NOTICE OF COUNCIL MEETING
Pursuant to the provisions of section 83 (2) of theLoco/ Government Act 1999
The Special Meeting of the
AddaidePlainsCouncil
will be held in
Council Chambers
Redbanks Road
Mallala
riday 1.4 May 201.8 at 5:30pm
on
AGENDA Page
Number
1 ATTENDANCE RECORD
1.1 Present
1.2 Apologies
1.3 Not Present/Leave of Absence
2 DECLARATION OF MEMBERS’ INTEREST (material, actual, perceived)
3 REPORTS
3.1 2018-2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028
1
3.2 Computer/Tablet Hardware Upgrade 303
4. CONFIDENTIAL ITEMS
4.1 Chief Executive Officer – Performance Review 309
4 CLOSURE
3.1 2018-2019 Annual Business Plan, Budget
and Long Term Financial Plan 2019-2028 – Request for Additional Information
Department: Executive Office
Report Author: Chief Executive Officer
Date: 14 May 2018 Document Ref: D18/19179
EXECUTIVE SUMMARY
• Council has been working towards adoption of the 2018/2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028 (the current Draft Budget) since December 2017. Three (3) workshops with Elected Members, including one (1) bus tour have occurred during the process along with two (2) Special meetings called in relation to the current Draft Budget.
• Council’s Audit Committee has also considered the current Draft Budget and recommends its release for public consultation.
• At its Special meeting held 30 April 2018 Council considered the current Draft Budget and requested further information be provided by way of a report.
• The purpose of this report is to provide a detailed response to Council’s above-mentioned request.
RECOMMENDATION
“that Council, having considered Item 3.1 - 2018-2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028 – Request for Additional Information, dated 14 May 2018, receives and notes the report.”
BUDGET IMPACT
Estimated Cost: N/A
Future ongoing operating costs: N/A
Is this Budgeted? N/A
RISK ASSESSMENT
Nil
Special Council Meeting 1 of 326 14 May 2018
References
Legislation
Fringe Benefits Tax Assessment Act 1986 (Cth)
Local Government Act 1999 (SA)
Council Policies/Plans
Council Vehicle Policy
Draft 2018-2019 Budget, Annual Business Plan and Long Term Financial Plan 2019-2028
Infrastructure and Asset Management Plan 2017
Strategic Plan 2017-2020
______________________________________________________________________ Attachments
1. Council Vehicle Policy 2. South Australian Employment Tribunal - Adelaide Plains Council Outdoor Employee Relations
Agreement 2017 3. South Australian Employment Tribunal - Adelaide Plains Council Administrative Employee
Relations Agreement 2017 4. South Australian Municipal Salaried Officers Award – May 2018 5. Local Government Employees Award – May 2018 6. Job and Person Specifications of all current Council positions (provided under separate cover) 7. Statement of Comprehensive Income 8. Loan Register 9. Summary of Unsealed Road Condition Data and Mace Engineering Services, Evaluation of
Proposed Unsealed Road Pavement Material 10. Tonkin Consulting, Road Condition - Field Collection Methodology (2010) 11. Pages 18 and 19 extracted from Draft Annual Business Plan and Long Term Financial Plan.
Special Council Meeting 2 of 326 14 May 2018
DETAILED REPORT
Purpose
To provide Elected Members with additional information regarding the current Draft Budget as per the recent request via a resolution from the Special Council meeting held 30 April 2018.
Background/History
Council has been working towards adoption of the current Draft Budget since December 2017. Three (3) workshops with Elected Members, including one bus tour, have occurred during the process along with two (2) Special meetings called in relation to the current Draft Budget. Council’s Audit Committee has also considered the current Draft Budget and recommends its release for public consultation.
At the Special Meeting held 30 April 2018, Council considered the current Draft Budget and resolved as follows:
4.2 2018-2019 Annual Business Plan, Budget and Long Term Financial Plan 2019-2028
Moved Mayor Flaherty Seconded Councillor Lawrence 2018/ 168
“that the Chief Executive Officer prepare a detailed response to the below questions/requests surrounding the 2018/2019 Annual Business Plan, Budget and Long Term Financial Plan posed at the meeting and bring a report back to Council at a Special meeting to be held on Monday 14 May 2018 at 5:30pm:-
• A copy of the APC fringe benefits tax policy, including what contribution amounts staff are required to pay. Also are the staff contributions included in the budget?
• A copy of the APC employee enterprise agreement. • A copy of other awards and benefits employees are paid under. • What performance targets are staff measured against for their annual review? • A copy of the job role and descriptions of each staff member. • Can the CWMS be shown separately in the budget? • Concern has been expressed about significant loan repayments of around $4 million.
How much has been paid off each loan, what are the overall current loan borrowings, and what is the schedule frequency for payment?
• What is the trend analysis of the Long Term Financial Plan projection in 2013/2014 and where is APC now?
• Asset Management Plan is in need of review. When can this be advanced, and can a review have a focus on roads and buildings, particularly surrounding asset rationalisation?
• Can test findings of road intervention levels and any material sampling around road surface enhancers be provided?
• What is the process surrounding the testing? o Is there a peer review of the results?
• How much money is being spent on kerbing in the proposed 2018/2019 budget and in what areas?
• What roads are being sealed in the 2018/2019 draft budget? Special Council Meeting 3 of 326 14 May 2018
• In relation to loans, there appears to be a discrepancy in relation to interest payments of $230,000 and interest expenditure of around $264,000. What is the reasoning behind this?
• Plant replacement program – proposal to defer all new purchases. What is Council intending to do with the bulldozer in the quarry as there are no tracks on it?
• Can Council outsource all Depot related disciplines including Quarry, Waste Management Stations and Parks and Gardens? What further reporting or issues surrounding this proposal need further assessment?
• Can staff confirm the intersection works and value around Gawler River Road and Old Port Wakefield Road?
• What is the status update of the leasing agreements at the Mallala Resource and Recovery Site?
• Can administration please provide staffing data surrounding employee numbers of both inside and outside at the Depot?
• What is the $200,000 figure set aside for under “Site Improvements” in the proposed 2018/2019 budget?
• The current CWMS loan is $1.91 million, however, concerns relate to the whole of life repayments, overall term of the loan and interest payments. Are these figures accurate?
• Further information in relation to Budget 2018/2019, prepared and distributed by Councillor Panella at the 30 April 2018 Special Meeting of Council as follows:
Budget 2018/2019 THIS IS THE CURRENT BUDGET INFORMATION PROVIDED BY COUNCIL STAFF
INCOME $ COMMENTS
General rates 8,260,504.00 Breakdown- rural living, production, industrial
Waste Levy 448.536
NRM Levy 174,777.00 Do we keep this or does it go to NRM Board as our contributions
Other rates income 80,000.00 What is this, where does it come from.
Total of above 8,515,729.54
Statutory Charges 345,661.00 Break down of development application
fees, animal registration, health act registration, compliance, and parking fines.
User Charges 79,456.00 These are charges that are recovered from service delivery costs through rate payers using council facilities, library printing and photocopy charges, section 7 property searches
Grants, Subsidies and Contributions
1,810,342.00
Interest income 500.00
Special Council Meeting 4 of 326 14 May 2018
Reimbursements 126,352.00 What commercial arrangement are these
Other Income 46,749.00 What is this from and explain in detail
Total of above 2,409,060.00
Total INCOME 10,924,789.54 This is the total amount from $8,515,729.54 + $2,409,060.00
EXPENSES $
Employee Costs 4,992,010.00
Materials, contracts and other
4,120,036.00
Interest expenses 264,064.00
Depreciation 2,862,956.00
Share of loss from GRFMA
50,000.00
Not included in Staff proposed budget, I have included them
Asbestos Cost 160,000.00
GRFMA Consultant Cost 29,216.00 Further work by Southfront yet to be determined
Total expenses 12,478,282.00
Council Operating at a loss 2018/2019
1,553,492.46
LOANS $ COMMENTS
Gawler River Scheme -Flood Plain Management
32,369.00 What is the period of this loan, interest, loan schedule? Is this how much we pay annually or is left to pay
Gawler River Scheme -Flood Plain Management
159,368.00 What is the period of this loan, interest, loan schedule? Is this how much we pay annually or is left to pay
Community Land- Mallala
67,330.00 What land is this, what is the period of this loan, interest, loan schedule?
Total 259,067.00
Resource Recovery Shed and Ruskin Shannon Road Development
137,826.00 Is this future borrowings or current loans?
Mallala bowling club synthetic green
4,262.00
Funding 2009/2010 Capital program
437,153.00
Funding Mallala Depot Construction and Other Capital Program
1,411,942.00
Total 1,991,183.00
Special Council Meeting 5 of 326 14 May 2018
Community Wastewater Management System (CWMS)
CWMS Charges $ 225,098.00 This should be separate as it goes to pay our CWMS loan
CWMS LOAN $ 1,873,502.00 What is the period of this loan, interest, loan schedule.
CWMS
Mallala Scheme $ Middle Beach Scheme $
Total income 203,406.00 21,692.00
Total Income received from both schemes 225,098.00
CWMS Expenses
CWMS Rebates 6,363.00 -
Depreciation 88,171.00 6,819.00
Salaries and Wages 35,857.00 1,000.00
Interest payments-CWMS Loan 83,156.00 -
Principal repayment- CWMS Loan 19,490.00 -
Consultants 5,000.00 -
Consumable and Hardware 5,500.00 1,150.00
Contractors 21,000.00 -
Electricity 7,500.00 4,000.00
Insurance 7,834.00 650.00
ESCOSA Licence Fee 1,500.00 -
Materials 10,000.00 -
Postage and Freight 100.00 -
Service contracts 45,000.00 7,000.00
Telephone 2,800.00 500.00
Water 500.00 -
CCTV Unit for Sewer Inspection 13,000.00 -
TOTAL Expenses 352,771.00 21,119.00
Total Expenses Both Schemes
373,890.00 -
Special Council Meeting 6 of 326 14 May 2018
Operating at a loss on this Scheme
-148,792.00 -
Potential options for Elected Staff to consider
OPTION 1
Employee Costs -Council employees
3,506,047.00 This does not include the car, and other benefits such as travel allowance, disability allowance and etc
9 councillors at $11,000 99,000.00
Mayor $40,000 40,000.00
Total 3,645,047.00
Difference - Potential Savings
1,346,963.00 This would be total of car allowance, travel allowance, disability allowance and any other allowances
Operating Expenses based on Asset Management Plan for 2018/2019
THIS IS SOLELY BASED ON MAINTENANCE AND CAPITAL RENEWAL- THIS DOES NOT INCLUDE ANY NEW CAPITAL WORKS.
Transport
Operations 40,480.00
Footpaths = Maintenance and Capital Renewal
20,000.00
Kerb and Water Table = Maintenance and Capital Renewal
88,902.00
Road - Sealed = Maintenance and Capital Renewal
293,867.00
Road- Unsealed = Maintenance and Capital Renewal
1,719,952.00
Buildings
Maintenance 240,000.00
Open Space
Maintenance 95,000.00
Site improvements 2,000.00
Levees Maintenance 10,000.00
Stormwater
Maintenance 5,000.00
Pump stations-Maintenance
12,000.00
Special Council Meeting 7 of 326 14 May 2018
Total Operation costs 2,527,201.00
CWMS
Mallala Maintenance 85,000.00 This needs to be completely separated from the budget. It needs to be on its own.
Middle Beach Maintenance
17,000.00
Total CWMS 102,000.00 This is the different to the Council COSTINGs.
PROJECTED 2018/2019 Budget for Elected Members
Total income 10,924,789.54
Expenses
Employee costs 3,645,047.00
Loans ?????
Operating Costs 2,527,201.00
Interest expenses 264,064.00
Depreciation 2,862,956.00
Share of loss from GRFMA
50,000.00
Total Expenses 9,349,268.00 This can increase as we need to know the loans and what payments they are.
Total 1,575,521.54 Available to be spend on Capital (NEW)
Projects- Depending on Loan payment amounts.”
Discussion
The following information is provided in response to Council’s request, highlighted in bold and presented in the same order and wording of the resolution.
A copy of the APC Fringe Benefits Tax Policy, including what contribution amounts staff are required to pay. Also are the staff contributions included in the budget?
Council does not have a Fringe Benefits Tax Policy as Fringe Benefits Tax is a statutory obligation covered under the Fringe Benefits Tax Assessment Act 1986 (Cth). Council currently provides fringe benefits to certain employees by way of private use of Council motor vehicles. Clause 8 and 9 of the Council Vehicle Policy (Attachment 1) outlines reporting obligations pursuant to the legislation and employee contributions for private use of vehicles.
There are currently 10 Council motor vehicles with private use. There are no employee contributions towards fringe benefits tax (in accordance with the employment agreements of the relevant
Special Council Meeting 8 of 326 14 May 2018
employees) and therefore this is not budgeted. This is reflected the current Council Vehicle Policy, noting that this policy is currently under review.
A copy of the APC employee enterprise agreement
Any employment agreements, including employee benefits etc, are negotiated between Council’s Chief Executive Officer (CEO) and the employee(s).
Council has in place Employee Relations Agreements for both its Outdoor and Administrative staff. These documents are available to the public via the South Australian Employment Tribunal (SAET) website (http://www.saet.sa.gov.au/).
Council’s current Employee Relations Agreements are attached to this report for Members’ ease of reference as follows:
• Adelaide Plains Council Outdoor Employee Relations Agreement 2017 (Attachment 2).
• Adelaide Plains Council Administrative Employee Relations Agreement 2017 (Attachment 3).
A copy of other awards and benefits employees are paid under
A copy of the Awards are attached to this report as follows:
• South Australian Municipal Salaried Officers Award (Attachment 4) • Local Government Employees Award (Attachment 5)
The relevant Industrial Awards are also publicly available on the SAET website.
What performance targets are staff measured against for their annual review?
Members will note that the ‘Key Performance Indicators’ for staff are outlined within the Job Descriptions attached to the various roles (refer below). Performance Indicators for the Management Team are, of course, heavily influenced by resolutions of Council and are therefore adapted more frequently than other Council employees.
A copy of the job role and descriptions of each staff member
Human Resource related information is of a highly confidential and sensitive nature. With this in mind, and in order to assist Council Members with budget deliberations as per the request received, the Job and Person Specifications of all positions held within Council (with the exception of the CEO, who is directly engaged via the Elected Body in accordance with the Local Government Act 1999) are attached to this report and grouped by department (Attachment 6). A Job and Person Specification for the endorsed Engineer position has not been advanced at this stage.
Can the CWMS be shown separately in the budget?
Yes. An updated Statement of Comprehensive Income showing CWMS as a separate item is attached to this report (Attachment 7).
Special Council Meeting 9 of 326 14 May 2018
Concern has been expressed about significant loan repayments of around $4 million. How much has been paid off each loan, what are the overall current loan borrowings, and what is the schedule frequency for payment?
A copy of the Loan Register is attached to this report (Attachment 8). The overall current loan borrowings can be summarised as follows:
Loan Amount borrowed ($)
Amount paid ($)
Outstanding on 30/6/17
Frequency for payment
Loan term (years)
Interest Rate (%)
Gawler River Scheme - flood plain
116,000 74,094 41,906 Six monthly 15 6.2
Gawler river Scheme - Flood Plain Management
430,000 237,018 192,982 Six monthly 15 6.8
Community Land - Mallala
180,000 98,546 81,454 Six monthly 15 7.02
Resource Recovery shed & Ruskin Shannon Rd Development
368,000 201,284 166,716 Six monthly 15 7.05
Mallala Bowling Club Synthetic Green
60,000 47,706 12,295 Six monthly 10 8.1
Funding Capital Program FY2010
1,700,000 1,065,387 634,613 Six monthly 10 6.85
Funding Depot and Plant
3,000,000 1,283,474 1,716,526 Six monthly 10 5.9
CWMS 1,910,000 17,848 1,892,152
20 4.45
Total 5,854,000 3,007,507 2,846,493
Special Council Meeting 10 of 326 14 May 2018
What is the trend analysis of the Long Term Financial Plan projection in 2013/2014 and where is APC now?
2013/2014 Long Term Financial Plan projection for 2018/2019
$205,000 (deficit)
Draft Recurrent Budget for 2018/2019 $520,000 (deficit)
Please note: these figures are excluding CWMS and operating projects.
When forecasting a long term financial plan a number of factors can alter the outcome of the predicted figures. The following are some of the new expenditures included in the current Draft Budget that were not previously anticipated:
• New allocation of $33,570 for GRFMA to carry out operations and maintenance work for Bruce Eastick North Para Flood Mitigation Dam;
• Additional costs due to changes to planning legislation - Contribution to Planning Portal contribution $25,000 & Regional Planning Board $25,000;
• Additional water expenses for Two Well Oval $22,000 (previously not paid due to meter issue which was fixed by SA Water recently);
• IT Software & Licensing $18,691; • Contribution to internal control assessment software - $3,000; • Cost of two new positions adopted in the 2017/2018 Budget (General Inspection & Engineer) -
$104,000.
Asset Management Plan is in need of review. When can this be advanced, and can a review have a focus on roads and buildings, particularly surrounding asset rationalisation?
The current Asset Management Plan was adopted by Council in February 2017, and covered all asset classes including roads and buildings, with comments made around building rationalisation in section 3.2 and 3.5. Further reviews of the Asset Management Plan will include roads and building rationalisation. It is anticipated that the next review of the Asset Management Plan will occur in 2019.
Can test findings of road intervention levels and any material sampling around road surface enhancers be provided?
The information is provided within Attachment 9 to this report.
When considering this data, it is important to take into account that the road condition data was collected in 2015/16, and that road condition scores may have changed or been reprioritised since then.
What is the process surrounding the testing?
The testing of roads methodology was developed in conjunction with Council administration staff and Tonkin Consulting to determine optimum intervention levels. The methodology is provided as Attachment 10 to this report.
Special Council Meeting 11 of 326 14 May 2018
The test results are combination of different tested and observed road conditions in order to provide a weighted result that can be used to determine road renewal priority in the 10 year Asset Management Plan. Tonkin Consulting supports neighbouring councils with the above testing methodology and has proven to be a valuable peer support to Council.
How much money is being spent on kerbing in the proposed 2018/2019 budget and in what areas?
There is one project included under kerbing in the current Draft Budget – Chivell Street – Wasleys Road – Joseph Street costing $35,200.
What roads are being sealed in the 2018/2019 draft budget?
There is one project included under new sealing in the current Draft Budget – Gawler River Road and Old Port Wakefield Road intersection upgrade costing $79,000.
In relation to loans, there appears to be a discrepancy in relation to interest payments of $230,000 and interest expenditure of around $264,000. What is the reasoning behind this?
The total interest repayments on the summary of debenture loans shows the interest payable over the life of all of the debenture loans currently outstanding. This figure was recorded as $230,628 by mistake in the loan register previously provided to the Elected Members. This amount should in fact be $3,886,726.36. The current Loan Register is attached (Attachment 8). The interest expense of $264,000 identified in the current Draft Budget relates to the 2018/2019 financial year interest expense. This amount consists of:
• Interest expense of $214,000 for long term debenture loans; and
• Balance $50,000 for short term cash advance interest.
Plant replacement program – proposal to defer all new purchases. What is Council intending to do with the bulldozer in the quarry as there are no tracks on it?
With regard to the bulldozer in the quarry with no tracks on it, the tracks are off the machine at present to allow repairs to the rollers that guide these tracks.
Given that Council will likely consider a formal review of Infrastructure Service delivery (in terms of what services are to be delivered, how they are to be delivered and by whom), all purchases of heavy plant should be deferred until the outcomes of the review are known and endorsed.
However, the plant replacement program can still move to dispose of the plant as identified in the workshop sessions such as the bulldozers, free roller and old prime mover and associated trailers. These are either surplus to Council requirements, unsafe to use or uneconomic to maintain in the fleet. It is not recommended that Council “pocket the savings” with regard to the fleet procurement delay but rather, allow for the hiring in of the plant that would have otherwise been purchased until such time as the review is complete. This will ensure that business continues in the short term.
Special Council Meeting 12 of 326 14 May 2018
Can Council outsource all Depot related disciplines including Quarry, Waste Management Stations and Parks and Gardens? What further reporting or issues surrounding this proposal need further assessment?
Council may consider outsourcing various services, however a step of such significance would require an independent consultant to assist. There are many facets to take into considerations such as IR matters, EB, risk (including security of contracts), service standards, budget implications, additional administrative and operational burden on Council to administer additional contracts to ensure legislative compliance etc.
Any such brief to engage a consultant would need to be well balanced and carefully considered. The recent successes in contracting kerbside waste pickup services may not be automatically duplicated across all services.
The brief would also need to have a broad scope to understand all the risks associated with adopting both in-house and external outsourcing models. The brief should include exploring and comparing the experiences of other organisations such as the Department of Planning, Transport and Infrastructure, Light Regional Council and Town of Gawler who have all previously moved to outsource various services, then reversed some of their decisions when the outsourcing model did not meet expectations. It is suggested that a project budget to carry out this review should be set at $50,000.
Can staff confirm the intersection works and value around Gawler River Road and Old Port Wakefield Road?
The proposed works are in response to a number of reported near-misses caused by northbound motorists who are late to notice stationary vehicles waiting to turn right onto Gawler River Road, nearly rear-ending the stationary vehicle. There is corresponding deterioration of the existing seal at the intersection causing frequent and ongoing maintenance in the form of patching due to the fragile existing seal.
The proposal is to construct a passing lane on the western side of Old Port Wakefield Road to address the safety concerns and hot-mixing the entire intersection with asphalt to address the deterioration at the same time. This is similar to what was constructed at the intersection of Old Pt Wakefield and Dawkins Roads a number of years ago. The assessment considered that the upgrade would provide a significant improvement to public safety and would be more economical if carried out in conjunction with the resealing of the intersection which in turn will alleviate frequent repairs.
The value of the proposed works is $79,000. Image: Scenario car ‘A’ waiting to turn right if encountering oncoming traffic.
The black broken line shows the approximate extent of slip line Special Council Meeting 13 of 326 14 May 2018
What is the status update of the leasing agreements at the Mallala Resource and Recovery Site?
A confidential report on this matter will be presented to Council for consideration at the 21 May 2018 Ordinary Council meeting.
Can administration please provide staffing data surrounding employee numbers of both inside and outside at the Depot?
The salary budget for 2018/2019 is based on 53.44 Full Time Equivalent (FTE) employees. The graph below shows Council staffing data by department. Council’s Infrastructure Department has 19 outdoor and 5.63 indoor staff.
What is the $200,000 figure set aside for under “Site Improvements” in the proposed 2018/2019 budget?
Table 3 on page 18 of the Draft Annual Business Plan (provided as Attachment 11 to this report) shows “Required Four (4) Year Capital Investment based on I&” and the required expenditure under “site improvements” in 2018/2019 is $200,000. Council has since decided to include in the current Draft Budget the amount of $108,000 for site improvements as follows:
Site Improvements $
1. Two Wells Cemetery - Cremation wall 50 Plots 25,000
2. Two Wells Cemetery - Concrete paths 20,000
3. Solar panel system for the depot 50,000
4. CCTV Unit for Mallala CWMS Sewer Inspections 13,000
Total 108,000
Special Council Meeting 14 of 326 14 May 2018
The current CWMS loan is $1.91 million, however, concerns relate to the whole of life repayments, overall term of the loan and interest payable. Are these figures accurate?
The figures are accurate. $1.91m is the amount borrowed. As with any borrowing, the amount borrowed should be repaid along with interest. The term of this loan is 20 years and over this period the total interest expense on the loan is $1.493m.
Further information in relation to Budget 2018/2019, prepared and distributed by Councillor Panella at the 30 April 2018 Special Meeting of Council as follows: • Breakdown of rates income
Land use code Estimated rates income $
Residential General Rate 4,457,756.91
Commercial General Rate 32,211.82
Commercial - Other General Rate 147,359.40
Industry - Light General Rate 6,736.55
Industry - Other General Rate 97,115.02
Primary Production General Rate 3,075,980.77
Vacant Land 371,164.04
Other General Rate 61,158.41
Total: 8,249,482.92
• NRM Levy - Do we keep this or does it go to NRM Board as our contributions?
Council collects this levy and remits to the NRM board. Council receives approximately $3,500 for being the collection agency of NRM levy.
• Other Rates income of $80,000 - What is this, where does it come from?
This item represents interest and penalty related to non-payment/late payment of rates.
Special Council Meeting 15 of 326 14 May 2018
• Breakdown of statutory charges
Description $
Development Act Fees 151,950
Dog Registration fees and fines 129,664
Litter Fines 506
Parking Fees & Fines 200
Septic Tank Fees 32,000
Impounding Animals 405
Fire Fees & Fines 957
Dog Infringements 20,000
Dog Infringements & Fines 2,229
Dog Control Late Payment Fee 7,050
Fines on NRM Levy 700
Operating Total 345,661
• Reimbursement - What commercial arrangement are these?
There are no commercial arrangements in place. The table below provides a breakdown of the budgeted reimbursements:
Description $
Reimbursement from other councils for staff assistance 500.00
Regional Youth Traineeship Program Round 2 (2017-2019) Reimbursement from LGA 9,667.00
Performance rebate from WorkCover & Annual Special Distribution 81,600.00
Surplus distribution from Assets Mutual Fund & WorkCover refunds 15,300.00
Surplus distribution from Income Protection Insurance & insurance premium refunds 17,544.00
Interest income from loan given to Mallala Bowling Club 849.00
Special Council Meeting 16 of 326 14 May 2018
Reimbursement from Wakefield Council for General Inspector resources sharing 688.00
Others 204.00
Total 126,352.00
• Other income - What is this from and explain in detail
The table below provides a breakdown of budgeted other income.
Description $
LGA Mutual Liability Scheme - Special Distribution 16,320.00
Admin charges reimbursement from NRM Board 3,570.00
Bonus payment from Local government Financing Authority 8,000.00
Loan repayment by Mallala Bowling Club 8,353.00
Lease income from Adelaide Kerbing & Four Season Demolition ($4,437 X 2) 8,874.00
Sundry Planning Income 1,632.00
Total 46,749.00
• Loans – period of the loans, interest rate, is this how much we pay annually or is left to pay
The table below provides a breakdown of loans and items identified in the request for further information.
Loan Period of the loan (years)
Interest (%) Is this how much we pay annually or is left to pay
Gawler River Scheme – Flood Plain Management ($32,369)
15 6.2 $32,369 represents the outstanding amount
Gawler River Scheme – Flood Plain Management ($159,368)
15 6.8 $159,368 represents the outstanding amount
Community Land – Mallala ($67,330)
This is the land adjacent to the Mallala service centre – gazebo and open area
15 7.02 $67,330 represents the outstanding amount
Special Council Meeting 17 of 326 14 May 2018
Resource Recovery Shed and Ruskin Shannon Road Development ($137,826)
15 7.05 $137,826 represents the outstanding amount
• CWMS – period of the loan, interest rate, is this how much we pay annually or is left to pay
The table below provides a breakdown of loans and items identified in the request for further information:
Loan Period of the loan (years)
Interest (%) Is this how much we pay annually or is left to pay
CWMS loan ($1,873,502) 20 4.45 $1,873,502 represents the outstanding amount
$51,323 is paid every 6 months in relation to this loan
Conclusion
This report and associated information has been provided further to the request from Elected Members, to assist in considering Council’s current Draft Budget for 2018-2019. It is now for Council to consider its approach moving forward in relation to the budget adoption.
Special Council Meeting 18 of 326 14 May 2018
Electronic version on the Intranet is the controlled version. Printed copies are considered uncontrolled. Before using a printed copy, verify that it is the current version.
1
Council Vehicle Policy
Version Adoption by Management:
23 May 2014
Current Version: 3.0
Administered by: Last Review Date: 2014
Chief Executive Officer Next Review Date: 2017
TRIM REF: CON12/673 Strategic Outcome:
5.4 Effective strategic and performance management
1. Introduction
In February 2014 the Senior Management Team (SMT) undertook a review of its vehicle management practices. SMT has resolved to take a transitional approach to its vehicle management; it has resolved that where a current employee who has private use of a Council vehicle terminates their employment with Council the new incumbent will not be provided a vehicle outside the requirements of this Policy.
In this situation vehicles will remain within Council’s Pool Vehicle Fleet unless the CEO has resolved that they are excess to Councils operational requirements at which point the vehicle will be disposed of in accordance with Councils Asset Management Financial Policy.
Where a current employee has private use access to a Council vehicle as part of their current employment this will continue in line with this Policy. Where a current employee wishes to negotiate away from a current private use vehicle as part of their employment this may be done in negotiation with the CEO, however any negotiated agreement will not financially disadvantage Council against any current agreement.
This Policy outlines the general principles associated with Council passenger and utility vehicles for accountability purposes.
2. Vehicle Purchasing / Leasing Standards
2.1 Fixed Term Contract Employees
Where an employee is engaged on a Fixed Term Contract, negotiations will occur prior to the appointment regarding the provision of a vehicle as part of the salary packaging arrangements, which will be entered into and specified within the Contract of Employment. Where a vehicle is negotiated as part of a Fixed Term Contract, it is preferred that the vehicle is acquired through a novated lease, alternative purchasing options must be negotiated and approved by the CEO and be suitable for operational purposes and within budget allocations.
Special Council Meeting 19 of 326 14 May 2018
Electronic version on the Intranet is the controlled version. Printed copies are considered uncontrolled. Before using a printed copy, verify that it is the current version.
2
2.2 Council Officers
Council acknowledges that some employees require a vehicle as part of their employment. It is the responsibility of the SMT to identify those positions where a Council vehicle is reasonably required and to decide where that vehicle will also be available for full private use.
The SMT has resolved that these positions are confined to:
• Depot Operations Coordinator; and
• General Inspector.
Any exception is at the discretion of the SMT; where it can be demonstrated that the duties of an employee require a 24 hour on call provision, then a Council Vehicle may be allocated to that position for the duration of the on call period allowing for limited private use.
A vehicle will be purchased that is suitable for operational purposes and within budget allocations as agreed by the SMT being:
• Coordinator level and lower – A base model vehicle under $30,000 unless for specific operational purposes;
• Senior Management level as negotiated in their fixed term contract.
These vehicles will continue to be available for pool car use during business hours.
3. Vehicle Changeover
Vehicles are to be reviewed for trade-in value six (6) months prior to the expiration of the warranty or within 10,000km of the warranty kilometers being exceeded, which ever comes first. For Administrative Officers this will be managed by the General Manager of Corporate and Community Services and for Operational Vehicles this will be managed by the Depot Operations Coordinator. Vehicles will be changed over at the discretion of the CEO taking into consideration operational and budgetary requirements. New vehicles which increase the size of Council’s vehicle fleet must be included in the Councils approved budget and authorised by the CEO.
Australian manufactured vehicles will be given preference where it is established that there is no significant financial or operational impact and that the purchase is in line with the allocated budget.
4. General Conditions of Use
4.1 The use of Council vehicles is at the discretion of SMT. All vehicle use will be subject to this Policy, which may be amended from time to time by SMT. Current road rules and legislative requirements must be adhered to at all times.
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4.2 All Council vehicles are to be available for general pool use during business hours.
4.3 No modifications to any vehicle are permitted unless authorised by the CEO or Depot Operations Coordinator where operational vehicles are intended to be altered.
4.4 All Council vehicles are Non-Smoking vehicles – Smoking is not permitted.
4.5 Council employees are responsible for ensuring that vehicles are maintained and kept in a clean and serviceable condition at all times. Any warranted complaint regarding vehicle hygiene may result in the vehicle being sent for cleaning and detailing at the responsible Council Officer’s expense.
4.6 Council Vehicles are not permitted to leave South Australia with the exception of business travel or where it has been authorised by the CEO. Prior approval for such travel must be sought from the CEO and the Governance Coordinator notified for insurance purposes.
4.7 Vehicles must be driven with due care and in accordance to current legislation at all times, drivers must be licenced and maintain legal levels of alcohol and drug consumption for driving.
4.8 Where an employee receives any form of parking or driving infringement notice the employee will be responsible for all associated costs with that infringement notice. The employee responsible will complete a statutory declaration recognising them as the driver of the vehicle. Under no circumstances will Council be responsible for the associated costs of any infringement notice where the employee has broken current road rules and associated legislation.
4.9 If a vehicle is damaged in an accident and it is determined that the employee is responsible for that damage, the employee will be required to pay Council any excess payable under Council’s insurance policy. The CEO may reduce or waive such payment if they consider that the circumstances of the case warrant it.
4.10 If the vehicle is at any time driven in contravention of this clause (irrespective of whether the driver is the employee or the employee’s spouse/partner) the following provision shall apply:
• the use of the vehicle shall be suspended for the period of any licence disqualification; and,
• reinstatement of private use provisions will be subject to review following any suspension.
Note: Where it is a requirement of the Council Officer to have access to a vehicle as part of their position their employment status will be reviewed as part of any licence disqualification, as per 6.4 of this Policy.
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4.11 Where a Council vehicle is scheduled for servicing or requires minor repairs, employees must first contact Councils Senior Workshop Officer to determine their availability and ability to complete required works prior to making arrangements with an external provider.
5. Fuel
5.1 Fuel must not be obtained from the Council depot unless approval is given by the Depot Operations Coordinator.
5.2 Fuel Cards will be issued with Pin Numbers for fuel only. Fuel cards are to remain with the vehicle at all times and may only be used at approved outlets throughout South Australia.
5.3 Where an employee loses / damages a fuel card or it is stolen this is to be reported immediately to the General Manager Corporate & Community Services so that a replacement card may be ordered and stolen cards cancelled.
6. Licencing Requirements
6.1 All employees will be required to provide a current copy of their driver’s licence every twelve (12) months and sign a disclaimer stating that their driver’s licence and any restrictions is current at the time of providing their licence. Where an employee fails to comply with this requirement they will not be permitted to use a Council vehicle.
6.2 If an employee is disqualified from driving a vehicle they must notify their General Manager as soon as they are aware of their disqualification and the circumstances of any known disqualification period.
6.3 The CEO will determine those employees who are able to have the costs of their licence reimbursed annually and in accordance with the current Enterprise Bargaining Agreement and Award conditions.
6.4 Where an employee is disqualified from driving and this disqualification has a direct impact on the employee’s ability to perform their role the following will be considered:
• the General Manager, in consultation with the CEO, may consider alternative duties for the employee for the duration of the disqualification;
• where alternative duties are not practicable the General Manager, in consultation with the CEO, may recommend the employee exhaust their leave entitlements and consider Leave Without Pay for the duration of the disqualification; or
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• the General Manager, in consultation with the CEO, may terminate the employee’s employment with Council.
6.5 Where an employee is in breach of any Council Code, policy or procedure their immediate employment will be considered.
7. Accident Procedure
7.1 All accidents or mechanical problems must be reported immediately.
7.2 Should a Council vehicle be involved in any accident, the following steps must be undertaken by the driver concerned:
• Render assistance within personal capabilities to all parties requiring assistance;
• Contact the Governance Coordinator as soon as practicable;
• Exchange names and addresses of owners / drivers of the vehicles involved in the accident, or any injured parties;
• Record the make and registration number of any vehicle involved, or description of the property damaged;
• Report the accident to the Police and obtain a Police Report Number;
o Obtain the names and addresses of available witnesses; o Do not admit liability for the accident or damage; o Do not leave the vehicle unattended at the roadside; and o At the first available opportunity return to the Council Office and
complete a Motor Vehicle Accident Report, in consultation with the Governance Coordinator, provide the Governance Coordinator with all other records, medical / quotes / towing details etc.
8. Fringe Benefits Tax
Council will pay the Fringe Benefits Tax arising from the private use of Council vehicles. The taxable value of individual fringe benefits will be recorded and reported on individual group certificates in accordance with legislative requirements. The statutory formula method will be used for the calculation of reportable fringe benefits. Individual fringe benefits will be reported by allocating the cost of benefits as they accrue against each General Manager in the respective groups.
9. Private Use
9.1 Employees with Private Use privileges will comply with all requirements of the Policy.
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9.2 The private use of Council vehicles is at the discretion of the CEO and will form part of an Employee’s Contract of Employment. Private use will be subject to this Policy, which may be amended from time to time after consultation with SMT.
9.3 Private use vehicles are to be secure and parked off street overnight.
9.4 For Council employees who have private use only the Council Officer to whom the vehicle is issued and their immediate family members may drive the vehicle outside of normal business hours. Council Officers will be responsible for advising the Governance Coordinator on an annual basis (January) of the nominated drivers and providing a current copy of their drivers license.
9.5 At no time will Learner and Probationary (P1) drivers be permitted private use of a Council vehicle.
9.6 Private use custodians are required to complete a FBT declarations stating the amount spent on fuel for private purposes (e.g. whilst on annual leave) annually.
9.7 Employees who have private use of a Council vehicle will have one hundred ($100) dollars per fortnight deducted from their pay unless by other agreement negotiated with their General Manager and CEO. The employee financial contributions relating to Private Vehicle Use will be reviewed annually with the contribution being adjusted by the CPI Adelaide March quarter and rounded to the nearest dollar as a minimum.
Employees on a Fixed Term Contract are excluded from this clause unless it forms part of any negotiated agreement.
9.8 Employees who have private use of a Council vehicle will be responsible for the costs associated with general cleaning / washing of the vehicle.
10. Related Documents
Mandatory Code of Conduct – Council Employees
Tenders and Purchasing Policy
Asset Financial Management Policy
11. Records Management
All documents relating to this Policy will be registered in Council’s Record Management System and remain confidential where identified.
12. Document Review
This Policy will be reviewed periodically to ensure legislative compliance and that it continues to meet the requirements of Council its activities and programs.
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13. References
Local Government Act 1999
Worker Health and Safety Welfare Act 2012
14. Further Information
Employees may seek further information regarding this Policy by contacting the Human Resources Officer. A current electronic copy of this Policy can be found at CON12/673.
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ADELAIDE PLAINS COUNCIL OUTDOOR EMPLOYEE RELATIONS
AGREEMENT 2017
File No. 4359 of 2017
This Agreement shall come into force on and from 27 October 2017 and have a life extending for a period of 36 months therefrom.
SAET HEREBY APPROVES THIS ENTERPRISE AGREEMENT PURSUANT TO SECTION 79 OF THE FAIR WORK ACT 1994.
DATED 27 OCTOBER 2017.
________________________ COMMISSIONER AIKENS
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ADELAIDE PLAINS COUNCIL
ADMINISTRATIVE EMPLOYEE
RELATIONS AGREEMENT 2017
File No. 4120 of 2017
This Agreement shall come into force on and
from the first pay period after 1 July 2017 and
have a life extending for a period of thirty six
months therefrom.
SAET HEREBY APPROVES THIS ENTERPRISE AGREEMENT PURSUANT TO SECTION 79 OF THE FAIR WORK ACT 1994.
DATED 13 NOVEMBER 2017.
________________________ COMMISSIONER AIKENS
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SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD
This is a consolidated version of an award of the South Australian Employment Tribunal
published pursuant to the provisions of the Fair Work Act 1994.
PART 1 - APPLICATION AND OPERATION OF AWARD
CLAUSE 1.1 AWARD TITLE
OPDATE 01:12:2006 on and from
This Award shall be known as the South Australian Municipal Salaried Officers Award.
CLAUSE 1.2 ARRANGEMENT
OPDATE 01:12:2007 1st pp on or after
1.2.1 By clause number
Clause no. Title
Part 1 – Application and operation of the Award
1.1 Award title
1.2 Arrangement
1.3 Anti-discrimination
1.4 Definitions
1.5 Date the Award starts
1.6 Scope and parties bound
Part 2 – Consultation and dispute resolution
2.1 Consultative mechanisms and procedures
2.2 Dispute settling procedure
2.3 Boards of reference
2.4 Notice boards
2.5 Award access
Part 3 – Employment relationships
3.1 Employment categories
3.1.1 Appointment and probation
3.1.2 Casual employment
3.1.3 Part-time employment
3.1.4 Fixed term employment
3.1.5 Training wage arrangements
3.1.6 Workers eligible for a supported wage
3.2 Termination of employment
3.2.1 Notice of termination by employer
3.2.2 Notice of termination by employee
3.2.3 Job search entitlement
3.2.4 Transmission of business
3.2.5 Redundancy
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Clause no. Title
Part 4 – Rates of pay and related matters
4.1 Classification and rates of pay
4.2 Payment of wages
4.3 Higher duties
4.4 Allowances
4.4.1 Availability allowance
4.4.2 First aid allowance
4.4.3 Availability allowance
4.4.4 Meal breaks and meal allowance
4.4.5 Motor car allowance
4.4.6 Travelling expenses
4.4.7 Telephone allowance
4.4.8 Study leave allowance
4.5 Safety net adjustments
4.6 Economic incapacity applications
Part 5 – Hours of work, shift work, overtime and meal breaks
5.1 Ordinary hours of work
5.2 Penalty rates on ordinary time
5.3 Library officers
5.4 Overtime
5.5 Rest period after overtime
5.6 Time off in lieu of overtime
5.7 Call out
Part 6 – Types of leave and public holidays
6.1 Annual leave
6.2 Annual leave loading
6.3 Bereavement leave
6.4 Long service leave
6.5 Parental leave
6.5.1 Definitions
6.5.2 Basic entitlement
6.5.3 Right to request
6.5.4 Maternity leave
6.5.5 Paternity leave
6.5.6 Adoption leave
6.5.7 Variation of period of parental leave
6.5.8 Parental leave and other entitlements
6.5.9 Transfer to a safe job
6.5.10 Returning to work after a period of parental leave
6.5.11 Replacement employees
6.5.12 Part-time work
6.5.13 Communication during parental leave
6.6 Sick leave
6.7 Jury service
6.8 Family leave
6.8.1 Use of sick leave
6.8.2 Unpaid leave for family purpose
6.8.3 Make-up time
6.9 Public holidays
Part 7 – Miscellaneous
7.1 Time record
7.2 Protective clothing and uniforms
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Clause no. Title
7.3 Council elections
7.4 Superannuation
7.5 Continuous service
7.5.1 Maintenance of continuous service
7.5.2 Calculation of period of service
Schedules
Sch. 1 Classification
S1.1 Introduction
S1.2 Classification
S1.3 Progression through the levels
S1.4 Study leave for classification progression
Sch. 2 General Officers Stream and classification criteria
Sch. 3 Senior Officers Stream and classification criteria
Sch. 4 Glossary of terms
Sch. 5 Training wage arrangements
Sch. 6 Supported wage provisions
1.2.2 Alphabetical order
Clause no. Subject matter
4.4 Allowances
1.3 Anti-discrimination
6.1 Annual leave
6.2 Annual leave loading
1.2 Arrangement
2.5 Award access
1.1 Award title
6.3 Bereavement leave
2.3 Boards of reference
5.7 Call out
Sch. 1 Classification
4.1 Classification and rates of pay
2.1 Consultative mechanisms and procedures
7.5 Continuous service
7.3 Council elections
1.5 Date the Award starts
1.4 Definitions
2.2 Dispute settling procedure
4.6 Economic incapacity applications
3.1 Employment categories
6.8 Family leave
Sch. 2 General Officers Stream and classification criteria
Sch. 4 Glossary of terms
4.3 Higher duties
6.7 Jury service
5.3 Library officers
6.4 Long service leave
2.4 Notice boards
5.1 Ordinary hours of work
5.4 Overtime
6.5 Parental leave
4.2 Payment of wages
5.2 Penalty rates on ordinary time
7.2 Protective clothing and uniforms
6.9 Public holidays
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Clause no. Subject matter
5.5 Rest period after overtime
4.5 Safety net adjustments
1.6 Scope and parties bound
Sch. 3 Senior Officers Stream and classification criteria
6.6 Sick leave
7.4 Superannuation
1.7 Supersession
Sch. 6 Supported wage provisions
3.2 Termination of employment
5.6 Time off in lieu of overtime
7.1 Time record
Sch.5 Training wage arrangements
CLAUSE 1.3 ANTI-DISCRIMINATION
OPDATE 01:12:2006 on and from
1.3.1 It is the intention of the respondents to this Award to respect and value the diversity
of the workforce by helping to prevent and eliminate discrimination on the basis of
race, colour, sex, sexual preference, age, physical or mental disability, marital status,
family responsibilities, pregnancy, religion, political opinion, national extraction or
social origin.
1.3.2 Accordingly, in fulfilling their obligations under the dispute settling procedure clause,
clause 3.2, the respondents must make every endeavour to ensure that neither the
Award provision nor their operation are directly or indirectly discriminatory in their
effects.
1.3.3 Nothing in this clause is to be taken to affect:
1.3.3.1 Any different treatment (or treatment having different effects) which is specifically
exempted under the Commonwealth anti-discrimination legislation;
1.3.3.2 Junior rates of pay.
1.3.3.3 An employee, employer or registered organisation, pursuing matters of
discrimination in any State or Federal jurisdiction, including by application to the
Human Rights and Equal Opportunity Commission.
CLAUSE 1.4 DEFINITIONS
OPDATE 01:12:2006 on and from
1.4.1 Act shall mean the Fair Work Act 1994, as amended.
1.4.2 Award shall mean the South Australian Municipal Salaried Officers Award
1.4.3 Commission shall mean the South Australian Industrial Relations Commission.
1.4.4 Council shall mean any corporation, subsidiary or board as provided for in clause
1.6.1.
1.4.5 Employee shall mean an employee who is remunerated by salary and whose duties,
responsibilities and work description are contained within the terms of this Award.
1.4.6 Employer shall mean the same as Council
1.4.7 Level shall mean the classification Level under the General Officer structure except
where the term is referred to under the Senior Officer structure.
1.4.8 Officer shall have the same meaning as employee.
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1.4.9 Union shall mean those registered organisations as provided for in clause 1.6.2, 1.6.3
and 1.6.4.
CLAUSE 1.5 DATE THE AWARD STARTS
OPDATE 01:12:2006 on and from
This Award was made on 28 November 2006 and operates on and from 1 December 2006
(wages and allowances operate from the first pay period commencing on or after 1 December
2006) and continues in force as amended from time to time until rescinded or replaced.
CLAUSE 1.6 SCOPE AND PARTIES BOUND
OPDATE 01:12:2006 on and from
1.6.1 This Award is binding on the industry of the occupations of:
All salaried officers employed by any municipal corporation or any corporation or
district council in the State of South Australia including subsidiaries or regional
subsidiaries established pursuant to the Local Government Act, or any Animal and
Plant Control Board in a:
Clerical
Administrative
Professional
Managerial
Community service
Recreational
Regulatory
Childcare
Environmental, or
Technical (including overseers, foremen and other supervisory officers)
capacity whose duties, responsibilities and work description are contained within the
terms of this Award.
1.6.2 The Amalgamated ASU (SA) State Union (ASU) and its members in all respects.
1.6.3 The Association of Professional Engineers, Scientists and Managers, South Australian
Branch (APESMA) in relation to its members employed by Councils as Professional
Engineers.
1.6.4 The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union
(AMWU) in relation to its members employed as technical officers and who fit within
the traditional coverage and rules of the AMWU.
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SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD PART 2 PAGE 1
PART 2 - CONSULTATION AND DISPUTE RESOLUTION
CLAUSE 2.1 CONSULTATIVE MECHANISMS AND PROCEDURES
OPDATE 01:12:2006 on and from
At each enterprise covered by this Award the employer and employees and, if appropriate, an
appropriate agent including the Union, may establish a mechanism and procedures which
enables them to communicate and consult about matters arising out of this Award which they
agree would assist in achieving and maintaining co-operative workplace relations and mutually
beneficial work practices.
CLAUSE 2.2 DISPUTE SETTLING PROCEDURE
OPDATE 01:12:2006 on and from
2.2.1 In the event of a dispute arising in the workplace the procedure to be followed to
resolve the matter will be as follows:
2.2.1.1 The employee and their supervisor meeting and conferring on the matter; and
2.2.1.2 If the matter is not resolved at such a meeting, the parties shall arrange for
further discussions between the employee and his or her nominated
representative, if any, and more senior level of management.
2.2.1.3 If the matter is still not resolved a discussion shall be held between
representatives of the Local Government Association or other representatives of
the employer and the Union or other employee representative.
2.2.1.4 If the matter cannot be resolved it may be referred to the Commission.
2.2.1.5 An employee required to attend an Industrial Tribunal to take part in any
industrial proceedings may be granted leave without or with pay for such
purposes.
2.2.2 In order to facilitate the procedure in 2.2.1:
2.2.2.1 The party with the grievance must notify the other party at the earliest
opportunity of the problem;
2.2.2.2 Throughout all stages of the procedure all relevant facts must be clearly identified
and recorded;
2.2.2.3 Sensible time limits must be allowed for completion of the various stages of
discussion. However, the parties must co-operate to ensure that the dispute
resolution procedures are carried out as quickly as possible.
2.2.3 While the parties attempt to resolve the matter work will continue as normal unless an
employee has a reasonable concern about an imminent risk to his or her health and
safety.
2.2.4 A workplace or employee representative who is required to assist in solving disputes
shall be granted paid leave to undertake training for such purposes. Leave shall be
granted provided that:
(a) the scope, content and level of courses are directed to the understanding and
enhancement of dispute resolution procedures;
(b) the timing and duration is taken into consideration;
(c) the employer is able to make adequate operational arrangements during the
period of such leave;
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(d) other similar leave is taken into consideration.
CLAUSE 2.3 BOARDS OF REFERENCE
OPDATE 01:12:2006 on and from
2.3.1 A Board of Reference shall be convened on the application of either an employee or a
respondent employer to deal with disputes over the correct Award classification of an
employee covered by this Award, including eligibility for higher duty payments as
provided for in clause 4.3.
2.3.2 The Board must apply the Award classification criteria in making a determination over
any such disputes.
2.3.3 The Board shall be constituted by a Chairperson (a nominee of the Commission),
and two (2) other members, one on nomination by the employer and the other on
nomination by the Union or the employee where the employee is not a Union
member.
2.3.4 The employer and the employee may be represented before the Board of Reference.
2.3.5 The Board shall determine by majority decision any classification matter brought
before it, and publish the reasons for its determination.
2.3.6 The employer or the employee or the relevant Union may appeal a Board
determination to the Commission provided such appeal is lodged within twenty one
(21) days of the Board determination.
2.3.7 Nothing contained in this clause shall prevent the employer, the employee or the
relevant Union from utilising the Dispute Settling Procedures in clause 2.2 to deal with
classification disputes and directly making access to the Commission in lieu of an
application to a Board of Reference.
CLAUSE 2.4 NOTICE BOARDS
OPDATE 01:12:2006 on and from
The employer shall permit a notice board to be erected at the workplace, or at each discrete
part of the workplace, to facilitate communication between the employees and/or their Union.
CLAUSE 2.5 AWARD ACCESS
OPDATE 01:12:2006 on and from
The employer shall provide a current copy of this Award in an accessible place for the perusal
by employees in respect to salaries, classification criteria and conditions of service relating to
their employment.
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PART 3 - EMPLOYMENT RELATIONSHIPS
CLAUSE 3.1 EMPLOYMENT CATEGORIES
OPDATE 01:01:2012 1st pp on or after
3.1.1 Appointment and probation
3.1.1.1 All employees shall be on probation for a term of three months from initial
engagement with the employer.
3.1.1.2 At the conclusion of the term of three months, and whenever necessary prior
to that time, the performance of the said employee shall be assessed.
3.1.1.3 In the light of the assessment the probationary period of the employee on
probation may be extended up to a term of six months and the employee
shall be provided with a copy in writing of the assessment.
3.1.1.4 Should the probationary period be extended beyond three months, regular
monthly assessments shall be made.
3.1.1.5 In the event of an adverse assessment being made an employee shall be
entitled to reasonable counselling and training, the nature of which is at the
discretion of employer.
3.1.2 Casual employment
3.1.2.1 An employee engaged for a period of 800 hours or less in any year
(measured from the anniversary date of the employee’s commencement of
employment) may be engaged as a casual on an hourly contract of
employment and such employee shall be entitled to be paid a loading of
twenty per cent, in addition to the appropriate ordinary time hourly rate
prescribed under the Award for the normal duties involved.
Pursuant to the decision of the Full Commission in the Casual Loading Case
[[2012] SAIRComm 1], the 20% loading will be increased in accordance with
the following:
22% from the first full pay period commencing on or after 1 January 2012;
23% from the first full pay period commencing on or after 1 July 2012;
24% from the first full pay period commencing on or after 1 July 2013; and
25% from the first full pay period commencing on or after 1 July 2014.
3.1.2.2 The loading prescribed in 3.1.2.1 compensates the casual employee for the
non-applicability of leave entitlements (other than Long Service Leave where
applicable) and payment for public holidays not worked.
3.1.2.3 An employee, employed for more than 800 hours in a year, shall be engaged
as a part-time or full-time employee, unless the employer and the employee
otherwise agree. A written copy of any such mutual agreement shall be
signed by the employer and employee.
3.1.2.4 A casual employee shall be entitled to overtime or penalty payment at the
prescribed rates in respect of work performed outside ordinary time hours of
work or in excess of the ordinary hours of work provided for under Clause
5.1. Overtime and Penalty Rates for casual employees shall be applied to the
hourly rate which includes the loading prescribed by 3.1.2.1.
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3.1.2.5 Caring responsibilities
3.1.2.5(a) Subject to the evidentiary and notice requirements in 6.8.1.2 and
6.8.1.3(d) employees are entitled to not be available to attend work, or
to leave work if they need to care for members of their immediate family
or household who are sick and require care and support, or who require
care due to an unexpected emergency, or the birth of a child, or upon
the death in Australia of an immediate family or household member.
3.1.2.5(b) The employer and the employee shall agree on the period for which the
employee will be entitled to not be available to attend work. In the
absence of agreement, the employee is entitled to not be available to
attend work for up to 48 hours (i.e. two days) per occasion. The casual
employee is not entitled to any payment for the period of non-
attendance.
3.1.2.5(c) An employer must not fail to re-engage a casual employee because the
employee accessed the entitlements provided for in this clause. The
rights of an employer to engage or not to engage a casual employee are
otherwise not affected.
3.1.3 Part-time employment
3.1.3.1 Any employee employed on less than the established full-time hours for the
enterprise may be engaged as a part-time-employee. The provisions of this
Award shall apply on a pro-rata basis to any such employee.
3.1.3.2 Subject to the provisions of 3.1.3.3 overtime and penalty rates shall apply to
a part-time employee in either of the following circumstances:
(a) where work is performed outside of the ordinary span of hours set out
in clause 6.1;
(b) where in any two month block, commencing at the beginning of any
calendar year, the employee has worked sufficient additional hours to
exceed the number of weekly hours for which the employee is
contracted:-
Contracted hrs
(15 hrs per wk)
120 hrs per 2 months (calendar)
Actual hrs worked 160 hrs over 2 months (calendar)
Additional hrs worked 40 hrs (more than 15 hrs therefore
overtime rates apply)
minus
Ordinary time 15 hrs
25 hrs @ appropriate overtime rates
3.1.3.3 The normal working hours of a part-time employee may be changed by
mutual agreement between the employee and the employer. This provision
applies to meet the short term requirements of either party or in respect of
an increase or decrease in normal hours of duty.
3.1.3.4 A part-time employee shall be required to work the equivalent hours as a
full-time employee works within a 12 month period in order to qualify for
incremental progression within the classification level.
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3.1.4 Fixed term employment
3.1.4.1 The employer may engage an employee for a fixed term contract of
employment to undertake a specific project of limited duration or work of a
limited duration or where employment is being facilitated by funding from an
external source.
3.1.4.2 The employer may engage an employee in circumstances other than those
provided for in 3.1.4.1 where the employee agrees to employment for a
fixed term.
3.1.4.3 A written agreement setting out the terms and conditions of the contract
including the nature of the duties and the Award classification shall be
signed by the employer and the employee.
3.1.4.4 Upon appointing an employee on a fixed term contract, the employer shall
notify the relevant Union forthwith as to:
(a) The nature of the fixed term contract;
(b) The duration of the fixed term contract.
3.1.5 Training wage arrangements
Refer to Schedule 5.
3.1.6 Workers eligible for a supported wage
Refer to Schedule 6.
CLAUSE 3.2 NOTICE OF TERMINATION
OPDATE 01:12:2006 on and from
3.2.1 Notice of termination by employer
3.2.1.1 In order to terminate the employment of an employee the employer must give to
the employee the period of notice specified in the table below:
Period of continuous service Period of notice
1 year or less 1 week
Over 1 year and up to the completion of 3 years 2 weeks
Over 3 years and up to the completion of 5 years 3 weeks
Over 5 years of completed service 4 weeks
3.2.1.2 In addition to the notice in 3.2.1.1, employees over 45 years of age at the time of
the giving of the notice with not less than two years continuous service, are
entitled to an additional week’s notice.
3.2.1.3 Payment in lieu of the prescribed notice in 3.2.1.1 and 3.2.1.2 must be made if
the appropriate notice period is not required to be worked. Provided that
employment may be terminated by the employee working part of the required
period of notice and by the employer making payment for the remainder of the
period of notice.
3.2.1.4 The required amount of payment in lieu of notice must equal or exceed the total
of all amounts that, if the employee’s employment had continued until the end of
the required period of notice, the employer would have become liable to pay to
the employee because of the employment continuing during that period. That total
must be calculated on the basis of:
(a) the employee’s ordinary hours of work (even if not standard hours); and
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(b) the amounts ordinarily payable to the employee in respect of those hours,
including (for example) allowances, loading and penalties; and
(c) any other amounts payable under the employee’s contract of employment.
3.2.1.5 The period of notice in this clause does not apply:
(a) in the case of dismissal for serious misconduct;
(b) to apprentices;
(c) to employees engaged for a specific period of time or for a specific task or
tasks;
(d) to trainees whose employment under a traineeship agreement or an
approved traineeship is for a specified period or is, for any other reason,
limited to the duration of the agreement; or
(e) to casual employees.
3.2.1.6 Continuous service is defined in clause 7.5.
3.2.2 Notice of termination by an employee
Any employee, other than a casual employee, desiring to terminate his/her
employment shall give to the employer two weeks notice of his/her intention to do so,
or in lieu thereof the employee shall forfeit two weeks salary. Provided that, where the
express provisions of an employee’s employment provides for a longer period of
notice, such provisions shall apply.
3.2.3 Job search entitlement
Where an employer has given notice of termination to an employee, an employee shall
be allowed up to one day’s time off without loss of pay for the purpose of seeking
other employment. The time off shall be taken at times that are convenient to the
employee after consultation with the employer.
3.2.5 Redundancy
3.2.5.1 Definitions
Redundancy in this clause means the loss of employment due to the employer
no longer requiring the job the employee has been doing to be performed by
anyone, and redundant has a corresponding meaning.
Small business means an employer who employs fewer than 15 employees
Week's pay means the ordinary time rate of pay for the employee concerned.
Provided that such rate shall exclude:
overtime;
penalty rates;
disability allowances;
shift allowances;
special rates;
fares and travelling time allowances;
bonuses; and
any other ancillary payments of a like nature.
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3.2.5.2 Exclusion
3.2.5.2(a) This clause does not apply to employees with less than 1 year’s
continuous service. The general obligation of employers should be no
more than to give such employees an indication of the impending
redundancy at the first reasonable opportunity, and to take such steps
as may be reasonable to facilitate the obtaining by such employees of
suitable alternative employment.
3.2.5.2(b) This clause does not apply where employment is terminated as a
consequence of conduct that at common law justifies instant dismissal or
in the case of casual employees or employees engaged for a specific
period of time or for a specified task or tasks.
3.2.5.3 Discussions before termination
3.2.5.3(a) Where an employer has made a decision that the employer no longer
requires the job the employees have been doing done by anyone and
that decision may lead to termination of employment, the employer
must have discussions as soon as practicable with the employees
directly affected and the Union. Discussions must include:
(i) the reasons for the proposed terminations;
(ii) measures to avoid or minimise the terminations;
(iii) measures to mitigate the adverse effects of any terminations on
the employees concerned.
3.2.5.3(b) For the purposes of such discussion the employer must as soon as
practicable provide in writing to the employees concerned and the
Union, all relevant information about the proposed terminations,
including:
(i) the reasons for the proposed terminations;
(ii) the number and categories of employees likely to be affected;
(iii) the number of workers normally employed; and
(iv) the period over which the terminations are likely to be carried out.
No employer is required to disclose confidential information the
disclosure of which when looked at objectively, would be against the
employer’s interests.
3.2.5.4 Period of notice of termination on redundancy
3.2.5.4(a) If the services of an employee are to be terminated due to redundancy
such an employee must be given notice of termination as prescribed by
clause 4.3.
3.2.5.4(b) Employees to whom notification of termination of service is to be given
on account of the introduction or proposed introduction by the employer
of automation or other technological changes in the industry in relation
to which the employer is engaged must be given not less than three
months notice of termination.
3.2.5.4(c) Should the employer fail to give notice of termination as required in
3.2.5.4(a) or (b) the employer must pay to that employee the ordinary
rate of pay for a period being the difference between the notice given
and that required to be given. The period of notice to be given is
deemed to be service with the employer for the purpose of the Long
Service Leave Act 1987.
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3.2.5.5 Time off during notice period
3.2.5.5(a) During the period of notice of termination given by the employer an
employee is entitled to up to 1 day off without loss of pay during each
week of notice for the purpose of seeking other employment.
3.2.5.5(b) If the employee has been allowed paid leave for more than 1 day during
the notice period for the purpose of seeking other employment, the
employees must, at the request of the employer, produce proof of
attendance at an interview. If such proof is not produced the employee
is not entitled to receive payment for the time absent. For this purpose a
statutory declaration will be sufficient.
3.2.5.5(c) The time off during notice period entitlements under this clause 3.2.5.5
apply in lieu of the provisions of 4.3.2.
3.2.5.6 Notification to Centrelink
Where a decision has been made to terminate the employment of an employee, or
of employees, on account of redundancy the employer must notify Centrelink
accordingly as soon as possible, giving relevant information including:
(a) a written statement of the reason(s) for the termination(s);
(b) the number and categories of the employees likely to be affected; and
(c) the period over which the termination(s) are intended to be carried out.
3.2.5.7 Severance pay
3.2.5.7(a) Employees are entitled to severance pay as prescribed below in addition
to the period of notice prescribed for termination in 3.2.1 and 3.2.5.4.
3.2.5.7(b) Severance pay - employees of a small business
An employee of a small business as defined in 3.2.5.1 whose
employment is terminated by reason of redundancy is entitled to the
following amount of severance pay in respect of a period of continuous
service:
Period of continuous service Severance pay
Less than 1 year Nil
1 year and less than 2 years 4 weeks pay*
2 years and less than 3 years 6 weeks pay
3 years and less than 4 years 7 weeks pay
4 years and over 8 weeks pay
* Weeks pay is defined in 3.2.5.1.
3.2.5.7(c) Severance pay – other than employees of a small business
An employee, other than an employee of a small business as defined
in 3.2.5.1, whose employment is terminated by reason of redundancy,
is entitled to the following amount of severance pay in respect of a
period of continuous service:
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Period of continuous service Severance pay
Less than 1 year Nil
1 year and less than 2 years 4 weeks pay*
2 years and less than 3 years 6 weeks pay
3 years and less than 4 years 7 weeks pay
4 years and less than 5 years 8 weeks pay
5 years and less than 6 years 10 weeks pay
6 years and less than 7 years 11 weeks pay
7 years and over 12 weeks pay
3.2.5.7(d) Additional severance pay for employees aged over 45 years with 10
years or more continuous service
In addition to the severance pay in 3.2.5.7.3 an employee with not less
than 10 years continuous service, who is over the age of 45 years, is
entitled to an additional 4 weeks severance pay.
* Weeks pay is defined in 3.2.5.1.
3.2.5.7(e) Continuity of service will be calculated in the manner prescribed by
clause 4.5.
3.2.5.7(f) The severance payment need not exceed the amount which the
employee would have earned if employment with the employer has
proceeded to the employee’s agreed date of retirement or the
employee’s eligibility date for social security benefits, and retirement
from the workforce.
3.2.5.7(g) An employer may apply to the Commission for an order allowing the
offsetting of all or part of an employee’s entitlement to severance
payment on the basis that such payment of part thereof is already
provided for or included in the contributions which the employer has
made over and above those required by law to a superannuation
scheme and which are paid or payable to the employee on redundancy
occurring.
3.2.5.8 Incapacity to pay
The Commission may vary the severance pay prescription on the basis of an
employer's incapacity to pay. An application for variation may be made by an
employer or a group of employers.
3.2.5.9 Alternative employment
An employer may make application to the Commission to have the severance
pay prescription varied if the employer obtains acceptable alternative employment
for an employee.
3.2.5.10 Written notice
The employer must, as soon as practicable, but prior to the termination of the
employee’s employment, give to the employee a written notice containing, among
other things, the following:
(a) the date and time to the proposed termination of the employee’s
employment;
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(b) details of the monetary entitlements of the employee upon the termination of
the employee’s employment including the manner and method by which
those entitlements have been calculated;
(c) advice as to the entitlement of the employee to assistance from the
employer, including time off without loss of pay in seeking other
employment, or arranging training or retraining for future employment; and
(d) advice as to the entitlements of the employee should the employee terminate
their employment during the period of notice.
3.2.5.11 Transfer to lower paid duties
Where an employee whose job has become redundant accepts an offer of
alternative work by the employer the rate of pay for which is less than the rate of
pay for the former position, the employee is entitled to the same period of notice
of the date of commencement of work in the new position as if the employee’s
employment had been terminated. The employer may pay in lieu thereof an
amount equal to the difference between the former rate of pay and the new lower
rate for the number of weeks of notice still owing.
3.2.5.12 Employee leaving during notice
An employee whose employment is terminated on account of redundancy may
terminate employment during the period of notice. In this case the employee is
entitled to the same benefits and payments under the Clause as if remaining with
the employer until the expiry of such notice. In such circumstances the employee
is not entitled to payment in lieu of notice.
3.2.5.13 Transmission of business
The provisions of this clause are not applicable where a transmission of business
occurs and the conditions of 3.3.2 or 3.3.3 are met.
3.2.5.14 Contrived arrangements
Subject to an order of the Commission, where an employer contrives
arrangements wholly or partly to deprive employees of the severance pay set out
in 3.2.5.7(c) or 3.2.5.7(d), then the employees will be entitled to the severance
pay set out in those clauses in lieu of that set out in 3.2.5.7(b).
CLAUSE 3.3 TRANSMISSION
OPDATE 01:12:2006 on and from
3.3.1 This clause applies where a business, undertaking or establishment, or any part
thereof, has been transmitted from an employer (the transmittor) to another
employer (the transmittee).
Transmission without limiting its ordinary meaning, includes transfer, conveyance,
assignment or succession, whether by agreement or operation of law. Transmitted
has a corresponding meaning.
3.3.2 Acceptance of employment with transmittee
Subject to further order of the Commission where a person who at the time of the
transmission was an employee of the transmitter in that business, undertaking,
establishment, or part thereof becomes an employee of the transmittee:
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3.3.2.1 The period of service which the employee has had with the transmittor or any prior
transmittor will be deemed to be service of the employee with the transmittee for
the purpose of calculating any entitlement of the employee to service related period
of notice of severance payments; and
3.3.2.2 The provisions of 3.2.5 do not apply in respect of the termination of the employee’s
employment with the transmittor.
3.3.3 Offer of employment with the transmittee
An employee is not entitled to benefits under 3.2.5 in respect of the termination of the
employee’s employment resulting from transmission of the business, undertaking,
establishment or part of it if:
3.3.3.1 The employee is offered employment by the transmittee;
3.3.3.2 The offer is made before the transmission of the business, undertaking or part
thereof;
3.3.3.3 The terms and conditions of the new employment offered:
(a) are not substantially different from those applying to the employment with
the transmittor; or
(b) are substantially different but the offer constitutes an offer of suitable
employment in relation to the employee; and
3.3.3.4 The employee unreasonably refuses to accept the offer.
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PART 4 - RATES OF PAY AND RELATED MATTERS
CLAUSE 4.1 CLASSIFICATION AND RATES OF PAY
OPDATE 01:12:2006 on and from
4.1.1 The minimum annual rate of salary to be paid to employees will be in accordance with
the rates set out in Schedules 2 and 3 of the Award and will include for salary
purposes relevant prescribed allowances.
4.1.2 The employer shall, upon the initial engagement or upon the promotion of an
employee, properly classify the employee having regard to the nature and range of
duties that it is proposed to assign to that employee and shall notify the employee in
writing of their classification.
4.1.3 In classifying an employee, an employer shall observe the procedure contained in
Schedule 1 of this Award to apply the appropriate salary level. On initial appointment,
an employer may give recognition to an employee’s previous relevant experience in
order to ascertain the appropriate incremental point for the classification.
4.1.3.1 Where an employee disagrees with the classification assigned by the employer,
he/she may bring the matter for determination to either the Board of Reference
constituted under this Award or the Commission provided that such application is
made whilst the employee is in the employment of the employer.
4.1.4 An employee may, upon written request, have his or her classification reviewed by the
employer. The review shall be conducted in accordance with the provisions of 4.1.3
and 4.1.3.1.
4.1.5 Where an employee is reclassified, it shall be done on a “point-to-point” basis: i.e.,
the employee shall be placed on that incremental step of the new classification level
which is appropriate to the length of time that he or she has been performing the
duties on which the reclassification is based.
CLAUSE 4.2 PAYMENT OF WAGES
OPDATE 01:12:2006 on and from
4.2.1 As an option to the payment of wages by cash, an employer may decide to pay the
wages of its employees by way of cheque or by means of direct transfer into a bank or
other recognised financial institution of the employee’s choice.
4.2.2 The employer shall keep adequate time and payment records, together with the
details of all deductions that are made from gross salary.
CLAUSE 4.3 HIGHER DUTIES
OPDATE 01:12:2006 on and from
4.3.1 An employee directed by the employer to perform duties of higher value outside or
exceeding those of the classification to which he or she has been appointed, whether
or not the said duties of higher value coincide with those of another classification for
which a higher salary scale is fixed by this Award, shall be paid while he or she is
performing such duties not less than:
4.3.1.1 The minimum salary rate for the higher paid classification if he or she
substantially performs the duties thereof; or
4.3.1.2 A salary rate commensurate with the value of the duties he or she is so directed
to perform.
4.3.2 Provided that the employee directed to perform such duties shall perform them on the
first occasion for a continuous period of five working days or more.
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On subsequent occasions:
4.3.2.1 Employees classified at Level 5 and above - five days
4.3.2.2 Employees classified below Level 5 - four days OR an aggregate of ten days
in a calendar month.
4.3.2.3 Relief cashiers or positions containing a supervisory component (where the
employee’s normal position does not contain a supervisory component)
when the subsequent acting period shall be for one day in order to become
entitled to higher duty pay.
4.3.2.4 Notwithstanding the other provisions of this clause, an officer who performs
higher duties as a Relief Cashier during lunch hours and during such other
time as may be necessary, shall be paid on each occasion for the actual time
so worked (with a minimum of one hour’s payment for any one day) when
acting as a Relief Cashier, at the rate of a Cashier according to years of
service in such Relief Cashier work.
CLAUSE 4.4 ALLOWANCES
OPDATE 01:07:2017 1st pp on or after (cl. 4.4.2 & 4.4.3)
4.4.1 Availability allowance
4.4.1.1 This clause applies to any employee instructed to be available for recall to
work outside of his/her normal working hours.
4.4.1.2 For the purposes of this clause availability duty means a situation where the
employer directs employees to hold themselves on immediate standby to
attend work during prescribed times outside their normal working hours.
Where a lesser state of readiness is required by the employer, the provisions
of Clause 5.7 Call Out shall apply other than where such arrangements are
mutually agreed by the employer and the employee and recorded in writing.
4.4.1.3 An employee instructed to carry out availability duty shall receive, in
addition to the salary otherwise payable, an amount equal to 10 per cent of
the employee’s hourly rate for each hour or part thereof that the employee
is required to be on standby.
4.4.2 First aid allowance
4.4.2.1 Where an employer requires an employee to hold and act upon a first aid
certificate an allowance of $12.90 per week shall be paid in respect of each
such week that the employee is required to act upon such certificate.
4.4.2.2 The payment shall be paid to casual and regular part-time employees on a
pro-rata basis providing that such payment cannot exceed the amount of
$12.90 per week in any one working week.
4.4.2.3 Employees already in possession of a first aid certificate will not be
reimbursed the initial cost incurred in obtaining the certificate.
4.4.2.4 Where an employee does not hold a first aid certificate but is required to
obtain a certificate, then all reasonable costs associated with the obtaining of
such certificate shall be borne by the employer. (This includes the renewal of
certificates).
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4.4.3 Health surveyors’ allowance
A Health Surveyor classified Level 4, 4th increment and below who possesses
qualifications which enables him/her to be an authorised employee under the Food Act
1985 shall be paid an amount of $645 p.a. additional to his/her ordinary salary that
shall be regarded as part of the total salary for all purposes of the Award.
4.4.4 Meal breaks and meal allowance
4.4.4.1 An employee required to work overtime for more than one hour after the
employee’s normal ceasing hour on any weekday shall be entitled to a meal
break before starting overtime and to subsequent meal breaks at four hourly
intervals calculated from the end of the previous meal break taken by the
employee.
4.4.4.2 An employee required to work overtime on a Saturday, Sunday or public
holiday shall be entitled to a meal break:
4.4.4.2(a) After three hours of continuous work if that period includes a
recognised meal hour; or
4.4.4.2(b) After four hours of continuous work in any other case; and
4.4.4.2(c) To subsequent meal breaks at four hourly intervals calculated
from the end of the previous meal break taken by the employee.
4.4.4.3 When an employee is entitled to a meal break as provided by this clause and
such employee is unable to return to his or her home for a meal, a meal
allowance of $18.30 shall be paid unless an adequate meal is provided by
the employer irrespective of whether a meal break, paid or unpaid, is taken.
4.4.4.4 Where an employee is directed to commence duty before 7.00 a.m. on any
day and a meal break is taken before commencing normal working hours
and such employee is unable to return to his or her home for that meal an
allowance of $16.90 shall be paid.
4.4.5 Motor vehicle allowance
4.4.5.1 Where an employee is required by the employer to take his/her vehicle to
his/her headquarters for official use on that day the employee shall be
entitled to payment in accordance with clause 4.4.5.2 for the trip from
his/her home to his/her headquarters by the shortest practical route. Such
payment shall be restricted to a one way trip, not a return journey, and the
maximum distance paid on the one way trip shall not exceed 24 km per day,
even if the distance between his/her home and his/her headquarters is more
than 24 km.
4.4.5.2 Where an employee is directed to use his/her motor car on or in connection
with the business of Council, he/she shall be paid an allowance calculated at
one of the rates set out in the schedule below:
Type of vehicle Rate of allowance
An engine of 4 cylinders or less 86 cents per km
An engine of more than 4 cylinders or a rotary engine 95 cents per km
4.4.5.3 An employee shall be entitled to have his/her motor driver’s licence paid by
the employer (or the cost reimbursed) in circumstances where the
requirement for the employee to drive a motor vehicle is a normal and
regular feature in the performance of his/her ordinary duties.
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4.4.5.4 Provided that, should the employee resign from the service of the employer,
or have his/her service terminated through no fault of his/her own, prior to
the expiration of the period of his/her licence, the employer shall have the
right to deduct from monies due to the employee on termination, an amount
pro-rata to the unexpired portion of the licence fee.
4.4.5.5 Provided further that, if the employee, during the period of the said licence,
is appointed to a position in local government in South Australia, the duties
of which require that he/she be a licensed motor driver, he/she shall be
reimbursed by the re-employing Council for the unexpired portion of the said
licence fee.
4.4.5.6 Where an employee is directed to use his/her motor cycle on or in
connection with the business of the employer, he/she shall be paid an
allowance calculated at the rate of 32 cents per kilometre, provided that in
addition the provisions of 4.4.5.1 shall apply.
4.4.5.7 Where an employee is required to attend Council meetings and does so
attend outside his/her normal working hours and this necessitates use of
his/her privately owned motor vehicle to travel directly from and to his/her
home, he/she shall be paid an allowance at the rate prescribed under
4.4.5.2.
4.4.6 Travelling expenses
All authorised travelling expenses incurred by any employee in the course of his/her
official duty shall be paid by the employer.
4.4.7 Telephone allowance
An employee required by the employer to provide a telephone at his/her home to
enable contact by the employer or the public shall be paid an allowance to pay the
cost of installation, rental and all business calls.
4.4.8 Study leave allowance
Where an employee is required by the employer to undertake a course, the employer
shall on the satisfactory completion of each year, reimburse the employee for all fees
paid in respect of such a course.
CLAUSE 4.5 SAFETY NET ADJUSTMENTS
OPDATE 01:07:2017 1st pp on or after
The rates of pay in this Award include the safety net adjustment payable under the 2017 State
Wage Case and Minimum Standard for Remuneration. This safety net adjustment may be
offset against any equivalent amount in rates of pay received by employees whose wages and
conditions of employment are regulated by this Award which are above the wage rates
prescribed in the Award. Such above Award payments include wages payable pursuant to
enterprise agreements, currently operating enterprise flexibility agreements, award variations
to give effect to enterprise agreements and over award arrangements. Absorption which is
contrary to the terms of an agreement is not required.
Increases made under the existing or previous State Wage Case principles, previous General
Reviews of Award Wages and the 2017 State Wage Case and Minimum Standard for
Remuneration excepting those resulting from enterprise agreements or Award variations to
give effect to enterprise agreements, are not to be used to offset safety net adjustments.
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CLAUSE 4.6 ECONOMIC INCAPACITY APPLICATIONS
OPDATE 01:07:2017 1st pp on or after
Any employer or group of employers bound by an Award may apply to, temporarily or
otherwise, reduce, postpone and/or phase-in the application of any increase in labour costs
flowing from the 2017 State Wage Case and Minimum Standard for Remuneration on the
grounds of serious economic adversity. The merit of such application will be determined in the
light of the particular circumstances of each case and the impact on employment at the
enterprise level of the increase in labour costs is a significant factor to be taken into account in
assessing the merit of any application. A party may make such an application under s 31A of
the South Australian Employment Tribunal Act 2014 (the SAET Act) in the form approved
under rule 34 of the South Australian Employment Tribunal Rules 2017. It will then be a
matter for the President to decide whether it should be dealt with by a Full Bench of SAET.
Any decision to temporarily postpone or reduce an increase will be subject to a further review,
the date of which will be determined by SAET at the time it decides any application under this
provision.
An individual employer making an application pursuant to this provision may make a request
under s 55(2) of the SAET Act that the hearing of the matter be conducted in private and/or
that some or all of the evidentiary material produced in the case not be available for
inspection. Any such request will be determined by SAET in the circumstances of each case.
Special Council Meeting 98 of 326 14 May 2018
SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD PART 5 PAGE 1
PART 5 - HOURS OF WORK, SHIFT WORK, OVERTIME AND MEAL
BREAKS
CLAUSE 5.1 ORDINARY HOURS OF WORK
OPDATE 01:12:2006 on and from
5.1.1 The ordinary hours of work of a full-time employee shall be no more than an average
of 38 hours per week.
5.1.2 The ordinary hours of work are to be worked between the span 7.30 am - 6.30 pm
Monday to Friday inclusive. The ordinary hours of employees engaged in libraries,
recreation centres and swimming pools are excluded from the operation of this clause
(clause 5.1.2) providing however that such employees shall be entitled to the
following penalties covering their work:
(a) employees engaged in recreation centres and swimming pools (clause 5.2);
(b) employees engaged in libraries (clause 5.3).
5.1.3 Subject to the majority provisions in 5.1.4 the daily hours of employees working a
standard 5 day working week as provided in 5.1.2 shall be no more that 7.6 hours.
5.1.4 Variation to standard week
5.1.4.1 By agreement between the Council and the majority of employees (who are
subject to particular working hours arrangements) the following variations to a
standard 5 day working week may apply:
(a) a nineteen day four week period;
(b) a nine day fortnight;
(c) a system of flexi-time;
(d) any other form of structured and regular hours arrangement,
provided that no more than an average 38 hours per week is worked within the
cycle.
5.1.4.2 Unions which are party to the Award and which have members employed at the
enterprise shall be notified by the employer regarding any proposal to change the
method of working ordinary hours and then be provided with a reasonable
opportunity to participate in negotiations regarding implementation. Union
involvement in this process does not mean that the consent of the Union is
required prior to its implementation.
5.1.5 There shall be a lunch break of between 30 and 60 minutes each day to be taken
between 11.30 am and 2.30 pm.
5.1.6 There shall be allowed a paid rest period or tea break of ten minutes duration during
the morning and afternoon of each working day. Where adequate tea/coffee making
facilities are available the break shall be taken at the employee’s normal work station
at such times as are arranged by the employer and shall allow for the continuity of
work where the circumstances so require.
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5.1.7 Change to span of hours
5.1.7.1 Where an employee’s 38 ordinary time hours per week can not be worked during
the span of hours in clause 5.1.2, a written agreement between the employee and
the employer setting out the details of the work arrangement shall be signed and
held by the employer and employee. In such arrangements the employer shall
apply the appropriate standard penalties as prescribed by clause 5.2 unless some
other compensating benefit is otherwise agreed between the employer and the
employee.
5.1.7.2 An employee may request and shall be given the opportunity to either seek advice
or the involvement of the Union in discussions relating to an agreement pursuant
to clause 5.1.7.1.
5.1.7.3 This clause 5.1.7 shall not apply to employees engaged in Recreation Centres,
Swimming Pools and Libraries.
5.1.8 Employees who regularly and directly supervise employees covered by the Local
Government Employees Award and depot based employees who regularly provide
administrative support to those employees may work the same hours as those
employees provided such hours do not exceed 152 ordinary time hours in a four week
period.
CLAUSE 5.2 PENALTY RATES ON ORDINARY TIME
OPDATE 01:12:2006 on and from
5.2.1 Employees who as part of their ordinary hours of duty regularly perform work prior to
7.30am or after 6.30pm on a Monday to Friday (both inclusive) shall receive a loading
of 15% in addition to their ordinary time rate of pay for all time worked outside of
those hours.
5.2.2 Employees working on Saturdays and Sundays as part of their ordinary hours will
receive a loading of 50% in addition to their normal wage. Saturday to commence at
midnight on Friday and Sunday to finish at midnight on Sunday.
5.2.3 Employees working on public holidays as part of their ordinary hours may elect to
receive either:
(a) 150% in addition to their ordinary time rate of pay; or
(b) 50% in addition to their ordinary time rate of pay plus paid time off in lieu equal
to the number of hours worked, to be taken at a time that is mutually agreed
between the employee and the employer.
5.2.4 Employees who are regularly rostered over seven days, including Sundays and public
holidays, shall be granted an additional week of annual leave.
5.2.5 Employees who qualify under 5.2.4 shall have all annual leave loading calculated at
the rate of 20% instead of 17.5%.
5.2.6 If an employee works Saturday and Sunday as part of his/her ordinary week, then
he/she should be entitled to two consecutive days off during the period Monday to
Friday which shall be mutually agreed between the parties.
5.2.7 The penalty provisions of this subclause will not apply to supervisory staff as defined
in clause 5.1.8.
5.2.8 All time worked in excess of ordinary hours in any one day or exceeding an average
38 hours per week shall be paid at the appropriate overtime rate as prescribed in
clause 5.4.
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5.2.9 These provisions are not intended to alter or affect flexitime or rostered hours
arrangements.
CLAUSE 5.3 LIBRARY OFFICERS
OPDATE 01:12:2006 on and from
5.3.1 Library employees required to work as part of their normal roster on any day Monday
to Friday (inclusive) beyond 5.00 p.m. shall be paid a loading as set out below for all
such hours worked after 5.00 p.m.
(a) for employees paid up to and including Level 4 increment 3, a 15% loading in
addition to their ordinary time rate of pay;
(b) for employees paid at Level 4 increment 4 but not more than Level 6 increment
1, a 15 % loading calculated at Level 4 increment 3 ordinary time rate of pay;
(c) for employees paid at Level 6 increment 2 or above, no loading.
These loadings will only be paid where the work time is continuous other than for meal
breaks.
5.3.2 Library employees who are required to work as part of their ordinary weekly hours:
(a) On Saturday up to noon shall be paid a loading of 25% for such time;
(b) On Saturday after noon, on Sunday or a public holiday shall be paid a loading of
50% for such time.
5.3.3 Library employees who are required to work in excess of 38 hours in any one week
shall receive payment for such excess time at the rate of time and a half, or else be
granted time-off in lieu in accordance with clause 5.6.
CLAUSE 5.4 OVERTIME
OPDATE 01:12:2006 on and from
5.4.1 All work performed in excess of the ordinary hours of duty per week or before the
ordinary commencing hour or after the normal ceasing hour on any day Monday to
Friday inclusive shall be paid for at the rate of time and a half for the first three hours
and double time thereafter until the completion of the overtime worked.
5.4.2 All time worked on a Saturday before noon shall be paid for at the rate of time and
one half for the first three hours and double time thereafter.
5.4.3 All time worked on a Sunday or afternoon on Saturday shall be paid for at double
time.
5.4.4 All time worked on a public holiday as defined by clause 6.9 shall be paid for at double
time and one-half. Provided that employees required to work overtime on any such
occasion shall be paid a minimum of three hours work at the appropriate overtime
rate.
5.4.5 Employees paid at Level 6 increment 1 or above shall be entitled to overtime
payments or paid time in lieu calculated at the Level 5 increment 3 salary rate.
5.4.6 The employer and the employee may agree to a suitable employment package to take
account of work that is likely to be performed outside the ordinary hours of work and
other similar contingencies inherent in the work. Such an agreement shall be entered
into by mutual agreement and recorded in writing.
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5.4.7 Any employee shall attend meetings of the Council by which he/she is employed,
whether meetings of the Council or any committee thereof, whenever required to do
so, notwithstanding that any such meetings may be held outside the employee’s
ordinary hours.
CLAUSE 5.5 REST PERIOD AFTER OVERTIME
OPDATE 01:12:2006 on and from
If starting work at the employee’s next rostered starting time would mean that the employee
did not receive a full ten hour break then either: the employee may, without loss of pay, start
work at such a later time as is necessary to ensure that he or she receives a break of at least
ten hours; or the employer must pay the employee double ordinary rates for all work
performed until the employee has received a break of at least ten hours.
CLAUSE 5.6 TIME OFF IN LIEU OF OVERTIME
OPDATE 01:12:2006 on and from
By mutual agreement between the employee and the employer, at a time convenient to both,
time off may be taken in lieu of overtime payment as follows:
5.6.1 Such time off shall be either:
(a) time equivalent to the amount of overtime worked multiplied by the appropriate
penalty rate; or
(b) time equal to the amount of overtime worked together with a payment
representing the difference between the normal time rates and the appropriate
penalty rate.
CLAUSE 5.7 CALL OUT
OPDATE 01:12:2006 on and from
5.7.1 An employee recalled to work, including Council meetings, whether notified before or
after leaving the employer’s premises, shall be paid for a minimum of three hours
work at the overtime rate.
5.7.2 Where the employee is being paid an availability allowance in accordance with clause
4.4.1, a minimum of two hours work, at the appropriate overtime rate, will be paid for
each time he/she is so recalled, provided that, except in the case of unforeseen
circumstances arising, the employee shall not be required to work the full two or three
hours, as the case may be, if the job he/she was recalled to perform is completed
within a shorter period. Overtime worked in the circumstances specified in this
subclause shall not be regarded as overtime for the purpose of clause 5.5 when the
actual time worked is less than three hours on such recall or on each of such recalls.
5.7.3 This clause shall not apply where the overtime is continuous (subject to a reasonable
meal break) with the completion or commencement of ordinary working time.
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PART 6 - TYPES OF LEAVE AND PUBLIC HOLIDAYS
CLAUSE 6.1 ANNUAL LEAVE
OPDATE 01:12:2006 on and from
6.1.1 All employees shall, after completion of twelve months continuous service, be
entitled to four weeks annual leave exclusive of public holidays, such leave to be paid
for at normal weekly salary.
6.1.2 Employees who are regularly rostered over seven days, including Sundays and public
holidays, shall be granted an additional week of annual leave.
6.1.3 Subject to clause 6.1.5, annual leave shall be given and taken at a time mutually
convenient to the employer and employee concerned.
6.1.4 If, before the completion of any period of twelve months continuous service, the
employment of any employee is terminated for any reason other than serious
misconduct or any employee lawfully terminates his/her employment he/she shall be
entitled to pro-rata payment in respect of annual leave in respect of each completed
week or fortnight of continuous service (according to the length of the pay period of
the employee concerned).
6.1.5 To assist employees in balancing their work and family commitments:
6.1.5.1 An employee may elect, with the consent of the employer, to accrue and carry
forward any amount of annual leave for a maximum of two years from the date
the employee becomes entitled to the leave.
6.1.5.2 An employee may elect, with the consent of their employer, to take annual leave
in single days, up to a maximum of 10 single days in any year.
6.1.5.3 Access to annual leave as prescribed in clause 6.1.5.2, shall be exclusive of any
shutdown period provided for elsewhere under this Award.
6.1.5.4 An employee and employer may agree to defer payment of the annual leave
loading in respect of single day absences, until at least 10 consecutive annual
leave days are taken.
6.1.6 Notwithstanding the provisions of 6.1.1, an employer may allow annual leave to an
employee before the right thereto is due, but where leave is taken in such a case,
further period of annual leave shall not commence to accrue until after the expiration
of the twelve months in respect of which annual leave had been taken before it
accrued.
Provided however, that where an employee’s employment is terminated before the
date (to which the annual leave had been calculated and paid), any overpayment may
be recovered by the employer through adjustment to the employee’s final termination
pay. Any recovered amount shall not include any sums paid for any of the public
holidays prescribed by clause 6.9.
CLAUSE 6.2 ANNUAL LEAVE LOADING
OPDATE 01:12:2006 on and from
6.2.1 In addition to the payment for annual leave as prescribed by clause 6.1 of this Award,
all employees, except those covered under 6.2.2 shall be entitled, when proceeding on
leave, to payment of an annual leave loading of a sum equal to 17.5% of the four
weeks equivalent to the employee’s annual salary at the time of proceeding on leave.
6.2.1.1 Provided that employees whose annual salary is in excess of the salary payable to
Level 6, increment 2 shall receive as a maximum loading, the loading calculated at
the rate applicable to Level 6, increment 2.
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6.2.2 Employees who are regularly rostered over seven days, including Sundays and public
holidays, shall have all annual leave loading calculated at the rate of twenty (20%) per
cent instead of 17.5%.
6.2.3 An employee whose services terminate for any reason other than serious misconduct
and who is entitled to payment in lieu of accumulated annual leave shall be paid in
addition an annual leave loading calculated in accordance with clause 6.2.1 in respect
of any annual leave credit for which the payment prescribed by clause 6.2.1 has not
been paid.
6.2.4 The annual leave loading prescribed by this clause shall not be payable for annual
leave calculated on a pro-rata basis.
CLAUSE 6.3 BEREAVEMENT LEAVE
OPDATE 01:12:2006 on and from
6.3.1 The provisions of this clause apply to full-time and regular part-time employees (on a
pro rata basis) but do not apply to casual employees. The entitlements of casual
employees are set out in clause 3.1.2.5.
6.3.2 Paid leave entitlement
An employee is entitled to up to 2 days bereavement leave on each occasion of the
death in Australia of a wife, husband, father and mother (of either employee or
spouse), brother, sister, child, step child or any household member.
Proof of such death shall be furnished by the employee to the satisfaction of the
employer, if so requested, provided that more favourable terms of leave may be
granted by the employer if satisfied in any particular case that the leave authorised by
this condition is inadequate.
Provided, however, that such leave may also be granted in the case of grandparents
and grandchildren, where the employer is satisfied that such leave is warranted,
having regard to the particular circumstances.
6.3.3 Unpaid bereavement leave
An employee may take unpaid bereavement leave by agreement with the employer.
CLAUSE 6.4 LONG SERVICE LEAVE
OPDATE 01:12:2006 on and from
Long service leave shall be in accordance with the Long Service Leave Act 1987 (SA), except
where an exemption from the aforementioned Act has been sought and granted.
CLAUSE 6.5 PARENTAL LEAVE
OPDATE 01:12:2006 on and from
Subject to the terms of this clause employees are entitled to maternity, paternity and adoption
leave and to work part-time in connection with the birth or adoption of a child.
6.5.1 Definitions
6.5.1.1 For the purposes of this clause child means a child of the employee under school
age, except for adoption of a child where child means a person under school age
who is placed with the employee for the purposes of adoption, other than a child
or step-child of the employee or of the spouse of the employee or a child who had
previously lived continuously with the employee for a period of six months or
more.
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6.5.1.2 For the purposes of this clause spouse includes a de facto or former spouse.
6.5.1.3 For the purpose of this clause employee means full-time, part-time and eligible
casual employees, but does not apply to other casual employees.
6.5.1.4 An eligible casual employee means a casual employee:
(a) employed by an employer on a regular and systematic basis for several
periods of employment or on a regular and systematic basis for an ongoing
period of employment during a period of at least 12 months; and
(b) who has, but for the pregnancy or the decision to adopt, a reasonable
expectation of ongoing employment.
6.5.2 Basic entitlement
6.5.2.1 After twelve months continuous service, parents are entitled to a combined total
of 52 weeks parental leave on a shared basis in relation to the birth or adoption of
their child. For females, maternity leave may be taken and for males, paternity
leave may be taken. Adoption leave may be taken in the case of adoption.
6.5.2.2 Parental leave is to be available to only one parent at a time, except that both
parents may simultaneously access the leave in the following circumstances:
(a) for maternity and paternity leave, an unbroken period of one week at the time
of the birth of the child;
(b) for adoption leave, an unbroken period of up to three weeks at the time of
placement of the child.
6.5.3 Right to request
6.5.3.1 An employee entitled to parental leave pursuant to the provisions of clause 6.5.2
may request the employer to allow the employee:
(a) to extend the period of simultaneous unpaid parental leave provided for in
clauses 6.5.4.2 and 6.5.4.2(b) up to a maximum of eight weeks;
(b) to extend the period of unpaid parental leave provided for in clause 6.5.2(a)
by a further continuous period of leave not exceeding 12 months;
(c) to return from a period of parental leave on a part-time basis until the child
reaches school age, to assist the employee in reconciling work and parental
responsibilities.
6.5.3.2 The employer shall consider the request having regard to the employee’s
circumstances and, provided the request is genuinely based on the employee’s
parental responsibilities, may only refuse the request on reasonable grounds
related to the effect on the workplace or the employer’s business. Such grounds
might include cost, lack of adequate replacement staff, loss of efficiency and the
impact on customer service.
6.5.3.3 Employees request and the employers decision to be in writing
The employees request and the employers decision made under clauses 6.5.3(a)
and 6.5.3.2 must be recorded in writing.
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6.5.3.4 Request to return to work part-time
Where an employee wishes to make a request under clause 6.5.3.1(c), such a
request must be made as soon as possible but no less than seven weeks prior to
the date upon which the employee is due to return to work from parental leave.
6.5.4 Maternity leave
6.5.4.1 An employee will provide to the employer at least ten weeks in advance of the
expected date of commencement of parental leave:
(a) a certificate from a registered medical practitioner stating that she is
pregnant and the expected date of confinement;
(b) written notification of the date on which she proposes to commence
maternity leave, and the period of leave to be taken; and
(c) a statutory declaration stating particulars of any period of paternity leave
sought or taken by her spouse and that for the period of maternity leave
she will not engage in any conduct inconsistent with her contract of
employment.
6.5.4.2 Subject to clause 6.5.4.1, and unless agreed otherwise between the employer and
employee, an employee may commence parental leave at any time within six
weeks immediately prior to the expected date of the birth.
6.5.4.3 Where an employee continues to work within the six week period immediately
prior to the expected date of birth, or where the employee elects to return to work
within six weeks after the birth of the child, an employer may require the
employee to provide a medical certificate stating that she is fit to work on her
normal duties.
6.5.4.4 Where the pregnancy of an employee terminates after 28 weeks and the
employee has not commenced maternity leave, the employee may take unpaid
special maternity leave of such period as a register medical practitioner certifies
as necessary, except that where an employee is suffering from an illness not
related to the direct consequences of the birth, an employee shall be entitled to
paid sick leave in lieu of, or in addition to, special maternity leave.
6.5.4.5 Where leave is granted under clause 6.5.2, during the period of leave an
employee may return to work at any time, as agreed between the employer and
the employee provided that time does not exceed four weeks from the
recommencement date desired by the employee.
6.5.5 Paternity leave
An employee, will provide to the employer at least ten weeks prior to each proposed
period of paternity leave with:
6.5.5.1 A certificate from a registered medical practitioner which names his spouse, states
that she is pregnant and the expected date of confinement, or states the date on
which the birth took place; and
6.5.5.2 Written notification of the dates on which he proposes to start and finish the
period of paternity leave; and
6.5.5.3 Except in relation to leave taken simultaneously with the child’s mother under
clauses 6.5.2.2(a) and 6.5.2.2(b) a statutory declaration stating:
(a) he will take that period of paternity leave to become the primary care-giver
of a child;
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(b) particulars of any period of maternity leave sought or taken by his spouse;
and
(c) that for the period of paternity leave he will not engage in any conduct
inconsistent with his contract of employment.
6.5.5.4 An employee may take paternity leave without giving ten weeks notice if:
(a) the birth of the child occurs earlier than expected; or
(b) the mother of the child dies; or
(c) other compelling circumstances arise.
Where any of these conditions occur, the employee shall notify the employer of
any change in the information provided previously as soon as possible.
6.5.6 Adoption leave
6.5.6.1 The employee will notify the employer at least ten weeks in advance of the date of
commencement of adoption leave and the period of leave to be taken. An
employee may commence adoption leave prior to providing such notice, where
through circumstances beyond the control of the employee, the adoption of a
child takes place earlier.
6.5.6.2 Before commencing adoption leave, an employee will provide the employer with a
statutory declaration stating:
(a) the employee is seeking adoption leave to become the primary care-giver of
the child;
(b) particulars of any period of adoption leave sought or taken by the employee’s
spouse; and
(c) that for the period of adoption leave the employee will not engage in any
conduct inconsistent with their contract of employment.
6.5.6.3 An employer may require an employee provide confirmation from the appropriate
government authority of the placement.
6.5.6.4 Where the placement of child for adoption with an employee does not proceed or
continue, the employee will notify the employer immediately and the employer will
nominate a time not exceeding four weeks from receipt of notification for the
employee’s return to work.
6.5.7 Variation of period of parental leave
Unless agreed otherwise between the employer and employee, an employee may
alter the period of parental leave on one occasion. Any such change to be notified
at least four weeks prior to the commencement of the changed arrangements.
6.5.8 Parental leave and other entitlements
6.5.8.1 An employee may in lieu of or in conjunction with parental leave, access other
paid leave entitlement which they have accrued, such as annual leave or long
service leave, subject to the total amount of leave not exceeding 52 weeks or a
longer period as agreed under clause 6.5.3.1.
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6.5.8.2 Where an employee not then on parental leave suffers illness related to her
pregnancy, she may take any accrued sick leave and such further unpaid leave (to
be known as special maternity leave) as a registered practitioner certifies as
necessary before her return to work provided that the aggregate of paid sick
leave, special maternity leave and parental leave shall not exceed 52 weeks or a
longer period as agreed under clause 6.5.3.1.
6.5.9 Transfer to a safe job
6.5.9.1 Where an employee is pregnant and, in the opinion of a registered medical
practitioner, illness or risks arising out of the pregnancy or hazards connected
with the work assigned to the employee make it inadvisable for the employee to
continue at her present work, the employee will, if the employer deems it
practicable, be transferred to a safe job at the rate and on the conditions
attaching to that job until the commencement of maternity leave.
6.5.9.2 If the transfer to a safe job is not practicable, the employee may elect, or the
employer may require the employee, to commence parental leave, for such period
as is certified necessary by a registered medical practitioner.
6.5.10 Returning to work after a period of parental leave
6.5.10.1 An employee will notify of their intention to return to work after a period of
parental leave at least four weeks prior to the expiration of the leave.
6.5.10.2 An employee will be entitled to the position which they held immediately before
proceeding on parental leave. In the case of an employee transferred to a safe job
pursuant to clause 6.5.9, the employee will be entitled to return to the position
they held immediately before such transfer.
6.5.10.3 Where such position no longer exists but there are other positions available which
the employee is qualified for and is capable of performing, the employee will be
entitled to a position as nearly comparable in status and pay to that of their
former position.
6.5.10.4 An employer must not fail to re-engage a casual employee because:
(a) the employee or employee’s spouse is pregnant; or
(b) the employee is or has been immediately absent on parental leave.
6.5.10.5 The rights of an employer in relation to engagement and re-engagement of casual
employees are not affected, other than in accordance with this clause.
6.5.11 Replacement employees
6.5.11.1 A replacement employee is an employee specifically engaged or temporarily
promoted or transferred, as a result of an employee proceeding on parental leave.
6.5.11.2 A replacement employee will be informed of the temporary nature of the
employment and of the rights of the employee who is being replaced.
6.5.12 Part-time work
6.5.12.1 Entitlement - with the agreement of the employer
6.5.12.1(a) A male employee may work part-time in one or more periods at any
time from the date of birth of the child until its second birthday or, in
relation to adoption, from the date of placement of the child until the
second anniversary of the placement.
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6.5.12.1(b) A female employee may work part-time in one or more periods while
she is pregnant where part-time employment is, because of the
pregnancy, necessary or desirable.
6.5.12.1(c) A female employee may work part-time in one or more periods at any
time from the seventh week after the date of birth of the child until its
second birthday.
6.5.12.1(d) In relation to adoption a female employee may work part-time in one or
more periods at any time from the date of the placement of the child
until the second anniversary of that date.
6.5.12.2 Return to former position
6.5.12.2(a) An employee who has had at least twelve months continuous service
with an employer immediately before commencing part-time
employment after the birth or placement of a child has, at the
expiration of the period of such part-time employment or the first
period, if there is more than one, the right to return to his or her former
position.
6.5.12.2(b) Nothing in clause 6.5.12.2(a) shall prevent the employer from
permitting the employee to return to his or her former position after a
second or subsequent period of part-time employment.
6.5.12.3 Effect of part-time on continuous service
Commencement on part-time work under this subclause and return from part-time
work to full-time work under this subclause, shall not break the continuity of
service or employment.
6.5.12.4 Pro-rata entitlements
Subject to the provisions of this subclause and the matters agreed to in
accordance with clause 6.5.12, part-time employment shall be in accordance with
the provisions of this Award which shall apply pro-rata.
6.5.12.5 Transitional arrangements - annual leave
6.5.12.5(a) An employee working part-time under this clause 6.5.12 shall be paid
for and take any leave accrued in respect of a period of full-time
employment, in such periods and manner as specified in the annual
leave provisions of this Award, as if the employee were working full-
time in the class of work the employee was performing as a full-time
employee immediately before commencing part-time work under this
clause 6.5.12.
6.5.12.5(b) A full-time employee shall be paid for and take any annual leave accrued
in respect of a period of part-time employment under this clause 6.5.12,
in such periods and manner as specified in this Award, as if the
employee were working part-time in the class of work the employee was
performing as a part-time employee immediately before resuming full-
time work.
6.5.12.5(c) Provided that, by agreement between the employer and the employee,
the period over which the leave is taken may be shortened to the extent
necessary for the employee to receive pay at the employee’s current
full-time rate.
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6.5.12.6 Transitional arrangements - personal leave
An employee working part-time under this subclause shall have sick leave
entitlements which have accrued under this Award (including any entitlement
accrued in respect of previous full-time employment) converted into hours. When
this entitlement is used, whether as a part-time employee or as a full-time
employee, it shall be debited for the ordinary hours that the employee would have
worked during the period of absence.
6.5.12.7 Part-time work agreement
6.5.12.7(a) Before commencing a period of part-time employment under this clause
6.5.12 the employee and the employer shall agree.
that the employee may work part-time;
upon the hours to be worked by the employee, the days upon which
they will be worked and commencing times for the work;
upon the classification applying to the work to be performed; and
upon the period of part-time employment.
6.5.12.7(b) The terms of this agreement may be varied by consent.
6.5.12.7(c) The terms of this agreement or any variation to it shall be recorded in
writing and retained by the employer. A copy of the agreement and any
variation to it shall be provided to the employee by the employer.
6.5.12.7(d) The terms of this agreement shall apply to the part-time employment.
6.5.12.8 Termination of employment
6.5.12.8(a) The employment of a part-time employee under this subclause may be
terminated in accordance with the provisions of this Award, but may not
be terminated by the employer because the employee has exercised or
proposes to exercise any rights arising under this clause 6.5.12 or has
enjoyed or proposes to enjoy any benefits arising under this clause.
6.5.12.8(b) Any termination entitlements payable to an employee whose
employment is terminated while working part-time under this clause
6.5.12, or while working full-time after transferring from part-time work
under this clause, shall be calculated by reference to the full-time rate
of pay at the time of termination and by regarding all service as a full-
time employee as qualifying for a termination entitlement based on the
period of full-time employment and all service as a part-time employee
on a pro-rata basis.
6.5.12.9 Extension of hours of work
An employer may request, but not require, an employee working part-time under
this subclause to work outside or in excess of the employee’s ordinary hours of
duty provided for in accordance with clause 6.5.12.7.
6.5.12.10 Nature of part-time work
The work to be performed part-time need not be the work performed by the
employee in his or her former position but shall be work otherwise performed
under this Award.
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6.5.12.11 Replacement employees
6.5.12.11(a) A replacement employee is an employee specifically engaged as a result
of an employee working part-time under this clause 6.5.12.
6.5.12.11(b) A replacement employee may be employed part-time. Subject to
6.5.12.11(a) clauses 6.5.12.3, 6.5.12.4, 6.5.12.5, 6.5.12.6, 6.5.12.7,
6.5.12.8 shall apply to the part-time employment of replacement
employees.
6.5.12.11(c) Before an employer engages a replacement employee under
6.5.12.11(a), the employer shall inform the person of the temporary
nature of the employment and of the rights of the employee who is
being replaced.
6.5.12.11(d) Nothing in this clause 6.5.12.11 shall be construed as requiring an
employer to engage a replacement employee.
6.5.13 Communication during parental leave
6.5.13.1 Where an employee is on parental leave and a definite decision has been made to
introduce significant change at the workplace, the employer shall take reasonable
steps to:
(a) make information available in relation to any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave; and
(b) provide an opportunity for the employee to discuss any significant effect the
change will have on the status or responsibility level of the position the
employee held before commencing parental leave.
6.5.13.2 The employee shall take reasonable steps to inform the employer about any
significant matter that will affect the employee’s decision regarding the duration of
parental leave to be taken, whether the employee intends to return to work and
whether the employee intends to request to return to work on a part-time basis.
6.5.13.3 The employee shall also notify the employer of changes of address or other
contact details which might affect the employer’s capacity to comply with
6.5.13.1(a).
CLAUSE 6.6 SICK LEAVE
OPDATE 01:12:2006 on and from
6.6.1 Entitlement
6.6.1.1 An employee, who is absent from duty on account of personal sickness or injury
other than an injury for which worker’s compensation is payable, shall be entitled
to leave with full pay to the extent of two weeks per annum. Any sick leave not
taken shall accumulate from year to year.
6.6.1.2 Provided that in the first year of service, an employee’s sick leave entitlement
shall accrue on the basis of 1.46 hours for each completed one week of service.
6.6.2 Subject to 6.6.3, the sick leave prescribed shall be granted and the employee shall be
entitled to payment in respect of an absence due to illness, provided that if so
required by his/her employer, he/she produces to the employer a medical certificate
or other reasonable evidence to prove that he/she was unable to attend for duty on
the day or days in respect of which he/she claims sick leave.
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6.6.3 An employee shall be allowed a maximum aggregate of five days sick leave per annum
without a medical certificate, provided that for any period of sick leave exceeding two
consecutive days, or single days taken together with a public holiday or rostered day
off, or where (both) the days preceding and following a weekend are taken off duty,
satisfactory medical evidence shall be submitted by the employee concerned if
required by the employer.
6.6.4 Sick leave whilst on annual leave
6.6.4.1 Where an employee falls sick or suffers an injury while on annual leave (including
additional days such as Award holidays taken pursuant to the Award with annual
leave) and forwards to the employer during the period of incapacity, a medical
certificate or other reasonable evidence to show that he/she is incapacitated to
the extent that he/she would be unfit to perform his/her normal duties, he/she
shall be granted at a time convenient to the employer additional leave equivalent
to the period of incapacity falling within the said period of annual leave provided
that the period of incapacity is of at least five working days duration.
6.6.4.2 Subject to sick leave credits, the period of certified incapacity shall be paid for and
debited as sick leave.
6.5.5 Portability of sick leave
6.6.5.1 Sick leave shall be portable from Council to Council. A local government employee
shall be entitled to carry sick leave credits from the previous employing Council
(or Councils) to the present Council provided the service is continuous as defined
by the Local Government Act 1934 but such credits shall not be available until sick
leave credits accrued at the employee’s employing Council have been exhausted.
The employing Council may recover from previous employing Councils a
contribution towards the cost of sick leave granted in accordance with this
subclause.
6.6.5.2 Where entitlements have accumulated with more than one Council, the initial
claim may be made on the immediately preceding employing Council to the extent
of credits accumulated at that Council; the balance of outstanding credits may be
claimed from the respective next preceding employing Council to the extent of
credits accumulated at that Council, and the balance of outstanding credits may
be claimed from the respective next preceding employing Council to the extent of
credits accumulated at those Councils.
CLAUSE 6.7 JURY SERVICE
OPDATE 01:12:2006 on and from
6.7.1 A full-time or part-time employee who is called to serve on a jury shall be entitled to
leave for that purpose without loss of pay, provided that:
6.7.1.1 The employee notifies the Council as soon as possible of the date(s) involved in
jury service;
6.7.1.2 The employee supplies proof of jury attendance including the relevant dates and
times together with full details of the amounts received in respect of the
attendance;
6.7.1.3 The employee claims from the relevant court the full amount payable in respect of
jury service and (excepting amounts reimbursed for travelling) repays such
amounts in full to the Council; and
6.7.1.4 The employee, as far as is practicable shall return to work if the jury attendance
ceases prior to the end of the normal day’s work.
6.7.2 Jury service shall count as service for all purposes of the Award.
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CLAUSE 6.8 FAMILY LEAVE
OPDATE 01:12:2006 on and from
6.8.1 Use of sick leave
6.8.1.1 An employee with responsibilities in relation to either members of their
immediate family or members of their household who need their care and
support shall be entitled to use, in accordance with this subclause, any sick leave
entitlement which accrues after 26 May 1995 for absences to provide care and
support for such persons when they are ill.
6.8.1.2 The employee shall, if required, establish by production of a medical certificate or
statutory declaration, the illness of the person concerned.
6.8.1.3 The entitlement to use sick leave in accordance with this clause 6.8.1 is subject
to:
6.8.1.3(a) The employee being responsible for the care of the person concerned;
and
6.8.1.3(b) The person concerned being either:
(i) a member of the employee’s immediate family; or
(ii) a member of the employee’s household.
6.8.1.3(c) The term immediate family includes:
(i) a spouse (including a former spouse, a de facto spouse and a
former de facto spouse) of the employee. A de facto spouse, in
relation to a person, means a person of the opposite sex to the
first mentioned person who lives with the first mentioned person
as the husband or wife of that person on a bona fide domestic
basis although not legally married to that person; and
(ii) a child or an adult child (including an adopted child, a step-child or
an ex-nuptial child), parent grandparent, grandchild or sibling of
the employee or spouse of the employee.
6.8.1.3(d) The employee shall, wherever practicable, give the employer notice prior
to the absence of the intention to take leave, the name of the person
requiring care and their relationship to the employee, the reasons for
taking such leave and estimated length of absence. If it is not
practicable for the employee to give prior notice of absence, the
employee shall notify the employer by telephone of such absence at the
first opportunity on the day of absence.
6.8.2 Unpaid leave for family purpose
An employee may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care to a family member who is ill.
6.8.3 Make-up time
An employee may elect, with the consent of their employer, to work “make-up time”,
under which the employee takes time off ordinary hours, and works those hours at a
later time, during the spread of ordinary hours provided in the Award.
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CLAUSE 6.9 PUBLIC HOLIDAYS
OPDATE 01:12:2006 on and from
6.9.1 All employees shall be entitled to the following public holidays without any deduction
of pay:
Any day prescribed as a holiday by the Holidays Act 1910 (SA) (as amended) and
any other days that may from time to time be proclaimed as public holidays in the
State of South Australia.
6.9.2 Provided that where a public holiday occurs on a rostered day off of any library
employee, (provided that where the employee may be required to regularly work
according to a roster) such employee shall be entitled to an additional day’s leave in
lieu of such public holiday to be taken at a time mutually convenient to the employee
and his/her employer.
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PART 7 - MISCELLANEOUS
CLAUSE 7.1 TIME RECORD
OPDATE 01:12:2006 on and from
The employer shall keep adequate time and leave records together with the details of annual,
sick and long service leave accrued and taken in respect of all employees.
CLAUSE 7.2 PROTECTIVE CLOTHING AND UNIFORMS
OPDATE 01:12:2006 on and from
7.2.1 Where an employer requires an employee to provide his/her own specific items of
protective clothing, the employee shall be reimbursed reasonable expenses associated
with the purchase and maintenance of such protective clothing.
7.2.2 An employee shall be reimbursed the costs involved in providing a uniform in
circumstances where the employer requires a uniform to be worn.
7.2.3 Employees who are required to handle chemicals in the course of their duties shall be
entitled to an annual medical examination as arranged by the employee and the
employer. The cost of such medical examination – being the difference between the
Medicare rebate and the actual cost of the examination – shall be borne by the
employer.
CLAUSE 7.3 COUNCIL ELECTIONS
OPDATE 01:07:2012 1st pp on or after
7.3.1 Returning officers, deputy returning officers, presiding officers and poll clerks shall be
paid:
(a) returning officer, the rate applicable to a Level 4, 4th increment,
(b) deputy returning officer the rate applicable to a Level 4, 2nd increment,
(c) presiding officer the rate applicable to a Level 3, 4th increment
(d) poll clerk the rate applicable to a Level 1, 6th increment.
Work performed outside of the employee’s ordinary working hours Monday to Friday
inclusive shall be paid at these salaries at the rate of time and a half.
7.3.2 All time worked subject to this clause on weekends in connection with an election shall
be paid for at the rate of time and a half.
7.3.3 To establish an hourly rate from a weekly rate the divisor used shall be 38.
7.3.4 The provisions of Clauses 5.4 Overtime, 4.4.4 Meal Breaks and Meal Allowance, 3.1.2
Casual, and 3.1.3 Part-Time Employment, shall not apply for weekend work performed
in connection with an election.
7.3.5 On Council polling day, where an employee performing work covered by this clause is
unable to return to his or her home for a meal, and unless an adequate meal is
provided by the Council, he or she shall be paid a meal allowance at the rate of
$18.30 irrespective of whether a meal break, paid or unpaid, is taken, in the following
circumstances:
(a) after three hours of continuous work if that period includes a recognised meal
hour; or
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(b) after four hours of continuous work in any case; and he/she shall, under the
conditions set out in the preamble to this subclause, be paid a subsequent meal
allowance or meal allowances at the rate of $18.30 at four hourly intervals
calculated from one hour after the commencement of the first or any subsequent
entitlement to such allowance under this clause 7.3.5.
CLAUSE 7.4 SUPERANNUATION
OPDATE 01:12:2006 on and from
7.4.1 The provisions of this clause apply to all employees covered by this Award with the
following exceptions:
(a) Casual employees working less than ten hours per week.
(b) An employee who is engaged for a period of less than ten continuous weeks with
an employer.
7.4.2 Subject to the provisions of clause 7.4.1, a Council will pay to the Local Government
Superannuation Scheme an amount (in respect of each employee) no less than the
amount specified in the Superannuation Guarantee Act.
For the purposes of this clause, the Local Government Superannuation Scheme will
include the Local Government Superannuation Scheme (Productivity Account).
7.4.3 The payment referred to in clause 7.4.2 includes the 3% productivity award previously
granted by way of employer superannuation contribution.
CLAUSE 7.5 CONTINUOUS SERVICE
OPDATE 01:12:2006 on and from
7.5.1 Maintenance of continuous service
Except as otherwise indicated, service is deemed to be continuous despite:
(a) Absence of the employee from work in accordance with the employee’s contract
of employment or any provision of this Award.
(b) Absence of the employee from work for any cause by leave of the employer.
(c) Absence from work on account of illness, disease or injury.
(d) Absence with reasonable cause. Proof of such reasonable cause lies with the
employee.
(e) Interruption or termination of the employee’s service by an act or omission of
the employer with the intention of avoiding any obligation imposed by the
Award, the Act or Long Service Leave Act.
(f) Interruption or termination to the employee’s services arising directly or
indirectly from an industrial dispute if the employee returns to the service of the
employer in consequence of the settlement of the dispute.
(g) Transfer of the employment of an employee from one Council to another Council
subject to the provisions of the Local Government Act.
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7.5.2 Calculation of period of service
Where an employee’s continuity of service is preserved under this clause, the period of
absence from work is not to be taken into account in calculating the period of the
employees service with the employer except:
(a) to the extent that the employee receives or is entitled to receive pay for the
period; or
(b) where the absence results from a decision of the employer to stand down the
employee without pay.
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SCHEDULE 1 - CLASSIFICATION OPDATE 01:12:2006 on and from
CLAUSE S1.1 INTRODUCTION
S1.1.1 The aim of the classification process is to ensure as far as practicable, that work
features, responsibilities, skills, knowledge, experience and qualifications are
evaluated in comparable terms irrespective of discipline. The salary structure
encompasses General Officers and Senior Officers.
S1.1.2 The first step in establishing the most appropriate classification for a position involves
the gathering and documenting of information about the position and describing it in a
form which can be used to compare the job with the classification criteria. The quality
and extent of the information gathered is very important in this process, as it will be
used to determine the appropriate classification for the position.
S1.1.3 Based on the information gathered, a job description should be prepared specifying
the responsibilities, duties, skills knowledge and/or experience required in the
position.
S1.1.4 After the job description is complete a systematic comparison with the classification
criteria needs to be undertaken. This assessment is used to determine the appropriate
classification of the position.
S1.1.5 All officers (other than CEO’s and Senior Officers) are classified according to the
General Officer structure, whilst CEO’s and Senior Officers are classified under the
Senior Officers Stream.
CLAUSE S1.2 CLASSIFICATION
S1.2.1 General Officers
S1.2.1.1 To facilitate the ready and precise classification of all occupations, classification
criteria have been developed describing the General Features, General
Responsibilities, Specific Responsibilities and Skills Knowledge, Experience and
Qualifications and/or Training. There are eight distinctive levels within the
structure.
S1.2.1.2 When classifying a position all aspects of the job must be considered against the
total Award criteria the classification level. The total responsibilities of the
position must be compared with the total responsibilities of the level, rather than
comparison with selected parts.
S1.2.1.3 The job description should be tested against more than one level for
appropriateness.
S1.2.2 Senior Officer - Chief Executive Officers
S1.2.2.1 All Chief Executive Officers are graded in accordance with the determination of a
Local Government Classification Committee in a manner which effectively
establishes appropriate relativity between Chief Executive Officer positions having
regard to Council revenue, population and staffing establishment. The Committee
reviews classifications of CEO’s biennially and formerly advises Council regarding
the appropriate Award classification.
S1.2.2.2 The Local Government Classification Committee will comprise two representatives
of the Local Government Association and two representatives of the Australian
Services Union as determined by those organisations.
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S1.2.2.3 The Council shall adopt the salaries prescribed for the appropriate level unless by
agreement with the CEO, alternative arrangements are negotiated, with the basis
for the agreement being the first salary point for the appropriate level.
S1.2.2.4 By agreement between the Council and CEO, further remuneration (as part of the
salary package) may be negotiated subject to the adoption of mutually agreed
performance indicators and/or other processes agreed between the Council and
Chief Executive Officer.
S1.2.2.5 A Chief Executive Officer shall be paid not less than $1030 per annum or 2.5%
(whichever is the greater) above the base rate of the relevant Council’s next
highest paid officer who is classified pursuant to this Award.
S1.2.2.6 Reasonable out-of-pocket expenses which are incurred by a Chief Executive
Officer in attending social and/or official functions when required to do so by
Council, shall be provided by the Council, or
S1.2.2.7 In lieu of out-of-pocket expenses the Council and the Chief Executive Officer
concerned may agree upon a fixed amount per annum.
S1.2.3 Senior Officer
S1.2.3.1 Positions within this structure exceed the classification levels of the General
Officer structure and are generally characterised by managerial responsibility,
high accountability and a high degree of personal ability. The Stream consists of
4 management bands based on the Chief Executive Officer salary.
S1.2.3.2 The structure shall consist of 4 management bands:
Band 4 shall encompass 2 levels below the level afforded to the CEO
Band 3 shall fall 1 level below Band 4
Band 2 shall fall 1 level below Band 3
Band 1 shall fall 1 level below Band 2
This formula shall apply to all employers with the exception of a Council where the
CEO is classified at Level 10 or above, in which case Band 4 shall encompass 3
levels below the level afforded to the CEO.
S1.2.3.3 The Council shall adopt the salaries prescribed for the appropriate level unless by
agreement with the Senior Officer, alternative arrangements are negotiated, with
the basis for the agreement being the first salary point for the appropriate level.
By agreement between the Council and Senior Officer, further remuneration (as
part of a salary package) may be negotiated subject to the adoption of mutually
agreed performance indicators and/or other processes agreed between the Council
and Senior Officer.
CLAUSE S1.3 PROGRESSION THROUGH THE LEVELS
S1.3.1 At the conclusion of each twelve month period following appointment to a classification
an officer shall be eligible for incremental progression within each salary level subject
to the following:
S1.3.1.1 Where the employer adopts and implements a formal, structured performance
appraisal scheme progression from the first salary increment to the top increment
within a classification level shall be by annual incremental advancement subject to
the officer having given "satisfactory service" for the prior twelve months
employment.
S1.3.1.2 The appraisal scheme for the purpose of determining "satisfactory service" for
progression should contain the following features:
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(a) the scheme is underpinned by principles which ensure equity and procedural
fairness to employees.
(b) foundation in a current and accurate job description.
(c) individual training plans where through the application of the appraisal
scheme the need for additional training becomes apparent.
(d) appraisal will take place in sufficient time (at least 6 months prior) to allow
improved performance to qualify for an annual increment.
(e) any dispute over the appraisal and/or progression shall be dealt with in
accordance with the dispute settling procedure.
S1.3.1.3 If the employer does not have a formal structured staff appraisal scheme,
increments will occur automatically on an annual basis.
S1.3.2 Senior Officer, Additional Aspects Of Salary Progression through the Levels
S1.3.2.1 The employer and a Senior Officer may agree upon an additional annual amount
in lieu of incremental advancement which would be paid to the Senior Officer
providing that performance standards are achieved.
S1.3.2.2 The means for establishing the performance indicators to be used for the purposes
of assessing the Senior Officer’s performance, shall be agreed between the Senior
Officer and the Council.
CLAUSE S1.4 STUDY LEAVE FOR CLASSIFICATION PROGRESSION
S1.4.1 The employer may approve an employee’s application for study leave (either wholly
or in part) in order for the employee to obtain a qualification that is necessary to
enable the employee to progress through the award classification structure.
S1.4.2 Such leave shall require approval by the employer, whether paid or not, if taken
during normal working hours.
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SCHEDULE 2 - GENERAL OFFICERS OPDATE 01:07:2017 1st pp on or after
The following minimum rates of pay will commence on and from the beginning of the first pay
period commencing on or after 1 July 2017.
Level Salary per annum
$
Level 1A 37,315
38,090
38,867
40,418
Level 1 41,377
42,023
43,058
44,027
44,999
45,834
Level 2 46,820
47,789
48,759
49,402
Level 3 50,371
50,988
51,958
52,928
Level 4 53,898
54,868
55,837
56,677
Level 5 57,646
58,482
59,453
Level 6 61,071
62,686
64,304
Level 7 65,921
67,537
69,154
Level 8 71,094
73,033
74,974
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Junior rates apply to level 1A and level 1 as follows
Years of age %
of 1st year adult service
17 and under 62
18 72
19 82
20 92
Trainee (as defined) rates apply to level 2 as follows
%
of 1st year Level 2 rate
1st year of service 72
2nd year of service 82
3rd year of service 92
GENERAL OFFICERS CLASSIFICATION CRITERIA
CHARACTERISTIC
Positions at the various levels may include some of the following specific responsibilities or
those of a similar value.
LEVEL 1A
Activities/Functions
Perform clearly defined routine activities in a support role in a child care centre.
Complexity of Task/Level of Autonomy
Application of basic skills and techniques in a support role in a child care centre.
Work outcomes will need to be closely monitored.
Works under close direction with instruction and assistance always available.
Works under direct supervision.
Initiative and Judgement
Freedom to act is limited by standards and procedures.
Problem Solving
Assistance available when problems occur.
Provision of Advice/Support/Assistance
Time Management & Organisational Skills
General Responsibilities
*See a support role in a Child Care Centre.
Where Prime Responsibility Lies in Technical Field
*Not relevant to this level.
Where the Prime Responsibilities is in the Works Area
*Not relevant to this level.
Where Prime Responsibility is in Libraries
*Not relevant to this level.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
*Not relevant to this level.
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Where the Prime Responsibility is in the Local Animal and Plant Control Board
*Not relevant to this level.
Where the Prime Responsibility is in a “Professional” Field
*Not relevant to this level.
Where Prime Responsibility is in Clerical/Secretarial/Administrative
*Not relevant to this level.
Where Prime Responsibility is in Child Care
Support role in a child care centre
Report observations of individual children/
Groups for program planning purposes
If an officer has completed the certificate, assist in the preparation and implementation of
programs suited to the needs of individual children and groups
Assist with daily routines and give each child individual attention/comfort as required
Implement early child-hood program under supervision
Work in accordance with licensing requirements under the Act and ensure the health &
safety of the children in care.
Where Prime Responsibility is in Environmental Services
*Not relevant to this level.
Where the Prime Responsibility is in Community Services
*Not relevant to this level.
Where Prime Responsibility is a Fire Prevention Officer
*Not relevant to this level.
Requirements of the Job
Developing knowledge of centre policy and practices
No formal qualifications required at this level
Certificate in community services (TAFE) or equivalent
It is desirable that officers are studying for an appropriate certificate
Sufficient knowledge and experience to perform duties at this level
Positions at this level will involve officers in extensive on-the-job training including
familiarisation with the goals and objectives of the work section.
Progression
Completion of certificate in community services (introductory) course conducted by TAFE
or an equivalent qualification which is recognised under the Children's Services Act shall
commence at the 3rd increment of the range.
LEVEL 1
Activities/Functions
Perform a range of clearly defined routine activities of a support nature.
Complexity of Task/Level of Autonomy
Practical application of basic skills and techniques
Work outcomes are closely monitored, clearly defined and readily attainable
Works under close direction with instruction and assistance being readily available
Works under direct supervision.
Initiative and Judgement
Freedom to act is limited by standards and procedures, however experienced officers may
have sufficient freedom to exercise judgement and initiative, in the performance of work.
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Problem Solving
Solutions to problems found in established procedures.
Provision of Advice/Support Assistance/Time Management & Organisation Skills
Responsible for the timeliness of own work.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
supervision of other staff is not a feature at this level, however experienced officers may
have a technical oversight of a minor works activity.
Where Prime Responsibility Lies in a Technical Field
Experienced officers may have technical oversight of minor works activities and could include:-
completion of field project according to instructions and established procedures
trainee technical officers apply established practices and procedures in the conduct of a
range of technical activities with no scope for interpretation.
Where the Prime Responsibility is in the Works Area
Arrange a minor works activity within established methods as part of the training process.
Where Prime Responsibility is in Libraries
Undertake routine library duties:-
routine shelving
issues and returns.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
Assist with the operation of an aquatic or recreational complex including the oversight of
a specific function within the centre.
Where the Prime Responsibility is in the Local animal and Plant Control Board
*Not relevant to this level.
Where the Prime Responsibility is in a “Professional” Field
*Not relevant to this level.
Where Prime Responsibility is in Clerical/Secretarial/Administrative
Provide secretarial and administrative support and could include:-
straight forward operation of keyboard equipment
basic word processing data input
basic numeracy, written and verbal communication skills, relevant to the work area
provision of routine information
general reception and telephonist duties
general stenographic duties.
Where Prime Responsibility is in Child Care
Assist with the development, planning, implementation and evaluation of child care
developmental programs and the co-ordination, oversight and direction of activities of
unqualified workers engaged in the implementation of child care programs and activities
in a group setting
Liaise with parents
Under close direction
Undertake work with individual children with particular needs
Oversight and direction of Level 1A officers.
Where Prime Responsibility is in Environmental Services
Enforce compliance with traffic by laws and regulations at an elementary level.
Where the Prime Responsibility is in Community Services
*Not relevant to this level.
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Requirements of the Job
A developing knowledge of the section/department function and operation
Basic knowledge of clerical/administrative practices and procedures relevant to the work
area
A developing knowledge of work practices and policies of the relevant work area
Basic numeracy, keyboard, written and verbal communication skills relevant to the work
area
No formal qualifications required at this level
At this level, employers are expected to offer substantial on-the-job training
It is desirable that officers are studying for an appropriate certificate or undertaking
either internal or external training
OR
Positions initially at this level will involve officers in extensive on-the-job training
including familiarisation with the goals and objectives of the work section
Officers will be responsible for the timeliness of their work and required to use basic
numeracy, written and verbal communication skills.
Progression
Completion of introduction to child care skills and accepted for the advanced certificate in
child care.
LEVEL 2
Activities/Functions
Perform a range of clearly defined routine activities or functions where routines, methods,
standards and procedures are clearly defined.
Complexity of Task Level of Autonomy
Application of acquired skills, knowledge and an under-standing of work procedures
relevant to the work area. Officers at this level could assist in establishing procedures for
a minor function or works project
Work outcomes are monitored, clearly defined
Works under regular direction with assistance being readily available
Works under regular supervision
Graduates receive instruction
Community Services Graduates initially appointed to the top of this level work under
direct supervision.
Initiative and Judgement
Limited scope to exercise initiative and judgement within clearly established procedures
and practices.
Problem Solving
Solutions to problems may require the exercise of limited judgement, with guidance to be
found in procedures, precedents and/or guidelines.
Provision of Advice/Support/Assistance
May assist lower classified officers concerning established practices and procedures.
Time Management & Organisational Skills
Managing time, planning and organising own work.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
performing tasks of a sensitive nature including the provision of more than routine
information
understanding of clear but complex rules
oversight and/or guidance of the work of a limited number of lower classified officers
provision of assistance to lower classified officers concerning established procedures.
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Where Prime Responsibility Lies in a Technical Field
Conduct of a range of technical activities in the fields of construction, engineering, survey and
horticulture and could include:-
application of established practices and procedures
responsibility for a minor project.
Where the Prime Responsibility is in the Works Area
Responsible for operational supervision of minor works programs/single works function, or
project (first level of supervision for minor works programs/projects) and could include:-
supervision, planning and co-ordinating of the activities of officers and day-to-day
operations.
Where Prime Responsibility is in Libraries
Provide para-professional support to qualified librarians:-
in charge of a library outlet or function within the library
oversee the work of unqualified library staff.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
Operational responsibility for a single function within the complex or swimming pool of less
than 50 metres.
Where the Prime Responsibility is in the Local Animal and Plant Control Board
*Not relevant to this level.
Where the Prime Responsibility is in a “Professional” Field
*Not relevant to this level.
Where Prime Responsibility is in Clerical/Secretarial/Administrative
Provide secretarial and/or administrative support and could include:-
operating a computer, word processor and/or other business software and peripheral
equipment
utilising basic computing concepts and initiating corrective action at an elementary level
utilising the functions of systems and be proficient in their use
performing tasks of a sensitive nature
provision of more than routine information
operate a desktop publisher at a routine/basic level
utilise basic skills in oral and written communication with clients and other members of
the public
receive and account for monies and assist clients/ratepayers.
Where Prime Responsibility is in Child Care
Accept responsibility for groups of children under and/or over two years of age
Co-ordinate activities of more than one group
Prepare, implement and evaluate developmental and/or special programs for individual or
groups of children in consultation with the director
Supervise lesser qualified workers
Assist with administrative functions
Supervise lesser qualified workers.
Where Prime Responsibility is in Environmental Services
Inspectorial duties involving the enforcement of general by- laws/regulations, assist
senior officers with special projects
Assist with elementary building, health or animal and plant control inspections under the
regular direction of a senior qualified officer
(Trainee level).
Where the Prime Responsibility is in Community Services
Operate a community service program at an elementary level.
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Requirements of the Job
Basic skills in oral and written communication with clients and other members of the
public
Knowledge of established work practices and procedures relevant to the work area
Knowledge of policies and regulations relating to the work area
Understanding of clear but complex rules
Understanding of basic computing concepts
Application of techniques relevant to the work area
Developing knowledge of statutory requirements relevant to the work area
No formal qualifications required
OR
Entry point for three year degree/associate diploma/appropriate certificate without
experience
OR
Will have attained through previous appointments or service an equivalent level of
expertise and experience to undertake the range of activities required
OR
Appropriate on-the-job training and relevant experience.
Progression
Appointment level for officers who have completed an appropriate certificate and are
required to undertake work related to that certificate
The 4th increment of this level is the appointment level for any graduate with a relevant
three year degree who utilises that qualification to undertake associated professional
work
Graduates will advance to the 1st increment of level 3 after twelve months’ satisfactory
service.
LEVEL 3
Activities/Functions
Perform a range of activities/functions of a less clearly defined and routine nature, and could
include:-
operating within a specialised area
operating as a member of a professional team.
Complexity of Task Level of Autonomy
Application of procedures, methods and guidelines which are well established
May set outcome/objectives for specific projects
Works under general direction with assistance available from senior officers
Works under general supervision
Graduates initially appointed at this level work under direct supervision and may be given
instruction on the technical or broader aspects of work.
Initiative and Judgement
Scope for exercising initiative and judgement in the application of established work
procedures. Officers may receive instruction on broader aspects of work.
Problem Solving
Solution to problems of limited complexity. Solutions to problems found by reference to
procedures, methods and instructions.
Provision of Advice/Support/Assistance
Contribute to interpretation of matters for which there are no clearly established practices
and procedures (although such activity would not be the sole responsibility of the officer)
and provide assistance to senior officers.
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Time Management & Organisational Skills Managing and planning own work and that
of subordinate staff and could include:-
plan and co-ordinate activities in the work area
responsibility for various activities in a specialised area of the works program
a function within the work area.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
establishing goals, objectives and outcomes for their own particular work program
undertaking some complex operational work
supervision
dealing with formal disciplinary issues within the work area
utilising a basic knowledge of the principles of human resource management
assisting subordinate staff with on-the-job training.
Where Prime Responsibility Lies in a Technical Field
Perform moderately complex functions in various fields including construction, engineering
surveying and horticulture and could include:-
reviewing work done by subordinate officers.
Where the Prime Responsibility is in the Works Area
Exercise responsibility for works and determine objectives for the functions under control, and
could include:-
a number of minor works within the total works program
supervision of more than one component of the works program
planning and co-ordination of minor works.
Where Prime Responsibility is in Libraries
Responsibilities could include:-
in a small library, provide a range of library and information services or
in a large library be predominantly involved in the provision of a particular library
service/function or
supervise the work of para-professional library staff or
take charge of a small library branch.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
Exercise operational responsibility for multi-function aquatic/recreation complex or large
swimming pool.
Where the Prime Responsibility is in the Local Animal and Plant Control Board
Advise landholders/local authorities/government officers on:-
eradication/control techniques and measures and provide information on obligations
under the relevant legislation.
Where the Prime Responsibility is in a “Professional” Field
Officers may undertake some minor phase of a broad or more complex assignment under
direct supervision.
Where Prime Responsibility is in Clerical/Secretarial/Administrative
Provide secretarial and/or administrative support requiring a high degree of judgement,
initiative, confidentiality and sensitivity in the performance of work and could include:-
Systems Administrator in small/medium sized council whose responsibility includes the
security/integrity of the system
operation of the computer to enable modification and/or correction of computer software
systems/packages and/or the identification of operational problems
application of computing programming knowledge and skills in systems development,
maintenance and implementation under direction of a senior officer
provide a service utilising the full functions of a desk top publisher.
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Where Prime Responsibility is in Child Care
Perform the duties of assistant director in child care centre
Supervise qualified and unqualified workers, plan and co-ordinate training programs
Develop, plan the educational and/or development programs for areas within the centre
Supervise qualified/unqualified workers, plan and co-ordinate training programs.
Where Prime Responsibility is in Environmental Services
Regularly undertake "general" inspections to enforce compliance with various Acts,
(excluding those relating to building/health) regulations, by-laws and policies including
the presentation of materials for prosecution of offences
Undertake minor development assessment duties and could include:-
- administer the requirements of the planning Act
- checking applications for compliance
Provide advice on requirements for compliance with the relevant Acts, codes, regulations,
standards, by-laws and council policies
Undertake basic health or building inspections.
Where the Prime Responsibility is in Community Services
Plan and co-ordinate elementary community based projects/programs, and could include:-
performing moderately complex functions
social planning, demographic analysis, survey design and analysis
duties of a specialised nature
a single program at a more complex level
administer requirements of Country Fires Act and the implementation of District Fire
Prevention strategies.
Requirements of the Job
Thorough knowledge of work activities performed within the work area
Sound knowledge of procedural/operational methods of the work area
May utilise professional or specialised knowledge
Ability to apply computing concepts
Working knowledge of statutory requirements relevant to the work area
Entry level for four year degree in the relevant discipline
OR
Entry level for three year degree plus graduate diploma in the relevant discipline
OR
Associate diploma with experience
OR
Three year degree plus 1 year professional experience in the relevant discipline
OR
Appropriate certificate with relevant experience
OR
Attained through previous appointments, service and/or study an equivalent level of
expertise and experience to undertake the range of activities required.
Progression
Three year degree holders shall progress to this level after completion of twelve months
service at the top of level 2
Appointment level for any graduate with a relevant four year degree who is required to
undertake associated professional work
Graduates shall advance to the 3rd increment after twelve months service on the 1st
increment of the range and shall progress to the 1st increment of level 4 after a further
twelve months service
Officers with a certificate relevant to the work area shall be promoted to this level once
they have obtained the appropriate certificate and have had relevant satisfactory service
and undertake responsibilities under this level.
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LEVEL 4
Activities/Functions
Perform a wide range of activities, associated with program activities, or service delivery and
may perform activities of a complex nature which could include:-
responsibility for a range of functions within a work area
a substantial component of supervision.
Complexity of Task Level of Autonomy
Application of skills and knowledge appropriate to the work. Guidelines and work
procedures are generally established
Required to set specific performance outcomes and further develop work methods where
general work procedure is not defined
Work under general direction with assistance usually available.
Initiative and Judgement
Exercise initiative and judgement in applying established procedures governed by clear
objectives and/or budget constraints, including critical knowledge/
Skills where procedures are not clearly defined.
Problem Solving
Solution to moderately complex problems generally found in precedents, guidelines or
instructions.
Provision of Advice/Support/Assistance
Provide specialist expertise/advice in relevant discipline
Contribute knowledge in establishing procedures in the appropriate work related field.
Time Management & Organisational Skills
Require skills in managing time, setting priorities, planning and organising own work and
that of subordinate staff, where supervision is a component of the position.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
duties of a specialised nature requiring the development of expertise over time or
previous knowledge
providing a reference, research and/or technical information service including the facility
to understand and develop technologically based systems
a substantial component of supervision or provide specialist expertise
supervision of various functions within a work area or projects
supervision of contractors.
Where Prime Responsibility Lies in a Technical Field
Variety of activities in the field of technical operation/projects which impact on the sections
and/or department’s programs and could include:-
utilisation of initiative and judgement in the selection and application of established
principles, techniques and methods.
Where the Prime Responsibility is in the Works Area
Assist senior officers with the establishment of work programs of a complex nature and could
include:-
supervision of various functions in a work area/projects/part of total works program
responsibility for work groups or lead a team within a discipline related project or works
program
responsibility for completion of assignments/standard and quality of work/compliance
with regulations, codes and specifications
responsibility for part of works program budget.
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Where Prime Responsibility is in Libraries
Carry out a variety of activities in the field of library services:-
utilise initiative/judgement in the selection and application of established principles,
techniques and methods.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
Manage a recreation complex (aquatic or non aquatic).
Where the Prime Responsibility is in the Local Animal and Plant Control Board
Plan, co-ordinate and implement the activities/policies of the local animal and plant control
board and could include:-
supervision of other staff.
Where the Prime Responsibility is in a “Professional” Field
Responsibilities could include:-
lead a team within a discipline related project
liaison with other professionals at a technical level
discussing techniques, procedures and/or results with clients on straightforward matters.
Where Prime Responsibility is in Clerical/Secretarial/Administrative
Provide administrative support of a complex nature to senior officers and contribute to the
interpretation and administration of matters for which there are no clearly established
procedures and could include:-
identification of specific or desired performance outcomes
application of computer programming knowledge and skills in systems development,
maintenance and implementation
undertake computer operations requiring technical expertise and experience.
Where Prime Responsibility is in Child Care
Manage a child care centre of no more than 35 places and could include:-
formulation and evaluation of annual budgets in liaison with committee
develop, plan and supervise the implementation of educational developmental programs
for children
formulate and evaluate annual budgets in liaison with committee
staff recruitment.
Where Prime Responsibility is in Environmental Services
Responsibility for a range of planning functions using knowledge of statutory and legal
requirements, including:-
compliance with various Acts, regulations, codes, standards and procedures, including
plans, permits, applications, etc.
site inspection
advise on general planning procedures/requirements and development/land division
applications etc.
Responsibility for compliance with various relevant Acts, regulations, codes, standards and
procedures, including:-
building or health applications including liaison with clients
plans, permits, applications, etc.
site inspection.
Where the Prime Responsibility is in Community Services
Assist senior officers with the planning and co-ordination of a community program of a
complex nature.
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Requirements of the Job
Knowledge of statutory requirements relevant to work area
Knowledge of section procedures, policies and activities
Sound discipline knowledge gained through previous experience, training or education
Knowledge of the role of departments within council and/or service functions
Specialists require an understanding of the underlying principles in the relevant
disciplines
Relevant four year degree with two years relevant experience or three year degree with
three years of relevant experience
OR
Associate diploma with relevant experience
OR
Lesser formal qualifications with substantial years of relevant experience
OR
Attained through previous appointments, service and/or study an equivalent level of
expertise and experience to undertake the range of activities required.
Progression
Graduates will progress to the 1st increment of this level once two years service at level
3 are completed and will progress to the 3rd increment following an additional year of
service.
LEVEL 5
Activities/Functions
Responsible for a range of functions within the section and/or department.
Complexity of Task Level of Autonomy
Application of a high level of knowledge and skills and adheres to established work
practices, however, officers may be required to exercise initiative and judgement where
practices are not clearly defined
Required to set specific performance outcomes and further develop work methods
Work under general direction and exercise a degree of autonomy and professional
judgement within prescribed areas with assistance available when required.
Initiative and Judgement
Exercise initiative and judgement where procedures not clearly defined.
Problem Solving
Solution to problems generally found in documented techniques, precedents and
guidelines.
Provision of Advice/Support/Assistance
Provide expert advice to lower classified officers. Specialists may be required to provide
multi disciplinary advice.
Time Management & Organisational Skills
Plan and organise their own work and that of subordinate staff.
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General Responsibilities
Officers at this level have responsibilities which will/may include:-
involvement in establishing section/department programs and procedures
responsibility for a moderately complex project
a minor phase of a broader or more complex professional assignment
specialist officer in discipline where decisions made rest with the officer with no reference
to a senior officer
control of projects and/or programs
assisting in the preparation/prepare department or section budgets
supervision of section or in the case of small council, a department
supervision of contractors
setting priorities and monitor workflows in areas of responsibility
establish the most appropriate operational methods for section/
department
setting outcomes for subordinate officers
work may span more than one discipline.
Where Prime Responsibility Lies in a Technical Field
Responsibilities could include:-
lead teams on moderately complex technical projects
exercise significant initiative and judgement in the selection and application of
established principles, techniques
provide reports to management and recommendations on technical suitability of
equipment/procedure/processes/results
analysis/design for the development and maintenance of projects.
Where the Prime Responsibility is in the Works Area
Responsible for moderately complex works programs, projects and/or functions and be
required to establish outcomes to achieve department/council goals and could include:-
operational responsibility for works programs
exercising judgement and initiative where procedures not clearly defined
establishing works programs in small councils.
Where Prime Responsibility is in Libraries
*Not relevant to this level.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
Plan, co-ordinate and administer the operation of a multi-functional recreation/aquatic
complex including reporting and financial management.
Where the Prime Responsibility is in the Local Animal and Plant Control Board
Plan co-ordinate and administer the activities/policies of local animal plant control boards and
could include:-
supervision of other staff
preparation of the budgets.
Where the Prime Responsibility is in a “Professional” Field
Exercise professional responsibilities which could include:-
supervision of the function
tasks of a specialised detailed nature
provide reports on progress of activities and provide recommendations
carry out planning studies for particular projects including aspects of design
utilise a high level of interpersonal skills in dealing with the public/other organisations
exercise professional judgement within prescribed areas.
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Where Prime Responsibility is in Clerical/Secretarial/Administrative
Responsibilities could include:-
exercise responsibility for a specialised area of council
provision of advice and assistance when non-standard procedures and processes are
required
understanding of all areas of computer operation
undertake programming in specialist areas
exercise responsibility for a specialised area of councils computing operation
undertake publicity assignments of limited scope and complexity within the framework of
council's publicity and promotions program involving the co-ordination of facets of the
total program, media liaison, design and editing, layout of publications/displays.
Where Prime Responsibility is in Child Care
Manage a child care centre of no more than 60 places, and could include:-
formulation and evaluation of annual budgets in liaison with committee
develop, plan and supervise the implementation of educational and/or developmental
programs for children
formulate and evaluate annual budgets in liaison with committee
staff recruitment.
Where Prime Responsibility is in Environmental Services
Undertake duties in the disciplines of building and health.
Where the Prime Responsibility is in Community Services
Plan, develop and operate a community service program of a moderately complex nature.
Requirements of the Job
Knowledge of departmental programs, policies and activities
Sound discipline knowledge gained through experience
Knowledge of the role of council's structure and service
Relevant degree with relevant experience
OR
Associate diploma with substantial experience
OR
Qualifications in more than one discipline
OR
Less formal qualifications with specialised skills sufficient to perform at this level
OR
Attained through previous appointments, service and/or study an equivalent level of
experience and expertise to undertake the range of activities required.
Progression
Graduates will progress to the 1st increment of this level on the completion of two years
service at level 4 and will progress to the 3rd increment after a further year of service.
LEVEL 6
Activities/Functions
Responsible for a range of functions for which operational policies, practices and guidelines
may need to be developed and could include:-
working independently as specialists or
a senior member of a single discipline project team.
Complexity of Task Level of Autonomy
Application of high levels of knowledge and skills, and establishes procedures and work
practices, etc.
Sets outcomes for the work area of responsibility to achieve objectives of the
department/council.
Work under limited direction and exercise a degree of autonomy and may manage a work
area with advice available on complex or unusual matters.
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Initiative and Judgement
Responsibility for decision making in the particular work area,
section/department/council, including the scope to influence operational activities and
negotiate matters of significance including negotiating contracts.
Problem Solving
Solution to complex problems requires complex professional problem solving and a high
level of interpersonal skills to resolve organisational issues.
Provision of Advice/Support/Assistance
Provide expert/specialist advice, support and assistance relevant to the work area or
section/department or discipline on complex matters which could include providing a
consultancy service and advice on policy matters and contribute to their development.
Time Management & Organisational Skills
Managing time is essential to achieve outcomes.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
significant projects and/or functions
a range of duties within the work area, including problem definition, planning and the
exercise of judgement
management of significant projects and/or works programs and/or functions
assisting with/prepare budgets
control and co-ordination of a work area within budgetary constraints
supervision/management responsibilities exercised within a multi-disciplinary, or major
single function/operation or work area
implementation of effective human resource management
supervision of contractors
managerial control, including providing analysis/interpretation for either a major single
discipline or multi-discipline operation
appreciation of the long term goals of council
positions at this level may be identified by impact of activities undertaken or achievement
of stated outcomes/objectives for the work area.
Where Prime Responsibility Lies in a Technical Field
Significant responsibilities for accomplishment of technical objectives, and could include:-
duties which involve more than one discipline
contribution to the development of new techniques and methodology
provision of a consultancy service for a range of activities
development of methodology and application of proven techniques in providing
specialised technical services.
Where the Prime Responsibility is in the Works Area
Develop, supervise and implement significant works programs and/or a large outside workforce
and/or contractors and could include:-
review of operations to determine their effectiveness
control and co-ordination of the works program within budgetary constraints.
Where Prime Responsibility is in Libraries
*Not relevant to this level.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
*Not relevant to this level.
Where the Prime Responsibility is in the Local Animal and Plant Control Board
*Not relevant to this level.
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Where the Prime Responsibility is in a “Professional” Field
Supervise/manage operation of a discrete element which is part of a larger office and could
include:-
control and co-ordination of projects in accordance with corporate goals
providing a consultancy service to a wide range of clients
complex professional problem solving
supervision of technical staff (on occasions other professional staff in the discipline).
Where Prime Responsibility is in Clerical/Secretarial/Administrative
Refer to general responsibilities.
Where Prime Responsibility is in Child Care
*Not relevant to this level.
Where Prime Responsibility is in Environmental Services
Supervision/management responsibilities exercised within a multi-discipline.
Where the Prime Responsibility is in Community Services
*Not relevant to this level.
Requirements of the Job
Discipline/specialist skills and/or supervision/management abilities exercised within a
multi-disciplinary, or in a major single function, operation
Discipline knowledge gained through experience, training or education
Appreciation of the long term goals of the organisation
Detailed knowledge of program activities and work practices relevant to the work area
Knowledge of organisation structures or functions and comprehensive knowledge of
council policies relevant to the section/department
Comprehensive knowledge of statutory requirements relevant to the discipline
Degree with substantial experience
OR
Associate diploma with substantial experience
OR
Lesser formal qualifications with a combination of experience, expertise and competence
sufficient to perform the duties required at this level.
Progression
*Not relevant to this level.
LEVEL 7
Activities/Functions
Exercise managerial responsibility for various functions within the department and/or council
and could include:-
specialised functions
operation as a specialist
operation as a member of a specialised professional team.
working independently.
Complexity of Task Level of Autonomy
Application of high levels of knowledge and skills and establishes procedures which
impact on activities undertaken/outcomes achieved by council and/or activities
undertaken by sections of the community
Set outcomes for the work area/section/function
Work under limited direction with guidance not always readily available within the
organisation.
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Initiative and Judgement
Responsibility for decision making and the provision of expert advice to other areas of
council, including significant delegated authority and negotiating matters on behalf of the
work area.
Problem Solving
Solution to complex problems involves the selection of methods and techniques based on
sound judgement.
Provision of Advice/Support/Assistance
Provide expert/specialist advice, support and assistance relevant to a significant work
area or section/department or discipline on complex matters which could include
providing a consultancy service and advice on policy matters and contribute to their
development and monitoring.
Time Management & Organisational Skills
Wide range of conditions to achieve results in line with divisional/corporate goals which
will include planning, direction, control and evaluation of operations.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
responsibility for a significant work area
development of work practices and procedures for various projects
development and implementation of significant operational procedures
reviewing operations to determine effectiveness
develop appropriate methodology and apply proven techniques in providing specialised
services
prepare budget submissions for senior officers and/or council
management/supervision of staff is normally a feature at this level and establishing and
monitoring work outcomes
decisions and actions taken at this level may have a significant effect on
programs/projects/work areas being managed
good understanding of the long term goals of council
manage a works program or work area of council
undertake the control and co-ordination of a section, department and/or significant work
area.
Positions at this level may be identified by the level of responsibility for decision making, the
exercise of judgement and delegated authority and the provision of expert advice.
Where Prime Responsibility Lies in a Technical Field
Responsible for the control and co-ordination of projects in accordance with corporate goals.
Refer to general responsibilities.
Where the Prime Responsibility is in the Works Area
Develop and implement significant works programs.
Where Prime Responsibility is in Libraries
*Not relevant to this level.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
*Not relevant to this level.
Where the Prime Responsibility is in the Local Animal and Plant Control Board
*Not relevant to this level.
Where the Prime Responsibility is in a “Professional” Field
Refer to general responsibilities
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Where Prime Responsibility is in Clerical/Secretarial/Administrative
Refer to general responsibilities
Where Prime Responsibility is in Child Care
*Not relevant to this level.
Where Prime Responsibility is in Environmental Services
*Not relevant to this level.
Where the Prime Responsibility is in Community Services
*Not relevant to this level.
Requirements of the Job
Comprehensive knowledge of council policies and procedures
Application of a high level of discipline knowledge
Qualifications are generally beyond those normally acquired through tertiary education
alone, typically acquired through completion of higher education qualifications to degree
level and extensive relevant experience
OR
Lesser formal qualifications with acquisition of considerable skills and extensive relevant
experience to an equivalent standard
OR
A combination of experience, expertise and competence sufficient to perform the duties
required at this level.
Progression
Graduates employed with and required to perform duties relevant to their tertiary
qualification shall progress to this level once they have completed three years satisfactory
service at level 6 and undertake work related to the responsibilities under this level.
LEVEL 8
Activities/Functions
Exercise managerial responsibility for a department/council’s relevant activity, and could
include:-
functions across a range of administrative, specialist or operational areas
operation as a senior specialist providing multi-functional advice to various departments
or council.
Complexity of Task Level of Autonomy
Major portion of the work involve initiative in the development and implementation of
techniques, work practices and procedures in all facets of the work area to achieve
corporate goals
Identification of current/future options and the development of strategies to achieve
outcomes
Work under broad direction and formulate, implement, monitor and evaluate
projects/programs or control organisational elements
Undertake duties of an innovative, novel or critical nature.
Initiative and Judgement
Demands responsibility for decision making with significant independence of action within
the constraints of department or corporate policy.
Problem Solving
Solution to complex problems requiring an analytical approach and a high proficiency in
theoretical or scientific approaches which may be outside of the original field of
specialisation.
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Provision of Advice/Support/Assistance
Provide multi-functional expert/specialist advice and support/assistance to various
departments or council with a significant impact on council's policies/programs including:-
a consultancy service
specialist financial, technical, professional and/or administrative advice on policy including
operational
manage/administer complex policy.
Time Management & Organisational Skills
Accountable for the quality, effectiveness, cost and timeliness of programs/projects under
their control.
General Responsibilities
Officers at this level have responsibilities which will/may include:-
involvement in the initiation and formulation of extensive projects/
programs which impact on council's goals and objectives
undertaking work of significant scope and/or complexity
extensive projects/
programs in accordance with department/corporate goals
development, implementation and evaluation of goals
management of a work area of council at a higher level of ability
management of service delivery
management of a department/section or operate as a senior specialist
application of a high level of analytical skills to attain and satisfy council objectives
little or no professional direction
authority to implement and initiate change in area of responsibility.
Positions at this level will demand responsibility for decision making within the constraints of
corporate policy.
Where Prime Responsibility Lies in a Technical Field
Apply a high level of analytical skills in the attainment and satisfying of technical objectives,
and could include:-
technical support programs and subprograms within the framework of council's operating
program
consultancy service
development/revision of methodology/techniques.
Where the Prime Responsibility is in the Works Area
Establish, control and organise on-going plans and programs for department/council and could
include:-
administering complex policy and works program matters.
Where Prime Responsibility is in Libraries
*Not relevant to this level.
Where Prime Responsibility is in a Recreation Complex (Aquatic or Non Aquatic)
*Not relevant to this level.
Where the Prime Responsibility is in the Local Animal and Plant Control Board
*Not relevant to this level.
Where the Prime Responsibility is in a “Professional” Field
Ensure the outcome of work of significant scope and/or complexity and could include:-
assessment and review of standards and work of other professionals/external consultants
initiate and formulate departmental/council programs
implement council objectives within corporate goals
develop and recommend ongoing plans and programs for department/council.
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Where Prime Responsibility is in Clerical/Secretarial/Administrative
Undertake functions across a range of administrative, specialist or operational
areas/specific programs/activities and/or management of service delivery.
Where Prime Responsibility is in Child Care
*Not relevant to this level.
Where Prime Responsibility is in Environmental Services
*Not relevant to this level.
Where the Prime Responsibility is in Community Services
*Not relevant to this level.
Requirements of the Job
Detailed knowledge of council policy, programs and the procedures and practices
High level of discipline knowledge
Detailed knowledge of statutory requirements
Qualifications are generally beyond those normally acquired through degree course and
experience in the field of specialist expertise. (could be acquired through further
qualifications in field of expertise or in management)
OR
Lesser formal qualifications together with the acquisition of considerable skills and
extensive and diverse experience relative to an equivalent standard
OR
A combination of experience, expertise and competence sufficient to perform the duties
of the position.
Progression
*Not relevant to this level.
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SCHEDULE 3 - SENIOR OFFICERS STREAM OPDATE 01:07:2017 1st pp on or after
The following minimum rates of pay will commence on and from the beginning of the first pay
period commencing on or after 1 July 2017.
Level Per annum
$
Level 1 61,071
62,686
64,304
Level 2 65,921
67,537
69,154
Level 3 71,094
73,033
74,974
Level 4 76,970
79,492
Level 5 82,647
85,171
Level 6 88,325
90,850
Level 7 94,003
97,789
Level 8 102,836
107,884
Level 9 115,454
Level 10 128,071
Level 11 140,688
Level 12 153,308
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SENIOR OFFICERS CLASSIFICATION CRITERIA
Positions classified in the Bands are characterised by some of the following inputs or those of a
similar nature.
BAND 1
Function
Manage the operation of a complex organisational area, program or activity which has
significant impact upon Council operations
Provide detailed administrative support to a particular program, activity or function
Undertake the preparation of reports on significant and/or complex issues, investigate and
prepare information with recommendations.
Advice
Provide expertise and/or policy advice, including technical/professional advice, across a
range of programs or activities undertaken by the organisation
Formulation of technical and/or policy advice on issues of significant importance to
Council.
Skills, Knowledge/Experience
Extensive experience in the field related to the operation of the work area
Analytical and conceptual skills to resolve issues relevant to the work area
Awareness of organisational operations as they relate to policy
Detailed knowledge of financial program management techniques related to the work area
Management skills and abilities necessary to undertake the allocation and monitoring of
resources
Sound human resource management skills.
Judgement
Decisions taken or delegations exercised have a major impact on the day operations of the
work area. The impact, however, is likely to be limited to the work area or function in
which the position is located.
Authority and Accountability
Require a high degree of accountability for the quality, efficiency and effectiveness of work
outputs
Positions at this level may have independence of action within the constraints of Council
objectives or corporate goals.
Organisation Relationships
Manage a team/small department
May be a specialist responsible for a major function which is of significant importance to
Council
Report to a more senior officer or the CEO.
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BAND 2
Function
Manage a substantial work area at senior administrative or professional levels and would
generally report to a more senior officer, but in some cases may report directly to the CEO
Exercise responsibility for the management of significant and complex projects that may
span a number of departmental functional areas
Contribute to the development and implementation of corporate strategies or policy
initiatives.
Advice
Provide significant specialist advice on departmental programs or functions
Provide expert advice which would require a thorough knowledge and considerable depth
and breadth of experience in a complex management or professional field.
Skills, Knowledge/Experience
Ability to implement financial/program management techniques relevant to the work area
Well developed liaison and communication skills and the ability to negotiate or
communicate, under limited direction, on behalf of the organisation with client or other
outside bodies
Sound human resource management skills
Management skills and abilities necessary to undertake the allocation and monitoring of
human, financial and technical resources to ensure achievement of objectives.
Judgement
Exercise independent judgement in the resolution of complex problems or issues relevant
to the work area.
Authority and Accountability
Officers at this level have the authority to determine methods and procedures to be
adopted to achieve the desired outcome, within budgetary constraints, for significant
programs
May have independence of action, including responsibility for results achieved through the
use and allocation of resources within the constraints of Council goals and objectives
Accountable for the achievement of work area goals and objectives.
Organisational Relationships
Manage significant and complex projects that may span a number of departmental
functional areas within a department or a small department
Direction of subordinate staff would involve establishing and evaluating performance and
interpreting policy relevant to the work area
Report to a more senior officer or the CEO.
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BAND 3
Function
Direct responsibility and accountability for managing a major segment of the operation, or
a large scale function, or operation or a medium size department
Contribute to the development of corporate goals and program objectives which are of
strategic importance to Council
Manage human, financial and technical resources, formulate and implement policy
initiatives and develop corporate strategies.
Advice
Provide high level expert advice on critical management and/or technical issues relating to
programs or the organisation as a whole
Provide authoritative “technical” or policy advice to Directors, CEO and/or Council.
Skills, Knowledge/Experience
High level of management skills and abilities necessary to direct and monitor significant
resources
Liaison and communication skills of a high order including the capacity to negotiate or
communicate on behalf of the organisation, with clients or other organisations, often to
finality
The ability to interpret and provide advice on legislation, corporate objectives, policies,
operations or functions of the work area
Detailed knowledge in a range of different subject matters
Thorough knowledge and experience in a complex management and/or professional field.
Judgement
Authority to plan, design and implement programs/projects and functions independently,
exercising discretion to achieve end results
Exercise initiative and resourcefulness in deviating from established methods and policy,
contribute to the formation of policy and strategic plans
Decisions will impact on such things as program activities or function allocations or
commitment of resources
At this level specialists exercise independent judgement and introduce creative solutions in
the resolution of complex problems or issues.
Authority and Accountability
Delegated authority to determine work plans and schedules to implement the goals and
objectives of programs, within a department or in some instances across the organisation
Influence aspects of program or policy issues which have strategic importance
Responsibility and accountability for human, financial and technical resources under their
control
Decisions may have direct consequence on achievement of results for the functions for
which the officer is responsible
Responsibility for developing policies.
Organisational Relationships
In the main would operate in a subordinate relationship to Departmental Director or direct
the operation of a medium size department reporting directly to the CEO, or report to the
CEO.
Direction could be through established procedures in the functional area or by explicit
policy within an explicit evaluation process overseen by the CEO or more senior officer
Direction over sub-ordinate staff would involve establishing and evaluating performance,
and interpreting policy relevant to the work area
May report direct to the CEO.
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BAND 4
Function
Manage major functions including Divisions/Departments involving a considerable variety
of activities, extensive co-ordination and usually significant responsibilities for human,
financial and technical resources
Exercise delegated authority to plan, direct and/or execute major programs, functions or
support activities
Determine and revise associated strategic plans and objectives
Provide the primary and major source of knowledge and advice to CEO and/or Council on
the Department’s operation for which they have responsibility
Major contribution to the formulation of policy, strategic plans and general management
for the organisation as a whole.
Advice
Provide advice critical to the operation of Council
Provide expert policy and strategic advice to the CEO and/or Council
Provide technical innovative and professional advice which would influence the work of a
major function and/or the organisations operations.
Skills, Knowledge/Experience
High levels of adaptability and flexibility
Possession of conceptual, analytical and creative skills in originating new techniques,
establishing criteria and development of imaginative approaches
A high degree of originality and analytical and conceptual skills in the resolution of
particularly complex “technical” or policy issues
The ability to modify existing principles to new and unusual problems which may involve
frequent changes in policy, program or technological requirements.
Judgement
Decisions taken have major effect on program emphasis or priorities in critical areas of
Council operations
High level of judgement required in developing strategic plans and in considering
operational and wider internal and external program and policy issues
Devise innovative solutions to complex policy or operational problems where guidelines are
lacking.
Authority and Accountability
Broad guidance on policy and strategic direction
Major influence on problems or policy issues
Authority to determine resource needs and allocate resources and direct accountability for
their effective uses
Work reviewed in relation to fulfilment of program objective, effect of advice given and
effectiveness/efficiency of overall program.
Organisational Relationships
Operate with high degree of independence in the execution and adaptation of workplans
May exercise major delegated authority from Council or CEO.
Will report direct to CEO.
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SCHEDULE 4 - GLOSSARY OF TERMS OPDATE 01:12:2006 on and from
ACTIVITY
Tasks performed within a function
BASIC
Fundamental, uncomplicated.
COMPLEX
Limited complexity
Relates to work which involves the application of established principles, practices and
procedures. Generally, actions and responses which can be readily identified and
repeated from previous experience.
Moderately complex
To a lower degree than complex, less extensive.
Complex
Denotes work wherein the predominant feature is the consideration of the impact of
interactive elements as they relate to the total job rather than focusing on any
segment in isolation.
Very complex
The application of a comprehensive knowledge of established practices and
procedures as they affect all aspects of the range of operations, or an in-depth
knowledge of the operation. Generally responses require a high Level of analytical
skills with the work drawing together a range of aspects and the method selected
from a range of genuine alternatives.
CONTROL
To exercise direction, guiding or restraining power over, to check or regulate, to keep within
limits.
CO-ORDINATE
Bring together all common activities to achieve an integrated outcome.
CRITICAL
An indicator that a component, issue or decision is fundamental to subsequent actions,
considerations and decisions, crucial.
DIRECTION
Close direction
Officers receive detailed instruction on job requirements, methods to be adopted and
unusual or difficult features. Officer's work is subject to checking at all stages.
Regular direction
Officers receive instruction on job requirements, methods to be adopted on unusual or
difficult features. Officers work is subject to progress checking.
General direction
Officers receive general instructions usually covering only the broader aspects of the
work. In some situations, detailed instructions may be necessary. The work of
experienced and competent officers, is subject to final checking and, only as required,
progress checking.
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Limited direction
Officers receive limited instructions which clearly state objectives. Officers have a
significant degree of competence and experience and are able to achieve the objective
by conforming to instructions but with minimal guidance.
Broad direction
Officers normally receive instructions in the form of broadly stated objectives.
Extensive knowledge and experience enables officers to contribute to the
determination of goals and objectives.
ENVIRONMENTAL HEALTH OFFICER
Is an officer who holds a degree in Environmental Health or equivalent, who is eligible for full
membership of the Australian Institute of Environmental Health.
ESTABLISH
To set up, to institute, to place on a firm basis.
EXERCISE
To bring to bear or employ actively (as in exercising authority or influence).
EXPERIENCE
Experienced
This means having worked in a relevant field for sufficient time to have sufficient
understanding of the basic principles of the discipline, to have ability to successfully
undertake the majority of normal requirements of the work situation and to have a
good appreciation of the activities involved.
Considerable experience
This means having worked in a relevant field for sufficient time to ensure competence
or undertake and advise on a full range of normal requirements of the work situation
and to have the ability to perform a variety of activities involving special, unusual or
complex features of the work.
Extensive experience
This means having worked in a relevant field for sufficient time to ensure ability to
control and advise on the full range of activities and to be expert in terms of a wide
variety of special, unusual or complex features of the work.
FUNCTION
A collection of activities which may constitute the whole or part of a discrete work area.
GRADUATE
Degree holder.
GUIDANCE
Providing or receiving information on policies, procedures and practices.
IMPLEMENT
To carry out, to perform acts essential to the execution of a plan or program, to give effect to.
INITIATE
To originate, to introduce in the first instance, to cause or bring to pass by original act, as in
organising a plan, policy or procedure.
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INNOVATIVE
Relates to the extent to which there is a requirement to vary from or make changes to
accepted processes and systems.
INSTRUCTION
Imparted to another, directions given.
INTERPRET
To clarify or explain, translate.
JUDGEMENT
Application of an amalgam of knowledge and experience to derive appropriate decisions.
KNOWLEDGE
An understanding of techniques, principles, procedures and practices gained through either
study of the relevant theory/or through experience gained over time.
Developing knowledge
A learning process which will leads to knowledge of.
Working knowledge
Sufficient to perform function.
Sound knowledge
Well founded, reliable.
Comprehensive knowledge
Embracing a wider range.
Detailed/thorough knowledge
complete.
MAINTAIN
To keep possession of, to hold or keep in any condition, to keep up to date or current, as to
maintain records.
MANAGE
To control, to exercise control or domination over, bring under influence, conduct/direct the
working of, responsible for direction, quality, outcome, operation of.
MANAGEMENT
The technique or practice of managing or controlling.
MONITOR
Check on a regular basis.
NEGOTIATE
To confer with others with a view to reaching agreement.
NOVEL
Extension and application of theoretical principles beyond the normally accepted environment,
i.e., creative research or the introduction of new technology.
OPERATION
An action or series of actions done to produce a particular result.
Operational responsibility
Answerable for the day to day running.
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OVERSIGHT
To look after, guide the work of others, to allocate work without quality/quantity control.
PRACTICE
Regular or systematic action, method.
PROCESS
Course of action, method of operation, to handle in accordance with a prescribed procedure, as
in processing work or requisition.
PROFESSIONAL
Requires in its application levels of theoretical knowledge which have been attained only
through tertiary study.
PROGRAM
A specially arranged selection of things to be done, a plan, schedule or procedure, to arrange
or work out a sequence of operations to be performed.
PROJECT
A proposal, scheme or design, detailed study of a particular subject.
RESPONSIBLE
Liable to be called to account, answerable, accountable for actions.
REVIEW
To rework in order to correct or improve, to make a new, improved or up to date version.
ROUTINE
Regular course of procedure, unvarying performance of certain acts, performed by rule.
SIGNIFICANT
Noteworthy, of considerable amount of effect or importance.
SUPERVISION
To direct, to inspect with authority, to guide and instruct with immediate responsibility for
purpose of performance, to superintend, to lead, to allocate work and check against given
standards.
Direct supervision
To control the progress, quality, quantity of.
Regular supervision
Systematic.
General supervision
Ongoing, not going into detail.
SUBSTANTIAL
Ample or considerable amount.
SUPPORT
To contribute to the success of, to form a secondary part, subordinate.
TECHNICAL OVERSIGHT
To look at, look after the technical aspect of an activity/function.
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TRAINEE - LEVEL 2
An officer under the age of 21 years of age classified at level 2 who performs functions which
are defined by established routines, methods, standards and procedures with limited scope to
exercise initiative in applying work practices, and who is receiving structured training on a
regular basis, according to an appropriate training plan, agreed between the employer and the
employee.
UNDERLYING
Fundamental, to form the basis or foundation.
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SCHEDULE 5 – TRAINING WAGE ARRANGEMENTS OPDATE 01:07:2017 1st pp on or after
CLAUSE S5.1 TITLE
This Schedule shall be known as the South Australian Municipal Salaried Officers Award
Training Wage Arrangements Schedule.
CLAUSE S5.2 ARRANGEMENT
Clause No. Title
S5.1 Title
S5.2 Arrangement
S5.3 Application
S5.4 Period of operation
S5.5 Definitions
S5.6 Training conditions
S5.7 Employment conditions
S5.8 Wages
S5.9 Disputes settling procedures
S5.10 Dispute settlement over traineeship schemes
S5.11 Part-time traineeships
Sect. A Allocation of Traineeships to Wage Levels
Sect. B Traineeship Schemes excluded from this Award
CLAUSE S5.3 APPLICATION
S5.3.1 This Schedule shall apply to persons:
(a) who are undertaking a traineeship (as defined); and
(b) whose employment is, or otherwise would be, covered by the Award.
S5.3.2 This Schedule does not apply to the apprenticeship system or any training
programme, which applies to the same occupation and achieves essentially the same
training outcome as an existing apprenticeship in an award as at 25 June 1997.
This Schedule only applies to AQF IV traineeships when the AQF III traineeship in
the training package is listed in Section A. Further, this Schedule also does not
apply to any certificate IV training qualification that is an extension of the
competencies acquired under a certificate III qualification, which is excluded from this
Schedule due to the operation of this clause S5.3.2.
S5.3.3 At the conclusion of the traineeship, this Schedule ceases to apply to the
employment of the trainee and the Award shall apply to the former trainee.
S5.3.4 Nothing in this Schedule shall be taken to replace the prescription of training
requirements in the Award.
CLAUSE S5.4 OPERATION
This Schedule shall operate from the beginning of the first pay period commencing on or after
1 July 2017.
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CLAUSE S5.5 DEFINITIONS
S5.5.1 Act means the Training and Skills Development Act 2008 or any successor legislation.
S5.5.2 Adult trainee means for the purpose of this Schedule a trainee who would qualify
for the highest wage rate in Wage Level A, B or C if covered by that wage level.
S5.5.3 Approved training means that training which is specified in the Training Plan,
which is part of the Training Agreement, which is registered with the T&SC. It
includes training undertaken both on and off-the-job in a traineeship and involves
formal instruction, both theoretical and practical, and supervised practice. The training
reflects the requirements of a national training package or a traineeship scheme
and leads to a qualification under the Australian Qualification Framework.
S5.5.4 T&SC means the Training and Skills Commission under the Act.
S5.5.5 Award means the South Australian Municipal Salaried Officers Award.
S5.5.6 Commission means the Industrial Relations Commission of South Australia.
S5.5.7 Trainee is an individual who is a signatory to a Training Agreement registered with
the T&SC and is involved in paid work and structured training, which may be on or off
the job. Trainee does not include an individual who already has the competencies to
which the traineeship is directed.
S5.5.8 Traineeship means a system of training which has been approved by the T&SC,
which meets the requirements of a national training package developed by a
National Industry Training Advisory Board and endorsed by the National Training
Quality Council, which leads to an Australian Qualifications Framework qualification
specified by that national training Package, and includes full-time traineeships and
part-time traineeships including school-based traineeships.
S5.5.9 Training Agreement means an agreement for a traineeship made between the
employer and a trainee, which is registered with the T&SC.
S5.5.10 Training package means the competency standards, assessment guidelines and
Australian Qualifications Framework qualification endorsed for an industry or
enterprise by the National Training Quality Council and placed on the National Training
Information Service with the approval of Commonwealth and State Ministers
responsible for vocational education and training.
S5.5.11 Training Plan means a programme of training which forms part of a Training
Agreement registered with the T&SC.
S5.5.12 Traineeship Scheme means an approved traineeship applicable to a group or class
of employees or to an industry or sector of an industry or an enterprise, which has
been approved by the T&SC.
S5.5.13 Year 10 - for the purposes of this Schedule, any person leaving school before
completing Year 10 shall be deemed to have completed Year 10.
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CLAUSE S5.6 TRAINING CONDITIONS
S5.6.1 The trainee shall attend an approved training course or training program prescribed
in the Training Agreement or as notified to the trainee by the T&SC in accredited
and relevant training schemes.
S5.6.2 Employment as a trainee under this Schedule shall not commence until the relevant
Training Agreement, made in accordance with a training scheme, has been signed
by the employer and the trainee and lodged for registration with the T&SC, provided
that if the Training Agreement is not in a standard format, employment as a
trainee shall not commence until the Training Agreement has been registered with
the T&SC. The employer shall ensure that the trainee is permitted to attend the
training course or program provided for in the Training Agreement and shall ensure
that the trainee receives the appropriate on-the-job training.
S5.6.3 The employer shall provide a level of supervision in accordance with the Traineeship
Agreement during the traineeship period.
S5.6.4 The provisions of the Act dealing with the monitoring by officers of the T&SC and the
use of training records or work books as part of this monitoring process shall apply to
traineeships under this Schedule.
CLAUSE S5.7 EMPLOYMENT CONDITIONS
S5.7.1 A full-time trainee shall be engaged for a maximum of one year's duration, except in
respect of AQF III and AQF IV traineeships which may extend up to two years full-
time, provided that a trainee shall be subject to a satisfactory probation period of up
to one month which may be reduced at the discretion of the employer. By agreement
in writing, and with the consent of the T&SC, the Employer and the trainee may vary
the duration of the traineeship and the extent of approved training provided that
any agreement to vary is in accordance with the relevant traineeship scheme. A
part-time trainee shall be engaged in accordance with the provisions of Clause S5.11
Part-Time Traineeships, of this Schedule.
S5.7.2 Where the trainee completes the qualification in the Training Agreement earlier
than the time specified in the Training Agreement, then the traineeship may be
concluded by mutual agreement.
S5.7.3 Termination of employment of trainees is dealt with in the Training Agreement, or
the Act. An employer initiating such action shall give written notice to the trainee at
the time the action is commenced and to the T&SC in accordance with the Act.
S5.7.4 The trainee shall be permitted to be absent from work without loss of continuity of
employment and/or wages to attend the approved training.
S5.7.5 Where the employment of a trainee by the employer is continued after the
completion of the traineeship period, such traineeship period shall be counted as
service for the purposes of the Award or any other legislative entitlements.
S5.7.6 Trainees working overtime
S5.7.6.1 Reasonable overtime may be worked by the trainee provided that it does
not affect the successful completion of the approved training.
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S5.7.6.2 No trainee shall work overtime or shiftwork on their own unless consistent
with the provisions of the Award.
S5.7.6.3 No trainee shall work shiftwork unless the shiftwork makes satisfactory
provision for approved training. Such training may be applied over a
cycle in excess of a week, but must average over the relevant period no
less than the amount of training required for non-shiftwork trainees.
S5.7.6.4 The trainee wage shall be the basis for the calculation of overtime and/or
shift penalty rates prescribed by the Award, unless the Award makes
specific provision for a trainee to be paid at a higher rate, or the employer
and trainee agree in writing that a trainee will be paid at a higher rate, in
which case the higher rate shall apply.
S5.7.7 All other terms and conditions of the Award that are applicable to the trainee or
would be applicable to the trainee but for this Schedule shall apply unless specifically
varied by this Schedule.
S5.7.8 A trainee who fails to either complete the traineeship, or who cannot for any reason
be placed in full-time employment with the employer on successful completion of the
traineeship, shall not be entitled to any severance payments payable pursuant to
termination, change and redundancy provisions of the Award.
Note: It is not intended that existing employees shall be displaced from employment by
trainees.
CLAUSE S5.8 WAGES
S5.8.1 The weekly wage payable to full-time trainees shall be provided in S5.8.4, S5.8.5 and
S5.8.6 of this Schedule and in accordance with Clause S5.7 Employment Conditions.
S5.8.2 These wage rates will only apply to trainees while they are undertaking an approved
traineeship, which includes approved training as defined in this Schedule.
S5.8.3 The wage rates prescribed by this clause do not apply to complete trade level training,
which is covered by the Apprenticeship system.
S5.8.4 Wage Level A
Where the Accredited training course and work performed are for the purpose of
generating skills, which have been defined for work at Wage Level A.
Highest year of schooling completed
Year 10 Year 11 Year 12
$ $ $
School Leaver 250.00 (50%)* 312.00 (33%)
291.00 (33%) 350.00 (25%)
319.00 350.00 420.00
Plus 1 year out of school 350.00 420.00 486.00
Plus 2 years out of school 420.00 486.00 567.00
Plus 3 years out of school 486.00 567.00 649.00
Plus 4 years out of school 567.00 649.00
Plus 5 or more years 649.00
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S5.8.5 Wage Level B
Where the Accredited training course and work performed are for the purpose of
generating skills, which have been defined for work at Wage Level B.
Highest year of schooling completed
Year 10 Year 11 Year 12
$ $ $
School Leaver 250.00 (50%)* 312.00 (33%)
291.00 (33%) 350.00 (25%)
319.00 350.00 405.00
Plus 1 year out of school 350.00 405.00 468.00
Plus 2 years out of school 405.00 468.00 547.00
Plus 3 years out of school 468.00 547.00 624.00
Plus 4 years out of school 547.00 624.00
Plus 5 or more years 624.00
S5.8.6 Wage Level C
Where the Accredited training course and work performed are for the purpose of
generating skills, which have been defined for work at Wage Level C.
Highest year of schooling completed
Year 10 Year 11 Year 12
$ $ $
School Leaver 250.00 (50%)* 312.00 (33%)
291.00 (33%) 350.00 (25%)
319.00 350.00 405.00
Plus 1 year out of school 350.00 405.00 457.00
Plus 2 years out of school 405.00 457.00 511.00
Plus 3 years out of school 457.00 511.00 569.00
Plus 4 years out of school 511.00 569.00
Plus 5 or more years 569.00
S5.8.7 School Based Traineeships
Year of Schooling
Year 11 Year 12
$ $
School based Traineeships in Wage Levels A, B and C 319.00 350.00
*Figures in brackets indicate the average proportion of time spent in approved training
to which the associated wage rate is applicable. Where not specifically indicated, the
average proportion of time spent in structured training, which has been taken into
account in setting the rate, is 20 per cent.
S5.8.8 Wage rates for Certificate IV Traineeships
S5.8.8.1 Trainees undertaking an AQF IV traineeship shall receive the relevant
weekly wage rate for AQF III trainees at Wage Levels A, B or C as
applicable with the addition of 3.8 per cent of that wage rate.
S5.8.8.2 An Adult trainee who is undertaking a traineeship for an AQF IV
qualification shall receive the following weekly wage as applicable based on
the allocation of AQF III qualifications:
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Wage Level First year of
Traineeship
Second year of
Traineeship
$ $
Wage Level A 674.00 700.00
Wage Level B 648.00 673.00
Wage Level C 591.00 613.00
S5.8.9 Where a person was employed by the employer under the Award immediately prior to
becoming an Adult trainee with the employer, such person shall not suffer a
reduction in the rate of pay by virtue of becoming a trainee.
S5.8.10 Where a traineeship is converted from an AQF II to an AQF III traineeship, or from
an AQF III to an AQF IV traineeship, the trainee shall move to the next higher rate
provided in this Schedule, if a higher rate is provided for that new AQF level.
S5.8.11 Section A sets out the Wage Level of a traineeship.
S5.8.12 For the purposes of this provision, out of school shall refer only to periods out of
school beyond Year 10, and shall be deemed to:
S5.8.12.1 Include any period of schooling beyond Year 10, which was not part of nor
contributed to a completed year of schooling;
S5.8.12.2 Include any period during which a trainee repeats in whole or part of a
year of schooling beyond Year 10;
S5.8.12.3 Not include any period during a calendar year in which a year of schooling
is completed; and
S5.8.12.4 Have effect on an anniversary date being January 1 in each year.
S5.8.13 Despite any other clause in this Schedule, trainees may not be employed under this
Schedule under the traineeship schemes and in the areas of employment listed in
Section B.
CLAUSE S5.9 DISPUTE SETTLING PROCEDURES
For matters not dealt with in accordance with the Act, the procedures to avoid industrial
disputation contained in the Award will apply to trainees.
CLAUSE S5.10 DISPUTE SETTLEMENT OVER TRAINEESHIP SCHEMES
S5.10.1 A party may initiate this procedure when that party wishes to argue that this Schedule
should not provide for employment under a particular traineeship scheme despite
the allocation of the scheme to a Wage Level by Section A.
S5.10.2 The party shall:
S5.10.2.1 Notify the relevant parties of an intention to dispute the particular
traineeship scheme, identifying the scheme.
S5.10.2.2 Request the parties with an interest in the scheme to meet with them at a
mutually agreed location.
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S5.10.2.3 If agreement cannot be reached the matter may be referred to the
Commission for conciliation.
S5.10.2.4 If agreement is not reached during conciliation then an application may be
made to include the traineeship scheme in Section B.
CLAUSE S5.11 PART-TIME TRAINEESHIPS
S5.11.1 This clause shall apply to trainees who undertake a traineeship on a part-time basis
by working less than full-time hours and by undertaking the approved training at
the same or lesser training time than a full-time trainee.
S5.11.1.1 A part-time trainee (other than a school-based trainee) will be engaged
to work for no less than a minimum average of 20 hours per week.
S5.11.1.2 A part-time school-based trainee may be engaged to work less hours than
the minimum hours prescribed by this Schedule and the Award provided
that the trainee remains enrolled in compulsory education.
S5.11.2 Wages
S5.11.2.1 The tables set out below are the hourly rates of pay where the training is
either fully off-the-job or where 20% of time is spent in approved
training. These rates are derived from a 38 hour week.
Table 1: Trainees who have left school ($ per hour)
Highest year of schooling completed
Wage Level A
Year 10 Year 11 Year 12
$ $ $
School Leaver 10.49 11.51 13.82
Plus 1 year out of school 11.51 13.82 15.99
Plus 2 years out of school 13.82 15.99 18.65
Plus 3 years out of school 15.99 18.65 21.35
Plus 4 years out of school 18.65 21.35
Plus 5 or more years 21.35
Wage Level B
Year 10 Year 11 Year 12
$ $ $
School Leaver 10.49 11.51 13.32
Plus 1 year out of school 11.51 13.32 15.39
Plus 2 years out of school 13.32 15.39 17.99
Plus 3 years out of school 15.39 17.99 20.53
Plus 4 years out of school 17.99 20.53
Plus 5 or more years 20.53
Wage Level C
Year 10 Year 11 Year 12
$ $ $
School Leaver 10.49 11.51 13.32
Plus 1 year out of school 11.51 13.32 15.03
Plus 2 years out of school 13.32 15.03 16.81
Plus 3 years out of school 15.03 16.81 18.72
Plus 4 years out of school 16.81 18.72
Plus 5 or more years 18.72
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Table 2: School based Traineeships ($ per hour)
Year of schooling
Year 11 Year 12
$ $
Wage Levels A, B and C 10.49 11.51
20% loading [S5.11.6.2] 12.59 13.81
Table 3: Wage rates for part-time Certificate IV Traineeships ($ per hour):
Trainees undertaking a part-time AQF IV traineeship shall receive the
relevant hourly rate for AQF III trainees at Wage Levels A, B or C as
applicable under Table 1 or 2 with the addition of 3.8 per cent of that wage
rate.
An adult trainee (as defined) who is undertaking a part-time traineeship
for an AQF IV qualification shall receive the following hourly rate as
applicable based on the allocation of AQF III qualifications:
Wage Level First year of
traineeship
Second year of
traineeship
$ $
Wage Level A 22.17 23.01
Wage Level B 21.32 22.13
Wage Level C 19.44 20.18
S5.11.3 The hours for which payment shall be made are determined as follows:
S5.11.3.1 Where the approved training for a traineeship (including a school based
traineeship) is provided off-the-job by a registered training organisation,
for example at school or at TAFE, these rates shall apply only to the total
hours worked by the part-time trainee on-the-job.
S5.11.3.2 Where the approved training is undertaken solely on-the-job and the
average proportion of time to be spent in approved training is 20% (i.e.
the same as for the equivalent full-time traineeship), then the total hours
on-the-job shall be multiplied by the applicable hourly rate, and then 20
per cent shall be deducted.
S5.11.3.3 Where the approved training is partly on-the-job and partly off-the-job
and the average proportion of time to be spent in approved training is
20% (ie the same as for the equivalent full-time traineeship), then the
total of all hours spent in work and training shall be multiplied by the
applicable hourly rate, and then 20 per cent shall be deducted.
Note: As noted in clause S5.8, 20 per cent is the average proportion of
time spent in approved training, which has been taken into account in
setting the wage rates for most full-time traineeships.
S5.11.3.4 Where a person was employed part-time by an employer under this Award
immediately prior to becoming a part-time adult trainee with that
employer, such person shall not suffer a reduction in the hourly rate of pay
by virtue of becoming a trainee.
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S5.11.3.5 Where the normal full-time weekly hours are not 38 the appropriate hourly
rate may be obtained by multiplying the rate in the table by 38 and then
dividing by the normal full-time hours.
S5.11.4 General formula
S5.11.4.1 For traineeships not covered by S5.11.2.1, the following formula for
calculation of wage rates shall apply:
The wage rate shall be pro-rata the full-time rates based on variation in the
amount of training and/or the amount of work over the period of the
traineeship, which may also be varied on the basis of the following
formula:
Full-time wage rate x Trainee hours - average weekly training time
30.4*
* Note: 30.4 in the above formula represents 38 ordinary full-time hours
less the average training time for full-time trainees (ie 20%). A pro-rata
adjustment will need to be made in the case where the Award specifies
different ordinary full-time hours: for example where the ordinary weekly
hours are 40, 30.4 will be replaced by 32.
(a) Full-time wage rate means the appropriate rate as set out in
S5.8.4, S5.8.5, S5.8.6 and S5.8.7 of this Schedule.
(b) Trainee hours shall be the hours worked per week including the time
spent in approved training.
(c) Average weekly training time is based upon the length of the
traineeship specified in the traineeship Agreement or Training
Agreement as follows:
7.6 x 12
Length of the traineeship in months
Note 1: 7.6 in the above formula represents the average weekly
training time for a full-time trainee whose ordinary hours are 38 per
week. A pro-rata adjustment will need to be made in the case where the
Award specifies different ordinary time hours for example, where the
ordinary weekly hours are 40, 7.6 will be replaced by 8.
Note 2: The parties note that the Training Agreement will require a
trainee to be employed for sufficient hours to complete all requirements of
the traineeship, including the on the job work experience and
demonstration of competencies. The parties also note that this would result
in the equivalent of a full day's on the job work per week.
S5.11.5 Example of the calculation for the wage rate for a part-time traineeship
A school student commences a traineeship in year 11. The ordinary hours of work in
the Award are 38. The Training Agreement specifies two years (24 months) as the
length of the traineeship.
Average weekly training time is therefore 7.6 x 12/24 = 3.8 hours.
Trainee hours totals 15 hours; these are made up of 11 hours work which is worked
over two days of the week plus 1-1/2 hours on the job training plus 2-1/2 hours off
the job approved training at school and at TAFE.
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So the wage rate in year 11 is:
$319 x 15 - 3.8 = $117.53 (plus any applicable penalty rates under the Award)
30.4
The wage rate varies when the student completes year 11 and passes the anniversary
date of 1 January the following year to begin year 12 and/or if trainee hours
changes.
S5.11.6 Employment conditions for all part-time trainees
S5.11.6.1 A part-time trainee shall receive, on a pro-rata basis, all employment
conditions applicable to a full-time trainee. All the provisions of the Award
shall apply to part-time trainees except as specified in this Schedule.
S5.11.6.2 However, a trainee undertaking a school based traineeship may, with the
agreement of the trainee, be paid an additional loading 20 per cent on all
ordinary hours in lieu of annual leave, sick leave, personal leave and public
holidays. Notwithstanding this, where a trainee is called upon to work on a
public holiday the provisions of the Award shall apply.
S5.11.6.3 A part-time trainee may, by agreement, transfer from a part-time to a
full-time traineeship position should one become available.
S5.11.6.4 The minimum engagement periods specified in the Award shall also be
applicable to part-time trainees.
SECTION A
Allocation of Traineeships to Wage Levels
Part A, New Training Package Titles
Wage Levels that apply to Certificates under Training Packages
Wage Level A
(This Award does not apply to these traineeships where another Award already provides for the
traineeship.)
Training package Certificate level
Administration I
II
III
Assessment and Workplace Training III
Business Services I
II
III
Community Services II
III
Correctional Services III
Financial Services III
Floristry III
Food Processing Industry III
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Training package Certificate level
Hospitality Industry III
Information Technology II
III
Local Government (Environmental Health &
Regulation
II
III
Local Government (Governance & Administration) I
II
III
Local Government (Government) II
III
Museum and Library/Information Services II
III
National Public Services II
III
Public Services II
III
Retail III
Wage Level B
(This Award does not apply to these traineeships where another Award already provides for the
traineeship.)
Training package Certificate level
Asset Maintenance II
III
Asset Security I
II
III
Hospitality Industry I
II
National Community Recreation Industry II
III
National Fitness Industry II
III
National Outdoor Recreation Industry II
III
National Sport Industry I
II
III
Public Safety II
Printing and Graphic Arts II
Retail II
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Wage Level C
(This Award does not apply to these traineeships where another Award already provides for the
traineeship.)
Training package Certificate level
Agriculture I
II
III
Horticulture I
II
III
Part B, Old Traineeships Titles and Wage Levels
Wage Level A
Arts Administration
AVTS AIEW, (ATSI Education Worker) Traineeship Pilot Project
Basic Horticulture
Basic Horticulture - Local Government (Tas)
Certificate III in Care Support Services (Personal Assistant)
Certificate III in Care Support Services (Nursing Assistant)
Certificate III in Office Administration
Certificate III in Retail Operations
Child Care Worker
Child Care (NSW)
Child Care (Qld)
Child Care (Tas)
Child Care - Local Govt
Clerical Processing (Health Practice)
Communications - Customer Support Streams: Telemarketing; Communications Operator
Disability
Education Industry Traineeships - all streams
Health Ancillary Worker, Dental Assistant (Public Sector Only)
Health Industry Office Skills
Health Office Skills
Home & Community Care
Integration Aide Stream
Language & Literacy Assistant Stream
Library Aide (Education)
Library Assistant
Library Assistant Stream
Literacy Support (Education)
Local Government Maintenance & Construction (Tas)
Marketing & Management (Cultural Industries)
Media Journalism
Medical Office Skills
Medical Receptionist
Nursing - Division 2 (Enrolled Nurse)
Office Support Stream
Patient Services Assistant (Public Sector Only)
Personal Carer
Residential Aged Care
State Public Sector Clerical (All States)
Youth Worker
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Wage Level B
Community Pharmacy (Operations) - Cert I in Retail
Community Pharmacy (Operations) - Cert II in Retail
Community Pharmacy (Operations - Marketing) - Cert III in Retail
Community Pharmacy (Operations - Supervision) - Cert III in Retail
Essential Services Operator
Fitness Instruction
Live Theatre (Technical) (APACA)
Local Government Child Care
Retail Operations Certificate 2
Sales/Marketing
Support Worker
Wage Level C
Community Radio
Community Radio Broadcasting Certificate 2
Land Conservation & Restoration
Personal Carer - Assistant in Nursing/Personal Care worker
Wardsperson
SECTION B
Traineeship schemes excluded from this Award
Nil
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SCHEDULE 6 – SUPPORTED WAGE PROVISIONS OPDATE 01:07:2017 1st pp on or after
CLAUSE S6.1 DEFINITIONS
This Schedule defines the conditions which will apply to employees who because of the effects
of a disability are eligible for a supported wage under the terms of this Award. In the context
of this Schedule, the following definitions will apply:
S6.1.1 Supported Wage System means the Commonwealth Government System to
promote employment for people who cannot work at full award wages because of a
disability, as documented in “Supported Wage System: Guidelines and Assessment
Process”.
S6.1.2 Accredited assessor means a person accredited by the management unit established
by the Commonwealth under the Supported Wage System to perform assessments of
an individual's productive capacity within the Supported Wage System.
S6.1.3 Disability Support Pension means the Commonwealth pension scheme to provide
income security for persons with a disability as provided under the Social Security Act
1991, as amended from time to time, or any successor to that scheme.
S6.1.4 Assessment instrument means the form provided for under the Supported Wage
System that records the assessment of the productive capacity of the person to be
employed under the Supported Wage System.
CLAUSE S6.2 ELIGIBILITY CRITERIA
S6.2.1 Employees covered by this Schedule will be those who are unable to perform the
range of duties to the competence level required within the class of work for which the
employee is engaged under this Award, because of the effects of a disability on their
productive capacity, and who meet the impairment criteria for receipt of a Disability
Support Pension.
S6.2.2 This Schedule does not apply to any existing employee who has a claim against the
employer which is subject to the provisions of workers compensation legislation or any
provision of this Award relating to the rehabilitation of employees who are injured in
the course of their current employment.
S6.2.3 This clause does not apply to employers in respect of their facility, programme,
undertaking, service or the like which receives funding under the Disability Services
Act 1986 and fulfils the dual role of service provider and sheltered employer to people
with disabilities who are in receipt of or are eligible for a Disability Support Pension
in accordance with the requirements of the Disabilities Service Act 1986 and the
Standards contained therein, as amended from time to time.
CLAUSE S6.3 SUPPORTED WAGE RATES
S6.3.1 Employees to whom this Schedule applies will be paid the applicable percentage of the
minimum rate of pay prescribed by this Award for the class of work which the person
is performing according to the following schedule:
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Assessed capacity % of prescribed
(clause S6.4) Award rates
10% 10%
20% 20%
30% 30%
40% 40%
50% 50%
60% 60%
70% 70%
80% 80%
90% 90%
S6.3.2 Provided that the minimum amount payable will not be less than $84 per week.
S6.3.3 Where a person's assessed capacity is 10% they will receive a high degree of
assistance and support.
CLAUSE S6.4 ASSESSMENT OF CAPACITY
For the purpose of establishing the percentage of the Award rate to be paid to an employee
under this Award, the productive capacity of the employee will be assessed in accordance with
the Supported Wage System and documented in an assessment instrument by either:
(a) the employer and a Union party to the Award, in consultation with the employee
or, if desired by any of these;
(b) the employer and an accredited assessor acceptable to the employee and the
employee’s advisers and to the employer.
CLAUSE S6.5 LODGEMENT OF ASSESSMENT INSTRUMENT
S6.5.1 All assessment instruments under the conditions of this Schedule, including the
appropriate percentage of the Award wage to be paid to the employee, will be lodged
by the employer with the Registrar of SAET.
S6.5.2 All assessment instruments will be agreed and signed by the parties to the
assessment, provided that where a Union which is party to the Award, is not a party to
the assessment, it will be referred by the Registrar to the Union by certified mail and
will take effect unless an objection is notified to the Registrar within 10 working days.
CLAUSE S6.6 REVIEW OF ASSESSMENT
The assessment of the applicable percentage should be subject to annual review, or earlier on
the basis of a reasonable request for such a review. The process of review will be in
accordance with the procedures for assessing capacity under the Supported Wage System.
CLAUSE S6.7 OTHER TERMS AND CONDITIONS OF EMPLOYMENT
Where an assessment has been made, the applicable percentage will apply to the wage rate
only. Employees covered by the provisions of this Schedule will be entitled to the same terms
and conditions of employment as all other workers covered by this Award paid on a pro rata
basis.
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CLAUSE S6.8 WORKPLACE ADJUSTMENT
An employer wishing to employ a person under the provisions of this Schedule will take
reasonable steps to make changes in the workplace to enhance the employee's capacity to do
the job. Changes may involve re-design of job duties, working time arrangements and work
organisation, in consultation with other workers in the area.
CLAUSE S6.9 TRIAL PERIOD
S6.9.1 In order for an adequate assessment of the employee's capacity to be made, an
employer may employ a person under the provisions of this Schedule for a trial period
not exceeding 12 weeks, except that in some cases additional work adjustment time
(not exceeding 4 weeks) may be needed.
S6.9.2 During the trial period the assessment of capacity will be undertaken and the
proposed wage rate for a continuing employment relationship will be determined.
S6.9.3 The minimum amount payable to the employee during the trial period will not be less
than $84 per week.
S6.9.4 Work trials should include induction or training, as appropriate, to the job being
trialled.
S6.9.5 Where the employer and employee wish to establish a continuing employment
relationship following the completion of the trial period, a further contract of
employment must be entered into based on the outcome of assessment under clause
S6.4.
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SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD APPLICATIONS FILED PAGE 1
APPLICATIONS FILED
File No Description of Document
04137/2006 NEW AWARD New award. Opdate 01/12/2006.
02288/2007 AWARD VARIATION Award varied. Sch. 6 Supported Wage Provisions re Minimum Standard for Remuneration.
Opdate ppc 02/03/2007. 06492/2007 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.
Opdate ppc 20/12/2007. 06509/2007 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; New Cl. 4.6 economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2007. Opdate ppc 01/12/2007.
05724/2008 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2008. Opdate ppc 01/10/2008.
07184/2008 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.
Opdate ppc 20/12/2008. 05783/2009 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2009. Opdate ppc 01/10/2009.
07195/2009 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.
Opdate ppc 20/12/2009. 04644/2010 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2010. Opdate ppc 01/10/2010.
05528/2010 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.
Opdate ppc 20/12/2010.
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SOUTH AUSTRALIAN MUNICIPAL SALARIED OFFICERS AWARD APPLICATIONS FILED PAGE 2
File No Description of Document
04455/2011 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2011. Opdate ppc 01/10/2011.
05909/2011 AWARD VARIATION Award varied. Cl. 3.1 Employment Categories re Casual Loading Case. Opdates ppc
01/01/2012, 01/07/2012, 01/07/2013, 01/07/2014. 01863/2012 AFD Appln withdrawn re Board of Reference to determine correct classification.
02472/2012 AWARD VARIATION Award varied. Cl. 4.4 Allowances, Cl. 7.3 Council Elections re expense related allowances.
Opdate ppc 01/07/2012. 02815/2012 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage Arrangements; Sch. 6 Supported Wage Provisions re SWC 2012. Opdate ppc 01/07/2012.
01886/2013 INTERPRETATION Not finalised.
03193/2013 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage; Sch. 6 Supported Wage re SWC 2013. Opdate ppc 01/07/2013.
04223/2014 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage; Sch. 6 Supported Wage re SWC 2014. Opdate ppc 01/07/2014.
06633/2015 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage; Sch. 6 Supported Wage re SWC 2015. Opdate ppc 01/07/2015.
03211/2016 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage; Sch. 6 Supported Wage re SWC 2016. Opdate ppc 01/07/2016.
03341/2017 AWARD VARIATION Award varied. Cl. 4.4 Allowances; Cl. 4.5 Safety Net Adjustments; Cl. 4.6 Economic
Incapacity Applications; Sch. 2 General Officers; Sch. 3 Senior Officers Stream; Sch. 5 Training Wage; Sch. 6 Supported Wage re SWC 2017. Opdate ppc 01/07/2017.
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LOCAL GOVERNMENT EMPLOYEES AWARD
This is a consolidated version of an award of the South Australian Employment Tribunal published pursuant to the provisions of the Fair Work Act 1994.
PART 1 APPLICATION AND OPERATION OF AWARD
OPDATE 02:02:98 on and from
Clause 1.1 TITLE
OPDATE 02:02:98 on and from This Award is referred to as the `Local Government Employees Award'.
Clause 1.2 ARRANGEMENT
OPDATE 01:10:2011 1st pp on or after 1.2.1 By Part
Subject Matter Clause No
PART 1 APPLICATION AND OPERATIONS Title ........................................................................................ 1.1 Arrangement ........................................................................... 1.2 Scope, Persons Bound and Locality ....................................... 1.3 Commencement Date of Award and Duration ........................ 1.4 Definitions .............................................................................. 1.5 Continuous Service ................................................................. 1.6 PART 2 AWARD FLEXIBILITY Enterprise Flexibility .............................................................. 2.1 Multi-skilling .......................................................................... 2.2 PART 3 COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION Introduction of Change ........................................................... 3.1 Dispute Settling Procedure ..................................................... 3.2 PART 4 EMPLOYER AND EMPLOYEES DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED
ARRANGEMENTS
Anti-Discrimination ................................................................ 4.1 Employment Categories ......................................................... 4.2 Termination of Employment ................................................... 4.3 Redundancy ............................................................................ 4.4 Absence from Duty ................................................................. 4.5 Stand Down of Employees ..................................................... 4.6
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 1 2
Subject Matter Clause No
PART 5 WAGES AND RELATED MATTERS
Classification Structure .......................................................... 5.1 Wage Rates ............................................................................. 5.2 Allowances ............................................................................. 5.3 Mixed Functions/Higher Duties ............................................. 5.4 Payment of Wages .................................................................. 5.5 Superannuation ....................................................................... 5.6 Safety Net Adjustments .......................................................... 5.7 Economic Incapacity Applications ......................................... 5.8 PART 6 HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK, WEEKEND WORK
Hours of Work ........................................................................ 6.1 Work Breaks ........................................................................... 6.2 Overtime ................................................................................. 6.3 Weekend Work in Ordinary Time .......................................... 6.4 PART 7 LEAVE OF ABSENCE Annual Leave ......................................................................... 7.1 Sick Leave .............................................................................. 7.2 Bereavement Leave ................................................................ 7.3 Parental Leave ........................................................................ 7.4 Carer's Leave .......................................................................... 7.5 Public Holidays ...................................................................... 7.6 Trade Union Training Leave .................................................. 7.7 Study Leave ............................................................................ 7.8 Local Government Steering Committee ................................. 7.9 PART 8 TRANSFERS, TRAVELLING AND WORKING AWAY FROM USUAL PLACE OF WORK Travelling, Transport and Fares ............................................. 8.1 PART 9 TRAINING
Deleted .................................................................................. 9.1 PART 10 OCCUPATIONAL HEALTH AND SAFETY MATTERS, EQUIPMENT, TOOLS AND AMENITIES
Clothing, Equipment and Tools ............................................ 10.1 Occupational Health and Safety ........................................... 10.2 PART 11 AWARD COMPLIANCE AND "ASSOCIATION" RELATED MATTERS
Posting of Award .................................................................. 11.1 Time and Wages Records ..................................................... 11.2 Right of Entry ....................................................................... 11.3 Union Deductions ................................................................. 11.4
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 1 3
Subject Matter Clause No
SCHEDULES
Wage Rates (Incorporating Supplementary Payments) ........... Schedule 1 Service Payments..................................................................... Schedule 2 Actual Rates of Pay ................................................................. Schedule 3 Work Related Allowances ....................................................... Schedule 4 Expense Related Allowances ................................................... Schedule 5 Minimum Wage ....................................................................... Schedule 6 Classification Structure Criteria .............................................. Schedule 7 Supported Wage System .......................................................... Schedule 8 Training Wage Arrangements.................................................. Schedule 9 1.2.2 By Alphabetical Order
Absence from Duty ................................................................... 4.5 Additional Rates ....................................................................... 5.3.2 Allowances ............................................................................... 5.3 Annual Leave ........................................................................... 7.1 Anti-Discrimination .................................................................. 4.1 Arrangement ............................................................................. 1.2 Bereavement Leave .................................................................. 7.3 Carer’s Leave ........................................................................... 7.5 Casual Employment .................................................................. 4.2.4 Classification Structure ............................................................ 5.1 Clothing, Equipment and Tools ................................................ 10.1 Commencement Date of Award and Duration .......................... 1.4 Continuous Service ................................................................... 1.6 Contract Work .......................................................................... 4.2.6 Definitions ................................................................................ 1.5 Disabilities Allowance .............................................................. 5.3.1 Dispute Settling Procedure ....................................................... 3.2 Drivers Licence ........................................................................ 5.3.6 Economic Incapacity Applications ........................................... 5.8 Employment Categories ........................................................... 4.2 Enterprise Flexibility ................................................................ 2.1 Fixed Term Employment .......................................................... 4.2.5 Higher Duties ........................................................................... 5.4.2 Hours of Work .......................................................................... 6.1 Introduction of Change ............................................................. 3.1 Local Government Steering Committee ................................... 7.9 Meal Allowance ....................................................................... 5.3.5 Minimum Remuneration Standard ............................................ 5.2.5 Mixed Functions ....................................................................... 5.4.1 Multi-skilling ............................................................................ 2.2 Occupational Health and Safety ............................................... 10.2 Overtime ................................................................................... 6.3 Parental Leave .......................................................................... 7.4 Part-Time Employment ............................................................ 4.2.3 Payment of Wages .................................................................... 5.5 Plumbing (Trade) Allowances .................................................. 5.3.4 Posting of Award ...................................................................... 11.1 Probationary Employment ........................................................ 4.2.1 Public Holidays ........................................................................ 7.6
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 1 4
Subject Matter Clause No
Redundancy .............................................................................. 4.4 Right of Entry ........................................................................... 11.3 Safety Net Adjustments ............................................................ 5.7 Scope, Persons Bound and Locality ......................................... 1.3 Sick Leave ................................................................................ 7.2 Standing Down Employees ....................................................... 4.6 Study Leave .............................................................................. 7.8 Superannuation ......................................................................... 5.6 Termination of Employment ..................................................... 4.3 Time and Wages Records ......................................................... 11.2 Title .......................................................................................... 1.1 Tool Allowance ........................................................................ 5.3.3 Trade Union Training Leave .................................................... 7.7 Travelling, Transport and Fares ............................................... 8.1 Union Deductions ..................................................................... 11.4 Wage Rates ............................................................................... 5.2 Weekend Work (Ordinary Time) ............................................. 6.4 Weekly Hire ............................................................................. 4.2.2 Work Breaks ............................................................................. 6.2
SCHEDULES
Actual Rates of Pay .................................................................. Schedule 3 Classification Structure Criteria ............................................... Schedule 7 Expense Related Allowances .................................................... Schedule 5 Minimum Wage ........................................................................ Schedule 6 Service Payments...................................................................... Schedule 2 Supported Wage System ........................................................... Schedule 8 Training Wage Arrangements................................................... Schedule 9 Wage Rates (Incorporating Supplementary Payments) ............ Schedule 1 Work Related Allowances ........................................................ Schedule 4
Clause 1.3 SCOPE, PERSONS BOUND AND LOCALITY
OPDATE 02:02:98 on and from 1.3.1 This Award is binding on the industry of the occupations of all persons excepting any clerical employees and other
non manual workers engaged by any municipal corporation or any corporation or district council in the State of South Australia and the occupations of all persons except clerical employees and other non manual workers engaged in work carried out for or on behalf of such municipal corporations and district councils whether as employers or employees.
1.3.2 This Award is not binding on: • those persons who at the time of making this Award were subject to an Enterprise Agreement within the
meaning of the Act, (to the extent of any inconsistency with the Award). • the Corporation of the City of Adelaide or employees of that corporation.
Clause 1.4 COMMENCEMENT DATE OF AWARD AND DURATION
OPDATE 02:02:98 on and from This Award comes into force on the 2nd February 1998 and remains in force, subject to variation or until rescinded or replaced.
Clause 1.5 DEFINITIONS
OPDATE 02:02:98 on and from In this Award except where otherwise indicated: "Act" means the Industrial and Employee Relations Act 1994.
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 1 5
"Award" means the Local Government Employees Award. "Employee" means an employee covered by this Award. "Commission" means the Industrial Relations Commission of South Australia. "Union" means the Australian Workers Union Greater South Australian Branch.
Clause 1.6 CONTINUOUS SERVICE
OPDATE 02:02:98 on and from 1.6.1 Maintenance of Continuous Service Except as otherwise indicated, service is deemed to be continuous despite: 1.6.1.1 absence of the employee from work in accordance with the employee's contract of employment or any
provision of this Award. 1.6.1.2 absence of the employee from work for any cause by leave of the employer 1.6.1.3 absence from work on account of illness, disease or injury 1.6.1.4 absence with reasonable cause. Proof of such reasonable cause lies with the employee. 1.6.1.5 interruption or termination of the employee's service by an act or omission of the employer with the
intention of avoiding any obligation imposed by this Award, the Act or Long Service Leave Act. 1.6.1.6 interruption or termination of the employee's service arising directly or indirectly from an industrial
dispute if the employee returns to the service of the employer in consequence of the settlement of the dispute.
1.6.1.7 transfer of the employment of an employee from one Council to another Council subject to the provisions
of the Local Government Act. 1.6.2 CALCULATION OF PERIOD OF SERVICE Where an employee's continuity of service is preserved under this Clause, the period of absence from work is not to
be taken into account in calculating the period of the employee's service with the employer except: 1.6.2.1 to the extent that the employee receives or is entitled to receive pay for the period or, 1.6.2.2 where the absence results from a decision of the employer to stand the employee off without pay.
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 2 1
PART 2 AWARD FLEXIBILITY
OPDATE 02:02:98 on and from
Clause 2.1 ENTERPRISE FLEXIBILITY
OPDATE 02:02:98 on and from 2.1.1 At each enterprise or workplace, consultative mechanisms and procedures will be established comprising
representatives of the employer and employees. The Union will be entitled to be represented when it has one or members employed by the employer at that site.
2.1.2 The particular consultative mechanisms and procedures shall be appropriate to the size, structure and needs of the
enterprise or workplace. 2.1.3 The purpose of the consultative mechanisms and procedures is to facilitate the efficient operation of the enterprise or
workplace according to its particular needs. 2.1.4 Where agreement is reached at an enterprise or workplace through such consultative mechanisms and procedures,
and where giving effect to such agreement requires this Award, as it applies at the enterprise or workplace, to be varied, an application to vary will be made to the Commission. The agreement will be made available in writing, to all employees at the enterprise or workplace and the Union.
2.1.5 When this Award is varied to give effect to an agreement made pursuant to this clause the variation will become a
schedule to this Award and the variation takes precedence over any provisions of this Award to the extent of any expressly identified inconsistency.
2.1.6 The agreement must meet the following requirements to enable the Commission to vary this Award to give effect to
it: 2.1.6.1 that the purpose of the agreement is to make the enterprise or workplace operate more efficiently
according to its particular needs; 2.1.6.2 that the majority of employees covered by the agreement genuinely agree to it; 2.1.6.3 that the Award variation necessitated by the agreement is consistent with the requirements of Section 79 of
the Act. 2.1.7 The failure by an employer to give the Union an opportunity to be involved in the consultative process leading to the
making of an agreement may result in the Commission adjourning or refusing the application to vary the Award.
Clause 2.2 MULTI-SKILLING
OPDATE 02:02:98 on and from A Council may direct an employee to carry out such duties as are within the limits of the employees skill, competence and training.
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 3 1
PART 3 COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION
OPDATE 02:02:98 on and from
Clause 3.1 INTRODUCTION OF CHANGE
OPDATE 02:02:98 on and from 3.1.1 NOTIFICATION OF INTENDED CHANGE 3.1.1.1 Where an employer has made a firm decision to implement changes in production, program, organisation,
structure or technology that are likely to have significant effects on employees, the employer must as soon as practicable notify the employee who may be affected by the proposed changes and their Union.
3.1.1.2 `Significant Effects' include: • termination of employment; • major changes in the composition, operation or size of the employer's workforce or in the skills
required; • the elimination or diminution of job opportunities, promotion opportunities or job tenure; • the alteration of hours of work; • the need for retraining or transfer of employees to other work or locations and the restructuring of
jobs. Where the Award makes provision for alteration of any of these matters, an alteration will be deemed not to have
significant effect. 3.1.2.1 The employer must discuss with the employees affected and their Union, among other things: • the introduction of the changes referred to in 3.1.1.1; • the effects the changes are likely to have on employees; • measures to avert or mitigate the adverse effects of such changes on employees. The employer must give prompt consideration to matters raised by the employees and/or their Union in relation to
the changes. 3.1.2.2 The discussions must commence as early as practicable after a firm decision has been made by the
employer to make the changes referred to in 3.1.1.1. 3.1.2.3 For the purposes of such discussion, the employer must provide in writing to the employees concerned
and the Union: • all relevant information about the changes including the nature of the changes proposed; and • the expected effects of the changes on employees and any other matters likely to affect them. Employers are not required to disclose confidential information disclosure of which, when looked at objectively,
would be against the employer's interests.
Clause 3.2 DISPUTE SETTLING PROCEDURE
OPDATE 02:02:98 on and from 3.2.1 The procedures below are established in order to minimise the effects of industrial disputes and are entered into by
the parties as a measure and commitment to this effect without limiting the rights of any party. At all stages of the 3.2.2 procedures, the parties to the dispute will endeavour to resolve the matter promptly, and will endeavour to have work
proceed without stoppage or the imposition of bans, limitations or restrictions (except where justified on the grounds of occupational health and safety), and no party shall be prejudiced as to the final settlement by the continuance of work in accordance with this clause.
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 3 2
3.2.2 STAGES OF DISPUTE SETTLEMENT Stage 1: The employee and/or the Job Representative will contact the Supervisor and attempt to settle the matter at
that level, or where appropriate the Supervisor will contact the employee and/or the Job Representative. Stage 2: If the dispute is not settled at Stage 1 the employee and the Job Representative will meet with the
Supervisor and his/her Manager. Stage 3: If the dispute is not settled at Stage 2, the employee, Job Representative and Union Organiser will meet
with the Supervisor/Manager and CEO. Stage 4: If the dispute is not settled at Stage 3, the State Secretary of the Union will be advised. If Council
considers it appropriate, additional assistance may be sought from the LGA in order to settle the matter. Stage 5: If the dispute is not settled at Stage 4, either party may refer the matter to the South Australian Industrial
Relations Commission for conciliation and/or arbitration. 3.2.3 Every effort will be made to ensure that the processes contained in Stages 1, 2 and 3 above will be completed within
five working days.
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LOCAL GOVERNMENT EMPLOYEES AWARD PART 4 1
PART 4 EMPLOYER AND EMPLOYEES DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED
ARRANGEMENTS
OPDATE 02:02:98 on and from
Clause 4.1 ANTI-DISCRIMINATION
OPDATE 02:02:98 on and from 4.1.1 It is the intention of the parties to this Award to achieve the principal object in section 3 (m) of the Act by helping to
prevent and eliminate discrimination on the basis of colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin.
4.1.2 Accordingly, in fulfilling their obligations under the disputes avoidance and settling clause, the parties must make
every endeavour to ensure that neither the Award provisions nor their operations are directly or indirectly discriminatory in their effects.
4.1.3 Nothing in the clause is to be taken to affect: 4.1.3.1 any different treatment (or treatment having different effects) which is specifically exempted under the
State or Commonwealth anti-discrimination legislation; 4.1.3.2 until considered and determined further by the Commission the payment of different wages for employees
who have not reached a particular age; 4.1.3.3 an employee, employer or registered organisation, pursuing matters of discrimination in the State or
Federal jurisdiction, including by application to the Human Rights and Equal Opportunity Commission. 4.1.4 Nothing in this clause is to be taken to prevent: 4.1.4.1 a matter referred to in 4.1.1 from being a reason for terminating employment if the reason is based on the
inherent and requirements of the particular position.
Clause 4.2 EMPLOYMENT CATEGORIES
OPDATE 01:10:2011 1st pp on or after 4.2.1 PROBATIONARY EMPLOYMENT 4.2.1.1 A Council may engage new employees or promote existing employees on a probationary basis of 3
months duration for the purpose of facilitating the assessment of an employee's work performance. 4.2.1.2 The probationary period may be extended for a further period in light of an unsatisfactory work
assessment at the end of the initial 3 months employment. 4.2.1.3 Dismissal during or at the completion of the probationary period (due to unsatisfactory work performance)
will not be given before the employee has been reasonably counselled by the Council. 4.2.1.4 Provided however that where an existing employee is promoted to a higher classification under the
Award, the promotion for the first 3 months will be on an acting basis to allow for an assessment of the employees suitability for the position. Provided further that where the employee has within the last 12 months acted in the position for an accumulated period of 3 months, the employee will be considered to have satisfied this requirement.
4.2.2 WEEKLY HIRED EMPLOYMENT (FULL TIME AND PART-TIME) The contract of hiring of every employee bound by this Award will, other than in the case of casual employees, be
deemed to be a hiring by the week. 4.2.3 PART-TIME EMPLOYMENT 4.2.3.1 An employee who performs work (less than 38 hours per week) on a regular weekly basis may be engaged
as a regular part-time employee. The employee is employed on a weekly contract of employment and entitled to the prescribed benefits of
a full-time employee but on a pro-rata basis according to the normal weekly hours worked.
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4.2.3.2 Part-time employees are entitled to overtime payments for work performed in excess of the daily hours
normally performed by the employee in accordance with his/her contract of employment, subject to any arrangements (re flexible working hours) which may operate in respect of the workforce or work groups.
4.2.3.3 Provided however that the ordinary hours of work for a part-time employee can be altered by mutual
agreement between the Council and the employee concerned, to cover short-term or longer-term operational requirements.
4.2.4 CASUAL EMPLOYMENT 4.2.4.1 A casual employee is an employee who is engaged under an hourly contract of hire and paid a casual
loading of 20% in addition to the applicable rates of pay prescribed under Schedule 1 (Wage Rates) and Schedule 2 (Supplementary Payments) to the Award.
Provided however that the casual loading shall be increased in accordance with the following:
to 22.5% from the first full pay period to commence on or after 24 November 2004; and
to 25% from the first full pay period to commence on or after 1 July 2005 4.2.4.2 A casual employee is paid for time worked only and is not entitled to the various types of leave prescribed
in Part 7 of the Award. Provided however that where a casual employee performs work at a time which attracts penalty rates under the Award, the penalties will also apply for the work performed by the casual employee.
4.2.4.3 Where the work is stopped by rain or dust, up to 20 minutes will be allowed for shelter, and, if such
weather conditions improve sufficiently to permit resumption of work, the time will be paid for, but if by direction of the employer, work does not resume, the employees will be paid for that day, no less than 2 hours pay for the day.
4.2.4.4 Where a casual employee, on any day, reports for duty without having received notice before leaving their
home, when work has been unavoidably stopped, they will be paid for that day, no less than 2 hours pay. 4.2.4.5 The minimum engagement for a casual is 2 consecutive hours. 4.2.4.6 With the exception of swimming pool attendants, the maximum term of engagement for a casual working
full-time (ie. a 38 hour week) will be ten consecutive weeks. Provided however that there are no limitations on the term of engagement of a casual employee working
less than full-time hours. 4.2.4.7 Conversion of Employment Status 4.2.4.7.1 Notwithstanding any other provisions of clause 4.2.4, any employee: (a) engaged on a contract of employment who is entitled to be, or is, paid as a casual employee; and (b) who has been employed by an employer during a period of a least 12 months, either: (i) on a regular and systematic basis for several periods of employment; or (ii) on a regular and systematic basis for an ongoing period of employment; and (c) whose employment is consistent with full-time or part-time employment (working a minimum of
ten (10) hours per week), shall thereafter have the right to elect to have his or her employment converted to full-time or part-time
employment if such employment is to continue beyond the 12 month period.
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(d) provided however that annual seasonal type employment shall be excluded from the operation of
clause 4.2.4 including:
swimming pool employees, sale yard employees, beach cleaning employees.
For the purpose of this clause 4.2.4.7.1(d) the reference to annual seasonal type employment shall mean work on behalf of the council normally carried out at a particular time of each year and for a limited period having regard to the work operation.
(e) provided further that the operation of clause 4.2.4.7.1 shall not apply in the case of casual
employees who are engaged to perform work on an occasional, non-systematic or irregular basis or who are relieving other workers who are on workers compensation or other such long term absences.
4.2.4.7.2 Every employer of such an employee shall give the employee notice in writing of the provisions of
4.2.4.7.1 within 4 weeks of the employee attaining the qualifying period of 12 months in accordance with clause 4.2.4.7.1 hereof. The employee retains his or her right of election under the clause if the employer fails to comply with the clause.
4.2.4.7.3 Any such employee who does not within 4 weeks of receiving written notice elect to convert his or her
employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.
4.2.4.7.4(a) Any employee who has a right to elect under clause 4.2.4.7.1 upon receiving notice as prescribed
in 4.2.4.7.2 shall give four (4) weeks notice in writing to the employer that he or she seeks to elect to convert his or her employment to full-time or part-time employment.
4.2.4.7.4(b) Within four (4) weeks of receiving such notice from an employee (as set out in 4.2.4.7.4(a)), the
employer shall consent to or refuse the election but shall not unreasonably so refuse. 4.2.4.7.5 Where, in accordance with 4.2.4.7.4 an employer refuses an election to convert, the reasons for doing
so shall be fully stated to and discussed with the employee concerned and a genuine attempt made to reach agreement. Any dispute about the refusal of an election to convert to full-time or part-time employment shall be dealt with as far as practicable with expedition in accordance with clause 3.2 Dispute Settling Procedure.
4.2.4.7.6 If an employee has elected to have his or her employment converted to full-time or part-time
employment in accordance with clause 4.2.4.7.4, the employer and employee shall (subject to clause 4.2.4.7.4), discuss and agree upon which form of employment the employee will convert to, that is full-time or part-time. Following such agreement being reached, the employee will convert to full-time or part-time employment.
4.2.4.7.7 Once an employee has elected to and with the agreement of the employer converts to full-time or part-
time employment, the employee may only revert to casual employment by written agreement with the employer.
4.2.4.7.8 Any dispute about the arrangements to apply to an employee converting from casual employment to
full-time or part-time employment shall be dealt with as far as practicable with expedition in accordance with clause 3.2 Dispute Settling Procedure.
4.2.4.7.9 An employer must not engage or re-engage, or dismiss or threaten to dismiss or prejudice an employee
in employment to avoid any obligation under this clause. 4.2.4.7.10 Where an employee converts from casual to full-time or part-time employment, the employee’s service
for the purpose of leave entitlements (other than long service leave) will be calculated from the commencement of part-time or full-time employment.
4.2.5 FIXED TERM EMPLOYMENT A Council may engage employees for a fixed term to cover special or additional projects/work and to cover the long-
term absences of other employees provided that any such fixed term is clearly identified at the time of engagement.
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4.2.6 CONTRACT WORK 4.2.6.1 The employer will not permit any operation or function or employment of any of the classes to which this
Award is applicable to be carried on, exercised, or entered into by any contractor or other person on behalf of the employer except in accordance with the terms and conditions of this Award as if the contractor or other person were personally a party to and bound by this Award.
4.2.6.2 The employer will not enter into any contract for the carrying of any of the work covered by this Award
by means of employees unless the contract contains a clause binding the contractor to pay the rates and observe the conditions prescribed in this Award in respect of the work contracted for so long as this Award remains in operation.
Clause 4.3 TERMINATION OF EMPLOYMENT
OPDATE 02:02:98 on and from 4.3.1 NOTICE OF TERMINATION BY EMPLOYER 4.3.1.1 In order to terminate the employment of an employee, the employer must give the employee the following
notice: Period of Continuous Service Period of Notice
Not more than 1 year at least 1 week More than 1 year but not more than 3 years at least 2 weeks More than 3 years but not more than 5 years at least 3 weeks More than 5 years at least 4 weeks 4.3.1.2 In addition to the notice in 4.3.1.1 employees over forty five years of age at the time of the giving of
notice with not less than 2 years continuous service are entitled to additional notice of one week. 4.3.1.3 Payment at the ordinary rate of pay in lieu of the notice prescribed in 4.3.1.1 and/or 4.3.1.2 and/or 4.4.4
must be made if the appropriate notice period is not given. Employment may be terminated by part of the period of notice specified and part payment in lieu.
4.3.1.4 In calculating any payment in lieu of notice the employer must pay the wages an employee would have
received in respect of the ordinary time the employee would have worked during the period of notice had the employee's employment not been terminated.
4.3.1.5 The period of notice in this Clause does not apply in the case of: • dismissal for conduct that at common law justifies instant dismissal • casual employees • employees engaged for a specific period of time; or • for a specific task or tasks 4.3.2 TIME OFF DURING NOTICE PERIOD Where an employee has given notice of termination to an employee, the employee is entitled to up to 1 day's time off
without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with the employer.
4.3.3 STATEMENT OF EMPLOYMENT The employer must provide to an employee whose employment has been terminated a written statement specifying
the period of the employee's employment and the classification of or the type of work performed by the employee.
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4.3.4 PAYMENT IN LIEU If an employer makes payment in lieu for all or any of the period of notice prescribed, the period for which such
payment is made must be treated as service with the employer for the purposes of computing any service related entitlement of the employee.
4.3.5 NOTICE OF TERMINATION BY EMPLOYEE In order to terminate employment an employee must give the employer the following notice: Period of Continuous Service Period of Notice
Not more than 1 year at least 1 week More than 1 year at least 2 weeks
Clause 4.4 REDUNDANCY
OPDATE 02:02:98 on and from 4.4.1 DEFINITION `Redundancy' in this Clause means the loss of employment due to the employer no longer requiring the job the
employee has been doing to be performed by anyone, and `redundant' has a corresponding meaning. 4.4.2 EXCLUSIONS 4.4.2.1 This Clause does not apply to employees with less than 1 year's continuous service. The general
obligation of employers should be no more than to give such employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by such employees of suitable alternative employment.
4.4.2.2 This Clause does not apply where employment is terminated as a consequence of conduct that at common
law justifies instant dismissal or in the case of casual employees or employees engaged for a specific period of time or for a specified task or tasks.
4.4.3 DISCUSSIONS BEFORE TERMINATION 4.4.3.1 Where an employer has made a firm decision that the employer no longer requires the job the employees
have been doing done by Council employees and that decision may lead to termination of employment, the employer must have discussions as soon as practicable with the employees directly affected and with the Union. Discussions must include:
• the reasons for the proposed terminations; • measures to avoid or minimise the terminations; • measures to mitigate the adverse effects of any terminations on the employees concerned. 4.4.3.2 For the purpose of such discussion the employer must as soon as practicable provide in writing to the
employees concerned and the Union, all relevant information about the proposed terminations, including: • the reasons for the proposed terminations; • the number and categories of employees likely to be affected; • the number of workers normally employed; and • the period over which the terminations are likely to be carried out. No employer is required to disclose confidential information the disclosure of which, when looked at
objectively, would be against the employer's interests.
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4.4.4 PERIOD OF NOTICE OF TERMINATION ON REDUNDANCY 4.4.4.1 If the services of an employee are to be terminated due to redundancy such an employee must be given
notice of termination as prescribed by Clause 4.3 of this Award. 4.4.4.2 Employees to whom notification of termination of service is to be given on account of the introduction or
proposed introduction by the employer of automation or other like technological changes in the industry in relation to which the employer is or other like engaged must be given not less than 3 months notice of termination.
4.4.4.3 Should the employer fail to give notice of termination as required in this Award the employer must pay to
that employee the ordinary rate of pay for a period being the difference between the notice given and that required to be given. The period of notice to be given is deemed to be service with the employer for the purposes of the Long Service Leave Act, 1987.
4.4.5 TIME OFF DURING NOTICE PERIOD 4.4.5.1 During the period of notice of termination given by the employer an employee is entitled to up to 1 day off
without loss of pay during each week of notice for the purpose of seeking other employment. 4.4.5.2 If the employee has been allowed paid leave for more than 1 day during the notice period for the purpose
of seeking other employment, the employee must, at the request of the employer, produce proof of attendance at an interview. If such proof is not produced the employee is not entitled to receive payment for the time absent. For this purpose a statutory declaration will be sufficient.
4.4.6 NOTIFICATION TO COMMONWEALTH EMPLOYMENT SERVICE Where a decision has been made to terminate the employment of an employee, or of employees, on account of
redundancy the employer must notify the Commonwealth Employment Service accordingly as soon as possible, giving relevant information including:
• a written statement of the reason(s) for the termination(s) • the number and categories of the employees likely to be affected; and • the period over which the termination(s) are intended to be carried out. 4.4.7 SEVERANCE PAY 4.4.7.1 In addition to the period of notice prescribed for termination in Clause 4.4 and 4.5.4.1 or 4.5.4.2 an
employee whose employment is terminated by reason of redundancy is entitled to the following amounts of severance pay in respect of a continuous period of service.
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Period of Continuous Service Severance Pay
Less than 1 year Nil 1 year and less than 2 years 4 weeks pay 2 years and less than 3 years 6 weeks pay 3 years and less than 4 years 7 weeks pay 4 years and over 8 weeks pay 4.4.7.2 The severance payment need not exceed the amount which the employee would have earned if
employment with the employer had proceeded to the employee's agreed date of retirement or the employee's eligibility date for social security benefits.
4.4.8 WRITTEN NOTICE The employer must, as soon as practicable, but prior to the termination of the employee's employment, give to the
employee a written notice containing, among other things, the following: 4.4.8.1 the date and time of the proposed termination of the employee's employment 4.4.8.2 details of the monetary entitlements of the employee upon the termination of the employee's employment
including the manner and methods by which those entitlements have been calculated; 4.4.8.3 advice as to the entitlement of the employee to assistance from the employer, including time off without
loss of pay in seeking other employment, or arranging training or retraining for future employment; and 4.4.8.4 advice as to the entitlements of the employee should the employee terminate employment during the
period of notice. 4.4.9 TRANSFER TO LOWER PAID DUTIES Where an employee whose job has become redundant accepts an offer of alternative work by the employer the rate
of pay for which is less than the rate of pay for the former position, the employee is entitled to the same period of notice of the date of commencement of work in the new position as if the employee's employment had been terminated. The employer may pay in lieu thereof an amount equal to the difference between the former rate of pay and the new lower rate for the number of weeks of notice still owing.
4.4.10 EMPLOYEE LEAVING DURING NOTICE An employee whose employment is terminated on account of redundancy may terminate employment during the
period of notice. IN this case the employee is entitled to the same benefits and payments under this Clause as if remaining with the employer until the expiry os such notice. In such circumstances the employee is not entitled to payment in lieu of notice.
Clause 4.5 ABSENCE FROM DUTY
OPDATE 02:02:98 on and from An employee not attending for duty will lose pay for the actual time of such non attendance except in the case of an employee who is absent from duty in accordance with the provisions of this Award, or by special leave specifically agreed with the employer.
Clause 4.6 STAND DOWN OF EMPLOYEES
OPDATE 02:02:98 on and from 4.6.1 The employer is not liable to pay an employee for time lost when work is unavoidably stopped because of a
breakdown of plant and/or machinery or a failure of power or a shortage of material or a strike or any cause for which the employer cannot reasonably be held responsible.
4.6.2 Provided that where an employee on any day reports for duty without having received notice of such stoppage before
leaving home to proceed to work the employee will be paid in respect of that day not less than 2 hours pay. Such notice may be given either personally or by written notice left at the employee's last known place of abode.
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PART 5 WAGES AND RELATED MATTERS
OPDATE 02:02:98 on and from
Clause 5.1 CLASSIFICATION STRUCTURE
OPDATE 02:02:98 on and from 5.1.1 The classification structure for employees covered under the Award consists of eight (8) gradings of Municipal
Employee. 5.1.2 The classification criteria used to determine the appropriate grading of employees is shown under Schedule 7 to the
Award.
Clause 5.2 WAGE RATES
OPDATE 01:07:2017 1st pp on or after 5.2.1 ADULT WAGE RATES The minimum wage rates to be paid to adult employees under the Award are prescribed under the following
Schedules to the Award, viz
Schedule 1 Base Wage Rates Schedule 2 Service Payments Schedule 3 Actual Rates of Pay (ie the aggregation of the amounts contained under Schedules 1 and 2) Schedule 6 Minimum Wage Schedule 8 Supported Wage System
5.2.2 JUNIOR WAGES 5.2.2.1 Maintenance and Construction Stream
Junior employees under the age of 18 years are paid 60 per cent of the appropriate adult wage rate. At 18 years of age and over, and where performing the duties usually performed by adult employees, the
full adult rate is paid. 5.2.2.2 Parks and Gardening Stream Junior employees within this stream are paid according to the following scale, based on a percentage of
the rate applicable for a Municipal Employee Grade 2. Percentage of Municipal Employee Grade 2 At 17 years or under 60 At 18 years 75 At 19 years 85 At 20 years 95 5.2.2.3 Swimming Pool Centres
Junior employees engaged to work in Swimming Pool Centres are paid according to the following scale,
based on a percentage of the rate applicable for a Municipal Employee Grade 4. Percentage of Municipal Employee Grade 4 At 17 years or under 60 At 18 years 70 At 19 years 80 At 20 years 90
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5.2.3 APPRENTICE WAGES The minimum weekly rate of wages for apprentices are the undermentioned percentages of the rate applicable for a
Municipal Employee Grade 5. Percentage of Municipal Employee Grade 5 1st year 42 2nd year 55 3rd year 75 4th year 88 Provided that as from 1st pp on or after 01/07/2017 an adult apprentice must receive at least the State Minimum
Award Wage of $707.50 per week (see Clause 5.2.5). 5.2.4 CALCULATION OF WAGE RATES Wage rates are to be calculated to the nearest 10 cents per week. Any fraction less than 5 cents shall go to the lower
multiple and 5 cents or more to the higher multiple. 5.2.5 STATE MINIMUM AWARD WAGE
5.2.5.1 Subject to the exceptions provided in 5.2.5.3, as from the first pay period to commence on or after 1 July 2017, a full-time adult employee must be paid no less than the State Minimum Award Wage of $707.50 per week or $18.62 per hour for work performed in ordinary time. Adult casual employees must be paid no less than $23.28 per hour for work performed in ordinary time.
5.2.5.2 Employees to whom junior rates apply in accordance with this Schedule will be paid no less than the
following age based percentage of the State Minimum Award Wage:
Age Percentage
Under 17 years of age 50 17 years of age 60 18 years of age 70 19 years of age 80 20 years of age 90
5.2.5.3 The following categories of employees are not entitled to the State Minimum Award Wage as prescribed
in (5.2.5.1):
(a) Adult trainees undertaking a traineeship in accordance with Schedule 9 of this Award (subject to the terms of the traineeship).
(b) Adult employees employed under Supported Wage Provisions in the Award.
Clause 5.3 ALLOWANCES
OPDATE 02:02:98 on and from 5.3.1 DISABILITIES ALLOWANCE 5.3.1.1 In addition to the wages provided in the Award and subject to the exclusions provided in 5.3.1.2 hereof an
employee is paid an allowance at the rate prescribed in Schedule 4 of this Award to compensate for the following disabilities:
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• climactic conditions when working in the open on all types of work or on multistorey or similar
type of construction prior to it being enclosed; • the physical disadvantage of having to climb stairs or ladders, particularly on multistorey or similar
type of construction; • dust blowing in the wind on construction sites; • sloppy or muddy conditions; • dirty conditions caused by the use of form oil or green timber; • drippings from newly poured concrete; • the disability of working on all types of scaffolds other than a single plank or a bosun's chair; • the lack of usual amenities associated with factory work; and • all other disabilities not specifically compensated or allowed for by any other provision of this
award. 5.3.1.2 The following work locations and operations do not attract the payment of the disabilities allowance: • work performed in the depot and/or workshop • work performed in or about swimming pool facilities • work performed in or about Council owned buildings 5.3.1.3 An employee receiving an allowance under the provisions of this clause is not entitled to the payment of
the special rates prescribed for Wet Work by Clause 5.3.2.14 of the Award. 5.3.2 ADDITIONAL RATES The additional rates to be paid in respect of Work Related Allowances or Expense Related Allowances are shown
under Schedules 4 and 5 (respectively) to the Award. 5.3.2.1 Burning off Grass Employees engaged in burning off grass with or without knapsack sprayer, for not less than 2 hours per
day are entitled to receive additional payment as prescribed by Schedule 4 of this Award. 5.3.2.2 Cleaning Public Lavatories Employees required to clean public lavatories per day or part thereof during which so engaged are paid an
extra amount as prescribed by Schedule 4 of this Award. 5.3.2.3 First Aid Treatment A certified first aid attendant who is nominated by the employer to act on such certificate is paid an
amount above the classified rate as prescribed by Schedule 4 of this Award. 5.3.2.4 Handling Money on behalf of Employer An employee handling money on behalf of the employer is paid per week an additional amount as
prescribed by Schedule 4 of this Award. 5.3.2.5 Removal of Dead Animals An employee who is required to remove, destroy, or bury dead animals is paid an amount prescribed by
Schedule 4 of this Award.
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5.3.2.6 Confined Spaces An employee required to work in a space or place, the dimensions or nature of which necessitates working
in a stooped or otherwise cramped position or without sufficient ventilation, will be paid an additional amount as prescribed by Schedule 4 of this Award.
5.3.2.7 Portable Wood Chipping Machine An employee called upon to operate and/or feed a portable woodchipping machine will be paid an
allowance as prescribed by Schedule 4 of this Award over and above the employees classified ordinary rate of pay.
5.3.2.8 Fertiliser Spreading Where during fertiliser spreading operations an employee is required to carry a loaded knapsack, canvas
sling, or galvanised iron tray of fertiliser on his/her back and/or shoulder, for the time so worked the employee will be paid an allowance as prescribed by Schedule 4 of this Award.
5.3.2.9 Height Allowance Any employee required to work on a ladder at a height in excess of 8 metres will be paid an allowance as
prescribed by Schedule 4 of this Award for the time so worked. 5.3.2.10 Toxic Substances 5.3.2.10.1 Employees required to use toxic substances will be informed by the employer of the health
hazards involved and instructed in the correct and necessary safeguards which must be observed in the use of such materials.
5.3.2.10.2 Employees using such material will be provided with and will use all safeguards required by
the appropriate Government authority or in the absence of such requirements such safeguards defined by a competent authority or person chosen by the Union and the employer.
5.3.2.10.3 Employees using toxic substances or materials of a like nature and using the safeguards as
provided by the employer in paragraphs (i) and (ii) above are paid extra as prescribed by Schedule 5 of this Award. Employees working in close proximity who are required to wear protective clothing, are paid extra as prescribed by Schedule 4 of this Award.
5.3.2.10.4 For the purpose of this sub-clause toxic substances includes the addition of a catalyst and
reactive additives or two such catalyst systems are deemed to be materials of a like nature or carry manufacturers recommendations which require the operators to observe special handling procedures owing to the toxic nature of the chemical.
5.3.2.10.5 Employees regularly required to use toxic substances will be required to undergo 12
monthly medical checks at the employers expense. 5.3.2.10.6 These allowances shall not apply to Weed Spray Unit Operators. 5.3.2.11 Driving and Towing Allowances 5.3.2.11.1 Driver, who is required to cart tar (other than in sealed containers) for immediate spreading
upon streets, tar in unsealed containers, or tarred material for spreading upon streets and/or spreads either of them upon streets is paid a weekly (or daily) allowance as prescribed in Schedule 4.
5.3.2.11.2 Employee driving a vehicle collecting garbage is paid an additional weekly (or daily)
allowance as prescribed in Schedule 4. 5.3.2.11.3 Employee driving motor (not being a tractor) drawing trailer is paid a weekly (or daily)
allowance as prescribed in Schedule 4.
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5.3.2.11.4 Employee driving oil tractor is paid a weekly (or daily) allowance as prescribed in Schedule 4.
5.3.2.11.5 Employee whilst engaged in carting tar and/or bitumen and/or emulsified bitumen, tarred or
bituminised metal or tarred or bituminised screenings used for tar or bitumen dressing for paving streets and/or footpaths, or whilst driving and operating fantail spreader is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.
5.3.2.11.6 Employee whilst engaged in spreading screenings and sand on tar and/or bitumen and/or
emulsified bitumen or any other similar substances and who comes into contact with the tar, bitumen or similar substance is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.
5.3.2.11.7 Tractor driver or roller driver, whilst engaged in handling tar and/or bitumen and/or
emulsified bitumen, tarred or bituminised metal or tarred or bituminised screenings used for bitumen dressing, for paving streets and/or footpaths and whilst engaged in the application of materials so carried is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.
5.3.2.11.8 Operator of front-end loader whilst engaged loading tar, or bituminous metal, or bituminous
screenings, or bituminous dressing for paving streets and/or footpaths, and whilst engaged in the application of materials so carried, is paid an additional weekly (or daily) allowance as prescribed in Schedule 4.
5.3.2.11.9 A driver of a goods carrying vehicle who holds a current 2b-2 crane driver's certificate of
competency and is required to drive a goods carrying vehicle with a truck loading crane mounted on the vehicle is paid in addition to his/her ordinary rate of pay, an allowance as prescribed in Schedule 4 of this Award.
5.3.2.12 Wet Work 5.3.2.12.1 If an employee on any day, works in a wet place as herein defined, the employee is paid
extra for such day as prescribed by Schedule 4 of this Award. 5.3.2.12.2 `Wet Place' means a place where the clothing of an employee becomes saturated, or a place
where the employee has to stand in water or slush over one inch in depth so that his/her feet would become wet if not protected.
5.3.2.13 Work in the Rain Employees who are required to work in the rain to complete a concrete pour or work with bituminous
concrete will be paid time and a quarter for time worked. 5.3.2.14 Rockbuster An employee operating a Rockbuster Machine will be paid an allowance as prescribed under Schedule 4
of the Award. 5.3.2.15 Cemetery Workers The employees engaged in work described hereunder shall be paid the allowances as prescribed under
Schedule 4 of the Award. 5.3.2.15.1 Cemetery Curator required to attend a burial on any Sunday 5.3.2.15.2 An employee exhuming a body or bodies from a grave 5.3.2.15.3 Employees engaged in reclaiming and/or backfilling old grave sites
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5.3.3 TOOL ALLOWANCE 5.3.3.1 Except as provided by 5.3.3.3 hereof, a tradesperson will be paid an allowance as prescribed by Schedule
5 of this Award for supplying and maintaining tools ordinarily required in the performance of the work performed as a tradesperson.
This allowance will apply to apprentices on the same percentage basis as provided by this Award. 5.3.3.2 The allowance applies for all purposes of the Award. 5.3.3.3 Where it was the practice as at 13th July 1981, for the employer to provide all tools ordinarily required by
a tradesperson or an apprentice in the performance of the work, the employer may continue that practice and in that event the allowance prescribed in 5.3.3.1 hereof will not apply to such tradesperson or apprentices.
5.3.3.4 Notwithstanding 5.3.3.1 or 5.3.3.2 hereof, an employer will provide for the use of tradesperson or
apprentices, all necessary power tools, special purpose tools, precision measuring instruments and for sheet metal workers, snips used in the cutting of stainless steel, monel metal and similar hard metals.
5.3.3.5 A tradesperson or apprentice will replace or pay for any tools supplied by their employer if lost through
his/her negligence. 5.3.4 PLUMBING (TRADE) ALLOWANCES 5.3.4.1 Registration A Registered Sanitary Plumber is paid a Registration Allowance of an amount prescribed by Schedule 4 of
this Award in addition to all other relevant payments prescribed by this Award. (The allowance applies for all purposes of the Award). 5.3.4.2 Chokages A Tradesperson Plumber is paid an additional amount as prescribed by Schedule 4 of this Award for each
day when required to open an inspection point on a sewer drain in order to clear a chokage or to open inspect, and while working on any septic tank, cesspit, sewage or sullage ejector.
Provided that this allowance shall be paid irrespective of the times at which work is performed and is not
subject to any premium or penalty. 5.3.5 MEAL ALLOWANCE An employee required to work overtime in excess of one and a half hours after working ordinary hours will be paid
by their employer an amount prescribed by Schedule 5 of this Award to meet the cost of a meal, or at the option of the employer, be provided with an adequate and suitable meal.
5.3.6 DRIVERS LICENCE The employer will reimburse any employee whose duties require them to drive a vehicle during the course of their
normal duties, the cost of the drivers licence fee. The payment of the said fee is made as follows: • One year's fee on presentation of the licence. • One year's fee on each subsequent anniversary date of the licence.
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Clause 5.4 MIXED FUNCTIONS / HIGHER DUTIES
OPDATE 02:02:98 on and from 5.4.1 MIXED FUNCTIONS 5.4.1.1 An employee engaged for 2 hours or more on any one day on duties carrying a higher rate than their
ordinary classification will be paid the higher rate for such day. If for less than 2 hours on any one day the higher rate for the time so worked is paid.
5.4.1.2 Provided however that where the actual performance of such work becomes a normal and constant feature
of the employee's substantive position (for an accumulated period of 600 hours in a 12 month period) then the employee will be reclassified to that level.
5.4.1.3 An employee acting or relieving in a position of higher grade shall be entitled to be paid in accordance
with 5.4.1.1 hereof, provided however (subject to subclause 5.4.1.4), such time shall not be taken into account for the purposes of subclause 5.4.1.2 hereof.
5.4.1.4 Where an employee is predominantly engaged in the relief of regular short term absences such as sick
leave, rostered days off and annual leave and such relief is a regular and constant feature of the employees position (for an accumulated period of 1500 hours in a 12 month period) then the employee will be reclassified to that level. This clause shall only apply to employees relieving at ME 5 level and below.
5.4.1.5 Where an employee acts up in a position of higher level (not being a relieving situation) the following
arrangements will apply:
Where the work is specific and of limited nature, the employer and employee will agree on the overall period of acting up.
Where the period is unknown, the employer and employee will review the acting up arrangements
after 4 months with a view to either confirming the classification or agreeing on the continuation of the higher duties and the time frames regarding the performance of such work.
These arrangements will be made in writing and shall include the period of acting up or date of
review. 5.4.1.6 Where an employee acts in a position of higher level for an accumulated period of 6 months within a 12
month period, the period of approved leave taken shall be paid at the higher rate, provided such leave is actually taken within the period of acting up.
5.4.2 HIGHER DUTIES 5.4.2.1 An employee directed by their employer to perform duties of higher value exceeding the classification
grades of this Award shall be paid in accordance with the following for time so worked.
The minimum wage rate for the higher paid classification if he or she substantially performs the duties thereof; or
A wage rate commensurate with the value of the duties he or she is so directed to perform.
5.4.2.2 Provided that the employee directed to perform such duties will perform them on the first occasion for a
continuous period of five working days or more, and on any other occasion, subsequent to having performed those duties for the aforesaid period, for one working day or more, in order to become entitled to higher duties pay as aforesaid.
5.4.2.3 This clause applies to the performance of duties supplementing those of an employee or employees in a
higher paid classification, as well as to duties performed in relieving such a person on sick leave, annual leave, etc.
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5.4.3.4 Any dispute as to whether an employee is substantially performing the duties of a higher paid
classification, or whether a wage rate is commensurate with the value of duties performed outside or exceeding those of the classification to which an employee has been appointed, shall be dealt with in the first place
through discussions between the employer and the Union, and if agreement cannot be reached then the
matter shall be determined in accordance with the Dispute Settlement Procedure contained in Clause 3.2.
Clause 5.5 PAYMENT OF WAGES
OPDATE 02:02:98 on and from 5.5.1 Wages are paid weekly or fortnightly and payment made in the employer's time. Provided that any decision of the
Commission is computed initially to apply on a weekly basis. 5.5.2 Employers will furnish to each employee on the pay envelope or in a written statement, or show in the time book at
the time when wages are paid particulars as follows: • gross earnings or wages, including overtime and other earnings • the amount paid as overtime • the amount deducted for tax • particulars of other deductions • the net amount paid • allowances shall be shown separately: and • annual leave and sick leave entitlements will be shown on pay slips or employees will be provided with an
annual summary of leave taken and leave due.
Clause 5.6 SUPERANNUATION
OPDATE 02:02:98 on and from 5.6.1 The provisions of this Clause apply to all employees covered by the award with the following exceptions: • casual employees working less than 10 hours per week • an employee who is engaged for a period of less than ten (10) continuous weeks with a Council 5.6.2 Subject to the provisions of 5.6.1 hereof a Council will pay to the Local Government Superannuation Scheme an
amount (in respect to each employee) no less than the amount specified in the Superannuation Guarantee Act. For the purposes of this Clause, the Local Government Superannuation Scheme will include the Local Government
Superannuation Scheme (Productivity Account).
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Clause 5.7 SAFETY NET ADJUSTMENTS
OPDATE 01:07:2017 1st pp on or after The rates of pay in this Award include the safety net adjustment payable under the 2017 State Wage Case and Minimum
Standard for Remuneration. This safety net adjustment may be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this Award which are above the wage rates prescribed in the Award. Such above Award payments include wages payable pursuant to enterprise agreements, currently operating enterprise flexibility agreements, award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.
Increases made under the existing or previous State Wage Case principles, previous General Reviews of Award Wages and the 2017 State Wage Case and Minimum Standard for Remuneration excepting those resulting from enterprise agreements or Award variations to give effect to enterprise agreements, are not to be used to offset safety net adjustments.
Clause 5.8 ECONOMIC INCAPACITY APPLICATIONS
OPDATE 01:07:2017 1st pp on or after Any employer or group of employers bound by an Award may apply to, temporarily or otherwise, reduce, postpone and/or phase-in the application of any increase in labour costs flowing from the 2017 State Wage Case and Minimum Standard for
Remuneration on the grounds of serious economic adversity. The merit of such application will be determined in the light of the particular circumstances of each case and the impact on employment at the enterprise level of the increase in labour costs is a significant factor to be taken into account in assessing the merit of any application. A party may make such an application under s 31A of the South Australian Employment Tribunal Act 2014 (the SAET Act) in the form approved under rule 34 of the South Australian Employment Tribunal Rules 2017. It will then be a matter for the President to decide whether it should be dealt with by a Full Bench of SAET. Any decision to temporarily postpone or reduce an increase will be subject to a further review, the date of which will be determined by SAET at the time it decides any application under this provision. An individual employer making an application pursuant to this provision may make a request under s 55(2) of the SAET Act that the hearing of the matter be conducted in private and/or that some or all of the evidentiary material produced in the case not be available for inspection. Any such request will be determined by SAET in the circumstances of each case.
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PART 6 HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK, WEEKEND WORK
OPDATE 02:02:98 on and from
Clause 6.1 HOURS OF WORK
OPDATE 02:02:98 on and from 6.1.1 ORDINARY HOURS OF WORK Except as otherwise provided under this part, the ordinary hours of work for employees covered by the Award are 38
hours per week, to be worked between the hours of 7.00am to 6.00pm Monday to Friday inclusive and not exceeding 7.6 hours per day.
6.1.2 SPECIAL CLASSES EXCLUDED Sub-clause 6.1.1 hereof does not apply in respect of the following classes of employees whose ordinary hours of
work are shown below: 6.1.2.1 Public Convenience Attendants The ordinary hours of public convenience attendants and oval curators are 38 hours per week, to be
worked between 7.00am and 6.00pm Mondays to Fridays inclusive and 7.00am and noon on Saturdays. 6.1.2.2 Town Hall Porters, Caretakers and Watchperson The ordinary working hours of town hall porters, caretakers and watchperson are 38 hours per week to be
worked at such hours as may be agreed between the employer and employee. 6.1.2.3 Garbage Tip Works Employees The ordinary work hours are 38 hours per week to be worked at such hours as may be agreed between the
employer and the employee: Provided that where an employee's shift commences after 12 noon, the appropriate shift premium will be agreed between the employer and the employee.
6.1.2.4 Garbage Collection Employees The ordinary hours of work for employees engaged on garbage collection duties may be varied from those
prescribed under 6.1.1 by mutual agreement between the employer and majority of employees engaged on such work.
6.1.2.5 Lockmasters (Holdfast Bay Council) The ordinary hours of duty are 56 hours per week to be worked on continuous duty on a three day roster
providing for 24 hours on duty and 48 hours off duty. The hours of duty are worked according to the following roster: Summer ( 1 October - 31 March) 5.00am 11.30am Active Duty 11.30am 12.30pm Lunch 12.30pm 9.00pm Active Duty 9.00pm 5.00am Stand By Winter (1 April - 30 September)
7.00am 11.30am Active Duty 11.30am 12.30 Lunch 12.30pm 6.00pm Active Duty 6.00pm 7.00am Stand By
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6.1.2.6 Swimming Pool Attendants The ordinary working hours are worked over any of the seven days of the week excluding any day which
is a public holiday, but will not exceed 38 hours in any wee: Provided that except in the case of emergency a period of duty on any day will be continuous subject only to meal breaks.
6.1.2.7 Council Community Bus Drivers The ordinary time hours are 38 in seven days to be worked on any five or six of those days with a
maximum of 7.6 hours and a minimum of 6 hours on any one day. 6.1.2.7.1 Work performed before 6.30am or after 6.30pm will be paid at the appropriate rate plus 15
per centum. Such additional rate is not cumulative upon the rates for overtime, Saturday, Sunday or Public Holiday work.
6.1.2.7.2 All other conditions relating to hours and the aforementioned penalty rates are those
prescribed under the South Australian Transport Workers (Passenger Vehicles) Award. 6.1.3 EARLY STARTS / LATE FINISHES (ORDINARY TIME) Notwithstanding the span of hours prescribed under 6.1.1 hereof regarding Monday to Friday work, employees may
be required to commence or finish work outside of those hours subject to the payment of the penalties shown below. The penalties do not apply in respect of the Swimming Pool Attendants or employees engaged in garbage collection
whose working arrangements have been varied by mutual agreement. 6.1.3.1 Where commencement is between 5.00am and 7.00am all time worked prior to 7.00am attracts an
additional payment of 15% of the applicable rate. 6.1.3.2 Where commencement is between 4.00am and 5.00am all time worked prior to 7.00am attracts an
additional payment of 25% of the applicable rate. 6.1.3.3 Where finish is between 6.00pm and 8.00pm all time worked after 6.00pm attracts an additional payment
of 15% of the applicable hourly rate. 6.1.3.4 Where finish is between 8.00pm and 9.00pm all time worked after 6.00pm attracts an additional payment
of 25% of the applicable hourly rate. 6.1.3.5 Provided however, that the Council may decide following consultation with the employee(s) concerned to
either make the additional payment or adjust the daily/weekly working hours of the employee(s), having regard to the penalties prescribed herein.
6.1.3.6 Any time worked prior to 4am or after 9pm will be paid at the normal overtime rates. 6.1.4 HOURS ARRANGEMENTS (9 Day Fortnight etc) Notwithstanding any of the provisions contained under this Clause, Hours Agreements may be negotiated and agreed
between the employer and employees which involve the working of longer daily hours and the taking of accrued time. The following arrangements are available under this Clause:
6.1.4.1 Whereby a majority of at least two thirds of employees desire to work the ordinary hours of duty over a
4.5 day week, or nine days per two week period, or over nineteen days per four week period, and the said Council is in agreement with such request, then by mutual agreement such an arrangement may be carried out, provided that 38 such ordinary hours are not exceeded in any one week, or 76 such ordinary hours are not exceeded in any two week period, or 152 such ordinary hours are not exceeded in any four week period, commencing from a date specified by such agreement.
6.1.4.2 A rostered hours agreement does not come into operation until the employer and the employees reach a
mutual agreement on the method of its implementation. 6.1.4.3 Public Holidays and Bereavement Leave will be allowed for the number of ordinary hours that the
employee would normally work on the day at the appropriate total daily rate.
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6.1.4.4 Any arrangement made does not alter or vary the number of hours leave with full pay that an employee would be entitled to receive pursuant to the award if the arrangement had not been made; and in particular, it is expressly agreed that `day' for the purposes of calculating annual leave and sick leave credit means 7.6 hours and that no employee is entitled to receive more than 152 hours of annual leave per annum or to accrue more than 76 hours of sick leave credit per annum.
6.1.4.5 Annual Leave and paid sick leave is debited as actual time lost. 6.1.4.6 A deduction from wages is made equal to actual time lost for unauthorised absences from duty. 6.1.4.7 By mutual agreement the rostered day off is allowed to accumulate and to be taken at a mutually agreed
time. Provided that such accrued days is taken within 12 months from the date of accrual. 6.1.4.8 Where an employee is required to work on a normally rostered day off (and no mutually acceptable
arrangements are made to take the time off at some future time) the overtime rates as prescribed in Clause 6.3 will apply.
6.1.4.9 Any disagreement or dispute arising out of the application of 6.1.4 herein will be resolved in accordance
with the Dispute Settlement Procedure contained in Clause 3.2.
Clause 6.2 WORK BREAKS
OPDATE 02:02:98 on and from 6.2.1 PAID BREAK (Morning Tea) Employees are allowed a 15 minute morning tea break (at a time fixed by the employer) which is counted as time
worked. 6.2.2 UNPAID BREAK (Afternoon Tea) If the majority of employees agree an afternoon tea break (at a time fixed by the employer) may be taken which is an
unpaid break. 6.2.3 MEAL BREAK No employee is required to work for more than 5 hours without taking an unpaid meal break of at least 30 minutes. The provisions of this subclause applies in respect of ordinary hours, overtime, and weekend work performed.
Clause 6.3 OVERTIME
OPDATE 02:02:98 on and from 6.3.1 ORDINARY OVERTIME (Monday to Friday) All time worked in excess of the ordinary hours of work and/or the span of hours (as established under Clause 6.1) is
paid for at the rate of T½ for the first 2 hours and T2 thereafter. In computing overtime each day stands alone. 6.3.2 SATURDAY OVERTIME (Previously Advised) 6.3.2.1. Morning
The normal overtime rates shown above in 6.3.1 apply for Saturday morning overtime. 6.3.2.2 Afternoon Saturday afternoon/night overtime is paid at the rate of double time. 6.3.2.3 Minimum Period of Payment
A minimum period of payment for a period of 2 hours applies (at the am/pm rate whichever being
relevant).
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6.3.3 SUNDAY OVERTIME (Previously Advised or Call-Outs) 6.3.3.1 All overtime worked on a Sunday is paid for at the rate of double time. 6.3.3.2 A minimum period of payment of 3 hours applies for Sunday call-outs or overtime. 6.3.4 CALL-OUTS 6.3.4.1 Monday to Friday
An employee recalled to work after the expiration of the employees working time (whether notified before or after leaving the premises) for the day and after leaving work for the day, will be paid for a minimum of 4 hours work at one and a half times the ordinary prescribed rate for each time so recalled. Provided that the employee if required to work for 2 hours or more, will be paid for a minimum of 4 hours work calculated at one and a half times the ordinary prescribed rate for the first 3 hours and at double the ordinary rate prescribed thereafter.
6.3.4.2 Saturdays An employee called out to work on a Saturday, will be paid for a minimum of 3 hours work calculated at
one and a half times the ordinary prescribed rate for each time so called out. Provided that the employee, if required to work for 2 hours or more, will be paid for a minimum of 4 hours work calculated at one and a half times the ordinary prescribed rate for the first 3 hours and at double the ordinary prescribed rate thereafter.
6.3.4.3 Overlapping Call-Outs
Each call-out stands alone provided however that where an employee is notified of a subsequent call-out prior to returning to his/her place of residence (after performing the first call-out), the total time taken will be treated as a single call-out.
6.3.5 OVERTIME/MEALS ASSOCIATED WITH WORK BREAKS 6.3.5.1 Unless the period of overtime is less than one and a half hours an employee before starting overtime after
working ordinary hours is allowed a meal break of 20 minutes paid for at ordinary rates. An employer and employee may agree to any variation of this provision to meet the circumstances of the
work in hand provided that the employer is not required to make payment in respect of any time allowed in excess of 20 minutes.
6.3.5.2 An employee who is required to work during any portion of a recognised meal break will be paid at the
appropriate overtime rate until released for the full period of the employees meal break. 6.3.5.3 An employee working overtime is allowed a crib time of 20 minutes without deduction of pay after each 4
hours of overtime worked if the employee continues work after such crib time. 6.3.5.4 An employee required to work overtime in excess of one and a half hours after working ordinary hours is
paid by their employer an amount prescribed by Schedule 6 of this Award to meet the cost of a meal, or at the option of the employer, will be provided by the employer with and adequate and suitable meal.
6.3.6 REST PERIOD AFTER PERFORMING OVERTIME 6.3.6.1 When overtime work is necessary it will wherever reasonably practicable, be so arranged that employees
have at least 8 consecutive hours off duty between the work of successive days. 6.3.6.2 An employee who works so much overtime between the termination of ordinary work on one day and the
commencement of ordinary work on the next day so that the employee has not had at least 8 consecutive hours off duty between those times, he/she will be released after completion of such overtime until they having had 8 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If, on the instructions of the employer, the employee resumes or continues work without having had 8 consecutive hours off duty, he/she will be paid at double rates until released from duty for such period, and the employee is then be entitled to be absent until having had 8 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.
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6.3.7 CITY OF HOLDFAST BAY Lockmasters employed by the City of Holdfast Bay are paid for duty in excess of or outside the rostered hours
prescribed at the rate of double time, each shift's overtime shall stand alone. Double time payment continues until the employee has been relieved for at least 8 hours.
6.3.8 CITY OF BURNSIDE An employee engaged as a Swimming Pool Attendant, Burnside Swimming Centre, will be paid for all time worked
in excess of 38 hours on any week at the rate of time and one half for the first 2 hours and double time thereafter.
Clause 6.4 WEEKEND WORK IN ORDINARY TIME
OPDATE 02:02:98 on and from The following weekend penalties will apply to employees who are able under Clause 6.1 to work part of their ordinary hours over the weekend. 6.4.1 Saturday Morning
A 25% loading for time worked prior to noon. 6.4.2 Saturday Afternoon
A 50% loading for time worked after noon. 6.4.3 Sunday Work
A 100% loading for time worked.
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PART 7 LEAVE OF ABSENCE
OPDATE 02:02:98 on and from
Clause 7.1 ANNUAL LEAVE
OPDATE 02:02:98 on and from 7.1.1 ENTITLEMENT TO ANNUAL LEAVE An employee (other than a casual employee) is entitled to 4 week's annual leave for each completed year of
continuous service. Payment must not be made or accepted in lieu of taking annual leave except in the case of termination of
employment. 7.1.2 ANNUAL LEAVE EXCLUSIVE OF PUBLIC HOLIDAYS The annual leave prescribed by this Clause is exclusive of any public holiday named under this Award that fall on a
day which would have been an ordinary working day of the employee. If any such holiday falls within an employees period of annual leave, the period of leave will be increased by one day for each holiday.
7.1.3 ACCRUAL OF ANNUAL LEAVE ENTITLEMENT 7.1.3.1 An employee's entitlement to annual leave accrues as follows for each completed year of continuous
service: - • full-time employee : 152 hours per annum • part-time employee : 152 x average weekly ordinary 38 hours over previous 12 months 7.1.3.2 Upon termination of employment, if the period of service is not exactly divisible into complete years, a
full time employee accrues 12 2/3 hours annual leave for each completed month of service in the incomplete year. A part-time employee accrues such annual leave on a pro-rata basis.
7.1.4 TIME OF TAKING ANNUAL LEAVE 7.1.4.1 Annual leave is taken at a time fixed by the employer within a period not exceeding six months from the
right to annual leave accrued and after not less than 2 weeks notice to the employee. 7.1.4.2 Nothing contained in 7.1.4.1 shall restrict the taking of annual leave at a time or times agreed between the
employer and the employees. 7.1.5 LEAVE ALLOWED BEFORE DUE DATE The employer may allow annual leave to an employee before the right thereto has accrued. Where such leave is
taken a further period of annual leave does not commence to accrue until after the expiration of the 12 months in respect of which annual leave has been taken before it accrued.
Where leave has been granted to an employee pursuant to this sub-clause and the employee subsequently leaves or is
discharged from the service of the employer before completing the 12 months continuous service in respect of which the leave was granted, the employer may for each complete month of the qualifying period of 12 months not served by the employee deduct what remuneration is payable upon the termination of the employment 1/12 of the amount of wage paid on account of the annual leave, which amount shall not include any sums paid for any public holidays.
7.1.6 PAYMENT FOR ANNUAL LEAVE 7.1.6.1 Prior to proceeding on annual leave, an employee is entitled to be paid for the period of leave at the rate
of pay applicable to the employee, under Schedule 4 to the Award. 7.1.6.2 Upon termination of employment an employee must be paid for leave accrued in accordance with 7.1.3
which has not been taken. 7.1.6.3 The weekly Disability Allowance prescribed under Clause 5.3.1 of the Award is to be included in annual
leave payments where it forms part of the employees normal weekly wage.
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7.1.7 ANNUAL LEAVE LOADING 7.1.7.1 An employee is also entitled to payment of a loading equivalent to 17.5% of the payment provided for in
7.1.6 at the time that payment is made. 7.1.7.2 Where an employee would have received shift loadings had the employee not been going on leave during
the relevant period and such loadings would have entitled the employee to a greater amount than the loading of 17.5%, then the shift loadings shall be substituted for the 17.5% loading prescribed in 7.1.6.1.
7.1.7.3 Annual Leave loading payment is payable on leave accrued in accordance with 7.1.3.2. 7.1.8 SHUT DOWN 7.1.8.1 Where an employer requires the business operation or part of it to be temporarily shut down the employer
may require the employee to take annual leave by giving the employee notice of the requirement at least 2 months before the period of annual leave is to begin.
7.1.8.2 No more than two shut downs can occur in one calendar year. 7.1.8.3 Where: • an employee is unable to attend work because of a shut down, and: • that employee has not accrued a full year's entitlement to annual leave that employee must be allowed to take pro rata annual leave calculated in accordance with the
formula specified in 7.1.3.2. 7.1.8.4 Where an employee is required to take leave in accordance with 7.1.8.1, and the employee does not have a
full or pro rata credit of leave, the employee may be stood off without pay during the period of the close-down for any time in excess of the employee's leave credit.
7.1.8.5 All time that the employee is stood off without pay for the purposes of 7.1.8.4 is deemed to be time of
service in the next 12 monthly qualifying period. 7.1.9 LOCKMASTERS Lockmasters employed by the City of Holdfast Bay are entitled to an additional one weeks annual leave per annum.
Pro rata leave payment is calculated at the rate of 17 hours in respect of each completed month of continuous service in a qualifying period.
Clause 7.2 SICK LEAVE
OPDATE 02:02:98 on and from 7.2.1 ENTITLEMENT TO SICK LEAVE An employee (other than a casual employee) who has a sick leave credit: 7.2.1.1 is entitled to take sick leave if the employee is too sick to work; 7.2.1.2 and who is on annual leave is entitled to take sick leave if the employee is too sick to work for a period of
at least 3 days. Sick leave so taken does not count as annual leave. 7.2.2 ACCRUAL OF SICK LEAVE ENTITLEMENT 7.2.2.1 An employee's entitlement to sick leave accrues as follows: 7.2.2.1.1 for the first year of continuous service - at the rate of 1.46 hours for each completed 38
ordinary hours of work to a maximum of 76 hours; and
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7.2.2.1.2 for each later year of continuous service, at the beginning of each year - a full time employee accrues 76 hours - a part-time employee accrues pro rata hours in accordance with the following formula 76 x average weekly ordinary hours 38 over the previous 12 months 7.2.2.2 An employee's sick leave accumulates from year to year and any sick leave taken by the employee is
deducted from the employee's sick leave credit. 7.2.3 CONDITIONS FOR PAYMENT OF SICK LEAVE The employee is not entitled to payment for sick leave unless: 7.2.3.1 the employee gives the employer notice of the sickness, its nature and estimated duration before the period
for which sick leave is sought begins (but if the nature of sudden onset of the sickness makes it impracticable to give the notice before the period begins, the notice is validly given if given as soon as practicable and not later than 24 hours after the period begins); and
7.2.3.2 the employee, at the request of the employer, provides a medical certificate or other reasonable evidence
of sickness. 7.2.3.3 the employee is entitled to payment at the employee's ordinary rate of pay (not including payments in the
nature of penalty rates, overtime, allowances or loadings) for a period of sick leave.
Clause 7.3 BEREAVEMENT LEAVE
OPDATE 02:02:98 on and from 7.3.1 ENTITLEMENT TO LEAVE An employee (other than a casual employee), on the death of a: • spouse • parent • parent-in-law • sister or brother • child or step-child • step-parent • grandparent • grandchild is entitled, on reasonable notice, to leave up to and including the day of the funeral of the relative. This leave is
without deduction of pay for a period not exceeding the number of hours worked by the employee in 2 ordinary days work. Proof of death must be furnished by the employee to the satisfaction of the employer if requested.
7.3.2 EFFECT OF OTHER LEAVE This Clause has no operation where the period of entitlement to this leave coincides with any other period of leave.
Clause 7.4 PARENTAL LEAVE
OPDATE 02:02:98 on and from 7.4.1 DEFINITIONS In this Clause, unless the contrary intention appears: 7.4.1.1 "Adoption" includes the placement of a child with a person in anticipation of, or for the purposes of
adoption. 7.4.1.2 "Adoption Law" means adoption leave provided under 7.4.3.4.
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7.4.1.3 "Child" means a child of the employee or the employee's spouse under the age of one year, or means a child under the age of five years who is placed with an employee for the purposes of adoption,
other than a child or step-child of the employee or of the spouse of the employee who has previously lived with the employee for a continuous period of at least
six months. 7.4.1.4 "Extended Adoption Leave" means adoption leave provided under 7.4.3.4 (2). 7.4.1.5 "Extended Paternity Leave" means paternity leave provided under 7.4.3.3 (2). 7.4.1.6 "Government Authority" means a person or agency prescribed as a government authority for the
purposes of this definition. 7.4.1.7 "Maternity Leave" means maternity leave provided under 7.4.3.2. 7.4.1.8 "Medical Certificate" means a certificate as prescribed in 7.4.5.1. 7.4.1.9 "Parental Leave" means adoption leave, maternity leave, paternity leave, extended adoption leave or
extended paternity leave as appropriate, and is unpaid leave. 7.4.1.10 "Paternity Leave" means paternity leave provided under 7.4.3.3. 7.4.1.11 "Primary Care Giver" means a person who assumes the principal role of providing care and attention to
a child. 7.4.1.12 "Relative Adoption" means the adoption of a child by a parent, a spouse of a parent or another relative,
being a grandparent, brother, sister, aunt or uncle (whether of the whole blood or half blood or by marriage).
7.4.1.13 "Short Adoption Leave" means adoption leave provided under 7.4.3.4 (1). 7.4.1.14 "Special Adoption Leave" means adoption leave provided under 7.4.10. 7.4.1.15 "Special Maternity Leave" means maternity leave provided under 7.4.9.1. 7.4.1.16 "Spouse" includes a defacto spouse or a former spouse. 7.4.2 EMPLOYER'S RESPONSIBILITY TO INFORM On becoming aware that: 7.4.2.1 an employee is pregnant; or 7.4.2.2 an employee's spouse is pregnant; or 7.4.2.3 an employee is adopting a child; an employer must inform the employee of: 7.4.2.4 the employee's entitlements under this clause, 7.4.2.5 the employee's responsibility to provide various notices under this clause. 7.4.3 ELIGIBILITY FOR AND ENTITLEMENT TO PARENTAL LEAVE 7.4.3.1 Subject to the qualifications in 7.4.4 an employee is entitled to parental leave in accordance with the
clause.
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7.4.3.2 An employee who becomes pregnant is, on production of the required medical certificate, entitled to up to 52 weeks of maternity leave.
7.4.3.3 A male employee is, on production of the required medical certificate, entitled to one or two periods of
paternity leave, the total of which must not exceed 52 weeks, as follows: • An unbroken period of up to one week at the time of the birth of the child; • A further unbroken period of up to 51 weeks in order to be the primary care giver of the child (to
be known as extended paternity leave). 7.4.3.4 An employee is entitled to one or two periods of adoption leave, the total of which must not exceed 52
weeks, as follows: • An unbroken period of up to three weeks at the time of the placement of the child (to be known as
short adoption leave); • A further unbroken period of up to 49 weeks in order to be the primary care giver of the child (to
be known as extended adoption leave). 7.4.4 QUALIFICATIONS ON ENTITLEMENTS AND ELIGIBILITY 7.4.4.1 An employee engaged upon casual or seasonal work is not entitled to parental leave. 7.4.4.2 An entitlement to parental leave is subject to the employee having at least 12 months of continuous service
with the employer immediately preceding: • In the case of maternity leave, the expected date of birth, or otherwise; • the date on which the leave is due to commence. 7.4.4.3 The entitlement to parental leave is reduced: • In the case of maternity leave, by any period of extended paternity leave taken by the employee's
spouse and/or by any period of special maternity leave taken by the employee; • In the case of extended paternity leave, by any period of maternity leave taken by the employee's
spouse; • In the case of extended adoption leave, by any period of extended adoption leave taken by the
employee's spouse. 7.4.5 CERTIFICATION REQUIRED 7.4.5.1 An employee must, when applying for maternity leave or paternity leave, provide the employer with a
medical certificate which: • names the employee or the employee's spouse as appropriate; • states that the employee or the employee's spouse is pregnant; and • states: - the expected date of birth - the expected date of termination of pregnancy; or - the date on which the birth took place; 7.4.5.2 At the request of the employer, an employee must, in respect of the conferral of parental leave, produce to
the employer within a reasonable time a statutory declaration which states: • the particulars of any period of parental leave sought or taken by the employees' spouse, and where
appropriate;
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• that the employee is seeking the leave to become the primary care-giver of a child; • In the case of adoption leave, a statement from a Government authority giving details of the date,
or presumed date, of adoption; and • that for the period of the leave the employee will not engage in any conduct inconsistent with the
employee's contract of employment. 7.4.6 NOTICE REQUIREMENTS 7.4.6.1 Maternity leave: 7.4.6.1.1 An employee must: • not less than 10 weeks before the expected date of birth of the child, give notice in
writing to her employer stating the expected date of birth; and • give not less than four weeks notice in writing to her employer of the date of which
she proposes to commence maternity leave stating the period of leave to be taken; and
• notify the employer of any change in the information provided pursuant to 7.4.5
within two weeks after the change takes place. 7.4.6.1.2 An employer may, by not less than 14 days notice in writing to the employee, require her to
commence maternity leave at any time within six weeks immediately before the expected date of birth. Such a notice may be given only if the employee has not given her employer the required notice.
7.4.6.2 Paternity Leave • An employee must, not less than 10 weeks prior to each proposed period of paternity leave, give
the employer notice in writing stating the dates on which he proposes to start and finish the period(s) of paternity leave.
• The employee must notify the employer of any change in the information provided pursuant to
7.4.5 within two weeks after the change takes place. 7.4.6.3 Adoption Leave An employee must: • On receiving notice of approval for adoption purposes, notify the employer of the approval and
within two months of the approval further notify the employer of the period(s) of adoption leave the employee proposes to take.
• In the case of a relative adoption, so notify the employer on deciding to take a child into custody
pending an application for adoption. • As soon as the employee is aware of the expected date of placement of a child for adoption
purposes, but not later than 14 days before the expected date of placement, give notice in writing to the employer of that date, and of the date of commencement of any period of short adoption leave to be taken.
• At least 10 weeks before the proposed date of commencing any extended adoption leave, give
notice in writing to the employer of the date of commencing leave and the period of leave to be taken.
7.4.6.4 Unforseen Circumstances An employee is not in breach of any of these notice requirements if the employee's failure to comply is
caused by unforseen or other compelling circumstances, including;
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• the birth occurring earlier than the expected date; or • the death of the mother of the child; or • the death of the employee's spouse, or • the requirement that the employee accept earlier or later placement of the child; so long as, where a living child is born, the notice is given not later than two weeks after the birth. 7.4.7 TAKING OF PARENTAL LEAVE 7.4.7.1 No employee may take parental leave concurrently with such leave taken by the employee's spouse, apart
from paternity leave of up to one week at the time of the birth of the child or adoption leave of up to 3 weeks at the time of the placement of the child.
7.4.7.2 Subject to complying with any relevant provision as to the taking of annual leave or long service leave, an
employee may, instead of or in conjunction with parental leave, take any annual leave or long service leave to which the employee is entitled.
7.4.7.3 Paid sick leave or other paid absences are not available to any employee during the employee's absence on
parental leave. 7.4.7.4 A period of maternity leave must be taken as one continuous period and must include, immediately
following the birth of the child, a period of 6 weeks of compulsory leave. 7.4.7.5 maternity leave and paternity leave cannot extend beyond the child's first birthday. 7.4.7.6 Adoption leave cannot extend beyond the child's fifth birthday. 7.4.7.7 Extended adoption leave cannot extend beyond the first anniversary of the initial placement of the child. 7.4.8 VARIATION AND CANCELLATION OF PARENTAL LEAVE 7.4.8.1 Without extending an entitlement beyond the limit set by 7.4.3, parental leave may be varied as follows: • The leave may be lengthened once by the employee giving the employer at least 14 days notice in
writing starting the period by which the employee requires the leave to be lengthened; or • The leave may be lengthened or shortened by agreement between the employer and the employee. 7.4.8.2 Parental leave, if applied for but not commenced, is cancelled; • should the pregnancy terminate otherwise than by the birth of a living child; or • should the placement of a child proposed for adoption not proceed; as the case may be. 7.4.8.3 If, after the commencement of any parental leave: • the pregnancy is terminated otherwise than by the birth of a living child or, in the case of adoption
leave, the placement of the child ceases, and; • the employee gives the employer notice in writing stating that the employee desires to resume
work; the employer must allow the employee to resume work within four weeks of receipt of the notice. 7.4.8.4 Parental Leave may be cancelled by agreement between the employer and employee.
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7.4.9 SPECIAL MATERNITY LEAVE AND SICK LEAVE 7.4.9.1 If, an employee not then on maternity leave suffers illness related to her pregnancy, or; the pregnancy of an employee not then on maternity leave terminates after 28 weeks otherwise than by the
birth of a living child; she may take such paid sick leave as she is then entitled to and such further unpaid leave (to be known as
special maternity leave) as a legally qualified medical practitioner certifies to be necessary before her return to work, provided that the aggregate of paid sick leave, special maternity leave and maternity leave shall not exceed the period to which the employee is entitled under 7.4.3.2.
7.4.9.2 An employee who returns to work after the completion of a period of such leave is entitled to the position
which she held immediately before commencing such leave, or in the case of an employee who was transferred to a safe job, to the position she held immediately before such transfer.
7.4.9.3 If that position no longer exists, but there are other positions available which the employee is qualified for
and is capable of performing, she is entitled to a position as nearly as possible comparable in status and pay as that of her former position.
7.4.10 SPECIAL ADOPTION LEAVE 7.4.10.1 An employee who has received approval to adopt a child who is overseas is entitled to such unpaid leave
as is reasonably required by the employee to obtain custody of the child. 7.4.10.2 An employee who is seeking to adopt a child is entitled to such unpaid leave not exceeding five days as is
required by the employee to attend such interviews, workshops, court attendances or examinations as are necessary as part of the adoption procedure.
7.4.10.3 The leave under this clause is to be known as special adoption leave and does not affect any entitlement
under clause 7.4.3. 7.4.10.4 Special adoption leave may be taken concurrently by an employee and the employee's spouse. 7.4.10.5 Where paid leave is available to the employee, the employer may require the employee to take such leave
instead of a special adoption leave. 7.4.11 TRANSFER TO A SAFE JOB : MATERNITY LEAVE 7.4.11.1 If, in the opinion of a legally qualified medical practitioner: • illness or risks arising out of the pregnancy, or • hazards connected with the work assigned to the employee; make it inadvisable for the employee to continue her present work, the employee must, if the
employer considers that it is practicable to do so, be transferred to a safe job at the rate and on the conditions attaching to that job until the commencement of maternity leave.
7.4.11.2 If the transfer to a safe job is not considered practicable, the employee is entitled, or the employer may
require the employee, to take leave for such period as is certified necessary by a legally qualified practitioner.
7.4.11.3 Leave under this clause will be treated as maternity leave. 7.4.12 PART-TIME WORK An employee who is pregnant or is entitled to parental leave may, by agreement with the employer, reduce the
employee's hours of employment to an agreed extent subject to the following conditions; 7.4.12.1 Where the employee is pregnant, and to do so is necessary or desirable because of the pregnancy; or
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7.4.12.2 Where the employee is entitled to parental leave, by reducing the employee's entitlement to parental leave
for the period of such agreement. 7.4.13 RETURN TO WORK AFTER PARENTAL LEAVE 7.4.13.1 An employee must confirm the employee's intention to return to work by notice in writing to the employer
given at least four weeks before the end of the period of parental leave. 7.4.13.2 On returning to work after parental leave an employee is entitled: • to the position which the employee held immediately before commencing parental leave; or • in the case of an employee who was transferred to a safe job, to the position which she held
immediately before the transfer. 7.4.13.3 If the employee's previous position no longer exists but there are other positions available which the
employee is qualified for and is capable of performing, the employee is entitled to a position as nearly as comparable in status and pay to that of the employee's former position.
7.4.14 TERMINATION OF EMPLOYMENT 7.4.14.1 An employee on parental leave may terminate the employee's employment at any time during the period of
leave by giving the required notice. 7.4.14.2 An employer must not terminate the employment of an employee on the ground of her pregnancy or the
employee's absence on parental leave. Otherwise the rights of an employer in relation to termination of employment are not affected by this clause.
Clause 7.5 CARER'S LEAVE
OPDATE 02:02:98 on and from 7.5.1 DEFINITIONS: 7.5.1.1 "Carer's Leave" means leave provided in accordance with this Clause. 7.5.1.2 "Immediate family" includes: • spouse (including a former spouse, a de factor spouse and a former de facto spouse) of the
employee. A de facto spouse, in relation to a person, means a person of the opposite sex to the first mentioned person as the husband or wife of that person on a bone fide domestic basis although not legally married to that person; and
• child or adult child (including an adopted child, a step child or an ex nuptial child), parent,
grandparent, grandchild or sibling of the employee or spouse of the employee. 7.5.1.3 "Sick Leave" means leave provided for in accordance with Clause 7.2. 7.5.2 PAID CARER'S LEAVE 7.5.2.1 An employee (other than a casual employee) with responsibilities in relation to either members of the
employee's immediate family or household who need the employee's care and support is entitled to up to the ordinary hours normally worked per week (in any completed year of continuous service) to provide care and support for such persons when they are ill.
7.5.2.2 The entitlement to use carer's leave is subject to the employee being responsible for the care of the person
concerned. 7.5.2.3 The employee must, if required by the employer, establish by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness is such as to require care by another.
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7.5.2.4 In normal circumstances an employee must not take carer's leave where another person has taken leave to care for the same person.
7.5.2.5 The employee must, where practicable, give the employer notice prior to the absence of the intention to
take leave, the name of the person requiring care and that person's relationship to the employee, the reasons for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the employer by telephone of such absence at the first opportunity on the day of the absence.
7.5.2.6 The amount of carer's leave taken is to be deducted from the amount of the employees sick leave credit. 7.5.3 UNPAID CARER'S LEAVE An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care to
an immediate family or household member who is ill.
Clause 7.6 PUBLIC HOLIDAYS
OPDATE 02:02:98 on and from 7.6.1 An employee is entitled to full payment for any statutory or gazetted public holiday, which falls on a normal work
day if the employee has attended for duty on the working day preceding such holiday and attends for duty on the working day immediately following such holiday:
Provided that if an employee is absent on either of those working days with reasonable excuse (the onus of proof
being on the employee) an entitlement to payment for the holiday exists as if the employee had attended as aforesaid. 7.6.2 Any employee who works on any statutory or gazetted holiday is paid for the time so worked at the rate of double
time and a half, and receives a minimum payment of 3 hours. The rate of double time and a half includes the ordinary time rate which would normally apply for the days work.
Clause 7.7 TRADE UNION TRAINING LEAVE
OPDATE 02:02:98 on and from 7.7.1 Employees who are members of the Union are allowed leave with pay up to a maximum of 5 days per annum to
attend Trade Union Training Courses conducted by the Trade Union Training Authority in South Australia and the Union subject to the following conditions:
7.7.1.1 Not less than 4 weeks notice is given to the employing council of the date of commencement of the
training course including an agenda with the times on which the course is to be conducted, such notice to be endorsed by the Secretary of the Union. The employee will provide to the Secretary of the Union and the employer a report on the course at a reasonable time after its completion;
7.7.1.2 The Council is able to make adequate staffing arrangements during the period of leave; 7.7.1.3 At any one time no more than one employee of Council is on leave pursuant to this clause; 7.7.1.4 Where a Council employs 100 employees or less, no more than one employee is allowed leave in any one
year; Where a Council employs more than 100 employees and up to 200 employees, no more than 2 employees
are allowed leave in any one year; Where a Council employs more than 200 employees, no more than 2 employees are allowed leave in any
one year; 7.7.1.5 Leave taken pursuant to this clause is counted as continuous service for all purposes of the award and for
purposes of long service leave entitlements; 7.7.1.6 An employee must have completed a period of 12 months service with a Council before proceeding on
leave under this clause; 7.7.2 Any disputes arising out of this clause shall be resolved in accordance with the Dispute Settlement Procedure
contained in Clause 3.2.
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Clause 7.8 STUDY LEAVE
OPDATE 02:02:98 on and from 7.8.1 Employees undertaking courses of study are allowed time off with pay of up to 5 hours per week (including
travelling time) to attend lectures and/or examinations and such time as is necessary for practical training in normal working hours subject to the following provisos:
• that such courses are appropriate to Local Government; and • that the leave is approved by the employer 7.8.2 Employees undertaking approved courses of study by correspondence are permitted time off with pay of 2 hours per
week for the purposes of completing exercises/assignments which are essential to the course and such time as is necessary for practical training and examinations.
7.8.3 Where an employee is required by the Council to undertake a course of study or attend a training course, the Council
shall on the satisfactory completion of each year, reimburse the employee for all fees paid in respect of such course.
Clause 7.9 LOCAL GOVERNMENT STEERING COMMITTEE
OPDATE 02:02:98 on and from 7.9.1 One duly elected job representative of a Council who is appointed a member of the AWU Local Steering Committee
will be given 2 hours leave with pay to attend Local Government Steering Committee Meetings provided that: 7.9.1.1 the meetings are held on a set day each month; 7.9.1.2 the 2 hours leave allowed is at the end of the days working time 7.9.1.3 the 2 hours leave includes travelling time 7.9.1.4 where a job representative is unable to attend the meeting the Union shall inform the Council in writing of
the name of the job representative attend in his/her place 7.9.1.5 country representatives, ie outside the area defined as the metropolitan area by the State Planning Act, are
allowed to accumulate time off to a maximum of one working day provided that such leave will be taken in accordance with the following:
• that seven days notice of intention to attend a Steering Committee meeting is given to the
employer; • leave taken is necessary to cover travelling time to the meeting; • the secretary of the Union will notify the Council of the attendance of the representative at the
meeting if required.
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PART 8 TRANSFERS, TRAVELLING AND WORKING AWAY FROM USUAL PLACE OF WORK
OPDATE 02:02:98 on and from
Clause 8.1 TRAVELLING, TRANSPORT AND FARES
OPDATE 02:02:98 on and from 8.1.1 STARTING AND FINISHING ON THE JOB 8.1.1.1 An employee required by Council to commence work at the normal time and finish at the normal time at
any worksite being within the Council's boundaries will be paid an allowance prescribed by Schedule 4 of this Award for each day so required.
8.1.1.2 In lieu of making the payment, Council may decide to allow the employee(s) to either commence work 15
minutes later or finish work 15 minutes earlier. 8.1.1.3 These provisions do not apply to country District Councils or country Corporations where large distances
of travel to the various work sites are necessitated. In such cases an allowance may be fixed by agreement involving the Council, the Union and the Local Government Association.
8.1.2 TRAVELLING TIME OUTSIDE NORMAL WORKING HOURS 8.1.2.1 Travel Outside Normal Hours An employee required by the employer to report to their normal departmental depot or workshop or other
permanent starting point prior to proceeding to the work site is paid at their ordinary rate, for all time outside normal working hours reasonably spent in travelling from the departmental depot or workshop or permanent starting point to and from the job.
8.1.2.2 Returning Plant Outside Normal Hours An employee returning a vehicle or plant to a depot outside normal working hours, under the direction of
the employer, shall be paid overtime as set out in Clause 6.3 of this Award. 8.1.3 MILEAGE REIMBURSEMENT
An employee who at the direction of the employer is required to use his/her privately owned motor vehicle for official use in connection with the business of the council will be reimbursed the appropriate mileage rate set out in Schedule 5 to this Award.
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PART 9 TRAINING
OPDATE 02:02:98 on and from
Clause 9.1 TRAINING WAGE ARRANGEMENTS
OPDATE 14:12:99 1st pp on or after Deleted.
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PART 10 OCCUPATIONAL HEALTH AND SAFETY MATTERS, EQUIPMENT, TOOLS AND AMENITIES
OPDATE 02:02:98 on and from
Clause 10.1 CLOTHING, EQUIPMENT AND TOOLS
OPDATE 02:02:98 on and from 10.1.1 UNIFORMS Where an employer requires an employee to wear a uniform, the uniform will be provided to the employee free of
cost. 10.1.2 PROTECTIVE CLOTHING The employer will provide to each employee protective clothing and safety apparel as considered appropriate by the
OHSW Committee having regard to the employers duty of care and obligations under the OHSW Act and Regulations.
For employees working in the open or on-site construction and maintenance duties, the following should be applied: 10.1.2.1 Protective Clothing No less than two sets of work clothes consisting of: Two suits of overalls; or Two shirts and two pairs of trousers; or A combination of any of the above. Such clothing is to be replaced on a fair wear and tear basis. 10.1.2.2 Footwear Employees will be supplied with approved safety type footwear and worn in accordance with the
employee's responsibilities under the Occupational, Health, Safety and Welfare Act 1988. The first issue of safety footwear is made on commencement of employment and replaced by the employer
on a fair wear and tear basis. 10.1.2.3 Winter Clothing The employer will provide a jacket, windcheater or other suitable overcoat which is replaced on a fair
wear and tear basis. 10.1.2.4 Wet Weather Gear The employer will supply appropriate wet weather gear and safety clothing as agreed through the OHSW
Committee. Such clothing is to be worn by the employee as the weather dictates. 10.1.2.5 Protection from the Sun The employer will supply a hat which provides adequate protection from the sun, and sunscreen SPF15
which shall be worn/applied as the weather dictates. 10.1.2.6 Ear Protection Ear protection (ear plugs, etc which complies with Australian standards) is to be issued and worn by
employees in appropriate circumstances.
10.1.2.7 Eye Protection Eye protection (safety glasses, etc which complies with Australian standards) is to be issued and worn by
employees in appropriate circumstances.
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10.1.2.8 Hand Protection Hand protection (hand pads or gloves etc which complies with Australian standards) is to be issued to the
employee and worn in appropriate circumstances. 10.1.2.9 Safety Jackets Employees required to work on or around roads and footpaths will be supplied with and wear appropriate
safety apparel, including safety jackets. 10.1.2.10 Spraying Activities An employee operating a knapsack spray, power spray or any other type of equipment used for the
distribution of any weedicide, herbicide, fungicide and/or insecticide or engaged in the preparation or mixing of the materials will be supplied with suitable protective clothing, masks, gloves, boots and/or other equipment necessary for the employees protection from contamination. Shower facilities and 20 minutes are to be allowed to employees using materials where manufacturer's instructions require such special precautions to be taken.
10.1.2.11 Riding Motor Cycle An employee instructed to ride a motor cycle by the employer will be provided with suitable clothing for
personal protection. 10.1.2.12 Laundering Tar or bitumen soiled clothing will be laundered fortnightly at the employer's expense. 10.1.2.13 Alternative Arrangements Individual Councils who have reached agreement with employees may implement arrangements for the
supply and wearing of protective clothing. This shall occur on the basis that there has been genuine agreement between the parties and that the alternative arrangements do not contravene Occupational Health and Safety standards or other relevant legislation.
Clause 10.2 OCCUPATIONAL HEALTH AND SAFETY
OPDATE 02:02:98 on and from 10.2.1 GENERAL Employers and employees will at all times meet their respective obligations and duty of care required of them under
the OHSW Act and Regulations. 10.2.2 TOILETS Portable toilets will be provided for construction / maintenance gangs (on-site) of four or more employees excepting
where an available toilet is in close proximity and if necessary a vehicle is available for transportation purposes. 10.2.3 CEMETERY WORKERS An operator is not required nor permitted to operate a furnace without another employee in the precincts of the
crematorium building whilst any cremations is in progress. An employee working in ground at a depth of 5 feet or greater will be assisted by another employee and, if
considered necessary by the cemetery supervisor, be given protection by means of timbering or other adequate protection to obviate danger from falling earth or masonry.
Where any grave is dug or reopened, planking must be provided by the Cemetery Trust and used by the grave digger
for the safe conduct of the funeral for which preparation is being made. At the request of a Cemetery Worker, and at the employer's expense the employee is entitled to receive from a
qualified medical practitioner an anti tetanus injection and subsequent booster injections.
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10.2.4 DOGS AND CATS An employee is not required to handle living dogs and cats unless such duty forms part of the employees normal job
requirements. 10.2.5 FIRST AID EQUIPMENT A first aid kit will be available at appropriate work stations to facilitate the responsive attention to injury or accident.
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PART 11 AWARD COMPLIANCE AND "ASSOCIATION" RELATED MATTERS
OPDATE 02:02:98 on and from
Clause 11.1 POSTING OF AWARD
OPDATE 02:02:98 on and from A current copy of the Award and (where applicable) Enterprise Agreement will be available at the Works Depot for the perusal of employees.
Clause 11.2 TIME AND WAGES RECORDS
OPDATE 02:02:98 on and from The employer will keep employee records in accordance with the requirements Section 102 of the Industrial and employee Relations Act 1994.
Clause 11.3 RIGHT OF ENTRY
OPDATE 02:02:98 on and from 11.3.1 An accredited Officer of the Australian Workers Union (SA Branch) will be permitted to enter the premises of an
employer subject to the Award, or any other premises where employees of the employer may be working for the following purposes.
• To inspect time books and wage records as the employer is required to keep or cause to be kept at those
premises. • To inspect the work carried out by the employees and note the conditions under which the work is carried out. • To interview employees (being employees who are members or are eligible to become members of the Union)
in relation to membership and business of the Union. 11.3.2 No right of entry is exercised under this clause unless: • An accredited Officer of the Union (in normal circumstances and where practicable) gives at least 24 hours
notice to the employer whose premises are to be entered of the Officer's intention and states to the employer the purpose for which right of entry is sought.
• The accredited Officer of the Union complies with all security and safety procedures and restrictions normally
in force on the employer's premises. Where practicable the exercise of any right of entry under this clause on an employer's premises will take
place during meal or tea breaks. Where an accredited Officer of the Union seeks to interview employees either individually or as a group
during meal or tea breaks at the premises of the employer, the accredited Officer will make arrangements with the employer for the time and place of the interview as necessary to prevent disruption to the employer's business.
Interviews will either be held in the meal/lunch room on the employer's premises or another suitable place
nominated by the employer. If no suitable place is nominated by the employer, interviews may take place at an employee's work station.
Any interviews by an accredited Officer of the Union during working hours (exclusive of meal and tea
breaks), shall be kept to the minimum time necessary.
Clause 11.4 UNION DEDUCTIONS
OPDATE 02:02:98 on and from Upon application the Council may deduct Union fees.
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SCHEDULE 1. WAGE RATES (Incorporating Supplementary Payments)
OPDATE 01:07:2017 1st pp on or after The minimum wage rates which shall be paid to adult employees covered by this award shall be the amounts set out in the table below for the classifications of the employee or work:
Classification Weekly Wage Rate per week $ (a) Municipal Employee Grade 1 739.70 (b) Municipal Employee Grade 2 761.00 (c) Municipal Employee Grade 3 783.10 (d) Municipal Employee Grade 4 809.80 (e) Municipal Employee Grade 5 830.10 (f) Municipal Employee Grade 6 845.80 (g) Municipal Employee Grade 7 861.20 (h) Municipal Employee Grade 8 875.60
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SCHEDULE 2. SERVICE PAYMENTS
OPDATE 01:07:2017 1st pp on or after 1. In addition to the rates elsewhere prescribed in this award, service payments shall be made to all employees (other
than employees engaged on a casual basis) in accordance with the following scale: per week $ after 12 months of service 9.80 after 24 months of service (an additional) 9.70 The above payments shall be regarded as part of the wage rates for all purposes of the Award. 2. Provided however that the prescribed Service Increment shall only become and continue to be due if an employee
shall: (a) display good conduct during employment; (b) be diligent in the performance of duties; (c) demonstrate reasonable efficiency in the discharge of such duties; (d) be regular in attendance at work. 3. In circumstances where such action is warranted as a disciplinary measure, a Council may withdraw an employee's
Service Payments for a period of no longer than four weeks. In the circumstances that the parties to the Award agree appropriate, the Service Increments may be withheld for a
specified period greater than four weeks duration.
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SCHEDULE 3. ACTUAL RATES OF PAY
OPDATE 01:07:2017 1st pp on or after This Schedule produces the actual rates of pay for full-time employees, having regard to the prescribed payments applicable under Schedules 1 to 2 herein: Classification SCHEDULE 1 SCHEDULE 2 SCHEDULE 2 Weekly Service Service Wage Payment Payment Rate (after 12 months (after 24 months 2nd year) 3rd year) +9.80 + 9.70 Municipal per week per week per week Employee $ $ $ (a) Grade 1 739.70 749.50 759.20 (b) Grade 2 761.00 770.80 780.50 (c) Grade 3 783.10 792.90 802.60 (d) Grade 4 809.80 819.60 829.30 (e) Grade 5 830.10 839.90 849.60 (f) Grade 6 845.80 855.60 865.30 (g) Grade 7 861.20 871.00 880.70 (h) Grade 8 875.60 885.40 895.10
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SCHEDULE 4. WORK RELATED ALLOWANCES
OPDATE 01:07:2017 1st pp on or after 1. Disabilities Allowance
(a) In respect of Clause 5.3.1 Disabilities Allowance the rate of $31.20 per week applies. (b) For the purpose of calculating the payment as prescribed above, the amount of $31.20 per week shall be
applied at the rate of 82 cents per hour, where the disability is not incurred for a full working day. 2. Burning Off Grass In respect of Clause 5.3.2.1 the additional payment for burning off grass shall be 58 cents per day or part thereof. 3. Cleaning Public Lavatories In respect of Clause 5.3.2.2 the additional payment for cleaning public lavatories shall be $1.04 per toilet block
provided that this payment shall not exceed $15.60 per week. 4. First Aid Attendant In respect of Clause 5.3.2.3 the payment for a nominated first aid attendant shall be $13.60 per week. 5. Handling Money on Behalf of Employer In respect of Clause 5.3.2.4 the following payments per week shall apply for employees handling money on behalf of
an employer. (a) 80 cents for any amount handled up to $20.00. (b) $1.90 for any amount handled over $20.00 but not over $200.00. (c) $4.80 for any amount handled over $200.00 but not exceeding $600.00. (d) $6.90 for any amount handled over $600.00 but not exceeding $1,000.00. (e) $9.80 for any amount handled over $1,000.00. 6. Removal of Dead Animals In respect of Clause 5.3.2.5 the additional payment for removal of dead animals shall be $3.80 extra for each day or
portion of a day that he/she is so employed. 7. Confined Spaces In respect of Clause 5.3.2.6 the Confined Spaces additional payment shall be 73 cents per hour or part thereof. 8. Portable Woodchipping Machine In respect of Clause 5.3.2.7 the allowance for use of a portable woodchipping machine shall be 48 cents per hour or
part thereof. 9. Fertiliser Spreading In respect of Clause 5.3.2.8 the allowance for Fertiliser Spreading shall be 58 cents per hour.
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10. Height Allowance In respect of Clause 5.3.2.9 the height allowance shall be 48 cents per hour or part thereof. 11. Toxic Substances In respect of Clause 5.3.2.10 the following toxic substances allowances shall apply: (a) Employees using toxic substances extra 86 cents per hour (b) Employees in close proximity extra 72 cents per hour 12. Travelling Time Allowance (Starting on the job) In respect of Clause 8.1.1.1 the allowance payable pursuant to subclause (c) (i) shall be $530 per day. 13. Wet Work In respect of Clause 5.3.2.12.1 the additional amount payable per day shall be $1.70. 14. Plumbing Trade Allowance (a) In respect of Clause 5.3.4.2 the registration allowance payable shall be $30.60 per week. (b) In respect of Clause 5.3.4.2 the additional amount payable pursuant to sub-clause (b)(i) of Clause 43A shall
be $8.30 per day. 15. Driving and Towing Allowances (5.3.2.11). 11.1 $5.80 per week, or $1.15 per day or part thereof 11.2 $17.50 per week, or $3.50 per day or part thereof 11.3 For a loaded single-axle trailer $2.90 per day extra, or for an empty single-axle trailer $1.95 per day extra.
For any other loading trailer $4.00 per day extra, or for any other empty trailer $2.25 per day extra. 11.4 For a second trailer an extra $2.90 per day when drawing loaded single-axle trailer or $1.95 per day when
drawing empty single-axle trailer or an extra $4.00 per day when drawing any other loaded trailer or $2.25 per day when drawing any other empty trailer.
For each trailer (after the second) an extra $2.50 per day when drawing a loaded single-axle trailer, or $1.45
per day when drawing empty single-axle trailer, or an extra $3.85 per day when drawing any other loaded trailer, or $2.05 per day when drawing any other empty trailer,
11.5 $5.80 per week, or $1.15 per day or part thereof 11.6 $5.80 per week or $1.15 per day or part thereof 11.7 $5.80 per week or $1.15 per day or part thereof 11.8 $5.80 per week or $1.15 per day or part thereof 11.9 $3.45 per day when required to operate the crane 16. Rockbuster Allowance In respect of Clause 5.3.2.14, the allowance will be 51 cents per hour.
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17. Cemetery Works In respect of Clause 5.3.2.15, the allowance will be as follows: 15.1 $12.80 for each Sunday 15.2 Up to 3 years after burial $66.50 3-6 years after burial $51.10 more than 6 years $37.00 15.3 Depth of 5 foot 6 inches and less $5.80 per plot Depth of 5 foot 6 inches to 7 foot $8.70 per plot Depth of 7 foot and over $10.00 per plot
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SCHEDULE 5. EXPENSE RELATED ALLOWANCES
OPDATE 02:02:98 on and from 1. Motor Vehicle Allowance In respect of Clause 8.1.3 the motor vehicle reimbursement rates are as follows: Type of Vehicle Rate of Allowance
Having an engine of four cylinders or less 43.6 cents per km
Having an engine of more than four cylinders 56.0 cents per km or a rotary engine
Motor Cycle 22.4 cents per km
2. Meal Allowance In respect of Clause 5.3.5 the meal allowance shall be $5.40. 3. Tool Allowance In respect of Clause 5.3.3.1 the tool allowance payable shall be $8.10 per week.
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SCHEDULE 6. MINIMUM WAGE
OPDATE 01:07:2017 1st pp on or after This schedule shall operate from the beginning of the first pay period to commence on or after 1 July 2017. 1. The State Minimum Award Wage
No employee shall be paid less than the State Minimum Award Wage. 2. Amount of State Adult Minimum Award Wage
(a) The State Minimum Award Wage for full-time adult employees not covered by subclause (4) [special categories
clause], is $707.50 per week. (b) Adults employed under a supported wage clause shall continue to be entitled to receive the wage rate determined
under that clause. Provided that such employees shall not be paid less than the amount determined by applying the percentage in the supported wage clause applicable to the employee concerned to the amount of the minimum wage specified in subclause 2(a).
(c) Adults employed as part-time or casual employees shall continue to be entitled to receive the wage rate
determined under the casual and part-time clauses of the award. Provided that such employees shall not be paid less than pro-rata the minimum wage specific in subclause 2(a) according to the number of hours worked.
3. How the State Minimum Wage applies to Juniors
(a) The age rates provided for juniors by this award continue to apply unless the amount determined under subclause
3(b) is greater. (b) The State Minimum Award Wage for an employee to whom a junior rate of pay applies is determined by
applying the percentage in the junior wage rates clause applicable to the employee concerned to the relevant amount in subclause (2).
4. Application of Minimum Wage to Special Categories of Employee
(a) Due to the existing applicable award wage rates being greater than the relevant proportionate State Minimum
Award Wage, this clause has no application to employees undertaking a traineeship in accordance with Schedule 9 of this Award, an Australian Traineeship, a Career Start Traineeship, a Jobskills placement or an apprenticeship.
5. Application of State Minimum Award Wage to Award Rates Calculation
The State Minimum Award Wage: (a) applies to all work in ordinary hours; (b) applies to the calculation of overtime and all other penalty rates, superannuation, payments during sick leave,
long service leave, annual leave and for all other purposes of this award; and (c) is inclusive of the arbitrated safety net adjustment provided by the 2017 State Wage Case and the Minimum
Standard for Remuneration Decision and all previous safety net adjustments.
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SCHEDULE 7. CLASSIFICATION STRUCTURE CRITERIA
OPDATE 02:02:98 on and from Definitions
LEADING WORKERS
ME Grade 4 - "Leading Worker" Has the responsibility to lead a small work group which normally comprise no more than four (4) workers, whose classifications could range between Municipal Employee Grade 1 to Grade 3. The work group would normally use only the powered tools and equipment detailed under the indicative criteria for Grades 1 to 3. This work level may also include the training of employees, the keeping of relevant basic records and the elementary interpretation/execution of work from plans. ME Grade 5 - "Leading Worker" Has the responsibility to lead a small to medium size work group which would normally comprise no more than eight (8) workers whose classifications could range between Municipal Employee Grade 1 and Grade 4. The work group would normally be working with powered tools and equipment in accordance with that detailed in the indicative criteria for Grade 1 to 4. This work level may also include the training of employees, the keeping of relevant records, and the interpretation/execution of work from plans. ME Grade 6 - "Leading Worker" Has the responsibility to lead a medium to large size work group which would normally comprise no more than fifteen (15) workers, whose classifications could range between Municipal Employee Grade 1 and Grade 5. The work group may be smaller, where the work group is involved in the performance of more complex construction/maintenance duties, particularly in the case where tradespersons and/or heavy plant is involved. The work group would normally be working with powered tools and equipment in accordance with that detailed in the indicative criteria for Grade 1 to 5. This work level may also include the training of employees, the keeping of relevant records, and interpretation of work from plans. ME Grade 7 - "Leading Worker" Has the responsibility to lead a large work group which may involve more than fifteen (15) workers, whose classifications could range between Municipal Employee Grade 1 and Grade 6.
The work group may be smaller, where the work is involved in the performance of more complex construction/maintenance duties particularly in the case where tradespersons and/or heavy plant is involved. The work group would normally be working with powered tools and equipment in accordance with that detailed in the indicative criteria for Grades 1 to 6. This work level may also include the training of employees, the keeping of relevant records, and the interpretation/execution of work from plans. ME Grade 8 - "Leading Worker" This grading shall be applied to a worker who has responsibilities similar to those detailed under Grade 7 criteria, but is considered by the Council to be operating at a constantly high level of efficiency and effectiveness.
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Drivers
Class Car Sedan, Station wagon, Panel Van, Utility, Mobile caravan, Van, Bus (seating to 12) and Truck (gross vehicle mass limit not exceeding 4,500kg) NOTES
ME3 contemplates that the driver may have some day to day responsibility or the vehicle eg an employee in Parks and Gardens who may use a utility throughout the day to move between jobs.
ME2 may cover “casual driving” eg returning to Depot (from job) to collect materials etc. Towing allowances continue to be paid unless absorbed through Enterprise Agreements. Existing ME4 drivers (as at 1/2/98) will not be prejudiced by these provisions.
Class LT
Rigid truck, Tipper,. Van (gross vehicle mass limit between 4500kg and 15000kg) May tow a unit with gross vehicle mass limit up to 5000kg.
Class HT/LA Rigid Truck, Tipper, Van, Articulated Vehicle or Truck/Trailer Combination with a gross vehicle mass limit up to 24000kg Class HA
Heavy articulated or Truck/Trailer Combination with a gross vehicle mass exceeding 24000kg. Plant and Machine Operators (i) Excavators and Shovel-Loaders
kw kg Class 35 - < 65 8000 - < 15000 55......ME 5 65 - < 100 15000 - < 23000 85......ME 6 100-< 540 23000 - < 135000 470....ME 7
(ii) Graders kw kg Class 30 - < 85 2400 - < 9000 60.....ME 5 75 - < 110 9000 - < 13200 95.....ME 6 110 -< 540 13200 -< 75600 110...ME 7 Grader Operators at ME 5 and ME 6 undertaking construction grading should be classified or paid at the next highest classification, with an upper limit capping of ME7 for Grader Operators. (iii) Back-hoe Loaders
Digging depth (mm) Class < 3000 2.........ME 4 3000 - < 5000 4.........ME 5 5000 - 5.........ME 6 (iv) Wheeled Loaders
Kg Class (Under Review) The arrangements in place as at 1/2/98 will continue to apply pending the settlement of the classes for Wheeled Loaders.
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(v) Tracked Loaders
Kg Class 800 - < 5000 40TL.......ME 5 5000 - 98TL.......ME 6 (vi) Static Rollers Class 8 - 20 ................ME 4 (vii) Vibrating Rollers Kg/cm Class 10 - < 35 VR 24........ME 4 35 - VR 55........ME 5 (viii) Pneumatic Multityred Rollers Kg Class 7000 - < 30000 PR22.........ME 4 30000 - PR30.........ME 5 (ix) Standard Scrapers Bowl Capacity m3 Class 5 - < 10 7...........ME 5 10 - < 14 10.........ME 6 14 - < 56 40.........ME 7 (x) Bulldozers (Crawler Tractors)
kw kg Class < 45 < 6000 30C........ME 5 < 200 < 29000 150C .....ME 6 200 - 29000- 600C .....ME 7 (xi) Wheeled Tractors
kw kg Class < 45 < 6000 30W.......ME 3 45 - < 500 6000 - < 65000 400W.....ME 4 With Attachments: Attachments using the power/hydraulics from the wheeled tractor will be afforded one higher classification but with a capping at the ME 4 classification.
General Definitions Irrigation Mechanic
An irrigation mechanic is an employee who is principally and normally engaged in irrigation plumbing and is capable and
required to undertake the following range of duties. a) The installation of irrigation systems to distribute water or similar liquids from any source for such purposes as
growth, leaching, cooling, misting, fogging, recycling, treating, disposal or water replenishment of the soil or other areas, or substances used to sustain plant life.
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b) The installation of any pipes, fittings, pumps, tanks, valves, control valves, main valves or ferrules, pressure control devices, flow control devices, back flow prevention devices, filters, water meters, flow control system, all types of hydraulic, electric and electronic extra low voltage control controls and other ancillary controls up to 32 volts AC and DC, including the associated writing for such equipment and all other components required to form a complete system of irrigation.
c) The installation of any irrigation drainage including any system of channels, pipes, pits, sub-soil agriculture pipes and
the like, installed for such purposes as receiving and removing water, preventing water saturation of the soil or other medium, reducing salt and chemical build up in the soil or other medium as a result of irrigation.
d) Associated excavation, levelling and trenching work including the operation of manual or mechanical equipment
required. Senior Chainperson
May have the responsibility to supervise other General Chainpersons or perform at a level above that defined for a General Chainperson. In particular, this may include an employee who demonstrates an ability to effectively read survey levels of a more technically demanding nature than expected of a General Chainperson. Senior Storeperson Has the responsibility for a large council store, and may be required to supervise or provide guidance and direction to other employees. The employee would have highly developed interpersonal and communication skills, and required to exercise skills attained through the successful completion of a store/warehousing certificate. Senior Motor Mechanic
In the exercise of its discretion a council may classify a "Mechanic" as a "Senior Mechanic" having due regard to the experience and ability of the employee in the performance of his/her duties. A senior mechanic so classified shall be capable (when required) of each of the following: The application of the full range of mechanical trade skills and responsibilities, The ability to competently perform repairs and maintenance on the full range of council's plant and equipment, The ability to perform other work beyond normal mechanical trade skills, The ability to effectively work alone without the need for direct supervision, Supervising the work or training of apprentices. General Chainperson Has the responsibility for the general care and maintenance of tools and survey equipment, accurately carrying out survey measurements, and the recording of routine data. The employee could be expected to acquire an elementary knowledge of basic geometry and capable of using normal survey equipment eg theodolite, levels etc. Municipal Employee Grade 1
Indicative Tasks
• general labouring • use of hand tools (non-powered) • washing / cleaning vehicles • fuel pump attendance • roadside litter clearing • concrete mixing by hand • sweeping • grubbing or chipping weeds • hand weeding • hand pruning (under direct supervision) • watering • raking leaves etc • general tasks about a public camping ground/caravan park • tip employee (in charge of garbage tip) • truck loader • driver (class car)
Municipal Employee Grade 2
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Indicative Tasks
• tradespersons assistant • crusher feeder • greaser (mechanical equipment) • pipe layer • pipe locater operator • hammer and drill operator • jumper person (boring in stone) • auto scythe operator • air compressor attendant (in charge) • metal, rubble and/or gravel spreading • picking stones and other general labouring work re road/footpath construction and maintenance • scarifying and/or reforming roads or footpaths • scoring • greenkeeping (golf course) • nursery attendant (weeding, mixing soils, watering and staking) • gardener (labouring duties such as site preparation, garden plots preparation, weeding, sowing etc) • grounds employee (watering, rolling, care of surrounds and assisting other grounds employees) • tree attendant (prunes/lops trees, trims, sprays plants and transplants trees, chainsaw/pruning saws, general tree maintenance) • "Gravely" or similar mower operation • push mower operation • driver (class car) • lower classified tasks if required Notes:
Employees classified at this level may be required to operate motorised or electric hand tools/equipment, without the need for supervision by a more senior employee. Employees should be trained/instructed in the proper and safe usage of such tools and equipment, which may include electric whipper snippers and brushcutters, combustion powered small plant (such as concrete mixers) and electric powered hand tools. Other motorised equipment may be operated under the supervision of appropriately trained senior employee. Where an employee performs such work without the supervision, the mixed functions provisions shall apply. Provided however, that where the performance of such work becomes a normal and constant feature of the employees substantive position, then the employee will be required to be re-classified to the appropriate level. For the purposes of this clause ‘normal and constant feature’ shall mean the performance of such unsupervised work for an accumulated period of at least 400 hours in a calender year.. Municipal Employee Grade 3 Indicative Tasks
• brush-hand • cemetery attendant • cleaner • chainperson • concrete floating • cook • garbage carter's assistant • handyperson • kerb/slab making and laying • tax and bitumen work • tool sharpening • caretaker/porter • chainsaw operation • operation of ride-on and self propelled plant such as: 32R ride-on vibrating roller and other vibrating rollers of AS 2868 - 1986
Class No VR10, Chain trenchers of AS 2868 - 1988 (Class 5 or Class 8). Wheeled Tractors of AS5 2868 - 1986 Class 10W, 15W, or 30W, motor mowers and rotary hoes.
Note: Wheeled tractor operator with attachment using power/hydraulics off the tractor is ME4)
• operation of a variety of hand-held motorised tools such as: quick-cut saw, vibrating plates, rollers (hand guided), wakkers, tampors, concrete mixing machine, jackhammer (pneumatic or electric), chainsaw, posthole auger, whipper-snipper, brush-cutter, rotary hoe, grass edging machine.
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• gardening duties such as: pruning, use of herbicides, fungicides etc, planting and transplanting of trees, shrubs, flowers etc, landscaping, rockeries, construction of paths, pergolas etc associated with landscaping.
• grounds employee (care, alignment and maintenance of bowling greens and/or turf wickets) • driver (class car) • lower classified tasks as required
Municipal Employee Grade 4
Indicative Tasks
• storeperson • senior chainperson (defined) • powder monkey • swimming pool attendant (wage rate includes weekend penalties) • brick and other paver laying (including setting up and levels) • concrete finisher • trench/shaft worker (greater than 6' in depth) • transfer station attendant (Playford) • leading worker (defined) • lower classified tasks as required • Driving • community bus driver • driver (class LT) Plant/Machine • back-hoe loader (class 2) • wheeled loader (class 35 WL) • static roller (class 8 - 20) • vibrating roller (class VR 24) • pneumatic multityred roller (class PR 22) • wheeled tractor (class 400W)
Municipal Employee Grade 5 Indicative Tasks
• trade level for bricklayer, painter, motor mechanic, plasterer, carpenter/joiner, plumber (other than registered sanitary), horticulture, electrician, welder (1st class)
• irrigation mechanic (defined) • senior storeperson (defined) • cemetery curator • mechanical grave digger • leader worker (defined) • lower classified tasks as required Driving • driver (class HT/LA) Plant/Machine • excavator and shovel-loader (class 55) • grader operator (class 60) • (ME6 whilst engaged on "construction" grading) • back-hoe loader (class 4) • wheeled loader (class 150WL) • tracked loader (class 40TL) • vibrating loader (class VR55) • pneumatic multityred roller (class PR30) • standard scraper (class 7) • bulldozer (class 30)
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Municipal Employee Grade 6 Indicative Tasks
• trade level for registered sanitary plumber, signwriter • senior motor mechanic • cemetery supervisor • driver/operator for mechanical grave digger, line marking machine, mechanical road sweeper and weed unit • leading worker (defined) • lower classified tasks as required Driver • driver (class HA) Plant/Machine • excavator and shovel-loader (class 85) • grader operator • (ME7 whilst engaged on "construction" grading) • back-hoe loader (class 5) • wheeled loader (class 250WL) • tracked loader (class 98 TL) • standard scraper (class 10) • bulldozer (class 150C) Municipal Employee Grade 7
Indicative Tasks
• leader worker (defined) • lower classified tasks as required Plant/Machine • excavator and shovel loader (class 470) • grader operator (class 110) • standard scraper (class 40) • bulldozer (class 600C) Municipal Employee Grade 8
Indicative Tasks
• leading worker (defined) • lower classified tasks as required
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SCHEDULE 8. SUPPORTED WAGE SYSTEM
OPDATE 01:07:2017 1st pp on or after (a) Definitions
This Schedule defines the conditions which will apply to employees who, because of the effects of a disability, are
eligible for a supported wage under the terms of this Award. In the context of this Schedule, the following definitions will apply:
(i) “Supported Wage System” means the Commonwealth Government System to promote employment for
people who cannot work at full Award wages because of a disability, as documented in “Supported Wage System: Guidelines and Assessment Process”.
(ii) “Accredited Assessor” means a person accredited by the management unit established by the
Commonwealth under the Supported Wage System to perform assessments of an individual’s productive capacity within the Supported Wage System.
(iii) “Disability Support Pension” means the Commonwealth pension scheme to provide income security for
persons with a disability as provided under the Social Security Act 1991 as amended from time to time, or any successor to that scheme.
(iv) “Assessment instrument” means the form provided for under the Supported Wage System that records the
assessment of the productive capacity of the person to be employed under the Supported Wage System. (b) Eligibility Criteria
Employees covered by this Schedule will be those who are unable to perform the range of duties to the competence
level required within the class of work for which the employee is engaged under this Award, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a Disability Support Pension.
(The Schedule does not apply to any existing employee who has a claim against the employer which is subject to the
provisions of workers’ compensation legislation or any provision of this Award relating to the rehabilitation of employees who are injured in the course of their current employment).
This Schedule does not apply to employers in respect of their facility, programme, undertaking, service or the like
which receives funding under the Disability Services Act 1986 and fulfils the dual role of service provider and sheltered employer to people with disabilities who are in receipt of or are eligible for a Disability Support Pension in accordance with the requirements of the Disabilities Service Act 1986 and the Standards contained therein, as amended from time to time.
(c) Supported Wage Rates
Employees to whom this Schedule applies shall be paid the applicable percentage of the minimum rate of pay
prescribed by this Award for the class of work which the person is performing according to the following schedule:
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Assessed Capacity %
as per sub-clause (d) of prescribed Award rate
10% * 10% 20% 20% 30% 30% 40% 40% 50% 50% 60% 60% 70% 70% 80% 80% 90% 90% Note: The minimum amount payable shall be not less than $84 per week.
* Where a person’s assessed capacity is 10% they shall receive a high degree of assistance and support. (d) Assessment of Capacity
For the purposes of establishing the percentage of the Award rate to be paid to an employee under this Award, the
productive capacity of the employee will be assessed in accordance with the Supported Wage System and documented in an assessment instrument by either:
(i) the employer and a union party of the Award, in consultation with the employee, or if desired by any of
these; (ii) the employer and an accredited Assessor from a panel agreed by the parties to the Award and the
employee. (e) Lodgement of Assessment Instrument
(i) All assessment instruments under the conditions of this Schedule, including the appropriate percentage of
the Award wage to be paid to the employee, shall be lodged by the employer with the Registrar of SAET. (ii) All assessment instruments shall be agreed and signed by the parties to the assessment, provided that
where a union is party of the Award, and is not a party to the assessment, it shall be referred by the Registrar to the Union by certified mail and shall take effect unless an objection is notified to the registrar within 10 working days.
(f) Review of Assessment
The assessment of the applicable percentage should be subject to annual review or earlier on the basis of a
reasonable request for such a review. The process of review shall be in accordance with the procedures for assessing capacity under the Supported Wage System.
(g) Other terms and Conditions of Employment
Where an assessment has been made, the applicable percentage shall apply to the wage rate only. Employees
covered by the provisions of the Schedule will be entitled to the same terms and conditions of employment as all other workers covered by this Award paid on a pro rata basis.
(h) Workplace Adjustment
An employer wishing to employ a person under the provisions of this Schedule shall take reasonable steps to make
changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve re-design of job duties, working time arrangements and work organisation in consultation with other workers in the area.
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(i) Trial Period
(i) In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a
person under the provisions of this Schedule for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding 4 weeks) may be needed.
(ii) During that trial period the assessment of capacity shall be undertaken and the proposed wage rate for
continuing employment. (iii) The amount payable to the employee during the trial period shall be $84 per week or such greater amount
as is agreed from time to time between the parties (taking into account the Department of Social Security income test free area for earnings) and inserted into this Award.
(iv) Work trials should include induction or training as appropriate to the job being trialled. (v) Where the employer and employee wish to establish a continuing employment relationship following the
completion of the trial period, a further contract of employment shall be entered into based on the outcome of assessment under sub-clause (d) hereof.
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SCHEDULE 9 - TRAINING WAGE ARRANGEMENTS
OPDATE 01:07:2017 1st pp on or after
CLAUSE S9.1 TITLE
This Schedule shall be known as the Local Government Employees Award Training Wage Arrangements Schedule.
CLAUSE S9.2 ARRANGEMENT
Clause No. Title
S9.1 Title S9.2 Arrangement S9.3 Application S9.4 Date of operation S9.5 Definitions S9.6 Training conditions S9.7 Employment conditions S9.8 Wages S9.9 Disputes settling procedures S9.10 Dispute settlement over traineeship schemes S9.11 Part-time traineeships Section A Allocation of traineeships to wage levels Section B Traineeship schemes excluded from this Award
CLAUSE S9.3 APPLICATION
S9.3.1 This Schedule shall apply to persons:
(a) who are undertaking a traineeship (as defined); and (b) whose employment is, or otherwise would be, covered by the Award.
S9.3.2 This Schedule does not apply to the apprenticeship system or any training programme, which applies to the same
occupation and achieves essentially the same training outcome as an existing apprenticeship in an award as at 25 June 1997.
This Schedule only applies to AQF IV Traineeships when the AQF III Traineeship in the training package is listed in Section A. Further, this Schedule also does not apply to any certificate IV training qualification that is an extension of the competencies acquired under a certificate III qualification, which is excluded from this Schedule due to the operation of clause S9.3.2.
S9.3.3 At the conclusion of the traineeship, this Schedule ceases to apply to the employment of the trainee and the Award
shall apply to the former trainee. S9.3.4 Nothing in this Schedule shall be taken to replace the prescription of training requirements in the Award.
CLAUSE S9.4 DATE OF OPERATION
This Schedule shall operate from the beginning of the first pay period commencing on or after 1 July 2017.
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CLAUSE S9.5 DEFINITIONS
S9.5.1 Act means the Training and Skills Development Act 2008 or any successor legislation. S9.5.2 Adult trainee means for the purpose of this Schedule a trainee who would qualify for the highest wage rate in Wage
Level A, B or C if covered by that wage level. S9.5.3 Approved training means that training which is specified in the training plan, which is part of the training
agreement, which is registered with the T&SC. It includes training undertaken both on and off-the-job in a traineeship and involves formal instruction, both theoretical and practical, and supervised practice. The training reflects the requirements of a national training package or a traineeship scheme and leads to a qualification under the Australian Qualification Framework.
S9.5.4 T&SC means the Training and Skills Commission under the Act. S9.5.5 Award means the Local Government Employees Award.
S9.5.6 Commission means the Industrial Relations Commission of South Australia. S9.5.7 Trainee is an individual who is a signatory to a training agreement registered with the T&SC and is involved in
paid work and structured training, which may be on or off the job. Trainee does not include an individual who already has the competencies to which the traineeship is directed.
S9.5.8 Traineeship means a system of training which has been approved by the T&SC, which meets the requirements of a
national training package developed by a National Industry Training Advisory Board and endorsed by the National Training Quality Council, which leads to an Australian Qualifications Framework qualification specified by that national training Package, and includes full-time traineeships and part-time traineeships including school-based traineeships.
S9.5.9 Training agreement means a Contract of Training for a traineeship made between the employer and a trainee,
which is registered with the T&SC.
S9.5.10 Training package means the competency standards, assessment guidelines and Australian Qualifications Framework
qualification endorsed for an industry or enterprise by the National Training Quality Council and placed on the National Training Information Service with the approval of Commonwealth and State Ministers responsible for vocational education and training.
S9.5.11 Training plan means a programme of training which forms part of a training agreement registered with the T&SC. S9.5.12 Traineeship scheme means an approved traineeship applicable to a group or class of employees or to an industry or
sector of an industry or an enterprise, which has been approved by the T&SC. S9.5.13 Year 10 - for the purposes of this Schedule, any person leaving school before completing Year 10 shall be deemed to
have completed Year 10.
CLAUSE S9.6 TRAINING CONDITIONS
S9.6.1 The trainee shall attend an approved training course or training program prescribed in the training agreement or as notified to the trainee by the T&SC in accredited and relevant training schemes.
S9.6.2 Employment as a trainee under this Schedule shall not commence until the relevant training agreement, made in
accordance with a training scheme, has been signed by the employer and the trainee and lodged for registration with the T&SC, provided that if the training agreement is not in a standard format, employment as a trainee shall not commence until the training agreement has been registered with the T&SC. The employer shall ensure that the trainee is permitted to attend the training course or program provided for in the training agreement and shall ensure that the trainee receives the appropriate on-the-job training.
S9.6.3 The employer shall provide a level of supervision in accordance with the traineeship Agreement during the
traineeship period.
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S9.6.4 The provisions of the Act dealing with the monitoring by officers of the T&SC and the use of training records or work books as part of this monitoring process shall apply to traineeships under this Schedule.
CLAUSE S9.7 EMPLOYMENT CONDITIONS
S9.7.1 A full-time trainee shall be engaged for a maximum of one year's duration, except in respect of AQF III and AQF IV
Traineeships which may extend up to two years full-time, provided that a trainee shall be subject to a satisfactory probation period of up to one month which may be reduced at the discretion of the employer. By agreement in writing, and with the consent of the T&SC, the Employer and the trainee may vary the duration of the traineeship and the extent of approved training provided that any agreement to vary is in accordance with the relevant traineeship scheme. A part-time trainee shall be engaged in accordance with the provisions of Clause S9.11 Part-Time Traineeships, of this Schedule.
S9.7.2 Where the trainee completes the qualification in the training agreement earlier than the time specified in the
training agreement, then the traineeship may be concluded by mutual agreement. S9.7.3 Termination of employment of trainees is dealt with in the training agreement, or the Act. An employer initiating
such action shall give written notice to the trainee at the time the action is commenced and to the T&SC in accordance with the Act.
S9.7.4 The trainee shall be permitted to be absent from work without loss of continuity of employment and/or wages to
attend the approved training. S9.7.5 Where the employment of a trainee by the employer is continued after the completion of the traineeship period,
such traineeship period shall be counted as service for the purposes of the Award or any other legislative entitlements.
S9.7.6 Trainees working overtime
S9.7.6.1 Reasonable overtime may be worked by the trainee provided that it does not affect the successful completion of the approved training.
S9.7.6.2 No trainee shall work overtime or shiftwork on their own unless consistent with the provisions of the
Award. S9.7.6.3 No trainee shall work shiftwork unless the shiftwork makes satisfactory provision for approved
training. Such training may be applied over a cycle in excess of a week, but must average over the relevant period no less than the amount of training required for non-shiftwork trainees.
S9.7.6.4 The trainee wage shall be the basis for the calculation of overtime and/or shift penalty rates prescribed
by the Award, unless the Award makes specific provision for a trainee to be paid at a higher rate, or the employer and trainee agree in writing that a trainee will be paid at a higher rate, in which case the higher rate shall apply.
S9.7.7 All other terms and conditions of the Award that are applicable to the trainee or would be applicable to the trainee
but for this Schedule shall apply unless specifically varied by this Schedule. S9.7.8 A trainee who fails to either complete the traineeship, or who cannot for any reason be placed in full-time
employment with the employer on successful completion of the traineeship, shall not be entitled to any severance payments payable pursuant to termination, change and redundancy provisions of the Award.
Note: It is not intended that existing employees shall be displaced from employment by trainees.
CLAUSE S9.8 WAGES
S9.8.1 The weekly wage payable to full-time trainees shall be provided in S9.8.4, S9.8.5 and S9.8.6 of this Schedule and in
accordance with Clause S9.7 Employment Conditions. S9.8.2 These wage rates will only apply to trainees while they are undertaking an approved traineeship, which includes
approved training as defined in this Schedule.
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S9.8.3 The wage rates prescribed by this clause do not apply to complete trade level training, which is covered by the Apprenticeship system.
S9.8.4 Wage Level A
Where the accredited training course and work performed are for the purpose of generating skills, which have been defined for work at Wage Level A.
Highest year of schooling completed
Year 10 Year 11 Year 12
$ $ $
School Leaver 250.00 (50%)* 312.00 (33%) 291.00 (33%) 350.00 (25%) 319.00 350.00 420.00 Plus 1 year out of school 350.00 420.00 486.00 Plus 2 years out of school 420.00 486.00 567.00 Plus 3 years out of school 486.00 567.00 649.00 Plus 4 years out of school 567.00 649.00 Plus 5 or more years 649.00 S9.8.5 Wage Level B
Where the accredited training course and work performed are for the purpose of generating skills, which have been defined for work at Wage Level B.
Highest year of schooling completed
Year 10 Year 11 Year 12
$ $ $
School Leaver 250.00 (50%)* 312.00 (33%) 291.00 (33%) 350.00 (25%) 319.00 350.00 405.00 Plus 1 year out of school 350.00 405.00 468.00 Plus 2 years out of school 405.00 468.00 547.00 Plus 3 years out of school 468.00 547.00 624.00 Plus 4 years out of school 547.00 624.00 Plus 5 or more years 624.00 S9.8.6 Wage Level C
Where the accredited training course and work performed are for the purpose of generating skills, which have been defined for work at Wage Level C.
Highest year of schooling completed
Year 10 Year 11 Year 12
$ $ $
School Leaver 250.00 (50%)* 312.00 (33%) 291.00 (33%) 350.00 (25%) 319.00 350.00 405.00 Plus 1 year out of school 350.00 405.00 457.00 Plus 2 years out of school 405.00 457.00 511.00 Plus 3 years out of school 457.00 511.00 569.00 Plus 4 years out of school 511.00 569.00 Plus 5 or more years 569.00
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S9.8.7 School Based Traineeships
Year of Schooling Year 11 Year 12 $ $
School based Traineeships in Wage Levels A, B and C 319.00 350.00
*Figures in brackets indicate the average proportion of time spent in approved training to which the associated wage rate is applicable. Where not specifically indicated, the average proportion of time spent in structured training, which has been taken into account in setting the rate, is 20 per cent.
S9.8.8 Wage rates for Certificate IV Traineeships
S9.8.8.1 Trainees undertaking an AQF IV Traineeship shall receive the relevant weekly wage rate for AQF III Trainees at Wage Levels A, B or C as applicable with the addition of 3.8 per cent of that wage rate.
S9.8.8.2 An adult trainee who is undertaking a traineeship for an AQF IV qualification shall receive the
following weekly wage as applicable based on the allocation of AQF III qualifications:
Wage Level First year of
Traineeship
Second year of
Traineeship
$ $
Wage Level A 674.00 700.00 Wage Level B 648.00 673.00 Wage Level C 591.00 613.00
S9.8.9 Where a person was employed by the employer under the Award immediately prior to becoming an adult trainee
with the employer, such person shall not suffer a reduction in the rate of pay by virtue of becoming a trainee. S9.8.10 Where a traineeship is converted from an AQF II to an AQF III Traineeship, or from an AQF III to an AQF IV
Traineeship, the trainee shall move to the next higher rate provided in this Schedule, if a higher rate is provided for that new AQF level.
S9.8.11 Section A sets out the Wage Level of a traineeship. S9.8.12 For the purposes of this provision, out of school shall refer only to periods out of school beyond Year 10, and shall
be deemed to:
S9.8.12.1 Include any period of schooling beyond Year 10, which was not part of nor contributed to a completed year of schooling;
S9.8.12.2 Include any period during which a trainee repeats in whole or part of a year of schooling beyond Year
10; S9.8.12.3 Not include any period during a calendar year in which a year of schooling is completed; and S9.8.12.4 Have effect on an anniversary date being January 1 in each year.
S9.8.13 Despite any other clause in this Schedule, trainees may not be employed under this Schedule under the traineeship
schemes and in the areas of employment listed in Section B.
CLAUSE S9.9 DISPUTE SETTLING PROCEDURES
For matters not dealt with in accordance with the Act, the procedures to avoid industrial disputation contained in the Award will apply to trainees.
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CLAUSE S9.10 DISPUTE SETTLEMENT OVER TRAINEESHIP SCHEMES
S9.10.1 A party may initiate this procedure when that party wishes to argue that this Schedule should not provide for
employment under a particular traineeship scheme despite the allocation of the scheme to a Wage Level by Section A.
S9.10.2 The party shall:
S9.10.2.1 Notify the relevant parties of an intention to dispute the particular traineeship scheme, identifying the scheme.
S9.10.2.2 Request the parties with an interest in the scheme to meet with them at a mutually agreed location. S9.10.2.3 If agreement cannot be reached the matter may be referred to the Commission for conciliation. S9.10.2.4 If agreement is not reached during conciliation then an application may be made to include the
traineeship scheme in Section B.
CLAUSE S9.11 PART-TIME TRAINEESHIPS
S9.11.1 This clause shall apply to trainees who undertake a traineeship on a part-time basis by working less than full-time
hours and by undertaking the approved training at the same or lesser training time than a full-time trainee.
S9.11.1.1 A part-time trainee (other than a school-based trainee) will be engaged to work for no less than a minimum average of 15 hours per week.
S9.11.1.2 A part-time school-based trainee may be engaged to work less hours than the minimum hours
prescribed by this Schedule and the Award provided that the trainee remains enrolled in compulsory education.
S9.11.2 Wages
S9.11.2.1 The tables set out below are the hourly rates of pay where the training is either fully off-the-job or where 20% of time is spent in approved training. These rates are derived from a 38 hour week.
Table 1: Trainees who have left school ($ per hour) Highest year of schooling completed Wage Level A Year 10 Year 11 Year 12 $ $ $ School Leaver 10.49 11.51 13.82 Plus 1 year out of school 11.51 13.82 15.99 Plus 2 years out of school 13.82 15.99 18.65 Plus 3 years out of school 15.99 18.65 21.35 Plus 4 years out of school 18.65 21.35
Plus 5 or more years 21.35
Wage Level B Year 10 Year 11 Year 12 $ $ $ School Leaver 10.49 11.51 13.32 Plus 1 year out of school 11.51 13.32 15.39 Plus 2 years out of school 13.32 15.39 17.99 Plus 3 years out of school 15.39 17.99 20.53 Plus 4 years out of school 17.99 20.53
Plus 5 or more years 20.53
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LOCAL GOVERNMENT EMPLOYEES AWARD SCHEDULE 9 7
Wage Level C Year 10 Year 11 Year 12 $ $ $ School Leaver 10.49 11.51 13.32 Plus 1 year out of school 11.51 13.32 15.03 Plus 2 years out of school 13.32 15.03 16.81 Plus 3 years out of school 15.03 16.81 18.72 Plus 4 years out of school 16.81 18.72
Plus 5 or more years 18.72
Table 2: School based Traineeships ($ per hour) Year of schooling Year 11 Year 12 $ $ Wage Levels A, B and C 10.49 11.51 20% loading [S9.11.6.2] 12.59 13.81
Table 3: Wage rates for part-time Certificate IV Traineeships ($ per hour):
Trainees undertaking a part-time AQF IV Traineeship shall receive the relevant hourly rate for AQF III Trainees at Wage Levels A, B or C as applicable under Table 1 or 2 with the addition of 3.8 per cent of that wage rate. An adult trainee (as defined) who is undertaking a part-time traineeship for an AQF IV qualification shall receive the following hourly rate as applicable based on the allocation of AQF III qualifications:
Wage Level First year of
traineeship
Second year of
traineeship
$ $
Wage Level A 22.17 23.01 Wage Level B 21.32 22.13 Wage Level C 19.44 20.18
S9.11.3 The hours for which payment shall be made are determined as follows:
S9.11.3.1 Where the approved training for a traineeship (including a school based traineeship) is provided off-the-job by a registered training organisation, for example at school or at TAFE, these rates shall apply
only to the total hours worked by the part-time trainee on-the-job. S9.11.3.2 Where the approved training is undertaken solely on-the-job and the average proportion of time to be
spent in approved training is 20% (i.e. the same as for the equivalent full-time traineeship), then the total hours on-the-job shall be multiplied by the applicable hourly rate, and then 20 per cent shall be deducted.
S9.11.3.3 Where the approved training is partly on-the-job and partly off-the-job and the average proportion of
time to be spent in approved training is 20% (i.e. the same as for the equivalent full-time traineeship), then the total of all hours spent in work and training shall be multiplied by the applicable hourly rate, and then 20 per cent shall be deducted.
Note: As noted in clause S9.8, 20 per cent is the average proportion of time spent in approved
training, which has been taken into account in setting the wage rates for most full-time traineeships. S9.11.3.4 Where a person was employed part-time by an employer under this Award immediately prior to
becoming a part-time adult trainee with that employer, such person shall not suffer a reduction in the hourly rate of pay by virtue of becoming a trainee.
S9.11.3.5 Where the normal full-time weekly hours are not 38 the appropriate hourly rate may be obtained by
multiplying the rate in the table by 38 and then dividing by the normal full-time hours.
Special Council Meeting 239 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD SCHEDULE 9 8
S9.11.4 General Formula
S9.11.4.1 For traineeships not covered by S9.11.2.1, the following formula for calculation of wage rates shall apply:
The wage rate shall be pro-rata the full-time rates based on variation in the amount of training and/or the amount of work over the period of the traineeship, which may also be varied on the basis of the following formula:
Full-time wage rate x Trainee hours - average weekly training time
30.4* * Note: 30.4 in the above formula represents 38 ordinary full-time hours less the average training time for full-time trainees (i.e. 20%). A pro-rata adjustment will need to be made in the case where the Award specifies different ordinary full-time hours: for example where the ordinary weekly hours are 40, 30.4 will be replaced by 32.
(a) Full-time wage rate means the appropriate rate as set out in S9.8.4, S9.8.5, S9.8.6 and S9.8.7 of
this Schedule. (b) Trainee hours shall be the hours worked per week including the time spent in approved training. (c) Average weekly training time is based upon the length of the traineeship specified in the
traineeship agreement or training agreement as follows:
7.6 x 12 Length of the traineeship in months
Note 1: 7.6 in the above formula represents the average weekly training time for a full-time trainee
whose ordinary hours are 38 per week. A pro-rata adjustment will need to be made in the case where the Award specifies different ordinary time hours for example, where the ordinary weekly hours are 40, 7.6 will be replaced by 8.
Note 2: The parties note that the training agreement will require a trainee to be employed for
sufficient hours to complete all requirements of the traineeship, including the on the job work experience and demonstration of competencies. The parties also note that this would result in the equivalent of a full day's on the job work per week.
S9.11.5 Example of the calculation for the wage rate for a part-time traineeship
A school student commences a traineeship in year 11. The ordinary hours of work in the Award are 38. The training agreement specifies two years (24 months) as the length of the traineeship.
Average weekly training time is therefore 7.6 x 12/24 = 3.8 hours.
Trainee hours totals 15 hours; these are made up of 11 hours work which is worked over two days of the week plus 1-1/2 hours on the job training plus 2-1/2 hours off the job approved training at school and at TAFE.
So the wage rate in year 11 is:
$319 x 15 - 3.8 = $117.53 (plus any applicable penalty rates under the Award) 30.4 The wage rate varies when the student completes year 11 and passes the anniversary date of 1 January the following year to begin year 12 and/or if trainee hours changes.
S9.11.6 Employment conditions for all part-time trainees
S9.11.6.1 A part-time trainee shall receive, on a pro-rata basis, all employment conditions applicable to a full-time trainee. All the provisions of the Award shall apply to part-time trainees except as specified in this Schedule.
Special Council Meeting 240 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD SCHEDULE 9 9
S9.11.6.2 However, a trainee undertaking a school based traineeship may, with the agreement of the trainee, be paid an additional loading 20 per cent on all ordinary hours in lieu of annual leave, sick leave, personal leave and public holidays. Notwithstanding this, where a trainee is called upon to work on a public holiday the provisions of the Award shall apply.
S9.11.6.3 A part-time trainee may, by agreement, transfer from a part-time to a full-time traineeship position
should one become available. S9.11.6.4 The minimum engagement periods specified in the Award shall also be applicable to part-time
trainees.
SECTION A
Allocation of Traineeships to Wage Levels
Part A, New Training Package Titles
Wage Levels that apply to Certificates under Training Packages Wage Level A
(This Award does not apply to these traineeships where another Award already provides for the traineeship.)
Training package Certificate level
Administration I II III Assessment and Workplace Training III Business Services I II III Community Services II III Correctional Services III Financial Services III Floristry III Food Processing Industry III Hospitality Industry III Information Technology II III Local Government (Environmental Health & Regulation
II
III Local Government (Governance & Administration) I II III Local Government (Government) II III Museum and Library/Information Services II III National Public Services II III Public Services II III Retail III
Special Council Meeting 241 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD SCHEDULE 9 10
Wage Level B
(This Award does not apply to these traineeships where another Award already provides for the traineeship.)
Training package Certificate level
Asset Maintenance II III Asset Security I II III Hospitality Industry I II National Community Recreation Industry II III National Fitness Industry II III National Outdoor Recreation Industry II III National Sport Industry I II III Public Safety II Printing and Graphic Arts II Retail II
Wage Level C
(This Award does not apply to these traineeships where another Award already provides for the traineeship.)
Training package Certificate level
Agriculture I II III Horticulture I II III
Part B, Old Traineeships Titles and Wage Levels
Wage Level A
Arts Administration AVTS AIEW, (ATSI Education Worker) Traineeship Pilot Project Basic Horticulture Basic Horticulture - Local Government (Tas) Certificate III in Care Support Services (Personal Assistant) Certificate III in Care Support Services (Nursing Assistant) Certificate III in Office Administration Certificate III in Retail Operations Child Care Worker Child Care (NSW) Child Care (Qld) Child Care (Tas) Child Care - Local Govt Clerical Processing (Health Practice) Communications - Customer Support Streams: Telemarketing; Communications Operator Disability Education Industry Traineeships - all streams Health Ancillary Worker, Dental Assistant (Public Sector Only) Health Industry Office Skills Health Office Skills Home & Community Care Integration Aide Stream Language & Literacy Assistant Stream
Special Council Meeting 242 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD SCHEDULE 9 11
Library Aide (Education) Library Assistant Library Assistant Stream Literacy Support (Education) Local Government Maintenance & Construction (Tas) Marketing & Management (Cultural Industries) Media Journalism Medical Office Skills Medical Receptionist Nursing - Division 2 (Enrolled Nurse) Office Support Stream Patient Services Assistant (Public Sector Only) Personal Carer Residential Aged Care State Public Sector Clerical (All States) Youth Worker Wage Level B
Community Pharmacy (Operations) - Cert I in Retail Community Pharmacy (Operations) - Cert II in Retail Community Pharmacy (Operations - Marketing) - Cert III in Retail Community Pharmacy (Operations - Supervision) - Cert III in Retail Essential Services Operator Fitness Instruction Live Theatre (Technical) (APACA) Local Government Child Care Retail Operations Certificate 2 Sales/Marketing Support Worker Wage Level C
Community Radio Community Radio Broadcasting Certificate 2 Land Conservation & Restoration Personal Carer - Assistant in Nursing/Personal Care worker Wardsperson SECTION B
Traineeship schemes excluded from this Award
Nil
Special Council Meeting 243 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD APPLICATIONS FILED 1
APPLICATIONS FILED
File No Description
04529/2001 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2001. Opdate ppc 29/07/2001. 04708/2002 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2002. Opdate ppc 29/07/2002. 00719/2003 AWARD VARIATION Award varied. Cl. 4.2.4 Casual Employment re casual loading & conversion to full- or part-time employment. Opdate ppc 24/11/2004 & 01/07/2005. [[2004] SAIRComm 64] 03228/2003 AWARD VARIATION Award NOT varied - appln adjourned re paid parental leave. 04544/2003 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2003. opdate ppc 29/07/2003. 05205/2004 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2004. Opdate ppc 06/08/2004. 04784/2005 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re SWC 2005. Opdate ppc 06/08/2005. 04061/2006 AWARD VARIATION Award varied. Cl. 5.2 Wage Rates, Sch. 8 Supported Wage System (Opdate ppc 17/04/2006); Cl. 5.2 Wage Rates - adult apprentices (Opdate ppc 1/07/2006) re Remuneration Minimum Standard. 04892/2006 AWARD VARIATION Award varied. Cl. 5.7 Safety Net Adjustments, New Cl. 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Service Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage re General Appln to Review Wages 2006. Opdate ppc 06/08/2006. 02538/2007 AWARD VARIATION Award varied. Cl 5.2 Wage Rates; Sch. 8 Supported Wage Provisions re Minimum Standard for Remuneration. Opdate ppc 02/03/2007. 04527/2007 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2007. Opdates ppc 06/08/2007, 01/10/2007 & 01/01/2008. 00066/2008 AWARD REVIEW S99 Award varied. Cl. 5.2 Wage Rates re insertion of State Minimum Award Wage. Opdate ppc 03/04/2008.
Special Council Meeting 244 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD APPLICATIONS FILED 2
File No Description
05746/2008 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2008. Opdate ppc 01/10/2008. 05765/2009 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2009. Opdate ppc 01/10/2009. 04638/2010 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2010. Opdate ppc 01/10/2010. 03636/2011 AWARD VARIATION Award varied. Cl. 4.2 Employment Categories, Cl. 5.2 Wage Rates, Sch. 6. Minimum Wage, new Sch. 9 Training Wage Arrangements re new provisions for trainees. Opdate ppc 01/10/2011. 04357/2011 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System re SWC 2011. Opdate ppc 01/10/2011. 00987/2012 AWARD CONDITIONS re entitlement when an employee is required to work through their lunch break. Recommendation issued. 02655/2012 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 Safety Net Adjustments, Cl 5.8 Economic Incapacity Applications, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Related Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage System, Sch. 9 Training Wage Arrangements re SWC 2012. Opdate ppc 01/07/2012. 01288/2013 INTERPRETATION Application discontinued re whether annual leave and sick leave accruals accumulate during any periods that employees are in receipt of Journey Accident Insurance. 03042/2013 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2013. Opdate ppc 01/07/2013. 04224/2014 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2014. Opdate ppc 01/07/2014. 06423/2015 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2015. Opdate ppc 01/07/2015.
Special Council Meeting 245 of 326 14 May 2018
LOCAL GOVERNMENT EMPLOYEES AWARD APPLICATIONS FILED 3
File No Description
3215/2016 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2016. Opdate ppc 01/07/2016. 3344/2017 AWARD VARIATION Award varied. Cl 5.2 Wage Rates, Cl 5.7 SNA, Cl 5.8 EIA, Sch. 1 Wage Rates, Sch. 2 Services Payments, Sch. 3 Actual Rates of Pay, Sch. 4 Work Allowances, Sch. 6 Minimum Wage, Sch.8 Supported Wage, Sch. 9 Training Wage re SWC 2017. Opdate ppc 01/07/2017.
Special Council Meeting 246 of 326 14 May 2018
2018/2019 2019/2020 2020/2021 2021/2022 2022/2023 2023/2024 2024/2025 2025/2026 2026/2027 2027/2028YEAR 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 6 YEAR 7 YEAR 8 YEAR 9 YEAR 10
OPERATING INCOMERates 8,963,817 9,277,420 9,602,124 9,938,324 10,286,429 10,646,865 11,020,071 11,406,500 11,806,626 12,220,937 Statutory charges 345,661 350,155 354,705 359,319 363,989 368,721 373,515 378,371 383,289 388,272 User charges 79,456 80,143 80,842 81,549 82,263 82,990 83,725 84,468 85,221 85,984 Grants, subsidies and contributions 1,810,342 1,834,205 1,858,391 1,882,906 1,907,753 1,932,936 1,958,463 1,984,334 2,010,558 2,037,137 Investment Income 500 500 500 500 500 500 500 500 500 500 Reimbursements 126,352 128,879 131,457 134,086 136,767 139,502 142,293 145,138 148,040 151,004 Other Income 46,749 47,683 48,638 49,611 50,602 51,616 52,647 53,699 54,774 55,868 TOTAL INCOME 11,372,877 11,718,985 12,076,657 12,446,295 12,828,303 13,223,130 13,631,214 14,053,010 14,489,008 14,939,702
OPERATING EXPENSESEmployee Costs 4,885,529 4,987,767 5,087,356 5,188,938 5,292,547 5,398,234 5,506,037 5,615,990 5,728,148 5,842,538 Materials, contracts and other services 4,008,110 3,884,492 3,924,871 3,965,861 4,017,417 4,049,598 4,092,404 4,135,841 4,189,911 4,174,627 Depreciation, Amortisation & Impairment 2,767,966 2,823,327 2,879,794 2,937,389 2,996,137 3,056,058 3,117,180 3,179,523 3,243,114 3,307,978 Finance Costs 180,908 140,266 101,234 72,355 50,000 50,000 50,000 50,000 50,000 50,000 Share of loss - joint ventures & associates 50,000 50,000 50,000 50,000 50,000 50,000 50,000 50,000 50,000 50,000 TOTAL EXPENSES 11,892,513 11,885,852 12,043,255 12,214,543 12,406,101 12,603,890 12,815,621 13,031,354 13,261,173 13,425,143
RECURRENT SURPLUS / (DEFICIT) (519,636) (166,867) 33,402 231,752 422,202 619,240 815,593 1,021,656 1,227,835 1,514,559 Net Cost of the CWMS (Mallala & Middle Beach) (101,455) (101,187) (96,970) (92,578) (87,976) (83,191) (78,197) (72,987) (67,566) (61,669) Net Operating Project Expenses (596,261) (483,020) (397,182) (397,182) (300,000) (300,000) (300,000) (300,000) (300,000) (300,000) OPERATING SURPLUS / (DEFICIT) (1,217,352) (751,074) (460,750) (258,008) 34,226 236,049 437,396 648,669 860,269 1,152,890
Asset Disposal & Fair Value Adjustments 307,500 99,000 96,500 143,000 - - - - - - Amounts specifically for new or upgraded assets - - - - - - - - - - Physical resources received free of charge - - - - - - - - - - NET SURPLUS (DEFICIT) (909,852) (652,074) (364,250) (115,008) 34,226 236,049 437,396 648,669 860,269 1,152,890
OTHER COMPREHENSIVE INCOMEChanges in assets revaluation surplus 3,023,926 2,661,505 3,247,701 3,352,923 3,445,848 3,525,854 3,606,402 3,687,469 3,769,034 3,851,073 Share of other comprehensive income - GRFMA (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) (30,000) Impairment expense offset to asset revaluation reserve (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) (430,000) TOTAL COMPREHENSIVE INCOME 1,654,074 1,549,431 2,423,451 2,777,915 3,020,074 3,301,903 3,583,798 3,876,138 4,169,303 4,543,963
ADELAIDE PLAINS COUNCILLONG TERM FINANCIAL PLAN
STATEMENT OF COMPREHENSIVE INCOME2018/2019 TO 2027/2028
Special Council Meeting 247 of 326 14 May 2018
Loan No (LGFA) 111 113 115 116 120 121 122 125 Total
Amount Borrowed 116,000 430,000.00 180,000.00 368,000.00 60,000.00 1,700,000.00 3,000,000.00 1,910,000.00 7,648,000.00
No of Payments 30 30 30 30 20 20 20 40
Value of an instalment 5,994.99 23,087.67 9,799.11 20,071.37 4,434.47 118,803.54 200,716.11 51,323.08 428,235.35
Total Payments 179,849.70 692,630.10 293,973.30 602,141.10 88,689.40 2,376,070.80 4,014,322.20 3,403,049.76 11,470,876.66
Total interest repayment 63,849.70 262,630.10 113,973.30 234,141.10 28,689.40 676,070.80 1,014,322.20 1,493,049.76 3,886,726.36
Date of Borrowing 15/03/2006 15/01/2007 15/05/2007 15/06/2007 15/08/2008 17/05/2010 16/04/2012 15/06/2016
Maturity Date 15/03/2021 15/01/2022 15/05/2022 15/06/2022 15/08/2018 17/05/2020 16/04/2022 15/06/2036
Term 15 15 15 15 10 10 10 20
Interest Rate ‐ % 6.2 6.80 7.02 7.05 8.10 6.85 5.90 4.45
Purpose
Gawler River
Scheme ‐ flood
plain
Gawler river
Scheme ‐ Flood Plain
Management
To purchase
community land
in Mallala where
gazebo & open
area located
Resource
Recovery shed
& Ruskin
Shannon Rd
Development
Mallala
Bowling Club
Synthetic
Green
Funding
Capital
Program
FY2010
Funding Depot
and Plant CWMS
Principal Outstanding
Balance B/F 1/7/14 67,260.55 281,333.57 118,422.49 242,290.42 32,896.85 1,153,122.25 2,530,879.79 1,910,000.00 6,466,616.82
Paid in 14/15 ‐7,941.03 ‐27,504.42 ‐11,483.01 ‐23,467.72 ‐6,329.93 ‐161,334.54 ‐255,828.94 ‐621,936.73
Paid in 15/16 ‐8,441.00 ‐29,406.51 ‐12,303.26 ‐25,151.35 ‐6,853.04 ‐172,575.21 ‐271,145.48 0.00 ‐528,239.61
Paid in 16/17 ‐8,972.47 ‐31,440.15 ‐13,182.11 ‐26,955.77 ‐7,419.38 ‐184,599.06 ‐287,379.03 ‐17,847.53 ‐577,795.50
0.00
Balance C/F 30/06/17 41,906.05 192,982.49 81,454.11 166,715.58 12,294.50 634,613.44 1,716,526.34 1,892,152.47 4,738,644.98
Principal Due
2017‐2018 9,537.38 33,614.43 14,123.74 28,889.66 8,032.51 197,460.64 304,584.48 18,650.58 614,893.42
2018‐2019 10,137.86 35,939.07 15,132.62 30,962.27 4,261.99 211,218.33 322,820.04 19,489.76 649,961.94
2019‐2020 10,776.15 38,424.46 16,213.58 33,183.59 ‐ 225,934.47 342,147.35 20,366.71 687,046.31
2020‐2021 11,454.66 41,081.75 17,371.75 35,564.26 ‐ ‐ 362,631.79 21,283.11 489,387.32
2021‐2022 ‐ 43,922.78 18,612.42 38,115.80 ‐ ‐ 384,342.68 22,240.74 507,234.42
2022‐2023 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 23,241.47 23,241.47
2023‐2024 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 24,287.22 24,287.22
2024‐2025 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 25,380.02 25,380.02
2025‐2026 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 26,521.99 26,521.99
2026‐2027 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 27,715.36 27,715.36
2027‐2028 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 28,962.41 28,962.41
2028‐2029 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 30,265.58 30,265.58
2029‐2030 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 31,627.38 31,627.38
2030‐2031 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 33,050.46 33,050.46
2031‐2032 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 34,537.56 34,537.56
2032‐2033 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 36,091.58 36,091.58
2033‐2034 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 37,715.53 37,715.53
2034‐2035 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 39,412.54 39,412.54
2035‐2036 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 1,391,312.47 1,391,312.47
41,906.05 192,982.49 81,454.11 166,715.58 12,294.50 634,613.44 1,716,526.34 1,892,152.47 4,738,644.98
‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐
Interest Outstanding
Balance B/F 1/7/15 16,669.31 88,069.15 38,363.27 78,851.50 7,013.38 272,520.23 680,577.97 1,493,049.76 2,682,578.59
Paid in 13/14
Paid in 14/15 ‐4,048.95 ‐18,670.92 ‐8,115.21 ‐16,675.02 ‐2,539.01 ‐76,272.54 ‐145,603.28 0.00 ‐279,316.13
Paid in 15/16 ‐3,548.98 ‐16,768.83 ‐7,294.96 ‐14,991.39 ‐2,015.90 ‐65,031.87 ‐130,286.74 0.00 ‐240,011.49
Paid in 16/17 ‐3,017.51 ‐14,735.19 ‐6,416.11 ‐13,186.97 ‐1,449.56 ‐53,008.02 ‐114,053.19 ‐84,798.63 ‐290,665.18
0.00
Balance C/F 30/06/16 6,053.87 37,894.21 16,536.99 33,998.12 1,008.91 78,207.80 290,634.76 1,408,251.13 1,872,585.79
Interest Due
2017‐2018 2,452.60 12,560.91 5,474.48 11,253.08 836.43 40,146.44 96,847.74 83,995.58 253,567.26
2018‐2019 1,852.12 10,236.27 4,465.60 9,180.47 172.48 26,388.75 78,612.18 83,156.40 214,064.27
2019‐2020 1,213.83 7,750.88 3,384.64 6,959.15 ‐ 11,672.61 59,284.87 82,279.45 172,545.43
2020‐2021 535.32 5,093.59 2,226.47 4,578.48 ‐ ‐ 38,800.43 81,363.05 132,597.34
2021‐2022 ‐ 2,252.56 985.80 2,026.94 ‐ ‐ 17,089.54 80,405.42 102,760.26
2022‐2023 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 79,404.69 79,404.69
2023‐2024 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 78,358.94 78,358.94
2024‐2025 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 77,266.14 77,266.14
2025‐2026 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 76,124.17 76,124.17
2026‐2027 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 74,930.80 74,930.80
2027‐2028 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 73,683.75 73,683.75
2028‐2029 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 72,380.58 72,380.58
2029‐2030 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 71,018.78 71,018.78
2030‐2031 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 69,595.70 69,595.70
2031‐2032 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 68,108.60 68,108.60
2032‐2033 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 66,554.58 66,554.58
2033‐2034 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 64,930.63 64,930.63
2034‐2035 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 63,233.62 63,233.62
2035‐2036 ‐ ‐ ‐ ‐ ‐ ‐ ‐ 61,460.25 61,460.25
6,053.87 37,894.21 16,536.99 33,998.12 1,008.91 78,207.80 290,634.76 1,408,251.13 1,872,585.79
LOAN REGISTER AS AT 30‐06‐2017
S:\File\CCS FM\F&ED\Debenture Loans\Debenture Loans 2017‐18Special Council Meeting 248 of 326 14 May 2018
Asset ID Asset Description Asset Type Rubble Depth G Overall Condit User Text 171,052 Surface - Avon Road (010)
from Lyons Road to Wild Horse Plains Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Long plains
1,057 Surface - Farrelly Road (010) from Davies Road to Collins Road
Rural (Cat 3-B) Sheeted Surface Type
89 As New Condition
Mallala
1,058 Surface - Farrelly Road (005) from Owen Road to Davies Road
Rural (Cat 3-B) Sheeted Surface Type
89 As New Condition
Mallala
1,059 Surface - Fidge Road (010) from Brady Road to Barabba Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Barabba
1,060 Surface - Fidge Road (025) from Collins Road to Davies Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Barabba
1,061 Surface - Fidge Road (020) from Hawes Road to Collins Road
Rural (Cat 2) Sheeted Surface Type
100 As New Condition
Barabba
1,063 Surface - Davies Road (025) from March Road to Fidge Road
Rural (Cat 3-B) Sheeted Surface Type
75 Minor Deterioration
Mallala
1,066 Surface - Davies Road (030) from Fidge Road to Collins Road
Rural (Cat 3-B) Sheeted Surface Type
112 As New Condition
Mallala
1,071 Surface - Owen Road (010) from Marshman Road to March Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Grace Plains
1,072 Surface - Owen Road (005) from Farrelly Road to Marshman Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Mallala
1,073 Surface - Owen Road (015) from March Road to Fidge Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Grace Plains
1,076 Surface - Aerodrome Road (025) from Mallala Raceway Gate to Farrelly Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Mallala
1,077 Surface - Barabba Road (055) from Wilson Road to Hamley-Barabba Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Barabba
1,078 Surface - Fidge Road (005) from Murpheys Crossing Road to Brady Road
Rural (Cat 2) Sheeted Surface Type
140 As New Condition
Barabba
1,079 Surface - Barabba Road (050) from Fidge Road to Wilson Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Barabba
1,086 Surface - Hamley Bridge Road (005) from Barabba Road to Brady Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
137 As New Condition
Barabba
1,087 Surface - Hamley Bridge Road (010) from Brady Road to Kain Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Barabba
1,088 Surface - Hamley Bridge Road (015) from Kain Road to Edward Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Barabba
1,089 Surface - Woods Road (005) from Balaklava Road to Owen Road
Rural (Cat 3-B) Sheeted Surface Type
87 As New Condition
Grace Plains
1,091 Surface - Nymph Road (005) from Gawler River Road to Boundary (End)
Rural (Cat 3-B) Sheeted Surface Type
95 As New Condition
Lewiston
1,096 Surface - Tower Road (005) from Gawler River Road to End
Rural (Cat 3-B) Sheeted Surface Type
37 Minor Deterioration
Lewiston
1,098 Surface - Hamley Bridge Road (020) from Edward Road to Murpheys Crossing Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Barabba
1,099 Surface - Edward Road (005) from Hamley Bridge Road to Council Boundary
Rural (Cat 3-B) Sheeted Surface Type
44 Minor Deterioration
Barabba
1,100 Surface - Kain Road (005) from Hamley Bridge Road to Council Boundary
Rural (Cat 3-B) Sheeted Surface Type
91 As New Condition
Barabba
1,102 Surface - Collins Road (015) from Farrelly Road to Marshman Road
Rural (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Mallala
Special Council Meeting 249 of 326 14 May 2018
1,105 Surface - Wasleys Road (030) from Barabba Road to Collins Road
Rural (Cat 3-B) Sheeted Surface Type
104 As New Condition
Mallala
1,106 Surface - Wasleys Road (035) from Collins Road to Start Bridge
Rural (Cat 3-B) Sheeted Surface Type
91 As New Condition
Mallala
1,107 Surface - Wasleys Road (020) from End of Seal (Marshman Street) to Davies Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Mallala
1,109 Surface - Wasleys Road (045) from End Bridge to Pritchard Road
Rural (Cat 3-B) Sheeted Surface Type
93 As New Condition
Mallala
1,110 Surface - Wasleys Road (050) from Pritchard Road to Cheek Road
Rural (Cat 3-B) Sheeted Surface Type
150 As New Condition
Redbanks
1,111 Surface - Wasleys Road (025) from Davies Road to Barabba Road
Rural (Cat 2) Sheeted Surface Type
110 As New Condition
Mallala
1,112 Surface - Woolsheds Road (005) from Mallala - Gawler Road to Worden Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Redbanks
1,114 Surface - Wasleys Road (055) from Cheek Road to Worden Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
117 As New Condition
Redbanks
1,117 Surface - Pritchard Road (Redbanks) (005) from Cheek Road to Wasleys Road
Rural (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Redbanks
1,118 Surface - Wasleys Road (060) from Worden Road to Woolsheds Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
141 As New Condition
Redbanks
1,119 Surface - Helps Road (005) from Lynch Road to Worden Road
Rural (Cat 3-B) Sheeted Surface Type
35 Minor Deterioration
Redbanks
1,120 Surface - Lynch Road (005) from Helps Road to Mallala - Gawler Road
Rural (Cat 3-B) Sheeted Surface Type
41 Minor Deterioration
Redbanks
1,123 Surface - Boundary Road (010) from Bache Road to Dogleg Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Fischer
1,125 Surface - Boundary Road (015) from Dogleg Road to Mallala - Gawler Road
Rural (Cat 2) Sheeted Surface Type
118 As New Condition
Fischer
1,128 Surface - Hallion Road (005) from Balaklava Road to Franks Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Long plains
1,132 Surface - Hallion Road (010) from Franks Road to Hall Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Long plains
1,133 Surface - Parker Road (010) from Hallion Road to Lawrie Road
Rural (Cat 3-B) Sheeted Surface Type
87 As New Condition
Long plains
1,134 Surface - Lawrie Road (010) from Mcardle Terrace to Parker Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Long plains
1,135 Surface - Hallion Road (030) from Young Road to Parker Road
Rural (Cat 2) Sheeted Surface Type
115 As New Condition
Long plains
1,136 Surface - Powerline Road (030) from Hallion Road to Tiller Road (boundary)
Rural (Cat 2) Sheeted Surface Type
137 As New Condition
Long Plains
1,137 Surface - Powerline Road (020) from Broster Road to Nairn Road
Rural (Cat 2) Sheeted Surface Type
143 As New Condition
Long Plains
1,138 Surface - Powerline Road (010) from Johnson's Road to Calomba Road
Rural (Cat 2) Sheeted Surface Type
125 As New Condition
Calomba
1,139 Surface - Powerline Road (025) from Nairn Road to Hallion Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Long Plains
1,140 Surface - Powerline Road (015) from Calomba Road to Broster Road
Rural (Cat 2) Sheeted Surface Type
91 As New Condition
Calomba
1,141 Surface - Nairn Road (005) from Balaklava Road to Franks Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Grace Plains
1,142 Surface - Hall Road (Grace Plains) (020) from Broster Road to Nairn Road
Rural (Cat 3-B) Sheeted Surface Type
93 As New Condition
Grace Plains
Special Council Meeting 250 of 326 14 May 2018
1,143 Surface - Nairn Road (015) from Hall Road to Powerline Road
Rural (Cat 3-B) Sheeted Surface Type
68 Minor Deterioration
Grace Plains
1,145 Surface - Windsor Road (Windsor) (005) from Old Port Wakefield Road to End
Township (Cat 3-A) Sheeted Surface Type
66 Minor Deterioration
Windsor
1,146 Surface - Broster Road (010) from Franks Road to Hall Road
Rural (Cat 3-B) Sheeted Surface Type
150 As New Condition
Grace Plains
1,147 Surface - Broster Road (005) from Balaklava Road to Franks Road
Rural (Cat 3-B) Sheeted Surface Type
84 As New Condition
Grace Plains
1,150 Surface - Calomba Road (025) from Powerline Road to Broster Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Calomba
1,151 Surface - Calomba Road (020) from Ross Road to Powerline Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Calomba
1,152 Surface - Calomba Road (005) from Balaklava Road to Franks Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Mallala
1,153 Surface - Calomba Road (010) from Franks Road to Hall Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
106 Minor Deterioration
Mallala
1,154 Surface - Calomba Road (015) from Hall Road to Ross Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Calomba
1,157 Surface - Long Plains Road (035) from Rowe Road to Daniel Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
141 As New Condition
Long plains
1,158 Surface - Daniel Road (015) from Nairn Road to Shannon Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Calomba
1,159 Surface - Shannon Road (040) from Johnson's Road to Rowe Road
Rural (Cat 2) Sheeted Surface Type
105 As New Condition
Calomba
1,160 Surface - Parker Road (005) from Daniel Road to Hallion Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Long plains
1,162 Surface - Daniel Road (010) from Long Plains Road to Nairn Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Long plains
1,163 Surface - Long Plains Road (015) from Dublin Road to Windsor Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
141 As New Condition
Dublin
1,164 Surface - Long Plains Road (025) from Jenkin Road to Johnson's Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
100 Minor Deterioration
Long plains
1,165 Surface - Long Plains Road (010) from Old Dublin Road to Dublin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
125 As New Condition
Dublin
1,166 Surface - Long Plains Road (005) from Port Wakefield Road to Old Dublin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
131 As New Condition
Dublin
1,167 Surface - Long Plains Road (030) from Johnson's Road to Rowe Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
116 As New Condition
Long plains
1,168 Surface - Long Plains Road (020) from Windsor Road to Jenkin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
125 As New Condition
Long plains
1,169 Surface - Johnson's Road (005) from Calomba Road to Powerline Road
Rural (Cat 3-B) Sheeted Surface Type
62 Minor Deterioration
Calomba
1,170 Surface - Woodbine Road (005) from Port Wakefield Road to Pritchard Road
Rural (Cat 3-B) Sheeted Surface Type
87 As New Condition
Windsor
1,171 Surface - Johnson's Road (010) from Powerline Road to Shannon Road
Rural (Cat 3-B) Sheeted Surface Type
85 As New Condition
Calomba
Special Council Meeting 251 of 326 14 May 2018
1,174 Surface - Pritchard Road (Windsor) (020) from Woodbine Road to End
Rural (Cat 3-B) Sheeted Surface Type
31 Minor Deterioration
Windsor
1,175 Surface - Stanley Road (005) from Pritchard Road to Secombs Road
Rural (Cat 3-B) Sheeted Surface Type
56 Minor Deterioration
Windsor
1,176 Surface - Thompson Road (005) from Port Wakefield Road to Shingleback Road
Rural (Cat 3-B) Sheeted Surface Type
60 Minor Deterioration
Dublin
1,177 Surface - Bubner Road (010) from Harris Road to Port Parham Road
Rural (Cat 3-B) Sheeted Surface Type
116 As New Condition
Dublin
1,178 Surface - Bubner Road (005) from Ruskin road to Harris Road
Rural (Cat 3-B) Sheeted Surface Type
83 Minor Deterioration
Dublin
1,179 Surface - Clonan Road (015) from Angove Road to Sealed Apron
Rural (Cat 3-B) Sheeted Surface Type
25 Minor Deterioration
Dublin
1,180 Surface - Angove Road (005) from South Terrace to Clonan Road
Rural (Cat 3-B) Sheeted Surface Type
83 As New Condition
Dublin
1,181 Surface - Harris Road (010) from Schlodder Road to Bubner Road
Rural (Cat 3-B) Sheeted Surface Type
106 As New Condition
Dublin
1,184 Surface - North Parham Road (020) from Fabian Road to Saltbush Road
Rural (Cat 3-A) Sheeted Surface Type
137 As New Condition
Parham
1,185 Surface - Crabb Road (005) from Port Wakefield Road to Kidman Road
Rural (Cat 3-B) Sheeted Surface Type
43 Minor Deterioration
Lower light
1,186 Surface - The Esplanade (Parham) (005) from North Parham Road to Fleetwing Road
Rural (Cat 3-B) Sheeted Surface Type
118 As New Condition
Parham
1,188 Surface - North Parham Road (015) from Gilberts Road to Fabian Road
Rural (Cat 3-A) Sheeted Surface Type
125 As New Condition
Parham
1,189 Surface - North Parham Road (025) from Saltbush Road to Tickera Road
Rural (Cat 3-A) Sheeted Surface Type
100 As New Condition
Parham
1,190 Surface - Lemmey Road (005) from Penny Lane to End
Rural (Cat 3-B) Sheeted Surface Type
133 As New Condition
Lower light
1,191 Surface - North Parham Road (005) from Port Wakefield Road to Lowey Road
Rural (Cat 3-A) Sheeted Surface Type
50 Minor Deterioration
Dublin
1,192 Surface - North Parham Road (010) from Lowey Road to Gilberts Road
Rural (Cat 3-A) Sheeted Surface Type
75 Minor Deterioration
Dublin
1,193 Surface - North Parham Road (030) from Tickera Road to The Esplanade
Rural (Cat 3-A) Sheeted Surface Type
150 As New Condition
Parham
1,196 Surface - Webb Beach Road (005) from Port Parham Road to George Street
Rural (Cat 3-A) Sheeted Surface Type
87 As New Condition
Webb beach
1,197 Surface - Windsor Road (005) from Port Wakefield Road to Carter Road
Rural (Cat 2) Sheeted Surface Type
81 As New Condition
Windsor
1,198 Surface - Wild Horse Plains Road (010) from Fourth Street to Slant Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Wild Horse Plains
1,201 Surface - Wild Horse Plains Road (005) from Port Wakefield Road to Fourth Street
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Wild Horse Plains
1,202 Surface - Wild Horse Plains Road (020) from Sandy Brae Road to Avon Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
133 As New Condition
Wild Horse Plains
1,203 Surface - Slant Road (010) from Wild Horse Plains Road to Lyons Road
Rural (Cat 3-B) Sheeted Surface Type
62 Minor Deterioration
Wild horse Plains
1,204 Surface - Wild Horse Plains Road (015) from Slant Road to Sandy Brae Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
137 As New Condition
Wild Horse Plains
1,206 Surface - Bakers Road (005) from Slant Road to Sandy Brae Road
Rural (Cat 3-B) Sheeted Surface Type
37 Minor Deterioration
Wild Horse Plains
Special Council Meeting 252 of 326 14 May 2018
1,207 Surface - Price's Road (005) from Secombs Road to Bakers Road
Rural (Cat 3-B) Sheeted Surface Type
141 As New Condition
Long Plains
1,208 Surface - Bakers Road (010) from Sandy Brae to Ridley Road
Rural (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Wild Horse Plains
1,209 Surface - Avon Road (005) from Council Boundary to Lyons Road
Rural (Cat 2) Sheeted Surface Type
137 As New Condition
Long plains
1,210 Surface - Ryan Road (005) from Frost Road to Maclachney Road
Rural (Cat 3-B) Sheeted Surface Type
150 As New Condition
Lower light
1,211 Surface - Gallipoli Road (010) from Curnow Road to Earl Road
Rural (Cat 3-B) Sheeted Surface Type
125 As New Condition
korunye
1,212 Surface - Gallipoli Road (005) from Mallala - Two Wells Road to Curnow Road
Rural (Cat 3-B) Sheeted Surface Type
108 As New Condition
korunye
1,216 Surface - Rowe Road (Lower Light) (005) from Frost Road to School Road
Rural (Cat 3-B) Sheeted Surface Type
90 As New Condition
Lower light
1,219 Surface - Frost Road (Lower Light) (005) from Port Wakefield Road to Rowe Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
140 As New Condition
Lower light
1,221 Surface - Shannon Road (035) from Jenkin Road to Johnson's Road
Rural (Cat 2) Sheeted Surface Type
100 As New Condition
Calomba
1,222 Surface - Frost Road (Lower Light) (015) from Big Rabbit Road to Hunters Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
112 Minor Deterioration
Lower light
1,223 Surface - Frost Road (Lower Light) (010) from Rowe Road to Big Rabbit Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
145 As New Condition
Lower light
1,225 Surface - Frost Road (Lower Light) (035) from Old Dublin Road to Dublin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
143 As New Condition
Lower light
1,227 Surface - Feltwell Road (005) from End of Seal to Hill Road
Rural (Cat 2) Sheeted Surface Type
125 As New Condition
Mallala
1,228 Surface - Frost Road (Lower Light) (025) from Limerock Road to Carslake Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Lower light
1,229 Surface - Frost Road (Lower Light) (020) from Hunters Road to Limerock Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
100 Minor Deterioration
Lower light
1,230 Surface - Old Dublin Road (025) from Frost Road to Shannon Road
Rural (Cat 3-B) Sheeted Surface Type
90 As New Condition
Dublin
1,231 Surface - Shannon Road (030) from Dublin Road to Jenkin Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Calomba
1,232 Surface - Shannon Road (010) from Hunters Road to Limerock Road
Rural (Cat 3-B) Sheeted Surface Type
41 Minor Deterioration
Lower light
1,234 Surface - Frost Road (Lower Light) (030) from Carslake Road to Old Dublin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
137 As New Condition
Lower light
1,235 Surface - Shannon Road (020) from Carslake Road to Old Dublin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Dublin
1,236 Surface - Shannon Road (005) from Big Rabbit Road to Hunters Road
Rural (Cat 3-B) Sheeted Surface Type
133 As New Condition
Lower light
1,237 Surface - Shannon Road (015) from Limerock Road to Carslake Road
Rural (Cat 3-B) Sheeted Surface Type
68 Minor Deterioration
Dublin
1,238 Surface - Shannon Road (025) from Old Dublin Road to Dublin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Mallala
1,239 Surface - Old Dublin Road (010) from Hill Road to Earl Road
Rural (Cat 3-B) Sheeted Surface Type
55 Minor Deterioration
Mallala
Special Council Meeting 253 of 326 14 May 2018
1,240 Surface - Powerline Road (005) from Dublin Road to Johnsons Road
Rural (Cat 2) Sheeted Surface Type
91 As New Condition
Calomba
1,242 Surface - Carslake Road (010) from Shannon Road to Frost Road
Rural (Cat 3-B) Sheeted Surface Type
81 Minor Deterioration
Dublin
1,243 Surface - Cawrse Road (005) from Frost Road to Jarmyn Road
Rural (Cat 3-B) Sheeted Surface Type
99 As New Condition
Mallala
1,244 Surface - Avon Road (030) from Secombs Road to Pritchard Road
Rural (Cat 2) Sheeted Surface Type
131 As New Condition
Windsor
1,245 Surface - Avon Road (025) from Welivere Road to Secombs Road
Rural (Cat 2) Sheeted Surface Type
125 As New Condition
Long plains
1,246 Surface - Avon Road (040) from Windsor Road to Dublin Road
Rural (Cat 2) Sheeted Surface Type
104 As New Condition
Windsor
1,247 Surface - Cawrse Road (015) from Earl Road to Curnow Road
Rural (Cat 3-B) Sheeted Surface Type
75 As New Condition
Mallala
1,248 Surface - Avon Road (020) from Ridley Road to Welivere Road
Rural (Cat 2) Sheeted Surface Type
137 As New Condition
Long plains
1,249 Surface - Avon Road (035) from Pritchard Road to Windsor Road
Rural (Cat 2) Sheeted Surface Type
130 As New Condition
Windsor
1,250 Surface - Avon Road (015) from Wild Horse Plains Road to Ridley Road
Rural (Cat 2) Sheeted Surface Type
143 As New Condition
Long plains
1,251 Surface - Jarmyn Road (010) from Limerock Road to Cawrse Road
Rural (Cat 3-B) Sheeted Surface Type
98 As New Condition
Mallala
1,253 Surface - Avon Road (045) from Dublin Road to Port Wakefield Road
Rural (Cat 3-A) Sheeted Surface Type
56 Minor Deterioration
Dublin
1,254 Surface - Limerock Road (005) from Jarmyn Road to Frost Road
Rural (Cat 3-B) Sheeted Surface Type
81 Minor Deterioration
Lower light
1,255 Surface - Hunters Road (005) from Port Wakefield Road to Shannon Road
Rural (Cat 3-B) Sheeted Surface Type
66 Minor Deterioration
Lower light
1,256 Surface - Turner Road (005) from Dublin Road to Old Dublin Road
Rural (Cat 3-B) Sheeted Surface Type
55 Minor Deterioration
Mallala
1,258 Surface - Williams Road (045) from Gawler Road to Sharpe Road
Rural (Cat 2) Sheeted Surface Type
91 As New Condition
Two Wells
1,260 Surface - McPharlin Road (005) from Sharpe Road to Gawler Road
Rural (Cat 3-B) Sheeted Surface Type
15 Minor Deterioration
Lewiston
1,261 Surface - Pederick Road (002) from Gawler Road to Sharpe Road
Rural (Cat 3-B) Sheeted Surface Type
42 Minor Deterioration
Reeves Plains
1,263 Surface - Frost Road North (005) from Hayman Road to Gawler Road
Rural (Cat 3-B) Sheeted Surface Type
85 As New Condition
Lewiston
1,264 Surface - Frost Road North (010) from Gawler Road to Sharpe Road
Rural (Cat 3-A) Sheeted Surface Type
68 Minor Deterioration
Lewiston
1,265 Surface - Gilks Road (010) from Lawrie Road to End
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Lewiston
1,267 Surface - Pederick Road (020) from Gilks Road to Dawkins Road
Rural (Cat 2) Sheeted Surface Type
9999 Lewiston
1,268 Surface - Williams Road (055) from Temby Road to Kenner Road
Rural (Cat 3-B) Sheeted Surface Type
45 Minor Deterioration
Two Wells
1,269 Surface - Williams Road (050) from Sharpe Road to Temby Road
Rural (Cat 2) Sheeted Surface Type
75 As New Condition
Two Wells
1,271 Surface - Aunger Road (020) from Gawler Road to Sharpe Road
Rural (Cat 2) Sheeted Surface Type
43 Minor Deterioration
Reeves Plains
1,273 Surface - Frost Road North (015) from Sharpe Road to Lagoon Road
Rural (Cat 3-A) Sheeted Surface Type
68 Minor Deterioration
Lewiston
1,274 Surface - Aunger Road (030) from Oliver Road to End
Rural (Cat 3-A) Sheeted Surface Type
100 As New Condition
Reeves Plains
1,275 Surface - Aunger Road (025) from Sharpe Road to Oliver Road
Rural (Cat 2) Sheeted Surface Type
100 As New Condition
Reeves Plains
Special Council Meeting 254 of 326 14 May 2018
1,276 Surface - Johns Road (005) from Pederick Road to Baker Road
Rural (Cat 3-B) Sheeted Surface Type
67 Minor Deterioration
Lewiston
1,280 Surface - Pederick Road (045) from Gawler River Road to Johns Road
Rural (Cat 3-B) Sheeted Surface Type
70 Minor Deterioration
Lewiston
1,281 Surface - Peppermint Road (005) from Judd Road to End
Rural (Cat 3-B) Sheeted Surface Type
68 Minor Deterioration
Lewiston
1,282 Surface - Williams Road (060) from Kenner Road to Simpkin Road
Rural (Cat 3-B) Sheeted Surface Type
25 Minor Deterioration
Two Wells
1,283 Surface - Greens Road (005) from Pederick Road to Bethesda Road
Rural (Cat 3-B) Sheeted Surface Type
37 Minor Deterioration
Lewiston
1,284 Surface - Johns Road (010) from Baker Road to End
Rural (Cat 3-B) Sheeted Surface Type
81 Minor Deterioration
Lewiston
1,286 Surface - Shellgrit Road (005) from Port Gawler Road to Buckland Park Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Buckland park
1,287 Surface - Griggs Road (005) from Port Gawler Road to Shellgrit Road
Rural (Cat 3-B) Sheeted Surface Type
31 Minor Deterioration
Buckland park
1,290 Surface - Port Gawler Road (045) from Recreation Road to End
Rural (Cat 3-B) Sheeted Surface Type
70 Minor Deterioration
Pt Gawler
1,292 Surface - Ellis Road (005) from Old Port Wakefield Road to End
Rural (Cat 3-B) Sheeted Surface Type
35 Minor Deterioration
Two Wells
1,293 Surface - Buckland Park Road (035) from Shellgrit Road to Port Gawler Road
Rural (Cat 3-B) Sheeted Surface Type
75 As New Condition
Two Wells
1,294 Surface - Brownes Road (015) from Shellgrit Road to Port Gawler Road
Rural (Cat 3-B) Sheeted Surface Type
45 Minor Deterioration
Pt Gawler
1,295 Surface - Brownes Road (010) from Start of formalised track to Shellgrit Road
Rural (Cat 3-B) Sheeted Surface Type
25 Fair Condition Pt Gawler
1,296 Surface - Brownes Road (020) from Port Gawler Road to Jeffries Road
Rural (Cat 3-B) Sheeted Surface Type
12 Minor Deterioration
Pt Gawler
1,301 Surface - Conroy Road (005) from Germantown Road to Hall Road
Rural (Cat 3-B) Sheeted Surface Type
20 Fair Condition Redbanks
1,303 Surface - Germantown Road (060) from Simpkin Road to Richter Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
145 As New Condition
Two Wells
1,306 Surface - Church Road (005) from Port Wakefield Road to Navvy Hill Road
Rural (Cat 3-B) Sheeted Surface Type
75 As New Condition
Lower light
1,312 Surface - Pratt Road (005) from Germantown Road to Williams Road
Rural (Cat 3-B) Sheeted Surface Type
110 As New Condition
korunye
1,316 Surface - Germantown Road (055) from Kenner Road to Simpkin Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
131 As New Condition
Two Wells
1,317 Surface - Germantown Road (065) from Richter Road to Verner Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Two Wells
1,318 Surface - Germantown Road (070) from Verner Road to Start of seal
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
137 As New Condition
Two Wells
1,319 Surface - Navvy Hill Road (015) from Porter Road to Church Road
Rural (Cat 2) Sheeted Surface Type
85 As New Condition
korunye
1,321 Surface - Verner Road (005) from Paddys Bridge Road to Tembys Road
Rural (Cat 3-B) Sheeted Surface Type
62 Minor Deterioration
Reeves Plains
1,323 Surface - Paddys Bridge Road (010) from Tembys Road to Conrad Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
130 As New Condition
Redbanks
1,325 Surface - Paddys Bridge Road (005) from Mallala - Two Wells Road to Tembys Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
korunye
Special Council Meeting 255 of 326 14 May 2018
1,327 Surface - Verner Road (010) from Tembys Road to Williams Road
Rural (Cat 3-B) Sheeted Surface Type
75 As New Condition
Reeves Plains
1,330 Surface - Paddys Bridge Road (015) from Conrad Road to Germantown Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
128 As New Condition
Redbanks
1,331 Surface - Verner Road (015) from Williams Road to Germantown Road
Rural (Cat 3-B) Sheeted Surface Type
81 As New Condition
Reeves Plains
1,332 Surface - Gregor Road (010) from Aunger Road North to Boundary Road
Rural (Cat 2) Sheeted Surface Type
91 As New Condition
Reeves Plains
1,333 Surface - Verner Road (020) from Germantown Road to Hall Road
Rural (Cat 3-B) Sheeted Surface Type
72 Minor Deterioration
Reeves Plains
1,342 Surface - Conrad Road (010) from Paddys Bridge Road to End
Rural (Cat 3-B) Sheeted Surface Type
5 Fair Condition korunye
1,343 Surface - Day Road (015) from Verner Road to Richter Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
135 As New Condition
Reeves Plains
1,344 Surface - Day Road (010) from Matters Road to Verner Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
150 As New Condition
Reeves Plains
1,346 Surface - Day Road (005) from Mallala - Gawler Road to Matters Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
137 As New Condition
Reeves Plains
1,348 Surface - Buckland Park Road (030) from Tatura Avenue to Shellgrit Road
Rural (Cat 2) Sheeted Surface Type
93 As New Condition
Two Wells
1,349 Surface - Badman Road (005) from Hart Road to End
Rural (Cat 3-B) Sheeted Surface Type
75 As New Condition
Lower light
1,350 Surface - Smith Road (010) from Hart Road to End
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Middle Beach
1,352 Surface - Temby Road (010) from Wasley Road to Mallala - Two Wells Road
Rural (Cat 3-B) Sheeted Surface Type
68 Minor Deterioration
Two Wells
1,355 Surface - Hart Road (020) from Devon Road to Smith Road
Rural (Cat 3-A) Sheeted Surface Type
137 As New Condition
Lower light
1,357 Surface - Middle Beach Road (010) from End of Seal to Devon Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
135 As New Condition
Middle Beach
1,358 Surface - Middle Beach Road (020) from Smith Road to The Esplanade
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
135 As New Condition
Middle Beach
1,359 Surface - Middle Beach Road (015) from Devon Road to Smith Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
112 Minor Deterioration
Middle Beach
1,360 Surface - Temby Road (005) from End to Wasley Road
Rural (Cat 3-B) Sheeted Surface Type
58 As New Condition
Lower light
1,361 Surface - Light Beach Road (005) from Port Wakefield Road to Wylie Road
Rural (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Lower light
1,363 Surface - Light Beach Road (010) from Wylie Road to Quigley Road
Rural (Cat 3-B) Sheeted Surface Type
87 As New Condition
Lower light
1,364 Surface - Light Beach Road (015) from Quigley Road to McEvoy Road
Rural (Cat 3-B) Sheeted Surface Type
93 As New Condition
Lower Light
1,365 Surface - Wylie Road (005) from Port Wakefield Road to Light Beach Road
Rural (Cat 3-B) Sheeted Surface Type
37 Minor Deterioration
Lower light
1,366 Surface - Windmill Road (010) from Port Wakefield Road to End
Rural (Cat 3-B) Sheeted Surface Type
75 As New Condition
Two Wells
1,371 Surface - Hallion Road (015) from Hall Road to 1000m West of Hall Rd
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
Long plains
1,372 Surface - Cawrse Road (010) from Jarmyn Road to Earl Road
Rural (Cat 3-B) Sheeted Surface Type
137 As New Condition
Mallala
Special Council Meeting 256 of 326 14 May 2018
1,374 Surface - Temby Road (025) from Williams Road to Germantown Road
Rural (Cat 3-B) Sheeted Surface Type
68 Minor Deterioration
Two Wells
1,378 Surface - Ridley Road (010) from Avon Road to Bakers Road
Rural (Cat 2) Sheeted Surface Type
125 As New Condition
Long Plains
1,379 Surface - Applebee Road (005) from Port Gawler Road to Shellgrit Road
Rural (Cat 3-B) Sheeted Surface Type
80 Minor Deterioration
Pt Gawler
1,380 Surface - Buckland Park Road (040) from Port Gawler Road to Horseshoe Crescent
Rural (Cat 3-B) Sheeted Surface Type
68 Minor Deterioration
Two Wells
1,384 Surface - Lois Lane (005) from Mallala - Two Wells Road to End
Township (Cat 3-B) Sheeted Surface Type
100 As New Condition
Mallala
1,386 Surface - Bartlett Street (005) from Lindsay Street to End
Township (Cat 3-B) Sheeted Surface Type
100 As New Condition
Mallala
1,388 Surface - Hall Road (015) from End of seal to Aerodrome Road
Township (Cat 3-B) Sheeted Surface Type
0 Poor Condition
Mallala
1,389 Surface - Loveday Street (005) from Old Port Wakefield Road to East Terrace
Township (Cat 3-B) Sheeted Surface Type
62 Minor Deterioration
Windsor
1,390 Surface - William Street (Windsor) (005) from Old Port Wakefield Road to East Terrace
Township (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Windsor
1,391 Surface - East Terrace (Windsor) (010) from William Street to End
Township (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Windsor
1,392 Surface - East Terrace (Windsor) (005) from Loveday Street to William Street
Township (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Windsor
1,397 Surface - Seventh Street (005) from North Terrace to Fifth Street
Township (Cat 3-B) Sheeted Surface Type
0 As New Condition
Dublin
1,403 Surface - Tatura Avenue East (005) from End of Seal to End
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Two Wells
1,404 Surface - The Esplanade (Thompson Beach) (025) from Sandpiper Drive to Tern Crescent
Township (Cat 3-A) Sheeted Surface Type
100 As New Condition
Thompson Beach
1,405 Surface - The Esplanade (Thompson Beach) (035) from Curlew Crescent to Plover Avenue
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,406 Surface - The Esplanade (Thompson Beach) (030) from Tern Crescent to Curlew Crescent
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,407 Surface - The Esplanade (Thompson Beach) (020) from Ruskin Road to Sandpiper Drive
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,408 Surface - The Esplanade (Thompson Beach) (040) from Plover Avenue to Stint Avenue
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,409 Surface - The Esplanade (Thompson Beach) (070) from Heron Crescent to Shingleback Road
Township (Cat 3-A) Sheeted Surface Type
125 As New Condition
Thompson Beach
1,410 Surface - The Esplanade (Thompson Beach) (065) from Prion Court to Heron Crescent
Township (Cat 3-A) Sheeted Surface Type
100 As New Condition
Thompson Beach
1,412 Surface - The Esplanade (Thompson Beach) (045) from Stint Avenue to Sandpipe Drive
Township (Cat 3-A) Sheeted Surface Type
125 As New Condition
Thompson Beach
1,413 Surface - Schlodder Road (010) from Schutt Road to Harris Road
Rural (Cat 3-A) Sheeted Surface Type
75 Minor Deterioration
Dublin
Special Council Meeting 257 of 326 14 May 2018
1,414 Surface - Schlodder Road (005) from Clonan Road to Schutt Road
Rural (Cat 3-A) Sheeted Surface Type
83 As New Condition
Dublin
1,415 Surface - The Esplanade (Thompson Beach) (010) from Kestrel Crescent (North) to Kestrel Crescent (South)
Township (Cat 3-A) Sheeted Surface Type
125 As New Condition
Thompson Beach
1,416 Surface - The Esplanade (Thompson Beach) (055) from Petrel Crescent to Gull Court
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,417 Surface - The Esplanade (Thompson Beach) (050) from Sandpiper Drive to Petrel Crescent
Township (Cat 3-A) Sheeted Surface Type
100 As New Condition
Thompson Beach
1,418 Surface - The Esplanade (Thompson Beach) (060) from Gull Court to Prion Court
Township (Cat 3-A) Sheeted Surface Type
0 Fair Condition Thompson Beach
1,419 Surface - The Esplanade (Thompson Beach) (005) from End to Kestrel Crescent (North)
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,420 Surface - The Esplanade (Thompson Beach) (015) from Kestrel Crescent (South) to Ruskin Road
Township (Cat 3-A) Sheeted Surface Type
100 As New Condition
Thompson Beach
1,421 Surface - Shingleback Road (020) from Heron Crescent to The Esplanade
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Thompson Beach
1,422 Surface - The Esplanade (Parham) (010) from North Parham Road to North Terrace
Township (Cat 3-A) Sheeted Surface Type
75 Minor Deterioration
Parham
1,436 Surface - Fourth Street (Wild Horse Plains) (010) from First Street to Wild Horse Plains Road
Township (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Wild Horse Plains
1,437 Surface - Tickera Road (005) from Second Street to North Parham Road
Township (Cat 3-B) Sheeted Surface Type
25 Minor Deterioration
Parham
1,438 Surface - Leilete Road (005) from Dawkins Road to Coats Road
Rural (Cat 3-B) Sheeted Surface Type
55 Minor Deterioration
Two Wells
1,440 Surface - Nicholls Road (005) from Dawkins Road to Coats Road
Rural (Cat 3-A) Sheeted Surface Type
80 Minor Deterioration
Two Wells
1,443 Surface - Aqua Street (005) from Dawkins Road to McCord Road
Rural (Cat 3-B) Sheeted Surface Type
75 Minor Deterioration
Two Wells
1,445 Surface - Rye Street (005) from Dawkins Road to McCord Road
Rural (Cat 3-B) Sheeted Surface Type
81 Minor Deterioration
Two Wells
1,446 Surface - Coats Road (020) from Leilete Road to Germantown Road
Rural (Cat 3-B) Sheeted Surface Type
112 As New Condition
Two Wells
1,447 Surface - Coats Road (010) from Torelete Road to Nicholls Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Two Wells
1,448 Surface - Glover Road (015) from Dwarf Street to Germantown Road
Rural (Cat 3-B) Sheeted Surface Type
75 Minor Deterioration
Two Wells
1,450 Surface - Torelete Road (005) from Dawkins Road to Coats Road
Rural (Cat 3-B) Sheeted Surface Type
7 Fair Condition Two Wells
1,451 Surface - Glover Road (010) from Thistle Street to Dwarf Street
Rural (Cat 3-B) Sheeted Surface Type
58 Minor Deterioration
Two Wells
1,452 Surface - Glover Road (005) from Williams Road to Thistle Street
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Two Wells
1,453 Surface - Coats Road (015) from Nicholls Road to Leilete Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Two Wells
1,454 Surface - Coats Road (005) from Williams Road to Torelete Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Two Wells
1,459 Surface - Stevens Road (005) from Dawkins Road to Trim Road
Rural (Cat 3-A) Sheeted Surface Type
87 As New Condition
Two Wells
Special Council Meeting 258 of 326 14 May 2018
1,461 Surface - Condon Road (005) from Brooks Road to End
Township (Cat 3-B) Sheeted Surface Type
31 Minor Deterioration
Two Wells
1,462 Surface - Trim Road (005) from Williams Road to Russell Road
Rural (Cat 3-B) Sheeted Surface Type
15 Fair Condition Two Wells
1,463 Surface - William Street (Two Wells) (010) from Elizabeth Street to End
Township (Cat 3-B) Sheeted Surface Type
87 As New Condition
Two Wells
1,464 Surface - Trim Road (015) from Kathleen Road to Stevens Road
Rural (Cat 3-A) Sheeted Surface Type
91 As New Condition
Two Wells
1,466 Surface - Windmill Road (005) from Gawler Road to End
Township (Cat 3-B) Sheeted Surface Type
33 Minor Deterioration
Two Wells
1,467 Surface - Donaldson Road (005) from Gawler Road to Wilson Road
Township (Cat 3-B) Sheeted Surface Type
45 Minor Deterioration
Two Wells
1,469 Surface - Halstead Road West (005) from End to Cowan Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Two Wells
1,470 Surface - Halstead Road West (015) from Buckland Park Road to End
Rural (Cat 3-B) Sheeted Surface Type
62 Minor Deterioration
Two Wells
1,471 Surface - Buckland Park Road (010) from Cowan Road to Halstead Road West
Rural (Cat 3-A) Sheeted Surface Type
91 As New Condition
Two Wells
1,472 Surface - The Esplanade (Middle Beach) (005) from Seagrass Road to Shorebird Road
Township (Cat 3-A) Sheeted Surface Type
50 Minor Deterioration
Middle Beach
1,473 Surface - Buckland Park Road (025) from Bailey Road West to Tatura Avenue
Rural (Cat 3-A) Sheeted Surface Type
87 As New Condition
Two Wells
1,474 Surface - Buckland Park Road (020) from Artesian Road West to Bailey Road West
Rural (Cat 3-A) Sheeted Surface Type
100 As New Condition
Two Wells
1,475 Surface - Buckland Park Road (015) from Halstead Road West to Artesian Road West
Rural (Cat 3-A) Sheeted Surface Type
91 As New Condition
Two Wells
1,476 Surface - The Esplanade (Middle Beach) (002) from Middle Beach Road to End
Township (Cat 3-A) Sheeted Surface Type
0 Minor Deterioration
Middle Beach
1,477 Surface - Buckland Park Road (005) from Port Wakefield Road to Cowan Road
Rural (Cat 3-A) Sheeted Surface Type
66 Minor Deterioration
Two Wells
1,478 Surface - Cowan Road (005) from Buckland Park Road to Halstead Road West
Rural (Cat 3-B) Sheeted Surface Type
54 Minor Deterioration
Two Wells
1,479 Surface - The Esplanade (Middle Beach) (010) from Shorebird Road to Change in Surface
Township (Cat 3-A) Sheeted Surface Type
37 Minor Deterioration
Middle Beach
1,480 Surface - Halstead Road West (010) from Cowan Road to Buckland Park Road
Rural (Cat 3-B) Sheeted Surface Type
56 Minor Deterioration
Two Wells
1,481 Surface - Tatura Avenue (005) from Buckland Park Road to End
Rural (Cat 3-A) Sheeted Surface Type
87 As New Condition
Two Wells
1,482 Surface - Fertile Avenue (005) from Bailey Road West to Artesian Road West
Rural (Cat 3-B) Sheeted Surface Type
66 Minor Deterioration
Two Wells
1,483 Surface - Artesian Road West (005) from Fertile Avenue to Buckland Park
Rural (Cat 3-A) Sheeted Surface Type
91 As New Condition
Two Wells
1,484 Surface - Brady Road (005) from Hamley-Barabba Road to Fidge Road
Rural (Cat 3-B) Sheeted Surface Type
50 Minor Deterioration
Barabba
Special Council Meeting 259 of 326 14 May 2018
1,485 Surface - Mcardle Terrace (010) from Surface Change to End
Township (Cat 1 - Standard Use) Sheeted Surface Type
87 Minor Deterioration
Long plains
3,629 Surface - Wilson Road (Barabba) (005) From Barabba Road to Mccabe
Rural (Cat 3-C) Sheeted Surface Type
0 Barabba
3,949 Surface - Humphrey Road (010) from Lagoon Road to Oliver Road
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Reeves Plains
3,959 Surface - Lagoon Road (005) from Hall Road to Humphrey Road
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Lewiston
3,967 Surface - Sharpe Road (015) from Secomb Road to Williams Road
Rural (Cat 3-A) Sheeted Surface Type
0 As New Condition
Two Wells
3,981 Surface - Hall Road (Redbanks) (035) from Temby Road to Lagoon Road
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Redbanks
3,986 Surface - Pritchard Road (Windsor) (005) from Long Plains Road to Avon Road
Rural (Cat 3-B) Sheeted Surface Type
0 Minor Deterioration
Windsor
3,995 Surface - Sharpe Road (030) from Frost Road North to Humphrey Road
Rural (Cat 3-C) Sheeted Surface Type
0 Reeves Plains
4,006 Surface - Wasley Road (020) from Pratt Road to Big Rabbit Road
Rural (Cat 3-C) Sheeted Surface Type
0 Two Wells
4,010 Surface - Sharpe Road (010) from Mallala - Two Wells Road to Secomb Road
Rural (Cat 3-A) Sheeted Surface Type
0 As New Condition
Two Wells
4,022 Surface - Temby Road (030) from Germantown Road to Hall Road
Rural (Cat 3-B) Sheeted Surface Type
0 As New Condition
Reeves Plains
4,023 Surface - Secombs Road (010) from Stanley Road to Prices Road
Rural (Cat 3-B) Sheeted Surface Type
0 Fair Condition Windsor
4,040 Surface - Sharpe Road (035) from Humphrey Road to Bethesda Road
Rural (Cat 3-C) Sheeted Surface Type
0 Reeves Plains
4,051 Surface - Hancock Road (005) from Lynch Road to Cheek Road
Rural (Cat 3-C) Sheeted Surface Type
0 Redbanks
4,052 Surface - Secombs Road (005) from Port Wakefield Road to Stanley Road
Rural (Cat 3-B) Sheeted Surface Type
0 As New Condition
Windsor
4,104 Surface - Lowey Road (010) from North Parham Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Windsor
4,196 Surface - Richter Road (005) from Boundary Rood to Aunger Road North
Rural (Cat 3-A) Sheeted Surface Type
150 As New Condition
4,197 Surface - Richter Road (010) from Aunger Road North to Day Road
Rural (Cat 3-A) Sheeted Surface Type
150 As New Condition
4,198 Surface - Richter Road (015) from Day Road to Hall Road
Rural (Cat 3-A) Sheeted Surface Type
142 As New Condition
4,199 Surface - Richter Road (020) from Hall Road to Germantown Road
Rural (Cat 3-A) Sheeted Surface Type
137 As New Condition
4,201 Surface - Broster Road (020) from Powerline Road to Young Road
Rural (Cat 3-B) Sheeted Surface Type
0 As New Condition
4,202 Surface - Hallion Road (025) from Powerline Road to Young Road
Rural (Cat 2) Sheeted Surface Type
0 As New Condition
4,203 Surface - Hallion Road (020) from 1000m West of Hall Road to Powerline Road
Rural (Cat 2) Sheeted Surface Type
150 As New Condition
4,228 Surface - Davies Road (010) from Wasleys Road to Farrelly Road
Rural (Cat 2) Sheeted Surface Type
139 As New Condition
4,229 Surface - Horseshoe Crescent (010) from End of pavement to Buckland Park Road
Rural (Cat 3-B) Sheeted Surface Type
100 As New Condition
Special Council Meeting 260 of 326 14 May 2018
4,230 Surface - Verner Road (030) from Day Road to Boundary Road
Rural (Cat 3-B) Sheeted Surface Type
116 As New Condition
4,299 Surface - Broster Road (025) from Young Road to Calomba Road
Rural (Cat 3-B) Sheeted Surface Type
0 As New Condition
4,300 Surface - Day Road (035) from Hall Road to Germantown Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
116 As New Condition
4,301 Surface - Day Road (030) from Humphrey Road to Hall Road
Rural (Cat 1 - Heavy Use) Sheeted Surface Type
125 As New Condition
4,302 Surface - Oliver Road (005) from Humphrey Road to Aunger Road
Rural (Cat 3-B) Sheeted Surface Type
133 As New Condition
4,303 Surface - Goss Road (005) from Gawler Road to Hayman Road
Rural (Cat 3-A) Sheeted Surface Type
140 As New Condition
4,304 Surface - Hart Road (010) from Port Wakefield Road to Richardson Road
Rural (Cat 3-A) Sheeted Surface Type
135 As New Condition
4,305 Surface - Hart Road (015) from Richardson Road to Devon Road
Rural (Cat 3-A) Sheeted Surface Type
137 As New Condition
4,306 Surface - Smith Road (005) from Middle Beach Road to Hart Road
Rural (Cat 3-B) Sheeted Surface Type
78 As New Condition
4,307 Surface - Shellgrit Road (015) from Griggs Road to Brownes Road
Rural (Cat 3-B) Sheeted Surface Type
112 As New Condition
4,308 Surface - Shellgrit Road (020) from Brownes Road to Applebee Road
Rural (Cat 3-B) Sheeted Surface Type
0 As New Condition
4,309 Surface - Shellgrit Road (010) from Buckland Park Road to Griggs Road
Rural (Cat 3-B) Sheeted Surface Type
141 As New Condition
4,310 Surface - Pritchard Road (Windsor) (015) from Carter Road to Woodbine Road
Rural (Cat 3-B) Sheeted Surface Type
125 As New Condition
4,311 Surface - Curnow Road (005) from Old Dublin Road to Cawrse Road
Rural (Cat 3-B) Sheeted Surface Type
131 As New Condition
4,313 Surface - Gallipoli Road (015) from Earl Road to Jarmyn Road
Rural (Cat 3-B) Sheeted Surface Type
150 As New Condition
4,880 Surface - Murphys Road (005) from Hamley Bridge Road to Council Boundary
Rural (Cat 3-B) Sheeted Surface Type
0 As New Condition
4,921 Surface - Butler Street (020) from Barabba Road to End of Road
Rural (Cat 3-C) Sheeted Surface Type
0
4,933 Surface - Wheller Road (005) from Coats Road to End
Rural (Cat 3-C) Sheeted Surface Type
0
7,338 Surface - Devon Road (015) from Light Beach Road to River Light
Rural (Cat 3-C) Sheeted Surface Type
0
7,342 Surface - Humphrey Road (020) from Conroy Road to Day Road
Rural (Cat 3-C) Sheeted Surface Type
0
7,347 Surface - Hawes Road (015) from Fidge Road to House
Rural (Cat 3-C) Sheeted Surface Type
0
7,350 Surface - Johnson's Road (020) from Shannon Road to House
Rural (Cat 3-C) Sheeted Surface Type
0
7,353 Surface - Jenkin Road (Calomba) (010) from Long Plains Road to House
Rural (Cat 3-C) Sheeted Surface Type
0
7,356 Surface - Franks Road (035) from Dublin Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Long plains
7,359 Surface - Brady Road (020) from 1400m S Fridge Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Barabba
7,362 Surface - Hawes Road (005) from Marshman Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Barabba
Special Council Meeting 261 of 326 14 May 2018
7,365 Surface - Welivere Road (010) from Long Plains Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Calomba
7,372 Surface - Wasley Road (030) from Navvy Hill Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Two Wells
7,375 Surface - Porter Road (025) from Navvy Hill Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Two Wells
7,378 Surface - Forby Road (010) from Mallala - Two Wells Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Two Wells
7,384 Surface - Sandpit Road (010) from Day Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Reeves Plains
7,387 Surface - Kidman Road (010) from Crabb Road to House
Rural (Cat 3-C) Sheeted Surface Type
0 Lower light
Special Council Meeting 262 of 326 14 May 2018
Mace Engineering Services Page 1
4th April 2018
Mr K. Earl
Adelaide Plains Council
PO Box 18
MALLALA SA 5502
Dear Keith,
Evaluation of Proposed Unsealed Road Pavement Material
Dublin Quarry – Carslake Road Huynh Pit
As requested, we have reviewed the test results of the two unsealed road pavement material
samples from the Carslake Road Huynh Pit. The material assessment has been undertaken by
Mid North Materials Laboratory (MNML), on materials sampled and crushed in the quarry by
Adelaide Plains Council. The purpose of the assessment was to determine if these materials are
suitable to use for basecourse and subbase road pavement materials for use on Adelaide Plains
Council’s unsealed road network. Mid North Materials Laboratory is an accredited NATA
laboratory for these tests.
With the material samples provided, Mid North Materials Laboratory has undertaken Atterberg
limit tests, including:
Particle Size Distribution (Grading)
Liquid Limit
Plastic Limit
Plasticity Index
Linear Shrinkage
Other testing that relate specifically to unsealed road pavements including the stability index
and the binder index have also been reported.
Special Council Meeting 263 of 326 14 May 2018
Mace Engineering Services Page 2
A copy of the test results for the two samples is attached. Due to the sample sizes provided,
the LA Abrasion test was not able to be undertaken for the samples.
The Particle Size Distribution (PSD) test results showed that the materials are similar in
gradings to the DPTI Specification for a PM2/40 pavement material. However, both Sample 1
and Sample 2 had an excess of fines passing both the 0.425mm sieve and the 0.075mm sieve.
The remainder of the Atterberg limits were comparable to the DPTI Specifications for PM2/40.
However, although there is an excess of fine particles in the crushed material, the plasticity
index and the binder index for the two samples is low, indicating that the fines present are not
clay. The plasticity index was assessed to be 3 and 4, and for an unsealed road material the
recommendation is that the plasticity index is between 4 and 16. Hence, the materials from the
Huynh Pit are at the lower range of acceptable for plasticity index.
The binder index is important for unsealed roads as it is a measure of how well the road
pavement materials will connect with each other to provide a firm and non-slippery road
surface. The recommended guidelines for binder index on an unsealed road is between 300-
400. The two material samples provided indicated that the binder index for this material is
significantly lower than this, with results of 107 for Sample 1 and 72 for Sample 2.
Although the binder index is low, the material sampled was predominantly limestone which
will generally cement or fasten together quite well, particularly where there is an excess of fine
material present. Therefore, for this predominantly limestone material, the binder index is not
considered to be as critical as in unsealed other road pavement material.
The binder index is directly related to the plasticity index, as the presence of clay fines assists
the road pavement materials to bind together. Therefore, it is recommended that some
additional clay fines are mixed with the quarry material to raise the plasticity index and the
binder index to improve binding characteristics of the quarried material. Previously, this has
been undertaken by mixing some of the clayey overburden from the quarry process in with the
quarried material.
Material from this quarry has been widely used throughout Adelaide Plains Council’s unsealed
road network and its performance has generally been good. The majority of the roads that it
has been used on have performed well over a reasonable period of time for the relative traffic
volumes and composition. However, in the past, care has been taken to ensure that the quarried
Special Council Meeting 264 of 326 14 May 2018
Mace Engineering Services Page 3
material has been mixed with clayey overburden to increase both the plasticity index and the
binder index.
It is recommended that this practice of mixing some of the clayey overburden with the
limestone quarried material is undertake prior to using this material as a road pavement. It is
also important that the quarry material is placed at optimum moisture content and well
compacted during construction. Providing this is undertaken, and due to the cementing
characteristics of the limestone fines present in the samples, the material from the Huynh Pit is
considered suitable for use for unsealed road pavements on the Adelaide Plains Council’s
unsealed road network.
It should be noted that materials used for sealed road pavements require different qualities and
characteristics to that used for unsealed roads. This material is not considered suitable for use
as basecourse material for a sealed, high trafficked road.
If you have any questions or require further details, please contact me.
Yours sincerely,
Michelle C Verco MIEAust, CPEng
DIRECTOR
Special Council Meeting 265 of 326 14 May 2018
CLIEN'r:
PROJECT:
LOCATION:
SinC'1'10N:
Adelaide Plains Council
MID NORTH MATERIALS LABORATORY PTY. LTD
Unit 8. to Union SI. (P. O. BOX 216). CLARE. .. S. A. 5453, Ph 0427 976908
SOILSANDAGGR^GATETESTREPORT
Materials Assessment
Dale Sariipled:
Dublin Quarry
Sample I
Sine!{ - Cl, n. :
Q"11nity ken:
Sampled By:
01-03-2018
Adelaide Plains Council
100
SAMPLE DESCRii, 'r, ON:
Limestone RubbleMaterial 'I'ype:Silly Sand - Low Plasticity
to, ,"CS
,075
80
QCcococo
O_+"Cco
eco
D_
Offset- Lot No.
Map Ref.
60
PARTICLE SIZE DISTRIBUTION
SOILSANDAGGREGATES
Sariipli"g Interval:
Fluve"lent Layer:
.3 D
Australian
Geodict984 UTM
40
.6 o
20
2 6
o
TST RPT 00 S AG
DIS'TRIBU'F10N:
SAMPLE No. :
.I
6
o
7
2
4
Signatory:
Report No.Date Issued:
Sinec:
.2
.4 5
Issue 2 O
Sieve
Size
(mini
.5
I.
18-091
B
I\NATA
V
Sieve Size mm
6
I it
Procedure
Asi2a9.3.61
Vo
Passing
AUIh RS
63
53
37.5
265
,8-042
08,0320,8
Acer*dilcd for corinthaiicc willI ISO I IEC 17025 - 'ICsiiiig
ACLiedit"'10/1 No. 107 13
4 5
Spec
Jul 2014
19
16
I32
9.5
6.7
4.75
9
100
too
98
90
Tills dustiiiiciil SII"11,101 be ,'c roduccd exce it ill full
5 2
TEST'
DESCRIPTION
.5
S. Frilli
83
78
73
64
56
49
2.36
1.18
0.6
0425
0.3
0.15
0075
Sampling Standard
Sample Preparation
Liquid LimitPlastic Limit
Plastidty Index
38
32
28
27
25
20
15
Linear Shrinkage
Crumbling - curlingMould Length
Resil"
Tested as received
Results relate only to sample tested
Spec
Oven dry <50' C
Dry Sieve
Procedure
19
15
4
Asi289. t
No
250mm
I. O
As, 289,312
As, 289.3.2.1
As, 289.3.3. ,
No
Page I o11
As, 289,341
Special Council Meeting 266 of 326 14 May 2018
Dublin QuarrySample I
Limits recommended by Australian Road Research Board LtdFor Unsealed Roadworks
Recommended Limits20 - 60% RETAINED% RETAINED 2.36mm
% PASSING 2.36MM
% PASSING 0,425mm
% PASSING 0,075mm
PLASTICITY INDEX
STABILITY INDEX
BINDER INDEX
Pit Evaluation
Mid North Materials Laboratory Pty. Ltd.Materials Assessment
Sample No
62
Material Description
ShapeColour:
Hardness
Type:
Colour
TypePlasticity:
38
27
18-091
15
with
4
0.4
107
4 - 16 (!0w for wet areas)
RANGE 0.2 to 0.6
Rounded
Light BrownMed
Limestone
RANGE 300 - 400
Silty SandLow
Signed
Date: ^:; I 3 120 I^5
ItSpecial Council Meeting 267 of 326 14 May 2018
CLIENT:
I'ROJECT:
LOCATION:
SECTION:
Adelaide Plains Council
MID NORTH MATERIALS LABORATORY PTY. LTD.
Unit 8. 10 Union St. (P. O. BOX 246). GLARE. .. S. A. 5453, Ph 0427 976908
SOILSANDAGGREGATETESTREPORT
Materials Assessment
Date Sampled:
Dublin Quarry
Sample 2
Starl, - Chin. :
Quitnity Re":
Sin^^PIctl By:
01-03-2018
Adelaide Plains Council
100
SAMri, I: DinscRirTioN:
Limestone RubbleMate, 'in I Type:SIIty Sand " Low Plasticity
tonncs
075
80
Map Ref
a=cocoCd
O_
C
~ 40D_
Offset - 1.01 No.
60
Sinn"Ii, ,g Interval:
Pav"merit Lilyci':
PARTICLE SIZE DISTRIBUTIONSOILSANDAGGREGATES
a
^
o
8
Australian
Geodict984 UTM
6 o
20
2 6
o
TSTRPT 00_S_AG
DISTRIBUTION
SAMPLm No. :
6
o
7
2
4
Signatory
Report No.Date Issued:
I :
SPCc:
.2
4 5
Issue 2.0
IC Pining
Sieve
Size
(min)
5
18-092
I\.NATA
V
8
6
Sieve Size mm
Incll
Procedure
As, 289.3.6.1
91,
Passing
AUIh R, S
63
53
37.5
26.5
'8-043
08.03-20.8
Acercd, led for compliantce with ISO I IEC 17025 - 'resiiiig
Accreditniioi. N0 107 13
4. 5
Spec
Jul 2014
19
16
I 3.2
9.5
6.7
4.75
This docuiiiei!I SIIu11 1101 be re itodiiccd exec I in 11/11
9
100
100
99
91
5 2
TEST'
DESCR!PI'10N
S. Frilli
86
82
77
67
59
51
5
2.36
4.18
0.6
0425
0.3
0.15
0075
Sampling Standard
Sample Preparation
Liquid LimitPlastic Limit
Plasticity Index
40
32
28
26
24
19
14
Unear Shrinkage
Crumbling - curlingMould Length
Resul!
Tested as received
Results relate onlyto sample tested
Sriec
Oven dry <50' C
Dry Sieve
13roCedUre
22
,9
3
Ast289. ,
No
250mm
I .O
Asi289.3.12
As, 289.3.2.1
Ast289.3.31
No
Page I o11
Ast289.3.41
Special Council Meeting 268 of 326 14 May 2018
Dublin QuarrySample 2
Limits recommended by Australian Road Research Board LtdFor Unsealed Roadworks
Recommended Limits20 - 60% RETAINED
Pit Evaluation
% RETAINED 2.36mm
Mid North Materials Laboratory Pty. LtdMaterials Assessment
% PASSING 2.36MM
% PASSING 0.425mm
% PASSING 0,075mm
PLASTICITY INDEX
STABILITY INDEX
BINDER INDEX
Sample No:
60
Material Description
Shape:Colour
Hardness
Type
Colour:
TypePlasticity
40
26
18-092
14
with
3
0.4
4 - 16 (low for wet areas)
RANGE 0.2 to 0.6
79
Rounded
Light BrownMed
Limestone
RANGE 300 -400
Slity SandLow
Signed
Date: ^;^'/
^.-.3 120 I^;'
Special Council Meeting 269 of 326 14 May 2018
District Council of Mallala
Road Condition
Field Collection Methodology
Special Council Meeting 270 of 326 14 May 2018
District Council of Mallala
Road Condition
Field Collection Methodology
Principal Contacts Rod Ellis
August 2010 Ref No 20100219RA1
Special Council Meeting 271 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A i
© Tonkin Consulting 2009
This document is and shall remain the property of Tonkin Consulting. The document may only be used for the purposes for which it was commissioned and
in accordance with the Terms of Engagement for the commission. Unauthorised use of this document in any form whatsoever is prohibited.
Document History and Status
Rev Description Author Reviewed Approved Date
A Draft for Council comment HAA RKE RKE 3 August 2010
Special Council Meeting 272 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A ii
Table of Contents
1 Introduction 3
2 Condition Rating of Township Sealed Roads 4
2.1 Road Surface Defect Modes to Determine Road Surface Condition 4
2.2 Road Surface Types 4
2.3 Shape 4
2.4 Cracking 4
2.5 Deformation 6
2.6 Disintegration 7
2.7 Surface 7
2.8 Edge 9
2.9 Immediate Surface Maintenance Items 10
2.10 Kerb Assets 12
2.11 Footpath Assets 13
3 Condition Rating of Rural Sealed Roads 16
3.1 Road Surface Types 17
3.2 Rural Sealed Road Surface Defects 17
3.3 Immediate Surface Maintenance Items 21
3.4 Shoulders 22
3.5 Table Drains 23
3.6 Pavement Marking 23
3.7 Vegetation Canopy 24
4 Condition Rating of Unsealed Roads 25
4.1 Unsealed Surface Types 25
4.2 Unsealed Road Surface Defects 25
4.3 Immediate Surface Maintenance Items 29
Special Council Meeting 273 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 3
1 Introduction
This manual records the field assessment methodology used to determine the condition of Council roads.
Four categories of Council roads are covered:
• Township sealed (SA Local Government Grants Commission classification SBU – Sealed Built Up)
• Rural sealed (SA Local Government Grants Commission Classification SNBU – Sealed Non Built Up)
• Unsealed Roads (SA Local Government Grants Commission Classification FBU and FNBU – Formed
Built Up and Formed Non Built Up). These roads cover two distinct types:
o Sheeted Roads, which are constructed from imported material in an excavated formation, and
then shaped to a profile.
o Formed Roads, which are shaped into a profile from in situ material.
• Department of Transport, Energy & Infrastructure (DTEI) roads, these are included in the rural areas for
relativity and within the townships Council are responsible for the Kerbs and Footpaths.
In all cases, the road conditions reflect consumption, and are determined from a visual inspection which assigns
scores to visible defects. The individual scores are then aggregated to an overall condition for the road segment.
Special Council Meeting 274 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 4
2 Condition Rating of Township Sealed Roads
2.1 Road Surface Types
The following descriptions are available for collection.
Description
Asphalt
Spray Seal
Cold Overlay
Block Paved
2.2 Seal Width
The seal width is measured from the edge of seal adjacent to the lip of kerb.
2.3 Shape
Shape is the conformance of the road cross section profile to the ideal. The following descriptions are available for
collection.
Score Description
1 Standard 3% crossfall, normal verge
2 Up to 5% crossfall, normal verge
3 Crossfall >5%, possible steep verge
4 Crossfall >5%, steep verge
5 Needs reconstruction, access issues
2.4 Road Surface Defect Modes to Determine Road Surface Condition
Township sealed roads have their own unique set of individual defects which aggregate into an overall condition.
Some of these measures are generic, applying to all roads. Other measures are specific to the type of road
surface.
2.5 Cracking
Cracking is separated into Load Induced and Environmental. It is also noted if crack sealing has been undertaken.
Special Council Meeting 275 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 5
2.5.1 Crack Sealing Present
This is indicated in a Yes/No field.
2.5.2 Area of Load (Crocodile) Cracking
The actual m2 of the segment’s cracking is recorded in a numeric field. This is the area of cracking in total,
irrespective of whether Council intend to do any maintenance.
2.5.3 Load Cracking - Pumping of Fines
This is indicated in a Yes/No field.
2.5.4 Dominant kind of Environmental Cracking
Environmental cracking is due to environmental factors such as tree roots, reactive soil movements, differential
movements.
The following descriptions are available for collection.
Description
No cracking
Longitudinal cracking
Transverse cracking
Block cracking
Diagonal cracking
Meandering cracking
2.5.5 Severity of Environmental Cracking
The following descriptions are available for collection.
Description
Nil
< 1mm
1 – 3mm
>3mm
>3mm & spalled
Special Council Meeting 276 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 6
2.5.6 Extent of Environmental Cracking
The following descriptions are available for collection.
Description
< 1%
1 – 5%
5 – 10%
10 – 25%
> 25%
2.6 Deformation
Deformation is the change in road surface from the constructed profile measured in any direction and is separated
into Load Induced and Environmental.
2.6.1 Environmental Deformation Score
The following descriptions are available for collection.
Score Description
1 Good ride, very few imperfections
2 Good ride, isolated imperfections, minor
trench/vertical defects
3 Reasonable ride, some trench defects/minor or
moderate heave/dag
4 Poor ride, moderate or major heave/sag. Shape
correction required.
5 Very poor ride (uncomfortable), major shape
correction or reconstruction required.
2.6.2 Dominant kind of Load Deformation
The following descriptions are available for collection.
Description
Nil
Rutting
Shoving
Depressions
Corrugations
2.6.3 Area of Load Deformation
The actual m2 of the segment’s load deformation is recorded in a numeric field. This is the area of deformation in
total, irrespective of whether Council intend to do any maintenance.
Special Council Meeting 277 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 7
2.7 Disintegration
Disintegration is a measure of either treated or untreated defects of potholes, trenches or patches.
2.7.1 Disintegration Defects
The following defect types are an indication of potential deterioration and are indicated in a Yes/No field.
• Potholes
• Trenches
• Patches
2.7.2 Area of Load Disintegration
The actual m2 of the segment’s load disintegration is recorded in a numeric field, which is the total area of
• Potholes
• Trenches
• Patches
2.8 Surface
Surface defects are dependent on the surface type and may be a Yes/No field or a more detailed list of
descriptions.
2.8.1 Surface Defects
The following defect types are an indication of surface deterioration and are indicated in a Yes/No field.
• Polishing
• Ravelling
• Delamination
• Stripping
• Flushing
2.8.2 Surface Conditions
Surface conditions are specific to the surface type and the following descriptions are available for collection.
Special Council Meeting 278 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 8
2.8.2.1 Asphalt Ravelling
The following descriptions are available for collection.
Score Description
1 New surface, stone coated in bitumen
2 Clean stone surface, matrix full of fines
3 Fines loss to 1/3 stone depth
4 Fines loss to 2/3 stone depth, some loss of stone
5 Significant loss of stone, potholes may be present
2.8.2.2 Block Paver Condition
The following descriptions are available for collection.
Score Description
1 As new, no defects
2 Minor surface deterioration
3 Aggregate proud, some chipped, uniform gaps
4 Aggregate proud, some chipped, some
displacement
5 Aggregate proud, chipped, pavers unstable
2.8.2.3 Cold Overlay Wear
The following descriptions are available for collection.
Description
No breakthrough
< 5% breakthrough
5 – 10% breakthrough
> 10% breakthrough
2.8.2.4 Spray Seal Stripping
The following descriptions are available for collection.
Description
Nil
< 5% area
5 – 10% area
10 – 20% area
20 – 50% area
> 50% area
Special Council Meeting 279 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 9
2.8.2.5 Spray Seal Flushing
The following descriptions are available for collection.
Description
Nil
< 5% area
5 – 10% area
10 – 20% area
20 – 50% area
> 50% area
2.8.2.6 Spray Seal Binder Condition
The following descriptions are available for collection.
Description
Lively
Satisfactory
Poor
Dead
2.9 Edge
These defects are an indication of the condition of the interface between the kerb watertable and the road edge.
2.9.1 Edge Drop Off Severity
The following descriptions are available for collection.
Description
Nil
< 20mm
> 20mm and < 50mm
> 50mm
2.9.2 Edge Drop Off Extent
The following descriptions are available for collection.
Description
Nil
< 10% of length
10 – 20% of length
20 – 50% of length
> 50% of length
Special Council Meeting 280 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 10
2.9.3 Edge Break Severity
The following descriptions are available for collection.
Description
Nil
< 50mm
> 50mm and < 100mm
> 100mm and < 150mm
> 150mm
2.9.4 Edge Drop Off Extent
The following descriptions are available for collection.
Description
Nil
< 10% of length
10 – 20% of length
20 – 50% of length
> 50% of length
2.10 Immediate Surface Maintenance Items
The Surface Comments field is for recording descriptions of immediate maintenance items for the surface
component of the segment.
2.11 Shoulders
2.11.1 Shoulder Types
The following descriptions are available for collection.
Description
Not Constructed
Sealed
Gravel
Natural
2.11.2 Gravel Shoulder Condition
The condition of gravel shoulders will be rated for LHS or RHS as follows:
Score Description
0 As New
1 Grading Required
2 Top up and Grading Required
3 Rebuilding Required
Note: this applies only to gravel shoulder types.
Special Council Meeting 281 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 11
2.11.3 Sealed Shoulder Condition
The condition of gravel shoulders will be rated for LHS or RHS as follows:
Score Description
0 As New
1 Good Condition
2 Average Condition
3 Poor Condition
4 Needs Resealing
5 Rebuilding Required
Note: this applies only to sealed shoulder types.
2.11.4 Shoulder Cross Fall
The shoulder cross fall will be rated for LHS or RHS as follows:
Description
Steep
Suitable
Flat
Note: this applies only to Constructed shoulder types.
2.11.5 Shoulder Drainage
The shoulder drainage will be rated for LHS or RHS as follows:
Description
Natural Drainage
Constructed, good drainage
Constructed Isolated erosion/silting/blockage <20%
Constructed Moderate erosion/silting/blockage 20-
60%
Constructed Severe erosion/silting/blockage >60%
Note: this applies only to Constructed shoulder types.
In addition to the above details, separate fields are provided for:
• Shoulder width LHS and RHS
• Comments if required
Special Council Meeting 282 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 12
2.12 Kerb Assets
2.12.1 Kerb Type
The following descriptions are available for collection.
Description
Kerb and Gutter
Mountable KWT
Median Kerb
Spoon Drain
Precast Kerb
Stone Kerb
2.12.2 Kerb Cracking
The following descriptions are available for collection.
Score Description
1 No cracks or occasional fine cracks
2 Fine cracking at intervals
3 Block cracks 3 – 5mm up to 20% of length
4 Block cracks, still intact 3 – 5mm, 20 – 3-% of
length
5 Block cracks and displacement, water to pavement
> 50% of length
Note: this defect does not apply to stone kerbs.
2.12.3 Kerb Misalignment
The following descriptions are available for collection.
Score Description
1 Nil
2 Isolated < 5mm
3 5 – 15mm, < 30% length
4 15 – 50mm, > 40% length, water to pavement
5 > 50mm, >30% length, water to pavement
Note: this defect applies to all kerbs.
Special Council Meeting 283 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 13
2.12.4 Kerb Chipping
The following descriptions are available for collection.
Score Description
1 Nil
2 Minor cosmetic
3 Isolated < 30mm diameter, average 5m apart
4 Water infiltration evident < 50% length
5 Water infiltration common > 50% length
Note: this defect does not apply to stone kerbs.
2.12.5 Kerb Drainage
The following descriptions are available for collection.
Score Description
1 Nil
2 Channel only
3 More significant, but channel only < 30% of length
4 In road, may be pavement damage, < 30% of
length
5 Well into road, may be pavement damage, > 30%
of length
Note: this defect applies to all kerbs.
2.12.6 Immediate Kerb and Gutter Maintenance Items
The Kerb Comments field is for recording descriptions of immediate maintenance items for the kerb and gutter
component of the segment.
2.13 Footpath Assets
2.13.1 Footpath Types
The following descriptions are available for collection.
Description
Asphalt (Spray Seal & Hotmix)
Block Paved
Concrete
Gravel
Crusher Dust
Natural Surface
Special Council Meeting 284 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 14
2.13.2 Footpath Cracking Defect
The following descriptions are available for collection.
Score Description
1 < 1%
2 1 – 5%
3 5 – 10%
4 10 – 25%
5 > 25%
Note: this applies only to Asphalt and Concrete footpath types.
2.13.3 Footpath Ravelling Defect
The following descriptions are available for collection.
Score Description
1 New surface, stone coated in bitumen
2 Clean stone surface, matrix full of fines
3 Fines loss to 1/3 of stone depth
4 Fines loss to 2/3 of stone depth, some loss of stone
5 Significant loss of stone, potholes may be present
Note: this applies only to Asphalt footpath types.
2.13.4 Footpath Services Defect
The following descriptions are available for collection.
Score Description
1 Services even with path
2 Services < 20mm above/below path
3 Services > 20mm above/below path
Note: this does not apply to Gravel & Crusher Dust footpath types.
2.13.5 Footpath Displacement Defect
The following descriptions are available for collection.
Score Description
1 < 1%, > 15mm
2 1 – 5%, > 15mm
3 5 – 10%, > 15mm
4 10 – 25%, > 15mm
5 > 25%, > 15mm
Note: this does not apply to Gravel & Crusher Dust footpath types.
Special Council Meeting 285 of 326 14 May 2018
District Council of Mallala
Road Condition Field Collection Methodology
20100219RA1.doc Revision: A 15
2.13.6 Footpath Crossfall Defect
The following descriptions are available for collection.
Score Description
1 Good crossfall approximately 2%
2 Steep crossfall approximately 4%
3 Very steep crossfall approximately > 4%
Note: this does not apply to Gravel & Crusher Dust footpath types.
2.13.7 Footpath Gaps/Chips Defect
The following descriptions are available for collection.
Score Description
1 Uniform gaps, no chips
2 Gaps 5 – 10mm, some chipping, cracking
3 Gaps > 10mm, pavers broken
Note: this applies only to Block Paved footpath types.
2.13.8 Footpath Gravel Condition
The following descriptions are available for collection.
Score Description
1 As new
2 Complete cover, minor maintenance required
3 Complete cover, minor shape top up required
4 Some ground exposed, major top up required
5 Large ground exposed, major top up required
Note: this applies only to Gravel & Crusher Dust footpath types.
2.13.9 Immediate Footpath Maintenance Items
The Footpath Comments field is for recording descriptions of immediate maintenance items for the footpath
component of the segment.
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3 Condition Rating of Township Unsealed Roads
The township unsealed roads are rated in the same way as the rural unsealed roads (described below).
Township unsealed roads vary from minor thoroughfares such as laneways to significant road segments.
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4 Condition Rating of Rural Sealed Roads
4.1 Road Surface Types
The following descriptions are available for collection.
Description
Asphalt
Spray Seal
Cold Overlay
Block Paved
4.2 Seal Width
The seal width is measured from the edge of seal.
4.3 Rural Sealed Road Surface Defects
Rural sealed roads have their own unique set of individual defects which aggregate into an overall condition.
4.3.1 Shape
The crossfall shape rating for sealed rural roads is presented as follows:
Score Description
1 Standard 3% crossfall
2 Flat or greater than 3%
3 Poor shape, too steep or flat
4.3.2 Deformation
Deformation is the change in road surface from the constructed profile in any direction. Deformation defect types
are classified by the change in vertical displacement that may have resulted from non load induced impacts.
Score Description
0 As new
1 Mild isolated deformation
2 Moderate isolated deformation
3 Mildly deformed extensive coverage
4 Moderately rough treatable by patching
5 Moderately Rough extensive coverage treatable with
resurfacing
6 Deformed approaching need for reconstruction
7 Deformed needing reconstruction
8 Deformed bad level of service
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Score Description
9 Deformed very bad level of service
10 Deformed no service potential
4.3.3 Rutting
Rutting relates to the longitudinal deformation in the wheel path. While rutting may occur in both wheel paths, the
assessment shall be undertaken in the outer wheel path
Score Description
0 As new
1 Minor rutting less then 5mm
2 Rutting 5-10mm (isolated)
3 Rutting 5- 10mm (extensive)
4 Some Rutting 15mm -20mm
5 Extensive Rutting 15-20mm
6 Rutting 20-25mm
7 Rutting 25-30mm
8 Rutting 30-35mm
9 Rutting 35-40mm
10 Rutting greater then 40mm
4.3.4 Binder Age
The age of the binder is a difficult indicator to establish without a trained eye or records of the last seal data.
However provision is made to rate the binder age for lively (good) to dead (bad).
Score Description
0 As New
1 Lively
2 Satisfactory
3 Fair
4 Hard
5 Poor
6 Dead - minor surface ravelling/stripping
7 Dead - moderate surface ravelling/stripping
8 Dead - Isolated crumbling surface
9 Dead - moderately crumbling surface
10 Dead - extensive crumbling surface
Notes on Binder Age:
0. As New: When aggregate is pulled apart, the binder stretches to 100mm or more before breaking, and will stick
to skin and leave discolouration on skin.
1. Lively: When aggregate is pulled apart, binder stretches to 20-50mm before breaking, and will stick to skin and
leave discolouration on skin.
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2. Satisfactory: When aggregate is pulled apart, binder stretches to 10mm before breaking, and will stick to skin
and leave discolouration on skin.
3. Fair: When aggregate is pulled apart, binder stretches to 5mm before breaking, and will stick to skin and leave
discolouration on skin.
4. Hard: When aggregate is pulled apart, binder stretches to less than 2mm before breaking. When pressed
against skin, aggregate will adhere without falling.
5. Poor: When aggregate is pulled apart, no elastic binder is observed, and none is left on the aggregate. When
pressed against skin, the binder is hard and there is no discolouration on skin.
4.3.5 Aggregate
The aggregate hardness and resistance to wear affects the surface life. Where the aggregate is showing signs of
wear, crushing or is powdering, then the seal life will be reduced.
Score Description
0 As new
1 Good
2 Good with isolated defects
3 Fair
4 Worn (polishing)
5 Crushing/Powdering
6 Signs of disintegration
7 Some disintegration
8 Wide spread disintegration
9 Severe disintegration
10 Total disintegration
4.3.6 Flushing (Texture)
Surface texture is an indication of the binder depth in relation to the aggregate. Where the binder depth is high a
black or bleeding surface is evident which may impact on skid resistance. Where the binder depth is ⅝ to ¾ of the
depth of aggregate the seal is matte.
Score Description
0 Matte
1 Matte/Smooth
2 Smooth
3 Bleeding isolated defects
4 Black moderate defects
5 Black, extensive coverage
6 Black ext defects &/or poor skid resistance
7 Severe defects poor service
8 Extensive defects bad level of service
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Score Description
9 Severe defects very bad service
10 Extensive defects no service potential
4.3.7 Stripping
The loss of stone is referred to as stripping and is recorded depending on the extent of stone loss.
Score Description
0 As new
1 Nil
2 Isolated plucking (no base exposed)
3 Some plucking (no based exposed)
4 Extensive plucking (no base exposed)
5 Moderate coverage stripping (isolated base exposed)
6 Extensive coverage stripping (some based exposed)
7 Wide coverage stripping base exposed (reseal
needed)
8 Extensive stripping and base exposed, bad service
9 Severe defects, very bad service
10 Extensive stripping no service potential
4.3.8 Patching
The extent of patching will be a potential indicator for the strength of the pavement.
Score Description
0 As new
1 Negligible patching <1%
2 Isolated infrequent patching (0-5%)
3 Slightly spaced infrequent patching (5-10%)
4 Moderately spaced patching (10-15%)
5 Large areas isolated (15-20%)
6 Large areas extensive coverage (20-25%)
7 Wide coverage (25-30%)
8 Extensive patching moderate coverage (30-40%)
9 Extensive patching wide coverage (40-50%)
10 Extensive patching coverage (>50%)
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4.3.9 Cracking
The existence of cracking will range from isolation longitudinal or transverse cracking to block cracking and
crazing.
Score Description
0 As New
1 Mild isolated cracking
2 Moderate isolated cracking
3 Mild cracking extensive coverage
4 Moderate cracking extensive coverage
5 Moderate cracking total coverage
6 Major cracking total surface
7 Severe cracking total coverage
8 Severe, total coverage, poor service
9 Severe, total coverage, very poor service
10 Extreme, total coverage, no service potential
In addition to the defects listed above, roughness measurement will need to be stored so that the Condition Index
and roughness can be compared.
4.3.10 Edge Defect
Edge defects occur along the interface of the bituminous surface pavement and the shoulder and are most
significant where the shoulder is unsealed. Edge defects indicate the adequacy of pavement width, loss of ride
quality and safety issues for possible loss of control of vehicles and channelling of water at the pavement edge.
Score Description
0 As new
1 Nil
2 Good
3 Fair
4 Poor not patched
5 Poor and some patches
6 Extensive patching
7 Deformed in sections
8 Severe defects, poor service
9 Severe defects, very poor service
10 Severe defects, no service
4.4 Immediate Surface Maintenance Items
The Surface Comments field is for recording descriptions of immediate maintenance items for the surface
component of the segment.
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4.5 Shoulders
4.5.1 Shoulder Types
The following descriptions are available for collection.
Description
Not Constructed
Sealed
Gravel
Natural
4.5.2 Gravel Shoulder Condition
The condition of gravel shoulders will be rated for LHS or RHS as follows:
Score Description
0 As New
1 Grading Required
2 Top up and grading required
3 Rebuilding required
Note: this applies only to Gravel shoulder types.
4.5.3 Shoulder Cross Fall
The shoulder cross fall will be rated for LHS or RHS as follows:
Description
Steep
Suitable
Flat
Note: this applies only to Constructed shoulder types.
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4.5.4 Shoulder Drainage
The shoulder drainage will be rated for LHS or RHS as follows:
Description
Natural Drainage
Constructed, good drainage
Constructed Isolated erosion/silting/blockage <20%
Constructed Moderate erosion/silting/blockage 20-
60%
Constructed Severe erosion/silting/blockage >60%
Note: this applies only to Constructed shoulder types.
In addition to the above details, separate fields are provided for:
• Shoulder width LHS and RHS
• Comments if required
4.6 Table Drains
4.6.1 Table Drain Types
The following descriptions are available for collection.
Description
Standard
Channel
Other (add comment)
4.6.2 Table Drain Condition
The table drain condition will be rated for LHS or RHS as follows:
Description
Efficient working order
Overgrown vegetation
Silted up
Major blockage
Reform needed
4.7 Pavement Marking
For the rural sealed segments the pavement marking is noted (y/n).
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4.8 Vegetation Canopy
The vegetation canopy will impact on the performance of the road surface and impacts on the ability to improve
width.
Score Description
1 Isolated trees
2 Many trees, minor encroachment into envelope
3 Some trees grouped with partial coverage of
carriageway, encroachment into envelope
4 Clusters of vegetation with tree canopying
encroaching full width of carriageway envelope
5 Densely vegetated with tree canopy encroaching full
width of carriageway envelope
Note: The envelope is 5m height and is 1m wider each side of the trafficked surface.
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5 Condition Rating of Rural Unsealed Roads
5.1 Unsealed Surface Types
The following descriptions are available for collection. Note that Road Reserves and Unformed surfaces are not
condition rated.
Description
Sheeted Surface
Formed Graded
Unformed
Road Reserve
Refer to ARRB Unsealed Roads Manual for surface defect types and descriptions.
5.2 Construction Width
The width of construction that represents the works needed to re-sheet the road.
5.3 Unsealed Road Surface Defects
5.3.1 Shape
A crossfall shape of 4-6% should be provided as ideal and allow surface run off and thereby minimise potholing.
Score Description
1 Excellent Crossfall 5-6%
2 Good Crossfall 4-5%
3 Standard Crossfall 3-4%
4 Below Standard Crossfall 2-3%
5 Poor Crossfall <2%
5.3.2 Pit Material Type
The following descriptions are available for collection:
Description
Standard Pit Rubble
Borrow Pit
Shell Grit
Other (add comment)
Note: this applies only to Sheeted surface types.
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5.3.3 Sheeted Material Stone Size
The typical stone contents in a sample averages:
Score Description
0 > 40mm
1 20 – 40mm
2 10 – 20mm
3 < 10mm
Note: this applies only to Sheeted surface types.
5.3.4 Sheeted Material Fines Characteristics
The fines for the different sheeted types are identified as follows:
Fines Subtype Description
Sandy Feels gritty, or nothing binds the fines together
Standard Good distribution of fines, good binding quality
Powder Loose and lacks binding quality when dry
Note: this applies only to Sheeted surface types.
5.3.5 Depth of Sheeting
The depth of sheeting material remaining on the road should be measured. A cordless drill with a stepped drill bit
can provide a convenient way of doing this. It is suggested that within a segment 2-3 locations be measured and
the average depth recorded in the outer wheel path (not in the crown). Once the depth is recorded a score is
assigned based on the standard sheeting depth assigned to the segment depending on its use. The following
descriptions are available for collection:
High Use Medium Use Low Use
Score Description Depth (mm)
for 150mm
Depth (mm)
for 100mm
Depth (mm)
for 75mm
0 At or greater than standard sheeting depth 150 100 75
1 10% worn 135 90 67.5
2 20% worn 120 80 60
3 30% worn 105 70 52.5
4 40% worn 90 60 45
5 50% worn 75 50 37.5
6 60% worn 60 40 30
7 70% worn 45 30 22.5
8 80% worn 30 20 15
9 90% worn 15 10 7.5
10 100% worn (no material present) 0 0 0
Note: this applies only to Sheeted surface types.
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5.3.6 Sheeting Condition
This is an assessment of the integrity and depth of the pavement material and will be based on a visual
assessment (and possibly) potholes of the road surface. The following descriptions are available for collection:
Score Sheeting Condition
0 New sheeting
1 Sheeting good condition
2 Sheeting slightly worn (no subgrade breakthrough)
3 Sheeting moderately worn (minor subgrade
breakthrough)
4 Sheeting extensively worn (minor subgrade
breakthrough) (plentiful side windrow)
5 Slight subgrade breakthrough (some side windrow)
6 Moderate subgrade breakthrough (limited side
windrow)
7 Severe subgrade breakthrough (needs resheeting)
8 Extensive subgrade breakthrough (need
reconstruction)
9 Total subgrade breakthrough
10 No sheeting evident
Note: this applies only to Sheeted surface types.
5.3.7 Rideability
The safety of using a segment of unsealed road will be based on the ease at which a typical vehicle that uses the
road can travel. This may be influenced by horizontal and vertical geometry and surface condition. Importantly it
will need to be rated against the speed category for its classification as shown below.
Road Hierarchy Speed Width Crossfall
Arterial 80-100 >8 4-6%
Collector 60-80 6-8 2-4%
Access 40-60 4-6 0-2%
Track <40 <4 Negative
The following descriptions are available for collection:
Score Rideability
0 Easily drive upper limit of speed category
1 Can just drive at upper limit of speed category
2 Moderate rideability (between upper and lower limit
3 Easily drive at lower limit of speed category
4 Can just drive at lower limit of speed category
5 Not able to drive at lower limit of speed category
6 Below standard
7 Rideability well below standard
8 Poor rideability
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Score Rideability
9 Very poor rideability
10 Extremely poor rideability
Note: this applies only to Sheeted & Formed Graded surface types.
5.3.8 Surface Defects
Given surface defects can change due to grading and weather, defects are flagged to provide information on the
type and extent of defects.
Defect Description
Corrugations Formed through material displacement due to tyre action at right angles at the
direction of traffic. Spacing can range from 500mm to 1m and depths to 150mm.
Rutting Longitudinal deformations in wheel paths. Can be minimised by correct crossfall
excluding displacement of fines in wheel paths without deformation.
Potholes Effect on vehicles depends on depth and diameter. Potholes affecting vehicles most
are 250-1500 in diameter with a depth of more than 50-75mm.
Scour Loss of surface material caused by flow of water along and/or over the road.
Loose Material Generation of loose gravel on the surface under traffic.
Soft Surface Indication of poor material quality
Each defect to be flagged a Slight (S), Moderate (M), Extreme (E) or None (N).
Defects Defect Flag
Corrugations S = Slight
M = Moderate
E = Extreme
N = None
Rutting
Potholes
Scour
Loose Material
Soft Surface
Note: this applies only to Sheeted & Formed Graded surface types.
5.3.9 Formation
For formed graded roads the formation of the road will be assessed.
Score Description
1 Freshly Graded
2 Moderately worn
3 Grading Needed
4 Needs reforming
5 Needs reconstruction
Note: this applies only to Formed Graded surface types.
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5.3.10 Vegetation Canopy
The vegetation canopy will impact on the performance of the road surface.
Score Description
0 Open (no trees)
1 Isolated trees
2 Many trees, minor encroachment into envelope
3 Some trees grouped with partial coverage of
carriageway, encroachment into envelope
4 Clusters of vegetation with tree canopying
encroaching full width of carriageway envelope
5 Densely vegetated with tree canopy encroaching full
width of carriageway envelope
Note: this applies only to Sheeted & Formed Graded surface types.
5.3.11 Drainage
The drainage is influenced by a combination of affects resulting from the elevation of the road in relation to the
surrounding land and the size and grade table drains. The rating of the road will be by the observations of the
consequences to road users.
Score Description
1 Excellent drainage, no impact to road users in wet
conditions
2 Good drainage, some minor drainage problems in
table drains
3 Fair drainage, however water encroaching over the
road in wet conditions
4 Poor drainage, road floods in extreme rain events
5 Poor drainage, road floods frequently in normal rain
events
Note: this applies only to Sheeted & Formed Graded surface types.
5.4 Immediate Surface Maintenance Items
The Surface Comments field is for recording descriptions of immediate maintenance items for the surface
component of the segment.
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Annual Business Plan and Long Term Financial Plan Page 18 of 50
To keep up with the service levels identified in the Council’s Infrastructure & Assets
Management Plans (I&) adopted by the Council in 2017, it has to spend
$2,994,351 on its assets renewal program for 2018/2019 Financial Year of which
$890,051 will be required on road resealing and $1,585,775 on road resheeting. Table
3 below shows the level of required renewal spending and the new expenditure on
new/upgraded assets by asset class over the next four (4) financial years.
Table 3: Required Four (4) year Capital Investment based on I&
Asset Class Four Year
Costs 2018/2019 2019/2020 2020/2021 2021/2022
Kerbing 899,266 217,579 255,987 213,537 212,163
Footpath 185,610 155,610 10,000 10,000 10,000
Seal Roads 2,926,795 436,035 1,155,966 591,445 743,349
Seal Roads (R2R) 533,016 533,016 ‐ ‐ ‐
Unseal Roads 4,040,775 1,585,775 855,000 800,000 800,000
Building 766,330 75,000 225,215 322,942 143,173
Structure 86,231 ‐ 86,231 ‐ ‐
Site Improvements 552,341 200,000 342,741 5,132 4,468
Levee Program 470,810 176,110 110,110 129,960 54,630
Stormwater 220,000 ‐ 10,000 121,000 89,000
Pump Station 37,485 ‐ ‐ 37,485 ‐
Plant 2,827,300 525,000 605,300 962,000 735,000
Furniture 5,000 5,000 ‐ ‐ ‐
Information
Technology 356,036 169,161 91,062 74,826 20,987
13,906,996 4,078,287 3,747,612 3,268,327 2,812,770
Renewal 10,880,839 2,994,351 2,891,613 2,733,885 2,260,990
New 2,971,157 1,028,936 855,999 534,442 551,780
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Annual Business Plan and Long Term Financial Plan Page 19 of 50
Upgrade 55,000 55,000 ‐ ‐ ‐
13,906,996 4,078,287 3,747,612 3,268,327 2,812,770
According to the draft Statement of Comprehensive Income, the costs of next year’s
Depreciation, Amortisation & Impairment is $2.863m. While funds allocated under
depreciation is generally spent on the asset renewal, there is no funds to deliver new
or upgraded assets program identified above in Table 3 unless Council decides to
increase rates or borrow long‐term to bridge the funding gap.
Therefore, Council decided to cut $1.195m from the draft capital program in Table 3 of
which $0.931m relates to asset renewal program and $0.264m relates to spending on
new assets. However, any reduction in assets renewal expenditure is a short‐term gain
for a long‐term pain leading to intergenerational inequity unless the Community and
the Council agree to lower service standards identified in the Council’s I& adopted
in 2017.
7.6 2018/2019 Draft Capital Program in Details
Table 4 below provides more details on the draft capital program for 2018/2019
Financial Year.
Table 4: 2018/2019 Capital Project Budget
Capital Project Description Rational
e
Estimated
Cost
1) CCTV for Lewiston playground A 2,000
2) Webb Beach Levees (following Coastal adaptation
study)
A
25,000
3) Mallala Museum ‐ Upstairs ceiling B 50,000
KERBING
4) Chivell Street ‐ Wasleys Rd to Joseph Street (212m) B 35,200
FOOTPATH
5) Chivell Street ‐ Joseph Street to Mary Street (116m) B 27,343
6) Chivell Street ‐ Wasleys Rd to Joseph Street (104m) B 28,372
7) Elizabeth Street (Two Wells) ‐ Old Port Wakefield Rd
to William Street (90m)
B
20,948
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3.2 Computer/Tablet Hardware Upgrade
Department: Governance and Communications
Report Author: IT & Communications Officer
Date: 14 May 2018 Document Ref: D18/19201
EXECUTIVE SUMMARY
• Mayor Flaherty together with Councillors Lawrence and Keen, at a recent Chief Executive Officer Open Door meeting, put forward the notion of bringing forward (from the proposed 2018-2019 Draft Budget) the purchase of updated iPads for Elected Members.
• The purpose of this report is to provide Council with further information regarding the upgrade request to enable the elected body to consider this proposal.
• In the event that there is an appetite to bring forward the purchase, to ensure good governance it is recommended that a Notice of Motion be submitted for consideration at the 21 May 2018 Ordinary Council meeting.
RECOMMENDATION
“that Council, having considered Item 3.2 – Computer/Tablet Hardware Upgrade, dated 14 May 2018, receives and notes the report.”
BUDGET IMPACT
Estimated Cost: $ 74,145.20
Future ongoing operating costs: $ unknown
Is this Budgeted? No – recommended as part of draft Budget 2018/2019.
RISK ASSESSMENT
At present, Council does not have sufficient resources (in a staffing sense) to properly support the procurement, roll-out and ongoing support required in relation to the purchase of hardware/software devices.
The proposed tablet refresh for Council Members has been scheduled to be completed at the commencement of the new Council term following the 2018 Local Government Elections. As such, any refresh prior to this time will result in a premature purchase that has not been planned and will result in a cost to Council that has not yet been adopted through the budget process.
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References
Legislation
Local Government Act 1999
Council Policies/Plans
Strategic Plan 2017 – 2020
Infrastructure & Asset Management Plan
______________________________________________________________________ Attachments Nil
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DETAILED REPORT
Purpose
To provide Elected Members with further information regarding the proposed ‘Staged Computer/Tablet Hardware Refresh 2018-2023 Project’.
Background/History
The ‘Staged Computer/Tablet Hardware Refresh 2018-2023 Project’ is an initiative from the Governance and Communications Department, lead by the Information Technology (IT) and Communications Officer.
The project was developed to address efficiencies and process improvement, with a strategic focus and long-term asset renewal/replacement plan. The recommendation is that Council undertake a staged deployment relating to the renewal of Council’s IT infrastructure (Computers, Tablets and Laptops) across the entire organisation (Elected Members and Staff).
Examples of this renewal would be the addition of a second monitor for computers to allow multiple tasks to be completed simultaneously, and the provision of additional redundancy if the physical network is disconnected to address single point of failure issues.
In addition, Council’s IT & Communications Officer would investigate the re-deployment of existing infrastructure that can no longer be used to complete business operations but still be used, for example, as follows:-
• Front Counter/Customer Engagement Terminals • Public Library Replacement Computers
Should any IT infrastructure no longer be viable to operate and has exceeded its asset life, the device would be retired and disposed of as per Council’s Asset Management Plan.
The timeline on Council’s IT infrastructure upgrade would be prioritised on an “as-needs” basis, with priority being given to the areas requiring the biggest efficiency boost.
The refresh project focuses on the purchase of new computer/tablet hardware in staged deployments to achieve device consistency across the organisation. This will enable Council to actively monitor the asset sustainability ratio of computer and tablets through an active refresh cycle of devices over a five (5) year period.
Section 78 of the Local Government Act 1999 gives Council with the ability to provide its Members with facilities and other forms of support to assist them in performing or discharging official functions and duties. At present, all Elected Members have been issued with tablet devices (in the form of Apple iPads).
The most recent refresh of Elected Members’ tablet devices occurred in May 2016.
Having a consistent fleet of IT hardware (tablets and computers) across the organisation allows Council staff to monitor product updates and provide support to the entire fleet ((Elected Members and the administration). In addition, Council will benefit by having a single point of contact for any
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requests, for example, device replacement or assistance with making a warranty claim when hardware has stopped functioning.
Council’s IT and Communications portfolio will be responsible for delivering this project, which has been scheduled to commence in December 2018. This schedule has factored in the additional support of a 0.6FTE IT Support Officer, which position has received ‘in principle’ support from Council. However, the additional support requires ratification through the 2018-2019 Draft Annual Business Plan and Budget adoption.
Each purchased device will be required to be setup (out of the box), configured with necessary software, aligned with organisational IT policies and tested. This process requires significant work to be performed in order to properly configure each individual device prior to providing to the user.
Each piece of hardware will also be required to be registered to Council’s Asset Management Register to ensure that maintenance and monitoring is maintained over the 4-5 year period, and depreciation is monitored. Following this, the devices can be deployed to the relevant assigned Elected Member or Council employee.
Discussion
The total project cost over five (5) years is $201,186.39 (refer Table 1 below).
Table 1 – Project Costs over five years
Description 2018-2019 2019-2020 2020-2021 2021-2022 Total Project Cost
Labour (internal staff) $6,308.80 $6,308.80 $6,308.80 $18,926.40
Loan Interest $3,022.70, $2,941.77 $2,237.37 $8,201.84
Contractors/materials $64,813.70 $62,909.20 $46,335.25 $174,058.15
Total Expenses $74,145.20 $72,159.77 $54,88142 0 $201,186.39
The price to purchase the hardware of 15 new tablets (10 for Elected Members and five (5) for Management) is $23,818.50. The software would be an additional $6,517.05. The total cost $30,335.55 (refer to Tables 2 and 3 below)
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Table 2 – Hardware Costs
Product Price per device
Widows Surface Pro $1,198.00
Surface Pro Typing Cover $249.95
Microsoft Surface Pen $139.95
Total $1,587.90
Table 3 – Software Costs
Product Price per device
Bit Defender Business Security $36.47
Windows 10 Enterprise $200.00
Microsoft Office (Elected Member Tablets Only) $297.00
Total $533.47
The price to purchase upgraded tables for Elected Members (only) would be approximately $22,000. This estimation does not include ongoing mobile data monthly charges or functionality, which is considered an “add-on” by most hardware vendors. The price does, however, include software purchasing costs e.g. Antivirus protection.
The above estimated prices are based on the assumption that Council would purchase the devices outright (through a loan), rather than enter into a lease agreement with an external company. This is also assuming that the devices are available immediately. Depending on consumer demand, and the selection of an appropriate vendor, there may be a waiting period between ordering and receiving the goods.
When the project was initially proposed, it was recommended and envisioned that the Elected Member tablet refresh would be completed inline with the new Council being sworn in, following the 2018 Local Government Elections in November.
To allow a sustainable life of an asset, tablets within the proposed project factored in a four (4) to five (5) year asset life. Given that a previous replacement of Elected Member tablets occurred during the current Council (May 2016), the requested early refresh is considered unsustainable at present, given the hardware is only two (2) years into its current asset life. It is therefore recommended that
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the current tablets are utilised until the conclusion of this term of Council, which will mean for a further six (6) months.
Conclusion
The Staged Computer/Tablet Hardware Refresh Project has been derived from the need of planning and maintaining the computer hardware and software systems across the organisation. Upgrading of hardware and software is important to facilitate the service delivery for the community, external stakeholders, governmental departments, other councils and internal customers.
Council can continue to purchase IT hardware on an ad-hoc basis, however, it would be more beneficial, long term, to have a consistent fleet of devices across the whole organisation, maintained through the IT schedule/plans and Council’s Asset Management Plans.
Any early refresh of tablets for Elected Members will require more resources (particularly by way of staff) due to the configuration to each device and post deployment support through training for users.
It is recommended that the refresh of hardware occur in line with the proposed staged project (submitted as part of the 2018-2019 draft Budget). Council Members are encouraged to consider the timing, resourcing and other factors raised in this report when making a decision regarding a hardware refresh, particularly because a refresh prior to December 2018 has not considered as part of the budget process for 2018-2019.
Special Council Meeting 308 of 326 14 May 2018
4. CONFIDENTIAL ITEMS
14 May 2018
4.1 Chief Executive Officer – Performance Review
Special Council Meeting 309 of 326 14 May 2018
4.1 Chief Executive Officer Performance Review Process
RECOMMENDATION
“that:-
1. Pursuant to section 90(2) of the Local Government Act 1999, the Council orders that all members of the public, except Chief Executive Officer, be excluded from attendance at the meeting of the Council for Agenda Item 4.1 – Chief Executive Officer – Performance Review;
2. Council is satisfied that pursuant to section 90(3)(d) of the Local Government Act 1999, Item 4.1 – Chief Executive Officer – Performance Review concerns commercial information of a confidential nature (not being a trade secret) the disclosure of which could reasonably be expected to prejudice the commercial position of the person who supplied the information, or to confer a commercial advantage on a third party and on balance it would be contrary to the public interest.
3. Council is satisfied that the principle that Council meetings should be conducted in a place open to the public has been outweighed by the need to keep the information, matter and discussion confidential.”
Special Council Meeting 310 of 326 14 May 2018
PAGES 311-325
REMOVED
CONFIDENTIAL
RECOMMENDATION
“that Council, having considered the matter of Agenda Item 4.1 – Chief Executive Officer – Performance Review in confidence under sections 90(2) and 90(3)(d) of the Local Government Act 1999, resolves:-
1. That the staff report pertaining to Item 4.1 – Chief Executive Officer – Performance Review, all annexures, any other associated information submitted to this meeting and the minutes of this meeting in relation to the matter remain confidential and not available for public inspection until further order of Council;
2. Pursuant to section 91(9)(a) of the Local Government Act 1999, the confidentiality of the matter will be reviewed every 12 months;
3. Pursuant to section 91(9)(c) of the Local Government Act 1999, Council delegates the power to revoke this confidentiality order to the Chief Executive Officer.”
Special Council Meeting 326 of 326 14 May 2018