Source: http://muhaz.org/an150146--south-australian-government-health-etc-ancillary-emp.html
Timestamp: 2020-05-29 22:18:56
Document Index: 533528270

Matched Legal Cases: ['ART 1', 'ART 2', 'ART 3', 'ART 5', 'ART 6', 'ART 7', 'ART 8', 'ART 9', 'ART 5']

An150146 – South Australian Government Health Etc. Ancillary Employees Award
This AIR consolidated award reproduces the former State award South Australian Government Health Etc. Ancillary Employees Award as at 27 March 2006.
AN150146 [Notional AIR Consolidation]
PART 1 APPLICATION AND OPERATION OF AWARD
OPDATE 21:10:97 on and from
CLAUSE 1.1. TITLE
The title of this Award is the South Australian Government Health Etc. Ancillary Employees Award
Scope and Persons Bound
Work Level Definitions
PART 2 - RATES OF PAY
PART 3 - TERMS OF ENGAGEMENT
Hours of Work - Day Workers
PART 5 - VACANT
PART 6 - ALLOWANCES, PENALTIES AND SHIFT ALLOWANCES
Overtime - Day Workers
PART 7 - UNION PROTECTION AND CONSULTATION
Grievance and Dispute Settling Procedure
PART 8 - MISCELLANEOUS CONDITIONS
PART 9 – LEAVE
Commonwealth Government Job Skills Program Conditions
Supported Wage Provisions
Training Wage Arrangements
CLAUSE 1.3. SCOPE AND PERSONS BOUND
1.3.1 This award is binding upon;
1.3.1.1 The Australian Liquor Hospitality and Miscellaneous Workers Union;
1.3.1.2 The South Australian Health Commission and hospitals and health centres incorporated pursuant to the South Australian Health Commission Act, 1976;
1.3.1.3 The Institute of Medical and Veterinary Science;
1.3.1.4 The Chief Executive, Department for Industrial Affairs, in the Department for Family and Community Services;
1.3.1.5 All employees whether members of an Association or not who are classified as Health Ancillary Workers engaged in the following occupational groupings:
STERILE AND SUPPLY SERVICES
1.3.2 This award is not binding on those persons who are appointed under the provisions of the Public Sector Management Act, 1995.
CLAUSE 1.4. LOCALITY
The award applies throughout the State of South Australia.
CLAUSE 1.5. DURATION
This award first came into operation from the first full pay period to commence on or after 18 March 1993, and continues in force until amended, rescinded or replaced.
CLAUSE 1.6. CLASSIFICATION OF EMPLOYEES
1.6.1 The employer will classify employees within the Health Ancillary Employees structure having regard to the work level definitions prescribed in 1.7 and the typical tasks described in the Activity Schedules.
1.6.2 An employer may require an employee as part of the normal duties attached to their position, to carry out any range of tasks of the same or lower classification from any number of occupational groups if;
1.6.2.1 The tasks are within the limits of the employees skill, competence and training and are not designed to promote deskilling.
1.6.2.2 Where the tasks involve the use of tools and equipment the employee has been properly trained in the use of such tools and equipment.
1.6.2.3 Any requirement to perform tasks from any occupational grouping is consistent with the employers' responsibilities to provide a safe and healthy working environment.
CLAUSE 1.7. WORK LEVEL DEFINITIONS
1.7.1 Training Level
Employees at this level will acquire, predominantly through on-the-job training, the basic skills and knowledge necessary to perform a range of activities applicable to the base level of work for which they have been recruited, in more than one occupational grouping where appropriate.
Appointment to this level is for a maximum period up to three months. At the expiration of that time, trainees who have demonstrated a satisfactory work performance must be appointed to a level 1 position.
Employees will be provided with information about the conditions of work, policies, procedures and objectives of the agency concerned.
Information will be provided about Occupational Health and Safety legislation and procedure and Equal Employment Opportunity and practice.
Employees at this level receive direct instruction and monitoring from a skilled and experienced employee.
1.7.2 Jobskills Trainee
Jobskills Trainees will be engaged as full time employees for a six month period under the arrangements prescribed by the Commonwealth Government’s “Jobskills” Programme.
Employees engaged as Jobskills Trainees undertake an approved six months training programme during which time they will receive practical “on the job” instruction together with formal, “off the job”, theoretical instruction.
During the training period, Jobskills Trainees gain vocationally relevant work experience by undertaking tasks and functions ascribed to the classification of Health Ancillary Employee, Level 1 under the direct supervision of staff qualified to provide this on the job training.
Approximately 15 percent of the participants’ time is spent on identified on the job training during the period of placement.
The conditions applying to the Jobskills Programme in the South Australian Public Sector are prescribed in the attached Schedule 5.
1.7.3 Health Ancillary Employee Level 1.
Employees at this level will be required to perform a broad range of routine tasks. Work at this level is characterised by the following:
generally labour intensive in nature,
may require the operation of machinery, equipment, and/or facilities requiring the exercise of skills and knowledge appropriate to this level.
performed under direct instruction,
instruction given is by way of verbal, written or diagrammatic direction,
provide assistance and co-operation to other employees, . tasks performed are relevant to a particular worksite or location, and are performed either as an individual or team member.
Employees will be given an opportunity to participate in on-going skills training to enable them to progress subject to work and training availability.
Tasks typical of Level 1 are described in the Activities Schedule.
1.7.4 Health Ancillary Employee Level 2
Employees at this level will be required to perform a range of higher level operative tasks above and beyond the skill and knowledge of an employee at Level 1.
Work at this level is characterised by the following:
the application of specific and prescribed training and experience,
may require the operation of machinery, equipment and/or facilities,
requiring the exercise of skills and knowledge beyond that of an employee at Level 1,
performed under general direction,
require the exercise of limited judgement in the execution of their own work
instruction given is by way of general verbal, written or diagrammatic direction,
provide assistance and co-operation to other employees,
tasks performed are relevant to a particular worksite or location and are performed either as an individual or team member,
may from time to time be required to perform work of a lower level
Tasks typical of Level 2 are described in the Activity Schedule.
1.7.5 Health Ancillary Employee Level 3
Employees at this level will be required to perform either:
* A range of higher level operative tasks above and beyond the skill and knowledge of an employee at Level 2. Work at this level is characterised by the following:
prerequisite skills have been acquired through relevant experience and/or training,
may require the operation of machinery, equipment and/or facilities requiring the exercise of skill and knowledge beyond that of an employee at Level 2,
exercise judgement and initiative in the day to day execution of their own work,
instruction given is by way of general direction,
tasks performed are relevant to a particular worksite or location, and are performed either as an individual or a team member,
Tasks typical of Level 3 are described in the Activity Schedule. OR
* Activities associated with Level 2 and Team Leader activities as defined.
1.7.6 Health Ancillary Employee Level 4
* A range of higher level operative tasks which are above and beyond the skill and knowledge of an employee at Level 3. Work at this level is characterised by the following:
tasks performed require skill specialisation and/or extensive training,
may require the set up, program and operation of machinery, equipment and/or facilities,
performed under limited direction,
an ability to determine and appraise methods of work organisation,
the implementation of detailed directions and procedures,
provide assistance and guidance within their level of expertise to other employees,
may from time to time perform work of a lower level.
Employees will be given an opportunity to participate in ongoing skills training to enable them to progress subject to work and training availability.
Tasks typical of Level 4 are described in the Activity Schedule. OR
* Activities associated with Level 3 and Team Leader activities as defined.
1.7.7 Health Ancillary Employee Level 5.
Employees at this level will be required to either:
* Apply either trade skills, or trade equivalent skills acquired from extensive training and/or experience in a specialised function.
understand and apply quality control techniques to a level equivalent to their skill and knowledge,
may require the setup, program and operation of complex machinery, equipment and/or facilities requiring the exercise of skill and knowledge beyond that of an employee at Level 4,
performed under broad guidelines,
a capacity to programme detailed work functions,
the ability to interpret complex instructions and procedures,
the provision of trade or trade equivalent guidance and assistance within their area of expertise to other employees,
tasks performed are relevant to a particular worksite or location and are performed either as an individual or as team member,
may from time to time perform work of a lower level or incidental to their area of expertise.
Tasks typical of Level 5 are described in the Activity Schedule. OR
Activities associated with Level 4 and Team Leader activities as defined.
1.7.8 Health Ancillary Employee Level 6.
* Apply either post trade based skills or equivalent skills derived from specialised training and/or extensive experience in a range of functions.
may require the set up, program and operation of sophisticated machinery, equipment and/or facilities,
perform under broad guidelines,
a capacity to initiate and program detailed work functions,
the interpretation of sophisticated instructions and procedures,
the provision of post trade or post trade equivalent guidance and assistance within their own area of expertise to other employees,
tasks performed are relevant to a particular worksite or location and are performed either as an individual or as a team member,
Tasks typical of Level 6 are described in the Activity Schedule. OR
Activities associated with Level 5 and Team Leader activities as defined.
1.7.9 Health Ancillary Employee Level 7.
Employees at this level will be required to apply a combination of advanced post trade skills derived from accredited training, or equivalent, and team leader activities.
exercises high precision trade skills and/or specialised techniques,
may involve diagnosis and the implementation of modification techniques, consistent with this level,
the provision of advanced post trade or advanced post trade equivalent guidance and assistance within their own area of expertise to other employees,
may from time to time perform work of a lower level,
allocate, and determine work priorities. (This may include the requirement to set and prioritize work parameters for operative employees of the same or of a higher level within the scope of the activity being undertaken),
inspect and ensure the quality of work undertaken by employees,
advise group members of the most appropriate procedures and safe work practices affecting the methods of work thereby ensuring employee and public safety at the worksite or location,
ensure that labour, tools, materials and equipment are available, used efficiently and where appropriate, are properly maintained,
prepare and maintain records and incident reports,
provide an overall on the job leadership role,
exercise judgement and advise on matters requiring the application of skills and knowledge,
assist in the on-the-job training of employees,
perform associated duties as directed.
Employees will be given the opportunity to participate in ongoing skills training to enable them to progress subject to work and training availability.
Tasks typical of Level 7 are described in the Activity Schedule.
CLAUSE 1.8. DEFINITIONS
OPDATE 21:02:2006 on and from
1.8.1 “Afternoon shift” means any shift commencing after 12 noon and finishing after 6.00pm and at or before midnight.
1.8.2 “Continuous work” means work carried on with consecutive shifts of employees throughout the 24 hours of each of at least six consecutive days without interruption except during breakdowns or meal breaks or due to unavoidable causes beyond the control of the employer.
1.8.3 “Night shift” means any shift finishing after midnight and at or before 8.00am.
1.8.4 “Rostered shift” means a shift of which the employee concerned has had at least 48 hours’ notice.
1.8.5 “Spouse” includes a de facto spouse but, except in relation to parental leave does not include a spouse from whom the employee is legally separated.
1.8.6 “The Act” means the Fair Work Act 1994.
1.8.7 “Team Leader Activities” means:
exercise judgement and advise on matters requiring the application of skills and knowledge, assist in the on-the-job training of employees,
perform associated duties as directed
1.8.8 “The Union” means the Australian Liquor Hospitality and Miscellaneous Workers Union, SA Branch.
CLAUSE 2.1. RATES OF PAY
2.1.1 Unless a different rate of pay is prescribed elsewhere in this award, an employee must be paid at the rate of pay prescribed in Schedule 1 for the classification level in which the employee is employed.
2.1.2 An employee progresses by annual increment after each completed year of service until the relevant maximum rate is reached for the appropriate classification.
CLAUSE 2.2. PAYMENT OF WAGES
Payment of wages is made by direct transfer into an employees bank or other recognised financial institution account.
CLAUSE 2.3. JUNIOR EMPLOYEES
2.3.1 The weekly rate payable to junior employees in
must be based on the following percentages of the 1st increment of the ordinary rate of pay prescribed for the level of work on which they are employed.
2.3.2 However, employees 18 years of age or older other than those undertaking cooking duties who are performing all of the duties usually performed by adult employees must be paid the appropriate adult rate.
CLAUSE 3.1 WEEKLY EMPLOYMENT
All employees, other than casual employees, are employed by the week.
CLAUSE 3.2 PART-TIME EMPLOYMENT
OPDATE 07:02:2005 on and from
3.2.1 An employee may be engaged by the week to work on a part-time basis for a constant number of hours less than thirty- eight (38) per week. An employee so engaged must be paid per hour one thirty eighth (1/38) of the weekly rate prescribed by this Award for the work performed.
3.2.2 An employee engaged on a part-time basis is entitled to receive pro-rata entitlement to sick leave, annual leave, bereavement leave and public holidays.
3.2.3 Additional Hours
3.2.3.1 An employee engaged and paid in accordance with this clause who has for a period of at least 12 continuous months been regularly working additional hours at the request of the employer, and who has a reasonable expectation that the need to work such additional hours will be ongoing, is entitled to apply, in writing, to have the additional hours added to the employee’s substantive hours. For the purposes of this clause 3.2.3, 12 continuous months means the 12 continuous months immediately preceding the date the written application for the additional hours is received by the employer.
3.2.3.2 The employer of an employee who is entitled to make the application described in clause 3.2.3.1 must notify the employee in writing of the provisions of clause 3.2.3.1 within 4 weeks of the employee completing the 12 month qualifying period.
3.2.3.3 Any employee who is entitled to make the application described in clause 3.2.3.1 and who does not make such application within 4 weeks of receiving the written notice in clause 3.2.3.2 will be deemed to have declined to have the additional hours added to the employee’s substantive hours.
3.2.3.4 Upon receiving a written application from an employee pursuant to clause 3.2.3.1, the employer must, within 4 weeks of receiving such notice, indicate in writing whether an increase in the employee’s substantive hours of work is, or is not, agreed to. Where an increase is not agreed to, the employer must provide written reasons for same.
3.2.3.5 Where an employee’s application is not agreed to and the employee considers that in not agreeing the employer has acted unreasonably, the employee may seek to have the dispute resolved through the Grievance and Dispute Settling Procedure set out in clause 7.1.
3.2.3.6 Where an employer agrees to an employee’s request to have additional hours added to the employee’s substantive hours, the resulting total will form the employee’s new substantive working hours. An employee may only vary these new substantive hours with the written agreement of the employer.
3.2.3.7 Where the actual amount of additional hours regularly worked by an employee during the 12 month qualifying period are fixed and constant, the additional hours to be added to the employee’s substantive hours will be those fixed and constant hours, or as otherwise agreed between the employer and the employee.
3.2.3.8 Where the actual amount of additional hours regularly worked by an employee during the 12 month qualifying period are variable, the employer will determine the number of additional hours to be offered to the employee on a substantive basis and their configuration, taking into account:
(a) the average of the additional hours worked during the 12 month qualifying period;
(b) the employee’s patterns of employment during the qualifying period; and
Additional hours worked in respect of a special event/s or other “one-off” project/s, particularly (but not only) where the funding for such an event/s or project/s is separate and independent funding that is not controlled by the South Australian Government and is provided for the specific event/s or project/s only will not be considered additional hours for the purpose of this subclause.
3.2.3.9 An employee may seek to have any dispute as to the appropriate number of additional hours to be offered as substantive hours resolved through the Grievance and Dispute Settling Procedure set out in clause 7.1.
3.2.3.10 Where additional hours are granted to an employee, the employee’s pro rata leave entitlements must be adjusted accordingly, taking into account the number of completed months at the higher number of hours in the service year within which the additional hours are formally granted by the employer.
3.2.3.11 For the purposes of this clause, “employer” means a hospital or a health centre incorporated under the SA Health Commission Act 1976; or the Institute of Medical and Veterinary Science; or the Department of Health.
CLAUSE 3.3 CASUAL EMPLOYMENT
3.3.1 A casual employee is one engaged to work on short term and/or variable employment arrangements. Such an employee does not have continuity of employment.
3.3.2 A casual employee is paid per hour worked one thirty-eighth of the weekly rate prescribed by this Award for the work performed and a twenty (20) per cent casual loading is also applied to the actual hours worked to compensate for the lack of sick and annual leave entitlements and payment of public holidays not worked.
3.3.3 Any casual employee engaged and paid in accordance with this clause –
(a) who has been employed by an employer during a period of at least 12 months, either on a regular and systematic basis for several periods of employment or on a regular and systematic basis for an ongoing period of employment;
(b) whose employment is consistent with part-time employment (as defined) or full-time employment; and
(c) who has a reasonable expectation of ongoing employment,
is eligible to elect, in writing, to convert to permanent part-time or full-time (as appropriate) employment.
3.3.4 The employer of an eligible employee must notify the employee in writing of the provisions of clause 3.3.3 within 4 weeks of the employee completing the 12 month qualifying period.
3.3.5 Any eligible employee who does not make an election as provided for in clause 3.3.3 within 4 weeks of receiving the written notice in clause 3.3.4 will be deemed to have agreed to remain a casual employee.
3.3.6 Any eligible employee who remains a casual employee pursuant to clause 3.3.5, may, provided that the employee also remains an eligible casual employee pursuant to the provisions of clause 3.3.3, subsequently elect to convert to permanent employment status by giving the employer notice in writing of such election. In this instance, the 12 month qualifying period referred to in clause 3.3.3, will be the 12 months immediately preceding the date that written notice is given.
3.3.7 Upon receiving written notice from an employee pursuant to clause 3.3.3 or 3.3.6, the employer must, within 4 weeks of receiving such notice, indicate in writing whether the conversion to permanent employment is, or is not, agreed to. Where the conversion is not agreed to, the employer must provide written reasons for same.
3.3.8 Where an employee’s election to convert to permanent employment is not agreed to and the employee considers that in not agreeing the employer has acted unreasonably, the employee may seek to have the dispute resolved through the Grievance and Dispute Settling Procedure set out in clause 7.1.
3.3.9 Where an eligible employee has transferred to permanent employment pursuant to the provisions of this clause, the employee may only revert to casual employment with the written agreement of the employer.
3.3.10 Service for the purpose of leave entitlements (other than long service leave) will be calculated from the date of commencement of permanent part-time or full-time employment.
3.3.11 Where an eligible employee elects to convert to permanent employment status and the employer agrees to such conversion –
(a) the normal hours of duty that will apply under the new contract of employment will be the average of the hours the employee has worked during the preceding 12 month qualifying period specified in subclause 3.3.3 or 3.3.6 (as appropriate), or as otherwise agreed between the employer and the employee. Where the work is subject to seasonal fluctuations, the hours of duty may be configured in a manner designed to most appropriately meet the fluctuating demand. In determining the most appropriate working arrangements including configuration of hours, the employer must have regard to:
(i) operational requirements;
(ii) the employee’s patterns of employment during the 12 month qualifying period;
(iii) the employee’s personal circumstances.
(b) hours worked in respect of a special event/s or other “one-off” project/s, particularly (but not only) where the funding for such an event/s or project/s is separate and independent funding that is not controlled by the South Australian Government and is provided for the specific event/s or project/s only, will not be included in calculating the preceding 12 months average hours.
3.3.12 For the purposes of this clause, “employer” means a hospital or a health centre incorporated under the SA Health Commission Act 1976; or the Institute of Medical and Veterinary Science; or the Department of Health.
CLAUSE 3.4 TEMPORARY EMPLOYMENT
3.4.1 A temporary employee is one engaged to work for a constant number of hours per week on a part-time or full-time basis for a fixed term of at least one month’s duration.
3.4.2 This type of employment must be supported by a written contract of employment which clearly specifies the commencing and finishing dates of the period of employment.
3.4.3 A temporary fixed term contract of employment cannot be extended. Where an employer wishes to retain the services of an employee beyond the expiry date of a fixed term contract, the employer may offer the employee a new fixed term contract for the period the employee is required. Any such new contract must also specify the commencing and finishing dates of the period of employment.
3.4.4 Any temporary employee who has been engaged on one or more separate contracts of employment by an employer (which may include periods of employment on a casual basis), such that the employee has been continuously employed without a break (other than for approved paid or unpaid leave purposes) for at least 12 months, and who has a reasonable expectation of ongoing employment, is eligible to elect, in writing, to convert to permanent part-time or full- time (as appropriate) employment.
3.4.5 The employer of an eligible employee must notify the employee in writing of the provisions of 3.4.4 prior to the expiration of the employee’s current contract.
3.4.6 Any eligible employee who does not make an election as provided for in clause 3.4.4 within 4 weeks of receiving the written notice in 3.4.5 or before the employee’s current contract ceases, whichever is the earlier, will cease to be an employee at the expiration of that current contract.
3.4.7 Upon receiving a written notice of election from an eligible employee pursuant to clause 3.4.4, the employer must, within 4 weeks of receiving such notice or prior to the expiration of the employee’s current contract, whichever is the earlier, indicate in writing whether the conversion to permanent employment is, or is not, agreed to. Where the conversion is not agreed to, the employer must provide written reasons for same.
3.4.8 Where an employee’s election to convert to permanent employment is not agreed to and the employee considers that in not agreeing the employer has acted unreasonably, the employee may seek to have the dispute resolved through the Grievance and Dispute Settling Procedure set out in clause 7.1.
3.4.9 Where an eligible employee’s election to convert to permanent employment is agreed to:
(a) the hours of duty that will apply under the new, permanent contract of employment will be the average of the ordinary hours worked by the employee during the 12 month qualifying period specified in clause 3.4.4, or as otherwise agreed between the employer and the employee;
(b) hours worked in respect of a special event/s or other “one-off” project/s, particularly (but not only) where the funding for such an event/s or project/s is separate and independent funding that is not controlled by the South Australian Government and is provided for the specific event/s or project/s only, will not be included in calculating the preceding 12 months average hours even if such special event/s or project/s extends beyond 12 months.
(c) appropriate working arrangements, including the configuration of the hours of duty, will be determined by the employer having regard to the employee’s patterns of employment during the 12 month qualifying period and operational requirements.
3.4.10 For the purposes of this clause, “employer” means a hospital or a health centre, incorporated under the SA Health Commission Act 1976; or the Institute of Medical and Veterinary Science; or the Department of Health.
CLAUSE 3.5 ABSENCE FROM DUTY
An employee who is absent from duty without the authority of the employer is not entitled to payment for the time of such absence.
CLAUSE 3.6 TERMINATION OF EMPLOYMENT
3.6.1 Notice of Termination by Employer
3.6. 1.1 In order to terminate the employment of an employee, the employer must give the employee the following notice:
3.6.1.2 In addition to the notice in 3.6.1.1, employees over 45 years of age at the time of the giving of notice with not less than 2 years continuous service are entitled to additional notice of one week.
3.6.1.3 Payment at the ordinary rate of pay in lieu of the notice prescribed in 3.6.1.1 and/or 3.6.1.2 must be made if the appropriate notice period is not given. Employment may be terminated by part of the period of notice specified and part payment in lieu.
3.6.1.4 In calculating any payment in lieu of notice, the employer must pay the wages an employee would have received in respect of the ordinary time the employee would have worked during the period of notice had the employee’s employment not been terminated.
3.6.1.5 The period of notice in this clause does not apply in the case of:
(a) dismissal for conduct that at common law justifies instant dismissal;
(b) casual employees;
(c) employees engaged for a specific period of time; or
(d) employees engaged for a specific task or tasks.
3.6.2 Time Off During Notice Period
Where an employer has given notice of termination to an employee, the employee is entitled to up to 1 day’s time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.
3.6.3 Statement of Employment
At the employee’s request the employer must provide to an employee whose employment has been terminated, a written statement specifying the period of the employee’s employment and the classification of or the type of work performed by the employee.
3.6.4 Payment in Lieu
If an employer makes payment in lieu for all or any of the period of notice prescribed, the period for which such payment is made must be treated as service with the employer for the purposes of computing any service related entitlement of the employee.
3.6.5 Notice of Termination by Employee
In order to terminate employment an employee must give the employer the following notice:
More than 1 year at least 2 weeks
CLAUSE 3.7 SHUT DOWN
3.7.1 Where an employer requires the business operation, or part of it, to be temporarily shut down the employer may require the employee to take annual leave by giving the employee notice of the requirement at least 2 months before the period of annual leave is to begin.
3.7.2 No more than two shut downs can occur in one calendar year.
3.7.3 Where:
(a) an employee is unable to attend work because of a shut down; and
(b) that employee has not accrued a full year of entitlement to annual leave,
that employee must be allowed to take pro rata annual leave calculated in accordance with the formula specified in the Department of Health (South Australian Health Commission’ Act and Institute of Medical and Veterinary Science Act) Human Resources Manual.
3.7.4 Where an employee is required to take leave in accordance with 3.7.1, and the employee does not have a full or pro rata credit of leave, the employee may be stood off without pay during the period of the shut down for any time in excess of the employee’s leave credit.
3.7.5 All time that the employee is stood off without pay for the purposes of 3.7.4 is deemed to be time of service in the next
12 monthly qualifying period.
CLAUSE 3.8 ABANDONMENT OF EMPLOYMENT
3.8.1 If an employee has been absent without leave for more than two weeks, the Agency or Health Unit will inform the employee in writing that unless they report for duty or furnish a satisfactory reason for their absence and the estimated duration of the absence within a specified time the employee will be regarded as having terminated employment on the date of their last attendance at work (i.e. without notice).
3.8.2 If the employee neither reports for duty nor sends in a satisfactory reply within the specified time, the employee must be informed in writing that their employment is regarded as having terminated on the date of their last attendance at duty (i.e. without notice).
3.8.3 In these circumstances, any monies in hand to the extent of a week's wage will be forfeited in lieu of notice.
CLAUSE 3.9 DIRECTION OF EMPLOYEES
3.9.1 An employer may direct an employee to carry out such duties as are within the limits of the employee's skill, competence and training subject to the duties not being designed to promote deskilling.
3.9.2 An employer may direct an employee to carry out duties and use tools and equipment if the employee has been properly trained in the use of tools and equipment.
3.9.3 Any direction issued by an employer in 3.9.1 and 3.9.2 must be consistent with the employer's responsibilities to provide a safe and healthy working environment.
CLAUSE 3.10 HIGHER DUTIES
3.10.1 From time to time an employee may be offered work at a higher classification level for up to twelve months duration.
3.10.2 Prior to the commencement of the higher level duties, agreement in writing must be obtained between the employer and employee regarding the period of time, rate of pay and classification level to apply.
3.10.3 During the period the employee is performing the higher level duties an extension of the period may be negotiated, up
to a maximum of twelve months.
3.10.4 Upon completion of the agreed period of time, the employee will revert to the employees previous classification.
CLAUSE 3.11 MIXED FUNCTIONS
An employee who is engaged for more than two hours during one day or shift on duties carrying a higher rate than the employee's ordinary classification must be paid the higher rate for such day or shift. If engaged on higher duties for two hours or less during one day or shift, the employee must be paid the higher rate for the time so worked.
