BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(354)

SERIAL B9291

GLASS WORKERS (STATE) AWARD

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

Application by the Chamber of Manufactures of New South Wales, industrial organisation of employers, and other matters.

(Nos. IRC 3845 of 1997; 5687, 5711 and 5714 of 1999; and 1797 of 2000)

Before the Honourable Mr Justice Hungerford

30 May 2000

REVIEWED AWARD

PART A

ARRANGEMENT

PART A

Clause No. Subject Matter

1 Abandonment of Employment

2. Alternative Working Arrangements

3. Annual Leave

4. Annual Leave Loading

5. Anti-Discrimination

6. Apprentices

7. Area, Incidence and Duration

8. Award Modernisation

9. Bereavement Leave

10. Callout and Availability Allowance

11. Car Allowance

12. Casual Employment

13. Classification Structure

14. Compensation for Clothes and Tools

15. Construction Work

16. Contract of Employment

17. Country Work

18. Details of Wage Payment

19. Fares and Travelling Time

20. First Aid

21. General Conditions

22. Glass Carrying Vehicles

23. Holidays

24. Hours

25. Industry Meetings

26. Jury Service

27. Limitation of Employees and Training and Assessment of Skills

27A Training Agreement

28. Long Service Leave

29. Meal Allowance

30. Meal Time

31. Misconduct

32. Notice Board

33. Overtime

34. Part-time Employment

35. Payment of Wages

36. Personal Carer's Leave

37. Picnic Day

38. Redundancy

39. Right of Entry

40. Saturday, Sunday and Holiday Rates of Pay

41. Settlement of Disputes

42. Shift Work Allowance for Shift Workers

43. Shiftworkers

44. Sick Leave

45. Stand Down

46. Structural Efficiency

47. Superannuation

48. Time and Wages Record

49. Tool Allowance

50. Union Delegate

51. Wages

Notes included in this Award do not form part of this Award.

PART B

MONETARY RATES

Table 1 ‑Wage Rates

Table 2 ‑ Other Rates and Allowances

Appendix 1 ‑ Classification Conversions

1. Abandonment of Employment

(1) The absence of an employee from work for a continuous period exceeding three working days without the consent of the employer or without notification to the employer shall be prima facie evidence that the employee has abandoned their employment.

(2) The employer will following any unauthorised absence of three or more days) send a letter by registered mail to the last known address of the employee requesting they contact their employer to attempt to satisfy the employer that they have been absent for a reasonable cause. The letter shall state that failure to respond within ten days of the date of the registered letter being sent will result termination of the contract of employment.

(3) Provided that if within a period of fourteen days from the employee's last attendance at work or the date of their last absence in respect of which notification has been given or consent has been granted an employee has failed to respond to the registered letter or has not established to the satisfaction of the employer that they were absent for reasonable cause, the employee shall be deemed to have abandoned their employment and the contract of employment shall be terminated.

(4) Termination of employment by abandonment in accordance with this clause shall operate from the date of the last attendance at work or the last days absence in respect of which consent was granted, or the date of the: last absence in respect of which notification was given to the employer, whichever is the later.

2. Alternative working Arrangements

(1) By due consultation between the employer and the employees, the ordinary hours of work may be altered from those allowed under clause 24, Hours, clause 33, Overtime, or clause 30, Meal Time, of this award, to suit the needs of a particular enterprise, division or section, subject to:

(a) the agreement of at least 60 per cent of the employees at the affected enterprise, factory or location; and

(b) no employee experiencing a loss of ordinary-time pay or status as a result of the alternative arrangement.

(2) Such an agreement shall, where there is an inconsistency with any term of the above mentioned clauses, prevail over the clause or clauses to the extent of the inconsistency.

(3) Such an agreement to be reached with, due consultation with the Union and notification being provided to the Union.

3. Annual Leave

(1) For annual leave provisions, see Annual Holidays Act 1944 ("the Act").

(2) Notwithstanding the provisions contained in the Act, all annual leave shall be taken at a time mutually agreed upon by the employer and the employee.

(3) Subject to the Act, an employee may with the consent of the employer take multiple periods of short term annual leave.

4. Annual Leave Loading

(1) In this clause the Annual Holidays Act 1944 is referred to as "the Act.

Entitlement

(2)

(a) Subject to subclause (3) of this, clause, in addition to the payments prescribed by the Act an employee shall receive during a period of annual leave a loading of 17 1/2 per cent calculated on the appropriate weekly award rate prescribed by clause 51, Wages, of this award, for the classification in which the employee was employed immediately before commencing his/her annual leave, and where appropriate the allowance prescribed by clause 20, First Aid, of this award.

(b) Other allowances, penalty or disability rates, commissions, incentive payments, bonuses, overtime rates or any other payments prescribed by this award shall not be included in the calculation as per paragraph (a) of this subclause.

Leave in Advance

(3) No loading is payable to an employee for annual leave taken in advance. Where the employee continues employment until, the day when the employee would have become entitled under the Act to annual leave, the loading becomes payable in respect of the period of such leave already taken. The loading is calculated in accordance with subclause (2) of this clause, applying the appropriate weekly award rate applicable at the time the loading is payable.

Annual Close-down

(4) The loading prescribed by this clause shall also apply to any period for which leave payments are made during an annual close-down as per the Act. It shall not apply to a period of leave without pay during an annual close-down as per the Act.

Payment on Termination, Retrenchment

(5) The loading prescribed by this clause is payable on annual leave the employee has become entitled to but not taken when termination of employment is by the employer for any reason other than misconduct.

Where the employee is retrenched the loading is also payable on any pro rata annual leave the employee is entitled to pursuant to the Act.

Shift Workers

(6) The loading prescribed by this clause also applies to an employee who takes annual leave and who would have worked as a shift worker if leave had not been taken. Where the amount to which the employee working rostered shifts would have been identified by way of shift work allowances, and weekend penalty rates, prescribed by clause 42, Shift Work Allowance for Shift Workers, of this award (not including time on a public or special holiday), during the period of the holiday exceeds the loading calculated in accordance with the clause then that amount shall be paid to the employee in lieu of the loading.

5. Anti-Discrimination

(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 and age.

(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.

(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 5 6(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.

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".

6. Apprentices

(1) Subject to the direction of the Vocational Training Board of NSW the proportion of apprentices or adult apprentices to a Level 5 tradesperson shall be no greater than one apprentice to every two or fraction of two tradespersons.

The proportion is calculated on the average number of tradespersons employed for the preceding six calendar months and includes an employer working in the trade.

(2) Should an employer take on an apprentice who is 18 years or older then they shall be classified as an adult apprentice and will not be required to be supervised by a tradesperson after the first year of the apprenticeship.

(3) After an apprentice has completed three years of training an employer shall be entitled to an additional apprentice.

(4) No probationer or junior apprentice under the age of eighteen years or with less than 12 months experience shall carry out any work away from the employer's premises unless accompanied by a tradesperson.

(5) No employee shall use a swing scaffold unless they have been trained in the use thereof and demonstrated their competency at its safe use.

Time in Training

(6) Where, pursuant to a vocational training order, an apprentice is required to:

(a) attend a technical college for any class or course of instruction; or

(b) obtain instruction by correspondence or in some other specified manner;

the employer shall allow the absence of the apprentice for such time as is necessary, during ordinary working hours to attend or take full advantage of that instruction, as the case may require. Such time taken absent shall be deemed to be:

(d) time worked for the purposes of calculating wages and entitlements under this award.

(c) Time spent travelling to and from a college is not considered to be time worked for the purposes of calculating wages and entitlements under this award if the college is located within the same city as the apprentice's place of employment.

(f) No compensation for travel expenses are payable for travel to and from a college located within the same city as the apprentice's place of employment.

7. Area Incidence and Duration

(1) This award rescinds and replaces the:

(a) Glass Workers' (State) Award, published 30 November 1983 and reprinted 14 August 1985 and further reprinted 10 January 1992 (267 I.G. 3), as varied;

(b) Glass Workers' 1992 Expense Related Allowances (State) Award published 29 September 1995 (288 I.G. 291), as varied;

(d) Glass Workers' 1996 Wages Adjustment (State) Award published 18 April 1997 (297 (1G 1096), as varied.

(2) This award shall apply to glass workers other than glass cutters in retail shops, in the State, excluding the County of Yancowinna, within the jurisdiction of the Glass Workers (State) Industrial Committee.

(3) This award takes effect from the beginning of the first pay period to commence on or after 30 May 2000 and shall remain in force thereafter for a period of three years.

8. Award Modernisation

(1) The parties remain committed to modernising the terms of this award so that it provides for more flexible working arrangements, improves the quality of working life, enhances skills and job satisfaction and assists positively in the restructuring process.

(2) The parties recommit themselves to the following principles as part of the structural efficiency process and have agreed to participate in a testing process in accordance with the provisions of this clause:

(a) acceptance in principle that the new award skill level definitions will be more suitable for the needs of the industry, more truly reflective of skill levels and tasks required and generally more broadly based, incorporating the ability for an employee to perform a wider range of duties where appropriate;

(b) the parties will create a genuine career path for employees which allows advancement based on industry accreditation and access to training;

(c) co-operation in the transition from the old structure to the new structure in an orderly manner without creating false expectations or disputation.

(3) The parties agree that the working party will continue to meet with the aim of modernising the award.

9. Bereavement Leave

(1) An employee, other than a casual employee, shall be entitled to up to two days bereavement leave without deduction of pay on each occasion of the death of a person prescribed in subclause (3) of this clause. An employee on weekly hiring shall be entitled to a maximum of three days leave without loss of pay, subject to the production of satisfactory evidence of the death of the employee's spouse, de facto spouse or child.

(2) 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.

(3) 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 subclause (1)(c)(2) of clause 36 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. An employee on weekly hiring who is entitled to bereavement leave without loss of pay subject to the production of satisfactory evidence of death of the employee's spouse, de facto spouse, child, father, mother, brother, sister, mother-in-law, father-in-law, grandparent and grandchild, shall by agreement with the employer be entitled to a further five working days without pay and the employer's consent shall not be unreasonably withheld.

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.

(5) Bereavement leave may be taken in conjunction with other leave available under subclauses (2), (3), (4), (5) and (6) of clause 36. In determining such a request the employer will give consideration to the circumstances of the employee and the reasonable operational requirements of the business.

10. Call-Out and Availability Allowance

(1) Call-out

(a) An employee recalled to work overtime after leaving the employer's business premises (whether notified before or after leaving the premises) shall be paid for a minimum of four hours' work at the appropriate overtime rate for each time the employee is so recalled. The employee shall receive such payment provided that, except in the case of unforeseen circumstances arising, the employee shall not be required to work the full four hours if the job the employee was recalled to perform is completed within a shorter period.

(b) If an employee is required to attend to any additional job within the four hour period of recall and is advised of such requirement prior to returning home there is no additional callout payment required.

(c) If an employee is recalled to duty after having completed work on the job or jobs for which they were called out and is on the way home that next callout shall be paid as a new callout.

(d) This subclause shall not apply in cases where it is customary for an employee to return to the employer's premises to perform a specific job outside the employee's ordinary working hours, or where the overtime is continuous (subject to a reasonable meal break) with the completion or commencement of ordinary working time.

(2) Availability Allowance

Subject to any custom now in existence under which an employee is required regularly to make themselves available for call back, an employee required to make himself or herself available to work after ordinary hours shall, until released, be paid an availability allowance as set out in Item 1(i), of Table 2, per day for each day that the employee is available and is not called out during that period where the employee is retained; provided that the employee called out under the provisions of this subclause shall be paid for a minimum of three hours at the rate of double time for each time the employee is so recalled; provided further that an employee who is so recalled under the: provisions of this subclause shall not be entitled to the availability allowance. Employees in receipt of an availability allowance shall not be required to remain at all times at their place of residence provided that:

(a) they can be contacted easily (e.g. on a telephone or pager);

(b) the employer or the employer's' representative is advised where the employee can be contacted; and

(c) if an employee on an availability roster wishes to interchange on any day or night with another suitable employee on the roster the employee may do so provided that the employer is notified in reasonable time, preferably before normal finishing time. An employee shall be dis-entitled from the availability allowance and future rostering if the employee fails to satisfy the above requirements or if the employee fails to attend without reasonable cause call back requirements of the employer.

The above mentioned amount shall be adjusted from time to time, consequent upon State Wage Case decisions.

(3) Automotive Glass Fitting

The provisions of subclauses (1) and (2) of this clause shall not apply in the case of after hours automotive glass fitting. In such cases the amount set by Item 1(ii) of Table 2 shall be paid for each call out that occurs between Monday and Friday outside the ordinary hours specified in clause 24, Hours, of this award; provided that employees called out on Saturdays, Sundays and public holidays shall be paid the amounts set by Items 1 (iii) and 1(iv) (respectively) of Table 2, for each call out. The above mentioned amounts shall be adjusted, from time to time, consequent upon State Wage Case decisions.

11. Car Allowance

When an employee is required by the employer to use the employee's own vehicle, the employee shall be paid a minimum amount per kilometre as set by Item 9 of Table 2.

12. Casual Employment

(1) Employees may be employed on a casual basis for a period of not more than 60 days in any 12 month period from the date of first, engagement.

(2) A casual employee is engaged and paid by the hour. A casual employee may be terminated by one hour's notice on either side or the payment or forfeiture of an hour's pay. A casual employee shall be engaged for a minimum of four hours on each day started.

(3) A casual employee shall be paid for each hour worked one thirty-eighth of the rate of pay prescribed by clause 51, Wages, of this award, for the class of work performed. This rate shall be multiplied by the loading factor shown below. (NOTATION: The loaded rate shown below includes an additional 1/12 of the ordinary time loaded rate to provide for the entitlement under subsection 4 (3) of the Annual Holidays Act 1944.)

Ordinary Time:	classification hourly rate x 1.3
Overtime
(1.5 x ordinary time)	classification hourly rate x 1.8
(2 x ordinary time)	classification hourly rate x 2.4
Worked public holiday	classification hourly rate x 3.1

(4) Casual employees shall not be entitled to public holidays prescribed by clause 23, Holidays, without loss of pay but shall be entitled to be paid as prescribed above for work performed on a public holiday.

13. Classification Structure

(1)

(a) New employees in the industry who are first classified at Level 1 will be required to undergo induction training of 13 weeks, by which time the employee shall be promoted to Level 2. During such period the employee shall work under supervision and be provided with properly structured and regulated training, including training in the properties of glass, safe working practices and the correct utilisation of personal protection equipment.

(b) Employees in each classification level shall be responsible for the consistent performance of tasks to acceptable standards of quality as appropriate with their level of training and experience. Employees may be required to maintain records associated with a given task at a standard appropriate to their level of training.

(c) Employees may be required to undertake training programs to attain the prescribed level of competence, to broaden the range of duties undertaken at their current classification level or for promotion to the next level (see Clause 27). Employees undertaking such training shall be paid at the rate applicable to their existing classification during the training period.

(2) Level 1

(a) Employees in this classification shall undergo an introduction to the glass trade and shall be receiving training in the simple tasks required in the workplace in order to progress to Level 2.

(b) An employee at this level will undertake up to thirty-eight hours of induction training which may include information about the company, conditions of employment, introduction to supervisors and fellow workers, training and career path opportunities, plant layout, work and documentation procedures, occupational health and safety, equal employment opportunity and quality control/assurance.

(c) An employee at this level performs routine duties essentially of a manual nature and, to the level of their training:

(1) performs work as directed;

(2) performs routine duties essentially of a manual and repetitive nature;

(3) is responsible for the quality of their own work, subject to direct supervision;

(4) works in a safe manner so as not to injure themselves or other employees;

(5) is able to solve basic problems associated with their work;

(6) whilst undertaking structured training performs work within the scope of that training, subject to safety and training requirements.

(d) Indicative of the tasks which an employee at this level may perform are the following:

(1) carry out general labouring and cleaning duties from written or verbal instructions;

(2) provide assistance to other employees at this or other skill levels within their level of skill and training;

(3) any other tasks as directed in accordance with their level of skill and training.

(3) Level 2

(a) An employee to be classified at this level, will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level. In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

(b) Employees at this level perform work above and beyond the skills of an employee at Level 1 and, to the level of their skill and training:

(1) perform work as directed;

(2) exercise limited discretion and utilise basic fault finding skills in the course of their work;

(3) work in a safe manner so as not to injure themselves or other employees;

(4) understand and undertake basic quality control/assurance procedures, subject to supervision;

(5) whilst undertaking structured training perform work within the scope of that training, subject to safety and training requirements.

(1) repetitive fixing of pre-made components or parts of any article in pre-determined ways, using basic written, spoken and/or diagrammatic instructions;

(2) repetition work on automatic, semi-automatic or single purpose machines or equipment, excluding automatic and semi-automatic glass cutting machines;

(3) uses selected hand tools and hand operated power tools;

(4) maintains simple records;

(5) manual handling skills;

(6) uses hand trolleys and pallet trucks;

(7) problem solving skills;

(8) identifying, locating and safely handling, various types, dimensions, and qualities of treated and untreated glass, frame materials, putties, mastics, and sealants;

(9) feeding and removing glass from any automatic, semi automatic or single purpose machine;

(10) grinding, polishing small simple shapes of glass, processing glass where a high standard of workmanship is not required;

(11) accurate measurement of glass, frames and other appropriate materials;

(12) loading, unloading and, conveying glass (treated or untreated) to and from cases, trucks, benches, pallets, stillages, bins, tables, process machinery, cages or racks by manual or mechanical means;

(13) cleaning and visual inspection of processed glass;

(14) fixing glass to frames with plastic or rubber strips or using silicone sealant (not outside a factory) where fitting or adjustment is not required;

(15) the use of hand and small power tools associated with tasks at this level (e.g. drill, hammer, pliers, screwdriver, files, spanner, stapler, nailgun, saws, grinders, sanders etc.);

(16) all other repetitious, processing and manual work not mentioned herein, which does not require setting up or adjustment of machinery.

(4) Level 3

(a) An employee to be classified at this level will have completed the required training or will have equivalent skills gained though work experience in accordance with the prescribed standard for this level. In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

(b) Employees at this level perform work above and beyond the skills of an employee at Level 2 and, to the level of their skill and training:

(1) perform work as directed;

(2) exercise limited discretion and utilise basic fault finding skills in the course of their work;

(3) work in a safe manner so as not to injure themselves or other employees;

(4) understand and undertake basic quality control/assurance procedures, subject to supervision;

(5) perform routine duties which may involve the use of machinery or tools;

(6) whilst undertaking structured training perform work within the scope of that training, subject to safety and training requirements.

(1) produces standard components operating machinery and equipment requiring the exercise of skill and knowledge beyond that of an employee at Level 2;

(2) ability to interpret and ;follow standard procedures;

(3) operates flexibly between assembly stations;

(4) receiving, despatching, distributing, sorting, checking, packing, documentation and recording of goods, materials and components;

(5) basic inventory control in the context of a production process,

(6) basic keyboard skills;

(7) operation of mobile equipment including forklifts, hand trolleys, pallet trucks, overhead crane and winch operation;

(8) ability to measure accurately;

(9) assists one or more tradespersons (i.e. level 5 and above);

(10) problem solving skills;

(11) marking out to templates of glass for cutting to shape, drilling, notching etc.;

(12) operation of machinery for glass drilling, finger slotting, countersinking, or sawing;

(13) cutting of glass in straight lines only to a maximum thickness of five millimetres;

(14) assembly of leadlights to predetermined patterns using precut glass;

(15) operating materials handling equipment including licensed crane driving and chasing, forklift driving, glass delivery vehicle driving (excluding crane mounted vehicle);

(16) despatching and receiving of materials including checking the quantities;

(17) making of cases to required measurements involving the use of power tools;

(18) assisting in the on the job training of other employees;

(19) shall be capable to load and unload and inspecting glass from a glass toughening/laminating plant, and who may be under direct supervision of a of a laminating/toughening plant operator of the plant whilst training

(5) Level 4

(a) An employee to be classified at this level will have' completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level. In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

(b) Employees at this level perform work above and beyond the skills of an employee at Level 3 and, to the level of their skill and training:

(1) perform work as directed;

(2) exercise discretion and utilise basic fault finding skills in the course of their work;

(3) work in a safe manner so as not to injure themselves or other employees;

(4) are responsible for the quality of their own work, subject to limited supervision;

(5) work from more complex standards and procedures;

(6) whilst undertaking structured training perform work within the scope of that training, subject to safety and training requirements.

(1) carries out tasks from basic plans, sketches and drawings in conjunction with appropriate written or verbal instructions;

(2) operates materials handling equipment requiring a licence or certificate;

(3) sets up and operates and adjusts machinery to produce more detailed component to exact specifications and standards;

(4) fixes components or parts in pre-determined ways and is able to undertake simple rectification work to jobs in progress;

(5) provides assistance to other employees at this and other skill levels within their level of skill and training;

(6) any other tasks as directed in accordance with their level of skill and training;

(7) ability to select suitable methods for completing tasks and plan the order in which to complete them;

(8) keyboard skills at a level higher than that of an employee at Level 3;

(9) lubrication of production machinery equipment;

(10) problem solving skills;

(11) setting out of glass to drawings for cutting to shape, drilling, notching etc;

(12) cutting of glass to simple shapes or in straight lines by manual or mechanical means to a maximum thickness of eleven millimetres;

(13) setup, shutdown and adjustment for production, or operation of machinery for glass cutting, edge grinding and polishing, bevelling and polishing, silk-screening;

(14) glazing, fixing and fitting performed within a factory of glass to a maximum thickness of eleven millimetres including mirrors, lead-lights, and shower-screens by the use of putties, mastic, sealants, tapes, or other methods;

(15) manual grinding, polishing simple shapes of glass, processing glass where a high standard of workmanship is required;

(16) examination of raw or finished product to predetermined standards and tolerances including the use of statistical quality control techniques with the capacity to accept or reject only where no discretion is involved;

(17) driving and operating crane mounted trucks;

(18) assisting in the on the job training of other employees.

