Merri Health Enterprise Agreement 2021

1

Fair Work 
Act 2009 
s.185—Enterprise agreement

Victorian Hospitals’ Industrial Association
(AG2022/985)

MERRI HEALTH ENTERPRISE AGREEMENT 2021

Health and welfare services

COMMISSIONER MATHESON SYDNEY, 12 MAY 2022

Application for approval of the Merri Health Enterprise Agreement 2021.

[1] An application has been made for approval of an enterprise agreement known as the 
Merri Health Enterprise Agreement 2021 (Agreement). The application was made by the 
Victorian Hospitals’ Industrial Association (Applicant) pursuant to s.185 of the Fair Work Act 
2009 (Cth) (Act). The Agreement is a single enterprise agreement.

[2] The Employer has provided written undertakings. A copy of the undertakings is attached 
at Annexure A of this decision (Undertakings). The views of each person I know is a 
bargaining representative for the Agreement were sought in relation to the Undertakings and 
no objections were raised. I am satisfied that the effect of accepting the Undertakings is not 
likely to:

(a) cause financial detriment to any employee covered by the Agreement; or 

(b) result in substantial changes to the Agreement.

[3] Pursuant to s.190(3) of the Act, I accept the Undertakings.

[4] Pursuant to s.202(4) of the Act, the model flexibility term prescribed by the Fair Work 
Regulations 2009 (Cth) is taken to be a term of the Agreement.

[5] Subject to the Undertakings, and on the basis of the materials before the Commission, I 
am satisfied that each of the requirements of ss.186, 187, 188 and 190 of the Act as are relevant 
to the application for approval of the Agreement have been met.

[6] The Health Services Union of Australia, the Australian, Municipal, Administrative, 
Clerical and Services Union and the Australian Education Union, being bargaining 
representatives for the Agreement, have given notice under s.183 of the Act that they want the 
Agreement to cover them.  In accordance with s.201(2) of the Act, I note that the Agreement 
covers the organisations.   

[2022] FWCA 1594

DECISION
FairWork 

Commission 


* AUSTRALIA FairWork Commission


























































































































[2022] FWCA 1594

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[7] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
19 May 2022. The nominal expiry date of the Agreement is 1 August 2024.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

AE515952  PR741546


ISSION THE SEAL THE FA




 



[2022] FWCA 1594

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Annexure A

IN THE FAIR WORK COMMISSION 

FWC Matter No. 
AG2022/985 

Applicant 
Merri Health 

Section 185 - Application for approval of a single enterprise agreement 

Undertaking - Section 190 

I, Amie Reed, Chief Impact Officer, have the authority given to me by Merri Health to give the 
following undertakings with respect to the Merri Health Enterprise Agreement 2021 ("the 
Agreement") 

1. Redundancy Entitlement (Clause 13.8) 

The Redundancy payment at clause 13.8 will apply to: 
a. Employees classified under Schedule E and Schedule F; and 
b. all other Employees employed on or after 31 May 2019. 

2. Tool allowance (clause 6.2 of Schedule G) 

The applicable rates for Tool Allowance are as follows 
a. FFPPOA 1 August 2021 - $15.99 
b. FFPPOA 1 August 2022 - $16.31 
c. FFPPOA 1 August 2023 - $16.64 

3. Travel Allowance (clause 6.5 of Schedule G) 
The travel allowance rates for Social and Community Services Employees are 
amended to: 

5 or more cylinders $1.06 $1.08 $1.1 1 $1.14 
Less than 5 cylinders, electric cars $1.05 $1.07 $1.1 0 $1.06 

4. National Employment Standards 
This Agreement will be read and interpreted in conjunction with the National 
Employment Standards (NES) Where there is an inconsistency between this 
agreement and the NES, and the NES provides a greater benefit, the NES 
provision will apply to the extent of the inconsistency 

5. Personal/Carer's Leave Entitlement (clause 60.4) 
Personal/carer's leave will be available to an Employee who is required 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: 


IN THE FAIR WORK COMMISSION FWC Matter No .: AG2022/985 Applicant: Merri Health Section 185 - Application for approval of a single enterprise agreement Undertaking - Section 190 I, Amie Reed, Chief Impact Officer, have the authority given to me by Merri Health to give the following undertakings with respect to the Merri Health Enterprise Agreement 2021 ("the Agreement"): 1. Redundancy Entitlement (Clause 13.8) The Redundancy payment at clause 13.8 will apply to: a. Employees classified under Schedule E and Schedule F; and b. all other Employees employed on or after 31 May 2019. 2. Tool allowance (clause 6.2 of Schedule G) The applicable rates for Tool Allowance are as follows: a. FFPPOA 1 August 2021 - $15.99 b. FFPPOA 1 August 2022 - $16.31 c. FFPPOA 1 August 2023 - $16.64 3. Travel Allowance (clause 6.5 of Schedule G) The travel allowance rates for Social and Community Services Employees are amended to: 5 or more cylinders $1.06 $1.08 $1.11 $1.14 Less than 5 cylinders, electric cars $1.05 $1.07 $1.10 $1.06 4. National Employment Standards This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES). Where there is an inconsistency between this agreement and the NES, and the NES provides a greater benefit, the NES provision will apply to the extent of the inconsistency. 5. Personal/Carer's Leave Entitlement (clause 60.4) Personal/carer's leave will be available to an Employee who is required 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:




 



[2022] FWCA 1594

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a. a personal illness, or personal injury, affecting the member; or 
b. an unexpected emergency affecting the member. 

6. Casual Compassionate Leave Entitlement (clause 60.11) 

An Employee is entitled to 2 days of unpaid compassionate leave for each occasion 
(a permissible occasion) when 

a. A member of the Employee's Immediate Family or a member of the Employee's 
household: 

i. Contracts or develops a personal illness that poses a serious threat to 
his or her life; or 

ii. Sustains a personal injury that poses a serious threat to his or her life; 
or 

iii. Dies; or 
b. A child is stillborn, where the child would have been a member of the 

employee's immediate family, or a member of the employee's household, if the 
child has been born alive; or 

c. The Employee or the Employees spouse or de facto partner, has a miscarriage 

7. Entitlement to long service leave after 7 years (Social and Community 
Services Employees Only) 

a. The following entitlement shall apply only to Employees classified under 
Schedule F of the Agreement 

i. Where an Employee's employment has ended and the Employee has 
completed at least 7, but less than 15, years of continuous 
employment w ith Merri Health only, the Employee is entit led to an 
amount of long service leave equal to 1160th of the period of their 
continuous employment 

b. Employees who are classified as Early Childhood Coordinators/Teachers and 
employed by Merri Health as at the commencement date of the Agreement 
shall be entitled to pro rata access of Long Service Leave after at least 7, but 
less than 10 years of continuous service with Merri Health. The amount of 
long service leave will be equal to 1160th of the period of their continuous 
employment. 

8. Public Holiday Substitution (Clause 56.6(a)) 

a. The Employer and Employee may only agree to substitute another day for any 
Public Holidays prescribed in clause 56.2 by mutual agreement. 

9. Broken Shifts (Clause 48.5(a) - Social and Community Services Employees 
classified under Schedule F Only) 

An employee must receive a minimum break of 10 hours between broken shifts 
rostered on successive days. 

10. Sleepover Allowance (clause 127) 

a. The span for a sleepover will be a continuous period of eight hours. 


a. a personal illness, or personal injury, affecting the member; or b. an unexpected emergency affecting the member. 6. Casual Compassionate Leave Entitlement (clause 60.11) An Employee is entitled to 2 days of unpaid compassionate leave for each occasion (a permissible occasion) when: a. A member of the Employee's Immediate Family or a member of the Employee's household: i. Contracts or develops a personal illness that poses a serious threat to his or her life; or ii. Sustains a personal injury that poses a serious threat to his or her life; or iii. Dies; or b. A child is stillborn, where the child would have been a member of the employee's immediate family, or a member of the employee's household, if the child has been born alive; or c. The Employee or the Employees spouse or de facto partner, has a miscarriage. 7. Entitlement to long service leave after 7 years (Social and Community Services Employees Only) a. The following entitlement shall apply only to Employees classified under Schedule F of the Agreement: i. Where an Employee's employment has ended and the Employee has completed at least 7, but less than 15, years of continuous employment with Merri Health only, the Employee is entitled to an amount of long service leave equal to 1/60th of the period of their continuous employment. b. Employees who are classified as Early Childhood Coordinators/Teachers and employed by Merri Health as at the commencement date of the Agreement shall be entitled to pro rata access of Long Service Leave after at least 7, but less than 10 years of continuous service with Merri Health. The amount of long service leave will be equal to 1/60th of the period of their continuous employment. 8. Public Holiday Substitution (Clause 56.6(a)) a. The Employer and Employee may only agree to substitute another day for any Public Holidays prescribed in clause 56.2 by mutual agreement. 9. Broken Shifts (Clause 48.5(a) - Social and Community Services Employees classified under Schedule F Only) An employee must receive a minimum break of 10 hours between broken shifts rostered on successive days. 10. Sleepover Allowance (clause 127) a. The span for a sleepover will be a continuous period of eight hours.




 



[2022] FWCA 1594

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b. An Employer may roster an Employee to perform work immediately before 
and/or immediately after the sleepover period, but must roster the Employee 
or pay the Employee for at least four hours' work for at least one of these 
periods of work. 

c. An employee may refuse a sleepover with reasonable cause 

These undertakings are provided on the basis of issues raised by the Fair Work Commission 
in the application before the Fair Work Commission. 

Signature 

3 May 2022 

Date 


b. An Employer may roster an Employee to perform work immediately before and/or immediately after the sleepover period, but must roster the Employee or pay the Employee for at least four hours' work for at least one of these periods of work. c. An employee may refuse a sleepover with reasonable cause These undertakings are provided on the basis of issues raised by the Fair Work Commission in the application before the Fair Work Commission. Signature 3 May 2022 Date




 



 

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MERRI HEALTH ENTERPRISE AGREEMENT 2021 






  

BoothF
Undertaking Stamp

BoothF
Model Flexibility Stamp



 

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PART 1 – APPLICATION AND OPERATION OF THE AGREEMENT 

1. AGREEMENT TITLE 

1.1 This Agreement shall be known as the Merri Health Enterprise Agreement 2021. 

2. ARRANGEMENT  

PART 1 – APPLICATION AND OPERATION OF THE AGREEMENT ........................................................................ 2 

1. AGREEMENT TITLE ................................................................................................................................ 2 

2. ARRANGEMENT .................................................................................................................................... 2 

3. COMMENCEMENT DATE AND PERIOD OF OPERATION ......................................................................... 7 

4. INCIDENCE AND COVERAGE ................................................................................................................. 7 

5. RELATIONSHIP TO PREVIOUS AWARDS AND AGREEMENTS.................................................................. 8 

6. INDIVIDUAL FLEXIBILITY ARRANGEMENTS ........................................................................................... 8 

7. SAVINGS ............................................................................................................................................... 9 

8. NO EXTRA CLAIMS ................................................................................................................................ 9 

9. ANTI-DISCRIMINATION ........................................................................................................................ 9 

10. DEFINITIONS ...................................................................................................................................... 10 

PART 2 – DISPUTE RESOLUTION, CONSULTATIVE STRUCTURES AND DISCIPLINE ............................................ 13 

11. CONSULTATION REGARDING MAJOR WORKPLACE CHANGE .............................................................. 13 

12. DISPUTE SETTLEMENT ........................................................................................................................ 15 

13. REDUNDANCY .................................................................................................................................... 16 

14. DISCIPLINARY PROCEDURES ............................................................................................................... 20 

15. PROMOTING DISABLED WORKFORCE PARTICIPATION ....................................................................... 22 

16. PROMOTING ABORIGINAL AND TORRES STRAIT ISLANDER WORKFORCE PARTICIPATION ................. 22 

17. EMPLOYEE ASSISTANCE PROGRAM .................................................................................................... 22 

PART 3 – EMPLOYMENT ARRANGEMENTS ..................................................................................................... 23 

18. TYPES OF EMPLOYMENT .................................................................................................................... 23 

19. MINIMUM ENGAGEMENT .................................................................................................................. 23 

20. FULL-TIME EMPLOYMENT .................................................................................................................. 23 

21. REGULAR PART-TIME EMPLOYMENT .................................................................................................. 23 

22. CASUAL EMPLOYMENT ....................................................................................................................... 25 

23. FIXED TERM EMPLOYMENT ................................................................................................................ 26 

24. REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS ........................................................................ 27 

25. VACANCIES ......................................................................................................................................... 28 

26. NOTICE OF TERMINATION – EMPLOYER ............................................................................................. 28 

27. NOTICE OF TERMINATION – EMPLOYEE ............................................................................................. 29 

28. TRANSITION TO RETIREMENT ............................................................................................................. 29 

29. HYBRID WORKING MODEL ................................................................................................................. 30 

PART 4 – CLASSIFICATION STRUCTURE, WAGES AND RELATED MATTERS ....................................................... 32 

30. CLASSIFICATIONS ............................................................................................................................... 32 








 

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31. SALARY INCREASES ............................................................................................................................. 32 

32. ONCE OFF UPFRONT LUMP SUM PAYMENT ....................................................................................... 32 

33. ALLOWANCE ADJUSTMENTS .............................................................................................................. 32 

34. SALARY PACKAGING ........................................................................................................................... 33 

35. PAYMENT OF WAGES ......................................................................................................................... 33 

36. SUPPORTED WAGE SYSTEM FOR EMPLOYEES WITH DISABILITIES ...................................................... 34 

37. SUPERANNUATION ............................................................................................................................ 34 

38. ACCIDENT PAY .................................................................................................................................... 36 

39. STAFF APPRAISAL ............................................................................................................................... 39 

PART 5 – ALLOWANCES AND REIMBURSEMENTS ........................................................................................... 40 

40. CHILD CARE REIMBURSEMENT ........................................................................................................... 40 

41. SHIFT WORK ....................................................................................................................................... 40 

42. MEAL ALLOWANCES ........................................................................................................................... 42 

43. HIGHER DUTIES .................................................................................................................................. 43 

44. UNIFORMS AND PROTECTIVE CLOTHING ............................................................................................ 43 

45. REIMBUSEMENT OF TELEPHONE AND OTHER EXPENSES .................................................................... 44 

PART 6 – WORKING HOURS AND RELATED MATTERS ..................................................................................... 45 

46. HOURS OF WORK ............................................................................................................................... 45 

47. ACCRUED DAYS OFF ........................................................................................................................... 46 

48. WEEKEND WORK ................................................................................................................................ 46 

49. SUMMER TIME (DAYLIGHT SAVINGS) ................................................................................................. 48 

50. REASONABLE ADDITIONAL HOURS ..................................................................................................... 48 

51. OVERTIME .......................................................................................................................................... 48 

52. OVERTIME IN LIEU .............................................................................................................................. 50 

53. ON CALL / RECALL .............................................................................................................................. 50 

54. REST BREAKS ...................................................................................................................................... 53 

55. MEAL BREAKS..................................................................................................................................... 53 

PART 7 – LEAVE OF ABSENCE AND PUBLIC HOLIDAYS ..................................................................................... 54 

56. PUBLIC HOLIDAYS ............................................................................................................................... 54 

57. ANNUAL LEAVE .................................................................................................................................. 58 

58. EXCESSIVE LEAVE MANAGEMENT ...................................................................................................... 61 

59. PURCHASED LEAVE ............................................................................................................................. 62 

60. PERSONAL/CARER’S LEAVE ................................................................................................................ 63 

61. COMPASSIONATE LEAVE .................................................................................................................... 67 

62. LONG SERVICE LEAVE ......................................................................................................................... 67 

63. PRE-NATAL LEAVE .............................................................................................................................. 73 

64. PARENTAL LEAVE ............................................................................................................................... 73 

65. COMMUNITY SERVICE LEAVE ............................................................................................................. 82 

66. BLOOD DONORS LEAVE ...................................................................................................................... 84 








 

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67. CULTURAL AND CEREMONIAL LEAVE .................................................................................................. 84 

68. FAMILY VIOLENCE LEAVE .................................................................................................................... 85 

69. ANNUAL LEAVE CLOSE DOWN ............................................................................................................ 88 

70. GENDER AFFIRMATION/TRANSITION SUPPORT LEAVE ....................................................................... 88 

71. NATURAL DISASTER LEAVE ................................................................................................................. 90 

72. CAREER BREAK LEAVE ........................................................................................................................ 90 

PART 8 – UNION FACILITATION ...................................................................................................................... 92 

73. RIGHT OF ENTRY ................................................................................................................................. 92 

74. ORIENTATION/INDUCTION PROGRAMMES ........................................................................................ 92 

75. RESOURCES AND FACILITIES ............................................................................................................... 92 

76. PAID UNION MEETINGS ...................................................................................................................... 93 

77. UNION TRAINING LEAVE .................................................................................................................... 93 

78. NOTICEBOARDS .................................................................................................................................. 94 

79. UNPAID BRANCH COMMITTEE OF MANAGEMENT LEAVE (EMPLOYEES HOLDING OFFICIAL UNION 
POSITIONS) .................................................................................................................................................... 94 

PART 9 – CONDITIONS OF EMPLOYMENT SPECIFIC TO MANAGEMENT AND ADMINISTRATIVE OFFICERS ...... 95 

80. APPLICATION...................................................................................................................................... 95 

81. STUDY LEAVE...................................................................................................................................... 95 

82. EXAMINATION LEAVE ......................................................................................................................... 95 

83. TRAVELLING ALLOWANCES ................................................................................................................ 95 

84. REMOVAL EXPENSES .......................................................................................................................... 96 

85. CHIEF EXECUTIVE OFFICERS ................................................................................................................ 96 

PART 10 – CONDITIONS OF EMPLOYMENT SPECIFIC TO HEALTH AND ALLIED SERVICES EMPLOYEES ............. 97 

86. APPLICATION...................................................................................................................................... 97 

87. AMENITIES ......................................................................................................................................... 97 

88. ROSTERS ............................................................................................................................................. 97 

89. WASH-UP TIME .................................................................................................................................. 98 

90. MAKE UP TIME ................................................................................................................................... 98 

91. TIME AND WAGES RECORDS .............................................................................................................. 98 

92. STAFFING LEVELS & WORKLOAD MANAGEMENT ............................................................................... 98 

93. PLANNED AND UNPLANNED ABSENCES.............................................................................................. 98 

94. DUAL PART-TIME APPOINTMENTS ..................................................................................................... 99 

95. STUDY LEAVE...................................................................................................................................... 99 

96. EXPERIENCE PAYMENTS ..................................................................................................................... 99 

97. COOKING TRADE PROFICIENCY PAYMENTS ...................................................................................... 100 

98. INTERPRETER ALLOWANCES ............................................................................................................. 100 

99. HEAT ALLOWANCE ........................................................................................................................... 101 

100. NAUSEOUS WORK ALLOWANCE ....................................................................................................... 101 

101. SENIORS ALLOWANCE ...................................................................................................................... 101 








 

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102. TOOL ALLOWANCE ........................................................................................................................... 102 

103. IN CHARGE ALLOWANCES ................................................................................................................ 102 

104. TRAVELLING ALLOWANCES .............................................................................................................. 103 

105. TRAINEES ......................................................................................................................................... 103 

106. JUNIORS, TRAINEES AND APPRENTICES ............................................................................................ 103 

107. DEDUCTION FOR BOARD AND LODGING .......................................................................................... 105 

108. OCCUPATIONAL HEALTH AND SAFETY .............................................................................................. 105 

PART 11 – CONDITIONS OF EMPLOYMENT SPECIFIC TO DENTAL ASSISTANTS ONLY ..................................... 109 

109. APPLICATION.................................................................................................................................... 109 

110. CLINICAL SERVICES ENHANCEMENT/ JOB ROTATION ....................................................................... 109 

111. ROSTERS ........................................................................................................................................... 109 

112. MAKE UP TIME ................................................................................................................................. 109 

113. CHRISTMAS/ NEW YEAR CLOSURE ................................................................................................... 109 

114. REIMBURSEMENT OF EXPENSES ....................................................................................................... 109 

115. OVERPAYMENT OF WAGES .............................................................................................................. 109 

116. STAFFING FLEXIBILITY ....................................................................................................................... 110 

117. PERFORMANCE MANAGEMENT ....................................................................................................... 110 

118. WORK RELATED TRAVEL ................................................................................................................... 110 

PART 12 – CONDITIONS OF EMPLOYMENT SPECIFIC TO DENTAL THERAPISTS, DENTAL HYGIENISTS & ORAL 
HEALTH THERAPISTS .................................................................................................................................... 112 

119. ON-CALL/RECALL .............................................................................................................................. 112 

120. PROFESSIONAL DEVELOPMENT LEAVE ............................................................................................. 112 

121. CLINICAL QUALITY, CLINICAL AUDIT AND PEER REVIEW ................................................................... 112 

122. PERFORMANCE APPRAISAL .............................................................................................................. 112 

123. CLASSIFICATION DESCRIPTORS ......................................................................................................... 113 

PART 13 – CONDITIONS OF EMPLOYMENT SPECIFIC TO SOCIAL AND COMMUNITY SERVICES EMPLOYEES .. 114 

124. APPLICATION.................................................................................................................................... 114 

125. OCCUPATIONAL HEALTH AND SAFETY .............................................................................................. 114 

126. ROSTERING ...................................................................................................................................... 114 

127. SLEEPOVER & SLEEP AWAY FROM HOME DUE TO WORK ................................................................. 115 

128. RE-CALL TO WORK OVERTIME .......................................................................................................... 116 

129. ANNUAL LEAVE CLOSE DOWN .......................................................................................................... 116 

130. PROFESSIONAL DEVELOPMENT, STUDY LEAVE AND EXAMINATION LEAVE ...................................... 117 

131. LEAVE WITHOUT PAY ....................................................................................................................... 120 

132. TRANSLATION OF SACS PAY CODES .................................................................................................. 120 

SCHEDULE A - SIGNATORIES ......................................................................................................................... 122 

SCHEDULE B – MANAGEMENT AND ADMINISTRATIVE OFFICERS CLASSIFICATION STRUCTURE .................... 124 

SCHEDULE C – HEALTH AND ALLIED SERVICES EMPLOYEES CLASSIFICATION STRUCTURE ............................. 138 

SCHEDULE D – DENTAL ASSISTANTS CLASSIFICATION STRUCTURE ............................................................... 155 








 

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SCHEDULE E – DENTAL THERAPISTS, DENTAL HYGIENISTS AND ORAL HEALTH THERAPISTS CLASSIFICATION 
STRUCTURE .................................................................................................................................................. 157 

SCHEDULE F – SOCIAL AND COMMUNITY SERVICES EMPLOYEE CLASSIFICATION STRUCTURE ...................... 165 

SCHEDULE G – SALARY AND ALLOWANCE SCHEDULE ................................................................................... 185 

SCHEDULE H – SUPPORTED WAGE SYSTEM FOR EMPLOYEES WITH DISABILITIES ......................................... 202 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 








 

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3. COMMENCEMENT DATE AND PERIOD OF OPERATION 

3.1 This Agreement shall come into effect seven days from the date of approval by Fair Work 
Commission.  

3.2 This Agreement shall nominally expire on 1 August 2024. 

3.3 The Agreement shall continue to operate after the nominal expiry date in accordance with 
the provisions of the Fair Work Act 2009 (Cth). 

3.4 The parties shall, six (6) months prior to the nominal expiry date of this Agreement, 
endeavour to commence negotiations for a replacement Agreement provided that any 
claim made by any party during this period may not be supported by industrial action. 

 Negotiations will be undertaken in good faith for the purpose of concluding 
a replacement agreement to this Agreement to operate from the nominal 
expiry date of this Agreement. 

4. INCIDENCE AND COVERAGE 

4.1 This Agreement covers: 

 Merri Health 

 all Employees who are employed by Merri Health in any of the classifications set 

out in this Agreement;  

 the Health Services Union Victoria No. 1 Branch (Health Workers Union) as a 

bargaining representative for the Agreement; 

 the Community and Public Sector Union as a bargaining representative for the 

Agreement; 

 The Australian Services Union as a bargaining representative for the Agreement; 

and 

 The Australian Education Union as a bargaining representative for the Agreement. 

 Without affecting the generality of the above clause 4.1: 

(i) Part 9 of this Agreement applies only to those Employees whose 

employment is covered by the classifications set out in Schedule B 

(Management and Administrative Officers);  

(ii) Part 10 of this Agreement applies only to those Employees whose 

employment is covered by the classifications set out in Schedule C (Health 

and Allied Services Employees). 

(iii) Part 11 of this Agreement applies only to those Employees whose 

employment is covered by the classifications set out in Schedule D (Dental 

Assistants). 

(iv) Part 12 of this Agreement applies only to those Employees whose 

employment is covered by the classifications set out in Schedule E (Dental 

Therapists, Dental Hygienists and Oral Health Therapists Employees). 

(a) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 


(a) (a) (b) (c) (d) (e) (f) (g)




 



 

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(v) Part 13 of this Agreement applies only to those Employees whose 

employment is covered by the classifications set out in Schedule F (Social and 

Community Services Employees). 

5. RELATIONSHIP TO PREVIOUS AWARDS AND AGREEMENTS 

5.1 This is a comprehensive agreement that operates to the exclusion of any award, 
workplace determination or other agreement which previously applied to Employees 
covered by this Agreement. 

6. INDIVIDUAL FLEXIBILITY ARRANGEMENTS 

6.1 An Employee and the Employer may, after an Employee has commenced 
employment, enter into an individual flexibility arrangement pursuant to this clause 
in order to meet the genuine needs of the Employee and Employer.  An individual 
flexibility arrangement must be genuinely agreed to, without duress or coercion, by 
the Employee and Employer. 

6.2 An individual flexibility arrangement may vary the effect of one or more of the 
following terms of this enterprise agreement  

(i) arrangements for when work is performed; 

(ii) overtime rates; 

(iii) penalty rates; 

(iv) allowances; and 

(v) leave loading; and 

 An Employer who wishes to initiate the making of an individual flexibility 

arrangement must: 

(i) give the Employee a written proposal; and 

(ii) if the Employer is aware that the Employee has, or reasonably should 
be aware that the Employee may have, limited understanding of 
written English, take reasonable steps (including providing a 
translation in an appropriate language) to ensure that the employee 
understands the proposal. 

 An Employee may nominate a representative to assist in negotiations for an 
individual flexibility arrangement. 

 The Employer must ensure that any individual flexibility arrangement will 
result in the Employee being better off overall than the Employee would have 
been if no individual flexibility arrangement were agreed to. 

 The Employer must ensure that an individual flexibility arrangement is in 
writing and signed by the Employee and Employer.  If the Employee is under 
18 the arrangement must also be signed by a parent or guardian of the 
Employee. 

 The Employer must give a copy of the individual flexibility arrangement to the 
Employee within 14 days after it is agreed to, and keep a copy as a time and 
wages record. 

(b) 

(c) 

(d) 

(e) 

(f} 


(b) (c) (d) (e) (f)




 



 

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 The Employer must ensure that any individual flexibility arrangement sets 
out: 

(i) the terms of this enterprise agreement that will be varied by the 
arrangement; 

(ii) how the arrangement will vary the effect of the terms; 

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

(iv) the day on which the arrangement commences. 

 The Employer must ensure that any individual flexibility arrangement: 

(i) is about matters that would be permitted matters under section 172 
of the Act if the arrangement were an enterprise agreement; 

(ii) does not include any term that would be an unlawful term under 
section 194 of the Act if the arrangement were an enterprise 
agreement; and 

(iii) provides for the arrangement to be terminated: 

A. by either the Employee or Employer giving a specified 
period of written notice, with the specified period being 13 
weeks; and 

B. at any time by written agreement between the Employee 
and Employer. 

 An individual flexibility arrangement may be expressed to operate for a 
specified term or while the Employee is performing a specified role (such as 
acting in a specified higher position). Such an arrangement will terminate on 
expiry of the specified term or when the Employee ceases to perform the 
specified role unless terminated earlier on notice or by agreement. 

 

7. SAVINGS 

7.1 Nothing in this Agreement will diminish any existing, more beneficial entitlements of any 
Employee covered by this Agreement, except where expressly varied by this Agreement. 

7.2 The increases contained in this Agreement may be absorbed into any over 
award/agreement arrangements where they exist. 

8. NO EXTRA CLAIMS 

8.1 This Agreement is reached in full and final settlement of all matters subject to claims by 
either party and for the life of the Agreement no further claims will be made or supported 
by the parties covered by the Agreement. 

9. ANTI-DISCRIMINATION 

9.1 It is the intention of the parties covered by the Agreement to achieve the principal object 
in section 3(e) of the Fair Work Act 2009 through respecting and valuing the diversity of 
the workforce by helping to prevent and eliminate discrimination on the basis of race, 

(g) 

(h) 

( i) 


(g) (h) (i)




 



 

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colour, sex, sexual preference, age, physical or mental disability, marital status, family 
responsibilities, pregnancy, religion, political opinion, national extraction or social origin. 

9.2 Accordingly, in fulfilling their obligations under the procedures in clause 12(Dispute 
Settlement), the parties covered by the Agreement must make every endeavour to ensure 
that neither the Agreement provisions nor their operation are directly or indirectly 
discriminatory in their effects.   

9.3 Nothing in this clause is to be taken to affect: 

 any different treatment (or treatment having different effects) which is specifically 

exempted under the Commonwealth anti-discrimination legislation; 

 an Employee, Employer or registered organisation pursuing matters of 

discrimination in any State or Federal jurisdiction, including by application to the 

Human Rights and Equal Opportunity Commission; or 

 any exemptions provided under the Fair Work Act 2009. 

 

10. DEFINITIONS 

10.1 The below defines common terms used throughout the Agreement, unless otherwise 
stated, the below definitions should apply. 

 Agreement means the Merri Health Agreement 2021, including all Schedules. 

 ASU means the Australian Services Union. 

 Base rate of pay means the rate of pay payable to an Employee in accordance with 

Schedule G for their ordinary hours of work, but not including any incentive-based 

payments and bonuses, loadings, allowances, overtime, penalty rates or any other 

separately identifiable amounts. 

 CPSU means the Community & Public Sector Union 

 DBA means the Dental Board of Australia or successor; 

 De facto partner, in relation to an Employee, means: a person who, although not 

married to the Employee, lives with them in a relationship as a couple on a genuine 

domestic basis (whether the Employee and the person are of the same sex or 

different sexes); and includes a former de facto of the Employee. 

 Dental Assistant means an Employee classified in accordance with Schedule D of 

this Agreement, and paid pursuant to clause 3 of Schedule G.  

 Dental Clinic means any Merri Health dental clinic whether fixed or mobile. 

 Dental Hygienist for the purpose of this agreement means a person with current 

registration as a dental hygienist with the Dental Board of Australia or successor. 

 Dental Therapist for the purpose of this agreement means a person with current 
registration as a dental therapist with the Dental Board of Australia or successor; 

 Department refers to Employees within a department who are covered by this 

Agreement. 

(a ) 

(b) 

(c) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(h) 

( i) 

(j) 

(k) 


(a) (b) (c) (a) (b) (c) (d) (e) (f) (g) (h) (i) S ª




 



 

Page 11 of 204 
 

 Designated Work Group means a group of Employees within a workplace that are 

entitled to elect an HSR in accordance with the OHS Act. 

 Employee couple: two Employees are considered an Employee couple if each of 

the Employees is the spouse or defacto of the other. 

 Employee means a person employed by Merri Health who is employed in any of 

the classifications covered by this Agreement on a full-time, part-time, fixed-term 

or casual basis. 

 Employer means Merri Health. 

 Employer organisation means an organisation of Employers, which would 

specifically include the Victorian Hospitals’ Industrial Association. 

 Experience for Employees classified under Part 10 of this Agreement (Health and 

Allied Services) means experience at any such work in any workplace subject to this 

Agreement, the Victorian Public Health Sector (Health and Allied Services, 

Managers and Administrative Workers) Single Interest Enterprise Agreement 2016-

2020, or Victorian Stand-Alone Community Health Services (Health and Allied 

Services, Managers and Administrative Officers) Multiple Enterprise Agreement 

2018-2022 respondency list, within the last five (5) years, excluding any unpaid 

leave. 

 Fair Work Act means the Fair Work Act 2009 (Cth) as varied from time to time or 

any successor to that Act. 

 FWC means Fair Work Commission. 

 Health and Allied Services Employee means an Employee classified in accordance 

with Schedule C of this Agreement, and paid pursuant to clause 2 of Schedule G. 

 HSR means an Employee elected to the position of Occupational Health and Safety 

Representative of a Designated Work Group in accordance with the OHS Act. 

 HWU means Health Services Union No 1 Branch, trading as the “Health Workers 

Union.” 

 Immediate family means any near relative meaning a current/former spouse, 

partner, or de facto partner; a dependent child; a parent, step-parent or parent of 

spouse or partner; a sibling or sibling of the employee's partner; a grandparent or 

step-grandparent or grandparent-in-law; a member of household or family-like 

relationship; another relative or close personal friend or other relevant person as 

agreed. 

 Jury service pay means an amount paid in relation to jury service under a law of 

the Commonwealth, a State or Territory, other than an amount that is, or that is in 

the nature of, an expense-related allowance. 

 Jury service summons means a summons or other instruction (however described) 

that requires a person to attend for, or perform, jury service. 

 Management and Administrative Officer means an Employee classified in 

accordance with Schedule B of this Agreement, and paid pursuant to clause 1 of 

Schedule G. 

(I) 

(m) 

(n) 

(o) 

(p) 

(q) 

(r) 

(s) 

(t) 

(u) 

(v) 

(w) 

(x) 

(y) 

(z) 


(1) EE (o) (p) (q) E JE EE E (x) (y) (z)




 



 

Page 12 of 204 
 

 Medical certificate means a certificate from a medical practitioner. 

 Medical practitioner means a person registered as a medical practitioner by the 

Medical Board of Australia. 

 NES means the National Employment Standards detailed in Part 2-2 of the Fair 

Work Act, as varied from time to time. 

 NES has the same meaning as National Employment Standards 

 OHS Act means the Occupational Health and Safety Act 2004 (Victoria) as varied 

from time to time, or any successor to that Act. 

 Oral Health Therapist means a person with current registration as both a Dental 
Therapist and Dental Hygienist with the DBA or successor or with current 
registration as an Oral Health Therapist  

 Party means the Employer, Employees and the Unions who are covered by this 

Agreement. 

 School age, in relation to a child, means the age at which a child is required by law 

to attend school. 

 Shift Worker - for the purposes of the National Employment Standards (NES), a 

shiftworker is an Employee who works for more than four ordinary hours on 10 or 

more weekends during the year in which their annual leave accrues.  

 Spouse includes a former spouse. 

 Social and Community Services (SACS) Employee means an employee classified in 

accordance with Schedule F and paid pursuant to clause 5 of Schedule G. 

 Union(s) means: 

(i) the Health Services Union Victoria No. 1 Branch trading as the “Health 

Workers Union” for employees classified under Schedule B and 

Schedule C; 

(ii) the Australian Services Union (ASU) for employees classified under 

Schedule F;  

(iii) the Australian Education Union (AEU) and its members including 

qualified Teachers who performs an Early Learning Coordinator or 

Teacher role; and 

(iv) the Community and Public Sector Union (CPSU) for employees 

classified under Schedule E. 

 Union Delegate shall have the same meaning as Union Representative or Job 

Representative. 

 VHIA means the Victorian Hospitals’ Industrial Association. 

 Year of service means, for the purpose of leave accrual, the 12-month period 

between each anniversary date, based on the day the Employee started work with 

the Employer. 

(aa) 

(bb) 

(cc) 

(dd) 

(ee) 

(ff) 

(gg) 

(hh) 

(ii) 

(jj) 

(kk) 

( 11) 

(mm) 

(nn) 

(oo) 


(aa (bb) (cc) (dd) (ee (ff) (gg (hh) (ii) (i) (kk (II) (mm) (nn) (00)




 



 

Page 13 of 204 
 

PART 2 – DISPUTE RESOLUTION, CONSULTATIVE STRUCTURES AND DISCIPLINE 

11. CONSULTATION REGARDING MAJOR WORKPLACE CHANGE 

11.1 Consultation regarding major workplace change  

 Where an Employer proposes a major change that may result in the termination of 
the employment of an Employee or Employees or other significant effect, the 
Employer will consult with affected Employee/s, the Union covered by this 
agreement and, where relevant, the Employee’s nominated representative. 
Provided that where this Agreement makes provision for alteration of any of these 
matters an alteration is deemed not to have significant effect. 

11.2 Definitions 

11.3 Under this Agreement: 

 Consultation refers to a genuine opportunity to influence the decision maker, but 

not joint decision making. 

 Significant effect includes but is not limited to: 

(i) Termination of employment as a result of the change; 

(ii) Reduction of hours of work and/or reduction in remuneration; 

(iii) Changes to an Employee’s classification or substantial duties (which includes 

restructuring of jobs) or outsourcing; 

(iv) The need for retraining or relocation / redeployment to another site (where 

flexibility of work locations is not provided for in the Employee’s contract of 

employment); 

(v) Major changes in the composition or operation the Employer’s workforce or 

in the skills required including where this arises because of changes to the 

legal structure of the Employer; or 

(vi) The elimination or diminution of job opportunities, promotion opportunities 

or job tenure, including as a result of technology changes.  

 Measures to mitigate or avert the adverse effect of change may include but are 

not limited to: 

(i) Redeployment where it is reasonable in the circumstances to do so; 

(ii) Retraining of an Employee or Employees; 

(iii) Salary maintenance;  

(iv) Job sharing; and 

(v) Maintenance of accruals. 

11.4 Change Impact Statement to set out proposed workplace change 

 To facilitate consultation, the Employer shall provide affected Employee/s and the 

Union covered by this Agreement with a written Change Impact Statement setting 

out all relevant information about the proposed workplace change including: 

(a) 

(a) 

(b) 

(c) 

(a) 


(a) (a) (b) (c) (a)




 



 

Page 14 of 204 
 

(i) The details of proposed change;  

(ii) The reasons for the proposed change;  

(iii) The possible effect on Employees of the proposed change; 

(iv) Measures the Employer is considering that may mitigate or avert the effects 

of the proposed change; and 

(v) The right of an affected Employee to have a representative including a Union 

representative.  

11.5 Meeting 

 As part of the consultation process, the Employer will meet with the affected 
Employee/s and if requested the Union covered by this Agreement and any other 
nominated representative to discuss the proposed change and any proposals to 
mitigate or avert the effects of the proposed change.     

11.6 Amendment to proposal 

 The Employer will give prompt and genuine consideration to matters arising from 

consultation and will advise the affected Employees and if requested the Union 

covered by this Agreement and any other nominated representative in writing of 

the outcome of consultation including: 

(i) whether the Employer intends to proceed with the change proposal; 

(ii) any amendment to the change proposal arising from consultation; 

(iii) details of any measures to mitigate or avert the effect of the changes on 

affected Employees; and 

(iv) a summary of how matters that have been raised by Employees and their 

nominated representative (if any) have been taken into account. 

11.7 Parental leave or other absence 

 For the avoidance of doubt, the obligation to consult under this clause includes 
those who are absent on leave including parental leave. 

11.8 Disclosure of confidential information 

 Nothing in this clause requires an Employer to disclose confidential information 
that would be contrary to the Employer’s interests.   

11.9 Consultation about changes to rosters or hours of work 

 Where an Employer proposes to change an Employee’s regular roster or ordinary 

hours of work, the Employer must consult with the Employee or Employees 

affected and their nominated representatives (if any) about the proposed change. 

 The Employer must: 

(i) provide to the Employee or Employees affected and their nominated 

representatives (if any) information about the proposed change (for 

example, information about the nature of the change to the Employee’s 

(a) 

(a) 

(a) 

(a) 

(a) 

(b) 


(a) (a) (a) (a) (a) (b)




 



 

Page 15 of 204 
 

regular roster or ordinary hours of work and when that change is proposed 

to commence); 

(ii) invite the Employee or Employees affected and their nominated 

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 

nominated representatives (if any). 

 The requirement to consult under this clause does not apply where an Employee 

has irregular, sporadic or unpredictable working hours. 

 These provisions are to be read in conjunction with other Agreement provisions 

concerning the scheduling of work and notice requirements. 

11.10 Where an existing role, that is occupied by a paid Employee, is proposed to be 

replaced by a volunteer the above provisions of Consultation will apply. 

12. DISPUTE SETTLEMENT  

12.1 This dispute resolution procedure will apply to workplace grievances including but not 
limited to: 

 this Agreement;  

 the National Employment Standards;  

 A request for flexible working arrangements; 

 A request to extend unpaid parental leave beyond 52 weeks.  

12.2 Right of representation 

(a) A party to the dispute may appoint another person, organisation or association 
(including a Union or Employer organisation) to accompany or represent them in 
relation to the dispute at any time.  A representative, including a Union or Employer 
representative, may initiate the dispute. The parties to the dispute and their 
representatives must genuinely attempt to resolve the dispute through the 
processes set out in this clause and must cooperate to ensure that these processes 
are carried out expeditiously. 

12.3 Internal process 

The parties will attempt to resolve the matter at the workplace as follows: 

 In the first instance, by discussions between the Employee/s and the relevant 

supervisor; and 

 If the dispute is still unresolved, by discussions between the Employee/s and more 

senior levels of local management 

The above steps shall take place within fourteen calendar days or such longer period as is 

reasonable in the circumstances or mutually agreed. 

(c) 

(d) 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 


(c) (d) (a) (b) (c) (d) (a) (b)




 



 

Page 16 of 204 
 

12.4 Referral to the Commission 

 If a dispute is unable to be resolved at the workplace, the dispute may be referred 

to the FWC for conciliation by a party to the dispute or representative and, where 

the matter in dispute remains unresolved, arbitration.  

 The decision of FWC will bind the parties, subject to either party exercising a right 

of appeal against the decision to a Full Bench. 

12.5 Work to Continue in accordance with Custom and Practice 

 While the dispute resolution procedure is being conducted work shall continue 

normally according to the custom or practice existing before the dispute arose until 

the dispute is resolved.  No party shall be prejudiced by the continuation of work.  

Health and safety matters, where an Employee has a reasonable concern about an 

imminent risk to the Employees health or safety, are exempted from this clause. 

12.6 Dispute Settlement Facilitation 

 Where the chosen representative is another Employee of the Employer, that 

Employee shall be released by the Employer from normal duties as is reasonably 

necessary to enable them to represent the Employee/s including: 

 Investigating the circumstances of the dispute; and 

 Participating in the processes to resolve the dispute, including conciliation and 

arbitration. 

 An Employee acting as a representative will not be disadvantaged in any way as a 

result of acting on behalf of another Employee. 

12.7 Disputes of a Collective Character 

 It is agreed that disputes of a collective character may be dealt with more 

expeditiously by an early reference to the FWC.  However, no dispute of a collective 

character may be referred to the FWC directly without a genuine attempt to resolve 

the dispute at the workplace level as required by this clause. 

13. REDUNDANCY 

13.1 NES 

 Redundancy entitlements are prescribed by the NES.  This clause contains 

additional terms to the NES.  

13.2 Consultation 

 Where an Employee’s employment may be terminated as a result of redundancy, 

the provisions of clause 11 (Consultation Regarding Major Workplace Change) 

apply.  This clause requires that an Employer consult regarding a proposed change 

that may have a significant effect, and to consider measures that may mitigate or 

avert the impact of the change including but not limited to: 

(i) Redeployment; 

(a) 

(b) 

(a) 

(a) 

(b) 

(c) 

(d) 

(a) 

(a) 

(a) 


(a) (b) (a) (a) (b) (c) (d) (a) (a) (a)




 



 

Page 17 of 204 
 

(ii) Retraining of an Employee or Employees; 

(iii) Salary maintenance;  

(iv) Job sharing; and 

(v) Maintenance of accruals. 

13.3 Transfer to lower paid duties 

 Where an Employee is transferred to lower paid duties by reason of redundancy, 

the same period of notice must be given as the Employee would have been entitled 

to if the employment had been terminated and the Employer may, at the 

Employer’s option, make payment instead of an amount equal to the difference 

between the former ordinary time rate of pay and the ordinary time rate of pay for 

the number of weeks of notice still owing. Nothing in this clause shall limit the right 

of an Employee to claim redundancy pay under sub-clause 13.7 on the basis that 

the role to which the Employee has been transferred is not acceptable employment 

consistent with the Act.   

13.4 Employee leaving during notice period 

 An Employee given notice of termination in circumstances of redundancy may 

terminate their employment during the period of notice. The Employee is entitled 

to receive the benefits and payments they would have received under this clause 

had they remained in employment until the expiry of the notice, but is not entitled 

to payment instead of notice. 

 Nothing in this clause prohibits the parties from agreeing to shorten the length of 

the notice period and pay the remainder of the notice in lieu. 

13.5 Job search entitlement 

 An Employee given notice of termination in circumstances of redundancy must be 

allowed up to one day’s time off without loss of pay during each week of notice for 

the purpose of seeking other employment. 

 If the Employee has been allowed paid leave for more than one day during the 

notice period for the purpose of seeking other employment, the Employee must, at 

the request of the Employer, produce proof of attendance at an interview or they 

will not be entitled to payment for the time absent. For this purpose a statutory 

declaration is sufficient. 

13.6 Effect of this provision 

 The entitlements contained at 13.7 and 13.9 of this clause operate in accordance 

with s. 55 of the Act. 

13.7 Redundancy payment for Employees employed prior to 31 May 2019 classified under 
Schedules B, C and D: 

 Where a comparable role cannot be identified and an Employee’s employment is 

terminated either: 

(a) 

(a) 

(b) 

(a) 

(b) 

(a) 

(a) 


(a) (a) (b) (a) (b) (a) (a)




 



 

Page 18 of 204 
 

(i) 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, or 

(ii) because of insolvency or bankruptcy of the Employer, the Employee shall be 
eligible for the relevant redundancy package available under Victorian Public 
Sector Government policy at the time of the termination, as is amended from 
time to time.  

 An Employee with a preserved entitlement in accordance with this sub-clause will 

forfeit the entitlement if they terminate from Merri Health following the 

commencement of this Agreement and recommence with Merri Health. 

13.8 Redundancy payment for Employees classified under Schedule E or other Employees 
employed on or after the commencement of the Agreement 

 Where a comparable role cannot be identified and an Employee’s employment is 

terminated either: 

(i) 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; or 

(ii) because of insolvency or bankruptcy of the Employer, is entitled to 
redundancy pay unless excluded by the NES as follows: 

   

 Employee’s continuous service with the 
Employer 

Redundancy 
pay 

1  At least 1 year but less than 2 years  4 weeks  

2  At least 2 years but less than 3 years  6 weeks  

3  At least 3 years but less than 4 years  7 weeks  

4  At least 4 years but less than 5 years  8 weeks  

5  At least 5 years but less than 6 years  10 weeks  

6  At least 6 years but less than 7 years  11 weeks  

7  At least 7 years but less than 8 years  13 weeks  

8  At least 8 years but less than 9 years  14 weeks  

9  At least 9 years  16 weeks  

13.9 Exclusions and variations 

 Nothing in this clause shall affect any right to apply, exclusion, right or limit 

contained in the NES concerning redundancy provided at sections 120 to 123 of the 

Act. 

13.10 Alternatives to redundancy 

 Before termination of employment due to redundancy occurs, the Employer shall 

give genuine consideration to alternatives including: 

(b) 

(a) 

(a) 

(a) 


(b) (a) (a) (a)




 

http://www.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s12.html#employee
http://www.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s12.html#continuous_service
http://www.austlii.edu.au/au/legis/cth/consol_act/fwa2009114/s12.html#employer


 

Page 19 of 204 
 

(i) Whether the change can be achieved through an alternative means such as 

natural attrition, leave, voluntary reduction of hours / job sharing or 

voluntary departure; and 

(ii) Whether it would be reasonable in all the circumstances to redeploy affected 

Employee/s. 

 In considering whether it would be reasonable in all the circumstances to redeploy 

the affected Employee, the Employer shall: 

(i) Identify existing vacancies and consider whether it may be reasonable to 

redeploy the Employee to a vacant role; and 

(ii) Advise the Employee in writing, identifying whether there are, in its view, any 

roles into which the Employee may reasonably be redeployed.  

 The Employee may: 

(i) Require the Employer to disclose all the vacancies regardless of whether the 

Employer believes it would be reasonable to redeploy the Employee to those 

role/s; and / or 

(ii) Meet the Employer to discuss whether it would be reasonable to redeploy 

him/her to any of the vacant positions. 

 Nothing in this clause shall prevent either party from disputing whether it would be 

reasonable in all the circumstances to redeploy the Employee.  

 Where an Employee facing redundancy expresses an interest in a vacant position, 

the Employee will be interviewed by the Employer for that position where the 

Employee has or could reasonably have the skills to perform the vacant position.  

13.11 Employee Obligations 

 The Employee must actively participate in the redeployment process including: 

(i) identifying appropriate retraining needs; 

(ii) developing a resume / CV to assist in securing redeployment; 

(iii) actively monitoring and exploring appropriate redeployment opportunities 

and working with the appointed case manager. 

13.12 Rejecting a comparable role 

 For the purpose of this clause, a comparable role is one that remains ongoing and: 

(i) Is within the same skill set as the current position 

(ii) Is a position that the Employee is qualified to perform, or otherwise could 

undertake with reasonable training; 

(iii) Has the same classification level and pay as the current position (or is 

otherwise acceptable to the Employee) 

(iv) Is a reasonable distance from the Employee’s current work location; 

(b) 

(c) 

(d) 

(e) 

(a) 

(a) 


(b) (c) (d) (e) (a) (a)




 



 

Page 20 of 204 
 

(v) Has regard to the number of ordinary hours normally worked by the 

Employee; 

(vi) Takes into account the Employees personal circumstances, including family 

responsibilities. 

 Where an Affected Employee rejects an offer of redeployment to a comparable role 

(as defined), the Affected Employee may be ineligible for a departure package 

referred to at subclauses 13.7 or 13.8. 

13.13 Disputing a Redundancy 

 Where an Employee disputes a redundancy in accordance with clause 12 

(Dispute Settlement), the Merri Health will ensure the dispute process is 

followed, and the Employee will not be prejudiced by this action. Nothing in 

this clause imposes the obligation on the Merri Health to hold a job vacant 

until the end of the dispute process. 

14. DISCIPLINARY PROCEDURES  

The following procedures are to be read in conjunction with relevant policies and procedures to assist 
employees to maintain and if necessary, improve their performance through counselling and support 
systems. These procedures ensure a consistent approach is followed for managing performance issues 
for all employees.  

14.1 Investigative procedure  

 Any request for an employee to attend a formal investigative interview where the 
potential outcome may be formal counselling, warnings or dismissal must occur in 
accordance with the below Investigative procedure. 

 The Employer will advise the employee of the concerns in question and any 
allegation in writing and conduct a fair investigation having proper regard to 
procedural fairness and the factors set out below.  

14.2 Important procedural factors:  

 The reason for any interview is to be explained; 

 The employee is to be provided with material which forms the basis of the concerns 
and any allegation against them and given a reasonable time to respond; 

 The Employer must take all reasonable steps to give the employee a reasonable 
opportunity to answer any concerns or allegations;  

 If the employee raises an issue in their response to the Employer's concerns or 
allegations, that warrants further investigation, the Employer shall take reasonable 
steps to investigate the matter; 

 A representative of the Employee, who may include a union representative, shall 
be present if desired by either party at for any process in accordance with this 
clause. This includes all investigative interviews or meetings conducted by the 
Employer, or conducted on the Employer's behalf, pursuant to sub-clause 14.1 to 
1.6.  

