LOCAL GOVERNMENT (STATE) AWARD 2020

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

Application by Local Government NSW an industrial organisation of employers.

(Case No. 00258837 of 2019)

Before: Commissioner Murphy 26 June 2020

LOCAL GOVERNMENT (STATE) AWARD 2020

Part A
1. Arrangement
2. Statement of Intent
3. Anti-Discrimination
4. Definitions
5. Skill Descriptors
6. Rates of Pay
7. Salary System
8. Use of Skills
9. Resourcing and Directing Employees
10. Performance, Evaluation and Reward
11. Payment for Relief Duties/Work
12. Payment of Employees
13. Annualised Salaries
14. Salary Sacrifice
15. Superannuation and Related Arrangements
16. Allowances, Additional Payments and Expenses
(i) Level 1 Adverse Working Conditions Allowance
(ii) Level 2 Adverse Working Conditions Allowance
(iii) Sewer Chokes
(iv) Septic Tanks
(v) Sewerage Treatment Works
(vi) Employee Providing Tools
(vii) Telephone
(viii) Expenses
(ix) Certificates, Licences and other Approvals
 (x) Travelling Allowance
(xi) Camping Allowance
(xii) Community Language and Signing Work
(xiii) First Aid in the Workplace
(xiv) Meal Allowance
(xv) Civil Liability – Engineering Professionals
(xvi) Accreditation of employees as Chartered Professional Engineers
(xvii) Accreditation of employees by the Building Professionals Board
17. Motor Vehicle Arrangements
A. Vehicle Allowances
B. Leaseback Vehicles
C. Novated Leases
18. Residence
19. Hours of Work
A. Ordinary Hours
B. Saturday and Sunday Work
C. Shift Work
D. Facilitative Provisions
20. Overtime
A. General
B. Excess Hours Agreements
C. On Call
D. Call Back
E. Remote Response
21. Holidays
A. General
B. Union Picnic Day
22. Leave Provisions
A. Sick Leave
B. Carer’s Leave
C. Emergency Services Leave
D. Annual Leave
E. Long Service Leave
F. Parental Leave (General)
G. Paid Parental Leave
H. Concurrent Parental Leave
I. Adoption Leave
J. Bereavement Leave
K. Other Paid Leave
L. Special Leave
M. Family and Domestic Violence Leave
23. Flexibility for Work and Family Responsibilities
24. Phased Retirement
25. Health and Well Being
26. Part-time Employment
27. Casual Employment
28. Job Share Employment
29. Labour Hire
30. Multiple Employment
31. Junior and Trainee Employment
A. General
B. Junior Employment
C. Trainee Employment and Apprenticeships
D. School Based Trainees and Apprentices
E. Government Funded Traineeships
32. Training and Development
33. Consultative Committees
34. Appointment and Promotion
35. Term Contracts
36. Grievance and Dispute Procedures
37. Disciplinary Procedures
38. Work Health and Safety
39. Workplace Bullying
40. Termination of Employment
41. Workplace Change
42. Termination of Employment and Redeployment due to Redundancy
43. Council Agreements
44. Savings and Transitional
45. Leave Reserved
46. Area, Incidence and Duration
Part B
Monetary Rates – Table 1
Rates of Pay – Clause 6
Traineeship Wage Rates – Clause 31E(xii)
Monetary Rates – Table 2
Allowances
Schedule 1
Minimum Standards of Caravan Accommodation to be provided to
employees required to camp out
PART A

1. ARRANGEMENT
Clause No. Subject Matter
16 Allowances, Additional Payments and Expenses
13 Annualised Salaries
3 Anti-discrimination
34 Appointment and Promotion
46 Area, Incidence and Duration
1 Arrangement
27 Casual Employment
33 Consultative Committees
43 Council Agreements
4 Definitions
37 Disciplinary Procedures
23 Flexibility for Work and Family Responsibilities
36 Grievance and Dispute Procedures
25 Health and Wellbeing
21 Holidays
19 Hours of Work
28 Job Share Employment
31 Junior and Trainee Employment
29 Labour Hire
22 Leave Provisions
45 Leave Reserved
17 Motor Vehicle Arrangements
30 Multiple Employment
20 Overtime
26 Part-time Employment
11 Payment for Relief Duties/Work
12 Payment of Employees
10 Performance Evaluation and Reward
24 Phased Retirement
6 Rates of Pay
18 Residence
9 Resourcing and Directing Employees
14 Salary Sacrifice
7 Salary System
44 Savings and Transitional
5 Skill Descriptors
2 Statement of Intent
15 Superannuation and Related Arrangements
35 Term Contracts
40 Termination of Employment
42 Termination of Employment due to Redeployment and Redundancy
32 Training and Development
8 Use of Skills
38 Work Health and Safety
39 Workplace Bullying
41 Workplace Change

PART B
MONETARY RATES
Table 1 – Rates of Pay
Table 2 – Allowances
Schedule 1 – Minimum Standards of Caravan Accommodation to be provided to Employees Required to
Camp Out.

2. STATEMENT OF INTENT
The parties to the Award are committed to co-operating positively to increase the productivity, structural
efficiency and financial sustainability of Local Government and to provide employees with access to more
fulfilling, varied and better-paid work by providing measures to, for instance:
• improve skill levels and establish skill-related career paths;
• eliminate impediments to multi-skilling;
• broaden the range of tasks which a worker may be required to perform;
• achieve greater flexibility in workplace practices;
• eliminate discrimination;
• establish rates of pay and conditions that are fair and equitable;
• work reasonable hours;
• promote job security;
• ensure and facilitate flexibility for work and family responsibilities;
• ensure the delivery of quality services to the community and continuous improvement;
• encourage innovation;
• promote cooperative and open change management processes; and
• promote the health and safety of workers and other people in the workplace.

3. ANTI-DISCRIMINATION
(i) It is the intention of the parties bound by this Award to seek to achieve the object in section 3(f) of
the Industrial Relations Act 1996 (NSW) to prevent and eliminate discrimination in the
workplace. This includes discrimination on the grounds of race, sex, marital status, disability,
homosexuality, transgender identity, age and responsibilities as a carer.
(ii) It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by
this Award the parties have obligations to take all reasonable steps to ensure that the operation of
the provisions of this Award are not directly or indirectly discriminatory in their effects. It will be
 consistent with the fulfilment of these obligations for the parties to make application to vary any
provision of the Award which, by its terms or operation, has a direct or indirect discriminatory
effect.
(iii) Under the Anti-Discrimination Act 1977 (NSW), it is unlawful to victimise an employee because
the employee has made or may make or has been involved in a complaint of unlawful
discrimination or harassment.
(iv) Nothing in this clause is to be taken to affect:
(a) any conduct or act which is specifically exempted from anti-discrimination legislation;
(b) offering or providing junior rates of pay to persons under 21 years of age;
(c) any act or practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977 (NSW);
(d) a party to this Award from pursuing matters of unlawful discrimination in any State or
federal jurisdiction.
(v) This clause does not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
NOTES
(a) Employers and employees may also be subject to Commonwealth anti-discrimination
legislation.
(b) Section 56(d) of the Anti-Discrimination Act 1977 (NSW) provides:
"Nothing in the Act affects ... any other act or practice of a body established to propagate religion
that conforms to the doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."

4. DEFINITIONS
Unless otherwise provided in the Award:
(i) Association means Local Government NSW (LGNSW), which is also known as the Local
Government and Shires Association of New South Wales.
(ii) Council means a Municipal, City, Shire, County Council or Council within NSW as defined in the
Local Government Act 1993 (NSW). This definition shall be read subject to the allocation of
responsibilities as specified in the Local Government Act 1993 (NSW).
(iii) Competency based training refers to training concerned with the attainment and demonstration of
specified skills, knowledge and their application to meet industry standards.
(iv) Complying superannuation fund has the same meaning as in the Superannuation Industry
(Supervision) Act 1993 (Cth).
(v) Days – unless otherwise specified, any reference to 'days' shall mean calendar days.
(vi) Employer means all employers in local government or in the local government industry within
NSW that are covered by clause 46, Area, Incidence and Duration of this Award.
(vii) General Manager shall mean a person appointed in accordance with section 334 of the Local
Government Act 1993 (NSW) to discharge the duties and responsibilities of the office of general
 manager as set out in section 335 of the Local Government Act 1993 (NSW) and such other duties
that a council may delegate to the general manager. When carrying out these duties, the general
manager is acting on behalf of the council.
(viii) Ordinary Pay means remuneration for the employee's normal weekly number of hours of work
calculated at the ordinary time rate of pay. Ordinary pay shall include, but not be limited to the
following penalties and allowances where they are regularly received:

• Saturday, Sunday and shift penalties

• hours of work flexibility agreements allowances
• adverse working conditions allowances
• climatic, west of the line allowances
• civil liability allowance
• tool allowances
• on call allowance
• first aid allowance
• community language and signing work allowances
provided that subject to the exclusions below and at clauses 11(ii), 22D(xi) and 22E(iii)(c), an
employee’s ordinary pay during periods of paid leave under this Award shall not be more or less
than what the employee would have received had the employee not been on paid leave.
The following allowances shall be excluded from the composition of ordinary pay:
• overtime payments
• camping allowance
• travelling allowances
• sewer chokes allowance
• vehicle allowances
• meal allowances.
(ix) Rostered Day Off means, a non-working day for full-time employees pursuant to an arrangement
of ordinary hours under clause 19A, where the employee:
(a) within two weeks, is granted four days off and one additional day off (the “rostered day
off”); or
(b) within three weeks, is granted six days off and one additional day off (the “rostered day
off”); or
(c) within four weeks, is granted eight days off and one additional day off (the “rostered day
off”).
(x) Seven day a week rotating roster system means a work roster system in which the employee is
regularly required to work:
(a) ordinary hours on each of the seven calendar days of the week; and
 (b) ordinary hours on at least one Saturday and one Sunday in every four, or in the case of a
seasonal worker an average of at least twelve Saturdays and twelve Sundays during a
twelve-month period; and
(c) on Public Holidays; and
(d) at different agreed commencement times during the roster period (i.e. different shifts)
provided that where, prior to the commencement of this Award, an employee regularly worked
according to a roster system that the employer regarded as a seven day a week rotating roster
system, and the employee continues to work according to the same roster system, the roster
system shall be deemed to be a seven day a week rotating roster system for that employee.
(xi) Superannuation contributions means all contributions to a complying superannuation fund, and
includes (without limitation) any superannuation contributions required to be made under the
Superannuation Guarantee (Administration) Act 1992 (Cth), and any additional superannuation
contributions made by way of salary sacrifice.
(xii) Union means the New South Wales Local Government, Clerical Administrative, Energy, Airlines
& Utilities Union (USU); the Local Government Engineers’ Association of New South Wales
(LGEA); the Development and Environmental Professionals’ Association (depa); and the Nurses’
and Midwives Association of New South Wales.

5. SKILL DESCRIPTORS
The Award structure consists of skill-based bands and levels that are defined according to the following
skill descriptors:
(i) Operational Band 1, Level 1
Authority and accountability: Completion of basic tasks with work closely monitored by the
team leader or supervisor.
Judgement and problem solving: Judgement is limited and coordinated by other workers.
Specialist knowledge and skills: Specialist knowledge and skills are obtained through on-the-job
training and employer-based induction training. Off-the-job training may lead to trade, technical
or professional qualifications.
Management skills: Not required.
Interpersonal skills: Limited to communications with other staff and possibly, with the public.
Qualifications and experience: Completion of School Certificate or the Higher School
Certificate may be sought. Completion of an appropriate labour market program or similar short-
term work/skills experience is desirable.
(ii) Operational Band 1, Level 2
Authority and accountability: Responsible for completion of basic tasks with individual
guidance or in a team.
Judgement and problem solving: Applies standard procedures with normally few if any options
in the application of skills.
Specialist knowledge and skills: Job specific skills and knowledge would normally be gained
through on-the-job training and experience. Short courses may be completed at TAFE.
 Management skills: Not required.
Interpersonal skills: Frequent communication with other staff and/or the public common but
normally at a routine level.
Qualifications and experience: Incumbents may have attended short courses in specific work
areas or be undertaking a technical college certificate as completion of structured training program
in work-related area.
(iii) Operational Band 1, Level 3
Authority and accountability: Responsible for completion of regularly occurring tasks with
general guidance on a daily basis.
Judgement and problem solving: Judgement is required to follow predetermined procedures
where a choice between more than two options are present.
Specialist knowledge and skills: Application of skills, including machine-operation skills,
following training "on the job" or accredited external training over a number of months.
Management skills: Some guidance/supervision may be required. May assist a co-
ordinator/trainer with on-the-job training.
Interpersonal skills: Skills required for exchange of information on straightforward matters.
Qualifications and experience: Suitable experience or qualifications in a number of defined skill
areas.
(iv) Operational Band 1, Level 4
Authority and accountability: Responsible for supervising staff in operational duties or for work
requiring independence in the application of skills, subject to routine supervision. Responsible for
quality of work function.
Judgement and problem solving: Option on how to approach tasks requires interpretation of
problems and may involve precise judgement in operational areas.
Specialist knowledge and skills: The number of work areas in which the position operates makes
the work complicated and a variety of skills are required in its completion. Position may require
competence in operation of complex machinery.
Management skills: Supervisory skills in the communication of instructions, training and the
checking of work may be required.
Interpersonal skills: Skills are required to convince and explain specific points of view or
information to others and to reconcile differences between parties.
Qualifications and Experience: Experience to adapt procedures to suit situations and a thorough
knowledge of the most complex operational work procedures to achieve work objectives.
(v) Administrative/Technical/Trades Band 2, Level 1
Authority and accountability: Responsible for the completion of work requiring the application
of trades, administrative or technical skills.
Judgement and problem solving: Skills in assessing situations and in determining processes,
tools and solutions to problems. Guidance is available.
 Specialist knowledge and skills: Positions will have demonstrated competence in a number of
key skill areas related to major elements of the job.
Management skills: Positions may require skills in the supervision or co-ordination of small
groups.
Interpersonal skills: Communication skills to explain situations or advise others.
Qualifications and experience: Appropriate work-related trade, technical or administrative
qualifications or specialist skills training.
(vi) Administrative/Technical/Trades Band 2, Level 2
Authority and accountability: Responsibility as a trainer/co-ordinator for the operation of a
small section which uses staff and other resources, or the position completes tasks requiring
specialised technical/administrative skills.
Judgement and problem solving: Skills to solve problems which require assessment of options
with freedom within procedural limits in changing the way work is done or in the delegation of
work. Assistance may be readily available from others in solving problems.
Specialist knowledge and skills: Positions will have specialised knowledge in a number of
advanced skill areas relating to the more complex elements of the job.
Management skills: May require skills in supervising a team of staff, to motivate and monitor
performance against work outcomes.
Interpersonal skills: In addition to interpersonal skills in managing others, the position may
involve explaining issues/policy to the public or others and reconcile different points of view.
Qualifications and experience: Thorough working knowledge and experience of all work
procedures for the application of technical/trades or administrative skills, based upon suitable
certificate or post-certificate-level qualifications.
(vii) Administrative/Technical/Trades Band 2, Level 3
Authority and accountability: May be responsible to provide a specialised/technical service and
to complete work which has some elements of complexity. Make recommendations within the
employer and represent the employer to the public or other organisations.
Judgement and problem solving: Problem solving and judgements are made where there is a
lack of definition requiring analysis of a number of options. Typical judgements may require
variation of work priorities and approaches.
Specialist knowledge and skills: Positions have advanced knowledge and skills in a number of
areas where analysis of complex options is involved.
Management skills: May supervise groups of operational and/or other
administrative/trades/technical employees. Employees supervised may be in a number of different
work areas, requiring motivation, monitoring and co-ordination to achieve specific outputs.
Interpersonal skills: Skills to communicate with subordinate staff and the public and/or
negotiation/persuasive skills to resolve disputes with staff or the public.
Qualifications and experience: An advanced certificate, associate diploma, appropriate in-house
training or equivalent combined with extensive experience in the application of skills in the most
complex areas of the job.
(viii) Professional/Specialist Band 3, Level 1
Authority and accountability: Provides specialised/technical services to complete assignments
or projects in consultation with other professional staff. May work with a team of technical or
administrative employees requiring the review and approval of more complex elements of the
work performed by others.
Judgement and problem solving: Problems require assessment of a range of options having
elements of complexity in reaching decisions and making recommendations. Precedent is
available from sources within the employer, and assistance is usually available from other
professional/specialist staff in the work area.
Specialist knowledge and skills: Positions require considerable knowledge in a specific area with
a sufficient level of skills and knowledge to resolve issues having elements of complexity that
may not be clearly defined.
Management skills: Positions at this entry level to the Professional/Specialist Band are not
required to possess management skills.
Interpersonal skills: Persuasive skills are required to participate in technical discussions to
resolve problems, explain policy and reconcile viewpoints.
Qualifications and experience: Professional/specialist positions require professional
qualifications to apply theoretical knowledge to practical situations.
(ix) Professional/Specialist Band 3, Level 2
Authority and accountability: Provides a specialised/technical service in the completion of work
and/or projects which have elements of complexity (composed of many parts that may be more
conceptual than definite).
Judgement and problem solving: Positions require the interpretation of information and
development of suitable procedures to achieve agreed outcomes. Problem solving and decision
making require analysis of data to reach decisions and/or determine progress.
Specialist knowledge and skills: Experience in the application of technical concepts and
practices requiring additional training are required at this level.
Management skills: May manage a number of projects involving people and other resources
requiring project control and monitoring as well as motivation and co-ordination skills.
Interpersonal skills: Interpersonal skills in leading and motivating staff in different
teams/locations may be required, as well as persuasive skills to resolve problems or provide
specialised advice.
Qualifications and experience: Positions at this level would have supplemented base level
professional qualifications with additional skills training. Considerable practical experience or
skills training would be required to effectively control key elements of the job.
(x) Professional/Specialist Band 3, Level 3
Authority and accountability: Provides a professional advisory role to people within or outside
the employer. Such advice may commit the employer and have significant impact upon external
parties dealing with the employer. The position may manage several major projects or sections
within a department of the employer.
 Judgement and problem solving: Positions have a high level of independence in solving
problems and using judgement. Problems can be multi-faceted requiring detailed analysis of
available options to solve operational, technical or service problems.
Specialist knowledge and skills: The skills and knowledge to resolve problems where a number
of complex alternatives need to be addressed.
Management skills: May be required to manage staff, resolve operational problems and
participate in a management team to resolve key problems.
Interpersonal skills: Interpersonal skills in leading and motivating staff may be required.
Persuasive skills are used in seeking agreement and discussing issues to resolve problems with
people at all levels. Communication skills are required to enable provision of key advice both
within and outside the employer and to liaise with external bodies.
Qualifications and experience: Tertiary qualifications combined with a high level of practical
experience and an in-depth knowledge of work.
(xi) Professional/Specialist Band 3, Level 4
Authority and accountability: Accountable for the effective management of major sections or
projects within their area of expertise. As a specialist, advice would be provided to executive level
and to the employer on major areas of policy or on key issues of significance to the organisation.
The position's influence would have an important role in the overall performance of the function.
Judgement and problem solving: Positions would determine the framework for problem solving
or set strategic plans with minimal review by senior management. At this level, the position may
represent senior management or the employer in the resolution of problems. The oversight of
problem solving and assessment of the quality of judgements made by less qualified staff will
apply at this level.
Specialist knowledge and skills: Positions require knowledge and skills for the direction and
control of a key function of the employer or major functions within a department. Positions
require expert knowledge and skills involving elements of creativity and innovation in addressing
and resolving major issues.
Management skills: Positions may direct professional or other staff in the planning,
implementation and review of major programs, as well as participating as a key member of a
functional team.
Interpersonal skills: Interpersonal skills in leading and motivating staff will be required at this
level. Positions require the ability to negotiate on important matters with a high degree of
independence. Positions are required to liaise with the public and external groups and
organisations.
Qualifications and experience: Specialist tertiary qualifications in an appropriate field of study
combined with extensive practical experience in all relevant areas in order to plan, develop and
control major elements of work.
(xii) Executive Band 4
Authority and accountability: Accountable for the direction and control of the employer or a
department or the like. Influence and commit the employer or a department or the like to long-
term strategic directions. Lead policy development and implementation.
 Judgement and problem solving: Positions solve problems through analytic reasoning and
integration of wide-ranging and complex information, and have a high level of independence in
determining direction and approach to issues.
Specialist knowledge and skills: The position requires the application of a range of specialist
knowledge and skills, including relevant legislation and policies and other areas of precedent.
Ability to provide authoritative advice to the employer.
Management skills: Application of corporate management skills in a diverse organisation to
establish goals and objectives. Manage and control staff, budgets and work programs or major
projects of the employer or a department or the like utilising leadership, evaluation and
monitoring skills to facilitate achievement of objectives. Ability to generate innovative
approaches to more effectively deploy resources, meet changing circumstances and improve
service to the employer's clients.
Interpersonal skills: Positions use persuasive skills with external parties on major items of
critical importance to the employer. They motivate managers and staff at all levels by leading and
influencing others to achieve complex objectives. They influence the development of the
employer.
Qualifications and experience: Positions will have a relevant degree or equivalent and
management experience, combined with accredited management qualifications.

6. RATES OF PAY
(i) The rates of pay are established for positions with the skills descriptors as defined in Clause 5,
Skill Descriptors of this Award.
(ii) The rates of pay are set out in Table 1 of Part B of this Award and are entry level rates of pay
only, except for Operational Band 1, Level 1, which are actual rates of pay.
(iii) The employer shall introduce a salary system to complement the skills-based structure and rates of
pay of the Award.

7. SALARY SYSTEM
(i) A salary system determines how employees are paid. An employee shall be paid the salary system
rate of pay that recognises the skills the employee is required to apply on the job.
(ii) The salary system shall have a structure that complements the entry level rates of pay and skill
descriptors in the Award by identifying grades. Each grade shall contain a number of salary
points/steps for progression that are over and above the entry level rates of pay.
(iii) Positions shall be assigned a salary grade(s) within the structure. A position may extend across
more than one grade in the employer's salary system or level as prescribed by Clause 5 Skills
Descriptors of this Award.
(iv) Progression through the salary system shall be based upon:
(a) the acquisition and use of skills; or
(b) employee performance, provided that progression beyond the award entry level based
upon the acquisition and use of skills is also available.
(v) Where skills based progression is not reasonably available within the salary range for the position,
employees shall have access to progression based on the achievement of performance objectives
relating to the position. Such performance objectives shall be set in consultation with the
employee(s).
(vi) Subject to subclauses (iv) and (v), skills for progression relevant to the position shall be assigned
to each salary point/step within the grade, or set at the annual assessment provided that such
criteria shall provide an opportunity to progress through the salary system.
(vii) Except where otherwise provided, employees shall be assessed for progression through the salary
range for their position at least annually or when they are required to use skills that would entitle
them to progress in the salary system.
(viii) The employer shall not be required to conduct annual assessments for those employees who have
progressed through the salary system to the maximum point/step for their position, provided that
if an employee on or above the maximum point/step for their position requests an annual
assessment in writing, the employer will provide one.
(ix) At the time of assessment, the employer shall advise the employee of the relevant skills and/or
reasonably achievable performance objectives required for the employee to progress to the next
salary point/step and shall review the employee's training needs consistent with clause 32.
(x) The salary system shall include a process by which employees can appeal against their
assessment.
(xi) Employees shall have access to information regarding the grade, salary range and progression
steps of the position.
(xii) Where the employer changes its salary system structure, employees shall not suffer a reduction in
pay or salary range. Further, employees shall not suffer a reduction in progression steps based on
the acquisition and use of skill, unless otherwise agreed.

8. USE OF SKILLS
(i) The parties are committed to improving skill levels and removing impediments to multi skilling
and broadening the range of tasks that the employee is required to perform.
(ii) An employee shall be paid the salary system rate of pay that recognises the skills the employee is
required to apply on the job.
(iii) (a) The skills paid for shall not be limited to those prescribed by the job description and
may, where appropriate, include skills possessed by the individual which are required by
the employer to be used as an adjunct to the employee's normal duties.
(b) Subject to subclauses (xii) and (xiii) of Clause 16, Allowances, Additional Payments and
Expenses, employees who are required by the employer to use such additional skill(s) in
the performance of their duties shall have the use of these skill(s) considered in the
evaluation of the position.

9. RESOURCING AND DIRECTING EMPLOYEES

(i) The employer shall provide adequate staff and other resources to enable employees to carry out
their duties and functions over the course of working hours that are not unreasonable and support
the implementation of the employer’s community strategic plan and operational plan.
(ii) The employer may direct the employee to carry out such duties that are within the limits of the
employee's skill, competence and training.

10. PERFORMANCE EVALUATION AND REWARD

A. ENTERPRISE
(i) It is the intention of the parties to create a flexible award in which employers can increase the
overall efficiency and effectiveness of local government services.
(ii) Employers should consider the development of enterprise key performance indicators which are
specific to local needs.
(iii) Where the employer develops enterprise key performance indicators regard shall be had to the
following:
(a) measurement of the manner and process by which services are provided;
(b) measurement of both qualitative and quantitative aspects of service provision e.g.
community satisfaction, timeliness, service quality, output and cost data.
(iv) Employers shall discuss enterprise key performance indicators relating to human resources
activities and/or job redesign with the consultative committee.
(v) Employee(s) or the employer may seek assistance from the appropriate union or Association in
developing and implementing enterprise key performance indicators.

B. INDIVIDUAL/TEAM
(i) Enterprise key performance indicators may be used to develop performance targets for teams or
individual employees.
(ii) All employees need to know and have confirmed the role, accountabilities and performance
standards that are expected of them. Role clarity, acceptance of goals and regular feedback are
essential to effective performance. A key aim should be to provide a means of recognising and
rewarding high performance and to provide an early assessment and response to substandard
performance. A review system also provides a basis for identifying development needs for
individuals, and can be used as an important input to promotion decisions.
(iii) This Award recognises that all employees shall have on-going feedback about performance. The
performance development process can be simplified to three stages:
(1) joint development on objectives and performance standards;
(2) progress reviews; and
(3) a formal performance review which is followed by decisions and outcomes.

C. BONUS AND ADDITIONAL PERFORMANCE PAYMENTS

(i) Employers may make available access to bonus payments or other opportunities for additional
reward for those employees who have progressed through the salary system to the maximum
point/step for their position.
(ii) Where a salary system provides for the payment of a performance component separate from a
skills component, variations to payments under the performance component shall not affect
payments under the skills component.

11. PAYMENT FOR RELIEF DUTIES/WORK

(i) An employee required to relieve in a position which is at a higher level within the salary system
shall be paid for that relief. The rate to be paid shall be determined by considering the
skills/experience applied by the employee relieving in the position but shall be at least the
minimum rate for that position in accordance with the salary system except where the higher level
skills have been taken into account within the salary of the relieving employee.
(ii) Payment for use of skills relieving in a higher paid position shall be made for the time actually
spent relieving in the higher position and is not payable when the relieving employee is absent on
paid leave or an award holiday. An employee on annual leave or long service leave may be
entitled to a higher rate of pay in accordance with the provisions of subclauses 22D(xi) and
22E(iii)(c) of this Award.
(iii) An award employee who is required to relieve in a senior staff position, so designated under the
Local Government Act 1993 (NSW), shall be paid an appropriate rate of pay commensurate with
the duties and responsibilities of the relief work undertaken.
(iv) An employee who is required to relieve an employee in a higher-level position, who is on a
rostered day off, shall not be entitled to be paid for that relief, except for employees who were
being paid for such relief prior to the operative date of this award.

12. PAYMENT OF EMPLOYEES

(i) Employees shall be paid either weekly or fortnightly, or any other period by agreement, on a fixed
regular pay day.
(ii) The employer shall fix a regular payday, between Monday and Friday inclusive. The employer
may alter the payday if there is prior agreement with the employees affected and the employees
shall not unreasonably withhold their agreement.
(iii) Payment shall be by cash, cheque or direct credit to the employee's nominated account.
(iv) The employer shall deduct and pay on behalf of the employee from any remuneration payable to
the employee union membership fees where authorised by the employee in writing. The employer
can deduct and pay on behalf of the employee from any remuneration payable to the employee
such other amounts as the employee authorises in writing.
(v) An employee’s ordinary pay shall not be reduced when the employee is prevented from attending
work due to bushfire or other climatic circumstances beyond their control, provided that this
subclause shall not apply if:
• alternative duties are available that the employee can usefully perform, or
• the bushfire or other climatic circumstance occurred outside of the State of New South
Wales, or
• the employee has been unable to attend work for more than one week per bushfire or
other climatic circumstance event. The employee may, in exceptional circumstances,
 apply to the employer for paid special leave and such request shall not be unreasonably
refused.
(vi) Where an employee takes a period of sick leave and subsequently becomes entitled to the payment
of workers compensation for the same period but at a lesser amount than the sick leave already
paid, the employer shall be entitled to deduct from the employee’s remuneration the difference
between the sick leave payment and the workers’ compensation payment.
Note: In accordance with section 129(1)(a) of the Industrial Relations Act 1996 (NSW) and regulation
10 of the Industrial Relations (General) Regulation 2015 (NSW) an employer must keep daily
records of the remuneration paid and the hours worked by employees. This includes:

• the number of hours worked by an employee during each day; and

• the times of starting and ceasing work each day.

13. ANNUALISED SALARIES

(i) Annual salary instead of award provisions
Notwithstanding any other provision of this Award, the employer and an employee may agree that
the employer may pay the employee an annual salary in satisfaction of any or all payments arising
under the following provisions of the Award:
(a) Rates of Pay – clause 6;
(b) Use of Skills – clause 8;
(c) Performance Evaluation and Reward – clause 10
(d) Payment for Relief Duties/Work – clause 11
(e) Salary Sacrifice – clause 14
(f) Allowances, Additional Payments and Expenses – clause 16
(g) Residence – clause 18
(h) Hours of Work – clause 19
(i) Overtime – clause 20
(j) Holidays – clause 21
(ii) Annual salary not to disadvantage employees
(a) The annual salary must be no less than the amount the employee would have received
under this Award for the work performed over the year for which the salary is paid (or if
the employment ceases earlier over such lesser period as has been worked).
(b) The annual salary of the employee must be reviewed by the employer at least annually to
ensure that the compensation is appropriate having regard to the award provisions which
are satisfied by the payment of the annual salary.
(c) Employees shall not be denied the opportunity to apply for new or vacant positions as a
result of the operation of this clause.
(iii) An annual salary agreement must:
(a) be in writing and signed by both parties;
 (b) state the date on which the arrangement commences;
(c) be provided to the employee;
(d) contain a provision that the employee will receive no less under the arrangement than the
employee would have been entitled to if all award obligations had been met, taking
account of the value of the provision of matters not comprehended by the award such as
private use of an employer provided motor vehicle;
(e) be subject to an annual review;
(f) contain details of any salary package arrangements, including the annual salary that is
payable;
(g) contain details of any other non-salary benefits provided to the employee such as an
employer provided motor vehicle;
(h) contain details of any performance pay arrangements and performance measurement
indicators;
(i) contain the salary for the purposes of accident make up pay (if applicable); and
(j) contain the award band and level for the role.
(iv) An annual salary agreement may be terminated:
(a) by the employer or the employee giving four weeks’ notice of termination, in writing, to
the other party and the agreement ceasing to operate at the end of the notice period; or
(b) at any time, by written agreement between the employer and the employee.
(v) On termination of an annual salary agreement, the employee will revert to the Award entitlements
unless a new annual salary agreement is reached.
(vi) Notwithstanding the above, annualised salary arrangements entered into prior to 1 July 2014 may
continue to operate in accordance with their terms.

14. SALARY SACRIFICE

(i) The employer and an employee may agree to enter into a salary sacrifice arrangement, which
allows an employee to receive a part of their pre-tax salary as a benefit rather than salary. Such
agreement shall not unreasonably be withheld.
(ii) Benefits that may be salary sacrificed include, but shall not be limited to, child care facilities
operated by the employer on its premises; and additional superannuation and motor vehicles
supplied by the employer under lease back arrangements where the amount to be salary sacrificed
for leaseback of the employer’s motor vehicle is that part of the lease back fee that exceeds the
employer’s fringe benefit tax liability.
(iii) The value of the benefits shall be agreed between the employer and employee and shall include
fringe benefits tax where applicable.
(iv) (a) The salary sacrifice arrangement, including the benefits to be salary sacrificed and their
value including fringe benefit(s) tax, shall be in writing and signed by both the employer
and the employee.
(b) The employee may request in writing to change the benefits to be salary sacrificed once
each year and the employer shall not unreasonably refuse the request.
(v) The employee’s gross pay is their pre-tax ordinary pay less the values of the salary sacrifice
benefit including fringe benefit(s) tax.
(vi) The value of a salary sacrifice benefit and applicable fringe benefit tax, shall be treated as an
approved benefit for superannuation purposes and shall not reduce the employee’s salary for
employer contributions.
(vii) The value of salary sacrifice benefits and applicable fringe benefits tax shall be ordinary pay for
calculating overtime and termination payments.
(viii) The employee is responsible for seeking appropriate financial advice when entering into any
arrangement under this clause.
(ix) (a) The employer will ensure that the salary sacrifice arrangement complies with taxation
and other relevant laws.
(b) The employer has the right to vary and/or withdraw from offering salary sacrifice to
employees with appropriate notice if there is any alteration to relevant legislation that is
detrimental to salary sacrifice arrangements.
(x) A salary sacrifice arrangement shall cease on the day of termination of employment.
(xi) A salary sacrifice arrangement shall be suspended during periods of leave without pay.
(xii) The employer may maintain and/or enter into other salary sacrifice arrangements with employees.

15. SUPERANNUATION AND RELATED ARRANGEMENTS

(i) Superannuation Fund Contributions
(a) Subject to the provisions of the Industrial Relations Act 1996 (NSW), the employer shall
make superannuation contributions to the Local Government Superannuation Scheme
and not to any other superannuation fund.
(ii) Salary Sacrifice Arrangements specific to Superannuation
(a) For the purposes of this subclause:
i. “Eligible employee” means an employee with at least five (5) years continuous
service with the employer who has an accrued entitlement to long service leave
under the Award that is in excess of the long service leave entitlement that the
employee would have accrued if covered by section 4 of the Long Service Leave
Act 1955 (NSW). For the purpose of this subclause, long service leave is
deemed to accrue under the LSL Act at the rate of 0.867 weeks per year of
service.
ii. “Excess LSL” means the long service leave that an employee has accrued under
the Award that is in excess of the long service leave that the employee would
have accrued if covered by section 4 of the Long Service Leave Act 1955
(NSW).
iii. “LSL” means Long Service Leave.
iv. “LSL Act” means the Long Service Leave Act 1955 (NSW).
v. “Ordinary Time Earnings” has the same meaning as in section 6(1) of the
Superannuation Guarantee (Administration) Act 1992 (Cth).
 vi. “Superannuation Fund” means the Local Government Superannuation Scheme.
(b) Subject to this clause, eligible employees may, with the consent of the employer, cash
out some or all of their Excess LSL.
(c) Any Excess LSL cashed out in accordance with this clause shall be paid to the employee
at the employee’s ordinary pay.
Example: A full-time employee with 10 years’ continuous service with the employer accrues 13
weeks LSL under the Award, whereas they would have only accrued 8 weeks LSL if covered by s4
of the LSL Act. After 10 years’ service, the employee would have up to 5 weeks Excess LSL which
may, with the consent of the employer, be cashed out.
(d) Eligible employees who have Excess LSL cashed out under this clause must enter into a
Salary Sacrifice Arrangement for the equivalent amount to be paid into the
Superannuation Fund as Ordinary Time Earnings, unless the employee has reached their
concessional contribution cap.
(e) Notwithstanding clause 14(vi) of the Award, any Salary Sacrifice Arrangement made
under this clause shall not be treated as an approved benefit for superannuation purposes.

16. ALLOWANCES, ADDITIONAL PAYMENTS AND EXPENSES

(i) Level 1 Adverse Working Conditions Allowance
(a) A level 1 adverse working conditions allowance in addition to the weekly rate of pay
shall be payable to designated employees to compensate for the special disabilities
associated with working outdoors and/or for moderately obnoxious, offensive or dirty
working conditions.
(b) The level 1 adverse working conditions allowance shall be paid at the rate set out in
Table 2 of Part B of this Award and shall be paid for all purposes of the Award but shall
not attract any penalty.
(c) All employees in Levels 2, 3 and 4 of the Operational Band 1 and employees engaged in
the gardening, building, metal and mechanical trades of the
Administrative/Technical/Trades Band 2 shall be paid the level 1 adverse working
conditions allowance for all hours worked, excepting staff engaged in the following
functions:

• Administration
• Civic Centre, Recreation and Theatre
• Community Services
• Finance
• Garbage, Sanitary and Sullage
• Managing Saleyards
• Noxious Plant Inspection
• Ordinance Control
• Public Relations
 • Supervising in Band 2
• Technical Services
• Works Supervisor
(d) (1) Designated employees in Operational Band 1 and Administrative / Technical /
Trades Band 2 who do not qualify for the allowances at subclauses 16(i)(c) and
16(ii)(a) shall be paid the level 1 adverse working conditions allowance for the
actual time worked by direction performing the following work, with a
minimum payment of one (1) hour per day on which the work is performed:
• Childcare employees – whilst changing nappies
• Employees whose duties involve animal destruction – whilst
destroying companion animals and/or manual handling the remains or
faeces of such companion animals. For the purpose of this subclause,
companion animals means cats and dogs.
(2) The employer may make an average payment equivalent to an agreed number of
hours per week where the employee is regularly required to perform such work.
(ii) Level 2 Adverse Working Conditions Allowance
(a) All employees classified in the Operational Band 1, of this Award (except for
supervisors), who are employed in garbage, sanitary and sullage collection work or
engaged at garbage tips, in street sweeping and in cleaning offensive materials from
gutters or storm water drains, shall in addition to their weekly rate of pay, be paid a level
2 adverse working conditions allowance at the rate set out in Table 2 of Part B of this
Award. This allowance shall be paid for all purposes of the Award but shall not attract
any penalty.
(b) The level 2 adverse working conditions allowance is to compensate for the special
disabilities associated with the hours worked and the offensive, filthy and obnoxious
nature of duties performed by employees engaged in this work.
(iii) Sewer Chokes
The sewer choke allowance is to compensate for the highly obnoxious working conditions
associated with the clearing of blockages in live sewers, which typically includes:
(a) the clearing of blockages in sewer mains (of any diameter) carrying raw or partially
treated sewerage to sewerage treatment plants, often in circumstances where direct
contact with the raw sewerage is unavoidable; and
(b) the clearing of blockages in other parts of the sewerage system where disassembly is
required and direct contact with raw sewerage is unavoidable.
Employees clearing sewer chokages and/or other parts of the sewerage system as provided above
shall be paid at the rate set out in Table 2 of Part B of this Award whilst so engaged.
For the purposes of this subclause, a live sewer shall mean part of a sewerage system that
transports raw or partially treated sewerage from a building to a septic tank or sewerage treatment
works, typically at or below ground surface level.
For the purposes of this subclause, a sewer choke shall mean a partial or total blockage that may
result in a spill to the external environment from the sewer system.
 The sewer choke allowance is paid per shift, including overtime shifts which are not continuous
with an ordinary shift.
The sewer choke allowance shall not be paid in addition to the septic tanks allowance at subclause
16(iv) or sewerage treatment works allowance at subclause 16(v) of this Award.
(iv) Septic Tanks
Employees shall be paid treble rates in addition to their normal rates for all time occupied on work
in connection with the cleaning of septic tanks, and/or septic closets and/or chemical closets by
other than mechanical means. Payments made in accordance with this subclause shall be in
substitution of overtime rates and any other penalty.
(v) Sewerage Treatment Works
Employees required during their ordinary hours of work to enter and clean or enter and maintain
digestion tanks at sewerage treatment works, aeration ponds or wet wells at sewer pump stations,
where direct contact with raw sewerage is unavoidable, shall be paid at the rate of double ordinary
rates for all time worked. Payments made in accordance with this subclause shall be in
substitution of overtime rates and any other penalty.

(vi) Employee Providing Tools

(a) Where the employee and the employer agree that the employee shall supply their own
tools, a tool allowance shall be paid as follows:

PER WEEK $

Bricklayer Table 2 of Part B

Carpenter and Plumber Table 2 of Part B

Metals and Mechanical Trades Table 2 of Part B

Painter and Signwriter Table 2 of Part B

Plasterer Table 2 of Part B

(b) Complete Tool Kits - allowances paid to employees in accordance with this clause shall
be deemed to apply in respect of a full range of tools ordinarily used in carrying out the
trade, occupation, duties and functions.
(c) Special Purpose Tools - allowances prescribed by this clause shall not cover tools
required for special uses or purposes outside of the ordinary trade functions of the
employee's classification.
(d) Compensation of Tools - The employer shall reimburse the employee to a maximum per
annum as set out in Table 2 of Part B for loss of tools by breaking and entering whilst
securely stored at the employer’s premises or on the job site or if the tools are lost or
stolen while being transported by the employee at the employer’s direction, or if the tools
are stolen during an employee's absence after leaving the job because of injury or illness.
 Provided that an employee transporting their own tools shall take all reasonable care to
protect those tools and prevent theft or loss.
(e) Provided for the purposes of this clause:
(1) Only tools used by the employee in the course of their employment shall be
covered by this clause;
(2) The employee shall, if requested to do so, furnish the employer with a list of
tools so used;
(3) Reimbursement shall be at the current replacement value of new tools of the
same or comparable quality;
(4) The employee shall report any theft to the police prior to making a claim on the
employer for replacement of stolen tools.
(vii) Telephone
Where an employee and the employer agree that a fixed line telephone installed at the employee's
residence can be used as a means of communication to such employee and there is no reliable and
accessible mobile network telephone coverage at the residence, the employer shall reimburse the
employee the annual rental of such fixed line telephone and for the actual charge made for all
outward calls made on the employer’s behalf.
(viii) Expenses
All reasonable expenses, including out-of-pocket, accommodation and travelling expenses,
incurred in connection with the employee's duties shall be paid by the employer and, where
practicable shall be included in the next pay period. The method and mode of travelling or the
vehicle to be supplied or to be used shall be arranged mutually between the employer and the
employee. Travelling arrangements shall be agreed between the employer and the employee.
(ix) Certificates, Licences and other Approvals
(a) Where an employee in Operational Band 1 or Administrative/Technical Trades Band 2 of
the Award is required by the employer to hold a WorkCover NSW approved certificate
or licence the employer shall reimburse the employee for the cost of such certificate or
licence.
(b) Where an employee in Operational Band 1 or Administrative/Technical Trades Band 2 of
the Award is required by the employer to hold a drivers licence other than a Class C (car)
or Class R (rider) licence, the employer shall reimburse the employee the difference
between the cost of the licence and the cost of a Class C (car) drivers licence.
(c) Where an employee engaged in child-related work is required by the employer to
undertake a Working with Children Check as provided by the Child Protection (Working
with Children) Act 2012 (NSW), the employer shall reimburse the employee for the cost
of such Working With Children Check.
(x) Travelling Allowance
(a) This subclause shall apply to employees who are required to start and/or finish work at a
location away from the employer’s depot, workshop or other agreed normal place of
work, and travel to and/or from such location in their own time.
(b) For the purposes of this subclause "normal place of work" shall mean:
 (1) the employer’s workshop or depot;
(2) an office or building of the employer to which the employee is usually assigned;
(3) any other agreed starting and/or finishing point.
(c) Unless otherwise provided, each employee will be assigned to one normal place of work
only.
(d) An employee may be assigned to more than one normal place of work by agreement.
(e) An employee may be transferred to a different normal place of work at any time by
agreement or by the giving of reasonable notice provided that the relocation is reasonable
in the circumstances and does not unreasonably disadvantage the employee. In the event
of a dispute Clause 36, Grievance and Dispute Procedures, shall apply.
(f) Where an employee is required to commence and/or finish work at a location away from
the employee's normal place of work and the distance travelled is greater than the
distance usually travelled by the employee between their place of residence and normal
place of work, the employee shall be paid a travelling allowance for each journey of
excess travel, according to the following scale, provided that reasonable transport is
available:

EXCESS DISTANCE TRAVELLED ENTITLEMENT

Less than 3kms Nil
3km but not more than 10km Table 2 of Part B

More than 10km but not more than 20km Table 2 of Part B
More than 20km but not more than 33km Table 2 of Part B
More than 33km but not more than 50km Table 2 of Part B
Plus (See Table 2 of Part B) for each additional 10km in excess of
Table 2 of Part B
50kms.

