SYDNEY WATER AWARD 1994
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Awards pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC 279
of 1999 and 855 and 1299 of 2001)
Before Mr Deputy President Sams
|
27 April 2001
|
REVIEWED AWARD
Arrangement
Clause No. Subject
Matter
1. STATEMENT OF INTENT
2. AREA, INCIDENCE AND DURATION
3. DEFINITIONS
4. CONTRACT OF EMPLOYMENT
5. JOB EVALUATION
6. PAY
7. CHILD CARE BENEFITS AND PAY
8. SALARY SACRIFICE TO
SUPERANNUATION
9. NO ASSIGNMENT OF PAY
10. PERFORMANCE MANAGEMENT SYSTEM AND
PERFORMANCE REVIEWS
11. TEMPORARY ARRANGEMENTS
12. HOURS OF WORK
13. MEAL BREAKS
14. REGULAR SHIFTWORK
15. OTHER SHIFTWORK
16. REST BREAKS
17. OVERTIME
18. CALL OUT
19. STAND-BY
20. PUBLIC HOLIDAYS
21. RECREATION LEAVE
22. RECREATION LEAVE LOADING
23. LONG SERVICE LEAVE
24. SICK LEAVE
25. PERSONAL/CARER'S LEAVE
26. BEREAVEMENT LEAVE
27. MATERNITY LEAVE
28. ADOPTION LEAVE
29. PATERNITY LEAVE
30. TRADE UNION TRAINING LEAVE
31. SPECIAL LEAVES
32. MILITARY LEAVE
33. JURY SERVICE LEAVE
34. FARES
35. FARES & TRAVELLING TIME
ELECTRICAL TRADESPEOPLE
36. FARES & TRAVELLING TIME
MECHANICAL TRADESPEOPLE
37. TRAVELLING TIME
38. MEAL ALLOWANCES
39. FIRE FIGHTING ALLOWANCE
40. FIRST AID ALLOWANCE
41. REMOVAL EXPENSES
42. SAUNA BATHING ALLOWANCE
43. VEHICLE EQUIPMENT ALLOWANCES
44. GARAGE ALLOWANCE
45. TECHNICAL DIRECTION PAYMENT
46. TELEPHONE EXPENSES
47. TRAVELLING EXPENSES ON JOURNEYS
EXTENDING OVER ONE DAY
48. CAMPING
49. OUT OF POCKET EXPENSES
50. TOOLS AND EQUIPMENT TO BE SUPPLIES
BY THE EMPLOYER
51. PROTECTIVE CLOTHING AND UNIFORMS
52. MEAL AND CHANGE SHED
53. PIECE WORK
54. RENEWAL OF DRIVERS' LICENCES
55. HEALTH AND SAFETY OF EMPLOYEES
56. DELEGATES RIGHTS
57. EMPLOYEES ON UNION AND/OR
CONSULTATIVE COMMITTEE BUSINESS
58. SENIOR MANAGERS
59. APPRENTICES
60. NETWORK SERVICES (CIVIL
MAINTENANCE) PRODUCTION EMPLOYEES SKILLS DEVELOPMENT PROGRAMME
61. CONSULTATIVE PROCEDURES
62. DISPUTE RESOLUTION AND GRIEVANCE
PROCEDURES
63. ANTI DISCRIMINATION
1. STATEMENT OF
INTENT
Parties to this Award have the mutual intent to create work
place and employment conditions that are consistent with the objectives of the
Employer, unions representing employees, the Employer's customers and other
stakeholders.
It is recognised by the parties that the Award sets a
climate for continuing change and optimum utilisation of all the Employer’s
resources. In achieving these goals the
Employer acknowledges the role of unions to represent their members and their
industrial interests in conferring on the change process, together with the
valuable contributions the unions and employees make to improve efficiency and
business performance.
The Award will recognise declared principles contained in
legislation including:
- Workers Compensation Act 1987
- Occupational Health and Safety Act 1983
- Anti-Discrimination Act 1977
- New South
Wales Industrial Relations Act 1996
- All
appropriate employment legislation
It recognises that the size, skills and scope of the
workforce, including management, will be determined by the organisation's needs
in consultation with the unions party to the Award.
2. AREA, INCIDENCE
AND DURATION
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and
rescinds and replaces the Australian Water Technologies Pty Ltd (AWT) Award,
1995 published 17 May 1996 (292 IG 799), as varied, and the Sydney Water
Corporation Limited - Australian Water Technologies Division Award, 1995
published 17 May 1996 (292 IG 821), as varied, and replaces the Sydney Water
Award 1994 published 2 December 1994 (282 I.G. 793), as varied.
The changes made to the award pursuant to the Award Review
pursuant to section 19 (6) of the NSW Industrial
Relations Act 1996, and principle 26 made by the Industrial Relations
Commission of NSW on 18 December 1998(308 IG 307) take effect from 27 April
2001.
The award remains in force until varied or rescinded, the
period for which it was made having already expired.
3. DEFINITIONS
"Employer" means Sydney Water Corporation or
Australian Water Technologies Pty Ltd
"Unions" means: the
Australian Services Union of New South Wales
the Electrical Trades’ Union of Australia New South Wales
Branch;
the Automotive, Food, Metals, Engineering, Printing and
Kindred Industries Union;
"Pay Point" means a rate of pay on the appropriate
Pay Scale contained in Schedule A.
"Managing Director" means the Managing Director of
Sydney Water Corporation.
"Equivalent" when referring to either
qualifications and/or work experience are those qualifications and work
experience deemed by the Employer to be equivalent.
"Previous Wages Employees" shall mean those
employees whose conditions of employment were governed by the Water and
Sewerage Employees Wages Division (Metropolitan) Award or the Water and
Sewerage (casual Wages Staff) Award prior to 26 June 1994.
4. CONTRACT OF
EMPLOYMENT
4.1 GENERAL
(a) Employment
(other than casual) will be on a fortnightly basis.
(b) Employment
will be on a full-time, term (temporary), part-time or casual basis.
(c) All employees
covered by this Award will be appointed to the Employer and work where
nominated from time to time by the Employer subject to the principles contained
in the STATEMENT OF INTENT Clause of this Award.
(d) All employees
will be required to perform the full range of related work activities
equivalent to their appointed position and field of employment. Employees may also be required to perform
the duties of a lesser nature. While
employees may be required to perform 'lower duties' this principle is not to be
used as a means of deskilling any individual or group.
4.2 CASUAL
EMPLOYMENT
(a) Casual
employees are employed to perform irregular, seasonal and on-call work. They have no entitlement to Award provision
other than those contained in this clause.
(b) Casual
employees are engaged on an hourly basis and paid as such.
(c) The hourly
rate paid to a casual employee will be the hourly rate paid for a similar
full-time job.
(d) Casual
employees will be paid a loading of 20% of their hourly rate. Payment of this loading will be in lieu of
all other entitlements specified in this Award.
(e) Payment will
be made for hours worked.
(f) Casual
employees will be paid fortnightly for hours worked.
(g) Where the
period of engagement on any one day exceeds five (5) hours an unpaid meal break
of at least half an hour must be taken.
(h) Casual
employees will be entitled to payment for overtime in accordance with the
provisions of this Award only when the contracted hours per day are exceeded.
(i) Casual
employees are entitled to the long service leave as provided for in the New
South Wales Long Service Leave Act
1955.
4.3 TERM (OR
TEMPORARY) EMPLOYEES
Term Employees are employed for a limited and specified
amount of time. Term employees are
engaged to work for a defined period where there will be no on-going need for
either the person or the position. Term
employees may be either full-time or part-time and their conditions of employment
are governed by this Award.
4.4 PART-TIME EMPLOYEES
(a) A part-time
employee will mean an employee who is employed to work hours which are less
than the average weekly hours worked by full-time employees.
(b) The daily
hours to be worked and the days of the week to be worked by part-time employees
must be agreed in writing between the employee and their manager. The ordinary daily hours will be worked
Monday to Friday but are not restricted by the ordinary working hours Clause
12.2(a)(i) or (ii).
Except that no agreement shall permit a minimum start of
less than three (3) continuous hours except in cases where it is agreed that
there be a start of two (2) continuous hours on 2 or more days per week
provided that:
(i) the part time
work agreement was made before 26 March 1998 or
(ii) a two (2)
hour start is sought by the employee to accommodate the employees personal
circumstances which must be specified in the agreement or
(iii) the place of
work is within a distance of 5km from the employees place of residence.
(c) Part-time
employees will only be entitled to overtime if the hours worked exceed the
ordinary weekly full-time hours for the position or where work is performed on
a Saturday/Sunday or Public Holiday irrespective of the weekly hours worked. Payment will be at the rate prescribed in
the overtime clause.
(d) Part-time
employees whose scheduled hours are five (5) or less per day, are not entitled
to meal breaks.
(e) Part-time
employees will be paid fortnightly for hours worked.
(f) The hourly
rate paid to a part-time employee will be the hourly rate for a similar
full-time job.
(g) Part-time
employees will be subject to the PERFORMANCE MANAGEMENT SYSTEM AND PERFORMANCE
REVIEWS Clause of this Award.
(h) Part-time
employees will be eligible, on a proportional basis for all leaves prescribed
in this Award. Leave will be calculated on the basis of the proportion of hours
scheduled per week to the full-time hours of work per week, i.e.
part-time hours x full-time annual entitlement = P/T annual
leave
full-time hours of leave in hours entitlement (in hours)
(j) Any leave
approved to cover the absence of a part-time employee will be debited on an
hourly basis or part thereof to reflect the actual time taken off work.
(k) Where an
employee has worked both full and part-time, the leave entitlement will be paid
on the proportion of part-time and full-time service during the relevant
period.
(l) Public
holidays will only be paid if the employee was scheduled to work on the public
holiday and in accordance with the PUBLIC HOLIDAYS Clause.
(m) Part-time
employees will have access to performance payments on a proportional basis.
4.5 MEDICAL EXAMINATIONS
A person will not be eligible for appointment unless that
person has, as required by the Employer, passed an examination of medical fitness
by a qualified medical practitioner nominated by the Employer.
4.6 ADVICE OF ABSENCES
Employees who are absent on any day for reasons other than a
pre-arranged absence must advise their manager as soon as practicable on that
day, and where possible before normal starting time, of the estimated duration
of the absence and the type of leave that will be taken.
4.7 TERMINATION OF EMPLOYMENT
(a) Employment may
be terminated by either party (employee or the Employer) by giving two weeks
written notice.
(b) The Employer
may give two (2) weeks pay in lieu of notice.
(c) If the
employee fails to give two weeks notice, two weeks pay will be forfeited.
(d) Employees who
have given or been given notice, and absent themselves from duty without
acceptable proof (the onus of proof lies with the employee) will be deemed to
have abandoned employment and will not be entitled to be paid for any work
performed during the period of notice.
4.8 MISCONDUCT
(a) Summary
dismissal: Where it has been
established to the satisfaction of the Employer that an employee has been
guilty of misconduct, the Employer may summarily dismiss without notice.
(b) Suspension: Nothing will prohibit the Employer
suspending from duty an employee for alleged misconduct, nor to defer payment
for any day or part of a day during such period of suspension, where the
Employer deems it necessary to further investigate the alleged misconduct. The employer will investigate and determine
matters in relation to any suspension.
During an investigation by the employer the rules of natural justice
will apply.
(c) Misconduct
Proven: Where the employer determines
that an employee is guilty of misconduct the employee may be:
- dismissed;
or,
- regressed
to a lower pay point; or,
- subjected
to other action as deemed appropriate.
In the above instances payment for any period of suspension
may be forfeited.
(d) Misconduct not
proven: Where the employer finds that an employee suspended without pay for
alleged misconduct is not guilty of the alleged misconduct, the employee will
receive payment for the period of suspension.
4.9 ABANDONMENT
OF EMPLOYMENT
(a) Employees who
are absent from work for a continuous period exceeding 5 working days without
notification to the Employer will be regarded as having abandoned their
employment.
(b) After the five
days referred to in (a) above, the Employer will notify such employees in
writing, forwarded to the address last known to the Employer, that their
employment will be terminated from the first date of absence unless acceptable
explanation for such absence is supplied.
A period of not less than five (5) working days will be allowed for the
employee to contact the Employer.
(c) If the
employee fails to respond, termination of employment will be automatic from the
first day of absence.
4.10 EMPLOYER'S
RIGHT TO DEDUCT PAY AND TIME LOST
(a) Through No
Fault of the Employer
(i) Where
employees are absent from duty for reasons not entitling payment under this
Award, the Employer may deduct from the pay of the employee, payment for all
time lost to the Employer.
(ii) The Employer
may deduct from the pay of an employee, all amounts paid in advance for any
type of leave where the leave is subsequently not approved or the employee
fails to attend a course for which leave was granted.
(b) Through
Fault of the Employer
No deduction will be made for time lost through the fault of
the Employer.
(c) Inclement
Weather
No deduction from pay will be made for time lost owing to
wet weather provided employees:
(i) continue to
work until the supervisor orders work to cease;
(ii) stand-by as
directed by supervisor;
(iii) commence duty
when directed by supervisor;
(iv) stand-by until
work has been officially abandoned for that day.
(d) Stand Down
Orders
The Employer may apply to the NSW Industrial Relations
Commission for stand down orders in accordance with the Industrial Relations Act 1996.
4.11 PAYMENT ON
TERMINATION
When an employee is discharged and is not paid upon the
works and is required to collect their pay in their own time, they shall be
paid ordinary rates up to a maximum of two (2) hours. An employee who resigns may make the necessary arrangements for a
cheque to be forwarded to them for any monies due.
4.12 PAYMENT OF
MONEY OWING TO THE EMPLOYEE IN CASE OF DEATH
Payment of Unpaid Monies
(a) Any
outstanding pay will be paid into the deceased’s nominated bank, building
society or credit union account as per normal pay.
(b) All unpaid
monies other than pay will be paid as follows:
(i) Where the
unpaid monies owed by the employer is in excess of $15,000 such monies will be
paid to the Executor or Administrator of the deceased’s estate. This will only be done on the production of
Grant of Probate or Letters of Administration.
(ii) Where the
unpaid monies owed by the employer do not exceed $15,000 the employer may agree
to make payment through the Executor or Administrator of the deceased’s estate
without Grant of Probate or Letters of Administration.
(iii) Where the
unpaid monies owed by the employer do not exceed $15,000 the employer may agree
to make payment to other than the Executor or Administrator of the deceased’s
estate. In such cases the employer may
require the person to whom the payment is made to demonstrate a legal
entitlement to the money and to provide a written indemnity to the employer
stating that they will indemnify the employer in relation to any claims made
against the employer in relation to the money paid.
Advance Payments
Up to $5,000 may be advanced prior to the production of all
documentation referred to above, provided the employer is reasonably assured
that the payment is being made to the legal spouse or de facto partner or other
person who can demonstrate a legal entitlement to money owing to the deceased.
4.13 OVERTIME AND
SHIFT
For the purpose of meeting the needs of the industry the
Employer may require any employee to work reasonable overtime including work on
Saturdays, Sundays and Holidays or shift work at the rates prescribed by this
Award.
5. JOB EVALUATION
The rate of pay for all positions, except positions covered
by Clause 6.4 Special Movements, will be determined by job evaluation.
6. PAY
6.1 RATES OF PAY
(a) There will be
one pay scale for all employees of each Employer to:
(i) Properly
cater for promotions
(ii) Allow for the
enhancement and development of skills, increasing managerial responsibilities
and personal development.
(b) The rate of
pay for a job (other than those covered by sub clause 6.4 Special Movements and
base grade clerical IPS 3-20) will be based on its evaluated pay point.
(c) The rates of
pay listed in this clause stand alone and contain no component rates from
outside Awards or agreements. (Schedule
A.)
(d) Equivalent
rates of pay will be determined as follows:
(i) Daily = IPS hourly rate x ordinary daily working hours.
(ii) Weekly =
IPS hourly rate x ordinary weekly working hours.
(iii) Fortnightly =
weekly pay rate x 2.
(iv) Annual =
weekly pay rate x 52.2
6.2 APPOINTMENTS
(a) Employees will
be appointed on the appropriate annual rate of pay for the job (being the mid
point), except where, in exceptional circumstances appointment may be made at
the low or high point (Schedule A).
(b) Where in
exceptional circumstances appointment has been made to the low point, an
employee may progress to the mid-point after twelve (12) months from the
original appointment, subject to satisfactory performance in all aspects of the
position.
(c) Where
progression for an employee is rejected, the reasons for such rejection must be
stated in writing and provided to the employee. In such cases, the employee has a right of appeal to the relevant
General Manager, and where unsuccessful shall subsequently be reviewed six (6)
months after the original review.
(d) Where an
employee is appointed to the mid point, there will be no progression.
(e) An employee
shall not be paid a rate less than their appointed rate, except where an
employee has been regressed as a result of:
(i) poor
performance (see PERFORMANCE MANAGEMENT SYSTEM AND PERFORMANCE REVIEWS clause);
or
(ii) disciplinary
action (see CONTRACT OF EMPLOYMENT clause).
6.3 PAYMENTS OF
MONIES DUE
(a) The Employer
may make payment, less any deductions as may be authorised by the employee or
required by law (eg garnishee order), by paying the full amount of any balance
due into a credit union, building society or bank account of the employee’s
choice, or by cheque made payable to the employee.
(b) Monies will
only be assigned to accounts which are in the employees name either singly or
jointly. Any payments in addition to an
employee appointed rate of pay, made under the provisions of this Award (eg
overtime, allowances, shift penalties, etc), will be made within the three (3)
pay periods (ie six (6) weeks).
(c) No variation
will be made to pay unless it is properly authorised, in writing.
6.4 SPECIAL
MOVEMENTS
(a) Where
employees hold recognised tertiary qualifications and the employer requires the
employee to utilise such qualifications in the course of their work, employees
will be eligible to progress in line with the appropriate scale, subject to:
(i) satisfactory
performance of the employee concerned at the existing pay point.
(ii) the
experience and demonstrated ability of the employee concerned.
(iii) the capacity
of the employee to undertake more responsible work.
(iv) the
availability of work in the employees acquired discipline.
(b) Where
progression for an employee is rejected, the reasons for such rejection must be
stated in writing and provided to the employee. In such cases, the employee has a right of appeal to the relevant
General Manager, and where unsuccessful, shall subsequently be reviewed six (6)
months after the original review.
(c) Employees will
initially be offered appointment to a pay point on the appropriate scale as
determined by the employer and will be eligible for annual movement subject to
satisfactory performance. Progression
will be to the next pay point on the appropriate scale.
(i) Engineering -
four (4) year degree or equivalent
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
Pay Point 51
Pay Point 53
Pay Point 55
Pay Point 56
(ii) Environmental
Sciences - three (3) year degree, diploma or equivalent
Pay Point 22
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
(iii) Environmental
Sciences - four (4) year degree or equivalent
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
Pay Point 51
Pay Point 53
Pay Point 55
Pay Point 56
(iv) Architectural
- three (3) year degree, diploma or equivalent
Pay Point 22
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
(v) Architectural
- five (5) year degree or equivalent
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
Pay Point 51
Pay Point 53
Pay Point 55
Pay Point 56
(vi) Surveying -
degree or equivalent
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
Pay Point 51
Pay Point 53
Pay Point 55
Pay Point 56
Notwithstanding the provisions above, an employee who
becomes a registered surveyor by examination of the Board of Surveyors will be
paid a rate of not less than pay point 38.
(viii) Scientific -
three (3) year degree, diploma or equivalent
Pay Point 22
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
(ix) Scientific -
four (4) year degree or equivalent
Pay Point 26
Pay Point 32
Pay Point 38
Pay Point 44
Pay Point 48
Pay Point 50
Pay Point 52
Pay Point 53
Pay Point 55
(x) General -
diploma or equivalent
Pay Point 14
Pay Point 16
Pay Point 18
Pay Point 20
Pay Point 22
Pay Point 24
Pay Point 26
Pay Point 28
(xi) General -
degree or equivalent
Pay Point 16
Pay Point 20
Pay Point 24
Pay Point 28
Pay Point 32
Pay Point 36
Pay Point 40
Employees will only be eligible for special movements while
in positions considered by the employer to require the specific skills of their
respective discipline.
6.5 PERFORMANCE
PAYMENTS
(a) Subject to (b)
and (c) of this sub-clause, all employees of Sydney Water Corporation will have
access to performance payments of 2% or 4% annually, based on the performance
management system as outlined in the PERFORMANCE MANAGEMENT AND REVIEWS Clause
of this Award. Employees of Australia
Water Technologies Pty Ltd do not have access to performance payments under
this sub-clause.
(b) Employees
subject to Special Movements under sub-clause 6.4 above do not have access to
Performance Payments under sub-clause (a) unless the employee’s particular
Special Movement equates to less than a 4% increase in the employee’s rate of
pay.
(c) Where an
employee’s Special Movement is less than a 4% increase in the employee’s rate
of pay, the amount of Performance Payment available under sub-clause (a) above,
together with the amount of the employee’s Special Movement shall not exceed
the equivalent of a 4% payment.
(d) Performance
Payments will be calculated using the employee’s pay point most paid during the
annual review period.
(e) The annual
review period for assessment of performance payments will commence twelve
months from date of making of the Award.
Performance payments will only be available at the end of the review
period.
Schedule A
INTEGRATED PAY SCALES APRIL 2001
|
IPS Level
|
SWC Hourly Rate
|
AWT Hourly Rate
|
1
|
11.637
|
11.637
|
2
|
11.637
|
11.637
|
3 Low
|
11.637
|
11.637
|
4
|
11.637
|
11.637
|
5
|
11.637
|
11.637
|
6
|
12.181
|
12.181
|
7 Mid
|
12.726
|
12.726
|
8
|
12.946
|
12.946
|
9
|
13.166
|
13.166
|
10 High
|
13.628
|
13.628
|
11
|
13.947
|
13.947
|
12
|
14.267
|
14.267
|
13
|
14.528
|
14.528
|
14
|
14.790
|
14.790
|
15
|
15.009
|
15.009
|
16 Low
|
15.229
|
15.241
|
17
|
15.400
|
15.507
|
18 Mid
|
15.629
|
15.773
|
19
|
15.866
|
16.050
|
20 High
|
16.103
|
16.326
|
21
|
16.258
|
16.506
|
22 Low
|
16.412
|
16.685
|
23
|
16.570
|
16.870
|
24 Mid
|
16.729
|
17.055
|
25
|
16.834
|
17.244
|
26 High
|
16.996
|
17.433
|
27
|
17.326
|
17.626
|
28 Low
|
17.328
|
17.820
|
29
|
17.473
|
17.988
|
30 Mid
|
17.590
|
18.156
|
31
|
17.766
|
18.329
|
32 High
|
17.914
|
18.501
|
33
|
18.063
|
18.676
|
34 Low
|
18.213
|
18.850
|
35
|
18.366
|
19.029
|
36 Mid
|
18.519
|
19.208
|
37
|
18.676
|
19.390
|
38 High
|
18.833
|
19.573
|
39
|
18.993
|
19.759
|
40 Low
|
19.152
|
19.945
|
41
|
19.316
|
20.135
|
42 Mid
|
19.479
|
20.325
|
43
|
19.645
|
20.518
|
44 High
|
19.811
|
20.712
|
45
|
19.980
|
20.909
|
46 Low
|
20.149
|
21.106
|
47 Mid
|
20.496
|
21.509
|
48 High
|
20.848
|
21.920
|
49 Low
|
21.208
|
22.339
|
50 Mid
|
21.574
|
22.765
|
51 High
|
21.949
|
23.201
|
52 Low
|
22.331
|
23.646
|
53 Mid
|
22.720
|
24.100
|
54 High
|
23.117
|
24.562
|
55 Low
|
23.522
|
25.034
|
56 Mid
|
23.934
|
25.514
|
57 High
|
24.356
|
26.006
|
58 Low
|
24.788
|
26.507
|
59 Mid
|
25.224
|
27.017
|
60 High
|
25.673
|
27.539
|
61 Low
|
26.129
|
28.070
|
62 Mid
|
26.593
|
28.611
|
63 High
|
27.082
|
29.164
|
64 Low
|
27.605
|
29.728
|
65 Mid
|
28.139
|
30.303
|
66 High
|
28.685
|
30.891
|
67 Low
|
29.240
|
31.489
|
68 Mid
|
29.806
|
32.099
|
69 High
|
30.385
|
32.721
|
70 Low
|
30.974
|
33.356
|
71 Mid
|
31.576
|
34.005
|
72 High
|
32.188
|
34.664
|
73 Low
|
32.814
|
35.338
|
74 Mid
|
33.453
|
36.025
|
75 High
|
34.103
|
36.726
|
76
|
34.768
|
37.442
|
7. CHILD CARE
BENEFITS AND PAY
7.1 Notwithstanding
any other provisions of the Award, by mutual agreement with the Employer, an
employee may elect to receive:
(a) the benefit of
services under the Employer's child care scheme; and
(b) an amount of
pay equal to the difference between pay calculated in accordance with the rates
prescribed in the PAY Clause and the amount specified by the Employer from time
to time for the benefit received by the employee under the Employer's child
care scheme.
7.2 During the
currency of an agreement under this clause:
(a) an employee
who takes any paid leave on full pay shall receive the benefits and pay under
sub clauses 7.1 (a) and (b).
(b) An employee
who takes any paid leave on less than full pay shall receive:
(i) the benefit
of services under the Employer's child care scheme, and
(ii) an amount
of pay calculated by applying the formula:
S x P% - [(100% - P%) x C]
Where
S = the pay
determined by sub clause 7.1 (b).
P = the
percentage of pay payable during the leave
C = the
amount specified by the Employer for the benefit received by the employee under
the Employer's child care scheme during the period of paid leave.
7.3 Any other
Award payment calculated by reference to the employee's pay, and payable:
(a) during
employment, or
(b) on termination
of employment in respect of untaken leave, or
(c) on death,
shall be at the rate of pay which would have applied to the
employee under the PAY Clause, in the absence of the agreement.
7.4 During the
currency of an agreement under this clause an employee shall not also be
entitled to receive the pay prescribed in the PAY Clause.
8. SALARY SACRIFICE
TO SUPERANNUATION
8.1 (a) Notwithstanding the pay outlined in
Clause 6 PAY or any relevant pay scale in a registered enterprise agreement an
employee may elect to sacrifice a portion of the pay payable to additional
employer superannuation contributions.
Such election must be made prior to the commencement date of the period
of service to which the earnings relate and is subject to the limitations
provided in (b) & (c) of this clause.
(b) The amount
sacrificed must not exceed thirty (30) per cent of the employee’s current pay,
payable under Clause 6 of this Award or under a relevant registered enterprise
agreement, or thirty (30) per cent of the current applicable superannuable
salary, whichever is the lesser. In
this clause, "Superannuable Salary" means the employee’s salary as
notified from time to time to the New South Wales public sector superannuation
trustee corporations.
(c) In addition to
(b) above, the amount of pay which an employee may elect to sacrifice to
superannuation is limited to an amount which ensures that the aggregated
amounts of employer contributions to accumulation funds (any current employer
contributions and elected salary sacrificed contributions) do not exceed the
employee’s maximum deductible aged based limit set by the Australian Tax Office
as varied from time to time.
8.2 Where the
employee has elected to sacrifice a portion of that pay to additional employer
superannuation contributions:-
(a) Subject to
Australian Taxation law the sacrificed portion of pay will reduce the pay
subject to appropriate PAYE taxation by the amount of that sacrificed portion;
and
(b) Any allowance,
penalty rate, payment for unused leave entitlement, weekly workers compensation
or other payment, other than any payments for leave taken in service, to which
an employee is entitled under this Award or any applicable Award, Enterprise
Agreement, Act or Statute which is expressed to be determined by reference to
an employee’s salary shall be calculated by reference to the pay which would
have applied to the employee under Clause 6 PAY of this Award or any relevant
pay scale in a registered Agreement in the absence of any salary sacrifice to
superannuation made under this Award.
8.3 The employee
may elect to have the portion of payable pay which is sacrificed to additional
employer superannuation contributions:
(a) paid into the
superannuation scheme established under the First State Superannuation Act 1992
as optional employer contributions; or
(b) subject to the
corporations agreement paid into a private sector complying superannuation
scheme as employer superannuation contribution.
8.4 Where an
employee elects to sacrifice in terms of Clause 8.3 above, the employer will
pay the sacrificed amount into the relevant superannuation fund.
8.5 Where the
employee is a member of a superannuation scheme established under
(a) the
Superannuation Act 1916
(b) the State
Authorities Superannuation Act 1987
(c) the First
State Superannuation Act 1992
the employer must ensure that the amount of any additional
employer superannuation contributions specified in sub clause 8.1 above is
included in the employees superannuable pay which is notified to the New South
Wales public sector superannuation trustee corporation.
8.6 Where prior to
electing to sacrifice a portion of his/her pay to superannuation, an employee
had entered into an agreement with their employer to have superannuation
contributions made to a superannuation fund other than a fund established under
legislation listed in sub-clause 8.5 above, the employer will continue to base
contributions to that fund on the pay payable under Clause 6 PAY or any
relevant pay scale in a registered enterprise agreement to the same extent as
applied before the employee sacrificed portion of that pay to superannuation.
This clause applies even though the superannuation
contributions made by the employer may be in excess of superannuation guarantee
requirement after the salary sacrifice is implemented.
9. NO ASSIGNMENT OF
PAY
(a) An employee's
pay will be paid as it falls due with the exception of payments withheld for
the purposes of pay equalisation in conjunction with the 19 day lunar month
pattern of work detailed in Clause 12, HOURS OF WORK of this Award.
(b) No payment
shall be made in respect thereof to any person by virtue of any order,
document, or instrument whereby an employee may have assigned or attempted to
assign their pay.
Provided that this clause shall not apply in the case of
payments made out of the pay of an employee at their request in writing in
respect of contributions to:
a union party to this award
a complying superannuation fund agreed by the employer
health/medical funds agreed by the employer but including
the Hospitals Contribution Fund of Australia
the Medical Benefits Fund of Australia
the Newcastle Industrial Benefits Limited
Medibank Private
the Warragamba Dam and Prospect District Provident Fund
the Manchester Unity I.O. Oddfellows Hospital and Medical
Benefits Fund
the Government Employees’ Medical and Hospital Club
the Western District Fund
any premiums due to any life assurance company approved by
the employer for this purpose
Charities agreed by the employer
or the repayment
of a loan advanced by a bank approved by the Employer to an employee
or contributions
to a boarding house or mess establishment on any work site
or the payment of
rental or other charges to the Employer on account of a cottage rented or
purchased from the Employer
or amounts
owing by an employee for safety
footwear and/or wearing apparel purchased from or supplied by the Employer
10. PERFORMANCE
MANAGEMENT SYSTEM AND PERFORMANCE REVIEWS
10.1 GENERAL
(a) Employee's
work performance and skills attainment will be monitored on a regular basis
throughout the period of employment with counselling and support being
provided. This process is intended to
enable employees to reach the level of achievement defined at the commencement
of the performance management cycle and will facilitate the payment of
performance payments.
(b) The
performance management system ensures ongoing participative involvement, aimed
at developing employees and relating development and performance to the
objectives of the position and the Employer.
10.2 THE
PERFORMANCE MANAGEMENT SYSTEM
(a) The system
will establish performance targets and indicators for an employee and provide
for ongoing support and evaluation of the employee's performance. The system leads to the development and
broadening of the employee's knowledge, skills and experience relevant to the
targets, and to increase their ability to work in other areas of the
Employer. The system also encourages
the development of relevant competencies of employees in their current jobs,
provision of staff development in acquiring these competencies and career
development in relation to possible future jobs.
(b) The system
shall apply to each employee of the Employer within the scope of Schedule A
prescribed in this Award and who are classified at Pay Point 57 and above.
(c) The system is
subject to and has regard to:
(i) the
provisions of this Award as varied from time to time;
(ii) the Sydney Water Act, 1994
(iii) the Industrial Relations Act, 1996,
(iv) common law and
other rights.
(v) any other
relevant statutory provisions,
(d) The Employer
may reduce an employee's pay where by the end of the review period they have
not reached an acceptable standard of skills development and/or experience,
and/or demonstrated performance and/or in the case of misconduct.
(e) Notwithstanding
(d) above the application of the system is not intended to effect:
(i) a variation
in an existing contract of employment of an existing employee,
(ii) a substituted
contract or novation,
(iii) a collateral
contract or agreement,
(iv) an assignment
of any rights, or
(v) an exemption
from the Award
during the performance management cycle.
10.3 REGRESSION
(a) In all cases
where an employee's pay has been reduced, the employee is to receive a
statement in writing signed by the relevant manager which gives the grounds.
(b) The employee
has the right to appeal against the decision to reduce their pay, to the
relevant General Manager or a nominated authorised employee.
(c) Where the
decision to regress is upheld, the employee is entitled to internal counselling
and support aimed at correcting the misconduct or improving the performance.
(d) The employee
will be entitled to a further review after a reasonable period of time as
determined by the General Manager or nominee.
10.4 APPLICATION
(a) This system
will apply to employees classified at and above pay point 57.
(b) All employees
classified on pay points 1 to 56 of Schedule A and Annexure A will be subject
to the trial performance management system.
This system will continue until such time as another agreed system is
developed.
11. TEMPORARY
ARRANGEMENTS
(a) Where a
vacancy exists, or an employee is absent for four (4) consecutive days or more,
the Employer, on a temporary basis, may:
(i) fill the
position with the most suitable competent employee from a lower pay point with
such employee receiving the specified pay point applicable to the position; or
(ii) fill the
position with the most suitable competent employee from a higher pay point
without loss of pay; or
(iii) fill the
position with an employee at the same pay point, without variation in pay, in
order to provide the opportunity for the employee concerned to develop skills;
or
(iv) fill the
position on a rotational basis using any combination of the provisions set out
in points (i) to (iii) above; or
(v) assign part or
all of the duties to an employee or employees from the same pay point or higher
without variation in pay; or
(vi) leave the
position unoccupied.
(b) Where an
employee is absent from duty for three (3) days or less the Employer may:
(i) assign the
duties to another employee or employees without variation in pay; or
(ii) leave the
position unoccupied.
(c) A part-time
employee may relieve in a higher paid position and be entitled to payment on a
pro rata basis where such period exceeds four (4) consecutive days based on
their usual pattern of work.
In such cases, where a full time employee performs the
duties on the remaining days, such employee will be entitled to payment at the
higher rate where four (4) or more consecutive days are worked based upon the
part-time pattern.
(d) Full-time
employees who relieve in a higher paid part-time position will receive payment
at the higher rate on a pro rata basis where such period exceeds four (4)
consecutive days on the part-time pattern of work.
(e) Temporary
arrangements are voluntary where an employee would be financially disadvantaged
by being forced to undertake the duties of another position.
(f) The Unions
can approach the Employer in individual cases of hardship or difficulty
regarding the application of this clause.
12 HOURS OF WORK
12.1 GENERAL
(a) For the
purpose of this clause the organisation’s needs are of the foremost importance
and such matters as the availability of adequate supervision, service to the
public, work timetables, team or group work and inter-branch relationships will
be relevant factors in determining the staggered work arrangements to be worked
by employees. It will be the
Corporation’s responsibility to ensure that sufficient employees are on duty to
maintain service and work objectives.
(b) The
organisation of work and ordinary hours will optimise work effectiveness and
the fulfilment of the reasonable needs of employees.
(c) The standard
working hours will be those necessary for the completion of routine work, and
this clause sets out the ordinary hours and conditions attached to exceptions.
12.2 ORDINARY
WORKING HOURS
(a) The ordinary
working hours of full-time employees will be:
(i) an average of
35 per week, Monday to Friday inclusive, between the spread of hours 7.00am to
6.00pm, in accordance with subclause 12.3; or
(ii) an average of
38 per week over a four-week period, Monday to Friday inclusive, eight hours
per day between the spread of hours 7.00am to 6.00pm, except for one leisure
day off in each four-week period.
(b) The provisions
of subparagraph (ii) of paragraph (a) of this subclause will apply to employees
who:
(i) occupy positions
that were former Wages Division positions;
(ii) supervise
employees who occupy positions that were former Wages Division positions;
(iii) provide
ancillary services to support the functions performed by employees who occupy
former Wages Division positions and are required to work similar hours; or
(iv) the duties of
the position require the working of a 38-hour week.
12.3 STAGGERED WORK
ARRANGEMENTS FOR EMPLOYEES WORKING A 35 HOUR WEEK
(a) The provisions
of this subclause apply to:
(i) full-time
employees whose ordinary working hours are an average of 35 hours per week; and
(ii) full-time
term employees:
(A) whose ordinary
working hours are an average of 35 hours per week; and
(B) who are
permitted to work in accordance with this subclause by the relevant manager.
(b) The provisions
of this subclause do not apply to the following:
(i) part-time
employees;
(ii) casual
employees;
(iii) employees on
part-time maternity leave; and
(iv) any employee
(regardless of the basis of their employment) who fails to comply with the
roster day off (RDO) requirements in paragraphs (g) and (h) of this subclause.
(c) Employees to
whom this subclause applies may nominate a preference to work one of the
following staggered work arrangements:
(i) 20 day month
of 7 hours per day (20 day month);
(ii) 19 day month
of 7 hours and 25 minutes *per day and one RDO (or two half RDO’s) every four
weeks (19 day month); or
(iii) 9 day
fortnight of 7 hours and 55 minutes *per day and two RDO’s (or four half RDO’s)
every four weeks (9 day fortnight)
* Any time
worked in excess of 7 hours on any day by employees under subparagraphs (c)
(ii) and (iii) will be additional time worked on working days (excluding public
holidays and 20 days recreation leave per year) for the purposes of the
employee accruing RDO’s.
(d) An employee’s
nomination to work one of the staggered work arrangements under paragraph (c)
of this subclause will be considered as follows:
(i) Rostered days
off are subject to consultation but remain an employer’s prerogative which
prerogative is designed to ensure service to the public, availability of
adequate supervision and satisfaction of the employer’s needs
(ii) Unless the
option as to one of the three staggered work, arrangements in subclause 9.3 (c)
is specifically stipulated in the employee’s position description, the
staggered work arrangement shall be at the election of the employee.
(iii) Where an
employee’s staggered work arrangements are not stipulated in the employee’s
position description the employee’s manager will consider the employee’s
nominated staggered work arrangement having regard to the employer’s needs
referred to in subclause 12.1(a) above.
(iv) The manager
shall not unreasonably withhold approval of the employee’s nominated staggered
work arrangement.
(v) If the
employee’s nominated staggered work arrangement is unacceptable to the employer
and the employee does not accept the reason(s) for the rejection, the
nomination will be reviewed under clause 58 of the Award.
(vi) If the
employee accepts the reason(s) for the rejection of the employee’s nominated
staggered work arrangements, then the employee may elect to work one of the
remaining staggered work arrangements provided that the employee may not elect
a nine day fortnight.
(vii) An employee
may elect to vary their staggered work arrangements at any time subject to the
constraints set out in subclause 12.3.
(e) Employees who
are eligible to work in accordance with this subclause must:
(i) advise their
supervisor/manager in writing of the staggered work arrangements in paragraph
(c) of this subclause that they would prefer to work on an ongoing basis, which
preference will be considered under paragraph (d); and
(ii) if they
commence employment during a four week roster period, work a 20 day month until
the commencement of the first four week roster period after the date of
commencement of their employment; at which time they may commence working
accordance with any approved staggered work arrangements under paragraph (c) of
this subclause.
(f) Employees who
are eligible to work in accordance with this subclause may make a request, in
writing to their Manager, to change their current work arrangements to an
alternative staggered work arrangement under paragraph (c) of this subclause. Such requests will be considered under
paragraph (d) and where approved will operate from the commencement of the next
available four week roster period.
(g) Employees who
are eligible to work in accordance with this subclause must advise their
supervisor/manager of their proposed dates for their RDO(s) before the third
Wednesday during the four week roster period preceding the roster period in
which the employee wishes to take their RDO(s).
(h) The employee’s
supervisor/manager will determine whether to approve the proposed dates for
their RDO’s. Where possible employees
will be afforded flexibility in choosing when to take RDOs. However the employees’ supervisor/manager
may (at any time and regardless of whether the employee has made a request to
take RDO’s) determine when employees take their RDOs and the employee must take
their RDOs at that time.)
(i) Employees
must ensure that approved RDO(s) are appropriately recorded in the manner
determine by the business in which they work.
(j) Employee’s
RDO accumulation shall not exceed:
(i) two RDOs in
addition to the RDOs accumulated in the current four week roster period where
they are working a 9 day fortnight; and
(ii) one RDO in
addition to the RDO accumulated in the current four week roster period where
they are working a 19 day month.
(k) When RDOs are
taken continuous with recreation leave:
(i) any RDOs due
at the start of the period of recreation leave will be regarded as being taken
from the first day of the leave; and
(ii) any RDOs
accumulated during leave will be regarded as being taken at the end of the
leave.
(l) RDO
entitlements will be reduced in accordance with paragraph (m) as a result of
all absences from work of one day or more except for absences in the following
circumstances:
(i) Recreation
leave;
(ii) Local leave;
(iii) Public
Holiday;
(iv) Roster leave;
(v) Examination
leave (½ day) together with Recreation leave (½ day);
(vi) Jury duty; and
(vii) TUTA leave.
(m) RDO
entitlements are reduced by a half day, in the following roster period, if an
employee accumulates:
(i) 9 days
absence (other than of the type specified in paragraph (1) from work (over any
period) where the employee works a 19 day month; or
(ii) 5 days
absence (other than of the type specified in paragraph (1) from work (over any
period) where the employee works a 9 day fortnight.
(n) The maximum
payment in lieu of RDOs on termination of employment is two days paid at single
time rates.
(o) RDOs must not
be taken before they are accumulated.
(p) If an employee
is sick on an RDO the employee will be entitled to sick leave on full pay for
that day instead of taking an RDO provided that:
(i) the employee
complies with clause 22, Sick leave; and
(ii) the employee
has an entitlement to paid sick leave
(q) Employees to
whom this subclause applies - other than shift workers - must:
(i) commence work
at a time approved by the employee’s supervisor/manager prior to the
commencement of the current roster period; and
(ii) be on duty
between the hours of 10.00am and 3.00pm (excluding lunch time) unless on
approved leave.
(r) Subject to
paragraph (s) of this subclause, where possible an employee who commences work
after the starting time approved under subparagraph (q) (i) of this subclause
must work their normal staggered roster hours for that day without the payment
of overtime.
(s) Where an
employee commences work after 10.00am, they must apply for recreation leave or
have their RDO entitlements reduced to cover the period of absence. The minimum amount of leave an employee may
apply for is a ½ day in respect of any such absence where no recreation leave
or RDO entitlements are available to the employee, the employee must take leave
without pay. This paragraph will not
apply in the event of major transport delays or where a supervisor/manager
determines that special circumstances exist.
(t) Employees to
whom this subclause applies must take a lunch break between 11.00am and 2.00pm,
unless the employee’s supervisor/manager has agreed prior to the lunch break
being taken that the employee may take his or her lunch break at an alternative
time.
12.4 VARIATION OF
HOURS -
(a) Starting and
ceasing times may be varied to meet the Corporation’s requirements in cases
where work cannot be carried out during the spread of hours (i.e. 7.00am to
6.00pm).
(b) Employees
whose starting and ceasing times have been varied by the Corporation will be
entitled to a loading of:
(i) 25 per cent
for those hours worked outside the spread of hours; or
(ii) 50 per cent
for those hours worked outside the spread of hours if the shift starts before
5.00am or finishes after 8.00pm
(c) The loading
specified in paragraph (b) of this subclause shall not apply where the
Corporation does not require the hours to be varied but the variation has been
made by mutual agreement between the Corporation and the employees concerned.
(d) This subclause
does not apply to shift workers.
12.5 MEAL BREAKS -
(a) Meal break
entitlements for employees other than shift workers are provided in clause 13,
Meal Breaks.
(b) Meal Break
entitlements for shift workers are provided in clause 14, Shiftwork - Regular
and clause 15, Other Shiftwork
12.6 DIVING AND
ASSOCIATED WORK -
(a) Employees who
are required by the Corporation to;
(i) carry out diving
activities; or
(ii) assist
employees required to carry out diving activities, will work an average of 28½
hours per week over a four-week period, to be worked six hours per day.
The assistants will be required to undertake all necessary
incidental work both prior to and after diving as part of the day’s work
without extra payment, regardless of whether six hours are exceeded.
12.7 TUNNELLING AND
ASSOCIATED WORK -
(a) Employees
chopping sandstone in tunnels or drives where the use of explosive is prohibited
will work:
(i) Until the
tunnel is broken through - an average of 23¾ ordinary hours per week over a
four-week period, to be worked five hours each day, except for one leisure day
off in each four-week period.
(ii) After the
tunnel is broken through - an average of 33¼ ordinary hours per week over a
four-week period, to be worked seven hours per day, except for one leisure day
off in each four-week period.
(b) Employees
excavating sandstone by means of water lined pneumatic picks in tunnels or drives
where the use of explosives is prohibited and where the atmosphere does not
contain more than 200 particles of silica per cubic centimetre will work.
(i) Where the
superficial area of the tunnel does not exceed 3.72 square metres - an average
of 33% ordinary hours per week over a four period, to be worked seven hours per
day, except for one leisure day off in each four-week period.
(ii) Where the
superficial area of the tunnel exceeds 3.72 square metres - an average of 38
hours per week over a four-week period to be worked eight hours per day, except
for one leisure day off in each four-week period.
(c) For the
purposes of paragraph (b) of this subclause, the Corporation will:
(i) carry out at
least six dust tests per day at every location where employees are working;
(ii) carry out
these dust tests two hours after work has commenced at the particular location;
(iii) carry out the
six tests within a period of 30 minutes.
The average of the tests made will determine the number of
particles of silica per cubic centimetre in the atmosphere.
A copy of every test made will be forwarded to the Water and
Maritime Industry Union within 48 hours.
(d) Employees
driving tunnels in sandstone where the use of explosives is not prohibited
shall work.
(i) Where the
superficial area of the tunnel does not exceed 3.72 square metre - an average
of 33¼ ordinary hours per week over the four-week period, to be worked seven
hours per day, except for one leisure day off in each four-week period.
(ii) Where the
superficial area of the tunnel exceeds 3.72 square meters - an average of 38
hours per week over a four-week period, to be worked eight hours per day,
except for one leisure day off in each four-week period.
(iii) Where the
superficial area of the tunnel exceeds 3.72 square metres and the atmosphere
contains more than 200 particles of silica per cubic centimetre - an average of
341/5 ordinary hours per week over a four-week period, to be worked 7½ hours
each day, except for one leisure day off in each four-week period.
(iv) Where the
superficial area of the tunnel exceeds 3.72 square metres, and after testing it
is established that the atmosphere contains more than 200 particles per cubic
centimetre of sandstone dust, then:
(1) mechanical
means will be used to clear the atmosphere of dust to less than 200 particles
per cubic centimetre;
(2) work in the
tunnel will cease and all employees will be paid for the time they are kept
waiting.
(e) Employees
driving tunnels or working in drives in any formation other than sandstone will
work:
(i) Where the
superficial area of the tunnel does not exceed 3.72 square meters and the
tunnel is over 4.57 metres in length - an average of 34 1/5 ordinary hours per
week over a four-week period, to be worked seven and one-half hours each day,
except for one leisure day off in a four-week period.
(ii) Where the
superficial area of the tunnel or drive does not exceed 3.72 square meters and
the tunnel or drive is not over 4.57 metres in length - an average of 38 hours
per week over a four-week period, to be worked eight hours per day, except for
one leisure day off in each four week period.
(iii) Where the
superficial area of the tunnel exceeds 3.72 square metres - an average of 38
hours per week over a four-week period, to be worked eight hours per day,
except for one leisure day off in each four-week period.
(f) Employees
sinking shafts in sandstone shall work an average of 33¼ ordinary hours per
week over a four-week period to be worked seven hours per day, except for one
leisure day off in each four-week period.
(g) Employees
sinking shafts in any formation other than sandstone, after a depth of 6.10
metres has been reached, shall work an average of 34 1/5 ordinary hours per
week over a four-week period to be worked seven and one-half hours per day,
except for one leisure day off in each four-week period.
(h) Employees
required to excavate sandstone by means of guttering and gadding or guttering
and blasting or chopping sandstone out of the face with a pick in any trench
excavated to a depth exceeding 1.2 metres from the surface will work
(i) An average of
33¼ ordinary hours per week over a four-week period, to be worked seven hours
per day, except for one leisure day off in each four-week period.
(ii) Employees
engaged in loading and/or trucking out skips in a tunnel or drive in sandstone
tunnels or in tunnels in any formation other than sandstone 3.48 metres or more
in length, employees filling buckets or skips at the bottom of sandstone shafts
during sinking, and operators, tunnel-loaders - as prescribed in paragraphs (a)
and (c) of this subclause.
(i) All employees
working underground continuously where excavation of tunnels is being performed
for more than a day shift in any one day shall work the same hours as are
prescribed in this clause for such work.
(j) If work is
performed:
(i) on any rock
containing silica (as opposed to free silica) to the amount of 25 per cent or
over; or
(ii) where tests
show a presence of more than 400 particles per cubic centimetre, then:
(1) mechanical
means will be used to clear the atmosphere of dust to less than 400 particles
per cubic centimetre; or
(2) all work shall
cease and all employees will be paid for the time they are kept waiting.
The Corporation will, at regular intervals or upon the
request of the Water and Maritime Industry Union, test for atmospheric
conditions and forward the results to them.
13. MEAL BREAKS
13.1 MONDAY -
FRIDAY
(a) Employees will
be allowed a mid day meal break of not less than 30 minutes or more than one
(1) hour without pay.
(b) No employee
other than those covered by Clause 14 REGULAR SHIFTWORK and Clause 15 OTHER
SHIFTWORK will be required to work for more than five (5) hours on any day
without a break for the "midday" meal, unless the requirements of the
work make it impracticable to allow such break before five (5) hours have
elapsed.
(c) In cases were
employees are required to work for more than five (5) hours without a break,
the break will be allowed as soon as practicable thereafter and in any event
before six (6) hours have elapsed.
(d) Where an
employee is required to work for more than the period of five (5) hours
specified in this sub-clause they will be paid at the rate of time and one half
from the end of five (5) hours until the meal break occurs. Where overtime is worked contiguous with the
day in question this payment will not be taken into account in the calculation
of overtime.
13.2 MEAL BREAKS
DURING OVERTIME MONDAY TO FRIDAY
Employees who are required to continue work beyond their
normal ceasing time of an ordinary working day will, if the period of overtime
to be worked is more than one (1) and a half hours, be allowed a meal break of
30 minutes which will be paid for at single time rates. Where the overtime continues for more than
five (5) and a half-hours, an additional paid break of 20 minutes is to be
allowed with a further paid break of 20 minutes each four (4) hours thereafter,
provided overtime continues, which each meal break being paid for at single
rates.
13.3 SATURDAYS,
SUNDAYS OR HOLIDAYS
Employees working overtime on Saturdays, Sundays or holidays
will be entitled to a paid meal break of 30 minutes after each four hours of
overtime worked. This is provided that
employees continue to work after the break.
These breaks are paid at overtime rates.
13.4 VARIATION TO
MEAL BREAKS
Notwithstanding these provisions, meal breaks may be taken
by agreement, at any time to best reconcile the needs of work and the employees
who perform it and without payment of penalty.
14. REGULAR SHIFTWORK
14.1 GENERAL
Where the process of work requires continuity beyond the
span of day working hours, such work will be organised by shift hours which may
be worked by full-time, temporary, part-time or casual employees.
14.2 REGULAR
SHIFTWORK
(a) The hours for
employees engaged on regular shiftwork will not exceed:-
(i) in the case
of employees whose ordinary working hours are an average of 38 per week over a
four (4) week period or over a 28 day cycle - 152 hours in 28 days of any 28
day roster period to be worked in 19 shifts of eight (8) hours each;
(ii) in the case
of employees whose ordinary working hours are 35 per week - 70 hours in
fourteen (14) consecutive days of any fortnightly roster period to be worked in
ten (10) shifts of seven (7) hours each.
(b) Time worked in
excess of the ordinary shift hours as contained in (a)(i) and (ii) above, will
be paid at overtime rates, except time worked:-
(i) by
arrangement between the employees themselves with the consent of the Employer;
or
(ii) consequent
upon the periodical change from day to night shift; or
(iii) owing to the
replacement employee reporting for duty later than the appointed time.
(c) Employees
engaged upon shiftwork required to work shifts on Saturdays, Sundays and
holidays will be paid as follows:
For Saturday shifts - time and one half for the first two
hours, thereafter at double time, provided that any shift commencing after 12
noon will be paid at double time.
For Sunday shifts - double time.
For holiday shifts (including Easter Saturday) - time and
one half.
The extra rates provided above will be in addition to the
shift allowance prescribed in sub-clause 1.(f) of this Clause.
(d) Employees
working to a shift roster of two (2) or more shifts per day or a seven (7) day
continuous day roster who work on holidays according to their turn on the
roster without receiving overtime pay therefore, will receive in addition to
any other leave, roster leave on full pay as follows:-
(i) for each
continuous period of twelve (12) months work, two (2) weeks leave; and
(ii) for any
period of such work less than twelve (12) months, one (1) day's leave for each
holiday occurring in the period;
(iii) in addition
to four (4) weeks recreation leave per annum and roster leave as prescribed in
this sub-clause, employees rostered to work their ordinary shift hours on
Sundays and/or public holidays will, on completion of each twelve (12) month
period be credited with additional leave on the following basis:-
No. of ordinary shifts worked
on Sundays and/or public holidays No. of additional
during a 12 months period days leave
4-10 1
11-17 2
18-24 3
25-31 4
32 or more 5
On termination of employment an employee will be entitled to
be paid the money value of the additional leave accrued in respect of an
uncompleted twelve (12) months period in accordance with the above scale.
(iv) The period of
"twelve (12) months" referred to in (i), (ii) and (iii) above will
mean a "leave" year, i.e. from 1st December one (1) year to 30
November the next year.
(e) The Employer's
management will make every endeavour to ensure that additional leave and roster
leave provided for under this Clause will be taken and in particular will
ensure that such leave will not be allowed to accrue beyond (7) weeks. Any
leave in excess of 7 weeks may be deemed to be forfeited.
(f) Leave due to
employees on roster will commence on and from the day following the last day of
duty, and will be computed on a weekly basis, provided that if the day of
resumption of duty falls upon the employee's day off on the roster they will
not resume duty upon that day but upon their first roster day of duty. Provided
further that a period of seven (7) weeks combined recreation, roster leave and
shiftwork additional leave will consist of 35 ordinary roster duty days.
(g) Employees
working on the afternoon or night shift, will be paid an extra allowance
calculated at 20 percent more than the ordinary rate for such shifts, excluding
overtime shifts.
(h) Employees on
roster transferred from one roster to another will, in respect of the first day
upon which they are required to work on the new roster which day would have
been their day off on the old roster, be paid at the rate of time and one half
for a week day, time and one half for the first two (2) hours and thereafter
double time on Saturdays, double time from 12 noon on Saturdays, double time on
Sunday and time and one half plus one additional day roster leave to credit for
holidays. In addition, the extra allowance provided for in sub-clause (g) will
apply in respect of any afternoon or night shift excluding overtime shifts.
(i) Shift
Replacement: Employees on day work may be called upon at the Employer's
discretion to replace a roster employee and will then be paid as follows:-
(i) for the first
seven (7) calendar days:
Saturday: time and one half for the first two (2)
hours double time thereafter, provided that double time will apply after 12
noon.
Sundays: double
time
Holidays: when
rostered on-time and one half plus one (1) additional day roster leave to
credit;
when rostered off - one additional roster day to credit.
For any afternoon or night shift other than those covered by
sub-clause (i) time and one half in addition to the extra allowance provided
for in sub-clause (g) will apply in respect of any afternoon or night shift
excluding an overtime shift.
(ii) After seven
(7) calendar days; in accordance with the provisions in this clause for regular
roster employees.
(j) For the
purposes of this clause any shift and/or roster, the major portion of the
ordinary hours of which are worked on a Saturday, Sunday or holiday, will be
deemed to have been worked on a Saturday, Sunday or holiday, and will be paid
as such.
(k) Crib time to
the extent of 30 minutes on each shift will be allowed and paid for as time
worked, in addition, one (1) ten (10) minute break subject to the employee
being immediately available at the work location according to the exigencies of
the work.
(l) The overtime
rates payable for any overtime shift of eight (8) hours worked by employees on
shift will be in substitution for and not accumulative upon the rates payable
for shift work performed on Saturday, Sunday or public holiday.
(m) Notwithstanding
anything prescribed elsewhere in this Award, an employee may be required by the
Employer to work on their scheduled leisure day to meet the exigencies of the
Employer's service, and in such cases:
(i) will be given
a minimum of 24 hours notice of the Employer's requirements; and
(ii) will be
entitled to a substitute leisure day by agreement with the Employer, or as soon
as practicable.
Provided further that where it is not possible to give a
minimum of 24 hours notice an officer may be required to work, and will be paid
overtime rates at the rate of time and one half for the first 2 hours and at
double time thereafter.
15. OTHER SHIFTWORK
15.1 GENERAL
(a) Except as
provided in the HOURS OF WORK Clause this sub-clause will have application to
all employees other than those covered by REGULAR SHIFTWORK.
(b) When on any
work other than regular shiftwork and two or more shifts are worked per day,
they will be worked during the hours as fixed by the Employer. Each week's work
will as far as practicable be arranged on a rotational basis and completed
between midnight Sunday and midnight Friday.
15.2 38 HOUR PER
WEEK EMPLOYEES
Employees who work 38 hours per week, or less than 35 hours
per week as prescribed by the HOURS OF WORK clause, will be subject to the
following conditions when two (2) or three (3) shifts are worked:-
(a) the two (2) or
three (3) shifts shall be of equal duration;
(b) when any one
of the shifts is of four (4) hours duration or more, crib time to the extent of
30 minutes on each shift shall be allowed and paid for as time worked;
15.3 35 HOUR PER
WEEK EMPLOYEES
Shifts worked by employees whose ordinary working hours are
prescribed by this Award as 35 per week will be of seven (7) hours duration
without a paid crib break. Where any
day shift commences earlier than 7.00 a.m. such shift will paid for at ordinary
time plus an additional ten (10) percent allowance.
15.4 PART-TIME
EMPLOYEES
Shifts worked by part-time employees, whose ordinary working
hours will be less than 35 per week, will be in an unbroken shift for the hours
so contracted and will be without a paid crib break. Where any part-time employee is required to commence a day shift
earlier than 7.00 a.m. such an employee will be paid at ordinary time plus an
additional ten (10) per cent allowance for the hours so worked, per day or
shift as the case may be.
15.5 RATES
(a) All time
worked on the second (afternoon) or third (night) shifts will be paid for at
the following rates:
(i) For work
carried out at a construction site (not including a recognised office or depot)
time and one half.
(ii) For work
carried out at a recognised office or depot, time and one-quarter.
For the purpose of this sub-clause "recognised office
or depot" will mean all premises occupied by the Employer other than temporary
construction site accommodation, erected on a construction site for the
exclusive use of a construction workforce.
(b) All time
worked in excess of the ordinary shift hours as herein prescribed will be paid
for at the rate of time and one half for the first two (2) hours and double
time thereafter.
(c) All time
worked after 12 noon Saturday and on Sundays shall be paid for at the rate of
double time.
(d) All time
worked on shift work on holidays will, in addition to the holiday pay
prescribed in PUBLIC HOLIDAYS Clause be paid for at the rate of time and
one-half, provided that time worked on a holiday in excess of ordinary shift
hours will be paid for at the rate of double time and one half.
(e) An employee
required to report for overtime work on a Saturday, Sunday or Holiday shall be
afforded at least four hours' work or paid for four hours at the appropriate
rate except where such overtime is continuous with overtime commenced on the
previous day.
(f) When
employees are engaged on any work other than regular shiftwork, where two or
more shifts are worked each day, and are continuously employed on any shift
terminating between midnight and 8.00 a.m. for more than one shift in excess of
the recognised weekly or fortnightly rotation of shifts, they will be paid an
additional allowance of five per cent of their salary for each additional shift
so worked.
(g) Notwithstanding
anything prescribed elsewhere in this Award, the overtime rates payable for any
overtime shift worked by employees on shift, will be in substitution for and
not cumulative upon the rates payable for shift work performed on a Saturday,
Sunday or public holiday.
15.6 WORKING ON
SCHEDULED LEISURE DAYS
(a) Employees may
be required to work on their scheduled rostered day off. In such cases employees will be:
(i) given a
minimum of 24 hours notice; and
(ii) be entitled
to a substitute day by agreement, with the Employer or as soon as practicable.
(b) Where it is
not possible to give 24 hours notice, and an employee is required to work, they
will be paid at the rate of time and one half for the first two (2) hours and
double time thereafter.
16. REST BREAKS
(a) Employees
required to continue work after their ceasing time must have a rest period of
ten (10) consecutive hours before again starting work. Employees are to be paid for any working
time lost.
(b) Employees
recalled to work after ceasing work, who work for more than a total of four (4)
hours and finish on the last occasion at a time which does not allow the
employee to have a seven (7) hour rest period before their next starting time,
will be entitled to a rest period of ten (10) consecutive hours. Employees will be paid for any working time
lost.
(c) Employees
recalled to work after ceasing time who do not actually work for more than a
total of four (4) hours are not entitled to the provisions of (b) above.
(d) Employees
directed to resume or continue work without having their rest period will be
paid at time and one half for the first two hours and double time thereafter
until they are released from duty. They
will then be entitled to be absent for a rest period of ten (10) consecutive
hours without loss of pay.
(e) Rest periods
are calculated from the time the employee is absent from work.
17. OVERTIME
17.1 ELIGIBILITY
(a) Subject to
sub-clauses 12.3 and 12.4 of clause 12, Hours of Work, and to the provisions in
clause 14, Shiftwork - Regular and clause 15, Other Shiftwork, overtime will
mean all authorised time worked before, after or beyond the usual hours of work,
as required.
(b) Except with
the special approval of an authorised employee, the following employees are not
entitled to the payment of overtime:
(i) Employees
classified at pay point 68 and above; or
(ii) Employees
classified below pay point 68 provided that:
(A) the employee
agrees that they forego overtime payments pursuant to subclause 17.2; and
(B) the employee is
paid a margin in lieu of overtime agreed between the Corporation and the
employee; and
(C) the relevant
union is notified five working days before the arrangement is implemented.
17.2 RATE OF
PAYMENT
(a) (i) Monday to Friday - time and one half
for the first two hours and double time thereafter.
(ii) Saturdays -
time and one half for the first two hours and double time thereafter, and all
time after 12 noon at double time.
(iii) Sundays -
double time.
(iv) Public
Holidays, time and one half in addition to the holiday pay prescribed in the
Public Holidays clause. Provided that
the time worked in excess or outside ordinary working hours on holidays shall
be paid for at the rate of double time and one half.
(b) Employees
required to work overtime on a Saturday, Sunday, Holiday or a day they are
rostered off will work, or be paid, for a minimum of four (4) hours, except
where such overtime is continuous with overtime commenced on the previous day.
(c) Where
employees are required to work overtime both before and after their usual
working hours on the same day, the Corporation will add the overtime hours
worked both before and after to make a total amount of overtime. This total
will be used to calculate when double ordinary rates become payable.
(d) An employee
working overtime or working temporary night shift and finishing work at a time
when reasonable means of transport is not available, shall be conveyed to their
home within a reasonable time.
18. CALL OUT
(a) Employees
called back to work after the usual ceasing time and before 6.00 a.m. on the
next working day will be paid a minimum of four (4) hours at the appropriate
overtime rates.
(b) Any further
call outs within the four (4) hour period set by the first call are covered by
the initial four (4) hour payment.
(c) Call outs
after the initial four (4) hours are paid at the appropriate overtime rate for
the actual time of the call out.
(d) Payment will
be calculated from the time the employees leave home to attend the call out
until they return.
(e) Any time
worked by an employee called out will not contribute toward the calculation of
that employee's ordinary hours.
(f) This clause
will not apply to those employees listed as ineligible to receive overtime
payments under the OVERTIME clause.
19. STAND-BY
19.1 GENERAL
It is recognised that the Employer has a statutory
requirement to provide an efficient service to the public. To this end nominated employees may be
placed from time to time on a standby roster in order to maintain out of hours
services.
19.2 IN CONNECTION
WITH THE SEWERAGE SYSTEM
(a) Employees
rostered to stand by at their home will be paid at the following rates:
(i) Weeknights
(Exclusive of public holidays) - 2 hours pay
(ii) Saturdays,
Sundays and public holidays - 5 hours pay
(b) Standing by
will be deemed to commence from the close of normal work on the previous day
and end at the normal starting time on the next working day, except for the
period 7.30 am - 5.30 pm on Saturdays, Sundays or public holidays.
19.3 OTHER THAN IN
CONNECTION WITH THE SEWERAGE SYSTEM
(a) Employees
rostered to stand by at their home will be paid at the following rates:
(i) Weeknights
(exclusive of public holidays) - 2 hours pay
(ii) Saturdays,
Sundays and public holidays - 8 hours pay
(b) Standing by
will be deemed to commence from the close of normal work on the previous day
and end at normal starting time on the next working day.
19.4 PAYMENT OF
STANDBY
Stand by time will not be computed as overtime but will be
paid at single rates.
19.5 OVERTIME
Any overtime worked whilst on standby will be paid in
accordance with the provisions of the OVERTIME Clause of this Award and will be
in addition to any standing-by payment.
20. PUBLIC HOLIDAYS
Subject to the provisions of this Award:
(a) Employees are
entitled to be absent on full pay for all public holidays proclaimed as such
for the state of New South Wales or the County of Cumberland (except the first
Monday in August).
(b) Employees will
also be entitled to one additional day, which they may elect to take between
Christmas Day and New Years Days or the Union Picnic Day.
(c) The Union
Picnic Day will occur on or before the first Monday in November of each year or
another date to be approved by the Employer.
(d) Part-time
employees shall be entitled to be absent on full-pay on public holidays,
provided that the public holiday falls on a day that the employee is scheduled
to work.
(e) Casual
employees are not entitled to the payment of public holidays.
(f) Payment will
only be made if the employee is at work for the full day, or on approved
absence, on both their scheduled working days immediately before and after the
public holiday.
Employees will be regarded as having worked when they are
on:
* recreation
leave on full pay;
* special short
leave;
* rostered days
off;
* study leave;
* TUTA leave;
* approved sick
leave with or without pay;
* when the job
has been closed by the Employer for reasons other than industrial action; and
* leave without
pay (provided the Public Holiday falls within the first fourteen (14) calendar
days of the leave).
(g) Public
holidays occurring during periods when an employee is on long service leave
shall be counted as part of the long service leave and not as holidays.
(h) Where a five
(5) day week is worked, no payment shall be made for holidays observed on a
Saturday.
21. RECREATION LEAVE
21.1 ENTITLEMENT
(a) Full-time
employees receive four (4) calendar weeks recreation leave, exclusive of any
public holiday observed on a working day, for each year of service.
(b) Part-time and
term employees will be entitled to recreation leave on a pro-rata basis.
(c) During the year,
recreation leave accrues on a proportional basis.
(d) Casual
employees do not accrue recreation leave.
(e) For the
purpose of calculating recreation leave, any period in excess of seven (7)
working days during which an employee is on leave without pay will not be
deemed to be included in any year of an employee's service, except for
employees referred to in sub-clause (f) below.
(f) Any employee
who is:-
(i) an accredited
delegate of the union contained in the DEFINITIONS clause of this Award; or
(ii) elected to a
Committee of Management or Welfare and Emergency Fund Committee,
(iii) a member of a
consultative committee,
and who takes leave without pay to attend Union business
will not lose any rights which accrue under this clause.
21.2 TAKING OF
LEAVE
(a) Recreation
leave shall be taken at a time convenient to the Employer.
(b) All employees
are required to take their four (4) calendar weeks recreation leave within six
(6) months of it becoming due, unless they have the written permission of an
authorised employee to defer their leave.
No approval to defer leave will be granted if the employee's current
balance is more than 70 days. Provided
that all recreation leave in excess of 70 days accumulated by an employee will
be deemed to be forfeited unless an authorised employee otherwise expressly
directs.
Recreation leave deemed to be forfeited (less any already
taken) will be paid out on termination of service at the employee's pay point
most paid during the twelve (12) months immediately prior to termination date,
but in any case at a rate no less than the employee's appointed pay point.
(c) Employees
shall give at least one (1) month's notice of the date from which the leave is
to commence.
(d) Recreation
leave will represent time off work, and in no case shall an employee receive
two (2) pays for the same day.
(e) The Employer
may direct an employee, by the giving of four (4) weeks notice, to take the
balance of their current year's entitlement.
21.3 PAYMENT FOR
LEAVE
(a) Employees are
entitled to be paid in advance for their period of leave.
(b) Upon
termination, employees will receive the monetary value of their untaken leave
balance.
(c) Recreation
leave will be paid at the pay point most paid during the period in which the
leave accrued. No employee will receive
pay at less than their appointed rate.
(d) Where an
employee has given notice that they require their leave to be paid in advance,
and through the fault of the Employer, this has not occurred, the employee will
be entitled to:-
(i) a maximum of
two (2) hours ordinary pay; and
(ii) reasonable
fares for collecting their pay once leave has commenced.
22. RECREATION LEAVE
LOADING
22.1 GENERAL
(a) A loading
calculated on a maximum of four (4) calendar weeks recreation leave is paid to
employees each year and is based on the rate at which the leave is paid.
(b) The loading is
paid on the first occasion during a leave year when an employee is absent for
at least two (2) consecutive weeks and when the majority of that absence is
recreation leave.
(c) If an employee
does not take such a period of leave during a leave year, the monetary value of
the leave loading will be paid in the first pay after 30th November.
(d) Leave loading
is paid only once for a leave year. The
full leave loading entitlement is paid on the first occasion it becomes
available, even if the full leave entitlement is not taken.
(e) For the
purposes of calculation, a leave year is from 1 December one year to 30th
November the next year, and the amount paid will be in respect of leave accrued
during the immediately preceding twelve (12) months.
(f) The maximum
monetary amount of leave loading will not exceed the value of the leave loading
for pay point 76.
(g) Loading is not
paid:-
(i) on
resignation: or
(ii) where the
employee has been dismissed by the Employer for serious misconduct; or
(iii) upon the
death of an employee; or
(iv) in respect of
broken periods of service; or
(v) to employees
regarded as trainees on full time courses at Universities.
22.2 AMOUNT
(a) The rate of
leave loading is 17.5% of up to four (4) calendar weeks recreation leave.
(b) Employees
working:-
Three shift continuous 7 day roster (standard) under the
REGULAR SHIFTWORK clause of this Award - 42.75%.
Two shift continuous 7 days roster (standard) under the
REGULAR SHIFTWORK clause of this Award - 32.5%.
One shift continuous 7 day roster (standard) under the
REGULAR SHIFTWORK clause of this Award - 25.%.
(c) Employees
working a continuous shift roster other than the standard roster as in (b)
above - either three shift continuous 7 day roster, two shift continuous, 7 day
roster or one shift continuous 7 day roster - and covered by the REGULAR
SHIFTWORK clause of this Award shall receive the leave loading percentage
applicable to the penalties incurred in the four (4) weekly period of absence
based on a four (4) week cycle of work.
23. LONG SERVICE
LEAVE
23.1 DEFINITIONS
(a) The term days
shall include all days, excluding Saturdays and Sundays, the employee would
have been normally scheduled to work including public holidays. Public holidays occurring during a period of
long service leave are to be taken as long service leave.
(b) The term
service will mean all service recognised by the Employer.
23.2 ENTITLEMENT
(a) Full-time
Employees
(i) Full-time
employees receive long service leave after ten (10) years continuous service in
accordance with the following scale:
|
Leave on full pay
|
Leave on half pay
|
After 10 years
|
44 days
|
88 days
|
|
|
|
For each additional 10 years
|
109 days
|
218 days
|
(ii) After
completion of the first ten (10) years of continuous service, long service
leave will accrue at the rate of 10.9 days per year. This is accrued on a daily basis.
(b) Part-time
employees
Part-time employees receive long service leave on a
proportional basis based on the number of hours worked in relation to full-time
hours. Part-time employees leave is
calculated by the following formula:
Full-time entitlement to LSL x No of Part-time
hours = LSL entitlement
No of
Full-time hours
23.3 TAKING OF
LEAVE
(a) Long service
leave shall only be taken at a time convenient to the Employer.
(b) Employees
shall give at least one (1) months notice of the date from which the leave is
to commence.
23.4 ACCRUAL OF
LEAVE
(a) Long service
leave is fully accumulative.
(b) Long service
leave accrues whilst employees are on any type of paid leave.
(c) Any employee
who is:-
(i) an accredited
delegate of the union contained in the DEFINITIONS clause of this Award; or
(ii) elected to a
Committee of Management or Welfare and Emergency Fund Committee,
(iii) and who takes
leave without pay to attend Union business will not lose any rights which
accrue under this clause.
23.5 PRO RATA
ENTITLEMENT
(a) Employees who
have completed between five (5) and ten (10) years continuous service and whose
services are terminated in the circumstances set out in (b) below, are entitled
to payment of a proportional amount of long service leave on full pay
calculated on the basis of three (3) months leave for fifteen years of service.
(b) Employees are
entitled to payment of a proportional amount of long service leave where their
services are terminated:
(i) by the
Employer for any reason other than serious and wilful misconduct; or
(ii) by the
employee because of illness, incapacity, domestic or other pressing necessity;
or
(iii) due to the
death of the employee; or
(iv) due to work
not being available at the pay point to which the employee has been appointed
and where the only alternative employment with the Employer is at a lower pay
point; or
(c) Trade
employees who have at least five (5) years continuous service on trade work,
are entitled to payment of a proportional amount of long service leave where
such employees choose to resign rather than accept non-trade work.
23.6 PAYMENT FOR
LEAVE
Long service leave will be paid at the rate prescribed for
the pay point most paid during the twelve months immediately prior to
commencing such leave or ceasing duty in the Employer's service, but in any
case at no less than the employee's substantive rate at time of taking leave.
24. SICK LEAVE
24.1 GENERAL
Sick leave is provided to employees who are unable to
perform their duties because of genuine illness or incapacity. Sick leave should not be construed as a
right to more leave.
24.2 AMOUNT OF
LEAVE
(a) An employee
may be granted up to 20 days sick leave on full pay in a sick leave year.
(b) A sick leave
year is the 12 months from 1 December to 30 November.
(c) If an
employee's services are terminated and they are subsequently re-employed in the
same calendar year, the amount of sick leave credited to the employee on
re-employment for that year will not exceed 20 days or the amount they would
have been entitled to had their employment been continuous, whichever is the
lesser.
(d) The unused
amount of sick leave will be available in following sick leave years, i.e. sick
leave is fully accumulative.
24.3 FIRST YEAR OF
SERVICE
(a) During the
first year of service an employee shall be credited with a proportional amount
of sick leave based on the date employment commenced. For the first year of service, sick leave will be credited on the
following basis:
(i) if service
commences after 30th November and before 1st March 20 days sick leave
(ii) if service
commences after last day February and before 1st June 15 days sick leave
(iii) if service
commences after 31st May and before 1st September 10 days sick leave
(iv) if service
commences after 31st August and before 1st December 5 days sick leave
24.4 PART-TIME
EMPLOYEES
The amount of sick leave available is at a proportional rate
based on the number of hours worked in relation to full-time hours. The amount of sick leave for a part-time
employee is calculated by the following formula:
No of Part-time hours x full-time entitlement = sick leave for part-
No of Full-time hours (in
hours) time
employee
24.5 TERM EMPLOYEES
Term employees are entitled to sick leave on a pro rata
basis.
24.6 CASUAL
EMPLOYEES
Casual employees are not entitled to sick leave.
24.7 TAKING OF SICK
LEAVE
(a) Subject to the
satisfaction of the Employer, an employee may be granted sick leave to cover an
absence where the employee is unable to perform their duties because of illness
or incapacity which has not been caused by their own misconduct.
24.8 NOTICE OF
ILLNESS
(a) An employee
shall notify their supervisor of their inability to attend work due to illness
or incapacity as soon as possible and, in any case, within 24 hours of the
beginning of the absence. The employee
must also advise their manager of the estimated length of the absence.
24.9 PROVISION OF
MEDICAL CERTIFICATES
(a) A medical
certificate must be supplied to the Employer for an absence of sick leave of
four (4) or more consecutive days.
(b) An employee
with less than 12 months' service who is absent on sick leave for any period,
may be required by the Employer to submit a medical certificate to the
Employer's doctor showing the nature of the illness.
(d) These
provisions do not restrict the Employer from directing employees to provide
medical certificates for any period of sick leave.
24.10 SUPPLEMENT TO
WORKERS' COMPENSATION PAYMENTS
(a) An employee
shall not be entitled to paid sick leave for any period where they are entitled
to full workers' compensation payments.
(b) Where an
employee is not in receipt of full workers' compensation payments and they have
sick leave entitlements at the request of the employee, the Employer shall pay
to that employee the difference between the workers' compensation payments and
full pay. The employee's sick leave
entitlements will be reduced by the appropriate amount. When sick leave entitlements have been
exhausted, the workers' compensation payments only shall be payable.
24.11 PAYMENT FOR
SICK LEAVE
(a) Sick leave
shall be paid at the pay point most paid during the twelve (12) months
immediately prior to commencing such leave or in any case not less than their
substantive rate.
(b) Part-time
employees will only be paid sick leave for the absences which occur during the
hours they were scheduled to work.
24.12 ILLNESS WHILST
ON RECREATION OR LONG SERVICE LEAVE
(a) Where
employees who are eligible for sick leave produce a valid medical certificate
that is acceptable to the Employer, stating they were sick whilst on recreation
long service leave, they may be recredited with the recreation or long service
leave for the period of illness.
(b) Any period of
illness whilst on recreation leave may be converted to sick leave and the
equivalent amount of recreation leave recredited to the employee.
(c) In the case of
long service leave, the illness must be of at least five (5) consecutive
working days before the long service leave may be converted to sick leave.
(d) If an employee
takes sick leave whilst on recreation or long service leave, the amount of sick
leave taken will be deducted from the employee's sick leave entitlement.
(e) The Employer's
doctor must approve all applications to convert recreation leave or long
service leave to sick leave.
24.13 ACCIDENT PAY
Refer to the Workers’
Compensation Act 1987.
25. PERSONAL/CARER’S
LEAVE
25.1 USE OF SICK
LEAVE
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (ii) of paragraph (c), who needs the employee’s
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in Clause 24 SICK
LEAVE for absences to provide care and support for such persons when they are
ill. Such leave may be taken for part of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person. In normal circumstances, an
employee must not take carer’s leave under this subclause where another person
has taken leave to care for the same person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned persons who lives with the first mentioned person as the
husband or wife of that person on a bona fide domestic basis although not
legally married to that person; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial child) parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
(1) "relative"
means a person related by blood, marriage or affinity:
(2) "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
(3) "household"
means a family group living in the same domestic dwelling.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person’s relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it is not practicable for the employee to
give prior notice of absence, the employee shall notify the employer by
telephone of such absence at the first opportunity on the day of absence.
25.2 UNPAID LEAVE
FOR FAMILY PURPOSE
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a member of a class of person set out
in subparagraph (ii) of paragraph (c) of subclause (1) who is ill.
25.3 ANNUAL LEAVE
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays Act 1944, to take annual leave not exceeding five
days in single day periods or part thereof, in any calendar year at a time or
times agreed by the parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this Award.
(c) An employee
and employer may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five consecutive annual leave days are
taken.
25.4 TIME OFF IN
LIEU OF PAYMENT FOR OVERTIME
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(b) Overtime taken
as time off during ordinary time hours shall be taken at the ordinary time
rate, that is an hour for each hour worked.
(c) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(d) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the Award.
25.5 MAKE-UP TIME
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours, and works those hours
at a later time, during the spread of ordinary hours provided in the Award, at
the ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
25.6 ROSTERED DAYS
OFF
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
Award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
26. BEREAVEMENT
LEAVE
(i) An employee,
other than a casual employee, shall be entitled to up to three days bereavement
leave without deduction of pay on each occasion of the death of a person
prescribed in paragraph (iii) of this subclause. An employee, other than a
casual employee, shall be entitled to up to five days bereavement leave without
deduction of pay on each occasion of the death of a person prescribed in
paragraph (iii) of this subclause, where such employee travels outside of
Australia to attend the funeral.
(ii) The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will provide to the satisfaction of the employer proof of
death.
(iii) Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer’s leave as set out in
subparagraph (ii) of paragraph (c) of subclause (1) of Clause 25, PERSONAL/
CARER’S LEAVE, provided that for the purpose of bereavement leave, the employee
need not have been responsible for the care of the person concerned.
(iv) An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
(v) Bereavement
leave may be taken in conjunction with other leave available under subclauses
(2), (3), (4), (5), and (6) of the said Clause 25. In determining such a
request the employer will give consideration to the circumstances of the
employee and the reasonable operational requirements of the business.
27. MATERNITY
LEAVE
27.1 GENERAL
(a) All female
employees (excluding casuals) will be entitled to unpaid maternity leave when
their leave application is accompanied by a medical certificate verifying their
pregnancy and expected date of birth.
(b) Employees
eligible for maternity leave will be entitled to unpaid maternity leave of up
to twelve (12) months after the actual date of birth of the child.
(c) Employees must
give the Employer at least ten (10) weeks written notice of the expected date
of birth.
(d) Employees must
give four (4) weeks written notice of the commencement date and the amount of
leave sought.
(e) Employees must
confirm in writing, their intention to return to work at least four (4) weeks
prior to the date of return.
(f) Employees
must take at least six (6) weeks compulsory leave immediately after the birth
of the child.
(g) The twelve
(12) month maternity leave entitlement available after the birth of a child may
be taken as follows:
(i) full-time,
for up to a maximum of twelve (12) months, from the child's date of birth; or
(ii) part-time, up
to a maximum of two (2) years, from the child's date of birth; or
(iii) a combination
of full-time and part-time leave, provided that no more than twelve months'
(full time equivalent unpaid) maternity leave on a full-time basis is taken and
that the balance taken part-time will
conclude before the child's second birthday.
The total amount of maternity leave will conclude prior to the child's
second birthday.
(h) The Employer
retains the right to require an employee to commence maternity leave at any
time within the six (6) week period before the expected date of birth. In this situation, the Employer must give
the employee two (2) weeks' notice.
(i) An employee's
paid recreation leave or long service leave entitlements may be taken instead
of, or in addition to, unpaid maternity leave.
27.2 PAID MATERNITY
LEAVE
(a) General
(i) For the
purposes of this clause "weeks" shall mean calendar weeks.
(ii) Paid
maternity leave is available to all female employees (excluding casuals) who
have completed forty (40) weeks' continuous service (as recognised by the
Employer) prior to the birth.
(iii) Paid
maternity leave can commence anytime from nine (9) weeks prior to the expected
date of birth.
Paid maternity leave must be taken in a continuous block.
(iv) Where there
has been a break in service, ie the employee has left the organisation and
later been re-employed, another forty (40) weeks' continuous service must be
completed in order to qualify for paid maternity leave.
(v) Unless there
has been a break in service as described in (iv) above an employee who has met
the conditions for paid maternity leave once, will not be required to again
work the forty (40) weeks' continuous service in order to qualify for another
period of paid maternity leave.
(vi) Periods of
leave without pay do not constitute a break in the continuity of service. However, the period of leave without pay is
not included in determining the initial forty (40) weeks.
(b) Full-time
Employees
(i) Full-time
employees who have completed forty (40) weeks' continuous service prior to the
expected date of birth are eligible for nine (9) weeks' leave on full pay or
eighteen (18) weeks leave on half pay.
(ii) Paid
maternity leave can commence anytime from nine (9) weeks before the expected
date of birth, up to the actual date of birth, or in the period following
confinement.
(iii) Paid
maternity leave is not available any earlier than nine (9) weeks before the
expected date of birth.
(iv) Leave can be
paid as follows:
(1) as a lump
sum in advance; or
(2) on a normal
pay basis at either full pay or half pay; or
(3) in a
combination of full and half pay.
(v) Full-time
employees who complete at least forty (40) weeks' continuous service and then
transfer to part-time work arrangements immediately before taking maternity
leave will be paid at their full-time rate.
(vi) If the period
of part-time employment immediately before maternity leave is 40 weeks or more,
the employee will be paid as a part-time employee, at the pro rata rate. A full 40 week period determines the
employment status of an employee for purposes of paid maternity leave
entitlements.
(vii) Full-time
employees who fall pregnant during a period of part-time maternity leave, will
be paid their maternity leave at the full-time rate.
(c) Part-time Employees
(i) Part-time
employees who have completed forty (40) weeks of service prior to the expected
date of birth, will be eligible for paid maternity leave.
(ii) Part-time
employees are eligible for nine (9) weeks leave at their usual rate of pay or
eighteen (18) weeks leave at half their usual rate of pay.
For the purposes of this clause "usual rate of
pay" will mean the amount paid for their contracted hours.
(iii) Paid
maternity leave is not available any earlier than nine (9) weeks before the
expected date of birth.
(iv) Leave can be
paid as follows:
(1) as a lump sum
in advance; or
(2) on a normal
pay basis at their appointed pay point or half their appointed pay point rate
of pay; or
(3) a combination
of (2) above.
27.3 PREMATURE BIRTH
If an employee gives birth prematurely and this occurs
before she was to commence her maternity leave, she will be regarded as
immediately on maternity leave from the date she takes leave to give birth.
27.4 MISCARRIAGE,
STILL BIRTH, OR DEATH OF NEW BORN
(a) Definitions
(i) A miscarriage
refers to the loss of an unborn child during the first twenty (20) weeks of the
pregnancy.
(ii) A still birth
refers to a birth whereby the child is born dead and the death occurs after the
first twenty (20) weeks of the pregnancy.
(b) In the event
of a still birth occurring within nine (9) weeks of the expected date of
confinement, an employee eligible for nine (9) weeks paid maternity leave will
still be entitled to this leave. A
medical certificate must be presented.
(c) If the
miscarriage or still birth occurs before this time, the employee will be
entitled to take sick leave for the period a doctor recommends as necessary.
(d) Where an
employee chooses not to take paid sick leave, she will be entitled to unpaid
"special maternity leave" for the period a doctor deems necessary.
(e) If the newborn
child dies while the employee is on paid maternity leave, the entitlement
remains.
27.5 RIGHT OF RETURN
TO FORMER POSITION
(a) Provided an
employee returns to work within twelve (12) calender months of giving birth,
she will be entitled to return to her former position, including one which is
redesigned during the maternity leave period.
(b) If the former
position has been abolished, the employee shall be transferred to a position at
the same level of responsibility and pay and, where practicable, in the former
location.
(c) If the former
position has been relocated, an employee has a right to return to her former
position in the new location.
(d) In cases where
an employee had been temporarily transferred to a "safe" job during
her pregnancy, "former position" will mean the position occupied by
the employee before the transfer.
27.6 SICK LEAVE
(a) If, because of
an illness associated with her pregnancy, an employee is unable to continue to
work, then she may elect to take any available paid leave (sick, recreation or
long service leave) or to take sick leave without pay.
(b) Where an
employee not yet on maternity leave suffers illness related to her pregnancy,
and she has already exhausted her paid sick leave credits, she may take further
unpaid leave for the duration her doctor certifies as necessary. This leave will be known as special
maternity leave.
(c) Sick leave is
not available during the unpaid period of maternity leave after the birth.
27.7 TEMPORARY
TRANSFER TO A "SAFE" JOB
(a) If, because of
an illness or risk associated with the pregnancy, an employee cannot carry out
the essential duties of their position, the employee will be temporarily
transferred to a more suitable position.
The position will be as close as possible in status and pay
to the substantive position.
(b) If there is no
"safe" job available, the employee may, or the Employer may require
the employee to, take leave for the period certified as necessary by a
doctor. Such leave is to be treated as
maternity leave for these purposes.
27.8 VARIABLE
WORKING HOURS
Subject to the consent of their manager and based on the
demands of the business, pregnant employees will be allowed staggered starting
and finishing times. They will however,
be expected to work the normal weekly hours for which they are employed.
27.9 VARIATION OF
MATERNITY LEAVE
(a) Provided that
the total period of maternity leave does not exceed the maximum leave available
under 1(b), the employee may:
(i) apply in
writing, giving fourteen (14) days notice, to extend the period of maternity
leave.
This can only be done once.
(ii) The period
may only be further lengthened by agreement between the employee and the
Employer.
(b) The period of
maternity leave may, with the consent of the manager, be shortened provided
that the employee gives fourteen (14) days notice.
27.10 EFFECT OF
MATERNITY LEAVE ON ALL TYPES OF LEAVE
(a) Maternity
leave at full pay will count as service for the purposes of calculating all
types of leave entitlements.
(b) Paid maternity
leave will count as service for the purposes of calculating all types of leave
entitlements.
(c) Part-time
maternity leave will also count as service on a pro-rata basis for the purposes
of calculating recreation leave.
(d) Although
unpaid maternity leave does not count as service for the purposes of
calculating leave entitlements, it will not mean a break in the continuity of
an employee's service.
28. ADOPTION LEAVE
28.1 GENERAL
(a) Employees will
be entitled to unpaid adoption leave from the date of placement of their child,
when documentary evidence from either the adoption agency or government
authority certifying the intended adoption is supplied with the application for
adoption leave.
(b) Employees who
seek leave for an extended period when adopting a child under school age, may
be granted unpaid leave of absence for up to twelve (12) months from the date
of placement of the child. Leave may be
taken as follows:
(i) on a
full-time basis, up to twelve (12) months from the date of placement of the
child; or
(ii) on a
part-time basis, up to a maximum of two (2) years from the date of placement of
the child; or
(iii) a combination
of full-time and part-time leave, whereby, no more than twelve (12) months'
adoption leave on a full-time basis is taken and the balance taken part-time
will conclude before the second anniversary of the child being placed.
(c) Employees must
notify in writing, within fourteen (14) days of the expected date of placement,
or where not practicable, as soon as they are aware of the date, their
intention to take short adoption up to 3 weeks leave and the expected date of
commencement of such leave.
(d) Employees must
give at least ten (10) weeks notice (or where not practicable, as soon as they
are aware) in writing of the proposed date of commencing unpaid adoption leave.
(e) During an
employee's absence on unpaid adoption leave, paid sick leave will not be
available.
(f) Recreation
leave or long service leave may be taken in conjunction with, or in lieu of,
unpaid adoption leave. In these
circumstances, if the employee's return to work is more than twelve (12) months
after the adoption of the child, the right to return to their former position
is no longer guaranteed.
(g) Special leave
may be granted to an employee for the purposes of attending any compulsory
interviews necessary during the adoption process.
Appropriate documentation will need to be provided to
certify that the absence is for this purpose.
(h) Branch
Managers may approve unpaid adoption leave of older children (school age),
where they consider special circumstances justify the granting of such leave.
28.2 PAID ADOPTION
LEAVE
(a) General
(i) Paid adoption
leave is available to employees who have completed forty (40) weeks' continuous
service as recognised by the Employer, prior to the child being placed in their
care. For the purposes of this clause
"week" shall mean calendar week.
(ii) Paid adoption
leave can commence from the date the child is placed in the employee's care.
(iii) When there
has been a break in service whereby the employee has left the organisation and
later been re-employed, another forty (40) weeks' continuous service must be
completed in order to qualify for paid adoption leave.
(iv) Unless there
has been a break in service as described above, a employee who has met the
conditions for paid adoption leave once, will not be required to again work the
forty (40) weeks' continuous service in order to qualify for further periods of
paid adoption leave.
(v) Periods of
leave without pay do not constitute a break in the continuity of service. However, the period of leave without pay is
not included in determining the forty (40) weeks.
(b) Full-time
Employees
(i) The following
paid adoption leave entitlements are applicable to employees:
(1) If the child
is aged 1-5 years old, the maximum entitlements available are either:
- three (3)
weeks at full pay; or
- six (6)
weeks at half pay
commencing from the date of placement of the child.
Leave can be paid as follows:
- as a lump
sum in advance
- at their
normal pay point at either full pay or half pay; or
- in a
combination of full and half pay.
(2) Where the
employee is the primary care giver and the child is less than twelve months
old, the maximum entitlements available are either:
- nine (9)
weeks at full pay; or
- eighteen
(18) weeks at half pay
commencing from the date of placement of the child.
Leave can be paid as follows:
- as a lump
sum in advance
- at their
normal pay point at either full pay or half pay; or
- in a
combination of full and half pay.
(ii) Full-time
employees who complete at least forty (40) weeks' continuous service and then
transfer to part-time employment immediately before taking adoption leave, will
be paid at their equivalent full-time rate.
(iii) If the period
of part-time employment immediately before adoption leave is 40 weeks or more,
the employee will be paid as a part-time employee.
(c) Part-time
Employees
(i) Part-time
employees who have completed forty (40) calendar weeks' of service prior to the
date of placement of the child, will be eligible for paid adoption leave at
their part-time rate of pay.
(ii) The following
paid adoption leave entitlements are applicable to part-time employees:
(1) If the child
is aged 1-5:
- three (3)
weeks at their usual rate of pay; or
- six (6) weeks
at half their usual rate of pay
commencing from the date of placement of the child.
For the purposes of this clause "usual rate of
pay" will mean the amount paid for the contracted hours.
(2) Where the
employee is the primary care giver and the child is less than twelve months
old:
- nine (9)
weeks at their usual rate of pay; or
- eighteen (18)
weeks at half their usual rate of pay
commencing from the date of placement of the child.
(iii) Leave can be
paid as follows:
- as a lump sum
in advance; or
- on a normal
pay basis at the employees usual rate of pay or half their usual rate; or
- in a
combination of both usual and half usual pay.
28.3 RIGHT OF RETURN
TO FORMER POSITION
(a) Provided an
employee returns to work within twelve calendar (12) months of placement of
their child, they will be entitled to return to their former position,
including one which is redesigned during the adoption leave period.
(b) If the
employee's former position has been abolished they will be transferred to a
position of the same level of responsibility and pay, and where possible, in
the former location.
(c) If the former
position has been relocated, the employee has the right to their former
position in the new location.
28.4 VARIATION OF
ADOPTION LEAVE
(a) Provided that
the total period of adoption leave does not exceed the maximum leave available
under 1(b) the employee may:
(i) apply in writing,
giving fourteen (14) days notice, to extend the period of adoption leave.
This can only be done once.
(ii) The period
may only be further lengthened by agreement between the employee and the
Employer.
(b) The period of
adoption leave may, with the consent of the manager, be shortened provided the
employee gives fourteen (14) days notice.
28.5 EFFECT OF
ADOPTION LEAVE ON OTHER LEAVE ENTITLEMENTS
(a) Paid adoption
leave will count as service for the purposes of calculating all leave
entitlements.
(b) Adoption leave
at half pay will count as service on a pro-rata basis for the purposes of
calculating all leave entitlements.
(c) Although
unpaid adoption leave will not count as service for the purposes of calculating
any leave entitlements, it will not mean a break in the continuity of an
employee's service.
29. PATERNITY
LEAVE
29.1 GENERAL
(a) Employees will
be eligible for paternity leave when their leave application is accompanied by
a medical certificate verifying their partner's pregnancy and expected date of
birth.
(b) Employees
eligible for paternity leave will be entitled to a maximum of 12 months' unpaid
paternity leave, following the birth of their child.
(c) Employees must
give the Employer at least ten (10) weeks written notice of the expected date
of birth of their child.
(d) Employees must
give four (4) weeks written notice of the commencement date and the amount of
leave sought.
(e) Employees must
confirm in writing their intention to return to work at least four (4) weeks
prior to the date of return.
(f) The leave can
be taken as follows:
(i) an unbroken
period of up to one week at the time of the child's birth, and
(ii) a further
unbroken period of up to 51 weeks, or on a part-time basis up to the child's
second birthday.
(g) The maximum
entitlements available under this provision are as follows:
(i) on a
full-time basis up to 12 months, from the child's date of birth; or
(ii) on a
part-time basis up to a maximum of two (2) years from the child's date of
birth; or
(iii) a combination
of full-time and part-time leave, provided that no more than 12 months'
paternity leave on a full-time basis is taken, and that the balance taken
part-time will conclude before the child's second birthday.
(h) Recreation
leave or long service leave may be taken instead of, or in addition to,
paternity leave.
(i) During an
employee's absence on paternity leave, paid sick leave will not be available.
29.2 PREMATURE
BIRTH
In the event that an employee's partner gives birth
prematurely, the employee will be able to commence his paternity leave from an
earlier date.
29.3 STILL BIRTH
A male employee is entitled to up to one (1) week's unpaid
paternity leave in the event of a still birth occurring during the period nine
(9) weeks before his partner's expected date of birth.
29.4 RIGHT OF
RETURN TO FORMER POSITION
(a) Provided an
employee returns to work within 12 calendar months of his partner giving birth,
he will be entitled to return to his former position, including one which is
redesigned during the paternity leave period.
(b) If the
employee's former position has been abolished, he will be transferred to a
position of the same level of responsibility and pay, and where possible, in
the former location.
(c) If the former
position has been relocated, the employee has the right to his former position
in the new location.
29.5 EFFECT OF
PATERNITY LEAVE ON OTHER LEAVE ENTITLEMENTS'
(a) Although
unpaid paternity leave does not count as service for the purposes of
calculating leave entitlement, it will not constitute a break in the continuity
of an employee's service.
(b) Part-time
paternity leave will count as service on a pro rata basis for the purposes of
calculating all types of leave entitlements.
30. TRADE UNION
TRAINING LEAVE
GENERAL
Employees may be granted leave to attend training courses or
seminars conducted or supported by the Trade Union Training Authority (TUTA).
30.2 ENTITLEMENT
(a) Full-time
Employees
(i) Full-time
employees may be granted up to 12 days leave on full pay in a two (2) year
period to attend training courses or seminars conducted or supported by TUTA.
(ii) Further
leave, on a without pay basis, of 15 days in any one (1) year period, may be
granted where the trade union course is acceptable to both the Employer and the
Union.
(b) Part-time
Employees
(i) Part-time
employees may be granted a proportional amount of TUTA leave to attend training
courses and seminars conducted or supported by TUTA.
(ii) The maximum
amount of leave on full pay available in a two (2) year period is based on the
number of part-time hours in relation to the number of full-time hours and
calculated by the following formula:
No of part-time hours x 12 = maximum amount of TUTA
No of full-time hours leave
in a two (2) year period
(iii) Further
leave, on a without pay basis, may be granted on a proportional basis, where
the trade union course is acceptable to both the Employer and the Union. The amount of extra leave available will be
calculated by the following formula:
No of part-time hours x 15 = amount of leave without pay
No of full-time hours
(c) Term Employees
Term employees receive TUTA leave on a pro rata basis.
(d) Casual
Employees
Casual employees are not entitled to TUTA leave.
(e) General
(i) Employees
must have been nominated by the recognised union of which they are a member to
attend a training course or seminar conducted or supported by TUTA to apply for
TUTA leave.
(ii) The two (2)
year and one (1) year periods will be the time immediately preceding the
commencement date of the TUTA leave requested.
(iii) TUTA leave
(including leave without pay) will count as service for all purposes.
(iv) The amount of
leave requested can include reasonable travelling time required during working
hours to attend the course or seminar.
30.3 TAKING OF LEAVE
(a) TUTA leave
will be granted providing that the Employer's operating requirements permit the
taking of the leave and that the absence does not require the employment of
relief staff.
(b) An application
must be supported by a statement from the relevant union that it has nominated
the employee concerned for the course or seminar, or supports their application
to attend the course/seminar.
30.4 PAYMENT FOR
LEAVE
(a) Employees will
be paid for their leave at their pay point most paid during the twelve (12)
months immediately prior to taking the leave but in any case a rate no less
than the employees substantive rate at the time of taking leave. Payment will not include shift allowance,
penalty rates or overtime.
(b) Expenses associated
with attending a course or seminar (eg fares, accommodation, meals, etc.) will
be met by the employee.
31. SPECIAL LEAVE
31.1 SPECIAL SHORT
LEAVE
(a) Special short
leave on full pay is provided to employees who are absent because of an urgent
and unforeseen personal emergency other than an illness in the family.
(b) Employees may
be entitled to two (2) days paid leave for any one occurrence.
(c) Leave will
generally be limited to one (1) day unless it is not possible for the employee
to make satisfactory arrangements in that time.
31.2 EMERGENCY
SERVICES LEAVE
(a) Fire fighting
(i) An employee
who undertakes fire fighting duties during an emergency in terms of section 44
of the Rural Fires Act 1997, may be
granted leave on full pay for the time they are absent for work on emergency
fire fighting duties.
(ii) An employee
who is a unpaid volunteer member of a local Fire Brigade or Rural Fire Brigade,
may be granted leave on full pay up to a maximum of five (5) days per
annum. This leave is to cover necessary
absences from duty when the employee is called upon to fight fires during their
normal working hours.
(b) Emergency
Operations
An employee who volunteers to assist the State Emergency
Services, N.S.W. Police or Rural Fire brigades during emergency operations, is
to be granted leave on full pay whilst engaged in these activities during
normal working hours. The employee must
be released from duty for this purpose by an authorised employee. Where an employee remains on emergency duty
for several days, and the headquarters to which they are attached operates on a
24 hour a day basis, the employee may be allowed reasonable time for rest in
cases where physical distress was experienced, before returning to work.
(c) Certificates
of Attendance
Applications for leave for fire fighting and emergency
operations must be supported by evidence of participation with the relevant
emergency service authority.
Applications for rest periods must also be supported.
(d) Emergency
Services Courses
Employees selected to attend courses, training or lectures
nominated by the Director State Emergency Services Controllers are to be
granted special leave on full pay for the time they are necessarily absent from
duty.
31.3 NATIONAL
ABORIGINES DAY
Subject to Employer's convenience, Aboriginal employees may
be granted up to one day's special leave per annum to participate in National
Aborigines Day celebrations.
31.4 NATURALISATION
CEREMONIES
An employee who desires to be naturalised may be granted
special leave for the minimum time necessary to enable them to prepare for and
attend the ceremony.
31.5 EMPLOYEES
HOLDING OFFICE IN LOCAL GOVERNMENT
(a) Employees who
hold the Office of Mayor of a municipality, President of a shire or Chairperson
of a county council may be granted up to ten (10) days paid leave per
year.
(b) Employees
holding office in local government (other than those mentioned above) may be
granted up to two and one half days leave in each 12 month period; or upon
completion of 12 months service, five (5) days leave in any two (2) year
period.
(c) This leave is
to be used for the purposes of attending meeting and conferences, etc, or
performing other council duties which require the employee to be absent from
work.
(d) If the special
leave entitlement outlined above is insufficient, the employees may be granted
leave of absence on the basis of time being made up, leave without pay or the
deduction from other leave due.
31.6 ENGLISH
LANGUAGE TUITION LEAVE
(a) The Employer
shall grant employees, of non-English speaking background who are unable to
adequately communicate in the English language, time off without loss of pay
during normal working hours to attend English language classes conducted by the
Employer or any other recognised statutory authority.
For the purpose of this paragraph "other recognised
statutory authority" shall include the Adult Migrant Education Service
(b) The type,
duration and extent of such courses shall be as developed in consultation with
the Adult Migration Education Service or other recognised authority.
31.7 BLOOD DONOR'S
LEAVE
(a) Employees who
are volunteer blood donors or who are called upon to donate blood on working
days shall be allowed leave with pay to attend the Blood Bank.
(b) Employees will
be allowed leave with pay to cover reasonable travelling time to and from the
Blood Bank plus one (1) hour.
(c) Proof of
attendance shall be supplied to an authorised employee.
31.8 PAYMENT FOR
LEAVE
Employees will be paid for the above leave at their pay point
most paid for the twelve (12) months immediately prior to taking the leave, but
in any case at a rate no less than the employee's substantive rate at the time
of taking leave.
32. MILITARY LEAVE
32.1 ENTITLEMENT
Employees with a minimum of six months' continuous service
who are members of the Naval, Military or Air Force Reserves and whose military
service is part-time will be entitled to Military Leave on the following basis:
(a) In respect of
annual training where the employee is a member of the:
Naval Forces - 13 Calendar days on full
pay per year
Military Forces 14
Calendar days on full pay per year
Air Forces 16
Calendar days on full pay per year
PLUS IF REQUIRED
(b) In respect of
attendance at a school, class or course of instruction where the employee is a
member of the:
Naval Forces - another 13 Calendar days
on full pay per year
Military Forces another
14 Calendar days on full pay per year
Air Forces another
16 Calendar days on full pay per year
PLUS
(c) In cases where
the employee's Commanding Officer certifies in writing that it is necessary for
that employee to attend for purposes of obligatory training on days additional
to those specified in paragraphs (a) and (b) of this sub clause, the employee
shall be granted a further period of Military Leave on full pay not exceeding
four calendar days in any one year.
(d) The terms
"Annual Training", "School, Class or Course of Instruction"
and "Obligatory Training" shall be regarded as synonymous for the
purpose of determining a employee's entitlement to paid leave.
32.2 MEDICAL
EXAMINATIONS
Employees required to attend medical examinations and tests
for acceptance as part-time members of the Defence Force Reserves during
working hours, may be granted up to one day's Special Short Leave for the time
necessary, subject to production of evidence.
32.3 GENERAL
(a) If an employee
is required to be absent for military purposes for periods in excess of those
provided for above, the employee will need to cover the absence with another type
of leave (eg. recreation leave or leave without pay).
(b) Public
Holidays occurring during periods of Military Leave will form part of such
leave and will not extend the period of paid Military Leave.
(c) For the
purpose of this clause, the year shall be from the 1st December in one year to
30th November of the following year.
33. JURY SERVICE LEAVE
33.1 ENTITLEMENT
(a) Employees
(other than casual employees) shall be granted special leave on full pay to
attend court for jury service upon notification to an authorised employee. Full-time employees and part-time employees
will be granted special leave for jury service if they are required on a day(s)
they are scheduled to work.
(b) The amount of
leave is dependant upon the length of the case.
(c) To be granted
special leave on full pay, an employee must fulfil the following requirements:-
(i) the jury
service must fall at a time when the employee would otherwise be on duty;
(ii) the employee
must not accept jury fees (except travelling and out-of-pocket allowances) for
the period of special leave; and
(iii) the employee
must provide a certificate from the Sheriff or Registrar of the Court
certifying that there has been no payment for jury fees; or
(iv) the employee
must repay to the Employer all fees received, other than travelling and
out-of-pocket allowances.
(d) Special leave
for jury service is not available if:-
(i) the jury
service falls during a period of approved absence such as recreation leave,
long service leave, roster days, etc.; or
(ii) an
application for special leave is lodged without the Sheriff's or Registrar's
certificate as to non-payment of fees or the fees have not been repaid to the
Employer.
33.2 PAYMENT FOR
LEAVE
Employees will be paid at their pay point most paid for the
twelve (12) months immediately prior to taking the leave, but in any case at a
rate no less than the employee's substantive rate at the time of taking leave.
33.3 ACCEPTANCE OF
FEES FOR JURY SERVICE
(a) An employee
cannot accept fees for jury service if they have been granted special leave.
(b) The Sheriff's
Office or the Registrar of the Court will provide a certificate stating the
employee did not accept fees. The
employee must supply this certificate to an authorised employee on their return
to work.
(c) If the
employee is granted special leave and accepted fees, those fees must be repaid
to the Employer on the employee's return to work.
(d) The fees may
be retained by the employee if they elect to take recreation leave, roster days
etc. for the period of jury service instead of special leave.
34. FARES
34.1 DEFINITIONS
(a) For the
purpose of this clause
(i) "Recognised
office or depot" will mean all premises occupied by the Employer other
than temporary construction site accommodation erected on a construction site
for the exclusive use of a construction workforce.
(ii) "Sent
temporarily to work away" will mean where employees are required to report
to another work location other than their recognised office or depot for a
specified period which does not contemplate a permanent placement.
(iii) "Follow-the-job"
will mean where employees are required to work at other than a recognised
office or depot and Employer's transport is not supplied (and who do not have a
recognised office or depot).
(iv) "Home"
shall mean the place to which the employee returns and sleeps each night whilst
employed on a particular job to and from which they are required to travel.
34.2 ENTITLEMENT
(a) Employees who
go regularly to work at a recognised office or depot will bear the cost of
travelling to and from their work.
34.3 FOLLOW-THE-JOB
(a) Employees who
follow the job as defined, will be reimbursed fares between home and place of
work as follows:
(i) fares
actually incurred in using public transport; or
(ii) where an
employee does not use public transport they will receive an allowance equal to
the fares they would have paid if public transport had been used.
(b) (i) Where employees follow the job as
defined and the Employer is satisfied that public transport is not available
and the employee is not provided with transport by the Employer and is required
to drive their own vehicle, payment in accordance with the following scale will
be made:
Where the employee's home is: Per Day
More than 3 but not more than 10 km $ 3.55
More than 10 but not more than 20 km $ 7.29
More than 20 but not more than 30 km $10.95
More than 30 but not more than 40 km $14.60
More than 40 but not more than 50 km $18.15
More than 50 but not more than 60 km $21.81
Over 60 km $25.45
(ii) The route the
employee is to travel will be determined by the Employer and distances
calculated will only be in respect of any journey, or part of that journey,
that is within the Sydney Water area of operations.
iii) Fares will
not be payable in the following instances;
(1) Employees
covered by the CAMPING clause and the TRAVELLING EXPENSES ON JOURNEYS EXTENDING
OVER ONE DAY clause of this Award.
(2) Employees
receiving payment under sub-clause 4 Use of Private Motor Vehicle (below) or
Clause 35 of this Award.
34.4 USE OF PRIVATE
MOTOR VEHICLE
(a) Tradespeople
(other than employees of the Field Operations business and all electrical and
mechanical tradespeople engaged on installation work) and their assistants are
entitled to a Motor Vehicle allowance of
56 cents per kilometre where:-
(i) the Employer
is satisfied that public transport is not available or is impracticable or
inappropriate to use; and
(ii) they are
required by the Employer to drive their own vehicles for travelling to and from
their home to field work locations.
(b) When
calculating the amount payable, the distance between the employee's home and
recognised depot and return will be deducted from the kilometres
travelled. This sub-clause will not
apply to employees who were in the employment of the Employer as at 26 June
1994.
(c) Employees are
not entitled to the motor vehicle allowance:
(i) if they are
in receipt of payments in accordance with the fares provisions above; or
(ii) if they are
covered by the camping and overnight journeys provisions; or
(iii) if they have
been provided with a Employer vehicle.
34.5 SENT
TEMPORARILY TO WORK AWAY
(a) Employees
temporarily sent to work away from their recognised office or depot and not
required to report to such office or depot before commencing or ceasing work
will be reimbursed the difference between the cost of a ticket to their
recognised office or depot and any additional out-of-pocket daily fares
incurred.
(b) Employees
required to travel away from their recognised office or depot and return again
during the course of their duties will be reimbursed any necessary
out-of-pocket expenses incurred.
35. FARES & TRAVELLING TIME ELECTRICAL TRADESPEOPLE
35.1 ENTITLEMENT
(a) Electrical
tradespeople who are required to drive a vehicle provided by the employer, and
start and finish in the field within a defined geographical area, will be paid
a travelling time allowance of $62.60 per week or $12.51 per day as provided in
sub clause 35.2 Application of this clause.
(b) Electrical
tradespeople engaged on installation work who are required to;
(i) work within a
50km radius of the Sydney GPO (or where appropriate the Central Post Office of
the nearest regional centre), and
(ii) change
geographic areas frequently to meet the needs of the job, and
(iii) are required
to start and finish at field work locations at usual starting and finishing
times, and
(iv) are required
to drive a vehicle provided by the employer
will be paid a travelling time allowance of $104.33 per week
or $20.86 per day as provided in sub clause 35.2 Application, of this clause.
In addition to the allowance provided in paragraph (b),
electrical tradespeople engaged on installation work who are required to start
and/or finish on a job outside the 50km radius at usual starting or finishing
times will be paid for all travelling time in excess of one and a half (1 1/2)
hours for each journey to and from the job to their usual place of
residence. Payment will be made at
single time rates.
(c) Electrical
tradespeople who are required to start and finish at field work locations and
who are required to drive their own private vehicle will be paid a fares and
travelling allowance in accordance with the following scale:
One Way Journey
Up to 25km $78.24
per week or $15.64 per day
26km to 40km $104.33
per week or $20.86 per day
41km and over $130.41
per week or $26.07 per day
The above allowance will be paid as provided in sub clause
35.2 Application, of this clause.
35.2 APPLICATION
(a) The allowances
provided within this clause are to be paid as a weekly allowance (covering
seven days) except
(i) Where an
employee is absent from work for more than one day in any week (excluding
weekends and public holidays) or
(ii) Where in any
week the employee is on Recreation Leave, Long Service Leave or Unpaid Leave.
(b) Where the
weekly allowance is not payable under paragraph (a) above payment will revert
to the daily allowance and will only be paid for days worked up to a maximum
amount equal to the weekly allowance.
(c) The daily
allowance is not payable on days where the only work performed is as a result
of a call- out and the employee is paid overtime from the time the employee
leaves home to attend the call-out until they return home in accordance with
Clause 18 (d) of this Award.
36. FARES &
TRAVELLING TIME MECHANICAL TRADESPEOPLE
36.1 ENTITLEMENT
(a) Mechanical
tradespeople engaged on installation work who are required to:
(i) work within a
50km radius of the Sydney GPO (or where appropriate the Central Post Office of
the nearest regional centre); and
(ii) Change
geographic areas frequently to meet the needs of the job; and
(iii) Start and
finish at field work locations at usual starting and finishing times; and
(iv) Drive a
vehicle provided by the employer;
Will be paid a travelling time allowance of $104.33 per week
or $20.86 per day as provided in subclause 36.2, Application of this clause.
In addition tot he allowance provided above, mechanical
tradespeople engaged on installation work who are required to start and/or
finish on a job outside the 50km radius at usual starting or finishing times
will be paid for all travelling time in excess of one and a half (1 ½) hours
for each journey to and from the job to their usual place of residence. Payment will be made at single time rates.
(b) Mechanical
tradespeople engaged on installation work who are required to start and finish
at field work locations and who are required to drive their own private vehicle
will be paid a fares and travelling allowance in accordance with the following
scale:
One Way Journey -
Up to 25km $78.24
per week or $15.64 per day
26km to 40km $104.33
per week or $20.86 per day
41km and over $130.41
per week or $26.07 per day
The above allowance will be paid as provided in sub clause
32b.2 Application, of this clause.
36.2 APPLICATION
(a) The allowances
provided within this clause are to be paid as a weekly allowance (covering
seven days) except:
(i) where an
employee is absent from work for more than one day in any week (excluding
weekends and public holidays); or
(ii) where in any
week the employee is on Recreation Leave, Long Service Leave or Unpaid Leave.
(b) Where the
weekly allowance is not payable under paragraph (a) above payment will revert
to the daily allowance and will only be paid for days worked up to a maximum
amount equal to the weekly allowance.
(c) The daily
allowance is not payable on days where the only work performed is as a result
of a call-out and the employee is paid overtime from the time the employees
leaves home to attend the call-out until they return home in accordance with
clause 18 (d) of this award.
37. TRAVELLING TIME
37.1 DEFINITIONS
For the purpose of this clause:
(i) "Recognised
office or depot" will mean all premises occupied by the Employer other
than temporary construction site accommodation erected on a construction site
for the exclusive use of a construction workforce.
(ii) "District"
or "Regions" will mean geographical or operational boundaries
determined by the Employer from time to time.
(iii) "Sent
temporarily to work away" will mean where employees are required to report
to another work location for a specified period which does not contemplate a
permanent placement.
37.2 ENTITLEMENT
(a) Payment at
single rates will be made for all travelling time in excess of one (1) journey
to and from work on a working day and outside the employee's usual working
hours.
(b) Employees sent
temporarily to work away from their recognised office, depot, district or
region and required to travel outside ordinary hours, will be entitled to
payment for:
(i) the time
occupied in travelling to and from the job in excess of one (1) hour for each
journey; or
(ii) travelling
time in excess of the time normally spent in travelling between their home and
recognised office, depot, district or region if the normal journey is in excess
of one (1) hour each way.
Payment will be made at single time rates.
(c) An employee
will not be considered to have a recognised office, depot, district or region
unless specifically attached thereto for a period of one (1) month.
(d) Travelling
time under this clause will not apply to an employee in receipt of expenses or
payments as provided in the TRAVELLING EXPENSES ON JOURNEYS EXTENDING OVER ONE
DAY Clause of this Award.
(e) Employees
whose ordinary hours of work are 38 hours per week and who are required to
drive Employer's vehicles will be paid ordinary rates for all time in excess of
one (1) hour for each journey outside normal working hours other than journeys
between their homes and recognised office, depot, district or region as the
case may be and return. Such payments
will not count towards the calculation and payment of overtime or for payment
of meals.
(f) Travelling
Time under this clause will not apply to electrical tradespeople paid in
accordance with Clause 35, Fares and Travelling Time, Electrical Tradesperson
of this Award and mechanical tradespeople engaged on installation work paid in
accordance with clause 36, Fares and Travelling Time Mechanical Tradesperson on
Installation Work, of this Award.
38. MEAL ALLOWANCES
An employee required to perform duty after and in excess of
their usual hours, shall be paid meal allowances on the following basis:
(a) On completion
of:
(i) One and one
half hours work after the employee's usual ceasing time,
Monday to Friday inclusive $18.78
For each further four (4) hours worked $3.96
(ii) Not less than
three hours on a Saturday, Sunday or holiday, extending
beyond 1.00 p.m. or 6.00 p.m. $18.78
For each further four (4) hours worked $3.96
(b) When required
to commence duty at or before 6.00 a.m. Monday-Friday inclusive, which time is
at least one hour before their usual starting time $9.80
This shall not apply to employees whose hours have been
varied in accordance with the HOURS OF WORK Clause of this Award.
(c) When recalled
to work after their usual ceasing time:-
(i) Monday to
Friday inclusive upon the completion of the first four hours
of overtime worked $18.78
(ii) For each
further four (4) hours worked $3.96
(iii) Except as
provided in (i) and (ii) above and works a minimum of three
(3) hours overtime which extends beyond 7.00 a.m. $9.80
This allowance will not be paid where the employee is in
receipt of payments under the TRAVELLING EXPENSES ON JOURNEYS EXTENDING OVER
ONE DAY Clause of this Award.
39. FIRE FIGHTING
ALLOWANCE
An employee engaged in fire fighting on behalf of the
Employer shall be paid an allowance of $1.14 per hour, whilst so engaged, in
addition to their substantive rate.
40. FIRST AID
ALLOWANCE
(a) Previous wages
employees who hold a first aid certificate and are nominated by the Employer to
carry out first aid duties will be paid an allowance of $1.82 per day in
addition to their ordinary rate of pay.
(b) This allowance
shall not be paid during periods of leave or on public holidays or where the
job contemplates the need for a first aid certificate.
41. REMOVAL EXPENSES
(a) An employee
required by the Employer to live in a specified locality, who is subsequently transferred
to another locality, shall be entitled to reasonable removal expenses, unless
such transfer is on account of misconduct.
(b) The employee
must obtain three quotations of the cost of removal, and will be reimbursed on
the basis of the lowest quotation.
42. SAUNA BATHING
ALLOWANCE
(a) Any employee
who comes into contact with sewage to the extent that it attaches to their
clothing and person, shall be entitled to a sauna bathing allowance calculated
as below, provided that such allowance shall not be payable when the Employer
provides sauna bathing facilities of an approved design:
(i) Where contact
as defined is on a regular basis, ie three (3) days or more per
week $5.43 per
week
(ii) Where contact
as defined is on an irregular basis, ie less than three (3) days per
week $2.61 per
week
43 VEHICLE EQUIPMENT
ALLOWANCES
Employees driving vehicles:
(a) with single
axle semi-trailer, float, jinker or trailer attached will be paid $4.48 per day
extra;
(b) with dual axle
semi-trailer, low loader, float, jinker or dog trailer (ie fully drawn trailer
wholly supported on its own four wheels, such as certain compressors, etc)
attached will be paid $5.95 per day extra;
(c) with a
semi-trailer, low loader, float or jinker fitted with more than 2 axles
attached will be paid $6.98 per day extra.
44. GARAGE ALLOWANCE
(a) An employee
required to drive and garage a Employer's car will be paid an allowance at the
rate of $5.10 per week in addition to their ordinary pay.
(b) Where the
amount of rental actually exceeds the prescribed allowance, the excess
expenditure will be paid to the employee and where the Employer is satisfied
that:-
(i) the rental is
fair and reasonable;
(ii) that the
garage is suitable for the purpose of garaging the car; and
(iii) that no other
suitable garage is available at a lower rental.
45. TECHNICAL
DIRECTION PAYMENT
An employee whose ordinary hours of work are 35 hours per
week and who, for the major part of a shift is responsible for providing
on-site technical direction and/or advice to immediate job supervisors on
tunnel construction projects, where such technical direction and advice is
given within the confines of the tunnel under construction, will be entitled to
a payment of $3.50 per day.
46. TELEPHONE
EXPENSES
(a) Any employee
who is required by the Employer to have the telephone available at their place
of residence shall have the cost of rental, and if necessary the cost of
installation, paid by the Employer.
(b) In addition,
the Employer shall determine a quarterly call allowance to be paid to these
employees based on the estimated work demands from time to time.
47. TRAVELLING
EXPENSES ON JOURNEYS EXTENDING OVER ONE DAY
47.1 ACCOMMODATION
AND MEALS NOT PROVIDED
(a) Employees
required, in the course of their duties, to depart from their homes or place of
work, and unable to return on the same day shall be paid the following:
CAPITAL CITIES -INCLUDING NEWCASTLE
|
IN OTHER THAN CAPITAL CITIES
|
Per day of 24 hours
|
Per hour up to 15 hours
|
Per day of 24 hours
|
Per hour up to 15 hours
|
$175.07
|
$11.65
|
$124.65
|
$8.30
|
(b) This allowance
covers the cost of accommodation and breakfast, lunch and evening meal.
(c) The amount
payable is based on the time the employee leaves their place of work or home,
whichever is the latter, to the time they return to either their place of work
or home, whichever is the earlier.
(d) Where the cost
of accommodation and meals unavoidably exceeds the above allowances, the
employee shall be reimbursed the actual excess cost.
The Employer reserves the right to have regard to the
standard of accommodation used and available in the area, and to the approval
of upper limits of the cost of breakfast, lunch and evening meals where
receipts are provided.
47.2 ACCOMMODATION
AND MEALS PROVIDED
Where the Employer provides an employee with accommodation
and meals:
(a) the allowance
in 1(a) shall not apply.
(b) the employee
shall be paid the following allowance:
(i) stays in
capital cities - $7.30 per day or part thereof
(ii) stays elsewhere
- $9.15 per day or part thereof.
(c) the employee
shall be paid the relevant hourly rate set out in 1(a) for the time spent
travelling on the forward and return journey outside their scheduled hours.
47.3 ACCOMMODATION
BUT NO MEALS PROVIDED
Where the Employer provides the employee with accommodation
but not meals:
(a) the allowance
in 1(a) shall not apply.
(b) the employee
shall be paid an allowance of $45.70 per day to buy breakfast, lunch and
dinner.
(c) the employee
shall be paid the relevant hourly rate set out in 1(a) for the time spent
travelling on the forward and return journey outside their scheduled hours.
47.4 TRANSPORT
The Employer shall pay the cost of transport or provide
transport.
47.5 GENERAL
(a) Where an
employee is required to work beyond their normal hours overtime may be claimed.
(b) Employees
receiving payments under this clause are not entitled to meal allowances.
48. CAMPING
(a) Where an
employee is required to temporarily live at or near the work site the following
shall apply:
(i) Where the
Employer provides quarters and/or established camping facilities (including
cooking and eating facilities) employees will receive:
(1) an allowance
of $34.22 for each day the employee is required to camp or live in quarters to
cover food, incidentals and general disability.
(2) an allowance
of $2.30 each day a cook is not provided.
(b) The Employer
shall pay the cost of transport to and from the campsite, including weekend
trips home.
(c) A meal
allowance will not be paid during periods of overtime if the employee is in
receipt of camping allowances.
49. OUT OF POCKET
EXPENSES
(a) Where an
employee is required by the Employer to spend their own money they will be
entitled to reimbursement. The expense
must be approved by an authorised employee as a necessary work related expense.
(b) Employees will
be reimbursed within 24 hours of lodgement of their claim.
(c) The
reimbursement is subject to the provision, amendments and rulings of the Income Tax Assessment Act.
50. TOOLS AND EQUIPMENT TO BE SUPPLIED BY THE
EMPLOYER
(a) All tools will
be supplied to employees other than tradespeople, and must be returned.
(b) The Employer
will continue to provide such tools of trade as were customarily provided at
the time of making this Award including for the use of tradespeople all
necessary power tools, special purpose tools, precision measuring instruments
and for sheet metal workers snips used in the cutting of stainless steel, money
metal and similar hard metals.
(c) For tools not
customarily provided by the Employer at the date of this Award but which are
ordinarily required by the employees for the performance of their duties and
are supplied by the employees, an allowance as determined by the Employer from
time to time will be paid, subject to the employees maintaining an adequate kit
of tools.
(d) On each site,
workshop and at all other places where employees are employed, that is,
permanent depots, caravans, moveable amenities sheds and vehicles designated as
personnel carriers, the Employer will provide and continuously maintain at a
place or places accessible to all employees, a fully equipped first aid outfit.
(e) Replacement of
Lost Tools - Where an employee has lost tools due to theft or destruction by
fire whilst the tools are stored on the job they will be provided on a personal
basis with replacement tools of similar quality at the Employer's expenses.
(f) Where the
Employer requires an employee to wear spectacles with toughened glass lenses,
the cost of the toughening process will be paid for by the Employer.
51. PROTECTIVE
CLOTHING AND UNIFORMS
(a) The Employer
shall continue to provide such items of protective clothing as was customarily
provided at the time of making this Award and as agreed between the parties.
(b) The Employer
will be responsible for the supply and replacement of protective clothing and
uniform, as agreed between the parties from time to time.
(c) It is a
condition of employment that employees must use and wear the protective
clothing and/or uniforms that are issued to them by the Employer.
52. MEAL AND CHANGE
SHED
(a) The Employer
will provide change sheds, including all suitable conveniences, tables, seats,
etc to be used exclusively for such purposes, together with pure drinking water
and boiling water at meal times, and for morning and afternoon tea breaks, and
sanitary accommodation for its employees.
All drinking water shall be stored in a covered receptacle with a tap
attached to prevent pollution.
(b) Where
employees are employed handling large quantities of coal, cement, dirty
machinery, etc provision will be made for washing with hot and cold water. Soap or cleansing paste and toilet paper
shall be supplied by the Employer.
53. PIECE WORK
Piece work will not be permitted on any site or business
area covered by this Award unless agreement is reached between the Employer and
employee representatives to the terms and conditions.
54. RENEWAL OF
DRIVERS' LICENCES
(a) Drivers'
licences issued by the Roads and Traffic Authority will be renewed at the
Employer's expense for employees who are required by the Employer to regularly
drive motor cars, motor lorries and/or plant as part of their normal duties,
and which require the possession of such a licence.
(b) Regular for
the purpose of this clause will be held to be three (3) days per week on a
week-by-week basis. Employees
responsible for authorisation of drivers' licence claims will need to ensure
themselves that the claimant will, on average, be driving three (3) days per
week.
55. HEALTH AND SAFETY
OF EMPLOYEES
(a) It is a
condition of employment that all employees must use or wear such safety
protective equipment issued by the Employer.
(b) Employees will
be given safety instructions in respect of any work they are required to
perform and will be paid as if at work.
(c) A notice will
be displayed in every change room and where the first aid chest is normally
kept, listing the name(s) of qualified first aider(s).
(d) The Employer
will comply with the Occupational Health
and Safety Act 1983 and Regulations and Employer's Standards of Practice as
amended from time to time.
56. DELEGATES RIGHTS
(a) Employees
elected as a union delegate or employee representative will, upon provision of
written proof of the election to the Employer, be recognised as an accredited
representative of the Union or the consultative committee to which they belong
and in the defined area they are elected to represent.
(b) They will be
allowed all reasonable time during working hours to submit to the Employer
matters affecting the employees they represent. Such representations should be arranged for times which are
convenient to both parties.
(c) Before
delegates/consultative committee members move away from their immediate work
location to commence work on Union or consultative committee business, they
must first obtain the permission of their manager.
(d) Where they
wish to meet with Employer's representatives which will take them away from
their immediate work location they should first seek their manager's leave
before making such an arrangement.
(e) Delegates/consultative
committee members will not enter any other work location for which they are not
elected on union or consultative committee business unless the delegate first
receives the permission of the relevant manager for that area.
(f) Prior to
leaving the immediate work location, delegates/consultative committee members
must provide to their manager information regarding the purpose for their
departure, the estimated time of absence and telephone contact if
practicable. Immediately upon their
return from union or consultative committee business they will inform their
manager their time of arrival and departure from the location where they were
required.
(g) Failure of a
delegate/consultative committee member to meet the above provisions will result
in the employee concerned forfeiting the right to pay for the period of such
absence.
(h) Managers will
not unreasonably withhold permission for delegates/consultative committee members to attend to bona fide matters or issues
affecting the legitimate industrial interests of the members they are elected
to represent. In the same spirit,
accredited delegates/consultative committee members should observe the above
procedures and recognise the need to balance their absence from the job on
Union business/consultative committee business with the requirement for
acceptable work performance.
(i) Subject to
the provisions of the Industrial Relations Act 1996 (NSW), the opportunity is
open for Union officials, delegates or employee representatives (in the defined
area so elected) to approach employees at work in respect to enrolment of Union
membership.
(j) For the
purpose of this clause "delegate/consultative committee member" will
not include Committee of Management or Executive member or Regional Committee
members of the Union or Consultative Committee equivalents.
(k) Whilst it is
recognised that Committee of Management, Executive members or their
Consultative Committee member equivalents are not confined to the specific
provisions contained herein it is understood that these provisions will have
general application excluding the requirement of sub-clause (a) concerning the
area of operation.
(l) The
application of the provisions contained herein will apply to members of
Regional Committees of the union within their respective regions.
(m) In exercising
these rights delegates, Committee of Management, Executive members, Regional
Committee members of the Union and consultative committee members and their
equivalents will not harass or hinder Employer's employees or employees in the
performance of their work.
57. EMPLOYEES ON
UNION AND/OR CONSULTATIVE COMMITTEE BUSINESS
(a) Any:
(i) accredited
delegate of a Union respondent to this Award; or
(ii) employee
representative elected to a consultative committee; or
(iii) employee
elected to a union committee of management; or
(iv) employee
acting in any of the above capacities
who takes leave without pay to attend to business for which
they have been elected, will not lose any rights which would have otherwise
accrued under the:
(i) RECREATION
LEAVE; and
(ii) LONG SERVICE
LEAVE
clauses of this Award.
58 SENIOR MANAGERS
58.1 SCOPE
(a) This Clause
shall only apply to Senior Managers who are designated by the Corporation as
such and who have their conditions of employment, other than as provided in
this Clause, contained within their individual contract in accordance with
subparagraph (ii) of paragraph (b) of subclause 58.2, General, of this Clause.
(b) This Clause
shall not apply to the following:
(i) Senior
Managers who do not hold an engineering or scientist qualification and are in
receipt of a remuneration package under a contract above an equivalent value of
145 per cent of pay point 76 per annum; and
(ii) the Managing
Director, Group General Managers and General Managers, or any equivalent of the
above.
58.2 GENERAL
(a) An employee
will not be offered a contract of employment as a Senior Manager unless they
are paid at pay point 69 or above as appears in the Integrated Pay Scale in
Clause 6 of this Award.
(b) Except as
provided in this Clause, this Award will only apply to Senior Managers for the
following:
(i) recreation
leave;
recreation leave loading;
sick leave;
long service leave;
maternity leave;
paternity leave;
adoption leave;
public holidays;
special leave;
payment of money owing to the employee in case of death;
health and safety of employees.
(ii) The pay and
remaining conditions of employment for Senior Managers will be contained within
their individual contracts and have no connection with this or any other award.
(c) The
remuneration package for Senior Managers shall include provisions in relation
to at least the following subject matters:
Child care;
Mortgage;
Travel;
Motor vehicle.
58.3 ALTERNATE
DISPUTE RESOLUTION
(a) In the
instance where an employee has raised a grievance with the Managing Director
and it has not been possible to resolve the grievance, the employee and the
Corporation may approach a grievance mediator for assistance. The grievance mediator will be selected by
agreement between the parties and will be paid for by the Corporation.
(b) The following
matters may be the subject of grievance mediation:
(i) the terms of,
the assessment of and the results of the performance agreement referred to in
subclause 14.1 of their contract of employment;
(ii) allegations
or concerns as to compliance with clause 15 of their contract of employment;
(iii) matters of
dispute arising from the application of the Corporation’s code of conduct;
(iv) matters of
dispute arising from the application of the Corporation’s discipline policy,
except in so far as it relates to the performance issues dealt with in the
employee’s contract of employment;
(v) any allegation
or concern by the employee that he/she has been adversely treated in his/her
employment.
Provided that this subclause shall not apply in the following
circumstances:
(A) summary
dismissal;
(B) the failure to
promote or the level of promotion;
(C) remuneration;
(D) the non-renewal
or terms of renewal of this agreement or its successor agreement.
(c) The grievance
mediator will not possess the authority to "veto" or
"overturn" any decision of the Managing Director.
(d) The process to
be adopted by the grievance mediator will essentially be one of conflict
resolution and mediation.
(e) The process
will not be of an adversary nature and the parties will not be entitled to
legal representation.
(f) The grievance
mediator may decline to consider a grievance or a matter.
(g) An employee
may nominate the employee’s union or other advisers and may have support
persons to assist him/her in the process, but the grievance mediator will
determine who will be present and participate in the mediation consultations.
(h) The grievance
mediator, if he/she considers it to be appropriate, may seek the advice and
assistance of nay government department, authority, agency or person, including
legal advisers, in order to resolve the grievance.
(i) Nothing in
this clause shall prevent the union or the Corporation from referring any
grievance referred to in paragraphs (a) and (b) of this subclause to the
Industrial Relations Commission of New South Wales.
(j) Where the
employee has invoked paragraph (a) of this subclause and referred the grievance
to the grievance mediator, the Corporation will not take any action to
terminate the employee’s employment until the grievance mediator has delivered
his/her decision.
58.4 TERMINATION
Termination of employment will not be harsh, unjust or
unreasonable.
59. APPRENTICES
59.1 CONDITIONS OF
EMPLOYMENT
Unless specifically provided for in this part, the
conditions of employment for apprentices will be as set out in this Award.
59.2 TRAINING AND
EDUCATION
(a) Attendance
(i) Apprentices
should attend their course at the College nearest to their place of work or
home.
(ii) An apprentice
may be asked to produce evidence of their attendance at College. This evidence should follow the attendance
system specific to their College.
(b) Completion of
Course and Failures
(i) Apprentices
must complete their course within the minimum time required for that course.
(ii) Apprentices
must repeat any stage or subject they fail by attending evening classes if
necessary.
(iii) Apprentices
that fail any stage through no fault of their own may complete their course
beyond its normal duration. This
depends on satisfactory progress reports from the College.
(c) Fees
(i) The Employer
will pay all tuition and enrolment fees at the beginning of each college year.
(ii) The Employer
will deduct from an apprentice's pay fees for any incomplete or unattended
courses.
(d) Rostered Days
Off
Apprentices who must go to college on a day that they are
rostered off work will be entitled to a substitute day off.
59.3 PAY
(a) Apprentices
will receive the rates of pay contained within the schedules below.
HOURLY RATE AT DATE OF MAKING AWARD
Apprentice Electrical Trades
Year 1
|
Year 2
|
Year 3
|
Year 4
|
6.605
|
8.186
|
10.091
|
11.412
|
Apprentice Painter/Signwriter
Year 1
|
Year 2
|
Year 3
|
Year 4
|
6.453
|
8.241
|
10.147
|
11.469
|
Apprentice - Other trades
Year 1
|
Year 2
|
Year 3
|
Year 4
|
6.771
|
8.568
|
10.474
|
11.793
|
(b) Adult
Apprentice
The hourly rate of pay for a 1st Year adult apprentice shall
be as follows:
Adult Apprentice Electrical Trades $7.803
Adult Apprentice Painter/Signwriter $7.335
Adult Apprentice - Other Trades $7.674
(c) The hourly
rate for an adult apprentice Year 2, Year 3 and Year 4 shall be in accordance
with the rates for apprentices in the appropriate trade provided in 3(a) above.
(d) The above
rates cover all disabilities associated with the work unless specifically
provided for in clauses contained in this Award.
(e) The above
rates include the appropriate tool allowance applicable to a tradesperson
employed by the Employer in that trade and included in their rate of pay.
59.4 TOOLS
(a) The Employer
will supply to all apprentices a basic tool kit at the commencement of their
apprenticeship. Apprentices will
supplement this tool kit by purchasing additional tools with the tool allowance
referred to in 4.(e) above.
(b) If an
apprentice fails to complete their apprenticeship, the tool kit must be
returned in complete and serviceable order.
Where the kit is not returned in the appropriate condition, the Employer
will be reimbursed the cost of the kit or of any individual tool that is
defective or missing.
(c) Tool kits will
be inspected by the Employer. If the
kit is not adequately maintained or the tools are not in good condition, the
Employer will replace those tools and deduct their cost from the apprentice's
pay.
(d) The Employer
will provide:
(i) suitable
facilities for maintaining and sharpening tools at the workplace; and
(ii) a secure and
weatherproof area for storing tools on the job.
60. NETWORK
SERVICES (CIVIL MAINTENANCE) PRODUCTION
EMPLOYEES SKILLS DEVELOPMENT PROGRAMME
60.1 APPLICATION
(a) This part
applies to Production Employees (Maintenance) employed in the Network Services
(Civil Maintenance) business.
(b) The following clauses
do not apply to these production employees;
Pay (other
than Clause 6.3 Payment of Monies Due)
Temporary
Arrangements
Annual Leave
(Payment of Leave)
Recreational
Leave Loading (Payment of Loading)
Long Service
Leave (Payment of Leave)
Sick Leave
(Payment of Leave)
60.2 STATEMENT OF
INTENT
(a) The intention
of the programme is:
(i) for employees
affected by the programme;
- to improve
the efficiency, performance and productivity of these employees.
- to enhance
employees development and improve employees' job satisfaction as far as
practicable.
(ii) for all work
covered by the programme;
- to achieve
effective, efficient and economic completion of this work.
(b) "Work"
in this context means all those activities necessary to deliver potable water,
transport waste water, treat sewage and dispose of effluent or bio-solids. These activities must be done in a way that:
(i) achieves a
level of customer service that is consistently satisfactory and shows a level
of improvement.
(ii) consistently
maintains a minimum satisfactory level of public health and environmental
protection while constantly aiming to improve that level of service.
(c) This level of
work is to be done with the best staffing for the job required. Appropriate technology should be used from
time to time in order to achieve minimal overall costs (capital, operating and
maintenance).
(d) Where
practical, work will be designed to incorporate whole jobs based on
interdependent tasks.
(e) The programme
is intended to be a flexible, dynamic and participative process which provides
a climate for continuing change and the optimum utilisation of resources.
60.3 PAY
(a) Comparative
wage justice a means of establishing or increasing wages is not recognised.
(b) The pay rates
set out in this part stand alone and contain no component rates from outside
Awards, outside agreements or Clause 6 PAY of this Award.
(c) Rate of pay
and progression for employees are set/determined by ongoing learning/skills,
ongoing evaluation, accreditation and on the job performance review as
contained within the agreed Principles and Rules and System Design (including
workplace reform documents).
(d) The rates of
pay set out in this part cover all work and disabilities associated with the
Network Services (Civil Maintenance) Business.
60.4 RATES OF PAY
Employees will be paid the appropriate hourly rate on the
following scale:
LEVEL
|
PAY POINT
|
6
5
4
3
2
1
|
24
19
14
12
11
10
|
Provided that progression between the levels within each
stream shall be in accordance with the agreed ongoing evaluation and
accreditation process set out in the Principles, Rules and Design.
60.5 PAYMENT OF
ANNUAL LEAVE
Payment for recreation leave will be at the rate prescribed
for the employees accredited skill level.
60.6 PAYMENT OF
LEAVE LOADING
Calculation of recreation leave loading will be based upon
the rate prescribed for the employees accredited skill level.
60.7 PAYMENT OF
SICK LEAVE
Sick leave will be paid at the rate prescribed for the
employees accredited skill level.
60.8 HOURS
(a) Working in
Sewers - Night Shift
Where employees work in sewers on the night shift their
working hours will be an average of 34 and 1/5 ordinary hours per week over a
four week period to be worked as 19 shifts of 7 and 1/5 hours each with no crib
time.
(b) Working in
Sewers
Where employees work in sewers not over 1.07 metres in
height, or in sewer shafts over 6.10 metres in depth they will work an average
of 34 and 1/5 ordinary hours per week over a four week period worked as 19 shifts
of 7 and 1/5 hours each.
(c) General
For all other work the provisions in the HOURS OF WORK
Clause of this Award will apply.
60.9 VENTSHAFTS
An employee working at heights on free-standing lattice type
or tapered steel vent shafts shall be paid an allowance of $1.30 per day in
addition to the rate they receive for their accredited skill level.
61. CONSULTATIVE
PROCEDURES
Implementation of this Award may result in changes to the
workplace. These changes may take the
form of reorganisation of the workplace, job design/redesign and the
introduction of new technology. The
process of change may be ongoing.
Where change is to occur, the following procedures will be
applied:
(a) In developing
significant reorganisation proposals, management is required to discuss with
employees affected, the broad principles involved in the proposals.
(b) When
formalised, the proposal will be considered and evaluated by the relevant
General Manager. The Branch Manager of
the area concerned will be consulted and advised of any amendments to the
original proposals.
(c) The proposals
will then be forward to the union(s)/consultative committee affected and a
presentation will be made to representatives of union(s)/consultative
committees involved. Should positions
be identified as redundant as a consequence of the implementation of any
proposal, the Employer will provide to the unions/consultative committee clear
statements as to why the positions are no longer required.
(d) Management of
the Branch concerned will be available to confer with unions within the
framework and principles of the proposals.
However, Branch Management has no authority to bind or commit the
Employer to any amendments to the proposals unless specifically delegated to do
so.
(e) During a
period of up to four (4) weeks from a union/consultative committee receiving
the Employer's proposals, unions/consultative committee members will have an
opportunity of making written submissions or seek to negotiate with nominated
Employer's representatives in relation to any alterations or objections they
may wish to raise in relation to the proposals.
(f) At the end of
the four week period, the relevant General Manager or their representative will
again consider the proposals and determine the Employer's position.
62. DISPUTE
RESOLUTION AND GRIEVANCE PROCEDURES
These procedures provide a framework for questions, disputes
or difficulties, from either one employee or a group of employees, arising at
the workplace to be settled as quickly and effectively as possible. These procedures must be followed by all
parties.
Managers and supervisors notified of a dispute or grievance
must discuss the matter with all the necessary people and investigate the
matter thoroughly. Employees are
responsible for raising their concerns or grievances at an early stage and for
providing as much information as possible to assist in an effective resolution.
Employees may withdraw their grievance at any stage during
the procedures.
Confidentiality must be maintained at all stages during the
procedures.
Normal work will continue while these procedures are being
followed, unless there is a legitimate safety problem.
STEP 1 NOTIFYING
THE IMMEDIATE SUPERVISOR
When a dispute or grievance arises, the employee(s)
concerned will notify their immediate supervisor (in writing or otherwise) of
the substance of the matter.
The supervisor will arrange a meeting to discuss the matter
with the employee(s). This meeting
should be held within three (3) working days (or at a time acceptable to the
employee(s). At the meeting the
employee(s) will provide details of the matter and any suggested solutions.
All efforts should be made to resolve the matter at this
step.
STEP 2 MORE
SENIOR SUPERVISOR
If the matter is not resolved as a result of this meeting, a
further meeting shall be arranged with the employee(s), the immediate
supervisor and a more senior supervisor.
The employee(s) may request a union representative/consultative
committee representative or a person of their choice to attend the meeting.
This meeting should take place within three (3) working days
of the completion of Step 1 (or at a time acceptable to the employee(s)).
STEP 3 INVOLVEMENT
OF HUMAN RESOURCES SPECIALISTS
If the matter is still not resolved, the matter may be
referred to the appropriate business human resource specialist. This should
take place within three (3) working days of the completion of Step 2 (or at a
time acceptable to the employee(s)).
Corporate human resources may be contacted for assistance. The matter
will then be discussed with local management, the employee(s), their
representatives and corporate human resources.
Depending on the nature and/or severity of the matter,
corporate human resources may be involved earlier in the procedures.
STEP 4 INVOLVEMENT
OF SENIOR MANAGEMENT
If the matter is still not resolved, it will be
discussed/negotiated between the employee(s), their representatives and senior
management (or their representatives).
At the conclusion of this step, if the matter is still not
resolved, the Employer shall provide a response (in writing or otherwise) to
the dispute or grievance, outlining the action taken and reasons why the
proposed solutions were not implemented.
This response should be given to the employee(s) and/or their
representatives within three (3) working days of the completion of this step.
STEP 5 INDEPENDENT
ARBITRATOR
If the matter is still not resolved the parties may, if they
agree, refer the matter to a mutually acceptable mediator or arbitrator.
STEP 6 INVOLVEMENT
OF THE INDUSTRIAL RELATIONS COMMISSION OF NSW
If the matter is still not resolved at the conclusion of
Step 4, either party may refer the matter to the Industrial Relations
Commission of NSW. Matters may only be
referred to the Industrial Relations Commission when all steps in these
procedures have been exhausted.
When a party decides to notify the Industrial Relations
Commission under this step, they must give the other party at least three (3)
working days notice of their intention to notify.
63.
ANTI-DISCRIMINATION
(1) It is the
intention of the parties bound by the award to seek to achieve the object in
section 3(f) of the Industrial Relations
Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity,
age and carer’s responsibilities.
(2) It follows
that in fulfilling their obligations under the dispute procedure prescribed by
this award, the parties have obligations to take all reasonable steps to ensure
that the operation of the provisions of this award are not directly or
indirectly discriminatory in their effects.
It will be consistent with the fulfilment of these obligations for the
parties to make application to vary any provision of the award which, by its
terms or operation, has a direct or indirect discriminatory effect.
(3) Under the Anti-Discrimination Act 1977, it is
unlawful to victimise an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
(4) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
(5) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
P. J.
SAMS D.P.
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Printed by the authority of the Industrial Registrar.