14.3 Outcomes 

(b) 

(a) 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 


(b) (a) (a) (b) (a) (b) (c) (d) (e)




 



 

Page 21 of 204 
 

 No further action required – where, after investigations have concluded, it is 
deemed unnecessary to continue with formal disciplinary procedures, the 
Employer will inform the Employee that the matter is finalised without an adverse 
entry in their Employee records; 

 Informal Counselling – where, after investigations have concluded, it is deemed 
unnecessary to continue with formal disciplinary procedures, the Employer may 
determine that informal counselling - of an advisory nature encouraging a change 
in behaviour or attitude – be given to the Employee; 

 Formal Counselling - where, after investigations have concluded, the Employer may 
deem formal counselling appropriate depending upon the severity of the behaviour 
or performance concern/s, or if there is continuation of concerning behaviour or 
performance concern/s.  Formal counselling should be used to notify an employee 
that there is a serious concern, their behaviour is not meeting the expected 
standards and may result in formal disciplinary action. All formal counselling 
meetings will be documented with a copy provided to the Employee and placed on 
their personnel file for a period of twelve (12) months. 

 Formal Disciplinary Action - where, after investigations have concluded, it is 
deemed necessary to continue with formal disciplinary procedures; the Employee 
will be issued with written correspondence detailing: 

(i) the outcome of the investigation, including a decision as to which of the 
allegations were substantiated and a summary of the reasons 

(ii) confirmation of what formal action will occur. 

 Formal actions may include: 

(i) a first written warning; 

(ii) where the employee is counselled or given a first written warning, the 
Employer may issue a second written warning; 

(iii) a final written warning; 

(iv) Termination with notice in the case of an employee who repeats a 
course of conduct for which a final warning was given in the preceding 
12 months and – 

A. performance concern/s which were subject to formal 
counselling in the previous twelve (12) months are 
repeated; or, 

B. if there is a continuation of concerning behaviour and 
reasonable attempts to support behaviour improvements 
are unsuccessful (with appropriate warnings having been 
issued). 

(v) Termination without notice where the conduct is serious misconduct 
(as defined for the purposes of the Fair Work Act) that is wilful and 
deliberate. In this case, the Employer may issue the employee with a 
final warning as an alternative to dismissal. 

 An Employer may terminate an Employee within the first 6 months of employment 
on the proviso that the Employer can show the Employee was provided an 
opportunity to improve their performance or conduct prior to termination.  

14.4 Disputes 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 


(a) (b) (c) (d) (e) (f)




 



 

Page 22 of 204 
 

 A dispute over the clause is to be dealt with in accordance with Clause 12 (Dispute 
Settlement) of this Agreement. 

 

15. PROMOTING DISABLED WORKFORCE PARTICIPATION 

15.1 The parties commit to the promotion of employment for people with disabilities though 
increasing the representation of people with disabilities working in all health 
professions/services. 

16. PROMOTING ABORIGINAL AND TORRES STRAIT ISLANDER WORKFORCE PARTICIPATION 

16.1 The parties commit to the promotion of Aboriginal and Torres Strait Islander employment 
though Increasing the representation of Aboriginal and Torres Strait Islander people 
working in all health professions/services. 

17. EMPLOYEE ASSISTANCE PROGRAM 

17.1 The Employer recognises that a wide range of personal and work-related problems 
can affect the health, safety, work performance and morale of its employees and that 
many of these problems are capable of resolution by the provision of professional 
and confidential assistance. 

17.2 This Agreement provides employees and their immediate families with access to a 
confidential, professional counselling service to help them resolve either personal or 
work-related problems.  

17.3 There will be no initial cost to Employees who contact the counselling service, in line 
with Merri Health’s Policy, however, if the counselling service refers the Employee to 
another service, or agrees to provide services in addition to those funded by Merri 
Health, then the Employee will be responsible for any costs which may arise. 

  

(a) 


(a)




 



 

Page 23 of 204 
 

PART 3 – EMPLOYMENT ARRANGEMENTS  

Merri Health acknowledges the positive impact that secure employment has on employees and the 
provision of quality services to the community. To that end, Merri Health will give preference to 
ongoing forms of employment over casual and fixed term arrangements wherever possible. 

18. TYPES OF EMPLOYMENT 

18.1 Employees under this Agreement may be employed in any one of the following 
employment categories: 

 full-time employment; 

 regular part-time employment; or 

 casual employment. 

18.2 At the time of engagement an Employer shall inform each Employee of the terms of their 
engagement, and in particular whether they are to be full-time, regular part-time or 
casual. 

19. MINIMUM ENGAGEMENT 

19.1 Each Employee shall be paid for a minimum of three (3) hours, with the exception of 
Employees eligible for payment of overtime in accordance with clause 51 (Overtime) of 
this Agreement. 

19.2 No Employee shall be paid less than the minimum hours of engagement. 

20. FULL-TIME EMPLOYMENT 

20.1 A full-time Employee is one who is ready, willing and available to work a full week of 38 
hours, or an average of 38 hours per week as per clause 46 (Hours of Work) at the times 
and during the hours that are mutually agreed upon, or in the absence of such agreement, 
as prescribed by the Employer. 

20.2 Subject to the provisions of clause 46 (Hours of Work) a full-time Employee shall be paid 
the full weekly wage for their classification irrespective of the number of hours worked 
not exceeding 38, or an average of 38 per week. 

21. REGULAR PART-TIME EMPLOYMENT 

21.1 The Employer may employ regular part-time Employees in any classification covered by 
this Agreement. 

21.2 A regular part-time Employee is one who: 

 works less than full-time hours per week (or fortnight); 

 has reasonably predictable hours of work; and 

 receives, on a pro-rata basis, equivalent pay and conditions to those of full-time 

Employees who do the same kind of work. 

21.3 At the time of engagement, the Employer and regular part-time Employee will agree in 
writing on the following matters: 

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 


(a) (b) (c) (a) (b) (c)




 



 

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 a regular pattern of work, specifying at least the hours worked each week; 

 which days of the week the Employee will work; and 

 the actual starting and finishing times each day. 

21.4 Any agreed variation to the regular pattern of work will be recorded in writing. 

21.5 Regular part-time Employees shall be paid 1/38th of the weekly wage rate for their 
classification pursuant to Schedule G. All leave entitlement shall accrue on a pro-rata 
basis. 

21.6 An Employee who does not meet the definition of a regular part-time Employee and who 
is not full-time shall be paid as a casual Employee in accordance with clause 22 (Casual 
Employment). 

21.7 Additional Hours 

 A part-time Employee may be offered additional hours at the applicable ordinary 
time rates for the time worked, within the limits prescribed by this Agreement.  

 A part-time Employee is entitled to decline an offer of additional ordinary hours.  

 Where a part-time Employee is directed by the Employer to work reasonable 
additional hours, or works hours in excess of 38 in a week, an average of 38 hours 
a week or the limits prescribed by the Agreement, overtime rates will apply.  

21.8 Health and Allied Services Employees and Dental Assistants 

 The following provisions apply only to regular part-time Employees classified under 

Schedule C and Schedule D: 

(i) Payment in respect of any period of personal leave (where an Employee has 

an accumulated entitlement) shall be on a pro-rata basis made according to 

the number of hours the Employee would have worked on the day or days 

on which the leave was taken so as not to reduce the Employee’s wage below 

the level that the Employee would have received had they not been absent. 

(ii) The payment or deduction of payment in lieu of notice of termination of 

employment shall be calculated on a pro-rata basis. 

(iii) Any period of annual leave, long service leave and sick leave to which an 

Employee is entitled shall accrue on a pro-rata basis according to the number 

of hours worked on average over the past twelve months. 

(iv) Subject to the foregoing provisions of this clause, all the provisions of this 

Agreement shall apply to regular part-time Employees. 

(v) Notwithstanding the above, a part-time Employee who is employed on a 

regular basis for four hours or less per week shall be paid according to clause 

22 (Casual Employment).  

21.9 Part Time Review of Hours 

 Where over a period of 52 weeks or more a part-time Employee regularly and 

systematically works more than their contracted hours, the Employer or the 

Employee may request in writing a contract reflecting that the Employee’s hours 

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 

(a) 

(a) 


(a) (b) (c) (a) (b) (c) (a) (a)




 



 

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have increased on a permanent basis. Such a request will not be unreasonably 

refused by either party. 

 An Employee will not be considered to be regularly and systematically rostered if 

the shifts the Employee has been working are replacing an absent Employee (for 

example parental leave, long service leave, workers’ compensation or personal 

leave) or a temporary flexible work arrangement. 

 A written response will be provided no later than 21 days from the date of a request 

(by either an Employee or Employer).  Where the request is refused, the written 

response will include reasons for the refusal. Where the Employer makes the 

request under subclause 21.9(a), at the time of making the request the Employer 

will also notify the Employee in writing of their obligations under this subclause. 

 Where such a conversion occurs, the Employee will be provided with a Letter of 

Adjustment setting out the revised employment arrangements. 

22. CASUAL EMPLOYMENT 

22.1 A casual Employee is one who is engaged in relieving work or work of a casual nature and 
whose employment is terminable without notice by the Employer, in accordance with 
their requirements, or by the Employee. 

22.2 Entitlement for Social and Community Services Employees classified under Schedule F 

Casual Employees shall be paid an amount equal to 1/38th of the weekly wage rate for 
their classification per hour plus: 

 a 25% loading for work performed on weekdays; 

 a 75% loading for work performed between midnight Friday and Midnight Saturday; 

 a 125% loading for work performed between midnight Saturday and midnight 

Sunday; 

 175% loading for work performed on a Public Holiday. 

22.3 Entitlement for all other Employees (excluding Social and Community Services) 

Casual Employees shall be paid an amount equal to 1/38th of the weekly wage rate for 
their classification per hour plus: 

 a 25% loading for work performed on weekdays; 

 a 75% loading for work performed between midnight on Friday and midnight on 

Sunday; 

 175% loading for work performed on a Public Holiday. 

22.4 A casual Employee shall be entitled to receive the appropriate uniform and other 
allowances contained in this Agreement. 

22.5 The provisions of clause 51 (Overtime), clause 56 (Public Holidays), clause 56.14 (Annual 
Leave), clause 60 (Personal/Carer’s Leave), clause 61 (Compassionate Leave), and clause 
64 (Parental Leave) shall not apply to casual Employees, except where the relevant clause 
expressly provides entitlements for casual Employees. 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 


(b) (c) (d) (a) (b) (c) (d) (a) (b) (c)




 



 

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22.6 In addition to sub-clause 22.5 above, clause 62 (Long Service Leave) does not apply to 
casual Employees classified under Schedule D. 

22.7  Casual Conversion  

NOTE: Employer offers for Casual Conversion shall be in accordance with subdivision B of 
section 66 of Fair Work Act 2009 (National Employment Standards). 

This clause 22.7 will be read and interpreted in conjunction with the National Employment 
Standards (NES). Where there is an inconsistency between this agreement and the NES, 
and the NES provides a greater benefit, the NES provision will apply to the extent of the 
inconsistency. 

 Where a casual Employee has worked shifts on a regular and systematic basis over 

a period of 26 weeks or more, which without significant adjustment they could 

continue to perform as a part-time or full-time Employee, the Employer and the 

Employee recognise that the Employee may be more properly classified as part-

time or full-time.  

 An Employee will not be considered to be rostered on a regular and systematic basis 

where the shifts the Employee has been working are pursuant to a temporary 

flexible work arrangement. 

 Either the Employer or the Employee may request in writing the conversion of the 

Employee to full-time or part-time employment (whichever is applicable) and an 

Employee initiated request will not be unreasonably refused by the Employer. For 

any ground of refusal to be reasonable, it must be based on facts which are known 

or reasonably foreseeable at the time. 

 A written response will be provided no later than 21 days from the date of a request 

(by either an Employee or Employer).  Where the request is refused by the 

Employer, the written response will include reasons for the refusal. Where the 

Employer makes the request under subclause 22.7(c), at the time of making the 

request the Employer will also notify the Employee in writing of their obligations 

under this subclause 22.7(d). 

 Where an Employee converts from casual to full or part-time employment, the 

Employee’s minimum weekly hours will be those worked on a regular and 

systematic basis as described in subclauses 22.7(a) and 22.7(b) above, and the 

provisions of clause 20 (Full-time Employment) or 21 (Regular Part-Time 

Employment) (whichever is relevant) will apply.  

 Where such a conversion occurs, the Employee will be provided with a Letter of 

Adjustment setting out the revised employment arrangements, acknowledging any 

period/s of casual employment with the Employer. 

23. FIXED TERM EMPLOYMENT 

23.1 A fixed-term Employee is one who is engaged on a full-time or regular part-time basis for 
a fixed period of time, to fulfil the genuine fixed term requirements of the Employer, and 
who is ready, willing and available to work the hours and times that are mutually agreed 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 


(a) (b) (c) (d) (e) (f)




 



 

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or, in the absence of agreement, as prescribed by the Employer at the time of 
engagement. 

23.2 Where an Employee is directed to undertake a secondment by way of fixed term contract, 
Merri Health will preserve their substantive role, so that the Employee may return to that 
role on completion of the secondment. This provision will not apply where the Employee 
undertakes a secondment at their own request. 

24. REQUESTS FOR FLEXIBLE WORKING ARRANGEMENTS 

24.1 An Employee may request a change in working arrangements if:  

 any of the circumstances referred to in clause 24.2 apply to an employee; and 

 the employee would like to change his or her working arrangements because of 

those circumstances; 

then the employee may request the employer for a change in working arrangements 
relating to those circumstances. 

24.2 The following are the circumstances:  

 the Employee is the parent, or has responsibility for the care, of a child who is of 

school age or younger; 

 the Employee is a carer (within the meaning of the Carer Recognition Act 2010) 

 the Employee has a disability; 

 the Employee is 55 or older; 

 the Employee is experiencing violence from a member of the Employee’s family; or 

 the Employee provides 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 the member is experiencing violence from the member’s family. 

24.3 To avoid doubt, and without limiting subclause 24.1, an employee who: 

 is a parent, or has responsibility for the care, of a child; and 

 is returning to work after taking leave in relation to the birth or adoption of the 

child; 

may request to work part‑time to assist the employee to care for the child. 

24.4 A request made under clause 24.1 may include, but is not limited to, changes in hours of 
work, changes in patterns of work or changes in the location of work. 

24.5 Any request made under this section of the Agreement may be of a temporary nature, if 
agreed by both parties.  Where this occurs, both parties will agree to a review before 
terminating the agreed temporary arrangement, and may also agree to extend the 
arrangement. 

24.6 An Employee is not entitled to make a request under clause 24.1 unless: 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(a) 

(b) 


(a) (b) (a) (b) (c) (d) (e) (f) (a) (b)




 



 

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 for an Employee, other than a casual Employee, they have completed at least 12 

months continuous service with the Employer immediately before making the 

request; or  

 for a casual Employee, they have: 

(i) been engaged by the Employer on a regular and systematic basis for a 

sequence of periods of employment during a period of at least 12 months 

immediately before making the request; and 

(ii) have a reasonable expectation of continuing engagement by the Employer 

on a regular and systematic basis. 

24.7 A request made under clause 24.1 must be in writing and set out: 

 details of the change in working arrangements sought by the Employee; and 

 the reasons for the change. 

24.8 The Employer must respond to a request made under clause 24.1 within 21 days, stating 
whether or not the request is granted. 

24.9 The Employer may refuse a request made under clause 24.1 on reasonable business 
grounds. 

24.10 If the Employer refuses a request made by an Employee under clause 24.1, the written 
response provided under clause 24.8 must include the reasons for such refusal. 

25. VACANCIES 

25.1 Where a vacancy arises within a department, the responsible manager will initiate action 
to advertise the vacant position or available hours, as soon as reasonably practicable after 
receiving notice of rtermination. 

26. NOTICE OF TERMINATION – EMPLOYER 

26.1 The Employer must not terminate an Employee’s employment unless they have given the 
Employee written notice of the day of the termination (which cannot be before the day 
the notice is given). 

26.2 In order terminate the employment of an Employee, the Employer shall give 4 weeks’ 
written notice, or pay 4 weeks’ wages in lieu of notice. 

26.3 The period of notice in 26.2 shall be increased by one week if the Employee is over 45 
years of age and has completed at least 2 years continuous service with the Employer at 
the end of the day the notice is given. 

26.4 An Employee classified as a Chief Executive or Deputy Chief Executive officer shall not be 
dismissed unless the committee of management has first made careful enquiry into any 
matter alleged against such officer and has heard whatever statement they may wish to 
make relative to that matter and against such dismissal or has given him/her a reasonable 
opportunity to make such a statement before the committee of management.  An officer 
may be assisted in making any such statement or submission by a representative of the 
Union.  Pending such enquiry an officer may be relieved of duty. 

(a) 

(b) 

(a) 

(b) 


(a) (b) (a) (b)




 



 

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26.5 For the purposes of this clause: 

 a period of service by an Employee with an Employer is a period during which the 
Employee is employed by the Employer, but not including any period of 
unauthorised absence; and 

 a period of unauthorised absence does not break an Employee’s continuous service 
with an Employer, but is not to be counted towards the length of the Employee’s 
continuous service. 

26.6 Notice of termination shall not apply in the case of dismissal for serious and wilful 
misconduct. 

26.7 Where an Employer has given notice of termination to an Employee, the Employee shall 
be allowed the equivalent of up to one days’ time off without loss of pay for the purpose 
of seeking other employment.  The time off shall be taken at times that are convenient to 
the Employee, following consultation with the Employer and may be taken in more than 
a single period. 

27. NOTICE OF TERMINATION – EMPLOYEE 

27.1 The notice of termination required by an Employee shall be 4 weeks’ notice or as provided 
by the NES, whichever is the lesser. 

27.2 The period of notice may be reduced by mutual agreement. Where a terminating 
Employee applies for a reduced notice period, the Employer will not unreasonably 
withhold their agreement. 

27.3 If an Employee fails to give the notice specified in clause 27.1 the Employer has the right 
to withhold monies due to the Employee to a maximum amount equal to the amount the 
Employee would have received under clause 27.1. 

28. TRANSITION TO RETIREMENT 

28.1 Employees aged 55 or over, who have indicated their intention to retire within the next 
five years from their Employer may participate in a retirement transition arrangement.  

28.2 Transition to retirement arrangements may be proposed and, where agreed, 
implemented as: 

 A flexible working arrangement (see clause 24); 

 An individual flexibility agreement (see clause 6); 

 In writing between the parties; or 

 Any combination of the above. 

28.3 A transition to retirement arrangement may include but is not limited to: 

 A Reduction of working hours, i.e. part time employment; 

 A Job share arrangement; 

 Working in a position at a lower status or rate of pay (which may include project-

based work, a secondment or a training/mentoring role); or 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 


(a) (b) (a) (b) (c) (d) (a) (b) (c)




 



 

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 Working remotely. 

28.4 In addition to the above, an Employee and their Manager may agree that an Employee 
who wishes to transition to retirement can use accrued Long Service Leave and Annual 
Leave for the purpose of reducing their working week but retaining their previous 
employment status.  

28.5 An Employee who has entered into a retirement transition arrangement will preserve 
their long service leave entitlement at the time of reduction in salary or hours. 

28.6 Purchased Leave may also be available to assist an Employee to transition to retirement 
in accordance with clause 59 (Purchased Leave). 

29. HYBRID WORKING MODEL 

29.1 Definition 

 Remote office refers to the area approved by the Employer within the Employee’s 

residence (or other location) as the worksite in which the Employee will carry out 

remote-based work as per the Hybrid Working Agreement. 

29.2 Purpose 

 The Employer recognizes the value that a Hybrid Working Model (HWM) has in 

maintaining an agile workforce and promoting work/life balance for its Employees. 

The Employer will consider requests for HWM in accordance with this clause 29 and 

the relevant Merri Health Policy. 

 HWM arrangements will be considered by the Employer on a case-by-case basis 

having regard to: 

(i) the nature of the employee’s work; 

(ii) the ability for all or part of the employee’s duties to be effectively 
performed at home and/or remotely; 

(iii) the operational needs of Merri Health; 

(iv) the impact on the individual and/or the team; 

(v) productivity or performance issues; 

(vi) occupational health and safety;  

(vii) any legislative or Government mandated restrictions/orders; and 

(viii) any other relevant factors. 

29.3 Application process 

 An Employee who makes a request for HWM must do so in writing to their 
manager.  

 The Employer will provide the Employee with a written response within 21 
days of an application being received.  

 Where the Employer has declined a request for a HWM, the reasons will be 
set out in the response provided at subclause 29.2(b) and the Employee 
and/or Employee’s representative will be given an opportunity to meet to 
discuss the request. 

(d) 

(a) 

(a) 

(b) 

(a) 

(b) 

(c) 


(d) (a) (a) (b) (a) (b) (c)




 



 

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 The Employer will not unreasonably refuse a HWM request. 

29.4 Employer requests to work from home 

 Where the Employer requires an Employee to work remotely, the Employee 
will be provided with the details in writing.  

 If an Employee does not wish to work remotely, they must write to the 
Employer and provide the reasons why they are unable/unwilling to perform 
their duties remotely. 

 The Employer will provide a written response to the request at clause 29.3(b) 
within 21 days.  

 The Employer will not unreasonably refuse a request to continue working 
from the Employer’s site. 

29.5 Dispute resolution 

Where a dispute arises under this clause 29, it will be dealt with in accordance with clause 
12 (Dispute Resolution). 

 

(d) 

(a) 

(b) 

(c) 

(d) 


(d) (a) (b) (c) (d)




 



 

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PART 4 – CLASSIFICATION STRUCTURE, WAGES AND RELATED MATTERS 

30. CLASSIFICATIONS 

30.1 The Employer shall classify all Employees in accordance with the classification structures 
set out in Schedule B (Management and Administrative Officers), Schedule C (Health and 
Allied Services Employees), Schedule D (Dental Assistants), Schedule E (Dental Therapists, 
Dental Hygienists and Oral Health Therapists) and Schedule F (Social and Community 
Services) of this Agreement. 

30.2 The Employer shall notify each Employee in writing upon commencement of their 
classification and terms of employment. 

30.3 The Employer shall notify each Employee of any alteration to their classification in writing 
not later than the operative date of such change, subject to consultation as per Clause 11. 

31. SALARY INCREASES 

31.1 The weekly salaries over the life of the Agreement are prescribed in Schedule G. 

31.2 For Employees classified under Schedule F (Social and Community Services), wage 
increases have been calculated as follows:  

 FFPPOA 1 August 2021 - 2% (based on the relevant Modern Award rate as at 
1 July 2021);  

 FFPPOA 1 August 2022 – 2.5%;  

 FFPPOA 1 August 2023 – 2.5%. 

31.3 For all other Employees (excluding Social and Community Services), wage increases have 
been calculated as follows: 

 FFPPOA 1 August 2021 - 2%;  

 FFPPOA 1 August 2022 – 2.5%;  

 FFPPOA 1 August 2023 – 2.5%. 

31.4 The above rates of pay will only come into operation on the approval of this Agreement 
by Fair Work Commission in accordance with the Act. 

32. ONCE OFF UPFRONT LUMP SUM PAYMENT 

32.1  A lump sum payment of: 

 Full time and part-time Employees who are employed upon commencement of this 

Agreement will be entitled to a lump sum payment of $250 (pro-rata for part-time 

Employees). The amount will be payable in the FFPPOA commencement of the 

Agreement.  

33. ALLOWANCE ADJUSTMENTS 

33.1 All current monetary based allowances will be increased at the same rate as the wages as 
prescribed in Clause 31.1.  

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 

(a) 


(a) (b) (c) (a) (b) (c) (a)




 



 

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33.2 The allowances rates specified in Schedule G include the adjustments made in accordance 
with clause 31.2 and 31.3 above. 

34. SALARY PACKAGING 

34.1 All Employees covered by this Agreement will have access to salary packaging 
arrangements as follows: 

 By agreement with the Employer, the current rate of pay and any monetary 

entitlements payable to the Employee as adjusted by this Agreement, may be salary 

packaged in accordance with the individual Health Service policy on salary 

packaging. 

 The Employee shall compensate the Employer from within their base 

remuneration, for any FBT incurred as a consequence of any salary packaging 

arrangement the Employee has entered into. Where the Employee chooses not to 

pay any of the costs associated with their salary packaging, the Employer may cease 

the Employee's salary packaging arrangements. 

 The parties agree that in the event that salary packaging ceases to be an advantage 

to the Employee (including as a result of subsequent changes to FBT legislation), 

the Employee may elect to convert the amount packaged to salary. Any costs 

associated with the conversion to salary shall be borne by the Employee and the 

Employer shall not be liable to make up any benefit lost as a consequence of an 

Employee’s decision to convert to salary. 

 The Employee shall be responsible for all costs associated with the administration 

of their salary packaging arrangements, provided that such costs shall be confined 

to reasonable commercial charges as levied directly by the external salary 

packaging provider and/or in-house payroll service (as applicable), as varied from 

time to time. 

 The parties recommend to Employees who are considering salary packaging that 

they seek independent financial advice. The Employer shall not be held responsible 

in any way for the cost or outcome of any such advice and furthermore, the parties 

agree that the Employee shall pay for any costs associated with salary packaging. 

35. PAYMENT OF WAGES 

35.1 Wages shall be paid weekly or fortnightly (as determined by the Employer) to the 
nominated financial institution of each Employee.  Payment will be made no later than 
Thursday following the end of the pay period. 

35.2 On or before each pay day, the Employer shall advise each Employee in writing of their 
gross salary entitlement for the pay period, any deductions and allowances authorised by 
law and by the Employee, the Employee name and classification, the period the pay 
relates to and the date of payment, the hourly rate of pay, and the net amount of 
payment, amounts of occupational superannuation contributions and details of funds into 
which contributions are being paid. 

(a) 

(b) 

(c) 

(d) 

(e) 


(a) (b) (c) (d) (e)




 



 

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35.3 Where an Employee considers that they have been underpaid as a result of error on the 
part of the Employer, the Employee may request that the Employer rectify the error or 
validate the payment. 

35.4 Where an Employee is underpaid by reason of Employer error and the amount of such 
underpayment is less than 5% of the Employee’s fortnightly wage, the underpayment will 
be corrected in the next pay period. 

35.5 Where the underpayment exceeds 5% of the Employee’s fortnightly wage, the Employer 
must take steps to correct the underpayment within 24 hours and to provide confirmation 
to the Employee of the correction. 

35.6 Health and Allied Services Employees  

 If the employer does not take the action required under clauses 35.4 and 35.5 
above, the employee shall be paid a penalty payment of 20% of the underpayment, 
calculated on a daily basis from the date of the entitlement arising until all such 
moneys are paid.  In addition, the employer shall meet any associated banking or 
other fees/penalties incurred by the employee as a consequence of the error where 
those fees exceed the 20% penalty payment. 

 Clause 35.6(a) will not come into effect: 

(i) if the payment of wages or other monies owed falls on a public holiday, until 

the expiration of such public holiday; or 

(ii) if any unforeseen event outside the control of the employer frustrates their 

ability to meet the requirements of this clause. 

 Late payment on termination 

(i) When notice of termination of employment has been given by an employee 

or an employee’s services have been terminated by an employer, payment 

of all wages and other monies owing to an employee shall be made to the 

employee. 

(ii) If an employee is kept waiting for more than 24 hours such employee shall 

be paid overtime rates for the duration of the period until such monies owing 

are paid, with a minimum payment of two (2) hours and a maximum payment 

of seven (7) hours and 36 minutes per day. 

36. SUPPORTED WAGE SYSTEM FOR EMPLOYEES WITH DISABILITIES 

36.1 Schedule G defines the conditions that apply to Employees who, because of the effects of 
a disability, are eligible for a supported wage under the terms of this Agreement. 

37. SUPERANNUATION 

37.1 The subject of superannuation is dealt with extensively by federal legislation which 
prescribes the obligations and entitlements regarding superannuation.  This clause is 
ancillary to and supplements those provisions. 

37.2 The Employer shall process superannuation contributions monthly to the Employees 
Superannuation Fund.   

(a) 

(b) 

(c) 


(a) (b) (c)




 



 

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37.3 Absence from work 

 Paid leave 

(i) Subject to the rules of the relevant superannuation fund of which the 

Employee is a member, superannuation contributions shall continue whilst a 

member of the fund is absent on paid leave such as annual leave, paid 

parental leave, long service leave, public holidays, jury service, 

personal/carers leave and compassionate leave. 

 Unpaid leave 

(i) Superannuation contributions shall not be required to be made in respect of 

any absence from work without pay except where provided under subclause 

37.3(d). 

 Work related injury and illness  

(i) Subject to the rules of the relevant superannuation fund of which the 

Employee is a member, superannuation contributions shall continue whilst a 

member of the fund is absent due to a work related injury or illness provided 

that the Employee is receiving workers compensation payments or is 

receiving regular payments directly from the Employer in accordance with 

the statutory requirements; and the Employee is receiving accident make-up 

pay in accordance with the Accident Make-Up Pay clause 38.   

 Superannuation during parental leave 

The Employer will make superannuation contributions while an Employee is on 

Employer paid parental leave and Government paid parental leave. Contributions 

will be calculated as follows:  

(i) For periods of Employer paid parental leave, the Employee's ordinary time 

earnings as defined in the Superannuation Guarantee (Administration) Act 

1992 (Cth) calculated on the Employee's pre salary packaging earnings and 

any additional amounts consistent with the trust deed of the superannuation 

fund over 26 full pay periods immediately prior to commencing parental 

leave and divided by 52 (Weekly Parental Leave Super Contribution); 

(ii) For periods of Government paid parental leave, Superannuation will be 

calculated according to the minimum wage;  

(iii) The Weekly Parental Leave Super Contribution will be paid during each week 

of Parental Leave save that:  

A. the Employee will receive a pro rata payment for a period 

less than one (1) week; and  

B. where, during a period of Employer paid parental leave, 

the Employee's rate of pay increases under clause 31, the 

Employee's pre salary packaging earnings as calculated 

above will be increased accordingly from the relevant date 

and superannuation paid on the increased amount.  

(a) 

(b) 

(c) 

(d) 


(a) (b) (c) (d)




 



 

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38. ACCIDENT PAY 

38.1 An Employer shall be required to pay, and an Employee shall be entitled to receive, 
accident pay in accordance with this clause 38. 

38.2 Definitions 

 For the purposes of this clause, the following definitions shall apply: 

(i) WIRC Act means Workplace Injury Rehabilitation and Compensation Act 

2013 (Vic), or if applicable in the particular situation the Accident 

Compensation Act 1985 (Vic) or the Workers Compensation Act 1958 (Vic).’ 

(ii) Injury means any physical or mental injury within the meaning of the WIRC 

Act, and no injury shall give rise to an entitlement to accident pay under this 

clause unless an entitlement exists under the Act. 

38.3 Accident Pay – Total Incapacity 

 Where an Employee is, or is determined to be, totally incapacitated within the 

meaning of the WIRC Act, the term accident pay means a weekly payment of an 

amount representing the difference between: 

(i) the total amount of compensation, including allowances, paid to the 

Employee during the period of incapacity under the WIRC Act for the 

week; and 

(ii) the total weekly wage rate, as varied from time to time, and any over 

Agreement payment being paid to the Employee at the date of the 

injury and which would have been payable for the Employee's 

classification for the week in question if they had been performing 

their normal duties, provided that - in making such calculation any 

payment for overtime earnings, shift premiums, penalty rates and any 

ancillary payment payable by the Employer shall not be taken into 

account. 

38.4 Accident Pay - Partial incapacity 

 Where an Employee is partially incapacitated within the meaning of the WIRC Act, 

the term accident pay means a weekly payment of amount representing the 

difference between: 

(i) the total amount of compensation paid to the Employee during the period of 

incapacity under the WIRC Act for the week together with the average 

weekly amount they are earning. 

(ii) the total weekly wage rate, as varied from time to time, and any weekly over 

Agreement payment being paid to the Employee at the date of the injury and 

which would have been payable for the Employee's classification for the 

week in question if they had been performing their normal duties, provided 

that - in making such calculation any payment for overtime earnings, shift 

premiums, penalty rates and any other ancillary payment payable by the 

Employer shall not be taken into account. 

(a) 

(a) 

(a) 


(a) (a) (a)




 



 

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38.5 Payment for part of a week 

 Where an Employee is incapacitated, either totally or partially, for part of a week, 

such an Employee shall receive pro rata accident pay for that part of the week. 

38.6 Qualifications for payment 

 Subject to the terms of this clause, an Employee covered by this Agreement shall, 

upon receiving payment of weekly compensation and continuing to receive such 

payment for incapacity under the WIRC Act, be paid accident pay by their Employer 

who is liable to pay compensation under the WIRC Act, which liability may be 

discharged by another person on behalf of the Employer, provided that: 

(i) Accident pay shall not apply to any incapacity occurring during the first two 

weeks of employment unless such incapacity continues beyond the first two 

weeks and then, subject to clause 38.6(b) and to the maximum period of 

payment prescribed elsewhere herein, accident pay shall apply only to the 

period of incapacity after the first two weeks. 

(ii) Accident pay shall only be payable to an Employee whilst that Employee 

remains in the employment of the Employer by whom they were employed 

at the time of the incapacity and then only for such period as they received 

a weekly payment under the WIRC Act. Provided that if an Employee who is 

partially incapacitated cannot obtain suitable employment from their 

Employer but such alternative employment is available with another 

Employer then the relevant amount of accident pay shall still be payable. 

(iii) Provided further that in the case of the termination by an Employer of an 

Employee who is incapacitated and receiving accident pay, accident pay shall 

continue to apply subject to the provisions of this clause except in those 

cases where the termination is due to serious and/or wilful misconduct on 

the part of the Employee. 

(iv) In order to qualify for the continuance of accident pay on termination an 

Employee shall if required provide evidence to the Employer of the 

continuing payment of weekly payments of compensation. 

 Subject to this clause, accident pay shall not apply in respect of any injury during 

the first five normal working days of incapacity. 

 In relation to industrial diseases contracted by a gradual process or injury subject 

to recurrence, aggravation, or acceleration, such injuries or diseases shall not be 

subject to accident pay unless the Employee has been employed with the Employer 

at the time of the incapacity for a minimum period of one month. 

 On engagement, an Employee may be required to declare all workers 

compensation and/or accident claims made under the WIRC Act in the previous five 

years and in the event of defaults or inaccurate information being deliberately and 

knowingly declared the Employer may require the Employee to forfeit their 

entitlement to accident pay under this Agreement. 

38.7 Maximum period of payment 

(a) 

(a) 

(b) 

(c) 

(d) 


(a) (a) (b) (c) (d)




 



 

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 The maximum period or aggregate period of accident pay to be made by the 

Employer shall be a total of 26 weeks for any one injury as defined in clause 

38.2(a)(ii) hereof, provided that in respect of an Employee receiving or entitled to 

receive accident pay on or after 1 January 1981, the maximum period or aggregate 

of periods shall be a total of 39 weeks for any one injury as defined. 

 Notwithstanding 38.7(a) above, the maximum period or aggregate periods of 

accident pay to be made by the Employer to Employees classified under Schedule 

D shall be a total of 39 weeks for any one injury, as defined. 

38.8 Absences on other than paid leave 

 An Employee shall not be entitled to the payment of accident pay in respect of any 

period of paid annual leave, or long service leave or for any paid public holiday in 

accordance with the appropriate award provisions. 

38.9 Notice of injury 

 Following an injury for which they claim to be entitled to receive accident pay, an 

Employee shall give notice in writing of the injury to their Employer as soon as 

reasonably practicable after the occurrence thereof, provided that such notice may 

be given by a representative of the Employee. 

38.10 Medical examination 

 In order to receive an entitlement to accident pay an Employee shall meet the 

requirements of the Act for attending medical examinations. 

 Where, in accordance with the WIRC Act, a medical referee gives a certificate as to 

the condition of the Employee and their fitness for work or specifies work for which 

the Employee is fit and such work is made available by the Employer, and is refused 

by the Employee or the Employee fails to commence the work, accident pay shall 

cease from the date of such refusal or failure to commence the work. 

38.11 Cessation or redemption of weekly payments 

 Where there is a cessation or redemption of weekly compensation payments under 

the WIRC Act, the Employer’s liability to pay accident pay shall cease as from the 

date of such cessation or redemption. 

38.12 Civil damages 

 An Employee receiving or who has received accident pay shall advise their Employer 

of any action they may institute or any claim they make for damages. Further, the 

Employee shall, if requested, provide an authority to the Employer entitling the 

Employer to a charge upon any money payable pursuant to any judgement or 

settlement on that injury. 

 Where an Employee obtains a judgement or settlement for damages in respect of 

an injury for which they have received accident pay the Employers liability to pay 

accident pay shall cease from the date of such judgement or settlement, provided 

that if the judgment or settlement for damages is not reduced either in whole or 

part by the amount of accident pay made by the Employer, the Employee shall pay 

(a) 

(b) 

(a) 

(a) 

(a) 

(b) 

(a) 

(a) 

(b) 


(a) (b) (a) (a) (a) (b) (a) (a) (b)




 



 

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to the Employer any amount of accident pay already received in respect of that 

injury by which the judgement or settlement has not been so reduced. 

 Where an Employee obtains a judgement or settlement for damages against a 

person other than the Employer in respect of an injury for which the Employee has 

received accident pay, the Employers liability to pay accident pay shall cease from 

the date of such judgement or settlement, provided that if the judgement or 

settlement for damages is not reduced either in whole or part by the amount of 

accident pay made by the Employer, the Employee shall pay to the Employer any 

amount of accident pay already received in respect of that injury by which the 

judgement or settlement has not been so reduced. 

38.13 Insurance against liability 

 Nothing in this Agreement shall require an Employer to insure against liability for 

accident pay. 

38.14 Variations in compensation rates 

 Any changes in compensation rates under the WIRC Act shall not increase the 

amount of accident pay above the amount that would have been payable had the 

rates of compensation remained unchanged. 

38.15 Death of an Employee 

 All rights to accident pay shall cease on the death of an Employee. 

38.16 Commencement 

 This clause shall only apply in respect of incapacity arising from any injury occurring 

or recurring on or after 3 March 1975.  

39. STAFF APPRAISAL 

39.1 Where a system of staff appraisal does not currently exist at a workplace, the Employer 
may implement a performance appraisal process and the Employees will participate in 
that process.  

(c} 

(a} 

(a} 

(a} 

(a} 


(c) (a) (a) (a) (a)




 



 

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PART 5 – ALLOWANCES AND REIMBURSEMENTS 

40. CHILD CARE REIMBURSEMENT 

40.1 Where Employees are required by the Employer to work outside their ordinary rostered 
hours of work and where less than 24 hours notice of the requirement to perform such 
overtime work has been given by the Employer, other than recall when rostered on-call, 
the Employee shall be reimbursed for reasonable childcare expenses incurred. 

40.2 Evidence of expenditure incurred by the Employee must be provided to the Employer as 
soon as practicable after the working of such overtime. 

41. SHIFT WORK 

41.1 Employees who perform shift work shall be entitled to payment of the shift allowances 
applying to their classification under the following provisions of this clause. 

41.2 The weekly base rate of pay for the calculation of shift allowances for Employees classified 
under Schedule B is the “Grade 1”, pursuant to clause 1 of Schedule G. 

41.3 The weekly base rate of pay for the calculation of shift allowances for Employees classified 
under Schedule C and Schedule D is the “Patient Services Assistant Level 2”, pursuant to 
clause 2 of Schedule G. 

41.4 The weekly base rate of pay for the calculation of shift allowances for Employees classified 
under Schedule E is the “Graduate Level”, pursuant to clause 4 of Schedule G. 

41.5 The weekly base rate of pay for the calculation of shift allowances for Employees classified 
under Schedule F will be based on the weekly rate of pay for the Employee, pursuant to 
clause 5 of Schedule G. 

41.6 Morning and Afternoon Shift Allowances 

 An Employee classified under Schedule B whose rostered hours of ordinary duty 

finish between 6:00pm and 8:00am, or commence between 6:00pm and 6:30am 

shall be paid an amount equal to 2.0% of the relevant base rate per rostered period 

of duty. 

 An Employee classified under Schedule C, Schedule D or Schedule E whose rostered 

hours of ordinary duty finish between 6.00pm and 8.00am, or commence between 

6.00pm and 6.30am, shall be paid an amount equal to 2.5% of the relevant base 

rate per rostered period of duty. 

 An Employee classified under Schedule F whose rostered hours of ordinary duty 

finish between 7.00 pm and 12.00am Monday to Friday, shall be paid an amount 

equal to 12.5% of the Employee’s ordinary rate of pay for actual hours worked. 

41.7 Night Shift Allowance 

 An Employee (except an Employee classified under Schedule F) working on any 

rostered hours of ordinary duty finishing on the day after commencing duty or 

commencing after midnight and before 5.00am shall be paid for any such periods 

of duty an amount equal to 4% of the relevant base rate. 

(a) 

(b) 

(c) 

(a) 


(a) (b) (c) (a)




 



 

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 An Employee classified under Schedule F whose rostered hours of ordinary duty 

commence before 6am, or finish after 12.00am, Monday to Friday, shall be paid an 

amount equal to 15% of the Employee’s ordinary rate of pay for actual hours 

worked. 

41.8 Permanent Night Shift Allowance  

 Provided further that in the case of an Employee, other than an Employee classified 

under Schedule F, permanently working on any rostered hours of ordinary duty 

finishing on the day after commencing duty or commencing after midnight and 

before 5.00am shall be paid for any such period of duty an amount equal to 5% of 

the relevant base rate.  Permanently working shall mean working for any period in 

excess of four consecutive weeks. 

41.9 Change of Shift Allowance – Management and Administrative Officers and Dental 
Assistants 

 Provided further that in the case of an Employee classified under Schedule B or 

Schedule D who changes from working on one shift to working on another shift, 

the time of commencement of which differs by four hours or more than from that 

of the first, shall be paid a change of shift allowance equal to 4% of the relevant 

weekly base rate on the occasion of each such change in addition to any amount 

payable under the preceding provisions of this clause. 

 Notwithstanding the provisions of 41.9(a) above, the change of shift allowance is 

not payable where the Employer agrees to a request in writing made on behalf of 

one or more Employees for changes in shifts. 

 Change of shift allowance is not payable where a single Employee holds two 

contemporaneous different contracted positions with the same Employer and 

moving between those positions results in a change of shift pattern which would 

ordinarily invoke a change of shift allowance payment. 

41.10 Change of Shift Allowance – Health and Allied Services Employees 

 Provided further that a change of shift allowance equal to 4% of the weekly base 

rate for “Patient Services Assistant Level 2” is payable to Employees classified under 

Schedule C on the occasion of each change of shift in the following circumstances: 

(i) Where an Employee’s roster is fixed in advance by the Employer, the change 

of shift allowance is payable whenever an Employee changes from working 

on one shift to working on another shift the time of commencement of which 

differs by four hours or more from that of the first. 

(A) Notwithstanding the provisions of sub-clause 41.10(a)(i), the change 

of shift allowance is not payable where an Employee chooses and 

works additional shifts from a supplementary roster or other 

document that details vacant shifts within a seven day period. 

(B) Notwithstanding the provisions of sub-clause 41.10(a)(i), the change 

of shift allowance is not payable where the absence of four or more 

(b) 

(a) 

(a) 

(b) 

(c) 

(a) 


(b) (a) (a) (b) (c) (a)




 



 

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weeks of continuous approved leave intervenes between the relevant 

shifts. 

(C) Notwithstanding the provisions of sub-clause 41.10(a)(i), the change 

of shift allowance is not payable where one or more Employees swap 

shifts between themselves on an ad hoc basis, and the swap(s) is 

approved by the Employer in writing. 

(D) Change of shift allowance is not payable where a single Employee 

holds two contemporaneous contracted positions and moving 

between those positions results in a change of shift pattern which 

would ordinarily invoke a change of shift allowance payment. 

(ii) Where a department has established a self-rostering system, and an 

Employee chooses their own shifts from a genuine choice of shifts, the 

Employee will receive a fixed payment of two (2) change of shift allowances 

per pay period (fortnight) and sub-clause 41.10(a)(i) shall not apply.  This 

clause does not apply where an Employee chooses their own shifts from a 

genuine choice of shifts and the shifts chosen by the Employee do not involve 

a change of shift as defined by sub-clause 41.10(a)(i). 

(iii) An Employee employed in the public sector as of 11 June, 2002, who receives 

change of shift allowances per pay period (fortnight) on the basis of an 

historical agreement that exceeds the entitlement arising from these 

provisions, such Employee shall be maintained at that entitlement for the 

duration of this agreement. 

(iv) Where an Employer and the majority of Employees in a department 

genuinely desire an alternative system to the above, the Employer is to 

contact the Union and any agreement reached shall be determined in 

accordance with the facilitative provisions.  

41.11 The Employer is required to pay the shift allowances set out in the rates tables in Schedule 
G as they apply to health and allied services Employees. 

42. MEAL ALLOWANCES 

42.1 Where an Employee is required to work overtime Monday to Friday (inclusive) for more 
than one hour after the usual finish time, or in the case of shift workers when the overtime 
work on any shift exceeds one hour, or on a Saturday/Sunday for more than 5 hours, the 
Employer shall either supply the Employee with an adequate meal or pay a meal 
allowance. 

42.2 Where such overtime exceeds 4 hours Monday to Friday (inclusive), or 9 hours on a 
Saturday/Sunday, the Employer shall either supply the Employee with a further adequate 
meal or pay a further meal allowance. 

42.3 When an Employee is recalled to duty outside of usual working hours for a period in excess 
of two hours the Employee shall be paid a meal allowance. 

42.4 The provisions of clauses 42.1 and 42.2 shall not apply where the Employee could 
reasonably return home for a meal within the period allowed. 








 

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42.5 The meal allowances payable over the life of this Agreement are set out in Schedule G. 

42.6 Claims for payment of an overtime meal allowance will be processed in the next ordinary 
pay. 

43. HIGHER DUTIES 

43.1 Employees, who are engaged in duties that carry a higher rate of pay than the Employee’s 
ordinary classification, shall be entitled to payment of higher duties in accordance with 
the provisions of this clause. 

43.2 Management and Administrative Officers and Social and Community Services 
Employees 

 Employees classified under Schedule B and Schedule F who are required to assume 

the duties of an Employee on a higher classification for a period of five consecutive 

working days or more shall be paid not less than the minimum rate for the 

classification of the Employee being relieved, for the period of higher duties. 

43.3 Health and Allied Services Employees 

 Employees classified under Schedule C who are engaged for more than one hour in 

duties carrying a higher rate than their ordinary classification, shall be paid the 

higher rate of pay for the full day or shift.  If such Employee is engaged in higher 

duties for one hour or less, they are only entitled to payment at the higher rate for 

the time actually worked. 

43.4 Dental Assistants 

 Employees classified under Schedule D who are temporarily appointed, in writing 

by the Employer, to a higher classification shall receive the higher salary for the 

period specified in the written appointment. 

 

44. UNIFORMS AND PROTECTIVE CLOTHING 

44.1 Where an Employee is required to wear a uniform or any special clothing, the Employer 
will supply such uniform at no cost to the Employee and will replace it where necessary 
on a fair ‘wear and tear’ basis.   

44.2 Employees classified under Schedule C shall be paid a uniform allowance in accordance 
with clause 6 of Schedule G for purchasing uniform and special clothing, where they are 
not provided by the Employer under clause 44.1.  The uniform allowance is payable for all 
absences on paid leave, other than absences on long service leave and sick leave beyond 
21 days.  Where, prior to the taking of leave, an Employee was paid a uniform allowance 
other than at the weekly rate, the rate payable is the average of the allowance paid during 
the four weeks immediately preceding the taking of leave. 

44.3 Uniforms and special clothing provided in accordance with clauses 44.1 and 44.2 shall 
remain the property of the Employer. 

44.4 Where Employees classified under Schedule C , Schedule D or Schedule F are responsible 
for laundering uniforms and special clothing, the Employer shall pay the laundry 

(a) 

(a) 

(a) 


(a) (a) (a)




 



 

Page 44 of 204 
 

allowances set out in clause 6 of the rates table in Schedule G.  The Employee will be paid 
a laundry allowance per day or part thereof on duty, or an allowance per week, whichever 
is the lesser amount. The laundry allowance is not payable for absences of any kind. 

44.5 The Employer shall provide such gloves, masks, protective clothing and safety appliances 
as are required for an Employee to properly and safely perform their job function.  Where 
due to unforeseen circumstances, the Employee is required to purchase such clothing and 
equipment, they shall be reimbursed in full by the Employer. 

45. REIMBUSEMENT OF TELEPHONE AND OTHER EXPENSES  

45.1 Where the Employer requires an Employee to purchase, install or maintain a telephone, 
whether it be a land-line or a mobile phone, for on call or other purposes, the Employer 
will reimburse the purchase or installation costs and the subsequent rental charges or 
mobile phone charges on production of receipted accounts by the Employee.  

45.2 An Employee will be reimbursed incurred out of pocket expenses which are authorised in 
accordance with the Merri Health staff expenses policy (however titled); including 
approved meal, accommodation and travel expenses actually and necessary incurred in 
the course of their authorised duties. 

  








 

Page 45 of 204 
 

PART 6 – WORKING HOURS AND RELATED MATTERS  

46. HOURS OF WORK 

46.1 The ordinary hours of work for a full-time Employee will be 38 hours or an average of 38 
hours per week worked: 

 In a one-week period – 38 hours 

 In a two-week period – 76 hours 

 in a four-week period – 152 hours 

 or in another format by mutual agreement. 

46.2 For the purposes of clause 46.1, the ordinary hours an Employee works in a week are 
taken to include any hours of authorised leave, or absence, whether paid or unpaid, that 
the Employee takes in a week. 

46.3 The working week shall commence at midnight on a Sunday. 

46.4 Notwithstanding any authorised meal breaks or rest breaks, the work of each day/shift 
shall be continuous. 

46.5 Management and Administrative Officers 

 For Employees classified under Schedule B, the ordinary hours of work shall be 

worked either: 

(i) in 5 days of shifts of not more than 8 hours each; or 

(ii) by mutual agreement: 

(A) in weeks of four days in shifts of not more than 10 hours each; or 

(B) in some other averaging arrangement, provided that the length of any 

ordinary day does not exceed ten hours, and that not more than 50 

ordinary hours is worked in any one week. 

46.6 Health and Allied Services Employees and Dental Assistants 

 For Employees classified under Schedule C and Schedule D, the hours for an 

ordinary weeks work shall be 38 or be an average of 38 per week in a fortnight, or 

in a four week period or by mutual agreement, in a five week period in the case of 

an Employee working ten hour shifts and shall be worked either: 

(i) in 5 days in shifts of not more than 8 hours each; or 

(ii) in a fortnight of 76 hours in 10 shifts of not more than 8 hours each; or 

(iii) in a four-week period of 152 hours in 19 shifts of not more than 8 hours each; 

or 

(iv) by mutual agreement: 

(A) in weeks of four days in shifts of not more than 10 hours each; or 

(B) in a fortnight of 76 hours in eight shifts of not more than ten hours 

each. 

