CEMENT MIXERS AND CONCRETE
WORKERS, CENTRAL BATCH PLANTS (STATE) CONSOLIDATED AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 2306 of 1999)
Before Commissioner O'Neill
|
24 February and 17
April 2000
|
REVIEWED AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Short
Title
2. Definitions
3. Wages
4. Arbitrated
Safety Net Adjustment
5. Superannuation
6. Enterprise
Arrangements
7. Site
Consultation
8. Hours
9. Overtime
and Weekend Penalties
10. Holidays
11. Sick Leave
12. Personal
Carer's Leave
13. Long
Service Leave and Annual Holidays
14. Bereavement
Leave
15. Payment of
Wages and Termination of Employment
16. Contract
of Employment
17. Country
Work
18. Mixed
Functions
19. First-aid
20. Reporting
for Duty
21. Tools
22. Fares
23. Meal
Allowance
24. Meal
Breaks
25. Union
Representative
26. Right of
Entry
27. Redundancy
28. Employees
Recalled to Work
29. Protective
Clothing
30. Dispute
Resolution Procedures
31. No
Reduction
32. Anti-Discrimination
and Harassment
33. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Wages
Table 2 - Allowances and Other Matters
PART A
1. Short Title
The short title of this award shall be referred to as
"Central Batch Plants Award."
2. Definitions
(i) Trainee is a
person with no previous experience in the industry and undergoing a training
program.
(ii) Plant
Assistant is an employee who is responsible for maintaining yard cleanliness,
supervising raw material deliveries and other general duties as required in
accordance with company requirements.
(iii) Batcher is an
employee who is responsible for weighing and batching concrete and associated
duties.
(iv) Country Batch
Plant Operator is an employee who is either the sole operator or in charge of a
batch plant outside the County of Cumberland and who is responsible for all
aspects of concrete production and distribution.
(v) Field Sampler
and Tester is an employee who is responsible for sampling concrete and
preparing test specimens in accordance with relevant Australian standards and
company procedures.
(vi) Allocator is
an employee who organises production and distribution of concrete at a batch
plant from the answering of inquiries to final delivery to the customer.
3. Wages
(i) Rates of Pay
per week shall be the amounts as set out in Table 1 - Wages, of Part B,
Monetary Rates.
(ii) An employee
appointed as a leading hand shall be paid, in addition to the rate otherwise
prescribed, as set out in Items 1, 2 and 3 of Table 2 - Allowances and Other
Matters, of the said Part B.
(iii) In addition
to the above rates, an industry allowance of an amount as set out in Item 4 of
the said Table 2 shall be paid for all purposes of the award.
(iv) Employees are
to perform, if qualified, a range of duties including work which is incidental
or peripheral to their main tasks or functions. It is accepted that performance
of a wider range of duties may mean involvement in non-traditional areas. The union and its members are committed to
overcoming any demarcation problems as part of this process.
(v) An employer
may direct an employee to carry out such duties as are within the limits of the
employee's skill, competence and training.
4. Arbitrated Safety
Net Adjustment
(i) The rates of
pay in this award include the first, second and third $8.00 per week arbitrated
safety net adjustments payable under the State Wage Case - December 1994
decision. This arbitrated safety net adjustment may be offset to the extent of
any wage increase received at the enterprise level since 29 May 1991. Increases made under the current Statement
of Principles, excepting those resulting at the enterprise level, are not to be
used to offset arbitrated safety net adjustments.
(ii) The rates of
pay in this award include the adjustments payable under the State Wage Cases of
June 1998 and June 1999. These adjustments may be offset against:
(i) any
equivalent overaward payments; and/or
(ii) award wage
increases since 29 May 1991 other than safety net, State Wage Case, and minimum
rates adjustments
5. Superannuation
(a) The subject of
superannuation contributions is dealt with extensively by legislation including
the Superannuation Guarantee (Administration) Act, 1992, the Superannuation
Guarantee Charge Act 1992, the Superannuation Industry (Supervision) Act
1993 and the Superannuation (Resolution of Complaints) Act
1993. The legislation, as varied from
time to time, governs the superannuation rights and obligations of the parties.
(b) The employer
shall be a participating employer in any of the following funds:
Australian Public Superannuation (APS);
Australian Superannuation Savings Employment Trust
(ASSET);
TWU Superannuation Fund,
and shall participate in accordance with the Trust Deed of
that fund.
(c) The employer
shall contribute to the Fund in accordance with the legislation provided that
employer contributions do not fall below 3% of ordinary time earnings:
NOTATION: Employer contributions under relevant
legislation are set at 7% until 30 June 2000, when they will increase to 8% and
a final adjustment of 9% from 1 July 2002.
(d) The employer
shall provide each employee upon commencement of employment with membership
forms of the fund and shall forward the completed membership form to the fund
within 14 days.
(e) An employee
may make contributions to the fund in addition to those made by the employer.
(f) An employee
who wishes to make additional contributions must authorise the employer in
writing to pay into the fund from the employee’s wages a specified amount in
accordance with the Trust Deed and the rules of the fund.
(g) An employee
may vary any additional contributions by a written authorisation and the
employer must alter the additional contributions within 14 days of the receipt
of the authorisation.
(h) All
contributions shall be made at the completion of each calendar month.
(i) Ordinary time
earnings shall be defined as including:
(i) Award
classification rate.
(ii) Overaward
payment.
(iii) Shift loading
- including weekend and public holiday penalty rates earned by shift employees
on normal rostered shifts forming the ordinary hours of duty not when worked as
overtime
(iv) Casual loading
in respect to casual employees including 1/12 Annual Holiday Loading.
Ordinary time earnings does not include bonuses, commission,
payment for overtime or other extraordinary payment, remuneration or allowance.
6. Enterprise
Arrangements
The parties to this award may negotiate enterprise
arrangements consistent with the principles set out in the Industrial
Relations Act 1996, and the relevant State Wage Case principles.
7. Site Consultation
Each enterprise shall establish consultative procedures
appropriate to the size and structure of the enterprise.
8. Hours
(i)
(a) Except as
provided elsewhere in this clause, the ordinary hours of work for day workers
shall be 38 per week, Monday to Friday, inclusive, between the hours of 6.00
a.m. and 5.00 p.m. or such times as may be agreed between the employer, the
union and the majority of employees at each company.
(b) Unless
otherwise agreed between the employer and the employees concerned, the ordinary
working hours shall be worked as a 19-day, four- week cycle of eight hours
each, Monday to Friday, inclusive, between the hours of 6.00 a.m. and 5.00 p.m.
from a fixed starting time with 0.4 of one hour each day worked arising as an
entitlement to take a leisure day in each four-week cycle as a day paid for as
though worked, by rostering employees off in accordance with the terms of
clause 8 (ii) below, during a particular work cycle so that each employee has
one day off during that cycle.
(c) Provided that,
unless otherwise agreed between the employer and employees concerned, outside
the counties of Cumberland, Northumberland and Camden, and where the employer
gives seven days notice to weekly employees, the ordinary working hours shall
be worked as a 19-day four- week cycle of eight hours each, Monday to Friday,
inclusive, between the hours of 6.00 a.m. and 5.00 p.m. from a fixed starting
time with 0.4 of one hour of each day worked arising as an entitlement to take
a leisure day in each four-week cycle as a day paid for as though worked:
(1) by the
employer fixing one work day in the fourth week of the cycle as a leisure day
on which all employees engaged at a particular work location shall be given the
leisure day; or
(2) by the
employer fixing two rostered work days on which employees may be rostered off
for two half days during a particular work cycle; or
(3) by the
employer rostering employees off on various days of the week during a
particular work cycle so that each employee has one day off during that cycle;
or
(4) by the
employer rostering days off or half days off to be accrued for a period not
exceeding six "four- week" cycles.
(d) Provided
further that, where agreement is reached in accordance with paragraphs (b) and
(c), the employer shall notify the union of the details of such agreement prior
to its implementation.
(ii) By agreement
between the employer and the majority of employees, a rostered day off
prescribed in subclause (i) may be postponed.
The period of notice required to be given to an employee of the
postponement of the rostered days off as prescribed in subclause (i) shall be
five working days. In the event of a
postponement of a rostered day off as prescribed in this subclause, the
employee shall be given another Monday or Friday as the rostered day off, within
that cycle or the next four-week cycle.
The employee may request and take any other day which is mutually
agreed.
(iii) The accrued
rostered day off prescribed in subclauses (i) and (ii) shall be taken as a paid
day off, provided that the day may be worked where required by the employer if
such work is necessary by reason of unforeseen or emergency circumstances, in
which case the employee shall take one paid day off before the end of the
succeeding work cycle.
(iv) Where such
fourth Monday or agreed day off prescribed by subclause (i) falls on a public
holiday as prescribed in clause 10, Holidays, the next working day shall be
taken in lieu of the rostered day off unless an alternative day in that
four-week cycle (or the next four-week cycle) is agreed upon between the
employer and the employee.
(v) Notwithstanding
the provisions contained elsewhere in this clause, an employer can require an
employee to accumulate up to five rostered days off per year, such accumulated
days to be taken as agreed between the employer and the employee concerned with
a minimum of seven days' notice.
(vi) Each day of
paid leave taken and any public holidays occurring during any cycle of four
weeks shall be regarded as a day worked for accrual purposes.
(vii) Any employee
who has not worked, or is not regarded by reason of subclause (iv) as having
worked, a complete four-week cycle shall receive pro rata accrued entitlements
for each day worked (or each fraction of a day worked) or regarded as having
been worked in such cycle, payable for the rostered day off or, in the case of
termination of employment, on termination.
(viii) A majority of
the employees concerned and their employers mutually may agree upon starting
and ceasing times between the prescribed hours.
(ix) Shift Work -
(a) Definitions:
"Afternoon shift" means any shift finishing
after 6.00 p.m. and at or before midnight.
"Night shift" means any shift finishing
subsequent to midnight and at or before 8.00 a.m.
(b) Hours - The
ordinary hours for shift workers shall be an average of 38 hours per week over
the full cycle of the relevant work roster. Ordinary hours shall not exceed
eight during any consecutive 24 hour period to be worked between Monday and
Friday, inclusive; provided that, in any arrangement of ordinary working hours
where the ordinary working hours are to exceed eight on any shift, the
arrangement of hours shall be subject to agreement between the employer and the
employees concerned in the plant.
(c)
(i) A shift
worker while on afternoon shift shall be paid for such shift 25 per cent more
than the ordinary rate.
(ii) A shift
worker while on night shift shall be paid 33 per cent in addition to the
ordinary time rate.
(d) Crib time
amounting to 30 minutes shall be allowed and shall be paid for on each shift.
(e) No employee
who is employed during ordinary day work hours shall be employed on afternoon
or night shifts except at overtime rates.
