Wine Overseas Marketing (Staff) Regulations (Amendment)

Overview

The Statutory Rules of 1942, No. 531, are Regulations under the Wine Overseas Marketing Act 1929-1936. Enacted by the Governor-General in Council, these Regulations address the need for adjustments in the salaries of staff employed under the Wine Overseas Marketing (Staff) Regulations to reflect variations in the cost of living. The policy objective is to ensure that the salaries of staff remain aligned with economic conditions, providing stability and fairness to employees. This legislative instrument was introduced to respond to fluctuations in the cost of living and to maintain the purchasing power of the staff's remuneration in alignment with broader economic changes. The regulations were enacted by the Parliament of Australia, aiming to provide a balanced approach to salary adjustments based on the cost of living index.

Scope and Application

The Wine Overseas Marketing (Staff) Regulations 1942, made under the Wine Overseas Marketing Act 1929-1936, apply to the staff of the Wine Overseas Marketing Commission, specifically to those employees whose salaries are governed by these regulations. The regulation governs adjustments to their salaries based on changes in the cost of living, as measured by the weighted average retail price index number for the six State capital cities of the Commonwealth. These adjustments are applied on a biannual basis, with the first adjustment occurring from the commencement of the first fortnightly pay period after the regulation's commencement. The geographic reach of these regulations is national, as they apply to the entire Commonwealth of Australia. There are no stated exclusions or exemptions in this particular regulation; it applies uniformly to all eligible employees unless otherwise directed by the Minister. The regulation does not create any thresholds, but rather sets specific salary adjustments based on the index number ranges provided.

Key Provisions

The Wine Overseas Marketing (Staff) Regulations, 1942 (regulation 4a) establish a mechanism for adjusting the salaries of certain officers based on changes in the cost of living, as measured by the weighted average retail price index number for the six State capital cities of the Commonwealth. This adjustment applies to adult males, adult females, and officers under 21 years of age, with specific amounts of salary increase or decrease tied to the index number. If the index number falls below 81.7, salaries are reduced in a tiered manner depending on the index number group. Conversely, if the index number rises above 83.9, salaries are increased in a similar tiered fashion. For instance, a drop in the index number below 67.9 results in a further decrease of Six pounds per annum for adult males, Four pounds per annum for adult females, and Three pounds per annum for officers under 21 years of age, for every 2.3 points below the threshold. Similarly, if the index number rises above 97.7, salaries are further increased by Six pounds per annum for adult males, Four pounds per annum for adult females, and Three pounds per annum for officers under 21 years of age, for every 2.3 points above the threshold. These adjustments are made semi-annually, with the first adjustment occurring after the commencement of the regulation. The Act imposes specific obligations on the officers covered by these Regulations, particularly regarding salary adjustments based on the cost of living index. These officers must comply with the specified reductions or increases in their salaries as determined by the index number. The Minister has the discretion to direct otherwise for any particular officer, but generally, the officers must adhere to the set percentages and rates of salary adjustment. Additionally, the Regulations require the calculation and application of the index number to determine the appropriate salary adjustments. Breaches of these Regulations may not explicitly state civil or criminal penalties within the text provided, but non-compliance could potentially lead to disciplinary actions or other legal consequences under the broader framework of employment law and regulations. The precise consequences for non-compliance would depend on the specific circumstances and the applicable laws governing employment and administrative regulations in Australia at the time.