Friction
Materials, &c., Manufacture (State) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1537 of 2007)
Before Commissioner
Bishop
|
18 December 2007
|
REVIEWED
AWARD
Part A
1. Arrangement of
Award
PART A
Clause No. Subject Matter
1. Arrangement
of Award
2. Definitions
3. Contract
of Employment
4. Hours
5. Wages
6. No Extra
Claims
7. Enterprise
Consultation
8. Allowances
9 Review
Committee.
10. Training
11. Shift Work
Allowance for Shift Workers
12. Overtime
13. Sunday
Work
14. Meal
Times, Meal Allowances and Crib Breaks
15. Holidays
16. Annual
Leave
17. Payment of
Wages
18. General
Conditions
19. Sick Leave
20. Bereavement
Leave
21. Family
Leave
22. Redundancy
23. Long
Service Leave
24. Attendance
at Repatriation Centres
25. Jury
Service
26. Accident
Pay and Workers’ Compensation
27. Leave
Reserved
28. Enterprise
Arrangements
29. Anti-Discrimination
29A. Traineeships
30. Area
Incidence and Duration
PART B
Annexure A - Skill Levels
Annexure B - Chargehands Job Description
2. Definitions
(i) Weekly
employee shall mean a person employed and paid by the week.
(ii) Casual employee
shall mean an employee engaged and paid as such, for a period of less than one
week.
(iii) Rostered day
off shall mean a day the employee is to be granted off so as to allow an
average of thirty eight ordinary hours of work per week over a full roster
cycle.
(iv) A Chargehand
shall mean an employee, appointed as such who in addition to performing his or
her normal work, has the specific responsibility for supervising the work of
other employees in the day-to-day running of the area for which they are
responsible. (See Annexure "B").
(v) A Senior
Chargehand shall mean an employee appointed as such who, in addition to
performing the work of a Chargehand shall have additional duties to perform in
relation to assisting in the co-ordination of work flow across all areas of the
factory, the allocation of personnel to each area, the commencing and ceasing
of the factory’s operation on a daily basis. (See Annexure "B").
(vi) Union shall
mean the Australian Liquor Hospitality and Miscellaneous Workers Union, NSW
Branch.
3. Contract of
Employment
(i) Employment
shall be on a weekly or casual basis.
(ii) A week’s
notice shall be given on either side at any time to terminate the employment of
a weekly employee or the employer shall pay a week’s pay in lieu of notice or
the employee shall forfeit a week’s pay in lieu of such notice.
(iii) The
employment of a casual employee may be terminated by one hour’s notice.
(iv) Nothing
contained within this clause shall be construed so as to limit the rights of an
employer to dismiss an employee without notice, for misconduct or to deduct
from the employee’s wages any time absent from duty in any one week unless such
absence is sanctioned by this award or is permitted by the employer.
(v) In the event
of the work of the factory or workshop being stopped by a breakdown of
machinery or by fire or as a result of strikes or any other stoppage beyond
control of the management all weekly employees who present themselves for work
shall be found work for that day or shall be paid one day’s wages in lieu
thereof. The employer may, when such breakdown or stoppage occurs, give notice
to the employees that their services shall not be required on the following
day. The employees shall not be entitled to any further payment in respect of
any further days on which they are out of employment by reason of such
breakdown or stoppage.
(vi) For the
purpose of calculating service or continuity of employment in respect of long
service leave, annual leave and/or sick leave payments under this award any
break of employment, occasioned by the operation of subclause (v) of this
clause, shall be disregarded.
(vii) Statement of
Service: Upon request by an employee, the employer shall give an employee a signed
statement of service upon termination. Such statement shall certify the period
of commencing and ceasing employment and the class of work upon which the
employee was employed.
(viii) Employees
covered by this award shall perform all work within their skill, competence and
training including work which is incidental or peripheral to their main tasks
or functions.
4. Hours
(i) Day Workers:
The ordinary hours of labour exclusive of meal times shall be an average of
thirty eight (38) hours per week over a full roster cycle and shall not exceed
eight hours per day, Monday to Friday, inclusive, between the hours of 6.50 am,
and 4.30 p.m.
(ii) Shift
Workers:
(a) The ordinary
working hours of employees shall not exceed an average thirty eight per week over
a full roster cycle; in each case the shifts shall not exceed eight hours.
(b) A shift shall
be known and shall be regarded as being wholly within the day upon which it
commences even though part of such shift may carry over into the following day:
Provided that all ordinary time worked on a shift, the greater part of which
falls on a Saturday, shall be paid at the rate of time and one half. Such extra
rates shall be in substitution for and not cumulative upon the shift allowance
prescribed in clause 8 this award.
(c) An employee
who has completed a period of work, including overtime shall not recommence
duty before at least eight hours have elapsed.
(iii) The ordinary
hours of work shall be notified in writing to employees in a conspicuous place
at the employer’s place of work. The starting and finishing times of all
employees when once fixed shall not be altered without seven days’ notice to
the employees concerned: Provided that, by mutual agreement between the
employer and the Union and/or Union delegate, the starting and finishing times
may be altered without such notice being given.
5. Wages
(i) Adult
Employees: The following minimum rates of pay shall be paid:
Grade
|
Rate Per Week
|
|
$
|
Level 1
|
562.60
|
Level 2
|
567.60
|
Level 3
|
572.60
|
Level 4
|
580.60
|
Level 5
|
592.60
|
Level 6
|
605.00
|
Level 7
|
622.00
|
Chargehand
|
629.00
|
Senior Chargehand
|
662.00
|
(ii) The levels
contained in subclause (i) are based on the holding of basic, intermediate and advanced
skills as set out below. A full list of such skills is attached to the award as
Annexure A.
Level 1: Three
basic skills.
Level 2: Four
basic skills and one intermediate skill.
Level 3: Six basic
skills and two intermediate skills - Provided that one of the intermediate
skills should be from the following:
Automotive:
Operating various hot presses;
Operating cold mould press;
Operating extruder;
Operating radial drill; or
Matching and inspecting disc pad sets.
Railway:
Deflashing and branding blocks;
Carrying out coil changes on 120-ton press; or
Manufacture of various friction dusts.
Level 4: Six
basic skills, three intermediate skills and one advanced skill. Provided that
any advanced skill may be held but the intermediate skills held must be
complementary to that advanced skill.
Level 5: Six
basic skills, four intermediate skills and two advanced skills OR Forklift
Operator, (where driving a forklift is the major function of an employee).
Provided that one of the advanced skills should be from the following:
Automotive:
Raw materials mixing;
Cutting liners to length and grinding them to width
(manually); or
Operating large hot moulding press.
Railway:
Manufacturing of resin;
Carrying out die changes on the 120 and 80 ton presses;
or
Operating auto biscuit press and curing ovens.
Level 6: Six basic skills, six intermediate skills and
three advanced skills. Provided that the advanced skills are from at east two
areas of the factory, e.g.
Automotive:
1. Setting up
and operating an N.C. drill;
2. Raw materials
mixing.
Railway:
1. Weigh raw
materials;
2. Carry out die
changes on the 120 and 60 ton presses,
Level 7: Six basic skills, eight intermediate skills
and four advanced skills. Provided that the advanced skills are from at least
Three areas at the factory, e.g.
Automotive:
1. Operating
flat sheet biscuit and multi-platen press;
2. Setting and
operating gas frames and electric oven;
3. Operating
Automatic biscuit press.
Railway:
1. Operating hot
mould presses;
2. The
manufacture of resin; or
3. Carrying out
die changes on the 120 and 80 ton presses.
(iii) Implementation
of skills structure:
1. The
classification of new employees will be based on skills acquired.
2. The
classification of existing employees will be based on an assessment of the
skills currently held.
3. Probationary
Period:
(a) When an employee
is transferred to a higher skill level that transfer shall be subject to a
probationary period of one month's satisfactory performance of skills at that
level.
(b) New employees
will be hired on the basis of one month of a probationary period of satisfactory
performance of skills at the level at which they were hired.
4. All employees
will assist other employees in gaining new skills and carry out training of
such employees as required.
5. It is not
compulsory that existing employees increase their individual skill levels.
6. New employees
will be required to acquire additional skills over and above those skills in
level one.
7. An employee
acquiring new skills (or assessed as currently holding certain skills) will be
required to exercise such skills to be paid at the appropriate skill level.
8. A Review
Committee will be established - see Clause 9, Review Committee.
9. All employees
will be given the opportunity to acquire new skills on a fair and equitable
basis subject to the requirement of the company that certain skills must be
acquired and carried out at each skill level.
(iv) The rates of
pay in this award include the adjustments payable under the State Wage Case
2007. These adjustments may offset against:
(a) any equivalent
over award payments, and/or
(b) award wage
increases since 29 May 1991 other than safety net, State Wage Case and minimum
rates adjustments.
6. No Extra Claims
It is a term of this award arising from the decision of the
Industrial Commission of New South Wales in the State Wage Case May 2001 IRC
3025 of 2001 that the union undertakes, not to pursue any extra claims, award
or over-award, except where consistent with the State Wage Case principles.
7. Enterprise
Consultation
Enterprises covered by this award shall establish a
consultative mechanism and procedures appropriate to their size, structure and
needs for consultation and negotiation on matters affecting their efficiency
and productivity.
8. Allowances
(i) First Aid
Allowance: An employee appointed to act as a first aid attendant in addition to
normal duties shall be paid an additional allowance of $2.76 per day or shift.
(ii) Boiler
Attendant Certificate: An employee required to hold a Boiler Attendants
Certificate shall be paid an additional $16.20 per week.
(iii) All employees
engaged in the periodic cleaning of the dust collection filtration plant shall
be paid 76 cents per hour extra whilst so engaged.
(iv) All employees
engaged in handling pigmented oxide shall be paid 37 cents per hour extra
whilst so employed.
(v) Casual
employees shall be paid at the rate fixed for the level at which they are
classified plus 20 per centum.
(vi) The minimum
rates of pay for junior employees shall be the following percentages of the
appropriate rate of pay prescribed for Level 1 in subclause (i) of Clauses 5,
Wages.
|
|
Percentage
|
(a)
|
Day Work-
|
|
|
|
|
|
|
Under 16 years of age
|
80
|
|
At 18 years of age and over
|
100
|
|
|
|
(b)
|
Shift Work-
|
|
|
|
|
|
|
Under 18 years of age
|
95
|
|
At l8 years of age and over
|
100
|
(c) The rates
prescribed in paragraphs (a) and (b) of this subclause, shall be calculated to
the nearest five cents. In adjusting such
rates any result in the final calculation below 2.5 cents to be disregarded.
9. Review Committee
(i) A Review
Committee will be established consisting of three (3) elected shop floor
personnel covered by this award; an appropriate foreman from each site and a
Representative from Management who will chair the meeting.
(ii) The Review
Committee shall have the following responsibilities:
(a) to evaluate
and assess any new skills that may be introduced; and
(b) to re-evaluate
existing skills where significant changes occur to such skills;
(c) to re-assess
individual employees who may seek to have their initial assessment upon
implementation of the skills structure contained in Clause 5, Wages reviewed. Such
review to take place no earlier than three months from the date of operation of
this award;
(d) to review the
recommendations from Chargehands for the re-grading of employees under their
supervision and from those recommendations make a final determination.
(iii) The Review
Committee will also review the Training Programme which will be introduced to
enable the implementation of the skills structure contained in Clause 5, Wages.
(iv) All minutes of
the Review Committee will be posted on the Factory notice board.
(v) Decisions of
the Review Committee will be final provided that in the event of a serious
dispute the Management and the Union shall be involved in resolving the matter.
10. Training
(i) All employees
covered by this award will be required to undertake training, as nominated by
the employer appropriate to their skill levels or in order to be transferred to
a higher skill level.
(ii) Where
possible such training shall be carried out on day shift during employees
ordinary working hours.
(iii) Employees may
be transferred from afternoon shift to day shift to undertake specified
training. Such transfer to be without loss of pay.
(iv) An employee
may be required to undertake training for up to two hours prior to the
commencement of shift or up to two hours after the completion of a shift. Such
time to be treated as time worked and paid for at ordinary time rates of pay
and the provisions of clause 12, Overtime, shall not apply to such time worked
nor shall the provisions of clause 14, Meal Times, Meal Allowances and Crib
Breaks.
After completion of any scheduled training on a daily
basis, each employee shall be given at least 8 hours off duty (excluding
travelling time) before there is a requirement to resume ordinary hours.
Provided that where an employee is rostered to work on the shift on which such
training is undertaken then the said employee shall resume normal duties until
the completion of such shift.
(v) Relief
arrangements for training purposes shall be organised at the discretion of the
company.
(vi) Where training
is conducted off site during normal working hours such time shalt be treated as
ordinary time worked. Provided that reasonable travelling expenses shall be
paid.
(vii) Where an
employee is required to undertake a course at a TAFE College outside normal
working hours such time shall not count as time worked, however, any reasonable
expenses associated with such course shall be paid by the employer, Provided
that where necessary shift workers shall be granted time off to attend such a
course where it is held during an employees rostered shift. Such time to count
as time worked.
(viii) Rostered Days
Off may be re-scheduled to fit in with training schedule by mutual agreement
between the company and the employee.
11. Shiftwork
Allowance for Shiftworkers
(i) Adult shift
workers on afternoon shift shall be paid $19.36 per shift and on night shift
$22.12 in addition to the rates payable under this award.
(ii) Adult shift
workers who do not work day shift in regular rotation or who work permanent
afternoon or night shift, shall in addition to the rates prescribed in
subclause (i) of this clause be paid $4.85 for afternoon shift and $11.07 for
night shift over and above the relevant rotating shift rate specified in subclause
(i).
12. Overtime
(i) All time
worked in excess of the hours mentioned in clause 4, Hours, of this award, or
outside the starting and finishing times prescribed herein or on the rostered
day off shall be paid for at the rate of time and a half for the first two
hours and at the rate of double time thereafter. Provided that a day worker
called upon to commence duty between midnight and 6.30 am, shall be paid at the
rate of double time for all time worked during the said period,
(ii) An employee
required to work overtime during the weekend, Saturday and/or Sunday, or on
holidays, except in the case of breakdowns, shall be given, where possible, at
least three days’ notice that there will be a requirement to so work.
(iii) All time of
duty on a Saturday shall be paid for at overtime rates with a minimum payment
of four hours at such rate; Provided that such minimum payment shall not apply
to overtime worked as a continuation upon ordinary hours on Friday.
(iv) If, after
having completed his/her ordinary day’s work and after the signal terminating
the shift has blown, an employee is then informed of the requirement to work
overtime he/she shall be paid at the appropriate overtime rate with a minimum
of two hours.
(v) When an
employee, after having worked overtime or a shift for which the employee has
not been regularly rostered, finishes work at a time when reasonable means of
transport are not available, the employer shall provide the employee with a
conveyance to the nearest possible public transport or shall pay the employees
current wage for the time reasonably occupied in reaching home.
(vi) An employee
recalled to work after having left the factory site shall be paid a minimum of
four hours pay at the appropriate overtime rate.
13. Sunday Work
All time of duty on a Sunday shall be paid for at the rate
of double time with a minimum payment of four hours at such rate.
14. Meal Times, Meal
Allowances and Crib Breaks
(i) Day workers
shall be allowed not less than thirty minutes nor more than forty five minutes
for a meal between 12 noon and 1.30 p.m.
(ii) Shift workers
shall be allowed twenty minutes for crib and such times shalt be counted as
time worked. Crib time shall be taken in such a way so as not to interfere with
production being carried on.
(iii) When the meal
or crib times have once been fixed then they shall not be altered without one
week’s notice to the employees concerned; Provided that the week’s notice may
be dispensed with by agreement between the employer and the Union and/or the
Union delegate.
(iv) Subject to the
provisions of subclause (ii) and (iii), of this clause, an employee who works
during a meal or crib time ate of time and one half for the time so worked and
such payment shall continue until a meal or crib break is allowed.
(v) An employee
required to work overtime of two hours or more before or after the usual
ceasing time shall be paid $7.43 for the first meal and $6.90 for each
subsequent meal which will apply after every additional four hours overtime
unless suitable meals are provided by the employer. Should an employee be notified of the intention to work overtime
and then not be called upon to do so, the employee shall be paid the sum of
$7.39.
(vi) Where the
period of overtime is to exceed 1.5 hours an employee prior to starting such
overtime after working ordinary hours, shall be allowed a crib break of 20
minutes which shall be paid for at ordinary rates; or
An employee working overtime after working ordinary
hours shall be allowed a crib break of 20 minutes without deduction of pay
after each four hours of overtime worked if the employee continues work after
such crib break.
(vii) An employer
and employee may agree to any variation of this clause to meet the
circumstances of the work in hand provided that the employer shall not be
required to make any payment in respect of any time allowed in excess of 20
minutes.
15. Holidays
(i) The days upon
which the undermentioned holidays are observed shall be holidays, viz; New
Years Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac
Day, Queen’s Birthday, Eight Hour Day, Christmas Day and Boxing Day together
with all proclaimed or gazetted public holidays throughout the State and
together with any special holiday declared in the Sydney Metropolitan area, and
the picnic day of Union, which shall be held on a day to be determined each
year by mutual agreement between the employer and the Union. For all employees,
excepting casuals, the above holidays shall be deemed time worked in an
ordinary working day and shall be paid for as such. For all time worked on
holidays employees, other than casuals, shall be paid at one and a half times
ordinary rates in addition to the payment referred to in this subclause with a
minimum payment of four hours at such rate.
(ii) In the event
of employees rostered day off falling on a public holiday, the employer and the
employee shall agree to an alternative day off to be substituted. Provided in
the absence of agreement the day shall be determined by the employer.
(iii) Casual
employees shall be paid at double and a half ordinary rates for work done on
the holidays prescribed by subclause (i), of this clause, with a minimum
payment of four hours at such rate.
16. Annual Leave
(i) See Annual
Holidays Act 1944.
(ii) Payment for
annual leave taken by employees while continuing in employment pursuant to the
provisions of subclause (i), of this clause, shall be at the ordinary pay rate
applying under the NSW Annual Holidays Act 1940 as amended, plus an
additional annual leave loading of twenty per cent (20%).
(iii) The employers
reserve the right to have the four weeks’ annual heave broken into two parts.
17. Payment of Wages
(i) Wages shall be
paid weekly on a day fixed by the employer other than a Saturday, a Sunday or a
holiday.
(ii) In the event
that an employee, by virtue of the arrangement of ordinary working hours is
rostered off on a day which coincides with pay day, such employee shall be paid
no later than the working day immediately following pay day.
(iii) Casual
employees shall be paid within fifteen minutes of their services being
dispensed with at the office of the place where the work has been performed.
18. General Conditions
(i) Employees
engaged in wet cleaning work shall be supplied with rubber knee boots or rubber
ankle boots and when necessary with gloves.
All employees shall be provided with not more than two pairs of overalls
per year.
(ii) No youth
under eighteen years of age shall be allowed to lift or carry any material or
package of more than 11.34 kilos of weight. (Note - See section 37 of the Factories,
Shops and Industries Act, 1962, for the limitations upon weights that young
persons may lift or carry).
(iii) When
regularly required to work in the open, employees shall be supplied when
necessary with oilskins, hats and rubber boots.
(iv) Conditions of
Issue of Overalls:
(a) The employer
shall insist that the conditions now applying to the issue of overalls to other
workers in his/her employ shall operate, namely, that ownership of the overalls
shall vest, at all times, in the employer, and that unserviceable suits shall
be surrendered to the stores officer when requisitioning replacements.
(b) Laundering shall
be the responsibility of the employer.
(c) The employer
reserves the right to discontinue the issue of overalls in the event of any
trafficking in or retention of same.
19. Sick Leave
(i) Any employee with
not less than three months’ service who does not attend for duty by reason of
personal ill-health shall be paid at the rate of pay herein provided for the
actual time of non-attendance; Provided that the employee produces or forwards within twenty-four
hours of the commencement of such absence from employment evidence satisfactory
to the employer that non- attendance was due to personal ill-health.
(ii) An employee
shall not be entitled in the first year of employment of any period of service
to leave in excess of five days of working time.
(iii) An employee
shall not be entitled during the second and subsequent years with the employer
to leave in excess of ten days of working time.
(iv) There shall be
an unlimited accumulation of any untaken sick leave which shall be recorded and
shall be paid to any employee who retires at age sixty or more with at least
ten years of service with the Company.
20. Bereavement Leave
(i) An employee,
other than a casual employee, shall be entitled to up to two days bereavement
leave without deduction of pay, up to and including the day of the funeral, on
each occasion of the death of a person prescribed in subclause (iii) of this
clause. Where the death of a person prescribed by the said subclause (iii)
occurs outside Australia the employee shall be entitled to one day bereavement
leave, provided that such leave shall be extended to two days where the
employee travels overseas to attend the funeral.
(ii) The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will, if required by the employer, provide, to the
satisfaction of the employer proof of death.
(iii) Bereavement
leave shall be available to the employee in respect to a death of a person
prescribed for the purposes of personal carers leave as set out in subparagraph
21.1.3.2 of paragraph 21.1.3 of subclause 21.1 of clause 21, Family 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
21.2, 21.3, 21.4, 21.5, and 21.6 of the said clause 21. In determining such a
request the employer will give consideration to the circumstances of the
employee and the reasonable operational requirements of the business.
(vi) Bereavement
entitlements for casual employees
(a) Subject to the
evidentiary and notice requirements in 20(ii) casual employees are entitled to
not be available to attend work, or to leave work upon the death in Australia
of a person prescribed in subclause 21.1.3.2 of clause 21, Family Leave.
(b) The employer
and the employee shall agree on the period for which the employee will be
entitled to not be available to attend work. In the absence of agreement, the
employee is entitled to not be available to attend work for up to 48 hours
(i.e. two days) per occasion. The casual employee is not entitled to any
payment for the period of non-attendance.
(c) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause. The rights of an employer to engage
or not engage a casual employee are otherwise not affected.
21. Family Leave
21.1 Use of Sick
Leave
21.1.1 An employee,
other than a casual employee, with responsibilities in relation to a class of person
set out in 21.1.3.2 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 at clause 19, Sick Leave of the award, for
absences to provide care and support for such persons when they are ill, or who
require care due to an unexpected emergency. Such leave may be taken for part
of a single day.
21.1.2 The employee
shall, if required,
(1) 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, or
(2) establish by
production of documentation acceptable to the employer or a statutory
declaration, the nature of the emergency and that such emergency resulted in
the person concerned requiring care by the employee.
In normal circumstances, an employee must not take
carer's leave under this subclause where another person had taken leave to care
for the same person.
21.1.3 The entitlement
to use sick leave in accordance with this subclause is subject to:
21.1.3.1 the
employee being responsible for the care of the person concerned; and
21.1.3.2 the
person concerned being either:
21.1.3.2.1 a
spouse of the employee; or
21.1.3.2.2 a de
facto spouse, who, in relation to a person, is a person of the opposite sex to
the first mentioned person who lives with the first mentioned person as the
husband or wife of that person on a bona tide domestic basis although not
legally married to that person; or
21.1.3.2.3 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
21.1.3.2.4 a same
sex partner who lives with the employee as the de facto partner of that
employee on a bona fide domestic basis; or
21.1.3.2.5 a relative
of the employee who is a member of the same household, where for the purposes
of this clause:
21.l.3.2.5.1 "relative"
means a person related by blood, marriage or affinity;
21.1.3.2.5.2 affinity
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
21.1.3.2.5.3 "household’
means a family group living in the same domestic dwelling.
21.1.3.3 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 persons 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.
Note: In the unlikely event that more than 10 days sick
leave in any year is to be used for caring purposes the employer and employee
shall discuss appropriate arrangements which, as far as practicable, take
account of the employer’s and employee’s requirements.
Where the parties are unable to reach agreement the
disputes procedure should be followed.
21.2 An employee may
elect, with the consent of the employer, to take unpaid leave for the purpose
of providing care and support to a class of person set out in 21.1.3.2 above
who is ill or who requires care due to an unexpected emergency.
21.3 Annual Leave
21.3.1 An employee may
elect, with the consent of the employer to take annual leave not exceeding ten
days in single-day periods, or part thereof, in any calendar year at a time or
times agreed by the parties.
21.3.2 Access to annual
leave, as prescribed in paragraph 21.3.1, shall be exclusive of any shutdown
period provided for elsewhere under this Award.
21.3.3 An employee and
employer may agree to defer payment of the annual leave loading in respect of
single day absences, until at least 5 consecutive annual leave days are taken.
21.3.4 An employee may elect
with the employers agreement to take annual leave at any time within a period
of 24 months from the date at which it falls due.
21.4 Time off in
Lieu Of Payment For Overtime
21.4.1 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.
21.4.2 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.
21.4.3 If having
elected to take time as leave in accordance with 21.4.1, 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.
21.4.4 Where no
election is made in accordance with 21.4.1, the employee shall be paid overtime
rates in accordance with the Award.
21.5 Make-Up Time
21.5.1 An employee may
elect, with the consent of their 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 this Award, at
the ordinary rate of pay.
21.5.2 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 at a later
time), at the shift work rate which would have been applicable to the hours
taken off.
21.6 Rostered Days
Off
21.6.1 An employee may
elect, with the consent of the employer, to take a rostered day off at any
time.
21.6.2 An employee may
elect, with the consent of the employer, to take rostered days off in part day
amounts.
21.6.3 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 the employee, or subject to reasonable notice
by the employee or the employer.
21.6.4 This subclause
is subject to the employer informing the 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 to participate in negotiations.
21.7 Personal Carers
Entitlement for casual employees -
(1) Subject to the
evidentiary and notice requirements in 21.1.2 and 21.1.3.3 casual employees are
entitled to not be available to attend work, or to leave work if they need to
care for a person prescribed in subclause 21.1.3.2 of this clause who are sick
and require care and support, or who require care due to an unexpected
emergency, or the birth of a child.
(2) The employer and
the employee shall agree on the period for which the employee will be entitled
to not be available to attend work. In the absence of agreement, the employee
is entitled to not be available to attend work for up to 48 hours (i.e. two
days) per occasion. The casual employee is not entitled to any payment for the
period of non-attendance.
(3) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause. The rights of an employer to engage
or not to engage a casual employee are otherwise not affected.
21A. Parental Leave
(1) Refer to the Industrial
Relations Act 1996 (NSW). The
following provisions shall also apply in addition to those set out in the Industrial
Relations Act 1996 (NSW).
(2) An employer
must not fail to re-engage a regular casual employee (see section 53(2) of the
Act) because:
(a) the employee
or employee's spouse is pregnant; or
(b) the employee
is or has been immediately absent on parental leave.
The rights of an employer in relation to engagement and
re-engagement of casual employees are not affected, other than in accordance
with this clause.
(3) Right to
request
(a) An employee
entitled to parental leave may request the employer to allow the employee:
(i) to extend the
period of simultaneous unpaid parental leave use up to a maximum of eight
weeks;
(ii) to extend the
period of unpaid parental leave for a further continuous period of leave not
exceeding 12 months;
(iii) to return
from a period of parental leave on a part-time basis until the child reaches
school age;
to assist the employee in reconciling work and parental
responsibilities.
(b) The employer
shall consider the request having regard to the employee's circumstances and, provided
the request is genuinely based on the employee's parental responsibilities, may
only refuse the request on reasonable grounds related to the effect on the
workplace or the employer's business.
Such grounds might include cost, lack of adequate replacement staff,
loss of efficiency and the impact on customer service.
(c) Employee's
request and the employer's decision to be in writing
The employee's request and the employer's decision made
under 3(a)(ii) and 3(a)(iii) must be recorded in writing.
(d) Request to
return to work part-time
Where an employee wishes to make a request under
3(a)(iii), such a request must be made as soon as possible but no less than
seven weeks prior to the date upon which the employee is due to return to work
from parental leave.
(4) Communication
during parental leave
(a) Where an
employee is on parental leave and a definite decision has been made to
introduce significant change at the workplace, the employer shall take
reasonable steps to:
(i) make
information available in relation to any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave; and
(ii) provide an
opportunity for the employee to discuss any significant effect the change will
have on the status or responsibility level of the position the employee held
before commencing parental leave.
(b) The employee
shall take reasonable steps to inform the employer about any significant matter
that will affect the employee's decision regarding the duration of parental
leave to be taken, whether the employee intends to return to work and whether
the employee intends to request to return to work on a part-time basis.
(c) The employee
shall also notify the employer of changes of address or other contact details
which might affect the employer's capacity to comply with paragraph (a).
22. Redundancy
22.1 Discussions
Before Terminations
22.1.1 Where an
employer has made a definite decision that the employer no longer wishes the job
the employee has been doing done by anyone and this is not due to the ordinary
and customary turnover of labour and that decision may lead to termination of
employment, the employer shall hold discussions with the employees directly
affected and with their Union.
22.1.2 The discussions
shall take place as soon as is practicable after the employer has made a
definite decision which will invoke the provisions of paragraph 22.1.1 hereof
and shall cover, inter alia, any reasons for the proposed terminations,
measures to avoid or minimise the terminations and measures to mitigate any
adverse effects of any terminations on the employees concerned.
22.1.3 For the purposes
of the discussion the employer shall, as soon as practicable, provide in
writing to the employees concerned and their Union, and relevant information
about the proposed terminations including the reasons for the proposed
terminations, the number and categories of employees likely to be affected, and
the number of workers normally employed and the period over which the
termination are likely to be carried out. Provided that any employer shall not
be required to disclose confidential information the disclosure of which would
be inimical to the employer’s interests.
22.2 Transfer To
Lower Paid Duties
Where an employee is transferred to Lower paid duties
for reasons set out in paragraph 22.1.1, the employee shall be entitled to the
same period of notice of transfer as the employee would have been entitled to
if his/her employment had been terminated, and the employer may at the
employer’s option, make payment in lieu thereof of an amount equal to the
difference between the former ordinary time rate of pay and the new lower
ordinary time rates for the number of weeks of notice still owing.
22.3 Severance Pay
In addition to the period of notice prescribed for
ordinary termination in clause 3, Contract of Employment, and subject to
further order of the Commission, an employee whose employment is terminated for
reasons set out in paragraph 22.1.1, shall be entitled to the following amount
of severance pay in respect of a continuous period of service:
Period of Continuous Service
|
Severance Pay
|
|
|
1 year or less
|
Nil
|
Over 1 year and up to the completion of 2 years
|
4 weeks’ pay
|
Over 2 years and up to the completion of 3 years
|
6 weeks’ pay
|
Over 3 years and up to the completion of 4 years
|
7 weeks pay
|
Over 4 years
|
8 weeks pay
|
Weeks Pay means the ordinary time rate of pay for the
employee concerned.
Provided that severance payments shall not exceed the
amount which the employee would have earned if employment with the employer had
proceeded to the employees normal retirement date.
22.4 Employee
Leaving During Notice
An employee whose employment is terminated for reasons
set out in paragraph 22.1.1 may terminate his/her or her employment during the
period of notice and, if so, shall be entitled to the same benefits and
payments under this clause had the employee remained with the employer until
the expiry of such notice. Provided that in such circumstances the employee
shall not be entitled to payment in lieu of notice.
22.5 Alternative
Employment
An employer, in a particular redundancy case, may make
application to the Commission to have the general severance pay prescription
varied if the employer obtains acceptable alternative employment for an
employee.
22.6 Time Off During
Notice Period
22.6.1 During the
period of notice of termination given by the employer for reasons set out in paragraph
22.1.1 an employee shall be allowed up to one day’s time off without loss of
pay during each week of notice for the purpose of seeking other employment.
22.6.2 If the employee
has been allowed paid leave for more than one day during the notice period for
the purpose of seeking other employment, the employee shall, at the request of
the employer, be required to produce proof of attendance at an interview or the
employee shall not receive payment for the time absent. For this purpose a
statutory declaration will be sufficient.
22.7 Notice to
Employment National and Centrelink
Where a decision has been made to terminate employees
in the circumstances outlined in paragraph 22.1.1, the employer shall notify
Employment National and Centrelink thereof as soon as possible giving relevant
information including the number and categories of the employees likely to be
affected and the period over which the terminations are intended to be carried
out.
22.8 Superannuation
Benefits
Subject to further order of the Commission where an
employee who is terminated receives a benefit from a superannuation scheme,
such employee shall only receive under subclause 21.3, the difference between
the severance pay specified in that subclause and the amount of the superannuation
benefit the employee receives which is attributable to employer contributions
only. If this superannuation benefit is
greater than the amount due under subclause 21.3 then the employee shall
receive no payment under that clause.
22.9 Transmission Of
Business
22.9.1 Where a business
is before or after the date of this Award, transmitted from an employer (in
this subclause called "the transmitter") to another employer (in this
subclause called "the transmittee"’) and an employee who at the time
of such transmission was an employee of the transmitter in that business
becomes an employee of the transmittee:
22.9.1.1 the
continuity of the employment of the employee shall be deemed not to have been
broken by reason of such transmission, and
22.9.1.2 the
period of employment which the employee has had with the transmitter or any
prior transmitter shall be deemed to be service of the employee with the
transmittee.
22.9.2 In this
subclause "business" includes trade, process, business or occupation
and includes part of any such business and transmission includes transfer
conveyance, assignment or succession whether by agreement or by operation of
law and ‘transmitted’ has a corresponding meaning.
22.10 Mechanisation
and Technological Changes
22.10.1 Notwithstanding
any other provisions of this clause, whereon account of the introduction or
proposed introduction by an employer of mechanisation or technological changes
in the industry in which the employer is engaged, the employer terminates the
employment of an employee who has been employed for the preceding 12 months,
such employee shall be given three months’ notice of the termination of
employment; provided that, if the employer fails to give such notice in full:
22.10.1.1 the
employee shall be paid at the rate specified for the employee’s ordinary
classification in clause 5, Wages, for a period equal to the difference between
three months and the period of the notice given, and
22.10.1.2 the period
of notice required by this subclause to be given shall be deemed to be service
with the employer for the purpose of the Long Service Leave Act 1955.
the Annual Holidays Act 1944, or any Act amending or replacing either of
those Acts; and provided further that the right of the employer to summarily
dismiss an employee for the reasons specified in subclause (iv) of clause 3,
Contract of Employment, shall not be prejudiced by the fact that the employee
has been given notice pursuant to this subclause of the termination of the
employee’s employment.
22.10.2 When
an employer gives to an employee notice of the termination of employment on
account of the introduction or proposed introduction of mechanism or
technological changes, within 14 days thereafter the employer shall give
notification in writing to the Industrial Registrar, the New South Wales
Government Director of Vocational Guidance, the New South Wales Government
Director of Technical and Further Education and the New South Wales Branch
Secretary of Australian Liquor, Hospitality and Miscellaneous Workers Union, of
the fact, stating the employee’s name, address and usual occupation and the
date when the employment terminated or will terminate in accordance with the
notice given.
22.11 Employees With
Less Than One Year’s Service
This clause shall not apply to employees with less than
one years continuous service and the general obligation on employers should be
no more than to give relevant employees an indication of the impending
redundancy at the first reasonable opportunity, and to take such steps as may
be reasonable to facilitate the obtaining by the employees of suitable
alternative employment.
22.12 Employees
Exempted
This clause shall not apply where employment is
terminated as a consequence of conduct that justified instant dismissal,
including malingering, inefficiency or neglect of duty, or in the case of
casual employees, apprentices, or employees engaged for a specific period of
time or for a specified task or tasks for a period of less than 12 months.
22.13 Employers
Exempted
Subject to an order of the Commission, in a particular
redundancy case, this clause shall not apply to employers who employ less than
15 employees,
Incapacity To Pay
An employer, in a particular redundancy case, may make
application to the Commission to have the general severance pay prescription
varied on the basis of the employers incapacity to pay.
23. Long Service
Leave
See Long Service Leave Act 1955.
24. Attendance at
Repatriation Centres
Employees, being ex-service personnel, shall be allowed as
time worked, lost time incurred whilst attending repatriation centres for
medical examination and/or treatment; provided that -
(a) Such lost time
does not exceed eight hours on each occasion;
(b) payment shall
be limited to the difference between ordinary wage rates for time host and any
payment received from the Repatriation Department as a result of each such
visit;
(c) the provisions
of this clause will apply to a maximum of four such attendances in any year of
service with any employer;
(d) the employee
produces evidence satisfactory to the employer that the employee is required to
and subsequently does attend a repatriation centre.
25. Jury Service
(i) An employee
required to attend for jury service during ordinary working hours shah be
reimbursed by the employer an amount equal to the difference between the amount
paid in respect of attendance for such jury service and the amount of wages
that would have been received in respect of the ordinary time that would have
worked had the employee not been on jury service.
(ii) An employee
shall notify the employer as soon as possible of the date upon which the
employee is required to attend for jury service. Further, the employee shall
give the employer proof of attendance, the duration of such attendance and the
amount received in respect of such jury service.
26. Accident Pay and
Workers’ Compensation
Employees absent from work and in receipt of Workers’
Compensation shall be paid by their employing Company, in addition to any
Workers’ Compensation they receive in accordance with the Workers
Compensation Act 1987, a subsidy of an amount to increase the Workers’
Compensation payment received to the worker’s weekly wage in accordance with
the terms and conditions agreed between the employer and the Australian Liquor
Hospitality and Miscellaneous Workers’ Union, New South Wales Branch.
27. Leave Reserved
Leave is reserved to the Union to apply as it may be advised
with respect to wages and conditions generally should the current wage fixing
Principles cease to apply.
28. Enterprise
Arrangements
Enterprise Arrangements - Parties -
28.1 As part of the
Structural Efficiency exercise and as an ongoing process, improvements In
productivity and efficiency, discussion should take place at an enterprise to
provide more flexible working arrangements, improvement in the quality of
working life, enhancement of skills, training and job satisfaction, and
positive assistance in the restructuring process and to encourage consultation
mechanisms across the workplace to all employees in an enterprise and
consideration of a single bargaining unit in all multi-union/union award
workplaces. Union delegates at the place of work shall be involved in such
discussions.
28.2 The terms of
any proposed genuine arrangement reached between an employer arid employee(s)
in any enterprise shall, after due processing, substitute for the provisions of
this award to the extent that they are contrary provided that:
28.2.1 a majority
of employees affected genuinely agree;
28.2.2 such
arrangement is consistent with the State Wage Case Decision 1991.
Procedures to be followed -
28.3 The employer,
the employees and the Union shall establish a consultative mechanism and
procedures appropriate to the size, structure and needs of the enterprise.
Where such discussions may involve matters requiring any award variation, the
Union shall be given 7 days notice of the broad details including the award
area/s likely to be affected, and shall be invited to participate in
negotiations. Such invitation shall be in writing and addressed to the
Secretary of the Union.
28.4 All employees
will be provided with the current award provisions.
28.5 Any agreement
reached shall be committed to writing and shall include a date of operation and
a date of expiration.
28.6 The agreement
shall be signed by the employer, the authorised representatives of employees or
the Union and a copy shall be sent to the Secretary of the Union and to the
executive officer of the relevant employers association.
28.7 Where an
objection is raised the parties should confer in an effort to resolve their
different views. If the matter is not resolved in that way the Union or
employer may make application to vary the award to facilitate the agreement.
Such application may be made to the Industrial Commission of New South Wales or
the Friction Materials, &c. (State) Industrial Committee.
28.8 The Union
and/or employer’s association/s shall not unreasonably oppose any agreement
reached under this clause.
28.9 The agreement
shall be consistent with the enterprise agreements principle of the State Wage
Case Decision 1991.
28.10 If no party
objects a consent application shall be made to the Industrial Commission or the
Friction Materials, &c. (State) Industrial Committee to have the agreement
approved under the enterprise agreements principle.
28.11 Where an
arrangement is approved by the Industrial Commission or the said Industrial
Committee and the arrangement is contrary to any provisions of the award, then
the name of the enterprise to which the arrangement applies, the date of
operation of the arrangement, the award provisions from which the said
enterprise is exempt, and the alternative provisions which are to apply in lieu
of such award provisions (or reference to such alternative provisions), shall
be set out in a schedule to this award.
28.12 Such arrangement
when approved shall be displayed on a notice board at the enterprise.
28.13 Under the terms
of this clause any award matter or condition of employment can be raised for
discussion.
No existing employee shall suffer reduction in
entitlements to earnings, award or over-award, for working ordinary hours of work,
as the result of any award changes made as part of the implementation of the
arrangement,
29.
Anti-Discrimination
29.1 It is the
intention of the parties bound by this 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 responsibilities as a carer.
29.2 It follows that
in fulfilling their obligations under the dispute resolution 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.
29.3 Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
29.4 Nothing in this
clause Is taken to affect:
29.4.1 any conductor
act which is specifically exempted from anti-discrimination legislation;
29.4.2 offering or
providing junior rates of pay to persons under the age of 21 years:
29.4.3 any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977.
29.4.4 a party to this
Award from pursuing matters of unlawful discrimination in any State or Federal
jurisdiction.
29.4.5 This clause does
not create legal rights or obligations in addition to those imposed upon the
parties by the legislation referred to in this clause.
NOTES
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in this Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
29A. Traineeships
As to traineeships for persons covered by this award, see
the Training Wage (State) Award 2002 published 26 September 2003 (341 I.G. 569)
or any successor thereto.
30. 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 Friction
Materials, &c., Manufacture (State) Award 25 July 2003 (340 I.G. 646) and
all variations thereof. It shall apply
to all employees of the classes herein mentioned engaged in or in connection
with the manufacture of brake linings, disc pads, clutch facings or other
friction materials for automotive or other industrial applications in the
State, excluding the County of Yancowinna, within the jurisdiction of the Friction
Materials, &c.(State) Industrial Committee.
The changes made to the award pursuant to the Award Review
pursuant to section 19(6) of the Industrial Relations Act 1996 and
Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take
effect on and from 18 December 2007.
This award remains in force until varied or rescinded, the
period for which it was made having already expired.
Part B
ANNEXURE A
Skill Levels
For the purposes of clause 5, Wages, the following skills
shall apply:
Rail Section
Advanced:
Operating Auto Biscuit Press and Curing Ovens.
Carrying Out Die Changes on the 120 Ton and 80 Ton
Presses.
The Manufacture of Resin.
Weighing Raw Material.
Driving a Forklift.
Mixing Materials.
Operating Hot Mould Presses.
Intermediate:
Carrying Out Coil Changes on 120 Ton Press.
Operating Heat Treatment Paint.
Operating and Setting Disintegrator.
Operating Disc Pad Press.
Manufacture of Various Friction Dust.
Operating Degreaser.
Deflashing and Branding Blocks.
Basic:
Operating Slating Machine.
Operating Manual Biscuit Press.
Operating N/C Drill.
Operating and Setting Hammer Mill.
Cleaning Degreaser.
Operating 80 Ton Press.
Operating Rumbler.
Automotive Section
Advanced:
Cutting liners to length, grinding them to width
(manually).
Setting up and operating an N/C Drill.
Operating Flat sheet Biscuit and Multi Platen Press.
Cutting Liners to length and slitting them to width
(Automatically).
Inspecting and Branding Industrial and Commercial
Products.
Operating Large hot mould Press.
Setting and Operating Gas Frame and Electric oven.
Raw Materials Mixing.
Operating Automatic Biscuit Press.
Driving a Forklift.
Intermediate:
Operate Radial Drill.
Grinding and trimming flat sheet.
Grinding Disc pads on the Blanchard and Parkin
Grinders.
Operate Calender Rolls.
Matching and inspecting Disc Pads sets.
Grind Roll (Automatic).
Grinding Inside and Outside of Rolls (Manually).
Operating Extruder.
Operating Various Hot Presses.
Operating Cold Mould Press.
Operating Blender M.M.
Assembler Stair Tread.
Fitting Hardware and Wear Indicator.
Gasket and Paint.
Basic:
Operating Roller Coat Machine.
Operating Manual Biscuit Press.
Operating Band Saw.
Operating Grooving Machine.
Operating Width Grinding Machine.
Operating Hammer Mill.
Rolling Coils.
Drilling Backplates.
Loading and Operating Stone Abrade Machine.
ANNEXURE B
Chargehands Job Description
Definition:
A Chargehand shall mean an employee, appointed as such
who in addition to performing his/her normal work, has the specific
responsibility for supervising the work of other employees in the day-to-day
running of the area for which they are responsible.
Examples of specific duties are:
(i) Instructing
persons under their supervision in the order in which work is to be carried
out.
(ii) Ensuring the
quality of work leaving their area is to the highest standard.
(iii) Ensuring that
all records of work performed, materials used and attendance of employees under
their control are recorded in the correct way.
(iv) Provided the
necessary training in order that the work in their area will be performed
correctly and expediently.
(v) Ensure that
the workplace under their control is safe and without risk to health and that
the behaviour of all persons in the workplace is safe and without risk to
health. More specifically, they shall
always be expected to detect any unsafe or unhealthy condition or behaviour and
if they do not have the necessary authority to undertake remedial action, to a
Supervisor or Manager who does have the necessary authority.
(vi) Propose any
re-grading or employees under their control.
Senior Chargehands Job Description:
Definition:
A Senior Chargehand shall mean an employee appointed as such
who, in addition to performing the work of a Chargehand (see Chargehand Job
Description - (i) - (vi) shall have the addition duties of:
(i) Assisting in the
co-ordination of work flow across all areas of the Factory.
(ii) Assist in the
allocation of personnel to each area.
(iii) Perform such
duties as necessary in order to start the Factory’s operation in the morning
and stop it at the end of the final shift of the day.
(iv) Have the
responsibility of securing the Factory after the final shift or unlocking the
Factory at the start of the first shift and reporting any problems with
security to their Superior.
FRICTION MATERIALS
&c. (STATE) INDUSTRIAL COMMITTEE
Industries and Callings -
Employees engaged in or in connection with the
manufacture of brake linings, disc pads, clutch facings or other friction
materials for automotive or other industrial applications in the State,
excluding the County of Yancowinna.
excepting -
Engine-drivers and firemen, greasers, trimmers,
cleaners and pumpers engaged in or about the driving of engines, electrical and
oil-driven cranes (including mobile cranes), winch and motor drivers; Carters,
grooms, stablemen, yardmen and drivers of motor arid other power propelled
vehicles; and storemen and packers;
and excepting employees of -
The Council of the City of Sydney.
E.
A. R. BISHOP, Commissioner
____________________
Printed by the
authority of the Industrial Registrar.