Commonwealth Coat of Arms

Public Service Regulations 1999

Statutory Rules No. 300, 1999 as amended

made under the

Public Service Act 1999

Compilation start date:   1 July 2013

Includes amendments up to: SLI No. 35, 2013

About this compilation

The compiled instrument

This is a compilation of the Public Service Regulations 1999 as amended and in force on 1 July 2013. It includes any amendment affecting the compiled instrument to that date.

This compilation was prepared on 1 July 2013.

The notes at the end of this compilation (the endnotes) include information about amending Acts and instruments and the amendment history of each amended provision.

Uncommenced provisions and amendments

If a provision of the compiled instrument is affected by an uncommenced amendment, the text of the uncommenced amendment is set out in the endnotes.

Application, saving and transitional provisions for amendments

If the operation of an amendment is affected by an application, saving or transitional provision, the provision is identified in the endnotes.

Modifications

If a provision of the compiled instrument is affected by a textual modification that is in force, the text of the modifying provision is set out in the endnotes.

Provision ceasing to have effect

If a provision of the compiled instrument has expired or otherwise ceased to have effect in accordance with a provision of the instrument, details of the provision are set out in the endnotes.

 

 

 

 

Contents

Part 1—Preliminary

1.1 Name of Regulations

1.2 Commencement

1.3 Definitions—the dictionary

Part 2—The Australian Public Service

Division 2.1—The Code of Conduct

2.1 Duty not to disclose information (Act s 13)

2.2 Statutory office holder bound by Code of Conduct

2.3 Limitation on sanctions for breaches of Code of Conduct (Act s 15)

Division 2.2—Whistleblower reports

2.4 Basic requirements for procedures for Agency Heads dealing with whistleblower reports

2.5 Basic requirements for Australian Public Service Commissioner dealing with whistleblower reports

2.6 Basic requirements for Merit Protection Commissioner dealing with whistleblower reports

2.7 Circumstances in which Agency Head, Australian Public Service Commissioner or Merit Protection Commissioner may decline to conduct, or may discontinue, an inquiry

Part 3—APS employees

Division 3.1—Employer powers etc of Agency Heads

3.1 Condition of engagement—health clearance (Act s 20)

3.2 Direction to attend medical examination (Act s 20)

3.3 Approval of schemes for nonongoing APS employees to gain skills and experience (Act s 20)

3.4 Engagement of SES employees (Act s 22)

3.5 Engagement of nonongoing nonSES employees

3.10 Suspension from duties (Act s 28)

Division 3.3—Miscellaneous

3.16 Knowledge of Act, Regulations and Commissioner’s Directions

Part 4—Independent Selection Advisory Committees

4.1 Function of ISAC

4.2 Establishment of ISAC

4.3 Constitution of ISAC

4.4 ISAC procedures—minimum requirements

4.5 ISAC procedures—Merit Protection Commissioner’s instructions

4.6 Assistance to ISAC

4.7 Assessment and recommendation by ISAC

4.8 Nonagreement on recommendation by ISAC

4.9 ISAC recommendation not binding

4.10 Effect of acting on ISAC recommendation

4.11 Effect of not acting in accordance with ISAC recommendation

4.12 Offence

Part 5—Review of actions

Division 5.1—Statement of intent and outline

5.1 General policy about review

5.2 Outline of Part 5

5.3 Review of certain promotion and engagement decisions

5.4 Review of other APS action

5.5 Agency Head’s responsibility

Division 5.2—Review of certain APS promotion decisions and engagement decisions (including decisions involving Parliamentary Service employees)

5.6 Application of Division 5.2

5.7 Entitlement for review: promotion decision

5.7A Entitlement for review: engagement decision

5.8 Grounds for review

5.9 Application for review

5.10 Appointment of PRC

5.11 Constitution of PRC

5.12 Statements by parties

5.13 Frivolous or vexatious applications

5.14 PRC procedures—minimum requirements

5.15 PRC procedures—Merit Protection Commissioner’s instructions

5.16 Assistance to PRC

5.17 Requirement to provide information or documents

5.18 Conduct of review by PRC

5.19 Nonagreement on decision by PRC

5.20 Effect of PRC decision

5.21 Offence

Division 5.3—Application by APS employees for review of other actions

Subdivision 5.3.1—Reviewable action

5.22 Entitlement to review

5.23 What APS action is reviewable action

Subdivision 5.3.2—Primary review

5.24 Application for primary review

5.25 Referral to Merit Protection Commissioner

5.26 Notice that action not reviewable

5.27 Conduct of review by Agency Head

5.28 Conduct of review by Merit Protection Commissioner etc

Subdivision 5.3.3—Secondary review

5.29 Application for secondary review

5.30 Agency Head to give documents to Merit Protection Commissioner

5.31 Conduct of review

Subdivision 5.3.4—Action following recommendation to Agency Head

5.32 Action by Agency Head

Subdivision 5.3.5—Other provisions about review

5.33 Review procedures—minimum requirements

5.35 Requirement to provide information or documents

5.36 Making of application does not operate as stay

5.37 Offence

Part 6—The Australian Public Service Commissioner

6.1 Commissioner’s functions—inquiries into Merit Protection Commissioner’s behaviour (Act s 41(1))

6.1A Australian Public Service Commissioner’s functions—inquiries into alleged breaches of Code of Conduct by statutory office holders (Act s 41(2)(p))

6.2 Australian Public Service Commissioner’s functions—inquiries into alleged breaches of Code of Conduct by Agency Heads (Act s 41A)

6.3 Circumstances in which Australian Public Service Commissioner may decline to conduct, or may discontinue, inquiry into alleged breach of Code of Conduct by Agency Head

6.4 Basic requirements for procedures for determining alleged breach of Code of Conduct by an APS employee or a former APS employee

6.5 Australian Public Service Commissioner may discontinue inquiry into alleged breach of Code of Conduct by an APS employee or a former APS employee

6.6 Protected information

6.7 Compellability of entrusted persons to give evidence

6.8 Giving information or producing documents

6.9 Immunity from civil proceedings

Part 7—The Merit Protection Commissioner

Division 7.1—Prescribed functions

7.1 Prescribed functions (Act s 50)

Division 7.2—Complaints of former employees

7.2 Investigation of complaints by former employees

Division 7.3—Review of determination of breach of Code of Conduct by former APS employee

7.2A Entitlement to review

7.2B Application for review

7.2C Notice that action not reviewable

7.2D Conduct of review

7.2E Review procedures—minimum requirements

7.2F Requirement to provide information or documents

7.2G Making application does not operate as stay

7.2H Offence

Division 7.4—Review of actions of statutory office holders

7.3 Review of actions of statutory office holders who are not Agency Heads

Division 7.5—Miscellaneous

7.4 Other functions of Merit Protection Commissioner

7.5 Independence of Merit Protection Commissioner

7.6 Prescribed entrusted person

7.7 Protected information

7.8 Compellability of entrusted persons to give evidence

7.9 Giving information or producing documents

Division 7.6—Basic requirements for procedures for determining alleged breach of Code of Conduct by APS employee or former APS employee

7.10 Basic requirements for procedures for determining breach of Code of Conduct by an APS employee or a former APS employee

Part 8—Administrative arrangements and reorganisations

8.1 Employment conditions after machinery of government changes—movement of APS employees (Act s 72)

8.2 Employment conditions after machinery of government changes—engagement of nonAPS employees (Act s 72)

8.3 Prescribed circumstances in relation to employment in former Agency (Act s 72)

Part 8A—Attachment of salaries to satisfy judgment debts

8A.1 Definitions

8A.2 Application of Part 8A

8A.3 Application of State and Territory law

8A.4 Paying officer

8A.5 Authority to make deductions

8A.6 Administration fee

8A.7 More than 1 judgment debt

8A.8 Effect of deductions

8A.9 Rate of deductions

8A.10 Move to another Agency

8A.11 Administration of deductions

8A.12 Recovery of overpayment

Part 9—Miscellaneous

9.2 Use and disclosure of personal information (Act s 72E)

9.3 Delegations

9.4 Payments in special circumstances (Act s 73)

Part 10—Transitional arrangements

Division 10.1—Amendments made by Public Service Amendment Regulation 2013 (No. 1)

10.1 Definitions for Division 10.1

10.2 Inquiry in progress into alleged breach of Code of Conduct by Merit Protection Commissioner

10.3 Allegation of breach of Code of Conduct by Merit Protection Commissioner before commencement day

10.4 Misconduct under the Public Service Act 1922

10.5 Continued application of the Merit Protection (Australian Government Employees) Act 1984 for certain purposes

10.6 No further appeal or review on or after commencement day

10.7 Determinations of special terms or conditions of employment

10.8 Review of matters relating to Code of Conduct as in force before commencement day

10.9 Review of action lodged before commencement day

10.10 Conduct of ISAC and recommendation by ISAC

10.11 Review of promotion notified before commencement day

Schedule 1—Nonreviewable actions

Schedule 2—Comparable and higher APS classifications to Parliamentary Service classifications

1 Meaning of comparable classification

2 Meaning of higher classification

Dictionary

Endnotes

Endnote 1—Legislation history

Endnote 2—Amendment history

Endnote 3—Uncommenced amendments [none]

Endnote 5—Misdescribed amendments [none]

Part 1Preliminary

 

1.1  Name of Regulations

  These Regulations are the Public Service Regulations 1999.

1.2  Commencement

  These Regulations commence on the commencement of the Public Service Act 1999.

1.3  Definitions—the dictionary

 (1) The dictionary at the end of these Regulations defines certain words and expressions, and includes references to certain words and expressions that are defined elsewhere in these Regulations (signpost definitions).

Note: The dictionary only includes a signpost definition for a word or expression if the word or expression is used in more than one regulation.

 (2) The dictionary includes certain words and expressions relevant to these Regulations that are defined in the Public Service Act 1999.

Note: These definitions are indicated by an asterisk (*) and have been included for information only to assist readers of the regulations. Minor changes from the Act definitions are indicated by square brackets ([ ]).

 (3) A definition in these Regulations applies to each use of the word or expression in these Regulations, unless the contrary intention appears.

Part 2The Australian Public Service

Division 2.1The Code of Conduct

2.1  Duty not to disclose information (Act s 13)

 (1) This regulation is made for subsection 13(13) of the Act.

 (2) This regulation does not affect other restrictions on the disclosure of information.

 (3) An APS employee must not disclose information which the APS employee obtains or generates in connection with the APS employee’s employment if it is reasonably foreseeable that the disclosure could be prejudicial to the effective working of government, including the formulation or implementation of policies or programs.

 (4) An APS employee must not disclose information which the APS employee obtains or generates in connection with the APS employee’s employment if the information:

 (a) was, or is to be, communicated in confidence within the government; or

 (b) was received in confidence by the government from a person or persons outside the government;

whether or not the disclosure would found an action for breach of confidence.

 (5) Subregulations (3) and (4) do not prevent a disclosure of information by an APS employee if:

 (a) the information is disclosed in the course of the APS employee’s duties; or

 (b) the information is disclosed in accordance with an authorisation given by an Agency Head; or

 (c) the disclosure is otherwise authorised by law; or

 (d) the information that is disclosed:

 (i) is already in the public domain as the result of a disclosure of information that is lawful under these Regulations or another law; and

 (ii) can be disclosed without disclosing, expressly or by implication, other information to which subregulation (3) or (4) applies.

 (6) Subregulations (3) and (4) do not limit the authority of an Agency Head to give lawful and reasonable directions in relation to the disclosure of information.

Note: Under section 70 of the Crimes Act 1914, it is an offence for an APS employee to publish or communicate any fact or document which comes to the employee’s knowledge, or into the employee’s possession, by virtue of being a Commonwealth officer, and which it is the employee’s duty not to disclose.

2.2  Statutory office holder bound by Code of Conduct

 (1) For the definition of statutory office holder in subsection 14(3) of the Act, an office is prescribed if:

 (a) it is held by a person who is engaged or employed under an Act; and

 (b) the holder is assisted by, or has dealings with, APS employees in a supervisory capacity, or in another capacity related to the holder’s day to day working relationship with APS employees; and

 (c) the office is not:

 (i) an office of Agency Head; or

 (ii) a judicial office.

 (2) For the definition of statutory office holder in subsection 14(3) of the Act, an appointment is prescribed if:

 (a) it is the appointment of a person under an Act; and

 (b) the appointee is assisted by, or has dealings with, APS employees in a supervisory capacity or another capacity related to the appointee’s day to day working relationship with APS employees; and

 (c) the appointment is not:

 (i) an appointment as an Agency Head; or

 (ii) a judicial appointment; or

 (iii) an appointment as a member of the Australian Defence Force; or

 (iv) an appointment as a member of the Administrative Appeals Tribunal; or

 (v) an appointment as a member of the Migration Review Tribunal; or

 (vi) an appointment as a member of the Refugee Review Tribunal; or

 (vii) an appointment as a member of the National Native Title Tribunal; or

 (viii) an appointment as a member of the Social Security Appeals Tribunal; or

 (ix) an appointment as a member of the Veterans’ Review Board.

 (3) For subsection 14(2A) of the Act:

 (a) a statutory office holder is bound by the Code of Conduct only to the extent to which the statutory office holder:

 (i) is assisted by APS employees in a supervisory capacity or another capacity related to the statutory office holder’s day to day working relationship with APS employees; or

 (ii) deals with APS employees in a supervisory capacity, or in another capacity related to the statutory office holder’s day to day working relationship with APS employees; and

 (b) if there is an inconsistency between the requirements of:

 (i) the Code of Conduct; and

 (ii) an Australian law that relates to a statutory office holder’s office or appointment;

  the Code of Conduct does not bind the statutory office holder to the extent of the inconsistency.

Note: The Code of Conduct requires the upholding of the APS Values and APS Employment Principles, among other things.

 (4) For subsection14(2A) of the Act, a statutory office holder is bound by the Code of Conduct as if the Code of Conduct referred to the statutory office holder’s office or appointment and matters related to the office or appointment.

2.3  Limitation on sanctions for breaches of Code of Conduct (Act s 15)

 (1) This regulation applies if:

 (a) an APS employee in an Agency is found to have breached the Code of Conduct; and

 (b) under paragraph 15(1)(e) of the Act, the Agency Head imposes on the employee the sanction of deduction from salary, by way of fine.

 (2) For the purposes of subsection 15(2) of the Act, the deduction must not be more than 2% of the APS employee’s annual salary.

Division 2.2Whistleblower reports

2.4  Basic requirements for procedures for Agency Heads dealing with whistleblower reports

 (1) For subsection 16(3) of the Act, this regulation prescribes basic requirements for procedures for dealing with a whistleblower report made to an Agency Head or a person authorised for the purposes of section 16 of the Act by the Agency Head.

 (2) The procedures must require the Agency Head or authorised person to:

 (a) accept the whistleblower report; and

 (b) give information to the whistleblower about the protections available under subsection 16(1) of the Act.

 (3) The procedures must require the Agency Head to commence an inquiry into the whistleblower report unless the Agency Head reasonably believes that there are circumstances in which to decline to conduct an inquiry.

Note: For the circumstances in which an Agency Head can decline to conduct an inquiry, see subregulation 2.7(2).

 (4) The procedures must require the Agency Head to:

 (a) complete an inquiry into the whistleblower report unless the Agency Head reasonably believes that there are circumstances in which to discontinue the inquiry; and

 (b) report the outcome of the inquiry to the whistleblower; and

 (c) ensure that the outcome of the inquiry is dealt with as soon as practicable.

Note: For the circumstances in which an Agency Head can discontinue an inquiry, see subregulation 2.7(2).

 (5) The procedures must require the Agency Head to consider, having regard to all the circumstances, whether to give the person about whom the whistleblower report has been made an opportunity to be heard in relation to the report.

 (6) The procedures must require the Agency Head to advise the whistleblower if the Agency Head:

 (a) decides to decline to conduct an inquiry into the whistleblower report; or

 (b) commences an inquiry into the whistleblower report, and then decides that there are circumstances in which the inquiry should be discontinued.

Note: For the circumstances in which an Agency Head can decline to conduct, or discontinue, an inquiry, see subregulation 2.7(2).

2.5  Basic requirements for Australian Public Service Commissioner dealing with whistleblower reports

 (1) For paragraph 16(5)(b) of the Act, this regulation prescribes basic procedural requirements that the Australian Public Service Commissioner must comply with in dealing with a whistleblower report.

 (2) The Australian Public Service Commissioner must accept the whistleblower report if:

 (a) the Australian Public Service Commissioner considers that it would be inappropriate for the whistleblower to make the whistleblower report to the relevant Agency Head; or

 (b) the whistleblower has made a whistleblower report to the relevant Agency Head and is not satisfied with:

 (i) the Agency Head’s decision to decline to conduct an inquiry into the whistleblower report; or

 (ii) the Agency Head’s decision to discontinue an inquiry into the whistleblower report; or

 (iii) the outcome of the Agency Head’s inquiry into the whistleblower report.

 (3) The Australian Public Service Commissioner must commence an inquiry into the whistleblower report unless the Australian Public Service Commissioner reasonably believes that there are circumstances in which to decline to conduct an inquiry.

Note: For the circumstances in which the Australian Public Service Commissioner can decline to conduct an inquiry, see subregulations 2.7(2) and (3).

 (4) The Australian Public Service Commissioner must:

 (a) complete an inquiry into the whistleblower report unless the Australian Public Service Commissioner reasonably believes that there are circumstances in which to discontinue the inquiry; and

 (b) report the outcome of the inquiry to the whistleblower and the relevant Agency Head.

Note: For the circumstances in which the Australian Public Service Commissioner can discontinue an inquiry, see subregulations 2.7(2) and (3).

 (5) The Australian Public Service Commissioner must consider, having regard to all the circumstances, whether to give the person about whom the whistleblower report has been made an opportunity to be heard in relation to the report.

2.6  Basic requirements for Merit Protection Commissioner dealing with whistleblower reports

 (1) For paragraph 16(5)(b) of the Act, this regulation prescribes basic procedural requirements that the Merit Protection Commissioner must comply with in dealing with a whistleblower report.

 (2) The Merit Protection Commissioner must accept the whistleblower report if:

 (a) the Merit Protection Commissioner considers that it would be inappropriate for the whistleblower to make the whistleblower report to the relevant Agency Head; or

 (b) the whistleblower has made a whistleblower report to the relevant Agency Head and is not satisfied with:

 (i) the Agency Head’s decision to decline to conduct an inquiry into the whistleblower report; or

 (ii) the Agency Head’s decision to discontinue an inquiry into the whistleblower report; or

 (iii) the outcome of the Agency Head’s inquiry into the whistleblower report.

 (3) The Merit Protection Commissioner must commence an inquiry into the whistleblower report unless the Merit Protection Commissioner reasonably believes that there are circumstances in which to decline to conduct an inquiry.

Note: For the circumstances in which the Merit Protection Commissioner can decline to conduct an inquiry, see subregulations 2.7(2) and (4).

 (4) The Merit Protection Commissioner must:

 (a) complete an inquiry into the whistleblower report unless the Merit Protection Commissioner reasonably believes that there are circumstances in which to discontinue the inquiry; and

 (b) report the outcome of the inquiry to the whistleblower and the relevant Agency Head.

Note: For the circumstances in which the Merit Protection Commissioner can discontinue an inquiry, see subregulations 2.7(2) and (4).

 (5) The Merit Protection Commissioner must consider, having regard to all the circumstances, whether to give the person about whom the whistleblower report has been made an opportunity to be heard in relation to the report.

2.7  Circumstances in which Agency Head, Australian Public Service Commissioner or Merit Protection Commissioner may decline to conduct, or may discontinue, an inquiry

 (1) For subsection 16(6) of the Act, this regulation prescribes circumstances in which an Agency Head, the Australian Public Service Commissioner or the Merit Protection Commissioner may:

 (a) decline to conduct an inquiry into a whistleblower report; or

 (b) discontinue an inquiry into a whistleblower report.

 (2) A circumstance is that the Agency Head, the Australian Public Service Commissioner or the Merit Protection Commissioner reasonably believes that:

 (a) the whistleblower report would be dealt with more appropriately by different means; or

Example: When other action is being undertaken under the Act or another Commonwealth law.

 (b) the whistleblower report is vexatious, frivolous, misconceived or lacking in substance; or

 (c) insufficient detail has been provided; or

 (d) undertaking the inquiry would not otherwise be justified in all the circumstances.

 (3) A circumstance for the Australian Public Service Commissioner is that the whistleblower report:

 (a) has not already been considered by the relevant Agency Head; or

 (b) is being, or has already been, considered by the Merit Protection Commissioner.

 (4) A circumstance for the Merit Protection Commissioner is that the whistleblower report:

 (a) has not already been considered by the relevant Agency Head; or

 (b) is being, or has already been, considered by the Australian Public Service Commissioner.

Part 3APS employees

Division 3.1Employer powers etc of Agency Heads

3.1  Condition of engagement—health clearance (Act s 20)

 (1) This regulation applies to an APS employee whose engagement in an Agency is subject, under paragraph 22(6)(e) of the Act, to a condition dealing with health clearances.

 (2) While the engagement is subject to the condition:

 (a) the Agency Head may, in writing, direct the employee to do either or both of the following within a specified period:

 (i) undergo an examination by a nominated medical practitioner for an assessment of the employee’s fitness for duty;

 (ii) give the Agency Head a report of the examination; and

 (b) the nominated medical practitioner may give the Agency Head a report of the examination.

 (3) In this regulation:

nominated medical practitioner means a person who is:

 (a) registered, or licensed, as a health practitioner under a law of a State or Territory that provides for the registration or licensing of health practitioners; and

 (b) nominated by an Agency Head to assess the fitness for duty of an APS employee in the Agency.

Note 1: The Privacy Act 1988 has rules about keeping records of personal information.

Note 2: Arrangements will be made in Agencies to ensure that employees know the period in which an engagement is subject to a condition dealing with health clearances.

3.2  Direction to attend medical examination (Act s 20)

 (1) This regulation applies if:

 (a) an Agency Head believes that the state of health of an APS employee in the Agency:

 (i) may be affecting the employee’s work performance; or

 (ii) has caused, or may cause, the employee to have an extended absence from work; or

 (iii) may be a danger to the employee; or

 (iv) has caused, or may cause, the employee to be a danger to other employees or members of the public; or

 (v) may be affecting the employee’s standard of conduct; or

 (b) an APS employee is to be assigned new duties and the Agency Head believes the employee’s state of health may affect the employee’s ability to undertake the duties; or

 (c) an APS employee is to travel overseas as part of the APS employee’s employment.

Note: Examples of absences that could be treated as extended absences are:

(a) an absence from work of at least 4 continuous weeks; and

(b) a combined total of absences from work, within a 13 week period, whether based on a single or separate illness or injury, of at least 4 weeks.

 The examples are consistent with the former Public Service Regulations 1935.

 (2) The Agency Head may, in writing, direct the APS employee to do either or both of the following within a specified period:

 (a) undergo an examination by a nominated medical practitioner for an assessment of the employee’s fitness for duty;

 (b) give the Agency Head a report of the examination.

 (2A) The nominated medical practitioner may give the Agency Head a report of the examination.

 (3) In this regulation:

nominated medical practitioner has the meaning given by subregulation 3.1(3).

Note: The Privacy Act 1988 has rules about keeping records of personal information.

3.3  Approval of schemes for nonongoing APS employees to gain skills and experience (Act s 20)

 (1) For the purposes of subsection 20(2) of the Act, an Agency Head may approve a scheme for persons engaged for a specified term, or for the duration of a specified task, in the Agency to gain skills and experience for the purpose of assisting them to participate in the workforce.

 (2) The approval of a scheme must be published in the Public Service Gazette within 14 days after the day the scheme is approved.

3.4  Engagement of SES employees (Act s 22)

 (1) For the purposes of subsection 22(4) of the Act, this regulation sets out the circumstances in which a person may be engaged as an SES employee for a specified term.

 (2) The person may be engaged for a specified term if the term does not exceed 5 years.

 (3) For the purposes of subsection 22(5) of the Act, if the person has been engaged for a specified term of less than 5 years:

 (a) the engagement may be extended once or more than once; but

 (b) the engagement may be extended only to the extent that the total term does not exceed 5 years.

Note: Paragraph 10A(1)(b) of the Act provides that the usual basis for engagement of an APS employee is as an ongoing APS employee.

3.5  Engagement of nonongoing nonSES employees

 (1) For subsection 22(4) of the Act, this regulation prescribes circumstances in which an Agency Head may engage a person as a nonSES employee for a specified term or for the duration of a specified task.

Note 1: Paragraph 10A(1)(c) of the Act requires engagement and promotion decisions to be based on merit. Chapter 2 of the Commissioner’s Directions explains how this employment principle is to be applied.

Note 2: The usual basis for engagement of an APS employee is as an ongoing APS employee, see paragraph 10A(1)(b) of the Act. An Agency Head is expected to have regard to that paragraph before engaging a person as a nonongoing APS employee.

Specified task

 (2) If an Agency Head engages a person as a nonongoing employee for a specified task, the Agency Head must, at the time of the engagement:

 (a) be able to reasonably estimate the duration of the task; and

 (b) be satisfied that the services of the person are unlikely to be required after the task is complete.

Specified term

 (3) An Agency Head may engage a person as a nonongoing employee for a specified term if:

 (a) the duties of the employment are to be performed by the person only for a limited period, and the performance of those duties by that person is unlikely to be required after that period; or

Examples: The agency:

(a) has a temporary increase in its workload; or

(b) has a temporary demand for employees with particular skills; or

(c) needs to replace an ongoing employee who is on leave or who is assigned to other duties.

 (b) the particular skills, knowledge or experience required to perform the duties of the employment can best be met by employing a person who has recently worked in the industry that corresponds to the employment for which the person is being engaged; or

 (c) the purpose of the employment is to assist the person to gain:

 (i) skills and experience, by participating in the workforce under a scheme approved by the Agency Head or by the Australian Public Service Commissioner; or

 (ii) a formal occupational qualification, licence, accreditation or registration; or

 (d) the person has received a written offer of ongoing employment, but prefers to be engaged as a nonongoing employee; or

 (e) the person is an ongoing Parliamentary Service employee.

 (4) If an Agency Head engages a person as a nonongoing employee for a specified term, as described in subregulation (3):

 (a) the period of the engagement:

 (i) must be a period that represents a reasonable estimate of the time required for the performance of the duties; and

 (ii) for a person engaged in accordance with paragraph (3)(a) or (b)—must not be more than 18 months; and

 (b) for a person engaged in accordance with paragraph (3)(a) or (b)—any extension of the engagement must be for a period that represents a reasonable estimate of the length of time required for the performance of the duties; and

 (c) subject to subregulation (5), the total period of the engagement, including any extensions of the engagement, must not exceed 3 years.

 (5) The period of 3 years mentioned in paragraph (4)(c) may be extended, for a period of not more than 12 months, only if:

 (a) the Agency Head considers that the engagement is necessary for the Agency’s operations; and

 (b) the Australian Public Service Commissioner:

 (i) is satisfied that special circumstances exist; and

 (ii) authorises the Agency Head to extend the engagement.

 (6) In addition to subregulations (3), (4) and (5):

 (a) an Agency Head may engage a person as a nonongoing employee for a specified term if:

 (i) the person is an employee of a State or Territory, or an authority of a State or Territory; and

 (ii) the Agency Head has entered into an agreement with a State or Territory, or an authority of a State or Territory, to engage the person as a nonongoing employee for a specified term; and

 (b) the period of engagement mentioned in paragraph (a) is the period decided by the Agency Head.

3.10  Suspension from duties (Act s 28)

 (1) An Agency Head may suspend an APS employee employed in the Agency from duties if the Agency Head believes on reasonable grounds that:

 (a) the employee has, or may have, breached the Code of Conduct; and

 (b) the employee’s suspension is in the public, or the Agency’s, interest.

 (2) The suspension may be with remuneration.

 (3) If the suspension is to be without remuneration, the period without remuneration is to be:

 (a) not more than 30 days; or

 (b) if exceptional circumstances apply—a longer period.

 (4) The Agency Head must review the suspension at reasonable intervals.

 (5) The Agency Head must immediately end the suspension if the Agency Head no longer believes on reasonable grounds:

 (a) that the APS employee has, or may have, breached the Code of Conduct; or

 (b) that the employee’s suspension is in the public, or the Agency’s, interest.

 (6) The Agency Head must immediately end the suspension if a sanction has been imposed on the APS employee for the relevant breach of the Code of Conduct.

 (7) In exercising powers under this regulation, the Agency Head must have due regard to procedural fairness unless the Agency Head is satisfied on reasonable grounds that, in the particular circumstances, it would not be appropriate.

Division 3.3Miscellaneous

3.16  Knowledge of Act, Regulations and Commissioner’s Directions

  Each APS employee must inform himself or herself about the Act, these Regulations and the Commissioner’s Directions.

Part 4Independent Selection Advisory Committees

 

4.1  Function of ISAC

 (1) The function of an ISAC is to make recommendations to an Agency Head about the suitability of candidates for:

 (a) engagement connected with employment in the Agency; or

 (b) promotion to employment in the Agency; or

 (c) assignment to duties in connection with employment in the Agency.

 (2) The employment must be at a classification mentioned in any of Groups 1 to 6 set out in Schedule 1 to the Classification Rules.

4.2  Establishment of ISAC

 (1) The Merit Protection Commissioner may establish an ISAC at the request of an Agency Head.

 (2) The Merit Protection Commissioner may charge the Agency Head a fee for carrying out functions for the Agency Head under this Part.

4.3  Constitution of ISAC

 (1) An ISAC must comprise:

 (a) a Convenor nominated by the Merit Protection Commissioner; and

 (b) a person nominated by the relevant Agency Head; and

 (c) an APS employee nominated by the Merit Protection Commissioner.

 (2) The Merit Protection Commissioner must be satisfied that the APS employee nominated under paragraph (1)(c) has the skills and personal qualities necessary to undertake his or her role independently and impartially.

 (3) The APS employee nominated under paragraph (1)(c) must be made available for the purposes of the ISAC, subject to the operational efficiency of the Agency in which he or she is employed.

 (4) If a member of an ISAC ceases to act as a member before the ISAC has made its recommendation to the relevant Agency Head, the ISAC is to be reconstituted by the remaining members and another member nominated in accordance with subregulation (1).

 (5) The reconstituted ISAC must have regard to matters put before, or decided by, the ISAC as previously constituted.

 (6) A person is not subject to direction in carrying out his or her duties as a member of an ISAC, except:

 (a) by a Court; or

 (b) by instructions issued under regulation 4.5.

4.4  ISAC procedures—minimum requirements

 (1) The procedures used by an ISAC in performing its functions under this Part must meet the following minimum requirements:

 (a) the procedures must have due regard to procedural fairness;

 (b) the functions must be carried out in private;

 (c) the functions of the ISAC must be finished as quickly, and with as little formality, as a proper consideration of the matter allows.

 (2) A person appearing before an ISAC must do so without representation unless the Merit Protection Commissioner decides that, in all the circumstances, it would be reasonable to allow the person to be represented.

4.5  ISAC procedures—Merit Protection Commissioner’s instructions

 (1) The Merit Protection Commissioner must, as soon as practicable after the commencement of this regulation, issue instructions about the procedures to be followed by an ISAC in performing its functions under this Part.

 (1A) The Merit Protection Commissioner may issue instructions, in writing, about the procedures to be followed by an Agency Head who is appointed, under subregulation 4.7(1B), to act on behalf of an ISAC in performing the functions of the ISAC under this Part.

 (2) The instructions must not be inconsistent with the Act, these Regulations or the Commissioner’s Directions.

 (3) An ISAC, or an Agency Head appointed under subregulation 4.7(1B) to act on behalf of an ISAC, must comply with the instructions.

4.6  Assistance to ISAC

  The Merit Protection Commissioner must take all reasonable steps to ensure that staff and other resources are available to assist an ISAC to carry out its functions efficiently and effectively.

4.7  Assessment and recommendation by ISAC

 (1) If an ISAC is established in respect of an employment opportunity, the ISAC must:

 (a) assess the relative merits of the candidates for the relevant employment on the basis of:

 (i) the relative suitability of the candidates for the duties; and

 (ii) the relationship between the candidates’ work related qualities and the workrelated qualities genuinely required for the duties; and

 (iii) the relative capacity of the candidates to achieve outcomes related to the duties; and

 (b) report on the assessment to the relevant Agency Head; and

 (c) make a recommendation to the Agency Head, primarily on the basis of the assessment, as to which candidate it considers to be the most suitable for the relevant employment.

 (1A) In conducting an assessment under subregulation (1), the ISAC may seek and accept expert opinion about the workrelated qualities and capabilities of candidates.

 (1B) The ISAC may appoint the relevant Agency Head to act on behalf of the ISAC in conducting some or all of an assessment under subregulation (1).

 (1C) The Agency Head:

 (a) must act in accordance with instructions given to the Agency Head by the ISAC; and

 (b) must act in accordance with instructions from the Merit Protection Commissioner only to the extent that the Agency Head is appointed as an agent of the ISAC under subregulation (1B).

 (2) If the ISAC considers that none of the candidates is suitable for the relevant employment, the ISAC must make a recommendation to the Agency Head to that effect.

4.8  Nonagreement on recommendation by ISAC

 (1) This regulation applies if all members of an ISAC do not agree on a recommendation.

 (2) If 2 members agree on a recommendation, that recommendation is taken to be the recommendation of the ISAC.

 (3) If there is no agreement between any of the members, the Convenor’s recommendation is taken to be the recommendation of the ISAC.

4.9  ISAC recommendation not binding

  The recommendation of an ISAC is not binding on an Agency Head.

4.10  Effect of acting on ISAC recommendation

 (1) An engagement, promotion or assignment of duties made in accordance with an ISAC recommendation is not subject to review under Part 5.

 (2) The engagement, promotion or assignment of duties must be published in the Public Service Gazette as having been made in accordance with an ISAC recommendation.

Note: This subregulation also applies to any subsequent engagement, promotion or assignment of duties made by an Agency Head in accordance with an ISAC recommendation.

 (3) The engagement, promotion or assignment of duties is not affected by:

 (a) a defect in the nomination of a member of the ISAC; or

 (b) a failure to comply with the instructions issued under regulation 4.5.

4.11  Effect of not acting in accordance with ISAC recommendation

 (1) If, instead of acting in accordance with an ISAC recommendation of a candidate in respect of an employment opportunity, an Agency Head promotes another ongoing APS employee to the relevant employment, the promotion is subject to review under Division 5.2.

 (1A) However, subregulation (1) does not apply if:

 (a) either of the following occurs after the ISAC has made its recommendation:

 (i) the candidate is found to have breached the Code of Conduct, and the Agency Head believes that the candidate is no longer suitable for the employment opportunity;

 (ii) the candidate has lost a qualification which is essential for the candidate’s suitability for the employment opportunity; and

Example: A security clearance.

 (b) the Agency Head has consulted with the Merit Protection Commissioner about the candidate; and

 (c) the Agency Head acts in accordance with the recommendation of the ISAC in relation to the next suitable candidate.

 (2) The promotion must be published in the Public Service Gazette as a promotion decision that is subject to review under Division 5.2.

4.12  Offence

 (1) A person commits an offence if the person obstructs an ISAC in carrying out its functions under this Part.

Penalty: 10 penalty units.

 (2) Strict liability applies to the physical element of an offence against subregulation (1) that the functions being carried out by the ISAC were functions under this Part.

Note: For strict liability, see section 6.1 of the Criminal Code.

Part 5Review of actions

Division 5.1Statement of intent and outline

5.1  General policy about review

 (1) It is the policy of the Australian Government that APS Agencies should achieve and maintain workplaces that encourage productive and harmonious working environments. 

 (2) It is intended that this Part should provide for a fair system of review of APS actions.

 (3) Employees’ concerns are intended to be dealt with quickly, impartially, and fairly.

 (4) The review processes are intended to be consistent with the use of alternative dispute resolution methods to reach satisfactory outcomes where appropriate.

 (5) Nothing in this Part is intended to prevent an application for review from being resolved by conciliation or other means at any time before the review process is completed.

5.2  Outline of Part 5

  This Part makes provision in relation to the following matters:

 (a) the entitlement of APS employees to review of certain promotion decisions and other APS actions;

 (b) the entitlement of ongoing Parliamentary Service employees to review of certain promotion decisions;

 (c) the entitlement of APS employees and ongoing Parliamentary Service employees to review of certain engagement decisions;

 (d) the responsibilities and powers of Agency Heads and the Merit Protection Commissioner in relation to review of APS actions;

 (e) the role and powers of Promotion Review Committees constituted for the review of a decision mentioned in this regulation.

Note: Certain reporting powers for the Merit Protection Commissioner are set out in subsection 33(6) of the Act.

5.3  Review of certain promotion and engagement decisions

  Division 5.2 provides for applications for review of certain promotion decisions and engagement decisions to be made to the Merit Protection Commissioner for review by a Promotion Review Committee.

Note: A decision by a Promotion Review Committee is binding on an Agency Head: see subregulation 5.20(1).

5.4  Review of other APS action

  Division 5.3 provides for:

 (a) applications for primary review of other APS actions to be made to the relevant Agency Head or, in certain circumstances, to the Merit Protection Commissioner; and

 (b) applications for secondary review of actions that were the subject of primary review by an Agency Head to be made to the Merit Protection Commissioner.

Note: A recommendation made on an application to the Merit Protection Commissioner for primary or secondary review is not binding on an Agency Head: see r 5.32.

5.5  Agency Head’s responsibility

  An Agency Head is responsible for ensuring that applications for review can be dealt with in accordance with:

 (a) this Part; and

 (b) the Commissioner’s Directions; and

 (c) the Agency Head’s responsibility to uphold and promote the APS Values and the APS Employment Principles.

Division 5.2Review of certain APS promotion decisions and engagement decisions (including decisions involving Parliamentary Service employees)

5.6  Application of Division 5.2

 (1) This Division applies if:

 (a) a decision (a promotion decision) is made by an Agency Head to promote an ongoing APS employee to employment at a classification mentioned in any of Groups 1 to 6 set out in Schedule 1 to the Classification Rules; and

 (b) the promotion decision is not made in accordance with the recommendation of an Independent Selection Advisory Committee; and

 (c) the promotion decision is not made in accordance with a PRC decision.

 (2) This Division also applies if:

 (a) an engagement decision is made by an Agency Head to engage an ongoing Parliamentary Service employee as an ongoing APS employee at a classification mentioned in any of Groups 1 to 6 set out in Schedule 1 to the Classification Rules; and

 (b) the engagement decision is not made in accordance with the recommendation of an Independent Selection Advisory Committee; and

 (c) the engagement decision is not made in accordance with a PRC decision.

 (3) In this Division, a decision to engage an ongoing Parliamentary Service employee is an engagement decision if the engagement is at a higher classification than the ongoing Parliamentary Service employee’s classification as a Parliamentary Service employee, worked out in accordance with Schedule 2.

Note: See the definition of higher, for a classification, in the Dictionary.

5.7  Entitlement for review: promotion decision

 (1) If:

 (a) an ongoing APS employee applies for promotion to relevant employment; and

 (b) a promotion decision is made in relation to the relevant employment;

the ongoing APS employee is entitled to apply to the Merit Protection Commissioner to have the promotion decision reviewed by a Promotion Review Committee.

Note: A Promotion Review Committee may be appointed to deal with:

(a) applications from APS employees and Parliamentary Service employees in relation to the same promotion decision; and

(b) applications relating to promotion decisions and engagement decisions.

 (2) If:

 (a) an ongoing Parliamentary Service employee applies for engagement to relevant employment; and

 (b) the engagement would be at a higher classification than the Parliamentary Service employee’s classification as a Parliamentary Service employee; and

 (c) a promotion decision is made in relation to the relevant employment;

the ongoing Parliamentary Service employee is entitled to apply to the Merit Protection Commissioner to have the promotion decision reviewed by a Promotion Review Committee.

Note: A Promotion Review Committee may be appointed to deal with:

(a) applications from APS employees and Parliamentary Service employees in relation to the same promotion decision; and

(b) applications relating to promotion decisions and engagement decisions.

5.7A  Entitlement for review: engagement decision

 (1) If:

 (a) an ongoing APS employee applies for promotion to relevant employment; and

 (b) an engagement decision is made in relation to the relevant employment;

the ongoing APS employee is entitled to apply to the Merit Protection Commissioner to have the engagement decision reviewed by a Promotion Review Committee.

Note: A Promotion Review Committee may be appointed to deal with:

(a) applications from APS employees and Parliamentary Service employees in relation to the same promotion decision; and

(b) applications relating to promotion decisions and engagement decisions.

 (2) If:

 (a) an ongoing Parliamentary Service employee applies for engagement to relevant employment; and

 (b) the engagement would be at a higher classification than the Parliamentary Service employee’s classification as a Parliamentary Service employee; and

 (c) an engagement decision is made in relation to the relevant employment;

the ongoing Parliamentary Service employee is entitled to apply to the Merit Protection Commissioner to have the engagement decision reviewed by a Promotion Review Committee.

Note: A Promotion Review Committee may be appointed to deal with:

(a) applications from APS employees and Parliamentary Service employees in relation to the same engagement decision; and

(b) applications relating to promotion decisions and engagement decisions.

5.8  Grounds for review

  A promotion decision or engagement decision may only be reviewed under this Division on the grounds of merit.

Note: It is an APS Employment Principle that engagement and promotion decisions are based on merit, see paragraph 10A(1)(c) of the Act. A decision relating to engagement or promotion is based on merit if the matters set out in subsection 10A(2) of the Act are satisfied.

5.9  Application for review

 (1) An application for review of a promotion decision under this Division must:

 (a) be in writing; and

 (b) be received by the Merit Protection Commissioner:

 (i) within:

 (A) the period specified in the Public Service Gazette as part of notifying the promotion; or

 (B) if the Merit Protection Commissioner has given an extension of time to a class of employees before the end of the period mentioned in subparagraph (A)—that extension of time; and

 (ii) at the place specified in the Public Service Gazette.

 (1A) An application for review of an engagement decision under this Division must:

 (a) be in writing; and

 (b) be received by the Merit Protection Commissioner:

 (i) within:

 (A) the period specified in the Public Service Gazette as part of notifying the engagement; or

 (B) if the Merit Protection Commissioner has given an extension of time to a class of employees before the end of the period mentioned in subparagraph (A)—that extension of time; and

 (ii) at the place specified in the Public Service Gazette.

 (2) The making of an application for review of a promotion decision or engagement decision under this Division operates to stay the decision until it takes effect in accordance with Chapter 2 of the Commissioner’s Directions.

5.10  Appointment of PRC

 (1) If the Merit Protection Commissioner receives an application for review of a promotion decision or an engagement decision under this Division, the Merit Protection Commissioner must:

 (a) consider the circumstances in which the application was made; and

 (b) if he or she believes that a review of the promotion decision or engagement decision is necessary—appoint a PRC to deal with the application.

 (2) A particular PRC may be appointed to deal with:

 (a) applications by ongoing APS employees and ongoing Parliamentary Service employees for review of a promotion decision; and

 (b) applications by ongoing APS employees and ongoing Parliamentary Service employees for review of an engagement decision; and

 (c) applications in relation to more than 1 promotion or engagement decision.

5.11  Constitution of PRC

 (1) A PRC must comprise:

 (a) a Convenor nominated by the Merit Protection Commissioner; and

 (b) an APS employee nominated by the relevant Agency Head; and

 (c) an APS employee nominated by the Merit Protection Commissioner.

 (2) The Merit Protection Commissioner must be satisfied that the APS employee nominated under paragraph (1)(c) has the skills and personal qualities necessary to undertake his or her role independently and impartially.

 (3) The APS employee nominated under paragraph (1)(c) must be made available for the purposes of the PRC, subject to the operational efficiency of the Agency in which he or she is employed.

 (4) If a member of a PRC ceases to act as a member before the PRC has made its recommendation to the relevant Agency Head, the PRC is to be reconstituted by the remaining members and another member nominated in accordance with subregulation (1).

 (5) The reconstituted PRC must have regard to matters put before, or decided by, the PRC as previously constituted.

 (6) A person is not subject to direction in carrying out his or her duties as a member of a PRC, except:

 (a) by a Court; or

 (b) by instructions issued under regulation 5.15.

5.12  Statements by parties

 (1) An applicant for review of a promotion decision, and the person promoted, must each give the Merit Protection Commissioner a statement in writing setting out his or her claim for promotion or engagement to the relevant employment.

 (1A) An applicant for review of an engagement decision, and the person engaged, must each give the Merit Protection Commissioner a statement in writing setting out his or her claim for promotion or engagement to the relevant employment.

 (2) The statement must be given within 14 days after the closing date for lodging applications for review of the decision.

 (3) However if:

 (a) within that 14 days, the applicant, or the person promoted or engaged, asks the Merit Protection Commissioner for a longer period within which to give the statement; and

 (b) the Merit Protection Commissioner agrees to allow a longer period;

the statement must be given within the longer period allowed.

 (4) If the statement is not given within the time required under subregulation (2) or (3), the PRC may consider and decide the application without the statement.

 (5) Subject to paragraph 5.33(1)(a):

 (a) a person mentioned in subregulation (1) is not entitled to have access to a statement mentioned in subregulation (1) or (1A) that is given to the Merit Protection Commissioner by another person mentioned in subregulation (1) or (1A); and

 (b) a person mentioned in subregulation (1A) is not entitled to have access to a statement mentioned in subregulation (1) or (1A) that was given to the Merit Protection Commissioner by another person mentioned in subregulation (1) or (1A).

5.13  Frivolous or vexatious applications

  A PRC may refuse to consider, or further consider, an application for review if each member of the PRC is satisfied that the application is frivolous or vexatious.

5.14  PRC procedures—minimum requirements

 (1) The procedures used by a PRC in conducting a review under this Division must meet the following minimum requirements:

 (a) the procedures must have due regard to procedural fairness;

 (b) the review must be conducted in private;

 (c) the review must be finished as quickly, and with as little formality, as a proper consideration of the matter allows.

 (2) A person appearing before a PRC must do so without representation unless the Merit Protection Commissioner decides that, in all the circumstances, it would be reasonable to allow the person to be represented.

5.15  PRC procedures—Merit Protection Commissioner’s instructions

 (1) The Merit Protection Commissioner must, as soon as practicable after the commencement of this regulation, issue instructions about the procedures to be followed by a PRC in performing its functions under this Division.

 (2) The instructions must not be inconsistent with the Act, these Regulations or the Commissioner’s Directions.

 (3) A PRC must comply with the instructions.

5.16  Assistance to PRC

  The Merit Protection Commissioner must take all reasonable steps to ensure that staff are available to assist a PRC to carry out its functions efficiently and effectively.

5.17  Requirement to provide information or documents

 (1) A PRC may, by written notice given to an Agency Head, require the Agency Head to give to the PRC stated information or documents relevant to the review.

 (2) The Agency Head must give the information or documents in the way, and at or within the time, stated in the notice.

5.18  Conduct of review by PRC

 (1) In considering an application for review of a promotion decision or an engagement decision, a PRC must:

 (a) assess the relative merits of the person promoted or engaged, and each applicant for review of the decision, on the basis of:

 (i) the relative suitability of each person for the duties; and

 (ii) the relationship between each person’s workrelated qualities and the workrelated qualities genuinely required for the duties; and

 (iii) the relative capacity of each person to achieve outcomes related to the duties; and

 (b) decide, primarily on the basis of the assessment, that:

 (i) the promotion or engagement decision should be upheld; or

 (ii) an applicant for review should be promoted to the relevant employment; or

 (iii) an applicant for review should be engaged to the relevant employment.

 (2) The PRC must tell the relevant Agency Head, in writing, of its decision.

5.19  Nonagreement on decision by PRC

 (1) This regulation applies if all members of a PRC do not agree on a decision in relation to an application for review of a promotion decision or engagement decision.

 (2) If 2 members agree on a decision, that decision is taken to be the decision of the PRC.

 (3) If there is no agreement between any of the members, the Convenor’s decision is taken to be the decision of the PRC.

5.20  Effect of PRC decision

 (1) The decision of a PRC is binding on the relevant Agency Head.

Note: Chapter 2 of the Commissioner’s Directions provides for the date of effect of a PRC decision.

 (2) The decision of a PRC is not affected by:

 (a) a defect in the nomination of a member of the PRC; or

 (b) a failure to comply with instructions issued under regulation 5.15.

 (3) If a PRC has decided, after conducting a review under regulation 5.18, that an applicant for review who is an ongoing APS employee should be promoted to the relevant employment, the applicant is taken to have been promoted to the relevant employment.

 (4) If a PRC has decided, after conducting a review under regulation 5.18, that an applicant for review who is an ongoing Parliamentary Service employee should be engaged to the relevant employment, the Agency Head must offer the ongoing Parliamentary Service employee the relevant employment opportunity not later than 2 weeks after the Agency Head is notified of the review decision.

Note 1: Chapter 2 of the Commissioner’s Directions provides for the date of effect of a promotion decision if an application for review has been made to a PRC.

Note 2: Chapter 2 of the Commissioner’s Directions provides for the date of effect of an engagement decision if the engagement is at a higher classification than the person’s classification as an ongoing Parliamentary Service employee where an application for review has been made to a PRC.

5.21  Offence

 (1) A person commits an offence if the person obstructs a PRC in carrying out its functions under this Division.

Penalty: 10 penalty units.

 (2) Strict liability applies to the physical element of an offence against subregulation (1) that the functions being carried out by the PRC were functions under this Division.

Note: For strict liability, see section 6.1 of the Criminal Code.

Division 5.3Application by APS employees for review of other actions

Subdivision 5.3.1Reviewable action

5.22  Entitlement to review

 (1) A nonSES employee (the affected employee) is entitled to review of APS action under this Division if the action is:

 (a) action by:

 (i) an Agency Head; or

 (ii) an APS employee; or

 (iii) the Australian Public Service Commissioner under section 41B of the Act; and

 (b) reviewable action (including the action of finding that the affected employee has breached the Code of Conduct).

Note: A locally engaged employee is not an APS employee and, therefore, is not entitled to review of action under this Division.

 (2) If the affected employee makes an application for review under this Division, the affected employee ceases to be entitled to review under this Division if, after the application is made:

 (a) the employee ceases to be employed; or

 (b) the employee is promoted to an SES position.

 (3) A former APS employee is not entitled to review under this Division.

Note: For rights of former APS employees to review, see Part 7.

5.23  What APS action is reviewable action

 (1) An APS action is reviewable action if the affected employee is entitled, under subsection 33(1) of the Act, to review of the action.

 (2) However, the action is not, or ceases to be, reviewable action if:

 (a) it is action mentioned in Schedule 1; or

 (b) the affected person has applied to have the action reviewed by a Court or Tribunal and the action may be reviewed by that Court or Tribunal.

 (3) Also, the action is not, or ceases to be, reviewable action if the person who is, or would be, conducting the review considers that the action should not be reviewable for any of the following reasons:

 (a) the application by the affected employee for review of the action is misconceived or lacking in substance;

 (b) the application by the affected employee for review of the action is frivolous or vexatious;

 (c) the affected employee has previously applied for review of the action under this Division;

 (d) the affected employee has applied to have the action reviewed under Division 5.2;

 (e) the affected employee has applied, or could apply, to have the action reviewed by an external review body and review by the review body would be more appropriate than review under this Division;

 (f) the affected employee does not have sufficient direct personal interest in review of the action;

 (g) review, or further review, of the action is not otherwise justified in all the circumstances.

 Examples of external review bodies for paragraph (e)

1 Commonwealth Ombudsman.

2 Australian Information Commissioner.

3 Australian Human Rights Commission.

 Example for paragraph (g)

Review may not be justified because the applicant does not respond to a request under regulation 5.35 for further information about why the review is sought.

 (4) Also, an action mentioned in an item of the table is not, or ceases to be, reviewable action if a circumstance mentioned in the item applies.

Actions that are not, or cease to be, reviewable

Item

Action

Circumstance

1

An application for primary review of an APS action made to an affected employee’s Agency Head under subregulation 5.24(1)

The application is not made within 120 days of the APS action

2

An application for primary review of an APS action made to the Merit Protection Commissioner under paragraph 5.24(2)(a)

The application is not made within 60 days of the determination that the affected employee has breached the Code of Conduct

3

An application for primary review of an APS action made to the Merit Protection Commissioner under paragraph 5.24(2)(b)

The application is not made within 60 days of the sanction for breach of the Code of Conduct being imposed

4

An application for primary review of an APS action made to the Merit Protection Commissioner under subregulation 5.24(3)

The application is not made within 60 days of the APS action

5

An application made to the Merit Protection Commissioner for secondary review of an APS action if the Agency Head has told the affected employee under regulation 5.26 that the APS action is not reviewable

The application is not made within 60 days of the affected employee being told that the APS action is not reviewable

6

An application made to the Merit Protection Commissioner for secondary review of an APS action if:

(a) the Agency Head has told the affected employee of the Agency Head’s decision under subregulation 5.27(5); and

(b) the affected employee is dissatisfied with the decision

The application is not made within 60 days of the affected employee being told of the Agency Head’s decision

7

An application made to the Merit Protection Commissioner for secondary review of an APS action

The application for primary review of the action was an application referred to in item 1

 (5) However, an action mentioned in an item of the table in subregulation (4) is reviewable action if the person who is, or would be, conducting the review considers that there are exceptional circumstances explaining the failure to make an application within the period in the item.

Subdivision 5.3.2Primary review

5.24  Application for primary review

 (1) An affected employee may apply in writing to the relevant Agency Head for primary review of a reviewable action.

 (2) However, the application must be made to the Merit Protection Commissioner if the application is for review of:

 (a) a determination that the affected employee has breached the Code of Conduct; or

 (b) a sanction imposed for breach of the Code of Conduct.

 (3) Also, the employee may apply in writing to the Merit Protection Commissioner for review of the action if:

 (a) the Agency Head was directly involved in the action; or

 (b) it is not appropriate, because of the seriousness or sensitivity of the action, for the Agency Head to deal with the application; or

 (c) the action is claimed to be victimisation or harassment of the employee for having made a previous application for review of action.

 (4) The application must state briefly:

 (a) why the review is sought; and

 (b) if a particular outcome is sought—the outcome sought.

 Examples of outcomes

1 Reconsideration of the action.

2 Reassignment of duties.

5.25  Referral to Merit Protection Commissioner

 (1) If an application for review of a reviewable action is made to the relevant Agency Head, the Agency Head may, with the Merit Protection Commissioner’s agreement, refer the application to the Merit Protection Commissioner.

 (2) The Agency Head may, for example, refer the application to the Merit Protection Commissioner if:

 (a) the Agency Head was directly involved in the action; or

 (b) the Agency Head thinks that it is not appropriate, because of the seriousness or sensitivity of the action, for the Agency Head to deal with the application.

 (3) If the Agency Head refers the application to the Merit Protection Commissioner, the Agency Head must tell the employee in writing.

Note: Regulation 5.28 deals with review of applications referred to the Merit Protection Commissioner by an Agency Head.

5.26  Notice that action not reviewable

  If an application for review of an APS action is made and the action is not reviewable action under subregulations 5.23(3) and (4), the person who would have conducted the review must tell the employee in writing:

 (a) that the action is not reviewable; and

 (b) the reasons why it is considered that the action is not reviewable; and

 (c) if the application was not made or referred to the Merit Protection Commissioner—of the employee’s right to apply to the Merit Protection Commissioner under regulation 5.29 for secondary review of the action.

5.27  Conduct of review by Agency Head

 (1) If an Agency Head:

 (a) does not refer an application for review to the Merit Protection Commissioner; and

 (b) considers that the employee is entitled to review under this Division;

the Agency Head must review the action and attempt to resolve the employee’s concerns about the action.

 (2) Subject to subregulation 5.33(1), the Agency Head may conduct the review in any manner the Agency Head thinks fit.

 (3) The Agency Head may:

 (a) confirm the action; or

 (b) vary the action; or

 (c) set the action aside and substitute a new action.

 (4) Subregulation (3) does not limit the employer powers of the Agency Head in relation to the action or the affected employee.

 Example

The Agency Head may take other appropriate action to rectify effects of the action or restore the affected employee to the position in which the employee would have been if the action had not been taken.

 (5) The Agency Head must tell the employee in writing of:

 (a) any decision made on the application; and

 (b) the reasons for the decision; and

 (c) any action to be taken as a result of the review; and

 (d) the applicant’s right to apply to the Merit Protection Commissioner under regulation 5.29 for secondary review of the action.

5.28  Conduct of review by Merit Protection Commissioner etc

 (1) This regulation applies if an application for review of an APS action is:

 (a) made to the Merit Protection Commissioner under subregulation 5.24(2) or (3); or

 (b) referred to the Merit Protection Commissioner under subregulation 5.25(1).

 (2) If the Merit Protection Commissioner considers that the employee is entitled to review under this Division, the Merit Protection Commissioner:

 (a) must review the action; and

 (b) may, subject to the minimum requirements mentioned in subregulation 5.33(1), conduct the review in any manner the Merit Protection Commissioner thinks fit; and

 (c) must make a recommendation to the Agency Head, in writing, about the action; and

 (d) must tell the Agency Head, in writing, the reasons for the recommendation; and

 (e) must tell the employee, in writing, of the recommendation and reasons given to the Agency Head.

Subdivision 5.3.3Secondary review

5.29  Application for secondary review

 (1) An affected employee may apply in writing to the Merit Protection Commissioner for secondary review of a reviewable action if:

 (a) the Agency Head has told the employee under regulation 5.26 that the action is not a reviewable action; or

 (b) the employee is dissatisfied with the outcome of the Agency Head’s review of the action under regulation 5.27.

 (2) The application must be made through the Agency Head.

 (3) The application must state briefly why the review is sought.

5.30  Agency Head to give documents to Merit Protection Commissioner

 (1) Within 14 days after receiving the application, the Agency Head must give to the Merit Protection Commissioner:

 (a) the application; and

 (b) any relevant documents relating to the primary review of the action.

 (2) The Agency Head must give to the affected employee a copy of any documents given to the Merit Protection Commissioner under paragraph (1)(b).

5.31  Conduct of review

  If the Merit Protection Commissioner considers that the employee is entitled to review under this Division, the Merit Protection Commissioner:

 (a) must review the action; and

 (b) may, subject to the minimum requirements mentioned in subregulation 5.33(1), conduct the review in any manner the Merit Protection Commissioner thinks fit; and

 (c) must make a recommendation about the action; and

 (d) must tell the Agency Head, in writing, the recommendation and reasons for the recommendation; and

 (e) must tell the employee, in writing, of the recommendation and reasons given to the Agency Head.

Subdivision 5.3.4Action following recommendation to Agency Head

5.32  Action by Agency Head

 (1) If an Agency Head receives a recommendation under regulation 5.28 or 5.31, the Agency Head must, as soon as possible:

 (a) consider the recommendation; and

 (b) make a decision about the recommendation.

 (2) The Agency Head may:

 (a) confirm the relevant action; or

 (b) vary the action; or

 (c) set the action aside and substitute a new action.

 (2A) If the Agency Head acts in accordance with the recommendation, the Agency Head is not required to seek the view of the employee before acting on the recommendation.

Note: The views of the APS employee have already been sought by the Merit Protection Commissioner during the review in accordance with the principles of procedural fairness.

 (3) Subregulation (2) does not limit the employer powers of the Agency Head in relation to the action or the affected employee.

 Example

The Agency Head may take other appropriate action to rectify effects of the action or restore the affected employee to the position in which the employee would have been if the action had not been taken.

 (4) The Agency Head must tell the employee and the Merit Protection Commissioner in writing of:

 (a) the decision; and

 (b) the reasons for the decision.

Note: Subsection 33(6) of the Act allows for matters to be reported to an Agency Minister, the Prime Minister and the Parliament if the Merit Protection Commissioner is not satisfied with the response to recommendations contained in a report to an Agency Head.

Subdivision 5.3.5Other provisions about review

5.33  Review procedures—minimum requirements

 (1) The procedures used for a review conducted under this Division must meet the following minimum requirements:

 (a) the procedures must have due regard to procedural fairness;

 (b) the review must be conducted in private;

 (c) the review must be finished as quickly, and with as little formality, as a proper consideration of the matter allows.

 (2) A person appearing before the Merit Protection Commissioner must do so without representation unless the Merit Protection Commissioner decides that, in all the circumstances, it would be reasonable to allow the person to be represented.

5.35  Requirement to provide information or documents

 (1) The Merit Protection Commissioner may, by written notice given to an Agency Head or APS employee, require the Agency Head or APS employee to give the person or committee stated information or documents relevant to the review.

 (2) The Agency Head or APS employee must give the information or documents in the way, and at or within the time, stated in the notice.

5.36  Making of application does not operate as stay

  The making of an application for review of an APS action under this Division does not operate to stay the action.

5.37  Offence

 (1) A person commits an offence if the person obstructs a person conducting a review in carrying out his or her functions under this Division.

Penalty: 10 penalty units.

 (2) Strict liability applies to the physical element of an offence against subregulation (1) that the functions being carried out by the person were functions under this Division.

Note: For strict liability, see section 6.1 of the Criminal Code.

Part 6The Australian Public Service Commissioner

 

Note: Other functions of the Australian Public Service Commissioner are set out in the following regulations:

(a) regulations 2.5 and 2.7—whistleblower reports;

(b) regulation 3.5—engagement of nonSES employees;

(c) regulation 9.2—use and disclosure of personal information.

6.1  Commissioner’s functions—inquiries into Merit Protection Commissioner’s behaviour (Act s 41(1))

  For paragraph 41(2)(p) of the Act, the Australian Public Service Commissioner may:

 (a) inquire into alleged breaches of the Code of Conduct by the Merit Protection Commissioner; and

 (b) report to the Presiding Officers on the results of such inquiries (including, if relevant, recommendations for sanctions).

6.1A  Australian Public Service Commissioner’s functions—inquiries into alleged breaches of Code of Conduct by statutory office holders (Act s 41(2)(p))

Australian Public Service Commissioner’s function

 (1) For paragraph 41(2)(p) of the Act, a function of the Australian Public Service Commissioner is to inquire into an alleged breach of the Code of Conduct by a statutory office holder.

Australian Public Service Commissioner’s discretions

 (2) The Australian Public Service Commissioner may:

 (a) decline to conduct an inquiry; or

 (b) discontinue an inquiry under subregulation (1).

 (3) In deciding whether to decline to conduct, or to discontinue, an inquiry, the Australian Public Service Commissioner must have regard to the following:

 (a) whether the subject matter of the inquiry is addressed in another law relating to the statutory office holder;

 (b) whether the statutory office holder is bound by rules that require behavioural standards similar to those required by the Code of Conduct;

Example: An Act may include provisions for dealing with a conflict of interest relating to a statutory office holder.

 (c) any existing reporting and inquiry mechanisms that apply to the statutory office holder;

 (d) whether sufficient detail about the allegation has been provided;

 (e) whether the allegation refers to specific decisions or actions by the statutory office holder;

 (f) whether the allegation is vexatious, frivolous, misconceived, or lacking in substance.

 (4) If the Australian Public Service Commissioner inquires into an alleged breach of the Code of Conduct, the Australian Public Service Commissioner may:

 (a) determine whether a breach of the Code of Conduct has occurred; and

 (b) make recommendations.

 (5) A determination or recommendation mentioned in subregulation (4) forms part of the results of the inquiry.

 (6) The Australian Public Service Commissioner must tell the statutory holder the results of an inquiry.

 (7) The Australian Public Service Commissioner must tell the Secretary the relevant portfolio department, or other relevant Agency Head, of the results of an inquiry unless the Australian Public Service Commissioner is satisfied that it would be inappropriate to do so.

Example: It would be inappropriate to do so if the Agency Head is personally involved in the matter.

 (8) If the Australian Public Service Commissioner is satisfied that the results of the inquiry are sufficiently serious, the Australian Public Service Commissioner must tell the Agency Minister or, if applicable, the Presiding Officers the results of the inquiry.

 (9) If the Australian Public Service Commissioner:

 (a) has not told the Agency Minister or the Presiding Officers the results of the inquiry in accordance with subregulation (8); and

 (b) is not satisfied with the statutory office holder’s response to the Australian Public Service Commissioner;

the Australian Public Service Commissioner may tell the Agency Minister or, if applicable, the Presiding Officers the results of the inquiry and give an explanation of why the Australian Public Service Commissioner is not satisfied with the statutory office holder’s response.

6.2  Australian Public Service Commissioner’s functions—inquiries into alleged breaches of Code of Conduct by Agency Heads (Act s 41A)

  For the purposes of paragraph 41A(2)(c) of the Act, the following Statutory Agencies are prescribed:

 (a) the AuditorGeneral and the APS employees assisting the AuditorGeneral, declared by paragraph 40(1A)(a) of the AuditorGeneral Act 1997 to be a Statutory Agency for the purposes of the Act;

 (b) the Australian Statistician and the APS employees assisting the Statistician, declared by paragraph 16(4)(a) of the Australian Bureau of Statistics Act 1975 to be a Statutory Agency for the purposes of the Act;

 (c) the Chief Executive Officer of Customs (CEO) and the APS employees assisting the CEO, declared by paragraph 15(2)(a) of the Customs Administration Act 1985 to be a Statutory Agency for the purposes of the Act;

 (d) the Commissioner of Taxation and the APS employees assisting the Commissioner of Taxation, declared by paragraph 4A(2)(a) of the Taxation Administration Act 1953 to be a Statutory Agency for the purposes of the Act;

 (e) the Ombudsman and the APS employees assisting the Ombudsman, declared by paragraph 31(2)(a) of the Ombudsman Act 1976 to be a Statutory Agency for the purposes of the Act.

6.3  Circumstances in which Australian Public Service Commissioner may decline to conduct, or may discontinue, inquiry into alleged breach of Code of Conduct by Agency Head

 (1) For paragraphs 41A(3)(a) and (b) of the Act, a circumstance in which the Australian Public Service Commissioner may decide to decline to conduct, or to discontinue, an inquiry is that the Australian Public Service Commissioner concludes that conducting or continuing the inquiry is not in the public interest.

 (2) In deciding to decline to conduct, or to discontinue, an inquiry into an alleged breach of the Code of Conduct, the Australian Public Service Commissioner may have regard to the following:

 (a) whether the allegation is vexatious, frivolous, misconceived, or lacking in substance;

 (b) whether sufficient detail about the allegation has been provided;

 (c) whether the allegation refers to specific decisions or actions by the Agency Head;

 (d) whether the allegation identifies conduct which, if proven, would constitute a breach of the Code of Conduct;

 (e) whether the allegation relates to a decision properly taken, or to policy properly adopted, by the Agency Head, with which the person making the allegation disagrees;

 (f) whether the cost of conducting an inquiry is justified in the circumstances.

6.4  Basic requirements for procedures for determining alleged breach of Code of Conduct by an APS employee or a former APS employee

 (1) For paragraph 41B(3)(a) of the Act, this regulation prescribes basic requirements that the Australian Public Service Commissioner’s written procedures must comply with.

 (2) The procedures must require the Australian Public Service Commissioner not to make a determination in relation to an alleged breach of the Code of Conduct by an APS employee or a former APS employee unless:

 (a) the Australian Public Service Commissioner has taken reasonable steps to tell the APS employee or the former APS employee the details of the suspected breach (including any variation of those details); and

 (b) the Australian Public Service Commissioner has taken reasonable steps to tell the employee of the sanctions that may be imposed on the employee under subsection 15(1) of the Act; and

 (c) the APS employee or the former APS employee has been given a reasonable opportunity to make a statement in relation to the alleged breach.

 (3) The procedures must require that the process for determining whether an APS employee or a former APS employee has breached the Code of Conduct be carried out as quickly and with as little formality as a proper consideration of the matter allows.

 (4) The procedures must require that reasonable steps be taken to ensure that any person authorised under the Australian Public Service Commissioner’s written procedures to determine whether an APS employee or a former APS employee has breached the Code of Conduct is, and appears to be, independent and unbiased.

 (5) The procedures must require that a written record be prepared stating whether it has been determined that the APS employee or the former APS employee has breached the Code of Conduct.

6.5  Australian Public Service Commissioner may discontinue inquiry into alleged breach of Code of Conduct by an APS employee or a former APS employee

  For subsection 41B(10) of the Act, the Australian Public Service Commissioner may discontinue an inquiry into an alleged breach of the Code of Conduct by an APS employee or a former APS employee if the Australian Public Service Commissioner reasonably believes that to continue the inquiry would not be appropriate in all the circumstances.

6.6  Protected information

  For paragraph (c) of the definition of protected information in subsection 72A(1) of the Act, regulations 6.1 and 6.1A are prescribed.

6.7  Compellability of entrusted persons to give evidence

  For paragraph 72A(7)(e) of the Act, regulations 6.1 and 6.1A are prescribed.

6.8  Giving information or producing documents

  For paragraph 72C(2)(c), regulations 6.1 and 6.1A are prescribed.

6.9  Immunity from civil proceedings

  For paragraph 78A(1)(h) of the Act, regulations 6.1 and 6.1A are prescribed.

Part 7The Merit Protection Commissioner

Division 7.1Prescribed functions

7.1  Prescribed functions (Act s 50)

 (1) The Merit Protection Commissioner’s functions set out in Part 5 are prescribed for the purposes of paragraph 50 (1) (d) of the Act.

 (2) For paragraph 50(1)(e) of the Act, the Merit Protection Commissioner’s functions set out in Divisions 7.2, 7.3, 7.4 and 7.5 are prescribed.

 (3) For paragraph 50A(2)(a) of the Act, the Merit Protection Commissioner’s functions set out in Division 7.6 are prescribed.

Note: Functions of the Merit Protection Commissioner in relation to whistleblower reports are set out in regulations 2.6 and 2.7.

Division 7.2Complaints of former employees

7.2  Investigation of complaints by former employees

 (1) The Merit Protection Commissioner may investigate a complaint by a former APS employee that relates to the employee’s entitlements on separation from the APS.

 (2) The Merit Protection Commissioner may make recommendations to the employee’s former Agency Head in relation to the complaint.

Division 7.3Review of determination of breach of Code of Conduct by former APS employee

7.2A  Entitlement to review

 (1) A former APS employee who was not an SES employee at the time the employee’s employment ceased (the affected former employee) is entitled to review of a determination by an Agency Head, made after the affected former employee’s employment ceased, that the affected former employee has breached the Code of Conduct (including by engaging in conduct referred to in subsection 15(2A) of the Act).

 (2) The affected former employee is not, or ceases to be, entitled to review of the determination mentioned in subregulation (1) if:

 (a) the affected former employee has applied to have the determination reviewed by a Court or Tribunal and the determination may be reviewed by that Court or Tribunal; or

 (b) the Merit Protection Commissioner considers that the determination should not be reviewable for any of the following reasons:

 (i) the affected former employee has previously applied for review of the determination under this Division;

 (ii) the affected former employee has applied, or could apply, to have the determination reviewed by an external review body and review by the review body would be more appropriate than review under this Division;

 (iii) review, or further review, of the determination is not otherwise justified in all the circumstances.

Note 1: Examples of review bodies are:

(a) the Commonwealth Ombudsman; and

(b) the Australian Information Commissioner; and

(c) the Australian Human Rights Commission.

Note 2: Review may not be justified because the affected former employee does not respond to a request under regulation 7.2F for further information about why the review is sought.

 (3) The affected former employee is not, or ceases to be, entitled to review of the determination mentioned in subregulation (1) if an application for review of the determination is not made within 60 days of the determination that the affected former employee has breached the Code of Conduct.

 (4) However, an affected former employee is entitled to review of the determination if the Merit Protection Commissioner considers that there are exceptional circumstances explaining the failure to make an application within the period mentioned in subregulation (3).

Example: The affected former employee could demonstrate that the affected former employee did not receive notification of the determination.

 (5) The affected former employee:

 (a) is also entitled to review as mentioned in regulation 7.2; and

 (b) is not entitled to any other review.

7.2B  Application for review

 (1) An affected former employee mentioned in regulation 7.2A may apply, in writing, to the Merit Protection Commissioner for review of the determination.

 (2) The application must state briefly:

 (a) why the review is sought; and

 (b) if a particular outcome is sought—the outcome sought.

7.2C  Notice that action not reviewable

  If an application for review of a determination is made, and the determination is not reviewable under paragraph 7.2A(2)(b) and subregulation 7.2A(3), the Merit Protection Commissioner must tell the affected former employee, in writing:

 (a) that the determination is not reviewable; and

 (b) the reasons why the determination is not reviewable.

7.2D  Conduct of review

  If the Merit Protection Commissioner considers that the affected former employee is entitled to review under this division, the Merit Protection Commissioner:

 (a) must review the determination; and

 (b) may, subject to the minimum requirements mentioned in regulation 7.2E, conduct the review in any manner the Merit Protection Commissioner thinks fit; and

 (c) must make a recommendation to the Agency Head, in writing, about the determination; and

 (d) must tell the Agency Head, in writing, the reasons for the recommendation; and

 (e) must tell the affected former employee, in writing, of the recommendation and reasons given to the Agency Head.

7.2E  Review procedures—minimum requirements

 (1) The procedures used for a review conducted under this Division must meet the following minimum requirements:

 (a) the procedures must have due regard to procedural fairness;

 (b) the review must be conducted in private;

 (c) the review must be finished as quickly and with as little formality as a proper consideration of the matter allows.

 (2) A person appearing before the Merit Protection Commissioner must do so without representation unless the Merit Protection Commissioner decides that, in all the circumstances, it would be reasonable to allow the person to be represented.

7.2F  Requirement to provide information or documents

 (1) The Merit Protection Commissioner may, by written notice given to an Agency Head or APS employee, require the Agency Head or APS employee to give the Merit Protection Commissioner stated information or documents relevant to the review.

 (2) The Agency Head or APS employee must give the information or documents in the way, and at or within the time, stated in the notice.

7.2G  Making application does not operate as stay

  Making an application for review of a determination under this Division does not operate to stay the determination.

7.2H  Offence

 (1) A person commits an offence if the person obstructs the Merit Protection Commissioner in carrying out his or her functions under this Division.

Penalty: 10 penalty units.

 (2) Strict liability applies to the physical element of this offence that the functions being carried out by the Merit Protection Commissioner were functions under this Division.

Division 7.4Review of actions of statutory office holders

7.3  Review of actions of statutory office holders who are not Agency Heads

 (1) A nonSES employee may apply to the Merit Protection Commissioner for review of an action of a statutory office holder that:

 (a) relates to the employee’s APS employment; and

 (b) is not termination of the employee’s employment; and

 (c) if the statutory office holder were an Agency Head, would be reviewable action for Division 5.3.

 (2) The Merit Protection Commissioner may, by written notice given to the statutory office holder, require the statutory office holder to give the Merit Protection Commissioner:

 (a) a report about the action; and

 (b) other stated information or documents relevant to the review.

 (3) The statutory office holder must give the report and other information or documents in the way, and at or within the time, stated in the notice.

 (4) The Merit Protection Commissioner must:

 (a) review the action; and

 (b) make a recommendation to the statutory office holder in writing about the action; and

 (c) tell the statutory office holder in writing of the reasons for the recommendation; and

 (d) tell the employee in writing of the recommendation and reasons given to the statutory office holder.

 (5) If the Merit Protection Commissioner is not satisfied with the statutory office holder’s response to the Merit Protection Commissioner’s recommendation, the Merit Protection Commissioner may give a report on the matter to the relevant Agency Minister.

Division 7.5Miscellaneous

7.4  Other functions of Merit Protection Commissioner

 (1) This regulation applies if:

 (a) a person or body asks the Merit Protection Commissioner to perform any of the functions mentioned in subregulation (2); and

 (b) the Merit Protection Commissioner is not required by a law of the Commonwealth to perform the function.

 Examples of persons and bodies

1 Commonwealth authorities to which the Act does not apply.

2 State and Territory departments and authorities.

3 Local government bodies.

4 Private corporations and bodies.

 (2) The functions are:

 (a) reviewing action that relates to the employment of a person by the person or body; and

 (b) investigating action that relates to the employment of a person by the person or body; and

 (c) providing advice that relates to the employment of a person by the person or body; and

 (d) providing services in connection with selection committees used by the person or body for the selection or employment of a person; and

 (e) providing other services that relate to the employment of a person.

 (3) The Merit Protection Commissioner:

 (a) may perform the function (but is not required to do so); and

 (b) may charge the person or body a fee for carrying out the function (but is not required to do so).

7.5  Independence of Merit Protection Commissioner

  The Merit Protection Commissioner is not subject to direction in carrying out his or her duties under Part 4 or 5 of these Regulations, except by a Court.

7.6  Prescribed entrusted person

  For the definition of prescribed entrusted person in subsection 72B(1) of the Act, a member of a committee established or appointed by the Merit Protection Commissioner under these Regulations is prescribed.

7.7  Protected information

  For paragraph (c) of the definition of protected information in subsection 72B(1) of the Act, information that was obtained by an entrusted person in connection with the performance of functions or duties, or the exercise of powers, under regulation 7.3 is prescribed.

7.8  Compellability of entrusted persons to give evidence

  For paragraph 72B(7)(d) of the Act, information that was obtained by an entrusted person in connection with the performance of functions or duties, or the exercise of powers, under regulation 7.3 is prescribed.

7.9  Giving information or producing documents

  For paragraph 72D(2)(b) of the Act, regulation 7.3 is prescribed.

Division 7.6Basic requirements for procedures for determining alleged breach of Code of Conduct by APS employee or former APS employee

7.10  Basic requirements for procedures for determining breach of Code of Conduct by an APS employee or a former APS employee

 (1) For paragraph 50A(2)(a) of the Act, this regulation prescribes basic requirements that the Merit Protection Commissioner’s written procedures must comply with.

 (2) The procedures must require that the Merit Protection Commissioner not make a determination in relation to an alleged breach of the Code of Conduct by an APS employee or a former APS employee unless:

 (a) the Merit Protection Commissioner has taken reasonable steps to tell the APS employee or the former APS employee the details of the suspected breach (including any variation of those details); and

 (b) the Merit Protection Commissioner has taken reasonable steps to tell the APS employee the sanctions that may be imposed on the APS employee under subsection 15(1) of the Act; and

 (c) the APS employee or the former APS employee has been given a reasonable opportunity to make a statement in relation to the alleged breach.

 (3) The procedures must require that the process for determining whether an APS employee or a former APS employee has breached the Code of Conduct be carried out as quickly and with as little formality as a proper consideration of the matter allows.

 (4) The procedures must require that reasonable steps be taken to ensure that any person authorised under the Merit Protection Commissioner’s written procedures to determine whether an APS employee or a former APS employee has breached the Code of Conduct is, and appears to be, independent and unbiased.

 (5) The procedures must require that a written record be prepared stating whether it has been determined that the APS employee or the former APS employee has breached the Code of Conduct.

Part 8Administrative arrangements and reorganisations

 

8.1  Employment conditions after machinery of government changes—movement of APS employees (Act s 72)

 (1) For the purposes of paragraph 72(5)(a) of the Act, this regulation prescribes arrangements for determining variations of the terms and conditions of employment applicable to an APS employee who is moved to another Agency in accordance with a determination under paragraph 72(1)(a) of the Act.

 (2) The annual salary that applies to the APS employee on the day when the move occurs is the greater of:

 (a) the annual salary that applied to the APS employee immediately before the move; and

 (b) the annual salary that would, apart from this regulation, apply to the APS employee after the move.

Note: Subregulations (3) and (4) deal with the variation of other terms and conditions of employment, such as leave, allowances (including allowances that may normally be paid in an employee’s fortnightly pay), travel and other expenses, bonuses etc.

 (2A) The annual salary worked out under subregulation (2) ceases to apply when the salary of the APS employee is increased by an employment arrangement.

 (3) Before or after the move, the other terms and conditions of employment of the APS employee may be varied:

 (a) after consultation by the Agency Head with:

 (i) the APS employee; or

 (ii) that APS employee and any other APS employees who are to be or who have moved to the Agency; or

 (iii) a class of the APS employees who are to be or who have moved to the Agency that includes the APS employee; and

 (b) in accordance with a determination under subsection 24(1) of the Act to the effect that some or all of the terms and conditions of employment are to be the same as those that applied to the APS employee immediately before the move; and

 (c) to have effect no sooner than the day when the move occurs.

Note: A determination by an Agency Head under subsection 24(1) of the Act is of no effect to the extent that it would reduce the benefit to an APS employee of a term or condition of employment applicable to the employee under:

(a) a fair work instrument; or

(b) a transitional instrument; or

(c) a transitional minimum wage instrument; or

(d) the National Employment Standards.

 (4) However, if:

 (a) a determination mentioned in paragraph (3)(b) applies to the APS employee; and

 (b) an employment arrangement:

 (i) commences on or after the day when the APS employee moves; and

 (ii) applies on its face to the APS employee or a class of APS employees that includes the APS employee;

the determination mentioned in paragraph (3)(b) ceases to apply to the APS employee, and the terms and conditions of employment under the employment arrangement apply to the APS employee.

8.2  Employment conditions after machinery of government changes—engagement of nonAPS employees (Act s 72)

 (1) For the purposes of paragraph 72(5)(b) of the Act, this regulation prescribes arrangements for determining variations of the terms and conditions of employment applicable to a person who ceases to be employed as a nonAPS employee and becomes engaged as an APS employee in accordance with a determination under paragraph 72(1)(c) of the Act.

 (2) Before or after the engagement, the terms and conditions of employment of the person may be varied:

 (a) after consultation by the Agency Head with:

 (i) the person; or

 (ii) that person and any other persons who are to be or who have become engaged as APS employees; or

 (iii) a class of the persons who are to be or who have become engaged as APS employees that includes the person; and

 (b) in accordance with a determination under subsection 24(1) of the Act to the effect that some or all of the terms and conditions of employment are to be the same as those that applied to the person immediately before the person ceased to be employed as a nonAPS employee; and

 (c) to have effect no sooner than the day when the person becomes engaged as an APS employee.

Note: A determination by an Agency Head under subsection 24(1) of the Act is of no effect to the extent that it would reduce the benefit to an APS employee of a term or condition of employment applicable to the employee under:

(a) a fair work instrument; or

(b) a transitional instrument; or

(c) a transitional minimum wage instrument; or

(d) the National Employment Standards.

 (3) However, if:

 (a) a determination mentioned in paragraph (2)(b) applies to the APS employee; and

 (b) an employment arrangement:

 (i) commences on or after the day when the person becomes engaged as an APS employee; and

 (ii) applies on its face to the person as an APS employee or a class of APS employees that includes the person;

the determination mentioned in paragraph (2)(b) ceases to apply to the APS employee, and the terms and conditions of employment under the employment arrangement apply to the APS employee.

8.3  Prescribed circumstances in relation to employment in former Agency (Act s 72)

  For subsection 72(5A) of the Act, each of the following is a circumstance in relation to an APS employee’s employment in a former Agency before the employee moved to a new Agency:

 (a) the employee’s engagement in the former Agency is subject to a condition imposed by the Agency Head of that Agency under subsection 22(6) of the Act;

 (b) the employee’s employment in the former Agency is subject to a condition imposed by the Agency Head of that Agency under section 20 of the Act;

 (c) an inquiry into an alleged breach of the Code of Conduct is taking place;

 (d) a sanction is imposed in relation to an inquiry into an alleged breach of the Code of Conduct (including a sanction that may have ongoing effect);

Examples:

(a) a reduction in classification which has not yet taken effect; and

(b) periodic deductions from salary.

 (e) the employee is suspended from duties under regulation 3.10 in relation to a suspected breach of the Code of Conduct;

 (f) a process (however described) is taking place relating to any of the following:

 (i) performance management (including the nonperformance of duties);

 (ii) the management of excess staff;

 (iii) the assessment of physical or mental fitness for duty;

 (iv) the loss, or lack, of an essential qualification.

Part 8AAttachment of salaries to satisfy judgment debts

8A.1  Definitions

 (1) In this Part:

debtor means a Secretary, a Head of an Executive Agency, or an APS employee who owes a judgment debt.

net salary has the meaning given by subregulation (2).

paying officer, in relation to a debtor, means a person appointed under regulation 8A.4 who is responsible for dealing with the debtor.

total gross salary has the meaning given by subregulation (3).

 (2) The net salary of a debtor is the debtor’s total gross salary, less any amount to be deducted:

 (a) to pay income tax; or

 (b) to pay child support in accordance with the Child Support (Assessment) Act 1989; or

 (c) as a contribution that:

 (i) the debtor is required to make to a superannuation fund relating to the debtor’s engagement in the Agency; and

 (ii) is the minimum amount required by law or the rules of the fund.

 (3) The total gross salary of a debtor is the amount of:

 (a) the debtor’s gross salary as a Secretary, a Head of an Executive Agency or an APS employee (not including any payment of compensation under the Safety, Rehabilitation and Compensation Act 1988); and

 (b) the allowances, in the nature of salary, that are paid regularly to the debtor;

without any reduction for salary sacrifice arrangements or other arrangements with a similar purpose.

8A.2  Application of Part 8A

  This Part does not apply in relation to a debtor:

 (a) whose estate has been sequestrated, either voluntarily or compulsorily, for the benefit of creditors; and

 (b) who has not yet obtained a certificate of discharge.

8A.3  Application of State and Territory law

  A law of a State or a Territory that deals with satisfying a judgment debt:

 (a) applies to a debtor’s judgment debt to the extent that the law deals with the calculation of interest on the debt; and

 (b) does not apply to the judgment debt for any other purpose.

8A.4  Paying officer

 (1) If an Agency Head believes that the making of deductions from a debtor’s salary is required, the Agency Head must appoint
1 or more persons as paying officers for the purpose of making those deductions.

 (1A) However, if the Agency Head is the debtor:

 (a) the Agency Head must not appoint a paying officer under subregulation (1); and

 (b) the Agency Head must act under this subregulation without considering whether the making of deductions from the Agency Head’s salary is required; and

 (c) the Agency Head must, in writing, delegate his or her power under subregulation (1) to appoint a paying officer to an SES employee in the Agency; and

 (d) the SES employee must:

 (i) decide whether the making of deductions from the Agency Head’s salary is required; and

 (ii) if the SES employee decides that the making of the deductions is required—appoint a person as a paying officer for the purpose of making those deductions; and

 (e) the Agency Head must not take any action, or make any arrangement, in relation to the administration under this Part of the Agency Head’s debt, other than:

 (i) making the delegation mentioned in paragraph (c); and

 (ii) if a paying officer is appointed—assisting the paying officer in the repayment of the debt.

 (2) If a person is appointed as a paying officer:

 (a) the appointment authorises the person to act as a paying officer only in relation to the debtor to whom the appointment relates; and

 (b) the person is responsible for making deductions from the debtor’s salary to satisfy the judgment debt against the debtor.

 (3) A debtor is not authorised to be the paying officer for himself or herself.

8A.5  Authority to make deductions

 (1) Deductions from a debtor’s salary in order to satisfy a judgment debt may be started only if:

 (a) the paying officer has received a statutory declaration, made by the judgment creditor, that the judgment debt exists and has not been discharged; and

 (b) the paying officer has received a copy of the judgment to which the judgment debt relates, certified by the Registrar or other appropriate officer of the relevant court; and

 (c) the paying officer has received the fee (if any) required under regulation 8A.6; and

 (d) the paying officer has given the debtor a notice in accordance with subregulation (2); and

 (e) the debtor does not, within the time specified in the notice given under subregulation (2), satisfy the paying officer that the judgment debt has been satisfied.

Note: Regulation 8A.7 deals with cases where there are 2 or more judgment debts against a debtor.

 (2) The paying officer must:

 (a) notify the debtor, as soon as practicable, that it is proposed to make the deductions; and

 (b) require the debtor to state, in writing, by a time specified in the notice, whether the judgment has been satisfied, and:

 (i) if the judgment debt has been satisfied—to give the paying officer evidence in support of that fact; and

 (ii) if the judgment debt has not been satisfied—to state the amount due under the judgment at the time the statement is made.

 (3) If the debtor does not give the paying officer evidence that the judgment debt has been satisfied by the time specified in the notice under subregulation (2), the paying officer must deduct from the debtor’s salary on each pay day for the debtor an amount equal to:

 (a) the deduction required under regulation 8A.9; or

 (b) a lesser amount that, in the paying officer’s opinion, is needed to satisfy the balance of the judgment debt.

 (4) After making the first deduction, the paying officer is authorised to continue to make deductions only if the paying officer has no reason to believe that the judgment debt has been discharged.

 (5) The paying officer must ensure that the amount of each deduction is paid to the judgment creditor.

8A.6  Administration fee

 (1) A judgment creditor (other than the Commonwealth) who requests the payment of a judgment debt must pay a fee of $38 for the making of the deductions.

 (2) The fee is the price of the supply of a service for the purposes of the A New Tax System (Goods and Services Tax) Act 1999.

 (3) If a judgment creditor (other than the Commonwealth) requests the payment of a judgment debt, but does not pay the fee when making the request, the paying officer must notify the judgment creditor that:

 (a) the fee is payable for making the deductions; and

 (b) no deductions will be made unless the fee is paid.

8A.7  More than 1 judgment debt

 (1) If more than 1 judgment debt exists against a debtor, the paying officer:

 (a) must deal with the judgment debts in the order in which requests for deductions were received; and

 (b) must not make a deduction for the purposes of a particular judgment debt until all judgment debts for which earlier requests were made have been satisfied.

 (2) If the paying officer receives 2 or more requests at the same time for the payment of judgment debts against a debtor, the paying officer must deal with the judgment debts in the order of the dates and times at which judgment was given for each debt, starting with the earliest judgment.

8A.8  Effect of deductions

  If an amount is paid to a judgment creditor after a deduction is made from the debtor’s salary on a pay day for the debtor:

 (a) an amount equal to that amount is taken to have been paid by the Commonwealth to the debtor on account of salary payable to the debtor on that pay day; and

 (b) an amount equal to that amount is taken to have been paid by the debtor to the judgment creditor for the purposes of the judgment debt.

8A.9  Rate of deductions

 (1) For paragraph 8A.5(3)(a), the rate at which a deduction is to be made from the debtor’s net salary on a pay day for the debtor is 20% unless subregulation (2), (3) or (4) applies.

 (2) If the paying officer is satisfied that the debtor:

 (a) is suffering serious financial hardship; or

 (b) would suffer serious financial hardship if the rate of deduction is not reduced;

the paying officer may reduce the rate at which deductions are to be made.

 (3) If the debtor asks the paying officer, in writing, to make deductions at a rate greater than 20% of the debtor’s net salary, the paying officer must comply with the request as soon as practicable.

 (4) If:

 (a) deductions are being made at a rate greater than 20% of the debtor’s net salary; and

 (b) the debtor asks a paying officer, in writing, to reduce the rate of the deductions;

the paying officer must reduce the rate as soon as practicable, but is not required to reduce the rate to less than 20%.

8A.10  Move to another Agency

 (1) If a debtor moves from an Agency (Agency 1) to another Agency (Agency 2), the debtor’s paying officer in Agency 1 must notify the Agency Head of Agency 2 of:

 (a) the existence of each judgment debt against the debtor; and

 (b) the arrangements in Agency 1 for making deductions from the debtor’s salary; and

 (c) any deductions made for the purposes of each of those judgment debts.

 (2) If more than 1 judgment debt exists against the debtor:

 (a) the debtor’s paying officer in Agency 1 must advise the Agency Head of the order in which the judgment debts were to have been dealt with in accordance with regulation 8A.7; and

 (b) the paying officer who is appointed in Agency 2 in relation to the debtor must deal with the judgment debts in that order.

 (3) The paying officer in Agency 2 is taken:

 (a) to have received the statutory declaration, and copy of the judgment, mentioned in regulation 8A.5; and

 (b) to have received the fee (if any) required under regulation 8A.6; and

 (c) to have given to the debtor any notice that was given, in respect of the debtor, by a paying officer in another Agency.

 (4) The paying officer in Agency 2 must notify the judgment creditor of the move, and the deductions that the paying officer will make.

 (5) The judgment creditor is not required to pay another fee for the making of deductions.

8A.11  Administration of deductions

 (1) A paying officer in relation to a debtor may:

 (a) require the judgment creditor to confirm that the judgment debt has not been discharged; and

 (b) suspend the making of deductions until the paying officer receives the confirmation.

 (2) If a debtor’s employment ceases, or is terminated, for any reason (including the debtor’s death) the paying officer must notify the judgment creditor of the cessation or termination as soon as practicable.

8A.12  Recovery of overpayment

  If a payment made to a judgment creditor for the purposes of a judgment debt exceeds the amount due under the judgment, the excess is repayable by the judgment creditor to the debtor.

Part 9Miscellaneous

 

9.2  Use and disclosure of personal information (Act s 72E)

 (1) For paragraph 72E(a) of the Act, an Agency Head may use personal information in the possession, or under the control, of the Agency Head, if the use is necessary for, or relevant to, the performance or exercise of the employer powers of the Agency Head.

 (2) For paragraph 72E(a) of the Act, an Agency Head may disclose personal information in the possession, or under the control, of the Agency Head if the disclosure is necessary for, or relevant to:

 (a) the performance or exercise of the employer powers of the Agency Head or another Agency Head; or

 (b) the exercise of a power or performance of a function of the Australian Public Service Commissioner; or

 (c) the exercise of a power or performance of a function of the Merit Protection Commissioner; or

 (d) the performance of a function of an ISAC.

 (3) For paragraph 72E(a) of the Act, the Merit Protection Commissioner may disclose personal information in the possession, or under the control, of the Merit Protection Commissioner if:

 (a) the information was obtained by the Merit Protection Commissioner during the course of a PRC or review of action; and

 (b) the disclosure is necessary for, or relevant to, an Agency Head’s consideration of alleged misconduct by an APS employee.

 (4) For paragraph 72E(a) of the Act, the Australian Public Service Commissioner may use personal information in the possession, or under the control, of the Australian Public Service Commissioner if:

 (a) the information was obtained as part of the Australian Public Service Commissioner’s review or inquiry functions; and

 (b) the use is necessary for, or relevant to, an inquiry relating to the Code of Conduct conducted by the Australian Public Service Commissioner.

 (5) For paragraph 72E(a) of the Act, the Australian Public Service Commissioner may disclose personal information in the possession, or under the control, of the Australian Public Service Commissioner if:

 (a) the information was obtained as part of the Australian Public Service Commissioner’s review or inquiry functions; and

 (b) the disclosure is necessary for, or relevant to, an Agency Head’s consideration of alleged misconduct by an APS employee.

 (6) Use or disclosure under this regulation must be consistent with any guidelines issued by the Australian Public Service Commissioner after consultation with the Australian Information Commissioner performing the privacy functions.

Note: Privacy functions has the meaning given by section 9 of the Australian Information Commissioner Act 2010.

 (7) Use of personal information under this regulation is an authorised use for paragraph 1(c) of Information Privacy Principle 10 set out in section 14 of the Privacy Act 1988.

 (8) Disclosure of personal information under this regulation is an authorised disclosure for paragraph 1(d) of Information Privacy Principle 11 set out in section 14 of the Privacy Act 1988.

Note: The Freedom of Information Act 1982 and the Privacy Act 1988 have rules about the disclosure of personal information.

9.3  Delegations

 (1) The Commissioner may, in writing, delegate to a person any of the Commissioner’s powers or functions under these Regulations (other than this regulation).

 (2) The Merit Protection Commissioner may, in writing, delegate to a person any of the Merit Protection Commissioner’s powers or functions under these Regulations (other than this regulation).

 (3) An Agency Head may, in writing, delegate to a person any of the Agency Head’s powers or functions under these Regulations (other than this regulation).

 (4) However, an Agency Head cannot delegate powers or functions to an outsider without the prior written consent of the Commissioner.

 (5) A person (the first delegate) to whom powers or functions are delegated under subregulation (3) may, in writing, delegate any of the powers or functions to another person (the second delegate).

 (6) However, if the first delegate is subject to directions about the exercise of a power or function delegated under subregulation (5), the first delegate must give corresponding directions to the second delegate.

 (7) A power or function that is exercised or performed by a person under a delegation under subregulation (5) is taken, for these Regulations, to have been exercised or performed by the person who originally delegated the corresponding power or function under subregulation (3).

 (8) A person exercising powers or functions under a delegation under this regulation must comply with any directions of the person who delegated the power or function.

 (9) In this regulation:

outsider means a person other than:

 (a) an APS employee; or

 (b) a person appointed to an office by the GovernorGeneral, or by a Minister, under a law of the Commonwealth.

9.4  Payments in special circumstances (Act s 73)

  For subsection 73(4) of the Act, the maximum amount in relation to a payment to a person under subsection 73(2) of the Act is $250,000.

Note: Under subsection 73(4) of the Act, a payment cannot be authorised if it would involve, or be likely to involve, a total amount exceeding the amount prescribed by the regulations.

Part 10Transitional arrangements

Division 10.1Amendments made by Public Service Amendment Regulation 2013 (No. 1)

10.1  Definitions for Division 10.1

  In this Division:

commencement day means the day on which Schedules 1 to 4 to the Public Service Amendment Act 2013 commence.

Note: The date is 1 July 2013.

new Public Service Regulations means the Public Service Regulations 1999 as in force on and after the commencement day.

old Code of Conduct means the Code of Conduct in the old Public Service Act (including any regulations in force for subsection 13(13) of the old Public Service Act).

old Public Service Act means the Public Service Act 1999 as in force immediately before the commencement day.

old Public Service Regulations means the Public Service Regulations 1999 as in force immediately before the commencement day.

10.2  Inquiry in progress into alleged breach of Code of Conduct by Merit Protection Commissioner

 (1) This regulation applies if, before the commencement day, the Public Service Commissioner:

 (a) had begun an inquiry into an alleged breach of the Code of Conduct by the Merit Protection Commissioner in accordance with regulation 6.1 of the old Public Service Regulations, but had not reported on the results of the inquiry; or

 (b) had decided to conduct an inquiry into an alleged breach of the Code of Conduct by the Merit Protection Commissioner for paragraph 41(1)(l) of the old Public Service Act, but had not begun the inquiry.

 (2) The old Public Service Regulations continue to apply on and after the commencement day in relation to the inquiry.

10.3  Allegation of breach of Code of Conduct by Merit Protection Commissioner before commencement day

 (1) This regulation applies if, before the commencement day:

 (a) an allegation had been made of a breach of the Code of Conduct by the Merit Protection Commissioner; and

 (b) the Public Service Commissioner had not decided whether to conduct an inquiry into the alleged breach.

 (2) This regulation also applies if:

 (a) on or after the commencement day, an allegation is made of a breach of the Code of Conduct by the Merit Protection Commissioner; and

 (b) the breach is alleged to have occurred before the commencement day.

 (3) The new Public Service Regulations apply in relation to the alleged breach as if:

 (a) a reference to the Code of Conduct in those provisions were a reference to the old Code of Conduct; and

 (b) the application of the Code of Conduct to the Merit Protection Commissioner were the same as it was before the commencement day.

10.4  Misconduct under the Public Service Act 1922

 (1) This regulation applies if, immediately before 5 December 1999:

 (a) an employee or officer under the Public Service Act 1922 had been charged with misconduct in accordance with Subdivision C, D or E of Division 6 of Part III of the Public Service Act 1922; and

 (b) immediately before the commencement day, the charge had not been finally determined.

 (2) The Public Service Act 1922, and Divisions 1, 2 and 3 of Part 1A, Part IX and Part X of the Public Service Regulations 1935, continue to apply in relation to the charge of misconduct.

 (3) For paragraph (1)(b), a charge is finally determined if a decision, direction (including a disciplinary direction), finding or recommendation that has been made, or an action that has been taken, under the Public Service Act 1922 or the Merit Protection (Australian Government Employees) Act 1984, in respect of the charge:

 (a) is not, or is no longer, subject to any form of appeal or review under either of those Acts; or

 (b) was subject to some form of appeal or review under either of those Acts, but the period within which the appeal or review could be instituted has ended without an appeal or review having been instituted.

Note: This regulation has the same effect as regulation 2.19 of the Public Employment (Consequential and Transitional) Regulations 1999.

10.5  Continued application of the Merit Protection (Australian Government Employees) Act 1984 for certain purposes

 (1) The Merit Protection (Australian Government Employees) Act 1984 is taken to continue in force to allow for the determination of any appeals or reviews, under Division 6 of Part III of the Public Service Act 1922, in relation to disciplinary matters to which Subdivision C, D or E of Division 6 of Part III of the Public Service Act 1922 continues to apply.

 (2) The Merit Protection (Australian Government Employees) Regulations are taken to continue in force to the extent necessary for the continued operation of the Merit Protection (Australian Government Employees) Act 1984 under subregulation (1).

 (3) However, the functions of the Merit Protection and Review Agency under the Merit Protection (Australian Government Employees) Act 1984, as continued in force, are taken to be functions performed by:

 (a) the Merit Protection Commissioner appointed, or taken to be appointed, under the old Public Service Act; or

 (b) a delegate of the Merit Protection Commissioner.

Note: This regulation has the same effect as regulations 4.2 and 4.4 of the Public Employment (Consequential and Transitional) Regulations 1999.

10.6  No further appeal or review on or after commencement day

  No application for review or appeal under the Public Service Act 1922 or the Merit Protection (Australian Government Employees) Act 1984 may be made on or after the commencement day.

10.7  Determinations of special terms or conditions of employment

 (1) This regulation applies if a determination of special terms or conditions of employment under subsection 81B(5) or 81C(3) of the Public Service Act 1922 was in force immediately before the commencement day.

 (2) The determination continues in force.

 (3) The relevant subsection of the Public Service Act 1922 mentioned in subregulation (1) continues in force in relation to the determination.

Note: This regulation has the same effect as regulation 2.31 of the Public Employment (Consequential and Transitional) Regulations 1999 except that it extends the operation of the determinations beyond the commencement day.

10.8  Review of matters relating to Code of Conduct as in force before commencement day

  If item 22, 23 or 24 of Schedule 4 to the Public Service Amendment Act 2013 has applied in relation to conduct by an Agency Head relating to the Code of Conduct, the Merit Protection Commissioner must:

 (a) review a determination made by the Agency Head that the APS employee in the Agency has breached the Code of Conduct under the same requirements as the relevant item applied in relation to the Agency Head; and

 (b) review the sanction (if any) imposed on the APS employee under the same requirements as the relevant item applied in relation to the Agency Head.

Note: Item 22 of Schedule 4 to the Public Service Amendment Act 2013 relates to an investigation, begun before the commencement time, to determine whether an APS employee in the Agency had breached the Code of Conduct. Item 23 relates to a finding, before the commencement time, that an APS employee in the Agency had breached the Code of Conduct, with no sanction having been imposed. Item 24 relates to an allegation, before the commencement time, that an APS employee in an Agency had breached the Code of Conduct.

10.9  Review of action lodged before commencement day

 (1) Subregulation (2) applies if:

 (a) before the commencement day, an APS employee applied for review of APS action; and

 (b) the application was not made in accordance with subregulation 5.24(2); and

 (c) the review had not been completed in accordance with that Division before the commencement day.

Note: The application may have been made to an Agency Head or the Merit Protection Commissioner. Also, the application may have been referred to the Merit Protection Commissioner by the Agency Head.

 (2) The old Public Service Regulations continue to apply, on and after the commencement day, in relation to the review.

 (3) Subregulation (4) applies if:

 (a) before the commencement day, an APS employee applied for review of APS action; and

 (b) the application was not made in accordance with subregulation 5.24(2); and

 (c) on or after the commencement day, the Merit Protection Commissioner proposes to review the reviewable action.

 (4) The old Public Service Regulations continue to apply, on and after the commencement day, in relation to the review by the Merit Protection Commissioner.

10.10  Conduct of ISAC and recommendation by ISAC

 (1) Subregulation (2) applies if:

 (a) before the commencement day, an ISAC was established; and

 (b) immediately before the commencement day:

 (i) the ISAC was still in existence and had not made a recommendation; or

 (ii) a recommendation by the ISAC, made within 12 months after the date of notification of the employment opportunity, was in force.

 (2) The new Public Service Regulations apply, on and after the commencement day, in relation to the ISAC and the recommendation.

 (3) However, if:

 (a) the employment opportunity was advertised or notified on the basis that the old Public Service Regulations would apply on and after the commencement day; or

 (b) official information provided in relation to the advertisement or notification of the employment opportunity stated that the old Public Service Regulations would apply on and after the commencement day;

the old Public Service Regulations continue to apply, on and after the commencement day, in relation to the ISAC and the recommendation.

Example: Official information provided in relation to the advertisement or notification of the employment opportunity would include a statement in an application pack or information provided by a contact person identified in the advertisement or notification.

10.11  Review of promotion notified before commencement day

 (1) Subregulation (2) applies if before the commencement day, a promotion was notified in accordance with the old Public Service Regulations.

 (2) The old Public Service Regulations continue to apply, on and after the commencement day, in relation to:

 (a) the promotion; and

 (b) any entitlement to have access to a statement given as part of a review of the promotion.

 

Schedule 1Nonreviewable actions

(subregulation 5.23(2))

 

General

 1. Action about the policy, strategy, nature, scope, resources or direction of the APS or an Agency.

 2. Action taken, or not taken, in accordance with a direction or reference given by a Minister under the Act or another Act.

Note: Under s 19 of the Act, an Agency Head is not subject to direction by any Minister in relation to the exercise of powers by the Agency Head under Div 1 or 2 of Pt 4 of the Act in relation to particular individuals.

 3. The giving of a direction by the Australian Public Service Commissioner under section 11, 11A or 15 of the Act.

 4. Action taken, or not taken, for a special inquiry under section 43 or an inquiry under section 50 of the Act.

 4A. A determination made by the Merit Protection Commissioner under section 50A of the Act.

 5. Action taken, or not taken, under section 72 of the Act.

 6. Action arising under any of the following Acts:

 (a) the Australian Security Intelligence Organisation Act 1979;

 (b) the Safety, Rehabilitation and Compensation Act 1988;

 (c) the Superannuation Act 1976;

 (d) the Superannuation Act 1990;

 (e) the Superannuation Act 2005.

Employment and conditions

 7. Action relating to the engagement of an APS employee.

 8. Action of a PRC.

 9. Action relating to the promotion of an ongoing APS employee as an SES employee (whether or not the employee is already an SES employee).

 10. Action relating to the determination of the duties of an APS employee, unless the action involves:

 (a) a reduction in classification; or

 (b) a relocation to another place; or

 (c) a promotion that meets the following criteria:

 (i) the affected employee was an applicant for the promotion;

 (ii) the promotion was to employment at a classification mentioned in Group 7 or 8 in Schedule 1 to the Classification Rules;

 (iii) there were serious defects in the selection process; or

 (d) the assignment to an employee of duties that the employee could not reasonably be expected to perform.

 11. Action relating to a decision by an Agency Head, under Chapter 2 of the Commissioner’s Directions, not to include the name of an employee in the Public Service Gazette.

Schedule 2Comparable and higher APS classifications to Parliamentary Service classifications

(Dictionary, definitions of comparable and higher)

 

1 Meaning of comparable classification

  A person who is an ongoing Parliamentary Service employee is engaged as an ongoing APS employee at a comparable classification to the person’s classification as an ongoing Parliamentary Service employee immediately before the engagement if:

 (a) the person is engaged as an ongoing APS employee at a classification mentioned in an item in column 2 in the following table; and

 (b) immediately before the engagement, the person was engaged as an ongoing Parliamentary Service employee at the corresponding classification mentioned in column 3 of the item.

 

 

Item

APS Group classification

Parliamentary Service Group classification

1

1

1

2

1, 2

2

3

1, 2, 3

3

4

1, 2, 3, 4

4

5

1, 2, 3, 4, 5

5

6

1, 2, 3, 4, 5, 6

6

7

1, 2, 3, 4, 5, 6, 7

7

8

1, 2, 3, 4, 5, 6, 7, 8

8

9

1, 2, 3, 4, 5, 6, 7, 8, 9

9

10

1, 2, 3, 4, 5, 6, 7, 8, 9, 10

10

11

1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11

11

2 Meaning of higher classification

  A person who is an ongoing Parliamentary Service employee is engaged as an ongoing APS employee at a higher classification than the person’s classification as an ongoing Parliamentary Service employee immediately before the engagement if:

 (a) the person is engaged as an ongoing APS employee at a classification mentioned in an item in column 2 in the following table; and

 (b) immediately before the engagement, the person was engaged as an ongoing Parliamentary Service employee at the corresponding classification mentioned in column 3 of the item.

 

Item

APS Group classification

Parliamentary Service Group classification

1

2, 3, 4, 5, 6, 7, 8, 9, 10, 11

1

2

3, 4, 5, 6, 7, 8, 9, 10, 11

2

3

4, 5, 6, 7, 8, 9, 10, 11

3

4

5, 6, 7, 8, 9, 10, 11

4

5

6, 7, 8, 9, 10, 11

5

6

7, 8, 9, 10, 11

6

7

8, 9, 10, 11

7

8

9, 10, 11

8

9

10, 11

9

10

11

10

 

Dictionary  

(regulation 1.3)

Note: Words and expressions defined in the Public Service Act 1999 are indicated by an asterisk (*) (see subr 1.3(2)). Minor changes from the Act are indicated by square brackets ([ ]). Except where otherwise indicated, the definitions are found in s 7 of the Act.

Act means the Public Service Act 1999.

*action includes a refusal or failure to act.

Note: This word is defined in subs 33(7) of the Act.

affected employee, for Division 5.3, see regulation 5.22.

*Agency means:

 (a) a Department; or

 (b) an Executive Agency; or

 (c) a Statutory Agency.

*Agency Head means:

 (a) the Secretary of a Department; or

 (b) the Head of an Executive Agency; or

 (c) the Head of a Statutory Agency.

*Agency Minister means:

 (a) in relation to a Department—the Minister who administers the Department; or

 (b) in relation to an Executive Agency—the Minister who administers the Agency; or

 (c) in relation to a Statutory Agency—the Minister who administers the provision of the Act that provides for the appointment of the Head of Agency.

*APS means the Australian Public Service established by section 9 [of the Act].

*APS action means action by a person in the capacity of an Agency Head or APS employee.

Note: This expression is defined in subs 33(7) of the Act.

*APS employee means:

 (a) a person engaged under section 22 [of the Act]; or

 (b) a person who is engaged as an APS employee under section 72 [of the Act].

*APS employment means employment as an APS employee.

APS Employment Principles means the principles in subsection 10A(1) of the Act.

*APS Values means the values in section 10 [of the Act].

Australian Public Service Commissioner means the Australian Public Service Commissioner appointed under the Act.

award has the same meaning as in Schedule 3 to the Fair Work (Transitional Provisions and Consequential Amendments Act) 2009.

Note: An expression used in a transitional Schedule to the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009 that was defined in the Workplace Relations Act 1996 has the same meaning in the transitional schedule as it had in that Act, see paragraph 4(1)(a) of the Fair Work (Transitional Provisions and Consequential Amendments Act) 2009.

classification means an approved classification within the meaning of the Classification Rules.

Classification Rules means the Public Service Classification Rules as in force at the commencement of Schedules 1 to 4 to the Public Service Amendment Act 2013.

*Code of Conduct (or Code) means the rules in section 13 [of the Act].

*Commissioner means the Australian Public Service Commissioner appointed under [the] Act.

*Commissioner’s Directions means directions issued by the Australian Public Service Commissioner under section 11, 11A or 15 [of the Act].

comparable, for a classification, has the meaning given by Schedule 2.

employer powers, for an Agency Head, means the rights, duties and powers of the Agency Head under the Act.

employment means APS employment.

employment arrangement means any of the following:

 (a) a fair work instrument;

 (b) a transitional instrument

 (c) a determination under subsections 24(1) or (3) of the Act;

 (d) a written contract of employment.

external review body does not include a Court or Tribunal.

*fair work instrument has the same meaning as in the Fair Work Act 2009.

higher, for a classification, has the meaning given by Schedule 2.

Independent Selection Advisory Committee (or ISAC) means an Independent Selection Advisory Committee established under Part 4.

*judgment debt includes interest on a judgment debt.

Note: This expression is defined in subs 75(2) of the Act.

*locally engaged employee means a person engaged under section 74 [of the Act].

*Merit Protection Commissioner means the Merit Protection Commissioner appointed under [the] Act.

*National Employment Standards has the same meaning as in the Fair Work Act 2009.

*nonSES employee means an APS employee other than an SES employee.

*ongoing APS employee means a person engaged as an ongoing APS employee, as mentioned in paragraph 22(2)(a) [of the Act].

ongoing Parliamentary Service employee has the meaning given by the Parliamentary Service Act 1999.

Parliamentary Service employee has the meaning given by the Parliamentary Service Act 1999.

*Presiding Officer means the President of the Senate or the Speaker of the House of Representatives.

promotion, for an ongoing APS employee, has the meaning given in Chapter 2 of the Commissioner’s Directions.

Promotion Review Committee (or PRC) means a Promotion Review Committee appointed under Division 5.2.

Public Service Gazette means the Gazette published in electronic form.

Note: The Public Service Gazette may be accessed at www.apsjobs.gov.au.

relevant Agency Head, for review of an APS action, means:

 (a) if the action is action by an Agency Head—that Agency Head; or

 (b) if the action is action by an APS employee—the Agency Head of the Agency in which the employee was employed at the time of the action.

relevant employment means employment as an ongoing APS employee at a classification mentioned in any of Groups 1 to 6 set out in Schedule 1 to the Classification Rules.

reviewable action, for Division 5.3, see regulation 5.23.

*SES means the Senior Executive Service established by section 35 [of the Act].

*SES employee has the meaning given by section 34 [of the Act].

*Statutory Agency means a body or group of persons declared by an Act to be a Statutory Agency for the purposes of [the] Act.

statutory office holder means a statutory office holder for the purposes of section 14 of the Act.

transitional instrument has the same meaning as in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009.

transitional minimum wage instrument has the meaning as in the Fair Work (Transitional Provisions and Consequential Amendments) Act 2009.

Tribunal means a Tribunal constituted under an enactment.

whistleblower, means an APS employee who reports breaches (or alleged breaches) of the Code of Conduct as described in subsection 16(1) of the Act.

whistleblower report, means a report made by a person under subsection 16(1) of the Act.

 

Endnotes

 

Endnote 1—Legislation history

This endnote sets out details of the legislation history of the Public Service Regulations 1999.

 

Number and year

Gazettal or FRLI registration date

Commencement
date

Application, saving and transitional provisions

1999 No. 300

4 Dec 1999

5 Dec 1999 (see r. 2 and Gazette 1999, No. S584)

 

2000 No. 359

20 Dec 2000

20 Dec 2000

2001 No. 328

13 Dec 2001

15 Dec 2001

2002 No. 214

12 Sept 2002

12 Sept 2002

2002 No. 264

6 Nov 2002

1 Dec 2002

2003 No. 317

11 Dec 2003

11 Dec 2003

2003 No. 364

23 Dec 2003

23 Dec 2003

2004 No. 133

18 June 2004

18 June 2004

2004 No. 396 (a)

23 Dec 2004

23 Dec 2004

2006 No. 50

17 Mar 2006 (see F2006L00820)

27 Mar 2006 (see r. 2)

as amended by

 

 

 

2006 No. 119

4 June 2006 (see F2006L01673)

5 June 2006

2006 No. 183

14 July 2006 (see F2006L02346)

15 July 2006

2007 No. 215

23 July 2007 (see F2007L02267)

8 Aug 2007

2008 No. 72

2 May 2008 (see F2008L01099)

3 May 2008

2009 No. 185

3 Aug 2009 (see F2009L02973)

5 Aug 2009

2010 No. 182

5 July 2010 (see F2010L01807)

2 Aug 2010

2010 No. 270

28 Oct 2010 (see F2010L02818)

1 Nov 2010

2011 No. 141

3 Aug 2011 (see F2011L01594)

4 Aug 2011

35, 2013

14 Mar 2013 (see F2013L0460)

1 July 2013 (see s. 2)

as amended by

 

 

 

110, 2013

14 June 2013 (see F2013L01002)

15 June 2013

 

(a) Statutory Rules 2004 No. 396 was disallowed by the Senate on 16 June 2005.

Endnote 2—Amendment history

This endnote sets out the amendment history of the Public Service Regulations 1999.

 

ad. = added or inserted    am. = amended    rep. = repealed    rs. = repealed and substituted    exp. = expired or ceased to have effect

Provision affected

How affected

Part 2

 

Division 2.1

 

r. 2.1....................

rs. 2006 No. 183

r. 2.2....................

rs. No. 35, 2013

Division 2.2

 

Div. 2.2 of Part 2............

rs. No. 35, 2013

r. 2.4....................

rs. No. 35, 2013

r. 2.5....................

rs. No. 35, 2013

r. 2.6....................

rs. No. 35, 2013

r. 2.7....................

rs. No. 35, 2013

Part 3

 

Division 3.1

 

r. 3.1....................

am. No. 35, 2013

r. 3.2....................

am. No. 35, 2013

r. 3.3....................

am. 2007 No. 215; No. 35, 2013

Note to r. 3.4..............

am. No. 35, 2013

r. 3.5....................

am. 2003 No. 364

 

rs. No. 35, 2013

r. 3.6....................

am. 2003 No. 364

 

rep. No. 35, 2013

r. 3.7....................

am. 2000 No. 359

 

rep. 2007 No. 215

Note to r. 3.7(2)............

ad. 2000 No. 359

 

rep. 2007 No. 215

r. 3.8....................

am. 2000 No. 359; 2007 No. 215

 

rep. No. 35, 2013

Note to r. 3.8(7)............

am. 2007 No. 215

 

rep. No. 35, 2013

Note 2 to r. 3.8(7)...........

rep. 2007 No. 215

r. 3.8A..................

ad. 2003 No. 364

 

am. 2007 No. 215

 

rep. No. 35, 2013

Note 1 to r. 3.8A(3)..........

am. 2007 No. 215

 

rep. No. 35, 2013

r. 3.9....................

rs. 2002 No. 264

 

am. 2004 No. 133

 

rep. No. 35, 2013

r. 3.9A..................

ad. 2002 No. 264

 

am. 2004 No. 133

 

rep. No. 35, 2013

r. 3.9B..................

ad. 2002 No. 264

 

rep. No. 35, 2013

r. 3.11...................

am. 2006 No. 50; 2008 No. 72; 2011 No. 141

 

rep. No. 35, 2013

Note to r. 3.11.............

am. 2011 No. 141

 

rep. No. 35, 2013

Heading to r. 3.12...........

rs. 2007 No. 215

 

rep. No. 35, 2013

r. 3.12...................

am. 2000 No. 359; 2003 No. 364; 2004 No. 133; 2007 No. 215

 

rep. No. 35, 2013

r. 3.12A..................

ad. 2000 No. 359

 

rs. 2007 No. 215

 

rep. No. 35, 2013

Div. 3.2 of Part 3............

rep. No. 35, 2013

r. 3.13...................

am. 2011 No. 141

 

rep. No. 35, 2013

r. 3.14...................

am. 2004 No. 133; 2011 No. 141

 

rep. No. 35, 2013

r. 3.15...................

am. 2004 No. 133; 2006 No. 50; 2008 No. 72; 2011 No. 141

 

rep. No. 35, 2013

Part 4

 

r. 4.5....................

am. No. 35, 2013

r. 4.7....................

am. No. 35, 2013

r. 4.10...................

am. 2007 No. 215; No. 35, 2013

r. 4.11...................

am. 2007 No. 215; No. 35, 2013

r. 4.12...................

am. 2001 No. 328; No. 35, 2013

Part 5

 

Division 5.1

 

r. 5.2....................

rs. 2003 No. 364

r. 5.3....................

rs. 2003 No. 364

r. 5.5....................

am. 2004 No. 133; No. 35, 2013

Division 5.2

 

Heading to Div. 5.2..........

rs. 2003 No. 364

r. 5.6....................

am. 2003 No. 364

r. 5.7....................

rs. 2003 No. 364

r. 5.7A..................

ad. 2003 No. 364

r. 5.8....................

am. 2003 No. 364

Note to r. 5.8..............

rs. No. 35, 2013

r. 5.9....................

am. 2003 No. 364; 2007 No. 215; No. 35, 2013

r. 5.10...................

am. 2000 No. 359; 2003 No. 364

r. 5.12...................

am. 2000 No. 359; 2003 No. 364; No. 35, 2013

r. 5.18...................

am. 2000 No. 359

 

rs. 2003 No. 364

r. 5.19...................

am. 2003 No. 364

r. 5.20...................

am. 2003 No. 364

Note to r. 5.20(1)...........

am. 2007 No. 215; No. 35, 2013

Note 2 to r. 5.20(1)..........

rep. 2007 No. 215

Note 1 to r. 5.20(4)..........

am. No. 35, 2013

Note 2 to r. 5.20(4)..........

am. No. 35, 2013

r. 5.21...................

am. 2001 No. 328; No. 35, 2013

Division 5.3

 

Heading to Div. 5.3..........

rs. No. 35, 2013

Subdivision 5.3.1

 

r. 5.22...................

rs. No. 35, 2013

r. 5.23...................

am. 2009 No. 185; 2010 Nos. 182 and 270; No. 35, 2013

r. 5.23A..................

ad. 2010 No. 182

 

rep. No. 35, 2013

Subdivision 5.3.2

 

r. 5.26...................

am. No. 35, 2013

r. 5.27...................

am. No. 35, 2013

r. 5.28...................

am. No. 35, 2013

Subdivision 5.3.3

 

r. 5.31...................

rs. No. 35, 2013

Subdivision 5.3.4

 

r. 5.32...................

am. No. 35, 2013

Subdivision 5.3.5

 

r. 5.33...................

am. No. 35, 2013

r. 5.34...................

rep. No. 35, 2013

r. 5.35...................

am. No. 35, 2013

r. 5.37...................

am. 2001 No. 328; No. 35, 2013

Part 6

 

Heading to Part 6...........

rs. No. 35, 2013

Note to Heading of Part 6......

rs. No. 35, 2013

r. 6.1....................

am. No. 35, 2013

r. 6.1A..................

ad. No. 35, 2013

Heading to r. 6.2............

rs. No. 35, 2013

r. 6.2....................

am. No. 35, 2013

r. 6.3....................

am. 2001 No. 328

 

rs. No. 35, 2013

r. 6.4....................

rs. No. 35, 2013

r. 6.5....................

ad. No. 35, 2013

r. 6.7....................

ad. No. 35, 2013

r. 6.8....................

ad. No. 35, 2013

r. 6.9....................

ad. No. 35, 2013

Part 7

 

Division 7.1

 

Heading to Div. 7.1 of Part 7....

ad. No. 35, 2013

r. 7.1....................

am. No. 35, 2013

Division 7.2

 

Heading to Div. 7.2 of Part 7....

ad. No. 35, 2013

Division 7.3

 

Div. 7.3 of Part 7............

ad. No. 35, 2013

r. 7.2A..................

ad. No. 35, 2013

r. 7.2B..................

ad. No. 35, 2013

r. 7.2C..................

ad. No. 35, 2013

r. 7.2D..................

ad. No. 35, 2013

r. 7.2E...................

ad. No. 35, 2013

r. 7.2F...................

ad. No. 35, 2013

r. 7.2G..................

ad. No. 35, 2013

r. 7.2H..................

ad. No. 35, 2013

Division 7.4

 

Heading to Div. 7.4 of Part 7....

ad. No. 35, 2013

Division 7.5

 

Heading to Div. 7.5 of Part 7....

ad. No. 35, 2013

r. 7.6....................

am. 2000 No. 359; 2001 No. 328

 

rs. No. 35, 2013

r. 7.7....................

rs. No. 35, 2013

r. 7.8....................

ad. No. 35, 2013

r. 7.9....................

ad. No. 35, 2013

Division 7.6

 

Div. 7.6 of Part 7............

ad. No. 35, 2013

r. 7.10...................

ad. No. 35, 2013

Part 8

 

r. 8.1....................

am. 2006 No. 50 (as am. by 2006 No. 119); 2008 No. 72; No. 35, 2013

Note to r. 8.1(2)............

ad. No. 35, 2013

Note to r. 8.1(3)............

am. 2006 No. 50 (as am. by 2006 No. 119); 2008 No. 72

 

rs. 2011 No. 141

 

am. No. 35, 2013

r. 8.2....................

am. 2006 No. 50 (as am. by 2006 No. 119); 2008 No. 72; No. 35, 2013

Note to r. 8.2(2)............

am. 2006 No. 50 (as am. by 2006 No. 119); 2008 No. 72

 

rs. 2011 No. 141

 

am. No. 35, 2013

r. 8.3....................

ad. No. 35, 2013

Part 8A

 

part 8A..................

ad. 2002 No. 214

r. 8A.1..................

ad. 2002 No. 214

r. 8A.2..................

ad. 2002 No. 214

r. 8A.3..................

ad. 2002 No. 214

r. 8A.4..................

ad. 2002 No. 214

 

am. 2003 No. 317

r. 8A.5..................

ad. 2002 No. 214

r. 8A.6..................

ad. 2002 No. 214

r. 8A.7..................

ad. 2002 No. 214

r. 8A.8..................

ad. 2002 No. 214

r. 8A.9..................

ad. 2002 No. 214

r. 8A.10..................

ad. 2002 No. 214

r. 8A.11..................

ad. 2002 No. 214

r. 8A.12..................

ad. 2002 No. 214

Part 9

 

r. 9.1....................

rep. 2002 No. 214

r. 9.2....................

am. 2010 No. 270

 

rs. No. 35, 2013

Note to r. 9.2(3)............

ad. 2010 No. 270

r. 9.4....................

ad. No. 35, 2013

Part 10

 

Part 10..................

ad. No. 35, 2013

Division 10.1

 

r. 10.1...................

ad. No. 35, 2013

r 10.2...................

ad No 35, 2013

r. 10.3...................

ad. No. 35, 2013

r. 10.4...................

ad. No. 35, 2013

r. 10.5...................

ad. No. 35, 2013

r. 10.6...................

ad. No. 35, 2013

r. 10.7...................

ad. No. 35, 2013

r. 10.8...................

ad. No. 35, 2013

r. 10.9...................

ad. No. 35, 2013

r. 10.10..................

ad. No. 35, 2013

r. 10.11..................

ad. No. 35, 2013

Schedule 1

 

Schedule 1................

am. No. 35, 2013 (as am. by No. 110, 2013)

Schedule 2

 

Schedule 2................

ad. 2003 No. 364

Dictionary

 

Dictionary................

am. 2002 No. 264; 2003 No. 364; 2004 No. 133; 2006 No. 50; 2007 No. 215; 2008 No. 72; 2011 No. 141; No. 35, 2013

 

Endnote 3—Uncommenced amendments [none]

There are no uncommenced amendments.

 

 

Endnote 5—Misdescribed amendments [none]

There are no misdescribed amendments.