(a) 

(b) 

(c) 

(d) 

(a) 

(a) 


(a) (b) (c) (d) (a) (a)




 



 

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 Any Employee required to work more than six consecutive periods of duty without 

24 hours off duty shall be paid for the seventh and any further consecutive period 

of ordinary duty worked at the rate of triple time until they have been given 24 

hours off duty. 

46.7 Social and Community Services 

 For Employees classified under Schedule F, the hours for an ordinary week’s 

work shall be 38 or an average of 38 hours per week and will be worked 

either:  

(i) in a week of five days in shifts not exceeding eight hours each; or 

(ii) in a fortnight of 76 hours in ten shifts not exceeding eight hours each; or 

(iii) in a four week period of 152 hours to be worked as nineteen shifts each of 

eight hours, subject to practicability; or 

(iv) by mutual agreement: 

A. in a week of four days in shifts not exceeding ten hours; or 

B. in a fortnight of 76 hours in eight shifts not exceeding ten 

hours each. 

47. ACCRUED DAYS OFF 

47.1 Where the system of working provides for accrued days off, a full-time Employees shall 
work an additional 0.4 hours per day, or 2 hours per week, to facilitate one accrued day 
off (ADO) after every 4 weeks of service.   

47.2 The maximum ADOs shall be 13 in any calendar year, provided that one (1) ADO shall be 
taken in conjunction with a period of annual leave, for which no additional payment is to 
be made. 

47.3 For Employees classified under this Agreement: 

 accrued days off are to be taken as single days on a rostered basis (i.e. 1 ADO in 

each 28-day cycle), as agreed between the Employer and Employee; 

 provided that the Employer and Employee may mutually agree to accrue up to 3 

ADOs where the Employee wishes to take consecutives days of leave. 

47.4 Excessive ADO Accrual 

Where the Employee has more than 3 ADOs accrued, the Employer may direct an 
Employee to take leave in order to reduce the ADO accrual.  

48. WEEKEND WORK 

48.1 Ordinary entitlement for Social and Community Services Employees 

 All rostered time of ordinary duty performed between midnight on Friday and 
Midnight on Saturday shall be paid for at the rate of time and one half. 

 All rostered time of ordinary duty performed between midnight on Saturday 
and Midnight on Sunday shall be paid for at the rate of double time. 

(b) 

(a) 

(a) 

(b) 

(a) 

(b) 


(b) (a) (a) (b) (a) (b)




 



 

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48.2 Ordinary entitlement for all other Employees (excluding Social and Community Services 
Employees) 

All rostered time of ordinary duty performed between midnight on Friday and Midnight 
on Sunday shall be paid for at the rate of time and one half. 

48.3 Management and Administrative Officers 

 Where an Employee is required to carry out duties on a Saturday or Sunday in 

excess of the weeks work, such duties will be paid for at the rate of double time. 

48.4 Health and Allied Services Employees and Dental Assistants 

 For Employees classified under Schedule C and Schedule D, where the Saturday or 

Sunday work involves: 

(i) work in excess of the prescribed rostered hours, such work will be paid for at 

the rate of double time; and 

(ii) work performed by a worker of broken shifts outside a spread of nine (9) 

hours from the time of commencing work shall be paid for at the rate of time 

and three-quarters; and 

(iii) work performed by a worker of broken shifts outside a spread of twelve (12) 

hours from the time of commencing work shall be paid for at the rate of 

double time. 

48.5 Social and Community Services Employees 

 For Employees classified under Schedule F, they will be paid the following payments 

for all work done in addition to their rostered ordinary hours: 

(i) For all authorised overtime on a Saturday, payment will be made at 

the rate of time and a half for the first two hours and double time 

thereafter; 

(ii) for all authorised overtime on a Sunday, payment will be made at the 
rate of double time; 

(iii) for all authorised overtime on a Public Holiday, payment will be made 
at the rate of double time and a half; 

(iv) work performed by a worker of broken shifts outside a spread of nine 
(10) hours from the time of commencing work shall be paid for at the 
rate of time and a half; and 

(v) work performed by a worker of broken shifts outside a spread of 
twelve (12) hours from the time of commencing work shall be paid for 
at the rate of double time. 

48.6 The weekend overtime rates payable under subclause 48.3, 48.4 and 48.5 will be in 
substitution for and not cumulative upon the shift premiums prescribed in clause  
41—Shift Work, clause 48 – Weekend Work, or clause 51 – Overtime, and are not 
applicable to ordinary hours worked on a Saturday or Sunday. 

 

(a) 

(a) 

(a) 


(a) (a) (a)




 



 

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49. SUMMER TIME (DAYLIGHT SAVINGS) 

49.1 When summer time is introduced through legislation, and is prescribed as being in 
advance of the standard time, the length of any shift: 

 commencing before the time prescribed pursuant to the relevant legislation for the 

commencement of a summer time period; and 

 commencing on or before the time prescribed pursuant to the relevant legislation 

for the termination of a summer time period; 

49.2 shall be the number of hours which are the difference between the times recorded by the 
clock at the beginning and end of the shift. 

49.3 The expressions standard time and summer time are defined within the Summer Time 
Act 1972, as amended or as substituted. 

50. REASONABLE ADDITIONAL HOURS 

50.1 Subject to clause 50.2, an Employer may require an Employee to work reasonable 
additional hours at the appropriate overtime rate as defined in clause 51 (Overtime) of 
this Agreement. 

50.2 An Employee may refuse to work overtime in circumstances where the working of such 
overtime would result in the Employee working hours which are unreasonable having 
regard to: 

 any risk to Employee health and safety arising from the additional hours; 

 the Employee's personal circumstances, including family responsibilities; 

 the needs of the workplace or enterprise in which the Employee is employed; 

 whether the Employee is entitled to receive overtime payments, penalty rates or 

other compensation for, or a level of remuneration that reflects an expectation of, 

working additional hours 

 the notice (if any) given by the Employer of the overtime and by the Employee of 

their intention to refuse it; 

 the usual patterns of work in the industry, or the part of the industry, in which the 

Employee works; 

 the nature of the Employee’s role, and the Employee’s level of responsibility; 

 whether the additional hours are in accordance with an averaging arrangement 

agreed to by the Employer and Employee under clause 46 (Hours of Work); and 

 any other relevant matter. 

51. OVERTIME 

51.1 Where an Employee, subject to clause 21.7(c) (for part time Employees), is required to 
work reasonable additional hours, they shall be entitled to payment of overtime in 
accordance with the provisions of this clause. 

51.2 Only authorised overtime shall be paid for and the following rates of overtime shall apply: 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(h) 

( i) 


(a) (b) (a) (b) (c) (d) (e) (f) (g) (h) (i)




 



 

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 Management and Administrative Officers 

Employees classified under Schedule B shall be paid at the rate of: 

(i) time and one half for the first two hours and double time thereafter for hours 

worked in excess of the ordinary agreed hours on a particular day; and 

(ii) double time for all overtime worked outside a spread of twelve hours after 

commencing ordinary duty. 

 All other Employees (excluding Management and Administrative Officers) 

Employees classified under Schedule C, D, E and F shall be paid at the rate of: 

(i) time and one half for the first two hours and double time thereafter for hours 

worked in excess of the number of hours fixed as a day’s, week’s or a 

fortnight’s work, as the case may be; 

(ii) double time for overtime outside a spread of 12 hours from the 

commencement of the last previous rostered period of duty, provided that 

the overtime is not continuous with the next succeeding period of duty; 

(iii) time and one half for overtime outside a spread of 9 hours from the time of 

commencing work by an Employee rostered to work broken shifts; and 

(iv) double time for overtime outside a spread of 12 hours from the time of 

commencing work by an Employee rostered to work broken shifts. 

 Health and Allied Services Employees, Dental Assistants and Social and 

Community Services Employees 

(i) In the case of Employees classified under Schedule C, Schedule D and 

Schedule F, overtime shall be so arranged that, where reasonably 

practicable, the Employee who performs overtime shall have 10 consecutive 

hours off duty between the work of successive periods of duty. 

(ii) In addition to 51.2(c)(i) above, an Employee, other than a casual, who works 

so much overtime between the end of their agreed ordinary hours of duty 

and the start of their next succeeding period of duty that they would not 

have a 10-hour break between those times, shall be released after 

completion of such overtime worked until they have had a 10-hour break, 

without loss of pay for ordinary hours occurring during such absence. 

(iii) If on the instructions of the Employer such an Employee resumes or 

continues work without having had ten consecutive hours off duty the 

Employee shall be paid at the rate of double time until the Employee is 

released from duty for such rest period and the Employee shall then be 

entitled to be absent until they have had ten consecutive hours off duty 

without loss of pay for rostered ordinary hours occurring during such 

absence. 

(iv) In the event of any Employee finishing any period of overtime at a time when 

reasonable means of transport are not available for the Employee to return 

to their place of residence the Employer shall provide adequate transport 

free of cost to the Employee. 

(a ) 

(b) 

(c) 


(a) (b) (c)




 



 

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(v) For the purposes of this clause, in accruing or calculating payment of 

overtime, each period of overtime shall stand alone. 

51.3 Casual Overtime 

 In the case of a casual Employee, overtime will be payable where:  

(i) They work in excess of 10 hours per shift; and/or 

(ii) works in excess of 38 hours per week or 76 hours in a fortnight. 

 A casual Employee who works overtime shall be paid the following rates: 

(i) Monday to Saturday—187.5% of the minimum hourly rate for the first 
2 hours and 250% of the minimum hourly rate after 2 hours 

(ii) Sunday—250% of the minimum hourly rate; and 

(iii) Public Holidays—312.5% of the minimum hourly rate. 

51.4 The Overtime rates payable under this clause 51 will be in substitution for and not 
cumulative upon the shift premiums prescribed in clause 41—Shift Work, clause  22.2 
and 22.3 – Casual Loading, or clause 48- Weekend Work, and are not applicable to 
ordinary hours worked on a Saturday or Sunday. 

52. OVERTIME IN LIEU 

52.1 An Employee may elect, with the consent of the Employer, to take time off in lieu of 
payment for overtime at a time or times agreed with the Employer. 

52.2 Overtime taken as time off during ordinary time hours shall be taken at the penalty time 
rate.  That is, one and one half hours off or two hours off, as the case may be, for each 
overtime hour worked. 

52.3 An Employer shall provide payment at the appropriate overtime rate where time off in 
lieu has not been taken within:  

 four (4) weeks of accrual, for Employees classified under Schedule B, Schedule C 

and Schedule F; 

 eight (8) weeks of accrual, for Employees classified under Schedule D. 

52.4 Any unpaid Overtime In Lieu shall be paid out upon termination of employment. 

52.5 For the purposes of this clause, in accruing or calculating payment of overtime, each 
period of overtime shall stand alone. 

53. ON CALL / RECALL 

53.1 The Employer shall pay an on call allowance to Employees who are required to be on call. 

53.2 Management and Administrative Officers 

 The on call allowances in clause 6 of Schedule G shall be paid to an Employee 

classified under Schedule B as follows: 

(i) the On Call Allowance – Monday to Friday shall be paid in respect of any 24 

hour period or part thereof during which an Employee is on call during the 

(a) 

(b) 

(a) 

(b) 

(a) 


(a) (b) (a) (b) (a)




 



 

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period commencing from the time of finishing ordinary duty on Monday 

through until the termination of ordinary duty on Friday; and 

(ii) the On Call Allowance – Public Holidays and All other Times shall be paid in 

respect of any other 24 hour period, or part thereof, or any public holiday, or 

part thereof. 

(iii) Where an Employee is recalled to duty during an off-duty period they shall 

be paid a minimum of three (3) hours at the appropriate rate. 

(iv) When recall work is necessary, it should be so arranged that Employees have 

at least 8 hours off duty between midnight and the commencement of the 

next period of ordinary duty. 

(v) An Employee, other than a casual, who works so much overtime between the 

termination of their previous rostered shift an the commencement of their 

next rostered shift, that they would not have a 8-hour break shall be released 

after completion of such recall worked until they have had a 8-hour break.  

The Employee shall not suffer any loss of pay for rostered ordinary hours 

occurring during such absence. 

(vi) If, on the instructions of the Employer, an Employee resumes or continues 

work without having had an 8-hour break in accordance with 53.2(a)(v), they 

shall be paid at the rate of double time until they are released from duty for 

such rest period.  The Employee shall then be entitled to be absent until they 

have had an 8-hour break.  The Employee shall not suffer any loss of pay for 

rostered ordinary hours occurring during such absence. 

53.3 Health and Allied Services Employees and Dental Assistants 

 The on call allowances in clause 6 of Schedule G shall be paid to Employees 

classified under Schedule C and Schedule D as follows: 

(i) Employees who are required to be on call, or who return to duty when off 

duty, shall be paid an on call allowance in addition to any other amount 

payable, per twelve hours or part thereof. 

(ii) Any period of overtime involving a recall to duty during an off duty period, 

and which is not continuous with the next succeeding rostered period of 

duty, shall be paid at a minimum of three hours at the appropriate overtime 

rate. 

(iii) When recall work is necessary, it should be so arranged that Employees have 

at least 10 hours off duty between successive shifts. 

(iv) An Employee, other than a casual, who works so much overtime between the 

termination of their previous rostered shift and the commencement of their 

next rostered shift, that they would not have a 10-hour break shall be 

released after completion of such recall worked until they have had a 10-

hour break.  The Employee shall not suffer any loss of pay for rostered 

ordinary hours occurring during such absence. 

(a) 


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(v) If, on the instructions of the Employer, an Employee resumes or continues 

work without having had a 10-hour break in accordance with 53.3(a)(iv), they 

shall be paid at the rate of double time until they are released from duty for 

such rest period.  The Employee shall then be entitled to be absent until they 

have had a 10-hour break.  The Employee shall not suffer any loss of pay for 

rostered ordinary hours occurring during such absence. 

(vi) Where an Employee finishes a period of overtime at a time when reasonable 

means of transport are not available for them to return to their place of 

residence, the Employer shall provide adequate transport free of charge. 

53.4 Social and Community Services Employees 

 The on-call allowances in clause 6 of Schedule G shall be paid to an Employee 

classified under Schedule F as follows:  

(i) An Employee who is required to be on call shall be paid an on-call 

allowance per 24-hour period or part thereof.  

(ii) Employees shall receive a higher on-call allowance (as set out in 

Clause 6 of Schedule G) in respect of any 24-hour period or part 

thereof which falls on a Saturday, Sunday of public holiday. 

(iii) In the event of an Employee who is on-call being recalled to duty for 

any period during an off duty period such Employee shall be paid from 

the time of receiving recall until the time of finishing such recall duty 

with a minimum of one hour’s payment for such recall at the following 

rates: 

A. Within a spread of twelve hours from the commencement 

of the last previous period of ordinary duty - time and a 

half; 

B. Outside a spread of twelve hours from the commencement 

of the last previous period of ordinary duty - double time; 

C. On days observed as public holidays - double time and a 

half. 

(iv) Provided that if the Employee who is on-call is recalled and does not 

have an uninterrupted break of six hours between midnight and the 

time of commencement the next period of ordinary duty the 

Employee shall be entitled to six hours’ time off from the time of 

finishing the last recall and the time of commencing their next period 

of ordinary duty without loss of pay. 

53.5 The on-call allowances applicable to Employees classified under Schedule C and Schedule 
D are calculated at the rate of 2.5% of the “Patient Services Assistant Level 2” weekly rate 
of pay pursuant to clause 6 of Schedule G. 

(a) 


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54. REST BREAKS 

54.1 Employees shall be entitled to a 10-minute rest break in each four hours worked, or part 
thereof being greater than one hour. 

54.2 Rest breaks shall be taken at a time suitable to the Employer and shall be counted as time 
worked. 

55. MEAL BREAKS 

55.1 An Employee shall not be required to work more than 5 hours continuously without a 
meal interval of not less than 30 minutes and not more than 60 minutes.   

55.2 In the case of Employees classified under Schedule D, the usual meal break shall be 45 
minutes after 5 hours of continuous work. 

55.3 Meal breaks shall not be regarded as time worked. 

55.4 Notwithstanding the provisions of clause 55.3, an Employee classified under Schedule F:  

 Who is interrupted during a meal break by a call to duty, the extent of the 
interruption will be counted as time worked and the employee will be 
allowed to continue the meal break as soon as practicable. If it is 
impracticable for the employee to complete the meal break during the 
remainder of the ordinary working hours, the employee will receive the 
appropriate overtime pay for the time worked. 

 Who is required by the Employer to have a meal with a client or clients as 
part of the normal work routine or client programme, the Employee will be 
paid for the duration of the meal period at the ordinary rate of pay, including 
shift penalty. 

55.5 Night Duty 

 Employees classified under Schedule C who are not relieved from night duty (and 

on call) during the rostered meal break shall be granted a meal break of not less 

than 20 minutes, to be commenced after completing three hours and not more 

than five hours of duty.  Such meal break will be counted as time worked. 

 The arrangement in 55.5(a)may also be adopted in any case where there is mutual 

agreement between the Employer and Employee. 

(a) 

(b) 

(a) 

(b) 


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PART 7 – LEAVE OF ABSENCE AND PUBLIC HOLIDAYS  

56. PUBLIC HOLIDAYS 

56.1 Entitlement to be absent on a public holiday 

 An Employee is entitled to be absent from their employment on a day or part-day 

that is a public holiday in the place where the Employee is based for work purposes. 

 However, an Employer may request an Employee to work on a public holiday if the 

request is reasonable. 

 If an Employer requests an Employee to work on a public holiday, the Employee 

may refuse the request if: 

(i) the request is not reasonable; or 

(ii) the refusal is reasonable. 

 In determining whether a request, or a refusal of a request, to work on a public 

holiday is reasonable, the following must be taken into account: 

(i) the nature of the Employer’s workplace or enterprise (including its 

operational requirements), and the nature of the work performed by the 

Employee; 

(ii) the Employee’s personal circumstances, including family responsibilities; 

(iii) whether the Employee could reasonably expect that the Employer might 

request work on the public holiday; 

(iv) whether the Employee is entitled to receive overtime payments, penalty 

rates or other compensation for, or a level of remuneration that reflects an 

expectation of, work on the public holiday; 

(v) the type of employment of the Employee (for example, whether full-time, 

part-time, casual or shiftwork); 

(vi) the amount of notice in advance of the public holiday given by the Employer 

when making the request; 

(vii) in relation to the refusal of a request – the amount of notice in advance of 

the public holiday given by the Employee when refusing the request; and 

(viii) any other relevant matter. 

56.2 Meaning of public holiday 

 Employees shall be entitled to the following public holidays: 

(i) January (New Year’s Day) 

(ii) 26 January (Australia Day) 

(iii) Labour Day 

(iv) Good Friday 

(v) Easter Saturday 

(a) 

(b) 

(c) 

(d) 

(a) 


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(vi) Easter Monday 

(vii) 25 April (ANZAC Day) 

(viii) Queen’s Birthday 

(ix) Melbourne Cup Day 

(x) 25 December (Christmas Day) 

(xi) 26 December (Boxing Day) 

56.3 Additional Days 

 When Christmas Day falls on a Saturday or Sunday, a holiday in lieu thereof shall be 

observed on 27 December. 

 When Boxing Day falls on a Saturday or Sunday, a holiday in lieu thereof shall be 

observed on 28 December 

 When New Year’s Day falls on a Saturday or Sunday a holiday in lieu thereof shall 

be observed on the next Monday 

 When Australia Day falls on a Saturday or Sunday a holiday in lieu thereof shall be 

observed on the next Monday 

56.4 Where in the State or Locality, public holidays are declared or prescribed on days other 
than those set out in clauses 56.2 and 56.3 above, those days shall constitute additional 
holidays for the purposes of this Agreement. 

56.5 If an Employee works on the actual public holiday (‘Actual Day’), which falls on a weekend, 
they will be paid public holiday penalties for the time worked on that day. If the same 
Employee also works on the additional day (‘Other Day’) they will receive ordinary pay 
for work performed on the Other Day. 

56.6 Substitute Days 

 An Employer and their Employees may agree to substitute another day for any 

prescribed in this clause. For this purpose the consent of the majority of affected 

Employees shall constitute agreement. 

 An agreement pursuant to 56.6(a) shall be recorded in writing and be available to 

every affected Employee. 

 The Union shall be informed of an agreement made in accordance with 56.6(a) and 

shall have seven days in which to refuse to accept it.  The Union will not 

unreasonably refuse to accept an agreement made under 56.6(a). 

 If the Union refuses to accept an agreement made under 56.6(a), the parties will 

seek to resolve the matter in accordance with Clause 12 (Dispute Settling 

Procedures) of this Agreement. 

56.7 Payment for work on public holiday 

 Employees classified under Schedule B and Schedule F shall be paid double time 

and one half for all time worked on a public holiday; or 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 

(d) 

(a) 


(a) (b) (c) (d) (a) (b) (c) (d) (a)




 



 

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 if the Employer and Employee so agree, the Employee may receive ordinary pay for 

the time so worked plus either: 

(i) time off equivalent to one and one half times the hours worked – within four 

weeks of the public holiday; or 

(ii) one and one half times the hours worked added to the Employee’s annual 

leave. 

 If the public holiday falls on the Employee’s rostered day off, the Employee shall be 

entitled to one ordinary day’s pay or, if the Employer and Employer so agree: 

(i) the Employee may take one day off within four weeks of the public holiday; 

or 

(ii) have one day added to the Employee’s annual leave. 

 Employees classified under Schedule C and Schedule D shall be paid double time 

and one half for all time worked on a public holiday; or 

 If the public holidays falls on the Employee’s rostered day off, the Employee shall 

be entitled to one and one half times the payment for their ordinary day or, if the 

Employer and Employee so agree: 

(i) the Employee may take one day and one half off in lieu within four weeks of 

the public holiday; or 

(ii) have one and one half days added to the Employee’s annual leave. 

 Employees classified under Schedule E shall be paid double time and one half for 

all time worked on a public holiday (inclusive of casual loading). 

 Employees classified under Schedule F who work ordinary hours on a public holiday 

shall:  

(i) Be paid a minimum of four hours’ wages at the applicable rate in 

clause 56.7(a). 

 Payments under this clause 56.7 are non-cumulative and instead of any additional 

rate for shift or weekend work which would otherwise be payable had the shift not 

been a public holiday. 

56.8 Easter Saturday public holiday 

 An Employee who ordinarily works Monday to Friday only and who does not work 

on Easter Saturday shall, notwithstanding anything elsewhere in this clause, be 

entitled to: 

(i) one day’s pay in respect of Easter Saturday; or 

(ii) where there is mutual consent, within four weeks following the date on 

which such holiday occurred, the Employee may take one day off in lieu; or 

(iii) have one day added to their annual leave. 

56.9 Payment for absence on public holiday 

(b) 

(c) 

(d) 

(e) 

(f} 

(g} 

(h) 

(a} 


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 If an Employee is absent from their employment on a day or part-day that is a public 

holiday, the Employer must pay the Employee at the Employee’s base rate of pay 

for the Employee’s ordinary hours of work on the day or part-day. 

56.10 Public holidays and Accrued Days Off 

 Where an Employee’s accrued day off falls on a public holiday, another day shall be 

determined by the Employer to be taken in lieu thereof, within the same 4-week 

cycle (where practicable). 

56.11 Public holidays and part-time Employees 

 Subject to clause 56.11(b), a regular part-time Employee who is not ordinarily 

required to work on the day on which a public holiday is observed shall not be 

entitled to payment for such public holiday unless they are required to work on that 

day. 

 In determining whether a part-time Employee who works a rotating roster is 

entitled to receive the 'rostered off’ Agreement benefits for a particular public 

holiday not worked, the Employer shall review the roster pattern of the individual 

over the preceding six months. If the rosters show that the Employee has worked 

50% or more of the days on which a particular public holiday falls, the Employee 

shall be entitled to receive the ‘rostered off' benefit for that public holiday. 

56.12 Substitution of public holidays by agreement 

 The Employer and the Employee may agree to substitute another day for any 

prescribed in this clause. For this purpose, the consent of the majority of affected 

Employees shall constitute agreement.  

 An agreement pursuant to the subclause 56.12(a)shall be recorded in writing and 

be available to every affected Employee. 

56.13  Substitution of religious public holidays 

  Subject to the ongoing operational needs of the Employer, an Employee may, with 

the prior agreement of the Employer, substitute a public holiday as defined in this 

clause with a nominated religious holiday that is not a defined public holiday. 

  Where a religious holiday is nominated to be a substitute and the Employee works 

on the defined public holiday they will be paid at ordinary time and will be allowed 

time off on the nominated religious day without loss of pay. Applications are to be 

made at least one month in advance of the date on which the nominated religious 

holiday occurs, and the public holiday being substituted. 

56.14 Merri Health Day (Melbourne Cup Eve) 

 Employees who are engaged on a full-time or part-time basis who are ordinarily 

rostered to work on the Monday immediately prior to Melbourne Cup Day will be 

provided one (1) day leave without loss of pay. 

(a) 

(a) 

(a) 

(b) 

(a) 

(b) 

(a) 

(b) 

(a) 


(a) (a) (a) (b) (a) (b) (a) (b) (a)




 



 

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 An Employee, other than a casual, who is performs work on Melbourne Cup Eve 

shall receive time off in lieu equivalent to the hours worked on that day. Time off 

in lieu must be taken within 4 weeks of accrual.  

57. ANNUAL LEAVE 

57.1 Basic entitlement 

 An Employee (other than a casual Employee) is entitled to four (4) weeks annual 

leave for each year of service with the Employer. 

 Part-time Employees shall be entitled to annual leave on a pro rata basis.  Where 

the ordinary hours for a part-time Employee have varied during the period of 

accrual, the average ordinary hours shall be used to determine the Employee’s 

annual leave entitlement. 

 An Employee’s annual leave accrues progressively during a year of service 

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

57.2 Shiftworker Definition for NES Purposes 

 For the purposes of the National Employment Standards (NES) a shiftworker is an 

Employee who works for more than four ordinary hours on 10 or more weekends 

during the year in which their annual leave accrues. 

57.3 Weekend Worker Definition 

 For the purposes of this clause, weekend worker means any Employee who in any 

one year of employment works a portion of their ordinary hours on a weekend. 

57.4 Additional Week’s Annual Leave 

 An Employee who is a weekend worker who works for more than four ordinary 

hours on 10 or more weekends is entitled to an additional week’s annual leave on 

the same terms and conditions. 

 The provisions of this clause have the same effect and give an Employee an 

entitlement to annual leave that is the same as the entitlement of the Employee 

under the National Employment Standards relating to shiftworkers under section 

87(1)(b)(ii) of the Fair Work Act 2009. 

 An Employee’s entitlement to annual leave under this clause operates in parallel 

with the Employee’s NES entitlement, but not so as to give the Employee a double 

benefit. 

 A weekend worker whose employment is terminated at the end of a period of 

employment which is less than one year computed from the date of 

commencement of the employment, or the date upon which the Employee last 

became entitled to annual leave from the Employer, shall be paid in addition to any 

other amounts due to the Employee, an amount equal to 1/48th of the Employee’s 

ordinary pay in respect of that period of employment. 

57.5 Youth worker’s additional week’s leave  

(b) 

(a) 

(b) 

(c) 

(a) 

(a) 

(a) 

(b) 

(c) 

(d) 


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 A youth worker who is classified under Schedule F shall be entitled to an additional 

week of annual leave for each continuous twelve months’ service with an Employer.  

 An Employee entitled to an additional week’s leave in accordance with clause 57.4 

is not entitled to accrue an additional week’s leave under this clause 57.5.  

Note: A Youth Worker is only entitled to a maximum of 5 weeks’ leave. 

57.6 Taking of annual leave 

 Annual leave shall be taken at a time or times as agreed between the Employer and 

Employee. Where an Employee requests a period of annual leave, agreement shall 

not be unreasonably withheld by the Employer.  

 The Employer will respond to an Employee’s request for a period of annual leave as 

soon as practicable; having regard to the circumstances surrounding the leave 

request, including the period within which the leave is sought. 

 Where a public holiday occurs during a period when an Employee is on annual 

leave, the Employee is taken not to be on annual leave on that public holiday. 

 If the period during which an Employee takes paid annual leave includes a period 

of any other leave (other than unpaid parental leave) under this Agreement, or a 

period of absence from employment in accordance with clause 65 (Community 

Service Leave), the Employee is taken not to be on paid annual leave for the period 

of that other leave or absence. 

 No Employee classified under Schedule B shall be recalled from annual leave, other 

than by mutual agreement between the Employer and Employee.  The Employer 

shall reimburse the Employee for any expenses incurred by the Employee as a result 

of a return to duty from a period of annual leave.  Unsatisfied leave arising from a 

recall to duty shall be fulfilled as soon as possible thereafter, by agreement 

between the Employer and Employee. 

 The amount of annual leave loading or penalties paid to an Employee in accordance 

with clause 57.8 in respect of a period of annual leave that is subsequently 

converted to another type of leave shall be deducted from any future entitlement 

under 57.8 or payment upon termination of employment, where applicable. 

 To assist Employees in balancing their work and family responsibilities, an 

Employee may elect, with the consent of the Employer to accrue and carry forward 

any amount of annual leave for up to two years from the date of entitlement. 

 The Employer and an Employee may agree to defer the payment of annual leave 

loading in respect of single day annual leave absences until at least five annual leave 

days are taken by the Employee. 

 The Employer will endeavour for annual leave to be equitably distributed between 

Employees during peak periods (such as Christmas, Easter, adjoining public 

holidays, school holidays etc). In doing so, regard will be had in relation to past 

approved leave during these peak times. 

57.7 Payment for annual leave 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(h) 

( i) 


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 If an Employee takes a period of paid annual leave, the Employer must pay the 

Employee their ordinary pay for the period of leave so taken. 

 Ordinary pay, for the purposes of this clause, shall mean remuneration for the 

Employee’s weekly number of hours during the period of leave taken, calculated at 

the ordinary time rate of pay pursuant to Schedule G. 

 In the case of Employees classified under Schedule B, the Employer shall pay each 

Employee in advance before the commencement of a period of annual leave, their 

ordinary pay for the leave period. 

 If, when the employment of an Employee ends, the Employee has an accrued 

annual leave entitlement, the Employer must pay the Employee the amount that 

would have been payable to the Employee had they taken the period of accrued 

annual leave. 

57.8 Annual Leave Loading 

 In addition to the ordinary pay as described in clause 57.7(b), Employees classified 

under Schedule B and Schedule F shall receive either: 

(i) Shift work premiums according to the roster or projected roster; 

(ii) Saturday and Sunday premiums according to the roster or projected roster; 

or 

(iii) annual leave loading equal to 17.5% of their wage, for the Employee’s normal 

weekly hours, calculated at the ordinary time rate of pay, whichever is the 

higher. 

 In addition to the ordinary pay as described in clause 57.7(b), Employees classified 

under Schedule C shall receive either: 

(i) over Agreement payments for ordinary hours of work (where applicable); 

(ii) shift work premiums, according to the roster or projected roster (where 

applicable); 

(iii) Saturday and Sunday premiums, according to the roster or projected roster 

(where applicable); and 

(iv) in-charge allowances (where applicable); or 

(v) annual leave loading equal to 17.5% of their wage, for the Employee’s normal 

weekly hours, calculated at the ordinary time rate of pay, whichever is the 

higher. 

 Employees classified under Schedule D are not eligible for payment of annual leave 

loading in addition to their ordinary pay as described in 57.7(b)as the rates of pay 

for Dental Assistants in Schedule G are inclusive of annual leave loading. 

57.9 Annual leave in advance 

 Annual leave may be taken in advance, by mutual agreement between the 

Employer and Employee. 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 

(a) 


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 Where annual leave is taken in advance, a further period of annual leave shall not 

commence to accrue until after the expiration of the twelve months in which 

annual leave had been taken before it accrued. 

 Where annual leave has been taken in advance by an Employee and: 

(i) the employment of the Employee is terminated before the Employee has 

completed the year of employment in respect of which such annual leave has 

been taken; and 

(ii) the sum paid by the Employer to the Employee as ordinary pay for the annual 

leave so taken exceeds the sum that the Employer is required to pay to the 

Employee under clause 57.7 and 57.8; then 

(iii) the Employer shall not be liable to make any payment to the Employee under 

clause 57.7 or 57.8 and shall be entitled to deduct the amount of such excess 

from any remuneration payable to the Employee upon termination of 

employment. 

57.10 Cashing out of annual leave 

 Where an Employee has accrued annual leave in excess of four (4) weeks, then by 

mutual written agreement the Employer may pay the annual leave (and annual 

leave loading as applicable) in excess of four weeks to the Employee as a one-off 

cash payment.  

 Superannuation contributions will be paid by the Employer in respect of any period 

of annual leave to be paid out in accordance with clause 57.10(a). 

 Payments made in accordance with clause 57.10(a) extinguish an Employee's right 

to access leave or receive further payment for the period of leave paid out. 

58. Excessive Leave Management 

58.1 General Provisions  

 This clause contains provisions, additional to the NES and Clause 57 – Annual 
Leave, that deal with the taking of paid annual leave as a way of dealing with 
the accrual of excessive paid annual leave.  

 An Employee is deemed to have excessive leave accrual where the Employee 
has accrued:   

(i) more than 8 weeks’ paid annual leave; or  

(ii) more than 10 weeks’ paid annual leave for Employees who are 
entitled to the Additional Week’s Annual Leave at subclause 57.4 or 
57.5. 

 If an Employee has an excessive leave accrual, the Employer or the Employee 
may seek to confer with the other and genuinely try to reach agreement on 
how to reduce or eliminate the excessive leave accrual  

58.2 Direction to take Annual Leave  

(b) 

(c) 

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 


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 Where agreement cannot be reached in accordance with subclause 58.1(c), 
the Employer may direct the Employee to take some of that accrued annual 
leave with at least two weeks’ notice provided that:  

(i) the Employee has first been given a reasonable opportunity to submit 
a plan to reduce the leave to not less than six (6) weeks within six 
months, subject to (ii) below;  

(ii) the Employer will not unreasonably refuse to agree to a leave 
reduction plan which includes saving leave for an extended vacation 
within 18 months of the date of agreement to the leave reduction 
plan. The agreement is to be in writing and signed by both the 
Employer and the Employee; and  

(iii) in directing that the Employee take leave the Employee cannot be 
directed to reduce the accrued leave to less than six (6) weeks.  

58.3 Disputes regarding excess annual leave  

 Without limiting the Dispute Resolution Procedure of the Agreement, either 
an Employee or Employer (or their representative/s) may refer a dispute 
about the following matters to the Commission:  

(i) a dispute about whether the Employer or employee has requested a 
meeting and genuinely tried to reach agreement;  

(ii) a dispute about whether the Employer has unreasonable refused to 
agree to a request by the employee to take paid annual leave; and  

(iii) a dispute about whether a direction to take leave complies with the 
clause.  

59. PURCHASED LEAVE 

59.1 Employees (excluding Casuals) may purchase additional annual leave, with the agreement 
of the Employer. 

59.2 For a Full Time Employee the amount of additional leave that may be purchased varies 
according to the classification of the Employee as follows: 

 Employees may purchase up to 4 weeks additional leave per year and, with the 

agreement of the Employer, work between 48 and 51 weeks per year.  Approval 

rests with the Employer, who may legitimately take into account operational needs 

and work requirements.  Agreement will not be unreasonably withheld. 

 Where the Employer and Employee agree to a reduction in the number of working 

weeks, the Employee will receive additional leave as follows: 

Period worked Additional weeks’ leave Total weeks’ leave 

48/52 weeks 4 weeks 8 weeks 

49/52 weeks 3 weeks 7 weeks 

50/52 weeks 2 weeks 6 weeks 

51/52 weeks 1 weeks 5 weeks 

 

(a) 

(a) 

(a) 

(b) 


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59.3 Where an Employee applies for additional leave pursuant to this clause the Employer shall 
respond to such application within four (4) weeks. 

59.4 Where the Employer and Employee agree to a reduction in the number of working weeks, 
the Employee will receive a salary equal to the period worked but spread over a 52-week 
period. Accrual of sick leave and long service leave will be unaffected by these 
arrangements. 

59.5 The approval of purchased leave arrangements for individual Employees will be subject 
to annual application and approval by the Employer. 

59.6 An Employee may revert to ordinary 52-week employment by giving the Employer no less 
than four weeks written notice. 

59.7 Where an Employee so reverts to 52-week employment, appropriate pro-rata salary 
adjustments will be made. 

59.8 Part Time Employees engaged on a contract of employment of no less than 0.5EFT may 
access a pro-rata entitlement to Purchased Leave. 

59.9 An Employee must use all accrued purchased leave within 12 months of commencing the 
purchased leave arrangement. Where purchased leave is not taken within the 12-month 
period, excess leave accruals can be managed in accordance with clause 58 – Excess Leave 
Management or clause 57.10 – Cashing out of Annual Leave.  

59.10 Where the Employee’s employment terminates, deductions made for Purchased Leave 
not yet taken will be repaid.  

59.11 Where the Employee’s employment terminates and the amount of purchased leave taken 
exceeds the amount deducted, the Employer may deduct a sum equal to the negative 
balance from any remuneration payable to the Employee upon termination of 
employment. 

60. PERSONAL/CARER’S LEAVE 

60.1 The provisions of this clause apply to full-time and regular part-time Employees.  The 
personal/carer’s leave entitlements of casual Employees are set out in clause 60.11 
below. 

60.2 The Employer recognises the importance of Carer’s within the community and as part of 
our commitment to supporting these employees, we have expanded the scope of 
“immediate family member” to be inclusive of carers to enable them to access personal 
leave and compassionate leave more flexibly. 

60.3 The definition for carer (under the Australian Government Carer Recognition Act 2010) is 
someone who gives care and support to a relative or friend who: 

 has a disability 

 has a medical condition (terminal or chronic illness) 

 has a mental illness 

 is frail because they are old (known as ‘frail and aged’) 

(a) 

(b) 

(c) 

(d) 


(a) (b) (c) (d)




 



 

Page 64 of 204 
 

You are not considered to be a carer if you are employed to look after someone, if you 
work as a volunteer for an organisation, or if you are doing work experience as part of a 
course. 

60.4 Amount of paid personal/carer’s leave 

 Paid personal/carer’s leave will be available to an Employee when they are absent 

because of: 

(i) personal illness or injury; or 

(ii) personal illness or injury of an immediate family or household member who 

requires the Employee's care and support; or 

(iii) an unexpected emergency affecting an immediate family or household 

member; or 

(iv) the requirement to provide ongoing care and attention to another person 

who is wholly or substantially dependent on the Employee, provided that the 

care and attention is not wholly or substantially on a commercial basis.  

 The amount of personal/carer’s leave to which a full-time Employee is entitled 

depends on the Employee and how long they have worked for the Employer. 

 From the date this Agreement comes into effect following ratification by the Fair 

Work Commission, Employees shall accrue personal/carer’s leave as follows: 

(i) one day (7.6 hours) will be available for each month of service in the first year 

of service; 

(ii) 14 days (106 hours and 24 minutes) will be available per annum in the 

second, third and fourth year of service; and 

(iii) 21 days (159 hours and 36 minutes) will be available per annum in each 

subsequent year of service.  

 An Employee’s entitlement accrues progressively during a year of service according 

to the Employee’s ordinary hours of work and unused personal/carer’s leave 

accumulates from year to year. 

60.5 Leave to attend registered health practitioner appointments  

(a) Where an Employee is absent from duty on account of attending a registered health 

practitioner for an appointment, the Employee will be granted personal/carer’s 

leave entitlements, subject to the following requirements.  

(i) The leave should be taken where it is unreasonable, given the circumstances, 
to arrange the appointment outside of the Employees working hours; 

(ii) The personal leave provided will only cover the duration of the appointment 
and reasonable travelling time; 

(iii) Approval for the appointment must occur prior to accessing the leave and is 
subject to the evidence requirements for personal/carer’s leave; 

(iv) The Employee will also endeavour to arrange the appointment, where 
possible, at either the start or end of their rostered shift. 

(a) 

(b) 

(c) 

(d) 


(a) (b) (c) (d)




 



 

Page 65 of 204 
 

60.6 Use of accumulated personal/carer’s leave 

 An Employee is entitled to use accumulated personal/carer’s leave for the purposes 

of this clause where the current year's personal/carer’s leave entitlement has been 

exhausted. 

60.7 Employee must give notice 

 Employees must give the Employer notice of the taking of personal/carer’s leave. 

 The notice: 

(i) Must be given to the to the Employer as soon as practicable (which may be a 

time after the leave has started); and 

(ii) Must advise the Employer of the period, or expected period, of the leave. 

 The Employer must provide and inform Employees of a procedure for the 

notification by Employees of their inability to attend work due to illness or injury.  

All such notifications shall be registered, detailing the time and name of the 

Employee. 

 Where an Employee intends to use personal leave for the purpose of a planned 

medical procedure, notice must be provided to the Employer as soon as practicable, 

providing as much notice as possible. Where it can be so arranged, notice will be 

provided in advance of the issuing of the fortnightly roster.  

60.8 Evidence supporting claim 

 The Employer will require the Employee to provide evidence that would satisfy a 

reasonable person to support the taking of personal/carer’s leave, provided that: 

(i) An Employee may be absent through personal injury or illness for one day 

without furnishing evidence on not more than five (5) occasions in any one 

year of service. 

 When taking leave to care for members of their immediate family or household 

who are ill or injured and require care and support, the Employee shall, if required 

by the Employer, establish by production of a medical certificate or statutory 

declaration, the illness or injury of the person who requires care and support. 

 When taking leave to care for members of their immediate family or household 

who require care due to an unexpected emergency, the Employee must, if required 

by the Employer, establish by production of documentation acceptable to the 

Employer or a statutory declaration, the nature of the emergency and that such 

emergency resulted in the person concerned requiring care by the Employee. 

 In normal circumstances, an Employee must not take leave to care for an 

immediate family or household member under this clause where another person 

has taken leave to care for the same person. 

 An Employee is not entitled to personal/carer’s leave under this clause unless they 

have complied with the foregoing notice and evidence requirements. 

(a) 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 

(d) 

(e) 


( 2 ) (a) (b) (c) (d) (a) (b) (c) (d) (e)




 



 

Page 66 of 204 
 

60.9 Absence on public holidays 

 If the period during which an Employee takes paid personal/carer’s leave includes 

a day or part-day that is a public holiday in the place where the Employee is based 

for work purposes, the Employee is taken not to be on paid personal/carer’s leave 

on that public holiday. 

60.10 Unpaid personal/carer’s leave 

 Where an Employee has exhausted all paid personal/carer’s leave entitlements, the 

Employee is entitled to take unpaid carer’s leave to provide care and support in the 

circumstances outlined in 60.4(c)(iii) and (iv). The Employer and the Employee will 

agree on the period.  In the absence of agreement, the Employee is entitled to take 

up to two (2) days' unpaid carer’s leave per occasion. 

 No Employer shall terminate the services of an Employee during the currency of 

any period of personal leave with the object of avoiding their obligations under this 

clause. 

60.11 Casual Employees – Caring responsibilities 

 Casual Employees are entitled to be unavailable to attend work or to leave work: 

(i) if they need to care for members of their immediate family or household who 

are sick and require care and support, or who require care due to an 

unexpected emergency, or the birth of a child; or  

(ii) upon the death in Australia of an immediate family or household member. 

 The Employer and the Employee will agree on the period for which the Employee 

will be entitled to be unavailable to attend work.  In the absence of agreement, the 

Employee is entitled to not be unavailable to attend work for up to two (2) days per 

occasion.  The casual Employee is not entitled to any payment for the period of 

non-attendance. 

(i) The Employer will require the casual Employee to provide satisfactory 

evidence to support the taking of this leave. 

 An Employer must not fail to re-engage a casual Employee because the Employee 

accessed the entitlements provided for in this clause.  The rights of the Employer 

to engage or not engage a casual Employee are otherwise not affected. 

60.12 Personal Leave and additional shifts above ordinary hours 

No payment of personal leave will be made to an Employee where the shifts or hours not 

worked due to illness or injury are in addition to an Employee’s ordinary hours of work. 

For the avoidance of doubt, this provision operates in relation to additional shifts or hours 

an Employee has been requested to work above their ordinary hours but subsequently 

cannot work these hours due to illness or injury. This provision does not apply where the 

Employee has been rostered additional shift or hours in advance (as applicable), which 

are above their ordinary hours, in this case Employees can still access their personal leave 

entitlements in accordance with clause 60. 

60.13 The Employer does not allow for portability of personal/sick leave from other Employers. 

(a) 

(a) 

(b) 

(a) 

(b) 

(c) 


(a) (a) (b) (a) (b) (c)




 



 

Page 67 of 204 
 

61. COMPASSIONATE LEAVE 

61.1 Employees are entitled to 5 days leave for each occasion when: 

 a member of the Employee's immediate family or a member of the Employee's 

household: 

(i) contracts or develops a personal illness that poses a serious threat to 

their life; 

(ii) sustains a personal injury that poses a serious threat to their life; or 

(iii) dies; or 

 a child is stillborn, where the child would have been a member of the employee’s 

immediate family, or a member of the employee’s household, if the child had been 

born alive; or 

 the employee, or the employee’s spouse or de facto partner, has a miscarriage. 

61.2 Any unused portion of leave will not accrue from year to year and will not be paid out on 
termination. 

61.3 Such leave does not have to be taken consecutively. 

61.4 An Employee may take unpaid compassionate leave by agreement with the Employer. 

61.5 After an Employee has exhausted their paid compassionate leave for a particulate 
occasion, the Employer will not unreasonably refuse approval of other unpaid 
compassionate leave or other paid leave.  

61.6 The Employer will require the Employee to provide satisfactory evidence to support the 
taking of compassionate leave. 

62. LONG SERVICE LEAVE 

62.1 Entitlement 

 An Employee shall be entitled to long service leave with pay, in respect of 

continuous service with one and the same Employer, or service with Recognised 

Employers, Institutions or Statutory Bodies, in accordance with the provisions of 

this clause. 

 The amount of such entitlement shall be: 

(i) on the completion by the Employee of fifteen years' continuous service - six 

months' long service leave; and 

(ii) and thereafter an additional two months' long service leave on the 

completion of each additional five years' service. 

(iii) In addition, in the case of an Employee who has completed more than fifteen 

years' service and whose employment is terminated otherwise than by the 

death of the Employee, an amount of long service leave equal to 1/30th of 

the period of the Employee’s service since the last accrual of entitlement to 

long service leave under clause 62.1(b)(i). 

(a) 

(b) 

(c) 

(a) 

(b) 


(a) (b) (c) (a) (b)




 



 

Page 68 of 204 
 

(iv) In the case of an Employee who has completed at least ten years' service, but 

less than fifteen years' service, and whose employment is terminated for any 

cause other than serious and wilful misconduct, such amount of long service 

leave as equals 1/30th of the period of service. 

 For the purpose of determining the entitlement of an Employee classified under 

Schedule B in respect of a period of employment beginning before 30 December 

1964, and ending after the said date, so much of that service as was completed 

before the said date shall be reduced by one quarter. 

 An Employee may apply to access their pro rata Long Service Leave entitlement 

after completing at minimum of ten years’ continuous service. 

62.2 Service entitling to leave 

 Subject to this subclause the service of an Employee with an Institution or Statutory 

Body shall include service for which long service leave, or payment in lieu, has not 

been received, in one or more Institutions including Statutory Bodies directly 

associated with such Institutions or Institution for the periods required by clause 

62.1 above. 

 Notwithstanding 62.2(a) above, when calculating the aggregate of service for 

Employees classified under Schedule C and Schedule D, any period of employment 

with an Institution or Statutory Body of less than six (6) months’ duration shall be 

disregarded. 

 Subject to this subclause service shall also include all periods during which an 

Employee was serving in Her Majesty's Forces or was made available by the 

Employer for National Duty. 

 For the purposes of this clause service shall be deemed to be continuous 

notwithstanding: 

(i) the taking of any annual leave, long service leave, or other paid leave 

approved in writing by the Employer and not covered by 62.2(d)(ii) or 

62.2(d)(iii) below; 

(ii) any absence from work of not more than fourteen days in any year on 

account of illness of injury or if applicable such longer period as provided in 

clause 60 (Personal/Carer’s Leave) leave; 

(iii) any interruption or ending of the employment by the Employer if such 

interruption or ending is made with the intention of avoiding obligations in 

respect of long service leave or annual leave; 

(iv) any absence on account of injury arising out of or in the course of the 

employment of the Employee for a period during which payment is made 

under clause 38 (Accident Pay); 

(v) any unpaid leave of absence of the Employee where the absence is 

authorised in advance in writing by the Employer to be counted as service; 

(c) 

(d) 

(a) 

(b) 

(c) 

(d) 


(c) (d) (a) (b) (c) (d)




 



 

Page 69 of 204 
 

(vi) from the commencement date of this Agreement, any absence from work by 

an Employee as agreed under clause 64.12 in respect of unpaid parental 

leave; 

(vii) any interruption arising directly or indirectly from an industrial dispute; 

(viii) any period of absence from employment between the engagement with one 

of the said Institutions, Recognised Employer or Statutory Bodies and 

another (or re-engagement with the same Institution or Statutory Body) 

provided it is less than the Employee's allowable period of absence from 

employment.  An Employee's allowable period of absence from employment 

shall be five weeks in addition to the total period of paid annual and/or sick 

leave that the Employee actually received on termination or for which the 

Employee is paid in lieu; 

(ix) the dismissal of an Employee if the Employee is re-employed within a period 

not exceeding two months from the date of such dismissal; 

(x) up to (but not including) the commencement date of this Agreement, any 

absence from work of an Employee for a period not exceeding twelve months 

or longer as agreed under clause 64.12 in respect of any pregnancy; 

(xi) any other absence of an Employee by leave of the Employer, or on account 

of injury arising out of or in the course of their employment not covered by 

62.2(d)(iv). 

 In calculating the period of continuous service of any Employee, an interruption or 

absence of a kind mentioned in 62.2(d)(i) to  62.2(d)(vi) shall be counted as part of 

the period of their service, but any interruption or absence of a kind mentioned in 

62.2(d)(vii)to  62.2(d)(xi) shall not be counted as part of the period of service unless 

it is so authorised in writing by the Employer. 

 The onus of proving a sufficient aggregate of service to support a claim for any long 

service leave entitlement shall at all times rest upon the Employee concerned.  A 

certificate in the following form shall constitute acceptable proof: 

CERTIFICATE OF SERVICE 

[Name of Institution] [date] 

This is to certify that [Name of Employee] has been employed by this institution/society/board for a 

period of [years/months/etc.] from [date] to [date]. 

Specify hereunder full details of paid or unpaid leave or absences including periods represented by 

payment made in lieu of leave on termination. 

.............................................................. 

Specify hereunder full details of long service leave granted during service or on termination: 

.............................................................. 

Signed....................................[Stamp of Institution] 

 

(e) 

(f) 


(e) (f)




 



 

Page 70 of 204 
 

 Every Employer shall keep, or cause to be kept, a long service leave record for each 

Employee, containing particulars of service, leave taken and payments made. 

62.3 Payment in lieu of long service leave on the death of an Employee 

 Where an Employee who has completed at least ten years' service dies while still 

employed by the Employer, the Employer shall pay to such Employee's personal 

legal representative a sum equal to the pay of such Employee for 1/30th of the 

period of the Employee's continuous service in respect of which leave has not been 

allowed, or payment made, immediately prior to the death of the Employee. 

