” includes all events except 
project work: Lake Eildon; Torrumbarry Weir; Waranga Basin; Stuart 
Murray and Cattanach Canals; Tullaroop/ Laanecoorie; Lake Eppalock; 
Lake Nillacootie; Lake Buffalo; Lake Mokoan; Lake William Hovell; 
Mildura Weir. 








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8.4.3 The above may be varied in accordance with the following 

definitions and procedures: 
 

(a) “Project Work” shall include the following: 
 

(i) Projects/activities identified from the approved capital and 
recurrent programs at the beginning of each financial year, 
following full consultation with the Employees affected. 

 
(ii) Where hours are not long or not protracted, personnel/teams 

will be expected to take this into consideration when 
establishing rosters and works programs. 

 
(b) Allowance for Planned and Authorised Weekend Works Required 

for Power Stations 
 

(i) Staff other than the rostered Duty Officer (who will be paid for 
hours worked beyond three hours) who agree and are 
authorised in advance by a member of the Dams 
Management team to undertake planned work on power 
station operational assets on a weekend (with a weekend for 
these purposes being defined as between 5.00pm on Friday 
and 7.00am on Monday) for a minimum period of 4 hours on 
each day that work is required will receive a lump sum daily 
Allowance of $903.91 This Allowance will be paid to all 
approved staff involved (same rate for all stations). Hours 
worked cannot be taken as time in lieu. 

 
(ii) The rostered duty officer will receive the relevant 

Allowance payable to Employees on the applicable Two, 
Three, Four or Five Person Rosters as provided in sub-
clauses 8.6.4 and 8.6.5 hereof (that Allowance includes all 
overtime required to be worked and standby payments). If 
in addition, the rostered duty officer is required for planned 
approved work on power station operational assets for a 
minimum of 4 hours, the rostered duty officer will be paid 
the lump sum daily allowance of $903.91 for each day 
worked. 

 
(c) “Other Extraordinary Events” 

 
(i) Events which involve a minimum of one hour of work, which 

cannot have been reasonably foreseen, and for which 
changes to rosters or works programs cannot be readily 
accomplished. Such events shall be as determined by the 
Manager after consultation with the affected staff at the 
nearest appropriate time. 

 
 
 
 
 
 
 
 
 

8.5 13 ADO’s (Accrued Days Off) 
 

8.5.1 Dams Employees on base salary or Rosters listed in the attached table 
at sub- clause 8.6.4 hereof shall be entitled to an additional 13 Accrued 
Days Off (previously referred to as Non- Attendance Days), to be 
scheduled in each calendar month. Up to 2 days may be accrued in 56 








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days and if accrued, those 2 days shall be taken in the next working 
week unless prior approval to defer the days is received from the 
Manager. 

 
8.5.2 Dams Employees may elect at the commencement of this Agreement 

and thereafter in February each year to relinquish and be paid at the 
Dams base rate salary the Employee’s 13 ADO’s. The 13 ADO’s will 
begin to accrue at the commencement of this Agreement. 

 
8.5.3 The One, Two, Three, Four and Five Person Rosters relate to 

Employees working within these specific Rosters and who are entitled 
to the Allowances as described, in addition to the Base Band Salary. 

 
8.6 5 ADOs Option 

 
8.6.1 Dams Employees may elect at the commencement of this Agreement 

and thereafter in February of each year, to work and be paid the 5 
ADO’s option for April to May each year. The salary for this option will 
be adjusted in the first pay period of April each year. 
 

8.6.2 The Allowances provided for Dams staff on roster encompass 
compensation for additional hours; the requirement for Dams staff on 
roster at weekends and out of hours to make operational decisions in 
the absence of a Senior Reservoir Controller; and general Standby (60 
minute recall) as specified in sub-clause 5 of the Agreement. 
 

8.6.3 In addition to the Allowance specified in the Tables 8.6.4 and 8.6.5 
hereof, Immediate Standby (10 minute recall) shall be paid at the 
additional hour’s rate specified in sub-clause 4.6.3 of the Agreement  
calculated at base salary rates. 
 

8.6.4 Allowances Table: Dams Employees (13 Accrued Days Off [‘ADOs’]) 
 

13 ADOs 

Standard 
G-MW 
Base 
Salary 
Employees 
(No 
Allowance) 

Additional Non 
–Roster 
Allowance 
(Payable to 
Dams 
Employees Not 
On Roster) 

One Person 
Roster 
Allowance 

Two 
Person 
Roster 
Allowance 
Per Person 
on the 
Roster 

Three 
Person 
Roster 
Allowance 
Per Person 
on the 
Roster 

Four 
Person 
Roster 
Allowance 
Per person 
on the 
Roster 

Five 
Person 
Roster 
Allowance 
Per Person 
on the 
Roster 

Band A1 54,174.80 927.61  22,380.47 15,157.34 11,654.04 9,465.99 
Band A2 56,884.15 1,065.29  23,174.43 15,730.76 12,009.59 9,822.87 
Band A3 59,728.49 1,283.16  23,834.72 16,388.38 12,669.88 10,261.28 
Band A4 62,714.51 1,347.32  22,756.06 17,209.06 13,302.10 10,777.22 
Band B1 65,703.21 1,315.24 46,854.10 21,678.74 17,301.29 13,139.04 10,729.10 
Band B2 68,988.63 1,538.46 49,264.04 23,648.93 18,833.06 14,236.41 11,388.06 
Band B3 72,438.47 1,586.57 51,505.56 25,450.70 20,199.09 15,161.35 11,877.26 
Band B4 76,060.72 1,662.76 54,081.24 26,721.83 21,208.25 15,916.55 12,469.39 
Band C1 79,677.63 1,598.61 56,488.51 27,653.46 19,553.50 15,611.80 12,764.78 
Band C2 83,663.45 1,772.36 59,311.45 28,920.58 20,384.89 16,006.10 12,722.01 
Band C3 87,848.43 1,966.18 61,359.17 29,988.55 21,013.10 16,199.91 12,474.73 
Band C4 92,239.24 2,065.09 65,274.15 31,490.91 22,063.69 17,011.25 13,101.61 

 
. 

 
8.6.5 Allowances Table: Dams Employees (5 ADOs Option) 

 
 








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5 ADOs 
Option 

Standard 
G-MW 
Base 
Salary 
Employees 
(No 
Allowance) 

Additional Non 
–Roster 
Allowance 
(Payable to 
Dams 
Employees Not 
On Roster) 

One Person 
Roster 
Allowance 

Two 
Person 
Roster 
Allowance 
Per Person 
on the 
Roster 

Three 
Person 
Roster 
Allowance 
Per Person 
on the 
Roster 

Four 
Person 
Roster 
Allowance 
Per person 
on the 
Roster 

Five 
Person 
Roster 
Allowance 
Per Person 
on the 
Roster 

Band A1 54,174.80 2,527.56  23,979.08 16,758.62 13,252.65 11,067.27 
Band A2 56,884.15 2,665.23  24,774.37 17,333.37 13,609.53 11,420.13 
Band A3 59,728.49 2,884.44  24,527.09 18,890.53 14,987.60 12,454.68 
Band A4 62,714.51 3,031.47  25,433.32 17,989.65 14,269.82 11,861.22 
Band B1 65,703.21 3,257.36 48,796.22 23,616.85 19,240.74 15,085.17 12,675.23 
Band B2 68,988.63 3,477.90 51,203.48 25,592.38 20,771.17 16,174.51 13,331.51 
Band B3 72,438.47 3,534.04 53,447.68 27,394.16 22,142.55 17,107.48 13,822.05 
Band B4 76,060.72 3,710.48 56,118.25 28,762.86 23,246.60 17,960.25 14,513.09 
Band C1 79,677.63 3,952.40 58,620.42 30,005.92 21,907.31 17,962.92 15,119.91 
Band C2 83,663.45 4,126.17 61,041.05 31,273.05 22,737.35 18,359.90 15,073.13 
Band C3 87,848.43 4,321.31 63,553.91 32,342.34 23,364.23 18,551.04 14,828.54 
Band C4 92,239.24 4,539.19 66,173.69 33,962.34 24,535.11 19,482.66 15,575.70 

 
 
 

8.7 Salary Maintenance 
 

8.7.1 If a share of the duty roster at a storage is changed by 
the Corporation as a result of restructuring or from the 
need to increase the number of Employees at a storage 
the existing Employees at the storage will maintain their 
existing salary under salary maintenance conditions. 

 
8.7.2 An Employee who, as a result of a Corporation-initiated 

transfer, moves work location and by doing so their 
share of the duty roster reduces, shall be subject to 
salary maintenance provisions. This provision does not 
apply to Employees who choose to leave the roster. 

 
 

8.8 Additional Hours 
 

8.8.1 An Employee on a base-level Agreement salary who is 
required to work additional hours will receive payment of 
such additional hours (in excess of the Allowance 
specified in the tables at sub-clauses 8.6.4 and 8.6.5 
hereof) at the Employee's ordinary time per hour. 

 
8.8.2 Employees on an Allowance referred to in the tables at 

clauses 8.6.4 and 8.6.5 hereof who are required to work 
additional hours outside of roster will receive payment of 
such additional hours worked at the Employee’s 
ordinary time rate per hour. The Manager will consult 
with the Employees concerned on the threshold level of 
hours for rostered Employees to enable definition of 
work that is outside roster. 

 
8.9 Dartmouth Dam Allowance 

 
8.9.1 A Dartmouth Dam Allowance of $730.36 (increased 








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annually by the wage increase percentage stipulated in 
salaries clause 6.2(a) of the Agreement) shall be paid to 
an Employee whose normal place of work is Dartmouth 
Dam. This specific Allowance paid shall be in addition to 
the Allowance of each eligible Employee and is made in 
recognition of the lack of ready access to normal 
community facilities. 

 
8.10 Housing 

 
8.10.1 A Dams Employee who chooses to occupy a Corporation 

residence, where one is available, shall pay 6.5% of 
salary calculated on the base rate as defined in the 
salary rates at clauses 8.6.4 and 8.6.5 hereof and 
relevant to the Employee’s band level. 

 
8.10.2 At the Dartmouth, Yarrawonga, Torrumbarry, Buffalo, 

Eildon, Goulburn and Cairn Curran storages, the officer 
on duty must reside within a 5 km radius of the control 
room and be able to return to duty to that point within 10 
minutes under all conditions. 

 
8.11 Phone Rental 

 
8.11.1 Dams Employees shall not be entitled to reimbursement 

of their private phone rental unless their phone is 
required as the primary means of out of hours contact in 
situations where there is no mobile phone coverage. 

 
 
9. PRIVATE USE OF MOTOR VEHICLE AS PROVIDED IN THIS APPENDIX DAMS 

EMPLOYEES 
 

The following Employees in this Appendix shall have the option of limited private 
use of a motor vehicle, provided that the conditions of the applicable lease-
based Agreement between the Corporation and the Employee are met: 

 
a) OH&S Advisers as defined at sub-clause 7.3.3 of this Appendix, above; 

 
b) Water Services Employees on 9, 10 & 12 month agreements; 

 
c) Water Services Diversions Inspectors; 

 
d) Water Services Drainage Officers and Maintenance Planners; 

 
e) Facilities Officers; 

 
f) Electrical / Automation; 

 
g) Water System Control Centre Employees; 

 
h) Dam Safety and Surveillance Officer; 

 
i) Tungamah Pipeline Operator; 

 
j) Construction Supervisor; 

 
k) Workshop Supervisor; and 

 
l) Dams Employees 

 








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GOULBURN-MURRAY WATER BAND CLASSIFICATIONS  
 

BUSINESS SERVICES BAND A 
i Definition: 

Under direction, and using established procedures, perform a range of different activities associated with an office environment. 
ii Features: 

The tasks call for a knowledge and basic understanding of office practices and procedures, and related work equipment. Initially the work is 
performed under close supervision, which is reduced as the occupant gains an understanding of the work involved. As such experience, 
competence and familiarity with Corporate procedures is gained, increasingly complex administrative tasks are undertaken, involving exercise of 
judgement with prescribed guidelines and procedures, increasing the responsibility for accuracy/quality/timeliness of work completed. There is 
some scope for decision making and independent control of activities within the work flow of the area. Occupants require communication skills and 
an ability to work as a team member. 

iii Qualifications and Experience: 
Entrance to this Band is via a competency assessment test and interview assessment. No formal educational pre-requisites exist for entry to this 
Band. Experience would generally be obtained from educational studies and on-the-job training although it is expected that such employees would 
be familiar with some office equipment and work practices. 
 








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CLASSIFICATION: BUSINESS SERVICES - BAND A - BENCHMARK 
SCOPE OF WORK 
Under direction and using established procedures, undertake routine business services tasks to meet standards in terms of accuracy, quality and timeliness of output 
KEY TASK AREAS 
 Provide routine business services and related information to customers/clients 
 Prepare standard reports 
 Maintain manual and electronic record systems 
 Operate computer systems and other automated equipment 
 Undertake ongoing skills training to perform a range of business services tasks 
 Exchange information in a team environment 

INCUMBENT ATTRIBUTES 
 Completion of Year 11 secondary education combined with appropriate experience in work related to the key task areas would normally be required 
 Some progress towards appropriate certificate or other vocational studies would be desirable 
 Ability to perform relevant business services tasks 
 Ability to make independent decisions and prioritise own tasks within a prescribed work flow 
 Ability to maintain records and prepare accurate standard reports 
 Ability to operate relevant automated equipment and computer systems 
 Effective communication skills in a team environment and with customers/clients 
 Knowledge of relevant work practices and procedures 
 Knowledge of the business, activities and customers of the Authority 

 








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BUSINESS SERVICES BAND B 
 

i Definition: 
Under limited direction, either supervise a small group of business services employees or work independently supporting another work group, or 
work as part of a team, performing a broad range of different duties within an office environment. 

ii Features: 
The tasks require knowledge and experience in office routines and an understanding of the types of tasks performed requiring familiarity with 
legislation, policies and practices encompassing a mix of financial, accounting, stores, personnel and general administration functions, and an 
ability to schedule work activities, and determine priorities. As this work often involves liaison and communication between areas both internal and 
external to the organisation good communication skills (including both oral and written) are required. In some areas employees in this Band may 
exercise low-level formal delegations. In larger sections, supervision of employees may be required including the co-ordination of a work group, 
assessing the adequacy of work standards and to provide training. 

iii Qualifications and Experience: 
Employees entering this Band would either:- 
(a) for positions identified as business graduates, possess a relevant qualification; or 
(b) for other positions, possess experience in one or more areas of administration; and 
(c) have preferably commenced studies in an appropriate business course. 
The tasks to be performed in this Band are similar to those of a Band A office but are more complex and may involve supervision of employees. 
The employee would be expected to be familiar with the broad objectives of the work group. 
 

  








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CLASSIFICATION: BUSINESS SERVICES - BAND B - BENCHMARK 
SCOPE OF WORK 
Under general direction and within established guidelines, undertake interrelated business services activities within a specific area of focus or supervise the activities of a small 
group of administrative employees/contractors, to ensure service and quality standards are met 

KEY TASK AREAS 
 Provide interrelated business services and related information to customers/clients 
 Supervise the activities of a small group of administrative employees/contractors 
 Plan, schedule and prioritise work activities of self and/or a small work group 
 Monitor work standards and practices within defined quality controls 
 Provide on-the-job technique training and guidance 
 Operate complex equipment and computer-based systems 
 Prepare reports and other required documentation 

  Contribute to the ongoing development and refinement of operating methodologies, guidelines and work practices 
 Undertake ongoing skills training to perform a range of business services activities 
 Communicate internally across the organisation and externally on administrative matters 
INCUMBENT ATTRIBUTES 
 Substantial progress in a relevant course of business studies, combined with relevant experience in a relevant area of work would normally be required 
 Knowledge and experience in relevant business services practices and procedures 
 Ability to supervise a small work group and provide on-the-job training 
 Ability to schedule and prioritise work of self and/or others 
 Ability to prepare accurate and informative written documentation 
 Ability to communicate effectively with employees, contractors, managers and the public 
 Ability to recommend and initiate work practice improvements 
 Knowledge and understanding of the business, activities and customers of the Authority 

 

 
 
 
 
 








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BUSINESS SERVICES BAND C 

 

i Definition: 
Within broadly stated objectives, manage a small discrete administrative/business function or supervise the operations of an organisational element, 
or act in a project-related role to achievement of Corporate objectives. 

ii Features: 
Working to broad guidelines, an employee would be expected to set standards of performance, and to adapt procedures to improve efficiency and 
to resolve some of the more complex problems. The tasks call for a good knowledge of a number of different job aspects, that would provide a 
good understanding of legislation, policies and practices encompassing a mix of financial, accounting, stores, personnel and general administrative 
functions. Occupants in this Band may be required to determine the daily work of the section, set priorities, assess training needs and assess 
employee’s performance and counsel employees accordingly. Occupants would be expected to undertake the more sensitive communication with 
other organisations and members of the public. In some work units, the employee may exercise a broad range of medium level delegations. 

iii Qualifications and Experience: 
Employees entering this Band would have substantial experience in a relevant area of work, and, preferably to have completed or undertaking 
studies in a relevant field of business management. 

iv Key Differences from Band B: 
There is greater latitude for this Band employee to determine work activities and methods and/or to manage employees. Employees in this Band 
are more accountable for their actions and performance against approved plans. He/she is required to determine employee’s needs and provide 
formal on-the-job training. 
 
