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   CAREER MEDICAL OFFICERS
   Association (Australia)

   NSW Awards


Last updated 10th May 1999


PART A
CONTENTS (Clickable Menu)

Clause No        SUBJECT MATTER Clause No        SUBJECT MATTER
 1          CONTENTS (Arrangement)
 2          BASIC WAGE
 3          DEFINITIONS
 4          SALARIES
 5          NO EXTRA CLAIMS
 6          PAYMENT OF SALARIES
 7          MEAL BREAKS
 8          BOARD & LODGING
 9          QUALIFICATION ALLOWANCE
10         IN CHARGE ALLOWANCE
11         HOURS OF WORK
12         PENALTY RATES
13         TIME WORKED
14         OVERTIME
15         ON-CALL AND CALL-BACK
16         ANNUAL LEAVE 
17         ANNUAL LEAVE LOADING
18         PUBLIC HOLIDAYS
19         SICK LEAVE
20          COMPASSIONATE LEAVE
21          MATERNITY & ADOPTION LEAVE
22          PERSONAL/CARERS LEAVE/FAMILY &
             COMMUNITY SERVICE LEAVE
23          UNIFORM AND LAUNDRY ALLOWANCES
24          STUDY LEAVE
25          SETTLEMENT OF DISPUTES
26          TRAVELLING ALLOWANCES
27          LONG SERVICE LEAVE
28          SECONDMENT
29          TERMINATION OF EMPLOYMENT
30          MOBILITY EXCESS FARES &
             TRAVELLING
31          RELOCATION EXPENSES
32          LABOUR FLEXIBILITY
33          TRADE UNION LEAVE
34          HIGHER DUTIES ALLOWANCE
35          GRADING COMMITTEE
36          AREA, INCIDENCE AND DURATION

PART B
(Clickable Menu)
MONETARY RATES

TABLE 1         WAGES (CMOs, Interns, RMOs, Registrars)
TABLE 2         WAGES (Med. Superintendents)
TABLE 3         OTHER RATES AND ALLOWANCES


Part A

2. Basic Wage/State Decisions

    (a) Basic Wage

      This award insofar as it fixes rates of wages, is made by reference and in relation to a basic wage for adults of $121.40 per week. The said Basic Wage is subject to variation in accordance with the provisions of sub-section (2) of Section 15 of Schedule 4 - Savings; transitional and other provisions - of the Industrial Relations Act, 1996.

    (b) State Decisions

      The rates of wages and conditions of employment contained in this award are subject to variation in accordance with the provisions of Section 52 in the Industrial Relations Act, 1996, to the extent necessary to give effect to State decisions made in accordance with the provisions of Sections 50 and 51 of the said Act.

3. Definitions

    "Area Health Service" means an Area Health Service established pursuant to the Area Health Service Act, 1986. (Definition from CMO award)

    "Association" means the Health and Research Employees Association of New South Wales. (Note CMO award also refers to ASMOF)

    "Authority" means the Public Employment Industrial Relations Authority. (Definition from CMO award)

    "Corporation" means the Health Administration Corporation. (Definition from CMO award)

    "Career Medical Officer" means a Medical Officer who is employed and/or appointed to a position, not being that of a medical officer in training, in a hospital, who may be required to undertake such duties and at such places as directed within such hospital. (Definition from CMO award)

    "Higher Medical Qualifications" means such qualifications obtained by an officer subsequent to graduation and includes

      (a) post-graduate University degrees and diplomas recognised by the Medical Board of New South Wales as qualifications; or

      (b) membership or fellowship of the Royal College or Royal Australasian College of Physicians or fellowship of the Royal College or Royal Australasian College of Surgeons or membership or fellowship of the Royal College of Obstetricians and Gynaecologists; or

      (c) such other post-graduate qualifications obtained by examination and recognised by the Medical Board of New South Wales and acceptable to the Corporation, including fellowship of the Royal Australian College of General Practitioners.

    "Hospital" has the meaning ascribed to it in the Public Hospitals Act, 1929

    "Intern" means a medical officer serving in a hospital prior to his obtaining full registration pursuant to section 17 {3) (a) of the Medical Practitioners Act, 1938.

    "Medical Officer" means a person licensed or registered by the Medical Board of New South Wales pursuant to the Medical Practitioners Act, 1938, employed in a position covered by this Award. (Definition from CMO award)

    "Officer" means a Medical Officer employed on a full-time or permanent part-time basis at a hospital, area health service or health facility. It also means a person who is a registered medical practitioner and who is employed as a Chief Executive Officer, Deputy Chief Executive Officer, Medical Superintendent, Deputy Medical Superintendent, Assistant Medical Superintendent or Clinical Superintendent in a position as such by the Health Administration Corporation

    "Resident" means a medical officer who has obtained full registration.

    Registrar" means a medical officer who:

      (i) has had at least three years' experience in public hospital service AS defined under this award or any lesser period acceptable to the Health Commission of New South Wales, and

      (ii) is appointed as a registrar by a hospital, and

      (iii) is occupying a position of registrar in an established position as approved by the Health Commission of New South Wales.

    "Senior Registrar" means a registrar holding higher medical qualifications and occupying a position of senior registrar in an established position as approved by the Health Commission of New South Wales.

    "Service" for the purpose of Clause 4, Salaries, means service before and/or after the commencement of the Award in one or more hospitals or in the other institutions approved from time to time by agreement between the parties to this Award. It shall include service as a medical officer in the Australian Armed Forces and service, whether continuous or not, in other hospitals within the Commonwealth of Australia.

    "Weekly Rates"will be ascertained by dividing an annual amount by 52.17857 or a weekly rate can be multiplied by 52.17857 to obtain the annual amount.

4. Salaries

    Part A -

      as set out in Table 1 and Table 2 - Wages, of Part B, Monetar Rates.

      For appointment to Grade 2 or Grade 3 Career Medical Officer, approval of the Area Health Service is required.

      Medical Officers in receipt of a salary higher than that of Senior Registrar in the Public Hospital (Medical Officers) Award are to have penalty, overtime and public holiday payments calculated on the salary ascribed to Senior Registrar, as varied from time to time.

    Part B -

      (a) For the purpose of calculation of payments to officers pursuant to the provisions of this Award, one hour's pay shall be calculated in accordance with the following formula:

        Annual Salary   x    1 
           52.17857            38

      and one day's pay shall be calculated by multiplying "one hour's pay" (as calculated in accordance with the above formula) by 7.6.

      (b) Officers appointed at a salary of the sale in Part 'A' shall be eligible to progress to the next higher step in such scale on the anniversary of the date on which they were appointed.

    Part C -

      Permanent Part-Time Medical Officers -

        (i) A permanent part-time employee is one who is permanently appointed to work a specified number of hours which are less than those prescribed for a full-time employee;

        (ii) Employees engaged under Part C of this clause shall be paid an hot rate calculated on the basis of one thirty-eighth of the appropriate rate prescribed by Part A, and where applicable one thirty-eighth of the appropriate allowance prescribed by Clause 9, Qualification Allowance with a minimum payment of two hours for each start and one thirty eighth of the appropriate allowances prescribed by Clause 23, Uniform and Laundry Allowances, ff applicable but shall not be entitled to additional days off or part thereof as prescribed by Clause 11, Hours Work.

        (iii) Employees engaged under Part C of this clause shall be entitled to all other benefits of this award not otherwise expressly provided for herein in the same proportion as their ordinary hours of work bear to full-time hours.

        (iv) Employees engaged under Part C of this clause are entitled to contribute to the appropriate superannuation scheme subject to the requirements of relevant legislation.

    Part D

      NOTE: As at the operative date of this award hospitals shall be graded at the level

      indicated hereunder:

      Level I -
      Royal Prince Alfred Hospital, Prince Henry/Prince of Wales Hospital Group, Royal North Shore Hospital, The Parramatta Hospitals, Royal Newcastle Hospital.

      Level II -
      St. Vincent's Hospital Darlinghurst, St. George Hospital, Royal Alexandria Hospital for Children.

      Level III -
      Sydney Hospital, Hornsby and Ku-Ring-Gai Hospital, Wollongong Hospital, Bankstown Hospital, Blacktown District Hospital, Gosford Hospital, Liverpool Hospital, Mater Misericordiae Hospital Waratah, Sutherland Hospital, Royal Hospital For Women, Tamworth Group, Moree Group, Armidale Group, Maitland Group.

      Level IV -
      Albury Base Hospital, Auburn District Hospital, Balmain District Hospital, Broken Hill and District Hospital, Canterbury Hospital, Cessnock District Hospital, Dubbo Base Hospital, Fairfield District Hospital, Grafton Base Hospital, Lewisham Hospital, Lismore Base Hospital, Mater Misericordiae Hospital North Sydney, Manning River District Hospital, Mount Druitt Hospital, Nepean District Hospital, Orange Base Hospital, Ryde Hospital, Wagga Wagga Base Hospital, Port Kembla District Hospital, Manly District Hospital, St. Margaret's Hospital for Women, Mona Vale District Hospital, Wallsend Hospital, Goulburn Group, Queanbeyan Group, Bega Group,Young Group, Hastings Valley Group, Macleay Valley Group.

      Level V -
      Langton Clinic, Royal Ryde Homes, Griffith Base Hospital, Western Suburbs Hospital, Bathurst District Hospital, Blue Mountains District Anzac Memorial Hospital, Camden Hospital, Lithgow District Hospital, Marrickville District Hospital, Royal South Sydney Hospital, St. Joseph's Hospital Auburn, St. Luke's Hospital, Hawkesbury District Hospital, Harbour District Hospital, Campbelltown District Hospital, Rachel Forster Hospital.

      Officers in Table 2 Part B shall be paid a salary supplement of 16 per cent of the appropriate based award salary as varied from time to time with respect to their clinical work performed as part of their function.

5. No Extra Claims

    It is a term of this award the union undertakes, until 31 December 1999, not to pursue any extra claims, award or overaward, except where consistent with the State Wage Case Principles.

6. Payment of Salaries

    (i) All salaries and other payments shall be paid fortnightly. Provided further that, for the purpose of adjustments of wages related to variations in the basic wage, the pay period shall be deemed to be weekly.

    (ii) Employees shall have their salary paid into one account with a bank or other financial institution in New South Wales as nominated by the employee, except where agreement as to another method of payment has been reached between the Association and the Corporation due to the isolation of the employing hospital. Salaries shall be deposited by hospitals in sufficient time to ensure that wages are available for withdrawal by employees no later than pay day, provided that this requirement shall not apply where employees nominate accounts with non-bank financial institutions which lack the technological or other facilities to process salary deposits within 24 hours of the hospitals making their deposits with such financial institutions, but in such cases hospitals shall take all reasonable steps to ensure that the wages of such employees are available for withdrawal by no later than pay day. Subject to adequate notice in writing on each occasion, employees who are rostered off on pay day shall be entitled to have their salary deposited before proceeding on their day or days off.

    (iii) Penalty rates and overtime worked during the second week of the pay fortnight may be paid to employees in the next pay period by Area Health Services and hospitals.

    (iv) The salaries of officers covered by Part B Table 2 of this award shall be adjusted to the appropriate range prescribed by this award on the basis of years of service in position - for the purpose of this clause an officer shall be deemed to have the years of service indicated by the salary received under the scale in force immediately prior to the operative date of this award.

7. Meal Breaks

    Day Shifts - Monday to Friday

      1. In the interests of patient care and the health and welfare of medical staff, officers must have a break from duty for the purpose of taking a meal.

      2. There shall be a uniform meal break of 30 minutes except where locally agreed arrangements for a longer period are made (which shall not exceed one hour).

      3. If officers are required to work during their meal break they shall be paid for the time worked.

      4. Medical Administrators are to establish simple and effective procedures in consultation with officers to record when staff are required to work through their meal break and to ensure that payment is made.

    Shifts Other an Day Shift - Monday to Friday

    The arrangements outlined in Circular No. 83/250 of 19 August, 1983 in relation to meal breaks during shifts other than Day Shifts, Monday to Friday, will continue to apply.

    NOTE: See Departmental Circular No. 88/251. This has not been gazetted

8. Board and Accommodation

    (i) Where an officer lives at a hospital, deductions, as detailed in Table 4 of Part B, may be made by the employer from his/her salary.

    (ii) Where individual meals only are provided, the officer may be charged the charges applicable under the Public Hospital Nurses (State) Award.

    (iii) The above-mentioned amounts shall vary in accordance with the board, accommodation and individual meal charges as prescribed in the Public Hospital Nurses (State) Award as varied from time to time.

    (iv) No deduction shall be made from the salary of an officer for board and accommodation when the officer is absent from the hospital on annual, sick or long service leave, provided that the employer shall be entitled to make the deduction for accommodation where the officer:

    (a) having been requested to leave his/her room completely vacant fails to do so; or

    (b) is absent from the hospital on sick leave and such absence does not exceed six consecutive days.

    * Current rates taken from Departmental Circular No. 92/1.

9. Qualification Allowance

    An allowance per annum as set out in Item 1 of Table 3 - Other Rates and Allowances shall be paid to officers who obtain an appropriate higher medical qualification subsequent to graduation.

    Provided that this clause shall not apply to an officer who has salary equal to or in excess of the Senior Registrar rate of pay contained in the Public Hospital (Medical Officers) Award.

    Provided further that where an officer in his/her 5th and subsequent years of training is expected to meet the formal requirements of a higher medical qualification in that year he/she shall be paid half the qualification allowance.

10. In Charge Allowance

    An allowance as set out in Item 2 of Table 3 - Other Rates and Allowances shall be paid to medical officers for each twelve hours of duty or part thereof of continuous in-charge duty for responsibility for after hours medical services.

    NOTE: See Departmental Circular No.88/250

11. Hours of Work

    (i) The ordinary hours of work shall not exceed an average of 38 hours per week. This shall be achieved by rostering officers for duty over either forty hours in any period of seven consecutive days or eighty hours in any period of fourteen consecutive days and, in addition, then granting officers roster leave additional to that prescribed in subclause (ii) of this clause to the extent of one additional day per calendar month. Such additional roster leave may accumulate to a maximum of twelve days and shall be granted in multiples of one day for periods ranging from one day to two weeks Upon termination of employment an officer shall be paid the monetary value of any untaken additional roster leave, calculated at the officer's ordinary time rate of pay as prescribed by Clause 4, Salaries.

    (ii) Officers shall be free from ordinary hours of duty for not less than two days in each week or where this is not practicable, four days in each fortnight. Where practicable, days off shall be consecutive and where possible additional rostered days off shall be combined with other rostered time off.

    (iii) No shift shall be less than eight hours in length on a weekday or less than four hours in length on a Saturday, Sunday or public holiday.

    (iv) No broken or split shifts shall be worked.

    (v) All time worked in excess of ten hours in any one shift shall be paid as overtime.

    (vi) Where in any pay period, an officer is not employed by a hospital for the whole of the pay period, the ordinary hours of work for the purpose of calculating salary for that pay period (i.e., 38 or 76 hours) will be adjusted by the following factor, rounded to the nearest whole number -

         Number of calendar days employed
      Number of calendar days in pay period

    (vii) Officers shall be given at least two weeks' notice of rosters to be worked in relation to ordinary hours of work and also where practicable, in relation to additional (overtime) rostered hours of work, provided that a hospital may change the rosters without notice to meet any emergent situation. This subclause shall not apply in respect of the granting by hospitals of additional roster leave pursuant to this clause.

      * ORDER OF INTERPRETATION

                    (The Industrial Commission of New South Wales in Court Session on 28July,1989).

      That upon the true meaning and intention of subclause (v) of clause 5, Hours of Work, of the Public Hospital (Medical Officers) Award published 24 May 1978 (209 I.G. 2771), as varied, the words "All time worked shall mean "All ordinary time (hours) worked" and the word "any one shift" shall mean any one continuous period of ordinary hours of work for which an employee under the said award is rostered to work".

12. Penalty Rates

    Any ordinary hours worked between the following hours shall be paid; ordinary time plus the appropriate penalty rate:

    (i) Hours worked between 6.00 pm and midnight, Monday to Friday - 12.5 per cent.

    (ii) Midnight and 8.00 am, midnight Sunday to midnight Friday - 25 per cent.

    (iii) Midnight Friday and midnight Saturday - 50 per cent.

    (iv) Midnight Saturday and midnight Sunday - 75 per cent.

13. Time Worked

    Time worked means the time during which an officer is required by a hospital to be in attendance at a hospital for the purpose of carrying out such functions as the hospital may call on him to perform, and it shall include times when the officer, in waiting to carry out some active functions, is studying or resting or sleeping or engaged in any other activity.

    Provided that time worked does not include uninterrupted breaks allowed and actually taken for meals.

    Provided further that where an officer attends of his/her own volition outside of hours rostered on duty, or where an officer remains in attendance when formally released from the obligation to perform professional duties, the hospital shall not be liable to make any payment for such attendance.

14. Overtime

    (i) All time worked by officers in excess of the ordinary hours specified in clause 11, Hours of Work, shall be paid at the rate of time and one half for the first two hours, and double time for the remaining hours worked provided that all overtime performed on a Sunday, shall be at double time.

    (ii) All time worked by employees employed pursuant to Part C, Permanent Part-Time Medical Officers, of clause 4, Salaries, in excess of the rostered daily ordinary hours of work prescribed for the majority of full-time employees employed on that shift shall be paid at the appropriate overtime rate prescribed herein. Time worked up to the rostered daily ordinary hours of work prescribed for a majority of the full-time employees employed on the shift concerned shall not be regarded as overtime but an extension of the contract hours for that day and shall be paid at the ordinary rate of pay.

    (iii) An officer who works authorised overtime and was not notified on or prior to his/her previous shift of the requirement to work such overtime shall be paid in addition to payment for such overtime:

      (a) as set out in Item 3 of Table 3 - Other Rates and Allowances, for breakfast when commencing such overtime work at or before 6.00 am;

      (b) as set out in Item 3 of Table 3 for an evening meal when such overtime is worked for at least one hour immediately following his/her normal ceasing time, exclusive of any meal break and extends beyond or is worked wholly after 7.00 pm;

      (c) as set out in Item 3 of Table 3 for luncheon when such overtime extends beyond 2.00 pm on Saturdays, Sundays or holidays;

    Or shall be provided with adequate meals in lieu of such payments. The rates prescribed in this subclause shall be varied pro-rata to any variations in the rates payable under Clause 35 of the regulations under the Public Sector Management Act, 1988.

    (iv) Provided however that an officer employed in a community health facility shall be granted time in lieu of overtime payments. Such time in lieu shall be taken within three months of accrual and at ordinary time. If such accrued time in lieu is unable to be taken within the three month period, it is to be paid out at the end of the three month period in accordance with subclause (i) above at the current rates of pay then applying. (CMO award only)

15. On-Call and Call-Back

    (i) An "on-call period" is a period during which an officer is required by the employer to be on-call.

    (ii) For the purposes of calculation of payment of on-call allowances and for call-back duty, an on-call period shall not exceed 24 hours.

    (iii) An officer shall be paid for each on-call period which coincides with a day rostered on duty an allowance as set out in Item 4 of Table 3 - Other Rates and Allowances, of Part B, Monetary Rates, and for each on-call period coinciding with a rostered day off an allowance as set in the said Item 4 with a maximum payment as set out in the said Item 4 per week.

    (iv) An officer who is called back for duty shall be paid for all time worked at the appropriate overtime rate, with a minimum of 3.5 hours pay at such rates and, effective from the first full pay period to commence on or after 26 September, 1991, 4 hours at such rates.

    (v) The amounts specified in subclause (iii) shall be taken to include expenses incurred in taking telephone calls at one's own residence and other expenses incurred being available for emergency duty.

16. Annual Leave

    PART A

    (i) All officers shall be allowed four calendar weeks leave of absence on full pay in respect of each twelve months service as defined in this Award plus one day on full pay in respect of each public holiday occurring within the period of such leave.

    (ii) Officers who are required to work on Sundays and/or public holidays during a qualifying period of employment for annual leave purposes shall be entitled to receive additional annual leave in respect of each complete period of eight hours so worked as follows:

      (a) if 35 or more such periods on such days have been worked - one week;

      (b) if less than 35 such periods on such days have been worked - leave proportionately calculated on the basis of 38 hours leave for 35 such periods worked;

      (c) work performed by reason of call-backs pursuant to clause 14, Overtime, shall be disregarded when assessing an officer's entitlement under this subclause.

      (d) The calculations referred to in paragraphs (a) and (b) of this sub-clause shall be made to the nearest one-fifth of the ordinary hours worked, half or more than half of one-fifth being regarded as one fifth and less than half being disregarded.

    (iii) Annual leave shall be given and shall be taken in one consecutive period or, ff the officer and the employer so agree, in either two or three separate periods, but not otherwise.

    (iv) Annual leave shall be given and shall be taken within a period of six months after the date when the right to annual leave accrued; provided that the giving and taking of the whole or any separate period of such annual leave may, by mutual agreement between the employer and the officer, be postponed for a further period not exceeding six months.

    (v) If the officer and the employer so agree, the annual leave or any such separate periods may be taken wholly or partly in advance before the officer has become entitled to that leave, but where leave is taken in such circumstances a further period of annual leave shall not commence to accrue until the expiration of the twelve months in respect of which the annual leave or part thereof has been so taken.

    (vi) Except as provided by this clause, payment shall not be made to an officer in lieu of any annual leave or part thereof nor shall any such payment be accepted by the officer.

    (vii) The hospital shall give the officer at least two months notice of the date from which his/her annual leave is to be taken.

    (viii) Each officer shall be paid before entering upon annual leave his/her ordinary rate of salary for the period of leave. For the purposes of this subclause "ordinary rate of salary" means the sum of the officers' award rate of salary and qualification allowance if applicable.

    (ix) Where the employment of an officer is terminated, the officer shall be entitled to receive proportionate payment for each completed month of service, together with such additional annual leave entitlements due under sub clause (ii). All payments are to be made at the rate of salary to which such officer is entitled under this Award.

    (x) Where the annual leave under this clause or any part thereof has been taken in advance by an officer pursuant to sub clause (v), of this clause; and

      (a) the employment of the officer is terminated before he/she has completed the year of employment in respect of which such annual leave or part thereof was taken; and

      (b) the sum paid to the officer as ordinary pay for the annual leave or part so taken in advance exceeds the sum which the employer is required to pay to the officer under sub clause (ix) of this clause, the employer shall not be liable to make any payment to the officer under the said sub-clause (ix), and shall be entitled to deduct the amount of such excess from any remuneration payable to the officer upon the termination of the employment.

    (xi) Any annual leave which had accrued to an officer employed immediately prior to the operative date of this Award under the provisions then in force and who continues in employment under this Award shall remain to his/her credit and such leave may be allowed as provided in this clause in addition to any other leave which has accrued to an officer under the provision this clause.

    PART B

    Officers as set out in Part B Table 2 are subject to the following conditions relative to annual leave and not the provisions of Part A of this clause.

    (i) Annual leave shall accrue at the rate of five calendar weeks per annum.

    (ii) Annual leave shall not accrue beyond ten calendar weeks without the approval of the Hospital Board.

    (iii) Such annual leave shall be taken by officers at mutually convenient times : as arranged with the Hospital.

    (iv) The hospital shall pay each officer in advance before the commencement of any period of annual leave his ordinary pay for the period of the leave.

    (v) Where any special or public holiday for which the officer is entitled to payment under this award or under any Act or under his contract of employment occurs during any period of annual leave taken by an officer, the holiday shall not be reckoned as a deduction from the officer's annual leave entitlement.

    (vi) Annual leave for a period of accrual of less than twelve months shall accrue on a proportionate basis at the rate of five calendar weeks per annum.

    (vii) Where the employment of an officer who has become entitled to a period of annual leave is terminated or the officer resigns, the due period of annual leave shall be deemed to be taken from the date of termination or resignation and the hospital shall forthwith pay to the officer, in addition to all other amounts due to him, his ordinary pay for the period of annual leave.

17. Annual Leave Income Loading

    (i) A shiftworker, as defined in Clause 3, Definitions, shall be paid whilst on annual leave his/her ordinary pay plus shift allowances and weekend penalties relating to ordinary time the shiftworker would have worked if he/she had not been on annual leave.

    Provided that shift allowances and weekend penalties shall not be payable for public holidays which occur during a period of annual leave or for days which have been added to annual leave in accordance with the provisions of Clause 18, Public Holidays.

    (ii) Employees shall be entitled to an annual leave loading of 17.5 per cent, or shift penalties as set out in sub clause (i) of this clause, whichever is the greater.

    NOTATION: The conditions relating to the grant of annual leave loading are set out in the Health Commission's Determination No. 2 of 1975, dated 11 February 1975, and subsequent variations consolidated in Health Commission Circular No. 82/14 dated 11 January, 1982.

18. Public Holidays

    (i) Public Holidays shall be allowed to officers on fall pay.

    (ii) Where an officer is required to and does work on any of the public holidays, as set out in this clause, the officer shall have one day added to the period of his/her annual leave for each public holiday so worked unless time off in respect of time worked on any such public holiday has already been granted to the officer. The provisions of this sub clause shall also apply to officers where a public holiday falls on a rostered day off.

    (iii) For the purpose of this clause, the following shall be deemed to be public holidays: New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen's Birthday, Labour Day, Christmas Day, Boxing Day, or in lieu of any such day any holiday proclaimed in lieu thereof, together with any other day duly proclaimed as a special day and observed as a public holiday within the area in which the hospital in which the officer is employed is situated.

    (iv) All hours worked on public holidays shall be paid at the rate of time and one half.

19. Sick Leave

    (i) An officer shall be allowed sick leave on fill pay calculated by allowing fourteen calendar days for CMO's, Ten days for Officers as set out in Part B Table 2 and 76 "ordinary" hours per year for other medical officers for each year of continuous service less any sick leave on full pay already and taker subject to the following conditions:

      (a) The employer may require the sickness to be certified to by the medical superintendent or by a legally qualified medical practitioner, approved by the hospital, or may require other satisfactory evidence thereof.

      (b) An officer shall not be entitled to sick leave until the expiration of three months' continuous service.

      (c) Each officer shall take all reasonably practicable steps to inform the employer of his or her inability to attend for duty and as far as possible state the estimated duration of the absence. Where practicable such notice shall be given within twenty-four hours of the commencement of such absence.

      (d) An officer shall not be entitled to sick leave on full pay for any period in respect of which such officer is entitled to workers' compensation; provided, however, an employer shall pay to an officer who has sick leave entitlements under this clause, the difference between the amount received as workers' compensation and full pay, if the employee elects such payment. The officer's sick leave entitlements under this clause shall, for each week during which such difference is paid, be reduced by that proportion of hours which the difference paid bears to full pay. On the expiration of available sick leave, weekly compensation payments only shall be payable.

      (e) An officer is not eligible for sick leave during periods when he/she would have normally been rostered on overtime shifts.

      (f) An officer is not entitled to more than 8 hours' sick leave in respect of any one day.

    (ii) Continuous service for the purpose of this clause shall be calculated in the same manner as provided for in paragraph (a) of subclause (ii) of Clause 27, Long Service Leave.

    (iii) Full pay for the purpose of this clause shall include the uniform allowance where payable under clause 23, Uniform and Laundry Allowance.

    (iv) A hospital shall not terminate the services of an officer except on the grounds of misconduct during the currency of any periods of paid sick leave.

    (v) Sick leave as defined, shall accrue and be transferable between hospitals, at the rate of fourteen calendar days per year of continuous service, minus days taken.

    (vi) Any sick leave which had accrued to an officer employed immediately prior to the operative date of this Award, under the provisions then in force and who continues in employment under this Award shall remain to his/her credit and such leave may be allowed as provided in this clause in addition to any other leave which has accrued to an officer under the provisions of this clause.

20. Compassionate Leave

    (i) Compassionate leave with pay shall be granted in extraordinary or emergent circumstances where an officer is forced to absent himself/herself from duty because of an urgent pressing necessity, and such leave as is granted should be limited to the time necessary to cover the immediate emergency.

    (ii) Such Compassionate Leave shall be granted on the following principles

      (a) death and funeral of mother, father, husband, wife, son, daughter, sister, brother, grandparent, parent-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandchild and any other relative where special circumstances exist, eg. the officer residing with the deceased;

      (b) illness in the family - sufficient leave should be granted to meet the , immediate emergency and to allow the employee to make any other arrangements considered necessary.

    (iii) Compassionate Leave may also be granted in cases of unforeseen emergencies which clearly prevent attendance for duty, e.g., floods, bushfires, etc.

    (iv) Compassionate Leave shall be granted for a period normally not exceeding three (3) working days within each year, provided that additional leave may be granted by the Corporation in exceptional circumstances.

21. Maternity and Adoption Leave

    A. Maternity Leave

      (i) Eligibility

        To be eligible for paid maternity leave an employee must have completed at least 40 weeks continuous service of not less than 311/4 hours per week prior to the expected date of birth or be a permanent part-time employee as specified.

        An employee who has once met the conditions for paid maternity leave will not be required to again work the 40 weeks continuous service in order to qualify for a further period of paid maternity leave, unless -

          (a) there has been a break in service where the employee has been re-employed or re-appointed after a resignation, medical retirement, or after her services have been otherwise dispensed with: or

          (b) the employee has completed a period of leave without pay of more than 40 weeks. In this context, leave without pay does not include sick leave without pay, maternity leave without pay, or leave without pay associated with an illness or injury compensable under the Workers' Compensation Act.

      (ii) Portability of Service for Paid Maternity Leave

        Portability of service for paid maternity leave involves the recognition of service in public sector organisations for the purpose of determining an employee's eligibility to receive paid maternity leave. For example, where an employee moves between a Public Sector Department and a public hospital, previous continuous service will be counted towards the service prerequisite for paid maternity leave.

        When determining an employee's eligibility for paid maternity leave, continuous service with New South Wales public sector organisations which are included in the schedule of the Transferred Officers Extended Leave Act, 1961, will be recognised, provided that:

          (a) service was on a full-time or permanent part-time (as specified) basis:

          (b) cessation of service with the former employer was not by reason of

          dismissal on any ground, except retrenchment or reduction of work;

          (c) the employee commences duty with the new employer on the next working day after ceasing employment with the former employer (there may be a break in service of up to two months before commencing duty with the new employer provided that the new position was secured before ceasing duty with the former employer. However, such a break in service will not be counted as service for the purpose of calculating any prior service prerequisite for paid maternity leave.)

          NOTE: These conditions reflect Circulars 87/98 and 87/235.

      (iii) Entitlement

        Eligible employees are entitled to paid maternity leave as follows:

        (a) Paid Maternity Leave - an employee is entitled to nine weeks at the ordinary rate of pay from the date maternity leave commences. This leave may commence up to nine weeks prior to the expected date of birth.

        It is not compulsory for an employee to take this period off work. However, if an employee decides to work during this period it is subject to the employee being able to satisfactorily perform the full range of normal duties.

        Paid maternity leave may be paid:

          - on a normal fortnightly basis

          - in advance in a lump sum

          - at the rate of half pay over a period of eighteen weeks on a regular fortnightly basis.

        Recreation and/or long service leave credits can be combined with periods of maternity leave on half pay to enable an employee to remainon full pay for that period.

        (b) Unpaid Maternity Leave - an employee is entitled to a further period of unpaid maternity leave of not more than 12 months after the actual date of birth.

      (iv) Applications

        An employee who intends to proceed on maternity leave should formally notify her employer of such intention as early as possible, so that arrangements associated with her absence can be made.

        Written notice of not less than eight weeks prior to the commencement of the leave should accordingly be given. This notice must include a medical certificate stating the expected date of birth and should also indicate the period of leave desired.

      (v) Variation after Commencement of Leave

        After commencing maternity leave, an employee may vary the period of her maternity leave once only without the consent of her employer by giving the employer notice in writing of the extended period at least 14 days before the start of the extended period. An employer may accept less notice if convenient.

        An employee may extend the period of maternity leave at any time with the agreement of the employer.

        The conditions relating to variation of maternity leave are derived from Section 64 of the Industrial Relations Act 1966.

      (vi) Staffing Provisions

        In accordance with obligations established by the Industrial Relations Act 1966 (Section 69) any person who occupies the position of an employee on maternity leave must be informed that the employee has the right to return to her former position. Additionally, since an employee has the right to vary the period of her maternity leave, offers of temporary employment should be in writing, stating clearly the temporary nature of the contract of employment. The duration of employment should be also set down clearly; to a fixed date or until the employee elects to return to duty, whichever occurs first.

      (vii) Effect of Maternity Leave on Accrual of Leave, Increments etc.

        When the employee has resumed duties, any period of full pay leave is counted in full for the accrual of annual leave and any period of maternity leave on half pay is taken into account to the extent of one half thereof when determining the accrual of annual leave.

        Except in the case of employees who have completed ten years' service the period of maternity leave without pay does not count as service for long service leave purposes. Where the employee has completed ten years' service the period of maternity leave without pay shall count as service provided such leave does not exceed six months.

        Maternity leave without pay does not count as service for incremental purposes. Periods of maternity leave at full pay and at half pay are to be regarded as service for incremental progression on a pro-rata basis.

        Where public holidays occur during the period of paid maternity leave, payment is at the rate of maternity leave received i.e., public holidays occurring in a period of full pay maternity leave are paid at full rate and those occurring during a period of half pay leave are paid at half rate.

      (viii) Illness Associated with Pregnancy

        If, because of an illness associated with her pregnancy an employee is unable to continue to work then she can elect to use any available paid leave (sick, annual and/or long service leave) or to take sick leave without pay.

        Where an employee is entitled to paid maternity leave, but because of illness, is on sick, annual, long service leave, or sick leave without pay prior to the birth, such leave ceases nine weeks prior to the expected date of birth. The employee then commences maternity leave with the normal provisions applying.

      (ix) Transfer to a More Suitable Position

        Where, because of an illness or risk associated with her pregnancy, an employee cannot carry out the duties of her position, an employer is obliged, as far as practicable, to provide employment in some other position that she is able to satisfactorily perform. This obligation arises from Section 69 of the Industrial Relations Act 1966. A position to which an employee is transferred under these circumstances must be as close as possible in status and salary to her substantive position.

      (x) Miscarriages

        In the event of a miscarriage any absence from work is to be covered by the current sick leave provisions.

      (xi) Stillbirth

        In the case of a stillbirth, (as classified by the Registry of Births, Deaths and Marriages) an employee may elect to take sick leave, subject to production of a medical certificate, or maternity leave She may resume duty at any time provided she produces a doctor's certificate as to her fitness.

      (xii) Effect of Premature Birth on Payment of Maternity Leave

        An employee who gives birth prematurely, and prior to proceeding on maternity leave shall be treated as being on maternity leave from the date leave is commenced to have the child. Should an employee return to duty during the period of paid maternity leave, such paid leave ceases from the date duties are resumed.

      (xiii) Right to return to Previous Position

        In accordance with the obligations set out in Section 66 of the Industrial Relations Act 1966, an employee returning from maternity leave has the right to resume her former position.

        Where this position no longer exists the employee is entitled to be placed in a position nearest in status and salary to that of her former position and to which the employee is capable or qualified.

      (xiv)Return for Less than Full Time Hours

        Employees may make application to their employer to return to duty for less than the full time hours they previously worked by taking weekly leave without pay. Such return to work is to be according to the following principles:

          - the period is to be limited to 12 months after which full time duties must be resumed;

          - the employee is to make an application for leave without pay to reduce her full time weekly hours of work. This application should be made as early as possible to enable the employer to make suitable staffing arrangements. At least four weeks notice must be given;

          - the quantum of leave without pay to be granted to individual employees is to be at the absolute discretion and convenience of the employer;

          - salary and other conditions of employment are to be adjusted on a basis proportionate to the employees full time hours of work i.e., for long service leave the period of service is to be converted to the full time equivalent, and credited accordingly.

        It should be noted that employees who return from maternity leave under this arrangement remain full-time employees. Therefore the payment of any part-time allowance to such employees does not arise.

      (xv) Further Pregnancy while on Maternity Leave

        Where an employee becomes pregnant whilst on maternity leave, a further period of maternity leave may be granted. Should this second period of maternity leave commence during the currency of the existing period of maternity leave, then any residual maternity leave from the existing entitlement lapses.

    B. Adoption Leave

      (i) Eligibility

        To be eligible for paid adoption leave an employee must have completed at least 40 weeks continuous service of not less than 311/4 hours per week (or 40 weeks continuous service for permanent part-time employees as specified) prior to the date of taking custody of the child. An employee who has once met the conditions of paid adoption leave, will not be required to again work the 40 weeks continuous service in order to qualify for further periods of paid adoption leave, unless

          (a) there has been a break in service where the employee has been re-employed or re-appointed after a resignation, medical retirement, or after their services have been otherwise dispensed with; or

          (b) the employee has completed a period of leave without pay of more than 40 weeks. In this context, leave without pay does not include sick leave without pay, maternity leave without pay, or leave without pay associated with an illness or injury compensable under the Worker's Compensation Act.

      (ii) Entitlement

        a) Paid Adoption Leave

          Eligible employees are entitled to paid adoption leave of three weeks at the ordinary rate of pay from and including the date of taking custody of the child.

          Paid adoption leave may be paid:

            - on a normal fortnightly basis

            - in advance in a lump sum

            - at the rate of half pay over a period of six weeks on a regular fortnightly basis.

          Annual and/or long service leave credits can be combined with periods of adoption leave at half pay to enable an employee to remain on full pay for that period.

        (b) Unpaid Adoption Leave

          Eligible employees are entitled to unpaid adoption leave as follows:

            - where the child is under the age of 12 months - a period of not more than 12 months from the date of taking custody;

            - where the child is over the age of 12 months - a period of up to 12 months, such period to be agreed upon by both the employee and the employer.

      (iii) Applications

        Due to the fact that an employee may be given little notice of the date of taking custody of a child, employees who believe that, in the reasonably near future, they will take custody of a child, should formally notify the employer as early as practicable of the intention to take adoption leave. This will allow arrangements associated with the adoption leave to be made.

      (iv) Variation after Commencement of Leave

        After commencing adoption leave, an employee may vary the period of leave, once without the consent of the employer and otherwise with the consent of the employer. A minimum of four week's notice must be given, although an employer may accept less notice if convenient.

      (v) Staffing Provisions

        As per maternity leave conditions

      (vi) Effect of Adoption Leave on Accrual of Leave, Increments, etc

        As per maternity leave conditions

      (vii) Return for Less than Full-Time Hours

        As per maternity leave conditions

      Liability for Superannuation Contributions

        During a period of unpaid maternity leave or unpaid adoption leave, the employee will not be required to meet the employer's superannuation liability

        Note

          (i) The condition applying to part-time employees remain unchanged and are to be found in Circular No. 80/336 of 5 November, 1980.

          (ii) Permanent part-time employees, viz; employees engaged on a permanent part-time basis for less than the full-time hours of work, who do not receive the part-time loading but instead receive proportionate full-time conditions of employment are covered by this clause.

        As such, these permanent part-time employees (as specified) are entitled to pro-rata paid maternity leave after 40 weeks continuous service.

        NOTE: These conditions reflect Circulars 87/98 and 87/235. They are not Gazetted

22. Personal/Carer's Leave, Family and Community Services Leave

    Employees shall be granted Personal/Carer's Leave, Family and Community Services Leave in accordance with Health Department Circular No 97/11, as amended from time to time.

    NOTE: These conditions reflect Circular 97/11. They are not Gazetted

23. Uniform and Laundry Allowances

    (i) Sufficient suitable and serviceable uniforms shall be provided for each officer required to wear a uniform and such uniforms shall be laundered at the expense of the hospital.

    (ii) Where a hospital requires a uniform to be worn but does not provide such uniform, the following allowances shall be paid:

      (a) where a full uniform, including special shoes, is required, an amount per week as set in Item 5 of Table 3 - Other Rates and Allowances;

      (b) in other cases, an amount as also set in Item 5 of Table 3

24. Study Leave

    (i) Subject to the terms of this clause an employer may grant to Medical Officers other than interns study leave without loss of pay as follows:

      For Face-to-Face courses - Half-hour study time for every hour of compulsory lecture and/or tutorial attendance, up to a maximum of four hours' study time per week.

      Where no Face-to-Face course is provided - A maximum of four hours' study time per week for a maximum of 27 weeks per year.

    (ii) Study leave shall only be granted in respect of a course -

      (a) leading to higher medical qualifications as defined in clause 3, Definitions; and

      (b) in respect of a qualification which when obtained would be relevant to the needs of the hospital.

    (iii) The officer shall submit to the chief executive officer a timetable of the proposed course of study and evidence of the officer's enrolment in the course.

    (iv) The grant of study leave is subject to the convenience of the hospital and should not interfere with the maintenance of essential services nor with patient care.

    (v) Periods of study leave granted shall not be taken into account for the purposes of calculating overtime payments.

    (vi) Study leave granted subject to the terms of this clause may be accrued to a maximum of seven working days for the purpose of enabling the officer to study prior to a written, oral or clinical examination. An option to accumulate study leave in terms of this subclause shall be exercised at the commencement of each academic year, and the officer shall notify the employer accordingly.

    (vii) Officers who have given continuous service of more than one year, shall be allowed to accrue study leave not taken up to a maximum of fourteen calendar days.

25. Settlement of Disputes

    (i) Where a dispute arises in a particular section which cannot be resolved between the employees or their representative and the supervising staff, it shall be referred to the chief executive officer of the hospital or establishment or his/her nominee, who will arrange for the matter to be discussed with the employees concerned and a local representative or representatives of the Association.

    (ii) Failing settlement of the issue at this level, the matter shall be referred to the Human Resources Branch of the Department of Health, and the Head Office of the Association. The dispute will then be dealt with pursuant to subclause (v) of this clause.

    (iii) Whilst these procedures are continuing, no stoppage of work or any form of ban or limitation of work shall be applied.

    (iv) The Association reserves the right to vary this procedure where it is considered a safety factor is involved.

    (v) With a view to an amicable and speedy settlement, all disputes that firstly cannot be settled in accordance with subclauses (i) and (ii) of this clause may be submitted to a committee consisting of not more than six members with equal representatives of the Corporation and the Association. Such committee shall have the power to investigate all matters in dispute and to report to the hospital and the Association respectively with such recommendation as it may think right and in the event of no mutual decision being arrived at by such committee, the matter in dispute may be referred to the conciliation committee.

    (vi) This clause shall not interfere with the rights of either party to institute proceedings for the determination of any matter in accordance with the Industrial Arbitration Act, 1940.

26. Travelling Allowances

    (i) An officer seconded to another hospital may be granted a daily travel allowance at the rate of the difference between the cost of travel by public transport to his/her normal place of employment and travel by public transport to the seconding hospital. Provided that where an officer drives his/her own vehicle, he/she shall, in lieu, be eligible for an allowance equivalent to the transport allowance rate payable to members of the New South Wales Public Service as determined by the Authority from time to time, for the difference between the distance to his/her normal place of employment and the distance to the seconding hospital.

    (ii) An officer who, with the approval of the chief executive officer, uses on official business, a motor vehicle maintained primarily for other than official business, shall be paid the above mentioned allowance from time to time effective. However, where it is estimated that an officer will, with the approval of the chief executive officer, be required to use his/her private vehicle on official business on at least 50 days during any period of 12 months and during that period aggregate at least 805 kilometres of official running, he/she shall be paid at the official business rate prescribed by the Regulation of the Authority at the rate in force from time to time throughout the year.

    (iii) For the purpose of sub clause (ii) travel on official business:

      (a) occurs when an officer is required by the chief executive officer as part of his/her duty to use his/her motor vehicle to attend away from his/her normal place of employment or seconding hospital to another clinic, annexe or hospital. Where an officer travels on official business direct from his/her place of residence to a clinic annexe or hospital, other than his/her normal place of employment he/she shall be paid for the difference between the distance to his/her normal place of employment or seconding hospital and that other annexe, clinic or hospital;

      (b) does not include "call backs";

    (iv) Nothing in this clause shall make the employer liable for the cost of the officer's daily travel to his/her usual and normal place of employment.

27. Long Service Leave

    (i)

      (a) Each officer shall be entitled to two months' long service leave on full pay after ten years' service; thereafter additional long service leave shall accrue on the basis of five months' long service leave for each ten years' service.

      (b) Where the services of an officer with at least five years' service as an adult and less than ten years' service are terminated by the employer for any reason other than the officer's serious and wilful misconduct, or by the officer on account of illness, incapacity or domestic or other pressing necessity, he/she shall be entitled to be paid a proportionate amount for long service leave on the basis of two months' long service leave for ten years' service.

    For the purpose of this sub clause "service as an adult" means service with an employer during which the officer received a rate of pay not less than the lowest rates fixed under this Award for an adult male or adult female, as the case may be, in the same classification as the officer.

    Where some of the service of the officer has not been under this Award "service as an adult" means - in the case of a worker employed to do any work for which the price, rate or wage has been fixed by an award made under the Industrial Relations Act, 1988 or made under the Industrial Arbitration Act, 1940 or has been fixed by an industrial agreement made pursuant to or registered under the said Acts, or an agreement or Award made pursuant to the Public Sector Management Act, 1988 the period of service during which the remuneration applicable to the officer was at a rate not less than the lowest rate fixed under the award, industrial agreement, agreement or Award for an adult male or adult female in the same trade, classification, calling group or grade as the officer; or, in the case of an officer being an apprentice the terms of whose employment are governed by an award application only to apprentices - the period of service with an employer during which the remuneration applicable to the officer was at a rate not less than the rate prescribed by the award covering a journeyman carrying out work in the same trade, classification, or calling as the officer.

    (ii) For the purposes of sub-clause (i) of this clause

      (a) "Service" shall mean continuous service in one or more hospitals. For the purpose of this paragraph, continuous service shall have the same meaning as in the Transferred Officers Extended Leave Act, 1961.

      (b) Broken periods of service in one or more hospitals shall count as service subject to the following:

        (1) Where an officer after ceasing employment in a hospital subsequent to the 1st July, 1974, and after he/she has attained the age of sixty years, any service of that officer before he/she was so re-employed shall not be counted for the purpose of determining any long service leave due to that officer in respect of his/her service after he/she was so re-employed.

        (2) Where an officer, after ceasing employment in a hospital is re-employed in a hospital subsequent to the 1st July, 1974, and before he/she has attained the age of sixty years, any service of that officer before he/she was so re-employed shall not be counted for the purpose of determining any long service leave due to that officer in respect of his/her service after he/she was so re-employed unless he/she has completed at least five years' continuous service from the date of his/her being so re-employed.

      (c) Service shall not include -

        (1) any period of leave without pay except in the case of officers who have completed at least ten years service (any period of absence without pay being excluded therefrom) in which case service shall include any period of leave without pay not exceeding six months taken after 1st July, 1974;

        (2) any period of part-time service, except permanent part-time service as per clause 4, Salaries, Part C.

    (iii) Long service leave shall be taken at a time mutually arranged between the employer and the officer.

    (iv)

      (a) On the termination of employment of an officer, otherwise than by his/her death, an employer shall pay to the officer the monetary value of all long service leave accrued and not taken at the date of such termination and such monetary value shall be determined according to the salary payable to the officer at the date of such termination; provided that where an officer is transferring from one hospital to another he/she may, if he/she so desires and by agreement with his/her present employer and his/her proposed employer, be allowed to retain his/her credit to long service leave in lieu of payment of the monetary value under this sub clause.

      (b) Where an officer who has acquired a right to long service leave, or after having had five years service as an adult and less than ten years service, dies, the widow or the widower of such officer, or ff there is no such widow or widower, the children of such officer, or if there is no such widow, widower or children such person who, in the opinion of the employer, was at the time of the death of such officer, a dependent relative of such officer, shall be entitled to receive the monetary value of the leave not taken or which would have accrued to such officer had his/her services terminated as l referred to in sub-clause (i) (b), and such monetary value shall be determined according to the salary payable to the officer at the time of his/her death. Where there is a guardian of any children entitled under this paragraph the payment to which such children are entitled may be made to such guardian for their maintenance, education and advancement.

      Where there is no person entitled under this paragraph to receive the monetary value of any leave payable under the foregoing provisions payment in respect thereof shall be made to the legal personal representative of such officer.

    (iv) Rights to long service leave under this clause shall be in replacement of rights to long service leave, if any, which at 1st July, 1974 may have accrued or may be accruing to an officer and shall apply only to persons in the employ of the employer on or after 1st July, 1974. Where an officer has been granted long service leave or has been paid its monetary value prior to 1st July, 1974 the employer shall be entitled to debit such leave against any leave to which the officer may be entitled pursuant to this clause.

    (v) A permanent part time medical officer shall be entitled to have previous part time service which is the equivalent of at least two full day's duty per week taken into account for long service leave purposes in conjunction with full-time or permanent part-time service on the basis of the proportion that the actual number of hours worked each week bares to 38 hours, provided that the permanent part-time service merges without break with the full-time or permanent part-time service.

28. Secondment

      NOTE: It is important to note that Clause 28, Secondment, is only applicable to Medical Officers seconded to hospitals covered by Regions. It does not apply to Career Medical Officers seconded to hospitals incorporated within Area Health Services. (See Departmental Circular No. 92/46).

    .

    (i) Allowance -

      An officer, other than an intern, seconded to work in a 2nd or 3rd schedule hospital shall have his/her salary increased by one incremental step, by way of allowance, for the period the officer works in such hospital.

      For the duration of the officer's secondment, other than periods of leave, the allowance shall be treated as salary for the purpose of calculating overtime and shift penalties

    (ii) Travel

      An officer referred to in subclause (i) of this clause shall be allowed a paid journey to Sydney and return by economy class airfare or equivalent thereof for each period of 7 weeks in the employment of a 2nd or 3rd schedule hospital.

      At the discretion of the hospital the paid journey may be taken in advance. Such travel may be used for the purpose of furthering the officer's medical education.

      * All leave taken during periods of secondment is to be paid at the medical officer's substantive rate. (See Departmental Circular No. 92/46).

29. Termination of Employment

    Employment may be terminated only by four weeks' notice given in writing either by the hospital or the officer at any time during the week or by payment or forfeiture of four weeks' salary as the case may be, provided that the officer and the hospital may agree to a lesser period of notice. Nothing in this clause shall prevent the summary dismissal of an officer for misconduct or neglect of duty.

30. Mobility, Excess Fares and Travelling

    For the purpose of this clause accustomed place of work shall mean the location where an employee is regularly required to commence duty by the employer.

    (1) An employee shall be required to proceed to the accustomed place of work and return home once on each ordinary working day or shift in the employee's own time and at the employee's own expense.

    (2)

      (i) Where an employee is directed to report for duty to a place of work other than the employee's accustomed place of work the employee shall travel to and from the alternative place of work in the employer's time for those periods in excess of time normally taken to travel to and from the accustomed place of work.

      (ii) If the excess of travelling time on a particular day or shift is greater than the prescribed ordinary hours of duty for the particular category of staff for that day or shift, then the excess of hours shall be paid at the ordinary rate of pay to the extent of travelling time.

      (iii) Fares incurred by such employee in excess of the fares normally incurred in travelling to the employee's accustomed place of work and returning home from the accustomed place of work shall be reimbursed.

      (iv) Where the employee is required to report to an alternative place of work and has the prior approval of the employer to travel by his/her own mode of conveyance, the employee shall be paid a kilometre allowance for kilometres travelled in excess of the kilometres the employee normally travels between the accustomed place of work and home.The kilometre allowance will be prescribed from time to time by the Regulation 54 of the Public Service Regulations.

    (3)

      (i) Where an employer has determined that an employee or employees should report to a new accustomed place of work on a permanent basis, the decision must be discussed with the affected employee(s) and the local branch of the relevant union(s) prior to notice of changed accustomed place of work being given.

      (ii) The employer shall give the employee reasonable notice of the requirement to report to a new accustomed place of work. For the purpose of this subclause "reasonable notice" shall be one calendar month prior to the date the employee is first required to report to the new accustomed place of work.

      (iii) Where the accustomed place of work is changed on a permanent basis by the employer, the employee shall report to the new accustomed place of work on the date specified by the employer.

      (iv) If there is disagreement about such a decision after such discussion or if a significant number of employees are involved, the matter should be referred to the Department of Health, Division of Employee and Industrial Relations, which will discuss the matter with the appropriate union(s) and will determine the date upon which notice will be given to employee(s).

    (4)

      (i) The provision of this clause shall not apply to an employee appointed to regularly perform relief duties or to employees specifically employed to perform duties at more than one place of work except as provided in (ii) hereunder

      (ii) If a reliever incurs fares in excess of *$5 per day in travelling to and from the relief site, the excess shall be reimbursed.

      Where a reliever, with the prior approval of the employer, travels by his/her own mode of conveyance and incurs travelling costs in excess of *$5 per day to and from the relief site, such excess shall be reimbursed. The rate applicable shall be the kilometre allowance prescribed from time to time by Regulation 54 of the Public Service Regulations less *$5.

      *This $5 shall be reviewed annually by the Corporation.

    (5)

      No payment shall be made under this clause unless the employer is satisfied that the employee has incurred additional expenditure in having to report to an alternative place of work, at the direction of the employer.

    (6)

      Travel to an alternative place of work, either by public transport or own mode of conveyance, shall in all instances be by the most direct route.

31. Relocation Expenses

    NOTE: Departmental Circular No. 88/248 - this has not been gazetted.

    Where an officer is employed in the public hospital system within the metropolitan area and applies for and obtains a permanent position at a country location (being either a position covered by this Award or a Career Medical Officer position), the costs incurred by the officer in respect to removal of furniture and effects and conveyancing in the purchase of a residence are to be refunded by the new employer on the following basis: -

      - At the time the appointment is taken up; 50 % of costs incurred.

      - After one year's service at the country location a further 25% of the costs incurred.

      - After two years service at the country location: the remaining 25%of the costs incurred.

    these arrangements become effective in relation to country appointments made after 1 January, 1989.

32. Labour Flexibility

    (i) An employer may direct an employee to carry out such duties as are reasonable, and within the limits of the employee's skill, competence and training consistent with employee's classification, grouping and/or career stream provided that such duties are not designed to promote deskilling.

    (ii) An employer may direct an employee to carry out such duties and use such tools and equipment as may be required provided that the employee been properly trained or has otherwise acquired the necessary skills in the use of such tools and equipment.

    (iii)) Any direction issued by an employer pursuant to subclause (i) and (ii) shall be consistent with the employer's responsibilities to provide a safe and healthy work environment.

    (w) Existing provisions with respect to the payment of mixed functions/higher duties allowances shall apply in such circumstances.

33. Trade Union Leave

    (i) Eligibility

      Applies to members of the Association accredited by the Association as a delegate.

    (ii) Paid Special Leave

      Paid special leave is available for attendance at:

        (a) annual or bi-annual conferences of the delegate's union; and

        (b) meetings of the union's executive/Committee of Management; or

        (c) annual conference of the Labour Council of NSW; or

        (d) bi-annual conference of the Australian Council of Trade Unions.

    (iii) Limits

      There is no limit on the special leave that could be applied for or granted. It is expected, however, that the leave would be kept to a minimum and that, on average, not more than 5 days special leave per year would need to be taken.

    (iv) Responsibilities of the Union Delegate

      Responsibilities of the union delegate are:

        (a) to establish accreditation as a delegate with the union;

        (b) to provide sufficient notice of absence to the employer; and

        (c) to lodge a formal application for special leave.

    (v) Responsibilities of the Union

      Responsibilities of the union are

        (a) to provide documentary evidence to the employer about an accredited delegate in sufficient time to enable the employer to make arrangements for performance of duties;

        (b) to meet all travelling, accommodation and any other costs incurred by the accredited delegate; and

        (c) to provide the employer with confirmation of attendance of the accredited delegate.

    (vi) Responsibilities of the Employer

      Responsibilities of the employer are;

        (a) to release the accredited delegate for the duration of the conference or meeting;

        (b) to grant special leave (with pay); and

        (c) to ensure that the duties of the absent delegate are performed in his/her absence, if appropriate.

    (vi) Period of Notice

      Generally, dates of conferences or meetings are known well in advance and it is expected that employers would be notified as soon as accreditation has been given to a delegate or at least two weeks before the date of attendance.

      Where extraordinary meetings are called at short notice, a shorter period of notice would be acceptable, provided such notice is given to the employer as soon as advice of the meeting is received by the accredited delegate.

    (viii) Travel time

      Where a delegate has to travel to Sydney, inter or intra state, to attend a conference or meeting, special leave will also apply to reasonable travelling time to and from the venue of the conference or meeting.

      No compensation, such as time off in lieu, is to be provided if travel can and is undertaken on an accredited delegate's non-working day or before or after his/her normal hours of work.

    (ix) Payment of Allowances

      No allowances will be claimable in cases of special leave granted for attendance at union conferences or executive meetings covered by this Clause. - see also subclause (v) above.

      Note: This is not Gazetted but found in Circular No.95/70

34. Higher Grade Duty

    An officer who is called upon to relieve continuously for one week or more in a higher classification and who satisfactorily performs the whole of the duties and assumes the whole of the responsibilities of the higher classification shall be entitled to receive the minimum salary of such higher classification for all such periods of relief.

    Note: this clause only app!ies to persons contained in Part B Table 2 of this award

35. Grading Committee

    A Committee of up to three representatives of the Health Administration Corporation and up to three representatives of the Association shall be constituted to consider and recommend to the Industrial Commission of New South Wales upon application by the Association or a hospital:

      (i) The grading of any new position or any variation of grading of a position as a result of any substantial change in duties and/or responsibilities; and

      (ii) the date of the effect of the grading recommended. Provided that -

        (a) an officer shall, whilst the grading of his/her position is under consideration, be ineligible to be a member of the Committee;

        (b) the Committee shall not without sufficient reason, recommend the retrospective operation of any grading or remuneration; and

        (c) where a retrospective date of effect is recommended such date shall not be earlier than a date six months prior to the date on which the matter was referred to the Committee.

    Note: This clause only applies to persons contained in Part B Table 2 of this award

36. Area, Incidence and Duration

    This Award shall apply to all officers as defined herein, and shall take effect on and from the beginning of the first pay period to commence on or after January 1999, and it shall remain in force until 31 December 1999.


Part B

Monetary Rates
BasicWage forAdult Males: $121.40 per week
Annual equivalent per annum: $6,334

Table 1 - Wages

Classification

Salary at 1/1/1999
$

  Career Medical Officers  

CMO Grade 1

1st Year

$57,834

 

2nd Year

$62,414

 

3rd year

$66,808

 

4thyear

$71,967

     

CMO Grade 2

1st year

$75 117

 

2nd year

$77,652

 

3rd year

$80,720

 

4th year

$83,824

     

CMO Grade 3

1styear

$86,429

 

2nd year

$91 495

 

3rd year

$99,546

     

Intern

 

$36,484

     

Resident

1st year

$42,765

 

2nd year

$47,035

 

3rd year

$ 53,274

 

4th year

$57,834

     

Registrar

1st year

$53,274

 

2nd year

$57,834

 

3rd year

$62,414

 

4th year

$66,808

 

Senior Registrar

$75,117




Table 2 - Wages

Classification

Salary at 1/01/1999
$

Medical Superintendents

   

Chief Executive Officer

Level 1

$125,068

 

-16% Clinical Loading

$20,011

 

Level 2

$ 119,180

 

-16% Clinical Loading

$19,069

 

Level 3

$113,292

 

-16% Clinical Loading

$18,127

 

Level 4

$91,733

 

-16% Clinical Loading

$14,677

 

Level 5

$83,886

 

-16% Clinical Loading

$ 13,422

     
 

Level 1

$l19,180

 

- 16% Clinical Loading

$19,069

 

Level 2

$113,292

 

-16%Clinical Loading

$18,127

 

Level 3

$105,454

 

- 16% Clinical Loading

$16,873

 

Level 4

$83,886

 

- 16% Clinical Loading

$13,422

 

Level 5

$79,964

 

- 16% Clinical Loading

$12,794

     

Deputy Medical Superintendent

Leve1 1

$105,454

 

- 16% Clinical Loading

$16,873

 

Level 2

$91,733

 

- 16% Clinical Loading

$14,677

 

Level 3

$83,886

 

- 16% Clinical Loading

$13,422

     

Assistant Medical Superintendent

Level 1 - 1st year

$87,815

 

- 16% Clinical Loading

$14,050

 

Level 1 - 2nd year

$91,733

 

- 16% Clinical Loading

$14,677

 

Level 2 - 1st year

$79,964

 

- 16% Clinical Loading

$12,794

 

Level 2 - 2nd year

$83,886

 

- 16% Clinical Loading

$13,422

 

Level 3 - 1st year

$76,054

 

- 16% Clinical Loading

$12,169

 

Level 3 - 2nd year

$79,964

 

- 16% Clinical Loading

$12,794

 

Level 4 - 1 st year

$68,204

 

- 16% Clinical Loading

$10,913

 

Level 4 - 2nd year

$72,129

 

- 16% Clinical Loading

$11,541

     

Clinical Superintendent

Level 1 - 1st year

$79,964

 

- 16% Clinical Loading

$12,794

 

Level 1 - 2nd year

$83,886

 

- 16% Clinical Loading

$13,422

 

Level 2 - 1st year

$76,054

 

- 16% Clinical Loading

$12,169

 

Level 2 - 2nd year

$79,964

 

- 16% Clinical Loading

$12,794

ALLOWANCES

The qualification allowance shall only apply to those officers who were receiving this allowance as of April, 1986 and have continued to remain in the position held by them as of that date.

Higher Medical Qualification Allowance - where an officer holds a higher medical qualification relevant to his/her hospital work  

$38.66 p/week

36 Diploma Hospital Admin. issued AIHA  

$22.77 p/week

Diploma or Degree Hospital Administration from a University - where the officer has no higher medical qualification, but holds a diploma or degree in Hospital Administration.  

$22.77 p/week

Hospitals are graded at level indicated below:

Level I -
Royal Prince Alfred Hospital, Prince Henry/Prince of Wales Hospital Group, Royal North Shore Hospital, The Parramatta Hospitals, Royal Newcastle Hospital.

Level II -
St. Vincent's Hospital Darlinghurst, St. George Hospital, Royal Alexandria Hospital for Children.

Level III -
Sydney Hospital, Hornsby and Ku-Ring-Gai Hospital, Wollongong Hospital, Bankstown Hospital, Blacktown District Hospital, Gosford Hospital, Liverpool Hospital, Mater Misericordiae Hospital Waratah, Sutherland Hospital, Royal Hospital For Women, Tamworth Group, Moree Group, Armidale Group, Maitland Group.

Level IV -
Albury Base Hospital, Auburn District Hospital, Balmain District Hospital, Broken Hill and District Hospital, Canterbury Hospital, Cessnock District Hospital, Dubbo Base Hospital, Fairfield District Hospital, Grafton Base Hospital, Lewisham Hospital, Lismore Base Hospital, Mater Misericordiae Hospital North Sydney, Manning River District Hospital, Mount Druitt Hospital, Nepean District Hospital, Orange Base Hospital, Ryde Hospital, Wagga Wagga Base Hospital, Port Kembla District Hospital, Manly District Hospital, St. Margaret's Hospital for Women, Mona Vale District Hospital, Wallsend Hospital, Goulburn Group, Queanbeyan Group, Bega Group,Young Group, Hastings Valley Group, Macleay Valley Group.

Level V -
Langton Clinic, Royal Ryde Homes, Griffith Base Hospital, Western Suburbs Hospital, Bathurst District Hospital, Blue Mountains District Anzac Memorial Hospital, Camden Hospital, Lithgow District Hospital, Marrickville District Hospital, Royal South Sydney Hospital, St. Joseph's Hospital Auburn, St. Luke's Hospital, Hawkesbury District Hospital, Harbour District Hospital, Campbelltown District Hospital, Rachel Forster Hospital.

     
Medical Superintendent - Personal - Dr Hensen   $ 121,820
MEDICAL ADMINISTRATION TRAINING SCHEME:

1st Year

$64,790

 

 

2nd Year

$68,204

 

 

3rd Year

$76,054

 

 

4th Year

$79,964

 

 

5th Year

$83,886

 

 

6th Year

$87,815

 

7th Year

$91,733

Exception of Annual Leave & Clinical Loading

Annual Leave entitlement is 4 weeks
No Clinical Loading is payable.

 


Item No.

Clause No.

Brief Description

Amount

$

1

9

Qualification Allowance
 (a) refer comment 1 hereunder
 (b) refer comment 2 hereunder


43.16 p/wk
21.58 p/wk

2

10

In charge Allowance

15.00

3

14(iii)

Meal Allowances for overtime:

(a) breakfast at or before 6.00 a.m.

(b) evening at least 1 hour after normal ceasing time and extends beyond or is worked wholly after 7.00 p.m.

(c) lunch beyond 2.00 p.m. Saturdays, Sundays or Holidays

 

8.60

16.45

 

11.15

 

4

15(iii)

On-call Allowance per on-call period which coincides with a day rostered on duty

On-call Allowance per on-call period which coincides with a rostered day off

per week

10.00

 

 

20.00

70.00

5

23(ii)

Uniform Allowance -

 (a) Full Uniform including special shoes if required

 (b) Other cases

 

 

2.30 per week

1.70 per week

6

8

Accomodation Charges

 (a) Separate Accomodation
 (b) Shared Accomodation
 (c) Full board

 

 

32.00 per week
20.00 per week
69.10 per week



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The information contained within has been provided in good faith.
However, it has been scanned from the original and may contain opinions and errors in fact.
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It is presented to stimulate debate amongst the medical profession only

Consult your industrial adviser for further clarification.



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