Note: On and from 1 July 2014, an employee may be entitled to two travelling
allowances on the one day.
(g) For the purpose of this subclause a residence shall not be reckoned as such unless it is
situated within the council area. Where the employee resides outside the council area the
travelling allowance is payable from the council boundary of the employer by which they
are employed.
(h) For the purpose of this subclause distance shall mean the nearest trafficable route to
work.
(i) Where transport is provided by the employer the conveyance shall have suitable seating
accommodation and a cover to protect the employees from the weather. Explosives shall
not be carried on vehicles which are used for the conveyance of employees.
(j) Where the employer and employee agree that the employee is to use their own vehicle to
transport other employee(s) or materials to and/or from a worksite located away from the
 employee's normal place of work, a vehicle allowance for the use and depreciation of the
vehicle shall be paid as follows:

Kilometres travelled transporting other

employee(s) or materials
Cents per kilometre
Under 2.5 litres (nominal engine capacity) Table 2 of Part B
2.5 litres (nominal engine capacity) and over Table 2 of Part B

Such vehicle allowance shall be paid in addition to travelling allowances provided by this
subclause.
For the purposes of this subclause, materials shall not include incidental items (including
but not limited to keys, mobile phones, lap-top computers and personal protective
clothing).
Where the employer provides transport but the employee elects to make their own travel
arrangements, the vehicle allowances in this subclause shall not apply.
(k) This subclause does not apply to employees who travel where management and
employees agree on a flat rate per week to be paid for travelling. In the event of a
dispute, the Grievance and Disputes Procedure in Clause 36 of this Award shall be
applied.
(l) This subclause does not apply to travelling involved in after hours on-call work or to
employees recalled to work overtime.
(m) Unless otherwise agreed, an employee shall not be entitled to travel related allowances
except those provided for in this subclause. Nothing in this subclause shall be construed
so as to require the reduction or alteration of more advantageous benefits or conditions
under any existing travel arrangements.
(xi) Camping Allowance
(a) Employees who are required by the employer to camp out or where no reasonable
transport facilities are available to allow them to proceed to and from their homes each
day shall be paid a camping allowance at a rate set out in Table 2 of Part B for each night
the employee camps out.
(b) The employer shall pay the camping allowance in advance if requested, where the
employer requires the employee to camp out for all of the rostered working days in a
week. The employer shall be reimbursed the camping allowance that has been paid in
advance excepting where the camp has been shortened or cancelled for reasons beyond
the employee’s control.
(c) When employees are required to camp, all travelling between their respective depots and
camp site at the beginning and/or completion of the camp be undertaken during normal
working hours. If the employees are required to travel outside normal working hours they
shall be paid the appropriate travelling allowance in accordance with subclause (xi) of
this clause.
 (d) All time occupied in setting up or in shifting camps during the ordinary working hours
shall be paid for at ordinary rates. Should employees be required to shift camp at times
other than during their ordinary hours of work they shall be paid time and a half rates for
the time occupied.
(e) (1) The employer shall provide transport for employees, who are required to camp
out from the employer depot at the commencement of each working week and
to return to such depot at the finish of each working week or when the
employees are camped for a period less than one week at the commencement
and finish of the period in which the employees are required to camp out.
(2) Notwithstanding (1) above, transport may be mutually arranged between the
employer and the employee(s) and shall remain at all times with those
employee(s) required to camp.
(f) The employer shall provide free transport once each week to enable commodities for use
in camp to be obtained by the employees from the nearest suitable location. For the
purpose of this subclause, the camping allowance prescribed in paragraph (a) shall be
payable to the employees so concerned.
(g) No employee shall be required to camp without at least 24 hours' notice unless such
employee agrees to do so.
(h) Where reasonably practicable to do so the employer shall arrange for perishable foods to
be purchased on the morning prior to the time of departure on that day.
(i) Minimum standards of caravan accommodation to be provided to employees required to
camp out are contained in Schedule 1 to this Award.
(j) Where the employee is required to work more than five (5) hours onsite on the final day
of camping out and a meal has not been provided by the employer, the employee shall be
entitled to a meal allowance at the rate set out in Table 2 of Part B.
(xii) Community Language, and Signing Work
(a) Employees using a community language skill as an adjunct to their normal duties to
provide services to speakers of a language other than English, or to provide signing
services to those with hearing difficulties, shall be paid an allowance in addition to the
weekly rate of pay as set out in Table 2 of Part B. The allowance may be paid on a
regular or irregular basis, according to when the skills are used.
(b) Such work involves an employee acting as a first point of contact for non-English
speaking residents or residents with hearing difficulty. The employee identifies the
resident's area of inquiry and provides basic assistance, which may include face-to-face
discussion and/or telephone inquiry.
(c) Such employees convey straightforward information relating to services provided by the
employer, to the best of their ability. They do not replace or substitute for the role of a
professional interpreter or translator.
(d) Such employees shall record their use of a community language according to the
employer’s established policy.
(e) Where an employee is required by the employer to use community language skills in the
performance of their duties:
 • The employer shall provide the employee with the opportunity to obtain
accreditation from a language aide accreditation agency

• Such training shall form part of the employer’s training plan and budget, in
accordance with the requirements of Clause 32 of this Award
• The employee shall be prepared to be identified as possessing the additional
skill(s)
• The employee shall be available to use the additional skill(s) as required by the
employer.
(f) Savings
These provisions identify minimum criteria only, and shall not be construed so as to
require the reduction or alteration of more advantageous benefits or conditions under any
arrangement existing at the date the award was varied to give effect to this clause. They
shall not however be cumulative upon such existing payments.
(xiii) First Aid in the Workplace
General
(a) The parties to the Award recognise that providing immediate and effective first aid to
employees or others who have been injured or become ill at the workplace may reduce
the severity of the injury or illness and promote recovery. In some instances it could
mean the difference between life and death.
(b) All employees must be able to access a first aid kit.
(c) First aid requirements will vary from one workplace to the next, depending on the nature
of the work, the type of hazards, the workplace size and location, as well as the number
of people at the workplace. These factors must be taken into account when deciding what
first aid arrangements need to be provided.
(d) Employers must ensure that an adequate number of employees are trained to administer
first aid at the workplace or that employees have access to an adequate number of other
people who have been trained to administer first aid.
(e) Employers are encouraged to make available to employees, training in basic first aid,
which may include, for example, training in:
• administering first aid;
• Cardio Pulmonary Resuscitation (CPR); or
• use of defibrillators.
For further information, refer to the SafeWork NSW ‘First aid in the workplace code of
practice’.
First aid work allowance
(f) Where an employee who holds an appropriate first aid qualification is appointed by the
employer to perform first aid duty and be in charge of a first aid kit, such employee shall
be paid an allowance in addition to the weekly rate, as set out in Table 2 of Part B.
 (g) This clause shall not apply where it is a requirement of the position for the employee to
hold an appropriate first aid qualification and perform first aid duty, if the skills have
been paid for in accordance with the employer’s salary system.
(xiv) Meal Allowance
(a) A meal allowance set out in Table 2 of Part B shall be paid to employees instructed to
work overtime:
(i) for two hours or more prior to their agreed commencing time, or
(ii) for two hours immediately after their agreed finishing time and after subsequent
periods of four hours, or
(iii) after each four hours on days other than ordinary working days
provided that a meal allowance is not payable where, by agreement, a meal is provided
by the employer.
(xv) Civil Liability – Engineering Professionals
(a) Subject to this clause, engineering professionals directly involved in the application of
engineering principles to the asset management of the employer’s assets that give rise to
liability under the Civil Liability Act 2002 (NSW) shall be paid a 3.5% allowance in
addition to the weekly salary system rate of pay.
(b) This allowance was introduced to ensure that engineering professionals whose work
value had changed in response to the Civil Liability Act 2002 (NSW) are paid for that
change in work value. This allowance applies to functional management positions as
well as engineering professionals working in asset management at the operational level.
(c) This allowance is not payable where such responsibilities and the exercise of such skills
have been specifically and demonstrably paid for in accordance with the salary system
established by the employer.
(d) Direct involvement in the application of engineering principles to the management of the
employer’s assets includes:
• the planning for;
• designing;
• maintenance;
• replacing;
• rehabilitation; or
• disposing
of the employer’s assets which may give rise to liability under the Civil Liability Act
2002 (NSW).
(e) To qualify for the payment of this allowance the position in question must be evaluated
in accordance with the skill descriptors for Professional/Specialist Band 3 or Executive
Band 4 of the Award.
(f) The parties to the Award acknowledge that implementation of this allowance has been
guided by the Joint Statement on the Implementation of the Civil Liability Allowance
 issued by the parties in October 2007. The parties remain committed to this document as
a guide for the application of the allowance.
(g) From 1 January 2015, claims for the payment of the civil liability allowance under this
clause shall be made within 30 days of the work being performed, and any claims for
back-payment of the civil liability allowance shall be limited to the date on which the
employee made the claim. This subclause does not apply where it can be demonstrated
that the employer incorrectly made representations to an employee that the civil liability
allowance had already been paid for in accordance with their rate of pay and/or the salary
system established by the employer.
(h) This clause shall not be construed so as to require the reduction or alteration of more
advantageous benefits or conditions under any arrangements existing at the date the
Award was varied to give effect to this clause.
(xvi) Accreditation of employees as Chartered Professional Engineers
(a) Where an engineering employee is required by the employer to be accredited as a
Chartered Professional Engineer the employer shall:
(1) pay the reasonable costs associated with obtaining and/or maintaining such
accreditation, including the cost of accreditation fees and compulsory continued
professional development training/course fees, and
(2) grant leave, without loss of pay, to attend course requirements in accordance
with subclause (iv) of Clause 32, Training and Development, of this Award.
(b) Subclause (a) shall continue to be observed while the employee is on paid leave and/or
unpaid parental leave.
(c) The employer may grant an engineering employee undertaking a course to obtain
accreditation as a Chartered Professional Engineer, although not at the employer’s
request, assistance in accordance with subclause (v) of Clause 32 of this Award.
(xvii) Accreditation of employees by the Building Professionals Board
(a) Where an employee is required by the employer to be accredited by the Building
Professionals Board under the Building Professionals Act 2005 (NSW) the employer
shall:
(1) pay the reasonable costs associated with obtaining and/or maintaining such
accreditation, including the cost of accreditation fees and compulsory continued
professional development training/course fees, and
(2) grant paid leave to attend course requirements in accordance with subclause (iv)
of Clause 32, Training and Development, of this Award.
(b) Subclause (a) shall continue to be observed while the employee is on paid leave and/or
unpaid parental leave.
17. MOTOR VEHICLE ARRANGEMENTS

A. VEHICLE ALLOWANCES
(i) Where, by agreement, the employer requires an employee to use their own vehicle in or in
connection with the performance of their duties for official business, such employee will be paid
an allowance for each kilometre of authorised travel as follows:
(a) motor vehicle under 2.5 litres (normal engine capacity) – refer to Table 2 of Part B; and
(b) 2.5 litres (normal engine capacity) and over – refer to Table 2 of Part B.
(ii) The employer may require an employee to record full details of all such official travel
requirements in a log book.
(iii) Minimum quarterly payment – Where the vehicle is used for official business and is available
continuously when the employee is on duty the employee shall be paid the allowance in subclause
17A(i)(b) but with a minimum payment as set out in Table 2 of Part B. Periods of sick leave in
excess of 3 weeks, annual leave in excess of 4 weeks, long service leave, paid and unpaid parental
or maternity leave shall not be counted when calculating the minimum quarterly payment.
(iv) Where the vehicle is used for official business on an intermittent, irregular or casual basis, the
employee shall be paid the allowance for the number of kilometres travelled on official business
as set out in paragraph (i) only and shall not be entitled to the minimum payment as set out in
paragraph (iii).
(v) Any agreement to pay the allowance under this clause may only be terminated by 12 months’
notice by either party or by the employee's termination of employment.

B. LEASEBACK VEHICLES
(i) GENERAL
The parties to this Award recognise that leaseback vehicles may be provided to employees as a
condition of employment (e.g. as an incentive for accepting employment) or as a discretionary
benefit that is not a condition of employment.
A leaseback vehicle will be considered to be a condition of employment for an employee unless
the employer can establish that it was not provided on such a basis at the time that it was
provided.
(ii) TERMINATION OF LEASEBACK VEHICLE ARRANGEMENT
(a) Condition of employment – Unless otherwise provided in this clause, where the
employer and an employee enter into a leaseback vehicle arrangement and the employee
is entitled to a leaseback vehicle as a condition of employment, the arrangement may
only be terminated by agreement.
(b) Not a condition of employment – Unless otherwise provided, where the employer and
an employee enter into a leaseback vehicle arrangement and the employee is not entitled
to a leaseback vehicle as a condition of employment, the employer shall give a minimum
of six (6) months written notice of termination of the arrangement.
Notwithstanding the above, where the leaseback vehicle agreement was entered into
prior to 1 November 2010, the employer shall give a minimum of 12 months’ notice to
terminate the agreement.
 (c) Other – The employer may terminate or suspend access to a leaseback vehicle
arrangement immediately on termination of employment, loss of licence, serious breach
of the leaseback vehicle agreement or if the employee accepts a new position with the
employer that does not include access to a leaseback vehicle. The employer may also
terminate or suspend a leaseback vehicle arrangement where an employee is demoted, for
the period of demotion, provided that at least two weeks’ notice is given.
(iii) VARIATION OF LEASEBACK VEHICLE ARRANGEMENTS
(a) Variations to leaseback arrangements – Proposals to vary leaseback vehicle
arrangements, including the formula for calculating the leaseback vehicle fees shall be
referred to the consultative committee in accordance with clause 33 of this Award, before
a definite decision is made.
(b) Variations to leaseback fees - Where an employer proposes to increase the leaseback fee
an employee is required to pay in any twelve (12) month period by more than the
percentage movement in the index figure published by the Australian Bureau of Statistics
for Eight Capitals, private motoring sub-group (Cat No 6401.0), the employer shall
provide in writing to the employee the reasons for the increase.
In any event the employer shall not increase the leaseback vehicle fee an employee is
required to pay in any twelve (12) month period by more than 10%.
This subclause shall not apply where the leaseback vehicle fee is adjusted to reflect
changes in the type of vehicle being used (including changes in vehicle options, the class,
model or make of vehicle).
(c) Variations in hours of work and/or extended periods of absence – Where an
employee’s hours of work change significantly or the employee is absent on approved
leave for an extended period, the employer and the employee shall discuss whether the
employee will be allowed to retain possession of the vehicle and/or whether the
leaseback vehicle fee is to be adjusted. In the event that the leaseback vehicle fee is to be
adjusted, subclause (v) above shall not apply.
In the absence of agreement, clause 36, Grievance and Disputes Procedures, shall apply.

C. NOVATED LEASES
A novated lease is a type of motor vehicle lease common in Australia between an employee, employer, and
finance company, with the responsibility for the lease lying with the employee and the lease payments
being made from the employee's pre-tax income.
The employer shall not make it a job requirement that an employee enter into a novated lease agreement
for the use of a motor vehicle.

18. RESIDENCE
Where an employee is supplied by the employer with a residence, it shall be of a reasonable standard. The
rental value of such residence shall be agreed upon between the employer and the employee. The rental
value as agreed may be deducted from the pay of the employee.
19. HOURS OF WORK

A. ORDINARY HOURS
(i) Except as otherwise provided, the ordinary hours of work shall be 38 hours per week arranged on
one of the following bases:
• 38 hours within one week provided that at least two days off shall be granted; or
• 76 hours within two weeks provided that at least four days off shall be granted; or
• 114 hours within three weeks provided that at least six days off shall be granted; or
• 152 hours within four weeks provided that at least eight days off shall be granted.
(ii) The ordinary hours of work for employees engaged in the following functions shall be 35 hours
per week:
• Administration;
• Building Surveying;
• Community Services (Professional/Specialist Band 3);
• Engineering (Professional and Trainees);
• Executive Band;
• Finance;
• Health Surveying;
• Library;
• Public Relations;
• Technical Services; and
• Town Planning.
The ordinary hours for employees working 35 hours per week shall be arranged on one of the
following bases:
• 35 hours within one week provided that at least two days off shall be granted; or
• 70 hours within two weeks provided that at least four days off shall be granted; or
• 105 hours within three weeks provided that at least six days off shall be granted; or
• 140 hours within four weeks provided that at least eight days off shall be granted.
(iii) Except as otherwise provided, the ordinary hours for all employees shall be between Monday and
Sunday.
(iv) Where the employer seeks to alter the spread of ordinary hours for a new or vacant position from
Monday to Friday to Monday to Sunday for any of the following functions:
• Crematoriums and Cemeteries;
• Road Constructions and Maintenance;
• Sale Yards;
 • Stores and Depots;
• Trade functions;
• Building Surveyors;
• Engineering (Professional and Trainees);
• Finance;
• Health Surveyors;
• Town Planning; and
• General Administration
(a) The employer shall refer the proposal to alter the spread of ordinary hours to the
consultative committee prior to advertising the new or vacant position(s); and
(b) If the employer is satisfied that there are suitably qualified employees employed by the
employer that can be redeployed to the new or vacant position(s) the employer shall call
for expressions of interest from those employees for redeployment into the new or vacant
position(s).
(c) Employees employed prior to 1 July 2014 in the functions of Crematoriums and
Cemeteries; Road Construction and Maintenance; Sale Yards; Stores and Depots; and
Trade Functions, whose ordinary hours of work are from Monday to Friday shall not be
compelled to agree to work ordinary hours of work on Saturdays and/or Sundays.
(d) Employees employed prior to 1 July 2020 in the functions of Building Surveyors;
Engineering (Professional and Trainees); Finance; Health Surveyors; Town Planning;
and General Administration, whose ordinary hours of work are from Monday to Friday
shall not be compelled to agree to work ordinary hours of work on Saturdays and/or
Sundays.

(v) An employee’s commencement and/or finishing times may be altered by agreement or by the
employer with the provision of reasonable notice where there are genuine operational or safety
reasons supporting the variation. For the purpose of this sub-clause, reasonable notice shall be
determined having regard to:

• the employee’s personal circumstances including any family and carer responsibilities;
and

• the needs of the workplace, including any genuine operational or safety reasons.
Unless otherwise agreed, at least two weeks prior to the proposed alteration the employer shall
provide the employee with the reasons for the proposed alteration to commencement and/or
finishing times in writing. At least one week prior to the proposed alteration the employee shall
provide reasons in writing if they do not agree with the proposed alteration, provided that an
employee shall not unreasonably withhold agreement. In the event of a dispute, Clause 36,
Grievance and Disputes Procedures, shall apply.
This subclause only applies in relation to changes to commencement and/or finishing times and
does not apply to changes in the days that an employee is required to work.
(vi) The day of a rostered day off can be altered by mutual consent at any time and may be altered by
the employer on two weeks’ notice where there are genuine operational or safety reasons and the
alteration does not unreasonably disadvantage the employee. Where an employee works on a
rostered day off, Clause 20A Overtime shall apply.
(vii) An employee will not be required to work more than five (5) hours without receiving an unpaid
meal break of at least 30 minutes. Thereafter, a paid meal break not exceeding 20 minutes shall
be given and taken after a further five hours continuous work. By agreement, or in the case of
unforeseen circumstances (including where the taking of the meal break would cause
unreasonable interference in operations), the meal break may be delayed and shall be taken as
soon as practicable, subject to the observance of appropriate work health and safety standards.
(viii) Ordinary hours of work shall not exceed twelve (12) hours in any one-day exclusive of unpaid
meal breaks.

B. SATURDAY AND SUNDAY WORK

(i) Except as otherwise provided, ordinary hours worked on a Saturday shall attract a 25% penalty in
addition to the ordinary hourly rate of pay and ordinary hours worked on a Sunday shall attract a
50% penalty in addition to the ordinary hourly rate of pay.
(ii) The ordinary hours worked by employees engaged in the following functions shall attract a 50%
penalty in addition to the ordinary hourly rate of pay for work on a Saturday and a 100% penalty
in addition to the ordinary hourly rate of pay for work on a Sunday:

• Beach inspectors;
• Cleaning;
• Crematoriums and Cemeteries;
• Garbage;
• Mechanical Trades (Workshops);
• Parks and Reserves;
• Rangers and parking officers;
• Road Construction and Maintenance;
• Sale Yards;
• Sanitary;
• Sewerage;
• Stores and Depots;
• Sullage;
• Trade functions:
• Waste; and
• Water
(iii) An employee may request to work ordinary hours on a Saturday and/or a Sunday in lieu of the
ordinary hours the employee would otherwise be rostered to work.
 (a) An employee’s request must be in writing and must outline a period within which the
arrangement is to be reviewed;
(b) The employer will not unreasonably withhold agreement to such a request;
(c) Any such agreement shall not apply to new or vacant provisions;
(d) Where an employee requests to work ordinary hours on a Saturday and/or a Sunday
under the provisions of this subclause, the employer shall not be required to pay the
penalty rate provided by subclauses (i) and/or (ii).

C. SHIFT WORK
(i) Except as otherwise provided ordinary hours worked outside the span of 6:00am to 6:00pm
Monday to Friday shall attract a 20% shift penalty in addition to the ordinary hourly rate of pay
for the actual time worked outside the span of hours specified in this subclause.
(ii) Subject to subclause 19C(iii), employees engaged in the following functions will be entitled to a
20% shift penalty in addition to the ordinary hourly rate of pay for the actual time worked outside
the following times:

Aerodromes 5:00am to 10:00pm

Caretakers 5:00am to 10:00pm
Childcare and community care 5:00am to 8:00pm
Cleaners 5:00am to 9:00pm
Entertainment, Events, Theatres and Hospitality 5:00am to 11:00pm
Libraries 8:00am to 9:00pm
Leisure Centres 5:00am to 11:00pm
Media and communication 5:00am to 11:00pm
Museums and galleries 5:00am to 9:00pm
Parking Station Attendants 6:00am to 10:00pm
Pools 5:00am to 11:00pm
Rangers and parking officers 5:00am to 10:00pm
Security/watchpersons 5:00am to 10:00pm

(iii) Notwithstanding the provisions in subclause 19(c)(ii), employees employed prior to 1 July 2020 in
the following functions shall retain their entitlement to a shift penalty in addition to their ordinary
hourly rate of pay as it existed under the Local Government (State) Award 2017:
(a) Childcare and community care;
(b) Entertainment, Events, Theatres and Hospitality;
(c) Media and communication; and
(d) Museums and galleries
(iv) Shift penalties shall be payable for ordinary work performed between Monday and Friday and
shall not be paid on weekends.
(v) With the exception of staff engaged in the function of street sweeping, employees in receipt of the
Level 2 Adverse Working Conditions allowance provided under clause 16(ii) of this Award shall
not also receive shift penalties for work performed outside the hours of 6:00am to 6:00pm
Monday to Friday as provided by subclause (i).
(vi) An employee may request to work ordinary hours outside the span of 6:00am and 6:00pm or any
of the other spans detailed in clause 19C(ii), in lieu of the ordinary hours the employee would
otherwise be rostered to work.
(a) An employee’s request must be in writing and must outline a period within which the
arrangement is to be reviewed;
(b) The employer will not unreasonably withhold agreement to such a request;
(c) Any such agreement shall not apply to new or vacant positions;
(d) Where an employee requests to work ordinary hours outside the relevant span of hours
the employer shall not be required to pay a shift penalty for the actual time worked.

D. FACILITATIVE PROVISIONS
The employer and the Union may agree on hours of work, weekend penalties and shift penalties other than
those prescribed in this clause.

20. OVERTIME

A. GENERAL
(i) Except where otherwise provided all time worked by direction before the agreed commencement
of ordinary hours, or later than the agreed completion of ordinary hours, shall be paid for at the
rate of time and a half for the first two hours and double time thereafter.
(ii) Overtime worked on Saturday shall be paid for at the rate of time and a half for the first two hours
and double time thereafter, provided any overtime worked after 12 noon Saturday shall be at
double time.
(iii) Overtime worked on Sunday shall be paid for at the rate of double time.
(iv) Overtime shall be claimed within 30 days of it being worked. The employer shall keep a record of
such overtime. Accrued time in lieu of overtime shall not be forfeited and shall be paid at the
appropriate overtime rate on termination or at other agreed time.
(v) An employee (other than a casual) who:
(a) works four or more hours overtime after the completion of an ordinary shift and does not
receive ten (10) consecutive hours off duty in the fourteen (14) hours immediately
preceding the commencement of their next ordinary shift, or
(b) works overtime after the completion of two consecutive ordinary shifts without receiving
ten (10) consecutive hours off duty,
 shall be released after the completion of such overtime until they have had ten consecutive hours
off duty without loss of pay for ordinary working time occurring during such absence.
If an employee is instructed to resume work without receiving the ten consecutive hours off duty,
the employee shall be paid at double ordinary rates until released from duty and then shall be
entitled to a ten-hour break without loss of pay.
Remote response – This subclause shall not apply where an employee works for less than four
hours remote response on any one day.
(vi) (a) Where there is prior agreement between the employer and the employee, an employee
directed to work in excess of ordinary hours may elect either to be paid the appropriate
overtime rate or be granted time in lieu equivalent to the actual hours worked.
(b) The employer may direct an employee to take accrued time in lieu of overtime by the
giving of at least two (2) weeks’ notice in the following circumstances:
(1) Where the employee has accumulated in excess of one (1) weeks’ time in lieu of
overtime or,
(2) A period of annual close down of up to and including two (2) weeks where the
employee does not have sufficient annual leave to cover the relevant close down
period. The employer shall be able to rely on this provision prior to considering
the provision of meaningful alternate duties.
(c) Time in lieu of overtime accruals standing to an employee’s credit on termination of
employment shall be paid at the appropriate overtime rate.
(vii) Employees classified in the Executive Band 4 of this Award may be required, in addition to their
ordinary hours, to attend meetings of council and standing and/or special committee meetings. For
the purpose of this subclause, an employee who is required to attend meetings of the council and
standing and/or special committee meetings shall be entitled to claim overtime for actual hours
worked after 11:00 pm.
(viii) (a) Subject to paragraph (b), the employer may require an employee to work reasonable
overtime at overtime rates.
(b) 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.
(c) For the purposes of paragraph (b), what is unreasonable or otherwise will be determined
having regard to:

• any risk to the employee;

• the employee’s personal circumstances including any family and carer
responsibilities;
• the needs of the workplace;
• the notice, if any, given by the employer of the overtime and by the employee of
their intention to refuse it; and
• any other matter.
B. EXCESS HOURS AGREEMENTS
(i) Subject to subclause (ii) of this clause, the employer and an individual employee in
Professional/Specialist Band 3 or Executive Band 4 may agree to an ‘Excess Hours Agreement’
whereby the employee is paid an allowance of at least ten (10) percent of the employee’s weekly
salary system rate of pay in substitution for all overtime penalties under this Award.
(ii) An employee shall be entitled to overtime in accordance with Clause 20A of this Award where the
employee is directed to work additional hours that are in excess of the hours of work reasonably
contemplated by the employer and the employee at the time the Excess Hours Agreement was
made. The hours of work reasonably contemplated by the employer and the employee shall be
determined having regard to the quantum of the allowance paid.
(iii) Where the employer and an engineering professional employee who satisfies the eligibility criteria
for payment of the civil liability allowance at subclause 16(xv) of this Award agree to an Excess
Hours Agreement, the employee shall continue to be paid the civil liability allowance in addition
to any allowance that is payable under the Excess Hours Agreement.
(iv) An Excess Hours Agreement is subject to the following conditions:
(a) An employee who can demonstrate that they are required to routinely work unpaid
additional hours in order to fulfil the requirements of their position has the right to
request, in writing, to enter into an Excess Hours Agreement. Where the employer does
not agree to the request the employer shall discuss the request with the employee with a
view to reaching agreement on:
(1) reasonable ways to reduce the excess unpaid hours or
(2) alternative ways of compensating the employee for the excess hours.
In the event that no agreement is reached, the employer shall advise the employee, in
writing, of the arrangements that will be made so that they are no longer required to work
the excess hours.
(b) The employer and the individual employee must have genuinely made the Excess Hours
agreement without coercion or duress.
(c) The Excess Hours Agreement must:
(1) be in writing;
(2) name the parties to the agreement and be signed by the employer and the
individual employee;
(3) result in the employee being better off overall in comparison to the Award at the
time the agreement is made than the employee would have been if no Excess
Hours Agreement had been agreed to;
(4) state the date the agreement commences to operate.
(d) The employee shall work such reasonable hours as are necessary to carry out the duties
and functions of the position and the employee’s obligations under their contract of
employment, provided that the employee may refuse to work additional hours in
circumstances where the working of such additional hours would result in the employee
working hours which are unreasonable. For the purposes of this subclause, what is
unreasonable or otherwise will be determined having regard to:
 • any risk to the employee;
• the employee’s personal circumstances including any family and carer
responsibilities;
• the needs of the workplace;
• the notice, if any, given by the employer of the requirement for the employee to
work additional hours and by the employee of their intention to refuse it; and
• any other matter.
(e) The employer may require the employee to attend work for the employer during core
business hours and to attend meetings of the council/employer and standing and/or
special committee meetings, provided that such requirement does not result in the
employee working hours which are unreasonable.
(f) The employer must give the individual employee a copy of the agreement and keep the
original signed agreement as a time and wages record.
(g) An employer seeking to enter into an agreement under this clause must provide a written
proposal to the employee. Where the employee’s understanding of written English is
limited the employer must take measures, including translation into an appropriate
language, to ensure the employee understands the proposal.
(v) An Excess Hours Agreement may be terminated:
(a) by the employer or the individual employee giving 28 days’ notice of termination, in
writing, to the other party and the agreement ceasing to operate at the end of the notice
period; or
(b) at any time, by written agreement between the employer and the individual employee.
(vi) The allowance paid under this clause shall be paid for all purposes of the Award but shall not
attract any penalty.

C. ON CALL
(i) For the purposes of this Award, an employee shall be deemed to be on-call if required by the
employer to be available for duty outside of ordinary hours at all times in order to attend
emergency and/or breakdown work and/or supervise the call-out of other employees.
(ii) Employees who are required to be on-call are not required to remain at their usual place of
residence or other place appointed by the employer. However, an on-call employee must be able
to be contacted and be able to respond in a timely manner. Employees who are unable to respond
in a timely manner may at the discretion of the employer be removed from an on-call roster.
(iii) Employees required to be on call on days when they would ordinarily work, or would have
ordinarily worked but for a public holiday, in accordance with Clause 19, Hours of Work shall be
paid an on call allowance at a rate set out in Table 2 of Part B of this Award for each such day the
employee is required to be on call.
(iv) Employees required to be on call on days other than their ordinary working days shall be paid an
on-call allowance at a rate set out in Table 2 of Part B of this award for each such day the
employee is required to be on call.
(v) Provided that the on-call allowances in subclauses (iii) and (iv) of this clause shall not total more
than the rate set out in Table 2 of Part B of this award for any one week.
(vi) Employees on call who are required to work outside their ordinary hours shall be entitled to be
paid overtime at the appropriate rate for the actual time worked. Subject to subclause 20C(vii),
actual time worked shall be deemed to include ‘travelling time’ by the most direct route from:
(a) the location where an employee departs to the place of overtime work, and
(b) the place of overtime work to the employee’s normal place of residence.
(vii) Where an employee resides outside of the employer’s local government area, the
employer and employee may agree, in writing, that the ‘travelling time’ to and from the place of
overtime work commences and ends at the boundary of the employer’s local government area,
provided that an employee who was required to be included on the on-call roster as at 1 July 2020
and whose residence was located outside of the employer’s local government area shall not suffer
any reduction to their award entitlement for recognition of travel time while the employee
continues to reside at that residence.
(viii) Unless otherwise provided, the overtime paid to an employee that is required to return to work
whilst on-call shall not be less than thirty (30) minutes per day on which they are called out
inclusive of paid travel time.

(ix) On call employees are not subject to the minimum payment provisions of a public holiday. For
each public holiday an employee is required to be on-call, the employee shall be granted one-half
day’s leave to be taken at an agreed time, provided that where there is prior agreement the
employer may pay the employee an additional one-half day’s pay in lieu of the one-half day’s
leave.

D. CALL BACK
(i) For the purposes of this Award, an employee shall be deemed to be on a call back if the employee
is recalled to work overtime without receiving notice before ceasing work.
(ii) Any employee who is called back to work as defined in subclause (i) shall be paid for a minimum
of four hours work at the appropriate overtime rate for each time so recalled. Provided that any
subsequent call backs occurring within a four hour period of a call back shall not attract any
additional payment. An employee working on a call back shall be paid the appropriate overtime
rate from the time that such employee departs for work.
Except in the case of unforeseen circumstances arising, the employee shall not be required to
work the full four hours if the job that the employee was recalled to perform is completed within a
shorter period. This subclause shall not apply in cases where the call back is continuous subject to a
reasonable meal break with the commencement of ordinary hours.

E. REMOTE RESPONSE
(i) An employee who is in receipt of an on call allowance and available to immediately:
(a) respond to phone calls or messages;
(b) provide advice (‘phone fixes’);
(c) arrange call out/rosters of other employees; and
(d) remotely monitor and/or address issues by remote telephone and/or computer access,
will be paid the applicable overtime rate for the time actually taken in dealing with each particular
matter, except where the employee is recalled to work (Note: subclause 20C(vi) applies where an
on-call employee is recalled to work).
(ii) An employee remotely responding will be required to maintain and provide to the employer a time
sheet of the length of time taken in dealing with each matter remotely for each day commencing
from the first remote response. The total overtime paid to an employee for all time remotely
responding in any day commencing from the first response will be rounded up to the nearest 15
minutes.
(iii) The employer may, by agreement, make an average payment equivalent to an agreed period of
time per week where the employee is regularly required to remotely respond as defined in
subclause (i) of this clause.

21. HOLIDAYS

A. GENERAL
(i) The days on which holidays shall be observed are as follows: New Years' Day; Australia Day;
Good Friday; Easter Saturday; Easter Sunday; Easter Monday; Anzac Day; Queen's Birthday;
Labour Day; Christmas Day; Boxing Day and all locally proclaimed holidays within the council's
area, and all special days proclaimed as holidays to be observed throughout the whole of the State
of NSW.
(ii) In addition to subclause (i), employees who are Aboriginal and Torres Strait Islanders shall be
entitled to one day during NAIDOC week so that they can participate in National Aboriginal and
Islander Day celebrations. Eligible employees shall provide the employer with at least seven (7)
days’ notice of their intention to take the holiday in accordance with this subclause, provided that
if less than seven (7) days’ notice is given such leave shall not be unreasonably refused.
(iii) Where any of the holidays prescribed by this Award fall on a day ordinarily worked by the
employee, the employee shall not have a reduction in ordinary pay.
(iv) Except as otherwise provided, where an employee is required to work on a holiday as prescribed
by this award, the employee shall be paid at double time and a half inclusive of payment for the
day with a minimum payment of four hours worked.
(v) All employees classified in the Operational Band 1 of this Award employed in garbage, sanitary
and sullage (other than the supervisor) who are required to work on Good Friday or Christmas
Day shall be paid at triple time inclusive of payment for the day with a minimum payment of four
hours work.
(vi) Where an employee is required to work ordinary hours on a holiday as prescribed by this Award,
the employer and the employee may agree that the employee be paid time and a half for the hours
worked on a holiday and in addition, be granted equivalent time off in lieu to be paid at ordinary
time for each holiday worked. Such leave shall be taken at a mutually convenient time.
(vii) If a rostered day off falls on a public holiday as prescribed in clause 21A(i), the next working day
will be substituted, or another day by agreement, except for employees engaged on a seven (7) day
a week rotating roster system.
(viii) An employee who prior to the operative date of this award was entitled to move a day off which
was not a rostered day off where it fell on a public holiday shall retain that right.
(ix) The employer may direct an employee to take accrued time in lieu for work on a public holiday by
the giving of at least two (2) weeks’ notice in the following circumstances:
 (a) Where the employee has accumulated in excess of one (1) weeks’ time in lieu for work
on a public holiday, or where the employee has accumulated a total of in excess of one
(1) weeks’ time in lieu when combining:
(1) time in lieu for work on public holiday’s; and
(2) time in lieu of overtime under subclause 20A(vi)(a).
(b) A period of annual close down of up to and including two (2) weeks where the employee
does not have sufficient annual leave to cover the relevant close down period. The
employer shall be able to rely on this provision prior to considering the provision of
meaningful alternate duties.

B. UNION PICNIC DAY

(i) Union Picnic Day shall for the purposes of this Award be regarded as a holiday for employees
who are financial members of the union(s). The Union Picnic Day shall be on such day as is
agreed between the employer and the union(s).
(ii) The union(s) shall advise the employer of financial members as at the time of the Union Picnic
Day. Such advice must be given at least two weeks prior to the Union Picnic Day.
(iii) Employees who are not financial members of the union(s) and who are required to work on Union
Picnic Day, shall be paid ordinary pay for their normal working day.
(iv) Employees who are not financial members of the union(s) and who are not required to work on
Union Picnic Day, may apply to the employer to take annual leave, long service leave, time off in
lieu of overtime, leave without pay, such other leave as may be approved by the employer, or may
be required by the employer to make up time.

22. LEAVE PROVISIONS

A. SICK LEAVE
(i) Employees who are unable due to illness or injury to attend for duty shall be entitled during each
year of service to sick leave of 3 weeks at the ordinary rate of pay.
(ii) Where a person is employed on a fixed-term or temporary basis of less than twelve (12) months
duration the employee shall be entitled to one (1) weeks sick leave on commencement. The
employee shall be entitled to a further one (1) weeks sick leave after each four (4) months of
continuous service.
(iii) The entitlement to sick leave is subject to the employer being satisfied that the illness or injury;
(a) is such that it justifies the time off; and
(b) does not arise from engaging in other employment.
(iv) The employer may require an employee to provide proof that the illness or injury is such that it
justifies the time off work, subject to the following:
(a) In each year of service proof of illness or injury to justify payment shall not be required
for the first 3 separate periods of absence, provided such periods are not more than 2
working days, unless:
 (1) It is reasonable for the employer to require the employee to provide proof of
illness or injury having regard to the employee’s pattern of sick and/or amount
of sick leave taken by the employee, and
(2) The employer has provided the employee with prior written notice of the
requirement to provide proof of illness or injury.
(b) The type of proof of injury or illness required by the employer must be reasonable having
regard to the circumstances of the employer and the employee and may include, for
example, certification from a qualified medical/health practitioner registered with the
appropriate government authority or statutory declaration; and
(c) when requested, proof of illness shall indicate the employee's inability to undertake their
normal duties.
(v) The employer may require employees to attend a qualified medical/health practitioner nominated
by the employer at the employer's cost.
(vi) Sick leave shall accumulate from year to year so that any balance of leave not taken in any one
year may be taken in a subsequent year or years.
(vii) The employer may, at its discretion, grant an employee sick leave at half pay if satisfied that
extenuating circumstances exist. Where a public holiday falls during a period of sick leave at half
pay, the public holiday shall also be paid at half pay. Further, all entitlements shall accrue during
periods of sick leave at half pay on a proportionate basis.
(viii) Accumulated sick leave shall be transferable on change of employment from employer to
employer within New South Wales up to 13 weeks, provided that an employee shall only be
entitled to transfer sick leave accumulated since the employee's last anniversary date on a pro-rata
basis. Such accumulated sick leave shall only be transferable if the period of cessation of service
with the employer and appointment to the service of another employer does not exceed three
months. The sick leave entitlement transferred shall not exceed the maximum amount transferable
as prescribed by the appropriate award at the time of transfer.
(ix) Where an employee has had five (5) years' service with the present employer and the sick leave
entitlement as prescribed has been exhausted, that employer may grant such additional sick leave
as, in its opinion, the circumstances may warrant.
(x) Section 50 of the Workers Compensation Act 1987 (NSW) dealing with the relationship between
sick leave and workers compensation applies.
(xi) Where an employee had an entitlement under awards rescinded and replaced by this Award for the
payment of unused sick leave arising out of the termination of employment due to ill-health or
death and where such entitlement existed as at 15 February 1993 the following provisions shall
apply
(a) In the event of the termination of service of an employee on account of ill health and the
employer is satisfied that such ill-health renders the employee unable in the future to
perform the duties of such appointed classification, the termination shall not be effected
earlier than the date on which the employee's credit of leave at full pay shall be
exhausted unless the employee is paid any accrued sick leave at full pay to which such
employee would be entitled under this clause.
 (b) When the service of an employee is terminated by death, the employer shall pay to the
employee's estate, the monetary equivalent of any untaken sick leave standing to the
employee's credit at the time of death.
(c) Payment under this clause is limited to sick leave calculated to retirement age in
accordance with relevant legislation and shall not be payable if the injury or illness arises
out of or in the course of employment such that it is compensable under the Workers
Compensation Act 1987 (NSW).
(d) For the purposes of this subclause such entitlement to payment of untaken sick leave
shall be paid be in accordance with clause 14 of Schedule 4 of the Industrial Relations
Act 1996 (NSW).
(xii) This sub-clause applies where an employer is satisfied that an employee has a terminal illness
being a diagnosed disease or condition which cannot be cured and is likely to lead to death. The
sub-clause is also limited in application to those employees who are not covered by subclause (xi)
above. In the event that such an employee is unable to attend work or perform the duties of the
position in the foreseeable future on account of their condition, then the employee shall be entitled
to request continued access to the employee’s accrued sick leave until the leave is exhausted, the
employee dies or the employee uses 48 weeks of accrued sick leave whichever occurs first. The
employer shall not unreasonably refuse such a request.

B. CARER'S LEAVE
(i) Use of Sick Leave: An employee, other than a casual employee, with responsibilities in relation to
a class of person set out in subclause (v)(b) below who needs the employee's care and support
shall be entitled to use, in accordance with this subclause, any current or accrued sick leave
entitlement, provided for at Clause 22A, Sick Leave of this Award, for absences to provide care
and support for such persons when they are ill, or who require care due to an unexpected
emergency. Such leave may be taken for part of a single day.
(ii) (a) Carer’s leave is not intended to be used for long term, ongoing care. In such cases, the
employee is obligated to investigate appropriate care arrangements where these are
reasonably available.
(b) Where more than two weeks sick leave in any year of service is to be used for caring
purposes the employer and employee shall discuss appropriate arrangements which, as
far as practicable, take account of the employer’s and employee’s requirements.
(c) Where the parties are unable to reach agreement the grievance and disputes procedures at
Clause 36 of this Award should be followed.
(iii) In normal circumstances, an employee must not take carer's leave under this clause where another
person has taken leave to care for the same person.
(iv) The employer may require the employee to provide proof of the need for carer’s leave as follows:
(a) Less than two weeks – Where less than two weeks sick leave in any year of service is
sought to be used for caring purposes the employer may require the employee to
establish either by production of a medical certificate or statutory declaration, the illness
of the person concerned and that the illness is such as to require care by another person;
or
 (b) More than two weeks – Where more than two weeks sick leave in any year of service is
sought to be used for caring purposes the employer may require the employee to produce
a medical certificate from a qualified medical/health practitioner showing the nature of
illness of the person concerned and such other information as may be reasonably
necessary to demonstrate that the illness is such as to require care by the employee and
that no other appropriate care arrangements are reasonably available, or
(c) establish by production of documentation acceptable to the employer or a statutory
declaration, the nature of the emergency and that such emergency resulted in the person
concerned requiring care by the employee.
(v) The entitlement to use sick leave in accordance with this subclause is subject to:
(a) the employee being responsible for the care of the person concerned; and
(b) the person concerned being:
(1) a spouse of the employee; or
(2) a defacto spouse, who, in relation to a person, is a person of the opposite sex to
the first mentioned person who lives with the first mentioned person as the
husband or wife of that person on a bona fide domestic basis although not
legally married to that person, or
(3) a child or an adult child (including an adopted child, a step child, foster child or
an ex nuptial child), parent (including a foster parent, step parent and legal
guardian), parents of spouse, grandparent, grandchild or sibling (including half,
foster and step sibling) of the employee or spouse or de facto spouse of the
employee; or
(4) a same sex partner who lives with the employee as the de facto partner of that
employee on a bona fide domestic basis; or
(5) a relative of the employee who is a member of the same household, where for
the purposes of this paragraph:
(a) 'relative' means a person related by blood, marriage or affinity;
(b) 'affinity' means a relationship that one spouse because of marriage has
to blood relatives of the other; and
(c) 'household' means a family group living in the same domestic dwelling.
(vi) An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of
providing care and support to a class of person set out in subclause (v)(b) above who is ill or who
requires care due to an unexpected emergency.
(vii) An employee shall, wherever practicable, give the employer notice prior to the absence of the
intention to take leave, the name of the person requiring care and that person's relationship to the
employee, the reasons for taking such leave and the estimated length of absence. If it is not
practicable for the employee to give prior notice of absence, the employee shall notify the
employer by telephone of such absence at the first opportunity on the day of absence.

(viii) Carer’s Entitlement for Casual Employees

 (a) Subject to the evidentiary and notice requirements in subclauses (iv) and (vii) casual
employees are entitled to not be available to attend work, or to leave work if they need to
care for a person prescribed in subclause (v)(b) of this clause who are sick and require
care and support, or who require care due to an unexpected emergency, or the birth of a
child.
(b) The employer and the employee shall agree on the period for which the employee will be
entitled to not be available to attend work. In the absence of agreement, the employee is
entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion.
The casual employee is not entitled to any payment for the period of non-attendance.
(c) The employer must not fail to re-engage a casual employee because the employee
accessed the entitlements provided for in this clause. The rights of the employer to
engage or not to engage a casual employee are otherwise not affected.
(ix) Time off in Lieu of Payment for Overtime: An employee may, with the consent of the employer,
elect to take time in lieu of payment of overtime accumulated in accordance with the provisions of
Clause 20A of this Award for the purpose of providing care and support for a person in
accordance with subclause (v) above.
(x) Make-up time: An employee may elect, with the consent of the employer, to work 'make-up time',
under which the employee takes time off during ordinary hours, and works those hours at a later
time, within the spread of ordinary hours provided in the Award, at the ordinary rate of pay for the
purpose of providing care and support for a person in accordance with subclause (v) above.
(xi) Annual Leave and Leave Without Pay: An employee may elect with the consent of the employer
to take annual leave or leave without pay for the purpose of providing care and support for a
person in accordance with subclause (v) above. Such leave shall be taken in accordance with
Clause 22D, Annual Leave and Clause 22L, Special Leave of this Award.
(xii) An employee, other than a casual employee, with responsibilities for an assistance animal, may in
accordance with this subclause, use any current or accrued sick leave entitlement, for absences
where an assistance animal that is ill or injured requires veterinary care.
For the purposes of this subclause an ‘assistance animal’ is defined in a manner consistent with
section 9 of the Disability Discrimination Act 1992 (Cth) to be guide dogs, hearing assistance
dogs and trained animals (excluding working dogs) that are trained:
(a) to assist a person with a disability to alleviate the effect of the disability; and
(b) to meet standards of hygiene and behaviour that are appropriate for an animal in a
public place.

C. EMERGENCY SERVICES LEAVE

(i) Subject to subclause (ii) of this clause, an employee, other than a casual, who engages in a
‘voluntary emergency management activity’ shall be entitled to up to five (5) days paid
emergency services leave per calendar year from their accrued sick leave balance to participate in
such activity.
(ii) An employee is not entitled to paid emergency services leave under this clause if:
(a) the employee has less than 12 months continuous service with the employer; or
 (b) the taking of the emergency services leave will result in the employee having an
accumulated sick leave balance of less than three (3) weeks.
Note: An employee who does not qualify for Emergency Services Leave under this clause may
apply for special leave under clause 22L of this Award.
(iii) For the purposes of this clause, an employee engages in a ‘voluntary emergency management
activity’ if, and only if:
(a) the employee engages in an activity that involves dealing with an emergency or natural
disaster; and
(b) the employee engages in the activity on a voluntary basis (Note: the activity is not on a
voluntary basis if the employee receives remuneration from the recognised emergency
management body for lost wages or salary); and
(c) the employee is a member of, or has a member-like association with, a recognised
emergency management body; and
(d) either:
(1) the employee was requested by or on behalf of the body to engage in the
activity; or
(2) no such request was made, but it would be reasonable to expect that, if the
circumstances had permitted the making of such a request, it is likely that such a
request would have been made.
(iv) For the purposes of this clause, a ‘recognised emergency management body’ is:
(a) a body, or part of a body, that has a role or function under a plan that:
(1) is for coping with emergencies and/or disasters; and
(2) is prepared by the Commonwealth, a State or a Territory; or
(3) a fire-fighting, civil defence or rescue body, or part of such a body; or
(b) any other body, or part of a body, a substantial purpose of which involves:
(1) securing the safety of persons or animals in an emergency or natural disaster; or
(2) protecting property in an emergency or natural disaster; or
(3) otherwise responding to an emergency or natural disaster.
(v) For the purposes of this clause, an ‘emergency’ means an event, actual or imminent, which
endangers or threaten to endanger life, property or the environment and which requires a
significant and coordinated response.
(vi) The employer may require proof of participation in the voluntary emergency management activity
to justify payment under this clause.

D. ANNUAL LEAVE
Amount of Annual Leave
(i) For each year of service an employee (other than a casual) is entitled to:
(a) 4 weeks of paid annual leave; or
 (b) 5 weeks of paid annual leave if the employee is regularly required to work a seven day a
week rotating roster system.
Accrual of leave
(ii) (a) An employee’s entitlement to paid annual leave accrues progressively during a year of
service according to the employee’s ordinary hours of work, and accumulates from year
to year.
(b) Paid annual leave accrues up to when the employment ends.
Taking paid annual leave
(iii) Unless otherwise provided, paid annual leave may be taken for a period agreed between the
employee and the employer.
(iv) The employer must not unreasonably refuse to agree to a request by the employee to take paid
annual leave.
Annual leave at full pay, half pay or double pay
(v) (a) This subclause applies to an employee who is an employee of a ‘council’ within the
meaning of the Local Government Act 1993 (NSW).
(b) An employee who is entitled to annual leave may, with the consent of the employer, take
annual leave:
(1) on full pay; or
(2) on half pay; or
(3) on double pay.
(c) When an employee takes annual leave, the leave entitlement will be deducted on the
following basis:
(1) a period of leave on full pay – the number of days so taken; or
(2) a period of leave on half pay – half the number of days so taken; or
(3) a period of leave on double pay – twice the number of days so taken.
(d) When an employee takes annual leave, the period of service for the purpose of leave
accruals shall be as follows:
(1) a period of leave on full pay – the number of days so taken; or
(2) a period of leave on half pay – half the number of days so taken; or
(3) a period of leave on double pay – the number of days so taken.
(e) The entitlement to taken annual leave at double pay is only available to an employee if,
after taking the period of leave, the employee will have an accrued annual leave
entitlement of not less than four (4) weeks.
(f) Employees that take annual leave at half pay or double pay shall not be disadvantaged
nor obtain a windfall gain in relation to superannuation contributions.
Payment in lieu of annual leave
(vi) (a) This subclause applies to an employee who is an employee of a ‘council’ within the
meaning of the Local Government Act 1993 (NSW).
(b) An employee and an employer may agree to a payment in lieu of a period of annual leave
to which the employee is entitled only if:
(1) after the payment the employee will have an accrued annual leave
entitlement of not less than four (4) weeks; and
(2) the payment in lieu of a period of annual leave is not less than the
employee’s ordinary pay.
(c) Periods of annual leave that are cashed out shall not attract any accruals.
(d) Employees that are paid in lieu of annual leave shall not be disadvantaged nor
obtain a windfall gain in relation to superannuation contributions.
Requirement to take annual leave
(vii) The employer may direct an employee to take annual leave by giving at least four weeks prior
notification in the following circumstances:
(a) where the employee has accumulated in excess of eight weeks annual leave
(b) a period of annual close-down of up to and including two (2) weeks.
Provided that:
(1) Where an employee has accrued more annual leave than the period of the annual
close down, the balance of such leave shall be taken in accordance with
subclause (i) of this clause.
(2) In the case of employees who are not entitled to annual leave or do not have an
entitlement sufficient to cover the period of the close-down, the employer shall
endeavour to provide meaningful duties as are within the limits of the
employee's skill, competence and training for the whole or part of the close-
down.
(3) In the event that meaningful duties are not available the employee may be
directed to take leave without pay, or by agreement with the employer may take
annual leave in advance of the entitlement provided that in the event of the
employee leaving employment before the entitlement becomes due, such annual
leave shall be repaid by a deduction from the employee's termination pay.
(4) In the event that leave without pay is directed to be taken, such leave shall be
regarded as service for the purpose of the accrual of long service leave, sick
leave and annual leave.
(5) Any arrangements concerning annual close down made under previous Awards
will continue to apply unless otherwise agreed, provided that any request to
change the arrangement shall not be unreasonably refused.
Employee not taken to be on paid annual leave on Public Holidays
(viii) If the period during which an employee takes paid annual leave includes a day or part-day that is a
declared public holiday in the place where the employee is based for work purposes, the employee
is taken not to be on paid annual leave on that declared public holiday.
Payment for annual leave
(ix) Unless otherwise provided, if an employee takes a period of paid annual leave, the employer must
pay the employee at the employee’s ordinary rate of pay for the period of annual leave either
before the commencement of the employee’s annual leave, or by agreement through the usual pay
periods.
Resignation or termination of employment
(x) On resignation or termination of employment, the employer shall pay to the employee their
ordinary rate of pay for all accrued untaken annual leave.
Varying rates of pay
(xi) Where an employee receives a varying rate of pay for 6 months or more in the aggregate in the
preceding 12 month period, the employee's ordinary rate of pay shall be deemed to be the average
weekly rate of pay earned during the period actually worked over the 12 months immediately
preceding the annual leave or the right to payment under this clause.

E. LONG SERVICE LEAVE

(i) (a) An employee shall be entitled to Long Service Leave at the ordinary rate of pay as
follows: -

LENGTH OF SERVICE ENTITLEMENT

After 5 years' service 6.5 weeks

After 10 years' service 13 weeks

After 15 years' service 19.5 weeks

After 20 years' service 30.5 weeks

For every completed period of 5 years' service thereafter 11 weeks

(b) Where an employee has completed more than five years’ service with the employer and
is terminated for any cause, long service leave shall be deemed to have accrued for the
employee's total length of service and an amount equivalent to such long service leave,
less such leave already taken, computed in monthly periods and equivalent to 1.3 weeks
for each year of service up to 15 years and 2.2 weeks for each year of service from 15
years onwards.
(c) Where an employee has completed more than five (5) years of service with the employer,
the employee shall be entitled to apply for long service leave accrued between each
completed five (5) years of service on a pro rata basis calculated monthly. Such an
application shall not be unreasonably refused.
(ii) (a) An employee who is entitled to long service leave may, with the consent of the employer,
take long service leave:
(1) on full pay; or
(2) on half pay; or
(3) on double pay.
 (b) When an employee takes long service leave, the leave entitlement will be deducted on
the following basis:
(1) a period of leave on full pay – the number of days so taken; or
(2) a period of leave on half pay – half the number of days so taken; or
(3) a period of leave on double pay – twice the number of days so taken.
(c) When an employee takes long service leave, the period of service for the purpose of
leave accruals shall be as follows:
(1) a period of leave on full pay – the number of days so taken; or
(2) a period of leave on half pay – half the number of days so taken; or
(3) a period of leave on double pay – the number of days so taken.
(d) Employees that take long service leave at half pay or double pay shall not be
disadvantaged nor obtain a windfall gain in relation to superannuation contributions.
(iii) (a) Long service leave shall be taken at a time mutually convenient to the employer and
employee, provided that all long service leave accruing on or after 23 June 1988 shall be
taken within five years of it falling due. The employer may direct an employee to take
long service leave accrued on or after 23 June 1988 and not taken within five years of it
falling due provided that at least four weeks’ notice is given to the employee.
(b) Payment to an employee proceeding on long service leave shall be made by the employer
at the employee’s ordinary rate of pay calculated according to how the leave is taken (i.e.
either full, half, or double ordinary pay) for the period of long service leave either before
the commencement of the employee’s long service leave, or by agreement through the
usual pay periods.
(c) Where an employee receives a varying rate of pay for 6 months or more in the aggregate
in the preceding 12 month period, the employee's ordinary rate of pay shall be deemed to
be the average weekly rate of pay earned during the period actually worked over the 12
months immediately preceding the long service leave or the right to payment under this
clause.
(d) An employee who has become entitled to a period of leave and the employee's
employment is terminated by resignation, death or dismissal for any cause shall be
deemed to have entered upon leave at the date of termination of the employment and
shall be entitled to payment accordingly.
(iv) (a) For the purpose of calculating long service leave entitlement in accordance with
subclause (i) of this clause all prior continuous service with any other employer within
New South Wales shall be deemed to be service with the employer by which the
employee is currently employed.
(b) Continuity of service shall be deemed not to have been broken by transfer or change of
employment from one employer to another provided the period between cessation of
service with one employer and appointment to the service of another employer does not
exceed three months and such period is covered by accrued annual and long service leave
standing to the credit of the employee at the time of the transfer, provided further that the
employee concerned does not engage in work of any kind during the period of paid leave
 between the cessation of service with one employer and appointment to the service of
another employer.
(v) (a) An employee who is entitled to long service leave, may, with the consent of the
employer, cash out a particular amount of Excess Long Service Leave. Excess long
Service Leave means the long service leave that an employee has accrued under the
Award that is in excess of the long service leave that the employee would have accrued if
covered by section 4 of the Long Service Leave Act 1955, (the “LSL Act”). For the
purpose of this subclause, long service leave is deemed to accrue under the LSL Act at
the rate of 0.867 weeks per year of service.
(b) Each cashing out of a particular amount of Excess Long Service Leave must be by
separate agreement between the employer and the employee.
(vi) For the purpose of this clause, service shall include the following periods: -
(a) Any period of service with any of Her Majesty's Forces provided that the employee
enlisted or was called up direct from the service of the employer.
(b) In the case of an employee, transferred to the service of an employer of a new or altered
area - any period of service with the employer from which such employee was
transferred.
(c) Service shall mean all service with the employer irrespective of the classification under
which the employee was employed.
(vii) There shall be deducted in the calculation of the employee's service all leave of absence without
payment not specifically acknowledged and accepted by the employer as service at the time leave
was taken.
(viii) When an employee transfers from one employer to another, the former employer shall pay to the
newly employing employer the monetary equivalent of all long service leave accruing to the
employee at the time of transfer, up to a maximum of five (5) years of accrual, calculated at the
rate(s) of accrual applying to leave accrued in the five (5) years immediately prior to the transfer.
By agreement between the former employer and the newly employing employer, more than the
monetary equivalent of five (5) years of accrued long service leave may be transferred. However,
an employee who at the time of transfer has completed at least five years continuous service may
elect to be paid the monetary equivalent of the entitlement. Employees who at the time of transfer
elect to be paid the monetary equivalent of their long service leave entitlement shall have that
entitlement calculated by multiplying in completed years and months their period of continuous
service with the employer(s). A statement showing all prior continuous service with the
employer(s) of the employee concerned shall be furnished together with details of the assessment
of the amount of money that shall be paid into a Long Service Leave Reserve Account and
appropriate notations made in the employer 's Long Service Leave Record.
(ix) The employer which has received under subclause (viii) of this clause a monetary equivalent of
long service leave entitlement to cover an employee's period of service with a previously
employing employer(s) shall if the employee subsequently leaves the service of that employing
employer to seek employment outside New South Wales Local Government before a long service
leave entitlement has become due, refund to such previously employing employer (s) the amount
paid.
(x) Long service leave shall be exclusive of annual leave and any other holidays as prescribed by
clause 21, Holidays of this Award, occurring during the taking of any period of long service leave,
 provided that where a public holiday falls during a period where the employee has taken long
service leave on half pay, the public holiday shall also be paid at half pay.
(xi) When the service of an employee is terminated by death the employer shall pay to the employee's
estate the monetary equivalent of any untaken long service leave standing to the employee's credit
at the time of the employee's decease.
(xii) Where an employee's service is terminated at the end of a season or through shortage of work,
material or finance or through illness certified by a duly qualified medical practitioner and such
employee is re-employed by the same employer within 12 months of termination of service, prior
service shall be counted for the purpose of this clause.

F. PARENTAL LEAVE (GENERAL)

Relationship with federal legislation – Clauses 22F, 22G, 22H and 22I of this Award shall apply in
addition to:
(i) Chapter 2, Part 2-2, Division 5 – ‘Parental leave and related entitlements’ of the National
Employment Standard (NES) under the Fair Work Act 2009 (Cth); and
(ii) the Paid Parental Leave Act 2010 (Cth).

Note:
Division 5 of the Fair Work Act 2009 (Cth) relates to:
• unpaid parental leave, including unpaid adoption leave
• unpaid special maternity leave
• transfer to a safe job and no safe job leave

G. PAID PARENTAL LEAVE

(i) Definitions – in this clause:
(a) PPL instalments shall mean instalments paid during the paid parental leave period under
the Paid Parental Leave Act 2010 (Cth).
(b) parental leave make-up pay shall mean the employee’s ordinary pay, inclusive of PPL
instalments. Where an employee works a varying number of ordinary hours for 6 months
or more in the aggregate in the 12 month period immediately preceding leave associated
with the birth of a child, the employee’s ordinary hours shall be deemed to be the average
weekly number of ordinary hours worked during the 12 month period.
(ii) Eligibility
This clause shall apply to an employee who is receiving PPL instalments as a primary or
secondary claimant under the Paid Parental Leave Act 2010 (Cth) and who has had 12 months
continuous service with the employer immediately prior to the commencement of paid parental
leave.
(iii) Entitlement to parental leave make-up pay
(a) An employee shall be entitled to parental leave make-up pay for the period that they are
receiving PPL instalments, up to a maximum of 18 weeks.
 (b) The period of parental leave make-up pay shall be counted as service for the purposes of
long service, annual and sick leave accruals and superannuation. Superannuation is
calculated on the employee’s ordinary rate of pay.
(c) Requalification period – An employee shall not be entitled to a further period of parental
leave make up pay unless the employee has returned to work for the employer for at least
3 months since their previous period of parental leave.
(iv) Employee’s right to choose
(a) An employee who satisfies the eligibility criteria for paid maternity leave or paid special
maternity leave under Clause 19F, Paid Maternity Leave, of the Local Government
(State) Award 2007, may elect to receive paid maternity leave and/or paid special
maternity leave (9 weeks full pay or 18 weeks half pay) in accordance with the
provisions of the Local Government (State) Award 2007 in lieu of the entitlement to
parental leave make-up pay under this Award, provided that the requalification period in
subclause (iii) above shall apply.
(b) This subclause shall not apply where another employee of the employer receives parental
leave make-up pay in connection with the pregnancy or birth of the child.

H. CONCURRENT PARENTAL LEAVE

An employee, other than a casual, who is a supporting parent shall be entitled to up to two weeks paid
concurrent parental leave from their accrued sick leave balance at the time their partner gives birth to a
child or at the time the employee adopts a child provided that the employee has had 12 months continuous
service with the employer immediately prior to the commencement of their concurrent parental leave.

I. ADOPTION LEAVE
(i) Eligibility
This clause applies to an employee who is entitled to adoption-related leave under the Fair Work Act 2009
(Cth).
(ii) Pre-adoption Leave
(a) An employee, other than a casual, who is entitled to unpaid pre-adoption leave under the
Fair Work Act 2009 (Cth) is entitled to up to 2 days paid pre-adoption leave at ordinary
pay for the period of such leave.
(b) An employee who is entitled to a period of paid pre-adoption leave is entitled to take the
leave as:
(1) single continuous period of up to 2 days; or
(2) any separate periods to which the employee and the employer agree.
(iii) Adoption Leave
(a) Subject to subclause (c), an employee, other than a casual, who has or will have primary
responsibility for the care of an adopted child is entitled to paid adoption leave at
ordinary pay from the date the child is placed with the employee for adoption according
to the following scale:

AGE OF CHILD AT THE DATE OF PLACEMENT ENTITLEMENT

 9 weeks full pay, or
Less than 5 years of age
18 weeks half pay
4 weeks full pay, or
Between 5 years of age and less than 16 years of age
8 weeks half pay

(b) Notwithstanding the above, where the adopted child is aged between 5 years of age and
less than 16 years of age at the date of placement with the employee and there are special
needs and reasons in the child’s life, the employer shall not unreasonably refuse to grant
up to nine weeks paid adoption leave at full pay or 18 weeks paid adoption leave at half
pay.
(c) An employee is not entitled to paid adoption leave under this clause where the employee
receives parental leave make-up pay in connection with the adoption of the child.
(iv) Family reunion leave
(a) An employee, other than a casual, able to establish that they were adopted under a
"closed adoption" practice shall be entitled to up to five (5) days family reunion leave
from their accumulated sick leave balance to reunite with their biological parent(s) for
the first time.
(b) For the purpose of this sub-clause “closed adoption” means an adoption whereby the
record of the biological parent(s) is kept sealed and the adopted child is thereby
prevented from knowing the identity of such biological parent(s).

J. BEREAVEMENT LEAVE
(i) Subject to this clause, where an employee, other than a casual, is absent from duty because of the
death of a person and provides satisfactory evidence to the employer of such, the employee shall
be entitled to bereavement leave as follows:
(a) Up to four days paid bereavement leave upon the death of a member of the employee’s
immediate family; or
(b) Up to two days paid bereavement leave upon the death of a member of the employee’s
extended family;
(ii) For the purposes of this clause, immediate family shall mean the following:
(a) a spouse or de facto partner of the employee;
(b) a child of the employee;
(c) a parent of the employee;
(d) a sibling of the employee;
(e) a grandchild of the employee;
(f) a child of the spouse or de facto partner of the employee;
(g) a parent of the spouse or de facto partner of the employee;
(h) a sibling of the spouse or de facto partner of the employee;
(i) a grandchild of the spouse or de facto partner of the employee;
 (j) a member of the employee’s extended family living in the same domestic dwelling as the
employee.
(iii) For the purposes of this clause, extended family shall mean the following:
(a) a niece of the employee;
(b) a nephew of the employee;
(c) an uncle of the employee;
(d) an aunt of the employee;
(e) a grandparent of the employee;
(f) a grandparent of the spouse or de facto partner of the employee;
(g) the spouse or de-facto partner of a sibling of the employee;
(h) the spouse or de-facto partner of the employee’s child (son in law or daughter in law).
(iv) The employer may grant an employee additional bereavement leave if satisfied that extenuating
circumstances exist.
(v) Bereavement Entitlements for Casual Employees
(a) Subject to providing satisfactory evidence to the employer, casual employees are entitled
to not be available to attend work, or to leave work upon the death of a person as
provided in subclauses (i) to (iv) of Clause 22J, Bereavement Leave.
(b) The casual employee is not entitled to any payment for the period of non-attendance.
(c) The employer must not fail to re-engage a casual employee because the employee
accessed the entitlements provided for in this clause. The rights of the employer to
engage or not engage a casual employee are otherwise not affected.

K. OTHER PAID LEAVE

(i) Jury Service Leave
An employee required to attend for jury service during the employee's ordinary working hours
shall be reimbursed by the employer an amount equal to the difference between the amount in
respect of the employee's attendance for such jury service and the amount of wage the employee
would have received in respect of the ordinary time the employee would have worked had the
employee not been on jury service. An employee shall notify the employer as soon as possible of
the date upon which the employee is required to attend for jury service. Further the employee shall
give the employer proof of attendance, the duration of such attendance and the amount received in
respect of such jury service.
(ii) Union Training Leave
(a) An eligible employee shall be entitled to five (5) days paid leave to attend courses which
are specifically directed towards relevant training for eligible employees.
(b) For the purpose of this clause relevant training for eligible employees is training directly
related to:
 (1) Eligible employees’ rights and responsibilities in their capacity as union
delegates.
(2) Understanding this Award, enterprise agreements, council agreements, and
council policies.
(3) Grievance and dispute procedures, and disciplinary procedures;
(4) Code of Conduct;
(5) Bullying, harassment, and discrimination.
(c) Such leave will be available to an individual eligible employee once only during their
employment, provided that the employer shall not unreasonably refuse additional training
where:
(1) There is a change in relevant provisions of this Award; or
(2) More than three (3) years has elapsed since the eligible employee last took leave
for the purpose of this clause.
(d) An eligible employee is defined as a full-time or part-time employee:
(1) Who is a union delegate, who has been duly appointed by a union and the
employer has been formally notified of that appointment; and
(2) Who has completed 12 months continuous service with the current employer,
unless otherwise agreed.
(e) An eligible employee must comply with the following notice requirements:
(1) Provide the employer with at least four (4) weeks prior notice in writing of their
request to attend a training course;
(2) Outline details of the type, content and duration of the course to be attended in
the written notice.
(f) The employer will consider a request for leave in accordance with this clause having
regard to:
(1) The operational requirements of the employer; and
(2) The capacity of the employer to make adequate staffing arrangements among
current employees during the proposed period of leave.
(g) An employer must not unreasonably refuse to agree to a request by the employee to take
training leave.
(h) An employer will not be liable for any additional expenses associated with an employee's
attendance at a course other than the payment of ordinary hourly ordinary time rate for
such absence.
(i) An eligible employee will be required to provide the employer with proof of attendance
at, and satisfactory completion of, the course to qualify for payment of leave.
(j) Nothing in this subclause prevents an employer and employee from agreeing to
additional union training leave either with or without pay.
(k) Leave granted pursuant to this clause counts as service for all purposes of this award.
(iii) Union Conference Leave
Accredited delegates to the unions’ annual conferences shall be granted paid leave for the duration
of the conference provided that the employer’s operational requirements are met and the union
notifies the employer of the accredited delegates nominated to attend the conference at least one
month prior to the commencement of the conference.

L. SPECIAL LEAVE
(i) The employer may grant special leave, either with pay or without pay, to an employee for a period
as determined by the employer to cover any specific matter approved by the employer, including
but not limited to:
(a) leave for victims of family and domestic violence;
(b) leave for engaging in a voluntary emergency management activity;
(c) compassionate leave for employees facing unforeseen circumstances such as injury or
terminal illness; or
(d) leave to attend to duties as a member of the Australian Defence Force.
(ii) Periods of leave without pay shall not be regarded as service for the purpose of computing
entitlements under this Award. Such periods of leave without pay shall not however, constitute a
break in the employee's continuity of service.
(iii) An employee shall not be entitled to any payment for public holidays during an absence on
approved leave without pay.

M. FAMILY AND DOMESTIC VIOLENCE LEAVE

(i) Definitions
(a) In this clause:
• “family and domestic violence” means violent, threatening or other abusive
behaviour, by a family member of an employee or another person living in the
same household as the employee, that seeks to coerce or control the employee
and that causes them harm or to be fearful.
• “family member” means:
(1) a spouse, de facto partner, child, parent, grandparent, grandchild or
sibling of the employee; or

(2) a child, parent, grandparent, grandchild or sibling of a spouse or de

facto partner of the employee; or
(3) a person related to the employee according to Aboriginal or Torres
Strait Islander kinship rules.

(b) A reference to a spouse or de facto partner in the definition of family member in

subclause (i)(a) of this clause includes a former spouse or de facto partner.
(ii) Entitlement to paid leave
 (a) Subject to subclause (iii) of this clause, an employee, other than a casual employee, is
entitled to up to 10 days’ paid leave to deal with the impact of family and domestic
violence, as follows:
(1) the leave is available in full at the start of each 12 month period of the
employee’s employment; and
(2) the leave does not accumulate from year to year.

(b) Casuals, whilst not eligible for paid leave under this clause, may make themselves
unavailable for work without consequence to deal with the impact of family and
domestic violence.
(iii) Taking paid leave
An employee may take paid leave to deal with family and domestic violence if the employee:
(a) is experiencing family and domestic violence; and
(b) requires flexibility to deal with the impact of the family and domestic violence.
Note: The reason(s) for which an employee may take leave include making arrangements for
their safety or the safety of a family member (including relocation), attending urgent
court hearings, or accessing police services.
(iv) Service and continuity
The time an employee is on paid leave to deal with family and domestic violence counts as service
and does not break the employee’s continuity of service.
(v) Notice and evidence requirements
(a) Notice
An employee must give their employer notice of the taking of leave by the employee under this
clause. The notice:
(1) must be given to the employer as soon as practicable (which may be a time after the
leave has started); and
(2) must advise the employer of the period, or expected period, of the leave.
(b) Evidence
An employee who has given their employer notice of the taking of leave under this
clause must, if required by the employer, give the employer evidence that would satisfy a
reasonable person that the leave is taken for the purpose specified in subclause (iii) of this clause.
Note: Depending on the circumstances such evidence may include a document issued
by police, a court or a family violence support service, or a statutory declaration.

23. FLEXIBILITY FOR WORK AND FAMILY RESPONSIBILITIES

(i) In recognition of the commitment to provide flexibility for work and family responsibilities and
the need to retain skills and experience within the industry, employers are encouraged to develop
and promote flexible work and leave arrangements to enable their employees to better manage
their work and family responsibilities.
RIGHT TO REQUEST CHANGES IN WORKING ARRANGEMENTS
(ii) An employee may request a change in working arrangements if:
(a) The employee is the parent, or has responsibility for the care, of a child who is of school
age or younger;
(b) The employee is a carer (within the meaning of the Carer Recognition Act 2010 (Cth));
(c) The employee has a disability;
(d) The employee is 55 or older;
(e) The employee is experiencing violence from a member of the employee’s immediate
family;
(f) Such other circumstances where an employee can demonstrate a genuine need for
flexible work and leave arrangements to attend to work and family responsibilities.
(iii) The employee is not entitled to make the request unless:
(a) For an employee other than a casual employee - the employee has completed at least 12
months of continuous service with the employer immediately before making the request.
Formal requirements
(iv) The request must:
(a) be in writing: and
(b) set out the details of the change sought and of the reasons for the change
Considering the request
(v) The employer must give the employee a written response to the request within 21 days, stating
whether the employer grants or refuses the request.
(vi) The employer may refuse the request only on reasonable business grounds. Business grounds will
include but not be limited to:
(a) that the new working arrangements requested by the employee would be too costly for
the employer;
(b) that there is no capacity to change the working arrangements of other employees to
accommodate the new working arrangements requested by the employee;
(c) that it would be impractical to change the working arrangement of other employees, or
recruit new employees, to accommodate the new working arrangements requested by the
employee;
(d) that the new working arrangements requested by the employee would be likely to result
in a significant loss in efficiency or productivity; and
(e) that the new working arrangements requested by the employee would be likely to have
significant negative impact on customer service.
(vii) If the employer refuses the request, the written response must detail the reasons for the refusal.
(viii) Flexible work and leave arrangements include but are not limited to:
(a) make up time;
 (b) flexi time;
(c) time in lieu;
(d) leave without pay;
(e) annual leave;
(f) part-time work;
(g) job share arrangements;
(h) variations to ordinary hours and rosters;
(i) purchased additional annual leave arrangements;
(j) working from home arrangements; and
(k) arrangements to accommodate breastfeeding women.
(ix) The terms of agreed changes to working arrangements, including flexible work and leave
arrangements shall be in writing and may be varied from time to time, by agreement, to suit the
specific needs of either party.

24. PHASED RETIREMENT

(i) In recognition of the ageing workforce in local government and the need to retain skills and
experience within the industry, employers are encouraged to develop and promote flexible work
and leave arrangements to enable their employees to better manage their transition into retirement.
(ii) Examples of flexible work and leave arrangements include:
(a) Part-time work;
(b) Flexi time;
(c) Leave without pay;
(d) Job sharing arrangements;
(e) Variations to ordinary hours and rosters;
(f) Job redesign; and
(g) Purchased additional annual leave arrangements.
(iii) The terms of a flexible work and leave arrangements shall be in writing and may be varied from
time to time, by agreement, to suit the specific needs of either the employer or the employee.

25. HEALTH AND WELLBEING

(i) The parties to the Award recognise that workplace health and wellbeing programs can lead to
positive outcomes such as improved employee work performance and productivity, improved
employee recruitment and retention, reduced absenteeism, and other benefits.
(ii) Employers are encouraged to develop workplace health and/or wellbeing programs that are suited
to the needs and resources of the employer.
(iii) An employee may, with the consent of the employer, take up to two (2) days paid leave per
calendar year from their accrued sick leave balance to participate in a health and/or wellbeing
activity, subject to the following:
(a) the granting of paid leave under this clause is at the discretion of the employer; and
(b) the taking of paid leave under this clause must not result in the employee having an
accumulated sick leave balance of less than two (2) weeks; and
(c) the employer may require proof of participation in the health and/or wellbeing activity to
justify payment under this clause.

26. PART-TIME EMPLOYMENT

(i) A part-time employee shall mean an employee who is engaged on the basis of a regular number of
hours which are less than the full-time ordinary hours in accordance with Clause 19, Hours of
Work of this Award.
(ii) Prior to commencing part-time work the employer and the employee shall agree upon the
conditions under which the work is to be performed including:
(a) The hours to be worked by the employee, the days upon which they shall be worked and
the commencing times for the work.
(b) The nature of the work to be performed.
(c) The rate of pay as paid in accordance with this Award
(iii) The conditions may also stipulate the period of part-time employment.
(iv) The conditions may be varied by consent.
(v) The conditions or any variation to them must be in writing and retained by the employer. A copy
of the conditions and any variations to them must be provided to the employee by the employer.
(a) Where it is proposed to alter a full-time position to become a part-time position such
proposal shall be referred to the consultative committee for information.
(b) In such cases the employer and the employee shall agree upon the conditions, if any, of
return to full-time work.
(vi) A part-time employee may work more than their regular number of hours at their ordinary hourly
rate by agreement. Where an employee works hours outside the spread of hours in clause 19,
Hours of Work of this Award, the provisions of clause 20, Overtime, shall apply.
(vii) Part-time employees shall receive all conditions prescribed by the Award on a pro-rata basis of the
regular hours worked. An adjustment to the accrued leave entitlements may be required at the
conclusion of each service year based on the proportion of actual hours worked.
(vii) Where a public holiday falls on a day where a part-time employee would have regularly worked
the employee shall be paid for the hours normally worked on that day.
(ix) A change to full-time employment from part-time employment or to part-time employment from
full-time employment shall not constitute a break in the continuity of service. All accrued
entitlements shall be calculated in proportion to the hours worked in each employment
arrangement.
27. CASUAL EMPLOYMENT
(i) A casual employee shall mean an employee engaged on a day to day basis.
(ii) (a) A casual employee shall not:
(1) replace an employee of the employer on a permanent basis; or
(2) be engaged by the employer on a permanent basis.
(b) An employee engaged under this clause for a period in excess of 12 months may request
that the employer review the nature of their engagement.
(1) A review under subclause (ii)(b) shall examine whether or not the position is
more appropriately filled by a permanent employee. In undertaking this review
the employer shall have regard to the following matters:
• the genuine operational reasons that align with the nature of the role;
• the service requirements of the position;
• the seasonal nature of the role;
• if the position is contingent upon external funding; and
• any other relevant matter.
(2) As a result of a review conducted under subclause (ii)(b) an employee may be
invited to apply for a permanent position with the employer.
(iii) A casual employee shall be paid the hourly rate for ordinary hours worked in accordance with
clause 19, Hours of Work.
(iv) Casual employees who work on Saturday and/or Sunday are entitled to penalty rates prescribed by
clause 19B. The penalties are calculated on the ordinary hourly rate.
(v) Casual employees who work outside the relevant spread of hours identified at clause 19C(i), (ii)
and (iii) are entitled to a shift penalty. The penalty is calculated on the ordinary hourly rate.
(vi) Subject to clause 20A(viii), a casual employee will not be offered to work overtime in a position
held by a permanent employee of the employer, if such permanent employee is available to work
that overtime. Overtime shall be paid where a casual employee works outside the ordinary hours
for that position. In cases where there are no ordinary hours for the position, overtime shall be
paid for the hours worked in excess of those prescribed in Clause 19, Hours of Work.
(vii) In addition to the amounts prescribed by subclause (iii) of this clause, a twenty-five percent
loading, calculated on the ordinary hourly rate, shall be paid. This loading shall not attract any
penalty. This loading shall be paid in lieu of all leave (including but not limited to annual leave,
long service leave and sick leave) and severance pay, except for paid parental leave prescribed by
the Award. Casual loading is not payable on overtime.
(viii) Casual employees engaged on a regular and systematic basis shall:
(a) Have access to annual assessment under the employer’s salary system.
(b) Have their service as a casual counted as service for the purpose of calculating long
service leave where the service as a casual employee is continuous with their
appointment to a permanent position on employer's structure. In calculating the long
 service leave entitlement in such cases there shall be a deduction of the long service
leave accrued whilst the employee was employed as a casual.
(ix) A casual employee shall not replace an employee of the employer on a permanent basis.
(x) Carer’s entitlements shall be available for casual employees as set out in subclause (viii) of Clause
22, Part B of this Award.
(xi) Bereavement entitlements shall be available for casual employees as set out in subclause (v) of
Clause 22J of this Awar d.

28. JOB SHARE EMPLOYMENT

(i) Job sharing is a form of part-time employment where more than one employee shares all the
duties and responsibilities of one position.
(ii) (a) Job sharing shall be entered into by agreement between the employer and the employees
concerned.
(b) Such agreement shall be referred to the consultative committee for information.
(iii) The employer and the job sharers shall agree on the allocation of work between job sharers.
(iv) (a) The ordinary hours of work of the position shall be fixed in accordance with clause 19,
Hours of Work of this Award.
(b) The job sharers in conjunction with the employer shall agree on the hours to be worked.
Such agreement shall specify the regular number of ordinary hours to be worked by each
job sharer.
(v) (a) In the absence of a job sharer the remaining job sharer(s) may be required by the
employer to relieve the absent job sharer provided the remaining job sharer(s) are
reasonably available.
(b) In such cases the relieving job sharer(s) shall be paid their ordinary rate of pay for the
time relieving.
(vi) A job sharer may work more than their regular number of hours at their ordinary hourly rate by
agreement. Where an employee works hours outside the spread of hours in clause 19, Hours of
Work of this Award the provisions of clause 20, Overtime, shall apply.
(vii) The employer must establish appropriate communication mechanisms between the job sharers to
facilitate the handing over of tasks from one job sharer to another.
(viii) (a) Job sharers shall have access to all provisions of this Award including training and
development.
(b) Job sharers shall receive pro-rata pay and conditions in proportion to the ordinary hours
worked by each job sharer.
(c) An adjustment to accrued leave entitlements may be required at the conclusion of each
service year based on the proportion of actual hours worked.
(d) A change to job sharing from full-time or part-time employment or from job sharing to
full-time or part-time employment shall not constitute a break in the continuity of
service. All accrued entitlements shall be calculated in proportion to the hours worked in
each employment arrangement.
(ix) In the event of a job sharer vacating the position the employer shall review the position and shall
consider filling the vacancy or offering the remaining job sharer(s) increased hours.
(x) The terms of a job share arrangement or any variation to it must be in writing. A copy of the
arrangement and any variation to it must be provided to the job sharer(s) by the employer.

29. LABOUR HIRE

(i) Labour hire staff employed by a labour hire business shall not be engaged on a permanent basis in
work functions ordinarily filled by permanent employees of the employer. In ensuring that labour
hire staff are not engaged on a permanent basis the employer shall review the use of labour hire
services on an annual basis.
(ii) This clause does not apply to the employment of apprentices and/or trainees by a group training
business.
(iii) For the purpose of this clause:
(a) a “labour hire business” is a bona fide labour hire business (whether an organisation,
business enterprise, company, partnership, co-operative, sole trader, family trust or unit
trust, corporation and/or person) which supplies staff employed or engaged by it to the
employer on an on-hire basis for the purpose of such staff performing work or services
for that employer. Provided that a business is not a labour hire business if:
(1) the staff of that business are not performing the specific duties of a position(s)
covered by the employer’s organisation structure;
(2) the business is providing professional business services which cannot
reasonably be fulfilled by the employer’s employees, for a specified period of
time or for a specific task (for example, legal, financial or accounting services);
(3) the business is a bona fide contractor providing both equipment and employees
to the employer; or
(4) the business is another entity covered by this Award.
(b) a “group training business” is a bona fide group training business (whether an
organisation, business enterprise, company, partnership, co-operative, sole trader, family
trust or unit trust, corporation and/or person) which has as its business function, or one of
its business functions, to supply apprentices and/or trainees to the employer for the
purpose of such staff performing work or services as an apprentice or trainee for that
employer.
(iv) Notwithstanding the provisions of subclause (i), the employer and the relevant union may agree in
writing that the employer may replace an employee of the employer on a permanent basis with the
employee of a labour hire business.

30. MULTIPLE EMPLOYMENT

Where an employee is employed in a second position with the employer the second position shall, for all
purposes of the Award, be regarded as a separate and distinct employment engagement from the original
employment provided that:
(i) the positions involve different duties or are in different work function areas; and
(ii) the employee agreed to the employment in the second position.

31. JUNIOR AND TRAINEE EMPLOYMENT

A. GENERAL
(i) The rates of pay specified in Band 1/Level 1 are actual not minimum rates.
(ii) Employees engaged at the T3 rate of pay or above may be required to possess a Provisional or
Class C Drivers Licence.

B. JUNIOR EMPLOYMENT
(i) The rates of pay as provided in Band 1/Level 1 are payable to juniors (15-18 years old).
(ii) A junior employee shall be appointed to Band 1/Level 1 according to either their age or
educational qualification, whichever provides for the higher rate of pay.
(iii) Progression along the scale is automatic up to and inclusive of T4, according to the employee's
age.

C. TRAINEE EMPLOYMENT AND APPRENTICESHIPS

(i) The rates of pay as provided for in Band 1/Level 1 are payable to employees undertaking entry
level training.
(ii) An employee shall be appointed to Band 1/Level 1 according to either their age or educational
qualification, whichever provides for the higher rate of pay.
(iii) Progression along the scale is not automatic, but is subject to successful completion of appropriate
training modules and satisfactory service.
(iv) If the employment is to be continued beyond the training period upon the successful completion of
training, the employee shall proceed to the appropriate band and level in the structure.
(v) In addition to the vocational training direction, the employer shall provide an apprentice with the
conditions of the apprenticeship in writing and these conditions shall include:
(a) the term of the apprenticeship;
(b) the course of studies to be undertaken by the apprentice;
(c) the course of on the job training to be undertaken by the apprentice.

D. SCHOOL BASED TRAINEES AND APPRENTICES

(i) The object of Part D of this clause is to assist persons who are undertaking a traineeship or
apprenticeship under a training contract while also enrolled in the Higher School Certificate. Such
school based traineeships/apprenticeships are undertaken at a minimum Certificate II Australian
Qualifications Framework (AQF) qualification for traineeship level and a minimum Certificate III
Australian Qualifications Framework (AQF) qualification for apprenticeship level as specified in
the relevant Vocational Training Order pursuant to the Apprenticeship and Traineeship Act 2001
(NSW).
(ii) The hourly rates for school based trainees/apprentices for total hours worked including time
deemed to be spent in off-the-job training shall be calculated by dividing the applicable weekly
 rate for full time apprentices as set out in Band 1/Level 1 by 38 or 35 in accordance with clause
19, Hours of Work.
(iii) For the purpose of subclause (ii), where a school based trainee/apprentice is a full time school
student, the time spent in off-the-job training for which the school based trainee/apprentice is paid
is deemed to be 25 per cent of the actual hours worked on-the-job each week. The wages paid for
training time may be averaged over the school term or year.
(iv) School based trainees/apprentices progress through the rates of pay set out in Band 1/Level 1
subject to successful completion of appropriate training modules and satisfactory service.
(v) Except as provided by this Award, school-based trainees/apprentices are entitled to pro rata
entitlements of all other conditions of employment.

E. GOVERNMENT FUNDED TRAINEESHIPS

(i) (a) Part E of this clause does not apply to apprentices or trainees who are already trained and
job ready.
(b) A government funded traineeship shall not commence until the relevant Training
Agreement has been registered with the relevant State Training Authority.
(c) Trainees shall not displace existing employees from employment.
(ii) (a) Except as in hereinafter provided, all other terms and conditions of this Award shall
apply.
(b) Nothing in this subclause shall be taken to replace the prescription of training
requirements for all other employees bound by this Award.
(iii) The trainee shall attend an approved training course or training program prescribed in the Training
Agreement or as notified to the trainee by the relevant State Training Authority in accredited and
relevant Traineeship Schemes.
(iv) The employer shall ensure that the trainee is permitted to attend the training course or program
provided for in the Training Agreement and shall ensure that the trainee receives the appropriate
on-the-job training in accordance with the Training Agreement.
(v) The employer shall provide a level of supervision in accordance with the Training Agreement
during the traineeship period.
(vi) The trainee shall be permitted to be absent from work without loss of continuity of employment
and/or wages to attend the training in accordance with the Training Agreement.
(vii) A full-time trainee shall be engaged for a maximum of one year’s duration, except in respect of
AQF III and AQF IV traineeships which may extend up to two years full time, provided that a
trainee shall be subject to a satisfactory probation period of up to one month which may be
reduced at the discretion of the employer. By agreement in writing, and with the consent of the
relevant State Training Authority, the relevant employer and the trainee may vary the duration of
the Traineeship and the extent of approved training provided that any agreement to vary is in
accordance with the relevant Traineeship Scheme.
(viii) Where the trainee completes the qualification in the Training Agreement earlier than the time
specified in the Training Agreement then the traineeship may be concluded by mutual agreement.
(ix) (a) The employer shall not terminate the trainee's service without providing written notice of
termination in accordance with the training agreement and subsequently to the relevant
State Training Authority as appropriate.
(b) Where the employer chooses not to continue the employment of a trainee upon the
completion of the traineeship, it shall notify the relevant state training authority as
appropriate, of its decision.
(x) A trainee who fails to complete the traineeship or who cannot for any reason be placed in full-time
employment with the employer on the successful completion of the traineeship, shall not be
entitled to any severance payments payable pursuant to termination, change or redundancy
provisions or provisions similar thereto.
(xi) Where the employment of a trainee by the employer is continued after the completion of the
traineeship period, such traineeship period shall be counted as service with the employer for the
purposes of this Award or any other legislative entitlements.
(xii) Wages:
(a) The weekly amount of pay payable to trainees shall be as provided in Table 1 of Part B,
Traineeship Rates, of this Award.
(b) The trainee wage rates contained in this Award are minimum rates and shall only apply
to trainees while they are undertaking an approved traineeship which includes approved
training as prescribed above.

32. TRAINING AND DEVELOPMENT

(i) The parties to this Award recognise that increasing the efficiency and productivity of the industry
requires an ongoing commitment to education, training and skill maintenance, development and
enhancement. Accordingly, the parties commit themselves to:
(a) developing a more highly skilled and flexible workforce
(b) providing employees with opportunities through appropriate education and training to
acquire additional skills and
(c) removing barriers to the utilisation of skills in accordance with employers' training plans.
(ii) (a) All employees shall have reasonable and equitable access to education and training, such
education and training shall:
(1) be consistent with the employer's training plan
(2) enable employees to acquire the range of skills they are required to apply in
their positions
(3) enhance employees' opportunities for career path development and mobility
through employer's organisation structures, through participation in the
employers' training plans.
(4) Employees who are required to either hold professional qualifications or
complete further professional qualifications and whose positions are evaluated
in Band 3 or Band 4 of this Award, shall have access to continuing professional
 development (CPD) that is consistent with the training plan for their position as
follows:
(i) 10 hours per annum, or
(ii) in accordance with legislated CPD requirements,
whichever is the greater.
(b) Nothing in this clause prevents an employer and employee from agreeing to additional
CPD training.
(iii) Training Plan and Budget
(a) The employer shall develop a training plan and budget consistent with:
(1) the current and future skill requirements of the employer.
(2) the size, structure and nature of the operations of the employer.
(3) the need to develop vocational skills relevant to the employer and the Local
Government industry.
(b) In developing the training plan, the employer shall have regard to corporate,
departmental and individual training needs.
(c) The training plan shall be designed in consultation with the consultative committee.
(d) The training plan shall, where appropriate, provide for training that is consistent with the
relevant National Training Package.
(e) The training plan, shall provide for the assessment and recognition of employee's current
competencies where possible.
(f) Selection of participants to receive the employer’s required training in accordance with
employer’s training plan is to be based on merit and the needs of the employee as
identified in the employee's performance appraisal.
(iv) If an employee is required by the employer to undertake training in accordance with the
employer’s training plan:
(a) the employer shall grant the employee paid leave to attend course requirements,
including examinations, where the training is undertaken during ordinary working hours;
(b) where the course requirements contain more than a 15% off-the-job component
calculated over any 12 month period the extent to which the employer will grant paid
leave to attend such course requirements shall be specified in the training plan;
(c) the employer shall pay course fees at the commencement of each stage but shall not pay
course fees if the employee is repeating;
(d) the employer shall either provide transport or pay reasonable travelling expenses to
enable employees to attend course requirements;
(e) reasonable travel arrangements shall be agreed; and
(f) where an employee is required to complete major assignment(s) the employer and the
employee shall agree upon appropriate flexible work and study arrangements as are
practicable.
(v) The employer may grant an employee undertaking a course consistent with the employer’s training
plan, although not at the employer's requirement, leave with pay or leave without pay to attend
course requirements provided that the employee gives reasonable notice of such requirements.
Where the employee is not granted such leave the employer shall give preference in granting
annual leave or other accrued leave to attend course requirements provided that the employee
gives reasonable notice of such requirements. The employer may pay course fees at its discretion.
(vi) The parties shall continue to engage with the VET system to ensure that the skills needs of local
government are addressed in training package development.

33. CONSULTATIVE COMMITTEES

A. AIM
The parties to the Award are committed to consultative and participative processes. There shall be a
consultative committee at each employer which shall:
(i) provide a forum for consultation between the employer and its employees that encourages a free
and open exchange of views;
(ii) positively co-operate in workplace reform to enhance the efficiency and productivity of the
employer and to provide employees with access to career opportunities and more fulfilling, varied
and better paid work.

B. SIZE AND COMPOSITION

(i) The size and composition of the consultative committee shall be representative of the employer’s
workforce and agreed to by the employer and the local representatives from the following unions:
USU; depa and the LGEA and such agreement shall not be unreasonably withheld.
(ii) The consultative committee shall include but not be limited to employee representatives of each of
the unions who have members employed at the employer.
(iii) Officers of the union(s) or Association(s) may attend and provide input to meetings of the
consultative committee, at the invitation of the consultative committee or their respective
members.

C. SCOPE OF CONSULTATIVE COMMITTEES

(i) The functions of the consultative committee include:
(a) Award implementation
(b) training
(c) consultation with regard to organisation restructure
(d) job redesign
(e) salary systems
(f) communication and education mechanisms
(g) performance management systems
(h) changes to variable working hours arrangements for new or vacant positions
 (i) local government reform
(j) proposed variations to leaseback vehicle arrangements
(k) health and wellbeing programs.
(ii) The consultative committee shall not consider matters which are being or should be processed in
accordance with Award clause 36, Grievance and Disputes Procedures.

D. MEETINGS AND SUPPORT SERVICES

(i) The consultative committee will make recommendations based upon consensus. Where there is no
consensus on a particular item, the recommendation to the employer should note the dissenting
views.
(ii) The consultative committee shall meet as required.

34. APPOINTMENT AND PROMOTION

(i) Where an employer is required by section 348 of the Local Government Act 1993 (NSW) to
advertise a position within the organisation structure of the Council, prior to advertising the
position externally, the Council may consider advertising the position internally if such an
approach enables suitably qualified persons to apply for the position.
(ii) Where an internal applicant has applied for a new or vacant position and their application is
unsuccessful, the employee may:
(a) request in writing the reason(s) as to why they were not appointed, and upon such
request, the employer shall provide the reason(s) in writing; and
(b) request a review of their individual education and training needs.

35. TERM CONTRACTS

(i) The employer may only employ a person on a term contract of employment in the following
situations:
(a) for the life of a specific task or project that has a definable work activity, or
(b) to perform the duties associated with an externally funded position where the length of
the employment depends on the length of the funding, or
(c) to perform the duties associated with a vacant position until the vacant position is filled
on a permanent basis, provided that the duration is no longer than is reasonably necessary
to undertake recruitment for the vacant position, or
(d) to temporarily replace an employee who is on approved leave, secondment, workers
compensation, acting in a different position or working reduced hours under a flexible
work and leave arrangement, or
(e) to undertake training and work as part of an apprenticeship, traineeship or student work
experience program in conjunction with an education institution, or
(f) to trial a new work area, provided that the duration is no longer than is reasonably
necessary to trial the new work area, or
 (g) to perform the duties associated with a vacant position during the intervening period
between when the employer has made a definite decision to introduce major changes
in production, program, organisation structure or technology that are likely to have
significant effects on the employment in the vacant position and the date that the
changes are implemented; or
(h) to accommodate time limitations imposed by law or sought by the employee (e.g. visa
restrictions); or
(i) to perform seasonal work (also see subclause 22E(xii) of this Award).
(ii) As of the first full pay period on or after 1 July 2020, employers shall identify in the letter of offer
/ contract of employment offered to a prospective employee, and the position description (where
appropriate), the relevant situation identified in subclause (i) above that gives rise to employment
pursuant to a fixed or maximum term contract.

36. GRIEVANCE AND DISPUTE PROCEDURES

(i) At any stage of the procedure, the employee(s) may be represented by their union or its local
representative/delegate and the employer represented by the Association.
(ii) The union delegate shall have reasonable time, without loss of pay, to discuss a grievance,
dispute, or concern regarding workplace bullying with management at the local level where prior
approval is sought. Such approval shall not be unreasonably withheld.
(iii) A grievance or dispute shall be dealt with as follows:
(a) The employee(s) shall notify the supervisor, or other authorised officers of any grievance
or dispute and the remedy sought, in writing.
(b) A meeting shall be held between the employee(s) and the supervisor to discuss the
grievance or dispute and the remedy sought within two working days of notification.
(c) If the matter remains unresolved, the employee(s) may request the matter be referred to
the head of the department or other authorised officer for discussion. A further meeting
between all parties shall be held as soon as practicable.
(d) If the matter remains unresolved the general manager shall provide the employee(s) with
a written response. The response shall include the reasons for not implementing any
proposed remedy.
(e) Where the matter remains unresolved, it may be referred to the employee's union or
representative and by the general manager or other authorised officer to the Association
for further discussion between the parties.
(iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this
procedure.
(v) During this procedure and while the matter is in the course of negotiation, conciliation and/or
arbitration, the work practices existing prior to the dispute shall as far as practicable proceed as
normal. Nothing in this clause shall prevent the employer from temporarily adjusting work
practices, where appropriate, to eliminate or control work, health and safety risks.
37. DISCIPLINARY PROCEDURES

A. EMPLOYEE'S RIGHTS
Notwithstanding the procedures below, an employee shall:
(i) Have access to their personal files and may take notes and/or obtain copies of the contents of the
file.
(ii) Be entitled to sight, note and/or respond to any information placed on their personal file which
may be regarded as adverse.
(iii) Be entitled to make application to delete or amend any disciplinary or other record mentioned on
their personal file which the employee believes is incorrect, out-of-date, incomplete or misleading.
(iv) Be entitled to request the presence of a union representative and/or the involvement of their union
at any stage.
(v) Be entitled to make application for accrued leave for whole or part of any suspension during the
investigation process.

B. EMPLOYER'S RIGHTS AND OBLIGATIONS

Notwithstanding the procedures contained below, the employer shall:
(i) Be entitled to suspend an employee with or without pay during the investigation process provided
that:
(a) the suspension shall not be for longer than is reasonably necessary to conduct a proper
investigation.
(b) the suspension shall be limited to circumstances where suspected unsatisfactory work
performance or conduct, if substantiated, would constitute a serious breach of the
employer’s code of conduct, policies, procedures, or the employee’s contract of
employment.
(c) suspension without pay during an investigation shall be for a period of not more than two
weeks, except where the progress of the investigation is delayed due to the unavailability
of the employee and/or their representative in which case the period of suspension
without pay may be extended for a further period of up to 7 days or such greater period
by agreement.
(d) If, after investigation, the reasons for the suspension are found to be inappropriate, the
employee shall not suffer any loss of pay for the period under suspension.
(e) The suspension shall not affect the employee's continuity of service for the purposes of
accruing leave entitlements.
(f) The employer shall not unreasonably refuse an application for paid leave under this
provision.
(g) By agreement an employee may be transferred to another position or place of work.
(ii) Be entitled to request the presence of an Association and/or union representative at any stage.
C. WORKPLACE INVESTIGATIONS
(i) The parties to the Award have agreed on guidelines (“guidelines”) concerning workplace
investigations.
(ii) Failure to comply with the guidelines may be used as evidence that a person or employer has
failed to properly conduct or speedily conclude a workplace investigation. However, a person or
employer cannot be prosecuted only because of a failure to comply with the guidelines.
(iii) Upon becoming aware of possible unsatisfactory work performance or conduct by an employee
the employer may decide to investigate.
(iv) Workplace investigations are a process by which employers gather information to assist the
employer to make an informed decision. Workplace investigations typically involve enquiring,
collecting information and ascertaining facts.
(v) When deciding whether to investigate possible unsatisfactory work performance or conduct,
factors that the employer should consider include:
• The seriousness of the possible unsatisfactory work performance or conduct;
• How recent the possible unsatisfactory work performance or conduct occurred;
• Potential implications in not undertaking an investigation;
• Whether there have been concerns, threats or allegations made against the employee
previously by any complainant;

• Whether the complaint itself has been copied to others, thereby indicating that any
allegation about work performance or conduct may be vexatious, punitive or harassment;
and

• Whether there are any mitigating factors (for example drug/alcohol dependency, health
issues including mental health issues, or family/domestic violence issues).
(vi) Employers shall properly conduct and speedily conclude workplace investigations concerning
possible unsatisfactory work performance or conduct.

D. DISCIPLINARY PROCEDURES
(i) Where an employee's work performance or conduct is considered unsatisfactory, the employee
shall be informed in the first instance of the nature of the unsatisfactory performance or conduct
and of the required standard to be achieved, by the employee's immediate supervisor or other
appropriate officer of the employer. The employer and employee will discuss the reason(s) for the
unsatisfactory work performance or conduct including matters external to the workplace, and,
where appropriate, measures to assist the employee to improve their work performance or
conduct. Such measures may include, for example, training, counselling and provision of an
Employee Assistance Program (EAP).
(ii) Unsatisfactory work performance or conduct shall include, but not be limited to, neglect of duties,
breach of discipline, absenteeism and non-compliance with safety standards. A written record
shall be kept on the appropriate file of such initial warning. The employee shall be entitled to sight
and sign such written record and add any notations regarding the contents of such record.
(iii) Where there is re-occurrence of unsatisfactory work performance or conduct, the employee shall
be warned formally in writing by the appropriate officer of the employer and counselled.
 Counselling should reinforce the standard of work or conduct expected and, where the employee
is failing to meet these required standards, a suitable review period for monitoring the employee's
performance; the severity of the situation; and whether disciplinary action will follow should the
employee's work performance or conduct not improve. A written record shall be kept of such
formal warning and counselling. The employee shall be entitled to sight and sign such written
record and add any notations regarding the contents of such record.
(iv) If the employee's unsatisfactory work performance or conduct continues or resumes following the
formal warning and counselling, the employee shall be given a final warning in writing giving
notice of disciplinary action should the unsatisfactory work performance or conduct not cease
immediately.
(v) If the employee's work performance or conduct does not improve after the final warning further
disciplinary action may be taken.
(vi) All formal warnings shall be in writing.
(vii) Delegates shall be provided reasonable time without loss of pay, to represent members in
disciplinary matters at the local level, provided prior approval is sought. Such approval shall not
be unreasonably withheld.

E. PENALTIES
(i) After complying with the requirements above, the employer may:
(a) Demote the employee to a lower paid position or a lower salary point/step provided that
the employee shall not suffer a reduction in the rate of pay for 2 weeks from the date of
the demotion.
(b) Suspend the employee without pay from work for a specified period of time.
(c) Terminate the employment of the employee in accordance with Clause 40, Termination
of Employment of this Award.
(ii) Notwithstanding the above, the employer may take appropriate disciplinary action before and/or
during the procedures in clause 37D in cases of misconduct or where the employee's performance
warrants such action.

38. WORK HEALTH AND SAFETY

A. STATEMENT OF INTENT
The parties to the Award are committed to co-operating positively to:
(i) promote the safety and welfare of workers and other people in the workplace;
(ii) eliminate unsafe work practices; and
(iii) ensure that employers and employees understand and comply with their obligations under the
Work Health and Safety Act 2011 (NSW), Work Health and Safety Regulation 2011 (NSW) and
associated codes of practice.
B. SPECIFIC PROVISIONS
In the case of extreme and unusual weather conditions which could be assessed as hazardous, employers
will review and conduct a risk assessment to determine what action, if any, needs to be put in place to
minimise unnecessary exposure and risks to its employees during such unusual occurrences.

C. FURTHER INFORMATION AND RESOURCES

Further information and resources are available from the following organisations:
(i) Workcover NSW: www.workcover.nsw.gov.au
(ii) Safe Work Australia: www.safeworkaustralia.gov.au

39. WORKPLACE BULLYING

(i) The parties to the Award are committed to:
(a) eliminating bullying in the workplace; and
(b) pursuing legislative change to give the Industrial Relations Commission of New South
Wales the power to make any order it considers appropriate (other than an order
requiring payment of a pecuniary penalty amount) to prevent workers from being bullied
at work.
(ii) ‘Bullying’ shall mean conduct at work where a person or group of people repeatedly act
unreasonably towards an employee or group of employees, and that behaviour creates a risk to
health and safety.
(a) Bullying behaviour may involve, but is not limited to, any of the following types of
behaviour:

• Aggressive, threatening or intimidating conduct;

• Belittling or humiliating comments;
• Spreading malicious rumours;
• Teasing, practical jokes or ‘initiation ceremonies’;
• Exclusion from work-related events;
• Unreasonable work expectations, including too much or too little work, or work
below or beyond an employee’s skill level;
• Displaying offensive material; and
• Pressure to behave in an inappropriate manner.

(iii) Reasonable management action carried out in a reasonable manner shall not constitute bullying
behaviour.
(a) Examples of reasonable management action may include, but are not limited to:
• Performance management practices;
• Disciplinary action for misconduct;
 • Informing an employee about unsatisfactory work performance or inappropriate
work behaviour;

• Directing an employee to perform duties in keeping with their job;

• Maintaining reasonable work goals and standards;
• Legitimately exercising a regulatory function; and
• Legitimately implementing a council policy or administrative process.
Where bullying behaviour is alleged, the grievance and dispute procedures of clause 36 will
apply.

40. TERMINATION OF EMPLOYMENT

(i) (a) An employee in Operational Band 1 or the Administrative/Technical Trades Band 2 shall
give to the employer two (2) weeks’ notice of their intention to terminate their
employment.
(b) The notice of intention to terminate for an employee in Professional/Specialist Band 3 or
Executive Band 4 of the Award shall be the same as that required of the employer in
subclause (iv) of this clause.
If no such notice is provided, the employer shall be entitled to deduct pay equivalent to the
required notice from any entitlements payable under this Award.
(ii) The employer and an employee may agree to a shorter period of notice for the purpose of this
subclause.
(iii) In cases of serious misconduct, the employer may summarily dismiss an employee following a
proper investigation and provided the employee is afforded procedural fairness. Where an
employee is summarily dismissed, subclause (iv) shall not apply.
(iv) The employer shall give to an employee a period of notice of termination in accordance with the
following scale or by payment in lieu thereof:

EMPLOYEE'S PERIOD OF
PERIOD OF NOTICE
CONTINUOUS SERVICE
Less than 2 years At least 2 weeks
2 years and less than 3 years At least 3 weeks
3 years and less than 5 years At least 4 weeks
5 years and beyond At least 5 weeks

(v) The provision of this clause shall be read subject to the provisions of Clause 41, Workplace
Change and Redundancy, of this Award.
41. WORKPLACE CHANGE
(i) Definitions
(a) In this clause:
“Significant effects include:
• termination of employment; or
• major changes in the composition, operation or size of the employer's workforce
or in the skills required; or

• the loss of or reduction in, job or promotion opportunities or job tenure; or

• the alteration of hours of work; or
• the need for employees to be retrained or transferred to other work or locations;
or
• job restructuring.
Provided that where the Award makes provision for the alteration of any of the matters
referred to above such an alteration shall be deemed not to have significant effect.
(ii) Pre-Proposal Stage
(a) An employer may consult with relevant employees and/or unions, where appropriate,
when developing options for proposed workplace change.
(b) Consultation under subclause (ii)(a) does not need to occur in writing.

(iii) Proposal Stage

(a) Employer’s duty to notify a proposed workplace change that is likely to have
significant effects – Subject to the exceptions identified at subclause (v) of this clause,
where the employer proposes a workplace change that is likely to have significant
effects, the employer shall provide notice in writing and transmitted electronically
(where available), to the employees who may be affected by the proposed change and the
unions to which they belong at least twenty-eight (28) days prior to making a definite
decision.
(b) Notice of proposed workplace change under subclause (iii)(a) shall include:
(1) the nature of the proposed change;
(2) the reasons for the proposed change;
(3) the positions likely to be affected; and
(4) such other information as is reasonable in the circumstances.
(c) Employer’s duty to discuss proposed workplace change – The employer shall discuss
with the employees likely to be affected and the unions to which they belong, what
effects the proposed change is likely to have on the employees and any alternative
proposals. The employer shall give prompt consideration to matters raised by the
employees and their unions in relation to the proposed change. These discussions shall
commence as early as practicable.
 (d) The employer shall provide all relevant information to the employees and the union to
which they belong.
(e) The employer may reconsider the original proposed workplace change.
(f) Competitive tendering – Where employees who are adversely affected by the proposed
changes request the employer’s assistance to submit an in-house bid and the employer
refuses that request, the employer shall provide the reasons in writing.
(iv) Decision and Implementation Stage

(a) Employer’s duty to notify a definite decision that has significant effects – Subject to
the exceptions identified at subclause (v) of this clause, where the employer has made a
definite decision to introduce major workplace change that has significant effects on
employees, the employer shall provide notice in writing and transmitted electronically
(where available), to the employees who will be affected by the change and the unions to
which they belong at least seven (7) days before a definite decision is implemented.
(b) The purpose of the Decision and Implementation Stage is for the employer to discuss
with affected employees and the unions to which they belong, measures to minimise or
mitigate the adverse effects of the definite decision. At this Stage the employer is not
bound to give any further consideration to matters raised by the employees and their
unions in relation to the proposed workplace change.
(c) Notice of a definite decision under subclause (iv)(a) shall include (where applicable):
(1) the nature of the definite change;
(2) the reasons for the definite change;
(3) the positions to be affected;
(4) in the case of termination of employment:
• The number and category of employees whose employment is to be
terminated; and
• The period over which the terminations are likely to be carried out;
(5) such other information as is reasonable in the circumstances.
(d) Employer’s duty to discuss – The employer shall discuss with the employees affected
and the unions to which they belong, measures to avert or mitigate any adverse effects of
the change on employees and shall give prompt consideration to matters raised by
employees and their unions.
(e) The discussions shall take place as soon as practicable after the employer has made a
definite decision and shall cover measures to avoid or minimise any adverse effects on
the employees. Measures to mitigate adverse effects on employees may include,
consideration of re-training opportunities; redeployment (including redeployment into
positions occupied by casual and labour hire staff); recruitment advice; the payment of
relocation allowances; provision of additional notice; access to an employee assistance
program; financial advice and such other assistance as may be reasonably available.
(f) Implementation – Subject to subclause (v) of this clause, the employer shall not
implement a definite decision to introduce major workplace change that has significant
 effects on employees until the obligations under subclauses (iv)(a) and (iv)(d) of this
clause have been met.
(v) Exceptional circumstances

(a) Notwithstanding the provisions of subclauses (iii) and (iv) of this clause,
workplace change may be implemented in accordance with the timelines in column B
that relate to the circumstances set out in column A in the table below:

A B

If affected employees consent to Immediately

workplace change

If all unions with coverage of the Immediately

affected employees consent to the
workplace change

Exceptional Circumstances 14 days after the provision of

Written Notice

(b) For the purpose of this subclause Exceptional Circumstances refers to workplace change
that is the result of something that is unexpected and beyond the employer’s control that
results in a significant loss of funding for positions or no useful work for employees in
the foreseeable future.
(c) For the purpose of this subclause Written Notice means notification that is in writing and
transmitted electronically (where available) to the employees affected by the change
and the unions to which they belong. The Written Notice shall include (where
applicable):
(1) the nature of the definite change;
(2) the reasons for the definite change;
(3) the positions to be affected;
(4) in the case of termination of employment:
• The number and category of employees whose employment is to be
terminated; and
• The period over which the terminations are likely to be carried out;
(5) such other information as is reasonable in the circumstances.
42. TERMINATION OF EMPLOYMENT AND REDEPLOYMENT DUE TO REDUNDANCY
(i) Notice of Termination
(a) Where the employer terminates an employee’s employment due to redundancy, the
employer shall provide the employee with notice of termination as following:
(1) Subject to subclause (i)(a)(2) of this clause, five (5) weeks’ notice to terminate
or pay in lieu thereof; or
(2) Where the employee’s employment is terminated because of the introduction of
technology, three (3) months’ notice to terminate or pay in lieu thereof,
provided that the employment may be terminated by part of the period of notice specified
and part payment in lieu thereof.
(b) Notice or payment of notice under this paragraph shall be deemed to be service with the
employer for the purposes of calculating leave entitlements under this Award.
(ii) Notice to Centrelink
Where a decision has been made to terminate fifteen (15) or more employees for reasons of an
economic, technological, structural or similar nature, or for reasons including such reasons, the
employer shall notify Centrelink as soon as possible giving relevant information as provided at
section 530 of the Fair Work Act 2009 (Cth).
(iii) Severance Pay
(a) This subclause shall apply where an employee is terminated due to redundancy except
where the employee concerned has been offered, but has refused to accept, an alternative
position within the employer's organisation structure of comparable skill and
accountability levels and remuneration no less than the position previously held by the
employee.
(b) In addition to any required period of notice, and subject to subclause (i) of this Clause,
the employee shall be entitled to severance pay as follows:

COMPLETED YEARS OF SERVICE WITH

ENTITLEMENT
THE EMPLOYER
Less than 1 year Nil
1 year and less than 2 years 5 weeks pay

2 years and less than 3 years 9 weeks pay

3 years and less than 4 years 13 weeks pay
4 years and less than 5 years 16 weeks pay
5 years and less than 6 years 19 weeks pay
6 years and less than 7 years 22 weeks pay
7 years and less than 8 years 25 weeks pay
8 years and less than 9 years 28 weeks pay
9 years and less than 10 years 31 weeks pay
 COMPLETED YEARS OF SERVICE WITH
ENTITLEMENT
THE EMPLOYER
10 years and thereafter 34 weeks pay

(iv) An employee who resigns during the period of notice is entitled to the same redundancy payments
provided in this clause as if they had remained in the employer’s employment until the expiry of
the notice period.
(v) During a period of notice of termination given by the employer, an employee shall be allowed up
to one day off without loss of pay during each week of notice for the purpose of seeking other
employment. Where required by the employer the employee shall provide proof of attendance at
an interview.
(vi) A redundant employee shall be entitled to the payment of a job search allowance of up to the rate
set out in Table 2 of Part B of this Award to meet expenses associated with seeking other
employment subject to proof of expenditure or on production of an invoice, and/or other
appropriate documentation. The employee’s entitlement to claim the job search allowance is
limited to a period of up to 12 months from their termination of service with the employer or until
the employee secures alternative employment, whichever is the sooner.
(vii) If the employee agrees to be redeployed by the employer into a lower paid position, the
employee's existing salary and conditions shall be maintained for a period equivalent to the
amount of notice and severance pay that the employee would be entitled to under this Award.
Provided that should the employee resign during the period of salary maintenance, as provided for
by this subclause, the balance of any notice and severance pay that the employee would have been
entitled to for the remainder of the period of salary maintenance shall be paid on termination.
(viii) The employer shall, upon receipt of a request from an employee to show employment has been
terminated, provide to the employee a written statement specifying the period of the employee's
employment and the classification or the type of work performed by the employee.
(ix) The employer shall, upon receipt of a request from an employee whose employment has been
terminated, provide to the employee an "Employment Separation Certificate" in the form required
by the Department of Human Services.
(x) In the event that the employer determines that a position is redundant, the employer where
practicable, shall firstly offer such redundancy on a voluntary basis.
(xi) Nothing in this Award shall be construed so as to require the reduction or alteration of more
advantageous benefits or conditions which an employee may be entitled to under any existing
redundancy arrangement, taken as a whole, between the industry unions and the employers bound
by this Award.
(xii) Subject to an application by the employer and further order of the Industrial Relations
Commission of New South Wales, the employer may pay a lesser amount (or no amount) of
severance pay than that contained in subclause (iii) above if the employer obtains acceptable
alternative employment for an employee.
(xiii) Nothing in this clause shall restrict an employee with ten years’ service or more and the employer
from agreeing to further severance payments.
(xiv) Nothing in this clause restricts the elected council and/or general manager from exercising their
right under the Local Government Act 1993 (NSW) to determine and/or re-determine the
organisation structure from time to time, and to implement such determinations.

43. COUNCIL AGREEMENTS

(i) The parties agree to review operations at the council level on an ongoing basis with a view to
providing enhanced flexibility and efficiency and to meet the particular working needs of the
employer and its employees.
(ii) The terms of any agreement reached between the parties shall substitute for the provisions of the
Award provided that:
(a) the extent of the agreement shall be limited to the Award's Clause 10, Performance
Evaluation and Reward; Clause 12, Payment of Employees; Clause 16, subclauses (x)
and (xi), Travelling and Camping Allowances; Clause 19, Hours of Work; Clause 20,
Overtime; Clause 21, Holidays; Clause 26, Part-Time Employment; and Clause 28, Job
Share Employment.
(b) the agreement does not provide less than the entry level rates of pay;
(c) the agreement is consistent with the Industrial Relations Act 1996 (NSW) and current
wage fixing principles; and
(d) the agreement shall be processed in accordance with subclause (iii) of this clause.
Provided further that, where the agreement proposes to vary award provisions other than
those nominated in paragraph (a) above, the agreement shall be processed in accordance
with the Principles for Approval of Enterprise Agreements.
(iii) A council agreement shall be processed as follows:
(a) the unions shall be notified prior to the commencement of negotiations;
(b) the agreement has been genuinely arrived at by negotiation without compulsion;
(c) the agreement shall be committed to writing and shall include a date of operation and a
date of expiration;
(d) the employer and the appropriate union(s) shall sign the agreement and a copy sent to the
Association;
(e) Any party to a council agreement may at any stage during the above process refer the
matter to the Industrial Relations Commission of NSW.
(iv) (a) Section 44 of the Industrial Relations Act 1996 (NSW) relating to the termination of
enterprise agreements shall apply to the termination of council agreements made in
accordance with this clause, and a council agreement may be terminated in the same
manner as an enterprise agreement.
(b) Where a council agreement is terminated at or after the end of its nominal term by the
giving of written notice to each other party to the agreement, at least three (3) months’
notice shall be given. The notice may be served before the end of the nominal term.
(c) Termination of a council agreement is not effective until all of the parties to the
agreement have been given written notice of the approval to terminate or of service of the
notice of intention to terminate.
44. SAVINGS AND TRANSITIONAL
(i) The employer must ensure that employees engaged on incremental scales on or before 8 June
1992, continue to be paid in accordance with the incremental scales as adjusted. This subclause
does not apply in the following circumstances:
(a) if the employer has an operative training plan which is sufficient to allow progression at
least equal to that under the previous incremental scales;
(b) if an employee chooses not to undertake training consistent with the employer’s training
plan; and
(c) if the incremental scale provides a rate of pay less than the Award entry level rate of pay.
(ii) (a) No employee shall receive a reduction in pay as a result of the implementation of this
Award or transfer to a salary system.
(b) Unless otherwise agreed, employees, including seasonal workers, who are in regular
receipt of penalty rates and/or shift penalties, aggregate rates of pay or other
arrangements that compensate for hours of work shall either continue to receive such
benefits or the payments prescribed by clause 19, whichever is the higher.
(c) The provisions in subclause (ii)(b) shall apply where council and enterprise agreements
are terminated.
(d) The provisions in subclause (ii)(b) shall apply in addition to the Award increases
prescribed by clause 46.
(iii) Where employees, employed in areas where the employer's office is situated upon or to the west
of a line starting from a point on the right bank of the Murray River opposite Swan Hill (Victoria),
thence by straight lines passing through the following towns or localities in the order stated, viz:
Conargo, Argoon, Hay, Rankin's Springs, Marsden, Condobolin, Peak Hill, Nevertire,
Gulargambone, Coonabarabran, Narrabri, Moree, Warialda, Ashford and Bonshaw; at the time of
making this Award had an entitlement to receive one week's leave of absence with pay in addition
to the annual leave provided at subclause 22D(i) of this Award, the employee shall retain this
entitlement whilst still employed by the employer at which they were working at the time of the
making this Award.
(iv) (a) West of the Line Allowance
Where employees of the undermentioned council areas and those employers situated to
the west thereof at the time of making this Award were paid at the rate per week as set
out in Table 2 of Part B in addition to their rate of pay, those employees shall retain this
entitlement whilst they continue to be employed by the employer at which they were
working, at the time of the making of this Award; Moree Plains, Walgett, Narrabri,
Coonamble, Warren, Lachlan, Carrathool, Leeton, Murrumbidgee, Windouran, Murray
and Griffith.
(b) Climatic Allowance
Where employees working within the area bounded by the Shires of Snowy River,
Tumut and Tumbarumba at the time of the making of this Award, were paid per week as
set out in Table 2 of Part B or part thereof, those employees shall retain this entitlement
 whilst still employed by the employer at which they were working, at the time of the
making of this Award.
(c) In addition to what is provided in paragraphs (a) and (b) of this subclause, the allowances
shall be paid to those employees during periods of absence on paid sick leave, public
holidays and annual leave, but not otherwise.
(v) Where an employee prior to 11 May 1995, had an entitlement to transfer accumulated sick leave
from one employer to another employer in New South Wales, under the Local Government Senior
Officers' Award the employee shall retain this entitlement.
(vi) The implementation of this Award shall not result in the removal of any existing arrangement for
an additional payment made by the employer for the payment of wages, excepting when such
payment relates to FID.
(vii) Where an on-call employee has been paid a minimum payment for a public holiday on a regular
basis, such arrangements shall continue, unless otherwise agreed.
(viii) Where a casual employee engaged in a position on a regular and systematic basis has been paid
casual loading on overtime prior to 1 November 2007, such arrangements shall continue while
such employee is engaged in that position, unless otherwise agreed.

45. LEAVE RESERVED

(i) Leave is reserved for the parties to the Award to apply to vary tool allowances as set out in Clause
16(vi)(a) and compensation of tools as set out in Clause 16(vi)(d) of this Award in line with the
Crown Employees (Skilled Trades) Award.
(ii) Following any adjustment to the federal Local Government Industry Award 2020, leave is reserved
for the parties to apply to amend the vehicle allowances as set out in Clause 17A(i), Clause 17A(iii)
and Clause 16(x)(j) of this Award to reflect such adjustment. The relevant adjustment factor for
this purpose is the percentage movement in the index figure published by the Australian Bureau of
Statistics for Eight Capitals, private motoring sub-group (Cat No 6401.0).
(iii) Following any adjustment to the federal Local Government Industry Award 2020, leave is reserved
for the parties to apply to amend the meal allowance set out in Clause 15(xiv) to reflect such
adjustment. The relevant adjustment factor for this purpose is the percentage movement in the
index figure published by the Australian Bureau of Statistics for Eight Capitals, take away and fast
foods sub-group (Cat No 6401.0).
(iv) Leave is reserved for the parties to the Award to apply to vary the traineeship wage rates in Clause
31E(xii) in accordance with the pay scales derived from the federal Miscellaneous Award 2020.
(v) Leave is reserved for the parties to the Award to apply to vary Clause 31, Junior and Trainee
Employment, to reflect industry training needs.
(vi) Leave is reserved for the parties to apply to vary the Award consistent with the principles of the
Industrial Relations Commission of New South Wales in relation to the accreditation of
employees by the Building Professionals Board.
(vii) Leave is reserved for the parties to apply to vary the Award to reflect legislative changes that
relate to parental leave.
(viii) Leave is reserved for the parties to apply to vary Clause 17B(iii)(b), variations to leaseback fees,
to reflect future changes to fringe benefits tax.
(ix) Leave is reserved for the parties to apply to vary Clause 22D, Annual Leave, to reflect variations
to the Annual Holidays Act 1944 (NSW) in relation to payment in lieu of annual leave or the
taking of annual leave at full, half or double pay.
(x) Leave is reserved for the parties to apply to vary the Award to reflect legislative changes (statute
and/or regulations) concerning the registration of professional engineers.

(xi) The parties agree to commence a thorough review of the following allowances within 12 months
of the commencement of the Award and have leave reserved to apply to the Industrial Relations
Commission of New South Wales during the life of the Award for a determination of the
arrangements to apply in the next award to succeed this Award:

• Level 1 Adverse Working Conditions Allowance – subclause 16(i) of the Award

• Level 2 Adverse Working Conditions Allowance – subclause 16(ii) of the Award

• Sewer Chokes – subclause 16(iii) of the Award

• Septic Tanks – subclause 16(iv) of the Award

• Sewerage Treatment Works – subclause 16(v) of the Award

46. AREA, INCIDENCE AND DURATION

(i) This Award shall apply to all employers and employees:
(a) in local government in New South Wales; and
(b) in the local government industry in New South Wales as defined in this clause.
(ii) In this Award “local government industry in New South Wales” means all activities undertaken
by local government entities, including activities undertaken by corporations controlled by one or
more local government entities. For the purposes of this subclause a corporation is controlled by
one or more local government entities if one or more local government entities have the capacity
to determine the outcomes of decisions about the corporation’s financial and operating policies.
(iii) The Award does not cover those employers and employees:
(a) whose positions are determined pursuant to section 332 of the Local Government Act
1993 (NSW) to be senior staff positions;
(b) covered by the Local Government (Electricians) State Award;
(c) covered by the Nurses’ (Local Government) Residential Aged
Care Consolidated (State) Award 2021;
(d) covered by the Local Government, Aged, Disability and Home Care (State) Award;
(e) covered by the Miscellaneous Workers Home Care Industry (State) Award;
(f) employed by The City of Sydney;
(g) employed by Wollongong City Council;
(h) employed by Broken Hill City Council (that being the County of Yancowinna);
 (i) employed by Newcastle City Council and covered by the Entertainment and
Broadcasting Industry – Live Theatre and Concert (State) Award;
(j) employed by the Moree Artesian Aquatic Centre and principally engaged in the duties of
the MAAC Ltd Wellness Centre within the premises known as the MAAC Ltd; and
(k) employed by Newcastle Airport Pty Limited.
(iv) This Award shall rescind and replace the Local Government (State) Award 2017 published the
sixth day of October 2017 (381 IG 1033) and all variations thereof.
(v) This Award shall operate from the commencement of the first pay period on or after the 1 July
2020 and shall remain in force for a period of three years.
(vi) The Award in column (a) of Table 1 of Part B provides for a 1.5% increase in rates of pay to
operate from the first full pay period to commence on or after 1 July 2020.
(vii) The Award in column (b) of Table 1 of Part B provides for a 2.0% increase in rates of pay to
operate from the first full pay period to commence on or after 1 July 2021.
(viii) The Award in column (c) of Table 1 of Part B provides for a 2.0% increase in rates of pay to
operate from the first full pay period to commence on or after 1 July 2022.
(ix) The increases in rates of pay provided by this Award shall apply to the rates of pay in employer’s
salary system.
(x) The increases granted by this Award may be absorbed into enterprise increases granted since 29
May 1991 exceeding any award increases since that date, that is an $8 safety net adjustment and
increases of 6%, 2.5%, 2.5%, 3.5%, 3.25%, 3.25%, 2.7%, 3.3%, 3.25%, 3.25%, 4.0%, 3.5%, 3%,
3.2%, 3.2%, 3.2%, 2.6%, 2.15%, 3.25%, 3.25%, 2.6%, 2.7%, 2.8%, 2.35%, 2.5% and 2.5%
provided that the following increases shall not be absorbed:
(a) placement or progression within the employer's salary system;
(b) increases in hours of work; and
(c) incorporation of penalty rates and shift or other allowances into the employee's rate of
pay.
(xi) In agreeing to increases in rates of pay for the term of this Award, the parties recognise that
employers and employees have and shall continue to engage in enterprise bargaining.
PART B

MONETARY RATES – TABLE 1

CLAUSE 6 – RATES OF PAY

(a) (b) (c)

Band/Level Rate Per Rate Per Rate Per
Week $ Week $ Week $
First Pay First Pay First Pay
Period Period Period
01/07/20 01/07/21 01/07/22
Operational Band 1
Level 1 (Juniors and Trainees)
T1 at 15 years of age 415.90 424.20 432.70
T2 at 16 years of age 519.10 529.50 540.10
T3 at 17 years of age 610.60 622.80 635.30
T4 at 18 years of age or over or HSC 713.80 728.10 742.70
T5 817.60 834.00 850.70
T6 882.60 900.30 918.30
T7 926.10 944.60 963.50
T8 970.60 990.00 1009.80
T9 1015.40 1035.70 1056.40
T10 1061.60 1082.80 1104.50

Level 2 871.10 888.50 906.30

Level 3 927.80 946.40 965.30
Level 4 1026.80 1047.30 1068.20

Administrative/Technical/Trades Band 2
Level 1 1015.40 1035.70 1056.40
Level 2 1164.40 1187.70 1211.50
Level 3 1393.60 1421.50 1449.90
 (a) (b) (c)
Band/Level Rate Per Rate Per Rate Per
Week $ Week $ Week $
First Pay First Pay First Pay
Period Period Period
01/07/20 01/07/21 01/07/22
Professional/Specialist Band 3
Level 1 1164.40 1187.70 1211.50
Level 2 1393.60 1421.50 1449.90
Level 3 1622.70 1655.20 1688.30
Level 4 1967.40 2006.70 2046.80

Executive Band 4
Level 1 1852.20 1889.20 1927.00
Level 2 2311.30 2357.50 2404.70
Level 3 2884.40 2942.10 3000.90
Level 4 3457.50 3526.70 3597.20

Note: T stands for Trainee

CLAUSE 31E (XII) – TRAINEESHIP WAGE RATES

Highest Year of School Completed

Year 10 Year 11 Year 12
$ $ $

School Leaver 363.40 400.10 475.90

Plus 1 year out of school 400.10 475.90 553.90

Plus 2 years 475.90 553.90 644.50

Plus 3 years 553.90 644.50 738.00

Plus 4 years 644.50 738.00

Plus 5 years or more 738.00

MONETARY RATES – TABLE 2 ALLOWANCES

First Pay First Pay First Pay

Period Period Period
01/07/20 01/07/21 01/07/22
$ $ $
Clause 16(i) Level 1 Adverse Working Conditions
0.44 p.h. or 0.45 p.h. or 0.46 p.h. or
Allowance
16.40 p.w. 16.70 p.w. 17.00 p.w.
Clause 16(ii) Level 2 Adverse Working Conditions
1.15 p.h. or 1.17 p.h. or 1.19 p.h. or
Allowance
43.30 p.w. 44.20 p.w. 45.10 p.w.
Clause 16(iii) Sewer Chokes 9.35 p.s. 9.54 p.s. 9.73 p.s.
Clause 16(vi)(a) Tool Allowances
Bricklayer 23.50 p.w. 24.00 p.w. 24.20 p.w.
from first from first pay
pay period period
11/02/21 26/08/21
24.00 p.w. 24.20 p.w.

Carpenter & Plumber 32.90 p.w. 33.60 p.w. 33.90 p.w.

from first from first pay
pay period period
11/02/21 26/08/21
33.60 p.w. 33.90 p.w.

Metal & Mechanical Trades 32.90 p.w. 33.60 p.w. 33.90 p.w.
from first from first pay
pay period period
11/02/21 26/08/21
33.60 p.w. 33.90

Painter & Signwriter 8.00 p.w. 8.20 p.w. 8.30 p.w.

from first from first pay
pay period period
11/02/21 26/08/21
8.20 p.w. 8.30 p.w.

Plasterer 32.90 p.w. 33.60 p.w. 33.90 p.w.

from first from first pay
pay period period
11/02/21 26/08/21
33.60 p.w. 33.90 p.w.
Clause 16(vi)(d) Insurance Value 1907.10 1945.15 p.a. 1963.00 p.a.
p.a. from first pay
from first period
pay period 26/08/21
11/02/21 1963.00 p.a.
1945.15 p.a

Clause 16(x)(f) Travelling Allowances

3 - 10 km 5.26 p.j. 5.37 p.j. 5.48 p.j.

11 - 20 km 8.32 p.j. 8.49 p.j. 8.66 p.j.

21 - 33 km 12.05 p.j. 12.29 p.j. 12.54 p.j.
34 - 50 km 18.43 p.j. 18.80 p.j. 19.18 p.j.

Each additional 10kms 4.96 p.j. 5.06 p.j. 5.16 p.j.

Clause 16(x)(j) Vehicle Allowance (cents per km)
Under 2.5 litres 0.68 p.km. 0.68 p.km. 0.70 p.km.
from first pay
from
period
first pay
15/07/22
period
0.78
26/08/21
p.km
0.70 p.km.

2.5 litres and over 0.78 p.km. 0.78 p.km. 0.80 p.km.
from first
from
pay period
first pay
15/07/22
period
26/08/21 0.91 p.km.
0.80 p.k.m

Clause 16(xi)(a) Camping Allowance 68.56 p.n. 69.93 p.n. 71.33 p,n,
Clause 16 (xii)(a) Community Language Allowance 23.20 p.w. 23.70 p.w. 24.20 p.w.
Clause 16(xiii)(a) First Aid Allowance 15.70 p.w. 16.00 p.w. 16.30 p.w.
Clause 16(xiv) Meal Allowance 15.94 16.28 16.53
from first
from from
full pay
16/11/20 first
period
16.28 pay
15/07/22
perio
d 16.91
26/0
8/21
16.53
 First Pay First Pay First Pay
Period Period Period
01/07/20 01/07/21 01/07/22
$ $ $
Clause 16(xv) Civil Liability Allowance (payable 3.5% 3.5% 3.5%
from the first pay period commencing on or after 15
December 2006)
Clause 17A(i) Vehicle Allowances (cents per km)
Under 2.5 litres 0.68 p.km. 0.68 p.km 0.70 p.km.
from first
from
pay period
first pay
15/07/22
period
26/10/21 0.78 p.km.
0.70 p.km.

2.5 litres and over 0.78 p.km. 0.78 p.km. 0.80 p.km.
from first
from
pay period
first pay
15/07/22
period
0.91 p.km.
26/10/21
0.80 p.km.

Clause 17A(iii) Minimum quarterly payment 2145.00 2145.00 2145.00

Clause 20C(iii) On Call Allowance on ordinary
20.61 p.d. 21.02 p.d. 21.44 p.d.
working days
Clause 20C(iv) On Call Allowance - on other days 40.36 p.d. 41.17 p.d. 41.99 p.d.
Clause 20C(v) On Call Allowance - maximum per
183.80 p.w. 187.50 p.w. 191.30 p.w.
week
Clause 42(vi) Job Search Allowance 2728.70 2783.30 2839.00
Clause 44(iv) Savings and Transitional
(a) West of the Line Allowance 3.90 p.w. 3.90 p.w. 3.90 p.w.
(b) Climatic Allowance 3.90 p.w. 3.90 p.w. 3.90 p.w.

Key:
p.h. = per hour
p.a. = per annum
p.d. = per day
p.w. = per week
p.n. = per night
p.km. = per kilometre
p.j. = per journey
p.s. = per shift
SCHEDULE 1

MINIMUM STANDARDS OF CARAVAN ACCOMMODATION TO BE PROVIDED TO

EMPLOYEES REQUIRED TO CAMP OUT
Where employees camp out the employer shall provide suitable caravan accommodation for the employees
concerned in accordance with the following minimum standards:
(a) Caravans shall be of such size as to provide adequate space for each employee and no more than
two employees should be accommodated in any one caravan.
(b) The walls and ceilings of the caravan shall be of sound construction and shall be insulated. Fly
screen doors and windows shall be fitted and all openings adequately sealed against dust and/or
weather conditions. Adequate steps shall be provided at each door.
(c) The floor is to be covered with vinyl tiles, linoleum or other acceptable standard floor covering.
(d) Reverse cycle or refrigerated air conditioning or other agreed cooling device and/or heater shall be
provided in each caravan and shall be appropriately maintained.
(e) Two separately located suitable bedding shall be provided together with suitable mattresses.
(f) A fixed separate table shall be provided with two separate seats and brackets so as to provide for
the taking of meals comfortably.
(g) A wardrobe shall be provided for each employee, ensuring adequate clothes hanging space, fitted
with shelf.
(h) A personal bed locker shall be located at each bed. This shall consist of at least one shelf and
door.
(i) Each camp shall be supplied with an electric generator or other suitable power source that is of the
low decibel type and the generator shall be housed in such a manner so as to provide for noise
insulation. The generator shall be sufficiently powerful so as to service each appliance that is
within or is associated with the use of the van. Generators shall be appropriately maintained.
(j) Adequate electric lighting shall be installed in the caravan and sufficient external lighting shall be
provided so as to allow for safe access to toilet facilities and vehicles.
(k) Each caravan shall be equipped with a suitable refrigerator; a stovette with two burners and a
griller and, where such stovette is an l.p.g. stovette, shall be fitted with safety tap. A sink with
basin pump connected to a storage water tank of sufficient capacity shall be provided. The water
tank shall have an external tap. An adequate supply of cool drinking water shall be provided.
(l) A food and utensils storage cabinet suitably equipped with pots, pans and kettle and sufficient
bench space shall be provided to allow for the preparation of meals.
(m) Showering facilities shall be included in the caravan. Each shower cubicle shall be provided with
a shower curtain and rod, soap holder, hot and cold water and non-slip floor. Soap and other
suitable cleaning agents shall be provided for employees taking showers, such cleaning agents
should be of a type that will safely remove an unwanted substance with which the employee has
come in contact. Adequate lighting and ventilation shall be provided in the shower area.
(n) The carrying and storage of fuel and employer stores within the internal frame of the caravan will
not be permitted under any circumstances. Employers shall provide for the safe keeping of
employees tool kits and personal belongings, including when employees are off the site. Provision
 shall be made to allow for safe storage of hand tools and other equipment during meal and other
breaks.
(o) Kerosene heating, cooking and/or lighting are not considered to be suitable facilities.
(p) Suitable cleaning equipment shall be provided together with storage facilities for such equipment.
(q) Access to and egress from all amenities shall be kept clear at all times.
(r) (i) Garbage bins, which are vermin/fly proof with secure lids shall be provided together with
removable and sealable bin liners.
(ii) Adequate toilet facilities shall be provided and positioned to provide privacy and so as to
preclude odours reaching meal and/or accommodation facilities.
(s) Washing facilities shall be provided under cover and an adequate supply of soap and paper towels
shall be provided and replaced as needed. A vermin/fly proof garbage bin with removable liner
and secure lid shall be provided in the vicinity of the washing facilities and emptied when
necessary.
(t) Caravans shall be regularly inspected for maintenance purposes and a record book kept by
employer indicating the age of the vans and maintenance work carried out on the vans.