the MEA - ASU NSW

More documents

Recommendations

Info

(vii) Whilst the above procedure is being followed, work shall continue normallywhere it is agreed there is an existing custom. In other cases work shall continue onthe instruction of the Organisation.(b). Dispute between an employee and the Executive Director(i) Where the Executive Direstor is made aware of a grievance or dispute betweenherself and an employee, she shall notify the Chair of the Board(ii) In the first instance, an employee may chose to attempt to resolve such a grievanceor dispute directly with the Executive Director.(iii) Where any such attempt at settlement has failed, or where the employee does notwish to engage in direct discussion with the Executive Director, the employee maynotify an appropriate advocate or a duly authorized member of their Union(iv) If this advocate considers there is some substance to the dispute or grievance, theymay request a meeting with the Organisation(v) A meeting shall be arranged to discuss the matter as soon as possible, but no laterthan within seven working days of the request being provided to the Organisation.(vi) Any person involved with dealing with the grievance shall be bound by arequirement of confidentiality.(vii) Where the above procedure has not resolved the issue, the Chair of the Board willdetermine an appropriate resolution process, in consultation with all parties. This mayinclude external mediation.(viii) Whilst the above procedure is being followed, work shall continue normallywhere it is agreed there is an existing custom. In other cases work shall continue onthe instruction of the Organisation.15. Termination of Employment(a). The decision to terminate employment is taken by the Executive Director in conjunctionwith the Chair of the Board.(b) Notice of termination shall be one month and in writing(c) Should the notice period not be given, payment in lieu of notice shall be given(d) Upon termination of employment for any reason, the employee shall be provided with acertificate of service in the following form:(i) employee’s name(ii) period of employment(iii) title of position held(iv) salary scale(v) nature of work(vi) name of organization(vii) date of document16. Instant dismissal(a) Decisions on instant dismissal are taken by the Executive Director in conjunction with theChair of the Board(b) Notwithstanding the operation of clause 13 of the Agreement, the Organisation reservesthe right to immediately suspend or terminate an employee’s employment in clearcircumstances of gross misconduct. This may include:(i) Sexual contact with a current client of the Organisation(ii) Theft from the Organisation, a current employee or current service user(iii) Intentionally or recklessly placing service users or co-workers at risk(iv) A serious breach of confidentialityCommunity Sector Multiple Business Agreements 2006
D16 Woden Community ServicesThe following additional terms are only binding on Woden Community Services and theemployees of Woden Community Services.1. Rates of PayCommunity ServicesWorker(CSW)Classification LevelRates at 30 June20091 st Pay period after 1July 2009+ 3.15%$$CSW, Level 1Paypoint 29047.49 29962.49CSW, Level 2Paypoint 1Paypoint 2Paypoint 3 (i)CSW, Level 3Paypoint 1Paypoint 2Paypoint 3Paypoint 4 (i)CSW, Level 4Paypoint 1Paypoint 2Paypoint 3Paypoint 4CSW, Level 5Paypoint 1Paypoint 2Paypoint 3 (iii)CSW, Level 6Paypoint 1 (iv)Paypoint 2Paypoint 3CSW, Level 7Paypoint 1 (iv)Paypoint 2Paypoint 3CSW, Level 8Paypoint 1 (iv)Paypoint 2Paypoint 3CSW, Level 9Paypoint 1Paypoint 2Paypoint 3Paypoint 4Paypoint 530919.3032126.0633448.5434655.3135862.0836953.1538159.9139473.1740573.4341780.1942986.9544193.7345285.1846491.9447884.4249138.3851646.2852900.2655408.1856662.1259191.1160425.1161679.0862933.0364186.9966694.9267948.8870450.6731893.2633138.0334502.1735746.9536991.7438117.1739361.9540679.4441851.4943096.2744341.0445585.8346711.6647956.4449392.7850686.2453273.1454566.6257153.5458446.9861055.6362328.5063621.9764915.4266208.8868795.8170089.2772669.87Director, WCSPaypoint 112211.00 115745.65Table notes:Existing qualification barriers apply toChildren Services Workers on translation tothe CSW classification structure. These arereflected below and referenced in the abovetable:(i)In-TrainingChildren Services Worker(ii) Certificate Three inChildren Services required for advancementto CSW, Level 3, and paypoints 1 to 4. ADiploma in Children Services is required foradvancement to paypoint 5.(iii) An Advanced Diploma inChild Care Services, equivalent ordemonstrated prior experience is required toadvance to CSW, Level 5 paypoint 4.(iv) Advancement to CSW,Level 6, 7 and 8 is dependant on employeegaining a Graduate Diploma in Child CareManagement, equivalent or demonstratingprior experience in management.Community Sector Multiple Business Agreements 2006
Page 1 and 2:
COMMUNITYSECTOR MULTIPLEENTERPRISEA
Page 3 and 4:
28. Jury Service29. Calculation of
Page 5 and 6:
6.3 For the purposes of sub-clause
Page 7 and 8:
6.8.4 When offering employment on a
Page 9 and 10:
7.5.1 All day shift employees shall
Page 11 and 12:
8.6.3 If an employee in receipt of
Page 13 and 14:
8.9.2(b)Programmed days off shall b
Page 15 and 16:
10.1.2 The employee has given satis
Page 17 and 18:
11.4.2 Time off in lieu of payment
Page 19 and 20:
12.2.1 There is an agreement betwee
Page 21 and 22:
15.6 In the event that the employee
Page 23 and 24:
the registration of the motor vehic
Page 25 and 26:
23.2 Immediate family or household2
Page 27 and 28:
24. ANNUAL LEAVE AND INDIVIDUAL FLE
Page 29 and 30:
24.10.5 The Employer is responsible
Page 31 and 32:
27.1 Definitions27.1.1 For the purp
Page 33 and 34:
of paid sick leave, special materni
Page 35 and 36:
27.10.1 An employee will notify of
Page 37 and 38:
31.3 Provided further, that the emp
Page 39 and 40:
Arbitrationcontent of any such disc
Page 41 and 42:
35.8 Where it was agreed that actio
Page 43 and 44:
36.1.4 The required amount of payme
Page 45 and 46:
39.1.4 Transmission includes transf
Page 47 and 48:
39.6.2 This provision does not appl
Page 49 and 50:
A joint consultative committee to m
Page 51 and 52:
SCHEDULE A - EMPLOYERS BOUNDACT Cou
Page 53 and 54: Activity means a group of related t
Page 55 and 56: Extensive experience means having w
Page 57 and 58: SCHEDULE C: CLASSIFICATION STRUCTUR
Page 59 and 60: ResponsibilitiesTo contribute to th
Page 63 and 64: General features at this level requ
Page 65 and 66: • Employees undertaking specialis
Page 67 and 68: - Carry out planning, studies or re
Page 69 and 70: • Provide advice on matters of co
Page 73 and 74: Positions at this level may be iden
Page 75 and 76: SCHEDULE D - ADDITIONAL TERMS BINDI
Page 77 and 78: 5. A shift length of up to twelve o
Page 79 and 80: D3 Beryl Women IncThe following add
Page 81 and 82: D4 Canberra Men’s CentreThe follo
Page 83 and 84: - Training Officer- AssessorsLevel
Page 85 and 86: D7 Gugan Gulwin Youth Aboriginal Co
Page 87 and 88: D9 Mental Health Community Coalitio
Page 89 and 90: • The MHCC will not pay for train
Page 91 and 92: D10 Mental Health Consumer NetworkT
Page 93 and 94: D12 Parentline ACTThe following add
Page 95 and 96: D14 Tenants Union ACTThe following
Page 97 and 98: ) Entitlements to long service leav
Page 99 and 100: D15 Toora Women IncThe following ad
Page 101 and 102: vii.viii.ix.The employee takes a se
Page 103: colleague or family/household membe
Page 107 and 108: e) First Aid allowance is only paid
Page 109 and 110: d) As such WCS does not believe the
Page 111 and 112: Governance’ guide which resides u
show all

the MEA - ASU NSW

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?