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

Overview

The Statutory Rules 1922 No. 156, enacted under the Defence Act 1903-1918, addresses the regulation of civilian employment within the Department of Defence. These regulations, made by the Governor-General in accordance with the Federal Executive Council's advice, were designed to update and expand the roles and remuneration structures for civilian staff. Specifically, the regulations amend Civilian Staff Regulation No. 74 by introducing new salary grades and positions, such as Laboratory Foreman III and Storeholder, while also adjusting the existing roles. This legislative instrument aims to ensure that civilian employees are appropriately compensated and categorised within the Defence framework, reflecting the evolving needs of the Department of Defence.

Scope and Application

The Statutory Rules 1922 No. 156, made under the Defence Act 1903-1918, pertain specifically to the employment of persons in a civil capacity within the Department of Defence. These regulations amend Civilian Staff Regulation No. 74 by introducing a new Grade V position with a salary range from £282 to £310 and corresponding increments. The amendment also includes new designations such as Laboratory Foreman III and Storeholder III, each with their own salary brackets. These regulations provide detailed salary structures and job classifications for various roles, thus directly impacting the terms and conditions of employment for civilian staff within the Department of Defence. This legislative instrument applies to all civilian employees within the scope of the Defence Act 1903-1918 and is effective from 8th September, 1922. The reach of these regulations is limited to the Commonwealth level, impacting civilian staff employed by the Department of Defence across Australia.

Key Provisions

The Regulations under the Defence Act 1903-1918, as detailed in Statutory Rules 1922 No. 156, introduce amendments to Civilian Staff Regulation No. 74, specifically focusing on the employment of persons in a civil capacity within the Department of Defence. Among the key provisions, Regulation No. 74 is amended to include new grades and salary ranges for certain positions (Regulation 3(1)). For instance, a new Grade V is introduced with a minimum salary of £282 and a maximum salary of £310 (Regulation 3(2)(a)). Additionally, the designation "Laboratory Assistant" is expanded to include "Laboratory Foreman III" with a salary range of £228 to £246, and "IV" with a range of £252 to £264 (Regulation 3(2)(b)). Similarly, "Range Superintendent" is expanded to include "Storeholder III" with a salary range of £228 to £246, "IV" with a range of £252 to £276, and "V" with a range of £282 to £310 (Regulation 3(2)(c)). The amendment also removes the position of "Storeman Foreman III" which previously had a salary range of £210 to £246 (Regulation 3(3)). These changes aim to provide clarity and structure to the civilian employment roles within the Department of Defence, ensuring that the roles and corresponding remuneration are explicitly defined. The obligations imposed by these Regulations primarily concern the Department of Defence and its civilian staff. The Department is required to adhere to the newly established salary ranges and job titles as outlined in the Regulations. Civilian staff members within the affected grades must comply with the updated job descriptions and remuneration structures (Regulation 3). This includes ensuring that all personnel are appropriately classified and compensated in accordance with the new provisions. Additionally, the Department must implement any necessary administrative changes to reflect these updates, such as updating employment contracts, payroll systems, and other relevant documentation to align with the new salary scales and job titles. Failure to comply with the Regulations could result in various consequences, although the specific penalties are not detailed within the text of the Statutory Rules. Generally, breaches of statutory provisions related to employment and remuneration could lead to civil or administrative actions, including the possibility of financial penalties or corrective measures. The exact nature and extent of these consequences would depend on the specific circumstances of the breach and any additional legislative or regulatory frameworks that apply. It is important for the Department of Defence to ensure full compliance to avoid any potential legal or administrative repercussions.