 
 
 
 
 
 
 
 
 
 








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CLASSIFICATION: BUSINESS SERVICES - BAND C - BENCHMARK 
SCOPE OF WORK 
Under limited direction, supervise and co-ordinate a functional area, project or organisational unit, or work independently on complex business services activities, or provide 
advice in a particular area of expertise, to achieve defined objectives 

KEY TASK AREAS 
 Supervise and co-ordinate a work group, including the deployment of employees and the monitoring of work to achieve defined objectives 
 Resolve local employee issues and problems 
 Identify local training needs and provide formal on-the-job training 
 Determine and prioritise work activities for a business services function, project or work unit 
 Plan and complete specialist business services activities or projects 
 Assess and recommend changes and improvements to standard operational procedures and guidelines 
 Formulate and monitor programs and budgets 
 Provide advice or information in a particular area of expertise 
 Liaise with external organisations and the public to resolve service delivery issues 
 Keep abreast of developments in the relevant area of business services 
 Undertake ongoing skills training to perform a range of business services activities 
INCUMBENT ATTRIBUTES 
 Completion of business management studies combined with substantial experience in a relevant area of work would normally be required 
 Ability to supervise, monitor and guide employee performance to achieve defined objectives 
 Ability to provide formal on-the-job training 
 Ability to determine and adapt work priorities and procedures to meet changing requirements and circumstances 
 A good knowledge and understanding of legislation, policies and practices relevant to the area of work 
 High level oral and written communication skills 
 Ability to communicate externally regarding sensitive matters of policy and procedure 
 Comprehensive knowledge and understanding of the business, activities and customers of the Authority 

 

 
 
 








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BUSINESS SERVICES BAND D 

 

i Definition: 
Within broad objectives, manage the operations of an organisational element, or act in a project-related role to achieve a result consistent with the 
corporate goals of the organisation. 

ii Features: 
The work in this Band involves the management of a group of employees engaged in the business administration of the organisation, or working 
on a project/number of projects, generally supporting senior management. In all cases, such employee's performance will be assessed against 
identified objectives and targets, and he/she will be accountable for such actions and work undertaken. The occupant would be required to review 
practices and where applicable develop alternative programs. A person in this Band would be considered an expert in their field of work with many 
years of experience. He/she may be accountable for the preparation and monitoring of budgets, the deployment of employees, training and 
counselling of employees. 

iii Qualifications and Experience: 
Employees in this Band may have:- 

 

(a) An appropriate tertiary qualification recognised by the appropriate institute, for positions exercising statutory functions; or 
(b) An approved tertiary qualification (or studies towards the completion of) supplemented by substantial relevant experience, or 
(c) Extensive relevant experience. 

iv Key Differences from Band C: 
Employees in this Band undertake a greater management role and require a greater knowledge and understanding of the Authority's corporate 
objectives. In most instances this position would be a first-line management one. There is a greater requirement to modify practice because of 
the diverse and complex nature of the functions managed. 

  








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CLASSIFICATION: BUSINESS SERVICES - BAND D - 
BENCHMARK SCOPE OF WORK 
Within broadly specified objectives, manage a large group or project(s), characterised by diverse and complex functions and resources, or provide specialist expert advice 
to achieve defined objectives 

KEY TASK AREAS 
 Direct activities and priorities across a range of complex business services functions 
 Develop and maintain a diverse work group, including the deployment, training and counselling of employees 
 Undertake strategic project activities addressing complex business services issues and functions 
 Assess and recommend solutions to a range of complex administrative and business problems 
 Develop and adapt business practices and programs for broader application 
 Formulate and monitor work group or project budgets 
 Contribute to the development of group objectives and policies 
 Provide expert advice or information for and on behalf of the Authority 
 Keep abreast of developments in the relevant area of business services 
 Undertake ongoing skills training to perform a range of business services activities 
INCUMBENT ATTRIBUTES 
 Completion of a tertiary qualification recognised by a relevant professional body, combined with extensive relevant experience would normally be required 
 Extensive expertise and knowledge of functions managed 
 Ability to resolve problems and adapt procedures to meet changing requirements and circumstances 
 Ability to effectively manage diverse and complex functions and resources 
 High level communication skills including presentation, consultation and negotiation skills 
 Business and people management skills and experience 
 A good appreciation of the strategic direction of the Authority 

 

 
 
 
 
 
 








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BUSINESS SERVICES BAND E 

 

i Definition: 
 

Within established corporate objectives, manage an operational unit providing a range of services and/or undertake the analysis of complex work 
problems that contribute to the development of the policy framework. 

ii Features: 
The work in this Band involves the management and direction of employees on a line or functional basis, usually requiring the co-ordination of several 
distinct programs or functional activities, or undertaking specific project/analysis work contributing to the development of policy. Normally there is 
a high component of client/user contact requiring the ability to influence and convince other people on sensitive or complex matters. In all cases, 
such employee's performance will be assessed against identified objectives and targets, and he/she will be accountable for such actions and work 
undertaken. It is expected that such manager would determine the immediate work priorities, work allocation, regularly review work practices and 
techniques and develop options. A person in this Band would be considered an expert and one of the most authoritative in their field of work. 
He/she may be accountable for preparation and monitoring of budgets, the performance of subordinate employees, including appraisal, training and 
counselling. 

iii Qualifications and Experience. 
Employees in this Band may have:- 
(a) An appropriate tertiary qualification recognised by the appropriate institute, for positions exercising statutory functions; or 
(b) An approved tertiary qualification (or studies towards the completion of) supplemented by substantial relevant experience; or 
(c) Extensive relevant experience at a senior level. 

iv Key Differences from Band D: 
Employees in this Band are usually responsible for the management of a number of different activities within a functional unit and require a greater 
knowledge and understanding of the Authority's corporate objectives. In most instances employees in this Band would initiate policy review; 
development; implementation. Positions operate with a larger degree of independence. 

 
 
  








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CLASSIFICATION: BUSINESS SERVICES - BAND E - BENCHMARK 
SCOPE OF WORK 
Manage an operating unit or program(s), characterised by distinct functions requiring co-ordination or provide authoritative advice, to achieve established corporate objectives 
KEY TASK AREAS 
 Direct and co-ordinate several distinct functional and program activities across a range of complex business services 
 Determine priorities and work programs for the operating unit 
 Monitor and review the performance of employees and contribute to their development 
 Review and develop policy in the area of business services and ensure the effective implementation of policy in the operating unit 
 Develop and adapt business practices and programs for broader application 
 Prepare and monitor unit or program budgets 
 Contribute to the development of corporate policies and objectives 
 Provide authoritative advice or opinion for and on behalf of the Authority 
 Monitor trends and developments in the area of business services and advise on their impact 
INCUMBENT ATTRIBUTES 
 Completion of a tertiary qualification recognised by a relevant professional body, combined with extensive experience at a senior level would normally be required 
 Sound business management skills and experience 
 Ability to effectively manage and co-ordinate several distinct programs and/or functions 
 Ability to develop and adapt policy and business practices 
 High level interpersonal skills including presentation, consultation and negotiation skills in sensitive or complex circumstances 
 A sound appreciation of the strategic direction of the Authority 

 

 
 
 
 
 
 
 








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BUSINESS SERVICES BAND F 

 

i Definition: 
Within broad policy guidelines, manage a complex operating unit and/or undertake complex and significant policy development activities. 

ii Features: 
Positions usually would be accountable on a line, functional or advisory basis for a number of associated operations, policies or practices requiring 
major ongoing integration. The work demands the conception, identification and development of ideas and/or considering alternative courses of 
action, devising action plans and advancing new approaches. Managers would receive direction in terms of results to be achieved, with methods 
being suggested, but seldom specified. In all cases, performance will be measured against identified objectives and targets. A person in this Band 
would provide expert advice/opinion to senior management, and the stature of such advice is that only other specialists would be competent to 
provide an alternative or challenge such. Would possess well developed conceptual, analytical and inter-personal skills, with the ability to 
effectively represent the Authority's interests, and ensure such are preserved. 

iii Qualifications and Experience: 
Employees in this Band may have:- 
(a) An appropriate tertiary qualification recognised by the appropriate institute, for positions exercising statutory functions; or 
(b) An approved tertiary qualification (or studies towards the completion of) supplemented by substantial relevant experience; or 
(c) Post graduate training in management or a speciality area; or 
(d) Extensive relevant experience at a senior level in a speciality or functional area. 
In addition to the above, it is expected that employees in this Band would have undertaken a range of identified management development programs. 

iv Key Differences from Band E: 
Employees in this Band undertake more complex work that has a greater impact on policy/program development and focus of the Authority and/or 
manages a more diverse business function, requiring the co-ordination of a number of significant work activities. Would be expected to make a 
positive contribution to Corporate performance and identification of new policies, programs and strategies. Employees would operate with a high 
degree of autonomy. 
 
