Conditions of employment
Conditions of employment
As a City of Sydney employee you will benefit from working for a leader in the provision of local government services, and also have access to a range of great employment conditions, including up to 18 weeks (full pay) or 36 weeks (half pay) parental leave for eligible employees and generous training and development programs.
Through your skills and experience you will have the opportunity to contribute to an organisation offering a diverse range of services, ensuring that Sydney maintains its position as one of the most spectacular cities in the world.
Our people are rewarded and paid in accordance with the City of Sydney Wages/Salary Award 2014.
Staff designated by Council as senior staff are employed in accordance with the Department of Local Government senior staff contract.
Code of conduct
The code of conduct provides a set of guidelines for all City employees.
This code guides everything we do.
Key principles that are important parts of the code include integrity, selflessness, accountability, honesty and respect.
You can download the code of conduct.
Equal employment opportunities
The City is committed to providing a working environment that is free from unlawful discrimination, harassment, bullying and vilification with equal access to all areas of employment, benefits and development opportunities.
The City is committed to incorporating the principles of diversity, respect, equity and merit into our equal employment opportunity (EEO) and anti-discrimination programs and strategies for employees and prospective employees.
The City is also committed to the employment and selection for jobs based on merit and free from discrimination. This seeks to select the person who has the skills, knowledge, personal qualities and experience that best fit the job requirements regardless of their race, age, gender or sexual preference.
Equal opportunity is actively promoted within the City by:
- creating an environment free of discrimination and harassment
- providing clear and accountable policies and practices
- developing equity strategies and plans
- developing diversity programs to increase access to the workplace for under-represented groups
- providing the City’s employees with comprehensive learning and awareness programs on equity issues
- providing effective solutions to resolve complaints.
Our EEO strategies
EEO management plan
The City’s EEO management plan details the strategies and activities undertaken to ensure our EEO objectives are met. The plan is updated annually.
We encourage applications from a diverse range of applicants. We are an EEO employer and welcome applications from Aboriginal and Torres Strait Islander peoples, people from diverse cultures and people with a disability.
The City ensures that every person is given a fair and equitable opportunity to compete for any vacant position within the City, including access to interviews.
The City maintains work practices that eliminate discrimination.
Information on the City’s EEO/anti-discrimination principles, including the EEO management plan is made available to all employees.
Training and development for managers
Managers at the City are trained to ensure that when interviewing applicants for positions, an applicant’s merit will be determined only on their skills, experience and qualifications.
Training and development is consistent with the principles of equity and support Council’s EEO objectives. This ensures that all staff have the opportunity to contribute to the overall success of the City as well as enhancing their individual skills and competencies.
The City continues to promote EEO awareness and related topics (such as disability awareness and cultural diversity) as training options for staff.
Employees with a disability
Where possible, the City will make appropriate adjustments for employees with a disability.
Training is provided to relevant staff in the use of equipment or systems that have been amended for employees with a disability.
Work health and safety
We are committed to the health, safety and welfare of all our workers and visitors to the City’s premises, and locations where work is being carried out.
The City regards its work, health and safety (WHS) responsibilities with the utmost importance and as such, resources are available to comply with all relevant acts and regulations.
All workers of the City, including visitors, have a shared responsibility for contributing to the health and safety of all persons in the workplace.
WHS risk management
The City has established and maintains a documented WHS Safety Management System with procedures for identifying, assessing and controlling workplace hazards.
A health and safety committee comprising of employee and management representatives is maintained to provide an effective consultative mechanism.
Employee representatives and workers are able to provide independent input into the WHS policy and program. Management representatives who have the necessary power to authorise committee recommendations have been appointed to the committee.
Management consult with workers and visitors when planning the work to determine the most effective means of ensuring both parties fulfil their WHS responsibilities.
|City of Sydney wages/salary award 2014||PDF 666.7 KB||Download|
|Code of conduct||PDF 228.2 KB||Download|
|Work, health and safety policy||PDF 952.2 KB||Download|
Last updated: Thursday, 2 April 2015