Glenorchy City Council Enterprise Agreement 2021

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Fair Work Act 2009 
s.185—Enterprise agreement

Glenorchy City Council
(AG2021/5046)

GLENORCHY CITY COUNCIL ENTERPRISE AGREEMENT 2021

Local government administration

COMMISSIONER LEE MELBOURNE, 19 MAY 2021

Application for approval of the Glenorchy City Council Enterprise Agreement 2021.

[1] An application has been made for approval of an enterprise agreement known as the 
Glenorchy City Council Enterprise Agreement 2021 (the Agreement). The application was 
made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made by Glenorchy 
City Council. 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 as are relevant to this application for approval have 
been met.

[4] The Australian Municipal, Administrative, Clerical and Services Union being a 
bargaining representative for the Agreement, has given notice under s.183 of the Act that it 
wants the Agreement to cover it. In accordance with s.201(2) I note that the Agreement covers 
the organisation.

[2021] FWCA 2857

DECISION


E AUSTRALIA FairWork Commission


















































































































































[2021] FWCA 2857

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[5] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
26 May 2021. The nominal expiry date of the Agreement is 18 May 2025.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

AE511523  PR729968


OF THE FA WORK COMMISSION THE SEA




 



[2021] FWCA 2857

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Annexure A


IN THE FAIR WORK COMMISSION FWC Matter No. AG2021/5046 Applicant: Glenorchy City Council UNDERTAKINGS Glenorchy City Council, in accordance with section 190 of the Fair Work Act 2009, gives the following undertakings with respect to the Glenorchy City Council Enterprise Agreement 2021_("the Agreement"): 1. That the Clause 2.5.2 is replaced with the following: The wages (and related terms and conditions) of Schedule E of the Modern Award (as amended from time to time) shall apply to trainees plus 2%. The wages (and related terms and conditions) of Clause 14 of the Modern Award (as amended from time to time) shall apply to apprentices plus 2%. An apprentice shall be paid the appropriate percentage (from Clause 16 of the Modern Award) of Grade 5 of the Municipal Employees (Country Councils) classification as per Schedule B of this Agreement. Jenny Richardson Richard Director Corporate Services




 




Glenorchy City Council

Glenorchy City Council Enterprise Agreement 2021

GLENORCHY CITY

Where ideas happen.




 

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Undertaking Stamp




TABLE OF CONTENTS

TABLE OF CONTENTS. 2 PART 1 - APPLICATION AND OPERATION OF THE AGREEMENT. 6 Clause 1 TITLE 6 Clause 1.2 COVERAGE AND PARTIES BOUND 6 Clause 1.3 DATE AND PERIOD OF OPERATION 6 Clause 1.4 DEFINITIONS 6 Clause 1.5 RENEGOTIATION OF AGREEMENT .. 7 Clause 1.6 RELATIONSHIP TO PARENT AWARDS 7 Clause 1.7 NO EXTRA CLAIMS ... 8 Clause 1.8 NATIONAL EMPLOYMENT STANDARDS 8 PART 2 - EMPLOYMENT CONDITIONS 9 Clause 2.1 EMPLOYMENT CATEGORIES .. 9 Clause 2.2 FULL-TIME EMPLOYEES .. 9 Clause 2.3 PART-TIME EMPLOYEES 9 Clause 2.4 CASUAL EMPLOYEES 10 Clause 2.5 TRAINEES AND APPRENTICES 12 Clause 2.6 SUPPORTED EMPLOYEES. 13 Clause 2.7 FIXED TERM EMPLOYEES 13 Clause 2.8 PROBATION 13 Clause 2.9 JOB SECURITY 14 PART 3 - HOURS OF WORK AND OVERTIME. 15 Clause 3.1 DAYS ON WHICH ORDINARY HOURS CAN BE WORKED 15 Clause 3.2 SPAN OF ORDINARY HOURS 15 Clause 3.3 EARLY START 15 Clause 3.4 ORDINARY WEEKLY HOURS. . 15 Clause 3.5 MAXIMUM ORDINARY HOURS IN A DAY. 15 Clause 3.6 WEEKEND PENALTY RATES. 16 Clause 3.7 ROSTERED DAY OFF .... LE Glenorchy City Council Enterprise Agreement 2021 9/04/2021 2




 




Clause 3.8 MEAL BREAKS - SCHEDULE A EMPLOYEES. 17 Clause 3.9 MEAL BREAKS - SCHEDULE B AND C EMPLOYEES .. 17 Clause 3.10 WORK BREAKS 17 Clause 3.11 OVERTIME .. 17 Clause 3.12 TIME OFF IN LIEU (TOIL) 18 Clause 3.13 SHIFT WORK .. 18 Clause 3.14 CALL-BACK .. 20 Clause 3.15 ON CALL .. 21 Clause 3.16 REST BREAK AFTER COMPLETING WORK .. 22 PART 4 - SUPERANNUATION. 22

PART 6 - LEAVE 28 Clause 6.1 ANNUAL LEAVE .. 28 Clause 6.2 PURCHASED LEAVE .. 30 Clause 6.3 PERSONAL LEAVE .. 31 Clause 6.4 PAYMENT OF PERSONAL/CARERS LEAVE ON TERMINATION .. 32 Clause 6.5 COMPASSIONATE LEAVE 33 Clause 6.6 PARENTAL LEAVE (UNPAID) ... 35 Clause 6.7 PUBLIC HOLIDAYS 36

PART 5 - ALLOWANCES. 23 Clause 5.1 MEAL ALLOWANCE .. 23 Clause 5.2 FIRST AID ALLOWANCE .. 24 Clause 5.3 STUDY FEES REIMBURSEMENT .. ... 24 Clause 5.4 WASTE MANAGEMENT CENTRE ALLOWANCE 25 Clause 5.5 UNIFORMS .. .. 25 Clause 5.6 HIGHER DUTIES 25 Clause 5.7 ADVERSE WORKING CONDITIONS ALLOWANCE .. 26 Clause 5.8 HANDLING SEWER MATTER .. 27 Clause 5.9 CHIEF FIRE WARDEN ALLOWANCE. 27




 




PART 7 - CONSULTATION AND DISPUTE RESOLUTION 51

Clause 6.8 AUSTRALIAN DEFENCE FORCE RESERVE PAYMENT .. 38 Clause 6.9 COMMUNITY SERVICE LEAVE .. .... 38 Clause 6.10 PAID EMERGENCY SERVICES LEAVE .. 40 Clause 6.11 LONG SERVICE LEAVE .. 41 Clause 6.12 FAMILY & DOMESTIC VIOLENCE LEAVE 43 Clause 6.13 EMPLOYEE SUPPORT BENEFIT 45 Clause 6.14 JURY SERVICE LEAVE .. 45 Clause 6.15 PAID PARENTAL LEAVE 47

Clause 8.1 NOTICE PERIODS 54 Clause 8.2 REDUNDANCY AND REDEPLOYMENT . 55 PART 9 - OTHER MATTERS .... 61 Clause 9.1 INDIVIDUAL FLEXIBILITY ARRANGEMENTS - LONG TERM 61 Clause 9.2 INDIVIDUAL FLEXIBILITY ARRANGEMENTS - SHORT TERM. .. 62 Clause 9.3 RIGHTS OF UNION REPRESENTATIVES . 62 Clause 9.4 LEARNING & DEVELOPMENT .. . 63 Clause 9.5 TRANSFER OF BUSINESS 63 Clause 9.6 JOB ROTATION .. 63 Clause 9.7 INNOVATION AND EMPLOYEE CONTRIBUTION . . 64 Clause 9.8 SALARY SACRIFICE. .. 65 Clause 9.9 PAYROLL DEDUCTION 65 Clause 9.10 INFLUENZA IMMUNISATIONS. 65 Clause 9.11 STARTING AND FINISHING POINT - SCHEDULE B EMPLOYEES 65 CLAUSE 9.12 STARTING AND FINISHING POINT (EMERGENCIES) ... 66 PART 10 - CHILD CARE EMPLOYEES/SCHEDULE C EMPLOYEES .. 67 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 |4

PART 8 TERMINATION OF EMPLOYMENT AND REDUNDANCY 54

Clause 7.1 PREVENTION AND SETTLEMENT OF DISPUTES .. 51 Clause 7.2 CONSULTATION. 52 Clause 7.3 JOINT CONSULTATIVE COMMITTEE. 53 Clause 7.4 POLICY DEVELOPMENT. 53




 




Clause 10.1 CHILD CARE IN SERVICE TRAINING/LEARNING AND DEVELOPMENT .. . 67 Clause 10.2 CHILD CARE CENTRE STAFF MEETINGS .. 67 Clause 10.3 CHILD CARE - ABILITY TO MOVE EXISTING STAFF BETWEEN CHILD CARE SERVICES 67 Clause 10.4 CHILD CARE - PROGRAM PLANNING TIME. .. 67 Clause 10.5 EARLY CHILDHOOD TEACHERS .. 67 Clause 10.6 INFECTIOUS DISEASES LEAVE - CHILDCARE (SCHEDULE C) EMPLOYEES ONLY ..... .. 68 PART 11 - RESERVED MATTERS 69

PART 13 - SCHEDULES. 86 SCHEDULE A .. .. 86 SCHEDULE B. .. 92 SCHEDULE C .. 95

Clause 12.2 SALARY INCREASES 70 Clause 12.3 CLASSIFICATION PROGRESSION 70 Clause 12.4 ANNUAL PERFORMANCE REVIEW - SCHEDULE A AND B EMPLOYEES. 71 Clause 12.5 SCHEDULE A - CLASSIFICATION STRUCTURE. .73 Clause 12.6 SCHEDULE B - CLASSIFICATION STRUCTURE 73




 




Part 1 - Application and Operation of the Agreement

In this Agreement, unless the contrary intention appears: Act means the Fair Work Act 2009 (Cth). Adult Apprentice means an apprentice who is 21 years of age or over at the commencement of their apprenticeship. Base Rate of Pay means the Ordinary Time Rate including any All Purpose Allowances. Child Care Employees means an Employee that is employed in the Council's childcare services. FWC means the Fair Work Commission or any successor. Local Government Entity means a council, local council, county council, municipal council, shire council or other local government body created under or regulated by local government legislation of a State or Territory. Modern Award means the Local Government Industry Award 2020 or any successor Award.

Clause 1.4 DEFINITIONS

Clause 1 TITLE This document shall be known as the Glenorchy City Council Enterprise Agreement 2021 (Agreement) Clause 1.2 COVERAGE AND PARTIES BOUND 1.2.1 The Agreement shall cover: (a) Glenorchy City Council (Council or Employer), (b) Australian Services Union (ASU); and (c) Employees. 1.2.2 This Agreement does not cover or apply to: (a) The General Manager; (b) Directors; (c) Managers who are classified at a Grade of 21 of Schedule A or above Clause 1.3 DATE AND PERIOD OF OPERATION This Agreement shall operate from the seventh day after approval by the Fair Work Commission and will have a nominal expiry date 4 years after the Agreement commences.




 




NES means the National Employment Standards as contained in sections 59 to 131 of the Fair Work Act 2009 (Cth). Ordinary Time Rate means the hourly rate of pay payable to an Employee for his or her ordinary hours of work; but not including any of the following: incentive-based payments and bonuses; loadings; monetary allowances, overtime or penalty rates; any other separately identifiable amounts. Schedule A Employee means an Employee who is engaged within a classification set out in Schedule A of this Agreement. A Schedule A Employee is an Employee who was previously employed in accordance with the Municipal Officers (Glenorchy City Council) Award 2002 and is traditionally referred to as an indoor Employee. Schedule B Employee means an Employee who is engaged within a classification set out in Schedule B of this Agreement. A Schedule B Employee is an Employee who was previously employed in accordance with the Municipal Employees (Country Councils) Award 2002 and is traditionally referred to as an outdoor Employee. Schedule C Employee means an Employee who is engaged within a classification set out in Schedule C of this Agreement. A Schedule C Employee is an Employee who was previously employed in accordance with the Local Government (Community Services) Tasmania Award 2002 and is traditionally referred to as either a childcare Employee or a community services Employee. Clause 1.5 RENEGOTIATION OF AGREEMENT 1.5.1 Prior to the commencement of bargaining for a replacement agreement, Council will provide nominated Employee bargaining representatives with enterprise bargaining training. 1.5.2 The parties agree to meet and commence bargaining of a replacement agreement at least six (6) months prior to its expiry. Clause 1.6 RELATIONSHIP TO PARENT AWARDS This Agreement operates to the exclusion of all industrial instruments (including any award, federal award, transitional federal award, pre-reform federal award, pre-reform certified agreement, a modern award, a preserved state agreement and a notional agreement preserving a state award) other than those listed below. Only for the purpose of the classification of Employees the following Clauses shall apply to the parties to this Agreement: Appendix A of the Municipal Employees (Country Councils - Tasmania) Award 2003 Clause 31 of the Municipal Officers (Glenorchy City Council) Award 2002

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Clause 1.7 £ NO EXTRA CLAIMS The Parties to this Agreement agree that they will not, prior to the nominal expiry date of this Agreement, pursue any extra claims for changes in relation to the matters dealt with by this Agreement. Clause 1.8 NATIONAL EMPLOYMENT STANDARDS This Agreement is to be read in accordance with the NES. Nothing in this Agreement will operate to provide a less favourable outcome for Employees in a particular respect than that provided by the NES.

Where inconsistencies occur between this Agreement and the Modern Award, this Agreement will prevail to the extent of any inconsistency. For the avoidance of doubt, where this Agreement is silent on a matter, the Modern Award shall apply. This Agreement wholly replaces the Glenorchy City Council Enterprise Agreement 2016.




 




(a) full-time; (b) part-time; or casual.

Part 2 - Employment Conditions Clause 2.1 EMPLOYMENT CATEGORIES

2.3.1 The Employer may employ part-time Employees in any classification in this Agreement. 2.3.2 A part-time Employee is an Employee who: (a) works less hours per week than a full-time Employee; (b) has reasonably predictable hours of work; and (c) receives, on a pro rata basis, equivalent pay and conditions to those of full-time Employees who do the same kind of work. 2.3.3 At the time of engagement the Employer and the part-time Employee will agree in writing on a regular pattern of work, specifying the hours worked each day, which days of the week the Employee will work and where practicable the actual starting and finishing times each day. 2.3.4 A part-time Employee's ordinary hours of work may be varied by Agreement between the Employer and Employee without the imposition of any penalty. Notwithstanding the preceding, Glenorchy City Council Enterprise Agreement 2021 9/04/2021 19

(a) ongoing Employee; or (b) fixed term Employee. 2.1.3 At the time of engagement, the Employer will inform each Employee in writing of the terms of their engagement and in particular whether they are to be full-time, part-time or casual.

Clause 2.2 FULL-TIME EMPLOYEES

A full-time Employee is an Employee engaged to work either 38 or 37.5 ordinary hours per week

Clause 2.3 PART-TIME EMPLOYEES

2.1.1 Employees will be employed in one of the following categories:

2.1.2 A full-time Employee or a part-time Employee may be engaged either as a




 




the Employer may vary a part-time Employee's start, finish or meal times, provided that such change is reasonable having regards to the operational requirement of the Employer, and that such a variation shall not reduce the Employee's average ordinary hours. 2.3.5 Where a part-time Employee is offered and accepts more hours than their usual or contracted hours these hours shall not be considered overtime provided that the hours are less than those of a full-time Employee per week and that they occur during the span of ordinary hours. 2.3.6 The Employer is required to roster a part-time Employee for a minimum of 3 hours on any shift. 2.3.7 A part-time Employee is paid an hourly rate for each hour worked, that hourly rate being taken from the appropriate salary and classification in Schedule A, B and C.

Clause 2.4 CASUAL EMPLOYEES 2.4.1 A Casual Employee is an Employee who is engaged and paid as such on an hourly basis, but does not include a part-time or full-time Employee. 2.4.2 Casual Employees will be paid, in addition to the hourly ordinary time rate and rates payable for shift and weekend work on the same basis as a weekly Employee. A Casual Employee shall be paid an additional loading of 25% of the hourly ordinary time rate for the classification in which they are employed as compensation instead of paid leave under this award and the NES. 2.4.3 Penalties, including public holiday penalties and overtime, for Casual Employees will be calculated on the hourly ordinary time rate for the classification in which they are employed exclusive of the casual loading. 2.4.4 On each occasion a Casual Employee is required to attend for work they are entitled to a minimum payment of 2 hours at the appropriate rate. 2.4.5 Right to request casual conversion (a) 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. (b) A regular casual employee is a casual employee who has in the preceding period of 12 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. (c) A regular casual employee who has worked equivalent full-time hours over the preceding period of 12 months'casual employment may request to have their employment converted to full-time employment.




 




(d) A regular casual employee who has worked less than equivalent full-time hours over the preceding period of 12 months'casual employment may request to have their employment converted to part-time employment consistent with the pattern of hours previously worked. (e) Any request under clause 2.4.5 must be in writing and provided to the employer. (f) 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. (g) 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 award -that is, the casual employee is not truly a regular casual employee as defined in clause 2.4.1; (ii) it is known or reasonably foreseeable that the regular casual employee's position will cease to exist within the next 12 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 12 months; (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 12 months which cannot be accommodated within the days and/or hours during which the employee is available to work;or (v) acceptance of the request by a local government would contravene a merit selection employment requirement contained in State or Territory legislation applicable to local governments. (h) For any ground of refusal to be reasonable,it must be based on facts which are known or reasonably foreseeable. (i) 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. (j) 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 7.1 Prevention and Settlment of Disputes. 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. Glenorchy City Counci




 




Clause 2.5 TRAINEES AND APPRENTICES 2.5.1 The Employer may engage an Employee as a trainee or an apprentice. 2.5.2 The wages (and related terms and conditions) of Schedule E of the Modern Award (as amended from time to time) shall apply to trainees. The wages (and related terms and conditions) of Clause 14 of the Modern Award (as amended from time to time) shall apply to apprentices. An apprentice shall be paid the appropriate percentage (from Clause 16 of the Modern Award) of Grade 5 of the Municipal Employees (Country Councils) classification as per Schedule B of this Agreement. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 12

(k) Where it is agreed that a casual employee will have their employment converted to full-time or part-time employment, the employer and employee must discuss and record in writing: (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 2.3. (I) The conversion will take effect from the start of the next pay cycle following such agreement being reached unless otherwise agreed. (m) 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. (n) 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 clause 2.4.5. (o) Nothing in 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. (p) Nothing in clause 2.4.5 requires an employer to increase the hours of a regular casual employee seeking conversion to full-time or part-time employment. (q) An employer must provide a casual employee, whether a regular casual employee or not, with a copy of the provisions of clause 2.4.5 within the first 12 months of the employee's first engagement to perform work. (r) A casual employee's right to request to convert is not affected if the employer fails to comply with the notice requirements in clause 2.4.5




 




2.6.1 The Employer may engage a Supported Employee. 2.6.2 The terms and conditions of Schedule C of the Modern Award (as amended from time to time) shall apply to supported Employees. A Supported Employee shall be paid the percentage of their Council classification based on their assessed capacity in accordance with Schedule C.4.1 of the Modern Award.

2.7.1 Employees may be employed on a fixed-term basis. 2.7.2 Fixed term employment is the employment of an Employee: (a) under a fixed term contract for a specified period of time or for the duration of a specified task with early termination by the completion of the task or as defined by the contract of employment; and (b) where the need to employ arises in the following circumstances: i. to provide specialised skills and competencies not normally needed in the workplace; ii. to provide additional support for a project or other work of limited duration; iii. to replace an Employee temporarily absent from the workplace through long service leave, long term illness or injury, parental leave, study leave or other similar absence. (c) Council shall only offer two (2) fixed term contracts of employment. The maximum term for these two combined contracts is not to exceed two (2) years. for a maximum period of 2 years. This limit shall only apply to fixed term contracts entered into after the operation date of this Agreement. 2.7.3 Fixed Term Employees may be engaged on a full-time or part-time basis. Clause 2.8 PROBATION 2.8.1 New full and part-time Employees will be subject to an initial 3 month probationary period. The period of probation may be extended to a maximum of 6 months (in writing) at the discretion of the Employer. The Employer must provide the Employee 2 weeks notice of an extension of a probation period prior to the expiry of the initial 3 month period. 2.8.2 During the period of probation, the Employer may terminate an Employee's employment by providing the required statutory notice in accordance with Clause 8.1. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 13

Clause 2.7 FIXED TERM EMPLOYEES




 




2.8.3 Likewise, the Employee may terminate his or her employment during the probationary period by providing the equivalent notice as is required of the Employer in accordance with Clause 8.1.

2.9.1 Customer Service and benchmarking will provide the best and most efficient services and in turn this will provide the most effective means of providing Employees with job security. The parties recognise that the achievement of customer satisfaction, quality, productivity, efficiency and flexibility for the Council and job security, career enhancement and improved pay and conditions for Employees is dependent upon the parties to the Agreement fulfilling the commitments made as part of this Agreement. The parties agree to exercise the necessary flexibility, broadness of approach and cooperation to allow the measures and targets outlined in the Agreement to be achieved. Council appreciates that Employees are its most important asset and recognises that its past and future success has been and will continue to be, directly related to the performance of its Employees at all levels. The parties are committed to continually improving the job security of Employees by: a) training and educating Employees and providing retraining where appropriate. b) career development and equal employment opportunity. c) using natural attrition and reallocation after consultation in preference to retrenchment or redundancy. d) providing timely advice to Employees about any significant redeployment of labour. e) the Council endeavouring to manage its workforce in order to minimise the need for involuntary labour reductions in the future. 2.9.2 Council will continue to be a significant Employer and has the objective of being a model Employer where Employee relations are concerned. Consistent with the external environment remaining stable and with the Council continuing to perform the current range of functions and undertaking the current level of service to the community, it seeks an understanding that employment will not increase significantly above the current level




 




3.4.1 The ordinary weekly hours of work are as follows: (a) Schedule A Employees - 37.5 hours per week (b) Schedule B and C Employees - 38 hours per week

Clause 3.3 EARLY START 3.3.1 An Employee who is required to undertake a regular early start and commence their ordinary hours of work between 3.00am and 6.00am will be paid a 15% loading for all hours worked before 7.00am. Where Council requires an Employee to undertake a roster with at least 4 early starts during a week they will be deemed to be a shift worker.

Part 3 - Hours of Work and Overtime Clause 3.1 DAYS ON WHICH ORDINARY HOURS CAN BE WORKED 3.1.1 Except as otherwise provided, days on which an Employee's ordinary hours of work can be worked are Monday to Friday. 3.1.2 For those Employees engaged to work a 7 day roster ordinary hours of work can be worked Monday to Sunday. A 7 day roster will only be implemented by Council for those services that are genuinely required to regularly operate on weekends. An Employee required to work ordinary hours on a Saturday or Sunday shall be entitled to be paid weekend penalty rates in accordance with Clause 3.6. Clause 3.2 SPAN OF ORDINARY HOURS 3.2.1 The span of ordinary hours of work on a day on which ordinary hours can be worked will be between 6.00am and 6.00pm except for Employees engaged in the following roles/work areas: Child Care Services where the span of hours will be 6.00am to 7.00pm. 3.2.2 An Employee may only work ordinary hours outside of the span provided in this Clause if it is accordance with the Early Start Clause 3.3 below

Clause 3.4 ORDINARY WEEKLY HOURS




 




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3.5.1 An Employee may work up to a maximum of 9.5 ordinary hours on any day/shift (excluding unpaid meal breaks).

3.7.1 The hours of work of full-time Employees are arranged in accordance with a Rostered Day Off (RDO) system. 3.7.2 The RDO system operates on a fortnightly basis. 3.7.3 Schedule A Employees work 75 hours (8.33 hours per day) for the first nine days of the fortnight with a RDO to be taken on the 10th day. Schedule B and C Employees work 76 hours (8.5 hours for 8 days and 8 hours for 1 day) for the first 9 days of the fortnight with a RDO to be taken on the 10th day. 3.7 4 Upon commencement the Employer shall advise the Employee which day the RDO is to be taken each fortnight. If due to operational requirements the Employer requires the Employee to change their RDO they shall be given 28 days notice. 3.7.5 Council will look at ways of making RDO's more flexible in order to better meet the needs of customers, the community, Council and Employees. Council will ensure appropriate customer service coverage for each work area. 3.7.6 When a public holiday occurs on a day on which an Employee is on their fortnightly RDO the Employee shall be entitled to a substitute day taken on the next business day unless an alternative agreement is reached in advance with the Employee's Supervisor or Manager

Clause 3.6 £ WEEKEND PENALTY RATES 3.6.1 An Employee who works a 7 day roster in accordance with Clause 3.1 that includes a Saturday and a Sunday will be entitled to the following penalties for all ordinary hours worked: (a) all ordinary hours worked on a Saturday up until 12:00 noon will be paid at the rate of time and a half (ordinary time rate multiplied by 1.5). Ordinary time worked from 12 noon on a Saturday will be paid double time of the minimum hourly rate. Saturday is taken to commence at midnight on Friday and finish at midnight on Saturday; (b) all ordinary hours worked on a Sunday will be paid at the rate of double time (ordinary time rate multiplied by 2). Sunday is taken to commence at midnight on Saturday and finish at midnight on Sunday; and (c) weekend penalty rates for ordinary hours worked in accordance with the above will be paid for the actual time worked on Saturday and/or Sunday.




 




Clause 3.8 MEAL BREAKS - SCHEDULE A EMPLOYEES 3.8.1 Employees that are classified in accordance with Schedule A will not be required to work more than 5 hours without receiving an unpaid meal break of 50 minutes. By agreement with Council, an Employee can take a 30 minute unpaid meal break with a proportional change to the start and finish times. 3.8.2 In the case of unforeseen circumstances, the meal break may be delayed and will be taken as soon as practicable, subject to the observance of appropriate work health and safety standards.

Clause 3.11 OVERTIME 3.11.1 Unless otherwise provided, overtime means all work performed at the direction of the Employer: (a) in excess of the Employee's ordinary weekly hours as specified in Clause 3.4. (b) on days other than ordinary working days as specified in Clause 3.1. (c) in excess of the maximum ordinary hours on any day provided by Clause 3.5. (d) outside of the span of hours as specified in Clause 3.2. 3.11.2 Except as otherwise provided, overtime will be paid at the rate of time and a half for the first 2 hours and double time thereafter (ordinary time rate multiplied by 1.5 for the first 2 hours and then ordinary time rate multiplied by 2 thereafter).

Clause 3.9 MEAL BREAKS - SCHEDULE B AND C EMPLOYEES 3.9.1 Employees that are classified in accordance with Schedule B and C will not be required to work more than 5 hours without receiving an unpaid meal break of at least 30 minutes. 3.9.2 In the case of unforeseen circumstances, the meal break may be delayed and will be taken as soon as practicable, subject to the observance of appropriate work health and safety standards. Clause 3.10 WORK BREAKS 3.10.1 All Employees shall be allowed a period of ten minutes during the first part of the day or shift for a morning tea break without deduction of pay. 3.10.2 Schedule C employees are entitled to a ten (10) minute paid afternoon tea break




 




Afternoon shift means any shift finishing after 6 pm and not later than midnight. Night Shift means any shift finishing subsequent to midnight and not later than 8 am

3.11.3 Overtime worked on a Sunday will be paid at the rate of double time (ordinary time rate multiplied by 2). Overtime worked on a Saturday will be paid at time and one half (ordinary time rate multiplied by 1.5) up until 12:00pm and double time from 12:00pm to 11:59pm. 3.11.4 The payment for overtime rates is calculated on the Employee's hourly ordinary time rate. 3.11.5 In overtime, each day's work stands alone. 3.11.6 Where an Employee is entitled to receive overtime and a loading, both are to be calculated separately on the ordinary time rate. 3.11.7 An Employee who is regularly required to work overtime on a continual basis shall be provided with 24 hours notice if overtime is not required to be worked or be paid at overtime rates until such notice is given. 3.11.8 The maximum overtime rate an employee shall be paid is double time and a half. Clause 3.12 TIME OFF IN LIEU TOIL 3.12.1 Ordinarily an Employee can only accrue TOIL if it has been pre-approved but an Employee will be allowed to accrue TOIL without pre-approval in extenuating circumstances. All taking of TOIL (time off) must be pre-approved. This means that an Employee cannot accrue TOIL except in exceptional and extenuating circumstances or take TOIL without specific permission from their Supervisor or Manager. (a) An Employee may elect, with the consent of the Employer, to take time off instead of payment for overtime. (b) TOIL taken as time off during ordinary hours must be taken at the ordinary time rate, that is an hour off for each hour of overtime worked. (c) Time off instead of payment for overtime must be taken at a mutually convenient time and within 3 months of the overtime being worked. (d) Unless otherwise agreed in writing, an Employer will provide payment at the appropriate overtime rate for any overtime worked where time off has not been taken within 3 months of the overtime being worked upon application by the Employee. Clause 3.13 SHIFT WORK

3.13.1 Definitions




 




Shift worker means an Employee who is regularly rostered to work such hours of work which falls all or in part outside the ordinary spread of hours as prescribed in Part 3 - Hours of Work and Overtime. Seven day shift work means shift work, as defined in this Agreement, where the shifts are rotated on each of the seven days of the week, Saturday to Friday, inclusive. Seven day shift worker means an Employee who works seven day shift work; provided that an Employee who only works day work on any 5 out of 7 days in any week shall be deemed to be a seven day shift worker for the purpose of this Clause. 3.13.2 Hours of work (a) The ordinary hours of work shall be an average of 38 per week and shall not exceed 152 hours in 28 consecutive days.

(c) Shift work may be worked on any day of the week. (d) Twenty minutes shall be allowed to shift workers each shift for rest break, which shall be counted as time worked. (e) Employees for whom a shift allowance is not prescribed elsewhere in this Award and who are required to work on afternoon or night shift shall be paid 15% in addition to their ordinary time rate of pay. (f) The shift allowance prescribed in this Clause shall not apply on Saturday, Sunday, public holidays or overtime. 3.13.3 Saturday, Sunday and Public Holiday rates (a) A shift worker who works on an ordinary rostered shift on a Saturday, Sunday or public holiday shall be paid as follows: Saturday at time and one half (ordinary time rate multiplied by 1.5) up until 12:00pm and double time from 12:00pm to 11:59pm. Sunday - at double ordinary rates (ordinary time rate multiplied by 2) . Public Holidays - at double time and a half ordinary rates (ordinary time rate multiplied by 2.5) Glenorchy City Council Enterprise Agreement 2021 9/04/2021 19

(b) For the purposes of this Clause the ordinary hours of a shift shall not exceed 8 consecutive hours.




 




(b) For the purposes of this Clause in determining whether a shift has been worked or occurs on a Saturday, Sunday or public holiday, it shall be deemed that the shift has been worked on occurs on the day on which the major part of the shift occurs. 3.13.4 Public holidays occurring on a Shift Workers scheduled day-off (a) A shift worker shall be entitled to elect either to be paid at the ordinary rate of pay or to accrue a day's leave for each and every public holiday which falls on a scheduled day off provided that such election shall operate for a minimum period of 12 months. (b) Where such an election occurs, then such time shall not attract annual leave loading or shift work allowance and weekend penalty rates. 3.13.5 Shift Rosters (a) Shift rosters shall specify the commencing and finishing times of ordinary working hours of respective shifts. (b) The method of working shifts and the time of commencing and finishing shifts, once having been determined, may be varied by: agreement between the Employer and the majority of the Employees concerned to suit the circumstances of Council; or in the absence of agreement by 28 days' notice in writing of alteration given by the Employer to the Employees. (c) Unless otherwise mutually agreed, shift rosters shall provide for at least one Sunday off duty in every 28 consecutive days. Clause 3.14 CALL-BACK 3.14.1 An Employee will be deemed to be on a call-back if the Employee is recalled to work overtime after leaving the Employer's premises or worksite without receiving prior notice of the requirement to work overtime before ceasing work. Provided that an Employee will not be deemed to be on call-back where the overtime is continuous with the Employee's ordinary hours. 3.14.2 Any Employee who is called back to work will be paid for a minimum of 4 hours' work at the appropriate overtime rate for each time so recalled. Provided that any subsequent call-backs occurring within 4 hours of a call-back will not attract any additional payment. An Employee working on a call-back will be paid the appropriate overtime rate from the time that such Employee departs to return to work. 3.14.3 Except in the case of unforeseen circumstances arising, the Employee will not be required to work the full 4 hours if the job that the Employee was recalled to perform is completed within a shorter period. This Clause will not apply in cases where the call-back is continuous subject to a reasonable meal break with the commencement of ordinary hours. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 20




 




Clause 3.15 ON CALL 3.15.1 An Employee directed by the Employer to be available for duty outside of the Employee's ordinary working hours will be on call. An Employee on call must be able to be contacted and immediately respond to a request to attend work. 3.15.2 Where the Employee is on call, the Employee will be paid an on call allowance each day as follows: (a) Monday to Friday = $33.30 per day (b) Saturday and Sunday = $44.41 per day (c) Public Holidays $46.18per day 3.15.3 An Employee who is on call and in receipt of an on call allowance will be paid at the appropriate overtime rate for time required to attend work. Actual time worked will be deemed to apply from the time the Employee leaves to attend work. An Employee who is on call and required to attend work shall be paid for a minimum of 3 hours. 3.15.4 An Employee who is in receipt of an on call allowance and available to immediately undertake the following remote response activities: (a) respond to phone calls or messages; (b) provide advice ('phone fixes'); (c) arrange call out/rosters of other Employees; and (d) remotely monitor and/or address issues by remote telephone and/or computer access, will be paid the applicable overtime rate for the time actually taken in dealing with each particular matter. 3.15.5 An Employee remotely responding will be required to maintain and provide to the Employer a time sheet of the length of time taken in dealing with each matter remotely for each day commencing from the first remote response. The total overtime paid to an Employee for all time remotely responding in any day commencing from the first response will be rounded up to the nearest 15 minutes. 3.15.6 The on-call allowance shall be increased in accordance with the following table. Date Monday to Saturday &Sunday Public Holiday Friday Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




4.1.1 Definitions Default Fund Employee means an Employee who has not chosen a fund within the meaning of the Superannuation Guarantee (Administration) Act 1992 (Cth). Defined Benefit Member has the meaning given by the Superannuation Guarantee (Administration) Act 1992 (Cth). 4.1.2 Council is to contribute from 1 July 2005 the entire amount of superannuation contributions payable in respect of each of its Employees (other than Employees who are members of a defined benefit fund) under the Superannuation Guarantee (Administration) Act 1992 to a complying superannuation scheme chosen by an Employee in writing in accordance with the policies and procedures of Council from time to time. The superannuation contribution amount shall be 13% from the date of commencement of employment. In the event of such written selection of a complying superannuation scheme not Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 22

First full pay period in $34.00 $45.34 May 2022 First full pay period in $34.71 May 2023 First full pay period in $35.44 May 2024 Clause 3.16 REST BREAK AFTER COMPLETING WORK 3.16.1 Where overtime work is necessary it shall, wherever reasonably practicable, be so arranged that employees have at least 10 consecutive hours off duty between the works of successive days. 3.16.2 An employee, other than a casual employee, who works so much overtime between the termination of their ordinary work on one day and the commencement of their ordinary work the next day, that they have not had at least 10 consecutive hours off duty between those times shall, subject to this clause, be released after completion of such overtime, until they have had 10 consecutive hours off duty, without loss of pay for ordinary working time occurring during such absence. 3.16.3 If on the instructions of their employer such an employee resumes or continues work without having had such 10 consecutive hours off duty, the employee shall be paid at double rates until the employee is released from duty for such period and the employee shall then be entitled to be absent until they have had 10 consecutive hours off duty, without loss of pay, for ordinary working time occurring during such absence. Part 4 Superannuation Clause 4.1 SUPERANNUATION

$47.15

$47.27

$49.15

$48.14

$46.30




 




being received by Council from the Employee then the contributions are to be paid to a single default industry/'not for profit' fund as determined by Council's Superannuation policy which shall be Spirit Super (formerly Tasplan prior to merger on 1 April 2021). 4.1.3 An Employee may choose in writing a complying superannuation scheme in accordance with the policies and procedures of the Council from time to time into which the Council is to contribute the entire amount of superannuation contribution payable under the Superannuation Guarantee (Administration) Act 1992 in respect of that Employee. 4.1.4 In the event that a written selection of a complying superannuation scheme as specified in sub- Clause 4.1.2 is not received by the Council within 14 days of the commencement of employment of an Employee then the Council is to contribute the entire amount of the superannuation contributions payable under the Superannuation Guarantee (Administration) Act 1992 in respect of that Employee to a single default "industry"/'not for profit' fund as determined by Council's Superannuation policy. An Employee may, at any time, select a complying superannuation scheme as specified in sub-Clause 4.1.3. 4.1.5 Council recognises that Vision Super is the industry superannuation fund for local government Employees. 4.1.6 The Superannuation Guarantee (Administration) Act 1992 stipulates that the current minimum Employer Superannuation Guarantee Contribution (SGC) is 9.5%. If the legislation requires that the Superannuation Guarantee Contribution is to be increased for all employers Council will provide the same increase to the 13% contribution. For example, if the SGC is increased from 9.5% to 10% Council will increase the superannuation contribution from 13% to 13.5%. 4.1.7 Council will pay a superannuation contribution (currently 13%) when an employee (the primary carer) is on Council funded paid parental leave 4.1.8 Council will pay a superannuation contribution (currently 13%) when an employee is receiving wages as part of a workers' compensation claim. Part 5 - Allowances Clause 5.1 MEAL ALLOWANCE 5.1.1 Employees who work more than 2 hours' overtime in a minimum of 10 hours on duty will be paid a meal allowance of $ 16.28. 5.1.2 Where the Employer requires the Employee to continue working for a further 4 hours of continuous overtime work, the Employee will be paid an additional meal allowance of $16.28. 5.1.3 A meal allowance is not payable: (a) where the Employee is only required to work less than the time prescribed; or (b) where a meal is provided by the Employer it will be to the equivalent value of the allowance. 5.1.4 The meal allowance shall be increased in accordance with the following table:




 




First full pay in May 2022 First full pay period in May 2023 First full pay period in May 2024

Date First full pay period in May 2022 $16.50 First full pay period in May 2023 $16.85 First full pay period in May 2024 $17.20 Clause 5.3 STUDY FEES REIMBURSEMENT 5.3.1 Council is committed to optimising opportunities for all staff to improve their level of skills and knowledge to enhance the quality of workplace productivity and staff satisfaction. (a) Department Managers with the Employee considering support for study assistance will consider the following factors: i. Degree of relevance of the course of study to both the current and future needs of the department/business unit and/or Council and the benefits to the individual. ii. The cost to the department/business unit both in monetary terms and in the impact the course of study will have on the staff member's ability to perform their work duties. iii. Degree of flexibility which may be required to enable the individual to meet their study, work and family commitments (b) All study undertaken is to be reflected in the Employees' Learning and Development Agreement and is subject to budgetary constraints. (c) Each Employee receiving study assistance is required to ensure eligibility is maintained. The Department Manager is responsible to ensure that this policy is adhered to Glenorchy City Council Enterprise Agreement 2021 9/04/2021 24

Clause 5.2 FIRST AID ALLOWANCE 5.2.1 Where an Employee who holds an appropriate first aid qualification is appointed by the Employer to perform first aid duty, such an Employee will be paid an additional weekly allowance of $16.16 5.2.2 Clause 5.2.1 will not apply where the requirement to hold a first aid certificate is a requirement of the position. 5.2.3 First aid allowance is payable during periods of paid leave. 5.2.4 The first aid allowance shall be increased in accordance with the following table:

$16.62 $16.97 $17.33




 




Clause 5.5 £ UNIFORMS 5.5.1 Employees directed by the Employer to wear uniforms will be supplied with an adequate number of uniforms appropriate to their role free of cost. These uniforms are to remain the property of the Employer and are to be returned on termination of employment. Clause 5.6 HIGHER DUTIES 5.6.1 Schedule A and C Employees

(d) Council reserves the right to review the progress of each Employee and withdraw its support should it, in its absolute discretion feel that the behaviour or progress of the Employee is not satisfactory. (e) All members of staff except casual Employees are eligible to seek study assistance. 5.3.2 Reviews will be held annually. 5.3.3 Study Assistance Agreement: To document the study conditions agreed upon by the Department Manager and the Employee a Study Assistance Agreement form is to be completed by the Manager. Both parties to the Agreement need to sign the document and then scan and send it to People and Safety for placing on the electronic Learning and Development File. Clause 5.4 WASTE MANAGEMENT CENTRE ALLOWANCE 5.4.1 An Employee working at the Waste Management Centre will be paid an additional hourly allowance of $1.30 per hour for all hours (including overtime) working at the Waste Management Centre. 5.4.2 This allowance compensates for the nature of the working conditions that exist at a waste depot An Employee in receipt of this allowance is not entitled to a further allowance relating to sewerage, deceased animals, syringes or other offensive materials as per Clause 5.7 and Clause 5.8. 5.4.3 The waste management centre allowance shall be increased in accordance with the following table: Date Waste Management Centre Allowance First full pay period in May 2022 $1.33 First full pay period in May 2023 $1.36 First full pay period in May 2024 $1.39




 




Clause 5.7 ADVERSE WORKING CONDITIONS ALLOWANCE 5.7.1 Council will pay a $11.10 per day allowance for an Employee who is required to undertake the following activities which have been determined to be adverse working conditions: (a) Pick up and dispose of a syringe (b) Clean the street sweeper after use (c) Handle and remove a live snake from a premise (d) Handle a deceased animal (e) Undertake a seizure, from private property or person, of a Declared Dangerous Dog or a dog which is alleged to have attacked a person or animal and caused serious injury. (Serious injury as defined in the Dog Control Act 2000). 5.7.2 An Employee is only entitled to claim a maximum of one allowance per day regardless of the number of above activities that they undertake in a day Glenorchy City Council Enterprise Agreement 2021 9/04/2021 26

A Schedule A Employee who is offered to relieve in a higher level position where the Employee is required to perform the substantive functions of the role for 3 consecutive days within the regular working pattern / hours of work or more will be paid at the higher hourly ordinary time rate for the classification pursuant to Schedule A. 5.6.2 Schedule B Employees A Schedule B Employee who is directed or appointed to relieve in a higher level position where the Employee is required to perform the substantive functions of the role for up to 2 hours in any one day will be paid at the higher classification rate of time so worked, and if for more than 2 hours shall be paid the higher classification rate for one day pursuant to Schedule B. 5.6.3 General Higher Duty Conditions i. Subject to Sub-Clause ii. higher duties will not be paid when the relieving Employee is absent on leave. ii. Where an Employee performs higher duties and is in receipt of a higher hourly ordinary time rate of pay for 3 continuous months or more immediately prior to commencing a period of paid annual leave or paid personal/carer's leave the leave shall be paid at the higher hourly ordinary time rate of pay. iii. The amount of annual leave or personal/carer's leave that is paid at the higher hourly ordinary time rate of pay shall be proportional to the amount of annual leave or personal/carer's leave accrued whilst performing higher duties. iv. Higher duties shall be for a maximum period of six (6) months




 




5.7.3 An Employee seeking to claim the allowance must follow the appropriate process as per the applicable Form/Timesheet. 5.7.4 For the life of this Agreement in the first full pay period in May each year Council will pay all Schedule B employees a one-off payment of $500 in recognition of the environmental conditions they may experience in their daily duties. Schedule A employee will be eligible for the one off $500 payment if their job requires them on a weekly basis to be exposed to similar environmental conditions to those experienced by Schedule B employees. Applications for allowance payment for schedule A employees to be supported by their section Manager and approved by People and Culture 5.7.5 The adverse working conditions allowance shall be increased in accordance with the following table:

Clause 5.8 HANDLING SEWER MATTER 5.8.1 An Employee required to perform any work connected with sewerage blockage, septic tank blockage, sewerage-logged trenches, sewerage pits or other related circumstances, which involves handling or working in direct contact with sewerage matter, shall be paid double time (ordinary time multiplied by 2) for each hour whilst so engaged, for a minimum of one (1) hour. 5.8.2 Employees who clean toilets or amenity blocks or deal with sewerage matter as part of their regular duties on a day to day basis are excluded in respect of the matter in the above Clause except where severe blockages have resulted in faecal matter inundating floor areas. 5.8.3 In normal circumstances the allowance is to be agreed to (i.e. approved) by the Employee's Manager/Supervisor prior to the work being undertaken, and certified by the Employee's Manager/Supervisor on the daily timesheet apart from where exceptional circumstance apply that do not allow such approval to be given in advance. Clause 5.9 CHIEF FIRE WARDEN ALLOWANCE 5.9.1 Where an Employee who is appointed to the position of Chief Fire Warden for a Council facility building, such an Employee will be paid an additional weekly allowance of $16.16. 5.9.2 Chief Fire Warden allowance is payable during periods of paid leave.

Date Adverse Working Conditions Allowance First full pay period in May 2022 $11.33 First full pay period in May 2023 $11.57 First full pay period in May 2024 $11.81




 




Date First full pay period in May 2022 $16.50 First full pay period in May 2023 $16.85 First full pay period in May 2024 $17.20 Clause 5.10 HEALTH & SAFETY REPRESENTATIVE ALLOWANCE 5.10.1 Where an Employee is appointed to the position of Health & Safety Representative (HSR), the Employee will be paid an additional weekly allowance of $16.16. 5.10.2 The HSR allowance shall be increased in accordance with the following table:

5.9.3 The Chief Fire Warden Allowance shall be increased in accordance with the following table:

Part 6 - Leave Clause 6.1 ANNUAL LEAVE 6.1.1 A Full-time Employee is entitled to 4 weeks of annual leave for each year of service based on their ordinary hours of work (38 or 37.5 per week). In the case of a part-time Employee, a pro-rata amount shall be accrued based on the number of hours worked as a percentage of the full-time equivalent. 6.1.2 A shift worker will accrue an additional 38 hours annual leave for each year of service. For the purpose of this Clause 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 seven days of the week; and (b) who is regularly rostered to work on Sundays and public holidays.

Date Health & Safety Representative Allowance First full pay period in May 2022 $16.50 First full pay period in May 2023 $16.85 First full pay period in May 2024 $17.20




 




(c) Where an Employee with 12 months' continuous service is engaged for part of the 12 monthly period as a shift worker, that Employee must have their annual leave increased by half a day for each month the Employee is continuously engaged as a shift worker. Employees who are on-call on Sundays and public holidays are excluded from this Clause. 6.1.3 Annual leave accrues progressively, and will accumulate from year to year. 6.1.4 Employees will be paid their hourly ordinary time rate of pay during periods of annual leave for the hours so taken. 6.1.5 Annual leave entitlements shall be paid in accordance with the normal fortnightly pay arrangements. 6.1.6 The Employee will be paid an annual leave loading of 17.5% calculated on the Employee's ordinary time rate of pay in addition to payment for annual leave provided. Annual leave loading applies to the payment of unused annual leave on termination of employment. 6.1.7 An Employer may require an Employee to take annual leave by giving at least 4 weeks' notice in the following circumstances: (a) as part of a Christmas/New Year close-down of its operations (depending on specific department requirements Council may choose to only close down part of its operations) ; or (b) where more than 8 weeks' leave is accrued, provided that the Employee retains a balance of at least 6 weeks. Before requiring an Employee to take annual leave the Employer will request the Employee submit an annual leave plan that reduces the balance by a sufficient amount within a 3 month period from the date of the request. The 3 month period may be extended if there are special circumstances for the accrual of additional leave. If the Employee fails to submit a plan or reduce their annual leave balance the Employer can direct the Employee to take leave by providing the required notice. 6.1.8 An Employee may agree with their Employer to take annual leave in advance of an entitlement accruing under this Agreement. The Employer may deduct from the Employee's termination payments, leave taken in advance where the entitlement to that leave has not accrued as at the date of termination by agreement with the Employee. This will be recorded in writing prior to the advanced annual leave being taken. 6.1.9 Unused Annual Leave (including annual leave loading) is paid out on termination of employment. 6.1.10 If a public holiday falls within a period of an Employee's leave, annual leave must not be deducted for that public holiday. 6.1.11 If, during a period of annual leave, the period includes any personal/carer's leave, compassionate leave, or community service leave, the Employee is taken not to be on paid annual leave for the period of that leave. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 29




 




Work Period Percentage of Normal Purchased Leave Period Salary Payable One year 92.3% 4 weeks 6.2.3 All employment conditions, entitlements and accruals shall apply during a period of purchased leave. Purchased leave shall be exclusive of public holidays. An Employee who becomes ill during a period of purchased leave shall be entitled to take personal leave provided there is an accrued entitlement. 6.2.4 Purchased leave arrangements will be suspended during any period of incapacity for which the Employee is entitled to compensation under the Workers Rehabilitation and Compensation Act 1988, during which time the Employee reverts to normal wages/salary. 6.2.5 Any accrued purchased leave not taken shall be either paid back at the end of one year or payable on termination. 6.2.6 Purchased leave arrangements will be approved on an annual basis and a new arrangement will not be entered into until the Employee has taken the previous years entitlement. 6.2.7 Leave purchased under this provision does not attract leave loading because this leave is not annual leave. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 1 30

When taking personal/carer's leave compassionate leave or community service leave during a period of annual leave, the Employee must provide evidence to the Employer that would satisfy a reasonable person. 6.1.12 An Employee may request to cash out their annual leave entitlement. Any such request requires the approval from their Director. Paid annual leave must not be cashed out if the cashing out would result in the Employee's remaining accrued entitlement to paid annual leave being less than 4 weeks. Each cashing out of a particular amount of paid annual leave must be by a separate agreement in writing between the Employer and the Employee. 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. Clause 6.2 PURCHASED LEAVE 6.2.1 At the initiative of the Employee and by mutual agreement the Employee may purchase a pre- determined period of additional leave. The purchase of an additional period of leave is subject to the approval of the Director. 6.2.2 The Employee, by taking a reduction in normal salary in one year, will become entitled at the end of that year to up to a maximum of 4 weeks purchased leave during which they will be paid salary at the same reduced rate as follows:




 




Clause 6.3 PERSONAL LEAVE 6.3.1 Personal Leave shall be in accordance with the NES. A reference to Personal Leave shall mean Personal/Carer's leave. (a) For each year of service with the Employer the Employee is entitled to 10 days of paid personal/carer's leave. Council will preserve entitlements for Existing Employees who immediately prior to the commencement of this Agreement had an entitlement to accrue 12 days personal/carer's leave per annum (on the condition that the Employee has been continuously employed by Council since no later than 27 June 2002). (b) An Employee's entitlement to paid personal/carer's leave accrues progressively during a year of service according to the Employee's ordinary hours of work, and accumulates from year to year.

i. A spouse, child, parent, grandparent, grandchild or sibling of the Employee; or ii. A child, parent, grandparent, grandchild or sibling of a spouse of the Employee. Child means includes an adopted child, a stepchild, an ex-nuptial child and an adult child. De facto spouse, of an Employee, means a person who lives with the Employee as the Employee's partner, including same sex partner, on a genuine domestic basis although not legally married to the Employee. Spouse includes a former spouse, a de facto spouse and a former de facto spouse. 6.3.4 If an Employee takes a period of paid personal leave the Employer will pay the Employee at the Employee's ordinary time rate of pay. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 31

6.3.2 An Employee may take paid personal leave if the leave is taken: (a) Because the Employee is not fit for work because of a personal illness, or personal injury, affecting the Employee; or (b) 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. i. A personal illness, or injury, of the member; or ii. An unexpected emergency affecting the member.

6.3.3 For the purposes of Clause 6.3.2:

Immediate family means:




 




6.3.5 The Employer is not required to grant personal leave entitlements for any period during which the Employee is absent from work because of a personal illness or injury for which the Employee receives workers compensation payments. 6.3.6 For the purposes of this Clause the Employee must provide the Employer with the required notice or documentation. These sections do not apply to an Employee who could not comply with the notice or documentation requirement because of circumstances beyond the Employee's control 6.3.7 The Employee must notify their immediate Supervisor as soon as is reasonably practicable by written communication (email or text message) or telephone one hour before their normal start time for that day that he/she will be absent from Employment due to a personal illness or injury. Where possible the Employee should state the nature of the illness or injury and the estimated length of their absence. Wherever practicable, such notification should be provided on the previous day so as to enable the Employer to make alternative staffing arrangements. 6.3.8 If the Employee is unable to attend work for reasons of personal illness or injury for a period the Employer may request the Employee to supply evidence in the form of a certificate from a registered health professional, pharmacist issued medical certificate or statutory declaration. An Employee will not be required to provide evidence for five single day absences per annum. . 6.3.9 If the period during which an Employee takes paid personal leave includes a day or part-day that is a public holiday as defined Clause 6.7.2 then the Employee is taken not to be on paid personal leave on that public holiday. 6.3.10 An additional 2 days of unpaid carer's leave will be available for an Employee who has used up their personal/carer's leave entitlement, and for casual Employees. (a) Unpaid carer's leave can be taken in a single unbroken period of 2 days or, if the Employer and Employee can't agree, in separate periods, for example 4 half-days. However, unpaid leave will be conditional on the Employee not having any accumulated paid carer's leave or other authorised leave for caring purposes. (b) A period of unpaid carer's leave does not break an Employee's continuity of service. However, it does not count as service. Clause 6.4 PAYMENT OF PERSONAL CARERS LEAVE ON TERMINATION 6.4.1 Notwithstanding anything contained in the Modern Award or the Fair Work Act 2009, and subject to the exceptions outlined below, it is agreed that upon termination, Employees shall be paid the cash equivalent of 25% of any unused accumulated personal/carer's leave Employee at the time of the termination. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 32




 




6.4.2 This Clause will not apply if: (a) an Employee resigns but does not give the Council the period of notice required under this Agreement or the employment contract or a lesser period where mutually agreed; or (b) the Council terminates the employment for reasons of the Employee's misconduct, performance or redundancy; or (c) the Employee is a Fixed Term Employee.

Immediate family means: · a spouse, defacto spouse, same-sex spouse, former spouse, former de facto spouse, child (including foster, adopted or step child), grandparent, grandchild or sibling of an employee or de facto partner any person to whom the employee is owed a similar moral duty by the employee this definition includes those owed a similar duty under aboriginal kinship rules or where there is a relationship or obligations under the customs and traditions of the community or group to which the employee belongs Child includes an adopted child, a stepchild, an ex-nuptial child and an adult child. De facto spouse, of an Employee, means a person who lives with the Employee as the Employee's partner, including same sex partner, on a genuine domestic basis although not legally married to the Employee. Household member is any person who lives with the employee. Spouse includes a former spouse, a de facto spouse and a former de facto spouse. Significant Relationship means a relationship that exists outside of the family members previously defined, however it is a person with whom an employee can demonstrate having a significant relationship that would cause the employee to be placed in a similar situation to a family member on the occasion of their death or diagnosis with a serious illness or injury. This would mean an Glenorchy City Council Enterprise Agreement 2021 9/04/2021 33

Clause 6.5 COMPASSIONATE LEAVE 6.5.1 Compassionate Leave shall be in accordance with the NES. An Employee is entitled to 3 days paid leave per occasion, when a member of the Employee's immediate family, household member or a person in a significant relationship with the employee contracts or develops a personal injury or illness that poses a serious threat to their life or dies. 6.5.2 Compassionate leave does not apply if it coincides with any other period of leave under this Agreement. 6.5.3 Definitions




 




Employee who can demonstrate a 'Significant Relationship' would have access to Compassionate leave as currently defined in Clause 6.5 6.5.4 An Employee may take compassionate leave for a particular permissible occasion if the leave is taken: (a) to spend time with the member of the Employee's immediate family, household or person in a significant relationship who has contracted or developed the personal illness, or sustained the personal injury, referred to in section 6.5.1; or (b) after the death of the member of the Employee's immediate family, household or person in a significant relationship referred to in section 6.5.1. 6.5.5 An Employee may take compassionate leave for a particular permissible occasion as: (a) a single continuous 3 day period; or (b) 3 separate periods of 1 day each; or (c) any separate periods to which the Employee and Council agree. 6.5.6 If the permissible occasion is the contraction or development of a personal illness, or the sustaining of a personal injury, the Employee may take the compassionate leave for that occasion at any time while the illness or injury persists. 6.5.7 The Employee must give Council as soon as practicable notice of the taking of compassionate leave and advise the Employer of the period, or expected period, of the leave. 6.5.8 An Employee who has given Council notice of the taking of compassionate leave must, if required by Council, give Council evidence that would satisfy a reasonable person that the leave is taken for a permissible occasion. 6.5.9 An Employee is not entitled to take compassionate leave unless they comply with the requirements of this Clause. 6.5.10 An additional 1 days of compassionate leave shall be automatically granted if interstate / international travel is required. 6.5.11 If an Employee in taking Compassionate Leave is required to spend excessive time travelling the Employee may apply to the General Manager for additional paid Compassionate Leave. Excessive travelling time means where an Employee is required to spend at least 24 hours in transit during a period of Compassionate leave. The General Manager may request reasonable evidence of excessive travel requirements prior to granting a request. 6.5.12 The parties recognise that not all relationships in a contemporary sense are captured by traditional measurement. If the relationship is not recognised by the Agreement, a number of factors which can, where relevant, be used to prove the existence of a significant relationship: a) The duration of a relationship; b) The nature and extent of common residence; c) The degree of financial dependence or interdependence, and any arrangements for financial support, between the parties; d) The joint ownership, use and acquisition of property; e) The degree of mutual commitment to a shared life; f) The care and support of children; Glenorchy City Council Enterprise Agreement 2021 9/04/2021 34




 




g) The performance of household duties; h) The reputation and public aspects of the relationship; and i) Any other relevant factor It is not necessary to satisfy all of the above criteria to establish that a relationship is a significant relationship. Council may need to be satisfied that a significant relationship exists between the parties will apply the relevant criteria on a case by case basis. 6.5.13 In the event of an employee suffering a miscarriage Council recognises the significant effect this will cause. An employee may take up to two (2) weeks paid compassionate leave to deal with the loss of the baby. This shall be leave in one block it is not to be taken as single days. The employee shall provide a evidence to support the absence. Clause 6.6 PARENTAL LEAVE UNPAID 6.6.1 Parental leave shall be in accordance with the NES. 6.6.2 An Employee is entitled to 12 months of unpaid parental leave if: (a) the leave is associated with the birth of a child of the Employee or the Employee's spouse or de facto partner; or (b) the placement of a child with the Employee for adoption and the Employee has or will have a responsibility for the care of the child. 6.6.3 An Employee must give his or her Employer written notice of the taking of unpaid parental. The Employee must give the notice to the Employer: (a) at least 10 weeks before starting the leave, unless subparagraph (ii) applies; or (b) if the leave is to be taken in separate periods of concurrent leave and the leave is not the first of those periods of concurrent leave then 4 weeks before starting the period of concurrent leave; or (c) if that is not practicable -- as soon as practicable (which may be a time after the leave has started). 6.6.4 The notice must specify the intended start and end dates of the leave. 6.6.5 At least 4 weeks before the intended start date specified in the notice the Employee must: (a) confirm the intended start and end dates of the leave; or




 




Clause 6.7 PUBLIC HOLIDAYS 6.7.1 Public Holidays shall be in accordance with the NES. 6.7.2 Full-time and Part-time Employees are entitled to the following holidays with pay: New Year's Day Australia Day Regatta Day Labour Day Good Friday Glenorchy City Council Enterprise Agreement 2021 9/04/2021

(b) advise the Employer of any changes to the intended start and end dates of the leave; unless it is not practicable to do so. 6.6.6 An Employee who has given his or her Employer notice of the taking of unpaid parental leave must, if required by the Employer, give the Employer evidence that would satisfy a reasonable person: (a) if the leave is birth-related leave -- of the date of birth, or the expected date of birth, of the child; or (b) if the leave is adoption-related leave: of the day of placement, or the expected day of placement, of the child; and ii. that the child is, or will be, under 16 as at the day of placement, or the expected day of placement, of the child. 6.6.7 An Employer may require the evidence to be a medical certificate. 6.6.8 An Employee is not entitled to take unpaid parental leave unless the Employee complies with this Clause. 6.6.9 Employees who experience premature births or other birth-related complications that result in their newborn having to stay in hospital or being hospitalised immediately after birth can agree with Council to put their unpaid parental leave on hold. The employee may return to work and the period when they are back at work will not be deducted from their unpaid parental leave. The employee can then resume their unpaid parental leave at the earliest of: a time agreed with their employer the end of the day when the newborn is discharged from the hospital, or if the newborn dies, the end of the day when the newborn dies.




 




Easter Monday Easter Tuesday ANZAC Day Queen's Birthday Local Show Day Christmas Day Boxing Day

Where ANZAC Day falls on a weekend, a day in lieu will not be observed. Council will provide an additional public holiday if the Statutory Holidays Act 2000 (TAS) is amended to include an additional Statutory Holiday that will be generally observed as a paid public holiday in Tasmania. 6.7.3 If an Employee is not required to work on a public holiday, the Employer will pay each Employee at his or her ordinary rate of pay. If a public holiday falls on a day that an Employee does not ordinarily work they are not entitled to any payment. For example, if a part-time Employee is not rostered on to work on Monday, they are not entitled to payment for any public holidays that fall on a Monday. 6.7.4 Where a public holiday falls on a regularly scheduled day off for an Employee who works a 7 day roster or who is a shift worker they shall be provided with an additional scheduled day off on the next business day. 6.7.5 Where an Employee is required to work on a public holiday they will be paid at the rate of double time and a half (ordinary time rate multiplied by 2.5) for the actual hours worked. 6.7.6 Where an Employee is required to work on the observed public holiday they will be paid at the rate of double time and a half (ordinary time rate multiplied by 2.5) for the actual hours worked. An Employee who works on an observed and actual public holiday will be paid the penalty rate for working on the observed public holiday, but not both. 6.7.7 An Employer and Employee may agree to substitute a public holiday as provided by the NES with an alternative day. 6.7.8 When a public holiday occurs on a day on which an Employee is on their fortnightly RDO the Employee shall be entitled to a substitute day taken on the next business day unless an alternative agreement is reached in advance with the Employee's Manager. 6.7.9 The request to work on a public holiday must be reasonable. The Employee may refuse the request to work on a public holiday if the request is unreasonable or the refusal is reasonable. For the purpose of this Clause the following must be taken into account when determining what is reasonable or unreasonable: (a) The nature of the Employers workplace or enterprise (including operation requirements), and the nature of the work performed by the Employee; Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 37




 




Clause 6.9 COMMUNITY SERVICE LEAVE 6.9.1 An Employee who engages in an eligible community service activity is entitled to be absent from his or her employment for a period if the period consists of one or more of the following: (a) time when the Employee engages in the activity; (b) reasonable travelling time associated with the activity; (c) reasonable rest time immediately following the activity. 6.9.2 Unless the activity is jury service as provided for in clause 6.14 the Employee's absence is reasonable in all the circumstances. 6.9.3 Meaning of eligible community service activity Glenorchy City Council Enterprise Agreement 2021 9/04/2021

(b) The Employees personal circumstances, including family responsibilities; (c) Whether the Employee could reasonably expect that the Employer might request the Employee to work on the public holiday; (d) Whether the Employee is entitled to receive overtime payments that reflects an expectation of work on the public holiday; (e) The type of employment of the Employee; (f) The amount of notice in advance given to the Employee by the Employer; (g) The amount of notice provided by the Employee to the Employer when refusing the request; and (h) Any other relevant matter. 6.7.10 For employees who are required to work on Good Friday or Christmas Day they shall be paid at the rate of double time and a half for the hours worked and additionally be entitled to time off in lieu for the hours worked on either of those days. Clause 6.8 AUSTRALIAN DEFENCE FORCE RESERVE PAYMENT 6.8.1 An Employee who is a member of the Australian Defence Force (ADF) Reserve who undertakes ADF Reserve activities during a period of unpaid leave shall be entitled to a payment from Council. 6.8.2 The Employee shall be paid the difference between the ADF service pay and the ordinary rate of remuneration as an Employee of the Council. The Employer shall pay to the Employee the amount of the difference between the ordinary remuneration and the service pay for a maximum of 2 weeks per annum. 6.8.3 Any such absences shall be treated as continuous service with the Council for all purposes.




 




Eligible community service activity means: i. a voluntary emergency management activity (see subsection (b) below); or ii. an activity prescribed in regulations made for the purpose of subsection 6.9.5 below 6.9.4 Voluntary emergency management activities (a) 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 (whether or not the Employee directly or indirectly takes or agrees to take an honorarium, gratuity or similar payment wholly or partly for engaging in the activity); and iii. the Employee is a member of, or has a member-like association with, a recognised emergency management body; and iv. either 1. the Employee was requested by or on behalf of the body to engage in the activity; or 2. no such request was made, but 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. (b) A recognised emergency management body is: i. a body, or part of a body, that has a role or function under a plan that: 1. is for coping with emergencies and/or disasters; and 2. is prepared by the Commonwealth, a State or a Territory; 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: 1. securing the safety of persons or animals in an emergency or natural disaster; or 2. protecting property in an emergency or natural disaster; or 3. otherwise responding to an emergency or natural disaster; or (c) a body, or part of a body, prescribed by the regulations; but does not include a body that was established, or is continued in existence, for the purpose, or for purposes that include the purpose, of entitling one or more Employees to be absent from their employment under this Division. 6.9.5 Regulations may prescribe other activities Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




The Fair Work Regulations may prescribe an activity that is of a community service nature as an eligible community service activity. 6.9.6 Payment of Employees (other than casuals) engaged in a Voluntary Emergency Management Activity Council will pay an Employee engaged in voluntary emergency management activity as defined above the Employee's ordinary time rate of pay for the first 2 days of any periods of absence for the purpose of performing those voluntary activities. If the Employee elects to make up any additional leave (in excess of the 2 paid days), future RDO's, annual leave and/or accrued TOIL are to be used for the making up of time. 6.9.7 Notice and evidence requirements Notice An Employee who wants an absence from his or her employment to be covered by this Clause must give his or her Employer notice of the absence. The notice: (a) must be given to the Employer as soon as practicable (which may be a time after the absence has started); and (b) must advise the Employer of the period, or expected period, of the absence. Evidence An Employee who has given his or her Employer notice of an absence under subsection (a) must, if required by the Employer, give the Employer evidence that would satisfy a reasonable person that the absence is because the Employee has been or will be engaging in an eligible community service activity. Com liance An Employee's absence from his or her employment is not covered by this Clause unless the Employee complies with this Clause. Note: Personal information given to an Employer under this section may be regulated under the Privacy Act 1988. Clause 6.10 PAID EMERGENCY SERVICES LEAVE 6.10.1 In addition to the provisions in the Community Services Leave Clause Council will provide Employees a separate Paid Emergency Services Leave. An Employee cannot claim paid leave under this Clause and the Community Services Leave Clause 6.9 for the same period of absence. Only one form of paid leave can be applied to any absence. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 40




 




6.10.2 Where Employees are involved as volunteers for emergency services such as SES, Fire Brigade and Ambulance they will be allowed to take leave to attend emergencies in Council's municipal area An Employee will be paid as normal for any leave taken in accordance with this Clause. 6.10.3 Conditions that apply include: (a) An official call must be received from the respective emergency service for the assistance. (b) Rest period between call outs after normal work hours and commencement of work are to be adhered to as per call out conditions.

Clause 6.11 LONG SERVICE LEAVE 6.11.1 Employees will be entitled to Long Service Leave in accordance with the provisions of the Local Government (Building and Miscellaneous Provisions) Act 1993 or successive legislation. 6.11.2 Upon the completion of 10 years continuous service an Employee shall be entitled to 13 weeks long service leave. 6.11.3 The entitlement to 13 weeks long service leave may be accessed in smaller blocks of a minimum duration of 2 weeks. Any additional entitlement to long service leave taken after the 13 week entitlement is exhausted may be accessed in a minimum duration of 1 week. 6.11.4 Payment in lieu of up to 50% of long service leave shall occur for any Employee who becomes eligible for long service leave when the following points are met: (a) Both the Manager and Employee agree to the payment of a proportion of long service leave not exceeding 50% of the entitlement, upon the taking of the remainder of long service leave not paid out in cash. (b) Either party can raise the option of payment in lieu of long service leave when an Employee has long service leave due. (c) An agreement between an Employee and the Employer is then made. The agreement will be in writing and will be placed on the Employee's personnel file. (d) Agreement must be reached within 3 months of long service leave falling due and must specify when the long service leave will be taken. (e) Payment in lieu of long service leave will be made at the Employee's ordinary hourly rate. (f) Payment in lieu of long service leave will be made where practicable on the last pay day before the commencement of long service leave providing reasonable notice is given. 6.11.5 Pro-rata long service leave after 7 years but prior to 10 years is payable to an Employee in the circumstances listed below :- (a) ceases employment because of ill health; or (b) ceases employment to care for an immediate member of their family due to ill health; or Glenorchy City Council Enterprise Agreement 2021 9/04/2021 1 41




 




n

(c) ceases employment due to a ecessity to move their primary residence away from Southern Tasmania to maintain existing domestic living arrangements. (i.e. The Employee's partner has their job transferred to the mainland); or (d) ceases employment entirely for the purpose of becoming a full-time carer for a child under the age of 12; or (e) ceases employment for the purpose of retirement where the Employee has met one of the following criteria: i. Qualify for the aged pension as determined by the Federal Government. ii. Entered into a formal transition to retirement plan with Council. iii. Enters into a legally binding commitment with Council confirming they are retiring from the workforce. 6.11.6 The process to access the pro-rata payment is that the General Manager may, at his or her discretion, on application from or on behalf of an Employee, grant access to pro-rata long service leave to an Employee who has completed 7 years continuous service. Applications for such access must be accompanied by documented evidence supporting the claim from a registered treating medical practitioner stating that the Employee is to resign due to ill health or is to provide the primary care for the family member suffering from the illness or injury or a statutory declaration confirming the necessity to cease employment. The General Manager may request additional information to assist in the decision making process. 6.11.7 Once an Employee has completed 10 years continuous service long service leave shall continue to accrue on the equivalent pro-rata basis of 13 weeks for each 10 years of service. After each subsequent 12 month period an Employee shall become entitled to a further period of long service leave based on their accrual over the previous 12 months of continuous service. 6.11.8 On completion of 10 years service an Employee shall be entitled to a pro-rata payment of long service leave on termination of employment in all circumstances. 6.11.9 If an Employee who has completed at least 7 years of continuous employment dies then Council will make a pro-rata long service leave payment to the estate of the deceased. 6.11.10 An employee may elect to take their 13 weeks long service leave in the following ways, in both cases the employees long service leave accrual will reduce by 13 weeks: a) Half the accrued time (6.5 weeks) at double the pay rate b) Double the accrued time (26 weeks) at half pay. If employees apply for this form of leave the employee must give a minimum of three (3) months notice to Council of the intention to take long service leave




 




Clause 6.12 FAMILY & DOMESTIC VIOLENCE LEAVE 6.12.1 General Principles Council recognises that Employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. Council is committed to providing support to staff that experience family and domestic violence. Understanding the traumatic nature of family and domestic violence Council will support their Employees if they have difficulties performing tasks at work. No detrimental action will be taken against an Employee on the basis that they have accessed Family and Domestic Violence Leave. 6.12.2 Definition of Family and Domestic Violence (a) For the purpose of this Clause, family and domestic violence is defined as any violent, threatening or other abusive behaviour by a person against a member of the person's family or household (current or former). To avoid doubt, this definition includes behaviour that: i. is physically or sexually abusive; or ii. is emotionally or psychologically abusive; or iii. is economically abusive; or iv. is threatening; or V. is coercive; or vi. in any other way controls or dominates the family or household member and causes that person to feel fear for their safety or wellbeing or that of another person; or (b) causes a child to hear or witness, or otherwise be exposed to the effects of, such behaviour 6.12.3 Family and Domestic Violence Leave (a) A permanent Employee, experiencing family and domestic violence is entitled to 10 non- accruing days per year of paid family and domestic violence leave for the purpose of: i. attending legal proceedings, counselling, appointments with a medical or legal practitioner; or ii. relocation or making other safety arrangements; or iii. other activities associated with the experience of family and domestic violence. (b) In addition, a permanent Employee, who provides support to a person experiencing family and domestic violence is entitled to access family and domestic leave for the purpose of: i. accompanying that person to legal proceedings, counselling, appointments with a medical or legal practitioner; or ii. assisting with relocation or other safety arrangements; or




 




iii. other activities associated with the family and domestic violence including caring for children. iv. all of the provisions above will apply equally to a part time or casual Employee calculated in accordance with any regular pattern of work. (c) This leave will be in addition to existing leave entitlements, may be taken as consecutive or single days or as a fraction of a day, and can be taken without prior approval. (d) Upon exhaustion of the leave entitlement in Clause (a), Employees will be entitled to up to 2 days unpaid family and domestic violence leave on each occasion. 6.12.4 Notice and Evidentiary Requirements (a) The Employee shall give Council notice as soon as reasonably practicable of their request to take leave under this Clause. (b) If required by Council, the Employee must provide evidence that would satisfy a reasonable person that the leave is for the purpose as set out in Clause 6.12.3. Such evidence may include a document issued by the police service, a court, a doctor (including a medical certificate), district nurse, maternal and child health care nurse, a family violence support service, a lawyer or a statutory declaration. (c) Council will take all reasonable measures to ensure that any personal information provided by the Employee concerning an Employee's experience of family and domestic violence is kept confidential. Information will not be kept on an Employee's personnel file without their express written permission. 6.12.5 Support Person (a) Council will nominate a support person/s to provide support for Employees experiencing family and domestic violence and notify Employees of the name of the support person/s. The support person will be trained in relation to family and domestic violence and privacy issues such as family violence risk assessment and risk management and receive paid time off work to attend such training. (b) An Employee experiencing family and domestic violence may raise the issue with the support person, their immediate Supervisor or their union delegate. Where requested by the Employee, the support person will liaise with the Employee's Supervisor on the Employee's behalf, and will make a recommendation on the most appropriate form of support. (c) Council will develop guidelines to supplement this Clause which detail the appropriate action to be taken in the event that an Employee reports family and domestic violence. 6.12.6 Individual Support (a) In order to provide support to an Employee experiencing family and domestic violence and to provide a safe work environment to all Employees, Council will approve any reasonable request, from an Employee experiencing family and domestic violence for. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 44




 




i. changes to their span of hours or pattern or hours and/or shift patterns; or ii. job redesign or changes to duties; or iii. relocation to suitable employment within Council; iv. a change to their telephone number or email address to avoid harassing contact; or V. any other appropriate measure including those available under existing provisions for family friendly and flexible work arrangements. (b) Accommodating Employees who are subject to, or supporting somebody with domestic violence issues, may have an impact on the normal operational requirements of Council. In the event of such an occurrence, Council will negotiate with affected Employees to achieve safe and workable outcomes. (c) Any change under (a) will only apply for the period that the Employee reasonably requires the change as a result of experiencing family or domestic violence. Where reasonable, the Employee will return to their substantive role, or other employment arrangement. An Employee that discloses to the support person or their Supervisor that they are experiencing family and domestic violence will be given a resource pack containing information in relation to external support services/agencies, referral services and other local resources. Clause 6.13 EMPLOYEE SUPPORT BENEFIT 6.13.1 The purpose of the Employee Support Benefit scheme is to provide a central pool of leave that any Employee can access who is experiencing hardship and where they have exhausted all paid leave entitlements. Granting of additional leave under this Clause will be through application to the General Manager. The scheme will operate in principle by Council allocating a percentage of an Employee's unused Personal Leave balance hours on Honourable Termination of Employment (after payment of the 25% Personal Leave in accordance with Clause 6.4 to a central staff fund). An Employee who is granted additional paid leave in accordance with the Employee Support Benefit will draw down on the allocated hours in the fund. Clause 6.14 JURY SERVICE LEAVE 6.14.1 If in accordance with this Clause, an Employee is absent from his or her employment for a period because of jury service; and the Employee is not a casual Employee the following process should be followed:




 




karaproyec is selected for fury Erier Coordinator ich completed £

11 -

Fill out Jury Duty (paid) form - hardcopy or from Self Service

Employee is selected for Jury Duty

.

13 FIpCY

(a) Employee to be paid ordinary time rate of pay Subject to subsections (b), (c), and (d) below, the Employer must pay the Employee at the Employee's ordinary time rate of pay for the Employee's ordinary hours of work in the period. (b) Evidence The Employer may require the Employee to give the Employer evidence that would satisfy a reasonable person: i. that the Employee has taken all necessary steps to obtain any amount of jury service pay to which the Employee is entitled; and ii. of the total amount (even if it is a nil amount) of jury service pay that has been paid, or is payable, to the Employee for the period. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 46

.. -

Employee gives completed form Coordinator sends completed to Coordinato* Jury Duty (paid) form to Payroll Employee completes their Jury Duty Employee ootains a Claim form Employee fills out form Payroll adds information to from the Courts - covers wages, & gives Jury Duty Claim form form and returns the form to petrol and parking costs to Payroll the Employee Employees sends the Claim form to the Courts for payment Court oays wages (capped While employee is on Bury amount), petrol and parking costs Duty GCC continues to pay to Employee employee normal wages / salary Based on days attending Jury Duty Payroll produces an invoice for the employee to recoup the wages amount paid by the Courts Employee pays GCC the invoice amount for the wages paid by Court




 




Note: Personal information given to an Employer under this subsection may be regulated under the Privacy Act 1988. (c) If, in accordance with subsection (b) above, the Employer requires the Employee to give the Employer the evidence referred to in that subsection: i. the Employee is not entitled to payment under subsection (a) unless the Employee provides the evidence; and ii. if the Employee provides the evidence-the amount payable to the Employee under subsection (a) above, is reduced by the total amount of jury service pay that has been paid, or is payable, to the Employee, as disclosed in the evidence. (d) Payment only required for first 10 days of absence If an Employee is absent because of jury service in relation to a particular jury service summons for a period, or a number of periods, of more than 10 days in total: i. the Employer is only required to pay the Employee for the first 10 days of absence; ii. the evidence provided in response to a requirement under subsection (b) need only relate to the first 10 days of absence; and iii. the reference in subsection (c) above, to the total amount of jury service pay as disclosed in evidence is a reference to the total amount so disclosed for the first 10 days of absence. 6.14.2 Meaning of jury service pay Jury service pay means an amount paid in relation to jury service under a law of the Commonwealth, a State or a Territory, other than an amount that is, or that is in the nature of, an expense-related allowance. Meaning of jury service summons means a summons or other instruction (however described) that requires a person to attend for, or perform, jury service. Clause 6.15 PAID PARENTAL LEAVE 6.15.1 Definitions: Primary Carer: an employee who becomes a parent by birth, surrogacy or adoption and has primary responsibility for the day to day care of that child. Secondary Carer: an employee who becomes a parent by birth, surrogacy or adoption and has secondary responsibility for the day to day care of that child. To be eligible for paid parental leave an employee must be:

(a) full-time permanent, or (b) part-time permanent




 




The employee and must have had twelve (12) months continuous service with Council at the time that the paid parental leave commences. Employees on fixed term contracts will not be eligible to access paid parental leave. 6.15.2 Entitlements (a) An employee is entitled to twelve (12) weeks paid parental leave in relation to the birth or adoption of a child if: (i) they have given or will give birth to a child; or (ii) they will be the primary carer of the child for the period of the paid and unpaid parental leave. (b) A permanent employee covered by this agreement who has competed at least twelve (12) months continuous services and who is the partner of a person who is acting as the primary carer to the couple's child or children, shall be entitled to a total of ten (10) days leave on full pay which in relation to: 1. The birth of the child is to be taken during the period; i. Commencing with the time of hospitalisation for the expectant mother in preparation for the birth or the commencement of the mother's labour whichever occurs first; and ii. Within a thirty (30) day period commencing on the date of the birth of the child or children 2. The adoption of a child or children is to be taken within thirty (30) days of the placement or the child or children Provided that for a permanent part time employee payment for the ten (10) days will be based on the weekly ordinary hours the employee was undertaking immediately prior to the commencement of the leave. This leave is not transferable and any entitlement shall be forfeited should the leave not be taken or completed within the specified timeframe. (c) Paid parental leave shall commence as follows: (i) Subject to sub-clause (ii) above, a period of paid parental leave must commence no later than the day of the birth or Date of Placement; or (ii) An employee who is pregnant may commence their period of paid parental leave up to six (6) weeks before the date of birth of the child or earlier if in the in the opinion of a medical practitioner there are genuine medical reasons for an earlier commencement to the leave and a safe job cannot be provided. (d) The rate of pay for the period of paid parental leave will be the employee's ordinary rate of pay, this rate of pay excludes all penalty rates, overtime and allowances. (e) An employee who is entitled to paid parental leave may elect to take this leave at 50% of their ordinary rate of pay for 24 weeks. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 48




 




(f) Paid parental leave must be taken in a single unbroken period. (g) Periods of paid parental leave count towards the calculations of length of service. 6.15.3 Interaction between paid parental leave and other leave (a) Paid parental leave cannot be used to extend the maximum period of unpaid parental leave to which the employee may be entitled. (b) Employees will not be entitled to any other form of approved leave while on paid parental leave.

6.15.4 Application and evidence required An employee must apply for paid parental leave as follows: (a) the application must be in writing; and (b) where the leave is related to the birth of a child, a medical certificate that confirms the expected date of birth; and (c) a statutory declaration stating as follows: (i) that the employee will be taking the paid parental leave to become the primary carer of the child or that the paid parental leave is in accordance with sub clause; or (ii) in the case of adoption leave, the expected Date of the Placement and that the child will be under sixteen (16) at the Date of Placement; and (iii) particulars of any period of parental leave sought or taken or to be taken by the employee's Spouse. 6.15.5 Subsequent periods of paid parental leave An employee shall be required to complete a period of at least 12 months continuous service following their return to work from parental leave before being eligible for a further period of paid parental leave. The employee may use unpaid parental leave should the birth occur prior to the completion of the subsequent 12 month period. 6.15.6 Still Birth / SIDS Parents of stillborn babies and babies who die during the first 24 months of life (providing that where a baby remains in hospital or is hospitalised immediately following birth), Council and the employee can agree to the employee returning to work while their baby is in hospital and recommencing their unpaid parental leave when the baby is discharged; and provide the ability for employees who are eligible to take unpaid parental leave to take up to 30 days of their 12- month entitlement to unpaid parental leave flexibly, including on a single-day basis, within 24 months of the birth or adoption of a child. If an employee suffers a miscarriage before Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 49




 




commencing paid parental leave there is a compassionate leave entitlement listed in clause 6.5.13

Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




Part 7 - Consultation and Dispute Resolution Clause 7.1 PREVENTION AND SETTLEMENT OF DISPUTES 7.1.1 Any dispute arising from: a) this Agreement; or b) the NES; or c) a dispute in relation to section 65(5)(flexible working arrangements) or s76(4)(Parental Leave) of the Fair Work Act; or d) any other workplace matter; shall be subject to the following dispute settling procedures with the objective that there is no loss of salary and no loss of services or production. 7.1.2 Any dispute or claim arising out of or relating to this Agreement shall be dealt with in the following manner: a) The matter shall first be discussed between the Employee and his/her Supervisor in the presence of a nominated representative, if requested by either party; b) If not settled the matter shall be discussed between the Employee, the Employee's nominated representative, the Supervisor and the management nominated representative; c) If not settled the Employee may elect to refer the matter to a nominated representative for discussion between the appropriate representative and a management representative; d) If not settled the matter shall be subject to a formal review and decision by the General Manager which will occur in a timely manner; e) If the matter is not settled after a decision by the General Manager it may be submitted to the Fair Work Commission for determination; f) An Employee or their nominated representative may not submit a matter to the Fair Work Commission until the General Manager has issued a decision; g) The Fair Work Commission may deal with the dispute in 2 stages: i. the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and ii. if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: 1. arbitrate the dispute; and 2. make a determination that is binding on the parties. h) While the above procedure is followed, industrial action will be avoided and the "status quo" in existence prior to the dispute shall remain unchanged. i) An Employee appointed as a union representative, upon notification by the Union to the Employer, shall be recognised as the accredited representative of the Union to which she/he belongs and shall be allowed all necessary time during working hours to submit to the Employer matters affecting the Employees he/she represents. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 51




 




Clause 7.2 CONSULTATION 7.2.1 Consultation regarding major workplace change (a) Consultation is a process which occurs prior to, not after the taking of a decision. It involves real listening on both sides and has the capacity to influence the outcome. (b) Where the Council has made an in-principle decision to introduce major changes in production, program, organisation structure or technology that is likely to have significant effects on Employees, the Council shall notify the Employees who may be affected by the proposed changes and their representatives (which shall include the Unions which are a party to this Agreement). (c) Significant effects include termination of employment; major changes in the composition, operation or size of the Employer's workforce or in the skills required; the elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations and the restructuring of jobs; the introduction of performance appraisal schemes; the introduction of wage and salary administration schemes. 7.2.2 Employer's duty to discuss change (a) The Council shall discuss with the Employees affected and their representatives (which shall include the Union/s of which they are members), the introduction of the changes referred to above, the effects the changes are likely to have on Employees, measures to avert or mitigate the adverse effects of such changes on Employees, and shall give prompt consideration to matters raised by the Employees and/or their unions in relation to the changes. These discussions shall commence as early as practicable after a definite decision has been made by the Council to make the changes and, in any event, prior to the introduction of the changes. (b) For the purposes of such discussion, the Council shall provide in writing to the Employees concerned and the Unions of which those Employees are members, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on Employees and any other matters likely to affect Employees, provided that the Council shall not be required to disclose confidential information, the disclosure of which would be adverse to the Council's interests. (c) The Employer must act in good faith in relation to the consultation process provided in this Clause. (d) In this Clause 'Good faith' includes obligations to meet, disclose relevant information, genuinely consider concerns and respond to reasons, and to refrain from capricious or unfair conduct that undermines consultation. 7.2.3 Consultation about changes to rosters or hours of work Glenorchy City Council Enterprise Agreement 2021 9/04/2021 52




 




(a) Where the Council proposes to change an Employee's regular roster or ordinary hours of work, the Council must consult with the Employee or Employees affected and their representatives, if any, about the proposed change. (b) The Council must: i. provide to the Employee or Employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the Employee's regular roster or ordinary hours of work and when that change is proposed to commence); ii. invite the Employee or Employees affected and their representatives, if any, to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities); and iii. give consideration to any views about the impact of the proposed change that are given by the Employee or Employees concerned and/or their representatives. (c) The requirement to consult under this Clause does not apply where an Employee has irregular, sporadic or unpredictable working hours. (d) These provisions are to be read in conjunction with other Agreement provisions concerning the scheduling of work and notice requirements. Clause 7.3 JOINT CONSULTATIVE COMMITTEE 7.3.1 Council commit to maintaining a Joint Consultative Committee which will act as the principal group for continuing consultation between management and Employee representatives. This committee will maintain their own terms of reference, and provide a forum to discuss matters which may impact broadly on Employees. Individual matters that are of a sensitive and personal nature will not be discussed at this forum. 7.3.2 The committee members will be representative and may include staff from the indoor workforce, outdoor workforce, Child Care Connections, People and Safety, Council management and Union representation. 7.3.3 The Joint Consultative Committee will not normally meet during an Enterprise Bargaining period apart from dealing with matters in accordance with the Clause 7.4 Policy Development Clause and the Clause 9.7 Innovation and Employee Contribution. Clause 7.4 POLICY DEVELOPMENT 7.4.1 Council shall undertake full formal consultation with staff and the JCC in regards to proposing new HR Policies or where it is proposed to make a significant change to an existing HR policy. An Employee may provide written feedback during the consultation process and Council will provide the Employee a written response prior to making a final decision in regards to the matter Glenorchy City Council Enterprise Agreement 2021 9/04/2021 1 53




 




Part 8 - Termination of Employment and Redundancy Clause 8.1 NOTICE PERIODS 8.1.1 An Employee may be terminated by the Employer by giving notice to the Employee in accordance with the following table:

Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks Employees who have completed 2 years continuous employment with the Employer and who are over 45 years of age shall have the above periods of notice increased by 1 week. 8.1.2 The Employee may terminate his or her employment by giving notice in accordance with 8.1.1 (with the exception of the extra week if over 45 years of age). 8.1.3 The period of notice in this Clause does not apply: (a) in the case of dismissal for serious misconduct; or (b) to apprentices; or (c) to Employees engaged for a specific period of time or for a specific task or tasks; or (d) to trainees whose employment under a traineeship agreement or an approved traineeship is for a specified period or is, for any other reason, limited to the duration of the agreement; or (e) if the Employee is entitled to notice as part of a severance package under Clause 8.2. (f) to casual Employees. 8.1.4 The Employer may suspend an Employee with pay, whilst allegations of serious or wilful misconduct are being investigated. 8.1.5 Procedural fairness will be afforded to an Employee prior to any decision being made to dismiss an Employee under this Clause in accordance with the requirements of the Fair Work Act 2009. Where an Employee is dismissed due to poor performance, the required period of notice plus payment of all accrued wages and leave entitlements (other than personal leave) will be paid to the Employee. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 54

Employee's period of continuous service with the Employer Period of Notice




 




Prior to Council proceeding with a restructure, redeployment or redundancy the requirements of the Consultation Clause 7.2 must be met. Redundancy and Redeployment is where Council has determined that a position is no longer required and is not about the performance, capacity or conduct of an individual Employee whose position may be declared redundant or who may be offered redeployment. 8.2.2 The provisions of this Clause do not apply to any of the following Employees: (a) An Employee employed for a specified period of time, for a specified task, or for the duration of a specified time period;

8.1.6 The Employer may terminate an Employee's services at the commencement of, or at any time during a notice period. Payment to the Employee in lieu of the notice period shall include all accrued wages and applicable entitlements. 8.1.7 In the event the required notice is not given by the Employee, the Employer is only required to pay the Employee up to their last day of actual employment with the Employer. 8.1.8 An Employee will be deemed to have abandoned his or her employment if: (a) the Employee is absent from work without the Employer's consent for a continuous period of more than five (5) days; (b) the Employee does not notify the Employer about his or her absence prior to the expiration of the five (5) day period; and (c) the Employee does not satisfy the Employer within five (5) days of his or her last attendance at work that the absence was for a reasonable cause. (d) Providing that the Employer makes a reasonable effort to contact the Employee and to determine their reason for their continuing absence from the workplace. (e) If within a period of 14 days from their last attendance at work or the date of their last absence in respect of which notification has been given or consent has been granted an Employee has not established to the satisfaction of their Employer that they were absent for reasonable cause, the Employee is deemed to have abandoned their employment. Clause 8.2 REDUNDANCY AND REDEPLOYMENT




 








 £ 

 (b) An Employee whose employment is terminated because of serious misconduct; (c) A Casual Employee; (d) An Employee to whom a training arrangement applies (apprentice or trainee) and whose employment is for a specified period of time or is, for any reason, limited to the duration of the training arrangement. 8.2.3 Definitions The following definitions only apply to this Clause. Benefits means where the Employee has an ongoing written agreement with Council for either a commuter use vehicle or private use vehicle, payment of conference fees, professional membership and training fees, licence fees and SIPS. Income means the weekly salary of the Employee's substantive redundant position at the time of the redundancy payment. Redundancy means where the employment of the Employee is terminated at the Employer's initiative because the Employer no longer requires the job done by the Employee to be done by anyone, except where this is due to the ordinary and customary turnover of labour. Salary means the wage figure determined by the Employee's substantive classification and grade immediately prior to the redeployment. 




Sten t Steu 4 Stap5

Step 3

8.2.5 Redeployment (a) Where Council has deemed to make an Employee's position redundant Council may offer the Employee redeployment if a suitable role is available. (b) An Employee who is redeployed into another position continues their employment with Council and there is no entitlement to any Redundancy Payment under this Enterprise Agreement. (c) Where an Employee refuses to accept a fair and reasonable offer of redeployment to another position within Council, that Employee will not be entitled to any redundancy payment or to outplacement services. (d) If an Employee believes that an offer of redeployment does not constitute "reasonable alternative employment" they may follow the Dispute Resolution process Clause 7.1 within Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 57

· Council consults with impacted Employee(s) and their representatives in accordance with the Consulation Clause After considering feedback and input from affected Employees, Council makes a final determination that an existing role or roles are no longer required · If appropriate Council will call for expressions of interest (minimum of 5 days) for a voluntary redundancy from affected Employee(s); or · if suitable redeployment options are available Council will offer impacted Employee(s) an alternative role · If no other options available from step 4 an Employee whose position no longer exists will be made compulsorily redundant

Step

Step 5

Council will undertake the following process:

· Council makes an in-principle decision to restructure

Step 1

Step 2

y




 0 V

this Enterprise Agreement. If it is determined through this process that the redeployment offer is not reasonable alternative employment the Employee will be provided with a redundancy payment. (e) If an Employee accepts redeployment to a lower classified position, the Employee can choose 2 options: O tion 1: Salar and Benefits Preserved If an Employee chooses Option 1 the salary and benefits received by the Employee during the period of 12 months prior to restructure will be maintained for a period of 24 months from the date of redeployment of the Employee. O tion 2: Salar and Benefits Paid Out If an Employee chooses Option 2 they will be paid the wage and the benefits which apply to the lower classification level immediately upon redeployment of the Employee. In addition, they will receive a lump sum payment to be made up as follows: Salary - The difference in wages between the Salary the Employee received during the period of 12 months immediately prior to redeployment and the Employee's new wage rate applicable to the redeployed position calculated on a period equivalent to 24 months, and Benefits Paid Out - The difference in benefits (monetary value) between the benefits the Employee would have received if employed at the pre-redeployment classification and the benefits the Employee is to receive for the period of 24 months after redeployment. Motor Vehicle - The motor vehicle benefit payment for the loss of motor vehicle usage will be achieved by paying the Employee an amount calculated in accordance with the following formula: Full Private Use A (Purchase price x 0.27) + $5496 (ATO tax free additional amount as per current financial year 2020/2021 adjusted annually according to the ATO schedule) A Commuter Use 80% of (Purchase price x 0.27) + $5496 (ATO tax free additional amount as per current financial year 2020/2021 - adjusted annually according to the ATO schedule) A redeployed Employee will be entitled to all rostered days off, annual leave, annual leave loading, personal leave, long service leave and other leave entitlements or accumulated time which have accrued from the Employee's continuous service. lenorchy City Council Enterprise Agreement 2021 9/04/2021 : 58




 




8.2.6 Voluntary Redundancy As part of a redundancy or restructure process the Council may call for Voluntary Redundancies An Employee may apply for a Voluntary Redundancy through this expression of interest process (minimum of 5 days) but Council is not required to approve all applications. An Employee whose application is accepted for Voluntary Redundancy will be provided a separation package consisting of: (a) A period of notice of 4 weeks or payment in lieu of such period of notice. (b) In addition to the above, Employees over 45 years of age at the time of the giving of the notice will be entitled to an additional one week's notice. (c) Severance pay calculated on the basis of 3 weeks income for each completed year of continuous service or part thereof. (d) A payment to recognise voluntary acceptance of a redundancy in the sum of $5000 (pro rata for part time Employees). (e) If the Employee has more than five years continuous service at the date of redundancy an ex-gratia payment equivalent to pro rata long service leave will be paid. (f) If requested by the Employee outplacement services will be offered by Council up to the value of $2000. 8.2.7 Compulsory Redundancy (a) An Employee whose position is declared redundant where neither redeployment nor voluntary redundancy have been exercised will receive a compulsory separation package (apart from where excluded in Clause 8.2.2) consisting of: A period of notice of 4 weeks or payment in lieu of such period of notice. . In addition to the above, Employees over 45 years of age at the time of the giving of the notice will be entitled to an additional one week's notice. (b) Severance pay calculated on the basis of 3 weeks income for each completed year of continuous service or part thereof. (c) Payment for the loss of motor vehicle usage will be achieved by paying the Employee an amount calculated in accordance with the following formula: . Full Private Use (Purchase price x 0.27) + $5496 (ATO tax free additional amount as per current financial year 2020/2021 - adjusted annually according to the ATO schedule) Commuter Use 80% of (Purchase price x 0.27) + $5496 (ATO tax free additional amount as per current financial year 2020/2021 - adjusted annually according to the ATO schedule) (d) The Employee has more than five years continuous service at the date of redundancy an ex-gratia payment equivalent to pro-rata long service leave will be paid




 




(e) If requested by the Employee outplacement services will be offered by Council up to the value of $1000. 8.2.8 Payment of Accrued Personal Leave As part of the redundancy payment Employees do not receive any payment for their accrued Personal leave on termination of their employment in accordance with Clause 6.4 8.2.9 Job Search Leave During the period of notice of termination given by the Employer an Employee shall be allowed up to one day's time off without loss of pay during each week of the notice period for the purpose of seeking other employment. 8.2.10 Cap on redundancy payments. For employees commencing employment with Councill after the date this agreement comes into operation there will be a cap on payment of redundancy. The cap shall mean that the employee cannot receive a total of more than 60 weeks payment inclusive of the notice period, payment for years of service and redundancy.




 




Clause 9.1 INDIVIDUAL FLEXIBILITY ARRANGEMENTS - LONG TERM 9.1.1 An Employee covered by this Agreement may apply to the Employer to make an Individual Flexibility Arrangement to vary the effect of the terms of the Agreement if: (a) the Agreement deals with one (1) or more of the following matters: i. arrangements about when work is performed; ii. overtime rates; iii. penalty rates; iv. allowances; v. Christmas/New Year break (b) the arrangement meets the genuine needs of the Employer and Employee in relation to one (1) or more of the matters mentioned in paragraph (i); and (c) the arrangement is genuinely agreed to by the Employer and Employee. 9.1.2 The Council must ensure that the terms of the Individual Flexibility Arrangement: (a) are about permitted matters under section 172 of the Fair Work Act; and (b) are not unlawful terms under section 194 of the Fair Work Act; and (c) result in the Employee being better off overall than the Employee would be if no arrangement was made. 9.1.3 The Council must ensure that the Individual Flexibility Arrangement: (a) is in writing; (b) includes the name of the Council and the Employee; (c) is signed by the Department Manager and the Employee and if the Employee is under eighteen (18) years of age, signed by a parent or guardian of the Employee; and (d) includes details of: i. the terms of this Agreement that will be varied by the arrangement; and ii. how the arrangement will vary the effect of the terms; and iii. how the Employee will be better off overall in relation to the terms and conditions of his or her employment as a result of the arrangement; and iv. states the day on which the arrangement commences. 9.1.4 The Council must give the Employee a copy of the Individual Flexibility Arrangement within 14 days after it is agreed to. (a) Individual Flexibility Arrangements will be reviewed annually at the same time as Employee performance reviews. (b) The Council or the Employee may terminate the Individual Flexibility Arrangement: i. by giving twenty-eight (28) days written notice to the other party to the arrangement; or Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 61

Part 9 - Other Matters




 




ii. if the Council and the Employee agree in writing at any time. (c) In making an individual flexibility arrangement under this Clause the Employee will be entitled to be represented by a person of their choice which may include a relevant Union delegate and/or official. (d) Council may only enter into an Individual Flexibility Agreement (IFA) with an Employee if the request for the individual flexibility agreement was initiated by the Employee. Clause 9.2 INDIVIDUAL FLEXIBILITY ARRANGEMENTS - SHORT TERM 9.2.1 Flexibility in the starting and finishing point and hours of work (outside normal hours) may be implemented for short term, generally one-off periods such as individual events or activities or special projects, and must be by mutual agreement. 9.2.2 Flexible hours (outside normal hours) will be credited to the Employee at single time, the Employee being entitled to the equivalent time of, at a single time rate, at a mutually convenient time. Clause 9.3 RIGHTS OF UNION REPRESENTATIVES 9 3.1 Charter of Rights for Union Representatives (a) The Employer shall recognise workplace delegates authorised by the Union, and undertakes to permit such delegates to perform their role without any discrimination in their employment. (b) The Employer acknowledges that Union delegates represent and speak on behalf of Union members in the workplace, and have the right to engage in collective negotiations with the Employer on behalf of members. (c) Delegates will be granted reasonable time during work hours to: i. Consult with Union members and with officials of the delegates Union; ii. Represent the interests of members to the Employer and before industrial tribunals; iii. Participate in the affairs of the Union; iv. Attend accredited Union education. (d) The Employer will allow delegates to address new Employees about the benefits of Union membership at the time that they enter employment. (e) The Employer will give delegates reasonable access to telephone, facsimile, post, photocopying, internet and email facilities for the purpose of carrying out work as a delegate and consulting with workplace colleagues and the Union. (f) The Employer will provide a notice board in a prominent location in the workplace on which delegates may place notices relevant to Union activities. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 62




 




Clause 9.5 TRANSFER OF BUSINESS 9.5.1 In this Clause "business" includes trade, process, business or occupation and includes part of any such business and includes transfer, outsourcing, conveyance, assignment or success whether by agreement or by operation of law. 9.5.2 Where a business or part of a business of the Council is transferred by the Council to another Employer (the new Employer) and the Employee who at the time of such transfer was an Employee of the Council, elects to become an Employee of the new Employer, where reasonable the Council will seek through negotiations with the transferring Employer that the terms and conditions of employment paid by the new Employer are no less favourable than those applicable to each transferred Employee immediately prior to the transfer of business for the period of 24 months or the expiration date of the enterprise agreement whichever is the greater in accordance with the Fair Work Act 2009. Clause 9.6 JOB ROTATION 9.6.1 Job rotation and flexibility in the workplace be managed through a process of consultation. The Council will develop a job rotation policy and procedures. 9.6.2 To facilitate flexibility in the arrangement of work, and to maintain a high quality service, Employees may be requested to participate in a program of job rotation across a range of work functions from time to time. Such rotation will be consistent with the classification, skills, Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 63

9.4.1 Staff Learning & Development will be directly linked to the Performance Review processes currently utilised throughout Council. 9.4.2 Performance Reviews will include the following matters related to learning and development: a) The development of an individual Annual Learning and Development Plan, which should identify: i. Any retraining, refreshing or upskilling required to remain up to date with any role related changes or developments. ii. The Employee's career development goals iii. Training/learning opportunities which would assist the Employee to achieve those goals. iv. Costs associated with the proposed training/learning. V. The timeframe for completion of the plan.

1






knowledge and experience of the Employee concerned and will be subject to consultation with Employee(s). 9.6.3 Job rotation is intended to assist Employees in developing new skills and/or improving their existing skill base and to increase both the Employee's capacity to perform a wider range of tasks, consistent with their classification and abilities. 9.6.4 Job rotation may occur to a classification other than the current classification of the Employee. Where this occurs, and the classification of the work being undertaken by the Employee is lower than the Employee's classification, there will be no adjustment to an Employee's normal rate of pay. If the classification of the work being performed is higher than the Employee's classification, then Higher Duties payment will apply in accordance with the Higher Duties Clause contained in this agreement. 9.6.5 Job rotation across Departments/Business Units will not be organised to the detriment of any Department/Business Unit or Employee within Council including conditions of employment. 9.6.6 In circumstances where an urgent resourcing need has been identified an Employee may be seconded to perform that function until such time as suitable alternative arrangements can be implemented. In arranging a secondment, management shall have regard to the classification and skill levels required of the position and those of the proposed secondee. A secondment shall not exceed 10 days unless agreement is reached with the Employee. A secondee will maintain any pre-existing entitlement to salary or allowances during a period of secondment. Clause 9.7 INNOVATION AND EMPLOYEE CONTRIBUTION 9.7.1 Whilst Employees are committed to making suggestions and providing for new ideas for the benefit of Council and its Employees, an incentive of up to $1000 shall be available to an Employee or group of Employees for any new or innovative idea. 9.7.2 The General Manager, once the idea is proven in practice and the gains measured, shall determine the eligibility for the payment and the appropriate category of the payment. 9.7.3 An Employee may be nominated for an innovation payment by a Council employee if they have made an outstanding contribution to the following: Suggesting an idea or innovation that leads to a measurable productivity gain Promoting Council and its brand Outstanding contribution to promoting or improving teamwork in the workplace Outstanding contribution in their role above and beyond Council expectations




 




Cubegory d

Measure Payment Category 1 Up to $250 Category 2 $251 to $500 Category 3 $501 to $750 Category 4 $751 to $1000

9.7.4 The intent of the innovation payments does not cover every day work practices or improvements 9.7.5 An Employee who is deemed to be ineligible for a payment can request that the Joint Consultative Committee (JCC) review the claim and if required put a written recommendation to the General Manager for further consideration. Clause 9.8 SALARY SACRIFICE 9.8.1 An Employee is able to request to enter into salary sacrifice arrangements with the Employer. Any such arrangement must be compliant with Australian Tax Office obligations and regulations. Council will advise any Employee seeking to enter into such a salary sacrifice arrangement that they should first obtain independent financial advice. Clause 9.9 PAYROLL DEDUCTION 9.9.1 An Employee will only be able to have five separate bank accounts for the purpose of payroll deductions. Deductions can be made, but not limited to, the following: GCC rates Deductions required by law (eg. child support, garnishees) Extra tax . Salary sacrifice into Superannuation · Union fees Clause 9.10 INFLUENZA IMMUNISATIONS 9.10.1 Council will provide influenza immunisations to Employees at no cost on an annual basis. The immunisations will be provided on a day and time nominated by Council for Employees who wish to receive this immunization. Clause 9.11 STARTING AND FINISHING POINT - SCHEDULE B EMPLOYEES 9.11.1 For the purposes of this Agreement, the point of starting and finishing work for a Schedule B Employee shall be: Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




Glenorchy City Council Enterprise Agreement 2021 9/04/2021

(a) the Glenorchy Works Centre of the Council or any Council owned/rented premises (b) at the work site if: i. either mutually agreed between the parties; or ii. if the work is of a minimum duration of five days and when additional travel does not exceed five kilometres provided that when adequate facilities are available. This shall not however apply when Employees are subject to direct contact with contaminated material and/or toxic substances. CLAUSE 9.12 STARTING AND FINISHING POINT EMERGENCIES 9.12.1 Employees are normally expected to start work at the various Council premises (e.g. Depot, Chambers) unless in extreme circumstances (e.g. pandemic) whereby an employee is directed or as agreed to begin on site. Should this occur and the employee uses their own vehicle Council will pay travel allowance (as prescribed by the Australian Taxation Office) for any additional distance travelled compared to the usual commuting distance. This travel allowance payment is taxable.

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0.5.1 This Agreement covers Employees who Council engage as Early Childhood Teachers within a Glenorchy City Council Enterprise Agreement 2021 9/04/2021

Clause 10.4 CHILD CARE - PROGRAM PLANNING TIME 10.4.1 This Clause only applies to Schedule C Employees. 10.4.2 All contact Employees shall be entitled on average 2 hour per week for programme planning. In instances where, due to unforeseen circumstances, Employees have not had the opportunity to plan, equivalent time shall be allocated at the discretion of the Childcare Coordinator provided that the accumulation of programming time shall not exceed five hours. 10.4.3 This will not apply in instances where the Employee did have the opportunity to plan but did not avail themselves of that opportunity.

10.3.1 This Clause only applies to Schedule C Employees. 10.3.2 Child Care Employees may be required to undertake those duties at another Council location. For example, an Employee member who occupies a level 3/2 position at Benjafield may be asked to undertake the duties of a 3/2 position at Berriedale.

Clause 10.3 CHILD CARE - ABILITY TO MOVE EXISTING STAFF BETWEEN CHILD CARE SERVICES

Part 10 - Child Care Employees/Schedule C Employees Clause 10.1 CHILD CARE IN SERVICE TRAINING LEARNING AND DEVELOPMENT 10.1.1 Child Care Staff who work an average of less than 20 hours per week are able to access a maximum of 10 - 15 hours per year of in service training/learning and development per year. Employees who work an average of over 20 hours per week are able to access a maximum of 15 - 20 hours per year in service training/learning and development. Clause 10.2 CHILD CARE CENTRE STAFF MEETINGS 10.2.1 This Clause only applies to Schedule C Employees that are employed on a full-time or part-time basis. 10.2.2 Staff must attend a minimum of 90% of scheduled staff meetings per year (not including periods of annual and personal leave). Attendance at Employee meetings will continue to be paid.

Clause 10.5 EARLY CHILDHOOD TEACHERS




 




Note: casual employees will not be entitled to this form of leave

Child Care Centre. 10.5.2 An Employee who is designated as an Early Childhood Teacher for the purpose of the Education and Care Regulations under Section 169 of the Education and Care Services National Law shall be classified as Salary Point 4A in accordance with Schedule C. 10.5.3 For the purposes of the Regulations an employee appointed as an Early Childhood Teacher is either an employee who has completed a teaching degree or an employee working towards a teaching degree. Clause 10.6 INFECTIOUS DISEASES LEAVE - CHILDCARE (SCHEDULE C) EMPLOYEES ONLY 10.6.1 Full Time and Part time employees working in Councils Childcare Centres must not attend work if they are diagnosed with a range of infectious diseases / conditions. If there is an infectious disease / condition identified within Councils childcare facilities and a full time or part time employee subsequently is diagnosed with that infection Council will grant an additional three (3) continuous days paid personal leave to that employee. With the consent of the Child Care Delivery Coordinator this form of leave may be offered to an employee who can put forward a case for its payment for a particular instance of an infectious disease. The only exception to this provision will be a Government mandated quarantine period due to an outbreak of Measles. If this mandate is issued affected Childcare employees will be eligible to two (2) weeks paid leave (in accordance with the Public Health Act). The infectious diseases to be covered by this clause are defined in the document "Recommended Minimum Exclusion Periods" produced by the National Health and Medical Research Council. To access this form of leave the employee must present a doctor's certificate that identifies the infectious disease / condition each time they are diagnosed. Other forms of certification (Statutory Declaration or Pharmacists Certificate) will not be accepted. This form of leave is uncapped and will not affect the employees personal leave accrual and can be accessed multiple times each year For absences greater than three days the employee will be required to use their accrued personal leave




 




The parties undertake to review the Child Care Centres operation and employee conditions of employment during the life of this agreement

Part 11 - RESERVED MATTERS Clause 11.1. CLASSIFICATION REVIEW 11.1.1 The Parties to this Agreement will undertake a classification review and develop a new structure within the life of this Agreement. 11.1.2 The purpose of this process will be to review the existing classification structure applicable to Schedule A, B & C Employees and to develop a new classification structure to be included in the GCCEA 2024. 11.1.3 This process will include extensive consultation with the Parties to this Agreement. 11.1.4 Acceptance of the proposed classification structure will be decided by an employee vote to accept or reject the proposal. If a natural majority of greater than 50% is achieved in the vote the proposal will be accepted and introduced into Council. Clause 11.2. MOONAH ARTS CENTRE The parties undertake to review the Centres operation and the possible application of conditions from the Live Performance Award 2020

Clause 11.3. CHILDCARE CENTRES




 




Part 12 - Salary and Classifications Clause 12.1 SALARY 12.1.1 An Employee will be paid the applicable salary in accordance with their classification in accordance with Schedule A, B or C. Clause 12.2 SALARY INCREASES 12.2.1 The salaries in Schedules A, B and C shall be subject to the percentage increases set out in following table. Date Percentage Increase First full pay period in May, pay period 2.1% commencing 3rd May 2021 First full pay period in May, pay period 2.1% commencing 2nd May 2022 First full pay period in May, pay period 2.1% commencing 1st May 2023 First full pay period in May, pay period Guaranteed minimum increase of 2.1% or if commencing 13th May 2024 greater, the average of the guaranteed minimum increase of 2.1%, the Hobart CPI for the December 2023 Quarter (CPI) and the Wage Price Index for December 2023 quarter Public Sector, Tasmania% Clause 12.3 CLASSIFICATION PROGRESSION 12.3.1 Each position at Glenorchy City Council shall be assigned a classification in accordance with the following: (a) A Schedule A position shall be subject to Council's Job Evaluation System which will determine the appropriate classification based on responsibilities, tasks, duties, skills, qualifications, experience and other position requirements. (b) A Schedule B position shall be subject the Glenorchy City Council Country Councils Award Classification Structure and Grade Definitions manual. (c) A Schedule C position shall be subject to the classification descriptors contained with Schedule C 12.3.2 An Employee shall commence at the applicable Entry Salary Point for the evaluated position when first assigned a classification with Council. 12.3.3 An Employee's progression through the Salary Points is determined by performance for Schedule A and Schedule B as outlined in the Performance Review Clause. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 1 70




 




12.3.4 Employees will be entitled to progress through the incremental steps of their respective position grade conditional upon the satisfactory completion of performance requirements and through the achievement of any Annual Plan or agreed performance targets. Conversely, an Employee's re-earnable step may be reduced if their performance is below standard. 12.3.5 Schedule C Employees shall progress from one level to the next within a classification subject to the Employee meeting all the following criteria: Competency at the existing level; 12 months experience at that level; . The Employee on assessment has acquired and is required to utilise new and/or enhanced skills within the ambit of the classification; The meeting of established performance directives as determined in accordance with staff development policy; . Completion of at least 15 hours competency based in-service training; and Demonstrated ability to acquire skills that are necessary for the advancement to the next pay level. Where an Employee is deemed not to have met the required competency at their existing level at the time of their performance review they shall have their move to the next increment level deferred for 3 months at a time, provided that: . The Employee is notified in writing as to the reasons for the deferral; . The Employee has in the twelve months leading up to the appraisal been provided with in- service training required to attain a higher competency level; Following any deferral, the Employee is provided with the necessary training to advance to the next level . In cases where the review is delayed the anniversary date shall not be changed and the increase if any will be paid retrospectively to the anniversary date 12.3.6 An Employee can apply to have their position re-evaluated as part of the Performance Review process if they believe that the position has substantially changed. The re-evaluation shall be undertaken in accordance with the Council's Job Evaluation System. An Employee may only apply for a re-evaluation once per annual Performance Review cycle. Clause 12.4 ANNUAL PERFORMANCE REVIEW - SCHEDULE A AND B EMPLOYEES 12.4.1 All full-time and part-time Employees will undergo a minimum of 2 performance reviews per annum, dependent upon their commencement date. 12.4.2 An Employee whether new or existing must have been in the current role for a period exceeding 6 months prior to the May performance review each financial year to be eligible for a recommendation of salary movement. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 171




 








  

 12.4.3 Typically performance reviews are conducted twice within a financial year. Performance reviews will usually occur prior to the 2nd week of November and the 2nd week of May each financial year. 12.4.4 The purpose of the May performance review will be to confirm the achievement of above satisfactory position performance, company required skills acquisition and learning and development plan outcomes for the previous financial year period. At this review it will also be a requirement to establish the agreed above satisfactory position performance, company required skills acquisition and learning and development plan outcomes for the forthcoming financial year. 12.4.5 The May performance review is where a recommendation can be made by the Manager or Director for an Employee to be considered for an increase in salary point within their Grade or Level if they have achieved the agreed above satisfactory position performance, company required skills acquisition and learning and development plan outcomes for the previous financial year. 12.4.6 The purpose of the November performance review will be to review the status of above satisfactory position performance, company required skills acquisition and learning and development plan outcomes to assess where further assistance may be required and if necessary adjust any objectives or KPI's. 12.4.7 Where an Employee has commenced work with Council and their probationary period has not been reached at the time of a review period, the probationary review, will be required to set the above satisfactory position performance, company required skills acquisition and learning and development plan outcomes for the position during this process to ensure there is no disadvantage. 12.4.8 Once within the course of a financial year review period, beyond the completion of a above satisfactory performance review, where an existing Employee's role changes, resulting in one of the following criteria being met, a new performance review document will be required to be completed to set agreed above satisfactory position performance, company required skills acquisition and learning and development plan outcomes for the position: Promotion or Successful Application to a New Position Job Restructure which may result in a position's accountability increasing or decreasing sufficiently to warrant a review of the positions Grade or Level based on the following grounds:  Significant new technology being introduced into the role;  New processes / work methods of a significant nature being required in the position which significantly changes the way in which they plan and organise their work;  New qualifications / licences, required by Council in order to fulfil the mandatory requirements of the position and have been acquired at no cost to Council;  The request for a position to change from a full-time to a flexible hours arrangement where the requirements of the classification can no longer be met;  Diminution of responsibility; A review of a position's classification does not automatically mean that there will be a change in the Grade or Level. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 72 




Any promotion, applicant or job restructure resulting in a Grade or Level change will commence at Entry level except where the Employee would be disadvantaged and in this instance the next Step will be selected where the amount is greater. 12.4.9 Should an Employee be denied an incremental salary increase or have their re-earnable step reduced as a result of below standard performance their Supervisor must ensure the Employee has a clear understanding of the reason or reasons for the decision. The Supervisor and Employee should work together to establish an agreed course of action to assist the Employee to reach a satisfactory level of performance. Clause 12.5 SCHEDULE A - CLASSIFICATION STRUCTURE A Schedule A Employee is an Employee who was previously employed in accordance with the Municipal Officers (Glenorchy City Council) Award 2002 and is traditionally referred to as an indoor Employee. Schedule A positions are classified in accordance with the Glenorchy City Council Job Evaluation System. Clause 12.6 SCHEDULE B - CLASSIFICATION STRUCTURE A Schedule B Employee is an Employee who was previously employed in accordance with the Municipal Employees (Country Councils) Award 2002 and is traditionally referred to as an outdoor Employee. The following is an overview of classifications and qualifications required for Schedule B Employees and is to be read in conjunction with the Glenorchy City Council Country Councils Award Classification Structure and Grade Definitions (Revision 2) document. The following table is a summary only. SALARY POINT CLASSIFICATION AND QUALIFICATION GUIDELINES (previously called Grade) Unskilled labourers 1 Juniors Semi-skilled labourers 2 Juniors or Trainees Skilled labourers 3 Certificate I Multi-skilled labourers 4 Certificate II Multi-skilled labourers Machine Operators 5 Tradesmen/Small Project Team Leader (First Level) Certificate III 6 Post trade studies or modules towards Cert IV Glenorchy City Council Enterprise Agreement 2021 9/04/2021 73




 








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 Highly Skilled Labourers Specialist Machine Operator Small to Medium Projects Team Leader, (Intermediate Level) Specialist Labourers 7 Medium to Large Projects Team Leader (Skilled Team Leaders) Certificate IV 8 Highly Skilled Team Leaders Major Projects Certificate IV plus other relevant certificates Assistant Works Coordinator (First Level) 9 Accredited Practitioners Professional Specialists Diploma plus other relevant certificates 10 Assistant Works Co-ordinator Diploma plus other relevant certificates 11 Works Coordinator / Job Managers (First Level) Diploma plus other relevant certificates 12 Works Co-Ordinator / Job Managers Diploma plus other relevant certificates Clause 12.7 SCHEDULE C - CLASSIFICATION STRUCTURE The Employer will determine the classification level of Employees, based upon the duties required to be performed, and qualification necessary for the applicable classification level. Children's Services Educators Salar Point 1 Children's Services Educator Salary Point 1.1 This is an unqualified Employee involved in the delivery of a children's services program whose duties would include some or all of the following: implement an early childhood program under direct supervision; . assist in the implementation of daily routines; ensure the health and safety of each child; . give each child individual attention and comfort as required; . work in accordance with the Education and Care Services National Law and Regulation under the Act; . have an understanding of centre policy and work accordingly at all times. Children's Services Educator Salary Point 1.2 . implement an early childhood program under routine supervision, implement daily routines; ensure the safety of each child, though the provision of in service training as required; . utilisation of new and /or enhanced skills develop increased understanding of the individual needs of each child as required . give each child individual attention and comfort as required; work in accordance with the Education and Care Services National Law and Regulation under the Act; Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 74 




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Children's Services Educator Salary Point 1.3 . implement an early childhood program; understand and proactively implement daily routines; have a knowledge of the health and safety of each child, attend in -service training as required on issues such as first aid; understand the individual needs of each child, and provide care accordingly; give each child individual attentions and comfort as required; have a detailed understanding of, and act in accordance with the Education and Care Services National Law and Regulation under the Act; understand Service policy and work accordingly at all times. Children's Services Educator Sala Point 2 . This is an Employee involved in the delivery of a children's services program who has completed one of the following; A one year full time introductory childcare course in an institution that provides accredited training, and who has passed the examinations prescribed for that course. Certificate III in Children's Services; Completion of a Child Care Traineeship or A person who in the opinion of the Employer possesses sufficient knowledge and experience to perform the duties at this level. Children's Services Educator Salary Point 2.1 Whose duties in addition to those duties performed by a Children's Services Educator Salary Point 1, would include some or all of the following: . Assist in the preparation and implementation of programs suited to the needs of individual children and groups; Responsibility for the reporting observations of individual children or groups for program planning purposes; Undertake work with individual children with particular needs under direction. . Undertake and complete in- service training as required Children's Services Educator Salary Point 2.2 foster children's cognitive development . facilitate play assist in the preparation and implementation of programs suited to the needs of individual children and groups based on the general observation of each child; reporting observations of individual children or groups for program planning purposes; undertake work with individual children with particular needs under routine supervision. Children's Services Educator Salary Point 2.3 . Provide direct assistance in the preparation and implementation of programs suited to the needs of individual children and groups; Responsibility for reporting observations of individual children or groups for program planning purposes; Undertake work with individual children; Support the emotional and psychological development of children in-service training as required; Glenorchy City Council Enterprise Agreement 2021 9/04/2021 175

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Support the social and language development of the children. Children's Services Educator Sala Point 3 This is an Employee involved in the delivery of a children's services program, who is either: Group (1) The 2 year TAFE Childcare Certification Persons holding the qualifications defined for group (1) shall commence at the first level of the incremental scale Group (2) The 2 year Diploma in Childcare; or persons with qualifications and experience deemed equivalent by the Employer. Persons holding qualifications specified for group (2) shall commence at the second level of the incremental scale. Children's Services Educator Salary Point 3.1 Work as a person in charge of a group of children in the range 0-12 years . Supervise unqualified workers caring for a group of children; . Liaise with parents Ensure a safe environment is provided; Ensure that records are maintained and are up to date concerning each child in their care; . Develop, implement and evaluate daily routines; ensure the policies of the service are adhered to; be aware of and comply with all relevant regulations. Children's Services Educator Salary Point 3.2 Assist in the development of early childhood programs in conjunction with the Director or assistant Director Coordinate and direct the activities of unqualified workers engaged in the implementation of programs and activities in a group setting Ensure the policies of the service are adhered to; Liaise with parents. Ensure a safe environment is provided at all times. Ensure that records are maintained and are kept up to date concerning each child in their care. . Comply with all relevant regulations. Children's Services Educator Salary Point 3.3 . Develop, plan, implement and evaluate developmental programs in conjunction with the Director or Assistant Director; . Be responsible to the Director or Assistant Director for the assessment of students on placement; Supervise unqualified staff caring for groups of children; Work as a person in charge of a group of children age 0-12 years; Develop information packages for parents regarding service policies and programs Develop, implement, evaluate and maintain daily routines . Advise the Director of all relevant information concerning children in their care. Children's Services Educator Sala Point 4 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 76




 




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Children's Services Educator




 Salary Point 4.1 This is a qualified Employee who in addition to the duties of a Children's Services Educator salary point 3 performs the duties of a Children's Services Educator salary point 4 which includes the following: . As required, contributes through the Director, to the development of the policies of the employing childcare establishment; . Take responsibility for being charge of a group of children; . Supervises qualified and unqualified workers; . Plans and implements special programs such as integrating children with disabilities or children of non- English speaking background; . Assists the Director in the performance of any duty of a Director; Children's Services Educator Salary Point 4.2 . Performs all the duties of Children's Services Educator salary point 4 .1 but in addition: . Takes responsibility, in consultation with the Director for the preparation and evaluation of developmental programs for individual children and groups of children in their care; Assist with administrative functions; Takes responsibility for assessment of students on placement. Children's Services Educator Salary Point 4.3 Carries out the work of an Assistant Director Supervising qualified and unqualified workers . Assumes the responsibilities and duties of the Director, in the Director's absence, where such an absence does not exceed 3 days Children's Services Educator Sala Point 4A A person appointed at this level shall be a person who has completed a recognised 3 or 4 year children's services qualification in an institution that provides accredited training and who has passed the examinations prescribed for that course such a person shall hold one of the following qualifications: Children's Services Educator Salary Point 4A.1 3 year qualification in Early Childhood Development; . 3 year Child Care diploma or degree or the equivalent; . 3 year qualification in early Childhood Education or; a person with qualification deemed equivalent by the Employer; . persons holding a qualification specified for Group(1) shall commence at the first level of the incremental scale Group (2) 4 year qualification in early Childhood Development; . 4 year Childcare Diploma or Degree or the equivalent; 4 year qualification in Early Childhood Education; . Qualifications deemed equivalent by the Employer; . Persons holding the qualifications specified for Group 2 shall commence at the second level of the incremental scale Glenorchy City Council Enterprise Agreement 2021 9/04/2021 77 








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 A person appointed to the position of Supervisor of an Out of School Hours Care Program shall hold as a minimum the qualifications specified for Children's Services Educator Salary Point 4. Such a person shall commence at the first salary point of the incremental scale. A person employed at salary point 4A would be able to perform the same tasks as a Children's Services Educator salary point 4 and in addition the duties of Supervisor of an Out of School Hours Program. A Supervisor of an Out of School Hours Care Program would be able to: · Supervise qualified and unqualified staff; Assume full responsibility for the centre under the direction of the Management Committee / Sponsor; Plan and implement an on-going program; As required liaise with the Management Committee / Sponsor; Delegate duties to other staff members; Be responsible for equipment, monies collected and attendance records; Ensure that information is available to assist in the preparation of Government reports and submissions. Children's Services Educator Salary Point 4A .2 Required to meet performance criteria at this level as determined within staff development policy Children's Services Educator Salary Point 4A.3 Required to meet performance criteria at this level as determined within staff development policy Children's Services Educator Sala Point 5 A person appointed to this level shall be a person who holds at a minimum the qualification specified for salary point 4 Children's Services Educator and has progressed through all the incremental salary point of Children's Services Educator salary point 4 and has been appointed to an in charge position in a long Day Care Centre or Occasional Care Centre and who is not the Director or Assistant Director, as defined; or a person who holds early Childhood teaching qualifications and whose duties are to educate pre-school age children in an educational setting within a children's services establishment, for example the provision of kindergarten sessions within a child care centre; or A person who has qualifications and experience deemed equivalent by the Employer. Children's Services Educator Salary Point 5.1 . A person at this salary point would be able to perform the same tasks as a Children's Services Educator salary point 4 and in addition would be able to: Supervise qualified and unqualified staff; Ensure appropriate written programs are prepared, as required; Plan and coordinate in-service training such as integrating children from non -English speaking backgrounds. Children's Services Educator Salary Point 5.2 Required to meet performance criteria as determined within the staff development policy. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 78 








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 Children's Services Educator Salary Point 5.3 Required to meet performance criteria as determined within the staff development policy. Assistant Director Sala Point 5A A person appointed to this level shall be a person who holds as a minimum the qualifications for level 4 Children's Services Educator; or a person who has been appointed to the position of Assistant Director of a Long Day Care Centre. Assistant Director Level 1 shall be a person who is second in charge of a Long day Care Centre approved for less than 30 childcare places; or a person who is second in charge of an Occasional Care Centre approved for less than twenty children. Assistant Director Salary Point 5A.1 . Assist the Director in his / her duties; Takes charge of the service in the Directors absence; Coordinates and directs the activities of staff, students and volunteer's as required. Undertake counselling of parents , when required ; Take responsibility for administrative tasks, as directed; Participate in policy development and establishment of the service's program; Assist with the development of the service's resources; Coordinate in-service training and staff development programs; . Liaise with other agencies and with the public. Assistant Director Salary Point 5A1.2 . Required to meet performance criteria as determined for this level within the staff development policy Assist's the Director in his / her duties; Takes charge of the service in the Directors absence; Coordinates and directs the activities of staff, students and volunteer's as required. . Undertake counselling of parents , when required ; Take responsibility for administrative tasks, as directed; Participate in policy development and establishment of the service's program; Assist with the development of the service's resources; Coordinate in-service training and staff development programs; Liaise with other agencies and with the public. Coordinates and directs the activities of staff, students and volunteer's as required. Undertake counselling of parents , when required ; Take responsibility for administrative tasks, as directed; Participate in policy development and establishment of the service's program; Assist with the development of the service's resources; Coordinate in-service training and staff development programs; Liaise with other agencies and with the public. Assistant Director Salary Point 5A1.3 . Required to meet performance criteria as determined within staff development policy Coordinates and directs the activities of staff, students and volunteer's as required. Undertake counselling of parents , when required ; Take responsibility for administrative tasks, as directed; Glenorchy City Council Enterprise Agreement 2021 9/04/2021 79 




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 1 

 Participate in policy development and establishment of the service's program; Assist with the development of the service's resources; Coordinate in-service training and staff development programs; Liaise with other agencies and with the public. Takes charge of the service in the Directors absence; Assistant Director Salary Point 5A2 Shall be a person who is second in charge of a Long Day Care Centre approved for between 30 and 49 childcare places; or a person who is second in charge of an Occasional Care Centre approved for between 20 and 39 child care places. Assistant Director Salary Point 5A2.1 . Coordinate in-service training and staff development programs; Assist's the Director in his or her duties; . Takes charge of the service in the Directors absence; Coordinates and directs the activities of staff, students and volunteer's as required. . Undertake counselling of parents , when required ; Take responsibility for administrative tasks, as directed; Participate in policy development and establishment of the service's program; . Assist with the development of the service's resources; Assistant Director Salary Point 5A2.2 . In addition to the duties of an Assistant Director Salary Point 2.1 performs the duties of a Salary Point 2.2 . Liaise with Community agencies local Government and the public. Meet performance criteria as determined by Management/Sponsors Assistant Director Salary Point 5A2.3 In addition to the duties of an Assistant Director Salary point 2.2 . performs the duties of Assistant Director salary point 2.3 . Required to meet performance criteria as determined by Management/Sponsor Assistant Director Salary Point 5A2.3 Shall be a person who is second in charge of a Long Day Care Centre approved for 50 or more childcare places; or a person who is second in charge of an Occasional Care Centr approved for 40 or more child care places. Assistant Director Salary Point 5A3.1 Assist's the Director in his or her duties; Takes charge of the service in the Directors absence; Coordinates and directs the activities of staff, students and volunteer's as required. Undertake counselling of parents , when required ; Take responsibility for administrative tasks, as directed; Participate in policy development and establishment of the service's program; Assist with the development of the service's resources; Coordinate in-service training and staff development programs; Glenor y City Council Enterprise Agreement 2021 9/04/2021 80 




Assistant Director Salary Point 5A3.2 . In addition to the duties of a salary point 3.1 performs the duties of a salary point 3.2 which include meeting performance criteria as determined by management /sponsors Assistant Director Salary Point 5A3.3 In addition to the duties of a Salary Point 3.2 performs the duties of a Salary Point 3.3 which include: . meeting performance criteria as determined by management /sponsors Director Director Salary Point 1 A person at this level shall be a person who holds as a minimum the qualifications as defined for a Children's Services Educator Salary Point 4A, and who meets the requirements of the Education and Care Unit - Education Department, and who is responsible for the overall administration of: . A Long Day Care Centre approved for less than 30 childcare places; or . an Occasional Care Centre approved for less than 20 childcare places; or . A person who has been appointed to the position of Coordinator of 2 or more Out of School Hours Care Services. Director Salary Point 1.1 . A person at this level would be able to: . Be responsible for the administration and supervision of the service; . Ensure that a consistently high quality of childcare is maintained, through the planning organisation and implementation of a program that will adequately meet the intellectual, physical, emotional and social needs of children catered for through the service; . Supervise staff; Select and train staff, as required; Develop and promote the aims and policies of the service, in conjunction with the service Sponsors / Management Committee; Director Salary Point 1.2 Keep accounts and handle clerical matters, as required . Assist the service sponsors with financial management planning; as required . Ensure that a consistently high quality of child care is maintained, through the planning organisation and implementation of a program that will adequately meet the intellectual, physical, emotional and social needs of children catered for through the service; . Supervise staff; Select and train staff, as required; Develop and promote the aims and policies of the service, in conjunction with the service Sponsors / Management Committee; Director Salary Point 1.3 Ensure that the service adheres to all relevant regulations and meets all accountability requirements; Provide parents with information relating to the service's operations; . Provide reports to the management committee / Sponsor, as required; Glenorchy City Council Enterprise Agreement 2021 9/04/2021 1 81




 




Ensure that a consistently high quality of child care is maintained, through the planning organisation and implementation of a program that will adequately meet the intellectual, physical, emotional and social needs of children catered for through the service; Supervise staff; . Select and train staff, as required; Develop and promote the aims and policies of the service, in conjunction with the service Sponsors / Management Committee; Director Salary Point 2: · performs the same duties as Salary Point 1.3 . Meets performance criteria required at this level as determined by Management and Sponsors Director Salary Point 2.1 . Ensure that the service adheres to all relevant regulations and meets all accountability requirements; ensure that adequate enrolment procedures are established: provide opportunities for staff development; liaise with other associated organisations, agencies and Government departments when required; Provide parents with information relating to the service's operations; Provide reports to the management committee / Sponsor, as required; Director Salary Point 2.2 . Ensure that a consistently high quality of child care is maintained, through the planning organisation and implementation of a program that will adequately meet the intellectual, physical, emotional and social needs of children catered for through the service; . Supervise staff; Select and train staff, as required; . Develop and promote the aims and policies of the service, in conjunction with the service Sponsors / Management Committee; . Coordinate and supervise the placement of students within the service. Director Salary Point 2.3 Coordinate and supervise the placement of child care trainees within a service Ensure that a consistently high quality of child care is maintained, through the planning organisation and implementation of a program that will adequately meet the intellectual, physical, emotional and social needs of children catered for through the service; Supervise staff; Select and train staff, as required; Develop and promote the aims and policies of the service, in conjunction with the service Sponsors / Management Committee; . Meet performance criteria as determined by Management / Sponsors Director Salary Point 3 Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




pp

A person at this level holds as a minimum the qualifications as defined for Children's Services Educators level 4A and who meets the requirements of the Education and Care Unit Department of Education, and who is responsible for the overall administration of: A Long Day Care Centre approved for 50 or more child care places; or An Occasional Care Centre approved for 40 or more child care places. Director Salary Point 3.1 . A person at this level would be able to perform the same tasks as those for a Children's Services Director Salary Point 2 and in addition performs the duties of a children's services Director Salary Point 3 which includes: Recruitment of staff in consultation with management of a centre Day to day accounts and clerical matters; Formulate and evaluate annual budgets with relevant authorities; Supervise the implementation of educational programs for children in care. . Meet performance criteria as determined by Management / Sponsors Director Salary Point 3.2 . Ensure that submissions for funding to the relevant authorities are made and monies received; . Ensure that government guidelines on access to centres or services are adhered to; Recruitment of staff in consultation with management of a centre Day to day accounts and clerical matters; Formulate and evaluate annual budgets with relevant authorities; Supervise the implementation of educational programs for children in care. . Meet performance criteria as determined by Management /Sponsors Director Salary Point 3.3 Ensue health safety and welfare of all Employees Meet performance criteria as determined by Management / Sponsors. Responsible for Centre policy Su ort Workers Support Worker Salary Point 1 A person at this level shall be an untrained worker employed to perform cleaning kitchen work driving, maintenance. Support Worker Salary Point 1. 1 . Performs cleaning duties within the Centre or Service . Kitchen hand duties . Ensures that substances used are stored and transported safely Support Workers Salary Point 1.2 Has an understanding of food hygiene standards . Assists with food preparation Kitchen hand duties Performs cleaning duties within the Centre or Service Driving services when required Glenorchy City Council Enterprise Agreement 2021 9/04/2021 83




 




General non-specific maintenance Support Workers Salary Point 1.3 Competent in the safe use of chemical products . Assists with food preparation Kitchen hand duties Performs cleaning and disinfecting duties within the Centre or Service Driving services when required General Maintenance Support Workers Salary Point 2 A person at this level shall be an untrained worker employed to perform gardening or clerical duties; or a combination thereof who has successfully completed a relevant training course. Support Worker Salary Point 2.1 to Salary Point 2.3 Shall progress through the incremental grades within the classification subject to meeting the following criteria; . Competency at the existing level Twelve months experience at that level and in service training as required. Employee has demonstrated ability to acquire skills necessary for advancement to the next Grade. Meets performance criteria at each Grade; as determined by the Management / Sponsor at annual review. Support Worker Salary Point 3 A person at this level shall be an untrained worker employed to perform cooking duties; Or; a worker employed to perform gardening or clerical duties who has successfully completed a relevant training course or equivalent; or A worker employed to perform cleaning, driving handy person or kitchen hand duties or a combination thereof who has successfully completed a relevant course; Or an office assistant in charge; In-charge shall be a person who accepts responsibility for being charge of other staff. Support Worker Salary Point 3.1 to Salary Point 3.3 Shall progress through the incremental grades within the classification subject to meeting the following criteria; . Competency at the existing level Twelve months experience at that level and in service training as required. Employee has demonstrated the ability to acquire skills necessary for advancement to the next Grade/Salary point Meets performance criteria at each; Grade/Salary point as determined by the Management / Sponsor at annual review. Support Worker Salary Point 4 A person at this level shall be a person employed to perform cooking duties who holds cooking trade qualifications; or a worker employed to perform gardening or clerical duties who has successfully completed a relevant training course or equivalent. Glenorchy City Council Enterprise Agreement 2021 9/04/2021 84




 




Child Care Support Worker Salary Point 4.1 to Salary Point 4.3 Shall progress through the incremental grades within the classification; subject to meeting the following criteria: Competency at the existing level Twelve months experience at that level and in service training as required. Employee has demonstrated the ability to acquire skills necessary for advancement to the next grade. . meets performance criteria at each grade; as determined by the management / sponsor at annual review




 




52,684.87 53,791.25 54,920.86 56,074.20 53,663.21 54,790.14 55,940.73 57,115.48 55,030.84 56,186.49 57,366.40 58,571.10 55,934.24 57,108.86 58,308.14 59,532.62 57,215.03 58,416.55 59,643.30 60,895.81 58,540.45 59,769.80 61,024.97 62,306.49 54,031.66 55,166.32 56,324.81 57,507.64 55,157.78 56,316.09 57,498.73 58,706.20 56,383.29 57,567.33 58,776.25 60,010.55 57,683.76 58,895.12 60,131.92 61,394.69 59,023.25 60,262.74 61,528.26 62,820.35 60,402.96 61,671.42 62,966.52 64,288.82 55,470.11 56,634.99 57,824.32 59,038.63 56,717.85 57,908.92 59,125.01 60,366.63 Glenorchy City Council Enterprise Agreement 2021 9/04/2021

1.0 1.1 1.2 1.3 1.4 1.5* 2.0 2.1 2.2 2.3 2.4 2.5* 3.0 3.1

SALARY Rates Effective Rates Effective Rates Effective Rates Effective POINT 03/05/2021 02/05/2022 01/05/2023 13/05/2024

Salary Points with * denotes a Re-Earnable Step

SCHEDULE A The salaries specified in this Schedule will be used for the calculation of payments for Ordinary time, Overtime, Personal Leave, Annual Leave, Long Service Leave, Superannuation and Retrenchment Payments unless otherwise stated. Schedule A Employee means an Employee who is engaged within a classification set out in Schedule A of this Agreement. A Schedule A Employee is an Employee who was previously employed in accordance with the Municipal Officers (Glenorchy City Council) Award 2002 and is traditionally referred to as an indoor Employee. The salary / wage figures for May 2024 may be greater than that listed below. Council will guarantee a minimum increase of 2.1%. If the average of the following three figures is greater than 2.1% Council shall apply that percentage increase to the wages of employees in the first full pay period in May 2024; 1. Guaranteed wage increase of 2.1% 2. Hobart CPI for the December 2023 Quarter (CPI) 3. Wage Price Index for December 2023 quarter, Tasmanian Public Sector

Part 13 - Schedules




 




601010.75

3.2 3.3 3.4 3.5

SALARY Rates Effective Rates Effective Rates Effective Rates Effective POINT 03/05/2021 02/05/2022 01/05/2023 13/05/2024

58,028.36 59,246.96 60,491.14 61,761.46 59,378.18 60,625.13 61,898.25 63,198.12 60,768.53 62,044.67 63,347.61 64,677.91 62,201.50 63,507.74 64,841.40 66,203.07 57,026.37 58,223.93 59,446.63 60,695.01 58,346.16 59,571.43 60,822.43 62,099.70 59,705.52 60,959.33 62,239.48 63,546.51 61,105.70 62,388.92 63,699.08 65,036.76 62,562.55 63,876.36 65,217.77 66,587.34 64,134.76 65,481.59 66,856.70 68,260.69 57,955.26 59,172.32 60,414.94 61,683.65 59,302.90 60,548.26 61,819.77 63,117.99 60,690.94 61,965.45 63,266.72 64,595.32 62,120.69 63,425.23 64,757.16 66,117.06 63,662.94 64,999.87 66,364.86 67,758.53 65,341.80 66,713.98 68,114.98 69,545.39 59,611.80 60,863.65 62,141.78 63,446.76 61,009.11 62,290.30 63,598.40 64,933.96 62,458.52 63,770.15 65,109.32 66,476.62 64,021.51 65,365.96 66,738.65 68,140.16 65,747.01 67,127.70 68,537.38 69,976.66 67,656.54 69,077.33 70,527.96 72,009.04 61,268.30 62,554.94 63,868.59 65,209.83 62,737.62 64,055.11 65,400.27 66,773.67 64,326.17 65,677.01 67,056.23 68,464.41 66,085.47 67,473.27 68,890.20 70,336.90 68,017.84 69,446.21 70,904.58 72,393.58 70,057.72 71,528.93 73,031.04 74,564.69 8.0 63,419.18 64,750.98 66,110.75 67,499.08 8.1 65,069.87 66,436.34 67,831.50 69,255.96 8.2 66,923.31 68,328.70 69,763.61 71,228.64 Glenorchy City Council Enterprise Agreement 2021 9/04/2021

4.1 4.2 4.3 4.4 4.5* 5.0 5.1 5.2 5.3 5.4 5.5* 6.0 6.1 6.2 6.3 6.4 6.5* 7.0 7.1 7.2 7.3 7.4 7.5*




 




00

SALARY Rates Effective Rates Effective Rates Effective Rates Effective POINT 03/05/2021 02/05/2022 01/05/2023 13/05/2024

8.3 68,905.00 70,352.01 71,829.40 73,337.82 8.4 70,971.45 72,461.85 73,983.54 75,537.20 8.5* 73,099.99 74,635.09 76,202.42 77,802.67 9.0 65,988.68 67,374.44 68,789.31 70,233.88 9.1 67,915.41 69,341.63 70,797.81 72,284.56 9.2 69,952.17 71,421.17 72,921.01 74,452.35 9.3 72,050.06 73,563.11 75,107.94 76,685.20 9.4 74,210.89 75,769.32 77,360.48 78,985.05 9.5* 76,436.56 78,041.73 79,680.61 81,353.90 10.0 69,202.57 70,655.83 72,139.60 73,654.53 10.1 71,277.99 72,774.83 74,303.10 75,863.47 10.2 73,415.71 74,957.44 76,531.55 78,138.71 10.3 75,617.52 77,205.48 78,826.80 80,482.16 10.4 77,885.39 79,520.99 81,190.93 82,895.94 10.5* 80,221.26 81,905.90 83,625.93 85,382.07 11.0 72,387.74 73,907.88 75,459.94 77,044.60 11.1 74,558.69 76,124.42 77,723.03 79,355.22 11.2 76,794.81 78,407.50 80,054.06 81,735.19 11.3 79,098.02 80,759.08 82,455.02 84,186.58 11.4 81,470.25 83,181.12 84,927.92 86,711.41 11.5* 83,913.74 85,675.93 87,475.13 89,312.10 12.0 75,832.47 77,424.95 79,050.87 80,710.94 12.1 78,106.79 79,747.03 81,421.72 83,131.57 12.2 80,449.32 82,138.75 83,863.67 85,624.80 12.3 82,862.13 84,602.24 86,378.89 88,192.84 12.4 85,347.34 87,139.63 88,969.57 90,837.93 12.5* 87,907.11 89,753.16 91,637.98 93,562.37 13.0 79,277.17 80,941.99 82,641.77 84,377.25 13.1 81,654.89 83,369.65 85,120.41 86,907.94 13.2 84,103.84 85,870.02 87,673.30 89,514.43 13.3 86,626.25 88,445.41 90,302.76 92,199.12 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 88




 




44 4 183.091.36 84.836:25 50.767.70 92,67734 04,619.45 58991.067:

13.4 13.5*

SALARY Rates Effective Rates Effective Rates Effective Rates Effective POINT 03/05/2021 02/05/2022 01/05/2023 13/05/2024

14.1 14.2 14.3 14.4 14.5* 15.0 15.1 15.2 15.3 15.4 15.5*

16.1 16.2 16.3 16.4 16.5

89,224.38 91,098.10 93,011.16 94,964.39 91,900.51 93,830.42 95,800.86 97,812.67 83,091.36 84,836.28 86,617.84 88,436.81 85,583.48 87,380.73 89,215.73 91,089.26 88,150.33 90,001.49 91,891.52 93,821.24 90,794.16 92,700.84 94,647.56 96,635.15 93,517.34 95,481.21 97,486.31 99,533.52 96,322.23 98,345.00 100,410.24 102,518.86 85,757.35 87,558.26 89,396.98 91,274.32 88,329.45 90,184.36 92,078.24 94,011.88 90,978.66 92,889.21 94,839.88 96,831.52 93,707.34 95,675.19 97,684.37 99,735.74 96,517.93 98,544.80 100,614.24 102,727.14 99,412.76 101,500.43 103,631.94 105,808.21 90,767.20 92,673.31 94,619.45 96,606.46 93,489.54 95,452.82 97,457.33 99,503.93 96,293.56 98,315.73 100,380.36 102,488.35 99,181.70 101,264.51 103,391.07 105,562.28 102,156.48 104,301.77 106,492.10 108,728.44 105,220.52 107,430.15 109,686.19 111,989.60 17.0 93,067.47 95,021.89 97,017.34 99,054.71 17.1 95,858.78 97,871.81 99,927.12 102,025.59 17.2 98,733.92 100,807.33 102,924.28 105,085.69 17.3 101,695.30 103,830.90 106,011.35 108,237.58 17.4 104,745.49 106,945.15 109,191.00 111,484.01 17.5* 107,887.17 110,152.80 112,466.01 114,827.80 18.0 96,785.03 98,817.52 100,892.68 103,011.43 18.1 99,687.94 101,781.39 103,918.79 106,101.09 18.2 102,677.89 104,834.12 107,035.64 109,283.39 18.3 105,757.60 107,978.51 110,246.06 112,561.23 18.4 108,929.64 111,217.17 113,552.73 115,937.33 Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




1/16/958.62 516,95611

SALARY Rates Effective Rates Effective Rates Effective Rates Effective POINT 03/05/2021 02/05/2022 01/05/2023 13/05/2024

18.5* 112,196.87 114,553.01 116,958.62 119,414.75 19.0 100,506.38 102,617.02 104,771.97 19.1 103,520.92 105,694.85 107,914.45 110,180.65 19.2 106,625.89 108,865.03 111,151.20 113,485.37 19.3 109,824.03 112,130.33 114,485.07 116,889.26 19.4 113,118.07 115,493.55 117,918.91 120,395.21 19.5* 116,510.95 118,957.68 121,455.79 124,006.36 20.0 104,553.68 106,749.30 108,991.04 111,279.85 20.1 107,689.64 109,951.12 112,260.09 114,617.56 20.2 110,919.63 113,248.95 115,627.17 118,055.34 20.3 114,246.54 116,645.72 119,095.28 121,596.28 20.4 117,673.28 120,144.42 122,667.45 125,243.47 20.5* 121,202.84 123,748.10 126,346.81 129,000.09 21.0 108,055.27 110,324.43 112,641.24 115,006.71 21.1 111,296.24 113,633.46 116,019.76 118,456.18 21.2 114,634.45 117,041.77 119,499.65 122,009.14 21.3 118,072.82 120,552.35 123,083.95 125,668.71 21.4 121,614.33 124,168.23 126,775.77 129,438.06 21.5* 125,262.15 127,892.66 130,578.40 133,320.55 22.0 111,526.47 113,868.53 116,259.77 118,701.22 22.1 114,871.63 117,283.93 119,746.89 122,261.58 22.2 118,317.12 120,801.78 123,338.62 125,928.73 22.3 121,865.95 124,425.13 127,038.06 129,705.86 22.4 125,521.27 128,157.22 130,848.52 133,596.34 22.5* 129,286.26 132,001.27 134,773.30 137,603.54 23.0 114,550.54 116,956.11 119,412.18 121,919.84 23.1 117,986.46 120,464.18 122,993.93 125,576.80 23.2 121,525.33 124,077.36 126,682.99 129,343.33 23.3 125,170.51 127,799.09 130,482.87 133,223.01 23.4 128,924.90 131,632.32 134,396.60 137,218.93 23.5* 132,791.97 135,580.61 138,427.80 141,334.78 Glenorchy City Council Enterprise Agreement 2021 9/04/2021




 




120.602-5 175,185.17 125 772 110 125.866. 1518 510.02

24.0 117,586.01 120,055.31 122,576.48 125,150.58

SALARY Rates Effective Rates Effective Rates Effective Rates Effective POINT 03/05/2021 02/05/2022 01/05/2023 13/05/2024

24.1 121,112.92 123,656.29 126,253.07 128,904.39 24.2 124,745.66 127,365.32 130,039.99 132,770.83 24.3 128,487.33 131,185.56 133,940.46 136,753.21 24.4 132,341.33 135,120.49 137,958.02 140,855.14 24.5* 136,310.90 139,173.43 142,096.07 145,080.09 25.0 120,602.51 123,135.16 125,721.00 128,361.14 25.1 124,219.91 126,828.53 129,491.93 132,211.26 25.2 127,945.87 130,632.73 133,376.02 136,176.92 25.3 131,783.57 134,551.03 137,376.60 140,261.51 25.4 135,736.40 138,586.86 141,497.18 144,468.62 25.5* 139,807.89 142,743.85 145,741.48 148,802.05 26.0 123,277.98 125,866.82 128,510.02 131,208.73 26.1 126,975.62 129,642.11 132,364.60 135,144.25 26.2 130,784.28 133,530.75 136,334.90 139,197.93 26.3 134,707.12 137,535.96 140,424.22 143,373.13 26.4 138,747.67 141,661.37 144,636.26 147,673.62 26.5* 142,909.43 145,910.53 148,974.65 152,103.12 27.0 126,430.90 129,085.95 131,796.75 134,564.49 27.1 130,223.16 132,957.85 135,749.96 138,600.71 27.2 134,129.15 136,945.86 139,821.72 142,757.98 27.3 138,152.39 141,053.59 144,015.71 147,040.04 27.4 142,296.34 145,284.56 148,335.54 151,450.59 27.5* 146,564.54 149,642.40 152,784.89 155,993.37 28.0 129,735.39 132,459.83 135,241.49 138,081.56 28.1 133,626.81 136,432.97 139,298.06 142,223.32 28.2 137,634.95 140,525.28 143,476.31 146,489.31 28.3 141,763.28 144,740.31 147,779.85 150,883.23 28.4 146,015.54 149,081.86 152,212.58 155,409.05 28.5* 150,395.34 153,553.64 156,778.27 160,070.61 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 91




 




15132279

Rates Effective Rates Effective Rates Effective Rates Effective 03/05/2021 02/05/2022 01/05/2023 13/05/2024

SCHEDULE B The salaries specified in this Schedule will be used for the calculation of payments for Ordinary time, Overtime, Personal Leave, Annual Leave, Long Service Leave, Superannuation and Retrenchment Payments unless otherwise stated. Schedule B Employee means an Employee who is engaged within a classification set out in Schedule B of this Agreement. A Schedule B Employee is an Employee who was previously employed in accordance with the Municipal Employees (Country Councils) Award 2002 and is traditionally referred to as an outdoor Employee. The salary / wage figures for May 2024 may be greater than that listed below. Council will guarantee a minimum increase of 2.1%. If the average of the following three figures is greater than 2.1% Council shall apply that percentage increase to the wages of employees in the first full pay period in May 2024; 1. Guaranteed wage increase of 2.1% 2. Hobart CPI for the December 2023 Quarter (CPI) 3. Wage Price Index for December 2023 quarter, Tasmanian Public Sector 1.0 49,252.39 50,286.69 51,342.71 52,420.90 1.1 49,802.57 50,848.43 51,916.24 53,006.48 1.2 50,360.92 51,418.50 52,498.28 53,600.75 1.3 50,927.35 51,996.82 53,088.75 54,203.62 1.4 51,503.09 52,584.65 53,688.93 54,816.40 2.0 51,327.79 52,405.68 53,506.20 54,629.83 2.1 51,909.33 52,999.43 54,112.42 55,248.78 2.2 52,499.00 53,601.48 54,727.11 55,876.38 2.3 53,097.94 54,213.00 55,351.47 56,513.85 2.4 53,706.19 54,834.02 55,985.54 57,161.23 3.0 53,403.22 54,524.69 55,669.71 56,838.77 3.1 54,016.09 55,150.42 56,308.58 57,491.06 3.2 54,654.48 55,802.22 56,974.07 58,170.52 3.3 55,311.18 56,472.72 57,658.65 58,869.48 3.4 55,977.55 57,153.08 58,353.29 59,578.71 55,529.69 56,695.81 57,886.42 59,102.04 4.1 56,202.98 57,383.24 58,588.29 59,818.64 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 92




 




10.025.27 15 926-3-1 27 869770 70 905.30

4.2 4.3 4.4

Rates Effective Rates Effective Rates Effective Rates Effective 03/05/2021 02/05/2022 01/05/2023 13/05/2024

10.1 10.2

56,909.79 58,104.90 59,325.10 60,570.93 57,626.69 58,836.85 60,072.42 61,333.95 58,354.85 59,580.30 60,831.48 62,108.95 57,811.24 59,025.27 60,264.80 61,530.36 5.1 58,541.91 59,771.29 61,026.49 62,308.05 5.2 59,283.89 60,528.85 61,799.95 63,097.75 5.3 60,035.91 61,296.67 62,583.90 63,898.16 5.4 60,800.49 62,077.30 63,380.92 64,711.92 59,997.00 61,256.94 62,543.34 63,856.75 6.1 60,760.32 62,036.29 63,339.05 64,669.17 6.2 61,534.93 62,827.17 64,146.54 65,493.62 6.3 62,326.68 63,635.54 64,971.89 66,336.30 6.4 63,149.14 64,475.27 65,829.25 67,211.66 7.0 62,243.93 63,551.05 64,885.62 66,248.22 7.1 63,065.08 64,389.44 65,741.62 67,122.20 7.2 63,897.85 65,239.70 66,609.73 68,008.54 7.3 64,764.81 66,124.87 67,513.49 68,931.27 7.4 65,666.41 67,045.41 68,453.36 69,890.88 8.0 64,570.36 65,926.34 67,310.79 68,724.31 8.1 65,462.38 66,837.10 68,240.67 69,673.73 8.2 66,400.36 67,794.76 69,218.45 70,672.04 8.3 67,368.73 68,783.48 70,227.93 71,702.72 8.4 68,366.65 69,802.35 71,268.20 72,764.83 9.0 69,312.51 70,768.08 72,254.21 73,771.55 9.1 70,351.78 71,829.17 73,337.58 74,877.67 9.2 71,407.10 72,906.65 74,437.68 76,000.88 9.3 72,477.03 73,999.05 75,553.03 77,139.64 9.4 73,564.46 75,109.31 76,686.61 78,297.03 10.0 74,211.11 75,769.54 77,360.70 78,985.28 75,323.36 76,905.15 78,520.15 80,169.08 76,453.14 78,058.66 79,697.89 81,371.55 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 93




 




B: 12.449.62

10.3 77,600.41 79,230.02 80,893.85 82,592.62 10.4 78,763.78 80,417.82 82,106.59 83,830.83 11.0 79,092.89 80,753.84 82,449.67 84,181.11 11.1 80,261.08 81,946.56 83,667.44 85,424.45 11.2 81,446.54 83,156.92 84,903.21 86,686.18 11.3 82,649.52 84,385.16 86,157.25 87,966.55 11.4 83,870.25 85,631.52 87,429.79 89,265.81 12.0 83,974.69 85,738.16 87,538.66 89,376.97 12.1 85,214.99 87,004.50 88,831.60 90,697.06 12.2 86,473.60 88,289.54 90,143.62 92,036.64 12.3 87,750.81 89,593.58 91,475.05 93,396.02 12.4 89,046.88 90,916.87 92,826.12 94,775.47

Rates Effective Rates Effective Rates Effective Rates Effective 03/05/2021 02/05/2022 01/05/2023 13/05/2024




 




49,764.94 50,810.00 51,877.01 52,966.43 50,255.28 51,310.65 52,388.17 53,488.32 50,708.25 51,773.12 52,860.36 53,970.43 50,532.73 51,593.92 52,677.39 53,783.62 51,437.55 52,517.74 53,620.61 54,746.65 52,396.73 53,497.06 54,620.50 55,767.53 52,977.66 54,090.19 55,226.08 56,385.83 54,229.01 55,367.82 56,530.54 57,717.68 55,852.93 57,025.84 58,223.38 59,446.07 56,709.04 57,899.93 59,115.82 60,357.26 57,566.30 58,775.19 60,009.47 61,269.67 59,022.61 60,262.09 61,527.59 62,819.67 59,280.80 60,525.70 61,796.74 63,094.47 61,004.37 62,285.46 63,593.46 64,928.92 62,758.51 64,076.44 65,422.05 66,795.91 Glenorchy City Council Enterprise Agreement 2021 9/04/2021 | 95

1.1 1.2 1.3 2.1 2.2 2.3 3.1 3.2 3.3 4.1 4.2 4.3 4A.1 4A.2 4A.3

SCHEDULE C The salaries specified in this Schedule will be used for the calculation of payments for Ordinary time, Overtime, Personal Leave, Annual Leave, Long Service Leave, Superannuation and Retrenchment Payments unless otherwise stated. Schedule C Employee means an Employee who is engaged within a classification set out in Schedule C of this Agreement. A Schedule C Employee is an Employee who was previously employed in accordance with the Local Government (Community Services) Tasmania Award 2002) and is traditionally referred to as either a child care Employee or a community services Employee. The salary / wage figures for May 2024 may be greater than that listed below. Council will guarantee a minimum increase of 2.1%. If the average of the following three figures is greater than 2.1% Council shall apply that percentage increase to the wages of employees in the first full pay period in May 2024; 1. Guaranteed wage increase of 2.1% 2. Hobart CPI for the December 2023 Quarter (CPI) 3. Wage Price Index for December 2023 quarter, Tasmanian Public Sector

Rates Effective Rates Effective Rates Effective Rates Effective 03/05/2021 02/05/2022 01/05/2023 13/05/2024




 

 Children's Services Educator 




Assistant Director (30-49 Places

5.1 63,987.20 65,330.93 66,702.88 68,103.64 5.2 64,965.64 66,329.92 67,722.84 69,145.02 5.3 65,998.42 67,384.39 68,799.46 70,244.25 5A1.1 64,991.68 66,356.51 67,750.00 69,172.75 5A1.2 65,998.42 67,384.39 68,799.46 70,244.25 5A1.3 68,174.97 69,606.64 71,068.38 72,560.82 65,998.42 67,384.39 68,799.46 70,244.25 67,076.50 68,485.11 69,923.30 71,391.69 68.194.20 69.626.28 71.088.43 72.581.29 5A3.1 67,076.50 68,485.11 69,923.30 71,391.69 5A3.2 68,194.20 69,626.28 71,088.43 72,581.29 5A3.3 69,340.25 70,796.39 72,283.11 73,801.06 Director D1.1 70,505.52 71,986.14 73,497.85 75,041.30 D1.2 71,712.69 73,218.66 74,756.25 76,326.13 D1.3 74,067.04 75,622.44 77,210.52 78,831.94 D2.1 76,479.13 78,085.19 79,724.98 81,399.20 D2.2 77,687.43 79,318.87 80,984.56 82,685.24 D2.3 78,876.50 80,532.90 82,224.09 83,950.80 D3.1 80,074.60 81,756.17 83,473.05 85,225.98 D3.2 81,265.93 82,972.52 84,714.94 86,493.95 D3.3 82,464.05 84,195.79 85,963.90 87,769.14 SW1.1 49,331.21 50,367.16 51,424.87 52,504.80 SW1.2 49,566.75 50,607.65 51,670.42 52,755.49 SW1.3 50,019.73 51,070.14 52,142.62 53,237.61 SW2.1 50,110.32 51,162.64 52,237.05 53,334.03 SW2.2 50,376.46 51,434.36 52,514.48 53,617.29 Glenorchy City Council Enterprise Agreement 2021 9/04/2021

5A2.1 5A2.2 5A2.3 Assistant Director (50 Places and over

Support Worker

Rates Effective Rates Effective Rates Effective Rates Effective 03/05/2021 02/05/2022 01/05/2023 13/05/2024

Assistant Director (Less than 30 Places




 




SW2.3 SW3.1 SW3.2 SW3.3 SW4.1 SW4.2 SW4.3

Rates Effective Rates Effective Rates Effective Rates Effective 03/05/2021 02/05/2022 01/05/2023 13/05/2024

50,761.49 51,827.48 52,915.85 54,027.09 53,503.11 54,626.67 55,773.83 56,945.08 53,726.20 54,854.45 56,006.40 57,182.53 53,935.70 55,068.35 56,224.79 57,405.51 54,811.08 55,962.11 57,137.32 58,337.20 55,232.33 56,392.21 57,576.45 58,785.55 55,565.28 56,732.15 57,923.53 59,139.92 JC1.0 35,077.01 35,813.62 36,565.71 37,333.59 JC1.1 40,088.01 40,929.86 41,789.39 42,666.97 JC1.2 45,099.01 46,046.09 47,013.06 48,000.33 JSW1.1 34,836.02 35,567.58 36,314.50 37,077.10 JSW1.2 39,811.96 40,648.01 41,501.61 42,373.15 JSW1.3 44,789.00 45,729.57 46,689.89 47,670.38 JSW2.1 42,953.33 43,855.35 44,776.31 45,716.61 JSW2.2 45,479.80 46,434.88 47,410.01 48,405.62 JSW2.3 48,006.27 49,014.40 50,043.70 51,094.62 JSW3.1 45,031.36 45,977.02 46,942.53 47,928.33 JSW3.2 47,680.12 48,681.40 49,703.71 50,747.49 JSW3.3 50,328.90 51,385.81 52,464.91 53,566.67

Junior Support Worker - Untrained

Junior Support Worker - 1 Year Trained

Junior Support Worker - 2 Year Trained

Junior Clerical Support Worker




 




James 0

6/5/2021.




 

 1 

 5/202 

 PARTIES Tony Mc Mullen General Manager Glenorchy City Council 374 Main Road, Glenorchy, TAS 7010 Billy King, Branch Executive President Australian Services Union 116 Queensberry Street, Carlton South VIC 3053 Bargaining Representative 374 Main Road, Glenorchy TAS 7010 (Employee of the Employer) 




Vy p g R

FWC Matter No. AG2021/5046

UNDERTAKINGS

Glenorchy City Council, in accordance with section 190 of the Fair Work Act 2009, gives the following undertakings with respect to the Glenorch Cit Council Enter rise A reement 2021 ("the Agreement"): 1. That the Clause 2.5.2 is replaced with the following:

Applicant: Glenorchy City Council

The wages (and related terms and conditions) of Schedule E of the Modern Award (as amended from time to time) shall apply to trainees plus 2%. The wages (and related terms and conditions) of Clause 14 of the Modern Award (as amended from time to time) shall apply to apprentices plus 2%. An apprentice shall be paid the appropriate percentage (from Clause 16 of the Modern Award) of Grade 5 of the Municipal Employees (Country Councils) classification as per Schedule B of this Agreement.

ire tor Corporate Services

Jenny ichardson

VC

IN THE FAIR WORK COMMISSION

Cases cited by this decision: