plains - apc.sa.gov.au...3.1 2018-2019 annual business plan, budget and long term financial plan...

NOTICE OF COUNCIL MEETING

Pursuant to the provisions of section 83 (2) of theLoco/ Government Act 1999

The Special Meeting of the

AddaidePlainsCouncil

will be held in

Council Chambers

Redbanks Road

Mallala

riday 1.4 May 201.8 at 5:30pm

on

AGENDA Page

Number

1 ATTENDANCE RECORD

1.1 Present

1.2 Apologies

1.3 Not Present/Leave of Absence

2 DECLARATION OF MEMBERS’ INTEREST (material, actual, perceived)

3 REPORTS

3.1 2018-2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028

1

3.2 Computer/Tablet Hardware Upgrade 303

4. CONFIDENTIAL ITEMS

4.1 Chief Executive Officer – Performance Review 309

4 CLOSURE

3.1 2018-2019 Annual Business Plan, Budget

and Long Term Financial Plan 2019-2028 – Request for Additional Information

Department: Executive Office

Report Author: Chief Executive Officer

Date: 14 May 2018 Document Ref: D18/19179

EXECUTIVE SUMMARY

• Council has been working towards adoption of the 2018/2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028 (the current Draft Budget) since December 2017. Three (3) workshops with Elected Members, including one (1) bus tour have occurred during the process along with two (2) Special meetings called in relation to the current Draft Budget.

• Council’s Audit Committee has also considered the current Draft Budget and recommends its release for public consultation.

• At its Special meeting held 30 April 2018 Council considered the current Draft Budget and requested further information be provided by way of a report.

• The purpose of this report is to provide a detailed response to Council’s above-mentioned request.

RECOMMENDATION

“that Council, having considered Item 3.1 - 2018-2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028 – Request for Additional Information, dated 14 May 2018, receives and notes the report.”

BUDGET IMPACT

Estimated Cost: N/A

Future ongoing operating costs: N/A

Is this Budgeted? N/A

RISK ASSESSMENT

Nil

Special Council Meeting 1 of 326 14 May 2018

References

Legislation

Fringe Benefits Tax Assessment Act 1986 (Cth)

Local Government Act 1999 (SA)

Council Policies/Plans

Council Vehicle Policy

Draft 2018-2019 Budget, Annual Business Plan and Long Term Financial Plan 2019-2028

Infrastructure and Asset Management Plan 2017

Strategic Plan 2017-2020

______________________________________________________________________ Attachments

1. Council Vehicle Policy 2. South Australian Employment Tribunal - Adelaide Plains Council Outdoor Employee Relations

Agreement 2017 3. South Australian Employment Tribunal - Adelaide Plains Council Administrative Employee

Relations Agreement 2017 4. South Australian Municipal Salaried Officers Award – May 2018 5. Local Government Employees Award – May 2018 6. Job and Person Specifications of all current Council positions (provided under separate cover) 7. Statement of Comprehensive Income 8. Loan Register 9. Summary of Unsealed Road Condition Data and Mace Engineering Services, Evaluation of

Proposed Unsealed Road Pavement Material 10. Tonkin Consulting, Road Condition - Field Collection Methodology (2010) 11. Pages 18 and 19 extracted from Draft Annual Business Plan and Long Term Financial Plan.


DETAILED REPORT

Purpose

To provide Elected Members with additional information regarding the current Draft Budget as per the recent request via a resolution from the Special Council meeting held 30 April 2018.

Background/History

Council has been working towards adoption of the current Draft Budget since December 2017. Three (3) workshops with Elected Members, including one bus tour, have occurred during the process along with two (2) Special meetings called in relation to the current Draft Budget. Council’s Audit Committee has also considered the current Draft Budget and recommends its release for public consultation.

At the Special Meeting held 30 April 2018, Council considered the current Draft Budget and resolved as follows:

4.2 2018-2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028

Moved Mayor Flaherty Seconded Councillor Lawrence 2018/ 168

“that the Chief Executive Officer prepare a detailed response to the below questions/requests surrounding the 2018/2019 Annual Business Plan, Budget and Long Term Financial Plan posed at the meeting and bring a report back to Council at a Special meeting to be held on Monday 14 May 2018 at 5:30pm:-

• A copy of the APC fringe benefits tax policy, including what contribution amounts staff are required to pay. Also are the staff contributions included in the budget?

• A copy of the APC employee enterprise agreement. • A copy of other awards and benefits employees are paid under. • What performance targets are staff measured against for their annual review? • A copy of the job role and descriptions of each staff member. • Can the CWMS be shown separately in the budget? • Concern has been expressed about significant loan repayments of around $4 million.

How much has been paid off each loan, what are the overall current loan borrowings, and what is the schedule frequency for payment?

• What is the trend analysis of the Long Term Financial Plan projection in 2013/2014 and where is APC now?

• Asset Management Plan is in need of review. When can this be advanced, and can a review have a focus on roads and buildings, particularly surrounding asset rationalisation?

• Can test findings of road intervention levels and any material sampling around road surface enhancers be provided?

• What is the process surrounding the testing? o Is there a peer review of the results?

• How much money is being spent on kerbing in the proposed 2018/2019 budget and in what areas?

• What roads are being sealed in the 2018/2019 draft budget? Special Council Meeting 3 of 326 14 May 2018

• In relation to loans, there appears to be a discrepancy in relation to interest payments of $230,000 and interest expenditure of around $264,000. What is the reasoning behind this?

• Plant replacement program – proposal to defer all new purchases. What is Council intending to do with the bulldozer in the quarry as there are no tracks on it?

• Can Council outsource all Depot related disciplines including Quarry, Waste Management Stations and Parks and Gardens? What further reporting or issues surrounding this proposal need further assessment?

• Can staff confirm the intersection works and value around Gawler River Road and Old Port Wakefield Road?

• What is the status update of the leasing agreements at the Mallala Resource and Recovery Site?

• Can administration please provide staffing data surrounding employee numbers of both inside and outside at the Depot?

• What is the $200,000 figure set aside for under “Site Improvements” in the proposed 2018/2019 budget?

• The current CWMS loan is $1.91 million, however, concerns relate to the whole of life repayments, overall term of the loan and interest payments. Are these figures accurate?

• Further information in relation to Budget 2018/2019, prepared and distributed by Councillor Panella at the 30 April 2018 Special Meeting of Council as follows:

Budget 2018/2019 THIS IS THE CURRENT BUDGET INFORMATION PROVIDED BY COUNCIL STAFF

INCOME $ COMMENTS

General rates 8,260,504.00 Breakdown- rural living, production, industrial

Waste Levy 448.536

NRM Levy 174,777.00 Do we keep this or does it go to NRM Board as our contributions

Other rates income 80,000.00 What is this, where does it come from.

Total of above 8,515,729.54

Statutory Charges 345,661.00 Break down of development application

fees, animal registration, health act registration, compliance, and parking fines.

User Charges 79,456.00 These are charges that are recovered from service delivery costs through rate payers using council facilities, library printing and photocopy charges, section 7 property searches

Grants, Subsidies and Contributions

1,810,342.00

Interest income 500.00


Reimbursements 126,352.00 What commercial arrangement are these

Other Income 46,749.00 What is this from and explain in detail

Total of above 2,409,060.00

Total INCOME 10,924,789.54 This is the total amount from $8,515,729.54 + $2,409,060.00

EXPENSES $

Employee Costs 4,992,010.00

Materials, contracts and other

4,120,036.00

Interest expenses 264,064.00

Depreciation 2,862,956.00

Share of loss from GRFMA

50,000.00

Not included in Staff proposed budget, I have included them

Asbestos Cost 160,000.00

GRFMA Consultant Cost 29,216.00 Further work by Southfront yet to be determined

Total expenses 12,478,282.00

Council Operating at a loss 2018/2019

1,553,492.46

LOANS $ COMMENTS

Gawler River Scheme -Flood Plain Management

32,369.00 What is the period of this loan, interest, loan schedule? Is this how much we pay annually or is left to pay

Gawler River Scheme -Flood Plain Management

159,368.00 What is the period of this loan, interest, loan schedule? Is this how much we pay annually or is left to pay

Community Land- Mallala

67,330.00 What land is this, what is the period of this loan, interest, loan schedule?

Total 259,067.00

Resource Recovery Shed and Ruskin Shannon Road Development

137,826.00 Is this future borrowings or current loans?

Mallala bowling club synthetic green

4,262.00

Funding 2009/2010 Capital program

437,153.00

Funding Mallala Depot Construction and Other Capital Program

1,411,942.00

Total 1,991,183.00


Community Wastewater Management System (CWMS)

CWMS Charges $ 225,098.00 This should be separate as it goes to pay our CWMS loan

CWMS LOAN $ 1,873,502.00 What is the period of this loan, interest, loan schedule.

CWMS

Mallala Scheme $ Middle Beach Scheme $

Total income 203,406.00 21,692.00

Total Income received from both schemes 225,098.00

CWMS Expenses

CWMS Rebates 6,363.00 -

Depreciation 88,171.00 6,819.00

Salaries and Wages 35,857.00 1,000.00

Interest payments-CWMS Loan 83,156.00 -

Principal repayment- CWMS Loan 19,490.00 -

Consultants 5,000.00 -

Consumable and Hardware 5,500.00 1,150.00

Contractors 21,000.00 -

Electricity 7,500.00 4,000.00

Insurance 7,834.00 650.00

ESCOSA Licence Fee 1,500.00 -

Materials 10,000.00 -

Postage and Freight 100.00 -

Service contracts 45,000.00 7,000.00

Telephone 2,800.00 500.00

Water 500.00 -

CCTV Unit for Sewer Inspection 13,000.00 -

TOTAL Expenses 352,771.00 21,119.00

Total Expenses Both Schemes

373,890.00 -


Operating at a loss on this Scheme

-148,792.00 -

Potential options for Elected Staff to consider

OPTION 1

Employee Costs -Council employees

3,506,047.00 This does not include the car, and other benefits such as travel allowance, disability allowance and etc

9 councillors at $11,000 99,000.00

Mayor $40,000 40,000.00

Total 3,645,047.00

Difference - Potential Savings

1,346,963.00 This would be total of car allowance, travel allowance, disability allowance and any other allowances

Operating Expenses based on Asset Management Plan for 2018/2019

THIS IS SOLELY BASED ON MAINTENANCE AND CAPITAL RENEWAL- THIS DOES NOT INCLUDE ANY NEW CAPITAL WORKS.

Transport

Operations 40,480.00

Footpaths = Maintenance and Capital Renewal

20,000.00

Kerb and Water Table = Maintenance and Capital Renewal

88,902.00

Road - Sealed = Maintenance and Capital Renewal

293,867.00

Road- Unsealed = Maintenance and Capital Renewal

1,719,952.00

Buildings

Maintenance 240,000.00

Open Space


Site improvements 2,000.00

Levees Maintenance 10,000.00

Stormwater


Pump stations-Maintenance

12,000.00


Total Operation costs 2,527,201.00

CWMS

Mallala Maintenance 85,000.00 This needs to be completely separated from the budget. It needs to be on its own.

Middle Beach Maintenance

17,000.00

Total CWMS 102,000.00 This is the different to the Council COSTINGs.

PROJECTED 2018/2019 Budget for Elected Members

Total income 10,924,789.54

Expenses

Employee costs 3,645,047.00

Loans ?????

Operating Costs 2,527,201.00

Interest expenses 264,064.00

Depreciation 2,862,956.00

Share of loss from GRFMA

50,000.00

Total Expenses 9,349,268.00 This can increase as we need to know the loans and what payments they are.

Total 1,575,521.54 Available to be spend on Capital (NEW)

Projects- Depending on Loan payment amounts.”

Discussion

The following information is provided in response to Council’s request, highlighted in bold and presented in the same order and wording of the resolution.

A copy of the APC Fringe Benefits Tax Policy, including what contribution amounts staff are required to pay. Also are the staff contributions included in the budget?

Council does not have a Fringe Benefits Tax Policy as Fringe Benefits Tax is a statutory obligation covered under the Fringe Benefits Tax Assessment Act 1986 (Cth). Council currently provides fringe benefits to certain employees by way of private use of Council motor vehicles. Clause 8 and 9 of the Council Vehicle Policy (Attachment 1) outlines reporting obligations pursuant to the legislation and employee contributions for private use of vehicles.

There are currently 10 Council motor vehicles with private use. There are no employee contributions towards fringe benefits tax (in accordance with the employment agreements of the relevant


employees) and therefore this is not budgeted. This is reflected the current Council Vehicle Policy, noting that this policy is currently under review.

A copy of the APC employee enterprise agreement

Any employment agreements, including employee benefits etc, are negotiated between Council’s Chief Executive Officer (CEO) and the employee(s).

Council has in place Employee Relations Agreements for both its Outdoor and Administrative staff. These documents are available to the public via the South Australian Employment Tribunal (SAET) website (http://www.saet.sa.gov.au/).

Council’s current Employee Relations Agreements are attached to this report for Members’ ease of reference as follows:

• Adelaide Plains Council Outdoor Employee Relations Agreement 2017 (Attachment 2).

• Adelaide Plains Council Administrative Employee Relations Agreement 2017 (Attachment 3).

A copy of other awards and benefits employees are paid under

A copy of the Awards are attached to this report as follows:

• South Australian Municipal Salaried Officers Award (Attachment 4) • Local Government Employees Award (Attachment 5)

The relevant Industrial Awards are also publicly available on the SAET website.

What performance targets are staff measured against for their annual review?

Members will note that the ‘Key Performance Indicators’ for staff are outlined within the Job Descriptions attached to the various roles (refer below). Performance Indicators for the Management Team are, of course, heavily influenced by resolutions of Council and are therefore adapted more frequently than other Council employees.

A copy of the job role and descriptions of each staff member

Human Resource related information is of a highly confidential and sensitive nature. With this in mind, and in order to assist Council Members with budget deliberations as per the request received, the Job and Person Specifications of all positions held within Council (with the exception of the CEO, who is directly engaged via the Elected Body in accordance with the Local Government Act 1999) are attached to this report and grouped by department (Attachment 6). A Job and Person Specification for the endorsed Engineer position has not been advanced at this stage.

Can the CWMS be shown separately in the budget?

Yes. An updated Statement of Comprehensive Income showing CWMS as a separate item is attached to this report (Attachment 7).


http://www.saet.sa.gov.au/

Concern has been expressed about significant loan repayments of around $4 million. How much has been paid off each loan, what are the overall current loan borrowings, and what is the schedule frequency for payment?

A copy of the Loan Register is attached to this report (Attachment 8). The overall current loan borrowings can be summarised as follows:

Loan Amount borrowed ($)

Amount paid ($)

Outstanding on 30/6/17

Frequency for payment

Loan term (years)

Interest Rate (%)

Gawler River Scheme - flood plain

116,000 74,094 41,906 Six monthly 15 6.2

Gawler river Scheme - Flood Plain Management

430,000 237,018 192,982 Six monthly 15 6.8

Community Land - Mallala

180,000 98,546 81,454 Six monthly 15 7.02

Resource Recovery shed & Ruskin Shannon Rd Development

368,000 201,284 166,716 Six monthly 15 7.05

Mallala Bowling Club Synthetic Green

60,000 47,706 12,295 Six monthly 10 8.1

Funding Capital Program FY2010

1,700,000 1,065,387 634,613 Six monthly 10 6.85

Funding Depot and Plant

3,000,000 1,283,474 1,716,526 Six monthly 10 5.9

CWMS 1,910,000 17,848 1,892,152

20 4.45

Total 5,854,000 3,007,507 2,846,493


What is the trend analysis of the Long Term Financial Plan projection in 2013/2014 and where is APC now?

2013/2014 Long Term Financial Plan projection for 2018/2019

$205,000 (deficit)

Draft Recurrent Budget for 2018/2019 $520,000 (deficit)

Please note: these figures are excluding CWMS and operating projects.

When forecasting a long term financial plan a number of factors can alter the outcome of the predicted figures. The following are some of the new expenditures included in the current Draft Budget that were not previously anticipated:

• New allocation of $33,570 for GRFMA to carry out operations and maintenance work for Bruce Eastick North Para Flood Mitigation Dam;

• Additional costs due to changes to planning legislation - Contribution to Planning Portal contribution $25,000 & Regional Planning Board $25,000;

• Additional water expenses for Two Well Oval $22,000 (previously not paid due to meter issue which was fixed by SA Water recently);

• IT Software & Licensing $18,691; • Contribution to internal control assessment software - $3,000; • Cost of two new positions adopted in the 2017/2018 Budget (General Inspection & Engineer) -

$104,000.

Asset Management Plan is in need of review. When can this be advanced, and can a review have a focus on roads and buildings, particularly surrounding asset rationalisation?

The current Asset Management Plan was adopted by Council in February 2017, and covered all asset classes including roads and buildings, with comments made around building rationalisation in section 3.2 and 3.5. Further reviews of the Asset Management Plan will include roads and building rationalisation. It is anticipated that the next review of the Asset Management Plan will occur in 2019.

Can test findings of road intervention levels and any material sampling around road surface enhancers be provided?

The information is provided within Attachment 9 to this report.

When considering this data, it is important to take into account that the road condition data was collected in 2015/16, and that road condition scores may have changed or been reprioritised since then.

What is the process surrounding the testing?

The testing of roads methodology was developed in conjunction with Council administration staff and Tonkin Consulting to determine optimum intervention levels. The methodology is provided as Attachment 10 to this report.


The test results are combination of different tested and observed road conditions in order to provide a weighted result that can be used to determine road renewal priority in the 10 year Asset Management Plan. Tonkin Consulting supports neighbouring councils with the above testing methodology and has proven to be a valuable peer support to Council.

How much money is being spent on kerbing in the proposed 2018/2019 budget and in what areas?

There is one project included under kerbing in the current Draft Budget – Chivell Street – Wasleys Road – Joseph Street costing $35,200.

What roads are being sealed in the 2018/2019 draft budget?

There is one project included under new sealing in the current Draft Budget – Gawler River Road and Old Port Wakefield Road intersection upgrade costing $79,000.

In relation to loans, there appears to be a discrepancy in relation to interest payments of $230,000 and interest expenditure of around $264,000. What is the reasoning behind this?

The total interest repayments on the summary of debenture loans shows the interest payable over the life of all of the debenture loans currently outstanding. This figure was recorded as $230,628 by mistake in the loan register previously provided to the Elected Members. This amount should in fact be $3,886,726.36. The current Loan Register is attached (Attachment 8). The interest expense of $264,000 identified in the current Draft Budget relates to the 2018/2019 financial year interest expense. This amount consists of:

• Interest expense of $214,000 for long term debenture loans; and

• Balance $50,000 for short term cash advance interest.

Plant replacement program – proposal to defer all new purchases. What is Council intending to do with the bulldozer in the quarry as there are no tracks on it?

With regard to the bulldozer in the quarry with no tracks on it, the tracks are off the machine at present to allow repairs to the rollers that guide these tracks.

Given that Council will likely consider a formal review of Infrastructure Service delivery (in terms of what services are to be delivered, how they are to be delivered and by whom), all purchases of heavy plant should be deferred until the outcomes of the review are known and endorsed.

However, the plant replacement program can still move to dispose of the plant as identified in the workshop sessions such as the bulldozers, free roller and old prime mover and associated trailers. These are either surplus to Council requirements, unsafe to use or uneconomic to maintain in the fleet. It is not recommended that Council “pocket the savings” with regard to the fleet procurement delay but rather, allow for the hiring in of the plant that would have otherwise been purchased until such time as the review is complete. This will ensure that business continues in the short term.


Can Council outsource all Depot related disciplines including Quarry, Waste Management Stations and Parks and Gardens? What further reporting or issues surrounding this proposal need further assessment?

Council may consider outsourcing various services, however a step of such significance would require an independent consultant to assist. There are many facets to take into considerations such as IR matters, EB, risk (including security of contracts), service standards, budget implications, additional administrative and operational burden on Council to administer additional contracts to ensure legislative compliance etc.

Any such brief to engage a consultant would need to be well balanced and carefully considered. The recent successes in contracting kerbside waste pickup services may not be automatically duplicated across all services.

The brief would also need to have a broad scope to understand all the risks associated with adopting both in-house and external outsourcing models. The brief should include exploring and comparing the experiences of other organisations such as the Department of Planning, Transport and Infrastructure, Light Regional Council and Town of Gawler who have all previously moved to outsource various services, then reversed some of their decisions when the outsourcing model did not meet expectations. It is suggested that a project budget to carry out this review should be set at $50,000.

Can staff confirm the intersection works and value around Gawler River Road and Old Port Wakefield Road?

The proposed works are in response to a number of reported near-misses caused by northbound motorists who are late to notice stationary vehicles waiting to turn right onto Gawler River Road, nearly rear-ending the stationary vehicle. There is corresponding deterioration of the existing seal at the intersection causing frequent and ongoing maintenance in the form of patching due to the fragile existing seal.

The proposal is to construct a passing lane on the western side of Old Port Wakefield Road to address the safety concerns and hot-mixing the entire intersection with asphalt to address the deterioration at the same time. This is similar to what was constructed at the intersection of Old Pt Wakefield and Dawkins Roads a number of years ago. The assessment considered that the upgrade would provide a significant improvement to public safety and would be more economical if carried out in conjunction with the resealing of the intersection which in turn will alleviate frequent repairs.

The value of the proposed works is $79,000. Image: Scenario car ‘A’ waiting to turn right if encountering oncoming traffic.

The black broken line shows the approximate extent of slip line Special Council Meeting 13 of 326 14 May 2018

What is the status update of the leasing agreements at the Mallala Resource and Recovery Site?

A confidential report on this matter will be presented to Council for consideration at the 21 May 2018 Ordinary Council meeting.

Can administration please provide staffing data surrounding employee numbers of both inside and outside at the Depot?

The salary budget for 2018/2019 is based on 53.44 Full Time Equivalent (FTE) employees. The graph below shows Council staffing data by department. Council’s Infrastructure Department has 19 outdoor and 5.63 indoor staff.

What is the $200,000 figure set aside for under “Site Improvements” in the proposed 2018/2019 budget?

Table 3 on page 18 of the Draft Annual Business Plan (provided as Attachment 11 to this report) shows “Required Four (4) Year Capital Investment based on I&AMP” and the required expenditure under “site improvements” in 2018/2019 is $200,000. Council has since decided to include in the current Draft Budget the amount of $108,000 for site improvements as follows:

Site Improvements $

1. Two Wells Cemetery - Cremation wall 50 Plots 25,000

2. Two Wells Cemetery - Concrete paths 20,000

3. Solar panel system for the depot 50,000

4. CCTV Unit for Mallala CWMS Sewer Inspections 13,000

Total 108,000


The current CWMS loan is $1.91 million, however, concerns relate to the whole of life repayments, overall term of the loan and interest payable. Are these figures accurate?

The figures are accurate. $1.91m is the amount borrowed. As with any borrowing, the amount borrowed should be repaid along with interest. The term of this loan is 20 years and over this period the total interest expense on the loan is $1.493m.

Further information in relation to Budget 2018/2019, prepared and distributed by Councillor Panella at the 30 April 2018 Special Meeting of Council as follows: • Breakdown of rates income

Land use code Estimated rates income $

Residential General Rate 4,457,756.91

Commercial General Rate 32,211.82

Commercial - Other General Rate 147,359.40

Industry - Light General Rate 6,736.55

Industry - Other General Rate 97,115.02

Primary Production General Rate 3,075,980.77

Vacant Land 371,164.04

Other General Rate 61,158.41

Total: 8,249,482.92

• NRM Levy - Do we keep this or does it go to NRM Board as our contributions?

Council collects this levy and remits to the NRM board. Council receives approximately $3,500 for being the collection agency of NRM levy.

• Other Rates income of $80,000 - What is this, where does it come from?

This item represents interest and penalty related to non-payment/late payment of rates.


• Breakdown of statutory charges

Description $

Development Act Fees 151,950

Dog Registration fees and fines 129,664

Litter Fines 506

Parking Fees & Fines 200

Septic Tank Fees 32,000

Impounding Animals 405

Fire Fees & Fines 957

Dog Infringements 20,000

Dog Infringements & Fines 2,229

Dog Control Late Payment Fee 7,050

Fines on NRM Levy 700

Operating Total 345,661

• Reimbursement - What commercial arrangement are these?

There are no commercial arrangements in place. The table below provides a breakdown of the budgeted reimbursements:

Description $

Reimbursement from other councils for staff assistance 500.00

Regional Youth Traineeship Program Round 2 (2017-2019) Reimbursement from LGA 9,667.00

Performance rebate from WorkCover & Annual Special Distribution 81,600.00

Surplus distribution from Assets Mutual Fund & WorkCover refunds 15,300.00

Surplus distribution from Income Protection Insurance & insurance premium refunds 17,544.00

Interest income from loan given to Mallala Bowling Club 849.00


Reimbursement from Wakefield Council for General Inspector resources sharing 688.00

Others 204.00

Total 126,352.00

• Other income - What is this from and explain in detail

The table below provides a breakdown of budgeted other income.

Description $

LGA Mutual Liability Scheme - Special Distribution 16,320.00

Admin charges reimbursement from NRM Board 3,570.00

Bonus payment from Local government Financing Authority 8,000.00

Loan repayment by Mallala Bowling Club 8,353.00

Lease income from Adelaide Kerbing & Four Season Demolition ($4,437 X 2) 8,874.00

Sundry Planning Income 1,632.00

Total 46,749.00

• Loans – period of the loans, interest rate, is this how much we pay annually or is left to pay

The table below provides a breakdown of loans and items identified in the request for further information.

Loan Period of the loan (years)

Interest (%) Is this how much we pay annually or is left to pay

Gawler River Scheme – Flood Plain Management ($32,369)

15 6.2 $32,369 represents the outstanding amount

Gawler River Scheme – Flood Plain Management ($159,368)


Community Land – Mallala ($67,330)

This is the land adjacent to the Mallala service centre – gazebo and open area



Resource Recovery Shed and Ruskin Shannon Road Development ($137,826)


• CWMS – period of the loan, interest rate, is this how much we pay annually or is left to pay

The table below provides a breakdown of loans and items identified in the request for further information:

Loan Period of the loan (years)

Interest (%) Is this how much we pay annually or is left to pay

CWMS loan ($1,873,502) 20 4.45 $1,873,502 represents the outstanding amount

$51,323 is paid every 6 months in relation to this loan

Conclusion

This report and associated information has been provided further to the request from Elected Members, to assist in considering Council’s current Draft Budget for 2018-2019. It is now for Council to consider its approach moving forward in relation to the budget adoption.


Electronic version on the Intranet is the controlled version. Printed copies are considered uncontrolled. Before using a printed copy, verify that it is the current version.

1

Council Vehicle Policy

Version Adoption by Management:

23 May 2014

Current Version: 3.0

Administered by: Last Review Date: 2014

Chief Executive Officer Next Review Date: 2017

TRIM REF: CON12/673 Strategic Outcome:

5.4 Effective strategic and performance management

1. Introduction

In February 2014 the Senior Management Team (SMT) undertook a review of its vehicle management practices. SMT has resolved to take a transitional approach to its vehicle management; it has resolved that where a current employee who has private use of a Council vehicle terminates their employment with Council the new incumbent will not be provided a vehicle outside the requirements of this Policy.

In this situation vehicles will remain within Council’s Pool Vehicle Fleet unless the CEO has resolved that they are excess to Councils operational requirements at which point the vehicle will be disposed of in accordance with Councils Asset Management Financial Policy.

Where a current employee has private use access to a Council vehicle as part of their current employment this will continue in line with this Policy. Where a current employee wishes to negotiate away from a current private use vehicle as part of their employment this may be done in negotiation with the CEO, however any negotiated agreement will not financially disadvantage Council against any current agreement.

This Policy outlines the general principles associated with Council passenger and utility vehicles for accountability purposes.

2. Vehicle Purchasing / Leasing Standards

2.1 Fixed Term Contract Employees

Where an employee is engaged on a Fixed Term Contract, negotiations will occur prior to the appointment regarding the provision of a vehicle as part of the salary packaging arrangements, which will be entered into and specified within the Contract of Employment. Where a vehicle is negotiated as part of a Fixed Term Contract, it is preferred that the vehicle is acquired through a novated lease, alternative purchasing options must be negotiated and approved by the CEO and be suitable for operational purposes and within budget allocations.


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2

2.2 Council Officers

Council acknowledges that some employees require a vehicle as part of their employment. It is the responsibility of the SMT to identify those positions where a Council vehicle is reasonably required and to decide where that vehicle will also be available for full private use.

The SMT has resolved that these positions are confined to:

• Depot Operations Coordinator; and

• General Inspector.

Any exception is at the discretion of the SMT; where it can be demonstrated that the duties of an employee require a 24 hour on call provision, then a Council Vehicle may be allocated to that position for the duration of the on call period allowing for limited private use.

A vehicle will be purchased that is suitable for operational purposes and within budget allocations as agreed by the SMT being:

• Coordinator level and lower – A base model vehicle under $30,000 unless for specific operational purposes;

• Senior Management level as negotiated in their fixed term contract.

These vehicles will continue to be available for pool car use during business hours.

3. Vehicle Changeover

Vehicles are to be reviewed for trade-in value six (6) months prior to the expiration of the warranty or within 10,000km of the warranty kilometers being exceeded, which ever comes first. For Administrative Officers this will be managed by the General Manager of Corporate and Community Services and for Operational Vehicles this will be managed by the Depot Operations Coordinator. Vehicles will be changed over at the discretion of the CEO taking into consideration operational and budgetary requirements. New vehicles which increase the size of Council’s vehicle fleet must be included in the Councils approved budget and authorised by the CEO.

Australian manufactured vehicles will be given preference where it is established that there is no significant financial or operational impact and that the purchase is in line with the allocated budget.

4. General Conditions of Use

4.1 The use of Council vehicles is at the discretion of SMT. All vehicle use will be subject to this Policy, which may be amended from time to time by SMT. Current road rules and legislative requirements must be adhered to at all times.



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4.2 All Council vehicles are to be available for general pool use during business hours.

4.3 No modifications to any vehicle are permitted unless authorised by the CEO or Depot Operations Coordinator where operational vehicles are intended to be altered.

4.4 All Council vehicles are Non-Smoking vehicles – Smoking is not permitted.

4.5 Council employees are responsible for ensuring that vehicles are maintained and kept in a clean and serviceable condition at all times. Any warranted complaint regarding vehicle hygiene may result in the vehicle being sent for cleaning and detailing at the responsible Council Officer’s expense.

4.6 Council Vehicles are not permitted to leave South Australia with the exception of business travel or where it has been authorised by the CEO. Prior approval for such travel must be sought from the CEO and the Governance Coordinator notified for insurance purposes.

4.7 Vehicles must be driven with due care and in accordance to current legislation at all times, drivers must be licenced and maintain legal levels of alcohol and drug consumption for driving.

4.8 Where an employee receives any form of parking or driving infringement notice the employee will be responsible for all associated costs with that infringement notice. The employee responsible will complete a statutory declaration recognising them as the driver of the vehicle. Under no circumstances will Council be responsible for the associated costs of any infringement notice where the employee has broken current road rules and associated legislation.

4.9 If a vehicle is damaged in an accident and it is determined that the employee is responsible for that damage, the employee will be required to pay Council any excess payable under Council’s insurance policy. The CEO may reduce or waive such payment if they consider that the circumstances of the case warrant it.

4.10 If the vehicle is at any time driven in contravention of this clause (irrespective of whether the driver is the employee or the employee’s spouse/partner) the following provision shall apply:

• the use of the vehicle shall be suspended for the period of any licence disqualification; and,

• reinstatement of private use provisions will be subject to review following any suspension.

Note: Where it is a requirement of the Council Officer to have access to a vehicle as part of their position their employment status will be reviewed as part of any licence disqualification, as per 6.4 of this Policy.



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4.11 Where a Council vehicle is scheduled for servicing or requires minor repairs, employees must first contact Councils Senior Workshop Officer to determine their availability and ability to complete required works prior to making arrangements with an external provider.

5. Fuel

5.1 Fuel must not be obtained from the Council depot unless approval is given by the Depot Operations Coordinator.

5.2 Fuel Cards will be issued with Pin Numbers for fuel only. Fuel cards are to remain with the vehicle at all times and may only be used at approved outlets throughout South Australia.

5.3 Where an employee loses / damages a fuel card or it is stolen this is to be reported immediately to the General Manager Corporate & Community Services so that a replacement card may be ordered and stolen cards cancelled.

6. Licencing Requirements

6.1 All employees will be required to provide a current copy of their driver’s licence every twelve (12) months and sign a disclaimer stating that their driver’s licence and any restrictions is current at the time of providing their licence. Where an employee fails to comply with this requirement they will not be permitted to use a Council vehicle.

6.2 If an employee is disqualified from driving a vehicle they must notify their General Manager as soon as they are aware of their disqualification and the circumstances of any known disqualification period.

6.3 The CEO will determine those employees who are able to have the costs of their licence reimbursed annually and in accordance with the current Enterprise Bargaining Agreement and Award conditions.

6.4 Where an employee is disqualified from driving and this disqualification has a direct impact on the employee’s ability to perform their role the following will be considered:

• the General Manager, in consultation with the CEO, may consider alternative duties for the employee for the duration of the disqualification;

• where alternative duties are not practicable the General Manager, in consultation with the CEO, may recommend the employee exhaust their leave entitlements and consider Leave Without Pay for the duration of the disqualification; or



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• the General Manager, in consultation with the CEO, may terminate the employee’s employment with Council.

6.5 Where an employee is in breach of any Council Code, policy or procedure their immediate employment will be considered.

7. Accident Procedure

7.1 All accidents or mechanical problems must be reported immediately.

7.2 Should a Council vehicle be involved in any accident, the following steps must be undertaken by the driver concerned:

• Render assistance within personal capabilities to all parties requiring assistance;

• Contact the Governance Coordinator as soon as practicable;

• Exchange names and addresses of owners / drivers of the vehicles involved in the accident, or any injured parties;

• Record the make and registration number of any vehicle involved, or description of the property damaged;

• Report the accident to the Police and obtain a Police Report Number;

o Obtain the names and addresses of available witnesses; o Do not admit liability for the accident or damage; o Do not leave the vehicle unattended at the roadside; and o At the first available opportunity return to the Council Office and

complete a Motor Vehicle Accident Report, in consultation with the Governance Coordinator, provide the Governance Coordinator with all other records, medical / quotes / towing details etc.

8. Fringe Benefits Tax

Council will pay the Fringe Benefits Tax arising from the private use of Council vehicles. The taxable value of individual fringe benefits will be recorded and reported on individual group certificates in accordance with legislative requirements. The statutory formula method will be used for the calculation of reportable fringe benefits. Individual fringe benefits will be reported by allocating the cost of benefits as they accrue against each General Manager in the respective groups.

9. Private Use

9.1 Employees with Private Use privileges will comply with all requirements of the Policy.



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9.2 The private use of Council vehicles is at the discretion of the CEO and will form part of an Employee’s Contract of Employment. Private use will be subject to this Policy, which may be amended from time to time after consultation with SMT.

9.3 Private use vehicles are to be secure and parked off street overnight.

9.4 For Council employees who have private use only the Council Officer to whom the vehicle is issued and their immediate family members may drive the vehicle outside of normal business hours. Council Officers will be responsible for advising the Governance Coordinator on an annual basis (January) of the nominated drivers and providing a current copy of their drivers license.

9.5 At no time will Learner and Probationary (P1) drivers be permitted private use of a Council vehicle.

9.6 Private use custodians are required to complete a FBT declarations stating the amount spent on fuel for private purposes (e.g. whilst on annual leave) annually.

9.7 Employees who have private use of a Council vehicle will have one hundred ($100) dollars per fortnight deducted from their pay unless by other agreement negotiated with their General Manager and CEO. The employee financial contributions relating to Private Vehicle Use will be reviewed annually with the contribution being adjusted by the CPI Adelaide March quarter and rounded to the nearest dollar as a minimum.

Employees on a Fixed Term Contract are excluded from this clause unless it forms part of any negotiated agreement.

9.8 Employees who have private use of a Council vehicle will be responsible for the costs associated with general cleaning / washing of the vehicle.

10. Related Documents

Mandatory Code of Conduct – Council Employees

Tenders and Purchasing Policy

Asset Financial Management Policy

11. Records Management

All documents relating to this Policy will be registered in Council’s Record Management System and remain confidential where identified.

12. Document Review

This Policy will be reviewed periodically to ensure legislative compliance and that it continues to meet the requirements of Council its activities and programs.



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13. References

Local Government Act 1999

Worker Health and Safety Welfare Act 2012

14. Further Information

Employees may seek further information regarding this Policy by contacting the Human Resources Officer. A current electronic copy of this Policy can be found at CON12/673.


ADELAIDE PLAINS COUNCIL OUTDOOR EMPLOYEE RELATIONS

AGREEMENT 2017

File No. 4359 of 2017

This Agreement shall come into force on and from 27 October 2017 and have a life extending for a period of 36 months therefrom.

SAET HEREBY APPROVES THIS ENTERPRISE AGREEMENT PURSUANT TO SECTION 79 OF THE FAIR WORK ACT 1994.

DATED 27 OCTOBER 2017.

________________________ COMMISSIONER AIKENS


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ADELAIDE PLAINS COUNCIL

ADMINISTRATIVE EMPLOYEE

RELATIONS AGREEMENT 2017

File No. 4120 of 2017

This Agreement shall come into force on and

from the first pay period after 1 July 2017 and

have a life extending for a period of thirty six

months therefrom.

SAET HEREBY APPROVES THIS ENTERPRISE AGREEMENT PURSUANT TO SECTION 79 OF THE FAIR WORK ACT 1994.

DATED 13 NOVEMBER 2017.

________________________ COMMISSIONER AIKENS


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SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD

This is a consolidated version of an award of the South Australian Employment Tribunal

published pursuant to the provisions of the Fair Work Act 1994.

PART 1 - APPLICATION AND OPERATION OF AWARD

CLAUSE 1.1 AWARD TITLE

OPDATE 01:12:2006 on and from

This Award shall be known as the South Australian Municipal Salaried Officers Award.

CLAUSE 1.2 ARRANGEMENT

OPDATE 01:12:2007 1st pp on or after

1.2.1 By clause number

Clause no. Title

Part 1 – Application and operation of the Award

1.1 Award title

1.2 Arrangement

1.3 Anti-discrimination

1.4 Definitions

1.5 Date the Award starts

1.6 Scope and parties bound

Part 2 – Consultation and dispute resolution

2.1 Consultative mechanisms and procedures

2.2 Dispute settling procedure

2.3 Boards of reference

2.4 Notice boards

2.5 Award access

Part 3 – Employment relationships

3.1 Employment categories

3.1.1 Appointment and probation

3.1.2 Casual employment

3.1.3 Part-time employment

3.1.4 Fixed term employment

3.1.5 Training wage arrangements

3.1.6 Workers eligible for a supported wage

3.2 Termination of employment

3.2.1 Notice of termination by employer

3.2.2 Notice of termination by employee

3.2.3 Job search entitlement

3.2.4 Transmission of business

3.2.5 Redundancy


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SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD PART 1 PAGE 2

Clause no. Title

Part 4 – Rates of pay and related matters

4.1 Classification and rates of pay

4.2 Payment of wages

4.3 Higher duties

4.4 Allowances

4.4.1 Availability allowance

4.4.2 First aid allowance


4.4.4 Meal breaks and meal allowance

4.4.5 Motor car allowance

4.4.6 Travelling expenses

4.4.7 Telephone allowance

4.4.8 Study leave allowance

4.5 Safety net adjustments

4.6 Economic incapacity applications

Part 5 – Hours of work, shift work, overtime and meal breaks

5.1 Ordinary hours of work

5.2 Penalty rates on ordinary time

5.3 Library officers

5.4 Overtime

5.5 Rest period after overtime

5.6 Time off in lieu of overtime

5.7 Call out

Part 6 – Types of leave and public holidays

6.1 Annual leave

6.2 Annual leave loading

6.3 Bereavement leave

6.4 Long service leave

6.5 Parental leave

6.5.1 Definitions

6.5.2 Basic entitlement

6.5.3 Right to request

6.5.4 Maternity leave

6.5.5 Paternity leave

6.5.6 Adoption leave

6.5.7 Variation of period of parental leave

6.5.8 Parental leave and other entitlements

6.5.9 Transfer to a safe job

6.5.10 Returning to work after a period of parental leave

6.5.11 Replacement employees

6.5.12 Part-time work

6.5.13 Communication during parental leave

6.6 Sick leave

6.7 Jury service

6.8 Family leave

6.8.1 Use of sick leave

6.8.2 Unpaid leave for family purpose

6.8.3 Make-up time

6.9 Public holidays

Part 7 – Miscellaneous

7.1 Time record

7.2 Protective clothing and uniforms



Clause no. Title

7.3 Council elections

7.4 Superannuation

7.5 Continuous service

7.5.1 Maintenance of continuous service

7.5.2 Calculation of period of service

Schedules

Sch. 1 Classification

S1.1 Introduction

S1.2 Classification

S1.3 Progression through the levels

S1.4 Study leave for classification progression

Sch. 2 General Officers Stream and classification criteria

Sch. 3 Senior Officers Stream and classification criteria

Sch. 4 Glossary of terms

Sch. 5 Training wage arrangements

Sch. 6 Supported wage provisions

1.2.2 Alphabetical order

Clause no. Subject matter

4.4 Allowances

1.3 Anti-discrimination

6.1 Annual leave

6.2 Annual leave loading

1.2 Arrangement

2.5 Award access

1.1 Award title

6.3 Bereavement leave

2.3 Boards of reference

5.7 Call out

Sch. 1 Classification

4.1 Classification and rates of pay

2.1 Consultative mechanisms and procedures

7.5 Continuous service

7.3 Council elections

1.5 Date the Award starts

1.4 Definitions

2.2 Dispute settling procedure

4.6 Economic incapacity applications

3.1 Employment categories

6.8 Family leave

Sch. 2 General Officers Stream and classification criteria

Sch. 4 Glossary of terms

4.3 Higher duties

6.7 Jury service

5.3 Library officers

6.4 Long service leave

2.4 Notice boards

5.1 Ordinary hours of work

5.4 Overtime

6.5 Parental leave

4.2 Payment of wages

5.2 Penalty rates on ordinary time

7.2 Protective clothing and uniforms

6.9 Public holidays



Clause no. Subject matter

5.5 Rest period after overtime

4.5 Safety net adjustments

1.6 Scope and parties bound

Sch. 3 Senior Officers Stream and classification criteria

6.6 Sick leave

7.4 Superannuation

1.7 Supersession

Sch. 6 Supported wage provisions

3.2 Termination of employment

5.6 Time off in lieu of overtime

7.1 Time record

Sch.5 Training wage arrangements

CLAUSE 1.3 ANTI-DISCRIMINATION


1.3.1 It is the intention of the respondents to this Award to respect and value the diversity

of the workforce by helping to prevent and eliminate discrimination on the basis of

race, colour, sex, sexual preference, age, physical or mental disability, marital status,

family responsibilities, pregnancy, religion, political opinion, national extraction or

social origin.

1.3.2 Accordingly, in fulfilling their obligations under the dispute settling procedure clause,

clause 3.2, the respondents must make every endeavour to ensure that neither the

Award provision nor their operation are directly or indirectly discriminatory in their

effects.

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

1.3.3.1 Any different treatment (or treatment having different effects) which is specifically

exempted under the Commonwealth anti-discrimination legislation;

1.3.3.2 Junior rates of pay.

1.3.3.3 An employee, employer or registered organisation, pursuing matters of

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

Human Rights and Equal Opportunity Commission.

CLAUSE 1.4 DEFINITIONS


1.4.1 Act shall mean the Fair Work Act 1994, as amended.

1.4.2 Award shall mean the South Australian Municipal Salaried Officers Award

1.4.3 Commission shall mean the South Australian Industrial Relations Commission.

1.4.4 Council shall mean any corporation, subsidiary or board as provided for in clause

1.6.1.

1.4.5 Employee shall mean an employee who is remunerated by salary and whose duties,

responsibilities and work description are contained within the terms of this Award.

1.4.6 Employer shall mean the same as Council

1.4.7 Level shall mean the classification Level under the General Officer structure except

where the term is referred to under the Senior Officer structure.

1.4.8 Officer shall have the same meaning as employee.



1.4.9 Union shall mean those registered organisations as provided for in clause 1.6.2, 1.6.3

and 1.6.4.

CLAUSE 1.5 DATE THE AWARD STARTS


This Award was made on 28 November 2006 and operates on and from 1 December 2006

(wages and allowances operate from the first pay period commencing on or after 1 December

2006) and continues in force as amended from time to time until rescinded or replaced.

CLAUSE 1.6 SCOPE AND PARTIES BOUND


1.6.1 This Award is binding on the industry of the occupations of:

All salaried officers employed by any municipal corporation or any corporation or

district council in the State of South Australia including subsidiaries or regional

subsidiaries established pursuant to the Local Government Act, or any Animal and

Plant Control Board in a:

Clerical

Administrative

Professional

Managerial

Community service

Recreational

Regulatory

Childcare

Environmental, or

Technical (including overseers, foremen and other supervisory officers)

capacity whose duties, responsibilities and work description are contained within the

terms of this Award.

1.6.2 The Amalgamated ASU (SA) State Union (ASU) and its members in all respects.

1.6.3 The Association of Professional Engineers, Scientists and Managers, South Australian

Branch (APESMA) in relation to its members employed by Councils as Professional

Engineers.

1.6.4 The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union

(AMWU) in relation to its members employed as technical officers and who fit within

the traditional coverage and rules of the AMWU.



PART 2 - CONSULTATION AND DISPUTE RESOLUTION

CLAUSE 2.1 CONSULTATIVE MECHANISMS AND PROCEDURES


At each enterprise covered by this Award the employer and employees and, if appropriate, an

appropriate agent including the Union, may establish a mechanism and procedures which

enables them to communicate and consult about matters arising out of this Award which they

agree would assist in achieving and maintaining co-operative workplace relations and mutually

beneficial work practices.

CLAUSE 2.2 DISPUTE SETTLING PROCEDURE


2.2.1 In the event of a dispute arising in the workplace the procedure to be followed to

resolve the matter will be as follows:

2.2.1.1 The employee and their supervisor meeting and conferring on the matter; and

2.2.1.2 If the matter is not resolved at such a meeting, the parties shall arrange for

further discussions between the employee and his or her nominated

representative, if any, and more senior level of management.

2.2.1.3 If the matter is still not resolved a discussion shall be held between

representatives of the Local Government Association or other representatives of

the employer and the Union or other employee representative.

2.2.1.4 If the matter cannot be resolved it may be referred to the Commission.

2.2.1.5 An employee required to attend an Industrial Tribunal to take part in any

industrial proceedings may be granted leave without or with pay for such

purposes.

2.2.2 In order to facilitate the procedure in 2.2.1:

2.2.2.1 The party with the grievance must notify the other party at the earliest

opportunity of the problem;

2.2.2.2 Throughout all stages of the procedure all relevant facts must be clearly identified

and recorded;

2.2.2.3 Sensible time limits must be allowed for completion of the various stages of

discussion. However, the parties must co-operate to ensure that the dispute

resolution procedures are carried out as quickly as possible.

2.2.3 While the parties attempt to resolve the matter work will continue as normal unless an

employee has a reasonable concern about an imminent risk to his or her health and

safety.

2.2.4 A workplace or employee representative who is required to assist in solving disputes

shall be granted paid leave to undertake training for such purposes. Leave shall be

granted provided that:

(a) the scope, content and level of courses are directed to the understanding and

enhancement of dispute resolution procedures;

(b) the timing and duration is taken into consideration;

(c) the employer is able to make adequate operational arrangements during the

period of such leave;



(d) other similar leave is taken into consideration.

CLAUSE 2.3 BOARDS OF REFERENCE


2.3.1 A Board of Reference shall be convened on the application of either an employee or a

respondent employer to deal with disputes over the correct Award classification of an

employee covered by this Award, including eligibility for higher duty payments as

provided for in clause 4.3.

2.3.2 The Board must apply the Award classification criteria in making a determination over

any such disputes.

2.3.3 The Board shall be constituted by a Chairperson (a nominee of the Commission),

and two (2) other members, one on nomination by the employer and the other on

nomination by the Union or the employee where the employee is not a Union

member.

2.3.4 The employer and the employee may be represented before the Board of Reference.

2.3.5 The Board shall determine by majority decision any classification matter brought

before it, and publish the reasons for its determination.

2.3.6 The employer or the employee or the relevant Union may appeal a Board

determination to the Commission provided such appeal is lodged within twenty one

(21) days of the Board determination.

2.3.7 Nothing contained in this clause shall prevent the employer, the employee or the

relevant Union from utilising the Dispute Settling Procedures in clause 2.2 to deal with

classification disputes and directly making access to the Commission in lieu of an

application to a Board of Reference.

CLAUSE 2.4 NOTICE BOARDS


The employer shall permit a notice board to be erected at the workplace, or at each discrete

part of the workplace, to facilitate communication between the employees and/or their Union.

CLAUSE 2.5 AWARD ACCESS


The employer shall provide a current copy of this Award in an accessible place for the perusal

by employees in respect to salaries, classification criteria and conditions of service relating to

their employment.



PART 3 - EMPLOYMENT RELATIONSHIPS

CLAUSE 3.1 EMPLOYMENT CATEGORIES


3.1.1 Appointment and probation

3.1.1.1 All employees shall be on probation for a term of three months from initial

engagement with the employer.

3.1.1.2 At the conclusion of the term of three months, and whenever necessary prior

to that time, the performance of the said employee shall be assessed.

3.1.1.3 In the light of the assessment the probationary period of the employee on

probation may be extended up to a term of six months and the employee

shall be provided with a copy in writing of the assessment.

3.1.1.4 Should the probationary period be extended beyond three months, regular

monthly assessments shall be made.

3.1.1.5 In the event of an adverse assessment being made an employee shall be

entitled to reasonable counselling and training, the nature of which is at the

discretion of employer.

3.1.2 Casual employment

3.1.2.1 An employee engaged for a period of 800 hours or less in any year

(measured from the anniversary date of the employee’s commencement of

employment) may be engaged as a casual on an hourly contract of

employment and such employee shall be entitled to be paid a loading of

twenty per cent, in addition to the appropriate ordinary time hourly rate

prescribed under the Award for the normal duties involved.

Pursuant to the decision of the Full Commission in the Casual Loading Case

[[2012] SAIRComm 1], the 20% loading will be increased in accordance with

the following:

22% from the first full pay period commencing on or after 1 January 2012;

23% from the first full pay period commencing on or after 1 July 2012;

24% from the first full pay period commencing on or after 1 July 2013; and

25% from the first full pay period commencing on or after 1 July 2014.

3.1.2.2 The loading prescribed in 3.1.2.1 compensates the casual employee for the

non-applicability of leave entitlements (other than Long Service Leave where

applicable) and payment for public holidays not worked.

3.1.2.3 An employee, employed for more than 800 hours in a year, shall be engaged

as a part-time or full-time employee, unless the employer and the employee

otherwise agree. A written copy of any such mutual agreement shall be

signed by the employer and employee.

3.1.2.4 A casual employee shall be entitled to overtime or penalty payment at the

prescribed rates in respect of work performed outside ordinary time hours of

work or in excess of the ordinary hours of work provided for under Clause

5.1. Overtime and Penalty Rates for casual employees shall be applied to the

hourly rate which includes the loading prescribed by 3.1.2.1.



3.1.2.5 Caring responsibilities

3.1.2.5(a) Subject to the evidentiary and notice requirements in 6.8.1.2 and

6.8.1.3(d) employees are entitled to not be available to attend work, or

to leave work if they need to care for members of their immediate family

or household who are sick and require care and support, or who require

care due to an unexpected emergency, or the birth of a child, or upon

the death in Australia of an immediate family or household member.

3.1.2.5(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.

3.1.2.5(c) An employer must not fail to re-engage a casual employee because the

employee accessed the entitlements provided for in this clause. The

rights of an employer to engage or not to engage a casual employee are

otherwise not affected.

3.1.3 Part-time employment

3.1.3.1 Any employee employed on less than the established full-time hours for the

enterprise may be engaged as a part-time-employee. The provisions of this

Award shall apply on a pro-rata basis to any such employee.

3.1.3.2 Subject to the provisions of 3.1.3.3 overtime and penalty rates shall apply to

a part-time employee in either of the following circumstances:

(a) where work is performed outside of the ordinary span of hours set out

in clause 6.1;

(b) where in any two month block, commencing at the beginning of any

calendar year, the employee has worked sufficient additional hours to

exceed the number of weekly hours for which the employee is

contracted:-

Contracted hrs

(15 hrs per wk)

120 hrs per 2 months (calendar)

Actual hrs worked 160 hrs over 2 months (calendar)

Additional hrs worked 40 hrs (more than 15 hrs therefore

overtime rates apply)

minus

Ordinary time 15 hrs

25 hrs @ appropriate overtime rates

3.1.3.3 The normal working hours of a part-time employee may be changed by

mutual agreement between the employee and the employer. This provision

applies to meet the short term requirements of either party or in respect of

an increase or decrease in normal hours of duty.

3.1.3.4 A part-time employee shall be required to work the equivalent hours as a

full-time employee works within a 12 month period in order to qualify for

incremental progression within the classification level.



3.1.4 Fixed term employment

3.1.4.1 The employer may engage an employee for a fixed term contract of

employment to undertake a specific project of limited duration or work of a

limited duration or where employment is being facilitated by funding from an

external source.

3.1.4.2 The employer may engage an employee in circumstances other than those

provided for in 3.1.4.1 where the employee agrees to employment for a

fixed term.

3.1.4.3 A written agreement setting out the terms and conditions of the contract

including the nature of the duties and the Award classification shall be

signed by the employer and the employee.

3.1.4.4 Upon appointing an employee on a fixed term contract, the employer shall

notify the relevant Union forthwith as to:

(a) The nature of the fixed term contract;

(b) The duration of the fixed term contract.

3.1.5 Training wage arrangements

Refer to Schedule 5.

3.1.6 Workers eligible for a supported wage

Refer to Schedule 6.

CLAUSE 3.2 NOTICE OF TERMINATION


3.2.1 Notice of termination by employer

3.2.1.1 In order to terminate the employment of an employee the employer must give to

the employee the period of notice specified in the table below:

Period of continuous service Period of notice

1 year or less 1 week

Over 1 year and up to the completion of 3 years 2 weeks

Over 3 years and up to the completion of 5 years 3 weeks

Over 5 years of completed service 4 weeks

3.2.1.2 In addition to the notice in 3.2.1.1, employees over 45 years of age at the time of

the giving of the notice with not less than two years continuous service, are

entitled to an additional week’s notice.

3.2.1.3 Payment in lieu of the prescribed notice in 3.2.1.1 and 3.2.1.2 must be made if

the appropriate notice period is not required to be worked. Provided that

employment may be terminated by the employee working part of the required

period of notice and by the employer making payment for the remainder of the

period of notice.

3.2.1.4 The required amount of payment in lieu of notice must equal or exceed the total

of all amounts that, if the employee’s employment had continued until the end of

the required period of notice, the employer would have become liable to pay to

the employee because of the employment continuing during that period. That total

must be calculated on the basis of:

(a) the employee’s ordinary hours of work (even if not standard hours); and



(b) the amounts ordinarily payable to the employee in respect of those hours,

including (for example) allowances, loading and penalties; and

(c) any other amounts payable under the employee’s contract of employment.

3.2.1.5 The period of notice in this clause does not apply:

(a) in the case of dismissal for serious misconduct;

(b) to apprentices;

(c) to employees engaged for a specific period of time or for a specific task or

tasks;

(d) to trainees whose employment under a traineeship agreement or an

approved traineeship is for a specified period or is, for any other reason,

limited to the duration of the agreement; or

(e) to casual employees.

3.2.1.6 Continuous service is defined in clause 7.5.

3.2.2 Notice of termination by an employee

Any employee, other than a casual employee, desiring to terminate his/her

employment shall give to the employer two weeks notice of his/her intention to do so,

or in lieu thereof the employee shall forfeit two weeks salary. Provided that, where the

express provisions of an employee’s employment provides for a longer period of

notice, such provisions shall apply.

3.2.3 Job search entitlement

Where an employer has given notice of termination to an employee, an employee shall

be allowed up to one day’s time off without loss of pay for the purpose of seeking

other employment. The time off shall be taken at times that are convenient to the

employee after consultation with the employer.

3.2.5 Redundancy

3.2.5.1 Definitions

Redundancy in this clause means the loss of employment due to the employer

no longer requiring the job the employee has been doing to be performed by

anyone, and redundant has a corresponding meaning.

Small business means an employer who employs fewer than 15 employees

Week's pay means the ordinary time rate of pay for the employee concerned.

Provided that such rate shall exclude:

overtime;

penalty rates;

disability allowances;

shift allowances;

special rates;

fares and travelling time allowances;

bonuses; and

any other ancillary payments of a like nature.



3.2.5.2 Exclusion

3.2.5.2(a) This clause does not apply to employees with less than 1 year’s

continuous service. The general obligation of employers should be no

more than to give such employees an indication of the impending

redundancy at the first reasonable opportunity, and to take such steps

as may be reasonable to facilitate the obtaining by such employees of

suitable alternative employment.

3.2.5.2(b) This clause does not apply where employment is terminated as a

consequence of conduct that at common law justifies instant dismissal or

in the case of casual employees or employees engaged for a specific

period of time or for a specified task or tasks.

3.2.5.3 Discussions before termination

3.2.5.3(a) Where an employer has made a decision that the employer no longer

requires the job the employees have been doing done by anyone and

that decision may lead to termination of employment, the employer

must have discussions as soon as practicable with the employees

directly affected and the Union. Discussions must include:

(i) the reasons for the proposed terminations;

(ii) measures to avoid or minimise the terminations;

(iii) measures to mitigate the adverse effects of any terminations on

the employees concerned.

3.2.5.3(b) For the purposes of such discussion the employer must as soon as

practicable provide in writing to the employees concerned and the

Union, all relevant information about the proposed terminations,

including:

(i) the reasons for the proposed terminations;

(ii) the number and categories of employees likely to be affected;

(iii) the number of workers normally employed; and

(iv) the period over which the terminations are likely to be carried out.

No employer is required to disclose confidential information the

disclosure of which when looked at objectively, would be against the

employer’s interests.

3.2.5.4 Period of notice of termination on redundancy

3.2.5.4(a) If the services of an employee are to be terminated due to redundancy

such an employee must be given notice of termination as prescribed by

clause 4.3.

3.2.5.4(b) Employees to whom notification of termination of service is to be given

on account of the introduction or proposed introduction by the employer

of automation or other technological changes in the industry in relation

to which the employer is engaged must be given not less than three

months notice of termination.

3.2.5.4(c) Should the employer fail to give notice of termination as required in

3.2.5.4(a) or (b) the employer must pay to that employee the ordinary

rate of pay for a period being the difference between the notice given

and that required to be given. The period of notice to be given is

deemed to be service with the employer for the purpose of the Long

Service Leave Act 1987.



3.2.5.5 Time off during notice period

3.2.5.5(a) During the period of notice of termination given by the employer an

employee is entitled to up to 1 day off without loss of pay during each

week of notice for the purpose of seeking other employment.

3.2.5.5(b) If the employee has been allowed paid leave for more than 1 day during

the notice period for the purpose of seeking other employment, the

employees must, at the request of the employer, produce proof of

attendance at an interview. If such proof is not produced the employee

is not entitled to receive payment for the time absent. For this purpose a

statutory declaration will be sufficient.

3.2.5.5(c) The time off during notice period entitlements under this clause 3.2.5.5

apply in lieu of the provisions of 4.3.2.

3.2.5.6 Notification to Centrelink

Where a decision has been made to terminate the employment of an employee, or

of employees, on account of redundancy the employer must notify Centrelink

accordingly as soon as possible, giving relevant information including:

(a) a written statement of the reason(s) for the termination(s);

(b) the number and categories of the employees likely to be affected; and

(c) the period over which the termination(s) are intended to be carried out.

3.2.5.7 Severance pay

3.2.5.7(a) Employees are entitled to severance pay as prescribed below in addition

to the period of notice prescribed for termination in 3.2.1 and 3.2.5.4.

3.2.5.7(b) Severance pay - employees of a small business

An employee of a small business as defined in 3.2.5.1 whose

employment is terminated by reason of redundancy is entitled to the

following amount of severance pay in respect of a period of continuous

service:

Period of continuous service Severance pay

Less than 1 year Nil

1 year and less than 2 years 4 weeks pay*

2 years and less than 3 years 6 weeks pay


4 years and over 8 weeks pay

* Weeks pay is defined in 3.2.5.1.

3.2.5.7(c) Severance pay – other than employees of a small business

An employee, other than an employee of a small business as defined

in 3.2.5.1, whose employment is terminated by reason of redundancy,

is entitled to the following amount of severance pay in respect of a

period of continuous service:



Period of continuous service Severance pay

Less than 1 year Nil

1 year and less than 2 years 4 weeks pay*






7 years and over 12 weeks pay

3.2.5.7(d) Additional severance pay for employees aged over 45 years with 10

years or more continuous service

In addition to the severance pay in 3.2.5.7.3 an employee with not less

than 10 years continuous service, who is over the age of 45 years, is

entitled to an additional 4 weeks severance pay.

* Weeks pay is defined in 3.2.5.1.

3.2.5.7(e) Continuity of service will be calculated in the manner prescribed by

clause 4.5.

3.2.5.7(f) The severance payment need not exceed the amount which the

employee would have earned if employment with the employer has

proceeded to the employee’s agreed date of retirement or the

employee’s eligibility date for social security benefits, and retirement

from the workforce.

3.2.5.7(g) An employer may apply to the Commission for an order allowing the

offsetting of all or part of an employee’s entitlement to severance

payment on the basis that such payment of part thereof is already

provided for or included in the contributions which the employer has

made over and above those required by law to a superannuation

scheme and which are paid or payable to the employee on redundancy

occurring.

3.2.5.8 Incapacity to pay

The Commission may vary the severance pay prescription on the basis of an

employer's incapacity to pay. An application for variation may be made by an

employer or a group of employers.

3.2.5.9 Alternative employment

An employer may make application to the Commission to have the severance

pay prescription varied if the employer obtains acceptable alternative employment

for an employee.

3.2.5.10 Written notice

The employer must, as soon as practicable, but prior to the termination of the

employee’s employment, give to the employee a written notice containing, among

other things, the following:

(a) the date and time to the proposed termination of the employee’s

employment;



(b) details of the monetary entitlements of the employee upon the termination of

the employee’s employment including the manner and method by which

those entitlements have been calculated;

(c) advice as to the entitlement of the employee to assistance from the

employer, including time off without loss of pay in seeking other

employment, or arranging training or retraining for future employment; and

(d) advice as to the entitlements of the employee should the employee terminate

their employment during the period of notice.

3.2.5.11 Transfer to lower paid duties

Where an employee whose job has become redundant accepts an offer of

alternative work by the employer the rate of pay for which is less than the rate of

pay for the former position, the employee is entitled to the same period of notice

of the date of commencement of work in the new position as if the employee’s

employment had been terminated. The employer may pay in lieu thereof an

amount equal to the difference between the former rate of pay and the new lower

rate for the number of weeks of notice still owing.

3.2.5.12 Employee leaving during notice

An employee whose employment is terminated on account of redundancy may

terminate employment during the period of notice. In this case the employee is

entitled to the same benefits and payments under the Clause as if remaining with

the employer until the expiry of such notice. In such circumstances the employee

is not entitled to payment in lieu of notice.

3.2.5.13 Transmission of business

The provisions of this clause are not applicable where a transmission of business

occurs and the conditions of 3.3.2 or 3.3.3 are met.

3.2.5.14 Contrived arrangements

Subject to an order of the Commission, where an employer contrives

arrangements wholly or partly to deprive employees of the severance pay set out

in 3.2.5.7(c) or 3.2.5.7(d), then the employees will be entitled to the severance

pay set out in those clauses in lieu of that set out in 3.2.5.7(b).

CLAUSE 3.3 TRANSMISSION


3.3.1 This clause applies where a business, undertaking or establishment, or any part

thereof, has been transmitted from an employer (the transmittor) to another

employer (the transmittee).

Transmission without limiting its ordinary meaning, includes transfer, conveyance,

assignment or succession, whether by agreement or operation of law. Transmitted

has a corresponding meaning.

3.3.2 Acceptance of employment with transmittee

Subject to further order of the Commission where a person who at the time of the

transmission was an employee of the transmitter in that business, undertaking,

establishment, or part thereof becomes an employee of the transmittee:



3.3.2.1 The period of service which the employee has had with the transmittor or any prior

transmittor will be deemed to be service of the employee with the transmittee for

the purpose of calculating any entitlement of the employee to service related period

of notice of severance payments; and

3.3.2.2 The provisions of 3.2.5 do not apply in respect of the termination of the employee’s

employment with the transmittor.

3.3.3 Offer of employment with the transmittee

An employee is not entitled to benefits under 3.2.5 in respect of the termination of the

employee’s employment resulting from transmission of the business, undertaking,

establishment or part of it if:

3.3.3.1 The employee is offered employment by the transmittee;

3.3.3.2 The offer is made before the transmission of the business, undertaking or part

thereof;

3.3.3.3 The terms and conditions of the new employment offered:

(a) are not substantially different from those applying to the employment with

the transmittor; or

(b) are substantially different but the offer constitutes an offer of suitable

employment in relation to the employee; and

3.3.3.4 The employee unreasonably refuses to accept the offer.



PART 4 - RATES OF PAY AND RELATED MATTERS

CLAUSE 4.1 CLASSIFICATION AND RATES OF PAY


4.1.1 The minimum annual rate of salary to be paid to employees will be in accordance with

the rates set out in Schedules 2 and 3 of the Award and will include for salary

purposes relevant prescribed allowances.

4.1.2 The employer shall, upon the initial engagement or upon the promotion of an

employee, properly classify the employee having regard to the nature and range of

duties that it is proposed to assign to that employee and shall notify the employee in

writing of their classification.

4.1.3 In classifying an employee, an employer shall observe the procedure contained in

Schedule 1 of this Award to apply the appropriate salary level. On initial appointment,

an employer may give recognition to an employee’s previous relevant experience in

order to ascertain the appropriate incremental point for the classification.

4.1.3.1 Where an employee disagrees with the classification assigned by the employer,

he/she may bring the matter for determination to either the Board of Reference

constituted under this Award or the Commission provided that such application is

made whilst the employee is in the employment of the employer.

4.1.4 An employee may, upon written request, have his or her classification reviewed by the

employer. The review shall be conducted in accordance with the provisions of 4.1.3

and 4.1.3.1.

4.1.5 Where an employee is reclassified, it shall be done on a “point-to-point” basis: i.e.,

the employee shall be placed on that incremental step of the new classification level

which is appropriate to the length of time that he or she has been performing the

duties on which the reclassification is based.

CLAUSE 4.2 PAYMENT OF WAGES


4.2.1 As an option to the payment of wages by cash, an employer may decide to pay the

wages of its employees by way of cheque or by means of direct transfer into a bank or

other recognised financial institution of the employee’s choice.

4.2.2 The employer shall keep adequate time and payment records, together with the

details of all deductions that are made from gross salary.

CLAUSE 4.3 HIGHER DUTIES


4.3.1 An employee directed by the employer to perform duties of higher value outside or

exceeding those of the classification to which he or she has been appointed, whether

or not the said duties of higher value coincide with those of another classification for

which a higher salary scale is fixed by this Award, shall be paid while he or she is

performing such duties not less than:

4.3.1.1 The minimum salary rate for the higher paid classification if he or she

substantially performs the duties thereof; or

4.3.1.2 A salary rate commensurate with the value of the duties he or she is so directed

to perform.

4.3.2 Provided that the employee directed to perform such duties shall perform them on the

first occasion for a continuous period of five working days or more.



On subsequent occasions:

4.3.2.1 Employees classified at Level 5 and above - five days

4.3.2.2 Employees classified below Level 5 - four days OR an aggregate of ten days

in a calendar month.

4.3.2.3 Relief cashiers or positions containing a supervisory component (where the

employee’s normal position does not contain a supervisory component)

when the subsequent acting period shall be for one day in order to become

entitled to higher duty pay.

4.3.2.4 Notwithstanding the other provisions of this clause, an officer who performs

higher duties as a Relief Cashier during lunch hours and during such other

time as may be necessary, shall be paid on each occasion for the actual time

so worked (with a minimum of one hour’s payment for any one day) when

acting as a Relief Cashier, at the rate of a Cashier according to years of

service in such Relief Cashier work.

CLAUSE 4.4 ALLOWANCES

OPDATE 01:07:2017 1st pp on or after (cl. 4.4.2 & 4.4.3)


4.4.1.1 This clause applies to any employee instructed to be available for recall to

work outside of his/her normal working hours.

4.4.1.2 For the purposes of this clause availability duty means a situation where the

employer directs employees to hold themselves on immediate standby to

attend work during prescribed times outside their normal working hours.

Where a lesser state of readiness is required by the employer, the provisions

of Clause 5.7 Call Out shall apply other than where such arrangements are

mutually agreed by the employer and the employee and recorded in writing.

4.4.1.3 An employee instructed to carry out availability duty shall receive, in

addition to the salary otherwise payable, an amount equal to 10 per cent of

the employee’s hourly rate for each hour or part thereof that the employee

is required to be on standby.

4.4.2 First aid allowance

4.4.2.1 Where an employer requires an employee to hold and act upon a first aid

certificate an allowance of $12.90 per week shall be paid in respect of each

such week that the employee is required to act upon such certificate.

4.4.2.2 The payment shall be paid to casual and regular part-time employees on a

pro-rata basis providing that such payment cannot exceed the amount of

$12.90 per week in any one working week.

4.4.2.3 Employees already in possession of a first aid certificate will not be

reimbursed the initial cost incurred in obtaining the certificate.

4.4.2.4 Where an employee does not hold a first aid certificate but is required to

obtain a certificate, then all reasonable costs associated with the obtaining of

such certificate shall be borne by the employer. (This includes the renewal of

certificates).



4.4.3 Health surveyors’ allowance

A Health Surveyor classified Level 4, 4th increment and below who possesses

qualifications which enables him/her to be an authorised employee under the Food Act

1985 shall be paid an amount of $645 p.a. additional to his/her ordinary salary that

shall be regarded as part of the total salary for all purposes of the Award.

4.4.4 Meal breaks and meal allowance

4.4.4.1 An employee required to work overtime for more than one hour after the

employee’s normal ceasing hour on any weekday shall be entitled to a meal

break before starting overtime and to subsequent meal breaks at four hourly

intervals calculated from the end of the previous meal break taken by the

employee.

4.4.4.2 An employee required to work overtime on a Saturday, Sunday or public

holiday shall be entitled to a meal break:

4.4.4.2(a) After three hours of continuous work if that period includes a

recognised meal hour; or

4.4.4.2(b) After four hours of continuous work in any other case; and

4.4.4.2(c) To subsequent meal breaks at four hourly intervals calculated

from the end of the previous meal break taken by the employee.

4.4.4.3 When an employee is entitled to a meal break as provided by this clause and

such employee is unable to return to his or her home for a meal, a meal

allowance of $18.30 shall be paid unless an adequate meal is provided by

the employer irrespective of whether a meal break, paid or unpaid, is taken.

4.4.4.4 Where an employee is directed to commence duty before 7.00 a.m. on any

day and a meal break is taken before commencing normal working hours

and such employee is unable to return to his or her home for that meal an

allowance of $16.90 shall be paid.

4.4.5 Motor vehicle allowance

4.4.5.1 Where an employee is required by the employer to take his/her vehicle to

his/her headquarters for official use on that day the employee shall be

entitled to payment in accordance with clause 4.4.5.2 for the trip from

his/her home to his/her headquarters by the shortest practical route. Such

payment shall be restricted to a one way trip, not a return journey, and the

maximum distance paid on the one way trip shall not exceed 24 km per day,

even if the distance between his/her home and his/her headquarters is more

than 24 km.

4.4.5.2 Where an employee is directed to use his/her motor car on or in connection

with the business of Council, he/she shall be paid an allowance calculated at

one of the rates set out in the schedule below:

Type of vehicle Rate of allowance

An engine of 4 cylinders or less 86 cents per km

An engine of more than 4 cylinders or a rotary engine 95 cents per km

4.4.5.3 An employee shall be entitled to have his/her motor driver’s licence paid by

the employer (or the cost reimbursed) in circumstances where the

requirement for the employee to drive a motor vehicle is a normal and

regular feature in the performance of his/her ordinary duties.



4.4.5.4 Provided that, should the employee resign from the service of the employer,

or have his/her service terminated through no fault of his/her own, prior to

the expiration of the period of his/her licence, the employer shall have the

right to deduct from monies due to the employee on termination, an amount

pro-rata to the unexpired portion of the licence fee.

4.4.5.5 Provided further that, if the employee, during the period of the said licence,

is appointed to a position in local government in South Australia, the duties

of which require that he/she be a licensed motor driver, he/she shall be

reimbursed by the re-employing Council for the unexpired portion of the said

licence fee.

4.4.5.6 Where an employee is directed to use his/her motor cycle on or in

connection with the business of the employer, he/she shall be paid an

allowance calculated at the rate of 32 cents per kilometre, provided that in

addition the provisions of 4.4.5.1 shall apply.

4.4.5.7 Where an employee is required to attend Council meetings and does so

attend outside his/her normal working hours and this necessitates use of

his/her privately owned motor vehicle to travel directly from and to his/her

home, he/she shall be paid an allowance at the rate prescribed under

4.4.5.2.

4.4.6 Travelling expenses

All authorised travelling expenses incurred by any employee in the course of his/her

official duty shall be paid by the employer.

4.4.7 Telephone allowance

An employee required by the employer to provide a telephone at his/her home to

enable contact by the employer or the public shall be paid an allowance to pay the

cost of installation, rental and all business calls.

4.4.8 Study leave allowance

Where an employee is required by the employer to undertake a course, the employer

shall on the satisfactory completion of each year, reimburse the employee for all fees

paid in respect of such a course.

CLAUSE 4.5 SAFETY NET ADJUSTMENTS


The rates of pay in this Award include the safety net adjustment payable under the 2017 State

Wage Case and Minimum Standard for Remuneration. This safety net adjustment may be

offset against any equivalent amount in rates of pay received by employees whose wages and

conditions of employment are regulated by this Award which are above the wage rates

prescribed in the Award. Such above Award payments include wages payable pursuant to

enterprise agreements, currently operating enterprise flexibility agreements, award variations

to give effect to enterprise agreements and over award arrangements. Absorption which is

contrary to the terms of an agreement is not required.

Increases made under the existing or previous State Wage Case principles, previous General

Reviews of Award Wages and the 2017 State Wage Case and Minimum Standard for

Remuneration excepting those resulting from enterprise agreements or Award variations to

give effect to enterprise agreements, are not to be used to offset safety net adjustments.



CLAUSE 4.6 ECONOMIC INCAPACITY APPLICATIONS


Any employer or group of employers bound by an Award may apply to, temporarily or

otherwise, reduce, postpone and/or phase-in the application of any increase in labour costs

flowing from the 2017 State Wage Case and Minimum Standard for Remuneration on the

grounds of serious economic adversity. The merit of such application will be determined in the

light of the particular circumstances of each case and the impact on employment at the

enterprise level of the increase in labour costs is a significant factor to be taken into account in

assessing the merit of any application. A party may make such an application under s 31A of

the South Australian Employment Tribunal Act 2014 (the SAET Act) in the form approved

under rule 34 of the South Australian Employment Tribunal Rules 2017. It will then be a

matter for the President to decide whether it should be dealt with by a Full Bench of SAET.

Any decision to temporarily postpone or reduce an increase will be subject to a further review,

the date of which will be determined by SAET at the time it decides any application under this

provision.

An individual employer making an application pursuant to this provision may make a request

under s 55(2) of the SAET Act that the hearing of the matter be conducted in private and/or

that some or all of the evidentiary material produced in the case not be available for

inspection. Any such request will be determined by SAET in the circumstances of each case.



PART 5 - HOURS OF WORK, SHIFT WORK, OVERTIME AND MEAL

BREAKS

CLAUSE 5.1 ORDINARY HOURS OF WORK


5.1.1 The ordinary hours of work of a full-time employee shall be no more than an average

of 38 hours per week.

5.1.2 The ordinary hours of work are to be worked between the span 7.30 am - 6.30 pm

Monday to Friday inclusive. The ordinary hours of employees engaged in libraries,

recreation centres and swimming pools are excluded from the operation of this clause

(clause 5.1.2) providing however that such employees shall be entitled to the

following penalties covering their work:

(a) employees engaged in recreation centres and swimming pools (clause 5.2);

(b) employees engaged in libraries (clause 5.3).

5.1.3 Subject to the majority provisions in 5.1.4 the daily hours of employees working a

standard 5 day working week as provided in 5.1.2 shall be no more that 7.6 hours.

5.1.4 Variation to standard week

5.1.4.1 By agreement between the Council and the majority of employees (who are

subject to particular working hours arrangements) the following variations to a

standard 5 day working week may apply:

(a) a nineteen day four week period;

(b) a nine day fortnight;

(c) a system of flexi-time;

(d) any other form of structured and regular hours arrangement,

provided that no more than an average 38 hours per week is worked within the

cycle.

5.1.4.2 Unions which are party to the Award and which have members employed at the

enterprise shall be notified by the employer regarding any proposal to change the

method of working ordinary hours and then be provided with a reasonable

opportunity to participate in negotiations regarding implementation. Union

involvement in this process does not mean that the consent of the Union is

required prior to its implementation.

5.1.5 There shall be a lunch break of between 30 and 60 minutes each day to be taken

between 11.30 am and 2.30 pm.

5.1.6 There shall be allowed a paid rest period or tea break of ten minutes duration during

the morning and afternoon of each working day. Where adequate tea/coffee making

facilities are available the break shall be taken at the employee’s normal work station

at such times as are arranged by the employer and shall allow for the continuity of

work where the circumstances so require.



5.1.7 Change to span of hours

5.1.7.1 Where an employee’s 38 ordinary time hours per week can not be worked during

the span of hours in clause 5.1.2, a written agreement between the employee and

the employer setting out the details of the work arrangement shall be signed and

held by the employer and employee. In such arrangements the employer shall

apply the appropriate standard penalties as prescribed by clause 5.2 unless some

other compensating benefit is otherwise agreed between the employer and the

employee.

5.1.7.2 An employee may request and shall be given the opportunity to either seek advice

or the involvement of the Union in discussions relating to an agreement pursuant

to clause 5.1.7.1.

5.1.7.3 This clause 5.1.7 shall not apply to employees engaged in Recreation Centres,

Swimming Pools and Libraries.

5.1.8 Employees who regularly and directly supervise employees covered by the Local

Government Employees Award and depot based employees who regularly provide

administrative support to those employees may work the same hours as those

employees provided such hours do not exceed 152 ordinary time hours in a four week

period.

CLAUSE 5.2 PENALTY RATES ON ORDINARY TIME


5.2.1 Employees who as part of their ordinary hours of duty regularly perform work prior to

7.30am or after 6.30pm on a Monday to Friday (both inclusive) shall receive a loading

of 15% in addition to their ordinary time rate of pay for all time worked outside of

those hours.

5.2.2 Employees working on Saturdays and Sundays as part of their ordinary hours will

receive a loading of 50% in addition to their normal wage. Saturday to commence at

midnight on Friday and Sunday to finish at midnight on Sunday.

5.2.3 Employees working on public holidays as part of their ordinary hours may elect to

receive either:

(a) 150% in addition to their ordinary time rate of pay; or

(b) 50% in addition to their ordinary time rate of pay plus paid time off in lieu equal

to the number of hours worked, to be taken at a time that is mutually agreed

between the employee and the employer.

5.2.4 Employees who are regularly rostered over seven days, including Sundays and public

holidays, shall be granted an additional week of annual leave.

5.2.5 Employees who qualify under 5.2.4 shall have all annual leave loading calculated at

the rate of 20% instead of 17.5%.

5.2.6 If an employee works Saturday and Sunday as part of his/her ordinary week, then

he/she should be entitled to two consecutive days off during the period Monday to

Friday which shall be mutually agreed between the parties.

5.2.7 The penalty provisions of this subclause will not apply to supervisory staff as defined

in clause 5.1.8.

5.2.8 All time worked in excess of ordinary hours in any one day or exceeding an average

38 hours per week shall be paid at the appropriate overtime rate as prescribed in

clause 5.4.



5.2.9 These provisions are not intended to alter or affect flexitime or rostered hours

arrangements.

CLAUSE 5.3 LIBRARY OFFICERS


5.3.1 Library employees required to work as part of their normal roster on any day Monday

to Friday (inclusive) beyond 5.00 p.m. shall be paid a loading as set out below for all

such hours worked after 5.00 p.m.

(a) for employees paid up to and including Level 4 increment 3, a 15% loading in

addition to their ordinary time rate of pay;

(b) for employees paid at Level 4 increment 4 but not more than Level 6 increment

1, a 15 % loading calculated at Level 4 increment 3 ordinary time rate of pay;

(c) for employees paid at Level 6 increment 2 or above, no loading.

These loadings will only be paid where the work time is continuous other than for meal

breaks.

5.3.2 Library employees who are required to work as part of their ordinary weekly hours:

(a) On Saturday up to noon shall be paid a loading of 25% for such time;

(b) On Saturday after noon, on Sunday or a public holiday shall be paid a loading of

50% for such time.

5.3.3 Library employees who are required to work in excess of 38 hours in any one week

shall receive payment for such excess time at the rate of time and a half, or else be

granted time-off in lieu in accordance with clause 5.6.

CLAUSE 5.4 OVERTIME


5.4.1 All work performed in excess of the ordinary hours of duty per week or before the

ordinary commencing hour or after the normal ceasing hour on any day Monday to

Friday inclusive shall be paid for at the rate of time and a half for the first three hours

and double time thereafter until the completion of the overtime worked.

5.4.2 All time worked on a Saturday before noon shall be paid for at the rate of time and

one half for the first three hours and double time thereafter.

5.4.3 All time worked on a Sunday or afternoon on Saturday shall be paid for at double

time.

5.4.4 All time worked on a public holiday as defined by clause 6.9 shall be paid for at double

time and one-half. Provided that employees required to work overtime on any such

occasion shall be paid a minimum of three hours work at the appropriate overtime

rate.

5.4.5 Employees paid at Level 6 increment 1 or above shall be entitled to overtime

payments or paid time in lieu calculated at the Level 5 increment 3 salary rate.

5.4.6 The employer and the employee may agree to a suitable employment package to take

account of work that is likely to be performed outside the ordinary hours of work and

other similar contingencies inherent in the work. Such an agreement shall be entered

into by mutual agreement and recorded in writing.



5.4.7 Any employee shall attend meetings of the Council by which he/she is employed,

whether meetings of the Council or any committee thereof, whenever required to do

so, notwithstanding that any such meetings may be held outside the employee’s

ordinary hours.

CLAUSE 5.5 REST PERIOD AFTER OVERTIME


If starting work at the employee’s next rostered starting time would mean that the employee

did not receive a full ten hour break then either: the employee may, without loss of pay, start

work at such a later time as is necessary to ensure that he or she receives a break of at least

ten hours; or the employer must pay the employee double ordinary rates for all work

performed until the employee has received a break of at least ten hours.

CLAUSE 5.6 TIME OFF IN LIEU OF OVERTIME


By mutual agreement between the employee and the employer, at a time convenient to both,

time off may be taken in lieu of overtime payment as follows:

5.6.1 Such time off shall be either:

(a) time equivalent to the amount of overtime worked multiplied by the appropriate

penalty rate; or

(b) time equal to the amount of overtime worked together with a payment

representing the difference between the normal time rates and the appropriate

penalty rate.

CLAUSE 5.7 CALL OUT


5.7.1 An employee recalled to work, including Council meetings, whether notified before or

after leaving the employer’s premises, shall be paid for a minimum of three hours

work at the overtime rate.

5.7.2 Where the employee is being paid an availability allowance in accordance with clause

4.4.1, a minimum of two hours work, at the appropriate overtime rate, will be paid for

each time he/she is so recalled, provided that, except in the case of unforeseen

circumstances arising, the employee shall not be required to work the full two or three

hours, as the case may be, if the job he/she was recalled to perform is completed

within a shorter period. Overtime worked in the circumstances specified in this

subclause shall not be regarded as overtime for the purpose of clause 5.5 when the

actual time worked is less than three hours on such recall or on each of such recalls.

5.7.3 This clause shall not apply where the overtime is continuous (subject to a reasonable

meal break) with the completion or commencement of ordinary working time.



PART 6 - TYPES OF LEAVE AND PUBLIC HOLIDAYS

CLAUSE 6.1 ANNUAL LEAVE


6.1.1 All employees shall, after completion of twelve months continuous service, be

entitled to four weeks annual leave exclusive of public holidays, such leave to be paid

for at normal weekly salary.


holidays, shall be granted an additional week of annual leave.

6.1.3 Subject to clause 6.1.5, annual leave shall be given and taken at a time mutually

convenient to the employer and employee concerned.

6.1.4 If, before the completion of any period of twelve months continuous service, the

employment of any employee is terminated for any reason other than serious

misconduct or any employee lawfully terminates his/her employment he/she shall be

entitled to pro-rata payment in respect of annual leave in respect of each completed

week or fortnight of continuous service (according to the length of the pay period of

the employee concerned).

6.1.5 To assist employees in balancing their work and family commitments:

6.1.5.1 An employee may elect, with the consent of the employer, to accrue and carry

forward any amount of annual leave for a maximum of two years from the date

the employee becomes entitled to the leave.

6.1.5.2 An employee may elect, with the consent of their employer, to take annual leave

in single days, up to a maximum of 10 single days in any year.

6.1.5.3 Access to annual leave as prescribed in clause 6.1.5.2, shall be exclusive of any

shutdown period provided for elsewhere under this Award.

6.1.5.4 An employee and employer may agree to defer payment of the annual leave

loading in respect of single day absences, until at least 10 consecutive annual

leave days are taken.

6.1.6 Notwithstanding the provisions of 6.1.1, an employer may allow annual leave to an

employee before the right thereto is due, but where leave is taken in such a case,

further period of annual leave shall not commence to accrue until after the expiration

of the twelve months in respect of which annual leave had been taken before it

accrued.

Provided however, that where an employee’s employment is terminated before the

date (to which the annual leave had been calculated and paid), any overpayment may

be recovered by the employer through adjustment to the employee’s final termination

pay. Any recovered amount shall not include any sums paid for any of the public

holidays prescribed by clause 6.9.

CLAUSE 6.2 ANNUAL LEAVE LOADING


6.2.1 In addition to the payment for annual leave as prescribed by clause 6.1 of this Award,

all employees, except those covered under 6.2.2 shall be entitled, when proceeding on

leave, to payment of an annual leave loading of a sum equal to 17.5% of the four

weeks equivalent to the employee’s annual salary at the time of proceeding on leave.

6.2.1.1 Provided that employees whose annual salary is in excess of the salary payable to

Level 6, increment 2 shall receive as a maximum loading, the loading calculated at

the rate applicable to Level 6, increment 2.




holidays, shall have all annual leave loading calculated at the rate of twenty (20%) per

cent instead of 17.5%.

6.2.3 An employee whose services terminate for any reason other than serious misconduct

and who is entitled to payment in lieu of accumulated annual leave shall be paid in

addition an annual leave loading calculated in accordance with clause 6.2.1 in respect

of any annual leave credit for which the payment prescribed by clause 6.2.1 has not

been paid.

6.2.4 The annual leave loading prescribed by this clause shall not be payable for annual

leave calculated on a pro-rata basis.

CLAUSE 6.3 BEREAVEMENT LEAVE


6.3.1 The provisions of this clause apply to full-time and regular part-time employees (on a

pro rata basis) but do not apply to casual employees. The entitlements of casual

employees are set out in clause 3.1.2.5.

6.3.2 Paid leave entitlement

An employee is entitled to up to 2 days bereavement leave on each occasion of the

death in Australia of a wife, husband, father and mother (of either employee or

spouse), brother, sister, child, step child or any household member.

Proof of such death shall be furnished by the employee to the satisfaction of the

employer, if so requested, provided that more favourable terms of leave may be

granted by the employer if satisfied in any particular case that the leave authorised by

this condition is inadequate.

Provided, however, that such leave may also be granted in the case of grandparents

and grandchildren, where the employer is satisfied that such leave is warranted,

having regard to the particular circumstances.

6.3.3 Unpaid bereavement leave

An employee may take unpaid bereavement leave by agreement with the employer.

CLAUSE 6.4 LONG SERVICE LEAVE


Long service leave shall be in accordance with the Long Service Leave Act 1987 (SA), except

where an exemption from the aforementioned Act has been sought and granted.

CLAUSE 6.5 PARENTAL LEAVE


Subject to the terms of this clause employees are entitled to maternity, paternity and adoption

leave and to work part-time in connection with the birth or adoption of a child.

6.5.1 Definitions

6.5.1.1 For the purposes of this clause child means a child of the employee under school

age, except for adoption of a child where child means a person under school age

who is placed with the employee for the purposes of adoption, other than a child

or step-child of the employee or of the spouse of the employee or a child who had

previously lived continuously with the employee for a period of six months or

more.



6.5.1.2 For the purposes of this clause spouse includes a de facto or former spouse.

6.5.1.3 For the purpose of this clause employee means full-time, part-time and eligible

casual employees, but does not apply to other casual employees.

6.5.1.4 An eligible casual employee means a casual employee:

(a) employed by an employer on a regular and systematic basis for several

periods of employment or on a regular and systematic basis for an ongoing

period of employment during a period of at least 12 months; and

(b) who has, but for the pregnancy or the decision to adopt, a reasonable

expectation of ongoing employment.

6.5.2 Basic entitlement

6.5.2.1 After twelve months continuous service, parents are entitled to a combined total

of 52 weeks parental leave on a shared basis in relation to the birth or adoption of

their child. For females, maternity leave may be taken and for males, paternity

leave may be taken. Adoption leave may be taken in the case of adoption.

6.5.2.2 Parental leave is to be available to only one parent at a time, except that both

parents may simultaneously access the leave in the following circumstances:

(a) for maternity and paternity leave, an unbroken period of one week at the time

of the birth of the child;

(b) for adoption leave, an unbroken period of up to three weeks at the time of

placement of the child.

6.5.3 Right to request

6.5.3.1 An employee entitled to parental leave pursuant to the provisions of clause 6.5.2

may request the employer to allow the employee:

(a) to extend the period of simultaneous unpaid parental leave provided for in

clauses 6.5.4.2 and 6.5.4.2(b) up to a maximum of eight weeks;

(b) to extend the period of unpaid parental leave provided for in clause 6.5.2(a)

by a further continuous period of leave not exceeding 12 months;

(c) to return from a period of parental leave on a part-time basis until the child

reaches school age, to assist the employee in reconciling work and parental

responsibilities.

6.5.3.2 The employer shall consider the request having regard to the employee’s

circumstances and, provided the request is genuinely based on the employee’s

parental responsibilities, may only refuse the request on reasonable grounds

related to the effect on the workplace or the employer’s business. Such grounds

might include cost, lack of adequate replacement staff, loss of efficiency and the

impact on customer service.

6.5.3.3 Employees request and the employers decision to be in writing

The employees request and the employers decision made under clauses 6.5.3(a)

and 6.5.3.2 must be recorded in writing.



6.5.3.4 Request to return to work part-time

Where an employee wishes to make a request under clause 6.5.3.1(c), such a

request must be made as soon as possible but no less than seven weeks prior to

the date upon which the employee is due to return to work from parental leave.

6.5.4 Maternity leave

6.5.4.1 An employee will provide to the employer at least ten weeks in advance of the

expected date of commencement of parental leave:

(a) a certificate from a registered medical practitioner stating that she is

pregnant and the expected date of confinement;

(b) written notification of the date on which she proposes to commence

maternity leave, and the period of leave to be taken; and

(c) a statutory declaration stating particulars of any period of paternity leave

sought or taken by her spouse and that for the period of maternity leave

she will not engage in any conduct inconsistent with her contract of

employment.

6.5.4.2 Subject to clause 6.5.4.1, and unless agreed otherwise between the employer and

employee, an employee may commence parental leave at any time within six

weeks immediately prior to the expected date of the birth.

6.5.4.3 Where an employee continues to work within the six week period immediately

prior to the expected date of birth, or where the employee elects to return to work

within six weeks after the birth of the child, an employer may require the

employee to provide a medical certificate stating that she is fit to work on her

normal duties.

6.5.4.4 Where the pregnancy of an employee terminates after 28 weeks and the

employee has not commenced maternity leave, the employee may take unpaid

special maternity leave of such period as a register medical practitioner certifies

as necessary, except that where an employee is suffering from an illness not

related to the direct consequences of the birth, an employee shall be entitled to

paid sick leave in lieu of, or in addition to, special maternity leave.

6.5.4.5 Where leave is granted under clause 6.5.2, during the period of leave an

employee may return to work at any time, as agreed between the employer and

the employee provided that time does not exceed four weeks from the

recommencement date desired by the employee.

6.5.5 Paternity leave

An employee, will provide to the employer at least ten weeks prior to each proposed

period of paternity leave with:

6.5.5.1 A certificate from a registered medical practitioner which names his spouse, states

that she is pregnant and the expected date of confinement, or states the date on

which the birth took place; and

6.5.5.2 Written notification of the dates on which he proposes to start and finish the

period of paternity leave; and

6.5.5.3 Except in relation to leave taken simultaneously with the child’s mother under

clauses 6.5.2.2(a) and 6.5.2.2(b) a statutory declaration stating:

(a) he will take that period of paternity leave to become the primary care-giver

of a child;



(b) particulars of any period of maternity leave sought or taken by his spouse;

and

(c) that for the period of paternity leave he will not engage in any conduct

inconsistent with his contract of employment.

6.5.5.4 An employee may take paternity leave without giving ten weeks notice if:

(a) the birth of the child occurs earlier than expected; or

(b) the mother of the child dies; or

(c) other compelling circumstances arise.

Where any of these conditions occur, the employee shall notify the employer of

any change in the information provided previously as soon as possible.

6.5.6 Adoption leave

6.5.6.1 The employee will notify the employer at least ten weeks in advance of the date of

commencement of adoption leave and the period of leave to be taken. An

employee may commence adoption leave prior to providing such notice, where

through circumstances beyond the control of the employee, the adoption of a

child takes place earlier.

6.5.6.2 Before commencing adoption leave, an employee will provide the employer with a

statutory declaration stating:

(a) the employee is seeking adoption leave to become the primary care-giver of

the child;

(b) particulars of any period of adoption leave sought or taken by the employee’s

spouse; and

(c) that for the period of adoption leave the employee will not engage in any

conduct inconsistent with their contract of employment.

6.5.6.3 An employer may require an employee provide confirmation from the appropriate

government authority of the placement.

6.5.6.4 Where the placement of child for adoption with an employee does not proceed or

continue, the employee will notify the employer immediately and the employer will

nominate a time not exceeding four weeks from receipt of notification for the

employee’s return to work.

6.5.7 Variation of period of parental leave

Unless agreed otherwise between the employer and employee, an employee may

alter the period of parental leave on one occasion. Any such change to be notified

at least four weeks prior to the commencement of the changed arrangements.

6.5.8 Parental leave and other entitlements

6.5.8.1 An employee may in lieu of or in conjunction with parental leave, access other

paid leave entitlement which they have accrued, such as annual leave or long

service leave, subject to the total amount of leave not exceeding 52 weeks or a

longer period as agreed under clause 6.5.3.1.



6.5.8.2 Where an employee not then on parental leave suffers illness related to her

pregnancy, she may take any accrued sick leave and such further unpaid leave (to

be known as special maternity leave) as a registered practitioner certifies as

necessary before her return to work provided that the aggregate of paid sick

leave, special maternity leave and parental leave shall not exceed 52 weeks or a

longer period as agreed under clause 6.5.3.1.

6.5.9 Transfer to a safe job

6.5.9.1 Where an employee is pregnant and, in the opinion of a registered medical

practitioner, illness or risks arising out of the pregnancy or hazards connected

with the work assigned to the employee make it inadvisable for the employee to

continue at her present work, the employee will, if the employer deems it

practicable, be transferred to a safe job at the rate and on the conditions

attaching to that job until the commencement of maternity leave.

6.5.9.2 If the transfer to a safe job is not practicable, the employee may elect, or the

employer may require the employee, to commence parental leave, for such period

as is certified necessary by a registered medical practitioner.

6.5.10 Returning to work after a period of parental leave

6.5.10.1 An employee will notify of their intention to return to work after a period of

parental leave at least four weeks prior to the expiration of the leave.

6.5.10.2 An employee will be entitled to the position which they held immediately before

proceeding on parental leave. In the case of an employee transferred to a safe job

pursuant to clause 6.5.9, the employee will be entitled to return to the position

they held immediately before such transfer.

6.5.10.3 Where such position no longer exists but there are other positions available which

the employee is qualified for and is capable of performing, the employee will be

entitled to a position as nearly comparable in status and pay to that of their

former position.

6.5.10.4 An employer must not fail to re-engage a casual employee because:

(a) the employee or employee’s spouse is pregnant; or

(b) the employee is or has been immediately absent on parental leave.

6.5.10.5 The rights of an employer in relation to engagement and re-engagement of casual

employees are not affected, other than in accordance with this clause.

6.5.11 Replacement employees

6.5.11.1 A replacement employee is an employee specifically engaged or temporarily

promoted or transferred, as a result of an employee proceeding on parental leave.

6.5.11.2 A replacement employee will be informed of the temporary nature of the

employment and of the rights of the employee who is being replaced.

6.5.12 Part-time work

6.5.12.1 Entitlement - with the agreement of the employer

6.5.12.1(a) A male employee may work part-time in one or more periods at any

time from the date of birth of the child until its second birthday or, in

relation to adoption, from the date of placement of the child until the

second anniversary of the placement.



6.5.12.1(b) A female employee may work part-time in one or more periods while

she is pregnant where part-time employment is, because of the

pregnancy, necessary or desirable.

6.5.12.1(c) A female employee may work part-time in one or more periods at any

time from the seventh week after the date of birth of the child until its

second birthday.

6.5.12.1(d) In relation to adoption a female employee may work part-time in one or

more periods at any time from the date of the placement of the child

until the second anniversary of that date.

6.5.12.2 Return to former position

6.5.12.2(a) An employee who has had at least twelve months continuous service

with an employer immediately before commencing part-time

employment after the birth or placement of a child has, at the

expiration of the period of such part-time employment or the first

period, if there is more than one, the right to return to his or her former

position.

6.5.12.2(b) Nothing in clause 6.5.12.2(a) shall prevent the employer from

permitting the employee to return to his or her former position after a

second or subsequent period of part-time employment.

6.5.12.3 Effect of part-time on continuous service

Commencement on part-time work under this subclause and return from part-time

work to full-time work under this subclause, shall not break the continuity of

service or employment.

6.5.12.4 Pro-rata entitlements

Subject to the provisions of this subclause and the matters agreed to in

accordance with clause 6.5.12, part-time employment shall be in accordance with

the provisions of this Award which shall apply pro-rata.

6.5.12.5 Transitional arrangements - annual leave

6.5.12.5(a) An employee working part-time under this clause 6.5.12 shall be paid

for and take any leave accrued in respect of a period of full-time

employment, in such periods and manner as specified in the annual

leave provisions of this Award, as if the employee were working full-

time in the class of work the employee was performing as a full-time

employee immediately before commencing part-time work under this

clause 6.5.12.

6.5.12.5(b) A full-time employee shall be paid for and take any annual leave accrued

in respect of a period of part-time employment under this clause 6.5.12,

in such periods and manner as specified in this Award, as if the

employee were working part-time in the class of work the employee was

performing as a part-time employee immediately before resuming full-

time work.

6.5.12.5(c) Provided that, by agreement between the employer and the employee,

the period over which the leave is taken may be shortened to the extent

necessary for the employee to receive pay at the employee’s current

full-time rate.



6.5.12.6 Transitional arrangements - personal leave

An employee working part-time under this subclause shall have sick leave

entitlements which have accrued under this Award (including any entitlement

accrued in respect of previous full-time employment) converted into hours. When

this entitlement is used, whether as a part-time employee or as a full-time

employee, it shall be debited for the ordinary hours that the employee would have

worked during the period of absence.

6.5.12.7 Part-time work agreement

6.5.12.7(a) Before commencing a period of part-time employment under this clause

6.5.12 the employee and the employer shall agree.

that the employee may work part-time;

upon the hours to be worked by the employee, the days upon which

they will be worked and commencing times for the work;

upon the classification applying to the work to be performed; and

upon the period of part-time employment.

6.5.12.7(b) The terms of this agreement may be varied by consent.

6.5.12.7(c) The terms of this agreement or any variation to it shall be recorded in

writing and retained by the employer. A copy of the agreement and any

variation to it shall be provided to the employee by the employer.

6.5.12.7(d) The terms of this agreement shall apply to the part-time employment.

6.5.12.8 Termination of employment

6.5.12.8(a) The employment of a part-time employee under this subclause may be

terminated in accordance with the provisions of this Award, but may not

be terminated by the employer because the employee has exercised or

proposes to exercise any rights arising under this clause 6.5.12 or has

enjoyed or proposes to enjoy any benefits arising under this clause.

6.5.12.8(b) Any termination entitlements payable to an employee whose

employment is terminated while working part-time under this clause

6.5.12, or while working full-time after transferring from part-time work

under this clause, shall be calculated by reference to the full-time rate

of pay at the time of termination and by regarding all service as a full-

time employee as qualifying for a termination entitlement based on the

period of full-time employment and all service as a part-time employee

on a pro-rata basis.

6.5.12.9 Extension of hours of work

An employer may request, but not require, an employee working part-time under

this subclause to work outside or in excess of the employee’s ordinary hours of

duty provided for in accordance with clause 6.5.12.7.

6.5.12.10 Nature of part-time work

The work to be performed part-time need not be the work performed by the

employee in his or her former position but shall be work otherwise performed

under this Award.



6.5.12.11 Replacement employees

6.5.12.11(a) A replacement employee is an employee specifically engaged as a result

of an employee working part-time under this clause 6.5.12.

6.5.12.11(b) A replacement employee may be employed part-time. Subject to

6.5.12.11(a) clauses 6.5.12.3, 6.5.12.4, 6.5.12.5, 6.5.12.6, 6.5.12.7,

6.5.12.8 shall apply to the part-time employment of replacement

employees.

6.5.12.11(c) Before an employer engages a replacement employee under

6.5.12.11(a), the employer shall inform the person of the temporary

nature of the employment and of the rights of the employee who is

being replaced.

6.5.12.11(d) Nothing in this clause 6.5.12.11 shall be construed as requiring an

employer to engage a replacement employee.

6.5.13 Communication during parental leave

6.5.13.1 Where an employee is on parental leave and a definite decision has been made to

introduce significant change at the workplace, the employer shall take reasonable

steps to:

(a) make information available in relation to any significant effect the change will

have on the status or responsibility level of the position the employee held

before commencing parental leave; and

(b) provide an opportunity for the employee to discuss any significant effect the

change will have on the status or responsibility level of the position the

employee held before commencing parental leave.

6.5.13.2 The employee shall take reasonable steps to inform the employer about any

significant matter that will affect the employee’s decision regarding the duration of

parental leave to be taken, whether the employee intends to return to work and

whether the employee intends to request to return to work on a part-time basis.

6.5.13.3 The employee shall also notify the employer of changes of address or other

contact details which might affect the employer’s capacity to comply with

6.5.13.1(a).

CLAUSE 6.6 SICK LEAVE


6.6.1 Entitlement

6.6.1.1 An employee, who is absent from duty on account of personal sickness or injury

other than an injury for which worker’s compensation is payable, shall be entitled

to leave with full pay to the extent of two weeks per annum. Any sick leave not

taken shall accumulate from year to year.

6.6.1.2 Provided that in the first year of service, an employee’s sick leave entitlement

shall accrue on the basis of 1.46 hours for each completed one week of service.

6.6.2 Subject to 6.6.3, the sick leave prescribed shall be granted and the employee shall be

entitled to payment in respect of an absence due to illness, provided that if so

required by his/her employer, he/she produces to the employer a medical certificate

or other reasonable evidence to prove that he/she was unable to attend for duty on

the day or days in respect of which he/she claims sick leave.



6.6.3 An employee shall be allowed a maximum aggregate of five days sick leave per annum

without a medical certificate, provided that for any period of sick leave exceeding two

consecutive days, or single days taken together with a public holiday or rostered day

off, or where (both) the days preceding and following a weekend are taken off duty,

satisfactory medical evidence shall be submitted by the employee concerned if

required by the employer.

6.6.4 Sick leave whilst on annual leave

6.6.4.1 Where an employee falls sick or suffers an injury while on annual leave (including

additional days such as Award holidays taken pursuant to the Award with annual

leave) and forwards to the employer during the period of incapacity, a medical

certificate or other reasonable evidence to show that he/she is incapacitated to

the extent that he/she would be unfit to perform his/her normal duties, he/she

shall be granted at a time convenient to the employer additional leave equivalent

to the period of incapacity falling within the said period of annual leave provided

that the period of incapacity is of at least five working days duration.

6.6.4.2 Subject to sick leave credits, the period of certified incapacity shall be paid for and

debited as sick leave.

6.5.5 Portability of sick leave

6.6.5.1 Sick leave shall be portable from Council to Council. A local government employee

shall be entitled to carry sick leave credits from the previous employing Council

(or Councils) to the present Council provided the service is continuous as defined

by the Local Government Act 1934 but such credits shall not be available until sick

leave credits accrued at the employee’s employing Council have been exhausted.

The employing Council may recover from previous employing Councils a

contribution towards the cost of sick leave granted in accordance with this

subclause.

6.6.5.2 Where entitlements have accumulated with more than one Council, the initial

claim may be made on the immediately preceding employing Council to the extent

of credits accumulated at that Council; the balance of outstanding credits may be

claimed from the respective next preceding employing Council to the extent of

credits accumulated at that Council, and the balance of outstanding credits may

be claimed from the respective next preceding employing Council to the extent of

credits accumulated at those Councils.

CLAUSE 6.7 JURY SERVICE


6.7.1 A full-time or part-time employee who is called to serve on a jury shall be entitled to

leave for that purpose without loss of pay, provided that:

6.7.1.1 The employee notifies the Council as soon as possible of the date(s) involved in

jury service;

6.7.1.2 The employee supplies proof of jury attendance including the relevant dates and

times together with full details of the amounts received in respect of the

attendance;

6.7.1.3 The employee claims from the relevant court the full amount payable in respect of

jury service and (excepting amounts reimbursed for travelling) repays such

amounts in full to the Council; and

6.7.1.4 The employee, as far as is practicable shall return to work if the jury attendance

ceases prior to the end of the normal day’s work.

6.7.2 Jury service shall count as service for all purposes of the Award.



CLAUSE 6.8 FAMILY LEAVE


6.8.1 Use of sick leave

6.8.1.1 An employee with responsibilities in relation to either members of their

immediate family or members of their household who need their care and

support shall be entitled to use, in accordance with this subclause, any sick leave

entitlement which accrues after 26 May 1995 for absences to provide care and

support for such persons when they are ill.

6.8.1.2 The employee shall, if required, establish by production of a medical certificate or

statutory declaration, the illness of the person concerned.

6.8.1.3 The entitlement to use sick leave in accordance with this clause 6.8.1 is subject

to:

6.8.1.3(a) The employee being responsible for the care of the person concerned;

and

6.8.1.3(b) The person concerned being either:

(i) a member of the employee’s immediate family; or

(ii) a member of the employee’s household.

6.8.1.3(c) The term immediate family includes:

(i) a spouse (including a former spouse, a de facto spouse and a

former de facto spouse) of the employee. A de facto spouse, in

relation to a person, means 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; and

(ii) a child or an adult child (including an adopted child, a step-child or

an ex-nuptial child), parent grandparent, grandchild or sibling of

the employee or spouse of the employee.

6.8.1.3(d) The 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 their relationship to the employee, the reasons for

taking such leave and 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.

6.8.2 Unpaid leave for family purpose

An employee may elect, with the consent of the employer, to take unpaid leave for the

purpose of providing care to a family member who is ill.

6.8.3 Make-up time

An employee may elect, with the consent of their employer, to work “make-up time”,

under which the employee takes time off ordinary hours, and works those hours at a

later time, during the spread of ordinary hours provided in the Award.



CLAUSE 6.9 PUBLIC HOLIDAYS


6.9.1 All employees shall be entitled to the following public holidays without any deduction

of pay:

Any day prescribed as a holiday by the Holidays Act 1910 (SA) (as amended) and

any other days that may from time to time be proclaimed as public holidays in the

State of South Australia.

6.9.2 Provided that where a public holiday occurs on a rostered day off of any library

employee, (provided that where the employee may be required to regularly work

according to a roster) such employee shall be entitled to an additional day’s leave in

lieu of such public holiday to be taken at a time mutually convenient to the employee

and his/her employer.



PART 7 - MISCELLANEOUS

CLAUSE 7.1 TIME RECORD


The employer shall keep adequate time and leave records together with the details of annual,

sick and long service leave accrued and taken in respect of all employees.

CLAUSE 7.2 PROTECTIVE CLOTHING AND UNIFORMS


7.2.1 Where an employer requires an employee to provide his/her own specific items of

protective clothing, the employee shall be reimbursed reasonable expenses associated

with the purchase and maintenance of such protective clothing.

7.2.2 An employee shall be reimbursed the costs involved in providing a uniform in

circumstances where the employer requires a uniform to be worn.

7.2.3 Employees who are required to handle chemicals in the course of their duties shall be

entitled to an annual medical examination as arranged by the employee and the

employer. The cost of such medical examination – being the difference between the

Medicare rebate and the actual cost of the examination – shall be borne by the

employer.

CLAUSE 7.3 COUNCIL ELECTIONS


7.3.1 Returning officers, deputy returning officers, presiding officers and poll clerks shall be

paid:

(a) returning officer, the rate applicable to a Level 4, 4th increment,

(b) deputy returning officer the rate applicable to a Level 4, 2nd increment,

(c) presiding officer the rate applicable to a Level 3, 4th increment

(d) poll clerk the rate applicable to a Level 1, 6th increment.

Work performed outside of the employee’s ordinary working hours Monday to Friday

inclusive shall be paid at these salaries at the rate of time and a half.

7.3.2 All time worked subject to this clause on weekends in connection with an election shall

be paid for at the rate of time and a half.

7.3.3 To establish an hourly rate from a weekly rate the divisor used shall be 38.

7.3.4 The provisions of Clauses 5.4 Overtime, 4.4.4 Meal Breaks and Meal Allowance, 3.1.2

Casual, and 3.1.3 Part-Time Employment, shall not apply for weekend work performed

in connection with an election.

7.3.5 On Council polling day, where an employee performing work covered by this clause is

unable to return to his or her home for a meal, and unless an adequate meal is

provided by the Council, he or she shall be paid a meal allowance at the rate of

$18.30 irrespective of whether a meal break, paid or unpaid, is taken, in the following

circumstances:

(a) after three hours of continuous work if that period includes a recognised meal

hour; or



(b) after four hours of continuous work in any case; and he/she shall, under the

conditions set out in the preamble to this subclause, be paid a subsequent meal

allowance or meal allowances at the rate of $18.30 at four hourly intervals

calculated from one hour after the commencement of the first or any subsequent

entitlement to such allowance under this clause 7.3.5.

CLAUSE 7.4 SUPERANNUATION


7.4.1 The provisions of this clause apply to all employees covered by this Award with the

following exceptions:

(a) Casual employees working less than ten hours per week.

(b) An employee who is engaged for a period of less than ten continuous weeks with

an employer.

7.4.2 Subject to the provisions of clause 7.4.1, a Council will pay to the Local Government

Superannuation Scheme an amount (in respect of each employee) no less than the

amount specified in the Superannuation Guarantee Act.

For the purposes of this clause, the Local Government Superannuation Scheme will

include the Local Government Superannuation Scheme (Productivity Account).

7.4.3 The payment referred to in clause 7.4.2 includes the 3% productivity award previously

granted by way of employer superannuation contribution.

CLAUSE 7.5 CONTINUOUS SERVICE


7.5.1 Maintenance of continuous service

Except as otherwise indicated, service is deemed to be continuous despite:

(a) Absence of the employee from work in accordance with the employee’s contract

of employment or any provision of this Award.

(b) Absence of the employee from work for any cause by leave of the employer.

(c) Absence from work on account of illness, disease or injury.

(d) Absence with reasonable cause. Proof of such reasonable cause lies with the

employee.

(e) Interruption or termination of the employee’s service by an act or omission of

the employer with the intention of avoiding any obligation imposed by the

Award, the Act or Long Service Leave Act.

(f) Interruption or termination to the employee’s services arising directly or

indirectly from an industrial dispute if the employee returns to the service of the

employer in consequence of the settlement of the dispute.

(g) Transfer of the employment of an employee from one Council to another Council

subject to the provisions of the Local Government Act.



7.5.2 Calculation of period of service

Where an employee’s continuity of service is preserved under this clause, the period of

absence from work is not to be taken into account in calculating the period of the

employees service with the employer except:

(a) to the extent that the employee receives or is entitled to receive pay for the

period; or

(b) where the absence results from a decision of the employer to stand down the

employee without pay.


SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD SCHEDULE 1 PAGE 1

SCHEDULE 1 - CLASSIFICATION OPDATE 01:12:2006 on and from

CLAUSE S1.1 INTRODUCTION

S1.1.1 The aim of the classification process is to ensure as far as practicable, that work

features, responsibilities, skills, knowledge, experience and qualifications are

evaluated in comparable terms irrespective of discipline. The salary structure

encompasses General Officers and Senior Officers.

S1.1.2 The first step in establishing the most appropriate classification for a position involves

the gathering and documenting of information about the position and describing it in a

form which can be used to compare the job with the classification criteria. The quality

and extent of the information gathered is very important in this process, as it will be

used to determine the appropriate classification for the position.

S1.1.3 Based on the information gathered, a job description should be prepared specifying

the responsibilities, duties, skills knowledge and/or experience required in the

position.

S1.1.4 After the job description is complete a systematic comparison with the classification

criteria needs to be undertaken. This assessment is used to determine the appropriate

classification of the position.

S1.1.5 All officers (other than CEO’s and Senior Officers) are classified according to the

General Officer structure, whilst CEO’s and Senior Officers are classified under the

Senior Officers Stream.

CLAUSE S1.2 CLASSIFICATION

S1.2.1 General Officers

S1.2.1.1 To facilitate the ready and precise classification of all occupations, classification

criteria have been developed describing the General Features, General

Responsibilities, Specific Responsibilities and Skills Knowledge, Experience and

Qualifications and/or Training. There are eight distinctive levels within the

structure.

S1.2.1.2 When classifying a position all aspects of the job must be considered against the

total Award criteria the classification level. The total responsibilities of the

position must be compared with the total responsibilities of the level, rather than

comparison with selected parts.

S1.2.1.3 The job description should be tested against more than one level for

appropriateness.

S1.2.2 Senior Officer - Chief Executive Officers

S1.2.2.1 All Chief Executive Officers are graded in accordance with the determination of a

Local Government Classification Committee in a manner which effectively

establishes appropriate relativity between Chief Executive Officer positions having

regard to Council revenue, population and staffing establishment. The Committee

reviews classifications of CEO’s biennially and formerly advises Council regarding

the appropriate Award classification.

S1.2.2.2 The Local Government Classification Committee will comprise two representatives

of the Local Government Association and two representatives of the Australian

Services Union as determined by those organisations.



S1.2.2.3 The Council shall adopt the salaries prescribed for the appropriate level unless by

agreement with the CEO, alternative arrangements are negotiated, with the basis

for the agreement being the first salary point for the appropriate level.

S1.2.2.4 By agreement between the Council and CEO, further remuneration (as part of the

salary package) may be negotiated subject to the adoption of mutually agreed

performance indicators and/or other processes agreed between the Council and

Chief Executive Officer.

S1.2.2.5 A Chief Executive Officer shall be paid not less than $1030 per annum or 2.5%

(whichever is the greater) above the base rate of the relevant Council’s next

highest paid officer who is classified pursuant to this Award.

S1.2.2.6 Reasonable out-of-pocket expenses which are incurred by a Chief Executive

Officer in attending social and/or official functions when required to do so by

Council, shall be provided by the Council, or

S1.2.2.7 In lieu of out-of-pocket expenses the Council and the Chief Executive Officer

concerned may agree upon a fixed amount per annum.

S1.2.3 Senior Officer

S1.2.3.1 Positions within this structure exceed the classification levels of the General

Officer structure and are generally characterised by managerial responsibility,

high accountability and a high degree of personal ability. The Stream consists of

4 management bands based on the Chief Executive Officer salary.

S1.2.3.2 The structure shall consist of 4 management bands:

Band 4 shall encompass 2 levels below the level afforded to the CEO

Band 3 shall fall 1 level below Band 4



This formula shall apply to all employers with the exception of a Council where the

CEO is classified at Level 10 or above, in which case Band 4 shall encompass 3

levels below the level afforded to the CEO.

S1.2.3.3 The Council shall adopt the salaries prescribed for the appropriate level unless by

agreement with the Senior Officer, alternative arrangements are negotiated, with

the basis for the agreement being the first salary point for the appropriate level.

By agreement between the Council and Senior Officer, further remuneration (as

part of a salary package) may be negotiated subject to the adoption of mutually

agreed performance indicators and/or other processes agreed between the Council

and Senior Officer.

CLAUSE S1.3 PROGRESSION THROUGH THE LEVELS

S1.3.1 At the conclusion of each twelve month period following appointment to a classification

an officer shall be eligible for incremental progression within each salary level subject

to the following:

S1.3.1.1 Where the employer adopts and implements a formal, structured performance

appraisal scheme progression from the first salary increment to the top increment

within a classification level shall be by annual incremental advancement subject to

the officer having given "satisfactory service" for the prior twelve months

employment.

S1.3.1.2 The appraisal scheme for the purpose of determining "satisfactory service" for

progression should contain the following features:



(a) the scheme is underpinned by principles which ensure equity and procedural

fairness to employees.

(b) foundation in a current and accurate job description.

(c) individual training plans where through the application of the appraisal

scheme the need for additional training becomes apparent.

(d) appraisal will take place in sufficient time (at least 6 months prior) to allow

improved performance to qualify for an annual increment.

(e) any dispute over the appraisal and/or progression shall be dealt with in

accordance with the dispute settling procedure.

S1.3.1.3 If the employer does not have a formal structured staff appraisal scheme,

increments will occur automatically on an annual basis.

S1.3.2 Senior Officer, Additional Aspects Of Salary Progression through the Levels

S1.3.2.1 The employer and a Senior Officer may agree upon an additional annual amount

in lieu of incremental advancement which would be paid to the Senior Officer

providing that performance standards are achieved.

S1.3.2.2 The means for establishing the performance indicators to be used for the purposes

of assessing the Senior Officer’s performance, shall be agreed between the Senior

Officer and the Council.

CLAUSE S1.4 STUDY LEAVE FOR CLASSIFICATION PROGRESSION

S1.4.1 The employer may approve an employee’s application for study leave (either wholly

or in part) in order for the employee to obtain a qualification that is necessary to

enable the employee to progress through the award classification structure.

S1.4.2 Such leave shall require approval by the employer, whether paid or not, if taken

during normal working hours.



SCHEDULE 2 - GENERAL OFFICERS OPDATE 01:07:2017 1st pp on or after

The following minimum rates of pay will commence on and from the beginning of the first pay

period commencing on or after 1 July 2017.

Level Salary per annum

$

Level 1A 37,315

38,090

38,867

40,418

Level 1 41,377

42,023

43,058

44,027

44,999

45,834

Level 2 46,820

47,789

48,759

49,402

Level 3 50,371

50,988

51,958

52,928

Level 4 53,898

54,868

55,837

56,677

Level 5 57,646

58,482

59,453

Level 6 61,071

62,686

64,304

Level 7 65,921

67,537

69,154

Level 8 71,094

73,033

74,974



Junior rates apply to level 1A and level 1 as follows

Years of age %

of 1st year adult service

17 and under 62

18 72

19 82

20 92

Trainee (as defined) rates apply to level 2 as follows

%

of 1st year Level 2 rate

1st year of service 72

2nd year of service 82

3rd year of service 92

GENERAL OFFICERS CLASSIFICATION CRITERIA

CHARACTERISTIC

Positions at the various levels may include some of the following specific responsibilities or

those of a similar value.

LEVEL 1A

Activities/Functions

Perform clearly defined routine activities in a support role in a child care centre.

Complexity of Task/Level of Autonomy

Application of basic skills and techniques in a support role in a child care centre.

Work outcomes will need to be closely monitored.

Works under close direction with instruction and assistance always available.

Works under direct supervision.

Initiative and Judgement

Freedom to act is limited by standards and procedures.

Problem Solving

Assistance available when problems occur.

Provision of Advice/Support/Assistance

Time Management & Organisational Skills

General Responsibilities

*See a support role in a Child Care Centre.

Where Prime Responsibility Lies in Technical Field

*Not relevant to this level.

Where the Prime Responsibilities is in the Works Area


Where Prime Responsibility is in Libraries


Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)




Where the Prime Responsibility is in the Local Animal and Plant Control Board


Where the Prime Responsibility is in a “Professional” Field


Where Prime Responsibility is in Clerical/Secretarial/Administrative


Where Prime Responsibility is in Child Care

Support role in a child care centre

Report observations of individual children/

Groups for program planning purposes

If an officer has completed the certificate, assist in the preparation and implementation of

programs suited to the needs of individual children and groups

Assist with daily routines and give each child individual attention/comfort as required

Implement early child-hood program under supervision

Work in accordance with licensing requirements under the Act and ensure the health &

safety of the children in care.

Where Prime Responsibility is in Environmental Services


Where the Prime Responsibility is in Community Services


Where Prime Responsibility is a Fire Prevention Officer


Requirements of the Job

Developing knowledge of centre policy and practices

No formal qualifications required at this level

Certificate in community services (TAFE) or equivalent

It is desirable that officers are studying for an appropriate certificate

Sufficient knowledge and experience to perform duties at this level

Positions at this level will involve officers in extensive on-the-job training including

familiarisation with the goals and objectives of the work section.

Progression

Completion of certificate in community services (introductory) course conducted by TAFE

or an equivalent qualification which is recognised under the Children's Services Act shall

commence at the 3rd increment of the range.

LEVEL 1


Perform a range of clearly defined routine activities of a support nature.

Complexity of Task/Level of Autonomy

Practical application of basic skills and techniques

Work outcomes are closely monitored, clearly defined and readily attainable

Works under close direction with instruction and assistance being readily available

Works under direct supervision.


Freedom to act is limited by standards and procedures, however experienced officers may

have sufficient freedom to exercise judgement and initiative, in the performance of work.



Problem Solving

Solutions to problems found in established procedures.

Provision of Advice/Support Assistance/Time Management & Organisation Skills

Responsible for the timeliness of own work.


Officers at this level have responsibilities which will/may include:-

supervision of other staff is not a feature at this level, however experienced officers may

have a technical oversight of a minor works activity.

Where Prime Responsibility Lies in a Technical Field

Experienced officers may have technical oversight of minor works activities and could include:-

completion of field project according to instructions and established procedures

trainee technical officers apply established practices and procedures in the conduct of a

range of technical activities with no scope for interpretation.

Where the Prime Responsibility is in the Works Area

Arrange a minor works activity within established methods as part of the training process.


Undertake routine library duties:-

routine shelving

issues and returns.


Assist with the operation of an aquatic or recreational complex including the oversight of

a specific function within the centre.

Where the Prime Responsibility is in the Local animal and Plant Control Board





Provide secretarial and administrative support and could include:-

straight forward operation of keyboard equipment

basic word processing data input

basic numeracy, written and verbal communication skills, relevant to the work area

provision of routine information

general reception and telephonist duties

general stenographic duties.


Assist with the development, planning, implementation and evaluation of child care

developmental programs and the co-ordination, oversight and direction of activities of

unqualified workers engaged in the implementation of child care programs and activities

in a group setting

Liaise with parents

Under close direction

Undertake work with individual children with particular needs

Oversight and direction of Level 1A officers.


Enforce compliance with traffic by laws and regulations at an elementary level.






A developing knowledge of the section/department function and operation

Basic knowledge of clerical/administrative practices and procedures relevant to the work

area

A developing knowledge of work practices and policies of the relevant work area

Basic numeracy, keyboard, written and verbal communication skills relevant to the work

area

No formal qualifications required at this level

At this level, employers are expected to offer substantial on-the-job training

It is desirable that officers are studying for an appropriate certificate or undertaking

either internal or external training

OR

Positions initially at this level will involve officers in extensive on-the-job training

including familiarisation with the goals and objectives of the work section

Officers will be responsible for the timeliness of their work and required to use basic

numeracy, written and verbal communication skills.

Progression

Completion of introduction to child care skills and accepted for the advanced certificate in

child care.

LEVEL 2


Perform a range of clearly defined routine activities or functions where routines, methods,

standards and procedures are clearly defined.

Complexity of Task Level of Autonomy

Application of acquired skills, knowledge and an under-standing of work procedures

relevant to the work area. Officers at this level could assist in establishing procedures for

a minor function or works project

Work outcomes are monitored, clearly defined

Works under regular direction with assistance being readily available

Works under regular supervision

Graduates receive instruction

Community Services Graduates initially appointed to the top of this level work under

direct supervision.


Limited scope to exercise initiative and judgement within clearly established procedures

and practices.

Problem Solving

Solutions to problems may require the exercise of limited judgement, with guidance to be

found in procedures, precedents and/or guidelines.


May assist lower classified officers concerning established practices and procedures.


Managing time, planning and organising own work.



performing tasks of a sensitive nature including the provision of more than routine

information

understanding of clear but complex rules

oversight and/or guidance of the work of a limited number of lower classified officers

provision of assistance to lower classified officers concerning established procedures.




Conduct of a range of technical activities in the fields of construction, engineering, survey and

horticulture and could include:-

application of established practices and procedures

responsibility for a minor project.


Responsible for operational supervision of minor works programs/single works function, or

project (first level of supervision for minor works programs/projects) and could include:-

supervision, planning and co-ordinating of the activities of officers and day-to-day

operations.


Provide para-professional support to qualified librarians:-

in charge of a library outlet or function within the library

oversee the work of unqualified library staff.


Operational responsibility for a single function within the complex or swimming pool of less

than 50 metres.






Provide secretarial and/or administrative support and could include:-

operating a computer, word processor and/or other business software and peripheral

equipment

utilising basic computing concepts and initiating corrective action at an elementary level

utilising the functions of systems and be proficient in their use

performing tasks of a sensitive nature

provision of more than routine information

operate a desktop publisher at a routine/basic level

utilise basic skills in oral and written communication with clients and other members of

the public

receive and account for monies and assist clients/ratepayers.


Accept responsibility for groups of children under and/or over two years of age

Co-ordinate activities of more than one group

Prepare, implement and evaluate developmental and/or special programs for individual or

groups of children in consultation with the director

Supervise lesser qualified workers

Assist with administrative functions

Supervise lesser qualified workers.


Inspectorial duties involving the enforcement of general by- laws/regulations, assist

senior officers with special projects

Assist with elementary building, health or animal and plant control inspections under the

regular direction of a senior qualified officer

(Trainee level).


Operate a community service program at an elementary level.




Basic skills in oral and written communication with clients and other members of the

public

Knowledge of established work practices and procedures relevant to the work area

Knowledge of policies and regulations relating to the work area

Understanding of clear but complex rules

Understanding of basic computing concepts

Application of techniques relevant to the work area

Developing knowledge of statutory requirements relevant to the work area

No formal qualifications required

OR

Entry point for three year degree/associate diploma/appropriate certificate without

experience

OR

Will have attained through previous appointments or service an equivalent level of

expertise and experience to undertake the range of activities required

OR

Appropriate on-the-job training and relevant experience.

Progression

Appointment level for officers who have completed an appropriate certificate and are

required to undertake work related to that certificate

The 4th increment of this level is the appointment level for any graduate with a relevant

three year degree who utilises that qualification to undertake associated professional

work

Graduates will advance to the 1st increment of level 3 after twelve months’ satisfactory

service.

LEVEL 3


Perform a range of activities/functions of a less clearly defined and routine nature, and could

include:-

operating within a specialised area

operating as a member of a professional team.


Application of procedures, methods and guidelines which are well established

May set outcome/objectives for specific projects

Works under general direction with assistance available from senior officers

Works under general supervision

Graduates initially appointed at this level work under direct supervision and may be given

instruction on the technical or broader aspects of work.


Scope for exercising initiative and judgement in the application of established work

procedures. Officers may receive instruction on broader aspects of work.

Problem Solving

Solution to problems of limited complexity. Solutions to problems found by reference to

procedures, methods and instructions.


Contribute to interpretation of matters for which there are no clearly established practices

and procedures (although such activity would not be the sole responsibility of the officer)

and provide assistance to senior officers.



Time Management & Organisational Skills Managing and planning own work and that

of subordinate staff and could include:-

plan and co-ordinate activities in the work area

responsibility for various activities in a specialised area of the works program

a function within the work area.



establishing goals, objectives and outcomes for their own particular work program

undertaking some complex operational work

supervision

dealing with formal disciplinary issues within the work area

utilising a basic knowledge of the principles of human resource management

assisting subordinate staff with on-the-job training.


Perform moderately complex functions in various fields including construction, engineering

surveying and horticulture and could include:-

reviewing work done by subordinate officers.


Exercise responsibility for works and determine objectives for the functions under control, and

could include:-

a number of minor works within the total works program

supervision of more than one component of the works program

planning and co-ordination of minor works.


Responsibilities could include:-

in a small library, provide a range of library and information services or

in a large library be predominantly involved in the provision of a particular library

service/function or

supervise the work of para-professional library staff or

take charge of a small library branch.


Exercise operational responsibility for multi-function aquatic/recreation complex or large

swimming pool.


Advise landholders/local authorities/government officers on:-

eradication/control techniques and measures and provide information on obligations

under the relevant legislation.


Officers may undertake some minor phase of a broad or more complex assignment under

direct supervision.


Provide secretarial and/or administrative support requiring a high degree of judgement,

initiative, confidentiality and sensitivity in the performance of work and could include:-

Systems Administrator in small/medium sized council whose responsibility includes the

security/integrity of the system

operation of the computer to enable modification and/or correction of computer software

systems/packages and/or the identification of operational problems

application of computing programming knowledge and skills in systems development,

maintenance and implementation under direction of a senior officer

provide a service utilising the full functions of a desk top publisher.




Perform the duties of assistant director in child care centre

Supervise qualified and unqualified workers, plan and co-ordinate training programs

Develop, plan the educational and/or development programs for areas within the centre

Supervise qualified/unqualified workers, plan and co-ordinate training programs.


Regularly undertake "general" inspections to enforce compliance with various Acts,

(excluding those relating to building/health) regulations, by-laws and policies including

the presentation of materials for prosecution of offences

Undertake minor development assessment duties and could include:-

- administer the requirements of the planning Act

- checking applications for compliance

Provide advice on requirements for compliance with the relevant Acts, codes, regulations,

standards, by-laws and council policies

Undertake basic health or building inspections.


Plan and co-ordinate elementary community based projects/programs, and could include:-

performing moderately complex functions

social planning, demographic analysis, survey design and analysis

duties of a specialised nature

a single program at a more complex level

administer requirements of Country Fires Act and the implementation of District Fire

Prevention strategies.


Thorough knowledge of work activities performed within the work area

Sound knowledge of procedural/operational methods of the work area

May utilise professional or specialised knowledge

Ability to apply computing concepts

Working knowledge of statutory requirements relevant to the work area

Entry level for four year degree in the relevant discipline

OR

Entry level for three year degree plus graduate diploma in the relevant discipline

OR

Associate diploma with experience

OR

Three year degree plus 1 year professional experience in the relevant discipline

OR

Appropriate certificate with relevant experience

OR

Attained through previous appointments, service and/or study an equivalent level of

expertise and experience to undertake the range of activities required.

Progression

Three year degree holders shall progress to this level after completion of twelve months

service at the top of level 2

Appointment level for any graduate with a relevant four year degree who is required to

undertake associated professional work

Graduates shall advance to the 3rd increment after twelve months service on the 1st

increment of the range and shall progress to the 1st increment of level 4 after a further

twelve months service

Officers with a certificate relevant to the work area shall be promoted to this level once

they have obtained the appropriate certificate and have had relevant satisfactory service

and undertake responsibilities under this level.



LEVEL 4


Perform a wide range of activities, associated with program activities, or service delivery and

may perform activities of a complex nature which could include:-

responsibility for a range of functions within a work area

a substantial component of supervision.


Application of skills and knowledge appropriate to the work. Guidelines and work

procedures are generally established

Required to set specific performance outcomes and further develop work methods where

general work procedure is not defined

Work under general direction with assistance usually available.


Exercise initiative and judgement in applying established procedures governed by clear

objectives and/or budget constraints, including critical knowledge/

Skills where procedures are not clearly defined.

Problem Solving

Solution to moderately complex problems generally found in precedents, guidelines or

instructions.


Provide specialist expertise/advice in relevant discipline

Contribute knowledge in establishing procedures in the appropriate work related field.


Require skills in managing time, setting priorities, planning and organising own work and

that of subordinate staff, where supervision is a component of the position.



duties of a specialised nature requiring the development of expertise over time or

previous knowledge

providing a reference, research and/or technical information service including the facility

to understand and develop technologically based systems

a substantial component of supervision or provide specialist expertise

supervision of various functions within a work area or projects

supervision of contractors.


Variety of activities in the field of technical operation/projects which impact on the sections

and/or department’s programs and could include:-

utilisation of initiative and judgement in the selection and application of established

principles, techniques and methods.


Assist senior officers with the establishment of work programs of a complex nature and could

include:-

supervision of various functions in a work area/projects/part of total works program

responsibility for work groups or lead a team within a discipline related project or works

program

responsibility for completion of assignments/standard and quality of work/compliance

with regulations, codes and specifications

responsibility for part of works program budget.




Carry out a variety of activities in the field of library services:-

utilise initiative/judgement in the selection and application of established principles,

techniques and methods.


Manage a recreation complex (aquatic or non aquatic).


Plan, co-ordinate and implement the activities/policies of the local animal and plant control

board and could include:-

supervision of other staff.



lead a team within a discipline related project

liaison with other professionals at a technical level

discussing techniques, procedures and/or results with clients on straightforward matters.


Provide administrative support of a complex nature to senior officers and contribute to the

interpretation and administration of matters for which there are no clearly established

procedures and could include:-

identification of specific or desired performance outcomes

application of computer programming knowledge and skills in systems development,

maintenance and implementation

undertake computer operations requiring technical expertise and experience.


Manage a child care centre of no more than 35 places and could include:-

formulation and evaluation of annual budgets in liaison with committee

develop, plan and supervise the implementation of educational developmental programs

for children

formulate and evaluate annual budgets in liaison with committee

staff recruitment.


Responsibility for a range of planning functions using knowledge of statutory and legal

requirements, including:-

compliance with various Acts, regulations, codes, standards and procedures, including

plans, permits, applications, etc.

site inspection

advise on general planning procedures/requirements and development/land division

applications etc.

Responsibility for compliance with various relevant Acts, regulations, codes, standards and

procedures, including:-

building or health applications including liaison with clients

plans, permits, applications, etc.

site inspection.


Assist senior officers with the planning and co-ordination of a community program of a

complex nature.




Knowledge of statutory requirements relevant to work area

Knowledge of section procedures, policies and activities

Sound discipline knowledge gained through previous experience, training or education

Knowledge of the role of departments within council and/or service functions

Specialists require an understanding of the underlying principles in the relevant

disciplines

Relevant four year degree with two years relevant experience or three year degree with

three years of relevant experience

OR

Associate diploma with relevant experience

OR

Lesser formal qualifications with substantial years of relevant experience

OR


expertise and experience to undertake the range of activities required.

Progression

Graduates will progress to the 1st increment of this level once two years service at level

3 are completed and will progress to the 3rd increment following an additional year of

service.

LEVEL 5


Responsible for a range of functions within the section and/or department.


Application of a high level of knowledge and skills and adheres to established work

practices, however, officers may be required to exercise initiative and judgement where

practices are not clearly defined

Required to set specific performance outcomes and further develop work methods

Work under general direction and exercise a degree of autonomy and professional

judgement within prescribed areas with assistance available when required.


Exercise initiative and judgement where procedures not clearly defined.

Problem Solving

Solution to problems generally found in documented techniques, precedents and

guidelines.


Provide expert advice to lower classified officers. Specialists may be required to provide

multi disciplinary advice.


Plan and organise their own work and that of subordinate staff.





involvement in establishing section/department programs and procedures

responsibility for a moderately complex project

a minor phase of a broader or more complex professional assignment

specialist officer in discipline where decisions made rest with the officer with no reference

to a senior officer

control of projects and/or programs

assisting in the preparation/prepare department or section budgets

supervision of section or in the case of small council, a department

supervision of contractors

setting priorities and monitor workflows in areas of responsibility

establish the most appropriate operational methods for section/

department

setting outcomes for subordinate officers

work may span more than one discipline.



lead teams on moderately complex technical projects

exercise significant initiative and judgement in the selection and application of

established principles, techniques

provide reports to management and recommendations on technical suitability of

equipment/procedure/processes/results

analysis/design for the development and maintenance of projects.


Responsible for moderately complex works programs, projects and/or functions and be

required to establish outcomes to achieve department/council goals and could include:-

operational responsibility for works programs

exercising judgement and initiative where procedures not clearly defined

establishing works programs in small councils.




Plan, co-ordinate and administer the operation of a multi-functional recreation/aquatic

complex including reporting and financial management.


Plan co-ordinate and administer the activities/policies of local animal plant control boards and

could include:-

supervision of other staff

preparation of the budgets.


Exercise professional responsibilities which could include:-

supervision of the function

tasks of a specialised detailed nature

provide reports on progress of activities and provide recommendations

carry out planning studies for particular projects including aspects of design

utilise a high level of interpersonal skills in dealing with the public/other organisations

exercise professional judgement within prescribed areas.





exercise responsibility for a specialised area of council

provision of advice and assistance when non-standard procedures and processes are

required

understanding of all areas of computer operation

undertake programming in specialist areas

exercise responsibility for a specialised area of councils computing operation

undertake publicity assignments of limited scope and complexity within the framework of

council's publicity and promotions program involving the co-ordination of facets of the

total program, media liaison, design and editing, layout of publications/displays.


Manage a child care centre of no more than 60 places, and could include:-

formulation and evaluation of annual budgets in liaison with committee

develop, plan and supervise the implementation of educational and/or developmental

programs for children

formulate and evaluate annual budgets in liaison with committee

staff recruitment.


Undertake duties in the disciplines of building and health.


Plan, develop and operate a community service program of a moderately complex nature.


Knowledge of departmental programs, policies and activities

Sound discipline knowledge gained through experience

Knowledge of the role of council's structure and service

Relevant degree with relevant experience

OR

Associate diploma with substantial experience

OR

Qualifications in more than one discipline

OR

Less formal qualifications with specialised skills sufficient to perform at this level

OR


experience and expertise to undertake the range of activities required.

Progression

Graduates will progress to the 1st increment of this level on the completion of two years

service at level 4 and will progress to the 3rd increment after a further year of service.

LEVEL 6


Responsible for a range of functions for which operational policies, practices and guidelines

may need to be developed and could include:-

working independently as specialists or

a senior member of a single discipline project team.


Application of high levels of knowledge and skills, and establishes procedures and work

practices, etc.

Sets outcomes for the work area of responsibility to achieve objectives of the

department/council.

Work under limited direction and exercise a degree of autonomy and may manage a work

area with advice available on complex or unusual matters.




Responsibility for decision making in the particular work area,

section/department/council, including the scope to influence operational activities and

negotiate matters of significance including negotiating contracts.

Problem Solving

Solution to complex problems requires complex professional problem solving and a high

level of interpersonal skills to resolve organisational issues.


Provide expert/specialist advice, support and assistance relevant to the work area or

section/department or discipline on complex matters which could include providing a

consultancy service and advice on policy matters and contribute to their development.


Managing time is essential to achieve outcomes.



significant projects and/or functions

a range of duties within the work area, including problem definition, planning and the

exercise of judgement

management of significant projects and/or works programs and/or functions

assisting with/prepare budgets

control and co-ordination of a work area within budgetary constraints

supervision/management responsibilities exercised within a multi-disciplinary, or major

single function/operation or work area

implementation of effective human resource management

supervision of contractors

managerial control, including providing analysis/interpretation for either a major single

discipline or multi-discipline operation

appreciation of the long term goals of council

positions at this level may be identified by impact of activities undertaken or achievement

of stated outcomes/objectives for the work area.


Significant responsibilities for accomplishment of technical objectives, and could include:-

duties which involve more than one discipline

contribution to the development of new techniques and methodology

provision of a consultancy service for a range of activities

development of methodology and application of proven techniques in providing

specialised technical services.


Develop, supervise and implement significant works programs and/or a large outside workforce

and/or contractors and could include:-

review of operations to determine their effectiveness

control and co-ordination of the works program within budgetary constraints.










Supervise/manage operation of a discrete element which is part of a larger office and could

include:-

control and co-ordination of projects in accordance with corporate goals

providing a consultancy service to a wide range of clients

complex professional problem solving

supervision of technical staff (on occasions other professional staff in the discipline).


Refer to general responsibilities.




Supervision/management responsibilities exercised within a multi-discipline.




Discipline/specialist skills and/or supervision/management abilities exercised within a

multi-disciplinary, or in a major single function, operation

Discipline knowledge gained through experience, training or education

Appreciation of the long term goals of the organisation

Detailed knowledge of program activities and work practices relevant to the work area

Knowledge of organisation structures or functions and comprehensive knowledge of

council policies relevant to the section/department

Comprehensive knowledge of statutory requirements relevant to the discipline

Degree with substantial experience

OR

Associate diploma with substantial experience

OR

Lesser formal qualifications with a combination of experience, expertise and competence

sufficient to perform the duties required at this level.

Progression


LEVEL 7


Exercise managerial responsibility for various functions within the department and/or council

and could include:-

specialised functions

operation as a specialist

operation as a member of a specialised professional team.

working independently.


Application of high levels of knowledge and skills and establishes procedures which

impact on activities undertaken/outcomes achieved by council and/or activities

undertaken by sections of the community

Set outcomes for the work area/section/function

Work under limited direction with guidance not always readily available within the

organisation.




Responsibility for decision making and the provision of expert advice to other areas of

council, including significant delegated authority and negotiating matters on behalf of the

work area.

Problem Solving

Solution to complex problems involves the selection of methods and techniques based on

sound judgement.


Provide expert/specialist advice, support and assistance relevant to a significant work

area or section/department or discipline on complex matters which could include

providing a consultancy service and advice on policy matters and contribute to their

development and monitoring.


Wide range of conditions to achieve results in line with divisional/corporate goals which

will include planning, direction, control and evaluation of operations.



responsibility for a significant work area

development of work practices and procedures for various projects

development and implementation of significant operational procedures

reviewing operations to determine effectiveness

develop appropriate methodology and apply proven techniques in providing specialised

services

prepare budget submissions for senior officers and/or council

management/supervision of staff is normally a feature at this level and establishing and

monitoring work outcomes

decisions and actions taken at this level may have a significant effect on

programs/projects/work areas being managed

good understanding of the long term goals of council

manage a works program or work area of council

undertake the control and co-ordination of a section, department and/or significant work

area.

Positions at this level may be identified by the level of responsibility for decision making, the

exercise of judgement and delegated authority and the provision of expert advice.


Responsible for the control and co-ordination of projects in accordance with corporate goals.

Refer to general responsibilities.


Develop and implement significant works programs.








Refer to general responsibilities




Refer to general responsibilities








Comprehensive knowledge of council policies and procedures

Application of a high level of discipline knowledge

Qualifications are generally beyond those normally acquired through tertiary education

alone, typically acquired through completion of higher education qualifications to degree

level and extensive relevant experience

OR

Lesser formal qualifications with acquisition of considerable skills and extensive relevant

experience to an equivalent standard

OR

A combination of experience, expertise and competence sufficient to perform the duties

required at this level.

Progression

Graduates employed with and required to perform duties relevant to their tertiary

qualification shall progress to this level once they have completed three years satisfactory

service at level 6 and undertake work related to the responsibilities under this level.

LEVEL 8


Exercise managerial responsibility for a department/council’s relevant activity, and could

include:-

functions across a range of administrative, specialist or operational areas

operation as a senior specialist providing multi-functional advice to various departments

or council.


Major portion of the work involve initiative in the development and implementation of

techniques, work practices and procedures in all facets of the work area to achieve

corporate goals

Identification of current/future options and the development of strategies to achieve

outcomes

Work under broad direction and formulate, implement, monitor and evaluate

projects/programs or control organisational elements

Undertake duties of an innovative, novel or critical nature.


Demands responsibility for decision making with significant independence of action within

the constraints of department or corporate policy.

Problem Solving

Solution to complex problems requiring an analytical approach and a high proficiency in

theoretical or scientific approaches which may be outside of the original field of

specialisation.




Provide multi-functional expert/specialist advice and support/assistance to various

departments or council with a significant impact on council's policies/programs including:-

a consultancy service

specialist financial, technical, professional and/or administrative advice on policy including

operational

manage/administer complex policy.


Accountable for the quality, effectiveness, cost and timeliness of programs/projects under

their control.



involvement in the initiation and formulation of extensive projects/

programs which impact on council's goals and objectives

undertaking work of significant scope and/or complexity

extensive projects/

programs in accordance with department/corporate goals

development, implementation and evaluation of goals

management of a work area of council at a higher level of ability

management of service delivery

management of a department/section or operate as a senior specialist

application of a high level of analytical skills to attain and satisfy council objectives

little or no professional direction

authority to implement and initiate change in area of responsibility.

Positions at this level will demand responsibility for decision making within the constraints of

corporate policy.


Apply a high level of analytical skills in the attainment and satisfying of technical objectives,

and could include:-

technical support programs and subprograms within the framework of council's operating

program

consultancy service

development/revision of methodology/techniques.


Establish, control and organise on-going plans and programs for department/council and could

include:-

administering complex policy and works program matters.








Ensure the outcome of work of significant scope and/or complexity and could include:-

assessment and review of standards and work of other professionals/external consultants

initiate and formulate departmental/council programs

implement council objectives within corporate goals

develop and recommend ongoing plans and programs for department/council.




Undertake functions across a range of administrative, specialist or operational

areas/specific programs/activities and/or management of service delivery.








Detailed knowledge of council policy, programs and the procedures and practices

High level of discipline knowledge

Detailed knowledge of statutory requirements

Qualifications are generally beyond those normally acquired through degree course and

experience in the field of specialist expertise. (could be acquired through further

qualifications in field of expertise or in management)

OR

Lesser formal qualifications together with the acquisition of considerable skills and

extensive and diverse experience relative to an equivalent standard

OR

A combination of experience, expertise and competence sufficient to perform the duties

of the position.

Progression




SCHEDULE 3 - SENIOR OFFICERS STREAM OPDATE 01:07:2017 1st pp on or after

The following minimum rates of pay will commence on and from the beginning of the first pay

period commencing on or after 1 July 2017.

Level Per annum

$

Level 1 61,071

62,686

64,304

Level 2 65,921

67,537

69,154

Level 3 71,094

73,033

74,974

Level 4 76,970

79,492

Level 5 82,647

85,171

Level 6 88,325

90,850

Level 7 94,003

97,789

Level 8 102,836

107,884

Level 9 115,454

Level 10 128,071

Level 11 140,688

Level 12 153,308



SENIOR OFFICERS CLASSIFICATION CRITERIA

Positions classified in the Bands are characterised by some of the following inputs or those of a

similar nature.

BAND 1

Function

Manage the operation of a complex organisational area, program or activity which has

significant impact upon Council operations

Provide detailed administrative support to a particular program, activity or function

Undertake the preparation of reports on significant and/or complex issues, investigate and

prepare information with recommendations.

Advice

Provide expertise and/or policy advice, including technical/professional advice, across a

range of programs or activities undertaken by the organisation

Formulation of technical and/or policy advice on issues of significant importance to

Council.

Skills, Knowledge/Experience

Extensive experience in the field related to the operation of the work area

Analytical and conceptual skills to resolve issues relevant to the work area

Awareness of organisational operations as they relate to policy

Detailed knowledge of financial program management techniques related to the work area

Management skills and abilities necessary to undertake the allocation and monitoring of

resources

Sound human resource management skills.

Judgement

Decisions taken or delegations exercised have a major impact on the day operations of the

work area. The impact, however, is likely to be limited to the work area or function in

which the position is located.

Authority and Accountability

Require a high degree of accountability for the quality, efficiency and effectiveness of work

outputs

Positions at this level may have independence of action within the constraints of Council

objectives or corporate goals.

Organisation Relationships

Manage a team/small department

May be a specialist responsible for a major function which is of significant importance to

Council

Report to a more senior officer or the CEO.



BAND 2

Function

Manage a substantial work area at senior administrative or professional levels and would

generally report to a more senior officer, but in some cases may report directly to the CEO

Exercise responsibility for the management of significant and complex projects that may

span a number of departmental functional areas

Contribute to the development and implementation of corporate strategies or policy

initiatives.

Advice

Provide significant specialist advice on departmental programs or functions

Provide expert advice which would require a thorough knowledge and considerable depth

and breadth of experience in a complex management or professional field.


Ability to implement financial/program management techniques relevant to the work area

Well developed liaison and communication skills and the ability to negotiate or

communicate, under limited direction, on behalf of the organisation with client or other

outside bodies

Sound human resource management skills

Management skills and abilities necessary to undertake the allocation and monitoring of

human, financial and technical resources to ensure achievement of objectives.

Judgement

Exercise independent judgement in the resolution of complex problems or issues relevant

to the work area.


Officers at this level have the authority to determine methods and procedures to be

adopted to achieve the desired outcome, within budgetary constraints, for significant

programs

May have independence of action, including responsibility for results achieved through the

use and allocation of resources within the constraints of Council goals and objectives

Accountable for the achievement of work area goals and objectives.

Organisational Relationships

Manage significant and complex projects that may span a number of departmental

functional areas within a department or a small department

Direction of subordinate staff would involve establishing and evaluating performance and

interpreting policy relevant to the work area

Report to a more senior officer or the CEO.



BAND 3

Function

Direct responsibility and accountability for managing a major segment of the operation, or

a large scale function, or operation or a medium size department

Contribute to the development of corporate goals and program objectives which are of

strategic importance to Council

Manage human, financial and technical resources, formulate and implement policy

initiatives and develop corporate strategies.

Advice

Provide high level expert advice on critical management and/or technical issues relating to

programs or the organisation as a whole

Provide authoritative “technical” or policy advice to Directors, CEO and/or Council.


High level of management skills and abilities necessary to direct and monitor significant

resources

Liaison and communication skills of a high order including the capacity to negotiate or

communicate on behalf of the organisation, with clients or other organisations, often to

finality

The ability to interpret and provide advice on legislation, corporate objectives, policies,

operations or functions of the work area

Detailed knowledge in a range of different subject matters

Thorough knowledge and experience in a complex management and/or professional field.

Judgement

Authority to plan, design and implement programs/projects and functions independently,

exercising discretion to achieve end results

Exercise initiative and resourcefulness in deviating from established methods and policy,

contribute to the formation of policy and strategic plans

Decisions will impact on such things as program activities or function allocations or

commitment of resources

At this level specialists exercise independent judgement and introduce creative solutions in

the resolution of complex problems or issues.


Delegated authority to determine work plans and schedules to implement the goals and

objectives of programs, within a department or in some instances across the organisation

Influence aspects of program or policy issues which have strategic importance

Responsibility and accountability for human, financial and technical resources under their

control

Decisions may have direct consequence on achievement of results for the functions for

which the officer is responsible

Responsibility for developing policies.


In the main would operate in a subordinate relationship to Departmental Director or direct

the operation of a medium size department reporting directly to the CEO, or report to the

CEO.

Direction could be through established procedures in the functional area or by explicit

policy within an explicit evaluation process overseen by the CEO or more senior officer

Direction over sub-ordinate staff would involve establishing and evaluating performance,

and interpreting policy relevant to the work area

May report direct to the CEO.



BAND 4

Function

Manage major functions including Divisions/Departments involving a considerable variety

of activities, extensive co-ordination and usually significant responsibilities for human,

financial and technical resources

Exercise delegated authority to plan, direct and/or execute major programs, functions or

support activities

Determine and revise associated strategic plans and objectives

Provide the primary and major source of knowledge and advice to CEO and/or Council on

the Department’s operation for which they have responsibility

Major contribution to the formulation of policy, strategic plans and general management

for the organisation as a whole.

Advice

Provide advice critical to the operation of Council

Provide expert policy and strategic advice to the CEO and/or Council

Provide technical innovative and professional advice which would influence the work of a

major function and/or the organisations operations.


High levels of adaptability and flexibility

Possession of conceptual, analytical and creative skills in originating new techniques,

establishing criteria and development of imaginative approaches

A high degree of originality and analytical and conceptual skills in the resolution of

particularly complex “technical” or policy issues

The ability to modify existing principles to new and unusual problems which may involve

frequent changes in policy, program or technological requirements.

Judgement

Decisions taken have major effect on program emphasis or priorities in critical areas of

Council operations

High level of judgement required in developing strategic plans and in considering

operational and wider internal and external program and policy issues

Devise innovative solutions to complex policy or operational problems where guidelines are

lacking.


Broad guidance on policy and strategic direction

Major influence on problems or policy issues

Authority to determine resource needs and allocate resources and direct accountability for

their effective uses

Work reviewed in relation to fulfilment of program objective, effect of advice given and

effectiveness/efficiency of overall program.


Operate with high degree of independence in the execution and adaptation of workplans

May exercise major delegated authority from Council or CEO.

Will report direct to CEO.



SCHEDULE 4 - GLOSSARY OF TERMS OPDATE 01:12:2006 on and from

ACTIVITY

Tasks performed within a function

BASIC

Fundamental, uncomplicated.

COMPLEX

Limited complexity

Relates to work which involves the application of established principles, practices and

procedures. Generally, actions and responses which can be readily identified and

repeated from previous experience.

Moderately complex

To a lower degree than complex, less extensive.

Complex

Denotes work wherein the predominant feature is the consideration of the impact of

interactive elements as they relate to the total job rather than focusing on any

segment in isolation.

Very complex

The application of a comprehensive knowledge of established practices and

procedures as they affect all aspects of the range of operations, or an in-depth

knowledge of the operation. Generally responses require a high Level of analytical

skills with the work drawing together a range of aspects and the method selected

from a range of genuine alternatives.

CONTROL

To exercise direction, guiding or restraining power over, to check or regulate, to keep within

limits.

CO-ORDINATE

Bring together all common activities to achieve an integrated outcome.

CRITICAL

An indicator that a component, issue or decision is fundamental to subsequent actions,

considerations and decisions, crucial.

DIRECTION

Close direction

Officers receive detailed instruction on job requirements, methods to be adopted and

unusual or difficult features. Officer's work is subject to checking at all stages.

Regular direction

Officers receive instruction on job requirements, methods to be adopted on unusual or

difficult features. Officers work is subject to progress checking.

General direction

Officers receive general instructions usually covering only the broader aspects of the

work. In some situations, detailed instructions may be necessary. The work of

experienced and competent officers, is subject to final checking and, only as required,

progress checking.



Limited direction

Officers receive limited instructions which clearly state objectives. Officers have a

significant degree of competence and experience and are able to achieve the objective

by conforming to instructions but with minimal guidance.

Broad direction

Officers normally receive instructions in the form of broadly stated objectives.

Extensive knowledge and experience enables officers to contribute to the

determination of goals and objectives.

ENVIRONMENTAL HEALTH OFFICER

Is an officer who holds a degree in Environmental Health or equivalent, who is eligible for full

membership of the Australian Institute of Environmental Health.

ESTABLISH

To set up, to institute, to place on a firm basis.

EXERCISE

To bring to bear or employ actively (as in exercising authority or influence).

EXPERIENCE

Experienced

This means having worked in a relevant field for sufficient time to have sufficient

understanding of the basic principles of the discipline, to have ability to successfully

undertake the majority of normal requirements of the work situation and to have a

good appreciation of the activities involved.

Considerable experience

This means having worked in a relevant field for sufficient time to ensure competence

or undertake and advise on a full range of normal requirements of the work situation

and to have the ability to perform a variety of activities involving special, unusual or

complex features of the work.

Extensive experience

This means having worked in a relevant field for sufficient time to ensure ability to

control and advise on the full range of activities and to be expert in terms of a wide

variety of special, unusual or complex features of the work.

FUNCTION

A collection of activities which may constitute the whole or part of a discrete work area.

GRADUATE

Degree holder.

GUIDANCE

Providing or receiving information on policies, procedures and practices.

IMPLEMENT

To carry out, to perform acts essential to the execution of a plan or program, to give effect to.

INITIATE

To originate, to introduce in the first instance, to cause or bring to pass by original act, as in

organising a plan, policy or procedure.



INNOVATIVE

Relates to the extent to which there is a requirement to vary from or make changes to

accepted processes and systems.

INSTRUCTION

Imparted to another, directions given.

INTERPRET

To clarify or explain, translate.

JUDGEMENT

Application of an amalgam of knowledge and experience to derive appropriate decisions.

KNOWLEDGE

An understanding of techniques, principles, procedures and practices gained through either

study of the relevant theory/or through experience gained over time.

Developing knowledge

A learning process which will leads to knowledge of.

Working knowledge

Sufficient to perform function.

Sound knowledge

Well founded, reliable.

Comprehensive knowledge

Embracing a wider range.

Detailed/thorough knowledge

complete.

MAINTAIN

To keep possession of, to hold or keep in any condition, to keep up to date or current, as to

maintain records.

MANAGE

To control, to exercise control or domination over, bring under influence, conduct/direct the

working of, responsible for direction, quality, outcome, operation of.

MANAGEMENT

The technique or practice of managing or controlling.

MONITOR

Check on a regular basis.

NEGOTIATE

To confer with others with a view to reaching agreement.

NOVEL

Extension and application of theoretical principles beyond the normally accepted environment,

i.e., creative research or the introduction of new technology.

OPERATION

An action or series of actions done to produce a particular result.

Operational responsibility

Answerable for the day to day running.



OVERSIGHT

To look after, guide the work of others, to allocate work without quality/quantity control.

PRACTICE

Regular or systematic action, method.

PROCESS

Course of action, method of operation, to handle in accordance with a prescribed procedure, as

in processing work or requisition.

PROFESSIONAL

Requires in its application levels of theoretical knowledge which have been attained only

through tertiary study.

PROGRAM

A specially arranged selection of things to be done, a plan, schedule or procedure, to arrange

or work out a sequence of operations to be performed.

PROJECT

A proposal, scheme or design, detailed study of a particular subject.

RESPONSIBLE

Liable to be called to account, answerable, accountable for actions.

REVIEW

To rework in order to correct or improve, to make a new, improved or up to date version.

ROUTINE

Regular course of procedure, unvarying performance of certain acts, performed by rule.

SIGNIFICANT

Noteworthy, of considerable amount of effect or importance.

SUPERVISION

To direct, to inspect with authority, to guide and instruct with immediate responsibility for

purpose of performance, to superintend, to lead, to allocate work and check against given

standards.

Direct supervision

To control the progress, quality, quantity of.

Regular supervision

Systematic.

General supervision

Ongoing, not going into detail.

SUBSTANTIAL

Ample or considerable amount.

SUPPORT

To contribute to the success of, to form a secondary part, subordinate.

TECHNICAL OVERSIGHT

To look at, look after the technical aspect of an activity/function.



TRAINEE - LEVEL 2

An officer under the age of 21 years of age classified at level 2 who performs functions which

are defined by established routines, methods, standards and procedures with limited scope to

exercise initiative in applying work practices, and who is receiving structured training on a

regular basis, according to an appropriate training plan, agreed between the employer and the

employee.

UNDERLYING

Fundamental, to form the basis or foundation.



SCHEDULE 5 – TRAINING WAGE ARRANGEMENTS OPDATE 01:07:2017 1st pp on or after

CLAUSE S5.1 TITLE

This Schedule shall be known as the South Australian Municipal Salaried Officers Award

Training Wage Arrangements Schedule.

CLAUSE S5.2 ARRANGEMENT

Clause No. Title

S5.1 Title

S5.2 Arrangement

S5.3 Application

S5.4 Period of operation

S5.5 Definitions

S5.6 Training conditions

S5.7 Employment conditions

S5.8 Wages

S5.9 Disputes settling procedures

S5.10 Dispute settlement over traineeship schemes

S5.11 Part-time traineeships

Sect. A Allocation of Traineeships to Wage Levels

Sect. B Traineeship Schemes excluded from this Award

CLAUSE S5.3 APPLICATION

S5.3.1 This Schedule shall apply to persons:

(a) who are undertaking a traineeship (as defined); and

(b) whose employment is, or otherwise would be, covered by the Award.

S5.3.2 This Schedule does not apply to the apprenticeship system or any training

programme, which applies to the same occupation and achieves essentially the same

training outcome as an existing apprenticeship in an award as at 25 June 1997.

This Schedule only applies to AQF IV traineeships when the AQF III traineeship in

the training package is listed in Section A. Further, this Schedule also does not

apply to any certificate IV training qualification that is an extension of the

competencies acquired under a certificate III qualification, which is excluded from this

Schedule due to the operation of this clause S5.3.2.

S5.3.3 At the conclusion of the traineeship, this Schedule ceases to apply to the

employment of the trainee and the Award shall apply to the former trainee.

S5.3.4 Nothing in this Schedule shall be taken to replace the prescription of training

requirements in the Award.

CLAUSE S5.4 OPERATION

This Schedule shall operate from the beginning of the first pay period commencing on or after

1 July 2017.



CLAUSE S5.5 DEFINITIONS

S5.5.1 Act means the Training and Skills Development Act 2008 or any successor legislation.

S5.5.2 Adult trainee means for the purpose of this Schedule a trainee who would qualify

for the highest wage rate in Wage Level A, B or C if covered by that wage level.

S5.5.3 Approved training means that training which is specified in the Training Plan,

which is part of the Training Agreement, which is registered with the T&SC. It

includes training undertaken both on and off-the-job in a traineeship and involves

formal instruction, both theoretical and practical, and supervised practice. The training

reflects the requirements of a national training package or a traineeship scheme

and leads to a qualification under the Australian Qualification Framework.

S5.5.4 T&SC means the Training and Skills Commission under the Act.

S5.5.5 Award means the South Australian Municipal Salaried Officers Award.

S5.5.6 Commission means the Industrial Relations Commission of South Australia.

S5.5.7 Trainee is an individual who is a signatory to a Training Agreement registered with

the T&SC and is involved in paid work and structured training, which may be on or off

the job. Trainee does not include an individual who already has the competencies to

which the traineeship is directed.

S5.5.8 Traineeship means a system of training which has been approved by the T&SC,

which meets the requirements of a national training package developed by a

National Industry Training Advisory Board and endorsed by the National Training

Quality Council, which leads to an Australian Qualifications Framework qualification

specified by that national training Package, and includes full-time traineeships and

part-time traineeships including school-based traineeships.

S5.5.9 Training Agreement means an agreement for a traineeship made between the

employer and a trainee, which is registered with the T&SC.

S5.5.10 Training package means the competency standards, assessment guidelines and

Australian Qualifications Framework qualification endorsed for an industry or

enterprise by the National Training Quality Council and placed on the National Training

Information Service with the approval of Commonwealth and State Ministers

responsible for vocational education and training.

S5.5.11 Training Plan means a programme of training which forms part of a Training

Agreement registered with the T&SC.

S5.5.12 Traineeship Scheme means an approved traineeship applicable to a group or class

of employees or to an industry or sector of an industry or an enterprise, which has

been approved by the T&SC.

S5.5.13 Year 10 - for the purposes of this Schedule, any person leaving school before

completing Year 10 shall be deemed to have completed Year 10.



CLAUSE S5.6 TRAINING CONDITIONS

S5.6.1 The trainee shall attend an approved training course or training program prescribed

in the Training Agreement or as notified to the trainee by the T&SC in accredited

and relevant training schemes.

S5.6.2 Employment as a trainee under this Schedule shall not commence until the relevant

Training Agreement, made in accordance with a training scheme, has been signed

by the employer and the trainee and lodged for registration with the T&SC, provided

that if the Training Agreement is not in a standard format, employment as a

trainee shall not commence until the Training Agreement has been registered with

the T&SC. 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.

S5.6.3 The employer shall provide a level of supervision in accordance with the Traineeship

Agreement during the traineeship period.

S5.6.4 The provisions of the Act dealing with the monitoring by officers of the T&SC and the

use of training records or work books as part of this monitoring process shall apply to

traineeships under this Schedule.

CLAUSE S5.7 EMPLOYMENT CONDITIONS

S5.7.1 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 T&SC, the 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. A

part-time trainee shall be engaged in accordance with the provisions of Clause S5.11

Part-Time Traineeships, of this Schedule.

S5.7.2 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.

S5.7.3 Termination of employment of trainees is dealt with in the Training Agreement, or

the Act. An employer initiating such action shall give written notice to the trainee at

the time the action is commenced and to the T&SC in accordance with the Act.

S5.7.4 The trainee shall be permitted to be absent from work without loss of continuity of

employment and/or wages to attend the approved training.

S5.7.5 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 for the purposes of the Award or any other legislative entitlements.

S5.7.6 Trainees working overtime

S5.7.6.1 Reasonable overtime may be worked by the trainee provided that it does

not affect the successful completion of the approved training.



S5.7.6.2 No trainee shall work overtime or shiftwork on their own unless consistent

with the provisions of the Award.

S5.7.6.3 No trainee shall work shiftwork unless the shiftwork makes satisfactory

provision for approved training. Such training may be applied over a

cycle in excess of a week, but must average over the relevant period no

less than the amount of training required for non-shiftwork trainees.

S5.7.6.4 The trainee wage shall be the basis for the calculation of overtime and/or

shift penalty rates prescribed by the Award, unless the Award makes

specific provision for a trainee to be paid at a higher rate, or the employer

and trainee agree in writing that a trainee will be paid at a higher rate, in

which case the higher rate shall apply.

S5.7.7 All other terms and conditions of the Award that are applicable to the trainee or

would be applicable to the trainee but for this Schedule shall apply unless specifically

varied by this Schedule.

S5.7.8 A trainee who fails to either complete the traineeship, or who cannot for any reason

be placed in full-time employment with the employer on successful completion of the

traineeship, shall not be entitled to any severance payments payable pursuant to

termination, change and redundancy provisions of the Award.

Note: It is not intended that existing employees shall be displaced from employment by

trainees.

CLAUSE S5.8 WAGES

S5.8.1 The weekly wage payable to full-time trainees shall be provided in S5.8.4, S5.8.5 and

S5.8.6 of this Schedule and in accordance with Clause S5.7 Employment Conditions.

S5.8.2 These wage rates will only apply to trainees while they are undertaking an approved

traineeship, which includes approved training as defined in this Schedule.

S5.8.3 The wage rates prescribed by this clause do not apply to complete trade level training,

which is covered by the Apprenticeship system.

S5.8.4 Wage Level A

Where the Accredited training course and work performed are for the purpose of

generating skills, which have been defined for work at Wage Level A.

Highest year of schooling completed

Year 10 Year 11 Year 12

$ $ $

School Leaver 250.00 (50%)* 312.00 (33%)

291.00 (33%) 350.00 (25%)

319.00 350.00 420.00

Plus 1 year out of school 350.00 420.00 486.00

Plus 2 years out of school 420.00 486.00 567.00


Plus 4 years out of school 567.00 649.00

Plus 5 or more years 649.00



S5.8.5 Wage Level B


generating skills, which have been defined for work at Wage Level B.



$ $ $

School Leaver 250.00 (50%)* 312.00 (33%)

291.00 (33%) 350.00 (25%)

319.00 350.00 405.00






S5.8.6 Wage Level C


generating skills, which have been defined for work at Wage Level C.



$ $ $

School Leaver 250.00 (50%)* 312.00 (33%)

291.00 (33%) 350.00 (25%)

319.00 350.00 405.00






S5.8.7 School Based Traineeships

Year of Schooling

Year 11 Year 12

$ $

School based Traineeships in Wage Levels A, B and C 319.00 350.00

*Figures in brackets indicate the average proportion of time spent in approved training

to which the associated wage rate is applicable. Where not specifically indicated, the

average proportion of time spent in structured training, which has been taken into

account in setting the rate, is 20 per cent.

S5.8.8 Wage rates for Certificate IV Traineeships

S5.8.8.1 Trainees undertaking an AQF IV traineeship shall receive the relevant

weekly wage rate for AQF III trainees at Wage Levels A, B or C as

applicable with the addition of 3.8 per cent of that wage rate.

S5.8.8.2 An Adult trainee who is undertaking a traineeship for an AQF IV

qualification shall receive the following weekly wage as applicable based on

the allocation of AQF III qualifications:



Wage Level First year of

Traineeship

Second year of

Traineeship

$ $

Wage Level A 674.00 700.00

Wage Level B 648.00 673.00

Wage Level C 591.00 613.00

S5.8.9 Where a person was employed by the employer under the Award immediately prior to

becoming an Adult trainee with the employer, such person shall not suffer a

reduction in the rate of pay by virtue of becoming a trainee.

S5.8.10 Where a traineeship is converted from an AQF II to an AQF III traineeship, or from

an AQF III to an AQF IV traineeship, the trainee shall move to the next higher rate

provided in this Schedule, if a higher rate is provided for that new AQF level.

S5.8.11 Section A sets out the Wage Level of a traineeship.

S5.8.12 For the purposes of this provision, out of school shall refer only to periods out of

school beyond Year 10, and shall be deemed to:

S5.8.12.1 Include any period of schooling beyond Year 10, which was not part of nor

contributed to a completed year of schooling;

S5.8.12.2 Include any period during which a trainee repeats in whole or part of a

year of schooling beyond Year 10;

S5.8.12.3 Not include any period during a calendar year in which a year of schooling

is completed; and

S5.8.12.4 Have effect on an anniversary date being January 1 in each year.

S5.8.13 Despite any other clause in this Schedule, trainees may not be employed under this

Schedule under the traineeship schemes and in the areas of employment listed in

Section B.

CLAUSE S5.9 DISPUTE SETTLING PROCEDURES

For matters not dealt with in accordance with the Act, the procedures to avoid industrial

disputation contained in the Award will apply to trainees.

CLAUSE S5.10 DISPUTE SETTLEMENT OVER TRAINEESHIP SCHEMES

S5.10.1 A party may initiate this procedure when that party wishes to argue that this Schedule

should not provide for employment under a particular traineeship scheme despite

the allocation of the scheme to a Wage Level by Section A.

S5.10.2 The party shall:

S5.10.2.1 Notify the relevant parties of an intention to dispute the particular

traineeship scheme, identifying the scheme.

S5.10.2.2 Request the parties with an interest in the scheme to meet with them at a

mutually agreed location.



S5.10.2.3 If agreement cannot be reached the matter may be referred to the

Commission for conciliation.

S5.10.2.4 If agreement is not reached during conciliation then an application may be

made to include the traineeship scheme in Section B.

CLAUSE S5.11 PART-TIME TRAINEESHIPS

S5.11.1 This clause shall apply to trainees who undertake a traineeship on a part-time basis

by working less than full-time hours and by undertaking the approved training at

the same or lesser training time than a full-time trainee.

S5.11.1.1 A part-time trainee (other than a school-based trainee) will be engaged

to work for no less than a minimum average of 20 hours per week.

S5.11.1.2 A part-time school-based trainee may be engaged to work less hours than

the minimum hours prescribed by this Schedule and the Award provided

that the trainee remains enrolled in compulsory education.

S5.11.2 Wages

S5.11.2.1 The tables set out below are the hourly rates of pay where the training is

either fully off-the-job or where 20% of time is spent in approved

training. These rates are derived from a 38 hour week.

Table 1: Trainees who have left school ($ per hour)


Wage Level A


$ $ $

School Leaver 10.49 11.51 13.82






Wage Level B


$ $ $

School Leaver 10.49 11.51 13.32






Wage Level C


$ $ $

School Leaver 10.49 11.51 13.32








Table 2: School based Traineeships ($ per hour)

Year of schooling

Year 11 Year 12

$ $

Wage Levels A, B and C 10.49 11.51

20% loading [S5.11.6.2] 12.59 13.81

Table 3: Wage rates for part-time Certificate IV Traineeships ($ per hour):

Trainees undertaking a part-time AQF IV traineeship shall receive the

relevant hourly rate for AQF III trainees at Wage Levels A, B or C as

applicable under Table 1 or 2 with the addition of 3.8 per cent of that wage

rate.

An adult trainee (as defined) who is undertaking a part-time traineeship

for an AQF IV qualification shall receive the following hourly rate as

applicable based on the allocation of AQF III qualifications:


traineeship

Second year of

traineeship

$ $

Wage Level A 22.17 23.01

Wage Level B 21.32 22.13

Wage Level C 19.44 20.18

S5.11.3 The hours for which payment shall be made are determined as follows:

S5.11.3.1 Where the approved training for a traineeship (including a school based

traineeship) is provided off-the-job by a registered training organisation,

for example at school or at TAFE, these rates shall apply only to the total

hours worked by the part-time trainee on-the-job.

S5.11.3.2 Where the approved training is undertaken solely on-the-job and the

average proportion of time to be spent in approved training is 20% (i.e.

the same as for the equivalent full-time traineeship), then the total hours

on-the-job shall be multiplied by the applicable hourly rate, and then 20

per cent shall be deducted.

S5.11.3.3 Where the approved training is partly on-the-job and partly off-the-job

and the average proportion of time to be spent in approved training is

20% (ie the same as for the equivalent full-time traineeship), then the

total of all hours spent in work and training shall be multiplied by the

applicable hourly rate, and then 20 per cent shall be deducted.

Note: As noted in clause S5.8, 20 per cent is the average proportion of

time spent in approved training, which has been taken into account in

setting the wage rates for most full-time traineeships.

S5.11.3.4 Where a person was employed part-time by an employer under this Award

immediately prior to becoming a part-time adult trainee with that

employer, such person shall not suffer a reduction in the hourly rate of pay

by virtue of becoming a trainee.



S5.11.3.5 Where the normal full-time weekly hours are not 38 the appropriate hourly

rate may be obtained by multiplying the rate in the table by 38 and then

dividing by the normal full-time hours.

S5.11.4 General formula

S5.11.4.1 For traineeships not covered by S5.11.2.1, the following formula for

calculation of wage rates shall apply:

The wage rate shall be pro-rata the full-time rates based on variation in the

amount of training and/or the amount of work over the period of the

traineeship, which may also be varied on the basis of the following

formula:

Full-time wage rate x Trainee hours - average weekly training time

30.4*

* Note: 30.4 in the above formula represents 38 ordinary full-time hours

less the average training time for full-time trainees (ie 20%). A pro-rata

adjustment will need to be made in the case where the Award specifies

different ordinary full-time hours: for example where the ordinary weekly

hours are 40, 30.4 will be replaced by 32.

(a) Full-time wage rate means the appropriate rate as set out in

S5.8.4, S5.8.5, S5.8.6 and S5.8.7 of this Schedule.

(b) Trainee hours shall be the hours worked per week including the time

spent in approved training.

(c) Average weekly training time is based upon the length of the

traineeship specified in the traineeship Agreement or Training

Agreement as follows:

7.6 x 12

Length of the traineeship in months

Note 1: 7.6 in the above formula represents the average weekly

training time for a full-time trainee whose ordinary hours are 38 per

week. A pro-rata adjustment will need to be made in the case where the

Award specifies different ordinary time hours for example, where the

ordinary weekly hours are 40, 7.6 will be replaced by 8.

Note 2: The parties note that the Training Agreement will require a

trainee to be employed for sufficient hours to complete all requirements of

the traineeship, including the on the job work experience and

demonstration of competencies. The parties also note that this would result

in the equivalent of a full day's on the job work per week.

S5.11.5 Example of the calculation for the wage rate for a part-time traineeship

A school student commences a traineeship in year 11. The ordinary hours of work in

the Award are 38. The Training Agreement specifies two years (24 months) as the

length of the traineeship.

Average weekly training time is therefore 7.6 x 12/24 = 3.8 hours.

Trainee hours totals 15 hours; these are made up of 11 hours work which is worked

over two days of the week plus 1-1/2 hours on the job training plus 2-1/2 hours off

the job approved training at school and at TAFE.



So the wage rate in year 11 is:

$319 x 15 - 3.8 = $117.53 (plus any applicable penalty rates under the Award)

30.4

The wage rate varies when the student completes year 11 and passes the anniversary

date of 1 January the following year to begin year 12 and/or if trainee hours

changes.

S5.11.6 Employment conditions for all part-time trainees

S5.11.6.1 A part-time trainee shall receive, on a pro-rata basis, all employment

conditions applicable to a full-time trainee. All the provisions of the Award

shall apply to part-time trainees except as specified in this Schedule.

S5.11.6.2 However, a trainee undertaking a school based traineeship may, with the

agreement of the trainee, be paid an additional loading 20 per cent on all

ordinary hours in lieu of annual leave, sick leave, personal leave and public

holidays. Notwithstanding this, where a trainee is called upon to work on a

public holiday the provisions of the Award shall apply.

S5.11.6.3 A part-time trainee may, by agreement, transfer from a part-time to a

full-time traineeship position should one become available.

S5.11.6.4 The minimum engagement periods specified in the Award shall also be

applicable to part-time trainees.

SECTION A

Allocation of Traineeships to Wage Levels

Part A, New Training Package Titles

Wage Levels that apply to Certificates under Training Packages

Wage Level A

(This Award does not apply to these traineeships where another Award already provides for the

traineeship.)

Training package Certificate level

Administration I

II

III

Assessment and Workplace Training III

Business Services I

II

III

Community Services II

III

Correctional Services III

Financial Services III

Floristry III

Food Processing Industry III




Hospitality Industry III

Information Technology II

III

Local Government (Environmental Health &

Regulation

II

III

Local Government (Governance & Administration) I

II

III

Local Government (Government) II

III

Museum and Library/Information Services II

III

National Public Services II

III

Public Services II

III

Retail III

Wage Level B


traineeship.)


Asset Maintenance II

III

Asset Security I

II

III

Hospitality Industry I

II

National Community Recreation Industry II

III

National Fitness Industry II

III

National Outdoor Recreation Industry II

III

National Sport Industry I

II

III

Public Safety II

Printing and Graphic Arts II

Retail II



Wage Level C


traineeship.)


Agriculture I

II

III

Horticulture I

II

III

Part B, Old Traineeships Titles and Wage Levels

Wage Level A

Arts Administration

AVTS AIEW, (ATSI Education Worker) Traineeship Pilot Project

Basic Horticulture

Basic Horticulture - Local Government (Tas)

Certificate III in Care Support Services (Personal Assistant)

Certificate III in Care Support Services (Nursing Assistant)

Certificate III in Office Administration

Certificate III in Retail Operations

Child Care Worker

Child Care (NSW)

Child Care (Qld)

Child Care (Tas)

Child Care - Local Govt

Clerical Processing (Health Practice)

Communications - Customer Support Streams: Telemarketing; Communications Operator

Disability

Education Industry Traineeships - all streams

Health Ancillary Worker, Dental Assistant (Public Sector Only)

Health Industry Office Skills

Health Office Skills

Home & Community Care

Integration Aide Stream

Language & Literacy Assistant Stream

Library Aide (Education)

Library Assistant

Library Assistant Stream

Literacy Support (Education)

Local Government Maintenance & Construction (Tas)

Marketing & Management (Cultural Industries)

Media Journalism

Medical Office Skills

Medical Receptionist

Nursing - Division 2 (Enrolled Nurse)

Office Support Stream

Patient Services Assistant (Public Sector Only)

Personal Carer

Residential Aged Care

State Public Sector Clerical (All States)

Youth Worker



Wage Level B

Community Pharmacy (Operations) - Cert I in Retail

Community Pharmacy (Operations) - Cert II in Retail

Community Pharmacy (Operations - Marketing) - Cert III in Retail

Community Pharmacy (Operations - Supervision) - Cert III in Retail

Essential Services Operator

Fitness Instruction

Live Theatre (Technical) (APACA)

Local Government Child Care

Retail Operations Certificate 2

Sales/Marketing

Support Worker

Wage Level C

Community Radio

Community Radio Broadcasting Certificate 2

Land Conservation & Restoration

Personal Carer - Assistant in Nursing/Personal Care worker

Wardsperson

SECTION B

Traineeship schemes excluded from this Award

Nil



SCHEDULE 6 – SUPPORTED WAGE PROVISIONS OPDATE 01:07:2017 1st pp on or after


This Schedule defines the conditions which will apply to employees who because of the effects

of a disability are eligible for a supported wage under the terms of this Award. In the context

of this Schedule, the following definitions will apply:

S6.1.1 Supported Wage System means the Commonwealth Government System to

promote employment for people who cannot work at full award wages because of a

disability, as documented in “Supported Wage System: Guidelines and Assessment

Process”.

S6.1.2 Accredited assessor means a person accredited by the management unit established

by the Commonwealth under the Supported Wage System to perform assessments of

an individual's productive capacity within the Supported Wage System.

S6.1.3 Disability Support Pension means the Commonwealth pension scheme to provide

income security for persons with a disability as provided under the Social Security Act

1991, as amended from time to time, or any successor to that scheme.

S6.1.4 Assessment instrument means the form provided for under the Supported Wage

System that records the assessment of the productive capacity of the person to be

employed under the Supported Wage System.

CLAUSE S6.2 ELIGIBILITY CRITERIA

S6.2.1 Employees covered by this Schedule will be those who are unable to perform the

range of duties to the competence level required within the class of work for which the

employee is engaged under this Award, because of the effects of a disability on their

productive capacity, and who meet the impairment criteria for receipt of a Disability

Support Pension.

S6.2.2 This Schedule does not apply to any existing employee who has a claim against the

employer which is subject to the provisions of workers compensation legislation or any

provision of this Award relating to the rehabilitation of employees who are injured in

the course of their current employment.

S6.2.3 This clause does not apply to employers in respect of their facility, programme,

undertaking, service or the like which receives funding under the Disability Services

Act 1986 and fulfils the dual role of service provider and sheltered employer to people

with disabilities who are in receipt of or are eligible for a Disability Support Pension

in accordance with the requirements of the Disabilities Service Act 1986 and the

Standards contained therein, as amended from time to time.

CLAUSE S6.3 SUPPORTED WAGE RATES

S6.3.1 Employees to whom this Schedule applies will be paid the applicable percentage of the

minimum rate of pay prescribed by this Award for the class of work which the person

is performing according to the following schedule:



Assessed capacity % of prescribed

(clause S6.4) Award rates

10% 10%

20% 20%

30% 30%

40% 40%

50% 50%

60% 60%

70% 70%

80% 80%

90% 90%

S6.3.2 Provided that the minimum amount payable will not be less than $84 per week.

S6.3.3 Where a person's assessed capacity is 10% they will receive a high degree of

assistance and support.

CLAUSE S6.4 ASSESSMENT OF CAPACITY

For the purpose of establishing the percentage of the Award rate to be paid to an employee

under this Award, the productive capacity of the employee will be assessed in accordance with

the Supported Wage System and documented in an assessment instrument by either:

(a) the employer and a Union party to the Award, in consultation with the employee

or, if desired by any of these;

(b) the employer and an accredited assessor acceptable to the employee and the

employee’s advisers and to the employer.

CLAUSE S6.5 LODGEMENT OF ASSESSMENT INSTRUMENT

S6.5.1 All assessment instruments under the conditions of this Schedule, including the

appropriate percentage of the Award wage to be paid to the employee, will be lodged

by the employer with the Registrar of SAET.

S6.5.2 All assessment instruments will be agreed and signed by the parties to the

assessment, provided that where a Union which is party to the Award, is not a party to

the assessment, it will be referred by the Registrar to the Union by certified mail and

will take effect unless an objection is notified to the Registrar within 10 working days.

CLAUSE S6.6 REVIEW OF ASSESSMENT

The assessment of the applicable percentage should be subject to annual review, or earlier on

the basis of a reasonable request for such a review. The process of review will be in

accordance with the procedures for assessing capacity under the Supported Wage System.

CLAUSE S6.7 OTHER TERMS AND CONDITIONS OF EMPLOYMENT

Where an assessment has been made, the applicable percentage will apply to the wage rate

only. Employees covered by the provisions of this Schedule will be entitled to the same terms

and conditions of employment as all other workers covered by this Award paid on a pro rata

basis.



CLAUSE S6.8 WORKPLACE ADJUSTMENT

An employer wishing to employ a person under the provisions of this Schedule will take

reasonable steps to make changes in the workplace to enhance the employee's capacity to do

the job. Changes may involve re-design of job duties, working time arrangements and work

organisation, in consultation with other workers in the area.

CLAUSE S6.9 TRIAL PERIOD

S6.9.1 In order for an adequate assessment of the employee's capacity to be made, an

employer may employ a person under the provisions of this Schedule for a trial period

not exceeding 12 weeks, except that in some cases additional work adjustment time

(not exceeding 4 weeks) may be needed.

S6.9.2 During the trial period the assessment of capacity will be undertaken and the

proposed wage rate for a continuing employment relationship will be determined.

S6.9.3 The minimum amount payable to the employee during the trial period will not be less

than $84 per week.

S6.9.4 Work trials should include induction or training, as appropriate, to the job being

trialled.

S6.9.5 Where the employer and employee wish to establish a continuing employment

relationship following the completion of the trial period, a further contract of

employment must be entered into based on the outcome of assessment under clause

S6.4.


SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD APPLICATIONS FILED PAGE 1

APPLICATIONS FILED

File No Description of Document

04137/2006 NEW AWARD New award. Opdate 01/12/2006.

02288/2007 AWARD VARIATION Award varied. Sch. 6 Supported Wage Provisions re Minimum Standard for Remuneration.

Opdate ppc 02/03/2007. 06492/2007 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.

Opdate ppc 20/12/2007. 06509/2007 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; New Cl. 4.6 economic

Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2007. Opdate ppc 01/12/2007.

05724/2008 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 economic


07184/2008 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.

Opdate ppc 20/12/2008. 05783/2009 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 economic



Opdate ppc 20/12/2009. 04644/2010 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic



Opdate ppc 20/12/2010.


SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD APPLICATIONS FILED PAGE 2

File No Description of Document

04455/2011 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic


05909/2011 AWARD VARIATION Award varied. Cl. 3.1 Employment Categories re Casual Loading Case. Opdates ppc

01/01/2012, 01/07/2012, 01/07/2013, 01/07/2014. 01863/2012 AFD Appln withdrawn re Board of Reference to determine correct classification.


Opdate ppc 01/07/2012. 02815/2012 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic


01886/2013 INTERPRETATION Not finalised.


Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage; Sch. 6 Supported Wage re SWC 2013. Opdate ppc 01/07/2013.










LOCAL GOVERNMENT EMPLOYEES AWARD

This is a consolidated version of an award of the South Australian Employment Tribunal published pursuant to the provisions of the Fair Work Act 1994.

PART 1 APPLICATION AND OPERATION OF AWARD


Clause 1.1 TITLE

OPDATE 02:02:98 on and from This Award is referred to as the `Local Government Employees Award'.

Clause 1.2 ARRANGEMENT

OPDATE 01:10:2011 1st pp on or after 1.2.1 By Part

Subject Matter Clause No

PART 1 APPLICATION AND OPERATIONS Title ........................................................................................ 1.1 Arrangement ........................................................................... 1.2 Scope, Persons Bound and Locality ....................................... 1.3 Commencement Date of Award and Duration ........................ 1.4 Definitions .............................................................................. 1.5 Continuous Service ................................................................. 1.6 PART 2 AWARD FLEXIBILITY Enterprise Flexibility .............................................................. 2.1 Multi-skilling .......................................................................... 2.2 PART 3 COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION Introduction of Change ........................................................... 3.1 Dispute Settling Procedure ..................................................... 3.2 PART 4 EMPLOYER AND EMPLOYEES DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED

ARRANGEMENTS

Anti-Discrimination ................................................................ 4.1 Employment Categories ......................................................... 4.2 Termination of Employment ................................................... 4.3 Redundancy ............................................................................ 4.4 Absence from Duty ................................................................. 4.5 Stand Down of Employees ..................................................... 4.6


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LOCAL GOVERNMENT EMPLOYEES AWARD PART 1 2


PART 5 WAGES AND RELATED MATTERS

Classification Structure .......................................................... 5.1 Wage Rates ............................................................................. 5.2 Allowances ............................................................................. 5.3 Mixed Functions/Higher Duties ............................................. 5.4 Payment of Wages .................................................................. 5.5 Superannuation ....................................................................... 5.6 Safety Net Adjustments .......................................................... 5.7 Economic Incapacity Applications ......................................... 5.8 PART 6 HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK, WEEKEND WORK

Hours of Work ........................................................................ 6.1 Work Breaks ........................................................................... 6.2 Overtime ................................................................................. 6.3 Weekend Work in Ordinary Time .......................................... 6.4 PART 7 LEAVE OF ABSENCE Annual Leave ......................................................................... 7.1 Sick Leave .............................................................................. 7.2 Bereavement Leave ................................................................ 7.3 Parental Leave ........................................................................ 7.4 Carer's Leave .......................................................................... 7.5 Public Holidays ...................................................................... 7.6 Trade Union Training Leave .................................................. 7.7 Study Leave ............................................................................ 7.8 Local Government Steering Committee ................................. 7.9 PART 8 TRANSFERS, TRAVELLING AND WORKING AWAY FROM USUAL PLACE OF WORK Travelling, Transport and Fares ............................................. 8.1 PART 9 TRAINING

Deleted .................................................................................. 9.1 PART 10 OCCUPATIONAL HEALTH AND SAFETY MATTERS, EQUIPMENT, TOOLS AND AMENITIES

Clothing, Equipment and Tools ............................................ 10.1 Occupational Health and Safety ........................................... 10.2 PART 11 AWARD COMPLIANCE AND "ASSOCIATION" RELATED MATTERS

Posting of Award .................................................................. 11.1 Time and Wages Records ..................................................... 11.2 Right of Entry ....................................................................... 11.3 Union Deductions ................................................................. 11.4




SCHEDULES

Wage Rates (Incorporating Supplementary Payments) ........... Schedule 1 Service Payments..................................................................... Schedule 2 Actual Rates of Pay ................................................................. Schedule 3 Work Related Allowances ....................................................... Schedule 4 Expense Related Allowances ................................................... Schedule 5 Minimum Wage ....................................................................... Schedule 6 Classification Structure Criteria .............................................. Schedule 7 Supported Wage System .......................................................... Schedule 8 Training Wage Arrangements.................................................. Schedule 9 1.2.2 By Alphabetical Order

Absence from Duty ................................................................... 4.5 Additional Rates ....................................................................... 5.3.2 Allowances ............................................................................... 5.3 Annual Leave ........................................................................... 7.1 Anti-Discrimination .................................................................. 4.1 Arrangement ............................................................................. 1.2 Bereavement Leave .................................................................. 7.3 Carer’s Leave ........................................................................... 7.5 Casual Employment .................................................................. 4.2.4 Classification Structure ............................................................ 5.1 Clothing, Equipment and Tools ................................................ 10.1 Commencement Date of Award and Duration .......................... 1.4 Continuous Service ................................................................... 1.6 Contract Work .......................................................................... 4.2.6 Definitions ................................................................................ 1.5 Disabilities Allowance .............................................................. 5.3.1 Dispute Settling Procedure ....................................................... 3.2 Drivers Licence ........................................................................ 5.3.6 Economic Incapacity Applications ........................................... 5.8 Employment Categories ........................................................... 4.2 Enterprise Flexibility ................................................................ 2.1 Fixed Term Employment .......................................................... 4.2.5 Higher Duties ........................................................................... 5.4.2 Hours of Work .......................................................................... 6.1 Introduction of Change ............................................................. 3.1 Local Government Steering Committee ................................... 7.9 Meal Allowance ....................................................................... 5.3.5 Minimum Remuneration Standard ............................................ 5.2.5 Mixed Functions ....................................................................... 5.4.1 Multi-skilling ............................................................................ 2.2 Occupational Health and Safety ............................................... 10.2 Overtime ................................................................................... 6.3 Parental Leave .......................................................................... 7.4 Part-Time Employment ............................................................ 4.2.3 Payment of Wages .................................................................... 5.5 Plumbing (Trade) Allowances .................................................. 5.3.4 Posting of Award ...................................................................... 11.1 Probationary Employment ........................................................ 4.2.1 Public Holidays ........................................................................ 7.6




Redundancy .............................................................................. 4.4 Right of Entry ........................................................................... 11.3 Safety Net Adjustments ............................................................ 5.7 Scope, Persons Bound and Locality ......................................... 1.3 Sick Leave ................................................................................ 7.2 Standing Down Employees ....................................................... 4.6 Study Leave .............................................................................. 7.8 Superannuation ......................................................................... 5.6 Termination of Employment ..................................................... 4.3 Time and Wages Records ......................................................... 11.2 Title .......................................................................................... 1.1 Tool Allowance ........................................................................ 5.3.3 Trade Union Training Leave .................................................... 7.7 Travelling, Transport and Fares ............................................... 8.1 Union Deductions ..................................................................... 11.4 Wage Rates ............................................................................... 5.2 Weekend Work (Ordinary Time) ............................................. 6.4 Weekly Hire ............................................................................. 4.2.2 Work Breaks ............................................................................. 6.2

SCHEDULES

Actual Rates of Pay .................................................................. Schedule 3 Classification Structure Criteria ............................................... Schedule 7 Expense Related Allowances .................................................... Schedule 5 Minimum Wage ........................................................................ Schedule 6 Service Payments...................................................................... Schedule 2 Supported Wage System ........................................................... Schedule 8 Training Wage Arrangements................................................... Schedule 9 Wage Rates (Incorporating Supplementary Payments) ............ Schedule 1 Work Related Allowances ........................................................ Schedule 4

Clause 1.3 SCOPE, PERSONS BOUND AND LOCALITY

OPDATE 02:02:98 on and from 1.3.1 This Award is binding on the industry of the occupations of all persons excepting any clerical employees and other

non manual workers engaged by any municipal corporation or any corporation or district council in the State of South Australia and the occupations of all persons except clerical employees and other non manual workers engaged in work carried out for or on behalf of such municipal corporations and district councils whether as employers or employees.

1.3.2 This Award is not binding on: • those persons who at the time of making this Award were subject to an Enterprise Agreement within the

meaning of the Act, (to the extent of any inconsistency with the Award). • the Corporation of the City of Adelaide or employees of that corporation.

Clause 1.4 COMMENCEMENT DATE OF AWARD AND DURATION

OPDATE 02:02:98 on and from This Award comes into force on the 2nd February 1998 and remains in force, subject to variation or until rescinded or replaced.

Clause 1.5 DEFINITIONS

OPDATE 02:02:98 on and from In this Award except where otherwise indicated: "Act" means the Industrial and Employee Relations Act 1994.



"Award" means the Local Government Employees Award. "Employee" means an employee covered by this Award. "Commission" means the Industrial Relations Commission of South Australia. "Union" means the Australian Workers Union Greater South Australian Branch.

Clause 1.6 CONTINUOUS SERVICE

OPDATE 02:02:98 on and from 1.6.1 Maintenance of Continuous Service Except as otherwise indicated, service is deemed to be continuous despite: 1.6.1.1 absence of the employee from work in accordance with the employee's contract of employment or any

provision of this Award. 1.6.1.2 absence of the employee from work for any cause by leave of the employer 1.6.1.3 absence from work on account of illness, disease or injury 1.6.1.4 absence with reasonable cause. Proof of such reasonable cause lies with the employee. 1.6.1.5 interruption or termination of the employee's service by an act or omission of the employer with the

intention of avoiding any obligation imposed by this Award, the Act or Long Service Leave Act. 1.6.1.6 interruption or termination of the employee's service arising directly or indirectly from an industrial

dispute if the employee returns to the service of the employer in consequence of the settlement of the dispute.

1.6.1.7 transfer of the employment of an employee from one Council to another Council subject to the provisions

of the Local Government Act. 1.6.2 CALCULATION OF PERIOD OF SERVICE Where an employee's continuity of service is preserved under this Clause, the period of absence from work is not to

be taken into account in calculating the period of the employee's service with the employer except: 1.6.2.1 to the extent that the employee receives or is entitled to receive pay for the period or, 1.6.2.2 where the absence results from a decision of the employer to stand the employee off without pay.



PART 2 AWARD FLEXIBILITY


Clause 2.1 ENTERPRISE FLEXIBILITY

OPDATE 02:02:98 on and from 2.1.1 At each enterprise or workplace, consultative mechanisms and procedures will be established comprising

representatives of the employer and employees. The Union will be entitled to be represented when it has one or members employed by the employer at that site.

2.1.2 The particular consultative mechanisms and procedures shall be appropriate to the size, structure and needs of the

enterprise or workplace. 2.1.3 The purpose of the consultative mechanisms and procedures is to facilitate the efficient operation of the enterprise or

workplace according to its particular needs. 2.1.4 Where agreement is reached at an enterprise or workplace through such consultative mechanisms and procedures,

and where giving effect to such agreement requires this Award, as it applies at the enterprise or workplace, to be varied, an application to vary will be made to the Commission. The agreement will be made available in writing, to all employees at the enterprise or workplace and the Union.

2.1.5 When this Award is varied to give effect to an agreement made pursuant to this clause the variation will become a

schedule to this Award and the variation takes precedence over any provisions of this Award to the extent of any expressly identified inconsistency.

2.1.6 The agreement must meet the following requirements to enable the Commission to vary this Award to give effect to

it: 2.1.6.1 that the purpose of the agreement is to make the enterprise or workplace operate more efficiently

according to its particular needs; 2.1.6.2 that the majority of employees covered by the agreement genuinely agree to it; 2.1.6.3 that the Award variation necessitated by the agreement is consistent with the requirements of Section 79 of

the Act. 2.1.7 The failure by an employer to give the Union an opportunity to be involved in the consultative process leading to the

making of an agreement may result in the Commission adjourning or refusing the application to vary the Award.

Clause 2.2 MULTI-SKILLING

OPDATE 02:02:98 on and from A Council may direct an employee to carry out such duties as are within the limits of the employees skill, competence and training.



PART 3 COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION


Clause 3.1 INTRODUCTION OF CHANGE

OPDATE 02:02:98 on and from 3.1.1 NOTIFICATION OF INTENDED CHANGE 3.1.1.1 Where an employer has made a firm decision to implement changes in production, program, organisation,

structure or technology that are likely to have significant effects on employees, the employer must as soon as practicable notify the employee who may be affected by the proposed changes and their Union.

3.1.1.2 `Significant Effects' include: • termination of employment; • major changes in the composition, operation or size of the employer's workforce or in the skills

required; • the elimination or diminution of job opportunities, promotion opportunities or job tenure; • the alteration of hours of work; • the need for retraining or transfer of employees to other work or locations and the restructuring of

jobs. Where the Award makes provision for alteration of any of these matters, an alteration will be deemed not to have

significant effect. 3.1.2.1 The employer must discuss with the employees affected and their Union, among other things: • the introduction of the changes referred to in 3.1.1.1; • the effects the changes are likely to have on employees; • measures to avert or mitigate the adverse effects of such changes on employees. The employer must give prompt consideration to matters raised by the employees and/or their Union in relation to

the changes. 3.1.2.2 The discussions must commence as early as practicable after a firm decision has been made by the

employer to make the changes referred to in 3.1.1.1. 3.1.2.3 For the purposes of such discussion, the employer must provide in writing to the employees concerned

and the Union: • all relevant information about the changes including the nature of the changes proposed; and • the expected effects of the changes on employees and any other matters likely to affect them. Employers are not required to disclose confidential information disclosure of which, when looked at objectively,

would be against the employer's interests.

Clause 3.2 DISPUTE SETTLING PROCEDURE

OPDATE 02:02:98 on and from 3.2.1 The procedures below are established in order to minimise the effects of industrial disputes and are entered into by

the parties as a measure and commitment to this effect without limiting the rights of any party. At all stages of the 3.2.2 procedures, the parties to the dispute will endeavour to resolve the matter promptly, and will endeavour to have work

proceed without stoppage or the imposition of bans, limitations or restrictions (except where justified on the grounds of occupational health and safety), and no party shall be prejudiced as to the final settlement by the continuance of work in accordance with this clause.



3.2.2 STAGES OF DISPUTE SETTLEMENT Stage 1: The employee and/or the Job Representative will contact the Supervisor and attempt to settle the matter at

that level, or where appropriate the Supervisor will contact the employee and/or the Job Representative. Stage 2: If the dispute is not settled at Stage 1 the employee and the Job Representative will meet with the

Supervisor and his/her Manager. Stage 3: If the dispute is not settled at Stage 2, the employee, Job Representative and Union Organiser will meet

with the Supervisor/Manager and CEO. Stage 4: If the dispute is not settled at Stage 3, the State Secretary of the Union will be advised. If Council

considers it appropriate, additional assistance may be sought from the LGA in order to settle the matter. Stage 5: If the dispute is not settled at Stage 4, either party may refer the matter to the South Australian Industrial

Relations Commission for conciliation and/or arbitration. 3.2.3 Every effort will be made to ensure that the processes contained in Stages 1, 2 and 3 above will be completed within

five working days.



PART 4 EMPLOYER AND EMPLOYEES DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED

ARRANGEMENTS


Clause 4.1 ANTI-DISCRIMINATION

OPDATE 02:02:98 on and from 4.1.1 It is the intention of the parties to this Award to achieve the principal object in section 3 (m) of the Act by helping to

prevent and eliminate discrimination on the basis of colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.

4.1.2 Accordingly, in fulfilling their obligations under the disputes avoidance and settling clause, the parties must make

every endeavour to ensure that neither the Award provisions nor their operations are directly or indirectly discriminatory in their effects.

4.1.3 Nothing in the clause is to be taken to affect: 4.1.3.1 any different treatment (or treatment having different effects) which is specifically exempted under the

State or Commonwealth anti-discrimination legislation; 4.1.3.2 until considered and determined further by the Commission the payment of different wages for employees

who have not reached a particular age; 4.1.3.3 an employee, employer or registered organisation, pursuing matters of discrimination in the State or

Federal jurisdiction, including by application to the Human Rights and Equal Opportunity Commission. 4.1.4 Nothing in this clause is to be taken to prevent: 4.1.4.1 a matter referred to in 4.1.1 from being a reason for terminating employment if the reason is based on the

inherent and requirements of the particular position.

Clause 4.2 EMPLOYMENT CATEGORIES

OPDATE 01:10:2011 1st pp on or after 4.2.1 PROBATIONARY EMPLOYMENT 4.2.1.1 A Council may engage new employees or promote existing employees on a probationary basis of 3

months duration for the purpose of facilitating the assessment of an employee's work performance. 4.2.1.2 The probationary period may be extended for a further period in light of an unsatisfactory work

assessment at the end of the initial 3 months employment. 4.2.1.3 Dismissal during or at the completion of the probationary period (due to unsatisfactory work performance)

will not be given before the employee has been reasonably counselled by the Council. 4.2.1.4 Provided however that where an existing employee is promoted to a higher classification under the

Award, the promotion for the first 3 months will be on an acting basis to allow for an assessment of the employees suitability for the position. Provided further that where the employee has within the last 12 months acted in the position for an accumulated period of 3 months, the employee will be considered to have satisfied this requirement.

4.2.2 WEEKLY HIRED EMPLOYMENT (FULL TIME AND PART-TIME) The contract of hiring of every employee bound by this Award will, other than in the case of casual employees, be

deemed to be a hiring by the week. 4.2.3 PART-TIME EMPLOYMENT 4.2.3.1 An employee who performs work (less than 38 hours per week) on a regular weekly basis may be engaged

as a regular part-time employee. The employee is employed on a weekly contract of employment and entitled to the prescribed benefits of

a full-time employee but on a pro-rata basis according to the normal weekly hours worked.



4.2.3.2 Part-time employees are entitled to overtime payments for work performed in excess of the daily hours

normally performed by the employee in accordance with his/her contract of employment, subject to any arrangements (re flexible working hours) which may operate in respect of the workforce or work groups.

4.2.3.3 Provided however that the ordinary hours of work for a part-time employee can be altered by mutual

agreement between the Council and the employee concerned, to cover short-term or longer-term operational requirements.

4.2.4 CASUAL EMPLOYMENT 4.2.4.1 A casual employee is an employee who is engaged under an hourly contract of hire and paid a casual

loading of 20% in addition to the applicable rates of pay prescribed under Schedule 1 (Wage Rates) and Schedule 2 (Supplementary Payments) to the Award.

Provided however that the casual loading shall be increased in accordance with the following:

to 22.5% from the first full pay period to commence on or after 24 November 2004; and

to 25% from the first full pay period to commence on or after 1 July 2005 4.2.4.2 A casual employee is paid for time worked only and is not entitled to the various types of leave prescribed

in Part 7 of the Award. Provided however that where a casual employee performs work at a time which attracts penalty rates under the Award, the penalties will also apply for the work performed by the casual employee.

4.2.4.3 Where the work is stopped by rain or dust, up to 20 minutes will be allowed for shelter, and, if such

weather conditions improve sufficiently to permit resumption of work, the time will be paid for, but if by direction of the employer, work does not resume, the employees will be paid for that day, no less than 2 hours pay for the day.

4.2.4.4 Where a casual employee, on any day, reports for duty without having received notice before leaving their

home, when work has been unavoidably stopped, they will be paid for that day, no less than 2 hours pay. 4.2.4.5 The minimum engagement for a casual is 2 consecutive hours. 4.2.4.6 With the exception of swimming pool attendants, the maximum term of engagement for a casual working

full-time (ie. a 38 hour week) will be ten consecutive weeks. Provided however that there are no limitations on the term of engagement of a casual employee working

less than full-time hours. 4.2.4.7 Conversion of Employment Status 4.2.4.7.1 Notwithstanding any other provisions of clause 4.2.4, any employee: (a) engaged on a contract of employment who is entitled to be, or is, paid as a casual employee; and (b) who has been employed by an employer during a period of a least 12 months, either: (i) on a regular and systematic basis for several periods of employment; or (ii) on a regular and systematic basis for an ongoing period of employment; and (c) whose employment is consistent with full-time or part-time employment (working a minimum of

ten (10) hours per week), shall thereafter have the right to elect to have his or her employment converted to full-time or part-time

employment if such employment is to continue beyond the 12 month period.



(d) provided however that annual seasonal type employment shall be excluded from the operation of

clause 4.2.4 including:

swimming pool employees, sale yard employees, beach cleaning employees.

For the purpose of this clause 4.2.4.7.1(d) the reference to annual seasonal type employment shall mean work on behalf of the council normally carried out at a particular time of each year and for a limited period having regard to the work operation.

(e) provided further that the operation of clause 4.2.4.7.1 shall not apply in the case of casual

employees who are engaged to perform work on an occasional, non-systematic or irregular basis or who are relieving other workers who are on workers compensation or other such long term absences.

4.2.4.7.2 Every employer of such an employee shall give the employee notice in writing of the provisions of

4.2.4.7.1 within 4 weeks of the employee attaining the qualifying period of 12 months in accordance with clause 4.2.4.7.1 hereof. The employee retains his or her right of election under the clause if the employer fails to comply with the clause.

4.2.4.7.3 Any such employee who does not within 4 weeks of receiving written notice elect to convert his or her

employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.

4.2.4.7.4(a) Any employee who has a right to elect under clause 4.2.4.7.1 upon receiving notice as prescribed

in 4.2.4.7.2 shall give four (4) weeks notice in writing to the employer that he or she seeks to elect to convert his or her employment to full-time or part-time employment.

4.2.4.7.4(b) Within four (4) weeks of receiving such notice from an employee (as set out in 4.2.4.7.4(a)), the

employer shall consent to or refuse the election but shall not unreasonably so refuse. 4.2.4.7.5 Where, in accordance with 4.2.4.7.4 an employer refuses an election to convert, the reasons for doing

so shall be fully stated to and discussed with the employee concerned and a genuine attempt made to reach agreement. Any dispute about the refusal of an election to convert to full-time or part-time employment shall be dealt with as far as practicable with expedition in accordance with clause 3.2 Dispute Settling Procedure.

4.2.4.7.6 If an employee has elected to have his or her employment converted to full-time or part-time

employment in accordance with clause 4.2.4.7.4, the employer and employee shall (subject to clause 4.2.4.7.4), discuss and agree upon which form of employment the employee will convert to, that is full-time or part-time. Following such agreement being reached, the employee will convert to full-time or part-time employment.

4.2.4.7.7 Once an employee has elected to and with the agreement of the employer converts to full-time or part-

time employment, the employee may only revert to casual employment by written agreement with the employer.

4.2.4.7.8 Any dispute about the arrangements to apply to an employee converting from casual employment to

full-time or part-time employment shall be dealt with as far as practicable with expedition in accordance with clause 3.2 Dispute Settling Procedure.

4.2.4.7.9 An employer must not engage or re-engage, or dismiss or threaten to dismiss or prejudice an employee

in employment to avoid any obligation under this clause. 4.2.4.7.10 Where an employee converts from casual to full-time or part-time employment, the employee’s service

for the purpose of leave entitlements (other than long service leave) will be calculated from the commencement of part-time or full-time employment.

4.2.5 FIXED TERM EMPLOYMENT A Council may engage employees for a fixed term to cover special or additional projects/work and to cover the long-

term absences of other employees provided that any such fixed term is clearly identified at the time of engagement.



4.2.6 CONTRACT WORK 4.2.6.1 The employer will not permit any operation or function or employment of any of the classes to which this

Award is applicable to be carried on, exercised, or entered into by any contractor or other person on behalf of the employer except in accordance with the terms and conditions of this Award as if the contractor or other person were personally a party to and bound by this Award.

4.2.6.2 The employer will not enter into any contract for the carrying of any of the work covered by this Award

by means of employees unless the contract contains a clause binding the contractor to pay the rates and observe the conditions prescribed in this Award in respect of the work contracted for so long as this Award remains in operation.

Clause 4.3 TERMINATION OF EMPLOYMENT

OPDATE 02:02:98 on and from 4.3.1 NOTICE OF TERMINATION BY EMPLOYER 4.3.1.1 In order to terminate the employment of an employee, the employer must give the employee the following

notice: Period of Continuous Service Period of Notice

Not more than 1 year at least 1 week More than 1 year but not more than 3 years at least 2 weeks More than 3 years but not more than 5 years at least 3 weeks More than 5 years at least 4 weeks 4.3.1.2 In addition to the notice in 4.3.1.1 employees over forty five years of age at the time of the giving of

notice with not less than 2 years continuous service are entitled to additional notice of one week. 4.3.1.3 Payment at the ordinary rate of pay in lieu of the notice prescribed in 4.3.1.1 and/or 4.3.1.2 and/or 4.4.4

must be made if the appropriate notice period is not given. Employment may be terminated by part of the period of notice specified and part payment in lieu.

4.3.1.4 In calculating any payment in lieu of notice the employer must pay the wages an employee would have

received in respect of the ordinary time the employee would have worked during the period of notice had the employee's employment not been terminated.

4.3.1.5 The period of notice in this Clause does not apply in the case of: • dismissal for conduct that at common law justifies instant dismissal • casual employees • employees engaged for a specific period of time; or • for a specific task or tasks 4.3.2 TIME OFF DURING NOTICE PERIOD Where an employee has given notice of termination to an employee, the employee is entitled to up to 1 day's time off

without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.

4.3.3 STATEMENT OF EMPLOYMENT The employer must provide to an employee whose employment has been terminated a written statement specifying

the period of the employee's employment and the classification of or the type of work performed by the employee.



4.3.4 PAYMENT IN LIEU If an employer makes payment in lieu for all or any of the period of notice prescribed, the period for which such

payment is made must be treated as service with the employer for the purposes of computing any service related entitlement of the employee.

4.3.5 NOTICE OF TERMINATION BY EMPLOYEE In order to terminate employment an employee must give the employer the following notice: Period of Continuous Service Period of Notice

Not more than 1 year at least 1 week More than 1 year at least 2 weeks

Clause 4.4 REDUNDANCY

OPDATE 02:02:98 on and from 4.4.1 DEFINITION `Redundancy' in this Clause means the loss of employment due to the employer no longer requiring the job the

employee has been doing to be performed by anyone, and `redundant' has a corresponding meaning. 4.4.2 EXCLUSIONS 4.4.2.1 This Clause does not apply to employees with less than 1 year's continuous service. The general

obligation of employers should be no more than to give such employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by such employees of suitable alternative employment.

4.4.2.2 This Clause does not apply where employment is terminated as a consequence of conduct that at common

law justifies instant dismissal or in the case of casual employees or employees engaged for a specific period of time or for a specified task or tasks.

4.4.3 DISCUSSIONS BEFORE TERMINATION 4.4.3.1 Where an employer has made a firm decision that the employer no longer requires the job the employees

have been doing done by Council employees and that decision may lead to termination of employment, the employer must have discussions as soon as practicable with the employees directly affected and with the Union. Discussions must include:

• the reasons for the proposed terminations; • measures to avoid or minimise the terminations; • measures to mitigate the adverse effects of any terminations on the employees concerned. 4.4.3.2 For the purpose of such discussion the employer must as soon as practicable provide in writing to the

employees concerned and the Union, all relevant information about the proposed terminations, including: • the reasons for the proposed terminations; • the number and categories of employees likely to be affected; • the number of workers normally employed; and • the period over which the terminations are likely to be carried out. No employer is required to disclose confidential information the disclosure of which, when looked at

objectively, would be against the employer's interests.



4.4.4 PERIOD OF NOTICE OF TERMINATION ON REDUNDANCY 4.4.4.1 If the services of an employee are to be terminated due to redundancy such an employee must be given

notice of termination as prescribed by Clause 4.3 of this Award. 4.4.4.2 Employees to whom notification of termination of service is to be given on account of the introduction or

proposed introduction by the employer of automation or other like technological changes in the industry in relation to which the employer is or other like engaged must be given not less than 3 months notice of termination.

4.4.4.3 Should the employer fail to give notice of termination as required in this Award the employer must pay to

that employee the ordinary rate of pay for a period being the difference between the notice given and that required to be given. The period of notice to be given is deemed to be service with the employer for the purposes of the Long Service Leave Act, 1987.

4.4.5 TIME OFF DURING NOTICE PERIOD 4.4.5.1 During the period of notice of termination given by the employer an employee is entitled to up to 1 day off

without loss of pay during each week of notice for the purpose of seeking other employment. 4.4.5.2 If the employee has been allowed paid leave for more than 1 day during the notice period for the purpose

of seeking other employment, the employee must, at the request of the employer, produce proof of attendance at an interview. If such proof is not produced the employee is not entitled to receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

4.4.6 NOTIFICATION TO COMMONWEALTH EMPLOYMENT SERVICE Where a decision has been made to terminate the employment of an employee, or of employees, on account of

redundancy the employer must notify the Commonwealth Employment Service accordingly as soon as possible, giving relevant information including:

• a written statement of the reason(s) for the termination(s) • the number and categories of the employees likely to be affected; and • the period over which the termination(s) are intended to be carried out. 4.4.7 SEVERANCE PAY 4.4.7.1 In addition to the period of notice prescribed for termination in Clause 4.4 and 4.5.4.1 or 4.5.4.2 an

employee whose employment is terminated by reason of redundancy is entitled to the following amounts of severance pay in respect of a continuous period of service.



Period of Continuous Service Severance Pay

Less than 1 year Nil 1 year and less than 2 years 4 weeks pay 2 years and less than 3 years 6 weeks pay 3 years and less than 4 years 7 weeks pay 4 years and over 8 weeks pay 4.4.7.2 The severance payment need not exceed the amount which the employee would have earned if

employment with the employer had proceeded to the employee's agreed date of retirement or the employee's eligibility date for social security benefits.

4.4.8 WRITTEN NOTICE The employer must, as soon as practicable, but prior to the termination of the employee's employment, give to the

employee a written notice containing, among other things, the following: 4.4.8.1 the date and time of the proposed termination of the employee's employment 4.4.8.2 details of the monetary entitlements of the employee upon the termination of the employee's employment

including the manner and methods by which those entitlements have been calculated; 4.4.8.3 advice as to the entitlement of the employee to assistance from the employer, including time off without

loss of pay in seeking other employment, or arranging training or retraining for future employment; and 4.4.8.4 advice as to the entitlements of the employee should the employee terminate employment during the

period of notice. 4.4.9 TRANSFER TO LOWER PAID DUTIES Where an employee whose job has become redundant accepts an offer of alternative work by the employer the rate

of pay for which is less than the rate of pay for the former position, the employee is entitled to the same period of notice of the date of commencement of work in the new position as if the employee's employment had been terminated. The employer may pay in lieu thereof an amount equal to the difference between the former rate of pay and the new lower rate for the number of weeks of notice still owing.

4.4.10 EMPLOYEE LEAVING DURING NOTICE An employee whose employment is terminated on account of redundancy may terminate employment during the

period of notice. IN this case the employee is entitled to the same benefits and payments under this Clause as if remaining with the employer until the expiry os such notice. In such circumstances the employee is not entitled to payment in lieu of notice.

Clause 4.5 ABSENCE FROM DUTY

OPDATE 02:02:98 on and from An employee not attending for duty will lose pay for the actual time of such non attendance except in the case of an employee who is absent from duty in accordance with the provisions of this Award, or by special leave specifically agreed with the employer.

Clause 4.6 STAND DOWN OF EMPLOYEES

OPDATE 02:02:98 on and from 4.6.1 The employer is not liable to pay an employee for time lost when work is unavoidably stopped because of a

breakdown of plant and/or machinery or a failure of power or a shortage of material or a strike or any cause for which the employer cannot reasonably be held responsible.

4.6.2 Provided that where an employee on any day reports for duty without having received notice of such stoppage before

leaving home to proceed to work the employee will be paid in respect of that day not less than 2 hours pay. Such notice may be given either personally or by written notice left at the employee's last known place of abode.



PART 5 WAGES AND RELATED MATTERS


Clause 5.1 CLASSIFICATION STRUCTURE

OPDATE 02:02:98 on and from 5.1.1 The classification structure for employees covered under the Award consists of eight (8) gradings of Municipal

Employee. 5.1.2 The classification criteria used to determine the appropriate grading of employees is shown under Schedule 7 to the

Award.

Clause 5.2 WAGE RATES

OPDATE 01:07:2017 1st pp on or after 5.2.1 ADULT WAGE RATES The minimum wage rates to be paid to adult employees under the Award are prescribed under the following

Schedules to the Award, viz

Schedule 1 Base Wage Rates Schedule 2 Service Payments Schedule 3 Actual Rates of Pay (ie the aggregation of the amounts contained under Schedules 1 and 2) Schedule 6 Minimum Wage Schedule 8 Supported Wage System

5.2.2 JUNIOR WAGES 5.2.2.1 Maintenance and Construction Stream

Junior employees under the age of 18 years are paid 60 per cent of the appropriate adult wage rate. At 18 years of age and over, and where performing the duties usually performed by adult employees, the

full adult rate is paid. 5.2.2.2 Parks and Gardening Stream Junior employees within this stream are paid according to the following scale, based on a percentage of

the rate applicable for a Municipal Employee Grade 2. Percentage of Municipal Employee Grade 2 At 17 years or under 60 At 18 years 75 At 19 years 85 At 20 years 95 5.2.2.3 Swimming Pool Centres

Junior employees engaged to work in Swimming Pool Centres are paid according to the following scale,

based on a percentage of the rate applicable for a Municipal Employee Grade 4. Percentage of Municipal Employee Grade 4 At 17 years or under 60 At 18 years 70 At 19 years 80 At 20 years 90



5.2.3 APPRENTICE WAGES The minimum weekly rate of wages for apprentices are the undermentioned percentages of the rate applicable for a

Municipal Employee Grade 5. Percentage of Municipal Employee Grade 5 1st year 42 2nd year 55 3rd year 75 4th year 88 Provided that as from 1st pp on or after 01/07/2017 an adult apprentice must receive at least the State Minimum

Award Wage of $707.50 per week (see Clause 5.2.5). 5.2.4 CALCULATION OF WAGE RATES Wage rates are to be calculated to the nearest 10 cents per week. Any fraction less than 5 cents shall go to the lower

multiple and 5 cents or more to the higher multiple. 5.2.5 STATE MINIMUM AWARD WAGE

5.2.5.1 Subject to the exceptions provided in 5.2.5.3, as from the first pay period to commence on or after 1 July 2017, a full-time adult employee must be paid no less than the State Minimum Award Wage of $707.50 per week or $18.62 per hour for work performed in ordinary time. Adult casual employees must be paid no less than $23.28 per hour for work performed in ordinary time.

5.2.5.2 Employees to whom junior rates apply in accordance with this Schedule will be paid no less than the

following age based percentage of the State Minimum Award Wage:

Age Percentage

Under 17 years of age 50 17 years of age 60 18 years of age 70 19 years of age 80 20 years of age 90

5.2.5.3 The following categories of employees are not entitled to the State Minimum Award Wage as prescribed

in (5.2.5.1):

(a) Adult trainees undertaking a traineeship in accordance with Schedule 9 of this Award (subject to the terms of the traineeship).

(b) Adult employees employed under Supported Wage Provisions in the Award.

Clause 5.3 ALLOWANCES

OPDATE 02:02:98 on and from 5.3.1 DISABILITIES ALLOWANCE 5.3.1.1 In addition to the wages provided in the Award and subject to the exclusions provided in 5.3.1.2 hereof an

employee is paid an allowance at the rate prescribed in Schedule 4 of this Award to compensate for the following disabilities:



• climactic conditions when working in the open on all types of work or on multistorey or similar

type of construction prior to it being enclosed; • the physical disadvantage of having to climb stairs or ladders, particularly on multistorey or similar

type of construction; • dust blowing in the wind on construction sites; • sloppy or muddy conditions; • dirty conditions caused by the use of form oil or green timber; • drippings from newly poured concrete; • the disability of working on all types of scaffolds other than a single plank or a bosun's chair; • the lack of usual amenities associated with factory work; and • all other disabilities not specifically compensated or allowed for by any other provision of this

award. 5.3.1.2 The following work locations and operations do not attract the payment of the disabilities allowance: • work performed in the depot and/or workshop • work performed in or about swimming pool facilities • work performed in or about Council owned buildings 5.3.1.3 An employee receiving an allowance under the provisions of this clause is not entitled to the payment of

the special rates prescribed for Wet Work by Clause 5.3.2.14 of the Award. 5.3.2 ADDITIONAL RATES The additional rates to be paid in respect of Work Related Allowances or Expense Related Allowances are shown

under Schedules 4 and 5 (respectively) to the Award. 5.3.2.1 Burning off Grass Employees engaged in burning off grass with or without knapsack sprayer, for not less than 2 hours per

day are entitled to receive additional payment as prescribed by Schedule 4 of this Award. 5.3.2.2 Cleaning Public Lavatories Employees required to clean public lavatories per day or part thereof during which so engaged are paid an

extra amount as prescribed by Schedule 4 of this Award. 5.3.2.3 First Aid Treatment A certified first aid attendant who is nominated by the employer to act on such certificate is paid an

amount above the classified rate as prescribed by Schedule 4 of this Award. 5.3.2.4 Handling Money on behalf of Employer An employee handling money on behalf of the employer is paid per week an additional amount as

prescribed by Schedule 4 of this Award. 5.3.2.5 Removal of Dead Animals An employee who is required to remove, destroy, or bury dead animals is paid an amount prescribed by

Schedule 4 of this Award.



5.3.2.6 Confined Spaces An employee required to work in a space or place, the dimensions or nature of which necessitates working

in a stooped or otherwise cramped position or without sufficient ventilation, will be paid an additional amount as prescribed by Schedule 4 of this Award.

5.3.2.7 Portable Wood Chipping Machine An employee called upon to operate and/or feed a portable woodchipping machine will be paid an

allowance as prescribed by Schedule 4 of this Award over and above the employees classified ordinary rate of pay.

5.3.2.8 Fertiliser Spreading Where during fertiliser spreading operations an employee is required to carry a loaded knapsack, canvas

sling, or galvanised iron tray of fertiliser on his/her back and/or shoulder, for the time so worked the employee will be paid an allowance as prescribed by Schedule 4 of this Award.

5.3.2.9 Height Allowance Any employee required to work on a ladder at a height in excess of 8 metres will be paid an allowance as

prescribed by Schedule 4 of this Award for the time so worked. 5.3.2.10 Toxic Substances 5.3.2.10.1 Employees required to use toxic substances will be informed by the employer of the health

hazards involved and instructed in the correct and necessary safeguards which must be observed in the use of such materials.

5.3.2.10.2 Employees using such material will be provided with and will use all safeguards required by

the appropriate Government authority or in the absence of such requirements such safeguards defined by a competent authority or person chosen by the Union and the employer.

5.3.2.10.3 Employees using toxic substances or materials of a like nature and using the safeguards as

provided by the employer in paragraphs (i) and (ii) above are paid extra as prescribed by Schedule 5 of this Award. Employees working in close proximity who are required to wear protective clothing, are paid extra as prescribed by Schedule 4 of this Award.

5.3.2.10.4 For the purpose of this sub-clause toxic substances includes the addition of a catalyst and

reactive additives or two such catalyst systems are deemed to be materials of a like nature or carry manufacturers recommendations which require the operators to observe special handling procedures owing to the toxic nature of the chemical.

5.3.2.10.5 Employees regularly required to use toxic substances will be required to undergo 12

monthly medical checks at the employers expense. 5.3.2.10.6 These allowances shall not apply to Weed Spray Unit Operators. 5.3.2.11 Driving and Towing Allowances 5.3.2.11.1 Driver, who is required to cart tar (other than in sealed containers) for immediate spreading

upon streets, tar in unsealed containers, or tarred material for spreading upon streets and/or spreads either of them upon streets is paid a weekly (or daily) allowance as prescribed in Schedule 4.

5.3.2.11.2 Employee driving a vehicle collecting garbage is paid an additional weekly (or daily)

allowance as prescribed in Schedule 4. 5.3.2.11.3 Employee driving motor (not being a tractor) drawing trailer is paid a weekly (or daily)

allowance as prescribed in Schedule 4.



5.3.2.11.4 Employee driving oil tractor is paid a weekly (or daily) allowance as prescribed in Schedule 4.

5.3.2.11.5 Employee whilst engaged in carting tar and/or bitumen and/or emulsified bitumen, tarred or

bituminised metal or tarred or bituminised screenings used for tar or bitumen dressing for paving streets and/or footpaths, or whilst driving and operating fantail spreader is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.

5.3.2.11.6 Employee whilst engaged in spreading screenings and sand on tar and/or bitumen and/or

emulsified bitumen or any other similar substances and who comes into contact with the tar, bitumen or similar substance is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.

5.3.2.11.7 Tractor driver or roller driver, whilst engaged in handling tar and/or bitumen and/or

emulsified bitumen, tarred or bituminised metal or tarred or bituminised screenings used for bitumen dressing, for paving streets and/or footpaths and whilst engaged in the application of materials so carried is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.

5.3.2.11.8 Operator of front-end loader whilst engaged loading tar, or bituminous metal, or bituminous

screenings, or bituminous dressing for paving streets and/or footpaths, and whilst engaged in the application of materials so carried, is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.

5.3.2.11.9 A driver of a goods carrying vehicle who holds a current 2b-2 crane driver's certificate of

competency and is required to drive a goods carrying vehicle with a truck loading crane mounted on the vehicle is paid in addition to his/her ordinary rate of pay, an allowance as prescribed in Schedule 4 of this Award.

5.3.2.12 Wet Work 5.3.2.12.1 If an employee on any day, works in a wet place as herein defined, the employee is paid

extra for such day as prescribed by Schedule 4 of this Award. 5.3.2.12.2 `Wet Place' means a place where the clothing of an employee becomes saturated, or a place

where the employee has to stand in water or slush over one inch in depth so that his/her feet would become wet if not protected.

5.3.2.13 Work in the Rain Employees who are required to work in the rain to complete a concrete pour or work with bituminous

concrete will be paid time and a quarter for time worked. 5.3.2.14 Rockbuster An employee operating a Rockbuster Machine will be paid an allowance as prescribed under Schedule 4

of the Award. 5.3.2.15 Cemetery Workers The employees engaged in work described hereunder shall be paid the allowances as prescribed under

Schedule 4 of the Award. 5.3.2.15.1 Cemetery Curator required to attend a burial on any Sunday 5.3.2.15.2 An employee exhuming a body or bodies from a grave 5.3.2.15.3 Employees engaged in reclaiming and/or backfilling old grave sites



5.3.3 TOOL ALLOWANCE 5.3.3.1 Except as provided by 5.3.3.3 hereof, a tradesperson will be paid an allowance as prescribed by Schedule

5 of this Award for supplying and maintaining tools ordinarily required in the performance of the work performed as a tradesperson.

This allowance will apply to apprentices on the same percentage basis as provided by this Award. 5.3.3.2 The allowance applies for all purposes of the Award. 5.3.3.3 Where it was the practice as at 13th July 1981, for the employer to provide all tools ordinarily required by

a tradesperson or an apprentice in the performance of the work, the employer may continue that practice and in that event the allowance prescribed in 5.3.3.1 hereof will not apply to such tradesperson or apprentices.

5.3.3.4 Notwithstanding 5.3.3.1 or 5.3.3.2 hereof, an employer will provide for the use of tradesperson or

apprentices, all necessary power tools, special purpose tools, precision measuring instruments and for sheet metal workers, snips used in the cutting of stainless steel, monel metal and similar hard metals.

5.3.3.5 A tradesperson or apprentice will replace or pay for any tools supplied by their employer if lost through

his/her negligence. 5.3.4 PLUMBING (TRADE) ALLOWANCES 5.3.4.1 Registration A Registered Sanitary Plumber is paid a Registration Allowance of an amount prescribed by Schedule 4 of

this Award in addition to all other relevant payments prescribed by this Award. (The allowance applies for all purposes of the Award). 5.3.4.2 Chokages A Tradesperson Plumber is paid an additional amount as prescribed by Schedule 4 of this Award for each

day when required to open an inspection point on a sewer drain in order to clear a chokage or to open inspect, and while working on any septic tank, cesspit, sewage or sullage ejector.

Provided that this allowance shall be paid irrespective of the times at which work is performed and is not

subject to any premium or penalty. 5.3.5 MEAL ALLOWANCE An employee required to work overtime in excess of one and a half hours after working ordinary hours will be paid

by their employer an amount prescribed by Schedule 5 of this Award to meet the cost of a meal, or at the option of the employer, be provided with an adequate and suitable meal.

5.3.6 DRIVERS LICENCE The employer will reimburse any employee whose duties require them to drive a vehicle during the course of their

normal duties, the cost of the drivers licence fee. The payment of the said fee is made as follows: • One year's fee on presentation of the licence. • One year's fee on each subsequent anniversary date of the licence.



Clause 5.4 MIXED FUNCTIONS / HIGHER DUTIES

OPDATE 02:02:98 on and from 5.4.1 MIXED FUNCTIONS 5.4.1.1 An employee engaged for 2 hours or more on any one day on duties carrying a higher rate than their

ordinary classification will be paid the higher rate for such day. If for less than 2 hours on any one day the higher rate for the time so worked is paid.

5.4.1.2 Provided however that where the actual performance of such work becomes a normal and constant feature

of the employee's substantive position (for an accumulated period of 600 hours in a 12 month period) then the employee will be reclassified to that level.

5.4.1.3 An employee acting or relieving in a position of higher grade shall be entitled to be paid in accordance

with 5.4.1.1 hereof, provided however (subject to subclause 5.4.1.4), such time shall not be taken into account for the purposes of subclause 5.4.1.2 hereof.

5.4.1.4 Where an employee is predominantly engaged in the relief of regular short term absences such as sick

leave, rostered days off and annual leave and such relief is a regular and constant feature of the employees position (for an accumulated period of 1500 hours in a 12 month period) then the employee will be reclassified to that level. This clause shall only apply to employees relieving at ME 5 level and below.

5.4.1.5 Where an employee acts up in a position of higher level (not being a relieving situation) the following

arrangements will apply:

Where the work is specific and of limited nature, the employer and employee will agree on the overall period of acting up.

Where the period is unknown, the employer and employee will review the acting up arrangements

after 4 months with a view to either confirming the classification or agreeing on the continuation of the higher duties and the time frames regarding the performance of such work.

These arrangements will be made in writing and shall include the period of acting up or date of

review. 5.4.1.6 Where an employee acts in a position of higher level for an accumulated period of 6 months within a 12

month period, the period of approved leave taken shall be paid at the higher rate, provided such leave is actually taken within the period of acting up.

5.4.2 HIGHER DUTIES 5.4.2.1 An employee directed by their employer to perform duties of higher value exceeding the classification

grades of this Award shall be paid in accordance with the following for time so worked.

The minimum wage rate for the higher paid classification if he or she substantially performs the duties thereof; or

A wage rate commensurate with the value of the duties he or she is so directed to perform.

5.4.2.2 Provided that the employee directed to perform such duties will perform them on the first occasion for a

continuous period of five working days or more, and on any other occasion, subsequent to having performed those duties for the aforesaid period, for one working day or more, in order to become entitled to higher duties pay as aforesaid.

5.4.2.3 This clause applies to the performance of duties supplementing those of an employee or employees in a

higher paid classification, as well as to duties performed in relieving such a person on sick leave, annual leave, etc.



5.4.3.4 Any dispute as to whether an employee is substantially performing the duties of a higher paid

classification, or whether a wage rate is commensurate with the value of duties performed outside or exceeding those of the classification to which an employee has been appointed, shall be dealt with in the first place

through discussions between the employer and the Union, and if agreement cannot be reached then the

matter shall be determined in accordance with the Dispute Settlement Procedure contained in Clause 3.2.

Clause 5.5 PAYMENT OF WAGES

OPDATE 02:02:98 on and from 5.5.1 Wages are paid weekly or fortnightly and payment made in the employer's time. Provided that any decision of the

Commission is computed initially to apply on a weekly basis. 5.5.2 Employers will furnish to each employee on the pay envelope or in a written statement, or show in the time book at

the time when wages are paid particulars as follows: • gross earnings or wages, including overtime and other earnings • the amount paid as overtime • the amount deducted for tax • particulars of other deductions • the net amount paid • allowances shall be shown separately: and • annual leave and sick leave entitlements will be shown on pay slips or employees will be provided with an

annual summary of leave taken and leave due.

Clause 5.6 SUPERANNUATION

OPDATE 02:02:98 on and from 5.6.1 The provisions of this Clause apply to all employees covered by the award with the following exceptions: • casual employees working less than 10 hours per week • an employee who is engaged for a period of less than ten (10) continuous weeks with a Council 5.6.2 Subject to the provisions of 5.6.1 hereof a Council will pay to the Local Government Superannuation Scheme an

amount (in respect to each employee) no less than the amount specified in the Superannuation Guarantee Act. For the purposes of this Clause, the Local Government Superannuation Scheme will include the Local Government

Superannuation Scheme (Productivity Account).



Clause 5.7 SAFETY NET ADJUSTMENTS

OPDATE 01:07:2017 1st pp on or after The rates of pay in this Award include the safety net adjustment payable under the 2017 State Wage Case and Minimum

Standard for Remuneration. This safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this Award which are above the wage rates prescribed in the Award. Such above Award payments include wages payable pursuant to enterprise agreements, currently operating enterprise flexibility agreements, award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases made under the existing or previous State Wage Case principles, previous General Reviews of Award Wages and the 2017 State Wage Case and Minimum Standard for Remuneration excepting those resulting from enterprise agreements or Award variations to give effect to enterprise agreements, are not to be used to offset safety net adjustments.

Clause 5.8 ECONOMIC INCAPACITY APPLICATIONS

OPDATE 01:07:2017 1st pp on or after Any employer or group of employers bound by an Award may apply to, temporarily or otherwise, reduce, postpone and/or phase-in the application of any increase in labour costs flowing from the 2017 State Wage Case and Minimum Standard for

Remuneration on the grounds of serious economic adversity. The merit of such application will be determined in the light of the particular circumstances of each case and the impact on employment at the enterprise level of the increase in labour costs is a significant factor to be taken into account in assessing the merit of any application. A party may make such an application under s 31A of the South Australian Employment Tribunal Act 2014 (the SAET Act) in the form approved under rule 34 of the South Australian Employment Tribunal Rules 2017. It will then be a matter for the President to decide whether it should be dealt with by a Full Bench of SAET. Any decision to temporarily postpone or reduce an increase will be subject to a further review, the date of which will be determined by SAET at the time it decides any application under this provision. An individual employer making an application pursuant to this provision may make a request under s 55(2) of the SAET Act that the hearing of the matter be conducted in private and/or that some or all of the evidentiary material produced in the case not be available for inspection. Any such request will be determined by SAET in the circumstances of each case.



PART 6 HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK, WEEKEND WORK


Clause 6.1 HOURS OF WORK

OPDATE 02:02:98 on and from 6.1.1 ORDINARY HOURS OF WORK Except as otherwise provided under this part, the ordinary hours of work for employees covered by the Award are 38

hours per week, to be worked between the hours of 7.00am to 6.00pm Monday to Friday inclusive and not exceeding 7.6 hours per day.

6.1.2 SPECIAL CLASSES EXCLUDED Sub-clause 6.1.1 hereof does not apply in respect of the following classes of employees whose ordinary hours of

work are shown below: 6.1.2.1 Public Convenience Attendants The ordinary hours of public convenience attendants and oval curators are 38 hours per week, to be

worked between 7.00am and 6.00pm Mondays to Fridays inclusive and 7.00am and noon on Saturdays. 6.1.2.2 Town Hall Porters, Caretakers and Watchperson The ordinary working hours of town hall porters, caretakers and watchperson are 38 hours per week to be

worked at such hours as may be agreed between the employer and employee. 6.1.2.3 Garbage Tip Works Employees The ordinary work hours are 38 hours per week to be worked at such hours as may be agreed between the

employer and the employee: Provided that where an employee's shift commences after 12 noon, the appropriate shift premium will be agreed between the employer and the employee.

6.1.2.4 Garbage Collection Employees The ordinary hours of work for employees engaged on garbage collection duties may be varied from those

prescribed under 6.1.1 by mutual agreement between the employer and majority of employees engaged on such work.

6.1.2.5 Lockmasters (Holdfast Bay Council) The ordinary hours of duty are 56 hours per week to be worked on continuous duty on a three day roster

providing for 24 hours on duty and 48 hours off duty. The hours of duty are worked according to the following roster: Summer ( 1 October - 31 March) 5.00am 11.30am Active Duty 11.30am 12.30pm Lunch 12.30pm 9.00pm Active Duty 9.00pm 5.00am Stand By Winter (1 April - 30 September)

7.00am 11.30am Active Duty 11.30am 12.30 Lunch 12.30pm 6.00pm Active Duty 6.00pm 7.00am Stand By



6.1.2.6 Swimming Pool Attendants The ordinary working hours are worked over any of the seven days of the week excluding any day which

is a public holiday, but will not exceed 38 hours in any wee: Provided that except in the case of emergency a period of duty on any day will be continuous subject only to meal breaks.

6.1.2.7 Council Community Bus Drivers The ordinary time hours are 38 in seven days to be worked on any five or six of those days with a

maximum of 7.6 hours and a minimum of 6 hours on any one day. 6.1.2.7.1 Work performed before 6.30am or after 6.30pm will be paid at the appropriate rate plus 15

per centum. Such additional rate is not cumulative upon the rates for overtime, Saturday, Sunday or Public Holiday work.

6.1.2.7.2 All other conditions relating to hours and the aforementioned penalty rates are those

prescribed under the South Australian Transport Workers (Passenger Vehicles) Award. 6.1.3 EARLY STARTS / LATE FINISHES (ORDINARY TIME) Notwithstanding the span of hours prescribed under 6.1.1 hereof regarding Monday to Friday work, employees may

be required to commence or finish work outside of those hours subject to the payment of the penalties shown below. The penalties do not apply in respect of the Swimming Pool Attendants or employees engaged in garbage collection

whose working arrangements have been varied by mutual agreement. 6.1.3.1 Where commencement is between 5.00am and 7.00am all time worked prior to 7.00am attracts an

additional payment of 15% of the applicable rate. 6.1.3.2 Where commencement is between 4.00am and 5.00am all time worked prior to 7.00am attracts an

additional payment of 25% of the applicable rate. 6.1.3.3 Where finish is between 6.00pm and 8.00pm all time worked after 6.00pm attracts an additional payment

of 15% of the applicable hourly rate. 6.1.3.4 Where finish is between 8.00pm and 9.00pm all time worked after 6.00pm attracts an additional payment

of 25% of the applicable hourly rate. 6.1.3.5 Provided however, that the Council may decide following consultation with the employee(s) concerned to

either make the additional payment or adjust the daily/weekly working hours of the employee(s), having regard to the penalties prescribed herein.

6.1.3.6 Any time worked prior to 4am or after 9pm will be paid at the normal overtime rates. 6.1.4 HOURS ARRANGEMENTS (9 Day Fortnight etc) Notwithstanding any of the provisions contained under this Clause, Hours Agreements may be negotiated and agreed

between the employer and employees which involve the working of longer daily hours and the taking of accrued time. The following arrangements are available under this Clause:

6.1.4.1 Whereby a majority of at least two thirds of employees desire to work the ordinary hours of duty over a

4.5 day week, or nine days per two week period, or over nineteen days per four week period, and the said Council is in agreement with such request, then by mutual agreement such an arrangement may be carried out, provided that 38 such ordinary hours are not exceeded in any one week, or 76 such ordinary hours are not exceeded in any two week period, or 152 such ordinary hours are not exceeded in any four week period, commencing from a date specified by such agreement.

6.1.4.2 A rostered hours agreement does not come into operation until the employer and the employees reach a

mutual agreement on the method of its implementation. 6.1.4.3 Public Holidays and Bereavement Leave will be allowed for the number of ordinary hours that the

employee would normally work on the day at the appropriate total daily rate.



6.1.4.4 Any arrangement made does not alter or vary the number of hours leave with full pay that an employee would be entitled to receive pursuant to the award if the arrangement had not been made; and in particular, it is expressly agreed that `day' for the purposes of calculating annual leave and sick leave credit means 7.6 hours and that no employee is entitled to receive more than 152 hours of annual leave per annum or to accrue more than 76 hours of sick leave credit per annum.

6.1.4.5 Annual Leave and paid sick leave is debited as actual time lost. 6.1.4.6 A deduction from wages is made equal to actual time lost for unauthorised absences from duty. 6.1.4.7 By mutual agreement the rostered day off is allowed to accumulate and to be taken at a mutually agreed

time. Provided that such accrued days is taken within 12 months from the date of accrual. 6.1.4.8 Where an employee is required to work on a normally rostered day off (and no mutually acceptable

arrangements are made to take the time off at some future time) the overtime rates as prescribed in Clause 6.3 will apply.

6.1.4.9 Any disagreement or dispute arising out of the application of 6.1.4 herein will be resolved in accordance

with the Dispute Settlement Procedure contained in Clause 3.2.

Clause 6.2 WORK BREAKS

OPDATE 02:02:98 on and from 6.2.1 PAID BREAK (Morning Tea) Employees are allowed a 15 minute morning tea break (at a time fixed by the employer) which is counted as time

worked. 6.2.2 UNPAID BREAK (Afternoon Tea) If the majority of employees agree an afternoon tea break (at a time fixed by the employer) may be taken which is an

unpaid break. 6.2.3 MEAL BREAK No employee is required to work for more than 5 hours without taking an unpaid meal break of at least 30 minutes. The provisions of this subclause applies in respect of ordinary hours, overtime, and weekend work performed.

Clause 6.3 OVERTIME

OPDATE 02:02:98 on and from 6.3.1 ORDINARY OVERTIME (Monday to Friday) All time worked in excess of the ordinary hours of work and/or the span of hours (as established under Clause 6.1) is

paid for at the rate of T½ for the first 2 hours and T2 thereafter. In computing overtime each day stands alone. 6.3.2 SATURDAY OVERTIME (Previously Advised) 6.3.2.1. Morning

The normal overtime rates shown above in 6.3.1 apply for Saturday morning overtime. 6.3.2.2 Afternoon Saturday afternoon/night overtime is paid at the rate of double time. 6.3.2.3 Minimum Period of Payment

A minimum period of payment for a period of 2 hours applies (at the am/pm rate whichever being

relevant).



6.3.3 SUNDAY OVERTIME (Previously Advised or Call-Outs) 6.3.3.1 All overtime worked on a Sunday is paid for at the rate of double time. 6.3.3.2 A minimum period of payment of 3 hours applies for Sunday call-outs or overtime. 6.3.4 CALL-OUTS 6.3.4.1 Monday to Friday

An employee recalled to work after the expiration of the employees working time (whether notified before or after leaving the premises) for the day and after leaving work for the day, will be paid for a minimum of 4 hours work at one and a half times the ordinary prescribed rate for each time so recalled. Provided that the employee if required to work for 2 hours or more, will be paid for a minimum of 4 hours work calculated at one and a half times the ordinary prescribed rate for the first 3 hours and at double the ordinary rate prescribed thereafter.

6.3.4.2 Saturdays An employee called out to work on a Saturday, will be paid for a minimum of 3 hours work calculated at

one and a half times the ordinary prescribed rate for each time so called out. Provided that the employee, if required to work for 2 hours or more, will be paid for a minimum of 4 hours work calculated at one and a half times the ordinary prescribed rate for the first 3 hours and at double the ordinary prescribed rate thereafter.

6.3.4.3 Overlapping Call-Outs

Each call-out stands alone provided however that where an employee is notified of a subsequent call-out prior to returning to his/her place of residence (after performing the first call-out), the total time taken will be treated as a single call-out.

6.3.5 OVERTIME/MEALS ASSOCIATED WITH WORK BREAKS 6.3.5.1 Unless the period of overtime is less than one and a half hours an employee before starting overtime after

working ordinary hours is allowed a meal break of 20 minutes paid for at ordinary rates. An employer and employee may agree to any variation of this provision to meet the circumstances of the

work in hand provided that the employer is not required to make payment in respect of any time allowed in excess of 20 minutes.

6.3.5.2 An employee who is required to work during any portion of a recognised meal break will be paid at the

appropriate overtime rate until released for the full period of the employees meal break. 6.3.5.3 An employee working overtime is allowed a crib time of 20 minutes without deduction of pay after each 4

hours of overtime worked if the employee continues work after such crib time. 6.3.5.4 An employee required to work overtime in excess of one and a half hours after working ordinary hours is

paid by their employer an amount prescribed by Schedule 6 of this Award to meet the cost of a meal, or at the option of the employer, will be provided by the employer with and adequate and suitable meal.

6.3.6 REST PERIOD AFTER PERFORMING OVERTIME 6.3.6.1 When overtime work is necessary it will wherever reasonably practicable, be so arranged that employees

have at least 8 consecutive hours off duty between the work of successive days. 6.3.6.2 An employee who works so much overtime between the termination of ordinary work on one day and the

commencement of ordinary work on the next day so that the employee has not had at least 8 consecutive hours off duty between those times, he/she will be released after completion of such overtime until they having had 8 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If, on the instructions of the employer, the employee resumes or continues work without having had 8 consecutive hours off duty, he/she will be paid at double rates until released from duty for such period, and the employee is then be entitled to be absent until having had 8 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.



6.3.7 CITY OF HOLDFAST BAY Lockmasters employed by the City of Holdfast Bay are paid for duty in excess of or outside the rostered hours

prescribed at the rate of double time, each shift's overtime shall stand alone. Double time payment continues until the employee has been relieved for at least 8 hours.

6.3.8 CITY OF BURNSIDE An employee engaged as a Swimming Pool Attendant, Burnside Swimming Centre, will be paid for all time worked

in excess of 38 hours on any week at the rate of time and one half for the first 2 hours and double time thereafter.

Clause 6.4 WEEKEND WORK IN ORDINARY TIME

OPDATE 02:02:98 on and from The following weekend penalties will apply to employees who are able under Clause 6.1 to work part of their ordinary hours over the weekend. 6.4.1 Saturday Morning

A 25% loading for time worked prior to noon. 6.4.2 Saturday Afternoon

A 50% loading for time worked after noon. 6.4.3 Sunday Work

A 100% loading for time worked.



PART 7 LEAVE OF ABSENCE


Clause 7.1 ANNUAL LEAVE

OPDATE 02:02:98 on and from 7.1.1 ENTITLEMENT TO ANNUAL LEAVE An employee (other than a casual employee) is entitled to 4 week's annual leave for each completed year of

continuous service. Payment must not be made or accepted in lieu of taking annual leave except in the case of termination of

employment. 7.1.2 ANNUAL LEAVE EXCLUSIVE OF PUBLIC HOLIDAYS The annual leave prescribed by this Clause is exclusive of any public holiday named under this Award that fall on a

day which would have been an ordinary working day of the employee. If any such holiday falls within an employees period of annual leave, the period of leave will be increased by one day for each holiday.

7.1.3 ACCRUAL OF ANNUAL LEAVE ENTITLEMENT 7.1.3.1 An employee's entitlement to annual leave accrues as follows for each completed year of continuous

service: - • full-time employee : 152 hours per annum • part-time employee : 152 x average weekly ordinary 38 hours over previous 12 months 7.1.3.2 Upon termination of employment, if the period of service is not exactly divisible into complete years, a

full time employee accrues 12 2/3 hours annual leave for each completed month of service in the incomplete year. A part-time employee accrues such annual leave on a pro-rata basis.

7.1.4 TIME OF TAKING ANNUAL LEAVE 7.1.4.1 Annual leave is taken at a time fixed by the employer within a period not exceeding six months from the

right to annual leave accrued and after not less than 2 weeks notice to the employee. 7.1.4.2 Nothing contained in 7.1.4.1 shall restrict the taking of annual leave at a time or times agreed between the

employer and the employees. 7.1.5 LEAVE ALLOWED BEFORE DUE DATE The employer may allow annual leave to an employee before the right thereto has accrued. Where such leave is

taken a further period of annual leave does not commence to accrue until after the expiration of the 12 months in respect of which annual leave has been taken before it accrued.

Where leave has been granted to an employee pursuant to this sub-clause and the employee subsequently leaves or is

discharged from the service of the employer before completing the 12 months continuous service in respect of which the leave was granted, the employer may for each complete month of the qualifying period of 12 months not served by the employee deduct what remuneration is payable upon the termination of the employment 1/12 of the amount of wage paid on account of the annual leave, which amount shall not include any sums paid for any public holidays.

7.1.6 PAYMENT FOR ANNUAL LEAVE 7.1.6.1 Prior to proceeding on annual leave, an employee is entitled to be paid for the period of leave at the rate

of pay applicable to the employee, under Schedule 4 to the Award. 7.1.6.2 Upon termination of employment an employee must be paid for leave accrued in accordance with 7.1.3

which has not been taken. 7.1.6.3 The weekly Disability Allowance prescribed under Clause 5.3.1 of the Award is to be included in annual

leave payments where it forms part of the employees normal weekly wage.



7.1.7 ANNUAL LEAVE LOADING 7.1.7.1 An employee is also entitled to payment of a loading equivalent to 17.5% of the payment provided for in

7.1.6 at the time that payment is made. 7.1.7.2 Where an employee would have received shift loadings had the employee not been going on leave during

the relevant period and such loadings would have entitled the employee to a greater amount than the loading of 17.5%, then the shift loadings shall be substituted for the 17.5% loading prescribed in 7.1.6.1.

7.1.7.3 Annual Leave loading payment is payable on leave accrued in accordance with 7.1.3.2. 7.1.8 SHUT DOWN 7.1.8.1 Where an employer requires the business operation or part of it to be temporarily shut down the employer

may require the employee to take annual leave by giving the employee notice of the requirement at least 2 months before the period of annual leave is to begin.

7.1.8.2 No more than two shut downs can occur in one calendar year. 7.1.8.3 Where: • an employee is unable to attend work because of a shut down, and: • that employee has not accrued a full year's entitlement to annual leave that employee must be allowed to take pro rata annual leave calculated in accordance with the

formula specified in 7.1.3.2. 7.1.8.4 Where an employee is required to take leave in accordance with 7.1.8.1, and the employee does not have a

full or pro rata credit of leave, the employee may be stood off without pay during the period of the close-down for any time in excess of the employee's leave credit.

7.1.8.5 All time that the employee is stood off without pay for the purposes of 7.1.8.4 is deemed to be time of

service in the next 12 monthly qualifying period. 7.1.9 LOCKMASTERS Lockmasters employed by the City of Holdfast Bay are entitled to an additional one weeks annual leave per annum.

Pro rata leave payment is calculated at the rate of 17 hours in respect of each completed month of continuous service in a qualifying period.

Clause 7.2 SICK LEAVE

OPDATE 02:02:98 on and from 7.2.1 ENTITLEMENT TO SICK LEAVE An employee (other than a casual employee) who has a sick leave credit: 7.2.1.1 is entitled to take sick leave if the employee is too sick to work; 7.2.1.2 and who is on annual leave is entitled to take sick leave if the employee is too sick to work for a period of

at least 3 days. Sick leave so taken does not count as annual leave. 7.2.2 ACCRUAL OF SICK LEAVE ENTITLEMENT 7.2.2.1 An employee's entitlement to sick leave accrues as follows: 7.2.2.1.1 for the first year of continuous service - at the rate of 1.46 hours for each completed 38

ordinary hours of work to a maximum of 76 hours; and



7.2.2.1.2 for each later year of continuous service, at the beginning of each year - a full time employee accrues 76 hours - a part-time employee accrues pro rata hours in accordance with the following formula 76 x average weekly ordinary hours 38 over the previous 12 months 7.2.2.2 An employee's sick leave accumulates from year to year and any sick leave taken by the employee is

deducted from the employee's sick leave credit. 7.2.3 CONDITIONS FOR PAYMENT OF SICK LEAVE The employee is not entitled to payment for sick leave unless: 7.2.3.1 the employee gives the employer notice of the sickness, its nature and estimated duration before the period

for which sick leave is sought begins (but if the nature of sudden onset of the sickness makes it impracticable to give the notice before the period begins, the notice is validly given if given as soon as practicable and not later than 24 hours after the period begins); and

7.2.3.2 the employee, at the request of the employer, provides a medical certificate or other reasonable evidence

of sickness. 7.2.3.3 the employee is entitled to payment at the employee's ordinary rate of pay (not including payments in the

nature of penalty rates, overtime, allowances or loadings) for a period of sick leave.

Clause 7.3 BEREAVEMENT LEAVE

OPDATE 02:02:98 on and from 7.3.1 ENTITLEMENT TO LEAVE An employee (other than a casual employee), on the death of a: • spouse • parent • parent-in-law • sister or brother • child or step-child • step-parent • grandparent • grandchild is entitled, on reasonable notice, to leave up to and including the day of the funeral of the relative. This leave is

without deduction of pay for a period not exceeding the number of hours worked by the employee in 2 ordinary days work. Proof of death must be furnished by the employee to the satisfaction of the employer if requested.

7.3.2 EFFECT OF OTHER LEAVE This Clause has no operation where the period of entitlement to this leave coincides with any other period of leave.

Clause 7.4 PARENTAL LEAVE

OPDATE 02:02:98 on and from 7.4.1 DEFINITIONS In this Clause, unless the contrary intention appears: 7.4.1.1 "Adoption" includes the placement of a child with a person in anticipation of, or for the purposes of

adoption. 7.4.1.2 "Adoption Law" means adoption leave provided under 7.4.3.4.



7.4.1.3 "Child" means a child of the employee or the employee's spouse under the age of one year, or means a child under the age of five years who is placed with an employee for the purposes of adoption,

other than a child or step-child of the employee or of the spouse of the employee who has previously lived with the employee for a continuous period of at least

six months. 7.4.1.4 "Extended Adoption Leave" means adoption leave provided under 7.4.3.4 (2). 7.4.1.5 "Extended Paternity Leave" means paternity leave provided under 7.4.3.3 (2). 7.4.1.6 "Government Authority" means a person or agency prescribed as a government authority for the

purposes of this definition. 7.4.1.7 "Maternity Leave" means maternity leave provided under 7.4.3.2. 7.4.1.8 "Medical Certificate" means a certificate as prescribed in 7.4.5.1. 7.4.1.9 "Parental Leave" means adoption leave, maternity leave, paternity leave, extended adoption leave or

extended paternity leave as appropriate, and is unpaid leave. 7.4.1.10 "Paternity Leave" means paternity leave provided under 7.4.3.3. 7.4.1.11 "Primary Care Giver" means a person who assumes the principal role of providing care and attention to

a child. 7.4.1.12 "Relative Adoption" means the adoption of a child by a parent, a spouse of a parent or another relative,

being a grandparent, brother, sister, aunt or uncle (whether of the whole blood or half blood or by marriage).

7.4.1.13 "Short Adoption Leave" means adoption leave provided under 7.4.3.4 (1). 7.4.1.14 "Special Adoption Leave" means adoption leave provided under 7.4.10. 7.4.1.15 "Special Maternity Leave" means maternity leave provided under 7.4.9.1. 7.4.1.16 "Spouse" includes a defacto spouse or a former spouse. 7.4.2 EMPLOYER'S RESPONSIBILITY TO INFORM On becoming aware that: 7.4.2.1 an employee is pregnant; or 7.4.2.2 an employee's spouse is pregnant; or 7.4.2.3 an employee is adopting a child; an employer must inform the employee of: 7.4.2.4 the employee's entitlements under this clause, 7.4.2.5 the employee's responsibility to provide various notices under this clause. 7.4.3 ELIGIBILITY FOR AND ENTITLEMENT TO PARENTAL LEAVE 7.4.3.1 Subject to the qualifications in 7.4.4 an employee is entitled to parental leave in accordance with the

clause.



7.4.3.2 An employee who becomes pregnant is, on production of the required medical certificate, entitled to up to 52 weeks of maternity leave.

7.4.3.3 A male employee is, on production of the required medical certificate, entitled to one or two periods of

paternity leave, the total of which must not exceed 52 weeks, as follows: • An unbroken period of up to one week at the time of the birth of the child; • A further unbroken period of up to 51 weeks in order to be the primary care giver of the child (to

be known as extended paternity leave). 7.4.3.4 An employee is entitled to one or two periods of adoption leave, the total of which must not exceed 52

weeks, as follows: • An unbroken period of up to three weeks at the time of the placement of the child (to be known as

short adoption leave); • A further unbroken period of up to 49 weeks in order to be the primary care giver of the child (to

be known as extended adoption leave). 7.4.4 QUALIFICATIONS ON ENTITLEMENTS AND ELIGIBILITY 7.4.4.1 An employee engaged upon casual or seasonal work is not entitled to parental leave. 7.4.4.2 An entitlement to parental leave is subject to the employee having at least 12 months of continuous service

with the employer immediately preceding: • In the case of maternity leave, the expected date of birth, or otherwise; • the date on which the leave is due to commence. 7.4.4.3 The entitlement to parental leave is reduced: • In the case of maternity leave, by any period of extended paternity leave taken by the employee's

spouse and/or by any period of special maternity leave taken by the employee; • In the case of extended paternity leave, by any period of maternity leave taken by the employee's

spouse; • In the case of extended adoption leave, by any period of extended adoption leave taken by the

employee's spouse. 7.4.5 CERTIFICATION REQUIRED 7.4.5.1 An employee must, when applying for maternity leave or paternity leave, provide the employer with a

medical certificate which: • names the employee or the employee's spouse as appropriate; • states that the employee or the employee's spouse is pregnant; and • states: - the expected date of birth - the expected date of termination of pregnancy; or - the date on which the birth took place; 7.4.5.2 At the request of the employer, an employee must, in respect of the conferral of parental leave, produce to

the employer within a reasonable time a statutory declaration which states: • the particulars of any period of parental leave sought or taken by the employees' spouse, and where

appropriate;



• that the employee is seeking the leave to become the primary care-giver of a child; • In the case of adoption leave, a statement from a Government authority giving details of the date,

or presumed date, of adoption; and • that for the period of the leave the employee will not engage in any conduct inconsistent with the

employee's contract of employment. 7.4.6 NOTICE REQUIREMENTS 7.4.6.1 Maternity leave: 7.4.6.1.1 An employee must: • not less than 10 weeks before the expected date of birth of the child, give notice in

writing to her employer stating the expected date of birth; and • give not less than four weeks notice in writing to her employer of the date of which

she proposes to commence maternity leave stating the period of leave to be taken; and

• notify the employer of any change in the information provided pursuant to 7.4.5

within two weeks after the change takes place. 7.4.6.1.2 An employer may, by not less than 14 days notice in writing to the employee, require her to

commence maternity leave at any time within six weeks immediately before the expected date of birth. Such a notice may be given only if the employee has not given her employer the required notice.

7.4.6.2 Paternity Leave • An employee must, not less than 10 weeks prior to each proposed period of paternity leave, give

the employer notice in writing stating the dates on which he proposes to start and finish the period(s) of paternity leave.

• The employee must notify the employer of any change in the information provided pursuant to

7.4.5 within two weeks after the change takes place. 7.4.6.3 Adoption Leave An employee must: • On receiving notice of approval for adoption purposes, notify the employer of the approval and

within two months of the approval further notify the employer of the period(s) of adoption leave the employee proposes to take.

• In the case of a relative adoption, so notify the employer on deciding to take a child into custody

pending an application for adoption. • As soon as the employee is aware of the expected date of placement of a child for adoption

purposes, but not later than 14 days before the expected date of placement, give notice in writing to the employer of that date, and of the date of commencement of any period of short adoption leave to be taken.

• At least 10 weeks before the proposed date of commencing any extended adoption leave, give

notice in writing to the employer of the date of commencing leave and the period of leave to be taken.

7.4.6.4 Unforseen Circumstances An employee is not in breach of any of these notice requirements if the employee's failure to comply is

caused by unforseen or other compelling circumstances, including;



• the birth occurring earlier than the expected date; or • the death of the mother of the child; or • the death of the employee's spouse, or • the requirement that the employee accept earlier or later placement of the child; so long as, where a living child is born, the notice is given not later than two weeks after the birth. 7.4.7 TAKING OF PARENTAL LEAVE 7.4.7.1 No employee may take parental leave concurrently with such leave taken by the employee's spouse, apart

from paternity leave of up to one week at the time of the birth of the child or adoption leave of up to 3 weeks at the time of the placement of the child.

7.4.7.2 Subject to complying with any relevant provision as to the taking of annual leave or long service leave, an

employee may, instead of or in conjunction with parental leave, take any annual leave or long service leave to which the employee is entitled.

7.4.7.3 Paid sick leave or other paid absences are not available to any employee during the employee's absence on

parental leave. 7.4.7.4 A period of maternity leave must be taken as one continuous period and must include, immediately

following the birth of the child, a period of 6 weeks of compulsory leave. 7.4.7.5 maternity leave and paternity leave cannot extend beyond the child's first birthday. 7.4.7.6 Adoption leave cannot extend beyond the child's fifth birthday. 7.4.7.7 Extended adoption leave cannot extend beyond the first anniversary of the initial placement of the child. 7.4.8 VARIATION AND CANCELLATION OF PARENTAL LEAVE 7.4.8.1 Without extending an entitlement beyond the limit set by 7.4.3, parental leave may be varied as follows: • The leave may be lengthened once by the employee giving the employer at least 14 days notice in

writing starting the period by which the employee requires the leave to be lengthened; or • The leave may be lengthened or shortened by agreement between the employer and the employee. 7.4.8.2 Parental leave, if applied for but not commenced, is cancelled; • should the pregnancy terminate otherwise than by the birth of a living child; or • should the placement of a child proposed for adoption not proceed; as the case may be. 7.4.8.3 If, after the commencement of any parental leave: • the pregnancy is terminated otherwise than by the birth of a living child or, in the case of adoption

leave, the placement of the child ceases, and; • the employee gives the employer notice in writing stating that the employee desires to resume

work; the employer must allow the employee to resume work within four weeks of receipt of the notice. 7.4.8.4 Parental Leave may be cancelled by agreement between the employer and employee.



7.4.9 SPECIAL MATERNITY LEAVE AND SICK LEAVE 7.4.9.1 If, an employee not then on maternity leave suffers illness related to her pregnancy, or; the pregnancy of an employee not then on maternity leave terminates after 28 weeks otherwise than by the

birth of a living child; she may take such paid sick leave as she is then entitled to and such further unpaid leave (to be known as

special maternity leave) as a legally qualified medical practitioner certifies to be necessary before her return to work, provided that the aggregate of paid sick leave, special maternity leave and maternity leave shall not exceed the period to which the employee is entitled under 7.4.3.2.

7.4.9.2 An employee who returns to work after the completion of a period of such leave is entitled to the position

which she held immediately before commencing such leave, or in the case of an employee who was transferred to a safe job, to the position she held immediately before such transfer.

7.4.9.3 If that position no longer exists, but there are other positions available which the employee is qualified for

and is capable of performing, she is entitled to a position as nearly as possible comparable in status and pay as that of her former position.

7.4.10 SPECIAL ADOPTION LEAVE 7.4.10.1 An employee who has received approval to adopt a child who is overseas is entitled to such unpaid leave

as is reasonably required by the employee to obtain custody of the child. 7.4.10.2 An employee who is seeking to adopt a child is entitled to such unpaid leave not exceeding five days as is

required by the employee to attend such interviews, workshops, court attendances or examinations as are necessary as part of the adoption procedure.

7.4.10.3 The leave under this clause is to be known as special adoption leave and does not affect any entitlement

under clause 7.4.3. 7.4.10.4 Special adoption leave may be taken concurrently by an employee and the employee's spouse. 7.4.10.5 Where paid leave is available to the employee, the employer may require the employee to take such leave

instead of a special adoption leave. 7.4.11 TRANSFER TO A SAFE JOB : MATERNITY LEAVE 7.4.11.1 If, in the opinion of a legally qualified medical practitioner: • illness or risks arising out of the pregnancy, or • hazards connected with the work assigned to the employee; make it inadvisable for the employee to continue her present work, the employee must, if the

employer considers that it is practicable to do so, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.

7.4.11.2 If the transfer to a safe job is not considered practicable, the employee is entitled, or the employer may

require the employee, to take leave for such period as is certified necessary by a legally qualified practitioner.

7.4.11.3 Leave under this clause will be treated as maternity leave. 7.4.12 PART-TIME WORK An employee who is pregnant or is entitled to parental leave may, by agreement with the employer, reduce the

employee's hours of employment to an agreed extent subject to the following conditions; 7.4.12.1 Where the employee is pregnant, and to do so is necessary or desirable because of the pregnancy; or



7.4.12.2 Where the employee is entitled to parental leave, by reducing the employee's entitlement to parental leave

for the period of such agreement. 7.4.13 RETURN TO WORK AFTER PARENTAL LEAVE 7.4.13.1 An employee must confirm the employee's intention to return to work by notice in writing to the employer

given at least four weeks before the end of the period of parental leave. 7.4.13.2 On returning to work after parental leave an employee is entitled: • to the position which the employee held immediately before commencing parental leave; or • in the case of an employee who was transferred to a safe job, to the position which she held

immediately before the transfer. 7.4.13.3 If the employee's previous position no longer exists but there are other positions available which the

employee is qualified for and is capable of performing, the employee is entitled to a position as nearly as comparable in status and pay to that of the employee's former position.

7.4.14 TERMINATION OF EMPLOYMENT 7.4.14.1 An employee on parental leave may terminate the employee's employment at any time during the period of

leave by giving the required notice. 7.4.14.2 An employer must not terminate the employment of an employee on the ground of her pregnancy or the

employee's absence on parental leave. Otherwise the rights of an employer in relation to termination of employment are not affected by this clause.

Clause 7.5 CARER'S LEAVE

OPDATE 02:02:98 on and from 7.5.1 DEFINITIONS: 7.5.1.1 "Carer's Leave" means leave provided in accordance with this Clause. 7.5.1.2 "Immediate family" includes: • spouse (including a former spouse, a de factor spouse and a former de facto spouse) of the

employee. A de facto spouse, in relation to a person, means a person of the opposite sex to the first mentioned person as the husband or wife of that person on a bone fide domestic basis although not legally married to that person; and

• child or adult child (including an adopted child, a step child or an ex nuptial child), parent,

grandparent, grandchild or sibling of the employee or spouse of the employee. 7.5.1.3 "Sick Leave" means leave provided for in accordance with Clause 7.2. 7.5.2 PAID CARER'S LEAVE 7.5.2.1 An employee (other than a casual employee) with responsibilities in relation to either members of the

employee's immediate family or household who need the employee's care and support is entitled to up to the ordinary hours normally worked per week (in any completed year of continuous service) to provide care and support for such persons when they are ill.

7.5.2.2 The entitlement to use carer's leave is subject to the employee being responsible for the care of the person

concerned. 7.5.2.3 The employee must, if required by the employer, establish 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.



7.5.2.4 In normal circumstances an employee must not take carer's leave where another person has taken leave to care for the same person.

7.5.2.5 The employee must, where 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 must notify the employer by telephone of such absence at the first opportunity on the day of the absence.

7.5.2.6 The amount of carer's leave taken is to be deducted from the amount of the employees sick leave credit. 7.5.3 UNPAID CARER'S LEAVE An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care to

an immediate family or household member who is ill.

Clause 7.6 PUBLIC HOLIDAYS

OPDATE 02:02:98 on and from 7.6.1 An employee is entitled to full payment for any statutory or gazetted public holiday, which falls on a normal work

day if the employee has attended for duty on the working day preceding such holiday and attends for duty on the working day immediately following such holiday:

Provided that if an employee is absent on either of those working days with reasonable excuse (the onus of proof

being on the employee) an entitlement to payment for the holiday exists as if the employee had attended as aforesaid. 7.6.2 Any employee who works on any statutory or gazetted holiday is paid for the time so worked at the rate of double

time and a half, and receives a minimum payment of 3 hours. The rate of double time and a half includes the ordinary time rate which would normally apply for the days work.

Clause 7.7 TRADE UNION TRAINING LEAVE

OPDATE 02:02:98 on and from 7.7.1 Employees who are members of the Union are allowed leave with pay up to a maximum of 5 days per annum to

attend Trade Union Training Courses conducted by the Trade Union Training Authority in South Australia and the Union subject to the following conditions:

7.7.1.1 Not less than 4 weeks notice is given to the employing council of the date of commencement of the

training course including an agenda with the times on which the course is to be conducted, such notice to be endorsed by the Secretary of the Union. The employee will provide to the Secretary of the Union and the employer a report on the course at a reasonable time after its completion;

7.7.1.2 The Council is able to make adequate staffing arrangements during the period of leave; 7.7.1.3 At any one time no more than one employee of Council is on leave pursuant to this clause; 7.7.1.4 Where a Council employs 100 employees or less, no more than one employee is allowed leave in any one

year; Where a Council employs more than 100 employees and up to 200 employees, no more than 2 employees

are allowed leave in any one year; Where a Council employs more than 200 employees, no more than 2 employees are allowed leave in any

one year; 7.7.1.5 Leave taken pursuant to this clause is counted as continuous service for all purposes of the award and for

purposes of long service leave entitlements; 7.7.1.6 An employee must have completed a period of 12 months service with a Council before proceeding on

leave under this clause; 7.7.2 Any disputes arising out of this clause shall be resolved in accordance with the Dispute Settlement Procedure

contained in Clause 3.2.



Clause 7.8 STUDY LEAVE

OPDATE 02:02:98 on and from 7.8.1 Employees undertaking courses of study are allowed time off with pay of up to 5 hours per week (including

travelling time) to attend lectures and/or examinations and such time as is necessary for practical training in normal working hours subject to the following provisos:

• that such courses are appropriate to Local Government; and • that the leave is approved by the employer 7.8.2 Employees undertaking approved courses of study by correspondence are permitted time off with pay of 2 hours per

week for the purposes of completing exercises/assignments which are essential to the course and such time as is necessary for practical training and examinations.

7.8.3 Where an employee is required by the Council to undertake a course of study or attend a training course, the Council

shall on the satisfactory completion of each year, reimburse the employee for all fees paid in respect of such course.

Clause 7.9 LOCAL GOVERNMENT STEERING COMMITTEE

OPDATE 02:02:98 on and from 7.9.1 One duly elected job representative of a Council who is appointed a member of the AWU Local Steering Committee

will be given 2 hours leave with pay to attend Local Government Steering Committee Meetings provided that: 7.9.1.1 the meetings are held on a set day each month; 7.9.1.2 the 2 hours leave allowed is at the end of the days working time 7.9.1.3 the 2 hours leave includes travelling time 7.9.1.4 where a job representative is unable to attend the meeting the Union shall inform the Council in writing of

the name of the job representative attend in his/her place 7.9.1.5 country representatives, ie outside the area defined as the metropolitan area by the State Planning Act, are

allowed to accumulate time off to a maximum of one working day provided that such leave will be taken in accordance with the following:

• that seven days notice of intention to attend a Steering Committee meeting is given to the

employer; • leave taken is necessary to cover travelling time to the meeting; • the secretary of the Union will notify the Council of the attendance of the representative at the

meeting if required.



PART 8 TRANSFERS, TRAVELLING AND WORKING AWAY FROM USUAL PLACE OF WORK


Clause 8.1 TRAVELLING, TRANSPORT AND FARES

OPDATE 02:02:98 on and from 8.1.1 STARTING AND FINISHING ON THE JOB 8.1.1.1 An employee required by Council to commence work at the normal time and finish at the normal time at

any worksite being within the Council's boundaries will be paid an allowance prescribed by Schedule 4 of this Award for each day so required.

8.1.1.2 In lieu of making the payment, Council may decide to allow the employee(s) to either commence work 15

minutes later or finish work 15 minutes earlier. 8.1.1.3 These provisions do not apply to country District Councils or country Corporations where large distances

of travel to the various work sites are necessitated. In such cases an allowance may be fixed by agreement involving the Council, the Union and the Local Government Association.

8.1.2 TRAVELLING TIME OUTSIDE NORMAL WORKING HOURS 8.1.2.1 Travel Outside Normal Hours An employee required by the employer to report to their normal departmental depot or workshop or other

permanent starting point prior to proceeding to the work site is paid at their ordinary rate, for all time outside normal working hours reasonably spent in travelling from the departmental depot or workshop or permanent starting point to and from the job.

8.1.2.2 Returning Plant Outside Normal Hours An employee returning a vehicle or plant to a depot outside normal working hours, under the direction of

the employer, shall be paid overtime as set out in Clause 6.3 of this Award. 8.1.3 MILEAGE REIMBURSEMENT

An employee who at the direction of the employer is required to use his/her privately owned motor vehicle for official use in connection with the business of the council will be reimbursed the appropriate mileage rate set out in Schedule 5 to this Award.



PART 9 TRAINING


Clause 9.1 TRAINING WAGE ARRANGEMENTS

OPDATE 14:12:99 1st pp on or after Deleted.



PART 10 OCCUPATIONAL HEALTH AND SAFETY MATTERS, EQUIPMENT, TOOLS AND AMENITIES


Clause 10.1 CLOTHING, EQUIPMENT AND TOOLS

OPDATE 02:02:98 on and from 10.1.1 UNIFORMS Where an employer requires an employee to wear a uniform, the uniform will be provided to the employee free of

cost. 10.1.2 PROTECTIVE CLOTHING The employer will provide to each employee protective clothing and safety apparel as considered appropriate by the

OHSW Committee having regard to the employers duty of care and obligations under the OHSW Act and Regulations.

For employees working in the open or on-site construction and maintenance duties, the following should be applied: 10.1.2.1 Protective Clothing No less than two sets of work clothes consisting of: Two suits of overalls; or Two shirts and two pairs of trousers; or A combination of any of the above. Such clothing is to be replaced on a fair wear and tear basis. 10.1.2.2 Footwear Employees will be supplied with approved safety type footwear and worn in accordance with the

employee's responsibilities under the Occupational, Health, Safety and Welfare Act 1988. The first issue of safety footwear is made on commencement of employment and replaced by the employer

on a fair wear and tear basis. 10.1.2.3 Winter Clothing The employer will provide a jacket, windcheater or other suitable overcoat which is replaced on a fair

wear and tear basis. 10.1.2.4 Wet Weather Gear The employer will supply appropriate wet weather gear and safety clothing as agreed through the OHSW

Committee. Such clothing is to be worn by the employee as the weather dictates. 10.1.2.5 Protection from the Sun The employer will supply a hat which provides adequate protection from the sun, and sunscreen SPF15

which shall be worn/applied as the weather dictates. 10.1.2.6 Ear Protection Ear protection (ear plugs, etc which complies with Australian standards) is to be issued and worn by

employees in appropriate circumstances.

10.1.2.7 Eye Protection Eye protection (safety glasses, etc which complies with Australian standards) is to be issued and worn by

employees in appropriate circumstances.



10.1.2.8 Hand Protection Hand protection (hand pads or gloves etc which complies with Australian standards) is to be issued to the

employee and worn in appropriate circumstances. 10.1.2.9 Safety Jackets Employees required to work on or around roads and footpaths will be supplied with and wear appropriate

safety apparel, including safety jackets. 10.1.2.10 Spraying Activities An employee operating a knapsack spray, power spray or any other type of equipment used for the

distribution of any weedicide, herbicide, fungicide and/or insecticide or engaged in the preparation or mixing of the materials will be supplied with suitable protective clothing, masks, gloves, boots and/or other equipment necessary for the employees protection from contamination. Shower facilities and 20 minutes are to be allowed to employees using materials where manufacturer's instructions require such special precautions to be taken.

10.1.2.11 Riding Motor Cycle An employee instructed to ride a motor cycle by the employer will be provided with suitable clothing for

personal protection. 10.1.2.12 Laundering Tar or bitumen soiled clothing will be laundered fortnightly at the employer's expense. 10.1.2.13 Alternative Arrangements Individual Councils who have reached agreement with employees may implement arrangements for the

supply and wearing of protective clothing. This shall occur on the basis that there has been genuine agreement between the parties and that the alternative arrangements do not contravene Occupational Health and Safety standards or other relevant legislation.

Clause 10.2 OCCUPATIONAL HEALTH AND SAFETY

OPDATE 02:02:98 on and from 10.2.1 GENERAL Employers and employees will at all times meet their respective obligations and duty of care required of them under

the OHSW Act and Regulations. 10.2.2 TOILETS Portable toilets will be provided for construction / maintenance gangs (on-site) of four or more employees excepting

where an available toilet is in close proximity and if necessary a vehicle is available for transportation purposes. 10.2.3 CEMETERY WORKERS An operator is not required nor permitted to operate a furnace without another employee in the precincts of the

crematorium building whilst any cremations is in progress. An employee working in ground at a depth of 5 feet or greater will be assisted by another employee and, if

considered necessary by the cemetery supervisor, be given protection by means of timbering or other adequate protection to obviate danger from falling earth or masonry.

Where any grave is dug or reopened, planking must be provided by the Cemetery Trust and used by the grave digger

for the safe conduct of the funeral for which preparation is being made. At the request of a Cemetery Worker, and at the employer's expense the employee is entitled to receive from a

qualified medical practitioner an anti tetanus injection and subsequent booster injections.



10.2.4 DOGS AND CATS An employee is not required to handle living dogs and cats unless such duty forms part of the employees normal job

requirements. 10.2.5 FIRST AID EQUIPMENT A first aid kit will be available at appropriate work stations to facilitate the responsive attention to injury or accident.



PART 11 AWARD COMPLIANCE AND "ASSOCIATION" RELATED MATTERS


Clause 11.1 POSTING OF AWARD

OPDATE 02:02:98 on and from A current copy of the Award and (where applicable) Enterprise Agreement will be available at the Works Depot for the perusal of employees.

Clause 11.2 TIME AND WAGES RECORDS

OPDATE 02:02:98 on and from The employer will keep employee records in accordance with the requirements Section 102 of the Industrial and employee Relations Act 1994.

Clause 11.3 RIGHT OF ENTRY

OPDATE 02:02:98 on and from 11.3.1 An accredited Officer of the Australian Workers Union (SA Branch) will be permitted to enter the premises of an

employer subject to the Award, or any other premises where employees of the employer may be working for the following purposes.

• To inspect time books and wage records as the employer is required to keep or cause to be kept at those

premises. • To inspect the work carried out by the employees and note the conditions under which the work is carried out. • To interview employees (being employees who are members or are eligible to become members of the Union)

in relation to membership and business of the Union. 11.3.2 No right of entry is exercised under this clause unless: • An accredited Officer of the Union (in normal circumstances and where practicable) gives at least 24 hours

notice to the employer whose premises are to be entered of the Officer's intention and states to the employer the purpose for which right of entry is sought.

• The accredited Officer of the Union complies with all security and safety procedures and restrictions normally

in force on the employer's premises. Where practicable the exercise of any right of entry under this clause on an employer's premises will take

place during meal or tea breaks. Where an accredited Officer of the Union seeks to interview employees either individually or as a group

during meal or tea breaks at the premises of the employer, the accredited Officer will make arrangements with the employer for the time and place of the interview as necessary to prevent disruption to the employer's business.

Interviews will either be held in the meal/lunch room on the employer's premises or another suitable place

nominated by the employer. If no suitable place is nominated by the employer, interviews may take place at an employee's work station.

Any interviews by an accredited Officer of the Union during working hours (exclusive of meal and tea

breaks), shall be kept to the minimum time necessary.

Clause 11.4 UNION DEDUCTIONS

OPDATE 02:02:98 on and from Upon application the Council may deduct Union fees.



SCHEDULE 1. WAGE RATES (Incorporating Supplementary Payments)

OPDATE 01:07:2017 1st pp on or after The minimum wage rates which shall be paid to adult employees covered by this award shall be the amounts set out in the table below for the classifications of the employee or work:

Classification Weekly Wage Rate per week $ (a) Municipal Employee Grade 1 739.70 (b) Municipal Employee Grade 2 761.00 (c) Municipal Employee Grade 3 783.10 (d) Municipal Employee Grade 4 809.80 (e) Municipal Employee Grade 5 830.10 (f) Municipal Employee Grade 6 845.80 (g) Municipal Employee Grade 7 861.20 (h) Municipal Employee Grade 8 875.60



SCHEDULE 2. SERVICE PAYMENTS

OPDATE 01:07:2017 1st pp on or after 1. In addition to the rates elsewhere prescribed in this award, service payments shall be made to all employees (other

than employees engaged on a casual basis) in accordance with the following scale: per week $ after 12 months of service 9.80 after 24 months of service (an additional) 9.70 The above payments shall be regarded as part of the wage rates for all purposes of the Award. 2. Provided however that the prescribed Service Increment shall only become and continue to be due if an employee

shall: (a) display good conduct during employment; (b) be diligent in the performance of duties; (c) demonstrate reasonable efficiency in the discharge of such duties; (d) be regular in attendance at work. 3. In circumstances where such action is warranted as a disciplinary measure, a Council may withdraw an employee's

Service Payments for a period of no longer than four weeks. In the circumstances that the parties to the Award agree appropriate, the Service Increments may be withheld for a

specified period greater than four weeks duration.



SCHEDULE 3. ACTUAL RATES OF PAY

OPDATE 01:07:2017 1st pp on or after This Schedule produces the actual rates of pay for full-time employees, having regard to the prescribed payments applicable under Schedules 1 to 2 herein: Classification SCHEDULE 1 SCHEDULE 2 SCHEDULE 2 Weekly Service Service Wage Payment Payment Rate (after 12 months (after 24 months 2nd year) 3rd year) +9.80 + 9.70 Municipal per week per week per week Employee $ $ $ (a) Grade 1 739.70 749.50 759.20 (b) Grade 2 761.00 770.80 780.50 (c) Grade 3 783.10 792.90 802.60 (d) Grade 4 809.80 819.60 829.30 (e) Grade 5 830.10 839.90 849.60 (f) Grade 6 845.80 855.60 865.30 (g) Grade 7 861.20 871.00 880.70 (h) Grade 8 875.60 885.40 895.10



SCHEDULE 4. WORK RELATED ALLOWANCES

OPDATE 01:07:2017 1st pp on or after 1. Disabilities Allowance

(a) In respect of Clause 5.3.1 Disabilities Allowance the rate of $31.20 per week applies. (b) For the purpose of calculating the payment as prescribed above, the amount of $31.20 per week shall be

applied at the rate of 82 cents per hour, where the disability is not incurred for a full working day. 2. Burning Off Grass In respect of Clause 5.3.2.1 the additional payment for burning off grass shall be 58 cents per day or part thereof. 3. Cleaning Public Lavatories In respect of Clause 5.3.2.2 the additional payment for cleaning public lavatories shall be $1.04 per toilet block

provided that this payment shall not exceed $15.60 per week. 4. First Aid Attendant In respect of Clause 5.3.2.3 the payment for a nominated first aid attendant shall be $13.60 per week. 5. Handling Money on Behalf of Employer In respect of Clause 5.3.2.4 the following payments per week shall apply for employees handling money on behalf of

an employer. (a) 80 cents for any amount handled up to $20.00. (b) $1.90 for any amount handled over $20.00 but not over $200.00. (c) $4.80 for any amount handled over $200.00 but not exceeding $600.00. (d) $6.90 for any amount handled over $600.00 but not exceeding $1,000.00. (e) $9.80 for any amount handled over $1,000.00. 6. Removal of Dead Animals In respect of Clause 5.3.2.5 the additional payment for removal of dead animals shall be $3.80 extra for each day or

portion of a day that he/she is so employed. 7. Confined Spaces In respect of Clause 5.3.2.6 the Confined Spaces additional payment shall be 73 cents per hour or part thereof. 8. Portable Woodchipping Machine In respect of Clause 5.3.2.7 the allowance for use of a portable woodchipping machine shall be 48 cents per hour or

part thereof. 9. Fertiliser Spreading In respect of Clause 5.3.2.8 the allowance for Fertiliser Spreading shall be 58 cents per hour.


LOCAL GOVERNMENT EMPLOYEES AWARD SCHEDULE 4 2

10. Height Allowance In respect of Clause 5.3.2.9 the height allowance shall be 48 cents per hour or part thereof. 11. Toxic Substances In respect of Clause 5.3.2.10 the following toxic substances allowances shall apply: (a) Employees using toxic substances extra 86 cents per hour (b) Employees in close proximity extra 72 cents per hour 12. Travelling Time Allowance (Starting on the job) In respect of Clause 8.1.1.1 the allowance payable pursuant to subclause (c) (i) shall be $530 per day. 13. Wet Work In respect of Clause 5.3.2.12.1 the additional amount payable per day shall be $1.70. 14. Plumbing Trade Allowance (a) In respect of Clause 5.3.4.2 the registration allowance payable shall be $30.60 per week. (b) In respect of Clause 5.3.4.2 the additional amount payable pursuant to sub-clause (b)(i) of Clause 43A shall

be $8.30 per day. 15. Driving and Towing Allowances (5.3.2.11). 11.1 $5.80 per week, or $1.15 per day or part thereof 11.2 $17.50 per week, or $3.50 per day or part thereof 11.3 For a loaded single-axle trailer $2.90 per day extra, or for an empty single-axle trailer $1.95 per day extra.

For any other loading trailer $4.00 per day extra, or for any other empty trailer $2.25 per day extra. 11.4 For a second trailer an extra $2.90 per day when drawing loaded single-axle trailer or $1.95 per day when

drawing empty single-axle trailer or an extra $4.00 per day when drawing any other loaded trailer or $2.25 per day when drawing any other empty trailer.

For each trailer (after the second) an extra $2.50 per day when drawing a loaded single-axle trailer, or $1.45

per day when drawing empty single-axle trailer, or an extra $3.85 per day when drawing any other loaded trailer, or $2.05 per day when drawing any other empty trailer,

11.5 $5.80 per week, or $1.15 per day or part thereof 11.6 $5.80 per week or $1.15 per day or part thereof 11.7 $5.80 per week or $1.15 per day or part thereof 11.8 $5.80 per week or $1.15 per day or part thereof 11.9 $3.45 per day when required to operate the crane 16. Rockbuster Allowance In respect of Clause 5.3.2.14, the allowance will be 51 cents per hour.



17. Cemetery Works In respect of Clause 5.3.2.15, the allowance will be as follows: 15.1 $12.80 for each Sunday 15.2 Up to 3 years after burial $66.50 3-6 years after burial $51.10 more than 6 years $37.00 15.3 Depth of 5 foot 6 inches and less $5.80 per plot Depth of 5 foot 6 inches to 7 foot $8.70 per plot Depth of 7 foot and over $10.00 per plot



SCHEDULE 5. EXPENSE RELATED ALLOWANCES

OPDATE 02:02:98 on and from 1. Motor Vehicle Allowance In respect of Clause 8.1.3 the motor vehicle reimbursement rates are as follows: Type of Vehicle Rate of Allowance

Having an engine of four cylinders or less 43.6 cents per km

Having an engine of more than four cylinders 56.0 cents per km or a rotary engine

Motor Cycle 22.4 cents per km

2. Meal Allowance In respect of Clause 5.3.5 the meal allowance shall be $5.40. 3. Tool Allowance In respect of Clause 5.3.3.1 the tool allowance payable shall be $8.10 per week.



SCHEDULE 6. MINIMUM WAGE

OPDATE 01:07:2017 1st pp on or after This schedule shall operate from the beginning of the first pay period to commence on or after 1 July 2017. 1. The State Minimum Award Wage

No employee shall be paid less than the State Minimum Award Wage. 2. Amount of State Adult Minimum Award Wage

(a) The State Minimum Award Wage for full-time adult employees not covered by subclause (4) [special categories

clause], is $707.50 per week. (b) Adults employed under a supported wage clause shall continue to be entitled to receive the wage rate determined

under that clause. Provided that such employees shall not be paid less than the amount determined by applying the percentage in the supported wage clause applicable to the employee concerned to the amount of the minimum wage specified in subclause 2(a).

(c) Adults employed as part-time or casual employees shall continue to be entitled to receive the wage rate

determined under the casual and part-time clauses of the award. Provided that such employees shall not be paid less than pro-rata the minimum wage specific in subclause 2(a) according to the number of hours worked.

3. How the State Minimum Wage applies to Juniors

(a) The age rates provided for juniors by this award continue to apply unless the amount determined under subclause

3(b) is greater. (b) The State Minimum Award Wage for an employee to whom a junior rate of pay applies is determined by

applying the percentage in the junior wage rates clause applicable to the employee concerned to the relevant amount in subclause (2).

4. Application of Minimum Wage to Special Categories of Employee

(a) Due to the existing applicable award wage rates being greater than the relevant proportionate State Minimum

Award Wage, this clause has no application to employees undertaking a traineeship in accordance with Schedule 9 of this Award, an Australian Traineeship, a Career Start Traineeship, a Jobskills placement or an apprenticeship.

5. Application of State Minimum Award Wage to Award Rates Calculation

The State Minimum Award Wage: (a) applies to all work in ordinary hours; (b) applies to the calculation of overtime and all other penalty rates, superannuation, payments during sick leave,

long service leave, annual leave and for all other purposes of this award; and (c) is inclusive of the arbitrated safety net adjustment provided by the 2017 State Wage Case and the Minimum

Standard for Remuneration Decision and all previous safety net adjustments.



SCHEDULE 7. CLASSIFICATION STRUCTURE CRITERIA

OPDATE 02:02:98 on and from Definitions

LEADING WORKERS

ME Grade 4 - "Leading Worker" Has the responsibility to lead a small work group which normally comprise no more than four (4) workers, whose classifications could range between Municipal Employee Grade 1 to Grade 3. The work group would normally use only the powered tools and equipment detailed under the indicative criteria for Grades 1 to 3. This work level may also include the training of employees, the keeping of relevant basic records and the elementary interpretation/execution of work from plans. ME Grade 5 - "Leading Worker" Has the responsibility to lead a small to medium size work group which would normally comprise no more than eight (8) workers whose classifications could range between Municipal Employee Grade 1 and Grade 4. The work group would normally be working with powered tools and equipment in accordance with that detailed in the indicative criteria for Grade 1 to 4. This work level may also include the training of employees, the keeping of relevant records, and the interpretation/execution of work from plans. ME Grade 6 - "Leading Worker" Has the responsibility to lead a medium to large size work group which would normally comprise no more than fifteen (15) workers, whose classifications could range between Municipal Employee Grade 1 and Grade 5. The work group may be smaller, where the work group is involved in the performance of more complex construction/maintenance duties, particularly in the case where tradespersons and/or heavy plant is involved. The work group would normally be working with powered tools and equipment in accordance with that detailed in the indicative criteria for Grade 1 to 5. This work level may also include the training of employees, the keeping of relevant records, and interpretation of work from plans. ME Grade 7 - "Leading Worker" Has the responsibility to lead a large work group which may involve more than fifteen (15) workers, whose classifications could range between Municipal Employee Grade 1 and Grade 6.

The work group may be smaller, where the work is involved in the performance of more complex construction/maintenance duties particularly in the case where tradespersons and/or heavy plant is involved. The work group would normally be working with powered tools and equipment in accordance with that detailed in the indicative criteria for Grades 1 to 6. This work level may also include the training of employees, the keeping of relevant records, and the interpretation/execution of work from plans. ME Grade 8 - "Leading Worker" This grading shall be applied to a worker who has responsibilities similar to those detailed under Grade 7 criteria, but is considered by the Council to be operating at a constantly high level of efficiency and effectiveness.



Drivers

Class Car Sedan, Station wagon, Panel Van, Utility, Mobile caravan, Van, Bus (seating to 12) and Truck (gross vehicle mass limit not exceeding 4,500kg) NOTES

ME3 contemplates that the driver may have some day to day responsibility or the vehicle eg an employee in Parks and Gardens who may use a utility throughout the day to move between jobs.

ME2 may cover “casual driving” eg returning to Depot (from job) to collect materials etc. Towing allowances continue to be paid unless absorbed through Enterprise Agreements. Existing ME4 drivers (as at 1/2/98) will not be prejudiced by these provisions.

Class LT

Rigid truck, Tipper,. Van (gross vehicle mass limit between 4500kg and 15000kg) May tow a unit with gross vehicle mass limit up to 5000kg.

Class HT/LA Rigid Truck, Tipper, Van, Articulated Vehicle or Truck/Trailer Combination with a gross vehicle mass limit up to 24000kg Class HA

Heavy articulated or Truck/Trailer Combination with a gross vehicle mass exceeding 24000kg. Plant and Machine Operators (i) Excavators and Shovel-Loaders

kw kg Class 35 - < 65 8000 - < 15000 55......ME 5 65 - < 100 15000 - < 23000 85......ME 6 100-< 540 23000 - < 135000 470....ME 7

(ii) Graders kw kg Class 30 - < 85 2400 - < 9000 60.....ME 5 75 - < 110 9000 - < 13200 95.....ME 6 110 -< 540 13200 -< 75600 110...ME 7 Grader Operators at ME 5 and ME 6 undertaking construction grading should be classified or paid at the next highest classification, with an upper limit capping of ME7 for Grader Operators. (iii) Back-hoe Loaders

Digging depth (mm) Class < 3000 2.........ME 4 3000 - < 5000 4.........ME 5 5000 - 5.........ME 6 (iv) Wheeled Loaders

Kg Class (Under Review) The arrangements in place as at 1/2/98 will continue to apply pending the settlement of the classes for Wheeled Loaders.



(v) Tracked Loaders

Kg Class 800 - < 5000 40TL.......ME 5 5000 - 98TL.......ME 6 (vi) Static Rollers Class 8 - 20 ................ME 4 (vii) Vibrating Rollers Kg/cm Class 10 - < 35 VR 24........ME 4 35 - VR 55........ME 5 (viii) Pneumatic Multityred Rollers Kg Class 7000 - < 30000 PR22.........ME 4 30000 - PR30.........ME 5 (ix) Standard Scrapers Bowl Capacity m3 Class 5 - < 10 7...........ME 5 10 - < 14 10.........ME 6 14 - < 56 40.........ME 7 (x) Bulldozers (Crawler Tractors)

kw kg Class < 45 < 6000 30C........ME 5 < 200 < 29000 150C .....ME 6 200 - 29000- 600C .....ME 7 (xi) Wheeled Tractors

kw kg Class < 45 < 6000 30W.......ME 3 45 - < 500 6000 - < 65000 400W.....ME 4 With Attachments: Attachments using the power/hydraulics from the wheeled tractor will be afforded one higher classification but with a capping at the ME 4 classification.

General Definitions Irrigation Mechanic

An irrigation mechanic is an employee who is principally and normally engaged in irrigation plumbing and is capable and

required to undertake the following range of duties. a) The installation of irrigation systems to distribute water or similar liquids from any source for such purposes as

growth, leaching, cooling, misting, fogging, recycling, treating, disposal or water replenishment of the soil or other areas, or substances used to sustain plant life.



b) The installation of any pipes, fittings, pumps, tanks, valves, control valves, main valves or ferrules, pressure control devices, flow control devices, back flow prevention devices, filters, water meters, flow control system, all types of hydraulic, electric and electronic extra low voltage control controls and other ancillary controls up to 32 volts AC and DC, including the associated writing for such equipment and all other components required to form a complete system of irrigation.

c) The installation of any irrigation drainage including any system of channels, pipes, pits, sub-soil agriculture pipes and

the like, installed for such purposes as receiving and removing water, preventing water saturation of the soil or other medium, reducing salt and chemical build up in the soil or other medium as a result of irrigation.

d) Associated excavation, levelling and trenching work including the operation of manual or mechanical equipment

required. Senior Chainperson

May have the responsibility to supervise other General Chainpersons or perform at a level above that defined for a General Chainperson. In particular, this may include an employee who demonstrates an ability to effectively read survey levels of a more technically demanding nature than expected of a General Chainperson. Senior Storeperson Has the responsibility for a large council store, and may be required to supervise or provide guidance and direction to other employees. The employee would have highly developed interpersonal and communication skills, and required to exercise skills attained through the successful completion of a store/warehousing certificate. Senior Motor Mechanic

In the exercise of its discretion a council may classify a "Mechanic" as a "Senior Mechanic" having due regard to the experience and ability of the employee in the performance of his/her duties. A senior mechanic so classified shall be capable (when required) of each of the following: The application of the full range of mechanical trade skills and responsibilities, The ability to competently perform repairs and maintenance on the full range of council's plant and equipment, The ability to perform other work beyond normal mechanical trade skills, The ability to effectively work alone without the need for direct supervision, Supervising the work or training of apprentices. General Chainperson Has the responsibility for the general care and maintenance of tools and survey equipment, accurately carrying out survey measurements, and the recording of routine data. The employee could be expected to acquire an elementary knowledge of basic geometry and capable of using normal survey equipment eg theodolite, levels etc. Municipal Employee Grade 1

Indicative Tasks

• general labouring • use of hand tools (non-powered) • washing / cleaning vehicles • fuel pump attendance • roadside litter clearing • concrete mixing by hand • sweeping • grubbing or chipping weeds • hand weeding • hand pruning (under direct supervision) • watering • raking leaves etc • general tasks about a public camping ground/caravan park • tip employee (in charge of garbage tip) • truck loader • driver (class car)

Municipal Employee Grade 2



Indicative Tasks

• tradespersons assistant • crusher feeder • greaser (mechanical equipment) • pipe layer • pipe locater operator • hammer and drill operator • jumper person (boring in stone) • auto scythe operator • air compressor attendant (in charge) • metal, rubble and/or gravel spreading • picking stones and other general labouring work re road/footpath construction and maintenance • scarifying and/or reforming roads or footpaths • scoring • greenkeeping (golf course) • nursery attendant (weeding, mixing soils, watering and staking) • gardener (labouring duties such as site preparation, garden plots preparation, weeding, sowing etc) • grounds employee (watering, rolling, care of surrounds and assisting other grounds employees) • tree attendant (prunes/lops trees, trims, sprays plants and transplants trees, chainsaw/pruning saws, general tree maintenance) • "Gravely" or similar mower operation • push mower operation • driver (class car) • lower classified tasks if required Notes:

Employees classified at this level may be required to operate motorised or electric hand tools/equipment, without the need for supervision by a more senior employee. Employees should be trained/instructed in the proper and safe usage of such tools and equipment, which may include electric whipper snippers and brushcutters, combustion powered small plant (such as concrete mixers) and electric powered hand tools. Other motorised equipment may be operated under the supervision of appropriately trained senior employee. Where an employee performs such work without the supervision, the mixed functions provisions shall apply. Provided however, that where the performance of such work becomes a normal and constant feature of the employees substantive position, then the employee will be required to be re-classified to the appropriate level. For the purposes of this clause ‘normal and constant feature’ shall mean the performance of such unsupervised work for an accumulated period of at least 400 hours in a calender year.. Municipal Employee Grade 3 Indicative Tasks

• brush-hand • cemetery attendant • cleaner • chainperson • concrete floating • cook • garbage carter's assistant • handyperson • kerb/slab making and laying • tax and bitumen work • tool sharpening • caretaker/porter • chainsaw operation • operation of ride-on and self propelled plant such as: 32R ride-on vibrating roller and other vibrating rollers of AS 2868 - 1986

Class No VR10, Chain trenchers of AS 2868 - 1988 (Class 5 or Class 8). Wheeled Tractors of AS5 2868 - 1986 Class 10W, 15W, or 30W, motor mowers and rotary hoes.

Note: Wheeled tractor operator with attachment using power/hydraulics off the tractor is ME4)

• operation of a variety of hand-held motorised tools such as: quick-cut saw, vibrating plates, rollers (hand guided), wakkers, tampors, concrete mixing machine, jackhammer (pneumatic or electric), chainsaw, posthole auger, whipper-snipper, brush-cutter, rotary hoe, grass edging machine.



• gardening duties such as: pruning, use of herbicides, fungicides etc, planting and transplanting of trees, shrubs, flowers etc, landscaping, rockeries, construction of paths, pergolas etc associated with landscaping.

• grounds employee (care, alignment and maintenance of bowling greens and/or turf wickets) • driver (class car) • lower classified tasks as required

Municipal Employee Grade 4

Indicative Tasks

• storeperson • senior chainperson (defined) • powder monkey • swimming pool attendant (wage rate includes weekend penalties) • brick and other paver laying (including setting up and levels) • concrete finisher • trench/shaft worker (greater than 6' in depth) • transfer station attendant (Playford) • leading worker (defined) • lower classified tasks as required • Driving • community bus driver • driver (class LT) Plant/Machine • back-hoe loader (class 2) • wheeled loader (class 35 WL) • static roller (class 8 - 20) • vibrating roller (class VR 24) • pneumatic multityred roller (class PR 22) • wheeled tractor (class 400W)

Municipal Employee Grade 5 Indicative Tasks

• trade level for bricklayer, painter, motor mechanic, plasterer, carpenter/joiner, plumber (other than registered sanitary), horticulture, electrician, welder (1st class)

• irrigation mechanic (defined) • senior storeperson (defined) • cemetery curator • mechanical grave digger • leader worker (defined) • lower classified tasks as required Driving • driver (class HT/LA) Plant/Machine • excavator and shovel-loader (class 55) • grader operator (class 60) • (ME6 whilst engaged on "construction" grading) • back-hoe loader (class 4) • wheeled loader (class 150WL) • tracked loader (class 40TL) • vibrating loader (class VR55) • pneumatic multityred roller (class PR30) • standard scraper (class 7) • bulldozer (class 30)



Municipal Employee Grade 6 Indicative Tasks

• trade level for registered sanitary plumber, signwriter • senior motor mechanic • cemetery supervisor • driver/operator for mechanical grave digger, line marking machine, mechanical road sweeper and weed unit • leading worker (defined) • lower classified tasks as required Driver • driver (class HA) Plant/Machine • excavator and shovel-loader (class 85) • grader operator • (ME7 whilst engaged on "construction" grading) • back-hoe loader (class 5) • wheeled loader (class 250WL) • tracked loader (class 98 TL) • standard scraper (class 10) • bulldozer (class 150C) Municipal Employee Grade 7

Indicative Tasks

• leader worker (defined) • lower classified tasks as required Plant/Machine • excavator and shovel loader (class 470) • grader operator (class 110) • standard scraper (class 40) • bulldozer (class 600C) Municipal Employee Grade 8

Indicative Tasks

• leading worker (defined) • lower classified tasks as required



SCHEDULE 8. SUPPORTED WAGE SYSTEM

OPDATE 01:07:2017 1st pp on or after (a) Definitions

This Schedule defines the conditions which will apply to employees who, because of the effects of a disability, are

eligible for a supported wage under the terms of this Award. In the context of this Schedule, the following definitions will apply:

(i) “Supported Wage System” means the Commonwealth Government System to promote employment for

people who cannot work at full Award wages because of a disability, as documented in “Supported Wage System: Guidelines and Assessment Process”.

(ii) “Accredited Assessor” means a person accredited by the management unit established by the

Commonwealth under the Supported Wage System to perform assessments of an individual’s productive capacity within the Supported Wage System.

(iii) “Disability Support Pension” means the Commonwealth pension scheme to provide income security for

persons with a disability as provided under the Social Security Act 1991 as amended from time to time, or any successor to that scheme.

(iv) “Assessment instrument” means the form provided for under the Supported Wage System that records the

assessment of the productive capacity of the person to be employed under the Supported Wage System. (b) Eligibility Criteria

Employees covered by this Schedule will be those who are unable to perform the range of duties to the competence

level required within the class of work for which the employee is engaged under this Award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a Disability Support Pension.

(The Schedule does not apply to any existing employee who has a claim against the employer which is subject to the

provisions of workers’ compensation legislation or any provision of this Award relating to the rehabilitation of employees who are injured in the course of their current employment).

This Schedule does not apply to employers in respect of their facility, programme, undertaking, service or the like

which receives funding under the Disability Services Act 1986 and fulfils the dual role of service provider and sheltered employer to people with disabilities who are in receipt of or are eligible for a Disability Support Pension in accordance with the requirements of the Disabilities Service Act 1986 and the Standards contained therein, as amended from time to time.

(c) Supported Wage Rates

Employees to whom this Schedule applies shall be paid the applicable percentage of the minimum rate of pay

prescribed by this Award for the class of work which the person is performing according to the following schedule:



Assessed Capacity %

as per sub-clause (d) of prescribed Award rate

10% * 10% 20% 20% 30% 30% 40% 40% 50% 50% 60% 60% 70% 70% 80% 80% 90% 90% Note: The minimum amount payable shall be not less than $84 per week.

* Where a person’s assessed capacity is 10% they shall receive a high degree of assistance and support. (d) Assessment of Capacity

For the purposes of establishing the percentage of the Award rate to be paid to an employee under this Award, the

productive capacity of the employee will be assessed in accordance with the Supported Wage System and documented in an assessment instrument by either:

(i) the employer and a union party of the Award, in consultation with the employee, or if desired by any of

these; (ii) the employer and an accredited Assessor from a panel agreed by the parties to the Award and the

employee. (e) Lodgement of Assessment Instrument

(i) All assessment instruments under the conditions of this Schedule, including the appropriate percentage of

the Award wage to be paid to the employee, shall be lodged by the employer with the Registrar of SAET. (ii) All assessment instruments shall be agreed and signed by the parties to the assessment, provided that

where a union is party of the Award, and is not a party to the assessment, it shall be referred by the Registrar to the Union by certified mail and shall take effect unless an objection is notified to the registrar within 10 working days.

(f) Review of Assessment

The assessment of the applicable percentage should be subject to annual review or earlier on the basis of a

reasonable request for such a review. The process of review shall be in accordance with the procedures for assessing capacity under the Supported Wage System.

(g) Other terms and Conditions of Employment

Where an assessment has been made, the applicable percentage shall apply to the wage rate only. Employees

covered by the provisions of the Schedule will be entitled to the same terms and conditions of employment as all other workers covered by this Award paid on a pro rata basis.

(h) Workplace Adjustment

An employer wishing to employ a person under the provisions of this Schedule shall take reasonable steps to make

changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.



(i) Trial Period

(i) In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a

person under the provisions of this Schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.

(ii) During that trial period the assessment of capacity shall be undertaken and the proposed wage rate for

continuing employment. (iii) The amount payable to the employee during the trial period shall be $84 per week or such greater amount

as is agreed from time to time between the parties (taking into account the Department of Social Security income test free area for earnings) and inserted into this Award.

(iv) Work trials should include induction or training as appropriate to the job being trialled. (v) Where the employer and employee wish to establish a continuing employment relationship following the

completion of the trial period, a further contract of employment shall be entered into based on the outcome of assessment under sub-clause (d) hereof.



SCHEDULE 9 - TRAINING WAGE ARRANGEMENTS


CLAUSE S9.1 TITLE

This Schedule shall be known as the Local Government Employees Award Training Wage Arrangements Schedule.

CLAUSE S9.2 ARRANGEMENT

Clause No. Title

S9.1 Title S9.2 Arrangement S9.3 Application S9.4 Date of operation S9.5 Definitions S9.6 Training conditions S9.7 Employment conditions S9.8 Wages S9.9 Disputes settling procedures S9.10 Dispute settlement over traineeship schemes S9.11 Part-time traineeships Section A Allocation of traineeships to wage levels Section B Traineeship schemes excluded from this Award

CLAUSE S9.3 APPLICATION

S9.3.1 This Schedule shall apply to persons:

(a) who are undertaking a traineeship (as defined); and (b) whose employment is, or otherwise would be, covered by the Award.

S9.3.2 This Schedule does not apply to the apprenticeship system or any training programme, which applies to the same

occupation and achieves essentially the same training outcome as an existing apprenticeship in an award as at 25 June 1997.

This Schedule only applies to AQF IV Traineeships when the AQF III Traineeship in the training package is listed in Section A. Further, this Schedule also does not apply to any certificate IV training qualification that is an extension of the competencies acquired under a certificate III qualification, which is excluded from this Schedule due to the operation of clause S9.3.2.

S9.3.3 At the conclusion of the traineeship, this Schedule ceases to apply to the employment of the trainee and the Award

shall apply to the former trainee. S9.3.4 Nothing in this Schedule shall be taken to replace the prescription of training requirements in the Award.

CLAUSE S9.4 DATE OF OPERATION

This Schedule shall operate from the beginning of the first pay period commencing on or after 1 July 2017.




S9.5.1 Act means the Training and Skills Development Act 2008 or any successor legislation. S9.5.2 Adult trainee means for the purpose of this Schedule a trainee who would qualify for the highest wage rate in Wage

Level A, B or C if covered by that wage level. S9.5.3 Approved training means that training which is specified in the training plan, which is part of the training

agreement, which is registered with the T&SC. It includes training undertaken both on and off-the-job in a traineeship and involves formal instruction, both theoretical and practical, and supervised practice. The training reflects the requirements of a national training package or a traineeship scheme and leads to a qualification under the Australian Qualification Framework.

S9.5.4 T&SC means the Training and Skills Commission under the Act. S9.5.5 Award means the Local Government Employees Award.

S9.5.6 Commission means the Industrial Relations Commission of South Australia. S9.5.7 Trainee is an individual who is a signatory to a training agreement registered with the T&SC and is involved in

paid work and structured training, which may be on or off the job. Trainee does not include an individual who already has the competencies to which the traineeship is directed.

S9.5.8 Traineeship means a system of training which has been approved by the T&SC, which meets the requirements of a

national training package developed by a National Industry Training Advisory Board and endorsed by the National Training Quality Council, which leads to an Australian Qualifications Framework qualification specified by that national training Package, and includes full-time traineeships and part-time traineeships including school-based traineeships.

S9.5.9 Training agreement means a Contract of Training for a traineeship made between the employer and a trainee,

which is registered with the T&SC.

S9.5.10 Training package means the competency standards, assessment guidelines and Australian Qualifications Framework

qualification endorsed for an industry or enterprise by the National Training Quality Council and placed on the National Training Information Service with the approval of Commonwealth and State Ministers responsible for vocational education and training.

S9.5.11 Training plan means a programme of training which forms part of a training agreement registered with the T&SC. S9.5.12 Traineeship scheme means an approved traineeship applicable to a group or class of employees or to an industry or

sector of an industry or an enterprise, which has been approved by the T&SC. S9.5.13 Year 10 - for the purposes of this Schedule, any person leaving school before completing Year 10 shall be deemed to

have completed Year 10.

CLAUSE S9.6 TRAINING CONDITIONS

S9.6.1 The trainee shall attend an approved training course or training program prescribed in the training agreement or as notified to the trainee by the T&SC in accredited and relevant training schemes.

S9.6.2 Employment as a trainee under this Schedule shall not commence until the relevant training agreement, made in

accordance with a training scheme, has been signed by the employer and the trainee and lodged for registration with the T&SC, provided that if the training agreement is not in a standard format, employment as a trainee shall not commence until the training agreement has been registered with the T&SC. 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.

S9.6.3 The employer shall provide a level of supervision in accordance with the traineeship Agreement during the

traineeship period.



S9.6.4 The provisions of the Act dealing with the monitoring by officers of the T&SC and the use of training records or work books as part of this monitoring process shall apply to traineeships under this Schedule.

CLAUSE S9.7 EMPLOYMENT CONDITIONS

S9.7.1 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 T&SC, the 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. A part-time trainee shall be engaged in accordance with the provisions of Clause S9.11 Part-Time Traineeships, of this Schedule.

S9.7.2 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. S9.7.3 Termination of employment of trainees is dealt with in the training agreement, or the Act. An employer initiating

such action shall give written notice to the trainee at the time the action is commenced and to the T&SC in accordance with the Act.

S9.7.4 The trainee shall be permitted to be absent from work without loss of continuity of employment and/or wages to

attend the approved training. S9.7.5 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 for the purposes of the Award or any other legislative entitlements.

S9.7.6 Trainees working overtime

S9.7.6.1 Reasonable overtime may be worked by the trainee provided that it does not affect the successful completion of the approved training.

S9.7.6.2 No trainee shall work overtime or shiftwork on their own unless consistent with the provisions of the

Award. S9.7.6.3 No trainee shall work shiftwork unless the shiftwork makes satisfactory provision for approved

training. Such training may be applied over a cycle in excess of a week, but must average over the relevant period no less than the amount of training required for non-shiftwork trainees.

S9.7.6.4 The trainee wage shall be the basis for the calculation of overtime and/or shift penalty rates prescribed

by the Award, unless the Award makes specific provision for a trainee to be paid at a higher rate, or the employer and trainee agree in writing that a trainee will be paid at a higher rate, in which case the higher rate shall apply.

S9.7.7 All other terms and conditions of the Award that are applicable to the trainee or would be applicable to the trainee

but for this Schedule shall apply unless specifically varied by this Schedule. S9.7.8 A trainee who fails to either complete the traineeship, or who cannot for any reason be placed in full-time

employment with the employer on successful completion of the traineeship, shall not be entitled to any severance payments payable pursuant to termination, change and redundancy provisions of the Award.

Note: It is not intended that existing employees shall be displaced from employment by trainees.

CLAUSE S9.8 WAGES

S9.8.1 The weekly wage payable to full-time trainees shall be provided in S9.8.4, S9.8.5 and S9.8.6 of this Schedule and in

accordance with Clause S9.7 Employment Conditions. S9.8.2 These wage rates will only apply to trainees while they are undertaking an approved traineeship, which includes

approved training as defined in this Schedule.



S9.8.3 The wage rates prescribed by this clause do not apply to complete trade level training, which is covered by the Apprenticeship system.

S9.8.4 Wage Level A

Where the accredited training course and work performed are for the purpose of generating skills, which have been defined for work at Wage Level A.



$ $ $

School Leaver 250.00 (50%)* 312.00 (33%) 291.00 (33%) 350.00 (25%) 319.00 350.00 420.00 Plus 1 year out of school 350.00 420.00 486.00 Plus 2 years out of school 420.00 486.00 567.00 Plus 3 years out of school 486.00 567.00 649.00 Plus 4 years out of school 567.00 649.00 Plus 5 or more years 649.00 S9.8.5 Wage Level B

Where the accredited training course and work performed are for the purpose of generating skills, which have been defined for work at Wage Level B.



$ $ $

School Leaver 250.00 (50%)* 312.00 (33%) 291.00 (33%) 350.00 (25%) 319.00 350.00 405.00 Plus 1 year out of school 350.00 405.00 468.00 Plus 2 years out of school 405.00 468.00 547.00 Plus 3 years out of school 468.00 547.00 624.00 Plus 4 years out of school 547.00 624.00 Plus 5 or more years 624.00 S9.8.6 Wage Level C

Where the accredited training course and work performed are for the purpose of generating skills, which have been defined for work at Wage Level C.



$ $ $

School Leaver 250.00 (50%)* 312.00 (33%) 291.00 (33%) 350.00 (25%) 319.00 350.00 405.00 Plus 1 year out of school 350.00 405.00 457.00 Plus 2 years out of school 405.00 457.00 511.00 Plus 3 years out of school 457.00 511.00 569.00 Plus 4 years out of school 511.00 569.00 Plus 5 or more years 569.00



S9.8.7 School Based Traineeships

Year of Schooling Year 11 Year 12 $ $

School based Traineeships in Wage Levels A, B and C 319.00 350.00

*Figures in brackets indicate the average proportion of time spent in approved training to which the associated wage rate is applicable. Where not specifically indicated, the average proportion of time spent in structured training, which has been taken into account in setting the rate, is 20 per cent.

S9.8.8 Wage rates for Certificate IV Traineeships

S9.8.8.1 Trainees undertaking an AQF IV Traineeship shall receive the relevant weekly wage rate for AQF III Trainees at Wage Levels A, B or C as applicable with the addition of 3.8 per cent of that wage rate.

S9.8.8.2 An adult trainee who is undertaking a traineeship for an AQF IV qualification shall receive the

following weekly wage as applicable based on the allocation of AQF III qualifications:


Traineeship

Second year of

Traineeship

$ $

Wage Level A 674.00 700.00 Wage Level B 648.00 673.00 Wage Level C 591.00 613.00

S9.8.9 Where a person was employed by the employer under the Award immediately prior to becoming an adult trainee

with the employer, such person shall not suffer a reduction in the rate of pay by virtue of becoming a trainee. S9.8.10 Where a traineeship is converted from an AQF II to an AQF III Traineeship, or from an AQF III to an AQF IV

Traineeship, the trainee shall move to the next higher rate provided in this Schedule, if a higher rate is provided for that new AQF level.

S9.8.11 Section A sets out the Wage Level of a traineeship. S9.8.12 For the purposes of this provision, out of school shall refer only to periods out of school beyond Year 10, and shall

be deemed to:

S9.8.12.1 Include any period of schooling beyond Year 10, which was not part of nor contributed to a completed year of schooling;

S9.8.12.2 Include any period during which a trainee repeats in whole or part of a year of schooling beyond Year

10; S9.8.12.3 Not include any period during a calendar year in which a year of schooling is completed; and S9.8.12.4 Have effect on an anniversary date being January 1 in each year.

S9.8.13 Despite any other clause in this Schedule, trainees may not be employed under this Schedule under the traineeship

schemes and in the areas of employment listed in Section B.

CLAUSE S9.9 DISPUTE SETTLING PROCEDURES

For matters not dealt with in accordance with the Act, the procedures to avoid industrial disputation contained in the Award will apply to trainees.



CLAUSE S9.10 DISPUTE SETTLEMENT OVER TRAINEESHIP SCHEMES

S9.10.1 A party may initiate this procedure when that party wishes to argue that this Schedule should not provide for

employment under a particular traineeship scheme despite the allocation of the scheme to a Wage Level by Section A.

S9.10.2 The party shall:

S9.10.2.1 Notify the relevant parties of an intention to dispute the particular traineeship scheme, identifying the scheme.

S9.10.2.2 Request the parties with an interest in the scheme to meet with them at a mutually agreed location. S9.10.2.3 If agreement cannot be reached the matter may be referred to the Commission for conciliation. S9.10.2.4 If agreement is not reached during conciliation then an application may be made to include the

traineeship scheme in Section B.

CLAUSE S9.11 PART-TIME TRAINEESHIPS

S9.11.1 This clause shall apply to trainees who undertake a traineeship on a part-time basis by working less than full-time

hours and by undertaking the approved training at the same or lesser training time than a full-time trainee.

S9.11.1.1 A part-time trainee (other than a school-based trainee) will be engaged to work for no less than a minimum average of 15 hours per week.

S9.11.1.2 A part-time school-based trainee may be engaged to work less hours than the minimum hours

prescribed by this Schedule and the Award provided that the trainee remains enrolled in compulsory education.

S9.11.2 Wages

S9.11.2.1 The tables set out below are the hourly rates of pay where the training is either fully off-the-job or where 20% of time is spent in approved training. These rates are derived from a 38 hour week.

Table 1: Trainees who have left school ($ per hour) Highest year of schooling completed Wage Level A Year 10 Year 11 Year 12 $ $ $ School Leaver 10.49 11.51 13.82 Plus 1 year out of school 11.51 13.82 15.99 Plus 2 years out of school 13.82 15.99 18.65 Plus 3 years out of school 15.99 18.65 21.35 Plus 4 years out of school 18.65 21.35


Wage Level B Year 10 Year 11 Year 12 $ $ $ School Leaver 10.49 11.51 13.32 Plus 1 year out of school 11.51 13.32 15.39 Plus 2 years out of school 13.32 15.39 17.99 Plus 3 years out of school 15.39 17.99 20.53 Plus 4 years out of school 17.99 20.53




Wage Level C Year 10 Year 11 Year 12 $ $ $ School Leaver 10.49 11.51 13.32 Plus 1 year out of school 11.51 13.32 15.03 Plus 2 years out of school 13.32 15.03 16.81 Plus 3 years out of school 15.03 16.81 18.72 Plus 4 years out of school 16.81 18.72


Table 2: School based Traineeships ($ per hour) Year of schooling Year 11 Year 12 $ $ Wage Levels A, B and C 10.49 11.51 20% loading [S9.11.6.2] 12.59 13.81

Table 3: Wage rates for part-time Certificate IV Traineeships ($ per hour):

Trainees undertaking a part-time AQF IV Traineeship shall receive the relevant hourly rate for AQF III Trainees at Wage Levels A, B or C as applicable under Table 1 or 2 with the addition of 3.8 per cent of that wage rate. An adult trainee (as defined) who is undertaking a part-time traineeship for an AQF IV qualification shall receive the following hourly rate as applicable based on the allocation of AQF III qualifications:


traineeship

Second year of

traineeship

$ $

Wage Level A 22.17 23.01 Wage Level B 21.32 22.13 Wage Level C 19.44 20.18

S9.11.3 The hours for which payment shall be made are determined as follows:

S9.11.3.1 Where the approved training for a traineeship (including a school based traineeship) is provided off-the-job by a registered training organisation, for example at school or at TAFE, these rates shall apply

only to the total hours worked by the part-time trainee on-the-job. S9.11.3.2 Where the approved training is undertaken solely on-the-job and the average proportion of time to be

spent in approved training is 20% (i.e. the same as for the equivalent full-time traineeship), then the total hours on-the-job shall be multiplied by the applicable hourly rate, and then 20 per cent shall be deducted.

S9.11.3.3 Where the approved training is partly on-the-job and partly off-the-job and the average proportion of

time to be spent in approved training is 20% (i.e. the same as for the equivalent full-time traineeship), then the total of all hours spent in work and training shall be multiplied by the applicable hourly rate, and then 20 per cent shall be deducted.

Note: As noted in clause S9.8, 20 per cent is the average proportion of time spent in approved

training, which has been taken into account in setting the wage rates for most full-time traineeships. S9.11.3.4 Where a person was employed part-time by an employer under this Award immediately prior to

becoming a part-time adult trainee with that employer, such person shall not suffer a reduction in the hourly rate of pay by virtue of becoming a trainee.

S9.11.3.5 Where the normal full-time weekly hours are not 38 the appropriate hourly rate may be obtained by

multiplying the rate in the table by 38 and then dividing by the normal full-time hours.



S9.11.4 General Formula

S9.11.4.1 For traineeships not covered by S9.11.2.1, the following formula for calculation of wage rates shall apply:

The wage rate shall be pro-rata the full-time rates based on variation in the amount of training and/or the amount of work over the period of the traineeship, which may also be varied on the basis of the following formula:

Full-time wage rate x Trainee hours - average weekly training time

30.4* * Note: 30.4 in the above formula represents 38 ordinary full-time hours less the average training time for full-time trainees (i.e. 20%). A pro-rata adjustment will need to be made in the case where the Award specifies different ordinary full-time hours: for example where the ordinary weekly hours are 40, 30.4 will be replaced by 32.

(a) Full-time wage rate means the appropriate rate as set out in S9.8.4, S9.8.5, S9.8.6 and S9.8.7 of

this Schedule. (b) Trainee hours shall be the hours worked per week including the time spent in approved training. (c) Average weekly training time is based upon the length of the traineeship specified in the

traineeship agreement or training agreement as follows:

7.6 x 12 Length of the traineeship in months

Note 1: 7.6 in the above formula represents the average weekly training time for a full-time trainee

whose ordinary hours are 38 per week. A pro-rata adjustment will need to be made in the case where the Award specifies different ordinary time hours for example, where the ordinary weekly hours are 40, 7.6 will be replaced by 8.

Note 2: The parties note that the training agreement will require a trainee to be employed for

sufficient hours to complete all requirements of the traineeship, including the on the job work experience and demonstration of competencies. The parties also note that this would result in the equivalent of a full day's on the job work per week.

S9.11.5 Example of the calculation for the wage rate for a part-time traineeship

A school student commences a traineeship in year 11. The ordinary hours of work in the Award are 38. The training agreement specifies two years (24 months) as the length of the traineeship.

Average weekly training time is therefore 7.6 x 12/24 = 3.8 hours.

Trainee hours totals 15 hours; these are made up of 11 hours work which is worked over two days of the week plus 1-1/2 hours on the job training plus 2-1/2 hours off the job approved training at school and at TAFE.

So the wage rate in year 11 is:

$319 x 15 - 3.8 = $117.53 (plus any applicable penalty rates under the Award) 30.4 The wage rate varies when the student completes year 11 and passes the anniversary date of 1 January the following year to begin year 12 and/or if trainee hours changes.

S9.11.6 Employment conditions for all part-time trainees

S9.11.6.1 A part-time trainee shall receive, on a pro-rata basis, all employment conditions applicable to a full-time trainee. All the provisions of the Award shall apply to part-time trainees except as specified in this Schedule.



S9.11.6.2 However, a trainee undertaking a school based traineeship may, with the agreement of the trainee, be paid an additional loading 20 per cent on all ordinary hours in lieu of annual leave, sick leave, personal leave and public holidays. Notwithstanding this, where a trainee is called upon to work on a public holiday the provisions of the Award shall apply.

S9.11.6.3 A part-time trainee may, by agreement, transfer from a part-time to a full-time traineeship position

should one become available. S9.11.6.4 The minimum engagement periods specified in the Award shall also be applicable to part-time

trainees.

SECTION A

Allocation of Traineeships to Wage Levels

Part A, New Training Package Titles

Wage Levels that apply to Certificates under Training Packages Wage Level A

(This Award does not apply to these traineeships where another Award already provides for the traineeship.)


Administration I II III Assessment and Workplace Training III Business Services I II III Community Services II III Correctional Services III Financial Services III Floristry III Food Processing Industry III Hospitality Industry III Information Technology II III Local Government (Environmental Health & Regulation

II

III Local Government (Governance & Administration) I II III Local Government (Government) II III Museum and Library/Information Services II III National Public Services II III Public Services II III Retail III



Wage Level B



Asset Maintenance II III Asset Security I II III Hospitality Industry I II National Community Recreation Industry II III National Fitness Industry II III National Outdoor Recreation Industry II III National Sport Industry I II III Public Safety II Printing and Graphic Arts II Retail II

Wage Level C



Agriculture I II III Horticulture I II III

Part B, Old Traineeships Titles and Wage Levels

Wage Level A

Arts Administration AVTS AIEW, (ATSI Education Worker) Traineeship Pilot Project Basic Horticulture Basic Horticulture - Local Government (Tas) Certificate III in Care Support Services (Personal Assistant) Certificate III in Care Support Services (Nursing Assistant) Certificate III in Office Administration Certificate III in Retail Operations Child Care Worker Child Care (NSW) Child Care (Qld) Child Care (Tas) Child Care - Local Govt Clerical Processing (Health Practice) Communications - Customer Support Streams: Telemarketing; Communications Operator Disability Education Industry Traineeships - all streams Health Ancillary Worker, Dental Assistant (Public Sector Only) Health Industry Office Skills Health Office Skills Home & Community Care Integration Aide Stream Language & Literacy Assistant Stream



Library Aide (Education) Library Assistant Library Assistant Stream Literacy Support (Education) Local Government Maintenance & Construction (Tas) Marketing & Management (Cultural Industries) Media Journalism Medical Office Skills Medical Receptionist Nursing - Division 2 (Enrolled Nurse) Office Support Stream Patient Services Assistant (Public Sector Only) Personal Carer Residential Aged Care State Public Sector Clerical (All States) Youth Worker Wage Level B

Community Pharmacy (Operations) - Cert I in Retail Community Pharmacy (Operations) - Cert II in Retail Community Pharmacy (Operations - Marketing) - Cert III in Retail Community Pharmacy (Operations - Supervision) - Cert III in Retail Essential Services Operator Fitness Instruction Live Theatre (Technical) (APACA) Local Government Child Care Retail Operations Certificate 2 Sales/Marketing Support Worker Wage Level C

Community Radio Community Radio Broadcasting Certificate 2 Land Conservation & Restoration Personal Carer - Assistant in Nursing/Personal Care worker Wardsperson SECTION B

Traineeship schemes excluded from this Award

Nil


LOCAL GOVERNMENT EMPLOYEES AWARD APPLICATIONS FILED 1

APPLICATIONS FILED

File No Description

04529/2001 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2001. Opdate ppc 29/07/2001. 04708/2002 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2002. Opdate ppc 29/07/2002. 00719/2003 AWARD VARIATION Award varied. Cl. 4.2.4 Casual Employment re casual loading & conversion to full- or part-time employment. Opdate ppc 24/11/2004 & 01/07/2005. [[2004] SAIRComm 64] 03228/2003 AWARD VARIATION Award NOT varied - appln adjourned re paid parental leave. 04544/2003 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2003. opdate ppc 29/07/2003. 05205/2004 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2004. Opdate ppc 06/08/2004. 04784/2005 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2005. Opdate ppc 06/08/2005. 04061/2006 AWARD VARIATION Award varied. Cl. 5.2 Wage Rates, Sch. 8 Supported Wage System (Opdate ppc 17/04/2006); Cl. 5.2 Wage Rates - adult apprentices (Opdate ppc 1/07/2006) re Remuneration Minimum Standard. 04892/2006 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, New Cl. 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re General Appln to Review Wages 2006. Opdate ppc 06/08/2006. 02538/2007 AWARD VARIATION Award varied. Cl 5.2 Wage Rates; Sch. 8 Supported Wage Provisions re Minimum Standard for Remuneration. Opdate ppc 02/03/2007. 04527/2007 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2007. Opdates ppc 06/08/2007, 01/10/2007 & 01/01/2008. 00066/2008 AWARD REVIEW S99 Award varied. Cl. 5.2 Wage Rates re insertion of State Minimum Award Wage. Opdate ppc 03/04/2008.



File No Description

05746/2008 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2008. Opdate ppc 01/10/2008. 05765/2009 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2009. Opdate ppc 01/10/2009. 04638/2010 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2010. Opdate ppc 01/10/2010. 03636/2011 AWARD VARIATION Award varied. Cl. 4.2 Employment Categories, Cl. 5.2 Wage Rates, Sch. 6. Minimum Wage, new Sch. 9 Training Wage Arrangements re new provisions for trainees. Opdate ppc 01/10/2011. 04357/2011 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2011. Opdate ppc 01/10/2011. 00987/2012 AWARD CONDITIONS re entitlement when an employee is required to work through their lunch break. Recommendation issued. 02655/2012 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System, Sch. 9 Training Wage Arrangements re SWC 2012. Opdate ppc 01/07/2012. 01288/2013 INTERPRETATION Application discontinued re whether annual leave and sick leave accruals accumulate during any periods that employees are in receipt of Journey Accident Insurance. 03042/2013 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2013. Opdate ppc 01/07/2013. 04224/2014 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2014. Opdate ppc 01/07/2014. 06423/2015 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2015. Opdate ppc 01/07/2015.



File No Description

3215/2016 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2016. Opdate ppc 01/07/2016. 3344/2017 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2017. Opdate ppc 01/07/2017.


2018/2019 2019/2020 2020/2021 2021/2022 2022/2023 2023/2024 2024/2025 2025/2026 2026/2027 2027/2028YEAR 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 6 YEAR 7 YEAR 8 YEAR 9 YEAR 10

OPERATING INCOMERates 8,963,817 9,277,420 9,602,124 9,938,324 10,286,429 10,646,865 11,020,071 11,406,500 11,806,626 12,220,937 Statutory charges 345,661 350,155 354,705 359,319 363,989 368,721 373,515 378,371 383,289 388,272 User charges 79,456 80,143 80,842 81,549 82,263 82,990 83,725 84,468 85,221 85,984 Grants, subsidies and contributions 1,810,342 1,834,205 1,858,391 1,882,906 1,907,753 1,932,936 1,958,463 1,984,334 2,010,558 2,037,137 Investment Income 500 500 500 500 500 500 500 500 500 500 Reimbursements 126,352 128,879 131,457 134,086 136,767 139,502 142,293 145,138 148,040 151,004 Other Income 46,749 47,683 48,638 49,611 50,602 51,616 52,647 53,699 54,774 55,868 TOTAL INCOME 11,372,877 11,718,985 12,076,657 12,446,295 12,828,303 13,223,130 13,631,214 14,053,010 14,489,008 14,939,702

OPERATING EXPENSESEmployee Costs 4,885,529 4,987,767 5,087,356 5,188,938 5,292,547 5,398,234 5,506,037 5,615,990 5,728,148 5,842,538 Materials, contracts and other services 4,008,110 3,884,492 3,924,871 3,965,861 4,017,417 4,049,598 4,092,404 4,135,841 4,189,911 4,174,627 Depreciation, Amortisation & Impairment 2,767,966 2,823,327 2,879,794 2,937,389 2,996,137 3,056,058 3,117,180 3,179,523 3,243,114 3,307,978 Finance Costs 180,908 140,266 101,234 72,355 50,000 50,000 50,000 50,000 50,000 50,000 Share of loss - joint ventures & associates 50,000 50,000 50,000 50,000 50,000 50,000 50,000 50,000 50,000 50,000 TOTAL EXPENSES 11,892,513 11,885,852 12,043,255 12,214,543 12,406,101 12,603,890 12,815,621 13,031,354 13,261,173 13,425,143

RECURRENT SURPLUS / (DEFICIT) (519,636) (166,867) 33,402 231,752 422,202 619,240 815,593 1,021,656 1,227,835 1,514,559 Net Cost of the CWMS (Mallala & Middle Beach) (101,455) (101,187) (96,970) (92,578) (87,976) (83,191) (78,197) (72,987) (67,566) (61,669) Net Operating Project Expenses (596,261) (483,020) (397,182) (397,182) (300,000) (300,000) (300,000) (300,000) (300,000) (300,000) OPERATING SURPLUS / (DEFICIT) (1,217,352) (751,074) (460,750) (258,008) 34,226 236,049 437,396 648,669 860,269 1,152,890

Asset Disposal & Fair Value Adjustments 307,500 99,000 96,500 143,000 - - - - - - Amounts specifically for new or upgraded assets - - - - - - - - - - Physical resources received free of charge - - - - - - - - - - NET SURPLUS (DEFICIT) (909,852) (652,074) (364,250) (115,008) 34,226 236,049 437,396 648,669 860,269 1,152,890

OTHER COMPREHENSIVE INCOMEChanges in assets revaluation surplus 3,023,926 2,661,505 3,247,701 3,352,923 3,445,848 3,525,854 3,606,402 3,687,469 3,769,034 3,851,073 Share of other comprehensive income - GRFMA (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) Impairment expense offset to asset revaluation reserve (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) TOTAL COMPREHENSIVE INCOME 1,654,074 1,549,431 2,423,451 2,777,915 3,020,074 3,301,903 3,583,798 3,876,138 4,169,303 4,543,963

ADELAIDE PLAINS COUNCILLONG TERM FINANCIAL PLAN

STATEMENT OF COMPREHENSIVE INCOME2018/2019 TO 2027/2028


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Loan No (LGFA) 111 113 115 116 120 121 122 125 Total

Amount Borrowed 116,000 430,000.00 180,000.00 368,000.00 60,000.00 1,700,000.00 3,000,000.00 1,910,000.00 7,648,000.00

No of Payments 30 30 30 30 20 20 20 40

Value of an instalment 5,994.99 23,087.67 9,799.11 20,071.37 4,434.47 118,803.54 200,716.11 51,323.08 428,235.35

Total Payments 179,849.70 692,630.10 293,973.30 602,141.10 88,689.40 2,376,070.80 4,014,322.20 3,403,049.76 11,470,876.66

Total interest repayment 63,849.70 262,630.10 113,973.30 234,141.10 28,689.40 676,070.80 1,014,322.20 1,493,049.76 3,886,726.36

Date of Borrowing 15/03/2006 15/01/2007 15/05/2007 15/06/2007 15/08/2008 17/05/2010 16/04/2012 15/06/2016

Maturity Date 15/03/2021 15/01/2022 15/05/2022 15/06/2022 15/08/2018 17/05/2020 16/04/2022 15/06/2036

Term 15 15 15 15 10 10 10 20

Interest Rate ‐ % 6.2 6.80 7.02 7.05 8.10 6.85 5.90 4.45

Purpose

Gawler River

Scheme ‐ flood

plain

Gawler river

Scheme ‐ Flood Plain

Management

To purchase

community land

in Mallala where

gazebo & open

area located

Resource

Recovery shed

& Ruskin

Shannon Rd

Development

Mallala

Bowling Club

Synthetic

Green

Funding

Capital

Program

FY2010

Funding Depot

and Plant CWMS

Principal Outstanding

Balance B/F 1/7/14 67,260.55 281,333.57 118,422.49 242,290.42 32,896.85 1,153,122.25 2,530,879.79 1,910,000.00 6,466,616.82

Paid in 14/15 ‐7,941.03 ‐27,504.42 ‐11,483.01 ‐23,467.72 ‐6,329.93 ‐161,334.54 ‐255,828.94 ‐621,936.73

Paid in 15/16 ‐8,441.00 ‐29,406.51 ‐12,303.26 ‐25,151.35 ‐6,853.04 ‐172,575.21 ‐271,145.48 0.00 ‐528,239.61

Paid in 16/17 ‐8,972.47 ‐31,440.15 ‐13,182.11 ‐26,955.77 ‐7,419.38 ‐184,599.06 ‐287,379.03 ‐17,847.53 ‐577,795.50

0.00

Balance C/F 30/06/17 41,906.05 192,982.49 81,454.11 166,715.58 12,294.50 634,613.44 1,716,526.34 1,892,152.47 4,738,644.98

Principal Due

2017‐2018 9,537.38 33,614.43 14,123.74 28,889.66 8,032.51 197,460.64 304,584.48 18,650.58 614,893.42

2018‐2019 10,137.86 35,939.07 15,132.62 30,962.27 4,261.99 211,218.33 322,820.04 19,489.76 649,961.94

2019‐2020 10,776.15 38,424.46 16,213.58 33,183.59 ‐ 225,934.47 342,147.35 20,366.71 687,046.31

2020‐2021 11,454.66 41,081.75 17,371.75 35,564.26 ‐ ‐ 362,631.79 21,283.11 489,387.32

2021‐2022 ‐ 43,922.78 18,612.42 38,115.80 ‐ ‐ 384,342.68 22,240.74 507,234.42

2022‐2023 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 23,241.47 23,241.47

2023‐2024 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 24,287.22 24,287.22

2024‐2025 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 25,380.02 25,380.02

2025‐2026 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 26,521.99 26,521.99

2026‐2027 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 27,715.36 27,715.36

2027‐2028 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 28,962.41 28,962.41

2028‐2029 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 30,265.58 30,265.58

2029‐2030 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 31,627.38 31,627.38

2030‐2031 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 33,050.46 33,050.46

2031‐2032 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 34,537.56 34,537.56

2032‐2033 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 36,091.58 36,091.58

2033‐2034 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 37,715.53 37,715.53

2034‐2035 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 39,412.54 39,412.54

2035‐2036 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 1,391,312.47 1,391,312.47

41,906.05 192,982.49 81,454.11 166,715.58 12,294.50 634,613.44 1,716,526.34 1,892,152.47 4,738,644.98

‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐

Interest Outstanding

Balance B/F 1/7/15 16,669.31 88,069.15 38,363.27 78,851.50 7,013.38 272,520.23 680,577.97 1,493,049.76 2,682,578.59

Paid in 13/14

Paid in 14/15 ‐4,048.95 ‐18,670.92 ‐8,115.21 ‐16,675.02 ‐2,539.01 ‐76,272.54 ‐145,603.28 0.00 ‐279,316.13

Paid in 15/16 ‐3,548.98 ‐16,768.83 ‐7,294.96 ‐14,991.39 ‐2,015.90 ‐65,031.87 ‐130,286.74 0.00 ‐240,011.49

Paid in 16/17 ‐3,017.51 ‐14,735.19 ‐6,416.11 ‐13,186.97 ‐1,449.56 ‐53,008.02 ‐114,053.19 ‐84,798.63 ‐290,665.18

0.00

Balance C/F 30/06/16 6,053.87 37,894.21 16,536.99 33,998.12 1,008.91 78,207.80 290,634.76 1,408,251.13 1,872,585.79

Interest Due

2017‐2018 2,452.60 12,560.91 5,474.48 11,253.08 836.43 40,146.44 96,847.74 83,995.58 253,567.26

2018‐2019 1,852.12 10,236.27 4,465.60 9,180.47 172.48 26,388.75 78,612.18 83,156.40 214,064.27

2019‐2020 1,213.83 7,750.88 3,384.64 6,959.15 ‐ 11,672.61 59,284.87 82,279.45 172,545.43

2020‐2021 535.32 5,093.59 2,226.47 4,578.48 ‐ ‐ 38,800.43 81,363.05 132,597.34

2021‐2022 ‐ 2,252.56 985.80 2,026.94 ‐ ‐ 17,089.54 80,405.42 102,760.26

2022‐2023 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 79,404.69 79,404.69

2023‐2024 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 78,358.94 78,358.94

2024‐2025 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 77,266.14 77,266.14

2025‐2026 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 76,124.17 76,124.17

2026‐2027 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 74,930.80 74,930.80

2027‐2028 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 73,683.75 73,683.75

2028‐2029 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 72,380.58 72,380.58

2029‐2030 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 71,018.78 71,018.78

2030‐2031 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 69,595.70 69,595.70

2031‐2032 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 68,108.60 68,108.60

2032‐2033 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 66,554.58 66,554.58

2033‐2034 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 64,930.63 64,930.63

2034‐2035 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 63,233.62 63,233.62

2035‐2036 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 61,460.25 61,460.25

6,053.87 37,894.21 16,536.99 33,998.12 1,008.91 78,207.80 290,634.76 1,408,251.13 1,872,585.79

LOAN REGISTER AS AT 30‐06‐2017

S:\File\CCS FM\F&ED\Debenture Loans\Debenture Loans 2017‐18Special Council Meeting 248 of 326 14 May 2018

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Asset ID Asset Description Asset Type Rubble Depth G Overall Condit User Text 171,052 Surface - Avon Road (010)

from Lyons Road to Wild Horse Plains Road

Rural (Cat 2) Sheeted Surface Type

150 As New Condition

Long plains

1,057 Surface - Farrelly Road (010) from Davies Road to Collins Road

Rural (Cat 3-B) Sheeted Surface Type

89 As New Condition

Mallala

1,058 Surface - Farrelly Road (005) from Owen Road to Davies Road


89 As New Condition

Mallala

1,059 Surface - Fidge Road (010) from Brady Road to Barabba Road



Barabba

1,060 Surface - Fidge Road (025) from Collins Road to Davies Road



Barabba

1,061 Surface - Fidge Road (020) from Hawes Road to Collins Road



Barabba

1,063 Surface - Davies Road (025) from March Road to Fidge Road


75 Minor Deterioration

Mallala

1,066 Surface - Davies Road (030) from Fidge Road to Collins Road



Mallala

1,071 Surface - Owen Road (010) from Marshman Road to March Road



Grace Plains

1,072 Surface - Owen Road (005) from Farrelly Road to Marshman Road



Mallala

1,073 Surface - Owen Road (015) from March Road to Fidge Road



Grace Plains

1,076 Surface - Aerodrome Road (025) from Mallala Raceway Gate to Farrelly Road



Mallala

1,077 Surface - Barabba Road (055) from Wilson Road to Hamley-Barabba Road



Barabba

1,078 Surface - Fidge Road (005) from Murpheys Crossing Road to Brady Road



Barabba

1,079 Surface - Barabba Road (050) from Fidge Road to Wilson Road



Barabba

1,086 Surface - Hamley Bridge Road (005) from Barabba Road to Brady Road

Rural (Cat 1 - Heavy Use) Sheeted Surface Type


Barabba

1,087 Surface - Hamley Bridge Road (010) from Brady Road to Kain Road



Barabba

1,088 Surface - Hamley Bridge Road (015) from Kain Road to Edward Road



Barabba

1,089 Surface - Woods Road (005) from Balaklava Road to Owen Road


87 As New Condition

Grace Plains

1,091 Surface - Nymph Road (005) from Gawler River Road to Boundary (End)


95 As New Condition

Lewiston

1,096 Surface - Tower Road (005) from Gawler River Road to End



Lewiston

1,098 Surface - Hamley Bridge Road (020) from Edward Road to Murpheys Crossing Road



Barabba

1,099 Surface - Edward Road (005) from Hamley Bridge Road to Council Boundary



Barabba

1,100 Surface - Kain Road (005) from Hamley Bridge Road to Council Boundary


91 As New Condition

Barabba

1,102 Surface - Collins Road (015) from Farrelly Road to Marshman Road



Mallala


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1,105 Surface - Wasleys Road (030) from Barabba Road to Collins Road



Mallala

1,106 Surface - Wasleys Road (035) from Collins Road to Start Bridge


91 As New Condition

Mallala

1,107 Surface - Wasleys Road (020) from End of Seal (Marshman Street) to Davies Road



Mallala

1,109 Surface - Wasleys Road (045) from End Bridge to Pritchard Road


93 As New Condition

Mallala

1,110 Surface - Wasleys Road (050) from Pritchard Road to Cheek Road



Redbanks

1,111 Surface - Wasleys Road (025) from Davies Road to Barabba Road



Mallala

1,112 Surface - Woolsheds Road (005) from Mallala - Gawler Road to Worden Road



Redbanks

1,114 Surface - Wasleys Road (055) from Cheek Road to Worden Road



Redbanks

1,117 Surface - Pritchard Road (Redbanks) (005) from Cheek Road to Wasleys Road



Redbanks

1,118 Surface - Wasleys Road (060) from Worden Road to Woolsheds Road



Redbanks

1,119 Surface - Helps Road (005) from Lynch Road to Worden Road



Redbanks

1,120 Surface - Lynch Road (005) from Helps Road to Mallala - Gawler Road



Redbanks

1,123 Surface - Boundary Road (010) from Bache Road to Dogleg Road



Fischer

1,125 Surface - Boundary Road (015) from Dogleg Road to Mallala - Gawler Road



Fischer

1,128 Surface - Hallion Road (005) from Balaklava Road to Franks Road



Long plains

1,132 Surface - Hallion Road (010) from Franks Road to Hall Road



Long plains

1,133 Surface - Parker Road (010) from Hallion Road to Lawrie Road


87 As New Condition

Long plains

1,134 Surface - Lawrie Road (010) from Mcardle Terrace to Parker Road



Long plains

1,135 Surface - Hallion Road (030) from Young Road to Parker Road



Long plains

1,136 Surface - Powerline Road (030) from Hallion Road to Tiller Road (boundary)



Long Plains

1,137 Surface - Powerline Road (020) from Broster Road to Nairn Road



Long Plains

1,138 Surface - Powerline Road (010) from Johnson's Road to Calomba Road



Calomba

1,139 Surface - Powerline Road (025) from Nairn Road to Hallion Road



Long Plains

1,140 Surface - Powerline Road (015) from Calomba Road to Broster Road


91 As New Condition

Calomba

1,141 Surface - Nairn Road (005) from Balaklava Road to Franks Road



Grace Plains

1,142 Surface - Hall Road (Grace Plains) (020) from Broster Road to Nairn Road


93 As New Condition

Grace Plains


1,143 Surface - Nairn Road (015) from Hall Road to Powerline Road



Grace Plains

1,145 Surface - Windsor Road (Windsor) (005) from Old Port Wakefield Road to End

Township (Cat 3-A) Sheeted Surface Type


Windsor

1,146 Surface - Broster Road (010) from Franks Road to Hall Road



Grace Plains

1,147 Surface - Broster Road (005) from Balaklava Road to Franks Road


84 As New Condition

Grace Plains

1,150 Surface - Calomba Road (025) from Powerline Road to Broster Road



Calomba

1,151 Surface - Calomba Road (020) from Ross Road to Powerline Road



Calomba

1,152 Surface - Calomba Road (005) from Balaklava Road to Franks Road



Mallala

1,153 Surface - Calomba Road (010) from Franks Road to Hall Road



Mallala

1,154 Surface - Calomba Road (015) from Hall Road to Ross Road



Calomba

1,157 Surface - Long Plains Road (035) from Rowe Road to Daniel Road



Long plains

1,158 Surface - Daniel Road (015) from Nairn Road to Shannon Road



Calomba

1,159 Surface - Shannon Road (040) from Johnson's Road to Rowe Road



Calomba

1,160 Surface - Parker Road (005) from Daniel Road to Hallion Road



Long plains

1,162 Surface - Daniel Road (010) from Long Plains Road to Nairn Road



Long plains

1,163 Surface - Long Plains Road (015) from Dublin Road to Windsor Road



Dublin

1,164 Surface - Long Plains Road (025) from Jenkin Road to Johnson's Road



Long plains

1,165 Surface - Long Plains Road (010) from Old Dublin Road to Dublin Road



Dublin

1,166 Surface - Long Plains Road (005) from Port Wakefield Road to Old Dublin Road



Dublin

1,167 Surface - Long Plains Road (030) from Johnson's Road to Rowe Road



Long plains

1,168 Surface - Long Plains Road (020) from Windsor Road to Jenkin Road



Long plains

1,169 Surface - Johnson's Road (005) from Calomba Road to Powerline Road



Calomba

1,170 Surface - Woodbine Road (005) from Port Wakefield Road to Pritchard Road


87 As New Condition

Windsor

1,171 Surface - Johnson's Road (010) from Powerline Road to Shannon Road


85 As New Condition

Calomba


1,174 Surface - Pritchard Road (Windsor) (020) from Woodbine Road to End



Windsor

1,175 Surface - Stanley Road (005) from Pritchard Road to Secombs Road



Windsor

1,176 Surface - Thompson Road (005) from Port Wakefield Road to Shingleback Road



Dublin

1,177 Surface - Bubner Road (010) from Harris Road to Port Parham Road



Dublin

1,178 Surface - Bubner Road (005) from Ruskin road to Harris Road



Dublin

1,179 Surface - Clonan Road (015) from Angove Road to Sealed Apron



Dublin

1,180 Surface - Angove Road (005) from South Terrace to Clonan Road


83 As New Condition

Dublin

1,181 Surface - Harris Road (010) from Schlodder Road to Bubner Road



Dublin

1,184 Surface - North Parham Road (020) from Fabian Road to Saltbush Road

Rural (Cat 3-A) Sheeted Surface Type


Parham

1,185 Surface - Crabb Road (005) from Port Wakefield Road to Kidman Road



Lower light

1,186 Surface - The Esplanade (Parham) (005) from North Parham Road to Fleetwing Road



Parham

1,188 Surface - North Parham Road (015) from Gilberts Road to Fabian Road



Parham

1,189 Surface - North Parham Road (025) from Saltbush Road to Tickera Road



Parham

1,190 Surface - Lemmey Road (005) from Penny Lane to End



Lower light

1,191 Surface - North Parham Road (005) from Port Wakefield Road to Lowey Road



Dublin

1,192 Surface - North Parham Road (010) from Lowey Road to Gilberts Road



Dublin

1,193 Surface - North Parham Road (030) from Tickera Road to The Esplanade



Parham

1,196 Surface - Webb Beach Road (005) from Port Parham Road to George Street


87 As New Condition

Webb beach

1,197 Surface - Windsor Road (005) from Port Wakefield Road to Carter Road


81 As New Condition

Windsor

1,198 Surface - Wild Horse Plains Road (010) from Fourth Street to Slant Road



Wild Horse Plains

1,201 Surface - Wild Horse Plains Road (005) from Port Wakefield Road to Fourth Street



Wild Horse Plains

1,202 Surface - Wild Horse Plains Road (020) from Sandy Brae Road to Avon Road



Wild Horse Plains

1,203 Surface - Slant Road (010) from Wild Horse Plains Road to Lyons Road



Wild horse Plains

1,204 Surface - Wild Horse Plains Road (015) from Slant Road to Sandy Brae Road



Wild Horse Plains

1,206 Surface - Bakers Road (005) from Slant Road to Sandy Brae Road



Wild Horse Plains


1,207 Surface - Price's Road (005) from Secombs Road to Bakers Road



Long Plains

1,208 Surface - Bakers Road (010) from Sandy Brae to Ridley Road



Wild Horse Plains

1,209 Surface - Avon Road (005) from Council Boundary to Lyons Road



Long plains

1,210 Surface - Ryan Road (005) from Frost Road to Maclachney Road



Lower light

1,211 Surface - Gallipoli Road (010) from Curnow Road to Earl Road



korunye

1,212 Surface - Gallipoli Road (005) from Mallala - Two Wells Road to Curnow Road



korunye

1,216 Surface - Rowe Road (Lower Light) (005) from Frost Road to School Road


90 As New Condition

Lower light

1,219 Surface - Frost Road (Lower Light) (005) from Port Wakefield Road to Rowe Road



Lower light

1,221 Surface - Shannon Road (035) from Jenkin Road to Johnson's Road



Calomba

1,222 Surface - Frost Road (Lower Light) (015) from Big Rabbit Road to Hunters Road



Lower light

1,223 Surface - Frost Road (Lower Light) (010) from Rowe Road to Big Rabbit Road



Lower light

1,225 Surface - Frost Road (Lower Light) (035) from Old Dublin Road to Dublin Road



Lower light

1,227 Surface - Feltwell Road (005) from End of Seal to Hill Road



Mallala

1,228 Surface - Frost Road (Lower Light) (025) from Limerock Road to Carslake Road



Lower light

1,229 Surface - Frost Road (Lower Light) (020) from Hunters Road to Limerock Road



Lower light

1,230 Surface - Old Dublin Road (025) from Frost Road to Shannon Road


90 As New Condition

Dublin

1,231 Surface - Shannon Road (030) from Dublin Road to Jenkin Road



Calomba

1,232 Surface - Shannon Road (010) from Hunters Road to Limerock Road



Lower light

1,234 Surface - Frost Road (Lower Light) (030) from Carslake Road to Old Dublin Road



Lower light

1,235 Surface - Shannon Road (020) from Carslake Road to Old Dublin Road



Dublin

1,236 Surface - Shannon Road (005) from Big Rabbit Road to Hunters Road



Lower light

1,237 Surface - Shannon Road (015) from Limerock Road to Carslake Road



Dublin

1,238 Surface - Shannon Road (025) from Old Dublin Road to Dublin Road



Mallala

1,239 Surface - Old Dublin Road (010) from Hill Road to Earl Road



Mallala


1,240 Surface - Powerline Road (005) from Dublin Road to Johnsons Road


91 As New Condition

Calomba

1,242 Surface - Carslake Road (010) from Shannon Road to Frost Road



Dublin

1,243 Surface - Cawrse Road (005) from Frost Road to Jarmyn Road


99 As New Condition

Mallala

1,244 Surface - Avon Road (030) from Secombs Road to Pritchard Road



Windsor

1,245 Surface - Avon Road (025) from Welivere Road to Secombs Road



Long plains

1,246 Surface - Avon Road (040) from Windsor Road to Dublin Road



Windsor

1,247 Surface - Cawrse Road (015) from Earl Road to Curnow Road


75 As New Condition

Mallala

1,248 Surface - Avon Road (020) from Ridley Road to Welivere Road



Long plains

1,249 Surface - Avon Road (035) from Pritchard Road to Windsor Road



Windsor

1,250 Surface - Avon Road (015) from Wild Horse Plains Road to Ridley Road



Long plains

1,251 Surface - Jarmyn Road (010) from Limerock Road to Cawrse Road


98 As New Condition

Mallala

1,253 Surface - Avon Road (045) from Dublin Road to Port Wakefield Road



Dublin

1,254 Surface - Limerock Road (005) from Jarmyn Road to Frost Road



Lower light

1,255 Surface - Hunters Road (005) from Port Wakefield Road to Shannon Road



Lower light

1,256 Surface - Turner Road (005) from Dublin Road to Old Dublin Road



Mallala

1,258 Surface - Williams Road (045) from Gawler Road to Sharpe Road


91 As New Condition

Two Wells

1,260 Surface - McPharlin Road (005) from Sharpe Road to Gawler Road



Lewiston

1,261 Surface - Pederick Road (002) from Gawler Road to Sharpe Road



Reeves Plains

1,263 Surface - Frost Road North (005) from Hayman Road to Gawler Road


85 As New Condition

Lewiston

1,264 Surface - Frost Road North (010) from Gawler Road to Sharpe Road



Lewiston

1,265 Surface - Gilks Road (010) from Lawrie Road to End



Lewiston

1,267 Surface - Pederick Road (020) from Gilks Road to Dawkins Road


9999 Lewiston

1,268 Surface - Williams Road (055) from Temby Road to Kenner Road



Two Wells

1,269 Surface - Williams Road (050) from Sharpe Road to Temby Road


75 As New Condition

Two Wells

1,271 Surface - Aunger Road (020) from Gawler Road to Sharpe Road



Reeves Plains

1,273 Surface - Frost Road North (015) from Sharpe Road to Lagoon Road



Lewiston

1,274 Surface - Aunger Road (030) from Oliver Road to End



Reeves Plains

1,275 Surface - Aunger Road (025) from Sharpe Road to Oliver Road



Reeves Plains


1,276 Surface - Johns Road (005) from Pederick Road to Baker Road



Lewiston

1,280 Surface - Pederick Road (045) from Gawler River Road to Johns Road



Lewiston

1,281 Surface - Peppermint Road (005) from Judd Road to End



Lewiston

1,282 Surface - Williams Road (060) from Kenner Road to Simpkin Road



Two Wells

1,283 Surface - Greens Road (005) from Pederick Road to Bethesda Road



Lewiston

1,284 Surface - Johns Road (010) from Baker Road to End



Lewiston

1,286 Surface - Shellgrit Road (005) from Port Gawler Road to Buckland Park Road



Buckland park

1,287 Surface - Griggs Road (005) from Port Gawler Road to Shellgrit Road



Buckland park

1,290 Surface - Port Gawler Road (045) from Recreation Road to End



Pt Gawler

1,292 Surface - Ellis Road (005) from Old Port Wakefield Road to End



Two Wells

1,293 Surface - Buckland Park Road (035) from Shellgrit Road to Port Gawler Road


75 As New Condition

Two Wells

1,294 Surface - Brownes Road (015) from Shellgrit Road to Port Gawler Road



Pt Gawler

1,295 Surface - Brownes Road (010) from Start of formalised track to Shellgrit Road


25 Fair Condition Pt Gawler

1,296 Surface - Brownes Road (020) from Port Gawler Road to Jeffries Road



Pt Gawler

1,301 Surface - Conroy Road (005) from Germantown Road to Hall Road


20 Fair Condition Redbanks

1,303 Surface - Germantown Road (060) from Simpkin Road to Richter Road



Two Wells

1,306 Surface - Church Road (005) from Port Wakefield Road to Navvy Hill Road


75 As New Condition

Lower light

1,312 Surface - Pratt Road (005) from Germantown Road to Williams Road



korunye

1,316 Surface - Germantown Road (055) from Kenner Road to Simpkin Road



Two Wells

1,317 Surface - Germantown Road (065) from Richter Road to Verner Road



Two Wells

1,318 Surface - Germantown Road (070) from Verner Road to Start of seal



Two Wells

1,319 Surface - Navvy Hill Road (015) from Porter Road to Church Road


85 As New Condition

korunye

1,321 Surface - Verner Road (005) from Paddys Bridge Road to Tembys Road



Reeves Plains

1,323 Surface - Paddys Bridge Road (010) from Tembys Road to Conrad Road



Redbanks

1,325 Surface - Paddys Bridge Road (005) from Mallala - Two Wells Road to Tembys Road



korunye


1,327 Surface - Verner Road (010) from Tembys Road to Williams Road


75 As New Condition

Reeves Plains

1,330 Surface - Paddys Bridge Road (015) from Conrad Road to Germantown Road



Redbanks

1,331 Surface - Verner Road (015) from Williams Road to Germantown Road


81 As New Condition

Reeves Plains

1,332 Surface - Gregor Road (010) from Aunger Road North to Boundary Road


91 As New Condition

Reeves Plains

1,333 Surface - Verner Road (020) from Germantown Road to Hall Road



Reeves Plains

1,342 Surface - Conrad Road (010) from Paddys Bridge Road to End


5 Fair Condition korunye

1,343 Surface - Day Road (015) from Verner Road to Richter Road



Reeves Plains

1,344 Surface - Day Road (010) from Matters Road to Verner Road



Reeves Plains

1,346 Surface - Day Road (005) from Mallala - Gawler Road to Matters Road



Reeves Plains

1,348 Surface - Buckland Park Road (030) from Tatura Avenue to Shellgrit Road


93 As New Condition

Two Wells

1,349 Surface - Badman Road (005) from Hart Road to End


75 As New Condition

Lower light

1,350 Surface - Smith Road (010) from Hart Road to End



Middle Beach

1,352 Surface - Temby Road (010) from Wasley Road to Mallala - Two Wells Road



Two Wells

1,355 Surface - Hart Road (020) from Devon Road to Smith Road



Lower light

1,357 Surface - Middle Beach Road (010) from End of Seal to Devon Road



Middle Beach

1,358 Surface - Middle Beach Road (020) from Smith Road to The Esplanade



Middle Beach

1,359 Surface - Middle Beach Road (015) from Devon Road to Smith Road



Middle Beach

1,360 Surface - Temby Road (005) from End to Wasley Road


58 As New Condition

Lower light

1,361 Surface - Light Beach Road (005) from Port Wakefield Road to Wylie Road



Lower light

1,363 Surface - Light Beach Road (010) from Wylie Road to Quigley Road


87 As New Condition

Lower light

1,364 Surface - Light Beach Road (015) from Quigley Road to McEvoy Road


93 As New Condition

Lower Light

1,365 Surface - Wylie Road (005) from Port Wakefield Road to Light Beach Road



Lower light

1,366 Surface - Windmill Road (010) from Port Wakefield Road to End


75 As New Condition

Two Wells

1,371 Surface - Hallion Road (015) from Hall Road to 1000m West of Hall Rd



Long plains

1,372 Surface - Cawrse Road (010) from Jarmyn Road to Earl Road



Mallala


1,374 Surface - Temby Road (025) from Williams Road to Germantown Road



Two Wells

1,378 Surface - Ridley Road (010) from Avon Road to Bakers Road



Long Plains

1,379 Surface - Applebee Road (005) from Port Gawler Road to Shellgrit Road



Pt Gawler

1,380 Surface - Buckland Park Road (040) from Port Gawler Road to Horseshoe Crescent



Two Wells

1,384 Surface - Lois Lane (005) from Mallala - Two Wells Road to End

Township (Cat 3-B) Sheeted Surface Type


Mallala

1,386 Surface - Bartlett Street (005) from Lindsay Street to End



Mallala

1,388 Surface - Hall Road (015) from End of seal to Aerodrome Road


0 Poor Condition

Mallala

1,389 Surface - Loveday Street (005) from Old Port Wakefield Road to East Terrace



Windsor

1,390 Surface - William Street (Windsor) (005) from Old Port Wakefield Road to East Terrace



Windsor

1,391 Surface - East Terrace (Windsor) (010) from William Street to End



Windsor

1,392 Surface - East Terrace (Windsor) (005) from Loveday Street to William Street



Windsor

1,397 Surface - Seventh Street (005) from North Terrace to Fifth Street


0 As New Condition

Dublin

1,403 Surface - Tatura Avenue East (005) from End of Seal to End



Two Wells

1,404 Surface - The Esplanade (Thompson Beach) (025) from Sandpiper Drive to Tern Crescent



Thompson Beach

1,405 Surface - The Esplanade (Thompson Beach) (035) from Curlew Crescent to Plover Avenue



Thompson Beach

1,406 Surface - The Esplanade (Thompson Beach) (030) from Tern Crescent to Curlew Crescent



Thompson Beach

1,407 Surface - The Esplanade (Thompson Beach) (020) from Ruskin Road to Sandpiper Drive



Thompson Beach

1,408 Surface - The Esplanade (Thompson Beach) (040) from Plover Avenue to Stint Avenue



Thompson Beach

1,409 Surface - The Esplanade (Thompson Beach) (070) from Heron Crescent to Shingleback Road



Thompson Beach

1,410 Surface - The Esplanade (Thompson Beach) (065) from Prion Court to Heron Crescent



Thompson Beach

1,412 Surface - The Esplanade (Thompson Beach) (045) from Stint Avenue to Sandpipe Drive



Thompson Beach

1,413 Surface - Schlodder Road (010) from Schutt Road to Harris Road



Dublin


1,414 Surface - Schlodder Road (005) from Clonan Road to Schutt Road


83 As New Condition

Dublin

1,415 Surface - The Esplanade (Thompson Beach) (010) from Kestrel Crescent (North) to Kestrel Crescent (South)



Thompson Beach

1,416 Surface - The Esplanade (Thompson Beach) (055) from Petrel Crescent to Gull Court



Thompson Beach

1,417 Surface - The Esplanade (Thompson Beach) (050) from Sandpiper Drive to Petrel Crescent



Thompson Beach

1,418 Surface - The Esplanade (Thompson Beach) (060) from Gull Court to Prion Court


0 Fair Condition Thompson Beach

1,419 Surface - The Esplanade (Thompson Beach) (005) from End to Kestrel Crescent (North)



Thompson Beach

1,420 Surface - The Esplanade (Thompson Beach) (015) from Kestrel Crescent (South) to Ruskin Road



Thompson Beach

1,421 Surface - Shingleback Road (020) from Heron Crescent to The Esplanade



Thompson Beach

1,422 Surface - The Esplanade (Parham) (010) from North Parham Road to North Terrace



Parham

1,436 Surface - Fourth Street (Wild Horse Plains) (010) from First Street to Wild Horse Plains Road



Wild Horse Plains

1,437 Surface - Tickera Road (005) from Second Street to North Parham Road



Parham

1,438 Surface - Leilete Road (005) from Dawkins Road to Coats Road



Two Wells

1,440 Surface - Nicholls Road (005) from Dawkins Road to Coats Road



Two Wells

1,443 Surface - Aqua Street (005) from Dawkins Road to McCord Road



Two Wells

1,445 Surface - Rye Street (005) from Dawkins Road to McCord Road



Two Wells

1,446 Surface - Coats Road (020) from Leilete Road to Germantown Road



Two Wells

1,447 Surface - Coats Road (010) from Torelete Road to Nicholls Road



Two Wells

1,448 Surface - Glover Road (015) from Dwarf Street to Germantown Road



Two Wells

1,450 Surface - Torelete Road (005) from Dawkins Road to Coats Road


7 Fair Condition Two Wells

1,451 Surface - Glover Road (010) from Thistle Street to Dwarf Street



Two Wells

1,452 Surface - Glover Road (005) from Williams Road to Thistle Street



Two Wells

1,453 Surface - Coats Road (015) from Nicholls Road to Leilete Road



Two Wells

1,454 Surface - Coats Road (005) from Williams Road to Torelete Road



Two Wells

1,459 Surface - Stevens Road (005) from Dawkins Road to Trim Road


87 As New Condition

Two Wells


1,461 Surface - Condon Road (005) from Brooks Road to End



Two Wells

1,462 Surface - Trim Road (005) from Williams Road to Russell Road


15 Fair Condition Two Wells

1,463 Surface - William Street (Two Wells) (010) from Elizabeth Street to End


87 As New Condition

Two Wells

1,464 Surface - Trim Road (015) from Kathleen Road to Stevens Road


91 As New Condition

Two Wells

1,466 Surface - Windmill Road (005) from Gawler Road to End



Two Wells

1,467 Surface - Donaldson Road (005) from Gawler Road to Wilson Road



Two Wells

1,469 Surface - Halstead Road West (005) from End to Cowan Road



Two Wells

1,470 Surface - Halstead Road West (015) from Buckland Park Road to End



Two Wells

1,471 Surface - Buckland Park Road (010) from Cowan Road to Halstead Road West


91 As New Condition

Two Wells

1,472 Surface - The Esplanade (Middle Beach) (005) from Seagrass Road to Shorebird Road



Middle Beach

1,473 Surface - Buckland Park Road (025) from Bailey Road West to Tatura Avenue


87 As New Condition

Two Wells

1,474 Surface - Buckland Park Road (020) from Artesian Road West to Bailey Road West



Two Wells

1,475 Surface - Buckland Park Road (015) from Halstead Road West to Artesian Road West


91 As New Condition

Two Wells

1,476 Surface - The Esplanade (Middle Beach) (002) from Middle Beach Road to End



Middle Beach

1,477 Surface - Buckland Park Road (005) from Port Wakefield Road to Cowan Road



Two Wells

1,478 Surface - Cowan Road (005) from Buckland Park Road to Halstead Road West



Two Wells

1,479 Surface - The Esplanade (Middle Beach) (010) from Shorebird Road to Change in Surface



Middle Beach

1,480 Surface - Halstead Road West (010) from Cowan Road to Buckland Park Road



Two Wells

1,481 Surface - Tatura Avenue (005) from Buckland Park Road to End


87 As New Condition

Two Wells

1,482 Surface - Fertile Avenue (005) from Bailey Road West to Artesian Road West



Two Wells

1,483 Surface - Artesian Road West (005) from Fertile Avenue to Buckland Park


91 As New Condition

Two Wells

1,484 Surface - Brady Road (005) from Hamley-Barabba Road to Fidge Road



Barabba


1,485 Surface - Mcardle Terrace (010) from Surface Change to End

Township (Cat 1 - Standard Use) Sheeted Surface Type


Long plains

3,629 Surface - Wilson Road (Barabba) (005) From Barabba Road to Mccabe

Rural (Cat 3-C) Sheeted Surface Type

0 Barabba

3,949 Surface - Humphrey Road (010) from Lagoon Road to Oliver Road



Reeves Plains

3,959 Surface - Lagoon Road (005) from Hall Road to Humphrey Road



Lewiston

3,967 Surface - Sharpe Road (015) from Secomb Road to Williams Road


0 As New Condition

Two Wells

3,981 Surface - Hall Road (Redbanks) (035) from Temby Road to Lagoon Road



Redbanks

3,986 Surface - Pritchard Road (Windsor) (005) from Long Plains Road to Avon Road



Windsor

3,995 Surface - Sharpe Road (030) from Frost Road North to Humphrey Road


0 Reeves Plains

4,006 Surface - Wasley Road (020) from Pratt Road to Big Rabbit Road


0 Two Wells

4,010 Surface - Sharpe Road (010) from Mallala - Two Wells Road to Secomb Road


0 As New Condition

Two Wells

4,022 Surface - Temby Road (030) from Germantown Road to Hall Road


0 As New Condition

Reeves Plains

4,023 Surface - Secombs Road (010) from Stanley Road to Prices Road


0 Fair Condition Windsor

4,040 Surface - Sharpe Road (035) from Humphrey Road to Bethesda Road


0 Reeves Plains

4,051 Surface - Hancock Road (005) from Lynch Road to Cheek Road


0 Redbanks

4,052 Surface - Secombs Road (005) from Port Wakefield Road to Stanley Road


0 As New Condition

Windsor

4,104 Surface - Lowey Road (010) from North Parham Road to House


0 Windsor

4,196 Surface - Richter Road (005) from Boundary Rood to Aunger Road North



4,197 Surface - Richter Road (010) from Aunger Road North to Day Road



4,198 Surface - Richter Road (015) from Day Road to Hall Road



4,199 Surface - Richter Road (020) from Hall Road to Germantown Road



4,201 Surface - Broster Road (020) from Powerline Road to Young Road


0 As New Condition

4,202 Surface - Hallion Road (025) from Powerline Road to Young Road


0 As New Condition

4,203 Surface - Hallion Road (020) from 1000m West of Hall Road to Powerline Road



4,228 Surface - Davies Road (010) from Wasleys Road to Farrelly Road



4,229 Surface - Horseshoe Crescent (010) from End of pavement to Buckland Park Road




4,230 Surface - Verner Road (030) from Day Road to Boundary Road



4,299 Surface - Broster Road (025) from Young Road to Calomba Road


0 As New Condition

4,300 Surface - Day Road (035) from Hall Road to Germantown Road



4,301 Surface - Day Road (030) from Humphrey Road to Hall Road



4,302 Surface - Oliver Road (005) from Humphrey Road to Aunger Road



4,303 Surface - Goss Road (005) from Gawler Road to Hayman Road



4,304 Surface - Hart Road (010) from Port Wakefield Road to Richardson Road



4,305 Surface - Hart Road (015) from Richardson Road to Devon Road



4,306 Surface - Smith Road (005) from Middle Beach Road to Hart Road


78 As New Condition

4,307 Surface - Shellgrit Road (015) from Griggs Road to Brownes Road



4,308 Surface - Shellgrit Road (020) from Brownes Road to Applebee Road


0 As New Condition

4,309 Surface - Shellgrit Road (010) from Buckland Park Road to Griggs Road



4,310 Surface - Pritchard Road (Windsor) (015) from Carter Road to Woodbine Road



4,311 Surface - Curnow Road (005) from Old Dublin Road to Cawrse Road



4,313 Surface - Gallipoli Road (015) from Earl Road to Jarmyn Road



4,880 Surface - Murphys Road (005) from Hamley Bridge Road to Council Boundary


0 As New Condition

4,921 Surface - Butler Street (020) from Barabba Road to End of Road


0

4,933 Surface - Wheller Road (005) from Coats Road to End


0

7,338 Surface - Devon Road (015) from Light Beach Road to River Light


0

7,342 Surface - Humphrey Road (020) from Conroy Road to Day Road


0

7,347 Surface - Hawes Road (015) from Fidge Road to House


0

7,350 Surface - Johnson's Road (020) from Shannon Road to House


0

7,353 Surface - Jenkin Road (Calomba) (010) from Long Plains Road to House


0

7,356 Surface - Franks Road (035) from Dublin Road to House


0 Long plains

7,359 Surface - Brady Road (020) from 1400m S Fridge Road to House


0 Barabba

7,362 Surface - Hawes Road (005) from Marshman Road to House


0 Barabba


7,365 Surface - Welivere Road (010) from Long Plains Road to House


0 Calomba

7,372 Surface - Wasley Road (030) from Navvy Hill Road to House


0 Two Wells

7,375 Surface - Porter Road (025) from Navvy Hill Road to House


0 Two Wells

7,378 Surface - Forby Road (010) from Mallala - Two Wells Road to House


0 Two Wells

7,384 Surface - Sandpit Road (010) from Day Road to House


0 Reeves Plains

7,387 Surface - Kidman Road (010) from Crabb Road to House


0 Lower light


Mace Engineering Services Page 1

4th April 2018

Mr K. Earl

Adelaide Plains Council

PO Box 18

MALLALA SA 5502

Dear Keith,

Evaluation of Proposed Unsealed Road Pavement Material

Dublin Quarry – Carslake Road Huynh Pit

As requested, we have reviewed the test results of the two unsealed road pavement material

samples from the Carslake Road Huynh Pit. The material assessment has been undertaken by

Mid North Materials Laboratory (MNML), on materials sampled and crushed in the quarry by

Adelaide Plains Council. The purpose of the assessment was to determine if these materials are

suitable to use for basecourse and subbase road pavement materials for use on Adelaide Plains

Council’s unsealed road network. Mid North Materials Laboratory is an accredited NATA

laboratory for these tests.

With the material samples provided, Mid North Materials Laboratory has undertaken Atterberg

limit tests, including:

Particle Size Distribution (Grading)

Liquid Limit

Plastic Limit

Plasticity Index

Linear Shrinkage

Other testing that relate specifically to unsealed road pavements including the stability index

and the binder index have also been reported.



A copy of the test results for the two samples is attached. Due to the sample sizes provided,

the LA Abrasion test was not able to be undertaken for the samples.

The Particle Size Distribution (PSD) test results showed that the materials are similar in

gradings to the DPTI Specification for a PM2/40 pavement material. However, both Sample 1

and Sample 2 had an excess of fines passing both the 0.425mm sieve and the 0.075mm sieve.

The remainder of the Atterberg limits were comparable to the DPTI Specifications for PM2/40.

However, although there is an excess of fine particles in the crushed material, the plasticity

index and the binder index for the two samples is low, indicating that the fines present are not

clay. The plasticity index was assessed to be 3 and 4, and for an unsealed road material the

recommendation is that the plasticity index is between 4 and 16. Hence, the materials from the

Huynh Pit are at the lower range of acceptable for plasticity index.

The binder index is important for unsealed roads as it is a measure of how well the road

pavement materials will connect with each other to provide a firm and non-slippery road

surface. The recommended guidelines for binder index on an unsealed road is between 300-

400. The two material samples provided indicated that the binder index for this material is

significantly lower than this, with results of 107 for Sample 1 and 72 for Sample 2.

Although the binder index is low, the material sampled was predominantly limestone which

will generally cement or fasten together quite well, particularly where there is an excess of fine

material present. Therefore, for this predominantly limestone material, the binder index is not

considered to be as critical as in unsealed other road pavement material.

The binder index is directly related to the plasticity index, as the presence of clay fines assists

the road pavement materials to bind together. Therefore, it is recommended that some

additional clay fines are mixed with the quarry material to raise the plasticity index and the

binder index to improve binding characteristics of the quarried material. Previously, this has

been undertaken by mixing some of the clayey overburden from the quarry process in with the

quarried material.

Material from this quarry has been widely used throughout Adelaide Plains Council’s unsealed

road network and its performance has generally been good. The majority of the roads that it

has been used on have performed well over a reasonable period of time for the relative traffic

volumes and composition. However, in the past, care has been taken to ensure that the quarried



material has been mixed with clayey overburden to increase both the plasticity index and the

binder index.

It is recommended that this practice of mixing some of the clayey overburden with the

limestone quarried material is undertake prior to using this material as a road pavement. It is

also important that the quarry material is placed at optimum moisture content and well

compacted during construction. Providing this is undertaken, and due to the cementing

characteristics of the limestone fines present in the samples, the material from the Huynh Pit is

considered suitable for use for unsealed road pavements on the Adelaide Plains Council’s

unsealed road network.

It should be noted that materials used for sealed road pavements require different qualities and

characteristics to that used for unsealed roads. This material is not considered suitable for use

as basecourse material for a sealed, high trafficked road.

If you have any questions or require further details, please contact me.

Yours sincerely,

Michelle C Verco MIEAust, CPEng

DIRECTOR


CLIEN'r:

PROJECT:

LOCATION:

SinC'1'10N:


MID NORTH MATERIALS LABORATORY PTY. LTD

Unit 8. to Union SI. (P. O. BOX 216). CLARE. .. S. A. 5453, Ph 0427 976908

SOILSANDAGGR^GATETESTREPORT

Materials Assessment

Dale Sariipled:

Dublin Quarry

Sample I

Sine!{ - Cl, n. :

Q"11nity ken:

Sampled By:

01-03-2018


100

SAMPLE DESCRii, 'r, ON:

Limestone RubbleMaterial 'I'ype:Silly Sand - Low Plasticity

to, ,"CS

,075

80

QCcococo

O_+"Cco

eco

D_

Offset- Lot No.

Map Ref.

60

PARTICLE SIZE DISTRIBUTION

SOILSANDAGGREGATES

Sariipli"g Interval:

Fluve"lent Layer:

.3 D

Australian

Geodict984 UTM

40

.6 o

20

2 6

o

TST RPT 00 S AG

DIS'TRIBU'F10N:

SAMPLE No. :

.I

6

o

7

2

4

Signatory:

Report No.Date Issued:

Sinec:

.2

.4 5

Issue 2 O

Sieve

Size

(mini

.5

I.

18-091

B

I\NATA

V

Sieve Size mm

6

I it

Procedure

Asi2a9.3.61

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63

53

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,8-042

08,0320,8

Acer*dilcd for corinthaiicc willI ISO I IEC 17025 - 'ICsiiiig

ACLiedit"'10/1 No. 107 13

4 5

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Jul 2014

19

16

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9.5

6.7

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9

100

too

98

90

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5 2

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DESCRIPTION

.5

S. Frilli

83

78

73

64

56

49

2.36

1.18

0.6

0425

0.3

0.15

0075

Sampling Standard

Sample Preparation

Liquid LimitPlastic Limit

Plastidty Index

38

32

28

27

25

20

15

Linear Shrinkage

Crumbling - curlingMould Length

Resil"

Tested as received

Results relate only to sample tested

Spec

Oven dry <50' C

Dry Sieve

Procedure

19

15

4

Asi289. t

No

250mm

I. O

As, 289,312

As, 289.3.2.1

As, 289.3.3. ,

No

Page I o11

As, 289,341


Dublin QuarrySample I

Limits recommended by Australian Road Research Board LtdFor Unsealed Roadworks

Recommended Limits20 - 60% RETAINED% RETAINED 2.36mm

% PASSING 2.36MM

% PASSING 0,425mm

% PASSING 0,075mm

PLASTICITY INDEX

STABILITY INDEX

BINDER INDEX

Pit Evaluation

Mid North Materials Laboratory Pty. Ltd.Materials Assessment

Sample No

62

Material Description

ShapeColour:

Hardness

Type:

Colour

TypePlasticity:

38

27

18-091

15

with

4

0.4

107

4 - 16 (!0w for wet areas)

RANGE 0.2 to 0.6

Rounded

Light BrownMed

Limestone

RANGE 300 - 400

Silty SandLow

Signed

Date: ^:; I 3 120 I^5

ItSpecial Council Meeting 267 of 326 14 May 2018

CLIENT:

I'ROJECT:

LOCATION:

SECTION:


MID NORTH MATERIALS LABORATORY PTY. LTD.

Unit 8. 10 Union St. (P. O. BOX 246). GLARE. .. S. A. 5453, Ph 0427 976908

SOILSANDAGGREGATETESTREPORT

Materials Assessment

Date Sampled:

Dublin Quarry

Sample 2

Starl, - Chin. :

Quitnity Re":

Sin^^PIctl By:

01-03-2018


100

SAMri, I: DinscRirTioN:

Limestone RubbleMate, 'in I Type:SIIty Sand " Low Plasticity

tonncs

075

80

Map Ref

a=cocoCd

O_

C

~ 40D_

Offset - 1.01 No.

60

Sinn"Ii, ,g Interval:

Pav"merit Lilyci':

PARTICLE SIZE DISTRIBUTIONSOILSANDAGGREGATES

a

^

o

8

Australian

Geodict984 UTM

6 o

20

2 6

o

TSTRPT 00_S_AG

DISTRIBUTION

SAMPLm No. :

6

o

7

2

4

Signatory

Report No.Date Issued:

I :

SPCc:

.2

4 5

Issue 2.0

IC Pining

Sieve

Size

(min)

5

18-092

I\.NATA

V

8

6

Sieve Size mm

Incll

Procedure

As, 289.3.6.1

91,

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AUIh R, S

63

53

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26.5

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08.03-20.8

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This docuiiiei!I SIIu11 1101 be re itodiiccd exec I in 11/11

9

100

100

99

91

5 2

TEST'

DESCR!PI'10N

S. Frilli

86

82

77

67

59

51

5

2.36

4.18

0.6

0425

0.3

0.15

0075

Sampling Standard

Sample Preparation

Liquid LimitPlastic Limit

Plasticity Index

40

32

28

26

24

19

14

Unear Shrinkage

Crumbling - curlingMould Length

Resul!

Tested as received

Results relate onlyto sample tested

Sriec

Oven dry <50' C

Dry Sieve

13roCedUre

22

,9

3

Ast289. ,

No

250mm

I .O

Asi289.3.12

As, 289.3.2.1

Ast289.3.31

No

Page I o11

Ast289.3.41


Dublin QuarrySample 2

Limits recommended by Australian Road Research Board LtdFor Unsealed Roadworks

Recommended Limits20 - 60% RETAINED

Pit Evaluation

% RETAINED 2.36mm

Mid North Materials Laboratory Pty. LtdMaterials Assessment

% PASSING 2.36MM

% PASSING 0.425mm

% PASSING 0,075mm

PLASTICITY INDEX

STABILITY INDEX

BINDER INDEX

Sample No:

60

Material Description

Shape:Colour

Hardness

Type

Colour:

TypePlasticity

40

26

18-092

14

with

3

0.4

4 - 16 (low for wet areas)

RANGE 0.2 to 0.6

79

Rounded

Light BrownMed

Limestone

RANGE 300 -400

Slity SandLow

Signed

Date: ^;^'/

^.-.3 120 I^;'


District Council of Mallala

Road Condition

Field Collection Methodology


adenicola.Mallala

Typewritten Text


adenicola.Mallala

Typewritten Text

adenicola.Mallala

Typewritten Text


Road Condition

Field Collection Methodology

Principal Contacts Rod Ellis

August 2010 Ref No 20100219RA1



Road Condition Field Collection Methodology

20100219RA1.doc Revision: A i

© Tonkin Consulting 2009

This document is and shall remain the property of Tonkin Consulting. The document may only be used for the purposes for which it was commissioned and

in accordance with the Terms of Engagement for the commission. Unauthorised use of this document in any form whatsoever is prohibited.

Document History and Status

Rev Description Author Reviewed Approved Date

A Draft for Council comment HAA RKE RKE 3 August 2010




20100219RA1.doc Revision: A ii

Table of Contents

1 Introduction 3

2 Condition Rating of Township Sealed Roads 4

2.1 Road Surface Defect Modes to Determine Road Surface Condition 4

2.2 Road Surface Types 4

2.3 Shape 4

2.4 Cracking 4

2.5 Deformation 6

2.6 Disintegration 7

2.7 Surface 7

2.8 Edge 9

2.9 Immediate Surface Maintenance Items 10

2.10 Kerb Assets 12

2.11 Footpath Assets 13

3 Condition Rating of Rural Sealed Roads 16

3.1 Road Surface Types 17

3.2 Rural Sealed Road Surface Defects 17


3.4 Shoulders 22

3.5 Table Drains 23

3.6 Pavement Marking 23

3.7 Vegetation Canopy 24

4 Condition Rating of Unsealed Roads 25

4.1 Unsealed Surface Types 25

4.2 Unsealed Road Surface Defects 25





20100219RA1.doc Revision: A 3

1 Introduction

This manual records the field assessment methodology used to determine the condition of Council roads.

Four categories of Council roads are covered:

• Township sealed (SA Local Government Grants Commission classification SBU – Sealed Built Up)

• Rural sealed (SA Local Government Grants Commission Classification SNBU – Sealed Non Built Up)

• Unsealed Roads (SA Local Government Grants Commission Classification FBU and FNBU – Formed

Built Up and Formed Non Built Up). These roads cover two distinct types:

o Sheeted Roads, which are constructed from imported material in an excavated formation, and

then shaped to a profile.

o Formed Roads, which are shaped into a profile from in situ material.

• Department of Transport, Energy & Infrastructure (DTEI) roads, these are included in the rural areas for

relativity and within the townships Council are responsible for the Kerbs and Footpaths.

In all cases, the road conditions reflect consumption, and are determined from a visual inspection which assigns

scores to visible defects. The individual scores are then aggregated to an overall condition for the road segment.





2 Condition Rating of Township Sealed Roads

2.1 Road Surface Types

The following descriptions are available for collection.

Description

Asphalt

Spray Seal

Cold Overlay

Block Paved

2.2 Seal Width

The seal width is measured from the edge of seal adjacent to the lip of kerb.

2.3 Shape

Shape is the conformance of the road cross section profile to the ideal. The following descriptions are available for

collection.

Score Description

1 Standard 3% crossfall, normal verge

2 Up to 5% crossfall, normal verge

3 Crossfall >5%, possible steep verge

4 Crossfall >5%, steep verge

5 Needs reconstruction, access issues

2.4 Road Surface Defect Modes to Determine Road Surface Condition

Township sealed roads have their own unique set of individual defects which aggregate into an overall condition.

Some of these measures are generic, applying to all roads. Other measures are specific to the type of road

surface.

2.5 Cracking

Cracking is separated into Load Induced and Environmental. It is also noted if crack sealing has been undertaken.





2.5.1 Crack Sealing Present

This is indicated in a Yes/No field.

2.5.2 Area of Load (Crocodile) Cracking

The actual m2 of the segment’s cracking is recorded in a numeric field. This is the area of cracking in total,

irrespective of whether Council intend to do any maintenance.

2.5.3 Load Cracking - Pumping of Fines

This is indicated in a Yes/No field.

2.5.4 Dominant kind of Environmental Cracking

Environmental cracking is due to environmental factors such as tree roots, reactive soil movements, differential

movements.


Description

No cracking

Longitudinal cracking

Transverse cracking

Block cracking

Diagonal cracking

Meandering cracking

2.5.5 Severity of Environmental Cracking


Description

Nil

< 1mm

1 – 3mm

>3mm

>3mm & spalled





2.5.6 Extent of Environmental Cracking


Description

< 1%

1 – 5%

5 – 10%

10 – 25%

> 25%

2.6 Deformation

Deformation is the change in road surface from the constructed profile measured in any direction and is separated

into Load Induced and Environmental.

2.6.1 Environmental Deformation Score


Score Description

1 Good ride, very few imperfections

2 Good ride, isolated imperfections, minor

trench/vertical defects

3 Reasonable ride, some trench defects/minor or

moderate heave/dag

4 Poor ride, moderate or major heave/sag. Shape

correction required.

5 Very poor ride (uncomfortable), major shape

correction or reconstruction required.

2.6.2 Dominant kind of Load Deformation


Description

Nil

Rutting

Shoving

Depressions

Corrugations

2.6.3 Area of Load Deformation

The actual m2 of the segment’s load deformation is recorded in a numeric field. This is the area of deformation in

total, irrespective of whether Council intend to do any maintenance.





2.7 Disintegration

Disintegration is a measure of either treated or untreated defects of potholes, trenches or patches.

2.7.1 Disintegration Defects

The following defect types are an indication of potential deterioration and are indicated in a Yes/No field.

• Potholes

• Trenches

• Patches

2.7.2 Area of Load Disintegration

The actual m2 of the segment’s load disintegration is recorded in a numeric field, which is the total area of

• Potholes

• Trenches

• Patches

2.8 Surface

Surface defects are dependent on the surface type and may be a Yes/No field or a more detailed list of

descriptions.

2.8.1 Surface Defects

The following defect types are an indication of surface deterioration and are indicated in a Yes/No field.

• Polishing

• Ravelling

• Delamination

• Stripping

• Flushing

2.8.2 Surface Conditions

Surface conditions are specific to the surface type and the following descriptions are available for collection.





2.8.2.1 Asphalt Ravelling


Score Description

1 New surface, stone coated in bitumen

2 Clean stone surface, matrix full of fines

3 Fines loss to 1/3 stone depth

4 Fines loss to 2/3 stone depth, some loss of stone

5 Significant loss of stone, potholes may be present

2.8.2.2 Block Paver Condition


Score Description

1 As new, no defects

2 Minor surface deterioration

3 Aggregate proud, some chipped, uniform gaps

4 Aggregate proud, some chipped, some

displacement

5 Aggregate proud, chipped, pavers unstable

2.8.2.3 Cold Overlay Wear


Description

No breakthrough

< 5% breakthrough

5 – 10% breakthrough

> 10% breakthrough

2.8.2.4 Spray Seal Stripping


Description

Nil

< 5% area

5 – 10% area

10 – 20% area

20 – 50% area

> 50% area





2.8.2.5 Spray Seal Flushing


Description

Nil

< 5% area

5 – 10% area

10 – 20% area

20 – 50% area

> 50% area

2.8.2.6 Spray Seal Binder Condition


Description

Lively

Satisfactory

Poor

Dead

2.9 Edge

These defects are an indication of the condition of the interface between the kerb watertable and the road edge.

2.9.1 Edge Drop Off Severity


Description

Nil

< 20mm

> 20mm and < 50mm

> 50mm

2.9.2 Edge Drop Off Extent


Description

Nil

< 10% of length

10 – 20% of length


> 50% of length





2.9.3 Edge Break Severity


Description

Nil

< 50mm

> 50mm and < 100mm

> 100mm and < 150mm

> 150mm

2.9.4 Edge Drop Off Extent


Description

Nil

< 10% of length



> 50% of length

2.10 Immediate Surface Maintenance Items

The Surface Comments field is for recording descriptions of immediate maintenance items for the surface

component of the segment.

2.11 Shoulders

2.11.1 Shoulder Types


Description

Not Constructed

Sealed

Gravel

Natural

2.11.2 Gravel Shoulder Condition

The condition of gravel shoulders will be rated for LHS or RHS as follows:

Score Description

0 As New

1 Grading Required

2 Top up and Grading Required

3 Rebuilding Required

Note: this applies only to gravel shoulder types.





2.11.3 Sealed Shoulder Condition


Score Description

0 As New

1 Good Condition

2 Average Condition

3 Poor Condition

4 Needs Resealing

5 Rebuilding Required

Note: this applies only to sealed shoulder types.

2.11.4 Shoulder Cross Fall

The shoulder cross fall will be rated for LHS or RHS as follows:

Description

Steep

Suitable

Flat

Note: this applies only to Constructed shoulder types.

2.11.5 Shoulder Drainage

The shoulder drainage will be rated for LHS or RHS as follows:

Description

Natural Drainage

Constructed, good drainage

Constructed Isolated erosion/silting/blockage <20%

Constructed Moderate erosion/silting/blockage 20-

60%

Constructed Severe erosion/silting/blockage >60%


In addition to the above details, separate fields are provided for:

• Shoulder width LHS and RHS

• Comments if required





2.12 Kerb Assets

2.12.1 Kerb Type


Description

Kerb and Gutter

Mountable KWT

Median Kerb

Spoon Drain

Precast Kerb

Stone Kerb

2.12.2 Kerb Cracking


Score Description

1 No cracks or occasional fine cracks

2 Fine cracking at intervals

3 Block cracks 3 – 5mm up to 20% of length

4 Block cracks, still intact 3 – 5mm, 20 – 3-% of

length

5 Block cracks and displacement, water to pavement

> 50% of length

Note: this defect does not apply to stone kerbs.

2.12.3 Kerb Misalignment


Score Description

1 Nil

2 Isolated < 5mm

3 5 – 15mm, < 30% length

4 15 – 50mm, > 40% length, water to pavement

5 > 50mm, >30% length, water to pavement

Note: this defect applies to all kerbs.





2.12.4 Kerb Chipping


Score Description

1 Nil

2 Minor cosmetic

3 Isolated < 30mm diameter, average 5m apart

4 Water infiltration evident < 50% length

5 Water infiltration common > 50% length

Note: this defect does not apply to stone kerbs.

2.12.5 Kerb Drainage


Score Description

1 Nil

2 Channel only

3 More significant, but channel only < 30% of length

4 In road, may be pavement damage, < 30% of

length

5 Well into road, may be pavement damage, > 30%

of length

Note: this defect applies to all kerbs.

2.12.6 Immediate Kerb and Gutter Maintenance Items

The Kerb Comments field is for recording descriptions of immediate maintenance items for the kerb and gutter


2.13 Footpath Assets

2.13.1 Footpath Types


Description

Asphalt (Spray Seal & Hotmix)

Block Paved

Concrete

Gravel

Crusher Dust

Natural Surface





2.13.2 Footpath Cracking Defect


Score Description

1 < 1%

2 1 – 5%

3 5 – 10%

4 10 – 25%

5 > 25%

Note: this applies only to Asphalt and Concrete footpath types.

2.13.3 Footpath Ravelling Defect


Score Description

1 New surface, stone coated in bitumen

2 Clean stone surface, matrix full of fines

3 Fines loss to 1/3 of stone depth

4 Fines loss to 2/3 of stone depth, some loss of stone

5 Significant loss of stone, potholes may be present

Note: this applies only to Asphalt footpath types.

2.13.4 Footpath Services Defect


Score Description

1 Services even with path

2 Services < 20mm above/below path

3 Services > 20mm above/below path

Note: this does not apply to Gravel & Crusher Dust footpath types.

2.13.5 Footpath Displacement Defect


Score Description

1 < 1%, > 15mm

2 1 – 5%, > 15mm

3 5 – 10%, > 15mm

4 10 – 25%, > 15mm

5 > 25%, > 15mm






2.13.6 Footpath Crossfall Defect


Score Description

1 Good crossfall approximately 2%

2 Steep crossfall approximately 4%

3 Very steep crossfall approximately > 4%


2.13.7 Footpath Gaps/Chips Defect


Score Description

1 Uniform gaps, no chips

2 Gaps 5 – 10mm, some chipping, cracking

3 Gaps > 10mm, pavers broken

Note: this applies only to Block Paved footpath types.

2.13.8 Footpath Gravel Condition


Score Description

1 As new

2 Complete cover, minor maintenance required

3 Complete cover, minor shape top up required

4 Some ground exposed, major top up required

5 Large ground exposed, major top up required

Note: this applies only to Gravel & Crusher Dust footpath types.

2.13.9 Immediate Footpath Maintenance Items

The Footpath Comments field is for recording descriptions of immediate maintenance items for the footpath






3 Condition Rating of Township Unsealed Roads

The township unsealed roads are rated in the same way as the rural unsealed roads (described below).

Township unsealed roads vary from minor thoroughfares such as laneways to significant road segments.





4 Condition Rating of Rural Sealed Roads

4.1 Road Surface Types


Description

Asphalt

Spray Seal

Cold Overlay

Block Paved

4.2 Seal Width

The seal width is measured from the edge of seal.

4.3 Rural Sealed Road Surface Defects

Rural sealed roads have their own unique set of individual defects which aggregate into an overall condition.

4.3.1 Shape

The crossfall shape rating for sealed rural roads is presented as follows:

Score Description

1 Standard 3% crossfall

2 Flat or greater than 3%

3 Poor shape, too steep or flat

4.3.2 Deformation

Deformation is the change in road surface from the constructed profile in any direction. Deformation defect types

are classified by the change in vertical displacement that may have resulted from non load induced impacts.

Score Description

0 As new

1 Mild isolated deformation

2 Moderate isolated deformation

3 Mildly deformed extensive coverage

4 Moderately rough treatable by patching

5 Moderately Rough extensive coverage treatable with

resurfacing

6 Deformed approaching need for reconstruction

7 Deformed needing reconstruction

8 Deformed bad level of service





Score Description

9 Deformed very bad level of service

10 Deformed no service potential

4.3.3 Rutting

Rutting relates to the longitudinal deformation in the wheel path. While rutting may occur in both wheel paths, the

assessment shall be undertaken in the outer wheel path

Score Description

0 As new

1 Minor rutting less then 5mm

2 Rutting 5-10mm (isolated)

3 Rutting 5- 10mm (extensive)

4 Some Rutting 15mm -20mm

5 Extensive Rutting 15-20mm

6 Rutting 20-25mm

7 Rutting 25-30mm

8 Rutting 30-35mm

9 Rutting 35-40mm

10 Rutting greater then 40mm

4.3.4 Binder Age

The age of the binder is a difficult indicator to establish without a trained eye or records of the last seal data.

However provision is made to rate the binder age for lively (good) to dead (bad).

Score Description

0 As New

1 Lively

2 Satisfactory

3 Fair

4 Hard

5 Poor

6 Dead - minor surface ravelling/stripping

7 Dead - moderate surface ravelling/stripping

8 Dead - Isolated crumbling surface

9 Dead - moderately crumbling surface

10 Dead - extensive crumbling surface

Notes on Binder Age:

0. As New: When aggregate is pulled apart, the binder stretches to 100mm or more before breaking, and will stick

to skin and leave discolouration on skin.

1. Lively: When aggregate is pulled apart, binder stretches to 20-50mm before breaking, and will stick to skin and

leave discolouration on skin.





2. Satisfactory: When aggregate is pulled apart, binder stretches to 10mm before breaking, and will stick to skin

and leave discolouration on skin.

3. Fair: When aggregate is pulled apart, binder stretches to 5mm before breaking, and will stick to skin and leave

discolouration on skin.

4. Hard: When aggregate is pulled apart, binder stretches to less than 2mm before breaking. When pressed

against skin, aggregate will adhere without falling.

5. Poor: When aggregate is pulled apart, no elastic binder is observed, and none is left on the aggregate. When

pressed against skin, the binder is hard and there is no discolouration on skin.

4.3.5 Aggregate

The aggregate hardness and resistance to wear affects the surface life. Where the aggregate is showing signs of

wear, crushing or is powdering, then the seal life will be reduced.

Score Description

0 As new

1 Good

2 Good with isolated defects

3 Fair

4 Worn (polishing)

5 Crushing/Powdering

6 Signs of disintegration

7 Some disintegration

8 Wide spread disintegration

9 Severe disintegration

10 Total disintegration

4.3.6 Flushing (Texture)

Surface texture is an indication of the binder depth in relation to the aggregate. Where the binder depth is high a

black or bleeding surface is evident which may impact on skid resistance. Where the binder depth is ⅝ to ¾ of the

depth of aggregate the seal is matte.

Score Description

0 Matte

1 Matte/Smooth

2 Smooth

3 Bleeding isolated defects

4 Black moderate defects

5 Black, extensive coverage

6 Black ext defects &/or poor skid resistance

7 Severe defects poor service

8 Extensive defects bad level of service





Score Description

9 Severe defects very bad service

10 Extensive defects no service potential

4.3.7 Stripping

The loss of stone is referred to as stripping and is recorded depending on the extent of stone loss.

Score Description

0 As new

1 Nil

2 Isolated plucking (no base exposed)

3 Some plucking (no based exposed)

4 Extensive plucking (no base exposed)

5 Moderate coverage stripping (isolated base exposed)

6 Extensive coverage stripping (some based exposed)

7 Wide coverage stripping base exposed (reseal

needed)

8 Extensive stripping and base exposed, bad service

9 Severe defects, very bad service

10 Extensive stripping no service potential

4.3.8 Patching

The extent of patching will be a potential indicator for the strength of the pavement.

Score Description

0 As new

1 Negligible patching <1%

2 Isolated infrequent patching (0-5%)

3 Slightly spaced infrequent patching (5-10%)

4 Moderately spaced patching (10-15%)

5 Large areas isolated (15-20%)

6 Large areas extensive coverage (20-25%)

7 Wide coverage (25-30%)

8 Extensive patching moderate coverage (30-40%)

9 Extensive patching wide coverage (40-50%)

10 Extensive patching coverage (>50%)





4.3.9 Cracking

The existence of cracking will range from isolation longitudinal or transverse cracking to block cracking and

crazing.

Score Description

0 As New

1 Mild isolated cracking

2 Moderate isolated cracking

3 Mild cracking extensive coverage

4 Moderate cracking extensive coverage

5 Moderate cracking total coverage

6 Major cracking total surface

7 Severe cracking total coverage

8 Severe, total coverage, poor service

9 Severe, total coverage, very poor service

10 Extreme, total coverage, no service potential

In addition to the defects listed above, roughness measurement will need to be stored so that the Condition Index

and roughness can be compared.

4.3.10 Edge Defect

Edge defects occur along the interface of the bituminous surface pavement and the shoulder and are most

significant where the shoulder is unsealed. Edge defects indicate the adequacy of pavement width, loss of ride

quality and safety issues for possible loss of control of vehicles and channelling of water at the pavement edge.

Score Description

0 As new

1 Nil

2 Good

3 Fair

4 Poor not patched

5 Poor and some patches

6 Extensive patching

7 Deformed in sections

8 Severe defects, poor service

9 Severe defects, very poor service

10 Severe defects, no service








4.5 Shoulders

4.5.1 Shoulder Types


Description

Not Constructed

Sealed

Gravel

Natural

4.5.2 Gravel Shoulder Condition


Score Description

0 As New

1 Grading Required

2 Top up and grading required

3 Rebuilding required

Note: this applies only to Gravel shoulder types.

4.5.3 Shoulder Cross Fall

The shoulder cross fall will be rated for LHS or RHS as follows:

Description

Steep

Suitable

Flat






4.5.4 Shoulder Drainage

The shoulder drainage will be rated for LHS or RHS as follows:

Description

Natural Drainage

Constructed, good drainage

Constructed Isolated erosion/silting/blockage <20%

Constructed Moderate erosion/silting/blockage 20-

60%

Constructed Severe erosion/silting/blockage >60%


In addition to the above details, separate fields are provided for:

• Shoulder width LHS and RHS

• Comments if required

4.6 Table Drains

4.6.1 Table Drain Types


Description

Standard

Channel

Other (add comment)

4.6.2 Table Drain Condition

The table drain condition will be rated for LHS or RHS as follows:

Description

Efficient working order

Overgrown vegetation

Silted up

Major blockage

Reform needed

4.7 Pavement Marking

For the rural sealed segments the pavement marking is noted (y/n).





4.8 Vegetation Canopy

The vegetation canopy will impact on the performance of the road surface and impacts on the ability to improve

width.

Score Description

1 Isolated trees

2 Many trees, minor encroachment into envelope

3 Some trees grouped with partial coverage of

carriageway, encroachment into envelope

4 Clusters of vegetation with tree canopying

encroaching full width of carriageway envelope

5 Densely vegetated with tree canopy encroaching full

width of carriageway envelope

Note: The envelope is 5m height and is 1m wider each side of the trafficked surface.





5 Condition Rating of Rural Unsealed Roads

5.1 Unsealed Surface Types

The following descriptions are available for collection. Note that Road Reserves and Unformed surfaces are not

condition rated.

Description

Sheeted Surface

Formed Graded

Unformed

Road Reserve

Refer to ARRB Unsealed Roads Manual for surface defect types and descriptions.

5.2 Construction Width

The width of construction that represents the works needed to re-sheet the road.

5.3 Unsealed Road Surface Defects

5.3.1 Shape

A crossfall shape of 4-6% should be provided as ideal and allow surface run off and thereby minimise potholing.

Score Description

1 Excellent Crossfall 5-6%

2 Good Crossfall 4-5%

3 Standard Crossfall 3-4%

4 Below Standard Crossfall 2-3%

5 Poor Crossfall <2%

5.3.2 Pit Material Type

The following descriptions are available for collection:

Description

Standard Pit Rubble

Borrow Pit

Shell Grit

Other (add comment)

Note: this applies only to Sheeted surface types.





5.3.3 Sheeted Material Stone Size

The typical stone contents in a sample averages:

Score Description

0 > 40mm

1 20 – 40mm

2 10 – 20mm

3 < 10mm


5.3.4 Sheeted Material Fines Characteristics

The fines for the different sheeted types are identified as follows:

Fines Subtype Description

Sandy Feels gritty, or nothing binds the fines together

Standard Good distribution of fines, good binding quality

Powder Loose and lacks binding quality when dry


5.3.5 Depth of Sheeting

The depth of sheeting material remaining on the road should be measured. A cordless drill with a stepped drill bit

can provide a convenient way of doing this. It is suggested that within a segment 2-3 locations be measured and

the average depth recorded in the outer wheel path (not in the crown). Once the depth is recorded a score is

assigned based on the standard sheeting depth assigned to the segment depending on its use. The following

descriptions are available for collection:

High Use Medium Use Low Use

Score Description Depth (mm)

for 150mm

Depth (mm)

for 100mm

Depth (mm)

for 75mm

0 At or greater than standard sheeting depth 150 100 75

1 10% worn 135 90 67.5

2 20% worn 120 80 60

3 30% worn 105 70 52.5

4 40% worn 90 60 45

5 50% worn 75 50 37.5

6 60% worn 60 40 30

7 70% worn 45 30 22.5

8 80% worn 30 20 15

9 90% worn 15 10 7.5

10 100% worn (no material present) 0 0 0






5.3.6 Sheeting Condition

This is an assessment of the integrity and depth of the pavement material and will be based on a visual

assessment (and possibly) potholes of the road surface. The following descriptions are available for collection:

Score Sheeting Condition

0 New sheeting

1 Sheeting good condition

2 Sheeting slightly worn (no subgrade breakthrough)

3 Sheeting moderately worn (minor subgrade

breakthrough)

4 Sheeting extensively worn (minor subgrade

breakthrough) (plentiful side windrow)

5 Slight subgrade breakthrough (some side windrow)

6 Moderate subgrade breakthrough (limited side

windrow)

7 Severe subgrade breakthrough (needs resheeting)

8 Extensive subgrade breakthrough (need

reconstruction)

9 Total subgrade breakthrough

10 No sheeting evident


5.3.7 Rideability

The safety of using a segment of unsealed road will be based on the ease at which a typical vehicle that uses the

road can travel. This may be influenced by horizontal and vertical geometry and surface condition. Importantly it

will need to be rated against the speed category for its classification as shown below.

Road Hierarchy Speed Width Crossfall

Arterial 80-100 >8 4-6%

Collector 60-80 6-8 2-4%

Access 40-60 4-6 0-2%

Track <40 <4 Negative

The following descriptions are available for collection:

Score Rideability

0 Easily drive upper limit of speed category

1 Can just drive at upper limit of speed category

2 Moderate rideability (between upper and lower limit

3 Easily drive at lower limit of speed category

4 Can just drive at lower limit of speed category

5 Not able to drive at lower limit of speed category

6 Below standard

7 Rideability well below standard

8 Poor rideability





Score Rideability

9 Very poor rideability

10 Extremely poor rideability

Note: this applies only to Sheeted & Formed Graded surface types.

5.3.8 Surface Defects

Given surface defects can change due to grading and weather, defects are flagged to provide information on the

type and extent of defects.

Defect Description

Corrugations Formed through material displacement due to tyre action at right angles at the

direction of traffic. Spacing can range from 500mm to 1m and depths to 150mm.

Rutting Longitudinal deformations in wheel paths. Can be minimised by correct crossfall

excluding displacement of fines in wheel paths without deformation.

Potholes Effect on vehicles depends on depth and diameter. Potholes affecting vehicles most

are 250-1500 in diameter with a depth of more than 50-75mm.

Scour Loss of surface material caused by flow of water along and/or over the road.

Loose Material Generation of loose gravel on the surface under traffic.

Soft Surface Indication of poor material quality

Each defect to be flagged a Slight (S), Moderate (M), Extreme (E) or None (N).

Defects Defect Flag

Corrugations S = Slight

M = Moderate

E = Extreme

N = None

Rutting

Potholes

Scour

Loose Material

Soft Surface


5.3.9 Formation

For formed graded roads the formation of the road will be assessed.

Score Description

1 Freshly Graded

2 Moderately worn

3 Grading Needed

4 Needs reforming

5 Needs reconstruction

Note: this applies only to Formed Graded surface types.





5.3.10 Vegetation Canopy

The vegetation canopy will impact on the performance of the road surface.

Score Description

0 Open (no trees)

1 Isolated trees

2 Many trees, minor encroachment into envelope

3 Some trees grouped with partial coverage of

carriageway, encroachment into envelope

4 Clusters of vegetation with tree canopying

encroaching full width of carriageway envelope

5 Densely vegetated with tree canopy encroaching full

width of carriageway envelope


5.3.11 Drainage

The drainage is influenced by a combination of affects resulting from the elevation of the road in relation to the

surrounding land and the size and grade table drains. The rating of the road will be by the observations of the

consequences to road users.

Score Description

1 Excellent drainage, no impact to road users in wet

conditions

2 Good drainage, some minor drainage problems in

table drains

3 Fair drainage, however water encroaching over the

road in wet conditions

4 Poor drainage, road floods in extreme rain events

5 Poor drainage, road floods frequently in normal rain

events






Annual Business Plan and Long Term Financial Plan Page 18 of 50

To keep up with the service levels identified in the Council’s Infrastructure & Assets

Management Plans (I&AMP) adopted by the Council in 2017, it has to spend

$2,994,351 on its assets renewal program for 2018/2019 Financial Year of which

$890,051 will be required on road resealing and $1,585,775 on road resheeting. Table

3 below shows the level of required renewal spending and the new expenditure on

new/upgraded assets by asset class over the next four (4) financial years.

Table 3: Required Four (4) year Capital Investment based on I&AMP

Asset Class Four Year

Costs 2018/2019 2019/2020 2020/2021 2021/2022

Kerbing 899,266 217,579 255,987 213,537 212,163

Footpath 185,610 155,610 10,000 10,000 10,000

Seal Roads 2,926,795 436,035 1,155,966 591,445 743,349

Seal Roads (R2R) 533,016 533,016 ‐ ‐ ‐

Unseal Roads 4,040,775 1,585,775 855,000 800,000 800,000

Building 766,330 75,000 225,215 322,942 143,173

Structure 86,231 ‐ 86,231 ‐ ‐

Site Improvements 552,341 200,000 342,741 5,132 4,468

Levee Program 470,810 176,110 110,110 129,960 54,630

Stormwater 220,000 ‐ 10,000 121,000 89,000

Pump Station 37,485 ‐ ‐ 37,485 ‐

Plant 2,827,300 525,000 605,300 962,000 735,000

Furniture 5,000 5,000 ‐ ‐ ‐

Information

Technology 356,036 169,161 91,062 74,826 20,987

13,906,996 4,078,287 3,747,612 3,268,327 2,812,770

Renewal 10,880,839 2,994,351 2,891,613 2,733,885 2,260,990

New 2,971,157 1,028,936 855,999 534,442 551,780


adenicola.Mallala

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adenicola.Mallala

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adenicola.Mallala

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adenicola.Mallala

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Annual Business Plan and Long Term Financial Plan Page 19 of 50

Upgrade 55,000 55,000 ‐ ‐ ‐

13,906,996 4,078,287 3,747,612 3,268,327 2,812,770

According to the draft Statement of Comprehensive Income, the costs of next year’s

Depreciation, Amortisation & Impairment is $2.863m. While funds allocated under

depreciation is generally spent on the asset renewal, there is no funds to deliver new

or upgraded assets program identified above in Table 3 unless Council decides to

increase rates or borrow long‐term to bridge the funding gap.

Therefore, Council decided to cut $1.195m from the draft capital program in Table 3 of

which $0.931m relates to asset renewal program and $0.264m relates to spending on

new assets. However, any reduction in assets renewal expenditure is a short‐term gain

for a long‐term pain leading to intergenerational inequity unless the Community and

the Council agree to lower service standards identified in the Council’s I&AMP adopted

in 2017.

7.6 2018/2019 Draft Capital Program in Details

Table 4 below provides more details on the draft capital program for 2018/2019

Financial Year.

Table 4: 2018/2019 Capital Project Budget

Capital Project Description Rational

e

Estimated

Cost

1) CCTV for Lewiston playground A 2,000

2) Webb Beach Levees (following Coastal adaptation

study)

A

25,000

3) Mallala Museum ‐ Upstairs ceiling B 50,000

KERBING

4) Chivell Street ‐ Wasleys Rd to Joseph Street (212m) B 35,200

FOOTPATH

5) Chivell Street ‐ Joseph Street to Mary Street (116m) B 27,343

6) Chivell Street ‐ Wasleys Rd to Joseph Street (104m) B 28,372

7) Elizabeth Street (Two Wells) ‐ Old Port Wakefield Rd

to William Street (90m)

B

20,948


3.2 Computer/Tablet Hardware Upgrade

Department: Governance and Communications

Report Author: IT & Communications Officer

Date: 14 May 2018 Document Ref: D18/19201

EXECUTIVE SUMMARY

• Mayor Flaherty together with Councillors Lawrence and Keen, at a recent Chief Executive Officer Open Door meeting, put forward the notion of bringing forward (from the proposed 2018-2019 Draft Budget) the purchase of updated iPads for Elected Members.

• The purpose of this report is to provide Council with further information regarding the upgrade request to enable the elected body to consider this proposal.

• In the event that there is an appetite to bring forward the purchase, to ensure good governance it is recommended that a Notice of Motion be submitted for consideration at the 21 May 2018 Ordinary Council meeting.

RECOMMENDATION

“that Council, having considered Item 3.2 – Computer/Tablet Hardware Upgrade, dated 14 May 2018, receives and notes the report.”

BUDGET IMPACT

Estimated Cost: $ 74,145.20

Future ongoing operating costs: $ unknown

Is this Budgeted? No – recommended as part of draft Budget 2018/2019.

RISK ASSESSMENT

At present, Council does not have sufficient resources (in a staffing sense) to properly support the procurement, roll-out and ongoing support required in relation to the purchase of hardware/software devices.

The proposed tablet refresh for Council Members has been scheduled to be completed at the commencement of the new Council term following the 2018 Local Government Elections. As such, any refresh prior to this time will result in a premature purchase that has not been planned and will result in a cost to Council that has not yet been adopted through the budget process.


References

Legislation

Local Government Act 1999

Council Policies/Plans

Strategic Plan 2017 – 2020

Infrastructure & Asset Management Plan

______________________________________________________________________ Attachments Nil


DETAILED REPORT

Purpose

To provide Elected Members with further information regarding the proposed ‘Staged Computer/Tablet Hardware Refresh 2018-2023 Project’.

Background/History

The ‘Staged Computer/Tablet Hardware Refresh 2018-2023 Project’ is an initiative from the Governance and Communications Department, lead by the Information Technology (IT) and Communications Officer.

The project was developed to address efficiencies and process improvement, with a strategic focus and long-term asset renewal/replacement plan. The recommendation is that Council undertake a staged deployment relating to the renewal of Council’s IT infrastructure (Computers, Tablets and Laptops) across the entire organisation (Elected Members and Staff).

Examples of this renewal would be the addition of a second monitor for computers to allow multiple tasks to be completed simultaneously, and the provision of additional redundancy if the physical network is disconnected to address single point of failure issues.

In addition, Council’s IT & Communications Officer would investigate the re-deployment of existing infrastructure that can no longer be used to complete business operations but still be used, for example, as follows:-

• Front Counter/Customer Engagement Terminals • Public Library Replacement Computers

Should any IT infrastructure no longer be viable to operate and has exceeded its asset life, the device would be retired and disposed of as per Council’s Asset Management Plan.

The timeline on Council’s IT infrastructure upgrade would be prioritised on an “as-needs” basis, with priority being given to the areas requiring the biggest efficiency boost.

The refresh project focuses on the purchase of new computer/tablet hardware in staged deployments to achieve device consistency across the organisation. This will enable Council to actively monitor the asset sustainability ratio of computer and tablets through an active refresh cycle of devices over a five (5) year period.

Section 78 of the Local Government Act 1999 gives Council with the ability to provide its Members with facilities and other forms of support to assist them in performing or discharging official functions and duties. At present, all Elected Members have been issued with tablet devices (in the form of Apple iPads).

The most recent refresh of Elected Members’ tablet devices occurred in May 2016.

Having a consistent fleet of IT hardware (tablets and computers) across the organisation allows Council staff to monitor product updates and provide support to the entire fleet ((Elected Members and the administration). In addition, Council will benefit by having a single point of contact for any


requests, for example, device replacement or assistance with making a warranty claim when hardware has stopped functioning.

Council’s IT and Communications portfolio will be responsible for delivering this project, which has been scheduled to commence in December 2018. This schedule has factored in the additional support of a 0.6FTE IT Support Officer, which position has received ‘in principle’ support from Council. However, the additional support requires ratification through the 2018-2019 Draft Annual Business Plan and Budget adoption.

Each purchased device will be required to be setup (out of the box), configured with necessary software, aligned with organisational IT policies and tested. This process requires significant work to be performed in order to properly configure each individual device prior to providing to the user.

Each piece of hardware will also be required to be registered to Council’s Asset Management Register to ensure that maintenance and monitoring is maintained over the 4-5 year period, and depreciation is monitored. Following this, the devices can be deployed to the relevant assigned Elected Member or Council employee.

Discussion

The total project cost over five (5) years is $201,186.39 (refer Table 1 below).

Table 1 – Project Costs over five years

Description 2018-2019 2019-2020 2020-2021 2021-2022 Total Project Cost

Labour (internal staff) $6,308.80 $6,308.80 $6,308.80 $18,926.40

Loan Interest $3,022.70, $2,941.77 $2,237.37 $8,201.84

Contractors/materials $64,813.70 $62,909.20 $46,335.25 $174,058.15

Total Expenses $74,145.20 $72,159.77 $54,88142 0 $201,186.39

The price to purchase the hardware of 15 new tablets (10 for Elected Members and five (5) for Management) is $23,818.50. The software would be an additional $6,517.05. The total cost $30,335.55 (refer to Tables 2 and 3 below)


Table 2 – Hardware Costs

Product Price per device

Widows Surface Pro $1,198.00

Surface Pro Typing Cover $249.95

Microsoft Surface Pen $139.95

Total $1,587.90

Table 3 – Software Costs

Product Price per device

Bit Defender Business Security $36.47

Windows 10 Enterprise $200.00

Microsoft Office (Elected Member Tablets Only) $297.00

Total $533.47

The price to purchase upgraded tables for Elected Members (only) would be approximately $22,000. This estimation does not include ongoing mobile data monthly charges or functionality, which is considered an “add-on” by most hardware vendors. The price does, however, include software purchasing costs e.g. Antivirus protection.

The above estimated prices are based on the assumption that Council would purchase the devices outright (through a loan), rather than enter into a lease agreement with an external company. This is also assuming that the devices are available immediately. Depending on consumer demand, and the selection of an appropriate vendor, there may be a waiting period between ordering and receiving the goods.

When the project was initially proposed, it was recommended and envisioned that the Elected Member tablet refresh would be completed inline with the new Council being sworn in, following the 2018 Local Government Elections in November.

To allow a sustainable life of an asset, tablets within the proposed project factored in a four (4) to five (5) year asset life. Given that a previous replacement of Elected Member tablets occurred during the current Council (May 2016), the requested early refresh is considered unsustainable at present, given the hardware is only two (2) years into its current asset life. It is therefore recommended that


the current tablets are utilised until the conclusion of this term of Council, which will mean for a further six (6) months.

Conclusion

The Staged Computer/Tablet Hardware Refresh Project has been derived from the need of planning and maintaining the computer hardware and software systems across the organisation. Upgrading of hardware and software is important to facilitate the service delivery for the community, external stakeholders, governmental departments, other councils and internal customers.

Council can continue to purchase IT hardware on an ad-hoc basis, however, it would be more beneficial, long term, to have a consistent fleet of devices across the whole organisation, maintained through the IT schedule/plans and Council’s Asset Management Plans.

Any early refresh of tablets for Elected Members will require more resources (particularly by way of staff) due to the configuration to each device and post deployment support through training for users.

It is recommended that the refresh of hardware occur in line with the proposed staged project (submitted as part of the 2018-2019 draft Budget). Council Members are encouraged to consider the timing, resourcing and other factors raised in this report when making a decision regarding a hardware refresh, particularly because a refresh prior to December 2018 has not considered as part of the budget process for 2018-2019.


4. CONFIDENTIAL ITEMS

14 May 2018

4.1 Chief Executive Officer – Performance Review


4.1 Chief Executive Officer Performance Review Process

RECOMMENDATION

“that:-

1. Pursuant to section 90(2) of the Local Government Act 1999, the Council orders that all members of the public, except Chief Executive Officer, be excluded from attendance at the meeting of the Council for Agenda Item 4.1 – Chief Executive Officer – Performance Review;

2. Council is satisfied that pursuant to section 90(3)(d) of the Local Government Act 1999, Item 4.1 – Chief Executive Officer – Performance Review concerns commercial information of a confidential nature (not being a trade secret) the disclosure of which could reasonably be expected to prejudice the commercial position of the person who supplied the information, or to confer a commercial advantage on a third party and on balance it would be contrary to the public interest.

3. Council is satisfied that the principle that Council meetings should be conducted in a place open to the public has been outweighed by the need to keep the information, matter and discussion confidential.”


PAGES 311-325

REMOVED

CONFIDENTIAL

RECOMMENDATION

“that Council, having considered the matter of Agenda Item 4.1 – Chief Executive Officer – Performance Review in confidence under sections 90(2) and 90(3)(d) of the Local Government Act 1999, resolves:-

1. That the staff report pertaining to Item 4.1 – Chief Executive Officer – Performance Review, all annexures, any other associated information submitted to this meeting and the minutes of this meeting in relation to the matter remain confidential and not available for public inspection until further order of Council;

2. Pursuant to section 91(9)(a) of the Local Government Act 1999, the confidentiality of the matter will be reviewed every 12 months;

3. Pursuant to section 91(9)(c) of the Local Government Act 1999, Council delegates the power to revoke this confidentiality order to the Chief Executive Officer.”
