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Childrens Services (Private) Award 2006 No A 10 of 1990

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					  Children's Services (Private) Award 2006 No. A 10 of 1990
                                                 1. - TITLE

This award shall be known as the Children’s Services (Private) Award 2006 and shall replace the Children’s
Services (Private) Award No. A10 of 1990.


                                1B. - MINIMUM ADULT AWARD WAGE

(1)     No adult employee shall be paid less than the minimum adult award wage unless otherwise provided by
        this clause.

(2)     The minimum adult award wage for full time adult employees is $504.40 per week payable on and
        from 7 July 2006.

(3)     The minimum adult award wage is deemed to include all arbitrated safety net adjustments from State
        Wage Case decisions.

(4)     Unless otherwise provided in this clause adults employed as casuals, part-time employees or piece
        workers or employees who are remunerated wholly on the basis of payment by result shall not be paid
        less than pro rata the minimum adult award wage according to the hours worked.

(5)     Juniors shall be paid no less than the wage determined by applying the percentage prescribed in the
        junior rates provision in this award to the minimum adult award wage.

(6)
        (a)     The minimum adult award wage shall not apply to apprentices, employees engaged on
                traineeships or Jobskill placements or employed under the Commonwealth Government
                Supported Wage System or to other categories of employees who by prescription are paid less
                than the minimum award rate.

        (b)     Liberty to apply is reserved in relation to any special categories of employees not included
                here or otherwise in relation to the application of the minimum adult award wage.

(7)     Subject to this clause the minimum adult award wage shall:

        (a)     apply to all work in ordinary hours.

        (b)     Apply to the calculation of overtime and all other penalty rates, superannuation, payments
                during any period of paid leave and for all purposes of this award.

(8)     Minimum Adult Award Wage

        The rates of pay in this award include the minimum weekly wage for adult employees payable under
        the 2006 General Order Wage Case Decision. Any increase arising from the insertion of the adult
        minimum wage will be offset against any equivalent amount in rates of pay received by employees
        whose wages and conditions of employment are regulated by this award which are above the wage
        rates prescribed in the award. Such above award payments include wages payable pursuant to
        enterprise agreements, consent awards or award variations to give effect to enterprise agreements and
        over award arrangements. Absorption which is contrary to the terms of an agreement is not required.

        Increases under previous State Wage Case Principles or under the current Statement of Principles,
        excepting those resulting from enterprise agreements, are not to be used to offset the adult minimum
        wage.

(9)     Adult Apprentices

        (a)     Notwithstanding the provisions of this clause, an apprentice, 21 years of age or over, shall not
                be paid less than $421.70 per week.
        (b)     The rate paid in paragraph (a) above is payable on superannuation and during any period of
                paid leave prescribed by this Award.

        (c)     Where in this award an additional rate is expressed as a percentage, fraction or multiple of the
                ordinary rate of pay, it shall be calculated upon the rate prescribed in this award for the actual
                year of apprenticeship.

        (d)     Nothing in this clause shall operate to reduce the rate of pay fixed by this award for an adult
                apprentice in force immediately prior to 5 June 2003.

                                           2. - ARRANGEMENT

1.      Title
1B.     Minimum Adult Award Wage
2.      Arrangement
2A.     State Wage Principles - June 1991
3.      Area
4.      Scope
5.      Term
6.      Definitions
7.      Contract of Service
8.      Hours of Work
9.      Overtime
10.     Meal Breaks and Allowances
11.     Absence Through Sickness
12.     Location Allowances
13.     Annual Leave
14.     Public Holidays
15.     Long Service Leave
16.     Payment of Wages
17.     Time and Wages Record and Right of Entry
18.     Casual and Part Time Employees
19.     Maternity Leave
20.     Bereavement Leave
21.     Superannuation
22.     Wages
23.     Award Modernisation and Enterprise Consultation
24.     Classification Definitions and Skill Descriptors
25.     Liberty to Apply
26.     No Reduction
27.     Redundancy
28.     Relationship to the National Training Wage Award 199429
29.     Reimbursement of Certain Expenses

        Appendix - Resolution of Disputes Requirement
        Schedule A - Parties to the Award
        Schedule B – Respondents
        Schedule C – Translation to New Wages & Classification Structure
        Appendix - S.49B - Inspection of Records Requirements


                             2A. - STATE WAGE PRINCIPLES - JUNE 1991

It is a term of this Award that the Union undertakes for the duration of the Principles determined by the
Commission in Court Session in Application No. 704 of 1991 not to pursue any extra claims, award or
overaward, except when consistent with the State Wage Principles.


                                                  3. - AREA
This award shall have effect over the whole of the State of Western Australia.


                                                   4. - SCOPE

This award shall apply to all employees employed in the classifications set out in Clause 22. - Wages of this
award, in private nurseries, private child care or private day care facilities which provide care for children and
which do not receive recurrent funding from State or Federal governments.


                                                   5. - TERM

The term of this award shall be for a period of six months from the date hereof.


                                               6. - DEFINITIONS

"Casual employee" shall mean an employee who is regularly employed for less than four weeks.

"Part time employee" shall mean an employee who is regularly employed for less than that prescribed in
Clause 8. - Hours of Work of this award, for a full week's work.

"Union" shall mean shall mean the Liquor, Hospitality and Miscellaneous Union, Western Australian Branch.

"Year of experience" shall mean experience in the appropriate classification. Where there is a dispute as to
whether the employee's previous experience shall count for determining the "year of experience" it may be
determined by the Western Australian Industrial Relations Commission.


                                        7. - CONTRACT OF SERVICE

(1)     Except in the case of a casual employee the contract of service may be terminated by either party by the
        giving of two weeks' notice on any day to the other party, or by the forfeiture or payment as the case
        may be of two weeks' pay in lieu of such notice. Provided that by mutual consent, this notice period
        may be waived. This shall not affect the right of the employer to dismiss an employee for misconduct,
        in which case salary shall be paid up to the time of dismissal only. In the case of Child Care Support
        Employee Grade One and Grade Two and Child Care Giver, the contract of service for the first year of
        service shall be one week.

(2)     (a)      If an employee's work or conduct falls to an unsatisfactory level, to a point where the
                 employee's contract of service is in jeopardy, the employer shall notify the employee in
                 writing, detailing the areas of dissatisfaction.

        (b)      The employee has the right to appeal against the allegations of dissatisfaction specified in
                 paragraph (a) of this subclause and shall have the right to speak on their own behalf, or to
                 union representation before the employer.

(3)     Nothing contained in this award shall prevent an employer from granting leave with pay or leave
        without pay to an employee for professional or personal reasons.

(4)     An employer may direct an employee to carry out such duties as are within the limits of the employees'
        skill, competence and training consistent with the classification structure of the award provided that
        such duties are not designed to promote de-skilling.


                                            8. - HOURS OF WORK

SECTION A - HOURS:
(1)   Subject to the provisions of this clause 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 seven 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.

(2)   The ordinary hours of work shall be worked on any or all days of the week, Monday to Friday,
      inclusive, worked between the hours of 7.00am and 6.00pm. Such hours shall be worked continuously
      except for meal breaks. A maximum of five hours may be worked prior to a meal break. Where an
      employee works more than five hours without a meal break, all time worked in excess of five hours
      shall be paid at overtime rates as specified in Clause 9. - Overtime.

(3)   Where it is agreed between the employer and the employee, trained contact staff shall be allowed non
      contact time for the purpose of planning, preparation and reading.

SECTION B - IMPLEMENTATION OF 38 HOUR WEEK:

(1)   Except as provided in subclause (2) hereof, the method of implementation of the 38 hour week may be
      any one of the following:

      (a)     By an employee working less than eight ordinary hours each day; or

      (b)     By an employee working less than eight ordinary hours on one or more days each week; or

      (c)     By rostering employees off duty on various days of the week during a particular work cycle so
              that each employee has one day of ordinary hours off duty during that cycle. Provided that an
              employee's accrued day off each work cycle may continue to accrue to provide an entitlement
              to a maximum of 12 accrued days off in each 12 month period. The accrued days off may
              then be taken in a minimum period of one week made up of five consecutive accrued days off
              in conjunction with annual leave or at a time mutually acceptable to the employer and the
              employee.

      (d)     Any day off duty shall be arranged so that it does not coincide with a holiday prescribed in
              subclause (1) of Clause 14. - Public Holidays of this award.

(2)   Different methods of implementation of a 38 hour week may apply to various groups or sections of
      employees in the establishment concerned.

(3)   Notice of Days Off Duty:

      Except as provided in subclause (4) hereof, in cases where, by virtue of the arrangement of her ordinary
      working hours, an employee in accordance with paragraph (c) of subclause (1) hereof, is entitled to a
      day off duty during her work cycle, such employee shall be advised by the employer at least four weeks
      in advance of the day she is to take off duty.

(4)   (a)     An employer, with the agreement of the majority of employees concerned, may substitute the
              day an employee is to take off in accordance with paragraph (c) of subclause (1) hereof, for
              another day in the case of a failure or shortage of electric power or to meet the requirements of
              the business in the event of some emergency situation.

      (b)     An employer and employee may by agreement substitute the day the employee is to take off
              for another day.


                                             9. - OVERTIME
(1)   For all work performed on Monday to Friday beyond the ordinary hours or outside the spread of hours
      as prescribed in Clause 8. - Hours of Work, payment shall be made at the rate of time and one half for
      the first two hours and double time thereafter.

(2)   Work performed on a Saturday or Sunday shall be paid at the rate of double time.


                             10. - MEAL BREAKS AND ALLOWANCES

(1)   Where an employee, without being notified on the previous day, is required to continue working after
      the usual ceasing time for two hours or more the employee shall be provided with a meal free of charge
      or be paid $8.45 for such meal.

(2)   Not less than 30 minutes nor more than one hour shall be allowed for an uninterrupted meal but such
      time shall not be counted as time worked unless there is no other person present to relieve during an
      employee's meal break.

(3)   All employees shall be allowed a tea break of ten minutes daily between the 2nd and 3rd hour from
      starting time each day. Such tea breaks shall be counted as time worked. Provided that employees
      responsible for supervising children continue such supervision during the said tea break.


                                11. - ABSENCE THROUGH SICKNESS

(1)   (a)     An employee who is unable to attend or remain at their place of employment during the
              ordinary hours of work by reason of personal ill health or injury shall be entitled to payment
              during such absence in accordance with the provisions of this clause.

              (i)      Employee who actually works 38 ordinary hours each week:

                       An employee whose ordinary hours of work are arranged in accordance with
                       paragraph (a) or (b) of subclause (1) of Section B - Implementation of 38 Hour Week
                       of Clause 8. - Hours of Work so that they actually work 38 ordinary hours each week
                       shall be entitled to payment during such absence for the actual ordinary hours absent.

              (ii)     Employee who works an average of 38 ordinary hours each week:

                       An employee whose ordinary hours of work are arranged in accordance with
                       paragraph (c) of subclause (1) of Section B - Implementation of 38 Hour Week of
                       Clause 8. - Hours of Work so that they work an average of 38 ordinary hours each
                       week during a particular work cycle shall be entitled to pay during such absence
                       calculated as follows:

                       duration of absence            X    appropriate
                                                           weekly rate
                       ordinary hours     normally         5
                       worked that day

                       An employee shall not be entitled to claim payment for personal ill health or injury
                       nor will their sick leave entitlement be reduced if such ill health or injury occurs on
                       the week day they are to take off duty in accordance with paragraph (c) of subclause
                       (1) of Section B - Implementation of 38 Hour Week of Clause 8. - Hours of Work.

      (b)     Notwithstanding the provisions of paragraph (a) of this subclause an employer may adopt an
              alternative method of payment of sick leave entitlements where the employer and the majority
              of the employees so agree.

      (c)     Entitlement to payment shall accrue at the rate of 1/6th of a week for each completed month of
              service with the employer.
      (d)      If in the first or successive years of service with the employer an employee is absent on the
               ground of personal ill health or injury for a period longer than the entitlement to paid sick
               leave, payment may be adjusted at the end of that year of service, or at the time the employee's
               services terminate, if before the end of that year of service, to the extent that the employee has
               become entitled to further paid sick leave during that year of service.

(2)   The unused portions of the entitlement to paid sick leave in any one year shall accumulate from year to
      year and subject to this clause may be claimed by the employee if the absence by reason of personal ill
      health or injury exceeds the period for which entitlement has accrued during the year at the time of the
      absence. Provided that an employee shall not be entitled to claim payment for any period exceeding
      ten weeks in any one year of service.

(3)   To be entitled to payment in accordance with this clause the employee shall as soon as reasonably
      practicable advise the employer of the inability to attend for work, the nature of the illness or injury and
      the estimated duration of the absence. Provided that such advice, other than in extraordinary
      circumstances shall be given to the employer within 24 hours of the commencement of the absence.

(4)   The provisions of this clause do not apply to an employee who fails to produce a certificate from a
      medical practitioner dated at the time of the absence or who fails to supply such other proof of the
      illness or injury as the employer may reasonably require provided that the employee shall not be
      required to produce a certificate from a medical practitioner with respect to absences of two days or
      less unless after two such absences in any year of service the employer requests in writing that the next
      and subsequent absences in that year if any, shall be accompanied by such certificate.

(5)   (a)      Subject to the provisions of this subclause, the provisions of this clause apply to an employee
               who suffers personal ill health or injury during the time when they are absent on annual leave
               and the employee may apply for and the employer shall grant paid sick leave in place of paid
               annual leave.

      (b)      Application for replacement shall be made within seven days of resuming work and then only
               if the employee was confined to their place of residence or a hospital as a result of her
               personal ill health or injury for a period of seven consecutive days or more and the employee
               produces a certificate from a registered medical practitioner that they were so confined.
               Provided that the provisions of this paragraph do not relieve the employee of the obligation to
               advise the employer in accordance with subclause (3) of this clause if the employee is unable
               to attend for work on the working day next following their annual leave.

      (c)      Replacement of paid annual leave by paid sick leave shall not exceed the period of paid sick
               leave to which the employee was entitled at the time she proceeded on annual leave and shall
               not be made with respect to fractions of a day.

      (d)      Where paid sick leave has been granted by the employer in accordance with paragraphs (a),
               (b) and (c) of this subclause, that portion of the annual leave equivalent to the paid sick leave
               is hereby replaced by the paid sick leave and the replaced annual leave may be taken at
               another time mutually agreed to by the employer and the employee or, failing agreement, shall
               be added to the employee's next period of annual leave or, if termination occurs before then,
               be paid for in accordance with the provisions of Clause 11. - Annual Leave.

      (e)      Payment for replaced annual leave shall be at the rate of wage applicable at the time the leave
               is subsequently taken provided that the annual leave loading prescribed in Clause 11. - Annual
               Leave shall be deemed to have been paid with respect to the replaced annual leave.

(6)   Where a business has been transmitted from one employer to another and the employee's service has
      been deemed continuous in accordance with subclause (3) of Clause 2 of the Long Service Leave
      provisions published in Volume 65 of the Western Australian Industrial Gazette at pages 1 to 4, the
      paid sick leave standing to the credit of the employee at the date of transmission from service with the
      transmittor shall stand to the credit of the employee at the commencement of service with the
      transmittee and may be claimed in accordance with the provisions of this clause.
(7)     The provisions of this clause with respect to payment do not apply to employees who are entitled to
        payment under the Workers' Compensation and Assistance Act, 1983 nor to employees whose injury or
        illness is the result of the employee's own misconduct.

(8)     The provisions of this clause do not apply to casual employees.


                                      12. - LOCATION ALLOWANCES

(1)      Subject to the provisions of this clause, in addition to the rates prescribed in the wages clause of this
         award, an employee shall be paid the following weekly allowances when employed in the towns
         prescribed hereunder. Provided that where the wages are prescribed as fortnightly rates of pay, these
         allowances shall be shown as fortnightly allowances.
TOWN                                                                                           PER WEEK
Agnew                                                                                                $17.80
Argyle                                                                                               $46.80
Balladonia                                                                                           $17.90
Barrow Island                                                                                        $30.40
Boulder                                                                                               $7.40
Broome                                                                                               $28.40
Bullfinch                                                                                             $8.40
Carnarvon                                                                                            $14.50
Cockatoo Island                                                                                      $31.20
Coolgardie                                                                                            $7.40
Cue                                                                                                  $18.10
Dampier                                                                                              $24.60
Denham                                                                                               $14.50
Derby                                                                                                $29.50
Esperance                                                                                             $5.30
Eucla                                                                                                $19.80
Exmouth                                                                                              $25.70
Fitzroy Crossing                                                                                     $35.70
Goldsworthy                                                                                          $15.70
Halls Creek                                                                                          $41.00
Kalbarri                                                                                              $6.20
Kalgoorlie                                                                                            $7.40
Kambalda                                                                                              $7.40
Karratha                                                                                             $29.40
Koolan Island                                                                                        $31.20
Koolyanobbing                                                                                         $8.40
Kununurra                                                                                            $46.80
Laverton                                                                                             $18.00
Learmonth                                                                                            $25.70
Leinster                                                                                             $17.80
Leonora                                                                                              $18.00
Madura                                                                                               $18.90
Marble Bar                                                                                           $45.00
Meekatharra                                                                                          $15.60
Mount Magnet                                                                                         $19.50
Mundrabilla                                                                                          $19.40
Newman                                                                                               $17.00
Norseman                                                                                             $15.40
Nullagine                                                                                            $44.90
Onslow                                                                                               $30.40
Pannawonica                                                                                          $23.00
Paraburdoo                                                                                           $22.90
Port Hedland                                                                                         $24.50
Ravensthorpe                                                                                          $9.40
Roebourne                                                                                            $33.80
Sandstone                                                                                            $17.80
Shark Bay                                                                                            $14.50
Shay Gap                                                                                             $15.70
Southern Cross                                                                                        $8.40
Telfer                                                                                               $41.60
Teutonic Bore                                                                                        $17.80
Tom Price                                                                                            $22.90
Whim Creek                                                                                           $29.20
Wickham                                                                                              $28.30
Wiluna                                                                                               $18.00
Wittenoom                                                                                            $39.80
Wyndham                                                                                              $44.00
(2)     Except as provided in subclause (3) of this clause, an employee who has:

        (a)      a dependant shall be paid double the allowance prescribed in subclause (1) of this clause;

        (b)      a partial dependant shall be paid the allowance prescribed in subclause (1) of this clause plus
                 the difference between that rate and the amount such partial dependant is receiving by way of
                 a district or location allowance.

(3)     Where an employee:

        (a)      is provided with board and lodging by his/her employer, free of charge; or

        (b)      is provided with an allowance in lieu of board and lodging by virtue of the award or an order
                 or agreement made pursuant to the Act;

                 such employee shall be paid 662/3 per cent of the allowances prescribed in subclause (1) of this
                 clause.

(4)     Subject to subclause (2) of this clause, junior employees, casual employees, part time employees,
        apprentices receiving less than adult rate and employees employed for less than a full week shall
        receive that proportion of the location allowance as equates with the proportion that their wage for
        ordinary hours that week is to the adult rate for the work performed.

(5)     Where an employee is on annual leave or receives payment in lieu of annual leave he/she shall be paid
        for the period of such leave the location allowance to which he/she would ordinarily be entitled.

(6)     Where an employee is on long service leave or other approved leave with pay (other than annual leave)
        he/she shall only be paid location allowance for the period of such leave he/she remains in the location
        in which he/she is employed.

(7)     For the purposes of this clause:

        (a)      "Dependant" shall mean -

                 (i)      a spouse or defacto partner; or

                 (ii)     a child where there is no spouse or defacto partner;

                 who does not receive a location allowance or who, if in receipt of a salary or wage package,
                 receives no consideration for which the location allowance is payable pursuant to the
                 provisions of this clause.

        (b)      "Partial Dependant" shall mean a "dependant" as prescribed in paragraph (a) of this subclause
                 who receives a location allowance which is less than the location allowance prescribed in
                 subclause (1) of this clause or who, if in receipt of a salary or wage package, receives less than
               a full consideration for which the location allowance is payable pursuant to the provisions of
               this clause.

(8)   Where an employee is employed in a town or location not specified in this clause the allowance
      payable for the purpose of subclause (1) of this clause shall be such amount as may be agreed between
      Australian Mines and Metals Association, the Chamber of Commerce and Industry of Western
      Australia and the Trades and Labor Council of Western Australia or, failing such agreement, as may be
      determined by the Commission.

(9)   Subject to the making of a General Order pursuant to s.50 of the Act, that part of each location
      allowance representing prices shall be varied from the beginning of the first pay period commencing on
      or after the 1st day in July of each year in accordance with the annual percentage change in the
      Consumer Price Index (excluding housing), for Perth measured to the end of the immediately preceding
      March quarter, the calculation to be taken to the nearest ten cents.


                                         13. - ANNUAL LEAVE

(1)   Except as hereinafter provided a period of four consecutive weeks' leave with payment of ordinary
      wages as prescribed shall be allowed annually to an employee by their employer after a period of 12
      months' continuous service with such employer.

(2)   (a)      In addition to the payment for annual leave an employee shall be paid a loading of 17.5
               percent calculated on her ordinary wage as prescribed.

      (b)      The loading prescribed by this subclause shall not apply to proportionate leave on termination.

(3)   If any award holiday falls within an employee's period of annual leave and is observed on a day which
      in the case of that employee would have been an ordinary working day there shall be added to that
      period one day being an ordinary day for each such holiday observed as aforesaid.

(4)   (a)      An employee whose employment terminates after she has completed a 12 monthly qualifying
               period and who has not been allowed the leave prescribed under this clause in respect of that
               qualifying period shall be given payment as prescribed in subclauses (1) and (2) hereof in lieu
               of that leave or, in lieu of so much of that leave as has not been allowed unless:-

               (i)      she has been justifiably dismissed for misconduct; and

               (ii)     the misconduct for which she has been dismissed occurred prior to the completion of
                        that qualifying period.

      (b)      If after one month's continuous service in any qualifying 12 monthly period, an employee
               lawfully leaves her employment, or her employment is terminated by the employer through no
               fault of the employee, the employee shall be paid 2.923 hours' pay at her ordinary rate of wage
               in respect of each completed week of continuous service.

(5)   Any time in respect of which an employee is absent from work except time for which she is entitled to
      claim sick pay or time spent on holidays, annual leave or long service leave as prescribed by this award
      shall not count for the purpose of determining her right to annual leave.

(6)   In special circumstances and by mutual consent of the employer and the employee annual leave may be
      taken in not more than two periods, and in such circumstances and by mutual consent of the employer,
      employee and the Union, annual leave may be taken in not more than three periods.

(7)   Notwithstanding anything else herein contained an employer who observes a Christmas closedown for
      the purpose of granting annual leave may require an employee to take her annual leave in not more
      than two periods but neither of such periods shall be less than one week.

(8)   In the event of an employee being employed by an employer for portion only of a year, she shall only
      be entitled, subject to subclause (4) of this clause, to such leave on full pay as is proportionate to her
       length of service during that period with such employer, and if such leave is not equal to the leave
       given to the other employees they shall not be entitled to work or pay whilst the other employees of
       such employer are on leave on full pay.

(9)    The provisions of this clause shall not apply to casual employees.

(10)   (a)       An employer may allow annual leave to an employee before the completion of 12 months'
                 continuous service as prescribed in subclause (1) of this clause.

       (b)       Where a period of leave has been granted pursuant to this subclause and the services of an
                 employee are terminated and where the period of leave so taken exceeds that which would
                 become due, pursuant to subclause (4) of this clause, the employee shall be liable to pay the
                 amount representing the difference between the amount received by the employee for the
                 period of leave taken and the amount which would have accrued. The employer may deduct
                 this amount from the monies due to the employee by reason of the other provisions of this
                 award at the time of the termination.


                                          14. - PUBLIC HOLIDAYS

(1)    The following days or the days observed in lieu thereof, shall, subject as hereinafter provided, be
       allowed as holidays without deduction of pay, namely: New Year's Day, Australia Day, Good Friday,
       Easter Monday, Anzac Day, Labor Day, Foundation Day, Sovereign's Birthday, Christmas Day and
       Boxing Day. Provided that another day may be taken as a holiday by arrangement between the parties
       in lieu of the days named in this subclause.

(2)    Where any of the days mentioned in subclause (1), except Anzac Day, hereof falls on a Saturday or
       Sunday the holiday shall be observed on the next succeeding Monday and when Boxing Day falls on a
       Sunday or a Monday the holiday shall be observed on the next succeeding Tuesday.

(3)    Any employee who is required to work on the day observed as a holiday prescribed in this clause shall
       be paid for the time worked at the rate of double time and one half or, if the employer agrees, be paid
       for the time worked at the rate of time and one half and, in addition, be allowed to observe the holiday
       on a day mutually acceptable to the employer and the employee.

(4)    When an employee is absent on leave without pay, sick leave without pay or workers' compensation
       any day observed as a holiday or a day falling during such absence shall not be treated as a paid
       holiday. Where the employee is on duty or available on the whole of the working day immediately
       preceding a holiday, or resumes duty or is available on the whole of the working day immediately
       following a day observed as a holiday prescribed by this clause, the employee shall be entitled to be
       paid for such holiday.

(5)    Where -

       (a)       a day is proclaimed as a holiday or as a public half holiday under Section 7 of the Public and
                 Bank Holidays Act, 1972; and

       (b)       that proclamation does not apply throughout the State or to the metropolitan area of the State,
                 that day shall be a whole holiday or, as the case may be, a half holiday for the purpose of this
                 award within the district or locality specified in the proclamation.

(6)    A part time employee shall be entitled to the benefits of this clause only where that employee would
       normally have worked on the day or day observed in lieu of a public holiday prescribed by this clause.

(7)    This clause shall not apply to casual employees.


                                       15. - LONG SERVICE LEAVE
All employees shall be entitled to long service leave according to the provisions published in Volume 65 of the
Western Australian Industrial Gazette at pages one to four inclusive.


                                          16. - PAYMENT OF WAGES

(1)     Wages shall be paid weekly or fortnightly at the employer's discretion.

(2)     Accompanying each payment of wages shall be a pay advice slip to be retained by the employee. On
        this slip the employer shall clearly detail the gross salary, its composition, the net wages payable and
        show details of each deduction.

(3)     Overtime shall be calculated and based on the aggregate wage as provided in the wages clause before
        any deduction is made for board and/or lodging.

(4)     Each employee shall be paid the appropriate rate shown in Clause 22. - Wages of this award. Subject
        to subclause (5) of this clause payment shall be pro rata where less than the full week is worked.

(5)     Wages shall be paid as follows:

        (a)      Actual 38 Ordinary Hours:

                 In the case of an employee whose ordinary hours of work are arranged in accordance with
                 paragraph (a) or (b) of subclause (1) of Section B - Implementation of 38 Hour Week of
                 Clause 8. - Hours of Work so that they work 38 ordinary hours each week, wages shall be paid
                 weekly or fortnightly according to the actual ordinary hours worked each week or fortnight.

        (b)      Average of 38 Ordinary Hours:

                 Subject to subclauses (6) and (7) hereof, in the case of an employee whose ordinary hours of
                 work are arranged in accordance with paragraph (c) of subclause (1) of Section B -
                 Implementation of 38 Hour Week of Clause 8. - Hours of Work so that they work an average
                 of 38 ordinary hours each week during a particular work cycle, wages shall be paid weekly or
                 fortnightly according to a weekly average of ordinary hours worked even though more or less
                 than 38 ordinary hours may be worked in any particular week of the work cycle.

        SPECIAL NOTE - EXPLANATION OF AVERAGING SYSTEM:

        As provided in paragraph (b) of this subclause an employee whose ordinary hours may be more or less
        than 38 in any particular week of a work cycle, is to be paid their wages on the basis of an average of
        38 ordinary hours so as to avoid fluctuating wage payments each week. An explanation of the
        averaging system of paying wages is set out below:

        (a)      Section B - Implementation of 38 Hour Week in Clause 8. - Hours of Work in subclause (1)(c)
                 provides that in implementing a 38 hour week the ordinary hours of an employee may be
                 arranged so that the employee is entitled to a day off, on a fixed day or rostered day basis,
                 during each work cycle. It is in these circumstances that the averaging system would apply.

        (b)      If the 38 hour week is to be implemented so as to give an employee a day off in each work
                 cycle this would be achieved if, during a work cycle of 28 consecutive days (that is, over four
                 consecutive weeks) the employee's ordinary hours were arranged on the basis that for three of
                 the four weeks she worked 40 ordinary hours each week and in the fourth week the employee
                 worked 32 ordinary hours. That is, the employee would work for eight ordinary hours each
                 day, Monday to Friday inclusive for three weeks and eight ordinary hours on four days only in
                 the fourth week, a total of 19 days during the work cycle.

        (c)      In such case the averaging system applies and the weekly wage rates for ordinary hours of
                 work applicable to the employee shall be the average weekly wage rates set out for the
                 employee's classification in Clause 22. - Wages of this award and shall be paid each week
                 even though more or less than 38 ordinary hours are worked that week.
             In effect, under the averaging system, the employee accrues a 'credit' each day the employee
             works actual ordinary hours in excess of the daily average which would otherwise be seven
             hours and 36 minutes. This 'credit' is carried forward so that in the week of the cycle that the
             employee works on only four days, the actual pay would be for an average of 38 ordinary
             hours even though, that week, the employee works a total of 32 ordinary hours.

             Consequently, for each day an employee works eight ordinary hours the employee accrues a
             'credit' of 24 minutes (0.4 hours).

             The maximum 'credit' the employee may accrue under this system is 0.4 hours on 19 days, that
             is a total of seven hours and 36 minutes.

      (d)    As provided in subclause (6) of this clause, an employee will not accrue a 'credit' for each day
             absent from duty other than on annual leave, long service leave, holidays prescribed under this
             award, paid sick leave, workers' compensation or compassionate leave.

(6)   Absences from Duty:

      (a)    An employee whose ordinary hours are arranged in accordance with paragraph (c) of Section
             B - Implementation of 38 Hour Week of Clause 8. - Hours of Work of this award and who is
             paid wages in accordance with paragraph (a) of subclause (5) hereof and is absent from duty
             (other than on annual leave, long service leave, holidays prescribed under this award, paid sick
             leave, workers' compensation or compassionate leave) shall, for each day so absent, lose
             average pay for that day calculated by dividing the employees average weekly wage rate by
             five.

             An employee who is so absent from duty for part of a day shall lose average pay for each hour
             is absent by dividing the employee's average daily pay rate by eight.

      (b)    Provided when such an employee is absent from duty for a whole day the employee will not
             accrue a 'credit' because they would not have worked ordinary hours that day in excess of
             seven hours and 36 minutes for which the employee would otherwise have been paid.
             Consequently, during the week of the work cycle the employee is to work less than 38
             ordinary hours the employee will not be entitled to average pay for that week. In that week,
             the average pay will be reduced by the amount of the 'credit' the employee does not accrue for
             each whole day during the work cycle is absent.

             The amount by which an employee's average weekly pay will be reduced when they are absent
             from duty (other than on annual leave, long service leave, holidays prescribed under this
             award, paid sick leave, worker's compensation or compassionate leave) is to be calculated as
             follows:

             total of 'credits' not accrued during   x   average weekly
             cycle                                       pay 38

             EXAMPLES:

             (An employee's ordinary hours are arranged so that they work eight ordinary hours on five
             days of each week for three weeks and eight ordinary hours on four days of the fourth week.)

      (a)    Employee takes one day off without authorisation in first week of cycle.

             Week of Cycle                    Payment

             1st week                    =    average weekly pay
                                              less one day's pay (ie.
                                              1/5th)

             2nd and 3rd weeks           =    average weekly pay
                                                   each week

               4th week                    =       average pay less credit
                                                   not accrued on day of
                                                   absence

                                           =       average pay

                                           =       less 0.4 hours x

                                                   average weekly pay
                                                   38

       (b)     Employee takes each of the four days off without authorisation in the 4th week.

               1st, 2nd and 3rd weeks          =     average pay each week

               4th week                        =     average pay less 4/5ths of
                                                     average pay for the four
                                                     days absent less total of
                                                     credits not accrued that
                                                     week

                                               =     1/5th average pay less 0.4
                                                     hours x average weekly
                                                     pay38

                                               =     1/5th average pay less 1.6
                                                     hours x average weekly
                                                     pay38

(7)    Alternative Method of Payment:

       An alternative method of paying wages to that prescribed by subclauses (5) and (6) of this clause may
       be agreed between the employer and the majority of the employees concerned.

(8)    Day Off Coinciding with Pay Day:

       In the event that an employee, by virtue of the arrangement of ordinary working hours, is to take a day
       off duty on a day which coincides with pay day, such employee shall be paid no later than the working
       day immediately following pay day. Provided that, where the employer is able to make suitable
       arrangements, wages may be paid on the working day preceding pay day.

(9)    Method of Payment:

       The employee may be paid wages by cash, cheque or into a bank account, at the employer's discretion.

(10)   Termination of Employment:

       An employee who lawfully leaves employment or is dismissed for reasons other than misconduct shall
       be paid all moneys due at the termination of that employee's service with the employer.

       Provided that in the case of an employee whose ordinary hours are arranged in accordance with
       paragraph (c) of subclause (1) of Section B - Implementation of 38 Hour Week and who is paid
       average pay and who has not taken the day off due during the work cycle in which the employee's
       employment is terminated, the wages due to that employee shall include a total of credits accrued
       during the work cycle as detailed in the special note following paragraph (b) of subclause (4) of this
       clause.
       Provided further, where the employee has taken a day off during the work cycle in which employment
       is terminated, the wages due to that employee shall be reduced by the total of credits which have not
       accrued during the work cycle.

(11)   Details of Payments to be Given:

       Where an employee requests the employer to state in writing with respect to each week's wages the
       amount of wages to which the employee is entitled, the amount of deductions made therefrom, the net
       amount being paid and the number of hours worked, the employer shall do so not less than two hours
       before the employee is paid.

(12)   Calculation of Hourly Rate:

       Except as provided in subclause (6) of this clause the ordinary rate per hour shall be calculated by
       dividing the appropriate weekly rate by 38.

(13)   No deduction shall be made from an employee's wages unless the employee has authorised such
       deduction in writing.


                      17. - TIME AND WAGES RECORD AND RIGHT OF ENTRY

(1)    A record of the time worked and wages paid to each employee employed under this award shall be
       maintained by the employer and shall be available for inspection by an accredited representative of the
       Union upon the giving of reasonable notice to the employer.

(2)    Accredited representatives of the Union shall be permitted to interview employees on the business
       premises of the employer during non-working times and meal breaks. Provided that the duly
       accredited representative shall notify the employer beforehand of their intention to exercise their rights
       under this clause.

       Provided further that nothing in this subclause shall empower a duly accredited official of the union to
       enter any part of the premises of the employer, pursuant to this subclause, unless the employer is the
       employer or former employer of a member of the Union.

       Before exercising a power of inspection the representative shall give reasonable notice of not less than
       24 hours to the employer.


                             18. - CASUAL AND PART TIME EMPLOYEES

(1)    Casual employees shall be paid 20% in addition to the rates prescribed in Clause 22. - Wages of this
       award in lieu of the provisions of Clauses 14. - Public Holidays, 13. - Annual Leave and 11. - Absence
       Through Sickness of this award.

(2)    Notwithstanding anything contained in this award, employees may be regularly employed to work less
       hours per week than prescribed in Clause 8. - Hours of Work of this award, and such employees will be
       remunerated at a weekly rate and be entitled to annual leave and sick leave pro rata to the rate or
       amount prescribed for the class of work on which they are engaged in proportion which their hours of
       work bear to the hours fixed by Clause 8 for their class of work.

(3)    Casual and part time employees will be paid for not less than three hours per day.

(4)    A part-time employee who is employed to regularly work less than 20 hours per week may with the
       consent of the employer, elect to be paid as a 'casual'.


                                          19. - MATERNITY LEAVE

(1)    Eligibility for Maternity Leave:
      An employee who becomes pregnant shall, upon production to her employer of a certificate from a
      duly qualified medical practitioner stating the presumed date of her confinement, be entitled to
      maternity leave provided that she has had not less than 12 months' continuous service with that
      employer immediately preceding the date upon which she proceeds upon such leave.

      For the purposes of this clause:

      (a)      An employee shall include a part time employee but shall not include an employee engaged
               upon casual or seasonal work.

      (b)      Maternity leave shall mean unpaid maternity leave.

(2)   Period of Leave and Commencement of Leave:

      (a)      Subject to subclauses (3) and (6) hereof, the period of maternity leave shall be for an unbroken
               period of up to 52 weeks.

      (b)      An employee shall, not less than ten weeks prior to the presumed date of confinement, give
               notice in writing to her employer stating the presumed date of confinement.

      (c)      An employee shall give not less than four weeks' notice in writing to her employer of the date
               upon which she proposes to commence maternity leave, stating the period of leave to be taken.

      (d)      An employee shall not be in breach of this order as a consequence of failure to give the
               stipulated period of notice in accordance with paragraph (c) hereof if such failure is
               occasioned by the confinement occurring earlier than the presumed date.

(3)   Transfer to a Safe Job:

      Where in the opinion of a duly qualified medical practitioner, illness or risks arising out of the
      pregnancy or hazards connected with the work assigned to the employee make it inadvisable for the
      employee to continue at her present work, the employee shall, if the employer deems it practicable, be
      transferred to a safe job at the rate and on the conditions attaching to that job until the commencement
      of maternity leave.

      If the transfer to a safe job is not practicable, the employee may, or the employer may require the
      employee to, take leave for such period as is certified necessary by a duly qualified medical
      practitioner. Such leave shall be treated as maternity leave for the purposes of subclauses (7), (8), (9)
      and (10) hereof.

(4)   Variation of Period of Maternity Leave:

      (a)      Provided the addition does not extend the maternity leave beyond 52 weeks, the period may be
               lengthened once only, save with the agreement of the employer, by the employee giving not
               less than 14 days' notice in writing stating the period by which the leave is to be lengthened.

      (b)      The period of leave may, with the consent of the employer, be shortened by the employee
               giving not less than 14 days' notice in writing stating the period by which the leave is to be
               shortened.

(5)   Cancellation of Maternity Leave:

      (a)      Maternity leave, applied for but not commenced, shall be cancelled when the pregnancy of an
               employee terminates other than by the birth of a living child.

      (b)      Where the pregnancy of an employee then on maternity leave terminates other than by the
               birth of a living child, it shall be the right of the employee to resume work at a time nominated
               by the employer which shall not exceed four weeks from the date of notice in writing by the
               employee to the employer that she desires to resume work.
(6)   Special Maternity Leave and Sick Leave:

      (a)     Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks
              other than by the birth of a living child then:

              (i)      She shall be entitled to such period of unpaid leave (to be known as special maternity
                       leave) as a duly qualified medical practitioner certifies as necessary before her return
                       to work; or

              (ii)     For illness other than the normal consequences of confinement she shall be entitled,
                       either in lieu of or in addition to special maternity leave, to such paid sick leave as to
                       which she is then entitled and which a duly qualified medical practitioner certifies as
                       necessary before her return to work.

      (b)     Where an employee not then on maternity leave suffers illness related to her pregnancy, she
              may take such paid sick leave as to which she is then entitled and such further unpaid leave (to
              be known as special maternity leave) as a duly qualified medical practitioner certifies as
              necessary before her return to work, provided that the aggregate of paid sick leave, special
              maternity leave and maternity leave shall not exceed 52 weeks.

      (c)     For the purposes of subclauses (7), (8) and (9) hereof, maternity leave shall include special
              maternity leave.

      (d)     An employee returning to work after the completion of a period of leave taken pursuant to this
              subclause shall be entitled to the position which she held immediately before proceeding on
              such leave or, in the case of an employee who was transferred to a safe job pursuant to
              subclause (3), to the position she held immediately before such transfer.

              Where such position no longer exists but there are other positions available, for which the
              employee is qualified and the duties of which she is capable of performing, she shall be
              entitled to a position as nearly comparable in status and salary or wage to that of her former
              position.

(7)   Maternity Leave and Other Leave Entitlements:

      Provided the aggregate of leave including leave taken pursuant to subclauses (3) and (6) hereof does
      not exceed 52 weeks.

      (a)     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 she is then entitled.

      (b)     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.

(8)   Effect of Maternity Leave on Employment:

      Notwithstanding any award, or other provision to the contrary, absence on maternity leave shall not
      break the continuity of service of an employee but shall not be taken into account in calculating the
      period of service for any purpose of the award.

(9)   Termination of Employment:

      (a)     An employee on maternity leave may terminate her employment at any time during the period
              of leave by notice given in accordance with this award.

      (b)     An employer shall not terminate the employment of an employee on the ground of her
              pregnancy or of her absence on maternity leave, but otherwise the rights of an employer in
              relation to termination of employment are not hereby affected.
(10)     Return to Work After Maternity Leave:

         (a)      An employee shall confirm her intention of returning to her work by notice in writing to the
                  employer given not less than four weeks prior to the expiration of her period of maternity
                  leave.

         (b)      An employee, upon the expiration of the notice required by paragraph (a) hereof, shall be
                  entitled to the position which she held immediately before proceeding on maternity leave or,
                  in the case of an employee who was transferred to a safe job pursuant to subclause (3), to the
                  position which she held immediately before such transfer. Where such position no longer
                  exists but there are other positions available for which the employee is qualified and the duties
                  of which she is capable of performing, she shall be entitled to a position as nearly comparable
                  in status and salary or wage to that of her former position.

(11)     Replacement Employees:

         (a)      A replacement employee is an employee specifically engaged as a result of an employee
                  proceeding on maternity leave.

         (b)      Before an employer engages a replacement employee under this subclause, the employer shall
                  inform that person of the temporary nature of the employment and of the rights of the
                  employee who is being replaced.

         (c)      Before an employer engages a person to replace an employee temporarily promoted or
                  transferred in order to replace an employee exercising her rights under this clause, the
                  employer shall inform that person of the temporary nature of the promotion or transfer and of
                  the rights of the employee who is being replaced.

         (d)      Provided that nothing in this subclause shall be construed as requiring an employer to engage
                  a replacement employee.


                                        20. - BEREAVEMENT LEAVE

An employee shall, on the death of a wife, husband, de-facto wife or de-facto husband, father, father-in-law,
mother, mother-in-law, brother, sister, child or stepchild be entitled, on notice, of leave up to and including the
day of the funeral of such relation and such leave shall be without deduction of pay for a period not exceeding
the number of hours worked by the employee in two ordinary working days. Proof of such death shall be
furnished by the employee to the satisfaction of the employer.

Provided that payment in respect of compassionate leave is to be made only where the employee otherwise
would have been on duty and shall not be granted in any case where the employee concerned would have been
off duty in accordance with the employee's roster, or on long service leave, annual leave, sick leave, workers'
compensation, leave without pay or on a public holiday.

An employee shall not be entitled to claim payment for bereavement leave on a day when that employee is
absent on an accrued day off in accordance with the provisions of Clause 8. - Hours of Work of this award. An
employee whilst on bereavement leave prescribed by this clause shall continue to accrue an entitlement to an
accrued day off as prescribed by Clause 8. - Hours of Work of this award.


                                           21. - SUPERANNUATION

The superannuation provisions contained herein operate subject to the requirements of the hereinafter prescribed
provision titled - Compliance, Nomination and Transition.

(1)      Employer Contributions:
        (a)     The employer shall contribute 9% of ordinary time earnings per eligible employee into
                Westscheme which complies with the guidelines established by the Occupational
                Superannuation Commission.

        (b)     Employer contributions shall be paid on a monthly basis for each week of service that the
                eligible employee completes with the employer.

        (c)     No contributions shall be made for periods of unpaid leave, or unauthorised absences in excess
                of one week.

(2)     Definitions:

        "Approved Fund" shall mean a fund which has been established by and on behalf of the employer for
        the purposes of Occupational Superannuation and which complies with the Australian Government's
        Operational Standards for Occupational Superannuation.

        "Ordinary time earnings" shall mean the salary, wage or other remuneration regularly received by the
        employee in respect of the time worked in ordinary hours and shall include shift work penalties,
        payments which are made for the purpose of District or Location Allowances or any other rate paid for
        all purposes of the award to which the employee is entitled for ordinary hours of work PROVIDED
        THAT "ordinary time earnings" shall not include any payment which is for vehicle allowances, fares or
        travelling time allowances (including payments made for travelling related to distant work),
        commission or bonus.

        "Eligible employee" means a fulltime, parttime or casual employee for whom 9% of ordinary time
        earnings is greater than $3.00 in the case of parttime and casual employees, and greater than $4.00 in
        the case of fulltime employees.

(3)     Qualifying Period:

        All new employees shall serve a qualifying period of service in three calendar months with the
        employer before becoming entitled to the employer contributions mentioned in subclause (1) of this
        clause. Such employer contributions shall apply from the date of commencement.

(4)     Exemptions:

        (a)     Employers of employees who are covered by a Superannuation Award or Agreement made
                pursuant to the Industrial Relations Act, 1979 shall be exempted from the provisions of this
                clause.

        (b)     An employer who provides superannuation under an Approved Company Fund to employees
                shall, in respect of those employees, and by agreement with the Union, pay the contributions
                specified in paragraph (a) of subclause (2) of this clause to such Approved Company Fund.

Compliance, Nomination and Transition

        Notwithstanding anything contained elsewhere herein which requires that contribution be made to a
        superannuation fund or scheme in respect of an employee, on and from 30 June 1998 -

        (a)     Any such fund or scheme shall no longer be a complying superannuation fund or scheme for
                the purposes of this clause unless -

                (i)      the fund or scheme is a complying fund or scheme within the meaning of the
                         Superannuation Guarantee (Administration) Act 1992 of the Commonwealth; and

                (ii)     under the governing rules of the fund or scheme, contributions may be made by or in
                         respect of the employee permitted to nominate a fund or scheme;

        (b)     The employee shall be entitled to nominate the complying superannuation fund or scheme to
                which contributions are to be made by or in respect of the employee;
      (c)     The employer shall notify the employee of the entitlement to nominate a complying
              superannuation fund or scheme as soon as practicable;

      (d)     A nomination or notification of the type referred to in paragraphs (b) and (c) of this subclause
              shall, subject to the requirements of regulations made pursuant to the Industrial Relations
              Legislation Amendment and Repeal Act 1995, be given in writing to the employer or the
              employee to whom such is directed;

      (e)     The employee and employer shall be bound by the nomination of the employee unless the
              employee and employer agree to change the complying superannuation fund or scheme to
              which contributions are to be made;

      (f)     The employer shall not unreasonably refuse to agree to a change of complying superannuation
              fund or scheme requested by a employee;

              Provided that on and from 30 June 1998, and until an employee thereafter nominates a
              complying superannuation fund or scheme -

      (g)     if one or more complying superannuation funds or schemes to which contributions may be
              made be specified herein, the employer is required to make contributions to that fund or
              scheme, or one of those funds or schemes nominated by the employer;

              or

      (h)     if no complying superannuation fund or scheme to which contributions may be made be
              specified herein, the employer is required to make contributions to a complying fund or
              scheme nominated by the employer.


                                              22. - WAGES

(1)   The total minimum weekly rate of wage payable to persons employed pursuant to this award shall be:

                        Classification                      Pay Level     Relativity to      Per week
                                                                              C10                $

      (a)     Children Services Employee Level 1

              Grade One

              Cleaner                                           1.1          90.6%            543.60
              Kitchen Hand                                      1.2          91.7%            550.30

              Grade Two (Cook/Gardener)

              On commencement                                   1.3          92.5%            554.50
              after 1 year in the industry                      1.4          93.9%            562.80

      (b)     Children Services Employee Level 2

              on commencement                                   2.1          90.6%            543.60
              after 1 year in the industry                      2.2          92.2%            553.00
              after 2 years in the industry                     2.3          93.9%            562.50
              after 3 years in the industry                     2.4          95.5%            572.00

              E worker
              on commencement                                   2.5          98.3%            588.20
              after 1 year in the industry                      2.6          99.6%            596.20
(c)     Children Services Employee Level 3

        on commencement                                     3.1         100.0%           598.20
        after 1 year in the industry                        3.2         105.0%           621.20
        after 2 years in the industry                       3.3         110.0%           642.70
        CSE Level 3 holding AQF Certificate IV              3.4         115.0%           660.80
        CSE Level 3 holding AQF Diploma in
        Children’s Services or CSE Level 3 who is
        an E Worker                                         3.5          Note 1          682.05

Note 1: Pay Level 3.5 is fixed at the mid-point between the Level 3.3 rate and the Level 4.1 rate

                                                                      Relativity to
                                                                          C5

(d)     Children Services Employee Level 4

        on commencement                                     4.1         100.0%           721.40
        after 1 year in the industry                        4.2          102%            733.20
        after 2 years in the industry                       4.3          104%            744.90


(e)     Children Services Employee Level 5

        on commencement                                     5.1         106.1%           757.30
        after 1 year in the industry                        5.2         108.1%           769.10
        after 2 years in the industry                       5.3         110.1%           780.80
        Note: An Assistant Director who holds an
        Advanced Diploma (AQF 6) must be paid
        no less than                                        5.4          Note 2          783.90

Note 2: Pay Level 5.4 has a 145% relativity to the pay level 3.1 [C10] rate.

(f)     Children Services Employee Level 6

        Grade 1
        on commencement                                     6.1         128.6%           887.70
        after 1 year in the industry                        6.2         130.6%           899.45
        after 2 years in the industry                       6.3         132.6%           911.20

        Grade 2
        on commencement                                     6.4         138.7%           947.10
        after 1 year in the industry                        6.5         140.3%           956.50
        after 2 years in the industry                       6.6         142.3%           968.30

        Grade 3
        on commencement                                     6.7         144.4%            980.60
        after 1 year in the industry                        6.8         146.4%           992.40
        after 2 years in the industry                       6.9         148.4%           1004.20

Note 3: A Director or Assistant Director who holds a Graduate Certificate in
       Child Care Management or equivalent will be paid an all-purpose
       allowance, calculated at 5% of the weekly rate for Assistant Director
       (Pay Level 5.3) ie                                                                 38.00

(g)     Pre-School Teachers

        Step I                                              7.1         94.1%            689.50
        Step II                                             7.2         100.0%           721.40
        Step III                                            7.3         105.5%           753.20
              Step IV                                            7.4           110.2%           778.60
              Step V                                             7.5           114.9%           802.20
              Step VI                                            7.6           120.8%           834.10
              Step VII                                            7.7          127.2%           869.20
              Step VIII                                          7.8           132.5%           897.80
              Step IX                                            7.9           137.2%           923.40
              Step X                                             7.10          143.1%           955.30
              Step XI                                            7.11          149.0%           987.10

(2)   Acting Positions

      Where an employee is appointed to act as the Director of a Centre or Supervising Officer pursuant to
      the relevant child care regulations, he/she shall be paid for the whole of that period as Director or
      Supervising Officer.

(3)   Incremental Progression

      (a)     Progression from one level to the next within a classification is subject to a children’s services
              employee meeting the following criteria:

              •   competency at the existing level;

              •   12 months experience at that level (or in the case of employees employed for 19 hours or
                  less per week, 24 months’ experience) and in-service training as required;

              •   demonstrated ability to acquire the skills which are necessary for advancement to the next
                  pay point level.

      (b)     Where an employee is deemed not to have met the requisite competency at their existing level
              at the time of appraisal, his/her incremental progression may be deferred for periods of three
              months at a time provided that:

              •   the employee is notified in writing as to the reasons for the deferral;

              •   the employee has, in the twelve months leading to the appraisal, been provided with in-
                  service training required to attain a higher pay point;

              •   following any deferral, the employee is provided with the necessary training in order to
                  advance to the next level.

      (c)     Where an appraisal has been deferred for operational reasons beyond the control of either
              party, and the appraisal subsequently deems the employee to have met the requirements under
              this clause, any increase in wage rates will be back paid to the 12 month (or 24 month)
              anniversary date of the previous incremental progression.

      (d)     An employee whose incremental advancement has been refused or deferred may seek to have
              the decision reviewed by lodging a written request through the dispute resolution procedure in
              Appendix – Resolution of Disputes Requirement of this award. If the review is successful,
              then the incremental advancement will be backdated to the original due date. The review
              process must be completed within two months of the request for the review being made.

      (e)     An employee employed as a CSE Level 2 on completion of an accredited introductory child
              care course shall immediately progress by one additional level beyond that previously
              determined in accordance with subclause (3)(a) of this clause. Additional steps shall be
              determined in accordance with subclause (3)(a) of this clause.

      (f)     On ceasing employment, the employee shall be given a written statement of the current level
              and step and the date of commencement at that level and step.

(4)   Junior Rates
      An employee under the age of 21 years who is employed as a Children Services Employee Level 2
      shall be paid a percentage of the rate applicable to an adult employee, taking into account the
      provisions for progression specified in subclauses (3)(a) and (3)(b) of this clause. The percentages of
      the adult rate shall be:

      Percentage of adult rate             %
      At or under 16 years of age          50
      At 17 years of age                   60
      At 18 years of age                   75
      At 19 years of age                   85
      At 20 years of age                   95
      Thereafter the adult rate

(5)   Arbitrated Safety Net Adjustments

      The rates of pay in this award include arbitrated safety net adjustments available since December 1993,
      under the Arbitrated Safety Net Adjustment Principle.

      These arbitrated safety net adjustments may be offset against any equivalent amount in the rate of pay
      received by employees since 1 November 1991 above the rate prescribed in the Award, except where
      such absorption is contrary to the terms of an industrial agreement.

      Increases in rates of pay otherwise made under the State Wage Case Principles, excepting those
      resulting from enterprise agreements, are not to be used to offset arbitrated safety net adjustments.

(6)   Translation arrangements and Savings provision

      (a)      Savings

               No employee shall suffer a reduction in wages and/or allowances as a result of the insertion of
               the new classification structure into this award on 23 March 2006.

      (b)      Commencement

               Subject to Principle 12 of the Commission’s Statement of Principles, the provisions of this
               clause and the provisions of Schedule C, the rates of pay set out in this award will apply from
               the first full pay period to commence on or after 23 March 2006.

      (c)      Translation

               (i)       An employee whose duties fall within the classification structure set out in this award
                         should confer with his or her employer and seek to reach agreement on the translation
                         of the employee to the terms of this award.

               (ii)      Employees will translate to the new classification structure on the basis of the
                         following principles:

                         •   Except where otherwise provided in this clause, where an existing employee is
                             appointed to a higher classification than they currently enjoy, they will translate to
                             the “on commencement” rate for that classification;

                         •   Where an existing employee retains their existing classification, they will retain
                             their current incremental position in that classification based on their years of
                             experience in the industry;

                         •   New employees, or current employees who are subsequently reclassified to a
                             higher grade, will be paid at the “on commencement” rate for the classification to
                  which they are appointed and will progress through the scale according to the
                  factors listed in subclause (3) of this clause.

      (iii)   Despite subclause (6)(c)(ii) of this clause:

              •   Existing Child Care Giver employees will be classified according to their duties
                  and their years of experience in the industry. Thus an existing Child Care Giver
                  employee with more than two years experience will be classified at the new CSE
                  Level 2.3. A Child Care Giver employee with more than one year but less than
                  two years experience will be classified at the new CSE Level 2.2.

              •   Existing Child Care Giver employees will be classified as either CSE Level 2 or
                  CSE Level 3 employees depending on their qualifications and/or duties and their
                  experience in the industry. A Child Care Giver Employee without Certificate III
                  will normally be classified at CSE Level 2, unless they have been previously
                  recognised by the employer as having the knowledge or experience to perform
                  CSE Level 3 duties, in which case they will be classified as CSE Level 3. Both
                  will be entitled to immediate recognition of their years of experience in the
                  industry (ie. a Certificate III employee with more than two years of experience
                  will be classified at the new CSE Level 3.3).

              •   Existing E Worker employees will be classified at the new CSE Level 3.5.

              •   Existing Qualified Child Care Giver employees will, depending on their
                  qualifications and/or duties and their experience in the industry, be classified as
                  either CSE Level 4.1, 4.2 or 4.3. Each will be entitled to immediate recognition of
                  their years of experience in the industry at this level.

              •   Existing Assistant Director employees will, depending on their qualifications
                  and/or experience in the industry, be classified as either Assistant Director pay
                  level 5.1, 5.2, 5.3 or 5.4. Each will be entitled to immediate recognition of their
                  years of experience in the industry

              •   Existing Director employees will, depending on the number of children the
                  service is licensed for be classified as either Director Grade 1, Director Grade 2 or
                  Director Grade 3. Each will be entitled to immediate recognition of their years of
                  experience in the industry. No director shall suffer a loss of pay as a result of the
                  transition to the new classification structure. Any employee who would suffer a
                  loss of pay as a result of the transition to the new classification structure shall
                  maintain their rate of pay as immediately prior to 23 March 2006.

(d)   Where the employee’s current rate of pay is below the rate of pay specified in this Award for
      the classification appropriate to the employee, the following provisions will apply:

      (i)     From the first full pay period to commence on or after 23 March 2006, the employee
              must be paid (in addition to the employee’s current rate of pay) $20 per week extra or
              the appropriate classification rate for the employee (“the first instalment”, which
              incorporates the State Wage Case – 4 July 2005 decision adjustment).

      (ii)    From the first full pay period to commence on or after 23 September 2006, the
              employee must be paid (in addition to the employee’s current rate of pay), a further
              $20 a week extra or the appropriate classification rate for the employee (“the second
              instalment).

      (iii)   From the first full pay period to commence on or after 23 March 2007, the employee
              must be paid a further $20 a week extra or the appropriate classification rate for the
              employee (“the third instalment”).
              (iv)     From the first full pay period to commence on or after 23 September 2007, the
                       employee must be paid the balance of any increase required to achieve the
                       appropriate classification rate (“the final instalment”).

      (e)     The employer and employee can agree to earlier implementation dates for wage increases than
              those set out in subclause (6)(d) of this clause.

      (f)     In the event that the employer and the employee cannot reach agreement as envisaged by
              subclause (6)(c) of this clause, or in the event that a dispute arises as to the transitional
              arrangements referred to in this clause, the procedures specified in Appendix – Resolution of
              Disputes Requirement, must be followed.

      (g)     Despite subclause (6)(f) of this clause and Appendix – Resolution of Disputes Requirement of
              this award:

              (i)      An award respondent or group of respondents may apply to the Commission pursuant
                       to Principle 12 of the Commission’s Statement of Principles to seek variation to the
                       phase-in period for the new minimum rates of pay provided for in this award;

              (ii)     A Board of Reference shall be established from time to time for the purpose of
                       resolving any dispute or difficulty or likely dispute or difficulty in the application of
                       subclause (6)(c)(ii) of this clause. The Board shall be constituted by a Chairperson
                       who shall be a member of the Western Australian Industrial Relations Commission
                       and at least two other members, one of whom is nominated by the Liquor, Hospitality
                       and Miscellaneous Union and the other nominated by the employer respondent to the
                       award affected by the dispute or difficulty or likely dispute or difficulty. Before
                       proceedings commence, the Chairperson shall seek undertakings from the parties
                       appearing before the Board that any decision, subject to the terms of the Act, shall be
                       final. Any decisions of a Board of Reference made pursuant to this clause shall be
                       reduced to writing and published by the Chairperson.

      (h)     A translation table appears as Schedule C to this award.


              23. - AWARD MODERNISATION AND ENTERPRISE CONSULTATION

(1)   The parties to this award are committed to co-operating positively to increase the efficiency and
      productivity of the industry, and to enhance the career opportunities and job security of employees in
      the industry.

(2)   At each centre or service a consultative mechanism may be established by the employer, or where
      requested by the employees or their Union, shall be established. The consultative mechanism and
      procedure shall be appropriate to the size, structure and needs of the particular centre or service.

(3)   Where a consultative mechanism is established, it shall be free to address any matters which are
      consistent with the objectives as outlined in subclause (1) of this cause.

(4)   Discussions that take place within the framework of the consultative mechanism will have regard to the
      following requirements:

      (a)     the changes sought shall not affect provisions reflecting state standards;

      (b)     the majority of employees affected by any proposed change at the centre or service must be
              informed of the proposed change, and the majority of such employees, must genuinely agree
              with the proposal;

      (c)     Any proposed agreement shall not, in the context of a total package, provide for a set of
              conditions of a lesser standard than that provided by the award, and no employee shall have a
              lesser income as a result of the conditions proposed in the agreement;
        (d)      when discussions affect wages and/or conditions of employment, the union must be invited to
                 participate;

        (e)      the parties to the award, shall not unreasonably oppose any proposed agreement which results
                 from the consultative process outlined in this clause;

        (f)      any agreement proposed pursuant to this clause, relating to an award matter, shall be subject to
                 ratification by the Western Australian Industrial Relations Commission and, if it is approved,
                 such agreement shall then operate as a schedule to this award and take precedence over any
                 provision of this award to the extent of any inconsistency;

        (g)      if agreement to any proposal arising out of the consultative process outlined in this clause
                 cannot be reached, then the matter may be referred to the Western Australian Industrial
                 Relations Commission for determination.


                   24. - CLASSIFICATION DEFINITIONS AND SKILL DESCRIPTORS

All employees shall be classified by the employer into one of the levels contained in this clause in accordance
with the employee’s skills, responsibilities, qualifications and duties. Where an employee believes they have
been wrongly classified the matter shall be dealt with in accordance with the dispute settling procedure set out
in Appendix – Resolution of Disputes Requirement of this award (or subclause (6)(g) of Clause 22. – Wages of
this award as appropriate).

(1)     Children’s Services Employee Level 1

        (a)      Grade one

                 (i)      Definition

                          An untrained ancillary employee employed to clean or work as a kitchen hand.

                 (ii)     Skill descriptors

                          •   Such an employee:

                          •   Is responsible for the quality of the employee's own work subject to direct
                              supervision;

                          •   Works under direct supervision either individually or in a team environment; and

                          •   Exercises discretion within the level of the employee's skills in the performance of
                              tasks.

        (b)      Grade two

                 (i)      Definition

                          An untrained ancillary employee who is employed to undertake cooking or gardening
                          duties.

                 (ii)     Skill descriptors

                          •   Such an employee:

                          •   Works under routine supervision either individually or in a team environment;

                          •   Is responsible for assuring the quality of the employee's own work subject to
                              routine supervision;
                       •   Is required to exercise discretion during the course of his/her own work.

(2)   Children’s Services Employee Level 2

      (a)     This is an employee working under routine supervision, engaged to assist in the supervision
              and care of children and generally to assist in the functioning of the centre.

      (b)     This is also an employee who is appointed as an E Worker that does not meet the requirements
              of subclause (3)(a)(i) and subclause (3)(a)(ii) of this clause.

      (c)     Responsibilities of an employee at this level may include the following:

              •   Maintain a clean, hygienic environment;

              •   Maintain and attend to personal hygiene of children;

              •   Maintain and attend to own personal hygiene;

              •   Attend to nutritional needs of children;

              •   Respond to child's apparent ill-health;

              •   Respond to accident, emergency or threat;

              •   Implement routines which enhance well being;

              •   Interact positively and appropriately with children;

              •   Participate in the planning and preparation of programmes;

              •   Assist to prepare an environment based on programme requirements;

              •   Assist in the implementation of programmes;

              •   Contribute to team approach;

              •   Seek to further professional development;

              •   Liaise effectively with parents;

              •   Uphold the Centre's philosophy;

              •   Participate in appropriate administrative processes;

              •   Contribute to maintenance and care of buildings and equipment; and

              •   Implement Centre policies and procedures.

      (d)     Additional duties of an employee at this level with more than 2 years experience in the
              industry may include the following:

              •   Assist in the facilitation of programmes suited to the needs of individual children and
                  groups;

              •   Provide input to trained staff by observations of individual children and groups;

              •   Work under direction with individual children with special needs.

      (e)     An E Worker at this level will take on the same duties and perform the same tasks as a CSE
              Level 2 and:
              •      Is able to display various methods and techniques of child management;

              •      Is able to direct other staff members when exercising responsibility in their allocated area;

              •      Possesses observational skills in excess of CSE;

              •      Participates in a team approach to the delivery of care.

      (f)     Subject to this Award, an employee at this Level is entitled to incremental progression to pay
              level 2.3. However, an employee at this level who is an E Worker must be paid no less than
              the rate prescribed for pay Level 2.5, and may progress to level 2.6.

(3)   Children’s Services Employee Level 3

      (a)     This is an employee who:

              (i)         has completed AQF Certificate III in Children’s Services or an equivalent
                          qualification; or

              (ii)        possesses, in the opinion of the employer, sufficient knowledge or experience to
                          perform the duties at this level.

      (b)     This is also an employee who is appointed as an E Worker that meets the requirements of
              subclause (3)(a)(i) or subclause (3)(a)(ii) of this clause.

      (c)     An employee appointed at this level will undertake the same duties and perform the same
              tasks as a CSE Level 2 employee, and will undertake the following additional indicative
              duties:

              •      Assist in the preparation, implementation and evaluation of developmentally appropriate
                     programs for individual children or groups;

              •      Responsible for recording observations of individual children or groups for program
                     planning purposes for qualified staff

              •      Under direction, work with individual children with particular needs.
              •      Assist in the direction of untrained staff

              •      Undertake and implement the requirements of quality assurance.

              •      Work in accordance with food safety regulations

      (d)     An E Worker will take on the same duties and perform the same tasks as a CSE Level 3 and:

              •      Is able to display various methods and techniques of child management;

              •      Is able to direct other staff members when exercising responsibility in their allocated area;

              •      Possesses observational skills in excess of CSE;

              •      Participates in a team approach to the delivery of care.

      (e)     Subject to this Award, an employee at this Level is entitled to incremental progression to pay
              level 3.3. However:

              •      An employee at this level who holds a relevant AQF Certificate IV or equivalent and who
                     exercises skills and competencies beyond those required for AQF Certificate III in the
                     ongoing performance of their work must be paid no less than the rate prescribed for pay
                     Level 3.4.
              •   An employee at this level who has completed an AQF Diploma in Children’s Services or
                  equivalent, and who applies skills and knowledge acquired beyond the competencies
                  required for AQF Certificate III in the on-going performance of their work, must be paid
                  no less than the rate prescribed for pay Level 3.5.

              •   An employee at this level who is an E Worker must be paid no less than the rate prescribed
                  for pay Level 3.5.

              •   Any dispute concerning an employee’s entitlement to be paid at pay Level 3.5 may be
                  referred to a Board of Reference appointed under Clause 22. – Wages subclause (6)(g)(ii)
                  of this award. A Board of Reference may require an employee to demonstrate to its
                  satisfaction that the employee utilises skills and knowledge above those prescribed for
                  Level 3 but below those prescribed for Level 4.

(4)   Children’s Services Employee Level 4

      (a)     This is an employee who has completed a Diploma in Children’s Services or equivalent as
              recognised by licensing authorities and is appointed as the person in charge of a group of
              children in the age range from birth to 6 years. It shall also include persons employed as
              supplementary service grants (SUPS) employees and persons who do not hold approved
              qualifications but who have obtained an exemption from the Child Care Licensing Unit to
              work at this level and who are so appointed.

      (b)     An employee appointed at this level will take on the same duties and perform the same tasks
              as a CSE Level 3 and undertake the following additional indicative duties:

              •   Responsible, in consultation with the Assistant Director/Director for the preparation,
                  implementation and evaluation of a developmentally appropriate program for individual
                  children or groups of children in care.

              •   Responsible for the direction and general supervision of other employees up to CSE Level
                  3.

              •   Responsible to the Assistant Director/Director for the supervision of students on
                  placement.

              •   Ensure a safe environment is maintained for both staff and children.

              •   Ensure that records are maintained accurately for each child in their care.

              •   Develop, implement and evaluate daily care routines.

              •   Ensure the centre or service’s policies and procedures are adhered to.

              •   Liaise with families.

(5)   Children’s Services Employee Level 5

      (a)     This is an employee who has completed a [AQF 5] Diploma in Children’s Services or
              equivalent, and/or is appointed as either an Assistant Director of a service, or a Children’s
              Services Coordinator:

      (b)     An Assistant Director appointed at this level will take on the same duties and perform the
              same tasks as a CSE Level 4 and be responsible for the following additional indicative duties:

              •   Coordinate and direct the activities of employees engaged in the implementation and
                  evaluation of developmentally appropriate programs;

              •   Contribute, through the Director, to the development of the centre or service’s policies;
              •      Coordinate centre operations including Occupational Health and Safety, program planning,
                     staff training;

              •      Take responsibility for the day-to-day management of the centre or service in the
                     temporary absence of the Director and for management and compliance with licensing and
                     all statutory and quality assurance issues; and

              •      Generally supervise all employees within the service.

      (c)     A Children’s Services Coordinator undertakes additional responsibilities including
              coordinating the activities of more than one group, supervising staff, trainees and students on
              placement, and assisting in administrative functions.

      (d)     An Assistant Director who holds an Advanced Diploma (AQF 6) must be paid no less than
              CSE Level 5.4. Pay Level 5.4 has a 145% relativity to the Pay level 3.1 [C10] rate.

      (e)     Qualification Allowance: An Assistant Director who holds a graduate qualification in child
              care management or other relevant qualification is entitled to an all purpose allowance
              equivalent to 5 per cent of the rate of pay for specified for Level 5.3 (see Note 3 after
              subclause (1)(f) of Clause 22. - Wages of this award).

(6)   Children’s Services Employee Level 6 - Director

      (a)     A Director is an employee:

              (i)         who holds:

                          •   a relevant Degree, or

                          •   an AQF Advanced Diploma, or

                          •   a Diploma in Children’s Services, or

                          •   a Diploma in Out of Hours Care, or

                          •   is a person possessing such experience, or holding such qualifications deemed by
                              the employer to be appropriate to the position, and

              (ii)        is appointed as the Director of a Service and is responsible for the overall
                          management and administration of the service with the following additional
                          indicative duties:

                          •   supervise the implementation of developmentally appropriate programs for
                              children;

                          •   recruit staff in accordance with relevant regulations;

                          •   maintain day-to-day accounts and handle all administrative matters;

                          •   ensure that the centre or service adheres to all relevant regulations and statutory
                              requirements;

                          •   ensure that the centre or service meets or exceeds quality assurance requirements;

                          •   liaise with families and outside agencies;

                          •   formulate and evaluate annual budgets;

                          •   liaise with management committees or proprietors as appropriate;
                         •   provide professional leadership and development to staff;

                         •   develop and maintain policies and practices for the centre or service, or

              (iii)      is appointed to act as the Supervising Officer pursuant to the Community Services
                         (Child Care) Regulations 1988 as amended.

      (b)     Director Level 1

              A Director Level 1 is an employee appointed as the Director of a service licensed for up to 39
              children and paid at the Level 6.1 to 6.3 salary range.

      (c)     Director Level 2

              A Director Level 2 is an employee appointed as the Director of a service licensed for between
              40 and 59 children and is paid at the Level 6.4 to 6.6 salary range.

      (d)     Director Level 3

              A Director Level 3 is an employee appointed as the Director of a service licensed for 60 or
              more children and paid at the Level 6.7 to 6.9 salary range

      (e)     Qualification Allowance: A Director who holds a graduate qualification in child care
              management or other relevant qualification is entitled to an all-purpose allowance equivalent
              to 5 per cent of the rate of pay for specified for Level 5.3 (see Note 3 after subclause (1)(f) of
              Clause 22. - Wages of this award).

(7)   Pre-School Teachers

      (a)     Definition

              (i)        Three year trained teacher holding a Diploma of Teaching, or equivalent, or a teacher
                         holding a University degree (other than a Bachelor of Education) and paid at the Pre-
                         School Teacher Level 7.1 to 7.7 range.

              (ii)       Teacher holding: University degree and Diploma of Education, or University degree
                         and Teacher's certificate, or a Bachelor of Education Degree and paid at the Pre-
                         School Teacher Level 7.3 to 7.11 range.

              (iii)      Teacher holding the qualifications outlined in 7.1.2 plus a second degree or higher
                         degree such as a graduate diploma or a degree at honours level and paid at the Pre-
                         School Teacher Level 7.4 to 7.11 range.

(8)   Preparation Time

      A qualified full-time employee at Level 4 or above who is appointed by the employer to be responsible
      for the planning and implementation of the planned programme for the children in the Centre shall be
      entitled to two hours per week preparation time. Such time shall be taken at a time agreed by the
      employer and shall be free from other duties.

(9)   Examination Leave

      Employees shall be granted leave with full pay in order to travel to and attend childcare examinations
      relevant to this Schedule and approved by the education institution. Provided that when an afternoon
      examination is scheduled an employee shall be allowed the morning for study if so required by the
      employee.


                                         25. - LIBERTY TO APPLY
Liberty is reserved to the parties to make application to vary this award during the term of the award with
respect to provisions on:

        (a)     progression within classifications of Child Care Support Employees;

        (b)     progression for part-time employees;

        (c)     wage relativities for Assistant Directors; and

        (d)     rates associated with junior employees.


                                           26. - NO REDUCTION

For the purposes of this award no specified condition or wage shall apply to Pre-School Teachers employed
prior to the 22 June 1994.

For these persons the relevant wages and conditions will be taken as those applying in the Child Care (Pre-
School Teachers) Award No. A 3 of 1983 as of 21 June 1994.


                                            27. - REDUNDANCY

(1)     Definition

        Redundancy occurs when an employer decides that the employer no longer wishes the job the
        employee has been doing to be done by anyone and this is not due to the ordinary and customary
        turnover of labour.

(2)     Transfer to lower paid duties

        Where an employee is transferred to lower paid duties by reason of redundancy the same period of
        notice must be given as the employee would have been entitled to if the 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 rate of pay and the new ordinary time rate for the
        number of weeks of notice still owing.

(3)     Severance Pay

        (a)     In addition to the period of notice prescribed for ordinary termination in the contract of service
                clause in this award, an employee whose employment is terminated by reason of redundancy
                must be paid, subject to further order of the Commission, the following amount of severance
                pay in respect of a continuous period of service:

                Period of continuous service                     Severance pay

                1 year or less                                   Nil
                1 year and up to the completion of 2 years       4 weeks pay
                2 years and up to the completion of 3            6 weeks pay
                years
                3 years and up to the completion of 4            7 weeks pay
                years
                4 years and over                                 8 weeks pay

        (b)     “Weeks pay” means the ordinary time rate of pay for the employees concerned.

        (c)     Provided that the severance payments shall not exceed the amount which the employee would
                have earned if employment with the employer had proceeded to the employee's normal
                retirement date.
(4)     Employee leaving during notice period

        An employee whose employment is terminated by reason of redundancy may terminate his/her
        employment during the period of notice and, if so, will be entitled to the same benefits and payments
        under this clause had they remained with the employer until the expiry of such notice. However, in this
        circumstance the employee will not be entitled to payment in lieu of notice.

(5)     Alternative employment

        An employer, in a particular redundancy case, may make application to the Commission to have the
        general severance pay prescription varied if the employer obtains acceptable alternative employment
        for an employee.

(6)     Time off during notice period

        (a)      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 for the
                 purpose of seeking other employment.

        (b)      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 he or she shall not
                 receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

(7)     Superannuation benefits

        (a)      Subject to further order of the Commission where an employee who is terminated receives a
                 benefit from a superannuation scheme, he or she shall only receive under subclause (3) hereof
                 the difference between the severance pay specified in that clause and the amount of the
                 superannuation benefit he or she receives which is attributable to employer contributions only.

        (b)      If this superannuation benefit is greater than the amount due under subclause (3) hereof then
                 he or she shall receive no payment under that clause.

(8)     Employees exempted

        (a)      This clause shall not apply where employment is terminated as a consequence of conduct that
                 justifies instant dismissal including inefficiency within the first fourteen days, neglect of duty
                 or misconduct, and in the case of casual employees, apprentices or employees engaged for a
                 specific period of time or for a specific task or tasks.

        (b)      Notwithstanding the foregoing provisions trainees who are engaged for a specific period of
                 time shall, once the traineeship is completed and provided that the trainee’s services are
                 retained, have all service including the training period counted in determining entitlements. In
                 the event that a trainee is terminated at the end of his or her traineeship and is re-engaged by
                 the same employer within six months of such termination the period of traineeship shall be
                 counted as service in determining any future redundancy entitlements.

(9)     Incapacity to pay

        An employer, in a particular redundancy case, may make application to the Commission to have the
        general severance pay prescription varied on the basis of the employer’s incapacity to pay.


              28. - RELATIONSHIP TO THE NATIONAL TRAINING WAGE AWARD 1994

Parties and respondents to this award shall comply with the terms of the National Training Wage Award 1994
[Print N4816 [N0277CR]] and as varied from time to time as though it was a party bound by Clause 3. – Parties
bound of that Award.
                         29. - REIMBURSEMENT OF CERTAIN EXPENSES

(1)   (a)     First Aid - Where an employee is required to hold a first aid certificate the employer shall be
              responsible for the cost of such training.

      (b)     Health Screening – Where an employee is required to undergo any health test or screening to
              comply with the Regulations the employer shall be responsible for the cost.

      (c)     Police Clearance – Where an employee is required to obtain a police clearance to comply with
              the Regulations, the employer shall be responsible for the cost

(2)   An employee is not entitled to re-imbursement under Clause 29(1) where it is a condition of an offer of
      employment that the requirements of Clause 29(1) be met by the employee.

(3)   Where an employee’s employment is terminated less than three months after costs are incurred that
      entitles an employee to re-imbursement under Clause 29(1), any costs paid by the employer under
      Clause 29(1) may be deducted from the employee’s termination pay.

(4)   Where re-imbursement is sought for expenses incurred under Clause 29(1), the employer may require
      as a condition of re-imbursement that an employee obtain the services from a particular provider.
                     APPENDIX - RESOLUTION OF DISPUTES REQUIREMENT

(1)   This Appendix is inserted into the award/industrial agreement as a result of legislation which came into
      effect on 16 January 1996 (Industrial Relations Legislation Amendment and Repeal Act 1995) and
      further varied by legislation which came into effect on 23 May 1997 (Labour Relations Legislation
      Amendment Act 1997).

(2)   Subject to this appendix, and in addition to any current arrangements the following procedures shall
      apply in connection with questions, disputes or difficulties arising under this award/industrial
      agreement.

      (a)     The persons directly involved, or representatives of person/s directly involved, shall discuss
              the question, dispute or difficulty as soon as is practicable.

      (b)     (i)      If these discussions do not result in a settlement, the question, dispute or difficulty
                       shall be referred to senior management for further discussion.

              (ii)     Discussions at this level will take place as soon as practicable.

(3)   The terms of any agreed settlement should be jointly recorded.

(4)   Any settlement reached which is contrary to the terms of this award/industrial agreement shall not have
      effect unless and until that conflict is resolved to allow for it.

(5)   Nothing in this appendix shall be read so as to exclude an organisation party to or bound by the
      award/industrial agreement from representing its members.

(6)   Any question, dispute or difficulty not settled may be referred to the Western Australian Industrial
      Relations Commission provided that with effect from 22 November 1997 it is required that persons
      involved in the question, dispute or difficulty shall confer among themselves and make reasonable
      attempts to resolve questions, disputes or difficulties before taking those matters to the Commission..
                                 SCHEDULE A - PARTIES TO THE AWARD

The following organisation is a party to this award:

The Liquor, Hospitality and Miscellaneous Union, Western Australian Branch.
                               SCHEDULE B - RESPONDENTS

Bassendean Day Care Centre
30 Whitfield Street
BASSENDEAN WA 6054

Jay Bee Day Care Centre
65 Stirling Street
BUNBURY WA 6230

Mundaring Child Care Centre
2 Brooking Road
MAHOGANY CREEK WA 6072

Swanbourne Child Care Centre
Seyer Street
SWANBOURNE WA 6010

Toddler's Day Care Centre
62 Carnarvon Street
EAST VICTORIA PARK WA 6100

Woodlands Child Care Centre
40 Leige Street
WOODLANDS WA 6018
     SCHEDULE C. - TRANSLATION TO NEW WAGES AND CLASSIFICATION STRUCTURE

 Current
              Current     New    Total New     Total    Rate at    Rate at    Rate at    Rate at    Rate at
  Award
                rate      level   end rate   Increase   23/03/06   07/07/06   23/09/06   23/03/07   23/09/07
   Level
 Child Care Support Employee – Grade One
Cleaner        523.60       1.1    543.60      0.00     523.60     543.60
Kitchen                     1.2    550.30               530.30     550.30
               530.30
Hand                                           0.00
Child Care Support Employee – Grade Two
Step I         534.50       1.3    554.50      0.00     534.50     554.50
Step II        542.80       1.4    562.80      0.00     542.80     562.80
Child Care Giver
Step I         523.60       2.1    543.60      0.00     523.60     543.60
Step II        533.00       2.2    553.00      0.00     533.00     553.00
Step III       542.50       2.3    562.50      0.00     542.50     562.50
Step IV        552.00       2.4    572.00      0.00     552.00     572.00
E Worker (Not Cert III)
Step I         568.20       2.5    588.20      0.00     568.20     588.20
Step II        576.20       2.6    596.20      0.00     576.20     596.20
E Worker (Cert III)
Step I         568.20       3.5    682.05     93.85     588.20     608.20     628.20     648.20     682.05
Step II        576.20       3.5    682.05     85.85     596.20     616.20     636.20     656.20     682.05
Child Care Giver (Cert III)
Step I         523.60       3.1    598.20     54.60     543.60     563.60     583.60     598.20
Step II        533.00       3.2    621.20     68.20     553.00     573.00     593.00     633.00     621.20
Step III       542.50       3.3    642.70     80.20     562.50     582.50     602.50     622.50     642.70
Step IV        552.00       3.3    642.70     70.70     572.00     592.00     612.00     632.00     642.70
Child Care Giver (Cert IV)
Step I         523.60       3.4    660.80    117.20     543.60     563.60     583.60     603.60     660.80
Step II        533.00       3.4    660.80    107.80     553.00     573.00     593.00     613.00     660.80
Step III       542.50       3.4    660.80     98.30     562.50     582.50     602.50     622.50     660.80
Step IV        552.00       3.4    660.80     88.80     572.00     592.00     612.00     632.00     660.80
Child Care Giver (Diploma)
Step I         523.60       3.5    682.05    138.05     543.60     563.60     583.60     603.60     682.05
Step II        533.00       3.5    682.05    129.05     553.00     573.00     593.00     613.00     682.05
Step III       542.50       3.5    682.05    119.55     562.50     582.50     602.50     622.50     682.05
Step IV        552.00       3.5    682.05    110.05     572.00     592.00     612.00     632.00     682.05
Qualified Child Care Giver
Step IA        601.00       4.1    721.40    100.40     621.00     641.00     661.00     681.00     721.40
Step IB        619.00       4.2    733.20     94.20     639.00     659.00     679.00     699.00     733.20
Step II        631.40       4.3    744.90     93.50     651.40     671.40     691.40     711.40     744.90
Step III       645.60       4.3    744.90     79.30     665.60     685.60     705.60     725.60     744.90
Step IV        660.10       4.3    744.90     64.80     680.10     700.10     720.10     740.10     744.90
Assistant Director – Grade One
Step I         667.90       5.1    757.30     69.40     687.90     707.90     727.90     747.90     757.30
Step II        673.40       5.2    769.10     75.70     693.40     713.40     733.40     753.40     769.10
Step III       683.00       5.3    780.80     77.80     703.00     723.00     743.00     763.00     780.80
Assistant Director – Grade Two
Step I         673.40       5.1    757.30     63.90     693.40     713.40     733.40     753.40     757.30
Step II        683.00       5.2    769.10     66.10     703.00     723.00     743.00     763.00     769.10
Step III       690.50       5.3    780.80     70.30     710.50     730.50     750.50     770.50     780.80
Assistant Director – Grade Three
Step I         683.00       5.1    757.30     54.30     703.00     723.00     743.00     757.30
Step II        690.50       5.2    769.10     58.60     710.50     730.50     750.50     769.10
Step III       704.50       5.3    780.80     56.30     724.50     744.50     764.50     780.80
Director
Step I         704.50       6.1    887.70    163.20     724.50     744.50     764.50     784.50     887.70
Step II        732.50       6.2    899.45    146.95     752.50     772.50     792.50     812.50     899.45
Step III       755.10       6.3    911.20    136.10     775.10     795.10     815.10     835.10     911.20
Step IV        783.60       6.4    937.10    143.50     803.60     823.60     843.60     863.60     937.10
Step V         815.00       6.5    956.50    121.50     835.00     855.00     875.00     895.00     956.50
Step VI       840.50      6.6       968.30       107.80      860.50      880.50       900.50   920.50    968.30
Step VII      855.30      6.7       980.60       105.30      875.30      895.30       915.30   935.30    980.60
Step VIII     893.60      6.8       992.40        78.80      913.60      933.60       953.60   973.60    992.40
Step IX       922.00      6.9       1004.20       62.20      942.00      962.00       982.00   1002.00   1004.20
Pre-School Teachers
Step I        630.60       7.1      689.50        38.90      650.60      670.60       689.50
Step II       660.10       7.2      721.40        41.30      680.10      700.10       720.10   721.40
Step III      687.60       7.3      753.20        45.60      707.60      727.60       747.60   753.20
Step IV       711.10       7.4      778.60        47.50      731.10      751.10       771.10   778.60
Step V        734.70       7.5      802.20        47.50      754.70      774.70       794.70   802.20
Step VI       764.20       7.6      834.10        49.90      784.20      804.20       824.20   834.10
Step VII      794.60       7.7      869.20        54.60      814.60      834.60       854.60   869.20
Step VIII     821.10       7.8      897.80        56.70      841.10      861.10       881.10   897.80
Step IX       842.70       7.9      923.40        60.70      862.70      882.70       902.70   922.70    923.40
Step X        872.20      7.10      955.30        63.10      892.20      912.20       932.20   952.20    955.30
Step XI       901.60      7.11      987.10        65.50      921.60      941.60       961.60   981.60    987.10

NOTE: New Rates to be phased-in commencing 23 March 2006:

23 March 2006          – up to $20.00 per week
23 September 2006      – up to a further $20.00 per week
23 March 2007          – up to a further $20.00 per week
23 September 2007      – the full balance of any increase to achieve the total rate
                APPENDIX - S.49B - INSPECTION OF RECORDS REQUIREMENTS

(1)   Where this award, order or industrial agreement empowers a representative of an organisation of
      employees party to this award, order or industrial agreement to inspect the time and wages records of
      an employee or former employee, that power shall be exercised subject to the Industrial Relations
      (General) Regulations 1997 (as may be amended from time to time) and the following:

      (a)     The employer may refuse the representative access to the records if: -

              (i)      the employer is of the opinion that access to the records by the representative of the
                       organisation would infringe the privacy of persons who are not members of the
                       organisation; and

              (ii)     the employer undertakes to produce the records to an Industrial Inspector within 48
                       hours of being notified of the requirement to inspect by the representative.

      (b)     The power of inspection may only be exercised by a representative of an organisation of
              employees authorised for the purpose in accordance with the rules of the organisation.

      (c)     Before exercising a power of inspection, the representative shall give reasonable notice of not
              less than 24 hours to an employer.
                                         VARIATIONRECORD


                     CHILDREN'S SERVICES (PRIVATE) AWARD 2006

                                      NO. A 10 OF 1990




                              Delivered 06/09/90 at 70 WAIG 3591

                      Section 93(6) Consolidation 16/09/94 at 74 WAIG 2416



CLAUSE          EXTENT              OF   ORDER           OPERATIVE           GAZETTE
NO.             VARIATION                NO.             DATE                REFERENCE


1. Title

                Cl                       944/05          23/03/06            86 WAIG 713



(1A. State Wage Principles)

                Ins. Cl.                 1752/91         31/01/92            72 WAIG 191

                Cl. & Title              1457/93         24/12/93            74 WAIG 198

(1A. State Wage Principles December 1993)

                Cl. & Title              985/94          30/12/94            75 WAIG 23

(1A. Statement of Principles December 1994)

                Cl. & Title              1164/95         21/03/96            76 WAIG 911

(1A. Statement of Principles March 1996)

                Cl & Title               915/96          7/08/96             76 WAIG 3368

(1A Statement of Principles - August 1996)

                Cl & Title               940/97          14/11/97            77 WAIG 3177

(1A. Statement of Principles - November 1997)

                Cl. & Title              757/98          12/06/98            78 WAIG 2579

(1A. Statement of Principles - June, 1998)

                Del Cl                   609/99          06/07/99            79 WAIG 1847



1B. Minimum Adult Award Wage

                Ins. 1B                  940/97          14/11/97            77 WAIG 3177

                Cl.                      1089/98         17/07/98            79 WAIG 73
             Del Cl                    609/99        01/08/99   79 WAIG 1847

             Cl                        654/00        01/08/00   80 WAIG 3379

             Cl                        752/01        01/08/01   81 WAIG 1721

             Cl.                       797/02        01/08/02   82 WAIG 1369

             Cl.                       569/03        5/06/03    83 WAIG 1899

             (9)                       1197/03       1/11/03    83 WAIG 3537

             Cl                        570/04        4/06/04    84 WAIG 1521

             Cl.                       576/05        07/07/05   85 WAIG 2089 &
                                                                2253
             Cl.                       957/05        07/07/06   86 WAIG 1631 &
                                                                1780
2. Arrangement

             2A - Title; Ins. 23       1429/91       17/12/91   72 WAIG 293

             Ins. 1A                   1752/91       31/01/92   72 WAIG 191

             Del Sch.    Resp; Ins.
             Sch A
             Sch B                     538/93        05/05/93   73 WAIG 1647

             Ins. 22A, Ins. 24 &       1648/91 Pts   10/05/93   73 WAIG 1807
             25, Ins. Sch. C           A-C
             1A. Title                 1457/93       24/12/93   74 WAIG 198

             Del Schedule C            1648/D/91     30/06/94   74 WAIG 1924

             Ins 26                    263/94        22/06/94   74 WAIG 1923

             1A. Title                 985/94        30/12/94   75 WAIG 23

             1A. Title                 1164/95       21/03/96   75 WAIG 911

             Del. 22A                  325/96        12/06/96   76 WAIG 2398

             Ins.     Appendix     -   693/96        16/07/96   76 WAIG 2768
             Resolution...
             Ins.     Appendix     -   694/96        16/07/96   76 WAIG 2789
             S.49B...
             1A. Title                 915/96        07/08/96   76 WAIG 3368

             1A                        940/97        14/11/97   77 WAIG 3177

             Ins. 1B                   940/97        14/11/97   77 WAIG 3177

             Ins. 27                   240/98        20/05/98   78 WAIG 2436

             1A. Title                 757/98        12/06/98   78 WAIG 2579

             Ins. 28                   1946/98       21/01/99   79 WAIG 548

             Del 1A                    609/99        06/07/99   79 WAIG 1847

             Ins 29                    1280/01       01/02/02   82 WAIG 801

             Cl                        944/05        23/03/06   86 WAIG 713
(2A. State Wage Principles - September 1989)

                 Cl. & title            1429/91       17/12/91       72 WAIG 293

2A. State Wage Principles - June 1991



3. Area



4. Scope



5. Term



6. Definitions

                 Del. Titles & Def.     1648/91 Pts   10/05/93       73 WAIG 1807
                                        A-C
                 Cl                     944/05        23/03/06       86 WAIG 713



7. Contract of Service

                 Ins. (4)               1429/91       17/12/91       72 WAIG 293

                 (1)                    1648/91 Pts   10/05/93       73 WAIG 1807
                                        A-C


8. Hours of Work



9. Overtime



10. Meal Breaks and Allowances

                 (1) rates              1392/96       12/11/96       77 WAIG 236

                 (1)                    671/00        24/11/00       80 WAIG 5538

                 (1)                    1043/01       08/01/02       82 WAIG 255

                 (1)                    1019/02       28/01/03       83 WAIG 652

                 (1)                    660/03        11/3/05        85 WAIG 1128



11. Absence Through Sickness

(Edit Note: In (5)(d) & (e) it mentions Cl. 11 Annual Leave. Annual Leave is Cl. 13 in
Original Award.)
12. Location Allowances

              Cl.                  778/90       &   01/07/90   70 WAIG 2995
                                   1065/90
              (1)                  1049/91          01/07/91   71 WAIG 2753

              Cl.                  851/92           01/07/92   72 WAIG 2498

              Cl.                  943/93           01/07/93   73 WAIG 1989

              Cl.                  714/94           01/07/94   74 WAIG 1869

              Cl                   641/95           01/07/95   75 WAIG 2125

              Cl.                  911/96           01/07/96   76 WAIG 3365

              Cl.                  1400/97          01/07/97   77 WAIG 2547

              Cl.                  975/98           1/07/98    78 WAIG 2999

              Cl.                  690/99           01/07/99   79 WAIG 1843

              Cl.                  1050/00          01/08/00   80 WAIG 3153

              Cl                   718/01           01/07/01   81 WAIG 1559

              Cl.                  686/02           01/07/02   82 WAIG 1185

              Cl.                  570/03           01/07/03   83 WAIG 1657

              Cl                   696/04           01/07/04   84 WAIG 2145

              Cl.                  458/05           07/07/05   85 WAIG 1893

              Cl.                  59/06            01/07/06   86 WAIG 1471



13. Annual Leave



14. Public Holidays



15. Long Service Leave



16. Payment of Wages



17. Time and Wages Record and Right of Entry

              Ins. text            2053(1)/97       22/11/97   77 WAIG 3138

              Ins text.            491/98           16/04/98   78 WAIG 1471
18. Casual and Part Time Employees



19. Maternity Leave



20. Bereavement Leave



21. Superannuation

             Ins. Text                  599/98        30/06/98   78 WAIG 2559

             (1)(a)                     1019/02       28/01/03   83 WAIG 652

             (2)                        1019/02       10/02/03   83 WAIG 841



22. Wages

             Cl.                        1529/90       01/07/91   71 WAIG 2080

             (1);(2) & (3)              1429/91       17/12/91   72 WAIG 293

             Cl.                        1648/91 Pts   10/05/93   73 WAIG 1807
                                        A-C
             Del preamble (1), (1),     1556/93       31/01/94   74 WAIG 917
             del (3) preamble,
             (3)(a)
             Del      Column       B,   1648/D/91     30/06/94   74 WAIG 1924
             (1)(b),(c)(d);
             Del. Asst.       Direct.   1648/D/91     30/06/94   74 WAIG 1924
             Grd 1,2,& 3 from
             (1)(a)(b)(c) Ins (d)-(g)
             Del Sch C Ins. (1)(d) -
             (g).
             (2)(a);                    263/94        22/06/94   74 WAIG 1923
             Ins(2)(h)(i)(j)(k);
             Cl.                        1143/94       25/05/95   75 WAIG 2566

             (1)                        45/96         06/03/96   76 WAIG 711

             (1)(a) & (b); (2)(h);      325/96        12/06/96   76 WAIG 2398
             (3); (6)&(7)
             Rates & Ins. Text          940/97        14/11/97   77 WAIG 3177

             Date preamble              940/97        14/11/97   77 WAIG 3177

             (1), (2)(h), (3)(a), (6)   1089/98       17/07/98   79 WAIG 73
             & (7), ins. (8)
             Rates & Text(9)            609/99        01/08/99   79 WAIG 1847

             Cl                         654/00        01/08/00   80 WAIG 3379

             Cl                         752/01        01/08/01   81 WAIG 1721

             (1)(a), (2)(ca)            1280/01       01/02/02   82 WAIG 801

             (1), (2)(h) & (3)(a)       797/02        01/02/02   82 WAIG 1369
                Cl.                      569/03        5/06/03    83 WAIG 1899 &
                                                                  2066
                Cl                       570/04        4/06/04    84 WAIG 1521 &
                                                                  1641
                Cl.                      576/05        07/07/05   85 WAIG 2089 &
                                                                  2253
                Cl                       944/05        23/03/06   86 WAIG 713

                Cl.                      957/05        07/07/06   86 WAIG 1631 &
                                                                  1780


(22A. Process of Transition for Directors)

                Ins. Cl.                 1648/91 Pts   10/05/93   73 WAIG 1807
                                         A-C
                Del.Cl.                  325/96        12/06/96   76 WAIG 2398



23. Award Modernisation and Enterprise Consultation

                Ins. cl.                 1429/91       17/12/91   72 WAIG 293



24. Classification Definitions and Skill Descriptors

                Ins. Cl.                 1648/91 Pts   10/05/93   73 WAIG 1807
                                         A-C
                (6);                     263/94        22/06/94   74 WAIG 1923

                Correcting Order (6)     263/94        22/06/94   74 WAIG 1924

                Ins (2a)                 1280/01       01/02/02   82 WAIG 801

                Cl                       944/05        23/03/06   86 WAIG 713



25. Liberty to Apply

                Ins. Cl.                 1648/91 Pts   10/05/93   73 WAIG 1807
                                         A-C


26. No Reduction

                Ins. Cl.                 263/94        22/06/94   74 WAIG 1923



27. Redundancy

                Ins. Cl.                 240/98        20/05/98   78 WAIG 2436



28. Relationship to the National Training Wage Award 1994

                Ins. Cl.                 1946/98       21/01/99   79 WAIG 548
29. Reimbursement of Certain Expenses

                Ins Reimbursement of      1280/01         01/02/02            82 WAIG 801
                …


Appendix - Resolution of Disputes Requirement

                Ins.      Appendix    -   693/96          16/07/96            76 WAIG 2768
                Resolution...
                (1),(6), Del. (7)         2053/97         22/11/97            77 WAIG 3079



Schedule A - Parties to the Award

                Ins. Sch                  538/93          05/05/93            73 WAIG 1647

                (2)                       670/00          24/11/00            80 WAIG 5538

                Sch                       944/05          23/03/06            86 WAIG 713



(Schedule Respondents)

                Rename. Sch               538/93          05/05/93            73 WAIG 1647

Schedule B - Respondents



(Schedule C - First State Transitional Wages for Directors)

                Ins. Sch.                 1648/91 Pts     10/05/93            73 WAIG 1807
                                          A-C
                Delete Cl.                1648/D/91       30/06/94            74 WAIG 1924

Schedule C – Translation to New Wages and Classification Structure

                Ins Title & Sch           944/05          23/03/06            86 WAIG 713

                Cl.                       957/05          07/07/06            86 WAIG 1631 &
                                                                              1780


Appendix - S.49B - Inspection of Records Requirements

                Ins. Appendix             694/96          16/07/96            76 WAIG 2789

                Ins. Text                 2053(1)/97      22/11/97            77 WAIG 3138

                App.                      491/98          16/04/98            78 WAIG 1471



CHILDREN'S SERVICES (PRIVATE) AWARD 2006.

NO. A 10 OF 1990.

PURSUANT to section 93(6a) of the Industrial Relations Act, 1979 the following award has been "Consolidated
by the Registrar". This consolidated award incorporates all orders of the Commission to have issued which vary
conditions contained in the award, and is current on or after the date herein, until any such further variation of
those conditions by order of the Commission.
Dated at Perth this 1 st day of November 2003.

J. SPURLING.
REGISTRAR.

				
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Description: Childrens Services (Private) Award 2006 No A 10 of 1990