62.4 Payment for period of leave 

 Payment to an Employee in respect of long service leave shall be made in one of 

the following ways: 

(i) in full in advance when the Employee commences their leave; or 

(ii) at the same time as payment would have been made if the Employee had 

remained on duty; in which case payment shall, if the Employee in writing so 

requires, be made by cheque posted to a specified address; or 

(iii) in any other way agreed between the Employer and the Employee. 

 Where the employment of an Employee is for any reason terminated before they 

take any long service leave to which the Employee is entitled, or where any long 

service leave accrues to an Employee pursuant to clause 62.1(b)(ii), the Employee 

shall subject to the provisions of clause 62.4(c) be entitled to pay in respect of such 

leave as at the date of termination employment. 

 Where any long service leave accrues to an Employee pursuant to clause 62.1(b)(iii) 

the Employee shall be entitled to pay in respect of such leave as at the date of 

termination of employment. 

 Provided in the case of an Employee of an Institution or Statutory Body who accrues 

entitlement pursuant to clause 62.1(b)(iv) and who intends to be re-employed by 

another Institution or Statutory Body: 

(i) such an Employee may in writing request payment in respect of such leave 

to be deferred until after the expiry of the Employee's allowable period of 

absence from employment provided in clause 62.2(d)(viii); and 

(ii) except where the Employee gives the Employer notice in writing that the 

Employee has been employed by another Institution or Statutory Body, the 

Employer shall make payment in respect of such leave at the expiry of the 

Employee's allowable period of absence from employment; and 

(iii) where the Employee gives the Employer notice in writing that the Employee 

has been employed by another Institution or Statutory Body the Employer is 

no longer required to make payment to the Employee in respect of such 

leave. 

(g) 

(a) 

(a) 

(b) 

(c) 

(d) 


(g) (a) (a) (b) (c) (d)




 



 

Page 71 of 204 
 

 Where an increase occurs in the ordinary time rate of pay during any period of long 

service leave taken by the Employee, the Employee shall be entitled to receive 

payment of the amount of any increase in pay at the completion of such leave. 

 Social and Community Services Employees Only 

(i) Employees classified under schedule F of this Agreement may have an 

entitlement to a long service leave payment under this Agreement 

and the Long Service Benefits Portability Act 2018 (the Portability Act) 

for the same period of service. Where this occurs, the Employer will 

only be required to pay the Employee in accordance with the 

Agreement. 

(ii) Where an Employee seeks to access long service leave entitlements 

under this Agreement, the Employee must notify the Employer in 

writing before taking the leave if the Employee has ever received a 

payment from the Portable Long Service Benefits Authority (the 

Authority) for the same period of service. 

(iii) An Employee who is entitled to long service leave under the 

Agreement but has received a direct payment from the Authority for 

all, or part, of the same service period will only be entitled to receive 

make-up pay from the Employer. Make-up pay will based on the 

difference between the long service leave payment provided under 

this Agreement and the amount of money already paid to the 

Employee from the Authority.  

 

 

 

 

 

 

 

 

62.5 Taking of leave 

 When an Employee becomes entitled to long service leave such leave shall be 

granted by the Employer within six months from the date of the entitlement, but 

the taking of such leave may be postponed to such date as is mutually agreed, or in 

default of agreement as is determined by Fair Work Commission; provided that no 

such determination shall require such leave to commence before the expiry of six 

months from the date of such determination. 

Example: An employee is with Employer A for 2 years before moving 

to Merri Health for 10 years. The Employee received a long service 

leave payment direct from the Authority after 12 years of total 

service under the Portability Act. The payment for the period of 

service at Merri Health was $13,000.  

The employee now wants to take long service leave with Merri 

Health as per the Agreement. Merri Health calculates that the 

employee is entitled to 17.33 weeks of long service leave which is 

valued at $26,000. As the Employee has already received a payment 

of $13,000 from the Authority for the same period of service, Merri 

Health is only required to pay the employee the difference of 

$13,000. The actual long service leave entitlement remains 

unchanged at 17.33 weeks. 

 

(e) 

(f) 

(a) 


(e) (f) (a)




 



 

Page 72 of 204 
 

 Any long service leave shall be inclusive of any public holiday occurring during the 

period when the leave is taken. 

 If the Employer and an Employee so agree: 

(i) the first six months long service leave to which an Employee becomes 

entitled under this Agreement may be taken in two or three separate 

periods; and 

(ii) any subsequent period of long service leave to which the Employee becomes 

entitled may be taken in two separate periods, but save as aforesaid long 

service leave shall be taken in one period. 

 An Employee may, subject to approval by the Employer convert their long service 

leave entitlement in one of the following ways: 

(i) take a period of leave equal to double the period of leave accrued at half the 

ordinary rate of pay for the period of approved leave; or 

(ii) take a period of leave equal to half of the leave accrued at double the 

ordinary rate of pay for the period of approved leave. 

 Where an Employee makes a request under clause 62.5(c), approval shall not be 

unreasonably withheld by the Employer. 

 An Employer may, by agreement with an Employee, grant long service leave to the 

Employee before the entitlement to that leave has accrued, provided that such 

leave shall not be granted before the Employee has completed ten years' service. 

 Where the employment of an Employee who has taken long service leave in 

advance is subsequently terminated for serious and wilful misconduct before 

entitlement to long service leave has accrued, the Employer may, from whatever 

remuneration is payable to the Employee upon termination, deduct and withhold 

an amount equivalent to the amount paid to the Employee in respect of the leave 

in advance. 

62.6 Definitions 

 For the purpose of this clause the following definitions apply: 

(i) Pay means remuneration for an Employee's normal weekly hours of work 

calculated at the Employees' ordinary time rate of pay provided in Schedule 

G at the time the leave is taken or (if the Employee dies before the 

completion of leave so taken) as at the time of the Employee’s death; and 

shall include any allowances usually paid, and shall also include the amount 

of any increase to the Employee's ordinary time rate of pay which occurred 

during the period of leave as from the date of such increase operates 

provided that where accommodation is made available to an Employee 

during their period of leave. 

(ii) Month shall mean a Calendar Month. 

(iii) Institution shall mean any hospital or benevolent home, community health 

centre, Society or Association registered pursuant to the Health Services Act 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(a) 


(b) (c) (d) (e) (f) (g) (a)




 



 

Page 73 of 204 
 

1988 (or the former Hospital and Charities Act 1958), or the Cancer Institute 

constituted under the Cancer Act 1958, or the Fairfield Hospital Board or the 

Bush Nursing Association, and successors thereto. 

(iv) Statutory Body means the Hospital and Charities Commission of Victoria, the 

Department of Human Services and/or the Nursing Board of Victoria, and 

successors thereto. 

(v) Transmission includes transfer, conveyance, assignment or succession 

whether by agreement or by operation of law and “transmitted” has a 

corresponding interpretation. 

(vi) Recognised Employers means employers listed in Schedule A of the 

Community Health Centre (Stand Alone Services) Social and Community 

Service Employees Multi Enterprise Agreement 2017. 

63. PRE-NATAL LEAVE 

63.1 Where an Employee is required to attend pre-natal appointments, or where parenting 
classes are only available or can only be attended during the Employee’s ordinary hours 
of work, the Employee shall be entitled to utilise their carer’s leave for such purposes on 
production of satisfactory evidence of their attendance. 

64. PARENTAL LEAVE 

64.1 This clause is structured as follows: 

 Definitions: Clause 64.4 

 Long parental leave – unpaid : Clause 64.5 

 Short parental leave – unpaid: Clause 64.6 

 Paid parental leave: Clause 64.7 

 Notice provisions and commencement – maternity leave: Clause 64.8 

 Notice provisions and commencement – partner leave: Clause 64.9 

 Notice provisions and commencement – adoption leave: Clause 64.10 

 Special maternity leave: Clause 64.11 

 Variation to period of parental leave up to 12 months: Clause 64.12 

 Right to request extension of period of parental leave beyond 12 months: Clause 

64.13 

 Parental leave and other leave entitlements: Clause 64.14 

 Transfer to a safe job: Clause 64.15 

 Returning to work after a period of parental leave: Clause 64.16 

 Replacement Employees: Clause 64.17 

 Communication during parental leave: Clause 64.18 

 Keeping in touch days: Clause 64.19 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(h) 

(i) 

(j) 

(k) 

( I) 

(m) 

(n) 

(o) 

(p) 


(a) (b) (c) (d) (e) (f) (g) (h) (i) (j) (k) (I) (m) (n) (o) (p)




 



 

Page 74 of 204 
 

64.2 Provisions associated with parental leave are also included in this Agreement.  Specifically, 
prenatal leave at clause 63, flexible work arrangements which includes the right to 
request to return from parental leave on a part time basis at clause 24 and leave to attend 
interviews and examinations relevant to adoption leave at clause 64.10. 

64.3 A summary of the main provisions and entitlements within the Parental Leave clause is 
set out below. For the avoidance of any doubt, it is not intended to replace, limit or 
increase the provisions outlined in the clauses referred to in the summary of provisions 
and entitlements  

64.4 Definitions 

 For the purposes of this clause: 

(i) Child means:  

(A) a child of the Employee under school age; or  

(B) a child under 16 who is placed with the Employee for the purposes of 

adoption, other than a child or step-child of the Employee or of the 

spouse of the Employee or a child who has previously lived continuously 

with the Employee for a period of six months or more. 

(ii) Continuous Service has the same meaning as in clause 62– Long service leave 

and includes continuous service with one and the same Employer or service 

with Institutions or Statutory Bodies (as defined at clause 62.6) in accordance 

with the provisions of that clause, and includes any period of employment 

that would count as service under the Act. 

(iii) Eligible Casual Employee means an Employee employed by the Employer in 

casual employment on a regular and systematic basis for a sequence of 

periods of employment during a period of at least 12 months and who has, 

but for the birth or expected birth of a Child or the decision to adopt a Child, 

a reasonable expectation of continuing engagement by the Employer on a 

regular and systematic basis. 

(iv) Eligible Employee for the purposes of clause 64 means an Employee or an 

Eligible Casual Employee as defined above.  

(v) Long Parental leave means the 52 weeks’ parental leave an Employee may 

take under clause 64.5. A person taking long parental leave under clause 64.5 

(whether as maternity, partner or adoption leave) is the primary carer for the 

purpose of this clause. 

(vi) Short Parental Leave means the up to 8 weeks concurrent parental leave an 

Employee who will not be the primary care giver of a child may take under 

clause 64.6. 

(vii) Spouse includes a de facto, former spouse and same-sex partner save that 

spouse does not include a former spouse in relation to clause 62.6 – 

Adoption Leave.  

64.5 Long Parental Leave - Unpaid  

(a) 


(a)




 



 

Page 75 of 204 
 

 An Eligible Employee as defined at 64.4(a)(iii) is entitled to 12 months unpaid 

parental leave if: 

(i) the leave is associated with:  

(A) the birth of a child of the Employee or the Employee’s spouse (as 

defined) or de facto partner; or 

(B) the placement of a child with the Employee for adoption; and 

(ii) the Employee has or will have responsibility for the care of the child.  

 Except as provided at clause 64.6 (Short Parental leave – unpaid), Parental leave is 

to be available to only one parent at a time in a single unbroken period. 

 Each member of an Employee couple may take a separate period of up to 12 

months of unpaid parental leave. An Employee couple includes a couple where one 

person is an Employee of the Employer and the other person is an Employee at a 

different organisation. 

64.6 Short Parental leave - unpaid 

 An Employee who will not be the primary care giver of a child may take up to 8 

weeks concurrent parental leave with the parent who will be the primary care giver. 

The concurrent parental leave may be taken in separate periods but, unless the 

Employer agrees, each period must not be shorter than 2 weeks. 

64.7 Paid Parental Leave 

 An Employee who has 12 months or more continuous service, other than a casual 

Employee, has an entitlement to unpaid parental leave shall be entitled to the 

following:  

(i) In the case of the primary care giver, 14 weeks paid parental leave, provided 

that the Long Parental Leave is taken contemporaneously with the birth or 

placement of the Child;  

(ii) In the case of the non-primary care giver, 4 weeks paid parental leave. 

 An Employee who has at less than 12 months continuous service, other than a 

casual Employee, has an entitlement to unpaid parental leave shall be entitled to 

the following:  

(i) In the case of the primary care giver, 8 weeks paid parental leave, provided 

that the Long Parental Leave is taken contemporaneously with the birth or 

placement of the Child;  

(ii) In the case of the non-primary care giver, 4 weeks paid parental leave. 

 Paid parental leave is in addition to the Commonwealth Government paid parental 

leave scheme. The Employer and Employee may reach agreement as to how the 

paid parental leave under this Agreement is paid.  For example, such leave may be 

paid in smaller amounts over a longer period, consecutively or concurrently with 

any Commonwealth Government scheme and may include a voluntary contribution 

to superannuation.  Such agreement shall be in writing and signed by the parties.  

(a) 

(b) 

(c) 

(a) 

(a) 

(b) 

(c) 


(a) (b) (c) (a) (a) (b) (c)




 



 

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The Employee will nominate a preferred payment arrangement at least four weeks 

prior to the expected date of delivery.  In the absence of agreement, such leave 

shall be paid during the ordinary pay periods corresponding with the period of the 

leave. 

 The paid parental leave prescribed by this clause shall be concurrent with the 

unpaid entitlement prescribed by the NES / this Agreement.  For the avoidance of 

doubt, an Employee is only entitled to one paid parental leave payment as 

prescribed at clause 64.7(a) or clause 64.7(b)(as applicable) for each birth or 

placement resulting in parental leave under this clause.  

 The Employer shall make a superannuation contribution on the paid parental leave 

at clause 64.7(a) above, equivalent to that required by relevant legislation if such 

payments were deemed ordinary time earnings.   

64.8 Notice provisions and commencement - Maternity leave 

 An Employee who proposes to take maternity leave must provide written notice to 

the 

 Employer advising:  

(i) of the expected date of birth - at least ten weeks (including a certificate from 

a registered medical practitioner stating that the Employee is pregnant) or 

otherwise as soon as practicable before the expected date of birth; and 

(ii) the start and end dates of maternity leave - at least four weeks before the 

start, or otherwise as soon as practicable.   

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

notice is because the birth occurred earlier than the presumed date or other 

unexpected circumstances. 

 Where requested by the Employer, the Employee must also provide a statutory 

declaration stating particulars of any period of partner (or like authorised) leave 

sought.  

 Subject to the limits on duration of parental leave set out in this Agreement and 

unless agreed otherwise between the Employer and Employee, an Employee may 

commence parental leave at any time within six weeks immediately prior to the 

expected date of birth. 

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

prior to the expected date of birth, the Employer may require the Employee to 

provide a medical certificate stating that they is fit for work and, if so, whether it is 

inadvisable for the Employee to continue in their present position because of illness 

or risks arising out of the Employee’s pregnancy or hazards connected with the 

position.  

64.9 Notice provisions and commencement - Partner leave 

 Short Parental Leave (partner) 

An Employee who proposes to take short parental leave will: 

(d) 

(e) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(a) 


(d) (e) (a) (b) (c) (d) (e) (f) (a)




 



 

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(i) provide the Employer at least ten weeks’ notice, or otherwise as soon as 

practicable, of the proposed period of partner leave, with a certificate from 

a registered medical practitioner which names the Employee’s spouse (as 

defined), that states that the Employee is pregnant and the expected date of 

birth; and 

(ii) apply in writing for short parental leave as soon as reasonably practicable on 

or after the first day of the period of leave, stating the first and last days of 

the period.   

 Long Parental Leave (partner) 

(i) An Employee who proposes to take long parental leave must provide written 

notice to the Employer advising:   

(A) of the expected date of birth - at least ten weeks or otherwise as soon 

as practicable before the expected date of birth; and  

(B) the start and end dates of the long parental leave - at least four weeks 

before the start, or otherwise as soon as practicable.   

(ii) Where requested by the Employer, the Employee must also provide a 

statutory declaration stating the Employee will take that period of partner 

leave to become the primary care giver of a child and the particulars of any 

period of maternity (or like authorised) leave sought or taken by the 

Employee’s spouse.   

 An Employee will not be in breach of clause 64.9 if the failure to give the required 

period of notice is because of the birth occurs earlier than expected, the death of 

the mother of the child or other unexpected circumstances.  Application in such 

circumstances must be made as soon as reasonably practicable. 

64.10 Notice Provisions and Commencement - Adoption leave 

 If a child who is to be adopted by an Employee is a relative of the Employee, and 

the Employee decides to take the child into custody pending the authorisation of 

the placement of the child with the Employee, the Employee must: 

(i) give notice to the Employer as soon as reasonably practicable after the 

decision is made; and 

(ii) give the notices required by clause 64.9(a) and 64.9(b), whichever is 

applicable. 

Relative of an Employee means a grandchild, nephew, niece or sibling of the 

Employee or of the Employee’s spouse.   

 Short parental leave (adoption) 

(i) An Employee will apply in writing for short parental leave no later than 14 

days before the proposed day of placement of the child, or as soon as 

reasonably practicable where the Employee cannot comply with this 

requirement because of the day when the placement is expected to start or 

any other unexpected reason.  

(b) 

(c) 

(a) 

(b) 


(b) (c) (a) (b)




 



 

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 Long Parental Leave (adoption) 

(i) Where an Employee proposes to take long parental leave, they must provide 

notice to the Employer in advance of the expected date of commencement 

of adoption leave. The notice requirements are: 

(ii) of the expected date of placement - at least ten weeks, or otherwise as soon 

as practicable; and 

(iii) of the date on which the Employee proposes to commence adoption leave 

and the period of leave to be taken - at least four weeks, or otherwise as soon 

as practicable. 

(iv) Where requested by the Employer, the Employee must also provide a 

statutory declaration stating:  

(A) that the Employee is seeking such leave to become the primary care-

giver of the child; 

(B) particulars of any period of adoption (or like authorised) leave sought 

or taken by the Employee’s spouse; and 

(C) that the child is a ‘child’ as defined above.   

(D) The Employer may require an Employee to provide confirmation from 

the adoption agency of the placement.  

 Where the Employee cannot comply with the above notification requirements 

because of the day when the placement is expected to start changes or any other 

unexpected reason, the Employee shall apply for long parental leave (adoption) as 

soon as reasonably practicable.  

 Where Placement does not Proceed or Continue 

(i) Where the placement of the child for adoption with an Employee does not 

proceed or continue, the Employee will notify the Employer immediately.  

(ii) Where the Employee had, at the time, started a period of adoption leave in 

relation to the placement, the Employee’s entitlement to adoption leave is 

not affected, except by written notice under clause 64.10(e)(iii) below. 

(iii) The Employer may give the Employee written notice that, from a stated day 

no  earlier than four weeks after the day the notice is given, any untaken long  

adoption leave is cancelled with effect from that day.  

(iv) Where the Employee wishes to return to work due to a placement not 

proceeding or continuing, the Employer will nominate a time not exceeding 

four weeks from receipt of notification for the Employee’s return to work.  

64.11 Special maternity leave 

 Where the pregnancy of an Employee not then on maternity leave ends within 28 

weeks of the expected date of birth, other than by the birth of a living child, then 

the Employee may take unpaid special maternity leave of such periods as a 

registered medical practitioner certifies as necessary. 

(c} 

(d} 

(e) 

(a) 


(c) (d) (e) (a)




 



 

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 Where an Employee is suffering from an illness not related to the direct 

consequences of the pregnancy, an Employee may take any paid sick leave to which 

they are entitled in lieu of, or in addition to, special maternity leave. 

 Where an Employee not then on maternity leave suffers an illness related to their 

pregnancy, the Employee may take any paid sick leave to which the Employee is 

then entitled and such further unpaid special maternity leave as a registered 

medical practitioner certifies as necessary before the Employee’s return to work.   

64.12 Variation of period of parental leave (up to 12 months) 

 Where an Employee takes leave under clause 64.5 or clause 64.12, unless 

otherwise agreed between the Employer and Employee, an Employee may apply to 

the Employer to change the period of parental leave on one occasion. Any such 

change is to be notified as soon as possible but no less than four weeks prior to the 

commencement of the changed arrangements. Nothing in this clause detracts from 

the basic entitlement in clause 64.5 or clause 64.12.  

 If the Employer and Employee agree, the Employee may further change the period 

of parental leave. 

64.13 Right to request an extension of period of parental leave beyond 12 months 

An Employee entitled to parental leave pursuant to the provisions of clause 64 may 

request the Employer to allow the Employee to extend the period of unpaid parental leave 

provided for in clause 64.5 by a further continuous period up to 12 months immediately 

following the end of the available parental leave. 

 Request to be in writing 

(i) The request must be in writing and must be given to the Employer at least 4 
weeks before the end of the available parental leave period. 

 Response to be in writing 

(i) The Employer must give the Employee a written response to the request 
stating whether the Employer grants or refuses the request.  The response 
must be given as soon as practicable, and not later than 21 days, after the 
request is made.  

 Refusal only on reasonable business grounds 

(i) The Employer may only refuse the request on reasonable business grounds.  

 Reasons for refusal to be specified 

(i) If the Employer refuses the request, the written response must include 
details of the reasons for the refusal. 

 Employee couples 

(i) The Act contains additional requirements for Employee couples.  

64.14 Parental leave and other entitlements 

 An Employee may use any accrued annual leave or long service leave entitlements 

concurrently with parental leave, save that the total amount of leave shall not 

exceed 52 weeks or longer as agreed under clause 64.12. 

(b) 

(c) 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 

(a) 


(b) (c) (a) (b) (a) (b) (c) (d) (e) (a)




 



 

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64.15 Transfer to a safe job 

 Where an Employee is pregnant and, in the opinion of a registered medical 

practitioner, is fit for work but it is inadvisable for the Employee to continue at their 

present work for a stated period (the risk period) because of: 

(i)  illness or risks arising out of the pregnancy, or 

(ii)  hazards connected with the position,  

the Employee must be transferred to an appropriate safe job if one is available for the risk 

period, with no other change to the Employee’s terms and conditions of 

employment.  

 If: 

(i) clause 64.15(a) applies to a pregnant Employee but there is no appropriate 

safe job available; and   

(ii)  the Employee is entitled to unpaid parental leave; and   

(iii) the Employee has complied with the notice and evidence requirements of 

clause 64.8 for taking unpaid parental leave;  

then the Employee is entitled to paid no safe job leave for the risk period. 

 If the Employee takes paid no safe job leave for the risk period, the Employer must 

pay the Employee at the Employee’s base rate of pay for the Employee's ordinary 

hours of work in the risk period. 

 This entitlement to paid no safe job leave is in addition to any other leave 

entitlement the Employee may have. 

64.16 Returning to work after a period of parental leave 

 An Employee will endeavour to notify the Employer of their intention to return to 

work after a period of long parental leave at least four weeks prior to the expiration 

of the leave, or where that is not practicable, as soon as practicable.  

 An Employee will be entitled to return: 

(i) unless clause 64.16(b)(ii) or 64.16(b)(iii) or clause 64.16(c) applies, to the 

position which they held immediately before proceeding on parental leave;  

(ii) if the Employee was promoted or voluntarily transferred to a new position 

(other than to a safe job pursuant to clause 64.15), to the new position;  

(iii) if clause 64.16(b)(ii) does not apply, and the Employee began working part-

time because of the pregnancy of the Employee, or their spouse, to the 

position held immediately before starting to work part-time. 

 Clause 64.16(b) is not to result in the Employee being returned to the safe job to 

which the Employee was transferred under clause 64.15. In such circumstances, 

the Employee will be entitled to return to the position held immediately before the 

transfer. 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 


(a) (b) (c) (d) (a) (b) (c)




 



 

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 Where the relevant former position (per clauses 64.16(b)and 64.16(c) above) no 

longer exists, an Employee is entitled to return to an available position for which 

the Employee is qualified and suited nearest in status and pay to that of their pre-

parental leave position. 

 The Employer must not fail to re-engage an Employee because: 

(i)  the Employee or Employee’s spouse is pregnant; or 

(ii)  the Employee is or has been immediately absent on parental leave. 

64.17 Replacement Employees 

 A replacement Employee is an Employee specifically engaged or temporarily 

promoted or transferred, as a result of an Employee proceeding on parental leave.  

 Before the Employer engages a replacement Employee the Employer must inform 

that person of the temporary nature of the employment and of the rights of the 

Employee who is being replaced to return to their pre-parental leave position. 

64.18 Communication during Parental leave 

 Where an Employee is on parental leave and the Employer makes a decision that 

will have a significant effect on the status, pay or location of the Employee’s pre-

parental leave position, or the Employer proposes a change will have a significant 

effect on the Employee, the Employer shall take reasonable steps to:  

(i)  make information available in relation to any significant effect the change 

will have on the status, pay, location or responsibility level of the position the 

Employee held before commencing parental leave; and  

(ii)  provide an opportunity for the Employee to discuss any significant effect the 

change will have on the status, pay, location or responsibility level of the 

position the Employee held before commencing parental leave.  

 The Employee shall take reasonable steps to inform the Employer about any 

significant matter that will affect the Employee’s decision regarding the duration of 

parental leave to be taken, whether the Employee intends to return to work and 

whether the Employee intends to request to return to work on a part-time basis. 

 The Employee shall also notify the Employer of changes of address or other contact 

details which might affect the Employer’s capacity to comply with clause 64.18.  

64.19 Keeping in touch days 

 This clause does not prevent an Employee from performing work for the Employer 

on a keeping in touch day while the Employee is taking unpaid parental leave. If the 

Employee does so, the performance of that work does not break the continuity of 

the period of unpaid parental leave. 

 A day on which the Employee performs work for the Employer during the period of 

leave is a keeping in touch day if:  

(d) 

(e) 

(a) 

(b) 

(a) 

(b) 

(c) 

(a) 

(b) 


(d) (e) (a) (b) (a) (b) (c) (a) (b)




 



 

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(i) the purpose of performing the work is to enable the Employee to keep in 

touch with their employment in order to facilitate a return to that 

employment after the end of the period of leave; and  

(ii) both the Employee and Employer consent to the Employee performing work 

for the Employer on that day; and  

(iii) the day is not within: 

(A) If the Employee suggested or requested that they perform work for 

the Employer on that day—14 days after the date of birth, or day of 

placement, of the child to which the period of leave relates; or  

(B) otherwise — 42 days after the date of birth, or day of placement, of 

the child; and  

(iv) the Employee has not already performed work for the Employer or another 

entity on 10 days during the period of leave that were keeping in touch days.  

 The duration of the work the Employee performs on that day is not relevant for the 

purposes of this clause.  

 The Employer must not exert undue influence or undue pressure on an Employee 

to consent to a keeping in touch day.   

 For the purposes of clause 63.19(b)(iv) the following will be treated as 2 separate 

periods of unpaid parental leave:  

(i) a period of unpaid parental leave taken during the Employee’s available 

parental leave period; and  

(ii)  an extension of the period of unpaid parental leave under clause 64.12.  

64.20 Breastfeeding 

 Paid break 

The Employer will provide reasonable paid break time for an Employee to 
express breast milk for the Employee’s nursing child each time such Employee 
has need to express the milk, or breastfeed the child within the workplace, for 
thirteen months after the child’s birth.  

 Place to express or feed 

Where practicable, the Employer will also provide a comfortable place, other 
than a bathroom, that is shielded from view and free from intrusion from co-
workers and the public, which may be used by an Employee to express breast 
milk or breastfeed a child in privacy.  

 Storage 

Appropriate refrigeration for breast milk storage will be available in proximity to 
the placed provided to express or feed. Responsibility for labelling, storage and 
use lies with the Employee. 

65. COMMUNITY SERVICE LEAVE 

65.1 An Employee who is engaged in an eligible community service activity is entitled to be 
absent from work without loss of pay for the period of time that they are engaged in the 

(c) 

(d) 

(e) 

(a) 

(b) 

(c) 


(c) (d) (e) (a) (b) (c)




 



 

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activity, reasonable travelling time associated with the activity and rest time following the 
activity, provided that the Employee’s absence (unless the activity is jury service) is 
reasonable in all the circumstances. 

65.2 An eligible community service activity includes: 

 jury service required by or under law; or 

 a voluntary emergency management activity; or 

 an activity prescribed by regulations as an eligible community service activity for 

the purposes of the Fair Work Act 2009. 

65.3 An Employee engages in voluntary emergency management activity if, and only if: 

 the Employee engages in an activity that involves dealing with an emergency or 

natural disaster; and 

 the Employee engages in the activity on a voluntary basis; and 

 the Employee is a member of, or has a member-like association with, a recognised 

emergency management body (i.e. CFA, SES, St John Ambulance, Red Cross etc.); 

and 

 either: 

(i) the Employee was requested by or on behalf of the body to engage in the 

activity; or 

(ii) 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. 

65.4 Notice and evidence requirements 

 Employees seeking to take Community Service Leave must provide notice to the 

Employer as soon as practicable (which may be after the absence has started) and 

must advise the Employer of the period, or expected period, of the absence. 

 If requested, the Employee shall be required to produce evidence of their 

engagement in eligible community service activity, to the satisfaction of the 

Employer. 

 An Employee’s absence from the workplace is only covered by the provisions of this 

clause 65 if they satisfy the notice and evidence requirements set out above. 

65.5 The Employer may refuse time release where the Employee’s absence will adversely 
impact the capacity of the health service to maintain services. 

65.6 Jury Service 

 Subject to clause 65.6(b) below, the Employer is required to pay an Employee 

(other than a casual) who is required to attend for jury service at their base rate of 

pay for the ordinary hours of work in the period. 

 The Employer may require the Employee to produce satisfactory evidence: 

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 

(d) 

(a) 

(b) 

(c) 

(a) 

(b) 


(a) (b) (c) (a) (b) (c) (d) (a) (b) (c) (a) (b)




 



 

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(i) that they have taken all necessary steps to obtain any amount of jury service 

pay to which they are entitled; and 

(ii) of the total amount of jury service pay that has been paid, or is payable, to 

the Employee for the period of jury service. 

 An Employee shall only be entitled to payment for jury service under clause 65.6(a) 

where they have satisfied the evidence requirements of 65.6(b). 

 The amount payable to an Employee under clause 65.6(a) is reduced by the amount 

of jury service pay received by the Employee, as disclosed to the Employer in 

accordance with clause 65.6(b). 

65.7 Workplace Givers Leave 

 A Full-Time or Part-Time Employee shall be entitled to 2 days of paid leave 

per annum for the purpose of engaging in approved community or charitable 

volunteering.  

 Workplace Giver’s Leave does not accrue from year to year. 

 If requested by the Employer, the Employee must provide the Employer with 

reasonable evidence to support the taking of leave. 

66. BLOOD DONORS LEAVE 

66.1 The Employer will release staff upon request to donate blood when a collection unit is on 
site or by arrangement with the manager of the department. 

67. CULTURAL AND CEREMONIAL LEAVE 

67.1 Cultural and Ceremonial leave will be granted to an Aboriginal and/or Torres Strait 
Islander Employee for Cultural and Ceremonial purposes:  

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

 for other Cultural and Ceremonial obligations under Aboriginal and Torres 
Strait Islander lore, for example:  

 a welcome baby to country ceremony;  

 coming of age ceremonies, such as Murrum Turrukurrak; or  

 Tanderrum. 

67.2 Full Time Employees may take up to ten (10) days (pro-rata for Part Time Employees) of 
unpaid Cultural and Ceremonial leave per occasion for the purposes outlined in clause 
67.1. 

67.3 Full-Time Employees may take up to five (5) days (pro-rata for Part Time Employees) of 
paid leave per occasion for the purposes outlined in clause 67.1.  

67.4 Paid Cultural and Ceremonial leave will not accrue from year to year and will not be paid 
out on termination of the employment of the Employee. 

67.5 Employees up to ten (10) days of unpaid Cultural and Ceremonial leave per occasion.  

(c) 

(d) 

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 

(d) 

(e) 


(c) (d) (a) (b) (c) (a) (b) (c) (d) (e)




 



 

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67.6 An Employee who is entitled to access Compassionate Leave under Clause 61 will not be 
entitled to receive the paid leave under subclause 67.3  for the same period.  

67.7 NAIDOC Week Leave 

67.8 Aboriginal and/or Torres Strait Islander Employees are entitled to one day of paid leave 
per calendar year to participate in National Aboriginal and Islander Day Observance 
Committee (NAIDOC) week activities and events. 

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

67.10 Leave to attend community meetings 

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

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

67.13 The Employee may also utilise flexible working arrangements, in addition to leave 
provided in this clause, to help support their representative functions, with the agreement 
of the Employer. 

 

68. FAMILY VIOLENCE LEAVE 

NOTE: Family member is defined in section 8 of the Family Violence Protection Act 2008 (Vic) and is 

broader than the definition of immediate family in clause 10.1(w). 

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

68.2 The Employer will develop guidelines to supplement this clause which details the 
appropriate action to be taken in the event that an Employee discloses family violence. 

68.3 Definitions 

 In this Agreement, ‘Family Violence’ has the same meaning as the Family Violence 

Protection Act 2008.  Under that Act, ‘Family Violence’ is defined, in part, as:  

(i) behaviour by a person towards a family member of that person if the 

behaviour is 

(A) physically or sexually abusive; or  

(B) emotionally or psychologically abusive; or  

(C) economically abusive; or  

(a) 


(a)




 



 

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(D) threatening; or  

(E) coercive; or  

(F) in any other way controls or dominates the family member and causes 

that family member to feel fear for the safety or wellbeing of that 

family member or another person; or  

(G) behaviour by a person that causes a child to hear or witness, or 

otherwise be exposed to the effects of, behaviour referred to in 

paragraph (a).  

(ii) An ‘affected Employee’ means an Employee experiencing family violence as 

defined. 

68.4 Leave 

 An affected Employee will have access to 20 days per year of paid special leave (pro 

rata for part time Employees) where the Employee requires time release for 

activities related to and as a consequence of family violence including: 

(i) medical and legal assistance; 

(ii) court appearances; 

(iii) counselling (including financial counselling); 

(iv) relocation; 

(v) making safety arrangements. 

 An Employee who supports a family member or household member experiencing 

Family Violence may also utilise their personal leave entitlement to accompany the 

family member or household member to court, to hospital, or to care for children.  

 The leave may be taken as consecutive or single days or as a fraction of a day.  

 The leave does not accumulate from year to year.  

68.5 Designated contact point 

 The Employer will appoint designated contact point(s) for family violence matters.  

The designated contact point(s) will receive training in handling disclosures of 

family violence that will include privacy issues.  Employees will be advised of the 

designated contact point(s). 

68.6 Disclosure of Family Violence and Support 

 An affected Employee may disclose they are experiencing family violence to either 

their immediate supervisor or the designated contact point.  

 Where an affected Employee makes a disclosure to their immediate supervisor, the 

supervisor will advise the designated contact point.  

 Following consultation with the affected Employee, the relevant supervisor and 

designated contact point shall: 

(a) 

(b) 

(c) 

(d) 

(a) 

(a) 

(b) 

(c) 


(a) (b) (c) (d) (a) (a) (b) (c)




 



 

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(i) Implement reasonable measures to manage any potential risk to health and 

safety.  Such measures may include: 

(A) changing the affected Employee’s hours of work, duties, location of 

work or contact details; 

(B) advising security staff consistent with the Employer’s occupational 

violence policy where applicable; 

(C) any other appropriate measure including those available under 

existing provisions for family friendly and flexible work arrangements.   

(D) Changes to work arrangements may be agreed on a temporary or 

ongoing basis having regard to the circumstance.  Periods of review 

should also be agreed.  

(ii) Offer the affected Employee access to the Employer’s ‘Employee Assistance 

Program’ (EAP) and/or other available local support resources. Where 

possible, the EAP will include professionals trained in family violence. 

(iii) Provide information regarding current support services. 

68.7 Where the performance or attendance of an Employee at work suffers as a result of being 
a victim of family violence, the Employer shall: 

 take into account the effect of the family violence; and 

 take all reasonable measures to support attendance and / or performance when 

addressing the Employee’s performance or attendance, taking into account all of 

the relevant circumstances.  

68.8 Confidentiality 

 All personal information concerning family violence will be kept confidential in line 

with the Employer’s policies and relevant legislation.  

68.9  Notice and Evidence Requirements  

 Notice requirements 

(i) The leave can be taken without prior approval where it is impractical for the 

Employee to provide the notice of taking the leave.  

 Evidence requirements 

(i) An Employee may be required by the Employer to provide evidence that their 

absence is due to the reasons specified in clause 68.4. 

(ii) If required, such evidence will be in the form of an agreed document issued 

by a medical practitioner, registered health practitioner, Police service, 

Court, Family Violence Support Service, social support service, financial 

counsellor or Lawyer or, where reasonable, a statutory declaration may be 

used.  

(a) 

(b) 

(a) 

(a ) 

(b) 


(a) (b) (a) (a) (b)




 



 

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69. ANNUAL LEAVE CLOSE DOWN 

69.1 Employers may, for operational reasons, wish to either close down or have reduced 
activity over the Christmas / New Year period. 

69.2 Where an Employer wishes to have an annual close down or low activity period over the 
Christmas / New Year period, the Employer shall, on commencement of employment; or 
before 15 November of the relevant year: 

 advise affected Employees in writing of the close down or the reduced activity over 

the Christmas/New Year period (notification).  

 At the same time of the notification period, an Employer may ask Employees to 

utilise their annual leave during the period  

69.3 An Employee who does not wish to utilise annual leave during an annual close down or 
low activity period over the Christmas / New Year period shall endeavour to notify the 
Employer on or before 1 December of the relevant year.   

69.4 Where an Employee does not wish to utilise annual leave during an annual close down or 
low activity period over the Christmas / New Year period, the Employer may meet with 
the Employee, and if relevant their representative, to discuss this. Matters that may be 
discussed include:  

 The importance of ensuring staff resources are directed to client activity; 

 The circumstances of the Employee including the impact of the annual close down 

/ low activity period and the Employee’s paid annual leave balance; 

 Whether the Employee has excessive annual leave;  

 Whether accrued days off are available; 

 Whether time off in lieu of overtime is available; 

 Whether alternative work is available, subject to operational requirements; and  

 Whether leave without pay is available.  

69.5 If, after discussions take place in accordance with 69.4; the Employer, Employee or their 
representatives can utilise the dispute resolution clause 12 of this Agreement. 

70. GENDER AFFIRMATION/TRANSITION SUPPORT LEAVE 

70.1 Definitions 

 Gender Affirmation/Transition means that a person identifies as transgender (in 

that their gender identity does not match their birth sex) and they wish to 

permanently and publicly adopt a gender identity that is different to their birth sex. 

The Employer recognises that the process is not the same for all individuals and 

may involve a change of name, chosen style or address and pronouns, adopting the 

dress and style of presentation of the gender they identify with, sex reassignment 

surgery and/or hormone replacement therapy. 

70.2 Entitlement 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(a) 


(a) (b) (a) (b) (c) (d) (e) (f) (g) (a)




 



 

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 An Employee (other than a Casual Employee) that identifies as transgender 
and who is undertaking a Gender Affirmation/ Transition, may request: 

(i) Up to four (4) weeks’ paid Gender Transition Support Leave, which 

counts as service for all purposes; and 

(ii) Up to forty-eight (48) weeks unpaid Gender Transition Support Leave 

which does not count as service for the purposes of clause 62 (Long 

Service Leave). 

 The paid leave provided under this clause 70 is in addition to any existing 
entitlements and may be taken as consecutive days, single days or as a 
portion of a day.  

 An Employee may use a combination of paid and unpaid leave entitlements 
during their Gender Transition Support Leave so long as the total period of 
absence does not exceed fifty-two (52) weeks. This leave may be taken as a 
either a single period of absence or multiple periods of absence. 

70.3 Application 

 An Employee who makes a request for leave under clause 70.2 must do so in writing 

to the Employer, providing at least four (4) weeks’ notice from the planned 

commencement of Gender Transition Support Leave. The application must include 

details regarding: 

(i) the reasons for taking the leave; and 

(ii) the specific period/periods of absence. 

 If the Employee does not  provide the minimum notice at subclause 70.3(a), the 

Employer will consider whether the leave request can be approved having regard 

to operational requirements. Leave will not be unreasonably refused. 

 The Employer will provide a written response to the Employee within 21 days of 

receiving the written application from the Employee.  

 Where requested by the Employer, an Employee must provide evidence that would 

satisfy a reasonable person that the Employee is taking leave for Gender 

Affirmation/Transition. Evidence that would satisfy a reasonable person includes: 

(i) a medical certificate from a registered health practitioner; or 

(ii) a Statutory Declaration signed by the Employee. 

70.4 Changes to gender on employee records 

 An Employee who requests to have their gender changed on their personal 

employee record may do so by providing the Employer with any of the following 

forms of evidence: 

(i) a statement from a registered medical practitioner or a registered 
psychologist; 

(ii) a valid Australian government travel document, such as a current 
passport, that specifies their affirmed gender; 

(a) 

(b) 

(c) 

(a) 

(b) 

(c) 

(d) 

(a) 


( 2 ) (b) (c) (a) (b) (c) (d) (a)




 



 

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(iii) an amended state or territory birth certificate that specifies their 
affirmed gender; 

(iv) a state or territory gender recognition certificate; 

(v) a recognised details certificate showing that a state or territory 
Registry of Births, Deaths and Marriages has accepted a change of sex. 

 The Employer will develop guidelines to supplement this clause which details the 

appropriate action to be taken in the event that an Employee initiates Gender 

Affirmation/Transition. 

71. NATURAL DISASTER LEAVE 

71.1 Definition 

 State of Disaster means the Victorian Premier has declared a state of disaster in 

accordance with the Emergency Management Act 1986 (or as varied). 

 disaster area means that part or those parts of Victoria in which a state of disaster 

is declared under the Emergency Management Act 1986 (or as varied). 

71.2 Entitlement 

71.3 Natural Disaster Leave of up to 3 days per calendar year is available where: 

 the Employee is a full time or part time employee;  

 a State of Disaster has been declared in the locality where the Employee usually 

resides or in the locality of the Employee’s usual place of work; and  

 as a direct result of this natural disaster the Employee is unable to attend work or 

work from another location, including home-based work.  

71.4 Where the Employee’s usual place of work has been declared a disaster area and 
work is unable to be continued at these premises, the employer may direct the 
Employee to work from another location within reasonable travelling distance, taking 
into account the Employee’s personal circumstances.  

71.5 Where an Employee needs to access Natural Disaster Leave, the Employee must 
notify the Employer prior to the commencement of their rostered shift or as soon as 
reasonably practicable.  

71.6 The Employer may refuse a request made under subclause 71.4 on reasonable 

business grounds. 

71.7 Payment of Natural Disaster leave will be calculated on the number of ordinary hours 
that the Employee was rostered to work on the day, multiplied by 1/38th of the 
weekly wage rate for their classification pursuant to Schedule G.  

71.8 Natural Disaster leave is non-cumulative and is not paid out on termination of 

employment. 

72. CAREER BREAK LEAVE 

72.1 An Employee may apply for an extended period of unpaid leave up to 12 months, in 

addition to any accrued annual and long service leave. 

(b) 

(a) 

(b) 

(a) 

(b) 

(c) 


(b) (a) (b) (a) (b) (c)




 



 

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72.2 An Employee must have at least 12 months continuous service immediately prior to 

taking the break 

72.3 Authorised career break does not break the continuous service of employment, but 

it is not counted in calculation an Employee’s period of service for any purpose.  

72.4 An Employee will be entitled to return to their previous role following a career break 

of 12 months or less. 

72.5 The Employer may refuse a request for Career Break leave on reasonable business 

grounds. 

 

  








 

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PART 8 – UNION FACILITATION  

73. RIGHT OF ENTRY 

73.1 A duly accredited representative of the Union shall upon the production of their authority, 
have the right to enter any place or premises where Employees are employed at any time 
during normal working hours or when shiftwork or overtime work is being performed for 
the purpose of investigating suspected breaches, for OHS purposes to hold discussions 
with any Employee who wishes to participate in those discussions, provided that such 
entry does not unduly interfere with the work being performed by any Employee during 
working time. 

73.2 Unless otherwise agreed, an accredited representative of the Union shall provide a 
minimum of 24 hours’ notice of their intention to enter the Employer’s premises prior to 
doing so. 

74. ORIENTATION/INDUCTION PROGRAMMES 

74.1 For the purposes of facilitating the orientation of new Employees and in particular to 
familiarise new Employees with the operation of this Agreement, the Union will be 
provided with the dates, times and venues of any orientation/induction programmes 
involving new Employees in writing on a quarterly basis and be permitted to attend such 
programmes. 

74.2 If the dates of these orientation/induction programmes are fixed in advance for a regular 
day and time then the Employer will provide this information to the Union as soon as 
possible. 

74.3 Where the dates of orientation/induction programmes involving Employees are not fixed 
in advance, at least 14 days’ notice will be given to the Union of the dates, times and 
venues of such programmes to enable a Union representative to attend. 

75. RESOURCES AND FACILITIES 

75.1 The Union is to be given access to the Employees of the Employer. 

75.2 The following persons will be provided with access to resources and facilities, such as 
telephones, computers, e-mail, noticeboards (including virtual noticeboards) and meeting 
rooms in a manner that does not adversely affect service delivery and work requirements. 

 Union Officials; and 

 Union Delegates; and 

 Health and Safety Representatives (HSRs). 

75.3 In addition to other leave entitlements, Union Delegates and HSRs are to have reasonable 
time release from duty to attend to matters relating to industrial, occupational health and 
safety or other relevant matters such as attending local committee meetings, assisting 
with grievance procedures, attending hospital committees etc. subject to operational 
considerations.  Such release shall not be unreasonably withheld by the Employer. 

75.4 Where management requires Union representatives to attend management meetings 
outside of paid time they will be paid to attend. 

(a) 

(b) 

(c) 


(a) (b) (c)




 



 

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76. PAID UNION MEETINGS 

76.1 In order for the Employer to approve paid meetings between the Union and its members, 
the Union must meet the following requirements:  

 the Employer is given reasonable notice that such a meeting is to be held; and 

 the reason/s for the meeting is also to be provided to the Employer with the notice; 

 the location for the meeting is to be agreed between the Union and the Employer; 

 an acceptable level of staffing will be maintained; 

 where possible meetings will occur at times least disruptive to service delivery; 

 the duration of the paid meeting will not exceed half an hour except where agreed 

by the Union and the Employer; 

 the Employees will return to work without industrial action or threat of industrial 

action.  

77. UNION TRAINING LEAVE 

77.1 An Employee may be granted Union Training leave on full pay for up to ten (10) days in 
any one calendar year, subject to the Employer being satisfied that: 

 the course of training is likely to contribute to a better understanding of industrial 

relations; or 

 in the case of a duly elected HSR nominated to attend an occupational health and 

safety course, is likely to assist the Employee to discharge their functions as a health 

and safety representative; and 

 provided that the granting of leave will not unduly affect the operations of the 

Employer. 

77.2 Reasonable time release from duty to attend to matters relating to industrial 
relations and occupational health and safety in their workplace.  Where such 
representatives are required to attend management meetings outside of paid time 
they will be paid to attend. 

77.3 This leave shall be deemed to be service and shall not adversely affect employment for 
any purpose. 

77.4 Unused leave will not accrue from year to year. 

77.5 The Employer shall not alter the position of the Employee to the detriment of the 
Employee by reason only that the Employee is attending an education or training course 
covered by this clause. 

77.6 Such leave shall be granted under the following conditions: 

 that all applications for such leave shall be accompanied by a statement from whom 

the Employee has been nominated for the course and written evidence that the 

course has been approved/endorsed by the ACTU Education and Campaign Centre; 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(a) 

(b) 

(c) 

(a) 


(a) (b) (c) (d) (e) (f) (g) (a) (b) (c) (a)




 



 

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 that leave of absence granted under this provision shall be with full pay, being the 

Agreement rate of pay for normal rostered hours plus experience payments and 

allowances which are ordinarily paid, but excluding overtime; 

 that expenses associated with attendance at the training course or seminar such as 

fares, accommodation and meal costs are not the responsibility of the Employer; 

 leave of absence granted under this provision shall include any necessary travelling 

time in normal hours immediately before or after the course; and 

 that a minimum of two (2) weeks' notice shall be provided to the Employer. 

78. NOTICEBOARDS 

78.1 The Employer will establish a noticeboard in each department/section for the use of the 
Union, unless otherwise agreed. 

79. UNPAID BRANCH COMMITTEE OF MANAGEMENT LEAVE (EMPLOYEES HOLDING OFFICIAL 

UNION POSITIONS) 

79.1 The Employer will, on application by the Union, grant unpaid leave (including reasonable 
travelling time) to an Employee for the purpose of fulfilling their duties as an official of 
the Union Branch Committee of Management or Union delegate to the Health Services 
Union National Council.  For a member of the Union Branch Committee of Management 
this currently involves 11 full day meetings per year. 

(b) 

(c) 

(d) 

(e) 


(b) (c) (d) (e)




 



 

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PART 9 – CONDITIONS OF EMPLOYMENT SPECIFIC TO MANAGEMENT AND ADMINISTRATIVE 

OFFICERS 

80. APPLICATION 

80.1 This Part 9 applies only to Management and Administrative Officers classified under 
Schedule B of this Agreement. 

81. STUDY LEAVE 

81.1 Paid study leave will be available to full-time and part-time Employees of up to 4 hours 
per week for 26 weeks per annum, at the Employer’s discretion. 

81.2 Paid study leave may be taken as mutually agreed by, for example, 4 hours per week, 9 
hours per fortnight or blocks of 38 hours at a residential school. 

81.3 A part-time Employee will be entitled to paid study leave on a pro-rata basis. 

81.4 An Employee wishing to take study leave in accordance with this clause must apply in 
writing to the Employer as early as possible prior to the proposed leave date.  The 
Employee’s request should include details of: 

 the proposed course and institution in which the Employee is enrolled or proposes 

to enrol; and 

 the relevance of the course to the Employee’s profession. 

81.5 The Employer will notify the Employee of whether their request for study leave has been 
approved within 7 days of the application being made. 

81.6 Leave pursuant to this clause does not accumulate from year to year. 

82. EXAMINATION LEAVE 

82.1 An Employee shall be granted leave on full pay in order to attend examinations necessary 
to obtain higher qualifications in such courses as are undertaken with the knowledge and 
approval of the Employer. 

82.2 The amount of leave shall be such as to allow the Employee to proceed to and from the 
place of examinations and in addition allow three clear working days other than a 
Saturday or a Sunday for pre-examination study if this is so desired. 

82.3 Any leave granted under the provisions of this clause shall be in addition to annual leave 
granted pursuant to clause 57 (Annual Leave). 

82.4 Leave with pay granted under the provisions of this clause shall not exceed six (6) clear 
working days per year.  Chief Executive Officers and Deputy CEOs, other than those 
covered by Government Sector Executive Remuneration Panel (GSERP) policies, shall not 
be subject to this examination leave maximum. 

83. TRAVELLING ALLOWANCES 

83.1 Should an Employee be required to use their vehicle for transport from home to place of 
work and return outside of normal hours, the Employee is to receive such allowance 

(a) 

(b) 


(a) (b)




 



 

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corresponding with the mileage rates as set out in clause 6 (as applicable) of the rates 
table in  Schedule G. 

83.2 An Employee who is recalled to the workplace for any purpose shall be provided with 
appropriate transport for the outward and return journeys, upon request.  The cost of 
such transport shall be met by the Employer. 

83.3 Where an Employee is required to travel during ordinary hours for work-purposes, they 
shall be provided with appropriate transport.   The cost of such transport shall be met by 
the Employer. 

83.4 Notwithstanding anything contained in clause 83.3, where the Employer does not provide 
transport for work-related travel and an Employee agrees to their own motor vehicle, 
they shall be paid the vehicle allowances set out in clause 6 (as applicable) of the rates 
table in Schedule G. 

83.5 An Employee required to travel on business in the performance of their duties shall be 
reimbursed all reasonable travelling expenses necessarily incurred. 

84. REMOVAL EXPENSES 

84.1 Where an Employee is required to transfer to an alternate work location that is more than 
48 kilometres from the place where the Employee has been employed for a period of at 
least two years, such Employee shall be reimbursed reasonable removal expenses by the 
Employer to which the Employee transfers 

84.2 Provided that in the case of a transfer where an Employee is required by their new 
Employer to reside at a distance less than 50 kilometres from their former residence the 
Employee shall not be reimbursed reasonable removal expenses. 

85. CHIEF EXECUTIVE OFFICERS 

85.1 The terms and conditions of employment for Chief Executive Officers ("CEO") will, in 
respect of remuneration and related conditions, be those provided for by the Public Entity 
Executive Remuneration Contract (PEER Contract). 

85.2 Clause 85.1 excludes CEOs of "stand alone" community health services and/or CEOs 
whose terms and conditions are not covered by a PEER contract. 

85.3 Despite clause 85.1, any further PEER contract offered by an Employer to an existing 
Employee whose employment is governed by a PEER contract in existence at the date of 
certification of this Agreement will not reduce the total remuneration package applicable 
to that Employee. 








 

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PART 10 – CONDITIONS OF EMPLOYMENT SPECIFIC TO HEALTH AND ALLIED SERVICES EMPLOYEES 

86. APPLICATION 

86.1 This Part 10 applies only to Health and Allied Services Employees classified under 
Schedule C of this Agreement. 

87. AMENITIES 

87.1 All Employees shall have access to appropriate amenities, such as restrooms, shower 
rooms (where necessary) and lunch rooms.  

88. ROSTERS 

88.1 A roster of at least 14 days’ duration shall be posted at least 14 days before it comes into 
operation at each work location in a place where it may be readily seen by such Employees 
and the Secretary or other accredited representative of the Health Services Union. 

88.2 Rosters shall set out the Employees’ daily ordinary hours of work, start times, finish times 
and meal intervals. 

88.3 Seven days’ notice shall be given of a change in roster, except in emergency situations. 

88.4 Change of roster 

 Where the Employer requires an Employee, without seven (7) days’ notice and 

outside the expected circumstances in clause 88.3 above, to perform ordinary duty 

at other times than those previously rostered, the Employee shall be paid in 

accordance with the hours worked plus a daily change of roster allowance pursuant 

to clause 6 of Schedule G. 

 Provided that a part-time Employee who agrees to work shift(s) in addition to those 

already rostered will not be entitled to the Change of Roster allowance for the 

additional shift(s) worked. 

 The Change of Roster allowance in clause 88.4(a) is calculated at a rate of 2.5% of 

the weekly wage rate payable for the “Patient Services Assistant Level 2” 

classification pursuant to clause 4 of Schedule G. 

88.5 An Employee may apply in writing to the Employer to have their roster fixed by the 
provisions of clause 88.6 below in lieu of clauses 88.1 to 88.4 above. 

88.6 Rosters shall be fixed by mutual agreement, subject to the provisions of this Agreement. 

88.7 An Employee may repudiate a request made under clause 88.5 at any time, by giving 
written notice to the Employer.  In such a case the roster of the Employee shall be 
determined according to clauses 88.1 to 88.4 from the commencement of the next full 
roster period, being not less than five (5) clear days after such repudiation is received in 
writing by the Employer. 

88.8 Rosters will be drawn up so as to provide at least eight (8) hours between successive 
periods of ordinary duty. 

(a) 

(b) 

(c) 


(a) (b) (c)




 



 

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89. WASH-UP TIME 

89.1 Where necessary, an Employee shall be entitled to cease work ten minutes before their 
rostered finishing time to enable the Employee to wash or to change their clothes. 

90. MAKE UP TIME 

90.1 An Employee may elect, with the consent of the Employer, to work make up time under 
which the Employee takes time off during ordinary hours and works those hours at 
ordinary time rate at a later, during the spread of ordinary hours. 

91. TIME AND WAGES RECORDS 

91.1 The Employer shall provide and cause to be kept time and wages records in which each 
Employee shall enter their daily starting and finishing times. 

91.2 Time and wage records will be maintained and retained for a minimum of seven years. 

91.3 Time and wages records shall be available for inspection by an accredited representative 
of the Health Services Union, in accordance with the requirements of the Fair Work Act 
2009. 

92. STAFFING LEVELS & WORKLOAD MANAGEMENT 

92.1 The parties are committed to maintaining adequate staffing levels in order to promote an 
appropriate working environment for staff and ensure adequate levels of patient/client 
care. 

92.2 The parties acknowledge that staff and management have a responsibility to maintain a 
balanced workload appropriate for the delivery of high quality patient/client care. 

92.3 Where an Employee feels the workloads are unreasonably heavy on a regular basis, then 
they have a responsibility to discuss their concerns with the Employer.   

92.4 The Employer has a responsibility to facilitate Employees in raising concerns relating to 
workload, to respond to issues raised by Employees promptly and take appropriate action. 

93. PLANNED AND UNPLANNED ABSENCES 

93.1 The Employer agrees to replace staff on planned or unplanned absences, where 
practicable. 

93.2 The Employer will endeavour to maximise the use of permanent, full-time and part-time 
Employees to replace staff on planned and unplanned absences. 

93.3 The engagement of casual Employees will be in accordance with the spirit and intent of 
clause 22 (Casual Employment). 

93.4 Where additional shifts are required to replace planned and unplanned absences, the 
Employer will give preference to existing part-time Employees to work such shifts.  If this 
is not possible, the Employer may use casual Employees as an interim measure, in 
classifications where casuals are available. 








 

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93.5 Agency staff should only be used for unexpected absences, such as sick leave, where the 
Employer is unable to replace the Employee with either part-time or casual Employees. 

93.6 In the event that particular staffing issues are identified at individual health care facilities 
the Employers agree to consult with Employees and the Union in relation to any matters 
raised, under the existing consultative arrangements. 

94. DUAL PART-TIME APPOINTMENTS 

94.1 A person engaged in two classifications on a part-time basis shall be paid at the 
appropriate classification rate for the actual hours worked in each classification. 

95. STUDY LEAVE 

95.1 Employee will be entitled to four (4) hours paid study leave per week up to a maximum of 
26 weeks per annum, where undertaking study at Australian Qualification Framework 
Level 3 or above with an education institution or approved provider. 

95.2 Paid study leave may be taken as mutually agreed by, for example, 4 hours per week, 8 
hours per fortnight or in blocks of 38 hours. 

95.3 A part-time Employee shall be entitled to paid study leave on a pro-rata basis. 

95.4 An Employee wishing to take study leave must apply in writing to the Employer as early 
as possible prior to the proposed leave date.  The Employee’s request should include: 

 details of the course and institution in which the Employee is enrolled, or proposes 

to enrol; and 

 details of the relevance of the course to the Employee’s profession. 

95.5 The Employer will notify the Employee of whether or not their request for study leave has 
been approved within 7 days of the application being made. 

95.6 Where the course of study is of relevance to the Employee’s employment, the Employer 
shall not withhold consent. 

95.7 Where the number of staff seeking to take study leave at any one time causes operational 
difficulties, the Employer and Employee(s) concerned shall seek to reach agreement at a 
local level about the timeframe in which the leave is taken.   

95.8 In all circumstances, the leave will be made available to the Employee(s) in the year in 
which application is made. 

95.9 Any dispute arising under this clause 95.5 shall be resolved in accordance with clause 12 
(Dispute Settling Procedures). 

95.10 Paid study leave pursuant to this clause does not accumulate from year to year. 

96. EXPERIENCE PAYMENTS 

96.1 The experience payments in clause 6 of Schedule G shall be added to the ordinary time 
rates of pay and paid for all purposes for all Employees, other than: 

(a ) 

(b) 


(a) (b)




 



 

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 Qualified interpreters/translators who are eligible for payment of the Interpreters 

Allowances in accordance with clause 98. 

97. COOKING TRADE PROFICIENCY PAYMENTS 

97.1 This proficiency pay scheme applies to apprentices who started attending trade class from 
1979 and who have undertaken the standard cooking course and attained the standard 
of proficiency. 

97.2 This proficiency pay scheme does not apply to apprentices who have undertaken the pilot 
course conducted at William Angliss College in 1983. 

97.3 Standard of Proficiency 

 Apprentices will have reached the standard of proficiency in each year of the course 

when they have passed in the first, second and third years the subjects prescribed 

from time to time by the State Training Board and attained an average mark of not 

less than 70 per cent for those subjects.  The subjects must be passed at the first 

attempt. 

97.4 Proficiency Pay 

97.5 This scheme provides for the payment of tradesperson’s rates of pay to apprentices 
during the fourth year of the apprenticeship where the standard of proficiency has been 
attained on one, two or three occasions on the following basis: 

 on one occasion only – for the first nine (9) months of the fourth year of the 

apprenticeship, the normal fourth year rate of pay.  Thereafter, the “Trade Cook” 

rate of pay pursuant to clause 6 of Schedule G. 

 on two occasions – for the first six (6) months of the fourth year of the 

apprenticeship, the normal fourth year rate of pay.  Thereafter, the “Trade Cook” 

rate of pay pursuant to clause 6 of Schedule G. 

 on all three occasions – for the entire fourth year at the “Trade Cook” rate of pay 

pursuant to clause 6 of Schedule G. 

98. INTERPRETER ALLOWANCES 

98.1 Any person employed as a qualified interpreter/translator and who is accredited by the 
National Accreditation Authority for Translators and Interpreters (NAATI) shall be paid an 
Interpreter Allowance per week pursuant to clause 6 of Schedule G. 

98.2 The amount payable per week under clause 98.1 above is dependent upon the 
Employee’s level of accreditation by NAATI and their years of experience. 

98.3 The Interpreter Allowances shall be additional to any other allowance to which the 
Employee is entitled under this Agreement, and shall be considered part of the normal 
weekly rate of pay for all purposes. 

98.4 Employees who are eligible for payment of the Interpreter Allowances shall be ineligible 
for the experience payments in clause 6 of Schedule G. 

(a) 

(a) 

(a) 

(b) 

(c) 


(a) (a) (a) (b) (c)




 



 

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99. HEAT ALLOWANCE 

99.1 Where work continues for more than two (2) hours in temperatures exceeding 46 degrees 
Celsius Employees shall be entitled to 20 minutes rest after every two (2) hours work 
without loss of pay. 

99.2 It shall be the responsibility of the Employer to ascertain the temperature. 

99.3 The heat allowances in clause 6 of Schedule G shall be paid to Employees who were 
employed at their current place of work prior to 8 August 1991: 

 Where an Employee works for more than one hour in the shade in places where 

the temperature is raised by artificial means and exceeds 40 degrees Celsius but 

does not exceed 46 degrees Celsius; or 

 Where an Employee works for more than one hour in the shade in places where 

the temperature is raised by artificial means and exceeds 46 degrees Celsius. 

100. NAUSEOUS WORK ALLOWANCE 

100.1 Employees shall be paid a Nauseous Work Allowance pursuant to clause 6 of Schedule G 
for all time during which they are engaged in handling linen of a nauseous nature, other 
than linen sealed in airtight containers. 

100.2 The amount of Nauseous Work Allowance payable is dependant on the classification of 
the Employee concerned, with a different amount payable to Employees classified as 
Nursing Attendant compared with all other Employees. 

100.3 The “Nauseous Work Allowance – All Other Employees” shall be paid to an Employee in 
any classification for work that is of an unusually dirty or offensive nature having regard 
to the duty normally performed by such Employee in such classification.  Provided that, 
an Employee who is paid the nauseous work allowance prescribed in clause 100.1, shall 
not be entitled to be paid an allowance under clause 100.3 for the same work. 

100.4 The nauseous work allowance is payable per hour, or part thereof, in addition to the rates 
prescribed elsewhere in this Agreement.  The weekly allowance is the minimum amount 
payable for work performed in any week. 

101. SENIORS ALLOWANCE 

101.1 An Employee who is appointed as a Senior will have their classification preceded by the 
word Senior and shall be paid an allowance of 10 per cent of the base rate payable for 
their classification pursuant to clause 6 of Schedule G. 

101.2 Appointment to a position preceded by the word Senior will only be made where the work 
performed by such Employee represents a net addition to the work value of the 
substantive role in a similar area or areas.  Indicia of a new addition to work value may 
include: 

 the performance of additional duties or functions; 

 the assignment of a special project; or 

 an increased emphasis on the performance of core functions already undertaken 

by Employees in the relevant classification. 

(a) 

(b) 

(a) 

(b) 

(c) 


(a) (b) (a) (b) (c)




 



 

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101.3 A net addition to the work value of the substantive role of an Employee would be 
characterised by the following: 

 the additional functions or duties are a regular and ongoing requirement; and 

 experience in the role commensurate with this clause, coupled with on the job 

training where provided by the Employer; and 

 the necessity for additional training in a particular aspect of the role above that 

which is required to fulfil the role of an Employee employed in a similar area(s); and 

 a greater level of judgement is required from the Employee, whereby the Employee 

is capable of making independent decisions to a degree not generally expected of 

an Employee employed in a similar area(s); and 

 a higher degree of accountability is expected for work undertaken, such that the 

Employee is clearly performing at a level above that of the Employee’s peers 

employed in a similar area(s) by the Employer. 

101.4 The Seniors Allowance shall be additional to any other allowance to which the Employee 
is entitled under this Agreement. 

102. TOOL ALLOWANCE 

102.1 Employees who are classified as chefs and cooks under Schedule C, who are not supplied 
with the necessary tools to perform their duties by the Employer, shall be paid a Tool 
Allowance per week pursuant to Schedule G. 

102.2 The Tool Allowance is compensation for the supply and maintenance of tools. 

103. IN CHARGE ALLOWANCES 

103.1 An Employee shall be paid an In-charge Allowance where they are appointed or delegated 
to exercise control over other Employees, as follows: 

Extent of control: % Allowance 

In charge of 1 to 9 other Employees 7% 

In charge of 10 to 29 other 

Employees 

10% 

In charge of 30 or more Employees 15% 

103.2  Provided that clause 103 does not apply to the following classifications of Employee: 

 Chef Grade A 

 Chef Grade B 

 Chef Grade C 

 Chef Grade D 

 Second Grade Cook Grade A 

 Second Grade Cook Grade B 

(a) 

(b) 

(c) 

(d) 

(e) 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 


(a) (c) (e) (a) (e) f)




 



 

Page 103 of 204 
 

 Second Grade Cook Grade C 

 Second Grade Cook Grade D 

 Gardener Superintendent 

 General Service Supervisor 

 Food Services Supervisor 

 Clerical Worker Grade A 

 Personal Care Coordinator/Supervisor 

 Technical, Therapy and Personal Care Supervisor 

103.3 The percentage In-charge Allowance is calculated on the base rate payable to the 
Employee pursuant to clause 6 of Schedule G. 

103.4 The In-Charge Allowance shall be additional to any other allowance to which the 
Employee is entitled under this Agreement. 

104. TRAVELLING ALLOWANCES 

104.1 When an Employee is travelling whilst on duty, if the Employer cannot provide the 
appropriate transport, all reasonably incurred expenses in respect of fares, meals and 
accommodation will be met by the Employer on production of receipted accounts, or 
other evidence acceptable to the Employer. 

104.2 An Employee shall not be entitled to reimbursement for work-related travelling expenses 
that exceed the mode of transport, meals or the standard of accommodation agreed for 
the purpose with the Employer. 

104.3 Where an Employer requires an Employee to use their own motor vehicle in the 
performance of their duties, such Employee shall be paid the per kilometre vehicle 
allowances pursuant to clause 6 of Schedule G. 

105. TRAINEES 

105.1 A trainee who performs work in classifications covered by this agreement shall be 
employed in accordance with the principles outlined in the Memorandum of 
Understanding (MOU) between the Government of Victoria and the Victorian Trades Hall 
Council regarding the Government Youth Employment Scheme (now known as the 
Victoria works for young people program), which is Schedule G to this Agreement. 

105.2 All trainees and apprentices will be engaged under an appropriate state or federal 
traineeship scheme and paid no less than the rates contained in Schedule G (National 
Training Wage of the Miscellaneous Award 2010. 

106. JUNIORS, TRAINEES AND APPRENTICES 

106.1  Apprentice conditions of employment  

 All training fees charged for prescribed courses and other reasonable ancillary 

training expenses (including the cost of prescribed textbooks), which are paid by an 

(g) 

(h) 

(i) 

(j) 

(k) 

( I) 

(m) 

(n) 

(a) 


(g) (h) (i) (i) (k) (1) (m) (n) (a)




 



 

Page 104 of 204 
 

apprentice, will be reimbursed by the Employer on production of receipts, unless 

there is unsatisfactory progress. 

 An Employer may meet its obligations by paying any fees and/or cost of textbooks 

directly to the training provider. 

 An apprentice is entitled to be released from work without loss of continuity of 

employment and to payment of the appropriate wages to attend any training and 

assessment associated with their training contract. For the purpose of the 

agreement, time spent attending training and assessment will be considered as 

time worked. 

 No apprentice will, except in an emergency, work or be required to work overtime 

or shiftwork at times which would prevent their attendance at training consistent 

with their training contract. 

106.2 Adult Apprentices 

 The rate of pay for an adult apprentices in the first year of their apprenticeship 80% 

of the Trade Cook rate (Wage Skill Group 7) and in the second and subsequent years 

of their apprenticeship, the rate at Wage Skill Group 1 or the rate prescribed for an 

Apprentice Cook for the relevant year of the apprenticeship, whichever is the 

greater.  

 Where an adult apprentice was an Employee for a period of at least six months 

immediately prior to becoming an apprentice, they will not suffer a reduction in 

their base rate of pay on entering into the training agreement. 

106.3 Junior Employees (Excluding Junior Assistant Gardeners) 

 Junior Employees (other than junior Assistant Gardeners) shall be paid a percentage 

of the appropriate rate pursuant Schedule G for their classification as follows: 

Year of experience: % Rate 

First year of experience 70% 

Second year of experience, or at age 19, whichever occurs first 80% 

Third year of experience 90% 

Fourth year of experience, or at age 20, whichever occurs first 100% 

106.4 Junior Assistant Gardeners 

 Junior Assistant Gardeners shall be paid a percentage of the “Assistant Gardener” 

rate pursuant to Schedule G as follows: 

Year of experience: % Rate 

First year of experience 70% 

Second year of experience 80% 

Third year of experience 90% 

(b) 

(c) 

(d) 

(a) 

(b) 

(a) 

(a) 


(a) (a)




 



 

Page 105 of 204 
 

Fourth year of experience, or at age 19, whichever occurs first 100% 

106.5 Apprentice Cooks 

 Apprentice Cooks shall be paid a percentage of the “Trade Cook” rate pursuant to 

of Schedule G as follows: 

Year of experience: % Rate 

First year of experience 55% 

Second year of experience 65% 

Third year of experience 80% 

Fourth year of experience 95% 

107. DEDUCTION FOR BOARD AND LODGING 

107.1 Where the Employer provides board and lodging, the wage rates prescribed in Schedule 
G shall be reduced by the following amounts: 

107.2  

Type of Employee Amount 

Employees receiving full adult rate of pay $19.16 

Juniors and trainees $ 8.94 

 

108. OCCUPATIONAL HEALTH AND SAFETY 

108.1 The parties to this Agreement are committed to a pro-active approach in the prevention 
and management of workplace injuries amongst Employees, and to the achievement of a 
reduction in workplace injuries through the implementation of risk management systems 
incorporating hazard identification, risk assessment and control, and safe work practices.  
The Employer will implement the hierarchy of controls to control hazards, and will 
eliminate the hazard at the source wherever practicable. 

108.2 The parties are committed to the observance of safe working practices, the correct use of 
all personal safety equipment and to the safety and good health of all Employees. 

108.3 The provisions of this part of Part 10 shall be read and interpreted in conjunction with the 
Occupational Health and Safety Act 2004 (Victoria) as varied from time to time and the 
Accident Compensation Act 1985 (Victoria) as varied from time to time, provided that 
where there is any inconsistency between a provision of this agreement and the 
aforementioned Victorian Acts, the Victorian Acts shall prevail to the extent of any 
inconsistency. 

108.4 The parties to Part 10 recognise that consultation with Employees and their 
representatives is crucial to achieving a healthy and safe work environment for health and 
allied services Employees.  To this end the parties to, Part 10 recognises that Employers 
and Employees must cooperate to control and manage health and safety hazards in the 
workplace.  Hazards include, but are not exclusive to: 

(a) 

-


(a)




 



 

Page 106 of 204 
 

 manual handling; 

 blood borne and other infectious diseases; 

 needle stick injuries; 

 violence and aggression; 

 hazardous substances; and 

 security. 

108.5 The Employers are committed, in consultation with the Union, to the development and 
maintenance of appropriate practices and protocols for Employees working in extreme 
heat, consistent with the duty of care provided for in the OHS Act. 

108.6 The parties agree that the Union shall negotiate Designated Work Groups and conduct 
elections for Health and Safety Representatives in accordance with the provisions of the 
Occupational Health & Safety Act 2004. 

108.7 Designated Work Groups 

 Where Union members constitute the majority of the workforce within a 

designated work group, the Employer shall maintain a system of agreed designated 

work groups (DWGs) with the Union. 

 The Employer shall consult with Employees in relation to the establishment 

variation of designated work groups and, where an Employee requests, the Union. 

 In determining the composition of DWGs, the following considerations shall, where 

practicable, be taken into account: 

(i) the specific needs, conditions and hazards affecting Employees in the area(s) 

concerned; 

(ii) the working arrangements, including shiftwork, of Employees in the area(s) 

concerned; 

(iii) the accessibility of health and safety representatives to Employees in the 

area(s) concerned; and 

(iv) the geographical layout of the workplace. 

108.8 Health and Safety Representative Election Process 

 The method of conducting the election shall be determined in consultation with the 

Employer and Employees of the DWG concerned.  Where the majority of Employees 

of a DWG are members of the Union, the Union shall, where requested by the staff, 

conduct the election. 

108.9 Health and Safety Representative Training 

 When attending an approved course, health and safety representatives shall be 

paid their normal/expected earnings during course attendance, including pay 

entitlements relating to shift work, regular overtime, higher duties, allowances or 

penalty rates that would have applied had the health and safety representative 

been at work. 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(a) 

(b) 

(c) 

(a) 

(a) 


(a) (b) (c) (d) (e) (f) (a) (b) (c) (a) (a)




 



 

Page 107 of 204 
 

 Where health and safety representatives attend an approved course outside their 

normal working hours, they shall be paid as if they had been at work for the relevant 

time, including the relevant overtime rates, higher rates, allowances or penalty 

rates.  This might apply when a health and safety representative: 

(i) normally works two days a week attends a block five-day course; 

(ii) has a rostered day off during the course; and 

(iii) has a shift that does not overlap, or overlaps only marginally, with the 

course’s hours. 

 Rosters or shifts shall be altered where necessary to ensure that health and safety 

representatives are not exposed to extra risks from fatigue due to working 

extended hours or shiftwork while attending a training course. 

 The Employer shall pay course fees for selected approved courses. 

 Health and safety representatives shall have the right to choose which course to 

attend, provided it is an approved course. 

 The Employer shall provide such information, instruction and training to all 

Employees employed by the Employer, as is required to enable them to perform 

work in a manner, which is safe and minimises risks to health.  Information, 

education and training shall be provided on a regular basis as is required to enable 

Employees to remain informed in relation to health and safety hazards, policies and 

procedures. 

108.10 Reporting Incidents, Accident Investigation and Prevention: 

 The Employer shall encourage early reporting of incidents by Employees and ensure 

that Employees who report incidents are appropriately supported. This will include 

appropriate time from regular duties to report, and administrative assistance in 

filling out forms (whether on paper or online). Affected Employees will have access 

to any report prepared under this subclause. 

 Following an incident or injury affecting staff, the Employer shall take appropriate 

action to prevent further injury to staff, including conducting a worksite assessment 

where practicable and implementing workplace modifications to ensure a healthy 

and safe work environment for staff. 

 The Employer shall provide information, instruction and training to Employees and 

management staff regarding the importance of early reporting, procedures 

regarding incident reporting and how this feeds into accident investigation and 

prevention. 

108.11 Workers Compensation, Rehabilitation and Return to Work 

 The Employer is committed to the principles of early intervention such as to 

facilitate the effective occupational rehabilitation of Employees. 

 The Employer shall appoint a Return to Work Coordinator who shall have sufficient 

knowledge of occupational rehabilitation legislation, regulations and guidelines to 

undertake the task. 

(b) 

(c) 

(d) 

(e) 

(f) 

(a) 

(b) 

(c) 

(a) 

(b) 


(b) (c) (d) (e) (f) (a) (b) (c) (a) (b)




 



 

Page 108 of 204 
 

 Employees shall have the right to have a Union representative present at any 

interview arranged by their Employer regarding their return to work or 

rehabilitation, including monitoring or review of their return to work program.  

When arranging such interviews, the Employer shall advise the Employee that they 

may have a Union representative present.  The Employer shall where practicable 

provide to the Employee at least 7 days notice of such interviews occurring. 

 The Employer shall not seek to change the Employee’s duties, hours or other 

aspects of the Employee’s employment or return to work plan without consulting 

with the Employee.  A representative of the Union may be involved in any 

negotiations or discussions regarding any such proposed changes, at the request of 

the Employee. 

 The Employer or insurer may pay for any re-training or re-education, which is 

required to assist the Employee to remain at work or return to work in suitable 

employment in accordance with guidelines issued by the Victorian WorkCover 

Authority to its agents.  Approval for such re-training or re-education may be 

requested by the Employee, their treating practitioner, or any other Victorian 

WorkCover Authority approved service provider, individual or agency, on behalf of 

the Employee. 

 Where it has been established that an Employee has a permanent injury or 

condition which prevents them returning to their pre-injury employment, the 

Employer shall ensure that the Employee is advised of all vacancies as they become 

available. 

 At the request of the Employee, the Employer shall notify the Union before any 

action is taken to terminate, permanently redeploy, permanently relocate or 

otherwise permanently change the employment status of an injured Employee, and 

shall consult with the Union, the Employee, the rehabilitation provider, and the 

treating doctor, to determine all possible options for rehabilitation, return to work, 

including vocational assessment, retraining and re-education, prior to such action 

being taken. 

  

(c} 

(d} 

(e) 

(f) 

(g) 


(c) (d) (e) (f) (g)




 



 

Page 109 of 204 
 

PART 11 – CONDITIONS OF EMPLOYMENT SPECIFIC TO DENTAL ASSISTANTS ONLY 

109. APPLICATION  

109.1 This Part 11 applies only to all Dental Assistants who are classified under Schedule D of 
this Agreement. 

110. CLINICAL SERVICES ENHANCEMENT/ JOB ROTATION  

110.1 In order to achieve (or maximise) clinical delivery outcomes and priorities, an Employee 
shall be available to transfer through all clinical areas as determined by 
operations/department/unit managers/clinical coordinators. 

110.2 A Dental Assistant may be rotated for the purpose of clinical skill enhancement, training 
in clinical and related procedures and personal career development. 

110.3 By mutual agreement, a Dental Assistant may be rotated for the purpose of targeting 
resources to rural regions of greatest need.  Reimbursement of expenses, excess travelling 
time and/or cents per kilometre (as per the Employer’s policy) shall, if applicable, apply 
to such rotations. 

111. ROSTERS 

111.1 Roster changes will be made with at least 14 days notice, save for operational emergency 
situations. 

112. MAKE UP TIME 

112.1 An Employee may, with the agreement of the Employer, work make up time under which 
the Employee takes time off during ordinary hours and works those hours at ordinary time 
rate at a later, mutually agreed time or times. 

112.2 Any agreement on make up time shall be in writing and retained on the Employee’s 
personal file. 

113. CHRISTMAS/ NEW YEAR CLOSURE  

113.1 Where the Employer closes one or more of its operations over the Christmas/New Year 
period and provided not less than 4 weeks’ notice in writing to affected Employees, such 
Employees will be afforded the option of utilising Annual Leave, Time in Lieu, Accrued 
Days Off for the period of closure or, in the event of insufficient credits, leave without pay 
or leave in advance of its accrual subject to subclause 57.9. 

114. REIMBURSEMENT OF EXPENSES  

114.1 Authorised work-related expenses incurred by an Employee shall be reimbursed in 
accordance with the Employer’s Reimbursement of Expenses policy, as varied from time 
to time. 

115. OVERPAYMENT OF WAGES 

115.1 In the event of overpayment of wages, the Employer may recover by instalments up to 
10% of gross salary until the overpayment has been recovered. 








 

Page 110 of 204 
 

115.2 Prior to recovery of an overpayment of wages, the Employer will discuss the time period 
for recovery with the Employee. 

116. STAFFING FLEXIBILITY  

116.1 The Employer may direct an Employee to carry out duties that are incidental and 
peripheral to the work normally performed, where those duties are within the Employee’s 
skill, competence and training and are consistent with the classification structure in 
Schedule D. 

116.2 The parties recognise the optimum staffing arrangement is for a Dental Assistant to work 
with a dedicated Dental Therapist whilst performing clinical duties.  The Employer will 
continue to work towards implementing the optimum staffing arrangement. 

116.3 There will be circumstances (for example short term unplanned absences) that 
necessitate a Dental Assistant working temporarily in a two-Dental Therapist-to-one-
Dental Assistant staffing configuration.  In such circumstances, Employees shall be flexible 
in relation to staffing arrangements. 

117. PERFORMANCE MANAGEMENT 

117.1 The Employer applies a Performance Management Process in respect of full time and 
regular part time Employees. 

117.2 The Employer and Employees are committed to improved productivity, workplace skills, 
and effectiveness and Employee motivation.  To this end, Dental Assistants employed 
under this Agreement agree to participate in the Employer’s performance management 
system.  This includes, but is not limited to, the use of work performance plans.  

118. WORK RELATED TRAVEL  

118.1 Use of Own Vehicle 

 In accordance with the Employer’s Reimbursement of Expenses policy, as varied 

from time to time, where an Employee is required to work at a location that 

involves travel using their own motor vehicle, and such travel is in excess of their 

nominated daily threshold, they will be entitled to claim travel expenses for the 

distance travelled in excess of the threshold. 

 The daily threshold for all Employees is 40 kilometres, with the exception of those 

Employees who reside more than 20 kilometres from their designated base work 

location.  In these circumstances, the threshold is the distance from home to that 

base work location and return. 

 In addition to 118.2(a) and 118.2(b)above, where an Employee is required to travel 

from one work location to another throughout the day, using their own motor 

vehicle, the distance is fully claimable. 

 The vehicle allowances payable per kilometre for work-related travel over the life 

of the agreement are set out in Schedule G. 

118.2 Travel to Distant Location 

(a) 

(b) 

(c) 

(d) 


(a) (b) (c) (d)




 



 

Page 111 of 204 
 

 Employees will be compensated for excess travel to a distant location for work 

purposes (including for white chair examinations, special deliveries and collection 

of stores) in accordance with the Employer’s Reimbursement of Expenses policy, as 

varied from time to time. 

 Where an Employee is required to travel to a location that is distant from their 

nominated place of work, and such travel involves more than 30 minutes in excess 

of their normal travel from home to a nominated place of duty, and more than 30 

minutes travel in excess of their normal travel from their nominated place of duty 

home, the Employee will be compensated for the excess travel time by: 

(i) payment of overtime;  or 

(ii) time off in lieu of overtime payment. 

  

(a) 

(b) 


(a) (b)




 



 

Page 112 of 204 
 

PART 12 – CONDITIONS OF EMPLOYMENT SPECIFIC TO DENTAL THERAPISTS, DENTAL HYGIENISTS & 

ORAL HEALTH THERAPISTS 

 

119. ON-CALL/RECALL  

119.1 An Employee classified under Schedule E who is rostered to be on-call shall be paid an 
allowance equal to 10% of their ordinary time hourly rate in respect of each on-call period. 

119.2 An on-call attendance by an Employee under this clause may be by telephone, (extending 
beyond 15 minutes per call), or by personal attendance to the clinician/patient. 

119.3 An Employee may be recalled to duty outside their ordinary hours to attend to a serious 
accident or emergency at the request of the Employer. 

119.4 An Employee who, pursuant to this clause, attends an on-call or who is recalled to duty 
shall be either: 

 compensated by payment at the rate of time and a half their ordinary time rate for 
the first two hours and double time thereafter or 

 by mutual agreement, by time off in lieu of such payment. Time off in lieu shall be 
taken at a mutually agreed time and shall be based on the overtime penalty rates 
as prescribed by Clause 50 of this Agreement. 

120. PROFESSIONAL DEVELOPMENT LEAVE 

120.1 Whilst it is recognised that it remains the professional responsibility of Employees to 
maintain an appropriate level of skills and accreditation, the Employer will also encourage 
Employees to undertake professional development relevant to the acquisition of skills, 
knowledge and qualifications for the efficient performance of the Employer’s core 
activities; for Employees’ progress along a career path and/or as a requirement to 
maintain Employee registration. 

121. CLINICAL QUALITY, CLINICAL AUDIT AND PEER REVIEW 

121.1 Employees employed under this Agreement are committed to participating in the practice 
of Clinical Quality activities as organised and agreed to by the Employer’s Clinical 
Leadership Council where relevant (or its equivalent). This includes but is not limited to 
Clinical Audit and Peer Review which includes the collection and measurement of 
activities and outcomes related to clinical practice; analysis and comparison using 
standards, performance indicators and outcome measures; a feedback mechanism to 
redress problems that have been identified. 

122. PERFORMANCE APPRAISAL 

122.1 Employees employed under this Agreement on a full time or part time basis are 
committed to participating in the Employer’s Performance Appraisal Program (or however 
so titled) at least annually in order to improve quality of care, workplace skills, 
effectiveness, productivity and motivation of Employees, and for staff to benefit from 
outcomes as to their remuneration and career progression.  

(a) 

(b) 


(a) (b)




 



 

Page 113 of 204 
 

123. CLASSIFICATION DESCRIPTORS 

123.1 The Employer shall classify each existing and new Therapist/Hygienist employed under 
this Agreement as a Therapist/Hygienist Graduate, Level 1, 2, 3 or 4. Classification 
competencies are provided at Schedule E. 

123.2 Progression between levels and progression between salary points within a given level 
will be in accordance with the salary progression criteria detailed at Schedule E. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 








 

Page 114 of 204 
 

PART 13 – CONDITIONS OF EMPLOYMENT SPECIFIC TO SOCIAL AND COMMUNITY SERVICES 

EMPLOYEES 

 

124. APPLICATION 

124.1 This Part 13 applies only to Social and Community Services Employees who are classified 
under Schedule F of this Agreement. 

125. OCCUPATIONAL HEALTH AND SAFETY 

125.1 The parties recognise that occupational health and safety is an integral part of every work 
activity and the importance of effective consultation and co-operation between 
employers, employees and occupational health and safety representatives. 

126. ROSTERING 

126.1 Rostered Day Off 

Every Employee will be entitled to two consecutive rostered days off duty each week, 
unless varied by mutual agreement. 

126.2 Rest breaks between rostered work 

 An Employee will be allowed a break of not less than 10 hours between the 
end of one shift or period of work and the start of another;  

 Notwithstanding the provisions of sub clause 126.2(a) by agreement between 
the Employee and the Employer, the break between: 

(i) The end of a shift and the commencement of a shift contiguous with 
the start of a sleepover; or 

(ii) A shift commencing after the end of a shift contiguous with a 
sleepover  

may not be less than eight hours 

126.3 Rosters 

 Where applicable, the ordinary hours of work for each Employee will be 
displayed on a roster in a place conveniently accessible to Employees, at least 
seven days before the commencement of the day on which the roster 
commences. 

 Rostering arrangements and changes to rosters may be communicated by 
telephone, direct contact, mail, email or facsimile. 

 It is not obligatory for the Employer to display any roster of the ordinary 
hours or work of casual or relieving staff. 

 A roster may be altered by agreement between the parties to enable the 
service of the organisation to be carried on in an emergency, or when another 
Employee is absent from duty. 

(a ) 

(b) 

(a ) 

(b) 

(c) 

(d) 


(a) (b) (a) (b) (c) (d)




 



 

Page 115 of 204 
 

127. SLEEPOVER & SLEEP AWAY FROM HOME DUE TO WORK 

127.1 Where an Employee is required to sleepover on the Employer’s premises, for a period 
outside that of the Employee’s normal ordinary hours of duty the Employee shall be 
entitled to a sleepover allowance as set out in Schedule G. 

127.2 In the event of the Employee on sleepover being required to perform work during 
the sleepover period, the Employee will be paid at the prescribed overtime rate for:  

 One hour where work the performed does not exceed one hour; or  

 for the time so worked if the work performed exceeds one hour. 

127.3 Any work necessarily performed by the Employee in excess of one hour during their 
sleepover shall attract the appropriate overtime payment as specified in clause 51 - 
Overtime. 

127.4 Where an employee is required by the Employer to sleep away from home due to 
work requirements as specified in clause 127.1, in addition to the allowance provided 
for in clause 127.1, the employer shall: 

 Reimburse to the employee the costs of single, private sleeping, bathroom 
and meal accommodation; costs of the purchase of linen, cutlery, crockery 
and blankets and the costs of regular laundering and/or maintenance of such 
items. 

 The provision of clause 127.4(a) shall not apply where the items are provided 
and maintained by the Employer. 

127.5 Excursions - overnight stays 

 The below clauses only apply where an employee agrees to supervise clients 
in excursion activities involving overnight stays from home (for example, a 
camp). 

 Weekend Excursions 

(i) Where an employee performs a Weekend Excursion, such employee 
will be paid in accordance with clause 127 (Sleepover and Sleep Away 
from Home Due to Work), clause 41 (Shift work), clause 48 (Weekend 
Work), clause 51 (Overtime) and clause 56 (Public Holidays) of the 
Agreement.  

(ii) Where an employee involved in overnight excursion activities is 
required to work on a Saturday and/or Sunday, the days worked in 
the two week cycle, including that weekend, will not exceed 10 days. 

 Monday to Friday excursions 

Where an Employee is engaged in an Excursion Monday to Friday, such 
Employee will get paid the higher of: 

 Payment for an excursion in accordance with clause 127 (Sleepover and Sleep 
Away from Home Due to Work), clause 41 (Shift Work), clause 51 (Overtime) 
and clause 56 (Public Holidays) of the Agreement; or 

 Payment for an excursion in accordance with the below: 

(a) 

(b) 

(a) 

(b) 

(a) 

(b) 

(c) 

(d) 

(e) 


(a) (b) (a) (b) (a) (b) (c) (d) (e)




 



 

Page 116 of 204 
 

 Payment will be made at the ordinary rate of pay for time worked between 
the hours of 8.00 am to 6.00 pm Monday to Friday up to a maximum of 10 
hours per day.  

 For hours worked beyond the maximum of 10 hours per day and outside 
8.00am to 6.00pm between Monday to Friday only, overtime is applicable in 
accordance with clause 51 of the Agreement. Therefore, Shift Penalties in 
accordance with clause 41 of the Agreement do not apply.  

 The employer and employee may agree to accrual of time instead of overtime 
payments.  

 Payment of the sleepover allowance in accordance with clause 127 of the 
Agreement. 

128. RE-CALL TO WORK OVERTIME 

128.1 In the event of an Employee who is on-call being recalled to duty for any period during 
an off duty period such Employee shall be paid from the time of receiving recall until 
the time of finishing such recall duty with a minimum of one hour’s payment for such 
recall at the following rates: 

 Within a spread of twelve hours from the commencement of the last previous 
period of ordinary duty - time and a half; 

 Outside a spread of twelve hours from the commencement of the last 
previous period of ordinary duty - double time; 

 On days observed as public holidays - double time. 

128.2 Provided that if the Employee who is on-call is recalled and does not have an 
uninterrupted break of six hours between midnight and the time of commencement 
the next period of ordinary duty the Employee shall be entitled to six hours’ time off 
from the time of finishing the last recall and the time of commencing their next period 
of ordinary duty without loss of pay. 

129. ANNUAL LEAVE CLOSE DOWN 

129.1 Employers may, for operational reasons, wish to either close down or have reduced 
activity over the Christmas / New Year period. 

129.2 Where an Employer wishes to have an annual close down or low activity period over 
the Christmas / New Year period, the Employer shall:  

 on commencement of employment; or  

 before 15 November of the relevant year 

advise affected Employees in writing of the close down or the reduced activity over 
the Christmas/New Year period (notification).  

129.3 At same time of notification, an Employer may ask employees to utilise their annual 
leave during the period.  

129.4 An Employee who does not wish to utilise annual leave during an annual close down 
or low activity period over the Christmas / New Year period shall notify the Employer 
on or before 1 December of the relevant year.   

(f) 

(g) 

(h) 

(i) 

(a) 

(b) 

(c) 

(a) 

(b) 


(f) (g) (h) (i) (a) (b ) (c) (a) (b)




 



 

Page 117 of 204 
 

129.5 Where an Employee does not wish to utilise annual leave during an annual close 
down or low activity period over the Christmas / New Year period, the Employer may 
meet with the Employee, and if relevant their representative, to discuss this. Matters 
that may be discussed include:  

 The importance of ensuring staff resources are directed to client activity. 

 The circumstances of the Employee including the impact of the annual close 
down / low activity period and the Employee’s paid annual leave balance; 

 Whether the Employee has excessive annual leave; 

 Whether accrued days off are available;  

 Whether time off in lieu of overtime is available; 

 Whether alternative work is available, subject to operational requirements; 
and 

 Whether leave without pay is available.  

129.6 If, after discussions take place in accordance with clause 129.5 and a resolution is not 
agreed; the Employer, Employee or their representative can utilise the dispute 
resolutions clause 12 of this Agreement.  

130. PROFESSIONAL DEVELOPMENT, STUDY LEAVE AND EXAMINATION LEAVE 

130.1 Professional Development Leave 

Professional Development means activities that maintain knowledge in the 
Employee’s current profession, improve and broaden their knowledge, expertise and 
competence, and develop the personal and professional qualities required through 
their professional lives.  The PD cycle involves: 

 reviewing practice; and 

 identifying learning needs; and 

 planning and participating in relevant learning activities; and 

 reflecting on the value of those activities. 

Professional development leave includes conference/seminar leave, research or 
home study (that is not covered by clause 2 study leave).  

130.2 Amount of professional development leave 

130.3 Employees who meet the criteria in this clause are entitled to five days' paid 
professional development leave (as defined in clause 130.1). Part-time Employees 
will be paid on a pro rata basis.  Professional development leave does not accumulate 
from year to year. If applicable, “Year” will be defined in accordance with the 
Employer’s relevant policies.  

130.4 Report Back  

130.5 An Employee may be required to report back to their colleagues and/or the Employer 
on the professional development 

130.6 Payment 

(a) 

(b) 

(c) 

(d) 

(e) 

(f) 

(g) 

(a) 

(b) 

(c) 

(d) 


(a) (b) (c) (d) (e) (f) (g) (a) (b) (c) (d)




 



 

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130.7 A day for the purposes of professional development leave is the Employee’s normal 
shift length on the day the leave is taken and the payment is based on the employee’s 
base rate of pay.  

130.8 Application 

 An Employee must apply in writing to the Employer as early as possible but 
at least six weeks' prior to the proposed professional development leave 
date. 

 The application must include: 

(i) the date of the proposed professional development;  

(ii) a brief description of the nature of the professional development 
activity to be undertaken; and 

(iii) its relevance to the Employee’s employment with the Employer.  

130.9 Response to application 

 An application for professional development leave will not be unreasonably 
refused provided that the application meets the relevant conditions set out 
in this clause.   

 The Employer must notify the Employee in writing whether the leave request 
is approved within seven days.  

 If the leave is not approved, the reasons will be included in the notification 
to the applicant. 

130.10 Study and Examination leave 
 Study Leave 

(i) When paid study leave is available 

Employees who meet the criteria of this clause are entitled to paid 
study leave where a course is relevant to the work of the Employee’s 
employment with the Employer.   

(ii) Amount of study leave  

A. Paid study leave may be taken as mutually agreed between 
the employer and employee. 

B. Leave pursuant to this clause does not accumulate from 
year to year. If applicable, “Year” will be defined in 
accordance with the Employer’s relevant policies.  

(iii) Payment 

A day for the purposes of professional development leave is the 
Employee’s normal shift length on the day the leave is taken and the 
payment such payment is based on the employee’s base rate of pay.  

(iv) Application 

An Employee wishing to take study leave must: 

A. apply in writing to the Employer as early as possible but at 
least 6 weeks prior to the proposed leave date; and 

B. include with the application: 

(a) 

(b) 

(a) 

(b) 

(c) 

(a) 


(a) (b) (a) (b) (c) (a)




 



 

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1) details of the course and institution in which 
the Employee is enrolled or proposes to 
enrol; and 

2) details of the relevance of the course to the 
Employee's employment. 

(v) Consideration of application  

When reviewing an application to study leave the Employer will take 
into account considerations, including:  

A. The Employee’s length of service; 

B. The Employee’s hours of work; 

C. The relevance of the course to the Employee’s 
employment; 

D. The level of study being undertaken; 

E. The operational impact on the Employee’s work area; and 

F. Any other relevant considerations the Employer deems 
appropriate. 

(vi) Response to application 

A. The Employer must notify the Employee in writing whether 
the leave request is approved within seven days.  

B. If the leave is not approved, the reasons for refusal will be 
included in the notification to the applicant. 

 Examination leave  

(i) When examination leave is available  

Examination leave is for undertaking and/or preparing for 
examinations in a course of study approved under clause 130.10(a). 
Examinations include take home exams. 

(ii) Amount of examination leave 

Employees who meet the criteria in this clause are entitled to six days 
paid examination leave per year. Part-time Employees will be paid on 
a pro rata basis.   Leave entitlements pursuant to this clause will not 
accumulate from year to year. If applicable, “Year” will be defined in 
accordance with the Employer’s relevant policies.  

(iii) Payment 

A day for the purposes of study leave is the Employee’s normal shift 
length on the day the leave is taken and payment is based on the 
employee’s base rate of pay.  

 When considering the relevance of a qualification or certificate or course of 
study or similar (education): 

(i) the main criteria for considering relevance are: 

(ii) the nature of the education; 

(iii) the current area profession of the Employee; and  

(b) 

(c) 


(b) (c)




 



 

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(iv) whether the education would assist the Employee in performing their 
role and/or assist in maintaining quality client care and/or assist in the 
administration of area in which the Employee is employed; and 

(v) other considerations may include: 

A.   the area of work of the Employee; and /or 

B.   the classification and position description of the 
Employee.  

 

131. LEAVE WITHOUT PAY  

131.1 An Employee may request to take leave without pay for up to 52 weeks for personal, 
travel or career purposes and return to the same job or be offered a similar job on 
return. Such leave without pay shall be by agreement between the employer and 
employee. 

131.2 The absence on leave without pay shall not break the continuity of service of an 
Employee but shall not be taken into account in calculating the period of service for 
any purpose under this Agreement. 

132. TRANSLATION OF SACS PAY CODES 

132.1 General Translations 

 From the commencement date of this Agreement, Social and Community 
Services Employees in the following classifications will translate as follows:  

Current Classification New Classification 

SACS Level 1, PP 4 SACS Level 1, PP 3 

SACS Level 2, PP 5 SACS Level 2, PP 4 

SACS Level 3, PP 5 SACS Level 3, PP 4 

SACS Level 4, PP 5 SACS Level 4, PP 4 

SACS Level 5, PP 4 SACS Level 5, PP 3 

 

 Within 1 month of the translation, the Employers will confirm in writing to 
the affected Employees to which classification they have translated. 

132.2 Early Childhood Coordinator Translation 

 An Employee who currently performs an Early Childhood 
Coordinator/Teacher role (however so titled) shall translate as follows:  

Current Classification New Classification 

(a ) 

(b) 

(a) 


(a) (b) (a)




 

  

  



 

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Educational Services (Teachers) 
Award 2020 

SACS Level 4, PP 4 

 

 An Employee will not suffer a reduction in their ordinary pay as a result of 
transitioning to a Social and Community Services classification under this 
Agreement.  

 

 

(b) 


(b)




 



SCHEDULE A - SIGNATORIES 

Executed as an agreement. 

 

 

 

 

Executed by the M erri Health by its duly 

appointed officer in the presence of: 

Witness 

Amie Reed 

Name of Witness (print ) 

Executed by the Australian Services 

Union by its duly appointed officer in the 

presence of: 

Witness 

Paula Doody, Compliance Coordinator 

Name of Witness (print) 

Tassia M ichaleas 

Chief Executive Officer 

19 Pentridge Blvd 

Coburg, Vic 3058 

Date: 30.03.2022 

Leon Wiegard, Assistant Branch Secretary 

Name (print) 

Australian Services Union 

Ground Floor, 116 Queensberry Street, 

Carlton VIC 3053 

30 March 2022 
Date: ......... ........................................... . 


Executed by the Merri Health by its dully ) appointed officer in the presence of: Witness l'assia Michaleas Chief Executive Officer Amio Reed 19 Pertridge Blvd Name of Witness (print) Coburg, Vic 3058 Date: 30.03.2027 Executed by the Australian Services 1 Jan wiegand Trion by its duly appointed officer in thies presence of: Icon Wiegard, Assistant Branch Secretary Witness Narc (prino) Paula Doody, Compliance Coordinator Australian Services Union Name of Witness (print Ground I'loor, 116 Queensberry Surces Carlson VIC 3053 30 March 2022

Executed by the Merri Health by its duly ) appointed officer in the presence of: Chicatar Witness Tassia Michaleas Chief Executive Officer Amie Reed 19 Pentridge Blvd Name of Witness (print) Coburg, Vic 3058 Date: 30.03.2022 Executed by the Australian Services ) Union by its duly appointed officer in the Cken Wiegard presence of: Leon Wiegard. Assistant Branch Secretary Witness Name (print) Paula Doody, Compliance Coordinator Australian Services Union Name of Witness (print) Ground Floor, 116 Queensberry Street, Carlton VIC 3053 30 March 2022 Date: ............... ..........