 
 
 
 
 
 
 
 
 

 








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CLASSIFICATION: BUSINESS SERVICES - BAND F - BENCHMARK 
SCOPE OF WORK 
Manage a complex operating unit, characterised by distinct functions requiring major ongoing integration or provide strategic and authoritative advice to achieve established 
corporate objectives 

KEY TASK AREAS 
 Direct and co-ordinate significant and diverse corporate functions and business services activities 
 Develop and implement operating plans and programs 
 Monitor and review performance against identified objectives and targets and develop alternative approaches where necessary 
 Develop policies and programs that impact on corporate performance 
 Initiate new and modified business services strategies and practices 
 Develop and monitor unit budgets 
 Contribute to the development of corporate policies and objectives 
 Provide authoritative advice or opinion for and on behalf of the Authority 
 Represent the Authority at a strategic level 
 Monitor trends and developments in a range of relevant areas and advise on their corporate impact 
INCUMBENT ATTRIBUTES 
 Completion of a tertiary qualification recognised by a relevant professional body, combined with extensive experience in a functional area at a senior level would normally be 

required 
 Post-graduate studies in management or an appropriate functional area would normally be required 
 Sound business management skills and experience 
 Ability to effectively manage and integrate diverse functions and operations 
 High level of analytical ability to resolve complex operational and strategic problems 
 Ability to develop policy at a conceptual and corporate level 
 High level interpersonal skills, including presentation, consultation and negotiation skills at a corporate level 
 Ability to represent the Authority in a business services area 

 
  








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PROFESSIONAL SERVICES BAND B 
 

i Definition: 
Under general direction and typically focussed within a particular professional area of activity, performs a range of interrelated professional 
services and project activities requiring the application of standard professional principles, techniques and methods. 

ii Features: 
 

The nature and scope of work undertaken requires a good understanding of relevant professional principles, techniques and methods gained through 
tertiary studies and some work experience in their professional application. Receives instructions and professional direction on work to be 
undertaken and broadly, on the techniques and methods to be applied. Work is assessed on completion, for professional accuracy and quality, and 
professional advice and guidance is always available to assist progress. The position may be required to check the work of and assist technical 
employees or contractors. Work may involve the preparation of detailed reports on project activities. Ongoing communication with peers and 
managers regarding project related issues or to identify or recommend opportunities for the improvement of operating methods or procedures, is 
required in this Band. 

 
iii Qualifications and Experience: 

Employees in this Band have completed a Degree in an appropriate field or are eligible for membership of an approved professional body. Some 
relevant professional /industry experience is preferred in either case. 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 








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CLASSIFICATION: PROFESSIONAL SERVICES - BAND B - BENCHMARK 
SCOPE OF WORK 
Under general direction and according to standard professional principles, techniques and methods, undertake professional services and project activities to ensure professional 
service and quality standards are met 

KEY TASK AREAS 
 Undertake a range of interrelated professional services and project activities either independently or in a team, including research, development, testing, design, installation, 

maintenance or construction 
 Allocate and monitor work of employees/contractors 
 Assess services efficiency and quality and highlight opportunities for improvement 
 Apply professional knowledge, judgement and precedent to problem solving 
 Prepare reports in the area of professional services or related to project activities undertaken 
 Recommend changes and improvements to operating methods and procedures in the context of project activities undertaken or work monitored 
 Liaise with peers and managers regarding professional issues or project related plans and priorities 
 Keep abreast of developments in the relevant area of professional services 
 Undertake ongoing skills training to perform a range of professional services activities 
INCUMBENT ATTRIBUTES 
 Completion of a Degree in an appropriate discipline or eligibility for membership of the approved Institute is mandatory 
 Relevant industry experience would normally be preferred 
 Knowledge and experience in the application of professional principles, techniques and methods 
 Initiative and judgement to identify difficulties with and recommend changes to standard methods and procedures according to changing requirements and circumstances 
 Ability to assign and monitor the work activities of others 
 Ability to communicate effectively with professional peers, employees, contractors, managers and the public 
 Ability to prepare comprehensive written documentation 
 Knowledge and understanding of the business, activities and customers of the Authority 

 

 
 
 
 








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PROFESSIONAL SERVICES BAND C 
 

i Definition: 
Under limited direction and in terms of work objectives defined by management, either work independently on a diverse range of professional 
services and related project activities, or provide professional advice and information in a particular area of expertise. 

ii Features: 
The nature and scope of the work undertaken requires an enhanced knowledge and understanding of professional principles, techniques and 
methods and their application to the analysis of issues and problems and the recommendation of appropriate courses of action. A good 
understanding of related fields of work, cost and quality considerations would be expected. Incumbents would also be required to apply their 
professional expertise to the investigation and introduction of new and improved operating methods and procedures. 
Tasks of a novel, complex or critical nature would normally require a greater degree of support from a more experienced employee. 
The position may be used as a point of advice and reference in a particular professional area, which would involve liaison with peers, managers, 
other professional groups and other organisations and ongoing professional development in the area. 

iii Qualifications and Experience: 
Employees entering this Band have completed a Degree in an appropriate field or are eligible for membership of an approved professional body, 
normally combined with substantial relevant professional /industry experience. 

iv Key Differences from Band B: 
Direction is generally in the form of defined objectives rather than specific tasks or projects to be undertaken. Employees in this Band are capable 
of working on a diverse range of professional activities and able to respond to complex issues and problems. Professional liaison is at an advanced 
Band and would include external authorities and clients. Employees are more accountable for performance against plans and the provision of 
professional guidance and monitoring or supervising of the work of others is a more frequent requirement. 

  








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CLASSIFICATION: PROFESSIONAL SERVICES - BAND C - BENCHMARK 
SCOPE OF WORK 
Under broad direction, work independently on a diverse range of project activities within a broad professional area or provide independent advice in a particular area of 
professional expertise to achieve defined objectives 
KEY TASK AREAS 
 Plan, schedule, cost and complete a diverse range of professional services' project activities 
 Provide professional guidance and monitor work of employees 
 Apply professional knowledge and judgement to the analysis of issues and problems 
 Investigate new and updated methods and procedures for application in the broad professional area 
 Prepare major reports and submissions in the broad professional area 
 Provide professional advice or information in a particular area of expertise 
 Liaise with external organisations and the public to resolve service delivery issues 
 Keep abreast of developments in the relevant area of professional services 
 Undertake ongoing skills training to perform a range of professional services activities 
INCUMBENT ATTRIBUTES 
 Completion of a Degree in an appropriate discipline or eligibility for membership of the approved Institute is mandatory 
 Substantial relevant industry experience would normally be required 
 Advanced knowledge and understanding of professional principles, techniques and methods 
 A good knowledge and understanding of related fields of work and the nature of their impact 
 Ability to provide professional guidance to employees 
 Ability to analyse and develop appropriate solutions to complex professional services problems 
 High level communication skills to provide authoritative professional advice within the organisation and externally 
 Ability to communicate externally regarding sensitive professional and related matters 
 Comprehensive knowledge and understanding of the business, activities and customers of the Authority 

 
 
 
 
 
  








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PROFESSIONAL SERVICES BAND D 

i Definition: 
Management of a professional group or of significant projects or programmes, to achieve defined objectives and performance targets or provide 
authoritative advice in a professional area. 

ii Features: 
The nature and scope of work requires significant professional expertise and extensive experience in the professional area. Broad objectives are 
defined in this Band and performance is measured in terms of the achievement of those objectives. Professional and business management 
expertise is applied to the resolution of complex professional and business problems and to effective project/program management. The 
management task requires incumbents in this Band to negotiate resource allocation issues and to maximise the utilisation and development of 
professional employees. Incumbents would be required to apply innovative strategies to professional and resource management issues with 
programs managed, or in the area of expert advice provided. The incumbent would liaise internally and with outside organisations on matters of 
considerable complexity and importance. In this Band, incumbents would develop techniques and processes that will affect the way work is 
performed beyond the immediate work environment. Advice provided in the area of expertise would be regarded as authoritative in that field. 

iii Qualifications and Experience: 
Employees in this Band have completed a Degree in an appropriate field or are eligible for membership of an approved professional body. 
Employees would preferably have completed or would be undertaking relevant post graduate studies and would have extensive experience in the 
area or at an appropriate professional level. 

iv Key Differences from Band C: 
Employees in this Band are expected to simultaneously manage a number of projects or components of programmes and make more significant 
professional input into their conduct. Considerable professional expertise is required to develop and adapt techniques and approaches, contribute 
to policy formulation, guide professional employees in their work, and represent the Authority. The incumbent would be expected to understand 
and monitor the impact of current professional and industry trends, possess business management skills and have a greater understanding and 
appreciation of the strategic direction of the Authority. 

  








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CLASSIFICATION: PROFESSIONAL SERVICES - BAND D - BENCHMARK 
SCOPE OF WORK 
Manage a group of professional employees/contractors or a significant project(s) or program(s) or provide specialist expert advice to achieve defined objectives 

KEY TASK AREAS 
 Plan, direct and co-ordinate the work of a group of employees/contractors 
 Develop and maintain a diverse professional/technical work group including the selection, training and counselling of employees 
 Monitor work and provide professional guidance to ensure professional standards and objectives are met 
 Undertake strategic project/program activities addressing complex professional services issues and functions 
 Apply advanced professional knowledge and judgement to the resolution of complex professional and business problems 
 Develop and adapt relevant techniques and processes for application in the broad professional area 
 Prepare regular reports on work group or defined project/program performance against objectives 
 Formulate and monitor work group or project/program budgets 
 Contribute to the development of group objectives and policies 
 Provide specialist expert advice and information for and on behalf of the Authority 
 Keep abreast of developments and industry initiatives in the relevant area of professional services 
 Undertake ongoing skills training to perform a wide range of professional services activities 

INCUMBENT ATTRIBUTES 
 Completion of a Degree in an appropriate discipline or eligibility for membership of the approved Institute is mandatory 
 Post-graduate studies in an appropriate field would normally be required 
 Extensive professional experience would normally be required 
 A good knowledge and understanding of relevant professional trends across industry 
 Ability to simultaneously manage a number of projects/programs 
 Ability to apply innovative strategies to professional and resource management issues 
 High level communication skills including presentation, consultation and negotiation 
 Business and people management skills and experience 
 A good appreciation of the strategic direction of the Authority 

 
 
 








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PROFESSIONAL SERVICES BAND E 

 
i Definition: 

Management of an operational unit or significant multi-disciplinary program(s) toward achievement of corporate objectives and performance 
targets, or provide authoritative professional advice on the Authority's behalf. 

ii Features: 
The nature and scope of work requires the management of professional employees on a line or functional basis. Significant professional and 
management expertise is required to direct complex operations and activities, and to provide a high level of authoritative advice in a professional 
area. Incumbents would represent the Authority both nationally and internationally in their field of expertise. In this Band, performance is measured 
in terms of achievement towards corporate objectives and targets and incumbents would be involved in their development. The management task 
requires incumbents in this Band to determine and monitor progress against work plans and priorities. The incumbent would be called upon to 
provide professional guidance, advice and opinion across the Authority. Typically, there is a high component of client/user contact, requiring the 
ability to influence and convince others on sensitive or complex matters. 

iii Qualifications and Experience: 
Employees in this Band have completed a Degree in an appropriate field or are eligible for membership of an approved professional body. 
Employees would preferably have completed relevant post graduate studies and would have extensive professional experience or senior 
management experience. 

iv Key Differences from Band D: 
Employees in this Band are typically required to simultaneously manage a number of different functions, operations or programs, whose output 
contributes directly to the achievement of corporate objectives. Incumbents would initiate policy/strategy development and would be involved in 
the development of corporate policy. Significant professional expertise is required to support the provision of authoritative advice and opinion on 
behalf of the Authority. Incumbents would be well informed regarding relevant industry initiatives and developments, and able to advise the 
Authority on their impact and/or implementation. 
 

  








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CLASSIFICATION: PROFESSIONAL SERVICES - BAND E - BENCHMARK 
SCOPE OF WORK 
Manage an operating unit or a significant multi-disciplinary program(s) or provide authoritative advice to achieve established corporate objectives 
KEY TASK AREAS 
 Direct and co-ordinate complex operations, professional services and program activities 
 Determine priorities and work programs for the operating unit 
 Monitor and review work and provide professional guidance and development to ensure professional and corporate standards and objectives are met 
 Review and develop policy in the area of professional services and ensure the effective implementation of policy in the operating unit 
 Apply advanced professional expertise and judgement to the resolution of complex professional and business problems 
 Prepare and monitor unit or program budgets 
 Contribute to the development of corporate policies and objectives 
 Provide authoritative advice or opinion for and on behalf of the Authority 
 Monitor developments and industry initiatives in the area of professional services and advise on their impact 
INCUMBENT ATTRIBUTES 
 Completion of a Degree in an appropriate discipline or eligibility for membership of the approved Institute is mandatory 
 Post-graduate studies in an appropriate field would normally be required 
 Extensive professional experience at a senior level would normally be required 
 Sound business management skills and experience 
 A sound knowledge and understanding of relevant professional trends across industry 
 Ability to simultaneously manage a number of complex operations or programs 
 Ability to develop and apply innovative strategies to professional and business issues 
 High level interpersonal skills including presentation, consultation and negotiation skills in sensitive or complex circumstances 
 A sound appreciation of the strategic direction of the Authority 

 
 
 
 
 
 








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PROFESSIONAL SERVICES BAND F 
 

i Definition: 
Management of a significant multi-disciplinary operational unit or program(s), which impact on the achievement of corporate objectives and 
performance targets, or provide a high level of strategic advice which is authoritative in the industry. 

ii Features: 
The nature and scope of work emphasises line, functional or advisory accountability with key corporate performance requirements. Incumbents 
would represent the Authority both nationally and internationally and would be recognised in the industry in their area of professional expertise. 
Incumbents in this Band would undertake complex and significant policy development activities at a corporate level and in their area of 
accountability. The work demands the conception, identification and development of alternative and new approaches. The management task in this 
Band requires the development and direction of operating plans and budgets, and the monitoring of performance against objectives and targets. 
Incumbents would possess well developed conceptual, analytical and interpersonal skills, with the ability to effectively represent the Authority. 

iii Qualifications and Experience: 
Employees in this Band have completed a Degree in an appropriate field or are eligible for membership of an approved professional body. 
Employees would preferably have completed post graduate studies and have management and extensive senior professional experience to 
support the stature of advice and management in this Band. 

iv Key Differences from Band E: 
Employees in this Band are typically required to manage more complex operations and programs, with a greater impact on corporate performance. 
Work in this Band involves the conceptualisation and development of new approaches and strategies, and a greater involvement in corporate 
policy development. The stature of advice provided in this Band is strategic in nature and recognised at an industry level. Incumbents would 
advise on the corporate impact of professional and industry developments and initiatives. 

  








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CLASSIFICATION: PROFESSIONAL SERVICES - BAND F - BENCHMARK 
SCOPE OF WORK 
Manage a significant multi-disciplinary operating unit or program(s) or provide strategic and authoritative advice to achieve established corporate objectives 
KEY TASK AREAS 

 Direct and co-ordinate significant and complex operations, professional services and program activities 
 Develop and implement operating plans and programs 
 Monitor and review performance against identified objectives and targets and develop alternative approaches where necessary 
 Conceptualise and develop approaches to significant and complex professional issues and operations that impact on corporate performance 
 Apply authoritative professional expertise and judgement to the resolution of significant and complex professional and business problems 
 Develop and monitor unit budgets 
 Contribute to the development of corporate policies and objectives 
 Provide authoritative advice or opinion for and on behalf of the Authority 
 Represent the Authority at a strategic level 
 Monitor trends and developments in a range of relevant areas and advise on their corporate impact 

INCUMBENT ATTRIBUTES 
 Completion of a Degree in an appropriate discipline or eligibility for membership of the approved Institute is mandatory 
 Post-graduate studies in an appropriate field would normally be required 
 Extensive experience in a relevant area of professional expertise at a senior level would normally be required 
 Sound business management skills and experience 
 Ability to simultaneously manage and integrate a number of significant and complex operations or programs 
 Ability to conceptualise and develop innovative policies and strategies for professional and business issues 
 High level interpersonal skills including presentation, consultation and negotiation skills at a corporate level 
 Ability to represent the Authority in a professional capacity 

 

 
 
 
 
 








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TECHNICAL SERVICES BAND A 
 

i Definition: 
Under supervision, performs simple to straightforward technical or related tasks using well established techniques and practices. 

ii Features: 
The tasks call for some subject matter knowledge and some minor decision making within the confines of that knowledge. Direction is regular in that a 
person is told what is to be done and is given any necessary guidance on how to do it. Work is under regular inspection or technical supervision and the 
final product is usually checked. Occupants require communication skills (and where appropriate written skills), with clients, members of the public, 
supervisors and other employees, as well as the ability to work as a team member. 

iii Qualifications and Experience: 
Employees in this Band would possess certain pre-entry educational requirements relative to the field of work, usually a minimum standard of Year 11 
with passes in prescribed and relative subjects. He/she, after initial induction and on-the-job training, is expected to progress toward appropriate 
certificate studies. 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 








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CLASSIFICATION: TECHNICAL SERVICES - BAND A - BENCHMARK 
SCOPE OF WORK 
Under direction and using established procedures, undertake routine technical tasks to meet standards in terms of accuracy, quality and timeliness of output 

KEY TASK AREAS 
 Provide routine technical services and related information to customers/clients 
 Complete standard quantitative and qualitative analysis/tests and investigations 
 Prepare standard reports, maps and plans 
 Maintain manual and electronic record systems 
 Operate computer systems and other automated equipment 
 Undertake ongoing skills training to perform a range of technical services tasks 
 Exchange information in a team environment 

INCUMBENT ATTRIBUTES 
 Completion of Year 11 secondary education combined with appropriate experience in work related to the key task areas would normally be preferred 
 Some progress towards appropriate certificate or other vocational studies would be desirable 
 Ability to perform relevant technical services tasks 
 Ability to make independent decisions and prioritise own tasks within a prescribed work flow 
 Ability to maintain records and prepare accurate standard reports 
 Ability to operate relevant automated equipment and computer systems 
 Effective communication skills in a team environment and with customers/clients 
 Knowledge of relevant work practices and procedures 

 
 

 
 
 
 
 
 
 

Knowledge of the business, activities and customers of the Authority • 








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TECHNICAL SERVICES BAND B 
 

i Definition: 
Under general supervision and generally focused within a single functional area, performs a range of interrelated technical activities which are 
usually fairly straightforward, or requiring adoption of alternative methods and practices. 

ii Features: 
Receives technical instructions on what is required, on the method of approach and on unusual or difficult features from a higher Band technical 
officer or professional officer or in the form of recorded guidelines such as manuals or prescriptions. Work is normally subject to progress 
checks usually confined to the unusual or difficult aspects. Assignments are assessed on completion or, alternatively, the progress and quality 
of work is open to assessment by a more senior officer without specific checking. Technical knowledge held usually enables work to be performed 
without close guidance. Work frequently involves the performance of a variety of technical tasks and activities which are not straightforward. 
The position would usually be focused within one functional area but may be required to assist in other related areas. Work may involve the 
preparation of written or oral reports on operational aspects which could be used for the refinement or further development of guidelines, 
prescriptions, methodologies, programs or plans. 

iii Qualifications and Experience: 
Employees entering this Band would normally have completed a Certificate or Advanced Certificate or equivalent in the relevant field 
supplemented with relevant experience. 

iv Key Differences with Band A: 
Technical tasks in this Band are more difficult, often a variety of tasks is involved and tasks performed under less supervision, although detailed 
instruction can still be given. As tasks in this Band tend to be difficult, an ability to adapt work practices accordingly and use of 
judgemental/initiative skills are required. Supervision of employees is common in this Band. 

  








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CLASSIFICATION: TECHNICAL SERVICES - BAND B - BENCHMARK 
SCOPE OF WORK 
Under general direction and within established guidelines, undertake interrelated technical services activities within a specific area of focus or supervise the activities of a small 
group of technical employees/contractors, to ensure service and quality standards are met 
KEY TASK AREAS 
 Provide interrelated technical services and related information to customers/clients 
 Supervise the activities of a small group of technical employees/contractors 
 Plan, schedule and prioritise work activities of self and/or a small work group 
 Monitor work standards and practices within defined quality controls 
 Provide on-the-job technique training and guidance 
 Operate complex equipment and computer-based systems 
 Prepare reports and other required documentation 
 Contribute to the ongoing development and refinement of operating methodologies, guidelines and work practices 
 Undertake ongoing skills training to perform a range of technical services activities 
 Communicate internally across the organisation and externally on technical matters 
INCUMBENT ATTRIBUTES 
 Completion of a relevant Certificate or equivalent qualification, combined with experience in a relevant area of work would normally be required 
 Knowledge and experience in relevant technical services practices and procedures 
 Ability to supervise a small work group and provide on-the-job training 
 Ability to schedule and prioritise work of self and/or others 
 Ability to prepare accurate and informative written documentation 
 Ability to communicate effectively with employees, contractors, managers and the public 
 Ability to recommend and initiate work practice improvements 
 Knowledge and understanding of the business, activities and customers of the Authority 

 
  








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TECHNICAL SERVICES BAND C 

 
i Definition: 

Under general technical direction, either supervise a group of employees or work independently, to undertake a variety of technical activities 
requiring initiative and judgement in the application of established principles, techniques and methods, and/or in assessing and recommending 
changes to standard operational procedures and guidelines. 

ii Features: 
Employees in this Band would either be supervising a group of technical employees in the achievement of stated objectives or be considered as a 
specialist engaged on project type work. Instruction or direction is fairly broad and the occupant would be required to complete all works within 
agreed standards. It would be expected that considerable authority would rest with employees in this Band including the deployment of employees. 
Employees would be expected to have a good understanding of related fields that impact on their work (eg: Scientific, Geology, Engineering). 
Employees could be seen as expert in their particular field and be used as a reference on the subject matter. This would involve interaction with 
other related technical groups, customers and the public. The occupant would be expected to keep abreast of developments in his/her field of work. 

iii Qualifications and Experience: 
Employees entering this Band would normally have completed a relevant Certificate or Advanced Certificate or equivalent course of studies and 
normally have made substantial progress towards completion of an Associate Diploma in the relevant field or equivalent supplemented with 
substantial relevant experience. 

iv Key Differences with Band B: 
Instructions are generally in the form of a clear statement of objectives rather than being told the tasks to be performed. Officers in this Band are 
competent to perform a variety of activities involving special or unusual features or resolve technical problems. Employees in this Band tend to 
have greater liaison/interaction with external authorities/clients and are more responsible for performance results against plans. 
 
 

  








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CLASSIFICATION: TECHNICAL SERVICES - BAND C – BENCHMARK 
SCOPE OF WORK 
Under limited direction, supervise and co-ordinate a functional area, project or organisational unit or work independently on complex technical services activities, or provide 
advice in a particular area of expertise, to achieve defined objectives 

KEY TASK AREAS 
 Supervise and co-ordinate a work group, including the deployment of employees and the monitoring of work to achieve defined objectives 
 Resolve local employee issues and problems 
 Identify local training needs and provide formal on-the-job training 
 Determine and prioritise work activities for a technical services function, project or work unit 
 Plan and complete specialist technical services activities or projects 
 Assess and recommend changes and improvements to standard operational procedures and guidelines 
 Formulate and monitor programs and budgets 
 Provide advice or information in a particular area of expertise 
 Liaise with external organisations and the public to resolve service delivery issues 
 Keep abreast of developments in the relevant area of technical services 
 Undertake ongoing skills training to perform a range of technical service activities 
INCUMBENT ATTRIBUTES 
 Completion of an Associate Diploma or equivalent in a relevant field combined with substantial experience in a relevant area of work would normally be required 
 Ability to supervise, monitor and guide employee performance to achieve defined objectives 
 Ability to provide formal on-the-job training 
 Ability to determine and adapt work priorities and procedures to meet changing requirements and circumstances 
 A good knowledge and understanding of related fields of work and the nature of their impact 
 A high level of judgement and initiative in the application and development of technical principles and methods 
 High level oral and written communication skills 
 Ability to communicate externally regarding sensitive technical and related matters 
 Comprehensive knowledge and understanding of the business, activities and customers of the Authority 

 
  








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TECHNICAL SERVICES BAND D 

 

i Definition: 
 

Position would be considered a management position and operate under broadly specified objectives which would supervise a group of employees undertaking 
technical activities. Would be involved in the business management of the group. 

