Employment of Persons in a Civil Capacity in Connexion with the Department of Defence Regulations (Amendment)

Overview

The Statutory Rules of 1923 No. 115, made under the Defence Act 1903-1918, were introduced to address the need for establishing a specific scale of pay for inspectors of rifle ranges employed in a civil capacity within the Department of Defence. Enacted by the Governor-General in Council, this legislative instrument aimed to ensure a standardised and equitable remuneration structure for these inspectors, effective from 1 July 1923. The policy objective was to formalise the employment conditions and qualifications for these roles, ensuring that inspectors meet certain professional standards, such as being licensed surveyors or passing a prescribed examination. This regulation highlights the government's intent to maintain high professional standards within the defence sector by clearly defining the employment criteria for civil personnel in defence-related roles.

Scope and Application

The Statutory Rules 1923 No. 115, enacted under the Defence Act 1903-1918, outlines the regulations for the employment of individuals in a civil capacity within the Department of Defence. This legislation specifically addresses the pay scale and qualifications for Inspectors of Rifle Ranges, setting out a detailed framework for remuneration and the necessary qualifications or examinations required for those employed in this capacity. The regulation applies to individuals appointed to inspect rifle ranges and establishes specific pay grades, with increments being discretionary and advancement to higher grades contingent upon certain conditions, such as passing an examination or qualifying as licensed surveyors. This regulation serves to formalise the employment conditions and ensures that personnel meet the requisite standards for their roles within the Department of Defence. The regulations are applicable across the Commonwealth of Australia, thereby extending their reach to all states and territories within the nation.

Key Provisions

The regulations under the Defence Act 1903-1918, particularly Regulation 74 (5), introduce new provisions concerning the employment of Inspectors of Rifle Ranges in a civil capacity within the Department of Defence. This regulation specifies a scale of pay for these inspectors, inclusive of rations and all other allowances except travelling. The pay scale is divided into five subdivisions, with each subdivision further divided into two categories, "First" and "Second." The amounts vary from £348 for the first subdivision, first category, to £420 for the fifth subdivision, first category, and £306 for the first subdivision, second category, to £324 for the fifth subdivision, second category. Within these grades, increments are left to the discretion of the authorities, although advancement to a higher grade after one year's service at the maximum of the lower grade is conditional upon the inspectors meeting certain criteria. To be eligible for employment under these regulations, inspectors must qualify as licensed surveyors. This requirement ensures that those appointed have the necessary qualifications to perform their duties effectively. Alternatively, inspectors may pass an examination as prescribed in lieu of the surveyor's qualification if they were appointed after 1st July 1921. This alternative pathway provides flexibility in recruitment but maintains a standard of competency among inspectors. The obligations imposed by these regulations primarily concern the qualifications and pay of Inspectors of Rifle Ranges. Employers must ensure that inspectors meet the specified qualifications, either by being licensed surveyors or by passing the prescribed examination. This ensures that all inspectors possess the requisite skills and knowledge to carry out their roles effectively. Additionally, the pay scale outlined in the regulation must be adhered to, ensuring that inspectors are compensated fairly according to their grade and subdivision. Failure to comply with these regulations could result in civil or criminal consequences. While the specific penalties are not detailed within the regulations themselves, breaches of employment conditions and pay scales can generally lead to disciplinary action, termination of employment, and potential legal repercussions. The maximum penalties would depend on the specific nature of the breach and would be determined in accordance with the Defence Act 1903-1918 and other relevant legislation.