 



 

 

Executed by the Australian Education 

Union by its duly appoint ed officer in the 

pre.sence of : 

Wit ness 

Name of Witness (Kate Ait ken) 

Executed by the Health Services Union by 

its duly appointed officer in the presence 

of: 

····-~·-····························· 
Witness 

Name of Witness 

Anna Black 

cara Nightingale, Vice President Early 

Childhood 

Aust ralian Education Union 

126 Trenerr:i Cres 

Abbotsford VIC 3067 

Dat e: 30.03.2022 

David Eden, Assistant Secretary 

Health Services Union Victoria No. 1 

Branch 

Level 5, 222 Kings Way 

South Melbourne Vic 3205 

Date: 30/03/2022 


Executed by the Australian Education Union by its duly appointed officer in the - presence of: - L' Nothate Witness Cara Nightingale, Vice President Early Childhood Name of Witness (Kate Aitken) Australian Education Union 12F * -· Gres ALL -11 -- J 1^^ 3067 Date: 30.03.2022 Executed by the Health Services Union by ) its duly appointed officer in the presence 1 of: - thais Witness David Eden, Assistant Secretary Health Se ces Union Victoria No. 1 Name of Witness Branch Anna Black Level 5, 222 Kings Way South Melbourne Vic 3205 Date: 30/03/2022




 

  



 

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SCHEDULE B – MANAGEMENT AND ADMINISTRATIVE OFFICERS CLASSIFICATION STRUCTURE  

2. This classification structure shall be commonly known as the Victorian Public Health Sector 

Classification System. 

3. This classification structure does not apply to positions that are covered by Government Sector 

Executive Remuneration Policy.  Chief Executive Officer and Senior Executive classifications are 

included in the classification system to demonstrate potential career paths available within the 

Victorian public health sector. 

4. GRADE 1  

4.1  Description 

(a) Positions at the Grade 1 level are regarded as base grade administrators or operators 

within a defined activity. 

4.2 Work Level Standard 

(a) Grade 1 level positions require knowledge associated with several years experience or 

technical training.  They require performance of related tasks within a defined area of 

activity which have clearly defined objectives. They require the ability to obtain 

cooperation to comply with technical and administrative arrangements, or to provide 

information and advice to members of the public consistent with organisational 

guidelines. 

(b) There are established procedures for performing tasks. Positions are well defined, with 

standardised procedures, although the tasks performed may require the use of a number 

of accepted methods or systems.  The most suitable course of action is selected from a 

limited range and effective choice is guided by precedent or rule and can be learned. 

(c) The positions' progress is closely monitored against standards, targets or budgets, though 

there is limited flexibility in the means of achieving these.  The positions report frequently 

on work progress and/or receive instructions which determine the work program and the 

standards to be achieved.  The positions are required to analyse situations or information, 

clearly and accurately communicate information, or make recommendations to peers or 

immediate supervisors. 

4.3 Typical Role/Duties 

(a) Prepare statistical reports and summaries and monitor and check accuracy of reports; 

(b) Monitor daily billings and collections by cashiers and banking; 

(c) Process standard claim forms, ensuring that all legislated procedural requirements are 

met; 

(d) Train new Employees in basic clerical or administrative functions;  

(e) Follow progress of invoices, orders or payments to ensure action occurs as specified in 

these documents; 

(f) Undertake enquiries related to work area; for example the availability of ordered stock, 

the best available price for ordered items, overdue accounts; 

(g) Maintain accurate and effective filing systems;  








 

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(h) Communicate with external organisations such as health insurance funds, Accident 

Compensation Commission, Veterans' Affairs, and WorkCover claims administration 

agents regarding payment of accounts; 

(i) Prepare minutes and agendas, and coordinate meeting dates for committee meetings. 

5. GRADE 2  

5.1 Description  

(a) Positions at this level are regarded as supervisory positions coordinating a small work 

group; or 

(b) as an entry level specialist role within a particular technical or professional area; or 

(c) experienced operators within a specific activity. 

5.2 Work Level Standard 

(a) Undertaking Certificate/Diploma level in accordance with the Australian Quality Training 

Framework or equivalent.  Grade 2 positions require technical/administrative training 

with several years' experience, or equivalent work experience.  They require supervisory 

or technical leadership within one or two activities which have well defined objectives.  

Good persuasive skills are required to obtain cooperation in the achievement of 

objectives or for the communication of technical or administrative information.  

(b) Positions are clearly defined and procedures established and standardised, however there 

is a range of varied techniques and methods available to perform work.  Election of the 

most suitable courses of action is aided by rules, guides, procedures or precedent.  

(c) Although the positions' work progress is closely monitored against standard, budgets or 

targets, there is some flexibility in the means for achieving these.  The positions generally 

report frequently on progress and performance. Supervisory positions may share 

accountability for actions or decisions with peers or line management, while technical or 

professional specialists are one of a number of sources which analyse and provide advice 

or a specialised service. 

5.3 Typical Role/Duties  

(a) Supervise the day to day activities of a small group of staff (relative to the size of the 

organisation) within a specified function (e.g. payroll, patient accounts);  

(b) Liaise with immediate supervisor and middle management level positions to seek and 

provide information;  

(c) Establish and maintain appropriate work patterns and procedures for the function 

supervised;  

(d) Administer the function to ensure current policy and procedures are understood and 

adhered to;  

(e) Prepare reports for use by management;  

(f) Liaise and consult with external agencies (e.g. Medicare, Health Insurance Funds, 

Transport Accident Commission, WorkCover) with regard to routine transactions;  








 

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(g) Liaise with patients/clients to obtain information and discuss problems in relation to 

routine transactions;  

(h) Liaise with suppliers for the routine purchase and delivery of health service supplies.  

6. GRADE 3  

6.1 Description  

(a) Positions at this level are regarded as senior supervisory positions overseeing a small to 

medium sized work group (relative to the size of the health service); or 

(b) a specialist role within a particular technical or professional position; or 

(c) administrators responsible for a specified activity recognised across the health service.  

6.2 Work Level Standard 

(a) Positions require proficiency in the use of established technical or administrative 

processes through a number of years experience in the field or a qualified tertiary 

graduate.  They demonstrate supervisory or technical leadership for a distinct activity 

which may need to be coordinated with other activities.  Positions require the ability to 

obtain co-operation and assistance in the administration of well defined activities and/or 

to influence others in the achievement of set objectives. 

(b) The broad parameters of the position are clearly defined, although judgement may be 

required to select from a range of standardised systems or techniques.  Precedent or 

standard procedures or instructions generally exist for most work situations and policy 

guidelines may assist in the selection of the most suitable course of action. 

(c) Supervisory positions independently organise and oversee the day-to-day activities of 

subordinate staff within clearly defined standards, budgets and time frames.  Specialist 

positions provide sound technical advice to peers, and to more senior positions.  All 

positions are responsible for recommending or accepting particular actions. 

6.3 Typical Role/Duties 

(a) Recruit and select permanent and temporary staff for general positions; 

(b) Coordinate and submit consolidated reports; 

(c) Implement controls and systems to ensure resources are fully utilised and health service 

policies are implemented; 

(d) Develop and present training programs; 

(e) Liaise with senior staff to obtain and present information; 

(f) Allocate and control staff and resources to ensure activities of the work area are carried 

out efficiently and effectively; 

(g) Monitor safe work practices and security standards to maintain a safe and secure 

environment; 

(h) Assist staff with problems, and recommend action to be taken. 

7. GRADE 4  

7.1 Description 








 

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(a) Positions at this level are regarded as middle management in control of a medium 

workforce; or 

(b) administrators managing a function, or an experienced specialist role within a particular 

technical or professional discipline. 

7.2 Work Level Standard 

(a) Positions require proficiency in the use of broad technical or administrative processes 

through a number of years of experience in the field or to be a tertiary graduate with a 

number of years experience in the field.  They require understanding and/or leadership 

across an activity, which may need coordination with other activities.  Considerable 

persuasive skills are required for successful adoption of operational schedules and to gain 

cooperation of the workforce.  

(b) The broad parameters of the job are well known but are often diverse and require 

judgement in selecting the appropriate action.  Problems are generally manageable and 

solutions guided by precedent and practice. 

(c) Management positions are accountable for the scheduling and implementation of major 

work programs within defined budgets and policy guidelines.  Specialist jobs provide 

authoritative advice to peers and more senior positions in the discipline.  As such all 

positions are predominantly responsible for the action undertaken. 

7.3 Typical Role/Duties 

(a) Provide advice on techniques and procedures for occupational health and safety matters 

(including infection control); 

(b) Undertake quality and risk management programs to ensure the achievement of required 

standards; 

(c) Develop rosters for the cleaning of all wards and presentation of gardens involving up to 

100 staff; 

(d) Prepare reports on service delivery development and undertake special projects for the 

health service and Department of Human Services/Department of Health;  

(e) Review the staff profile and adjust where necessary to maintain the integrity of reports 

and the internal staff profile, advise on funding available for staffing requirements; 

(f) Oversee and contribute to the formulation, implementation and ongoing review of staff 

induction and training programs; 

(g) Collaborate with senior management, Medical Officers, injured Employees, Unions and 

rehabilitation providers to devise, plan and implement rehabilitation programs;  

(h) Review existing computer software effectiveness with a view to enhancing its 

functionality and develop software to meet new requirements; (to be re-visited)  

(i) Prepare and interpret financial budgets, annual returns and comparative monthly 

statements. 

8. GRADE 5  

8.1 Description  








 

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(a) Positions at this level are senior managers, professionals and specialists who are generally 

responsible for a significant operational area, function or department within a division or 

health care services unit; or 

(b) multi-function manager of smaller health services providing a range of services across the 

agency.  

8.2 Work Level Standard 

(a) A high degree of proficiency in the use of technical or administration processes through 

extensive experience would be typical at this level along with appropriate qualifications.  

Understanding and leadership across a number of activities within the major program 

require considerable coordination skills.  It also requires persuasive ability to gain the 

commitment of peers and subordinates in the identification of action plans and managing 

progress where there are competing activities.  

(b) Although work assignments apply familiar techniques and methods, there is also a 

requirement to recommend the modification or adaptation of techniques and methods 

that impact upon other areas of the agency.  These activities require the detailed analysis 

of the major alternatives, including cost impact and implications for implementation prior 

to the presentation of well thought through action plans.  

(c) Considerable latitude is provided to senior managers in the design of work programs, 

independent allocation of resources and control over budgets.  Nonetheless, the position 

operates within the constraints of agency policy/procedure, Department of Human 

Services/Department of Health guidelines and professional standards.  These positions 

are held accountable for significant projects or functions which involve a major 

requirement to make things happen, consistent with the established standards.  

8.3 Typical Role/Duties  

(a) Plan operating budgets and resource requirements to accommodate expanded facilities 

and services; 

(b) Investigate the supply needs of the organisation/s leading to the development of 

purchasing and inventory control programs required to achieve cost effective delivery 

schedule;  

(c) Inspect suppliers, manufacturing and wholesale operations to ensure the achievement of 

minimum standards of hygiene, product quality, distribution and storage standards; 

(d) Develop menus, oversee food preparation and presentation and manage food supply 

within budget limits for a medium health service; 

(e) Manage a range of services within a small health service covering patient services, 

finance, personnel, gardening, building maintenance and community relations; 

(f) Establish, manage and oversee consultative mechanisms and advise health service 

management on developing industrial and Employee-related issues; 

(g) Represent and advocate on behalf of the health service at industrial relations tribunals 

and in labour negotiations; 

(h) Conduct programmed audits into operational and financial procedures and the 

safeguarding of assets; 








 

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(i) Determine the performance of organisational units in the health service in respect of their 

financial planning, and control activities in compliance with management instructions, 

statements of policy and procedures, high standards of administrative practice and health 

service objectives. 

9. GRADE 6  

9.1 Description  

(a) Positions at this level are senior managers of large divisions; or  

(b) expert managers of complex/advanced functions with agency-wide application; or  

(c) executives of smaller or district health services providing a range of services across the 

agency; or  

(d) senior managers of a number of varied functions across the health service. 

9.2 Work Level Standard 

(a) At this level, positions require specialised knowledge resulting from years of experience 

in health service management. Appropriate tertiary qualifications are typically required 

at this level.  The knowledge required spans several disciplines and there is a requirement 

for integration of a range of associated operations as part of a major program delivery.  

There is a requirement for persuading others to adopt a particular course of action where 

there are competing objectives and priorities plus a variety of outcomes. 

(b) Standard systems, methods and procedures are determined by positions at this level for 

adherence across a health service or group of specialised health care services.  This 

requires extensive analytical skills in interpreting service needs, general guidelines, local 

conditions and the achievability of the desired results.  

(c) Management positions typically follow operating precedent and procedure but there is 

latitude in the emphasis given across a range of projects or services.  Similarly, positions 

have a role in the development of business plans, new operation targets and the 

apportionment of total resources, but there are others who are predominantly 

responsible for the determination of these aspects.  Technical/professional positions are 

regarded by professional peers as expert in the disciplines covering a complete function 

where the advice rendered would only be challenged by other experts.  In all cases, the 

position is held accountable for the integrity of the service/project/advice and the 

achievement of significant standards of performance benefiting the entire agency. 

9.3 Typical Role/Duties  

(a) Prepare economic and demographic forecasts as part of an overall planning process to 

determine the future growth and services of the health service; 

(b) Develop financial control systems, budget guidelines and reporting mechanisms so that 

the health service Executive and Board have a complete understanding of the financial 

viability, efficiency and future options for resource management; 

(c) Direct and control a range of technical and engineering services covering plant, building 

and grounds maintenance, capital and minor works, plant and equipment assessment, 

energy management, and reticulation of electricity, water, gases; 








 

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(d) Direct and control a significant service function in a medium to large health service, 

determining staffing, training, supply and expenditure needs for the division; 

(e) Oversee and direct the provision of a comprehensive patient food service, as well as an 

extensive non-patient service through varied on-site food service outlets, including staff 

cafeteria, coffee shop, bistro/snack bar; 

(f) Advise and counsel management and senior staff on human resource issues, such as 

disciplinary matters, the identification of new work practices to reduce budget overruns, 

consultative strategies, training needs and management obligations. 

10. GRADE 7  

10.1 Description 

(a) Positions at this level are executives of small heath services administered with the 

assistance of a central or regional organisation; or  

(b) the executive managing a number of smaller health services annexed to a medium to large 

regional health service; or  

(c) manager in charge of a principal division/department of a medium to large health service. 

10.2 Work Level Standard 

(a) At this level, the emphasis is on the management of a range of service support activities 

or the management of a major division in a medium sized health service.  Appropriate 

tertiary qualifications are typically required at this level.  Activities would embrace the 

planning, organising, directing and controlling of subordinate staff that in turn have 

specific technical responsibilities.  This requires leadership to gain full integration of 

support activities affecting the total health service.  Positions would require a specialised 

knowledge resulting from years of experience in administration and management as well 

as in their field of expertise. 

(b) Operating policy and standards to be applied across the health service are established by 

positions at this level.  A good understanding of the health system is required for the 

position to identify innovative solutions to complex matters affecting the whole of the 

service delivery. 

(c) Direction of the work program is defined in terms of results to be achieved within agreed 

budgets, the effectiveness of outcomes being subject to ongoing executive, Board and/or 

Departmental review.  Principal management positions within a medium to large health 

service would provide advice and report to executive positions.  Executive positions 

independently managing small health services with a high degree of delegation would be 

accountable for the management, administration and operation of such small health 

services, but would seek advice from their professional peers within a larger health 

service. 

10.3 Typical Role/Duties 

(a) Direct and control a range of services within a small health services covering industrial 

relations, personnel, finance, accounts, patient services, buildings and grounds 

maintenance, plus community relations; 








 

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(b) Prepare, manage and monitor the health service’s budget including the examination of 

resource utilisation and redeployment of resources to areas to meet priority needs; 

(c) Monitor budget and patient throughput targets and take remedial action to ensure that 

each small or annexed health service meets the conditions of its Health Service 

Agreement; 

(d) Administer and control the financial management and accounting functions of the health 

service, resulting in guidance to management on the most efficient and effective manner 

in which the financial resources of the health service can be best utilised; 

(e) Provide the management of the health service with information and data that will assist 

in establishing short, medium and long term goals to ensure that the future planning and 

direction of the agency is aimed at providing an optimum level of patient and community 

care. 

11. GRADE 8 

11.1 Description 

(a) Typically positions at this level operate at the executive level; or  

(b) Managers in control of a substantial division/department or facility in a large health 

service; or 

(c) Chief Executives of small hospitals or community health centres. 

11.2 Work level standards 

(a) At this level, the principal emphasis is management of major and large activities 

embracing the planning, organising, directing and controlling of subordinate staff that in 

turn have managerial responsibilities.  This requires leadership at both a technical and 

human resource level to gain maximum integration of diverse activities affecting the total 

health service.  Negotiation with external groups on difficult and sensitive health care and 

service delivery issues would be a regular feature of jobs at this level.  

(b) In addition to setting the standards of service across the health service, this position is 

required to understand community and government needs in relation to health care.  This 

provides the framework for positions at this level to create new services, establish new 

service standards or reallocate/redesign the ways in which such services are provided to 

the community.  

(c) Direction of the work program is defined in terms of results to be achieved within agreed 

budgets but with methods being suggested and seldom specified in detail.  Judgements 

on the effectiveness of outcomes are subject to ongoing review and there is a 

requirement to report to other executives and the Department of Human 

Services/Department of Health on major issues.  Within this context, it is clearly the 

responsible manager in the areas of delegated accountability. 

11.3 Typical Role/Duties 

(a) Develop and implement plans for future expansion of services and facilities to meet 

emerging community health needs and operating efficiency constraints; 








 

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(b) Direct and control subordinate managers in control of environmental services, linen 

services, engineering and technical services, human resources, supply, catering, patient 

services, management information services and public relations; 

(c) Represent the health service in meetings with external professional organisations and the 

Department of Human Services/Department of Health in order to facilitate improved 

service standards and achievement of budget constraints; 

(d) Authorise statutory and other reports as required by the Department of Human 

Services/Department of Health in relation to service delivery standards and budget status; 

(e) Direct and control the full range of services for a small, independent health service, which 

may include an attached nursing home, including policy development and planning for 

the short and longer term development of the health services; 

(f) Control the accounting and financial reporting functions of business, investment and 

operational units which are conducted independently of the hospital's operating and 

funding arrangements; 

(g) Direct and control the management and operation of the Central Linen Service providing 

administrative direction, financial controls, capital replacement and development plans, 

as well as the determination of a cost structure for the supply of linen to metropolitan 

hospitals. 

12. GRADE 9 

12.1 Description 

(a) Positions at this level are Chief Executives of district hospitals or Community Health 

Centres or equivalent; or 

(b) An executive managing the principal functions in a major, multi-faceted, multi-campus 

institution. 

12.2 Work Level Standards 

(a) At this level, a thorough understanding of health care administration and health care 

issues is required in order to manage large and complex services, obtain maximum 

productivity from a large workforce and integrate all aspects of health care. In addition to 

the direct management of all administrative support functions, positions at this level are 

required to directly influence clinical and clinical support service delivery. Negotiations at 

this level occur with professional specialists and significant community representatives in 

regard to service delivery, facilities and resource requirements.  

(b) Because many of the issues are complex and require considerable interpretation, to the 

major health care issues, this position is required to develop proposals to identify the 

future plans for the health service and the nature of its services.  Influencing factors are 

diverse and choice often requires a synthesis of opinions, detailed analysis of options and 

presentation of achievable plans.  Support in the management of these issues may be 

provided, as appropriate, through the Chief Executive, Medical and Nursing Directors, or 

Executive managers, Department of Human Services/Department of Health 

representatives and expert consultants in specialist fields. 








 

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(c) The achievement of results is substantially vested in this position allowing considerable 

autonomy in the deployment of allocated resources and management of project plans.  

At the same time, there is limited freedom to initiate and commit the health service to 

new ventures without approval from the key stakeholders and Chief Executive/Board.  

Within the context of approved policy, the position can commit the organisation to major 

expenditure programs and can act as spokesperson in public forums. 

12.3 Typical Role/Duties  

(a) Undertake major special projects that substantially reshape the future health care service 

for a major health service; 

(b) Direct and control a comprehensive human resource function in a major or multi-faceted, 

multi-campus health service providing strategic advice to the Executive, and directing a 

range of activities including workforce planning; organisation and policy development; 

industrial relations; salary administration; occupational health and safety policy, training 

and procedures; rehabilitation and WorkCover claims management and representation; 

personnel administration; staff development and training; staff counselling and the 

selection, recruitment and termination of Employees; 

(c) Manage the full range of administrative and support functions and services for a large 

health service, identify outcomes, resources and standards of operation and manage 

specific issues, to improve operating efficiency and effectiveness; 

(d) Manage an executive relationship with Unions which involves the identification of issues 

and strategies for the consultative involvement of staff through elected representatives, 

as well as the negotiation of disputes which may occur from time to time; 

(e) Liaise and negotiate with Department of Human Services/Department of Health on health 

service-wide policy matters; including resources, health care delivery, capital works and 

other matters; 

(f) Direct the health service’s planning activities and provide leadership and overall guidance 

in both the administration and operation of a district hospital; 

(g) Advise the Board of Management on matters of policy, financial planning, service needs 

and delivery, legal and statutory obligations and any other matters affecting the service 

delivery of a small-medium hospital. 

13. GRADE 10  

13.1 Description  

(a) Positions at this level are senior executives of a major health service or equivalent. 

13.2 Work Level Standards  

(a) At this level, positions require a full understanding of public health care issues plus health 

system management.  The management role covers all aspects of health care provided by 

a major health service including funding, standards of clinical practice and clinical support 

service delivery and long term planning of resources and future services.  Negotiations at 

this level require skill to persuade the CEO and the Board of Management, executive 

representatives of the Department of Human Services/Department of Health and all 

levels of government plus community representation.  








 

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(b) A requirement at this level is to develop short, strategic plans to meet the requirements 

of the local community, match Department of Human Services/Department of Health 

standards and ensure appropriate standards of health care delivery.  In developing 

proposals and implementation plans, positions at this level are provided with latitude but 

are required to ensure that all aspects are fully explored and acceptable to the key 

stakeholders.  

(c) Broad operating policies are provided from the Executive and the Board and/or 

Department of Human Services/Department of Health along with an understood level of 

health care delivery for the local community.  The allocation and organisation of all 

resources relating to principal functions are determined by positions at this level covering 

all aspects of the health service’s activities.  All executives at this level are held 

accountable for the achievement of the total health care delivery and service standards 

for the health service. 

13.3 Typical Role/Duties  

(a) Develop, negotiate and implement budgets covering all aspects of the health service’s 

activities; 

(b) Set policy and procedures for the effective and efficient running of the health service and 

delivery of health care; 

(c) Control and manage non-clinical services within a health service, as the senior executive, 

providing executive support and relief to the Chief Executive, and financial advice to the 

Board of Management; 

(d) Develop and implement policies, programs and procedures for the health service; 

(e) Managing a principal function the operations of a medium-sized or a large regional 

Hospital and ensure that resources are allocated appropriately in order to achieve targets 

within the budget parameters. 

14. GRADE 11 

14.1 Description  

(a) Positions at this level are Chief Executives of large, regional health services or of a 

comparable specialist function health service OR  

(b) a senior executive of a major multifaceted, multi-campus health service. 

14.2 Work Level Standard  

(a) At this level, positions require a thorough knowledge and expertise in health care issues 

and health service management. The management role covers all aspects of health care 

provided by large, regional health services, including funding, standards of clinical practice 

and clinical support service delivery and long term planning of resources and future 

services, or the management of significant non-clinical operations. Negotiations at this 

level require skill to persuade Boards of Management, Executive representatives of the 

Department of Human Services/Department of Health and government representation.  

(b) At this level, positions are likely to be required to identify major health care trends and 

develop strategic plans to meet the community requirements, Department of Human 

Services/Department of Health standards and ensure appropriate standards of health 








 

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care delivery. The management plans and health service delivery standards developed by 

this job would be regarded by peers and health care experts as innovative and applicable 

throughout the health industry.  

(c) CEO positions at this level manage large health services, and are accountable for the full 

range of operations. The Board and/or the Department of Human Services/Department 

of Health provide broad operating policies, and positions would exercise judgement to 

achieve planned results.  

(d) Senior executives would operate with considerable flexibility and autonomy in the 

determination of strategies, budget allocation and major projects undertaken according 

to Board delegations. 

14.3 Typical Role/Duties  

(a) Develop, negotiate and implement budgets covering all aspects of the health service’s 

activities.  

(b) Direct and control the delivery and provision of health care services which may include 

providing primary and secondary care and administrative support to other health services.  

(c) Initiate, develop and implement plans, policies and procedures designed to achieve high 

quality health and patient care.  

(d) Develop short, medium and long term capital, resource and service delivery development 

plans and direction. 

(e) Negotiate the Health Service’s Funding Agreement with the Department of Human 

Services/Department of Health. 

15. GRADE 12  

15.1 Description  

(a) Positions at this level are Chief Executives of large health services that typically consist of 

a number of sites or a comparable specialist health service.  

15.2 Work Level Standard  

(a) At this level, positions require substantial knowledge and expertise in local and state-wide 

public health care issues and health service management. The management role covers 

all aspects of health care provided by major health services including funding, standards 

of clinical service delivery and long term planning of resources and future services. 

Negotiations at this level require skill to persuade Boards of Management, Executive 

representatives and Department of Human Services/Department of Health and 

government representation.  

(b) At this level, positions are required to anticipate research and identify major health care 

trends and develop short and long term plans. Considerable judgement is required to 

ensure that all aspects of these plans and new services meet all the requirements of all 

stakeholders. As a result of initiatives undertaken by jobs at this level, it would be 

expected that programs could be adopted at other health services and substantially 

improve the standard of health care in the whole community.  








 

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(c) The position is accountable for total health care service, cost effective delivery and 

implementation of long terms development plans. Considerable flexibility and autonomy 

is exercised by Chief Executives in the determination of organisational strategies, budget 

allocation and major projects undertaken within broad delegations from the Board.  

15.3 Typical Role/Duties  

(a) Develop and implement service delivery plans and meet changing health care needs.  

(b) Establish corporate structure and formal delegation of responsibilities. 

(c) Ensure that the financial management requirements are met. 

16. GRADE 13  

16.1 Description 

(a) Positions at this level are Chief Executives of major, multi-faceted and multi-campus 

health services requiring a stature that clearly places the job at the most senior level in 

the industry. The position manages of an extremely large and diverse workforce and 

controls a substantial operating budget. 

(b) The position manages an organisation with an extremely large and diverse and controls a 

substantial operating budget. The health service provides a comprehensive integrated 

health care service to people in the suburbs of metropolitan Melbourne and nearby 

catchment populations. 

(c) The services include public hospital services; aged in-patient, community and home care 

services; and in-patient and community mental health services.  

(d) The organisation is affiliated with a University for teaching medical and postgraduate 

nursing students and for postgraduate study and medical research. 

16.2 Work Level Standard  

(a) Positions require a substantial knowledge and expertise in local and state-wide public 

health care issues and health service management. The management role covers all 

aspects of health care for a major multi-faceted and multi campus health service including 

funding, standards of clinical service delivery and long term planning of resources and 

future services. Negotiations at this level require skill to persuade Boards of Management, 

Executive representatives and Department of Human Services/Department of Health and 

government representation.  

(b) At this level, positions are required to anticipate research and identify major health care 

trends and develop short and long term plans. As such there is considerable professional 

judgement to be exercised, to ensure that all aspects of these plans and new services 

meet all the requirements of the various stakeholders. As a result of initiatives undertaken 

by jobs at this level, it would be expected that programs could be adopted at other health 

services and substantially improve the standard of health care in the whole community.  

(c) Positions at this level manage major multi-faceted and multi-campus health care services. 

The position is accountable for total health care service, cost effective delivery and 

implementation of long terms development plans. The position is responsible for 

controlling a substantial operating budget. Considerable flexibility and autonomy is 








 

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exercised by Chief Executives in the determination of organisational strategies, budget 

allocation and major projects undertaken within broad delegations from the Board.  








 

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SCHEDULE C – HEALTH AND ALLIED SERVICES EMPLOYEES CLASSIFICATION STRUCTURE  

1. SKILL LEVELS  

1.1 Level 1 

(a) An Employee at this level: 

(i) works within established routines, methods and procedures; 

(ii) has minimal responsibility, accountability or discretion; 

(iii) works under direct or routine supervision, either individually or in a 

team; and 

(iv) no previous experience or training is required. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services Basic food preparation; the cooking of basic meals; 

cleaning of food preparation and consumption 

areas and cooking equipment and utensils and the 

serving and delivery of meals. 

Food and Domestic Services Assistant 

- Other Cook 

General Services Cleaning; assisting a gardener and basic 

maintenance work. 

Cleaner  

Assistant Gardener 

Maintenance/Handyperson (Unqualified) 

1.2 Level 2 

(a) An Employee at this level: 

(i) works within established routines, methods and procedures; 

(ii) has limited responsibility, accountability or discretion; 

(iii) may work under limited supervision, either individually or in a team; 

(iv) possesses communication skills and 

(v) requires on-the-job training and/or specific skills training or 

experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 






  

  



 

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 A window or other specialist cleaner and 

gardening work requiring no formal qualifications; 

general housekeeping functions. 

Cleaner cleaning windows  

Gardener (non-trade) 

Technical, Clinical and 

Personal Care 

Red Cross Aide 

1.3 Level 3 

(a) An Employee at this level: 

(i) is capable of prioritising work within established routines, methods 

and procedures; 

(ii) is responsible for work performed with a limited level of 

accountability or discretion; 

(iii) works under limited supervision, either individually or in a team; 

(iv) possesses sound communication skills; and 

(v) requires specific on-the-job training and/or relevant skills training or 

experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services An unqualified (non-trade) cook employed as a 

sole cook in a kitchen or an unqualified (non-

trade) cook providing specialist cooking functions. 

Cook Employed Alone   

General Services Driving small vehicles (1.25 tonnes or less) within 

and between establishments. 

-      Driver 1.25 Tonne or less 

1.4 Level 4 

(a) An Employee at this level: 

(i) is capable of prioritising work within established routines, methods 

and procedures; 

(ii) is responsible for work performed with a medium level of 

accountability or discretion; 

(iii) works under limited supervision, either individually or in a team; 

(iv) possesses sound communication and/or arithmetic skills; and  

(v) requires specific on-the-job training and/or relevant skills training or 

experience. 






  



 

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(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services An Employee whose primary function is to liaise 

with patients and staff to obtain appropriate 

meal requirements of patients, and to tally and 

collate the overall results. 

Food Monitor 

1.5 Level 5 

(a) An Employee at this level: 

(i) is capable of prioritising work within established policies, guidelines 

and procedures; 

(ii) is responsible for work performed with a medium level of 

accountability or discretion; 

(iii) works under limited supervision, either individually or in a team; 

(iv) possesses good communication, interpersonal and/or arithmetic 

skills; and 

(v) requires specific on-the-job training, may require formal 

qualifications and/or relevant skills training or experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

General Services An Employee performing dedicated security 

functions; an Employee performing transport 

related functions, including drivers of 

intermediate sized vehicles (1.25 tonnes to 3 

tonnes and Security Officer Grade 1. 

Driver 1.25 Tonne to 3 Tonne     

Technical, Clinical and 

Personal Care 

Senior Red Cross Aide 

1.6 Level 6 

(a) An Employee at this level: 

(i) is capable of prioritising work and exercising discretion within 

established policies, guidelines and procedures; 

(ii) is responsible for work performed with a medium level of 

accountability; 

(iii) works under limited supervision, either individually or in a team; 






  



 

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(iv) possesses well developed communication, interpersonal and/or 

arithmetic skills; and 

(v) requires substantial on-the-job training, may require formal 

qualifications and/or relevant skills training or experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

General Services An Employee performing transport related 

functions, including drivers of non-articulated 

vehicles over three tonnes. 

Driver over three Tonne  

Technical, Clinical and 

Personal Care 

-      First Aid Attendant (in commercial or industrial 

undertakings)  

1.7 Level 7 

 An Employee at this level: 

(i) is capable of prioritising work and exercising discretion within 

established policies, guidelines and procedures; 

(ii) is responsible for work performed with a substantial level of 

accountability; 

(iii) works either individually or in a team; 

(iv) possesses well developed communication, interpersonal and/or 

arithmetic skills; and 

(v) requires substantial on-the-job training, may require formal 

qualifications at trade or certificate level and/or relevant skills training 

or experience. 

 Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services A Cook with relevant qualifications. 

Second Cook Grade D  

Trade Cook   

General Services A handyperson with Trade qualifications 

performing general maintenance duties; a 

gardener with Trade qualifications performing 

general gardening duties; a dedicated Security 

Officer required to regularly access computers in 

the course of the Employee’s employment and/or 

has been provided with relevant training; an 

(c) 

(d) 






  

  



 

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Employee performing transport related functions, 

including drivers of articulated vehicles. 

Maintenance/Handyperson (Trade)  

Gardener (Trade)  

Driver articulated 12-13 Tonnes  

-      Security Officer Grade 2  

1.8 Level 8 

(a) An Employee at this level: 

(i) is capable of functioning semi autonomously, and prioritising their 

own work within established policies, guidelines and procedures; 

(ii) is responsible for work performed with a substantial level of 

accountability; 

(iii) works either individually or in a team; 

(iv) may require basic computer knowledge or be required to use a 

computer on a regular basis; 

(v) possesses administrative skills and problem solving abilities; 

(vi) possesses well developed communication, interpersonal and/or 

arithmetic skills; and 

(vii) requires substantial on-the-job training, may require formal 

qualifications at trade or certificate level and/or relevant skills training 

or experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services A Cook or Chef with relevant qualifications. 

Chef Grade D  

-      Second Cook Grade C  

1.9 Level 9  

(a) An Employee at this level: 

(i) is capable of functioning with a high level of autonomy, and 

prioritising their own work within established policies, guidelines and 

procedures; 

(ii) is responsible for work performed with a substantial level of 

accountability and responsibility; 

(iii) works either individually or in a team; 

(iv) may require comprehensive computer knowledge or be required to 

use a computer on a regular basis; 






  



 

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(v) possesses administrative skills and problem solving abilities; 

(vi) possesses well developed communication, interpersonal and/or 

arithmetic skills; and 

(vii) may require formal qualifications at post-trade or Advanced 

Certificate or Associate Diploma level and/or relevant skills training or 

experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services A Cook or Chef with relevant qualifications. 

Second Cook Grade B  

-      Chef Grade C  

General Services A Maintenance/Handyperson or Gardener with 

post-trade qualifications or specialisation and who 

is required to work autonomously. 

Maintenance/Handyperson (Advanced)  

-      Gardener (Advanced)  

1.10 Level 10 

(a) An Employee at this level: 

(i) is capable of functioning autonomously, and prioritising their own 

work within established policies, guidelines and procedures; 

(ii) is responsible for work performed with a substantial level of 

accountability and responsibility; 

(iii) works either individually or in a team; 

(iv) may require comprehensive computer knowledge or be required to 

use a computer on a regular basis; 

(v) possesses administrative skills and problem solving abilities; 

(vi) possesses well developed communication, interpersonal and/or 

arithmetic skills; and 

(vii) will most likely require formal qualifications at trade or Advanced 

Certificate or Associate Diploma level and/or relevant skills training or 

experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services A Cook or Chef with relevant qualifications. 






  



 

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Chef B  

-      Second Cook A  

1.11 Level 11 

(a) An Employee at this level: 

(i) is capable of functioning autonomously, and prioritising their own 

work and the work of others within established policies, guidelines 

and procedures; 

(ii) is responsible for work performed with a substantial level of 

accountability and responsibility; 

(iii) may supervise the work of others, including work allocation, rostering 

and guidance; 

(iv) works either individually or in a team; 

(v) may require comprehensive computer knowledge or be required to 

use a computer on a regular basis; 

(vi) possesses developed administrative skills and problem solving 

abilities; 

(vii) possesses well developed communication, interpersonal and/or 

arithmetic skills; and 

(viii) may require formal qualifications at trade or Advanced Certificate or 

Associate Diploma level and/or relevant skills training or experience. 

(b) Indicative tasks performed and indicative classifications at this level are: 

Classification Group Indicative Tasks Performed and Indicative 

Classifications 

Food Services A Cook or Chef with relevant qualifications; 

supervision, work allocation and rostering and/or 

guidance of staff. 

Chef Grade A  

-      Food Services Supervisor  

General Services Supervision, work allocation, on-the-job training 

and rostering and/or guidance of staff. 

Gardener Superintendent  

-      General Services Supervisor  

Technical, Clinical and 

Personal Care 

Supervision, work allocation and rostering and/or 

guidance of staff. 

-      Technical, Therapy and Personal Care 

Supervisor  

2. CLASSIFICATION DEFINITIONS 






  



 

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Food Services Classifications: 

2.1 Chef 

(a) Means a person employed as such in a health service who may be required by the 

Employer to supervise staff, give any necessary instruction in all the branches of cooking, 

preparation of food service staff rosters, assist in the planning of meals, assist in the 

pricing of meals for departmental budgets, assist in the requisitioning and purchasing of 

all stores and to assist where necessary in the preparation and supervision of the plating 

of meals. 

(b) Chef Grade A 

(i) A chef employed in a hospital with more than 300 beds or a kitchen 

providing more than 2,000 meals on a daily average. 

(c) Chef Grade B 

(i) A chef employed in a hospital with 200 or more beds but less than 300 

beds or a kitchen providing more than 1,000 meals but less than 2,000 

meals on a daily average. 

(d) Chef Grade C 

(i) A chef employed in a hospital with more than 100 beds but less than 

200 beds or a kitchen providing more than 500 meals but less than 

1,000 meals on a daily average. 

(e) Chef Grade D 

(i) A chef employed in a hospital with less than 100 beds or a kitchen 

providing less than 500 meals on a daily average. 

2.2 Cook Employed Alone 

(a) Means a person employed as a sole cook who does not hold trade qualifications. 

2.3 Food and Domestic Services Assistant 

(a) Means a person employed to clean food preparation and consumption areas, cooking 

equipment and utensils and serve and deliver meals. 

2.4 Food Monitor 

(a) An Employee responsible to a catering and/or dietary department whose primary 

function is to liaise with patients and staff to obtain appropriate meal requirements of 

patients, and to tally and collate the overall results for the catering and/or dietary 

department. 

(b) Notwithstanding the provisions of clause 43 (Higher Duties), when the above duties are 

incidental to other duties performed, higher duties rates shall only apply when the above 

duties are performed for two hours or more in any day. 

2.5 Food Services Supervisor 

(a) Is a person appointed as such performing work which involves the supervision of staff 

within the food services stream of this award or the supervision of staff within a food 

services related department or section. Such a person would be responsible for 








 

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administrative duties such as work allocation, training, rostering and guidance of fifteen 

or more staff and may assist in the recruitment of staff. 

2.6 Second Cook 

(a) Means a person employed as such in a health service that assists the Chef in the discharge 

of their duties and whenever necessary relieves the Chef during any absence. 

(b) Second Cook Grade A  

(i) A second cook employed in a health service with more than 300 beds 

or a kitchen providing more than 2,000 meals on a daily average. 

(c) Second Cook Grade B 

(i) A second cook employed in a health service with 200 or more beds 

but less than 300 beds or a kitchen providing more than 1,000 meals 

but less than 2,000 meals on a daily average. 

(d) Second Cook Grade C 

(i) A second cook employed in a health service with more than 100 beds 

but less than 200 beds or a kitchen providing more than 500 meals 

but less than 1,000 meals on a daily average. 

(e) Second Cook Grade D 

(i) A second cook employed in a health service with less than 100 beds 

or a kitchen providing less than 500 meals on a daily average. 

2.7 Health Service Grading for Chef and Second Cook Classifications: 

(a) Grade A 

(i) A health service with more than 300 beds or a kitchen providing more 

than 2,000 meals on a daily average. 

(b) Grade B 

(i) A health service with 200 or more beds but less than 300 beds or a 

kitchen providing more than 1,000 meals but less than 2,000 meals on 

a daily average. 

(c) Grade C 

(i) A health service with more than 100 beds but less than 200 beds or a 

kitchen providing more than 500 meals but less than 1,000 meals on 

a daily average. 

(d) Grade D 

(i) A health service with less than 100 beds or a kitchen providing less 

than 500 meals on a daily average. 

(e) Hospital beds and daily average meals produced are taken from hospital annual returns 

to the Health Department Victoria, or other relevant materials, as of 30 June of the 

preceding year. 

General Services Classifications: 








 

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2.8 Assistant Gardener 

(a) Means a person engaged to assist a gardener. 

2.9 Cleaner – Windows 

(a) Means a person cleaning external windows where any part of the window to be cleaned 

is more than four and a half metres (4.5 metres) from the ground or balcony. Provided 

that the window is cleaned from the outside of the building. 

2.10 Driver 1.25 Tonnes 

(a) Means a person employed to drive small vehicles (1.25 Tonnes or less) within and 

between establishments. 

2.11 Driver 1.25 – 3.0 Tonnes 

(a) Means a person employed to perform transport related functions, including drivers of 

intermediate sized vehicles (1.25 to 3.0 Tonnes). 

2.12 Driver Over 3.0 Tonnes 

(a) Means a person employed to perform transport related functions, including drivers of 

non-articulated vehicles over 3.0 Tonnes. 

2.13 Driver Articulated 12-13 Tonnes 

(a) Means an Employee performing transport related functions, including drivers of 

articulated vehicles. 

2.14 Gardener Advanced 

(a) Means a Gardener Trade who holds post-trade qualifications and is capable of, and 

required to work autonomously and is required to prioritise their own work with a 

substantial level of accountability and responsibility. 

2.15 Gardener (Non Trade) 

(a) Means an Employee engaged in the pruning or trimming of plants or trees; or in budding, 

propagating, planting or plotting; or like garden related functions. 

2.16 Gardener Superintendent 

(a) Means a Gardener Trade who is responsible for the supervision, work allocation, on the 

job training, rostering and/or guidance of gardening staff. 

2.17 Gardener Trade 

(a) Means a tradesperson gardener who has satisfactorily completed the approved 

apprenticeship course in gardening or who has been issued with an approved trade 

certificate. 

2.18 General Services Supervisor 

(a) Is a person appointed as such performing work which involves the supervision of staff 

within the general services stream of this award or the supervision of staff within a general 

services related department or section. Such a person would be responsible for 

administrative duties such as work allocation, training, rostering and guidance of fifteen 

or more staff and may assist in the recruitment of staff. 








 

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2.19 Handyperson Advanced 

(a) Is a Handyperson Trade who holds post-trade qualifications and is capable of, and 

required to work autonomously, and is required to prioritise their own work with a 

substantial level of accountability and responsibility. 

2.20 Handyperson Trade 

(a) Means a person employed as a handyperson who has satisfactorily qualified as a 

tradesperson under the Industrial Training Act 1975 or holds an equivalent qualification 

acceptable to the Employer. 

2.21 Handyperson (Unqualified) 

(a) Means a person employed to perform basic maintenance work. 

2.22 Cleaner 

(a) Means a person employed to perform basic cleaning functions in health services. 

2.23 Security Officer Grade 1 

(a) Means an Employee performing a dedicated security function involving the security of 

patients, staff or the facilities. 

2.24 Security Officer Grade 2 

(a) An Employee as per Security Officer Grade 1 who is required to regularly access 

computers in the course of their employment and/or has been provided with relevant 

training. 

Technical, Clinical and Personal Care Classifications: 

2.25 Technical, Therapy and Personal Care Supervisor 

(a) Is a person appointed as such performing work which involves the supervision of staff 

within the Technical, Clinical and Personal Care stream of this agreement, or the 

supervision of staff within a Technical, Therapy and Personal Care related department or 

section (but excluding Pathology Collectors). 

(b) Such a person would be responsible for administrative duties such as work allocation, 

training, rostering and guidance of fifteen or more staff and may assist in the recruitment 

of staff. 

3. ALLIED HEALTH ASSISTANT STRUCTURE 

3.1 Allied Health Assistant Grade 1 (Unqualified) 

(a) Is an unqualified person who is required to perform work of a general nature under the 

direct supervision of an Allied Health Professional.  The Assistant can work under 

supervision, either individually, or in a team performing a wide range of duties, for 

example; this may include collection and preparation of equipment, maintaining client 

contact details, monitoring clients to ensure that they follow their program.  

(b) An Allied Health Assistant Grade 1 will not be required to hold any qualifications.  Where 

an Allied Health Assistant Grade 1 seeks to obtain a Certificate III (Allied Health Assistance) 

from a registered training organisation during the life of this Agreement, (expiry date 

31/07/09), the Employer, where practicable, will assist the person to complete the 








 

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qualification.  Such assistance may include financial assistance, flexible rostering, 

supervised practice and/or study leave. 

(c) Automatic progression to grade 2 will occur upon the successful completion of the 

Certificate III in Health Services Assistance (Allied Health Assistance) based on the date of 

certification from the registered training organisation.  Note it is the responsibility of the 

Employee to provide evidence of their qualification. 

3.2 Allied Health Assistant Grade 2 (Qualified) 

(a) Is a qualified person who is required to perform work of a general nature under the 

supervision of an Allied Health Professional.   

(b) A mandatory requirement for this level is successful completion of at least the Certificate 

III (Allied Health Assistance) from a registered training organisation or its equivalent. 

(c) A qualified Allied Health Assistant performs a wide range of duties to support the work of 

Allied Health Professionals. 

(d) The Allied Health Assistant Grade 2 is able to: 

(e) Perform the full range of duties of a Grade 1. 

(f) Work directly with an Allied Health Professional; work alone or in teams under supervision 

following a prescribed program of activity. 

(g) Use communication and interpersonal skills to assist in meeting the needs of clients. 

(h) Accurately document client progress and maintain documents as required. 

(i) Demonstrate a capacity to work flexibly across a broad range of therapeutic and program 

related activities. 

(j) Identify client circumstances that need additional input from the Allied Health 

Professional. 

(k) Prioritise work and accept responsibility for outcomes within the limit of their 

accountabilities. 

3.3 Allied Health Assistant Grade 3 (Qualified) 

(a) Is a qualified person who is required to perform work of a general nature under the 

supervision of an Allied Health Professional.   

(b) An Allied Health Assistant Grade 3 is a person appointed as such.  A mandatory 

requirement for this level is successful completion of at least the Certificate IV (Allied 

Health Assistance) from a registered training organisation or its equivalent.  

(c) The Allied Health Assistant Grade 3 is able to: 

(i) Perform the full range of duties of a Grade 1 and Grade 2. 

(ii) Understand the basic theoretical principles of the work undertaken by 

the Allied Health Professional whom they are employed to support. 

(iii) Work with minimum supervision to implement therapeutic and 

related activities, including maintenance of appropriate 

documentation. 








 

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(iv) Identify client circumstances that need additional input from the 

Allied Health Professional, including suggestions as to appropriate 

interventions. 

(v) Demonstrate very good communication and interpersonal skills. 

(vi) Organise their own workload and to set work priorities within the 

program established by the Allied Health Professional. 

(vii) If required, to assist in the supervision the work being performed by 

Grade 1 and 2 Allied Health Assistants and those in training.  

4. PERSONAL CARE WORKER STRUCTURE 

4.1 The classification of Personal Care Worker, which was introduced from 15 April 2003, replaces 

the Nursing Attendant classification in low care/dual care residential aged care facilities. 

4.2 The terms low care, multiple (dual) care and high care residential aged care facilities have the 

following meanings: 

(a) Residential Aged Care Facility - means a facility in which residential aged care is provided 

pursuant to the Aged Care Act 1997 (Commonwealth) but excludes public sector 

institutions. 

(b) Low Care – means a residential aged care facility which only admits residents with a low 

care ACAS classification and does not offer or provide on a permanent basis services to 

residents with a high care ACAS classification. 

(c) Multiple (Dual) Care - means a residential aged care facility: 

(i) which admits residents with a low care AC-AS classification and 

provides or offers service to residents with a high care ACAS 

classification (aging in place); or 

(ii) that primarily admits residents with a low care ACAS classification, but 

is approved to and admits residents with a high care ACAS 

classification. 

(d) High Care - means a residential aged care facility which principally admits residents with 

a high care ACAS classification. 

(e) ACAS Classification - means the classification given to a care recipient/resident under the 

Aged Care Act 1997 (Commonwealth). 

4.3 Personal Care Worker Grade 1 

(a) Means a person employed in a low care or multiple (dual care) residential aged care 

facility or like service (but not including dedicated disability services or establishments 

respondent to the Residential and Support Services – Victoria – Award 1999) to provide 

personal care for disabled or aged persons in a residential aged care facility.  Such a person 

will assist with all personal and developmental needs under supervision. 

(b) A Personal Care Worker Grade 1 shall not be required to possess formal qualifications.  

They will be advised of this in writing upon appointment. 

4.4 Personal Care Worker Grade 2 








 

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(a) Means a person employed in an aged care service or like service (but not including 

dedicated disability services or establishments respondent to the Residential and Support 

Services – Victoria – Award 1999) to provide personal care for disabled or aged persons in 

a low care of multiple (dual) care residential aged care facility.  Such a person is required 

to undertake the duties of a Personal Care Worker Grade 1; and 

(b) A Personal Care Worker Grade 2 holds, at the time of engagement, a nationally accredited 

certificate at Australian Quality Framework Level 2 or 3 (or equivalent) awarded by a 

Registered Training Organisation; or is required by the organisation to obtain such a 

certificate as a condition of employment.  An Employee shall be advised of such a 

requirement in writing prior to undertaking the course, or by a verbal request that is 

subsequently reduced to writing. 

4.5 Personal Care Worker Grade 3 

(a) Means a person employed in an aged care service or like service (but not including 

dedicated disability services or establishments respondent to the Residential and Support 

Services – Victoria – Award 1999) to provide personal care for disabled or aged persons in 

a high care residential aged care facility.  Such a person is required to undertake the duties 

of a Personal Care Worker Grade 1; and 

(b) A Personal Care Worker Grade 3 holds, at the time of engagement, a nationally accredited 

certificate at Australian Quality Framework Level 3 (or equivalent) awarded by a 

Registered Training Organisation; or is required by the organisation to obtain such a 

certificate as a condition of employment.  An Employee shall be advised of such a 

requirement in writing prior to undertaking the course, or by a verbal request that is 

subsequently reduced to writing. 

5. CLERICAL/ADMINISTRATIVE SUPPORT SERVICES STRUCTURE 

5.1 This clerical classification structure replaces the pre-existing structure contained within the 

Health and Allied Services – Public Sector – Victoria Consolidated Award 1998. 

5.2 CLERICAL WORKER GRADE C 

(a) Description 

(i) Positions at Grade C level are regarded as experienced clerical staff 

working within a well defined work environment. 

(ii) Employees at this level are expected to input and extract data, 

provide information and occasionally produce reports.  They will be 

required to balance the operation of a number of clerical systems. 

(iii) Grade C positions have a level of discretion, depending upon the 

individual Employee’s experience and confidence, but any discretion 

is regulated by system protocols. 

(b) Work Level Standard 

(i) Grade C positions use clerical systems, administrative data, health 

service information and systems to undertake a number of mostly 

standard procedures, which are supported by protocols. 








 

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(ii) Positions at this level require mostly standard dealings with clinical 

staff and thoughtful direct dealings with the public and/or sensitive 

phone contact with the public.  These dealings are likely to occur in a 

ward-based setting that may have some similarities to the work in an 

emergency setting, but without the significant time and service 

pressures. 

(iii) Grade C positions are routinely required to operate one predominant 

data system, but may also utilise a small number of other support 

systems for particular information. 

(iv) System content is factual, involving standard and predictable 

transactions.  Care must be taken at all times to minimise errors. 