(6) Level 5

(a) An employee to be classified at this level shall:

(1) have achieved competency at the trade level by completing a Flat Glass Apprenticeship and received Proficiency papers, or have passed a trade accreditation test and will hold a Trade Certificate, or Tradesperson's Rights Certificate; or

(2) have completed the required training or have gained equivalent skills through work experience in accordance with the prescribed standards for this level; or

(3) employees who, at the time of the making of this award, were employed by their current employer in the classification of Cutter/Glazier/Flat Glass Tradesperson Grade 1 or 2.

(b) In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

(c) Employees at this level perform work above and beyond the skills of an employee at Level 4 and to the level of their skill and training:

(1) understand and apply quality control techniques;

(2) are able to inspect products and/or materials for conformity with established operational standards;

(3) exercise good interpersonal communication skills;

(4) exercise discretion and utilise basic fault finding skills in the course of their work;

(5) work in a safe manner so as not to injure themselves or other employees;

(6) perform work under limited supervision either individually or in a team environment;

(7) conduct training in conjunction with a skilled trainer as required;

(8) whilst undertaking structured training perform work within the scope of that training, subject to safety and training requirements.

(d) Indicative of the tasks which an employee at this level may perform without direct supervision are the following:

(1) carries out tasks from basic plans, sketches and drawings in conjunction with appropriate written or verbal instructions;

(2) selects materials and operates machinery and/or equipment to produce articles in accordance with trade standards;

(3) identifies and initiates relevant action to obtain materials, tools and machinery requirements for a particular job;

(4) maintenance and use of hand held pneumatic, power and personal tools;

(5) understands and undertakes basic quality control/assurance procedures on the work of employees in lower classifications;

(6) assists in the provision of on‑the‑job training in conjunction with other tradespersons and supervisors;

(7) exercises keyboard skills at a level higher than Level 4;

(8) operates all lifting equipment incidental to his/her work;

(9) performs non‑trade tasks incidental to his/her work;

(10) performs work which, while primarily involving the skills of an employee's trade, is incidental or peripheral to the primary task and facilitates the completion of the whole task. Such incidental or peripheral work would not require additional formal technical training;

(11) approves and passes first‑off samples and maintains quality of product;

(12) operates, sets up and adjusts all production machinery in a plant to the extent of his/her training including glass toughening and glass bending machinery;

(13) can perform a range of maintenance functions;

(14) understands and applies computer techniques as they relate to production process operations;

(15) high level of stores and inventory responsibility beyond the requirements of an employee at Level 4;

(16) any other tasks as directed in accordance with their level of skill and training.

(17) accurately undertake all types of measurement required for the trade

(18) read detailed plans and setout of detailed work;

(19) cutting of all types of glass to all types of shapes for all purposes of the trade.

(20) undertake all types of glazing fixing and fitting of glass and frames;

(21) the processing of all types of glass to produce all types of edgework, bevelling, drilling, used in the trade by use of automatic or manual equipment including the care and maintenance and setting of the appropriate machines and tools;

(22) the design and production of stained glass and lead-lights;

(23) assisting in the on the job training of other employees;

(24) obscuring and/or decorating of glass by the use of sand blasts or acid, including the preparation of designs;

(25) bending glass, designing moulds from templates or drawings, fixing the mould or moulds in the bending kilns ready for the bending, arranging and fixing all firing and annealing schedules for various thickness and compositions of glass, controlling and regulating kilns or the temperature until the bending and annealing of the glass is complete;

(26) the removal of blemishes by means of a machine fitted with a felt wheel or wheels in preparation for silvering.

(7) Level 6

(a) Employees at this level shall have achieved competency beyond the trade level and have completed appropriate training and shall perform the range of trade and post trade work consistent with their level of training.

(b) An employee to be classified at this level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

(c) Employees at this level perform work above and beyond the skills of an employee at Level 5 and, to the level of their skill and training:

(1) perform work under general supervision either individually or in a team environment. Are able to examine, evaluate and develop solutions to problems within the scope of this level;

(2) understand and implement quality control techniques and are responsible for the quality of their work and are able to identify faults in the work of others at this or lower levels;

(3) exercise discretion and utilise fault finding skills in the course of their work;

(4) work in a safe manner so as not to injure themselves or other employees. Are able to identify hazards and unsafe work practices which may affect others in the team environment;

(5) exercise good interpersonal skills;

(6) provide guidance and assistance as part of a work team;

(7) whilst undertaking structured training perform work within the scope of that training, subject to safety and training requirements.

(d) Indicative of the tasks which an employee at this level may perform without direct supervision are the following:

(1) reads, interprets and calculates information from production drawings, prints or plans;

(2) assists in the provision of on-the-job training in conjunction with other tradespersons and supervisors;

(3) exercises trades skills relevant to the requirements of the enterprise at a level higher than an employee at Level 5;

(4) operates a wide range of complex machines or equipment in the workplace;

(5) ability to apply relevant legislation to work of self and others;

(6) any other tasks as directed in accordance with their level of skill and training.

(8) Level 7

(a) An employee to be classified at this level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level. In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

(b) Employees at this level perform work above and beyond the skills of an employee at Level 6, and to the level of their skill and training:

(1) exercise the skills attained through satisfactory completion of the training and standard prescribed for this classification;

(2) provide guidance and assistance as part of a work team;

(3) assist in the provision of training in conjunction with supervisors and trainers;

(4) understand and implement quality control techniques and are responsible for the quality of their work and are able to identify faults in the work of others at this or lower levels;

(5) work in a safe manner so as not to injure themselves or other employees. Are able to identify hazards and unsafe works practices which may affect others in the team environment;

(6) exercise excellent interpersonal skills;

(7) perform work under limited supervision either individually or in a team, environment;

(8) exercise discretion within their level of training.

(1) exercises high precision trade skills using various materials and/or specialised techniques;

(2) performs complex operations on a computer terminal in the performance of designing products or equipment or estimating costs.

14. Compensation for Clothes and Tools

(1) An employee whose clothes, spectacles, hearing aids or tools have been accidentally spoilt by acid, sulphur or other deleterious substances, shall be paid such amount to cover the loss thereby suffered by the employee as may be agreed upon between the employee and the employer, or, in default of agreement, as may be fixed by the appropriate conciliation committee. The provisions of this subclause will not apply to company issued protective clothing where the company will have the option of immediate replacement.

(2) An employee shall be reimbursed by the employer to a maximum amount set by Item 7 of Table 2 for loss of tools and clothing by fire or theft whilst securely stored at the employer's directions in a designated area on the employer's premises. Reimbursement shall be at the current replacement value of new tools of same or comparable quality. The employer may elect to provide comparable goods in lieu of monetary reimbursement.

It is agreed that the employee shall report any theft to the police prior to making a claim on the employer for the replacement of stolen goods.

(3) Where an employer requires an employee to wear spectacles fitted with safety/toughened glass lenses the employer will reimburse the employee for the cost of the toughening process only.

15. Construction Work

(1) Any employee working on the site of construction work shall, for all purposes of this award be paid an amount set out in Item 3(i) of Table 2 per day calculated at the rate set out in Item 3(ii) of Table 2 per week as an industry allowance.

(2) Definition of construction work: Construction work shall mean all work performed under this award in connection with the erection, repair, renovation, maintenance, or ornamentation or demolition of buildings or structures, including additions and/or alterations.

16. Contract of Employment

(1) Employees shall be engaged on a full-time, part-time or casual basis. In this award, full-time employees are referred to as weekly employees.

(2) Weekly Employment

(a) Except as elsewhere provided in this award, employment shall be weekly and terminated by one week's notice on either side or by the payment or forfeiture of one week's wages. Provided that for the first thirteen weeks employment shall be on a probationary basis terminable by one day's notice on either side or the payment or forfeiture of one day's pay.

(b) Any employee who is to be terminated due to slackness of trade shall be given notice as to the termination date as soon as possible. The union shall be advised by the employer when such notice is effected.

(3) Notice while absent

(a) No employee shall give, or be given notice while absent from work on account of:

(1) annual leave in accordance with clause 3 Annual Leave;

(2) paid sick leave in accordance with clause 44, Sick Leave;

(3) jury service in accordance with clause 26, Jury Service;

(4) bereavement leave in accordance with clause 9, Bereavement Leave.

17 Country Work

(1) An employee who is sent from that employee's usual area to another and who is required to remain away from home shall be paid travelling time at ordinary time rates except on a Saturday, Sunday or holiday when travelling time shall be paid at the rate prescribed for work on that day.

(2) Expenses for the purpose of this clause shall mean:

(a) All fares reasonable incurred. Bus and train travel shall be first class. Where night travel is involved a first class sleeping berth shall be provided where available. Air travel may be at economy class.

(b) Reasonable expenses actually incurred whilst travelling including the amount set out in Item 6(i) of Table 2 for each meal taken.

(c) The cost of hotel or motel accommodation. Where such accommodation is not available - the amount set out in Item 6(ii), of Table 2, per day.

(d) Away from home allowance of the amount set out in Item 6(iii) of Table 2 per day shall be paid.

(e) An employee on distant work may, after one month's continuous service and thereafter at monthly intervals, return home at a weekend and shall be paid the fares reasonably incurred by the quickest available means of public transport including air travel. Fares may include taxis to and from stations, bus terminals or airports when the use of taxis is justified in so travelling to home and to the place of work.

(3) If the distant work upon which the employee is engaged will be completed within twenty-eight days after the expiration of any such period of three months, as herein before mentioned, then the provisions of this subclause shall not be applicable.

18. Details of Wage Payment

(1) Details of wage payments to each employee shall be provided on the pay envelope or in a statement at the time of payment as required in accordance with section 123 and regulation 6 of the NSW Industrial Relations Act 1996, as varied from time to time.

The explanatory note below does not form part of the award.

NOTE: The type of records necessary are:

(i) the name of the employee;

(ii) the award classification of (he employee;

(iii) the date of payment;

(iv) the period covered by such payment;

(v) the gross amount of remuneration (including overtime and other payments);

(vi) the amount paid as overtime or such information as will enable the employee to calculate the amount paid as overtime;

(vii) the amount deducted for taxation purposes;

(viii) the amount deducted as employee contributions for superannuation purposes;

(ix) the particulars of all other deductions;

(x) the net amount paid;

(xi) payments due on termination, including payment for annual leave, rostered day off accumulation and public holidays.

19. Fares and Travelling Time

(1) An employee's usual travelling pattern shall be from the employee's home to the accustomed work shop or depot and return.

(2) The usual travelling cost of an employee shall be, based on public transport, costs usually incurred by the employee travelling between home and the accustomed work shop or depot and return.

(3) Where the employer directs the employee to commence work at the usual starting time at a location other than the accustomed work shop or depot, the employee shall be paid by the employer for both time and cost in excess to that usually incurred as follows:

(a) for the first hour each way at ordinary time rates;

(b) thereafter at overtime rates;

(c) where the employer request the employee to use personal transport then a car allowance shall be paid as provided in clause 11, Car Allowance, of this award in lieu of fares;

(d) no fares shall be payable to an employee where the employer provides transport free of cost.

20. First Aid

(1) A first-aid kit, such as is required by the law of New South Wales, shall be maintained in an accessible area at each place where work is being performed and shall be provided and maintained by the employer on each job.

(a) At places of work where not more than 6 persons are employed the first-aid outfit shall be equipped and maintained to contain at least the items required by the Occupational Health & Safety legislation.

(b) At places of work where more than six persons are employed the first-aid outfit shall be equipped and maintained to contain at least the items required by the Occupational Health & Safety legislation.

(c) An employee found to be unlawfully removing equipment from first-aid outfits referred to in paragraphs (a) and (b) of this subclause shall be subject to instant dismissal.

(2) Every employer respondent to this award shall appoint at least one competent person to be in charge of first‑aid on each day or shift.

(3) If any such person with a current St. John Ambulance Certificate or recognised equivalent so appointed in accordance with subclause (2) of this clause is employed under the terms of this award the employer shall pay to the employee a minimum amount per day extra as set by Item 10 of Table 2, in addition to all other payments due to the employee under this award.

(4) The name of each person or persons in charge of first aid on each shift shall be clearly displayed on the notice board in the establishment.

(5) Each employer shall provide a portable first aid kit for employees outside the employer's premises.

(6) It shall be a defence to a prosecution for breach of subclause (2) of this clause if the employer can show that the employer has taken all reasonable steps to obtain a competent person in first-aid including regular advertising for such person and approaching existing employees to train as first-aid attendants in the employer's time. Ordinary rates of pay shall apply, however, if the employee attends a first-aid lecture course outside the employee's ordinary working hours.

21. General Conditions

(1) Work at Height:

(a) Any employee who is required to carry glass up a ladder to a height of six metres, or more shall be paid the amount set out in Item 11(i) of Table 2 per day or part thereof in addition to the employee's ordinary rate of pay.

(b) Any employee who is required to work above six metres from ground level on the exterior or any building or structure from scaffold or swing stage, shall be paid as follows per day or part thereof:

(1) Up to an including the 10th Floor level Item 11(ii) of Table 2

(2) From the 11th to the 20th level Item 11(iii) of Table 2

(3) Above the 20th level Item 11(iv) of Table2

(c) In addition any employee who is engaged in glazing and/or fixing any glass on the exterior wall of any building at a height of six metres or more from the ground floor level, shall be paid an amount set by Item 11(v) of Table 2 per day or part thereof.

(d) When employees are required to work on a Monitor or saw-tooth roof which is six metres or more from ground level the rate shall be as set out in Item 11(vi) of Table 2 per day or part thereof for such work performed whether inside or outside the roof.

(e) In lieu of the payments prescribed for work from a swing scaffold by subclause (ii) of this clause, an employee required to work on the exterior of any single storey building or structure above the height of six metres shall be paid the following additional payments per day or part thereof:

(1) Up to and including thirty metres Item 11(vii) of Table 2

(2) Over thirty metres and up to sixty metres Item 11(viii) of Table 2

(3) Over sixty metres Item 11(ix) of Table 2

(2) Multi-Storey Allowance - as defined:

(a) Eligibility: A multi-store allowance shall be paid to all employees on site engaged in the construction of a multi-storey building as defined herein, to compensate for the disabilities experienced in, and which are peculiar to the construction of a multi-storey building.

(b) Definition of a Multi-Storey Building: For the purposes of this award, a multi-storey building is a building which will, when complete, consist of five or more storey levels. For the purposes of this clause, a storey level means structurally completed floor, wall, pillars or columns, and ceiling (not being false ceilings) of a building, and shall include basement levels and mezzanine or similar levels (but excluding "half floors" such as toilet blocks or storerooms located between floors).

(1) From commencement to 15th floor Item 12(i) of Table 2

(2) From 16th to 30th floor level Item 12(ii) of Table 2

(3) From 31st to 45th floor level Item 12(iii) of Table 2

(4) From 46th to 60th floor level Item 12(iv) of Table 2

(5) From 61st floor level onwards Item 12(v) of Table 2

(6) The allowance payable at the highest point of the building shall continue until completion of the building.

(3) General:

(a) Warm water will be made available in washing tubs and machines requiring water where the water from the said machine is likely to come into contact with the operator. In machines where cold water is required as a cooling medium and will not come into contact with the operator then warm water will not be required. The provision to apply during the months between 1 April and 31 August inclusive.

(b) All employees excepting shift workers shall be allowed five minutes before the usual finishing times each day to wash their hands. Employees working bevelling, grinding, sandblasting and/or polishing machines where rouge or carborundum is used shall be allowed ten minutes.

(c) The employer shall provide suitable soap and hand washing facilities which shall consist of hot and cold water at hand basins and drying facilities.

(d) Dirty Work - Where the foreperson and an employee agree the required work is of an unusually dirty or offensive nature the employee shall be paid an extra amount as set out in Item 13(i) of Table 2 per hour or part thereof. If there is disagreement between the employee (or representative) and the foreperson, the employer shall respond within two ordinary working days or the allowance shall be paid.

(e) Insulation - An employer handling insulwool, slag wool or another recognised insulating material of a like nature, or who is working in the immediate vicinity so as to be affected by its use, shall be paid an extra amount as set out in Item 13(ii) of Table 2 per hour or part thereof.

(f) Hot Work - An employee working in a place where the temperature has been raised by artificial means to between 46 degrees and 54 degrees Celsius shall be paid an extra amount as set out in Item 13(iii) of Table 2 per hour and where the temperature exceeds 54 degrees Celsius an extra amount as set out in Item 13(iii) of Table 2 per hour or part thereof. Where such work continues for more than two hours the employee shall be entitled to 20 minutes rest after every two hours work without loss of pay, not including the special rate provided by this subclause.

(g) Cold Work - An employee working in a place where the temperature is lowered by artificial means to less than 0 degrees Celsius shall be paid an extra amount as set out in Item 13(iv) of Table 2 per hour or part thereof. Where such work continues for more than two hours the employee shall be entitled to 20 minutes rest after every two hours work without loss of pay, not including the special rate provided by this subclause.

(h) Confined Space - An employee required to work in a confined space shall be paid an extra amount as set out in Item 13(v) of Table 2 per hour or part thereof. ("Confined Space" means a place the dimensions or nature of which necessitate working in a cramped position or without sufficient ventilation).

(i) Wet Work - An employee working in other than Bevelling Departments where water is continually dripping on the employee so that clothing and boots become wet, or where there is water underfoot, shall be paid an amount set out in Item 13(vi) of Table 2 per hour or part thereof whilst so engaged.

(j) Fumes - An employee required to work in a place where fumes of sulphur or other acid or other offensive fumes are present shall be paid such rates or other offensive fumes are present shall be paid such rates as are agreed upon by the Union and the employer. Any special rate so fixed shall apply from the date the employer is advised of the claim and thereafter shall be paid as and when the fume conditions occur.

(k) Rates not Cumulative - Where more than one of the above rates provided payment for disabilities of substantially the same nature then only the highest of such rates shall be payable. Provided that should a site allowance be applicable on a particular site then such site allowance shall be in substitution for all special rates contained in this clause other than those specified in the site agreement.

(l) Protective Clothing and Equipment -

(1) After two months service with an employer, an employee on weekly hire shall be entitled on request to two sets of protective clothing per year free of cost. An employee who leaves the employer within three months of commencement (unless through no fault of the employee) shall, upon termination, pay to the employer the full price of the clothing issued and the employer may deduct the amount due from wages owing to the employee.

Provided that in any factory environment the employer may determine that shorts are not appropriate protective clothing.

An employer may elect to issue protective clothing on an annual basis. The issue shall be made during the months of August and September.

(2) All employees excepting those employees engaged in edge grinding areas shall be provided with industrial safety footwear. All footwear covered in this sub-paragraph will be as defined by the relevant Australian Standard for industrial footwear and shall be supplied to all employees at no cost.

(a) Employees engaged in glass edge grinding shall be provided with protective clothing including waterproof aprons (limited to one apron per employee per year) and suitable waterproof safety footwear.

(b) Employees engaged in glass cutting shall be provided with wrist gauntlets and aprons.

(d) Employees engaged in glass cutting and glazing shall be supplied with protective glasses and approved gloves upon request.

Employees engaged on construction sites and/or in work situations performed outside the factory environment shall be supplied jackets once every two years or earlier, if damaged. Such jackets will be issued within 6 weeks of commencement of employment. Any employee who leaves the employer within 3 months of commencement shall upon termination pay to the employer the full price of the jacket and the employer may deduct the amount due from wages owing to the employee.

(3) Where protective clothing and/or equipment has been issued the employee shall wear such protective clothing and/or equipment where it is appropriate to do so.

(m) Collecting Moneys - An employee required to collect cash payment on behalf of the employer upon delivering of glass shall be paid an amount as set out in Item 14 of Table 2 per week. "Cash" does not include cheques and credit card receipts.

An employee in receipt of this allowance shall be responsible for moneys so collected. If, due to the employee's negligence, there is a discrepancy between the money so collected and the amount paid to the company the short fall shall be made good by the employee. Proof of reasonable care shall lie with the employee.

22. Glass Carrying Vehicles

Any vehicle licensed to seat six persons, and which is purchased for the carriage of glass, shall be equipped with air-conditioning in all cabins.

23. Holidays

(1) The following day or days upon which they are observed shall be holidays, and if falling in an employee's ordinary time, shall be paid for even though not worked:

New Year's Day, Anzac Day, Australia Day, Good Friday, Easter Monday, Queens Birthday, Eight Hour Day, Christmas Day, Boxing Day and any other day which may be proclaimed as a public holiday throughout the State.

(2) An employee with not less than one month's continuous service who is terminated by the employer, for any reason except wilful misconduct, within fourteen days of an award holiday shall be paid an ordinary day's pay for each paid holiday the employee would have received had employment continued during such period.

(3) An employee shall not be entitled to receive payment more than once for the same holiday.

(4) When an employee is absent from employment on the working day before or after a public holiday without reasonable excuse or without the employer's consent, the employee shall not be entitled to payment for such holiday.

Without limiting the word "reasonable" it shall include absences in accordance with any of the provisions of this award.

24. Hours

(1) Except as elsewhere provided ordinary hours shall be thirty-eight (38) per week or an average of 38 per week. Ordinary hours of work shall not exceed eight hours on any day, except in accordance with clause 24(4)(b).

Day Workers

(2) The ordinary hours of work shall be agreed between the employer and the majority of employees.

(3) Day work shall be worked continuously, except for meal breaks, on not more than five days in any week Monday to Friday inclusive between the hours of 5 a.m. and 6 p.m.

(4) By agreement between the employer and a majority of employees the 38‑ hour week may be worked in accordance with one of the following:

(a) an eight-hour day with 6 hours worked on the remaining day; or

(b) as a flexitime arrangement of an eight and one-half-hour day with 4 hours worked on the remaining day; or

(c) averaged over a four-week cycle worked as an eight-hour day with 0.4 hour each day accruing as an entitlement to take as a rostered day off on the 20th day or such other day as may be rostered. Employees may be rostered off on various days within the cycle or all on the one day within the cycle.

Daily Accrual

(5) An employee on leave of absence in accordance with clause 23, Holidays; clause 37, Picnic Day; clause 3, Annual Leave; clause 44, Sick Leave; clause 26, Jury Service; clause 9, Bereavement Leave; clause 28, Long Service Leave; clause 25, Industry Meetings; or Clause 36, Personal Carer's Leave of this award shall be regarded as having worked the day or days concerned within the cycle for the purposes of accrual.

(6) An employee on leave of absence on workers compensation within one cycle shall be regarded as having worked the day or days concerned within that cycle for the purposes of accrual.

(7) An employee on leave of absence on workers compensation which extends beyond one cycle shall not be regarded as having worked the day or days concerned beyond that cycle for the purposes of accrual.

Rostered Days Off

(8) An employee and the employer may agree to take or to postpone a rostered day off at any time.

(9) An employee and the employer may agree to accrue up to a maximum of 5 rostered days off for the purpose of creating a bank to be drawn upon at a‑mutually agreeable time.

(10) Where the accrued rostered day off falls on a public holiday as prescribed in clause 23, Holidays, of this award the next working day shall be taken in lieu of the rostered day off unless an alternative day in that cycle or the next is agreed in writing between the employer and the employees concerned.

(11) An employee who has not worked a complete cycle shall receive pro rata accrued entitlements for each day worked or regarded as having been worked in the cycle. Pro rata entitlements shall be paid on termination of employment.

(12) The day scheduled for an accrued rostered day off may be worked where it is required by the employer and such work is necessary to allow other employees to be employed productively or to carry out-of-hours maintenance or because of unforeseen delays to a particular project or section of it or for other reasons arising from unforeseen or emergency circumstances on a project.

25. Industry Meetings

Meeting of Employees

(1) Where the union calls a meeting of all employees in a particular location to discuss a change of significance to the award and such meeting is to be held during ordinary working hours, then employees attending the meeting shall do so without loss of ordinary pay subject to the following:

(a) The time and date of the meeting shall be discussed between the union and the industrial unions of employers, party to this award.

(b) The meeting shall be held between Monday to Friday, inclusive.

(c) Where such a meeting is held in the forenoon employees shall resume normal work immediately after the meeting and not later than normal resumption time after the midday meal period.

(d) An employer shall not be liable to pay an employee for more than two such meetings in any one year, nor for more than three hours ordinary time in respect of each meeting.

(e) An employee shall establish to the satisfaction of the employer that the employee attended the meeting. For the purposes of this subclause an attendance sheet or record with the employee's name clearly printed and signed by the employee and stamped and dated by the union will be satisfactory compliance.

26. Jury Service

(1) An employee engaged upon day shift or day work required to attend for jury service during the employee's ordinary workings hours shall be reimbursed by the company an amount equal to the difference between the amount paid in respect of the employee's attendance for such jury service and the amount of wage the employee would have received in respect of the ordinary time the employee would have worked had the employee not been on such jury service.

(2) An employee engaged upon afternoon shift and required to attend for jury service shall not be required to attend for duty upon any day during which the employee is required to attend for jury service beyond 1 p.m.

(3) An employee engaged upon night shift and required to attend for jury service shall not be required to attend for duty upon the shift preceding the requirement to attend for jury service nor on any shift commencing on the day upon which the employee is required to attend for jury service.

(4) An employee shall notify the company as soon as possible of the date upon which the employee is required to attend for jury service. Further, the employee shall give the company proof of this attendance, the duration of such attendance, and the amount received in respect of such jury service.

27. Limitation of Employees and Training and Assessment of Skills

(1) Training

(a) All employees may be permitted to receive on the job training in an attempt to become competent in the duties of another classification level of work, on the condition that work/duties of that other classification are carried out, required and available at the enterprise. In such circumstances an agreement shall be entered into between the employer and the employee undertaking the training in the form prescribed in clause 27A of this award.

(b) After having received a minimum of 500 hours of training at higher duties an employee may apply to be assessed for reclassification to that category of work. The 500 hours shall commence at a date mutually agreed between the employer and the employee.

(c) Training to progress to a higher classification shall be under the direct guidance and training instructions of a person of a higher classification.

(2) Assessment of skills and competency and further training

(a) The employer is to make an assessment of whether after such training, the particular employee has the necessary skills and competency to perform the work at the higher level. If the employee does not accept the assessment made by the employer, the employee may request that the decision be reviewed by an assessment committee. Upon such a request, the employer is to establish an assessment committee, comprising of equal numbers of employee and employer representatives. For the employee to be reclassified at a higher level, the assessment committee will be required to agree, by majority decision, that the employee has achieved the necessary skills to be reclassified. Alternatively, if the committee finds that the employee has not yet got the necessary skills, the committee may recommend that further training is required. Employee representatives are to be elected from and by all employees covered by this Award at the enterprise. If an employee is considered competent by either the employer or the assessment committee in all of the relevant skills required and available at the enterprise in a higher grade the employee shall be reclassified to the higher classification, and will be paid the appropriate rates of pay for that classification.

(b) If further training is considered necessary, then the employee may apply for reassessment after a further 150 hours of training.

(c) Should the assessment committee fail to reach an agreement concerning the competency of an employee then the employee may lodge a dispute in accordance with the dispute settling procedures in this award.

(d) Should the employee fail to be reclassified at a higher level the employee shall not be allowed to undertake further training in/at the higher level for a period of 12 months from the last assessment.

(3) Employees not undertaking training

(a) An employee who is not undertaking training in accordance with this clause and/or Clause 27A shall be paid wages at the rates prescribed by this award for the classification for the whole day on which such work is performed for more than two hours on that day.

(b) If for two hours or less during one day, he shall be paid the higher rate for the time so worked, provided that employees who are required by the employer to cut glass or assist in glazing shop fronts shall be paid at a rate not less than that prescribed for classification Level 5 of this award, for the whole of the day on which such work is performed.

(c) Subclause (3)(b) of this clause shall not apply where a person is relieving the person who would normally operate the toughening/laminating plant, to enable a meal break to be taken.

27A. Training Agreement

Name of Company ………………………………………………………………………………..

Name of Employee ……………………………………. Progression sought to level ………….

Date training commence …………………………………Anticipated date of assessment ………

Note: The assessment date may alter due to overtime, leave and available work within the skill provided that assessment occurs no later than 650 ordinary paid hours from the date training commenced, or immediately after 500 hours of training is reached whichever is the lesser. Work performed during training which is incidental to the work associated with the higher skill level, shall be included as part of the required training hours.

EMPLOYER ASSESSMENT

I confirm that (name of employee) …………………. has / has not achieved the required skill and competency to progress to the skill level mentioned above.

Signed …………………….. Print name …………………………………….

(on behalf of the company)

Witness signature ………………………………. Print name ……………………….

Should the employee fail in the assessment of the employer, the employer shall provide to the employee in writing of the reasons.

______________________________________________________________________________________

FURTHER TRAINING (150 hours)

We the undersigned agree that a further 150 hours of training will commence from on the same terms as the previous training, provided that the assessment will occur within 150 hours of ordinary work from the date of commencement.

Signed …………………………………. Print name ……………………………..

(on behalf of the company)

Employee signature ………………………. Print name ………………………………

EMPLOYER ASSESSMENT

I confirm that (name of employee) ………………. has / has not achieved the required skill and competency to progress to the skill level mentioned above.

Signed ………………………………………… Print name ……………………………………..

(on behalf of the company)

Witness signature ……………………………… Print name …………………………………….

Should the employee fail in the assessment of the employer, the employer shall provide to the employee in writing the reasons.

28. Long Service Leave

Refer to the Long Service Leave Act 1955 and the Building and Construction Portable Long Service Leave Act.

29. Meal Allowance

(1) An employee who is required to work overtime for more than one and one half hours after the ordinary ceasing time, shall be paid the sum as set out in Item 5(i) of Table 2 as a meal allowance.

(2) An employee who has provided a meal and then is not required to work overtime shall be paid the sum as set by Item 5(ii) of Table 2 for the meal so provided.

30. Meal Time

(1) Day Workers shall be allowed not less than 20 or more than 45 minutes each working day for a meal. The time taken shall not be counted as time worked.

(2) Shift workers shall be relieved to enable them to take a meal break of 20 minutes which shall be counted as time worked.

(3) No employee shall be required to work more than five and one-half hours without a break for a meal.

31. Misconduct

Nothing in this award shall modify an employer's right to dismiss an employee without notice for gross and serious misconduct in which case payment shall be up to the time of dismissal only.

32. Notice Board

The employer shall supply and erect a notice board of reasonable dimensions to be erected in a prominent position in the employer's establishment, upon which accredited union representatives shall be permitted to post formal union notices, signed or countersigned by the representative posting it. Any notice on such board not so signed or countersigned may be removed by an accredited union representative or by the employer.

33. Overtime

(1) Day Workers

All time worked before the usual starting time or after the usual finishing time shall be paid at the rate of time and one-half for the first two hours and at the rate of double time thereafter. For the purposes of computation of overtime each day shall stand alone.

(2) Shift Workers

(a) All time worked in excess of the ordinary working shift hours shall be paid at the rate of time and one-half for the first two hour and at the rate of double time thereafter (computed on a daily basis); provided that where the excess time on duty is by arrangement between the employees themselves, ordinary rates shall be paid.

(b) Nothing contained in this clause shall limit in any way the right of the employer to enforce punctuality and regular attendance of employees.

(3) Crib Time

(a) An employee required to work two hours or more overtime after the usual ceasing time for the day or shift shall be allowed to take, without deduction of pay, a crib time of 20 minutes immediately after such ceasing time and thereafter following each four hours of continuous overtime work.

(b) In the event an employee remains at work after the usual ceasing time without taking the crib time of 20 minutes and continues at work for a period of two hours or more, the employee shall be regarded as having worked 20 minutes in addition to the time worked and be paid accordingly.

(4) Rest Periods after Overtime

(a) An employee who does not have at least 8 consecutive hours off duty between finishing overtime and normal starting time shall be allowed eight hours off duty before recommencing without loss of pay for any ordinary working time occurring during such absence.

(b) An employee required to recommence work without a break of at least 8 hours shall be paid at double rates until released from duty.

(c) An employee who has worked continuously (except for meal and crib times allowed by his award) for twenty hours shall not be required to continue or recommence work for at least twelve hours without loss of pay for any ordinary working time occurring during such absence.

(d) The provisions of paragraph (a) of this subclause shall apply in the case of shift workers when overtime is worked:

(1) for the purposes of changing shift rosters; or

(2) where a' shift worker does not report for duty and a day worker or a shift worker is required to replace such shift worker; or

(3) where a shift is worked by arrangement between the employees themselves.

(e) It is specifically agreed between the respondents to this award that call-outs are in no way affected by the provisions of paragraph (a) of this subclause.

(5) Limitation of Overtime

(a) An employer may require any employee to work reasonable overtime. This duty forms part of the employee's contract of employment.

(b) An employee shall not work more than twelve hours programmed overtime during any week, unless the employer has obtained permission from the union. The union shall not unreasonably withhold consent.

34. Part-Time Employment

(1) A part-time employee shall mean an employee who is employed to work regular days and regular hours, either of which are less than the number of days or hours worked by weekly employees, but such hours shall not be less than 10 per week.

(2) The spread of hours for part-time employees shall be within the normal spread of hours. The rate of pay shall be calculated on a pro rata basis in accordance with clause 51, Wages.

(3) Overtime rates shall be applicable as from the normal ceasing times of weekly employees.

(4) Additional hours worked in any one week during the normal hours of weekly employees shall be paid at ordinary pay rates.

(5) The provisions of this award with respect to annual leave, annual leave loading, sick leave, jury service, bereavement leave, maternity leave, Saturday, Sunday, holiday rates and public holidays shall apply to part-time employees on a pro rata basis.

35. Payment of Wages

(1) Wages shall be paid weekly. However, by agreement, wages may be paid fortnightly, four weekly or monthly, as follows:

(a) by agreement between the employer and the majority of affected employees in the relevant enterprise, wages may be paid fortnightly, four weekly or monthly; or

(b) an employer and an individual employee may agree to the employee being paid over a different period to the pay period implemented for most employees in the enterprise, provided the period is either weekly, fortnightly, four weekly or monthly.

(2) The employer shall determine whether wages are to be paid in cash or by electronic funds transfer. All employees shall provide details of the bank account they wish their wages to be paid into, unless the employer determines otherwise.

(3) On the first pay day occurring during an employee's employment, the employee shall be paid what ever wages are due to the employee up to the completion of the employee's work on the previous day.

(4) Upon termination of the employment, wages due to an employee shall be paid to the employee's account within the following three working days.

(5) All wages are to be available no later than the normal ceasing time on Thursday or a Wednesday where a public holiday falls on a Friday.

(6) Any employee, who is paid in cash and is kept waiting for their pay on pay day after the usual time of ceasing work shall be paid at overtime rates for that time until the employee receives his or her wages.

(7) The provisions of subclause (6) of this clause shall not have application in circumstances where it is not reasonably practicable for an employer to comply with its obligations thereunder on account of causes for which it cannot reasonably be held responsible. Proof of the existence of such circumstances shall lie upon the employer. In such circumstances, the employer shall pay wages as soon as it is reasonably practicable to do so.

36. Personal Carer’s Leave

(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 (1)(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 44, 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.

(1) the employee being responsible for the care of the person concerned; and

(2) 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 person 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 paragraph:

(i) "relative" means a person related by blood, marriage or affinity;

(ii) "affinity" means a relationship that one spouse because of marriage has to blood relatives of the other; and

(iii) "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.

(2) Unpaid Leave for Family Purpose

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 (1)(c)(2) above who is ill.

(3) Annual Leave

(a) An employee may elect with the consent of the employer, subject to the Annual Holiday 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.

(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 twelve (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 above, 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.

(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 the 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.

(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.

37. Picnic Day

Union Picnic Day

(1) For employees working under this award the Union Picnic Day is to be observed on the first Monday in December. Provided that by agreement with the employer and the employees in areas where a picnic is organised by the union the employees may elect to observe the Union Picnic Day on the first Monday in August.

(2) Part of an enterprise workforce may elect to observe Union Picnic Day on the first Monday in August while the remainder observe the first Monday in December.

(3) By agreement with the employer and the employees , a day other than the first Monday in December or August may be substituted and observed as a picnic day or as an additional day in an establishment.

(4) The union shall not unreasonably withhold its consent.

(5) All employees shall be given and take picnic day as determined, without deduction of ordinary time pay. Any employee required to work on this day shall be paid at the rate of double time and one half, provided that an employee who attends for work as required on this day shall be paid for not less than four hours work.

38. Redundancy

(1) Application

(a) This clause only applies to employers who have more than 15 employees immediately prior to the termination of employees in the terms of subclause (3) of this clause.

(b) This clause only applies to weekly and part-time employees.

(c) Notwithstanding anything contained elsewhere in this clause, this clause does not apply to employees with less than one year's continuous service and the general obligation on employers shall be no more than to give such 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.

(d) Notwithstanding anything contained elsewhere in this clause, this clause does not apply where employment is terminated as a consequence of conduct that justifies 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 or where employment is terminated due to the ordinary and customary turnover of labour.

(2) Introduction of Change

(a) Employer's duty to notify

(1) Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and the union to which they belong.

(2) "Significant, effects" include termination of employment, major changes in the composition, operation or size of the employer's workforce or in the skills required, the elimination or diminution of job opportunities, promotion opportunities or job tenure, the alteration of hours of work, the need for retraining or transfer of employees to other work or locations and the restructuring of jobs.

Provided that where the award makes provision for the alteration of any of the matters referred to herein an alteration shall be deemed not to have significant effect.

(b) Employer's duty to discuss change

(1) The employer shall discuss with the employees affected and the union to which they belong, inter alia, the introduction of the changes referred to in paragraph (a) of this subclause, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees, and shall give prompt consideration to matters raised by the employees and/or the union in relation to the changes.

(2) The discussion shall commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in paragraph (a) of this subclause.

(3) For the purpose of such discussion, the employer shall provide to the employees concerned and the union to which they belong all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

(3) Redundancy

(a) Discussions before terminations

(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 pursuant to subclause (2)(a)(1) of this clause and that decision may lead to the termination of employment, the employer shall hold discussions with the employees directly affected and with the union to which they belong.

(2) The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provision of subclause (3)(a)(1) of this clause 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 termination of the employees concerned.

(3) For the purposes of the discussion the employer shall, as soon as practicable, provide to the employees concerned and the union to which they belong, all 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 employees normally employed and the period over which the terminations are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

(4) Termination of Employment

(a) Notice for Changes in Production, Programme, Organisation or Structure

This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from "production", "programme", "organisation" or "structure" in accordance with subclause (2)(a)(1) of this clause.

(1) In order to terminate the employment of an employee the employer shall give to the employee the following notice:

Period of continuous service	Period of notice

Less than 1 year	1 week
1 year and less than 3 years	2 weeks
3 years and less than 5 years	3 weeks
5 years and over	4 weeks

(2) In addition to the notice above, employees over 45 years of age at the time of the giving of the notice with not less than two years continuous service, shall be entitled to an additional week's notice.

(3) Payment in lieu of the notice above shall be made if the appropriate notice period is not given. Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof.

(b) Notice for Technological Change

This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from "technology" in accordance with subclause (2)(a)(1) of this clause.

(1) In order to terminate the employment of an employee the employer shall give to the employee three months notice of termination.

(2) Payment in lieu of the notice above shall be made if the appropriate notice period is not given, provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof. Where payable, payment in lieu of notice is to be calculated on the basis of the employee's ordinary rate of pay specified for the employee's classification in clause 51, Wages.

(3) The period of notice required by this subclause to be given shall be deemed to be service with the employer for the purposes of the Long Service Leave Act, 1955, the Annual Holidays Act, 1944.

(1) During the period of notice of termination given by the employer an employee shall be allowed up to one day's time off without loss of pay during each week of notice, to a maximum of five weeks, for the purposes of seeking other employment.

(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.

(d) Employee leaving during the notice period

If the employment of an employee is terminated (other than for misconduct) before the notice period expires, the employee 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.

(e) Statement of employment

The employer shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee a written statement specifying the period of the employee's employment and the classification of or the type of work performed by the employee.

(f) Notice to CentreLink

Where a decision has been made to terminate employees, the employer shall notify CentreLink 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.

(g) Department of Social Security Employment Separation Certificate

The employer shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee an "Employment Separation Certificate" in the form required by the Department of Social Security.

(h) Transfer to lower paid duties

Where an employee is transferred to lower paid duties for reasons set out in subclause (2)(a)(1) of this clause, the employee shall be entitled to the same period of notice of transfer as the employee would have been entitled to if the employee's 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 ordinary time rates for the number of weeks of notice still owing.

(5) Severance Pay

(a) Where an employee is to be 1 terminated according to subclause 4 of this clause, subject to further order of the Industrial Relations Commission of New South Wales, the employer shall pay the following severance pay in respect of a continuous period of service:

(1) If an employee is under 45 years of age, the employer shall pay in accordance with the following scale:

Years of Service	Number of weeks severance pay
	Under 45 Years of Age

Less than 1 year	Nil
1 year and less than 2 years	4 weeks
2 years and less than 3 years	7 weeks
3 years and less than 4 years	10 weeks
4 years and less than 5 years	12 weeks
5 years and less than 6 years	14 weeks
6 years and over	16 weeks

(2) Where an employee is 45 years old or over, the entitlement shall be in accordance with the following scale:

Years of Service	45 Years of Age or over

Less than 1 year	Nil
1 year and less than 2 years	5 weeks
2 years and less than 3 years	8.75 weeks
3 years and less than 4 years	12.5 weeks
4 years and less than 5 years	15 weeks
5 years and less than 6 y' ears	17.5 weeks
6 years and over	20 weeks

(3) Weeks pay" means the all purpose rate of pay for the employee concerned at the date of termination, and shall include, in addition to the ordinary rate of pay, over award payments, shift penalties and allowances paid in accordance with clause 5 1, Wages, and clause 42, Shift Work Allowance for Shift Workers.

(b) Incapacity to pay

Subject to application by the employer and further order of the Industrial Relations Commission, an employer may pay a lesser amount (or no amount) of severance pay than that contained in subclause 5(a) above.

The Industrial Relations Commission of New South Wales shall have regard to such financial and other resources of the employer concerned as the Industrial Relations Commission thinks relevant, and the probable effect paying the amount of severance pay in subclause 5(a) above will have on the employer.

Subject to an application by the employer and further order of the Industrial Relations Commission of New South Wales, an employer may pay a lesser amount (or no amount) of severance pay than that contained in subclause 5(a) above if the employer obtains acceptable alternative employment for an employee.

39. Right of Entry

An authorised industrial officer's Right of Entry into an employer's business premises shal1 be pursuant to s.296, s297 and s.298 of the New South Wales Industrial Relations Act 1996, as varied from time to time.

40. Saturday, Sunday and Holiday Rates of Pay

(1) All work performed on a Saturday other than by a shift worker completing ordinary working shift hours shall be paid at the rate of time and one-half for the first two hours and double time thereafter, provided that all time worked after noon on a Saturday shall be paid at double time.

(2) All work performed on a Sunday other than by a shift worker commencing ordinary working shift hours shall be paid for at the rate of double time and one-half.

(3) All work performed on any award holiday or Easter Saturday shall be paid for at the rate of double time and one-half.

(4) All work performed on Christmas Day and Good Friday shall be paid at the rate of treble time.

(5) An employee who is required to report for duty on a Saturday, a Sunday or a holiday, shall be paid a minimum of four hours pay at the appropriate rate.

(6) An employee working overtime on a Saturday, Sunday or public holiday shall be allowed a paid crib time of at least 20 minutes after every four hours of work to be paid at the ordinary rate of pay, but this provision shall not, prevent any arrangements being made for the taking of a 30 minute meal period, the time in addition to be paid 20 minutes being without pay. Such employee being required to work in excess of a further 4 hours shall be allowed another crib time of 30 minutes to be paid at the ordinary rate of pay.

41. Settlement of Disputes

(1) Disputes on any work related or industrial matter should be dealt with as close to the source as possible, and in the following manner:

(a) Any grievance should first be discussed between the employee/delegate and the immediate supervisor. Every effort should be made to resolve the matter at this point.

(b) If the matter should remain unresolved it should be referred to the Factory or Branch Manager who should make every effort to resolve the matter by amicable discussion with both the employee/delegate and the Supervisor involved.

(c) If the matter is still unresolved an appropriate Union Official should be notified and discussion occur at the earliest possible time involving the Senior Management of the employer and the Union Official and the parties involved.

(d) If the matter is still unresolved then the Union Official and the Management representative should refer the matter to a State Secretary of the Union and to the Industrial Relations Committee of the Employers Association for further discussion.

(e) Without prejudice to either party, whilst the above procedure is being effected, all parties shall make every effort to ensure that work continues normally and in the manner it was conducted prior to the dispute.

(f) The parties shall ensure that reasonable time shall operate for each step of the grievance procedure.

(g) Either party may refer a dispute that cannot be settled by following the procedures described in (a) to (d) above to the Industrial Relations Commission of New South Wales.

(h) The dispute shall not be referred to the Industrial Relations Commission of New South Wales until steps (a) to (d) have been completed in good faith.

42. Shift Work Allowance for Shift Workers

(1) A shift worker whilst on a shift which, involves regular weekly changes of day shift and afternoon shift and/or night shall be paid for such shift 15-per cent more than the employee's ordinary rate.

(2) A shift worker who works:

Afternoon shift only; or more than one-third of his/her working time in the full cycle of the roster on afternoon shift and /or night 'Shift shall be paid for such shift 20 per cent more than the employee's ordinary rate.

(3) An employee who:

Remains on night shift for a longer period than 4 consecutive weeks; or works on a night shift which does not give him/her one-third of working time off shall be paid 30 per cent more than the employee's ordinary rate.

43. Shift Workers

(1) Day shift means any shift commencing at or after five am and finishing no later than six p.m.

(2) Afternoon Shift means any shift finishing after eight p.m. and at or before midnight.

(3) Night shift means any shift finishing subsequent to midnight and at or before eight am. A shift commencing between midnight and five am shall have those hours prior to five am paid as double time. Overtime worked prior to or following a day shift but during the hours of a night or afternoon shift shall be paid at the overtime rates and may not be classed as shiftwork).

(4) The ordinary hours of shift workers shall not be worked between 7 a.m. on Saturday and 11 p.m. on Sunday and shall not be worked on more than five shifts in any week.

(5) Shift starting and finishing times shall be agreed between the majority of affected employees and the employer and when fixed shall not be altered without the consent of both parties and Union notified.

(6) Seven days notice must be given in any situation which requires an employee to change shift or working hours.

44. Sick Leave

(1) An employee on weekly hire who is unable to attend work or unable to continue working due to illness or injury, (other than injury covered by Workers' Compensation) shall be entitled to leave of absence without deduction of pay subject to the following conditions:

(a) An employee who is unable to attend work shall advise the employer prior to normal commencement or if unable to do so then before the end of the ordinary hours of work on that day. The employee shall inform the employer of the nature of the illness or accident and the estimated duration of absence.

(b) The employee shall prove, to the reasonable satisfaction of the employer, the reason for their inability to attend for duty on account of illness or injury on the day or days for which sick leave is claimed.

(c) The employee shall accrue sick, leave at the rate of six (6) hours and 20 minutes for each month of completed service with the employer for the first twelve months.

(2) Upon each anniversary date of employment thereafter an employee shall have accredited a further entitlement of 76 hours sick pay. Unused sick leave accrued shall be carried over each year.

(3) To facilitate the change of sick pay entitlements accruing from the employee's anniversary date, to the common accrual date of the 1st July each year, the employee shall be allocated an amount of sick leave. That amount of sick leave shall be equivalent to the pro rata amount that would normally accrue for the period from 1st July. This allocation shall occur from the first full pay period following the making of this award until the employee's anniversary of employment.

(a) This amount should be calculated as 1.4615 hours for each week or part thereof between the 1st July and the next anniversary date.

(b) This facilitation clause will cease to have effect after the employee's first anniversary from the making of this award.

Claims -

(4) An employee claiming payment for a period of one day or less who has already been allowed payment for one day or less on two previous occasions in any sick leave year shall produce a medical certificate indicating unfitness for work to be eligible for such payment. Provided that for absences of one day or less a statutory declaration shall be deemed sufficient on up to three occasions in any sick leave year. If the employer does not accept the declared facts the onus of proof shall lie with the employer.

(5) A claim for sick pay for any other absence in that sick leave year shall require a certificate from a medical practitioner indicating the employee is unfit for work.

Discharge of Liability -

(6) Any payment in accordance with the provisions of this clause is the full discharge of the employer's liability under this clause for the period for which the payment was made.

Retirement and Retrenchment -

(7)

(a) An employee who retires after age 60, or at such, earlier date permitted by the superannuation scheme applying at the company, or who retires because of total disability, or is retrenched, shall at that date be entitled to be paid at ordinary rates all sick leave hours remaining credited which have been accrued from 1st July 1981 to 15th February 1993 and remained in credit, less any sick leave subsequently accessed or used.

(b) To calculate accredited hours from 1st July 1981, sick pay paid out shall be offset as far as possible against entitlement remaining credited for service prior to 1st July 1981.

Part Time Employees -

(8) This clause applies to part-time employees on a pro rata basis.

45. Stand Down

(1) In the event an employee cannot be usefully employed because of any stoppage of work for which the employer cannot reasonable be held responsible the contract of employment shall be continued except that the employer's liability for payment of wages shall be suspended for the duration of the stoppage of work. A period of 48 hours notice need be given to the employees prior to such suspension.

(2) Where stoppage arise from a failure or shortage of electrical power which is subject to a decision of the Industrial Relations Commission of New South Wales in any Electrical Rationing - Emergency Stand Down Award or any other award with similar meaning the provisions of that award shall apply.

(a) Any employee who is stood down under this subclause shall be treated for all purposes (other than payment of wages) as having continuity of service.

(b) Such employee may at any time whilst stood down terminate employment without notice and shall be entitled to receive as soon as practicable all wages and outstanding entitlements to the time of termination.

(c) Such employee shall be at liberty to take other employment. In this event the employee shall inform the employer of this fact and the period of notice required to terminate the alternative employment. The employee shall not be in breach of contract for not reporting for duty after being notified, if required to work out a period of notice with the alternative employer. Such period of notice shall not exceed one week from the time of notification.

(d) Any employee who is to be stood down under this subclause shall be entitled to elect to take any annual leave which is credited or which is accruing.

(e) The employer shall not be entitled to deduct payment for any day prescribed by the award as a public holiday falling while an employee is stood down except where the employee has become entitled to payment for the holiday in other employment. An employee claiming payment for a holiday shall, if required by the employer, furnish a statutory declaration setting out details of remuneration received from any alternative employment during the period of stand down.

46. Structural Efficiency

(1) The parties to this award are committed to co-operating positively to increase the efficiency, productivity, level of service and competitiveness of the flat and safety glass industry and to enhance the career opportunities and job security of employees in the industry.

(2) The parties to this award recognise the diversity of activity in the industry and are committed to maintaining and enhancing the flexibility of operations, deployment and transfer to employees which are traditional in the Industry.

(3) Subject to clause 27, Limitation of Employees of this award, an employee may be directed to carry out such duties, and use such tools as may be required, which are within the limits of the employee's skill, competence and training including but not limited by duties which are incidental and peripheral to the employee's main task or function.

(4) An employee may be directed to transfer to another job, or location, or onto or off a building site.

(5) Any instruction issued by an employer pursuant to subclause (3) and (4) of this clause shall be consistent with the employer's responsibility to provide a healthy and safe working environment.

(6) Without limiting the rights of any employer or the union to arbitration, where any party seeks any measure which is designed to increase flexibility at the plant or enterprise which is not provided for and which conflicts with an award provision such measure shall be subject to an application to vary the award made to the Industrial Relations Commission of New South Wales and by agreement of the parties shall be implemented subject to the following requirements:

(a) The changes sought shall not affect provisions reflecting national standards;

(b) the majority of employees directly affected by the change at the enterprise or plant must genuinely agree to the change;

(d) the union must be party to the agreement but shall not unreasonable oppose any such agreement;

(e) the agreement shall be subject to the approval of the Industrial Relations Commission of New South Wales and, if approved, shall operate as an appendix to, or provision in, the award.

(7) An employer may alter any non-award conditions with the agreement of the majority of the employees directly concerned. Leave to apply is reserved to the union.

47. Superannuation

The subject of superannuation is dealt with extensively by federal legislation including the Superannuation Guarantee (Administration) Act 1992, the Superannuation Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act 1993, the Superannuation (Resolution of Complaints) Act 1993 and s 124 of the Industrial Relations Act 1996. This legislation, as varied from time to time, governs the superannuation rights and obligations of the parties.

48. Time and Wages Record

(1) Time and Wage records need to be kept in accordance with section 129 and the regulations of the NSW Industrial Relations Act 1996, as varied from time to time.

(2) In addition, each employer shall keep a record from which the following can be readily ascertained:

(a) satisfactory proof of Workers Compensation insurance;

(b) satisfactory proof of Taxation deductions and remittance to the Australian Taxation Office.

The explanatory note below does not form part of the award.

NOTE: The type of records necessary are:

i. The name and classification of each employee.

ii. The hours worked each day.

iii. The gross amount of wages and allowances paid.

iv. The amount of each deduction made and the nature thereof.

v. The net amount of wages and allowances paid.

vi. Satisfactory proof of payment of Superannuation and details relating to superannuation and other employee benefits.

49. Tool Allowance

Employer Supplied Tools and Equipment -

(1) Employees shall take all care and act responsibly with all equipment issued by the employer and shall, if required by the employer, sign for its issue and assume formal responsibility for its care and safe keeping.

(2) An employee shall inform the employer of loss or damage of supplied equipment as soon as practicable after the employee has become aware of the loss or damage.

(3) No tool allowance is payable where the employer supplies all tools.

(4) Where a tool allowance is paid the employer may ensure that the employee possesses in workable condition all of the appropriate tools listed below.

(5) Where a tool allowance is paid to an employee the employer may inspect tools provided from time to time, if not satisfied that reasonable tools are being provided and kept in a serviceable condition, having regard to the quantum of allowance paid, may furnish or render serviceable such tools and deduct the cost incurred from tool allowance payments which subsequently fall due.

(6) Where a tool allowance is to be provided on amount equal to item 8(i) of Table 2 shall be paid.

Level 5 Employees

(7) An employee classified at Level 5 shall be paid a tool allowance as set in Item 8(i), of Table 2, per week and such tool allowance shall be in respect of the cutter/glazier possessing the following tools:

Tool box containing: one hammer; two chisels; a pair of pincers; a phillips head and ordinary screw driver; hacksaw; nail punch; two putty knives; metric measuring tape; Stanley knife; all purpose tool; cold chisel; hackout knife; a pair of glass pliers; 300mm file; 200 mm. shifting spanner; glazier's duster.

Level 3 Employees

(8) An employee classified at Level 3 shall be paid a tool allowance as set out in Item 8(ii), of Table 2, per week and such tool allowance shall be in respect of the Automotive Glass Fitter possessing the following tools:

Tool box containing: one multigrips; one pair pliers, one shifting spanner; one set of ring spanners;. one set of tube spanners; one set of socket spanners; one hammer; one pair. of tin snips, one metric tape; three standard screwdrivers; three Phillips screwdrivers; one cold chisel; one wood chisel; one pincer; one Stanley knife; one centre punch; one set Allan keys; one file; one putty knife.

Apprentices

(9) Each apprentice shall make application for, and the employer shall provide the following tools:

1 cold chisel, 1 pair of glass pliers; 1 pair pincers; 2 chisels (1x 19mm; 1 x 12mm); 1 nail punch; 1 hackout knife; 1 glazing knife; 2 screwdrivers (1 x 150mm, 1 x 100mm); 1 x150 mm Phillips hand screwdriver; 1 claw hammer; 1 glazier's duster, 1 x 3m tape measure.

Application may be made either after completion of the three month's probationary period or consequent upon enrolment and attendance in the trade course provided by the Department of Technical and Further Education.

(10) In the event an apprentice has their indenture cancelled or assigned the employer shall be entitled to deduct from any moneys owing to the apprentice the equivalent of the originally nominated value of the tools not returned.

(11) On completion of the second year of the indenture the tools specified in subclause (9) of this clause shall become the property of the apprentice. A third year apprentice having the kit of tools prescribed in subclause (7) shall be paid the tool allowance prescribed therein.

(12) Where a tool allowance is paid to an apprentice the employer may inspect tools provided from time to time, if not satisfied that reasonable tools are being provided and kept in a serviceable condition, having regard to the quantum of allowance paid, may furnish or render serviceable such tools and deduct the cost incurred from tool allowance payments which subsequently fall due.

50. Union Delegate

(1) An employee appointed as a union delegate shall, upon notification by the union to the employer, be recognised as the accredited representative of the union to which the employee belongs and shall be allowed no more than 4 hours in any one week during working hours to submit to the employer matters affecting the employees the delegate represents or to attend to matters affecting the delegate's union, unless agreed to between the delegate and the employer.

(2) Prior to a dismissal or transfer one week's notice shall be given to any union delegate as well as the delegate's union. Payment in lieu of notice shall not be given. In the event of the union disputing the decision of management to transfer the union delegate or terminate the delegate's services the delegate shall remain on the job during which time the Board of Reference shall deal with the matter.

(3) A union delegate shall notify the employer and the delegate's union prior to calling any stop work meeting.

(4) Provided further, nothing shall affect the right of an employer to dismiss a union delegate without notice for misconduct or refusing duty.

51. Wages

Adult Employees

(1) The award rate of pay of an adult employee for each classification level is set out in Table 1 of Part B. The special loading shown in subclause (2) of this clause is to be added to the award rate of pay.

(2) In addition to the award rates of pay prescribed above, a special loading as set out in Item 4 of Table 2 per week shall be paid.

(3) The rates of pay in this award include the adjustment payable under the State Wage Case Decisions of June 1998 and June 1999. These adjustments may be offset against:

(a) any equivalent overaward payments; and/or

(b) award wage increases since 29 May 1991 other than safety net, State Wage Case and minimum rates adjustments.

(4) The award rates of pay for adult employees (not including the special loading set out in subclause (2) above) include three increases of 4.0%, payable from the first full pay period to commence on or after:

(a) 11 July 2000 - this increase may not be absorbed into overaward payments;

(b) 11 April 2001 - this increase may be absorbed into overaward payments; and

(5) The three increases to award rates of pay set out in subclause (4) above are separate to any increases payable under the State Wage Case 2000 and any State Wage Case decisions subsequent to the making of this award.

(6) Following the variation of this award to give effect to the second and third arbitrated safety net adjustment, the parties to this award shall identify the facilitative provisions and majority clauses, the effective use of which are to be reviewed.

(7) Following the process referred to in (6) above, the parties to this award shall commence consultation with their respective members with the objective of implementing the review process.

(8) The parties to this award are committed to taking the required actions, including where appropriate meeting at regular intervals to ensure the review of this award complies with the requirements of (b)(ii)(c) of the Arbitrated Safety Net Wage Adjustment Principle of the State Wage Case, December 1994 (IRC 2447/1994).

Junior Employees

(9) The minimum rate of pay for a junior employee shall be the percentage indicated below of the minimum rate of pay for the Level 3 (which includes the award rate of pay for that classification plus the special loading):

	%	Percentage from the first full pay period commencing on or after 11 July 2000

At 16 years and under 17 years of age	50	$232.50
At 17 years and under 18 years of age	60	$278.90
At 18 years and under 19 years of age	75	$348.70
At 19 years and under 20 years of age	90	$418.40

Provided that all employees other than apprentices shall be paid the full adult rates of pay for the classification appropriate to their level of competency plus the special loading upon attaining the age of twenty years.

An Automotive Glass Fitter (as defined) shall, upon reaching the age of 20 years, have deducted from the employee's two year probationary period the time spent engaged as a Junior Automotive Glass Fitter.

Leading Hands

(10) An employee appointed by the employer to be in charge of fellow employees or, an employee engaged as a Laminating/Toughening Plant Operator shall be paid in addition to the ordinary rate of pay the following amounts per day or part thereof:

(a) In charge of 2 and up to and including 5 employees - an amount as set out in Item 2(i) of Table 2.

(b) In charge of more than 5 and up to and including 10 employees - an amount as set out in Item 2(ii) of Table 2.

Minor Apprentices -

(11) The rate for minor apprentices is calculated by adding together the award rate for an adult employee classified at Level 5 and the special loading, and then applying the appropriate percentage shown below:

	%	Percentage From the first full pay period commencing on or after 11 July 2000

1st year	50	$258.60
2nd year	60	$336.20
3rd year	75	$413.80
4th year	90	$465.50

Adult Apprentices -

(12) The rate for adult apprentices is calculated by adding together the award rate for an adult employee classified at Level 5 and the special loading, and then applying the appropriate percentage shown below:

		Percentage from the first full pay period commencing on or after 11 July 2000
	%

1st year	85	$439.60
2nd year	90	$465.50
3rd year	95	$491.30

(13) The rate for all apprentices shall be calculated to the nearest ten (10) cents with amounts of five (5) cents and over going up to the nearest ten (10) cents.

PART B

MONETARY RATES

TABLE 1 ‑ Wage Rates

COMPETENCY	"Award" rate prior to 30/5/2000 based on conversion of existing classifications into new classification structure (see Appendix 1 - Classification Conversions) $	Award rate first full pay period commencing on or after 11 July 2000 (1^st 4% increase) $

LEVEL

ONE	352.10	366.20
TWO	373.20	388.10
THREE	382.50	397.80
FOUR	413.00	429.50
FIVE	432.80	450.10
SIX	452.80	470.90
SEVEN	472.80	491.70

Note: The award rates of pay do not include the special loading set out in clause 51(2).

The award rates of pay above will be further increased by:

- four (4) percent from the first full pay period to commence on or after 11 April 2001; and

- four (4) percent from the first full pay period to commence on or after 11 January 2002; and

The award will be varied at that time to reflect the further increases.

Table 2 ‑ Other Rates and Allowances

Work Related Allowances

1. Call Out and Availability Allowance (Clause 10 (2) and (3))

(i) $16.76

(ii) $56.70

(iii) $63.80

(iv) $70.90

2. Leading Hand (Clause 51 (10))

(i) 2 and up to 5 employees - $4.22 per day or part thereof

(ii) 5 and up to 10 employees - $5.31 per day or part thereof

(iii) more than 10 employees - $7.12 per day or part thereof

3. Construction Work (Clause 15)

(i) per day $3.58

(ii) per week $17.90

4. Special Loading (Clause 51 (2))

$67.10 per week

Expense Related Allowances

5. Meal Allowance (Clause 29)

(i) 8.45

(ii) 8.45

6. Country Work (Clause 17 (2) ,(b), (c) and (d))

(i) $10.95 for each meal taken

(ii) $50.95 per day

(iii) $14.25 per day

7. Compensation for Clothes & Tools (Clause 14 (2))

$1,110.00 maximum

8. Tool Allowance (Clause 49 (6), (7) and (8))

(i) 4.60 per week

(ii) 4.60 per week

9. Car Allowance per km (Clause 11)

$0.65 minimum per kilometre

10. First Aid Allowance (Clause 20 (3))

$1.98 per day

General Conditions (Clause 21)

11. Work at Height (Clause 21(1))

(i) $2.38 per day or part thereof

(ii) $2.38 per day or part thereof

(iii) $4.23 per day or part thereof

(iv) $7.97 per day or part thereof

(v) $2.71 per day or part thereof

(vi) $2.38 per day or part thereof

(vii) $2.08 per day or part thereof

(viii) $4.23 per day or part thereof

(ix) $7.97 per day or part thereof

12. Multi-storey Allowance (Clause 21(2))

(i) $0.31

(ii) $0.38

(iii) $0.57

(iv) $0.74

(v) $0.92

13. General (clause 21(3))

(i) $0.39 per hour or part thereof

(ii) $0.47 per hour or part thereof

(iii) $0.39 per hour or part thereof - between 46°C and 54°C; $0.47 per hour or part thereof - exceeding 54°C

(iv) $0.39 per hour or part thereof

(v) $0.47 per hour or part thereof

(vi) $0.39 per hour or part thereof

14. Collecting Monies (clause 21(3)(m))

(i) $6.17 per week

Appendix 1

CLASSIFICATION CONVERSIONS

Award classifications prior to 30 May 2000	Award rate prior to 30/5/2000 $	Classification level (effective 30/5/2000) $	Award rate ffpp commencing on or after 11/7/2000 $


Cutter Glazier/Flat	432.80	5	450.10
Glass Tradesperson -
Grade One
Cutter Glazier/Flat	429.50	5	450.10
Glass Tradesperson -
Grade Two
Senior Automotive	429.50	5	450.10
Glass Fitter
Automotive Glass Fitter	382.50	3	397.80
Glass Industry Utility	373.20	2	388.10
Worker/Flat Glass
All Other Adult Labour	352.10	1	366.20
Adult Automotive Glass
Fitter - Fourth six
months experience	374.00	2	388.10
Adult Automotive Glass
Fitter - Third six
months experience	363.90	2	388.10
Adult Automotive Glass
Fitter - Second six
months experience	360.10	1	366.20
Adult Automotive Glass
Fitter - First six
months experience	352.10	1	366.20
Toughening/Laminating	425.70	5	450.10
Plant Operator
Examiner	425.70	5	450.10
Automatic Machine	413.00	4	429.50
Operator (Class 1)
Toughening/Laminating	392.60	3	397.80
Plant Loader/Unloader
Automatic Machine	379.40	3	397.80
Operator (Class 2)
Toughening/Laminating	373.20	2	388.10
Plant Utility Worker
All Other Labour	352.10	1	366.20

See clause 51 for further increases to award rates.

B. C. HUNGERFORD J.

____________________

Printed by the authority of the Industrial Registrar.

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