9. Overtime and
Weekend Penalties
(i) Subject to
subclause (iii) of clause 8 Hours, and except as hereinafter provided for, all
time worked for longer hours or outside the limits of the said clause 8, shall
be paid for at the rate of time and one-half for the first two hours and at the
rate of double time thereafter. For the calculation of overtime, each day shall
stand alone.
Double time shall be paid for all time worked on a
Sunday. All ordinary time worked on a
Saturday shall be paid for at the rate of time and one-half for the first two
hours and at double time thereafter.
(ii) When overtime
is necessary, it shall, wherever reasonably practicable, be so arranged that
employees have at least ten consecutive hours off duty between the work of
successive days.
An employee who works so much overtime between the
termination of the employee's ordinary work on one day and commencement of the employee's
ordinary work on the next day that the employee has not had at least ten
consecutive hours off duty between those times shall, subject to this
subclause, be released after completion of such overtime until the employee has
had ten consecutive hours off duty without loss of pay for ordinary working
time occurring during such absence.
If, on the instructions of the employer, such an
employee resumes or continues work without having had such ten consecutive
hours off duty, the employee shall be paid at double rates until the employee
is released from duty for such period and the employee shall then be entitled
to be absent until the employee has had ten consecutive hours off duty without
loss of pay for ordinary working time during such absence.
The provisions of this subclause shall apply in the
case of shift workers as if eight hours were substituted for ten hours when
overtime is worked:
(a) for the
purpose of changing shift rosters; or
(b) 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
(c) where a shift
is worked by arrangement between the employees themselves.
(iii) Employees
shall not be required to report at the place of work earlier than the ordinary
starting time or return later than the ordinary ceasing time without the
payment of overtime.
10. Holidays
(i)
(a) Payment to the
amount which ordinarily would have been paid had the day been a working day,
shall be made for the following days, namely: New Year's Day, Australia Day,
Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen's Birthday,
Christmas Day, Boxing Day, Eight Hour Day or Labour Day, whenever celebrated,
and any other gazetted Federal and State holidays.
Reasonable time off shall be allowed by the employer
for voting on election and referendum days; provided that in any district where
Eight Hour Day is not celebrated, the Sydney Eight Hour Day shall be observed
in such district and thereafter the employees shall not be entitled to any
further holidays during the year on account of Eight Hour Day.
(b) For time
worked on the above public holidays, employees shall be paid double time and
one-half.
(ii) The first
Monday in December each year shall be a holiday as the picnic day of The Australian
Workers' Union, New South Wales Branch.
(iii) Employees not
required to work on the said picnic day shall be paid for the holiday at
ordinary rates of pay prescribed in clause 3, Wages.
(iv) Employees
required to work on the picnic day shall be paid at the rate of double time and
one-half for a minimum of four hours.
(v) Employers may
require from their employees the butt of the ticket as evidence of their
attendance at the picnic.
11. Sick Leave
(i) An employee
who, after not less than three months' continuous service in the employee’s
current employment, is unable to attend for duty during the ordinary working
hours by reason of personal illness or personal incapacity (including
incapacity resulting from injury within the Workers' Compensation Act) not due
to the employee’s own serious and wilful misconduct, shall be entitled to be
paid at the ordinary-time rate of pay for the time of such non-attendance,
subject to the following:
(a) Payment in
connection with sick leave is to be made on the next regular pay day after the
employee reports sick and such payment shall continue on regular pay days until
the employee exhausts all sick leave or resumes duty.
(b) The employee
shall not be entitled to paid leave of absence for any period in respect of
which the employee is entitled to Workers' Compensation. Sick leave shall not be payable under this
clause until the completion of the period covered by the Worker’s Compensation
claim.
(c) The employee
shall, within eight hours of the commencement of such absence, inform the
employer or the employer representative of the employee’s inability to attend
for duty and, as far as possible, state the nature of the illness or incapacity
and the estimated duration of the same.
(d) The employee
shall provide satisfactory evidence to the employer of the inability of the
said employee to attend for duty due to illness or incapacity. This shall apply
for all days for which payment under this clause is claimed.
(e) Subject to the
provisions of paragraph (f), an employee shall be entitled in each year of
continuous service to sick pay for a maximum period of 10 days.
(f) The rights
under this clause shall accumulate from year to year so long as the employment
continues with the employer, whether under this or any other award, so that any
part of 10 days which has not been allowed in any one year may be claimed by
the employee and shall be allowed by the employer, subject to the conditions
prescribed by this clause, in a subsequent year of continuous employment.
(g) For the
purpose of this clause, "continuous service" shall be deemed not to
have been broken by:
(1) any absence
from work on leave granted by the employer; or
(2) any absence
from work by reason of personal illness, injury or other reasonable cause (proof
whereof shall in each case be upon the employee); provided that any time so
lost shall not be taken into account in computing the qualifying period of
three months.
12. 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 subparagraph (ii) of paragraph (c), who needs the employee’s
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in clause 11, sick
leave, for absences to provide care and support, for such persons when they are
ill. Such leave may be taken for part
of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person.
In normal circumstances, an employee must not take carer’s leave under
this subclause where another person has taken leave to care for the same
person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee: or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned 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:
(1) "relative"
means a person related by blood, marriage or affinity;
(2) "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of other; and
(3) "household"
means a family group living in the same domestic dwelling.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person’s relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it is not practicable for the employee to
give prior notice of absence, the employee shall notify the employer by
telephone of such absence at the first opportunity on the day of absence.