(v) Grade C positions can work individually within a mixed team or in a 

team of Employees with similar skills.  At all times they are 

accountable for their unique tasks.  When working within mixed 

teams they are expected to work cooperatively with others.  Within 

work teams doing similar work, Employees may rotate through a 

variety of tasks, as determined by managers, to provide varied work 

and achieve work area outcomes. 

(vi) Employees at this level may be asked, from time to time, to provide 

induction training for other like Employees. 

(vii) Work outcomes for Grade C positions are either checked by a 

supervisor or, if a sole operator, are audited by a work system.   

(viii) Communication within the work area focuses on well established, but 

a limited range of routinely required information. 

(ix) Grade C positions require a good understanding of hospital systems.  

Employees at this level are expected to understand hospital 

procedures, information requirements and protocols so they can be 

communicated confidently and supportively to members of the 

public. 

5.3 CLERICAL WORKER GRADE B 

(a) Description 

(i) Positions at Grade B level are regarded as experienced clerical staff 

working in more complex work environments or circumstances. 

(ii) In addition to the provision of information, the input and extraction 

of data and production of reports, Employees at this level may be 

required to manage a number of more complex information systems, 

balance their operation and provide routine data support to their 

team or manager. 

(iii) Grade B positions set their own work schedule, within limits.  

Employees at this level are expected to be responsive to 








 

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circumstances and regularly modify work priorities to meet their own 

and team needs. 

(b) Work Level Standard 

(i) Grade B level positions are responsible for using a range of data, 

information processes and systems, which are all supported by 

protocols. 

(ii) While systems used by positions at this level are standardised, the 

tasks are mostly performed under significant time and service 

pressures.  Employees usually work directly with time sensitive clinical 

staff and anxious members of the public, as would be experienced in 

an emergency department setting. 

(iii) Grade B positions are also those responsible for operating a number 

of more complex systems, and/or complex data integration between 

standard systems. 

(iv) System content is predominantly factual.  Reliance is placed on the 

data quality by those outside the work area and data errors bring risks 

to the reputation or standards expected of the wider work area. 

(v) Employee working in Grade C positions, but who are routinely 

required by management to provide on the job training, or routinely 

mentor like Employees who are learning a Grade C role, may be 

classified as Grade B. 

(vi) Grade B positions are expected to perform within formal or informal 

protocols under general supervision. 

(vii) Employees at this level usually work in a specialist role or under 

emergency department patient or clinical pressure.  They are 

expected to adapt their activities to suit the clinical or environmental 

circumstances they face. 

(viii) Communication within the work area is similar to Grade C, with the 

added requirement of coping with a more complex set of systems 

and/or a more pressurised work environment and/or more anxious 

members of the public.  The pressurised work environment and/or 

more anxious members of the public will most likely be found in an 

emergency or triage setting, rather than a ward-based setting. 

(ix) Grade B positions are required to focus on gaining public confidence, 

to simultaneously obtain information required by the hospital, while 

providing reassurance to members of the public. 

5.4 CLERICAL WORKER GRADE A 

(a) Description 

(i) Positions at Grade A level are the most complex clerical roles, 

providing high level knowledge, delivering unique team or specialist 

outcomes at a level equivalent to lower level administrative roles. 








 

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(ii) Employees at this level may be content specialists in a particular 

clerical function, or provide broad personalised secretarial support to 

a senior manager or clinical specialist. 

(iii) Grade A clerical positions plan their own work schedule, within limits, 

and adapt their schedule to the needs of the work area or manager.  

Employees at this level are required to exercise individual judgement. 

(b) Work Level Standard 

(i) Grade A level positions operate information, administrative and/or 

technical systems that require more judgement to track and manage.   

(ii) Data content and transactions at this level are varied and complex.  

Protocols exist, but judgement is required in the selection of the 

appropriate action. 

(iii) At this level, integration with other systems is standard and frequent.  

Interpretation is required, with the assessments made by Employees 

having an impact on decision making by others. 

(iv) Employees at this level are relied upon by others to provide factual, 

reliable and responsive information relevant to the work of others 

and the team, with errors directly impacting the work area’s 

reputation and performance. 

(v) Grade A positions are integral to the efficient operation of a more 

complex mixed skill team, or the performance of a senior manager or 

clinical specialist. 

(vi) Employees at this level are expected to provide higher level and 

unique support and/or training, leadership or mentoring for other like 

staff.  Employees may undertake supervision of other clerical workers, 

including allocating work and/or the rostering of staff. 

(vii) Specialists in the work area use the information provided by Grade A 

positions in making decisions. So Employees at this level exercise 

autonomy and discretion, selecting from broadly defined options. 

(viii) Grade A positions require influencing skills to ensure that the 

information is effectively communicated within the work area, to the 

manager or clinical specialist and to the public in order to maximise 

work area performance and public confidence. 








 

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SCHEDULE D – DENTAL ASSISTANTS CLASSIFICATION STRUCTURE 

1. This classification structure applies only to Dental Assistants who are now employed by the 

Health Services covered by this Agreement but were previously employed by the Dental Health 

Services Victoria and it was agreed that their terms and conditions were to be maintained.  

2. Progression between pay points within each of the salary ranges in the classification structure 

is based on annual assessment under the Employer’s Performance Management Policy, as varied 

from time to time.  Provided that Employees engaged on or after 12 September 2005 shall not 

progress beyond Pay Point 2.5 within the Grade 2 salary range until such time as they have 

completed a Certificate III. 

3. The Employer shall classify each Dental Assistant employed under this Agreement at the 

appropriate level/classification within the four-level classification structure set out in this 

Schedule D. 

4. A Dental Assistant is an Employee who holds a Dental Assistant Certificate of Accreditation and 

badge issued by the Council of Australian Dental Association, or an equivalent standard of 

qualification/experience recognised by the Employer, and who provides clinical chair side 

assistant to dental practitioners. 

5. The following principles apply to progression between pay points within the four level Dental 

Assistant classification structure: 

5.1 Progression from Dental Assistant Grade 1(a) (newly qualified Dental Assistant with Certificate 

III) to Dental Assistant Grade 2 shall be subject to satisfactory completion of a mandatory 12 

month period at Grade 1(a).  Progression is from Pay Point 1.1 to Pay Point 2.1.  Subject to 

satisfactory completion of a mandatory 12 month period at Pay Point 2.1, an Employee shall 

progress to Pay Point 2.2. 

5.2 Progression from Dental Assistant Grade 1(b) (re-entry after three years outside the workforce) 

to Dental Assistant Grade 2 shall be subject to satisfactory completion of a mandatory 12 month 

period at Grade 1(b).  Progression is from Pay Point 1.2 to Pay Point 2.2. 

5.3 Employees engaged on or after 12 September 2005 shall not progress beyond Pay Point 2.5 

within the Grade 2 salary range until such time as they have completed a Certificate III. 

5.4 Progression between the classifications of Dental Assistant Grade 2 to Grade 3 – Senior Clinical 

Dental Assistant shall be by appointment only.  Progression between pay points within the Grade 

3 classification structure shall be based on annual performance assessment under the 

Employer’s Performance Management Policy. 

5.5 If a Grade 2 Dental Assistant is appointed to Grade 3 and at the time of the appointment is being 

paid at Pay Point 2.9, the Employee will be appointed to Pay Point 3.2.  In all other cases 

Employees shall be appointed to the base of the salary range. 

5.6 Progression between Grade 3 – Senior Clinical Dental Assistant and Grade 4 – Clinical 

Coordinator Dental Assistant shall be by appointment only.  Progression between pay points 

within the Grade 3 classification structure shall be based on annual performance assessment 

under the Employer’s Performance Management Policy. 








 

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5.7 If a Grade 3 Dental Assistant is appointed to Grade 4 and at the time of the appointment is being 

paid at Pay Point 3.5, the Employee will be appointed to Pay Point 4.2.  In all other cases 

Employees shall be appointed to the base of the salary range. 

  








 

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SCHEDULE E – DENTAL THERAPISTS, DENTAL HYGIENISTS AND ORAL HEALTH THERAPISTS 

CLASSIFICATION STRUCTURE 

 

1. This classification structure applies only to Dental Therapists, Dental Hygienists and Oral Health 

Therapists 

2. Subject to this Schedule E, a Therapist/Hygienist shall be eligible to progress annually to the next 

available salary point of their classification, subject to the Therapist/Hygienist demonstrating to 

the Employer that they have, over the preceding 12 months: 

2.1 Undertaken career development relevant to oral health and the services provided at the 
Employer's clinic or where this has not occurred, has entered into an arrangement where 
this will occur 

2.2 Satisfied the Employer's requirements as to throughput of clinical services and associated 
administrative duties. 

2.3 Fully complied with the Employer's operational policies and protocols as to infection 
control, clinical standards and response to emergency presentations 

2.4 Had minimal remedial interventions 

2.5 Achieved an appropriate level of patient satisfaction as to public patients treated 

2.6 Satisfied the progression assessment criteria provided for in the classification structure of 
this Agreement at clauses 62 and 61. 

2.7 Complied with the duties and responsibilities specified in their personal Position 
Description 

3. The progression assessment criteria are more particularly set out below. 

3.1 Progression between levels 

(a) Progression for a Therapist/Hygienist from a lower to a higher level shall be based 
on competencies and criteria listed in the Classification Structure of this 
Agreement. A Therapist/Hygienist may be accorded a higher classification 
subsequent to a performance review by the Employer. A Therapist/Hygienist may 
seek a reclassification at any given time following which the Employer is obliged to 
undertake a performance review. 

3.2 Progression between salary points within a given level 

(a) A Therapist/Hygienist will be assessed formally for progression to the next salary 
point, within the same level, annually. Assessment will be based on matching actual 
achievement for a given year against the key performance indicators formulated 
for Levels 1 and 2. Achievement of performance targets will result in progression to 
the next salary point. 

(b) A Dental Therapist/Hygienists who is qualified and registered as both a dental 
therapist and dental hygienist with the DBA (or successor) or qualified and 
registered as an oral health therapist shall be classified according to the appropriate 
Dual Qualified pay code for their classification level under clause 4 of this Schedule 
E, unless classified as a Graduate. 

4. The Employer shall classify each existing and new Therapist/Hygienist employed under this 
Agreement as a Therapist/Hygienist Graduate, Level 1, 2, 3 or 4. Classification competencies are: 

4.1 Graduate - Basic diagnostic and treatment skills for the broad range of patients in routine 
clinical situations. Capacity to recognise clinical limitations and seek support 








 

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4.2 Level 1 - Graduate skills plus - broader range of patient base including those with 
disabilities and more complex medical histories. Ability to independently provide a range 
of dental services within their scope of practice. Developing an understanding of dental 
public health principles. 

4.3 Level 2 - Level 1 skills plus - advanced skills in managing most difficult clinical situations, 
clients with more complex medical histories and those with disabilities. Ability to provide 
a broad range of efficient dental services within their scope of practice. Appropriate skills 
for the resolution of patient complaints. Should be able to act as a mentor to clinicians 
with less experience. High level of understanding of dental public health principles. 

4.4 Level 3 - Level 2 skills plus - highly advanced skills in managing all difficult clinical situations 
within their scope of practice, including complex medical histories and patients with 
disabilities. Ability to provide a highly advanced range of efficient dental services, rarely 
requiring support or advice from more senior clinicians within their clinical scope of 
practice. Ability to provide advice to other dental practitioners and accept referrals. Act 
as a mentor and supervisor to less experienced clinicians and/or undergraduate students. 
Well developed skills in clinical leadership, effective communication and, managing 
patient complaints. Capacity to participate and contribute to service developments and 
improvements. 

4.5 Level 4 - Level 3 skills plus – leadership and management skills including high level written 
and verbal communication skills, supervisory skills, ability to undertake staff reviews, 
ability to interpret financial reports and plan dental budgets. Ability to actively participate 
and contribute to service developments and improvements, including quality 
improvement initiatives. 








 

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Classification Description Indicative Occupation 

Graduate Under the general oversight of a more senior 
clinician performs basic dentistry consistent with 
their scope of practice and credentialing. This is the 
entry level for a graduate Therapist/Hygienist 
acquiring experience in dentistry 

Recently graduated 
Therapist/Hygienist 

Level 1 Performs routine dentistry consistent with their 
scope of practice and credentialing. This is a 
moderate skill level and includes the moderately 
experienced Therapist/Hygienist who is competent 
in basic tasks. May require regular professional 
support and mentoring. 

Therapist/Hygienist 
still gaining 
experience 

Level 2 An experienced Therapist/Hygienist who performs 
all dentistry within their scope of practice and 
credentialing. This is the broad based skill level. It 
encompasses an experienced Therapist/Hygienist 
who is competent in all general dental tasks and 
who would be expected to be familiar with and be 
able to exhibit a number of more advanced tasks 
that are commonly performed within their scope of 
practice. The Therapist/Hygienist at this level must 
have demonstrated a commitment to professional 
development, and may act as a mentor to less 
experienced staff when required. 

Experienced 

Therapist/Hygienist 

Level 3 A Level 3 Therapist/Hygienist includes an 
experienced Therapist/Hygienist who is widely 
recognised for their exceptional competence and 
has a proven record for carrying out a broad range 
of advanced and complex dental procedures within 
their scope of practice and credentialing. A Level 3 
Therapist/Hygienist frequently receives referrals 
from other dental practitioners and is called upon for 
dental advice within their scope of practice. A level 
3 Therapist/Hygienist has achieved a high level of 
clinical competence, provides leadership, 
communicates effectively both within their service 
and externally, participates in staff induction and 
professional development, and acts as a mentor and 
supervisor to less experienced staff and to students. 

Senior Clinical 

Therapist/Hygienist 

Position by appointment 

Level 4 A Level 4 Therapist/Hygienist is an experienced 
Therapist/Hygienist who in addition to advanced 
level clinical skills within their scope of practice and 
credentialing is responsible for the leadership and 
management of a clinical team of 3 or more 
equivalent full-time Employees. A Level 4 
Therapist/Hygienist possesses high level leadership 
and management skills, excellent communication 
and interpersonal skills and a high commitment to 
public health principles. A Level 4 
Therapist/Hygienist would typically be responsible 
for managing special projects and/or local budgets. 

Team Leader 

Position by appointment 






  

  



 

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5. Progression between levels and progression between salary points within a given level will be in 
accordance with the salary progression criteria detailed in the following tables: 

 








 

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Progression Criteria /Key 
Performance Indicators) 

Therapist/Hygienist Graduate Therapist/Hygienist Level 1 Therapist/Hygienist Level 2 

Clinical competency (To be 
considered in conjunction 
with Merri Health’s formal 
clinical review process to 

assess achievement of this 
indicator. 

• Undertake a clinical role associated 
with basic diagnostic and treatment 
skills together with the ability to 
recognise clinical limitations 

• In addition to Graduate skills, 

• Independently provide a range of 
services to a broader client base, 
including those with disability and 
or more complex medical histories, 
with greater efficiency 

• In addition to Level 2 skills, 

• Provide dental care under most 
difficult clinical situations, and 
rarely requiring support and advice 
from more experienced clinicians 

• Where required, should act as a 
mentor to less experienced staff 

Service quality 

• Provide clinical care consistent 
with organisation policies, 
standards and guidelines 

• Comply with dental record 
standards 

• Undertake appropriate patient 
referrals 

• Participate in the review and 
continuous improvement of the 
quality of clinical care including 
contribution to external 
accreditation processes 

• In addition to Graduate 
requirements, 

• Actively participate in the 
review and continuous 
improvement of the quality of 
clinical care including 
contribution to external 
accreditation processes 

• In addition to Level 1 
requirements, 

• Provide clinical support and 
advice to students, dental 
staff and less experienced 
Therapist/Hygienists, 
including conducting of 
clinical reviews 

Dental Public Health 

• Demonstrate basic knowledge 
and understanding of dental 
public health principles 

• Demonstrate developing 
knowledge and understanding 
of dental public health 
principles 

• Demonstrate a high level of 
understanding dental public 
health principles, including 
the capacity to impart such 
knowledge to less 
experienced dental staff 






  

  



 

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Progression Criteria /Key 
Performance Indicators) 

Therapist/Hygienist Graduate Therapist/Hygienist Level 1 Therapist/Hygienist Level 2 

Productivity 

• Achieve productivity 
benchmarks in accordance with 
Employer policies and guidelines 

• Achieve productivity 
benchmarks in accordance 
with Employer policies and 
guidelines 

Achieve productivity 
benchmarks in accordance 
with Employer policies and 
guidelines 

Infection control 

• Comply with infection control 
policy and guidelines 

• Demonstrate knowledge and 
understanding of guidelines 

• As per Graduate and 

• Demonstrate interest and 
commitment in the 
implementation and 
maintenance of infection 
control policy and protocol 

• As per Level 1 and 

• Assist in the implementation 
and maintenance of infection 
control policy and protocol, 
including identification of gaps 
and potential areas for 
improvement 

Occupational health and 
safety 

• Comply with occupational 
health and safety policy and 
guidelines 

• Demonstrate knowledge and 
understanding of guidelines 

• As per Graduate and 

• Demonstrate interest and 
commitment in the 
implementation and 
maintenance of occupational 
health and safety policy and 
protocol 

• As per Level 1 and 

• Assist in the implementation 
and maintenance of 
occupational health and 
safety policy and protocol, 
including identification of gaps 
and potential areas for 
improvement 

Teamwork and 
communication 

• Demonstrate ability to work 
within a team and exercise sound 
communication skills 

• Demonstrate flexibility in terms 
of task performance, (and work 
location and hours of work where 
appropriate) 

• As per Graduate and 

• Foster sound teamwork 
among dental program staff 
and other agency staff 

• As per Level 1 and 

• Demonstrate interpersonal 
skills in the liaison and 
networking with relevant 
professional and community 
groups 






  



 

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Progression Criteria /Key 
Performance Indicators) 

Therapist/Hygienist Graduate Therapist/Hygienist Level 1 Therapist/Hygienist Level 2 

Customer service 

• Demonstrate professional 
manner in dealing with clients 
and the 

public, including provision of 
appropriate responses to client 
enquiries and complaints 

• Refer complaints to senior 
clinicians 

• As per Graduate • As per Level 1 and 

• Demonstrate potential 
leadership in facilitating 
excellent customer service 

Administrative/procedural 

• Comply with administrative 
tasks as required 

• Ensure optimal and consistent 
use of Electronic Patient 
Management System 

• As per Graduate and 

• Undertake specific projects 
as required 

• As per Level 1 and 

• Ensure clinic administration 
tasks are undertaken within 
designated timelines 

• Ensure implementation of 
and adherence to relevant 
policy and guidelines 

• Undertake specific projects 
as required 






  



 

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Progression Criteria /Key 
Performance Indicators) 

Therapist/Hygienist Graduate Therapist/Hygienist Level 1 Therapist/Hygienist Level 2 

Professional / personal 
development 

• Demonstrate willingness to 
undertake professional 
development and continuing 
education, both work and self 
sponsored 

• Provide evidence of CPD as 
required by DBA 

• As per Graduate and 

• Assist in identification of 
professional development 
needs of dental program staff, 
and the implementation of 
programs to address such 
needs 

• As per Level 1 and 

• Identify professional 
development needs of dental 
program staff and assist in 
implementing program to 
address such needs 

• Present topics at 
seminars/meetings conducted 
by the organisation 

Clinic management 
• Follow management 
instructions and contribute to the 
day to day running of the clinic 

• Demonstrated interest in 
acquisition of clinic/program 
management skills 

• Demonstrated assistance in 
acquisition of clinic/program 
management skills 

 






  



 

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SCHEDULE F – SOCIAL AND COMMUNITY SERVICES EMPLOYEE CLASSIFICATION STRUCTURE 

 

1. DEFINITIONS 

1.1 Social work includes the assisting of an individual to achieve the best possible personal, family 

and social adjustment, the treatment of social problems by group techniques, research into 

social needs and anomalies and action undertaken to correct such needs and anomalies and 

community organisation. 

1.2 Welfare work includes: 

(a) Information collection and provision related to benefits and services and community 

resources available to clients; 

(b) Assistance in the resolution of specified problems; 

(c) Supportive counselling to clients without complex personal problems; 

(d) Direct service provision and care for people in residential settings, day and occasional care 

settings; 

(e) Referral and liaison to other professionals and agencies; 

(f) Community work including the organising of community facilities to meet gaps in services 

or developing community interest and action in providing for social welfare needs. 

1.3 Community development work means working with a community (as defined) to address 

issues, needs and problems for that community through facilitating collective solutions, by the 

use of one or more of the following: 

(a) Research and analysis of community issues, needs or problems; 

(b) Development and maintenance of community resources; 

(c) Community organisation; 

(d) Development, maintenance and evaluation of community programs; 

(e) Community policy development, interpretation and implementation; 

(f) Community planning; 

(g) Representation, advocacy, negotiation and mediation within and between communities, 

agencies, institutions and government; 

(h) Development and maintenance of networks; 

(i) Liaison with community groups, other workers and professionals, agencies and 

government; 

(j) Development and transfer of skills and knowledge in community organisation, community 

education, advocacy, resource development, cultural awareness and other relevant areas, 

within the community (as defined); 

(k) Public and community education and public relations; 

(l) Preparation and distributions of written, audio-visual and other material as required; 








 

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(m) Administrative tasks associated with the maintenance of community projects including 

preparation of submissions, reports of financial documentation; 

(n) Assisting individual members of a community in relation to other professionals, 

institutions, community agencies, government and other bodies; 

(o) Community campaign development and organisation; but excluding the predominant use 

of direct service delivery to clients, individual casework and counselling. 

(p) Community mean a group defined in geographical, cultural, economic, social, 

demographic, special interest and/or political terms and is deemed to include those based 

on gender, race, ethnicity, disability, workplace, residence or age and may be self-defined. 

1.4 Youth work means working with or for young people towards their personal and social 

development during their transition from childhood to adulthood, by use of one or more of the 

following functions: 

(a) Collection and distribution of materials and information pursuant to their development 

and need; 

(b) Assistance in the resolution of specific problems; 

(c) Provision of activities and facility management for leisure time; 

(d) Liaison with and referral to other professionals and agencies; 

(e) Supportive counselling to young people with personal problems or those confronting 

crisis; 

(f) Coordination of activities or facilities for the development of independent living skills. 

2. CLASSIFICATIONS 

2.1 Social and community services employee level 1 

(a) Characteristics of the level 

(i) A person employed as a Social and community services employee level 1 works 

under close direction and undertakes routine activities which require the practical 

application of basic skills and techniques. They may include the initial recruit who 

may have limited relevant experience. 

(ii) General features of work in this level consist of performing clearly defined activities 

with outcomes being readily attainable. Employees’ duties at this level will be 

closely monitored with instruction and assistance being readily available. 

(iii) Freedom to act is limited by standards and procedures. However, with experience, 

employees at this level may have sufficient freedom to exercise judgment in the 

planning of their own work within those confines. 

(iv) Positions at this level will involve employees in extensive on-the-job training 

including familiarisation with the goals and objectives of the workplace. 

(v) Employees will be responsible for the time management of their work and required 

to use basic numeracy, written and verbal communication skills, and where 

relevant, skills required to assist with lifestyle support. 








 

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(vi) Supervision of other staff or volunteers is not a feature at this level. However, an 

experienced employee may have technical oversight of a minor work activity. 

(vii) At this level, employers are expected to offer substantial internal and/or external 

training. 

(b) Responsibilities 

A position at this level applies established practices and procedures. 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualifications and/or training 

A. developing knowledge of the workplace function and operation; 

B. basic knowledge of administrative practices and procedures relevant to 
the workplace; 

C. a developing knowledge of work practices and policies of the relevant 
work area; 

D. basic numeracy, written and verbal communication skills relevant to the 
work area; 

E. at this level employers are required to offer substantial on-the-job 
training. 

(ii) Organisational relationships 

Work under direct supervision. 

(iii) Extent of authority 

A. Work outcomes are clearly monitored. 

B. Freedom to act is limited by standards and procedures. 

C. Solutions to problems are found in established procedures and 
instructions with assistance readily available. 

D. Project completion according to instructions and established procedures. 

E. No scope for interpretation. 

2.2 Social and community services employee level 2 

(a) Characteristics of the level 

(i) A person employed as a Social and community services employee level 2 will work 

under general guidance within clearly defined guidelines and undertake a range of 

activities requiring the application of acquired skills and knowledge 

(ii) General features at this level consist of performing functions which are defined by 

established routines, methods, standards and procedures with limited scope to 

exercise initiative in applying work practices and procedures. Assistance will be 

readily available. Employees may be responsible for a minor function and/or may 

contribute specific knowledge and/or specific skills to the work of the organisation. 

In addition, employees may be required to assist senior workers with specific 

projects. 








 

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(iii) Employees will be expected to have an understanding of work procedures relevant 

to their work area and may provide assistance to lower classified employees or 

volunteers concerning established procedures to meet the objectives of a minor 

function. 

(iv) Employees will be responsible for managing time, planning and organising their 

own work and may be required to oversee and/or guide the work of a limited 

number of lower classified employees or volunteers. Employees at this level could 

be required to resolve minor work procedural issues in the relevant work area 

within established constraints. 

(v) Employees who have completed an appropriate certificate and are required to 

undertake work related to that certificate will be appointed to this level. Where the 

appropriate certificate is a level 4 certificate the minimum rate of pay will be pay 

point 2. 

(vi) Employees who have completed an appropriate diploma and are required to 

undertake work related to the diploma will commence at the second pay point of 

this level and will advance after 12 full-time equivalent months’ satisfactory service. 

(b) Responsibilities 

A position at this level may include some of the following: 

(i) undertake a range of activities requiring the application of established work 

procedures and may exercise limited initiative and/or judgment within clearly 

established procedures and/or guidelines; 

(ii) achieve outcomes which are clearly defined; 

(iii) respond to enquiries; 

(iv) assist senior employees with special projects; 

(v) perform elementary tasks within a community service program requiring 

knowledge of established work practices and procedures relevant to the work area; 

(vi) perform tasks of a sensitive nature including the provision of more than routine 

information, the receiving and accounting for moneys and assistance to clients; 

(vii) assist with administrative functions; 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualification and/or training 

A. basic skills in oral and written communication with clients and other 
members of the public; 

B. knowledge of established work practices and procedures relevant to the 
workplace; 

C. knowledge of policies relating to the workplace; 

D. application of techniques relevant to the workplace; 








 

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E. developing knowledge of statutory requirements relevant to the 
workplace; 

F. understanding of basic computing concepts. 

(ii) Prerequisites 

A. an appropriate certificate relevant to the work required to be performed; 

B. will have attained previous experience in a relevant industry, service or 
an equivalent level of expertise and experience to undertake the range of 
activities required; 

C. appropriate on-the-job training and relevant experience; or 

D. entry point for a diploma without experience. 

(iii) Organisational relationships 

A. work under regular supervision except where this level of supervision is 
not required by the nature of responsibilities under 2.2(b) being 
undertaken; 

B. provide limited guidance to a limited number of lower classified 
employees. 

(iv) Extent of authority 

A. work outcomes are monitored; 

B. have freedom to act within established guidelines; 

C. solutions to problems may require the exercise of limited judgment, with 
guidance to be found in procedures, precedents and guidelines. 
Assistance will be available when problems occur. 

2.3 Social and community services employee level 3 

(a) Characteristics of this level 

(i) A person employed as a Social and community services employee level 3 will work 

under general direction in the application of procedures, methods and guidelines 

which are well established. 

(ii) General features of this level involve solving problems of limited difficulty using 

knowledge, judgment and work organisational skills acquired through qualifications 

and/or previous work experience. Assistance is available from senior employees. 

Employees may receive instruction on the broader aspects of the work. In addition, 

employees may provide assistance to lower classified employees. 

(iii) Positions at this level allow employees the scope for exercising initiative in the 

application of established work procedures and may require the employee to 

establish goals/objectives and outcomes for their own particular work program or 

project. 

(iv) Employees will be responsible for managing and planning their own work and that 

of subordinate staff or volunteers and may be required to deal with formal 

disciplinary issues within the work area. 








 

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(v) Those with supervisory responsibilities should have a basic knowledge of the 

principles of human resource management and be able to assist subordinate staff 

or volunteers with on-the-job training. They may be required to supervise more 

than one component of the work program of the organisation. 

(vi) Graduates with a three year degree that undertake work related to the 

responsibilities under this level will commence at no lower than pay point 3. 

Graduates with a four year degree that undertake work related to the 

responsibilities under this level will commence at no lower than pay point 4. 

(b) Responsibilities 

(i) To contribute to the operational objectives of the work area, a position at this level 

may include some of the following: 

(ii) undertake responsibility for various activities in a specialised area; 

(iii) exercise responsibility for a function within the organisation; 

(iv) allow the scope for exercising initiative in the application of established work 

procedures; 

(v) assist in a range of functions and/or contribute to interpretation of matters for 

which there are no clearly established practices and procedures although such 

activity would not be the sole responsibility of such an employee within the 

workplace; 

(vi) assist with or provide a range of records management services, however the 

responsibility for the records management service would not rest with the 

employee; 

(vii) supervise a limited number of lower classified employees or volunteers; 

(viii) allow the scope for exercising initiative in the application of established work 

procedures; 

(ix) deliver single stream training programs; 

(x) co-ordinate elementary service programs; 

(xi) provide assistance to senior employees; 

(xii) where prime responsibility lies in a specialised field, employees at this level would 

undertake at least some of the following: 

(xiii) undertake some minor phase of a broad or more complex assignment; 

(xiv) perform duties of a specialised nature; 

(xv) provide a range of information services; 

(xvi) plan and co-ordinate elementary community-based projects or programs; 

(xvii) perform moderately complex functions including social planning, demographic 

analysis, survey design and analysis. 

(c) Requirements of the job 

Some or all of the following are needed to perform work at this level: 








 

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(i) Skills, knowledge, experience, qualifications and/or training 

A. thorough knowledge of work activities performed within the workplace; 

B. sound knowledge of procedural/operational methods of the workplace; 

C. may utilise limited professional or specialised knowledge; 

D. working knowledge of statutory requirements relevant to the workplace; 

E. ability to apply computing concepts. 

(ii) Prerequisites 

A. entry level for graduates with a relevant three year degree that undertake 
work related to the responsibilities under this level—pay point 3; 

B. entry level for graduates with a relevant four year degree that undertake 
work related to the responsibilities under this level—pay point 4; 

C. associate diploma with relevant experience; or 

D. relevant certificate with relevant experience, or experience attained 
through previous appointments, services and/or study of an equivalent 
level of expertise and/or experience to undertake the range of activities 
required. 

(iii) Organisational relationships 

A. graduates work under direct supervision; 

B. works under general supervision except where this level of supervision is 
not required by the nature of the responsibilities under B.3.2 being 
undertaken; 

C. operate as member of a team; 

D. supervision of other employees. 

(iv) Extent of authority 

A. graduates receive instructions on the broader aspects of the work; 

B. freedom to act within defined established practices; 

C. problems can usually be solved by reference to procedures, documented 
methods and instructions. Assistance is available when problems occur. 

2.4 Social and community services employee level 4 

(a) Characteristics of this level 

(i) A person employed as a Social and community services employee level 4 will work 

under general direction in functions that require the application of skills and 

knowledge appropriate to the work. Generally guidelines and work procedures are 

established. 

(ii) General features at this level require the application of knowledge and skills which 

are gained through qualifications and/or previous experience in a discipline. 

Employees will be expected to contribute knowledge in establishing procedures in 

the appropriate work-related field. In addition, employees at this level may be 








 

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required to supervise various functions within a work area or activities of a complex 

nature. 

(iii) Positions may involve a range of work functions which could contain a substantial 

component of supervision. Employees may also be required to provide specialist 

expertise or advice in their relevant discipline. 

(iv) Work at this level requires a sound knowledge of program, activity, operational 

policy or service aspects of the work performed with a function or a number of work 

areas. 

(v) Employees require skills in managing time, setting priorities, planning and 

organising their own work and that of lower classified staff and/or volunteers 

where supervision is a component of the position, to achieve specific objectives. 

(vi) Employees will be expected to set outcomes and further develop work methods 

where general work procedures are not defined. 

(b) Responsibilities 

(i) To contribute to the operational objectives of the workplace, a position at this level 

may include some of the following: 

(ii) undertake activities which may require the employee to exercise judgment and/or 

contribute critical knowledge and skills where procedures are not clearly defined; 

(iii) perform duties of a specialised nature requiring the development of expertise over 

time or previous knowledge; 

(iv) identification of specific or desired performance outcomes; 

(v) contribute to interpretation and administration of areas of work for which there 

are no clearly established procedures; 

(vi) expected to set outcomes and further develop work methods where general work 

procedures are not defined and could exercise judgment and contribute critical 

knowledge and skills where procedures are not clearly defined; 

(vii) although still under general direction, there is greater scope to contribute to the 

development of work methods and the setting of outcomes. However, these must 

be within the clear objectives of the organisation and within budgetary constraints; 

(viii) exercise responsibility for various functions within a work area; 

(ix) provide assistance on grant applications including basic research or collection of 

data; 

(x) undertake a wide range of activities associated with program activity or service 

delivery; 

(xi) develop, control and administer a records management service for the receipt, 

custody, control, preservation and retrieval of records and related material; 

(xii) where the prime responsibility lies in a specialised field, employees at this level 

would undertake at least some of the following: 

(xiii) liaise with other professionals at a technical/professional level; 








 

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(xiv) discuss techniques, procedures and/or results with clients on straight forward 

matters; 

(xv) lead a team within a specialised project; 

(xvi) provide a reference, research and/or technical information service; 

(xvii) carry out a variety of activities in the organisation requiring initiative and judgment 

in the selection and application of established principles, techniques and methods; 

(xviii) perform a range of planning functions which may require exercising knowledge of 

statutory and legal requirements; 

(xix) assist senior employees with the planning and co-ordination of a community 

program of a complex nature. 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualifications and/or training 

A. knowledge of statutory requirements relevant to work; 

B. knowledge of organisational programs, policies and activities; 

C. sound discipline knowledge gained through experience, training or 
education; 

D. knowledge of the role of the organisation and its structure and service; 

E. specialists require an understanding of the underlying principles in the 
discipline. 

(ii) Prerequisites 

A. relevant four year degree with one years relevant experience;  

B. three year degree with two years of relevant experience;  

C. associate diploma with relevant experience;  

D. lesser formal qualifications with substantial years of relevant experience; 
or 

E. attained through previous appointments, service and/or study, an 
equivalent level of expertise and experience to undertake a range of 
activities, 

F. Employees undertaking specialised services will be promoted to this 
level once they have had the appropriate experience and undertake work 
related to the responsibilities under this level. 

G. Employees working as sole employees will commence at this level. 

(iii) Organisational relationships 

A. works under general direction; 

B. supervises other staff and/or volunteers or works in a specialised field. 

(iv) Extent of authority 

A. required to set outcomes within defined constraints; 








 

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B. provides specialist technical advice; 

C. freedom to act governed by clear objectives and/or budget constraints 
which may involve the contribution of knowledge in establishing 
procedures within the clear objectives and/or budget constraints where 
there are no defined established practices; 

D. solutions to problems generally found in precedents, guidelines or 
instructions; 

E. assistance usually available. 

(v) Positions included at this Grade 

From the commencement date of this Agreement, Early Childhood 

Coordinators/Teachers (however so titled) will be classified at the SACS Class 4 

level. The duties of an Early Childhood Coordinator/Teacher include:  

A. Providing Early Childhood Early Intervention Services to children with 
developmental delay and/or disability;  

B. Undertake formal and informal developmental screenings/assessments 
for children; 

C. Provide education, supports and strategies to families to enable them to 
follow through the intervention within the home; and 

D. Liaison with relevant external agencies, such as kindergartens, child 
carers and government agencies. 

 

2.5 Social and community services employee level 5 

(a) Characteristics of the level 

(i) A person employed as a Social and community services employee level 5 will work 

under general direction from senior employees. Employees undertake a range of 

functions requiring the application of a high level of knowledge and skills to achieve 

results in line with the organisation’s goals. 

(ii) Employees adhere to established work practices. However, they may be required 

to exercise initiative and judgment where practices and direction are not clearly 

defined. 

(iii) General features at this level indicate involvement in establishing organisation 

programs and procedures. Positions will include a range of work functions and may 

involve supervision. Work may span more than one discipline. In addition, 

employees at this level may be required to assist in the preparation of, or prepare 

the organisation’s budget. Employees at this level will be required to provide expert 

advice to employees classified at a lower level and volunteers. 

(iv) Positions at this level demand the application of knowledge which is gained through 

qualifications and/or previous experience. In addition, employees will be required 

to set priorities and monitor work flows in their area of responsibility which may 

include establishing work programs in small organisations. 

(v) Employees are required to set priorities, plan and organise their own work and that 

of lower classified staff and/or volunteers and establish the most appropriate 








 

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operational methods for the organisation. In addition, interpersonal skills are 

required to gain the co-operation of clients and staff. 

(vi) Employees responsible for projects and/or functions will be required to establish 

outcomes to achieve organisation goals. Specialists may be required to provide 

multi-disciplinary advice. 

(b) Responsibilities 

(i) To contribute to the operational objectives of the work area, a position at this level 

may include some of the following: 

(ii) responsibility for a range of functions within the organisation requiring a high level 

of knowledge and skills; 

(iii) undertake responsibility for a moderately complex project, including planning, co-

ordination, implementation and administration; 

(iv) undertake a minor phase of a broader or more complex professional assignment; 

(v) assist with the preparation of or prepare organisation or program budgets in liaison 

with management; 

(vi) set priorities and monitor work flow in the areas of responsibility; 

(vii) provide expert advice to employees classified at lower levels and/or volunteers; 

(viii) exercise judgment and initiative where procedures are not clearly defined; 

(ix) understanding of all areas of computer operation to enable the provision of advice 

and assistance when non-standard procedures/processes are required; 

(x) monitor and interpret legislation, regulations and other agreements relating to 

occupational health and safety, workers compensation and rehabilitation; 

(xi) undertake publicity assignments within the framework of the organisation’s 

publicity and promotions program. Such assignments would be of limited scope and 

complexity but would involve the co-ordination of facets of the total program 

including media liaison, design and layout of publications/displays and editing; 

(xii) operate as a specialist employee in the relevant discipline where decisions made 

and taken rest with the employee with no reference to a senior employee; 

(xiii) undertake duties that require knowledge of procedures, guidelines and/or 

statutory requirements relevant to the organisation; 

(xiv) plan, co-ordinate, implement and administer the activities and policies including 

preparation of budget; 

(xv) develop, plan and supervise the implementation of educational and/or 

developmental programs for clients; 

(xvi) plan, co-ordinate and administer the operation of a multi-functional service 

including financial management and reporting; 

(xvii) where the prime responsibility lies in professional services, employees at this level 

would undertake at least some of the following: 








 

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(xviii) under general direction undertake a variety of tasks of a specialised and/or detailed 

nature; 

(xix) exercise professional judgment within prescribed areas; 

(xx) carry out planning, studies or research for particular projects including aspects of 

design, formulation of policy, implementation of procedures and presentation; 

(xxi) provide reports on progress of program activities including recommendations; 

(xxii) exercise a high level of interpersonal skills in dealing with the public and other 

organisations; 

(xxiii) plan, develop and operate a community service organisation of a moderately 

complex nature. 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualifications and/or training 

A. knowledge of organisational programs, policies and activities; 

B. sound discipline knowledge gained through experience; 

C. knowledge of the role of the organisation, its structure and services. 

(ii) Prerequisites 

A. relevant degree with relevant experience; 

B. associate diploma with substantial experience; 

C. qualifications in more than one discipline; 

D. less formal qualifications with specialised skills sufficient to perform at 
this level; or 

E. attained through previous appointments, service and/or study an 
equivalent level of experience and expertise to undertake the range of 
activities required. 

(iii) Organisational relationships 

A. work under general direction; 

B. supervise other employees and/or volunteers. 

(iv) Extent of authority 

A. exercise a degree of autonomy; 

B. control projects and/or programs; 

C. set outcomes for lower classified staff; 

D. establish priorities and monitor work flow in areas of responsibility; 

E. solutions to problems can generally be found in documented techniques, 
precedents and guidelines or instructions. Assistance is available when 
required. 

2.6 Social and community services employee level 6 








 

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(a) Characteristics of the level 

(i) A person employed as a Social and community services employee level 6 will 

operate under limited direction from senior employees or management and 

undertake a range of functions for which operational policies, practices and 

guidelines may need to be developed. 

(ii) General features at this level allow employees the scope to influence the 

operational activities of the organisation and would require employees to be 

involved with establishing operational procedures which impact upon the 

organisation and/or the sections of the community served by it. Employees at this 

level will be expected to contribute to management of the organisation, assist or 

prepare budgets, establish procedures and work practices. Employees will be 

involved in the formation of programs and work practices and will be required to 

provide assistance and/or expert advice to other employees. Employees may be 

required to negotiate matters on behalf of the organisation. 

(iii) Positions at this level will require responsibility for decision-making in the particular 

work area and the provision of expert advice. Employees will be required to provide 

consultation and assistance relevant to the workplace. Employees will be required 

to set outcomes for the work areas for which they are responsible so as to achieve 

the objectives of the organisation. They may be required to undertake the control 

and co-ordination of a program, project and/or significant work area. Employees 

require a good understanding of the long term goals of the organisation. 

(iv) Employees may exercise managerial responsibility, work independently as 

specialists or may be a senior member of a single discipline project team or provide 

specialist support to a range of programs or activities. Positions at this level may be 

identified by: impact of activities undertaken or achievement of stated outcomes 

or objectives for the workplace; the level of responsibility for decision-making; the 

exercise of judgment; delegated authority; and the provision of expert advice. 

(v) Managing time is essential so outcomes can be achieved. A high level of 

interpersonal skills is required to resolve organisational issues, negotiate contracts, 

develop and motivate staff. Employees will be required to understand and 

implement effective staff management and personnel practices. 

(b) Responsibilities 

(i) To contribute to the operational objectives of the work area, a position at this level 

may include some of the following: 

(ii) undertake significant projects and/or functions involving the use of analytical skills; 

(iii) undertake managerial or specialised functions under a wide range of conditions to 

achieve results in line with organisation goals; 

(iv) exercise managerial control, involving the planning, direction, control and 

evaluation of operations which include providing analysis and interpretation for 

either a major single or multi-specialist operation; 








 

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(v) undertake a range of duties within the work area, including develop work practices 

and procedures; problem definition, planning and the exercise of judgment; 

provide advice on policy matters and contribute to their development; 

(vi) negotiate on matters of significance within the organisation with other bodies 

and/or members of the public; 

(vii) provide advice on matters of complexity within the work area and/or specialised 

area; 

(viii) control and co-ordinate a work area or a larger organisation within budgetary 

constraints; 

(ix) exercise autonomy in establishing the operation of the work area; 

(x) provide a consultancy service for a range of activities and/or to a wide range of 

clients; 

(xi) where the prime responsibility lies in a specialised field an employee at this level 

would undertake at least some of the following: 

(xii) provide support to a range of activities or programs; 

(xiii) control and co-ordinate projects; 

(xiv) contribute to the development of new procedures and methodology; 

(xv) provide expert advice and assistance relevant to the work area; 

(xvi) supervise/manage the operation of a work area and monitor work outcomes; 

(xvii) supervise on occasions other specialised staff; 

(xviii) supervise/manage the operation of a discrete element which is part of a larger 

organisation; 

(xix) provide consultancy services for a range of activities. 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualification and/or training 

A. comprehensive knowledge of organisation policies and procedures; 

B. specialist skills and/or supervision/management abilities exercised within 
a multi disciplinary or major single function operation; 

C. specialist knowledge gained through experience, training or education; 

D. appreciation of the long term goals of the organisation; 

E. detailed knowledge of program activities and work practices relevant to 
the work area; 

F. knowledge of organisation structures and functions; 

G. comprehensive knowledge of requirements relevant to the discipline. 

(ii) Prerequisites 

A. degree with substantial experience; 








 

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B. post graduate qualification; 

C. associate diploma with substantial experience; 

D. attained through previous appointments, service and/or study with a 
combination of experience, expertise and competence sufficient to 
perform the duties required at this level. 

(iii) Organisational relationships 

A. works under limited direction from senior employees of the Committee of 
Management or Board; 

B. supervision of staff. 

(iv) Extent of authority 

A. exercise a degree of autonomy; 

B. may manage a work area or medium to large organisation or 
multi-worksite organisation; 

C. has significant delegated authority; 

D. selection of methods and techniques based on sound judgment; 

E. manage significant projects and/or functions; 

F. solutions to problems can generally be found in documented techniques, 
precedents, or instructions. Advice available on complex or unusual 
matters. 

2.7 Social and community services employee level 7 

(a) Characteristics of the level 

(i) A person employed as a Community services employee level 7 will operate under 

limited direction and exercise managerial responsibility for various functions within 

a section and/or organisation or operate as a specialist, a member of a specialised 

professional team or independently. 

(ii) General features at this level require employees’ involvement in establishing 

operational procedures which impact on activities undertaken and outcomes 

achieved by the organisation and/or activities undertaken by sections of the 

community served by the organisation. 

(iii) Employees are involved in the formation/establishment of programs, the 

procedures and work practices within the organisation and will be required to 

provide assistance to other employees and/or sections. 

(iv) Positions at this level will demand responsibility for decision-making and the 

provision of expert advice to other areas of the organisation. Employees would be 

expected to undertake the control and co-ordination of the organisation and major 

work initiatives. Employees require a good understanding of the long term goals of 

the organisation. 

(v) In addition, positions at this level may be identified by the level of responsibility for 

decision-making, the exercise of judgment and delegated authority and the 

provision of expert advice. 








 

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(vi) The management of staff is normally a feature at this level. Employees are required 

to set outcomes in relation to the organisation and may be required to negotiate 

matters on behalf of the organisation. 

(b) Responsibilities 

(i) To contribute to the operational objectives of the work area, a position at this level 

may include some of the following: 

(ii) undertake managerial or specialised functions under a wide range of conditions to 

achieve results in line with divisional/corporate goals; 

(iii) exercise managerial control, involving the planning, direction, control and 

evaluation of operations which include providing analysis and interpretation for 

either a major single discipline or multi-discipline operation; 

(iv) develop work practices and procedures for various projects; 

(v) establish work area outcomes; 

(vi) prepare budget submissions for senior officers and/or the organisation; 

(vii) develop and implement significant operational procedures; 

(viii) review operations to determine their effectiveness; 

(ix) develop appropriate methodology and apply proven techniques in providing 

specialised services 

(x) where prime responsibility lies in a professional field an officer at this level: 

(xi) controls and co-ordinates projects/programs within an organisation in accordance 

with corporate goals; 

(xii) provides a consultancy service to a wide range of clients; 

(xiii) functions may involve complex professional problem solving; 

(xiv) provides advice on policy method and contributes to its development. 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualification and/or training 

A. comprehensive knowledge of policies and procedures; 

B. application of a high level of discipline knowledge; 

C. qualifications are generally beyond those required through tertiary 
education alone, typically acquired through completion of higher 
education qualifications to degree level and extensive relevant 
experience; 

D. lesser formal qualifications with acquisition of considerable skills and 
extensive relevant experience to an equivalent standard; or 

E. a combination of experience, expertise and competence sufficient to 
perform the duties required at this level. 

(ii) Organisational relationships 








 

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A. works under limited direction; 

B. normally supervises other employees and establishes and monitors work 
outcomes. 

(iii) Extent of authority 

A. may manage section or organisation; 

B. has significant delegated authority; 

C. selection of methods and techniques based on sound judgment 
(guidance not always readily available within the organisation). Decisions 
and actions taken at this level may have significant effect on 
program/project/work areas being managed. 

2.8 Social and community services employee level 8 

(a) Characteristics of this level 

(i) A person employed as a Social and community services employee level 8 is subject 

to broad direction from senior officers and will exercise managerial responsibility 

for the organisation’s relevant activity. In addition, employees may operate as a 

senior specialist providing multi-functional advice to either various departments or 

directly to the organisation. 

(ii) A person employed as a Social and community services employee level 8 will be 

subject to broad direction from management/the employer and will exercise 

managerial responsibility for an organisation. In addition, employees may operate 

as a senior specialist providing multi-functional advice to other professional 

employees, the employer, Committee or Board of Management. 

(iii) General features of this level require the employee’s involvement in the initiation 

and formulation of extensive projects or programs which impact on the 

organisation’s goals and objectives. Employees are involved in the identification of 

current and future options and the development of strategies to achieve desired 

outcomes. 

(iv) Additional features include providing financial, specialised, technical, professional 

and/or administrative advice on policy matters within the organisation and/or 

about external organisations such as government policy. 

(v) In addition, employees will be required to develop and implement techniques, work 

practices and procedures in all facets of the work area. 

(vi) Employees at this level require a high level of proficiency in the application of 

theoretical approaches in the search of optimal solutions to new problems and 

opportunities which may be outside of the original field of specialisation. 

(vii) Positions at this level will demand responsibility for decision-making within the 

constraints of organisational policy and require the employees to provide advice 

and support to all facets of the organisation. Employees will have significant impact 

upon policies and programs and will be required to provide initiative, and have the 

ability to formulate, implement, monitor and evaluate projects and programs. 








 

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(viii) Positions at this level may be identified by the significant independence of action 

within the constraints of organisational policy. 

(b) Responsibilities 

(i) A position at this level may include some of or similar responsibilities to: 

(ii) undertake work of significant scope and complexity. A major portion of the work 

requires initiative; 

(iii) undertake duties of innovative, novel and/or critical nature with little or no 

professional direction; 

(iv) undertake functions across a range of administrative, specialist or operational areas 

which include specific programs or activities, management of services delivery and 

the provision of high level advice; 

(v) provide authoritative specialist advice on policy matters and contribute to the 

development and review of policies, both internal and external; 

(vi) manage extensive programs or projects in accordance with organisational goals. 

This may require the development, implementation and evaluation of those goals; 

(vii) administer complex policy and program matters; 

(viii) may offer consultancy service; 

(ix) evaluate and develop/revise methodology techniques with the organisation. The 

application of high level analytical skills in the attainment and satisfying of 

organisational objectives; 

(x) where the prime responsibility is in a specialised field, employees at this level would 

undertake at least some of the following: 

(xi) contribute to the development of operational policy; 

(xii) assess and review the standards of work of other specialised personnel/external 

consultants; 

(xiii) initiate and formulate organisational programs; 

(xiv) implement organisational objectives within corporate goals; 

(xv) develop and recommend ongoing plans and programs. 

(c) Requirements of the position 

Some or all of the following are needed to perform work at this level: 

(i) Skills, knowledge, experience, qualification and/or training 

A. detailed knowledge of policy, programs, guidelines, procedures and 
practices of the organisation and external bodies; 

B. detailed knowledge of statutory requirements. 

(ii) Prerequisites 

A. qualifications are generally beyond those normally acquired through a 
degree course and experience in the field of specialist expertise; 








 

Page 183 of 204 
 

B. substantial post graduate experience; 

C. lesser formal qualifications and the acquisition of considerable skills and 
extensive and diverse experience relative to an equivalent standard; or 

D. attained through previous appointments, service and/or study with a 
combination of experience, expertise and competence sufficient to 
perform the duties of the position. 

3. PROGRESSION  

3.1 An employee will be eligible for progression from one increment to the next within a 

classification level if the employee has demonstrated competency and satisfactory performance 

over a minimum period of 12 months continuous employment at each increment within the 

level and: 

(a) the employee has acquired and satisfactorily used new or enhanced skills within the ambit 

of the classification, if required by the employer; or 

(b) where an employer has adopted a staff development and performance appraisal scheme 

(SDPAS) and the employer has determined that the employee has demonstrated 

satisfactory performance to meet the objectives determined in the Employer’s SDPAS for 

the prior 12 months’ continuous employment. 

3.2 Movement to a higher classification level will only occur by way of promotion or re-classification. 

3.3 For the avoidance of doubt, continuous employment does not include periods of unpaid leave/ 

absences. Further, for the purposes of a casual, a week where a casual employee has not worked 

with the employer is deemed to be equivalent to unpaid leave/absence under this clause.  

3.4 Process for an SDPAS  

(a) Where an employer has adopted a SDPAS, discussions should take place with the 

employee, within 3 months, on the requirements of the SDPAS.  

(b) An annual review will be undertaken by the employer in order to assess the employee’s 

progression within the class.   

(c) Where an employer has an annual SDPAS that is not conducted when each employee has 

completed 12 months continuous employment, the employee will be paid the 

incremental increase (if any is awarded through the SDPAS) retrospectively to when the 

employee completed 12 months continuous employment.   

(d) Where the Employer holds concerns as to whether the Employee is performing to a 

satisfactory standard, deferral or refusal of progression may occur, save that it shall not 

occur unreasonably or arbitrarily. It will be considered unreasonable if the Employer has 

not previously advised the employee:  

(i) That the performance is not satisfactory; 

(ii) That the performance must improve; and  

(iii) That in the event that performance does not improve to a satisfactory level; that 

refusal or deferral of progression may occur. 








 

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(e) Nothing in this clause prevents an employer from automatically progressing an employee 

from one increment to the next upon the completion of 12 months continuous 

employment. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 








 

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SCHEDULE G – SALARY AND ALLOWANCE SCHEDULE 

1. MANAGEMENT AND ADMINISTRATIVE OFFICERS 

The following weekly rates of pay apply only to Management and Administrative Officers whose 

employment is covered by the classifications set out in Schedule B of this Agreement. 

 

  

  FFPPOA 

Pay code Classification Grade 
Current 

Rate 

1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Management and Administrative Workers 

HS1 Grade 1 Grade 1 $1,123.90 $1,146.38 $1,175.04 $1,204.41 

HS2 Grade 2 Grade 2 $1,284.00 $1,309.68 $1,342.42 $1,375.98 

HS3 Grade 3 Grade 3 $1,431.70 $1,460.33 $1,496.84 $1,534.26 

HS4 Grade 4 Grade 4 $1,608.80 $1,640.98 $1,682.00 $1,724.05 

HS5 Grade 5 Grade 5 $1,785.70 $1,821.41 $1,866.95 $1,913.62 

HS6 Grade 6 Grade 6 $1,962.80 $2,002.06 $2,052.11 $2,103.41 

HS7 Grade 7 Grade 7 $2,169.40 $2,212.79 $2,268.11 $2,324.81 

HS8 Grade 8 Grade 8 $2,427.80 $2,476.36 $2,538.26 $2,601.72 

HS9 Grade 9 Grade 9 $2,638.70 $2,691.47 $2,758.76 $2,827.73 

HS10 Grade 10 Grade 10 $2,864.40 $2,921.69 $2,994.73 $3,069.60 






  

  



 

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2. HEALTH AND ALLIED SERVICES 

The following weekly rates of pay apply only to Health and Allied Services Employees whose employment 

is covered by the classifications set out in Schedule C of this Agreement.  The rates of pay for Clerical 

Workers (however classified) are inclusive of the experience payments/service margins set out in this 

Schedule.   

        FFPPOA 

Classification Year 
Current 

Rate 

1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Clerical Worker C 

1 $1,047.40 $1,068.35 $1,095.06 $1,122.43 

2 $1,056.50 $1,077.63 $1,104.57 $1,132.19 

3 $1,063.10 $1,084.36 $1,111.47 $1,139.26 

4 $1,071.20 $1,092.62 $1,119.94 $1,147.94 

5+ $1,072.60 $1,094.05 $1,121.40 $1,149.44 

Junior Clerical Worker 
Grade C 

1 $733.20 $747.86 $766.56 $785.72 

2 $837.90 $854.66 $876.02 $897.93 

3 $942.70 $961.55 $985.59 $1,010.23 

Clerical Worker Grade 
B 

1 $1,080.50 $1,102.11 $1,129.66 $1,157.90 

2 $1,087.10 $1,108.84 $1,136.56 $1,164.98 

3 $1,093.70 $1,115.57 $1,143.46 $1,172.05 

4 $1,101.70 $1,123.73 $1,151.83 $1,180.62 

5 $1,103.10 $1,125.16 $1,153.29 $1,182.12 

Junior Clerical Worker 
Grade B 

1 $756.40 $771.53 $790.82 $810.59 

2 $864.40 $881.69 $903.73 $926.32 

3 $972.50 $991.95 $1,016.75 $1,042.17 

Clerical Worker Grade 
A 

1 $1,188.50 $1,212.27 $1,242.58 $1,273.64 

2 $1,195.30 $1,219.21 $1,249.69 $1,280.93 

3 $1,201.80 $1,225.84 $1,256.48 $1,287.89 

4 $1,209.90 $1,234.10 $1,264.95 $1,296.57 

5 $1,211.50 $1,235.73 $1,266.62 $1,298.29 

Junior Clerical Worker 
Grade A 

1 $832.00 $848.64 $869.86 $891.60 

2 $950.80 $969.82 $994.06 $1,018.91 

3 $1,069.70 $1,091.09 $1,118.37 $1,146.33 

 

          FFPPOA 

Pay 
code 

Classification Year 
Skill 
Level 

Current 
1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Health and Allied 
Services  

            

Food Services              

RG6 Chef Grade D N/A 8 $1,030.50 $1,051.11 $1,077.39 $1,104.32 

RG7 Chef Grade C N/A 9 $1,054.60 $1,075.69 $1,102.58 $1,130.15 

RG8 Chef Grade B N/A 10 $1,109.90 $1,132.10 $1,160.40 $1,189.41 






  

  



 

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RG9 Chef Grade A N/A 11 $1,160.00 $1,183.20 $1,212.78 $1,243.10 

GR2 
Cook 
Employed 
Alone 

N/A 3 $950.60 $969.61 $993.85 $1,018.70 

KB6 
Junior Cook 
Employed 
Alone 

1 N/A $665.40 $678.71 $695.68 $713.07 

KB7 2 N/A $760.50 $775.71 $795.10 $814.98 

KB8 3 N/A $855.50 $872.61 $894.43 $916.79 

HF3 3 N/A $855.50 $872.61 $894.43 $916.79 

HA1 
Food and 
Domestic 
Assistant 

N/A 1 $900.70 $918.71 $941.68 $965.22 

KX1 Junior Food & 
Domestic 
Assistant 

1 N/A $630.50 $643.11 $659.19 $675.67 

KX2 2 N/A $720.60 $735.01 $753.39 $772.22 

KX3 3 N/A $810.60 $826.81 $847.48 $868.67 

GS6 Food Monitor  N/A 4 $960.30 $979.51 $1,003.99 $1,029.09 

HG4 
Junior Food 
Monitor 

1 N/A $672.20 $685.64 $702.79 $720.35 

HG5 2 N/A $768.20 $783.56 $803.15 $823.23 

HG6 3 N/A $864.30 $881.59 $903.63 $926.22 

FS1 
Food Services 
Supervisor  

N/A 11 $1,160.00 $1,183.20 $1,212.78 $1,243.10 

FS2 Junior Food 
Services 
Supervisor  

1 N/A $812.00 $828.24 $848.95 $870.17 

FS3 2 N/A $928.00 $946.56 $970.22 $994.48 

FS4 3 N/A $1,044.00 $1,064.88 $1,091.50 $1,118.79 

GS5 Other Cook N/A 1 $900.70 $918.71 $941.68 $965.22 

RH2 
Second Cook 
Grade D 

N/A 7 $1,012.60 $1,032.85 $1,058.67 $1,085.14 

RH3 
Second Cook 
Grade C 

N/A 8 $1,030.50 $1,051.11 $1,077.39 $1,104.32 

GT5 
Junior Second 
Cook Grade C 

1 N/A $721.40 $735.83 $754.22 $773.08 

GT6 2 N/A $824.40 $840.89 $861.91 $883.46 

GT7 3 N/A $927.50 $946.05 $969.70 $993.94 

RH4 
Second Cook 
Grade B 

N/A 9 $1,054.60 $1,075.69 $1,102.58 $1,130.15 

RG1 
Junior Chef 
Grade B  

1 N/A $738.20 $752.96 $771.79 $791.08 

RG2 2 N/A $843.70 $860.57 $882.09 $904.14 

RG3 3 N/A $949.10 $968.08 $992.28 $1,017.09 

RH5  
Second Cook 
Grade A 

N/A 10 $1,109.90 $1,132.10 $1,160.40 $1,189.41 

GR3 Trade Cook N/A 7 $1,012.60 $1,032.85 $1,058.67 $1,085.14 

LE1 

Apprentice 
Cook  

1 N/A $556.90 $568.04 $582.24 $596.79 

LE2 2 N/A $658.20 $671.36 $688.15 $705.35 

LE3 3 N/A $810.10 $826.30 $846.96 $868.13 

LE4 4 N/A $962.00 $981.24 $1,005.77 $1,030.92 

General Services             

KM1 

All other 
Employees 
(not provided 
for elsewhere)  

N/A 1 $900.70 $918.71 $941.68 $965.22 






  

  



 

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LM2 
Jnr All Other 
Employees  

1 N/A $630.50 $643.11 $659.19 $675.67 

LM3 2 N/A $720.60 $735.01 $753.39 $772.22 

LM4 3 N/A $810.60 $826.81 $847.48 $868.67 

JN1 
Cleaner 
Windows 

  2 $930.50 $949.11 $972.84 $997.16 

JN2 
Jnr Cleaner 
Windows  

1 N/A $651.40 $664.43 $681.04 $698.06 

JN3 2 N/A $744.40 $759.29 $778.27 $797.73 

JN4 3 N/A $837.50 $854.25 $875.61 $897.50 

JJ9 
Driver 1.25 
tonnes 

N/A 3 $950.60 $969.61 $993.85 $1,018.70 

LI6 
Jnr Driver 
1.25 tonnes  

1 N/A $665.40 $678.71 $695.68 $713.07 

LI7 2 N/A $760.50 $775.71 $795.10 $814.98 

IJ1  3 N/A $855.50 $872.61 $894.43 $916.79 

JJ8 
Driver 1.25-
3.0 Tonnes 

N/A 5 $980.60 $1,000.21 $1,025.22 $1,050.85 

LI1 Jnr Driver 
1.25-3.0 
Tonnes 

1 N/A $686.40 $700.13 $717.63 $735.57 

LI2 2 N/A $784.50 $800.19 $820.19 $840.70 

LI3 3 N/A $882.50 $900.15 $922.65 $945.72 

JJ7 
Driver Over 3 
Tonnes 

N/A 6 $990.90 $1,010.72 $1,035.99 $1,061.89 

JL1 
Jnr Driver 
Over 3 Tonnes  

1 N/A $693.60 $707.47 $725.16 $743.29 

JL2 2 N/A $792.70 $808.55 $828.77 $849.49 

JL3 3 7 $891.80 $909.64 $932.38 $955.69 

JJ4 
Driver 
Articulated 
12-13 Tonnes 

  N/A $1,012.60 $1,032.85 $1,058.67 $1,085.14 

JL4 Jnr Driver 
Articulated 
12-13 Tonnes 

1 N/A $708.80 $722.98 $741.05 $759.58 

JL5 2 N/A $810.10 $826.30 $846.96 $868.13 

JL6 3 N/A $911.30 $929.53 $952.76 $976.58 

JP9 
Assistant 
Gardener 

N/A 1 $900.70 $918.71 $941.68 $965.22 

LA1 
Jnr Assistant 
Gardener 

1 N/A $630.50 $643.11 $659.19 $675.67 

LA2 2 N/A $720.60 $735.01 $753.39 $772.22 

LA3 3 N/A $810.60 $826.81 $847.48 $868.67 

JP5 
Gardener 
(Non-Trade) 

N/A 2 $930.50 $949.11 $972.84 $997.16 

JP6 
Jnr Gardener 
(Non-Trade) 

1 N/A $651.40 $664.43 $681.04 $698.06 

JP7 2 N/A $744.40 $759.29 $778.27 $797.73 

JP8 3 N/A $837.50 $854.25 $875.61 $897.50 

GF6 
Gardener 
Trade 

N/A  7 $1,012.60 $1,032.85 $1,058.67 $1,085.14 

GF7 
Jnr Gardener 
(Trade) 

1 N/A $708.80 $722.98 $741.05 $759.58 

GF8 2 N/A $810.10 $826.30 $846.96 $868.13 

GF9 3 N/A $911.30 $929.53 $952.76 $976.58 

GO1 
Gardener 
Advanced 

N/A 9 $1,054.60 $1,075.69 $1,102.58 $1,130.15 

GO2 Jnr Gardener 
Advanced  

1 N/A $738.20 $752.96 $771.79 $791.08 

GO3 2 N/A $843.70 $860.57 $882.09 $904.14 






  



 

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GO4 3 N/A $949.10 $968.08 $992.28 $1,017.09 

GM5 
Garden 
Superintenda
nt 

N/A 11 $1,160.00 $1,183.20 $1,212.78 $1,243.10 

GM7 Jnr Garden 
Superintenda
nt 

1 N/A $812.00 $828.24 $848.95 $870.17 

GM8 2 N/A $928.00 $946.56 $970.22 $994.48 

GM9 3 N/A $1,044.00 $1,064.88 $1,091.50 $1,118.79 

GN1 
General 
Services 
Supervisor 

N/A 11 $1,160.00 $1,183.20 $1,212.78 $1,243.10 

GN2 Jnr General 
Services 
Supervisor 

1 N/A $812.00 $828.24 $848.95 $870.17 

GN3 2 N/A $928.00 $946.56 $970.22 $994.48 

GN4 3 N/A $1,044.00 $1,064.88 $1,091.50 $1,118.79 

KH6 
Handyperson 
(Unqualified) 

N/A 1 $900.70 $918.71 $941.68 $965.22 

LM7 Jnr 
Handyperson 
(Unqualified)  

1 N/A $630.50 $643.11 $659.19 $675.67 

LM8 2 N/A $720.60 $735.01 $753.39 $772.22 

LM9 3 N/A $810.60 $826.81 $847.48 $868.67 

GH1 
Handyperson 
Trade 

N/A 7 $1,012.60 $1,032.85 $1,058.67 $1,085.14 

GH2 Jnr 
Handyperson 
Trade 

1 N/A $708.80 $722.98 $741.05 $759.58 

GH3 2 N/A $810.10 $826.30 $846.96 $868.13 

GH4 3 N/A $911.30 $929.53 $952.76 $976.58 

GL6 
Handyperson 
Advanced 

N/A 9 $1,054.60 $1,075.69 $1,102.58 $1,130.15 

GL7 Jnr 
Handyperson 
Advanced 

1 N/A $738.20 $752.96 $771.79 $791.08 

GL8 2 N/A $843.70 $860.57 $882.09 $904.14 

GL9 3 N/A $949.10 $968.08 $992.28 $1,017.09 

IJ1  Cleaner N/A 1 $900.70 $918.71 $941.68 $965.22 

LJ9 

Jnr Cleaner 

1 N/A $630.50 $643.11 $659.19 $675.67 

LK1 2 N/A $720.60 $735.01 $753.39 $772.22 

LK2 3 N/A $810.60 $826.81 $847.48 $868.67 

GF1 
Security 
Officer Grade 
1 

N/A 5 $984.10 $1,003.78 $1,028.88 $1,054.60 

GF2 Jnr Security 
Officer Grade 
1 

1 N/A $688.90 $702.68 $720.24 $738.25 

GF3 2 N/A $787.30 $803.05 $823.12 $843.70 

GF4 3 N/A $885.70 $903.41 $926.00 $949.15 

GK1 
Security 
Officer Grade 
2 

N/A 7 $1,012.60 $1,032.85 $1,058.67 $1,085.14 

GK2 Jnr Security 
Officer Grade 
2 

1 N/A $708.80 $722.98 $741.05 $759.58 

GK3 2 N/A $810.10 $826.30 $846.96 $868.13 

GK4 3 N/A $911.30 $929.53 $952.76 $976.58 

Technical, Clinical and 
Personal Care  

            






  

  



 

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TB1 
Allied Health 
Assistant 
Grade 1 

N/A N/A $964.00 $983.28 $1,007.86 $1,033.06 

KC1 Jnr Allied 
Health 
Assistant 
Grade 1 

1 N/A $674.80 $688.30 $705.50 $723.14 

KC2 2 N/A $771.20 $786.62 $806.29 $826.45 

KC3 3 N/A $867.60 $884.95 $907.08 $929.75 

TC1 
Allied Health 
Assistant 
Grade 2 

N/A N/A $1,093.90 $1,115.78 $1,143.67 $1,172.26 

KD1 Jnr Allied 
Health 
Assistant 
Grade 2 

1 N/A $765.70 $781.01 $800.54 $820.55 

KD2 2 N/A $875.10 $892.60 $914.92 $937.79 

KD3 3 N/A $984.50 $1,004.19 $1,029.29 $1,055.03 

TC2 
Allied Health 
Assistant 
Grade 3 

  N/A $1,150.90 $1,173.92 $1,203.27 $1,233.35 

KD4 Jnr Allied 
Health 
Assistant 
Grade 3  

1 N/A $805.60 $821.71 $842.25 $863.31 

KD5 2 N/A $920.70 $939.11 $962.59 $986.66 

KD6 3 N/A $1,035.80 $1,056.52 $1,082.93 $1,110.00 

PS21 

Patient 
Services 
Assistant Level 
1 

N/A 3 $950.60 $969.61 $993.85 $1,018.70 

PS22 Jnr Patient 
Services 
Assistant Level 
1 

1 N/A $665.40 $678.71 $695.68 $713.07 

PS23 2 N/A $760.50 $775.71 $795.10 $814.98 

PS24 3 N/A $855.50 $872.61 $894.43 $916.79 

PS25 

Patient 
Services 
Assistant Level 
2 

N/A 5 $980.60 $1,000.21 $1,025.22 $1,050.85 

PS26 Jnr Patient 
Services 
Assistant Level 
2 

1 N/A $686.40 $700.13 $717.63 $735.57 

PS27 2 N/A $784.50 $800.19 $820.19 $840.70 

PS28 3 N/A $882.50 $900.15 $922.65 $945.72 

PW1 
Personal Care 
Worker Grade 
1 

N/A 3 $950.60 $969.61 $993.85 $1,018.70 

PW2 Jnr Personal 
Care Worker 
Grade 1 

1 N/A $665.40 $678.71 $695.68 $713.07 

PW3 2 N/A $760.50 $775.71 $795.10 $814.98 

PW4 3 N/A $855.50 $872.61 $894.43 $916.79 

CW1 
Personal Care 
Worker Grade 
2 

N/A 6 $990.90 $1,010.72 $1,035.99 $1,061.89 

CW2 Jnr Personal 
Care Worker 
Grade 2 

1 N/A $693.60 $707.47 $725.16 $743.29 

CW3 2 N/A $792.70 $808.55 $828.77 $849.49 

CW4 3 N/A $891.80 $909.64 $932.38 $955.69 






  



 

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WP1 
Personal Care 
Worker Grade 
3 

N/A 8 $1,030.50 $1,051.11 $1,077.39 $1,104.32 

WP2 Jnr Personal 
Care Worker 
Grade 3  

1 N/A $721.40 $735.83 $754.22 $773.08 

WP3 2 N/A $824.40 $840.89 $861.91 $883.46 

WP4 3 N/A $927.50 $946.05 $969.70 $993.94 

ID5 

Technical, 
Therapy & 
Personal Care 
Supervisor 

N/A 11 $1,160.00 $1,183.20 $1,212.78 $1,243.10 

HC3 
Red Cross 
Aide 

N/A 2 $930.50 $949.11 $972.84 $997.16 

KE1 
Jnr Red Cross 
Aide 

1 N/A $651.40 $664.43 $681.04 $698.06 

KE2 2 N/A $744.40 $759.29 $778.27 $797.73 

KE3 3 N/A $837.50 $854.25 $875.61 $897.50 

HC4 
Senior Red 
Cross Aide 

N/A 5 $980.60 $1,000.21 $1,025.22 $1,050.85 

KF4 
Jnr Senior Red 
Cross Aide 

1 N/A $686.40 $700.13 $717.63 $735.57 

KF5 2 N/A $784.50 $800.19 $820.19 $840.70 

KF6 3 N/A $882.50 $900.15 $922.65 $945.72 

 

  






  



 

Page 192 of 204 
 

3. DENTAL ASSISTANTS 

 

The following annual salaries apply only to Dental Assistants whose employment is covered by the 

classifications set out in Schedule D of this Agreement.  The rates specified are inclusive of annual leave 

loading, allowances (other than shift allowances), additional payments and extra payments associated 

with the function performed. Authorised overtime and shift allowances are paid separately. 

  FFPPOA 

Classification Description 
Pay 

Point 
Current 

Rate 

1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Dental 
Assistants  

            

Dental Assistant 
- Grade 1 

(a) Newly Qualified 
Dental Assistants 

1.1 $48,400.20 $49,368.20 $50,602.41 $51,867.47 

(b) Re-entry  1.2 $49,049.61 $50,030.60 $51,281.37 $52,563.40 

Dental Assistant 
- Grade 2 

Grade 1(a) after 12 
months 

2.1 $49,049.61 $50,030.60 $51,281.37 $52,563.40 

Grade 1(b) after 12 
months 

2.2 $50,026.02 $51,026.54 $52,302.20 $53,609.76 

Progression based 
on the Employer's 
Performance 
Management 
Process  

2.3 $51,001.28 $52,021.31 $53,321.84 $54,654.88 

2.4 $51,977.68 $53,017.23 $54,342.66 $55,701.23 

2.5 $52,952.94 $54,012.00 $55,362.30 $56,746.36 

Certificate III 2.6 $53,929.35 $55,007.94 $56,383.14 $57,792.71 

Progression based 
on the Employer's 
Performance 
Management 
Process  

2.7 $54,905.75 $56,003.87 $57,403.96 $58,839.06 

2.8 $55,882.16 $56,999.80 $58,424.80 $59,885.42 

2.9 $56,858.57 $57,995.74 $59,445.63 $60,931.78 

By appointment 
only 

3.1 $56,858.57 $57,995.74 $59,445.63 $60,931.78 






  

  



 

Page 193 of 204 
 

Senior Clinical 
Dental Assistant 
Grade 3 

Progression based 
on the Employer's 
Performance 
Management 
Process  

3.2 $57,855.62 $59,012.73 $60,488.05 $62,000.25 

3.3 $58,853.83 $60,030.91 $61,531.68 $63,069.97 

3.4 $59,852.04 $61,049.08 $62,575.31 $64,139.69 

3.5 $60,853.23 $62,070.29 $63,622.05 $65,212.60 

Clinical 
Coordinator 
Dental Assistant 
Grade 4  

By appointment 
only 

4.1 $60,853.23 $62,070.29 $63,622.05 $65,212.60 

Progression based 
on the Employer's 
Performance 
Management 
Process  

4.2 $63,165.39 $64,428.70 $66,039.42 $67,690.40 

4.3 $65,553.52 $66,864.59 $68,536.21 $70,249.61 

4.4 $68,021.55 $69,381.98 $71,116.53 $72,894.44 

4.5 $70,504.62 $71,914.71 $73,712.58 $75,555.39 

 

 

4. DENTAL THERAPISTS, DENTAL HYGIENISTS AND ORAL HEALTH THERAPISTS 

4.1 NON-DUAL QUALIFIED EMPLOYEES 

The following annualised salaries apply only to Dental Therapists, Dental Hygienists and Oral Health 

Therapists whose employment is covered by the classifications set out in Schedule E of this Agreement. 

    FFPPOA 

Pay 
Code Classification 

Current 
Annual Rate 

Current 
Weekly 
Rate 

1 August 2021 
2% 

1 August 
2022 
2.5% 

1 August 
2023 
2.5% 

DT44 Graduate $55,678.13 $1,067.07 $1,088.41 $1,115.62 $1,143.51 

DT45 Level 1a $57,034.21 $1,093.06 $1,114.92 $1,142.79 $1,171.36 

DT46 Level 1b $60,226.14 $1,154.23 $1,177.32 $1,206.75 $1,236.92 

DT47 Level 1c $63,484.90 $1,216.68 $1,241.02 $1,272.04 $1,303.84 

DT48 Level 2a $66,201.44 $1,268.75 $1,294.12 $1,326.47 $1,359.64 

DT49 Level 2b $69,460.19 $1,331.20 $1,357.82 $1,391.77 $1,426.56 

DT50 Level 2c $72,652.12 $1,392.37 $1,420.22 $1,455.73 $1,492.12 

DT51 Level 2d $75,976.60 $1,456.09 $1,485.21 $1,522.34 $1,560.40 

DT52 Level 2e $79,237.54 $1,518.58 $1,548.95 $1,587.68 $1,627.37 

DT53 Level 3a $80,121.52 $1,535.52 $1,566.24 $1,605.39 $1,645.53 

DT54 Level 3b $82,565.31 $1,582.36 $1,614.01 $1,654.36 $1,695.72 

DT55 Level 3c $85,009.10 $1,629.19 $1,661.77 $1,703.32 $1,745.90 

DT56 Level 4a $92,138.92 $1,765.84 $1,801.16 $1,846.19 $1,892.34 
 






  

  



 

Page 194 of 204 
 

4.2 DUAL QUALIFIED DENTAL THERAPISTS, DENTAL HYGIENISTS AND ORAL HEALTH THERAPISTS 

The following annualised salaries apply only to Dual Qualified Dental Therapists, Dental Hygienists and 

Oral Health Therapists whose employment is covered by the classifications set out in Schedule E of this 

Agreement. 

 

    FFPPOA 

Pay 
Code Classification 

Current 
Annual 
Rate 

Current 
Weekly 
Rate 

1 August 
2021 
2% 

1 August 
2022 
2.5% 

1 August 
2023 
2.5% 

NEW 
Level 1 Dual 
Qual 

$67,294.24 
$1,294.12 $1,320.00 $1,353.00 $1,386.83 

NEW 
Level 2 Dual 
Qual 

$83,991.96 
$1,615.23 $1,647.53 $1,688.72 $1,730.94 

NEW 
Level 3 Dual 
Qual 

$90,109.76 
$1,732.88 $1,767.54 $1,811.73 $1,857.02 

NEW 
Level 4 Dual 
Qual 

$97,667.44 
$1,878.22 $1,915.78 $1,963.68 $2,012.77 

 

 

5. SOCIAL AND COMMUNITY SERVICES  

The following annualised salaries apply only to Social and Community Services Employees whose 

employment is covered by the classifications set out in Schedule F of this Agreement. 

 

  FFPPOA 

Classification  Pay point 

Current 
Rate 

(Award + 
ERO) 

 1 August 2021 
2% (above award) 

1 August 
2022 

2nd year 
2.5% (on 

agreement 
rate) 

1 August 
2023 

3rd year 
2.5% (on 

agreement 
rate) 

Social and 
Community 
Services 
Employee Level 
1 Pay Point 1 $840.10 $856.90 $878.32 $900.28 

 Pay Point 2 $868.50 $885.87 $908.02 $930.72 

 Pay Point 3 $899.50 $917.49 $940.43 $963.94 

 Pay Point 4 $899.50 

Translation to PP3 from commencement 
  
  

Social and 
Community 
Services 
Employee Level 
2 Pay Point 1 $1,106.39 $1,128.51 $1,156.73 $1,185.64 

 Pay Point 2 $1,141.07 $1,163.89 $1,192.99 $1,222.81 

 Pay Point 3 $1,175.76 $1,199.27 $1,229.25 $1,259.99 






  

  



 

Page 195 of 204 
 

 Pay Point 4 $1,207.25 $1,231.39 $1,262.17 $1,293.73 

 Pay Point 5 $1,207.25 

Translation to PP4 from commencement 
  
  

Social and 
Community 
Services 
Employee Level 
3 Pay Point 1 $1,236.69 $1,261.42 $1,292.96 $1,325.28 

 Pay Point 2 $1,272.22 $1,297.67 $1,330.11 $1,363.36 

 Pay Point 3 $1,299.44 $1,325.43 $1,358.56 $1,392.53 

 Pay Point 4 $1,326.02 $1,352.54 $1,386.36 $1,421.02 

 Pay Point 5 $1,326.02 

Translation to PP4 from commencement 
  
  

Social and 
Community 
Services 
Employee Level 
4 Pay Point 1 $1,426.39 $1,454.92 $1,491.29 $1,528.58 

 Pay Point 2 $1,463.62 $1,492.89 $1,530.21 $1,568.47 

 Pay Point 3 $1,501.24 $1,531.26 $1,569.54 $1,608.78 

 Pay Point 4 $1,534.76 $1,565.46 $1,604.60 $1,644.71 

 Pay Point 5 $1,534.76 

Translation to PP4 from commencement 
  
  

Social and 
Community 
Services 
Employee Level 
5 Pay Point 1 $1,631.81 $1,664.44 $1,706.05 $1,748.71 

 Pay Point 2 $1,666.74 $1,700.08 $1,742.58 $1,786.14 

 Pay Point 3 $1,705.65 $1,739.76 $1,783.26 $1,827.84 

 Pay Point 4 $1,705.65 

Translation to PP3 from commencement 
  
  

Social and 
Community 
Services 
Employee Level 
6 Pay Point 1 $1,782.76 $1,818.42 $1,863.88 $1,910.47 

 Pay Point 2 $1,821.96 $1,858.40 $1,904.86 $1,952.48 

 Pay Point 3 $1,861.44 $1,898.67 $1,946.14 $1,994.79 

Social and 
Community 
Services 
Employee Level 
7 Pay Point 1 $1,928.08 $1,966.64 $2,015.80 $2,066.20 

 Pay Point 2 $1,968.55 $2,007.92 $2,058.11 $2,109.57 

 Pay Point 3 $2,008.59 $2,048.76 $2,099.98 $2,152.48 

I I 






  



 

Page 196 of 204 
 

Social and 
Community 
Services 
Employee Level 
8 Pay Point 1 $2,091.92 $2,133.75 $2,187.10 $2,241.77 

 Pay Point 2 $2,132.95 $2,175.61 $2,230.00 $2,285.75 

 Pay Point 3 $2,174.28 $2,217.76 $2,273.20 $2,330.03 






  



 

 

6. ALLOWANCE RATES 

6.1 Allowances applicable to Management and Administrative Workers only 

    FFPPOA 

Allowance Current 
1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Shift Allowances         

Morning Shift $28.00 $28.56 $29.27 $30.01 

Afternoon Shift $28.00 $28.56 $29.27 $30.01 

Night Shift $44.52 $45.41 $46.55 $47.71 

Permanent Night Shift $55.76 $56.88 $58.30 $59.75 

Change of Shift $44.52 $45.41 $46.55 $47.71 

On-Call - Mon to Fri $20.65 $21.06 $21.59 $22.13 

On Call - Public Holidays and all 
other times 

$41.65 $42.48 $43.55 $44.63 

Meal Allowance         

After 1 hour of shift $15.15 $15.45 $15.84 $16.24 

After 4 hours of shift $12.16 $12.40 $12.71 $13.03 

After 5 hours on a Sat, Sun or 
RDO 

$15.15 $15.45 $15.84 $16.24 

After 9 hours on a Sat, Sun or 
RDO 

$12.16 $12.40 $12.71 $13.03 

After being recalled & working 2 
hours work 

$15.15 $15.45 $15.84 $16.24 

Leave Loading Cap         

Leave loading cap (weekly salary 
exceeds) 

$1,934.57 $1,973.26 $2,022.59 $2,073.16 

Leave Loading Amount (on 4 
weeks annual leave) 

$1,354.23 $1,381.31 $1,415.85 $1,451.24 

Vehicle Allowance         

Motor Vehicles (cents per kms)         

less than 5 cylinders, electric 
cars 

$0.82 $0.84 $0.86 $0.88 

5 or more cylinders $0.99 $1.01 $1.04 $1.06 

Motor Cycles (cents per kms)         

Under 250 cc $0.36 $0.37 $0.38 $0.39 

250cc and over $0.48 $0.49 $0.50 $0.51 

Bicycles $0.12 $0.12 $0.13 $0.13 

 

6.2 Allowances applicable to Health and Allied Services only 

    FFPPOA 

Allowance Current 
1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Experience Payments - For all other classifications       






  

  



 

 

After 1 year's experience $7.34 $7.49 $7.67 $7.87 

After 2 year's experience $14.46 $14.75 $15.12 $15.50 

After 3 year's experience $23.18 $23.64 $24.23 $24.84 

After 4 year's experience $24.55 $25.04 $25.67 $26.31 

Experience Payments - Completed apprenticeship or issued with trade certificate   

After 1 year's experience $10.33 $10.54 $10.80 $11.07 

After 2 year's experience $18.70 $19.07 $19.55 $20.04 

After 3 year's experience $23.18 $23.64 $24.23 $24.84 

After 4 year's experience $24.55 $25.04 $25.67 $26.31 

Shift Allowances         

Morning Shift $23.98 $24.46 $25.07 $25.70 

Afternoon Shift $23.98 $24.46 $25.07 $25.70 

Night Shift $60.70 $61.91 $63.46 $65.05 

Permanent Night Shift $69.64 $71.03 $72.81 $74.63 

Change of Shift $38.32 $39.09 $40.06 $41.07 

Change of Roster $23.98 $24.46 $25.07 $25.70 

On-Call Allowance $23.98 $24.46 $25.07 $25.70 

Meal Allowances         

After 1 hour of shift $15.15 $15.45 $15.84 $16.24 

After 4 hours of shift $12.16 $12.40 $12.71 $13.03 

After 5 hours on a Sat, Sun or 
RDO 

$15.15 $15.45 $15.84 $16.24 

After 9 hours on a Sat, Sun or 
RDO 

$12.16 $12.40 $12.71 $13.03 

After being recalled & working 2 
hours work 

$15.15 $15.45 $15.84 $16.24 

Uniform Allowance         

Amount per day $2.04 $2.08 $2.13 $2.19 

Amount per week $10.31 $10.52 $10.78 $11.05 

Laundry Allowance         

Amount per day $0.50 $0.51 $0.52 $0.54 

Amount per week $2.43 $2.48 $2.54 $2.60 

Heat Allowance         

40 degrees but 46 degrees 
celsius 

$0.56 $0.57 $0.59 $0.60 

46 degrees celsius $0.61 $0.62 $0.64 $0.65 

Nauseous Allowance         

Personal Care Workers         

Amount per hour $0.45 $0.46 $0.47 $0.48 

Minimum amount per week $2.58 $2.63 $2.70 $2.76 

All other classifications         

Payment per hour $0.56 $0.57 $0.59 $0.60 

Minimum amount per week $2.58 $2.63 $2.70 $2.76 

Vehicle Allowance         

Motor Vehicles (cents per kms)         






  

  



 

 

less than 5 cylinders, electric 
cars 

$0.90 $0.92 $0.94 $0.96 

5 or more cylinders $1.17 $1.19 $1.22 $1.25 

Motor Cycles (cents per kms)         

Under 250 cc $0.39 $0.40 $0.41 $0.42 

250cc and over $0.53 $0.54 $0.55 $0.57 

Bicycles $0.13 $0.13 $0.14 $0.14 

Interpreter Allowance         

NAATI Accreditation Level 2         

In their second year $10.44 $10.65 $10.92 $11.19 

In their third year $36.60 $37.33 $38.27 $39.22 

In their fourth year $63.10 $64.36 $65.97 $67.62 

NAATI Accreditation Level 3         

In their first year $104.07 $106.15 $108.81 $111.53 

In their second year $132.18 $134.82 $138.19 $141.65 

In their third year $161.20 $164.42 $168.53 $172.75 

In their fourth year $191.27 $195.10 $199.97 $204.97 

 

6.3 Allowances applicable to Dental Assistants only 

    FFPPOA 

Allowance Current 
1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

Shift Allowances         

Morning Shift $23.98 $24.46 $25.07 $25.70 

Afternoon Shift $23.98 $24.46 $25.07 $25.70 

Night Shift $60.70 $61.91 $63.46 $65.05 

Permanent Night Shift $69.64 $71.03 $72.81 $74.63 

Change of Shift $38.32 $39.09 $40.06 $41.07 

Change of Roster $23.98 $24.46 $25.07 $25.70 

On-Call Allowance $23.98 $24.46 $25.07 $25.70 

Meal Allowances         

After 1 hour of shift $15.15 $15.45 $15.84 $16.24 

After 4 hours of shift $12.16 $12.40 $12.71 $13.03 

After 5 hours on a Sat, Sun or 
RDO 

$15.15 $15.45 $15.84 $16.24 

After 9 hours on a Sat, Sun or 
RDO 

$12.16 $12.40 $12.71 $13.03 

After being recalled & working 2 
hours work 

$15.15 $15.45 $15.84 $16.24 

Laundry Allowance         

Amount per day $0.40 $0.41 $0.42 $0.43 

Amount per week $2.10 $2.14 $2.20 $2.25 

Vehicle Allowance         

Motor Vehicles (cents per kms)         






  

  



 

 

less than 5 cylinders, electric 
cars 

$0.82 $0.84 $0.86 $0.88 

5 or more cylinders $0.99 $1.01 $1.04 $1.06 

Motor Cycles (cents per kms)         

Under 250 cc $0.35 $0.36 $0.37 $0.38 

250cc and over $0.47 $0.48 $0.49 $0.50 

 

6.4 Allowances applicable to Dental Therapists, Oral Hygienists and Oral Health Therapists only 

  FFPPOA 

Allowances Current Rate ($) 
1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

          

Travel Allowance         

less than 5 cylinders, electric 
cars 

$0.90 $0.92 $0.94 $0.96 

5 or more cylinders $1.17 $1.19 $1.22 $1.25 

Meal Allowance         

After 1 hour of overtime $15.15 $15.45 $15.84 $16.24 

After 4 hours of overtime $12.16 $12.40 $12.71 $13.03 

After 5 hours on a Saturday $15.15 $15.45 $15.84 $16.24 

After 9 hours on a Saturday $12.16 $12.40 $12.71 $13.03 

After being recalled & working 2 
hours work 

$15.15 $15.45 $15.84 $16.24 

Shift Allowances         

Morning Shift $26.68 $27.21 $27.89 $28.59 

Afternoon Shift $26.68 $27.21 $27.89 $28.59 

Night Shift $42.68 $43.54 $44.62 $45.74 

Permanent Night Shift $53.35 $54.42 $55.78 $57.18 

 

6.5 Allowances applicable to Social and Community Services only 

  FFPPOA 

Allowances Current Rate ($) 
1-Aug-21 1-Aug-22 1-Aug-23 

2.0% 2.5% 2.5% 

          

On call allowance         

Monday - Friday  $25.78 $26.30 $26.95 $27.63 

Any Other Period (Public Holiday 
& Sat/Sunday) 

$51.56 $52.59 $53.91 $55.26 

Sleepover Allowance         

Social Workers and Community 
Development Workers 

$69.38 $70.77 $72.54 $74.35 

Youth Workers $60.68 $61.89 $63.44 $65.03 

Welfare Workers $57.01 $58.15 $59.61 $61.10 






  

  



 

 

Travel Allowance         

less than 5 cylinders, electric 
cars 

$1.06 $1.08 $1.11 $1.14 

5 or more cylinders $1.05 $1.07 $1.10 $1.06 

Meal Allowance         

After 1 hour of overtime $13.54 $13.81 $14.15 $14.51 

After 4 hours of overtime $13.54 $13.81 $14.15 $14.51 

After 5 hours on a Saturday $13.54 $13.81 $14.15 $14.51 

After 9 hours on a Saturday $13.54 $13.81 $14.15 $14.51 

After being recalled & working 2 
hours work 

$13.54 $13.81 $14.15 $14.51 

Maximum Leave loading         

Weekly Figure $1,775.88 $1,811.40 $1,856.68 $1,903.10 

 

 

 

 






  

  

  



 

 

SCHEDULE H – SUPPORTED WAGE SYSTEM FOR EMPLOYEES WITH DISABILITIES  

1. Workers eligible for a supported wage 

1.1 This clause defines the conditions which apply to Employees who, because of the effects of a 

disability, are eligible for a supported wage under the terms of this Agreement. In this clause 

the following definitions apply: 

(a) Supported Wage System means the Commonwealth Government system to promote 

employment for people who cannot work at full award wages because of a disability, as 

documented in Supported Wage System: Guidelines and Assessment Process. 

(b) Accredited Assessor means a person accredited by the management unit established by 

the Commonwealth under the Supported Wage System to perform assessments of an 

individual’s productive capacity within the Supported Wage System. 

(c) Disability Support Pension means the Commonwealth pension scheme to provide 

income security for persons with a disability as provided under the Social Security Act 

1991, as amended from time to time, or any successor to that scheme. 

(d) Assessment Instrument means the form provided for under the Supported Wage System 

that records the assessment of the productive capacity of the person to be employed 

under the Supported Wage System. 

1.2 Eligibility criteria 

(a) Employees covered by this clause will be those who are unable to perform the range of 

duties to the competence level required within the class of work for which the Employee 

is engaged under this Agreement, because of the effects of a disability on their productive 

capacity and who meet the impairment criteria for receipt of a Disability Support Pension. 

(b) The clause does not apply to any existing Employee who has a claim against the Employer 

which is subject to the provisions of worker's compensation legislation or any provision 

of this Agreement relating to the rehabilitation of Employees who are injured in the 

course of their current employment. 

(c) The Agreement does not apply to Employers in respect of their facility, programme, 

undertaking, service or the like which receives funding under the Disability Services Act 

1986 and fulfils the dual role of service provider and sheltered Employer to people with 

disabilities who are in receipt of or are eligible for a disability support pension, except 

with respect to an organisation which has received recognition under s.10 or s.12A of the 

Disability Services Act 1986, or if a part only has received recognition, that part. 

1.3 Supported wage rates 

(a) Employees to whom this clause applies shall be paid the applicable percentage of the 

minimum rate of pay prescribed in Schedule G of this Agreement for the class of work, 

which the person is performing, according to the following schedule: 

Assessed 

Capacity 

% Wage Rate 

10%* 10% 






  



 

 

20% 20% 

30% 30% 

40% 40% 

50% 50% 

60% 60% 

70% 70% 

80% 80% 

90% 90% 

(b) Where a person's assessed capacity is 10 per cent, they shall receive a high degree of 

assistance and support. 

(c) Provided that the minimum amount payable shall be not less than $90 per week or the 

minimum amount prescribed in Schedule G of the Health Professionals and Support 

Services Award 2010 

1.4 .Assessment of capacity 

(a) For the purpose of establishing the percentage of the rate to be paid to an Employee 

under this Agreement, the productive capacity of the Employee will be assessed in 

accordance with the supported wage system and documented in an assessment 

instrument by either: 

(i) the Employer and Union party to the Agreement, in consultation with 

the Employee or, if desired by any of these; 

(ii) the Employer and an accredited assessor from a panel agreed by the 

parties to the Agreement and the Employee. 

1.5 Lodgement of assessment instrument 

(a) All assessment instruments under the conditions of this clause, including the appropriate 

percentage of the Agreement wage to be paid to the Employee, shall be lodged by the 

Employer with the Registrar of Fair Work Commission. 

(b) All assessment instruments shall be agreed and signed by the parties to the assessment, 

provided that where the Union is not a party to the assessment it shall be sent by the 

Employer to the Union at the time it is lodged with the Commission. The assessment 

instrument  will take effect unless an objection is notified to the Commission within ten 

(10) working days. 

1.6 Review of assessment 

(a) The assessment of the applicable percentage should be subject to annual review or 

earlier on the basis of a reasonable request for such a review. The process of review shall 

be in accordance with the procedures for assessing capacity under the Supported Wage 

System. 






  



 

 

1.7 Other terms and conditions 

(a) Where an assessment has been made, the applicable percentage shall apply to the wage 

rate only.  Employees covered by the provisions of the clause will be entitled to the same 

terms and conditions of employment as all other workers covered by this Agreement, 

paid on a pro-rata basis 

1.8 Workplace adjustment 

(a) An Employer wishing to employ a person under the provisions of this clause shall take 

reasonable steps to make changes in the workplace to enhance the Employee's capacity 

to do the job. Changes may involve re-design of job duties, working time arrangements 

and work organisation in consultation with other workers in the area. 

1.9 Trial period 

(a) In order for an adequate assessment of the Employee's capacity to be made, an Employer 

may employ a person under the provisions of this clause for a trial period not exceeding 

twelve (12) weeks, except that in some cases additional work adjustment time (not 

exceeding four weeks) may be needed. 

(b) During the trial period the assessment of capacity shall be undertaken and the proposed 

wage rate for a continuing employment relationship shall be determined. 

(c) The minimum amount payable to the Employee during the trial period shall be no less 

than $86.00 per week. 

(d) Work trials should include induction or training as appropriate to the job being trialled. 

(e) Where the Employer and Employee wish to establish a continuing employment 

relationship following the completion of the trial period, a further contract of 

employment shall be entered into based on the outcome of assessment under clause 1.4 

herein. 






  



 
 
IN THE FAIR WORK COMMISSION 
 
FWC Matter No.: 
AG2022/985 
 
Applicant:  
Merri Health 
 
 
 
Section 185 – Application for approval of a single enterprise agreement 
 

 
Undertaking – Section 190 

 
I, Amie Reed, Chief Impact Officer, have the authority given to me by Merri Health to give the 
following undertakings with respect to the Merri Health Enterprise Agreement 2021 ("the 
Agreement"): 
 
 

1. Redundancy Entitlement (Clause 13.8) 
 
The Redundancy payment at clause 13.8 will apply to:  
a. Employees classified under Schedule E and Schedule F; and  
b. all other Employees employed on or after 31 May 2019. 
 

2. Tool allowance (clause 6.2 of Schedule G) 
 
The applicable rates for Tool Allowance are as follows:  
a. FFPPOA 1 August 2021 - $15.99 
b. FFPPOA 1 August 2022 - $16.31 
c. FFPPOA 1 August 2023 - $16.64 

 
3. Travel Allowance (clause 6.5 of Schedule G) 

The travel allowance rates for Social and Community Services Employees are 
amended to: 

 
5 or more cylinders  $1.06  $1.08  $1.11  $1.14  
Less than 5 cylinders, electric cars $1.05  $1.07  $1.10  $1.06  
     

4. National Employment Standards 
This Agreement will be read and interpreted in conjunction with the National 
Employment Standards (NES). Where there is an inconsistency between this 
agreement and the NES, and the NES provides a greater benefit, the NES 
provision will apply to the extent of the inconsistency. 

 
5. Personal/Carer’s Leave Entitlement (clause 60.4) 

Personal/carer’s leave will be available to an Employee who is required to provide 
care or support to a member of the employee’s Immediate family, or a member of 
the Employee’s household, who requires care or support because of:  








 
a. a personal illness, or personal injury, affecting the member; or 
b. an unexpected emergency affecting the member. 
 

 
6. Casual Compassionate Leave Entitlement (clause 60.11) 

 
An Employee is entitled to 2 days of unpaid compassionate leave for each occasion 
(a permissible occasion) when: 
 
a. A member of the Employee’s Immediate Family or a member of the Employee’s 

household: 
i. Contracts or develops a personal illness that poses a serious threat to 

his or her life; or 
ii. Sustains a personal injury that poses a serious threat to his or her life; 

or 
iii. Dies; or 

b. A child is stillborn, where the child would have been a member of the 
employee’s immediate family, or a member of the employee’s household, if the 
child has been born alive; or 

c. The Employee or the Employees spouse or de facto partner, has a miscarriage. 
 

7. Entitlement to long service leave after 7 years (Social and Community 
Services Employees Only) 
 
a. The following entitlement shall apply only to Employees classified under 

Schedule F of the Agreement: 
i. Where an Employee’s employment has ended and the Employee has 

completed at least 7, but less than 15, years of continuous 
employment with Merri Health only, the Employee is entitled to an 
amount of long service leave equal to 1/60th of the period of their 
continuous employment. 

b. Employees who are classified as Early Childhood Coordinators/Teachers and 
employed by Merri Health as at the commencement date of the Agreement 
shall be entitled to pro rata access of Long Service Leave after at least 7, but 
less than 10 years of continuous service with Merri Health. The amount of 
long service leave will be equal to 1/60th of the period of their continuous 
employment. 
 

8. Public Holiday Substitution (Clause 56.6(a)) 
 
a. The Employer and Employee may only agree to substitute another day for any 

Public Holidays prescribed in clause 56.2 by mutual agreement. 
 

9. Broken Shifts (Clause 48.5(a) - Social and Community Services Employees 
classified under Schedule F Only) 
 
An employee must receive a minimum break of 10 hours between broken shifts 
rostered on successive days. 
 

10. Sleepover Allowance (clause 127) 
 
a. The span for a sleepover will be a continuous period of eight hours. 








b. An Employer may roster an Employee to perform work immediately before 
and/or immediately after the sleepover period, but must roster the Employee 
or pay the Employee for at least four hours’ work for at least one of these 
periods of work. 

c. An employee may refuse a sleepover with reasonable cause 
 
These undertakings are provided on the basis of issues raised by the Fair Work Commission 
in the application before the Fair Work Commission. 
 

 
____________________________ 
Signature 
 
3 May 2022 
____________________________ 
Date 
 
 
 
 

 






  



 

   

Schedule 2.2—Model flexibility term 
(regulation 2.08) 
   

Model flexibility term 

 (1) An employer and employee covered by this enterprise agreement may agree to 

make an individual flexibility arrangement to vary the effect of terms of the 

agreement if: 

 (a) the agreement deals with 1 or more of the following matters: 

 (i) arrangements about when work is performed;  

 (ii) overtime rates; 

 (iii) penalty rates; 

 (iv) allowances;  

 (v) leave loading; and 

 (b) the arrangement meets the genuine needs of the employer and employee in 

relation to 1 or more of the matters mentioned in paragraph (a); and 

 (c) the arrangement is genuinely agreed to by the employer and employee. 

 (2) The employer must ensure that the terms of the individual flexibility 

arrangement: 

 (a) are about permitted matters under section 172 of the Fair Work Act 2009; 

and 

 (b) are not unlawful terms under section 194 of the Fair Work Act 2009; and 

 (c) result in the employee being better off overall than the employee would be 

if no arrangement was made. 

 (3) The employer must ensure that the individual flexibility arrangement: 

 (a) is in writing; and 

 (b) includes the name of the employer and employee; and 

 (c) is signed by the employer and employee and if the employee is under 18 

years of age, signed by a parent or guardian of the employee; and 

 (d) includes details of:  

 (i) the terms of the enterprise 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  

 (e) states the day on which the arrangement commences. 

 (4) The employer must give the employee a copy of the individual flexibility 

arrangement within 14 days after it is agreed to. 








 (5) The employer or employee may terminate the individual flexibility arrangement: 

 (a) by giving no more than 28 days written notice to the other party to the 

arrangement; or 

 (b) if the employer and employee agree in writing—at any time. 

Cases cited by this decision: