Naval Establishments Regulations (Amendment)

Overview

The Statutory Rules 1922, No. 38, Regulations under the Naval Defence Act 1910-1918, were enacted to update certain provisions regarding the Naval Establishments Regulations, which were originally set out in Statutory Rules 1916, No. 243. This legislative instrument was issued by the Governor-General in Council, reflecting the Commonwealth Government's intention to ensure the efficiency and fair compensation of personnel within the naval establishments, including apprentices and the Naval Dockyard Police. The regulations aim to address gaps in the existing allowances and pay scales for these groups, thereby improving their conditions of service. The policy objective behind these amendments is to provide a structured and equitable remuneration system for apprentices and members of the Naval Dockyard Police, ensuring they receive appropriate recognition for their roles within the naval establishments. By aligning their pay and allowances with the Commonwealth Public Service Regulations, these regulations aim to maintain consistency and fairness in the compensation provided to personnel within the naval sector.

Scope and Application

The Naval Defence Act 1910-1918, as amended by the Statutory Rules 1922 No. 38, governs the regulations pertaining to naval establishments, including the allotment of funds for prizes to apprentices and the remuneration of the Naval Dockyard Police. These regulations apply specifically to entities and individuals associated with Naval Establishments under the Commonwealth's purview. The amendments to the Naval Establishments Regulations set forth in this statutory rule modify the financial allocations for apprentices and update the pay scales and allowances for members of the Naval Dockyard Police, including the provision of uniforms or gratuity payments. The changes to the remuneration structure include adjustments to the minimum and maximum salaries, increments, and additional allowances such as the Basic Wage Allowance and Child Endowment. These regulations are applicable across the Commonwealth, extending the reach of the Act to all relevant naval establishments within Australia. There are no stated exclusions, exemptions, or specific thresholds mentioned in the text, although the scope may be further defined through subordinate instruments.

Key Provisions

The principal operative sections of these Regulations involve amendments to the Naval Establishments Regulations, specifically altering sub-regulations 85 and 89. Regulation 85 now allows for a sum of up to ten pounds to be allocated annually for prizes for apprentices at Naval Establishments. This change aims to incentivise apprentices and recognise their achievements within the Naval Establishments (Reg. 85(1)). Regulation 89 has been revised to update the pay and allowances for members of the Naval Dockyard Police. This includes detailed salary scales for various positions, with specific increments based on service duration, and the provision of uniforms or gratuity for uniforms. Additionally, it mandates that these officers receive Basic Wage Allowance and Child Endowment in line with Commonwealth Public Service Regulations (Reg. 89(4)). These Regulations impose specific obligations and requirements on the parties they govern. The amendments necessitate that a sum of up to ten pounds be set aside annually for prizes for apprentices, thereby ensuring recognition and motivation for apprentices in the Naval Establishments. For the Naval Dockyard Police, the Regulations stipulate detailed pay scales, including minimum and maximum annual salaries, along with specific increments based on the duration of service. Furthermore, these officers must be provided with uniforms or a gratuity in lieu, and they are entitled to receive Basic Wage Allowance and Child Endowment as per the Commonwealth Public Service Regulations. In terms of consequences for non-compliance, the Regulations themselves do not explicitly outline offences, penalties, or civil/criminal consequences for breach. However, any failure to adhere to the stipulated pay scales or other provisions could potentially lead to disputes or claims under the Fair Work Act 2009 or other relevant industrial or employment laws. The penalties for breaches of these kinds of laws can include fines, compensation for losses, and in some cases, criminal charges. Given the military context, serious breaches might also attract disciplinary action under the Defence Force Discipline Act 1987.