Zoos Victoria Salaried Staff Agreement 2022

1

Fair Work Act 2009 
s.185 - Application for approval of a single-enterprise agreement

Zoological Parks & Gardens Board T/A Zoos Victoria
(AG2022/4472)

ZOOS VICTORIA SALARIED STAFF AGREEMENT 2022

Tourism industry

COMMISSIONER WILSON MELBOURNE, 18 NOVEMBER 2022

Application for approval of the Zoos Victoria Salaried Staff Agreement 2022

[1] An application has been made for approval of an enterprise agreement known as the 

Zoos Victoria Salaried Staff Agreement 2022 (the Agreement). The application was made 

pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made by Zoological Parks 

& Gardens Board T/A Zoos Victoria. The Agreement is a single enterprise agreement.

[2] The Employer has provided written undertakings. A copy of the undertakings is 

attached in Annexure A. I am satisfied that the undertakings will not cause financial detriment 

to any employee covered by the Agreement and that the undertakings will not result in 

substantial changes to the Agreement. The undertakings are taken to be a term of the 

agreement.

[3] Subject to the undertakings referred to above, I am satisfied that each of the 

requirements of ss.186, 187, 188 and 190 as are relevant to this application for approval have 

been met.

[4] The CPSU, the Community and Public Sector Union being a bargaining representative 

for the Agreement, has given notice under s.183 of the Act that it wants the Agreement to 

cover it. In accordance with s.201(2) I note that the Agreement covers the organisation.

[2022] FWCA 4071

DECISION
FairWork 

Commission 


AUSTRALIA FairWork Commission






























































































[2022] FWCA 4071

2

[5] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 

25 November 2022. The nominal expiry date of the Agreement is 1 October 2023.

COMMISSIONER

Printed by authority of the Commonwealth Government Printer

AE518235  PR748114

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[2022] FWCA 4071

3

Annexure A

11 July 2022 

FWC Matter No.: AG2022/4472 

Dear Commissioner WiJson 

RE: Zoos Vic.toria Salaried Staff Agreemeot2022 

Wrinen undenakings under section 190 of the Fair Work Act 2009 

I, Jantine Eddelbuttel, Director - Human Resources of Zoolo.gical Parks and Gardens Soard 
{Zoos Victoria) give the following undertakings with respect to the Zoos Victoria Salaried Staff 
Agreement 2022 (Agreement): 

1. I have the authority given to me by Zoos Victoria (ZV) to provide this undertaking in 
relation to th.is appUcation before the. Fair Work Commission. 

2. Clause 31. casual employment 
Clause 31.3 • 'ZV confirms that casual Rates of pay set out in this Agree-mentare if'l(.lwive 
of the-:25%casual loading. Casual rat es of pay are set out at Appendix C- Schedule of 

~sual Rates to this Agreement.and include compensation for the nature of casual work 
and for paid leave (excepting long service leave). This schedule also indudes weekend 

penalty rates for ca.suals: 

APPENOIXC 
SCHEDULE OF CASUAL RATES . 

2" lnaease effective from 03/llJ/1Jll2 
Details of n:2...-xe 

M-f rate Saturday rate Sundav rate 
Casual • Trainl!ss { 152hours service) $30.1;.i ""S.75 «1.r 
Gen,eral Duties Casual • ticket seller, caroark S31.90 $50 .. 85 $67.,. 
Professional Duties Casual..- saf afi guide, ranger, $37.SS S56-37 $75.1 
Supe rvisor or Finance c ·asual $44.03 $66Jl5 saa, 
Teacher 5'18.89 $73.3' S97.78 

3. Clause 46 overtim e 
Clause 46.1 • ZV confinns that this d ause does not apply to employees classified at Band 
6 or above and only applies to pan-time staff required to work outside the span of 

hours. 
4. Clause :3S Shift Allowances 

Clause 35.1- ZV will introduce a Night shift, an unbroken period of work finishing after 

midnight and at or before 8.00am. The allowance will be 15%for a rotating shift and 

"30% for a non-rotating shlft. 
5. Clause 28 - Irregular Pan-Tune. Employment 

Currently "N does not have any employees d as.sified as1rreguJar Part-Time 


ZOOS




 VICTORIA WERRISEE 11 July 2022 FW/C Matter No .: AG2022/4472 Dear Commissioner Wilson RE: Zoos Victoria Salaried Staff Agreement 2022 Written undertakings under section 190 of the Foir Work Att 2009 I, Jantine Eddelbuttel, Director - Human Resources of Zoological Parks and Gardens Board (Zoos Victoria) give the following undertakings with respect to the Zoos Victoria Salaried Staff Agreement 2022 (Agreement): 1. I have the authority given to me by Zoos Victoria (ZV) to provide this undertaking in relation to this application before the Fair Work Commission. . Clause 31, Casual employment Clause 31.3 - ZV confirms that Casual Rates of pay set out in this Agreement are inclusive of the 25% casual loading. Casual rates of pay are set out at Appendix C - Schedule of Casual Rates to this Agreement and include compensation for the nature of casual work and for paid leave (excepting long service leave). This schedule also includes weekend penalty rates for casuals! APPENDIXC SCHEDULE OF CASUAL RATES 2% Increase effective from 03/10/2022 Details of payrate M-F rate Saturday rate Sunday rate Casual - Trainess ( 152 hours service $30.50 $45.75 $61.00 General Duties Casual - ticket seller, carpark $33.90 $50.85 $67.80 Professional Duties Casual - safari guide, ranger, 37.58 $56.37 $75.16 Supervisor of Finance Casual $44.0 566.05 $88.06 Teacher $48.89 $73,34 $97.78 3. Clause 46 Overtime Clause 46.1 - ZV confirms that this clause does not apply to employees classified at Band 6 or above and only applies to part-time staff required to work outside the span of hours 4. Clause 35 Shift Allowances Clause 35.1 - ZV will introduce a Night shift, an unbroken period of work finishing after midnight and at or before 8.00 am. The allowance will be 15% for a rotating shift and 30% for a non-rotating shift. 5. Clause 28 - Irregular Part-Time Employment Currently ZV does not have any employees classified as 'Irregular Part-Time 



[2022] FWCA 4071

4

£ mptoyment' and we Oo not foresee thi s clause being appli"ed in future. No employee 

will b-e dassified as an Irregular Part-Time Employee ove.r the life of thi's agreement. 

6. Claase3-4 Camps 
Cur rentlyZV does oot use the Half Camp rat e. No empkyee wit! be paicta Half camp 

rat e over t he life of th1s agre.ement. ZV will pay the following Full camp rat es. 

Af"PUJDJXD 
SCHfDUl:E Of RATE.s FOil CAMPS 

~tali, of cao'I!) fM es 

tricrs,e 1.(X\91', 

f.u1l (:an1') (T~! p.1.,n-11:t1hno othes altowamcmav be. 
d-o,IJ'l"@d! 

Signed tor and on behalf of the employer. 

Jant ine Eddelbuttel 

Director Human Resources 

flle.:Oh- hlllt103/10/lOU 

MO~to R'ltoSa: :S~T~SIJn S\l~on 
rh1tt!03'f camp C'a'fftf) t ll(llf) 

C311'1D 

Ss66.l9 
'5851! $7A3 .• 17 S143. t 1 


ZOOS WERKINEE VICTORIA Employment' and we do not foresee this clause being applied in future. No employee will be classified as an Irregular Part-Time Employee over the life of this agreement. 6. Clause 34 Camps Currently ZV does not use the Half Camp rate. No employee will be paid a Half Camp rate over the life of this agreement. ZV will pay the following Full Camp rates. APPENDIX D SCHEDULE OF RATES FOR CAMPS Elle tee bum 03/10/2025 Details of Canapa Rates Monday to Foto Sat 531-5Un Suneson Thursday camp Ingense 2,00% Full Cams (Total payment no nthes allowance may lie $566.29 8585.93 $748:17 claimed Signed for and on behalf of the employer. Jantine Eddelbuttel Director Human Resources




 



   

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Zoos Victoria Salaried Staff Agreement 2022 

 

Zoos Victoria Salaried Staff Agreement 2022 
 
 
 
 

PART 1 – APPLICATION & OPERATION OF AGREEMENT 
 
1. Title 

This Agreement shall be referred to as the Zoos Victoria Salaried Staff Agreement 2022 (“Agreement”) 
 
 
2. Arrangement 

 
Clause Title Page Clause Title Page

1 Title 1 49 Breaks 16

2 Arrangement 1 50 Higher Duties 16

3 Definitions 2 51 Officer in Charge 17

4 Coverage and Application 2 52 Promotion, Transfer and Relocation 17

5 Savings Provisions 2 53 Permanent Relocation of Usual Place of Work 17

6 Period of Operation 2 54 Residential Relocation Principles 17

7 ZV Working Smarter Program 3 55 Secondment 18

8 Individual Flexiblity Arrangements 3 56 On-call 18

9 Right to request  Flexible Working Arrangement 4 57 Recall to Duty 18

10 Multiskilling 5 58 Settlement of Disputes and Grievances 18

11 Gender Equity 5 59 Implementation of Change 20

12 Anti-Discrimination 7 60 Consultative Committee 21

13 Volunteers 7 61 Workload 21

14 Labour Hire 7 62 Management of Unsatisfactory Work Performance 21

15 Classif ication Structure 7 63 Management of Misconduct 24

16 eZepp and Band Progression 8 64 Annual Leave 27

17 Salary Upon Commencement 9 65 Purchased Paid Leave 28

18 Rates of Pay for 7 Day Rostered Employees 9 66 Extended Leave Scheme 28

19 Wage Increases and Rates of Pay 9 67 Personal / Carer's Leave 28

20 Payment of Salaries 9 68 Long Service Leave 30

21 Recovery of Overpayments 9 69 Parental and Adoption Leave 31

22 Salary Packaging 9 70 Compassionate Leave 35

23 Superannuation 10 71 Family Violence Leave 35

24 Employee's Duties 10 72 Attendance at Repatriation Centres 36

25 Terms of Engagement 10 73 Leave to Attend Alcohol and Drug Rehabilitation Centres 37

26 Probationary Period 10 74 Cultural and Ceremonial Leave 37

27 Part-time Employment 10 75 Other Leave 37

28 Irregular Part-time Employment 11 76 Public Holidays 38

29 Additional Hours - Part-time staff 11 77 Safety in the Workplace 39

30 Fixed Term Employment 11 78 Accident Make-up Pay 39

31 Casual Employment 12 79 Journey Accident Insurance 39

32 Casual Employment - Visitor Services & Visitor Engagement staff 12 80 Infectious Diseases 39

33 Safari Guides & Zoo Encounter Presenters 12 81 Training 40

34 Camps Leaders - MZ and WORZ 13 82 Clothing, Tools and Equipment 40

35 Evening Programs Shift Allow ance 13 83 Employee Amenities 40

36 Cancellation of Shifts for Casual Employees 13 84 Reimbursement of Expenses 40

37 Termination of Employment by ZV 13 85 Professional Counselling 41

38 Employee Resignation 14 86 Costs of Employment Related Legal Proceedings 41

39 Abandonment of Employment 14 87 CPSU Matters 41

40 Statement of Employment 14 Appendix A Salaried Staff Salary and Classif ication Structure 44

41 Rights Not Limited 14 Appendix B Schedule of Allow ances 45

42 Hours of Work 14 Appendix C Schedule of Casual Rates 46

43 Spread of Hours 14 Appendix D Schedule of Rates for Camps 47

44 Rostering Arrangements 15 Appendix E Salaried Staff Classif ication Band Descriptors 48

45 Minimum Hours off Work Betw een Full-time Shifts 15

46 Overtime 15

47 Time in Lieu 16

48 Childcare 16  
  






  

  

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Zoos Victoria Salaried Staff Agreement 2022 

 
 

3. Definitions 
In this agreement, unless inconsistent with the context or subject matter: 

 
3.1. “Act” means the Fair Work Act 2009. 

3.2. ”Unloaded Rate” means the Monday to Friday rate of pay. 

3.3. “Loaded Rate” means the rostered rate of pay which includes a loading for working weekends. 

3.4. “FWC” means Fair Work Commission.  

3.5. “ZV” means the Zoological Parks and Gardens Board trading as Zoos Victoria (“ZV”). 

3.6. “eZEPP” means the electronic Zoo Employees Performance Plan system. 

3.7. “CPSU” or “Union(s)” means CPSU, the Community and Public Sector Union. 

3.8. “Senior Executive” means Employees who are employed under PEER contract conditions. 

3.9. “Full-time” means an Employee who is engaged to work the ordinary hours of work prescribed in Part 4 - Hours of Work, 
of this agreement. 

3.10. “Part-time” means an Employee who is engaged to work, on a regular basis, less than the ordinary hours of work 
prescribed in accordance with Part 4 - Hours of Work, of this agreement. 

3.11. “Fixed Term” means a suitably qualified and trained person engaged by ZV for a specific purpose or specified period on a 
full or part-time or part-time basis, the details of which will be provided to the Employee in writing. 

3.12. “Casual” employee has the meaning given by section 15 A of the Fair Work Act 2009.  

3.13. “Ordinary Time Rate of Pay” for the purposes of superannuation contributions, workers compensation payments, paid 
leave and public holidays, means payment at the “Loaded Rate” for all rostered hours.  It excludes all extraneous 
allowances or payments, leave loadings, daily allowances, bonuses, incentive payments and the like. 

3.14. "Ordinary Hourly Rate" means the total weekly rate for a particular classification divided by 38. 

3.15. “Five-day Roster” refers to an Employee whose normal rostered hours of work fall on five days per week Monday to 
Friday. 

3.16. “Seven-day Roster” refers to an Employee whose normal rostered hours of work fall on any five days of the week and 
whose rate of pay is adjusted in accordance with the provisions of this agreement. 

3.17. “Leave on Half-Pay” for the purpose of this agreement means ZV may allow an Employee who is  taking long service 
leave or parental leave to take the whole or part of this type of leave and/or annual leave at half pay for a period equal to 
twice the period to which the Employee is entitled. 

 
 

4. Coverage & Application 
This Agreement applies to and is binding upon: 
4.1. All Employees excluding those covered by the Zoos Victoria Keepers, Veterinary Nurses,Horticulturists and Groundstaff 

Union Collective Agreement 2022 and senior executives. 

4.2. CPSU, if the Fair Work Commission in its decision related to this Agreement, notes that the Agreement covers the CPSU. 

4.3. The Zoological Parks and Gardens Board trading as Zoos Victoria (“ZV”). 
 
 

5. Savings Provisions 
5.1. This Agreement operates to the exclusion of all previous awards and agreements.  However any entitlement in the nature 

of an accrued entitlement to an individual’s benefit which has accrued under any such previous certified agreement will 
not be affected by the making of this Agreement. 

5.2. No Employee will, on balance, have his or her overall pay and conditions reduced as a result of the making of this 
Agreement. 

5.3. No Employee’s overall terms and conditions of employment shall, on balance, be reduced as a result of any Machinery of 
Government changes that occur during the life of this Agreement. 

 
 

6. Period of Operation 
6.1. This Agreement shall commence operation seven days after it is approved by the Fair Work Commission and will have a 

nominal expiry date of 01 October 2023. 

6.2. The parties commit to commence negotiations for a new agreement 6 months prior to the nominal expiry date.  
6.3. No term of this Agreement will operate to exclude any entitlement provided by the National Employment Standards (NES) 

or to provide any entitlement which is detrimental to an employee’s entitlement under the NES. For the avoidance of 






  



   

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Zoos Victoria Salaried Staff Agreement 2022 

doubt, if there is any inconsistency between this Agreement and the NES to the detriment of an employee, the NES will 
prevail. 

 
 
 
 

7. ZV Working Smarter Program 
7.1. The ZV Working Smarter Program is founded on the elimination of waste and inefficiency that results in a great visitor 

experience, high standards of wildlife conservation and animal welfare and strong financial performance that allows 
continuing investment in conservation.  This is achieved through the recognition development and utilisation of the skills 
and abilities of “Employees.  The ZV Working Smarter Program is in the early stages of development but the two key 
principles are continuous improvement and respect for people. 

7.2. ZV is adopting several fundamentally sound and proven practices which help us to work effectively and efficiently. These 
fundamentals include, but are not limited to, 5S; Standardisation; Problem solving;  Flow;  Visual management;  Go to 
See;  Plan, Do, Check, Act (continuous improvement);  Skill Development. 

7.3. The practice of continuous improvement will apply throughout our operations and represents an incremental step by step 
improvement in a job or process by utilising the ideas, suggestions and expertise of all Employees, which may include 
improvements /adaptations of equipment but which does not include major capital investments. 

7.4. Continuous improvement activities involve all Employees and all areas of our organisation and are based on the principle 
that an Employee’s job is a combination of day to day work and their contribution to improving the way that work is done 
and outcomes are achieved. 

 
7.5. The parties acknowledge that ZV will implement lean management principles and that all Employees will receive training 

in these principles.  Employees will plan, implement and monitor the principles with the support of their managers and 
other qualified staff. 

 
7.6. Changes to the way work is performed may result from implementation of the principles.  Any proposed change that 

could have a significant impact on an Employee’s role, workload, or conditions, will be in accordance with Clause 59 – 
Implementation of Change. 

 
7.7. Changes which may arise from implementation of lean management principles will not result in a reduction to the overall 

headcount of employees covered by this Agreement. 
 

7.8. No redundancies will directly result from the introduction of lean management principles and any Employees whose jobs 
are no longer required will be redeployed. 

 
7.9. Implementation of the principles will not be used to promote an increase in the use of Volunteers or Casual Employees. 
 
 

8. Individual Flexibility Arrangements 
8.1. An Employee has the right to request an individual flexibility arrangement pursuant to this clause.  An individual flexibility 

arrangement must be genuinely agreed to by the Employee and ZV.  ZV may not unreasonably refuse any application for 
an individual flexibility arrangement. 

8.2. ZV and an employee 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 ZV and the employee in relation to 1 or more of the matters 
mentioned in paragraph (a): and 

(c ) The arrangement is genuinely agreed to by the ZV and the employee.  

8.3. An Employee may nominate a representative including a colleague, Union representative, or Human Resources 
staff member, to assist in negotiations for an individual flexibility arrangement. 

8.4. ZV will 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 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. 

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

8.6. ZV will not unreasonably refuse any application for an individual flexibility arrangement. 








   

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Zoos Victoria Salaried Staff Agreement 2022 

8.7. ZV will give a copy of the individual flexibility arrangement to the Employee within 14 days after it is agreed to. 

8.8. ZV will ensure that any individual flexibility arrangement sets out: 
8.8.1. The terms of this enterprise agreement that will be varied by the arrangement. 

8.8.2. How the arrangement will vary the effect of the terms of this Agreement. 

8.8.3. 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 individual flexibility arrangement. 

8.8.4. The day on which the arrangement commences. 

8.8.5. Provides for the individual flexibility arrangement to be terminated: 

8.8.6. (i) By either the Employee or ZV giving a specific period of written notice, with the specified period being not 
more than 28 days. 

8.8.7. (ii) At any time by written agreement between the Employee and ZV. 

8.9. 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. 

9. Right To Request Flexible Working Arrangements  

9.1 Flexible Working Arrangements 

9.1.1 In accordance with and pursuant to section 65 of the Act, an Employee may request a change in their working 
arrangements on the basis of the following 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; 

 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. 

Note:  Examples of changes in working arrangements include changes in hours of work, changes in patterns of work 
and changes in location of work. 

9.1.2To avoid doubt, and without limiting clause 9.1 , 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 or request a change in working arrangements to assist the Employee to care for the 
child. 

9.1.3 Employees are not entitled to make the request unless they have completed at least 12 months of continuous service 
with ZV immediately before making the request. 

9.1.4     Casual employees are entitled to make a request if: 

(a) they have been employed by the employer on a regular and systematic basis for a sequence of periods of 
employment of at least 12 months immediately before making the request 

(b)        there is a reasonable expectation of continuing employment on a regular and systematic basis    

9.1.5 A request made under this clause must be made in writing and set out details of the change sought and the reasons 
for the change. 

9.1.6 On receipt of a request by an Employee under this clause, the Employer must give the Employee a written response 
within 21 days, stating whether the Employer grants or refuses the request. 

9.1.7       The Employer may only refuse the request on reasonable business grounds. 

9.1.8 Without limiting what are reasonable business grounds for the purposes of clause 9.7, reasonable business grounds 
include the following: 

 that the new working arrangements requested by the Employee would be too costly for the Employer; 
 that there is no capacity to change the working arrangements of other Employees, or recruit new Employees, 

to accommodate the new working arrangements requested by the Employee; 
 that it would be impractical to change the working arrangements of other Employees, or recruit new 

Employees, to accommodate the new working arrangements requested by the Employee; 
 that the new working arrangements requested by the Employee would be likely to result in a significant loss 

in efficiency or productivity; 

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

(a) 
(b) 

(a) 
(b) 

(c) 

(d) 


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




 



   

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Zoos Victoria Salaried Staff Agreement 2022 

 that the new working arrangements requested by the Employee would be likely to have a significant negative 
impact on customer service. 

9.1.9 If the Employer refuses the request, the written response under clause 9.6 must include details of the reasons for the 
refusal.  

9.2 Home Based Work 
 Any application to work from home will be considered on the merits and approval will not be unreasonably refused. 

 
10. Multiskilling 

ZV may direct an Employee to carry out such duties as are within the limits of the Employee’s classification.  All Employees 
shall use such tools, plant, machinery and equipment as may be required, provided that they have been properly trained in the 
use of such tools, plant, machinery and equipment. 

 
11. Gender Equity 
 

11.1 Gender Pay Equity Principles 

The provisions of this Agreement are to be interpreted consistently with the following gender pay equity principles: 

a) Establishing equal pay for work of equal or comparable value: Equal or comparable value refers to work 
valued as equal in terms of skill, effort, responsibility and working conditions.  This includes work of different 
types. 

b) Freedom from bias and discrimination: Employment and pay practices are free from the effects of 
unconscious bias and assumptions based on gender. 

c) Transparency and accessibility: Employment and pay practices, pay rates and systems are transparent. 
Information is readily accessible and understandable. 

d) Relationship between paid and unpaid work: Employment and pay practices recognize and account for 
different patterns of labour force participation by workers who are undertaking unpaid and/or caring work. 

e) Sustainability: Interventions and solutions are collectively developed and agreed, sustainable and enduring. 

f) Participation and engagement: Workers, unions and employers work collaboratively to achieve mutually 
agreed outcomes. 

11.2 Meaning of Pay  

In this clause, ‘pay’ refers to remuneration including but not limited to salary, bonuses, overtime payments, allowances 
and superannuation. 

11.3 Commitment to collaborative approach to achieving gender pay equity 

ZV will work collaboratively with Employees and the Unions to identify, support and implement strategies designed to 
eradicate the gender pay gap, gender inequality and discrimination. 

11.4 Claims relating to systemic gender equality issues 

a) A systemic gender equality issue means an issue of a systemic nature within ZV, which adversely affects 
a class or group of Employees of ZV, relating to: 

i. the gender composition of any or all workforce levels of ZV 

ii. the gender composition of governing bodies; or 

iii. Equal remuneration for work of equal or comparable value across any or all workforce levels of 
ZV, irrespective of gender; or 

iv. Sexual harassment in the workplace; or 

v. Recruitment and promotion practices in the workplace; or 

vi. Availability and utilization of terms, conditions and practices in the workplace relating to family 
violence leave, flexible working arrangements and working arrangements supporting Employees 
with family or caring responsibilities; or 

vii. Gendered workplace segregation. 

(e) 


(e)




 



   

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Zoos Victoria Salaried Staff Agreement 2022 

b) The Unions and/or a class or group of Employees (Claimant/s) may seek resolution of a dispute relating to 
a systemic gender equality issues (Claim) in accordance with this clause. 

c) A Claim or Claims under this clause must be made in writing to ZV 

d) In the first instance the Claim should include sufficient detail for ZV to make a reasonable assessment of 
the nature of the Claim, the Employees impacted by the Claim and any proposals to resolve the Claim. 

e) ZV must meet and discuss the Claim with the Claimant/s prior to responding to the Claim. 

f) ZV must respond to the Claim in writing to the Claimant/s, within a reasonable time, including enough 
details in the response to allow the Claimant/s to understand ZV’s response to each element of the Claim, 
including reasons why the Claim is accepted or rejected. 

g) If the Claim is unable to be resolved between ZV and the Claimant/s, either the Claimant/s or ZV may 
refer the Claim to the Public Sector Gender Equality Commissioner (Commissioner) to deal with. 

h) In dealing with a Claim, the Commissioner: 

i. Must consider the Gender Pay Equity Principles articulated at clause 6.1 above. 

ii. Must be objective and free from assumptions based on gender; and 

iii. Must acknowledge that current pre-existing views, conclusions or assessments of comparable 
worth or values may not be free of assumptions based on gender; and 

iv. Must ensure that skills, responsibilities, effort and conditions that are commonly undervalued 
such as social and communication skills, responsibility for wellbeing of others, emotional effort, 
cultural knowledge and sensitivity are considered; and 

v. Must ensure the dispute resolution outcomes consider current or historical gender-based 
discrimination and do not further promote systemic undervaluation; and 

vi. Must deal with the Claim in a manner that is independent of ZV or the Claimant/s; and 

vii. Must consider evidence that the Claim may not be isolated to ZV subject to the Claim but may 
affect Employees from other public sector employers not covered by this Agreement; and 

viii. May jointly deal with a Claim and any other dispute which has been referred to the Commissioner 
which relates to the same or similar systemic gender equality issues; and 

ix. Must consider the views of the Claimant/s prior to jointly dealing with multiple Claims or disputes; 
and 

x. May otherwise deal with the Claim in any way the Commissioner considers appropriate, 
consistent with the requirements of the Gender Equality Act 2020 (Vic).  This can include 
mediation, conciliation, making recommendations or offering opinions. 

i) If a Claim is unable to be resolved by the Commissioner, either the Claimant/s or ZV may refer the Claim 
to the Fair Work Commission for resolution pursuant to clause 11 of this Agreement. 

j) This clause does not apply to any dispute regarding a matter or matters arising in the course of bargaining 
in relation to a proposed enterprise agreement. 

k) A Claimant or ZV may choose to be represented at any stage by a representative, including a union 
representative or from within ZV. 

l) The Claimant and ZV 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. 

m) Whilst a Claim is being dealt with in accordance with this clause, work must continue in accordance with 
usual practice, provided that this does not apply to an Employee who has a reasonable concern about an 
imminent risk to their health or safety, has advised ZV of this concern and has not unreasonably failed to 
comply with a direction by ZV to perform other available work that is safe and appropriate for the 
Employee to perform. No party will be prejudiced as to the final settlement of the Claim by the continuance 
of work in accordance with this clause. 

 








   

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Zoos Victoria Salaried Staff Agreement 2022 

11.5 Gender Equality Action Plans 

ZV will consult with the Unions in the preparation of Gender Equality Action Plans under the Gender Equality Act 2020 
(Vic). 

12. Anti-Discrimination 
It is the intention of the Parties to this Agreement to achieve the principal object in section 336(c) of the FW Act through 
respecting and valuing the diversity of the workforce by helping to prevent and eliminate discrimination on the basis of race, 
colour, sex, sexual orientation, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, 
political opinion, national extraction or social origin. 

 
 
13. Volunteers 

13.1. The parties acknowledge that volunteers are an important part of Zoos Victoria.  Volunteers perform documented tasks 
which are valuable, but not essential, to Zoos Victoria’s day to day operations and which enhance the visitor experience, 
or support professional, technical and administrative workers.  The tasks they perform are complementary to the work of 
paid Employees and their activity must be as a supernumerary.  The work they perform is unpaid. 

13.2. Volunteers shall not be used to replace the positions of paid Employees. 
 
 
14. Labour Hire 

14.1. Staff engaged through labour hire organisations must not affect the employment security of Employees covered by the 
Agreement. 

14.2. For the duration of the placement, staff engaged through labour hire must be provided with terms and conditions of 
employment which are no less favourable than those provided in this Agreement. 

 
 

PART 2 – CLASSIFICATION, WAGES & RELATED MATTERS 

 
15. Classification Structure 

15.1. Positions will be classified within the ZV Structure based on work value. 

15.2. Employees will be employed within one of these Bands based on work requirements in accordance with the Classification 
Descriptors at Appendix E. 

15.3. The new classification structure comprises seven bands each of which has a defined work value.  This replaces the 
previous structure which had over-lapping salary bands. 

15.4. All bands and fixed pay points will increase in line with and at the same time as general pay increases negotiated within 
this agreement. 

15.5. Almost all staff will translate to the new classification structure based on their existing Unloaded Rate.  In a small number 
of exceptional cases, individuals will translate to the appropriate band based on work value assessment and will retain 
their existing pay rate, even though it is above the band maximum, to which the annual increases outlined in Clause 19.2 
– Wage Increases and Rates of Pay will be applied. 

15.6. An Employee has the right to request a classification evaluation of the position which he or she occupies by applying to 
his/her departmental director to submit the changed position description and any other relevant detail to Human 
Resources for re-evaluation.  HR shall conduct an assessment of the position against the classification descriptors.  
Where a position is reclassified, the date of implementation for the revised classification will be effective from the date of 
the written request for reclassification. 

15.7. The parties agree to review the classification structure during the life of the agreement with a view to incorporating the 
agreed changes in a subsequent agreement. Discussions will commence within the first 18 months of this agreement. 

15.8. Any matters arising from this process may be referred to Clause 58 - Settlement of Disputes and Grievances. 

15.9. The following clauses of this Agreement do not apply to Employees at, or above Band 6: 
 

15.9.1. Clause 35 – Evening Programs Shift Allowance 

15.9.2. Clause 43 - Spread of Hours 

15.9.3. Clause 46 – Overtime 

15.9.4. Clause 47 – Time In Lieu 

15.9.5. Clause 51 – Officer in Charge 

15.9.6. Clause 57 – Recall to Duty 

15.9.7. Clause 76.4 – Payment for Work on Public Holidays 
 
 








   

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16. eZEPP & Band Progression 
16.1. Progression Steps and Amount 

16.1.1. Progression through the salary structure is dependent on ZV’s ability to pay which will be linked to its financial 
performance against budget for the performance year.  In the event that this performance is positive, an amount 
equivalent of up to 1% of salaried staff payroll may be allocated to band progression.  In the event that this 
performance is negative, ZV will consult with the CPSU on ZV financial performance and provide relevant 
evidence in a timely fashion. 

16.1.2. Progression if any, will be effective from 1 January each year. 

16.1.3. Within Bands 1 to 4 there are progression steps (expressed salary points), or for Bands 5 to 7 progression 
amounts, as detailed in the table at Appendix A – Salaried Staff Salary and Classification Structure. 

16.1.4. Progression steps within Bands are not points of defined work value.  Progression within the salary structure will 
not be automatic, consistent with wage fixing principles. 

16.1.5. An Employee may move through the first three progression steps within Bands 1 to 4 when she or he is assessed 
at his or her annual performance review as meeting the requirements of the Employee’s eZEPP (performance 
plan) which includes three components – KPOs, behaviours and development. 

16.1.6. An Employee may move through the remaining progression steps within Bands 1 to 4 when she or he is 
assessed as achieving exceptional performance against the Key Performance Objectives outlined in the 
Employee’s eZEPP. 

16.1.7. An Employee within Bands 5 to 7 may be considered for salary progression when she or he is assessed as 
achieving exceptional performance against the requirements of the Employee’s eZEPP (performance plan) which 
includes three components – KPOs, behaviours and development. 

16.1.8. In October each year, Employees and managers may make submissions via their Director for consideration of a 
salary increase based on exceptional performance. 

16.2. eZepp Performance Plan 
16.2.1. Full time and part-time Employees will be required to participate in an annual performance review through the 

eZEPP system. 

16.2.2. The performance cycle is twelve months (1 July to 30 June). 

16.2.3. The performance plan, comprising Key Performance Objectives (KPOs), behaviours and development objectives, 
is to be agreed with each Employee at the start of the performance cycle, or upon the Employee’s 
commencement in a role.  The plan may be adjusted by agreement during the performance cycle. 

16.2.4. All Employees can expect informal and formal feedback about their performance throughout the performance 
cycle with their supervisor or manager. 

16.2.5. A performance review is undertaken at the end of each performance cycle.  The Employee’s performance against 
the eZepp is assessed by their manager at that time.  Employees must meet all of the elements of their individual 
performance plan to be eligible for progression. 

16.3. Eligibility for Progression 
16.3.1. Subject to Clause 16.1 – Progression Steps and Amount an Employee will be eligible to access progression if 

an Employee has been in his or her role for 3 months or more, except in the following circumstances. 

16.3.2. Has been appointed on probation under Clause 26 – Probationary Period and has been in his or her role for 
less than 6 months at the time the performance review is undertaken. 

16.3.3. Has completed a formal underperformance process or is subject to one under Clause 62  – Management of 
Unsatisfactory Work Performance at 30 June; or 

16.3.4. Is subject to proven misconduct as per Clause 63 - Management of Misconduct during the course of the 
performance cycle. 

16.4. Progression Criteria 
16.4.1. It is acknowledged that within Bands 1 to 4 the progression criteria will not be as onerous as those which will be 

required for Bands 5 to 7.  Whilst Bands 4 and 5 are clearly seen as transition points to higher levels of 
management within the structure and carry additional responsibility, this does not mean work at all lower levels 
will not be important and demanding.  However, it is expected that in setting agreed performance plans the 
overwhelming majority of Employees within Bands 1 to 4 will achieve the objectives.  This is to be contrasted with 
Employees in Bands 5 to 7.  In these Bands agreed objectives will include measures of excellence and skill 
acquisition commensurate with the high level of responsibility.  It is expected that progression at these levels will 
be both more challenging and difficult to achieve. 

16.4.2. Central to progression is the need for managers, in consultation with Employees, to determine what should, and 
can, be delivered to warrant progression through a combination of increasing capability, productivity, performance 
and professionalism.  This interaction between managers and Employees gives authority and integrity to the 
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17. Salary Upon Commencement 

The commencement salary for new Employees should normally be at the entry point salary for their band.  A higher rate of pay 
may be warranted depending upon their competency and/or the current market rate for the position. 

 
 
18. Rates of Pay for 7 Day Rostered Employees 

18.1. The percentage  to be applied to the Unloaded Rate will be: 
 

Full time Employees working 4 weekend 
days in a 28-day cycle. 
 

118.68% of the Monday to Friday 
Unloaded Rate 

Full time Employees working 2 weekend 
days in a 28-day cycle. 
 

109.08% of the Monday to Friday 
Unloaded Rate 

Part-time Employees averaging 2 
weekend days in each 7 days worked. 
 

126.69% of the Monday to Friday 
Unloaded Rate 

 
18.2. The rates have been calculated on the basis that full time and part-time Employees work an average of 7.6 hours per 

day. 

18.3. The Loaded Rate for part-time staff with a work pattern that does not average 2 weekend days in each 7 days worked will 
be calculated by application of the following penalty rates to the Monday to Friday Unloaded Rate: 

18.3.1. For Saturdays, in addition to ordinary hours, 50% for the first 2 hours worked, and 100% for subsequent hours; 
18.3.2. For Sundays, 100% for all hours worked. 

 
19. Wage Increases & Rates of Pay 

19.1. The rates of pay applicable under this Agreement are contained in Appendix A – Salaried Staff Salary and 
Classification Structure. 

 
19.2. Employees covered by this agreement will receive the following salary increases: 

 

Date of effect 
 

Percentage increase 

3 October 2022 
 

2% 

 
 

20. Payment of Salaries 
20.1. ZV must pay salaries, allowances, penalty or overtime payments due to an Employee by fortnightly electronic direct credit 

to a bank account, credit union or building society account nominated by the Employee. In exceptional circumstances, ZV 
will make provision for off-line payments. 

20.2. Payment of salaries will be made no later than the second Thursday of each pay period.  Ongoing and fixed-term 
Employees will be paid one week in advance and one week in arrears.    Casual Employees will be paid two weeks in 
arrears due to the nature of their work. 

20.3. Employees must be provided either in writing or electronically, with detail of each pay regarding the makeup of their 
remuneration and any deductions. 

20.4. By agreement with ZV, the Employee may authorise deductions from salary for forwarding to health insurance 
organisations, superannuation funds, credit co-operatives and other agreed institutions. 

 
 
21. Recovery of Overpayments 

21.1. ZV will notify an Employee immediately it determines that the employee has an employment-related debt to the Employer, 
including without limitation: 

21.1.1. overpaid salary; or 

21.1.2. amounts in respect of paid leave taken in advance (i.e. prior to it accruing to the employee); or 

21.1.3. amounts owing through any salary packaging arrangement.  

21.2. Once the notification has been made and there is agreement on the amount of the overpayment, agreement on a 
repayment plan must be reached within 4 weeks.  Neither party may unreasonably withhold their agreement to a 
proposal. 

21.3. If agreement is not reached on the overpayment amount, or repayment plan, the matter should be referred to the dispute 
resolution process.  

 
22. Salary Packaging 

ZV has established a salary packaging scheme (“the Scheme”) that is approved by the Australian Taxation Office for the 
Employees. A provider manages the Scheme and all costs associated with the operation of the Scheme are recovered from 






  



   

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the participants in the Scheme.  The Scheme must not allow an individual Employee’s remuneration to fall below the 
prescribed award minimum. 
 
 

23. Superannuation 
The Employee, regardless of age, will be offered by ZV membership of a complying superannuation fund for the purposes of 
the Superannuation Industry (Supervision) Act 1993 (unless they are a member of a Victorian exempt public sector 
superannuation scheme). ZV will contribute, or will be deemed to contribute, to this fund or another approved fund an amount 
in accordance with the Commonwealth Superannuation Guarantee Administration Act 1992. 
 
 

PART 3 – CONTRACT OF EMPLOYMENT AND RELATED MATTERS 
 
24. Employee’s Duties 

Every Employee must at all times: 
24.1. Perform his/her duties with due care and diligence. 

24.2. Comply with the lawful instructions of management.  

24.3. Comply with policies, procedures and rules in operation including the ZV Code of Conduct 
 
 

25. Terms of Engagement 
25.1. ZV will determine a usual place of work for each Employee which will be notified in writing at the commencement of 

employment, or at any change to employment arrangements. 

25.2. Employees may be employed: 
25.2.1. On an ongoing full-time or part-time basis. 

25.2.2. On a fixed term basis. 

25.2.3. On a casual basis. 
25.3. ZV acknowledges the positive impact that secure employment has on employees and the provision of quality services to 

the Victorian community and will give preference to ongoing forms of employment over casual and fixed-term 
arrangements wherever possible. 

 
26. Probationary Period 

With the exception of casual Employees, all new Employees will be subject to a probationary period of 3 months. During such 
probationary period, new Employees will have periodic performance reviews with their supervisor.  Subject to satisfactory 
reviews, the Employee’s appointment will be confirmed in writing 
 

27. Part-time Employment 
27.1. Part-time Employees must be provided with a minimum of three hours work for each period rostered to work. A part-time 

Employee is an Employee who works a regular rostered cycle, and who shall be employed for less than 76 hours per 
fortnight. 

27.2. Part-time Employees will be paid at ordinary rates for all hours worked up to an average of 76 hours per fortnight.   Hours 
worked in excess of an average of 76 per fortnight, or outside the span of hours will be paid at overtime rates. 

27.3. A part-time Employee shall receive payment on a pro rata basis for paid leave and public holidays which fall upon a day 
on which such an Employee would normally work. 

27.4. The other conditions of employment of a part-time Employee shall be those prescribed elsewhere in this agreement, 
except to the extent that they are superseded or modified by the provisions of this clause. 

27.5. A part-time Employee shall be paid an hourly rate equal to one thirty eighth of the appropriate weekly classification rate 
for hours worked Monday to Friday.  Work on Public Holidays shall be paid in accordance with Clause 76.4 – Payment 
for Work on Public Holidays. 

27.6. A part-time Employee shall be notified of their hours of work by the fixing of a roster as agreed between the Employee 
and ZV, where that agreement includes: 
(a) an agreed schedule specifying the days in each fortnight on which the Employee will work, the hours of those days 
upon which the Employee will work, and the number of hours the Employee will work on each day; and 
(b) agreed processes for the variation of hours or days of work. 
Such agreed scheduled hours shall be considered the Employee’s ordinary hours.   
Such hours of work once notified cannot be altered without 48 hours’ notice by ZV or by mutual agreement between ZV 
and Employee. 

27.7. Provided that in the event of a dispute relating to the hours of work of a part-time Employee, the terms of Clause 58 - 
Settlement of Disputes and Grievances of this Agreement shall be applied. 

 

 

 








   

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28. Irregular Part-Time Employment 
28.1. Irregular Part-time Employees are engaged on the basis that they will be offered a minimum number of hours each 

fortnight.  

28.2. The pattern over which these hours are worked will typically vary from week to week, notwithstanding that, on any day 
the Employee is asked to work, a minimum period of three hours will apply.  

28.3. ZV will make the minimum number of hours available to the Employee each fortnight, unless varied by local agreement at 
the instigation of the Employee.  

28.4. If ZV does not offer the minimum number of hours stipulated in the letter of offer, the Employee will still be entitled to be 
paid that minimum number of hours.  

28.5. ZV understands the impact on Irregular Part-time Employees of minimum hours being worked over a number of days. ZV 
will make every effort to take into account the personal circumstances of the Employee when scheduling the hours to be 
worked and to provide reasonable notice of when the hours are to be offered.  

28.6. If ZV makes available at least the relevant minimum number of hours and the Employee is unable or unwilling to work at 
the times at which the hours are offered, the Employee will be paid only for those hours worked (i.e. this may be less than 
the number of hours specified in the letter of offer).  

28.7. If the Employee is offered and works more than the relevant minimum number of hours, they will be paid for the extra 
hours at the ordinary rate of pay for all hours worked up to a maximum of 76 hours per fortnight. Hours directed to be 
worked in excess of 76 hours per fortnight will be paid in accordance with Clause 46 - Overtime.   
 

29. Additional Hours – Part-time Staff 
29.1. Additional hours arising on a variable basis will be offered to part-time staff before casual staff may be engaged. 

29.2. Hours must be offered at the earliest available opportunity and allow part-time staff at least 24 hours to respond. 

29.3. Hours may only be offered to casual staff where no part-time staff are available, or where 24 hours’ notice cannot be 
provided. 

29.4. Payment for additional hours worked up to a total of 76 hours per fortnight will be at the Unloaded Rate for hours worked 
within the span of hours from Monday to Friday. 

29.5. Payment for additional hours worked up to a total of 76 hours per fortnight will include a penalty payment of time and a 
half for the first two hours worked on a Saturday and double time thereafter; double time for all hours worked on a 
Sunday; and double time and a half for all hours worked on a public holiday. 

29.6. An employee required to work outside the ordinary hours of work will be entitled to receive an overtime rate or shift work 
rate (or time off) as prescribed.  

29.7. Where part-time staff refuse the offer of additional hours, casual staff may be engaged 
 
30. Fixed Term Employment 

30.1. Employees covered by this agreement may be engaged for fixed terms.  Fixed term employment will not be used to 
undermine the permanency of any existing permanent position.  Except in circumstances where an Employee is engaged 
to temporarily replace an Employee on Parental Leave, fixed-term employment shall not exceed three continuous years. 

30.2. Fixed term Employees may be engaged in the following circumstances: 
30.2.1. To fill temporary absences of the permanent Employee due to WorkCover claims, or extended leave (annual, 

long service, personal/carer’s, parental, leave without pay), or short term assignments at other institutions/ZV 
properties. 

30.2.2. To fill a temporary vacancy if the recruitment process needs to be extended. 

30.2.3. To fill a position for which there is extraordinary, finite or non-recurrent funding such as special projects and 
departmental work overload, for periods under six months.  Where the fixed term is for a period of longer than 6 
months, the circumstances may be referred by ZV for review and consultation with affected Employees and the 
CPSU. 

30.3. Notwithstanding the need for flexibility in placing fixed term Employees in sections other than where the temporary 
absence has occurred, providing always that the absence is covered by another Employee, fixed term Employees will be 
given advice in the letter of appointment of the circumstances of their employment, and a date when the appointment 
term is to finish.   

30.4. If for any reason, the appointment term is to be extended, the fixed term Employee will be given written advice of the 
extension, the circumstances of the extended appointment, whether or not they have changed from the initial 
circumstances, and a date when the appointment term is to finish.  

30.5. Where a fixed term Employee is employed on a contract of 12 months or greater, ZV will provide confirmation, in writing, 
at least four weeks before that contract ends, that the contract will in fact expire at the date stipulated in the relevant letter 
of offer.  If ZV does not confirm the contract expiry at least 4 weeks before the notional end of the contract expiry at least 
4 weeks before the notional end of the contract, then payment of salary to the Employee will be extended such that the 
Employee will receive 4 weeks’ salary after the notice is given. 

 
 








   

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31. Casual Employment 

31.1. A casual Employee should be available and willing to undertake an hourly engagement when required by ZV. In the event 
that the Employee attends work then is not required to work or the Employee is not notified and attends work, a payment 
as prescribed by Clause 36 – Cancellation of Shifts shall be paid to the Employee. 

31.2. Casual Employees will not be used to undermine the employment of Employees in ongoing positions. 

31.3. Rates of pay for casual Employees are set out at Appendix C – Schedule of Casual Rates to this Agreement and 
include compensation for the nature of casual work and for paid leave (excepting long service leave), penalties (weekend, 
overtime and public holidays) and public holidays not worked except as provided by Clause 31.6. 

31.4. Each engagement will be for a minimum of three hours. 

31.5. Casual Employees shall be entitled to two days unpaid compassionate leave and two days unpaid personal/carer’s leave 
per occasion. 

31.6. Casual Employees working on Christmas Day will be paid a penalty rate of double time and a half for the whole shift. 

31.7. Wherever casual Employees are used on an on-going basis to cover a work area, they may seek to have a review 
conducted, with a view to creating a permanent part-time, or irregular part-time position. 

31.8. Where a request is received from an individual Employee, and results in the establishment of a part-time position, the 
Employee who made the request will be directly appointed to the position. 

31.9. Where a request is received from more than one Employee, or the CPSU, and results in the establishment of at least one 
part-time position, then a formal selection process will be conducted amongst all casual Employees in the work area 
currently performing the duties. 

31.10. Where a review does not result in the establishment of any part-time positions, relevant Employees, or the CPSU, may 
access Clause 58 – Settlement of Disputes and Grievances.  

 
32. Casual Employment – Visitor Services & Visitor Engagement staff  

32.1. To maintain a position on the roster, casual Employees are expected to make themselves available to work   

32.1.1. At least four weekend days over each 28 day period; 

32.1.2. Six of the total number of annual public holidays; 

32.1.3. Where required, every alternate Christmas Day; and 

32.1.4. Victorian school holiday periods. 

32.2. Casual employees are able to apply to take time off during the school holidays subject to reasonable availability over the 
year. It is ZV’s preference that causals are available during Victorian school holiday periods. However Casual employees 
can apply for time off at least 4 weeks prior to the school holiday period and preference for time off will be given to those 
casuals who worked the previous holiday period.  In order to maintain a place on the casual roster casual employees will 
need to be available for at least 8 weeks of the total period of school holidays. Requests for time off will not be 
unreasonably refused. 

32.3. Casuals are expected to notify their manager in advance (at least 24 hours) where possible if they are unable to work 
their rostered shift due to special circumstances. 

32.4. Employees may access Clause 58 – Settlement of Disputes and Grievances of this Agreement if they have concerns 
about the application of this clause. 

 
33. Safari Guides: Werribee Open Range Zoo and Zoo Encounter Presenters at Melbourne Zoo 

33.1. The terms and conditions of this Agreement apply to Employees conducting safari tours other than as amended below. 

33.2. Spread of Hours 
33.2.1. The spread of hours for Safari Guides is between 6:00am and 10:00pm which may be extended past 10:00pm by 

mutual agreement.  

33.3. Employee Breaks for Safari Guides 
33.3.1. Safari Guides will be entitled to rest and meal breaks set out in this Agreement at Clause 49 - Breaks.  

33.3.2. By mutual agreement, paid rest breaks may be accumulated and taken in lieu of an unpaid meal break. 

33.3.3. Safari tours will be scheduled so as to allow Safari Guides to use bathroom facilities between tours, if necessary. 

33.4. Safari Guide Training 
33.4.1. ZV may require Employees to attend various paid Training Courses, Seminars and Conferences.  In such 

circumstances, ZV will pay all relevant expenses associated with such attendance and a minimum of two (2) 
hours at the relevant rate of pay, or time in lieu. 

33.4.2. Where a training program is held other than at Werribee Open Range Zoo, Employees will receive payment for 
any additional travel time, and actual travel expenses will be reimbursed on production of receipts of expenditure. 

 
 
 








   

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34. Camp Leaders: Melbourne Zoo and Werribee Open Range Zoo 
34.1. Camp Leaders are engaged on an ad hoc basis to run and manage overnight camps on the basis of a period of duty, a 

period of rest, and with the provision of accommodation and all meals in return for an all up rate of remuneration per 
camp run. 

34.2. The period of duty will be determined by ZV subject to consultation with Camp Leaders and the CPSU, duration of which 
will take into account time for set up, animal encounters and other activities to engage visitors, meal preparation and 
clean up, pack-up and other routine duties. 

34.3. Rest period will normally extend between the hours of 10.45pm and 6.00am the following during which time, the Camp 
Leader will be on-call. 

34.4. Camp Leaders are entitled to all meals and visitor standard accommodation for the duration of each camp. 

34.5. As the Camp Leader is involved in the preparation and serving of meals at which the Camp Leader also takes a meal, a 
separate paid break from duty of 30 minutes is applicable to be taken at the discretion of the Camp Leader but preferably 
between completion of set-up and arrival of the visitors. 

34.6. Remuneration 
34.6.1. The rate payable to staff overseeing camps is set out in Appendix D – Schedule of Rates for Camps to this 

agreement.  The full camp rate is all inclusive and comprises a base amount, overnight allowance, first aid 
allowance and consideration for being on-call;  as well as taking into account the rest period and paid and unpaid 
meal breaks. 

34.6.2. Where significant additional hours are worked as the result of an emergency, the Employee may claim those 
hours at the relevant casual hourly rate. 

34.7. Leave 
34.7.1. Camp Leaders will have the same entitlement to leave as Casual Employees. 

34.7.2. For the purpose of the calculation of long service leave, it will be assumed that a full camp is 10.5 worked hours 
and a half camp is 6.5 worked hours. 

 
 

35. Evening Programs Shift Allowance 
35.1. Employees whose roster requires them to work shifts commencing at or after 11.00am and finishing at or after 7.00pm 

shall be paid a shift allowance of 15% for all ordinary hours worked. 

35.2. Employees receiving this allowance are not entitled to penalties for work outside the spread of hours. 

35.3. This clause shall not apply to Employees classified at Band 6 or higher. 
 
 
36. Cancellation of Shifts for Casual Employees, including Casual Safari Guides, Camp Leaders or Cancellation of 

Additional Hours of Part-time Employees, including Part-time Safari Guides. 
36.1. Where a rostered shift is to be cancelled for a casual Employee due to predicted poor weather or the otherwise 

predictable likelihood of low visitation, the cancellation should occur wherever possible by 5pm the day before the 
rostered shift. 

36.2. Where the Employee is notified of the cancellation prior to 5pm on the day prior, they will not be required to attend the 
workplace and will receive no payment. 

36.3. Where the cancellation is made on the day the shift has been scheduled and the Employee is notified prior to leaving for 
the workplace, they will not be required to attend the workplace and will receive a cancellation allowance equivalent to 
two hours payment 

36.4. Where cancellation is made on the day the shift has been scheduled and the Employee is not notified prior to leaving for 
the workplace, they will be required to attend the workplace and will work and be paid for the minimum shift of three 
hours. 

 
37. Termination of Employment by ZV 

37.1. The provisions of section 117 of the FW Act apply, except where varied by this clause. 

37.2. Subject to this Agreement ZV may only terminate the employment of an Employee for the reasons outlined in section 33 
of the Public Administration Act 2004 (Vic). 

37.3. Notice of Termination of Employment by ZV 
37.3.1. In order to terminate the employment of an Employee, other than a casual Employee, ZV must give to the 

Employee 4 weeks’ notice.  

37.3.2. Employees over 45 years of age and with more than two years’ continuous service at the time of having their 
employment terminated must be given an additional week’s notice. By mutual arrangement, the parties can agree 
to a shorter period of notice.  

37.4. Time off During Notice Period 
Employees given notice of termination by ZV are allowed time off without the loss of ordinary pay to seek new 
employment, equivalent to three normal working days.  The time off shall be taken at an agreed time and following 
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37.5. Payment in Lieu of Notice 
37.5.1. Payment in lieu of the notice will be made if ZV notifies the Employee that ZV does not require the Employee to 

work the entirety of the applicable notice period.  Employment may be terminated by the Employee working part 
of the required period of notice and by ZV making payment for the remainder of the period of notice. 

37.5.2. In calculating any payment in lieu of notice, ZV shall use the salary an Employee would have received for the 
ordinary time they would have worked during the period of notice had their employment not been terminated. 

37.5.3. The period of notice in this clause will not apply in the case of dismissal for serious misconduct. 
 
 

38. Employee Resignation 
An Employee, other than a probationary Employee, may resign at any time by giving four weeks’ notice to ZV, or a lesser 
period subject to mutual agreement. 
 
 

39. Abandonment of Employment 
39.1. If an Employee is absent for more than 20 working days: 

39.1.1. in circumstances where ZV could not reasonably, after due enquiry, have been aware of any reasonable grounds 
for the absence; and 

39.1.2. without the permission of ZV;  and without contacting  ZV to provide an explanation for the absence. 
 

39.2. Following the 20 day period ZV will provide notice of termination due to abandonment of employment. . ZV is required to 
provide notice of termination of employment as per Clause 37 – Termination of employment. 

 
40. Statement of Employment 

40.1. ZV must upon receipt, of a request from an Employee whose employment will cease, provide to the Employee a written 
statement specifying the period of his or her employment and classification of or the type of work performed by the 
Employee. 

40.2. Where ZV terminates the Employee’s employment, ZV must at the Employee’s request, provide a written statement of 
the reasons for dismissal. 

 
 

41. Rights Not Limited 
This clause does not limit the rights of Employees to pursue any other legal remedy in respect of termination of employment. 

 
 

PART 4 – HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK, WEEKEND WORK 
 
42. Hours of Work 

42.1. The ordinary hours of work for each Employee, except for casual or part-time Employees, will average 76 hours per 
fortnight (exclusive of meal breaks), to be worked over an average of no more than 10 days per fortnight. 

42.2. Hours of Work - Flexibility 
42.2.1. An Employee has the right to request flexibility in their hours of work.  ZV may not unreasonably refuse any 

request for flexibility. 

42.2.2. Hours of work flexibility may include the working of regular longer daily hours in order to provide for a regular day 
away from work, or the working of temporary longer daily hours to provide for an irregular day away from work. 

42.2.3. Employees may also seek to modify their working arrangements on a limited or ad hoc basis.  Subject to 
agreement with their manager, a full-time Employee shall average 152 ordinary hours over each consecutive 28 
day period (pro rata for part-time Employees).  Time credits may be carried over for one 28 day period; time 
debits must not exceed 7 hours 36 minutes per 28 day period and must be re-credited in the following 28 day 
period. 

 
 
43. Spread of Hours 

43.1. The spread of hours during which ordinary time may be worked is between 6:00am and 6:00pm.   From 1 November to 
31 March, and for major events, the spread of hours shall be 6.00am to 8.00pm.  Major events are those which are 
specifically planned to attract more visitors than would otherwise normally be expected at that property and will require 
the availability of additional staff, they include one-off and annual recurring events. 

43.2. Full-time and part-time Employees have the right to refuse to work ordinary hours after 6.00 pm. 

43.3. The parties will monitor implementation of this clause. ZV will provide the Consultative Committee with reports on all 
hours worked after 6.00pm and will identify which hours attract shift allowance, or overtime payments. 

43.4. An Employee’s spread of hours may be varied by individual agreement.  

43.5. Where Employees are rostered for an evening function, ZV will seek to avoid rostering split shifts.  An Employee cannot 
be required to work a split shift, but may do so by individual agreement. 






  



   

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43.6. This clause shall not apply to Employees classified at Band 6 or higher. 
 

 
44. Rostering Arrangements 

44.1. A rosters specifies the days and hours that an Employee is engaged to work.  This clause does not refer to the allocation 
of duties during a rostered shift. 

44.2. The establishment of any new rosters for existing full-time and part-time Employees employed on seven-day rosters may 
occur after consultation and agreement between the majority of staff concerned and their supervisors, taking into account 
both the business needs of the ZV and the personal requirements of Employees. 

44.3. All work that is regularly rostered will be arranged on either a full-time or part-time basis by agreement as necessary to 
meet the business needs of the ZV. 

44.4. ZV will, where practicable, distribute fairly all rostered work, which will be in accordance with operational requirements 

44.5. Notification of rosters will be provided two weeks in advance but will be provided four weeks in advance for the 
Christmas/New Year period.  

44.6. Rostered work may be altered my mutual agreement to accommodate special needs. 

44.7. When changes to rosters are proposed, applications to work the new roster will be sought from affected Employees, with 
the final choice being decided on merit.  If there are insufficient volunteer Employees for any of the proposed roster 
changes, then the following guidelines will be adhered to before altering the existing rostering arrangements for any 
Employees: 

44.7.1. The Employees concerned must be given 14 days’ notice of the proposed changes or by mutual agreement 
between ZV and the Employee.  

44.7.2. If exceptional circumstances prevent such notice being given, the ZV will give notice as soon as possible after the 
decision to change the roster is made. 

44.8. This clause shall not apply to Employees classified at Band 6 or higher. 
 

 
45. Minimum Hours Off Work between Full Time Shifts 

45.1. An Employee will have a minimum of 10 hours off work from the time of finishing his or her ordinary full-time shift and the 
time of the commencement of his or her next ordinary shift.  This provision will not apply where the Employee is rostered 
for call-out. 

45.2. Where an Employee has not had a minimum of 10 hours off duty as prescribed by this clause, overtime payments will 
apply for all hours worked until the Employee has had the 10 our break. 

 
 

46. Overtime 
46.1. Employees classified at Band 6 or above and only applies to part-time staff required to work outside the span of hours.  

Part-time staff should refer to Clause 29 - Additional Hours Part-Time Staff regarding the working of additional hours. 

46.2. Overtime means the hours worked, at the direction of ZV, which are additional to an Employee’s ordinary hours of work 
or outside the span of hours on any day established in accordance with Clause 43 - Spread of Hours of this agreement. 
This clause should also be read in conjunction with Clause 42.2 – Hours of Work – Flexibility. 

46.3. All overtime worked must have the approval of the Employee’s manager. 

46.4. Where overtime needs to be worked, Employees will be given reasonable notice where practicable. 

46.5. ZV shall use its best endeavours to organise work so that overtime work is not a regular occurrence but may require an 
Employee to work overtime where: 

46.5.1. Such work is unavoidable because of work demands. 

46.5.2. Reasonable notice of the requirement to work overtime is given by ZV. 

46.6. 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 the Employee’s health and safety; the 
Employee’s personal circumstances including family responsibilities; the needs of the workplace; the notice (if any) given 
by ZV of the overtime and by the Employee of his or her intention to refuse it; and any other relevant matter. 

46.7. Payment for Overtime 
46.7.1. Overtime penalty payments are applied to the Unloaded Rate of pay. 

46.7.2. Five-day roster Employees – time and a half for the first two hours and double time thereafter, except on Sundays 
when all overtime is paid at double time. 

46.7.3. Seven-day roster and job share Employees – time and a half for the first two hours and double time thereafter for 
all overtime irrespective of the day of the week. 

 
 
 
 








   

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47. Time in Lieu 

47.1. An Employee, other than an Employee classified at Band 6 or above, who is requested to work overtime must be either: 
47.1.1. Paid for overtime work in accordance with the rates established in this agreement; or 

47.1.2. Permitted where practicable to take time off in lieu of payment (“time in lieu”) which will accrue on the following 
basis: 
47.1.2.1. Five-day roster Employees – time and a half for the first two hours and double time thereafter, except 

on Sundays when all overtime is paid at double time. 

47.1.2.2. Seven-day roster and job share Employees – time and a half for the first two hours and  
       double time thereafter for all overtime irrespective of the day of the week. 

 

47.2. At the time that overtime is offered, the Employee may elect to take the overtime paid or time in lieu. 

47.3. Time in lieu is to be taken at a time of mutual agreement.  ZV will endeavour to permit the Employee to take time in lieu at 
a time of the Employee’s choosing, where practicable in terms of business requirement 

47.4. Time in lieu may accumulate to a maximum of 38 hours.  Any Employee who has accumulated 38 hours of time in lieu 
must be paid overtime for any additional overtime hours worked. 

47.5. Any accrued time in lieu in excess of 38 hours will be paid out in the next pay period to when the additional amount has 
accrued. 

47.6. Upon termination for any reason, the Employee will be paid out any time in lieu accrued to his or her credit as if it were 
time worked. 

47.7. An Employee classified at Band 6 or above who is requested to work hours in excess of his or her ordinary hours may 
apply to take time off in lieu which will accrue on an hour for hour basis, irrespective of when the work is performed. 

 
48. Childcare  

Where Employees are required by ZV to work outside their ordinary hours of work and where less than 24 hours’ notice of the 
requirement to perform such overtime work has been given by ZV, the Employee will be reimbursed for reasonable childcare 
expenses incurred. Evidence of expenditure incurred by the Employee must be provided to ZV as soon as possible after the 
working of such overtime. 

 
49. Breaks 

49.1. Employees shall be entitled to take such breaks during the working day as are needed for rest, health and safety. 

49.2. Unpaid Meal Breaks 
49.2.1. Employees are entitled to an unpaid meal break of at least 30 minutes at or before the expiration of 5 hours work. 

49.2.2. Meals breaks are to be taken at times that best suit the work in hand and as agreed between the Employee and 
her/his supervisor 

49.2.3. Other than in an emergency, if an Employee is directed to work during their scheduled lunch break they shall be 
paid overtime at the rate of time and one half of the ordinary hourly rate until the meal break starts. 

49.3. Paid Breaks 
49.3.1. Employees who are rostered to work 5 hours or less in one shift are entitled to one paid break of 15 minutes. 

49.3.2. Employees who are rostered to work more than 5 hours in one shift are entitled to two paid breaks of 15 minutes. 

49.3.3. Paid breaks are to be taken at times that best suit the work in hand and by agreement. 
 

 
50. Higher Duties 

50.1. Employees required to perform duties at a higher classification and required to conduct such higher duties for 5 days or 
more, will be paid on the basis as set out below: 

50.1.1. If the position being replaced is paid at a rate in a higher band, payment will be at the entry point of that band. 

50.1.2. If the position being replaced is paid at a rate in the same band, payment will be at the rate paid to the Employee 
being replaced. 

50.1.3. If the position being replaced is that of a Director during short periods of absence an allowance of 10% of the 
replacing Employee’s salary will be paid.  Where an Employee is required to act as Director and carry the full 
responsibilities of the position in vacancy or long term absence periods, a higher rate of allowance may be 
determined by the CEO. 

50.1.4. If higher duties circumstances arise, whereby the Employee’s current salary is higher than the job classification 
within which he/she is temporarily performing the higher duties, then an allowance of 10% of replacing 
Employee’s salary will be paid. 

50.1.5. Where it is agreed that the Employee is not required to perform the full range of duties of the higher position, and 
the duties not required have been identified in the position, and the duties not required have been identified in the 
position description, a proportion of the higher duties shall be paid which will be at 50% or 75%, as appropriate, 
depending on the nature of duties still to be performed. 








   

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50.1.6. It is generally expected that Employees acting in supervisory positions will be required to perform the full range of 
duties, whilst Employees acting in more senior positions are less likely to do so unless the period of higher duties 
extends for a number of weeks, or months. 

 
51. Officer in Charge 

51.1. An Employee whose position is classified below Bands 6 to 7 shall be entitled to a daily allowance as prescribed in 
Appendix B – Schedule of Allowances where that Employee is required to carry the responsibilities of Officer in 
Charge.  

 
51.2. Employees below Band 6 & 7 are entitled to receive Time in Lieu when additional hours worked across; 

 
51.2.1. Monday to Friday – In addition to the OIC allowance, employee can receive TIL on an hour for hour 

    basis for the hours in addition to their normal shift from Monday to Friday. 
  

51.2.2. Weekends and outside of the spread of hours as per clause 43 Spread of Hours –In addition to the 
    OIC allowance employee can receive TIL at the rate of time and half for the first two hours and double 
    time thereafter for the hours in addition to their normal shift as per clause 46.7 – Payment for 
    Overtime. 
 

51.2.3. Public holidays – In addition to the OIC allowance, employee can receive  payment of time and a half 
    plus a day’s TIL, provided the day is taken within 12 months. 
 

51.3. Employees within Band 6 & 7 are entitled to receive Time in Lieu on an hour for hour basis for all hours in addition to their 
normal hours irrespective of the day of the week. 

 
52. Promotion, Transfer and Relocation 

52.1. Where ZV determines that a position may be filled by promotion or transfer, the position will be advertised throughout the 
ZV workforce for a minimum of five working days before applications close. 

52.2. Any Employee may apply for appointment by way of transfer or promotion to the advertised position. 

52.3. Advertisements must include the position's title and position description. 

52.4. All candidates will be advised of the outcome of their application. 

52.5. The operation of this clause is subject to Clause 58 - Settlement of Disputes and Grievances. 
 
 

53. Permanent Relocation of Usual Place of Work 
53.1. An Employee who is required by ZV to travel to a new work location as a result of transfer or redeployment will be paid a 

once only allowance in compensation for all disturbance factors arising from transfer or redeployment not otherwise 
provided for in this Agreement. 

53.2. The payment will be as follows: 
 

Details of allowance Effective from 03/10/2022 

Increase 2% 

10kms and /= 30 kms or 30 
minutes 

$1,533 

For each additional 30 kms or 30 
minutes 

$1,533 

 
 

53.3. No allowance will be paid where the total additional distance to be travelled is ten kilometres or under. 
 
 
54. Residential Relocation Principles 

54.1. Where ZV considers that it is reasonable and necessary for an Employee to move residence as a result of permanent 
relocation from one work location to another, and the relocation arises because of a ZV direction, the Employee will be 
entitled to: 

54.1.1. Up to three days’ paid leave associated with the relocation;  and 

54.1.2. Reimbursement of reasonable expenses associated with the relocation including expenses associated with 
removal, storage and insurance of household goods. 

 
 
 
 
 
 






  



   

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55. Secondment 
55.1. External Secondment 

55.1.1. Where an Employee is seconded, by agreement, to a position outside ZV's workforce, that Employee remains an 
Employee of ZV and the period of secondment counts as continuous service for all purposes. 

55.1.2. A period of secondment shall be no longer than twelve months although this period may be extended by 
agreement between ZV and the Employee. 

55.2. Internal Secondment 
55.2.1. Where an Employee is seconded by agreement to another position within ZV’s workforce, the period of 

secondment shall be for no longer than twelve months, although this period may be extended by mutual 
agreement between ZV and the Employee. The conditions relating to an individual’s secondment must be in 
writing.  

55.2.2. Where the organization specifically requests an Employee to take up a position at another site a travel allowance 
will be given, or transport arrangement will be made, to cover the extra distance travelled. 

55.2.3. At the completion of the secondment, the Employee is entitled to return to the position held immediately before 
the secondment.   

 
56. On-Call 

56.1. ZV may, by agreement, roster an Employee to be on on-call outside the ordinary hours of duty of the Employee to 
perform work away from their usual place or places of work.  

56.2. The Employee may also be required to be recalled to their usual place or places of work.  

56.3. ZV must pay an allowance for on-call duty as described in Appendix B – Schedule of Allowances. 

 

57. Recall to Duty 
57.1. Any Employee who has left the place of employment and is recalled to duty shall be paid a sum equivalent to two (2) 

hours at double time, and be paid in addition double time for all time worked with a minimum period of 2 hours to be 
worked i.e. a minimum payment of 4 hours at double time. 

57.2. Employees at Band 6 or above will be paid at ordinary rates, or may accrue time in lieu on an hour for hour basis, for any 
time worked when they are recalled to duty. 

 
 

PART 5 - AGREEMENT & RELATED MATTERS 
 
58. Settlement of Disputes & Grievances 

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

58.2. This clause does not apply to any dispute on a matter or matters arising in the course of bargaining in relation to a 
proposed workplace agreement. 

58.3. ZV or an Employee covered by this agreement may choose to be represented at any stage by a representative, including 
a Union representative or employer’s organisation. 

58.4. Obligations  
58.4.1. The parties to the dispute or grievance, and their representatives, must genuinely attempt to resolve the dispute 

or grievance through the processes set out in this clause and must cooperate to ensure that these processes are 
carried out expeditiously. 

58.4.2. Whilst a dispute or grievance is being dealt with in accordance with this clause, work must continue in 
accordance with usual practice, provided that this does not apply to an Employee who has a reasonable concern 
about an imminent risk to his or her health or safety, has advised the manager of this concern and has not 
unreasonably failed to comply with a direction by ZV to perform other available work that is safe and appropriate 
for the Employee to perform. 

58.4.3. No person covered by the agreement will be prejudiced as to the final settlement of the dispute or grievance by 
the continuance of work in accordance with this clause. 

58.5. Agreement and Dispute Settlement Facilitation 
58.5.1. For the purposes of compliance with this Agreement (including compliance with this dispute settlement 

procedure) where the chosen Employee representative is another Employee of ZV he/she must be released by 
ZV from normal duties for such periods of time as may be reasonably necessary to enable her/him to represent 
Employees concerning matters pertaining to the employment relationship including but not limited to:  
58.5.1.1. Investigating the circumstances of a dispute or an alleged breach of this Agreement or the National 

Employment Standards.  

58.5.1.2. Endeavouring to resolve a dispute arising out of the operation of the agreement or the National 
Employment Standards.  






  



   

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58.5.1.3. Participating in conciliation, arbitration or any other agreed alternative dispute resolution process. 

58.5.2. The release from normal duties referred to in this clause is subject to the proviso that it does not unduly affect the 
operations of ZV. 

58.6. Discussion of Grievance or Dispute 
58.6.1. The dispute or grievance must first be discussed by the aggrieved Employee(s) with the immediate supervisor of 

the Employee(s).  

58.6.2. If the matter is not settled, the Employee(s) or ZV can require that the matter be discussed with another 
representative of ZV appointed for the purposes of this procedure.   

58.7. Internal Process 
58.7.1. ZV’s representative must ensure that the process: 

58.7.1.1. is consistent with the rules of natural justice; 

58.7.1.2. provides for mediation or conciliation of the dispute; 

58.7.1.3. provides that ZV will take into consideration any views on who should conduct the review; and  

58.7.1.4. is conducted with as little formality as a proper consideration of the dispute allows. 

58.7.2. If the dispute or grievance is not settled through an internal dispute or grievance resolution process, the matter 
can be dealt with in accordance with the processes set out below. 

58.7.3. If the matter is not settled, either party may refer the matter to Fair Work Australia for conciliation.  

58.8. Disputes of a Collective Character 
58.8.1. The parties covered by the agreement acknowledge that disputes of a collective character concerning more than 

one Employee may be dealt with more expeditiously by an early reference to FWC. 

58.8.2. No dispute of a collective character may be referred to FWC directly unless there has been a genuine attempt to 
resolve the dispute at the workplace level prior to it being referred to FWC. 

58.9. Conciliation 
58.9.1. Where a dispute or grievance is referred, a member of FWC shall do everything that appears to the member to be 

right and proper to assist the parties to the dispute to agree on terms for the settlement of the dispute or 
grievance. 

58.9.2. This may include arranging: 
58.9.2.1. Conferences of the parties to the dispute or their representatives presided over by the member. 

58.9.2.2. For the parties to the dispute or their representatives to confer among themselves at conferences at 
which the member is not present. 

58.9.3. Conciliation before FWC shall be regarded as completed when: 
58.9.3.1. The parties to the dispute have reached agreement on the settlement of the grievance or dispute. 

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

58.9.3.3. The parties to the dispute have informed the FWC member that there is no likelihood of agreement on 
the settlement of the grievance or dispute and the member does not have substantial reason to refuse 
to regard the conciliation proceedings as completed. 

58.10. Arbitration 
58.10.1. If the dispute or grievance has not been settled when conciliation has been completed, either party may request 

that FWC proceed to determine the dispute or grievance by arbitration. 

58.10.2. Where a member of FWC has exercised conciliation powers in relation to the dispute or grievance, the member 
shall not exercise, or take part in the exercise of, arbitration powers in relation to the dispute or grievance if a 
party objects to the member doing so. 

58.10.3. Subject to Clause 58.10.4 below, the determination of FWC is binding upon the persons covered by this 
agreement. 

58.10.4. An appeal lies to a Full Bench of FWC, with the leave of the Full Bench, against a determination of a single 
member of FWC made pursuant to this clause. 

58.11. Conduct of Matters Before FWC 
58.11.1. Subject to any agreement between the parties to the dispute in relation to a particular dispute or grievance and 

the provisions of this clause, in dealing with a dispute or grievance through conciliation or arbitration, FWC may 
conduct the matter in accordance with Subdivision B of Division 3 of Part 5-1 of the Fair Work Act 2009. 

 
 
 
 
 
 








   

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59. Implementation of Change 
59.1. Where ZV has developed a proposal for major change likely to have a significant effect on Employees, such as a 

restructure of the workplace, the introduction of new technology or changes to existing work practices of Employees, ZV 
will advise the affected Employees, the relevant Union covered by this Agreement, and any other representative 
nominated by a relevant Employee of the proposed change as soon as practicable after the proposal has been made.  

59.2. ZV will advise in writing the relevant  Employees,  the relevant Union covered by this Agreement, and any other 
representative nominated by a relevant employee of the proposed change as soon as practicable after the proposal has 
been made and the likely effects on the Employees’ working conditions and responsibilities. ZV will advise of the rationale 
and intended benefits of any change, including improvements to productivity, if applicable. 

59.3. Relevant employees means the Employees who may be affected by a change referred to in clause 59.4. 
 

59.4. For the purpose of this clause, a major change is likely to have a significant effect on Employees if it results in: 
 

59.4.1. the termination of the employment of Employees;  

59.4.2. major change to the composition, operation or size of ZV’s workforce or to the skills required of Employees; 

59.4.3. the elimination or diminution of job opportunities (including opportunities for promotion or tenure); 

59.4.4. the alteration of hours of work; 

59.4.5. the need to retrain Employees; 

59.4.6. the need to relocate Employees to another workplace;  

59.4.7. the restructuring of jobs 

59.5. ZV will regularly consult with affected Employees and the Union and give prompt consideration to matters raised by the 
Employees, the Union and any other representative nominated by a relevant employee, give prompt consideration to 
matters raised by the Employees, the relevant Union covered by this Agreement and any other representative nominated 
by a relevant Employee and where appropriate provide training for the Employees to assist them to integrate successfully 
into the new structure. 

59.6. In accordance with this clause, the affected Employees, the relevant Union covered by this Agreement and any other 
representative nominated by a relevant Employee may submit alternative proposals which will meet the indicated 
rationale and benefits of the proposal. Such alternative proposals must be submitted in a timely manner so as not to lead 
to an unreasonable delay in the introduction of any contemplated change. If such a proposal is made ZV must give 
considered reasons to the affected Employees, the Union covered by this agreement, and any other representative 
nominated by a relevant Employee if it does not accept the proposals. 

59.7. Indicative reasonable timeframes are as follows: 
 

Step in process 
Number of working days in which to perform 
each step 

ZV advises Employees, relevant Union 
covered by this Agreement, and any 
other representative nominated by a 
relevant employee 
 

 

Response from Employees, the 
relevant Union covered by this 
Agreement, and any other 
representative nominated by a relevant 
employee 
 

5 days following receipt of written advice from 
ZV 

Meeting convened (if requested) 5 days following request for meeting 

Further ZV response  
(if relevant) 

5 days following meeting 

Alternative proposal from Employees,  
relevant Union covered by this 
Agreement, and any other 
representative nominated by a relevant 
employee (if applicable) 
 

10 days following receipt of ZV response 

ZV response to any alternative proposal 
10 days following receipt of alternative 
proposal  

 






  



   

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59.8. Any dispute concerning the Parties’ obligations under this clause shall be dealt with in accordance with Clause 58 - 
Settlement of Disputes and Grievances. 
 

59.9. Change to Regular Roster or Ordinary Hours of Work 
59.9.1. Where ZV proposes to introduce a change to the regular roster or ordinary hours of work of Employees ZV must 

notify the relevant Employees of the proposed change. 

59.9.2. The relevant Employees may appoint a representative for the purposes of the procedures in this term. 

59.9.3. If an Employee(s) affected by the proposed change appoints a representative for the purposes of consultation; 
and the Employee(s) advises ZV of the identity of the representative, ZV must recognise the representative. 

59.9.4. As soon as practicable after proposing to introduce the change, ZV must: 
59.9.4.1. discuss with the relevant Employees the introduction of the change; and 

59.9.4.2. for the purposes of the discussion - provide to the relevant Employees: 

• all relevant information about the change, including the nature of the change; and 

• information about what ZV reasonably believes will be the effects of the change on the employees; 
and 

• information about any other matters that ZV reasonably believes are likely to affect the employees; 
and 

59.9.4.3. invite the relevant Employees to give their views about the impact of the change (including any impact 
in relation to their family or caring responsibilities). 

59.9.5. However ZV is not required to disclose confidential or commercially sensitive information to the relevant 
employees. 

59.9.6. ZV must give prompt and genuine consideration to matters raised about the change by the relevant 
              employees. 
59.9.7. ZV must display a roster for shift workers in a convenient area fourteen days prior to the effective date. 
59.9.8. The employer may change the Shift Work roster without written notice, if the Employer is of the 
               reasonable opinion that an emergency exists. 
59.9.9. A shift Worker may request ZV approve a change to rostered Shift Work times by giving to ZV 48 
              hours’ written notice of the proposed change.      

 
60. Consultative Committee 

The parties are committed to improving communication and consultative processes within ZV.  ZV and the CPSU will give 
effect to this commitment by establishing a joint ZV/CPSU Consultative Committee which will meet at least quarterly to review 
the effective operation of this agreement. 

 
 

61. Workload 
61.1. ZV acknowledges the benefits to both the organisation and individual Employee gained through Employees having a 

balance between both their professional and family life.  

61.2. ZV further recognises that the allocation of work must include consideration of the Employee’s hours of work, health, 
safety and welfare. Work will be allocated so that there is not an allocation that routinely requires work to be undertaken 
beyond an Employee’s ordinary hours of work. However, ZV may require an Employee to work overtime where:  

61.2.1. Such work is unavoidable because of work demands and reasonable notice of the requirement to work 
overtime is given by ZV.  

61.2.2. Where, due to an emergency, it has not been possible to provide reasonable notice. 

61.3. When an Employee is required by ZV to work overtime the Employee must be compensated in accordance with the 
appropriate overtime clause where the Employee is covered by the provisions of such a clause.  

61.4. Where an individual or group of individuals believe that there is an unreasonable allocation of work leading to staff 
being overloaded with work, the individual or group of individuals concerned can seek to have the allocation 
reviewed by ZV to address the staff concerns.  

61.5. Other than in an emergency, if reasonable notice of the requirement to perform overtime work has not been given 
by ZV, an Employee may refuse overtime work where this would impose personal or family hardship or interfere 
with the Employee’s personal commitments. 

 
 

62. Management of Unsatisfactory Work Performance   
62.1. Meaning of Unsatisfactory Work Performance 

62.1.1. An Employee’s work performance is unsatisfactory if the Employee fails to satisfactorily perform their 
    assigned duties to the required standards or expectations of their job or if the employee fails to behave 
    in the way described in the ZV and/or Victorian Public Service Code of Conduct. 
 








   

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62.1.2. Performance standards must be relevant to the employee’s job and must be fair and reasonable. 
 
 

62.2. The purpose of this clause is to: 

62.2.1. Support Employees with unsatisfactory work performance to improve their performance to the required standard; 

62.2.2. Ensure that unsatisfactory work performance is addressed expeditiously;   

62.2.3. Ensure that Employees are treated fairly and reasonably; and  

62.2.4. Provide a fair and transparent framework for action to be taken where an Employee continues to perform below 
ZV’s expected standard.  Application subject to applicable Victorian and federal legislation, action taken by ZV in 
relation to unsatisfactory work performance will be consistent with this clause. 

62.2.5. This clause applies to all Employees except casual Employees and Employees subject to a probationary period 
of employment. 

62.3. Referred Unsatisfactory Work Performance Matters 
62.3.1. ZV may at any time elect, where there is reasonable cause, to manage the Employee’s work performance in 

accordance with this clause.   

62.4. Procedural Fairness to Apply 
62.4.1. The process for managing unsatisfactory work performance will be consistent with the principles of procedural 

fairness. 

62.4.2. All parties involved in the process will commit to completing it as quickly as practicable. 

62.4.3. Before commencing formal unsatisfactory work performance processes, the manager must: 
62.4.3.1. tell the Employee the purpose of the meeting with reasonable notice; 

62.4.3.2. advise the Employee of the unsatisfactory work performance; 

62.4.3.3. provide the Employee with a copy of the formal unsatisfactory work performance process to be 
followed as outlined in Clause 62 herein;  

62.4.3.4. provide a reasonable opportunity for the Employee to seek advice from the Union, or a representative 
of their choice, before the unsatisfactory work performance process commences; and 

62.4.3.5. allow the Employee the opportunity to provide details of any mitigating circumstances, which must be 
given due consideration. 

62.4.4. The Employee may elect to respond either verbally or in writing at any step or stage of the process. 

62.4.5. ZV must take into account any reasonable explanation of any failure by the Employee to participate before 
making a decision under this Clause 62. 

62.5. Employee Representation 
62.5.1. An Employee is entitled to be represented by a person of their choice (including a Union representative) at any 

stage of the formal review meetings of the Unsatisfactory Work Performance Management Process.  Under this 
clause, neither party may be represented by a lawyer. 

62.6. Prior to Commencing Process 
62.6.1. ZV must:   

62.6.1.1. consider organisational or personal factors that play a role in the Employee’s unsatisfactory work 
performance and consider alternatives to the unsatisfactory work performance process to address the 
problem; and 

62.6.1.2. have a reasonable expectation that the Employee is capable of meeting the required level of 
performance. Where ZV and the Employee agree that the Employee is not capable of meeting the 
required level of performance the Employer may transfer the Employee to a suitable alternative 
position where reasonably practicable. 

62.6.1.3. The Employer must make reasonable informal attempts to address an Employee’s unsatisfactory work 
performance. 

62.7. Commencing the Formal Unsatisfactory Work Performance Process 
62.7.1. Where the manager considers that informal attempts to address an Employee’s unsatisfactory work performance 

have been unsuccessful, the manager may proceed to formally manage the Employee’s unsatisfactory work 
performance in accordance with, but not limited to, all or some of the following measures: 
62.7.1.1. increased supervision; 

62.7.1.2.   changes to the Employee’s performance plan. The performance plan will outline 
          performance expectations, agreed performance indicators, timeframes, required outcomes 
          and the support provided to assist the employee ; 

62.7.1.3. mentoring; 

62.7.1.4. training and professional development; 

62.7.1.5. increased feedback; and 








   

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62.7.1.6. coaching. 

62.8. First Stage – Formal Counselling 
62.8.1. The first stage of formal management of unsatisfactory work performance is formal counselling of the Employee. 

62.8.2. The manager must: 
62.8.2.1. advise the Employee of the unsatisfactory work performance which includes how the Employee is not 

meeting the standard and confirm the commencement of the formal counselling stage; 

62.8.2.2. outline the standard required of the Employee; 

62.8.2.3. provide examples that supports the decision to issue formal counselling; 

62.8.2.4. provide the Employee with an opportunity to respond within a reasonable timeframe; and 

62.8.2.5. provide the Employee with an opportunity to improve within a reasonable timeframe. 

62.8.3. The Employee will be advised of the consequences of not improving their performance within a reasonable period 
of time and of engaging in any further unsatisfactory work performance. 

62.8.4. A record of the formal counselling session will be placed on the Employee’s personnel file. 

62.8.5. If the manager determines that the Employee has met the required standard of performance during the 
reasonable timeframe referred to in Clause 62.8.2.5 the manager will notify the Employee that: 
62.8.5.1. the formal unsatisfactory work performance process has been completed; and 

62.8.5.2. no further action will be taken by the manager unless the Employee engages in continued or repeated 
unsatisfactory work performance, in which case the formal unsatisfactory work performance process 
may continue to the next stage. 

62.8.6. A copy of this notification will be placed on the Employee’s personnel file. 

62.9. Second Stage – Formal Written Warning 
62.9.1. The Employee will be given a formal written warning by ZV, if: 

62.9.1.1. the Employee’s performance has not improved within the reasonable period following formal 
counselling in accordance with Clause 62.8 – First Stage Formal Counselling and/or 

62.9.1.2. the Employee engages in further unsatisfactory work performance. 

62.9.2. The manager must: 
62.9.2.1. Advise the Employee of the unsatisfactory work performance which includes how the Employee is not 

meeting the standard  

62.9.2.2. outline the standard required of the Employee; and 

62.9.2.3. provide examples that supports the decision to issue a formal written warning 

62.9.2.4. provide the Employee with an opportunity to respond within a reasonable timeframe; and 

62.9.2.5. provide the Employee with an opportunity to improve within a reasonable timeframe. 

62.9.3. The formal written warning must indicate: 
62.9.3.1. the standard expected of the Employee; 

62.9.3.2. where and how the Employee is not meeting this standard; and 

62.9.3.3. the consequences if the Employee fails to improve their performance including that continued or 
repeated unsatisfactory work performance may result in termination of the Employee’s employment. 

62.9.4. The written warning will be placed on the Employee’s personnel file for 12 months. 

62.9.5. If the manager determines that the Employee has met the required standard of performance during the 
reasonable timeframe, the manager will notify the Employee that: 
62.9.5.1. the formal unsatisfactory work performance process has been completed; and 

62.9.5.2. no further action will be taken by the manager unless the Employee engages in continued or repeated 
unsatisfactory work performance, in which case the formal unsatisfactory work performance process 
may continue to the next stage. 

62.9.6. A copy of this notification will be placed on the Employee’s personnel file.  

62.10. Third Stage – Final Warning 
62.10.1. The Employee will be given a final written warning by ZV if: 

62.10.1.1. the Employee’s performance has not improved within the reasonable time period following receipt of a 
formal written warning in accordance with Clause 62.9 – Second Stage Formal Written Warning; 
and/or  

62.10.1.2. the Employee engages in further unsatisfactory work performance. 

62.10.2. The manager must: 
62.10.2.1. advise the Employee of the unsatisfactory work performance which includes how the Employee is not 

meeting the standard  








   

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62.10.2.2. outline the standard required of the Employee; and 

62.10.2.3. provide examples that supports the decision to issue a final written warning 

62.10.2.4. provide the Employee with an opportunity to respond within a reasonable timeframe; and 

62.10.2.5. provide the Employee with an opportunity to improve within a reasonable timeframe. 

62.10.3. The formal written warning must indicate: 
62.10.3.1. the standard expected of the Employee; 

62.10.3.2. where and how the Employee is not meeting this standard; and 

62.10.3.3. the consequences if the Employee fails to improve their performance including that continued or 
repeated unsatisfactory work performance may result in termination of the Employee’s employment. 

62.10.4. The final written warning will be placed on the Employee’s personnel file for 12 months. 

62.10.5. If the manager determines that the Employee has met the required standard of performance during the 
reasonable timeframe, the manager will notify the Employee that: 
62.10.5.1. the formal unsatisfactory work performance process has been completed; and no further action will be 

taken by the manager unless the Employee engages in continued or repeated unsatisfactory work 
performance, in which case the formal unsatisfactory work performance process may continue to the 
next stage.  

62.10.6. A copy of this notification will be placed on the Employee’s personnel file.  

62.11. Determination of Unsatisfactory Work Performance Outcome 
62.11.1. In the event that the Employee’s performance has not improved within the reasonable time period following the 

process set out in Clause 62.10 and on receipt by the Employee of the final written warning in accordance with 
Clause 62.10.3, ZV will advise the Employee of the Employee’s continued or repeated unsatisfactory work 
performance and provide the Employee with a reasonable opportunity to respond. 

62.11.2. After considering the Employee’s performance and response including any failure to respond in accordance with 
Clause 62.11.1, ZV will determine the unsatisfactory work performance outcome that is to apply to the Employee.  

62.11.3. The possible outcomes are: 
62.11.3.1. Assignment of the Employee with or without their agreement to a role at a classification level lower 

than the Employee’s current classification level; or 

62.11.3.2. Termination of the Employee’s employment. 

62.11.4. ZV will advise the Employee of the unsatisfactory work performance outcome in writing and a copy will be placed 
on the Employee’s personnel file. 

62.12. Disputes 
62.12.1. Any dispute arising under this clause may only be dealt with in accordance with Clause 58 – Settlement of 

Disputes and Grievances when any of the following are placed on the Employee’s personnel file in accordance 
with this clause (this may include whether Clause 62.4 – Procedural Fairness has been complied with in ZV 
coming to a decision): 
 
62.12.1.1. a record of formal counselling; 

62.12.1.2. a formal written warning; 

62.12.1.3. a final written warning; 

62.12.1.4. a notification given to the Employee pursuant to Clauses 62.8, 62.9, or 62.10; or 

62.12.1.5. a record of unsatisfactory work performance outcome. 
 
 
63. Management of Misconduct 

63.1. The purpose of this clause is to:  
63.1.1. establish procedures for managing misconduct or alleged misconduct of an Employee; 

63.1.2. provide for Employee alleged misconduct to be investigated and addressed expeditiously and with minimal 
disruption to the workplace; 

63.1.3. ensure that Employees are treated fairly and reasonably; and 

63.1.4. manage the Employee’s performance in accordance with this Clause 63 – Management of Misconduct instead 
of Clause 62 – Management of Unsatisfactory Work Performance if ZV determines that it would be more 
appropriate. 

63.2. Meaning of Misconduct 
63.2.1. For the purposes of this clause, misconduct includes: 

63.2.1.1. a contravention of a provision of the Public Administration Act 2004 (Vic), the regulations to that Act, a 
binding code of conduct, or a provision of any statute or regulation that applies to the Employee in the 
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63.2.1.2. improper conduct in an official capacity; 

63.2.1.3. a contravention, without reasonable excuse, of a lawful direction given to the Employee as an 
Employee by a person authorised to give that direction; 

63.2.1.4. an Employee making improper use of his or her position for personal gain; or 

63.2.1.5. an Employee making improper use of information acquired by him or her by virtue of his or her position 
to gain personally, or for anyone else, financial or other benefits or to cause detriment to ZV. 

63.3. Application 
63.3.1. Subject to applicable Victorian and federal legislation, action taken by ZV in relation to misconduct will be 

consistent with this clause. 

63.3.2. This clause applies to all Employees except casual Employees and Employees subject to a probationary period 
of employment. 

63.4. Referred Matters under Clause 62 – Management of Unsatisfactory Work Performance  
63.4.1. Any matters that have arisen under the Management of Unsatisfactory Work Performance process in Clause 62 

may be considered in the misconduct process pursuant to this clause. 

63.5. Employee Representation 
63.5.1. An Employee is entitled to be represented by a person of their choice (including a Union representative) at any 

stage of the misconduct process.  Under this clause, neither party may be represented by a lawyer. 

63.6. Procedural Fairness to Apply 
The Employee must be accorded procedural fairness and natural justice at all stages and steps of the misconduct process, 
including but not limited to; 
 

63.6.1. All parties involved in the misconduct process will commit to completing it as quickly as practicable.   

63.6.2. Before commencing the formal processes, ZV must: 
63.6.2.1. the Employee must be advised of the purpose of any meeting with reasonable notice; 

63.6.2.2. provide the Employee with a copy of the formal process to be followed;  

63.6.2.3. provide a reasonable opportunity for the Employee to seek advice from the Union or a representative 
of their choice before the formal process commences; and 

63.6.2.4. allow the Employee the opportunity to provide details of any mitigating circumstances. 

63.6.3. ZV must take into account any reasonable explanation of any failure by the Employee to participate before 
making a decision under this Clause 63 – Management of Misconduct. 

63.7. Admissions by Employee 
63.7.1. The Employee may at any stage elect to admit the alleged misconduct. 

63.7.2. If the Employee admits the alleged misconduct, ZV may proceed immediately to the determination of the 
misconduct outcome stage pursuant to Clause 63.11 – Determination of Discipline Outcome. 

63.8. Directions 
63.8.1. Where Employee misconduct is alleged, the Employer may do any of the following: 

63.8.1.1. make an initial assessment of the alleged misconduct before commencing the formal process to 
determine if an investigation is required; or 

63.8.1.2. determine that it is appropriate to immediately commence an investigation of the alleged misconduct in 
accordance with Clause 63.10 and/or 

63.8.1.3. direct the Employee to proceed immediately to perform alternative duties or work at an alternative 
place of work; and/or 

63.8.1.4. direct the Employee not to speak to other ZV Employees about the matter or not to visit certain places 
of work; and/or 

63.8.1.5. suspend the Employee with pay. 

63.8.2. In the event that ZV exercises rights to suspend the Employee, ZV will: 
63.8.2.1. review this decision no later than a date which is four weeks after the commencement of the 

suspension; and  

63.8.2.2. confirm whether the suspension is to continue or is no longer necessary.  

63.8.3. ZV will continue to review any decision regarding an Employee’s suspension every four weeks thereafter, until the 
end of the misconduct process in accordance with this Clause 63.  

63.9. Investigation of Alleged Misconduct 
63.9.1. As soon as practicable after an allegation of misconduct has been made and ZV has determined in accordance 

with Clause 63.8 - Directions that an investigation is required, ZV will advise the Employee of the alleged 
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63.9.2. The written advice will contain the allegation/s of misconduct made about the Employee including evidence such 
as specific information and/or examples. Relevant information will only be withheld where it is necessary to 
withhold that information in order to protect the personal privacy of any other person consistent with Federal or 
State legislation. The investigation will be conducted in good faith and without bias. 

63.9.3. ZV will appoint an appropriately trained and independent person to conduct an investigation into the alleged 
misconduct. Where appropriate, the investigation may be conducted by the Employee’s immediate manager. The 
appointed person must not have any prior personal involvement in the matter.  

63.9.4. ZV will provide the Employee with an opportunity to speak to the investigator if the Employee wishes to do so. 
The investigation may include: 

63.9.4.1. collecting any relevant materials; 

63.9.4.2. speaking with the Employee; 

63.9.4.3. speaking with any relevant witnesses; 

63.9.4.4. providing the Employee with specific particulars to allow the Employee a fair opportunity to properly 
respond to the alleged ; 

63.9.4.5. seeking an explanation from the Employee; and 

63.9.4.6. investigating any explanation made by the Employee for the purposes of verifying the explanation so 
far as possible. 

63.9.5. The investigator will consider the evidence, the Employee’s response (and any other material provided 
     by the Employee) and make a finding of fact. In making findings, the investigator will maintain 
     procedural fairness and draw conclusions on the basis of the information collected on the balance of  
     probabilities. 
 

63.9.6. In relation to each allegation of misconduct, the investigator will make findings as to whether: 
63.9.6.1. the allegation is substantiated; or 

63.9.6.2. the allegation is not substantiated. 

63.9.7. Where the investigator makes a finding that an allegation is not substantiated, the misconduct process will 
conclude in relation to any such allegation and the Employee will be informed accordingly.  

63.9.8. Where the investigator makes a finding that the allegation is substantiated, a written copy of the findings will be 
given to the employee. If ZV reasonably considers that the Employee’s conduct warrants a disciplinary outcome, 
ZV will notify the Employee of the proposed disciplinary outcome in writing, including the basis of its view.. The 
discipline outcome must be fair and reasonable and not disproportionate to the seriousness of the matter.   

 

63.10. Opportunity for Response by Employee 
63.10.1. As soon as practicable after the investigator has made a finding that any allegation of misconduct is 

substantiated, the Employee will be provided with the findings of the investigator and the proposed discipline 
outcome. 

63.10.2. The Employee will be given a reasonable time to respond to the findings or the material and the recommended 
discipline outcome. ZV will give this response due consideration before confirming the disciplinary outcome. Any 
response must be provided within a  reasonable time. 

63.11. Determination of Discipline Outcome 
63.11.1. ZV will consider: 

63.11.1.1. the findings of the investigator; and 

63.11.1.2. the recommended discipline outcome; and 

63.11.1.3. any response of the Employee (including any admission of misconduct under Clause 63.7 – 
Admissions by Employee); and 

63.11.1.4. any prior disciplinary outcomes, 

             and then determine the discipline outcome that is to apply to the Employee.  
 

63.11.2. The discipline outcome must not be disproportionate to the seriousness of the matter. 

63.11.3. The possible discipline outcomes are: 
 

63.11.3.1. no action; 

63.11.3.2. performance management; 

63.11.3.3. formal counselling; 

63.11.3.4. formal warning; 

63.11.3.5. final warning; 








   

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63.11.3.6. assignment of the Employee with or without their agreement to a role at a classification level lower 
than the Employee’s current classification level; 

63.11.3.7. transfer of the Employee with or without their agreement to a different work location at the Employee’s 
current classification level (which will not preclude the Employee being entitled to payment of any 
applicable relocation allowance in accordance with Clause 53 – Permanent Relocation of Usual 
Place of Work; or  

63.11.3.8. termination of employment. 

63.11.4. ZV will advise the Employee of the discipline outcome in writing and a copy will be placed on the Employee’s 
personnel file. 

63.12. Informing Employee who Raised Allegation of Misconduct 
                      If a process was conducted in accordance with this clause because of an allegation of misconduct by 
                      another Employee, ZV must advise that Employee that the allegation has been dealt with in 
                      accordance with this clause, and may provide the Employee with other information as is reasonably 
                      practicable. 

63.13. Disputes 
63.13.1. Any dispute arising under this clause may be dealt with in accordance with Clause 58 – Settlement of Disputes 

and Grievances.    

63.14. Where alleged misconduct that is the subject of a process in accordance with this Clause 63 is also the subject of 
a criminal investigation or criminal proceedings, the Employer is not required to delay or cease the management 
of misconduct process under this clause but the Employer may exercise its discretion to do so.  

 
 

PART 6 – LEAVE 
 
64. Annual Leave 

64.1. Entitlement to Leave 
64.1.1. Employees, other than casuals, accrue annual leave at the rate of twenty days per annum.  The leave accrues 

progressively during the year.  

64.1.2. Employees on seven-day rosters are entitled to 20 days annual leave and then: 
64.1.2.1. If such Employees are rostered to work an average of 2 weekend days in each four weeks over a 

12month period, they are entitled to a further 3 days annual leave. 

64.1.2.2. If such Employees are rostered to work an average of 4 weekend days in each four weeks over a 12 
month period, they are entitled to a further 5 days annual leave. 

64.1.2.3. If such Employees are rostered to work an average of 2 weekend days in each 3 weeks over a 12 
months period, they are entitled to a further 5 days annual leave. 

64.2. Broken Service 
Annual leave accrual shall be suspended for periods where an Employee is absent on leave without pay. All periods of 
paid leave, including public holidays, shall accrue annual leave. 

64.3. Public Holidays and Annual Leave 
An Employee's annual leave entitlement shall be in addition to any of the public holidays prescribed by this Agreement. 

64.4. Leave to be Taken 
Annual leave as an entitlement is intended to be taken fully each year to provide the Employee with a period of rest and 
recreation.  Therefore, it is the responsibility of both Employee and ZV to ensure this principle is adhered to and that it is 
taken at a mutually agreed time. Unless otherwise agreed, the Employee may be directed to take annual leave. 

64.5. Cashing-out of Annual Leave 
An Employee with an annual leave balance in excess of two years’ entitlements may apply in writing to cash-out the 
excess leave or part-thereof.  In considering the application, ZV will explore with the applicant whether such leave can be 
taken in due time.  If this is not possible and both ZV and applicant are agreeable, the excess leave may be cashed-out. 
In these circumstances, an equivalent period of annual leave must be taken. 

64.6. Proportionate Leave on Termination 
Any Employee who leaves the employment of ZV after having given the prescribed period of notice or whose services are 
terminated (or the Employee's legal representative in the case of the death of the Employee) shall be paid an amount 
calculated pro-rata as at date of termination. 

64.7. Annual Leave Loading 
64.7.1. Employees will be paid a loading related to annual leave entitlements of 17.5 per cent on their loaded salary rate 

to a maximum at the top of Band 5.  Employees, whose annual salary exceeds Band 5, will have their annual 
leave loading calculated at the top of Band 5.  Annual Leave Loading will be paid as the annual leave is taken. 

64.7.2. Employees on a seven day roster will have any leave loading entitlement as provided in the previous clause 
discounted by their roster loading. 

 
 








   

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65. Purchased Paid Leave 
65.1. Notwithstanding any other provision of this Agreement, an Employee may, with the agreement of ZV, work between 46 

weeks and 51 weeks per year.  Access to this facility may only be granted on application from an Employee.  

65.2. Where ZV and an Employee agree to a reduction in the number of working weeks under this clause, the Employee will 
qualify for paid leave in addition to annual leave as follows:   

 

46/52 weeks Additional 6 weeks’ leave  

47/52 weeks Additional 5 week’s leave  

48/52 weeks Additional 4 week’s leave 

49/52 weeks Additional 3 week’s leave 

50/52 weeks Additional 2 week’s leave 

51/52 weeks Additional 1 week’s leave 

 
65.3. Purchased Paid Leave will not qualify for annual leave loading.  Purchased leave must be taken within 12 months of its 

accrual.  Rate of salary for the purposes of payment of purchased leave will be based upon accrued value and not 
current base salary. 

65.4. Employees taking advantage of this facility will have their annual base salary reduced by the value of the leave to be 
taken. 

65.5. Accrual of all other leave entitlements will remain unchanged.   

65.6. Each application will be dealt with on its merits taking into account operational imperatives.  In making application for 
access to this facility the Employee in consultation with their supervisor will ensure that the workload can be handled by 
other team members or additional resourcing on the basis of cost neutrality.  A fresh application to access this facility 
must be made each year. 

65.7. Unless otherwise agreed by the Employee’s supervisor, Purchased Paid Leave should be taken as a block to provide the 
optimum opportunity for the Employee to be backfilled during the period of leave taken.  Purchased Paid Leave which has 
not been taken in the relevant year, will be paid out on the anniversary of accessing this facility. 

65.8. An Employee may revert to ordinary 52 week employment on the anniversary of accessing this facility by giving ZV no 
less than four weeks’ written notice.  In that event, the annual rate of salary will be increased by the value of the paid 
leave purchased. 

 
 

66. Extended Leave Scheme 
66.1. At the election of the Employee and with the written agreement of the Employer having taken into consideration 

reasonable operational requirements, provision may be made for an Employee to receive, over a four year period, 80 per 
cent of the salary they would otherwise be entitled to receive in accordance with this Agreement.  

66.2. On completion of the fourth year, the Employee will be entitled to twelve months leave and will receive an amount equal 
to 80 per cent of the salary they were entitled to in the fourth year of deferment.  

66.3. Where an Employee completes four years of service under this extended leave scheme and is thereby not required to 
attend duty in the fifth year, the period of non-attendance shall not constitute a break in service and shall count as service 
for all purposes.  

66.4. If the Employer agrees, the Employee may by written notice withdraw from this scheme prior to completing a four year 
period. The Employee will receive a lump sum payment of salary forgone to that time but will not be entitled to equivalent 
absence from duty. 

 
 
67. Personal / Carer’s Leave  

67.1. Amount of Paid Personal / Carer’s Leave  
67.1.1. An Employee, other than a casual Employee, is entitled to paid Personal / Carer’s Leave when they are absent 

because of:  
67.1.1.1. personal illness or injury; or  

67.1.1.2. personal illness or injury of an Employee’s immediate family or household member who requires the 
Employee's care or support; or  

67.1.1.3. an unexpected emergency affecting an Employee’s immediate family or household member.  

67.1.2. A full time Employee is entitled to paid Personal / Carer’s leave of 15 days and a part-time Employee is entitled to 
a pro-rata amount of paid Personal / Carer’s Leave based on the part-time Employee’s hours of work.  

67.1.3. Leave will be credited on commencement of employment and subsequently on the anniversary date of the 
Employee’s employment.  

67.1.4. Employees appointed for a fixed-term period will accrue on a pro-rata basis paid Personal / Carer’s Leave 
according to length of their service.  

67.1.5. Leave without pay will not count as service for Personal / Carer’s Leave accrual purposes.  

67.1.6. Unused paid Personal / Carer’s Leave accumulates from year to year.  






  



   

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67.1.7. Accrued Personal / Carer’s Leave will not be paid out on termination of employment.  

67.2. Definition of Immediate Family 
67.2.1. In this Clause 67, the term “immediate family” means:  

67.2.1.1. a spouse (including a former spouse, a de facto partner and a former de facto partner) of the 
Employee. A de facto partner means a person who, although not legally married to the Employee, is in 
a relationship as a couple on a genuine basis (whether the Employee and the person are of the same 
sex or different sexes);  

67.2.1.2. a child or an adult child (including an adopted child, a step child or an ex nuptial child), parent, 
grandparent, grandchild or sibling of the Employee or the Employee’s spouse or de facto partner.  

67.3. Payment for Personal / Carer’s Leave  
An Employee, other than a casual Employee, who takes paid Personal / Carer’s Leave, is entitled to be paid at his or her 
ordinary rate of pay for their ordinary hours of work in the period during which the personal/carer’s leave is taken.  

67.4. Notice  
67.4.1. An Employee must give ZV notice of the taking of Personal / Carer’s Leave under this clause. The notice:  

67.4.1.1. must advise ZV of the period, or expected period, of the leave; and  

67.4.1.2. must be given to ZV as soon as practicable, which may be a time after the Personal / Carer’s Leave 
has started.  

67.5. Documentary Evidence Requirements – Personal Leave 
67.5.1. In the case of Personal Leave, the Employee must provide ZV with a medical certificate from a Registered 

Practitioner, or a statutory declaration.  

67.5.2. For the purposes of this clause, "registered practitioner" means one of the following: Aboriginal and Torres Strait 
Islander health practitioner, Chinese medicine practitioner, Chiropractor, Dental care practitioner, Medical 
practitioner, Nurse practitioner, Midwife, Optometrist, Osteopath, Pharmacist, Physiotherapist, Podiatrist or 
Psychologist. 

67.5.3. ZV may require that an Employee provide a further medical certificate from a registered practitioner for any period 
of personal leave exceeding 13 weeks. 

67.5.4. If the number of statutory declarations exceeds 5 in any year ZV may request the Employee to provide 
reasonable supporting evidence of illness in conjunction with the statutory declaration. 
 

67.5.5. ZV may require that an Employee provide a medical certificate or statutory declaration for any period either side 
of a public holiday. 

67.6. Managing Unplanned Absence 
67.6.1. Where ZV has reason to believe that an Employee’s absence is for reasons other than those outlined in Clause 

67.1 – Amount of Paid Personal / Carer’s Leave they will notify the Human Resources Department and a 
representative of the Human Resources Department will: 
67.6.1.1. Notify the Employee of concern; and 

67.6.1.2. Provide evidence to support the concern; and 

67.6.1.3. Ask the Employee to explain their absences. 

67.6.2. Where the Employee is unable to provide a reasonable explanation, and where there are no exceptional 
circumstances, the Employee may be directed to provide a medical certificate for any future absence. 

67.6.3. If the Employee believes that their treatment by ZV is unreasonable, they may access Clause 58 - Settlement of 
Disputes and Grievances. 

67.7. Documentary Evidence Requirements - Carer’s Leave  
67.7.1. In the case of carer’s leave, the Employee must provide ZV with appropriate documentary evidence.  

67.7.2. The form of evidence required by ZV will depend on the circumstances of the carer’s leave request, and may 
include a medical certificate from a Registered Practitioner or statutory declaration stating the condition of the 
person concerned and that this condition requires the Employee’s care or support or other relevant documentary 
evidence.  

67.7.3. For the purposes of this clause, "registered practitioner" means one of the following: Aboriginal and Torres Strait 
Islander health practitioner, Chinese medicine practitioner, Chiropractor, Dental care practitioner, Medical 
practitioner, Nurse practitioner, Midwife, Optometrist, Osteopath, Pharmacist, Physiotherapist, Podiatrist or 
Psychologist. 

67.8. Exception 
67.8.1. An Employee entitled to take Personal / Carer’s Leave for the purposes set out in Clause 67.1 – Amount of Paid 

Personal / Carer’s Leave may, subject to Clauses 67.8.2 and 67.8.3, take up to an aggregate of 38 hours or 
equivalent pro-rata amount accrued Personal / Carer’s Leave in each year of employment without having to 
provide ZV with the documentary evidence required by Clause 67.5 or 67.7. 

67.8.2. If the period of absence referred to in Clause 67.8.1 is for a continuous period exceeding 22.8 hours, the 
Employee must provide appropriate documentary evidence to ZV as set out in Clause 67.5 or 67.7. 








   

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67.8.3. Despite Clause 67.8.1, the Employee may be required to provide appropriate documentary evidence as required 
by ZV in accordance with Clause 67.5 or 67.7. 

67.9. Failure to Provide Relevant Documentary Evidence  
Failure by the Employee to provide documentary evidence as required by ZV within a reasonable period of time may 
render the Employee ineligible for payment for Personal / Carer’s Leave under this clause.  

67.10. Absence on Public Holidays  
67.10.1. 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.  

67.10.2. Despite Clause 67.10.1, a Shift Worker credited with substitute leave in accordance with Clause 76.3.2 who is 
rostered to perform ordinary duty on a Public Holiday and who takes paid Personal / Carer’s Leave on that day or 
part of that day, will be taken to be on paid personal/carer’s leave.  

67.11. Unpaid Personal Leave  
An Employee who has exhausted all paid Personal / Carer’s Leave entitlements may, with the consent of ZV, 
take unpaid Personal Leave. ZV will require that the Employee provide documentary evidence to support the 
unpaid Personal Leave to the satisfaction of ZV.  

67.12. Unpaid Carer’s Leave  
67.12.1. An Employee who has exhausted all paid Personal / Carer’s Leave entitlements may take unpaid Carer’s Leave 

to provide care or support in the circumstances outlined in Clause 67.1 – Amount of Paid Personal / Carer’s 
Leave providing the Employee complies with the notice and evidence requirements outlined in Clause 67.7.  

67.12.2. ZV and the Employee will agree on the period of unpaid leave. In the absence of agreement, the Employee may 
take up to two days unpaid Carer’s Leave per occasion.  

67.12.3. Alternatively, the Employee may, with the consent of ZV, elect to work make-up time, under which the Employee 
takes time off during ordinary hours and works those hours at a later time during the Employee’s spread of 
ordinary hours. 
 

67.13. Casual Employees – Caring Responsibilities  
67.13.1. Casual Employees may be unavailable to attend work or may be required to leave work 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.  

67.13.2. ZV and a casual Employee will agree on the period for which the casual Employee may be unavailable to attend 
work. In the absence of agreement, a casual Employee is permitted to be absent from work for up to two days per 
occasion. A casual Employee is not entitled to any payment for the period of non-attendance.  

67.13.3. A casual Employee must comply with the notice and evidence requirements outlined in Clauses 67.4 or 67.7. 
 
 

68. Long Service Leave 
68.1. Entitlement 

Employees who have completed 10 years’ service with ZV are entitled to 65 days Long Service Leave on full pay, and 
thereafter 6.5 days for each additional year of completed service. Long service leave may be taken for any period of not 
less than one day. 

68.2. Pro-Rata Access 
68.2.1. Employees are entitled to access their Long Service Leave entitlement, on a pro-rata basis after an initial 7 years 

paid continuous service. 

68.2.2. Employees who are terminated due to resignation, are entitled to receive their Long Service Leave entitlement, 
on a pro-rata basis after an initial 7 years paid continuous service. 

68.2.3. Meaning of Continuous Service for Casual Employees 
For the purpose of this clause, a reference to Continuous Service in respect of a casual Employee has the same 
meaning as that set out in the relevant Long Service Leave Act (Vic). 

68.2.4. Employees whose services are terminated after 4 years completed service on account of ill health, retrenchment, 
or by death are entitled to a pro rata Long Service Leave payment. 

68.3. Long service leave shall be taken at times that are mutually convenient, subject to the needs of ZV.   

68.4. Applying for and Time of Granting leave  
68.4.1. ZV may determine, in consultation with the Employee, the time for granting Long Service Leave so that ZV’s 

operations are not unduly affected by the granting of Long Service Leave to Employees at, or about the same 
time. 

68.4.2. Subject to agreement with the Employee’s manager, Long Service Leave may be taken in single day amounts. 

68.5. Calculation of Service 
68.5.1. In calculating service for determining Long Service Leave entitlement the following are included: 

68.5.1.1. Any period of paid leave or special leave due to war disabilities. 








   

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68.5.1.2. Unpaid Personal / Carer’s Leave up to a maximum of 26 weeks. 

68.5.1.3. Any period for which accident make-up payments are made under WorkCover, up to a maximum of 12 
months. 

68.5.1.4. Paid Parental Leave. 

68.5.1.5. Any such other leave as ZV may determine in a particular case. 

68.5.2. Any periods of paid leave, or pay in lieu, will be included in calculating length of service, but no further 
    payment can be made or leave taken with respect to those periods. 

68.5.3. Periods of unpaid leave shall not be recognised for the purpose of calculating length of service. 

68.6. Recognition of Prior Service 
68.6.1. Prior service shall include any period or periods of continuous service served immediately prior to employment by 

ZV in any State or Federal Government office, or in any other Government Instrumentality or Authority, 
Municipality or Local Government Authority or Zoo Service, as determined by the ZV. 

68.6.2. ZV is committed to reciprocal arrangements, subject to the transfer of Long Service Leave monetary 
accumulation, with the organisations listed in Clause 68.6.1 above, to allow Employees who have a minimum of 5 
years’ service with the ZV, to transfer their Long Service Leave accumulation and monetary entitlement to one of 
these organisations upon engagement. 

68.6.3. Recognition of  prior service will be treated in the following manner: 

68.6.4. Where the Employee has accrued an entitlement to Long Service Leave through their prior service, the Employee 
should be paid out the leave prior to commencing employment with ZV.  The Employee’s period of service with 
the previous Employer will be considered continuous with ZV service for the purposes of Long Service Leave.  

68.6.5. Alternatively, application may be made to ZV for the entitlement to be transferred to ZV. In this case, the former 
Employer must pay the monetary value of the entitlement to ZV for that service. When payment is received the 
monetary value of the entitlement will determine the value of Long Service Leave hours being recognised at the 
Employee’s ZV rate of pay. 

68.6.6. Where the Employee has not accrued an entitlement to Long Service Leave through their prior service, and 
consequently there is no transfer of the monetary value to ZV by the former Employer, prior service carries no 
entitlement to monetary value. In such cases, the prior service will reduce the amount of time taken to accrue an 
entitlement for ZV service as prescribed in Clause 68.1 - Entitlement above. 

68.6.7. Prior service shall also include any period of war service in the Armed Forces of the Commonwealth of Australia, 
which ended not more than five years before commencement of their current employment with ZV, or any other 
service or employment which entitles Employees to Long Service Leave. 

68.7. Payment of Long Service Leave 
68.7.1. Long Service Leave granted on full pay is paid at the Employee’s ordinary rate of pay at the time of proceeding 

on leave, or averaged rate of pay for the preceding twelve month period. 

68.7.2. Employees may request the whole or part of the Long Service Leave to be taken at half pay. 

68.7.3. Long Service Leave salary shall be payable fortnightly, except where the Employee has requested a lump sum at 
the commencement of the leave. 

68.7.4. Payments to Employees during Long Service Leave will be adjusted to include any variation in salary that occurs 
during the leave period. 

68.7.5. Where a public holiday occurs during a period of Long Service Leave granted to an Employee, the public holiday 
is additional to the Long Service Leave.  

 
 

69. Parental and Adoption Leave 
69.1. Subject to the terms of this clause Employees are entitled to Parental and Adoption Leave and to work part-time in 

connection with the birth or adoption of a child. 

69.2. The provisions of this clause apply to full time, part-time and eligible casual Employees, but do not apply to other casual 
Employees. 

69.3. An eligible casual Employee means a casual Employee: 
69.3.1. Employed by ZV on a regular and systematic basis for an ongoing period of employment for a period of at least 

12 months. 

69.3.2. Who has, but for the pregnancy or the decision to adopt, a reasonable expectation of ongoing employment. 

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

69.5. ZV must not fail to re-engage a casual Employee because: 
69.5.1. The Employee or Employee’s spouse is pregnant, or 

69.5.2. The Employee is or has been immediately absent on Parental Leave. 








   

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69.6. The rights of ZV in relation to engagement or re-engagement of casual Employees are not affected, other than in 
accordance with this clause. 

69.7. For the purpose of this clause child means a child of the Employee under school age except for adoption of a child where 
‘child’ means a person under the age of sixteen years who is placed with the Employee for the purposes of adoption, 
other than a child or step-child of the Employee or of the spouse of the Employee or a child who has previously lived 
continuously with the Employee for a period of six months or more. 

69.8. For the purpose of this clause, spouse includes a de facto or former spouse. 

69.9. In relation to Clause 69.10 – Parental and Adoption Leave Basic Entitlement, spouse includes a de facto spouse but 
does not include a former spouse. 

69.10. Parental and Adoption Leave Basic Entitlement 
69.10.1. Employees who have, or will have, completed at least twelve months continuous service, are entitled to a 

combined total of 52 weeks paid and unpaid Parental Leave on a shared basis in relation to the birth or adoption 
of their child.  An Employee who does not satisfy the qualifying service requirement for the paid components of 
leave, or an Employee who is an eligible casual Employee, shall be entitled to leave without pay for a period not 
exceeding 52 weeks. 

69.10.2. Paid parental leave entitlements outlined in this clause are in addition to any payments which may be available 
under the commonwealth Paid Parental Leave Scheme.  

 
69.10.3. Leave is summarised in the following table: 

Type of leave Paid leave Unpaid leave Total combined paid 
& unpaid leave 

Parental Leave  14 weeks 38 weeks if primary 
care giver 

52 weeks 

Partner Leave  1 week 51 weeks if primary 
care giver 

52 weeks 

Adoption Leave – primary 
care giver 

14 weeks 38 weeks 52 weeks 

Adoption Leave – 
secondary care giver 

1 week 2 weeks 3 weeks 

 
69.11. Parental Leave Procedure 

69.11.1. An Employee must provide notice to ZV in advance of the expected date of commencement of Parental Leave. 
The notice requirements are: 
69.11.1.1. Of the expected date of confinement (included in a certificate from a registered medical practitioner 

stating that the Employee is pregnant) – at least ten weeks prior; 

69.11.1.2. Of the date on which the Employee proposes to commence parental leave and the period of leave to 
be taken – at least four weeks prior. 

69.11.2. When the Employee gives notice under Clause 69.11 the Employee must also provide a statutory declaration 
stating particulars of any period of Parental Leave sought or taken by her spouse and that for the period of 
Parental Leave she will not engage in any conduct inconsistent with her contract of employment. 

69.11.3. An Employee will not be in breach of this clause if failure to give the stipulated notice is occasioned by 
confinement occurring earlier than the presumed date. 

69.11.4. Unless agreed otherwise between ZV and the Employee, an Employee may commence Parental Leave at any 
time within six weeks immediately prior to the expected date of birth. 

69.11.5. Where an Employee continues to work within the six week period immediately prior to the expected date of birth, 
or where the Employee elects to return to work within six weeks after the birth of the child, ZV may require the 
Employee to provide a medical certificate stating that she is fit to work on her normal duties. 

69.12. Partner Leave Procedure 
69.12.1. An Employee who has at least 12 months continuous paid service will be entitled to: 

69.12.1.1. One week paid Partner Leave in connection with the birth of a child for whom the Employee has 
accepted responsibility, to be taken either before and/or after the birth. 

69.12.1.2. If the Employee is the primary care giver the Employee will be entitled to a further 51 weeks of unpaid 
Parental Leave. 

69.12.2. An Employee will also be entitled to one week paid Partner Leave if the mother of the child has a miscarriage of 
her pregnancy where it has advanced to at least 20 weeks. 

69.12.3. An Employee will provide to ZV at least ten weeks prior to each proposed period of partner leave: 
69.12.3.1. A certificate from a registered medical practitioner which names the Employee’s spouse, states that 

she is pregnant and the expected date of confinement, or states the date on which the birth took place. 

69.12.3.2. Written notification of the dates on which the Employee proposes to start and finish the period of 
Partner Leave. 

69.12.3.3. Except in relation to leave taken simultaneously with the child’s mother, a statutory declaration stating 
the Employee will take that period of Partner Leave to become the primary care-giver of a child. 






  



   

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69.12.3.4. Particulars of any period of Parental Leave sought or taken by the Employee’s spouse. 

69.12.3.5. That for the period of Partner Leave the Employee will not engage in any conduct inconsistent with his 
contract of employment. 

69.12.4. Adoption Leave Procedure 
69.12.5. The Employee will notify ZV at least ten weeks in advance of the date of commencement of Adoption Leave and 

the period of leave to be taken. An Employee may commence Adoption Leave prior to providing such notice 
where, through circumstances beyond the control of the Employee, the adoption of a child takes place earlier. 

69.12.6. Before commencing Adoption Leave, an Employee will provide ZV with a statutory declaration stating: 
69.12.6.1. The Employee is seeking Adoption Leave to become the primary care-giver of the child. 

69.12.6.2. Particulars of any period of Adoption Leave sought or taken by the Employee’s spouse. 

69.12.6.3. That for the period of Adoption Leave the Employee will not engage in any conduct inconsistent with 
their contract of employment. 

69.12.7. ZV may require an Employee to provide confirmation from the appropriate government authority of the placement. 

69.12.8. Where the placement of a child for adoption with an Employee does not proceed or continue, the Employee will 
notify ZV immediately and ZV will nominate a time, not exceeding four weeks from receipt of notification, for the 
Employee’s return to work. 

69.12.9. An Employee will not be in breach of this clause as a consequence of failure to give the stipulated periods of 
notice if such failure results from a requirement of an adoption agency to accept earlier or later placement of a 
child, the death of a spouse, or other compelling circumstances. 

69.12.10. An Employee seeking to adopt a child is entitled to unpaid leave for the purpose of attending any compulsory 
interviews or examinations as are necessary as part of the adoption procedure.  The Employee and ZV should 
agree on the length of the unpaid leave.  Where agreement cannot be reached, the Employee is entitled to take 
up to two days unpaid leave.  Where paid leave is available to the Employee, ZV may require the Employee to 
take such leave instead. 

69.13. Parental or Adoption Leave Available for One Parent at a Time 
69.13.1. Parental or Adoption Leave is to be available to only one parent at a time, in a single unbroken period, except that 

both parents may simultaneously take up to eight weeks parental leave at the same time (concurrent leave). 

69.13.2. The concurrent leave must be taken within 12 months of the birth or adoption of the child and may be taken in 
separate periods. However, each period must not be shorter that two weeks unless otherwise agreed with the 
Employer. 

69.13.3. The concurrent leave is deducted from an employee’s entitlement under this Clause 69.13 – Parental or 
Adoption Leave Available for One Parent at a Time. It can be taken as paid leave in accordance with the paid 
leave period set out in Clause 69.10 - Parental and Adoption Leave Basic Entitlement, with the balance to be 
taken as unpaid leave. 

69.14. Special Parental Leave 
69.14.1. The Employee will be entitled to the equivalent of 14 weeks paid Parental Leave if she has a miscarriage of her 

pregnancy where it has advanced to at least 20 weeks. 

69.14.2. Where an Employee is suffering from an illness not related to the direct consequences of the confinement, an 
Employee may take any paid Personal / Carer’s Leave to which she is entitled in lieu of, or in addition to, Parental 
Leave related to a miscarriage of her pregnancy. 

69.14.3. Where an Employee not then on Parental Leave suffers illness related to her pregnancy, she may take any paid 
Personal / Carer’s leave to which she is then entitled and such further Parental Leave related to a miscarriage of 
her pregnancy. The aggregate of paid Personal / Carer’s leave and Parental Leave, including Parental Leave 
taken by a spouse, may not exceed 52 weeks. 

69.14.4. During the period of leave an Employee may return to work at any time, as agreed between ZV and the Employee 
provided that time does not exceed four weeks from the recommencement date desired by the Employee. 

69.15. Parental Leave and Other Entitlements 
An Employee may in lieu of, or in conjunction with, Parental Leave, access any Annual Leave or Long Service 
Leave entitlements which they have accrued subject to the total amount of leave not exceeding 52 weeks or a 
longer period as agreed. 

69.16. Variation of Parental Leave 
Unless otherwise agreed between ZV and the Employee, an Employee may apply to ZV 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.  

69.17. Half Pay Provision 
ZV may allow an Employee who is entitled to paid Parental Leave to take that leave at half pay for a period equal 
to twice the period to which the Employee would otherwise be entitled. 

69.18. Right to Request 
69.18.1. An Employee entitled to Parental Leave may request ZV to allow the Employee: 








   

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69.18.1.1. To extend the period of unpaid Parental Leave by a further continuous period of leave not exceeding 
12 months. 

69.18.1.2. To return from a period of Parental Leave on a part-time basis until the child reaches school age to 
assist the Employee in reconciling work and parental responsibilities. 

69.18.2. ZV shall consider the request having regard to the Employee’s circumstances and, provided the request is 
genuinely based on the Employee’s parental responsibilities, may only refuse the request on reasonable grounds 
related to the effect on the workplace or ZV’s business.  Such grounds might include cost, lack of adequate 
replacement staff, loss of efficiency and the impact on customer service. 

69.18.3. The Employee’s request and ZV’s decision made under Clause 69.18.1 must be recorded in writing. 

69.19. Replacement Employees 
69.19.1. A replacement Employee is an Employee specifically engaged or temporarily promoted or transferred, as a result 

of an Employee proceeding on Parental Leave. 

69.19.2. Before ZV engages a replacement Employee, ZV must inform that person of the temporary nature of the 
employment and of the rights of the Employee who is being replaced. 

69.20. Communication During Parental Leave 
69.20.1. Where an Employee is on Parental Leave and a definite decision has been made to introduce significant change 

at the workplace, ZV shall take reasonable steps to: 
69.20.1.1. Make information available in relation to any significant effect the change will have on the status or 

responsibility level of the position the Employee held before commencing Parental Leave, and 

69.20.1.2. Provide an opportunity for the Employee to discuss any significant effect the change will have on the 
status or responsibility level of the position the Employee held before commencing Parental Leave. 

69.20.2. The Employee shall take reasonable steps to inform ZV 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. 

69.20.3. The Employee shall also notify ZV of changes of address or other contact details which might affect ZV’s capacity 
to comply with Clause 69.20 – Communication During Parental Leave. 

69.21. Keeping in Touch Days 
69.21.1. During a period of parental leave an Employer and Employee may agree to perform work for the purpose of keeping 

in touch in order to facilitate a return to employment at the end of the period of leave. 

69.21.2. Keeping in touch days must be agreed and be in accordance with section 79A of the Fair Work Act 2009. 

69.22. Returning to Work After a Period of Parental Leave 
69.22.1. An Employee will notify of their intention to return to work after a period of Parental Leave at least four weeks 

prior to the expiration of the leave. 

69.22.2. An Employee will be entitled to the position which they held immediately before proceeding on Parental Leave. In 
the case of an Employee transferred to a safe job pursuant to Clause 69.24 – Transfer to Safe Job, the 
Employee will be entitled to return to the position they held immediately before such transfer. 

69.22.3. Where such position no longer exists, but there are other positions available which the Employee is qualified for 
and is capable of performing, the Employee will be entitled to a position as nearly comparable in status and pay 
to that of their former position. 

69.22.4. An eligible casual Employee who is employed by a labour hire company who performs work for a client of the 
labour hire company will be entitled to the position which they held immediately before proceeding on Parental 
Leave. 

69.22.5. Where such a position is no longer available, but there are other positions available that the Employee is qualified 
for and is capable of performing, ZV shall make all reasonable attempts to return the Employee to a position 
comparable in status and pay to that of the Employee’s former position. 

69.23. Request to Return to Work Part-time 
Where an Employee wishes to make a request under Clause 69.18 – Right to Request, such a request must be 
made as soon as possible, but no less than seven weeks prior to the date upon which the Employee is due to 
return to work from Parental Leave. 

69.24. Transfer to a Safe Job 
69.24.1. Where an Employee is pregnant and, in the opinion of a registered medical practitioner, illness or risks arising out 

of the pregnancy, or hazards connected with the work assigned to the Employee make it inadvisable for the 
Employee to continue at her present work, the Employee will, if ZV deems it practicable, be transferred to a safe 
job at the rate and on the conditions attaching to that job until the commencement of parental leave 

69.24.2. If there is no safe job available, the Employee may elect, or ZV may require, the Employee to commence no safe 
job leave for such period as is certified necessary by a registered medical practitioner. 

 
 
 
 








   

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70. Compassionate Leave 
70.1. Definition  

70.1.1. In this clause the Employee's immediate family means: 
70.1.1.1. the Employee's spouse (including the Employee's former spouse, de facto partner and former de facto 

partner). A de facto partner means a person who, although not legally married to the Employee, is in a 
relationship as a couple on a genuine basis (whether the Employee and the person are of the same 
sex or different sexes); and 

70.1.1.2. a child or adult child (including an adopted child, a step child or an ex nuptial child), parent, 
grandparent, grandchild or sibling of the Employee or the Employee's spouse or de facto partner. 

70.2. Amount of Compassionate Leave 
70.2.1. An Employee, other than a casual Employee, is entitled to up to three days paid Compassionate Leave on each 

occasion when a member of the Employee's immediate family or a member of the Employee’s household: 
70.2.1.1. contracts or develops a personal illness that poses a serious threat to his or her life;  

70.2.1.2. sustains a personal injury that poses a serious threat to his or her life; or 

70.2.1.3. dies,  

each of which constitutes a permissible occasion for the purposes of Clause 70 – Compassionate Leave. 

70.2.2. An Employee may take Compassionate Leave for a particular permissible occasion if the leave is taken: 
70.2.2.1. to spend time with the member of the Employee’s immediate family or household who has contracted 

or developed a personal illness or sustained a personal injury referred to in Clause 70.1 - Definition; 
or 

70.2.2.2. after the death of a member of the Employee’s immediate family or household referred to in Clause 
70.1- Definition.  

70.2.3. An Employee is not required to take Compassionate Leave in respect of a permissible occasion consecutively. 

70.2.4. Compassionate Leave will not accrue from year to year and will not be paid out on termination of the employment 
of the Employee. 

70.3. Payment for Compassionate Leave (other than for casual Employees) 
An Employee, other than a casual Employee, who takes paid Compassionate Leave, is entitled to be paid at his or her 
salary for ordinary hours of work in the period in which the Compassionate Leave is taken. 

70.4. Unpaid Compassionate Leave 
70.4.1. An Employee, including a casual Employee may take unpaid Compassionate Leave by agreement with ZV. 

70.4.2. In addition to the other provisions of this clause, Employees of Aboriginal or Torres Strait Islander descent may 
be granted unpaid leave of up to three days per permissible occasion in relation to the death of an extended 
family member. 

70.5. Notice and Evidence Requirements 
70.5.1. An Employee who is taking Compassionate Leave under this clause must give notice to ZV “as soon as 

practicable” (which may be at a time after the Compassionate Leave has started) and must advise ZV of the 
period, or expected period, of the Compassionate Leave. 

70.5.2. An Employee must provide ZV with satisfactory evidence to support the taking of Compassionate Leave. 
Satisfactory evidence may include a medical certificate from a Registered Practitioner (as that term is defined in 
Clause 67.5.2), a statutory declaration or other relevant documentary evidence to the reasonable satisfaction of 
ZV. 

70.5.3. The Employee is not entitled to Compassionate Leave under this clause unless the Employee complies with the 
evidence and notice requirements set out in this clause. 

 
 
71. Family Violence Leave 

71.1. General Principle 
71.1.1. ZV recognises that Employees sometimes face situations of violence or abuse in their personal life that may affect 

their attendance or performance at work. Therefore, ZV is committed to providing support to staff that experience 
family violence. 

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

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

71.3. Eligibility 
71.3.1. Leave for Employees subject to family violence is available to all Employees with the exception of casual 

Employees. 

71.3.2. Casual employees are entitled to access leave without pay if they are subject to family violence. 








   

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71.4. General Measures 
71.4.1. Evidence of family violence may be required and can be in the form an agreed document issued by the Police 

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

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

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

71.4.4. ZV will identify contact/s within the workplace who will be trained in family violence and associated privacy issues. 
ZV will advertise the name of any Contact Officers within the workplace. 

71.4.5. An Employee experiencing family violence may raise the issue with their immediate supervisor, Contact Officer, 
Union delegate or Human Resources representative. The immediate supervisor may seek advice from Human 
Resources if the Employee chooses not to see the Human Resources or Contact Officer. 

71.4.6. Where requested by an Employee, the Human Resources representative will liaise with the Employee’s manager 
on the Employee’s behalf, and will make a recommendation on the most appropriate form of support to provide in 
accordance with Clause 71.4 – General Measures and Clause 71.5 - Leave. 

71.4.7. ZV will develop guidelines to supplement this clause and which details the appropriate action to be taken in the 
event that an employee reports family violence. 

71.5. Leave 
71.5.1. An Employee experiencing family violence will have access to 20 days per year of paid special leave following an 

event of family violence and for related purposes such as medical appointments, legal proceedings and other 
activities related to family violence (this leave is not cumulative but if the leave is exhausted consideration will be 
given to providing additional leave). This leave will be in addition to existing leave entitlements and may be taken 
as consecutive or single days or as a fraction of a day and can be taken without prior approval. 

71.5.2. An Employee who supports a person experiencing family violence may utilise their personal/carer’s leave 
entitlement to accompany them to court, to hospital, or to care for children. ZV may require evidence consistent 
with Clause 71.1 – General Principles from an Employee seeking to utilise their personal / carer’s leave 
entitlement.  

71.6. Individual Support 
71.6.1. In order to provide support to an Employee experiencing family violence and to provide a safe work environment to 

all Employees, ZV will approve any reasonable request from an Employee experiencing family violence for: 
71.6.1.1. temporary or ongoing changes to their span of hours or pattern or hours and/or shift patterns; 

71.6.1.2. temporary or ongoing job redesign or changes to duties; 

71.6.1.3. temporary or ongoing relocation to suitable employment; 

71.6.1.4. a change to their telephone number or email address to avoid harassing contact; 

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

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

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

71.6.4. An Employee who discloses that they are experiencing family violence will be given information regarding current 
support services.  

 
 
72. Attendance at Repatriation Centres 

72.1. Attendance by ex-military service personnel at repatriation centres for medical examination and/or treatment will be 
regarded as time worked, provided that the Employee is permanent and that: 

72.1.1. Work time lost does not exceed 4 hours on each occasion. 

72.1.2. Salary during these periods will be limited to the difference between the Employee's ordinary salary and any 
payment received from the Department of Veterans Affairs as a result of each such visit. 

72.1.3. Satisfactory evidence is provided that the Employee is required to and subsequently does attend a Repatriation 
Centre. 

72.1.4. These provisions are limited to a maximum of four such visits per year. 

72.1.5. Where the Employee’s illness is directly attributable to, or is aggravated by, their service in the Australian Military 
Forces, she/he may be granted special leave with full pay up to fifteen days per year. 

72.1.6. Such special leave is cumulative to a maximum of 100 days and does not include any entitlement to sick leave. 








   

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73. Leave to Attend Alcohol and Drug Rehabilitation Programs  

73.1. ZV is a workplace with many risks, including dangerous animals.  ZV takes all reasonably practicable steps to reduce and 
control these risks.  Because of the nature of our workplace, Employees must not attend work if they are affected by 
alcohol or illicit drugs. 

73.2. Employees who have been prescribed medication by their medical practitioner must advise their manager of any possible 
impacts on their work performance. 

73.3. An Employee, other than a casual Employee, may be granted leave with or without pay to undertake an approved 
rehabilitation program where ZV is satisfied that:  
73.3.1. the Employee’s work performance is adversely affected by the misuse of alcohol or illicit drugs;  

73.3.2. the Employee is prepared to undertake a course of treatment designed for the rehabilitation of persons with 
alcohol or illicit drug related problems; and  

73.3.3. in the case of an alcohol or drug addiction, a Registered Practitioner has certified that in his or her opinion the 
Employee is in need of assistance because of their misuse of alcohol or drugs and that the Employee is suitable 
for an approved rehabilitation program.  

73.4. For the purpose of this clause, Registered Practitioner has the same meaning as set out in Clause 67.5.2.  
 

 
74. Cultural and Ceremonial Leave  

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

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

74.3. Ceremonial Leave without pay may be granted to an Employee of Aboriginal or Torres Strait Islander descent for 
ceremonial purposes:  

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

74.3.2. for other ceremonial obligations under Aboriginal and Torres Strait Islander law.  

74.4. Ceremonial leave granted under this clause is in addition to compassionate leave granted under Clause 70 – 
Compassionate Leave. 
 

 
75. Other Leave 

75.1. Subject to operational requirements and agreement of the manager, leave without pay may be approved to enable an 
Employee to: 

75.1.1. Carry out official duties as Mayor, Shire President, or Councillor; or 

75.1.2. Participate as a competitor or official at any non-professional national or international sporting event. 

75.2. Jury Service 
Employees required to appear and/or serve as a juror in any court shall be entitled to leave with pay for the period during 
which their attendance is required. The Employee shall not be required to pay to ZV the amount received as jury fees. To 
obtain approval for leave under this clause, a leave application should be supported by the notification that the Employee 
is required to attend the court.  On resumption of duty, the Employee shall submit an attendance certificate obtained from 
the Court. 

75.3. Blood Donations 
A full time or part-time Employee on production of a Blood Bank Attendance certificate shall be granted special leave up 
to a maximum of four hours without loss of pay provided that leave for such attendance has had prior approval of ZV. 
This leave may be taken on four separate occasions per calendar year. 
 

75.4. Leave to Engage in Emergency Relief Activities 
75.4.1. An Employee who is a member of a voluntary emergency relief organisation including, but not limited to, the 

Country Fire Authority, Red Cross, State Emergency Service and St John Ambulance must be released from 
normal duty without loss of pay where an emergency situation arises that requires the attendance of the 
Employee provided always that operational requirements of ZV are maintained. 

75.4.2. An Employee who is required to attain qualifications or to requalify to perform activities in an emergency relief 
organisation may be granted leave with pay for the period of time required to fulfil the requirements of the training 
course pertaining to those qualifications.  Applications for such training will be considered on a case by case 
basis taking into account the development needs of the Employee and the operational requirements of ZV.   

75.5. Defence Reserve Leave   
75.5.1. Leave may be granted for Defence Reserve service up to a maximum period of 78 weeks continuous service.   








   

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75.5.2. An Employee required to complete Defence Reserve service will consult with ZV regarding the proposed timing of 
the service and will give ZV as much notice as is possible of the time when the service will take place.   

75.5.3. Where the base salary excluding allowances received by the Employee from the Australian Defence Force in 
respect of Defence Reserve service during his or her ordinary hours of work is below the Employee’s ZV salary, 
ZV will, unless exceptional circumstances arise, pay to the Employee make-up pay for the period of Defence 
Reserve service. 

75.5.4. Pay During Leave  
Where the amount of pay (not including any payment by way of overtime, penalty rates, higher duties allowances, 
or any payment of temporary character) which an Employee would have received had they remained on duty, 
exceeds the amount of pay (including marriage and separation allowances) received by them as a member of the 
Citizen Forces, at any such school, class, or course, they shall be entitled to receive an amount equal to the 
difference. 

75.5.5. Application for Leave and Evidence of Attendance 
Any Employee who requires leave under this clause shall submit in writing, an application to ZV, and upon 
completion of the period of such leave, they shall furnish satisfactory evidence that they had attended for the 
purpose for which the leave was granted. 

75.6. Study and/or Professional Development Leave 
75.6.1. ZV may grant study and/or professional development leave for the purpose of developing its Employees. 

75.6.2. Study and/or Professional Development Leave will only be granted where the course of study and/or professional 
development being undertaken by the Employee is considered appropriate by ZV. 

75.6.3. Study and/or Professional Development Leave will be at the discretion of ZV and will not exceed 7.6 hours per 
week.   

75.6.4. ZV will not unreasonably withhold a request to arrange study and/or professional development leave to suit the 
individual requirements of the Employee, including applications for block leave to attend such events as 
examinations. 

75.6.5. The Employee, where possible, will arrange time for the purposes of study and/or professional development to 
include time in lieu and encompass meal breaks. 

75.7. Leave Without Pay 
75.7.1. ZV may grant an Employee leave without pay, subject to operational requirements. 

75.7.2. Employees are able to apply for leave without pay as an extension of their annual leave, to a maximum of two 
weeks in any one-year.  ZV will give consideration to such application on a case by case basis. 

75.7.3. Leave without pay granted under this clause must not exceed a continuous period of twelve months without the 
further approval of ZV. 

75.7.4. Unless otherwise provided for in this agreement, leave without pay granted under this clause shall not break the 
Employee's continuity of employment but leave without pay will not count as service for accrual of any type of 
leave provided by this agreement or other purposes.   

 
 

76. Public Holidays 
76.1. Where the nature of the employment of Employees permits the observance of public holidays as they occur, Employees 

(other than casual Employees) shall be entitled to the following holidays without loss of pay:  
76.1.1. New Year’s Day, Good Friday, Easter Saturday, Easter Sunday, Easter Monday, Christmas Day, Boxing Day, 

Australia Day, Anzac Day, Queen’s Birthday, Labour Day, the Friday before the Australian Football League 
grandfinal and Melbourne Cup Day.  

76.1.2. When Christmas Day is a Saturday or a Sunday, a holiday in lieu thereof shall be observed on 27 December.  

76.1.3. When Boxing Day is a Saturday or a Sunday, an additional holiday shall be observed on 28 December.  

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

76.1.5. When Australia Day is a Saturday or a Sunday, a holiday in lieu shall be observed on the next Monday.  

76.2. Victoria Public Holidays 
Public holidays which are declared or prescribed in the State of Victoria on days other than those set out in Clause 76.1 – 
Public Holidays and which are applicable to ZV Employees covered by this Agreement, shall constitute additional 
holidays for the purpose of this Agreement. 

76.2.1. Substitution of Public Holidays 
76.2.1.1. ZV and its 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.  Any such 
arrangement shall be recorded in writing and be available to every affected Employee.   

76.2.1.2. A ZV Employee may by agreement with ZV substitute another day for any prescribed in this clause to 
observe religious or cultural occasions or like reasons of significance to the Employee.   

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76.3.1. Five Day Worker 
Where a public holiday falls on any day Monday to Friday the Employee will have the day free of duty on full pay. 

76.3.2. Rostered Worker 
76.3.2.1. Where a ZV Employee is rostered on and works a public holiday, the Employee shall be paid double 

time and a half at the Loaded Rate or take the Public Holiday as a day off and be paid the normal rate 
of pay. 

76.3.2.2. Where an Employee is regularly rostered on a day that is a public holiday, the Employee will be 
expected to work the day, unless by agreement with their manager, they take the day as a public 
holiday and receive payment at the Loaded Rate. 

76.3.2.3. Where a 7 day rostered full time Employee is rostered off on a public holiday and he/she does not work 
he/she is entitled to either an additional day’s pay at the pay at the appropriate rate or a day off in lieu 
at his/her option, to be taken at a mutually agreed time Monday to Friday. 
 

76.4. Payment for Work on Public Holidays 
76.4.1. A ZV Employee, other than a casual Employee, or an Employee classified at Band 6 or above, who works on 

public holiday, shall be: 
76.4.1.1. Paid at the appropriate holiday rate; and if such a ZV Employee also works on the substituted 

        day or days, he or she shall be paid at the ordinary time rate on this day or these days.   

76.4.1.2. Employees required to work on a public holiday shall be paid at the rate of double time and 
         half, with a minimum payment for 3 hours. 

76.4.1.3. Alternatively, by agreement with their supervisor, Employees can take time and a half plus a 
        day’s leave in lieu, provided that day is taken within 12 months. 

76.4.2. A ZV casual Employee who works on a public holiday will be paid at the rate set out in the State Government 
Agencies Award 2020. 

 
 

PART 7 – OCCUPATIONAL HEALTH & SAFETY 
 
77. Safety in the Workplace 

Occupational health and safety in the workplace or in the course of employment is subject to the provisions of the Victorian 
Occupational Health and Safety Act 2004, the Victorian Accident Compensation Act 1985, and regulations made under these 
Acts. 

 
 
78. Accident Make-Up Pay  

78.1. Where an Employee is absent from duty as a result of sustaining an injury in respect of which the Employee is entitled to 
weekly payments of compensation under the Accident Compensation Act 1985, the Employee will, except where 
otherwise provided in this Clause 78, be entitled to accident make-up pay equivalent to his or her normal salary less: 

78.1.1. the amount of weekly compensation payments; and 

78.1.2. if the Employee is partially incapacitated, any wages earned by the Employee. 

 
78.2. The entitlement to accident make-up pay is for a single, continuous period of 52 weeks, commencing on the date that the 

injury or incapacity occurs. For the purpose of this clause, a “week” means the relevant Employee’s ordinary working 
week at the time that the injury or incapacity occurs. Accident make up pay is not payable: 

78.2.1. After the end of the continuous 52 week period, except at the absolute discretion of ZV. 

78.2.2. If benefits payable under the Accident Compensation Act 1985 cease. 

78.2.3. If the Employee's employment ceases. 

78.3. Where an Employee is receiving accident make up pay they will continue to accrue Annual Leave, Personal / Carer’s 
Leave and Long Service Leave for up to a maximum of 52 weeks. 
 

 
79. Journey Accident Insurance 

ZV shall enter into a contract of insurance on behalf of all Employees covered by this Agreement, to pay lost wages during any 
period of incapacity arising out of Personal / Carer’s illness or injury sustained whilst travelling to or from ZV's place of 
employment. 

 
 
80. Infectious Diseases 

Upon report by a medical officer, that by reason of contact with a person suffering from an infectious disease and through the 
operation of restrictions imposed by law in respect of such disease, an Employee is unable to attend work, ZV may grant the 
Employee special leave of absence with pay.  The period of leave must not be for any period beyond the earliest date at which 
it would be practicable for the Employee to return to work having regard to the restrictions imposed by law. 

 

 








   

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PART 8 – OTHER MATTERS 
 
81. Training 

81.1. The parties agree that each Employee may have access to relevant training and/or development opportunities consistent 
with the Employee's defined ZV career objectives. 

81.2. Training and/or development opportunities for each Employee includes the opportunity to extend individual knowledge 
and skills by attendance at training sessions, seminars, formal courses of study, exchange placements, secondment 
arrangements, project work, higher duty assignments, or other opportunities. 

81.3. The Employee and their Manager shall jointly identify relevant training and/or development needs at least annually in line 
with the formal performance and development review process. 

81.4. ZV may grant paid leave and pay reasonable approved costs for the Employee to attend management approved training 
and/or development activities engaged in by the Employee. Where ZV requires the Employee to undertake a formal 
course of study, ZV shall pay all reasonable approved costs associated with the course of study, in addition to any study 
leave granted to the Employee. 

 
 

82. Clothing, Tools & Equipment 
82.1. Employees shall be provided with all necessary ZV uniforms, protective or special apparel, instruments, equipment, tools, 

stationery and furniture to carry out their work. 

82.2. All such apparel and equipment provided will be maintained in good order by Employees. 

82.3. Employees who damage or soil items of personal clothing, footwear or personal equipment, during the performance of 
their duties, through no fault of their own, will have such repaired, cleaned or replaced by ZV.  This clause will only apply 
for items required to be used for the performance of duties unless otherwise agreed with ZV. 

 
 

83. Employee Amenities 
Fully equipped personal bay/rest room, Employee toilets and showers, and lunchroom with microwave oven, refrigerator and boiling 

water will be provided by ZV. Amenities and work environment will be in accordance with the WorkSafe Workplace Amenities and 

Work Environment Compliance Code. 

84. Reimbursement of Expenses 
84.1. General Provisions 

84.1.1. ZV will reimburse the Employee his or her reasonable out of pocket expenses actually and necessarily incurred in 
the course of his or her authorised duties. 

84.1.2. ZV must apply the rulings of the Commissioner of Taxation (Australian Tax Office) relating to reasonable 
allowances in determining the maximum rates payable, unless otherwise agreed. 

84.1.3. The amount of an expense will be considered reasonable where it does not exceed the relevant amounts set by 
the Australian Tax Office as adjusted from time to time. 

84.2. Allowable Expenses 
84.2.1. Allowable expenses include: 

84.2.1.1. travelling, accommodation, meals and other incidental expenses associated with an overnight absence 
from home or part day duties away from the normal work location;  and 

84.2.1.2. expenses incurred in using private mobile and home phones in accordance with Clause 84.3 – Private 
Mobile and Home Phone Use;  and 

84.2.1.3. Expenses incurred in using private vehicles in accordance with Clause 84.4 – Private Motor Vehicle 
Use. 

84.3. Private Mobile and Home Phone Use 
84.3.1. An Employee required to use his/her private mobile phone or home phone in the course of their employment will 

be reimbursed for work-related calls under their plan. 

84.3.2. The Employee must obtain the prior approval of their manager before using their private mobile or home phone 
during the course of their employment. 

84.3.3. Following use, the Employee must submit an itemised statement of the calls made and their cost. 

84.4. Private Motor Vehicle Use 
84.4.1. Employees must always seek to use a ZV vehicle for business purposes.  However, when a ZV vehicle is not 

available and when the external appointment cannot be varied to a time when a ZV vehicle would be available, 
the following will apply in relation to use of private motor vehicles. 

84.4.2. An Employee, required to use his/her private motor vehicle in the course of his/her employment will be 
reimbursed for kilometre costs and any other motor vehicle reimbursement expenses incurred in the course of the 
Employee’s employment and authorised by their manager. 








   

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84.4.3. The Employee must obtain the prior approval of their manager before using their private motor vehicle during the 
course of their employment. 

84.4.4. Following use, the Employee must submit a declaration stating the date, the purpose of the trip, the number of 
kilometres travelled and the type of vehicle used. 

84.4.5. The rates payable in respect of motor kilometre costs will be the rates determined by the Australian Tax Office 
from time to time. 

84.4.6. A declaration from the Employee that the expense was incurred may be accepted by ZV if the official receipt is 
lost or misplaced, and suitable verification can be made. A declaration from the Employee that an incidental 
expense was incurred may be accepted if ZV and the Employee agree that the obtaining of a receipt was 
impractical. 

84.4.7. ZV will pay the Employee money owing under this clause by electronic funds transfer as soon as practicable but 
not later than the next accounts payable processing period after the Employee’s claim is approved. 

84.4.8. Upon request, ZV will provide an advance for the expected costs associated with work related travel or any other 
exercise where an Employee is likely to incur work related expenses. As soon as practicable after the event, the 
Employee will provide ZV with an account of all expenses incurred together with receipts 

84.5. Expense Claims 
An Employee must submit ZV official receipts substantiating allowable expenses incurred by the Employee as soon as 
practical after incurring the expense, except where the Employee uses his/her own motor vehicle for work purposes in 
which case the Employee will submit a declaration in accordance with Clause 84.4 – Private Motor Vehicle Use. 
 
 

85. Professional Counselling 
Professional counselling will be provided to Employees, as necessary, in accordance with the ZV Employee Assistance 
Program. 
 
 

86. Costs of Employment Related Legal Proceedings 
86.1. Where legal proceedings are initiated against an Employee as a direct consequence of the Employee legitimately and 

properly performing his or her duties, ZV will meet the Employees’ legal costs relating to the defence of such 
proceedings.  

86.2. When ZV meets the Employee’s legal costs in these circumstances ZV shall appoint the legal firm which is to represent 
the Employee. 

86.3. Inquests 
If an Employee is required to attend a coroner's inquest in matters which directly arise from the performance of the 
Employee's duties, ZV shall meet the Employee's reasonable legal costs relating to appearance at or representation 
before the Coroner's Court. 
 
 

87. CPSU Matters 
87.1. Protection for Authorised CPSU Representatives 

87.1.1. An Employee shall not be dismissed or injured in his or her employment or have his or her employment altered in 
a prejudicial manner, or be threatened with prejudicial or injurious treatment or with dismissal by reason of his or 
her status or reasonable activities as an authorised representative of a union or on the basis of his or her 
membership of or participation in the activities of a union. 

87.1.2. ZV shall not injure a person in his or her employment, or alter the terms or conditions of employment of a person 
in a prejudicial manner on the basis of his or her membership of or participation in a union. 

87.2. Authorised Employee and CPSU Meetings 
87.2.1. Employees or members of a union may hold meetings during work time and without the loss of ordinary pay but 

only where the time, place and, to the extent practicable, duration of the proposed meeting is agreed between 
Employee representatives and senior management prior to the meeting being held.   

87.2.2. Where it is agreed by management that a meeting may be held and with a minimal disruption to operations, the 
meeting must be no more than 1 hour in duration.  Payment of the ordinary rate of pay for time taken by 
Employees for attendance at a meeting is conditional upon an orderly return to work by Employees at the 
conclusion of the meeting and at the previously agreed time. 

87.2.3. ZV recognises the obligation of unions to represent the views of Employees.  Essential to this role is the need 
from time to time to meet with their members.  Unions recognise the wishes of ZV to maintain its operations at all 
times and will work co-operatively with ZV to this end.  Accordingly, unions and Employees will genuinely attempt 
to minimise and restrict the frequency and number of such meetings.  In the event ZV forms the view that the 
number of requests for a meeting or the number of meetings being held is excessive or unreasonable, 
discussions will immediately take place to resolve the difficulty. 

87.3. CPSU Training 
87.3.1. In order to encourage cooperation at the workplace and to facilitate the operation of the agreement, an Employee 

who has been nominated by a union and has been accepted by a training provider to attend a designated trade 








   

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union training course may be granted up to five days leave on full pay in any one calendar year, so long as the 
granting of such leave does not unduly effect the operations of ZV. 

87.3.2. An elected OH&S representative may participate in union OH&S training courses. 

87.3.3. On application, ZV shall grant leave without pay to an Employee for the purposes of secondment to work for the 
Union. 

87.4. Employee Representation on CPSU SPSF Victorian Branch Council 
87.4.1. Employees who are CPSU SPSF Victorian Branch Council members nominated by the Branch Secretary of the 

Union will be entitled to a half day per month to attend Branch Council meetings. Time release will include 
reasonable time to travel to the meetings. 

87.4.1.1. Additional paid leave will be granted to Employees who are CPSU SPSF Victorian Branch Council 
members nominated by the Branch Secretary to attend: 

• Federal Executive and Federal Council meetings of the CPSU; 

• The Australian Council of Trade Unions’ triennial conference. 

  








   

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88. SIGNATORIES 
 
SIGNED IN AGREEMENT FOR AND ON BEHALF OF  
Members of the Community and Public Sector Union (CPSU) SPSF Group Victorian Branch, Level 4, 128 Exhibition Street, 
Melbourne.  VIC 3000. 
 
 
 

 
 
 
SIGNED IN AGREEMENT FOR AND ON BEHALF OF  
The Zoological Parks and Gardens Board (ZV), Elliott Avenue, Parkville.  VIC 3052. 
 
 

    
_______________________________  _______________________________ 
JENNY GRAY     NAME: Rachel Lenihan 
CHIEF EXECUTIVE OFFICER    WITNESS 
 
DATED: 18/10/2022    DATED: 18/10/2022  
  

BRANCH SECRETARY 


Claren Bad KAREN BATT BRANCH SECRETARY DATLE: 24th October/2022 D

Haren Bast KAREN BATT BRANCH SECRETARY M DATED: 24th October 2022. D

WE Townsend. AME: WAYNE TOWNSEND ITNESS BRANCH 1. SECRETARY ATED: 24-10-2022




 



   

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APPENDIX A 
 
SALARIED STAFF SALARY AND CLASSIFICATION STRUCTURE 
Monday to Friday rates: 

Salaries increase by 2.00% with effect from 03 October 2022  
 Annual Gross  

 Step 1 p.a Step 2 p.a Step 3 p.a Step 4 p.a Step 5 p.a Step 6 p.a Step 7 p.a  

Band 1 $48,908 $50,718 $52,529 $54,339 $55,271 $56,691 $58,185  

Band 2 $58,201 $60,347 $62,492 $64,637 $66,740 $68,286 $69,780  

Band 3 $69,785 $71,167 $73,694 $77,402 $77,434 $78,722 $79,984  

Band 4 $80,942 $83,943 $86,948 $89,951 $92,506 $94,825 $97,557  

 Entry p.a. 

 

Maximun 
p.a. 