ii Features: 
Instructions are normally received in the form of broadly stated objectives; a technical officer in this Band would contribute to the determination of those objectives; 
conformity with instructions is measured in terms of the achievement of broadly stated objectives. In this Band a person has extensive technical experience and 
rarely receives guidance; advice provided in relation to a person's field of expertise would be regarded as authoritative in that field. Work performed in this Band 
shall involve extensive complexity. Officers could be required to resolve a wide range of problems of both technical and business nature and to compete 
for/allocate resources. Would be required to consult with external persons/bodies regarding matters of considerable complexity and importance. In this Band, 
could recommend solutions and/or develop techniques or processes which shall affect the way work is performed beyond the immediate work environment. 

iii Qualifications and Experience: 
Employees in this Band would normally have completed an Associate Diploma in an appropriate technical field supplemented with extensive relevant experience. 
In addition, employees would preferably be undertaking further technical or business related studies. 

iv Key Differences from Band C: 
The technical nature of the work is more specialist/complex in nature and hence guidance is limited to areas outside his/her own area of expertise. The occupant 
would be responsible/accountable for significantly greater resources than employees in Band C. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 








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CLASSIFICATION: TECHNICAL SERVICES - BAND D - BENCHMARK 
SCOPE OF WORK 
Within broadly specified objectives manage a large group or project(s), characterised by diverse and complex functions and resources, or provide specialist expert advice to 
achieve defined objectives 
KEY TASK AREAS 
 Direct activities and priorities across a range of complex technical services functions 
 Develop and maintain a diverse work group, including the deployment training and counselling of employees 
 Undertake strategic project activities addressing complex technical services issues and functions 
 Assess and recommend solutions to a range of complex technical and business problems 
 Develop and adapt relevant techniques or processes for broader application 
 Formulate and monitor work group or project budgets 
 Contribute to the development of group objectives and policies 
 Provide expert advice and information for and on behalf of the Authority 
 Keep abreast of developments in the relevant area of technical services 
 Undertake ongoing skills training to perform a range of technical services activities 

INCUMBENT ATTRIBUTES 
 Completion of an Associate Diploma in a relevant field combined with extensive relevant experience would normally be required 
 Extensive expertise and knowledge of functions managed 
 Ability to resolve problems and adapt procedures to meet changing requirements and circumstances 
 Ability to effectively manage diverse and complex functions and resources 
 High level communication skills including presentation, consultation and negotiation skills 
 Business and people management skills and experience 
 A good appreciation of the strategic direction of the Authority 

 

 
 
 
 
 
 








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WATER SERVICES BAND A 
 

i Definition: 
Under direction, and using established procedures, perform a range of different activities relating to the establishment, operation, maintenance 
and rehabilitation of water supply systems. 

ii Features: 
The tasks call for a knowledge and understanding of the system's establishment and operation. Work in this Band provides scope for some decision 
making and independent control of activities relating to routine matters. Decisions on operational matters would generally be made by supervisors. 
Occupants require communication skills (and where appropriate written skills), with clients, members of the public, supervisors and other 
employees, as well as the ability to work as a team member. 

iii Qualifications & Experience: 
Employees in this Band, after initial induction and on-the-job training, are expected to progress toward a Certificate in Water Industry Operations. 
Formal entry qualification to this Band is satisfactory completion of an entrance examination. While no minimum schooling qualification pre-
requisites exist, it is preferred that applicants would possess either Year 11 or an equivalent qualification, together with some experience. If an 
employee is required, as a part of his/her duties, to undertake duties requiring a specific certificate or qualification, such must be possessed by 
the employee concurrently, together with appropriate  experience. 
 

  








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CLASSIFICATION: WATER SERVICES - BAND A - BENCHMARK 
SCOPE OF WORK 
Under direction and using established procedures, undertake routine water services tasks to meet standards in terms of accuracy, quality and timeliness of output 
KEY TASK AREAS 
 Provide routine water services and related information to customers/clients 
 Establish, operate, maintain and rehabilitate water supply and drainage systems, including - equipment, plant, vehicles and tools 
 Prepare standard reports 
 Maintain manual and electronic record systems 
 Operate computer systems and other automated equipment 
 Undertake ongoing skills training to perform a range of water services tasks 
 Exchange information in a team environment 
INCUMBENT ATTRIBUTES 
 Completion of Year 11 secondary education, or to possess an equivalent qualification, combined with experience in work related to the key task areas would normally be 

preferred 
 Some progress towards appropriate certificate or other vocational studies would be desirable 
 Ability to perform relevant water services tasks 
 Ability to make independent decisions and prioritise own tasks within a prescribed work flow 
 Ability to maintain records and prepare accurate standard reports 
 Ability to operate relevant automated equipment and computer systems 
 Effective communication skills in a team environment and with customers/clients 
 Knowledge of relevant work practices and procedures 
 Knowledge of the business, activities and customers of the Authority 

 
 
  








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WATER SERVICES BAND B 
 

i Definition: 
Under general direction, and using established procedures and guidelines, perform a broad range of different activities within a section of the 
water supply system, or supervise a small unit by monitoring work standards and practices and preparing the unit's works program, or manage the 
operations of a storage; or undertake technical related work associated with such water system. 

ii Features: 
The tasks call for a good knowledge of the system, including any special features, and an ability to schedule work activities, determine priorities 
and prepare cost estimates. Receives instruction on what is required, on the method of approach and on unusual or difficult features from a higher 
Band employee, or in the form of recorded guidelines such as manuals or prescriptions. Work in this Band often requires the co-ordination of 
operational and maintenance activities of employees or the performance of a number of inter-related activities within an overall activity. Occupants 
may resolve disputes between employees and clients or attend public meetings to explain Authority procedures. Occupants may assess the 
adequacy of work standards and provide training in technique. 

iii Qualifications & Experience: 
Employees entering this Band, and depending upon his/her stream of work, would normally have completed the Certificate II in Water Industry 
Operations, (and may have progressed toward the Certificate III in Water Industry Operations), or a relevant Certificate, all supplemented by 
relevant experience. 

iv Key Differences from Band A: 
The work of a Band B employee requires a more comprehensive knowledge of the system and there is greater latitude to determine work activities 
and methods, to plan and program work, to operate computer-based systems, to supervise employees and to provide on-the-job training and 
guidance. There is a requirement to initiate and recommend improvements to the system that will also require the use of judgmental/initiative 
skills. Completion of the Certificate in Water Industry Operations, or the Certificate of Technology, or equivalent qualification, would be expected, 
compared with partial completion in Band A. 

 
 
 
 
 
 
 
 
 
 
 
 








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CLASSIFICATION: WATER SERVICES - BAND B - BENCHMARK 
SCOPE OF WORK 
Under general direction and within established guidelines, undertake interrelated water services activities within a specific area of focus or supervise the activities of a small group 
of field employees/contractors, to ensure service and quality standards are met 
KEY TASK AREAS 
 Provide interrelated water services and related information to customers/clients 
 Supervise the activities of a small group of field employees/contractors 
 Plan, schedule and prioritise work activities of self and/or a small work group 
 Monitor work standards and practices within defined quality controls 
 Provide on-the-job technique training and guidance 
 Operate and/or maintain complex equipment and computer-based systems 
 Prepare reports and other required documentation 
 Contribute to the ongoing development and refinement of operating methodologies, guidelines and work practices 
 Undertake ongoing skills training to perform a range of water services activities 
 Communicate internally across the organisation and externally on water services matters 

INCUMBENT ATTRIBUTES 
 Completion of the Certificate II in Water Industry Operations or equivalent qualification, combined with experience in a relevant area of work would normally be required 
 Knowledge and experience in relevant water services practices and procedures 
 Ability to supervise a small work group and provide on-the-job training 
 Ability to schedule and prioritise work of self and/or others 
 Ability to prepare accurate and informative written documentation 
 Ability to communicate effectively with employees, contractors, managers and the public 
 Ability to recommend and initiate work practice improvements 
 Knowledge and understanding of the business, activities and customers of the Authority 

 

WATER SERVICES BAND C 








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i Definition: 
Under limited direction, manage a range of activities within a small district, or a specific function within a larger district, or manage the operations of 
a project or storage of large size and complexity. 

ii Features: 
Working to broad guidelines, employees would be expected to set standards of performance, and to adapt procedures to accommodate local 
conditions or to improve efficiency. The tasks call for a knowledge of a number of different water supply systems or structures, or the operation and 
maintenance of complex equipment, or to possess technical knowledge relating to water services. Employees could be seen as having significant 
expertise in their particular field, and be used as a reference on the subject matter. This could involve interaction with other related fields, groups, 
customers and the public. An occupant would be expected to resolve problems encountered on-site, and to recommend changes that would 
improve the unit's productivity. The works program may include components of construction, minor and major maintenance, and operations, and 
be varied by the occupant, in response to changes in priorities, environmental conditions or availability of funds. Employees in this Band are 
required to determine the daily work activities of the unit, project or storage and have responsibility for formulating and monitoring the works program 
and budget. Employees may chair committee meetings or hold discussions with Water Boards and Advisory Committees to ascertain operational 
requirements and resolve service delivery problems. Personnel matters such as employee’s selection and training, the preparation of rosters and 
the deployment of employees are managed in this Band. The occupant would be expected to keep abreast of developments in his/her field of work. 

