P.20 Release Documents

IncrementsField Description

Agency Agency name

Cluster

Enter relevant number of the agency's Cluster, either:1 (Partner One)2 (CSQ)3 (CorporateLink)4 (Education)5 (Health)

Hire to Retire Framework The relevant reference to the Hire to Retire Framework

Industrial Award The title of the award that sources the information entered in the template row (eg. Public Service Award)

Reference/ Source The relevant clause, sections or schedules in the industrial legislation (eg. Directive / Circular eg, Directive 08/04

Employee Type(FT, PT, Casual, Shift) Employee's appointment status: Full Time (FT), PartTime (PT) or Casual, Shift

After12 months continuous

Does the employee receive an increment after 12 months continuous service at their classification andpay point? Valid Codes: Yes, No. If No, and the employee is eligible to receive an increment in a different period, record the period in the Interpretation or unique requirements field. If there is additional criteria, such as completion of training, have a qualification etc. document these additional increment requirements in the Interpretation or unique requirements field.

1200 Hour rules Apply Valid Codes: Yes, No1200 hours or 12 months whichever is greater, applicable to part time and casual employees only.

Increment Valid codes: Yes, No. If classification has increment levels answer: Yes. If not answer: No.

Progression

Valid codes: Yes, No. If the Employee is eligible to progress from one classification to another higher classification outside the Selection based on merit process, answer: Yes. If there is additional criteria, such as completion of training, have a qualification etc. document these additional increment requirements in the Interpretation or unique requirements field. If required to complete the merit based selection process, answer: No.

Increment / Progression Date

When the increment will be paid. Eg. Based on Anniversary of Appointment date or competency reached.

Interpretation or unique requirements All other rules required to correctly apply the provisions from the relevant documentation.

Comments Any other comments

RTI Folio No. 1244RTI Folio No. 1244RTI Folio No. 1346

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Increments

Reference Number Agency Cluster Hire to Retire

Framework Industrial Award Reference/ Source

Directive/Circular

Employee Type(FT, PT, Casual)

After 12 months

continuous

1200 Hour rules Apply

Increment Progression Increment/ Progression Date Interpretation or unique requirements Comments Variation Code Issue Comments

1 DES 1 2.1.2 Increments

Queensland Public Service Award - State 2003

Clause 5.12 Full Time Yes No Yes No Appointment Anniversary Date

Applies to movement within classification levels for Administrative, Professional, Operational and Technical Streams. Also includes movement between AO1 and AO2 stream.

For movement within Levels 1 and 2 of the Admin, Professional and Technical Streams and 1,2 & 3 of the Operational Stream the conduct, diligence & efficiency must be certified as being satisfactory. In all other classification levels performance objectives have been achieved and certified by employer.



Clause 5.12 Part Time Yes Yes Yes No Appointment Anniversary Date

Part time employee must have been at that paypoint for a period of 12 mths and worked 1200 hours.Applies to movement within classification levels for Administrative, Professional, Operational and Technical Streams. Also includes movement between AO1 and AO2 stream.




Clause 5.12 Casual Yes Yes Yes No Appointment Anniversary Date

Casual employee must have been at that paypoint for a period of 12 mths and worked 1200 hours.Applies to movement within classification levels for Administrative, Professional, Operational and Technical Streams. Also includes movement between AO1 and AO2 stream.

For movement within Levels 1 and 2 of the Admin, Professional and Technical Streams and 1,2 & 3 of the Operational Stream the conduct, diligence & efficiency must be certified as being satisfactory. In all other classification levels performance objectives have been achieved and certified by employer. Prior service is not recognised if there a break of more than 3 months.



Clause 5.11 & 5.12 All No No Yes No date turned 21 years Progression to specific age 21 rate in relevant stream.

Next increment after receiving increment at 21 years old is not until a) FT employee has been at that paypoint for a period of 12 mths ORb) for a PT or Casual employee until they have been at that paypoint for a period of 12 mths and worked 1200 hours



Clause 5.11 Full Time No No No Yes Competency

New employees and employees appointed to Level 1 of the Technical stream having obtained the prerequisite qualifications shall be appinted to the minimum rate prescirbed in level 2.

applies to progression between level 1 and level 2 of the Technical stream




New employees and employees who were appointed to Level 1 Professional stream having obtained the prerequisite qualifications of 3 yr qual shall be appointed to paypoint 1 of level 2 of the Professional Stream

applies to progression between level 1 and level 2 of the Professional stream













Clause 5.11 Full Time No No No Yes CompetencyEmployees appointed to Level 2 Professional stream who have 4 yr qual will commence at paypoint 2

Applies to appointment within level 2 of the Professional stream. Applies where employees possess qualifications higher then the minimum prereqisite. Applies where employees do not possess relevant work experience. Where they do possess relevant work experience this shall be taken into account when determining commencing paypoint up to a maximum of paypoint level 6.


DPW RTI Release

Increments



Directive/Circular


After 12 months

continuous





















Clause 5.11 Full Time Yes No No Yes Appointment Date

level 2 to 3 in Professional & technical streams, employee worked for at least 12 months on max salary at level 2 and other criteria (such as peer assessment)

This is not an automatic entitlement.


Apprentices’ and Trainees‘ Wages and Conditions (Queensland Government Departments and Certain Government Entities) Order

Schedule 1, 2. Apprentices - Full Time/ Part Time No No No Yes

attainment of 25% of total competencies specified in training plan or twelve mths upon commencing apprenticeship, whichever is the earlier.

55% of rate specified




attainment of 50% of total competencies specified in training plan or twelve mths upon commencing Wage Level 2 apprenticeship, whichever is the earlier.





attainment of 75% of total competencies specified in training plan or twelve mths upon commencing Wage Level 3 apprenticeship, whichever is the earlier.



DPW RTI Release

Increments



Directive/Circular


After 12 months

continuous






attainment of 100% of total competencies specified in training plan for relevant AQF Cert III or twelve mths upon commencing Wage Level 4 apprenticeship, whichever is the earlier.





attainment of 100% of total competencies specified in training plan for relevant AQF Cert IV or twelve mths upon commencing Wage Level 5 apprenticeship, whichever is the earlier.





attainment of 100% of total competencies specified in training plan for relevant AQF Diploma or twelve mths upon commencing Wage Level 6 apprenticeship, whichever is the earlier.




Schedule 1, 3.2 Trainees - Full Time/ Part Time No No No Yes

attainment or completion of AQF level 1 & 2 competencies or 1/2 of the total competencies for AQF level 3 or 1/2 nominal duration of traineeship, whichever is the earlier.

Wage level 2 For AQF Level 3, 75% of relevant adult rate



















attainment or completion of AQF level 3 competencies or 2/3 of the total competencies for AQF level 4 or 2/3 nominal duration of traineeship, whichever is the earlier.



DPW RTI Release

Increments



Directive/Circular


After 12 months

continuous






























Clause 4.10

Pre-Apprenticeship,

Pre-Vocational & other full time Institutional

Training

No No No Yes 3 months after commencement progress to wage level 2



Clause 4.6School based

apprentices/trainees

No No No Yes

Where minimum training requirements of an apprenticeship or traineeship specifies a period of time progression is subject to completion of double the specified period of time for full time Apprentices/ Trainees

CW



Schedule 4, Section 4 Clause S4.4.2

Assistant Industrial Inspector

No No No Yes

appointed to Industrial Inspector Grade II subject to satisfying approved requirements for progression existing as at 1 July 1991, appointed to 4th paypoint of level 3 administrative stream




Industrial Inspector Grade

IIINo No No Yes

appointed to Industrial Inspector Grade II subject to satisfying approved requirements for progression existing as at 1 July 1991, appointed to 1st paypoint of level 4 administrative stream


DPW RTI Release

Increments



Directive/Circular


After 12 months

continuous






Industrial Inspector Grade II No No No Yes

appointed to Industrial Inspector Grade I subject to satisfying approved requirements for progression existing as at 1 July 1991, appointed to 4th paypoint of level 4 administrative stream




Assistant Workplace H&S

InspectorNo No No Yes

appointed to Workplace H&S Inspector Grade III subject to satisfying approved requirements for progression existing as at 1 July 1991, appointed to 6th paypoint of level 2 Technical stream




Workplace H&S Inspector Grade

IIINo No No Yes

appointed to Workplace H&S Inspector Grade II subject to satisfying approved requirements for progression existing as at 1 July 1991, appointed to 3rd paypoint of level 3 Technical stream




Workplace H&S Inspector Grade II No No No Yes

appointed to Workplace H&S Inspector Grade I subject to satisfying approved requirements for progression existing as at 1 July 1991, appointed to 2nd paypoint of level 4 Technical stream


Queensland Public Service Award - State

20035.10.1 All No No No Yes Appointment date or date of obtaining

qualification

Employee appointed to the Administrative Stream who has satisfied requirements for an AQF3, AQF4, AQF5, or AQF6 qualification acceptable to the Chief Executive shall be paid no less than classification AO2-1

Example of date of obtaining qualification is: the date of the statement from the relevant training provider that the assessment requirements have been met.

CW



20045.10.2 All No No No Yes Appointment date or date of obtaining

qualification

Employee appointed to the Administrative Stream who has satisfied requirements for a degree or other post-secondary qualification acceptable to the Chief Executive shall be paid no less than classification AO2-7.

Example of date of obtaining qualification is: the date of the final examination from the university CW


Employees Of Queensland Government

Departments (Other Than Public Servants)

Award 2003

Clause 5.6.1 (a) Full Time Yes No Yes Yes Appointment Date




Award 2003

Clause 5.6.1 (b) Part Time Yes Yes Yes Yes Appointment DateAll other part time staff (ie other than AO1, AO2, OO1.OO2.OO3) Performance objectives have

been achieved and certified by employer.




Award 2003

Clause 5.6.1 (c) Part Time Yes No Yes Yes Appointment Date

This applies only to part time AO1 and AO2 (Admin stream) and part time OO1, OO2 and

OO3 of the Operational stream. Diligence and efficiency has been certified by employer.

1200 hour rule only applies to classifications other than AO1,AO2,OO1,OO2 & OO3. see

clause 5.6.1 c.




Award 2003

Clause 5.6.1 (d) Casual Yes Yes Yes Yes Appointment DateFor casuals - must be 12 months continuous service with the same employer and at same

classification and paypoint




Award 2003

All No No Yes Yes date turned 21 years


DPW RTI Release

Increments



Directive/Circular


After 12 months

continuous






Award 2003

Clause 5.1.2 (a) All No No No Yes Appointment Date

Employee appointed to the Administrative Stream who has satisfied requirements for an

AQF3, AQF4, AQF5, or AQF6 qualification acceptable to the Chief Executive shall be paid

no less than classification AO2-1

On Appointment




Award 2003

Clause 5.1.2 (b) All No No No Yes Appointment Date

Employee appointed to the Administrative Stream who has satisfied requirements for a degree or other post-secondary qualification

acceptable to the Chief Executive shall be paid no less than classification AO2-7.

On Appointment




Award 2003

Clause 5.6.1 (a) Full Time Yes No Yes Yes Appointment Date




Award 2003

Clause 5.6.1 (b) Part Time Yes Yes Yes Yes Appointment DateAll other part time staff (ie other than AO1, AO2, OO1.OO2.OO3) Performance objectives have

been achieved and certified by employer.




Award 2003

Clause 5.6.1 (c) Part Time Yes No Yes Yes Appointment Date

This applies only to part time AO1 and AO2 (Admin stream) and part time OO1, OO2 and

OO3 of the Operational stream. Diligence and efficiency has been certified by employer.

1200 hour rule only applies to classifications other than AO1,AO2,OO1,OO2 & OO3. see

clause 5.6.1 c.




Award 2003

Clause 5.6.1 (d) Casual Yes Yes Yes Yes Appointment DateFor casuals - must be 12 months continuous service with the same employer and at same

classification and paypoint




Award 2003

All No No Yes Yes date turned 21 years




Award 2003

Clause 5.1.2 (a) All No No No Yes Appointment Date

Employee appointed to the Administrative Stream who has satisfied requirements for an

AQF3, AQF4, AQF5, or AQF6 qualification acceptable to the Chief Executive shall be paid

no less than classification AO2-1

On Appointment




Award 2003

Clause 5.1.2 (b) All No No No Yes Appointment Date

Employee appointed to the Administrative Stream who has satisfied requirements for a degree or other post-secondary qualification

acceptable to the Chief Executive shall be paid no less than classification AO2-7.

On Appointment


DPW RTI Release

Overtime & PenaltiesField Description

Agency Agency name

Cluster




Reference/ Source The relevant clause, sections or schedules in the industrial legislation (eg. Directive/ Circular eg Directive 08/04

Day/ Shift Valid Codes: Day, Shift, Continuous Shift, AllEmployee Type(FT, PT, Casual) Employee's appointment status: Full Time (FT), PartTime (PT), Casual or All

Working arrangements Valid Codes: Variable working hours (eg Public servants), Rostered/Set hours (eg. operational staff on 38 hour week), Other (eg. Counsellors) Note in Interpretation or unique requirements

Day(s) of week Days the overtime, TOIL etc is worked

Working /Non Working The employee's ordinary working day or notValid Codes: Working, Non Working

Band of Hours The spread of hours that ordinary hours are worked within Maximum Number of

ordinary hours allowed before OT

The maximum number of ordinary hours worked before overtime must be paid

Payment Type eg. Overtime, TOIL, recall, on call, CRIBB, Fatigue, Shift Penalty, ordianry time for weekend workRules Overtime/TOIL rules eg, time and a half for first 3 hours, 15% penalty for weekend work

Minimum Hours to be Paid Minimum number of hours that the employee should be paid for

Meal Allowance Is the employee eligible to a meal allowance, include rulesInterpretation or unique

requirements All other rules required to correctly apply the provisions from the relevant documentation.



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Emergency Services - Overtime Penaly Rules

Ref. No.

Agency Industrial Award Reference/ Source

Directive/ Circular

Day/ Shift Employee Type (FT,

PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours

Maximum Number of ordinary hours allowed before OT

Payment Type Rules Minimum Hours to be

Paid

Meal Allowance Interpretation or Unique requirements

Comments Variation Code

1 DES Queensland Public Service Award - State

2003

Clause 6.4.1

Directive 8/03,

Directive 5/05,

Directive 1/06

Day FT Variable/ordinary

working hours

Monday to Friday

Working 6am - 6pm

9.5 OT - Overtime - Monday to Friday

time and a half for first 3 hrs and double time thereafter for work in excess of daily ordinary hours of duty or outside their ordinary spread of hours.

Small meal allowance when working for more than 1 hour before or after ordinary starting and ceasing timesLarge meal allowance when working for more than 1 hour after ordinary ceasing time and a 3/4 hour unpaid meal break is taken

Field Staff may be paid overtime at the discretion of the CEO Not applicable to general employees


2003

Clause 6.4.2 (a)

Directive 8/03,

Directive 5/05,

Directive 1/06

Day FT/PT Variable working hours

Saturday Non Working

Any N/A OT - Overtime - Saturday - Variable

Hours

time and a half for first 3 hrs and double time thereafter

2 Small meal allowance when working for more than 4 hoursLarge meal allowance when employee continues or resumes duty for more than 1 hour after completing 4 hours and a 3/4 hour unpaid meal break is taken eg Employee works 8am - 2pm and a 45 min unpaid meal break is taken - actual hours is 5:15



2003

Clause 6.4.2 (b)

Directive 8/03,

Directive 5/05,

Directive 1/06

Day FT/PT Variable working hours

Sunday Non Working

Any N/A OT - Overtime - Sunday - Variable

Hours

double time for all overtime 2 Meal allowance to be paid:1. Small meal allowance when working for more than 4 hours 2. Large meal allowance when employee continues or resumes duty for more than 1 hour after completing 4 hours and a 3/4 hour unpaid meal break is takeneg Employee works 8am - 2pm and a 45 min unpaid meal break is taken - actual hours is 5:15



2003

Clause 6.4.2 (a)

Directive 8/03,

Directive 5/05,

Directive 1/06

Day FT/PT Ordinary hours

Saturday Working 6am - 6pm

N/A OT - Overtime - Saturday

time and a half for first 3 hrs and double time thereafter for work in excess of daily ordinary hours of duty or outside their ordinary spread of hours.

2 Meal allowance is to be paid where an employee works:1. Small meal allowance when working for more than 4 hours 2. Large meal allowance when employee continues or resumes duty for more than 1 hour after completing 4 hours and a 3/4 hour unpaid meal break is takeneg Employee works 8am - 2pm and a 45 min unpaid meal break is taken - actual hours is 5:15 3. Additional Large meal allowance when the employee continues or resumes duty for more than 1 hour after completing full overtime shift (i.e. 7.25 or 7.6 hours) and a 3/4 meal break is takeneg1. employee works 8am - 6pm, actual hours worked is 8:30 and 2 large meal allowanceeg2. employee works 8am - 5:15, actual hours 8:30 and 1 small and 1 large meal allowance

minimum hours to be paid will not apply if overtime is performed immediately preceding and/or following ordinary hours.Field Staff may be paid overtime at the discretion of the CEONot applicable to general employees

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DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 6.4.2 (b)

Directive 8/03,

Directive 5/05,

Directive 1/06

Day FT/PT Ordinary hours

Sunday Working 6am - 6pm

N/A OT - Overtime - Sunday

double time for work in excess of daily ordinary hours of duty or outside their ordinary spread of hours.


minimum hours to be paid will not apply if overtime is performed immediately preceding and/or following ordinary hours.Field Staff may be paid overtime at the discretion of the CEONot applicable to general employees


2003

Clause 6.4.3, 6.5.1

Shift FT/PT Rostered/ set hours

Any Any as per roster

10 or rostered hours whichever is lesser

OT - Overtime - Monday to Sunday

double time for all overtime Meal allowance to be paid:1. Small meal allowance when working for more than 1 hour before or after ordinary starting and ceasing times2. Large meal allowance when working for more than 1 hour after ordinary ceasing time and a 3/4 hour unpaid meal break is taken3. Additional Large meal allowance when the employee continues or resumes duty for more than 1 hour after completing full overtime shift (i.e. 7.25 or 7.6 hours) and a 3/4 meal break is taken

2 or more shifts in 1 day


2003

Clause 6.4.7

Shift Any Rostered/ set hours

Any Non Working

as per roster

N/A Recall - Shift work double time for all overtime 2 (for each call out)

Employee (other than an employee on call).


2003

Clause 6.4.7

Day FT/PT Rostered/ set hours

Monday to Saturday

Any as per roster

N/A Recall - Monday to Saturday

time and a half for first 3 hrs and double time thereafter. Employee (other than an employee on call). No minimum hours payment applicable where overtime is immediately preceding or continuous of ordinary work.

2 (for each call out)

eg employee works 8am - 4pm. 4pm - 5pm 1 hour OT - 1 x 1.5 (no min payment applicable). 7pm - 8pm, 1 hour recall - 2 x 1.5 (includes min payment for recall)


2003

Clause 6.4.7


Sunday Any as per roster

N/A Recall - Sunday Double time. Employee (other than an employee on call). No minimum hours payment applicable where overtime is immediately preceding or continuous of ordinary work.



2003

Clause 6.4.7


Sunday Any as per roster

N/A Recall - Sunday - Subsequent

Double time. Employee (other than an employee on call). Where an employee is recalled again within 2 hours of a recall no further minimum payment applies.


26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 6.4.9

Any Any Rostered/ set hours

Any Working N/A N/A Fatigue - Award Where an employee has worked any overtime between the finish of one shift and the start of the next that does not give the employee a break between shifts of at least 10 hours (or 8 if previously agreed), the employee is entitled to a break without loss of pay. Where the fatigue leave is taken, any penalty payments applicable to the original shift the employee was to work are still to be paid.


2003

Clause 6.4.9


Any Working N/A N/A Fatigue - Penalty payment

Where the employee works overtime between the termination of work on one day and the commencement of ordinary work on the next day, the employee is entitled to be released from duty until 10 consecutive hours off duty occur, without the loss of pay for ordinary working time occurring during such absence. If the employee resumes or continues working without 10 consecutive hours off, the employee shall be paid double rates until released from such duty, and 10 consecutive hours have been taken. During the 10 hour break for the employee will incur no loss of pay for ordinary working time during the absence.


2003

Clause 6.5.2


Monday to Friday

Working as per roster


Shift - Shift Allowance Employees working afternoon or night shift receive 15% allowance per shift except where work is performed between midnight Friday and midnight Sunday or on Public Holidays

Applies to afternoon shift:after 12 midday, Night shift: 6pm to midnight. Majority of shift rules applies on the basis of ordinary hours worked where the starting and finishing times occur on different days over the period Monday to Friday, both days inclusive.


2003

Clause 6.5.3


Saturday Working as per roster


Shift - Saturday Employees working between midnight Friday to midnight Saturday shall be paid at one and a half times the ordinary rate

Majority of shift rules applies on the basis of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday, both days inclusive.


2003

Clause 6.5.3


Sunday Working as per roster


Shift - Sunday Employees working between midnight Saturday to midnight Sunday shall be paid at double time

Majority of shift rules applies on the basis of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday, both days inclusive. Excludes Nurses.


2003

Clause 6.5.3




Shift - Sunday - Nursing Staff

Nurses working between midnight Saturday to midnight Sunday shall be paid at time and three-quarters

applies to nursing staff. Majority of shift rules applies on the basis of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday, both days inclusive.

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 7.7.1 aSection 4.5.12

Directive 8/03

Any Any All Any Any Any N/A PH - Public Holiday An employee is to be paid an additional payment of 150% with 4 hour minimum for any normal work performed on the public holiday.


Includes Field StaffNot applicable to general employees


2003

Clause 7.7.1 bSection 4.5.12

Directive 8/03

Any Any All Monday Working Any N/A PH - Labour Day Any employee who works on Labour day is to be paid an additional payment of 150% with 4 hour minimum for any normal work performed on the public holiday



26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 7.7.1 cSection 4.5.12

Directive 8/03

Any Any All Any Working Any N/A PH - Show Holiday Any employee who works on a show holiday is to be paid an additional payment of 150% with 4 hour minimum for any normal work performed on the public holiday


Includes Field StaffNot applicable to general employeesCan receive payment for work performed on only one show holiday per year


2003

Clause 7.7.2

Schedule 4 Section 4.6.3 (c)

Directive 8/03

Any FT/PT All Any Working Any N/A PH - Time in lieu Where the employee works on a public holiday, they can receive equivalent time off with a minimum of 4 hours in lieu of compensation and where the employee has taken the equivalent time off, the employee shall in addition be paid at half the ordinary rate with a minimum of 4 hours.

4 Includes Field StaffNot applicable to general employeesApplies to specified employees as per S4.6.1


2003

Clause 7.7.3

Directive 8/03

Any Any All Any Working Any N/A PH - Substitution - Week day

for 38 hour week workers (employees listed in Schedule 4), ordinary working days may be substituted for public holidays, provided that where the employee is subsequently required to work on each substituted day, the employee shall be paid the rate applicable for the holiday being substituted.

4 Includes Field StaffNot applicable to general employees


2003

Clause 4.3 (h)

Any PT All Any Working Any N/A PH - Not required to work

employees who usually work on a day which a public holiday falls on and is not required to work on that day shall be paid for the ordinary hours the employee would have worked if it had not been a holiday.


2003

Clause 7.7.4

Directive 8/03

Shift FT/PT All Any Non Working

Any N/A PH - Rostered off An employee who was rostered off on a public holiday, is to receive an additional day salary/wage OR a day off in lieu OR a day added to Recreation Leave

Includes Field StaffNot applicable to general employeesExcludes Casual employeesThe additional day means: for Employees prescribed in Schedule 4, Section One, 7.6 hours at ordinary rates; andfor all other Employees, 7.25 hours at ordinary rates.

DIR advised PT and shift workers rostered off on a public holiday are only eligble if the employee is rostered off on a day of the week which normally forms part of the employee's ordinary hours.

CG


2003

Clause 7.7.7 (a) &

(d)

Directive 8/03

Any FT All Monday to Friday

Non Working

Any N/A PH - Employees who do not work Monday

to Friday

employees who do not ordinarily work Monday to Friday are entitled to either payment for each public holiday or a substituted day's leave (but not both)

4 Includes Field StaffNot applicable to general employees

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DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 7.7.7 (b) &

(d)

Directive 8/03

Any Any All Saturday or Sunday

Working Any N/A PH - Substitution - Saturday or Sunday

where a public holiday would have fallen on a Saturday or Sunday but is substituted for another day all employees who would ordinarily have worked on such Saturday or Sunday but who are not rostered to work on such day are entitled to payment for public holiday or substituted day's leave (but not both)

4 Applies to employees who do not work Monday to Friday of each weekIncludes Field StaffNot applicable to general employees


2003

Clause 7.7.7 (c)

Directive 8/03

Any Any All Saturday or Sunday

Working Any N/A PH - Substitution - Saturday or Sunday -

Christmas

where Christmas day falls on a Saturday or Sunday and the public holiday is observed on another day, an employee required to work on Christmas day is to be paid at the rate of double time.

4 Applies to employees who do not work Monday to Friday of each weekIncludes Field StaffNot applicable to general employees


2003

Schedule 4Section 4.2.1,

Schedule 5Section 1

Day PT ordinary hours

Monday to Friday

Working 9am - 5pm

N/A Award - Span of hours - Part time

workings hours arrangement for part time employess who are not part of the flexible working hours arrangment is 9am - 5pm, Monday to Friday

applies to part time employees where operational arrangements do not allow for the application of organisational hours of work arrangement CG


2003

Schedule 4Section 4.2.1,

Schedule 5Section 1

Day Casual ordinary hours

Monday to Friday

Working 9am - 5pm

N/A Award - Span of hours - Casual

workings hours arrangement for casual employees is 9am - 5pm, Monday to Friday

applies to all casuals

CG


2003

Schedule 4Section 4.2.3 (b)

Day Any Rostered/ set hours

Saturday Working 6am - 6pm


Shift - Saturday - Storpersons

All ordinary time worked between midnight Friday and midnight Saturday - at the rate of time and a half

applies to Chief Storeperson, Senior Storeperson, Storeperson in Charge and Storeperson. Where Saturday is time between midnight Friday midnight to Saturday.


2003

Schedule 4Section

4.1.3


Sunday Working 6am - 6pm


Shift - Sunday - Storpersons

All ordinary time worked between midnight Saturday and midnight Sunday is to be paid at the rate of time and three quarters

applies to Chief Storeperson, Senior Storeperson, Storeperson in Charge and Storeperson. Where Sunday is the time between midnight Saturday to midnight Sunday.


2003

Schedule 4Section

4.5.8

Day Casual Rostered/ set hours

Monday to Friday

Working 8.30am - 7pm

7.25 OT - Overtime - Monday to Friday


Applies to Casual Audio Reporters (State Reporting Bureau). Overtime calculated to the nearest 1/4 of an hour.


2003

Schedule 4Section

4.5.8


Saturday Any N/A N/A OT - Overtime - Saturday


2 Applies to Casual Audio Reporters (State Reporting Bureau). Overtime calculated to the nearest 1/4 of an hour.


2003

Schedule 4Section

4.5.8


Sunday Any N/A N/A OT - Overtime - Sunday

double time for all overtime 2 Applies to Casual Audio Reporters (State Reporting Bureau). Overtime calculated to the nearest 1/4 of an hour.


2003

Schedule 4Section 4.5.12


Any Working N/A N/A PH - Audio Reporter double time and a half 4 Applies to Casual Audio Reporters


2003

Schedule 4Section 4.5.12


Any Working N/A N/A PH - Show day - Audio Reporter

double time and a half 4 Applies to Casual Audio Reporters. Can receive payment for work performed on only one show holiday per year


2003

Section 4.5.6 (d)

Directive 16/05


Any Working N/A N/A TOIL - Time off in lieu -Excess travel time

Employees will be compensated by payment at the ordinary hourly rate in lieu of TOIL as compensation for excess travel whilst on offical business

Applies to Casual Audio Reporters Not applicable to general Unused TOIL will be paid out at ordinary time after 12 months


2003

Schedule 4Section 4.5.6 (c)


Any Working N/A N/A Award - Other - Travelling - Saturday,

Sunday & Public Holidays

Travelling to and from circuit on a Saturday, Sunday or public holiday to be paid at rate of 150% of the hourly rate.

Applies to Casual Audio Reporters

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Schedule 4Section

4.6.3 (b) (e)


Monday to Saturday

Working N/A N/A Recall - Monday to Saturday - On call

Employee performing overtime work on recall on Monday to Saturday is paid time and a half for first 3 hrs and double time thereafter.

2 Applies to specified employees as per S4.6.1 instructed to be on call outside ordinary or rostered hours. Recall time calculated as time from home and back home with a minmum payment of 2 hours. Any overtime payable shall be in addition to the on call allowance


2003

Schedule 4 Section

4.6.3 (c) (e)


Sunday Working N/A N/A Recall - Sunday Employee performing overtime work on recall on a Sunday is paid double time



2003

Schedule 4 Section

4.6.3 (c) (e)


Any Working N/A N/A Recall - Public Holiday Employee performing overtime work on recall on a Public Holiday is paid double time and a halfeg employee works 8am - 4pm4pm - 5pm 1 hour recall - 1 x 2.5 7pm - 8pm, 1 hour recall - 2 x 1.5 (includes min payment for recall)


DIR policy request re: OT on public holiday still outstanding. Question example is correct.


2003

Schedule 4 Section

4.6.3 (d)(e)


Monday to Saturday

Working N/A N/A

Recall - Offsite - Monday to Saturday - Advice

In the event of an employee on call being requested to provide advice (without the need to return to the facility), the employee shall be paid at the prescribed overtime rate ( time and a half) for the actual time worked up to a maximum of 2 hours on any one day.

Applies to specified employees as per S4.6.1. Any overtime payable shall be in addition to the on call allowance

Need have separte row for Day v Shift CG


2003

Clause 6.4.9

Schedule 4Section 4.6.3 (h)


Any Working N/A N/A Fatigue - Leave Overtime

Where the employee works overtime between the termination of work on one day and the commencement of ordinary work on the next day shall be released from completion of overtime until 10 consecutive hours off duty occur, without the loss of pay for ordinary working time occurring during such absence. If the employee continues working without 10 consecutive hours off, the employee shall be paid double rates and shall be entitled to be absent for 10 consecutive hours without the loss of pay for ordinary working time during the absence.

Applies to specified employees as per S4.6.1 who are recalled while on call outside ordinary or rostered working hours and worked in excess of 2 hours inclusive of travelling time on one or more such recalls.


2003

Clause 6.4.9

Schedule 4Section 4.6.3 (h)


Any Working N/A N/A Fatigue - Leave Recall Where an employee has worked any overtime, or any combined recalls in excess of 2 working hours, between the finish of one shift and the start of the next that does not give the employee a break between shifts of at least 10 hours (or 8 if previously agreed), are entitled to a break without loss of pay. Where the fatigue leave is taken, any penalty payments applicable to the original shift the employee was to work are still to be paid.

Applies to specified employees as per S4.6.1 who are recalled while on call outside ordinary or rostered working hours and worked in excess of 2 hours inclusive of travelling time on one or more such recalls.


2003

Directive 8/03

Any FT/PT Rostered/ set hours

Any Working 6am - 6pm

10 TOIL - Time off in lieu -Field Staff <= AO5(4)

All overtime worked accrued as TOIL on a time for time basis and should be taken within 12 months

applies to Field staff who are paid <= AO5(4). Does not apply to casuals or general employeesIncludes overtime worked on Public Holidays.

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Directive 8/03

Any FT/PT Rostered/ set hours

Any Working 6am - 6pm

10 TOIL - Time off in lieu -Field Staff <= AO5(4) -

Payment

Payment for accrued TOIL at ordinary rates may occur where TOIL accrual is in excess of 228 hours or has not been taken within 12 months of it's date of accrual.

applies to Field staff who are paid <= AO5(4). Does not apply to casuals or general employeesIncludes overtime worked on Public Holidays.


2003

Directive 5/05

Day FT/PT All Any Working N/A N/A TOIL - Time off in lieu -> AO5(4) and <=

AO6(4)

Employees who receive a salary greater than AO5 level 4 but not exceeding AO6 level 4 are not to receive overtime for work performed outside of ordinary hours, instead they receive equivalent TOIL (ie. on a time for time basis). Accrued TOIL can be paid out after 12 months .

Excludes Casual employees. Where the DG excludes a certain class of employees in exceptional circumstances from any salary limitation, overtime will be payable at Classification Level 5, paypoint 4 rate of pay except where otherwise approved.


2003

Schedule 4Section

4.3.2


All Working as per roster

N/A Shift - Shift Allowance -Nursing

Employees working afternoon or night shift receive 15% allowance per shift

applies to Nursing staff


2003

Schedule 4Section

4.3.5(d)(e)(i)(A)

4.3.6(a)(d)


Monday to Saturday


N/A Recall - Monday to Saturday - Nursing

Staff - On call

Nursing staff rostered to be on call and are recalled to work for any purpose on Monday to Saturday inclusive shall be paid overtime at time and a half for first 3 hrs and double time thereafter. A minimum of 3 hours is payable provided that the employee shall not be required to work for 3 hours if the work for which the employee is recalled to perform is completed in less time.

3 An employee, other than an employee who lives in, who is called upon to work overtime for more than one hour after their rostered ceasing time, and provided that the usual meal time occurs during such period of overtime, shall be supplied by the employer with a meal free of charge or be paid $9.60 in lieu thereof.

Excludes Level 4 and Level 5 registered nurses. Recall time calculated from the time the employee starts work. Any overtime payable shall be in addition to the applicable on call allowance


2003

Schedule 4Section

4.3.5(e)(i)(B)

4.3.6(a)(d)


All Any as per roster

N/A Recall - Monday to Saturday - Nursing Staff - Not on call

Nursing staff who are not rostered to be on call and are recalled to work on Monday to Saturday shall be paid overtime at time and a half for first 3 hrs and double time thereafter. A minimum of 3 hours is payable provided that the time spent travelling to and from the place of duty shall be deemed to be time worked.


Excludes Level 4 and Level 5 registered nurses.


2003

Schedule 4Section

4.3.6 (a) , (d)


Monday to Saturday


rostered shift or 10 hours whichever is

lesser

OT - Overtime - Monday to Saturday -

Nursing Staff

registered nurse other than a registered nurse level 4 or 5 who works in excesss of their rostered ordinary hours of work outside the ordinary hours of their shift Monday to Saturday shall be paid at a rate of time and a half for the first three hours and double time thereafter.

An employee, other than an employee who lives in, who is called upon to work overtime for more than one hour after their rostered ceasing time, and provided that the usual meal time occurs during such period of overtime, shall be supplied by the employer with a meal free of charge or be paid $9.60 in lieu thereof.



2003

Schedule 4Section

4.3.6 (b) , (d)




lesser

OT - Overtime - Sunday - Nursing

Staff

All overtime worked on a Sunday by a registered nurse other than a registered nurse level 4 or 5 shall be paid at double time.



26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Schedule 4Section

4.3.6 (c) , (d)


Any Working as per roster


lesser

OT - Overtime - Public Holiday - Nursing Staff

All overtime worked on a Public Holiday by a registered nurse other than a registered nurse level 4 or 5 shall be paid at double time and a half.




2003

Schedule 4Section

4.3.6 (d) (e)

Any Any stered/ set ho Any Working as per roster

10 Fatigue - Award - Nursing Staff

Where the employee works so much overtime between the termination of work on one day and the commencement of ordinary work on the next day shall be released from completion of such overtime until 10 consecutive hours off duty occur, without the loss of pay for ordinary working time occurring during such absence. If the employee continues working without 10 consecutive hours off, the employee shall be paid double rates and shall be entitled to be absent for 10 consecutive hours without the loss of pay for ordinary working time during the absence.


applies to Nursing staff. The provisions of clause S4.3.6(e) shall apply in the case of Shift Workers who rotate from one shift to another as if 8 hours were substituted for 10 hours when overtime is worked:(i) to satisfy operating theatre staffing requirements(ii) to permit changes to shift rosters (iii) to roster lecture periods for student nurses(iv) in any other case agreed upon by the employer and the ANF (Qld Branch)


2003

Schedule 4Section 4.3.6 (f)

Shift Any stered/ set ho Any Working N/A N/A Award - Other - Escort - Nursing Staff

when an employee is required to travel as escort for a patient they shall be paid at the appropriate rate for all time the patient is under their care. When returning from such escort employee shall be paid for a maximum of 12 hours out of every 24 hours at ordinary rates provided that when returning on a rostered day off they shall be granted in addition of a day off in lieu or an additional day added to their next recreation leave



2003

Schedule 4Section 4.3.6 (g)

Any Any stered/ set ho Any Working as per roster

10 TOIL - Time off in lieu -Nursing Staff

An employee who performs overtime may be granted time off work equivalent to the number of overtime hours worked provided that the accrual of such time is a maximum of 24 hours. Any time in excess of 24 hours shall be paid at the overtime rate.



2003

Clause 6.5.3

Schedule 4Section

4.3.7


Saturday Working as per roster

10 Shift - Saturday - Nursing Staff

Employees working between midnight Friday to midnight Saturday shall be paid at one and a half times the ordinary rate

2 applies to Registered nurses employed on a casual basis in the Intellectual Handicap Services Branch, Disability Services Qld. Majority of shift rules applies on the basis of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday, both days inclusive.

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 6.5.3

Schedule 4Section

4.3.7

Shift Casual Rostered/ set hours


10 Shift - Sunday - Nursing Staff

Nurses working between midnight Saturday to midnight Sunday shall be paid at time and three-quarters. Sunday penalty shall include causal loading of 23%

2 applies to Registered nurses employed on a casual basis in the Intellectual Handicap Services Branch, Disability Services Qld. Majority of shift rules applies on the basis of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday, both days inclusive.


2003

Clause 6.5.3

Schedule 4Section

4.3.7

Any Casual Rostered/ set hours

Statutory Holiday


10 PH - Public holiday - Nursing Staff

employee required to work on a statutory holiday shall be paid at the rate of double time and a half

4 applies to Registered nurses employed on a casual basis in the Intellectual Handicap Services Branch, Disability Services Qld


2003

Clause 4.3 (i)S4.2.1 S5.3

Directive 1/06

Any PT ordinary working hours

Monday to Friday Working/

Non-working

9am - 5pm 7.25

Additional time - After excessive hours - Part

time - Non variable hours

ordinary hourly rate paid for work performed within the spread of hours and in addition to the number of hours specified to be worked in the work cycle

Additional hours shall be taken into account in the pro rata calculation of entitletlements CG


2003

Clause 6.4.3, 6.5.1

Shift Casual Rostered/ set hours

Any Working as per roster


OT - Overtime - Monday to Sunday

double time for all overtime 2 or more shifts in 1 day


2003

Schedule 4Section

4.2.2

Day Any ordinary hours

Monday to Friday


N/A Award - Span of hours - Inspectors

workings hours arrangement for Inspectors is 7.45am - 6pm (hours inclusive of 3/4 of an hour for a meal break), Monday to Friday inclusive.

Applies to Industrial Inspectors, Workplace Health & Safety Inspectors and Trade Measurement Inspectors (excluding TAFE employees with similar classifications)


2003

Schedule 4Section 4.2.3 (a)


Monday to Friday

Working 6am - 6pm

N/A Award - Span of hours - Janitors and Ground

Attendants

workings hours arrangement for Janitors & Ground Attendants is 6am - 6pm, Monday to Friday inclusive. Ordinary hours of work per day not to exceed 10 hours.

Applies to Janitors and Ground Attendants.


2003

Schedule 4Section 4.2.3 (b)


Monday to Friday

Working 6am - 6pm

N/A Award - Span of hours - Storepersons

workings hours arrangement for Storepersons is 6am - 6pm, Monday to Friday inclusive. Ordinary hours of work per day not to exceed 10 hours.

Applies to Storepersons. Storepersons may be called upon to work 5 days out of 7 days and where work is required on either Saturday and Sunday agreed upon by the Storeperson.


2003

Schedule 4Section 4.2.3 (c)


Monday to Sunday

Working 6am - 6pm

N/A Award - Span of hours - Certain employees listed in Schedule 4,

Section 1

workings hours arrangement for certain employees listed in Schedule 4, Section 1 is 6am - 6pm, Monday to Sunday inclusive. Ordinary hours of work per day not to exceed 10 hours.

Applies to employees listed in Schedule 4, Section 1 (excluding Storpersons, Janitor/Grounds Attendant). Employees enttiled to 2 consecutive days off in each 7 day period.


2003

Schedule 4Section

4.5.7


Monday to Friday


7.25 Award - Span of hours - Casual Audio

Reporters

workings hours arrangement for Casual Audio Reporters is 8.30am - 7pm, Monday to Friday inclusive. Minimum of 4 hours paid for each day worked.

4 Applies to Casual Audio Reporters (State Reporting Bureau)


2003

Schedule 4 Section 4.6.3 (c)


Saturday or Sunday

Working N/A N/A Recall - Saturday or Sunday - Time of in

lieu

Employee may opt to accrue equivalent time off in lieu of overtime. Time off taken will be equivalent to the number of hours worked and the time to travel from home and back home.

Applies to specified employees as per S4.6.1.


2003

Schedule 4 Section

4.6.3 (d)(e)


Sunday Working N/A N/A

Recall - Offsite - Sunday - Advice

Double time. Where employee is on call and provides requested advice away from work. Max 2 hours per day

Applies to specified employees as per S4.6.1. Any overtime payable shall be in addition to the on call allowance Need have separte

row for Day v Shift CG

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Schedule 4 Section

4.6.3 (d)(e)


Any Working N/A N/A

Recall - Offsite - Public Holiday - Shift - Advice

When an employee is on call on a public holiday and provides requested advice away from work the employee is paid double time and a-half where the employee has not exceded ordinary hours for the day, or quadruple time is paid where the employee excedes ordinary hours. Payment for on call advice has a Maximum of 2 hours per day.


CG


2003

Directive 5/05

Day FT/PT All Any Working N/A N/A TOIL - Time off in lieu -> AO5(4) and <=

AO6(4) - Payment

If TOIL not used after 12 months from the date of accrual equivalent time is paid out

Excludes Casual employees.


2003

Directive 5/05

Day FT/PT All Any Working N/A N/A TOIL - Time off in lieu -> AO6(4)

Employees who are paid a salary greater than AO6 level 4 are not to receive overtime in excess of ordinary hours, instead they receive equivalent TOIL (ie. on a time for time basis). Accrued TOIL shall lapse after 12 months from date accrued if not taken.

Excludes Casual employees. Where the DG excludes a certain class of employees in exceptional circumstances from any salary limitation, overtime will be payable at Classification Level 5, paypoint 4 rate of pay except where otherwise approved.


2003

Schedule 4Section

4.3.5(d)(e)(i)(A)

4.3.6(b)(d)



N/A Recall - Sunday - Nursing Staff - On call

Nursing staff rostered to be on call and are recalled to work for any purpose on Sunday shall be paid overtime at a rate of double time. A minimum of 3 hours is payable provided that the employee shall not be required to work for 3 hours if the work for which the employee is recalled to perform is completed in less time.




2003

Schedule 4Section

4.3.5(d)(e)(i)(A)

4.3.6(c)(d)



N/A Recall - Public holiday - Nursing Staff - On

call

Nursing staff rostered to be on call and are recalled to work for any purpose on a public holiday shall be paid overtime at a rate of double time and a-half. A minimum of 3 hours is payable provided that the employee shall not be required to work for 3 hours if the work for which the employee is recalled to perform is completed in less time.




2003

Schedule 4Section

4.3.5(e)(i)(B)

4.3.6(b)(d)



N/A Recall - Sunday - Nursing Staff - Not on

call

Nursing staff who are not rostered to be on call and are recalled to work on Sunday shall be paid double time. A minimum of 3 hours is payable provided that the time spent travelling to and from the place of duty shall be deemed to be time worked.




2003

Schedule 4Section

4.3.5(e)(i)(B)

4.3.6(c)(d)



N/A Recall - Public holiday - Nursing Staff - Not

on call

Nursing staff who are not rostered to be on call and are recalled to work on a public holiday shall be paid overtime at double time and a-half. A minimum of 3 hours is payable provided that the time spent travelling to and from the place of duty shall be deemed to be time worked.



26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Section 6.5.1 (d)



10 Award - Other - Shift changes

Where changes to a roster has not been agreed between the employer and the employee and the roster has been changed and the employee is not provided with sufficient notice (24 hours) of the change, the employee will be paid at double time for the employee's next shift.


2003

Section 15A, 4 (b)Clause 7.7

Directive 8/03

Any Any All Any Working Any N/A OT - Overtime - Public Holiday

if the employee works in excess of ordinary hours, the employee shall be paid at double the rate stated in the instrument for that work.ie: double the prescribed one and a half times the ordinary rate



2003

Clause 6.1.6

Schedule 5S5.3(j)

Directive 5/05

Day FT/PT Variable/ordinary

working hours

Monday to Sunday

Working 6am - 6pm

9.5

OT - Overtime - accumulated as TOIL

Employees working overtime, by mutual agreement with the relevant supervisor, may be compensated by having such overtime accrued at a time for time basis.

Applies to employees including trainees whose ordinary hours of duty are 36.5 hours per week, excluding employees in receipt of ordinary salary that exceeds the equivalent of the AO5(4) salary who are compensated for overtime as per directive 5/05 and field staff compensated for overtime as per directive 8/03.Organisational hours of work arrangements for an agency or work unit may prescribe a different TOIL accrual rate for overtime worked on Saturdays & Sundays


2003

Clause 6.4.5

Any Any All Any Any N/A N/A OT - Overtime - General

Overtime is calculated to the nearest quarter of an hour in the total amount of time in respect to which overtime is claimed by the employee


2003

Clause 6.5.4

Shift Any All Any Any N/A N/A Award - Meal breaks - Shift

Subject to the agency or occupational arrangements included in Schedule 3 and Schedule 4, during the day, afternoon and night shifts the hours of duty shall be inclusive of meal times with no deduction from the employee's salary.

Meal break should be no less than 30 minutes. Excludes Casual Audio Reporters (State Reporting Bureau)


2003

Clause 6.1.2

Any All Any Any All Any NA Award - Hours of duty The ordinary hours of duty for employees under this Award are 36.25 hours per week, except where provided otherwise in Schedule 3 or Schedule 4, and except where provided in a Directive relating to Field Staff as issued from time to time by the Minister for Industrial Relations under section 34 of the Public Service Act 1996

NA


2003

Clause 6.1.2

Any All Any Any All Any NA Award - Hours of duty -Telephonists

Provided that administrative officers engaged solely on telephonist duties, the ordinary weekly hours of duty shall be 32.5 hours per week

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 6.1.3

Any All Any Any Any Any NA Award - Roster - 38 hour week

arrangements - Schedule 4, Section 1

Employees

Subject to clause 6.1.4 'Implementation of 38 hour week', and subject to the exceptions hereinafter provided, the ordinary hours of employees listed in Schedule 4 will be an average of 38 hours per week, to be worked on one of the following bases: (i) 38 hours within a work cycle not exceeding 7 consecutive days; or (ii) 76 hours within a work cycle not exceeding 14 consecutive days; or (iii) 114 hours within a work cycle not exceeding 21 consecutive days; or (iv) 152 hours within a work cycle not exceeding 28 consecutive days.

NA


2003

Clause 6.5.1

Any All Any Any Any Any NA Award - Roster - Shift work

Subject to any agency or occupational arrangements included in Schedule 3 and Schedule 4 and clause 2.2, Shift Work may be introduced to meet operational requirements. Such Shift Work shall be worked in accordance with a roster mutually agreed between the Chief Executive and the majority of Employees directly affected and are worked on one of the following bases: (i) a work cycle not exceeding 7 consecutive days; or (ii) a work cycle not exceeding 14 consecutive days; or (iii) a work cycle not exceeding 21 consecutive days; or (iv) a work cycle not exceeding 28 consecutive days: A roster setting out the employee's days of duty and starting and finishing times on such days shall be displayed in a place conveniently accessible to Employees at lease one work cycle in advance. A Shift Worker shall not perform more than 2 consecutive shifts. Changes within a roster shall be by agreement between the employer and the employee concerned, but failing agreement, 24 hours notice of any change in the roster shall be given or double time be paid for the employee's next shift


2003

Any All Any Any Any Any NA Award - Days off Nil NA


2003

Clause 6.2 Any All Any Any Any Any NA Award - Meal breaks All Employees who work in excess of 5 hours on any day shall be allowed not less than 30 minutes for an unpaid meal break between the 3rd and 6th hours of duty: Provided that where it is mutually agreed between the employer and the employee, that in order to maintain the continuity of work, the hours of duty may be inclusive of meal times and no deduction shall be made from the employee's wages.

NA

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 6.1.4

Any All Any Any Any Any NA Award - ADO - Accrued Days Off

Where the arrangement of ordinary hours of work provides for a rostered day off, the employer and the majority of employees concerned may agree to accrue up to a maximum of 5 rostered days off. Where such agreement has been reached, the accrued rostered days off shall be taken within 12 calendar months of the date on which the first rostered day off was accrued.

NA


2003

Clause 6.1.1 (g)

Shift All Any Any Any Any NA Award - Shift - Shift worker definition

"Shift Work" (other than Continuous Shift Work) - means work regularly rotated in accordance with a roster which prescribes 2 or more shifts (day, afternoon or night) per day, but does not cover a 24 hour per day operation over a 7 day week.

NA


2003

Clause 6.1.1 (b)

Continuous Shift

All Any Any Any Any NA Award - Shift - Continuous shift worker definition

"Continuous Shift Work" - means work done by Employees where the hours of work are regularly rotated in accordance with a shift roster covering a 24 hour per day operation over a 7 day week

NA


2003

Clause 6.1.1 (e)

Any All Any Any Any Any NA Award - Shift - majority of shift

"Majority of Shift" - means the major proportion of ordinary hours worked in any shift where the starting and finishing times occur on different days

NA


2003

Clause 6.1.1 (c)

Clause 6.4.2

Any All Any Any Any Any NA Award - Shift - Day shift

"Day Shift" - means any shift commencing after 6.00am and before 10.00 a.m

NA


2003

Clause 6.1.1 (d)

Clause 6.4.2

Any All Any Any Any Any NA Award - Day work definition

"Day Work" - means work performed other than upon a Shift Work basis

NA


2003

Clause 6.1.1 (a)

Clause 6.4.2

Any All Any Any Any Any NA Award - Shift - Afternoon shift

definition

"Afternoon Shift" - means any shift commencing on or after 12 noon and at or before 6.00 p.m.

NA


2003

Clause 6.1.1 (f)

Clause 6.4.2

Any All Any Any Any Any NA Award - Shift - Night shift definition

Night Shift" - means any shift commencing after 6.00 p.m. and at or before 12 midnight.

NA


2003

Clause 4.3.c

Any PT Rostered/Set hours

Any Any 1 shift type

NA Award - Part time - Roster

The spread of ordinary hours is the same as that prescribed for a full-time Officer as prescribed in this Award

NA


2003

Clause 4.3.j Any PT Rostered/Set hours


NA Award - Part time - Overtime - After excessive hours

When a part-time employee is authorised to work additional hours outside the spread of hours prescribed by the Award the part-time employee is eligible for payment of overtime in accordance with the provisions of clause 6.4

NA


2003

Clause 4.3 Any PT Rostered/Set hours


NA Award - Part time - Overtime - After shift

The same overtime rules that apply to full-time employees apply to part-time employees

NA


2003

Clause 4.3.k

Any PT Rostered/Set hours


NA Award - Part time - Maximum hours

A part-time employee may be appointed to more than one position in the public sector provided that the maximum number of ordinary hours for which they are employed shall not exceed 72.5 hours per fortnight

NA

26 4/03/2010


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Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause 4.4.1

Any Casual Rostered/Set hours


NA Award - Casual - Roster

"Casual employee" means an employee other than a "Part-time employee" as defined, who is engaged as such on an hourly basis to work for less than the ordinary working hours of a full-time employee.

2


2003

Clause 4.4.1



NA Award - Casual - Overtime - Excessive

hours

No definition NA


2003

Clause 4.4.3



NA Award - Casual - Overtime - After shift

A casual employee is paid 23% in addition to the ordinary hourly Award rates of pay for the class of work upon which such employee is engaged. Each engagement stands alone, with a minimum payment as for 2 hours' work made in respect to each engagement. Where applicable, a casual employee is further entitled to the provisions of overtime, weekend penalty rates and payment for work performed on public holidays

NA


2003

Clause 6.5.3



NA Award - Casual - Sunday payments

Sunday penalty shall include the casual loading being paid to such an employee

NA The clause state that the casual loading is paid on a Sunday, however there are various statements that say the penalty should be applied. Refer S4.3.7 - Sunday penalty shall include the casual loading being paid to such an employee


2003

Clause 6.1.2 (d)

Day FT Rostered/Set hours


NA Award - Other - Variable Working

Hours

Employees whose ordinary weekly hours of duty are 36.25 hours will be subject to organisational hours of work arrangements put in place in accordance with clause 6.1.6. Organisational hours of work arrangements are to be implemented in accordance with the provisions of Schedule 5

NA


2003

Clause S3.9.1

Any All Any Any All Any NA Award - Hours of duty -Supreme and District

Court Bailiffs

The ordinary hours of duty are 36.25 hours per week to be worked between the hours of 8.30 a.m. and 5.30 p.m. Monday to Friday inclusive

NA


2003

Clause S3.9.1

Any All Any Any All Any NA Award - Meal breaks - Supreme and District

Court Bailiffs

When on jury lock-up, the hours of duty will be inclusive of meal times and no deduction shall be made from the employee's wages

NA


2003

Clause S3.9.2

Any All Any Any All Any NA Award - Hours of duty -Court Reporters

The ordinary hours of duty are 37 hours per week.

NA


2003

Clause S3.10

Any All Any Any All Any NA Award - Hours of duty -Department of Natural Resources and Mines

Department of Natural Resources and Mines (including Corporate Services Agency): In lieu of the ordinary spread of hours of 9.00 a.m. to 5.00 p.m. Monday to Friday, as prescribed at clause 6.1, the ordinary spread of hours of all Employees engaged on 'Day Work' will be 6.00 a.m. to 6.00 p.m. Monday to Friday.

NA


2003

Clause S3.14

Any All Any Any All Any NA Award - Hours of duty -Department of Public

Works - Protective Security Officers

40 hour week Arrangements existing for Protective Security Officers - including 12 hour shift roster - Department of Administrative Services.

NA

26 4/03/2010


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Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Clause S4.2.1

Any All Any Any All Any NA Award - Hours of duty -Industrial Inspectors,

Workplace Health and Safety Inspectors and Trade Measurement

Inspectors

Shall perform their ordinary hours of duty between the hours of 7.45 a.m. and 6.00 p.m. Monday to Friday inclusive with 3/4 of an hour for a meal break.

NA


2003

Clause S4.2.2(a)

Any All Any Any All Any NA Award - Hours of duty -Janitors and Ground

Attendants

The ordinary hours of work shall not exceed 10 hours per day Monday to Friday inclusive and shall be worked between 6.00 a.m. and 6.00 p.m

NA


2003

Clause S4.2.1(b)

Any All Any Any All Any NA Award - Hours of duty -Storepersons

The ordinary hours of work shall not exceed 10 hours per day Monday to Friday inclusive and shall be worked between 6.00 a.m. and 6.00 p.m

NA


2003

Clause S4.2.1(c)

Any All Any Any All Any NA Award - Hours of duty -All other Employees listed in Schedule 4, Section 1 - 38 hour

week

The ordinary hours of work shall not exceed 10 hours per day Monday to Sunday inclusive and shall be worked between 6.00 a.m. and 6.00 p.m

NA


2003

Clause S4.2.1(c)

Any All Any Any All Any NA Award - Days off - All other Employees

listed in Schedule 4, Section 1

Employees shall be entitled to two consecutive days off in each 7 day period

NA


2003

Clause S4.5

Any All Any Any All Any NA Award - Hours of duty -Casual Audio

Reporters

The ordinary daily hours of work for Employees shall not exceed 7.25 hours per day to be worked between the hours of 8.30 am and 7.00 pm, Monday to Friday inclusive. A minimum of 4 hours payment shall be paid for each day worked. Each engagement stands alone.

4


2003

Clause S4.5.5

Any All Any Any All Any NA Award - Hours of duty -Casual Audio

Reporters Circuit work

Audio reporters (casual) employed on circuit work shall be paid a minimum of 7.25 hours each day Monday to Friday and inclusive of the show holiday in the city or town in which the circuit work is performed. Audio reporters (casual) on circuit are entitled to payment at the ordinary rate for a minimum of 7.25 hours for each day Monday to Friday regardless of whether work is performed or not

4


2003

Clause S4.5.9

Any All Any Any All Any NA Award - Meal breaks - Casual Audio

Reporters

All Employees who work for more than 5 continuous hours on any day shall be allowed a minimum of 30 minutes and a maximum of one hour for a meal break to be taken between the third and sixth hours of duty. The meal break shall not count as ordinary hours worked

NA


2003

Schedule 5 Day All Any Any All Any NA Award - Accumulated time

Refer to award for specific details NA

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




2003

Schedule 4, Section

4.6.3 (d)(e)

Shift Any Rostered/Set hours

Monday to Saturday

Working N/A NA Recall - Offsite - Monday to Sunday

In the event of an employee on call being requested to provide advice (without the need to return to the facility), the employee shall be paid at the prescribed overtime rate for the actual time worked up to a maximum of 2 hours on any one day. Double time for all overtime


CG


2003

Schedule 4, Section

4.6.3 (d)(e)

Day Any Rostered/Set hours

Any Working N/A NA Recall - Offsite - Public Holiday - Day

In the event of an employee on call being requested to provide advice (without the need to return to the facility), the employee shall be paid at the prescribed overtime rate for the actual time worked up to a maximum of 2 hours on any one day. Where the ordinary hours for the day have not been exceeded then double time and a-half is paid. If the full ordinary hours have been worked then triple time for the first three hours of overtime on any day then quadruple time is paid


NG

128 DESQueensland Public Service Award - State 2003

Clause 6.4.2 (a)

Directive 8/03,

Directive 5/05,

Directive 1/06

Day Casual Ordinary hours Saturday Working 9am -

5pm N/A OT - Overtime - Saturday - Casual

Time and a half for first 3 hrs and double time thereafter for work in excess of daily ordinary hours of duty or outside their ordinary spread of hours.

2 NA

Minimum hours to be paid will not apply if overtime is performed immediately preceding and/or following ordinary hours. Field Staff may be paid overtime at the discretion of the CEO. Not applicable to general employees

NG


Clause 6.4.2 (b)

Directive 8/03,

Directive 5/05,

Directive 1/06

Day Casual Ordinary hours Sunday Working 9am -

5pm N/A OT - Overtime - Sunday - Casual

Double time for work in excess of daily ordinary hours of duty or outside their ordinary spread of hours.

2 NA

Minimum hours to be paid will not apply if overtime is performed immediately preceding and/or following ordinary hours. Field Staff may be paid overtime at the discretion of the CEO. Not applicable to general employees

NG


State Government Departments Certified Agreement 2006 Clause 2.2


Monday to Saturday Working N/A N/A

Recall - Offsite - Monday to Saturday - Log on at Home

Where an employee is recalled to perform duties without the need to leave the employee's place of residence, they will receive a minimum payment of 1 hour for each recall, provided that if they are recalled within the minimum 1 hour period no further payment shall apply.Overtime for the first 3 horus at time and a half and double time thereafterThe principle will be that if an employee who is on call is required to log onto a system from home for a second time within the original one hour, but extends past the one hour mark, then a further one hour minimum will apply. But if a single log on goes past one hour, then the actual time shall be paid for.

1

This provision applies to employees who are required to log onto the system from home and not actually return to their place of work.Payments will be made as follows:1. employee on call logs onto the system from home at 8pm and logs off at 8.25pm - 1 hour's wage at overtime rates, the employee is required to log on again a second time at 8.30pm and logs off at 8.55pm - not entitled to any further payment2. employee on call logs onto system from home at 8pm and logs off at 8.40pm - 1 hour's wage at overtime rates, the employee is required to log on again a second time at 8.45pm and logs off at 9.30pm - the employee is entitled to further 1 hour's wage at overtime rates 3. employee on call logs onto system from home for a single time at 8pm and logs off at 9.30pm - the employee is entitled to 1 and half hour's wage at overtime rates

NG

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid




State Government Departments Certified Agreement 2006 Clause 2.2

Day Any Rostered/ set hours Sunday Working N/A N/A

Recall - Offsite - Sunday - Log on at Home

Where an employee is recalled to perform duties without the need to leave the employee's place of residence, they will receive a minimum payment of 1 hour for each recall, provided that if they are recalled within the minimum 1 hour period no further payment shall apply.Overtime is paid at double timeThe principle will be that if an employee who is on call is required to log onto a system from home for a second time within the original one hour, but extends past the one hour mark, then a further one hour minimum will apply. But if a single log on goes past one hour, then the actual time shall be paid for.

1

This provision applies to employees who are required to log onto the system from home and not actually return to their place of work.Payments will be made as follows:1. employee on call logs onto the system from home at 8pm and logs off at 8.25pm - 1 hour's wage at overtime rates, the employee is required to log on again a second time at 8.30pm and logs off at 8.55pm - not entitled to any further payment2. employee on call logs onto system from home at 8pm and logs off at 8.40pm - 1 hour's wage at overtime rates, the employee is required to log on again a second time at 8.45pm and logs off at 9.30pm - the employee is entitled to further 1 hour's wage at overtime rates 3. employee on call logs onto system from home for a single time at 8pm and logs off at 9.30pm - the employee is entitled to 1 and half hour's wage at overtime rates

NG

132 All

Employees of Queensland Government Departments (other than Public Servants) Award -State 2003

Clause 5.10.3 (c) Day Any Rostered/

set hoursMonday to Saturday Working N/A N/A

Recall - Offsite - Monday to Saturday - Advice

In the event of an employee on call being requested to provide advice (without the need to return to the facility), the employee shall be paid at the prescribed overtime rate ( time and a half) for the actual time worked up to a maximum of 2 hours on any one day.

NG

133 All


Clause 5.10.3 (c) Shift Any Rostered/S

et hoursMonday to

Sunday Working N/A NARecall - Offsite - Monday to Sunday - Advice - Shift

In the event of an employee on call being requested to provide advice (without the need to return to the facility), the employee shall be paid at the prescribed overtime rate for the actual time worked up to a maximum of 2 hours on any one day. Double time for all overtime

NG

134 All


Clause 5.10.3 (c) Day Any Rostered/S

et hours Any Working N/A NARecall - Offsite - Public Holiday - Day - Advice

In the event of an employee on call being requested to provide advice (without the need to return to the facility), the employee shall be paid at the prescribed overtime rate for the actual time worked up to a maximum of 2 hours on any one day. Where the ordinary hours for the day have not been exceeded then double time and a-half is paid. If the full ordinary hours have been worked then triple time for the first three hours of overtime on any day then quadruple time is paid

NG

135 All


Clause 5.10.3 (c) Shift Any Rostered/

set hours Any Working N/A N/ARecall - Offsite - Public Holiday - Shift - Advice

When an employee is on call on a public holiday and provides requested advice away from work the employee is paid double time and a-half where the employee has not exceeded ordinary hours for the day, or quadruple time is paid where the employee exceeds ordinary hours. Payment for on call advice has a Maximum of 2 hours per day.

NG

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



136 All


Clause 5.10.3 (c) Any Any Rostered/

set hours Sunday Working N/A N/A Recall - Offsite - Sunday - Advice

Double time. Where employee is on call and provides requested advice away from work. Max 2 hours per day

NG

137 DES


Clause 6.2.2 Any Any Rostered/S

et Hours Any Working NA NA Award - ADO - Accrued Days Off

Where the arrangement of ordinary hours of work provides for a rostered day off, the employer and the majority of employees concerned, may agree to accrue up to a maximum of 5 rostered days off. The accrued rostered days off shall be taken within 12 calendar months of the date on which the first rostered day off was accrued

138 DES


Clause 4.3.2 Any Casual Rostered/S

et Hours Any Working NA NA Award - Casual - Overtime - After shift

Where applicable, a casual employee shall be further entitled to the provisions of overtime, week-end penalty rates, payment for work performed on public holidays, meal break and rest pauses

An employee required to work overtime for more than 2 hours after ordinary ceasing time or for more than one hour continuing beyond 6.00 p.m. in the case of a day worker on any normal working day, shall be provided with an adequate meal at the employer's expense or paid a meal allowance of $9.60 in lieu of the provision of such meal

139 DES



et Hours Any Working NA NAAward - Casual - Overtime - Excessive hours

All authorised overtime worked in excess of ordinary hours on any day, shall be deemed to be overtime and shall be paid for at the rate of time and a-half for the first 3 hours and double time thereafter

140 DES


Clause 4.3 Any Casual Rostered/Set Hours Any Working NA NA Award - Casual -

Roster

A casual employee shall be paid 23% in addition to the ordinary hourly Award rate of pay. Each daily engagement shall stand alone, with a minimum payment as for 2 hours' work made in respect to each engagement

2

141 DES



et Hours Any Working NA NA Award - Casual - Sunday payments

All ordinary hours of duty worked between midnight Saturday and midnight Sunday shall be paid for at the rate of double time: Provided that such Sunday penalty shall include the casual loading paid to casual employees

2

142 DES


Clause 6.7.4 Shift Any Rostered/S

et Hours Any Working NA NA Award - Crib Break

A shift worker who is required to continue working for more than 2 hours after ordinary ceasing time shall be allowed 30 minutes for crib after the first 2 hours worked

30 minutes

Employee entitles to 30 minute paid break after 2 hours overtime if required to continue working after ordinary ceasing time.

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



143 DES



et Hours Any Working NA NA Award - Days off

Each employee shall be allowed 2 whole consecutive days off in each week: Provided that in lieu of 2 whole days off in each week, an employee may be allowed in each fortnightly period either one day off in one week and 3 consecutive days off in the other week or 4 consecutive days off. Provided further that 2 consecutive days off, one at the end of one week and one at the beginning of the following week may be counted as meeting the requirements

144 DES



et Hours Any Working NA NA Award - Days off - Isolated localities

Upon mutual agreement between the employer and the Union, work in isolated localities may be performed over 152 hours, 4 week cycle to provide for rest days off to be taken at a time suitable to the employer

145 DES


Clause 6.1 Any Any Rostered/Set Hours Any Working NA NA Award - Hours of duty

The ordinary hours of work shall be an average of 38 per week. The ordinary hours of work exclusive of meal times shall not exceed 10 hours per day Monday to Sunday inclusive

146 DES



et Hours Any Working NA NA Award - Meal breaks

All employees (including part-time and casual employees) whether day workers or shift workers who work for more than 5 continuous ordinary hours on any day shall be allowed a minimum of 30 minutes for a meal break to be taken between the third and sixth hour from commencement of duty

147 DES



et Hours Any Working NA NA Award - Meal breaks - Shift workers

The hours of duty of shift workers shall be inclusive of meal times, to be taken so as not to interfere with operational requirements and no deduction shall be made from the employee's wages

148 DES



et Hours Any Working NA NAAward - Other - Remote area access and telephone advice

In the event of an employee on call being requested by the employer or the employer's authorised delegate, to provide advice (without the need to return to the workplace), the employee shall be paid at the prescribed overtime rate for the actual time worked up to a maximum of 2 hours on any one day:

Recording of such request is required to be verified by employer or delegated authority

149 DES



et Hours Any Working NA NA Award - Roster

The ordinary hours of work shall be an average of 38 per week, to be worked on one of the following bases: (a) 38 hours within a work cycle not exceeding 7 consecutive days; or (b) 76 hours within a work cycle not exceeding 14 consecutive days; or (c) 114 hours within a work cycle not exceeding 21 consecutive days; or (d) 152 hours within a work cycle not exceeding 28 consecutive days

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



150 DES


Clause 4.2 Any PT Rostered/Set Hours Any Working NA NA Award - Roster - Part

time

The spread of ordinary working hours shall be the same for a full-time employee. A part-time employee shall be employed for no more than 32 ordinary hours per week with a minimum payment as for 2 hours on any one day when work is performed. Provided that by agreement a part-time employee may work more than 32 but less than 38 ordinary hours per week.

2

151 DES



et Hours Any Working NA NAAward - Shift - Afternoon shift definition

"Afternoon shift" means any shift commencing after 10.00 a.m. and before 6.00 p.m. and finishing subsequent to 6.00 p.m. and at or before midnight. Employees working afternoon shall be paid an amount of 15% per shift

152 DES


Clause 6.6.2

Continuous Shift Any Rostered/S

et Hours Any Working NA NAAward - Shift - Continuous shift worker definition

"Continuous shift work" means work done by separate relays of employees where the hours of work are regularly rotated in accordance with a shift roster covering a 24 hour per day operation over a 7 day week

153 DES



et Hours Any Working NA NA Award - Shift - Day shift

"Day shift" means any shift commencing at 6.00 a.m. or at or before 10.00 a.m.

154 DES


Any Any Rostered/Set Hours Any Working NA NA Award - Shift -

Majority of shift No definition

155 DES



et Hours Any Working NA NA Award - Shift - Night shift definition

"Night shift" means any shift commencing at or after 6.00 p.m. and before 6.00 a.m. the following day. Employees working afternoon shall be paid an amount of 15% per shift

156 DES



et Hours Saturday Working 6.00 am - 6.00 pm

Ordinary hours or 10, whichever is the

lesser

Award - Shift - Saturday shift

All ordinary hours of duty worked between midnight on Friday and midnight on Saturday shall be paid for at 1.5 times the ordinary rate

ShiftApplies midnight

Friday to midnight Saturday

157 DES



et Hours Any Working NA Rostered Shift Award - Shift - Shift work definition

"Shift work" means work done by separate relays of employees working recognised hours, preceding, during or following the normal working hours for day workers

158 DES



et Hours Sunday Working 6.00 am - 6.00 pm


lesser

Award - Shift - Sunday shift

All ordinary hours of duty worked between midnight Saturday and midnight Sunday shall be paid for at the rate of double time

Shift

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



159 DES



et hours Any Working As per roster 10 Award - Shift change -

Penalty

Where changes to a roster has not been agreed between the employer and the employee and the roster has been changed and the employee is not provided with sufficient notice (24 hours) of the change, the employee will be paid at double time for the employee's next shift.

160 DES



et Hours Any Working NA NA Award - Spread of hours

The daily spread of hours shall be worked between 6.00 a.m. and 6.00 p.m

161 DES



et Hours Any Working Any NA Fatigue - Award

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, that 10 consecutive hours off duty between those hours has not occurred shall be released after completion of such overtime until 10 consecutive hours off duty occur without loss of pay for ordinary working time occurring during such absence. If on the instructions of the employer, such an employee resumes or continues work without having had 10 consecutive hours off duty, the employee shall be paid double rates for such period until released from duty and shall then be entitled to be absent until 10 consecutive hours off duty has occurred without loss of pay for ordinary working time occurred during such absence

Provisions do not apply to recalls where the period is less than or equal to 2 hours

162 DES



et Hours Any Working NA NA Fatigue - Leave overtime

Where an employee has worked any overtime, or any combined recalls in excess of 2 working hours, between the finish of one shift and the start of the next that does not give the employee a break between shifts of at least 10 hours (or 8 if previously agreed), are entitled to a break without loss of pay. Where the fatigue leave is taken, any penalty payments applicable to the original shift the employee was to work are still to be paid.

163 DES



et Hours Any Working NA NA Fatigue - Penalty payment

Where a required break is not taken between shifts, an employee is entitled to be paid at double rates for the full period worked on the following shift. Double rates is defined as the normal applicable payment for the day, plus one time. This payment of one time is in addition to any amount already paid for the day.

If employee instructed to work without being allowed the 10 hour break, they shall be paid double rates until they receive a 10 hour break.

Does not apply to recalls if hours worked on each recall is less

than 2 hours

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



164 DES


Clause 6.4.9 Day Any Rostered/S

et HoursMonday to

Friday Working 6.00 am - 6.00 pm


lesser

Fatigue - Recalls while on fatigue

If an employee is already entitled to a fatigue penalty and they then continue to work overtime and or recalls without having the required break, they are still to be paid double rates until the required break is taken

165 DES



et Hours Any Working NA NAOT - Overtime - 1st and 3rd rostered day off

An employee (other than a shift worker) directed to work overtime on the first and/or third day of such employee's rostered days off during a work cycle shall be paid at the rate of time and a-half for the first 3 hours and double time thereafter with a minimum of 2 hours' work or payment thereof

2 NA

166 DES



et Hours Any Working NA NAOT - Overtime - 2nd and 4th rostered day off

An employee directed to work overtime on the second and/or fourth day of such employee's rostered days off during a work cycle shall be paid at the rate of double time, with a minimum of 2 hours' work

2 NA

167 DES



et Hours Any Working NA NAOT - Overtime - 9 day fortnight and 19 day month rosters

An employee directed to work on such employee's accrued day off shall be paid for such work at the rate of time and a-half for the first 3 hours and double time thereafter with a minimum of 2 hours' work or payment thereof.

2


"OT - Overtime - 1st and 3rd rostered day off" and "OT - Overtime - 2nd and 4th rostered day off" do not apply to work performed on an employee's accrued day off as a result of such employee working ordinary hours over less than 5 days in any week

168 DES



et Hours Any Working NA NA OT - Overtime - General

Overtime shall be calculated to the nearest quarter of an hour in the total amount of time in respect to which overtime is claimed by an employee

NA

169 DES



et HoursMonday to

Friday Working NA NA OT - Overtime - Monday to Friday



170 DES



et Hours Any Working NA Rostered Shift OT - Overtime - Monday to Sunday

Shift workers, whose hours of work are regularly rotated in accordance with a shift roster covering 2 or more shifts per day shall be paid for all overtime at the rate of double time


26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



171 DES



et Hours Any Working NA NA OT - Overtime - Part time



172 DES


Clause 6.4.3, 6.4.4 Any Any Rostered/S

et Hours Sunday Working NA NA OT - Overtime - Sunday

All overtime worked on a Sunday shall be paid for at the rate of double time 2


173 DES


Clause 7.9.10 Any FT/PT Rostered/S

et Hours Any Non working NA NA PH - Public holiday

Employees who do not ordinarily work Monday to Friday are entitled to either payment for each public holiday or a substituted day's leave

174 DES



et HoursSaturday, Sunday Working 6.00 am -

6.00 pm


lesser

PH - Public holiday - Christmas day

Ordinary rate plus 50% of the ordinary hourly rate Shift

Applicable to employees whose ordinary hours include work on a Saturday or Sunday and Christmas Day falls on a Saturday or Sunday, but the holiday is observed on another day.

175 DES



et Hours Any Non Working NA NA PH - Public holiday -

Payment

Double time & one half. Includes Labour day and show holiday. Note employees are entitled to only 1 show holiday per year.

4

A public holiday may be substituted for another day. If such other day is worked,

then payment will be at Public Holiday rates.

176 DES



et Hours Any Non working NA NA PH - Public holiday -

Substitution

Where a public holiday is substituted for another day and the day is worked, payment will be at double time & one half.

177 DES


Clause 7.9.10 Any FT/PT Rostered/S

et Hours Any Non working NA NA

PH - Public holiday - Substitution - Weekend

Where a public holiday would have fallen on a Saturday or Sunday but is substituted for another day all employees who would ordinarily have worked on such Saturday or Sunday but who are not rostered to work on such day are entitled to payment for public holiday or substituted day's leave

178 DES



et Hours Any Working NA NA PH - Recall/OT

An employee performing overtime work on recall on a public holiday shall be paid for such overtime at the appropriate overtime rate with a minimum of 4 hours on a public holiday. All payments are to be calculated as from home and back to home

4 NA

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



179 DES



et HoursMonday to

FridayNon

Working NA NA PH - Recall/OT - Labour Day

Work performed on Labour Day outside the ordinary starting and finishing times shall be paid for at double the overtime rate prescribed for an ordinary working day. Triple time for the first 3 hours and quadruple time thereafter

4 NA For work outside ordinary hours.

A public holiday may be substituted for

another day. If such other day is worked, then payment will be

at Public Holiday rates.

180 DES



et HoursMonday to

FridayNon

Working NA NA PH - Recall/OT - Labour Day - Shift

Work performed on Labour Day outside the ordinary starting and finishing times shall be paid for at double the overtime rate prescribed for an ordinary working day. Quadruple time

4 NA For work outside ordinary hours.

A public holiday may be substituted for

another day. If such other day is worked, then payment will be

at Public Holiday rates.

181 DES



et Hours Any Non Working NA NA PH - Recall/OT -

Public holiday

Double time & one half. An employee performing overtime work on recall on a public holiday shall be paid for such overtime at the appropriate overtime rate with a minimum of 4 hours. All payments are to be calculated as from home and back to home

4 NA

182 DES


Clause 7.6.9

Directive 8/03 Any Any All Any Non

Working NA NA PH - Rostered off over public holiday

An employee is rostered off on a public holiday can receive a day in lieu, additional day's wage or an extra day taken with annual leave

NA

183 DES



et Hours Any Working NA NA Recall

An employee on call being recalled to perform duty, such employee shall be paid for the time worked, such time to be calculated as from home and back to home with a minimum payment of 2 hours at the prescribed overtime rate

2 NA

Minimum payment does not apply where overtime is worked immediately preceding & is continuous with ordinary hours of duty. Does not apply to employees "on-call"

184 DES



et HoursMonday to Saturday

Non working NA NA Recall - Monday to

SaturdayTime & one half for the first 3 hours, double time thereafter 2 NA

Applies to "On Call" employees. Calculated from home and back to home. Minimum hours does not apply where employee is not required to return to workplace, employee paid maximum of 2 hours in any one day.

185 DES



et Hours Sunday Working NA NA Recall - Monday to Sunday Double time 2 NA


186 DES



et Hours Sunday Non working NA NA Recall - Sunday Double time 2 NA


187 DES


Clause 7.9.2(b) and

7.9.4(a)Day Any Rostered/S

et Hours Any Non Working NA NA TOIL - Public holiday

Option to receive time off equivalent to the number of hours worked with a minimum of half a working day in lieu of monetary compensation together with payment at half the ordinary rate for the time worked with a minimum of 4 hours.

TOIL must be taken within 28 days of the day on which the employee worked.

26 4/03/2010


DPW RTI Release


Ref. No.


Directive/ Circular


PT, Casual)

Working Arrangem

ents

Day(s) of the Week

Working /Non

Working

Band of Hours



Paid



188 All

Employees of Queensland Government

Departments (other than Public Servants)

Award -State 2003

Clause 7.9.6 Any Any All Any Non

working NA NA PH - Public Holiday - conitnuous service

Any employee with 2 weeks or more continuous service, whose

employment is terminated during December, and re-employed in

January is entitled to payment for any one or more of the following; Xmas Day, Boxing Day & New Years Day.

NG

189 All



et Hours Saturday Working 6.00 am - 6.00 pm

ordinary hours or 10 whichever is the

lesser

OT - Overtime - Saturday

All authorised overtime worked in excess of ordinary hours on any day, shall be deemed to be overtime and shall be paid for at the rate of time and a-half for the first 3 hours and double time thereafter. Minimum payment does not apply where overtime is worked immediately preceeding &/or following ordinary hours of work.

2


NG

26 4/03/2010


DPW RTI Release

Reference Number

Agency Cluster H2R Framework

Industrial Award Reference / Source Directive / Circular

Day / Shift / Rostered

Shift Worker

Employee Type (FT,

PT, Casual)

Working Arrange-

ments

Day(s) of the Week

Working / Non

Working

Band of Hours

Maximum number of ordinary

hours allowed before OT

Payment Type Rules Minimum Hours to be Paid

Meal Allowance Interpretation or Unique requirements Comments

174 Emergency

1 2.2.2 Time and

Attendances

DES Policy Day and Shift

FT/ PT Rostered / Set hours

Any Non-working

1 shift type

NA Award - TOIL - Time off in lieu - Non-working day

? NA Need rule

DA

22/9/06: Brett

advised no rule exists - Delete

row98 DES 2.2.2 Time

and Attendance

s


2003

Clause 6.5.3(a) Any All Any Any Any Any NA Award - Shift - Saturday shift

All ordinary time worked between midnight on Friday and midnight on Saturday not being overtime shall be paid for at one and a-half (1.5) times the ordinary rate. Calculation of payments as prescribed by clause 6.5.3 such shall be made upon the Majority of Shift basis in respect of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday both days inclusive.

NA

99 DES 2.2.2 Time and

Attendances


2003

Clause 6.5.3(a) Any All Any Any Any Any NA Award - Shift - Sunday shift

All ordinary time worked between midnight Saturday and midnight Sunday shall be paid for at the rate of double time. Calculation of payments as prescribed by clause 6.5.3 such shall be made upon the Majority of Shift basis in respect of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday both days inclusive.

NA


Attendances


2003

Clause 6.5.3(b) Any All Any Any Any Any NA Award - Shift - Sunday shift -

Nursing

All time worked between midnight Saturday and midnight Sunday shall be paid for at the rate of time and three-quarters. Calculation of payments as prescribed by clause 6.5.3 such shall be made upon the Majority of Shift basis in respect of ordinary hours worked where the starting and finishing times occur on different days over the period Friday to Monday both days inclusive.

NA


Attendances


2003

Clause 6.5.2 Any All Any Any Any Any NA Award - Shift - Shift payment

Employees working afternoon or Night Shifts are paid an allowance of 15% per shift for all ordinary time worked in addition to their ordinary salary. Provided that they shall be made upon the Majority of Shift basis in respect of ordinary hours worked where the starting and finishing times occur on different days over the period Monday to Friday, both days inclusive.

NA


Attendances


2003

Clause S4.3.2 Any All Any Any All Any NA Award - Shift - Shift payment -

Nursing

Employees working afternoon or Night Shifts are paid an allowance of 15% per shift for all ordinary time worked in addition to their ordinary salary

NA

43


DPW RTI Release

Payment rulesField Description

Agency Agency name

Cluster





Description Additional informationDay/ Shift Valid Codes: Day, Shift, Continuous Shift

Employee Type(FT, PT, Casual) Employee's appointment status: Full Time (FT), PartTime (PT) or Casual

Award Hours The number of hours as per the award/agreementRDO Valid Codes: Yes, No

Hours Averaging Valid Code: Yes, Noeg Yes, paid based on standard hours, No, paid for actual hours worked for period

Rec Lve Wks The total number of recreation leave including any applicable additional leave under the award per year

Additional Leave for holidays

Additional leave for; working on Public holidays, Continuous shift work, North & West Queensland Region, N/A

Leave Loading Percentage loading paid on recreation leave, eg 17.5%, 17.5% or projected roster, whichever is greater

When Loading paid Eg 1 December or when leave is takenMin daily Hours Minimum number of hours the employee can be paid for

Maximum Number of ordinary hours

allowed before OTThe maximum number of ordinary hours worked before overtime must be paid

Paid Meal Breaks Valid Codes: Yes, NoMaximum hours

before Meal break Number of hours required before a meal break can be taken

Interpretation or unique

requirementsAll other rules required to correctly apply the provisions from the relevant documentation.


DPW R

TI R

elea

se

Payment Rules

Reference Number Agency Industrial Award Reference/ Source Directive/

Circular Description Day/ ShiftEmployee

Type (FT, PT Casual)

Award Hours RDO Hours

AveragingRec Lve

Wks

Additional Leave for Holidays

Leave Loading

When Loading

paid

Min daily Hours

Max number of ordinary hours

allowed before O/T

Paid Meal Breaks

Maximum hours before Meal break

Interpretation or unique requirements

Variation Code Issue Comments

1 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day FT 32.5 No Yes 4 N/A 17.50% 1-Dec 6.5 No 5.5 hours CG

2 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day PT 32.5 No Yes 4 N/A 17.50% 1-Dec 6.5 No 5.5 hours maximum 36.25 hrs per week CG

3 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day FT 32.5 No Yes 5 North West

Region 14.00% 1-Dec 6.5 No 5.5 hours CG

4 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day PT 32.5 No Yes 5 North West

Region 14.00% 1-Dec 6.5 No 5.5 hours maximum 36.25 hrs per week CG

5 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day FT 32.5 No Yes 4 N/A 17.50% when leave

is taken 6.5 No 5.5 hours CG

6 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day PT 32.5 No Yes 4 N/A 17.50% when leave

is taken 6.5 No 5.5 hours maximum 36.25 hrs per week CG

7 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day FT 32.5 No Yes 5 North West

Region 14.00% when leave is taken 6.5 No 5.5 hours CG

8 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (b) (c) Telephonist Day PT 32.5 No Yes 5 North West

Region 14.00% when leave is taken 6.5 No 5.5 hours maximum 36.25 hrs per week CG

9 DES Queensland Public Service Award - State 2003 Clause 4.4 Telephonist Day Casual 32.5 No No N/A N/A N/A N/A 2 6.5 No 5.5 hours

casuals work less than 32.5 hours per week.Overtime for casual PSA is only hours worked outside 9am to 5pm or any hours worked past a standard day (6.5hrs)

CG

10 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 36.25 No Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours Not applicable to casual

11 DES Queensland Public Service Award - State 2003

Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 36.25 No Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week

Not applicable to casual

12 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 36.25 No Yes 5 North West

Region 14.00% 1-Dec 9.5 No 5.5 hours Not applicable to casual


Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 36.25 No Yes 5 North West

Region 14.00% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per weekNot applicable to casual

14 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 36.25 No Yes 4 N/A 17.50% when leave

is taken 9.5 No 5.5 hours Not applicable to casual


Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 36.25 No Yes 4 N/A 17.50% when leave

is taken 9.5 No 5.5 hours maximum 36.25 hrs per weekNot applicable to casual


Region 14.00% when leave is taken 9.5 No 5.5 hours Not applicable to casual


Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 36.25 No Yes 5 North West

Region 14.00% when leave is taken 9.5 No 5.5 hours maximum 36.25 hrs per week



Clause 4.4,Schedule 4.2.1

Directive 20/05PSIER News 0010/2005

Day Casual 36.25 No No N/A N/A N/A N/A 2 7.25 No 5.5 hours

casuals work less than 36.25 hours per week.Casuals are not covered by the Organisational Hours of Work Arrangement.

CG

19 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 40 No Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours Not applicable to casual


Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 40 No Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week


21 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 40 No Yes 5 North West



Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 40 No Yes 5 North West


23 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 40 No Yes 4 N/A 17.50% when leave



Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 40 No Yes 4 N/A 17.50% when leave


Page 1RTI Folio No. 1280RTI Folio No. 1280RTI Folio No. 1382

DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




25 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 40 No Yes 5 North West



Clause 6.1.2 (a), 4.3 (k) Directive 20/05 Day PT 40 No Yes 5 North West



27 DES Queensland Public Service Award - State 2003 Clause 4.4 Directive 20/05 Day Casual No No N/A N/A N/A N/A 2 9.5 No 5.5 hours casuals work less than 40 hours

per week.

28 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 No Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours Not applicable to casual

29 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 No Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week


30 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 No Yes 5 North West


31 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 No Yes 5 North West



Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day FT 38 No Yes 5

in lieu of public

holidays14.00% 1-Dec 9.5 No 5.5 hours Not applicable to casual


Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day PT 38 No Yes 5

in lieu of public

holidays14.00% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week


34 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 No Yes 4 N/A 17.50% when leave


35 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 No Yes 4 N/A 17.50% when leave


36 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 No Yes 5 North West


37 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 No Yes 5 North West




Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day FT 38 No Yes 5

in lieu of public

holidays14.00% when leave



Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day PT 38 No Yes 5

in lieu of public



40 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 Yes Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours Not applicable to casual

41 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 Yes Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week


42 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 Yes Yes 5 North West


43 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 Yes Yes 5 North West



Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day FT 38 Yes Yes 5

in lieu of public

holidays14.00% 1-Dec 9.5 No 5.5 hours Not applicable to casual or general

employees


Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day PT 38 Yes Yes 5

in lieu of public

holidays14.00% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week


46 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 Yes Yes 4 N/A 17.50% when leave


47 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 Yes Yes 4 N/A 17.50% when leave


48 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day FT 38 Yes Yes 5 North West


49 DES Queensland Public Service Award - State 2003 Clause 6.5.1 Directive 20/05 Day PT 38 Yes Yes 5 North West




Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day FT 38 Yes Yes 5

in lieu of public




DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks





Clause 6.5.1Schedule 4, S4.3.8 Directive 20/05 Day PT 38 Yes Yes 5

in lieu of public



52 DES Queensland Public Service Award - State 2003 Clause 4.4 Directive 20/05 Day Casual 38 No No N/A N/A N/A N/A 2 9.5 No 5.5 hours casuals work less than 38 hours

per week.

53 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day FT 38 Yes Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours Not applicable to general

employees

54 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day PT 38 Yes Yes 4 N/A 17.50% 1-Dec 9.5 No 5.5 hours

maximum 36.25 hrs per weekNot applicable to general employees

55 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day FT 38 Yes Yes 5 North West

Region 14.00% 1-Dec 9.5 No 5.5 hours Not applicable to general employees

56 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day PT 38 Yes Yes 5 North West

Region 14.00% 1-Dec 9.5 No 5.5 hoursmaximum 36.25 hrs per weekNot applicable to general employees

57 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day FT 38 Yes Yes 4 N/A 17.50% when leave

is taken 9.5 No 5.5 hours Not applicable to general employees

58 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day PT 38 Yes Yes 4 N/A 17.50% when leave

is taken 9.5 No 5.5 hoursmaximum 36.25 hrs per weekNot applicable to general employees

59 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day FT 38 Yes Yes 5 North West

Region 14.00% when leave is taken 9.5 No 5.5 hours Not applicable to general

employees

60 DES Queensland Public Service Award - State 2003 Directive 8/03 Field staff Day PT 38 Yes Yes 5 North West

Region 14.00% when leave is taken 9.5 No 5.5 hours

maximum 36.25 hrs per weekNot applicable to general employees

61 DES Queensland Public Service Award - State 2003 Clause 4.4 Directive 8/03 Field staff Day Casual 38 No No N/A N/A N/A N/A 2 9.5 No 5.5 hours casuals work less than 38 hours

per week.


Schedule 4, Section 1

Employees in Schedule 4, Section 1

Day FT 38 Yes Yes 4 No 17.50% 1-Dec 10 No 5.5 hours 2 consecutive days off every 7 days




Day PT 38 Yes Yes 4 No 17.50% 1-Dec 10 No 5.5 hours 2 consecutive days off every 7 days




Day FT 38 Yes Yes 5 North West Region 14.00% 1-Dec 10 No 5.5 hours 2 consecutive days off every 7

days




Day PT 38 Yes Yes 5 North West Region 14.00% 1-Dec 10 No 5.5 hours 2 consecutive days off every 7

days




Day FT 38 Yes Yes 4 No 17.50% when leave is taken 10 No 5.5 hours 2 consecutive days off every 7

days




Day PT 38 Yes Yes 4 No 17.50% when leave is taken 10 No 5.5 hours 2 consecutive days off every 7

days




Day FT 38 Yes Yes 5 North West Region 14.00% when leave

is taken 10 No 5.5 hours 2 consecutive days off every 7 days




Day PT 38 Yes Yes 5 North West Region 14.00% when leave

is taken 10 No 5.5 hours 2 consecutive days off every 7 days

70 DES Queensland Public Service Award - State 2003 Clause 4.4


Day Casual 38 No No N/A N/A N/A N/A 2 10 No 5.5 hours casuals work less than 38 hours per week.



Industrial Inspectors, WH&S Inspectors and Trade Measurement Inspectors

Day FT 38 No Yes 4 No 17.50% 1-Dec 9.5 No 5.5 hours




Day PT 38 No Yes 4 No 17.50% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week




Day FT 38 No Yes 5 North West Region 14.00% 1-Dec 9.5 No 5.5 hours


DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks







Day PT 38 No Yes 5 North West Region 14.00% 1-Dec 9.5 No 5.5 hours maximum 36.25 hrs per week




Day FT 38 No Yes 4 No 17.50% when leave is taken 9.5 No 5.5 hours




Day PT 38 No Yes 4 No 17.50% when leave is taken 9.5 No 5.5 hours maximum 36.25 hrs per week




Day FT 38 No Yes 5 North West Region 14.00% when leave

is taken 9.5 No 5.5 hours




Day PT 38 No Yes 5 North West Region 14.00% when leave

is taken 9.5 No 5.5 hours maximum 36.25 hrs per week

79 DES Queensland Public Service Award - State 2003 Clause 4.4


Day Casual 38 No No N/A N/A N/A N/A 2 9.5 No 5.5 hours casuals work less than 38 hours per week.



Janitors and Ground Attendants Day FT 38 No Yes 4 No 17.50% 1-Dec 10 No 5.5 hours



Janitors and Ground Attendants Day PT 38 No Yes 4 No 17.50% 1-Dec 10 No 5.5 hours maximum 36.25 hrs per week



Janitors and Ground Attendants Day FT 38 No Yes 5 North West

Region 14.00% 1-Dec 10 No 5.5 hours



Janitors and Ground Attendants Day PT 38 No Yes 5 North West

Region 14.00% 1-Dec 10 No 5.5 hours maximum 36.25 hrs per week



Janitors and Ground Attendants Day FT 38 No Yes 4 No 17.50% when leave

is taken 10 No 5.5 hours



Janitors and Ground Attendants Day PT 38 No Yes 4 No 17.50% when leave

is taken 10 No 5.5 hours maximum 36.25 hrs per week



Janitors and Ground Attendants Day FT 38 No Yes 5 North West

Region 14.00% when leave is taken 10 No 5.5 hours



Janitors and Ground Attendants Day PT 38 No Yes 5 North West

Region 14.00% when leave is taken 10 No 5.5 hours maximum 36.25 hrs per week

88 DES Queensland Public Service Award - State 2003 Clause 4.4 Janitors and

Ground Attendants Day Casual 38 No No N/A N/A N/A N/A 2 10 No 5.5 hours casuals work less than 38 hours per week.


Schedule 4, Section 2 Storepersons Day FT 38 No Yes 4 No 17.50% 1-Dec 10 No 5.5 hours


Schedule 4, Section 2 Storepersons Day PT 38 No Yes 4 No 17.50% 1-Dec 10 No 5.5 hours maximum 36.25 hrs per week


Schedule 4, Section 2 Storepersons Day FT 38 No Yes 5 North West

Region 14.00% 1-Dec 10 No 5.5 hours


Schedule 4, Section 2 Storepersons Day PT 38 No Yes 5 North West

Region 14.00% 1-Dec 10 No 5.5 hours maximum 36.25 hrs per week


Schedule 4, Section 2 Storepersons Day FT 38 No Yes 4 No 17.50% when leave

is taken 10 No 5.5 hours


DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks





Schedule 4, Section 2 Storepersons Day PT 38 No Yes 4 No 17.50% when leave

is taken 10 No 5.5 hours maximum 36.25 hrs per week


Schedule 4, Section 2 Storepersons Day FT 38 No Yes 5 North West

Region 14.00% when leave is taken 10 No 5.5 hours


Schedule 4, Section 2 Storepersons Day PT 38 No Yes 5 North West

Region 14.00% when leave is taken 10 No 5.5 hours maximum 36.25 hrs per week

97 DES Queensland Public Service Award - State 2003 Clause 4.4 Storepersons Day Casual 38 No No N/A N/A N/A N/A 2 10 No 5.5 hours casuals work less than 38 hours

per week.


Schedule 4, Section 5 Audio Reporters Day Casual 36.25 No No N/A No N/A N/A 4 7.25 No 5.5 hours casuals work less than 36.25

hours per week.



Audio Reporters - on circuit Day Casual 36.25 No No N/A No N/A N/A 7.25 7.25 No 5.5 hours casuals work less than 36.25

hours per week.



Audio Reporters - travel Day Casual 36.25 No No N/A No N/A N/A 4 7.25 No 5.5 hours casuals work less than 36.25

hours per week.

101 DES

Apprentices’ and Trainees‘ Wages and Conditions

(Queensland Government Departments and Certain

Government Entities) Order

Trainees and Apprentices

Payment rules covered under the parent award

102 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Shift FT 36.25 No Yes 4 No

17.5% or projected

roster whichever is greater

1-Dec 9.5 No 5.5 hours Not applicable to casual

103 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05

Directive 8/03 Shift worker Shift FT 38 No Yes 4 No

17.5% or projected


1-Dec 9.5 No 5.5 hoursNot applicable to casual Includes field staff (except general employees)


Directive 8/03 Shift worker Shift FT 38 Yes Yes 4 No

17.5% or projected



105 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Shift FT 40 No Yes 4 No

17.5% or projected



106 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Shift FT 36.25 No Yes 5 North West

Region

14% or projected




Directive 8/03 Shift worker Shift FT 38 No Yes 5 North West Region

14% or projected




Directive 8/03 Shift worker Shift FT 38 Yes Yes 5 North West Region

14% or projected




Clause 6.5.2, 6.5.3 Schedule 3 & 4 S4.1.3

Directive 20/05 Shift worker Shift FT 40 No Yes 5 North West Region

14% or projected




Clause 6.5.2, 6.5.3 Schedule 4 S4.3.8 Directive 20/05 Shift worker Shift FT 38 No Yes 5

In lieu of public

holidays

14% or projected


1-Dec 9.5 No 5.5 hours Not applicable to casual Nursing staff


Clause 6.5.2, 6.5.3Schedule 4 S4.3.8 Directive 20/05 Shift worker Shift FT 38 Yes Yes 5

In lieu of public

holidays

14% or projected


1-Dec 9.5 No 5.5 hours Not applicable to casual Nursing staff


DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




112 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Continuous

Shift FT 36.25 No Yes 5 continuous shift

27.5% or projected

roster whichever

is the greater



Directive 8/03 Shift worker Continuous Shift FT 38 No Yes 5 continuous

shift

27.5% or projected

roster whichever

is the greater



Directive 8/03 Shift worker Continuous Shift FT 38 Yes Yes 5 continuous

shift

27.5% or projected

roster whichever

is the greater



Clause 6.5.2, 6.5.3Schedule 3 & 4 S4.1.3


shift

27.5% or projected

roster whichever

is the greater



Shift FT 36.25 No Yes 5 continuous shift

27.5% or projected

roster whichever

is the greater




shift

27.5% or projected

roster whichever

is the greater



Directive 8/03 Shift worker Continuous Shift FT 38 Yes Yes 5 continuous

shift

27.5% or projected

roster whichever

is the greater





shift

27.5% or projected

roster whichever

is the greater



Clause 6.5.2, 6.5.3Schedule 4, S4.3.8 Directive 20/05 Shift worker Continuous

Shift FT 38 No Yes 5 continuous shift

27.5% or projected

roster whichever

is the greater

1-Dec 9.5 No 5.5 hours

Not applicable to casual Nursing staff employees may or may not work on Public Holidays



Shift FT 38 Yes Yes 5 continuous shift

27.5% or projected

roster whichever

is the greater

1-Dec 9.5 No 5.5 hours


122 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Shift PT 36.25 No Yes 4 No

17.5% or projected


when leave is taken 9.5 No 5.5 hours Not applicable to casual

maximum 36.25 hrs per week


Directive 8/03 Shift worker Shift PT 38 No Yes 4 No

17.5% or projected


when leave is taken 9.5 No 5.5 hours

Not applicable to casual Includes field staff (except general employees)


Directive 8/03 Shift worker Shift PT 38 Yes Yes 4 No

17.5% or projected





DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




125 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Shift PT 40 No Yes 4 No

17.5% or projected




126 DES Queensland Public Service Award - State 2003 Clause 6.5.2, 6.5.3 Directive 20/05 Shift worker Shift PT 36.25 No Yes 5 North West

Region

14% or projected





Directive 8/03 Shift worker Shift PT 38 No Yes 5 North West Region

14% or projected





Directive 8/03 Shift worker Shift PT 38 Yes Yes 5 North West Region

14% or projected



Not applicable to casualIncludes field staff (except general employees)


Clause 6.5.2, 6.5.3 Schedule 3 & 4 S4.1.3

Directive 20/05 Shift worker Shift PT 40 No Yes 5 North West Region

14% or projected





Clause 6.5.2, 6.5.3 Schedule 4 S4.3.8 Directive 20/05 Shift worker Shift PT 38 No Yes 5

In lieu of public

holidays

14% or projected



Nursing staff


Clause 6.5.2, 6.5.3Schedule 4 S4.3.8 Directive 20/05 Shift worker Shift PT 38 Yes Yes 5

In lieu of public

holidays

14% or projected



Nursing staff


Shift PT 36.25 No Yes 5 continuous shift 27.50% when leave

is taken 9.5 No 5.5 hours Not applicable to casual maximum 36.25 hrs per week


Directive 8/03 Shift worker Continuous Shift PT 38 No Yes 5 continuous

shift 27.50% when leave is taken 9.5 No 5.5 hours



Directive 8/03 Shift worker Continuous Shift PT 38 Yes Yes 5 continuous






shift 27.50% when leave is taken 9.5 No 5.5 hours Not applicable to casual



Shift PT 36.25 No Yes 5 continuous shift 27.50% when leave

is taken 9.5 No 5.5 hours Not applicable to casual maximum 36.25 hrs per week




Not applicable to casualIncludes field staff (except general employees)


Directive 8/03 Shift worker Continuous Shift PT 38 Yes Yes 5 continuous






shift 27.50% when leave is taken 9.5 No 5.5 hours Not applicable to casual




Shift PT 38 No Yes 5 continuous shift 27.50% when leave





Shift PT 38 Yes Yes 5 continuous shift 27.50% when leave



142 DES




School Based Trainees and Apprentices

Casual No No N/A N/A N/A N/A 2 No Payment rules covered under the parent award NG

143 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 36.25 No Yes 4 N/A 17.50% 1-Dec 7.25 No 5.5 hours

Applicable to employees not covered by the Organisational Hours of Work Arrangement.

NG


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AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks





Clause 6.1.2 (a), 4.3 (k),Schedule 4.2.1


Day PT 36.25 No Yes 4 N/A 17.50% 1-Dec 7.25 No 5.5 hours

Applicable to employees not covered by the Organisational Hours of Work Arrangement.maximum 36.25 hrs per week

NG


Region 14.00% 1-Dec 7.25 No 5.5 hoursApplicable to employees not covered by the Organisational Hours of Work Arrangement.

NG




Day PT 36.25 No Yes 5 North West Region 14.00% 1-Dec 7.25 No 5.5 hours


NG

147 DES Queensland Public Service Award - State 2003 Clause 6.1.2 (a) Directive 20/05 Day FT 36.25 No Yes 4 N/A 17.50% when leave

is taken 7.25 No 5.5 hoursApplicable to employees not covered by the Organisational Hours of Work Arrangement.

NG




Day PT 36.25 No Yes 4 N/A 17.50% when leave is taken 7.25 No 5.5 hours


NG


Region 14.00% when leave is taken 7.25 No 5.5 hours

Applicable to employees not covered by the Organisational Hours of Work Arrangement.

NG




Day PT 36.25 No Yes 5 North West Region 14.00% when leave



NG

151 DES

Employees Of Queensland Government Departments

(Other Than Public Servants) Award 2003

Clause 6.1.2 Day FT 38 Yes Yes 4 No 17.50% When leave is taken 4 10 No 5.5

152 DES



Clause 4.2, Clause 6.7.1 Day PT 38 Yes Yes 4

Yes, if public holiday falls on rostered non working

day

17.50% When leave is taken 2 10 No 5.5

"Part-Time Employee" means an employee who is engaged to work

regular hours each week and whose ordinary daily working

hours are worked continuously inclusive or exclusive of meal times according to operational

153 DES



Clause 6.1.2 Day FT 38 Yes Yes 4 No 17.50% 1-Dec 4 10 No 5.5

154 DES



Clause 4.2, Clause 6.7.1 Day PT 38 Yes Yes 4


day

17.50% 1-Dec 2 10 No 5.5




155 DES



Clause 4.3, Clause 6.7.1 Day Casual 38 No No N/A N/A N/A N/A 2 10 No

156 DES



Clause 6.1.2 Shift FT 38 Yes Yes 4


day

17.5% or Projected

Roster

When leave is taken 4 10 No 5.5

157 DES



Clause 4.2, Clause 6.7.1 Shift PT 38 Yes Yes 4


day

17.5% or Projected

Roster





158 DES



Clause 6.1.2 Shift FT 38 Yes Yes 4


day

17.5% or Projected

Roster1-Dec 4 10 No 5.5


DPW RTI Release

Payment Rules





AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




159 DES



Clause 4.2, Clause 6.7.1 Shift PT 38 Yes Yes 4


day

17.5% or Projected





160 DES



Clause 4.3, Clause 6.7.1 Shift Casual 38 No No N/A N/A N/A N/A 2 10 No

161 DES



Clause 6.1.2 Continuous Shift FT 38 Yes Yes 5

Continuous Shift Yes, if

public holiday falls on rostered non working

day

27.5% or Projected

Roster


162 DES



Clause 4.2, Clause 6.7.1

Continuous Shift PT 38 Yes Yes 5



day

27.5% or Projected

Roster





163 DES



Clause 6.1.2 Continuous Shift FT 38 Yes Yes 5



day

27.5% or Projected


164 DES




Continuous Shift PT 38 Yes Yes 5



day

27.5% or Projected





165 DES




Continuous Shift Casual 38 No No N/A N/A N/A N/A 2 10 No

166 DES



Clause 4.2.3, Clause 6.7.1 Day PT 38 No Yes 4


day


Cleaners in small educational facilities employed for a minimum of 1 hour. "Part-Time Employee"

means an employee who is engaged to work regular hours each week and whose ordinary daily working hours are worked

continuously inclusive or exclusive of meal times according to

167 DES



Clause 4.2.3, Clause 6.7.1 Day PT 38 No Yes 4


day


Teacher aides in small educational facilities employed for a minimum

of 1 hour or minimum weekly engagement of 5 hours. "Part-

Time Employee" means an employee who is engaged to work


hours are worked continuously inclusive or exclusive of meal

168 DES




School Based Trainees and Apprentices

Casual No No N/A N/A N/A N/A 2 No Payment rules covered under the parent award NG


DPW RTI Release

Agency

ste

Super. Scheme Employee Contribution Employer Contribution Superannuable Salary Rule Payment Rules Valid Combinations Age Based Rules Eligibility Rules Pay Advice Agency Specific Rules Code Issueo

e

ts

woG

Salary Sacrifice Defined Benefit Plan (post 23/09/00)

Must be expressed as a % Min 2%Max that attracts employer contribution is 8% however employee can contribute 9.41%.Any catch-up contributions in excess of 5.88% must be approved by QSuper Office.

Must be expressed as a % Deduct 15% of employee contribution and add 7.75% to result.

Employer contribution calculated using the formula:(Employee standard contribution / contribution % rate x 7.75%) + (Employee standard contribution x 85%) as per QSuper Superannuation Contribution Data File Format and Specification

The Employer contribution calculation is compared to a minimum of 9% of employee's ordinary time earning (OTE). The higher of the two calculations is the Employer contribution amount.

Mandatory based upon either –- employee’s salary as at 1 July each year- commencement of salary at appointment date (if after 1 July) or,- upon commencement with scheme.

Employer rule:Employees cannot salary sacrifice any more than 100% of their gross (pre-tax) annual earnings (including employee contribution).

Updated annually each 1 July.

Secondments/transfers within current financial year - contribution based salary is as per advice from previous employer.

Calculation based on employee’s contribution percentage X superannuable salary rate.Amount to reduce employee’s taxable earnings and not be shown on their Payment Summary.

Defined Benefit Plan VoluntarySalary Sacrifice Defined Benefit Plan Voluntary

After age 70 employees can remain a member but are only eligible to make personal contributions up to age 75. The employer ceases contributing when employee reaches age 70.

Casual employees not eligible.

Member may opt out for RBL purposes, however, this is on QSuper advice only.

Employee pre tax contributions will appear as a negative earning.Employer contributions not displayed.

woG

Salary Sacrifice Defined Benefit Voluntary

May be fixed or % amount N/A Employer rule:Employees cannot salary sacrifice any more than 100% of their gross (pre-tax) annual earnings (including employee contribution).

User input of fixed amount.Amount to reduce employee’s taxable earnings.

Defined Benefit Plan VoluntaryDefined Benefit PlanSalary Sacrifice Defined Benefit Plan (post 23/09/00)


Casual employees not eligible.All other employees are eligible if members of corresponding compulsory plan. Member may opt out for RBL purposes, however, this is on QSuper advice only.

Employee pre tax contributions will appear as a negative earning.

woG

Salary Sacrifice Accumulation Plan - Contributory

Must be expressed as a %Min 2%

Max 5%

Note: The maximum employer contribution is 12.75% for a 5% employee contribution. If an employee taking advantage of salary sacrifice contributions wishes to pay extra contributions above the 5% (e.g. an extra 0.88% to offset the effects of tax), this extra contribution would be regarded as a voluntary salary sacrifice contribution and would not attract employer contributions – this additional 0.88% payment is administered by QSuper Office.

Must be expressed as a %Add 7.75% to employee’s contribution rate to a maximum result of 12.75%.

Employer contribution calculated using the formula:(Employee standard contribution / contribution % rate elected by employee x 7.75%) + Employee standard contribution. As per QSuper Superannuation Contribution Data File Format and Specification.



Calculation based upon percentage and derived payroll results.

Amount to reduce employee’s taxable earnings.

Accumulation Plan VoluntarySalary Sacrifice Accumulation Plan Voluntary


Employer rule:Casual employees not eligible.All other employees are eligible.Member may opt out for RBL purposes, however, this is on QSuper advice only.

Employee pre tax contributions will appear as a negative earning.Employer contributions will be displayed as a fortnightly amount (not cumulated).

woG

Salary Sacrifice Accumulation Plan Voluntary


User input of fixed or % amount. Accumulation Plan SGC EmployerAccumulation Plan VoluntarySalary Sacrifice Accumulation Plan - ContributoryAccumulation Plan ContributorySalary Sacrifice State Plan

Employer rule:Casual employees not eligible.All other employees are eligible.


woG

Defined Benefit Plan Must be expressed as a %

Min 2%Max 5%Catch-Up 5% to 8% (catchup is to be approved by QSuper prior to increasing member's contribution rate)

Must be expressed as a %

Add 7.75% to employee’s contribution rate.

Employer contribution calculated using the formula:(Employee standard contribution / contribution % rate x 7.75%) + Employee standard contribution As per QSuper Superannuation Contribution Data File Format and Specification.





Calculation based on employee’s contribution percentage X superannuable salary rate.



Casual employees not eligible.All other employees are eligible.

Existing Defined Benefit members who transfer/second should be recommenced in Defined Benefit, otherwise all new employees must commence in Accumulation.

Employee contributions will appear as a deduction after tax.Employer contributions not displayed.

woG

Defined Benefit Plan Voluntary

May be fixed or % amount N/A N/A Amount determined by user input of fixed or % amount.

Salary Sacrifice Defined Benefit VoluntaryDefined Benefit PlanSalary Sacrifice Defined Benefit Plan (post 23/09/00)


Casual employees not eligible.All other employees are eligible if members of corresponding compulsory plan.Member may opt out for RBL purposes, however, this is on QSuper advice only.

Employee contributions will appear as a deduction after tax.

woG

Accumulation Plan Contributory


Min 2%Max 5%




Derived through superannuable Salary Calculation based upon percentage derived through superannuable Salary calculation



All employees are eligible.All new employees must commence on this scheme.

Existing Defined Benefit members who transfer/second should be recommenced in Defined Benefit, otherwise all new employees must commence in Accumulation.Member may opt out for RBL purposes, however, this is on QSuper advice only.

Employee contributions will appear as a deduction after tax.Employer contributions will be displayed as a fortnightly amount (not cumulated).

woG

Accumulation Plan SGC Employer

N/A 9% from 01/07/2002


Derived through superannuable Salary Employees that receive a salary of $450 in a month and/or employees that receive a yearly salary that is at least 50% of the tax-free threshold for taxation purposes.Calculation based upon legislated percentage and derived payroll results.

Salary Sacrifice Accumulation Plan VoluntaryAccumulation Plan Voluntary

N/a After 1 May 2000, casual employees only are eligible. (Casuals commenced prior 1 May 2000 can remain in this category.)

Employer contributions will be displayed as a fortnightly amount (not cumulated).

woG

Accumulation Plan Voluntary May be fixed or % amount N/A N/A Amount determined by user input of fixed or % amount.

Accumulation Plan for State PlanAccumulation Plan SGC EmployerAccumulation Plan ContributoryState PlanSalary Sacrifice Accumulation Plan - ContributorySalary Sacrifice Accumulation Plan VoluntarySalary Sacrifice State PlanPolice PlanSalary Sacrifice Police Plan


All employees are eligible if members of corresponding plan. Employee contributions will appear as a deduction after tax.

woG

Accumulation Plan for State Plan

N/A 3% of actual superannuable salary for the cycle, ie, not aligned to 1 October salary.

Actual superannuable salary for the cycle, ie, not aligned to 1 October salary.

State Plan or Salary Sacrifice State Plan must align with this record.Calculation based on percentage of superannuable salary rate.Contributions cease upon the employee reaching age 70.

Accumulation Plan VoluntaryState PlanSalary Sacrifice State Plan


Casual employees not eligible.Only members of State Plan are eligible.Member may opt out for RBL purposes, however, this is on QSuper advice only.


woG

State Plan Amount as advised by QSuper Office (% or fixed amount).

Amount as advised by QSuper Office (% or fixed amount).


Based upon employee’s salary as at 1 October each year and updated annually in first full pay period in November each year.

Accumulated Plan for State must align with this record.Calculation based on percentage of superannuable salary rate or a fixed amount if entered.

Accumulation Plan for State PlanAccumulation Plan VoluntaryState Super Buy Back

Must transfer to Accumulation at age 65 or on QSuper advice. Casual employees not eligible.Only existing members (including those who transfer/second) are eligible.(QSuper not accepting new memberships.)At age 65 members are transferred to Accumulation.Member may opt out for RBL purposes, however, this is on QSuper advice only.


woG

Salary Sacrifice State Plan Amount as advised by QSuper Office (% or fixed amount).




Accumulated Plan must align with this record.Calculation based on percentage of superannuable salary rate or a fixed amount if entered.Amount to reduce employee’s taxable earnings.

Accumulation Plan VoluntaryAccumulation Plan for State PlanSalary Sacrifice Accumulation Plan Voluntary

Must transfer to Accumulation at age 65 or on QSuper advice. Casual employees not eligible.Only existing members (including those who transfer/second) are eligible.(QSuper not accepting new memberships.)At age 65 members are transferred to Accumulation.Member may opt out for RBL purposes, however, this is on QSuper advice only.


woG

State Super Buy Back Amount as advised by QSuper Office (% or fixed amount).



Amount determined by user input of fixed or % amount.

Accumulation Plan for State PlanState Plan

Must transfer to Accumulation at age 65 or on QSuper advice. Casual employees not eligible.Only existing members (including those who transfer/second) are eligible.(QSuper not accepting new memberships.)At age 65 members are transferred to Accumulation.


woG Approved Superannuation Fund Other Than Qsuper - SES and Section 70 Contracts - where the executive or officer is on leave from other employment

May be fixed or % amount The Crown shall contribute the standard employer contribution required under that fund.

As per approved fund. The Crown shall contribute the standard employer contribution required under that fund, provided that the maximum period of time, whether under this contract or any other contract, for which the Crown will pay such payments, is three (3) years; and thereafter, must contribute an amount that, if the officer was a member of the comprehensive accumulation category, would be required under the QSuper Act.

As per approved fund. As per approved fund. As per approved fund. Employee contributions will appear as a deduction after tax. Employer contributions will be displayed as a fortnightly amount (not cumulated).

NW


DPW RTI Release

Field DescriptionAgency Agency name

Cluster


Industrial Award

The title of the award that sources the information entered in the template row (eg. Public Service Award)

Reference/ Source

The relevant clause, sections or schedules in the industrial legislation (eg.

Directive/ Circular

eg Directive 08/04

Absence Type The description of absence typeLeave

DeductionLeave Balance(s) leave is deducted from, eg, Recreation Leave + accrual balance, No deduction

Paid/Unpaid Valid Codes: Paid, UnpaidIs the leave paid or unpaid

Award Hours The number of hours as per the award/agreementAccrual per

YearThe amount at which the leave accrues per year

Entitlement Entitlements for non accrual absence types, eg Emergent/Compassionate leave 3 daysInterpretation

or unique requirements

All other rules required to correctly apply the provisions from the relevant documentation. Include here if casuals are eligible

Advance Accrual Grant

Valid Codes: Yes, NoAre the employees granted leave in advance, eg Sick advance, RDO



DPW R

TI R

elea

se

QAS ANNUAL LEAVE

Reference Number

Agency Cluster Industrial Award Reference / Source Directive / Circular Absence Type Leave Deduction

Paid / Unpaid Accrual Rate per year

Entitlement Advance Accrual Grant

Interpretation or unique requirements Comments

1 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.1 Annual leave.

Family Leave Award 2003 clause 3.3 (Annual Leave as Carer's Leave) & 2.1.10 (in conjunction with Maternity Leave);Commissioner's Memorandum 35/01 Annual Leave Payment;Qld Ambulance Service EPA 1999, clause 5.6 (15);Qld Ambulance Service Workplace Reform Agreement 1995 clause 4.5.6 (a);Agreement Commissioner QAS & LHMU to 5 weeks annual leave 23/8/95.

Annual LeavePatient Transport Officers

Annual Leave Entitlement + accrual balance

Paid 5 weeks7.2827 hours per fortnight

5 weeks7.2827 hours per fortnight

No Yes upon special request and approval.

All provisions of the Ambulance Service Employees' Award - State 2003 clause 7.1 apply. Annual Leave

7.1.1 All employees after completing each year of employment, will be entitled to 6 weeks and 2 days' annual leave on full pay. Of this leave one week and 2 days shall be in lieu of extra payment for work done on holidays mentioned in Clause 7.67.1.2 Such annual leave shall be exclusive of Labour day if such holiday occurs during the period of the leave; and if such holiday occurs on the day when an Employee is on the Employee's normal day off one day shall be added to the annual leave.7.1.3 Should any Employee leave the Service on teh Employee's own initiative, or be discharged after any annual leave has become due and without having taken same, the Employeeshall be entitled in lieu thereof to a sum equal to salary computed at the rate of wages the Employee was earning at the date of such leave or discharge.7.1.4 Should any employee leave or be discharged before such annual leave has become due, the Employee shall be paid a pro-rata monetary equivalent for the period worked upon termination of employment.7.1.5 Annual leave shall be paid for in advance and, except as otherwise provided herein, it shall not be lawful for the employer to give, or for an Employee to receive, payment in lieu of such annual leave.7.1.6 The annual leave prescribed by clause 7.1.1 may, at the option of the Employee concerned and with the consent of the employer, be allowed to accumulate for 2 years but for no longer period, and may be taken in no more than 2 periods.■ Annual entitlement includes 1 week and 2 days in lieu of extra payment for work done on public holidays (excluding Labour Day). ■ Casuals not eligible for recreation leave.■ Where an employee has performed higher duties > 3 consecutive months immediately preceeding a period of annual leave, or where an employee commences a period of higher duties prior to taking annual leave and returnes to the higher duties immediately following the annual leave and completed > 3 consecutive months of higher duties, the annual leave will be paid at the higher duties rate.

■ Annual leave will be paid fortnightly throughout annual leave. An option to receive Pfor annual leave may be requested - QAS WRA 1995, clause 4.5.6.■ Annual leave loading of 17.5% will be paid over the full period of annual leave - QAS EPCA 1999 clause 14.■ During leave without pay, annual leave accrues for the first 3 months only IR Act 1999 s11(5) (a).


Family Leave Award 2003 clause 3.3 (Annual Leave as Carer's Leave) & 2.1.10 (in conjunction with Maternity Leave);Qld Ambulance Service EPA 1999, clause 5.6 (15);Qld Ambulance Service Workplace Reform Agreement 1995 clause 4.5.6 (a);Commissioner's Memorandum 35/01 Annual Leave Payment.

Annual LeaveStudent Paramedics, Senior Ambulance Officers, Paramedics, Station Officers.


Paid 6 weeks 2 days9.3218 hours per fortnight

6 weeks 2 days9.3218 hours per fortnight


All provisions of the Ambulance Service Employees' Award - State 2003 clause 7.1 apply. Annual Leave


■ Annual leave will be paid fortnightly throughout annual leave. An option to receive Pfor annual leave may be requested - QAS WRA 1995, clause 4.5.6.■ Annual leave loading of 13.67% will be paid over the full period of annual leave - QAS EPCA 1999 clause 14.■ During approved leave without pay, annual leave accrues for the first 3 months only Act 1999 s11(5) (a).

3 Emergency 1 Family Leave Award 2003 clause 3.3 & 2.1.10;Qld Ambulance Service EPA 2002 Appendix C Part B.Commissioner's Memorandum 35/01 Annual Leave Payment.

Annual LeaveM Scale Level 1,2,3,4


Paid 20 working days5.8261 hours per fortnight

20 working days5.8261 hours per fortnight


■ QAS EPA 2002 Appendix C Part B . Applies to all non-Managerial Level Staff.■ The conditions of the ASE Award State apply, however clause 5.2 Annual Leave does not apply to Levels 1,2,3 & 4. ■ Conditions of employment contained in all previous enterprise agreements do not apply to Levels 1, 2, 3 & 4.■ QAS EPA 2002 Appendix C Part B clause 2.1 Annual Leave states all QAS Non-Managerial Supervisory Level Staff shall be entitled to 20 working days for each completed year of service and a proportionate amount for an incomplete year.■ A loading is to be paid to employees on recreation leave at the rate of 17.5% of the enployee's ordinary wage or salary as prescribed by the relevant industrial agreement or certified agreement for the period of the leave (excluding shift premiums and weekly penalty rates).

■ Annual leave will be paid fortnightly throughout annual leave. An option to receive Pfor annual leave may be requested - QAS WRA 1995, clause 4.5.6.■ During approved leave without pay, annual leave accrues for the first 3 months only Act 1999 s11(5) (a).

4 Emergency 1 Family Leave Award 2003 clause 3.3 & 2.1.10;Qld Ambulance Service EPA 2002 Appendix C Part A. Commissioner's Memorandum 35/01 Annual Leave Payment.

Annual LeaveM Scale Level 6,7 & 8.Senior Officers and Senior Executives.


Paid 25 working days7.2827 hours per fortnight

25 working days7.2827 hours per fortnight


25 working days■ QAS EPA 2002 Appendix C Part A. applies to all QAS Managerial Level Staff.■ The conditions of the ASE Award State 1992 apply, however clause 5.2 Annual Leave does not apply to Levels 6,7 & 8.■ Conditions of employment contained in all previous enterprise agreements do not apply to levels 6, 7 & 8.■ QAS EPA 2002 Appendix C Part A. clause 2.1 Leave states all QAS Managerial Level Staff shall be entitled to 25 working days for each completed year of service and a proportionate amount for an incomplete year.■ A loading is to be paid to employees on recreation leave at the rate of 17.5% of the enployee's ordinary wage or salary as prescribed by the relevant industrial agreement or certified agreement for the period of the leave (excluding shift premiums and weekly penalty rates).



Family Leave Award 2003 clause 3.3 & 2.1.10;AFCOM Brisbane EPA Certified Agreement 1997 clause 4.13.QAS Workplace Reform Agreement 1995;

Annual LeaveAFcom Communica-tions Officers and Supervisors.


Paid 6 weeks8.7392 hours per fortnight

6 weeks8.7392 hours per fortnight


6 weeks■ Clause 4.13 states entitlement to 6 weeks annual leave.

AFCOM Bruisbane EPACA 1997Clause 4.13 Annual Leave

(1) Every employee other than a casual employee covered by this Award shall be at the end of each year of employment be entitled to an annual holiday on full pay as follows:

(b) QAS employees six weeks;

For QAS employees, annual leave may be taken in no more than two periods. The timing of the taking of leave will be determined by the management of the Centre in consultation with emplyees.

(2) Annual leave will be allowed to accumulate for (2) two years but for no longer, unless under special circumstances as approved by Regional Management for the respective service.

(3) It is not lawful for the employer to give or for an employee to receive payment in lieu of annual leave, except in the case of termination of employment.


G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QAS-Absence Types v4.3.XLSPage 1 of 18 5/03/2010RTI Folio No. 1296RTI Folio No. 1296RTI Folio No. 1393

DPW RTI Release

QAS ANNUAL LEAVE

Reference Number





10 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.2 Sick leave.

Qld Ambulance Service Enterprise Partnership Agreement 1999,Clause 5.6 (15) & (18).Qld Ambulance Service Enterprise partnership Certified Agreement 2005 clause 5 & Appendix 4 clause 4.

Sick Leave Sick Leave Entitlement + accrual balance

Paid 8 hours per 5 weeks serviceaccrual 3.0665per fortnight

80 hours per annum No • Applies to all full time and part time (temporary and permanent) QAS employees, excluding AFcom employees• Pro rata accrual/entitlement for part time employees. • Casuals are not eligible for paid sick leave.• During the first 3 months of relieving, an employee is entitled to be paid up to 5 working days sick leave at the relieving rate. Sick leave in excess of the 5 working days during the 3 month period will be paid at the employee's substantive rate. After the completion of 3 months relieving, and continuance of such relieving, sick leave is paid the relieving rate. • If an employee is sick for a period of 3 consecutive days or more during a period of annual leave, sick leave can be granted in lieu of annual leave upon provision of a medical certificate. • For Officers on an averaged rate the following provisions apply:(a) Officers rostered to work a shift on a Saturday, and apply for and are granted sick leave, shall have the amount of the averaged rate reduced by one-sixth for each such absence during a fortnighly pay period. (b) Officers rostered to work a shift on a Sunday, and apply for and are granted sick leave, shall have the amount one-third for each such absence during a fortnighly pay period.

• A part time employee's sick leave accrual should be in the same proportion that a part time worker's hours bear on the ordinary weekly working hours in the Award.• New & temporary employees will accumulate sick leave on a proportional basis. • Medical Certificate required if period exceeds 2 consecutive periods of duty.• QAS EPCA 2005 have removed public holidays from the averaged rate.• During approved periods of leave without pay, sick leave does not accrue for any period of the leave.• Deducted as 80 hours for full fortnight sick leave or the number of hours if less than fufortnight

12 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.2 Sick leave.

AFcom Brisbane Enterprise Partnership Agreement Certified Agreement 1997 Clause 4.14 (1).Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 clause 5 & Appendix 4 clause 4.

Sick LeaveAll temporary and permanent AFcom employees

For the first year Sick Leave Entitlement. Thereafter, Sick Leave Entitlement + accrual balance

Paid 8 hours per 5 weeks serviceaccrual 3.0665per fortnight

80 hours per annum No • Upon commencement of employment, all newly appointed AFcom employees are credited with an up-front bank of 80 hours sick leave entitlement.• As from the first anniversary of their employment, sick leave entitlements will then accrue at the rate of 8 hours per 5 weeks service, to a total of 80 hours per annum.• Casuals are not eligible for paid sick leave.• For Officers on an averaged rate the following provisions apply:(a) Officers rostered to work a shift on a Saturday, and apply for and are granted sick leave, shall have the amount of the averaged rate reduced by one-sixth for each such absence during a fortnighly pay period. (b) Officers rostered to work a shift on a Sunday, and apply for and are granted sick leave, shall have the amount of the averaged rate reduced by one-third for each such absence during a fortnighly pay period.

• During approved periods of leave without pay, sick leave does not accrue for any period of the leave.• Sick leave will be accessed on an hour by hour basis

New Emergency 1 Award Free Guidebook - Employment Conditions for QAS Non-Award Staff

Sick LeaveAdministrative Scale Level 1 to Level 4Management Scale Level 6 to Level 8

Sick leave entitlement + accrual balance

Paid 10 days per annum

72.5 hours or 76 hours No Same as Public Service

13 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.5 Adoption leave.Family Leave Award 2003 clause 2.3.

Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 Clause 5.3 Family Leave.Qld Ambulance Service Enterprise Partnership Agreement 1999, Clause 5.6 (17).Memorandum of Agreement 31 August 2005

Directive No. 18/05Circular No. C5/05

DES Parental Leave and Carer's Leave Policy Statement 16.7.2006

Adoption Leave Primary Carer - Full Pay

No deduction Paid N/A 12 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Adoption leave to be taken as one unbroken period, as per QQAS EPCA 2005 and Directive 18/05.■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ An employee may, in lieu of or in conjunction with Adoption leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 52 week entitlement.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.

■ Eligible employees are those who have completed 12 months' qualifying service in any one or more Queensland government departments or Queensland public service offices.■ In determining the qualifying period for part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee.■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under this part (IR Act 1999 s15A).

13.1 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.5 Adoption leave.Family Leave Award 2003 clause 2.3.

Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 Clause 5.3 Family Leave.Qld Ambulance Service Enterprise Partnership Agreement 1999,Clause 5.6 (17).Memorandum of Agreement 31 August 2005



Adoption Leave Primary Carer - Half Pay

No deduction Paid N/A 24 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Adoption leave to be taken as one unbroken period, as per QQAS EPCA 2005 and Directive 18/05.■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ An employee may, in lieu of or in conjunction with Adoption leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 52 week entitlement.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Adoption leave can also be taken at half-pay.■ Minimun period of parental leave on half-pay is two calendar weeks.■ Granting of the parental leave on a half-pay basis is subject to departmental convenience however requests for leave should not be unreasonably refused.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.



DPW RTI Release

QAS ANNUAL LEAVE

Reference Number









Adoption Leave - Secondary Carer - Full pay

No deduction Paid N/A 1 standard working week (including public holidays) per instance

No ■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.






Adoption Leave - Secondary Carer - Half pay


No ■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Adoption leave can be taken at half-pay.■ Minimun period of parental leave on half-pay is two calendar weeks.■ Granting of the parental leave on a half-pay basis is subject to departmental convenience however requests for leave should not be unreasonably refused.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.


15 Emergency 1 Family Leave Award 2003 clause 2.3.8



Adoption Leave - special

No deduction Unpaid N/A Up to 2 days ■ An employee who is seeking to adopt a child is entitled to up to 2 days unpaid special leave to attend any compulsory interviews or examinations.■ Short term casuals are not entitled to paid adoption leave

■ Adoption leave - special is not applicable to short term casual employees.

16 Emergency 1 Family Leave Award 2003 clause2.3

Qld Ambulance Service Enterprise Partnership Certified Agreement 2005,Clause 5.3.



Pre-Adoption Leave - Primary Carer

No deduction Paid N/A 36.25 or 38 hrs ■ An employee who will be the primary care giver and who presents relevant documentation confirming the employee's status as a prospective adopter, will have access to paid leave up to a total of either 36.25 or 38 hours (based on the average number of ordinary hours worked in a week) per adoption to attend related interviews prior to the adoption of a child/children.■ An employee who will be the secondary care giver and who presents relevant documentation confirming that the employee is a prospective adopter, will have access to paid leave up to a total of either 7.25 or 7.6 hours (based on the average number of ordinary hours worked in a day) per adoption to attend related interviews prior to the adoption of a child/children.■ Short term casuals are not entitled to paid adoption leave

■ Pre-adoption leave is not applicable to short term casual employees.

17 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5• Family Leave Award 2003 clause 2.2 (DIR advised this Award due for update mid 2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b)& s29A, s29B & 29C

parental leave - no pay

Adoption leave unpaid??

No deducation Unpaid N/A Up to a maximum of 104 weeks absence No. ■ A pregnant employee entitled to maternity leave, or currently taking maternity leave, may apply to the employer for an extension of the maternity leave for an unbroken period of up to 104 weeks in total. ■ Application for extension of maternity leave must be at least 4 weeks before the leave ends. ■ Employees on adoption or spousal leave can apply for a short period of leave up to an unbroken period up up to 8 weeks in total and a long period of up to an unbroken period of 96 weeks in total. ■ An employee entitled to parental leave for the adoption of a child, who is taking adoption leave for the adoption, for the birth of a child of the employee's spouse, or who is taking parental leave for the birth may apply for either or both short and long entitlements.■ Application for extension of long adoption leave must be at least 4 weeks before the leave ends.■ Application for extension of short adoption leave must be at least 2 business days before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.■ An employee on parental leave may apply to the employer to return to work on a part-time basis. The part-time work cannot extend beyond the day the child in relation to whom parental leave was taken, is required to be enrolled for compulsory schooling.

■ With regard to an extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaraton stating that they are the child's primary caregiver.■ An employee may not make more than one application to work on a part-time basis within any 12 month period, unless the employer agrees.

20 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5• Family Leave Award 2003,Clause 3.3


Special Responsibility (Carer's) Leave for full time & part time permanent & temporary employees

Annual Leave Entitlement + Accrual

Paid N/A 5 days per calendar year No ■ Use of recreation leave■ Absence hours calculated as per work pattern / rostered shifts■ Leave may be taken in single days or part days ■ Leave shall be exclusive of any shutdown period■ leave loading payment may be deferred in respect of a single day absences, until at least 5 consecutive days are taken.

■ The employee must, if required by the employer, produce a doctor's certificate or statutory declaration that the member is ill with an illness that requries care by another.■ An employee cannot take leave if another person has taken leave to care for the same person.


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Reference Number








TOIL accrual balance

Paid N/A N/A No ■ Use of TOIL■ Employee may elect to take time off in lieu of overtime to be a carer.■ Time taken off during ordinary hours to be taken at the ordinary time rate, ie an hour for each hour worked. ■ An employee may request any TOIL accured for the purposes of a carer role be paid at the overtime rate as per the parent award where such time has not been taken within 4 weeks of accrual.



Industrial Relations Act 1999 Division 3 Carer's leave s39


Carer's Leave for full time & part timepermanent & temporary employees

Sick Leave Entitlement + Accrual

Paid N/A Up to 10 days in each year No ■ Care and support members of the employee's immediate family or household when ill or when an unexpected emergency arises.■ Carer's leave may be taken for part of a day.

■ Employee must be the primary care giver unless special circumstances require more than one person to care for the person.■ Employee to provide a doctor's certificate or statutory declaration evidencing that the member is ill with an illness requiring care by another, if the employer requests it.


Industrial Relations Act 1999 Division 3 Carer's Leave s39


Carer's Leave - full time & part time permanent & temporary employees

No deduction Unpaid N/A 2 days per incident No ■ If employee has exhausted their paid carer's leave entitlement, they may take up to an additional 2 days unpaid carer's leave each time the employee needs to care for and support members of the employee's immediate family or household, as above.■ Carer's leave may be taken for part of a day.■ Employee may take additional unpaid carer's leave if the employer agrees.



Industrial Relations Act 1999 Division 3 Carer's leave s39A


Carer's Leave - long term casual employees

Entitlement Unpaid 10 days each year No ■ Care and support members of the employee's immediate family or household when ill or when an unexpected emergency arises.■ Carer's leave may be taken for part of a day.■ Long term casual employees may take additional unpaid carer's leave if the employer agrees.



Industrial Relations Act 1999 Division 3 Carer's leave s39B


Carer's Leave - short term casual employees

No deduction Unpaid 2 days per incident No ■ Care and support members of the employee's immediate family or household:- when ill;- when an unexpected emergency arises;- because of the birth of a child.■ carer's leave may be taken for part of a day.■ Short term casual employee may leave work or be unavailable to attend work for additional periods if the employer agrees.

■ Employee cannot take carer's leave if another person has taken leave to care for the same person unless there are special circumstances requiring more than one person to care for the person.■ Employee to provide a doctor's certificate or statutory declaration evidencing that the member is ill with an illness requiring care by another, if the employer requests it.





Maternity Leave - Full Pay

No deduction Paid N/A 12 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Maternity leave as per QAS EPCA 2005 which states the guidelines for administration of paid Maternity leave will be the same as those applied to the Queensland Public Service.■ The paid maternity leave is to be taken as the initial absence on the approved period of leave.■ An application for maternity leave is to be submitted at least 10 weeks before the expected birth of the child/children, or, if the employee proposes to commence leave before the birth/date of confinement, 10 weeks before the date on which leave is to commence.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to maternity leave.■ Directive 18.05 states that where, after the first twenty weeks, a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the employee shall continue to be entitled to 12 weeks paid leave.■ An employee may, in lieu of or in conjunction with Maternity leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 104 week entitlement.■ Paid sick leave is available to an employee on paid parental leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least one calendar week.■ Paid component of Maternity leave is inclusive of public holidays.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.■ Directive 18/05 states an employee can be recalled to duty whilst on Parental leave, which does not break or extend the period of leave. Instead the employee may be paid as a casual under a mutually exclusive second contract.

■ Eligible employees are QAS employees, excluding casual employees other than long term casual employees, who have completed at least 12 months service in any one or more Queensland government departments or Queensland public service offices.■ For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee. ■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under this part (IR Act 1999 s15A).

28.1 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5• Family Leave Award 2003,Clause 2.1




Maternity Leave - Half Pay

No deduction Paid N/A 24 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Maternity leave as per QAS EPCA 2005 which states the guidelines for administration of paid Maternity leave will be the same as those applied to the Queensland Public Service.■ The paid maternity leave is to be taken as the initial absence on the approved period of leave.■ An application for maternity leave is to be submitted at least 10 weeks before the expected birth of the child/children, or, if the employee proposes to commence leave before the birth/date of confinement, 10 weeks before the date on which leave is to commence.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to maternity leave.■ Directive 18.05 states that where, after the first twenty weeks, a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the employee shall continue to be entitled to 12 weeks paid leave.■ An employee may, in lieu of or in conjunction with Maternity leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 104 week entitlement.■ Paid sick leave is available to an employee on paid parental leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least one calendar week.■ Paid component of Maternity leave is inclusive of public holidays.■ Maternity leave can also be taken at half-pay.■ Minimun period of parental leave on half-pay is two calendar weeks.■ Granting of the parental leave on a half-pay basis is subject to departmental convenience however requests for leave should not be unreasonably refused.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.

■ Eligible employees are QAS employees, excluding casual employees other than long term casual employees, who have completed at least 12 months service in any one or more Queensland government departments or Queensland public service offices.■ For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee. ■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under this part (IR Act 1999 s15A).■ Directive 18/05 states an employee can be recalled to duty whilst on Parental leave, which does not break or extend the period of leave. Instead the employee may be paid as a casual under a mutually exclusive second contract.


DPW RTI Release

QAS ANNUAL LEAVE

Reference Number





31 Emergency 1 Ambulance Service Employees' Award - State 2003 Clause 7.5 Family Leave Award 2003 clause 2.1.9


Special Maternity Leave All full time, part time, permanent, temporary and long term casual employees

No deduction Unpaid N/A Up to 52 weeks No ■ An employee not yet on maternity leave, whose pregnancy terminates after 28 weeks other than by the birth of a living child is entitled to Special Maternity Leave.■ Employee is entitled to such period of unpaid leave as a registered medical practitioner certifies as necessary before her return to work.■ An employee not yet on maternity leave is entitled to such paid sick leave as she is entitled, whether or not the illness is related to her pregnancy.■ The total of the above must not exceed the maximum entitlement of 52 weeks.

■ Eligible employees are those who have completed 12 months' qualifying employment either as a full time, part time or long term casual employee and whose expected confinement has been confirmed by a doctor. For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee.■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ Short term casuals have no entitlement to Special Maternity Leave.

32 Emergency 1 Ambulance Service Employees' Award - State 2003 Clause 7.5 Family Leave Award 2003 clause 2.3

Qld Ambulance Service Enterprise Partnership Agreement 1999,Clause 5.6 (17).

Directive No. 18/05


Pre-Natal Leave No deduction Paid N/A 38 hrs No ■ An employee who presents a medical certificate from a doctor stating that she is pregnant will have access to paid leave up to a total of either 36.25 or 38 hours (based on the average number of ordinary hours worked in a week) per pregnancy to attend medical appointments prior to the birth of a child/children.■ Written application shall be submitted for every absence for which pre natal leave is sought and must be covered by a medical certificate.■ Pre-Natal leave cannot be taken on half-pay.■ Short term casual employee are not entitled to Pre-Natal leave

■ Pre-natal leave is not applicable to short term casual employees.

38 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.3 & 7.5• Family Leave Award 2003 Part 4.1.2.

Industrial Relations Act 1999 Division 4 Bereavement leave s40

Bereavement Leave - Paid

No deduction Paid N/A As Approved

Period not exceeding the number od hours worked by the employee in 2 ordinary days of work up to and including the day of the funeral

No ■ Entitled to at least two days bereavement leave on full pay on the death of a member of the person's immediate family or household.■ Excludes Casuals

■ Employee must give the employer a copy of the funeral notice or other evidence of the death the employer reasonably requires.

■ Immediate family includes: (a) A spouse (including a former spouse, a defacto spouse and a former de facto spouse, spouse of the same sex) of the employee; and(b) A child or an adult child (including an adopted child, a foster child, an ex foster child, a stepchild or an ex nuptial child), parent, grandparent, grandchild, or sibling of the Employee or spouse of the Employee.



Bereavement Leave - No Pay

No deduction Unpaid N/A As Approved


No ■ All employees who require extra time to travel to and from the funeral or other ceremony for the death are entitleto an amount of unpaid bereavement leave equal to the time reasonably required for the travel.■ an employee may take additional leave as unpaid bereavement leave if the employer agrees.■ Casuals are entitled to at least two days unpaid bereavement leave on the death of a member of the person's immediate family or household.


41 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5• Family Leave Award 2003 clause 2.2


Directive 18/05 clause 3.2+K25


Spousal Leave - Full Pay

No deduction Paid N/A One week (Interpreted as a 38 hr week) No. ■ Eligible employee to produce certificate from medical practitioner.■ Period of paid spousal leave to be taken as the initial absence on parental leave & is inclusive of any public holidays.■ The exact timing of such leave shall be at the employee's discretion.■ Can be taken on a half-pay basis.■ If financial hardship or other exceptional circumstances exist, the employee may ask and the chief executive may exercise discretion in paying the full spousal leave entitlement in advance.■ Short term casuals have no entitlement to Spousal Leave.

■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under this part (IR Act 1999 s15A).

41.1 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5• Family Leave Award 2003 clause 2.2


Directive 18/05 clause 3.2


Spousal Leave - Half Pay

No deduction Paid N/A Two weeks (Interpreted as a 38 hr week) No. ■ Eligible employee to produce certificate from medical practitioner.■ Period of paid spousal leave to be taken as the initial absence on parental leave & is inclusive of any public holidays.■ The exact timing of such leave shall be at the employee's discretion.■ Can be taken on a half-pay basis.■ If financial hardship or other exceptional circumstances exist, the employee may ask and the chief executive may exercise discretion in paying the full spousal leave entitlement in advance.■ Short term casuals have no entitlement to Spousal Leave.




Directive 18/05 clause 3.2.5

Pre natalSpousal Leave

No deduction Paid 7.25 hrs or 7.6 hrs (based on the average numbeof ordinary hours worked in a day)

No. ■ Employee to present a medical certificate from doctor stating that their spouse is pregnant.■ Written application to be submitted for every absence for which pre natal leave is sought.■ Each absence on pre natal leave must be supported by documentary evidence relating to the medical appointment.■ Short term casuals have no entitlement to Spousal Leave.



Directive 18/05 clause 3.3.5 (b)

Pre-Adoption - Secondary Carer

No deduction Paid N/A 7.25 hrs or 7.6 hrs (based on the average numbeof ordinary hours worked in a day)

No. ■ An employee who is the secondary care giver is to present a letter from the Director-General of the relevant Qld Government department administering adoptions confirming that the employee is a prospective adopter.■ Written application to be submitted for every absence for which pre natal leave is sought.■ Each absence on pre natal leave must be supported by documentary evidence relating to the medical appointment.■ Short term casuals have no entitlement to Spousal Leave.

52 Emergency 1 • Ambulance Service Employees' Award - State 2003,

QAS Policy - Remote Area Incentives

Staff Development Purposes (SDP) Special Leave

No Deduction Paid 1 day after 4 months of service

Up to 3 days No ■ All Operational staff in category 6 & 7 stations may apply for up to 3 days special leave SDP.■ Application to be approved by the Assistant Commissioner.■ SDP does not attract projected penalty rates or leave loading.

■ SDP accrues on a pro-rate basis that is officer is entitled to 1 day SDP after 4 months of service in the relevant location■ It appears that SDP Special Leave does not accrue beyond 12 months (as per LeaveSpecial file BSS 10640)

53 Emergency 1 Ambulance Service Employees' Award - State 2003, Clause 7.7

QAS Policy Jury Service

Qld Ambulance Service Enterprise Partnership Certified Agreement 1999,Clause 5.6 (15).

Jury Service No Deduction Paid N/A No. No ▪ Applies to all QAS employees■ The employee shall provide proof of attendance and the duration of their attendance within 10 working days of completion of the jury service.▪ All fees, other than travel and accommodation expenses, paid to an employee for their service as a juror while on paid leave, shall be paid to the QAS within ten (10) working days of receipt. ▪ Such fees paid by cheque to the employee should be endorsed to the QAS. ▪ The employee shall provide proof of attendance, the duration of their attendance and the amount received for jury service within ten (10) working days of completion of the jury service. ▪ The Area Director is responsible for ensuring all juror fees received by the QAS shall be allocated to the correct cost centre code.▪ An employee on higher duties for 3 months or more, or have approved higher duties approved for a period 3 months or more immediately preceding jury service, and returns to to higher duties immediately following jury service, is entitled to be paid at the higher duty rate while on jury service.

▪ Special Leave on full pay (base rate only) is granted to officers required to perform jury service

54 Emergency 1 QAS PolicyCourt Appearance

Court Appearance No deduction Paid N/A Employees will be released from duty to attend court appearances.

No. • Applies to all QAS employees• Officers required to attend court should do so during working hours. If required to attend on a rostered day off, every effort should be made to change the roster. If this is not practical, the officer is to be offered time off in lieu. ▪ As Crown employees, ambulance officers are not entitled to witness or attendance fees. Any such fees received by officers must be refunded to the QAS within ten days of receipt. This is standard procedure for all Crown employees. Those fees which may be payable to an officer are described below and should be claimed via the yellow witness forms available at each courthouse. ▪ The court may pay an overnight allowance if an officer, due to distances involved, is required to stay away from home overnight to give evidence. The court may also pay a meal allowance if the officer is required to attend for more than twelve hours. ▪ If the officer attends court in a QAS vehicle, the court may pay for any parking fees incurred. ▪ Where it is not possible for an ambulance officer to be provided with a QAS vehicle, the court may pay a travel allowance based on public transport rates. If no public transport is available in that area, the court may pay a stan▪ Travel/accommodation money paid by the court is to be retained by the officer


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55 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 11.5.

Qld Ambulance Service Enterprise Partnership Agreement 2005 Clause 2.2.14

Industrial Relations Education Leave

No deduction Paid N/A Employees upon application may be granted up to 5 working days (or the equivalent hours) per calendar year (non accumulative) to attend industrial relations education sessions.

No. • Applies to all QAS employees■ Additional leave may be granted, over and above the 5 days (or equivalent hours) where approved structured employees' training courses involve more than 5 working days.

Additional leave (in excess of 5 days) will be subject to consultation between the delegated authority, the relevant union and the employee. The additional leave is at the discretion of the Chief Executive (or delegated authority) of the QAS.



Industrial Relations Leave

No deduction Paid N/A Employees may be granted paid time off in special circumstances to attend Management Committee Meetings, Union Conferences, and ACTU Congress.

No. • Applies to all QAS employees This leave is subject to approval by the Chief Executive (or delegated authority) of the Agency.




No deduction Unpaid N/A Employees may be granted special leave withoupay to undertake work with their union.

No. • Applies to all QAS employees This leave is at the discretion of the Chief Executive (or delegated authority) of the QAS.

58 Emergency 1 Ambulance Service Employees' Award - State 2003.

Clause 4.11.4 Time off during Notice Period - Termination

No deduction Paid N/A 1 day No An employee shall be allowed up to one day's time off without loss of pay for the purpose of seeking other employment.

■ Only applicable during the period of notice of termination given by the employer.■ In the case of redundancy, an employee may take more than one day off without loss of pay during each week of the notice period upon the provision of evidence of attendance at an interview.(4.13.4)


Clause 4.13.4 Time off during Notice Period - Redundancy

No deduction Paid N/A 1 day during each week of notice No an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

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


Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 Clause 4.8

Break from Duty No deduction Paid N/A All employees will be given an uninterrupted breafrom duty of at least ten consecutive hours between cessation of a rostered shift and the commencement of the following rostered shift.

No Where an employee is required to undertake out of hours duty between the hours of 9.00pm and 5.00am, the ten hour break shall commence upon the completion of such duty.

Where an employee has not had an uninterrupted ten hour break between the cessation of a rostered shift and the commencement of the following rostered shift, such employee shall not be required to commence duty until such time as an uninterrupted break of ten hours has occurred. Such absence between the commencement of a rostered shift and the actual commencement of duty shall be paid as if duty commenced at the rostered starting time.

2005 EPA - Clause 4.8 (e)

If, on the instruction of the employer, such an employee resumes or continues work without having had ten consecutive hours off duty, the employee shall be paid at the raof double time until released from duty until for such period and then shall be entitled to be absent until ten consecutive hours off duty, without loss of pay for ordinary working time that has occurred during such absence.


Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 Clause 4.8 (f)

Stand Down No deduction Paid N/A Eligible employees will be stood down from duty and will not be available to respond for a period of ten hours.

Employees who have not had an uninterrupted ten hour break in a 36 hour period (subject to the following conditions) will be stood down from duty and will not be available to respond for a period of ten hours. For the employee to be eligible for stand down, the 36 hour period must include three separate callouts spread ova six hour period (or six hours work) between 9.00pm and 5.00am and a further callout in the following shift period.Employee paid at their base rate, plus any week-end penalties where the stand down hours occur during a week-end.

Any instances in which an employee is stood down must be reported to the Partnership Steering Committee.


Qld Ambulance Service Enterprise Partnership Agreement 2002 Clause 6.3

Rest Breaks After Extreme Working Hours

No deduction Paid N/A 4 day rest break inclusive of Rostered Days Off No If an employee works, including ordinary and overtime, (including time actually worked during callouts while on-call) but excluding periods of on-call where there are no callouts:(a) An average of sixty hours per week over a four week period; or (b) Twenty-six days over a four week period; or (c) An average of fifty-four hours per week over an eight week period; or(d) Fifty-one days over an eight week period; or(e) Seventy four days over a twelve-week period;Then it is an incident of the employee's employment that they will be immediately released from any duty to have a four-day rest break during which time they will continue to be paid all ordinary rostered wages and allowances that would otherwise have been due to the employee for rostered work within the period had they not been released from duty.Employee paid at their base rate, plus any week-end penalties where the stand down hours occur during a week-end.

Employees cannot claim more than once for any single period

66 Emergency 1 Ambulance Service Employees' Award - State 2003. Clause 7.2.6

WorkCover Act

DES Workers Compensation Statutory Claims Administration Policy

Workcover No deduction Paid N/A No ▪ Any Employee who is incapacitated for work on account of injury or illness while on duty or in the discharge of aduty incidental to such Employee's work as an Ambulance Officer entitling the Employee to compensation under tWorker's Compensation and Rehabilitation Act 2003 , shall be entitled to leave of absence and during such absence shall, for a period of up to 52 weeks receive the weekly wage. If during the 52 week period the workers compensation payment is less than the weekly wage, the Queensland Ambulance service will pay the difference between such payment and weekly wage.▪ Entitlement is for an accepted Workcover claim.▪ While waiting for the workers' compensation insurer to determine liability on a claim a worker should access accrued sick leave entitlements for any time lost.▪ Use of annual or long service leave entitlement while waiting for a decision on a workers' compensation claim should be used as a last resort only and is dependent on approval from the relevant Supervisor/Manager.

"Weekly wage" is defined as per the Workers Compensation and Rehabilitation Act 2003 definition.

Wages means the total amount paid, or provided by, an employer to, or on account of, a worker as wages, salary or other earnings by way of money or entitlements having monetary value, but does not include—(a) allowances payable in relation to any travelling, car, removal, meal, education, living in the country or away from home, entertainment, clothing, tools and vehicle expenses; and(b) superannuation contributions, for deciding the amount of compensation payable to a worker under chapter 3 or 4; and(c) lump sum payments on termination of a worker’s services for superannuation, accrued holidays, long service leave or any other purpose; and(d) an amount payable under section 66.

66.1 Emergency 1 Ambulance Service Employees' Award - State 2003. Clause 7.2.6

WorkCover Act


Recreation Leave "Pending" Work Cover

Recreation Leave entitlement + accrual balance

Paid N/A No Absence hours calculated as per roster. Part days may be taken. Daily entitlement.No negative leave entitlement allowed.

Annual Leave loading is not paidAnnual Leave deducted while workcover approval is pending is reimbursed on approval of workcover


WorkCover Act


Sick Leave "Pending" Work Cover

Sick Leave entitlement + accrual balance


Sick Leave deducted while workcover approval is pending is reimbursed on approval oworkcover


WorkCover Act


LSL Full Pay "Pending" Work Cover

Long Service Leave entitlement + accrual balance

Paid N/A No Absence hours calculated as per roster and for casual employees based on average hours worked.No part days allowed.No negative leave entitlement allowed.Minimum two week period applies.Casuals eligible

Long Service Leave deducted while workcover approval is pending is reimbursed on approval of workcover


DES Policy TOIL

Currently a new DES TOIL Policy is in draft format waiting for approval from all Stakeholders

No deduction Paid N/A No TOIL will accrue at the rate of single time for each hour worked.TOIL cannot be accrued on a Public Holiday.TOIL can only be accrued if the period of TOIL covers the full shift, however, in exceptional circumstances, Managers are able to approve the accumulation of TOIL in periods of less than a full shift for employees, provided all other conditions of the Policy are met.TOIL balances cannot accrue from shift overruns.The maximum number of hours of TOIL that can be accumulated during a quarter is 40 hours. Any hours accumulated beyond 40 hours will be paid the balance of time worked as TOIL exceeding 40 hours at the relevant overtime rate. Casual employees and volunteers are excluded from accruing TOIL.

Managers may approve the accumulation of TOIL for employees in the following circumstances, where: a) accumulation of TOIL is authorised by an appropriately delegated officer prior to the period of overtime being worked; ORb) the employee responds to an incident that requires a mandatory response or emergency call-out;ANDc) it is likely that the employee and their Manager are able to agree on a date to take thaccumulated TOIL within a reasonable period.


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72 Emergency 1 QAS Policy Military Training Leave - Army Reserve Forces

No deduction Paid N/A Maximum of 33 calendar days in any financial year

No Calendar days include Saturdays and Sundays and/or rostered days off in the case of shift workers

72.1 Emergency 1 QAS Policy Military Training Leave - Navy Reserve Forces


72.2 Emergency 1 QAS Policy Military Training Leave - Air Reserve Force


72.3 Emergency 1 QAS Policy Military Training Leave - Additional

No deduction Paid N/A Up to a maximum of 4 days An officer may be granted additional leave up to a maximum of four days, subject to certification by the Commanding Officer that the additional days are required for the purpose of:- Travel from place of residence and return to attend a period of continuous training.- Participation in an advance or rear party in connection with a period of continuous training.

73 Emergency 1 QAS Policy Military Leave - Volunteer Service

No deduction Unpaid N/A An employee who is released by the Commissioner, QAS to undertake volunteer service for the Australian Defence Force is entitled to leave without pay.

Release of a reservist from the QAS is at the discretion of the Commissioner, QAS.

All leave without pay is to be counted as service for all purposes except recreation leave. However, the first three months of leave without pay will count as service for recreation leave.

If the employee is required to undertake training prior to the volunteer service, the employee is entitled to paid leain accordance with the provisions of Military Training Leave.

74 Emergency 1 QAS Policy

QAS Policy and Procedure Manual, Chapter 58 Leave Entitlements

Special leave without salary

No deduction Unpaid N/A An employee may be granted leave without pay for special circumstances.

No An employee on application to the Commissioner, QAS may be granted leave without pay for special circumstances.

Leave Accruals during leave without pay stop at the commencement of the leave period. This is currently under review by the DES QAS IR Unit.


QAS Policy and Procedure Manual, Chapter 58 Leave Entitlements

Special Leave - other exceptional circumstances

No deduction Paid N/A An employee may be granted leave on full pay fospecial circumstances.

An employee on application to the Commissioner, QAS may be granted leave on full pay for special circumstances.



Study and Research Assistance Scheme (SARAS) Procedure Statement 24/6/2005

SARAS Leave - Compulsory attendance - Desirable Residential

No deduction Paid N/A Up to 10 days per year No Leave may be granted with full salary dependant on the category of assistance provided by the Department to attend compulsory residential schools.This leave shall not be deducted from the employee's annual leave.

With full salary (+) 100% payment of reasonable travel and accommodation costs.

76.1 Emergency 1 QAS Policy


SARAS Leave - Compulsory attendance - Highly DesirableResidential





SARAS Leave - Compulsory attendance - EssentialResidential





SARAS Leave - Non Compulsory attendance - Desirable

No deduction Unpaid N/A Up to 5 days per year Leave may be granted without pay dependant on the category of assistance provided by the Department to attend non-compulsory residential schools.This leave may be deducted from the employee's annual leave or a mixture of unpaid and recreation leave may be taken at the discretion of the authorising officer.

Unpaid or debited to recreation leave bank/accrual days per TOIL subject to operationaconvenience and employees entitlements



SARAS Leave - Non Compulsory attendance - Highly Desirable




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SARAS Leave - Non Compulsory attendance - Essential





SARAS Leave - Special Leave

No deduction Unpaid N/A Fulltime study/research leave may be granted to QAS employees in exceptional circumstances for postgraduate, graduate or other tertiary studies and then only where there is a specific need withithe employee's immediate vocational area for the qualification sought.

Approval for such study assistance is to be dependant on the employee signing an agreement contracting them to remain with the QAS for a specific period beyond the completion of their course of study/research.

The period of leave taken without salary may effect the employee's entitlements with respect to leave accrual and salary increments because the period may not be accredited for service.



SARAS Leave - Course Attendance Leave

No deduction Paid N/A The employee may take up to 8 hours study per week with pay to enable the employee to attend lectures, tutorials and compulsory practical work associated with an approved course of study.

This leave may also be applied to courses other than tertiary courses which may teach special skills which are considered to be of particular value to the QAS.



SARAS Leave - Examination Leave

No deduction Unpaid N/A Leave without pay is available for examinations held in normal working hours providing the examination requirements cannot be reasonably satisfied outside these hours.

Leave without pay includes necessary travel time.



SARAS Leave - Study Leave (Other than for formal lectures or classes)

No deduction Unpaid N/A Leave without salary may be approved to enable an employee to prepare for examinations, assignments and other course assignment requirements is available to a maximum of 3 standard working days per subject per semester, up to a maximum of 12 days per year for all subjects.

This leave may be deducted from the employee's annual leave or a mixture of unpaid and recreation leave may be taken at the discretion of the authorising officer.


Transfer and Removal Expeses and Conditions 24/10/00

Transfer Leave No deduction Paid N/A An employee transferring to an advertised position that requires the officer to transfer to another town or city will be allowed one working day on full pay for each 500 completed kilometresof road travel by the most direct practicable route.

No Not applied to transfers initiated by an employee, however Commissioner QAS may approve in special circumstances.


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Reference Number





83 Emergency 1 Commissioner's Memo 45/04

Attendance at QSuper Seminars

No deduction Paid N/A Up to a maximum of 2 working days or rostered days inclusive of travelling time to attend pre-retirement seminars.

No The officer applying for the leave is 54 years of age or older.Employees are only eligible to attend one seminar only on paid leave.

84 Emergency 1 Qld Ambulance Service Enterprise Partnership Agreement 2005 Clause 4.1

Accrued Time Off

Policy currently under process

Accrued Time Entitlement + accrual balance deducted as per the employee's projected roster.

Paid 104 hours 2 hours per week Yes Only applies to officers who work an average of 40 hours per week. Officers who are currently working a true 38 hour week will not accumulate accrued time off.

Employees who access their accumulated accrued time will be paid the same rate of pay for the day on which the accrued time is accessed as would have applied had they been at work.

Accumulated accrued time will be taken in scheduled blocks in accordance with the Management of Scheduled Absences policy.

NOT EFFECTIVE UNTIL 1 OCTOBER 2007.

Employees will be paid for working a 38 hour week. However rosters will continue to reflect an average of 40 hours per week.

Entitlement pro rated for Part-time employees Casuals excluded

85 Emergency 1 Award Free Industrial Relations Act 1999Section 40ADES Cultural Leave Policy Statement

Cultural Leave - Full Pay

Annual Leave, TOIL, Banked or accrued days

Paid N/A up to 5 days each year No ■ Employee who is required by Aboriginal tradition or Island custom to attend an ATSI ceremony.Absence hours calculated as per work pattern or rostered hours.■ DES Policy states DES supports employees from diverse cultural backgrounds accessing their leave entitlements to fultil cultural or religious obligations or attend events or ceremonies that acknowledge their culture.

■ DES Policy states Cultural leave may be accessed in a number of ways including:a) Shift swaps;b. TOIL;c) Banked or accrued days;d) Annual leave; ore) Unpaid leave (maximum 5 days unpaid per annum for attending Aboriginal or Torres Strait Islander ceremonies only).

85.1 Emergency 1 Award Free Industrial Relations Act 1999Section 40ADES Cultural Leave Policy Statement

Cultural Leave - NoPay

No deduction Unpaid N/A up to 5 days each year ■ Employee who is required by Aboriginal tradition or Island custom to attend an ATSI ceremony.Absence hours calculated as per work pattern or rostered hours.■ DES Policy states DES supports employees from diverse cultural backgrounds accessing their leave entitlements to fultil cultural or religious obligations or attend events or ceremonies that acknowledge their culture.


87 Emergency 1 Industrial Relations Act 1999Section 238

Industrial Action - No Pay

No deduction Unpaid N/A N/A No Applies to employees engaged in strike action during scheduled work hoursAbsence hours calculated as per roster.

88 Emergency 1 Industrial Relations Act 1999Section 238

Industrial Action - Paid

No deduction Paid N/A N/A No Applies to employees engaged in strike action during scheduled work hoursAbsence hours calculated as per roster.

89 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.4 Long service leave & 11.2 Time and wages record 11.2.2 (f).

AFCOM Brisbane EPA Certified Agreement 1997 clause 4.15.

Directive 21/05 Long Service LeaveAll temporary, permanent, long term casuals and part time QAS employees

Long Service Leave Entitlement + accrual balance

Paid 1.3 weeks1.8935 hours per week

Granted 13 weeks after 10 years continuous service and 1.3 weeks for each subsequent year of continuous service and a proportional amount for an incomplete year.

No ■ Public holidays occuring during long service leave extend the period of the leave.■ QAS Pay & Allowances Policy states applications for LSL payments are to be submitted 4 weeks prior to the commencement of LSL.■ Casual employee's LSL entitlement worked out under s47, 48 & 49 of the IR Act1999.■ Directive states a casual employee's entitlement to long service leave is to be calculated as follows: Number of hours x rate of pay. Where: Nubmer of hours = total hours of work/52 x 13/10.■ Formula based on greater entitlement than the IR Act 1999.

■ QAS EPCA 2005 clause 5.2 states employees will be entitled to access pro rata long service leave after seven year's service. Pro rata cash equivalent of long service leave on termination will only be available in accordance with the terms of the IR Act 1999 s4Entitlement.■ For periods of approved leave without pay, long service leave does not accrue for any period.■ The IR Act 1999 defies a "long term casual employee" as a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least one year.

90 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.5 Adoption leave

Family Leave Award 2003 Clause 2.3; AFCOM Brisbane EPA Certified Agreement 1997 clause 4.16



Adoption Leave Primary Carer - Full Pay

No deduction Paid N/A 12 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Adoption leave to be taken as one unbroken period, as per QQAS EPCA 2005 and Directive 18/05.■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ An employee may, in lieu of or in conjunction with Adoption leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 52 week entitlement.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.



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Reference Number









Adoption Leave Primary Carer - Half Pay

No deduction Paid N/A 24 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Adoption leave to be taken as one unbroken period, as per QQAS EPCA 2005 and Directive 18/05.■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ An employee may, in lieu of or in conjunction with Adoption leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 52 week entitlement.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Adoption leave can also be taken at half-pay.■ Minimun period of parental leave on half-pay is two calendar weeks.■ Granting of the parental leave on a half-pay basis is subject to departmental convenience however requests for leave should not be unreasonably refused.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.






Adoption Leave - Secondary Carer - Full pay


No ■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.






Adoption Leave - Secondary Carer - Half pay


No ■ QAS EPA 1999 clause 5.6 (17) stated the guidelines for administration of paid Adoption leave will be the same as those applied to the Queensland Public Service.■ Leave to be taken as one unbroken period.■ An eligible employee is to present documentation from the Director-General of the relevant Qld Government department administering adoptions confirming that an adoption order has been made.■ An application for Adoption leave is to be submitted at least two months prior to the proposed period of leave.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to paid Adoption Leave.■ Paid sick leave is available to an employee on paid Adoption leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least 1 calendar week.■ Paid component of Adoption leave must commence from time of placement or of taking custody and is inclusive■ Adoption leave can be taken at half-pay.■ Minimun period of parental leave on half-pay is two calendar weeks.■ Granting of the parental leave on a half-pay basis is subject to departmental convenience however requests for leave should not be unreasonably refused.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.


94 Emergency 1 Family Leave Award 2003 clause 2.3.8

AFCOM Brisbane EPA Certified Agreement


Adoption Leave - special

No deduction Unpaid N/A Up to 2 days ■ An employee who is seeking to adopt a child is entitled to up to 2 days unpaid special leave to attend any compulsory interviews or examinations.■ Short term casuals are not entitled to paid adoption leave

■ Adoption leave - special is not applicable to short term casual employees.


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QAS ANNUAL LEAVE

Reference Number





95 Emergency 1 Family Leave Award 2003 clause2.3

AFCOM Brisbane EPA Certified Agreement 1997 clause 4.16



Pre-Adoption Leave - Primary Carer

No deduction Paid N/A 36.25 or 38 hrs ■ An employee who will be the primary care giver and who presents relevant documentation confirming the employee's status as a prospective adopter, will have access to paid leave up to a total of either 36.25 or 38 hours (based on the average number of ordinary hours worked in a week) per adoption to attend related interviews prior to the adoption of a child/children.■ An employee who will be the secondary care giver and who presents relevant documentation confirming that the employee is a prospective adopter, will have access to paid leave up to a total of either 7.25 or 7.6 hours (based on the average number of ordinary hours worked in a day) per adoption to attend related interviews prior to the adoption of a child/children.■ Short term casuals are not entitled to paid adoption leave

■ Pre-adoption leave is not applicable to short term casual employees.

96 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5• Family Leave Award 2003 clause 2.2 (DIR advised this Award due for update mid 2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b)& s29A, s29B & 29CAFCOM Brisbane EPA Certified Agreement 1997


parental leave - no pay

No deducation Unpaid N/A Up to a maximum of 104 weeks absence No. ■ A pregnant employee entitled to maternity leave, or currently taking maternity leave, may apply to the employer for an extension of the maternity leave for an unbroken period of up to 104 weeks in total. ■ Application for extension of maternity leave must be at least 4 weeks before the leave ends. ■ Employees on adoption or spousal leave can apply for a short period of leave up to an unbroken period up up to 8 weeks in total and a long period of up to an unbroken period of 96 weeks in total. ■ An employee entitled to parental leave for the adoption of a child, who is taking adoption leave for the adoption, for the birth of a child of the employee's spouse, or who is taking parental leave for the birth may apply for either or both short and long entitlements.■ Application for extension of long adoption leave must be at least 4 weeks before the leave ends.■ Application for extension of short adoption leave must be at least 2 business days before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.■ An employee on parental leave may apply to the employer to return to work on a part-time basis. The part-time work cannot extend beyond the day the child in relation to whom parental leave was taken, is required to be enrolled for compulsory schooling.

■ With regard to an extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaraton stating that they are the child's primary caregiver.■ An employee may not make more than one application to work on a part-time basis within any 12 month period, unless the employer agrees.





Annual Leave Entitlement + Accrual

Paid N/A 5 days per calendar year No ■ Use of recreation leave■ Absence hours calculated as per work pattern / rostered shifts■ Leave may be taken in single days or part days ■ Leave shall be exclusive of any shutdown period■ leave loading payment may be deferred in respect of a single day absences, until at least 5 consecutive days are taken.







Paid N/A N/A No ■ Use of TOIL■ Employee may elect to take time off in lieu of overtime to be a carer.■ Time taken off during ordinary hours to be taken at the ordinary time rate, ie an hour for each hour worked. ■ An employee may request any TOIL accured for the purposes of a carer role be paid at the overtime rate as per the parent award where such time has not been taken within 4 weeks of accrual.



Industrial Relations Act 1999 Division 3 Carer's Leave s39AFCOM Brisbane EPA Certified Agreement 1997


Carer's Leave for full time & part timepermanent & temporary employees


Paid N/A Up to 10 days in each year No ■ Care and support members of the employee's immediate family or household when ill or when an unexpected emergency arises.■ Carer's leave may be taken for part of a day.



Industrial Relations Act 1999 Division 3 Carer's Leave s39AFCOM Brisbane EPA Certified Agreement 1997


Carer's Leave - full time & part time permanent & temporary employees

No deduction Unpaid N/A 2 days per incident No ■ If employee has exhausted their paid carer's leave entitlement, they may take up to an additional 2 days unpaid carer's leave each time the employee needs to care for and support members of the employee's immediate family or household, as above.■ Carer's leave may be taken for part of a day.■ Employee may take additional unpaid carer's leave if the employer agrees.



Industrial Relations Act 1999 Division 3 Carer's leave s39AAFCOM Brisbane EPA Certified Agreement 1997


Carer's Leave - long term casual employees

Entitlement Unpaid 10 days each year No ■ Care and support members of the employee's immediate family or household when ill or when an unexpected emergency arises.■ Carer's leave may be taken for part of a day.■ Long term casual employees may take additional unpaid carer's leave if the employer agrees.



Industrial Relations Act 1999 Division 3 Carer's leave s39BAFCOM Brisbane EPA Certified Agreement 1997


Carer's Leave - short term casual employees

No deduction Unpaid 2 days per incident No ■ Care and support members of the employee's immediate family or household:- when ill;- when an unexpected emergency arises;- because of the birth of a child.■ carer's leave may be taken for part of a day.■ Short term casual employee may leave work or be unavailable to attend work for additional periods if the employer agrees.

■ Employee cannot take carer's leave if another person has taken leave to care for the same person unless there are special circumstances requiring more than one person to care for the person.■ Employee to provide a doctor's certificate or statutory declaration evidencing that the member is ill with an illness requiring care by another, if the employer requests it.


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Reference Number






AFCOM Brisbane EPA Certified Agreement 1997



Maternity Leave - Full Pay

No deduction Paid N/A 12 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Maternity leave as per QAS EPCA 2005 which states the guidelines for administration of paid Maternity leave will be the same as those applied to the Queensland Public Service.■ The paid maternity leave is to be taken as the initial absence on the approved period of leave.■ An application for maternity leave is to be submitted at least 10 weeks before the expected birth of the child/children, or, if the employee proposes to commence leave before the birth/date of confinement, 10 weeks before the date on which leave is to commence.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to maternity leave.■ Directive 18.05 states that where, after the first twenty weeks, a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the employee shall continue to be entitled to 12 weeks paid leave.■ An employee may, in lieu of or in conjunction with Maternity leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 104 week entitlement.■ Paid sick leave is available to an employee on paid parental leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least one calendar week.■ Paid component of Maternity leave is inclusive of public holidays.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.■ Directive 18/05 states an employee can be recalled to duty whilst on Parental leave, which does not break or extend the period of leave. Instead the employee may be paid as a casual under a mutually exclusive second contract.

■ Eligible employees are QAS employees, excluding casual employees other than long term casual employees, who have completed at least 12 months service in any one or more Queensland government departments or Queensland public service offices.■ For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee. ■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under this part (IR Act 1999 s15A).

104 Emergency 1 • Ambulance Service Employees' Award - State 2003,Clause 7.5




Maternity Leave - Half Pay

No deduction Paid N/A 24 weeks No ■ From 1 July 2005, QAS employees are entitled to 12 weeks’ paid Maternity leave as per QAS EPCA 2005 which states the guidelines for administration of paid Maternity leave will be the same as those applied to the Queensland Public Service.■ The paid maternity leave is to be taken as the initial absence on the approved period of leave.■ An application for maternity leave is to be submitted at least 10 weeks before the expected birth of the child/children, or, if the employee proposes to commence leave before the birth/date of confinement, 10 weeks before the date on which leave is to commence.■ Part time and long-term casual employees are entitled to the provisions on a pro rata basis.■ Short term casuals have no entitlement to maternity leave.■ Directive 18.05 states that where, after the first twenty weeks, a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the employee shall continue to be entitled to 12 weeks paid leave.■ An employee may, in lieu of or in conjunction with Maternity leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 104 week entitlement.■ Paid sick leave is available to an employee on paid parental leave. Sick leave may be granted instead of paid parental leave already approved where:► an employee submits a written application for sick leave, supported by a medical certificate or other evidence of the illness acceptable to the chief executive; and ► the period of illness is at least one calendar week.■ Paid component of Maternity leave is inclusive of public holidays.■ Maternity leave can also be taken at half-pay.■ Minimun period of parental leave on half-pay is two calendar weeks.■ Granting of the parental leave on a half-pay basis is subject to departmental convenience however requests for leave should not be unreasonably refused.■ Where less than the standard parental leave is taken, the unused portion of the period of paid leave cannot be banked or preserved in any way.■ Periods of paid leave during parental leave count as service for all purposes.

■ Eligible employees are QAS employees, excluding casual employees other than long term casual employees, who have completed at least 12 months service in any one or more Queensland government departments or Queensland public service offices.■ For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee. ■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement under this part (IR Act 1999 s15A).■ Directive 18/05 states an employee can be recalled to duty whilst on Parental leave, which does not break or extend the period of leave. Instead the employee may be paid as a casual under a mutually exclusive second contract.

105 Emergency 1 Ambulance Service Employees' Award - State 2003 Clause 7.5 Family Leave Award 2003 clause 2.1.9

AFCOM Brisbane EPA Certified Agreement DES Parental Leave

and Carer's Leave Policy Statement 16.7.2006

Special Maternity Leave All full time, part time, permanent, temporary and long term casual employees

No deduction Unpaid N/A Up to 52 weeks No ■ An employee not yet on maternity leave, whose pregnancy terminates after 28 weeks other than by the birth of a living child is entitled to Special Maternity Leave.■ Employee is entitled to such period of unpaid leave as a registered medical practitioner certifies as necessary before her return to work.■ An employee not yet on maternity leave is entitled to such paid sick leave as she is entitled, whether or not the illness is related to her pregnancy.■ The total of the above must not exceed the maximum entitlement of 52 weeks.

■ Eligible employees are those who have completed 12 months' qualifying employment either as a full time, part time or long term casual employee and whose expected confinement has been confirmed by a doctor. For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee.■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ Short term casuals have no entitlement to Special Maternity Leave.

106 Emergency 1 Ambulance Service Employees' Award - State 2003 Clause 7.5


Directive No. 18/05


Pre-Natal Leave No deduction Paid N/A 38 hrs No ■ An employee who presents a medical certificate from a doctor stating that she is pregnant will have access to paid leave up to a total of either 36.25 or 38 hours (based on the average number of ordinary hours worked in a week) per pregnancy to attend medical appointments prior to the birth of a child/children.■ Written application shall be submitted for every absence for which pre natal leave is sought and must be covered by a medical certificate.■ Pre-Natal leave cannot be taken on half-pay.■ Short term casual employee are not entitled to Pre-Natal leave

■ Pre-natal leave is not applicable to short term casual employees.


Industrial Relations Act 1999 Division 4 Bereavement leave s40 AFCOM Brisbane EPA Certified Agreement 1997

Bereavement Leave - Paid

No deduction Paid N/A As Approved


No ■ Entitled to at least two days bereavement leave on full pay on the death of a member of the person's immediate family or household.■ Excludes Casuals


■ Immediate family includes: (a) A spouse (including a former spouse, a defacto spouse and a former de facto spouse, spouse of the same sex) of the employee; and(b) A child or an adult child (including an adopted child, a foster child, an ex foster child, a stepchild or an ex nuptial child), parent, grandparent, grandchild, or sibling of the Employee or spouse of the Employee.


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Reference Number






Industrial Relations Act 1999 Division 4 Bereavement leave s40AFCOM Brisbane EPA Certified Agreement 1997

Bereavement Leave - No Pay

No deduction Unpaid N/A As Approved


No ■ All employees who require extra time to travel to and from the funeral or other ceremony for the death are entitleto an amount of unpaid bereavement leave equal to the time reasonably required for the travel.■ an employee may take additional leave as unpaid bereavement leave if the employer agrees.■ Casuals are entitled to at least two days unpaid bereavement leave on the death of a member of the person's immediate family or household.






Spousal Leave - Full Pay

No deduction Paid N/A One week (Interpreted as a 38 hr week) No. ■ Eligible employee to produce certificate from medical practitioner.■ Period of paid spousal leave to be taken as the initial absence on parental leave & is inclusive of any public holidays.■ The exact timing of such leave shall be at the employee's discretion.■ Can be taken on a half-pay basis.■ If financial hardship or other exceptional circumstances exist, the employee may ask and the chief executive may exercise discretion in paying the full spousal leave entitlement in advance.■ Short term casuals have no entitlement to Spousal Leave.






Spousal Leave - Half Pay

No deduction Paid N/A Two weeks (Interpreted as a 38 hr week) No. ■ Eligible employee to produce certificate from medical practitioner.■ Period of paid spousal leave to be taken as the initial absence on parental leave & is inclusive of any public holidays.■ The exact timing of such leave shall be at the employee's discretion.■ Can be taken on a half-pay basis.■ If financial hardship or other exceptional circumstances exist, the employee may ask and the chief executive may exercise discretion in paying the full spousal leave entitlement in advance.■ Short term casuals have no entitlement to Spousal Leave.






Pre natalSpousal Leave

No deduction Paid 7.25 hrs or 7.6 hrs (based on the average numbeof ordinary hours worked in a day)

No. ■ Employee to present a medical certificate from doctor stating that their spouse is pregnant.■ Written application to be submitted for every absence for which pre natal leave is sought.■ Each absence on pre natal leave must be supported by documentary evidence relating to the medical appointment.■ Short term casuals have no entitlement to Spousal Leave.



Directive 18/05 clause 3.3.5 (b)


Pre-Adoption - Secondary Carer

No deduction Paid N/A 7.25 hrs or 7.6 hrs (based on the average numbeof ordinary hours worked in a day)

No. ■ An employee who is the secondary care giver is to present a letter from the Director-General of the relevant Qld Government department administering adoptions confirming that the employee is a prospective adopter.■ Written application to be submitted for every absence for which pre natal leave is sought.■ Each absence on pre natal leave must be supported by documentary evidence relating to the medical appointment.■ Short term casuals have no entitlement to Spousal Leave.

113 Emergency 1 • Ambulance Service Employees' Award - State 2003

QAS Policy - Remote Area Incentives AFCOM Brisbane EPA Certified Agreement

Staff Development Purposes (SDP) Special Leave

No Deduction Paid 1 day after 4 months of service

Up to 3 days No ■ All Operational staff in category 6 & 7 stations may apply for up to 3 days special leave SDP.■ Application to be approved by the Assistant Commissioner.■ SDP does not attract projected penalty rates or leave loading.

■ SDP accrues on a pro-rate basis that is officer is entitled to 1 day SDP after 4 months of service in the relevant location■ It appears that SDP Special Leave does not accrue beyond 12 months (as per LeaveSpecial file BSS 10640)

114 Emergency 1 Ambulance Service Employees' Award - State 2003, Clause 7.7

QAS Policy Jury Service


Jury Service No Deduction Paid N/A No. No ▪ Applies to all QAS employees■ The employee shall provide proof of attendance and the duration of their attendance within 10 working days of completion of the jury service.▪ All fees, other than travel and accommodation expenses, paid to an employee for their service as a juror while on paid leave, shall be paid to the QAS within ten (10) working days of receipt. ▪ Such fees paid by cheque to the employee should be endorsed to the QAS. ▪ The employee shall provide proof of attendance, the duration of their attendance and the amount received for jury service within ten (10) working days of completion of the jury service. ▪ The Area Director is responsible for ensuring all juror fees received by the QAS shall be allocated to the correct cost centre code.▪ An employee on higher duties for 3 months or more, or have approved higher duties approved for a period 3 months or more immediately preceding jury service, and returns to to higher duties immediately following jury service, is entitled to be paid at the higher duty rate while on jury service.

▪ Special Leave on full pay (base rate only) is granted to officers required to perform jury service

115 Emergency 1 QAS PolicyCourt Appearance


Court Appearance No deduction Paid N/A Employees will be released from duty to attend court appearances.

No. • Applies to all QAS employees• Officers required to attend court should do so during working hours. If required to attend on a rostered day off, every effort should be made to change the roster. If this is not practical, the officer is to be offered time off in lieu. ▪ As Crown employees, ambulance officers are not entitled to witness or attendance fees. Any such fees received by officers must be refunded to the QAS within ten days of receipt. This is standard procedure for all Crown employees. Those fees which may be payable to an officer are described below and should be claimed via the yellow witness forms available at each courthouse. ▪ The court may pay an overnight allowance if an officer, due to distances involved, is required to stay away from home overnight to give evidence. The court may also pay a meal allowance if the officer is required to attend for more than twelve hours. ▪ If the officer attends court in a QAS vehicle, the court may pay for any parking fees incurred. ▪ Where it is not possible for an ambulance officer to be provided with a QAS vehicle, the court may pay a travel allowance based on public transport rates. If no public transport is available in that area, the court may pay a stan▪ Travel/accommodation money paid by the court is to be retained by the officer


Qld Ambulance Service Enterprise Partnership Agreement 2005 Clause 2.2.14 AFCOM Brisbane EPA Certified Agreement

Industrial Relations Education Leave

No deduction Paid N/A Employees upon application may be granted up to 5 working days (or the equivalent hours) per calendar year (non accumulative) to attend industrial relations education sessions.

No. • Applies to all QAS employees■ Additional leave may be granted, over and above the 5 days (or equivalent hours) where approved structured employees' training courses involve more than 5 working days.

Additional leave (in excess of 5 days) will be subject to consultation between the delegated authority, the relevant union and the employee. The additional leave is at the discretion of the Chief Executive (or delegated authority) of the QAS.


DPW RTI Release

QAS ANNUAL LEAVE

Reference Number








No deduction Paid N/A Employees may be granted paid time off in special circumstances to attend Management Committee Meetings, Union Conferences, and ACTU Congress.

No. • Applies to all QAS employees This leave is subject to approval by the Chief Executive (or delegated authority) of the Agency.




No deduction Unpaid N/A Employees may be granted special leave withoupay to undertake work with their union.

No. • Applies to all QAS employees This leave is at the discretion of the Chief Executive (or delegated authority) of the QAS.

119 Emergency 1 Ambulance Service Employees' Award - State 2003, Clause 4.11.4


Time off during Notice Period - Termination

No deduction Paid N/A 1 day No An employee shall be allowed up to one day's time off without loss of pay for the purpose of seeking other employment.

■ Only applicable during the period of notice of termination given by the employer.■ In the case of redundancy, an employee may take more than one day off without loss of pay during each week of the notice period upon the provision of evidence of attendance at an interview.(4.13.4)

120 Emergency 1 Ambulance Service Employees' Award - State 2003, Clause 4.13.4


Time off during Notice Period - Redundancy

No deduction Paid N/A 1 day during each week of notice No an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

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

121 Emergency 1 Ambulance Service Employees' Award - State 2003

Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 Clause 4.8 AFCOM Brisbane EPA Certified Agreement

Break from Duty No deduction Paid N/A All employees will be given an uninterrupted breafrom duty of at least ten consecutive hours between cessation of a rostered shift and the commencement of the following rostered shift.

No Where an employee is required to undertake out of hours duty between the hours of 9.00pm and 5.00am, the ten hour break shall commence upon the completion of such duty.

Where an employee has not had an uninterrupted ten hour break between the cessation of a rostered shift and the commencement of the following rostered shift, such employee shall not be required to commence duty until such time as an uninterrupted break of ten hours has occurred. Such absence between the commencement of a rostered shift and the actual commencement of duty shall be paid as if duty commenced at the rostered starting time.

2005 EPA - Clause 4.8 (e)

If, on the instruction of the employer, such an employee resumes or continues work without having had ten consecutive hours off duty, the employee shall be paid at the raof double time until released from duty until for such period and then shall be entitled to be absent until ten consecutive hours off duty, without loss of pay for ordinary working time that has occurred during such absence.


Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 Clause 4.8 (f) AFCOM Brisbane EPA Certified Agreement

Stand Down No deduction Paid N/A Eligible employees will be stood down from duty and will not be available to respond for a period of ten hours.

Employees who have not had an uninterrupted ten hour break in a 36 hour period (subject to the following conditions) will be stood down from duty and will not be available to respond for a period of ten hours. For the employee to be eligible for stand down, the 36 hour period must include three separate callouts spread ova six hour period (or six hours work) between 9.00pm and 5.00am and a further callout in the following shift period.Employee paid at their base rate, plus any week-end penalties where the stand down hours occur during a week-end.

Any instances in which an employee is stood down must be reported to the Partnership Steering Committee.


Qld Ambulance Service Enterprise Partnership Agreement 2002 Clause 6.3 AFCOM Brisbane EPA Certified Agreement

Rest Breaks After Extreme Working Hours

No deduction Paid N/A 4 day rest break inclusive of Rostered Days Off No If an employee works, including ordinary and overtime, (including time actually worked during callouts while on-call) but excluding periods of on-call where there are no callouts:(a) An average of sixty hours per week over a four week period; or (b) Twenty-six days over a four week period; or (c) An average of fifty-four hours per week over an eight week period; or(d) Fifty-one days over an eight week period; or(e) Seventy four days over a twelve-week period;Then it is an incident of the employee's employment that they will be immediately released from any duty to have a four-day rest break during which time they will continue to be paid all ordinary rostered wages and allowances that would otherwise have been due to the employee for rostered work within the period had they not been released from duty.Employee paid at their base rate, plus any week-end penalties where the stand down hours occur during a week-end.

Employee cannot claim more than once for any period

125 Emergency 1 Ambulance Service Employees' Award - State 2003Clause 7.2.6AFCOM Brisbane EPA Certified Agreement

WorkCover Act


Workcover No deduction Paid N/A No ▪ Any Employee who is incapacitated for work on account of injury or illness while on duty or in the discharge of aduty incidental to such Employee's work as an Ambulance Officer entitling the Employee to compensation under tWorker's Compensation and Rehabilitation Act 2003 , shall be entitled to leave of absence and during such absence shall, for a period of up to 52 weeks receive the weekly wage. If during the 52 week period the workers compensation payment is less than the weekly wage, the Queensland Ambulance service will pay the difference between such payment and weekly wage.▪ Entitlement is for an accepted Workcover claim.▪ While waiting for the workers' compensation insurer to determine liability on a claim a worker should access accrued sick leave entitlements for any time lost.▪ Use of annual or long service leave entitlement while waiting for a decision on a workers' compensation claim should be used as a last resort only and is dependent on approval from the relevant Supervisor/Manager.

"Weekly wage" is defined as per the Workers Compensation and Rehabilitation Act 2003 definition.

Wages means the total amount paid, or provided by, an employer to, or on account of, a worker as wages, salary or other earnings by way of money or entitlements having monetary value, but does not include—(a) allowances payable in relation to any travelling, car, removal, meal, education, living in the country or away from home, entertainment, clothing, tools and vehicle expenses; and(b) superannuation contributions, for deciding the amount of compensation payable to a worker under chapter 3 or 4; and(c) lump sum payments on termination of a worker’s services for superannuation, accrued holidays, long service leave or any other purpose; and(d) an amount payable under section 66.

126 Emergency 1 Ambulance Service Employees' Award - State 2003. Clause 7.2.6AFCOM Brisbane EPA Certified Agreement

WorkCover Act


Recreation Leave "Pending" Work Cover



Annual Leave loading is not paidAnnual Leave deducted while workcover approval is pending is reimbursed on approval of workcover


WorkCover Act


Sick Leave "Pending" Work Cover



Sick Leave deducted while workcover approval is pending is reimbursed on approval oworkcover


WorkCover Act


LSL Full Pay "Pending" Work Cover


Paid N/A No Absence hours calculated as per roster and for casual employees based on average hours worked.No part days allowed.No negative leave entitlement allowed.Minimum two week period applies.Casuals eligible

Long Service Leave deducted while workcover approval is pending is reimbursed on approval of workcover


DPW RTI Release

QAS ANNUAL LEAVE

Reference Number






DES Policy AFCOM Brisbane EPA Certified Agreement

TOIL

New DES TOIL Policy currently in draft format awaiting all stakeholder approval

No deduction Paid N/A No TOIL will accrue at the rate of single time for each hour worked.TOIL cannot be accrued on a Public Holiday.TOIL can only be accrued if the period of TOIL covers the full shift, however, in exceptional circumstances, Managers are able to approve the accumulation of TOIL in periods of less than a full shift for employees, provided all other conditions of the Policy are met.TOIL balances cannot accrue from shift overruns.The maximum number of hours of TOIL that can be accumulated during a quarter is 40 hours. Any hours accumulated beyond 40 hours will be paid the balance of time worked as TOIL exceeding 40 hours at the relevant overtime rate. Casual employees and volunteers are excluded from accruing TOIL.

Managers may approve the accumulation of TOIL for employees in the following circumstances, where: a) accumulation of TOIL is authorised by an appropriately delegated officer prior to the period of overtime being worked; ORb) the employee responds to an incident that requires a mandatory response or emergency call-out;ANDc) it is likely that the employee and their Manager are able to agree on a date to take thaccumulated TOIL within a reasonable period.

130 Emergency 1 QAS Policy AFCOM Brisbane EPA Certified Agreement

Military Training Leave - Army Reserve Forces


No Calendar days include Saturdays and Sundays and/or rostered days off in the case of shift workers


Military Training Leave - Navy Reserve Forces



Military Training Leave - Air Reserve Force



Military Training Leave - Additional

No deduction Paid N/A Up to a maximum of four days An officer may be granted additional leave up to a maximum of four days, subject to certification by the Commanding Officer that the additional days are required for the purpose of:- Travel from place of residence and return to attend a period of continuous training.- Participation in an advance or rear party in connection with a period of continuous training.


Military Leave - Volunteer Service

No deduction Unpaid N/A An employee who is released by the Commissioner, QAS to undertake volunteer service for the Australian Defence Force is entitled to leave without pay.

Release of a reservist from the QAS is at the discretion of the Commissioner, QAS.

All leave without pay is to be counted as service for all purposes except recreation leave. However, the first three months of leave without pay will count as service for recreation leave.

If the employee is required to undertake training prior to the volunteer service, the employee is entitled to paid leain accordance with the provisions of Military Training Leave.

135 Emergency 1 QAS Policy and Procedures manual Chapter 58 Leave EntitlementsAFCOM Brisbane EPA Certified Agreement

Special leave without salary

No deduction Unpaid N/A An employee may be granted leave without pay for special circumstances.

No An employee on application to the Commissioner, QAS may be granted leave without pay for special circumstances.


136 Emergency 1 QAS Policy and Procedures manual Chapter 58 Leave EntitlementsAFCOM Brisbane EPA Certified Agreement

Special Leave - other exceptional circumstances

No deduction Paid N/A An employee may be granted leave on full pay fospecial circumstances.

An employee on application to the Commissioner, QAS may be granted leave on full pay for special circumstances.


137 Emergency 1 QAS Policy Study and Research Assistance Scheme Procedure Statement 24/6/2005AFCOM Brisbane EPA Certified Agreement

SARAS Leave - Compulsory attendance - DesirableResidential


With full salary (+) 100% payment of reasonable travel and accommodation costs


SARAS Leave - Compulsory attendance - Highly DesirableResidential




SARAS Leave - Compulsory attendance - EssentialResidential




SARAS Leave - Non Compulsory attendance - Desirable


Unpaid or debited to recreation leave, bank/accrued days or toil subject to operational convenience and employees entitlements


DPW RTI Release

QAS ANNUAL LEAVE

Reference Number






SARAS Leave - Non Compulsory attendance - Highly Desirable




SARAS Leave - Non Compulsory attendance - Essential




SARAS Leave - Special Leave

No deduction Unpaid N/A Fulltime study/research leave may be granted to QAS employees in exceptional circumstances for postgraduate, graduate or other tertiary studies and then only where there is a specific need withithe employee's immediate vocational area for the qualification sought.

Approval for such study assistance is to be dependant on the employee signing an agreement contracting them to remain with the QAS for a specific period beyond the completion of their course of study/research.

The period of leave taken without salary may effect the employee's entitlements with respect to leave accrual and salary increments because the period may not be accredited for service.



No deduction Paid N/A The employee may take up to 8 hours study per week with pay to enable the employee to attend lectures, tutorials and compulsory practical work associated with an approved course of study.

This leave may also be applied to courses other than tertiary courses which may teach special skills which are considered to be of particular value to the QAS.



No deduction Unpaid N/A Leave without pay is available for examinations held in normal working hours providing the examination requirements cannot be reasonably satisfied outside these hours.

Leave without pay includes necessary travel time.



No deduction Unpaid N/A Leave without salary may be approved to enable an employee to prepare for examinations, assignments and other course assignment requirements is available to a maximum of 3 standard working days per subject per semester, up to a maximum of 12 days per year for all subjects.

This leave may be deducted from the employee's annual leave or a mixture of unpaid and recreation leave may be taken at the discretion of the authorising officer.

147 Emergency 1 QAS Policy Transfer and Removal Expenses and Conditions 24/10/2000AFCOM Brisbane EPA Certified Agreement

Transfer Leave No deduction Paid N/A An employee transferring to an advertised position that requires the officer to transfer to another town or city will be allowed one working day on full pay for each 500 completed kilometresof road travel by the most direct practicable route.

No Not applied to transfers initiated by an employee, however Commissioner QAS may approve in special circumstances.

148 Emergency 1 Commissioner's Memo 45/04 AFCOM Brisbane EPA Certified Agreement


No deduction Paid N/A Up to a maximum of 2 working days or rostered days inclusive of travelling time to attend pre-retirement seminars.

No The officer applying for the leave is 54 years of age or older.Employees are only eligible to attend one seminar only on paid leave.

149 Emergency 1 Qld Ambulance Service Enterprise Partnership Agreement 2005 Clause 4.1 AFCOM Brisbane EPA Certified Agreement

Accrued Time Off

Currently under Development

Accrued Time Entitlement + accrual balance deducted as per the employee's projected roster.

Paid 104 hours 2 hours per week Yes Only applies to officers who work an average of 40 hours per week. Officers who are currently working a true 38 hour week will not accumulate accrued time off.

Employees who access their accumulated accrued time will be paid the same rate of pay for the day on which the accrued time is accessed as would have applied had they been at work.

Accumulated accrued time will be taken in scheduled blocks in accordance with the Management of Scheduled Absences policy.

NOT EFFECTIVE UNTIL 1 OCTOBER 2007.

Employees will be paid for working a 38 hour week. However rosters will continue to reflect an average of 40 hours per week.

Entitlement pro rated for Part-time employees Casuals excluded

150 Emergency 1 Award Free Industrial Relations Act 1999Section 40ADES Cultural Leave Policy Statement AFCOM Brisbane EPA Certified Agreement

Cultural Leave - Full Pay

Annual Leave, TOIL, Banked or accrued days

Paid N/A up to 5 days each year No ■ Employee who is required by Aboriginal tradition or Island custom to attend an ATSI ceremony.Absence hours calculated as per work pattern or rostered hours.■ DES Policy states DES supports employees from diverse cultural backgrounds accessing their leave entitlements to fultil cultural or religious obligations or attend events or ceremonies that acknowledge their culture.


151 Emergency 1 Award Free Industrial Relations Act 1999Section 40ADES Cultural Leave Policy Statement AFCOM Brisbane EPA Certified Agreement

Cultural Leave - NoPay

No deduction Unpaid N/A up to 5 days each year ■ Employee who is required by Aboriginal tradition or Island custom to attend an ATSI ceremony.Absence hours calculated as per work pattern or rostered hours.■ DES Policy states DES supports employees from diverse cultural backgrounds accessing their leave entitlements to fultil cultural or religious obligations or attend events or ceremonies that acknowledge their culture.


152 Emergency 1 Industrial Relations Act 1999Section 238 AFCOM Brisbane EPA Certified Agreement

Industrial Action - No Pay

No deduction Unpaid N/A N/A No Applies to employees engaged in strike action during scheduled work hoursAbsence hours calculated as per roster.


DPW RTI Release

QAS ANNUAL LEAVE

Reference Number





153 Emergency 1 Industrial Relations Act 1999Section 238 AFCOM Brisbane EPA Certified Agreement

Industrial Action - Paid

No deduction Paid N/A N/A No Applies to employees engaged in strike action during scheduled work hoursAbsence hours calculated as per roster.


DPW RTI Release

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y

r

e

Reference Number Agency Cluster H2R Frame

work Industrial Award Reference / Source Directive / Circular Absence Type

Leave Deductio

n

Paid / Unpaid

Accrual Rate per year Entitlement


Interpretation or unique requirements Comments Variation Code Issue Comments

11

Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.2 Sick leave.

Qld Ambulance Service Enterprise Partnership Agreement 1999,Clause 5.6 (15) & (18).Qld Ambulance Service Enterprise Partnership Certified Agreement 2005 clause 5 & Appendix 4 clause 4.

Sick LeaveAll part time temporary and permanent QAS employees

Sick Leave Entitlement + accrual balance

Paid Part time hours proportionate to full time hours 8 hours per 5 weeks service

Part time hours proportionate to full time hours 80 hours per annum

No • During the first 3 months of relieving, an employee is entitled to be paid up to 5 working days sick leave at the relieving rate. Sick leave in excess of the 5 working days during the 3 month period will be paid at the employee's substantive rate. After the completion of 3 months relieving, and continuance of such relieving, sick leave is paid at the relieving rate. • Casuals are not eligible for paid sick leave.• If an employee is sick for a period of 3 consecutive days or more during a period of annual leave, sick leave can be granted in lieu of annual leave upon provision of a medical certificate. • For Officers on an averaged rate the following provisions apply:(a) Officers rostered to work a shift on a Saturday, and apply for and are granted sick leave, shall have the amount of the averaged rate reduced by one-sixth for each such absence during a fortnighly pay period. (b) Officers rostered to work a shift on a Sunday, and apply for and are granted sick leave, shall have the amount of the averaged rate reduced by one-third for each such absence during a fortnighly pay period.

• A part time employee's sick leave accrual should be in the same proportion that a part time worker's hours bear on the ordinary weeklworking hours in the Award.• New & temporary employees will accumulate sick leave on a proportional basis. • Medical Certificate required if period exceeds 2 consecutive periods of duty.• QAS EPCA 2005 have removed public holidays from the averaged rate.• During approved periods of leave without pay, sick leave does not accrue for any period of the leave.

DA

Combined row ref. no. 10 & 11 as conditions are

identical except pro rata for part-time employees which

can be captured in Interpretation column.

14

Emergency 1 Ambulance Service Employees' Award - State

2003.Clause 7.5 Adoption leave.Family Leave Award 2003

clause 2.3.

Qld Ambulance Service Enterprise Partnership Agreement 1999,

Clause 5.6 (17).

Adoption LeaveAll full time & part

time temporary and permanent QAS

employees and long term casual employees.

No deduction

Unpaid N/A Up to a maximum of 52 weeks taken in one or two periods of adoption leave inclusive of the 12 weeks

paid leave.

No ■ Employees are required to produce:a) a statement from an adoption agency or other appropriate organisation detailing the presumed date of placement of the child; orb) a statement from the appropriate Government authority confirming that the employee is to have custody of the child pending application foan adoption order.■ Any periods of adoption leave taken or to be taken by the employee's spouse will reduce the 52 week entitlement.■ An employee may, in lieu of or in conjunction with adoption leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 52 week entitlement.■ An employee may work part-time in one or more periods at any time from the date of placement of the child until the 2nd anniversary of the placement.■ Paid sick leave is not available to an employee on unpaid parental leave.

■ Eligible employees are those who have completed 12 months' qualifying employment and provide a statement from an adoption agency or other appropriate body of the presumed date of placement of the child.■ In determining the qualifying period for part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee.■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employeseeks to access an entitlement under this part (IR Act 1999 s15A).■ Short term casuals have no entitlement to Adoption leave.

DA Y

To be replaced with row ref. no. 17

Roll up into Parental leave unpaid for maternity, adoption and spousal

leave?

6/9/06: Brett agrees to change

18

Emergency 1 • Ambulance Service Employees' Award - State

2003,Clause 7.5

• Family Leave Award 2003 clause 2.2 (DIR advised this Award due for update mid

2006)

Industrial Relations Act 1999 s29B Employee on parental leave may apply to

work part-time

No deducation

No deducation

N/A An employee on parental leave may apply to the

employer to return to work on a part-time basis.

No. ■ The part-time work cannot extend beyond the day the child in relation to whom parental leave was taken, is required to be enrolled for compulsory schooling.

■ An employee may not make more than one application within any 12 month period, unless the employer agrees.

DA

Not an absence type - Delete

Transferred entitlement and relevant information to row

ref. no. 17


19


2003,Clause 7.5

• Family Leave Award 2003,Clause 3.1

Special Responsibility

(Carer's) Leave for full time & part time

permanent & temporary employees


Paid N/A 5 days per calendar year No ■ Use of sick leave ■ Absence hours calculated as per work pattern / rostered shifts.■ Leave may be taken in single days or part days.■ An employee may take unpaid carer's leave instead of paid sick leave.


DA

To be replaced by row ref. no. 24


23


2003,Clause 7.5


Industrial Relations Act 1999 Division 3 Carer's Leave s39 (2)


(Carer's) Leave for long term casual

employees

No deduction

Unpaid N/A 5 days per calendar year No ■ Employees may take unpaid leave for caring purposes ■ The employee must, if required by the employer, produce a doctor's certificate or statutory declaration that the member is ill with an illness that requries care by another.■ An employee cannot take leave if another person has taken leave to care for the same person.

DA

To be replaced by row ref. no. 26

6/9/06: Brett agees


DPW RTI Release

s

e

29


2003,Clause 7.5


Qld Ambulance Service Enterprise Partnership Certified Agreement

2005,Clause 5.3.

Maternity LeaveAll full time and part time temporary and

permanent QAS employees and long

term casual employees

No deduction

Unpaid N/A Up to a maximum of 52 weeks taken in one or two periods of maternity leave inclusive of the 12 weeks

paid leave

No ■ Employees are required to produce:a) a certificate from a medical practitioner stating the expected date of birth (to be provided at least 10 weeks before the expected date of birth);b) notice of intent to commence maternity leave at least four weeks before commencing the leave;c) a written statement of particulars of parental leave to be taken by the pregnant employee's spouse in relation to the pregnancy.■ Any periods of maternity leave taken or to be taken by the employee'spouse will reduce the 52 week entitlement.■ An employee may, in lieu of or in conjunction with maternity leave, take any annual leave or long service leave or any part thereof to which the employee is entitled, provided that it does not exceed the 52 week entitlement.■ An employee may work part-time in one or more periods at any time from the date of birth of the child until its 2nd birthday.■ Paid sick leave is not available to an employee on unpaid parental leave.

■ Eligible employees are those who have completed 12 months' qualifying employment either as a full time, part time or long term casual employee and whose expected confinement has been confirmed by a doctor. ■ For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee.■ A temporary employee cannot be granted leave of any kind beyond the date on which the temporary employment terminates.■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employeseeks to access an entitlement under this part (IR Act 1999 s15A).■ Short term casuals have no entitlement to maternity leave.

DA Y


Roll up into Parental leave unpaid for maternity, adoption and spousal

leave?

6/9/06: Brett agrees

30


2003,Clause 7.5


Qld Ambulance Service Enterprise Partnership Certified Agreement

2005,Clause 5.3.

Directive No. 18/05

Circular No. C5/05

Special Maternity Leave

All full time, part time, permanent, temporary & long

term casual employees.

No deduction

Paid N/A 12 weeks No ■ Directive 18.05 states that where, after the first twenty weeks, a pregnancy terminates in other than the birth of a living child or where the child dies during the period of paid maternity leave, the employee shall continue to be entitled to 12 weeks paid leave.■ From 1 July 2005, QAS employees are entitled to 12 weeks' paid maternity leave as per QAS EPCA 2005.

■ Eligible employees are those who have completed 12 months' qualifying employment either as a full time or part time or long term casual employee and whose expected confinement has been confirmed by a doctor. For part time employees, the period of employment is counted by passage of time and not by the completion of equivalent hours as worked by a full time employee.■ Short term casual employees have no entitlement to Special Maternity leave.

DA Y

Same entitlement as row ref. no. 28, just specfic criteria - Delete row.

Add special criteria to Row ref. no. 28's interpretation.


34


2003,Clause 7.5


2006)


work part-time

No deduction

No deduction





DA



ref. no. 33

6/9/06: Brett agrees to delete row

35


2003,Clause 7.3 & 7.5

• Family Leave Award 2003 Part 4.1.1 & 4.1.3.

Bereavement Leave

Full time and part time permanent and

temporary employees

No deduction

Paid N/A Up to two working days in each instance.

No ■ Leave shall be without deduction of pay for a period not exceeding the number of hours worked by the employee in 2 ordinary days of work.■ Death certificate to be provided as proof.■ Only Full time & Part-time employees are eligible.■ Immediate family includes:a) A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employeeb) A child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.

DA Y



36


2003,Clause 7.3 & 7.5

• Family Leave Award 2003 Part 4.1.4.

Bereavement Leave

Full time and part time permanent and

temporary employees

No deduction

Unpaid N/A N/A No ■ An employee with the consent of the employer, may apply for unpaid leave when a member of the Employee's immediate family or household dies and their period of bereavement leave entitlement is insufficient.■ Death certificate to be provided as proof.■ Only Full time & Part-time employees are eligible.■ Immediate family includes:a) A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employeeb) A child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.

DA Y



37


2003,Clause 7.3 & 7.5


Bereavement Leave

Long term casual employees

No deduction

Unpaid N/A At least 2 days No ■ A long term casual employee is entitled to at least 2 days unpaid bereavement leave on the death of a member of the person's immediate family or household in Australia.■ A long term casual employee is a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least one year immediately before the employee seeks to access an entitlement.■ Death certificate to be provided as proof.■ Immediate family includes:a) A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employee;b) A child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee.

■ Short term casual employees have no entitlement to Bereavement leave.

DA Y




DPW RTI Release

QAS ANNUAL LEAVE

Reference Number





7 Emergency 1 Ambulance Service Employees' Award - State 2003.Clause 7.1 annual leave.

Family Leave Award 2003 clause 3.3 & 2.1.10;Commissioner's Memorandum 35/01 Annual Leave Payment;QAS Workplace Reform Agreement 1995;

Annual LeaveRegional Communicat-ions Officers and Supervisors.


Paid 6 weeks 2 days9.3218 hours per fortnight

6 weeks 2 days9.3218 hours per fortnight


6 weeks 2 days All provisions of the Ambulance Service Employees' Award - State 2003 clause 7.1 apply. Annual Leave


■ During approved leave without pay, annual leave accrues for the first 3 months only Act 1999 s11(5) (a).


Queensland Ambulance Service Enterprise Partnership Certified Agreement 2005 clause 5.2;Industrial Relations Act 1999 Chapter 2 Part 3 LongService Leave;Family Leave Award 2003 clause 2.1.10;Qld Ambulance Service EPA 1999, clause 5.6 (16);

Directive 05/07 Long Service LeaveAll temporary, permanent, long term casuals and part time QAS employees


Paid 1.3 weeks76 hours = 1.8935 hours per fortnight

Granted 13 weeks after 10 years continuous service and 1.3 weeks for each subsequent year of continuous service and a proportional amount for an incomplete year.

EPA 2005 - Clause 5.2 Long Service Leave(a) Employees will be entitled to access pro rata long service leave afte seven year's service. Pro rata cash equivalent of long service leave on termination will only be available in accordance with the terms of the Industrial Relations Act 1999.

(b) Where an employee voluntarily reverts to a lower classification, the employee will be entitled to leave accrued as at the date of the reversion athe salary applicable at the date of the reversion. Employees will not be compelled to take accrued long service leave at the date of voluntary reversion to a lower classification.

(c) Subject to any amendments to the Industrial Relations Act 1999 during the life of this Agreement, all other entitlements and conditions in relation to long service leave will remain as existing at the commencement of this agreement.

No ■ Public holidays occuring during long service leave extend the period of the leave.■ QAS Pay & Allowances Policy states applications for LSL payments are to be submitted 4 weeks prior to the commencement of LSL.■ Casual employee's LSL entitlement worked out under s47, 48 & 49 of the IR Act1999.■ Directive states a casual employee's entitlement to long service leave is to be calculated as follows: Number of hours x rate of pay. Where: Nubmer of hours = total hours of work/52 x 13/10.■ Formula based on greater entitlement than the IR Act 1999.■ The minimum period of Long Service Leave that may be taken at any one time is one calendar week.

■ QAS EPCA 2005 clause 5.2 states employees will be entitled to access pro rata long service leave after seven year's service. Pro rata cash equivalent of long service leave on termination will only be available in accordance with the terms of the IR Act 1999 s4Entitlement.■ For periods of approved leave without pay, long service leave does not accrue for any period.■ The IR Act 1999 defies a "long term casual employee" as a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least one year. Where an employee voluntarily reverts to a lower class, the employee is entitled to LSL accrued as at the date of the reversion at the employee's class and paypoint immediately preceding the reversion. LSL accrued after reversion to a lower class (including any subsequent promotion to a class < the class prior to reversion) is payablat the the employee's class and paypoint at the time of taking leave. LSL accrued at thlower class will be exhausted before drawing down on the LSL accrual from prior to rev


Queensland Ambulance Service Enterprise Partnership Certified Agreement 2005 clause 5.2;Industrial Relations Act 1999 Chapter 2 Part 3 LongService Leave and ss47 - 49 ; Family Leave Award 2003 clause 2.1.10;Qld Ambulance Service EPA 1999, clause 5.6 (16);

Directive 05/07 Long Service Leavelong term casuals QAS employees


Paid Casual employees have an entitlement to long service leave if it can be established tha they have been regularly and continuously employed by the same employer. However the continuous service ends if the employment is broken by morethan 3 months between the end of 1 employment contract and the start of the next employment contract.

No Casual entitlement to long service leave is calculated as the number of hours for the complete period of employment worked/52 x 13/10 (Minister for Employment, Training and Indutrial Relations Directive No. 3/05).

[Formula based on greated entitlement than IR Act provision. Formula found in Directive 21/05].

Where an employee voluntarily reverts to a lower class, the employee is entitled to LSL accrued as at the date of the reversion at the employee's class and paypoint immediately preceding the reversion. LSL accrued after reversion to a lower class (including any subsequent promotion to a class < the class prior to reversion) is payablat the the employee's class and paypoint at the time of taking leave. LSL accrued at thlower class will be exhausted before drawing down on the LSL accrual from prior to reversion .


DPW RTI Release

e

e

45


2003,Clause 7.5


2006)


work part-time

No deduction

No deduction





DA



ref. no.


46


2003,Clause 7.5


2006)

Directive 18/05 clause

3.2.3

Parental Leave re Maternity

All full time, part timetemporary and



No deduction

Unpaid N/A Up to a maximum of 51 weeks taken in one unbroken period.

No. ■ A further unbroken period of up to 51 weeks in order to be the primary caregiver of a child provided that such leave shall not extend beyond the child's 1st birthday.■ Eligible employee to produce certificate from medical practitioner.■ If employee has accessed the further period of unpaid parental leave, they shall confirm their intention of returning to work by notice in writing to the employer, giving not less than 4 weeks notice prior to the expiration of the period of spousal leave.

■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employeseeks to access an entitlement under this part (IR Act 1999 s15A).■ Short term casuals have no entitlement to Parental Leave.■ Family Leave Award 2003 clause 2.2 states that leave taken by the spouse of the pregnant or adoptive employee is classified as Parental Leave.

DA

Replaced by Row Ref. No., 48


47


2003,Clause 7.5


2006)

Directive 18/05 clause

3.3.4

Parental Leave re Adoption

All full time, part timetemporary and



No deduction

Unpaid N/A Up to a maximum of 51 weeks taken in one unbroken period.

No. ■ If the employee is the primary care giver, that employee will be entitled to access a further period of unpaid leave. ■ If an employee has accessed the further period of unpaid parental leave, they shall confirm their intention of returning to work by notice in writing to the employer, giving not less than 4 weeks prior to the expiration of the period of adoption leave.

■ A long term casual employee is a casual employee engaged by a particular employer on a regular and systematic basis for several periods of employment during a period of at least one year immediately before the employeseeks to access an entitlement under this part (IR Act 1999 s15A).■ Short term casuals have no entitlement to Parental Leave.■ Family Leave Award 2003 clause 2.2 states that leave taken by the spouse of the pregnant or adoptive employee is classified as Parental Leave.

DA

Replaced by Row Ref. No., 49


51


2003,Clause 7.5


2006)


work part-time

No deduction

No deduction




■ All work done by any Employee on:


DA



ref. no.


60

Emergency 1

Ambulance Service Employees' Award - State

2003. Clause 7.6.1

Commissioner's

Memorandum 50/05

Public Holidays (Rostered Shift

Workers)

No deduction N/A N/A

Employees working a cyclic roster that provides 24 hour coverage may be

required to work on public holidays as part of

their roster.

- the 1st January,- the 26th January,- Good Friday,- Easter Saturday (the day after Good Friday),- Easter Monday,- the 25th April (Anzac Day)- The Birthday of the Sovereign,- Christmas Day,- Boxing Day, or- any day appointed under the Holidays Act 1983 , to be kept in place of any such holiday.will be paid for at the rate of time and a half with a minimum of 4 hours.

■ The exception to this is Afcom Communications Officers and Communications Supervisors who receive double time and a half for work performed on Good Friday and Christmas Day.

■ All Employees covered by this Award shall be entitled to be paid a full day's wage for Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day. If an Employee does work on Labour Day, the Employee will be paid a full day's wage for that day, and in addition, a payment for the time actually worked by the employee at one and a half times the ordinary rates prescribed fo

DA

Not an absence - Rules captured in the OT & P template - delete row

Comparing public holiday rules in OT template (row

ref. no. 9.1 - 9.4 refers) may need separate row for

Rostered Shift Workers. Discuss with QAS.

6/9/06: Peter to research issue

12/9/06: Issue relates to AFCOM employees who

have different public holidays provisions than those in row ref. no. 9.1 - 9.4. OT row ref no. 9.5 &

9.6 added for FT/PT AFCOM employees.

62

Emergency 1

Qld Ambulance Service Enterprise Partnership

Agreement 2002 Clause 3

Public Holidays - (Managerial Staff

and Non-Rostered Shift

Workers)

Paid

QAS Managerial Level Staff employees are not

routinely required to work on public holidays

Where an employee is required to perform duties on a public holiday, such employees shall be paid at their normal pay rate

and will accrue a day off in lieu. These days must be taken within 12 months of their accrual and will be forfeited if not taken

in

DA

Not an absence - Delete row

OT rule captured in OT row 146



DPW RTI Release

68

Emergency 1


2003. DES Policy

TOILEmployees

relieving as Senior Officers

No deduction Paid N/A

TOIL will accrue at the rate of single time for

each hour worked.

Prior to commencing relieving the employee will have their accumulated TOIL balance paid at their substantive rate of pay.

Employees who accrue TOIL whilst relieving as a Senior Officer will forfeit their TOIL balances as at the clearance dates unless the employee accesses the TOIL whilst relieving or the employee's request to access the TOIL prior to the clearance date is prevented. In these circumstances it may be approved to have the TOIL balance reinstated at the commencement of the next quarter.

If an employee returns to their substantive position and has accrued TOIL prior to the clearance date, the employee will be paid any TOIL accumulated whilst relieving as a Senior Officer at their substantive rate of pay.

DA

TOIL Rules captured in row ref 67 above - delete row Rules relating to Toil for employees relieving as a

senior officer was not captured in OT template - New OT row created (row

ref no 68 added)


69

Emergency 1

DES Policy TOILSenior Officers


TOIL will accrue at the rate of single time for

each hour worked.No

Senior Officers can only accrue TOIL on their Rostered Days Off.

TOIL cannot be accrued on a Public Holiday.TOIL can only be accrued if the period of TOIL covers the full

shift, however, in exceptional circumstances, Managers are able to approve the accumulation of TOIL in periods of less than a full

shift for employees, provided all other conditions of the Policy are met.

TOIL balances cannot accrue from shift overruns.The maximum number of hours of TOIL that can be accumulatedduring a quarter is 40 hours. Any hours accumulated beyond 40

hours will be forfeited.

Managers may approve the accumulationof TOIL for employees in the followingcircumstances, where: a) accumulation of TOIL is authorised byan appropriately delegated officer prior tothe period of overtime being worked; ORb) the employee responds to an incidentthat requires a mandatory response oremergency call-out;ANDc) it is likely that the employee and theirManager are able to agree on a date totake the accumulated TOIL within areasonable period.

DA

TOIL Rules captured in row ref 67 above - delete row

TOIL rules for senior officers captured in OT

template


70

Emergency 1

DES PolicyTOIL

Quarterly Clearance


An employee's accumulated TOIL balance and liability will be cleared on a quarterly basis (ie 31 March, 30 June, 30 September, 31 December).

Employees below the rank of Senior Officer will have their balances paid at the rate of pay they are receiving on the quarterly clearance dates.

Employees who are Senior Officers (or equivalent) will have their balance forfeited at the end of each quarter unless the employer has prevented it from being taken. In these circumstances it may be approved to have the TOIL balance reinstated at the commencement of the next quarter.

DA

TOIL quarterly clearance is not an absence - Delete

Clearance rules captured in OT Ref. No. 14.3


71

Emergency 1

TOILTermination


Accumulated TOIL will be paid out on termination of employment at the rate of pay the employee was receiving as at

their termination date. This will only apply to employees who are eligible to have their TOIL paid out

Excludes Casuals and Senior Officer (and equivalent) and those employees relieving

as Senior Officers (or equivalent).DA

TOIL termination is not an absence - Delete. Payment

Information added into allowance template (Row Ref. No. 289-292 refers)


5

Emergency 1 2.2.2 Leave Takings

2.2.1 Leave Balances

Annual LeaveBaby Capsule

Fitters.

Annual Leave

Entitlement + accrual balance

Paid N/A No DA

6/9/06: Brett advised baby capsule fitters are dived

between positions covered by M scale 1,2,3 & 4 (QAS EPA), and Administrative

stream under the PSA and would be entitled to annual leave based on the relevant award/agreement. Agreed

absence type could be deleted.

9




2003.Clause 7.4 Long service leave & 11.2 Time and

wages record 11.2.2 (f).

Queensland Ambulance Service Enterprise Partnership Certified

Agreement 2005 clause 5.2;Industrial Relations Act 1999 Chapter 2 Part 3 Long Service

Leave Division 3 Casual or regular part-time employees;

Family Leave Award 2003 clause 2.1.10;

Qld Ambulance Service EPA 1999, clause 5.6 (16);

Directive 21/05

Long Service Leave

All long term casual & part time QAS

employees

Long Service Leave


Paid 1.3 weeks

Granted 13 weeks after 10 years continuous service and 1.3 weeks for each

subsequent year of continuous service and a

proportional amount for an incomplete year.

No

■ Casual employee's LSL entitlement worked out under s47, 48 & 49 of the IR Act1999.■ Public holidays occuring during LSL extend the period of the leave.■ QAS Pay & Allowances Policy states applications for LSL payments are to be submitted 4 weeks prior to the commencement of LSL.■ Directive states a casual employee's entitlement to long service leave is to be calculated as follows: Number of hours x rate of pay. Where: Nubmer of hours = total hours of work/52 x 13/10.■ Formula based on greater entitlement than the IR Act 1999 .

■ QAS EPCA 2005 clause 5.2 states employees will be entitled to access pro rata long service leave after seven year's service. Pro rata cash equivalent of long service leave on termination will only be available in accordance with the terms of the IR Act 1999 s43 Entitlement.■ The IR Act 1999 defies a "long term casual employee" as a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least one year.■ For periods of approved leave without pay, long service leave does not accrue for any period.

DA

6/9/06: Brett agreed to merger of rows 8 & 9

Row 9 merged into row 8 - Delete row 9


DPW RTI Release

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22



• Ambulance Service Employees' Award - State

2003,Clause 7.5



(Carer's) Leave for full time & part time

permanent & temporary employees

Make-up time

balance

Paid N/A N/A No ■ Use of Make-up time leave■ Non shift worker: may take time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours, at ordinary rates■ Shift worker: may take time off ordinary hours, and works those hoursat a later time, at the shift rate which would have been applicable to the hours taken off.


DA

I would have thought make up time would be managed

outside the system.

6/9/06: Brett agreed that make up time would be managed outside the system and the row

should be deleted on that basis

33




2003,Clause 7.5


2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b) & s29A & 29 C

Parental leave - No Pay - Maternity

No deduction

Unpaid N/A Unbroken period of 104 weeks in total

No. ■ A pregnant employee entitled to maternity leave, or currently taking maternity leave, may apply to the employer for an extension of the maternity leave for an unbroken period of up to 104 weeks in total.■ Application for extension of maternity leave must be at least 4 weeks before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.■ An employee on parental leave may apply to the employer to return twork on a part-time basis. The part-time work cannot extend beyond the day the child in relation to whom parental leave was taken, is required to be enrolled for compulsory schooling.

■ With regard to an application to extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaration stating that they are the child's primary caregiver.■ An employee may not make more than one application to work on a part-time basis within any 12 month period, unless the employer agrees.

DA

Rolled up into Parental leave unpaid for maternity,

adoption and spousal leave -See row 17

Row no longer required - Delete row

40




2003,Clause 7.3 & 7.5



Bereavement Leave

Short term casual employees

No deduction

Unpaid N/A Entitled to be unavailable toattend work for up to 2

days

No ■ Entitled to be unavailable to attend work for at least two days on unpaid bereavement leave on the death of a member of the person's immediate family or household.■ If employee reasonably requires extra time to travel to and from the funeral or other ceremony for the death, an amount of unpaid bereavement leave equal to the time reasonably required for the travel.■ an employee may take additional leave as unpaid bereavement leave if the employer agrees.


DA • Row 40 merged into row 39

44




2003,Clause 7.5


2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b) & s29A & 29C

parental leave - no pay - Spousal

No deduction

Unpaid N/A Short parental leave - unbroken period of up to 8

weeks in total.Long parental leave -

unbroken period of up to 96 weeks in total

No. ■ An employee entitled to parental leave for the birth of a child of the employee's spouse, or who is taking parental leave for the birth, may apply for either or both entitlements.■ Application for extension of long spousal leave must be at least 4 weeks before the leave ends.■ Application for extension of short spousal leave must be at least 2 business days before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.■ An employee on parental leave may apply to the employer to return twork on a part-time basis. The part-time work cannot extend beyond the day the child in relation to whom parental leave was taken, is required to be enrolled for compulsory schooling.

■ With regard to an extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaratiostating that they are the child's primary caregiver.■ An employee may not make more than one application to work on a part-time basis within any 12 month period, unless the employer agrees.

DA

Roll uped into Parental leave unpaid for maternity,



48




2003,Clause 7.5


2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b) & s29A & 29 C

parental leave - No Pay - Maternity

No deduction

Unpaid N/A Unbroken period of 104 weeks in total

No. ■ A pregnant employee entitled to maternity leave, or currently taking maternity leave, may apply to the employer for an extension of the maternity leave for an unbroken period of up to 104 weeks in total.■ Application for extension of maternity leave must be at least 4 weeks before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.

■ With regard to an application to extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaration stating that they are the child's primary caregiver.

DA




49




2003,Clause 7.5


2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b) & s29A & 29,C

Parental leave - No Pay - Adoption

No deduction




No. ■ An employee entitled to parental leave for the adoption of a child, or who is taking adoption leave for the adoption, may apply for either or both entitlements.■ Application for extension of long adoption leave must be at least 4 weeks before the leave ends.■ Application for extension of short adoption leave must be at least 2 business days before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.

■ With regard to an extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaratiostating that they are the child's primary caregiver.

DA




50




2003,Clause 7.5


2006)

Industrial Relations Act 1999 s18 Entitlement (5) (b) & s29A & 29C

Parental leave - No Pay - Spousal

No deduction




No. ■ An employee entitled to parental leave for the birth of a child of the employee's spouse, or who is taking parental leave for the birth, may apply for either or both entitlements.■ Application for extension of long spousal leave must be at least 4 weeks before the leave ends.■ Application for extension of short spousal leave must be at least 2 business days before the leave ends.■ If an application for an extension of parental leave is agreed to, parental leave must not extend beyond 2 years after the child was born.

■ With regard to an extension of leave, an employee may not make more than 1 application within any 12 month period, unless the employer agrees.■ For all applications for an extension of leave, the employee must make a statutory declaratiostating that they are the child's primary caregiver.

DA





DPW RTI Release

86 Emergency 1 2.2.2 Leave Takings


Ambulance Service Employees' Award - State 2003, Clause 7.7

Jury Service No deduction

Paid N/A leave as approved No Absence hours calculated as per work pattern or roster.Part days may be taken. Where reasonable the employee should attend work for the balance of the working day if they are not required to attend court or jury service for the full day. If the employee is eligible for higher duties, i.e. they are being paid the higher duties rate as they meet the minimum requirements as per directive 02/05, then the employee will be paid the higher duties rate if the jury service falls prior to and during the relieving period on higher duties. Jury service during the relieving period counts towards the minimum period to be the higher duties. Fees received by the employee can be retained when serving as a jurorfor a period which is not covered by leave in this directive e.g. locked up to consider a verdict over a public holiday, weekend or when the employee is on any other form of paid or unpaid leave.

DA Jury Service absence type already exists (row 53 refers) - need to merge the two row into one

Conditions merged into row 53 25/9/06. Delete row

61




2003. Clause 7.6.1

Commissioner's

Memorandum 50/05

Public Holidays (Rostered Shift

Workers)

No deduction N/A N/A

Employees working a cyclic roster that provides 24 hour coverage may be

required to work on public holidays as part of

their roster.

No

■If Labour Day occurs during an employee's period of AnnualLeave, the employee is entitled to an additional day of annualleave.■ Commissioner's Memorandum 50/05 states that employeeswho do not ordinarily work Monday to Friday of each week andare not in receipt of additional annual leave in lieu of extrapayment for work on public holidays, shall be entitled to anadditional day's pay for each public holiday if rostered off on thatday.■ Where Christmas Day falls on a Saturday or Sunday, and thepublic holiday is observed on another day, full time employeesrequired to work on 25 December are to be paid a loading inaddition to their normal pay for that day of one half of theordinary day's wage.

DA

Not an absence - Delete row

Row 61 Interpretation text is an extension of Row 60

(also deleted)Check rules captured in

OT template. Rules captured in OT template

5



Annual LeaveBaby Capsule

Fitters.

Annual Leave


Paid N/A No DA

6/9/06: Brett advised baby capsule fitters are dived

between positions covered by M scale 1,2,3 & 4 (QAS EPA), and Administrative

stream under the PSA and would be entitled to annual leave based on the relevant award/agreement. Agreed

absence type could be deleted.


DPW RTI Release

Award DescriptionApprentices and Trainees Wages and Conditions (Queensland Government Departments and Certain Family Leave Award Queensland Public SectorQueensland Public Service Award - State 2003


DPW R

TI R

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t

e

Termination Payment Rules Entitlements Tax Treatment Payment Summary

Variation code

Voluntary Early Retirement (VER)VER less than 1 yearNo long service leave payable Directive 11/05

Voluntary Early Retirement (VER)VER 1 year or morePro rata long service leave payable Directive 11/05

VER package entitlements by appointment status:Tenured Employees Other than Senior Executive Service and Senior OfficersVER package includes: Accrued Recreation leaveAccrued Long Service leave for employees who have worked for at least 1 year, 1.3 weeks for each year ocontinuous service and a proportionate amount for an incomplete year of serviceSeverance benefits of 2 weeks pay per year of service and a proportionate amount for an incomplete year of recognised service, minimum payment is 4 weeks and maximum payment is 52 weeks, provided the payment is not less than the severance benefit under the Termination, Change and Redundancy Statement of Policy issued by QIRC.In addition employees may be offered an incentive payment which is $6500 or eight weeks pay at the employee's substantive level, whichever is greater. Tenured part-time employees offered an incentive payment are entitled to a portion of the incentive payment , which will be adjusted to reflect the proportion of full-time hours worked by the employee. The incentive payment will be reduced by the equivalent of 1 week's pay for each week the employee delays departure after the specified date. Incentive payments do noare unsuccessful in seeking deployment or redeployment. Incentive payment includes payment in lieu of notiTenured Senior Executive Service and Senior OfficersVER package includes:Accrued Recreation leaveAccrued Long Service leave for employees who have worked for at least 1 year, 1.3 weeks for each year of continuous service and a proportionate amount for an incomplete year of serviceSeverance benefits of 2 weeks pay per year of service and a proportionate amount for an incomplete year of recognised service, minimum payment is 4 weeks and maximum payment is 52 weeks, provided the payment is not less than the severance benefit under the Termination, Change and Redundancy Statement of Policy issued by QIRC.In addition employees may be offered an incentive payment which is 10 weeks pay at the employee's substantive level provided the offer is accepted within 2 weeks (14 days) of the offer being made. Incentive payments do not apply to employees who are unsuccessful in seeking deployment or redeployment. Incentive payment includes payment in lieu of notice.

f

c

See below for tax treatment of the different components of the VER entitlements See below for Payment Summary area of the different components of the VER entitlements

Cash equivalent of annual leave and annual leave loading after 17/8/93 (Section 4.110) All accrued annual leave and loading @ (30% + Medicare levy – 31.5%). First $320.00 of loading in a Financial year is tax free

Lump Sum A

Cash equivalent of long service leave (LSL) LSL accrued before 16 August 1978 – 1/20th (5%) taxed @ marginal ratesLSL accrued after 15 August 1978 – taxed @ 31.5%

Lump Sum BLump Sum A

Cash equivalent of Public Holidays, all other leave eg. RDO’s, TOIL etc.Any other payments that are normally made on resignation or retirement

Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 – Lump Sum C / ETP Payment Summary

Total the amounts payable.

Divide the number of days service prior to July 1983 into the total number of days service then multiply that by the ETP component amount.

Amount apportioned to service prior to July 1983 -Only 5% of this amount is taxed at the marginal rate (regardless of employee’s age)

Amount apportioned to service after June 1983 –

Employee under 55 years old (with TFN) -All taxed @ 31.5%

Employee 55 years or over (with TFN) –Taxed @ 16.5% up to an amount equal to or less than ETP Threshold and any amount above this threshold is charged @ 31.5%

Employees without a TFN are taxed @ 46.5% for the entire ETP component regardless of age.All other payments including VER component, In lieu of Notice paymentsCalculate:Total completed years of serviceCalculate the ATO’s allowable tax-free component of a bona-fide redundancy or voluntary early retirement scheme using the formula in the general rules.Calculate VER component as per current Directive (11/05) on VER’s Add all payments (Severance + Incentive payment (If applicable)) being made to the employee except Annual Leave and Long Service leav(these are treated as per above).Take the total of payments as per the point above away from the ATO’s allowable tax free component

The amount equal to or less than the ATO's allowable tax-free component is tax-free.

The amount more than the tax free component (if any) is then treated as an ETP and the following Tax is applied if taken as cash and it is shown on the ETP payment summary:Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 –


Divide the number of days service prior to July 1983 into the total number of days service then multiply that by the ETP component amount Amount apportioned to service prior to July 1983 -

Only 5% of this amount is taxed at the marginal rate (regardless of employee’s age)

Amount apportioned to service after June 1983 -


Employee 55 years or over (with TFN) -Taxed @ 16.5% up to an amount equal to or less than the ETP thresholdand any amount above this threshold is charged @ 31.5%

Employees without a TFN are taxed @ 46.5% for all of the ETP componentregardless of age

Tax free component -Lump Sum DAmounts above tax free component:Pre July 1983 – ETP Payment Summary (show full amount)

Post June 1983 – ETP Payment Summary (show full amount)


DPW RTI Release

r

r

d

Death (Section 4.170 of ATO Tax Regulations)Death less than 5 years No long service leave payable Directive 05/07, 21.1(e)

Cash equivalent of annual leave and annual leave loading after 17/8/1993 (Section 4.110 of ATO Tax Regulations)

All unused annual leave and annual leave loading is tax free Payment Summary issued to the Estate and sent to the Executor

Cash equivalent of long service leave (LSL) All unused long service leave is tax free Payment Summary issued to the Estate and sent to the Executor

Death 5 years or more Long service leave payable on pro rata basisDirective 05/07, 21.1(e)

Cash equivalent of Public Holidays and all other leave types. Civil Construction severance payment and other payments are regarded as a “Death Benefit ETP”.The tax applied depends on who is receiving the payment.

Dependent (With or without Tax File Number – TFN). Nil tax is applied Payment Summary issued to the Estate and sent to the Executor

Trustee of Estate (With or without TFN). Tax rate is nil but the employee’s eligible service period (ESP) must be worked out and reported on the ETP Payment Summary

Payment Summary issued to the Estate and sent to the Executor

Non-Dependent with TFN. Employee’s eligible service period (ESP) must be worked out and reported on ETP Payment Summary.


Death payment to employee's personal representative

Pre July 1983 component – nil tax

Post June 1983 component – tax @ 31.5% (untaxed component)Non-Dependent without TFN. Employee’s eligible service period (ESP) must be worked out and reported on ETP Payment Summary.


Both Pre July 1983 and Post June 1983 is all taxed @ 46.5%

Redundancy/Retrenchment, Invalidity/Ill-Health and Ill-Health RetirementRedundancy/Retrenchment less than 1 yearNo long service leave payableDirective 10/05Directive 22/05Redundancy/Retrenchment 1 year or moreLong service leave payableDirective 10/05Directive 22/05

Resignation due to Ill-Health/Incapacity, Domestic or other pressing necessity, employee dismissed unfairly or foreasons other than conduct or capacity to perform, less than 7 years No long service leave payable - Directive 5/07, clause 20.1 Resignation due to Ill-Health/Incapacity, Domestic or other pressing necessity, employee dismissed unfairly or foreasons other than conduct or capacity to perform, 7 years or moreLong service leave payable Directive 5/07, clause 20.1

Redundancy/Retrenchment package entitlements by appointment status:Tenured Employees Other than Senior Executive Service and Senior OfficersRetrenchment package includes: Accrued Recreation leaveAccrued Long Service leave for employees who have worked for at least 1 year, 1.3 weeks for each year ocontinuous service and a proportionate amount for an incomplete year of serviceSeverance benefits of 2 weeks pay per year of service and a proportionate amount for an incomplete year of recognised service, minimum payment is 4 weeks and maximum payment is 52 weeks, provided the payment is not less than the severance benefit under the Termination, Change and Redundancy Statement of Policy issued by QIRC.Tenured Senior Executive Service and Senior Officersaccrued Recreation leaveaccrued Long Service leave for employees who have worked for at least 1 year, 1.3 weeks for each year of continuous service and a proportionate amount for an incomplete year of serviceSeverance benefits of 2 weeks pay per year of service and a proportionate amount for an incomplete year of recognised service, minimum payment is 4 weeks and maximum payment is 52 weeks, provided the payment is not less than the severance benefit under the Termination, Change and Redundancy Statement of Policy issued by QIRC.Temporary Employees employed on an on-going basis (see Directive 22/05 for eligibility criteria)Retrenchment package includes: Accrued Recreation leaveAccrued Long Service leave for employees who have worked for at least 1 year, 1.3 weeks for each year of continuous service and a proportionate amount for an incomplete year of serviceSeverance benefits are payable when temporary engagements have being terminated early and when contracts have not been renewed. Eligible employees are entitled to severance benefits of 2 weeks pay per year of service and a proportionate amount for an incomplete year of recognised service, minimum payment is 4 weeks and maximum payment is 52 weeks, provided the payment is not less than the severance benefit under the Termination, Change and Redundancy Statement of Policy issued by QIRC.

f

See below for tax treatment of the different components of the entitlements See below for Payment Summary area of the different components of the entitlements

Ill-Health Retirement less than 5 years No long service leave payable - Directive 5/07, clause 21.1(d)


All accrued annual leave @ (30% + Medicare levy – 31.5%). First $320.00 of loading paid in a fiscal year is tax free

Lump Sum A

Ill-Health Retirement greater than 5 yearsLong service leave payable - Directive 5/07, clause 21.1(d)

Cash equivalent of long service leave (LSL) LSL accrued before 16 August 1978 – only 1/20th (5%) taxed @ marginal rates Lump Sum B

LSL accrued after 15 August 1978 – taxed @ 31.5% Lump Sum A

Cash equivalent of Public Holidays and all other leave eg. RDO’s, TOIL etc. Any other payments that are normally made on resignation or retirement





Amount apportioned to service after June 1983 -Employee under 55 years old (with TFN) -All taxed @ 31.5%

Employee 55 years or over (with TFN) -Taxed @ 16.5% up to an amount equal to or less than ETP Threshold any amount above this thresholis charged @ 31.5%

Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of age


DPW RTI Release

All other payments including Redundancy/Retrenchment component, In lieu of Notice payments (excluding any Invalidity component)

The amount equal to or less than the ATO’s allowable tax-free component is tax-free. Tax free component - Lump Sum D

Calculate:-Total completed years of serviceCalculate the ATO’s allowable tax-free component of a bona-fide redundancy or voluntary early retirement scheme using the formula in the general rules.Calculate severance component as per current Directive (10/05) on Redundancy/Retrenchment. Add all payments being made to the employee except Annual Leave and Long Service leave (these are treated as per above).Take the total of payments as per the point above away from the ATO’s allowable tax free component

The amount in excess of the tax free component (if any) is then treated as an ETP and the following Tax is applied if taken as cash and it is shown on the ETP payment summary:

Amounts above tax free component:

Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 – Pre July 1983 – ETP Payment Summary (show full amount)

Divide the number of days service prior to July 1983 into the total number of days service then multiply that by the ETP component amount





Employee 55 years or over (with TFN) -Taxed @ 16.5% up to an amount equal to or less than the ETP threshold $117,576.00 (2003/2004 financial year – indexed annually) and any amount above this threshold is charged @ 31.5%

Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of ageInvalidity Component (If applicable) Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 Pre July 1983 – ETP Payment Summary (show full

amount)

Total the amounts payable.Divide the number of days service prior to July 1983 into the total number of days service then multiply that by the ETP component amount


Post June 1994 portion of the ETP is Tax Free – ETP Payment Summary (show full amount)

To calculate the tax free portion (post June 1994) use the following formula(AxB) CWhereA = the full amount of the ETPB = the number of days between the date of termination and the date of retirement (Should the person have continued working) i.e. Age 60 for a female employee and age 65 for a male employeeC = the number of whole days of the employee’s service plus the number of whole days calculated at under BTake the figure away from the post June 1983 amount to get your (post June 1983 to pre July 1994)


DPW RTI Release

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Amount apportioned to service after June 1983 but before July 1994


Employee 55 years or over (with TFN) -Taxed @ 16.5% up to an amount equal to or less than ETP Threshold and any amount above this threshold is charged @ 31.5%

Portion after June 1994 is tax free (regardless of age)

Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of age CWAll other termination reasonsSection 70 Contract less than a yearNo long service leave payable -Directive 5/07, 21.1(a)

Cash equivalent of annual leave and annual leave loading(Section 4.110 of ATO Tax Regulations)

Leave and loading accrued before 18 August 1993 – Taxed at a rate of (30% + Medicare levy 1.5% - 31.5%

Lump Sum A

Leave and loading accrued after 17 August 1993 – Taxed @ marginal rates (First $320.00 of loading paid in a fiscal year is tax free) (See explanation and example under General Rules at the end of this Appendix

Gross earningsSection 70 Contract greater than a year Long service leave payableDirective 5/07, 21.1(a) Cessation of Temp or Casual less than 10 yearsNo long service leave payable Directive 5/07, 1.1, 2.1, 2.3 & 2.4


LSL accrued after 15 August 1978 and before 18 August 1993 – Taxed @ 31.5% Lump Sum A

LSL accrued after 17 August 1993 –Taxed @ marginal rates Gross earnings

Cessation of Temp or Casual greater than 10 years Long service leave payableDirective 5/07, 1.1, 2.1, 2.3 & 2.4

ETP - Cash equivalent of Public Holidays and all other leave.In lieu of Notice payments and any other payments made to the employee

Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 ETP Payment Summary

Total the amounts payable. Pre July 1983 – ETP Payment Summary (Show full amount)

Resignation < 10 yearsNo long service leave payableDirective 5/07, 2.1


Post June 1983 – ETP Payment Summary (Show full amount)

Resignation > 10 yearsLong service leave payableDirective 5/07, 2.1


Retirement (Vol) < 5 yearsNo long service leave payableDirective 5/07, 21.1(c)


Employee under 55 years old (with TFN) -Retirement (Vol) > 5 yearsLong service leave payable on pro rata basisDirective 5/07, 21.1(c)

All taxed @ 31.5%

Employee 55 years or over (with TFN) -Detach to another Govt Dept. Leave transferred - not paid out

Taxed @ 16.5% up to an amount equal to or less than the ETP threshold and any amount above this threshold is charged @ 31.5%

Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of ageApprenticeship CompleteNo particular provisions but useful foreporting

Machinery of GovernmentLeave transferred – not paid out


DPW RTI Release

AllowancesFields Description

Agency Agency name

Cluster




Reference/Source The relevant clause, sections or schedules in the industrial legislation (eg.

Directive/ Circular eg Directive 08/04

Description The description of the allowance

Location Specific Valid Code: Yes, NoSpecific to a geographical location

Workplace Specific

Valid Code: Yes, NoSpecific to a work unit eg, PA Hospital

Table Driven Amount

Valid Code: Yes, NoFixed amount in the table

Units Valid Code: Hours, Days, Weekly, Fortnightly, Yearly, Units, Months

Recurring or One-off

Valid Code: Recurring, One-off, BothRecurring is a set amount paid each pay, One-Off is paid on claim, Either is an allowance that could be paid on a regular basis or as a one-off

Calculation-Rate Method Rules behind how the rate is calculated

Value divisibleValid Code: Yes, NoIs this allowance payable as a full amount or as a divisible amount? Divisible example: First Aid allowance can be split hourly, weekly or fortnightly.

Taxable /Non Taxable

Valid Code: Taxable, Non Taxable, SplitIs the allowance taxable or non taxable?

Payment Summary Area

Valid Code: Reportable FBT, Gross, Mileage, Meals, Allowances, Lump Sum A, Lump Sum B, Lump Sum C, Lump Sum D, Lump Sum E, N/A

Paid on Paid Absences

Valid Code: Yes, NoThe allowance is paid when the employee is on paid leave. If payable on particular leave types only, note in Interpretation or unique requirements.

Paid on unpaid Absences

Valid Code: Yes, NoThe allowance is paid when the employee is on unpaid leave. If payable on particular leave types only, note in Interpretation or unique requirements.

Included in Overtime and penalties rate

Valid Code: Yes, NoAllowance amount included in the OT and penalty rate calculation.

Included in Loading rate calculation

Valid Code: Yes, NoAllowance amount included in the leave loading rate calculation.

Included in Cash Equiv rate calculation

Valid Code: Yes, NoAllowance amount included in the Cash equivalent rate calculation.

Paid whilst on Higher Duties

Valid Code: Yes, No, OtherIs the allowance payable whilst the employee is on higher duties. For other requirements, note in Interpretation or unique requirements.

Superannuable Valid Code: Yes, NoIs the allowance used in the calculation of the superannuable salary.


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QAS Award Allowance Types

Reference Number Agency Cluster H2R Frame-

work Industrial Award Reference / Source Directive / Circular Description Location

SpecificWork-place

Specific

Table Driven

AmountUnits Recurr-ing

or One-off Calculation- Rate Method Value Divisible

Taxable / Non

Taxable

Payment Summary

Area


Paid on unpaid

Absences

Included in O/T and Penalties

rate


Included in Cash Equiv

rate calculation

Paid whilst on

Higher Duties

Super-annuable Interpretation or unique requirements Variation

Type Issues

Comments

1 Emergency 1 2.1.2 Allowances

Ambulance Service Employees' Award -

State 2003,Clause 5.2.3

QAS EPA 2002,Clause 8.2

Ordinary Rates - Casual - Weekdays

No No Yes Hours Recurring Ordinary rate + casual loading of 23%

No Taxable Gross No No Yes N/A Yes N/A Yes - on base rate

only.

▪ DES Pays 9% compulsory superannuation guarantee contributions regardless as to whether or not the employee reaches the $450 per month earnings threshold.▪ 23% loading is not superannuable.

Casual loading is a separate earning id in IHRIS





Ordinary Rates - Casual - Saturday

No No Yes Hours Recurring (Ordinary rate + 23% loading) x 1.5

No Taxable Gross No No Yes N/A No N/A Yes - on base rate

only.

▪ DES Pays 9% compulsory superannuation guarantee contributions regardless as to whether or not the employee reaches the $450 per month earnings threshold.▪ 23% loading and penalties are not superannuable.

Payroll purposes - IHRIS currently set to pay time + 23% + 61.5% = 184.5% for Saturdays





Ordinary Rates - Casual - Sunday

No No Yes Hours Recurring Ordinary rate x 2 No Taxable Gross No No Yes N/A No N/A Yes - on base rate

only.

▪ Casual loading not payable on Sundays.▪ DES pays 9% compulsory superannuation guarantee contributions regardless as to whether or not the employee reaches the $450 per month earnings threshold.▪ Penalties are not superannuable.

Payroll Purposes -IHRIS currently set to pay Sunday Time + 23% + 77% = 200% for Sunday





Shift Rates - Casual -Afternoon Shift

No No Yes Hours Recurring Ordinary rate + casual loading of 23% + 12.5% of

ordinary rate

No Taxable Gross No No No N/A No N/A No Afternoon shift - means any shift finishing after 1800hrs and at or before midnight. ■ Shift allowances are not superannuable for casuals.





Shift Rates - Casual -Night Shift

No No Yes Hours Recurring Ordinary rate + casual loading of 23% + 15% of

ordinary rate

No Taxable Gross No No No N/A No N/A No Night shift - means any shift finishing after and/or spanning midnight and at or before 0800hrs.■ Shift allowances are not superannuable for casuals.





IR Act 1999 Division 4 s15 4 (a) (iii)

Public Holiday Rate -Casual

No No Yes Hours One-off Ordinary rate x 2.5 No Taxable Gross No No No N/A No N/A No


Ambulance Service Employees' Award - State 2003 Clause

6.3

QAS EPCA 2005, Clause 4.2 and Clause 4.8

(e)

Double time overtime

No No Yes Hours One-off Ordinary rate x 2 No Taxable Gross No No No No No Yes No ■ 4.2 (a) (i) Rostered shift workers and those employees who perform regular on call will be paid at double the ordinary base rate of pay for all work undertaken outside normally rostered hours.■ 4.2 (c) All employees shall be paid for all overtime worked on Saturdays or Sundays, or if required by the employer on an employee's rostered day off, at the rate of double time.■ Employees working > 3 hours overtime weekdays other than shift workers.■ Employees on Break from Duty, who resume or continue work without having had ten consecutive hours off duty, will be paid at the rate of double time until released from duty.■ If an officer is required to work on the Saturday or Sunday immediately following a training course of 5 days or more in duration they would be entitled to be paid at double time for both days■ If a training course is scheduled on an officer's rostered day off, they may elect to change their days off or if this does not occur, double time is to be paid - subject to Regional approval.

Casuals are unable to be paid higher duties



State 2003,Clause 7.6

Industrial Relations Act 1999

Division 4 s15Letter of Agreement

between Commissioner QAS & LHMU to 5 week

annual leave 23.8.95

Public Holiday - Patient Transport

Officers(excluding Labour

Day) - (non Casual) & (non Shift worker)

No no Yes Hours One-off Double time and a-half with a minimum of 4 hours

No Taxable Gross No No No No No Yes No ■ PTOs are not normally required to work on public holidays and only receive 5 weeks annual leave, therefore the IR Act 1999 applies.■ The IR Act states that if an employee would ordinarily be required to work on a day on which a public holiday falls, the employee is to be paid at the rate of 1.5 times the hourly rate, in addition to full pay for the day.

Public Holidays listed in the Queensland Ambulance Award 2003 are;

■ the 1st January;■ the 26th January;■ Good Friday;■ Easter Saturday (the day after Good Friday);■ Easter Monday;■ the 25th April (Anzac Day);■ The Birthday of the Sovereign;■ Christmas Day;■ Boxing Day; or■ any day appointed under the Holidays Act 1983, to be kept in place of any such holiday

8.1 Ambulance Service Employees' Award -


QAS EPA 2002 Appendix C, Part A point

3.QAS EPCA 2005,

Clause 5.1

Public Holiday - 'M' Scale Employees(excluding Labour

Day)

No No Yes Hours One-off Ordinary rate x 1 No Taxable Gross No No No No No Yes Yes In addition to their normal rate of pay, 'M' Scale employees accrue a day off in lieu.Appendix C Part A QAS Managerial Level Staff applies.Not applicable to casuals or shift workers

In IHRIS this is paid in normal hours base pay



Public Holiday - All Other Employees(excluding Labour

Day) - (non Casual) & (non Shift worker)

No No Yes Hours One-off Time and a-half with minimum of 4 hours

No Taxable Gross No No No No No Yes No Public Holidays listed in the Queensland Ambulance Award 2003 are:■the 1st January■the 26th January■Good Friday■Easter Saturday (the days after Good Friday)■Easter Monday■the 25th April (Anzac Day)■The Birthday of the Sovereign■Christmas Day ■Boxing Day■any day appointed under the Holidays Act 1983, to be kept in place of any such holiday

Emergency Awards-QAS-Allowances v4.3.xls Page 1 of 9 5/03/2010RTI Folio No. 1322RTI Folio No. 1322RTI Folio No. 1424

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SpecificWork-place

Specific

Table Driven



Taxable / Non

Taxable

Payment Summary

Area


Paid on unpaid

Absences


rate



rate calculation

Paid whilst on

Higher Duties


Type Issues

Comments



Commissioner's Memorandum 50/05

Amendment to Ambulance Service Employees' Award

State 2003

Public Holidays for employees who work other than

Monday to Friday of each week.

No No Hours One-off Additional day's pay for each public holiday if rostered off

on that day.

No Taxable Gross No No No No No Yes Yes No ■ Full time employees who are not in receipt of additional leave in lieu of extra payment for work on public holidays shall be entitled to an additional day's pay for each public holiday if rostered off on that day.■ part time employees not in receipt of additional leave in lieu of extra payment for work on public holidays and whose normal roster includes a Saturday or Sunday which would be a prescribed holiday, shall be entitled to an additional day's pay or pro rata.■ Where Christmas Day falls on a Saturday or a Sunday and the public holiday is observed on another day, full-time employees required to work on 25 December are to be paid a loading in addition to their normal pay for that day of one half of the ordinary day's wages.




QAS EPCA 2005, Clause 5.1

Labour Day No no Yes Hours One-off Paid a full day's wage No Taxable Gross Yes No No No No Yes Yes Clause 5.1 2005 QAS EPCA(a) Public holiday penalties will be removed from the calculation of the average rate of weekend and public holiday penalties and paid as worked.

(b) The Average rate of Weekend and Public Holiday Penalties Agreement as attached to the Queensland Ambulance Services Enterprise Agreement 2002 has been updated and adjusted to reflect this change and is included as Appendix 4 of this agreement.

Paid by payroll as 1 times in base pay hours and 1.5 times as a public holiday penalty





Labour Day Rate (worked) for Patient Transport Officers - (non Casual) & (non

Shift worker)


No Taxable Gross No No No No No Yes No ■ The IR Act states that if an employee would ordinarily be required to work on a day on which a public holiday falls, the employee is to be paid at the rate of 1.5 times the hourly rate, in addition to full pay for the day.




QAS EPA 2002 Appendix C, Part A point

3.QAS EPCA 2005,

Clause 5.1

Labour Day Rate (worked) for 'M'

Scale Officers - (non Casual) & (non Shift

worker)

No no Yes Hours One-off Normal pay rate + will accrue a day off in lieu.

No Taxable Gross No No No No No Yes No Appendix C Part A QAS Managerial Level Staff applies. Paid by payroll as 1 times in base pay hours and 1.5 times as a public holiday penalty




Labour Day Rate (worked) for 'All

Other Employees - (non Casual) & (non

Shift worker)

No no Yes Hours One-off Double time and a-half with minimum of 4 hours

No Taxable Gross No No No No No Yes No ■ 2003 Award states that if any employee actually works on Labour Day, such employee shall be paid a full day's wage for that day in addition a payment for the time actually worked by the employee at one and a half times the ordinary rates prescribed for such work with a minimum of 4 hours.



Qld Ambulance Service Average Rate

of Weekend Penalties Industrial

Agreement

QAS EPCA 2005, Clause 5.1 & Appendix 4.

Average Rate Allowance of

Weekend Penalties

No no Yes F'Night Recurring Employee's projected weekend penalties on 47 weeks averaged over 52

weeks

No Taxable Gross Yes (Annual

leave)

No No No No Yes No No Calculation of averaged penalty rates will be based on the roster current at any given time.When rosters are reviewed or changed, rates will be recalculated as appropriate.• The averaging rate will not apply to officers: (1) who do not work weekends (2) who work the same penalties each fortnight(3) on higher duties where they are not part of the Average Rate roster(4) on long service leave, sick leave or on a training courses equal to or greater than 5 consecutive days duration.■ Sick leave taken on a weekend shall result in a reductrion in the penalties earned for that fortnight: Saturday - reduced by one sixth: Sunday reduced by one third.■ Penalties payable on any public holiday shall not be included in the averaged rate.


State 2003

QAS EPCA 2005 Clause 4.11

Excess Ordinary Hours

No No Yes Hours One-off Appropriate overtime rate. No Taxable Gross No No Yes No No No ■ Excess ordinary hours worked over the period since the last reconciliation will be paid at the appropriate overtime rate on each occasion that an employee takes annual or long service leave.




QAS EPA 2002, Clause 4.2

Commissioner's Memorandum No. 13/02

QAS Superannuation Basis for Inclusion of

Variable Allowances in Superannuable Salary.

Shift Allowance - Afternoon

No no Yes Hours One-off 12.5% of the ordinary base hourly rate for each hour worked or $9.70 per shift

(which ever is greater)

No Taxable Gross Yes(Rec Leave

Only)

No No No No Yes Yes - paid in arrears at end of financial

year

Afternoon shift - means any shift finishing after 1800hrs and at or before midnight. ■ Shift allowances are not paid for any shift that attracts a penalty e.g. on a weekend. (ASE Award 2003 5.4.4).





Commissioner's Memorandum No. 13/02

QAS Superannuation Basis for Inclusion of

Variable Allowances in Superannuable Salary.

Shift Allowance - Night

No no Yes Hours One-off 15% of the ordinary base hourly rate for each hour

worked or $19.40 per shift (which ever is greater)

No Taxable Gross Yes(Rec Leave

Only)

No No No No Yes Yes - paid in arrears at end of financial

year

Night shift - means any shift finishing after and/or spanning midnight and at or before 0800hrs.■ Shift allowances are not paid for any shift that attracts a penalty e.g. on a weekend. (ASE Award 2003 5.4.4).



6.3

QAS EPCA 2005Clause 4.2

Overtime - Casuals < = 3hrs Weekdays

No no No Hours One-off (ordinary rate + 23% loading) x 1.5

No Taxable Gross No No Yes No No N/A No Applicable to All Casuals.



6.3


Overtime for Rostered Shift -

Casuals

No no No Hours One-off (ordinary rate + 23% loading) x 2




6.3


Overtime - Casual > 3hrs Weekdays

No no No Hours One-off (ordinary rate + 23% loading) x 2



DPW RTI Release




SpecificWork-place

Specific

Table Driven



Taxable / Non

Taxable

Payment Summary

Area


Paid on unpaid

Absences


rate



rate calculation

Paid whilst on

Higher Duties


Type Issues

Comments



State 2003.

QAS EPA 1999,Clause 5.6 (22) (4)


Administration Circular 16/92

Unlimited Hours Loading for OICs

receiving free accommodation,

excluding Category 7 OICs.

Yes no No F'Night Recurring 20% loading of appropriate weekly rate of the Station

Officer

No Taxable Gross No Yes No No No No Yes Yes ■ Formally referred to as Station Officer Loading in Queensland Ambulance Service Employees Award State 2003 clause 5.4.9.■ Unlimited hours Loading - If an officer is required to work unlimited hours, they will be paid a 20% loading of the appropriate Station Officer weekly rate. Such loading will be deemed to be in recognition of the time spent on call for climical responses and compensate such employees for any absence of limitation upon ordinary working hours on five days of the week. ■ For OICs recieving free accommodation (excluding Category 7 OICs) the loading shall also include the first four call outs or eight hours overtime and all casualty room cases in any fortnightly pay period. Any call out/overtime in addition to this shall be paid for at the overtime rate. ■ OIC paying rent is to attend first 4 call-outs / 8 hours overtime. Casualty room cases are included in this period (Each casualty room case is counted as a call out for the purposes of this allowance). ■ Category 7 OICs will have all call outs & casualty room cases paid at approproate overtime rate (clause 4.7■ Officers may opt to change their preferences when transferred or annually from 1st July each year

Keyed from timesheet when electronic timesheet commenced



State 2003

Commissioner's Memorandum 13/02 QAS

Superannuation Basics for inclusion of variable

allowances in Superannuable Salary.


On Call - working day

No no No hours One-off 15% of base rate No Taxable Gross No No No No No Yes Yes - paid in arears at

end of financial

year.

■ Applicable for each hour of on call duty performed by an employee with a minimum payment of ten hours for each on call period.■ Formally referred to as Emergency Availability in the Ambulance Service Employees Award State 2003 clause 6.1.1.■ No employee shall be placed on call for more than ten days in any continuous two week period.

20.1 Emergency 1 Ambulance Service Employees' Award -

State 2003.




QAS EPCA 2005 Clause 4.4 (f)

On Call - rostered day off

No No No Hours One-off Double time for each hour of on call

No Taxable Gross No No No No No Yes Yes - paid in arears at

end of financial

year.

■ There is no requirement to be on call prior to the commencement of the first shift after or immediately prior to commencing rostered days off or annual leave. If an employee agrees to provide coverage during this time, then the following shall be paid as follows:

(1) For the period that falls on the normal working day - th 15% on call payment

(2) For the period that falls on a rostered day off - double time (except in instances of full 24 hour period.)

(3) For the period that falls on a annual leave day - recrediting of a day of annual leave (7.6 hours) double time applies (except in instances of a full 24 hour period).e.g. 15% from the end of the last shift till midnight then double time from midnight to the completion of the on call period.


State 2003.

Employees Undertaking Relieving Duty at Stations Othere than the Station of Permanent Appointment

Industrial Agreement 1996 Clause 3 (2)


Call Back No No No Hours One-off Overtime at the prescribed rate and at their substantive

classification level with a minimum payment of two

hours.

No Taxable Gross No No No No No Yes No ■ Previously referred to in clause 6.1.3 in the Ambulance Service Employees Award State 2003.■ An employee called out to perform work within two hours of commencing their ordinary shift shall be paid ordinary time from the time of commencement of the shift. In such a circumstance, an employee shall be paid at the minimum period of two hours at the applicable overtime rate, regardless of the length of the case time. This provision will not apply where an employee commences a shift early in order to attend a pre-arranged transport case. In such situations, an employee shall be paid the appropriate overtime rate up to the rostered starting time.■ Payment shall be calculated from the time of leaving home to the time of returning home or to a previously notified location.■ If performing higher duties, clause 3 (2) from the Employees Undertaking Relieving Duty at Stations Other than the Station of Permanent Appointment Industrial Agreement applies, and will be paid at the higher duties rate.


State 2003.



QAS EPCA 2005Clause 4.5 and 4.7

Call Back on 20% Loading for OICs

receiving free accommodation,

excluding Category 7 OICs.

Yes No No Hours One-off First four call outs or eight hours overtime and all

casualty room cases are included in the 20% loading. Further call outs are at the

prescribed overtime rate and at their substantive


hours.

No Taxable Gross No No Yes No No Yes No ■ Unlimited hours Loading - If an officer is required to work unlimited hours, they will be paid a 20% loading of the appropriate Station Officer weekly rate. Such loading will be deemed to be in recognition of the time spent on call for clinical responses and compensate such employees for any absence of limitation upon ordinary working hours on five days of the week. The loading shall also include the first four call outs or eight hours overtime and all casualty room cases in any fortnightly pay period. Any call out/overtime in addition to this shall be paid for at the overtime rate. ■ If performing higher duties, clause 3 (2) from the Employees Undertaking Relieving Duty at Stations Other than the Station of Permanent Appointment Industrial Agreement applies, and will be paid at the higher duties rate.■ Category 7 OICs will have all call outs & casualty room cases paid at approproate overtime rate (clause 4.7.2)

20% only paid on base pay


DPW RTI Release




SpecificWork-place

Specific

Table Driven



Taxable / Non

Taxable

Payment Summary

Area


Paid on unpaid

Absences


rate



rate calculation

Paid whilst on

Higher Duties


Type Issues

Comments


State 2003.



QAS EPA 1999 Clause 5.6 (22) (4)QAS EPCA 2005

Clause 4.5 and 4.7

Call Back on 20% Loading for OICs not

receiving free accommodation.

Yes No No Hours One-off First four call outs or eight hours overtime are included

in the 20% loading. Casualty room cases are included in

the first four call outs. Further call outs are at the

prescribed overtime rate and at their substantive


hours.

No Taxable Gross No No Yes No No Yes No ■ QAS EPA 1999 Clause 5.6 (22) (4) states that an OIC paying rent and receiving the 20% loading is to attend first 4 call-outs / 8 hours overtime. Casualty room cases are included in this period. ■ If performing higher duties, clause 3 (2) from the Employees Undertaking Relieving Duty at Stations Other than the Station of Permanent Appointment Industrial Agreement applies, and will be paid at the higher duties rate.

20% only paid on base pay

20.7 Emergency 1 2.1.2 Allowances


State 2003






24 Hour Periods - On call allowance

No no No hours One-off 30% of hourly base rate No Taxable Gross No No No No No Yes Yes ■ Where an employee, on their rostered day off, undertakes a 24 hour period of duty and on call combined (from the commencement of shift on one day to the commencement of shift on the next day), excluding the hours paid as overtime in the 24 hours period, the remaining hours are paid at double the standard on-call payment of 15% (ie 30%). ■ Payments in accordance with this clause will take precedence over other overtime and on call arrangements.■ No employee shall be placed on call for more than ten days in any continuous two week period.



State 2003

QAS EPCA 2005 Clause 4.10 (j)

Meal Overtime Payment

No no No Hours One-off Ordinary time x 1 No Taxable Gross No No Yes No No Yes No ■ Meal Overtime payment is paid if an employee is not provided with an opportunity to take and subsequently complete a meal break within the specified meal times as per QAS EPCA 2005 clause 4.10 (f).■ The meal break is not to incur overtime.(i) Paid single time in addition to their ordinary prescribed rate for any given working day (ie 1.5 times on Saturday and double time on Sunday).(ii) Payable for every hour (or part thereof) worked beyond the expiry of the specified meal times.(iii) Payable until the meal break has been completed in its entirety.

paid at single time overtime in IHRIS




QAS EPCA 2005 Clause 4.10 (h) (i)

Amendment B1053 of 2004 (9 August)

Broken Meal Break Allowance

No no Yes Units One-off $10.69 per instance of an interrupted meal break

No Taxable Gross No No No No No Yes No • Broken meal allowances will be payable on the initial break in a meal (in each meal period) and on subsequent breaks in a meal only on those occasions where the meal has been resumed.• Clause 6.4.3: Can be changed by mutual agreement



State 2003

Qld Ambulance Service EPA 2002,

Clause 1.5, & 4.3 QAS EPCA 2005 Clause 3.1.2 & Appendix 1. & 2.

Advanced Care Clinical Allowance for Station Officers

No no Yes F'Night Recurring Year 1 of 2005 Agreement = $36.80 p/f as from 1.10.05

Year 2 of 2005 Agreement = $38.30 p/f as from 1.10.06

Year 3 of 2005 Agreement = $41.20 p/f as from 1.10.07

No Taxable Gross Yes No Yes No Yes No Yes Yes Yes • Only officers who process either Manual Coranary Care and/or IV cannulation and/or Aeriel Attendant qualifications are eligible for payment• To retain payment of the allowance officers must be re-certified annually



State 2003


Clause 1.5 & 4.4 QAS EPCA 2005 Clause

3.1.2 & Appendix 1. & 2.

Intensive Care Clinical Allowance for Station Officers

No no Yes F'Night Recurring Year 1 of 2005 Agreement = $208.60 p/f as from 1.10.05Year 2 of 2005 Agreement = $217.00 p/f as from 1.10.06Year 3 of 2005 Agreement = $233.60 p/f as from 1.10.07

No Taxable Gross Yes No Yes No Yes No Yes Yes Yes • Only officers who pocess an Advanced Diploma of Health Science (Advanced Pre-hospital care) or equivalent are eligible for payment • To retain payment of the allowance officers must be re-certified annually



State 2003, Clause 5.4.5

Qld Ambulance Service EPA 2002


Aerial Ambulance Allowance

No Yes(in an aerial

ambulance /

helicopter)

Yes Units One-off $9.28 per trip No Taxable Gross No No No No No Yes No • Payable where an employee is required to travel in an aerial ambulance in the course of their duties and is responsible for a patient. Allowance payable is $9.28 per trip.



State 2003

QAS Employees undertaking Relieving duty at Stations other than the

Station of Permanent appointment Industrial

Agreement 1996,Clause 9.


Meal allowance (breakfast - where

cooking facilities are not available)

No no Yes Units One-off $10.00 per breakfast No Non Taxable

Meal No No No No No Yes No Allowance appicable to officers relieving at a station other than the station they are permenently appointed. Currently paid by Finance overnight allowances



State 2003



Agreement 1996,Clause 9


Meal Allowance (lunch - where cooking facilities are not available)

No no Yes Units One-off $11.00 per lunch No Non Taxable

Meal No No No No No Yes No Allowance appicable to officers relieving at a station other than the station they are permenently appointed. Currently paid by Finance overnight allowances



State 2003





Meal Allowance (dinner

- where cooking facilities are not

available)

No no Yes Units One-off $21.00 per dinner No Non Taxable

Meal No No No No No Yes No Allowance appicable to officers relieving at a station other than the station they are permenently appointed and no adequate kitchen facilities are available.Currently paid by Finance overnight allowances



State 2003,Clause 5.4.10 (b)

Meal Allowance - Course Attendance

No Yes Yes Units One-off $9.60 each meal No Non Taxable

Meal No No No No No Yes No ■ Meal allowaces currently paid during Employees' attendance at a course of instruction conducted by the Queensland Ambulance Service Education Centre shall be $7.50 $9.60 for each meal.



State 2003





Out of pocket incidental expenses

allowance

No no Yes Units One-off $7.50 per overnight absence from normal place of

residence

No Non Taxable

Allowance No No No No No Yes No For out of pocket expenses. Paid by Finance


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Paid on unpaid

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rate



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Paid whilst on

Higher Duties


Type Issues

Comments



State 2003




QAS EPA 2002 Clause 8.2

Excess Travel Time allowance (Relieving)

No no Yes Hours One-off Excess travelling time (to a maximum 8 hours per day) at

single time rate

No Taxable Allowances No No No No No Yes No ■ Casuals are only entitled to travel and mileage allowances when approved by the Assistant Commissioner (EPA 2002 clause 8.2).■ Excess travel time relates to the actual time spent travelling from their home to the relief location and back again less the time it would normally take to travel to and from their permanent work area.







QAS EPA 2002 Clause 8.2recindered - Amendment B2152

of 2001 1 July 2002State Wage Case

Use of Privately Owned motor

Vehicle Allowance

No no Yes Units One-off 33.1 cents per kilometre for every excess kilometre

travelled

No Non Taxable

Gross No No No No No Yes No ■ Casuals are only entitled to travel and mileage allowances when approved by the Assistant Commissioner (EPA 2002 clause 8.2)■ Excess kilometres travelled relates to the actual kilometres travelled from their home to the relief location and back again less the kilomtres it would normally take to travel to and from their permanent work area.




Amendment B664 of 2001 (9 May 2001)

Community Education

Instruction Outside Normal Rostered Hours Allowance

No no Yes Hours One-off $33.30 per hour No Taxable Gross No No No No No Yes No Travel time and expenses can not be claimed in addition to the Community Education Allowance




Amendment B664 of 2001 (9 May 2001)

First Aid Workbook Marking

No no Yes Units One-off $10.00 per book No Taxable Gross No No No No No Yes No Employees are not entitled to be paid for workbooks marked during the course or during a rostered shift.



State 2003


Recall from Break from Duty

No no Yes Hours One-off Paid at the rate of double time until released from duty

No Taxable Gross No No No No No Yes No ■ Formally referred to as Fatigue Break in the Ambulance Service Employees Award State 2003 Clause 6.3.5.■ If, on the instructions of the employer, such an employee resumes or continues work without having had ten consecutive hours off duty, the employee shall be paid at the rate of double time until released from duty for such period and then shall be entitled to be absent until ten consecutive hours off duty, without loss of pay for ordinary working time that has occurred during such absence.




QAS EPCA 1999, Clause 5.6.14

QAS EPCA 2005 Appendix 4 Averaged Rate of

Weekend Penalties Point 6. Annual Leave (a)

Annual Leave Loading 17.50% -

Shift Workers(also refer to

Reference Number 296 for 13.67% Annual Leave

Loading)

No no No Hours One-off Rate payable for working ordinary time according to

the employee's roster, including Saturday, Sunday,

or holiday shifts + 17.5 % loading (subject to minimal

amount as defined in clause 7.1.7(c & d)

No Taxable Gross Yes (Rec leave

only)

No No No No Yes No • The QAS EPA 1999 clause 5.6 (14) states all employees who are entitled to annual leave with loading will receive the loading over the full period of the annual leave at the rate of loading applicable to the full period of leave.• Employees in receipt of the averaged rate of weekend penalties shall continue to receive seventeen and one half percent leave loading as prescribed by the Ambulance Service Employees' Award - State 2003 in addition to the averaged rate.• First $320 of leave loading is tax free each financial year

leave loading set up in IHRIS as 13.67%

Emergency 1 2.1.2 Allowances

Guidebook - Employment Conditions for QAS Non-

Award Staff

Annual Leave Loading 17.50% M Scale employees

No no No Hours One-off (Rate payable for working ordinary time + 17.5%

loading


only)

No No No No Yes No • The QAS EPA 1999 clause 5.6 (14) states all employees who are entitled to annual leave with loading will receive the loading over the full period of the annual leave at the rate of loading applicable to the full period of leave.





Annual Leave Loading 17.50% - (other than shift

workers)(also refer to

Reference Number 296 for 13.67% Annual Leave

Loading)

No no No Hours One-off (Rate payable for working ordinary time according to

the employee's roster + 17.5% loading (subject to

minimal amount as defined in clause 7.1.7(c & d)


only)






Increase to Allowances.QAS Uniform Standards

Policy clause 39.

Stocking allowance No no Yes Weeks Recurring $3.24 per week No Taxable Allowances No No No No No Yes No For stockings or pantyhose worn with culottes or maternity smocks.Maternity smocks & culottes are not listed as being part of the QAS uniform as per EPA 2002 Part 9, Uniforms.QAS Uniform Policy Point 39 (e) states 'There will NO longer be a stocking allowance for female officers. Stockings are to be worn with skirts (dress wear) only at the cost of the officer.

Payroll do not pay stocking any longer


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Severance Pay No No No Weeks One-off Less than 1 year - Nil Severance,

1 year but not more than 2 years - 4 weeks Severance, More than 2 years but not

more than 3 years - 6 weeks Severance,

More than 3 years but not more than 4 years - 7 weeks

Severance, More than 4 years but not








More than 9 years but not more than 10 years - 13

weeks Severance, More than 10 years but not


More than 11 years but not

No Taxable Lump Sum D

No No No No No No No • Paid at the ordinary time rate of pay, Tax free component calculated at $6194 + $3097 for each year of service, amount over this becomes eligible termination payment. Employees exempted include Casuals, termination by way of misconduct, employees engaged for specific period/tasks.

• A terminated Employee who has => 5 years service following granting of 13 weeks LSL entitlement for the previous 10 years service shall be paid a proportionate amount for that period on the basis 13 weeks LSL for 10 years service. QAS Award, Clause 7.4.1 (c).


Ambulance Service Employees Award State

2003 Clause 6.3


Overtime - T1.50< 3 hours weekdays.

No No Yes Hours One-off 1.5 x base rate No Taxable Gross No No No No No Yes No ■ All time worked by Employees outside of their normal rostered hours shall be deemed to be overtime and paid for at the rate of time and a-half for the first 3 hours, except where Reference Number 7 Double Time Overtime applies.



2003 Clause 6.3 and Clause 7.6.5


Overtime - T3.00 No No Yes Hours One-off Double the rate provided for by the Award e.g. time and a-half.

No Taxable Gross No No No No No Yes No ■ 7.6.5 All time worked on a holiday for which the Employee is entitled to be paid at a rate prescribed by the Award outside the period between the ordinary starting and ordinary finishing times provided for by this Award for the day of the week on which the holiday falls, is to be paid for at double the rate provided for by this Award for such time when worked outside such period on an ordinary working day.■ QAS EPCA 2005 Clause 4.2 (e) overtime for public holidaysshall be paid in accordance with clause 7.6 of the Ambulance Service Employees Award State 2003.





Overtime - T4.00 No No Yes Hours One-off Double the rate provided for by the Award e.g. double time.

No Taxable Gross No No No No No Yes No ■ 7.6.5 All time worked on a holiday for which the Employee is entitled to be paid at a rate prescribed by the Award outside the period between the ordinary starting and ordinary finishing times provided for by this Award for the day of the week on which the holiday falls, is to be paid for at double the rate provided for by this Award for such time when worked outside such period on an ordinary working day.■ QAS EPCA 2005 Clause 4.2 (e) overtime for public holidaysshall be paid in accordance with clause 7.6 of the Ambulance Service Employees Award State 2003.




QAS EPCA 2005Clause 4.2, 4.5(a)

Call Back Casual - T2 No No Yes Hours One-off 2 x (base hourly rate + 23%) No Taxable Gross No No No No No Yes No No If a casual is working on-call and gets called back, they are entitled to double time.


Multiple Termination - ETP - Lump Sum "C" Post 1983 less than 55

years of age

No No No Hours One-off Variable amount for each employee

No Lump Sum C No No No No No No No Eligible Termination Payment Lump Sum "C" for service post 1983 when employee is younger than 55


Multiple Termination - ETP - Lump Sum "C" Post 1983 greater than 55

years of age


No Lump Sum C No No No No No No No Eligible Termination Payment Lump Sum "C" for service post 1983 when employee is older than 55


Multiple Termination - ETP - Lump Sum "C" Pre

1983


No Lump Sum C No No No No No No No Eligible Termination Payment Lump Sum "C" for service pre 1983


Multiple Termination - ETP - Lump Sum "C" Post

1994 Invalidity Component


No Lump Sum C No No No No No No No Eligible Termination Payment Lump Sum "C" Invalidity Component for service greater than 1994


Multiple Termination - ETP - Lump Sum "C"

Rollover


No Lump Sum C No No No No No No No Eligible Termination Payment Lump Sum "C" Rollover payment


Multiple Termination - LSL - Lump Sum "A" greater

than 15/08/1978


No Lump Sum A No No No No No No No Long Service Leave accrued between 15/08/1978 and 16/08/1993


Multiple Termination - LSL - Lump Sum greater than

16/08/1993


No Gross No No No No No No No Long Service Leave accrued after 16/08/1993


Multiple Termination - LSL - Lump Sum "B" Less

than 16/08/1978


No Lump Sum B No No No No No No No Long Service Leave accrued before 16/08/1978


Multiple Termination - Public Holiday


No Gross No No No No No No No Payment of Public Holidays in cash equivalent period


Multiple Termination - RDO - Post 1983 less than 55

years of age


No Lump Sum C No No No No No No No RDO's on termination


Multiple Termination - RDO - Post 1983 more than

55 years of age




Multiple Termination - RDO - Post 1994 Invalidity




Multiple Termination - RDO - Pre 1983




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Multiple Termination - Recreation Leave

Lump Sum greater than15/08/1993


No Gross No No No No No No No Lump Sum Recreation leave accrued after 15/08/1993


Multiple Termination - Recreation Leave

Lump Sum less than 16/08/1993


No Lump Sum A No No No No No No No Lump Sum Recreation leave accrued before 16/08/1993


Multiple Termination - Redundancy

Severance Benefit

No No No Dollars One-off Variable amount for each employee

No Lump Sum C No No No No No No No Policy for Managing Redundancies


Multiple Termination - Redundancy

Severance Benefit


No Lump Sum D No No No No No No No Policy for Managing Redundancies


Multiple Termination - VER Severance Benefit


No Lump Sum C No No No No No No No Management of Voluntary Early Retirement (VER)


Multiple Termination - VER Severance Benefit


No Lump Sum D No No No No No No No Management of Voluntary Early Retirement (VER)


Multiple Termination - Pay in Lieu of Notice - Post

1983 less than 55 years of age


No Lump Sum C No No No No No No No Pay in Lieu of Notice on termination


Multiple Termination - Pay in Lieu of Notice - Post 1983 more than 55

years of age




Multiple Termination - Pay in Lieu of Notice - Post

1994 Invalidity




Multiple Termination - Pay in Lieu of Notice - Pre

1983




Multiple Termination - TOIL - Post 1983 less than 55

years of age


No Lump Sum C No No No No No No No Time off in Lieu balance on terminationAccumulated TOIL paid out on termination of employment is paid at the rate of pay the employee was receiving as at their termination date.Excludes Casuals and Senior Officer (and equivalent) and those employees relieving as Senior Officers (or equivalent).


Multiple Termination - TOIL - Post 1983 more than

55 years of age




Multiple Termination - TOIL - Post 1994 Invalidity




Multiple Termination - TOIL - Pre 1983





State 2003



Overtime - Casuals Saturday

No no Yes Hours One-off Double time(Ordinary Rate + 23% casual

loading) x 2

No Taxable Gross No No Yes No No N/A No ■ Appicable to All Casuals.■ All employees shall be paid for all overtime worked on Saturdays or Sundays at the rate of double time.■ Casual loading not payable on Sundays.



State 2003



Overtime - Casuals Sunday

No no Yes Hours One-off Double time(Ordinary Rate x 2)

No Taxable Gross No No Yes No No N/A No ■ Appicable to All Casuals.■ All employees shall be paid for all overtime worked on Saturdays or Sundays at the rate of double time.■ Casual loading not payable on Sundays.



State 2003


QAS EPCA 2005Clause 3.4.1 &

Clause 4.1

38 hour week allowance

No No Yes F'Night Recurring (a weekly allowance with 2 hours at single time and

which includes a composite rate. The calculation for 38 hour week shall be based upon an averaging of all

penalty rates (weekend) and shift allowance, at the rate of

30% of the appropriate weekly rate) x 2.

No Taxable Gross Yes No No No No Yes Yes No ■ Payment of the 38 hour week allowance will cease from 1 October 2007.■ This allowance will be replaced with an increase to the base rate of the amounts specified in Appendix 3 of the QAS EPCA 2005 for those positions currently in receipt of the 38 hour week allowance.■ Officers will also accrue time in accordance to Hours of Work Clause 4.1 QAS EPCA 2005.




QAS EPCA 2005Appendix 4 Averaged Rate

of Weekend PenaltiesClause 6 (b)

Annual Leave Loading 13.67%

No no No Hours One-off Annual leave loading rate is 13.67% for 6 weeks 2 days


only)

No No No No Yes No ▪ For those employees who receive five weeks of loaded leave in six weeks and two days of leave, the 17.5% annual leave loading will be spread over the full six weeks and two days at the rate of 13.67%.• First $320 of leave loading is tax free each financial year





Late Finish / Overtime Meal

Allowance

No No Yes Units One-off $9.60 No Non Taxable

Meal No No No No No Yes No ■ Where an Employee is required to work overtime in excess of one hour after normal ceasing time, if this is 5pm or later on a day or afternoon shift, or 7am or later on a night shift, the employee will be entitled to a meal allowance at the rate specified in section 6.3.3 of the Ambulance Service Employees Aware State 2003.■ Where an employee is required to work overtime in excess of two hours after the normal ceasing time, if this is prior to 5pm on any other shift, the employee shall be entitled to a meal allowance at the rate specified in section 6.3.3 of the Ambulance Service Employees Award State 2003.





Labour Day - (non Casual) & (Shift

worker)


No Taxable Gross Yes(Annual

leave only)

No No No No Yes No Ask Emergency Services if public holiday penalties are payable on LSL.Answer: No. Long Service Leave is exclusive of Public Holidays.



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Commissioner's Memorandum No. 13/02 QAS

Superannuation Basis for Inclusion of Variable

Allowances in Superannuable Salary.

Shift - Saturday Penalty - T1.50

(non Casual) & (Shift worker)

No No Yes Hours Both 1.5 x base rate No Taxable Gross Yes(Annual

leave only)

No No No No Yes Yes Ask Emergency Services if public holiday penalties are payable on LSLAnswer: No. Long Service Leave is exclusive of Public Holidays.■ All ordinary time worked between midnight on Friday and midnight on Saturday shall be paid for at one and a-half times the ordinary rate.

Paid by payroll as 0.5 times as a weekend penalty







QAS EPA 2002 Clause 8.2

Excess Mileage and Travel Fares allowance

No no Yes Units One-off Excess mileage costs or public transport fares, to

travell to and from the relief location minus the expenses

to travel to and from the employee's permanent work

area, shall be paid.33.1 cents per kilometre

No Non Taxable

Mileage No No No No No Yes No ■ Casuals are only entitled to travel and mileage allowances when approved by the Assistant Commissioner (EPA 2002 clause 8.2).■ Tolls and Taxis are not payable.



State 2003





Meal Allowance (dinner

- where cooking facilities are available)

No no Yes Units One-off $15.00 per dinner No Non Taxable

Meals No No No No No Yes No Allowance appicable to officers relieving at a station other than the station they are permenently appointed and adequate kitchen facilities are available.



State 2003

QAS Pay & Allowances Policy Clause 22 (f).

Memorandum of Agreement 2/3/1990

Training Allowance No Yes Yes Day One-off $7.20 per day ($36 per week)

No Non Taxable

Allowances No No No No No Yes No • The training allowance is applicable to officers attending courses of 5 days or more duration. The allowance is paid to compensate the loss of average rate penalty payments during the training period. • Officers attending training courses that are less than 5 days in duration are not eligible for the training allowance, but are entitled to be paid in accordance with their projected roster. • If an officer is required to work on the Saturday and Sunday immediately following the course then they would be entitled to be paid at double time rates for both days



State 2003

Accommodation & Travel; - AOTC Courses Policy HR Training & Development

Chapter 23

Training Accomm-odation (Allowance)

No No No Day One-off 75% of the rate for accommodation and meals that would have otherwise

accrued had QAS accommodation and meals

been utilised.

No Non Taxable

Allowances No No No No No Yes No Officers on a 5 day or more training course who normally reside more than 45 kilomettres from the course venue are entitled to be provided with accommodation. Officers are eligible to receive the Training Accommodation allowance if they elect to stay at accommodation other than QAS accommodation or their normal residence.

Paid by Finance



State 2003


Chapter 23

Travel Time allowance (Training)

No no Yes Hours One-off Excess travelling time at single time rate

No Non Taxable

Allowances No No No No No Yes No • Travel time before 8.00am (travelling from the officer's residence to the training venue) and after 5.00pm (travelling from the training venue to their residence) to be paid at ordinary rates. • Only officers who normally reside more than 45 kilmetres from the course venue and choose to stay at accommodation not provided by the QAS (but not their normal residence) are entitled to receive travel allowances. These allowances are paid on the proviso that the total cost of tavel allowances, accommodation and meals does not exceed the actual cost incurred if the officer chose to stay at QAS provided accommodation.



State 2003


Chapter 23

Travel Allowance(Training)

No No Yes Day One-off $10.00 per day No Non Taxable

Allowances No No No No No Yes No Officers who live within 45 kilometres of the course venue are entitled to be paid one of the following options for each day they spend on the course:• A standard allowance of $10.00 per day; or• a kilometre allowance (33.1 cents per kilometre; or• Reimbursement of public transport fares (not taxi) on production of receipts (tolls are not payable); or• Any other allowance as entitled under the Ambulance Service Award - State

Paid by Finance



State 2003

QAS Remote Area Incentives Policy / Housing & Accommodation Subsidy

Rental Assistance (Category 7)

Yes No No F'Night Recurring 100% rental subsidy No Non Taxable

Allowances Yes No No No No Yes No • Officers permanently appointed/term transferred to Category 7 stations receive 100% rental subsidy• The subsidy percentage is based on the average rental amount for a particular town or the actual rental amount (whichever is the least)



State 2003




Allowances Yes No No No No Yes No • Officers permanently appointed/term transferred to Category 6 stations receive 75% rental subsidy.• The subsidy percentage is based on the average rental amount for a particular town or the actual rental amount (whichever is the least)



State 2003




Allowances Yes No No No No Yes No • Officers permanently appointed/term transferred to Category 5 stations receive 65% rental subsidy.• The subsidy percentage is based on the average rental amount for a particular town or the actual rental amount (whichever is the least)



State 2003

QATB Clermont Committee, BHP Utah

Coal Ltd Open Cut Mines Industrial Agreement 9-5-

91.QAS EPCA 2005 Clause

3.4.2 Industrial Sites

Mine Site Allowance

Need to elaborate when agreement

signed off

Yes Yes No F'Night Recurring $28.50 per day (Skills Component is $19.15 per

day)

No Non Taxable

Allowances Yes No No No No Yes Yes for Skills

compon-ent of Mine

Site Allowance

• Framework of entitlements for employees working on industrial sites will be finalised by 1-4-06 and will replace the arrangements for mine site employees currently attached to the QAS EPA 2002.




QAS EPCA 2005 Clause 4.10 (h)

Missed Meal Allowance

No no Yes Units One-off $10.69 No Taxable Gross No No No No No Yes No • Allowance payable per instance of a missed meal break.• If shift is > 10 hours and no meal taken, 2 meal allowances are payable to the employee



State 2003

DES Policy TOIL Quarterly

Clearance Payment

Need to be updated when new DES TOIL Policy has been signed off

No no No Hours One-off Pay out TOIL balance No Taxable Gross Yes Yes No No No Yes No Employees below the rank of Senior Officer will have their balances paid at the rate of pay they are receiving on the quarterly clearance dates. Quarterly clearances occur on 31 March, 30 June, 30 September, 31 December

Brett to provide definition of a senior officer for allowance payment purposes


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Ambulance Service Employees' Award - State 2003, Clause

5.2

QAS EPCA 2005 Clause 3.1 Base Rate No No Yes Hours Recurring base rate Yes Taxable Gross No No Yes Yes Yes NA Yes Excludes casuals




Commissioner's Memorandum No. 13/02 QAS

Superannuation Basis for Inclusion of Variable

Allowances in Superannuable Salary.

Shift - Sunday Penalty -T2.00

(non Casual) & (Shift worker)

No No Yes Hours Both 2 x base rate No Taxable Gross Yes(Annual

leave only)

No No No No Yes Yes ■ All ordinary time worked between midnight on Saturday and midnight on Sunday shall be paid for at double the ordinary rate.

Paid by payroll as 1 times as a weekend penalty

New Emergency 1 2.1.2 Allowances

Award Free Guidebook - Employment Conditions for QAS Non-

Award Staff

Annual Leave Loading 14%

No no No Hours One-off (Rate payable for working ordinary time + 14% loading


only)



AFCOM - Firecom Brisbane EPCA 1997,

Clause 4.13(4)(b)


Annual Leave Loading 14.58%

No no No Hours One-off (Rate payable for working ordinary time + 14.58%

loading


only)




State 2003,Clause 5..4.8

Queensland Ambulance Service

Enterprise Partnership Certified

Agreement 1999

Remote Area Incentives QAS Policy

Locality Allowance Catergory 4, 5, 6

and 7 stations

No Yes No Hours Recurring An annual Locality Allowance will be paid to all staff in category 4.5. 6. and 7 stations equivalent to the Public Service Locality Allowance.

No Taxable Gross Yes No No No No Yes No 5.4.8 Locality Allowances - Officers who are employed in stations west of a line drawn on 146 degrees longitude starting with the Queensland/New South Wales border to intersection with 22 degrees latitude then West tointersection with 144 degrees longitude and North to the border, shall be entitled to the locality allowances as prescribed in Directive 19/99 Locality Allowances, as issued and amended by the Minister for Industrial Relations under section 34 of the Public Service Act 1996

All employees who are entitled to annual leave with loading will receive the loading over the full period of the annual leave at the rate of loading applicable to the full period of leave (Clause 5 6


DPW RTI Release

-Ref-erence Number Agency Cluster H2R Frame


Specific

Work-place

Specific

Table Driven


or One-offCalculation- Rate

MethodValue

Divisible

Taxable / Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in Loading

rate calculation

Included in Cash

Equiv rate calculation

Paid whilst on Higher

Duties

Super-annuable

Interpre-tation or unique require-ments

Variation Type Issues Comments





Show Holiday Penalty (excluding Labour Day) - (non Casual) & (non

Shift worker)Refer to reference

numbers 8, 8.1 & 8.2

Yes no Yes Hours One-off Time and a-half with a minimum of 4 hours

No Taxable Gross No No No No No Yes No




QAS EPA 1999,Clause 5.6 (22) (3)

Emergency AvailabilityQAS EERG

Emergency Availability or Continuous Stand-by

(working days)Refer to Reference

Number 20 On Call - normal working day

No no No Hours One-off

Where recalled the employee is paid

overtime rates at the prescribed rates and

at the substantive classification level

with a minimum payment of 2 hours.


Payment is calculated from the time of leaving home until the time the officer returns to their home.




Qld Ambulance Service EPA 2002

Certified Aerial Ambulance Attendants

AllowanceNo no Yes Weeks Recurring $29.10 per week No Taxable Gross Yes Yes No Yes No Yes Yes

• To retain remuneration of the allowance officers must be re-certified annually




Wet Allowance No Yes Yes Hours One-off 77.40 cents per hour or part thereof No Taxable Gross No No No No No Yes No

Wet allowance provision apllies to sporting fixtures at a place where no shelter is provided.Wet allowance discontinued as per QAS Interim Enterprise Agreement 1998, QAS Workplace Reform Agreement 1995 Certified Agreement Clause 4.5.6 (b).




Collecting Money Allowance - low

(< = $397 per week)No no Yes Weeks Recurring $3.60 per week No Taxable Gross No No No No No Yes No

■ Collecting money allowance was absorbed into the current salary rates as per the QAS Workplace Reform Agreement 1995 Certified Agreement Clause 4.5.6 (b).




Collecting Money Allowance - high

(> $397 per week)No no Yes Weeks Recurring $7.20 per week No Taxable Gross No No No No No Yes No

■ Collecting money allowance was absorbed into the current salary rates as per the QAS Workplace Reform Agreement 1995 Certified Agreement Clause 4.5.6 (b).




Kit Allowance No no Yes Weeks Recurring $1.14 per week No Taxable Gross No No No No No No No

■ As Kits were to be provided by the QAS, the Kit allowance was discontinued in the QAS Workplace Reform Agreement 1995 Certified Agreement Clause 4.5.6 (b).




First Aid Lecture Allowance No no Yes Units One-off $8.98 per lecture No Taxable Gross No No No No No Yes No

■ Lecture allowance will be absorbed into the current salary rates as per the QAS Workplace Reform Agreement 1995 Certified Agreement Clause 4.5.6 (b)




Laundry Allowance No no Yes Weeks Recurring $2.75 per week No Taxable Uniform No No No No No Yes No

■ Laundry allowance will be absorbed into the current salary rates as per the QAS Workplace Reform Agreement 1995 Certified Agreement Clause 4.5.6 (b)



State 2003,Clause 5.4.10 (a)

QAS Employees undertaking

Relieving duty at Stations other than

the Station of Permanent

appointment Industrial


Meal Allowance - Absent Overnight

No no Yes Units One-off $7.50 each meal No Non Taxable

N/A No No No No No Yes No


DPW RTI Release




Continuous Stand-by (working days)See Reference

Number: 20 On Call - normal working day

No no No Weeks One-off 20% of the appropriate weekly

wage for every continuous stand-by

period up to a maximum of 16 hours

No Taxable Gross No No No No No Yes No Employee can be placed on continuous stand-by for a period not exceeding 2 weeks




Continuous Stand-by (on days off)

See Reference No. 20.4 On Call - period

that falls on a rostered day off

No no No Hours One-off Time on continuous stand-by paid at

double time

No Taxable Gross No No No No No Yes No Employee can be placed on continuous stand-by for a period not exceeding 2 weeks





Annual Leave Loading 17.50% - Leading

Hands

No no No Hours One-off (Rate payable for working ordinary time

according to the employee's roster +

Leading hand allowances and

amounts of like nature otherwise payable for ordinary time worked

is included in the wage paid to

employees during annual leave) + 17.5%

loading (subject to minimal amount as defined in clause

7.1.7(c & d)


only)

No No No No Yes No • Annual leave loading will be paid over the full period of annual leave.


multiple Clause 6.4.7 Recall - T1.5Does not apply

No No Yes Hours One-off 1.5 x base hourly rate No Taxable Gross No No No No No Yes No • QAS EPA 1999, Clause 5.6.22 refers• ASE's Award - State 2003, Clause 6.3.4 refers


multiple Clause 6.4.7 Recall - T2.0See Reference Number

20.3Call Back

No No Yes Hours One-off 2 x base hourly rate No Taxable Gross No No No No No Yes No • QAS EPA 1999, Clause 5.6.22 refers• ASE's Award - State 2003, Clause 6.3.4 refers



No No Yes Hours One-off 2.5 x base hourly rate No Taxable Gross No No No No No Yes No • QAS EPA 1999, Clause 5.6.22 refers• ASE's Award - State 2003, Clause 6.3.4 refers





multiple Clause 6.4.7 Recall - T4.0See Reference Number

20.3Call Back





Emergency Availability or Continuous Stand-by

(days off) Refer to Reference

Number 20.1 On Call - period that falls on a

rostered day off.

No no No Hours One-off An employee required to perform emergency

availability or continuous standby duty on days off is

paid double time for all the time the employee

is placed on such duty.





Sick Leave QAS EERG

Show Holiday Penalty (excluding Labour Day) - (non Casual) & (Shift

worker)See reference

numbers 299, 299.1 & 299.2

Yes no Yes Hours One-off Time and a-half with a minimum of 4 hours

No Taxable Gross Yes(Annual leave only)

No No No No Yes No Ask Emergency Services if public holiday penalties are payable on LSL.



2003,Clause 4.9

• QAS Average Rate of Weekend & Public

Holidays Penalties Industrial Agreement

1996, Clause 10

•QAS EPCA 2005 Appendix 4 Averaged

Rate of Weekend Penalties clause 2.• QAS EPA 1999,

Clause 5.5.15• QAS EPA 2002,

Clause 8.2

Relieving allowanceNot officially classified

as an allowance.

No No Yes Hours Both Relieving rate minus the employee's substantive

rate

No Taxable Gross YesAnnual &

Sick leave)

No No Yes No Yes Yes • greater than 3 months• Casuals are not entitled for relief payments

Ask Emergency Services if relieving allowance is payable on LSL


DPW RTI Release



2003,Clause 4.9

• QAS Average Rate of Weekend & Public

Holidays Penalties Industrial Agreement

1996, Clause 10

• QAS EPA 1999,Clause 5.5.15

• QAS EPA 2002,Clause 8.2

Relieving allowanceNot officially classified

as an allowance.

No No Yes Hours Both Relieving rate minus the employee's substantive

rate

No Taxable Gross YesSick leave

(up to 5 days)

No No No No Yes No • less than 3 months• Casuals are not entitled for relief payments


State 2003,Clause 5.2.3 & 7.6.5

QAS EPCA 2005 Clause 4.2 (e)

Public Holiday Overtime Rate

No No Yes Hours One-off Double the normal overtime rate.

No Taxable Gross No No Yes No No Yes No CA OT public holiday rates captured in ALLW Ref. No. 161 & 162 - Delete. QAS reps. agreed 26/7/06


State 2003

QAS EPCA 2005 Appendix 4.

Averaged Rate of Weekend Penalties

Clause 9.

Excess Penalty Hours No No Yes Hours One-off Calculation of averaged penalty

rates will be based on the roster current at

any given time.

No Taxable Gross No No Yes No No No ■ Excess penalty hours worked over the period since the last reconciliation will be paid at the appropriate overtime rate on each occasion that an employee takes annual or long service leave.

DA Deleted as it is not an allowance. Rule captured in OT row ref. no. 185



State 2003.

QAS EPA 1999,Clause 5.6 (22) (4)QAS EPCA 2005

Clause 4.7

Unlimited Hours Loading for OICs not

receiving free accommodation

Yes No No F'Night Recurr-ing 20% loading of appropriate weekly rate of the Station

Officer

No Taxable Gross No No No No No Yes Yes ■ Formally referred to as Station Officer Loading in Queensland Ambulance Service Employees Award State 2003 clause 5.4.9.■ QAS EPA 1999 Clause 5.6 (22) (4) states that an OIC paying rent and receiving the 20% loading is to attend first 4 call-outs / 8 hours overtime. Casualty room cases are included in this period.

DA QAS reps agreed to merge ref. no. 18 & 18.1 as allowance payment rules are identical following change to Super to Yes for ref.no, 18.1


State 2003.

Commissioner's Memorandum

13/02 QAS Superannuation

Basics for inclusion of variable

allowances in Superannuable

Salary.QAS EPCA 2005

Clause 4.4 (f)

On Call - period that falls on an annual

leave day

No No No Hours One-off Recrediting of a day of annual leave (7.6

hours).

No Taxable Gross No No No No No Yes Yes - paid in arrears at end of financial

year.

■ There is no requirement to be on call prior to the commencement of the first shift after or immediately prior to commencing rostered days off or annual leave. If an employee agrees to provide coverage during this time, then they will be recredited a day of annual leave (7.6 hours).

DA Rule captured in OT template - Is not an allowance payment - Delete row.QAS reps agreed 26/7/06


State 2003.


24 Hour Periods No No No hours One-off (i) Minimum of ten hours at the

appropriate overtime rate for the shift

period.(ii) The remaining

hours in the 24 hour period at double the

standard on call payment of 15% (ie

30%).(iii) Payment for callouts received during the on call

period in accordance with the appropriate

overtime rate.

No Taxable Gross No No Yes No No Yes No ■ Applies where an employee (including OIC's) undertakes a 24 hour period of duty and on call time combined (from the commencement of shift on one day to the commencement of shift on the next day) on their days off .■ Payments in accordance with this clause will take precedence over other overtime and on call arrangements.

DA Row deleted as overtime allowances are covered elsewhere in the template and a new row for the 30% on call has been added. Row 18 in OT template covers the rules.





Public Holiday Rate for Patient Transport

Officers Including Show Holiday (excluding Labour Day) - (non

Casual) & (Shift worker)

No no Yes Hours One-off Double time and a-half with a minimum of 4

hours

No Taxable Gross No No No No No Yes No Ask Emergency Services if public holiday penalties are payable on LSL.Answer: No. Long Service Leave is exclusive of Public Holidays.■ PTOs are not normally required to work on public holidays and only receive 5 weeks annual leave, therefore the IR Act 1999 applies.■ The IR Act states that if an employee would ordinarily be required to work on a day on which a public holiday falls, the employee is to be paid at the rate of 1.5 times the hourly rate, in addition to full pay for the day.

DA Duplication of ALLW ref. No. 8.


DPW RTI Release



QAS EPA 2002 Appendix C, Part A

point 3.QAS EPCA 2005,

Clause 5.1

Public Holiday Rate for 'M' Scale Employees

Including Show Holiday(excluding Labour Day) - (non Casual) & (Shift

worker)

No No Yes Hours One-off Normal pay rate + will accrue a day off in

lieu.

No Taxable Gross No No No No No Yes No QAS EPA 2002 Appendix C Part A QAS Managerial Level Staff applies.

DA Duplication of ALLW ref. No. 8.1



Public Holiday Rate for All Other Employees

Including Show Holiday(excluding Labour Day) - (non Casual) & (Shift

worker)

No No Yes Hours One-off Time and a-half with minimum of 4 hours

No Taxable Gross No No No No No Yes No ■ 5.1 (a) Public holiday penalties will be removed from the calculation of the average rate of weekend and public holiday penalties and paid as worked.

DA Duplication of ALLW ref. No. 8.2


DPW RTI Release

Deductions Models

Reference Number Category

System Driven

Amount?

Amount Fixed or

calculated?

Salary Sacrifice

Protected Net


Pay Advice Area

Reducing Balance Processing Rules Deduct from

Cash Equiv. Comments Variation Type Issues Comments

1 Tax Yes Fixed or Percentage

No No Tax Deductions No Deduct what is possible Yes Retrospective deductions allowed

2.0 Legislative - eg. Garnishees

No Fixed or Percentage

No No N/A Deductions Yes Deduct what is possible No Salary only, no Cash Equiv

2.1 Legislative - Child support


No Yes N/A Deductions No Deduct what is possible to protected earning level.

No Protected earning as at 01/01/2007 are Weekly $284.85, F/N $569.70 & Monthly $1238.59.

CG

3.0 Superannuation - Voluntary


No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv.Retrospective deductions allowed

CG Super is deducted from the last pay, but not from the termination payout.Change to align with system processing rules

3.1 Superannuation - Non-Voluntary

Yes Fixed or Percentage

No No N/A Deductions No Deduct total amount No Salary only, no Cash Equiv.Retrospective deductions allowed

CG Employee may have been granted an exemption from superannuation contributions by the Super OfficeChange to align with system processing rules

4.0 Agency Deductions -Reducing balance

No Fixed No No N/A Deductions Yes Deduct what is possible and take arrears in first

available pay

Yes

4.1 Agency Deductions -Overpayments - Gross Recovery


No No Gross Earnings Yes Deduct all or nothing Yes

4.2.1 Agency Deductions -Manual Payments - Net Recovery


No No N/A Deductions No Deduct what is possible and take arrears in first available

pay

Yes



No No N/A Deductions Yes Deduct what is possible and take arrears in first available

pay

Yes

4.3 Agency Deductions -Loans

Yes Fixed No No N/A Deductions Yes Deduct what is possible Yes Company loans may change due to system design

4.4 Agency Deductions - Purchase Leave

No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

NG

5 Departmental - On-going deduction eg. Dept Rent

No Fixed No No N/A Deductions No Deduct all or nothing No

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QAS-Deductions v4.3.XLS 5/03/2010


DPW RTI Release

Deductions Models


System Driven

Amount?

Amount Fixed or

calculated?

Salary Sacrifice

Protected Net


Pay Advice Area

Reducing Balance Processing Rules Deduct from

Cash Equiv. Comments Variation Type Issues Comments

6 Miscellaneous - eg. Additional Tax


No No Tax Deductions No Deduct all or nothing No Salary only, no Cash Equiv.Retrospective deductions allowed

Processing rule may change once deduction priority order determined

7 Salary Sacrifice - eg. Pre Tax Sal Sacrifice


Yes No N/A Earnings No Deduct all or nothing No Salary only, no Cash Equiv

7.1 Salary Sacrifice - eg. Post Tax Sal Sacrifice


NG

7.2 Salary Sacrifice - Superannuation - Voluntary


Yes No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv.Retrospective d d ti

NG

7.3 Salary Sacrifice - Superannuation - Non-Voluntary


Yes No N/A Deductions No Deduct total amount No Salary only, no Cash Equiv.Retrospective d d ti

NG

8 Health Funds No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

9 Insurance No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

10 Unions No Fixed No No Union Deductions No Deduct all or nothing No Salary only, no Cash Equiv

11.0 Charities -Non Salary Sacrifice - Post tax


11.1 Charities -Salary Sacrifice - Pre Tax

No Fixed Yes No Deductions Earnings No Deduct all or nothing No Salary only, no Cash Equiv

12 Social Clubs No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

13 Professional Associations

No Fixed No Yes No Deductions Deductions No Deduct all or nothing No CW

14 Professional year defined salary

No Fixed No No Deductions Deductions No Deduct all or nothing Yes This is not under the purchased leave arrangements

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QAS-Deductions v4.3.XLS 5/03/2010


DPW RTI Release

Exclusions


System Driven

Amount?

Amount Fixed or

calculated?

Salary Sacrifice

Protected Net


Pay Advice Area

Reducing Balance

Processing Rules

Deduct from Cash

Equiv.Comments Variatio

n Type Issues Comments

13 Superannuation -Non-Voluntary


No Yes Superannuation Deductions No Deduct all or nothing

No Salary only, no Cash Equiv

DG Refer to deduction 3.1


DPW RTI Release

DeductionsField Description

Agency Agency name Category Generic grouping of deductions

System Driven Amount?

Valid Codes: Yes, NoIs the deduction system driven (table driven amount) or user defined.

Amount Fixed or calculated?

Valid Codes: Fixed, Percentage, Fixed or PercentageFixed dollar amount, percentage or both

Salary Sacrifice

Valid Codes: Yes, NoIs this deduction salary sacrificable?

Protected Net Valid Codes: Yes, Noeg. Child support


Valid Codes: TAX, Supperannuation, Union, Deductions, N/AWhere the deduction will appear in the employee's payment summary

Pay Advice Area

Valid Codes: Taxation, Deduction, HELP Tax, NotationalWhere the deduction will appear in the employee's pay advice

Reducing Balance

Valid Codes: Yes, NoIs there a balance that reduces with deductions, eg Garnishees

Processing Rules

eg. Deduct all or nothing, Deduct what is possible, Deduct what is possible and take residual in first available pay

Included in Term Pay

Valid Codes: Yes, NoWhether it can be deducted in termination pay


Variation Code

Office Use only: Identifies changes made by Agency:CA - Change (Agency)DA - Delete (Agency)NA - New (Agency)NW - New (Whole-of-Government)CW - Change (Whole-of-Government)DW - Delete (Whole-of-Government)Maintenance performed on templates by Awards template due to legislative changes, errors etc:CM - Change (Maintenance - Agency)NM - New (Maintenance - Agency)DM - Delete (Maintenance - Agency)CG - Change (Maintenance - Whole-of-Government)NG - New (Maintenance - Whole-of-Government)DG - Delete (Maintenance - Whole-of-Government)

Issues Any conflict or issues that occur with changes, additions or deletions made against the item(s)

Comments Any comments regarding the item(s)New

modifications, deletions or

issues

This column should be used for the current review process, add any changes, additions or deletions to data or issues and where possible apply the colour code, ie green for additions, orange for changes and red for deletions


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Higher DutiesField Description

Agency Agency name

Cluster




Reference/ Source The relevant clause, sections or schedules in the industrial legislation (eg. Directive / Circular eg Directive 08/04


% of HD undertaken Percentage of HD undertaken, eg, < 75% or >=75%

Min Period of HD The minimum period of HD required before payment is made. Eg, >= 3 weeks, or > 3 daysLeave Paid at HD The minimum period of HD required before payment is made. Eg, After 12 monthsPublic Holidays

paid (start & end of HD) at HD Rate

Valid Codes: Yes, NoIs public holiday paid at HD if public holidays falls at the start or at the end of the HD period

Public Holidays paid (during HD) at

HD Rate

Valid Codes: Yes, NoIs public holiday paid at HD if public holidays falls during the HD period

Increment Is the increment payable on HD and what are the rules.Interpretation or

unique requirements

All other rules required to correctly apply the provisions from the relevant documentation.



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Higher Duties - QAS

Reference Number Agency Cluster H2R Framework Industrial Award Reference / Source Directive /

CircularEmployee Type (FT, PT, Casual)

% of HD undertaken

Min Period of HD

Leave Paid at HD

Public Holidays paid (start & end of HD) at HD Rate

Public Holidays paid (during HD)

at HD RateIncrement Interpretation or unique requirements Comments

1 Emergency 1 2.1.2 Allowances2.3.1 Base Pay



• QAS EPA 2005 Appendix 4 Averaged Rate of Weekend Penalties Clause 8.

• QAS EPA 1999,Clause 5.6 (15)


FT/PT 100% <= 4 hours Refer to Inter-

pretation column

N/A N/A N/A • An employee engaged for 4 hours or less on any day or shift on duties carrying a higher rate than the employee's ordinary classification shall be paid for a minimum of 4 hours at the higher rate for the time so worked.• Average rate of weekend penalty payments will no longer apply where an employee relieves at a higher rate of pay. When relieving duties at a higher rate of pay are performed penalty rates are to be claimed for the actual hours worked in place of the average penalty rate payment. • During the first 3 months of relieving, an employee is entitled to be paid up to 5 working days sick leave at the relieving rate. Sick leave in excess of the 5 working days during the 3 month period will be paid at the employee's substantive rate. After the completion of 3 months relieving, and continuance of such relieving, sick leave is paid at the relieving rate. • Where an employee has performed higher duties => 3 consecutive months immediately preceeding a period of annual leave, or where an employee commences a period of higher duties prior to taking annual leave and returns to the higher duties immediately following the annual leave and completes => 3 consecutive months of higher duties, the annual leave will be paid at the higher duties rate.

Casuals are not entitled to relief payments (QAS EPA 2002, Clause

8.2)Refer "Appendix A" Higher Duties -

QAS





• QAS Employees undertaking relieving duty at stations other than the station of

permanent appointment Industrial Agreement 1996,

Clause 3 • QAS EPA 1999,Clause 5.6 (15)


FT/PT 100% > 4 hours Refer to Inter-

pretation column

N/A N/A N/A • An employee engaged for a total of more than 4 hours on any day or shift on duties carrying a higher rate than the employee's usual classification shall be paid the higher rate for the entire day or shift.• Average rate of weekend penalty payments will no longer apply where an employee relieves at a higher rate of pay. When relieving duties at a higher rate of pay are performed penalty rates are to be claimed for the actual hours worked in place of the average penalty rate payment. • During the first 3 months of relieving, an employee is entitled to be paid up to 5 working days sick leave at the relieving rate. Sick leave in excess of the 5 working days during the 3 month period will be paid at the employee's substantive rate. After the completion of 3 months relieving, and continuance of such relieving, sick leave is paid at the relieving rate. • Where an employee has performed higher duties => 3 consecutive months immediately preceeding a period of annual leave, or where an employee commences a period of higher duties prior to taking annual leave and returns to the higher duties immediately following the annual leave and completes => 3 consecutive months of higher duties, the annual leave will be paid at the higher duties rate.

• Casuals are not entitled to relief payments (QAS EPA 2002, Clause

8.2)• If relieving the OIC, such employee is paid at the appropriate Station Officer level, plus the 20% loading if required to be on-call 24 hours per day. 20% loading is 20 % of the daily rate for each day the employee relieves the

IOC.• Where relieving in a higher position and required to undertake Emergency Availability duty the employee be paid

as per the Emergency Availability provisions.

Refer "Appendix A" Higher Duties - QAS


Guidebook - Employment Conditions for QAS Non-Award Staff

Managerial Level 6 to Level 8 and Administrative Level 1 to Level 4

FT/PT 100% 3 days Refer to Inter-

pretation column

N/A N/A N/A Additional remuneration is payable to staff who temporarily fill a position at a higher level. Payment of higher duties is at the first paypoint of the higher classification level. Higher Duties is payable only upon certification by the Delegate that the higher Duties have been performed.

Where a person relieves in a higher position:

▪ The period of relieving is considered for the purposes of determining any increment relevant to their substantive pay level.

▪ For a period of 12 months or longer, they are entitled to have the relieving period recognized for the purposes of determining a pay level if they are promoted.

Officers must be in higher duties for 12 months prior to taking leave to receive the higher rate of pay

Refer "Appendix A" Higher Duties - QAS

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DPW RTI Release

Higher Duties - QAS


CircularEmployee Type (FT, PT, Casual)

% of HD undertaken

Min Period of HD

Leave Paid at HD

Public Holidays paid (start & end of HD) at HD Rate

Public Holidays paid (during HD)

at HD RateIncrement Interpretation or unique requirements Comments

4 AFCOM Emergency 1 2.1.2 Allowances2.3.1 Base Pay




• QAS Employees undertaking relieving duty at stations other than the station of

permanent appointment Industrial Agreement 1996,

Clause 3 • QAS EPA 1999,Clause 5.6 (15)


EPA 1997 -▪ 4.13.4(a)

FT, PT, Casual 100% Full day or shift

more than 2 weeks (waiting on ruling - currently working through with Glenn Carthew)

Yes Yes Yes EPA 1997 - ▪(4.13.4(a)) Where an employee has been in receipt of higher rate of pay than the ordinary rate of pay for more than one fortnight immediately prior to taking leave,annual leave is paid at the higher rate of pay.• Average rate of weekend penalty payments will no longer apply where an employee relieves at a higher rate of pay. When relieving duties at a higher rate of pay are performed penalty rates are to be claimed for the actual hours worked in place of the average penalty rate payment.

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DPW RTI Release


Agency Agency name

Cluster







Does the employee receive an increment after 12 months continuous service at their classification andpay point? Valid Codes: Yes, No. If No, and the employee is eligible to receive an increment in a different period, record the period in the Interpretation or unique requirements field. If there is additional criteria, such as completion of training, have a qualification etc. document these additional increment requirements in the Interpretation or unique requirements field.



Progression







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Increments - QAS

Reference

NumberAgency Cluster H2R Framework Industrial Award Reference /

SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)

Increment / Progression Date Interpretation or unique requirements Comments

1 Emergency 1 2.1.2 Increments

Ambulance Service

Employees' Award - State 2003

Qld Ambulance Service EPA

2005, Apeendix 2 clause 3.1

Patient Transport

Officer Pay Point 1

FT/PT & Casual No No No No ▪ For appointment to this level achievment of

required selection assessments is required.

▪ 6 mths service & certificate required for progression from PP1 to PP2

▪ Admin purposes - QAS officers are responsible for sending through an increment/reversion form for a manual increment adjustment


Ambulance Service



2005, Apeendix 2, clause 3.1

Patient Transport

Officer Pay Point 2

FT/PT & Casual No No Yes Yes Completion of 6 months

at pay point 1

▪ Completion of Certificate III in Non Emergency Patient Care or equivalent ▪ maintenance and development of skills/Certificate of Practice; and successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ 6 mths service & certificate required for progression from PP1 to PP2



Ambulance Service




Patient Transport Paramedic

FT/PT & Casual No No No No

▪ For appointment at and maintenance of this level is appropriate paramedic qualifications; maintenance and development of skills/Certificate of Practice; and successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ This position is a spot classification created for Paramedics who no longer wish to perform on road paramedical duties.

▪ The QAS retains the right to determine the number and location of Patient Transport paramedic positions.



Ambulance Service




Ambulance Attendant

Certificate III

Temporary or Casual No No No No

▪ For appointment at and maintenance of this level is achievement of required selection assessments; enrolment in and subsequent completion of Certificate III in Health Science (Emergency Care and Transport); maintenance and development of skills/Certificate of Practice; and successful performance, including work performance and conduct, approved by the appropriate delegate.



Ambulance Service




Certificate IV Pay Point 1

Temporary or Casual No No No No

▪ For appointment at this level is achievement of required selection assessments and enrolment in Certificate IV in Basic Emergency Care.



Ambulance Service




Certificate IV Pay Point 2

Temporary or Casual No No Yes Yes

▪ To progress to and maintain this level is successful completion of the Certificate IV in Basic Emergency Care; maintenance and development of skills/Certificate of Practice and successful performance, including work performance and conduct, approved by the appropriate delegate.



Ambulance Service




Paramedic Student - Pay

Point 1FT No No No No

▪ For appointment at this level is achievement of required selection assessments; acceptance of terms of probationary period and acceptance of educational requirements.



Ambulance Service





Point 2FT No No Yes Yes

Successful completion of specified educational

requirements; and

▪ Successful performance including work performance and behaviour, approved by the delegate.



Ambulance Service







requirements; and



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Increments - QAS

Reference


SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)



Ambulance Service







requirements; and




Ambulance Service




Students - Queensland University of Technology -

Level 1

Casual No No No No

▪ Queensland University of Technology students utilised as casual employees during semesters four, five and six will be paid equivalent to pay point 1 of the Diploma Student.



Ambulance Service




Students - Queensland University of Technology -

Level 2

Casual No No Yes No

▪ Queensland University of Technology students utilised as casual employees during semester seven will be paid equivalent to pay point 2 of the Diploma Student.



Ambulance Service



2005, Apeendix 2, clause 3.5 Paramedic

Paramedic Pay Point 1


▪ For appointment at and maintenance of this level is Associate Diploma Pre-Hospital Care or equivalent; maintenance and development of skills/Certificate of Practice and successful performance including work performance and behaviour, approved by the delegate.



Ambulance Service



2005, Appendix 2, clause 3.6

Paramedic Advanced

Skills - Pay Point 1

FT/PT & Casual No No Yes Yes Successful completion of

ICEP I modules 1 to 4.

▪ For appointment at and maintenance of this level is Associate Diploma Pre-Hospital Care or equivalent; relevant advanced skills; maintenance and development of skills/Certificate of Practice and successful performance including work performance and behaviour, approved by the delegate. Completion of ICEP I modules 1 to 4.



Ambulance Service




Advanced Care


FT/PT & Casual No No No Yes

▪ For appointment at and maintenance of this level is successful completion of specified educational requirements; maintenance and development of skills/Certificate of Practice and successful performance including work performance and behaviour, approved by the delegate.

Progression can also be to this level from Paramedic Student Level IV, Paramedic PP1 or Paramedic Advanced Skills PP1



Ambulance Service




Advanced Care


FT/PT & Casual No No Yes Yes

Three years of recognised service as a qualified

Advanced Care Paramedic

▪ Maintenance and development of skills/Certificate of Practice; and and successful performance including work performance and behaviour, approved by the delegate. ▪ This pay point will be in recognition of the ongoing requirement for Advanced Care Paramedics to develop and maintain skills.

▪ The second pay point will apply to Advanced Care Paramedics and those officers who receive recognition of Advanced Care skills as part of their approved remuneration.▪ The second pay point will be 2.5% of the base rate of an Advanced Care Paramedic Pay Point 1, in addition to the Advanced Care Paramedic Pay Point 1.



Ambulance Service




Intensive Care

Paramedic PP1

FT/PT & Casual No No No Yes

▪ Appointment at this level is by Successful completion of specified educational requirements.▪ Maintenance and development of skills / Certificate of Practice.▪ Successful performance, including work performance and conduct, approved by the appropriate delegate.

Progression can also be to this level from Advanced Care paramedic PP2



DPW RTI Release

Increments - QAS

Reference


SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)



Ambulance Service




Intensive Care

Paramedic PP2

FT/PT & Casual No No Yes Yes

3 years recognised service as a qualified

Intensive Care Paramedic, and

▪ Current Certificate of Practice holder

▪ 3 years Intensive Care Paramedic service & Certificate of Practice required for eligibility to PP2



Ambulance Service



2005, Appendix 2

Officers in Charge (OIC) Levels (1,2,3

& 4) PP1

FT Yes No No Yes Completion of 12 months relevant service, and

▪ Completion of the Management Continuing Education Program (MCEP)

▪ 12 months relevant service & completion of MCEP required to progress to PP2▪ Paramedics may relieve as an OIC▪ Admin purposes - QAS officers are responsible for sending through an increment/reversion form for a manual increment adjustment


Ambulance Service



2005, Appendix 2

Officers in Charge (OIC) Levels (1,2,3

& 4) PP2

FT Yes No Yes Yes Completion of 12 months relevant service, and

▪ Completion of the Management Continuing Education Program (MCEP)

▪ 12 months relevant service & completion of MCEP required to progress to PP2▪ Paramedics who have relieved greater then 12months may complete the MCEP course and receive pay point 2 while relieving. If the officer reverts back to their substantive position and then returns to relieving they would continue to receive the relieving at the PP2 rate.▪ Admin purposes - QAS officers are responsible for sending through an increment/reversion form for a manual increment adjustment


Ambulance Service



2005, Appendix 2,

clause 2

Communication

Officer - Probationary

(CO1)


▪ Achievement of required selection assessments.▪ Acceptance of terms of probationary period.▪ Acceptance of educational requirements.

▪ All communications officers and supervisors must attain the Certificate IV in ambulance Communications or equivalent.▪ See Appendix A for detailed requirements for progression



DPW RTI Release

Increments - QAS

Reference


SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)



Ambulance Service



2005, Appendix 2,

clause 2

Communication

Officers - Calltaker

(CO2)

FT/PT & Casual Yes No Yes Yes

12 months at pay point 1. Including completion of the 6 month probation

period.

▪ Completion of Cert IV in ambulance communications or equivalent.▪ Successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ Communications Officer permanently appointed prior to 1 October 2005 will progress to pay point 2 in accordance with the terms of the QAS EPA 2002.▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.▪ See Appendix A for detailed requirements for progression ▪Communications Officers permanently appointed prior to 1 October 2005 will progress to pay point 2 in accordance with the terms of the Queensland Ambulance Service Enterprise Partnership Agreement 2002.▪ Communictions Officers permantley appointed from 1 October 2005 will progress in accordance with the terms of this Agreement.▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.▪ Admin purposes - QAS officers are responsible for sending through an increment/reversion form for a manual increment adjustment


Ambulance Service



2005, Appendix 2,

clause 2

Communication

Officers - Calltaker/ dispatcher

(CO3)

FT/PT & Casual No No Yes Yes 6 months at pay point 2.

▪ Maintenance and development of skills / Certificate of Practice.▪ Successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.▪ See Appendix A for detailed requirements for progression▪Communications Officers permanently appointed prior to 1 October 2005 will progress to pay point 2 in accordance with the terms of the Queensland Ambulance Service Enterprise Partnership Agreement 2002.▪ Communictions Officers permantley appointed from 1 October 2005 will progress in accordance with the terms of this Agreement.▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.▪ Admin purposes - QAS officers are responsible for sending through an increment/reversion form for a manual increment adjustment


DPW RTI Release

Increments - QAS

Reference


SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)



Ambulance Service



2005, Appendix 2,

clause 2

Communication

Officers - Calltaker/

dispatcher/ Mentor (CO4)

FT/PT & Casual Yes No Yes Yes 12 months at pay point 3.

▪ Maintenance and development of skills / Certificate of Practice.▪ Successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.▪ See Appendix A for detailed requirements for progression ▪Communications Officers permanently appointed prior to 1 October 2005 will progress to pay point 2 in accordance with the terms of the Queensland Ambulance Service Enterprise Partnership Agreement 2002.▪ Communictions Officers permantley appointed from 1 October 2005 will progress in accordance with the terms of this Agreement.▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.



Ambulance Service



2005, Appendix 2,

clause 2

Communication

Officers - Calltaker/

dispatcher/ Mentor (CO5)


▪ Completion of supervisors course or equivalent.▪ Certification by the appropriate delegate of the officer's ability to function at a supervisory level and preparedness of the officer to relieve as a Communications Centre Supervisor as necessary.▪ Maintenance and development of skills / Certificate of Practice.▪ Successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.▪ See Appendix A for detailed requirements for progression ▪Communications Officers permanently appointed prior to 1 October 2005 will progress to pay point 2 in accordance with the terms of the Queensland Ambulance Service Enterprise Partnership Agreement 2002.▪ Communictions Officers permantley appointed from 1 October 2005 will progress in accordance with the terms of this Agreement.▪ Communications Officers appointed prior to 1 October 2005 must complete the Certificate IV in Ambulance Communications within 12 months of appointment.



DPW RTI Release

Increments - QAS

Reference


SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)



Ambulance Service



2005, Appendix 2,

clause 2

Communication Supervisor

Level 1 (CCS1)

FT/PT & Casual No No No No N/A

▪ Immediate enrolment in Certificate IV in Ambulance Communications and completion within appropriate timeframes.▪ Completion of supervisors course or equivalent.Successful performance, including work performance and conduct, approved by the appropriate delegate.

• Appointment to Communication Supervisor classification level is by way of merit system.▪ Newly appointed supervisors will commence at pay point 1.▪ Progression to each pay point will be dependent on achievement of the requirements for that level and the grading of the Communications Centre.• See Appendix A for detailed requirements for progression



Ambulance Service



2005, Appendix 2,

clause 2


Level 1 (CCS2)


▪ Maintenance and development of skills / Certificate of practice.▪ successful performance, including work performance and conduct, approved by the appropriate delegate.

▪ Progression to each pay point will be dependent on achievement of the requirements for that level and the grading of the Communications Centre.▪ See Appendix A for detailed requirements for progression▪ Admin purposes - QAS officers are responsible for sending through an increment/reversion form for a manual increment adjustment


Ambulance Service



2005, Appendix 2,

clause 2


Level 1 (CCS3)



▪ Progression to each pay point will be dependent on achievement of the requirements for that level and the grading of the Communications Centre.▪ See Appendix A for detailed requirements for progression



Ambulance Service



2005, Appendix 2,

clause 2


Level 1 (CCS4)



▪ Progression to each pay point will be dependent on achievement of the requirements for that level and the grading of the Communications Centre.▪ See Appendix A for detailed requirements for progression



DPW RTI Release

Increments - QAS

Reference


SourceClassificatio

n

Employee Type (FT,

PT, Casual)

After 12 months

continuous


Increment

Progression (to)



Ambulance Service


Guidebook - employment

Conditions for QAS Non-Award

Staff

Management Positions

level 8 level 7level 6

FT/PT & Casual Yes No Yes

Merit based only

12 months at pay point Salary increments are only available after an employee has received a salary at a specfic pay point for a full 12 months.

Appointment to positions at these levels is to the band and not to specific pay point within the level Appointment to a pay point is to commence at the lowest point to allow for progression.Progression within the band and payment of salary increments will be dependent on satisfactory performance assessed theough Performance Plans certified by the relevant Manager. Performance Plan should be 12 months in duration.Salary increments are only available after an employee has received a salary at a specfic pay point for a full 12 months.


Ambulance Service


Guidebook - employment

Conditions for QAS Non-Award

Staff

Administrative Positions

level 1 level 2level 3level 4

FT/PT & Casual Yes No Yes

Merit based only

12 months at pay point Salary increments are only available after an employee has received a salary at a specfic pay point for a full 12 months.

Appointment to positions at these levels is to the band and not to specific pay point within the level Appointment to a pay point is to commence at the lowest point to allow for progression.Progression within the band and payment of salary increments will be dependent on satisfactory performance assessed theough Performance Plans certified by the relevant Manager. Performance Plan should be 12 months in duration.Salary increments are only available after an employee has received a salary at a specfic pay point for a full 12 months.


DPW RTI Release

Overtime & PenaltiesField Description

Agency Agency name

Cluster





Day/ Shift Valid Codes: Day, Shift, Continuous Shift, AllEmployee Type(FT, PT, Casual) Employee's appointment status: Full Time (FT), PartTime (PT), Casual or All

Working arrangements Valid Codes: Variable working hours (eg Public servants), Rostered/Set hours (eg. operational staff on 38 hour week), Other (eg. Counsellors) Note in Interpretation or unique requirements

Day(s) of week Days the overtime, TOIL etc is worked

Working /Non Working The employee's ordinary working day or notValid Codes: Working, Non Working


ordinary hours allowed before OT


Payment Type eg. Overtime, TOIL, recall, on call, CRIBB, Fatigue, Shift Penalty, ordianry time for weekend workRules Overtime/TOIL rules eg, time and a half for first 3 hours, 15% penalty for weekend work

Minimum Hours to be Paid Minimum number of hours that the employee should be paid for

Meal Allowance Is the employee eligible to a meal allowance, include rulesInterpretation or unique

requirements All other rules required to correctly apply the provisions from the relevant documentation.



DPW R

TI R

elea

se

OT - QAS

Reference Number Agency Cluster H2R

Framework Industrial Award Reference / Source Directive / Circular


Shift Worker

Employee Type (FT, PT,

Casual)

Working Arrange-

mentsDay(s) of the Week Working / Non

WorkingBand of Hours

Maximum number of ordinary hours

allowed before OTPayment Type Interpretation or Unique requirements Comments Variation

Type Issues Comments

1 Emergency 1 2.2.2 Time and Attendances


State 2003 Clause 6.3


Agreement 2002 Clause 8.2 and


Shift & Day Workers

Casual Rostered Monday to Friday Working / non working

24 hours a day,

Monday to Friday

Ordinary rostered hours per shift or

76 hours per fortnight

OT - Overtime - Monday to Friday - Casual

Excludes QAS Managerial Staff and employees covered by Clause 4.2 (a) (i) of

QAS EPA 2005.

Overtime applicable for:- Casuals On-call (see Ref No. 19);- Extension of shift;- In excess of working 76 hours per pay period.

OT needs to be costed to specified

suffixs eg. M = Meal Break, B = Fatigue, P = Sport, R = Sick

Relief, S = Staff Shortage. QAS are

currently going through and

reviewing overtime.






QAS EPCA 2005, Clause 4.2 (c)

All Casual Rostered Weekend Outside rostered hours

Working / non working

24 hours a day,

Saturday & Sunday



OT - Overtime - Weekend - Casual Excludes QAS Managerial Staff • Saturday overtime rate: (ordinary pay rate + 23% loading) x 2• Sunday overtime rate: (ordinary rate) x 2.






reviewing overtime.







Rostered shift Workers

Casual Rostered Any day Outside rostered hours

Working / non working

24 hours a day,

/ 7days a week



OT - Overtime - Rostered Shift Workers - Casual

Excludes QAS Managerial Staff Overtime applicable for:- Casuals On-call (see Ref No. 19);- Extension of shift;- In excess of working 76 hours per pay period.





reviewing overtime.





Agreement 2005 Clause 4.2

Day & Shift Workers

FT/PT Rostered Monday to Friday Working 24 hours a day,

Monday to Friday

Ordinary rostered hours OT - Overtime - Monday to Friday - FT/PT


QAS EPA 2005.

Overtime hours for part time workers will depend on their

contracted rostered hours per fortnight. OT needs to be

costed to specified suffixs eg. M = Meal Break, B = Fatigue, P = Sport, R = Sick



reviewing overtime.



State 2003, Clause 6.3



All FT/PT Rostered Saturday, Sunday Both 24 hours a day /

Saturday & Sunday

Ordinary rostered hours OT - Overtime - Weekend - FT/PT Excludes QAS Managerial Staff Overtime hours for part time workers will depend on their





reviewing overtime.

Emergency Awards-QAS-Overtime v4.3.XLS Page 1 of 9 5/03/2010RTI Folio No. 1351RTI Folio No. 1351RTI Folio No. 1453

DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-










Agreement 2005, Clause 4.2 (a) (i)

Rostered Shift

Workers

FT/PT Rostered Any Both 24 hours a day,

/ 7days a week

Ordinary rostered hours OT - Overtime - Rostered Shift Workers - FT/PT

Excludes QAS Managerial Staff Overtime hours for part time workers will depend on their





reviewing overtime.





Agreement 2005 Clause 5.1Industrial Relations Act 1999

Division 4 s15

All FT/PT Rostered Any non Working 24 hours a day

N/A PH - Public Holiday (excluding Labour Day) - PTOs

• Only applicable to Patient Transport Officers (PTOs) who are not normally required to work on public holidays.

■ PTOs are not normally required to work on public holidays and only receive 5 weeks annual leave, therefore the IR Act 1999 applies.■ The IR Act states that if an employee would ordinarily be required to work on a day on which a public holiday falls, theemployee is to be paid at the rate of 1.5 times the hourly rate, in addition to full pay for the day. ■ Minimum hours to be paid are as per the Ambulance Service employees Award State 2003 Clause 7.6.1 & 7.6.6





reviewing overtime.

9.1 Emergency 1 2.2.2 Time and Attendances





All Casuals Rostered Any Both 24 hours a day

N/A PH -Public Holiday (Including Labour Day) - Casuals

Excludes QAS Managerial Staff Minimum hours to be paid are as per the Ambulance Service employees Award State 2003 Clause 7.6.1 & 7.6.6





reviewing overtime.9.2 Emergency 1 2.2.2 Time and

AttendancesAmbulance Service Employees' Award -




All FT/PT Rostered Any Working 24 hours a day

N/A PH - Public Holiday (Excluding Labour Day) - FT/PT

Excludes QAS Managerial Staff Minimum hours to be paid are as per the Ambulance Service employees Award State 2003

Clause 7.6.1 & 7.6.6





reviewing overtime.






All FT/PT Rostered Monday Working 24 hours a day

N/A PH - Labour Day Excludes QAS Managerial Level staff.

If employee actually works on Labour Day, such Employee shall be paid a full day's

wage for that day, in addition to a payment for the time actually worked at one and a halftimes the ordinary rates. e.g. 4 hrs at double

time and a half.

Minimum hours to be paid are as per the Ambulance Service employees Award State 2003

Clause 7.6.1 & 7.6.6










All FT/PT Rostered Monday Non Working 24 hours a day

N/A PH - Labour Day - Not worked All Employees covered by the Award shall be entitled to be paid a full day's wage for Labour Day irrespective of the fact that no

work may be performed on such day.

If employee is on annual leave, then one day is also credited to the annual leave

bank.







State 2003


clause 4.12


N/A PH - Christmas Day, Good Friday & Labour Day

QAS AFCOM employees (other

than casuals) have different provisions for public holidays than other QAS

employees


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-








State 2003


clause 4.12


N/A PH - Public holidays other than Christmas Day, Good Friday &

Labour Day

QAS AFCOM employees (other

than casuals) have different provisions for public holidays than other QAS

employees9.7 Emergency 1 2.2.2 Time and


State 2003



All Casuals Rostered Any Both 24 hours a day

N/A PH -Public Holiday (Including Labour Day) - Casuals





reviewing overtime.10 Emergency 1 2.2.2 Time and




Agreement 2005 Clause 4.2 (e) & 5.1

All All Rostered Any Both 24 hours a day

Normal rostered hours OT - Overtime - Public Holiday (Includes Labour Day)

Excludes QAS Managerial Staff Minimum hours to be paid are as per the Ambulance Service employees Award State 2003

Clause 7.6.1 & 7.6.6





reviewing overtime.





Agreement 2005, Clause 4.8 (e)

Rostered Shift

Workers

FT/PT Rostered Any Working 24 hours a day,

/ 7days a week

N/A Fatigue - Call back / Overtime whilst on Break from Duty

26/7/06: QAS to check on fatigue callback on a public

holiday - If different than double time may need to

retain ALLW Ref. No. 45 and use to capture fatigue callback

on a public holiday.

4/8/06: Brett Harrod advised the employee would be paid at

double time.





reviewing overtime.





Agreement 2005, Clause 4.8 (a), (c)

Rostered Shift

Workers


/ 7days a week

N/A Fatigue - Break From Duty





reviewing overtime.





Agreement 2005, Clause 4.8 (d)

Rostered Shift

Workers


/ 7days a week

N/A Fatigue - Penalty Payment Payment covered by absence type: Break From

Duty





reviewing overtime.


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-








State 2003


Agreement 2005, Clause 4.10 (j)

All All Rostered Any Both 24 hours a day,

/ 7days a week

N/A OT - Meal Overtime Payment • Excludes QAS Managerial Staff.





reviewing overtime.



State 2003


Agreement 2002, Clause 4.1 and Appendix C,

Clause 1.3

New TOIL Policy under draft waiting approval from all

Stakeholders

All FT/PT Rostered Any both N/A Award - TOIL - Managerial Staff - Accrual

• TOIL is not applicable to casuals or employees => Assistant Commissioner in rank• Accumulation of TOIL is authorised by an appropriately delegated officer prior to the period of overtime being worked.

Refer to Absences Template. OT needs to be costed to specified






State 2003


Agreement 2002, Clause 4.1 and Appendix C, Clause 1.3, 4.1


Stakeholders

All FT/PT Rostered Any both N/A Award - TOIL - Quarterly Clearance Senior Officers

TOIL is not applicable to casuals or employees => Assistant Commissioner in rank OT needs to be




reviewing overtime.



State 2003



Clause 1.3


Stakeholders

DES Policy 5.17 & 5.18

All FT/PT Rostered Any both N/A Award - TOIL - Quarterly Clearance Below Senior Officer Level

TOIL is not applicable to casuals or employees => Assistant Commissioner in rank







State 2003



Clause 1.3


Stakeholders

All FT/PT Rostered Any both N/A Award - TOIL - Quarterly Clearance - Dates

Payment of TOIL liability will be automaticallyprocessed by payroll on the pay period following the quarterly clearance date. Officers who complete a period of higher duties during the quarter and return to their substantive role prior to the clearance date will have their accumulated TOIL balance cleared at their substantive rate.





reviewing overtime.



State 2003

DES Policy All FT/PT Rostered Any both N/A OT - TOIL - In Excess of Maximum

The maximum number of hours of TOIL that can be accumulated during a quarter is 40 hours.







State 2003

DES Policy All FT/PT Rostered Any both N/A Award - TOIL - Employees relieving as Senior

Officers





reviewing overtime.


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-








State 2003


Agreement 2005, Clause 4.4 (e)

Rostered Shift

Workers


/ 7days a week

N/A On-Call - Normal working day OT needs to be costed to specified






State 2003


Agreement 2005, Clause 4.4 (f) (ii)

Rostered Shift

Workers

FT/PT Rostered Any Non Working 24 hours a day,

/ 7days a week

N/A On-Call - Rostered Day Off • Station Officers & OIC's on 20% Unlimited Hours can opt to be On call on their rostered

days off.• There is no requirement to be on call prior to the commencement of the first shift after

or immediately prior to commencing rostereddays off or annual leave. If an employee agrees to provide coverage during these

periods, this rule shall apply.






AttendancesAmbulance Service Employees' Award

State 2003


Agereement 2005 Clause 4.4 (f) (iii)

Rostered Shift Worker


/ 7days a week

N/A On-Call - Annual Leave Day • Applies to all employees on On-call arrangements except Station Officers &

OIC's on 20% Unlimited Hours.• There is no requirement to be on call prior to the commencement of the first shift after

or immediately prior to commencing rostereddays off or annual leave. If an employee agrees to provide coverage during these

periods, this rule shall apply.• An employee placed on call shall be paid

15% of the hourly base rate applicable to theemployee for each hour of on call duty

performed with a minimum payment of ten hours for each on call period.





reviewing overtime.


Ambulance Service Employees' Award

State 2003


Agereement 2005 Clause 4.4 (g)



/ 7days a week

N/A On-call - maximum days per fortnight







State 2003


Agreement 1999 Clause 5.6 (22) (4)





/ 7days a week

N/A OT - Overtime when on 20% Unlimited Hours Loading - OIC's in

receipt of free accommodation, other than Category 7 Stations

• Station Officers who are employed to be Officer in Charge of a station have the

option to select either the On call arrangement or the Umnlimited hours

loading arrangement.

• Officers may opt to change their preferences when transferred or annually

from 1 July each year.







State 2003







/ 7days a week

N/A OT - Overtime when on 20% Unlimited Hours Loading - OIC's at

category 7 Stations












State 2003







/ 7days a week

N/A OT - Overtime when on 20% Unlimited Hours Loading - OIC's in private accommodation or paying

rent on a QAS provided house










reviewing overtime.


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-







Ambulance Service Employees' Award

State 2003

Qld Ambulance Service Enterprice Partnership

Agreement 2005, Clause 4.6



/ 7days a week

N/A OT - Rostered Day Off - 24 Hour Periods payment rule

• Payments in accordancer with this clause will take precedence over other overtime

and on call arrangements.





reviewing overtime.



6.3.4


Agreement 2005,Clause 4.5 (a)

Rostered Shift

Workers

All Rostered Any Both 24 hours a day / 7 days

a week

N/A Recall - Call Back rule In reference to 'substantive classification' refer to Higher Duties Template, Two

Classes of Work






AttendancesAmbulance Service Employees' Award - State 2003 Clause

6.3.4


Agreement 2005 Clause 4.5 (b)

Rostered Shift

Workers

All Rostered Any Both 24 hours a day / 7 days

a week

N/A Recall - Call Back rule - Within two hours of shift OT needs to be




reviewing overtime.





Agreement 2005 Clause 4.10 (a), (b), (c)

All All Rostered Any Both Any N/A Award - Meal - Paid Meal Breaks Where the ordinary rostered shift is in excess of ten hours in duration employees shall be entitled to two meal breaks of not

less than 30 minutes during the period of theshift.



State 2003


Agreement 2002,Apendix C, Part A Point 3.

Day Workers FT/PT Rostered Any Both 8 Hours N/A PH - Public HolidayM Scale Employees

Toil day accrued for the Public holiday must be taken within 12 months of their accrual and will be forfeited if not taken

in this time.



State 2003

Queensland Ambulance

Service Administration Circular No.

28/93

All FT/PT Rostered Saturday or Sunday Non Working as per roster

rostered hours Penalties - Post Training



State 2003

Queensland Ambulance

Service Administration Circular No.

28/93

All All Rostered Any Non Working as per roster

N/A Penalties - Training on RDO


Ambulance Services Employees' Award -

State 2003

Qld Ambulance Service Enterprise Partnership Agreement 2005, Clause 4.1 (c)

All FT/PT Any Any Both Any NA Award - Accrued time payment




Any Casual Rostered / Set hours

Any Both 1 shift type NA Award - Casual - Roster Each engagement shall stand alone, with a minimum payment for each engagement being 2 hours.





Clause 8.2


Any Both 1 shift type NA Award - Casual - Saturday payments





Clause 8.2


Any Both 1 shift type NA Award - Casual - Sunday payments


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-










Clause 8.2


Any Both 1 shift type NA Award - Casual - Weekday payments




Any All Any Any Both Any NA Award - Days off





Agreement 2005, Clause 4.1

Any All Any Any Both Any NA Award - Hours of duty The average actual hours of work will be reduced from 1 October 2007 to reflect

hours of work specified in the Ambulance Service Employees' Award -

State 2003 (i.e. The ordinary working hours of Employees shall not exceed an average of 38 hours per week and shall be worked in accordance with a roster).





Clause 8.2


Any Both 1 shift type NA Award - Long Term Casual - Overtime





Clause 8.2


Any Both 1 shift type NA Award - Long Term Casual - Roster



Clause 6.4


Agreement 2005, Clause 4.10 (h), (i)

Amendment B1053 of 2004 (9 August)

Any FT/PT & Casual

Rostered Any Both Any N/A Award - Meal - Broken Meal Allowance


Ambulance Services Employees' Award - State 2003, Clause

6.3.3

Shift All Rostered Any Working Any NA Award - Meal - Late Finish Meal



State 2003


Agreement 2005, Clause 4.10 (f)

All FT/PT & Casual

Rostered Any Both 24 hours a day,

/ 7days a week

N/A Award - Meal - Meal Break Times

(ii) Subject to successful achievement measured against the meal access

criteria specified in clause 4.10(e), from 1 October

2007:a. For shifts up to 10 hours in

duration, commencing not earlier than 3.5 hours from the commencement of shift and to

be completed not later than 6.5 hours from the

commencement of shift.b. for shifts greater than 10 hours and up to 12 hours in

duration, the first meal break will be between 3 and6 hours from the commencement of shift and the second meal

break will be between 7 and 10 hours from the

commencement of shift.c. For shifts greater than 12

hours in duration, the first meal break will be between 2

and 5 hours from the commencement of shift and

the second meal break willb e between 7.5 and 10.5 hours from the commencement of

shift.


Ambulance Services Employees' Award - State 2005, Clause

4.10 (h)

Shift All Rostered Any Working Any NA Award - Meal - Missed Meal


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-








State 2003

Qld Ambulance Service EPA 2002, Part A 1.2 & Part B 1.2

Day All Rostered / Set hours

Any Working NA Award - Meal - Unpaid Meal




Any PT Rostered / Set hours

Any Both 1 shift type NA Award - Part time - Overtime - After shift

Where an Employee is recalled to dutyafter having ceased work and having leftthe employer's premises, the Employeeshall be paid as for a minimum of 2hours work at the appropriate overtime





Any Both 1 shift type NA Award - Part time - Roster A part-time employee may be appointed to more than one position in the Queensland Ambulance Service provided that the maximum number of ordinary hours for which they are employed shall not exceed 76 hours per fortnightAll provisions of the Ambulance Service Employees' Award applicable to full-time employees apply to part-time employees on a pro rata basis where appropriate.



State 200

Qld Ambulance Service EPA 2002, Clause 8.1


Any Both 1 shift type NA Award - Permanent Part Time - roster

Pro rata wages and employment conditions for full time employees engaged in the same classification including penalties and overtime.



State 2003


Clause 6.3

Any Any Rostered / Set hours

Any Both 1 shift type 10 Award - Rest Break - Excess hours

Employees can not claim more than once for any single period.



State 2003


Agreement 2005 Clause 4.2 (b)

All FT/PT & Casual

Rostered Any Both as per roster

N/A Award - Rostered Shift Worker - definition

Definition applicable for overtime provisions



State 2003


Any All Any Any Both Any NA Award - Shift - Afternoon shift definition



State 2003


Any All Any Any Both Any NA Award - Shift - Night shift definition





Clause 8.2


Any Both 1 shift type NA Award - Short Term Casual - Overtime

26/7/06: QAS reps advised they were unaware of any destinction between short and long term casuals with regard to this rule.





Clause 8.2


Any Both 1 shift type NA Award - Short Term Casual - Roster




Any Non-working 1 shift type NA Award - TOIL - Time off in lieu - Non-working day - Public holiday



State 2003


FT/PT Rostered / Set hours

Any Award - TOIL - Time off in lieu of Overtime

• TOIL is not applicable to casuals or employees => Assistant Commissioner in rank• TOIL will accumulate at the rate of single time for each hour worked.• Employees are only able to accumulate a maximum of forty hours of time worked as TOIL at any point during the quarter.

22/9/06: Brett to provide definition for Senior Officer.


Ambulance Services Employees' Award -State 2003 - Clause

5.3.2(b)

Any All Rostered / Set hours

Any Both Any NA Shift - Ordinary Time Earnings definition




Any All Any Saturday Working Any NA Shift - Saturday shift




QAS EPA 2002, Clause 4.2 Rostered Shift

Workers


/ 7days a week

N/A Shift - Shift allowance - Afternoon

Allowances to be adjusted in accordance with Declarations of General Ruling for Afternoon and Night Shift Allowances.


DPW RTI Release

OT - QAS




Shift Worker


Casual)

Working Arrange-









QAS EPA 2002, Clause 4.2 Rostered Shift

Workers


/ 7days a week

N/A Shift - Shift allowance - Night Allowances to be adjusted in accordance with Declarations of General Ruling for Afternoon and Night Shift Allowances.




Rostered Shift

Workers


/ 7days a week

N/A Shift - Shifts allowance - Spanning Midnight rule




Any All Any Sunday Working Any NA Shift - Sunday shift



State 2003

Any All Any Any Both Any NA Award - Shift - Day worker definition

Definition provided by QAS in response to questions.


Qld Ambulance Service Average Rate of Weekend

Penalties Industrial Agreement

QAS EPCA 2005, Clause 5.1 & Appendix 4.

Rostered Shift

All Rostered Any Both Any NA Penalties - Average Rate Allowance of Weekend Penalties

• The averaging rate will not apply to officers: (1) who do not work weekends (2) who work the same penalties each fortnight(3) on higher duties where they are not part of the Average Rate roster(4) on long service leave, sick leave or on a training courses equal to or greater than 5 consecutive days duration.■ Sick leave taken on a weekend shall result in a reductrion in the penalties earned for that fortnight: Saturday - reduced by one sixth: Sunday reduced by one third.■ Penalties payable on any public holiday shall not be included in the averaged rate.



State 2003


Any All Any Any Both Any NA OT - Excess Ordinary Hours Reconciliation of an employee's ordinary hours will be occur on each occasion that the employee takes annual or long service leave. If the employee has worked less hours over the period since the last reconciliation the employee will not be required to repay the additional amount, however the negative balance will be carried forward for the next reconciliation period.



State 2003


Certified Agreement 2005 Clause 4.8 (f)

Any All Any Any Both Any NA Fatigue - Stand Down after 36 hours

For the employee to be eligible for stand down, the 36 hour period must include

three separate callouts spread over a six hour period (or six hours work) between 9.00pm and 5.00am and a further callout

in the following shift period.

Any instances in which an employee is stood down must be reported to the

Partnership Steering Committee.



State 2003



Any All Any Any Both Any NA Fatigue - Extreme Working Hours - Rest Break

The 4 day rest break is inclusive of Rostered Days Off.


DPW RTI Release

f

n

Reference Number

Agency Cluster H2R Framewor

k

Industrial Award Reference / Source Directive / Circular


Shift Worker

Employee Type (FT,

PT, Casual)

Working Arrange-

ments

Day(s) of the Week

Working / Non

Working

Band of Hours

Maximum number of ordinary

hours allowed

before OT

Payment Type Rules Minimum Hours to be Paid

Meal Allowance Interpretation or Unique requirements Comments

12 Emergency 1 2.2.2 Time and

Attendances


2003

Qld Ambulance Service Enterprise

Partnership Agreement 2002, Clause 1.5, 4.1

Rostered Shiftworker & officers whose

Emergency Availability

arrangements cause them to be regularly rostered

after hours

Rostered Shift

WorkerSee

Reference No. 8

FT/PT Rostered out side normal

rostered hours

both 24 hours a day,

/ 7days a week

Ordinary rostered hours

(where the ordinary

rostered hours do not exceed an average of 38 hours per

week)

Overtime Paid double ordinary base rate of pay for all work outside normal rostered hours

(including recalls to duty during periods oon-call)

2 hrs (where recalled

after ceasing work)

employee entitled to meal allowance of $9.60:

• If required to work OT in excess of one hour after

normal ceasing time, (where ceasing time + in excess of one

hour is 5pm or later)• or required to work OT in excess of two hours after

normal ceasing time, (where ceasing time + in excess of 2

hours is prior to 5pm)


Attendances


2003


Partnership Agreement 2002,

Clause 6.3

Rostered Shift

Worker


/ 7days a week

N/A Broken MealRefer to

Allowance Template

• Where an employee has not completed a meal break prior to the expiry of the

prescribed 2 hours period, the employee will be entitled to a Meal Overtime

Payment, equivalent to one hour of ordinary pay (or part Thereof) in addition to their ordinary prescribed rate for any

given working day for every hour (or part thereof) worked beyond the expiry of the prescribed meal break period, until the Meal Break has been completed in its

entirety.• Every time the meal break is interrupted with a recall to duty for any reason, the employee is entitled to claim a broken meal allowance for every case called upon to attend until the meal break is

completed.• Broken meal provisions apply to

employees engaged to work an ordinary rostered shift or a shift on overtime.

N/A • Meal break periods are:

For shifts up to 8 & 10 shift - no sooner than 4 hours from the commencement of the shift

and no later than 6 hours from the commencement of the shift.

For shifts up to 12 hours - The first meal break must be provided no sooner than 4 hours from

the commencement of the shift and no later than 6 hours from the commencement of the

shift. The second meal break must be provided no sooner than 8 hours from the

commencement of the shift and no later than 10 hours from the commencement of the shift.

For shifts in excess of 12 hours - The first meal break must be provided no sooner than 2 hours from the commencement of the shift

and no later than 4 hours from the commencement of the shift. The second meal

break must be provided no sooner than 8 hours from the commencement of the shift

and no later than 10 hours from the commencement of the shift.


Attendances


2003


Partnership Agreement 2002, Clause 4.5 & 4.6

On-Call Arrangements -

Officers in Charge (OIC) who agree to work on their roster days off -

20% Loading option

Shift FT/PT Rostered Rostered day off

Non Working

24 hours a day,

/ 7days a week

N/A On-Call 20% loading on any on-Call day not required to undertake work. If required to

work they receive: • 8 hours pay at the Double time rate

• EA for the remaining time spent on-call• Plus payment at overtime rates for any

actual calls during the EA period• All call outs during an EA period paid at

double time rates (min 2 hrs)• Casualty Room cases are considered

as a callout

See Rules OICs may nominate their choice of on-call arrangements (either 20% loading or

Emergency Availability (EA) payments). Their preference change been changed annually on

1 July.


Attendances


2003




Officers in Charge (OIC) who are

directed to work on their roster days off - 20% Loading option


Non Working

24 hours a day,

/ 7days a week

N/A On-Call where directed to work and/or required to be on-call: double time for every hour worked and/or on-call (or part thereof)

Min 2 Hours where

called-out

OICs may nominate their choice of on-call arrangements (either 20% loading or


1 July.


Attendances


2003




Officers in Charge (OIC) who agree to work on their roster days off -

Emergency Availability (EA)

option


Non Working

24 hours a day,

/ 7days a week

N/A On-Call If the employee is required to work they receive:

• 8 hours pay at the Double time rate• EA for the remaining time spent on-call• Plus payment at Double time rates for

any actual calls during the EA period• All call outs during an EA period paid at

double time rates (min 2 hrs)

See Rules OICs may nominate their choice of on-call arrangements (either 20% loading or


1 July.


Attendances


2003




Officers in Charge (OIC) who are

directed to work on their roster

days off - Emergency

Availability option


Non Working

24 hours a day,

/ 7days a week

N/A On-Call Where directed to work and/or to be on-call: double time for every hour worked/o

call (or part thereof)

2 Hours where

called-out

OICs may nominate their choice of on-call arrangements (either 20% loading or


1 July.


DPW RTI Release


Attendances


2003,Clause 6.3.4


Partnership Agreement 2002 Qld Ambulance

Service Enterprise Partnership

Agreement 1999,5.6.22

Any FT/PT Rostered Any Any N/A N/A Recall An employee recalled to duty after ceasing work, and having left the

employer's premises, will be paid a minimum of 2 hours work at the appropriate overtime rate at the

substanive classification level. Such payment to be calculated from the time of

leaving home to the time of returning home.

2 Hours employee entitled to meal allowance of $9.60:


normal ceasing time, (where ceasing time + in excess of one

hour is 5pm or later)• or required to work OT in excess of two hours after

normal ceasing time, (where ceasing time + in excess of 2

hours is prior to 5pm)


Attendances


State 2003

QAS EPA 1999, Clause 5.6.22

Shift FT/PT Rostered Any Working 24 hours a day,

/ 7days a week

N/A On-CallSee Allowance

Template

Paid 15% of hourly base rate applicable to the employee for each

hour of on-call duty performed.10 hours


Attendances




Shift Allowance QAS EERG


Week nights

(Monday to Friday)


rostered hours Shift AllowanceSee Allowance

Template

Employees working afternoon shift receive 12.5% of the ordinary base rate for each hour of the afternoon shift (or

$9.70 for the shift whichever is greater). Shift allowances are not paid for for any

shift that attracts penalties (ie. work performed between midnight Friday and midnight Sunday, overtime or on Public

Holidays)

Shift allowances are payable on Annual Leave, but not on LSL or Sick Leave


Attendances




Shift Allowance QAS EERG


Week nights

(Monday to Friday)


rostered hours Shift AllowanceSee Allowance

Template

Employees working night shift receive 15% of the ordinary base rate for each

hour of the afternoon shift (or $19.40 for the shift whichever is greater). Shift

allowances are not paid for for any shift that attracts penalties (ie. work performed

between midnight Friday and midnight Sunday, overtime or on Public Holidays)

• The $19.40 amount is applicable where the night shift is a continuous period of

work spanning midnight and is of at least 10 hours duration.

• Shift allowances are payable on Annual Leave, but not on LSL or Sick Leave


Attendances


2003,Clause 5.5


midnight Friday to midnight Saturday


rostered hours Ordinary time for weekend work

See Allowance Template

Employees working between midnight Friday to midnight Saturday shall be paid at one and a half times the ordinary rate


Attendances


2003,Clause 5.5


midnight Saturday to

midnight Sunday


rostered hours Ordinary time for weekend work

See Allowance Template

Employees working between midnight Saturday to midnight Sunday shall be

paid at double time

Ambulance Services Employees' Award - State

2003


Any Both 1 shift type

NA Award - Casual - Recall -

Employees working recalls

only

2 Need rule - None provided

Ambulance Services Employees' Award - State

2003

Day FT Rostered / Set hours

Any Both 1 shift type

NA Award - Other - Variable

Working Hours

NA NA Need rule - None provided

2 merged row with row 1

Emergency 1 2.2.2 Time and

Attendances


2003 Clause 6.3 Overtime


Partnership Agreement 2002 Clause 8.2 and

QAS EPCA 2005 Clause 4.2 Overtime

Shift & Day Workers

Casual Rostered Monday to Friday, in excess of first three

hours outside normal

rostered hours

Working / non

working

24 hours a day,

Monday to Friday


per shift or76 hours per

fortnight

OT - Overtime - Monday to Friday -

Casual

(Ordinary pay rate + 23% casual loading) x 2 thereafter per day



normal ceasing time, (where ceasing time + in excess of one hour is 5pm or later on day or afternoon shift or 7.00am or

later on night shift)• or required to work OT in excess of two hours after

normal ceasing time, (where ceasing time + in excess of 2 hours is prior to 5pm on any

other shift)


QAS EPA 2005.


6merge row with row 5

Emergency 1 2.2.2 Time and

Attendances


2003, Clause 6.3 Overtime


Partnership Agreement 2005

Clause 4.2 Overtime

Day & Shift Workers

FT/PT Rostered Monday to Friday

rostered day on (for overtime in excess of 3 hours in a

day)

Working 24 hours a day

/ Monday to Friday


OT - Overtime - Monday to Friday

- FT/PT

Employees other than rostered shift workers and those employees who

perform regular on call shall be paid for all work undertaken outside

normally rostered hours at the rate of time and a half for the first 3 hours on any on day and double time thereafter.

double time thereafter per day



normal ceasing time, (where ceasing time + in excess of one hour is 5pm or later on day or afternoon shift or 7.00am or

later on night shift)• or required to work OT in excess of two hours after

normal ceasing time, (where ceasing time + in excess of 2 hours is prior to 5pm on any

other shift)


QAS EPA 2005.

Overtime hours for part time workers will depend

on their contracted rostered hours per

fortnight.

174 Emergency

1 2.2.2 Time and

Attendances



Any Non-working

1 shift type

NA Award - TOIL - Time off in lieu - Non-working day

? NA Need rule

DA

22/9/06: Brett

advised no rule exists - Delete

row


DPW RTI Release


Agency Agency name

Cluster





















DPW R

TI R

elea

se

Payment Rules


Circular Description Day / Shift / Cont Shift

Employee Type (FT, PT, Casual)


Averag-ingRec Lve

WksAdditional Leave

for Holidays Leave LoadingWhen

Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks

Maximum hours before Meal break Interpretation or unique requirements


Ambulance Service Employees' Award -State 2003,

The following clauses in the Qld Ambulance Employees Award - State

1992 do not apply:3.3 Wages

3.5 Allowances3.6 EA & Cont Standby

3.7 Weekend Penalty Rates4.1 Hours of Work

4.2 Overtime4.3 Meal Breaks4.4 Rest Pauses

5.1 Public Holidays5.2 Annual Leave

Qld Ambulance Service Enterprise Partnership Agreement 2002

Appendix C, Part A, Clause 1 & 2Qld Ambulance Service Enterprise

Partnership Agreement 2005,Appendix 1

QAS Managerial Level Staff(Levels 6,7 & 8) Day & Shift FT 38 No Yes 5 0 17.50% As leave is

takenAs per roster N/A no 6

• QAS Managerial Level Staff are not paid overtime, but are provided TOIL.

• Loading paid over the full period of leave at the rate of loading applicable to the full period of leave.

• Payment of salary in advance for annual leave may be granted upon specfic request by the employee.

• Employee can only have one show holiday in each calendar year



Clause 4.2 part-time employment.The following clauses in the Qld

Ambulance Employees Award - State 1992 do not apply:

3.3 Wages3.5 Allowances

3.6 EA & Cont Standby3.7 Weekend Penalty Rates

4.1 Hours of Work4.2 Overtime

4.3 Meal Breaks4.4 Rest Pauses



Clause 8.1,Appendix C, Part A, Clause 1 & 2


Appendix 1

QAS Managerial Level Staff(Levels 6,7 & 8) Day & Shift PT 20-32 No No 5 Pro-

rata 0 17.50% As leave is taken 4 N/A no 6

• Part Time hours may be within the range of Minimum of 20 hrs & Maximum of 32hrs per week





2.1 Emergency 1

Ambulance Service Employees' Award -State 2003 Clause 4.3 Casual.The following clauses in the Qld



3.6 EA & Cont Standby3.7 Weekend Penalty Rates

4.1 Hours of Work4.2 Overtime

4.3 Meal Breaks4.4 Rest Pauses



Clause 8.2,Appendix C, Part A, Clause 1

Qld Ambulance Service Enterprise Partnership Agreement 2005, Appendix

1

QAS Managerial Level Staff(Levels 6,7 & 8) Day & Shift Casual 38 No No N/A 0 N/A N/A 2 N/A no 6 • QAS Managerial Level Staff are not paid overtime,

but are provided TOIL.



The following clauses in the Qld Ambulance Employees Award - State

1992 do not apply:3.3 Wages

3.5 Allowances3.6 EA & Cont Standby

4.1 Hours of Work4.3 Meal Breaks

5.2 Annual Leave

Qld Ambulance Service Enterprise Partnership Agreement 2002

Appendix C, Part B, Clause 1 & 2Qld Ambulance Service Enterprise

Partnership Agreement 2005, Appendix 1

QAS Non-Managerial Level Staff (Levels 1,2,3 & 4) Day & Shift FT 38 No Yes 4 0 17.50% As leave is

takenAs per roster

Normal rostered hours no 6






Clause 4.2 part-time employment.The following clauses in the Qld



3.6 EA & Cont Standby4.1 Hours of Work4.3 Meal Breaks

5.2 Annual Leave


Clause 8.1,Appendix C, Part B, Clause 1 & 2


Appendix 1

QAS Non-Managerial Level Staff (Levels 1,2,3 & 4) Day & Shift PT 20-32 No No 4 Pro-

rata 0 17.50% As leave is taken 4 Normal rostered

hours no 6





Emergency Awards-QAS-Payment Rules v4.3.XLS Page 1 of 8 5/03/2010RTI Folio No. 1363RTI Folio No. 1363RTI Folio No. 1465

DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks


4.1 Emergency 1 2.1.2 Allowances2.3.1 Base Pay

Ambulance Service Employees' Award -State 2003 Clause 4.3 Casual.The following clauses in the Qld



3.6 EA & Cont Standby4.1 Hours of Work4.3 Meal Breaks

5.2 Annual Leave


Clause 8.2,Appendix C, Part B, Clause 1

Qld Ambulance Service Enterprise Partnership Agreement 2005, Appendix

1

QAS Non-Managerial Level Staff (Levels 1,2,3 & 4) Day & Shift Casual 38 No No N/A 0 N/A N/A 2


76 hours per fortnight no 6 0



Clause 4.3, 6.3


Clause 6.4, 8.2,Qld Ambulance Service Enterprise

Partnership Agreement 2005 Clause 4.10 & Appendices 1,2 & 3.

Casuals (except for Managerial Levels 6, 7 & 8 and Non

managerial Levels 1,2,3 & 4)Shift < = 10 hrs

Day / Shift / Cont Shift Casual 38

Yes for Cont Shift

Workers only

No 0 0 0.00% n/a 2Normal rostered hours per shift or

76 hours per fortnight Yes 6.5

• All casual employees shall be entitled to conditions of employment that are specified in the award.



Clause 4.3, 6.3


Clause 6.4, 8.2 &Qld Ambulance Service Enterprise

Partnership Agreement 2005 Clause 4.10 & Appendices 1, 2 & 3.


managerial Levels 1,2,3 & 4)Shift > 10hrs & < = 12 hrs


Yes for Cont Shift

Workers only


76 hours per fortnight Yes 1st break 6 hrs,

2nd break 10 hrs• All casual employees shall be entitled to conditions

of employment that are specified in the award.



Clause 4.3, 6.3


Clause 6.4, 8.2 &Appendix C

Qld Ambulance Service Enterprise Partnership Agreement 2005 Clause

4.10 & Appendices 1, 2 & 3.


managerial Levels 1,2,3 & 4)Shift > 12hrs


Yes for Cont Shift

Workers only


76 hours per fortnight Yes 1st break 4.5 hrs,

2nd break 10 hrs• All casual employees shall be entitled to conditions

of employment that are specified in the award.



Clause 6.2, 6.3, 7.1

Qld Ambulance Service Workplace Reform Agreement 1995,

Clause 4.5.6(a)Qld Ambulance Service Enterprise

Partnership Agreement, 1999, Clause 5.4,

5.6 (14)Qld Ambulance Service Enterprise

Partnership Agreement, 2005 Clauses 4.10 Meal Breaks & 5.1 Statutory Holidays & Appendices 1, 2, 3 & 4

Paramedics, Student Paramedics,

Regional Communications Officers & Supervisors

Station OfficersShift < = 10 hrs

Day / Shift / Cont Shift FT 38

Yes for Cont Shift

Workers only

Yes 5 1 week & 2 days 13.67%

over 6 weeks & 2 days

when leave taken

As per roster

Normal rostered hours Yes 6.5

• Employee can only have one show holiday in each calendar year.

• Public holiday penalties will be removed from the calculation of the average rate of weekend and public

holiday penalties and paid as worked.• Loading to be paid over the full period of leave at the rate of loading applicable to the full period of

leave. If projected rostered penalties are greater than 17.5% annual leave loading, the difference will be calculated into the average rate weekend penalty

payment• Payment of salary in advance for annual leave may

be granted upon specfic request by the employee.



Clause 6.2, 6.3


Clause 4.5.6(a).Qld Ambulance Service Enterprise


5.6 (14).Agreement Commissioner QAS & LHMU to 5 weeks annual leave

23/8/95.Qld Ambulance Service Enterprise

Partnership Agreement, 2005 Clause 4.10 Meal Breaks & Appendices 1, 2 &

3.

Patient Transport OfficersShift < = 10 hrs Day / Shift FT 38 No Yes 5 0 17.50% when leave

takenAs per roster


• PTO's not normally required to work public holidays.• Employee can only have one show holiday in each

calendar year• Loading to be paid over the full period of leave at the rate of loading applicable to the full period of

leave. • Payment of salary in advance for annual leave may




Clause 6.2, 6.3



Partnership Agreement, 1999, Clause 5.4, 5.6 (14).

AFCOM Brisbane EPA Certified Agreement 1997 clause 4.13 Annual

Leave.Qld Ambulance Service Enterprise

Partnership Agreement, 2005 clause 5.1 Statutory Holidays & Appendices 1,

2, 3 & 4

AFCOM Communications Officers & Supervisors

Shift < = 10 hrs


Yes for Cont Shift

Workers only

Yes 5 7 days14.58%

over the 5 weeks & 7 days

when leave taken

As per roster






payment.• Payment of salary in advance for annual leave may



DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




Clause 6.2, 6.3 & 7.1




5.6 (14).Qld Ambulance Service Enterprise

Partnership Agreement, 2005 Clauses 4.7 Unlimited Hours Loading 4.10 Meal

Breaks & 5.1 Statutory Holidays & Appendices 1, 2, 3 & 4

Officers In Charge on 20% Unlimited Hours Loading

Shift < = 10 hrs

Continuous Shift

WorkerFT 38 Yes Yes 5 1 week & 2 days

13.67% over the 6 weeks & 2

days

when leave taken

As per roster







be granted upon specfic request by the employee.• OIC's required to work unlimited hours will be paid a 20% loading of the appropriate Station Officer weekly rate. Such loading is in recognition of the time spent on call for clinical responses and compensate such

employees for any absence of limitation upon ordinary working hours on five days of the week.



Clause 6.2, 6.3, 7.1





Partnership Agreement, 2005 clauses 4.10 Meal Breaks & 5.1 Statutory Holidays & Appendices 1, 2, 3 & 4



Station OfficersShift > 10hrs & < = 12 hrs


Yes for Cont Shift

Workers only

Yes 5 1 week & 2 days 13.67%


when leave taken

As per roster

Normal rostered hours Yes 1st break 6 hrs,

2nd break 10 hrs









Clause 6.2, 6.3




5.6 (14).Agreement Commissioner QAS & LHMU to 5 weeks annual leave

23/8/95.Qld Ambulance Service Enterprise


3.

Patient Transport OfficersShift > 10hrs & < = 12 hrs Day / Shift FT 38 No Yes 5 0 17.50% when leave

takenAs per roster


2nd break 10 hrs







Clause 6.2, 6.3




5.6 (14).AFCOM Brisbane EPA Certified

Agreement 1997 clause 4.13 Annual Leave.

Qld Ambulance Service Enterprise Partnership Agreement, 2005 clauses

4.10 Meal Breaks & 5.1 Statutory Holidays & Appendices 1, 2, 3 & 4


Shift > 10hrs & < = 12 hrs


Yes for Cont Shift

Workers only

Yes 5 7 days14.58%

over the 5 weeks & 7 days

when leave taken

As per roster


2nd break 10 hrs








DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




Clause 6.2, 6.3 & 7.1




5.6 (14).Qld Ambulance Service Enterprise



Officers In Charge on 20% Unlimited Hours LoadingShift > 10hrs & < = 12 hrs

Continuous Shift



days

when leave taken

As per roster


2nd break 10 hrs










Clause 6.2, 6.3, 7.1





Partnership Agreement, 2005 clauses 4.10 Meal Breakes & 5.1 Statutory Holidays & Appendices 1, 2, 3 & 4

Paramedics, Student Paramedics, Regional

Communications Officers & Supervisors

Station OfficersShift > 12hrs


Yes for Cont Shift

Workers only

Yes 5 1 week & 2 days 13.67%


when leave taken

As per roster

Normal rostered hours Yes 1st break 4.5 hrs,

2nd break 10 hrs









Clause 6.2, 6.3




5.6 (14)Agreement Commissioner QAS &

LHMU to 5 weeks annual leave 23/8/95Qld Ambulance Service Enterprise


3.

Patient Transport OfficersShift > 12 hrs Day / Shift FT 38 No Yes 5 0 17.50% when leave

takenAs per roster


2nd break 10 hrs







Clause 6.2, 6.3




5.6 (14)AFCOM Brisbane EPA Certified

Agreement 1997 clause 4.13 Annual Leave



AFCOM Communications Officers & SupervisorsShift > 12 hrs


Yes for Cont Shift

Workers only

Yes 5 7 days14.58%


when leave taken

As per roster


2nd break 10 hrs








DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




Clause 6.2, 6.3 & 7.1








Shift > 12 hrs

Continuous Shift



days

when leave taken

As per roster


2nd break 10 hrs










Clause 4.2, 6.2, 6.3, 7.1



Partnership Agreement, 1999, Clause 5.6(14)

2002, Clause 8.1 Qld Ambulance Service Enterprise




Station OfficersShift < = 10 hrs

Day / Shift / Cont Shift PT 20-32

Yes for Cont Shift

Workers only

No 5 Pro-rata

1 week & 2 days Pro-rata

13.67%over 6 weeks &

2 days

when leave taken 4 Normal rostered

hours Yes 6.5


• pro rata leave entitlement based on PT to FT hours• Employee can only have one show holiday in each

calendar year.• Public holiday penalties will be removed from the

calculation of the average rate of weekend and public holiday penalties and paid as worked.

• Loading paid over the full period of leave at the rate of loading applicable to the full period of leave. If

projected rostered penalties are greater than 17.5% annual leave loading, the difference will be calculated

into the average rate weekend penalty payment• Payment of salary in advance for annual leave may




Clause 4.2, 6.2, 6.3



Partnership Agreement, 1999, Clause 5.6 (14)


8.1Agreement Commissioner QAS &



3.

Patient Transport OfficersShift < 10 hrs Day / Shift PT 20-32 No No 5 Pro-

rata 0 17.50% when leave taken 4 Normal rostered

hours Yes 6.5


• Pro rata leave entitlement based on PT to FT hours• PTO's not normally required to work public holidays.• Employee can only have one show holiday in each






Clause 4.2, 6.2, 6.3






Partnership Agreement 2002 Clause 8.1

Qld Ambulance Service Enterprise Partnership Agreement, 2005 clause

5.1 Statutory Holidays & Appendix 1, 2, 3 & 4


Shift < = 10 hrs


Yes for Cont Shift

Workers only

No 5 Pro-rata

7 daysPro-rata


7 days


hours Yes 6.5


• Pro rata leave entitlement based on PT to FT hours.• Employee can only have one show holiday in each



• Loading to be paid over the full period of leave at the rate of loading applicable to the full period of





DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




Clause 4.2, 6.2, 6.3 & 7.1





8.1Qld Ambulance Service Enterprise




Shift < 10 hrs

Continuous Shift

WorkerPT 20-32 Yes No 5 Pro-

rata1 week & 2 days

Pro-rata


days

when leave taken

As per roster











Clause 4.2, 6.2, 6.3, 7.1








Station OfficersShift > = 10 hrs & < 12hrs


Yes for Cont Shift

Workers only

No 5 Pro-rata

1 week & 2 days Pro-rata 13.67% when leave

taken 4 Normal rostered hours Yes 1st break 6 hrs,

2nd break 10 hrs


• pro rata leave entitlement based on PT to FT hours• Employee can only have one show holiday in each









Clause 4.2, 6.2, 6.3




2002, Clause 8.1Agreement Commissioner QAS &



3.

Patient Transport OfficersShift > = 10 hrs & < 12 hrs Day / Shift PT 20-32 No No 5 Pro-


hours Yes 1st break 6 hrs,2nd break 10 hrs


• Pro rata leave entitlement based on PT to FT hours.• PTO's not normally required to work public holidays.• Employee can only have one show holiday in each






Clause 4.2, 6.2, 6.3




5.6 (14)2002, Clause 8.1





Shift > = 10 hrs & < 12 hrs


Yes for Cont Shift

Workers only

No 5 Pro-rata

7 daysPro-rata


7 days


hours Yes 1st break 6 hrs,2nd break 10 hrs










DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




Clause 4.2, 6.2, 6.3 & 7.1









Shift > = 10 hrs & < 12 hrs

Continuous Shift


rata1 week & 2 days

Pro-rata


days

when leave taken

As per roster


2nd break 10 hrs










Clause 4.2, 6.2, 6.3, 7.1








Station OfficersShift > 12hrs


Yes for Cont Shift

Workers only

No 5 Pro-rata

1 week & 2 days Pro-rata 13.67% when leave

taken 4 Normal rostered hours Yes 1st break 4.5 hrs,

2nd break 10 hrs


• Pro rata leave entitlement based on PT to FT hours.• Public holiday penalties will be removed from the









Clause 4.2, 6.2, 6.3




2002, Clause 8.1Agreement Commissioner QAS &



3.

Patient Transport OfficersShift > 12 hrs Day / Shift PT 20-32 No No 5 Pro-


hours Yes 1st break 4.5 hrs,2nd break 10 hrs


• Pro rata leave entitlement based on PT to FT hours.• PTO's not normally required to work public holidays.• Employee can only have one show holiday in each






Clause 4.2, 6.2, 6.3




2002, Clause 8.1AFCOM Brisbane EPA Certified

Agreement 1997 clause 4.13 Annual Leave.



AFCOM Communications Officers & SupervisorsShift > 12 hrs


Yes for Cont Shift

Workers only

No 5 Pro-rata

7 daysPro-rata


7 days


hours Yes 1st break 4.5 hrs,2nd break 10 hrs










DPW RTI Release

Payment Rules





Averag-ingRec Lve

WksAdditional Leave


Loading paid

Min daily Hours


allowed before O/T

Paid Meal Breaks




Clause 4.2, 6.2, 6.3 & 7.1









Shift > 12 hrs

Continuous Shift


rata1 week & 2 days

Pro-rata


days

when leave taken

As per roster


2nd break 10 hrs










Clause 6.2, 6.3





Partnership Agreement, 2005 Appendices 1, 2, 3

Officers in Charge (not required to work public

holidays)Day FT 38 No Yes 5 0 17.50% when leave

takenAs per roster







Clause 6.2, 6.3





Partnership Agreement, 2005 Appendices 1, 2, 3

Officers in Charge (not required to work public

holidays)Day PT 38 No Yes 5 0 17.50% when leave

takenAs per roster






DPW RTI Release

eReference Number Agency Cluster H2R Framework Industrial Award Reference / Source Directive /




Averag-ingRec Lve

WksAdditional Leav

for HolidaysLeave

Loading

When Loading

paid

Min daily Hours

Maximum number of ordinary hours allowed

before O/T

Paid Meal Breaks

Maximum hours before

Meal break




2003,Clause 6.2, 6.3

Qld Ambulance Service Workplace Reform Agreement

1995,Clause 4.5.6(a)


Agreement 1999, Clause 5.6 (14),


Agreement 2002, Clause 6.4,

Appendix C, Part A, Clause 1 & 2

QAS Admin Circular 16/92

QAS Managerial Level Staff

(Levels 6,7 & 8) Shift > 10hrs & < = 12

hrs

Shift FT 38 Yes Yes 5 0 17.50% As leave is taken As per roster Normal rostered hours no

1st break 6 hrs,

2nd break 10 hrs


• Loading paid over the full period of leave at the rate of loading applicable to the full period

of leave. • Payment of salary in advance for annual

leave may be granted upon specfic request by the employee.



2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)




Agreement 2002, Clause 6.4, 8.1,




(Levels 6,7 & 8) Shift > 10hrs & < = 12

hrs

Shift PT 38 Yes Yes 5 0 17.50% As leave is taken 4 Normal rostered hours no

1st break 6 hrs,

2nd break 10 hrs

• Part Time hours may be within the range of Minimum of 20 hrs & Maximum of 32hrs per

week• QAS Managerial Level Staff are not paid

overtime, but are provided TOIL.• Loading paid over the full period of leave at the rate of loading applicable to the full period





2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)







QAS Non-Managerial Level Staff

(Levels 1,2,3 & 4)Shift > 10hrs & < = 12

hrs


1st break 6 hrs,

2nd break 10 hrs



of leave.• Payment of salary in advance for annual




2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)








(Levels 1,2,3 & 4)Shift > 10hrs & < = 12

hrs


1st break 6 hrs,

2nd break 10 hrs


week• Employee can only have one show holiday

in each calendar year• Loading paid over the full period of leave at the rate of loading applicable to the full period





2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)








(Levels 6,7 & 8)Shift > 12hrs


1st break 4 hrs,

2nd break 10 hrs







2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)








(Levels 6,7 & 8)Shift > 12hrs


1st break 4 hrs,

2nd break 10 hrs


week• QAS Managerial Level Staff are not paid

overtime, but are provided TOIL.• Loading paid over the full period of leave at the rate of loading applicable to the full period




DPW RTI Release



2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)








(Levels 1,2,3 & 4)Shift > 12hrs


1st break 4 hrs,

2nd break 10 hrs







2003,Clause 6.2, 6.3


1995,Clause 4.5.6(a)








(Levels 1,2,3 & 4)Shift > 12hrs


1st break 4 hrs,

2nd break 10 hrs








2003,Clause 6.2, 6.3


Agreement, 2002, Clause 6.4, 8.2, &

Appendix B


CasualsShift < = 10 hrs Shift Casual 38 No No 0 0 0.00% n/a 2 Normal rostered hours Yes 6



2003,Clause 6.2, 6.3



Appendix B


CasualsShift > 10hrs & < = 12

hrsShift Casual 38 No No 0 0 0.00% n/a 2 Normal rostered hours Yes

1st break 6 hrs,

2nd break 10 hrs



2003,Clause 6.2, 6.3



Appendix B


CasualsShift > 12hrs Shift Casual 38 No No 0 0 0.00% n/a 2 Normal rostered hours Yes

1st break 4 hrs,

2nd break 10 hrs



2003,Clause 6.2, 6.3, 7.1


1995,Clause 4.5.6(a)


Agreement, 1999, Clause 5.4,

5.6(14)Qld Fire & Rescue Services -

Enterprise Partnership Certified Agreement 2003,

Clause 6.4, &Appendix B


Officers in Charge (required to work public

holidays)Day FT 38 Yes Yes 5 1 week & 2 days 20.00% when leave

taken As per roster Normal rostered hours







2003,Clause 6.2, 6.3, 7.1


1995,Clause 4.5.6(a)








holidays)Shift FT 38 Yes Yes 5 1 week & 2 days 20.00% when leave








2003,Clause 6.2, 6.3, 7.1


1995,Clause 4.5.6(a)








holidays)

Continuous Shift FT 38 Yes Yes 5 1 week & 2 days 20.00% when leave







DPW RTI Release



2003,Clause 6.2, 6.3, 7.1


1995,Clause 4.5.6(a)




Enterprise Partnership Certified Agreement 2003,Clause 6.4, 8.1 &

Appendix B



holidays)Day PT 38 Yes Yes 5 1 week & 2 days 20.00% when leave

taken 4 Normal rostered hours








2003,Clause 6.2, 6.3, 7.1


1995,Clause 4.5.6(a)


Agreement, 1999, Clause 5.4, 5.6(14)

Qld Fire & Rescue Services - Enterprise Partnership Certified

Agreement 2003,Clause 6.4, 8.1 & Appendix B



holidays)Shift PT 38 Yes Yes 5 1 week & 2 days 20.00% when leave









2003,Clause 6.2, 6.3, 7.1


1995,Clause 4.5.6(a)


Agreement, 1999,

Clause 5.4, 5.6(14)Qld Fire & Rescue Services -


Clause 6.4, 8.1 & Appendix B



holidays)

Continuous Shift PT 38 Yes Yes 5 1 week & 2 days 20.00% when leave









2003


Agreement 2002QAS Admin

Circular 16/92 Officers in Charge Yes 5 1 week & 2 days 20.00%


DPW RTI Release

Agency Super. Scheme Employee Contribution Employer Contribution Superannuable Salary Rule Payment Rules Valid Combinations Age Based Rules Eligibility Rules Pay Advice Agency Specific Rules Code Issue

woG

Salary Sacrifice Defined Benefit Plan (post 23/09/00)















Refer to QAS Commissioner's Memorandum No. 13/02 for rules on inclusion of variable allowances in superannuable salary

Australian Government, Australian Taxation Office, Non-Profit News Service No. 0066 - Legislation passed: Concessions for public ambulance services.

Tax Laws amendment (2004 Measures No. 2) Bill 2004 was passed on 18 June 2004 in the Senate and is waiting royal Assent. The bill contains fringe benefits tax (FBT) and deductible gift recipient status changes for public ambulance services.

The bill amends the FBT law to provide public ambulance services with the same FBT treatment as is provided to public hospitals. Public ambulance services will be able to access an FBT exemption of up to $17,000 of grossed-up taxable value per employee, and will also be able to access the remote area housing FBT exemption under the same criteria as applies to public hospitals. In addition, the income tax law will be amended to allow public ambulance services to endorsed to receive tax deductible gift. See Attachment for further details

woG

Salary Sacrifice Defined Benefit Voluntary











woG

Salary Sacrifice Accumulation Plan - Contributory


Max 5%

















DPW RTI Release

woG

Salary Sacrifice Accumulation Plan Voluntary


User input of fixed or % amount. Accumulation Plan SGC EmployerAccumulation Plan VoluntarySalary Sacrifice Accumulation Plan - ContributoryAccumulation Plan ContributorySalary Sacrifice State Plan







woG

Defined Benefit Plan Must be expressed as a %



















woG

Defined Benefit Plan Voluntary May be fixed or % amount N/A N/A Amount determined by user input of fixed or % amount.










DPW RTI Release

woG

Accumulation Plan Contributory Must be expressed as a %

Min 2%Max 5%














woG

Accumulation Plan SGC Employer

N/A 9% from 01/07/2002










woG

Accumulation Plan Voluntary May be fixed or % amount N/A N/A Amount determined by user input of fixed or % amount.

Accumulation Plan for State PlanAccumulation Plan SGC EmployerAccumulation Plan ContributoryState PlanSalary Sacrifice Accumulation Plan - ContributorySalary Sacrifice Accumulation Plan VoluntarySalary Sacrifice State PlanPolice PlanSalary Sacrifice Police Plan


All employees are eligible if members of corresponding plan.







DPW RTI Release

woG

Accumulation Plan for State Plan N/A 3% of actual superannuable salary for the cycle, ie, not aligned to 1 October salary.











woG

State Plan Amount as advised by QSuper Office (% or fixed amount).






Must transfer to Accumulation at age 65 or on QSuper advice.

Casual employees not eligible.Only existing members (including those who transfer/second) are eligible.(QSuper not accepting new memberships.)At age 65 members are transferred to Accumulation.Member may opt out for RBL purposes, however, this is on QSuper advice only.






woG

Salary Sacrifice State Plan Amount as advised by QSuper Office (% or fixed amount).














DPW RTI Release

woG

State Super Buy Back Amount as advised by QSuper Office (% or fixed amount).






Casual employees not eligible.Only existing members (including those who transfer/second) are eligible.(QSuper not accepting new memberships.)At age 65 members are transferred to Accumulation.







DPW RTI Release

Award DescriptionApprentices and Trainees Wages and Conditions (Queensland Government Departments and Certain Family Leave Award Queensland Public SectorQueensland Public Service Award - State 2003


DPW R

TI R

elea

se

t

e


Variation code




f

c



Lump Sum A











Employees without a TFN are taxed @ 46.5% for the entire ETP component regardless of age.All other payments including VER component, In lieu of Notice paymentsCalculate:Total completed years of serviceCalculate the ATO’s allowable tax-free component of a bona-fide redundancy or voluntary early retirement scheme using the formula in the general rules.Calculate VER component as per current Directive (11/05) on VER’s Add all payments (Severance + Incentive payment (If applicable)) being made to the employee except Annual Leave and Long Service leav(these are treated as per above).Take the total of payments as per the point above away from the ATO’s allowable tax free component













DPW RTI Release

r

r

d
















Both Pre July 1983 and Post June 1983 is all taxed @ 46.5%




f





Lump Sum A











Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of age


DPW RTI Release













Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of ageInvalidity Component (If applicable) Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 Pre July 1983 – ETP Payment Summary (show full

amount)






DPW RTI Release

r









Lump Sum A


Gross earningsSection 70 Contract greater than a year Long service leave payableDirective 5/07, 21.1(a) Cessation of Temp or Casual less than 10 yearsNo long service leave payable Directive 5/07, 1.1, 2.1, 2.3 & 2.4




Cessation of Temp or Casual greater than 10 years Long service leave payableDirective 5/07, 1.1, 2.1, 2.3 & 2.4












All taxed @ 31.5%



Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of ageApprenticeship CompleteNo particular provisions but useful foreporting



DPW RTI Release


Cluster


Industrial Award


Reference/ Source

The relevant clause, sections or schedules in the industrial legislation (eg.

Directive/ Circular

eg Directive 08/04

Absence Type The description of absence typeLeave

DeductionLeave Balance(s) leave is deducted from, eg, Recreation Leave + accrual balance, No deduction

Paid/Unpaid Valid Codes: Paid, UnpaidIs the leave paid or unpaid

Award Hours The number of hours as per the award/agreementAccrual per

YearThe amount at which the leave accrues per year

Entitlement Entitlements for non accrual absence types, eg Emergent/Compassionate leave 3 daysInterpretation

or unique requirements

All other rules required to correctly apply the provisions from the relevant documentation. Include here if casuals are eligible


Valid Codes: Yes, NoAre the employees granted leave in advance, eg Sick advance, RDO



DPW R

TI R

elea

se

Absence Types

Reference Number Agency Cluster Industrial

Award Reference / Source Directive / Circular Absence Type Leave Deduction Paid /

Unpaid

Accrual Rate per

yearEntitlement



70 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.2(1)

Recreation Leave - Air Crew Recreation Leave entitlement + accrual balance

Paid 42 days 42 days (inclusive of weekends and public holidays) per year - available at half pay.

No Applies to Air Crew (Base Manager, Chief Aircrew Officer, Senior Aircrew Officer, Pilot, Aircrew Officer and Rescue Crew Officer)Leave loading payment tax free for first $320 each year. Part days may be taken.Daily entitlement. Excludes casuals.Leave can be prepaid.Leave is available at half pay. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.Minimum of 12 months at higher duties rate required to be paid leave at higher rate.

Employees may not accumulate more than 84 consecutive days of recreation leave.The Chief Executive may require leave to be taken in whole days.Leave loading is paid in December on the first 28 days consecutive days only.With the exception of the number of days' entitlement, recreation leave is applied as per Directive No. 20/05 Recreation Leave.

Accrues 9.6591 hours per fortnight and debited as 6 hours per day

70 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.2(2)

Recreation Leave - Engineers Recreation Leave entitlement + accrual balance

Paid 25 days 25 days (exclusive of weekends and publi holidays) per year - available at half pay.

No Applies to Chief Engineer and Base EngineerLeave loading payment tax free for first $320 each year. Part days may be taken.Daily entitlement. Excludes casuals.Leave can be prepaid.Leave is available at half pay. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.Minimum of 12 months relieving at the higher rate for the leave to be paid at the higher rate.

Employees may not accumulate more than 50 days of recreation leave.The Chief Executive may require leave to be taken in whole days.Leave loading is paid in December on the first 20 days consecutive days only.With the exception of the number of days' entitlement, recreation leave is applied as per Directive No. 20/05 Recreation Leave

72 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.4

Directive No. 05/07 Long Service Leave

Long Service Leave Long Service Leave entitlement + accrual balance

Paid 1.3 weeks 13 weeks after 10 years - available at half pay.

No Pro - rata basis after 7 years of service subject to departmental convenience. Available at half pay.Casuals eligible.Casual Loading to be paid for absence period.Minimum of one week period applies.Employees who revert to a lower classification have accrued leave paid out at the higher rate and any leave accrued after the reversion paid out at the new rate.No part days allowed.No negative entitlement allowed.Leave can be prepaid.Absence hours calculated as per roster.Daily or hourly entitlement after 10 years service.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

Accures at 2.0928 hours per fortnight and debited 6 hours per day Where an employee voluntarily reverts to a lower class, the employee is entitled to LSL accrued as at the date of the reversion at the employee's class and paypoint immediately preceding the reversion. LSL accrued after reversion to a lower class (including any subsequent promotion to a class < the class prior to reversion) is payable at the the employee's class and paypoint at the time of taking leave. LSL accrued at the lower class will be exhausted before drawing down on the LSL accrual from prior to reversion .


Directive No. 19/05 Sick Leave - Clause 7.1

Unpaid Sick Leave N/A Unpaid N/A Nil No Sick leave without salary only granted when all sick leave on full salary has been exhausted.


Sick Leave Sick Leave entitlement +

accrual balanceOnce Sick Leave is

exhausted Meritorious Sick

Leave (if granted) will than be used,

or War Service Sick Leave Grant or

undrawn recreation leave

Paid 10 working days

10 working days per year

65 days meritorious sick leave65 days War Service leave if approved

Yes Absence hours calculated as per roster.Part days may be taken.No negative leave entitlement allowed.Any sick accrual from Approved Meritorious Service or undrawn recreation leave is added to employee's sick leave accrual War service sick leave can be used without exhausting ordinary sick leave or sick leave chargeable against undrawn recreation leave, but if wishing to use meritorious sick leave as well than ordinary sick leave and sick leave against undrawn recreation leave must be exhausted. Entitlement should only apply to Sick Leave accrued before 1 July 1999 when using undrawn recreation leave once sick leave on full pay is exhausted.Paid sick leave is availalbe to employees on paid parental leave but must be for a minimum of one week.Employee entitled to use sick leave if on recreation leave and the period of illness is more than 3 working days.Employee entitled to use sick leave if on long service leave and the period of illness is at least 1 week.10 workings days sick leave advanced on full salary in the first year of service. Where Temporary employees are appointed for a specific period only, sick leave graor 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay. Additional special sick leave (no deduction at the CEO's discretion). Normal pay is to be paid to an employee for a public holiday that occurs immediately before, during or after an absence on sick leave on full salary or that occurs immediately before or after an absence on sick leave without salary. Payment is not made for public holidays that fall during a period of unpaid sick leave and absence hours should be recorded as per the roster.

accures at 3.2197 hours per fortnight and debited as 8.4 hours per day

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-Absence Types v4.3.XLS1 5/03/2010RTI Folio No. 1385RTI Folio No. 1385RTI Folio No. 1487

DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement



77 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.3.Family Leave (Queensland Public Sector) Award - State 2004 Clause 4.1.Industrial Relations Act 1999 - Division 4 - Section 40.

Directive No. 05/06 Bereavement Leave

Bereavement Leave No deduction Paid N/A 2 days for each occasion No Part days may be taken.Applicable to casual employees without pay.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.If taking leave without pay, absence hours are to be calculated as per work pattern or roster.

79 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.Industrial Relations Act Part 2 - Family Leave - Section 29A.Family Leave Award - Queensland Public SectorClause 2.1.

Parental Leave - No Pay No deduction Unpaid N/A Up to max of 52 weeks absence in any one period

No Includes Long Term Casuals.A second period unpaid parental leave of up to 52 weeks (providing a maximum of 104 weeks in total) may be applied for - this is not an entitlement.Absence hours calculated as per roster.

80 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.Family Leave (Queensland Public Sector) Award - State 2004Clause 2.2.

Directive No. 18/05 Paid Parental Leave - Clause 3.1Circular C5/05

Maternity Leave - Paid No deduction Paid N/A 12 calendar weeks full pay (including public holidays) based on standard working hours - per pregnancy. Available at half pay for 24 weeks.

No Includes Long Term Casuals.Available at half pay - minimum of two weeks applies and there is no effect on leave accrual rates if taking leave at half pay.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. If less than the standard leave available is taken the unused portion of the paid parental leave cannot be banked or preserved in any way.Employee entitled to paid sick leave whilst on paid maternity leave - one week minimum applies.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

82 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.


Spousal Leave No deduction Paid N/A One standard working week (including public holidays) per instance - available at half pay for two weeks.

No Available at half pay (for two weeks) and there is no effect on leave accrual rates if taking leave at half pay.Includes Long Term Casuals.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. If less than the standard leave available is taken the unused portion of the paid parental leave cannot be banked or preserved in any way.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive No. 18/05 Paid Parental Leave - Clause 3.1.4Circular C5/05

Pre-Natal Leave - pregnant employee

No deduction Paid N/A Up to one standard working week (air crew 42 hours; engineers 38 hours) per pregnancy (including public holidays)

No Includes Long Term Casuals.Part days may be taken.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Pre-Natal Leave Spouse No deduction Paid N/A Up to 10 hours per pregnancy No Includes Long Term Casuals.Part days may be taken.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Pre-Adoption - primary carer No deduction Paid N/A Up to one standard working week (air crew 42 hours; engineers 38 hours) per pregnancy (including public holidays)

No Includes Long Term Casuals.Part days may be taken.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement





Pre-Adoption - secondary carer No deduction Paid N/A Up to 10 hours per adoption. No Includes Long Term Casuals.Part days may be taken.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Adoption Leave - primary carer -Full Pay

No deduction Paid N/A 12 standard working weeks (including public holidays) based on standard working hours, per instance

No Includes Long Term Casuals.Available at half pay for 24 weeks and there is no effect on leave accruals if taking the leave at half pay.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive No. 18/05 Paid Parental LeaveCircular C5/05

Adoption Leave - secondary carer - Full Pay


No Includes Long Term Casuals.Available at half pay for two weeks and there is no effect on leave accruals if taking the leave at half pay.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Sector for period. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

94 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.Family Leave (Queensland Public Sector) Award - State 2004 Clause 3.1(a) and 3.4.Industrial Relations Act 1999 - Part 2 - Family Leave - Section 39(1).

Special Responsibility (Carer's) Leave


Paid N/A Any sick leave accrual accrued after 1 July 1995

No Use of sick leave or overtimeAbsence hours calculated as per work pattern.Part days may be taken.Daily entitlement. However, entitlement should only apply to Sick Leave accrued after 1 July 1995.No negative entitlement allowed.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

95 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.Family Leave (Queensland Public Sector) Award - State 2004 Clause 3.1(a) and 3.3

Special Responsibility (Carer's) Leave

Recreation Leave + Accrual

Paid N/A 5 calendar days per year No Use of recreation leaveAbsence hours calculated as per work patternDaily entitlement. No part days allowed.No negative entitlement allowed.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

96 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.Family Leave (Queensland Public Sector) Award - State 2004 Clause 3.2.Industrial Relations Act 1999 - Part 2 - Family Leave - Section 39A.

Special Responsibility (Carer's) Leave - No Pay

No deduction Unpaid N/A No Includes Long Term Casuals.Absence hours calculated as per roster

97 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.5.Family Leave (Queensland Public Sector) Award - State 2004 - clause 2.2.


Special Maternity Leave - Full Pay

No deduction Paid N/A 12 standard working weeks (including public holidays) based on standard working hours, per instance

No Includes Long Term Casuals.Available at half pay for 24 weeks.A 12 month qualifying period applies to employees i.e. must be continuously employed within Public Service for period. Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement




Directive 8/06 - Special Leave Emergency or compassionate Grounds

Emergent Leave No deduction Paid N/A 3 working days per 12 month period No Absence hours calculated as per roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Sporting Competitions

Competition Sport Leave - International

No deduction Paid N/A leave as required and approved to attend event

No Absence hours calculated as per work pattern or rosterPart days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Sporting Competitions

Competitive Sport Leave - National

No deduction Paid N/A 5 working days in any one calendar year (includes travel and training period)

No Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Seminars, conferences other than as an Official Representative

Seminar, Conferences- associated with area of employment

No deduction Paid N/A 5 working days in any one calendar year (includes travel)



Directive 8/06 - Special Leave - Seminars, conferences other than as an Official Representative

Seminar, Conferences - member of society

No deduction Paid N/A granted for more than 1 seminar/conference in any one calendar year



Directive 8/06- Special Leave - Returning Officer

Returning Officer Leave No deduction Paid N/A leave as approved No Absence hours calculated as per work pattern or roster.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Flood, Cyclones,Bushfires etc

Flood, cyclones, bushfires Leave

No deduction Paid N/A 5 days in any one calendar year No Absence hours calculated in less than one day or whole days.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Emergency Management Courses

Emergency Management Courses Leave - Aus Emergency Management Institute

No deduction Paid N/A appropriate time required to attend course



Directive 8/06 - Special Leave - Emergency Management Courses

Emergency Management Courses Leave - State Emergency Service

No deduction Paid N/A 5 working days in any one calendar year No Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Attendance at Emergencies

Emergency Services Leave No deduction Paid N/A leave as approved No Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Platelet etc Donors

Platelet Donor Leave No deduction Paid N/A 2.5 hrs per 3 mths No Absence hours calculated in less than one day only.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement




Directive 8/06 - Special Leave - Blood Donor

Blood Donor Leave No deduction Paid N/A 2 hrs per 3 mths No Absence hours calculated in less than one day only.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Pre Retirement Seminar

Retirement Plan Seminar No deduction Paid N/A appropriate time required to attend & travel to & from course



Directive 8/06 - Special Leave - Exceptional Circumstances

Exceptional Circumstances Leave No Pay

No deduction Unpaid N/A min or max period as determined by chief executive

No Absence hours calculated as per work pattern or roster.


Directive 8/06 - Special Leave - Exceptional Circumstances

Exceptional Circumstances Leave Full Pay

No deduction Paid N/A leave as approved No Absence hours calculated as per work pattern or roster.Part days may be taken.


Directive 8/06 - Special Leave - Election Leave

Election Leave Recreation Leave entitlement + accrual balance or long service leave entitlement + accrual balance

Paid N/A 2 months No Use of recreation or Long Service Leave Absence hours calculated as per work pattern or roster.Part days may be taken.Business decision required to determine yearly interval.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave - Election Leave

Election Leave - No pay No deduction Unpaid N/A 2 months No Absence hours calculated as per work pattern or roster.Business decision required to determine yearly interval.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06- Special Leave - Local Government or ATSIC Leave

Local Government or ATSIC Leave - Mayor, Commissioner or chair



Directive 8/06 - Special Leave - Local Government or ATSIC Leave

Local Government or ATSIC Leave - other positions



Directive 8/06 - Special Leave - Australian Volunteers Abroad

Australian Volunteer Abroad Leave No Pay

No deduction Unpaid N/A 2 years No Absence hours calculated as per roster.Part days may be taken.


Directive 8/06 - Special Leave - Declared Emergency situation or state of disaster Leave

Declared Emergency situation or state of disaster Leave

No deduction Paid N/A leave as approved No Employee entitled to leave as required.Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 8/06 - Special Leave – Defence Reserve Forces Leave

Reserve Forces Leave - Training - Naval, Army & Air Force

No deduction Paid N/A 32 calendar days per financial year (incl Sat & Sun), plus an additional 14 calendar days per financial year during the employee's first year of reserve service where attending recruit/initial training

No Applies for leave from 1 July 2004Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement





Reserve Forces Leave - Travel -Naval, Army & Air Force

No deduction Paid N/A 4 days per financial year No Applies for leave from 1 July 2004Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Reserve Forces Leave - No pay No deduction Unpaid N/A No Absence hours calculated as per work pattern or roster.


Directive 8/06 Special - No Pay No deduction Unpaid N/A No Absence hours calculated as per roster.


Directive No 12/99 Study and Examination Leave

Exam Leave No deduction Paid N/A leave as approved No Excludes Casual employeesFor exams held on work days between 9am to 5pm or other approved standard hours of duty.Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.Higher duties to be paid when sitting for exams



Course Attendance leave No deduction Paid N/A leave as approved No Excludes Casual employeesemployees on variable working hours between 9am to 5pm up to a maximum of 8 hours per working week provided that a maximum of 1.5 hours leave is only allowed between 12 noon and 2pm.employees on standard working hours to a maximum of of 8 hours per working week excluding the minimum period allowed for lunch. Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.Higher duties amount to be paid when attending lectures less than 1 working day



Study Leave No deduction Paid N/A leave as approved No Excludes Casual employeesAbsence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Study Leave - No Pay No deduction Unpaid N/A leave as approved No Excludes Casual employeesAbsence hours calculated as per work pattern or roster.



Residential school Leave No deduction Paid N/A 20 working days per year No Excludes General and Casual employees.20 days is for compulsory residential schools attendance. Chief executive approval other.Absence hours calculated as per work pattern or roster.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



SARAS Leave - Charged to Rec Leave


Paid N/A No Excludes Casual employeesAbsence hours calculated as per roster. Part days may be taken.No negative entitlement allowed.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement





Study, residential school, attendance and SARAS Leave - No Pay

No deduction Unpaid N/A No Excludes Casual employeesAbsence hours calculated as per roster.


Directive No. 4/05 Court Attendance and Jury Service

Court Attendance - State Gov No deduction Paid N/A leave as approved No Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Court Attendance - Private Recreation Leave, TOIL or Accrued hours

Paid N/A leave as approved No Leave taken against recreation leave, TOIL or accrued hours.Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.



Court Attendance - Private No deduction Unpaid N/A leave as approved No Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

133 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 6.8 and Clause 5.2


Jury Service No deduction Paid N/A leave as approved No Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

135 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 4.2 (2)

TOIL - Chief Aircrew Officer, Senior Aircrew Officer

TOIL Bank Paid - Single time

N/A Must be taken in the following six months.

No Chief Aircrew Officers and Senior Aircrew Officers are entitled to TOIL when operating on the flying roster.Absence hours calculated as per roster.Part days may be taken.No negative leave entitlement.No accrual, leave balance banked as worked.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

135 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Clause 4.2 (4)

TOIL - Base Engineer TOIL Bank Paid - Single time

N/A No defined limit. No Salaries paid to Base Engineers at all increment levels contain a rolled-up amount as Minimum Overtime Allowance (MOTA). This equates to two hours of overtime per week, at single time rates. This amount is $4000 per annum as at 1 July 2005. Overtime worked in excess of two hours per week will accrue as TOIL on a single time basis. Accrued TOIL balances will be paid out quarterly on a single time basis.Part days may be taken.No negative leave entitlement.No accrual, leave balance banked as worked.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 5/04Circular 4/92

Leave Concession (Isolated Centre)

No deduction Paid N/A up to 5 working days per year from the date of appointment to remote centre

No Excludes temporary and casual employees. Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive 5/04Circular 4/92

Leave Concession (Isolated Centre) - No Pay

No deduction Unpaid N/A No Excludes temporary and casual employees. Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


Directive No. 12/05 Transfer and Appointment Expenses

Transfer No deduction Paid N/A Two days at the former centre; two days at the new centre; plus necessary travel time; 1 day to pack.

No Conditions apply to time allowed for travelling from one centre to another - based on kilometres travelled if by car; or time as necessasry if travelling by train.Excludes Casual employeesAbsence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement



141 Emergency 1 Award Free Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005 Part 8 and Clause 5.3.7

Industrial Relations Education No deduction Paid N/A 2 days per calendar year. No Casuals eligible.Absence hours calculated as per work pattern or roster.Part days may be taken.Higher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

148 Emergency 1 Award Free WorkCover Act Directive 6/01 WorkCover - No Pay No deduction Unpaid N/A No Leave to be identified as either Incidents, Illnesses or Dangerous Occurrences.Absence hours calculated as per roster.Part days may be taken.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave without pay to claim worker's compensation.

149 Emergency 1 Award Free WorkCover Act WorkCover - Approved Pay No deduction Paid N/A No Payment based on either greater of 85% of Normal Weekly Earnings or Award rate. After 26 weeks workcover reimbursement changesLeave to be identified as either Incidents, Illnesses or Dangerous Occurrences.Absence hours calculated as per roster.Part days may be taken.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

150 Emergency 1 Award Free WorkCover Act Recreation Leave "Pending" Work Cover


Paid N/A No Absence hours calculated as per roster. Part days may be taken. Daily entitlement.No negative leave entitlement allowed.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

151 Emergency 1 Award Free WorkCover Act Sick Leave "Pending" Work Cover


Paid N/A No Absence hours calculated as per roster. Part days may be taken. Daily entitlement.No negative leave entitlement allowed.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

152 Emergency 1 Award Free WorkCover Act LSL Full Pay "Pending" Work Cover


Paid N/A No Absence hours calculated as per roster and for casual employees based on average hours worked.No part days allowed.Daily entitlement after 10 years service.No negative leave entitlement allowed.Minimum two week period applies.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

153 Emergency 1 Award Free WorkCover Act Work Cover - day of injury No deduction Paid N/A No Included in $500 dependant on when injured worker has consulted with a treating medical practioner (when in receipt of QComp medical certificate)Payment based on either greater of 85% of Normal Weekly Earnings or Award rate. Absence hours calculated as per roster and for casual employees based on average hours worked.Part days may be taken.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.

154 Emergency 1 Award Free WorkCover Act Work Cover - First $500 No deduction Paid N/A No First $500 paid for the excessAbsence hours calculated as per roster and for casual employees based on average hours worked.Part days may be taken.Casuals eligibleHigher duties minimum period of 3 days or 3 weeks (depending upon the percentage of higher duties undertaken) is not affected if the employee resumes duty in the "higher classification level" immediately upon returning from leave and the employee had taken leave with pay.


DPW RTI Release

Absence Types



Unpaid

Accrual Rate per

yearEntitlement



155 Emergency 1 Award Free Industrial Relations Act 1999Section 40A

Cultural Leave - No Pay No deduction Unpaid N/A up to 5 days each year No Employee who is required by Aboriginal tradition or Island custom to attend an ATSI ceremony.Absence hours calculated as per work pattern or rostered hours.


DPW RTI Release


Agency Agency name

Cluster





Directive/ Circular eg Directive 08/04Description The description of the allowance

Location Specific Valid Code: Yes, NoSpecific to a geographical location

Workplace Specific Valid Code: Yes, NoSpecific to a work unit eg, PA Hospital

Table Driven Amount



Recurring or One-offValid Code: Recurring, One-off, BothRecurring is a set amount paid each pay, One-Off is paid on claim, Either is an allowance that could be paid on a regular basis or as a one-off






















DPW R

TI R

elea

se

QLD Rescue - Allowances

Ref. No. Agency Cluster Industrial Award Reference/ Source

Directive/ Circular Description Location

Specific

Workplace

Specific

Table Driven

AmountUnits Recurring


MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation

Included in Cash Equiv rate

calculation

Paid whilst on

Higher Duties

Superannuable



1388 DES 1

Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement 2005

Clause 3.2 (1) Check & Training - Line Pilot No No Yes hours One-off 8% of pay-point 6 of a

Pilot's salary No Taxable Gross No No No No No Yes No

Allowance paid for the period of time that the Pilot is included by the

Chief Pilot in the Operations Manual as performing check and

training duties

NA

1389 DES 1


Clause 3.2 (2) Check & Training - Aircrew Officer No No Yes hours One-off 8% of pay-point 6 of an

Aircrew Officer's salary No Taxable Gross No No No No No Yes No

Allowance paid for the period of time that the

Aircrew Officer is included by the Chief Pilot in the Operations Manual as performing

check and training duties

NA

1390 DES 1


Clause 3.2 (3),5.11 (2)

Aircrew Officer -Fitness Level 1

No No Yes fortnight Recurring 2% of pay-point 6 of an Aircrew Officer's salary Yes Taxable Gross Yes No No No Yes Yes Yes

Allowance payable to Aircrew Officer who

maintains Fitness Level 1, pursuant to clause

5.11 (2) of the Agreement

NA Y

Is this allowance payable on paid leave, super etc. as it is considered a skill? It is considered as a skill and would be an all-purpose allowance.

1391 DES 1


Clause 3.2 (4)CASA Safety Management System (CAO 82.0) - Queensland Rescue Safety Manager

No No Yes fortnight Recurring $93.25 Yes Taxable Gross Yes No No No Yes Yes YesPayable to the

Queensland Rescue Safety Manager

NA Y

Check with QAS for what the allowance is payable on. As above.

1392 DES 1


Clause 3.2 (4)CASA Safety Management System (CAO 82.0) - Base Safety Officer

No No Yes fortnight Recurring $55.95 Yes Taxable Gross Yes No No No Yes Yes Yes Payable to the Base Safety officer NA Y

Check with QAS for what the allowance is payable on. As above.

1393 DES 1


Clause 3.2 (5) Tool Allowance No No Yes Annum Recurring $1,250.00 No Taxable Allowance Yes No Yes Yes Yes Yes Yes

The salaries paid to Base Engineers at all

increment levels contain a rolled-up amount as a

Tool Allowance

NA

How does DES pay this allowance? Is it already included in the base rate of their salary or is it paid as a separate allowance and at what frequency? Reconsider payable rules based on response. It is included in base salary.

1394 DES 1


Clause 5.8 (3), 5.4 (2)

Relieving Allowance -Base Manager / Chief Engineer No No Yes fortnight Recurring $191.65 Yes Taxable Gross Yes No Yes No Yes Yes No

Payable to employees relieving in the positions of Base Manager and

Chief EngineerThe relieving amount of

$5,000 per annum ($191.65 per fortnight) is to be added to the pay-point 1 salaries of base

manager and Chief Engineer. (Such

reinstates the salary-scarifice amount of the private plated vehicle

referred to in clause 5.4 (2) of the agreement, as the employees relieving in the position will not

have access to a private plated vehicle.)

NA Y

Check payable rules and if PS HD rules apply (eg. HD > 12 months etc) Normal HD rules apply.

1395 DES 1


Clause 3.1 (1) (iii) & 5.3 (6)

Meal Allowance - Crew Dinner No No Yes Units One-off $21 No Non

Taxable Meals No No No No No Yes No

Applies to crew when operating from home Air

Base.

Casuals are entitled to meal allowances

NA

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-Allowances v4.3.xls


DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1396 DES 1


Clause 3.1 (1) (ii)& 5.3 (6)

Meal Allowance - Crew Lunch No No Yes Units One-off $11 No Non



Base.


NA

1397 DES 1


Clause 3.1 (1) (i)& 5.3 (6)

Meal Allowance - Crew Breakfast No No Yes Units One-off $10 No Non



Base.


NA

1398 DES 1


Clause 3.1 (2) & 5.3 (6)

Directive 1/06 Meal (Large) No No Yes Units One-off $21 No Non


Applies to Base Engineers


NA

1399 DES 1


Clause 3.1 (2) & 5.3 (6)

Directive 1/06 Meal (Small) No No Yes Units One-off $10 No Non


Applies to Base Engineers


NA

1400 DES 1


Clause 5.2 & 5.3 (6)

Directive 19/99 Locality Allowance Yes No Yes F'Night Recurring

As per directive - Refer to rows 165 - 1356

aboveYes Taxable Gross Yes No No No Yes Yes No

casuals employees are excluded from receiving

this allowanceNA

1411 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Capital city & high cost country) absences extending overnight

No No Yes Units One-off $21.95 No Non Taxable N/a No No No No No Yes No Casuals are not eligible

for the allowance. NA Y

Are casual employees entitled to Travel & Relieving allowances as per DIR 8/05? No.

1412 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Tier 2 Country Centre-Cairns) absences extending overnight




1413 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Other Country Centres) absences extending overnight




1414 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Capital city& high cost country) absences extending overnight




1415 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Tier 2 Country Centre-Cairns) absences extending overnight




1416 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Other Country Centres) absences extending overnight






DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1417 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Capital city & high cost country) absences extending overnight




1418 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Tier 2 Country Centre-Cairns) absences extending overnight




1419 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Other Country Centres) absences extending overnight




1436 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Capital city & high cost country) absences not extending overnight

No No Yes Units One-off $21.95 No Taxable Gross No No No No No Yes No

Incidental allowance is not paid for absences

not extending overnight.Payment is based on prescribed rate for the

centre where the expense was incurred by

the employee.Refer to directive for

specific payment rules for this allowance.

Casual and general employees are not

entitled to this allowance

NA

1437 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Tier 2 Country Centre-Cairns) absences not extending overnight









NA

1438 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Other Country Centres) absences not extending overnight









NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1439 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Capital city& high cost country) absences not extending overnight









NA

1440 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Tier 2 Country Centre-Cairns) absences not extending overnight









NA

1441 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Other Country Centres) absences not extending overnight









NA

1442 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Capital city & high cost country) absences not extending overnight









NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1443 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Tier 2 Country Centre-Cairns) absences not extending overnight









NA

1444 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Other Country Centres) absences not extending overnight









NA

1445 DES 1


Clause 5.9 (2) Directive 11/06

Travelling & Relieving (Overseas travel allowance - personal) Cost Group 1 No No Yes Units One-off $A25 per day No Non

Taxable N/a No No No No No Yes No

Also used for any country not specified in the table of Countries in

the DirectiveCasual employees are

not entitled to this allowance

NA


1446 DES 1



Travelling & Relieving (Overseas travel allowance - equipment) No No Yes Units One-off $248 No Taxable Allowance No No No No No Yes No

The basic eqipment allowance is not to be

paid more than twice in any three-year period. Casual employees are

not entitled to this allowance.

NA


1447 DES 1



Travelling & Relieving (Overseas travel allowance - equipment - tropical conditions)

No No Yes Units One-off $248 No Taxable Allowance No No No No No Yes No

Tropical conditions equipment allowance

can be paid in addition tothe basic equipment

allowance ($238) and is not to be paid more than once in any three-year

period. Casual employees are not

entitled to this allowance.

NA


1448 DES 1



Travelling & Relieving (Overseas travel allowance - equipment - winter conditions) No No Yes Units One-off $248 No Taxable Allowance No No No No No Yes No

Winter conditions equipment allowance

can be paid in addition tothe basic equipment

allowance ($238) and is not to be paid more than once in any three-year

period. Casual employees are not

entitled to this allowance.

NA


1449 DES 1



Travelling & Relieving (Overseas travel allowance - equipment - CEO discretion) No No No Units One-off variable amount for

each employee No Taxable Allowance No No No No No Yes NoCasual employees are

not entitled to this allowance

NA




DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



new DES 1


Clause 2.1 & 2.3 Base Rate No No Yes Hours Recurring base rate Yes Taxable Gross No No Yes Yes Yes NA Yes Higher duties not applicable to casuals NA

new DES 1


Clause 2.2 & 5.3 Base Rate - Casual - 23% loading No No Yes Hours Recurring base hourly rate +23% No Taxable Gross Yes(LSL) No Yes No Yes

(LSL) NA Yes Higher duties not applicable to casuals NA

new DES 1


Clause 2.2 & 5.3 Base Rate - Casual Sunday - 23% loading No No Yes Hours Recurring base hourly rate +23% No Taxable Gross No No Yes No No NA Yes Higher duties not applicable to casuals NA

new DES 1


Clause 2.2 & 5.3 Base Rate - Casual Saturday -23% loading No No Yes Hours Recurring base hourly rate +23% No Taxable Gross No No Yes No No NA Yes Higher duties not

applicable to casuals NA

new DES 1Queensland Public Service Award - State 2003, Clause 6.4.6

Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement 2005, Clause 5.2

Directive 2/05,

Clause 11Higher Duties No No Yes Units Both Yes Taxable Gross Yes No Yes Yes Yes Yes Yes

greater than 12 months (C/E of LSL and

Recreation leave)Casuals are not entitled

to this allowance

NA



Directive 2/05,

clause 7.4, 11.1Directive

4/05

Higher Duties No No Yes Units Both Yes Taxable Gross

Yes (study,

exam and court

attendence only)

No Yes No Yes (Rec only)

Yes No

less than 12 months (C/E of Recreation leave

only)Higher duties are only

payable on the following paid absences:To sit for exams

Attend lectures (less than 1 working day)

All court attendences stated in directive 4/05

(except in Private capacity, civil actions

etc.)Casuals are not entitled

to this allowance

NA



Directive 9-06 (1)

Motor Vehicle Allowance (Automobiles - 1600cc and less) No No Yes Units One-off 55c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (1)

Motor Vehicle Allowance (Automobiles - 1601cc to 2600cc) No No Yes Units One-off 66c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable





Directive 9-06 (1)

Motor Vehicle Allowance (Automobiles - 2601cc and over) No No Yes Units One-off 67c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (1)

Motor Vehicle Allowance (Automobiles-rotary engine - 800cc and less) No No Yes Units One-off 55c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (1)

Motor Vehicle Allowance (Automobiles-rotary engine - 801cc to 1300cc) No No Yes Units One-off 66c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (1)

Motor Vehicle Allowance (Automobiles-rotary engine - 1301cc and over) No No Yes Units One-off 67c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (1)

Motor Vehicle Allowance (Motorcycles - 250cc and under) No No Yes Units One-off 22c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (1)

Motor Vehicle Allowance (Motorcycles - over 250cc) No No Yes Units One-off 26.8c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



Directive 9-06 (4)

Motor Vehicle Allowance (Automobiles) Private No No Yes Units One-off 33.5c per km No Split Mileage No No No No No Yes No First 5000 kms non

taxable NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable





Directive 9-06 (4)

Motor Vehicle Allowance (Motorcycles) Private No No Yes Units One-off 13.4c per km No Taxable Mileage No No No No No Yes No First 5000 kms non

taxable NA

new DES 1Queensland Public Service Award - State 2003, clause 5.14.5


Laundry - Fortnightly No No Yes F'Night Recurring $5.93 Yes Taxable Allowance No No No No No Yes NoAllowance would still be

paid for part day absence

NA

new DES 1Queensland Public Service Award - State 2003


Directive 12/06

Transfer Allowance - dislocation expenses with no dependants No No Yes Units One-off $203 No Taxable Gross No No No No No Yes No Casuals are not entitled

to this allowance NA



Directive 12/06

Transfer Allowance - dislocation expenses with family No No Yes Units One-off $406 No Taxable Gross No No No No No Yes No Casuals are not entitled




Directive 12/06

Transfer Allowance - education assistance for dependant child No No Yes Units One-off $81 per child No Taxable Gross No No No No No Yes No Casuals are not entitled




Directive 12/06 Transfer Allowance - transfer of telephone No No Yes Units One-off connection or

reconnection fee No Non Taxable N/a No No No No No Yes No Casuals are not entitled


new DES 1


Termination - ETP - Lump Sum "C" Post 1983 less than 55 years of age No No No Hours One-off Variable amount for

each employee No Taxable Lump Sum C No No No No No No No

Eligible Termination Payment Lump Sum "C"

for service post 1983 when employee is younger than 55

NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



new DES 1


Termination - ETP - Lump Sum "C" Post 1983 greater than 55 years of age No No No Hours One-off Variable amount for



for service post 1983 when employee is older

than 55

NA

new DES 1


Termination - ETP - Lump Sum "C" Pre 1983 No No No Hours One-off Variable amount for



for service pre 1983NA

new DES 1


Termination - ETP - Lump Sum "C" Post 1994 Invalidity Component No No No Hours One-off Variable amount for


Eligible Termination Payment Lump Sum "C" Invalidity Component for

service greater than 1994

NA

new DES 1


Termination - ETP - Lump Sum "C" Rollover No No No Hours One-off Variable amount for



Rollover paymentNA

new DES 1


Termination - LSL - Lump Sum "A" greater than 15/08/1978 No No No Hours One-off Variable amount for

each employee No Taxable Lump Sum A No No No No No No No

Long Service Leave accrued between 15/08/1978 and

16/08/1993

NA

new DES 1


Termination - LSL - Lump Sum greater than 16/08/1993 No No No Hours One-off Variable amount for

each employee No Taxable Gross No No No No No No NoLong Service Leave

accrued after 16/08/1993

NA

new DES 1


Termination - LSL - Lump Sum "B" Less than 16/08/1978 No No No Hours One-off Variable amount for

each employee No Taxable Lump Sum B No No No No No No No

Long Service Leave accrued before

16/08/1978NA

new DES 1


Termination - Public Holiday No No No Hours One-off Variable amount for each employee No Taxable Lump Sum

C No No No No No No No

Only applicable for Engineers

Payment of Public Holidays in cash equivalent period

NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



new DES 1


Termination - Recreation Leave Lump Sum greater than 15/08/1993 No No No Hours One-off Variable amount for

each employee No Taxable Gross No No No No No No NoLump Sum Recreation

leave accrued after 15/08/1993

NA

new DES 1


Termination - Recreation Leave Lump Sum less than 16/08/1993 No No No Hours One-off Variable amount for

each employee No Taxable Lump Sum A No No No No No No No

Lump Sum Recreation leave accrued before

16/08/1993NA

new DES 1


Termination - Redundancy Severence Benefit No No No Dollars One-off Variable amount for

each employee No Taxable Lump Sum C No No No No No No No Policy for Managing

Redundancies NA

new DES 1


Termination - Redundancy Severence Benefit No No No Dollars One-off Variable amount for

each employee No Non Taxable

Lump Sum D No No No No No No No Policy for Managing

Redundancies NA

new DES 1


Termination - VER Severence Benefit No No No Dollars One-off Variable amount for each employee No Taxable Lump Sum

C No No No No No No NoManagement of Voluntary Early

Retirement (VER)NA

new DES 1


Termination - VER Severence Benefit No No No Dollars One-off Variable amount for each employee No Non

TaxableLump Sum

D No No No No No No NoManagement of Voluntary Early

Retirement (VER)NA

new DES 1


Termination - Pay in Lieu of Notice - Post 1983 less than 55 years of age No No No Hours One-off Variable amount for

each employee No Taxable Lump Sum C No No No No No No No Pay in Lieu of Notice on

termination NA

new DES 1


Termination - Pay in Lieu of Notice - Post 1983 more than 55 years of age No No No Hours One-off Variable amount for


termination NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



new DES 1


Termination - Pay in Lieu of Notice - Post 1994 Invalidity No No No Hours One-off Variable amount for


termination NA

new DES 1


Termination - Pay in Lieu of Notice - Pre 1983 No No No Hours One-off Variable amount for


termination NA

new DES 1


Termination - TOIL - Post 1994 Invalidity No No No Hours One-off Variable amount for each employee No Taxable Lump Sum

C No No No No No No No

Applicable for Engineers only

Time off in Lieu balance on termination

NA



Cash Equivalent leave Loading on Death No No No Dollars One-off variable amount for each employee No Non

Taxable N/a No No No No No No No NA



Cash Equivalent Long Service leave on Death No No No Dollars One-off variable amount for

each employee No Non Taxable N/a No No No No No No No NA



Cash Equivalent Recreation leave on Death No No No Dollars One-off variable amount for

each employee No Non Taxable N/a No No No No No No No NA



Directive 12/06 Transfer Allowance - packing No No Yes Units One-off variable amount for

each employee No Taxable Gross No No No No No Yes No

entitlement depends on whether the employee

packed in their own time or not.

Casuals are not entitled to this allowance

NA



Directive 12/06

Transfer Allowance - Compensation instead of removal No No Yes Units One-off variable amount for

each employee No Taxable Gross No No No No No Yes No Casuals are not entitled to this allowance NA



DPW RTI Release




Specific

Workplace

Specific

Table Driven



MethodValue

Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



new DES 1Public Service Act

1996Section 70


Base Rate No No No Hours Recurring base hourly rate Yes Taxable Gross Yes No N/A Yes Yes Yes YesChief Pilot and Deputy

Chief Pilot are on common law contracts

NA


Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement 2005, Clause 5.2 & 5.3(6)

Directive No. 19/99 Locality Allowance - Cairns (Full Rate) Cairns No Yes F'Night Recurring $50.70 Yes Taxable Gross Yes No No No Yes Yes No

Casuals are excluded from receiving this

allowanceNA



Directive No. 19/99 Locality Allowance - Cairns (Half Rate) Cairns No Yes F'Night Recurring $25.35 Yes Taxable Gross Yes No No No Yes Yes No


allowanceNA



Directive No. 19/99 Locality Allowance - Townsville (Full Rate) Townsville No Yes F'Night Recurring $43.40 Yes Taxable Gross Yes No No No Yes Yes No


allowanceNA



Directive No. 19/99

Locality Allowance - Townsville (Half Rate) Townsville No Yes F'Night Recurring $21.70 Yes Taxable Gross Yes No No No Yes Yes No


allowanceNA

new DES 1


Clause 4.2 (2)(i) & (3)(ii) Overtime - T1.00 No No Yes Hours One-off 1 x base rate No Taxable Gross No No No No No Yes No NA

new DES 1


Clause 4.2 (3)(i) Recall - T1.00 No No Yes Hours One-off 1 x base rate No Taxable Gross No No No No No Yes No NA

new DES 1


Clause 4.2 (4)(iii) TOIL - Quarterly pay out No No No Hours One-off base rate No Taxable Gross No No No No No Yes No Only applicable for Base

Engineers (Full-Time) NA



DPW RTI Release

Ref. No. Agency Cluster Industrial Award Reference/

SourceDirective/ Circular Description Location

SpecificWorkplace Specific

Table Driven

AmountUnits

Recurring or One-

off

Calculation- Rate Method

Value Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1401 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Capital city & high cost country) absences not extending overnight


Incidental allowance is not paid for absences not extending

overnight.Payment is based on prescribed

rate for the centre where the expense was incurred by the

employee.Refer to directive for specific

payment rules for this allowance.Casual employees are not entitled to this allowance

NATo be processed by Finance in w-o-G system

1402 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Tier 2 Country Centre-Cairns) absences not extending overnight








1403 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Lunch - Other Country Centres) absences not extending overnight








1404 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Capital city & high cost country) absences not extending overnight








1405 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Tier 2 Country Centre-Cairns) absences not extending overnight








1406 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Dinner - Other Country Centres) absences not extending overnight








1407 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Capital city & high cost country) absences not extending overnight









DPW RTI Release




Table Driven

AmountUnits

Recurring or One-

off


Value Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1408 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Tier 2 Country Centre-Cairns) absences not extending overnight








1409 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Breakfast - Other Country Centres) absences not extending overnight








1410 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Mt Isa)

No No Yes Units One-off $89 No Non Taxable N/a No No No No No Yes No Casuals are not eligible for the

allowance. NATo be processed by Finance in w-o-G system

1420 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Brisbane)



1421 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Adelaide)



1422 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Canberra)



1423 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Darwin)



1424 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Hobart)



1425 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Melbourne)



1426 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Perth)



1427 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Sydney)



1428 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Gold Coast)



1429 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Horn Island)



1430 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Thursday Island)




DPW RTI Release




Table Driven

AmountUnits

Recurring or One-

off


Value Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable



1431 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Weipa)



1432 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Cairns)



1433 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Overnight stay - Other Country Centres)



1434 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Incidental) No No Yes Units One-off $14.95 No Non

Taxable N/a No No No No No Yes No Casuals are not eligible for the allowance. NA

To be processed by Finance in w-o-G system

1435 DES 1


Clause 5.8 (2), 5.9 (2)

Directive 10/06

Travelling & Relieving (Private accommodation - Special Allowance)

No No Yes Units One-off $30.95 No Non Taxable N/a No No No No No Yes No Casuals are not eligible for the



Queensland Rescue(Helicopter Rescue Service) - Enterprise Partnership Certified Agreement 2005, Clause 5.2

Directive 7-04

Relocation Expenses for Retiring Officers No No No Units One-off

variable amount for

each employee

Yes Non Taxable N/a No No No No No Yes No NA




Directive 5-04

Travel and leave concessions - isolated areas

Yes No No Units One-off

variable amount for

each employee

Yes Non Taxable N/a No No No No No Yes No NA




Directive 12/06

Transfer Allowance - travel to new centre - by rail

No No Yes Units One-off

variable amount for

each employee

No Non Taxable N/a No No No No No Yes No Casuals are not entitled to this

allowance NATo be processed by Finance in w-o-G system



Directive 12/06

Transfer Allowance - travel to new centre - by private motor vehicle


variable amount for

each employee

No Non Taxable N/a No No No No No Yes No

rate is as per Motor Vehicle Allowance Directive 7/05

Casuals are not entitled to this allowance




Directive 12/06

Transfer Allowance - travel to new centre - by air


variable amount for

each employee





Directive 12/06

Transfer Allowance - travel to new centre - alternative arrangements


variable amount for

each employee




DPW RTI Release




Table Driven

AmountUnits

Recurring or One-

off


Value Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable





Directive 12/06

Transfer Allowance - travel to new centre - accommodation


variable amount for

each employee





Directive 12/06

Transfer Allowance - travel to new centre - meals


variable amount for

each employee





Directive 12/06

Transfer Allowance - temporary board and lodging


variable amount for

each employee





Directive 12/06

Transfer Allowance - transport of furniture and effects


variable amount for

each employee





Directive 12/06

Transfer Allowance - Depreciation No No Yes Units One-off

variable amount for

each employee

No Taxable Gross No No No No No Yes No Casuals are not entitled to this allowance NA




Directive 12/06

Transfer Allowance - transport of private motor vehicle


variable amount for

each employee





Directive 12/06

Transfer Allowance - transport of pets or plants


max amount for

single transfer

$243





Directive 12/06

Transfer Allowance - expenses associated with sale and purchase of residence or land


variable amount for

each employee





Directive 12/06

Transfer Allowance - Insurance No No Yes Units One-off

variable amount for

each employee




DPW RTI Release

QLD Rescue - Deductions

Reference

NumberCategory

System Driven

Amount?

Amount Fixed or

calculated?

Salary Sacrifice

Protected Net

Payment Summary

Area

Pay Advice Area

Reducing Balance Processing Rules

Deduct from Cash

Equiv.

Comments Variation Type Issues Comments

1 Tax Yes Fixed or Percentage

No No Tax Deductions No Deduct what is possible

Yes Retrospective deductions allowed

2.0 Legislative - eg. Garnishees


No No N/A Deductions Yes Deduct what is possible

No Salary only, no Cash Equiv

2.1 Legislative - Child support


No Yes N/A Deductions No Deduct what is possible to protected earning

level.

No Protected earning as at 01/01/2007 are Weekly $284.85, F/N $569.70 & Monthly $1238.59.

CG

3.0 Superannuation - Voluntary


No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv.Retrospective deductions allowed

Super is deducted from the last pay, but not from the termination payout.

3.1 Superannuation - Non-Voluntary


No No N/A Deductions No Deduct total amount No Salary only, no Cash Equiv.Retrospective deductions allowed

Employee may have been granted an exemption from superannuation contributions by the Super Office

4.0 Agency Deductions -Reducing balance

No Fixed No No N/A Deductions Yes Deduct what is possible and take

arrears in first available pay

Yes

4.1 Agency Deductions -Overpayments - Gross Recovery


No No Gross Earnings Yes Deduct all or nothing Yes



No No N/A Deductions No Deduct what is possible and take arrears in first

available pay

Yes



No No N/A Deductions Yes Deduct what is possible and take arrears in first

available pay

Yes

4.3 Agency Deductions -Loans

Yes Fixed No No N/A Deductions Yes Deduct what is possible Yes Company loans may change due to system design

4.4 Agency Deductions - Purchase Leave


NG

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-Deductions v4.3.xls


DPW RTI Release

QLD Rescue - Deductions

Reference

NumberCategory

System Driven

Amount?

Amount Fixed or

calculated?

Salary Sacrifice

Protected Net

Payment Summary

Area

Pay Advice Area

Reducing Balance Processing Rules

Deduct from Cash

Equiv.

Comments Variation Type Issues Comments

5 Departmental - On-going deduction eg. Dept Rent

No Fixed No No N/A Deductions No Deduct all or nothing No

6 Miscellaneous - eg. Additional Tax


No No Tax Deductions No Deduct all or nothing No Salary only, no Cash Equiv.Retrospective deductions allowed

Processing rule may change once deduction priority order determined

7 Salary Sacrifice - eg. Pre Tax Sal Sacrifice


Yes No N/A Earnings No Deduct all or nothing No Salary only, no Cash Equiv

7.1 Salary Sacrifice - eg. Post Tax Sal Sacrifice


NG

7.2 Salary Sacrifice - Superannuation - Voluntary


Yes No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv.Retrospective deductions allowed

NG

7.3 Salary Sacrifice - Superannuation - Non-Voluntary


Yes No N/A Deductions No Deduct total amount No Salary only, no Cash Equiv.Retrospective deductions allowed

NG

8 Health Funds No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

9 Insurance No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

10 Unions No Fixed No No Union Deductions No Deduct all or nothing No Salary only, no Cash Equiv

11.0 Charities -Non Salary Sacrifice -Post tax


11.1 Charities -Salary Sacrifice - Pre Tax

No Fixed Yes No Deductions Earnings No Deduct all or nothing No Salary only, no Cash Equiv

12 Social Clubs No Fixed No No N/A Deductions No Deduct all or nothing No Salary only, no Cash Equiv

13 Professional Associations

No Fixed Yes No Deductions Deductions No Deduct all or nothing No

14 Professional year defined salary

No Fixed No No Deductions Deductions No Deduct all or nothing Yes This is not under the purchased leave arrangements

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-Deductions v4.3.xls


DPW RTI Release







Salary Sacrifice Valid Codes: Yes, NoIs this deduction salary sacrificable?




Pay Advice Area Valid Codes: Taxation, Deduction, HELP Tax, NotationalWhere the deduction will appear in the employee's pay advice

Reducing Balance Valid Codes: Yes, NoIs there a balance that reduces with deductions, eg Garnishees

Processing Rules eg. Deduct all or nothing, Deduct what is possible, Deduct what is possible and take residual in first available pay




Variation Code

Office Use only: Identifies changes made by Agency:CA - Change (Agency)DA - Delete (Agency)NA - New (Agency)NW - New (Whole-of-Government)CG - Change (Whole-of-Government)DG - Delete (Whole-of-Government)Maintenance performed on templates by Awards template due to legislative changes, errors etc:CM - Change (Maintenance - Agency)NM - New (Maintenance - Agency)DM - Delete (Maintenance - Agency)CG - Change (Maintenance - Whole-of-Government)NG - New (Maintenance - Whole-of-Government)DG - Delete (Maintenance - Whole-of-Government)




issues



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QLD Rescue - Higher Duties

Reference

Number

Agency Cluster Industrial Award Reference/ Source Directive/Circular

Employee Type

(FT, PT, Casual)

% of HD undertake

n

Min Period of HD

Leave Paid at HD

Public Holidays

paid (start & end of

HD) at HD Rate

Public Holidays

paid (during

HD) at HD Rate

Increment Interpretation or unique requirements Comments Variation Code Issue Comments

1 Emergency Services 1

Queensland Public Service Award - State 2003Award free

Queensland Rescue (Helicopter Rescue

Service) - Enterprise Partnership Certified Agreement - 2005

Clause 5 & 8Clause 5.8

Directive 2/05 FT/PT 100% Yes Yes N/A

Where the substantive salary of the employee exceeds the first paypoint of the "higher classification level", the

higher duties amount payable is to be based on the paypoint that is closest to but higher than the

employee's salary at his or her substantive level and paypoint before relieving in the higher position.

Not applicable to casual and general employeesWhen employees revlieve in the positions of Base Manager and Chief Engineer, for the purposes of determining the higher duties amount payable, an

amount of $5,000 per annum ($191.65 per fortnight) is to be added to the paypoint 1 salaries of Base Manager

and Chief Engineer.

Would generally apply to across stream or across

award employees

Subject to recognition of previous higher duties

service within the last 2 years

Acting at a high level position within the last 2 years may count towards service for another higher

duties position

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-Higher Duties v4.3.xls


DPW RTI Release







Salary Sacrifice Valid Codes: Yes, NoIs this deduction salary sacrificable?




Pay Advice Area Valid Codes: Taxation, Deduction, HELP Tax, NotationalWhere the deduction will appear in the employee's pay advice

Reducing Balance

Valid Codes: Yes, NoIs there a balance that reduces with deductions, eg Garnishees

Processing Rules

eg. Deduct all or nothing, Deduct what is possible, Deduct what is possible and take residual in first available pay




Variation Code





issues



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QLD Rescue - Increments

Reference

NumberAgency Cluster Industrial Award Reference/ Source Directive/Cir

cular

Employee Type

(FT, PT, Casual)

After 12 months

continuous


Increment Progression

Increment / Progression

Date

Interpretation or unique requirements Comments Variation

Code Issue

1 Emergency 1


Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement - 2005Clause 5.12Clause 2.4

Full Time Yes No Yes No Appointment Anniversary Date

Applies to movement within classification levels for Administrative, Professional, Operational and Technical Streams. Also includes movement between AO1 and AO2 stream.No employee shall be entitled to receiv e annual salary increments unless performance initiatives have been achieved as certified by the employer.Movement between classifications by employees will be based on appointment on merit to advertised vacancies.


2 Emergency 1



Part Time YesNo

YesNo Yes No

Appointment Anniversary DateIncrement date will depend upon when the full-time equivalent hours are worked

Part time employee must have been at that paypoint for a period of 12 mths and worked 1200 hours.Applies to movement within classification levels for Administrative, Professional, Operational and Technical Streams. Also includes movement between AO1 and AO2 stream.No employee shall be entitled to receiv e annual salary increments unless performance initiatives have been achieved as certified by the employer.Movement between classifications by employees will be based on appointment on merit to advertised vacancies.


3 All 1



Casual YesNo

YesNo Yes No

Appointment Anniversary DateIncrement date will depend upon when the full-time equivalent hours are worked

Casual employee must have been at that paypoint for a period of 12 mths and worked 1200 hours.Applies to movement within classification levels for Administrative, Professional, Operational and Technical Streams. Also includes movement between AO1 and AO2 stream.No employee shall be entitled to receiv e annual salary increments unless performance initiatives have been achieved as certified by the employer.Movement between classifications by employees will be based on appointment on merit to advertised vacancies.

For movement within Levels 1 and 2 of the Admin, Professional and Technical Streams and 1,2 & 3 of the Operational Stream the conduct, diligence & efficiency must be certified as being satisfactory. In all other classification levels performance objectives have been achieved and certified by employer. Prior service is not recognised if there a break of more than 3 months.

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-Increments v4.3.xls page 1 of 1RTI Folio No. 1416RTI Folio No. 1416RTI Folio No. 1518

DPW RTI Release


Agency Agency name

Cluster







Does the employee receive an increment after 12 months continuous service at their classification and pay point? Valid Codes: Yes, No. If No, and the employee is eligible to receive an increment in a different period, record the period in the Interpretation or unique requirements field. If there is additional criteria, such as completion of training, have a qualification etc. document these additional increment requirements in the Interpretation or unique requirements field.



Progression






Variation Code



New modifications, deletions or issues



DPW R

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QLD Rescue - Overtime Penalties

Ref. No.

Agency Cluster Industrial Award Reference/ Source

Directive/ Circular

Day/ Shift

Employee Type (FT,

PT, Casual)

Working Arrangeme

nts

Day(s) of the

Week

Working /Non

Working

Band of Hours

Maximum Number of ordinary



Paid

Meal Allowance

Interpretation or Unique requirements

Comments

1 DES 1 Queensland Rescue (Helicopter Rescue Service) - Enterprise Partnership Certified Agreement 2005

Clause 2.3, 4.2(1)

Cont. Shift

FT Rostered hours

Any Any 24 hours a day,

/ 7days a week

N/A OT - Overtime - Chief Engineer

Not eligible for overtime payments and time off in lieu

N/A Salary payable to the Chief Engineer is inclusive of overtime compensation


Clause 2.3, 4.2(4)

Cont. Shift

FT Rostered hours

Any Any Max 12 hours per day/any 5

in 7

N/A OT - Overtime - Base Engineer

Overtime worked in excess of 2 hours per week will accrue

as TOIL on a single time basis

Paid after 10 hours

Salary payable to the Base Engineers is inclusive of overtime compensation of 2 hours per week.


Clause 2.3, 4.2(4)

Cont. Shift

Casual Rostered hours

Any Any Max 12 hours per day/any 5

in 7

N/A OT - Overtime - Base Engineer - Casual

Not eligible for overtime payments and time off in lieu Correct

Paid after 10 hours


Clause 2.3, 4.2(3)(ii)

Cont. Shift

FT Rostered hours


/ 7days a week

in excess of flying

rostered hours

OT - Overtime - Shift Overrun

Overtime payable when the Helicopter returns to the Air Base after the ordinary cessation time of the shift. Overtime is paid at time for time.

Does meal allowance

apply (only?) when base manager is

flying Correct

Applicable to Pilot, Aircrew Officer, Rescue Crew Officer, (and Base Manager, Chief Aircrew Officer and Senior Aircrew Officer when operating on the flying roster)


Clause 2.3, 4.2(3)(ii)

Cont. Shift



/ 7days a week

in excess of flying

rostered hours

OT - Overtime - Shift Overrun

Overtime payable when the Helicopter returns to the Air Base after the ordinary cessation time of the shift. Overtime is paid at time for time.

Does meal allowance

apply (only?) when base manager is

flying Correct

Applicable to Pilot, Aircrew Officer, Rescue Crew Officer


Clause 2.3, 4.2(2)

Cont. Shift

FT, Casual

Rostered hours


/ 7days a week

OT - Overtime - In excess of 4 consecutive shifts

An employee working continuous shift roster in excess of 4 consecutive shifts in place of an operational employee, who is unable to fulfil their rostered hours, is entitled to compensation by either being paid for the additional hours at single time rate or accruing TOIL on a single time basis

Applicable for Chief Aircrew Officer and Senior Aircrew Officers


Clause 2.3, 4.2(4)(ii & iii)

Cont. Shift

FT Rostered hours

N/A N/A 24 hours a day,

/ 7days a week

N/A TOIL - Payout Any accrued TOIL balances will be subject to quarterly (calendar clearances, with the balance being paid out on a single time basis

N/A Only applicable for full time Base Engineer


Clause 2.3, 4.2(2)

Cont. Shift

FT, Casual

Rostered hours

N/A N/A 24 hours a day,

/ 7days a week

N/A TOIL - in lieu of OT - In excess of 4 consecutive shifts

Officers who elect to take TOIL as compensation for work in excess of 4 consecutive shifts have 6 months to take accrued time off or TOIL lapses.

N/A Applicable for Chief Aircrew Officer and Senior Aircrew Officers


Clause 2.3, 4.2(3)(i)

Cont. Shift

FT Rostered hours


/ 7days a week

in excess of flying

rostered hours

Recall - Emergent Employees recalled to work additional hours to that of their rostered hours due to emergent, unforeseen, unplanned recall, to be paid an overtime payment of time for time, with a minimum of 2 hours

2 Applicable to Pilot, Aircrew Officer, Rescue Crew Officer, (and Base Manager, Chief Aircrew Officer and Senior Aircrew Officer when operating on the flying roster)

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-OT&P v4.3.xls


DPW RTI Release

QLD Rescue - Overtime Penalties

Ref. No.

Agency Cluster Industrial Award Reference/ Source

Directive/ Circular

Day/ Shift

Employee Type (FT,

PT, Casual)

Working Arrangeme

nts

Day(s) of the

Week

Working /Non

Working

Band of Hours

Maximum Number of ordinary



Paid

Meal Allowance

Interpretation or Unique requirements

Comments


Clause 2.3, 4.2(3)(i)

Cont. Shift

FT Rostered hours


/ 7days a week

in excess of flying

rostered hours

Recall - Planned or regular

Employees recalled to work additional hours to that of their rostered hours, for planned or regular recall, to be paid an overtime payment of time for time.

Applicable to Pilot, Aircrew Officer, Rescue Crew Officer, (and Base Manager, Chief Aircrew Officer and Senior Aircrew Officer when operating on the flying roster)


Clause 2.3, 4.2(3)(i)

Cont. Shift



/ 7days a week

in excess of flying

rostered hours

Recall - Emergent - Casual

Employees recalled to work additional hours to that of their rostered hours due to emergent, unforeseen, unplanned recall, to be paid an overtime payment of time for time, with a minimum of 2 hours

2 Applicable to Pilot, Aircrew Officer, Rescue Crew Officer


Clause 2.3, 4.2(3)(i)

Cont. Shift



/ 7days a week

in excess of flying

rostered hours

Recall - Planned or regular - Casual

Employees recalled to work additional hours to that of their rostered hours, for planned or regular recall, to be paid an overtime payment of time for time.

Applicable to Pilot, Aircrew Officer, Rescue Crew Officer


Clause 4.1 (1)

Cont. Shift

FT Rostered hours


/ 7days a week

N/A Award - Hours of work - Group (1)

Employees work hours as necessary to fulfil the duties of the position and shall be on contunuous on call.

N/A Applicable for Base Manager, Chief Engineer, Chief Aircrew Officer and Senior Aircrew Officers


Clause 4.1 (2)

Cont. Shift

FT, Casual

Rostered hours


/ 7days a week


work a maximum of 42 hours per week worked over a continuous shift roster cycle including Saturdays, Sundays and Public Holidays

N/A Applicable to Pilot, Aircrew Officer, Rescue Crew Officer


Clause 4.1 (3)

Cont. Shift

FT, Casual

Rostered hours


/ 7days a week


Hours of work are to be within the following parameters:(a) Average of 228 hours (Maximum) over a 6 week period(b) Daily maximum of 12 hours(c) Any 5 in 7 days with consecutive days off per 7 day period(d) Being on standby 2 weekends per month with the other 2 weekends being free of duty

N/A Applicable to Base Engineer


Clause 4.4 Cont. Shift

FT, Casual

Rostered hours


/ 7days a week

N/A Award - Meal Breaks While on duty and working more than 6 hours in any one day, employees shall be entitled to a paid break on 30 minutes duration for a meal, to be taken at such time as will not interfere with the continuity of work.

N/A

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Emergency Awards-QR-OT&P v4.3.xls


DPW RTI Release

Overtime & Penalties


Cluster




Reference/ Source The relevant clause, sections or schedules in the industrial legislation (eg.


Day/ Shift Valid Codes: Day, Shift, Continuous Shift, All

Employee Type(FT, PT, Casual) Employee's appointment status: Full Time (FT), PartTime (PT), Casual or All

Working arrangements

Valid Codes: Variable working hours (eg Public servants), Rostered/Set hours (eg. operational staff on 38 hour week), Other (eg. Counsellors) Note in Interpretation or unique requirements

Day(s) of week Days the overtime, TOIL etc is workedWorking /Non

WorkingThe employee's ordinary working day or notValid Codes: Working, Non Working


ordinary hours allowed before

OT


Payment Type eg. Overtime, TOIL, recall, on call, CRIBB, Fatigue, Shift Penalty, ordianry time for weekend work

Rules Overtime/TOIL rules eg, time and a half for first 3 hours, 15% penalty for weekend workMinimum Hours

to be Paid Minimum number of hours that the employee should be paid for

Meal Allowance Is the employee eligible to a meal allowance, include rulesInterpretation or

unique requirements

All other rules required to correctly apply the provisions from the relevant documentation.


Variation Code



New modifications,

deletions or issues



DPW R

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Agency Agency name

Cluster





















DPW R

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Reference Number Agency Cluster

Hire to Retire

Framework

Industrial Award Reference/ Source

Directive/ Circular Description Day/ Shift

Employee Type (FT,

PT Casual)


AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours

Max number of ordinary

hours allowed

before O/T

Paid Meal Breaks


Meal break



1 DES 1

2.1.2 Allowances2.3.1 Base

Pay


Clause 4.1, 4.2, 4.4, 6.2

Base Manager, Chief Aircrew Officer, Senior Aircrew Officer.

Continuous Shift FT unlimited No No 6 continuous

Shift 17.50% 1-DecIn excess

of rostered hours

Yes NA

Applicable to Base Manager, Chief Aircrew Officer and Senior Aircrew Officer.Overtime payable in excess of rostered hours only applies when the employee is operating on the flying roster and the Helicopter returns to the Air Base after the ordinary cessation time of the shift.

NG

Provisions for overtime to be captured in OT template - refer to detailed criteria for payment of overtime in excess of rostered hours

2 DES 1


Pay


Clause 4.1, 4.2, 4.4

Base Manager, Chief Aircrew Officer, Senior Aircrew Officer.

Continuous Shift Casual unlimited No No N/A continuous

Shift N/A N/AIn excess

of rostered hours

Yes NA

Applicable to Base Manager, Chief Aircrew Officer and Senior Aircrew Officer.Overtime payable in excess of rostered hours only applies when the employee is operating on the flying roster and the Helicopter returns to the Air Base after the ordinary cessation time of the shift.

DA

There is no provision under the agreement for casuals in these positions

3 DES 1


Pay


Clause 4.1, 4.2, 4.4, 6.2

Chief Engineer Continuous Shift FT unlimited No No 6 continuous

Shift 17.50% 1-Dec N/A Yes NA

Applicable to Chief EngineerChief Engineer is not eligible for overtime payments and time in lieu. NG

4 DES 1


Pay


Clause 4.1, 4.2, 4.4 Chief Engineer Continuous

Shift Casual unlimited No No N/A continuous Shift N/A N/A N/A Yes NA

Applicable to Chief EngineerChief Engineer is not eligible for overtime payments and time in lieu. DA

There is no provision under the agreement for casuals as a chief engineer

5 DES 1


Pay


Clause 4.1, 4.2, 4.4, 6.2

Pilot, Aircrew officer, Rescue Crew Officer

Continuous Shift FT 42 No Yes 5 continuous


of rostered hours

Yes NA

Applicable to Pilot, Aircrew officer, Rescue Crew Officer. Overtime payable in excess of rostered hours only applies when the Helicopter returns to the Air Base after the ordinary cessation time of the shift.

NG


6 DES 1


Pay


Clause 4.1, 4.2, 4.4

Pilot, Aircrew officer, Rescue Crew Officer

Continuous Shift Casual 42 No Yes N/A continuous

Shift N/A N/AIn excess

of rostered hours

Yes NA

Applicable to Pilot, Aircrew officer, Rescue Crew Officer. Overtime payable in excess of rostered hours only applies when the Helicopter returns to the Air Base after the ordinary cessation time of the shift.

NG


7 DES 1


Pay


Clause 4.1, 4.2, 4.4, 6.2

Base Engineer Continuous Shift FT 38 No Yes 5 continuous


of rostered hours

Yes 14

Applicable to Base Engineers.Base Engineers' weekly salary contains a rolled-up overtime allowance amount that equates to 2 hours of overtime (at single time rates). Overtime in excess of 2 hours per week will accruseas TOIL on a single time basis

NG

14 hours max before overtime is based on Ordinary shift (12 hours) + 2hours (for weekly minimum overtime allowance which is rolled up into their salary)


DPW RTI Release

Reference Number Agency Cluster

Hire to Retire

Framework

Industrial Award Reference/ Source

Directive/ Circular Description Day/ Shift

Employee Type (FT,

PT Casual)


AveragingRec Lve

Wks


Leave Loading

When Loading

paid

Min daily Hours

Max number of ordinary

hours allowed

before O/T

Paid Meal Breaks


Meal break



8 DES 1


Pay


Clause 4.1, 4.2, 4.4 Base Engineer Continuous

Shift Casual 38 No Yes N/A continuous Shift N/A N/A

In excess of rostered

hoursYes 14

Applicable to Base Engineers.

NG

14 hours max before overtime is based on Ordinary shift (12 hours) + 2hours (for weekly minimum overtime allowance which is rolled up into their salary)

Does the 2 hours overtime (or pro rata base on hours work per week) apply for casuals?


DPW RTI Release

QLD Rescue - Superannuation

Agency Super. Scheme Employee Contribution Employer Contribution Superannuable Salary Rule Payment Rules Valid Combinations Age Based Rules Eligibility Rules Pay Advice Agency Specific Rules Code Issue

Emergency Salary Sacrifice Defined Benefit Plan (post 23/09/00)















Emergency Salary Sacrifice Defined Benefit Voluntary







Emergency Salary Sacrifice Accumulation Plan - Contributory


Max 5%












Emergency Salary Sacrifice Accumulation Plan Voluntary


User input of fixed or % amount.

Accumulation Plan SGC EmployerAccumulation Plan VoluntarySalary Sacrifice Accumulation Plan - ContributoryAccumulation Plan Contributory



Emergency Defined Benefit Plan
















G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Copy of Emergency Awards-QR-Superannuation v4.3.xls


DPW RTI Release

QLD Rescue - Superannuation

Emergency Defined Benefit Plan Voluntary






Emergency Accumulation Plan Contributory


Min 2%Max 5%










Emergency Accumulation Plan SGC Employer

N/A 9% from 01/07/2002






Emergency Accumulation Plan Voluntary


Accumulation Plan for State PlanAccumulation Plan SGC EmployerAccumulation Plan ContributoryState PlanSalary Sacrifice Accumulation Plan - ContributorySalary Sacrifice Accumulation Plan VoluntarySalary Sacrifice State PlanPolice Plan


All employees are eligible if members of corresponding plan. Employee contributions will appear as a deduction after tax.

Emergency Accumulation Plan for State Plan

N/A 3% of actual superannuable salary for the cycle, ie, not aligned to 1 October salary.







Emergency State Plan Amount as advised by QSuper Office (% or fixed amount).









Emergency Salary Sacrifice State Plan










Emergency State Super Buy Back







Casual employees not eligible.Only existing members (including those who transfer/second) are eligible.(QSuper not accepting new memberships.)At age 65 members are transferred to Accumulation.


Emergency Approved Superannuation Fund Other Than Qsuper - SES and Section 70 Contracts - where the executive or officer is on leave from other employment

May be fixed or % amount The Crown shall contribute the standard employer contribution required under that fund.

As per approved fund. The Crown shall contribute the standard employer contribution required under that fund, provided that the maximum period of time, whether under this contract or any other contract, for which the Crown will pay such payments, is three (3) years; and thereafter, must contribute an amount that, if the officer was a member of the comprehensive accumulation category, would be required under the QSuper Act.

As per approved fund. As per approved fund. As per approved fund. Employee contributions will appear as a deduction after tax. Employer contributions will be displayed as a fortnightly amount (not cumulated).

NW Emergency Services to

determine if row is relevant to any employees within

Qld Rescue.

G:\INFORMATION MANAGEMENT\FOI\Cases - Public Works\Public Works - 2009\09041P - Office of the Leader of the Opposition\03 Documents\03 Consult Docs\SOW 5\Copy of Emergency Awards-QR-Superannuation v4.3.xls


DPW RTI Release

t

e


Variation code




f

c


CG


Lump Sum A











Employees without a TFN are taxed @ 46.5% for the entire ETP component regardless of age. CWAll other payments including VER component, In lieu of Notice paymentsCalculate:Total completed years of serviceCalculate the ATO’s allowable tax-free component of a bona-fide redundancy or voluntary early retirement scheme using the formula in the general rules.Calculate VER component as per current Directive (11/05) on VER’s Add all payments (Severance + Incentive payment (If applicable)) being made to the employee except Annual Leave and Long Service leav(these are treated as per above).Take the total of payments as per the point above away from the ATO’s allowable tax free component












CW


DPW RTI Release

r

r

d
















Both Pre July 1983 and Post June 1983 is all taxed @ 46.5%CW




f


CG




Lump Sum A











Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of age CW


DPW RTI Release







CWDivide the number of days service prior to July 1983 into the total number of days service then multiply that by the ETP component amount






Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of age CWInvalidity Component (If applicable) Calculate the employee’s Eligible Service Period (ESP) prior to July 1983 and after June 1983 Pre July 1983 – ETP Payment Summary (show full

amount)






DPW RTI Release

r









Lump Sum A


Gross earningsSection 70 Contract greater than a year Long service leave payableDirective 05/07, 21.1(a) Cessation of Temp or Casual less than 10 yearsNo long service leave payable Directive 05/07, 1.1 & 2.1




Cessation of Temp or Casual greater than 10 years Long service leave payableDirective 05/07, 1.1, 2.1 & 2.4












All taxed @ 31.5%



Employees without a TFN are taxed @ 46.5% for all of the ETP component regardless of age CWApprenticeship CompleteNo particular provisions but useful foreporting


Termination - TOIL Post 1994 Invalidity Applicable for Base Engineers only Time Off In Lieu balance on termination Lump Sum C NA

Should this be captured in the above section including Retirement Ill health?


DPW RTI Release

Paid Industrial Award Reference/ Source Directive/

Circular Description Location Specific

Workplace Specific

Table Driven

AmountUnits

Recurring or One-

off


Value Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in

Loading rate

calculation


calculation

Paid whilst on

Higher Duties

Superannuable

Interpretation orunique

requirements

Variation



Termination - ETP - Lump Sum "C" Post 1983 less than 55 years of age

No No No Hours One-off

Variable amount for

each employee

No Taxable Lump Sum C No No No No No No No

Eligible Termination

Payment Lump Sum "C" for service

post 1983 when employee is

younger than 55

NA


Termination - ETP - Lump Sum "C" Post 1983 greater than 55 years of age


Variable amount for

each employee




post 1983 when employee is older

than 55

NA


Termination - ETP - Lump Sum "C" Pre 1983


Variable amount for

each employee




pre 1983

NA


Termination - ETP - Lump Sum "C" Post 1994 Invalidity Component


Variable amount for

each employee



Payment Lump Sum "C" Invalidity

Component for service greater

than 1994

NA


Termination - ETP - Lump Sum "C" Rollover


Variable amount for

each employee



Payment Lump Sum "C" Rollover

payment

NA


Termination - LSL - Lump Sum "A" greater than 15/08/1978


Variable amount for

each employee

No Taxable Lump Sum A No No No No No No No

Long Service Leave accrued

between 15/08/1978 and

16/08/1993

NA


Termination - LSL - Lump Sum greater than 16/08/1993


Variable amount for

each employee

No Taxable Gross No No No No No No NoLong Service

Leave accrued after 16/08/1993

NA


Termination - LSL - Lump Sum "B" Less than 16/08/1978


Variable amount for

each employee

No Taxable Lump Sum B No No No No No No No

Long Service Leave accrued

before 16/08/1978NA


Termination - Public Holiday No No No Hours One-off

Variable amount for

each employee


Only applicable for Engineers

Payment of Public Holidays in cash equivalent period

NA


Termination - Recreation Leave Lump Sum greater than 15/08/1993


Variable amount for

each employee

No Taxable Gross No No No No No No No

Lump Sum Recreation leave

accrued after 15/08/1993

NA


Termination - Recreation Leave Lump Sum less than 16/08/1993


Variable amount for

each employee

No Taxable Lump Sum A No No No No No No No

Lump Sum Recreation leave accrued before

16/08/1993

NA


Termination - Redundancy Severence Benefit

No No No Dollars One-off

Variable amount for

each employee


Policy for Managing

RedundanciesNA


DPW RTI Release


Termination - Redundancy Severence Benefit


Variable amount for

each employee

No Non Taxable

Lump Sum D No No No No No No No

Policy for Managing

RedundanciesNA


Termination - VER Severence Benefit


Variable amount for

each employee


Management of Voluntary Early

Retirement (VER)NA


Termination - VER Severence Benefit


Variable amount for

each employee

No Non Taxable

Lump Sum D No No No No No No No

Management of Voluntary Early

Retirement (VER)NA


Termination - Pay in Lieu of Notice - Post 1983 less than 55 years of age


Variable amount for

each employee


Pay in Lieu of Notice on

terminationNA


Termination - Pay in Lieu of Notice - Post 1983 more than 55 years of age


Variable amount for

each employee



terminationNA


Termination - Pay in Lieu of Notice - Post 1994 Invalidity


Variable amount for

each employee



terminationNA


Termination - Pay in Lieu of Notice - Pre 1983


Variable amount for

each employee



terminationNA


Termination - TOIL - Post 1994 Invalidity


Variable amount for

each employee


Applicable for Engineers onlyTime off in Lieu

balance on termination

NA



Cash Equivalent leave Loading on Death


variable amount for

each employee

No Non Taxable N/a No No No No No No No NA



Cash Equivalent Long Service leave on Death


variable amount for

each employee




Cash Equivalent Recreation leave on Death


variable amount for

each employee



DPW RTI Release


Agency Agency name

Cluster



Industrial Award




Description The description of the allowanceLocation Specific

Valid Code: Yes, NoSpecific to a geographical location

Workplace Specific


Table Driven Amount




















calculation








DPW R

TI R

elea

se

Fire Absences TemplateANNUAL LEAVE

Industrial Award Reference/Source

Directive/Circular Commissioner's

Memorandum SOP Absence Type

Leave Deduction

Paid Unpaid


Advance Accrual Grant Interpretation or unique requirements Comments

Queensland Fire and Rescue Service Interim Award - State 2003 Clauses 7.1.1 7.1.2 7.1.7

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clauses 7.3.1 & 7.3.2

Queensland Fire Service Certified Agreement 1996Clause 2.1(1) & Clause 3.1(5)

Queensland Fire Service Workplace Reform Program Memorandum of Agreement Firefighters and Junior Officers 1995Clauses 7.11.1, 7.11.2, 7.11.3

Permanent Procedure 2033.1 Negative Annual Leave Balances (12.11.2001)

Permanent Standard Operating Procedure 2040-0 Negative Annual Leave Balances (30.11.2001)

Business Rule - Business Management D3.5 Manage Attendance

Annual Leave Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

Annual Leave entitlement + accrual balance

Paid 312.3572 hours per year

200 hours annual leave104.3572 accrued time off

(Dispute - further negotiation with UFU to occur)

Yes on approval by the relevant Assistant Commissioner

The annual leave entitlement includes 200 hours annual leave as per the Award plus an additional 104.3572 hours accrued time off to compensate for the additional two hours per week over 40 hours plus 8 hours for the Queen's Birthday public holiday (in lieu of public holiday penalties). This entitlement applies to all of Queensland (excluding Mt Isa). Continuous shift workers 200 hours is exclusive of rostered days off according to the roster on which the employee commenced leave.

When an employee is recalled to work while on annual leave for the purposes of maintaining crewing levels, attending training courses or undertaking commercial activities, that employee will be deemed to be accessing accrued time off (that is the 104.3572 hours per annum) and not core annual leave. Employees will be paid at overtime rates for being recalled to work while accessing the accrued time off component of annual leave, other than when undertaking commercial activities which will be paid for at the rate agreed between the parties and incorporated in the certified agreement currently binding upon them.

Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for all FPO1 and FPO2 employees.The averaged "loading" to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation providedthat the "averaged" loading will be paid in lieu of, and not in addition to, the usual 17 1/2% annual leave loading.

A negative annual leave balance occurs when an employee takes annual leave in excess of their current leave entitlement.

As a result of rotating leave rosters employees may incur negative leave balances. Employees may be rostered to take annual leave up to three months prior to their anniversary date. Any leave resulting in a negative leave balance of up to 80 hours may be processed. Any rostering of leave which will result in a negative leave balance of greater than 80 hours must be approved by the relevant Assistant Commissioner.

Shift workers who go to day work still accumulate leave as if on shift work.

Leave is taken in accordance with the rotating leave roster with the balance being able to be taken on an ad hoc basis by agreement. The QFRS does not have a cap on the amount of annual leave (A/L) accrued, however managers must be able to manage A/L balances. Therefore in accordance with the IR Act managers must negotiate with the employee and if agreement cannot be reached the manager can direct an employee with an excessive amount of A/L to take A/L provided they are given 2weeks written notice.

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clause 4.1.2Clause 4.2.1

QFRS Permanent Procedure 2058.1 Payment of Higher Duties to Employees on Leave

2058.1 An employee who performs higher duties for a period of six months or more immediately preceding a period of annual leave shall continue to be paid the higheduties rate for the period of annual leave.

Where a continuous period of higher duties of 6 months or more is interrupted by a period of annual leave, that annual leave will be paid at the higher duties rate.

Clause 4.1.2 Subject to satisfactory performance, the employee should move through the increment levels within the higher classification until the relieving ceases and the employee reverts to their substantive level.

Clause 4.2.1 Where an employee has moved to the next paypoint as a result of extended higher duties such paypoint will continue to apply for subsequent higher duties for a period of twelve (12) months after the extended period of higher duties.

Interpretation and Implementation of Clause 5.4 of the QFRS EPCA 2003 - An employee who relieves in an eligible position for a period of 6 months or more immediatley preceding a period of annual leave shall continue to be paid the 2.5% allowance for the period of annual leave. Where a continuous period of relieving in an eligibe position for a period of 6 months or more is interupted by a period of annual leave the 2.5% special fleibility allowance will be paid for the period of annual leave.


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.2 Work and Family Life Balance

Half Pay Recreation Leave

All QFRS employees covered by the Queensland Fire and Rescue Service - Certified Agreement 2006

Clause 5.2.1 of QFRS CA 2006To balance work and family life the following provisions are available subject to service delivery requirements and financial considerations:• Extension of purchased leave arrangements to purchase up to six weeks purchased leave per year; and• Introduction of half pay recreation leave subject to Chief Executive Officer discretion.


Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clauses 7.3.1 & 7.3.2Clause 4.1.2 and Clause 4.2.1



Deed of Agreement between The Queensland Fire and Rescue Service and the United Firefighters Union of Australia, Queensland Branch - Annual Leave Entitlements for Mt Isa Firefighters (5 September 2006)

Annual Leave Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

Mt Isa

Annual Leave entitlement + accrual balance

Paid 288 hours per year

200 hours annual leave64 hours in lieu of penalties on public holidays14 hours in lieu of overtime when on leave10 hours extra leave in accordance with the projected roster.

Leave is to be debited as per the projected roster

(????DATE OF IMPLEMENTATION TO BE DETERMINED)These arrangements will apply on and from 5th September 2006

The annual leave entitlement includes 200 hours annual leave as per the Award plus 64 hours additional leave, in lieu of penalties on public holidays, plus 14 hours to be added to annual leave to compensate for the two hours overtime not received when on leave and 10 hours leave in accordance with the projected roster.

Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for all FPO1 and FPO2 employees. The averaged "loading" to be paid without deduction and recognised for all purposes of paid leave and occupational superannaution provided that the "averaged" loading will be paid in lieu of, and not in addition to, the usual 17 1/2% A/L loading.

An employee who performs higher duties for a period of six months or more immediately preceding a period of annual leave shall continue to be paid the higher duties rate for the period of annual leave.Where a continuous period of higher duties of 6 months or more is interrupted by a period of annual leave, that annual leave will be paid at the higher duties rate.



A negative annual leave balance occurs when an employee takes annual leave in excess of their current leave entitlement.

FPO1 and FPO2 are paid 2 hours overtime per week to compensate for the additional two hours per week over 40 hours.

Mt Isa is not on the Rotating Leave Roster and therefore have annual leave on an ad hoc basis.


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.1 Senior OfficersClause 7.10 On-call over the Christmas/New Year Period

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clauses 5.6, 7.3.1 & 7.3.2



Annual Leave Senior Officers (Area Directors) Inspector( FPO3 PP1 - PP3 old title) and Superintendent (old title FPO4 PP1 - PP3) and Chief Superintendent

Paid 200 hours per year

200 hours annual leave Clause 7.6.2 of QFRS CA 2006 Senior Officers are in receipt of a fortnightly salary which comprises payment for the following: standard hours of work; on-call requirements (provision of one in four averaged over a twelve month period); and hours worked outside of standard hours as part of on-call arrangements.the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into tThe standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannaution provided that the "averaged" loading will be paid in lieu of, and not in addition to the usual 17 1/2% annual leave loading.

An employee who performs higher duties for a period of six months or more immediately preceding a period of annual leave shall continue to be paid the higher duties rate for the period of annual leave.

Where a continuous period of higher duties of 6 months or more is interrupted by a period of annual leave, that annual leave will be paid at the higher duties rate.

Senior Officers are not part of the Rotating Leave Roster. Leave is taken on an ad hoc basis by agreement. Excessive annual leave balances can be managed by the Industrial Relations Act 1999.

Clause 7.10.1 Those senior officers required to be on-call over the Christmas/New Year period, in accordance with the Circular issued by the Department of Industrial Relations, will not be debited annual leave for this period.

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DPW RTI Release

Fire Absences Template




Leave Deduction

Paid Unpaid




Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.11 Additional Leave for Senior Operations Coordinators Working the Continuous Shift Roster

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clauses 7.3.1 & 7.3.2



Annual Leave Senior Officers (Senior Operations Coordinators Working the Continuous Shift Roster) FPO3 PP1 - PP3




Yes on approval by the relevant Assistant Commissioner

Clause 7.1.1 of QFRS CA 2006 Senior Operations Coordinators are to accrue and access leave as per the rotating leave roster whilst they are in the Senior Operations Coordinators position. This is in recognition that these officers are working the 10/14 continuous shift roster.

(This occurs in Brisbane Region only.)


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 6.5.1 LoadingClause 6.5.3 TOILClause 6.5.4 On-Call over the Christmas/New Year Period

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clause 5.4.1

Deputy Commissioner's memo 19 November 2004 re conditions for BAOs

Annual LeaveBuilding Approval Officers BAO1 & BAO2




The remuneration for the position of BAO includes base rate plus 15.7% 20% to compensate items such as shift work, paid overtime and on-call for an average of one week in four. BAOs also receive the 38 hour week allowance and 2.5% Special Flexibility Allowance currently paid to that functional role. The additional allowances for the BAO are superannuable except for the 38 hour week allowance ???. This rolled up rate is to be paid without deduction and recognised for all purposes of paid leave.Conditions of employment reflect the FPO3 and FPO4 agreed conditions including the non-application of paid overtime, call back and on-call allowances. If a BAO is required to work on recognised rostered days off or rest days, they receive Time Off in Lieu (TOIL) at single time.

Clause 6.5.4 On-call over the Christmas/New Year Period of QFRS CA 2006Those BAOs required to be on-call over the Christmas/New Year period in accordance with the circular issued by the Department of Industrial Relations, will not be debited annual leave for this period.

Although BAOs are day workers, they continue to hold the rank of Station Officer and accumulate annual leave at the same rate as shift workers.

Interpretation and Implementation of Clause 5.4 of the QFRS EPCA 2003 - An employee who relieves in an eligible position for a period of 6 months or more immediatley preceding a period of annual leave shall continue to be paid the 2.5% allowance for the period of annual leave. Where a continuous period of relieving in an eligibe position for a period of 6 months or more is interupted by a period of annual leave the 2.5% special fleibility allowance will be paid for the period of annual leave.

`(Proposed amendment to be made to the Award): Queensland Fire and Rescue Service Interim Award - State 2003

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.1 Senior OfficersClause 7.10.1 On-call over the Christmas/New Year Period

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003

Annual LeaveInspector (old title Fire Professional Officers FPO3 (PP1 - PP3) and FPO4 (PP1 - PP3)) (is there provision for an FPO4?????) Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3)

Application to be made to include Superintendent (FP04) in the Award

Paid 200 190 hours per year

200 190 hours annual leave Fire Professional Officers will work 40 38 hours per week plus on call.

Senior Officers are in receipt of a fortnightly salary which comprises payment for the following: standard hours of work; on-call requirements (provision of one in four averaged over a twelve month period); and hours worked outside of standard hours as part of on-call arrangements.the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into tThe standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannaution provided that the "averaged" loading will be paid in lieu of, and not in addition to the usual 17 1/2% annual leave loading.

An employee who performs higher duties for a period of six months or more immediately preceding a period of annual leave shall continue to be paid the higher duties rate for the period of annual leave. Where a continuous period of higher duties of 6 monthsor more is interrupted by a period of annual leave, that annual leave will be paid at the higher duties rate.


QFRS - CA 2006 Clause 9.3 Award Coverage for Rural Fire Management OfficersClause 9.3.1 Effective 1 August 2003 the provisions of the QFRS Interim Award - State 2003 and subsequent certified agreements where they supersede this award will apply to RFMOs.

Queensland Fire Service - Rural Fire Division Industrial Agreement 1992 Clause 5.1 (now declared obsolete but certain terms and conditions of employment preserved as a proposed schedule to the Queensland Fire and Rescue Service Interim Award - State 2003 )

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 9.2.1 and 9.2.2

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clause 4.1.2 and Clause 4.2.1, Clause 5.1.4 & Clause 9.1

Queensland Fire and Rescue Authority - Support Services Staff and Rural Fire Division Enterprise Partnership Certified Agreement 1997Clause 3.6

Annual Leave Rural Fire Management Officers RFMO1 & RFMO2

Paid 5 weeks 5 weeks at 38 hours/week (190 hours)

Employees rostered off or on Annual Leave on Labour Day, shall be paid an additional day's wage, or in lieu thereof an extra day shall be added to their Annual Leave.Rural Fire Management Officers will retain a 38 hour week and as such will not be entitled to payment of a 38 hour week allowance.

An employee who performs higher duties will be paid at the rate they are on immediately prior to taking annual leave.

The total rates of pay for Rural Fire Management Officers Level One and Level Two include the base rate of pay in addition to a weekend penalty component (21.43% of the base rate) for work performed on weekends; in addition to a night shift component (based on the amount of 16.33 hours x the applicable night shift hourly rate).



Clause 9.2.1 of QFRS - CA 2006Rural Fire Management Officers (RFMOs) Level 1 will receive a Rural Flexibility Allowance Level 1 of 27.87% to compensate these officers for working on nights and w

Clause 9.2.2 of QFRS CA 2006RFMOs Level 2 will receive a Rural Flexibility Allowance Level 2 of 30% to compensate these officers for working at nightsand weekends. The Rural Flexibility Alloiwance Level 2 alsobuys out the 2.5% Special Flexibility Allowance, as specified inthe QFRS EPA 2003.

Annual Leave is taken on an ad hoc basis by agreement with each party.

Employees will be permitted to accrue Annual Leave for a period of 2 years.



DPW RTI Release





Leave Deduction

Paid Unpaid



QFRS - CA 2006 Clause 9.3 Award Coverage for Rural Fire Management OfficersClause 9.3.1 Effective 1 August 2003 the provisions of the QFRS Interim Award - State 2003 and subsequent certified agreements where they supersede this award will apply to RFMOs.

Queensland Fire Service - Rural Fire Division Industrial Agreement 1992 Clause 5.1 (now declared obsolete but certain terms and conditions of employment preserved as a proposed schedule to the Queensland Fire and Rescue Service Interim Award - State 2003 )

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.2.2Clause 7.10.1 On-call over the Christmas/New Year Period

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clause 5.6.1 & Clause 9.1

Annual Leave Inspector (old title Rural Fire Management Officers RFMO3)

Superintendent (old title Rural Fire Management Officer RFMO4)

Paid 5 weeks 5 weeks at 38 hours/week (190 hours)

Employees rostered off or on Annual Leave on Labour Day, shall be paid an additional day's wage, or in lieu thereof an extra day shall be added to their Annual Leave.

Rural Fire Management Officers will retain a 38 hour week and as such will not be entitled to payment of a 38 hour week allowance.

An employee who performs higher duties will be paid at the rate they are on immediately prior to taking annual leave.

Senior Officers are in receipt of a fortnightly salary which comprises payment for the following: standard hours of work; on-call requirements (provision of one in four averaged over a twelve month period); and hours worked outside of standard hours as part of on-call arrangements.the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into tThe standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannaution provided thatthe "averaged" loading will be paid in lieu of, and not in addition to the usual 17 1/2% annual leave loading.

Annual Leave is taken on an ad hoc basis by agreement with each party.

Employees will be permitted to accrue Annual Leave for a period of 2 years.


Queensland Fire and Rescue Service Communications Centres Award - State 2003 Clause 7.1.1

Queensland Fire and Rescue Service - Certified Agreement 2006Schedule One - Wage Rates

QFRS Communications Centres Averaged Penalty Rates Certified Agreement 1997Clause 2.1

Afcom Brisbane Enterprise Partnership Certified Agreement 1997 Clause 4.13

Annual Leave (Afcom) Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4)

Regional Communications Officers FCO1 (PP1-PP54)

Paid Afcom-Firecom Brisbane - 200 hours per year Regional Communications (other than Townsville)200 hours per year

Townsville - 312 hours per annum

Afcom-Firecom Brisbane - 200 hours per year (leave accrued at 7.661 hours per fortnight and debited at 40 hours per week)

Regional Communications (other than Townsville)200 hours per year (leave accrued at 7.661 hours per fortnight and debited at 40 hours per week)

Townsville - 312 hours per annum (leave accrued at 11.9726 hours per fortnight and debited in accordance with actual hours)

Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for all employees. The averaged "loading" is to be paid without deduction and recognised for all purposes of paid leave and superannuation provided that the "averaged" loading will be paid in lieu of, and not in addition to, the usual 17 1/2% annual leave loading.

Continuous shift workers annual leave shall be exclusive of public holidays and rostered days off according to the roster on which the employee commenced leave.

TOWNSVILLE HAS THE SAME ENTITLEMENTS AND RULES AS APPLY TO FPO1 AND FPO2

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clause 4.1.2 and Clause 4.2.1, Clause 7.3.1 & 7.3.2


Afcom - Firecom Brisbane Enterprise Partnership Certified Agreement 2004Clause 2.5 Higher Duties

Memorandum dated 7 July 1998 from Townsville Communcations Supervisor

Regional Communications Officers FCO1 (PP1-PP54)

(Afcom) Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4)

Regional - Clauses 7.3.1 & 7.3.2 An employee who performs higher duties for a period of six months or more immediately preceding a period of annual leave shall continue to be paid the higher duties rate for the period of annual leave. Where a continuous period of higher duties of 6 months or more is interrupted by a period of annual leave, that annual leave will be paid at the higher duties rate. Casuals are not eligible for paid annual leave.

Clause 4.1.2 Subject to satisfactory performance, the employee should move through the increment levels within the higher classification until the relieving ceases and the employee reverts to their substantive level. (Applies to Regional Comms Officers)

Clause 4.2.1 Where an employee has moved to the next paypoint as a result of extended higher duties such paypoint will continue to apply for subsequent higher duties for a period of twelve (12) months after the extended period of higher duties. (Applies to Regional Comms Officers)

Afcom - Clause 4.13(4)(a) Where an employee has been in receipt of a higher rate of pay than the ordinary rate of pay for more than 1 fortnight immediately prior to taking leave, annual leave is paid at the higher rate.

Clause 2.5 Higher DutiesWhere an employee is relieving in a higher position or a series of consecutive higher positions for over twelve (12) months, performance objectivesshould be set at the relieving level.

Subject to satisfactory performance, the employee should be paid the next level within the higher classification until the relieving ceases and the employee reverts to their substantive level.

Where an employee has moved to the next paypoint as a result of extended higher duties such paypoint will continue to apply for subsequent higherduties for a period of twelve (12) months after the extended period of higher duties.

Queensland Fire and Rescue Service Communications Centres Award - State 2003 Clause 7.1.1



Memorandum 04/05022 dated 29/11/04

Annual LeaveRegional Communications Managers (FCM1 - FCM3)

Day Workers

Paid Regional Communications (other than Townsville)200 hours per year

Townsville - 312 hours per annum

Regional Communications (other than Townsville)200 hours per year (leave accrued at 7.661 hours per fortnight and debited at 40 hours per week)

Townsville - 312 hours per annum (leave accrued at 11.9726 hours per fortnight and debited in accordance with actual hours)

Regional Communications Managers receive the 20% allowance paid to Senior Officers. Senior Officers are in receipt of the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into the standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation provided that the "averaged" loading will be paid in lieu of, and not in addition to the usual 17 1/2% annual leave loading.

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003Clause 7.1.1, 7.1.2, & 7.1.5 & 7.1.6


Annual LeaveBootmaker/Storeperson

Paid Four (4) weeks' annual leave on full pay.

Every employee under this Award (other than a casual employee) shall at the end of each year of their employment be entitled to not less than 4 weeks' annual leave on full pay. Such annual leave shall be exclusive of any public holiday which may occur during the period of that annual leave and shall be paid by the employer in advance. In addition the employee receives a loading calculated at the rate of 17 1/2% of the base rate.

The Bootmaker has a dual role as Bootmaker/Storeperson but is covered by this Award.

Employees are paid at the rate they were receiving immediately prior to taking annual leave (including allowances).

Unless agreed otherwise the employer shall give the employee at least 14 days notice of the date from which annual leave is to be taken.

Engineering Award - State 2002Clause 7.1.1, 7.1.2 & 7.1.5


Annual Leave Mechanics


Every day worker other than a casual employee shall at the end of each year of employment be entitled to annual leave on full pay of 4 weeks. Such annual leave shall be exclusive of any public holiday which may occur during the period of that annual leave and shall be paid by the employer in advance. In addition the employee receives a loading calculated at the rate of 17 1/2% of the base rate.

Paid at the rate they were receiving immediately prior to taking annual leave (including allowances).


Building Trades Public Sector Award - State 2002 Clause 7.1.1, 7.1.2 & 7.1.6


Annual LeaveCarpenter


Every day worker other than a casual employee shall at the end of each year of employment be entitled to annual leave on full pay of 4 weeks.Such annual leave shall be exclusive of any public holiday which may occur during the period of that annual leave and shall be paid by the employer in advance. In addition the employee receives a loading calculated at the rate of 17 1/2% of the base rate.

Paid at the rate they were receiving immediately prior to taking annual leave (including allowances).


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Leave Deduction

Paid Unpaid



Queensland Fire and Rescue Service Interim Award - State 2003 Clauses 7.3.1 & 7.3.4

QFRS Communications Centres Award - State 2003 Clauses 7.3.1 & 7.3.4

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003 Clause 7.6

Engineering Award - State 2002 Clause 7.5

Building Trades Public Sector Award - State 2002 Clause 7.5

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.3.1, 5.3.2, 5.3.3, 7.2.2

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clauses 7.2.1 and 7.2.2

Industrial Relations Act 1999 Sections 43(3), 43(4), 45, 46 (2), 53 (1), (3) & (4), 54 (1) & (2) 71(5)(a) & (b)

Afcom QFRS Enterprise Partnership Certified Agreement 1997 Clause 4.15

Whole of Government Memorandum of Agreement (MOA) "Public Sector Wage Bargaining in Queensland 2005-2007"

QFRS Permanent Procedure 2058.1 Payment of Higher Duties to Employees on Leave

Long Service Leave

Firefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4 and Fire Professional Officers (Scientific) 4)

Regional Communications Officers and Managers and Communications Officers and Supervisors (Afcom)

Maintenance and Service Employees

Paid 1.3 weeks (after 10 years continuous service)

13 weeks after 10 years continuous service and 1.3 weeks for each subsequent year of continuous service and a proportionate amount for an incomplete year of servicePro-rata Long Service Leave for all Employees after Seven Years - as per MOAEnhancements to the current arrangements to provide pro rata leave after 7 years service (but not the availability of cash equivalent on termination) and provide more flexible access to LSL. Other additional enhancements would include:1. LSL at half pay for double the period of time for any purpose (not just parental leave)2. reduce minimum period of leave from 2 weeks to 1 week3. payment of LSL at employee's rate of pay prior to a voluntary reversion to a lower classificationThese enhancements would be achieved through amendments to Ministerial Directive 1/01 (Long Service Leave)

Public holidays occurring during long service leave (LSL) extend the period of the leave.

Upon termination an employee is entitled to pro-rata payment if they have completed 10 years or more service. Under Sections 43(3) and 43(4) of the Industrial Relations Act 1999 if the employee has between 7 and 10 years they are entitled to pro-rata termination payment subject to certain provisions. Employees with less than 7 years completed service have no entitlement to pro-rata LSL upon termination.

An employee's continuity of service is considered to be broken if the period between the end of one employment contract and the start of the next employment contract is greater than 3 months (Section 71(5)(a) & (b) of the IR Act 1999.

The employee must take at least two weeks LSL (Section 45 of the IR Act 1999). However, QFRS CA 2006 MOA has reduced this to 1 week.

An employee may be paid all or part of an entitlement to LSL instead of taking the leave or part of the leave, only if payment is ordered by the QIRC on the grounds of financial hardship or compassionate grounds (IR Act 1999 53(1) (3)& (4) and QFRS EPA 2003 Clauses 7.2.1 & 7.2.2.

Superintendent (old title Fire Professional Officers (Scientific) 4) - application to be made to include in the Award

2058.1 Where an employee performs higher duties for a period of six months or more which immediately precedes a period of annual leave or any other type of leave, such employee shall continue to be paid the higher duties rate for the period of leave.

Firefighters, Station Officers, Building Approval Officers and Regional Communications Officers and Managers and Communications Officers and Supervisors (Afcom) These employees have their deductions based on a 40 hour week.Senior officers include Fire Protection Officers 3 and 4 and Fire Professional Officers (Scientific) 3 and Rural Fire Management Officers Level 3 and 4. These officers and Rural Fire Management Officers Level 1 and 2 have their deductions based on a 38 hour week. Maintenance and Service Employees have their deductions based on a 38 hour week.

Clause 5.3.1 of QFRS - CA 2006 Access to pro rata long service leave (L/S/L) after seven years' service• Employees will be entitled to access pro rata L/S/L after seven years' service. Pro rata cash equivalent of L/S/L on termination will only be available in accordance with the terms of the Industrial Relations Act 1999.• Where an employee voluntarily reverts to a lower classification, the employee will be entitled to leave accrued as at the date of the reversion at the salary applicable at the date of the reversion. Employees will not be compelled to take accrued L/S/L at the date of the reversion.• The minimum period of L/S/L that may be taken at any one time is one calendar week.

Clause 5.3.2 of QFRS - CA 2006 Long Service Leave at Half Pay• An employee may request and the QFRS may agree to extend the period of L/S/L for which the employee qualifies by the employee taking the leave at half pay.• Granting of the leave is subject to Departmental convenience, however, requests for leave should not be unreasonably refused.Clause 5.3.3 of QFRS - CA 2006 Payout of Long Service Leave after Ten Years of Service• An employee may be paid for all or part of an entitlement to L/S/L instead of taking the leave or part of the leave by making application to the QIRC. The QIRC may order payment of this leave if they are satisfied that the payment should be made: (a) on compassionate grounds; or (b) on the ground of financial hardship.• The QFRS will not oppose a reasonable application to the QIRC.

• An employee considering accessing this provision is strongly advised to seek financial advice prior to their application and provide proof of financial hardship with their application.



DPW RTI Release





Leave Deduction

Paid Unpaid



Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003 Clause 7.6



Queensland Fire Service - Rural Fire Division Industrial Agreement 1992 (obsolete but certain terms and conditions of employment preserved as a proposed schedule to the QFRS Interim Award - State 2003)

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.3.1, 5.3.2, 5.3.3

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clauses 7.2.1 and 7.2.2

Industrial Relations Act 1999 Sections 43(3), 43(4), 45, 53 (1), (3) & (4), 54 (1) & (2) 71(5)(a) & (b)


Long Service Leave

Rural Fire Management Officers



• An employee may request and the QFRS may agree to extend the period of L/S/L for which the employee qualifies by the employee taking the leave at half pay.

Public holidays occurring during long service leave (LSL) extend the period of the leave.

Upon termination an employee is entitled to pro-rata payment if they have completed 10 years or more service. Under Sections 43(3) and 43(4) of the Industrial Relations Act 1999 if the employee has between 7 and 10 years they are entitled to pro-rata termination payment subject to certain provisions. Employees with less than 7 years completed service have no entitlement to pro-rata LSL upon termination.

An employee's continuity of service is considered to be broken if the period between the end of one employment contract and the start of the next employment contract is greater than 3 months (Section 71(5)(a) & (b) of the IR Act 1999.

The employee must take at least two weeks LSL (Section 45 of the IR Act 1999). However, MOA has reduced this to 1 week.

An employee may be paid all or part of an entitlement to LSL instead of taking the leave or part of the leave, only if payment is ordered by the QIRC on the grounds of financial hardship or compassionate grounds (IR Act 1999 53(1) (3)& (4) and QFRS EPA 2003 Clauses 7.2.1 & 7.2.2.

These employees have their deductions based on a 38 hour week.

QFRS Interim Award - State 2003

QFRS Communications Centres Award - State 2003 Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003

Engineering Award - State 2002

Building Trades Public Sector Award - State 2002


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.3.1, 5.3.2, 5.3.3

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clauses 7.1.1, 7.1.3.

Afcom QFRS Enterprise Partnership Certified Agreement 2002 Clause 2.14

Long Service Leave on half pay

Firefighters, Station Officers, Senior Officers and Building Approval Officers, and Fire Professional Officers

Regional Communications Officers and Managers and Communications Officers and Supervisors (Afcom)

Rural Fire Management Officers



• Granting of the leave is subject to Departmental convenience, however, requests for leave should not be unreasonably refused.

An employee may request LSL on half pay to extend LSL for the purposes of family responsibilities or study. The minimum period of LSL that can be taken at half pay at any one time is 4 calendar weeks.

Industrial Relations Act 1999 Section 47

Minister for Employment, Training and Industrial Relations Directive 21/05 Long Service Leave

Long Service Leave Casuals

Paid Casual employees have an entitlement to long service leave if it can be established that they have been regularly and continuously employed by the same employer. However the continuous service ends if the employment is broken by more than 3 months between the end of 1 employment contract and the start of the next employment contract.

The casual entitlement to long service leave is calculated as the number of hours for the complete period of employment worked/52 x 13/10 (Minister for Employment, Training and Industrial Relations Directive No. 3/05).

[Formula based on greater entitlement than IR Act provision. Formula found in Directive 21/05]

SICK LEAVEQueensland Fire and Rescue Service Interim Award - State 2003Clauses 7.2.1, 7.2.2 and 7.2.8

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003Clause 4.1.2 and Clause 4.2.1

Queensland Fire Service Certified Agreement 1996Clause 2.1(1) & (2) and Clause 3.1(4)

DES Absenteeism Management Policy 26/07170

DES Absenteeism Management Procedure

Sick LeaveFirefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

Continuous Shift Workers


Paid 8 shifts (80 hours)

For any completed period of employment of less than one year, an employee shall become entitled to one shift's sick leave for each month of such period up to a maximum of 8 shifts.

For the purposes of drawing down an employee's sick leave accrual balance, 10 hours will be drawn down for each shift not worked due to sick leave (irrespective of the rostered hours for the shift).

Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for all FPO1 and FPO2 employees. The averaged "loading" to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.

Sick leave either side of Emergent Leave to be supported by a medical certificate.

Where a sick leave absence exceeds 2 consecutive working days/shifts an employee shall produce a medical certificate from a duly qualified medical practitoner.



Queensland Fire and Rescue Service Interim Award - State 2003Clauses 7.2.1, 7.2.2 and 7.2.8

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clause 4.1.2 and Clause 4.2.1




Sick LeaveFirefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), BAO1 and BAO2

Day Workers

Paid 10 days (80 hours)

Provided that in respect to any completed period of employment of less than one year, an employee shall become entitled to one day's sick leave for each month of such period, up to a maximum of 10 days.

Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for all FPO1 and FPO2 employees. The averaged "loading" to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.





Deducted at 8 hours per day.



DPW RTI Release





Leave Deduction

Paid Unpaid




Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.6.2

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clause 5.6

Queensland Fire Service Certified Agreement 1996Clause 2.1(2) and Clause 3.1(4)



Sick LeaveSenior Officers (Area Directors) Inspector( FPO3 PP1 - PP3 old title) and Superintendent (old title FPO4 PP1 - PP3) and Chief Superintendent


Paid 10 days (80 hours)

For any completed period of employment of less than 1 year an employee shall be entitled to one day's sick leave for each one month of such period up to a maximum of 10 days.

Clause 7.6.2 of QFRS CA 2006Senior Officers are in receipt of a fortnightly salary which comprises payment for the following: standard hours of work; on-call requirements (provision of one in four averaged over a twelve month period); and hours worked outside of standard hours as part of on-call arrangements. The standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation. Senior Officers are in receipt of the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into the standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.






Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clause 4.1.2 and Clause 4.2.1 and Clause 9.1




Sick Leave Rural Fire Management Officers Level 1 and 2

Inspector (old title Rural Fire Management Officer 3) and Superintendent (old title Rural Fire Management Officer 4)


Paid 76 hours (10 days)


Clause 9.2 Rural Flexibility AllowanceRFMO1s receive a Rural Flexibility Allowance Level 1 of 27.87% and RFMO2s receive a Rural Flexibility Allowance Level 2 of 30% to compensate these officers for working on nights and weekends.Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for RFMO1 & RFMO2. The averaged "loading" to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.

Inspector (old title Rural Fire Management Officer 3) and Superintendent (old title Rural Fire Management Officer 4) Senior Officers are in receipt of a fortnightly salary which comprises payment for the following: standard hours of work; on-call requirements (provision of one in four averaged over a twelve month period); and hours worked outside of standard hours as part of on-call arrangements. The standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.RFMO3s are in receipt of the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading (currently 20%) paid to Senior Fire Officers (RFMO3) . Thisloading recognises out of work hours, call backs and on-call requirements and workat nights and on weekends. The "averaged" loading which is incorporated into the standard fortnightlyrate of salary is to be paid without deduction and recognised for all purposes of paid leaveand occupational superannuation.


Where a sick leave absence exceeds 2 consecutive working days/shifts an employee shall produce a medical certificate from a dulyqualified medical practitoner.



(Applies to RFMO1 AND RFMO2)

(Proposed amendment to be made to the Award): Queensland Fire and Rescue Service Interim Award - State 2003





Sick LeaveInspector (old title Fire Professional Officer 3) Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3)

Application to be made to include Superintendent (FP04) in the Award


Paid 80 76 hours (10 days)


Fire Professional Officers will work 40 38 hours per week plus on call.

Fire Professional Officers are in receipt of a fortnightly salary which comprises payment for the following: standard hours of work; on-call requirements (provision of one in four averaged over a twelve month period); and hours worked outside of standard hours as part of on-call arrangements. The standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.

Senior Officers are in receipt of the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into the standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.



Queensland Fire and Rescue Service Communications Centres Award - State 2003 Clause 7.2.1, 7.2.2, 7.2.8

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 8.6 Debiting of Sick Leave for Brisbane Communications Centre EmployeesSchedule One - Wage Rates

Queensland Fire and Rescue Service - Enterprise Partnership Certified Agreement, 2003 Clause 4.1.2 and Clause 4.2.1





Sick Leave (Afcom) Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54)


Paid 8 shifts for shift workers or/ 80 hours (10 days) per annum accrued at 8 hours per 5 weeks of service

Afcom-Firecom BrisbaneSick Leave accrues at 3.0665 hours per fortnight (80 hours per year) and deducted at actual hours taken.Clause 8.6.1 of QFRS - CA 2006Shift work employees at the Brisbane Fire Communication Centrewill have their sick leave debited in accordance with other units of the QFRS. That is, when a whole shift is taken as sick leave, ten (10) hours is deducted from their sick leave balance.

Regional Communications (including Townsville)Sick Leave accrues at 3.0665 hours per fortnight/80 hours per year.Sick Leave is deducted as 10 hours maximum (eg. 10 hours, if a 14 hour night shift was taken, 10 hours if a 10 hour day shift taken, 6 hours if 6 hours of a 10 hour day shift taken).

Weekend penalty rates and night shift allowance are averaged to provide a standard fortnightly rate of salary for all employees. The averaged "loading" is to be paid without deduction and recognised for all purposes of paid leave and superannuation.

Casuals are not eligible for paid sick leave.

Sick leave will be accessed on an hour for hour basis in Brisbane.

Sick Leave less than 10 hours is deducted on an hour basis.





(Applies to Regional Communications Officers)

Queensland Fire and Rescue Service Communications Centres Award - State 2003 Clause 7.2.1, 7.2.2, 7.2.8




Sick LeaveRegional Communications Managers FCM1 - FCM3 (PP1-PP3)

Day Workers


Paid 10 days Senior Officers are in receipt of the Senior Officers Flexibility Allowance. This allowance provides an increase in the existing 15.7% loading paid to Senior Fire Officers (currently 20%). This loading recognises out of work hours, call backs and on-call requirements and work at nights and on weekends. The "averaged" loading which is incorporated into the standard fortnightly rate of salary is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation.


Sick leave will be accessed on an hour for hour basis.

Sick Leave less than 10 hours is deducted on an hour basis.

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003Clause 7.3.1




Sick LeaveBootmaker/Storeperson


Paid 2 weeks The Bootmaker has a dual role as Bootmaker/Storeperson but is covered by this Award.




DPW RTI Release





Leave Deduction

Paid Unpaid



Engineering Award - State 2002Clause 7.2.1




Sick Leave Mechanics


Paid 2 weeks Casuals are not eligible for paid sick leave.

Building Trades Public Sector Award - State 2002 Clause 7.2.1




Sick LeaveCarpenter


Paid 2 weeks Casuals are not eligible for paid sick leave.

QFRS People Management Policies - Leave Sick Leave

Permanent Procedure 2040.2

All QFRS employees An employee may have 2 days sick leave without furnishing a medical certificate.

When a period of leave exceeds 2 days a medical certificate is required from a duly qualified medical practitioner stating:the nature of the illnessthe approximate duration of leave required.

One certificate is sufficient for 10 consecutive days. Should the period of leave exceed 10 days, or at the discretion of the employer, a certificate is required stating that the employee is fit to resume duty.

The time of ceasing duty should be noted on the employee's timesheet and the certificate forwarded to the Workplace Health and Safety Officer. It is not to be attached to the timesheet.

Queensland Fire and Rescue Service Interim Award - State 2003 Clauses 7.5.1 7.5.2

Family Leave Award 2003 Clause 4.1



Bereavement Leave Firefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4). Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award

Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1

no deduction Paid N/A Period not exceeding the number of hours worked by the employee in 2 ordinary days of work up to and including the day of the funeral

These employees have their pay based on a 40 hour week

N/A Firefighters, Station Officers and Building Approval Officers have their deductions based on a 40 hour week.Senior officers include Fire Protection Officers 3 and 4 and Fire Professional Officers (Scientific) 3 and Rural Fire Management Officers Level 3 and 4. These officers and Rural Fire Management Officers Level 1 and 2 have their deductions based on a 38 hour week.

*Applies where the death of an immediate family member is in Australia*Employee must provide proof of death*Employee is entitled to leave up to and including the day of the funeral

*The term "immediate family" includes: A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employee and a child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee step-brother, step-sister, step-mother and step-father.





Bereavement Leave Rural Fire Management Officers RFMO1 & RFMO2 & RFMO3

no deduction Paid N/A Period not exceeding the number of hours worked by the employee in 2 ordinary days of work up to and including the day of the funeral

These employees have their pay based on a 38 hour week.

N/A *Applies where the death of an immediate family member is in Australia*Employee must provide proof of death*Employee is entitled to leave up to and including the day of the funeral


BEREAVEMENT LEAVE



DPW RTI Release





Leave Deduction

Paid Unpaid







Bereavement Leave Firefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and chief superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the AwardFirefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 -

no deduction Unpaid N/A Unpaid leave to attend the funeral.



*An employee may apply for unpaid leave when the 2 days paid bereavement leave is insufficient*Employee must provide proof of death*Applies when the death of an immediate family member is in Australia

*The term "immediate family" includes: A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employee and a child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee, step-brother, step-sister, step-mother and step-father.





Bereavement LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

no deduction Unpaid N/A Unpaid leave to attend the funeral.


N/A *An employee may apply for unpaid leave when the 2 days paid bereavement leave is insufficient*Applies when the death of an immediate family member is in Australia

*The term "immediate family" includes: A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employee and a child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee, step-brother, step-sister, step-mother and step-father.





Bereavement Leave Firefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award.Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1

no deduction Paid N/A Period not exceeding the number of hours worked by the employee in 2 ordinary days of work



*Applies where the death of an immediate family member is outside Australia and where the employee travels outside Australia to attend the funeral

*Employee must provide proof of death




DPW RTI Release





Leave Deduction

Paid Unpaid







Bereavement LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

no deduction Paid N/A Period not exceeding the number of hours worked by the employee in 2 ordinary days of work


N/A *Applies where the death of an immediate family member is outside Australia and where the employee travels outside Australia to attend the funeral*Employee must provide proof of death


Queensland Fire and Rescue Service Communications Centres Award - State 2003 Clause 7.5



Afcom Brisbane Enterprise Partnership Certified Agreement 1997 Clause 4.17(1)


Bereavement Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)

no deduction Paid N/A Period not exceeding the number of hours worked by the employee in 2 ordinary days or shifts of work

*Applies where the death of a family member is in Australia*Employee must provide proof of death*Employee is entitled to leave up to and including the day of the funeral*Casual employees not eligible for paid leave



Family Leave Award 2003 Clause 4.1 ***




Bereavement Leave Afcom Communications Officers FCO1 (PP1-PP54 & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)

no deduction Unpaid N/A At least 2 days unpaid leave *Applies to long term casuals

*An employee may apply for unpaid leave when the 2 days paid bereavement leave is insufficient*Employee must provide proof of death*Applies when the death of an immediate family member is in Australia

A "long-term casual employee" is a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least 1 year immediately before the employee seeks to access an entitlement under clause 7.5.




Industrial Relations Act 1999Division 4 Bereavement Leave S40(4)

(Changes to the IR Act 1999 in relation to Parental Leave, made in February 2006)

Bereavement Leave Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4)Regional Communications Officers FCO1 (PP1-PP54 & Regional Communications Managers FCO2 (PP1-PP3)

Short term casuals

no deduction Unpaid N/A Up to 2 days Applies on the death of a member of the person's immediate family or household.

If the employee reasonably requires extra time to travel to and from the funeral or other ceremony for the death - an amount of unpaid bereavement leave equal to the time reasonably required for the travel.



DPW RTI Release





Leave Deduction

Paid Unpaid








Bereavement Leave Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54 & Regional Communications Managers FCO2 (PP1-PP3)

no deduction Paid N/A Not exceeding 2 ordinary days or shifts

Applies when the death of an immediate family member is outside of Australia where the employee travels outside of Australia to attend the funeral *The term "immediate family" includes: A spouse (including a former spouse, a de facto spouse and a former de facto spouse, spouse of the same sex) of the employee and a child or an adult child (including an adopted child, a foster child, an ex-foster child, a stepchild or an ex-nuptial child), parent, grandparent, grandchild or sibling of the employee or spouse of the employee step-brother, step-sister, step-mother and step-father.

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003Clause 7.5



Bereavement LeaveBootmaker/Storeperson

no deduction Paid N/A Period not exceeding the number of hours worked by the employee in 2 ordinary days

*Applies where the death of an immediate family member is in Australia. *Employee must provide proof of death to the satisfaction of the employer.*Employee is entitled to leave up to and including the day of the funeral*Casual employees not eligible for paid leave






Short Term Casual







no deduction Unpaid N/A At least 2 days unpaid leave * Applies to a long-term casual employee

* An employee may apply for unpaid leave when a member of the employee's immediate family in Australia dies and the period of bereavement leave is insufficient* Employee must provide proof of death

* A "long-term casual employee" is a casual employee engaged by a particular employer, on a regular and systematic basis, for several periods of employment during a period of at least 1 year immediately before the employee seeks to access an entitlement under clause 7.5.





Bereavement LeaveCarpenter


*Applies where the death of an immediate family member is in Australia*Employee must provide proof of death to the satisfaction of the employer.*Employee is entitled to leave up to and including the day of the funeral*Casual employees not eligible for paid leave*Maximum of 2 days leave without loss of pay on each occasion of the death outside of Australia of an employee's spouse, father or mother and where such employee travels outside of Australia to attend the funeral - employee must provide satisfactory evidence of proof of death






Short Term Casual





DPW RTI Release





Leave Deduction

Paid Unpaid








*By agreement with the employer an employee shall in addition to paid bereavement leave be entitled to reasonable unpaid bereavement leave of at least 5 working days.* Employee must provide proof of death



Engineering Award - State 2002Clause 7.3



Bereavement Leave Mechanics


*Applies where the death of an immediate family member is in Australia*Employee must provide proof of death to the satisfaction of the employer.*Employee is entitled to leave up to and including the day of the funeral*Casual employees not eligible for paid leave*Maximum of 2 days leave without loss of pay on each occasion of the death outside of Australia of a member of their immediate family and where such employee travels outside of Australia to attend the funeral - employee must provide satisfactory evidence of proof of death






Short Term Casual








*An employee may apply for unpaid leave when a member of the employee's immediate family in Australia dies and the period of bereavement leave is insufficient.*Employee must provide proof of death



Queensland Fire and Rescue Service Interim Award - State 2003Clauses 7.4.2

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.1 Parental Leave and Clause 7.2.2


Queensland Fire and Rescue Authority - Enterprise Partnership Certified Agreement 1997Clause 3.13


Minister for Employment, Training and Industrial Relations Directive 18/05 - Paid Parental LeaveEmployees will be entitled to 12 weeks paid maternity leave from 1 July 2005.


Maternity LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award

Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers

No deduction Paid at full pay or available at half pay

N/A 12 standard working weeks (subject to certain conditions contained within the "Guidelines for the introduction of Paid Maternity Leave")


No *The employee must have had at least 12 months' continuous service with that employer immediately preceding the date upon which she proceeds upon maternity leave.

*Expected date of confinement to be confirmed in writing by a medical practitioner.

*The paid maternity leave is to be taken as the initial absence on the approved maternity leave period.

*This twelve week period of paid leave is inclusive of any public holidays arising within that time.

*The period of paid maternity leave cannot be extended other than by the employee taking the leave on a half-pay basis.

* No transferability to partner.

* Employee on paid maternity leave will be able to access paid sick leave if the illness is for one week or more.

Firefighters, Station Officers and Building Approval Officers have their deductions based on a 40 hour week.Senior officers include Fire Protection Officers 3 and 4 and Fire Professional Officers (Scientific) 3 and Rural Fire Management Officers Level 3 and 4. These officers and Rural Fire Management Officers Level 1 and 2 have their deductions based on a 38 hour week.

* 12 weeks available from 1 July 2005 as per entitlements reflected in Minister for Employment, Training and Industrial Relations Directive No. 18/05 "Paid Parental Leave"

*Part-time employees are entitled to the provisions of this Directive on a pro rata basis.



Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.1 Parental Leave





Maternity LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3













MATERNITY LEAVE



DPW RTI Release





Leave Deduction

Paid Unpaid










Maternity LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award.Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3

No deduction Unpaid and Paid

N/A Up to 52 weeks


No * Clause 2.1.3: " The employee must have had at least 12 months' continuous service with that employer immediately preceding the date upon which she proceeds upon such leave.* Up to 52 weeks provided that such leave shall not extend beyond the child's 1st birthday.* This entitlement shall be reduced by any period of parental leave taken by the employee's spouse in relation to the same child and apart from parental leave of up to one week at the time of confinement shall not be taken concurrently with parental leave."*Provided that the aggregate of any leave does not exceed the entitlement as above, an employee may take annual leave or long service leave or part thereof to which she is entitled.*Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on maternity leave.











N/A Up to 52 weeks


No * Clause 2.1.3: " The employee must have had at least 12 months' continuous service with that employer immediately preceding the date upon which she proceeds upon such leave.* Up to 52 weeks provided that such leave shall not extend beyond the child's 1st birthday.* This entitlement shall be reduced by any period of parental leave taken by the employee's spouse in relation to the same child and apart from parental leave of up to one week at the time of confinement shall not be taken concurrently with parental leave."*Provided that the aggregate of any leave does not exceed the entitlement as above, an employee may take annual leave or long service leave or part thereof to which she is entitled.*Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on maternity leave.



Industrial Relations Act 1999Section 29A Extending period of parental leave by agreement



Maternity LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the AwardFirefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3


N/A Up to 104 weeks on application

These employees have their rate of pay based on a 40 hour week.

No An application for the extension of maternity leave must be accompanied by a statutory declaration by the employee stating that the employee is seeking the extension so the employee can continue to be the child's primary caregiver.








N/A Up to 104 weeks on application

These employees have their rate of pay based on a 38 hour week.

No An application for the extension of maternity leave must be accompanied by a statutory declaration by the employee stating that the employee is seeking the extension so the employee can continue to be the child's primary caregiver.



DPW RTI Release





Leave Deduction

Paid Unpaid




Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.1 Parental LeaveSchedule One - Wage Rates

Queensland Fire and Rescue Authority - Enterprise Partnership Certified Agreement, 1997 Clause 3.13

AFCOM-FIRECOM Brisbane Enterprise Partnership Certified Agreement 2004





Maternity Leave - Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)











*Part-time and long-term casual employees are entitled to the provisions of this Directive on a pro rata basis.









Maternity Leave - Afcom Communications Officers FCO1 (PP1-PP54 & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54 & Regional Communications Managers FCO2 (PP1-PP3)


N/A Up to 52 weeks No * Clause 2.1.3: " The employee must have had at least 12 months' continuous service with that employer immediately preceding the date upon which she proceeds upon such leave.* Up to 52 weeks provided that such leave shall not extend beyond the child's 1st birthday.* This entitlement shall be reduced by any period of parental leave taken by the employee's spouse in relation to the same child and apart from parental leave of up to one week at the time of confinement shall not be taken concurrently with parental leave."*Provided that the aggregate of any leave does not exceed the entitlement as above, an employee may take annual leave or long service leave or part thereof to which she is entitled.*Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on maternity leave.







Maternity Leave - Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCO2 (PP1-PP3)


N/A Up to 104 weeks on application No An application for the extension of maternity leave must be accompanied by a statutory declaration by the employee stating that the employee is seeking the extension so the employee can continue to be the child's primary caregiver.

Engineering Award - State 2002 Clause 7.4.3



Queensland Fire and Rescue Authority - Support Services Staff and Rural Fire Division Enterprise Partnership Certified Agreement, 1997 Clause 3.8




Maternity Leave Mechanics

























DPW RTI Release





Leave Deduction

Paid Unpaid









N/A Up to 104 weeks No An application for the extension of maternity leave must be accompanied by a statutory declaration by the employee stating that the employee is seeking the extension so the employee can continue to be the child's primary caregiver.

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award State - 2003 Clause 7.4.2







Maternity Leave Bootmaker/Storeperson





































Maternity Leave Carpenters














DPW RTI Release





Leave Deduction

Paid Unpaid


























Special Maternity Leave and Sick LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire

No deduction Paid N/A 12 weeks


No Clause 4.5 Directive 18/05 *Where a pregnancy terminates after the first twenty weeks in other than the birth of a living child and the employee has already given notification of intention to proceed on maternity leave, or where the child dies during the period of paid maternity leave the employee shall continue to be entitled to 12 weeks paid leave.








Special Maternity Leave and Sick LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

No deduction Paid N/A 12 weeks


No *Where a pregnancy terminates after the first twenty weeks in other than the birth of a living child and the employee has already given notification of intention to proceed on maternity leave, or where the child dies during the period of paid maternity leave the employee shall continue to be entitled to 12 weeks paid leave.




DPW RTI Release





Leave Deduction

Paid Unpaid




Family Leave Award 2003 - Clause 2.1





Special Maternity Leave and Sick LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire

No deduction Paid/Unpaid N/A Up to 52 weeks


No (a) Where the pregnancy of an employee not then on maternity leave terminates after 20 weeks other than by the birth of a living child then she shall be entitled to such period of unpaid leave (to be known as special maternity leave ) as a registered medical practitioner certifies as necessary before her return to work;(b) An employee not yet on maternity leave is entitled to such paid sick leave as she is entitled, whether or not the illness is related to her pregnancy.(c) The total of the above must not exceed the maximum entitlement of 52 weeks.



Family Leave Award 2003 - Clause 2.1




Special Maternity Leave and Sick LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

No deduction Paid/Unpaid N/A Up to 52 weeks


No (a) Where the pregnancy of an employee not then on maternity leave terminates after 20 weeks other than by the birth of a living child then she shall be entitled to such period of unpaid leave (to be known as special maternity leave ) as a registered medical practitioner certifies as necessary before her return to work;(b) An employee not yet on maternity leave is entitled to such paid sick leave as she is entitled, whether or not the illness is related to her pregnancy.(c) The total of the above must not exceed the maximum entitlement of 52 weeks.








Special Maternity Leave and Sick Leave - Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCO2 (PP1-PP3)

No deduction Paid N/A 12 weeks No *Where a pregnancy terminates after the first twenty weeks in other than the birth of a living child and the employee has already given notification of intention to proceed on maternity leave, or where the child dies during the period of paid maternity leave the employee shall continue to be entitled to 12 weeks paid leave.










Special Maternity Leave and Sick Leave - Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCO2 (PP1-PP3)

No deduction Paid/Unpaid N/A Up to 52 weeks No (a) Where the pregnancy of an employee not then on maternity leave terminates after 20 weeks other than by the birth of a living child then she shall be entitled to such period of unpaid leave (to be known as special maternity leave ) as a registered medical practitioner certifies as necessary before her return to work;(b) An employee not yet on maternity leave is entitled to such paid sick leave as she is entitled, whether or not the illness is related to her pregnancy.(c) The total of the above must not exceed the maximum entitlement of 52 weeks.



DPW RTI Release





Leave Deduction

Paid Unpaid









Special Maternity Leave and Sick LeaveMechanics










Special Maternity Leave and Sick LeaveMechanics


N/A Up to 52 weeks No (a) Where the pregnancy of an employee not then on maternity leave terminates after 20 weeks other than by the birth of a living child then she shall be entitled to such period of unpaid leave (to be known as special maternity leave ) as a registered medical practitioner certifies as necessary before her return to work;(b) An employee not yet on maternity leave is entitled to such paid sick leave as she is entitled, whether or not the illness is related to her pregnancy.(c) The total of the above must not exceed the maximum entitlement of 52 weeks.







Special Maternity Leave and Sick LeaveBootmaker/Storeperson










Special Maternity Leave and Sick Leave Bootmaker/Storeperson









Special Maternity Leave and Sick LeaveCarpenters





DPW RTI Release





Leave Deduction

Paid Unpaid










Special Maternity Leave and Sick LeaveCarpenters



Queensland Fire and Rescue Service Interim Award - State 2003Clauses 7.4



Directive No. 18/05 "Paid Parental Leave"


Pre natal LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3

No deduction N/A Up to 40 hours or up to 38 hours (based on the ordinary hours worked in a week)

No * An eligible employee who presents a medical certificate from a doctor stating that she is pregnant will have access to paid pre natal leave up to 40 hours or 38 hours (based on the ordinary hours worked in a week) to attend medical appointments prior to the birth of a child/children.* A medical certificate or other satisfactory evidence is required per pregnancy for each absence on pre natal leave.

* The spouse of the pregnant employee will have access to paid pre natal leave up to a total of 10 hours paid leave (based on the average number of ordinary hours worked in a day) per pregnancy to attend related medical appointments prior to the birth of a child/children.


* A written application for every absence on pre natal leave is required fromthe employee.

* A written application to be submitted for every absence for which pre natal leave is sought supported by documentary evidence relating to the medical appointment. The work unit should be flexible enough to allow such employees the ability to leave work and return on the same day.





Pre natal LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

No deduction N/A Up to 38 hours No * An eligible employee who presents a medical certificate from a doctor stating that she is pregnant will have access to paid pre natal leave up to 38 hours (based on the ordinary hours worked in a week) to attend medical appointments prior to the birth of a child/children.* A medical certificate or other satisfactory evidence is required for each absence on pre natal leave.










Pre natal Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCO2 (PP1-PP3)

No deduction Paid N/A Up to 40 hours No * An eligible employee who presents a medical certificate from a doctor stating that she is pregnant will have access to paid pre natal leave up to 40 hours (based on the ordinary hours worked in a week) to attend medical appointments prior to the birth of a child/children.* A medical certificate or other satisfactory evidence is required for each absence on pre natal leave.








Pre natal LeaveMechanics


* The spouse of the pregnant employee will have access to paid pre natal leave up to a total of 7.6 hours paid leave (based on the average number of ordinary hours worked in a day) per pregnancy to attend related medical appointments prior to the birth of a child/children.





DPW RTI Release





Leave Deduction

Paid Unpaid



Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award State - 2003 Clause 7.4




Pre natal Leave Bootmaker/Storeperson









Pre natal LeaveCarpenters






Family Leave Award 2003 Clause 2.2.3


Queensland Fire and Rescue Service Standard Operating Procedures 2040.4 Personnel - Spousal Leave



Spousal LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3


N/A 1 week


No * An eligible employee must produce a certificate from a medical practitioner which states their spouse's expected date of confinement.* Applications for spousal leave should be submitted at least 10 weeks before the expected birth of the child or 10 weeks before the date the leave is to commence (where practicable).* This period of paid spousal leave will be taken as the initial absence on parental leave and is inclusive of any public holidays arising within that time.* At the time of the employee taking spousal leave, the employee must produce a certificate from a registered medical practitioner stating the date at which the birth took place and the spouse and child's date of discharge from the hospital.* The period of spousal leave cannot be extended other than by the employee taking the leave on a half-pay basis.







Spousal LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3


N/A 1 week


No * An eligible employee must produce a certificate from a medical practitioner which states their spouse's expected date of confinement.* Applications for spousal leave should be submitted at least 10 weeks before the expected birth of the child or 10 weeks before the date the leave is to commence (where practicable).* This period of paid spousal leave will be taken as the initial absence on parental leave and is inclusive of any public holidays arising within that time.* At the time of the employee taking spousal leave, the employee must produce a certificate from a registered medical practitioner stating the date at which the birth took place and the spouse and child's date of discharge from the hospital.* The period of spousal leave cannot be extended other than by the employee taking the leave on a half-pay basis.









Spousal Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCO2 (PP1-PP3)


N/A 1 week No * An eligible employee must produce a certificate from a medical practitioner which states their spouse's expected date of confinement.* Applications for spousal leave should be submitted at least 10 weeks before the expected birth of the child or 10 weeks before the date the leave is to commence (where practicable).* This period of paid spousal leave will be taken as the initial absence on parental leave and is inclusive of any public holidays arising within that time.* At the time of the employee taking spousal leave, the employee must produce a certificate from a registered medical practitioner stating the date at which the birth took place and the spouse and child's date of discharge from the hospital.* The period of spousal leave cannot be extended other than by the employee taking the leave on a half-pay basis.

SPOUSAL LEAVE



DPW RTI Release





Leave Deduction

Paid Unpaid








Spousal LeaveMechanics








Spousal Leave Bootmaker/Storeperson




Family Leave Award 2003 clause 2.2.3




Spousal LeaveCarpenters








Directive 18/05 "Paid Parental Leave"Employees will be entitled to 12 weeks paid adoption leave from 1 July 2005.


Adoption LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3


N/A 12 weeks for the primary care giver

1 week for the secondary care giver


No * An eligible employee must present documentation from the Director-General of the relevant Queensland Government Department administering adoptions confirming that an adoption order or interim adoption order has been made for the relevant child/children.* This period of paid leave is inclusive of any public holidays arising within that time.* The period of paid adoption leave cannot be extended other than by the employee taking the leave on a half-pay basis.

* No transferability to partner.* Employee on paid adoption leave will be able to access paid sick leave if the illness is for one week or more.

The employee must have had at least 12 months' continuous service with that employer.







Directive 18/05 "Paid Parental Leave"

Adoption LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3






* No transferability to partner.* Employee on paid adoption leave will be able to access paid sick leave if the illness is for one week or more.


ADOPTION LEAVE



DPW RTI Release





Leave Deduction

Paid Unpaid











No deduction Paid/Unpaid N/A Up to 52 weeks total, taken for one or 2 periods of adoption leave


No * An employee, upon production to the employer of the documentation required, shall be entitled to up to 52 weeks from the time of the placement of the child in order to be the primary care-giver.* This leave shall not extend beyond one year after the placement of the child and shall not be taken concurrently with adoption leave taken by the employee's spouse in relation to the same child.* An employee taking leave to be the primary caregiver should provide notice in writing of the leave to be taken at least 10 weeks before the leave is due to commence (where practicable).* Notice of intent to return to work from adoption leave is required not less than four weeks before the leave period expires.*Provided that the aggregate of any leave does not exceed the entitlement as above, an employee may take annual leave or long service leave or part thereof to whichshe is entitled.*Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on adoption leave.











No * An employee, upon production to the employer of the documentation required, shall be entitled to up to 52 weeks from the time of the placement of the child in order to be the primary care-giver.* This leave shall not extend beyond one year after the placement of the child and shall not be taken concurrently with adoption leave taken by the employee's spouse in relation to the same child.* An employee taking leave to be the primary caregiver should provide notice in writing of the leave to be taken at least 10 weeks before the leave is due to commence (where practicable).* Notice of intent to return to work from adoption leave is required not less than four weeks before the leave period expires.*Provided that the aggregate of any leave does not exceed the entitlement as above, an employee may take annual leave or long service leave or part thereof to whichshe is entitled.*Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on adoption leave.




(Changes to the Industrial Relations Act 1999 in relation to Parental Leave, made in February 2006)



No deduction Paid/Unpaid N/A a. an extension of the short adoption leave for an unbroken period of up to 8 weeks in total;

b. an extension of the long adoption leave for an unbroken period of up to 96 weeks in total.


No An employee entitled to parental leave for the adoption of a child may apply to the employer for either or both of the following:a. an extension of the short adoption leave for an unbroken period of up to 8 weeks in total;b. an extension of the long adoption leave for an unbroken period of up to 96 weeks in total.

An application for an extension of long adoption leave must be accompanied by a statutory declaration by the employee stating that the employee is seeking the extension so the employee can continue to be the child's primary caregiver.

A person may apply for an extension of parental leave even if they started parental leave before the commencement of this amendment.




DPW RTI Release





Leave Deduction

Paid Unpaid


















Directive NO. 18/05 "Paid Parental Leave"


Adoption Leave - Special LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers

No deduction Unpaid N/A Up to 2 days unpaid special leave


No * An employee who is seeking to adopt a child is entitled to up to 2 days unpaid special leave to attend any compulsory interviews or examinations as are necessary aspart of the adoption procedure.







Adoption Leave - Special LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

No deduction Unpaid N/A Up to 2 days unpaid special leave


No * An employee who is seeking to adopt a child is entitled to up to 2 days unpaid special leave to attend any compulsory interviews or examinations as are necessary aspart of the adoption procedure.



Queensland Fire and Rescue Service - Certified Agreement 2006Clause 5.1 Parental Leave and Schedule One - Wage Rates





Adoption Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)








DPW RTI Release





Leave Deduction

Paid Unpaid












* An employee, upon production to the employer of the documentation required, shall be entitled to up to 52 weeks from the time of the placement of the child in order to be the primary care-giver.* This leave shall not extend beyond one year after the placement of the child and shall not be taken concurrently with adoption leave taken by the employee's spouse in relation to the same child.* An employee taking leave to be the primary caregiver should provide notice in writing of the leave to be taken at least 10 weeks before the leave is due to commence (where practicable).* Notice of intent to return to work from adoption leave is required not less than four weeks before the leave period expires.*Provided that the aggregate of any leave does not exceed the entitlement as above, an employee may take annual leave or long service leave or part thereof to whichshe is entitled.*Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during her absence on adoption leave.



















Adoption Leave - special Leave Afcom Communications Officers FCO1 (PP1-PP54 & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)

No deduction Unpaid N/A Up to 2 days No * An employee who is seeking to adopt a child is entitled to up to 2 days unpaid special leave to attend any compulsory interviews or examinations as are necessary aspart of the adoption procedure.







Adoption LeaveMechanics




























DPW RTI Release





Leave Deduction

Paid Unpaid









Adoption Leave - Special LeaveMechanics








Adoption Leave Bootmaker/Storeperson












Adoption Leave Bootmaker/Storeperson









Adoption Leave - Special LeaveBootmaker/Storeperson



Family Leave Award 2003 clause 2.3





Adoption LeaveCarpenters
































Adoption Leave - Special LeaveCarpenters




DPW RTI Release





Leave Deduction

Paid Unpaid









Pre-Adoption LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3

No deduction Paid N/A Up to 40 hours


No * An eligible employee who will be the primary care giver and who presents a letter from the Director-General of the relevant Queensland Government department administering adoptions, confirming the employee's status as a prospective adopter will have access to paid pre adoption leave up to 40 hours (based on the ordinary hours worked in a week) to attend related interviews prior to the adoption of a child/children.

* An employee who will be the secondary care giver at the time of placement and who presents a letter from the Director-General of the relevant Queensland Government department administering adoptions confirming that the employee is a prospective adopter, will have access to paid leave up to a total of 10 hours (based on the average number of ordinary hours worked in a day) per adoption to attend related interviews prior to the adoption of a child/children.

* A written application for every absence for which pre-adoption leave is sought. Applications should be supported by evidence to the satisfaction of the chief executive.

* The work unit should be flexible enough to allow such employees the ability to leave work and return on the same day.

* An employee cannot be deemed to be both the primary and secondary care giver and therefore cannot access both entitlements to pre-adoption leave.







Pre-Adoption LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3

No deduction Paid N/A Up to 40 hours


No * An eligible employee who will be the primary care giver and who presents a letter from the Director-General of the relevant Queensland Government department administering adoptions, confirming the employee's status as a prospective adopter will have access to paid pre adoption leave up to 40 hours (based on the ordinary hours worked in a week) to attend related interviews prior to the adoption of a child/children.












Pre adoption Leave Communications Officers FCO1 (PP1-PP54 & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)

No deduction Paid N/A Up to 40 hours No * An eligible employee who will be the primary care giver and who presents a letter from the Director-General of the relevant Queensland Government department administering adoptions, confirming the employee's status as a prospective adopter will have access to paid pre adoption leave up to 40 hours (based on the ordinary hours worked in a week) to attend related interviews prior to the adoption of a child/children.










Pre adoption LeaveMechanics


* An employee who will be the secondary care giver at the time of placement and who presents a letter from the Director-General of the relevant Queensland Government department administering adoptions confirming that the employee is a prospective adopter, will have access to paid leave up to a total of 7.6 hours (basedon the average number of ordinary hours worked in a day) per adoption to attend related interviews prior to the adoption of a child/children.









Pre adoption Leave Bootmaker/Storeperson











Pre adoption LeaveCarpenters






PARENTAL LEAVE (for the spouse of a pregnant or adoptive person)25 of 48 \\dpwservices.dpw.qld.gov.au\dfs\UsersAE\Kara.CHILD\Desktop\Emergency Awards-QFRS-Absences v4.3.xls


DPW RTI Release





Leave Deduction

Paid Unpaid









Parental LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3

No deduction Unpaid (with the exception of 1 week paid spousal leave)

N/A Up to 52 weeks total, taken for one or 2 periods of parental leave


No * Parental leave is exclusive of maternity and adoption leave.* To be eligible, an employee must be the primary caregiver of a child provided that such leave shall not extend beyond the child's 1st birthday.* This entitlement will be reduced by any period of maternity leave or adoption leave taken by the employee's spouse.* The employee must have had at least 12 months' continuous service with that employer immediately preceding the date upon which they proceed on leave.* Provided that the aggregate of any leave does not exceed the entitlement, an employee may take annual leave or long service leave or part thereof to which the employee is entitled.* Paid sick leave or other paid authorised Award absences (excluding annual leave or long service leave) shall not be available to an employee during the absence on parental leave.

* An employee must produce to the employer a certificate from a registered medical practitioner which names the spouse and the expected date of confinement or the date on which the birth took place.* An employee taking parental leave should provide notice in writing of the leave to be taken at least 10 weeks before the leave is due to commence.* An employee shall confirm their intention of returning to work by notice in writing to the employer given not less than 4 weeks prior to the expiration of the period of parental leave.







Parental LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3













N/A An unbroken period of up to 8 weeks in total short parental leaveA further unbroken period of up to 96 weeks long parental leave.


No An employee entitled to parental leave for the birth of a child of the employee's spouse may now apply.

An application for an extension of long parental leave must be accompanied by a statutory declaration by the employee stating that the employee is seeking the extension so the employee can continue to be the child's primary caregiver.


As per S18(5)(b) of the Industrial Relations Act 1999, if an application for an extension of parental leave under section 29A is agreed to parental leave must not extendbeyond 2 years after the child was born or adopted.




DPW RTI Release





Leave Deduction

Paid Unpaid











No An employee entitled to parental leave for the birth of a child of the employee's spouse may now apply.






Industrial Relations Act 1999Section 29B Employee on parental leave may apply to return to work part-time

Section 29C Application for extension or part-time work




No deduction N/A An employee on parental leave may apply to the employer to return to work on a part-time basis.

An employee may not make more than 1 application under this section within any 12 month period, unless the employer agrees.

No *The employee must state the dates the return to work on a part-time basis being applied for is to start and end, and the impact refusal of the application might have onthe employee and the employee's dependants.* The employee must state the dates the return to work on a part-time basis being applied for is to start and end, and the impact refusal of the application might have on the employee and the employee's dependants.* An application to return to work on a part-time basis must be accompanied by a statutory declaration by the employee stating that the employee is seeking to work on a part-time basis so the employee can continue to be the child's primary caregiver.* The period in relation to which an application to work part-time is made cannot extend beyond the day the child in relation to whom parental leave was taken is required to be enrolled for compulsory schooling under the Education (General Provisions) Act 1989.

A person may apply to return to work on a part-time basis even if they started parental leave before the commencement of this amendment.














DPW RTI Release





Leave Deduction

Paid Unpaid





Industrial Relations Act 1999Section 29DEmployer to give proper consideration to an application for extension or part-time work




No deduction N/A An employer must not unreasonably refuse an application for extending a period of parental leave or to return to work on a part-time basis.

No * In deciding whether to agree to an application for an extension of the period of parental leave or an application to return to work on a part-time basis, the employer must consider the following -. The particular circumstances of the employee that give rise to the application, particularly circumstances relating to the employee's role as the child's caregiver;. The impact refusal of the application might have on the employee and the employee's dependants;. The effect that agreeing to the application would have on the conduct of the employer's business.* The employer must advise the employee in writing of the employer's decision. If the employer refuses the application, the employer must provide the employee with written reasons for refusing the application.
















Parental Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)













An employee entitled to parental leave for the birth of a child of the employee's spouse may now apply.






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Leave Deduction

Paid Unpaid




























Parental LeaveMechanics




























DPW RTI Release





Leave Deduction

Paid Unpaid
















Parental Leave Bootmaker/Storeperson



































DPW RTI Release





Leave Deduction

Paid Unpaid









Parental LeaveCarpenters


































Family Leave Award 2003 Clause 3.1 - Use of Sick Leave




Carer's LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3


Paid N/A 5 days per annum from sick leave


No * Use of sick leave* Absence hours calculated as per work pattern* Part day may be taken* An employee may take unpaid carer's leave instead of paid sick leave if the employer agrees.

* The employee must, if required by the employer, produce a doctor's certificate or statutory declaration that the person concerned is ill and that the illness is such as to require care by another.* An employee cannot take carer's leave where another person has taken leave to care for the same person.


CARER'S LEAVE



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Leave Deduction

Paid Unpaid






Industrial Relations Act 1999 Section 39 Employee's entitlement to carer's leave

(Changes to Industrial Relations Act 1999 in relation to Parental Leave, made in February 2006)




Paid N/A 10 days from sick leave in each year An employee may use up to 10 days of sick leave on full pay in each year to care for and support members of the employee's immediate family or household -(a) when they are ill; or(b) because an unexpected emergency arises (an example being - unexpected failure of child care arrangements).

If the employee has exhausted his or her entitlement the employee may take up to an additional 2 days unpaid carer's leave each time.

An employee cannot take carer's leave if another person has taken leave to care for the same person unless there are special circumstances requiring more than 1 person to care for the person.





Carer's LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3 RFMO3 PP1 - PP3


Paid N/A 5 days per annum from sick leave


No * Use of sick leave* Absence hours calculated as per work pattern* Part day may be taken* An employee may take unpaid carer's leave instead of paid sick leave if the employer agrees.





(Changes to the Industrial Relations Act 1999, made in February 2006)







Family Leave Award 2003Clause 3.1 - Use of Sick Leave





Carer's Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)


Paid N/A 5 days per annum from sick leave No * Use of sick leave* Absence hours calculated as per work pattern* Part day may be taken* An employee may take unpaid carer's leave instead of paid sick leave if the employer agrees.



Family Leave Award 2003Clause 3.1 - Use of Sick Leave












DPW RTI Release





Leave Deduction

Paid Unpaid







Carer's LeaveMechanics


Paid N/A 5 days per annum No * Use of sick leave* Absence hours calculated as per work pattern* Part day may be taken* An employee may take unpaid carer's leave instead of paid sick leave if the employer agrees.





(Changes to the Industrial Relations Act 1999, made in February 2006)











Carer's Leave Bootmaker/Storeperson


















Carer's LeaveCarpenters















Family Leave Award 2003 Clause 3.2 - Unpaid Leave for caring purposes




Carer's LeaveFirefighters, Station Officers, Building Approval Officers, Rural Fire Management Officers Level 1 and Level 2 and Senior Officers (which now includes Inspectors - old titles FPO3, RFMO3 & Fire Professional Officers (Scientific) 3 and Superintendents - old titles FPO4 & RFMO4) and Cheif Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award. Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3), Senior Officers FPO3 PP1 - PP3, Senior Officers FPO4 PP1 - PP3, Building Approval Officers BAO1 & BAO2, Fire Professional Officers FPO3 PP1 - PP3

No deduction Unpaid N/A N/A No * An employee may elect with the consent of the employer, to take unpaid leave.






DPW RTI Release





Leave Deduction

Paid Unpaid








No deduction Unpaid N/A N/A No * An employee may elect with the consent of the employer, to take unpaid leave.










No deduction Unpaid N/A N/A No * An employee may elect with the consent of the employer, to take unpaid leave. * The employee must, if required by the employer, produce a doctor's certificate or statutory declaration that the person concerned is ill and that the illness is such as to require care by another.* An employee cannot take carer's leave where another person has taken leave to care for the same person.


Family Leave Award 2003 Clause 3.2 - Unpaid leave for caring purposes

















Queensland Fire and Rescue Service Communications Centres Award - State 2003; Engineering Award - State 2002; Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003; Building Trades Public Sector Award - State 2002


Industrial Relations Act 1999 S39 (2)


Carer's LeaveLong term casual

N/A Unpaid N/A 5 days per calendar year No A long term casual may take additional unpaid carer's leave if the employer agrees. * The employee must, if required by the employer, produce a doctor's certificate or statutory declaration that the person concerned is ill and that the illness is such as to require care by another.* An employee cannot take carer's leave where another person has taken leave to care for the same person.


Industrial Relations Act 1999Section 39A Long term casual employee's entitlement to carer's leave



Carer's LeaveLong term casual

N/A Unpaid N/A 10 days per calendar year Unpaid No A long term casual may take additional unpaid carer's leave if the employer agrees.

Carer's leave may be taken for part of a day.




DPW RTI Release





Leave Deduction

Paid Unpaid




Industrial Relations Act 1999Section 39B Short term casual employee's entitlement to carer's leave

Changes to the Industrial Relations Act 1999 in relation to Parental Leave, made in February 2006)


Carer's LeaveShort term casual

N/A Unpaid N/A up to 2 days each time Unpaid No A short term casual is entitled to leave work or to be unavailable to attend work for up to 2 days each time the employee needs to care for and support members of the employee's immediate family or household when they are ill; or because an unexpected emergency arises; or because of the birth of a child.

The short term casual may leave work or be unavailable for additional periods if the employer agrees. Carer's leave may be taken for part of a day.



Family Leave Award 2003 Clause 3.3 - Use of Annual Leave



Carer's LeaveFirefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

Annual Leave Entitlement + accrual

Paid N/A 5 days per calendar year No * May be taken in single days or part days* Absence hours calculated as per work pattern* Leave shall be exclusive of any shutdown period






Mt Isa









Carer's LeaveSenior Officers Inspector (old title FPO3 PP1 - PP3), Senior Officers Superintendent (old title FPO4 PP1 - PP3) and Chief Superintendent








Carer's LeaveBuilding Approval Officers BAO1 & BAO2









Carer's LeaveInspector (old title Fire Professional Officers FPO3 PP1 - PP3)








Carer's LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3









Carer's LeaveInspector (old title RFMO3 PP1 - PP3) Superintendent (old title RFMO4 PP1-PP3) and Chief Superintendent






DPW RTI Release





Leave Deduction

Paid Unpaid








Carer's Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54)








Carer's Leave Regional Communications Managers FCM (PP1-PP3)





























Family Leave Award 2003 Clause 3.4 - Time off in lieu of payment for overtime (TOIL)





Paid N/A N/A No *An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime to be a carer *Time taken off during ordinary hours to be taken at the ordinary time rate, ie an hour for each hour worked.*** An employee may request any TOIL accrued for the purposes of a carer role be paid at the overtime rate as per the parent award where such time has not been taken within 4 weeks of accrual.

** For FPO1 and FPO2 continuous shift workers (and day workers) TOIL accumulates at overtime rates.







Carer's LeaveSenior Officers Inspector (old title FPO3 PP1 - PP3, Senior Officers Superintendent (old title FPO4 PP1 - PP3) and Chief Superintendent



** For FPO3 and FPO4 senior officers TOIL is accumulated at time for time and only accumulates on weekends.






Carer's LeaveBuilding Approval Officers BAO1 & BAO2



** If a BAO is required to work on recognised rostered days off or rest days, they receive TOIL at single time.







Carer's LeaveInspector (old title Fire Professional Officers FPO3 PP1 - PP3)



** For FPO3 senior officers TOIL is accumulated at time for time and only accumulates on weekends.




DPW RTI Release





Leave Deduction

Paid Unpaid







Carer's LeaveRural Fire Management Officers RFMO1 PP1 - PP5 RFMO2 PP1 - PP3



** For RFMO1 and RFMO2 TOIL accumulates at overtime rates.







Carer's LeaveInspector (old title RFMO3 PP1 - PP3); Superintendent (old title RFMO4 PP1 - PP3)



** For RFMO3 TOIL accumulates at time for time and only paid for unscheduled work or during incidents.








Carer's Leave Afcom Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54)



** Time off in lieu is at the relevant rate of accrual.







Carer's Leave Regional Communications Managers FCM (PP1-PP3)



** Time off in lieu is at the relevant rate of accrual.








Paid N/A N/A No *An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime to be a carer *Time taken off during ordinary hours to be taken at the ordinary time rate, ie an hour for each hour worked.* An employee may request any TOIL accrued for the purposes of a carer role be paid at the overtime rate as per the parent award where such time has not been taken within 4 weeks of accrual.



Family Leave Award 2003 Clause 3.4- Time off in lieu of payment for overtime (TOIL)

















DPW RTI Release





Leave Deduction

Paid Unpaid




Family Leave Award 2003 Clause 3.5 -Make-up time





Make-up time balance

Paid N/A N/A No * Non shift worker may take time off ordinary hours and work those hours at a later time, during the spread of ordinary hours at ordinary rates* Shift workers may take time off ordinary hours and work those hours at a later time at the shift rate which would have been applicable to the hours taken off.





Family Leave Award 2003 Clause 3.5 -Make-up time








Family Leave Award 2003 Clause 3.5 - Make-up time





Carer's Leave Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) & Regional Communications Managers FCM (PP1-PP3)




























SARAS LEAVE (FULL/NO PAY)



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Leave Deduction

Paid Unpaid



Fire and Rescue Service Act 1990

Assisted Students (Enforcement of Obligations) Act 1951

DES Study and Research Assistance Scheme (SARAS) Policy Statementvalid from 124.6.2005

OPSME Directive 12/99 - Study & Examination Leave

SARAS Leave

Permanent employees of DES, whether full-time or part-time and temporary employees who have been continuously employed by DES for 12 months or more.

Does not apply to auxiliary firefighters or casual employees.

no deduction Paid/Unpaid N/A *Assistance under SARAS is provided through financial reimbursement or study leave or a combination of both.*To be reimbursed by DES course fees must be paid upfront. Fees will not be reimbursed where the employee has deferred payment under the Higher Education Contribution Scheme or Postgraduate Education Loan Scheme.* Claims for reimbursement must be made no later than three months after the period to which the claim relates otherwise they will not be considered for payment.* Applications for extended unpaid study leave will be dealt with on a case-by-case basis in accordance with the QFRS Special Leave policy and procedure.

No * Financial reimbursement will occur at the successful completion of modules or subjects.* The Director-General or delegate has discretion to grant or refuse study assistance and is responsible for determining an appropriate level of assistance.* SARAS is only approved for one academic year at a time and must be reapplied for annually.* SARAS applicants who are permanent employees of DES may be required to sign an agreement contracting them to remain with DES for a specific period beyond completion of the course of study.

For the three categories of 'Essential' 'Highly Desirable' and 'Desirable' the student services charge is reimbursed 100%. For 'Essential' there will be 100% reimbursement of course fees or statutory course charge paid upfront, on successful completion of each subject. 'Highly Desirable' attracts 75% reimbursement and 'Desirable' 50% reimbursement.

Undertaking a course of study may have personal tax implications for the employee. Employees are encouraged to seek professional taxation advice and assistance.

SARAS Leave - Compulsory attendance

No deduction Paid N/A Leave may be granted with full salary dependant on the category of assistance provided by the Department.Desirable: Up to 10 days per year to attend compulsory residential schools.Highly Desirable: Up to 15 days per year to attend compulsory residential schools.Essential: Up to 20 days per year to attend compulsory residential schools.

No This leave shall not be deducted from the employee's annual leave.

100% payment to be made of reasonable travel and accommodation costs.

SARAS Leave - Non Compulsory attendance

No deduction Unpaid N/A Leave may be granted without pay dependant on the category of assistance provided by the Department.Desirable: Up to 5 days per year to attend non-compulsory residential schools.Highly Desirable: Up to 10 days per year to attend non-compulsory residential schools.Essential: Up to 15 days per year to attend non-compulsory residential schools.

This leave may be deducted from the employee's annual leave or a mixture of unpaid and recreation leave may be taken at the discretion of the authorising officer. Banked/accrued days or TOIL may be accessed subject to operational convenience.


No deduction Paid N/A Paid or unpaid course attendance leave is available only at the discretion, and with the approval, of the appropriate delegate identified in the HR Delegations Manual for the approval of leave.


No deduction Unpaid N/A Leave without pay, including necessary travel time, during approved standard hours of duty.


No deduction Unpaid N/A Leave without salary may be approved to enable an employee to prepare for examinations, assignments and other course assessment requirements and is available to a maximum of 3 standard working days per subject per semester, up to a maximum of 12days per year.This leave is without pay or debited to recreation leave, banked/accrued days or TOIL.


QFRS Policy Transfer and Appointment Expenses 2007.0

Transfer Leave

Personal Travel

No deduction Paid N/A Up to 2 working days on full salary to complete arrangements at the previous centre; and up to 2 working days on full salary to complete arrangements at the new centre.

1 working day on full salary for each 500 completed kilometres of road travel. Where the distance is less than 500 kilometres and the employee intends to reside at the new centre, 1 working day on full salary shall be allowed.

No No expenses related to an applicant's voluntary, compassionate or special circumstance transfer or mutual exchange to a new location shall be payable the the QFRS.

Applications for transfer from permanent officers at Mt Isa shall be addressed in accordance with QFRS SOP 2031.1.


QFRS Policy Leave Attendance at Pre-Retirement Seminars 2034.0


No deduction Paid N/A Special Leave with full pay up to a maximum of 2 working days or rostered days inclusive of travelling time to attend pre-retirement seminars.

No * Leave shall not be granted where an officer chooses to attend a seminar during recreation leave or long service leave.* Where possible officers should attend pre-retirement seminars where they are available outside of working hours.

* Eligibility is dependent on the officer being 54 years of age or older.* Leave can only be granted for attendance at one pre-retirement seminar.*Travelling expenses and any associated registration fees are the sole responsibility of the attendee.

TRANSFER AND APPOINTMENT LEAVE

PRE-RETIREMENT SEMINARS

DEFENCE RESERVE FORCES TRAINING LEAVE39 of 48 \\dpwservices.dpw.qld.gov.au\dfs\UsersAE\Kara.CHILD\Desktop\Emergency Awards-QFRS-Absences v4.3.xls


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Leave Deduction

Paid Unpaid




QFRS Policy Leave - Reserve Force Training Leave 2040.1

Reserve Force Training Leave

No deduction Paid N/A 1.The maximum number of days off which can be claimed in any financial year, including Saturdays and Sundays and/or rostered days off in the case of shift workers, is as follows:

Army Reserve Forces - 14 calendar daysNavy Reserve Forces - 13 calendar daysAir Reserve Forces - 16 calendar days

2. An officer may be granted additional leave if required to travel from place of residence and return to attend a school class or course of instruction and/or a period of continuous training or to participate in an advance or rear party in connection with a period of continuous training.

Up to a maximum of 4 days.

No *This allocation is for an officer who is a member of the Reserve Forces for Attendance at Annual Continuous Obligatory Training.

* Attendance at a school class or course attracts the same provisions.

The additional leave is subject to certification by the commanding officer that the additional days are required.

TOILFire and Rescue Service Act 1990

Queensland Fire and Rescue Service Interim Award - 2003 Clause 6.2.4

Queensland Fire and Rescue Service Communications Centres Award - State 2003Clause 6.2.4

DES Policy TOILExcluding Senior Officers

No deduction Paid N/A Time Off in Lieu (TOIL) of receiving paid overtime will be equivalent to the relevant rate of accrual.

For FPO1 and FPO2 TOIL is at overtime rates.

For FCO1 & FCO2 TOIL is at overtime rates.

No TOIL cannot be accrued on a Public Holiday.TOIL can only be accrued if the period of TOIL covers the full shift (ie TOIL balances cannot accrue from shift overruns). EXCEPTION: In exceptional circumstances, Managers are able to approve the accumulation of TOIL in periods of less than a full shift for employees, provided all other conditions outlined are met (Clause 4.8 of TOIL Policy)The maximum number of hours of TOIL that can be accumulated during a quarter is 40 hours. Any hours accumulated beyond 40 hours will be paid at the relevant overtime rate.

FPO1 & FPO2 firefighters can elect to have TOIL instead of overtime. TOIL accumulates at overtime rates. TOIL not taken in 12 months is paid out.

Clause 6.5.3 of QFRS CA 2006BAOs who are unable to access their TOIL balance through no fault of their own within 12 months of accruing the TOIL will retain the balance until such time as the TOIL is taken.

RFMO1 & RFMO2 TOIL is at the overtime rates.

Managers may approve the accumulation of TOIL for employees in the following circumstances, where: a) accumulation of TOIL is authorised by an appropriately delegated officer prior to the period of overtime being worked; ORb) the employee responds to an incident that requires a mandatory response or emergency call-out;ANDc) it is likely that the employee and their Manager are able to agree on a date to take the accumulated TOIL within a reasonable period.

Casual employees and volunteers and auxiliary firefighters are excluded from accruing TOIL.

DES Policy TOILEmployees relieving as Senior Officers

No deduction Paid N/A TOIL will accrue at the relevant rate of accrual.

TOIL accumulates at time for time and only for work on weekends.

Prior to commencing relieving the employee will have their accumulated TOIL balance paid at their substantive rate of pay.

Employees who accrue TOIL whilst relieving as a Senior Officer will forfeit their TOIL balances as at the clearance dates unless the employee accesses the TOIL whilst relieving or the employee's request to access the TOIL prior to the clearance date is prevented. In these circumstances it may be approved to have the TOIL balance reinstated at the commencement of the next quarter.

If an employee returns to their substantive position and has accrued TOIL prior to the clearance date, the employee will be paid any TOIL accumulated whilst relieving as a Senior Officer at their substantive rate of pay.

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.7.2 Hours of Work and Clause 7.9 TOIL Senior Officers

DES Policy TOILSenior Officers - Inspectors (old titles FPO3, RFMO3, Fire Professional Officers (Scientific) 3; and Superintendents (old titles FPO4 and RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award

No deduction Paid N/A TOIL will accrue at the relevant rate of accrual.

No Area Directors (FPO3 and FPO4) level do not receive payment for work on rostered days off and will accrue TOIL at single rate.

Clause 7.7.2 of QFRS CA 2006Where an officer is directed to work outside of their planned hours (including clause 7.8 of this Agreement) for a particular task the officer will be entitled to accrue Time Off in Lieu (TOIL) in accordance with clause 7.9 of this Agreement.

Clause 7.8 of QFRS CA 20067.8.1 Senior Officers will be required to provide out of hours response through an on-call roster. Senior Officers will be required to be on-call for an annual average of one week in every four weeks (thirteen weeks per year). The roster and management of on-call arrangements will occur in consultation with the employee's manager. All out of hours response undertaken during the on-call weeks are remunerated as part of the annual package.

Clause 7.9 of QFRS CA 20067.9.1 Senior Officers and their managers will ensure that Senior Officers will have access to their TOIL balance within twelve (12) months of accruing such TOIL.

7.9.2 Senior Officers who are unable to access their TOIL balance within twelve (12) months of accruing the TOIL, through no fault of their own, will retain the balance until such time as the TOILis taken.

Managers may approve the accumulation of TOIL for employees in the following circumstances, where: a) accumulation of TOIL is authorised by an appropriately delegated officer prior to the period of overtime being worked; ORb) the employee responds to an incident that requires a mandatory response or emergency call-out;ANDc) it is likely that the employee and their Manager are able to agree on a date to take the accumulated TOIL within a reasonable period.

If not taken within 12 months TOIL is forfeited.

TOIL is paid for work undertaken midnight Friday to midnight Sunday.

Currently a new DES TOIL Policy is in Draft format waiting approval from all stakeholders



DPW RTI Release





Leave Deduction

Paid Unpaid



DES Policy

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 7.9 TOIL Senior Officers

Queensland Fire and Rescue Service Interim Award - State 2003Clause 6.2.4

TOILQuarterly Clearance

No deduction Paid N/A An employee's accumulated TOIL balance and liability will be cleared on a quarterly basis (ie 31 March, 30 June, 30 September, 31 December).

Employees below the rank of Senior Officer level (Area Director or equivalent) will have their balances paid at the rate of pay they are receiving on the quarterly clearance dates.

QFRS - CA 20067.9.1 Senior Officers and their managers will ensure that Senior Officers will have access to their TOIL balance within twelve (12) months of accruing such TOIL.

7.9.2 Senior Officers who are unable to access their TOIL balance within twelve (12) months of accruing the TOIL, through no fault of their own, will retain the balance until such time as the TOIL is taken.

Award - For employees who are Senior Officers equivalent or above, time off in lieu not accessed within 12 months of accrual shall be foregone unless the employer has prevented it being taken, in which case such time shall be paid for by the employer at the relevant rate of accrual.

TOILTermination

No deduction Paid N/A Accumulated TOIL will be paid out on termination of employment at the rate of pay the employee was receiving as at their termination date. This will only apply to employees who are eligible to have their TOIL paid out.

WORKCOVERWorkers Compensation and Rehabilitation Act 2003

DES Workers' Compensation Statutory Claims Administration Policy

Commissioner's memorandum 20 August 2003 "Workers' Compensation make-up pay"

Workcover No deduction Paid N/A No QFRS officers:Partial incapacity - fit for return to work with suitable duties - Normal remuneration for times worked while on approved Suitable Duties Plan and when absent from work due to work related injury/illness.Total incapacity medical certificate - Normal remuneration and allowances via QFRS payroll. WorkCover Queensland reimburses DES as per the specified rate and time frames (Workers' Compensation and Rehabilitation Act 2003).Top up payments by QFRS will ensure that a QFRS employee (or volunteer) maintains 100% normal weekly earnings for a period of up to 26 weeks from the date of injury of an approved WorkCover claim. This provision can be extended by a further 13 weeks after the initial 26 weeks on receipt of a written application by the injured worker and with written approval from the delegated officer. This arrangement for top up payments cannot extend beyond the stated period of 39 weeks without the prior written approval of the Deputy Commissioner.Auxiliary Firefighters - normal entitlement under the Workers Compensation and Rehabilitation Act 2003 for casual workers.

WorkCover Queensland provides workers' compensation insurance to employers in Queensland including DES. WorkCover pays benefits to workers who suffer work-related injury or illness. These benefits include income replacement, hospital and medical costs and lump sum compensation. Any DES worker may lodge an application for workers' compensation benefits when an injury or illness arises out of or in the course of employment with DES. DES volunteers are able to lodge a workers' compensation claim for injuries/illnesses sustained as a direct result of work performed in their capacity as a volunteer.

When starting WorkCover sick leave is debited until WorkCover is approved. Once approved, sick leave is reimbursed and leave is adjusted as required (i.e. Annual Leave or Long Service Leave or both).

Auxiliary Employment Conditions Permanent Procedure 2016.0 Clause 11.4

Family Leave No deduction Unpaid N/A Auxiliary Firefighters are not eligible for paid family leave during their employment with the QFRS. They may however seek approval for up to twelve months leave of absence to prepare and care for a new child.

No * Annual allowances shall cease to be paid during such absences in accordance with Clauses 7.6.5 and 9.3.2 of this policy.* All uniforms and protective equipment shall be returned to their home station for the duration of the leave.* Such leave will not constitute a break in service; however will not be counted as service where the period exceeds three months.* Officers shall be required to provide evidence that they continue to meet the mandatory requirements for employment stated at Clause 3 of this policy prior to returning to work.


Leave of Absence No deduction Unpaid N/A Auxiliary Firefighters may seek approval for up to twelve months leave of absence from any or all regular duties. The Area Director may ask for a reason for such leave prior to considering approval.

No * Annual allowances shall cease to be paid during such absences in accordance with Clauses 7.6.5 and 9.3.2 of this policy.* All uniforms and protective equipment shall be returned to their home station for the duration of the leave.* Such leave will not constitute a break in service; however will not be counted as service where the period exceeds three months.* Officers shall be required to provide evidence that they continue to meet the mandatory requirements for employment stated at Clause 3 of this policy prior to returning to work.


Leave taken from Primary Employer

No deduction N/A Auxiliary Firefighters may seek approval for a leave of absence to be taken concurrently with leave from their primary employer.

No * AFPOs on sick leave or workers compensation from their primary employer, must inform QFRS and must take a leave of absence from QFRS for the duration of this leave. Upon cessation of their workers' compensation claim with their primary employer, AFPOs will provide evidence that their claim has ceased and are able to return to normal duties. Return to QFRS duties shall only occur upon provision of advice from a medical practitioner, confirming operational suitability.* Such leave will not constitute a break in service; however will not be counted as service where the period exceeds three months.

LEAVE OF ABSENCE (AUXILIARY)

PUBLIC HOLIDAYS



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Leave Deduction

Paid Unpaid



Queensland Fire and Rescue Service Interim Award - State 2003 Clauses 7.6


Memorandum FH000360 dated 10 January 2002 (Buy out of the 64 hours additional leave when the 10/14 rotating roster was introduced.)

Memorandum FH000365 dated 15 January 2002 (Staff working the Queen's Birthday)

Public Holidays Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

No deduction Paid N/A Clauses 7.6.1 and 7.6.3Where an employee is required to work on:- 1 January- 26 January- 25 April (Anzac Day)- Good Friday- Easter Saturday (the day after - Good Friday)- Easter Monday- Christmas Day- Boxing Day- a day which is gazetted under the Holidays Act 1983 to be kept in relation to the annual agricultural, horticultural or industrial show

in the case of continuous shift workers payment shall be at the rate of time and a half with a minimum of 4 hours (Mt Isa only as they are the only ones to receive the extra 64 hours. In all other cases continuous shift workers who work a rostered day on a public holiday except for the Queen's birthday are entitled to receive time and a half for their rostered shift plus an extra payment for 8 hours pay.)

No These employees do not receive the additional 8 hours penalty for work performed on the Birthday of the Sovereign as they receive an additional 8 hours in their annual leave entitlement in lieu of public holiday penalties for work performed on this day. However they do receive an additional payment at the half time rate for all hours worked. Memorandum FH000365 15 January 2002.

Clause 7.6.4 Penalty RatesThe additional penalty rates shall be calculated on the base rates of salary.

ALL CONTINUOUS SHIFT WORKERS - EXCEPT MT ISA:Shiftworkers are paid time plus public holiday time if they do not work.Shiftworkers are paid time plus public holiday time plus 1/2 if they do work.

CONTINUOUS SHIFT WORKERS MT ISA:Shiftworkers are paid extra half time if they work on a public holiday

In the case of Mt Isa, continuous shift workers receive 64 hours additional leave in lieu of double time and a half for time worked on the public holidays specified in clauses 7.6.1 and 7.6.3. However they do receive an additional payment at the half time rate for all hours worked for all public holidays including the Birth of the Sovereign. Memorandum FH000365 15 January 2002.

Re Clause 7.6.3 Annual Show Day - no employee shall be entitled to receive payment for work performed on such a day on more than one occasion in each calendar year.




No deduction Paid N/A Clause 7.6.2 Labour DayAll employees are entitled to be paid a full day's wage for Labour Day (the first Monday in May) irrespective of the fact that no work may be performed on such day.

An employee who works on Labour Day is paid at the rate of double time and a half for time actually worked with a minimum of 4 hours payment.

Employees rostered off or on annual leave on Labour Day shall be paid an additional 8 hours' pay or an additional 8 hours' leave shall be added to their annual leave in lieu thereof.




No deduction Paid N/A Clause 7.6.5 Employees who do not work Monday to Friday of each week (i.e. non-standard shift workers)

Employees who do not ordinarily work Monday to Friday of each week are entitled to public holidays as follows:a) A full-time employee is entitled to either payment for each public holiday or a substituted day's leave.b) A part-time employee is entitled to either payment for each public holiday or a substituted day's leave provided that the part-time employee would have been ordinarily rostered to work on that day had it not been a public holiday.c) Where a public holiday would have fallen on a Saturday or a Sunday but is substituted for another day all employees who would ordinarily have worked on such Saturday or Sunday but who are not rostered to work on such day are entitled to payment for the public holiday or a substituted day's leave.d) Where Christmas Day falls on a Saturday or a Sunday and the public holiday is observed on another day an employee required to work on Christmas Day (i.e. 25 December) is to be paid at the rate of double time.



QFRS Permanent Procedure 2058.4 Public Holiday Payment


No deduction Paid N/A In relation to public holiday payment when the option is available for payment at penalty rates or additional leave, payment will be made in all cases.



QFRS Permanent Procedure 2058.2 Rate of Pay for working on Rostered Day Off which also falls on a public holiday.

Commissioners Memo 03/02838 dated 18/11/03 - Payment of Overtime on RDO coinciding with Public Holidays

Public Holidays Day Workers Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

No deduction Paid N/A Appropriate rate of pay for employees required to work on their rostered day off which also falls on a public holiday.

This interpretation states that the appropriate rate for employees who are required to work on a rostered day off which is also a gazetted public holiday is one and a half times double time, being in effect, triple time and more than 3 hours is quadruple time. (Day Workers).



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Leave Deduction

Paid Unpaid






Commissioners Memo 03/02838 dated 18/11/03 - Payment of Overtime on RDO coinciding with Public Holidays

Public Holidays Continuous Shiftworkers Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3)

No deduction Paid N/A Appropriate rate of pay for employees required to work on their rostered day off which also falls on a public holiday.

This interpretation states that the appropriate rate for employees who are required to work on a rostered day off which is also a gazetted public holiday is double the overtime rate, being in effect, triple quadruple time.

Queensland Fire and Rescue Service Interim Award - State 2003


Queensland Fire and Rescue Service Managers Guide - Hours of Duty for Operational Day Staff Clause 6(e)

Public Holidays Day work Station Officers and Firefighters

No deduction Paid N/A In instances where a public holiday falls in a shorter working week, 8 hours will be credited towards the ordinary hours total (i.e. 40 hours) of that week. (Work is not generally required to be performed on public holidays for employees under this arrangement.)Christmas Closure arrangements apply for day workers.

This guide does not apply to shift workers, senior officers, rural fire management officers, day work training crews (SER & BR) & day work fire stations and Building Approval Officers.




Public HolidaysSenior Officers Inspector (old titles FPO3, RFMO3 & Fire Professional Officers FPO3) and Superintendents (old titles FPO4 and RFMO4) and Chief Superintendent. Superintendent (old title Fire Professional Officers FP04 (PP1 - PP3) - application to be made to include in the Award.

Regional Communications Managers FCM (PP1 - PP3)

No deduction Paid N/A If public holiday falls on a day which is normally worked these officers would get the day off.Christmas closure arrangements apply.



Public Holidays (Afcom) Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54)

No deduction Paid N/A Clause 7.6.1 & 7.6.3All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day or- any day appointed under the Holidays Act 1983, to be kept in place of any such holidayfor all employees payment shall be made at the rate of double time and a half for time actually worked with a minimum of 4 hours' payment.

In the case of continuous shift workers employees will be paid for at the rate of time and a half with a minimum of 4 hours.




Memorandum dated 7 July 1998 from Townsville Communications Supervisor

Public Holidays (Afcom) Communications Officers FCO1 (PP1-PP54) & Communications Supervisors (FCO2 (PP1-PP4) Regional Communications Officers FCO1 (PP1-PP54) TOWNSVILLE

No deduction Paid N/A Clause 7.6.1 & 7.6.3All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day or- any day appointed under the Holidays Act 1983, to be kept in place of any such holidayfor all employees payment shall be made at the rate of double time and a half for time actually worked with a minimum of 4 hours' payment.



ALL CONTINUOUS SHIFT WORKERS TOWNSVILLE

Shiftworkers are paid time plus public holiday time if they do not work.Shiftworkers are paid time plus public holiday time plus 1/2 if they do work.

These employees do not receive the additional 8 hours penalty for work performed on the Birthday of the Sovereign as they receive an additional 8 hours in their annual leave entitlement in lieu of public holiday penalties for work performed on this day. However they do receive an additional payment at the half time rate for all hours worked.

REFERENCE - ROTATING LEAVE ROSTER FOR COMMUNICATIONS CENTRES - Clause 3.2 of the Queensland Fire and Rescue Authority Enterprice Partnership Agreement 1997. Townsville are the only communications centre to adopt this provision.

Memorandum dated 7 July 1998 from Townsville Communications Supervisor



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Leave Deduction

Paid Unpaid






No deduction Paid N/A Clause 7.6.2 Labour DayAll employees are entitled to be paid a full day's wage for Labour Day (the first Monday in May) irrespective of the fact that no work may be performed on such day.






No deduction Paid N/A Clause 7.6.5 Employees who do not work Monday to Friday of each week (i.e. non-standard shift workers)

Employees who do not ordinarily work Monday to Friday of each week are entitled to public holidays as follows:a) A full-time employee is entitled to either payment for each public holiday or a substituted day's leave.b) A part-time employee is entitled to either payment for each public holiday or a substituted day's leave provided that the part-time employee would have been ordinarily rostered to work on that day had it not been a public holiday.c) Where a public holiday would have fallen on a Saturday or a Sunday but is substituted for another day all employees who would ordinarily have worked on such Saturday or Sunday but who are not rostered to work on such day are entitled to payment for the public holiday or a substituted day's leave.d) Nothing in this clause confers a right to any employee to payment for a public holiday as well as a substituted day in lieu.



Public Holidays Mechanics

No deduction Paid N/AClause 7.6.1All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day- any day appointed under the Holidays Act 1983, to be kept in place of any such holiday will be paid for at the rate of double time and a half with a minimum of 4 hours.




No deduction Paid N/A Clause 7.6.2 Labour DayAll employees covered by this Award shall be entitled to be paid a full day's wage for labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee shall be paid a full day's wage for that day and in addition a payment for the time actually worked at one and a half times the ordinary rate prescribed for such work with a minimum of 4 hours.




No deduction Paid N/A Clause 7.6.4 Payment when public holiday not workedEmployees shall be entitled to payment for all public holidays where such holidays form part of their ordinary weekly hours of work irrespective of the fact that no work is required to be performed on the public holiday.



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Leave Deduction

Paid Unpaid





Public HolidaysBootmaker/Storeperson

No deduction Paid N/AClause 7.7.1All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day- any day appointed under the Holidays Act 1983, to be kept in place of any such holiday will be paid for at the rate of double time and a half with a minimum of 4 hours.



Public HolidaysBootmaker/Storeperson

No deduction Paid N/A Clause 7.7.2 Labour DayAll employees covered by this Award shall be entitled to be paid a full day's wage for Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983 , to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee shall be paid a full day's wage for that day and in addition a payment for the time actually worked at one and a half times the ordinary rate prescribed for such work with a minimum of 4 hours.



Public HolidaysCarpenter


Clause 7.6.1All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day- any day appointed under the Holidays Act 1983, to be kept in place of any such holiday will be paid for at the rate of double time and a half with a minimum of 4 hours.



Public HolidaysCarpenter

No deduction Paid N/A Clause 7.6.2 Labour DayAll employees covered by this Award shall be entitled to be paid a full day's wage for Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983 , to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee shall be paid a full day's wage for that day and in addition a payment for the time actually worked at one and a half times the ordinary rate prescribed for such work with a minimum of 4 hours.

Queensland Fire and Rescue Service Interim Award - State 2003 Clauses 7.1.2


Queensland Fire Service Workplace Reform Program Memorandum of Agreement Firefighters and Junior Officers 1995Clauses 7.11.2

Leave in Lieu of Full Public Holiday Penalties - 64 hours Firefighters 4th, 3rd, 2nd, 1st Class & Senior Firefighter and Leading Firefighter (FPO1 PP1 - FPO1 PP6) and Station Officers 1, 2, 3 (FPO2 PP1- FPO2 PP3) -Mt Isa

Paid with annual leave entitlement at Mt Isa

Paid 64 hours Clause 7.1.2Continuous shift workers shall be entitled to 64 hours additional leave in lieu of double time and a half for time worked on the public holidays specified in clauses 7.6.1 and 7.6.3 of this Award. Such leave is exclusive of rostered days off according to the roster on which the employee commenced leave.

Clause 7.11.2Under this agreement it was agreed that employees currently receive 1 week 3 days (10 continuous days) extra leave in lieu of Public Holiday penalties for 'work performed' on an average of 8 of the 10 gazetted Public Holidays with the exception of Labour Day. In converting the extra leave in lieu of full Public Holiday penalties to hours, the parties agreed that 1 week and 3 days = 8 working days = 8 x 8 hours = 64 hours.

This is applied at Mt Isa ONLY.

No Public Holiday Penalties.


CONTINUOUS SHIFT WORKERS MT ISA:Shiftworkers are paid extra half time if they work on a public holiday

In the case of Mt Isa, continuous shift workers receive 64 hours additional leave in lieu of double time and a half for time worked on the public holidays specified in clauses 7.6.1 and 7.6.3. However they do receive an additional payment at the half time rate for all hours worked for all public holidays including the Birth of the Sovereign. Memorandum FH000365 15 January 2002.

LEAVE IN LIEU OF FULL PUBLIC HOLIDAY PENALTIES

INDUSTRIAL RELATIONS EDUCATION LEAVE



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Leave Deduction

Paid Unpaid



QFRS Interim Award - 2003Clause 11.5

QFRS Communications Centres Award - State 2003 Clause 11.5

AFCOM QFRS Enterprise Partnership Certified Agreement 2002Clause 2.11

Industrial Relations Education LeaveAll QFRS employees except maintenance and service employees

No deduction Paid N/A Clause 11.5.2 Employees upon application may be granted up to 5 working days (or the equivalent hours) per calendar year (non accumulative) to attend industrial relations education sessions approved by the Commissioner (or delegated authority).

Clause 11.5.3Additional leave (in excess of 5 days) may be granted where approved structured employees' training courses involve more than 5 working days (or the equivalent) and will be subject to consultation between the Commissioner (or delegated authority), the relevant union and the employee.

Clause 11.5.4Upon request and subject to approval by the Commissioner (or delegated authority) employees may be granted paid time off in special circumstances to attend Management Committee Meetings, Union Conferences, and ACTU Congress.

No. This leave applies only to Fire Officers and Regional and AFCOM Communications employees. It does not apply to Maintenance and Service employees ("C" Scale employees).

QFRS Interim Award - 2003Clause 11.5

QFRS Communications Centres Award - State 2003 Clause 11.5

AFCOM QFRS Enterprise Partnership Certified Agreement 2002Clause 2.11

Industrial Relations LeaveAll QFRS employees except maintenance and service employees

No deduction Unpaid N/A Clause 11.5.6At the discretion of the Commissioner (or delegated authority) employees may be granted special leave without pay to undertake work with their union.

No. This leave applies only to Fire Officers and Regional and AFCOM Communications employees. It does not apply to Maintenance and Service employees ("C" Scale employees).



Trade Union Training LeaveCarpenter

No deduction Paid N/A Clause 11.5.1Employees upon application may be granted up to 5 working days on ordinary pay per calendar year (non accumulative) to attend courses or seminars conducted by the Australian Trade Union Training Authority Inc. or by the Union or specific training courses approved and accredited by TUTA.

"Ordinary pay" shall mean at the ordinary weekly rate paid to the employee exclusive of any allowancefor travelling time and fares or shift work.

No. The employee must have at least 12 months uninterrupted service with an employer prior to such leave being granted.


QFRS Communications Centres Award - State 2003

Queensland Fire Service Certified Agreement 1996Clause 3.1

Queensland Fire and Rescue Authority - Communications Centres Average Penalty Rates Certified Agreement 1997Clause 2.2

Emergent LeaveThis leave applies to Fire Officers and Regional and AFCOM Communications employees.

No deduction Paid N/A Three days/shifts Emergent Leave per annum may be granted for these employees on the following bases:a) maximum of three shifts/days per year (non-cumulative)b) sick leave either side of Emergent Leave to be supported by Medical Certificatec) leave to be approved by the Commissioner or their delegate.

No. Emergent Leave is calculated per annum as twelve months from when the first day's leave is taken.

JURY SERVICE & COURT APPEARANCEJury Act 1995

Fire and Rescue Authority Act 1990

Department of Training and Industrial Relations Directive No. 15/99 Court Attendance & Jury Service

QFRS Policy 2037.0

Jury ServiceAll QFRS employees(in an official capacity)

No deduction Paid N/A Special Leave on full pay is granted to officers required to perform jury service

No. Fire Officers on shift work will be required to transfer to day work for the duration of their jury service.

Upon completing jury service or when no longer required, the employee must return to work (travel time permitting) if the jury service does not amount to a whole day from 9am to 5pm.

Where on any day during the period for which time off is granted to attend jury service, the salary of the employee is less than the fee payable for that day, the employee shall be entitled to retain the difference between the salary and the fee.

Notification of relevant jury service details are to be provided on time sheets under leave.


Queensland Fire and Rescue Service Communications Centres Award - State 2003

QFRS Policy2001.0

Court AppearanceAll QFRS employees

No deduction Paid N/A Employees will be released from duty to attend court appearances.

No. Schedule A rule of this policy applies if the officer is required to attend court when they are rostered to work. If the employee is on a Rostered Day Off alternative arrangements such as shift swaps, TOIL or overtime will be made available for the officer to attend Court (Schedule B applies)..

If the officer is on annual leave, the officer will be granted additional leave in lieu.

If QFRS employees appear in an official capacity they shall be entitled to claim travelling allowance for accommodation, meals and incidental expenses from QFRS.

TRADE UNION TRAINING LEAVE

EMERGENT LEAVE

TIME OFF DURING NOTICE PERIOD



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Leave Deduction

Paid Unpaid



Engineering Award - State - 2002Clause 4.7.4Clause 4.9.4

Time off during Notice Period - Mechanics

No deduction Paid N/A TerminationAn employee shall be allowed up to one day's time off without loss of pay for the purpose of seeking other employment.RedundancyIn the case of redundancy, an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

No Does not apply to employees under the QFRS Interim Award 2003 or QFRS Communications Centres Award - State 2003 .

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003Clause 4.7.3Clause 4.9.4

Time off during Notice Period Bootmaker/Storeperson

No deduction Paid N/A TerminationAn employee shall be allowed up to one day's time off without loss of pay for the purpose of seeking other employment.RedundancyIn the case of redundancy, an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

No


Time off during Notice PeriodCarpenter

No deduction Paid N/A In the case of redundancy, an employee shall be allowed up to one day's time off without loss of pay during each week of notice for the purpose of seeking other employment.

No

Queensland Fire and Rescue Service Interim Award - State 2003 Clause 6.2.2 (b) Rest period between shifts

QFRS Communications Centres Award - State 2003 Clause 6.2.2 (b) Rest period between shifts


Afcom- Firecom Brisbane Enterprise Partnership Certified Agreement 2004


Fatigue Leave This leave applies to Fire Officers and Regional and AFCOM Communications employees.

No deduction Paid N/A If an employee is instructed to continue or resume work without receiving 10 consecutive hours off duty, the employee will be paid double time until the employee is released from duty for 10 consecutive hours without loss of pay for ordinary working time during such absence.

This clause does not apply where the employee is recalled to work overtime and actually works not more than 2 hours overtime.

This clause does not apply where the period between ordinary rostered shifts is 10 hours or less.**

No ** Officers on night shift who only get a rostered 10 hour break do not get double time if they don't get the 10 hour break due to overtime being worked. Does not apply when the break between is 10 hours or less (e.g. 8 hours) e.g. night shift/day shift.

Engineering Award - State - 2002Clause 6.6.9


Fatigue Leave Mechanics

No deduction Unpaid/Paid N/A An employee who works so much overtime between the termination of the ordinary work on one day and the commencement of the ordinary work on the next day that the employee has not had at least ten consecutive hours off duty between those times shall be released after completion of such overtime until the employee has had ten consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

If on the instruction of the employer such an employee resumes or continues work without having had ten consecutive hours off duty then the employee shall be paid double rates until released from duty for such period and shall then be entitled to be absent until the employee has had ten consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

No This clause shall apply in the case of shift workers who rotate from one shift to another as if 8 hours were substituted for ten hours when overtime is worked:a) for the purpose of changing shift rosters; orb) where a shift worker does not report for duty; orc) where a shift is worked by arrangement between the employees themselves.

FATIGUE LEAVE



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Leave Deduction

Paid Unpaid



Building Trades Public Sector Award - State 2002Clause 6.3.9


Fatigue Leave Carpenter

No deduction Unpaid/Paid N/A When an employee shall have worked continuously (except for meal breaks) for 20 hours, the employee shall have a break of at least 12 hours before again starting work.An employee who works so much overtime between the termination of the employee's ordinary work on one day and the commencement of the employee's ordinary work on the next day that the employee has not at least 10 consecutive hours off duty between those times shall be released after completion of such overtime until the employee has had 10 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.If on the instructions of the employer such an employee resumes or continues work without having had such 10 consecutive hours off duty, the employee shall be paid double rates until the employee is released from duty for such period until the employee has had 10 consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

No

Queensland Fire and Rescue Service Interim Award - State 2003;Queensland Fire and Rescue Service Communications Centres Award - State 2003;Engineering Award - State 2002;Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003;Building Trades Public Sector Award - State 2002


Cultural LeaveAll employees of QFRS

Debited against TOIL, banked or accrued days, accrued recreation leave or taken as unpaid leave; oraccessed through shift swaps.

Paid/Unpaid An employee who is required to fulfil cultural commitments or obligations which are recognised as part of their identified or adopted culture, may be granted up to a maximum of 5 working days leave (paid or unpaid) per annum or 10 days in a 2 year period.

N/A Approval of special leave for cultural reasons is subject to Departmental convenience.

CULTURAL LEAVE



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Leave Deduction

Paid Unpaid




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Agency Agency name

Cluster






Description The description of the allowanceLocation Specific

Valid Code: Yes, NoSpecific to a geographical location

Workplace Specific


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Variation Code

Office Use only: Identifies changes made by Agency:CA - Change (Agency)DA - Delete (Agency)NA - New (Agency)NW - New (Whole-of-Government)CW - Change (Whole-of-Government)DW - Delete (Whole-of-Government)Maintenance performed on templates by Awards template due to legislative changes, errors etc:CM - Change (Maintenance - Agency)NM - New (Maintenance - Agency)DM - Delete (Maintenance - Agency)CG - Change (Maintenance - Whole-of-Government)NG - New (Maintenance - Whole-of-Government)DG - Delete (Maintenance - Whole-of-Government)




issues



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Industrial Award Reference / Source

Directive / Circular Description Location


Table Driven Amount

Units Recurring or One-off Calculation- Rate Method Value

Divisible

Taxable / Non Taxable




Included in O/T and Penalties rate


Included in Cash Equiv ratecalculation


Superannuable Interpretation or unique requirements

Queensland Fire and Rescue Service Interim Award - State 2003Clause 5.5 and Clause 6.1

Ordinary Hours for Firefigthers, Station Officers (Full Time, Part Time and Temporary employees)

No Yes Yes Hours Recurring Base hourly rate x Hours No Taxable Gross Yes No Yes No Yes Yes Yes Award

Clause 5.5 Payment of Wages

5.5.1 Payment of wages shall be made fortnightly

5.5.2 Wages shall be paid by electronic fund transfer or direct deposit to employee's nominated account unless otherwise agreed between the employand the employee concerned.

Clause 6.1 Hours of Work

6.1.1 Ordinary hours

The ordinary hours of work are an average of 40 per week over a roster cycle, to be worked in accordance with the following:

(a) excluding a mutual agreement all ordinary hours are to be worked continuously (exclusive of unpaid meal breaks) within a minimum of 8 hours and a maximum of 14 hours per day.

(b) ordinary hours of work may be performed on any 5 days out of 7 consecutive days or on any 10 days out of 14 consecutive days. Wherever practicable days off should be taken consecutively; and

(c) A continuous shift work roster provides for a minimum of 8 hours break between the finish of ordinary hours on one day and the commencement of ordinary hours on the next day.

Queensland Fire and Rescue Service Interim Award - State 2003Clause 5.5 and Clause 6.1

Ordinary Hours for Building Approval Officer BA01 and BA02 (Full Time, Part Time and Temporary employees)








(a) excluding a mutual agreement all ordinary hours are to be worked continuously (exclusive of unpaid meal breaks) within a minimum of 8 hours and a maximum of 14 hours per day.



Queensland Fire and Rescue Service Interim Award - State 2003Clause 5.5

Queensland Fire and Rescue Service - Certified Agreement 2006 Clause 7.7.1

Ordinary Hours for Inspectors, Superintendents and Chief Superintendents, (Full Time, Part Time and Temporary employees)





CA 2006 Clause 7.7.1

Standard hours of work will consist of 38 hours per week. Both Senior Officers and their managers are to maintain a 'position' focus rather than a 'hours' focus in the performance of duties and functions. The effective management of working hours and responsibilities will be planned in consultation with the employee's manager. Planned hours are in recognition that most positions need flexibility with starting and ceasing times to satisfy work responsibilities, for example, positions that require flexible arrangements for contact with Auxiliary Firefighters.

QFRS ALLOWANCES

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Queensland Fire and Rescue Service Interim Award - State 2003Clause 5.5

Queensland Fire and Rescue Service - Certified Agreement 2006 Clause 9.1 Clause 9.3

Ordinary Hours for Rural Fire Management Officers Level 1 and Level 2 (Full Time, Part Time and Temporary employees)

No Yes Yes Hours Recurring Base hourly rate x Hours No Taxable Gross Yes No Yes No Yes Yes Yes CA 2006 - Clause 9.3 Award Coverage for Rural Fire Management Officers

9.3.1 - Effective from 1 August 2003 the provisions of the Queensland Frie and Rescue Service Interim Award - State 2003 and subsequest certified agreements where they supersede this Award, will apply to Rural Fire Management Officers.

9.3.2 Rural Fire Management Officers will retain a 38 hour week and as such will not be entitles to payment of a 38 hour week allowance.

9.3.3 During the life of this Agreement, the parties agree to make application to have Rural Fire Management Officers covered by the Queensland Fire and Resce Service Interim Award State 2003.

CA 2006 Clause 9.1 Hours of Work


The hours of work will be nominally 304 hours in an eight (8) week period. These hours will be worked on ten(10) days out of each 14-day period with an average of 7.6 hours worked per day managed flexibly.

Interim Award 2003



5.5.2 Wages shall be paid by electronic fund trnsfer or direct deposit to employee's nominated account unless otherwise agreed between the employer and the employee concerned.

Queensland Fire and Rescue Service Communications Centres Award - State 2003Clause 5.6 and Clause 6.1

Ordinary Hours for Communication Officers, Communication Supervisors and Communications Managers (Full Time, Part Time and Temporary employees)








(a) exlcuding a mutual agreement all ordinary hours are to be worked continuously (exclusive of unpaid meal breaks) within a minimum of 8 hours and a maximum of 14 hours per day.



Engineering Award - State 2002Clause 5.6.2Clause 6.4

Ordinary Hours (Full Time, Part Time and Temporary employees)

No Yes Yes Hours recurring Base Hourly rate x hours No Taxable Gross Yes No Yes No Yes Yes Yes Engineering Award

Clause 5.6 Payment of Wages5.6.2 Wages may be paid weekly or fortnightly in cash or electronic funds transfer directly into an employee's nominated account in a financial institution, with no more than 2 days' pay being held in arrears at any one time. ( These employers are paid fortnightly by electronic funds transfer).

6.4 Hours of work

6.4.1 day workers - Subject to clause 6.2 (implementation of 38 hour week), and subject to the exceptions provided, the ordinary hours of work shall be an average of 38 per week, to be worked on the following bases:

38 hours within a work cycle not exceeding 7 consecutive days; or76 hours within a work cycle not exceeding 14 consecutive days; or114 hours within a work cycle not exceeding twenty-one consecutive days; or152 hours within a work cycle not exceeding 28 consecutive days

(this is administered 38 hours per week or 76 hours per fortnight)



No Yes Yes Hours recurring Base Hourly rate x hours No Taxable Gross Yes No Yes No Yes Yes YesAward 6.1 Hours6.1.1Subject to clause 6.1.5, and to the exceptions herein after provided, the ordinary hours of work will be an average of 38 hours per week, to be worked on one of th following bases:

38 hours within a cycle not exceeding 7 consecutive days; or76 hours within a work cycle not exceeding 14 consectutive days; or114 hours within a work cycle not exceeding 21 consecutive days; or152 hours within a work cycle not exceeding 28 consecutive days.

(this is administered 38 hours per week or 76 hours per fortnight and paid electronically in to the employees bank account)



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Building Trades Public Sector Award - State 2002Clause 6.1


No Yes Yes Hours recurring Base Hourly rate x hours No Taxable Gross Yes No Yes No Yes Yes Yes Award 6.1 Hours6.1.1 Subject to clause 6.1.8(working of a 38 hour week), and to the exceptions herein after provided, the hours of work will be an average of 38 hours per week, to be worked on one of th following ways:

38 hours within a cycle not exceeding 7 consecutive days; or76 hours within a work cycle not exceeding 14 consectutive days; or114 hours within a work cycle not exceeding 21 consecutive days; or152 hours within a work cycle not exceeding 28 consecutive days.

(this is administered 38 hours per week or 76 hours per fortnight and paid electronically in to the employees bank account)

Qld Fire & Rescue Service Communications Centres Award - State 2003

AFCOM Brisbane EPA1997 ,Clause 4.9 (5)

Meal allowance - Course of instruction

No No Yes Units One-off $9.60 No Non Taxable

N/A No No No No No Yes No Where meals are not provided during attenance at a course of instruction (at another location) a meal allowance of $9.60 for each meal shall be paid.

Qld Fire & Rescue Service Communications Centres Award - State 2003 Clause 5.4.2 (a) Clause 5.4.2 (b) Clause 5.4.2 ©

General Ruling 18 June 2004 - Effective 1 July 2004

Meal allowance - overtime No No Yes Units One-off $9.60 No Non Taxable

N/A No No No No No Yes No (a) An employee required to work overtime for more than one hour immediately before or after the employee's fixed or recognised working hours shall be provided with either a meal or an allowance of $9.60.(b) Where an employee has provided a meal, after having received due notification to work overtime and is subsequently not required to work overtime, the employee shall be entitled to a payment of $9.60 for such meal.(c) Employees recalled for duty during any normal mealtime in off-duty hours shall be paid a meal allowance of $9.60 for each such recall:For the purposes of this clause only, normal meal times shall be deemed to be 7.00am to 8.00am, 12.00pm to 2.00pm and 5.30pm to 7.00pm each day.


AFCOM Brisbane EPA1997,Clause 4.10 (2)

Interrupted meal break allowance

Yes No Yes Units One-off $7.80 per instance No Taxable Gross No No No No No Yes No Provision applies where an employee is called back to duty during a meal break and as a result is required to dispose of a meal they were eating. They are reimbursed the $7.80 allowance for the meal. (AFCOM only)



Meal Allowance where an employee is unable to take a meal break, or has an interrupted meal break

Yes Yes Units One-off $9.60 No Taxable Gross No No No No No Yes No Clause 8.1.3 of QFRS CA 2006 For Communications Centre Employees where an employee is unable to take, or is recalled to duty before the completion of, the meal break they shall be paid a meal allowance of $9.60. Such allowance is to be adjusted from time to time in accordance with General Rulings of the Queensland Industrial Relations Commission.

Clause 8.1.4 of QFRS CA 2006 Employees recalled to duty shall be allowed to complete the meal break once the interruption is over.




N/A No No No No No Yes No (a) An employee required to work overtime for more than one hour immediately before or after the employee's fixed or recognised working hours shall be provided with either a meal or an allowance of $9.60.(b) Where an employee has provided a meal, after having received due notification to work overtime and is subsequently not required to work overtime, the employee shall be entitled to a payment of $9.60 for such meal.(c) Employees recalled for duty during any normal mealtime in off-duty hours shall be paid a meal allowance of $9.60 for each such recall:For the purposes of this clause only, normal meal times shall be deemed to be 7.00am to 8.00am, 12.00pm to 2.00pm and 5.30pm to 7.00pm each day.



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N/A No No No No No Yes No Clause 6.7.2(a) Where overtime is to be worked immediately after the completion of ordinary work on a day or shift and the period of overtime is to be more than one and a half hours, an employee is entitled to commence a rest break of 30 minutes to be paid at the ordinary time rate, within one and a half hoursceasing such ordinary time work.(b) An employee working overtime must be allowed a rest/meal or crib break of 30 minutes without deduction of pay after each further 4 hours of overtime worked (after the first one and a half hours of such overtime worked as referred to in (a) above if the employee is to continue work after such break.Clause 6.8.1An employee other than an employee living in camp who is required to continue work after the usual ceasing time for more than one and a half hours shall be supplied with a reasonable meal at the employer's expense, or be paid a meal allowance of $9.60 in lieu.Clause 6.8.2If the employee continues to work overtime the employee shall after the completion of each further 4 hours' overtime worked be supplied with an additional meal at the employer's expense, or be paid $9.60 in lieu of such additional meal.Clause 6.8.3When an employee has provided themselves with customary meals because of receipt of notice of intention to work overtimethe employee shall be entitled to an allowance of $9.60 for each meal so provided in the event of the work not being performed, or ceasing before the respective meal times.

Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003Clause6.4



N/A No No No No No Yes No Clause 6.4.4Employees called upon to work overtime for more than one hour after the usual finishing time, will be allowed at least 30 minutes for a meal and will in addition to any overtime payable be allowed $9.60 for a meal, or will be supplied by the employer with a reasonable meal in lieu of such payment.




N/A No No No No No Yes No Clause 6.3.5(a) Any employee required to work overtime on a Saturday or Sunday beyond the fifth hour of such overtime, shall be entitled to an unpaid meal break of thirty minutes.(b) Should the employee be required to continue such overtime beyond 9 hours, the employee shall be entitled to a further break of 30 minutes for whno deduction of pay shall be made.(c) After each further 4 hours of overtime, the employee shall be entitled to a 45 minute break for which no deduction of pay shall be made, provided that the employee is required to continue working thereafter.(d) The employer shall supply a reasonable meal at the employer's expense at all paid breaks, which are herein prescribed or pay an allowance of $9.60 in lieu thereof.

Qld Fire Service Interim Award - State 2003

Qld Fire & Rescue Service Communictions Centres Award - State 2003

Qld Fire & Rescue Service CA 2006Clause 9.3.2 Rural Fire Management OfficersClause 7.7 Hours of Work

AFCOM Interim CA 1999,Clause 9

Qld Fire & Rescue Service EPA 2003 ,Clause 9.1.4

38 hour week allowance No No Yes F'Night Recurring (Base + Shift) x 80 76 - (Base + Shift)

No Taxable Gross Yes No No Yes Yes Yes No Clause 9.1.4 Clause 9.3.2 of QFRS CA 2006RFMO's are not entitled to payment of the 38 hour week allowance as they work a true 38 hour week.

Fire Protection Officers 3, Rural Fire Management Officers 3, Fire Professional Officers (Scientific Officers) 3 translate to Inspector under the new Senior Officers structure as per the QFRS CA 2006 and will work a 38 week and will not be entitled to the 38 hour week allowance.

Fire Protection Officers 4 and Rural Fire Management Officers 4 translate to Superintendent under the new Senior Officers structure as per the QFRS CA 2006 and will work a 38 week and will not be entitled to the 38 hour week allowance.

Regional Comms use Firefighter Formula.


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 8.2

AFCOM - Firecom Brisbane EPCA 2004Schedule 1

38 hour week allowance Yes AFCOM

No Yes F'Night Recurring Fortnightly base rate + 30% x 4 hours 76 hours

Clause 8.2.1 of QFRS CA 2006As from the certification of the Agreement all new Officers and Supervisors in the Brisbane Fire Communictions Centre will use the same formula as all other parts of QFRS for the purpose of calculating the 38 Hour Week Allowance. (That is (Base + Shift) x 80 76 - (Base + Shift)

Taxable Gross Yes No No Yes Yes Yes No AFCOM calculation.Regional Comms use Firefighter Formula.No Casuals get the 38 hour week allowance.

Clause 8.2.2 of QFRS CA 2006Current Communication Officers and Supervisors in the Brisbane Fire Communications Centre will continue to use their current formula for calculating their 38 Hour Week Allowance for the life of this Agreement.As from 1 July 2009 the formula for the 38 Hour Week Allowance for these officers will be the same as the calculation used by the remainder of QFRS.



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Qld Fire and Rescue Service Interim Award - State 2003;

Queensland Fire and Rescue Authority Communications Centres Award - State 2003;

Qld Fire & Rescue Authority - EPA 1999 ,Appendix 1

Qld Fire & Rescue Service EPA 2003 ,Clauses 5.1.3, 5.1.4, 9.1.4

AFCOM - FIRECOM Brisbane Enterprise Partnership Certified Agreement 2004Schedule 1

38 hour week allowance No No Yes F'Night Recurring (Base + Shift) x 80/76 - (Base + Shift)

(Fortnightly base rate + 30% x 4 hours)/76


Qld Fire & Rescue Service Communications Centres Award - State 2003 ,Clause 4.4.2Clause 6.2.1(b)

AFCOM Brisbane EPCA 1997 Clause 4.2(4)

Departmental correspondence 24 March 2006

Memorandum dated 24 April 2007, Refernece No: 07/01265, QFRS Casual Communication Officer Rate of Pay

Casual Communication Officers Rate of Pay Agreement In Principle

Ordinary Hours - Casual - 23%

No No Yes Hours Recurring (base + shift and weekend penalties) x 23% divided by 76 = hourly rate

No Taxable Gross No No Yes N/A No No Yes Each engagement will stand alone with a minimum payment of 2 hours work for each engagement.Casual employees will not be entitled to divisonal and locality allowances.This rate of pay for casuals will be effective week beginning 17 April 2006.Casuals do not get 38 hour week allowance.Casuals have no paid absences except long service leave.

Calculation for overtime payments are made on the base rates of pay.

Agereement in Principle is in force from 4 December 2006

After 4 December any employee who breaks their continuity of service (a break of more than 3 months) and who subsequently rejoins the service as a Casual Communications Officer will be paid the new formula.

Employee classified at FCO1-4, as of 1 October 2006, will continue to have their rates of pay calculated on the current formula until such time as they progress to higher level or until a new EB is certified.

The QFRS is committed to reviewing FCO1-4 rates of pay during the next round of EB negotiations.

The conditions of the Agreement in Principle will not be applicable to any other class of employee.



No No Yes Hours Recurring base hourly rate +23% No Taxable Gross No No Yes N/A No No Yes This loading is not an all-purpose payment.

On each occasion a casual employee is required to attend work, the employee is entitled to payment for a minimum of 3 hours' work.Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003Clause 4.3


No No Yes Hours Recurring base hourly rate +23% No Taxable Gross No No Yes N/A No No Yes A casual employee may be engaged on boot or shoe repair work only.



No No Yes Hours Recurring base hourly rate +23% No Taxable Gross No No Yes N/A No No Yes

Queensland Fire and Rescue Service Interim Award - State 2003 Clause 7.1.7

Queensland Fire and Rescue Service Certified Agreement 2006Clause 4.5.2Qld Fire & Rescue Authority, Commercial Activities CA 2001 ,Clause 2.1Qld Fire & Rescue Service - EPA 2003,Clause 5.10.2

Commercial Activities services

No No Yes Hours One-off $31.15 $34.48 per hour (for allclassification levels) effective 1/7/06

No Taxable Gross No No No No No Yes No Clause 4.5.2 of QFRS CA 2006The hourly rate of remuneration, as specified in clause 2.1 of the Queensland Fire and Rescue Authorityh Commercial Activities Certified Agreement 2001, will increase to $34.48 per hour effective from 1 July 2006. Thereafter, hourly rates of remuneration will be tied to 1.5 times the base rate for Leading Firefighters.

• Payment for employees engaged in the delivery of commerical activity services to external paying clients outside of ordinary hours of duty• Such payment shall be deemed to include any travelling time associated with the commercial activity from the nominated start location to the associated service delivery point. • Payment shall not be less than the equivalent of 2 hours work for each engagement.

Clause 7.1.7 of Queensland Fire and Rescue Award 2003 - Each employee is entitled to core annual leave and accrued time off in each year of employment. Where an employee is recalled to work to undertake commercial activities the maximum number hours available are 104.3572 per annum which is the accrued time component.



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Qld Fire & Rescue Authority, Commercial Activities CA 2001 ,Clause 2.1

Commercial Activities services - public statutory holidays under the Holidays Act 1983

No no Yes Hours One-off hourly rate + 50 % loading per hour for each hour worked

No Taxable Gross No No No No No Yes No • Payment for employees engaged in the delivery of commerical activity services to external paying clients outside of ordinary hours of duty.• All commercial activity work performed in a District on a day for which a holiday is gazetted under the Holidays Act 1983 shall be paid the hourly rate plus an additional fifty (50) percent loading per hour for each hour worked on that day.• Such payment shall be deemed to include any travelling time associated with the commercial activity from the nominated start location to the associated service delivery point. • Payment shall not be less than the equivalent of 2 hours work for each engagement.

Clause 4.5.2 of QFRS CA 2006The hourly rate of remuneration, as specified in clause 2.1 of the Queensland Fire and Rescue Authorityh Commercial Activities Certified Agreement 2001, will increase to $34.48 per hour effective from 1 July 2006. Thereafter, hourly rates of remuneration will be tied to 1.5 times the base rate for Leading Firefighters.

Clause 7.1.7 of Queensland Fire and Rescue Award 2003 - Each employee is entitled to core annual leave and accrued time off in each year of employment. Where an employee is recalled to work to undertake commercial activities the maximum number hours available are 104.3572 per annu

Queensland Fire and Rescue Service Interim Award - State 2003 Clause 7.1.7

Qld Fire & Rescue Authority, Commercial Activities CA 2001 ,Clause 2.1

Commercial Activities services - reasonable travelling time

No no Yes Hours One-off $31.15 $34.48 per hour (for allclassification levels)

No Taxable Gross No No No No No Yes No Where the total time spent travelling to and from the course or commercial activity exceeds two hours, reasonable travelling time shall also be paid for at the hourly rate provided for in this Agreement for the time travelled in excess of two hours.

Clause 4.5.2 of QFRS CA 2006The hourly rate of remuneration, as specified in clause 2.1 of the Queensland Fire and Rescue Authorityh Commercial Activities Certified Agreement 2001, will increase to $34.48 per hour effective from 1 July 2006. Thereafter, hourly rates of remuneration will be tied to 1.5 times the base rate for Leading Firefighters.

Clause 7.1.7 of Queensland Fire and Rescue Award 2003 - Each employee is entitled to core annual leave and accrued time off in each year of employment. Where an employee is recalled to work to undertake commercial activities the maximum number hours available are 104.3572 per annum which is the accrued time component.

Qld Fire and Rescue Service Interim Award - State 2003,Clause 8.1.1

Qld Fire & Rescue Authority, Commercial Activities CA 2001,Clause 2.2

Commercial Activities services - travelling allowance

No no Yes One-off Motor Vehicle Allowance Directive 7/05 8/06

No Taxable Gross No No No No No Yes No Where employees are required to utilise their own vehicle to perform duties associated with commercial activities, the provisions of the Queensland Fire Service Interim Award – State 2003 Clause 8.1.1 will apply.

Qld Fire and Rescue Service Interim Award - State 2003Clause 5.4.3

Queensland Fire and Rescue Service - CA 2006Clause 6.4.1

Qld Fire & Rescue Services - EPA 2003,Clause 5.2

Aerial Drivers allowance -Certified operators of TAPs and AerialAppliances < 25 metres

Yes Yes Yes Weeks Recurring $5.80 $6.20 per week (effective 1/9/2005 1/9/2006)

Yes Taxable Gross Yes No No No No Yes Yes Allowance payable to QFRS officers who operate TAPs and Aerial. Allowance only paid to officers while they are stationed at stations with these appliances. Where an officer is re-located to a station where these competencies are not required the allowance will be continued until the date of annual recertification.

(Only paid to firefighters FPO1 not FPO2, 3 or 4)

Clause 6.6 of QFRS CA 2006 - State Wage Case DecisionsTelescopic Aerial Pumper, Aerial Appliance and other trade allowances relating to how workk is performed will be adjusted in accordance with State Wage Case Decisions or General Rulings handed down by the QIRC. Adjustments will take effect on the operative date of such decisions.


Queensland Fire and Rescue Service - CA 2006Clause 6.4.1

Qld Fire & Rescue Services - EPA 2003,Clause 5.2

Aerial Drivers allowance -Certified operators of TAPs and AerialAppliances 25 metres and above

Yes Yes Yes Weeks Recurring $29.10 $31.20per week (effective 1/9/2005 1/9/2006 )

Yes Taxable Gross Yes No No No No Yes Yes Allowance payable to QFRS officers who operate TAPs and Aerial. Allowance only paid to officers while they are stationed at stations with these appliances. Where an officer is re-located to a station where these competencies are not required the allowance will be continued until the date of annual recertification.

(Only paid to firefighters FPO1, not FPO2, 3 or 4)

Clause 6.6 of QFRS CA 2006 - State Wage Case DecisionsTelescopic Aerial Pumper, Aerial Appliance and other trade allowances relating to how workk is performed will be adjusted in accordance with State Wage Case Decisions or General Rulings handed down by the QIRC. Adjustments will take effect on the operative date of such decisions.


Queensland Fire and Rescue Service Communications Centres Award - State 2003Clause 6.5.1

Queensland Fire and Rescue Service Certified Agreement 2006Clause 4.4 NightShift Allowance

Qld Fire & Rescue Service - EPA 2003 ,Clauses 5.1.3, 5.1.4, 5.6.1

Night shift allowance No No Yes Hours Recurring Clause 4.4.1 of QFRS CA 2006The 15% Night Shift Allowance will be paid in accordance with the formula:16.33 hours (average night shift per week) x 15% = 2.45 hours2.45 hours/38 = 6.45% of base rate

No Taxable Gross Yes No No No No Yes Yes NoYes Night shift means a shift where a majority of ordinary hours fall between the hours 6.00pm & 6.00am.Firefighters, Station Officers,and Communications Officers & Rural Fire Management Officers Levels One and Two are paid a recurring night shift component of pay instead of night shift allowance rates calculated on actual hours of night shifts worked from week to week paid as "Shift Allowance" on a fortnightly basis.Senior Officers receive a 20% Allowance which recognises out of work hours, call back and on-call requirements and work at nights and on weekends. This allowance applies to Fire Officers Level Three and Level Four and Rural Fire Management Officers Level Three.

(Correct currently but subject to EB Negotiations for Night Shift)



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Qld Fire & Rescue - EPA 2003,Clauses 5.1.3, 5.1.4, 5.2.3


Queensland Fire and Rescue Authority Rural Fire Service Certified Translation Agreement 1998Clause 3.1

Night shift component of Total rates for: Firefighters Station Officers Rural Fire Management Officers

No no Yes Hours Recurring Clause 4.4.1 of QFRS CA 2006The 15% Night Shift Allowance will be paid in accordance with the formula:16.33 hours (average night shift per week) x 15% = 2.45 hours2.45 hours/38 = 6.45% of base rate

16.33 hours per week x the applicable night shift hourly rate

(Currently the night shift hourly rate is $1.48 per hour effective 1/9/2005 - Clause 5.2.3 of the QFRS EPA 2003)

No Taxable Gross Yes No No N/A Yes Yes Yes (Occupational Super)

Firefighters, and Station Officers & Rural Fire Management Officers are paid a recurring night shift component of pay instead of night shift allowance rates calculated on actual hours of night shifts worked from week to week.

The averaged loading is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation provided that the averaged loading will be paid in lieu of, and not in addition to, the usual 17.5% annual leave loading.

(Correct currently but subject to EB Negotiations for Night Shift)

Qld Fire and Rescue Authority Communications Centres Award - State 2003Clause 6.5.1


QFRA Communications Centres Average Penalty Rates Certified Agreement 1997 ,Clause 2.1

Qld Fire & Rescue - EPA 2003,Clause 5.1.3, 5.1.4, 5.2.3

Night shift component of Total rates for: Communications Officers

No no Yes Hours Recurring Clause 4.4.1 of QFRS CA 2006The 15% Night Shift Allowance will be paid in accordance with the formula:16.33 hours (average night shift per week) x 15% = 2.45 hours2.45 hours/38 = 6.45% of base rate16.33 hours per week x the applicable night shift hourly rate

(Currently the night shift hourly rate is $1.48 per hour effective 1/9/2005 - Clause 5.2.3 of the QFRS EPA 2003)


Communications Officers are paid a recurring night shift component of pay instead of night shift allowance rates calculated on actual hours of night shifts worked from week to week.The averaged loading is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation provided that the averaged loading will be paid in lieu of, and not in addition to the usual 17.5% annual leave loading.

(Correct currently but subject to EB negotiations for Night Shift)

Qld Fire and Rescue Service Interim Award - State 2003Clause 6.5.

Queensland Fire and Rescue Service - Certified Agreement 2006Clause 9.2 RuralFlexibility AllowanceClause 9.3 Award Coverage for Rural Fire Management Officers

Queensland Fire and Rescue Authority Rural Fire Service Certified Translation Agreement 1998Clause 3.1

Night shift component of Total rates for: Rural Fire Management Officers Level 1 and Level 2

No no Yes Hours Recurring Clause 9.2.1 Rural Fire Management Officers Level 1 will receive a Rural Flexibility Allowance Level 1 of 27.87% to compensate these officers for working on nights and weekends (this replaces the weekend and night shift penalty allowances).

Clause 9.2.2 Rural Fire Management Officers Level 2 will receive a Rural Flexibility Allowance Level 2 of 30% to compensate these officers for working at nights and weekends. The Rural Flexibility Allowance Level 2 also buys out the 2.5% Special Flexibility Allowance, as specified in the Queensland Fire and Rescue Service Enterprise Partnership Agreement 2003.


The averaged loading is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation provided that the averaged loading will be paid in lieu of, and not in addition to, the usual 17.5% annual leave loading. ????????????????? Look at the intent of Part 3 -Translation to 'Total' Rates of the Queensland Fire and Rescue Authority Rural Fire Service Translation Agreement 1998 - (Waiting for advice from Michelle Swindells)

Clause 9.3.1 of QFRS CA 2006 - Effective from 1 August 2003 the provisions of the Queensland Fire cand Rescue Service Interim Award - State 2003 and subsequent Certified Agreements where they supersede this Award, will apply to Rural Fire Management Officers.



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Clause 4.4.1 District Allowance Northern Division Eastern District

Yes No Yes F'Night Recurring $2.10 per fortnight Yes Taxable Gross Yes No Yes No??

Yes Yes No??


District Allowance Northern Division Western District

Yes No Yes F'Night Recurring $6.50 per fortnight Yes Taxable Gross Yes No Yes No Yes Yes No??

Qld Fire Service Interim Award - State 2003,Clause 5.3.5

District Allowance - Mackay Division


Qld Fire Service Interim Award - State 2003,Clause 5.3.5

District Allowance - Southern Division, Western District


Qld Fire & Rescue Service Communications Centres Award - State 2003 , Clause, 4.4.8, 5.3.4

AFCOM Brisbane EPA 2004

District Allowance - Northern Division, Eastern District


Casual employees are not entitled to devisional and locality allowances


AFCOM Brisbane EPA 2004

District Allowance - Northern Division, Western District



Qld Fire & Rescue Service Communications Centres Award - State 2003, Clause, 4.4.8, 5.3.4











































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Queensland Fireand Rescue Service Interim Award - State 2003,Clause 5.4.1

QFRA Memorandum June1998

Directive 19/99 Locality Allowances

Mount Isa Locality Allowance (includes FPOs, BAOs, & Maintenance & Service Employees)

Yes No Yes F'Night Recurring $91.60 $95.30 per fortnight effective 1/7/06

Yes Taxable Gross Yes No No No No Yes No

Qld Fire & Rescue Service Communications Centres Award - State 2003, Clause 5.4.1

Mount Isa Locality Allowance(Communications Officers/Supervisors/Managers)

Yes No Yes F'Night Recurring $91.60 $95.30 per fortnight effective 1/7/06

Yes Taxable Gross Yes No No No No Yes No

Queensland Fireand Rescue Service Interim Award - State 2003



Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003


Queensland Fire and Rescue Services - Certified Agreement 2006Clause 4.7

Industrial RelationsMemorandum 24 April 1998 - Allowances for QFRA Staff at Mt Isa

Mt Isa - Isolated Housing/Rental Assistance

Yes No Yes F'Night Recurring ?????????????? $90.90 effective 1/7/06

? ? ? ? ? ? ? ? ? ? Queensland Fire and Rescue Service - Certified Agreement 2006Clause 4.7An increase of 4% effective from 1 July 2006 to the isolated housing/rental assistance allowance within Mt Isa, with further 4% increases on 1 July 20and 1 July 2008. These increases will be for the life of the Agreement or until the Department of Emergency Services Remote and Rural policy is implemented, whichever occurs first, provided Mt Isa employees are not disadvantaged by the implementation of the Departmental Policy.

Queensland Fire and Rescue Service Interim Award - State 2003,Clause 5.4.4

Qld Fire & Rescue Service CA 2006Clause 4.6.6

Qld Fire & Rescue Service - EPA 2003 ,Clause 6.4.3

Asst. Com's Directive(02/2003) On-Call Rostering of District Staff During Annual Fire Season.

Firefighters & Station Officers FPO1 - FPO4 (provisions do not apply to employees appointed (in cluding temporary appointments) to the FPO5 classification level.

On Call - whole of a rostered day off or public holiday

No No Yes Hours One-off 95% of hourly rate of (the employee's hourly rate or the hourly rate of the Classification Level FPO2, Pay Point 1, whichever is higher) based on a 40 hour week & calculated to the nearest 5c.

No Taxable Gross No No No No No Yes No Any overtime paid shall be in addition to the on-call allowance

Clause 4.6.6 of QFRS CA 2006The 2.5% Special Flexibility Allowance will apply to Firefighters and Station Officers with Level Two Technical Rescue taining, and employees at BA/Hazmat Brisbane working 24 hour shift work. The Special Flexibility Allowance will compensate these employees for on-call arrangements.

QFRS CA 2006Clause 6.5.1 ▪ The current loading of 15.7% paid to Building Approval Officers (BAOs) will be increased to 20%. This increase recognises BAOs being available to be rostered on-call for an average of one week in four, as specified in Clause 6.5.2 for duties commensurate with the skills possessed. BAOs will also retain the 2.5% Special Flexibility Allowance currently paid to that functional role.The increased loading will be effective on and from the date on which the first wage increase takes affect.Clause 6.5.2 ▪ BAOs will be required to be on-call for an annual average of one week in every four weeks (thirteen weeks kper year). No extra remuneration is payable for responses while an Officer is rostered on-call.BAOs required to be on-call for more than the averaged one week in every four weeks will be paid an on-call allowance in accordance with section 5.4.4 of the QFRS Interim Award - State 2003.Clause 6.5.4 for BAOs and Clause 7.10.1 for Senior OfficersThose BAOs and Senior Officers required to be on-call over the Christmas/New Year period in accordance with the circular issued by the Department of Industrial Relations will not be debited annual leave for this period.Clause 7.6.2 The fortnightly salary for all Senior Officers comprises payment for the following: Standard Hours of Work; On-callrequirements (provision of 1 in 4 averaged over a 12 month period); and hours worked outside of standard hours as part of on-call arrangements.Clause 7.8.1 Senior Officers will be required to be on-call for an annual average of 1 week in every 4 weeks (thirteen weeks per year).Clause 7.8.2 Inspectors required to be on-call for more than the averaged 1 week in every 4 weeks will be paid an on-call allowance in accordance with section 5.4.4 of the QFRS Intrerim Award - State 2003.



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Qld Fire and Rescue Service Interim Award - State 2003 ,Clause 5.4.4

Qld Fire & Rescue - EPA 2003 ,Clause 6.4.3


On Call Night - rostered day off or public holiday

No No Yes Hours One-off 60% of hourly rate of (the employee's hourly rate or the hourly rate of the Classification Level FPO2, Pay Point 1, which ever is higher) based on a 40 hour week & calculated to the nearest 5c.

No Taxable Gross No No No No No Yes No • Exchange of letters between QFRS & UFU agreed on on-call allowance for regional communications officers as per Clause 5.4.4 of the QFRS InteriAward - State 2003 as there is no provision in the QFRS Communications Centres Award - State 2003 for the payment of an on-call allowance. The rate would be applied as per this provision but would be paid as a % rate of classification FCO2 paypoint 1.• Any overtime paid shall be in addition to the on-call allowance• Night consists of the hours falling between 5.00pm and 8.00am or mainly between such hours.


QFRS CA 2006Clause 6.5.1 ▪ The current loading of 15.7% paid to Building Approval Officers (BAOs) will be increased to 20%. This increase recognises BAOs being available to be rostered on-call for an average of one week in four, as specified in Clause 6.5.2 for duties commensurate with the skills possessed. BAOs will alsThe increased loading will be effective on and from the date on which the first wage increase takes affect.Clause 6.5.2 ▪ BAOs will be required to be on-call for an annual average of one week in every four weeks (thirteen weeks kper year). No extra remuneration is payBAOs required to be on-call for more than the averaged one week in every four weeks will be paid an on-call allowance in accordance with section 5.4.4 of the QFRS Interim Award - State 2003.Clause 6.5.4 for BAOs and Clause 7.10.1 for Senior OfficersThose BAOs and Senior Officers required to be on-call over the Christmas/New Year period in accordance with the circular issued by the Department of Industrial Relations will not be debited annual leave for this period.Clause 7.6.2 The fortnightly salary for all Senior Officers comprises payment for the following: Standard Hours of Work; On-callrequirements (provision of 1 in 4 averaged over a 12 month period); and hours worked outside of standard hours as part of on-call arrangements.Clause 7.8.1 Senior Officers will be required to be on-call for an annual average of 1 week in every 4 weeks (thirteen weeks per year).Clause 7.8.2 Inspectors required to be on-call for more than the averaged 1 week in every 4 weeks will be paid an on-call allowance in accordance with section 5.4.4 of the QFRS Intrerim Award - State 2003.


Qld Fire & Rescue - EPA 2003,Clause 6.4.3


On Call Night - other than rostered day off or public holiday

No No Yes Hours One-off 47.5% of hourly rate of (the employee's hourly rate or the hourly rate of the Classification Level FPO2, Pay Point 1, which ever is higher) based on a 40 hour week & calculated to the nearest 5c.

No Taxable Gross No No No No No Yes No • Exchange of letters between QFRS & UFU agreed on on-call allowance for regional communications officers as per Clause 5.4.4 of the QFRS InteriAward - State 2003 as there is no provision in the QFRS Communications Centres Award - State 2003 for the payment of an on-call allowance. The rate would be applied as per this provision but would be paid as a % rate of classification FCO2 paypoint 1.• Any overtime paid shall be in addition to the on-call allowance• Night consists of the hours falling between 5.00pm and 8.00am or mainly between such hours.


QFRS CA 2006Clause 6.5.1 ▪ The current loading of 15.7% paid to Building Approval Officers (BAOs) will be increased to 20%. This increase recognises BAOs being available to be rostered on-call for an average of one week in four, as specified in Clause 6.5.2 for duties commensurate with the skills possessed. BAOs will alsThe increased loading will be effective on and from the date on which the first wage increase takes affect.Clause 6.5.2 ▪ BAOs will be required to be on-call for an annual average of one week in every four weeks (thirteen weeks kper year). No extra remuneration is payBAOs required to be on-call for more than the averaged one week in every four weeks will be paid an on-call allowance in accordance with section 5.4.4 of the QFRS Interim Award - State 2003.Clause 6.5.4 for BAOs and Clause 7.10.1 for Senior OfficersThose BAOs and Senior Officers required to be on-call over the Christmas/New Year period in accordance with the circular issued by the Department of Industrial Relations will not be debited annual leave for this period.Clause 7.6.2 The fortnightly salary for all Senior Officers comprises payment for the following: Standard Hours of Work; On-callrequirements (provision of 1 in 4 averaged over a 12 month period); and hours worked outside of standard hours as part of on-call arrangements.Clause 7.8.1 Senior Officers will be required to be on-call for an annual average of 1 week in every 4 weeks (thirteen weeks per year).Clause 7.8.2 Inspectors required to be on-call for more than the averaged 1 week in every 4 weeks will be paid an on-call allowance in accordance with section 5.4.4 of the QFRS Intrerim Award - State 2003.

Qld Fire & Rescue Service Communications Centres Award - State 2003 (NO PROVISION)

Qld Fire & Rescue Service - EPA 2003 ,Clause 5.8

Deputy Commr's Memorandum 21/12/2004

This on-call allowance will only be available to employees employed under the QFRS EPA 2003 and as such employees of AFCom will not be eligible. Casual employees will not be eligible for payment of an on-call allowance due to the nature of their employment.

Regional Communications Officers

These on-call provisions are not to apply to Regional Communications Managers, as an on-call component is part of their remuneration. Regional Communications Managers receive 20% loading in lieu of access to payment for overtime, on call, and out of hours work.

On call - whole of a rostered day off or public holiday

No No Yes Hours One-off 95% of hourly rate of (the employee's hourly rate or the hourly rate of the Classification Level FPCO2, Pay Point 1, whichever is higher) based on a 40 hour week & calculated to the nearest 5c.

No Taxable Gross No No No No No Yes No Exchange of letters between QFRS & UFU agreed on on-call allowance for regional communications officers as per Clause 5.4.4 of the QFRS Interim Award - State 2003 as there is no provision in the QFRS Communications Centres Award - State 2003 for the payment of an on-call allowance. The rate would be applied as per this provision but would be paid as a % rate of classification FCO2 paypoint 1.

These provisions will only be utilised during peak periods when there is a genuine need for communications officers to be available for work.

Any overtime paid shall be in addition to the on-call allowance.



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On Call Night - rostered day off or public holiday

No No Yes Hours One-off 60% of hourly rate of (the employee's hourly rate or the hourly rate of the Classification Level FCO2, Pay Point 1, whichever is higher) based on a 40 hour week & calculated to the nearest 5c.










On Call Night - other than rostered day off or public holiday

No No Yes Hours One-off 47.5% of hourly rate of (the employee's hourly rate or the hourly rate of the Classification Level FCO2, Pay Point 1, whichever is higher) based on a 40 hour week & calculated to the nearest 5c.





Surgical Bootmaking, Bespoke Bootmaking and Boot Repairing Award - State 2003



Qld Fire & Rescue Service - EPA 2003,Clause 6.5.1

On Call - Maintenance & Services Employees

No no Yes Day/ shift One-off 14% of the employee's daily base rate of pay

No Taxable Gross No No No No No Yes No Clause 10.3.2 Employees required to respond during such periods by visiting work sites will be paid at overtime rates for a minimum of 4 hours for eatime so recalled.

When recalled, paid at overtime rates for a minimum of 4 hours each time so recalled. This is subject to an "In Principle" Agreement that expires on 30 June 2006 (QIRC outcome from a dispute between the employee representatives and the QFRS).


Qld Fire & Rescue Service - EPA 2003

Overtime - T1.50 No No Yes Hours One-off Base/80 x 1.5789 No Yes Gross No No No No No Yes No Time and a half for the first three hours - Day Workers only and not FPO3 and FPO4 and BAOs and RFMO Level 3.

Qld Fire and Rescue Service Interim Award - State 2003,Clause 6.2.1, 6.2.2(b)


Overtime - T2.00 No No Yes Hours One-off Base/80 x 2.1053 No Yes Gross No No No No No Yes No All Rostered Shifts get overtime at double time - Not FPO3 and FPO4 and BAOs and RFMO Level 3.

Qld Fire and Rescue Service Interim Award - State 2003Clause 6.2.3, 7.6


Overtime - T2.50 No No Yes Hours One-off Base/80 x 2.6316 No Yes Gross No No No No No Yes No Day Work for FPO1 or FPO2 doing overtime on a Public Holiday

Qld Fire and Rescue Service Interim Award - State 2003,Clause 6.2.3, 7.6


Overtime - T3.00 No No Yes Hours One-off Base/80 x 3.1579 No Yes Gross No No No No No Yes No Not shift workers

THE FOLLOWING ARE THE ONLY OFFICERS DO NOT GET OVERTIME: FPO3, FPO4, BAOs, RFMO3, REGIONAL COMMUNICATIONS MANAGER, Firefighters, Station Officers (refer clause 4.6 of the QFRS Certified Agreement 2006, 2.5% Flexibility Allowance and Overtime for certain non shift work station officers), Regional Communication Officers, AFCOM Communication Officers, Casual Communication Officers, If work on weekend they get TOIL at time for time. Refer also to notes on the 2.5% Special Flexibility Allowance Clause 5.4 of the QFRS EPA 2003.

IHRIS also has a provision for administration purpose for half time 0.5263, single time 1.0526, for all types of employment within the QFRS



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Qld Fire and Rescue Service Interim Award - State 2003 ,Clause 6.2.3, 7.6


Overtime - T4.00 No No Yes Hours One-off Base/80 x 4.2252 No Yes Gross No No No No No Yes No Not shift workers

Queensland Fire and Rescue Authority Communications Centres Award - State 2003Clause 6.2.1


AFCOM-FIRECOM Brisbane EPA 2004

Overtime - T1.50 No No Yes Hours One-off Base/80 x 1.5789 No Yes Gross No No No No No Yes No Not shift workers. First three hours, day workers only. Not Regional Communications Managers.

Queensland Fire and Rescue Authority Communications Centres Award - State 2003Clause 6.2.1, Clause 6.2.2(b)



Overtime - T2.00 No No Yes Hours One-off Base/80 x 2.1053 No Yes Gross No No No No No Yes No All continuous shift workers get overtime at double time. No overtime for Regional Communications Managers.

Queensland Fire and Rescue Authority Communications Centres Award - State 2003Clause 6.2.3, Clause 7.6



Overtime - T2.50 No No Yes Hours One-off Base/80 x 2.6316 No Yes Gross No No No No No Yes No Not shift workers.











Overtime - T1.50

Overtime - T2.00

No No Yes Hours One-off T1.50 x base hourly rate

T2.00 x base hourly rate

No Yes Gross No No No No No Yes No



Overtime - T3.00

Overtime - T4.00





Qld Fire and Rescue Service EPA 2003

Overtime - T1.50

Overtime - T2.00






Overtime - T3.00

Overtime - T4.00






Overtime - T1.50

Overtime - T2.00






Overtime - T3.00

Overtime - T4.00






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Qld Fire and Rescue Service Interim Award - State 2003 ,Clause 7.6


Memorandum FH000360 dated 10 January 2002 (Buy out of the 64 hours additional leave when the 10/14 rotating roster was introduced).

Memorandum FH000365 dated 15 January 2002 (Staff working the the Queen's Birthday)

Public Holiday PenaltyClauses 7.6.1 and 7.6.3Where an employee is required to work on:- 1 January- 26 January- 25 April (Anzac Day)- Good Friday- Easter Saturday (the day after - Good Friday)- Easter Monday- Birthday of the Soverign- Christmas Day- Boxing Day- a day which is gazetted under the Holidays Act 1983 to be kept in relation to the annual agricultural, horticultural or industrial show.

in the case of continuous shift workers payment shall be at the rate of time and a half with a minimum of 4 hours. In all other cases, payment shall be made at the rate of double time and a half for time actually worked with a minimum of 4 hours payment.**

No No Yes Hours One-off T1.50 1.5789 x base rate

T2.50 0.5263 x base rate

No Yes Gross No No No No No Yes No CONTINUOUS SHIFT WORKERS

**Configuration of the current pay system is paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty time and a half for the hours actually worked on the public holiday which equals in effect double time and a half.

If the employee does not work the Public holiday they would be paid at base pay time for the hours of the public holiday (8), plus public holiday penalty time (8) which equals in effect double time (48 hours for the week).

In the case of Mt Isa, continuous shift workers receive 64 hours additional leave in lieu of double time and a half for time worked on the public holidays specified in clauses 7.6.1 and 7.6.3. This includes the Birthday of the Sovereign. In the case of MT ISA continuous shift workers who work a rostered day on a public holiday except for Labor Day are paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty half time for the hours actually worked on the public holiday which equals in effect time and a half.

Qld Fire and Rescue Service Interim Award - State 2003 ,Clause 7.6


Public Holiday PenaltyClause 7.6.2 Labour DayAll employees are entitled to be paid a full day's wage for Labour Day (the first Monday in May) irrespective of the fact that no work may be performed on such day.An employee who works on Labour Day is paid at the rate of double time and a half for time actually worked with a minimum of 4 hours payment.Employees rostered off or on annual leave on Labour Day shall be paid an additional 8 hours' pay or an additional 8 hours' leave shall be added to their annual leave in lieu thereof.

No No Yes Hours One-off



No Yes Gross No No No No No Yes No CONTINUOUS SHIFT WORKERS



In the case of all continuous shift workers who work on the Birth of the Soverign are paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty half time for the hours actually worked on the public holiday which equals in effect time and a half.

In the case of Mt Isa, continuous shift workers receive 64 hours additional leave in lieu of double time and a half for time worked on the public holidays specified in clauses 7.6.1 and 7.6.3. This includes the Birthday of the Sovereign. In the case of MT ISA continuous shift workers who work a rostered day on a public holiday except for Labor Day are paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty

For the purposes of this clause "double time and a half" means one and one-half day's salary in addition to the weekly rate or pro rata if there be more



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Qld Fire and Rescue Service Interim Award - State 2003 ,Clause 7.6 Public Holidays (PH)


Clause 7.6.5 Employees who do not work Monday to Friday of each week (i.e. non-standard shift workers): PH Penaltya) A full-time employee is entitled to either payment for each PH or a substituted day'sleave.b) A part-time employee - either pmt for each PH or a substituted day's leave provided that the part-time employee would have been ordinarily rostered to work on that day had it not been a public holiday.c) Where a PH would have fallen on a Sat or a Sun but is substituted for another day all employees who would ordinarily have worked on such Sat or Sun but who are not rostered to work on such day are entitled to pmt for the PH or a substituted day's leave.d) Where Christmas Day falls on a Sat or a Sun and the PH is observed on another day anemployee required to work on Xmas Day (i.e. 25/12) is to be paid at the rate of d/time.




No Yes Gross No No No No Yes No **Configuration of the current pay system is paid at base pay time for the hours of the public holiday (8) only, no extra public holiday penalty is paid.




Memorandum 03/02838 Payment of Overtime on Rostered Days off coinciding with Public Holidays, dated 7 November 2003

Appropriate rate of pay for employees required to work on their rostered day off which also falls on a public holiday.

This interpretation states that the appropriate rate for employees who are required to work on a rostered day off which is also a gazetted public holiday is double the overtime rate one and a half times double time, being in effect, triple time.


T4.2252 x base rate

No Yes Gross No No No No Yes No When an Continuous shift worker is called in to work a public holiday on their rostered day off a sliding scale of overtime and additional payments are as follows:

Sliding Scale - Memorandum 03/02838 dated 7 November 2003

2 hours or less (minimum payment of 2 hours equates to 2 hours at quadruple time (8 hours) plus 6 hours additional public holiday3 hours @ quadruple time (12 hours) plus 5 hours additional public holiday4 hours @ quadruple time (16 hours) plus 4 hours additional public holiday5 hours @ quadruple time (20 hours) plus 3 hours additional public holiday6 hours @ quadruple time (24 hours) plus 2 hours additional public holiday7 hours @ quadruple time (28 hours) plus 1 hours additional public holiday8 hours @ quadruple time (32 hours) plus 0 hours additional public holiday



Public Holidays PenaltyClause 7.6.1 & 7.6.3All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day or- any day appointed under the Holidays Act 1983, to be kept in place of any such holidayfor all employees payment shall be made at the rate of double time and a half for timeactually worked with a minimum of 4 hours' payment.




No Yes Gross No No No No Yes No CONTINUOUS SHIFT WORKERS



Townsville - In the case of all continuous shift workers who work on the Birth of the Soverign are paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty half time for the hours actually worked on the public holiday which equals in effect time and a half.



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Public Holiday Penalty Clause 7.6.2 Labour DayAll employees are entitled to be paid a full day's wage for Labour Day (the first Monday in May) irrespective of the fact that no work may be performed on such day.




T2.50 x base rate


No Yes Gross No No No No Yes No CONTINUOUS SHIFT WORKERS**

Configuration of the current pay system is paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty time and a half for the hours actually worked on the public holiday which equals in effect double time and a half.





Clause 7.6.5 Employees who do not work Monday to Friday of each week (i.e. non-standard shift workers) Pub Hol Penaltya) A full-time employee is entitled to either payment for each public holiday or a substituted day's leave.b) A part-time employee is entitled to either payment for each public holiday or a substituted day's leave provided that the part-time employee would have been ordinarily rostered to work on that day had it not been a public holiday.c) Where a public holiday would have fallen on a Saturday or a Sunday but is substituted for another day all employees who would ordinarily have worked on such Saturday or Sunday but who are not rostered to work on such day are entitled to payment for the public holiday or a substituted day's leave.d) Nothing in this clause confers a right to any employee to payment for a public holiday as well as a substituted day in lieu.



No Yes Gross No No No No Yes No CONTINUOUS SHIFT WORKERS**

Configuration of the current pay system is paid at base pay time for the hours of the public holiday actually worked, plus public holiday penalty time and a half for the hours actually worked on the public holiday which equals in effect double time and a half.





Clause 7.6.1All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day- any day appointed under the Holidays Act 1983, to be kept in place of any such holiday will be paid for at the rate of double time and a half with a minimum of 4 hours.Clause 7.6.1

No No Yes Hours One-off T2.50 x base rate No Yes Gross No No No No Yes No For the purpose of this clause ' double time and a half' means one and one half day's salary in addition to the weekly rate or pro rata if there be more or less than a day



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Clause 7.6.2 Labour DayAll employees covered by this Award shall be entitled to be paid a full day's wage for labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee shall be paid a full day's wage for that day and in addition a payment for the time actually worked at one and a half times the ordinary rate prescribed for such work with a minimum of 4hours.

No No Yes Hours One-off T1.00 x base rate

T2.50 x base rate

No Yes Gross No No No No Yes No For the purpose of this clause ' double time and a half' means one and one half day's salary in addition to the weekly rate or pro rata if there be more or less than a day



Clause 7.7.1All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day- any day appointed under the Holidays Act 1983, to be kept in place of any such holiday will be paid for at the rate of double time and a half with a minimum of 4 hours.Clause 7.7.1

No No Yes Hours One-off T2.50 x base rate No Yes Gross No No No No Yes No



Clause 7.7.2 Labour DayAll employees covered by this Award shall be entitled to be paid a full day's wage for Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee shall be paid a full day's wage for that day and in addition a payment for the time actually worked at one and a half times the ordinary rate prescribed for such work with a minimum of 4hours.


T2.50 x base rate

No Yes Gross No No No No Yes No For the purposes of this clause "double time and a half" means one and one-half day's salary in addition to the weekly rate or pro rata if there be more or less than a day.



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Clause 7.6.1All work done by any employee on:- 1 January- 26 January- Good Friday- Easter Saturday (the day after Good Friday)- Easter Monday- 25 April (Anzac Day)- The Birthday of the Sovereign- Christmas Day- Boxing Day- any day appointed under the Holidays Act 1983, to be kept in place of any such holiday will be paid for at the rate of double time and a half with a minimum of 4 hours.

No No Yes Hours One-off T2.50 x base rate No Yes Gross No No No No Yes No For the purposes of this clause "double time and a half" means one and one-half day's salary in addition to the weekly rate or pro rata if there be more or less than a day.



Clause 7.6.2 Labour DayAll employees covered by this Award shall be entitled to be paid a full day's wage for Labour Day (the first Monday in May or other day appointed under the Holidays Act 1983, to be kept in place of that holiday) irrespective of the fact that no work may be performed on such day, and if any employee concerned actually works on Labour Day, such employee shall be paid a full day's wage for that day and in addition a payment for the time actually worked at one and a half times the ordinary rate prescribed for such work with a minimum of 4hours.


T2.50 x base rate

No Yes Gross No No No No Yes No For the purposes of this clause "double time and a half" means one and one-half day's salary in addition to the weekly rate or pro rata if there be more or less than a day.


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 4.6 Officers in Receipt of 2.5% Special Flexibility Allowance and Overtime


Special Flexibility Allowance No no Yes Hours Recurring Clause 4.6.2 of QFRS CA 2006 2.5% of the base rate of pay for all normal hours worked

No Yes Gross No Yes No No No No Yes Yes(onlyif in position that gets 2.5%)

No Special Flexibility allowance paid to non shift work Station Officers working in the following functional roles:* Safety Assessment Officers* Community Liaison Officers* BA / Safety Equipment Officers* Workplace Health & Safety Officers* Training / Support Officers* Data Support Officers* Roster Officers* Building Approval Officers* Rural Fire Management Officers at level 2 (this has been bought out - see Clause 9.2.2 of QFRS CA 2006)* Planning Officers* Equipment Officers* Regional Development Officers* Fire Investigation Officers working in Fire Investigations Unit at Kedron Park* Other positions as determined by the Commissioner from time to time* Firefighters & Station Officers with Level 2 Technical Rescue training (to compensate for on-call arrangements only)* Employees at BA / Hazmat Brisbane working 24 hour shift work (to compensate for for on-call arrangements only)

Employee who relieves in an eligible position for a period of 6 months or more immediatley preceding a period of annual leave shall continue to be paid the 2.5% allowance for the period of annual leave.

Where a continuous period of relieving of 6 months or more is interuppted by a period of annual leave the 2.5% leave special flexibility will be paid for



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This rate will buy out the first 2 hours of overtime penalties in any one pay period (does not include BAOs).Where the amount of overtime worked is greater than 2 hours, payment of the third hour will be at the rate of time and a half and the fourth and subsequent hours worked will be paid for at the rate of double time.Officers in receipt of the 2.5% Special Flexibility Allowance who are directed to work overtime in a position other than their usual position (to which the Special Flexibility Allowance accrues), will be paid the appropriate overtime rate for all time worked.When recalled to work overtime shifts that form part of a continuous shift roster, day workers will receive overtime penalties. These penalties will be paid at the overtime rate applicable to continuous shift workers.• This allowance buys out the first 2 hours of overtime penalties in any one pay period except if undertaking duties other than usual position. e.g. Roster Officer doing Fire Investigation.



Senior Officers Allowance No no Yes Hours Recurring 20% loading No Yes Gross Yes No N/A N/A No Yes Yes • Allowance applicable to FPO level 3, FPO Level 4 and RFMO Level 3• 20% effective from 1/7/2005• Loading paid recognises out of work hours, call back, on-call requirements, work at night and on weekends. Still accumulate TOIL at time for time for work on weekends.

Qld Fire and Rescue Service Interim Award - State 2003

Queensland Fire and Rescue Authority Communications Centres Award - State 2003

Qld Fire & Rescue - EPA 2003,Clauses 5.1.3, 5.1.4

Queensland Fire Service Certified Agreement 1996 Clause 2.1

Queensland Fire and Rescue Authority - Communications Centres Average Penalty Rates Certified Agreement 1997Clause 2.1

Weekend Penalty component of total pay rate for -Firefighters, Station Officers, Regional Communications Officers and Rural Fire Management Officers Level One and Two

No No Yes Hours Recurring 21.43% of base rate No Taxable Gross Yes No No No No Yes Yes Yes (Occupational Super)

weekend penalty allowance, night shift allowance, base pay and 38hour week allowance are paid on termination.


Queensland Fire and Rescue Service - Certified Agreement 2006Clause 9.2 RuralFlexibility Allowance

Rural Flexibility Allowance

Rural Fire Management Officers Level 1 will receive a Rural Flexibility Allowance Level 1

Rural Fire Management Officers Level 2 will receive a Rural Flexibility Allowance Level 2

No No Yes Hours Recurring Level 1 - 27.87% of base rate

Level 2 - 30% of base rate

No Yes Gross Yes No N/A N/A No Yes Yes Yes Clause 9.2.1 of QFRS CA 2006Rural Fire Management Officers Level 1 will receive a Rural Flexibility Allowance Level 1 of 27.87% to compensate these officers for working on nights and weekends (this replaces the weekend and night shift penalty allowances).

Clause 9.2.2 of QFRS CA 2006Rural Fire Management Officers Level 2 will receive a Rural Flexibility Allowance Level 2 of 30% to compensate these officers for working at nights and weekends. The Rural Flexibility Allowance Level 2 also buys out the 2.5% Special Flexibility Allowance, as specified in the Queensland Fire and Rescue Service Enterprise Partnership Agreement 2003.

Weekend penalty allowance, night shift allowance, base pay are paid on termination.


AFCOM - FIRECOM Brisbane Enterprise Partnership Certified Agreement 2004Schedule 1

QFRA Communications Centres Average Penalty Rates Certified Agreement 1997 ,Clause 2.1

Weekend Penalty component of total pay rate for -Communications Officers Afcom - Firecom Brisbane

No No Yes Hours Recurring 21.43% of base rate No Taxable Gross Yes No No No No Yes Yes (Occupational Super)



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Building Approval Officers Loading

No no Yes Hours Recurring 20% loading No Yes Gross Yes No N/A N/A No Yes Yes Yes Clause 6.5.1 of QFRS CA 2006The current loading of 15.7% paid to Building Approval Officers will be increased to 20%. This increase recognises Building Approval Officers being available to be rostered on-call for an average of one week in four, as specified in 6.5.2, for duties commensurate with the skills possessed. Building Approval Officers will also retain the 2.5% Special Flexibility Allowance currently paid to that functional role.

The increased loading will be effective on and from the date on which the first wage increase takes affect.

Qld Fire & Rescue Service Interim Award - State 2003,Clause 8.1.1

Qld Fire & Rescue Service Communications Centres Award - State 2003,Clause 8.1.1

QFRA Commerical Activities CA 2001Part 2

Auxiliary Employment Conditions Permanent Procedure 2016.0Clause 10.2

Directive 7/05 9/06 (1, 2, 3)

Draft QFRS Operations Policy on 'Motor Vehicle Allowances'

Motor Vehicle Allowance (Automobiles - 1600cc and less)

No No Yes Units Units 52c 55c per km No Taxable (????? Up to 5000km not taxable,over 5000km taxable)

Mileage No No No No No Yes No Motor Vehicle Allowance payable to employees when they are required to use a private motor vehicle for official purposes.

General conditions 4.1of Directive No. 7/05 - motor vehicle allowance is not payable for the distance travelled from an employee'sresidence to the employee's headquarters and return except in certain circumstances for relieving or special duties and attendingtraining courses using their private motor vehicle.

As per Draft QFRS Policy on Motor Vehicle Allowances:1. Employees are entitled to receive a MV allce when undertaking official duties or traveling to training courses using their private motor vehicle.2. An employee will not be entitled to a MV allce for travel between their residence and work locations within their employment location except in the following circumstances:- employees will be entitled to MV allce in those instances where employees are transferred or are to relieve in another station within their employment location and have not received 2 weeks notice of the change of work location.- MV allce can be claimed for the first 2 weeks that the employee is transferred to the new work location without notice providing that: - in each instance, the distance that can be claimed is the additional distance traveled by the employee in reporting for duty at a new station within their employment location, compared to the distance normally traveled from the employee's residence to the previous work location within the employment location. - no allce is payable where the distance between the employee's residence and the new station is less than the distance traveled between the employee's residence and the previous work location. - MV allce claimed will be as per the rates in Directive 7/05 and as amended.3. When an employee is transferred to a new work location having been provided with two weeks notice the employee can claim a MV allce for the first shift to transfer their Personal Protection Equipment (PPE) to the new work location.4. When an employee working overtime is required to collect and return their PPE from their normal work location for the purpose of relieving at another work location, MV allce can be claimed.

This policy will apply to all employees who have been appointed to an 'employment location'. Employees not yet appointed toemployment locations will retain current regional MV allce policy arrangements until their appointment to an employment location.





Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Automobiles - 1601cc to 2600cc)

No No Yes Units Units 62.0c 66.0c per km No Taxable (????? Up to 5000km not taxable,over 5000km taxable)







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Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Automobiles - 2601cc and over)










Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Automobiles - rotary engine 800cc and less)










Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Automobiles - rotary engine 801cc to 1300cc)








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Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Automobiles - rotary engine 1301cc and over)










Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Motorcycles - 250cc and under)










Directive 7/05 9/06 (1, 2, 3)


Motor Vehicle Allowance (Motorcycles -over 250cc)








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Directive 7/05 9/06 (4)

Motor Vehicle Allowance (Automobiles - Private)


Mileage No No No No No Yes No Motor Vehicle Allowance payable to employees when they choose to use their private motor vehicles for official purposes.

General conditions 4.1 - motor vehicle allowance is not payable for the distance travelled from an employee's residence to the employee's headquarteand return.





Directive 7/05 9/06 (4)

Motor Vehicle Allowance (Motorcycles - Private)


Mileage No No No No No Yes No Motor Vehicle Allowance payable to employees when they choose to use a private motor vehicle for official purposes.

General conditions 4.1 - motor vehicle allowance is not payable for the distance travelled from an employee's residence to the employee's headquarteand return.


Use of own transport on employer's business

No No Yes Units Units 45c per km No Taxable ******? Taxable (????? Up to 5000km not taxable,over 5000km taxable)

Mileage No No No No No Yes No Where an employee is working at a job away from the employer's workshop or recognised place of business and is required to use their own transport travelling to or from such job in the employer's time, the employee shall be paid by the employer 45c per kilometre.

******* Up to 5000km not taxable; over 5000km taxable. By applying ATO rate - TO COMPLETE


Using own car on employer's business

No No Yes Units Units 69c per km No Taxable Mileage No No No No No Yes No Where an employer requests an employee to use their own car to travel from job to job on the same day.

TO COMPLETE

Qld Fire & Rescue Service Interim Award - State 2003Clause 8.1.2

QFRS CA 2006 - Part 7 Senior OfficersClause 7.13.1 Payment When on Extra Ordinary Duty Hours

Directive 8/05 10/06

Absences extending overnight

No No Yes Units Units No Taxable Mileage No No No No No Yes No Clause 6.5.5 and Clause 7.12.1 of QFRS CA 2006Extra Ordinary Duty Hours is an interim arrangement pending the development of a Departmental or whole of Government employment arrangement relating to Special Deployments. Upon the introduction of any new arrangements, these conditions will no longer apply to Senior Officers and such arrangements will no longer be deemed to be part of this Agreement.

Clause 6.5.6 and Clause 7.13.1- Daily Deployment Allowance - Officers who are required to be away from home overnight due to the nature of the deployment will be paid the applicable allowances for traveling in accordance with section 8.1.2 of the Queensland Fire and Rescue Service Interim Award - State 2003.

Footnote: These two clauses relate to BAOs and Senior Officers

Qld Fire & Rescue Service Interim Award - State 2003 ,Clause 8.1.2

Qld Fire & Rescue Authority Communications Centres Award - State 2003,Clause 8.1.2

Queensland Fire and Rescue Authority - Support Services Staff and Rural Fire Division Enterprise Agreement 1997Clause 3.9




Absences Not Extending OvernightTravelling & Relieving (Lunch - Capital city & high cost country)

DOMESTIC

No No Yes Units One-off 21.15 21.95 No Non Taxable

***

N/a No No No No No Yes No To compensate employees for expenses incurred when required to travel within Australia on official duty or to relieve another employee or to perform special duty away from the employee's usual place of work.

Absence from headquarters or home is at least 12 hours.

Absence from headquarters or home is less than 12 hours - No allowance is payable except in the following circumstances -1. an employee is required to purchase an expensive meal as an integral part of travel (eg catered lunch during a 1 day conference) OR2. an employee returns after 6.30pm and incurs the cost of purchasing a meal.

An incidental allowance is not payable in these instances.

*** (? Permanent Procedure 2008.0 re tax paid on allowances paid for travel, that does not require an absence overnight to be included in an employee's gross income and be fully taxed) Check with Glenn/Michelle/Payroll



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Absences Not Extending OvernightTravelling & Relieving (Lunch - Tier 2 Country Centre-Cairns)

DOMESTIC


***





*** (? Permanent Procedure 2008.0 re tax paid on allowances paid for travel, that does not require an absence overnight to be included in an employee's gross income and be fully taxed)







Absences Not Extending OvernightTravelling & Relieving (Lunch - Other Country Centres)

DOMESTIC


***












Absences Not Extending OvernightTravelling & Relieving (Dinner Capital city & high cost country)

DOMESTIC


***











Absences Not Extending OvernightTravelling & Relieving (Dinner Tier 2 Country Centre-Cairns)

DOMESTIC


***








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Directive 8/05 Absences Not Extending Overnight Travelling & Relieving (Dinner Other Country Centres)

DOMESTIC


***












Absences Not Extending OvernightTravelling & Relieving (Breakfast - Capital city & highcost country)

DOMESTIC


***

N/a No No No No No Yes No Breakfast allowance will be payable where the employee has to depart from home before 6.00am and it is not practicable for the employee to have breakfast at home and must purchase it during the journey.









Absences Not Extending Overnight Travelling & Relieving (Breakfast - Tier 2 Country Centre-Cairns)

DOMESTIC


***










Absences Not Extending Overnight Travelling & Relieving (Breakfast - Other Country Centres)

DOMESTIC


***






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Absences Extending Overnight Travelling & Relieving (Overnight stay - Brisbane)

DOMESTIC

No No Yes Units One-off Accommodation $135 141.00Breakfast $18.90 19.60Lunch $21.15 21.95Dinner $36.40 37.80Incidental Expenses $14.55 14.95

No Non Taxable

N/a No No No No No Yes No Absences Extending Overnight

An employee shall be paid allowances for costs incurred in purchasing accommodation and/or meals and/or incidentals.

PAID BY FINANCE







Absences Extending OvernightTravelling & Relieving (Overnight stay - Adelaide)

DOMESTIC

No No Yes Units One-off Accommodation $131 136Breakfast $18.90 19.60Lunch $21.15 21.95Dinner $36.40 37.80Incidental Expenses $14.55 14.95

No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Canberra)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Darwin)

DOMESTIC

No No Yes Units One-off Accommodation $128Breakfast $18.90 19.60Lunch $21.15 21.95Dinner $36.40 37.80Incidental Expenses $14.55 14.95

No Non Taxable



PAID BY FINANCE



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Absences Extending Overnight Travelling & Relieving (Overnight stay - Hobart)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Melbourne)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Perth)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Sydney)

DOMESTIC


No Non Taxable



PAID BY FINANCE



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Absences Extending Overnight Travelling & Relieving (Overnight stay - Gold Coast)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Horn Island)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Thursday Island)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Weipa)

DOMESTIC


No Non Taxable



PAID BY FINANCE



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Absences Extending Overnight Travelling & Relieving (Overnight stay - Cairns and Mt Isa)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Overnight stay - Other Country Centres)

DOMESTIC


No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (Private accommodation - i.e. with relatives or friends)

DOMESTIC

No No Yes Units One-off Breakfast $16.85 17.50Lunch $19.30 20.05Dinner $33.30 34.55Special Allowance $29.75 30.95

No Non Taxable



PAID BY FINANCE







Absences Extending Overnight Travelling & Relieving (when travelling overnight by plane or train)

DOMESTIC

No No Yes Units One-off Breakfast $16.85 17.50Lunch $19.30 20.05Dinner $33.30 34.55Incidental Expenses $14.55 14.95

No Non Taxable



PAID BY FINANCE



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Absences Extending Overnight Travelling & Relieving (Accommodation and meals are supplied at no expense to the employee)

DOMESTIC

No No Yes Units One-off Incidental Expenses $14.55 14.95

No Non Taxable



PAID BY FINANCE







Travelling & Relieving (Overseas travel allowance - personal)

No No Yes Units One-off Daily Personal AllowanceRanges from $25 to $45 depending on the country visited

No Non Taxable

N/a No No No No No Yes No A daily personal allowance to cover incidental expenses such as newspapers, magazines, snacks including coffee, tea or drinks etc; private telephone calls; personal items necessary for the visit.







Travelling & Relieving (Overseas travel allowance - equipment)

No No Yes Units One-off 238 248 No Non Taxable

N/a No No No No No Yes No Where the climatic conditions to be met are substantially the same as those in Queensland. The basic equipment allowance is not to be paid more than twice in any three-year period.







Travelling & Relieving (Overseas travel allowance - equipment - tropical conditions)

No No Yes Units One-off $238 + $179 248 + 186 No Non Taxable

N/a No No No No No Yes No Where tropical climatic conditions are to be met. The additional $179 towards the purchase of tropical clothing and the extra wear and tear which can be expected to arise. This additional equipment allowance is not to be paid more than once in any three-year period.



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Travelling & Relieving (Overseas travel allowance - equipment - winter conditions)

No No Yes Units One-off $238 + $238 $248 + $248 No Non Taxable

N/A No No No No No Yes No Where winter climatic conditions (i.e. more severe than in Queensland) are to be met. The additional $238 towards the purchase of necessary heavy clothing. This additional equipment allowance is not to be paid more than once in any three-year period.







Travelling & Relieving (Overseas travel allowance - equipment - CEO discretion)

No No No Units One-off variable amount for each employee

No Non Taxable

N/A No No No No No Yes No Where the employee is likely to encounter extreme cold or is visiting a remote tropical locality the chief executive may approve of an additional amount to cover the purchase of special items of clothing or equipment. The payment of such additional amount is subject to the employee furnishing satisfactory documentary evidence of the additional costs involved.


Annual Leave Loading17.5%

No No Yes Hours One-off No Taxable Gross Yes (Rec leave only)

No No No Yes Yes Yes 17.5% is calculated on the employee's ordinary wage rate (excluding shift premiums and week-end penalty rates) and leading hand allowance or amounts of a like nature.

17.5% does not apply to any period or periods of annual leave exceeding 5 weeks in the case of employees concerning in a calling where 3 shifts per day are worked over a period of 7 days per week; or 4 weeks in any other case.




No No No Yes Yes Yes 17.5% is calculated on the employee's ordinary wage rate (excluding week-end penalty rates)

17.5% does not apply to any period or periods of annual leave exceeding 4 weeks

Qld Fire & Rescue Authority - Communications CentresAverage Penalty Rates Certified Agreement 1997Clause 2.1

Queensland Fire and Rescue Service Communications Centres Award - State 2003

The Agreement provides that weekend penalty rates and night shift allowance be averaged to provide a standard fortnightly rate of salary for all employees. The averaged "loading" is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation provided that the "averaged" loading will be paid in lieu of, and not in addition to, the usual 17.5% annual leave loading.

No No Yes Hours One-off No Taxable Gross Yes No No No Yes Yes Yes 17.5% Leave Loading not paid to QFRS staff (except Maintenance and Service employees and public servants). Has been included in the base rate since 1997.



The Agreement provides that weekend penalty rates and night shift allowance be averaged to provide a standard fortnightly rate of salary for all employees. The averaged "loading" is to be paid without deduction and recognised for all purposes of paid leave and occupational superannuation provided that the "averaged" loading will be paid in lieu of, and not in addition to, the usual 17.5% annual leave loading.

No No Yes Hours One-off No Taxable Gross Yes No No No Yes Yes Yes 17.5% Leave Loading not paid to QFRS staff (except Maintenance and Service employees and public servants). Has been included in the base rate since 1996.



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No No No Yes Yes Yes 17.5% is calculated on the employee's ordinary wage rate (excluding shift premiums and week-end penalty rates) and leading hand allowance.

17.5% does not apply to any period or periods of annual leave exceeding 5 weeks in the case of employees concerning in a calling where 3 shifts per day are worked over a period of 7 days per week; or 4 weeks in any other case.

multiple Base Rate No No Yes Hours Recurring base rate Yes Taxable Gross No No Yes Yes Yes Yes YesQueensland Fire and Rescue Authority Communications Centres Award - State 2003Clause 4.4

Circular 3/02 Base Rate - Casual - 23% No No Yes Hours Recurring base hourly rate +23% No Taxable Gross No No Yes No No Yes Yes

Queensland Fire and Rescue Authority Communications Centres Award - State 2003Clause 6.2.1

Circular 3/02 Base Rate - Casual Overtime -23%

No No Yes Hours Recurring (base hourly rate +23%) x 1.5 for first 3 hours (and x 2.0 for time thereafter)

No Taxable Gross No No Yes No No Yes Yes

Calculation for overtime payments are made on the base rates of pay.Queensland Fire and Rescue Authority Communications Centres Award - State 2003Clause 6.2.1(a) & (b)

Circular 3/02 Base Rate - Casual Overtime -23%

No No Yes Hours Recurring (base hourly rate +23%) x 2.0 No Taxable Gross No No Yes No No Yes Yes All overtime for continuous shift workers will be paid at double time. Provided that calculations for overtime payment are made on the base rates of pay.

Calculation for overtime payments are made on the base rates of pay.



Queensland Fire and Rescue Service Certified Agreement 2006Clause 4.4.1

Queensland Fire and Rescue Service Enterprise Partnership Certified Agreement, 2003Clause 5.1.3 & 5.1.4

A night shift component (based on the amount of 16.33 hours per week x the applicable night shift hourly rate). As from 1.9.2005 the night shift allowance is $1.48 per hour. (UNDER NEGOTIATION AS PART OF EB)

No No Yes Hours Both 16.33 x $1.48 No Taxable Gross No No No No No Yes No



Queensland Fire and Rescue Service Enterprise Partnership Certified Agreement, 2003

Clause 5.1.3 & 5.1.4

A weekend penalty componen(21.43% of the base rate for work performed on weekends

No No Yes Hours Both 21.43% of the base rate No Taxable Gross No Yes No No No No Yes Yes No Yes


AFCOM - FIRECOM Brisbane Enterprise Partnership Certified Agreement 2004

Schedule 1

The shift allowance is the sum of the averaged weekend penalties and the flat rate averaged night shift allowance.

No No Yes Hours Both 27.88% of the fortnightly base rate

No Taxable Gross No Yes No No No No Yes Yes No Yes


Queensland Fire and Rescue Service Enterprise Partnership Certified Agreement, 2003Clause 5.4.2

Special Flexibility Allowance No No Yes Hours Both 2.5% on base rate for all hours worked


multiple Overtime Casual - T0.50 No No Yes Hours One-off .5 x (base rate + 23%) No Taxable Gross No No No No No Yes Nomultiple Overtime Casual - T1.00 No No Yes Hours One-off 1 x (base rate + 23%) No Taxable Gross No No No No No Yes Nomultiple Overtime Casual - T1.50 No No Yes Hours One-off 1.5 x (base rate + 23%) No Taxable Gross No No No No No Yes Nomultiple Overtime Casual - T2.00 No No Yes Hours One-off 2 x (base rate + 23%) No Taxable Gross No No No No No Yes Nomultiple Overtime Casual - T2.50 No No Yes Hours One-off 2.5 x (base rate + 23%) No Taxable Gross No No No No No Yes No



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Qld Fire & Rescue Service Interim Award - State 2003 ,Clause 4.6, 5.1.3 5.4.3

Queensland Fire and Rescue Service Communications Centres Award - State 2003Clause 4.5 & 5.1.3

Qld Fire & Rescue Service - EPA 2003,Clause 4.1, 4.2, 7.3

Relieving allowance No No Yes Hours Both Relieving rate minus the employee's substantive rate

No Taxable Gross Yes **(Annual Leave)

No No Yes No Yes Yes ** Clause 7.3 EPA 20037.3.1 An employee who performs higher duties for a period of six months or more immediately preceding a period of annual leave shall continue to be paid the higher duties rate for the period of annual leave.7.3.2 Where a continuous period of higher duties of 6 months or more is interrupted by a period of annual leave, that annual leave will be paid at the higher duties rate.

Clause 5.4.3 An allowance shall be paid to Level 1 Fire Protection Officer for operating an aerial appliance

When a Level 1 Fire Protection Officer relieves at a higher level the Aerial Allowance must be taken into consideration when calculating the relieving allowance.

Qld Fire & Rescue Service Interim Award - State 2003 ,Clause 4.6, 5.1.3

Queensland Fire and Rescue Service Communications Centres Award - State 2003Clause 4.5 & 5.1.3

Qld Fire & Rescue Service - EPA 2003,Clause 4.1, 4.2, 7.3


No Taxable Gross No* No No No No Yes No *Less than 6 months

Clause 5.4.3 An allowance shall be paid to Level 1 Fire Protection Officer for operating an aerial appliance

When a Level 1 Fire Protection Officer relieves at a higher level the Aerial Allowance must be taken into consideration when calculating the relieving allowance.

Queensland Fire & Rescue Service Communications Centres Award - State 2003, Clauses, 4.5 & 5.1.3

AFCOM - Firecom Brisbane EPCA 1997 ,Clause 4.13(4)(a)

AFCOM - Firecom Brisbane EPCA 2004,Clause 2.5


No Taxable Gross Yes **(Annual Leave)

No No Yes No Yes Yes ** Greater than a fortnight

Queensland Fire & Rescue Service Communications Centres Award - State 2003, Clauses, 4.5 & 5.1.3

AFCOM - Firecom Brisbane EPCA 1997 ,Clause 4.13(4)(a)

AFCOM - Firecom Brisbane EPCA 2004,Clause 2.5


No Taxable Gross No * No No No No Yes No *Fortnight or less



No Taxable Gross No No No No No Yes No Relieving duties will occur in Lieutenant and Captain roles only.

Relieving in a higher ranked position shall only occur where the position is unoccupied for a period of seven days or greater.

Qld Fire & Rescue Service Communications Centres Award - State 2003, Clause, 6.2.2 (b)

Fatigue - Penalty No no Yes Hours One-off Paid at the rate of double the overtime rates (???TIME) untilreleased from duty for 10 consecutive hours

No Taxable Gross No No No No No Yes No This clause does not apply where the employee is recalled to work overtime and actually works not more than 2 hours overtime.Clause 6.2.2 does not apply where the period between ordinary rostered shifts is 10 hours or less.

Qld Fire and Rescue Service Interim Award - State 2003 ,Clause 6.2.2 (b)

Fatigue - Penalty No no Yes Hours One-off Paid at the rate of double the overtime rates (???TIME) untilreleased from duty for 10 consecutive hours

No Taxable Gross No No No No No Yes No This clause does not apply where the employee is recalled to work overtime and actually works not more than 2 hours overtime.Clause 6.2.2 does not apply where the period between ordinary rostered shifts is 10 hours or less.


Fatigue - Penalty No no Yes Hours One-off Paid at the rate of double the overtime rates until released from duty for 10 consecutive hours

No Taxable Gross No No No No No Yes No This clause does not apply in the case of shift workers who rotate from one shift to another as if 8 hours were substituted for ten hours when overtime is worked for the purpose of changing shift rosters; or where a shift worker does not report for duty; or where a shift is worked by arrangement between the employees themselves.


Fatigue - Penalty No no Yes Hours One-off Paid at the rate of double the overtime rates until released from duty for 10 consecutive hours


Auxiliary Employment Conditions Permanent Procedure 2016.0Clause 7.6 9.1

Captain's Allowance No no Yes Units Recurring Based on Urban Levy Population: Rate per annum0-1,000 $1,1001,001-3,000 $3,3003,001-5,000 $4,4005,001-8,000 $5,5008,001-10,000 $6,60010,001+ $7,700

Payable at the rate of 1/12 of the annual rate per month, in arrears.

Yes Taxable Gross No No No No No Yes Yes Captains, with the exception of those engaged at a station where there is more than one full-time officer, shall be paid an annual allowance in compensation for the following types of responsibilities:(i) Ensuring necessary repair and maintenance of station and equipment(ii) Completion of Time sheets on behalf of all auxiliary station staff(iii) Handling telephone and general public enquiries(iv) Coordination of core operational skills/competency, training sessions(v) Coordination of School/Community education and activities(vi) Liaison with local community groups, businesses, QFRS area, aregional and head office staff; and(vii) General station administration and correspondence responsibilities.



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Sunset Allowance No No Yes Units Recurring Fixed amount Yes Taxable Gross No No No No No Yes Yes Clause 7.7 Sunset Clause Recipients

7.7.1 Auxiliary Firefighters and Lieutenants whe are in receipt of an allowance at the commencement of this policy, as a result of previous agreement, shall continue to receive such an allowance for a period of twelve months from the date of change.

7.7.2 Captains who are receipt of an allowance in excess of that that which would apply based on the population of that location, at the commencement of this policy, as a result pf previous agreements, shall continue to receive such allowance whilst they retain that role, at the location only.

7.7.3 No Increase shall be applied to allowances payable under this clause.

7.7.4 The above mentioned allowance payments apply to the incumbent only and do not transfer to AFPO's undertaking relieving responsibilities or to the incumbent's successor.

7.7.5 Auxiliary Officers, who are in receipt of an allowance under this clause, and who take a period of approved leave, shall cease tro receive such allowance for the period of leave in excess of twenty-eight (28) days.


Service Payments No no Yes Units one-off every ten years of continuous and satisfactory service

Fixed amount Yes Taxable Gross No No No No No Yes Yes An AFPO who has completed ten years of continuous and satisfactory service (for which they were eligible to be paid) shall be awarded an amount of $500 for such service.

7.9.1 AFPO's who, are after completing the first period of ten years continuous service with the QFRS, continues that service and who resigns from that service or whose services are terminated by the QFRS for any cause other than misconduct, or who dies, shall be entitled to a proportionate further service payment for each completed year or service, calculated on a daily bsis.

7.9.2 A break in service of up to (3) months as a result of approved leave or resignation shall not count as service but shall not break continuity of service.

7.9.3 Claims should be made on the Service Payment Claim form, endorsed by the Area Director and submitted to Payroll as soon as practicable after the relevant service period has lapsed .


Remuneration

Drills/Training sessionsCall OutsStation DutiesStructured TrainingPublic Education

No no No Units Recurring hourly rate (which is inclusive of 23% loading) x number of hours worked

Yes Taxable Gross No No No No No Yes Yes For Queensland


State Wage Case adjustments Effective 1 September 2006

First Aid No Yes Fixed Units Recurring $10.90 per week Yes Yes Gross Yes No No No No Yes No Where an employee appoints an employee who holds an appropriate first-aid certificate as a first-aid attendant an additional $10.90 per week in which an employee works 3 days or more shall be paid to such employees



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Leadhing Hand allowance No Yes Fixed Units Recurring All other than Plumbers -In charge of more than 10 employees - $11.32 per dayIn charge of 6 but not more than 10 employees - $8.50 perdayIn charge of 2 and not more than 5 employees - $6.76 per dayIn charge of not more than 1 person - $3.07 per day

Plumbers only - In charge of more than 4 employees - $8.64 per dayIn charge of 2 and not more than 4 employees - $6.13 per dayIn charge of not more than 1 person - $4.41 per day

Yes Taxable Gross Yes No No No No Yes No An employee in charge of other employees shall be paid the undermentioned additional to the number of persons in charge: (see rate Method)

Leading hand allowance shall be taken into consideration in the computatuin of overtime, payment for annual leave, sick leave, public holidays, week-end work, etc

A leading hand plumber means a qualified plumber who has one or more employees, other that apprentice leading hands' control.

For Queensland State Government and Government Instrumentalities only - Where the employer is not a plumber, the plumber in charge of the work shall be deemed to be a leading hand plumber.



Swing Scaffold No Yes Fixed Units Recurring First 4 hours (or portion therof) $3.69

Each hour 76.2cents

Yes Taxable Gross No No No No No Yes No A payment of $3.69 for the first 4 hours or any portion thereof, and 76.2c for each hour thereafter on any day shall be made to any person employed:

(a) on any type of swing scaffold or any scaffold suspended by rope or cable, bosun's chair, etc.(b) on a suspended scaffold requiring the use of steel or iron hooks or angle irons at a height of 6 metres above the nearest horixontal plane.



First Aid No Yes Fixed Units Recurring $12.20 per week Yes Yes Gross Yes No No No No Yes No Where an employee appoints an employee who holds an appropriate first-aid certificate as a first-aid attendant an additional $12.20 per week in which an employee works 3 days or more shall be paid to such employees

QFRS Bootmaker is paid this allowance under the Engineering Award



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Battery Allowance No Yes fixed hours recurring $3.88 per day Yes Taxable Gross Yes No No No NO Yes No Where the conditions are unfavourable to health or more injurious to clothing than the ordinary workshop conditions, extra pay at the rate of $3.88 per day shall be paid to employees who are:

* mainly engaged in the maintenance of storage batteries or* engaged in overhauling or repairing the same,* erecting second hand storage batteries that have been previously in use.



Leadhing Hand allowance No Yes Fixed Units Recurring In charge of less than 10 employees - $5.31 per day

In charge of 10 but less than 20 employees - $8.02 per day

In charge of 20 or more employees - $10.46 per day

Yes Taxable Gross Yes No No No No Yes No Employee whilst occupying the position of leading hand shall be apid the following additional rate:

In charge of less than 10 employees - $5.31 per dayIn charge of 10 but less than 20 employees - $8.02 per dayIn charge of 20 or more employees - $10.16 per day

"Leading Hand" shall mean an employee who is appointed as such by the employer to in charge of the work of other employees.

For the purposes of clause 5.8.21, the leading hand shall be reckoned as one of the employees.

The additional payment for leading hands shall be regarded as part of the wage of the employee concerned and shall be taken into consideration in the computation of overtime, payment of annual leave, sick leave, public holidays, week-end work etc.

QFRS Bootmaker is paid this allowance under the Engineering Award

Memorandum 04/01873 Payment of On-Call Allowances and Overtime for maitenance Services Employees dated 18 March 2004. Effective from 1 August 2003.

Nominees Allowance No Yes Taxable Units Recurring $44.11 per week Yes Taxable Gross Yes No No No No Yes No Electrical Nominees Allowance

through a letter sent to the unions covering Maintenance and Services employees which was exchanged at the time of certification of the agreement,the QFRS agreed to extend two allowances to include payment for two people where the allowances were previously only paid to one employee.



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Tool Allowance No Yes Fixed Unit Recurring $20.00 per week Yes Taxable Gross Yes No No No No Yes No A tool allowance shall be a payable to all tradespersons who are required to supply and use their own tools at the rate of $20.00 per week


State Wage Case Adjustments Effective From 24/10/06

Tool Allowance No Yes Fixed Unit Recurring Carpenter $24.20 per weekPainter $5.80 per week

Yes Taxable Gross No for annual leave

No No No No Yes No A tool allowance shall be a paid in addition to the ordinary rates for the tradespersons set out in the description column when using their own tools.

These allowances shall not be paid while the employees are absent on annual leave.


State Wage Case Adjustment Effective From 24/10/06

Fares and Travelling Allowance

No Yes Fixed One Off $11.50 per No Taxable Gross No No No No No Yes No 8.1 Fares and travelling allowance

8.1.1 Regular shop, workshop or depot employees sent out to any job and who travel in the employer's time shall be paid all fares actually paid by such employees, from shop, workshop or depot to job and from job to shop, workshop or depot:

Provided that regular shop or workshop employees sent out to any job and not travelling in the employer's time shall be paid the allowance prescribed in clause 8.1.2.

8.1.2 Except as hereinafter provided, the following allowance shall be made by employers to employees (other than regular shop or workshop employees while employed in such shop or workshop) to compensate for excess fares and travelling time incurred in travelling to and from places of work within the radii respectively herein below stated measured from the General Post Office, Brisbane or the principal Post Office in the town or city outside Brisbane in which the work is being carried out.

Up to 50 Kilometres $11.50 per day



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State Wage Case Adjustment Effective From 24/10/06

Fares and Travelling Allowance

No Yes Fixed Units One Off .83c per km No Taxable Gross No No No No No Yes No


Queensland Fire and Rescue Service SOP 2007.0 - Transfer and Appointment ExpensesClause 7

Education Assistance for Dependent Children

No No Fixed Units One Off $50 per child No Non Taxable

RALLOW Yes No No No No Yes No

Department of Employment and Industrial RelationsCircular 2/04 Remuneration of part-tinme chairs and members of government boards committees and statutory authorities

Rural Fire Board Member Need to confirm amount paid with Glenn Carthew

No Yes Fixed Unit One Off as per the Attachment to Circular 2/04 (f)

No Taxable Fees No No No No No No No

8.1 Fares and travelling allowance

8.1.3 Using own car - Any employee in receipt of an allowance as prescribed by clause 8.1.2 and who is required by direction of the employer to travel from job to job on the same day shall in addition to such allowance be paid all fares reasonably incurred covering travel from a job where the employee commenced to the job on which the employee finished work for the day:

Provided that where an employer requests an employee to use their own car to effect such a transfer and such employee agrees to do so the employee shall be paid 83c per kilometre.

7. Education assistance for dependent children - An employee shall be allowed compensation for additional educational costs incurred in relocation school - aged children (including pre-school aged children).

Clause 3.5 Application

This policy applies to all permanent full time and part time employees employed under the Fire and Rescue Service Act 1990, with the exception of employees covered by the Queensland Fire Service - Professional, Technical and Administrative Employees Industrial Agreement.

Base grade firefighters, auxiliary, temporary, casual and volunteer employees are also excluded from the operation of this policy.

Paid to the members of the Rural Fire Board for meeting fees



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Memorandum 04/03539 Service Incremental Payment Scheme (SIPS) Allowance dated 21 July 2004

Salary Maintenance No No No Units Recurring Employees substantive rate less the rate to be paid

Yes Taxable GROSS Yes No No No Yes Yes No

Currently paid on payroll head of power to be validated

Bridge Tolls and Bus Fares No No NO Fixed One-off Value on the claim form No Taxable TRAVEL No No No No No Yes No

this earning id is currently used to pay the mechanics the SIPS allowance. From the CA 2006 there will be a Maintenacne and Services Employees 'C' scale review which will implemented within 6 months of the certification of this agreement.

Payment of fees when required to go through a Road or Bridge Toll or when required to pay a bus fare. Eg Officers claim the Gateway bridge toll when travelling to Whyte Island Training School.



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Reference Number Agency Cluster Hire to Retire Industrial Award Reference/


Specific

Workplace

Specific

Table Driven

AmountUnits

Recurring or

One-off

Calculation- Rate

Method

Value Divisible

Taxable /Non

Taxable

Payment Summary

Area

Paid on Paid

Absences

Paid on unpaid

Absences

Included in O/T and

Penalties rate

Included in Loading

rate calculation


rate calculation

Paid whilst on

Higher Duties

Superannuable Interpretation or unique requirements Variation



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