Progression 
Amounts 

Band 5 $97,575 $107,824 $1,700 

Band 6 $107,824 $133,992 $2,100 

Band 7 $133,993 $181,944 $2,500 

         

 
Hourly Rates  

 

Step 1 
hourly 

Step 2 
hourly 

Step 3 
hourly 

Step 4 
hourly 

Step 5 
hourly 

Step 6 
hourly 

Step 7 hourly 
 

Band 1 $24.6660 $25.5798 $26.4928 $27.4066 $27.8761 $28.5911 $29.3446  

Band 2 $29.3542 $30.4359 $31.5174 $32.5995 $33.6595 $34.4392 $35.1927  

Band 3 $35.1959 $35.8931 $37.1674 $38.4414 $39.0526 $39.7025 $40.3392  

Band 4 $40.8214 $42.3361 $43.8505 $45.3654 $46.6553 $47.8250 $49.2024  

 Entry per 
hr 

 

Maximum 
per hr  

Band 5 $49.2115 $54.3803  

Band 6 $54.3805 $67.5785  

Band 7 $67.5789 $91.7613  
 

 
For part-time Employees, annual salaries are calculated by multiplying the hourly rate by the number of hours worked per week and 
then by 52.17845. 
 
Salaries for rostered staff are calculated by applying the relevant roster penalty at Clause 17.1 - Rates of Pay for 7 Day Rostered 
Employees to the above rates.






  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 45 

 

 

APPENDIX B 
SCHEDULE OF ALLOWANCES 

 
a) Team Leader Financial 

In the absence of the relevant coordinator, an Employee may be formally assigned some of the duties of their 
coordinator as well as undertake the end of day financial responsibilities.  
 

b) Team Leader Non-Financial 
In the absence of the relevant coordinator, an Employee may be formally assigned some of the duties of their 
coordinator 
 

c) Firearms Response  

An employee below Band 7 who has been appointed to perform the duties of ‘firearm response officer’ shall be paid 
an allowance as detailed in the schedule of rates. 
 

d) Meal Breaks & Allowances During Overtime  
Employees who work more than 9.6 hours continuously (excluding any periods of unpaid meal breaks) will be paid a 
meal allowance as per the schedule of allowances by application to payroll.  In this event, the Employee will take an 
unpaid meal break of at least 30 minutes at an agreed time. 
 

e) First Aid Unrostered  

Employees not rostered to perform First Aid duty but who are required to maintain a current First Aid qualification at 
Certificate II level in order to provide first aid support of, or in the absence of, Employees regularly rostered to perform 
First Aid may apply for the unrostered allowance rate in any week when they are required to perform first aid. 
 

f) First Aid - Rostered  

Employees rostered by ZV to perform regular First Aid duties will be paid the rostered rate of allowance as per the 
schedule.  
 

g) On-Call  
ZV may, by agreement, roster an Employee to be on on-call outside the ordinary hours of duty of the Employee to 
perform work away from their usual place or places of work.  
 

h) Officer in Charge (Clause 51 ) 

An Employee whose position is classified below Bands 6 to 7 shall be entitled to a daily allowance as prescribed in 
Appendix B – Schedule of Allowances where that Employee is required to carry the responsibilities of Officer in 
Charge ie the most senior person at each property during weekends, public holidays and after hours functions where 
an Officer in Charge is required. 
 

i) Rostered  Trainer  

Employees who deliver formal or classroom training to new Employees will be eligible to claim the allowance.  

 
SCHEDULE OF ALLOWANCES 

  

Effective 
from 

Allowance Frequency 3/10/2022 

Increase   2.00% 

Team Leader Financial per hour $8.91 

Team Leader Non- Financial per hour $3.55 

Firearm Response per annum $3,062.98 

Meal Allowance per day $26.45 

First Aid - unrostered per week $14.51 

First Aid - Rostered per annum $1,420.12 

O-Call per day $71.01 

Officer-in-Charge per day $110.98 

Formal/Classroom Trainer per hour $5.91 

 






  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 46 

 

APPENDIX C 

SCHEDULE OF CASUAL RATES 
 

   

Effective 
from 

Details of Allowance     3/10/2022 

Increase     2.00% 

Casual - Trainess ( 152 hours service) $30.50 

General Duties Casual - ticket seller, carpark 
attendant, retail assistant, customer service 
officer 

$33.90 

Professional Duties Casual - safari guide, ranger, 
zoo encounters presenters, event co-ordinator, 
research assistants 

$37.58 

Supervisor or Finance Casual $44.03 

Teacher $48.89 

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 

 
 






  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 47 

 

APPENDIX D 

SCHEDULE OF  RATES FOR CAMPS 
 

   

Effective 
from 

Details of Allowance     3/10/2022 

Increase     
2.00% 

Half Camp (Total payment, no other allowance may be 
claimed) 

$244.90 

Full Camp (Total payment, no other allowance may be 
claimed) 

$566.29 
 

 
 
 
 
 
 
 
 
 
 






  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 48 

 

APPENDIX E   
 
Salaried Staff Classification Band Descriptors 
 
These descriptors are provided as a guide to the classification of ongoing and fixed-term positions across Zoos 
Victoria.  They can also assist managers and staff in career development discussions to focus development on 
the relevant skills, knowledge and experience necessary at the next Band level. 
 

Band 1 

General Attributes 

Undertakes specified tasks within established guidelines, or with close supervision 

Provides a service to visitors or colleagues, seeking help if requests are outside established procedures 

Expertise 

Apply basic literacy and numeracy skills in understanding and applying operation work practices 

Knowledge of relevant technology eg. MS Office, ticket sales, retail sales, EFTPOS, photocopiers, switchboard 

Perform single tasks or a number of similar repetitive tasks 

Provide factual information to visitors/callers 

Able to understand and act on instructions 

Able to develop new skills through on the job training 

Decision-Making 

Follow established procedures  

Refer decisions outside established procedures to supervisor 

Contribute to identification of workplace hazards 

Contribute ideas for workplace improvement 

Identifies opportunities to improve own efficiency and suggests these to supervisor 

Accountability 

Complete duties as assigned 

Seek assistance and advice when necessary 

Adhere to established procedures 

Meet assigned targets 

Accountable for accuracy and timeliness of outputs 

Work as part of a team 

Develop factual knowledge of the wider organisation 

Examples (not comprehensive) 

Administrative Officer – limited range of duties 

Visitor Experience/Services Officer – performing either retail, or admissions duties, but not both 

 

  






  

  

  

  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 49 

 

Band 2 

General Attributes 

Work with limited supervision within established procedures and instructions 

Judgement is required to solve problems arising in own work program 

Resolve minor problems 

Expertise 

Able to understand and apply operational work procedures 

Able to understand specific customer needs 

Vocational or on the job training in administrative or service skills 

Broad knowledge of organisation strategy, policy and regulations 

Proficient in use of relevant technology eg. MS Office, ticketing system, retail system, EFTPOS, photocopiers, 
switchboard 

Complete a number of similar tasks, or a range of related tasks with a common, specified objective 

Deliver high quality customer service and resolve minor problems 

Inform and influence visitors to actively contribute to the organisation vision eg. through membership, animal 
adoptions, commercial programs, retail purchases 

Decision-Making 

Perform duties in accordance with established procedures and instructions 

Resolve problems through established procedures and instructions 

Discriminate between procedures to determine the appropriate course of action and tailor actions to meet customer 
needs 

Determine when problems need to be escalated to the supervisor 

Resolve conflicts arising from difficult enquiries 

Contribute to the identification of workplace hazards 

Takes initiative to recommend improved processes in immediate work area 

Accountability 

Achieve the agreed standard of customer service 

Achieve assigned targets 

Balance day to day priorities and modify processes to deliver the service as required 

Meet supervisor requirements 

Implement minor changes to work organisation in order to provide high quality customer service 

Contribute ideas to improve work tasks 

Work as part of a team, including liaison beyond the local work group 

Examples (not comprehensive) 

Visitor Operations / Experience Officer performing a mix of duties eg. Admissions, retail, photography, car park etc. 

Officer performing a mix of duties eg. Filing, correspondence, processing invoices, ordering, receiving, controlling and 
issuing goods  

Presenter / Safari Guide / Ranger delivering presentations from a prepared script 

Receptionist 

Sales Consultant 

 
  






  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 50 

 

Band 3 

General Attributes 

Work with minimal supervision 

Develop procedures and work instructions 

Judgement is required to solve problems arising in own work program 

Previous relevant work experience required 

Team leader or graduate in professional work area 

Expertise 

Able to develop and modify operational work procedures 

Able to respond to specific customer needs 

Degree in relevant professional field 

Specific knowledge of relevant organisation strategy, policy and regulations 

Proficient in use of relevant technology eg. MS Office, payroll, finance, stakeholder management, members 

Complete a number of similar tasks, or a range of related tasks with a common, specified objective 

Deliver high quality customer service and resolve more complex problems 

Apply skills and knowledge to assist in training other staff 

Participate in project teams 

Prepare documents for review by senior staff 

Decision-Making 

Resolve more complex problems through established procedures and instructions 

Interpret procedures, policies and other organisation documents 

Escalate problems to the supervisor only after an attempt to resolve  

Identify and report workplace hazards 

Improve processes in immediate work area and provide suggestions for improvements in wider area 

Apply education and training in performing the job 

Work within established procedures 

Determine own work plan based on agreed outcomes 

Accountability 

Achieve the agreed outcomes of the eZepp 

Implement changes to work organisation in order to achieve agreed outcomes 

Contribute suggestions to improve work tasks 

Work as part of a team and contribute to achievement of team goals 

Provide sound advice on specific issues related to the work area / project 

The manager is available to provide guidance  

Advice is within policy guidelines and professional knowledge 

Examples (not comprehensive) 

Team Leader / Supervisor of function where there are more senior staff to call on eg. Visitor experience, fundraising 

Recently graduated Communications Officer; Human Resources Officer 

Accounts Payable Officer 

Program Support for volunteers, education, and conservation programs etc. 

Visual Merchandiser 

 
  






  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 51 

 

 

Band 4 

General Attributes 

Work under broad direction 

Professional roles requiring specialist expertise 

Co-ordinators of larger teams, or complex work areas and projects 

Expertise 

Co-ordinates a Team Co-ordinates Projects Technical Specialist 

Apply advanced skills and knowledge 
to train other staff and document and 
modify procedures 

Lead a team and organise their work 

Demonstrate significant work 
experience and education / training 

Manage staff and financial resources 
for the work area 

Co-ordinate activities within a function 

Negotiate performance plans, 
motivate, encourage and support team 
members and provide regular and 
timely feedback on performance 

Co-ordinate small projects, or 
established programs, or contribute 
expertise to teams working on complex 
projects 

Apply advanced skills and knowledge 
to project/program delivery 

Demonstrate significant work 
experience and education / training 

Able to gain co-operation and 
assistance to achieve set objectives 
and to influence others to achieve 
objectives, or reach agreement on 
schedules or plans 

Apply advanced skills and knowledge 
to document and modify procedures 
and conduct technical investigations 

Demonstrate significant work 
experience and education / training 

Research and apply theoretical 
knowledge in a specialised field 

Prepare public documents 

 

Decision-Making 

Apply a variety of techniques, systems, methods or processes in performing the job 

Apply professional standards, education and training 

Work within established procedures 

Recommend and implement changes which improve the efficiency, effectiveness, or quality of work processes 

Work is governed by precedent, rules, guidelines, procedures or instructions  

Determine operational service delivery plans for the work area based on established standards 

Resolve operational problems within guidelines 

Guidance is available within the time constraint needed to make a decision 

Determine the work organisation of the work area - schedule, organise, plan, allocate, coach and teach 

Accountability 

Provide sound advice and recommendations on specific issues related to the work area / project 

In non-routine situations, the manager is available to provide guidance  

Advice is within policy guidelines and professional standards 

Undertake research, analysis, interpretation and development of options and make recommendations on practical solutions 

Achieve service delivery targets 

Plan and conduct projects of defined scope 

Examples (not comprehensive) 

Co-ordinator of larger teams/more complex areas: Safari/Slumber; Admissions; Programs; Events; Retail; Volunteers; 
Marketing Co-ordinator 

Animal Records Officer 

Graduate with relevant work experience eg. HR Business Partner; Animal Welfare Specialist 

Personal Assistant 

  






  

  

  

  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 52 

 

Band 5 

General Attributes 

Design, develop and deliver research projects 

Develop and review policies and guidelines 

Manage a section or team of professionals 

Resolve issues within existing organisation knowledge or professional guidelines 

Develop forecasts and meet budgets 

Expertise 

Manages a Team or Function Manages Projects Senior Technical Specialist 

Proficient in applying established 
administrative, clerical or professional 
disciplines gained through tertiary 
qualifications and many years 
experience 

Lead a professional team making 
sound recommendations to others on 
specific issues and subjects 

Well developed skills in a specialised 
discipline 

Manage the integration of tasks within 
a function 

Actively influence and convince others 
to achieve specific requirements 

Applies negotiation persuasion and 
motivation skills to manage staff and 
stakeholders 

Authoritative in application of 
processes 

Proficient in applying established 
administrative, clerical or professional 
disciplines gained through tertiary 
qualifications and many years 
experience 

Manage a project, or contribute 
expertise to a team working on 
complex projects making sound 
recommendation to others on specific 
issues and subjects 

Well developed skills in a specialised 
discipline 

Applies expertise to diverse 
stakeholders and clients, diverse 
topics or a wide set of disciplines 

Actively influence and convince 
others to achieve specific 
requirements 

Applies negotiation and persuasion 
skills to manage clients and 
stakeholders 

Proficient in applying established 
technical or scientific disciplines gained 
through tertiary qualifications and many 
years experience 

Lead a technical team or project making 
sound recommendations to others on 
specific issues / subjects 

Advanced research skills gained through 
many years field experience and/or post 
graduate qualifications 

Applies expertise to diverse stakeholders 
and clients, diverse topics or a wide set 
of disciplines 

Actively influence and convince others to 
achieve specific requirements 

Defines the appropriate methodology in 
the analysis of policy or research options 

Conveys specialist concepts and policies 
to clients, staff and stakeholders 

Decision-Making 

Adapt systems, methods, or operational plans that affect the way work is performed by others, including outside the 
immediate work area 

Contribute to strategic policy development within a specific field of expertise 

Develop policies and procedures for approval by Managers/Directors 

Recommend a course of action based on analysis 

Manage identified risks which have a whole of site impact 

Negotiates and manages straightforward contracts and service agreements 

Accountability 

Interprets and applies corporate plan and policy to own area of responsibility 

Accountable for work organisation, the allocation of resources within, and the outputs required of, the work area 

Recognised reference point within the organisation for their area of expertise 

Advice provided is based on professional expertise and influences decisions made by others in the development and 
delivery of programs 

Advice is provided within policy guidelines and is monitored by positions’ manager 

Manage a budget 

Influences local decision-making 

Examples (not comprehensive) 

Education Officer 

Communications Manager 

Sales Manager 

Professionals with significant relevant work experience eg. Technical Manager; Accountant; Website Manager 






  

  

  

  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 53 

 

    
Band 6 

General Attributes 

Manage a larger or complex work unit 

Operational problem-solving involving detailed analysis and assessment of alternatives and their ramifications 
is a common feature 

Expertise 

Leads a Department Senior Technical/Functional Specialist 

Identifies and responds to new and emerging 
strategic issues impacting on the operating 
environment 

Initiatives and manages negotiation with peers 
(internal and external to work unit) to gain 
commitment to projects and delivery of activities to 
meeting timelines 

Represents own work area with external 
stakeholders and effectively manages feedback 

Manages an area with significant budget, staff 
responsibilities or strategic importance 

Advance managerial capacity to understand the 
entire organisation and how to meet challenges, 
explain and contribute to setting the direction of the 
organisation and formulate approaches that affect 
the organisation 

 

Prepare reports at an authoritative level 

Provides and receives highly complex, contentious or 
sensitive information where high levels of negotiation, 
communication and interpersonal skills are required 

Explains highly complex concepts, ideas and issues to 
an executive audience 

Confidently represent the organisation with external 
peers 

Provides authoritative expert advice on complex 
issues within own area 

Subject matter expert that conceptualises, initiates, 
implement, promotes and evaluates complex and 
innovative technical/functional programs 

High level expertise in the field or function 

Decision-Making 

Participates in strategic planning and contributes to strategic decision making process 

Resolve complex issues through a process of consultation and negotiation 

Develop technical or professional standards for the organisation 

The operating environment may be complex and rapidly changing 

Determine the appropriate course of action with little guidance available to assist in the decision making 
process 

Complex problems, which may break new ground for the organisation, are solved 

Manages responsibility for tasks which may have impact at an organisation-wide level 

Accountability 

Accountable for achievement of established corporate objectives including the formulation and implementation 
of local business plans 

Responsible for implementation of strategic corporate initiatives 

Positions are either the recognised reference point on specific issues or provide strategic advice over 
organisation wide issues including major programs.  The advice often relates to organisation effectiveness 

Examples (not comprehensive) 

Managers of large and/or complex departments eg. Works, Horticulture, Education, Grants, Fundraising, 
Membership Program, Volunteer Program, Precincts, Commercial Contracts 

Senior Advisor Health and Safety 

Veterinarians 

 

  






  

  

  

  

  



   

Zoos Victoria Salaried Staff Agreement 2022                                                                                Page 54 

 

Band 7 

General Attributes 

Head of a significant department which impacts broadly across a campus, or the organisation generally 

Responsible for significant operational budgets 

Shape organisation-wide priorities and strategies 

Identifies and respond to new and emerging strategic issues impacting on the operating environment 

Operating environment is complex 

Provides expert advice 

Manages, monitors and evaluates programs 

Expertise 

Lead a Large or Complex Department Technical/Functional Expert 

Highly specialised commercial, scientific or administrative 
expertise  

Advance managerial capability 

Responsible for significant multi-disciplinary workforce 

Understands the organisation and its challenges in order 
to develop business plans and to contribute to strategic 
plans 

Manages significant and complex resources 

Influences stakeholders holding competing priorities and 
views 

Negotiates to resolve differences to achieve agreement 

to program 

Responsible for service development that has significant 

impact across function areas 

Leads strategic corporate initiatives 

Highly specialised technical or function expertise 

Acknowledged as a technical/functional expert within the 
organisation 

Generate and lead original research of significant 

international importance and impact 

Develops and manages organisation-wide plans and 
complex processes 

Leads original research into complex, sensitive or 
contentious scientific matters 

Influences stakeholders holding competing priorities and 
views 

Provides advice to government, SET, the Board and key 
external stakeholders 

Area of expertise and responsibility is complicated by the 
scale and difficulty of the issues 

Decision-Making 

Responsible for managing risks which may have impact at an organisation-wide, Board or Ministerial level 

Frequently involved in the resolution of complex problems where they must determine the appropriate course of 
action. The resolution may break new ground for the organisation 

Required to interpret general policy framework to make decision kin the absence of definitive operations policies 

Advice or guidance is not readily available to assist in the decision making process 

Initiates and manages negotiation with peers (internal and external to work unit) to gain commitment to projects and 
delivery of activities to meet timelines 

Accountability 

Develop responses to complex issues 

Develop organisation-wide policies 

Provide expert advice or counsel 

Work strategically with external Government and industry bodies 

Responsible for meeting service objectives, including financial, quality and time relate targets 

Examples 

General Managers with significant strategic, and/or budget responsibility 

Senior Scientist 

 






  

  



 

  

11 July 2022 
 
FWC Matter No.: AG2022/4472 

Dear Commissioner Wilson 

RE:  Zoos Victoria Salaried Staff Agreement 2022 

 

Written undertakings under section 190 of the Fair Work Act 2009 

I, Jantine Eddelbuttel, Director – Human Resources of Zoological Parks and Gardens Board 
(Zoos Victoria) give the following undertakings with respect to the Zoos Victoria Salaried Staff 
Agreement 2022 (Agreement): 

1. I have the authority given to me by Zoos Victoria (ZV) to provide this undertaking in 
relation to this application before the Fair Work Commission. 

2. Clause 31. Casual employment 
Clause 31.3 - ZV confirms that Casual Rates of pay set out in this Agreement are inclusive 
of the 25% casual loading. Casual rates of pay are set out at Appendix C – Schedule of 
Casual Rates to this Agreement and include compensation for the nature of casual work 
and for paid leave (excepting long service leave). This schedule also includes weekend 
penalty rates for casuals:  
 

 
 
  

3. Clause 46 Overtime 
Clause 46.1 -  ZV confirms that this clause does not apply to employees classified at Band 
6 or above and only applies to part-time staff required to work outside the span of 
hours.   

4. Clause 35 Shift Allowances 
Clause 35.1 - ZV will introduce a Night shift, an unbroken period of work finishing after 
midnight and at or before 8.00 am. The allowance will be 15% for a rotating shift and 
30% for a non-rotating shift. 

5. Clause 28 – Irregular Part-Time Employment 
Currently ZV does not have any employees classified as ‘Irregular Part-Time 

APPENDIX C
SCHEDULE OF CASUAL RATES

2% increase effective from 03/10/2022

M-F rate Saturday rate Sunday rate
$30.50 $45.75 $61.00
$33.90 $50.85 $67.80
$37.58 $56.37 $75.16
$44.03 $66.05 $88.06
$48.89 $73.34 $97.78

Casual - Trainess ( 152 hours service)

Details of payrate

General Duties Casual - ticket seller, carpark 
Professional Duties Casual - safari guide, ranger, 
Supervisor or Finance Casual
Teacher

• aazoos 
VICTORIA ----

I I 
-

~ ~ - - -
r 


VICTORIA

ZOOS




 



 

  

Employment’ and we do not foresee this clause being applied in future. No employee 
will be classified as an Irregular Part-Time Employee over the life of this agreement. 

6. Clause 34 Camps 
Currently ZV does not use the Half Camp rate. No employee will be paid a Half Camp 
rate over the life of this agreement. ZV will pay the following Full Camp rates. 
 

 
 
 
 

Signed for and on behalf of the employer. 
 

 
 
Jantine Eddelbuttel 
Director Human Resources 
 

a&~zoos 
WERRIBEE MELBOURNE HEALESYILLE VICTORIA 

APPENDIX D 
SCHEDULE OF RATES FOR CAMPS 

Effective from 03/10/2022 

Detail:s of camp Rates 

M onday t o Fri to Sat Sat-Sun Sun-M on 
Thursday camp camp camp 

Increase 2.00% camp 

Full Camp {Total payment, no other allowance may be 
$566.29 

$585.33 $743 .17 $743 .. 17 

claimed) 


-

APPENDIX D SCHEDULE OF RATES FOR CAMPS Effective from 03/10/2022 Details of Camp Rates Monday to Fri to Sat Sat-Sun Sun-Mon Thursday camp camp camp Increase 2.00% camp Full Camp (Total payment, no other allowance may be $585.33 $743.17 $743.17 claimed} $566.29




 

 ZOOS 

  

  

  

 CTO

Cases cited by this decision: