Nurses' (ANF - RFDS Western Operations) Award

1. - TITLE

This award shall be known as the Nurses' (ANF - RFDS Western Operations) 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 is $692.90 per week payable

on and from the commencement of the first pay period on or after 1 July 2016.

(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 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 to the minimum adult award wage.

(6) The minimum adult award wage shall not apply to apprentices, employees engaged on traineeships or

Jobskill placements 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.

(7) 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.

(8) 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.

(9) 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 2016 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.

(10) Adult Apprentices

(a) Notwithstanding the provisions of this clause, an apprentice, 21 years of age or more, shall not

be paid less than $593.90 per week on and from the commencement of the first pay period on

or after 1 July 2016.

(b) The rate paid in the paragraph above to an apprentice 21 years of age or more is payable on

superannuation and during any period of paid leave prescribed by this award.

(c) 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.

(d) Nothing in this clause shall operate to reduce the rate of pay fixed by the award for an adult

apprentice in force immediately prior to 5 June 2003.

2. - ARRANGEMENT

The award is arranged as follows:

1. Title

1B. Minimum Adult Award Wage

2. Arrangement

3. Incidence and Application

4. Term

5. (deleted)

6. Definitions

7. Grievance Procedure

8. Contract of Employment

9. Redundancy

10. Higher Duties 11. Wages

12. Superannuation

13. Accommodation

14. Insurance

15. District Allowances

16. Hours

17. On Call

18. Weekend and Public Holiday Penalties

19. Overtime

20. Calculation of Penalties

21. Rostering

22. Recreation Leave

23. Sick Leave

24. Bereavement Leave

25. Parental Leave

26. Long Service Leave

27. Leave Without Pay 28. Transfers

29. Transport

30. Overnight Stays

31. Study Leave

32. Laundry and Uniforms

Schedule A - Parties to the Award

Appendix - Resolution of Disputes Requirement

Appendix - s49B - Inspection of Records Requirements

3. - INCIDENCE AND APPLICATION

This award shall be binding upon the Australian Nursing Federation, its officers and members and shall be

binding upon the employer in respect of all their employees eligible for membership of the Australian Nursing

Federation whether members or not.

4. - TERM

The term of this award shall be for a period of three years from 1st July, 1982.

5. - DEFINITIONS (DELETED)

6. - DEFINITIONS

(1) “ Nurse” or “ Employee” means a nurse who is registered in Western Australia under the Division One of the Nurses' Act 1992.

(2) “ ANF” or “ Federation” means the Australian Nursing Federation.

(3) “ Accrued Day Off” means the paid days off accruing to an employee as a result of working either full

time or part time, in accordance with the relevant parts of Clause 16. - Hours.

(4) “ Employer” or “ RFDS Western Operations” means Royal Flying Doctor Service of Australia,

Western Operations.

(5) “ Casual Employee” means an employee who:

(a) is engaged for periods of less than ten weeks with no guarantee of continual or additional

employment; and

(b) is paid 1/40th of the weekly rate for their classification for each hour worked, plus a 25%

loading; and

(c) shall not receive any of the entitlements prescribed in Clauses 9, 10, 13, 22 to 27 and 31 of

this award.

(6) “ Part-Time Employee” means an employee who:

(a) is regularly employed to work less hours than those prescribed for full-time employees in any

weekly period; and

(b) shall receive payment for wages, annual leave, sick leave, bereavement leave and uniform and

laundry allowances in the same ratio as the ordinary hours worked relate to full-time

employees; and

(c) may be required to work additional hours or shifts at ordinary rates subject to the normal

rostering parameters of a full-time employee, where the part-time employee has previously

agreed to work such extra hours or shifts, or where the extra hours or shifts were arranged

prior to the completion of the employee’s previous shift.

(7) “ Temporary Employee” means an employee who:

(a) is engaged for a specific period or periods longer than ten weeks but less than or equal to 12

months; and

(b) shall accrue and be paid all the benefits prescribed by this award for time worked as if the

employee was permanently employed.

7. - GRIEVANCE PROCEDURE

Where a dispute concerning the operation of this award arises, the following steps shall be taken:

(1) Step 1

As soon as practicable after the issue or claim has arisen, it shall be considered jointly by the

appropriate supervisor, the employee or employees concerned and where the employee(s) so request(s),

the Australian Nursing Federation workplace representative.

(2) Step 2

If the dispute is not resolved the issue or claim shall be considered jointly by the appropriate senior

representative of the employer, the employee or employees concerned and where the employee(s) so

request(s), the union workplace representative who shall attempt to settle the dispute.

(3) Step 3

If the dispute is not resolved the issue or claim shall be considered jointly by the employer, the

employee or employees concerned and where the employee(s) so request(s), an official of the union

who shall attempt to settle the dispute.

(4) Step 4

If the dispute is not resolved it may then be referred to the Western Australian Industrial Relations

Commission for assistance in resolving the dispute.

8. - CONTRACT OF EMPLOYMENT

(1) Except in the case of casual and temporary employees, the contract of employment for employees shall,

unless otherwise mutually agreed by the employee and the employer be terminable by either the

employer or employee giving four weeks' notice.

(2) In the case of casual employees, the contract of service shall be by the day and may be terminated by

one day’s notice or the payment or forfeiture of one day’s wages as the case may be.

(3) In the case of temporary employees, they shall be entitled to or give, as the case may be, one week’s

notice of termination of the contract of service, and shall either be paid or forfeit, as the case may be,

one week’s pay if the required notice is not given.

(4) In lieu of giving notice of termination as prescribed in subclause (1) hereof, the employer may pay to

the employee or the employee may forfeit to the employer, the equivalent number of weeks' wages as

to the number of weeks' notice required.

(5) Nothing in this clause shall prevent an employer from dismissing an employee at any time for

misconduct in which case wages shall be paid up to the time of dismissal only.

9. - REDUNDANCY

(1) Discussions Before Terminations:

(a) Where the employer has made a definite decision that the employer no longer wishes the job

the employee has been doing done by anyone and this is not due to the ordinary and customary

turnover of labour and that decision may lead to termination of employment, the employer

shall hold discussions with the employees directly affected and the ANF.

(b) The discussion shall take place as soon as is practicable after the employer has made a definite

decision which will invoke the provisions of paragraph (a) of this subclause and shall cover

among other things, any reasons for the proposed terminations, measures to avoid or minimise

the terminations and measures to minimise any adverse affect of any terminations on the

employees concerned.

(c) For the purpose of such discussion the employer shall provide in writing to the employees

concerned and the ANF, all relevant information about the proposed terminations including

the reasons for the proposed terminations, the number and categories of employees likely to be

affected and the number of employees normally employed and the period over which the

terminations are likely to be carried out. Provided that the employer shall not be required to

disclose confidential information the disclosure of which would be inimical to the employer's

interests.

(d) Any employee may elect in writing to not have the ANF involved in discussions resulting

from this clause.

(2) Transfer to Lower Paid Duties:

Where an employee is transferred to lower paid duties for reasons set out in paragraph (a), of subclause

(1), of this clause the employee shall be entitled to the same period of notice of transfer as the

employee would have been entitled to had the employment 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 weekly rate of wage and the new lower ordinary weekly rate of wage for the number

of weeks of notice still owing.

(3) Severance Pay:

(a) In addition to the periods of notice prescribed in Clause 8. - Contract of Employment, of this

award, for ordinary termination, and subject to further order of the Commission, an employee

whose employment is terminated for reasons set out in paragraph (a), of subclause (1), of this

clause shall be entitled to the following amount of severance pay in respect of a continuous

period of service.

Period of Continuous Service Severance Pay

Less than 1 year Nil

1 year but less than 2 years 4 weeks

2 years but less than 3 years 6 weeks

3 years but less than 4 years 7 weeks

4 years and over 8 weeks

"Weeks Pay" means the ordinary weekly rate of wage for the employee concerned.

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.

(b) For the purpose of this clause continuity of service shall not be broken on account of:

(i) any interruption or termination of the employment by the employer if such

interruption or termination has been made merely with the intention of avoiding

obligations hereunder in respect of leave of absence;

(ii) any absence from work on account of personal sickness or accident for which an

employee is entitled to claim sick pay as prescribed by this award or on account of

leave lawfully granted by the employer; or

(iii) any absence with reasonable cause, proof whereof shall be upon the employee;

Provided that in the calculation of continuous service under this subclause any time in

respect of which an employee is absent from work except time for which an

employee is entitled to claim annual leave, sick pay, long service leave and public

holidays as prescribed by this award shall not count as time worked.

(c) Service by the employee with a business which 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 66 of the Western

Australian Industrial Gazette at pages 1-4 shall also constitute continuous service for the

purpose of this clause.

(4) Employee Leaving During Notice:

An employee whose employment is to be terminated for reasons set out in paragraph (a), of subclause

(1), of this clause may terminate employment during the period of notice and, if so, shall be entitled to

the same benefits and payments under this clause had the employee remained with the employer until

the expiry of such notice. Provided that in such circumstances the employee shall not be entitled to

payment in lieu of notice.

(5) Alternative Employment:

The 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 of employment given by an employer, an employee

whose employment is to be terminated for reasons set out in paragraph (a), of subclause (1), of

this clause that employee shall for the purpose of seeking other employment shall be entitled

to be absent from work during each week of notice up to a maximum of eight ordinary hours

without deduction of pay.

(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 the employee shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

(7) Notice to Commonwealth Employment Service:

Where a decision has been made to terminate employees in the circumstances outlined in paragraph (a),

of subclause (1), of this clause, the employer shall notify the Commonwealth Employment Service

thereof as soon as possible giving relevant information including the number and categories of the

employees likely to be affected and the period over which the terminations are intended to be carried

out.

(8) Superannuation Benefits:

(a) Subject to further order of the Commission where an employee, who is terminated receives a

benefit from a superannuation scheme, the employee shall only receive under subclause (3) of

this clause the difference between the severance pay specified in that subclause and the

amount of the superannuation benefit the employee receives which is attributable to employer

contributions only.

(b) If the superannuation benefit is greater than the amount due under subclause (3) of this clause

then the employee shall receive no payment under that subclause.

(c) Provided that benefits arising directly or indirectly from contributions made by an employer in

accordance with an award, agreement or order made or registered under the Industrial

Relations Act, 1979 shall not be taken into account unless the Commission so orders in a

particular case.

(9) Employees With Less Than One Year's Service:

This clause shall not apply to employees with less than one year's continuous service and the general

obligation on the employer should be no more than to give relevant 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 the employees of suitable alternative employment.

(10) Employees Exempted:

This clause shall not apply where employment is terminated as a consequence of conduct that justifies

instant dismissal including malingering, inefficiency or neglect of duty or in the case of casual

employees, apprentices or employees engaged for a specific period of time or for a specified task or

tasks.

(11) Employer Exempted:

Subject to an order of the Commission, in a particular redundancy case, this clause shall not apply if

the number of employees employed by the employer drops below 15 employees.

(12) Incapacity to Pay:

The 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.

(13) Dispute Settling Procedures:

Any dispute under these provisions shall be referred to the Commission.

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

10. - HIGHER DUTIES

(1) An employee who temporarily performs the duties of a position at a higher classification shall be

required to perform the duties of the higher classified position for a minimum of five consecutive

working days before an allowance is payable under this clause.

(2) Where an employee is required to temporarily perform only part of the duties of a higher classified

position the employee shall be paid an allowance which reflects that portion of the duties performed.

Such employee shall be advised of that portion prior to commencing the duties of the higher classified

position.

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

11. - WAGES

Base Rate

Per Week

$

Arbitrated

Safety Net

Adjustments $

Total Rate

Per Week

$

(1) Flight Nurse Specialist

Level 1 694.00 383.80 1077.80

Level 2 724.00 385.60 1109.60

Level 3 754.00 387.20 1141.20

(2) Senior Flight Nurse Specialist

Level 1 784.00 388.90 1172.90

Level 2 814.00 390.50 1204.50

Level 3 844.00 392.20 1236.20

(3) Progression within each of the classifications shall be subject to a satisfactory performance appraisal,

and the completion of 1982 ordinary hours, provided that for temporary and casual employees a break

between contracts of service of more than 3 months shall cancel any previous ordinary hours accrued

for the purposes of this subclause.

(4) Progression between classifications shall be by promotion.

(5) Wages shall be paid fortnightly by way of electronic funds transfer.

(6) (a) Notwithstanding subclause (3) of this clause all existing employees as at 10 January 1997

shall enter the above classification structure as follows:

(i) employees who have completed 6 years of service with the employer shall enter at

Level 2 of the relevant classification and have their performance reviewed 4 months

after 2 September 1997 and, if satisfactory, shall progress to Level 3;

(ii) employees who have completed more than 2 years but less than 6 years of service

with the employer shall enter at Level 2 of the relevant classification and have their

performance reviewed 8 months after 2 September 1997 and, if satisfactory, shall

progress to Level 3;

(iii) employees who have completed 2 or less years of service with the employer shall

enter at Level 1 of the relevant classification and have their performance reviewed 12

months after 2 September 1997 and, if satisfactory, shall progress to Level 2.

(b) Employees who commenced service with the employer after 10 January 1997, shall enter at

Level 1 of the relevant classification and have their performance reviewed 12 months after 2

September 1997 and if satisfactory, shall progress to Level 2.

(7) 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.

12. - SUPERANNUATION

The superannuation provisions contained herein operate subject to the requirements of the hereinafter prescribed

provision titled - Compliance, Nomination and Transition.

(1) Contributions

(a) The employer shall contribute on behalf of each employee in accordance with the

requirements of the Superannuation Guarantee (Administration) Act 1992.

(b) Contributions into the nominated fund shall be paid monthly and within 30 days of the end of

each month.

(c) The employer shall continue to contribute an amount of not less than 3% on behalf of an

employee in receipt of payments under the Workers' Compensation and Assistance Act.

(d) For the purpose of this clause the employee's earnings base shall include base rate, overaward

payments, supplementary payments and weekend and public holiday penalties.

(2) Fund

(a) Subject to paragraph (b) of this subclause, employer contributions shall be paid into Health

Employees Superannuation Trust Australia (HESTA).

(b) An employer shall be exempted from payment into HESTA on behalf of all or some of the

employees by providing the Federation with 30 days' notice of the fact that contributions will

be made into an alternative fund or funds approved under the Commonwealth Operational

Standards for Occupational Superannuation.

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.

13. - ACCOMMODATION

(1) (a) The employer shall provide suitable furnished accommodation for any employee, their

children and their spouse/defacto spouse living with them (as at the time of appointment)

when appointed to work at a base outside of the metropolitan area.

(b) Where an employee resides in the vicinity of the base, the provisions of paragraph (a) of this

subclause shall not apply, except where an employee is required to vacate accommodation in

the vicinity of the base provided by their immediate previous employer in order to take up

employment with RFDS Western Operations.

(c) Exceptions to paragraphs (a) and (b) of this subclause may be made in special individual

circumstances.

(2) An employee whilst on leave, or temporary transfer (for up to 8 weeks, except in exceptional circumstances) shall not be required to vacate accommodation owned by the employer.

(3) Rental charges for accommodation shall not exceed the comparable rates charged by Government

Employees' Housing Authority.

(4) For the first 6 months of parental leave, rental charges for accommodation shall not exceed the

comparable rates charged by Government Employees' Housing Authority, and thereafter full rental

rates may be charged.

(5) (a) When an employee is directed by the employer to reside away from their home for any work

related or approved purpose the employer shall provide suitable furnished accommodation

within reasonable distance from the work site.

(b) Such an employee is required to advise the employer no later than 24 hours before travelling

whether they will use the accommodation provided by the employer.

(c) Where an employee chooses not to use the accommodation provided by the employer the

employee shall be entitled to an allowance as per company policy but not less than $30.00 per night.

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

14. - INSURANCE

(1) In addition to any statutory requirement the employer shall maintain insurance cover for each employee

covered by this award in respect of personal injury or death arising out of aircraft accidents.

(2) The terms of such insurance cover shall be those agreed between the parties to this award from time to

time.

15. - DISTRICT ALLOWANCES

The district allowance conditions applying to nurses employed in public hospitals in Western Australia shall apply to nurses employed under this award to work in the same locality.

16. - HOURS

(1) At the discretion of the employer, the ordinary hours of full time work shall be either an average of 38

per week, with the actual hours rostered being 40 per week or 80 per fortnight, or a straight 38 hours

per week. The hours of duty shall be made known to the employee prior to appointment.

(2) Where an employee actually works 40 hours per week, the ordinary hours shall be worked with 2 hours

of each week’s work accruing as an entitlement to a maximum of twelve accrued days off in each

twelve month period which shall be utilised in a single block within 12 months of accrual. Accrued

days off are to be taken in conjunction with other leave, except in exceptional circumstances. Accrued

days off that are not utilised within 12 months of accrual shall be paid out at the ordinary hourly rate.

The ordinary hourly rate for such an employee shall be the weekly rate prescribed in Clause 11. -

Wages, subclauses (1) or (2), divided by 40.

(3) Part time employees shall accrue a pro rata entitlement to a maximum of twelve accrued days off in

each twelve month period. Provided that part time employees can be paid for actual hours worked

using a divisor of 38 with no accrual towards accrued days off.

(4) The ordinary hours to be worked shall be a maximum of 8 per shift and shall be inclusive of a 30

minute meal break

17. - ON CALL

(1) When rostered to be on call the employee shall be given an appropriate electronic device by which to

be contacted and shall remain within a 30 minute radius of the base. Providing that for existing

employees at 10 January 1997, exceptions may be made in special individual circumstances.

(2) The employee shall be paid $2.51 per hour of on call. This hourly on-call allowance shall be reviewed

in conjunction with the review of the trial roster.

(3) The employee shall only work on call in conjunction with a rostered shift.

18. - WEEKEND AND PUBLIC HOLIDAY PENALTIES

(1) Ordinary rostered hours (ie does not include on-call rostered hours) worked between 12 midnight and

12 midnight on Saturdays, Sundays or Public Holidays shall be paid at one and a half times the

ordinary hourly rate.

(2) Notwithstanding the Public and Bank Holidays Act for full-time employees, 1 January, 26 January, the

first Monday in March, Good Friday, Easter Monday, 25 April, the first Monday in June, the

Sovereign’s birthday, 25 December and 26 December shall be public holidays.

19. - OVERTIME

Work performed at the direction of the employer in addition to the rostered ordinary daily hours shall be paid or

compensated for as hereunder:-

(1) Monday to Saturday - one and a half times the ordinary hourly rate for the first two hours and double

time thereafter.

(2) Sunday and Public Holidays - double the ordinary hourly rate.

(3) (a) if called to work in an on-call period prior to any rostered ordinary shift then overtime rates

will apply to the actual time worked only up to the normal starting time of the shift.

(b) if called to work in an on-call period after the completion of a rostered ordinary shift then

overtime rates will apply to the actual time worked, with a minimum payment of 3 hours.

(4) Where overtime extends from one day into the next it shall be paid at the rate applicable to the day on

which it was commenced.

(5) Where an employee's hours of duty are extended by overtime it shall at all times be arranged that the

employee is allowed ten hours off duty before being required to report for duty on the next shift.

Where any of the ten hours off duty falls within the next rostered ordinary shift no deduction shall be

made for such hours.

20. - CALCULATION OF PENALTIES

Where an employee works hours that would entitle that employee to more than one of the penalties payable in

accordance with Clause 18. - Weekend and Public Holiday Penalties or Clause 19. - Overtime, only the highest

of any such penalty shall be payable.

Provided that cumulative penalties will apply when an employee actually works a full rostered 8 ordinary hours

shift and then continues working overtime.

21. - ROSTERING

(1) Rosters shall display the combination of on call hours and ordinary shift hours.

(2) No employee shall be rostered to work in excess of a combined total of twelve hours on call and

ordinary hours on any weekend or night shift.

(3) (a) No employee shall be rostered to work in excess of a combined total of ten hours on call and

ordinary hours on any day shift, Monday to Friday inclusive.

(b) When there is only one employee to do the day shift, and by agreement between the employee

and employer, the employee will be available for additional hours of on call to cover the day

shift. Agreement to provide the additional on call hours will not be unreasonably withheld.

(c) Where the activation of paragraph (a) of this subclause is prearranged, and by agreement

between the employee and employer, then the shift affected will have the same rostering

pattern and attendance requirements as a weekend day shift.

(d) The employer reserves the liberty to apply to have this sub-clause amended if it is found to

compromise the level of emergency service coverage.

(4) A 28 day roster (roster period) shall be prepared and displayed at least seven days prior to the

commencing date of the roster.

(5) The employee shall be free from rostered ordinary hours not less than 8 days per roster period.

(6) The employee shall work a maximum of twenty ordinary shifts and no more than 8 consecutive shifts

per roster period, except where agreed between the employer and employee.

(7) Minor changes to the roster shall only be by mutual agreement between management and the

employee(s) directly affected.

(8) The employer shall notify employees of any major proposed roster changes no less than 30 days prior

to the proposed date of implementation.

(9) The major proposed roster variations shall be explained to the employees concerned at the time of

notification of change.

The affected parties (ie management and employees) will then consult with each other with a view to

agreeing to the proposed roster.

(10) Where agreement cannot be reached on major roster changes, the issues may be referred to the Western

Australian Industrial Relations Commission for conciliation and, if necessary, arbitration.

22. - RECREATIONAL LEAVE

(1) Employees will be entitled after 12 months continuous service to:

(a) four weeks of annual leave

(b) one week of leave for being available to work shifts

(c) two weeks' leave for being available on public holidays

(d) one day of leave (up to a maximum of five in total) for every two months of paid service

worked north of the 26th parallel or in Meekatharra.

1982) (e) leave prescribed in paragraphs (a), (b) and (c) of this subclause shall accrue pro rata on the basis of rostered ordinary hours (i.e. 38 x 7

(2) (a) An employee shall be paid for any period of leave prescribed in this clause at the ordinary rate

of wage prescribed in Clause 11. - Wages.

(b) Leave loading of 17.5% or the equal amount in penalties that would have incurred had the

employee worked, whichever is greater, shall be paid for four weeks of annual leave.

(c) Leave loading does not apply to pro rata leave upon termination.

(3) The employer and employee shall organise annual leave for a mutually agreeable time and such leave

shall be taken within 12 months of full accrual.

(4) Leave may be taken in two portions provided that no portion shall be less than two consecutive weeks.

Different arrangements may be agreed at a regional level.

(5) Leave may be granted in advance of full accrual on the basis that the amount taken is repaid on a pro

rata basis should the employee not complete twelve months service.

(6) Pro rata payment for leave upon termination will be made if the employee has not completed a 12

monthly qualifying period, unless an employee has been justifiably dismissed for misconduct.

(7) (a) Full time employees will be reimbursed one air fare up to the cash equivalent of a return

economy air fare to Perth, after each 12 months of service. Provided that part time employees

are entitled to a pro rata cash equivalent.

(b) Alternatively, if a full time employee uses their own motor vehicle, upon production of

appropriate receipts, an employee will be entitled to a motor vehicle allowance up to the value

of the cash equivalent of a return economy air fare to Perth.

(c) The entitlements prescribed in paragraphs (a) and (b) of this subclause can be claimed only

once in each year of service.

(8) When computing the annual leave due under this clause, no deduction shall be made from such leave in

respect of the period an employee is on annual leave, absent through sickness with or without pay

except for that portion of an absence that exceeds three months, or absent on workers compensation,

except for that portion of an absence that exceeds six months.

(9) Other than in subclause (8) hereof, no entitlement under this clause shall accrue to an employee who is on unpaid leave or workers compensation.

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

23. - SICK LEAVE

(1) A full-time employee shall be entitled to 10 days' sick leave per year of service which will accrue on a

weekly pro rata basis, provided that a medical certificate from an appropriate practitioner shall be

provided to the employer except in the following circumstances in any year of service:

(a) two instances of two consecutive days sick leave.

(b) one instance of two consecutive days sick leave and one instance of a single day of sick leave.

(c) three instances of a single day of sick leave.

(2) Sick leave shall also be available during periods of annual leave under the following circumstances:

(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 they are absent on annual leave.

Such 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 their place of residence or a hospital as a result of their

personal ill health or injury for a period of seven consecutive days or more and they produce a

satisfactory medical certificate from a registered medical practitioner that they were 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 they are

unable to attend for work on the working day next following their 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 they 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, that 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 22. - Recreational 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 22. -

Recreational Leave shall be deemed to have been paid with respect to the replaced annual

leave.

(3) In order to acquire entitlement to payment in accordance with this clause the employee shall as soon as

reasonably practicable advise the employer of their inability to attend for work, the nature of their

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 prior to the commencement

of the absence.

(4) The provisions of this clause with respect to payment do not apply to employees who are entitled to

payment under the Workers' Compensation Act nor to employees whose illness or injury is the result of

the employee's own misconduct.

(5) An employee shall not be entitled to claim payment for non attendance on the ground of personal ill-health or injury nor will the employees sick leave entitlements be reduced if such personal ill health or

injury occurs on a day when an employee is absent on an Accrued Day Off in accordance with the

provisions of subclause (2) of Clause 16. - Hours unless such illness is for a period of seven

consecutive days or more and in all other respects complies with the requirements of subclause (2)

hereof.

(6) An employee whilst on paid sick leave shall continue to accrue an entitlement to an Accrued Day Off

as prescribed in subclause (2) of Clause 16. - Hours.

(7) An employee shall be paid the wages he/she would have received other than any penalties prescribed

by Clause 18. - Weekend and Public Holiday Penalties, had he/she not proceeded on sick leave and

shall have the accrued entitlement to paid sick leave reduced by the time the officer is absent from

work.

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

24. - BEREAVEMENT LEAVE

(1) Entitlement to bereavement leave

(a) Subject to subclause (2) hereof, on the death of -

(i) the spouse or de facto spouse of an employee;

(ii) the child or step-child of an employee;

(iii) the parent or step-parent of an employee; or

(iv) any other person who, immediately before that person's death, lived with the

employee as a member of the employee's family,

the employee is entitled to paid bereavement leave of up to 2 days.

(b) The 2 days need not be consecutive.

(c) Bereavement leave is not to be taken during a period of any other kind of leave.

(2) Proof in support of claim for leave

An employee who claims to be entitled to paid leave under subclause (1) hereof is to provide to the

employer, if so requested by the employer, evidence that would satisfy a reasonable person as to -

(a) the death that is the subject of the leave sought; and

(b) the relationship of the employee to the deceased person.

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

25. - PARENTAL LEAVE

(1) Interpretation

In this clause -

(a) "adoption", in relation to a child, is a reference to a child who -

(i) is not the natural child or the step-child of the employee or the employee's spouse;

(ii) is less than 5 years of age; and

(iii) has not lived continuously with the employee for 6 months or longer;

(b) "continuous service" means service under an unbroken contract of employment and includes -

(i) any period of parental leave; and

(ii) any period of leave or absence authorised by the employer or by a workplace

agreement, an award, a contract of employment or this Act;

(c) "expected date of birth" means the day certified by a medical practitioner to be the day on

which the medical practitioner expects the employee or the employee's spouse, as the case

may be, to give birth to a child;

(d) "parental leave" means leave provided for by subclause (2), paragraph (a), of this clause.

(e) "spouse" includes a de facto spouse.

(2) Entitlement to parental leave

(a) Subject to subclauses (4), (5) paragraph (a), and (6) paragraph (a) of this clause, an employee,

other than a casual employee, is entitled to take up to 52 consecutive weeks of unpaid leave in

respect of -

(i) the birth of a child to the employee or the employee's spouse; or

(ii) the placement of a child with the employee with a view to the adoption of the child

by the employee.

(b) An employee is not entitled to take parental leave unless he or she -

(i) has, before the expected date of birth or placement, completed at least 12 months'

continuous service with the employer; and

(ii) has given the employer at least 10 weeks' written notice of his or her intention to take

the leave.

(c) An employee is not entitled to take parental leave at the same time as the employee's spouse

but this paragraph does not apply to one week's parental leave -

(i) taken by the male parent immediately after the birth of the child; or

(ii) taken by the employee and the employee's spouse immediately after a child has been

placed with them with a view to their adoption of the child.

(d) The entitlement to parental leave is reduced by any period of parental leave taken by the

employee's spouse in relation to the same child, except the period of one week's leave referred

to in paragraph (c) of this subclause.

(3) Maternity leave to start 6 weeks before birth

A female employee who has given notice of her intention to take parental leave, other than for an

adoption, is to start the leave 6 weeks before the expected date of birth unless in respect of any period

closer to the expected date of birth a medical practitioner has certified that the employee is fit to work.

(4) Medical certificate

An employee who has given notice of his or her intention to take parental leave, other than for adoption, is to provide to the employer a certificate from a medical practitioner stating that the

employee or the employee's spouse, as the case may be, is pregnant and the expected date of birth.

(5) Notice of spouse's parental leave

(a) An employee who has given notice of his or her intention to take parental leave or who is

actually taking parental leave is to notify the employer of particulars of any period of parental

leave taken or to be taken by the employee's spouse in relation to the same child.

(b) Any notice given under paragraph (a) of this subclause is to be supported by a statutory

declaration by the employee as to the truth of the particulars notified.

(6) Notice of parental leave details

(a) An employee who has given notice of his or her intention to take parental leave is to notify the

employer of the dates on which the employee wishes to start and finish the leave.

(b) An employee who is taking parental leave is to notify the employer of any change to the date

on which the employee wishes to finish the leave.

(c) The starting and finishing dates of a period of parental leave are to be agreed between the

employee and employer.

(7) Return to work after parental leave

(a) On finishing parental leave, an employee is entitled to the position he or she held immediately

before starting parental leave.

(b) If the position referred to in paragraph (a) of this subclause is not available, the employee is

entitled to an available position -

(i) for which the employee is qualified; and

(ii) that the employee is capable of performing,

most comparable in status and pay to that of his or her former position.

(c) Where, immediately before starting parental leave, an employee was acting in, or performing

on a temporary basis the duties of, the position referred to in paragraph (a) of this subclause,

that paragraph subsection applies only in respect of the position held by the employee

immediately before taking the acting or temporary position.

(8) Effect of parental leave on employment

Absence on parental leave -

(a) does not break the continuity of service of an employee; and

(b) is not to be taken into account when calculating the period of service for a purpose of a

relevant workplace agreement, award or contract of employment.

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

26. - LONG SERVICE LEAVE

(1) The conditions governing the granting of long service leave to State Government Wages employees

shall apply to employees covered by this award.

(2) There shall be no accrual towards an Accrued Day(s) Off as prescribed in subclause (1) of Clause 16 - Hours of Duty of this Award during any period of long service leave.

(3) Where the employer and employee agree, a part time employee or an employee whose ordinary hours

have changed from part time to full time may take long service leave entitlements as reduced periods of

full time equivalent time off.

(4) Unless there are exceptional circumstances, an employee who remains at the employer’s

accommodation during a period of long service leave shall not be required to move out of that

accommodation.

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

27. - LEAVE WITHOUT PAY

Applications for leave without pay shall be made to the Chief Executive Officer of the employer and will be

considered on their merits.

This clause shall not apply to casual employees.

28. - TRANSFERS

(1) Where practicable, with not less than 14 days notice an employee may be transferred to another base.

(2) An employee who is transferred shall be entitled to travel by either economy class air fare, the

employer's aircraft, or in the employee's own vehicle (in which case a motor vehicle allowance shall

apply up to the value of the economy class air fare).

(3) Employees shall not be required to work away from their home base for more than seven weeks in a

given year.

(4) Permanent transfers due to promotion or successful application shall be subject to the same

entitlements of this clause.

29. -TRANSPORT

(1) Where an employee is required by the employer to use their own vehicle for the purposes of

performing duties for the employer, not including initial travel to and from the airport to perform

rostered duties, the employer shall pay a vehicle allowance comparable to that paid to officers of the

State Public Service.

(2) Nothing shall prevent the employer from directing employees to use vehicles owned by the employer.

30. - OVERNIGHT STAYS

(1) When the nature of the business necessitates an overnight stay in a locality and such facilities are

available, then the employer shall provide accommodation that has 24-hour access to food.

(2) Where 24 hour access to food is not possible then the employee shall be provided with prepacked foods

and adequate facilities for a hot meal where these facilities are available.

(3) If the day following the overnight stay is a rostered working day, the employee shall be entitled to a 10

hour break as prescribed in subclause (5) of Clause 19. - Overtime.

(4) If the day following the overnight stay is a rostered day off then an employee is entitled to;

(a) 8 ordinary hours pay, if the employee is not required to work;

(b) if the employee is required to work for any of those 8 hours, overtime rates for the actual

hours worked, provided that only the highest rate shall apply to any of the 8 hours;

(c) such a day remains a day free from rostered ordinary hours for the purposes of subclause (5)

of Clause 21. - Rostering.

31. - STUDY LEAVE

(1) After each 12 months of continuous service on or after the date of registration of this award an

employee shall be entitled to five days of study leave. These 5 days of study leave shall be forfeited 12

months after accrual if they are not used. By prior arrangement study leave may utilised as an up to ten

day block of study leave in a two year period.

(2) The course being studied shall be relevant to the work being performed and authorised by the Director

of Nursing or the equivalent.

(3) The total paid travel time to Perth and return for the purposes of study leave available under this clause

will be as follows:

Kalgoorlie none

Port Hedland none

Derby 1 day

Meekatharra ½ day

The above total paid travel times will be reviewed 2 years after 2 September 1997.

(4) Travel time to places other than Perth will be considered on a case by case basis.

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

32. - LAUNDRY AND UNIFORMS

(1) The employer shall provide a reasonable number of uniforms with such uniforms remaining the

property of the employer.

(2) A laundry allowance of $1.20 per week shall be paid where the employer elects not to launder the

uniforms.

(3) Employees are required to comply with the employer’s current dress code for nurses.

SCHEDULE A - PARTIES TO THE AWARD

The following organisation is a party to this award:

Australian Nursing Federation, Industrial Union of Workers, Perth.

APPENDIX - RESOLUTION OF DISPUTES REQUIREMENT

(1) This Appendix is inserted into the award as a result of legislation which came into effect on 16 January

1996.

(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.

(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 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

from representing its members.

(6) Any question, dispute or difficulty not settled may be referred to the Western Australian Industrial

Relations Commission.

DATED at Perth this 15th day of July, 1982.

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

NURSES’ (ANF – RFDS WESTERN OPERATIONS) AWARD No. 18 of 1982

Delivered 15/7/82 at 62 WAIG 1855

Consolidated s93(6) at 74 WAIG 1396

CLAUSE

NO.

EXTENT OF

VARIATION

ORDER

NO.

OPERATIVE

DATE

GAZETTE REFERENCE

1. Title

Cl. 913/97 02/09/97 77 WAIG 2720

(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. & Title 609/99 06/07/99 79 WAIG 1843

1B. Minimum Adult Award Wage

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

Cl. 1289/98 19/08/98 78 WAIG 3550

(2) – (5) & (8) rates &

text

609/99 01/08/99 79 WAIG 1843

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 & 2475

(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 & 2705

Cl. 957/05 07/07/06 86 WAIG 1631 & 2236

Cl. 1/07 01/07/07 87 WAIG 1487 & 2134

Cl. 115/07 01/07/08 88 WAIG 773 &1347

Cl. 1/09 01/10/09 89 WAIG 735 & 1765

Cl. 2/10 01/07/10 90 WAIG 568 & 1199

Cl. 2/11 01/07/11 91 WAIG 1008 & 1613

Cl. 2/12 01/07/12 92 WAIG 1355

Cl. 1/13 01/07/13 93 WAIG 1021

Cl. 1/14 01/07/14 94 WAIG 1241

Cl. 1/15 01/07/15 95 WAIG 1208

Cl. 1/16 01/07/16 96 WAIG 1054

2. Arrangement

Ins. 27 - 28 585/88 1/7/88 70 WAIG 3270

Ins. 2A 546/88 20/9/88 69 WAIG 366

2A deleted 1940/89 8/9/89 69 WAIG 2913

Ins. 29, del. Resp 2184/89 21/12/89 70 WAIG 1123

Ins. App 1798/89 21/12/89 70 WAIG 827

Cl. 2713/89® 5/6/90 70 WAIG 2334

Cl. 1153/91(R2) 15/10/91 72 WAIG 343

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

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

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

Corr. del App res 693/96 16/07/96 76 WAIG 2768

Ins. App – s.49B. 694/96 16/07/96 76 WAIG 2789

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

33. Title 693/96 16/08/96 76 WAIG 2768

Cl. 913/97 02/09/97 77 WAIG 2720

Correcting Order 913/97 02/09/97 77 WAIG 2812

Correcting Order (2) 913/97 02/09/97 77 WAIG 2812

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

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

Ins. Sch A- 2184/97 23/12/97 78 WAIG 501

Del. App s49B – Inspect 491/98 16/04/98 78 WAIG 1471

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

Del. 1A 609/99 06/07/99 79 WAIG 1843

(2A. – State Wage Principles – September 1988)

Ins. 2A 546/88 20/9/88 69 WAIG 366

Del. Cl. 1940/89 8/9/89 69 WAIG 2913

(3. Area and Scope)

Cl. 2184/89 21/12/89 70 WAIG 1123

Cl. & Title 913/97 02/09/97 77 WAIG 2720

Correcting Order 913/97 02/09/97 77 WAIG 2812

Correcting Order (2) 913/97 02/09/97 77 WAIG 2812

3. Incidence and Application

4. Term

(5. Definitions)

Ins. Text 583/85 1/7/85 66 WAIG 410

Cl. 2184/89 21/12/89 70 WAIG 1123

Correcting Order (2) 913/97 02/09/97 77 WAIG 2812

77 WAIG 2812 77 WAIG 2812

5. Definitions(deleted)

(6. Hours of Duty and Overtime)

(1) 583/85 1/7/85 66 WAIG 410

Cl. 1153/91(R2) 15/10/91 72 WAIG 343

(5)(b) Correcting Order 1153/91(R2) 15/10/91 72 WAIG 431

Cl. & Title 913/97 02/09/97 77 WAIG 2720

6. Definitions

(7. On Call)

(2) 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

7. Grievance Procedure

(8. Annual Leave and Holidays)

Ins. (4) 583/85 1/7/85 66 WAIG 410

Ins.(1)(a)(b) & Ins. (5) 2713/89(R) 5/6/90 70 WAIG 2334

Cl. & Title 913/97 02/09/97 77 WAIG 2720

8. Contract of Employment

(9. Sick Leave)

Ins. (8) & (9) 583/85 1/7/85 66 WAIG 410

(4) 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

9. Redundancy

(10. Transfers)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

10. Higher Duties

(11. Part Time Employment)

Cl. 2713/89® 5/6/90 70 WAIG 2334

Ins.(6) 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

11. Wages

(1) - (2), (7) -(8) 2184/97 23/12/97 78 WAIG 501

(1) - (2) insert (9) 1289/98 19/08/98 78 WAIG 3550

(1) - (2) Rates, (9)(b). Ins

text

609/99 01/08/99 79 WAIG 1843

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

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

(1) - (2) 797/02 01/08/02 82 WAIG 1813

Cl. 569/03 5/06/03 83 WAIG 1899 & 2475

Cl. 570/04 4/06/04 84 WAIG 1521 & 1945

Cl. 576/05 07/07/05 85 WAIG 2089 & 2705

Cl. 957/05 07/07/06 86 WAIG 1631 & 2236

Cl. 1/07 01/07/07 87 WAIG 1487 & 2134

Cl. 115/07 01/07/08 88 WAIG 773 &1347

Cl. 1/09 01/10/09 89 WAIG 735 & 1765

Cl. 2/10 01/07/10 90 WAIG 568 & 1199

Cl. 2/11 01/07/11 91 WAIG 1008 & 1613

Cl. 2/12 01/07/12 92 WAIG 1355

Cl. 1/13 01/07/13 93 WAIG 1021

Cl. 1/14 01/07/14 94 WAIG 1241

Cl. 1/15 01/07/15 95 WAIG 1208

Cl. 1/16 01/07/16 96 WAIG 1054

(12. Casual Employees)

Ins. (1) 583/85 1/7/85 66 WAIG 410

Ins.(1) 2713/89(R) 5/6/90 70 WAIG 2334

Cl. 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

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

12. Superannuation

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

(13. Contract of Service)

Cl. 2713/89(R) 5/6/90 70 WAIG 2334

Cl. & Title 913/97 02/09/97 77 WAIG 2720

13. Accommodation

(14. Transport)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

14. Insurance

(15. Long Service Leave)

No. exist. wording

as (1) & ins. (2) 583/85 1/7/85 66 WAIG 410

Ins. (3) 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

15. District Allowances

(16. Time and Wages Record)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

16. Hours

(17. Payment of Wages)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

17. On Call

(18. Interviews)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

18. Weekend and Public Holiday Penalties

(19. Notices)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

19. Overtime

(20. Laundry and Uniforms)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

20. Calculation of Penalties1

(21. Wages)

Cl. 679/83 24/12/83 64 WAIG 211

Cl. 1241/86 1/1/87 67 WAIG 169

(3) 742/87 11/9/87 67 WAIG 1795

Cl. 1268/87 10/6/88 68 WAIG 1525

Cl. 585/88 1/7/88 70 WAIG 3270

Cl. 546/88 20/9/88 69 WAIG 366

Cl. 1798/89 21/12/89 70 WAIG 827

(3) 1706/89 20/12/89 70 WAIG 1122

Cl. 2713/89(R) 5/6/90 70 WAIG 2334

Cl. 1153/91(R2) 15/10/91 72 WAIG 343

(1) – (3), (6) 1154/91 15/04/92 72 WAIG 345

Cl. 97/95 01/04/95 75 WAIG 1931

Cl. 1060/95 16/11/95 76 WAIG 1413

Cl. & Title 913/97 02/09/97 77 WAIG 2720

21. Rostering

(22. Higher Duties)

Ins. Cl. 2713/89(R) 5/6/90 70 WAIG 2334

Cl. & Title 913/97 02/09/97 77 WAIG 2720

22. Recreational Leave

(22. Locality Allowances)

Renum. as 23 2713/89(R) 5/6/90 70 WAIG 2334

(23. Locality Allowances)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

23. Sick Leave

(23. Accomodation)

Renum. as 24 2713/89(R) 5/6/90 70 WAIG 2334

(24. Accommodation)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

24. Bereavement Leave

(24. Maternity Leave)

Ins. (12) & (13) 583/85 1/7/85 66 WAIG 410

Renum. as 25 2713/89(R) 5/6/90 70 WAIG 2334

(25. Maternity Leave)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

25. Parental Leave

(25. Shift Work and Rostering)

Renum. as 26 2713/89(R) 5/6/90 70 WAIG 2334

(26. Shift Work and Rostering)

Ins. (3) 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

26. Long Service Leave

(26. Flight Accident Insurance)

Renum. as 27 2713/89(R) 5/6/90 70 WAIG 2334

(27. Flight Accident Insurance)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

27. Leave Without Pay

(27. Leave to Attend Union Business)

Ins. Cl. 585/88 1/7/88 70 WAIG 3270

Renum. as 28 2713/89(R) 5/6/90 70 WAIG 2334

(28. Leave to Attend Union Business)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

28. Transfers

(28. Deduction of Union Subscriptions)

Ins. Cl. 585/88 1/7/88 70 WAIG 3270

Renum. as 29 2713/89(R) 5/6/90 70 WAIG 2334

(29. Deduction of Union Subscriptions)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

29. Transport

(30. Transfer of Entitlements)

Ins. Cl. 2713/89(R) 5/6/90 70 WAIG 2334

Cl. & Title 913/97 02/09/97 77 WAIG 2720

30. Overnight Stays

(31. Enterprise Agreements)

Ins. Cl. 1153/91(R2) 15/10/91 72 WAIG 343

Cl. & Title 913/97 02/09/97 77 WAIG 2720

31. Study Leave

(29. Schedule of Respondents)

Ins. Cl. 2184/89 21/12/89 70 WAIG 1123

Renum. as 31 2713/89(R) 5/6/90 70 WAIG 2334

(31. Schedule of Respondents)

Renum. as 32 1153/91(R2) 15/10/91 72 WAIG 343

(32. Schedule of Respondents)

Cl. & Title 913/97 02/09/97 77 WAIG 2720

32. Laundry and Uniforms

Schedule A - Parties to the Award

Ins Sch 2184/97 23/12/97 78 WAIG 501

(33. Dispute Settlement Procedure)

Ins. Cl. 693/96 16/08/96 76 WAIG 2768

Delete Cl. 913/97 02/09/97 77 WAIG 2720

(Appendix - Resolution of Disputes Requirement)

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

Corr. del App res 693/96 16/07/96 77 WAIG 2720

(Appendix)

Ins. Cl. 1798/89 21/12/89 70 WAIG 827

Cl. & Title 913/97 02/09/97 77 WAIG 2720

Appendix - Resolution of Disputes Requirement

(Appendix - S.49B - Inspection of Records Requirements)

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

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

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