CSIRO Enterprise Agreement 2020 -2023 iiiContentsPART A. TECHNICAL MATTERS.................................................................................1 1. TITLE...........................................................................................................................1 2. DATE OF OPERATION AND DURATION..................................................................1 3. PARTIES COVERED...................................................................................................1 4. SCOPE OF THE AGREEMENT..................................................................................1 5. DEFINITIONS..............................................................................................................1 6. CONTEXT OF THIS AGREEMENT............................................................................2 7. RENEWAL OF AGREEMENT.....................................................................................3 8. EXISTING CONDITIONS............................................................................................3 9. ANTI-DISCRIMINATION..............................................................................................3 PART B. APPOINTMENT AND EMPLOYMENT..........................................................3 10. TYPES OF EMPLOYMENT.........................................................................................3 11. MARKET RELATED EMPLOYMENT..........................................................................4 12. INDIVIDUAL FLEXIBILITY ARRANGEMENTS...........................................................4 13. WORK CLASSIFICATION STANDARDS....................................................................5 14. CASUAL EMPLOYMENT............................................................................................6 15. TERMINATION OF EMPLOYMENT............................................................................6 16. ADVERTISEMENT OF VACANCIES..........................................................................7 17. MEDICAL ASSESSMENTS.........................................................................................7 PART C. REMUNERATION AND ALLOWANCES.......................................................7 18. RATES OF PAY...........................................................................................................7 19. RECOVERY OF OVERPAYMENTS...........................................................................8 20. CSIRO TRAINEESHIPS AND APPRENTICESHIPS..................................................8 21. FLEXIBLE REMUNERATION PACKAGING...............................................................9 22. SUPERANNUATION.................................................................................................10 23. OVERTIME................................................................................................................11 24. ENHANCED RESPONSIBILITIES ALLOWANCE (ERA)..........................................13 25. FIRST AID ALLOWANCE..........................................................................................14 26. RESTRICTION DUTY................................................................................................14 27. SHIFT DUTY..............................................................................................................16 28. DIVING ALLOWANCE...............................................................................................17 29. FIELD WORK............................................................................................................17 30. REMOTE LOCALITIES CONDITIONS......................................................................18 31. AUSTRALIAN CENTRE FOR DISEASE PREPAREDNESS (ACDP).......................20 32. TRAVEL.....................................................................................................................21 33. EXCESS TRAVELLING TIME...................................................................................23 34. SUPPORTED WAGE SYSTEM................................................................................23 PART D. CAREER DEVELOPMENT, PERFORMANCE AND REWARDS................26 35. PERFORMANCE CULTURE.....................................................................................26 36. ANNUALPERFORMANCE AGREEMENT (APA)....................................................26 37. CAREER MANAGEMENT, LEARNING AND DEVELOPMENT...............................27 38. REWARD ASSESSMENT PROCEDURES...............................................................28 39. MERIT PROMOTION................................................................................................28 40. SUPERIOR PERFORMANCE RATING....................................................................29 41. PERFORMANCE CASH REWARDS........................................................................30 42. NON-CASH RECOGNITION REWARDS..................................................................31 43. ASSISTANCE WITH STUDIES.................................................................................31 CSIRO Enterprise Agreement 2020 -2023 ivPART E. STAFF PARTICIPATION.............................................................................32 44. MANAGEMENT ACCOUNTABILITY.........................................................................32 45. BUREAUCRACY.......................................................................................................32 46. SUPPORTING INNOVATION AND CREATIVITY....................................................32 47. SUSTAINABILITY......................................................................................................32 48. INDIGENOUSEMPLOYMENT STRATEGY.............................................................32 49. COMMERCIALISATION............................................................................................33 50. HEALTH AND SAFETY REPRESENTATIVES.........................................................33 51. EQUITY CONTACT OFFICERS................................................................................33 52. MORAL RIGHTS.......................................................................................................33 53. STAFF PARTICIPATION AND CONSULTATION.....................................................34 54. FREEDOM OF ASSOCIATION.................................................................................37 55. REPRESENTATIVES................................................................................................37 56. COLLEAGUE OFFICER............................................................................................37 PART F. PUBLIC HOLIDAYS AND LEAVE...............................................................37 57. PUBLIC HOLIDAYS...................................................................................................37 58. DOMESTIC FAMILY VIOLENCE AND ABUSE SUPPORT......................................38 59. LONG SERVICE LEAVE...........................................................................................38 60. DEFENCE LEAVE.....................................................................................................38 61. ANNUAL SHUT DOWN.............................................................................................39 62. MISCELLANEOUS LEAVE.......................................................................................39 63. VOLUNTARY EMERGENCY MANAGEMENT ACTIVITIES.....................................40 64. COMPASSIONATE LEAVE.......................................................................................40 65. JURY LEAVE.............................................................................................................40 66. MATERNITY AND PARENTAL LEAVE.....................................................................40 67. LEAVE WITHOUT PAY.............................................................................................42 68. SICK AND CARER’S LEAVE....................................................................................42 69. RECREATION LEAVE...............................................................................................44 PART G. BALANCING WORK AND PERSONAL LIFE.............................................46 70. PART-TIME/JOB SHARE ARRANGEMENTS..........................................................46 71. RETURN FROM LENGTHY ABSENCES.................................................................47 72. CHILDCARE..............................................................................................................47 73. FACILITIES FOR NURSING PARENTS...................................................................47 74. WORKING AWAY FROM BASE...............................................................................47 75. FLEXIBLE WORKING HOURS –FLEXTIME............................................................48 76. AVERAGING PAY OVER A REDUCED WORKING YEAR......................................50 77. PHASED RETIREMENT OF MATURE AGED STAFF.............................................50 PART H. MOBILITY OF STAFF..................................................................................51 78. PERMANENT RELOCATION....................................................................................51 79. ACCOMMODATION CHANGES...............................................................................52 PART I. DISPUTE PROCEDURES............................................................................53 80. REVIEW OF DECISIONS TO TERMINATE EMPLOYMENT...................................53 81. RESOLUTION OF DISPUTES..................................................................................53 82. WORKPLACE ISSUES RESOLUTION PROCEDURE.............................................54 PART J. SCHEDULES TO AGREEMENT..................................................................55 SCHEDULE 1 -MANAGEMENT OF UNDERPERFORMANCE.......................................55 SCHEDULE 2 –SPECIFIED TERM EMPLOYMENT.......................................................57 SCHEDULE 3 –REDEPLOYMENT AND RETRENCHMENT..........................................62 CSIRO Enterprise Agreement 2020 -2023 vSCHEDULE 4 –DUTY AT SEA........................................................................................69 SCHEDULE 5 –CLASSIFICATION LEVEL DESCRIPTORS...........................................71 SCHEDULE 6 –CSIRO SALARY SCALES (Rates include annual leave loading)..........74 CSIRO Enterprise Agreement 2020 -2023 1PART A.TECHNICAL MATTERS1.TITLEThis Agreement will be known as theCSIRO Enterprise Agreement2020-2023.2.DATE OF OPERATION AND DURATIONThis Agreement is made pursuant to section 182of the Fair Work Act 2009. ThisAgreement comes into operationon the day after the nominal expiry date of the CSIRO Enterprise Agreement 2017 –2020; or seven days after it is approved by the Fair Work Commission, whichever is the later. The nominal expirydateof this Agreement will be three years from thedate of commencement. 3.PARTIES COVEREDIn accordance with section 53of the Fair Work Act 2009,this Agreement covers: •The CSIRO Chief Executive, on behalf of CSIRO; •All CSIRO Officers other than senior executives who are members of the Executive Team andofficers covered by the CSIRO Canberra Deep Space Communication Complex (CDSCC) Enterprise Agreement 2018-2021[AG2018/6866]or any successor Agreement covering employees at the Canberra Deep Space Communication Complex, Tidbinbilla, as approved by theFair Work Commission; and•Subject to adecision of the Fair Work Commission, those unions approved to be covered by the Agreement. 4.SCOPE OF THE AGREEMENTThis Agreement operates to the exclusion of all previously applicable Agreements or Awards certified under the Industrial Relations Act 1988,Workplace Relations Act 1996and the Fair Work Act 2009.5.DEFINITIONS“APA” means Annual Performance Agreement. “Attendance Bandwidth”-CSIRO will set an attendance bandwidth, in consultation with officers and their representatives, at each workplace of 10 hours’ duration between the hours of 6 a.m. and 6 p.m. on a Monday to Friday. The attendance bandwidth and commencing and finishing times may differ for different categories of officers. “CSIRO”means the Commonwealth Scientific and Industrial Research Organisation. “Senior Manager” means a person appointed to the role of Senior Executive,BusinessUnitDirector, Facilities Director andDirector of CSIRO Services or an Enterprise Services group. “Delegate” means a personholding anauthoritydelegated to them under the CSIRO authorities framework. CSIRO Enterprise Agreement 2020 -2023 2“immediate family” member means a spouse or former spouse; partner or former partner; child, parent, grandparent, grandchild or sibling of the officer; or a child, parent, grandparent, grandchild or sibling of a spouse, former spouse, partner or former partner of the officer. “Officer”means a person appointed under Section 32 of the Science and Industry Research Act1949, as amended. “Partner”means a person who ordinarily lives with the officer in a couplerelationship(whether that includes intersex, same or opposite sex partners)on apermanent and bona fidedomestic basis. “Representative” means a person nominated by staff to represent theirviews and interests to managementincluding a union workplace delegate and, except where otherwise stated, includes officials of unions that are parties covered by this Agreement. “Union” means an organisation registered under the Fair Work Act 2009.6.CONTEXT OF THIS AGREEMENT6.1CSIRO’s mission is to deliver great science and innovative solutions for industry, society and the environment. This Agreement supports CSIRO’s core purpose, role and Strategic Plan. 6.2CSIRO’s continued success is dependent on its people and its ability to provide an environment in which their creativity, diversityand innovation can flourish. The following key elements underpin all provisions in this Agreement: •Attracting, retaining, rewarding and motivating the right mix of highly skilled, outcome-focused and team-oriented people; •Encouraging development, learning,growthand effective utilisation of staff capabilities; •Celebrating outstanding contributions by individuals and teams through meaningful awards and rewards; •Providing competitive salaries that recognise officers’ contributions and achievements; •Providing a healthy,safe and inclusive work environment; •Treating people equitably and with respect; •Encouraging and fostering effective communication processes and productive work relationships; •Facilitating a reasonable balance between work and personal responsibilities. 6.3This Agreement provides the cultural and operational foundation needed to achieve CSIRO’s strategic goals. 6.4Consistentwith CSIRO’s Code of Conduct, all officers are expected to perform their duties with professionalism and integrity and behave at all times in a manner that upholds CSIRO’s reputation. This includes compliance with all applicable laws and regulations and with CSIRO policies, standards and procedures. CSIRO Enterprise Agreement 2020 -2023 37.RENEWAL OF AGREEMENTThis Agreement shall operate untilit is replaced, varied or terminated in accordance with the Fair Work Act 2009.8.EXISTING CONDITIONS8.1This Agreement will be read and interpreted in conjunction with the National Employment Standards (NES).Where there is inconsistency between this Agreement and the NES, and the NES provides greater benefit, the NES provision will apply to the extent of the inconsistency. 8.2The operation of this Agreement is supported by policies, principlesand procedures. These policies, principlesand procedures do not form part of this Agreement. If there is any inconsistency between the policies, principlesand procedures and the termsofthis Agreement, the express terms of this Agreement will prevail. 8.3Proposed changesaffecting the conditions of employment of CSIRO officers, as expressed in the CSIRO Terms and Conditions of Service and CSIRO procedures will be subject to consultationwith the parties to this Agreement and the officers covered thereby. 9.ANTI-DISCRIMINATION9.1The parties to this Agreement are committed to providing a positive working environment through eliminating and preventing workplace discrimination and bullyingand other forms of unacceptable behaviour. This includes behaviour such as direct and indirect discrimination, bullying, harassment, intimidation, threats and physical violence in the workplace. Discrimination and bullying create an unpleasant work environment, are detrimental to individual and team productivity and can affect staff health and wellbeing. This commitment is consistent with CSIRO's obligations under anti-discrimination legislation and is reflected in CSIRO’s Code of Conduct. 9.2The parties to thisAgreement will seek to prevent and eliminate bullying and workplace discrimination on the basis of race, colour, sex, intersex status, sexual orientation, gender identity, age, physical or mental disability, relationship or marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin. PART B.APPOINTMENT AND EMPLOYMENT10.TYPES OF EMPLOYMENT10.1Officers shall be appointed on the basis of one of the following types of employment: •indefinite employment; •specified term employment; •casual employment. 10.2Subject to Schedule 2tothis Agreement, indefinite employment will be the standard form of employment in CSIRO. 10.3Officers in the listed types of employment may be appointed to work full-time or part-time hours. CSIRO Enterprise Agreement 2020 -2023 410.4At the time of employment, CSIRO will informeach officer in writing of the terms of their appointment including: •The type of employment; •whether a probationary period appliesand if so, the expected duration; •if the officer has been appointed for a specified term, the project or task in relation to which the person has been appointed and/or the duration of the appointment; and•a list of the main instruments governing the terms and conditions of their employment11.MARKETRELATED EMPLOYMENT11.1Where an officer who would otherwise be classifiedatCSOF Level 5.1 or above,or a CSIRO Early Research Career (CERC) Postdoctoral Fellowclassified at CSOF Level 4, possesses skills or capabilities that are in high market demand, CSIRO may, at its discretion, offer supplementary remuneration for a specified period. 11.2Where a market related employment arrangement concludes and an officer is to continue in employment, they will revert to the standard conditions applicable to their classification. 11.3Disputes concerning the application of an agreed market related employment arrangement will be resolved in accordance with clause 81of this Agreement. 11.4Marketrelated employment arrangements made prior to the commencement of this Agreement will, unless terminated beforehand, continue to operate until the nominated expiry date in the arrangement. 12.INDIVIDUAL FLEXIBILITY ARRANGEMENTS12.1CSIRO and an officer covered by this Enterprise Agreement may agree to make an individual flexibility arrangement to vary the effect of terms of the Agreement if: (a)theAgreement deals with one or more of the following matters: •arrangements about when work is performed; •overtime rates; •penalty rates; •allowances; •remuneration; •leave; •part-time/job share arrangements; •return from lengthy absences; •working away from home base; •flexible working hours –flextime; •averaging pay over a reduced working year; •phased retirement of mature aged staff; and(b)the arrangement meets the genuine needs of CSIRO and an officer in relation to one or more of the matters mentioned in clause 12.1(a);and CSIRO Enterprise Agreement 2020 -2023 5(c)the arrangement is genuinely agreed to by CSIRO and an officer. 12.2CSIRO must ensure that the terms of the individual flexibility arrangement: (a)are about permitted matters under section 172 of the Fair Work Act 2009; and (b)are not unlawful terms under section 194 of the Fair Work Act 2009; and (c)result in the officer being better off overall than the officer would be if no arrangementwas made. 12.3CSIRO must ensure that the individual flexibility arrangement: (a)is in writing; and (b)includes the name of CSIRO and the officer; and (c)is signed by CSIRO and the officer and if the officer is under 18 years of age, signed by a parent or guardian of the officer; and (d)includes details of: •the terms of the Enterprise Agreement that will be varied by the arrangement; and•how the arrangement will vary the effect of the terms; and •how the officer will be better off overall in relation to the terms and conditionsof their employment as a result of the arrangement; and (e)states the day on which the arrangement commences. 12.4CSIRO must give the officer a copy of the individual flexibility arrangement within 14 days after it is agreed to. 12.5CSIRO or the officer may terminate the individual flexibility arrangement: (a)by giving no more than 28 days written notice to the other party to the arrangement; or (b)if CSIRO and the officer agree in writing -at any time. 13.WORK CLASSIFICATION STANDARDS13.1Theclassification of CSIRO officers will be determined according to CSIRO’s Work Classification Standards, which derive from the Classification Levels Descriptors that appear in Schedule5of this Agreement. 13.2Work Classification Standards are to be applied in accordance with the Classification Level Descriptorsand any proposed changes will be subject to consultation with the parties to this Agreement. 13.3CSIRO recognises that National Training Packages exist and that nationally endorsed competency standards are already in place for many occupational groups. Where these endorsed training packages satisfy CSIRO’s operational needs, CSIRO agrees in principle to utilise them for training and career development (agreed in the context of the Annual Performance Agreement [APA] process) thereby facilitating portability of training and skill. CSIRO Enterprise Agreement 2020 -2023 614.CASUAL EMPLOYMENT14.1A ‘casual officer’ shall mean a person who is employed by the hour and paid on an hourly basis to cover genuine temporaryneed, including seasonal needs. 14.2A casual officer shall be paid for work performed inside the attendance bandwidth at an hourly rate based on the appropriate salary of one of the classification levels prescribed in Schedule6.14.3In calculating the hourly rate, a 25% loading will be paid to officers appointed on a casual basis, in recognition that casuals do not have access to certain entitlements. 14.4Casual officers are not entitled to the following: •paid leave (except long service leave); •payment forpublic holidaysnot worked; and•allowances unless otherwise provided for elsewhere in this Agreement. 14.5For work performed outside the attendance bandwidth, payment will be made at the rate determined in accordance with clause 14.2without the 25% loading, plus: •Monday to Friday –40% •Saturday, Sunday or a public holiday –100% 14.6Casual officers directed to leave work: Where there is insufficient work available on any one day, and a casual officer is directed to leave work, that officer will receive payment for the hours worked and for the remainder of the previously agreed hours of work for that day. 14.7Employment may be terminated: The employment of a casual may be terminated at any time provided that the officer is entitled to receive payment for the hours the officer was appointed to work on the day the officer is advised of the termination of employment. 15.TERMINATION OF EMPLOYMENT 15.1Resignation(a)All officers, other than casual officers, are required to provide a minimum of two weeks written notice of resignation. (b)If an officer fails to give the requisite notice under clause 15.1(a),CSIRO shall have the right to make deductions from the officer’s final entitlements to the extent of the overpayment,in accordance with the requirements of the Fair Work Act 2009. (c)Uponan officer giving their resignation, CSIRO may elect that the officer does not work through the notice period but will pay the officer the balance of the two week notice period in lieu. (d)Any period of recreation leave or part thereof may be used to offset notice of resignation by the officer where mutually agreed between the officer and CSIRO. 15.2Termination by CSIRO(a)CSIRO will provide the following periods of notice when terminating theemployment of an officer: CSIRO Enterprise Agreement 2020 -2023 7Period of continuous serviceMinimum notice periodLess than 1 year1 week1-3 years2 weeks3-5 years3 weeks Over 5 years4 weeks(b)Officers will receive one extra week of notice if they are over 45 years of age and have at least 2 years continuous service. (c)CSIRO may elect that the officer does not work through the notice period and will provide a payment in lieu of notice. (d)Notice is not required for termination of employment due to serious misconduct. 16.ADVERTISEMENT OF VACANCIESIn other than special circumstancescompetitive recruitment must be used to fill all vacancies with indefinite tenure, and specified period (i.e. term) vacancies of 18months duration or more which are not filled by internal transfer or redeployment. 17.MEDICAL ASSESSMENTSCSIRO may require officers to undergo medical assessments,where that request is lawful and reasonable. PART C.REMUNERATION AND ALLOWANCES18.RATES OF PAY18.1Salary RatesSalary rates will be increased as followswith the rates set out in Schedule6to this Agreement: •1stincrease-2%effective 6 months fromthedate of commencement of thisAgreement; •2ndincrease-2% effective 12 months from the date of commencement of this Agreement; •3rdincrease–2%effective 24 months from the date of commencement of this Agreement. 18.2Commencing Salaries for AdministrativeandTechnical Officers(a)The minimum commencing salary for experienced administrative and technical officers (excluding trades officers) will be CSOF Level 2.1. (b)Where a person is appointed to undertake work which requires possession of a recognised trade certificate,the minimum salary payable on commencement will be CSOF Level 2.5. However,where the officer has at least five years relevant post apprenticeship trades experience orequivalent gained though recognised CSIRO Enterprise Agreement 2020 -2023 8post trade qualifications, the minimum salary payable on commencement will be CSOF Level 3.1.18.3Normal Fortnightly salaryUnless otherwise agreed with the individual, officers shall be paid fortnightly in accordance with the following formula: 31312Salary Annual×18.4Graduate Salaries(a)Where a person is appointed to undertake work which requires possession of a degree, the position occupied by that individual must not be classified below CSOF Level 3 and the minimum salary payable will be CSOF Level 3.1 (3year degree) or CSOF Level 3.3(4 year degree). (b)Where a person is appointed to undertake work which requires possession of a PhD, the position occupied by that individual must not be classified below CSOF Level 4 and the minimum salary payable will be CSOF Level 4.2, except where an appointment is made at CSOF Level 4.1 because a doctorate has been submitted but not confirmed. 18.5Death of an officerWhere an officer dies, or CSIRO has directed that an officer will be presumed to have died on a particular date, payment may be made to the dependants or partners or the legal personal representative of the former officer of an amount that would have been paid if the officer had otherwise ceased employment. 19.RECOVERY OF OVERPAYMENTS19.1On becoming aware of asalaryoverpayment to an officer, CSIRO will notify the officer and establish an agreedperiod in which the officer will repay the amounts owing. In the event that agreement cannot be reached on the recovery action,CSIRO shall determine reasonablearrangements for repayment having regard to the officer’s personal circumstances. 19.2Where an overpaymenthas not been recovered prior to anofficer resigningor otherwise ceasingduty with CSIRO,CSIRO may make deductions from the officer’s final entitlements to the extent of the overpayment, in accordance with the requirements of theFair Work Act 2009.20.CSIRO TRAINEESHIPSAND APPRENTICESHIPS20.1CSIRO Traineeships including Apprenticeshipsapply to individuals undertaking structured on the job training together with accredited courses of study. All designated Traineeship positions will detail required levels of attainment and be designed to develop the competencies and performance standards required for one of the classification levels detailed in Schedule 5(Classification Level Descriptors). 20.2The remuneration of individuals designated as CSIRO Trainees or Apprentices will be a percentage of the salary appropriate to the classification level referred to in clause 20.3. The percentage will be determined on the basis of the level of attainment measured against the previously agreed training objectives. Acceptable levels of attainment are required in both education and application of outcomes to work. CSIRO Enterprise Agreement 2020 -2023 920.3An individual undertaking a training program, which is structured to provide one or more levels of attainment, will be entitled to payment at a rate calculated byapplying one of the following percentages to the salary determined in accordance with clause 20.2: (a)One level of attainment: Level 1 (commencing salary)50% (b)Two levels of attainment: Level 1 (commencing salary)50% Level 275% (c)Three levels of attainment: Level 1 (commencing salary)50% Level 270% Level 390% (d)Four levels of attainment: Level 1 (commencing salary)50% Level 262.5% Level 375% Level 490% (e)Four levels of attainment: Apprenticeship: Level 1 (commencing salary)50%of CSOF Level 2.5Level 262.5%of CSOF Level 2.5Level 375%of CSOF Level 2.5Level 4 90%of CSOF Level 2.520.4A CSIRO Apprentice or Trainee is obliged to work in accordance with the training plan. TheApprentice or Trainee shall be deemed to be at work when attending required training. Failure to achieve the training or work objectives within the required timeframes may result in termination of the Traineeship. 20.5Upon successful completion of both the structured on the job training and the accredited course(s) of study, a Trainee may be directly appointed to a position without the requirement for the position to beadvertised provided thatthetrainee entered CSIRO through a competitive selection process andaposition is available and related to the discipline of the Traineeship undertaken. 20.6TheTrainee will be appointed in accordance with CSIRO’s Work ClassificationStandards and at the classification level and performance and development step at which the Traineeship remuneration was based. 21.FLEXIBLE REMUNERATION PACKAGING21.1CSIRO offers flexible remuneration arrangements on a salary sacrifice basis. The arrangementsprovide for packaging under conditions approved by CSIRO on the basis of no extra cost to CSIRO. Additional costs such as Fringe Benefits Tax, other taxes and administrative costs will be met by the officer as part of the arrangement. CSIRO Enterprise Agreement 2020 -2023 1021.2Officers who are considering remuneration packaging are encouraged to seek, at their own expense, financial advice. Where officers or their representatives arrange visits by financial advisers, these advisers may only enter the site with the prior agreement of management and may make presentations to officers at times agreed by management. 21.3The remuneration packaging offered by CSIRO will include vehicle leasing on a salary sacrifice basis. 21.4Where a remuneration package contains benefits wholly or partly provided by salary sacrifice, the officer’s annual rate of salary, for the purposes of the Superannuation Act 1976, the Superannuation Act 1990, the Superannuation Act 2005or any other superannuation scheme, shall be as determined under the Science and Industry Research Act 1949, provided that the officer’s annual rate of salary for this purpose shall not be less than the salary rate applicable to the officer under Schedule 6plus any allowance payable under this Agreement that would otherwise be treated as salary for the purposes of the officer’s superannuation scheme. 21.5Where an officer enters into a salary sacrifice arrangement, the officer’s salary for the purposes of otherterms and conditions of employment that reference an officer’s salary, shall be the amount that would otherwise be treated as salary for those purposes had the salary sacrifice arrangement not been in place. 22.SUPERANNUATION 22.1Eligible officers may elect to join the PSS accumulation plan (PSSap). The PSSap is also the default superannuation scheme for eligible officers who make no election. In respect of officers who are members of the PSSap, CSIRO will pay an employer contribution to the scheme at the rateprescribed under the Superannuation Act2005(as varied from time to time). At the time of approval of this Agreement the contribution rate is 15.4% of an officer’s “fortnightly contribution salary” (as defined in the Public Sector Superannuation Scheme). 22.2Where an officer is not eligible to join, or remain, a member of the PSSap, CSIRO will make an employer contributionto an eligible choice fund (or default scheme if they make no election), at the contribution rate equivalent to the employer contributionfor PSSap for that officer, until such time as eligibility to join PSSap is established, provided that the officer: •is not eligible to join or remain a contributor to the CSS or PSSdb; •does not have a deferred or preserved CSS or PSSdb benefit; •is not receiving a CSS or PSSdb invalidity pension. 22.3The default superannuation scheme for officers who are ineligible to join the PSSap, if they make no election, is AustralianSuper. 22.4Except where clause 22.2applies, if an officer does not join a Commonwealth scheme, CSIRO will, as required by law, pay each pay period to an eligible choice fund (or to AustralianSuperif an officer makes no election),the required amount, being an amount calculated at the rate of 9.5%(or such other percentage as may be prescribed by legislation from time to time)in relation to ordinary time earnings or the maximum superannuation contribution base, whichever is the lower. 22.5Choice of FundIf an officerchooses an alternative fund under the choice of fund superannuation funds legislation, CSIRO will make employer contributions to that fund provided that the fund CSIRO Enterprise Agreement 2020 -2023 11accepts payment by fortnightly electronic funds transfer (EFT) using a file generated by CSIRO’s payroll system. Note: Clause 66covers superannuation during periods of Maternity and Parental leave. 23.OVERTIME23.1An officer may, wherever it is necessary to bring up arrears of work or to meet pressure of business, be required to perform duty outside theusual hours. Every officer shall, where such requirement is reasonable, remain after the usual hours of duty to complete work considered necessary to be done on the same day. 23.2Payment of claims for overtime shall be made only if the overtime in question was authorised by CSIRO. 23.3The following officers are not entitled to payment for overtime: •officers whose salary (including any allowance in the nature of salary) is greater than the maximum salary for CSOF Level 4 (as specified in Schedule 6); •officers whose hours of attendance cannot be definitely determined such as officers whose duties comprise caretaking work; and•officers who do not record their attendance. 23.4Overtime calculationThe weekly hours of duty for overtime calculation will be 36 ¾ hours. Overtime will be calculated on the number of hours and minutes of overtime performed. 23.5The following allowances are included in salary for overtime purposes: •Enhanced ResponsibilitiesAllowance (ERA); •Australian Centre for Disease Preparedness (ACDP)site allowance; •Overpaid allowance; and•Superior performance rating (premium step). 23.6Overtime duty and rates of payAll payments of overtime are made at the rate of payment that applies to the day in which the overtime was worked. The hourly rate of payment shall be: •single time for overtime performed inside the bandwidth as defined in clause 23.7; •time and a half for overtime worked Monday to Friday outside the bandwidth, as defined in clause 23.7; •double time for overtime worked on Saturday or Sunday where this does not form part of the ordinary hours of attendance for the week; •double time for overtime worked on a public holiday (as defined in clause 57),in addition to payment for the public holiday. 23.7Attendance bandwidth CSIRO Enterprise Agreement 2020 -2023 12CSIRO will set an attendance bandwidth, in consultation with officers and their representatives–see clause 5. Definitions. 23.8Overtime on a weekend or public holidayWhere an officer is required to perform overtime duty on a weekend or public holiday, the minimum overtime payment shall be for four hours at the prescribed overtime rate. 23.9Separate attendanceWhere an officer is recalled to duty the following applies: •Any period of separate attendance that commences outside the bandwidth or on a weekend or public holiday will be paid as overtime at the applicable rate and subject to a minimum of four hours; •Any period of separate attendance that commences inside the bandwidth will be subject to a four hour minimum; provided that where more than one attendance is involved, this subclause will not operate to increase the payment beyond that which would apply had the officer remained on duty from commencing time of duty of one attendance to the ceasing time of duty on a subsequent attendance. •Attendance will include the time spent in travelling to the place of duty and returning to the officer’s usual place of residence; and•For the purposes of determining whether an overtime attendance isseparate from other duty, meal periods shall be disregarded. 23.10Time off in lieu of overtimeWhere agreed, an officer may convert an entire overtime period to an equivalent period of time off in lieu. 23.11Minimum break between periods of work(a)An officer who iseligible to receive overtime payments, is entitled to a minimum break of 10 continuous hours between ceasing ordinary duty on one day and commencing their next period of ordinary duty. If an officer works so much overtime that the minimum break cannot beaccommodated between two periods of ordinary duty, the officer is entitled to delay the resumption of ordinary duty until the minimum break has been taken, without loss of pay. (b)If the officer is directed to resume duty without having had the minimum break, the officer will be paid at the double time rate from the resumption of ordinary duty until released from duty, at which time the officer will be entitled to be absent for a continuous period of 10 hours, without loss of pay. 23.12Restriction situations Officers performing duty in a restriction situation will be paid for that duty in accordance with clause 26.23.13Overtime meal allowanceA meal allowance of $31.95is payable where an officer including a casual officer,works authorised overtime and duty commences prior to a meal period and concludes after CSIRO Enterprise Agreement 2020 -2023 13the meal period. This allowance will be adjusted to reflect the Australian Taxation Office determined rate of meal allowance published annually in July. ‘Meal period’ means the following periods: 7.00a.m. –9.00a.m. 12.00 p.m. –2.00 p.m. 6.00 p.m. –7.00 p.m. 12.00 a.m. –1.00 a.m. except where an individual or group of officers reach agreement with CSIRO to change the meal periods provided that this includes four meal periods in the 24 hour cycle. 24.ENHANCED RESPONSIBILITIES ALLOWANCE (ERA) Definitions: “management responsibilities”means responsibilities for the management of staff or facilities or financial resources, or a combination of these. “approved leave with pay”includes all paid leave except long service leave. 24.1An officer may be directed by CSIRO to temporarily perform duties additional to, or in substitution for, those usually associated with the officer’s role. 24.2CSIRO may approve the payment of an ERAto the officer where, for a period of no less than five working days: (a)An officer is directed to, and temporarily performs management responsibilities which are additional to, or in substitution for, the officer’s normal responsibilities; and(b)The extra responsibilities require capability at a level in the classification structure higher than the level of the officer and CSIRO determines the changed responsibilities add significantly to the value to CSIRO of the officer’s work and are the result of: •The temporary absence of the position’s occupant; or•The position becoming vacant; or•A temporary requirement for additional assistance. 24.3Subject to the requirements at clause 24.2,ERA shall be payable in respectof the period during which the officer performs the additional or substituted management responsibilities.Payment shall be equal to the difference between the officer’s salary and a relevant higher salary, as determined by CSIRO. 24.4An officer who has been in receipt of ERA for a period of at least 12 months may have their rate of payment varied by CSIRO to take account of performance related salary movements. 24.5Where an officer, who at the time of proceeding on approved leave with pay, is receiving an ERA, such allowance shall continue to be paid where CSIRO agrees that the allowance would have been paid but for the grant of the leave. Where an officer takes approved leave withpay which is less than leave on full pay, the payment of an allowance shall be made on a pro-rata basis. CSIRO Enterprise Agreement 2020 -2023 1425.FIRST AID ALLOWANCEWhere anofficer holds a suitable qualification from St John’s Ambulance, Australian Red Cross or other Registered Training Organisation, and is authorised to provide firstaid services in addition to normal duties, CSIRO shall pay an allowance to the officer in accordance with the tablebelow. The rates of allowance will be increased in line with increases to salaryand from the same dates of effect. Qualification held1stincrease2ndincrease3rdincreaseMinimum qualification –Provide First Aid$700p.a.$714p.a.$728p.a. Minimum qualification –Provide Advanced First Aid$864p.a.$881p.a.$899p.a. Minimum qualification –Occupational First Aidor Registered Nursing qualifications [where the holder is included on the Nursing Register but is not performing a full-time nursing function] $1055 p.a.$1076 p.a.$1098 p.a. 26.RESTRICTION DUTY26.1Restriction directionTheDelegatemay direct an officer to be contactable and remain available to perform extra duty outside that officer’s normal hours of duty. 26.2Restriction approvalTherestriction situation is imposed by the prior written direction of the Delegate or is subsequently approved in writing by the Delegate where the circumstances did not permit prior direction. 26.3Categories of restriction(a)Close CallThe officer is, or may be, required to attend for extra duty if the need arisessome time before the officers next normal time of commencing duty and the officer is to remain contactable and available for immediate recall to duty and: •commence the return journey withinfive minutes of the recall; and•at all times be able to report for duty at the workplace within 35 minutes of the recall. In special circumstances, owing to staffing or operational reasons, an officer who cannot meet the foregoing requirements may be deemed to be in close call category if able to return to the worksite within 45 minutes from the time of recall. (b)On CallThe officer is, or may be, required to undertake extra duty some time before the officers next normal time of commencing duty and the officer is to remain contactable and available to return to duty within a reasonable time of being recalled having regard to the consequences of any undue delay. CSIRO Enterprise Agreement 2020 -2023 1526.4Payment eligibility(a)Officers whose salary, including allowances specified in clause 26.7, is greater than CSOF Level 6.M will not be eligible to receive payment unless the Delegatespecifically approves this payment. (b)Allowances will be calculated using the officer’s annual salary, including allowances specified in clause 26.7provided that if this salary exceeds CSOF Level 4.M, allowances will be calculated by substituting CSOF Level 4.M for the officer’s annual salary in clause 26.8.26.5Close call payment rateAn officer who is subject to “close call” restriction will be paid an allowance at the rate of: (a)7.5% of the officer’s hourly rate of salary for each hour restricted Monday to Friday; (b)10% of the officer’s hourly rate of salary for each hour restricted Saturday and Sunday; and(c)15% of the officer’s hourly rate of salary for each hour restricted on public holidays. 26.6On Call payment rateAn officer who is subject to “on call” restriction will be paid an allowance at the rate of: (a)3.75% of the officer’s hourly rate of salary for each hour restricted Monday to Friday; (b)5% of the officer’s hourly rate of salary for each hour restricted Saturday and Sunday; and(c)7.5% of the officer’s hourly rate of salary for each hour restricted on public holidays. 26.7Salary rateAn officer’s salary for the purpose of calculation of the allowance under clauses 26.5and26.6will include ERAand ACDPsite allowance. 26.8FormulaThe hourly rate of payment will be calculated as follows: aboveprescribedsalary of% 5.7312313SalaryAnnual××The allowance under this subclause will be payable for each hour or part hour the officer is restricted outside the officer’s ordinary hours of duty. 26.9No concurrent paymentAny part of a period of restriction in respect of which the officer receives payment other than in accordance with clauses 26.5and 26.6will not be included in the period of restriction for calculating payments. 26.10AvailabilityNo payment will be made to an officer for any period in which the officer does not remain contactable or at the required degree of readiness to perform extra duty. CSIRO Enterprise Agreement 2020 -2023 1626.11Duty payment(a)duty not at work–where an officer who has been restricted is required to perform duty, but is not required to be recalled to work, duty payment will be madefor duty worked, subject to aone hour minimum payment. (b)duty at work–where an officer who has been restricted is recalled to duty at a place of work, payment will be made subject to a fourhour minimum payment. (c)duty on more than one occasion–where an officer is required to perform duty on more than one occasion, the minimum payment provisions of clauses 26.11(a) and 26.11(b)will not operate to increase the duty payment beyond that which would apply had the officer remained on duty from the commencing time of the first duty to the completion of the subsequent duty. (d)calculation–duty payments will be calculated in accordance with clauses 23.4,23.5 and 23.6.Where an officer’s salary, including allowances specified in clause 26.7,exceeds CSOF Level 4.M, duty payment will be calculated by substituting CSOF Level 4.M for the officer’s salary. (e)minimum break between periods of work –an officer who is eligible to receive dutypayment, is entitled to the minimum break provisions described in clause 23.11.26.12Development of RostersRosters for regular restriction duty should be developed in consultation with the officers involved, having regard to issues such as family responsibilities and individual circumstances. 27.SHIFT DUTY27.1The provisions of this clause shall not apply to officers whose hours of attendance cannot be definitely determined, such as officers whose duties comprise caretaking work, or to such other special categories of staff as may be determined by CSIRO. 27.2Penalty rate for shift duty–thefollowing shift duty payments apply to an officer who is rostered to perform and performs ordinary duty in the following circumstances: Type of shift dutyPenalty RateDuty, including duty on an alternating or rotating shift, any part of which regularly falls between the hours of 6 p.m. and 6 a.m. Monday to Friday15% Duty on a shift falling wholly within the hours of 6 p.m. and 8 a.m. Monday to Friday over a continuous period exceeding four weeks30% Duty between midnight on Friday and midnight on Saturday50% Duty on Sunday100% Duty on a public holiday150% 27.3The additional payment prescribed in this clause shall not be taken into account in the calculation of overtime or in the determination of any allowance based upon salary, nor shall it be made with respect to any shift for which any other form of penalty payment is made. 27.4Where an officer to whom this subclause applies performs overtime duty on a Saturday, the officer shall be paid an additional 100%of ordinary rates of pay, provided thatin the CSIRO Enterprise Agreement 2020 -2023 17case of a Saturday overtime attendance not continuous with ordinary duty, the payment so resulting shall be subject to the minimum overtime payment provisions of clause 23.8.27.5Additional payment for ordinary duty prescribed in this clause will be made in respect of any such duty which an officer would have performed had the officer not been on recreation leave. 27.6Enhanced Responsibilities Allowance shall be regarded as salary for the purpose of calculating shift duty payments. 27.7Where, in a cycle of shifts on a regular roster, an officer is required to perform rostered duty oneach of the days of the week the officer shall, in respect of a holiday which occurs on a day on which the officer is rostered off duty, be granted, if practicable, within one month after the holiday, a day's leave in lieu of that holiday. If it is not practicable to grant such a day's leave, the officer shall be paid for one day at the ordinary rate of pay in lieu of time off duty. 28.DIVING ALLOWANCE28.1Officers who undertake diving in the course of their dutiesshall be eligible for payment of Diving Allowance which shall be paid using the following formula after each application: divingdaysofnumber2.1313SalaryAnnual3.MCSOF%15×××28.2CSIRO shall provide and maintain all equipment used by officers undertaking diving in the course of their duties, unless there is a mutual agreement otherwise. 28.3CSIRO shall provide all training necessary to maintain skills to a level consistent with safe practice for divers. 28.4CSIRO shall reimburse any costs associated with registration or other statutory requirements for divers. 29.FIELD WORK29.1“Field work” means working away from an office or laboratory, out in the open and generally in rural or remote areas, conducting various land-based activities. It often involves working long and/or irregular hours. 29.2Officers required to perform field work will be provided with adequate equipment and supplies to undertake the work, including occupational health and safety compliant suitable protective clothing and footwear, camping, first aid and communications equipment. 29.3Officers will be expected to utilise commercial accommodation where it is available and is within reasonable commuting distance of the field site. 29.4Expense reimbursement arrangements will apply where credit card facilities are not available and also where the field work does not involve an overnight stay. 29.5Where fieldwork requires overnight absence from home and credit card facilities are not available, officersincluding casual officersmay be paid, in advance, for estimated reasonable expenses, including incidental expenses. If they are able to purchase meals, this advance will include a component for meals of $105.75for each full day spent away CSIRO Enterprise Agreement 2020 -2023 18from their usual place of work.A full day is one that extends from before 7a.m.until after 7p.m. The meal component for part days will be determined according to the meal periods that occur during that part day as follows: •6a.m.to7a.m.–breakfast $25.75•12p.m.to1p.m.–lunch $29.35•6p.m.to7p.m.–dinner $50.65Theaboveallowances will be adjusted in accordance with increases determined by the Australian Taxation Office.Theallowances in clauses 29.5(a) and 29.5(b) below will be increased in line with increases to salary and from the same dates of effect. (a)Officers who are not able to purchase meals, will be provided with the necessary supplies to allow them to prepare their meals at the field site. Where supplies are not provided, the advance will include an allowance for each 24 hours and part thereof, spent away from their home base, to meet the costs of stores purchased for food preparation at the camp site and meals consumed during travel to and from the field site.The rates of allowance payable will be: 1stincrease2ndincrease3rdincrease$49.52$50.51$51.52(b)Officers who are required to camp at the field site, or who are provided accommodation lacking basic facilities (e.g.hot water, electricity and kitchen), will be paid a “canvas” allowance per night spent in the camp.The rates of allowance payable will be: 1stincrease2ndincrease3rdincrease$80.27$81.88$83.5229.6The minor expense payment of $15.00 per day is not payable for days covered by an advance payment received by an officer in accordance with clause 29.5.30.REMOTE LOCALITIES CONDITIONSThe provisions in this clause apply to officers stationed at certain localities in recognition of particular disadvantages associated with geographic isolation. 30.1The Accessibility/Remoteness Index of Australia (ARIA), compiled by the Australian Government Department of Health, is the basis on which CSIRO sites are assessed to determine eligibility for the special conditions conferred by this clause. 30.2According to the ARIA index, current CSIRO sites that attract the district allowances specified in clause 30.3are: ARIA CategoryARIA ScoreLocalityVery Remote9.09–12.0MurchisonRemote5.81–9.08Alice SpringsModerately accessible3.51–5.80Atherton, Narrabri, Ayr, Mossman, Woodstock30.3Amount of payment CSIRO Enterprise Agreement 2020 -2023 19(a)A district allowance will be payable to officers stationed at the localities specified in clause 30.2. Part-time officers receive a pro-rata payment based on the proportion of full-time hours worked. Theallowances in the table will be increased in line with increases to salary and from the same dates of effect.The following allowances include a component for leave related air fares: Officers without dependantsARIA Category1stincrease2ndincrease3rdincreaseVery Remote$3835 p.a.$3912 p.a.$3990 p.a. Remote$3402 p.a.$3470 p.a.$3539 p.a. Moderately accessible$1593 p.a.$1625 p.a.$1658 p.a. (b)For officers with dependants, the rate is double that of officers without dependants. (c)Officers in Atherton and Alice Springs: Officers who have more than one dependant will receive an additional payment for the second and for each subsequent dependant. The rate of payment shall be $500 at Atherton and $800 at Alice Springs.This payment is in lieu of airfares previously received. 30.4For the purposes of clause 30.3: (a)a member of the officer’s family unit will be considered to be a dependant if they normally reside with the officer at the locality and the officer indicates (in writing) that the person is receiving income less than the adult minimum wage and the person is: •a partner•a student who is under 25 years and is a full-time student at school, college or university; •a child who is under 16 years and is not a student, including an officer’s partner’s child, an adopted child, a foster child, a step-child or a ward; •a child-housekeeper: an officer’s child or partner’s child of any age who works full-time keeping house for the officer; •an invalid relative who is 16 years of age or over and receives a disability support pension or a special needs disability support pension or rehabilitation allowance, or has a certificate of invalidity from a medical practitioner, recognised by Medicare certifying continuing inability to work; or•an officer’s parent or partner’s parent. (b)Except as provided in clause 30.3(c),the maximum amount payable to a family unit is the equivalent of one “with dependants” allowance. Hence, if another member of the family unit is receiving an allowance which recognises that dependants are being supported, the CSIRO officer will be paid only the difference, if any, between the relevant “with dependants” rate and the amount received by that other family member. 30.5Officers previously entitled to receive leave related air fares will retain any unused air fare entitlements that had accrued prior to 13 November 2005. CSIRO Enterprise Agreement 2020 -2023 2030.6Officers stationed at the localities specified in clause30.2,are entitled to an additional two daysrecreation leave per annum, which will accrue on a pro-rata basis for incomplete years or where officers are temporarily transferred to a relevant locality for a period exceeding one month. 30.7Transitional Paymentsapply to officers located at Darwin and Townsville who are currently receiving remote localities allowance; •will not continue beyond an officer’semployment at the current locality; •are subject to officersin receipt of the “with dependants” rate continuing to satisfy the criteria in clause 30.4.30.8Officers entitled to transitional payments contained in clause 30.7will receive a non- indexed allowance reflecting the value of district allowance and airfares prior to this Agreement: (i)Townsville The value of the non-indexed allowance will be: Single rate $1100 p.a. Dependents rate$1200 p.a. plus $500 p.a. for the officer and each dependant. (ii)Darwin The value of the non-indexed allowance will be: Single rate $3370 p.a. Dependents rate$2880 p.a. plus $1800 p.a. for the officer and each dependant. 31.AUSTRALIAN CENTRE FOR DISEASE PREPAREDNESS(ACDP) 31.1An officer, including a casual officer, employed at the ACDP, Geelong, shall be paid a site allowance at the rate specified in clause 31.7(a)in recognition of the limitations placed upon officers at this site in relation to the keeping of animals. The site allowancewill be increased in line with increases to salary and from the same dates of effect. 31.2A secure allowance at the rate specified in clause 31.7(b)shall be paid to officers (including acasualofficer)required to work within the secure area of the laboratoryinrecognition of the limitations regarding contact with certain animals and the places such animals are kept and the unique features associated with work in the secure area. A secure area includesspecific pathogen free area. This allowance shall bedetermined according to the number of days,including any part or parts of a single day, in the previous 12 months on which CSIRO required the officer to enter the secure area of the ACDP.Thissecureallowance will be increased in line with increases tosalary and from the same dates of effect. 31.3Automated card readers on the secure side of the shower areas shall be used to record entry to establish the officer’s level of entitlement for secure allowance and secureleave. The secure allowance entitlement shall be calculated annually as at 30 June and paid in the second pay period following. The site allowance shall be paid fortnightly. 31.4Inrecognition of the significant lifestyle restrictions placed on officers who work in the secure area, those officers shall have access to ACDPSecureLeave (ACDPSL) entitlements as specified in clause 31.7(c). CSIRO Enterprise Agreement 2020 -2023 2131.5The accounting period for the purpose of calculating ACDPSL entitlement shall be from 1 July to 30 June the following year. Accrual shall be on a continuing basis from the commencement of the accounting period. Leave credits shall be available from the end of the calendar month in which they accrue. 31.6ACDPSL shall be credited as additional recreation leave. 31.7Allowances and SecureLeave(a)ACDPSite Allowance: 1stincrease2ndincrease3rdincreaseACDPSite Allowance$890p.a.$908p.a.$926p.a. (b)ACDPSecure Allowance: Number of Days* in secure area1stincrease2ndincrease3rdincrease5–40$150.55p.a.$153.56p.a.$156.63p.a. 41–80$451.64p.a.$460.67p.a.$469.88p.a. 81+$948.29p.a.$967.26p.a.$986.61p.a. *Day includes part or any parts of a single day. (c)ACDPSecureLeavewill accrue as follows: Number of Days* in secure areaSecureLeave5–40041–80181+5*Day includes part or any parts of a single day. 32.TRAVEL32.1Official travel should be at no personal expense or monetary gain to staff and should apply equitably and consistently throughout CSIRO. CSIRO will meet the costs of all reasonable expenses incurred in undertaking official travel. 32.2CSIRO credit cards are the normal means of meeting travel costs and will be issued to travellers on an as needs basis. Where a credit card is provided, it is expected that all significant travel related costs such as airfares, accommodation, meals, taxis and parking station fees will be met using a credit card. 32.3Where an officerhas not been provided with a CSIRO creditcard they shall have costs paid in advance where possible and may be provided with an advance representing estimated costs. Such an advance must be reconciled at the end of the trip. 32.4Minor expense payment CSIRO Enterprise Agreement 2020 -2023 22(a)To address the inconvenience involved in processing minor "out-of-pocket" expenses, a fixed payment of $15 for each 24 hour period is available for domestic travel where an officer has incurred expenses, not paid for or reimbursed by CSIRO, resulting from the travel. The rate for international travel is twice the domestic rate. (b)The payment is designed to cover minor expenses such as tolls, street parking, minor fares, family-related telephone calls and items of a personal nature required by virtue of being away from home. It is not intended to cover main meals, accommodation, taxis or other major expenses. (c)When the minor expense payment is claimed, no other claims for “out of pocket” expenses can be made except in respect to actual costs exceeding the value of the minor expense payment. In these instances,receipts or justification must be provided. 32.5Travel timeBusiness related travel within the bandwidth is regarded as "time on duty" for the purpose of formal and informal flexible attendance arrangements. Where, prior to travel being undertaken, a Manager agrees that it is necessary for an officer to undertake business related travel within Australia outside the bandwidth, the time spent travelling will be also regarded as “time on duty". 32.6ClothingCSIROmay at its discretion reimburse officersfor expenditure on the purchase and/or rental of clothing that is needed because of a requirement to perform duty away from their normal place of work, in a different climatic zone. Officersmay submit a claim forclothing, based on reimbursement of reasonable expenses once in any 3-year period. 32.7Motor Vehicle AllowanceApproval may be given for officers to use their private transport for official purposes in situations where it is more efficient and/or less expensive for the Organisation. Where approved, the officer owning the vehicle is entitled to be paid an allowance at the rate of $0.72per kilometre.Thisallowance will be adjusted annually to reflect theAustralian Taxation Officedetermined rate. 32.8Transporting other officersor equipmentWhere an officer who is entitled to receive Motor Vehicle Allowance is required to transport: •another person/s whose fares would otherwise be met by CSIRO; or•equipment weighing not less than 100 kilograms which isthe property of CSIRO; the officer is entitled to a payment of an allowance at the rate of $0.72per kilometre in addition to the normal Motor Vehicle Allowance, for the period during which these additional conditions apply. 32.9Reimbursement of higher vehicle insurance and registration costsWhere, as a consequence of the official use of the officer's private motor vehicle, the officer is required to pay additional vehicle insurance premiums or vehicle registration costs, the officer is entitled to reimbursement of an amount equal to the additionalcosts. CSIRO Enterprise Agreement 2020 -2023 2333.EXCESS TRAVELLING TIME33.1For the purposes of this clause the term “usual place of work”shall mean: (a)for officers who are required ordinarily to work day by day at the same fixed place of work–the place so fixed by CSIRO; and(b)for officers whose place of work is variable within a specified district–a place within that district fixed by CSIRO. 33.2An officer in receipt of a salary in excess of the salary applying to CSOF Level 2.M per annum shall not be entitled topayment for excess travelling time. 33.3Payment will be made for time necessarily spent in travelling, exclusive of overtime duty, in excess of: (a)the officer's ordinary hours of attendance for the day; and(b)the time necessarily spent travelling to and from the officer's usual place of residence and the officer's usual place of work; provided that in the case of officers specified in clause 33.1(b),a minimum time of 20minutes each way shall apply. 33.4Payment will be made at the following rates: (a)ordinary rates of pay on Mondays to Saturdays; and(b)time and a half rates on Sundays and public holidays. 33.5Payment shall not be made unless the excess time exceeds: (a)onehalf hour in any one day; or(b)two and one half hours in any fortnightly pay period, in the case of an officer whose ordinary hours of attendance are confined tofive days of the week; or(c)three hours in any fortnightly pay period, in the case of an officer who performs rostered ordinary duty onsix days of the week; nor shall payment be made for more thanfive hours in any one day. 34.SUPPORTED WAGE SYSTEM 34.1This clause defines the conditions which will apply to officers who, because of the effects of a disability, are eligible for a supported wage under the terms of this Agreement. 34.2In this clause: “Approved assessor” means a person accredited by the management unit established by the Commonwealth under the supported wage system to perform assessments of an individual's productive capacity within the supported wage system. “Assessment instrument” means the tool provided for under the supported wage system that records the assessment of the productive capacity of the person to be employed under the supported wage system. “Disability support pension” means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991(Cth), as amended from time to time, or any successor to that scheme. CSIRO Enterprise Agreement 2020 -2023 24“Relevant minimum wage” means the minimum wage prescribedbythis Agreement for the class of work for whichan officer is engaged. “Supported WageSystem”(SWS) means the Commonwealth Government system to promote employment for people who cannot work at full Agreement wages because of a disability, as documented in the Supported Wage System Handbook. The Handbook is available from the JobAccess website (www.jobaccess.gov.au). “SWS wage assessment agreement” means the document in the form required by the relevant Commonwealth Government department that records the employee’s productive capacity and agreed wage rate. 34.3Eligibility criteria(a)Officers covered by this clause will be those who are unable to perform the range of duties to the competence level required within the class for which the officeris engaged under thisAgreement, because of the effects of a disability on their productive capacity and who meet the impairment criteria for receipt of a disability support pension. (b)This clause does not apply to any existing officer who hasa claim against CSIRO which is subject to the provisions of workers' compensation legislation or any provision of this Agreement relating to the rehabilitation of officers who are injured in the course of their employment. 34.4Supported wage ratesOfficers to whom this clause applies shall be paid the applicable percentage of therelevantminimum wage according to the following table: Assessed capacity% of prescribed Agreement rate10%10% 20%20% 30%30% 40%40% 50%50% 60%60% 70%70% 80%80% 90%90% Provided that the minimum amount payable must not be less than the current weekly rate of$89.00which will be adjusted in accordance with increases determined by the Fair Work Commission. Where an officer’s assessed capacity is 10%; they must receive a high degree of assistance and support. 34.5Assessment of capacity CSIRO Enterprise Agreement 2020 -2023 25(a)For the purpose of establishing the percentage of the relevant minimum wage, the productive capacity of the officer will be assessed in accordance with the Supported Wage System by an approved assessor, having consulted CSIRO and the officer and, if the officer so desires, a union which the officeris eligible to join. (b)Assessment made under this clause must be documented in an SWS wage assessment agreement and retained by CSIRO as a time and wages record in accordance with the Fair Work Act 2009.34.6Lodgement of SWS assessment agreement(a)All SWS wage assessment agreements under the conditions of this clause, including the appropriate percentage of the relevant minimum wage to be paid to the officer, must be lodged by CSIRO with the Fair Work Commission. (b)All SWS wage assessment agreements must be agreed and signed by the officer and CSIRO.Where a union which has an interest in the Agreement is not a party to the assessment, the assessment will be referred by the Fair Work Commission to the union by certified mail and the agreement will take effect unless an objection is notified to the Fair Work Commission within 10 working days. 34.7Review of assessmentThe assessment of the applicablepercentage should be subject to annual review or more frequent review on the basis of a reasonable request for such a review. The process of review must be in accordance with the procedures for assessing capacity under the supported wage system. 34.8Other terms and conditions of employmentWhere an assessment has been made, the applicable percentage will apply to the relevant wage rate only. Officers covered by the provisions of this clause will be entitled to the same terms and conditions of employment as all other officerscovered by this Agreement, paid on a pro-rata basis. 34.9Workplace adjustmentCSIRO, if wishing to employ an officer under the provisions of this clause,must take reasonable steps to make changes in the workplace to enhance the officer's capacity to do the job. Changes may involve redesign of job duties, working time arrangements and work organisation in consultation with other officersin the area. 34.10Trial Period(a)In order for an adequate assessment of the officer's capacity to be made, CSIRO may employ a person under the provisions of this clause for a Trial Period not exceeding twelve weeks, except that in some cases additional work adjustment time (not exceeding four weeks) may be needed. (b)During that Trial period the assessment of capacity will be undertaken and the percentage of the relevant minimum wagefor a continuing employment relationship will be determined. (c)The minimum amount payable to the officer during theTrial Period must be no less than the current weekly rate of $89.00which will be adjusted in accordance with increases determined by the Fair Work Commission. (d)Work trials should include induction or training as appropriate to the job being trialled. CSIRO Enterprise Agreement 2020 -2023 26(e)Where CSIRO and the officer wish to establish a continuing employment relationship following the completion of the Trial Period, a further contract of employment will be entered into based on the outcome of assessment under clause34.5. PART D.CAREER DEVELOPMENT, PERFORMANCE AND REWARDS35.PERFORMANCE CULTURECSIRO will foster an environment in which exemplary standards of performance and behaviour of individuals and teams are recognised and rewarded through consistently applied and transparent processes. 36.ANNUAL PERFORMANCE AGREEMENT (APA) Note: For the purposes of this clause, “representative” excludes union officials. 36.1The Annual Performance Agreement (APA) cycle provides a framework for performance management, which facilitates effective communication of work requirements, alignment of corporate and individual goals, performance improvement, training and development requirements. The APA also provides information or evidence for performance and development steps, performance rewards and promotions. The APA cycle is a 12-month period from July to June inclusive. 36.2CSIRO recognises the right of staff to have a colleague officer or a representative present at meetings with a supervisor or manager relating to the APA process to assist in the resolution of any issues. 36.3Obligations to participateIt is a requirement of employment in CSIRO that all officers (excluding casuals and those employed for less than three months) participate in the APA process. Officers who, given reasonable opportunity, fail to complete the APA process within the required timeframes, namely: •Review (Stage 3) by 31August;and •Objective Setting (Stage 1) for the following year by 31 October, will not be eligible for performance rewards. 36.4It is a requirement of managers in CSIRO to ensure that eligible officers under their supervision participate in the APA process. Managers who fail to make every effort to ensure eligible officers participate in the APA process within the required timeframes, will not be eligible for performance rewards. 36.5Work Objectives and Performance indicatorsWork objectives and performance indicators are to be finalised through discussion between an officer and their manager. The agreed work objectives mustbeappropriate for the classification level, consistent with the Work Classification Standards and incorporate appropriate teamwork and organisational behaviours. CSIRO Enterprise Agreement 2020 -2023 2736.6Officers who undertakeroleswhich have a corporate citizenship focusplay an important role in maintaining a positive workplace culture. Line Managers will recognise these duties and responsibilities in the APA process. CSIRO recognises that officersperform these roles in addition to their usual duties. CSIRO, at its discretion, will provide support toofficerswhere they are requiredto performthese roles. 36.7If there is disagreement between an officerand their manager on any aspect of the APA, including the final evaluation, the next-level manager should be called upon to consider the issue. If agreement cannot be reached following the next-level manager’s review, the matter may be referred to the next higher-level manager. Within Business Units the matter can continue to be elevated until it reaches the Business Unit Leader,who will make the final decision. 36.8Performance and Development StepsAdvancement to a higher performance and development step(PADS), where available, will be approved where the officerhas participated in and satisfied the requirements of their APA within the required timeframe.Officers who do not satisfy these requirements are not eligible for salary advancement within their CSOF level. 36.9Performance and Development Steps Appeals(a)Initially officersshould discuss any concerns about their performance appraisal with their Line Manager and/or next-level manager in an attempt to resolve the matter. (b)Staff who have participated in the APA process and have been denied advancement to the next PADSwithin their CSOF Level may appeal to the Business Unit Leader fora reconsideration of that decision. There is no appeal against the following decisions: (i)Denial of advancement by two or more performance and development steps; (ii)Denial of performance and development stepsresulting from disciplinary actions. (c)Any appeal must be lodged within 10 working days of the officer being notified that they have not received a PADS. (d)The appeal process shall observe the principles of natural justice and the officer will have the opportunity to provide information to the Business Unit Leaderfor consideration. (e)The decision by the Business Unit Leaderto either uphold the appeal and grant aPADS, or to refuse the appeal and confirm the original decision is final. The decision and the reason for the decision, will be confirmed to the officer in writing. 37.CAREER MANAGEMENT, LEARNING AND DEVELOPMENT37.1CSIRO is committed to continuous learning to support our officersto reach their full potential and to enable CSIRO to successfully deliver our strategy. The parties to thisAgreement believe that all officers should have the opportunity to participate in relevant learning, development, and training activities aimed at improving individual and team performance, skills and knowledge, and the effectiveness of CSIRO. 37.2All officers will have the opportunity to participate in at least five days learning, development and/or training each Annual Performance Agreement (APA) cycle exclusive of travel.The activity must be aligned with business and individual needs and reflected in the APA or an agreed development plan. This indicates the mutual CSIRO Enterprise Agreement 2020 -2023 28responsibility of the officer, their Line Manager and CSIRO. It is recognised that a large number of CSIRO officers will exceed this minimum. 37.3Learning, development and training activities should lead to the development of skills and/or knowledge and may include formal program and conference participation and on the job assignments (including but not limited to, e-learning, webinars, networking, shadowing, coaching and/or mentoring and participating in communities of practice). 38.REWARD ASSESSMENT PROCEDURESNote: For the purposes of this clause, ‘representative’ excludes union officials. 38.1Cases for accelerated advancement within CSOF Level, promotions and performance cash rewards will be considered by the Reward Review Committees established within Business Units.Cases will be reviewed by the Reward Review Committee following completion of Stage 3 of the APA. 38.2The Business Unit should, where practicable, include on its Reward Review Committee, one of its representatives and/or a relevant officer from another Business Unit. 38.3CSIRO shall provide to unsuccessful candidates for accelerated advancement and promotion, constructive feedback and advice. This advice must be provided in writing if requested by a candidate. 38.4A list of all officers who receive accelerated advancement, promotions and performance cash rewards and the reasons for such rewards, will be published within the Business Unit. 39.MERIT PROMOTION39.1Merit promotion to a higher CSOF level shall be approved where, through the Reward Assessment Procedures(see clause 38),CSIRO determines that: •An officer has a sustained record of achievement that clearly demonstrates the requirements defined for the next CSOF level in the relevant Functional Area Work Classification Standards; and•CSIRO requires the role to be performed at the higher level for the foreseeable future. 39.2Since officers will develop their roles and competencies at different rates, depending on their personal potential and the opportunities that arise in the workplace, the period over which sustained performance can be demonstrated will vary but would normally be at least two and will not be less than one full (12 month) performance cycle. Where the performance is over a period less than two full cycles, the case must clearly address the candidate’s capacityto sustain that level of performance beyond the period being assessed. 39.3An officer need not be on the maximum performance and development step of their existing CSOF level to be promoted. 39.4Where a promotion is denied on the grounds that the role is not “required to be performed at the higher level for the foreseeable future”, the officer will be advised in writing of the functions or activities that are no longer required to be performed and the work objectives set through the APA process will reflectthis advice. 39.5Merit Promotion to, and advancement within CSOF Level 7 and CSOF Level 8 CSIRO Enterprise Agreement 2020 -2023 29(a)Merit Promotion to CSOF Level 7 or CSOF Level 8 requires a reclassification case in accordance with clauses 38and39. (b)Advancement through performance and development steps within CSOF Level 7 is dependent on the officer satisfactorily meeting the work objectives agreed in the officer’s Annual Performance Agreement (see clause 36). (c)Advancement to CSOF Level 8.2 is only available from CSOF Level 8.1 and requires a reasoned case justifying advancement. (d)Advancement beyond CSOF Level 8.2 requires a reclassification case satisfying the senior promotion guidelines. 39.6Reclassification Appeal ProcessAn officer seeking promotion up to CSOF Level 6 in any functional area or to CSOF Level 7 or8 in the Research Science/Engineering/Projectsor Research Consulting functional areas, may lodge a Formal Reclassification Appeal where: •The delegate declines to approve a reclassification; •The officer’s immediate Line Manager declines to submit the case for consideration in the reward review process. An officer must lodge their appeal within 28 days of formal notification that the case has been unsuccessful or advice that it will not be submitted to the Reward Review Committee. 39.7Informal ResolutionWhere a Reward Review Committee considers that an officer has not demonstrated a sustained record of achievement at the higher CSOF level and promotion is denied, CSIRO and the officer may agree to an informal reconsideration of the decision, whichwill include: •A review of the decision by a Senior Manager agreed by both the officer and CSIRO; and •A focus on a timely and expeditious review, with the objective of resolving the matter within 14 days. The informal review process will notpreclude an officer or CSIRO from invoking the formal appeal process referred to inclause 39.8, prior to the conclusion of the informal review. 39.8Formal Reclassification Appeal Process(a)Formal appeals will be considered by a Reclassification Appeal Committee which will provide a report and recommendations to the Business Unit Leader. The officer will have the opportunity to address the Committee. (b)The Business Unit Leader shall review the report by the Committee, make a decision, and inform the parties in writing within 14 days of receiving the reportfrom the Appeal Committee. 40.SUPERIOR PERFORMANCE RATING40.1This reward category applies to officers at a career plateau. CSIRO Enterprise Agreement 2020 -2023 3040.2A Superior Performance Rating means that an officer at a career plateau has demonstrated superior achievement relative to other officers in their functional area at their current classification level in the preceding 12 months. While the officer must have significantly exceeded the objectives for that assessment period, in doing so they have not met the requirements for reclassification and it is not foreseeable that they would do so for the subsequent 12 months. 40.3Officers at a career plateau in CSOF Levels 1 to 8 who receive a Superior Performance Rating may be awarded a special lump sum payment in July following the year of the assessment. The amount of the lump sum is equal to 7% of the officer’s annual salary. 40.4Officers at a career plateau in CSOF Levels 1 to 8 who receive a Superior Performance Rating and who do not receive a lump sum, will be placed on the premium step for their level (a premium step will have the value of 107% of the annual rate at the career plateau). Placement on a premium step will be approved for 27 fortnights. At the end of that period, the officer will return to the salary point held prior to the award of the Superior Performance Rating. 40.5Officers who have received a Superior Performance Rating are not precluded from receiving one in subsequent years, providing they again satisfy the criteria. 40.6The Superior Performance Rating applies only to officers at a career “plateau”. It is not a substitute for promotion. Officers will be accepted as being at a career plateau where: •They have been at the maximum of their Level (including 8.2 and 8.3 in the case of Level 8) for two years prior to the year in which the reward is to be paid; and•Reclassification is not currently appropriate or foreseeable in the subsequent 12 month period. 40.7The names of officers who receive a Superior Performance Rating will be publicised within their Business Units in line with announcements about promotions, accelerated advancement and Performance Cash Rewards in accordance with clause 38.4.41.PERFORMANCE CASH REWARDS41.1Performance Cash Rewards may be applied to teams as well as individuals. Team rewards should be fairly distributed amongst team members according to their contribution. 41.2Performance Cash Rewards will be available where there is a case for rewarding performance but where accelerated advancement, reclassification or other reward options are not appropriate. Performance Cash Rewards are not to substitute for other rewards where the necessary eligibility criteria have been satisfied. 41.3Officers may be nominated for a Performance Cash Reward by colleagues, Line Managersor Senior Managers. 41.4A Reward Review Committee will consider reward nominations, including the amount and distribution within teams, and make recommendationsto the Delegate. 41.5The maximum Performance Cash Reward payable to an officer is $20,000 per annum. 41.6Successful cases will be published in accordance with clause 38.4. CSIRO Enterprise Agreement 2020 -2023 3142.NON-CASH RECOGNITION REWARDS42.1These rewards may be given to individuals or teams to mark praiseworthy effort or long service where other rewards are not appropriate. 42.2These rewards are separate from normal salary and allowance payments made to officers for their work and are not a substitute for such payments. 42.3Officers may be nominated for a Recognition Reward by colleagues, Line Managers or Senior Managers, at any time. 42.4Any tax in relation to a Non-cash Recognition Reward will be paid by CSIRO. 42.5A Non-cash Recognition Reward cannot be converted to cash. 43.ASSISTANCE WITH STUDIES43.1Study leave and other forms of assistance may be granted to assist an officer with studies towards Certificates,Diplomas, Advanced Diplomas, Degrees or higher degrees, as well as relevant short courses where the course of study is in the interests of both CSIRO and the individual officer. 43.2Assistance with studies and the level of assistance approved is at the discretion of the Delegate and may include: •reimbursement or payment in advance, of part or all of the costs associated with the approved course of study, including but not limited to course costs, enrolment and administration fees, tuition and examination fees, books and materials; •study leave with pay, up to an average of five hours per week to attend formal classes and examinations; •up to three hours per week for travel. 43.3Additional Study Leave with pay of up to three hours a week may be granted where attendance at formal classes exceeds five hours a week or where travel takes more than three hours a week during working hours. 43.4Where the period of Study Leave granted is less than the average of five hours a week, the Delegate may approve the difference as a leave credit which may be used to meet the requirements of external studies/distance education courses, attendance at prescribed examinations and field trips and preparation of prescribed assignments and theses. 43.5Study leave without pay may be also granted. This leave will count as service for all purposes, except recreation leave, provided that the officer resumes duty after the period of leave. However, whether this leave will count as service for long service leave will be determined by the delegate in accordance with the requirements of the Long Service Leave (Commonwealth Employees) Act 1976.43.6Study leave for part-time officersis granted on a pro-rata basis. CSIRO Enterprise Agreement 2020 -2023 32PART E.STAFF PARTICIPATION44.MANAGEMENT ACCOUNTABILITYCSIRO is committed to creating an environment where innovation thrives and everyone is valued and treated fairly and with respect.CSIRO managers will support the principles of: •Openness –a free flow of information relevant to the well-being of staff; •Transparency –encouraging staff input, providing clear, reasoned justification for decisions to affected officers and providing feedback on how views are taken into account; •Fairness –treating staff equitably and with respect; and•Consistency –showingno favouritism in decision making. 45.BUREAUCRACYThe parties to this Agreement agree to continue to work on opportunities for bureaucracy reduction and recognise the productivity and efficiency gains that can be achieved through efficient administration andorganisational governance and enabling productive science and research. 46.SUPPORTING INNOVATION AND CREATIVITYThe parties to this Agreement recognise that CSIRO’s objectives are largely dependent on the innovation and creativity of its staff. The CSIRO rolling strategy provides emphasis on continuing to build an enhanced culture of innovation. CSIRO will report on progress and outcomes of the strategy through CSIRO Consultative Council and/or forums with staff. 47.SUSTAINABILITY47.1The parties to this Agreement recognise that the involvement of staff including at the local level is critical in improving the environmental sustainability of CSIRO in the areas of greenhouse gas emissions, energy, water and waste. 47.2CSIRO will provide opportunities for staff contributions toward improving the environmental sustainability of CSIRO’s operations through the implementation of an Environmental Sustainability Strategy. 48.INDIGENOUS EMPLOYMENT STRATEGY48.1Indigenous Australians have significant contributions to make to Australiaacross cultural, economic and scientific domains. CSIRO recognises the social and economic disadvantage experienced by Indigenous Australians and is committed to helping close the gap between Indigenous and non-Indigenous Australians. 48.2CSIRO aims to increase employment of Indigenous Australians within its workforce through the development of a range of strategic partnerships with relevant stakeholders and implementing Indigenous employment strategies within the organisation’s workforce planning. CSIRO Enterprise Agreement 2020 -2023 3349.COMMERCIALISATION49.1The parties to this Agreement acknowledge that effective commercialisation of research and development outcomes are fundamental to CSIRO’s future. In order to facilitate staff involvement in commercialisation activities, affected officers will be provided with timely information about their rights, entitlements and the conditions that apply, so that they are able to make an informed decision about whether or not they wish to participate. 49.2Where CSIRO introduces a scheme allowing officers who generateintellectual property to share in the benefits of the commercialisation of that intellectual property, the affected officers and where they choose, their representatives, will be informed of the details of the scheme. The details of the scheme and its operation will be determined by CSIRO and may be varied at CSIRO’s discretion. These schemes will include mechanisms for resolving disputes or grievances and therefore will not be subject to theWorkplace Issues Resolution Procedure ordispute procedure contained in clause 81of this Agreement. 50.HEALTH AND SAFETY REPRESENTATIVES50.1CSIRO is committed to meeting the requirements of the Work Health and Safety Act 2011to provide a safe work environment and to promote a more safety conscious culture. The Act provides for the selection or election of Health and Safety Representatives. 50.2Health and Safety Representatives play an important role in facilitating CSIRO’s commitment. CSIRO recognises this valued role by providing: •reasonable time during normal working hours to undertake the role; •formal recognition of time spent on this role in their Annual Performance Agreement; •essential training and resources; and•the opportunity, as a member of Health and Safety Committees, to participate in the assessment of relevant awards. 51.EQUITY CONTACT OFFICERSCSIRO recognises this valued role by providing: •reasonable time during normal working hours to undertake the role; •formal recognition of time spent on this role in their Annual Performance Agreement; •time and encouragement to participate in essential training to enhance their effectiveness; and•the opportunity, where relevant, to participate in committees and the assessment of Diversity awards. 52.MORAL RIGHTS52.1Background CSIRO Enterprise Agreement 2020 -2023 34(a)Australian copyright law provides non-financial Moral Rights to authors or creators of copyright works under the Copyright Act 1968. (b)Moral Rights in relation to a work include: (i)a right of attribution of authorship; (ii)a right not to have authorship falsely attributed; and(iii)a right of integrity of authorship (which relates to derogatory treatment of a work that is prejudicial to the author’s honour or reputation). (c)The rights of attribution and integrity of authorship are subject to extensive “reasonableness” tests which are set out in the Copyright Act. MoralRights are personal to individual authors and cannot be sold or transferred. If one author of a work provides a Moral Rights Consent, the Consent would not apply to other authors of that work. (d)Authors who produce copyright works in the course of their employment may consent to their employer doing acts which would otherwise be a breach of their Moral Rights. The benefit of such Consent may be passed on by the employer to third parties. Moral Rights Consents may be given in respect of particular works (specific) or works of a particular description (general) including future works. Moral Rights Consents must be in writing, must be informed and are invalid if given under duress. 52.2Moral Rights Consents from CSIRO officers(a)CSIRO respects the Moral Rights of its officers and recognises their significance for CSIRO’s reputation as well as the reputation of its officers. CSIRO officers recognise that a number of CSIRO’s clients require, as a condition of doing business with CSIRO, that they not be exposed to legal action by CSIRO officers for breach of the Moral Rights of those officers and that this will necessitate CSIRO seeking Moral Rights Consents, to facilitate business with those clients. Consequently: •CSIRO will not invite officers to sign Moral Rights Consents as a matter of administrative convenience; •Where any work is covered by a Moral Rights Consent which extends to a CSIRO client, CSIRO will use all reasonable endeavours to ensure that the client undertakes to CSIRO to: (i)attribute authorship in scientific papers and reports to the relevant scientific author(s); (ii)subject to (i)above, not falsely attribute authorship of the work; and(iii)not modify the work in such a way as to make it misleading or deceptive while the work is attributed to a CSIRO officer. (b)CSIRO will respect the right of an officer not to sign a Moral Rights Consent where it is offered and will not demote or discipline an officer on the ground that the officer did not provide a Moral Rights Consent. Officers recognise that if they refuse toprovide a Moral Rights Consent, they may not be able to work on projects where Moral Rights Consents are required. In that event, CSIRO will take all practicable steps to provide suitable alternative work for those officers. 53.STAFF PARTICIPATION AND CONSULTATION53.1This term applies ifCSIRO: CSIRO Enterprise Agreement 2020 -2023 35(a)has made a definite decision to introduce a major change to production, program, organisation, structure, or technology in relation to its enterprisethatis likely to have a significant effect on officers; or(b)proposes to introduce a change to the regular roster or ordinary hours of work of officers. Major change53.2For a major change referred to in clause 53.1(a): (a)CSIRO must notify the relevantofficers of the decision to introduce the major change;and(b)clauses 53.3to53.9apply. 53.3The relevant officers may appoint arepresentativefor the purposes of the procedures in this term. 53.4If: (a)a relevant officer appoints, or relevant officers appoint, arepresentativefor the purposes of consultation; and(b)the officer or officers advise CSIRO of the identity of the representative; CSIRO must recognise the representative. 53.5As soon as practicable after making its decision, CSIRO must: (a)discuss with the relevant officers: (i)the introduction of the change; and(ii)the effect the change is likely to have on the officers; and(iii)measures CSIRO is taking to avert or mitigate the adverse effect of the change on the officers; and(b)for the purposes of the discussion —provide, in writing, to the relevant officers: (i)all relevant information about the change including the nature of the change proposed; and(ii)information about the expected effects of the change on the officers; and(iii)any other matters likely to affect the officers. 53.6However, CSIRO is not required to disclose confidential or commercially sensitive information to the relevant officers. 53.7CSIRO must give prompt and genuine consideration to matters raised about the major change by the relevant officers. 53.8If a term in thisAgreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of CSIRO, the requirements set out in clause53.2(a),53.3 and 53.5are taken not to apply. 53.9In this term, a major change is likely to have a significant effect on officersif it results in: (a)the termination of the employment of officers; or CSIRO Enterprise Agreement 2020 -2023 36(b)major change to the composition, operation or size of CSIRO’s workforce or to the skills required of officers; or(c)the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or(d)the alteration of hours of work; or(e)the need to retrain officers; or(f)the need to relocate officers to another workplace; or(g)the restructuring of jobs. Change to regular roster or ordinary hours of work53.10For a change referred to in clause53.1(b): (a)CSIROmust notify the relevant officersof the proposed change; and(b)Clauses 53.11 to 53.15apply. 53.11The relevant officers may appoint a representativefor the purposes of the procedures in this term. 53.12If: (a)a relevant officer appoints, or relevant officersappoint, a representativefor the purposes of consultation; and(b)theofficer or officers advise CSIROof the identity of the representative; CSIROmust recognise the representative. 53.13As soon as practicable after proposing to introduce the change, CSIRO must: (a)discuss with the relevant officers the introduction of the change; and(b)for the purposes of the discussion—provide to the relevant officers: (i)all relevant information about the change, including the nature of the change; and(ii)information about what CSIROreasonably believes will be the effects of the change on the officers; and(iii)information about any other matters that CSIRO reasonably believes are likely to affect the officers; and(c)invite the relevant officers to give their views about the impact of thechange (including any impact in relation to their family or caring responsibilities). 53.14However, CSIROis not required to disclose confidential or commercially sensitive information to the relevant officers. 53.15CSIRO must give prompt and genuine consideration to matters raised about the change by the relevant officers. 53.16In this term: relevant officersmeans the officers who may be affected by a change referred to in clause 53.1. CSIRO Enterprise Agreement 2020 -2023 3753.17Consistent with clause 53.1(a),where CSIRO has made a definite decision to introduce major change, consultation shall occur before the major change is introduced. In other circumstances CSIRO mayconsult with staff and their representatives about matters that have implications for their employment or affect the way their work is to be performed. 53.18The parties to thisAgreement recognise that Consultative Council and other consultative mechanisms exist to discuss issues that may have organisation wide impact. 54.FREEDOM OF ASSOCIATION CSIRO recognises that officers are free to choose to join or not join a union.Irrespective of that choice: •Officers will not be discriminated against in respect of their employment under this Agreement. •An individual officer’s choice to be represented will be respected by all parties in the workplace. Officers who choose to be members of a union have the right to seek advice and assistance from their union and have their interests represented by that union. 55.REPRESENTATIVESNote: For the purposes of this clause, ‘representative’ means a CSIRO officer and excludes union officials. 55.1An officer may have a representative, who may be a union delegate, to represent them in their industrial interests and ascertain their views on workplace issues. CSIRO and representatives will deal with each other in good faith. 55.2The role of representatives, including union delegates and other non-union representatives,is to be respected and facilitated. At its discretion, CSIRO will determine the appropriate level of support for officers who perform these roles. 56.COLLEAGUE OFFICER56.1CSIRO recognises the right of staff to have a colleague officer present at meetingswith a supervisor or manager which address matters that relate directly to the officer’s employment such as classification, performance (including APA), discipline, working relationships and tenure. 56.2A colleague officer is a CSIRO officer who may, at another officer’s request, accompany that officer to a meeting with a supervisor or Manager. The colleague officer is not an advocate for the officer but may be consulted by the officer for advice or support during the meeting. The colleague officer may also contribute to discussions during the meeting in the interests of assisting the discussions. PART F.PUBLIC HOLIDAYS AND LEAVE57.PUBLIC HOLIDAYS57.1The following days, or any days prescribed under the law of any State or Territory to be observed in lieu thereof in that State or Territory, shall be observed as holidays by CSIRO officers: CSIRO Enterprise Agreement 2020 -2023 381 JanuaryNew Year's Day26 JanuaryAustralia DayEaster (Good) FridayEaster Monday25 April Anzac DayQueen’s Birthday25 December Christmas Day26 DecemberBoxing Day57.2Inaddition to the days mentioned above,additional days or part days willbe observed as local public holidays where these days are declared under State or Territory law and observed by the whole of the community in that Region, State or Territory. 57.3If under aState or Territory law, a day or part day is substituted for one of the public holidays listed above, then the substituted day or part day is the public holiday. 58.DOMESTIC FAMILY VIOLENCE AND ABUSE SUPPORTCSIRO is committed to providing a supportive, flexible and safe workplace for officersaffected by domestic family violence and abuse (DFVA) when they need it most.CSIRO has support systems in place for officersimpacted by domestic family violence and abuse including a trained network of DFVA contact officers,online resources and information on external services,access to a confidential Employee Assistance Program, flexible working arrangements which includesthe ability to change locations, contact numbers, email addresses and devices. Access to paid and unpaid leave is also available to officers. 59.LONG SERVICE LEAVE59.1CSIRO will provide long service leave in accordance with the Long Service Leave (Commonwealth Employees) Act 1976.59.2The minimum period for which long service leave can be taken is seven calendar days at full pay or 14 calendar days at half pay per occasionwith the granting of such leave subject to operational requirements. 59.3Long service leave cannot be broken with other periods of leave exceptas otherwise provided by legislation. 60.DEFENCE LEAVE60.1An officerwillbe granted leave (with or without pay) to enable the officerto fulfil Australian Defence Force (ADF) Reserve and Continuous Full-timeService (CFTS) or Cadet Force obligations. 60.2An officeris entitled to leave with pay, ofup to four weeks during each financial year, and an additional two weeks paid leave in the first year of ADF Reserve Service, for the purpose of fulfilling service in the ADF Reserve. 60.3With the exception of the additional two weeks in the first year of service, leave can be accumulated and taken over a period of two years. CSIRO Enterprise Agreement 2020 -2023 3960.4An officerwho is an officer or instructor of cadets in a Cadet Force may be granted paid leave of up to three weeks each financial year to perform duties as an officer or instructor of Cadets. For these purposes ‘Cadet Force’ means the Australian Navy Cadets, Australian Army Cadets, or the Australian Air Force Cadets. 60.5Defence Reserve leave counts as service for all purposes, except for unpaid leave to undertake Continuous Full-time Service (CFTS). Unpaid leave for the purpose of CFTS counts for all purposes except annual leaveaccrual. 61.ANNUAL SHUT DOWN61.1The first working day following the gazetted Christmas/Boxing Day public holidays, except wherean officer is on leave without pay, long service leave or paid maternity leave, shall be observed as a holiday by CSIRO officers. Officers observing the holiday shall be paid in accordance with their ordinary hours of work and there will be no deduction from leave credits for this day. Officers who work on this day and who meet the eligibility criteria at clause 23.3shall be paid at double time for the hours worked,in addition to payment for the holiday. 61.2Except where specified at clause 61.1,any sitewhereCSIROdetermines that it shall observe a shut down which includes the period between Christmas Day and New Year’s Day, officers may be directed to take leave, paid or unpaid depending on the officer’s accrued leave balance,for that period.Officers so directed are to use accrued recreation, flex,or miscellaneous leave subject to clause62.6of this Agreement. Officers who fail to apply for leave for the period, will not be paid salary for the period, instead the officer will be provided with paidmiscellaneous leave, subject to available credits, during the period. Where an officer has exhausted their miscellaneous leave and recreation leave credits and they are unlikely to clear any excess flex debit as required by clause 61.3, the officer will take unpaid leave. 61.3Officers with insufficient leave credits at the time of shutdown may exceed the normal 10 hour maximum flex debit, provided that the excess debit is cleared withinthree months of the shutdown. 61.4Decisions on implementing shut down will be communicated no less than three months before the shut down period. Where officers are likely to have genuine work demands during the shut down period, CSIRO shall organise appropriate alternative working arrangements in the event it wishes to proceed with the shut down. 61.5In order to meet essential operating requirements at a site, CSIRO may direct an officer to attend work during the annual shut down. An officer who is directed to work shall be permitted to access an equivalent period of miscellaneous leave during the following two monthsin recognition of the requirement to work during the shut down period. 62.MISCELLANEOUSLEAVE62.1Miscellaneous leave is intended to provide flexibility to meet an officer’s personal circumstances and to provide leave during the annual shut downperiod. Miscellaneous leave accrues at the rate offour days per year and is subject to a maximum balance of 15 days. Officers located in Alice Springs will be subject to a maximum balance of 17 days. The entitlement for all part-timeofficers is calculated on a pro-rata basis. 62.2The granting of miscellaneous leave is subject to the Line Manager’sdiscretion. 62.3Line Managers willnot unreasonably refuse an application and must provide reasons for the decision where an application is refused. CSIRO Enterprise Agreement 2020 -2023 4062.4Line Managers may require documentary evidence to support arequest for leave. 62.5Separate Compassionate leave entitlements exist which are not subject to the above accruals. 62.6An officer will not be eligible for miscellaneous leave during periods of other approved leave including leave without pay. 63.VOLUNTARY EMERGENCY MANAGEMENT ACTIVITIESIn addition to miscellaneous leave, unpaid leave is available for officers participating in voluntary emergency management activities including leave for regular training, all emergency services responses, reasonable recovery time and ceremonial duties. 64.COMPASSIONATELEAVE64.1An officer(excluding a casual) shallbe granted up tothree days paid compassionateleave on each occasion that a member of theofficer’s immediate family or household: •contracts or develops a personal illness that poses a serious threat to theirlife; •sustains a personal injury that poses a serious threat to theirlife; or•dies. 64.2A casual officermay access up to three days of unpaid leave on each occasion that compassionate leave is required. 64.3The granting of compassionate leave is subject to the production of suitable evidence. 65.JURY LEAVEAn officer required to attend court as a juror will be granted leave of absence with pay and the leave will count as service for all purposes. 66.MATERNITY AND PARENTAL LEAVE66.1Maternity leave(a)Officers who are pregnant, or give birth, are covered by the provisions of the Maternity Leave (Commonwealth Employees) Act 1973(the ML Act). (b)The ML Act provides officerswith up to 52 weeks’ maternity leave. For eligible officerswho have completed 12 months’ continuous service as defined by the ML Act, up to 12 weeks of that leave is paid. Officerswith an entitlement to paid leave under the ML Act are provided with an additional 6weeks of paid parental leave, to be taken with a period of paid maternityleave provided by the ML Act. (c)Officers who are eligible for paid maternity leave may elect to have the payment for that leave spread over a maximum of 36 weeks at a rate of half normal salary. Where payment is spread over a period longer than 18 weeks andup to 36 weeks, a maximum of 18 weeks of the leave period will count as service. 66.2Parental leave CSIRO Enterprise Agreement 2020 -2023 41(a)Officerswho adopt,foster(long term)or become the permanent legal guardian for a child, and who have a responsibility for the care of that child, are entitled to up to 52 weeks of parental leave. Where the officeris the primary caregiver to the child, up to 4weeks of that leave will be paid parental leave, commencing from the time of placement of the child, provided the officerhas completed 12 months’ continuous service. Continuous qualifying service is defined to be the same as those requirements which apply to eligibility for paid maternity leave under the ML Act. (b)Officers may elect to have the payment for parental leave spread over a maximum of 8 weeks at a rate no less than half normal salary. Where payment is spread over a period longer than 4 weeks, only 4 weeks of the leave period will count as service. (c)Officers are entitled to parental leavein accordance with this clause when thechildthey have responsibility for the care of: (i)is under 16 years of age; (ii)has not, or will not have, lived continuously with the officer for a period of 6 months or more as at the day (or expected day) of placement; and(iii)is not (otherwise than because of the adoption) a child of the officer or the officer’s spouse/partner. (d)Documentary evidence of approval for adoption or enduring parental responsibilities under formal fostering or guardianship arrangements must be submitted when applying for parental leave for adoption,long-termfoster carer or permanent guardianship purposes. 66.3Unpaid maternity and parental leave(a)On ending the initial period of up to 52 weeks of maternity or parental leave, officers may request an extension of unpaid parental leave for a further period of up to 52 weeks. The second period of unpaid leave is to commence immediately following the initial leave period. (b)Unpaid maternity or parental leave will not count as service for any purpose except for any unpaid leave taken during the first 18weeks. 66.4Public holidaysThis leave is inclusive of public holidays and will not be extended because a public holiday (or annual shut down) falls during a period of paid or unpaid maternity or parental leave. On ending maternity or parental leave, officershave the return to work guarantee and the right to request flexible working arrangements that are provided by the Fair Work Act 2009.66.5Specified term officersIn the case of term officers, a period of paid orunpaid maternity or parental leave may not extend beyond the date on which their term concludes. 66.6Partner leave(a)Officerswho are not otherwise entitled to paid maternity leave under the ML Act or paid parental leave under this Agreement,are entitled to 4weeks of paid partner leave on the birth, adoption, guardianship or long-termfoster care placement of a child or their partner’s child. CSIRO Enterprise Agreement 2020 -2023 42(b)Officers who have not completed 12 months service are entitled to a maximum of one week paid parental leave. Officers who complete 12 months service duringthe 52 week leave availability period are entitled to the balance of the leave that falls within the 52 week period. (c)This leave isavailableto be taken within 52weeks of the birth/placement of the child. (d)Documentary evidence must be submitted when applying for partner leave. (e)Paid partner leave will count as service for all purposes. Officersmay elect to have the payment for partnerleave spread over a maximum of 8weeks at a rate no less than half normal salary. Where payment is spread over a period longer than 4 weeks, only 4 weeks of the leave period will count as service. 66.7Unpaid maternity and parental leave-superannuation(a)CSS and PSSdb –where an officer is on unpaid maternity leave or parental leave and the officer elects prior to the relevant contribution day to contribute to superannuation during their absence, employer superannuation contributions will continue to be made. (b)PSSap –employer superannuation contributions will be paid for the period of absence on unpaid maternity or parental leave. 67.LEAVE WITHOUT PAY67.1Leave without pay may be granted to allow officersto be absent from work for a period of unpaid leave which is: •in the interests of CSIRO or the Commonwealth; or•for specific purposes; or•for personal reasons, including family reasons; and where taking other categories of leave is not appropriate or paid leave credits are not available. 67.2The maximum period of leave without pay which may be granted at any one time isthree years, although the period may be extended in some circumstances, at the discretion of CSIRO. 67.3In the case of specified term staff, leave may not be granted beyond the end of the approved employment period. 68.SICK AND CARER’SLEAVE68.1Sick Leave(a)An officer may use their available sick leave for the purposes ofpersonal illness or injury or unforeseenpersonal emergencies. (b)On appointment, CSIRO officers (except casual officers and former CSIRO officers with a break in service not exceeding 2 calendar months) will receive a credit of 2days (14.7 hours)paid sick leave. (c)In addition to any credit granted in accordance with clause68.1(b),CSIRO officers (except casual officers) accrue sick leave at the rate of 1.25 days (9.19 hours) per CSIRO Enterprise Agreement 2020 -2023 43month for standard hours of duty subject to a maximum of 15 days (110.25hours) per annum. Sick and carer’s leave accrues progressivelyand is credited on the first day of the month following the accrual. With the exception of clause 68.1(b), sick andcarer’s leave for part-time officers is accrued on a pro-rata basis. (d)Paid sick leave is cumulativebut will not be paid out to the officer on termination of employment. Paid sick leave counts as service for all purposes. (e)An officer who has received an annual credit of sick leave on 1 January or on appointment during the 12 months prior to the commencement date of this Agreement, will transition to a monthly accrual from 1 January 2018. (f)An officer will not be entitled to paid sick leave for any period during which they are entitled to, or are receiving workers’compensation payments. (g)An officer in receipt of workers’compensation for more than 45 weeks will accrue sick leave on the basis of hours actually worked. (h)Where paidsick leave credits are exhausted, sick leave without pay may be granted on provision of satisfactory medical evidence. Inany continuous sick leave absence period, any periods of sick leave without pay in excess ofan aggregate of26 weeks will not countas service for any purposeexcept long service leave in accordance with the Long Service Leave (Commonwealth Employees) Act 1976. (i)An officer will not be entitled to paid sick leave or carer’s leave while also entitled to paid maternity leave under the Maternity Leave (Commonwealth Employment) Act1973, as amended, or whilst absent on paid parental leave. (j)Sick leave cannot be taken at half-pay or converted to half-pay. (k)Prior government service, as defined in the Long Service Leave (Commonwealth Employees) Act 1976andLong Service Leave (Commonwealth Employees) Regulations2016, is recognised for the purpose of establishing a sick leave credit on commencement with CSIRO, provided that any breaks in such service do not exceedtwo calendar months. 68.2Carer’s Leave(a)Officers are entitled to use their available sick leave for the purposes of providing care or support to a member of the officer’s immediate family or household who requires care or support because ofa personal illness or injury of the memberor anunexpected emergency affecting the member. (b)An officer will not be entitled to paid carer’s leave while on maternity or parental leave. 68.3Unpaid carer’s leave(a)An officer (including a casual officer) is entitled to two days of unpaid leave on each occasion that the officer is required to provide care or support to a member of the officer’s immediate family or household. (b)Unpaid carer’s leave is only available where an officer has exhausted their entitlement to paid carer’s leave. There is no limit on the number of occasions for which the officer can take unpaid carer’s leave. (c)Unpaid carer’s leave will not count as service. 68.4Medical evidence(a)Sick leave or carer’s leave with pay shall be granted subject to available credits: CSIRO Enterprise Agreement 2020 -2023 44•on production of satisfactory medical evidence (or if not reasonably practicable, a statutory declaration); •without production of medical certificate, to the extent offive days for sick leave andfive days for carer’s leave in any calendar year. In both cases, no more thanthree consecutive days may be taken without a medical certificate. (b)Where practicable, an officer must give notice prior to the absence of the intention to take sick/carer’s leave or otherwise notify of such absence at the first opportunity on the day of absence. (c)Sick/carer’s leave will not be deducted in respect to a public holiday that the officer would otherwise have observed. (d)An officer who is medically unfit for duty or is required to provide careor support toa member of their family or household while on recreation leave,or long service leaveand who applies for sick/carer’s leave, shall be granted leave subject to satisfactory medical evidence being provided as soon as reasonably practicable. Recreation leave or long service leave will be re-credited to the extent of any sick/carer’s leave granted. 68.5Effect of leave without payAbsences on leave without pay, which do not count for service, do not accruesick leave. 68.6National Employment StandardsSick and carer’s leave must not be used for purposes other than what is provided by the National Employment Standards if it would be detrimental to an officer in any respect, when compared to the National Employment Standards under the Fair Work Act 2009.69.RECREATION LEAVE69.1A full-time officer is entitled tofour (4) weeks (147 hours) paid recreation leave per year. Recreation leave accrues progressively at the rate of 0.33 weeks (12.25 hours) per month. Part-time officers accrue recreation leave pro-rata based on their standard hours of duty. 69.2Recreation leave may not be taken in advance of accrual. 69.3Recreation leave will not accrue for any period of leave which does not count for service. 69.4The following categories of officers accrue additional recreation leave: (a)shiftworkers regularly rostered for Sunday and holiday duty forming part of the ordinary hours of attendance per week shall be allowedseven consecutive days leave (including non-working days) per yearin addition to the period of recreation leave prescribed in clause 69.1; (b)caretakers in residence are entitled to an additional one day (7.35 hours) of recreation leave for each public holiday for which they are required to remain on residence, subject to a maximum offive days (36.75 hours) leave per year; (c)officers in remote localities (see clause 30);and(d)officers entitled to secureleave which is credited as recreation leave (see clause 31). CSIRO Enterprise Agreement 2020 -2023 4569.5Where employment ceases, the officer will be paid the value of any unused recreation leave.Payment will be at therate that would have been paid had the officer taken the entitlement as a period of leave and includesthe following allowances where applicable: (a)ERA, if it was received for a continuous period of at least 12months preceding the date of cessation; (b)Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding cessation. In this case the average fortnightly payment during that period will be included;and(c)FirstAid Allowance, Superior Performance Rating (Premium Step) and ACDPSite Allowance. 69.6Recreation leave is cumulative. 69.7Leave to be taken(a)Recreation leave is available to ensure that regular breaks are taken from the workplace for rest and relaxation. (b)It is important for health and wellbeing that leave is taken within a reasonable period of its accrual and that planning for leave is incorporated into workload management. (c)To facilitate an officer taking leave CSIRO shall grant the application where an officer has a recreation leave credit equal to or exceeding a credit representing two calendar years of service and applies with at least one months’ noticefor leave to reduce the excess credit by a period of up to one quarter of the total leave credit. (d)Where an officer has on either 1 January or 1 July a recreation leave credit of 45 days(330.75 hours)or more or 50 days (367.5 hours)or more in the case of shift workers, CSIRO will direct the officer to take a specified number of days/periodofrecreation leave within athree month period. The period specified will be a period equivalent to 10/45 (rounded to the nearest whole day) of the recreation leave credit at the notice date. (e)If the officer fails to take the required period of leave (days) specified in the direction by 1 April (where directed on 1 January) or 1 October (where directed on 1 July) salary will not be paid for the recreation leave period, instead the officer will be provided with paid recreation leave during the period. Officers are not to attend work during periods of recreation leave. (f)An officer who is already on approved leave shall not be directed to take recreation leave until they have completed the period of approved leave. In these circumstances the officer must comply with the direction within a period ofthree months. 69.8Cashing out leave (a)An officer may apply to “cash out” a period of recreation leave. To access this provision: •a balance of at least 20 days (147 hours) (or the equivalent number of days for part-time officers) must be retained; •an application to cash out leave must be made during the period 1stto 31stMarch of each year; •5 days (36.75 hours) only (or the equivalent number of days for part-time officers) can be “cashed out”; CSIRO Enterprise Agreement 2020 -2023 46•a block ofrecreation leave of at least 10 days(73.5 hours) (or equivalent number of days for part-time officers)duration must have been taken in the preceding 12 months prior to the date of application; and•each application requires agreement in writing between CSIRO and theofficer. (b)Theofficerwill be paid the full amount that would have been paid had the officertaken the entitlement as a period of leave. PART G.BALANCING WORK AND PERSONAL LIFE70.PART-TIME/JOB SHAREARRANGEMENTS70.1Definition–A part-time officer is a member of staff who: •works less than ordinary hours of duty (36 3/4 hours) per week; •has specified hours of work; and •subject to legislative requirements, receives on a pro-rata basis, equivalent pay and conditions to those of full-time officers of equivalent classification. 70.2Agreement in writing -Prior to commencing part-time work, CSIRO and the officer shall agree in writing on a regular pattern of work, specifying the hours to be worked each day, which days of the week the officer will work, the actual starting and finishing times each day, and whether the part-time work is for a specified period. No pressure will be exerted on full-time officers to convert to part-time work or to transfer to another position to make way for part-time work. 70.3Variation –Any part-time work arrangement may be varied by agreement.Such variationshallbe recorded in writing. 70.4Rate for ordinary and additional hours worked–A part-time officer shall be paid for ordinary hours worked at the rate prescribed for the officer’s classification. Additional hours may be worked in accordance with clause 23.70.5Consideration of officer initiatedproposals(a)Officer initiated proposals for part-time work will be considered promptly and with due consideration for thereasons put forward by the officer in support of the proposal. Such consideration will be subject to operational requirements. (b)However, if after maternity or parental leave anofficer proposes to return to work on a part-time basis, theirproposal willbe approved unless there are strong reasons for not doing so. Having an operational need for a full-time person is not, of itself, an acceptable reason for denying an application for part-time work. (c)Where management receives a part-time or job share proposal in writing from an officer, such a request can only be refused on reasonable business grounds and the reasons for the refusal will be provided in writing to the officer concerned. 70.6Reversion –Where a full-time officer has entered into a part-time work arrangement, the following provisions will apply: (a)Where the arrangement is for a specified period, the officer will revert to full-time employment at the expiry of the specified period in the absence of an agreement for the arrangement to continue or be otherwise varied. CSIRO Enterprise Agreement 2020 -2023 47(b)Where the arrangement is not for a specified period, and the officer wishes to revert to full-time employment, the officer will notify CSIRO.CSIRO willrevert the officer to full-time status as soon as practicable. 71.RETURN FROM LENGTHY ABSENCESIn order to support officers returning to CSIRO after absences of one year or more, the individual and their Line Manager will jointly develop an agreed return to work program designed to reintegrate the officer into the work environment. The content of the program will vary depending on factors such as: •The length of and reason for the absence; •The extent and nature of changes impacting on the workplace during the absence; and•Changes in the officer’s field of expertise. 72.CHILDCARECSIRO has established on-site childcare facilities at several sites as a key strategy toattract and retain staff. In consultation with the parties to this Agreement, CSIRO will: •conduct a staff demographic analysis and staff survey each time there are significant additions to current facilities, and for new building projects, at all CSIRO workplaces; and•assess the feasibility of the provision of additional childcare facilities at CSIRO workplaces; and•raise awareness of CSIRO procedures and guidelines. 73.FACILITIES FOR NURSING PARENTS73.1CSIRO recognises that some officers may need to express breast milk during working hours. This requires: •A lockable area that is clean, hygienic and private; •Comfortable seating; •Access to facilities for washing hands and equipment; and•Adequate refrigeration space for storage of expressed milk. 73.2It is expected that these requirements will be incorporated into existing facilities such as First Aid rooms and will be taken account of in new building design. 74.WORKING AWAY FROM BASE74.1CSIRO officers may work from home or off-site on an intermittent basis or for one-off short periods. These working patterns have developed over many years to suit CSIRO's research and management environment. The principles below are not meant to disrupt or supplant these current ad hoc arrangements but will apply where more formal or longer term arrangements are proposed. 74.2Key Principles: CSIRO Enterprise Agreement 2020 -2023 48(a)Any such arrangement has to be agreed between CSIRO and the applicant before it can proceed. (b)Access to home based work is not an entitlement and requires approval by the Delegate. (c)Appropriate supervisory, HSE and security measures need to be in place to ensure both CSIRO’s and the officer’s needs are met. 75.FLEXIBLE WORKING HOURS –FLEXTIME75.1IntroductionThese flextime arrangements apply only to those officers in CSOF Level 1 to CSOF Level 4 who are required to formally record attendance. Other officers may access informal flexible attendance arrangements with the agreement of their Line Manager. 75.2Flexible Working Hours (Flextime Scheme) (a)Flextime is a commonly used term to describe the flexible attendance arrangements which apply in CSIRO. The flextime scheme enables officers to work efficiently while at the same time recognising that officers have to accommodate both work and private commitments on a daily basis. This is achieved by allowing time off to be granted where this is consistent with work demands. (b)Additional benefits include reduced administrative costs resulting from: •fewer formal leave applications for short absences; and•fewer pay variations for short absences (c)Flextime is a standard practice in CSIRO but is always subject to operational requirements. While some officers will have less scope to take advantage of the scheme, planning and good communication should allow flexible arrangements to apply in most situations. (d)Line Managers have the discretion to deny flexible attendance arrangements where this would compromise the maintenance of satisfactory work levels, communication or services. Line Managers must ensure that officers do not attend outside standard hours in workload troughs merely to build up flex credits. (e)Flextime does not apply to shift workers and casual officers. 75.3Recording Attendance Officers at CSOF Level 5 and above are exempt from formally recording attendance. Officers below CSOF Level 5 must keep formal daily attendance records unless they are offered exemption from this requirement by the Delegate. They must formally accept or reject that offer. 75.4Definitionsfor the purpose of this clause: •“Standard hours” Fixed period, within the bandwidth, of seven hours 21 minutes plus at least 30 minutes for lunch. •“Core time” Fixed period of not more than four hours within the bandwidth during which attendance is mandatory unless leave or flex leave is approved. Core time can comprise one or two time blocks. CSIRO Enterprise Agreement 2020 -2023 49•“Lunch period” A period of not less than 30 minutes nor more than two hours which must commence no later than five hours after the start of the bandwidth. •“Flexible periods” Time period outside core time but within the bandwidth during which individual officers have the scope to vary their attendance pattern, subject to work requirements. •“Flextime” An approved absence which: •is deducted from Flex Credits; •may include core time; and •may create a flex debit provided that this debit is not more than 10 hours at the completion of the pay fortnight. 75.5Hours of Duty Full-time officers must average 73 hours and 30 minutes of duty each pay fortnight. Part-time officers must average the hours of duty stipulated in their letter of appointment. Officers must: •be present during core time unless given approval to be absent; and•take a lunch break during the lunch period. 75.6Credit/Debit Accumulation, Carryover and Settlement (a)Flex credit is the time worked in excess of seven hours 21 minutes within the bandwidth. A maximum of 10 hours flex credit may be accumulated in each pay fortnight unless otherwise approved by the delegate following a recommendation by the line manager. A maximumof 60 hours flex credit may be accrued. (b)Flex debit is the time worked short of seven hours 21 minutes within the bandwidth. The maximum allowable flex debit at the completion of any pay fortnight is 10 hours. 75.7Discharging Credit Accrual (a)If an officer applies to access their availableflexcredit and is refused, CSIRO will have three months to provide the opportunity for the creditto be taken. During this time the onus is on CSIRO to allow the leave to be taken. (b)If at the end of the three month period, management has not allowed the leave to be taken, and the flex credit has not been discharged, the officer shall, upon application, be paid at single time for the period of leave. Alternatively,they may elect to retain the flex credit. (c)CSIRO and the officer may elect by mutual agreement to have some or all of the accrued flex credit paid out at single time before the expiry of three months. 75.8Discharging Debit Accrual (a)Debits in excess of 10 hours at the end of each pay fortnight must be covered by submission of a leave application. (b)If an officer has a debit accrual on ceasing employment an equivalent deduction will be made from any payments duein accordance with the requirements of the Fair Work Act 2009.75.9Overtime CSIRO Enterprise Agreement 2020 -2023 50(a)A full-time officer who formally records attendance and who is directed to work outside standard hours can elect either to be paid in accordance with clause 23or accrue flex credit for the additional hours worked. Flex credit does not accrue for hours paid as overtime. (b)An officer working part-time may be required to perform additional duty. Payment for additional hours shall be made in accordance with clause 23.75.10Travel Business related travel within the bandwidth is regarded as "time on duty" for the purposes of credit accrual. 75.11Flextime in Conjunction with Other Leave Flex leave may be taken in conjunction with other forms of leave provided that the total authorised leave on any day does not exceed seven hours 21 minutes. 76.AVERAGING PAY OVER A REDUCED WORKING YEAR76.1In addition to flexible work provisions such as permanent part-time work, leave without pay (LWOP) or study leave etc, this scheme adds flexibility in the taking of approved periods of LWOP. Where an officer and CSIRO agree, the officer may elect to work a reduced working year of between 40 and 48 weeks. Officers may access the scheme for study, travel or other personal reasons. For example, those officers with school age dependents may wish to combine these non-work periods with conventional recreation leave so as to be at home during all or most of the school holiday periods. 76.2Key Principles(a)Officers participating in this scheme will have their income averaged to take into account periods of LWOP of between four and 12 weeks in any 12 month period. (b)Arrangements approved under these Guidelines need to be initiated by officers and approved by CSIRO. Access to this form of LWOP is not an entitlement andrequires approval by the Delegate. (c)The 12-month period is not restricted to either calendar or financial yearsand once the 12-month period starts an officer may elect to cancel or vary the arrangement only with the approval of CSIRO(d)Normally it is expected that this form of leave will be taken in blocks of five working days, but periods of less than five days, may be granted with the approval of the Delegate. This may be taken in conjunction with other forms of leave. 76.3On resignation, transfer and/or at the end of the 12 month period, a reconciliation shall be conducted of the leave taken and salary paid. 77.PHASED RETIREMENT OF MATURE AGED STAFF77.1CSIRO recognises the skills, expertise and knowledge held by more mature officers, and the contribution that they can make to the Organisation including as mentors and developers of other officers. CSIRO offers a range of flexible working arrangements to assist mature aged officersphasing to retirement. 77.2Information on the flexible working arrangements in this Agreement and other policy options, including but not limited to post retirement and voluntary fellowships, will be made available to staff on the CSIRO intranet. CSIRO Enterprise Agreement 2020 -2023 5177.3Where an officer confirms in writing that they intend retiring within the next two years, CSIRO will work with that officer to develop an individual and specific program for phasing to retirement. Elements of this program may include: •changed mode of employment including reduced working hours; •access to accrued leave; •access to other flexible working arrangements; •a mentoring role; •a role in training and development of other officers; •time and resources to capture their knowledge in appropriate knowledge management systems; •reasonable time to bring existing work to be publication ready (or equivalent), if applicable; and•other activities as agreed by both parties (e.g. educational activities, science communication, contribution to internal and external fora). 77.4Where an officer has indicated a firm date of retirement, management should not unreasonably refuse an application to access flexible working arrangements in the period of two years prior to their date of retirement. Where management receives a proposal in writing from an officer, any rejection by management must be justified in writing to the officer concerned. 77.5Changes to working arrangements in preparation for retirement may impact on superannuation entitlements. Officers who are considering these changes are encouraged to seek financial advice, at their own expense. PART H.MOBILITY OF STAFF78.PERMANENTRELOCATION78.1Inter-City (relocation from one city or regional area to another) (a)Early and informal discussion will occur with officers and their representatives excluding union officials when relocation is being considered between cities and/or regional locations. (b)Once compulsory relocation has been approved by CSIRO, the officers concerned will be given reasonable formal written notice of transfer. The notice period, as specified in the formal written notice of transfer, recognises that officers require adequate time to assess the impact of a transfer on their careers and on their families and to undertake measures of their own to minimise the disruption. Officers may waive, or agree to reduce, the notice period. (c)To enable CSIRO to develop relocation plans, officers should provide where possible, early informal advice of their intention to relocate after receiving formal notice. However, formal advice of their intentions must be provided not less than eight months prior to the proposed date of transfer, unless otherwise mutually agreed. (d)Officers who are compulsorily transferred from one city or regional area to another, may incur costs and inconvenience as a result of the relocation. In these circumstances standard CSIRO relocation provisions apply, including: CSIRO Enterprise Agreement 2020 -2023 52•Familiarisation, pre-transfer and post transfer visits; •Temporary accommodationand meal costs; •Reimbursement of transport and removal costs; •Incidental relocation expenses; •Access to miscellaneous leave; •Reimbursement of costs relating to the sale and purchase of houses; •Education Costs; •Fares and travelling expenses; •Other costs specific to any individual officers particular situation; and•Advances to cover other reimbursable expenses. (e)Where necessary, specific arrangements will be determined consultatively by the Business Unit, officers and their representatives for each relocation, taking into account the circumstances of the move and likely expenses to the impacted officers. This specific relocation package will apply to all officers impacted, for the duration of that relocation exercise and this will be detailed in the package. 78.2Intra-City (relocation within a city) (a)Early and informal discussion will occur with officers and their representatives excluding union officials when relocation is being considered within cities. (b)Once compulsory relocation has been approved by CSIRO the officers concerned will be given reasonable formal written notice of transfer. The notice period, as specified in the formal written notice of transfer, recognises that officers require adequate time to assess the impact of a transfer on their careers and on their families and to undertake measures of their own to minimise the disruption. Officers may waive, or agree to reduce, the notice period. (c)Officers who are compulsorily transferred from one location to another within the same city may incur costs and inconvenience as a result of the relocation. Where necessary, special arrangements will be determined consultatively by the Business Unit, officers and their representatives for each relocation, taking into account the circumstances of the move and likely expense to the impacted officers. Items of assistance may include but not be limited to: •Excess travelling time and fares; •Motor vehicle allowance; and/or•Other costs specific to any individual officer’s particular situation. (d)This level of assistance will apply to all eligible officers impacted for the duration specified in the special arrangements and will be detailed in the information provided. 79.ACCOMMODATION CHANGESCSIRO will provide officers with accommodation suitable for their work role and function. CSIRO Enterprise Agreement 2020 -2023 53PART I.DISPUTE PROCEDURES80.REVIEW OF DECISIONS TO TERMINATE EMPLOYMENT80.1An officer will have the right to bring an action under the Fair Work Act 2009in respect of termination of employment. This will be the sole right of review in respect of such actions. 80.2In particular, termination of, or a decision to terminate employment, cannot be reviewed under dispute avoidance and settlement procedures addressed in clause 81of this Agreement. 80.3Nothing in this Agreement prevents CSIRO from terminating an officer without notice for serious misconduct in accordance with the Fair Work Act 2009.81.RESOLUTION OF DISPUTES81.1If a dispute relatesto: (a)a matter arising under the Agreement; or (b)the National Employment Standards; this term sets out procedures to settle the dispute. 81.2Anofficerwhois a party to the dispute may appoint arepresentativefor the purposes of the procedures in this term. 81.3In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the officer or officersand relevant supervisors and/or management. 81.4If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 81.5TheFair Work Commissionmay deal with the dispute intwo stages: (a)TheFair Work Commissionwill first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b)if theFair Work Commissionis unable to resolve the dispute at the first stage, the Fair Work Commissionmay then: (i)arbitrate the dispute; and (ii)make a determination that is binding on the parties. Note:IftheFair Work Commissionarbitrates the dispute, it may also use the powers that are available to it under the Act. A decision that theFair Work Commissionmakes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 81.6While the parties are trying to resolve the dispute using the procedures in this term: (a)an officer must continue to perform theirwork as theywould normally unless they havea reasonable concern about an imminent risk to theirhealth or safety; and CSIRO Enterprise Agreement 2020 -2023 54(b)an officer must comply with a direction given by CSIRO to perform other available work at the same workplace, or at another workplace, unless: (i)the work is not safe; or (ii)applicable occupational health and safety legislation would not permit the work to be performed; or (iii)the work is not appropriate for the officer to perform; or (iv)there are other reasonable grounds for the officer to refuse to comply with the direction. 81.7The parties to the dispute agree to be bound by a decision made bytheFair Work Commissionin accordance with this term. 82.WORKPLACE ISSUES RESOLUTION PROCEDURE82.1CSIRO expects that most Workplace Issues will be resolved in normal day-to-day interactions at the local workplace level, however situations may arise where informal resolution fails or is not appropriate. The Workplace Issues Resolution Procedure provides a framework for the fair, equitable, transparent and timely resolution of issues resulting from the effect of decisions, actions or conduct connected to employment in CSIRO. 82.2The procedure consists of the following process steps: •Step 1 –Workplace Issue notified/reported to a Manager. •Step 2 –Workplace Issue evaluated and categorised as a Conduct Issue or Non- conduct Issue. •Step 3 –Workplace Issue dealt with either informally and/or formally as appropriate to the type of Workplace Issue including a potential investigation. •Step 4 –Communication of the outcome advised to the relevant persons and if required, action taken. •Step 5 –Review of the outcome, if sought and applicable, undertaken by the Chief Executive Review Panel and the subsequent decision of the Chief Executive being final and the matter closed. CSIRO Enterprise Agreement 2020 -2023 55PART J.SCHEDULES TO AGREEMENTSCHEDULE 1-MANAGEMENT OF UNDERPERFORMANCEWhere underperformance of an officer is identified, the officer will be given the opportunity to improve their performance with the desired outcome being that the officer achieves the specified standard of performance within a designated time frame. (a)The Management of Underperformance procedure is intended to be applied when communication, counselling and training (where a deficit in the necessary skills or experience has been identified) have failed to bring about an acceptable standard of performance. (b)The procedure is distinct from and shall not be used where misconduct(Workplace Issues Resolution Procedure-Conduct Issue)or invalidity procedures are more appropriate. (c)The procedure can be commenced at any time during the Annual Performance Agreement cycle. There is no requirement to wait for the completion of one or more Annual Performance Agreement cycles. (d)Any notes or records of counselling and training (formal, informal or on-the-job) which are placed on the officer’s file, must be sighted by the officer and the officer must be given the opportunity to record comments. (e)Human Resource staff provide an important advisory and support role for supervisor/Line Managers during this procedure. Officers may also seek procedural advice from Human Resource Managers at any time during the Management of Underperformance procedure. Officers may also enlist the assistance of a colleague officer or representative (excluding union officials) at any point in the procedure. (f)Prior to commencing the Management of Underperformance procedure, the supervisor/Line Manager will inform the next level Manager of the proposed action. The next level Manager will satisfy themselves that the expectations of work level/load of the officer concerned are reasonable and that the problem is not primarily one of personality based conflict requiring consideration of other remedies (e.g. mediation, counselling etc). (g)The Management of Underperformance procedureconsists of the following steps: Step 1Written notification of the commencement of the procedure and establishment of the assessment period which will default to a threemonth assessment period if the Line Manager and officer do not agree on a time frame. The notification to the officer will also include: (i)the expected standard of performance; (ii)the ways in which the officer is not meeting the expected standard of performance and guidance to assist the officer to achieve the expected standard of performance; and(iii)a warning that failure to meet the expected standard of performance by the conclusion of the assessment period may lead to termination. CSIRO Enterprise Agreement 2020 -2023 56Step 2Appointment of the independent assessor to conduct the assessment of the officer’s performance. Where the Senior Manager considers that fairness and objectivity of the assessor cannot be assured, the Senior Manager may appoint an alternative independent assessor. Step 3Preparation of a report by the independent assessor and consideration of the report by the Senior Manager. The officer will be provided with a copy of the report (of the independent assessor) and invited to comment in writing to the Senior Manager. If the Senior Manager considers that the officer has achieved the specified standard of performance, the procedurewill be concluded. Step 4If the officer has not achieved the specified standard of performance, the Senior Manager will make a decision on a proposed action(s) which will be provided in writing to the officer and the officer given the opportunity to respond. Step 5If the Senior Manager decides to terminate the officer’s employment, the officer will have the right to bring an action against their termination of employment under clause 80of this Agreement. The notice period to be provided will be in accordance with the Fair Work Act 2009. CSIRO may elect that the officer does not work through the notice period but will pay the officer the balance of the notice period in lieu. Step 6Where the decision of the Senior Manager is to implement an action other than termination of employment, the officer has the right to request an independent review of the decision by the Chief Executive if the officer believes that the proposed action is unreasonable or there was a procedural flaw in the application of the Management of Underperformance procedure. Where a review is to be undertaken, the proposed action of the Senior Manager will besuspended pending the outcome of the review by the Chief Executive. CSIRO Enterprise Agreement 2020 -2023 57SCHEDULE 2–SPECIFIED TERM EMPLOYMENTThis Schedule applies to officers appointed on a specified term. 1.Criteria for term appointment(a)The parties agree that CSIROwill benefit from the stability afforded by effective and long term planning of skill needs. To this end, the parties accept that indefinite appointment is the standard form of employment for CSIRO officers, whilst it is acknowledged that specified termemployment may be used in appropriate circumstances.Specified term employment means employment for a specified period of time and includes an appointment covering work that is clearly of a limited term nature. 2.Restrictions on Term Employment(a)Theduration of a term appointment will vary depending on the circumstances in each case, however, subject to paragraph 3 of this Schedule, no single period of term appointment shall exceed five years. (b)Government sponsored employment and training schemes may require negotiation of variations to Awards and/or Agreements to facilitate appointment as a “designated trainee”. 3.CSIRO Early Research Career (CERC) Postdoctoral Fellows–special conditionsCSIRO assists in the development of the next generation of leaders of the innovation systemandCERC Postdoctoral Fellowships are the primary mechanism by which CSIRO delivers this assistance. CSIRO’s purpose in offering CERC Postdoctoral Fellowships is toprovide: •A differentiated career development program to delivercapability excellence and breadth across all facets of the national innovation system; •Research training via strategic research and development projects with a clear focus that will deliver real impact through science and technology excellence; •An innovative culture supporting the development and demonstration of original thinking and expertise leading to peer recognition;and•Opportunities to develop skills and experience in collaborative research teams to effectively work within national and global multi/transdisciplinary and multi-stakeholder environments. ACERC Postdoctoral Fellowship is intended, first and foremost, to enhance the person’s research capability so that they are better able to pursue a career in science either within CSIRO or beyond. The following special conditions apply to appointments of CERC Postdoctoral Fellows: (a)The duration of a CERCPostdoctoral Fellowshipisthree years full-time or equivalentbutmay be a minimum of two years in special circumstances,allowing for breaks or part-time pro-rata considerations. Consecutive appointment as a CERC Postdoctoral Fellow may be offeredonly where the Fellowshipis within a different discipline area to their first CERC Postdoctoral Fellowship. The consecutive appointment must provide a different learning, development and training opportunity than the first Fellowship. On completion of the Fellowship/s, the officer’s total relevant work experience since confirmation of their doctorate must not exceed six full-time equivalent years. CSIRO Enterprise Agreement 2020 -2023 58(b)(i)Astructured learning development and training plan must be developedby the supervisorin consultation with the CERC Postdoctoral Fellowwithin three months after commencement. The plan will be designed to facilitate the development of the Fellow's capabilities to those expected of an independent researcher and opportunity will be provided for the Fellow to apply those capabilities in their work, as they develop. (ii)Thelearning development and training plan will include defined opportunities for formal involvement in research planning, conference attendance, publication and review of scientific papers and fully funded training courses for skills development, unless otherwise agreed between CSIRO and the Fellow. (c)Except as provided in clause 18.4,a person appointed as a CERC Postdoctoral Fellow is classified at a minimum of CSOF Level 4.2. Higher pay points within CSOF 4 may be used where the CERC Postdoctoral Fellow has had prior relevant postdoctoral research experience. (d)CERC Postdoctoral Fellowshaveaccess to rewards including performance and development steps, performance cash rewards and accelerated advancement during their Fellowshipand promotion. 4.RecordsCSIRO will maintain a record of all term appointments and reappointments.This information will be provided to the appointee on request. 5.Equitable Treatment of Staff(a)The parties recognise that patterns of employment in CSIRO have changed significantly in recent years. Consistent with the commitment to treat all officers equitably, whether term or indefinite, it is agreed that officers employed for a specified term will be: •informed of their rights and options in respect to applicable superannuation schemes on commencement or when their employment situation changes; •required to participate in the APA process, when employed for periods exceeding three months; •eligible for performance rewards on the same basis as an indefinite officer including entitlement to Performance and Development Step progression where breaks between appointments do not exceed three months in an APA cycle; •exempt from a further probation period provided that: (i)the break since their last period of service is not greater than six months; (ii)prior service has been satisfactory; (iii)the appointee is medically fit to perform the requirements of the position; and(iv)the new duties are comparable with the duties undertaken in the previous position. •eligible for applicable relocation conditions (temporary or permanentrelocation as appropriate) provided that: (i)their position is required at the new location; CSIRO Enterprise Agreement 2020 -2023 59(ii)they are employed at the date of written notice of transfer to a new location; and(iii)their term extends beyond the transfer date. 6.Separation Payment (a)In order to encourage term officers to remain until the end of their term, and in recognition that they may forgo other employment opportunities in doing so, such officers will be entitled to the following: On separation from CSIRO following completion of a period of fixed term employment, term officers who are not offered further employment, will receive a payment for completed months of service equivalent to one week’s salary for each six months of service. Service will include contiguous periods of fixed term employment preceding the concluding term. An officer shall not have an entitlement to the separation payment if theydecline an offer by CSIRO of further employment: •in the same city; •at the same or higher classification and salary level; and•the period of employment offered is of at least six months duration and the offer is made at least one month prior to the term end. For the purposes of this paragraph: •service shall date from 17 June 1998; •the minimum specified term period for payment is one calendar month (e.g. from 9 April to 8 May); •payment is calculated at the termination salary and includes the following allowances; (i)Enhanced ResponsibilitiesAllowance, if it was received for a continuous period of at least 12months preceding the date of cessation; (ii)Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding cessation. In this case the average fortnightly payment during that period will be included for the purpose of calculating the separation payment; and(iii)First Aid Allowance, Superior Performance Rating (Premium Step) and ACDPSite Allowance. •where there is a change in hours of work during the period of the term (for example, a movement to part-time hours), payment will be based on average hours worked over the full period of the term; •an officer shall not receive payment more than once for a specific period of service; •all periods of leave without pay do not count as service for purposes of payment under this clause; and CSIRO Enterprise Agreement 2020 -2023 60•an officer who secures indefinite CSIRO employment during or at the conclusion of a period of fixed term employment, shall have no entitlement to this separation payment in respect of previous periods of term employment. (b)An officer who resigns prior to the term end date is entitled to the separation payment only in the following circumstances: •The officer does not receive an offer of further CSIRO employment as described in(a); •The officer provides the required two weeks’notice of resignation; and •The date of effect of the resignation is within two weeks of the term end date. 7.Early termination by CSIROWhere CSIRO terminates employment (except if the termination is due to inefficiency or misconduct) prior to the completion of the specified term period,the officer shall: •be given two weeks’notice of the early termination, subject to the minimum notice period required under the Fair Work Act 2009; •be given access to redeploymentby being placedon CSIRO’s central redeployment register as a specified term officer and being considered for opportunitiesthat arise for which they have suitable skills;and•be entitled to a separation payment as per paragraph 6 of this Schedulefor completed months ofservice and the period of service that would have otherwise been completed if the employment continued to the end of the specified term period. 8.Eligibility for Indefinite Appointment(a)Except as provided in (b) of this clause, or paragraph 9 of this Schedule, term officers may be considered for indefinite appointment in the following circumstances: (i)They are candidates for externally advertised positions; or(ii)They were originally recruited through a competitive selection process and•are candidates for internally advertised positions; or•in the opinion of the Organisation it is desirable to offer indefinite employment without a position being advertised (such offers are at the discretion of the Delegate). (b)Trainees, who were recruited through external advertisement, are eligible to apply for internally advertised positions after the first six months of their term. 9.Review of Tenure StatusFor the purposes of this clause, periods of service will be aggregated provided no break between those periods exceeds six months. (a)(i)Where a term officer is being considered for a subsequent term appointment which will extend total employment beyond four years, an assessment overseen by the Delegate will be completed in the last three months of their current term, todetermine whether further employment is appropriate and whether such employment will be offered on a term or indefinite basis. CSIRO Enterprise Agreement 2020 -2023 61(ii)The officer shall be notified in writing of the result of the assessment and the reasons for the decisions at least one month prior to the term end. However, the decision is not subject to review under clause 81of this Agreement, or any other CSIRO review mechanisms. (b)(i)Where a term officer has had more than seven years of service, and further employment is being considered, an assessment process shall be completed, in the last three months of their current termto determine whether further employment isappropriate and whether such employment will be offered on a term or indefinite basis. (ii)The officer shall be notified in writing at least one month prior to the term end of the result of the assessment and the reasons for the decisions shall be provided in writing if requested. If the officer is not satisfied with the reasons for the decision the officer may seek a review under clause 81of this Agreement. (iii)For the purposes of this assessment, where an officer would be offered indefinite appointment but does not satisfy the requirements of paragraph 8(a) (i.e. was not originally recruited through a competitive selection process and is not a candidate for an externally advertised position), those requirements may be waived if theBusiness Unit considers that there would be no advantage in conducting a competitive selection process. 10.Term Officer Redeployment(other than Early termination by CSIRO) (a)In addition to any Business Unit’s processes,an officer shall have access to CSIRO’s redeployment process by being placedon CSIRO’s central redeployment register as a specified term officer and being considered for opportunities that arise for which they have suitable skillsprovided that they: •were appointed following a competitive recruitment process; and•have at least four years aggregate employment, provided that no breaks between periods of service exceeds six months. (b)Consideration of any outplacement benefit will be at CSIRO’s discretion. CSIRO Enterprise Agreement 2020 -2023 62SCHEDULE 3–REDEPLOYMENT AND RETRENCHMENT1.Application (a)These provisions do not apply to: (i)an officer appointed on probation whose appointment has not been confirmed; or(ii)an officer appointed for a specified period including casual appointment. Officers on a specified term employment have access to redeployment and other provisions in accordance with Schedule 2.2.Potentially Redundant Officers(a)An officer is potentially redundant if: (i)the officer is included in a group of officers, which group comprises a greater number of officers than is necessary for the efficient and economic working of CSIRO; (ii)the services of the officer cannot be effectively used because of technological, structural or other changes in the work methods of CSIROor changes in the nature, extent or organisation of the functions of CSIRO; or(iii)the duties usually performed by the officer are to be performed in a different city and the officer is not willing to perform duties at that city. 3.Consultation(a)Where, due to organisational change or restructuring, ten or more officers are likely to become potentially redundant, the following information shall be made available and discussed with those officers and subsequently provided, in writing, to the relevant unions: •details ofthe circumstances causing the potential redundancy situation; •theimpactof the proposed change upon science, research capabilities and/or support for these areas; •theanticipatednumber of officers affected and their level, functional area and location; and•the method of identifying potentially redundant officers. Where the provision of this informationwill allow an individual officer to be identified, all but the identifying information will be made available. (b)Consultationin accordance with clause 53will then occur so that options and measures to reduce the need for, and mitigate the impacts of,redundancies can be fully explored. (c)Officers will be notified that they can request the involvement and assistance of a representative. Where requested, the representative can participate in discussions concerning that officer. CSIRO Enterprise Agreement 2020 -2023 634.Voluntary Redundancy Substitution(a)An officer who is potentiallyredundant may exchange positions with another officer who would not contest redundancy. This is referred to as Voluntary Redundancy Substitution. Voluntary Redundancy Substitution is entirely at CSIRO's discretion and will only be approved where CSIRO determines that the skills of both individuals are a close match and that there will be no adverse impact on ongoing work requirements. Discussions will occur with each individual officer before final approval by CSIRO. (b)Substitution will only proceed where no suitable redeployment opportunities are identified. (c)Where substitution is approved the Senior Manager will provide the officer with the following information and formal advice. Where paragraph 3(a) applies, unless a shorter period is agreed between CSIRO and the officer, the formal advice will be provided no earlier than four weeks from the date on which the information at sub- paragraph 3 (a) has been provided to the officer: •a written estimate of the financial termination benefits which applyfor each of the redundancy options (including income maintenance); •formal advice in writing detailing that: I.the officer can agree to a termination date that is within 10 working days of receipt of this formal advice; II.the officer will be paid the equivalent of 8weeks pay in lieu of notice in addition to the lump sum or income maintenance benefit, (where applicable); andIII.the officer must provide written advice as to their preferred benefit as soon as practicable, prior to the termination date. (d)Where an officer has requested the involvement of a representative, the representative will be provided with the information in respect of the officer concerned. (e)Where substitution is approved, clauses 5 to 8 and 11of this Schedule do not apply to theofficer. (f)CSIRO will, on an annual basis, make all officers aware of the option of being listed on a Voluntary Redundancy Substitution register which will be maintained by CSIRO Human Resources. CSIRO will not refuse an officer’s election to be placedon the register. Additionally, when Business Units are undertaking organisational change or restructuring,they will advise all officers at that time of the opportunity for voluntary redundancy substitution. 5.Identification of individual officers from an impacted group of officers(a)After voluntary redundancy substitution has been considered, in any situation where the number of roles available is fewer than the current number of officers occupying those roles, the following process will be adopted. (b)The responsible Line Manager will use available knowledge and information to undertake an assessment of each officer against the organisational requirements forthe role/s developed in line with the applicable work classification standards. The principles of procedural fairness will be applied. The officer will have the opportunity CSIRO Enterprise Agreement 2020 -2023 64to provide information if they so choose, however they will not be required to make a formal application for their existing role. (c)The final decision will be made by the responsible Line Manager and affected officers will be advised. Where it is determined that there is no ongoing organisational requirement for the officer’s skills, the officer will be advised that they are potentially redundant and will be provided with information in accordance with sub-paragraph 6(a). 6.Advice and information to individual impacted officer(a)Where an individual officer is likely to become redundant the Senior Manager will, at the earliest practicable time, advise the officer of the situation and at the same time will provide the officer with the following information: •details of the circumstanceswhich have given rise to the potential redundancy; •why the individualofficer’s position has been identified as potentially redundant; •potential redeployment, including retraining prospects, within the Business Unit and more broadly, within CSIRO; •other options availablewhich may prevent the redundancy; •a written estimate of the financial termination benefits which apply for each of the redundancy options (including income maintenance) in the event that redundancy is confirmed; and•comprehensive informationconcerning redeployment and redundancy procedures and the assistance that CSIRO Human Resources will provide. (b)Where an officerhas requested the involvement of a representative, they will be provided with the information in respect of the officer concerned. 7.Redeployment (a)CSIRO will carry out an organisation-wide survey, of existing and foreseeable vacancies which are at, or one level below, the officer’s substantive CSOF level and in the same functional area. The minimum period over which this survey will be conducted will be 2 months or a shorter period may be agreed between CSIRO and the officer. (b)A position will be considered to be a suitable opportunity if that officer meets all the essential selection criteria for the position either immediately, or could reasonably be expected to do so after a reasonable period of retraining (up to six months in the case of vacancies with indefinite tenure). (c)Where an officer accepts redeployment within CSIRO to a position of lower classification than their substantive classification level, payment will be at the rate necessary to bring their salary up to thesalary received immediately before the date of redeployment for the following period: (i)in the case of officers who have twenty or more years of service –14months; or(ii)in the case of other officers –eight months. The income maintenance period shall commence on the day of transfer to a position of lower classification. CSIRO Enterprise Agreement 2020 -2023 65(d)Where an officer secures further employment in CSIRO and is required to move house in order to take up the appointment, the officer will be eligible for the same conditions as would apply had the officer been promoted to that position. (e) For the purposes of calculating salary, allowances referenced in 9.2 (e)will apply. 8.Retrenchment(a)Formal written notificationWhere there are no apparent redeployment opportunities and the redundancy is to proceed, the officer will be formally advised in writing. This notification will detail the various options in terms of the timing of termination and the relevant benefits the officer may elect to receive on retrenchment. This notification shall provide formal notice of five weeks which will commence four weeks from the date of the formal written notification. (b)Cessation within 10 working days of receiving formal written notification If an officer does not contest redundancyand agrees to a termination date that is within 10working days of receipt of their formal written notification the officer shall be paid the equivalent of 8weeks pay in lieu of notice in addition to the lump sum or income maintenance benefit, (where applicable).During this 10-day period the officer must provide written advice as to their preferred benefit. (c)Cessation after 10 working days of receiving formal written notification (i)Officers who choose to remain with CSIRO beyond the 10working days following the receipt of their formal written notification, will receive, in addition to the lump sum or income maintenance benefit (where applicable) the remainder of the formal notice period referred to in sub-paragraph 8(a). (ii)Employment will terminate at the completion of the period of notice.Where, prior to the completion of the notice period, the officer seeks appointment to an advertisedvacancy but has not been assessed by the end of the notice period, employment will be extended until the officer’s suitability for that position has been determined. (d)Financial planning, skilling and career supportWhen requested by an officer, CSIRO will fund up to two visits to a CSIRO nominated outplacement service to obtain job seeking skills, career assessment and planning and CV preparation.In lieu of this, the officer may request an equivalent amount to undertake relevant training.In addition, CSIRO will fund one visit to a mutually agreed financial adviser. 9.Options for Redundancy BenefitAn officer made redundant in accordance with this Schedule will receive a lump sum payment unless the officer elects to receive income maintenance. CSIRO Enterprise Agreement 2020 -2023 669.1Lump Sum Payment(a)An eligible officer who is retrenched will receive a lump sum payment calculated in accordance with this paragraph. (b)Subject to a minimum payment of 4weeks pay and a maximum of 48weeks pay, the Lump Sum payable to a retrenched officer will be 2weeks salary for each completed year of continuous service PLUS a pro-rata payment for any additional completed months of continuous service, subject to any minimum amount the officer is entitled to under the Fair Work Act 2009. (c)Calculation of Lump SumWhere an officer has less than 24 years full-time service, the redundancy payment will be calculated on a pro-rata basis for any period where an officer has worked part-time hours during theirperiod of service. (d)For the purposesof calculating salary at the date of termination, the following paymentswill be included: (i)Enhanced ResponsibilitiesAllowance, if it was received for a continuous period of at least 12months prior to formal advice being given under sub-paragraph 8(a); (ii)Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding the giving of notice under sub-paragraph 8(a).The amount included will be the average fortnightly payment during the 12month period; and(iii)First Aid Allowance, Superior Performance Rating (Premium Step) and ACDPSite Allowance. 9.2.Income Maintenance after termination(a)Where an officer has elected to receive income maintenance the officer will be entitled to receive payments for the following period: (i)in the case of officers who have twenty or more years of service –14months; or(ii)in the case of other officers –eight months. (b)The income maintenance period shall commence on the day after termination. (c)During periods of income maintenance former officers will be eligible to apply and compete on merit for internally advertised vacancies. (d)The amounts to be paid by way of income maintenance shall be calculated as follows: (i)where the former officer is unemployed, payment will be at a rate equivalent to their salary at the date of termination less any amount received by way of unemployment relief. CSIRO Enterprise Agreement 2020 -2023 67(ii)where the former officer obtains employment outside CSIRO, payment (if any) will be at the rate necessary to bring their salary from that employment to the salary level at the date of termination. (e)For the purposes of calculating salary at the date of termination, the following paymentswill be included: (i)Enhanced ResponsibilitiesAllowance, if it was received for a continuous period of at least 12months prior to formal advice being given under sub-paragraph 8(a); (ii)Superior Performance Rating (Premium Step), but only for that part of the period of income maintenance that would have been paid, had the officer not been in receipt of income maintenance under the terms in this Schedule; (iii)Payment for shift work, restriction duty or overtime where it was received regularly i.e. in 50% or more of the pays received in the 12-month period preceding the giving of notice under sub-paragraph 8(a).The amount included will be the average fortnightly payment during the 12month period; and(iv)First Aid and ACDPsite allowance. (f)During the period of income maintenance, former officers will be required to provide acceptable evidence of income (from employment or unemployment relief) in order to establish and maintain eligibility for income maintenance. 10.Service for RedundancyPay PurposesFor the purpose of calculating an entitlement in accordance with clause 9 ofthis Schedule, “service” means: •service in CSIRO; •Government service as defined in section 10 of the LongService Leave (Commonwealth Employees) Act1976; •service with the Commonwealth (other than service with a joint Commonwealth–State body or a body corporate in which the Commonwealth does not have a controlling interest) which is recognised for long service leave purposes; •service with the Australian Defence Forces; •service in another organisation where: (i)an officer was transferred from that organisation with a transfer of function;or(ii)an officer engaged by that organisation on work within a function is appointed as a result of the transfer of that function to the CSIRO and such service is recognised for long service leave purposes. Service not to count as service for redundancy pay purposes –Any period of service which ceased in any of the following ways will not count as service for redundancy pay purposes: •retrenchment; retirement on grounds of invalidity; inefficiency or loss of qualifications; forfeiture of office; dismissal; termination of probation appointment for reasons of unsatisfactory service; or voluntary retirement at or above the minimum retiring age applicable to the officer or with the payment of an employer-financed retirement benefit. CSIRO Enterprise Agreement 2020 -2023 68Earlier periods of service –For earlier periods of service to count there must be no breakbetween the periods except where: (a)the break in service is less than one month and occurs where an offer of employment with CSIRO was made and accepted by the officer before ceasing employment with the preceding employer; or(b)the earlier period of service was with CSIRO and ceased because the officer was deemed by CSIRO to have resigned on marriage. Absences during a period of service –Absences from duty which do not count as service for long service leave purposes will not count as service for redundancy pay purposes. 11.Review (a)An officer may seek a review under the Workplace Issues Resolution Procedure in relation to other redundancy issues which do not impinge on the validity of the decision to retrench them(i.e. the purpose of the review cannot be to question the redundancy itself). (b)An officer may bring an action against termination of employment under clause 80of this Agreement. CSIRO Enterprise Agreement 2020 -2023 69SCHEDULE 4–DUTY AT SEADuty at sea applies to all officers while confined on board a vessel at sea for periods in excess of 24hours. 1.Definitions(a)“Annual salary” means the corresponding rate of pay listed in Schedule 6of this Agreement. (b)A vessel is defined to be “at sea” from the time it leaves a wharf or anchorage at the start of a voyage until it returns to a wharf or anchorage at the completion of that voyage. (c)“Normal fortnightly salary” means the officer’s Annual Salary converted to a fortnightly rate of pay, as specified by the formula in clause 18.3.Normal fortnightly salary includes any allowances due and payable to the officer and deemed to be salary by this Agreement. Daily payments made pursuant to clause2of this Scheduleor any form of overtime payment are not to be included as part of the officer’s “normal fortnightly salary”. 2.Duty at Sea allowance(a)Duty at Sea Allowance is payable in addition to an officer’s normal fortnightly salary for all periods of more than 24hours and pro-rata thereafter spent on a vessel at sea.This payment is made in recognition of an officer’s confinement aboard the vessel and the additional hours of work which may be required of an officer. (b)The daily payment for Duty at Sea shall be calculated in accordance with the following formula: CSOF4.MAnnualSalaryX121%X1.2 3133.Confinement Leave(a) In addition to other entitlements an officer shall receive one days leave for every Sunday or part thereof and/or public holiday or part thereof the officer is confined on a vessel at sea. (b)(i)Subject to subclause3(b)ii, Confinement Leave credits will be available for use by the officer for a period of six months commencing on the date of conclusion of the voyage (“the settlement period”).At the end of the settlement period, any Confinement Leave credits that have not been applied for will be paid to the officer in accordance with the following formula: CSOF.4MAnnualSalaryX100%X1.2 313(ii)An officer may use Confinement Leave credits by written application to CSIRO for a period of Confinement Leave.CSIRO shall not unreasonably withhold approval.Confinement Leave can only be taken in whole days.A grant of time off work shall be debited against the officer’s Confinement Leave credit.Recreation Leave shall only be granted to an officer after their Confinement Leave credit balance is less than one day unless a written application for a period of Confinement Leave has been denied. CSIRO Enterprise Agreement 2020 -2023 704.Principles for Duty at SeaThe parties agree that the following principles and practices shall apply to all CSIRO activities involving Duty at Sea, and represent minimum standards. (a) General(i)The parties to this Agreement shall agree upon a set of guidelines for Chief Scientists, Voyage Managers, participants, and observers in relation to research activity in the marine environment.All officers undertaking a voyage shall be provided with ready access to copies of the agreed guidelines.Copies shall be available on all CSIRO vessels.The guidelines shall be revised by the parties as necessary. (ii)Officers requested to participate in a voyage with less than five working days notice shall be entitled to decline participation.However, agreement for an officer to participate in a voyage at short notice shall not be unreasonably withheld. (iii)In the case of a change in the scheduled date of return of an officer to their normal residence, or in cases of un-anticipated domestic need, and with the agreement of the Voyage Manager, a telephone call shall be provided at CSIRO expense, by the most appropriate means available. (iv)No officer will be required to work at sea for more than 85days in any financial year except with the written consent of the officer concerned. (v)While at sea, an officer may be required to work on any day inclusive of Saturday, Sunday and Public holidays. (vi)The Master of the vessel has the authority for conduct, discipline and safety of all persons on board.Inthe first instance, however, CSIRO personnel will be responsible to the Voyage Manager for their duties and conduct. (b)Health and Safety (i)The parties to this Agreement are committed to and acknowledge their respective responsibilities ensuring thatall work performed at sea is performed in an environment that is as safe as reasonably practicable, by developing and applying safe systems of work. (ii)All work at sea shall be conducted in accordance with the Work Health and Safety Act 2011and other applicable Commonwealth legislation and Codes of Practice.In the absence of appropriate Commonwealth Codes of Practice, CSIRO shall conform with applicable standards of the States and Territories or recognized and accepted industry practice. (c)Maximum Periods of Duty No officer shall: (i)be required to work in a single continuous session for more than 5hours without a minimum break from duty of 30minutes; (ii)perform in excess of 30hours total duty in any continuous 48hour period; (ii)bedirected to work more than 16hours in any continuous 24hour period; or (iv)be directed to work for more than 12hours continuously in any watch inclusive of breaks. CSIRO Enterprise Agreement 2020 -2023 71SCHEDULE 5–CLASSIFICATION LEVEL DESCRIPTORSThe following classification level descriptors apply in relation to the CSIRO salary structure: Level 1Under regular supervision, performs duties requiring limited skills, initiative or responsibility. Level 2Under general supervision, applies basic knowledge and/or skills to straightforwardroutines and procedures using readily available guidelines and advice. Level 3Under technical direction, applies knowledge and skills to a range of procedures and/or techniques. May be required to solve problems of limited complexity, determine priorities within assigned tasks, vary standardised procedures or techniques and adapt to changes in work procedures or technologies. Applies communication skills relevant to the work area. Level 4Under general direction, applies knowledge and skills to a specifictask(s) involving the application or adaptation of a variety of procedures and techniques requiring specialised knowledge. Identifies and solves more complex problems, initiates and/or follows complex instructions or procedures. Accountability for resources and the capacity to respond to and assist in implementing change are commonly features of this level. Applies well developed communication skills relevant to the work area. Level 5Under limited direction, applies well developed knowledge and skills to one or more specific projects or services, requiring the development and adaptation of a wider variety of specialised procedures and techniques. Requires the ability to develop, test and evaluate complex options and issues. Planning, highly developed communication skills, capacity to initiate appropriate change and accountability for resources are commonly features of this level. ORUnder limited direction about research project objectives and general approach, undertakes scientific or engineering research requiring originality, creativity and innovation and the application of scientific or engineering knowledge, expertise and skills in a limited area. Demonstrates basic ability in research planning and execution and the capacity to think in terms of fundamentals and create hypotheses. Level 6Within broad guidelines, manages one or more highly significant projects or services, or undertakes work that has impact on the development of scientific or technological knowledge, on industry or on the community. Thisrequires the application of high levels of disciplinary expertise or managerial knowledge. Demonstrates broad insight and significant skills in areas of expertise. Ability to deal with concepts requiring well developed deductive, evaluative and investigative skills that lead to outstanding work. Leadership, planning and negotiation skills, accountability for resources, initiation and management of change and well developed representation skills are commonly features of this level. OR CSIRO Enterprise Agreement 2020 -2023 72Within broad guidelines on research project objectives, undertakes scientific or engineering research requiring a considerable degree of originality, creativity and innovation and the application of expert scientific or engineering knowledge. Has demonstrated ability in research planning and execution, and the judgement and tenacity required to reach research goals. May provide leadership to staff within the project, and may be responsible for the management of human, financial and material resources. QUALIFYING STATEMENTIn levels 3, 4, 5 and 6 of the above classification level descriptors, “knowledge and skills” refers to the appropriate level of professional, technical, administrative or managerial knowledge and skills as specified in the CSIRO’s Work Classification Standards. Level 7Under broad guidance about objectives, manages a very significant administrative program. This requires a high degree of resource management and leadership ability. Has extensive expert knowledge, and considerable ability in planning and executing projects and implementing results. Typically provides expert administrative leadership to colleagues, with significant conceptual and creative input. Plans at the subprogram level, comprising a range of related projects, to meet objectives. Typically seeks, allocates and monitors significant resources. Has a significant role in negotiating complex, sensitive or contentious issues. ORUnder broad guidance about research project objectives, undertakes scientific or engineering research requiring substantial originality, creativity and innovation and the application of expert scientific or engineering knowledge. Has proven capacity to identify research opportunities consistent with Business Unit’s objectives. Considerable ability in research planning,execution and/or ability to implement research results. The scientist's or engineer's research has had a significant influence on their field of research. Typically provides scientific or engineering leadership to more junior colleagues. May plan and provide project leadership to meet objectives and seek, allocate and monitor resources. ORFunctions as a senior specialist. Level 8Under broad guidance about objectives, assists in the overall strategic management of a Business Unit or manages a major scientific, engineering or administrative program. This requires a high degree of resource management and leadership ability. Has extensive expert knowledge of theirfield, and outstanding ability in planning and executing programs and implementing results. Typically provides expert scientific, engineering or administrative leadership to colleagues, with significant conceptual and creative input. Plans at the program level, comprising a range of related projects, to meet objectives. Seeks, allocates and monitors substantial resources. Has a major role in negotiating more complex, sensitive or contentious issues. ORUnder broad guidance about research program objectives, undertakes outstanding scientific or engineering research requiring a high degree of originality, creativity and innovation. The scientist's or engineer's achievements represent a substantial advancement in scientific knowledge or for industry or for the community. Has extensive scientific or engineering CSIRO Enterprise Agreement 2020 -2023 73knowledge, and outstanding ability in research planning, execution and/or implementing research results. Typically has an international reputation in a significant field of science or engineering or industrial application and provides expert scientific or engineering leadership to research colleagues. May plan at the program level, typically for multiple projects, to meet objectives and seek, allocate and monitor resources. May have a major role in negotiating complex, sensitive or contentious issues. ORFunctions as a senior specialist. Note: Special promotion criteria apply to advancement within this level. Level 9Responsible for the management of a research division or equivalent group. This requires outstanding strategic and resource management, and leadership and communication ability, coupled with sound understanding of the commercial application of scientific and technological innovations. Has extensive expert scientific, engineering or administrative knowledge, and outstanding ability in planning, execution and implementing results, combined with significant entrepreneurial skill. Provides pivotal leadership reflecting considerable vision matched by strategic planning skills, achievement, drive and focus on outcomes. Seeks, allocates, monitors and is accountable for very substantial human, financial and material resources. Carries overall responsibility for negotiating complex, sensitive and contentious issues. ORHas such eminence in a significant field of science or engineering that appointment as a CSIRO Fellow is warranted. ORFunctions as a senior specialist. Note: Special promotion criteria apply to advancement within this level. CSIRO Enterprise Agreement 2020 -2023 74SCHEDULE6–CSIRO SALARY SCALES (Rates include annual leave loading) CSOF Levelprior to operationof EA1stincrease2% $paPremiumstep$pa2ndincrease2% $paPremiumStep$pa3rdincrease2% $paPremiumStep$pa1.1$40,68641,50042,33043,1771.2$41,72542,56043,41144,2791.3$42,76143,61644,48845,3781.4$43,80044,67645,57046,4811.5$44,83945,73646,65147,5841 Max$45,87846,79650,07247,73251,07348,68752,0952.1$47,62248,57449,54550,5362.2$49,34250,32951,33652,3632.3$51,06252,08353,12554,1882.4$52,78253,83854,91556,0132.5$54,50155,59156,70357,8372.6$56,22357,34758,49459,6642.7$57,94159,10060,28261,4882.8$59,66560,85862,07563,3172 Max$61,38362,61166,99463,86368,33365,14069,7003.1$63,59464,86666,16367,4863.2$65,78867,10468,44669,8153.3$67,95269,31170,69772,1113.4$70,11471,51672,94674,4053.5$72,28273,72875,20376,7073.6$74,44475,93377,45279,0013.7$76,61078,14279,70581,2993.8$78,77480,34981,95683,5953 Max$80,93782,55688,33584,20790,10185,89191,9034.1$83,68785,36187,06888,8094.2$86,43488,16389,92691,7254.3$89,18390,96792,78694,6424.4$91,93093,76995,64497,5574 Max$94,67996,573103,33398,504105,399100,474107,5075.1$98,735100,710102,724104,7785.2$102,794104,850106,947109,0865 Max$106,848108,985116,614111,165118,947113,388121,3256.1$113,338115,605117,917120,2756.2$119,827122,224124,668127,1616.3$126,320128,846131,423134,0516 Max$132,811135,467144,950138,176147,848140,940150,8067.1$136,437139,166141,949144,7887.2$140,070142,871145,728148,6437.3$143,697146,571149,502152,4927.4$147,322150,268153,273156,3387 Max$150,956153,975164,753157,055168,049160,196171,4108.1$162,800166,056169,377172,7658.2$174,644178,137190,607181,700194,419185,334198,3078.3$189,524193,314206,846197,180210,983201,124215,2038 Max$204,400208,488223,082212,658227,544216,911232,0959.1$213,410217,678222,032226,4739.2$222,415226,863231,400236,0289.3$231,422236,050240,771245,5869 Max$240,426245,235250,140255,143 [2020] FWCA 59623Annexure A