Police, Fire and Emergency Management

Claim 71: Tasmania Fire Service

• Reinstatement of Appendix 9 to all TFS employees.
• Standby allowance for those on a fire duties roster.
• Rostering provisions that stipulate the required rest periods before the resumption of ordinary duties.
• Employees engaged in fire management, response and planned burning activities will be entitled to additional employer superannuation bringing their SG up to 13.5%.
• Employees who undertake 152 hours of overtime and/or standby in any 12-month period will be entitled to 5 days of Fatigue Management Leave. For each additional hour of overtime and/or standby beyond 152 hours undertaken during that period they will be entitled to an additional 0.25 hours of Fatigue Management Leave up to an annual cap of 10 days.
  
  

Claim 72: State Emergency Service

• Incorporation of the current Workplace Flexibility Agreement into an Appendix.
• Review of the time expectations and shift loading to ensure no disadvantage with the Award.
• Inclusion of fatigue management/maximum hours provisions.
• Employees who undertake 152 hours of overtime and/or standby in any 12-month period will be entitled to 5 days of Fatigue Management Leave. For each additional hour of overtime and/or standby beyond 152 hours undertaken during that period they will be entitled to an additional 0.25 hours of Fatigue Management Leave up to an annual cap of 10 days
  
  

Claim 73: Police Radio Room

• Updating of the shift work arrangements for Radio Room in line with modern shift patterns – alignment with the Police 4 on 4 off roster.
• Conversion of the casual relief pool to a permanent relief pool to provide job security and to allow for skill development.
  
  

Claim 74: Utility Officers
Reclassification of Utility Officers to Band 2.

Claim 75: Prosecution Clerical Support Officers
Broadbanding of Prosecution Clerical Support Officers between Band 2 and 3.

Claim 76: Forensic Science Tasmania and DPFEM Forensic Experts

• Crime Scene Allowance for those required to be on the Crime Scene roster.
• Payment of overtime for attending court on days not rostered to work.
• For all overtime to be paid at double time including time attending court on days not rostered on
• The establishment of a professional development fund for fingerprint experts to meet the costs of maintaining AFSAB expert accreditation
• That an additional 5 days of recreation leave be provided for employees required to attend mortuaries to take samples/fingerprint deceased persons or who attend crime scenes involving deceased persons or exposure to bodily fluids.
  
  

Claim 77: Information & Communications Technology Appendix
Include clear progression/promotion pathway for ICT officers with high level technical expertise but no management responsibilities.

Claim 78: Allied Health Professionals

• Progression through AHP1 – AHP3 with a review of levels so there is a maximum of 12 levels across this three Band range.
• Rules for determining the level for appointment be agreed, including minimum levels based on experience, length of degree, post-grad qualifications and regional incentives.
• Recognition of Australian Quality Framework national classification levels and improved progression via clinical/education and management streams at L4-5 and accelerated progression through the attainment of post graduate study at all levels.
• Extend and amend the PUGS upgrade scheme for a non-healthcare setting.
• Payment of a Mentoring/preceptor allowance for AHPs supporting student placements.
• Incentive payments for chronically understaffed areas (to attract & retain).
• Increase to Professional Development Fund; widen scope and improved clarity about what it can be used for.
• Inclusion of Technical Officers who hold a qualification into the classification structure.