Public Service (Salaries) Regulations (Amendment)

Overview

Statutory Rules 1973 No. 36, enacted under the Public Service Act 1922-1972, addresses the need to update and specify salary scales for various public service roles. This regulation was made by the Public Service Board, acting under the authority granted by the Public Service Act, and was approved by the Governor-General, Paul Hasluck, on 16 February 1973. The amendments focus on revising the salary groups for certain positions, including roles such as Assistant Battery Manager, Battery Manager, Senior Battery Manager, Buildings and Services Officers, Power Station Control Room Operators, Power Station Supervisors, and Transport Officers, reflecting the need to align remuneration with the changing demands and responsibilities of public service roles.

Scope and Application

The regulation, made under the authority of the Public Service Act 1922-1972, pertains specifically to amendments in the salary structures for various positions within the public service. These amendments apply to personnel within certain occupational groups, including battery managers, buildings and services officers, power station operators and supervisors, and transport officers. The regulation impacts both individuals and entities involved in public service roles, particularly within the specified occupational groups. It has a national reach, applying across the Commonwealth of Australia as it is enacted under federal authority. There are no stated exclusions, exemptions, or thresholds within the regulation itself; however, the broader Public Service Act may contain provisions that could affect its application. The regulation also allows for further refinement or expansion through subordinate instruments, enabling the Public Service Board to adapt salary structures to changing circumstances or requirements.

Key Provisions

The primary operative sections of the regulation, as outlined in the Schedule, involve amendments to the Public Service (Salaries) Regulations. Specifically, section 1 of the Schedule omits Group 15, while section 2 introduces a new Group 31a, detailing salary scales for roles such as Assistant Battery Manager, Battery Manager, and Senior Battery Manager. Similarly, section 3 adds a new Group 42a with salary scales for Buildings and Services Officers at different grades. Section 4 replaces Groups 253, 254, and 255 with new salary scales for roles such as Power Station Control Room Operator, Power Station Supervisor, Senior Power Station Supervisor, and Power Station Unit Operators at different grades. Finally, section 5 replaces Group 367 with new salary scales for Assistant Transport Officer and Transport Officer within the Department of the Capital Territory or Department of Health. The obligations and requirements imposed by this regulation are primarily concerned with the adjustment of salary scales for specific public service roles. These roles include various managerial and operational positions within battery management, buildings and services, power stations, and transport. By amending the existing groups in the Third Schedule of the Public Service (Salaries) Regulations, the regulation ensures that the salaries for these positions are updated to reflect current remuneration standards. The regulation also mandates that these new salary scales be implemented in accordance with the prescribed financial years and conditions as outlined in the Public Service Act 1922-1972. Regarding offences, penalties, or consequences for breach, the regulation itself does not explicitly outline any such provisions. However, breaches of the Public Service Act 1922-1972, which this regulation amends, could lead to various civil or criminal consequences depending on the nature and severity of the breach. For instance, non-compliance with salary provisions could result in disciplinary actions against public servants, including fines, demotion, or even dismissal. In severe cases, breaches might also lead to criminal charges under the Public Service Act or other relevant legislation, with potential penalties including imprisonment or substantial fines. The exact penalties would depend on the specific nature of the breach and the discretion of the court or disciplinary body adjudicating the matter.