 

iii Qualifications & Experience: 
Employees entering this Band would normally have completed the Certificate IV in Water Industry Operations, and may have progressed toward the 
Diploma of Water Industry Operations, or possess a Certificate in a relevant field, supplemented by substantial relevant experience. 

iv Key Differences from Band B: 
There is greater latitude for the Band C employee to determine work activities and methods and to manage employees. Instructions are generally in 
the form of a clear statement of objectives rather than being told the tasks to be performed. Components of the water supply system are more complex 
to operate and maintain, or are more varied, and there is a requirement to recommend improvements to the system. The Band C employee is 
required to determine needs and provide formal on-the-job training for subordinate employees. Completion of the Certificate IV in Water Industry 
Operations, or equivalent qualification, would be expected, compared with partial completion in Band B. 

 
  








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CLASSIFICATION: WATER SERVICES - BAND C - BENCHMARK 
SCOPE OF WORK 
Under limited direction, supervise and co-ordinate a functional area, project or organisational unit or work independently on complex water services activities or provide advice in 
a particular area of expertise, to achieve defined objectives 

KEY TASK AREAS 
 Supervise and co-ordinate a work group, including the deployment of employees and the monitoring of work to achieve defined objectives 
 Resolve local employee issues and problems 
 Identify local training needs and provide formal on-the-job training 
 Determine and prioritise work activities for a water services function, project or work unit 
 Plan and complete specialist water services activities or projects 
 Assess and recommend changes and improvements to standard operational procedures and guidelines 
 Operate and/or maintain complex equipment 
 Formulate and monitor programs and budgets 
 Provide advice or information in a particular area of expertise 
 Liaise with external organisations and the public to resolve service delivery issues 
 Keep abreast of developments in the relevant area of water services 
 Undertake ongoing skills training to perform a range of water services activities 

INCUMBENT ATTRIBUTES 

 
 

 

 
 
 
 
 
 
 
 
 

Completion of the Certificate IV in Water Industry Operations, or equivalent qualifications combined with substantial experience in a relevant area of work would normally be 
required 
Ability to supervise, monitor and guide employee performance to achieve defined objectives 
Ability to provide formal on-the-job training 
Ability to determine and adapt work priorities and procedures to meet changing requirements and circumstances 
A good knowledge and understanding of the operation and maintenance of complex water supply systems 
High level oral and written communication skills 
Ability to communicate externally regarding sensitive matters of service and cost 
Comprehensive knowledge and understanding of the business, activities and customers of the Authority 

• 

• 
• 
• 
• 
• 
• 
• 






  



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WATER SERVICES BAND D 
 

i Definition: 
Within broadly specified objectives, manage the operations of a medium to large complex district. 

ii Features: 
The work in this Band involves the management of a diverse and inter-related system employing a broad range of personnel. There may be features 
that add to the complexity of operations, such as the use of natural carriers, or there may be a requirement to develop new procedures that are then 
applied in other districts. Features that may not be present in smaller districts include extensive commercial enterprise, storages, salinity control 
works and flood mitigation. The employee would participate in, or chair, Advisory Committee meetings, and represent the Authority on inter agency 
negotiations. Employees shall determine the district works program, resolve conflicting priorities between functional areas, co-ordinate activities 
and deploy employees. The position involves employee management and the assessment of work standards and provision of training. 

iii Qualifications & Experience: 
Employees in this Band would normally have completed the Diploma in Water Industry Operations, supplemented by extensive operational and 
supervisory experience. 

iv Key Differences from Band C: 
The Band D employee is required to manage a number of different functions within a district. An extensive knowledge of the functions managed is 
required to permit the adaptation of existing procedures to changing circumstances, and an involvement in policy development. There is a greater 
requirement to modify practice because of the diverse and complex nature of the functions managed. The approach to problem solving in less 
structured, and entails the consideration of several options. Employees have a high public profile. Completion of the Diploma of Water Industry 
Operations would be expected, compared with partial completion in Band C. 

 

  








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CLASSIFICATION: WATER SERVICES - BAND D - BENCHMARK 
SCOPE OF WORK 
Within broadly specified objectives manage the operations of a medium to large district, characterised by diverse and complex functions and resources or provide specialist 
expert advice to achieve defined objectives 
KEY TASK AREAS 
 Direct activities and priorities across a range of complex water services functions 
 Develop and maintain a diverse work group, including the deployment, training and counselling of employees 
 Undertake strategic project activities addressing complex water services issues and functions 
 Assess and recommend solutions to a range of complex operational and business problems 
 Develop and adapt operational procedures for broader application 
 Formulate and monitor work group or project budgets 
 Contribute to the development of group objectives and policies 
 Provide expert advice or information for and on behalf of the Authority 
 Keep abreast of developments in the relevant area of water services 
 Undertake ongoing skills training to perform a wide range of water services activities 

INCUMBENT ATTRIBUTES 
 Completion of the Diploma of Water Industry Operations, combined with extensive relevant experience would normally be required 
 Extensive expertise and knowledge of functions managed 
 Ability to resolve problems and adapt procedures to meet changing requirements and circumstances 
 Ability to effectively manage diverse and complex functions and resources 
 High level communication skills including presentation, consultation and negotiation skills 
 Business and people management skills and experience 
 A good appreciation of the strategic direction of the Authority 

 
  








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Signatories to the parties of this agreement: 
 

 
----------------------------------------------------------------------------------- 
Signed on behalf of Goulburn Murray Rural Water Corporation - ABN 44 761 336 846 
Name: Charmaine Quick 
Position: Managing Director 
Address: 40 Casey St, Tatura, Victoria 3616 
Date: 28/9/2020 
 
 
 
 
----------------------------------------------------------------------------------- 
Signed on behalf of Community & Public Sector Union - ABN 38 968 067 748 
Name: 
Position: 
Address: 
Date: 
 
 
 
 
----------------------------------------------------------------------------------- 
Signed on behalf of Australian Workers Union - ABN 17 106 150 504 
Name: 
Position: 
Address: 
Date: 
  

Ben Davis

Secretary, Victorian Branch.
685 Spencer Street, West Melbourne.

5 October 2020


1.0ml




 

ehill
Ben Signature

wtownsend
Stamp

wtownsend
Stamp



 
 
                  ABN: 46 761 336 846 
 

 

 

 Our Ref: A3839034   
 

 
 
 
 
 

Leyla Yilmaz 
Fair Work Commissioner 
Fair Work Ombudsman 
GPO Box 9887 
MELBOURNE  VIC  3000 
 

Wednesday 28 October 2020 
 

 

Dear Commissioner Yilmaz, 

Goulburn-Murray Rural Water Corporation Enterprise Agreement 2020 (AG2020/3026) 
Written undertakings under section 190 of the Fair Work Act 2009 
Goulburn-Murray Rural Water Corporation hereby undertakes the following in relation to the 
Goulburn-Murray Rural Water Corporation Enterprise Agreement 2020: 
 
Clause 3.3.2: Trainees and Apprentices 
Goulburn-Murray Rural Water Corporation acknowledges that for the purposes of the BOOT there is 
no direct comparator under the Water Industry Award 2020 for the employment type "Vacation 
Students" and the associated pay classifications aligned with university year level. To address this 
issue, Goulburn-Murray Rural Water Corporation will apply the following to determine the pay for 
vacation students: 
 
Vacation students will be paid the higher of pay rates stipulated under clause 15.2 of the Water 
Industry Award 2020 (age based) and Goulburn-Murray Rural Water Corporation Enterprise 
Agreement 2020 clause 3.3.2 (university year level based). 
Yours sincerely 
 

 
 
Charmaine Quick 
MANAGING DIRECTOR 
 
 
 
 
 
 
 
 
 
 
  

Goulburn- Murray 

WATER 

PO Box 165 Tatura Victoria 3616 Australia a 
reception@gmwater.com.au m 

1aoo 0 13 357 B 
www.gmwater.com.au m 


PO Box 165 Tatura Victoria 3616 Australia reception@gmwater.com.au @ 1800 013 357 www.gmwater.com.au

Goulburn-Murray WATER

1.10

Cases cited by this decision: