Allied Health Professional industrial arrangements are slightly different than other workers because your wages and some conditions are included in your Agreement, but you are also covered by either the Tasmanian State Service Award (AHPs in DECYP excluding than CSS and Youth Justice, in DPFEM, DoJ and DPAC) or the Health and Human Services Award (AHPs in DoH or CSS and Youth Justice).

This means that to understand your full package you also need to look at the conditions for your relevant Award.

AHP Agreement specific arrangements are set out below.  If the offer is supported, some of these will be implemented fairly quickly because the clauses are simple or already agreed.  Some others will take a little more time, but the government has agreed a deadline for implementing them all by 31 March 2023.

1. Revised AHP Career Structure and Classification Standards

   Introduction of a new career structure including:

   1. Inclusion of new Level A which is designed as a facilitative pathway for AHP students to commence employment (attraction of graduates to TSS)
   2. Revised AHP classification standards, based on the domains utilised in the HAHSA award, with point-to-point translation
   3. New classification levels of Level 4b, Level 5 Grade 5 and Level 5 Grade 6 to address identified career structure issues will be completed by 31 March 2023 with new rates effective from 1 December 2022.
   4. A series of salary adjustments effective from 1 December in each year of the agreement to implement the new career structure.
   5. Advertisement of graduate positions as AHP Level 1, or other positions as AHP Level 2 as required, without losing the ability to broadband AHP 1-2
   6. Updating criteria for competency progression/accelerated competency progression
   7. Amend post graduate qualification recognition clause to exclude entry to practice qualifications (such as qualifying Masters)
   8. Amend appointment salaries clause to clarify appointment salary for qualifying Masters being AHP Level 1 Year 3 the same as 4 year bachelor degree graduates
   9. Clarify appointment salaries psychologists’ positions with an essential requirement of any Area of Practice Endorsement being AHP level 3 year 2, not just Clinical Psychologists.
   10. Additional advice to be developed to guide appointment above entry level to support recognition of experience over the life of the agreement.
2. Medical Physicists Career Structure

   Inclusion of a new career structure and new classification standards for Medical Physicists.

3. Transition Radiation Therapists Agreement to AHP Agreement

   Inclusion of Radiation Therapists Agreement specific provisions and structure as a schedule to the AHP Agreement and retire from the Radiation Therapist Agreement.

   Agree to a review of the Radiation Therapists’ career structure and classification standards over the life of the agreement as a leave reserve matter.

4. AHP2 to AHP3 Personal Progression Model

   Include new clause for personal progression from AHP level 2 to AHP level 3.

   This model will also facilitate implementation of the Allied Health Rural Generalist Pathway and development of a Psychology Pathway over the life of the agreement.

5. Eligibility for Overtime (DoH only)

   Uncap overtime clause such that overtime is uncapped and not limited to any particular Allied Health Professions for DoH only.

6. Non-contact/non-attendance time (School Social Workers and Speech & Language Pathologists only)

   Introduce non-contact/non-attendance time of ten days for school-based Social Workers and Speech and Language Pathologists in the Department for Education, Children and Young People (to be taken during school holiday periods and not accruable from year to year, pro rata for part-time employees).

7. Increase professional development fund

   Increase to the AHP Professional Development Fund from $724 per annum to $1000 per annum.

8. Review of Allied Health Professions in Schedule 1 & 2

   Amend Schedule 1 and 2 to refine to a list of allied health professions employed in the Tasmanian State Service. This will include removal of terms considered to be roles in which an allied health professional may work (i.e. ACAT assessor, alcohol and other drug worker, case manager, health professional project roles and scientific/research officer) and introduction of additional allied health professions including diversional therapy, play therapy, rehabilitation counselling

   Amend how professions are referred to in Schedule 1 and 2 to be consistent with national standards.

   And amend the statement at the bottom of Schedule 1 to:
   “The above list includes positions required to coordinate, manage, advise and undertake research or projects in relation to any of the above professions”

   And include a statement at the bottom of Schedule 2 to:
   “The above list includes positions required to coordinate, manage, advise and undertake research or projects in relation to any of the above professions”

   The DECYP, DPFEM or DOJ may also employ any Allied Health Profession included in Schedule 1 as/when the operational need emerges.

9. Inclusion of a new crime scene roster provision (Forensic Science only)

   To facilitate crime scene availability at DPFEM for qualified employees. Draft clause and related eligibility criteria and framework being developed by DPFEM for discussion with CPSU during December 2022.

   Participation in the roster would be based on expressions of interest from employees who are appropriately qualified and appointment by the Director FSST.

10. Span of Hours
    To expand the spread of hours for dayworkers from 1730 to 1900 by mutual agreement in writing or where employee requests to participate in a flexitime arrangement.

    Amend Part V11 Clause 1(c)

    (c) Notwithstanding the provisions of this subclause, the spread of hours may be altered between 6.00am and 7.00pm where there is an agreement to all or a section of employees by mutual agreement in writing between the employer and, the relevant union and the majority of the employees affected, but not so as to require any employee to work more than nine hours in any day or more than 152 hours in any two consecutive fortnightly pay periods.

    Such an agreement may be for a period up to 12 months.

11. Personal Impact Days (Child Safety Service only)

    An employee may apply for up to 5 personal impact days in the first year of service and in each subsequent year for the purposes of being provided with additional support relating to the physical, mental, social and emotional impact of incidents in the workplace.

    Personal impact days are not cumulative, are not paid out on separation and are pro-rata for part-time employees.

    A leave form is not required; evidence will be sighted or discussed with the employer. The employer will consider appropriate supports that can be provided by the workplace, which may include specialist counselling.

    Applications will be considered on a case-by-case basis and will be dependent on the ongoing provision of services and operational requirements.

12. AHP Position Titles

    Development of an AHP position titling nomenclature to ensure consistency in position titling across classification levels and across agencies over the life of the agreement.

13. Workload Management Models

    Explore demand-based workload management models/tools applicable to AHPs such as child safety officers over the life of the agreement.

The Government’s offer includes a range of new and improved rights and conditions that apply to CPSU members at the Port Arthur Historic Site & Cascades Female Factory.

If the offer is supported, some of these will be implemented fairly quickly because the clauses are simple or already agreed.  Some others will take a little more time, but the Government has agreed a deadline for implementing them all by 31 March 2023.

1. Access to compressed hours

   There is agreement to the inclusion of a provision in the Award to allow for working a compressed hours of work arrangement. This would allow for an employee to work a 4-day week, a 9-day fortnight, a 19-day month or any other pattern that was agreed. Employees will be able to request a specific arrangement and if the employer rejects the request the onus will be on the employer to provide reasons why the arrangement could not be accommodated.  The Award clause to be drafted by 31 March 2023.

2. Minimum hours of engagement

   Make provision in Award to increase minimum hours of engagement of work for fixed-term casual and permanent part-time employees to 3 hours.

3. Electric Vehicles – Private Use

   Amend the Award for Private Vehicle Use and Occasional user (without changing intent or operation) to clarify that the provision covers employees using electric vehicles.

4. Time Off in Lieu

   Amend the Time Off In Lieu (TOIL) clause in Award, without changing the intent, or operation, to provide clarity that TOIL is to be paid out at the end of 28 days if not taken within the time period and no mutual agreement in writing to take at a later date. Clarify that TOIL is paid out on cessation.

5. Recreation Leave Clause – Managing Excess Leave

   Amend the current recreation leave clause in the Award to provide a standard clause to uncap recreation leave and provide flexibility for management and employees to meet operational needs while managing accruals. The employer will have the ability to direct employees to take leave after excessive accrual and genuine agreement has not been reached to reduce the excessive leave accrual.  Employees will also have the right to give a written notice to the Head of Agency requesting to take one of more periods of recreation leave where leave requests have been refused.

6. Market Allowance

   Amend current market allowance provision in Award to increase the market allowance from up to 10% to up to 20% of salary above the maximum salary of the specified band.

7. HDA and MRDA for fixed term employees

   Amend award to remove restriction on fixed-term employee’s access to Higher Duties Allowance and More Responsible Duties Allowance.

8. First Aid Allowance

   First Aid Allowance would be payable to Supervisors following the amendment of statements of duty to reflect this.

   PAHSMA will continue to support employees to attain first aid qualifications. On occasion, PAHSMA may also nominate additional employees to perform first aid duties if required.

9. Accrued Days Off (ADOs)

   PAHSMA to provide clarity in relation to the arrangements for ADOs (i.e. access to personal leave).

10. Recognised Training

    PAHSMA to continue to support Cert III and Cert IV Tourism and Hospitality and other relevant qualifications – if planned through performance discussions and subject to availability of the courses.

11. Paid Parental Leave

    Primary Caregiver: 18 weeks paid parental leave

    Secondary Caregiver: 4 weeks paid parental leave at the time of the birth.
    An additional 12 weeks paid parental leave if the secondary caregiver takes over primary care responsibilities within the first 18 months of the life of the child.

12. Paid and Unpaid Grandparent Leave

    To support primary caregivers, TSS grandparents who are primary caregivers will be entitled to paid Parental Leave: 18 weeks continuous paid parental leave where the grandparent has primary responsibility for the care of a newborn or newly adopted grandchild.

    Further including the 18 weeks paid parental leave grandparents acting as primary caregivers are entitled to 52 weeks continuous unpaid leave where grandparents assume primary care giving responsibilities in respect of the birth or adoption of a child.

13. Foster Leave

    Up to 10 days paid leave per year to support foster carers, recognising diverse family arrangements.

14. Surrogacy Leave

    6 weeks paid surrogacy leave for an employee acting as a surrogate in a formal surrogacy arrangement pursuant to Surrogacy Act 2012.

15. Bereavement and Compassionate Leave

    Amend the scope of Bereavement and Compassionate Leave to include still birth and miscarriage, enabling employees to take up to 10 days compassionate and bereavement leave in these circumstances.

16. Aboriginal Cultural Leave

    5 days paid leave per year for Aboriginal or Torres Strait Islanders, to assist in cultural and ceremonial obligations or community culture events.

17. Aboriginal Kinship relationships

Amend the definition of immediate family to recognise significant Aboriginal kinship relationships for the purpose of access to personal (carer) leave, and compassionate and bereavement leave.

18. Disability Leave

5 days paid leave per year to be used for activities or appointments associated with the employee’s disability.

19. Gender Transition Leave

4 weeks paid leave and 48 weeks unpaid leave for employees undertaking a gender affirmation process.

20. Family Violence Leave

That the quantum of paid Family Violence Leave be increased to 20 days per personal leave year. From current 10 days.

21. Salary Sacrifice in Rural and Remote Locations

The extension of salary sacrifice arrangements for all staff in remote/regional locations for remote area housing rental, housing loan interest or the costs of purchasing or building a property in line with ATO guidelines. Any benefit will be on the basis of no FBT liability accruing to the employer.

22. Improved Superannuation benefits

Employer superannuation contributions to extended to all periods of unpaid Parental Leave and extended personal leave without pay over 4 weeks

23. Fixed Term and Casual Conversion to Permanent

    Amend ED1 to provide a mechanism for change of employment status to permanent for fixed-term employees on meeting certain criteria and after12 months continuous period of service in the same or similar duties in consecutive appointments.

24. Conversion of regular hours worked for permanent part-time employees

    Provision for conversion of additional hours worked on a regular and systematic pattern above the hours of the employee’s permanent part-time appointment where the additional hours have been worked for at least 12 months, the hours and ongoing and they are funded.

25. Reclassification HDA Payable to date of application

Amend ED1 (to be incorporated as part of the ED1 review) to provide that where a classification review results in an employee being assigned duties at a higher level; and where the delegate approves promotion without advertising, that payment of a Higher Duties Allowance will be made to that employee from the date at which the employee formally sought the review or the date at which the employer formally commenced the review whichever is the earlier.

26. Access to paid time to attend medical appointments

    A Practice, Procedure and Standard will be implemented to direct agencies to make reasonable accommodations to allow employees paid time to attend medical including diagnostic appointments where an employee is not ill and where they cannot otherwise access through flexible working arrangements, subject to approval by the employer.

The Government’s offer includes a range of new and improved rights and conditions that only apply to CPSU members employed in Natural Resources and Environment Tasmania.

If the offer is supported, some of these will be implemented fairly quickly because the clauses are simple or already agreed.  Some others will take a little more time, but the government has agreed a deadline for implementing them all by 31 March 2023.

1. Foul and Nauseous Allowance
   
   NRE Tas has commit to reviewing current policy and procedures where staff may be required to undertake waste management functions as part of their role, including review of PPE provided.
   
   NRE Tas will pay a $700pa allowance, paid pro-rata fortnightly, for Band 5 and below Field Officers and Rangers. This allowance is payable where an employee is required to come in contact with uncontained waste. This does not include the standard cleaning of visitor or management amenities where contact with uncontained waste does not occur, where that work forms part of the regular duties.
   
   
2. Hiking and Camping Reimbursement
   
   NRE Tas are currently progressing the development and implementation of a policy and procedure for the supply of specialised clothing, and outdoor / camping equipment outside of the Agreement. This will include a matrix for the supply of equipment based on the work arrangements; accommodation options available and location, including alpine/extreme locations and Macquarie Island.
   
   Deputy Secretary PWS has purchased dedicated tents; and individual items issues for employees such as backpacks, sleeping bags and mats for those employees required to undertake hiking and camping. Appropriate fit for purpose gear will be available to all Wilderness Rangers for this coming season. There will be no reduction in hours available for rangers as a result of the purchase of the hiking and camping equipment for employees.
   
   NRE Tas commit to an internal PWS policy to be developed within 6 months of registrations of PWS Agreement that will specify the brand, type and specification of gear required for each particular role within the PWS and will deal with situations where employees are not provided with appropriate hiking and camping gear.
   
   
3. Special Allowance (District and other Allowance for Field Centres
   
   NRE Tas agree to work with the CPSU to determine the appropriate amount and coverage of a one-off incentive/attraction payment and an ongoing allowance for remote/isolated workers required to reside in the area, with this work to be completed within 3 months of registration of the Agreement.

The Government’s offer includes a range of new and improved rights and conditions that only apply to CPSU members employed in either the Department of Premier & Cabinet or the Department of State Growth or Department of Treasury and Finance.

If the offer is supported, some of these will be implemented fairly quickly because the clauses are simple or already agreed.  Some others will take a little more time, but the government has agreed a deadline for implementing them all by 31 March 2023.

1. DPAC – Service Tasmania
   
   Service Tasmania to introduce 10 x 30-minute paid meetings per year which will be face to face for Category A and B sites and on Teams for Category C and D sites (which may involve more than one site to facilitate staff communication and feedback opportunities.

DPAC will also undertake a review of Service Tasmania staffing model to include consideration of regional model which encompasses a number of the CPSU claims in relation to staffing across Service Tasmania sites and WHS arrangements in place at each location. A meeting between DPAC and CPSU officers can be scheduled within two weeks.

The consultation will inform how staffing levels can be managed within the regional model. Relocation of positions is not an outcome that is being considered however travel arrangements is a matter that DPAC would consult and seek feedback on.

2. DSG – Tasmanian Museum and Art Gallery
   
   DSG to review of the Visitor Service Officer roles including review of the Tasmanian Museum and Art Gallery Agreement. Prior to the start of the PSUWA negotiation process State Growth had initiated a business model review of the Tasmanian Museum and Art Gallery (TMAG) including a review of the Visitor Services operating model and classification levels of the roles.
   
   Where the review supports the outcome of roles being reclassified to a higher band, an employee appointed to a reclassified role will be appointed to the level within the band based on the employee’s experience and skills.
   
   State Growth also commits to a review of the Tasmanian Museum and Art Gallery interim Agreement 2015
   
   

3. DoTAF – RBF Integration Agreement

Retirement Benefits Fund (RBF) Integration Agreement – the parties will renew the RBF integration Agreement for a further 5 years on the same terms as currently provided for.

The Government’s offer includes a range of new and improved rights and conditions that only apply to CPSU members employed in either the Department of Justice and the Department of Police, Fire and Emergency Management

If the offer is supported, some of these will be implemented fairly quickly because the clauses are simple or already agreed.  Some others will take a little more time, but the government has agreed a deadline for implementing them all by 31 March 2023.

1. Monitoring and Compliance Unit Agreement

   Community Correction Monitoring and Compliance Unit Shift Arrangements Agreement – the agreement has nominally expired -The parties will review and commence negotiations for a new Agreement by the end of March 2023.

   DoJ agrees to explore a composite loading to replace all existing shift penalty rates. the rate is to be no higher than 28% and will be determined between the parties following further joint examination of rostering arrangements and related remuneration that would apply due to penalty rates.

   The Department’s support for the introduction of this loading is subject to:

Increasing rostering flexibility, including matters such as: (Not agreed to by union, for negotiation by end of March 2023).

1. 1. Reviewing the allocation of resources between day shift and night shift to better reflect where the higher activity level occurs (during the day shift). This would include reducing the number of staff on night shift and commensurately increasing the number of staff on day shift. This will in turn assist with workload management.
   2. Reviewing the hours worked per week to increase flexibility with rostering e.g., moving to 152 hours worked over a 28-day period;
   3. Introducing non-shift day work positions (that would not attract this loading); and
   4. Introducing flexibility on the span of shift durations and for shift commencement times and cessation times.

DOJ also supports payment of HDA per shift where MCU Officers act in MCU Supervisor positions. DoJ supports the inclusion of a provision in the MCU Appendix in the TSSA reflecting this change.

DoJ proposes all supervisors are trained in First Aid along with the MCU Officers who are in the pool of employees who act as Supervisors.

2. Community Corrections

   DoJ agree to review Appendix 15 within the next 12 months.

3. WorkSafe Inspectors

   The parties to review the classification progression arrangements for WorkSafe Inspectors, with a view to adjusting the existing arrangements to better reflect the recruitment, development, and operational requirements of the work group.

   In-principle we accept the claim to establish broad banding arrangements for WorkSafe Inspectors that facilitate progression between B4 and B5, subject to the development of objective criteria. Work now needs to be done to determine what the progression arrangements will look like and who exactly it will apply to. Commitment to work in consultation with the CPSU to have a model developed during March 2023.

4. Acting up for less than 5 days – DoJ and DPFEM

   Include provision in PSUWA to provide for HDA to paid for periods of one day in exceptional circumstances and where employees in DOJ and DPFEM are directed to undertake significant roles requiring the exercise of delegated authority or limited supervision due to a declared emergency, or key operational role required at the direction of the Agency. For example: this may apply to administrative court staff employed at Band 2 level required to perform a Court Clerk (General Stream Band 3) roles for a full day or more. (This will be clarified through an exchange of letters). This clause is to be reviewed over the life of the Agreement.

5. State Emergency Service

   State Emergency Service – review State Emergency Service workplace flexibility arrangements in respect of award requirements within 12 months of registration of the Agreement and consider s55 Agreement.

6. Police Radio Room

Review Police Radio Room workplace flexibility arrangements and roster arrangements in respect of award requirements within 12 months of registration of the Agreement. DPFEM are currently undertaking a full review of Police rostering and these outcomes will inform the review. (the outcome may be to review and include in Appendix 17 or a section 55 agreement).

DPFEM to establish a permanent relief pool for the Police Radio Room. Note DPFEM already undertaking steps towards this.

The Government’s offer includes a range of new and improved rights and conditions that only apply to CPSU members employed in either the Child Safety Service, Radiation Therapy or Dental Officers.

If the offer is supported, some of these will be implemented fairly quickly because the clauses are simple or already agreed.  Some others will take a little more time, but the government has agreed a deadline for implementing them all by 31 March 2023.

1. Child Safety Service and Advice and Referral Line
   
   The employer agrees to negotiate a s55 Agreement to cover staff in the Child Safety Service and the Advice and Referral Line. The matters to be included in the agreement will include, but not be limited to:
   1. Defined rules and eligibility criteria that would allow child safety officers, advice and referral line officers and practice leaders access to additional salary points;
   2. Defined rules and eligibility criteria that allow for appointment levels to recognise and reward experience, length of degree, post-graduate qualifications and incentivise regional roles;
   3. The implementation of a Market Procedures Allowance to assist to attract new staff;
   4. A review of the classification level of existing employees to ensure their qualifications, knowledge and experience is reflected in their classification level;
   5. The development of an advanced assessment criteria specific to CSS and ARL that facilitates progression from AHP Band 1 to AHP Band 2;
   6. The development of improved pathways for students into the CSS workforce that include placement pathways that contribute to or cover costs upon meeting specific criteria/eligibility and release time for study;
   7. The development of improved pathways for support workers and administrative staff into the CSS workforce that include placement pathways that contribute to or cover costs upon meeting specific criteria/eligibility and release time for study;
   8. The development of mental health programs for CSS employees.

2. Dental Officers
   
   Updating terminology and Modification of Classification Descriptor for Senior Clinician Level 4 in Appendix 11
   
   Amend HAHSA -Appendix 11 – Dental Officers, to effect changes to the Senior Clinician Level 4 descriptor and to update the terminology.
   
   The changes to the Classification Descriptor reflects a focus on service coordination, leadership and support for dental officers who are at level 1-3 and who report to them for professional support.
   
   It also proposed to remove the level 5 descriptor and replace it with the level 6 one, to update the Award, given clause 9 of the previous Agreement removed the Dental Officers Level 5 Classification.
   
   New Motor Vehicle allowance for part-time Dental Officers
   
   Amend HAHSA -Appendix 11, so that the Motor Vehicle entitlement is available to part-time Dental Officers at Levels 4 & 6, as a motor vehicle allowance in lieu of a vehicle (pro rata) to incentivise recruitment and retention at those levels.
   
   Professional Development Allowance to be paid to Dental Officers on a fortnightly basis
   
   Amend HAHSA -Appendix 11, clause 4 (d) so that an employee’s Professional Development Allowance (as defined in that clause) is to be paid to employees in fortnightly instalments in accordance with an employee’s anniversary date.
   
   Remove the requirement to apply to the Clinical Director or Deputy Clinical Director for approval to seek reimbursement for expenditure.
   
   The Professional Development Allowance is to be adjusted annually in accordance with Part IV clause 9 in HAHSA – Adjustments to wage related allowances.
   
   The payment of Professional Development allowance on a fortnightly basis to Dental Officers, without the need to seek approval for expenditure, is conditional upon the reduction in Dental Officers who can access Sabbatical Leave per year, to help ensure clinical services can be maintained.
   
   Sabbatical Leave
   
   Amend HAHSA Appendix 11 clause 4(e)(iv) to restrict Sabbatical Leave to one Dental Officer per year.
   
   Remove the fee for service in lieu of application of overtime provisions in the award
   
   Remove the fee for service provision from the Agreement and revert to the general entitlement to overtime.
   
   For Dental Officers, overtime has been payable to employees classified up to the maximum salary point of Band 8 of the General Stream which aligns to a Dental Officer Level 2, year 1.
   
   A clause will be included in the Agreement to provide for Dental Officers up to Year 3, level 6 to be able to be paid overtime, if directed to work reasonable overtime.
   
   
3. Radiation Therapists
   
   

Agreement to:

Transition Radiation Therapists to the Allied Health Professionals Agreement

Inclusion of Radiation Therapists Agreement specific provisions and structure as a schedule to the AHP Agreement and retire from the Radiation Therapists Agreement.

Agree to a review of the Radiation Therapists’ career structure and classification standards over the life of the agreement as a leave reserve matter.

Professional Development Fund Increase to the RT Professional Development Fund from $724 per annum to $1000 per annum.
RT Level 2 to RT Level 3 Personal Progression Model
Include new clause for personal progression from RT Level 2 to RT Level 3 that mirrors the new AHP Level 2 to AHP Level 3 Personal Progression Model.

Overtime
Inclusion of an overtime clause that mirrors the new AHP Overtime clause.

Advertisement of Level 1-2 positions
Ability to advertise RT Level 1-2 positions as either RT level 1 or RT level 2, without losing the ability to broadband RT level 1-2.

The Government has provided a proposal to replace the current Legal Practitioners Award and Agreement with a specific Legal Practitioners Appendix in the Tasmanian State Service Award (TSSA).

The advantage of replacing the current instruments with a TSSA Appendix is that any ambiguities about the entitlements of Legal Practitioners are removed – you are included within the scope of the TSSA and therefore can access all rights and entitlements within that Award.  

All current Legal Practitioner specific conditions have been retained. They have been lifted from the old Award and Agreement and inserted in the new Appendix – unamended. 

Your current classification structure remains, with some small improvements, but each level is now pegged to a salary point in the TSSA Professional stream so salary rates will increase as the rates in the TSSA increase.

Your salary will translate to the next highest Professional stream salary point. For most, there will be small increases on translation to this new arrangement, for some those increases are more substantial. It also means that rather than waiting until July next year to get your next increase, it will be paid from December this year if members support the current offers.

The old Legal Practitioner level 1.1 has been scrapped, meaning the entry salary for Legal Practitioners will increased from $61,796 to $67,510. We have also negotiated a new level at the top of Level 1, meaning the top of the range will increased from $78,838 to $84,740. This means Legal Practitioner entry level roles can be advertised with a salary range of $67,510 to $84,740, which should assist with recruitment.

Where translation to the ‘next highest’ Professional stream salary point would have meant translation to a higher Band salary point, personal classification points have been used that are a fixed percentage of a Professional stream salary point. These will increase as the reference salary point increases.

To see how members will translate into the new structure, navigate to the Wages tab above and download the Legal Practitioners Salary Table.