(2) Unpaid Leave
for Family Purpose -
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a member of a class of person set out
in subparagraph (ii) of paragraph (c) of subclause (1) who is ill.
(3) Annual Leave -
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause above, 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 12
months of the said election.
(b) Overtime taken
as time off during ordinary time hours shall be taken at the ordinary time
rate, that is an hour for each hour worked.
(c) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason, payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(d) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(5) Make-up Time -
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours, and works those hours
at a later time, during the spread of ordinary hours provided in the award, at
the ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
(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.
13. Long Service
Leave and Annual Holidays
(i) See Long
Service Leave Act 1955 and Annual Holidays Act 1944.
(ii) In addition
to the entitlement accruing under subclause (i) of this clause, during a period
of annual leave an employee shall receive a loading calculated on the wage rate
prescribed by clause 3, Wages.
The loading shall be calculated as follows:
(a) Day Workers -
An employee who would have worked only on day work had the employee not been on
leave - a loading of 17.5 per cent.
(b) Shift Workers
- An employee who would have worked on shift work had the employee not been on
leave - a loading of 17.5 per cent.
Provided that where the employee would have received
shift loadings as prescribed by this award had the employee not been on leave
during the relevant period, and such loadings would have entitled the employee
to a greater amount than the loading of 17½ per cent, then the shift loadings
shall be added to the rate prescribed by clause 3, Wages, in lieu of the 17.5
per cent loading.
Conversely, if the shift loadings would have entitled
the employee to a lesser amount than the loading of 17.5 per cent then such
loading of 17.5 per cent shall be added to the rate of wages prescribed by the
said clause 3, in lieu of the shift loading.
14. Bereavement Leave
(i) 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 (iii) of this clause.
(ii) The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will provide to the satisfaction of the employer proof of
death.
(iii) Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal carer’s leave as set out in
subparagraph (ii) of paragraph (c) of subclause (1) of clause 12,
Personal/Carer’s Leave, provided that for the purposes of bereavement leave,
the employee need not have been responsible for the care of the person
concerned.
(iv) An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
(v) Bereavement
leave may be taken in conjunction with the other leave available under
subclauses (2), (3), (4), (5) and (6) of the said clause 12. In determining
such a request the employer will give special consideration to the
circumstances of the employee and the reasonable operational requirements of the
business.
15. Payment of Wages and
Termination of Employment
(i) One day of
each pay period shall be recognised as pay day for each job. It shall not be
later than the same day in each period.
When or before payment of wages is made to an employee, the employee
shall be issued with a docket showing, at least, the gross amount of wages and
the amount of any deductions which are made from the employee’s earnings.
Employees shall be paid during ordinary working hours. If they are paid during
the usual meal time, such time so occupied shall be added to the actual meal
time. Any employee required to wait after ordinary ceasing time to receive
payment of wages shall be paid at ordinary rates for all time the employee is
kept waiting to be paid.
(ii) When employees
are discharged, except for misconduct, they shall be paid wages due to them at
the time of their discharge. In the case of discharge for misconduct, they
shall be paid all wages due to them within 24 hours after discharge.
(iii) In the case
of any delay beyond the time herein stated, the employees shall be paid at
ordinary rates for all working time they are kept waiting. The pay period shall
close not more than three working days before the recognised pay day.
(iv) Where the
majority of employees in a particular company agree or in the case of an
individual employee with the said employee’s consent, wages may be paid weekly
by electronic funds transfer.
16. Contract of Employment
(i) Employment
shall be by the week. An employee, to become entitled to payment on a weekly
basis, shall, except as provided by clause 11, Sick Leave, perform such work as
the management shall, from time to time, require on the days and during the
hours usually worked by the class of employees affected.
(ii) Employment for
the first three months service shall be from day to day at the weekly rate
fixed; provided that any employee who has once served a probationary period of
three months with any employer shall not be subject to be employed for a second
probationary period with any employer.
Provided further that an employee shall be paid for any holiday or
holidays which occur during any period the employee is employed on probation
pursuant to this clause.
(iii)
(a) Employment
shall be terminated by the employer providing notice in accordance with the
following scale, or by payment of the relevant amount of wages in lieu of
notice, as the case may be. Such notice
is to be given at any time during the week. This shall not affect the right of
management to dismiss any employee without notice for serious and wilful
misconduct, and in such cases wages shall be paid up to the time of dismissal
only.
Employee’s period of continuous service with the
|
Period of Notice
|
employer
|
|
Not more than 1 year
|
1 week
|
More than 1 year but not more than 3 years
|
2 weeks
|
More than 3 years but not more than 5 years
|
3 weeks
|
More than 5 years
|
4 weeks
|
(b) The period of
notice is increased by 1 week if the employee is over 45 years old and has
completed at least two years of continuous service with the employer.
(c) Employment
shall be terminated by the employee providing one weeks notice, such notice to
be given at any time during the week, or by payment or forfeiture of a week’s
wages as the case may be.
(iv) Provision
shall exist under this award for the engaging of term employees. A term employee is defined as an employee
engaged for a fixed period to cover the absence of another employee. Term
employees shall become entitled to payment on a weekly basis as prescribed in
subclause (i).
(v) "Part-time
Employees" - Employees may be employed to work regular days and regular
hours less than 38 hours per week, provided that -
(a) The set weekly
hours for such an employee be determined upon engagement, which shall include
normally starting and finishing times, and thereafter not changed other than by
agreement.
