CHILD CARE (OUT OF SCHOOL CARE - PLAYLEADERS) AWARD

1. - TITLE

This award shall be known as the Child Care (Out of School Care - Playleaders) Award.

1B. - MINIMUM ADULT AWARD WAGE

(1) No employee aged 21 or more shall be paid less than the minimum adult award wage unless otherwise provided by this clause.

(2) The minimum adult award wage for full-time employees aged 21 or more working under an award that provides for a 38 hour week is $726.90 per week.

The minimum adult award wage for full-time employees aged 21 or more working under awards that provide for other than a 38 hour week is calculated as follows: divide $726.90 by 38 and multiply by the number of ordinary hours prescribed for a full time employee under the award.

The minimum adult award wage is payable on and from the commencement of the first pay period on or after 1 July 2018.

(3) The minimum adult award wage is deemed to include all State Wage order adjustments from State Wage Case Decisions.

(4) Unless otherwise provided in this clause adults aged 21 or more employed as casuals, part-time employees or piece workers or employees who are remunerated wholly on the basis of payment by result, shall not be paid less than pro rata the minimum adult award wage according to the hours worked.

(5) Employees under the age of 21 shall be paid no less than the wage determined by applying the percentage prescribed in the junior rates provision in this award (if applicable) to the minimum adult award wage, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.

(a) The minimum adult award wage shall not apply to apprentices, employees engaged on traineeships or government approved work placement programs or employed under the Commonwealth Government Supported Wage System or to other categories of employees who by prescription are paid less than the minimum award rate, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.

(6) Liberty to apply is reserved in relation to any special category of employees not included here or otherwise in relation to the application of the minimum adult award wage.

(7) Subject to this clause the minimum adult award wage shall –

(a) Apply to all work in ordinary hours.

(b) Apply to the calculation of overtime and all other penalty rates, superannuation, payments during any period of paid leave and for all purposes of this award.

(8) Minimum Adult Award Wage

The rates of pay in this award include the minimum weekly wage for employees aged 21 or more payable under the 2018 State Wage order decision. Any increase arising from the insertion of the minimum wage will 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, consent awards or 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 under previous State Wage Case Principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset the minimum wage.

(9) Adult Apprentices

(a) Notwithstanding the provisions of this clause, the minimum adult apprentice wage for a full-time apprentice aged 21 years or more working under an award that provides for a 38 hour week is $621.10 per week.

(b) The minimum adult apprentice wage for a full-time apprentice aged 21 years or more working under an award that provides for other than a 38 hour week is calculated as follows: divide $621.10 by 38 and multiply by the number of ordinary hours prescribed for a full time apprentice under the award.

(c) The minimum adult apprentice wage is payable on and from the commencement of the first pay period on or after 1 July 2018.

(d) Adult apprentices aged 21 years or more employed on a part-time basis shall not be paid less than pro rata the minimum adult apprentice wage according to the hours worked.

(e) The rates paid in the paragraphs above to an apprentice 21 years of age or more are payable on superannuation and during any period of paid leave prescribed by this award.

(f) Where in this award an additional rate is expressed as a percentage, fraction or multiple of the ordinary rate of pay, it shall be calculated upon the rate prescribed in this award for the actual year of apprenticeship.

2. - ARRANGEMENT

1. Title1B. Minimum Adult Award Wage2. Arrangement3. Area and Scope4. Definitions5. Contract of Service6. Hours of Work7. Meal Breaks and Allowances8. Overtime9. Absence Through Sickness10. Location Allowances11. Annual Leave12. Public Holidays13. Long Service Leave14. Right of Entry15. Payment of Salaries16. Staffing Scale17. Stand Down18. No Reduction19. Time and Salary Record20. Maternity Leave21. Bereavement Leave22. Salaries22A. Classification Definitions and Skill Descriptors23. Fares and Travelling Allowance24. Superannuation

25. Award Modernisation and Enterprise Consultation26. Redundancy

Appendix - Resolution of Disputes RequirementSchedule A - Parties to the AwardSchedule B - RespondentsAppendix - S.49B - Inspection Of Records Requirements

3. - AREA AND SCOPE

This award shall apply to employers and employees providing Centre-based Care for school aged children outside the ordinary hours of their school and during the holidays observed by their school throughout Western Australia.

4. - DEFINITIONS

"School Term" shall mean the school term observed generally by government schools.

"Term Playleader" shall mean an employee providing care for children in school term outside the ordinary hours of government schools.

"Holiday Playleader" shall mean an employee engaged to provide care for children during a scheduled holiday care programme.

"Union" shall mean The Federated Miscellaneous Workers" Union of Australia, Hospital, Service & Miscellaneous, W.A. Branch.

"Casual Employee" shall mean an employee who is engaged by the hour for a maximum of four consecutive weeks. Provided that during the Christmas holiday period the maximum period of engagement shall be seven consecutive weeks.

5. - CONTRACT OF SERVICE

(1) The contract of service may be terminated by either party by the giving of two weeks' notice on any day to the other party, or by the forfeiture or payment as the case may be of two weeks' pay in lieu of such notice. Provided that this shall not affect the right of the employer to dismiss an employee for misconduct, in which case salary shall be paid up to the time of dismissal only.

(2) Notwithstanding the provisions of subclause (1) the services of a casual employee may be terminated by one hour's notice, given by either side, on any day.

(3) An employer may direct an employee to carry out such duties as are within the limits of the employee's skill, competence and training consistent with the classification structure of the award provided that such duties are not designed to promote de-skilling.

6. - HOURS OF WORK

(1) Term Playleaders:

(a) The ordinary hours of work shall not exceed 37.5 hours per week and shall be worked on any day Monday to Friday between the hours of 6.30 a.m. and 6.30 p.m. Provided that attendance at P. & C. or local Management Committee meetings outside the spread of hours stated herein shall be deemed to be work performed during ordinary hours.

(b) A Playleader in charge of a morning programme shall be paid for a minimum of two hours.

(c) Playleaders required to be employed pursuant to subclause (1) of Clause 16. - Staffing Scale of this award, shall be paid for a minimum of three hours which includes preparation and contact time. Provided that staff employed in addition to the foregoing shall be paid for a minimum of one and one-half hours.

(2) Holiday Playleaders:

(a) The ordinary hours of work shall be worked on any day Monday to Friday between the hours of 6.30 a.m. to 6.30 p.m.

(b) 37.5 hours shall constitute a week's work. Not more than seven hours and 30 minutes shall be worked on any day without the payment of overtime.

(c) A day's work shall be worked in one "unbroken" shift provided that a shift shall not be deemed to be broken by the taking of meal breaks. Provided further that an employee may work a day's work in a "broken" shift in which case an additional payment of $3.09 per day shall be paid to such worker who does not live in the locality of the work place.

7. - MEAL BREAKS AND ALLOWANCES

(1) Holiday Playleaders shall be allowed a break of not less than half an hour nor more than one hour for a meal on each day of the week, Monday to Friday inclusive.

(2) Where any employee, without being notified on the previous day, has to continue working after the usual finishing time for more than two hours he or she shall be paid $10.70 for a meal or be provided with a meal at the Centre.

8. - OVERTIME

For all work performed on Monday to Friday beyond the ordinary hours or outside of the spread of hours as prescribed in Clause 6. - Hours of Work of this award, payment shall be made at the rate of time and one-half for the first two hours and double time thereafter.

Work performed on a Saturday prior to 12.00 noon shall be paid for at the rate of time and one-half for the first two hours and double time thereafter and all work performed after 12.00 noon on a Saturday or on a Sunday shall be paid for at the rate of double time.

9. - ABSENCE THROUGH SICKNESS

(1) (a) An employee who is unable to attend or remain at his or her place of employment during the ordinary hours of work by reason of personal ill health or injury shall be entitled to payment during such absence in accordance with the following provisions.

(b) Entitlement to payment shall accrue at the rate of 1/6th of a week for each completed month of service with the employer.

(c) If in the first or successive years of service with the employer an employee is absent on the ground of personal ill health or injury for a period longer than his or her entitlement to paid sick leave, payment may be adjusted at the end of that year of service, or at the time the employee's services terminate, if before the end of that year of service, to the extent that the employee has become entitled to further paid sick leave during that year of service.

(2) The unused portions of the entitlement to paid sick leave in any one year shall accumulate from year to year and subject to this clause may be claimed by the employee if the absence by the reason of personal ill health or injury exceeds the period for which entitlement has accrued during the year at the time of the absence. Provided that an employee shall not be entitled to claim payment for any period exceeding ten weeks in any one year of service.

(3) To be entitled to payment in accordance with this clause the employee shall as soon as reasonably practicable advise the employer of his or her inability to attend for work, the nature of his or her illness or injury and the estimated duration of the absence. Provided that such advice, other than in extraordinary circumstances shall be given to the employer within 24 hours of the commencement of the absence.

(4) The provisions of this clause do not apply to an employee who fails to produce a certificate from a medical practitioner dated at the time of the illness or who fails to supply such other proof of the illness or injury as the employer may reasonably require provided that the employee shall not be required to produce a certificate from a medical practitioner with respect to absences of two days or less unless after two such absences in any year of service the employer requests in writing that the next and subsequent absences in that year, if any, shall be accompanied by such certificate.

(5) (a) Subject to the provisions of this subclause, the provisions of this clause apply to an employee who suffers personal ill health or injury during the time when he or she is absent on annual leave and an employee may apply for and the employer shall grant paid sick leave in place of paid annual leave.

(b) Application for replacement shall be made within seven days of resuming work and then only if the employee was confined to his or her place of residence or a hospital as a result of his or her personal ill health or injury for a period of seven consecutive days or more and he or she produced a certificate from a registered medical practitioner that he or she was so confined. Provided that the provisions of this paragraph do not relieve the employee of the obligation to advise the employer in accordance with subclause (3) of this clause if he or she is unable to attend for work on the working day next following his or her annual leave.

(c) Replacement of paid annual leave by paid sick leave shall not exceed the period of paid sick leave to which the employee was entitled at the time he or she proceeded on annual leave and shall not be made with respect to fractions of a day.

(d) Where paid sick leave has been granted by the employer in accordance with paragraphs (a), (b) and (c) of this subclause, the portion of the annual leave equivalent to the paid sick leave is hereby replaced by the paid sick leave and the replaced annual leave may be taken at another time mutually agreed to by the employer and the employee or, failing agreement, shall be added to the employee's next period of annual leave or, if termination occurs before then, be paid for in accordance with the provisions of Clause 11. - Annual Leave.

(e) Payment for replaced annual leave shall be at the rate of wage applicable at the time the leave is subsequently taken provided that the annual leave loading prescribed in Clause 11. - Annual Leave shall be deemed to have been paid with respect to the replaced annual leave.

(6) Where a business has been transmitted from one employer to another and the employee's service has been deemed continuous in accordance with subclause (3) of Clause 2 of the Long Service leave provisions published in Volume 64 of the Western Australian Industrial Gazette at pages 1 to 4 inclusive, the paid sick leave standing to the credit of the employee at the date of transmission from service with the transmittor shall stand to the credit of the employee at the commencement of service with the transmittee and may be claimed in accordance with provisions of this clause.

(7) The provisions of this clause with respect to payment do not apply to employees who are entitled to payment under the Workers' Compensation & Assistance Act, 1981 nor to employees whose injury or illness is the result of the employee's own misconduct.

(8) The provisions of this clause do not apply to casual employees.

10. - LOCATION ALLOWANCES

(1) Subject to the provisions of this clause, in addition to the rates prescribed in the wages clause of this award, an employee shall be paid the following weekly allowances when employed in the towns

prescribed hereunder. Provided that where the wages are prescribed as fortnightly rates of pay, these allowances shall be shown as fortnightly allowances.

TOWN PER WEEK

Agnew $21.60Argyle $57.80Balladonia $22.30Barrow Island $37.60Boulder $9.20Broome $34.80Bullfinch $10.10Carnarvon $17.80Cockatoo Island $38.10Coolgardie $9.20Cue $22.20Dampier $30.30Denham $17.80Derby $36.10Esperance $6.30Eucla $24.20Exmouth $31.70Fitzroy Crossing $43.90Halls Creek $50.60Kalbarri $7.70Kalgoorlie $9.20Kambalda $9.20Karratha $36.30Koolan Island $38.10Koolyanobbing $10.10Kununurra $57.80Laverton $22.10Learmonth $31.70Leinster $21.60Leonora $22.10Madura $23.30Marble Bar $56.00Meekatharra $19.10Mount Magnet $24.00Mundrabilla $23.80Newman $20.70Norseman $19.10Nullagine $55.90Onslow $37.60Pannawonica $28.20Paraburdoo $28.00Port Hedland $30.10Ravensthorpe $11.40Roebourne $41.80Sandstone $21.60Shark Bay $17.80Southern Cross $10.10Telfer $51.50Teutonic Bore $21.60Tom Price $28.00Whim Creek $36.00Wickham $34.80

Wiluna $21.90Wyndham $54.10

(2) Except as provided in subclause (3) of this clause, an employee who has:

(a) a dependant shall be paid double the allowance prescribed in subclause (1) of this clause;

(b) a partial dependant shall be paid the allowance prescribed in subclause (1) of this clause plus the difference between that rate and the amount such partial dependant is receiving by way of a district or location allowance.

(3) Where an employee:

(a) is provided with board and lodging by his/her employer, free of charge; or

(b) is provided with an allowance in lieu of board and lodging by virtue of the award or an order or agreement made pursuant to the Act;

such employee shall be paid 662/3 per cent of the allowances prescribed in subclause (1) of this clause.

(4) Subject to subclause (2) of this clause, junior employees, casual employees, part time employees, apprentices receiving less than adult rate and employees employed for less than a full week shall receive that proportion of the location allowance as equates with the proportion that their wage for ordinary hours that week is to the adult rate for the work performed.

(5) Where an employee is on annual leave or receives payment in lieu of annual leave he/she shall be paid for the period of such leave the location allowance to which he/she would ordinarily be entitled.

(6) Where an employee is on long service leave or other approved leave with pay (other than annual leave) he/she shall only be paid location allowance for the period of such leave he/she remains in the location in which he/she is employed.

(7) For the purposes of this clause:

(a) "Dependant" shall mean -

(i) a spouse or defacto partner;

or

(ii) a child where there is no spouse or defacto partner;

who does not receive a location allowance or who, if in receipt of a salary or wage package, receives no consideration for which the location allowance is payable pursuant to the provisions of this clause.

(b) "Partial Dependant" shall mean a "dependant" as prescribed in paragraph (a) of this subclause who receives a location allowance which is less than the location allowance prescribed in subclause (1) of this clause or who, if in receipt of a salary or wage package, receives less than a full consideration for which the location allowance is payable pursuant to the provisions of this clause.

(8) Where an employee is employed in a town or location not specified in this clause the allowance payable for the purpose of subclause (1) of this clause shall be such amount as may be agreed between Australian Mines and Metals Association, the Chamber of Commerce and Industry of Western Australia and UnionsWA or, failing such agreement, as may be determined by the Commission.

(9) Subject to the making of a General Order pursuant to s.50 of the Act, that part of each location allowance representing prices shall be varied from the beginning of the first pay period commencing on or after the 1st day in July of each year in accordance with the annual percentage change in the Consumer Price Index (excluding housing), for Perth measured to the end of the immediately preceding March quarter, the calculation to be taken to the nearest ten cents.

11. - ANNUAL LEAVE

(1) Except as hereinafter provided a period of four consecutive weeks' leave with payment of ordinary wages as prescribed prior to proceeding on annual leave, shall be allowed annually to an employee by his or her employer after a period of 12 months' continuous service with such employer.

(2) (a) In addition to his or her payment for annual leave an employee shall be paid a loading of 17.5 percent calculated on his or her ordinary wage as prescribed.

(b) The loading prescribed by this subclause shall not apply to proportionate leave on termination.

(3) If any award holiday falls within an employee's period of annual leave and is observed on a day which in the case of that employee would have been an ordinary working day there shall be added to that period one day being an ordinary day for each such holiday observed as aforesaid.

(4) (a) An employee whose employment terminates after he or she has completed a 12 monthly qualifying period and who has not been allowed the leave prescribed under this clause in respect of that qualifying period shall be given payment as prescribed in subclauses (1) and (2) hereof in lieu of that leave or, in lieu of so much of that leave as has not been allowed unless:-

(i) he or she has been justifiably dismissed for misconduct; and

(ii) the misconduct for which he or she has been dismissed occurred prior to the completion of that qualifying period.

(5) Any time in respect of which an employee is absent from work except time for which he or she is entitled to claim sick pay or time spect on holidays, annual leave or long service leave as prescribed by this award shall not count for purpose of determining his or her right to annual leave.

(6) In special circumstances and by mutual consent of the employer and the employee annual leave may be taken in not more than two periods, and in such circumstances and by mutual consent of the employer, employee and the Union, annual leave may be taken in not more than three periods.

(7) Notwithstanding anything else herein contained an employer who observes a Christmas closedown for the purpose of granting annual leave may require an employee to take his or her annual leave in not more than two periods but neither of such periods shall be less than one week.

(8) In the event of any employee being employed by an employer for portion only of a year, he or she shall only be entitled, subject to subclause (4) of this clause, to such leave on full pay as is proportionate to his or length of service during that period with such employer, and if such leave is not equal to the leave given to the other employees he or she shall not be entitled to work or pay whilst the other employees of such employer are on leave on full pay.

(9) The provisions of this clause shall not apply to casual employees.

(10) (a) An employer may allow annual leave to an employee before the completion of 12 months' continuous service as prescribed in subclause (1) of this clause.

(b) Where a period of leave has been granted pursuant to this subclause and the services of an employee are terminated and where the period of leave so taken exceeds that which would become due, pursuant to subclause (4) of this clause, the employee shall be liable to pay the amount received by the employee for the period of leave taken and the amount representing the difference between the amount which would have accrued. The employer may deduct this

amount from the monies due to the employee by reason of the other provisions of this award at the time of the termination.

12. - PUBLIC HOLIDAYS

(1) The following days or the days observed in lieu thereof shall, subject as hereinafter provided, be allowed as holidays without deduction of pay, namely: New Year's Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Labor Day, Foundation Day, Sovereign's Birthday, Christmas Day and Boxing Day. Provided that another day may be taken as a holiday by arrangement between the parties in lieu of the days named in this subclause.

(2) When any of the days mentioned in subclause (1) hereof fall on a Saturday or Sunday the holiday shall be observed on the next succeeding Monday and when Boxing Day falls on a Sunday or a Monday the holiday shall be observed on the next succeeding Tuesday.

(3) Any employee who is required to work on the day observed as a holiday as prescribed in this clause shall be paid for the time worked at the rate of double time and one-half or, if the employer agrees, be paid for the time worked at the rate of time and one-half and, in addition, be allowed to observe the holiday on a day mutually acceptable to the employer and employee.

(4) When an employee is absent on leave without pay, sick leave without pay or workers' compensation any such absence shall not be treated as a paid holiday. Where the employee is on duty or available on the whole of the working day immediately preceding a holiday, or resumes duty or is available on the whole of the working day immediately following a day observed as a holiday prescribed by this clause, the employee shall be entitled to be paid for such holiday.

(5) Where -

(a) a day is proclaimed as a public holiday or as a public half holiday under Section 7 of the Public and Bank Holidays Act, 1972; and

(b) that proclamation does not apply throughout the State or to the metropolitan area of the State,

that day shall be a whole holiday or as the case may be, a half holiday for the purposes of this award within the district or locality specified in the proclamation.

(6) This clause shall not apply to casual employees.

13. - LONG SERVICE LEAVE

(1) An employee in a government subsidised centre shall be allowed long service leave in conformity with the provisions for long service leave applying to state government wages employees.

(2) An employee in other than a government subsidised centre shall be allowed long service leave according to the provisions published in Volume 64 of the Western Australian Industrial Gazette at pages 1 to 4 inclusive.

(3) An employee employed by a Local Government authority shall be allowed long service leave in accordance with the provisions of the Local Government (Long Service Leave) Regulations.

14. - RIGHT OF ENTRY

Consistent with the terms of the Labour Relations Legislation Amendment Act 1997 and S.23(3)(c)(iii) of the Industrial Relations Act a representative of the Union shall not exercise the rights under this clause with respect to entering any part of the premises of the employer unless the employer is the employer, or former employer of a member of the Union.

(1) Accredited representatives of the Union shall be permitted to interview employees on the business premises of the employer. Provided that they shall not unduly interfere with the work being carried out.

(2) Provided further that the duly accredited representative shall notify the employer beforehand of his or her intention to exercise his or her rights under this clause.

15. - PAYMENT OF SALARIES

The salary of all employees shall be paid weekly or fortnightly in cash or, with the approval of the employee, by cheque or by direct transfer into an account nominated by the employee. No deduction shall be made from an employees' salary unless the employee has authorised such deduction in writing.

16. - STAFFING SCALE

(1) (a) Except as provided in subclause (1)(b) a minimum of two people will be employed in every Centre when operating between the hours of 8.00am and 5.30pm, one of whom must be trained or training or have been employed in the industry for 12 months.

(b) In country centres outside of the metropolitan area and not including the cities of Bunbury, Geraldton, Port Hedland and Albany, one person may be employed with up to ten children, between the hours of 8.00am and 5.30pm provided that at least one other person, whether on the premises or not, is available to render assistance in an emergency.

(2) The number of staff employed who are less than 18 years of age shall not exceed the number of staff employed who are over 18 years of age.

17. - STAND DOWN

An employer is not obliged to pay wages for any day on which a Term Playleader cannot be usefully employed during a term or Christmas vacation observed generally by government schools. Any such period of non-payment of wages shall not constitute a break in service for the purposes of this award.

18. - NO REDUCTION

Nothing herein contained shall entitle the employer to reduce the salary or conditions of employment of any employee who is receiving higher than the minimum prescribed prior to the date the award has effect on that employee.

19. - TIME AND SALARY RECORD

A record of the time worked and salary paid to each employee employed under this award shall be maintained by the employer and shall be available for inspection by an accredited representative of the Union upon the giving of reasonable notice of not less than 24 hours. to the employer

20. - MATERNITY LEAVE

(1) Eligibility for Maternity Leave

An employee who becomes pregnant shall, upon production to her employer of a certificate from a duly qualified medical practitioner stating the presumed date of her confinement, be entitled to maternity leave provided that she has had not less than 12 months' continuous service with that employer immediately preceding the date upon which she proceeds upon such leave.

For the purooses of this clause:

(a) An employee shall include a part-time employee but shall not include an employee engaged upon casual or seasonal work.

(b) Maternity leave shall mean unpaid maternity leave.

(2) Period of Leave and Commencement of Leave

(a) Subject to subclauses (3) and (6) hereof, the period of maternity leave shall be for an unbroken period of from 12 to 52 weeks and shall include a period of six weeks' compulsory leave to be taken immediately before the presumed date of confinement and a period of six weeks' compulsory leave to be taken immediately following confinement.

(b) An employee shall, not less than 10 weeks prior to the presumed date of confinement, give notice in writing to her employer stating the presumed date of confinement.

(c) An employee shall give not less than four weeks' notice in writing to her employer of the date upon which she proposes to commence maternity leave, stating the period of leave to be taken.

(d) An employee shall not be in breach of this order as a consequence of failure to give the stipulated period of notice in accordance with paragraph (c) hereof if such failure is occasioned by the confinement occurring earlier than the presumed date.

(3) Transfer to a Safe-Job

Where in the opinion of a duly qualified medical practitioner, illness of 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 shall, 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.

If the transfer to a safe job is not practicable, the employee may, or the employer may require the employee to, take leave for such period as is certified necessary by a duly qualified medical practitioner. Such leave shall be treated as maternity leave for the purposes of subclauses (7), (8), (9) and (10) hereof.

(4) Variation of Period of Maternity Leave

(a) Provided the addition does not extend the maternity leave beyond 52 weeks, the period may be lengthened once only, save with the agreement of the employer, by the employee giving not less than 14 days; notice in writing stating the period by which the leave is to be lengthened.

(b) The period of leave may, with the consent of the employer, be sortened by the employee giving not less than 14 days' notice in writing stating the period by which the leave is to be shortened.

(5) Cancellation of Maternity Leave

(a) Maternity leave, applied for but not commenced, shall be cancelled when the pregnancy of an employee terminates other than by the birth of a living child.

(b) Where the pregnancy of an employee then on maternity leave terminates other than by the birth of a living child, it shall be right of the employee to resume work at a time nominated by the employer which shall not exceed four weeks from the date of notice in writing by the employee to the employer that she desires to resume work.

(6) Special Maternity Leave and Sick Leave

(a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child then -

(i) she shall be entitled to such period of unpaid leave (to be known as special maternity leave) as a duly qualified medical practitioner certifies as necessary before her return to work.

(ii) for illness other than the normal consequences of confinement she shall be entitled, either in lieu of or in addition to special maternity leave, to such paid sick leave as to which she is then entitled and which a duly qualified medical practitioner certifies as necessary before her return to work.

(b) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take such paid sick leave as to which she is then entitled and such further unpaid leave (to be known as special maternity leave) as a duly qualified medical practitioner certifies as necessary before her return to work, provided that the aggregate of paid sick leave, special maternity leave and maternity leave shall not exceed 52 weeks.

(c) For the purposes of subclauses (7), (8) and (9) hereof, maternity leave shall include special maternity leave.

(d) An employee returning to work after the completion of a period of leave taken pursuant to this subclause shall be entitled to the position which she held immediately before proceeding on such leave or, in the case of an employee who was transferred to a safe job pursuant to subclause (3), to the position she held immediately before such transfer.

Where such position no longer exists but there are other positions available, for which the employee is qualified and the duties of which she is capable of performing, she shall be entitled to a position as nearly comparable in status and salary or wage to that of her former position.

(7) Maternity Leave and Other Leave Entitlements

Provided the aggregate of leave including leave taken pursuant to subclauses (3) and (6) hereof does not exceed 52 weeks.

(a) An employee may, in lieu of or in conjunction with maternity leave, take any annual leave or long service leave or any part therof to which she is then entitled.

(b) Paid sick leave or other paid authorised award absences (excluding annual leave or long service leave), shall not be available to an employee during her absence on maternity leave.

(8) Effect of Maternity Leave on Employment

Notwithstanding any award, or other provision to the contrary, absence on maternity leave shall not break the continuity of service of an employee but shall not be taken into account in calculating the period of service for any purpose of the award.

(9) Termination of Employment

(a) An employee on maternity leave may terminate her employment at any time during the period of leave by notice given in accordance with this award.

(b) An employer shall not terminate the employment of an employee on the ground of her pregnancy or of her absence on maternity leave, but otherwise the rights of an employer in relation to termination of employment are not hereby affected.

(10) Return to Work After Maternity Leave

(a) An employee shall confirm her intention of returning to her work by notice in writing to the employer given not less than four weeks prior to the expiration of her period of maternity leave.

(b) An employee, upon the expiration of the notice required by paragraph (a) hereof, shall be entitled to the position which she held immediately before proceeding on maternity leave or, in the case of an employee who was transferred to a safe job pursuant to subclause (3), to the position which she held immediately before such transfer. Where such position no longer exists but there are other positions available for which the employee is qualified and the duties of which she is capable of performing, she shall be entitled to a position as nearly comparable in status and salary or wage to that of her former position.

(11) Replacement Employees

(a) A replacement employee is an employee specifically engaged as a result of an employee proceeding on maternity leave.

(b) Before an employer engages a replacement employee under this subclause, the employer shall inform that person of the temporary nature of the employment and of the rights of the employee who is being replaced.

(c) Before an employer engages a person to replace an employee temporarily promoted or transferred in order to replace an employee exercising her rights under this clause, the employer shall inform that person of the temporary nature of the promotion or transfer and of the rights of the employee who is being replaced.

(d) provided that nothing in this subclause shall be construed as requiring an employer to engage a replacement employee.

(e) A replacement employee shall not be entitled to any of the rights conferred by this clause except where her employment continues beyond the 12 months qualifying period.

21. - BEREAVEMENT LEAVE

An employee shall, on the death within Australia of a wife, husband, de-facto wife or de-facto husband, father, father-in-law, mother, mother-in -law, brother, sister, child or stepchild be entitled on notice, of leave up to and including the day of the funeral of such relation and such leave shall be without deduction of pay for a period not exceeding the number of hours worked by the employee in tow ordinary working days. Proof of such death shall be furnished by the employee to the satisfaction of the employer.

Provided that payment in respect of compassionate leave is to be made only where the employee otherwise would have been on duty and shall not be granted in any case where the employee concerned would have been off duty in accordance with his or her roster, or on long service leave, annual leave, sick leave, workers' compensation, leave without pay, or on a public holiday.

22. - SALARIES

(1) The minimum weekly rate of salary payable to persons employed pursuant to this subclause, operative on and from the commencement of the first pay period on or after 1 July 2018 shall be:

$ (Per Week)

$A.S.N.A. TOTAL $ WAGE

(a) PlayleaderLevel One (Uncertificated Employee)Step I 412.60 0 768.30Step II 422.00 0 778.20Step III 431.50 0 788.20

Level Two (Completed Stage One)Step I 431.50 0 788.20Step II 441.00 0 798.30

Level Three (Completed Stage Two)Step I 441.00 0 798.30Step II 450.50 0 808.40

Level Four (Completed Stage Three or equivalent)Step I 450.50 0 808.40Step II 460.00 0 818.40

Level Five (Completed Course or equivalent)Step I 469.50 0 832.80Step II 482.50 0 846.80Step III 494.25 0 859.60Step IV 506.00 0 872.20

(b) Supervisor PlayleaderLevel One (Uncertificated)Step I 487.10 0 851.80Step II 498.10 0 863.60Step III 509.80 0 876.30

Level Two (Completed Stage One)Step I 509.80 0 876.30Step II 521.20 0 886.50

Level Three (Completed Stage Two )Step I 521.20 0 886.50Step II 532.60 0 898.80

Level Four (Completed Stage Three or Equivalent)Step I 532.60 0 898.80Step II 544.00 0 911.10

Level Five (Completed Course or Equivalent)Step I 555.40 0 923.40Step II 569.00 0 940.30Step III 583.10 0 955.50Step IV 591.50 0 964.60

(2) (a) "Completed Course" refers to a Playleader or Supervisor Playleader who has completed the Certificate in Human Services (Playleading) or, alternatively, has completed course equivalents as referred to in paragraphs (d) and (e) of this subclause.

(b) "Level Two" refers to a Playleader or Supervisor Playleader who has completed Stage One of the Certificate in Human Services (Playleading).

(c) "Level Three" refers to a Playleader or Supervisor Playleader who has completed Stage Two of the Certificate in Human Services (Playleading).

(d) "Level Four" except as provided for in paragraph (e) of this subclause, refers to a Playleader or Supervisor Playleader who has completed Stage Three of the Certificate in Human Services (Playleading) or has completed the following courses:

(i) Associate Diploma of Social Science (Child Care); or

(ii) Child Care Certificate; or

(iii) Nursery Nurses Examination Board (NNEB); or

(iv) Mothercraft Nurse; or

(v) a teaching qualification; or

(vi) a degree in psychology which includes study in the area of child development.

(e) "Level Five" refers to a Playleader or Supervisor Playleader who has completed the Certificate in Human Services (Playleading) or has completed one of the following courses:

(i) Bachelor of Arts (Recreation); or

(ii) Bachelor of Arts (Children's Studies)

or, alternatively, has the following combination of qualifications and experience:

(iii) a Playleader or Supervisor Playleader with any of the qualifications specified in subclause (2)(d)(i) to (2)(d)(vi) herein; and

(iv) 12 months experience in Out of School Hours Care.

(3) (a) Except as provided hereunder, in paragraphs (c) and (d), of this subclause, progression from Step to Step for a Playleader and Supervisor Playleader will be contingent upon:

(i) 12 months service at each Step; and

(ii) satisfactory performance at each Step.

(b) On completion of each stage of the Certificate in Human Services (Playleading) course the rate of pay for a Playleader and Supervisor Playleader shall move to the next highest rate of pay within the relevant Level, e.g. a Playleader or Supervisor Playleader at Level One, Step I who completes Stage One of the Playleader's course, shall, upon completion of that stage, move immediately to the Level Two, Step I rate, whereas a Playleader or Supervisor Playleader at the Level One, Step III rate who completes Stage One of the course shall, upon completion of that stage move to Level Two, Step II rate.

(c) For a Playleader or Supervisor Playleader on rates of pay between Level One, Step III and Level Five, Step I, the rate of progression shall be dependant on the Stage of the course completed and the period of time since the employee's last increase. Where the employee has already received an increase in the 12 month period prior to their anniversary date through completion of a stage of the course then he/she will not receive an annual increment within that Level until such time as 12 months has lapsed since receiving the last increase.

(d) Except as provided for in subclause (2)(e) of this clause, where a Playleader or Supervisor Playleader has not received an increment in the 12 month period prior to their anniversary date and there is a remaining increment in that Level then he/she will receive that increment on their anniversary date subject to paragraph (a) of this subclause.

(4)$E12 Jun

96.$F22 Aug

96A.S.N.A. TOTAL

WAGE$Co-ordinator - Level OneStep I 591.50 591.50 0 964.60Step II 619.60 619.60 0 995.00Step III 642.10 642.10 0 1019.20Step IV 659.55 672.60 0 1050.00Step V 684.70 704.00 0 1084.00

Co-ordinator - Level TwoStep I 659.60 672.60 0 1050.00Step II 687.85 704.00 0 1084.00Step III 709.85 729.50 0 1111.40Step IV 719.70 744.30 0 1127.40

(a) Co-ordinator Level One with two or three years training or relevant experience enters Step I and exits Step IV.

(b) Co-ordinator Level One with four years training enters Step II and exits Step IV.

(c) Co-ordinator Level Two with two or three years training or relevant experience enters Step I and exits Step III.

(d) Co-ordinator Level Two with two or three years training or relevant experience enters Step II and exits Step IV.

(e) "Training" in terms of a Coordinator Level One and Level Two shall be considered to be in line with training as specified for Playleader and Supervisor Playleader.

(f) "Relevant Experience" in terms of a Coordinator Level One and Level Two shall be considered to be in line with that specified for Playleader and Supervisor Playleader, subject to paragraph (g) of this subclause.

(g) In addition to the grading, level of training and/or experience relevant to determining the appropriate level of pay for a Coordinator Level One and Coordinator Level Two in accordance with this clause, an employer may advance a Coordinator Level One or Coordinator Level Two beyond the steps or increments provided for taking into account any factor relevant to the exercise of increased skill and responsibility.

(h) Progression from Step to Step for a Coordinator Level One and Coordinator Level Two will be contingent upon:

(i) 12 months service at each Step; and

(ii) satisfactory performance at each Step.

(5) (a) The rates payable to persons pursuant to Column E of subclause (4) shall be operative from the beginning of the first pay period commencing on or after 12 June 1996.

(b) The rates payable to persons pursuant to Column F of subclause (4) shall be operative from the beginning of the first pay period commencing on or after 22 August 1996.

(6) Junior Rates

An employee, under the age of 21 years, employed pursuant to this award shall be paid a percentage of the rate applicable to an adult employee in an equivalent classification according to the relevant experience and qualification:

%

At 17 years of age 60At 18 years of age 75At 19 years of age 85At 20 years of age 95Thereafter the adult rate

(7) A casual employee, as defined in Clause 4. - Definitions of this award, shall, in addition to the ordinary hourly rate of wage prescribed for the classification of work performed, receive a loading of 20%.

(8) An employee who has had previous experience relevant to employment covered by this award may have that experience taken into account in determining the year of employment at which the employee is appointed and paid.

(9) It is a condition that no employee shall suffer a reduction in wages by reasons of the coming into operation of any Order of the Western Australian Industrial Relations Commission in the implementation of the minimum rates adjustment on or after the 22nd August, 1994.

(10) The rates of pay in this award include arbitrated safety net adjustments available since December 1993, under the Arbitrated Safety Net Adjustment Principle.

These arbitrated safety net adjustments may be offset against any equivalent amount in the rate of pay received by employees since 1 November 1991 above the rate prescribed in the Award, except where such absorption is contrary to the terms of an industrial agreement.

Increases in rates of pay otherwise made under the State Wage Case Principles, excepting those resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

(11) Wage relativities in the Award have been established in accordance with the September 1989 State Wage Case Decision ([1989] 69 WAIG 2917) and the establishment of a Key Minimum Classification Rate for the Qualified Child Care Giver (73 WAIG 101 and 74 WAIG 2161).

22A. - CLASSIFICATION DEFINITIONS AND SKILL DESCRIPTORS

(1) Playleader

(a) Definition: An employee at this level shall be a Playleader working under routine supervision, engaged to assist in the supervision and care of children and generally assist in the functioning of the Centre.

(b) Skill Descriptor: An employee at this level shall be expected to have the following skills:(i) the ability to carry out day to day administrative tasks;

(i) the ability to carry out day to day administrative tasks;

(ii) the knowledge and ability to contribute to the development and implementation of appropriate programmes accommodating cultural, gender and special needs requirements within before school, after school and vacation care settings;

(iii) to assist in conducting and facilitating a range of leisure and recreational activities.

(c) Responsibilities of a Playleader may include, but not be limited to, the following:

- mark and check daily attendance rolls, issue receipts as required;

- notate and monitor signing in and out registers;

- write accident reports where necessary;

- contribute to newsletters and notices as required;

- maintain hours records as required;

- assist with the calculation, recording and collection of fee payments as required;

- assist with banking and administer petty cash as required;

- assist with maintaining effective children's records;

- have some knowledge of legal issues and referral resources;

- contribute in a team setting to the development of effective programmes which enhance the developmental stages, needs, interests and abilities of children in an out of School care setting;

- be aware of culture, gender and special needs requirements of children in programming;

- be aware of and assist with the implementation and effective use of materials, equipment and the environment;

- assist in ensuring safety requirements are met;

- assist in implementing appropriate ratios in the planning and delivery of programmes;

- be aware of resource constraints within the service;

- encourage positive behaviour interacting positively;

- apply appropriate rules and limits;

- ensure routines are appropriate and accord with centre policy;

- provide both positive and negative feedback to parents;

- in conjunction with Supervisor provide effective communication with parents and the community generally;

- participate as an effective team member;

- assist in the fostering and provision of an appropriate and safe environment for children, promoting good health and hygiene practices;

- assist in ensuring appropriate activities and outings are included in programmes.

(2) Supervisor Playleader

(a) Definition: An employee at this level shall be an employee working in contact with children, responsible for the effective supervision of the Centre and who is appointed as such.

(b) Skill Descriptors: In addition to the skills of a Playleader an employee at this level shall demonstrate the following skills:

(i) an ability to maintain all administrative services in an out of School and vacation care setting;

(ii) the knowledge and ability to oversee programming and ensure programmes accord with the centre policy;

(iii) the ability to co-ordinate a range of recreational and leisure activities;

(iv) the ability to effectively supervise Playleaders.

(c) Responsibilities of a Supervisor shall include, but not be limited to, the following:

- the responsibilities of a Playleader;

- the order and purchase of materials and equipment;

- responding to correspondence as required;

- assisting in the maintenance of appropriate personnel files;

- in conjunction with the employer, to develop and implement policy and procedures on health and safety, hygiene, administering of medication and maintenance of records;

- in conjunction with the employer/co-ordinator encourage parent involvement and ensure parents are aware of the philosophy and policies of the service;

- assist the management body to prepare advertising and publicity material;

- prepare and maintain staff rosters;

- pay accounts and administer payroll as required;

- provide ongoing support and supervision of staff and identify staff training needs;

- induct new staff and provide on the job training;

- supervise and support volunteers and work experience students in the centre;

- assist the management committee in staff selection as required;

- assist in the development of an effective staff team;

- evaluate programme and routines and modify accordingly;

- apply knowledge of child development and designing programmes;

- plan appropriate programmes for before, after school and vacation care;

- develop and implement programme goals in accordance with service philosophy;

- develop and implement appropriate routines;

- evaluate programme and routines and modify accordingly.

(3) Co-ordinator

(a) Definition:

(i) Co-ordinator Level One: shall be an employee who has overall responsibility for more than one out of school hours centre and who is appointed as such.

(ii) Co-ordinator Level Two: shall be an employee who has overall responsibility for a full time out of school hours service and who is appointed as such.

(b) In addition to the role of the supervisor responsibilities of a Co-ordinator Level One or Level Two may include the following:

- be responsible for the administration of out of school care and/or vacation care programme(s);

- select, train and appraise staff as required;

- in conjunction with the management body, develop, implement and promote the aims and policies of the service;

- maintain personnel records and be responsible for the application of relevant industrial awards and legislation;

- keep accounts and handle clerical matters as required;

- ensure the service meets all accountability requirements;

- liaise with associated organisations, agencies and government departments as required;

- to assist in the preparation of funding submissions in conjunction with the management body;

- assist in the preparation and monitoring of the budget in conjunction with the management body.

23. - FARES AND TRAVELLING ALLOWANCES

(1) Where an employee is required during his usual working hours, by his employer, to work outside his usual place of employment, the employer shall pay the employee any reasonable travelling expenses incurred except where an allowance is paid in accordance with subclause (2) of this clause.

(2) (a) Where an employee is required and authorised to use his own motor vehicle in the course of his duties he shall be paid an allowance not less than that provided for in the schedules set out hereunder. Notwithstanding anything contained in this subclause the employer and the employee may make any other arrangement as to car allowance not less favourable to the employee.

(b) Where an employee in the course of a journey travels through two or more of the separate areas, payment at the rates prescribed herein shall be made at the appropriate rate applicable to each of the separate areas traversed.

(c) A year for the purpose of this clause shall commence on the first day of July and end on the thirtieth day of June next following.

Rates of hire for use of employee's own vehicle on employer's business

Schedule 1 - Motor Vehicle Allowances

Area Details Engine Displacement (in cubic centimetres)Over

2600ccOver 1600-

2600ccl600cc & under

Rate per kilometre (cents)

Metropolitan Area 88.4 76.9 68.0

South West Land Division 90.9 78.9 70.1

North of 23.5° South Latitude 99.7 86.9 77.4

Rest of the State 93.8 81.5 72.3

Schedule 2 - Motor Cycle Allowances

Distance travelled during a year on official business Rate per kilometre (cents)

All areas of the State 30.5

Motor vehicles with rotary engines are to be included in the 1600-2600cc category

24. - SUPERANNUATION

The superannuation provisions contained herein operate subject to the requirements of the hereinafter prescribed provision titled - Compliance, Nomination and Transition.

(1) Employer Contributions:

(a) An employer shall contribute 9% of ordinary time earnings per eligible employee into Westscheme which complies with the guidelines established by the Occupational Superannuation Commission.

(b) Employer contributions shall be paid on a monthly basis for each week of service that the eligible employee completes with the employer.

(c) No contributions shall be made for periods of unpaid leave, or unauthorised absences in excess of one week.

(2) Definitions:

"Approved Fund" shall mean a fund which has been established by and on behalf of the employer for the purposes of Occupational Superannuation and which complies with the Australian Government's Operational Standards for Occupational Superannuation.

"Ordinary time earnings" shall mean the salary, wage or other remuneration regularly received by the employee in respect of the time worked in ordinary hours and shall include shift work penalties, payments which are made for the purpose of District or Location Allowances or any other rate paid for all purposes of the award to which the employee is entitled for ordinary hours of work. Provided that "ordinary time earnings" shall not include any payment which is for vehicle allowances, fares or travelling time allowances (including payments made for travelling related to distant work), commission or bonus.

"Eligible Employee" means a full-time, part-time or casual employee for whom 9% of ordinary time weekly earnings is greater than $3.00 in the case of part-time and casual employees, and greater than $4.00 in the case of full-time employees, and provided also that the employee is employed for at least part of the time as a Term Playleader.

(3) Qualifying Period:

All employees shall serve a qualifying period of one calendar month's continuous service with the employer before becoming entitled to the employer contributions mentioned in subclause (1) of this clause. Such employer contributions shall apply from the date of commencement.

(4) Exemptions:

(a) Employers of employee who are covered by a Superannuation Award or Agreement made pursuant to the Industrial Relations Act 1979 shall be exempted from the provisions of this clause.

(b) An employer who provides superannuation under an Approved Company Fund to employees shall, in respect of those employees, and by agreement with the Union, pay the contributions specified in paragraph (a) of subclause (2) of this clause to such Approved Company Fund.

(5) Operative Date:

This clause shall operate from 1st July, 1989.

Compliance, Nomination and Transition

Notwithstanding anything contained elsewhere herein which requires that contribution be made to a superannuation fund or scheme in respect of an employee, on and from 30 June 1998 -

(a) Any such fund or scheme shall no longer be a complying superannuation fund or scheme for the purposes of this clause unless -

(i) the fund or scheme is a complying fund or scheme within the meaning of the Superannuation Guarantee (Administration) Act 1992 of the Commonwealth; and

(ii) under the governing rules of the fund or scheme, contributions may be made by or in respect of the employee permitted to nominate a fund or scheme;

(b) The employee shall be entitled to nominate the complying superannuation fund or scheme to which contributions are to be made by or in respect of the employee;

(c) The employer shall notify the employee of the entitlement to nominate a complying superannuation fund or scheme as soon as practicable;

(d) A nomination or notification of the type referred to in paragraphs (b) and (c) of this subclause shall, subject to the requirements of regulations made pursuant to the Industrial Relations Legislation Amendment and Repeal Act 1995, be given in writing to the employer or the employee to whom such is directed;

(e) The employee and employer shall be bound by the nomination of the employee unless the employee and employer agree to change the complying superannuation fund or scheme to which contributions are to be made;

(f) The employer shall not unreasonably refuse to agree to a change of complying superannuation fund or scheme requested by a employee;

Provided that on and from 30 June 1998, and until an employee thereafter nominates a complying superannuation fund or scheme -

(g) if one or more complying superannuation funds or schemes to which contributions may be made be specified herein, the employer is required to make contributions to that fund or scheme, or one of those funds or schemes nominated by the employer;

or

(h) if no complying superannuation fund or scheme to which contributions may be made be specified herein, the employer is required to make contributions to a complying fund or scheme nominated by the employer.

25. - AWARD MODERNISATION AND ENTERPRISE CONSULTATION

(1) The parties to this award are committed to co-operating positively to increase the efficiency and productivity of the industry, and to enhance the career opportunities and job security of employees in the industry.

(2) At each centre or service a consultative mechanism may be established by the employer, or where requested by the employees or their union, shall be established. The consultative mechanism and procedure shall be appropriate to the size, structure and needs of the particular centre or service.

(3) Where a consultative mechanism is established, it shall be free to address any matters which are consistent with the objectives as outlined in subclause (1) of this clause.

(4) Discussions that take place within the framework of the consultative mechanism will have regard to the following requirements:

(a) the changes sought shall not affect provisions reflecting state standards;

(b) the majority of employees affected by any proposed change at the centre or service must be informed of the proposed change, and the majority of such employees, must genuinely agree with the proposal;

(c) any proposed agreement shall not, in the context of a total package, provide for a set of conditions of a lesser standard than that provided by the award, and no employee shall have a lesser income as a result of the conditions proposed in the agreement;

(d) when discussions affect wages and/or conditions of employment, the union must be invited to participate;

(e) the parties to the award, shall not unreasonably oppose any proposed agreement which results from the consultative process outlined in this clause;

(f) any agreement proposed pursuant to this clause relating to an award matter, shall be subject to ratification by the Western Australian Industrial Relations Commission and, if it is approved, such agreement shall then operate as a schedule to this award and take precedence over any provision of this award to the extent of any inconsistency;

(g) if agreement to any proposal arising out of the consultative process outlined in this clause cannot be reached, then the matter may be referred to the Western Australian Industrial Relations Commission for determination.

26. - REDUNDANCY

(1) Definition

Redundancy occurs when an employer decides that the employer no longer wishes the job the employee has been doing to be done by anyone and this is not due to the ordinary and customary turnover of labour.

(2) Transfer to lower paid duties

Where an employee is transferred to lower paid duties by reason of redundancy the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and the employer may at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former ordinary rate of pay and the new ordinary time rate for the number of weeks of notice still owing.

(3) Severance Pay

(a) In addition to the period of notice prescribed for ordinary termination in the contract of service clause in this award, an employee whose employment is terminated by reason of redundancy must be paid, subject to further order of the Commission, the following amount of severance pay in respect of a continuous period of service:

Period of continuous service Severance pay

1 year or less Nil1 year and up to the completion of 2 years 4 weeks pay2 years and up to the completion of 3 years 6 weeks pay3 years and up to the completion of 4 years 7 weeks pay4 years and over 8 weeks pay

(b) "Weeks pay" means the ordinary time rate of pay for the employees concerned.

(c) Provided that the severance payments shall not exceed the amount which the employee would have earned if employment with the employer had proceeded to the employee's normal retirement date.

(4) Employee leaving during notice period

An employee whose employment is terminated by reason of redundancy may terminate his/her employment during the period of notice and, if so, will be entitled to the same benefits and payments under this clause had they remained with the employer until the expiry of such notice. However, in this circumstance the employee will not be entitled to payment in lieu of notice.

(5) Alternative employment

An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

(6) Time off during notice period

(a) During the period of notice of termination given by the employer an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

(b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or he or she shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

(7) Superannuation benefits

(a) Subject to further order of the Commission where an employee who is terminated receives a benefit from a superannuation scheme, he or she shall only receive under subclause (3) hereof the difference between the severance pay specified in that clause and the amount of the superannuation benefit he or she receives which is attributable to employer contributions only.

(b) If this superannuation benefit is greater than the amount due under subclause (3) hereof then he or she shall receive no payment under that clause.

(8) Employees exempted

(a) This clause shall not apply where employment is terminated as a consequence of conduct that justifies instant dismissal including inefficiency within the first fourteen days, neglect of duty or misconduct, and in the case of casual employees, apprentices or employees engaged for a specific period of time or for a specific task or tasks.

(b) Notwithstanding the foregoing provisions trainees who are engaged for a specific period of time shall, once the traineeship is completed and provided that the trainee's services are retained, have all service including the training period counted in determining entitlements. In the event that a trainee is terminated at the end of his or her traineeship and is re-engaged by the same employer within six months of such termination the period of traineeship shall be counted as service in determining any future redundancy entitlements.

(9) Incapacity to pay

An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied on the basis of the employer's incapacity to pay.

APPENDIX - RESOLUTION OF DISPUTES REQUIREMENT

(1) This Appendix is inserted into the award/industrial agreement as a result of legislation which came into effect on 16 January 1996 (Industrial Relations Legislation Amendment and Repeal Act 1995) and further varied by legislation which came into effect on 23 May 1997 (Labour Relations Legislation Amendment Act 1997).

(2) Subject to this appendix, and in addition to any current arrangements the following procedures shall apply in connection with questions, disputes or difficulties arising under this award/industrial agreement.

(a) The persons directly involved, or representatives of person/s directly involved, shall discuss the question, dispute or difficulty as soon as is practicable.

(b) (i) If these discussions do not result in a settlement, the question, dispute or difficulty shall be referred to senior management for further discussion.

(ii) Discussions at this level will take place as soon as practicable.

(3) The terms of any agreed settlement should be jointly recorded.

(4) Any settlement reached which is contrary to the terms of this award/industrial agreement shall not have effect unless and until that conflict is resolved to allow for it.

(5) Nothing in this appendix shall be read so as to exclude an organisation party to or bound by the award/industrial agreement from representing its members.

(6) Any question, dispute or difficulty not settled may be referred to the Western Australian Industrial Relations Commission provided that with effect from 22 November 1997 it is required that persons involved in the question, dispute or difficulty shall confer among themselves and make reasonable attempts to resolve questions, disputes or difficulties before taking those matters to the Commission..

SCHEDULE A - PARTIES TO THE AWARD

The following organisation is a party to this award:

Australian Liquor, Hospitality and Miscellaneous Workers Union, Western Australian Branch

SCHEDULE B - RESPONDENTS

CommunicareCnr Hillview Terrace and Hillview Place, South Bentley WA 6102

Shire of Wanneroo,Post Office Box 21, Wanneroo WA 6065

Save the Children Fund,Post Office Box 160, Subiaco WA 6008

City of Stirling,96 Hertha Road, Stirling WA 6021

City of Fremantle,Post Office Box 807, Fremantle WA 6160

Mt. Hawthorn Primary School,Matlock Street, Mt. Hawthorn WA 6016

City of Cockburn,Post Office Box 21, Hamilton Hill WA 6163

Bernice Hargraves,178 Third Avenue, Kelmscott WA 6111

Coolbinia Primary SchoolBradford Street, Coolbinia WA 6107

East Cannington Out of School Child Care CentrePO Box 378, Cannington WA 6107

Subiaco Children's Centre293 Bagot Road, Subiaco WA 6008

City of Nedlands,Stirling Highway, Nedlands WA 6009

APPENDIX - S.49B - INSPECTION OF RECORDS REQUIREMENTS

(1) Where this award, order or industrial agreement empowers a representative of an organisation of employees party to this award, order or industrial agreement to inspect the time and wages records of an employee or former employee, that power shall be exercised subject to the Industrial Relations (General) Regulations 1997 (as may be amended from time to time) and the following:

(a) The employer may refuse the representative access to the records if: -

(i) the employer is of the opinion that access to the records by the representative of the organisation would infringe the privacy of persons who are not members of the organisation; and

(ii) the employer undertakes to produce the records to an Industrial Inspector within 48 hours of being notified of the requirement to inspect by the representative.

(b) The power of inspection may only be exercised by a representative of an organisation of employees authorised for the purpose in accordance with the rules of the organisation.

(c) Before exercising a power of inspection, the representative shall give reasonable notice of not less than 24 hours to an employer.

Dated at Perth this 7th day of February, 1985.

Commissioner

V A R I A T I O N R E C O R D

CHILD CARE (OUT OF SCHOOL CARE PLAYLEADERS)

AWARD NO. A 13 OF 1984

Delivered 07/02/85 at 65 WAIG 665

Consolidated 13/03/95 at 75 WAIG 997

CLAUSE NO.

EXTENT OF VARIATION

ORDER NO.

OPERATIVE DATE

GAZETTE REFERENCE

1. Title

(1A. State Wage Principles)

Ins. Cl. 1752/91 31/01/92 72 WAIG 191

Cl. & Title 1457/93 24/12/93 74 WAIG 198

(1A. State Wage Principles December 1993)

Cl. & Title 985/94 30/12/94 75 WAIG 23

(1A. Statement of Principles December 1994)

Cl. & Title 1164/95 21/03/96 76 WAIG 911

(1A. Statement of Principles March 1996)

Cl & Title 915/96 7/08/96 76 WAIG 3368

(1A Statement of Principles - August 1996)

Cl & Title 940/97 14/11/97 77 WAIG 3177

(1A. Statement of Principles - November 1997)

Cl. & Title 757/98 12/06/98 78 WAIG 2579

(1A. Statement of Principles - June, 1998)

Del. Cl. 609/99 06/07/99 79 WAIG 1847

1B. Minimum Adult Award Wage

Ins. 1B 940/97 14/11/97 77 WAIG 3177

Cl. 1085/98 17/07/98 79 WAIG 67

Min. Wage Rate & text. 609/99 01/08/99 79 WAIG 1847

Cl 654/00 01/08/00 80 WAIG 3379

Cl 752/01 01/08/01 81 WAIG 1721

Cl. 797/02 01/08/02 82 WAIG 1369

Cl. 569/03 5/06/03 83 WAIG 1899

(9) 1197/03 1/11/03 83 WAIG 3537

Cl 570/04 4/06/04 84 WAIG 1521

Cl. 576/05 07/07/05 85 WAIG 2089 & 2236

Cl. 957/05 07/07/06 86 WAIG 1631 & 1769

Cl. 1/07 01/07/07 87 WAIG 1487 & 1639

Cl 115/07 01/07/08 88 WAIG 773 & 913

Cl 1/09 01/10/09 89 WAIG 735 & 1329

Cl 2/10 01/07/10 90 WAIG 568 & 827

Cl 2/11 01/07/11 91 WAIG 1008 & 1230

Cl 2/12 01/07/12 92 WAIG 1051

Cl. 1/13 01/07/13 93 WAIG 722

Cl. 1/14 01/07/14 94 WAIG 942

Cl. 1/15 01/07/15 95 WAIG 922

Cl. 1/16 01/07/16 96 WAIG 779

Cl. 1/17 01/07/17 97 WAIG 844

Cl. 1/18 01/07/18 98 WAIG 263 & 550

2. Arrangement

Ins 2A 976/88 30/09/88 69 WAIG 1505

Ins 24. 229/89 01/07/89 69 WAIG 2385

Delete 2A G.O. 1940/89 08/09/89 69 WAIG 2913

Ins 2A, 23 Title 1386/89(R 04/12/89 70 WAIG 370

2A - title; Ins. 25 1431/91 17/12/91 72 WAIG 288

Ins. 1A 1752/91 31/01/92 72 WAIG 191

Del. 2A. 556/92 16/07/92 72 WAIG 1568

Correction Op. date 556/92 16/06/92 72 WAIG 1569

Del Append. I, Ins Sch. A - B 557/93 04/05/93 73 WAIG 1645

1A. Title 1457/93 24/12/93 74 WAIG 198

Ins. 22A 1646/91 22/08/94 74 WAIG 2161

1A. Title 985/94 30/12/94 75 WAIG 23

1A. Title 1164/95 21/03/96 76 WAIG 911

Ins. App- Res 693/96 16/07/96 76 WAIG 2768

Ins. Appendix - S.49B 694/96 16/07/96 76 WAIG 2789

1A. Title 915/96 7/08/96 76 WAIG 3368

1A 940/97 14/11/97 77 WAIG 3177

Ins. 1B 940/97 14/11/97 77 WAIG 3177

Ins. 26 253/98 20/05/98 78 WAIG 2435

1A. Title 757/98 12/06/98 78 WAIG 2579

Del. 1A. 609/99 06/07/99 79 WAIG 1847

(2A. State Wage Principles - September 1988)

Ins. Cl 976/88 30/09/88 69 WAIG 1505

Deleted by G.O. 1940/89 08/09/89 69 WAIG 2913

(2A. State Wage Principles - September 1989)

Ins cl. 1386/89(R 04/12/89 70 WAIG 370

Cl. & title; 1431/91 17/12/91 72 WAIG 288

(2A. State Wage Principles - June 1991)

Del. Cl. 556/92 16/07/92 72 WAIG 1568

Correction Op. date 556/92 16/06/92 72 WAIG 1569

3. Area and Scope

4. Definitions

Cl. 1167/85 26/08/86 66 WAIG 1439

Del definition 1646/91 22/08/94 74 WAIG 2161

5. Contract of Service

Cl. 1167/85 26/08/86 66 WAIG 1439

Ins. (3) 1431/91 17/12/91 72 WAIG 288

6. Hours of Work

(2)(c) - Rate 1431/91 17/12/91 72 WAIG 288

(2)(c) 661/03 11/3/05 85 WAIG 1124

(2)(c) 93/06 02/04/07 87 WAIG 616

(2)(c) 96/08 19/11/08 88 WAIG 2276

7. Meal Breaks and Allowances

(2) 1176/85 9/5/86 66 WAIG 1038

(2) 135/90(R2) 27/06/90 70 WAIG 2672

(2) 1387(A)/96 12/11/96 77 WAIG 235

(2) 670/00 24/11/00 80 WAIG 5536

(2) 1042/01 8/1/02 82 WAIG 252

(2) 1003/02 28/01/03 83 WAIG 648

(2) 661/03 11/3/05 85 WAIG 1124

(2) 93/06 02/04/07 87 WAIG 616

(2) 96/08 19/11/08 88 WAIG 2276

8. Overtime

9. Absence Through Sickness

10. Location Allowances

Figures A13/84Corr 19/6/85 65 WAIG 1178

Cl. 397/85 01/7/85 65 WAIG 1349

Cl. 409/86 01/7/86 66 WAIG 1149

Cl. 603/87 01/7/87 67 WAIG 1094

Cl. 1353/87 01/1/88 68 WAIG 996

Cl. 517/88 01/7/88 68 WAIG 1686

(1); (13) 834/89 01/07/89 69 WAIG 3217

Cl. 778 & 1065/90 01/07/90 70 WAIG 2995

(1) 1049/91 01/07/91 71 WAIG 2753

Cl. 851/92 01/07/92 72 WAIG 2498

Cl. 943/93 01/07/93 73 WAIG 1989

Cl. 714/94 01/07/94 74 WAIG 1869

Cl. 641/95 01/07/95 75 WAIG 2125

Cl. 911/96 01/07/96 76 WAIG 3365

Cl. 1400/97 01/07/97 77 WAIG 2547

Cl. 975/98 01/07/98 78 WAIG 2999

Cl. 690/99 01/07/99 79 WAIG 1843

Cl. 1050/00 01/08/00 80 WAIG 3153

Cl. 718/01 01/07/01 81 WAIG 1559

Cl. 686/02 01/07/02 82 WAIG 1185

Cl. 570/03 01/07/03 83 WAIG 1657

Cl. 696/04 01/07/04 84 WAIG 2145

Cl. 458/05 01/07/05 85 WAIG 1893

Cl. 59/06 01/07/06 86 WAIG 1471

Cl. 53/07 01/07/07 87 WAIG 2435

Cl. 9/08 01/07/08 88 WAIG 689

Cl. 24/09 01/07/09 89 WAIG 729

Corr. Order Schedule B (7)(a)(i)&(ii) 24/09 01/07/09 89 WAIG 2483

Cl. 117/10 01/07/10 90 WAIG 561

Cl. 24/11 01/07/11 91 WAIG 995

Cl. 6/12 01/07/12 92 WAIG 725

Cl. 7/13 01/07/13 93 WAIG 461

Cl. 11/14 01/07/14 94 WAIG 669

Cl. 118/15 01/07/15 95 WAIG 700

Cl. 15/16 01/07/16 96 WAIG 631

Cl. 20/17 01/07/17 97 WAIG 585

Cl. 20/18 01/07/18 98 WAIG 415

11. Annual Leave

(10)(b) A13/84Corr 19/6/85 65 WAIG 1178

4(b) 1386/89(R 04/12/89 70 WAIG 370

12. Public Holidays

(4) A13/84Corr 19/6/85 65 WAIG 1178

13. Long Service Leave

(1) 1386/89(R 4/12/89 70 WAIG 370

14. Right of Entry

Ins. Text 2053(1)/97 22/11/97 77 WAIG 3038

15. Payment of Salaries

16. Staffing Scale

(1) 135/90(R2) 27/06/90 70 WAIG 2672

Cl. 541/94 22/06/94 74 WAIG 1920

17. Stand Down

Cl. 1386/89(R) 04/12/89 70 WAIG 370

18. No Reduction

Cl. 135/90(R2) 27/06/90 70 WAIG 2672

19. Time and Salary Record

Ins text. 491/98 16/04/98 78 WAIG 1471

20. Maternity Leave

21. Bereavement Leave

22. Salaries

(3)(c)text A13/84Corr 19/6/85 65 WAIG 1178

Ins. (1)(c) 1167/85 26/8/86 66 WAIG 1439

(1)(b) 793/86 28/1/88 68 WAIG 465

(3)(c) 899/85 28/1/88 68 WAIG 465

Cl. 976/88 30/09/88 69 WAIG 1505

Cl. 1025/87 31/1/89 70 WAIG 84

Cl. 1386/89(R) 04/12/89 70 WAIG 370

(1) 135/90(R2) 27/06/90 70 WAIG 2672

(1) 1527/90 01/07/91 71 WAIG 2080

(1) 1431/91 17/12/91 72 WAIG 288

(1) 1554/93 31/01/94 74 WAIG 914

Cl. 1646/91 22/08/94 74 WAIG 2161

(1),(5), ins. (11) & (12) 1140/94 25/05/95 75 WAIG 2156

(1)(a) & (b); Del (4) re-numb. (5)-(10) as (4)-(9);(4); (5);Del(11) &(12) & Ins. (10) & (11)

320/96 12/06/96 76 WAIG 2394

Rates & Ins. Text 940/97 14/11/97 77 WAIG 3177

(1), (4), (10) & (11), ins. (12) & (13) 1085/98 17/07/98 79 WAIG 67

Rates (1)(a)-(b), (4), renum. (13) as (14), Ins. (13).

609/99 06/07/99 79 WAIG 1847

Cl 654/00 01/08/00 80 WAIG 3379

Cl 752/01 01/08/01 81 WAIG 1721

(1)(a-b), (4) 797/02 01/08/02 82 WAIG 1369

Cl. 569/03 5/06/03 83 WAIG 1899 & 2053

Cl 570/04 4/06/04 84 WAIG 1521 & 1632

Cl. 576/05 07/07/05 85 WAIG 2089 & 2236

Cl 957/05 07/07/06 86 WAIG 1631 & 1769

Cl. 1/07 01/07/07 87 WAIG 1487 & 1639

Cl 115/07 01/07/08 88 WAIG 773 &913

Cl 1/09 01/10/09 89 WAIG 735 & 1329

Cl 2/10 01/07/10 90 WAIG 568 & 827

Cl 2/11 01/07/11 91 WAIG 1008 & 1230

Cl 2/12 01/07/12 92 WAIG 1051

Cl. 1/13 01/07/13 93 WAIG 722

Cl. 1/14 01/07/14 94 WAIG 942

Cl. 1/15 01/07/15 95 WAIG 922

Cl. 1/16 01/07/16 96 WAIG 779

Cl. 1/17 01/07/17 97 WAIG 844

Cl. 1/18 01/07/18 98 WAIG 263 & 550

22A. Classification Definitions and Skill Descriptors

Ins. Cl. 1646/91 22/08/94 74 WAIG 2161

(23. Leave Reserved)

deleted by 1386/89(R) 04/12/89 70 WAIG 370

23. Fares and Travelling Allowance

Ins cl. 1386/89(R) 04/12/89 70 WAIG 370

Sched.2 & 3; 135/90)R2) 27/06/90 70 WAIG 2672

(2) Sched. 2 & 3 556/92 16/07/92 72 WAIG 1568

Correction Op. date 556/92 16/06/92 72 WAIG 1569

(2)(c) 1387(B)/96 21/10/97 77 WAIG 3462

(2)(c) 670/00 24/11/00 80 WAIG 5536

(2)(c) 1042/01 8/1/02 82 WAIG 252

(2)(c) 1003/02 28/01/03 83 WAIG 648

(2)(c) Correction Order 1003/02 28/1//03 83 WAIG 840

(2)(c) 661/03 11/3/05 85 WAIG 1124

(2)(c) 93/06 02/04/07 87 WAIG 616

(2)(c) 96/08 19/11/08 88 WAIG 2276

24. Superannuation

Ins cl. 229/89 01/07/89 69 WAIG 2385

(4), should the word "employee" be "employees"?

Ins. Text 599/98 30/06/98 78 WAIG 2559

(2) 1003/02 28/01/02 83 WAIG 648

(1)(a) Correction Order 1003/02 4/02/03 83 WAIG 840

25. Award Modernisation and Enterprise Consultation

Ins. Cl. 1431/91 17/12/91 72 WAIG 288

26. Redundancy

Ins. Cl. 253/98 20/05/98 78 WAIG 2435

Appendix - Resolution of Disputes Requirement

Ins. Appendix 693/96 16/07/96 76 WAIG 2768

(1),(6), Del. (7) 2053/97 22/11/97 77 WAIG 3079

Schedule A - Parties to the Award

Ins. Sch. 557/93 04/05/93 73 WAIG 1645

Sch. 670/00 24/11/00 80 WAIG 5536

(Appendix I - Schedule of Respondents.)

Rename Sch. 557/93 04/05/93 73 WAIG 1645

Schedule B - Respondents.

Change of Addresses

of several Respondents 487/96 27/06/96 76 WAIG 3741

Respondent deleted 76/80pt 150 16/05/97 77 WAIG 1512

Appendix - S.49B - Inspection of Records Requirements

Ins. Appendix 694/96 16/07/96 76 WAIG 2789

(1) ins. Text 2053/97 22/11/97 77 WAIG 3138

App. 491/98 16/04/98 78 WAIG 1471