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(080) CANTEEN WORKERS (STATE) CONSOLIDATED AWARD

(080) SERIAL B8492

CANTEEN WORKERS (STATE) AWARD

Schedule of Consolidated Award Published on 17.3.2000 and Subsequent Variations Incorporated

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.

AWARD

PART A

1. Arrangement

PART A

Clause No. Subject Matter

The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

38. Area, Incidence and Duration

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

PART B
MONETARY RATES Table 1 - Wage Rates
Table 2 - Other Rates and Allowances

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

2. Definitions

2.1 "Part-time Employee" means a permanent employee who is engaged to work a regular number of ordinary hours, such hours being not less than nine and not more than an average of 32 hours per week.

2.2 "Casual Employee" means an employee engaged other than as a full-time or part-time employee.

2.3 “Full-time Employee” is an employee who is engaged to work an average of 38 ordinary hours per week

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

3. Classification Structure

3.1 The following classification structure shall apply:

3.1.1 GRADE 1 - An employee with less than six months experience in the canteen industry or an industry where similar work is carried out and can be employed for up to three months at the introductory level where on the job training will be provided by the employer.

3.1.2 GRADE 2 - Is an employee who is primarily engaged in one or more of the following:

Cleaning, tidying and setting up of kitchen, food preparation and customer services areas, including the cleaning of equipment, crockery and general utensils;

Setting and/or wiping down tables and sideboards, removing food plates, emptying ashtrays and picking up glasses;

Assembly and preparation of ingredients for cooking, heating meals and/or preparing simple food items, such as sandwiches, chips, salads, hamburgers and toasted foodstuffs;

Undertaking general waiting duties of both food and/or beverages, taking customer orders at a table, serving food and/or beverages to tables;

Receipt of monies, giving change, operation of cash registers, and use of electronic swipe input devices;

Greeting and seating guests under general supervision.

Supplying, dispensing or mixing of liquor, including cleaning of bar areas and equipment, preparing the bar for service, taking orders and serving drinks and assisting in the cellar;

Receiving, counting, storing and distributing goods not involving the extensive use of documents and records;

General cleaning, handling pantry items and linen; and

General assistance to employees of a higher grade.

3.1.3 GRADE 3 - Is an employee who is primarily engaged in one or more of the following: Preparing and cooking a limited range of food items such as breakfasts, grills and snacks;
Waiting duties of food and/or beverages, including providing assistance in choosing the meal and wines by providing detailed information when required of each item listed on menus, advising customers on the appropriate choices of wine and providing information on wine types and all items
on the wine list, taking customer orders, serving food and/or beverages, supervises or undertakes the clearing of tables after and during meals, receipt of monies, taking reservations, greeting and seating guests;

Preparing and serving a range of drinks, including blended and other cocktails;
© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

Receiving, counting, storing and distributing goods not involving the control of the store or cellar;
and

Assisting in the instruction on a one to one basis of employees of a lower grade.

3.1.4 GRADE 4 - Is an employee who is primarily engaged in one or more of the following:

Undertaking general cooking duties, including a la carte cookery, baking, pastry cooking or butchery;

Full control of a cellar and/or store, including stock control and ordering;

Designing, preparing and serving a range of sophisticated cocktails and other drinks, or duties performed by a head bar person;

Performing specialist waiting duties in a fine dining or otherwise complex catering environment, such as those performed by a head waiter;

Performing specialist wine waiting and ordering duties;

Providing basic supervision and instruction to employees of a lower grade; and

Supervising, training and co-ordinating staff.

3.1.5 GRADE 5 - Is an employee who has completed an apprenticeship or who has passed the appropriate trade test and who is engaged in any of the following:

Undertaking cooking, baking, pastry cooking or butchering duties; Undertaking general and specialised waiting duties;
Other trade work appropriate to an employee’s trade; Supervising, training and co-ordinating staff; and
The employer may require the employee to provide proof of any previous service or a trade certificate at the time of commencing employment. Where it is established that the employee failed
to disclose that information when required to do so, such service or qualification shall not be taken into account when assessing any later claim on the employer.

3.1.6 GRADE 6 - Is an employee who has completed an apprenticeship or who has passed the appropriate trade test and has completed post trade qualifications:

Supervising, training and co-ordinating other trade qualified staff.

3.2 The above classification structure is intended to cover all employees employed at a canteen, but not managerial employees. Where the employee’s duties are not mentioned within these classifications, the employee shall be classified in a grade which, by reference to the grading descriptions, most closely reflects
© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

the skills and responsibilities of the job. All employees will perform both front and back of house duties
within their classification.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

4. Terms of Employment

4.1 Employees shall be engaged on a full-time, part-time or casual basis. The basis of the engagement will not
be changed without the employer giving the employee 14 days notice of the change.

4.2 Upon engagement an employee shall be informed by the employer of:

4.2.1 Whether the employee is to be engaged on a full time, part time or casual basis.

4.2.2 The employee’s classification, job description and the duties to be performed.

4.2.3 The working times including when meal breaks and rest breaks will be taken.

4.2.4 Who will supervise the employee.

4.2.5 The training the employee will receive.

4.2.6 The career path the employee can expect.

4.2.7 Whether the employee starts work on probation (not applicable to apprentices or trainees.)

4.3 Probationary Employment -

4.3.1 Employees engaged as full-time or part-time employees without any previous service with the employer may be employed on probation for the first 14 days of employment, during which period the employment may be terminated with one day’s notice.

4.4 Leaving Employment -

4.4.1 An employer may terminate the employment of a full-time or part-time employee by giving the amount of notice as set out below for the employee’s period of continuous employment or by paying the employee the money the employee would otherwise have earned during this period:

Less than 1 year 1 week
1 year and less than 3 years 2 weeks
3 years and less than 5 years 3 weeks
5 years and over 4 weeks

4.4.2 An employer will not terminate an employee’s employment unless the employee has been employed with the employer for less than one month or the employer has told the employee that the employer
is unhappy with the employee’s employment and the employee has not improved after being given a chance to do so.

4.4.3 Nothing in this clause shall affect the right of the employer to dismiss an employee without notice or without paying any monies instead of notice if the employee has acted dishonestly in employment, the employee has unreasonably failed to carry out a direction properly given to them by a person in charge, or the employee has otherwise behaved so badly as to justify being dismissed without notice.

4.4.4 A full-time or part-time employee when leaving employment must give the employer at least one
© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

week’s notice or the employer may deduct from wages owing any part of the notice period not
worked. An employer shall not terminate an employee’s employment only because the employee has given notice.

4.4.5 On termination of employment for any reason, the employer will give a full or part-time employee a certificate of service stating how long the employee had worked for the employer and what job the employee did.

4.5 Where an employee is detained at work after the normal finishing time and it is then too late to travel by the employee’s usual transport to go home, the employer shall either arrange transport or repay the employee’s taxi fare.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

5. Hours

5.1 Full-time employees will work not more than an average of 38 ordinary hours per week in accordance with this award. These ordinary hours may not be averaged over more than a four week period.

5.2 Full-time and part-time employees will work not more than five days per week or, by agreement between the employer and the employee, not more than 20 days in a four week period.

5.3 Rosters -

5.3.1 The employer shall display a roster in a place accessible to all employees. The roster shall set out the starting, finishing and meal times for full-time and part-time employees for each week. The roster shall be posted at least seven days before its commencement.

5.3.2 Subject to other clauses of this award, employees must work at such times and on such days as the employer needs them. An employer cannot change the roster of a full-time employee without giving the employee seven days notice, except in an emergency beyond the employers control, or by agreement with the employee. The employer will discuss any change with the employee and try to take into account the employee’s family and personal needs.

5.4 The ordinary daily working hours of full-time and part-time employees will not be more than ten hours in any one shift, not including the time taken for meal breaks. By agreement between the employer and the employee, an employee other than an employee under 18 years old, may work up to 12 ordinary hours including the time taken for a paid meal break, without the payment of a penalty as set out in subclause
12.1, of clause 12, Overtime and Penalty Rates.

5.5 Full-time and part-time employees will be given ten clear hours off between finishing work on one shift and starting work on the next shift or paid double the employees ordinary rate of pay for all time worked until the employee has had ten clear hours off.

5.6 If a full-time or part-time employee works less than three hours on a shift the employee will be paid for no less than three hours worked.

5.7 A part-time employee’s ordinary hours shall be:

5.7.1 Where there are less than 15 full time and part time employees employed at the establishment, not less than nine hours per week and not more than 128 hours per four week period.

5.7.2 Where there are 15 or more full time and part time employees employed at the establishment, not less than 15 hours per week and not more than 128 hours per four week period.

5.8 If a part time employee is not given at least seven days notice or otherwise agrees to a change of rostered hours, the employee will be paid an extra ten per cent for the whole of the period of any affected shift(s)
(and any overtime or other penalty payment will be calculated on this extra ten per cent), except where the change of roster has been requested by the employee.

5.9 Broken Shift - Where an employee works a broken shift the employer will pay the employee for not less than eight hours worked on any one shift. The shift will be spread over not more than two periods within a span of not more than 14 hours inclusive of meal breaks. For each broken shift worked, an employee shall
© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

be paid an allowance of one half of the hourly ordinary rate of pay payable from time to time to employees
at the Grade 2 classification.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

6. Make-up Time

6.1 An employee may elect, with the consent of the employer, to work “make-up time”, under which the employee takes time off during ordinary hours and works those hours at a later time during the spread of ordinary hours provided in this award, at the ordinary rate of pay.

6.2 If an employee is in receipt of a penalty as set out in paragraph 12.2.1 of subclause 12.2 of clause 12, Overtime and Penalty Rates, that employee may elect, with the consent of the employer, to work “make-up time” (under which the employee takes time off ordinary hours and works those hours at a later time), at the loaded rate which would have been applicable to the hours taken off.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

7. Wages

7.1 Full-Time Employees:

7.1.1 Adult full-time employees shall be paid the appropriate minimum weekly wage rate for the employees grade as set out in Table 1 - Wage Rates, of Part B, Monetary Rates.

7.1.2 The rates of pay in this award include the adjustments payable under the State Wage Case
2005. These adjustments may be offset against:

(i) any equivalent overaward payments; and/or

(ii) award wage increases since 29 May 1991, other than safety net, State Wage Case and minimum rates adjustments.

(ii) any equivalent overaward payments; and/or

(ii) award wage increases since 29 May 1991, other than safety net, State Wage Case and minimum rates adjustments.

7.1.3 Wage rates will be calculated to the nearest ten cents.

7.2 Part-time Employees:

7.2.1 Part-time employees shall be paid an hourly rate equal to the appropriate weekly rate divided by thirty-eight.

7.2.2 Terms and conditions of this award applicable to full-time employees shall apply to part-time employees on a pro-rata basis.

7.3 Casual Employees

7.3.1 Casual employees will be paid for each hour worked 1/38th of the weekly rate for the grade which applies to the employee plus 20 per cent. All overtime and other penalty rates will be calculated on this rate.

7.3.2 Casual employees are also entitled to be paid 1/12th of the employee’s ordinary pay as defined in the
Annual Holidays Act 1944, to pay for the employee’s annual holiday entitlement.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

8. Juniors

The minimum weekly wage rate for a junior employee shall be calculated by applying the following percentages of the appropriate adult rate for the classification in which the employee is employed:

Age %

17 years of age and under ..................62
18 years of age ...................................70
19 years of age ...................................80
20 years of age ...................................90

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

9. Apprentices

9.1 The minimum weekly wage rate for apprentices shall be calculated by applying the following percentages to the total rate of a Grade 5 employee.

Four year apprentice cooks -
% of Grade 5

1st year (or equivalent training stage) ...................................46
2nd year (or equivalent training stage)..................................54
3rd year (or equivalent training stage) ..................................67
4th year (or equivalent training stage)...................................80

“Equivalent training stage” recognises that an employee could receive credit for training undertaken prior
to the commencement of the employees apprenticeship or have the ability to accelerate the period of the employees apprenticeship.

9.2 Tool Allowance - An apprentice in cooking who provides the employees own tools shall be paid an allowance as set out in Item 1 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

10. Casual Employees

10.1 Casual employees will not be entitled to annual leave loading or compassionate or bereavement leave or to payment for jury service or as a blood donor and clauses 5, 6, 23, 24, 25, 26, 27, 28, 29, 31 do not apply to them.

10.2 The ordinary daily working hours of casual employees will not be more than ten hours in any one shift, not including the time taken for meal breaks. By agreement between the employer and the employee, hours per shift may not be more than 12 including the time taken for meal breaks (employees under 18 years old will not be required to work more than ten hours in any one shift), without the payment of a penalty as set out in subclause 12.1, of clause 12, Overtime and Penalty Rates. The agreement referred to will be in writing.

10.3 If a casual employee works less than three hours on a shift the employee will be paid for no less than three hours worked.

10.4 Casual employees will not be entitled to any public holiday penalty unless the employee works on a public holiday.

10.5 Secure Employment

(a) Objective of this Clause

The objective of this clause is for the employer to take all reasonable steps to provide its employees with secure employment by maximising the number of permanent positions in the employer's workforce, in particular by ensuring that casual employees have an opportunity to elect to become full-time or part-time employees.

(b) Casual Conversion

(i) A casual employee engaged by a particular employer on a regular and systematic basis for a sequence of periods of employment under this Award during a calendar period of twelve months shall thereafter have the right to elect to have his or her ongoing contract of employment converted to permanent full-time employment or part-time employment if the employment is to continue beyond the conversion process prescribed by this subclause.

(ii) Every employer of such a casual employee shall give the employee notice in writing
of the provisions of this sub-clause within four weeks of the employee having attained such period of twelve months. However, the employee retains his or her right of election under this subclause if the employer fails to comply with this notice requirement.

(iii) Any casual employee who has a right to elect under paragraph (b)(i), upon receiving notice under paragraph (b)(ii) or after the expiry of the time for giving such notice, may give four weeks' notice in writing to the employer that he or she seeks to elect
to convert his or her ongoing contract of employment to full-time or part-time employment, and within four weeks of receiving such notice from the employee,

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

the employer shall consent to or refuse the election, but shall not unreasonably so
refuse. Where an employer refuses an election to convert, the reasons for doing so shall be fully stated and discussed with the employee concerned, and a genuine attempt shall be made to reach agreement. Any dispute about a refusal of an election to convert an ongoing contract of employment shall be dealt with as far as practicable and with expedition through the disputes settlement procedure.

(iv) Any casual employee who does not, within four weeks of receiving written notice from the employer, elect to convert his or her ongoing contract of employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.

(v) Once a casual employee has elected to become and been converted to a full-time employee or a part-time employee, the employee may only revert to casual employment by written agreement with the employer.

(vi) If a casual employee has elected to have his or her contract of employment converted
to full-time or part-time employment in accordance with paragraph (b)(iii), the employer and employee shall, in accordance with this paragraph, and subject to paragraph (b)(iii), discuss and agree upon:

(1) whether the employee will convert to full-time or part-time employment;
and

(2) if it is agreed that the employee will become a part-time employee, the number of hours and the pattern of hours that will be worked either consistent with any other part-time employment provisions of this award pursuant to a part time work agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW);

Provided that an employee who has worked on a full-time basis throughout the period of casual employment has the right to elect to convert his or her contract of employment to full-time employment and an employee who has worked on a part- time basis during the period of casual employment has the right to elect to convert his or her contract of employment to part-time employment, on the basis of the same number of hours and times of work as previously worked, unless other arrangements are agreed between the employer and the employee.

(vii) Following an agreement being reached pursuant to paragraph (vi), the employee shall convert to full-time or part-time employment. If there is any dispute about the arrangements to apply to an employee converting from casual employment to full- time or part-time employment, it shall be dealt with as far as practicable and with expedition through the disputes settlement procedure.

(viii) An employee must not be engaged and re-engaged, dismissed or replaced in order to avoid any obligation under this subclause.

(c) Disputes Regarding the Application of this Clause

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

Where a dispute arises as to the application or implementation of this clause, the matter
shall be dealt with pursuant to the disputes settlement procedure of this award.

(d) This clause has no application in respect of organisations which are properly registered as Group Training Organisations under the Apprenticeship and Traineeship Act 2001 (or equivalent interstate legislation) and are deemed by the relevant State Training Authority
to comply with the national standards for Group Training Organisations established by the
ANTA Ministerial Council.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

11. Meal Break

11.1 An employee who is engaged to work five hours or more shall be given a meal break of between 30 minutes and one hour. This meal break shall be given after working not more than five hours. The first meal break taken on any shift shall be unpaid. For full time and part time employees, the second meal break will be a paid break, and the employee will be paid a meal allowance for the second break the amount of which is as set out in Item 2 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, or given a meal.

11.2 Such meals for all employees may be staggered by the employer within each particular canteen in order that full services may be maintained.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

12. Overtime and Penalty Rates

12.1 If the employer requires an employee to work:

12.1.1 Overtime being for full time employees more than 38 hours per week or the employer may average these hours over up to a four week period;

12.1.2 overtime being for part time employees being more than 36 hours per week or the employer may average these hours over up to a four week period;

12.1.3 overtime being more than the ordinary daily working hours as set out in subclause 5.4 of clause
5, Hours;

12.1.4 on a Saturday;

12.1.5 on a Sunday;

12.1.6 on a public holiday;

the employer will pay the employee extra wages (called a penalty) being:

in the case of paragraphs 12.1.1 and 12.1.2 of this subclause, time and one half of the ordinary rate of pay for the first two hours worked and after that double time;

in the case of paragraph 12.1.3 of this subclause double the ordinary rate of pay for all overtime worked;

in the case of Saturday work, time and one quarter of the ordinary rate of pay for all time worked;

in the case of Sunday work, time and one half of the ordinary rate of pay for all time worked; and

in the case of public holidays work two and a half times the ordinary rate of pay for all time worked.

12.2 Evening or Night Work

12.2.1 If an employee works more than half a regular shift on any day between midnight and 6.00a.m.
(called a night shift), the employer will pay the employee for all time worked on that shift an extra 30 per cent penalty. This penalty is not payable for work on Sundays and public holidays, or for overtime worked under this clause 12.

12.3 Time off in lieu of payment for overtime - The employee may, with the consent of the employer, take time off within 12 months of becoming entitled to these payments instead of being paid with the time off being calculated at the rate of one hour off for every hour worked. Time off not taken within 12 months will be paid out at the overtime rates applying at the time it was earned.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

13. First-aid

13.1 Where an employee is a qualified first-aid attendant and is employed to carry out the duties of a qualified first aid attendant he/she shall be paid an additional amount as set out in Item 3 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates.

© Department of Commerce - Office of Industrial Relations
This document was published to Awards Online 20/10/2006
The NSW industrial relations system covers most unincorporated businesses in NSW
(e.g.sole traders and partnerships) as well as some incorporated businesses operating in
NSW (e.g. some charities and not-for-profit organisations). Businesses may need to seek legal advice to determine whether NSW industrial relations laws apply to them.
(080) CANTEEN WORKERS (STATE) AWARD

14. Superannuation

14.1 Definitions -

14.1.1. “Eligible Employee” shall mean a full time or permanent part time weekly employee who has completed a total of four weeks service with the employer, or a casual employee with more than
152 ordinary hours service in any one year.

14.1.2. “Approved fund” means either:

14.1.2.1. A registered company fund, provided that the fund is a complying regulated fund and holds a Certificate of Compliance issued by the Insurance and Superannuation Commission (“the Company Fund”);

14.1.2.2. The Australian Superannuation Savings Employment Trust (ASSET); or

14.1.2.3. The Hospitality Industry Portable Liquor Union Superannuation Trust Deed (Host- Plus); or

14.1.2.4. Superannuation Trust of Australia (STA); or

14.1.3. “Complying regulated fund” means a superannuation fund that is regulated under the Superannuation Industry (Supervision) Act 1993, and has been issued with a Certificate of Compliance by the Insurance and Superannuation Commission.

14.1.4. “Ordinary time earnings” means the award classification rate including any over award payments, shift premiums for ordinary hours of work, and any percentage addition payable to casual employees for ordinary hours of work. Provided that, contributions shall not include the calculation of overtime, meal money, extra rates, occasional bonus payments or any other ancillary payments of a like nature prescribed by this award.

14.2. Superannuation Legislation - The subject of superannuation is dealt with extensively by federal legislation including the Superannuation Guarantee (Administration) Act 1992, the Superannuation Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act 1993, the Superannuation (Resolution of Complaints) Act 1993, and section 124 of the Industrial Relations Act 1996. This legislation, as varied from time to time, shall govern the superannuation rights and obligations of the parties.

14.3 Contributions -

14.3.1. The employer shall make, in respect of eligible employees, superannuation contributions of three per cent of ordinary time earnings into an approved Fund. Such contributions shall be made in the manner and at times specified by the terms of the Fund or any agreement between the employer and the Trustee of the Fund.

14.3.2. The employer shall not be required to make contributions for any period in which an eligible employee is absent on unpaid leave or when on workers compensation.

14.3.3. An eligible employee may make contributions in addition to those paid by the employer and may authorise the employer to pay such contributions in the Fund directly from the employee’s wages.
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(080) CANTEEN WORKERS (STATE) AWARD

14.3.4. The obligation of the employer to contribute to the Fund in respect of any eligible employee shall
cease on the last day of such employee’s employment with the employer.

14.3.5. Existing Arrangements - An employer shall be exempt from the superannuation provisions of this clause if that employer has, prior to 1 August 1991, established a fund and is paying on behalf of eligible employees, contributions providing superannuation benefits equivalent to three per cent
of an employee’s ordinary weekly earnings. This exemption shall extend to all aspects of this clause.

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15. Public Holidays

15.1 15.1.1 Public Holidays are New Year's Day, Good Friday, Easter Saturday, Easter Monday, Christmas Day, Boxing Day and the days on which Australia Day, Anzac Day, Queen's Birthday and Labour Day are observed as public holidays.

15.1.2 Where a substitute day is proclaimed or gazetted to replace any of the above days, the substituted day shall be the public holiday in lieu of the original day.

15.1.3 The following additional days are also public holidays for the Christmas/New Year period of 1999-
2000:

Tuesday 28 December 1999; and
Monday 3 January 2000.

15.1.4 The following is a public half-holiday for the Christmas-New Year period of 1999-2000 in New
South Wales:

that part of Friday 31 December 1999 that is after noon.

15.2 If a full time or part time employee works on a public holiday, the employee shall be paid at the rate of double time and one-half for all time worked.

15.3 If an employee, other than a casual employee, does not work and would normally be rostered to work on a public holiday, the employee will be paid the employees normal ordinary wages for that week.

15.4 If an employee, other than a casual employee, is not normally rostered to work regularly on the same days each week and the employee is not rostered to work on a public holiday, the employer will either pay the employee an additional day’s wages, or add a day to the employees annual holiday’s leave, or give the employee another day off on ordinary pay within 28 days after or within one week before that public holiday.

15.5 An employer may not change an employee’s normal rosters to avoid paying the employee for a public holiday.

15.6 If an employee, other than a casual employee, is absent from work on the working day before or the working day after a public holiday without reasonable excuse, the employee shall not be entitled to payment for such a holiday.

15.7 An employee, other than a casual employee, will be given an additional holiday as a public holiday. The employee will become entitled to this on the anniversary of each continuous year of employment with the employer. This day can be taken on a day which is convenient to the employee and employer as a public holiday and is instead of a union picnic day.

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16. Annual Leave

16.1 See Annual Holidays Act 1944.

16.2 A seven day shift worker, being a shift worker who is rostered to work regularly on Sundays and public holidays over a 12 month period, shall be allowed an additional week’s annual leave in addition to the leave prescribed under the Annual Holidays Act 1944.

16.3 During any period of annual leave an employee shall receive a loading of 17.5 per cent calculated on the rates of pay prescribed by clause 7, Wages, on leave falling due on or after the coming into effect of this award.

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17. Mixed Functions

17.1 An employee who is required by the employer to carry out work on a temporary basis that carries a higher rate of pay than the employee’s ordinary classification shall be paid the higher rate while doing that work. This clause shall not apply to work performed under supervision for training purposes.

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18. Payment of Wages

18.1 All wages will be paid weekly or fortnightly by cheque or electronic funds transfer into an account nominated by the employee from time to time or by cash as the employer may choose.

18.2 Wages will be paid or transferred into the employees nominated account within two business days of the end of each pay period.

18.3 All wages will be calculated in ten minute intervals for time worked of less than an hour.

18.4 Where a decision is made to change the pay period from weekly to fortnightly, the employer will provide reasonable notice of such change to affected employee(s).

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19. Laundry Allowance

19.1 The employer will launder an employee’s special clothing or pay the employee a laundry allowance of the amount as set out in Item 4 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates.

19.2 Special clothes are those which the employer asks the employee to wear as a uniform and which the employee could not use for everyday wear or, if the employee is a chef or cook, the employee’s uniform.

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(080) CANTEEN WORKERS (STATE) AWARD

20. Work Clothes and Safety Equipment

20.1 The employer will provide an employee with all necessary safety equipment and protective clothing. The employee must use/wear these items at all times when necessary and must take good care of them.

20.2 The employer will replace all broken or lost items but the employer can ask the employee to pay the employer back if they are lost or broken because of carelessness of the employee. The onus of proving this will be on the employer.

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(080) CANTEEN WORKERS (STATE) AWARD

20A. Secure Employment (Occupational Health and Safety)

(i) For the purposes of this subclause, the following definitions shall apply:

(a) A "labour hire business" is a business (whether an organisation, business enterprise, company, partnership, co-operative, sole trader, family trust or unit trust, corporation and/or person) which has as its business function, or one of its business functions, to supply staff employed or engaged
by it to another employer for the purpose of such staff performing work or services for that other employer.

(b) A "contract business" is a business (whether an organisation, business enterprise, company, partnership, co-operative, sole trader, family trust or unit trust, corporation and/or person) which
is contracted by another employer to provide a specified service or services or to produce a specific outcome or result for that other employer which might otherwise have been carried out by that other employer's own employees.

(ii) Any employer which engages a labour hire business and/or a contract business to perform work wholly
or partially on the employer's premises shall do the following (either directly, or through the agency of the labour hire or contract business):

(1) consult with employees of the labour hire business and/or contract business regarding the workplace occupational health and safety consultative arrangements;

(2) provide employees of the labour hire business and/or contract business with appropriate occupational health and safety induction training including the appropriate training required for such employees to perform their jobs safely;

(3) provide employees of the labour hire business and/or contract business with appropriate personal protective equipment and/or clothing and all safe work method statements that they would otherwise supply to their own employees; and

(4) ensure employees of the labour hire business and/or contract business are made aware of any risks identified in the workplace and the procedures to control those risks.

(iii) Nothing in this subclause (c) is intended to affect or detract from any obligation or responsibility upon
a labour hire business arising under the Occupational Health and Safety Act 2000 or the Workplace
Injury Management and Workers Compensation Act 1998.

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(080) CANTEEN WORKERS (STATE) AWARD

21. Working Together

21.1 The parties to this award recognise the need for employers and employees to work closely to make the employer’s organisation a better place to work and to make business better. Employers shall consult with employees either individually, within working groups or altogether.

21.2 Individually - Employers shall meet with employees from time to time to discuss matters such as the employees’ progress, job performance, problems, training programme and career prospects.

21.3 As work groups - Employers and employees shall hold meetings from time to time to discuss how the business is doing, what changes can be made to increase business and work efficiency, any concerns either party has about work or work related matters and any proposed changes that may lead to employees being made redundant.

21.4 An employer shall not harm an employee in employment because an employee has expressed an opinion.

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(080) CANTEEN WORKERS (STATE) AWARD

22. Grievance Handling and Disputes Procedure

22.1 Procedures relating to grievances of individual employees -

22.1.1 The employee is required to notify (in writing or otherwise) the employer as to the substance of the grievance, request a meeting with the employer for bilateral discussions and state the remedy sought.

22.1.2 A grievance must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority.

22.1.3 Reasonable time limits must be allowed for discussion and resolution at higher levels of authority.

22.1.4 At the conclusion of the discussion, the employer must provide a response to the employee’s grievance, if the matter has not been resolved, including reasons for not implementing any proposed remedy.

22.1.5 While a procedure is being followed, normal work must continue.

22.2 Procedures relating to disputes etc. between employers and their employees -

22.2.1 A question, dispute or difficulty must initially be dealt with as close to its source as possible, with graduate steps for further discussion and resolution at higher levels of authority.

22.2.2 Reasonable time limits must be allowed for discussion at each level of authority.

22.2.3 While a procedure is being followed, normal work must continue.

22.3 The employer may be represented by an industrial organisation of employers and the employees may be represented by an industrial organisation of employees for the purposes of each procedure

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(080) CANTEEN WORKERS (STATE) AWARD

23. Sick Leave

23.1 An employee, other than a casual employee, who has worked for the employer for more than three months shall be entitled to up to 38 hours off in the first year of employment and 60.8 hours off in each of the second and subsequent years of employment without loss of pay if the employee is unable to attend work because the employee is ill or has been injured.

23.2 An employee must give the employer as much notice as possible if the employee is to take sick leave, and give the employer any reasonable proof that the employer may ask for.

23.3 Sick leave accumulates from year to year, that is, sick leave not taken in each year of service will be available to the employee from the end of each such year.

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(080) CANTEEN WORKERS (STATE) AWARD

24. Personal/Carer’s Leave

24.1 Use of Sick Leave -

24.1.1 An employee, other than a casual employee, with responsibilities in relation to a class of person as set out in subparagraph 24.1.3.2 of paragraph 24.1.3 of this subclause, who needs the employee’s care and support, shall be entitled to use, in accordance with this subclause, any current or accrued sick leave entitlement, provided for in clause 23, Sick Leave, for absences to provide care and support for such persons when they are ill. Such leave may be taken for part of a single day.

24.1.2 The employee shall, if required, establish either by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another person. In normal circumstances, an employee must not take carer’s leave under this subclause where another person has taken leave to care for the same person.

24.1.3 The entitlement to use sick leave in accordance with this subclause is subject to:

24.1.3.1 the employee being responsible for the care of the person concerned; and

24.1.3.2 the person concerned being:

24.1.3.2.1 a spouse of the employee; or

24.1.3.2.2 a de facto spouse, who, in relation to a person, is a person of the opposite sex
to the first mentioned person who lives with the first mentioned person as the husband or wife of that person on a bona fide domestic basis although not legally married to that person; or

24.1.3.2.3 a child or an adult child ( including an adopted child, a step child, a foster child
or an ex nuptial child), parent (including a foster parent and legal guardian), grandparent, grandchild or sibling of the employee or spouse or de facto spouse of the employee; or

24.1.3.2.4 a same sex partner who lives with the employee as the de facto partner of that employee on a bona fide domestic basis; or

24.1.3.2.5 a relative of the employee who is a member of the same household, where for the purposes of this subparagraph:

24.1.3.2.5.1 “relative” means a person related by blood, marriage or affinity;

24.1.3.2.5.2 “affinity” means a relationship that one spouse because of marriage has to blood relatives of the other; and

24.1.3.2.5.3 “household” means a family group living in the same domestic dwelling.

24.1.4 An employee shall, wherever practicable, give the employer notice prior to the absence of the intention to take leave, the name of the person requiring care and that person’s relationship to
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(080) CANTEEN WORKERS (STATE) AWARD

the employee, the reasons for taking such leave and the estimated length of absence. If it is
not practicable for the employee to give prior notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of the absence.

24.2 Unpaid Leave for Family Purpose - An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care and support to a member of a class of person as set out in subparagraph 24.1.3.2 of paragraph 24.1.3 of subclause 24.1 of this clause, who is ill.

24.3 Annual Leave -

24.3.1 An employee may elect with the consent of the employer, subject to the Annual Holidays Act 1944,
to take annual leave not exceeding five days in single day periods or part thereof, in any calendar year at a time or times agreed by the parties.

24.3.2 Access to annual leave, as prescribed in paragraph 24.3.1 of this subclause, shall be exclusive of any shutdown period provided for elsewhere under this award.

24.3.3 An employee and employer may agree to defer payment of the annual leave loading in respect of single day absences, until at least five consecutive annual leave days are taken.

24.4 Time Off in Lieu of Payment for Overtime -

24.4.1 An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime at a time or times agreed with the employer within 12 months of the said election.

24.4.2 Overtime taken as time off during ordinary time hours shall be taken at the ordinary time rate, that is
an hour for each hour worked.

24.4.3 If, having elected to take time as leave in accordance with paragraph 24.4.1 of this subclause, the leave is not taken for whatever reason payment for time accrued at overtime rates shall be made at the expiry of the 12 month period or on termination.

24.4.4 Where no election is made in accordance with the said paragraph 24.4.1, the employee shall be paid overtime rates in accordance with the award.

24.5 Make-up Time -

24.5.1 An employee may elect, with the consent of the employer, to work “make-up time”, under which the employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in the award, at the ordinary rate of pay.

24.5.2 An employee on shift work may elect, with the consent of the employer, to work “make-up time”
(under which the employee takes time off ordinary hours and works those hours at a later time), at the shift work rate which would have been applicable to the hours taken off.

24.6 Rostered Day Off (RDO) -

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24.6.1 An employee may elect, with the consent of the employer, to take a rostered day off at any time.

24.6.2 An employee may elect, with the consent of the employer, to take rostered days off in part day amounts.

24.6.3 An employee may elect, with the consent of the employer, to accrue some or all rostered days off for the purpose of creating a bank to be drawn upon at a time mutually agreed between the employer and employee, or subject to reasonable notice by the employee or the employer.

24.6.4 This subclause is subject to the employer informing each union which is both party to the award and which has members employed at the particular enterprise of its intention to introduce an enterprise system of RDO flexibility, and providing a reasonable opportunity for the union(s) to participate in negotiations.

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25. Parental Leave

An employee, other than a casual employee, is entitled to unpaid maternity leave, paternity leave or adoption leave
as set out in the Industrial Relations Act 1996.

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26. Bereavement Leave

26.1 An employee, other than a casual employee, shall be entitled to up to three days bereavement leave in each year of employment without deduction of pay on the death of a person prescribed in subclause 26.3 of this clause.

26.2 The employee must notify the employer as soon as practicable of the intention to take bereavement leave and will, if required by the employer, provide to the satisfaction of the employer proof of death.

26.3 Bereavement leave shall be available to the employee in respect to the death of a person prescribed for the purposes of personal/carer’s leave as set out in paragraph 24.1.3, of subclause 24.1 of clause 24, Personal/Carer’s, provided that for the purpose of bereavement leave, the employee need not have been responsible for the care of the person concerned.

26.4 An employee shall not be entitled to bereavement leave under this clause during any period in respect of which employee has already been granted other leave.

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27. Jury Service

27.1 If an employee, other than a casual employee, is required to attend for jury service the employer will pay the employee the difference between what the employee would have earned while working for the employer and the amount of jury pay received by the employee.

27.2 The employee shall give the employer proof that the employee was on jury service and the amount received.

27.3 The employee must tell the employer as soon as the employee knows that the employee is required for jury service.

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28. Blood Donors

If an employee wishes to donate blood, the employee may do so during working hours without loss of pay provided that:

28.1 The time and day selected meet with the employer’s convenience and does not unduly disrupt the employer’s operations.

28.2 The employee is able to donate blood at a place within five walking minutes of the workplace.

28.3 The employee must provide the employer with proof that the employee donated blood.

28.4 This entitlement is limited to a maximum of two hours on no more than three occasions in any one year of employment.

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29. Redundancy and Technological Change

29.1 Application

29.1.1 This Clause shall apply in respect to full time and part time persons employed in the classifications specified by Clause 3, Classification Structure.

29.1.2 In respect to employers who employ 15 or more employees immediately prior to the termination of employment of employees, in the terms of Clause 29.5.

29.1.3 Notwithstanding anything contained elsewhere in this Clause, this Clause shall not apply to employees with less than one year’s continuous service and the general obligation on employers shall be no more than to give such employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable
to facilitate the obtaining by the employees of suitable alternative employment.

29.1.4 Notwithstanding anything contained elsewhere in this Clause, this Clause shall not apply where employment is terminated as a consequence of conduct that justifies instant dismissal, including malingering, inefficiency or neglect of duty, or in the case of casual employees, apprentices or employees engaged for a specific period of time or for a specified task or tasks, or where employment is terminated due to the ordinary and customary turnover of labour.

29.2 Introduction of Change - Employer's Duty to Notify

29.2.1 Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and the Union to which they belong.

29.2.2 "Significant effects" include termination of employment, major changes in the composition, operation or size of the employer's workforce or in the skills required, the elimination or diminution of job opportunities, promotion opportunities or job tenure, the alteration of hours of work, the need for retraining or transfer of employees to other work or locations and the restructuring of jobs.

Provided that where this award makes provision for alteration, it shall be deemed not to have significant effect.

29.3 Employer's Duty to Discuss Change

29.3.1 The employer shall discuss with the employees affected and the Union to which they belong, inter alia, the introduction of the changes referred to in subclause 29.2 above, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees, and shall give prompt consideration to matters raised by the employees and/or the Union in relation to the changes.

29.3.2 The discussions shall commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in subclause 29.2 of this Clause.
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29.3.3 For the purpose of such discussions, the employer shall provide to the employees concerned
and the Union to which they belong all relevant information about the changes, including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees, provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

29.4 Redundancy - Discussions Before Terminations

29.4.1 Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing to be done by anyone pursuant to subclause 29.2.1, and that decision may lead to the termination of employment, the employer shall hold discussions with the employees directly affected and with the Union to which they belong.

29.4.2 The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provision of subclause 29.4.1 and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any termination on the employees concerned.

29.4.3 For the purpose of the discussion the employer shall, as soon as practicable, provide to the employees concerned and the Union to which they belong all relevant information about the proposed terminations, including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure
of which would adversely affect the employer.

29.5 Termination of Employment - Notice for Changes in Production, Programme, Organisation or
Structure

This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from production, program, organisation or structure, in accordance with subclause 29.2.1.

29.5.1 In order to terminate the employment of an employee, the employer shall give to the employee the following notice:

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(080) CANTEEN WORKERS (STATE) AWARD

29.5.2 In addition to the notice above, employees over 45 years of age at the time of the giving of the
notice, with not less than two years' continuous service, shall be entitled to an additional week's notice.

29.5.3 Payment in lieu of the notice above shall be made if the appropriate notice period is not given. Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof.

29.6 Notice for Technological Change

This subclause sets out the notice provisions to be applied to termination by the employer for reasons arising from technology in accordance with subclause 29.2.1 of this award:

29.6.1 In order to terminate the employment of an employee, the employer shall give to the employee three months' notice of termination.

29.6.2 Payment in lieu of the notice above shall be made if the appropriate notice period is not given. Provided that employment shall be terminated by part of the period of notice specified and part payment in lieu thereof.

29.6.3 The period of notice required by this subclause to be given shall be deemed to be service with the employer for the purposes of the Long Service Leave Act 1955, the Annual Holidays Act 1944, or any Act amending or replacing either of these Acts.

29.7 Time Off During the Notice Period

29.7.1 During the period of notice of termination given by the employer, an employee shall be allowed up to one day's time off without loss of pay during each week of notice, to a maximum of five weeks, for the purpose of seeking other employment.

29.7.2 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.

29.8 Employee Leaving During the Notice Period

If the employment of an employee is terminated (other than for misconduct) before the notice period expires, the employee shall be entitled to the same benefits and payments under this Clause to which the employee would have been entitled had the employee remained with the employer until the expiry of such notice. Provided that in such circumstances the employee shall not be entitled to payment in lieu of notice.

29.9 Statement of Employment

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(080) CANTEEN WORKERS (STATE) AWARD

The employer shall, upon receipt of a request from an employee whose employment has been terminated,
provide to the employee a written statement specifying the period of the employee's employment and the classification of or the type of work performed by the employee.

29.10 Notice to Centrelink

Where a decision has been made to terminate employees, the employer shall notify CentreLink thereof as soon as possible, giving relevant information, including the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out.

29.11 Centrelink Employment Separation Certificate

The employer shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee an Employment Separation Certificate in the form required by CentreLink.

29.12 Transfer To Lower-Paid Duties

Where an employee is transferred to lower-paid duties for reasons set out in subclause 29.2, the employee shall be entitled to the same period of notice of transfer as the employee would have been entitled to if the employee's employment had been terminated, and the employer may, at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former ordinary- time rate of pay and the new ordinary-time rates for the number of weeks of notice still owing.

29.13 Severance Pay

29.13.1 Where an employee is to be terminated pursuant to subclause 29.5, subject to further order of the Industrial Relations Commission of New South Wales, the employer shall pay the employee the following severance pay in respect of a continuous period of service.

If an employee is under 45 years of age, the employer shall pay in accordance with the following scale:

29.13.2 Where an employee is 45 years old or over, the entitlement shall be in accordance with the
following scale:

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29.13.3 "Week's pay" means - the all-purpose rate for the employee concerned at the date of
termination and shall include, in addition to the ordinary rate of pay, over award payments, shift penalties and allowances paid pursuant to this award.

29.14 Incapacity to Pay

Subject to an application by the employer and further order of the Industrial Relations Commission of New South Wales, an employer may pay a lesser amount (or no amount) of severance pay than that contained in subclause 29.13 above.

The Commission shall have regard to such financial and other resources of the employer concerned as the Commission thinks relevant, and the probable effect of paying the amount of severance pay in subclause 29.13 of this Clause will have on the employer.

29.15 Alternative Employment

Subject to an application by the employer and further order of the Commission, an employer may pay a lesser amount (or no amount) of severance pay than that contained in subclause 29.13 above if the employer obtains acceptable alternative employment for an employee.

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30. Supported Wage

30.1 Definitions -

30.1.1 “Accredited Assessor” means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual’s productive capacity with the supported wage system.

30.1.2 “Assessment Instrument” means the form provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system.

30.1.3 “Disability Support Pension” means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991, as amended from time
to time, or any successor to that scheme.

30.1.4 “Supported Wage System” means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in
“Supported Wage System: Guidelines and Assessment Process”.

30.2 Application -

30.2.1 This clause applies only to employees who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged, because of the effects of a disability on the employees productive capacity and who meet the impairment criteria for the receipt of a Disability Support Pension.

30.2.2 This clause does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers’ compensation legislation.

30.2.3 This clause does not apply to employers in respect of the employers facility, programme, undertaking service or the like which receives funding under the Disability Services Act 1986, and fulfils the dual role of service provider and sheltered employer to people with disabilities who are in receipt of or are eligible for a disability support pension, except with respect to an organisation which has received recognition under section 10 or section 12A of the said Act, or if a part only has received recognition, that part.

30.3 Wages -

30.3.1 Following the trail period prescribed in paragraph 30.4.5, of subclause 30.4 of this clause, employees
to whom this clause applies shall be paid the applicable percentage of the minimum rate of pay for the class of work which the person is performing according to the following schedule:

Assessed Capacity Rate % of Rate of Pay

10% 10%
20% 20%
30% 30%
40% 40%
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50% 50%
60% 60%
70% 70%
80% 80%
90% 90%

Notation - Where a person’s assessed capacity is ten per cent, the person shall receive a high degree of assistance and support.

30.3.2 The minimum weekly ordinary time rate of pay payable to the employee during the trial period shall
be no less than $45.00 per week.

30.3.3 The weekly wage shall be the rate of pay for all purposes.

30.4 Employment Conditions -

30.4.1 For the purpose of establishing the percentage of the award rate to be paid to an employee under this award, the productive capacity of the employee will be assessed in accordance with the supported wage system and documented in an assessment instrument by either:

30.4.1.1 The employer and the union to which the employee belongs, in consultation with the employee or, if desired by any of these:

30.4.1.2 The employer, the employee and an accredited assessor.

30.4.2 Lodgement of Assessment Instrument -

30.4.2.1 All assessment instruments under the conditions of this award, including the appropriate percentage of the award rate to be paid to the employee, shall be lodged by the employer with the Industrial Registry of the Industrial Relations Commission of New South Wales.

30.4.2.2 All assessment instruments shall be agreed and signed by the parties to the assessment, provided that where the union is not a party to the assessment, it shall be referred by the Industrial Registry to the union by certified mail and shall take effect unless an objection is notified to the Industrial Registry within ten working days.

30.4.3 Review of Assessment - The assessment of the applicable percentage shall be subject to annual review or earlier on the basis of a reasonable request for such a review. The process of review shall
be in accordance with the procedures for assessing capacity under the supported wage system.

30.4.4 Workplace Adjustment - An employer wishing to employ a person under the provisions of this clause, shall take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve redesign of job duties, working time arrangements and work organisation in consultation with other employees in the area.

30.4.5 Trial Period -

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(080) CANTEEN WORKERS (STATE) AWARD

30.4.5.1 In order for an adequate assessment of the employee’s capacity to be made, an employer
may employ a person under the provision of this award for a trial period not exceeding 12 weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed.

30.4.5.2 During the trial period the assessment of capacity shall be undertaken and the proposed wage rate for a continuing employment relationship shall be determined.

30.4.5.3 Work trials should include induction or training as appropriate to the job being trialed.

30.4.5.4 Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment shall be entered into based on the outcome of assessment.

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(080) CANTEEN WORKERS (STATE) AWARD

31. Traineeships

31.1 Application

This clause applies only to persons employed in a traineeship which has been registered with the
Relevant NSW Training Authority

31.2 Definitions

31.2.1 A "traineeship" is a program of training comprising structured training with an employer, and
it will include training conducted by a Registered Training Organisation that has been approved by the Vocational Education Training Accreditation Board. For the purposes of the traineeship, structured training shall mean formal instruction and closely supervised practice directly related to that instruction that is undertaken according to the provisions of the training agreement.

31.2.2 A "training agreement" means an agreement between an employer and a trainee for registered training and employment which is approved by the Relevant NSW Training Authority.

31.2.3 A "trainee" is an employee undertaking a traineeship who is bound by a training agreement.

31.2.4 "Relevant NSW Training Authority" means the Department of Education and Training or its successor organisation.

31.3 Training Conditions

A trainee undertaking a traineeship shall be engaged as a full-time employee for a traineeship of a nominal period of one year or as approved by the Relevant NSW Training Authority, provided that the trainee shall be subject to a satisfactory probation period of up to one month.

31.4 All Trainees

31.4.1 The time spent off the job at training shall be allowed without loss of continuity of employment.

31.4.2 Where employment of a trainee by an employer is continued after completion of the traineeship period, the traineeship period shall be counted as service for all award and statutory entitlements where consistent with relevant legislation.

31.4.3 For the purposes of the Long Service Leave Act 1955 where an employee has entered into a contract of employment with an employer within a 12 month period after the completion of the traineeship with the employer, the period of the employee’s traineeship with the employer shall be taken into account for the purposes of ascertaining the period of service
of the employee with that employer under that contract of employment.

31.4.4 Preference in continuation of employment shall be given to trainees, where possible, should vacancies occur at the conclusion of the training period.

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(080) CANTEEN WORKERS (STATE) AWARD

31.4.5 The provisions of the Workplace Injury Management and Workers Compensation Act 1998
and the Occupational Health and Safety Act 1983 shall apply to trainees.

31.4.6 It is acknowledged by the parties to this award that the purpose of the relevant traineeships is
to create education and career opportunities for persons who would otherwise be unemployed, and to that extent the traineeship systems will not be utilised by employers as
a means of displacing existing regular employees, whether full-time, part-time or casual.

31.4.7 The employer shall ensure that the trainee is permitted to attend prescribed off-the-job training and is provided with on-the-job training approved by the Relevant State Training Authority.

31.4.8 The union shall be afforded reasonable access to trainees and the trainees records, consistent with the Industrial Relations Act 1996.

31.5 Wages

31.5.1 The weekly wage payable to Trainees shall be calculated by multiplying the hourly rate applicable to the trainee by 38, less the average weekly training time to be spent in structured training.

31.5.2 Junior hourly rates shall be calculated in accordance with Clause 8 - Juniors. The rate for employees 21 years of age and over shall be calculated at the rate for a Grade 2 employee.

31.5.3 The average weekly training time to be spent in structured training shall be calculated by averaging the total number of hours that the trainee, during each year of employment, spends in structured training over the total number of weeks in that year of employment under the traineeship."

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32. Stand Down

32.1 Refer section 4A of the Annual Holidays Act 1944.

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33. Exhibition of Award in Workplace

33.1 A copy of this award must be exhibited in a conspicuous place at the workplace.

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34. Employee Representative and Union Business

34.1 Where there is no union delegate on site, the employer will recognise any person appointed by a majority of employees as an employee representative. The employer will not recognise more than one employee representative for less than 50 persons who are employed by the employer at any one time. The employer will provide a notice board in a staff area for the employee representative (who may be a union delegate) to place notices, including union notices, provided that the notices do not contain defamatory or offensive material.

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35. Exemptions

35.1 For the purpose of Australasian Conference Association Ltd at Cooranbong the words, “Friday” (other than
in the expression of “Good Friday”), “Saturday”, “Sunday”, and “Monday” (other than in the expression
“Easter Monday”) wherever appearing in this award, are to read, respectively as “Thursday”, “Friday”,
“Saturday” and “Sunday”. The hours worked by shift employees of the Association at Cooranbong from
10.00 p.m. to midnight on Saturday and/or holidays shall not be considered as worked on Saturday and/or holidays so as to entitle the employees to Saturday or holiday rates. Where, however, a shift commences at
10.00 p.m. on the day immediately preceding a holiday and extends into the holiday the employee shall be entitled to holiday rates for the whole shift.

35.2 This award shall not apply to employees of the Sydney Water Corporation or Australian Water
Technologies Pty Ltd.

35.3 The Shell Company of Australia Limited is hereby exempted from the provisions of clause 15, Public Holidays, in respect of the picnic day of the Federated Liquor and Allied Industries Employees’ Union of Australia, New South Wales Branch, as to its employees employed at Shell House, Carrington Street, Sydney; provided that such employees are granted a holiday on full pay for the day following Easter Monday or the first Monday in August each year.

35.4 Clause 14, Superannuation, does not apply to The Broken Hill Proprietary Company Limited or Tubemakers of Australia Limited, or any corporation which is a related corporation (within the meaning of the Companies Act 1981) of either The Broken Hill Proprietary Company or Tubemakers of Australia Limited.

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36. Leave Reserved

36.1 Leave is reserved to the parties in respect of clause 32 Stand Down.

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37. Savings Clause

Any full time or part time employee who, at 16 July 1999, was employed and classified under the provisions of the Canteen &c. Workers (State) Award shall not suffer any overall reduction in wages and salary as a result of the making of this award. In this clause ‘an overall reduction in wages and salary’ means that, when comparing like work pattern with like work pattern, the gross income of the employee is less under this award than it would have been if the employee continued to be paid under the provisions of the award immediately prior to the date of making this award. Notwithstanding, any employee who transfers at the employee’s request to a site other than the employees usual site, will cease to have the benefit of this clause from the date of such transfer.

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(080) CANTEEN WORKERS (STATE) AWARD

38. Area, Incidence and Duration

38.1 This award rescinds and replaces:

38.1.1 the Canteen Workers (State) Award published 2 March 1983 and reprinted 15 November 1991 (265
IG 1553), and all variations thereof.

38.1.2 the Canteen Workers (State) Wages Adjustment Award published 28 February 1997 (296 IG 1009), and all variations thereof.

38.1.3 the Canteen Workers Redundancy and Technological Change (State) Award published 22 March
1996 (291 IG 475).

38.2 This award shall apply to employees in restaurants, tea shops, cafeterias or other eating establishments attached to an/or carried on in connection with factories, workshops, banks, business premises, or other like establishments where food is prepared for or served to employees in the State, excluding the County of Yancowinna, within the jurisdiction of the Restaurant, &c., Employees, Factories, &c. (State) Industrial Committee.

38.3 FOR EFFECTIVE DATE PLEASE REFER TO SCHEDULE OF AWARD VARIATIONS TABLE. Restaurant, &c., Employees, Factories, &c. (State) Industrial Committee
Industries & Callings

All employees in restaurants, tea shops, cafeterias, or other eating establishments attached to and/or carried on in connection with factories, workshops, banks, business premises, or any other like establishments where food is prepared or served to employees, in the State, excluding the County of Yancowinna:
Excepting employees of:

The Broken Hill Proprietary Company Limited;
Australian Wire Industries Pty Ltd at its Newcastle Wiremill; Blue Circle Southern Cement Limited;
The Sydney County Council;
The Council of the City of Newcastle; The Australian Gas Light Company; The North Shore Gas Company Ltd;

And excepting:

Employees within the jurisdiction of the Hostel Employees (State) Industrial Committee, the Special Steels and Steel products Manufacture (Commonwealth Steel Company Limited) Industrial Committee, the Tubemakers of Australia Limited, Newcastle Industrial Committee, the County Councils (Electricity Undertakings) Employees Industrial Committee, the Smelting, &c (Electrolytic R. & S. Company, &c) Industrial Committee, the John Lysaght (Australia) Pty Ltd, Newcastle Industrial Committee, the John Lysaght (Australia) Pty Ltd Port Kembla Industrial Committee, Australian Wire Industries Pty Ltd - Newcastle Ropery Industrial Committee, the Commonwealth Steel Company Limited, Unanderra Industrial Committee, the Tubemakers of Australia Limited Yennora, Industrial Committee; the Smelting and Fertilizer Manufacturing (Sulphide Corporation Pty Limited and Greenleaf Fertilizers Limited) Industrial Committee; the Cement Workers, &c. (State) Industrial Committee; the Shoalhaven Scheme Industrial Committee; and the Googong Dam Project Industrial Committee;

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And excepting:

Persons employed in or by The United Dental Hospital of Sydney.

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(080) CANTEEN WORKERS (STATE) AWARD

PART B

MONETARY RATES Table 1 - Wage Rates
Grade Weekly rates of pay
$

1 491.30

2 508.30

3 533.90

4 552.60

5 587.00

6 629.60

Table 2 - Other Rates and Allowances

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Clause	Award/ Variation Serial No.	Date of Publication	Date of Taking Effect	Industrial Gazette
				Vol	Page
Award	B8492	17.3.00	First pay period on or after 19.7.99	314	155
7(7.1)(7.1.3) & Part B - Monetary Rates.	B8612	20.4.00	First pay period on or after 7.9.99	315	80
15(15.1).	B8862	19.5.00	On and from 17.12.99	315	941
7(7.1)(7.1.3) & Part B.	B9584	19.1.01	First pay period on or after 7.9.00	321	969
7(7.1)(7.1.3) & Part B.	C0519	21.9.01	First pay period on or after 7.9.01	327	1247
7 (7.1) (7.1.3) & Part B	C1394	13.9.02	First full pay period on or after 7.0.02	336	253
& (7.1.3) & Part B	C2004	15.8.03	First full pay period on or after 7.09.03	340	988
7, Part B	C2827	20.8.2004	First full pay period on or after 01.09.2004	346	65
7, 31	C2797	21.1.2005	On and from 22.3.2004	348	88
29	C3819	16.9.2005	First full pay period on or after 27.6.2005	353	892
7, Part B	C3924	21.10.2005	First full pay period on or after 7.9.2005	354	594
1, 10, 20A	C4775	6.10.2006	From 14.3.2006	361	122

Years of service	Under 45 years of age Entitlement
Less than 1 year	Nil
1 year and less than 2 years	4 weeks
2 years and less than 3 years	7 weeks
3 years and less than 4 years	10 weeks
4 years and less than 5 years	12 weeks
5 years and less than 6 years	14 weeks
6 years and over	16 weeks

Years of service	45 years of age and over entitlement
Less than 1 year	Nil

1 year and less than 2 years	5 weeks
2 years and less than 3 years	8.75 weeks
3 years and less than 4 years	12.5 weeks
4 years and less than 5 years	15 weeks
5 years and less than 6 years	17.5 weeks
6 years and over	20 weeks

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Canteen Workers (State) Award

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	1.	Arrangement
	2.	Definitions
	3.	Classification Structure
	4.	Terms of Employment
	5.	Hours
	6.	Make-up Time
	7.	Wages
	8.	Juniors
	9.	Apprentices
	10.	Casual Employees
	11.	Meal Break
	12.	Overtime and Penalty Rates
	13.	First-aid
	14.	Superannuation
	15.	Public Holidays
	16.	Annual Leave
	17.	Mixed Functions
	18.	Payment of Wages
	19.	Laundry Allowance
	20.	Work Clothes and Safety Equipment
	20A.	Secure Employment (Occupational Health and Safety)
	21.	Working Together
	22.	Grievance Handling and Disputes Procedure
	23.	Sick Leave
	24.	Personal/Carer’s Leave
	25.	Parental Leave
	26.	Bereavement Leave
	27.	Jury Service
	28.	Blood Donors
	29.	Redundancy and Technological Change
	30.	Supported Wage
	31.	Traineeships
	32.	Stand down
	33.	Exhibition of Award in Workplace
	34.	Employee Representative and Union Business
	35.	Exemptions
	36.	Leave Reserved
	37.	Savings Clause
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Period of Continuous Service	Period of Notice
Less than one year	1 week
1 year and less than 3 years	2 weeks
3 years and less than 5 years	3 weeks
5 years and over	4 weeks