(b) Notwithstanding
(a) above, a minimum of 3 days x 5 consecutive hours shall be worked each week
by such employees; provided that an employer may, instead of the
aforementioned, elect to observe any existing minimum engagement provisions for
part-time employees prescribed in enterprise arrangements.
(c) Any work
beyond the contracted hours, but not exceeding 2 hours per day, shall be at
single time, provided that the overtime provision of this Award shall apply.
(d) The spread of
ordinary hours allowable for part-time employees shall be as set out in
subclause 8 (i) (a) of this Award, and their hourly rate equal to the
appropriate weekly rate for full-time employees, and divided by 38.
(e) Where there
are more than three full-time employees engaged under this award in any
establishment the ratio of full-time employees to non full-time employees
(including casual and permanent part-time employees), shall remain 4:1.
(f) No full-time
employee shall be forced to reduce to part-time employment because of the
insertion of this provision.
(g) All other
provisions of this Award, where applicable, shall apply to part-time employees
on a pro-rata basis.
(vi) Provision
shall exist under this award for the engaging of casual employees. A casual employee is defined as an employee
engaged on an hourly basis and for a minimum period of eight hours on one day.
A casual employee shall be paid per hour one thirty-eighth of the weekly rate
prescribed by this award for the class of work performed, plus a loading of 15
per cent, plus a loading of one twelfth in lieu of annual leave entitlements.
(vii) An employee
not attending for duty shall, except as provided by clause 11, Sick Leave, lose
pay for the actual time of such non- attendance.
(viii)
(a) Notwithstanding
anything expressed or implied in this award, an employer bound by this award is
exempted from liability to pay an employee employed by the employer thereunder
for a period or periods during which:
(1) The employee
has not performed the usual duties by reason of:
(A) any strike or
other stoppage of work wherever occurring;
(B) any shortage or
restriction of supplies or interruption to work for which the employer cannot
reasonably be held responsible;
(C) any shortage of
cement brought about directly or indirectly as a result of industrial stoppages
or strikes.
(2) Reasonably,
other work has not been found for the employee. Provided that:
(A) any employee
who is required to attend for work on any day and who works on that day for
less than a full day shall be paid the ordinary pay for the time worked or for
four hours, whichever be greater; provided that, if the employee works for not
less than 75 per cent of the ordinary hours for the day, the employee shall be
paid the ordinary pay for a full day; and
(B) an employee who
is required to attend for work on any day and who attends and who is not
required to work shall be paid for that day the ordinary pay for two hours plus
an amount as set out in Item 5 of Table 2 - Allowances and Other Matters, of
Part B.
(b) An employee
who, pursuant to this subclause, is not required to work for any period shall
be deemed to have worked for that period for all purposes related to leave of
any kind, whether prescribed by any Act or award or industrial agreement or
otherwise or related to entitlement to any holiday prescribed by any award or
industrial agreement.
(c) An employee
shall not be a part-time employee or a casual employee merely by reason of not
being required, pursuant to this subclause, to work for any period.
(d)
(1) Notwithstanding
anything contained in any award requiring the giving of a longer period of
notice of termination of employment, an employee to whom this subclause is
applied by an employer shall be entitled to terminate employment by giving one
day's notice of such termination or by forfeiting one day's pay.
(2) An employee
whose employment is terminated pursuant to this subclause otherwise than by
forfeiting one day's pay shall be regarded as having had the employee’s
employment terminated by the employer without default of the employee.
(e) Where the
usual pay day of an employee to whom this subclause is applied occurs during
any period when the employee is stood down, the employer may postpone that pay
day of such employee to the next day on which the employee works, unless the
employee, while so stood down, elects to attend on the relevant usual pay day
at the place where the employee is usually paid.
(f) An employer
shall daily, make and preserve and keep a true and accurate record of; the name
of each employee to whom the employer applies this subclause, and, of the days
and times when the employee was, because of the said application of this
subclause, not required to work, and shall make such record available for the
inspection by the Secretary of the industrial union concerned at any time that
is reasonable in the circumstances.
(g) Any employee
who is stood down under this subclause shall be at liberty to take other employment
and, in the event of so doing, it shall be reasonable excuse for not reporting
for duty after being notified that the employee is required to attend for work
with the company that the employee is working out a period of notice not
exceeding two weeks which the employee is required to give in such other
employment.
(h) Any employee
whom the employer proposes to stand down under this subclause shall be entitled
to elect to take any annual leave or long service leave to which the employee
is entitled or which is accruing to the employee.
17. Country Work
(i) Country work
shall mean employment at a place which requires the employee to live away from
the usual place of residence.
(ii) All
employees, sent by the employer from the city to the country or from one
country centre to another country centre or from a country centre to the city,
shall have their fares provided by the employer and, on remaining until the
completion of the job or until the special work which they were sent to perform
is completed and no other work is provided by the employer, shall be entitled
to fares back to the place of engagement.
(iii) Any person
selected for work and sent by an employer or the employer's agent, from the
city to the country or from one country centre to another or from a country
centre to the city, shall have the necessary fares provided by the employer.
(iv)
(a) Where
employees are sent from one place to another, as prescribed by this clause, the
employer shall provide reasonable board and lodging or shall pay an amount per
week of seven days as set out in Item 6 of Table 2 - Allowances and Other
Matters, of Part B, Monetary Rates, but such allowance shall not be wages.
(b) In the case of
broken parts of a week, the allowance shall be all living expenses actually and
reasonably incurred but not exceeding the amount per week as set out in Item 7
of Table 2 - Allowances and Other Matters, of Part B, provided that the
foregoing allowance shall not be paid by the employer where camping facilities
are provided.
(v) Time occupied
in travelling to and from country work shall be paid for at ordinary rates in
addition to wages otherwise earned; provided that no employee shall be paid
more than the ordinary day's wages for any time not exceeding 24 hours spent in
travelling.
(vi) Where
employees are sent from one place to another, as prescribed by this clause,
they shall be allowed the amount as set out in Item 8 of Table 2 - Allowances
and Other Matters, of Part B, for each meal hour while travelling or waiting en
route, and if required to spend the night at some place en route shall be
allowed the amount as set out in Item 9 of the said Table 2 for a bed or
accommodation as arranged by the employer. These provisions also shall apply to
the return journey.
(vii) If employees
are transferred to another job, at their own request, they shall not be
entitled to fares or any allowances under this clause.
18. Mixed Functions
An employee engaged for more than 2 hours during any one day
on duties carrying a higher rate than the ordinary classification shall be paid
the higher rate for the whole of such day.
If the employee is engaged for 2 hours or less during any one day the
employee shall be paid the higher rate for the time so worked.
An employee who temporarily is required to do work for which
a lower rate is paid shall not suffer any reduction in wages while so employed;
provided that any work of less than 3 weeks' duration shall be deemed to be
temporary.
19. First-Aid
(i) See
regulation 119 of the Construction Safety Act 1912.
(ii) In the event
of any serious accident happening to any employee while at work, transport
facilities to the nearest hospital or doctor shall be provided at the expense
of the employer.
(iii) Any employee
appointed by the employer to perform first-aid duty shall be paid an amount per
day as set out in Item 10 of Table 2 - Allowances and Other Matters, of Part B,
in addition to the ordinary rate.
20. Reporting for Duty
Employees directed to report for work on a Saturday or a
Sunday and not being required shall be paid for four hours at overtime rates.
21. Tools
(i) All tools
required shall be provided, free of charge, by the employer. The employer shall
provide such masks, goggles or other protective equipment necessary for the
safe and efficient use of such tools, and the employee shall wear or use such
protective equipment.
(ii) Such
protective clothing shall remain the property of the employer and shall be
produced, when required, by the employee for inspection by the employer.
(iii) Loss due to
neglect or misuse by the employee shall be a charge against the wages of the
employee. A deduction at a reasonable
rate may be made by the employer from the wages of the employee, provided that
no such deduction shall be made for reasonable wear or tear.
22. Fares
(i) An employee
temporarily transferred from the usual place of employment to another location
shall be paid at ordinary rates for all time in excess of that usually spent in
travelling to that place of employment. When required to use a private vehicle,
an employee shall be paid an amount per kilometre as set out in Item 11 of
Table 2 - Allowances and Other Matters, of Part B, Monetary Rates, for all
distance travelled in excess of that travelled to the usual place of employment.
(ii) Subclause (i)
above shall not apply to employees who are engaged to regularly relieve other
employees at batching plants.
(iii) An employee
who is required to travel from one batch plant to another at the direction of
the employer during working hours, and who is required to provide transport
shall be paid at the rate of an amount per kilometre as set out in Item 12 of
the said Table 2.
23. Meal Allowance
(i) Any employee
required to work overtime for more than one and one-half hours after the ordinary
ceasing time, without being notified on the previous day or earlier, shall be
provided with a meal or shall be paid an amount as set out in Item 13 of Table
2 - Allowances and Other Matters, of Part B, Monetary Rates, for such meal and
after the completion of each further four hours on continuing overtime, shall
be paid an amount as set out in Item 14 of the said Table 2 for each subsequent
meal in addition to the overtime payment.
(ii) Except as
provided by subclause (ix), Shift Work, of clause 8, Hours, time taken for such
meal or meals shall not be paid for.
(iii) If an
employee, pursuant to notice, has provided a meal or meals and is not required
to work overtime, the employee shall be paid an amount as set out in Item 13 of
Table 2 for the first meal and an amount as set out in Item 14 of Table 2 for
each subsequent meal provided.
24. Meal Breaks
(i) Unless
otherwise agreed upon by the majority of the employees concerned and their
employer, a recognised meal break of 30 minutes shall be allowed each day
between the hours of 11.30 a.m. and 1.00 p.m. as an unpaid meal break.
(ii) Unless
otherwise agreed upon by the employer and employees concerned, employees called
upon to work during the recognised meal break shall be paid at overtime rates for
the full period of the meal break, regardless of actual time worked.
(iii) Subclause
(ii) applies provided that where, for special reasons, it is necessary to alter
the time of the recognised meal break, employees may be called upon to work at
ordinary rates for a period not exceeding 30 minutes from the commencement of
the recognised meal break; provided further that they receive equivalent meal
time.
25. Union Representative
A union representative appointed by the employees shall be
allowed the necessary time, during working hours, to interview the engineer or
officer-in-charge, on matters affecting the employee whom they represent.
26. Right of Entry
See Part 7 of Chapter 5 of the Industrial Relations Act of
1996.
27. Redundancy
(A) Application -
(i) This clause
shall apply in respect of full-time and part-time persons employed in the
classifications specified in Part B Table 1 - Monetary Rates.
(ii) In respect to
employers who employ more than 15 employees immediately prior to the termination
of employment of employees, in the terms of paragraph (i) of subclause (D) of
this clause.
(iii) Notwithstanding
anything contained elsewhere in this award, this clause shall not apply to
employees with less than one year's continuous service and the general
obligation on employers shall be not 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.
(iv) Notwithstanding
anything contained elsewhere in this award, this clause shall 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.
(B) Introduction of
Change -
(i) Employer's
Duty to Notify -
(a) 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 effect on employees, the employer shall notify the employees who
may be affected by the proposed changes and the union to which they belong.
(b) '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 this award makes provision for
alteration of any of the matter referred to herein, an alteration shall be
deemed not to have significant effect.
(ii) Employer's
Duty to Discuss Change -
(a) 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 (i) 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.
(b) The discussions
shall commence as early as practicable after a definite decision has been made
by the employer to make the changes referred to in the said paragraph (i).
(c) For the
purposes of such discussions, 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 the 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.
(C) Redundancy -
(i) Discussions
before Terminations -
(a) 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 (B) -
Introduction of Change, 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.
(b) The discussions
shall take place as soon as is practicable after the employer has made a
definite decision which will invoke the provisions of subparagraph (a) of this
paragraph and shall cover, inter alia, any reason for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination on the employees concerned.
(c) For the
purpose of the discussion the employer shall, as soon as is 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.
(D) Termination of
Employment -
(i) Notice for
Changes in Production, Program, Organisation or Structure - This paragraph sets
out the notice provisions to be applied to terminations by the employer for
reasons arising from production, program, organisation or structure, in
accordance with subparagraph (a) of paragraph (i) of subclause (B) of this
clause.
(a) 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
|
(b) In addition to
the notice above, employees over 45 years of age at the time of the giving of
notice, with not less than two years continuous service, shall be entitled to
an additional week’s notice.
(c) Payment in
lieu of 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.
(ii) Notice of
Technological Change - This paragraph sets out the notice provision to be
applied to terminations by the employer for reasons arising from technology in
accordance with subparagraph (a) of paragraph (I) of subclause (B) of this
clause.
(a) In order to
terminate the employment of an employee the employer shall give to the employee
three months notice of termination.
(b) Payment in lieu
of 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.
(c) 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, or any Act amending or replacing either of
these Acts.
(iii) Time off
during notice period -
(a) 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 purpose of seeking other
employment.
(b) 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.
(iv) 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.
(v) 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.
(vi) Notice to
Employment National - Where a decision has been made to terminate employees,
the employer shall notify Employment National thereof as soon as possible,
giving relevant information, including the number and categories of employees
likely to be affected and the period over which the terminations are intended
to be carried out.
(vii) CentreLink
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 Centrelink.
(viii) Transfer to
Lower Paid Duties - Where an employee is transferred to lower paid duties for
reasons set out in subparagraph (a) of paragraph (I) of subclause (B) 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 rate for the number of
weeks notice still owing.
(E) Severance Pay
-
(i) Where the
employment of an employee is to be terminated pursuant to subclause (D) 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.
(a) If an employee
is under 45 years of age, the employer shall pay in accordance with the
following scale:
Years of Service
|
Under 45 Years of
Age Entitlement
|
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
|
(b) Where an
employee is 45 years of age or over, the entitlement shall be in accordance
with the following scale:
Years of Service
|
45 Years of Age and
Over Entitlement
|
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 years
|
17.5 weeks
|
6 years and over
|
20 weeks
|
(c) ‘Week’s 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, overaward payments, shift penalties and allowances
paid in accordance with this award.
(ii) Incapacity to
Pay - 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 paragraph
(i) of this subclause.
The Commission shall have regard to such financial and
other resources of the employer concerned as the Commission thinks relevant,
and the probable effect paying the amount of severance pay in the said paragraph
(i) will have on the employer.
(iii) Alternative
Employment - 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 the said
paragraph (i) if the employer obtains acceptable alternative employment for an
employee.
(F) Savings Clause
- Nothing in this clause shall be construed so as to require the reduction or
alteration of more advantageous benefits or conditions which an employee may be
entitled to under any existing redundancy agreement, taken as a whole, between
the union and any employer bound by this award.
28 Employees Recalled
to Work
Where an employee is recalled to work after leaving the job,
the employee shall be paid for a minimum of four hours at overtime rates.
29. Protective Clothing
(i)
(a) The employer,
where required, shall supply, free of charge, one pair of overalls or one pair
of trousers and one shirt per annum.
(b) Employees
shall be supplied with gum boots and safety boots where required.
(ii) Such
protective clothing shall remain the property of the employer and shall be
produced, when required, by the employee for inspection by the employer.
(iii) Loss due to
any cause arising out of neglect or misuse by the employee shall be a charge
against the wages of the employee. A
deduction at a reasonable rate may be made by the employer from the wages of
the employee, provided that no such deduction shall be made for reasonable wear
or tear.
(iv) Such overalls
or trousers and shirts shall be laundered by the employer, free of charge, or
an amount per week as set out in Item 15 of Table 2 - Allowances and Other
Matters, of Part B, shall be paid to the employee in lieu thereof.
30. Disputes Resolution
Procedures
The procedure for the resolution of industrial disputation
will be in accordance with the Industrial Relations Act 1996.
These procedural steps are:
(i) Procedure
relating to a grievance of an individual employee:
(a) The employee
is required to notify (in writing or otherwise) the employer as to the
substance of the grievance, request a meeting with the employer for bilateral
discussions and state the remedy sought.
(b) A grievance
must initially be dealt with as close to the source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable
time limits must be allowed for discussion at each level of authority.
(d) At the
conclusion of the discussions, the employer must provide a response to the
employee's grievance, if the matter has not been resolved, including reasons
for not implementing any proposed remedy.
(e) While a
procedure is being followed, normal work must continue.
(f) The employee
may be represented by an industrial organisation of employees.
(ii) Procedure for
a dispute between an employer and the employees:
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time limits must be allowed for discussion at each level of authority.
(c) While a
procedure is being followed, normal work must continue.
(d) The employer
may be represented by an industrial organisation of employers and the employees
may be represented by an industrial organisation of employees for the purposes
of each procedure.
31. No Reduction
No employee will have entitlements reduced by the making of
this award.
32. Anti Discrimination
and Harassment
(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 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 56(d) of the Anti-Discrimination Act 1977.
(d) A party to
this award from pursuing matters of unlawful discrimination in any state or
federal jurisdiction.
(5) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
33. Area, Incidence and
Duration
This award rescinds and replaces the Cement Mixers and
Concrete Workers, Central Batch Plants (State) Award published 13 January 1995
(283 I.G. 33) and all variations thereof.
This award shall apply to weighers and batchers and
assistants employed at ready-mixed concrete batch plants by companies engaged
in the production of ready-mixed concrete for sale within the jurisdiction of
the Labourers, Railway and Road Construction, &c. (State) Industrial
Committee, within the State, excluding the Municipality of Broken Hill.
This award shall take effect from the first full pay period
to commence on or after 24 February 2000 and shall
remain in force for a period of 12 months.
PART B
MONETARY RATES
Table 1 - Wages
|
Column A
|
Column B
|
Column C
|
Classification
|
Former Rate
|
SWC 1999
|
Total
|
|
$
|
$
|
$
|
Grade 1 - Trainee
|
433.00
|
12.00
|
455.00
|
Grade 2 - Plant Assistant
|
452.30
|
12.00
|
464.30
|
Grade 3 - Batching
|
480.60
|
12.00
|
492.60
|
Grade 3
|
|
|
|
(a) Single Batcher in a manual plant
|
|
|
|
with more than 15 delivery vehicles
|
488.00
|
12.00
|
500.00
|
(b) Field sampling and testing
|
488.60
|
12.00
|
500.60
|
Grade 4
|
|
|
|
(a) Country batch plant operator in
|
|
|
|
plant with up to 9 delivery vehicles
|
494.90
|
12.00
|
506.90
|
(b) Country batch plant operator in
|
|
|
|
plant with more than 9 and up to 15
|
|
|
|
vehicles
|
502.90
|
12.00
|
514.80
|
Grade 5
|
|
|
|
(a) Allocating plant with up to 9
|
|
|
|
delivery vehicles
|
494.90
|
12.00
|
506.90
|
(b) Allocating plant with more than 9
|
|
|
|
and up to 15 vehicles
|
502.80
|
12.00
|
514.80
|
(c) Allocating plant with more than 15
|
|
|
|
delivery vehicles
|
510.30
|
10.00
|
520.30
|
Grade 6
|
|
|
|
(a) Allocating and batching plant with
|
|
|
|
up to 9 delivery vehicles
|
502.80
|
12.00
|
514.80
|
(b) Allocating and batching plant with
|
|
|
|
more then 9 and up to 15 delivery
|
|
|
|
vehicles
|
510.30
|
10.00
|
520.30
|
(c) Allocating and batching plant with
|
|
|
|
more than 15 delivery vehicles
|
521.10
|
10.00
|
531.10
|
Table 2 -
Allowances and Other Matters
Item
|
Clause
|
Brief Description
|
Amount
|
No.
|
No.
|
|
$
|
1
|
3(ii)
|
Leading hands - In charge of more than 2 and up to and
including 5
|
15.25
|
|
|
employees and/or delivery trucks
|
per week
|
2
|
3(ii)
|
In charge of more than 5 and up to and including 10
employees and/
|
17.65
|
|
|
or delivery trucks
|
per week
|
3
|
3(ii)
|
In charge of more than 10 employees and/or delivery trucks
|
24.00
|
|
|
|
per week
|
4
|
3(iii)
|
Industry allowance
|
17.45
|
|
|
|
per week
|
5
|
16(viii)
|
Attends work but is not required
|
1.13
|
|
(2)(B)
|
|
|
6
|
17(iv)(a)
|
Board and lodging
|
282.30
|
|
|
|
per week
|
7
|
17(iv)(b)
|
Living expenses maximum
|
282.30
|
|
|
|
per week
|
8
|
17(vi)
|
Meal allowance en route
|
7.80
|
9
|
17(vi)
|
Bed allowance
|
40.35
|
10
|
19(iii)
|
First-aid allowance
|
1.70 per
|
|
|
|
day
|
11
|
22(i)
|
Travel allowance
|
0.61 per km
|
12
|
22(iii)
|
Travel allowance
|
0.61 per
|
|
|
|
km
|
13
|
23(i),(iii)
|
First meal
|
7.80
|
14
|
23(i),(iii)
|
Subsequent meal
|
6.62
|
15
|
29(iv)
|
Laundry allowance
|
7.50 per
|
|
|
|
week
|
B. W. O' NEILL,
Commissioner.
____________________
Printed by the authority of the Industrial Registrar.