CLAUSE 4.1 HOURS OF WORK - DAY WORKERS
4.1.1 Except where the employer and the majority of employees in a section of a Hospital, Health Centre or Agency agree, the ordinary hours of work will be an average of 38 per week to be worked on one of the following bases:
38 hours within a work cycle not exceeding seven consecutive days; or
76 hours within a work cycle not exceeding fourteen consecutive days; or
114 hours within a work cycle not exceeding twenty-one consecutive days; or
152 hours within a work cycle not exceeding twenty-eight consecutive days;or
190 hours within a work cycle not exceeding thirty-five consecutive days;or
228 hours within a work cycle not exceeding forty-two consecutive days.
4.1.2 The ordinary hours of work prescribed in 4.1.1 may be worked;
4.1.2.1 on any day or all of the days of the week, Monday to Friday;
4.1.2.2 according to roster over 6 or 7 days per week as required.
4.1.3 The ordinary hours of work must be worked continuously, except for meal breaks, at the discretion of the employer between 6.00 a.m. and 6.00 p.m. However the spread of ordinary hours may be altered by mutual agreement between an employer and the majority of employees in a section(s) of a Hospital, Health Centre or Agency.
4.1.4 The ordinary hours of work will generally not exceed 10 hours on any day. In any arrangement of ordinary working hours where the ordinary working hours are to exceed 8 on any day, the arrangement of hours requires the agreement of the employer and the majority of employees in a section(s) of a Hospital, Health Centre or Agency.
4.1.5 By arrangement between an employer, the union(s) concerned and the majority of employees in a section(s) of a
Hospital, Health Centre or Agency, ordinary hours up to 12 on any day may be worked subject to:-
4.1.5.1 The employer and the employees concerned being guided by the occupational health and safety provisions of the ACTU Code of Conduct on 12 Hour Shifts;
4.1.5.2 Proper health monitoring procedures being introduced;
4.1.5.3 Suitable roster arrangements being made; and
4.1.5.4 Proper supervision being provided.
4.1.6 The ordinary working hours will be determined as follows:
4.1.6.1 by employees working less than 8 ordinary hours each day or;
4.1.6.2 by employees working less than 8 ordinary hours on one or more days each week; or
4.1.6.3 by fixing one weekday on which all employees will be off during a particular work cycle; or
4.1.6.4 by rostering employees off on various days of the week during a particular work cycle so that each employee has one week day off during that cycle.
4.1.7 Where an employee's ordinary hours of work on any day are not worked continuously, excluding meal breaks of 60 minutes or less, such employee is to be paid an additional 10 per cent of the employees ordinary rate of pay for all time worked. In addition, payment for any time actually worked outside of the span of hours prescribed in 4.1.3 will be in accordance with Clause 6.2.2.1. This provision does not apply when an employee requests to work non continuously.
CLAUSE 4.2. MEAL BREAKS
4.2.1 An employee, other than a shift worker on continuous work, is entitled to a break for a meal without pay after five hours have elapsed from the recognised starting time.
4.2.2 A shift worker on continuous work is entitled to a break for a meal without pay or a paid crib break of twenty minutes, as determined by the employer, after five hours have elapsed from the recognised starting time.
4.2.3 Where an employee is unable to take a meal break after five hours have elapsed, the employee must be paid 50 per cent more than such employees ordinary rate until a meal break is commenced.
4.2.4 The payment prescribed in 4.2.3 is not be payable if the meal break is not taken due to a request by or on behalf of the employee.
PART 5 -VACANT
Каталог: UpdatedAwards
UpdatedAwards -> An140222 Printing Industry Award State 2003
UpdatedAwards -> Ap792397 Printing Industry Superannuation Award 1988
UpdatedAwards -> An150072 Local Government Employees Award
UpdatedAwards -> An150144 South Australian Government Building Trades Award
UpdatedAwards -> An150130 Retail Industry (South Australia) Award
UpdatedAwards -> An150158 Teachers (decs) Award
UpdatedAwards -> An150159 Teachers (Non-Government Schools) Award