KILPATRICK GREEN PTY LTD NEW SOUTH WALES ENTERPRISE AWARD, 2000-2002
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by the
Electrical Trades Union of Australia, New South Wales Branch, industrial
organisation of employees.
(No. IRC982 of 2000)
|
Before The Honourable
Mr Justice Maidment
|
30 March 2000
|
AWARD
Index
Clause No. Subject Matter
1. Introduction
2. Title
3. Definitions
4. Objectives
5. Parties
Bound
6. Application
Of Award
7. Date And
Period Of Operation
8. No Extra
Claims
9. Not To Be
Used As A Precedent
10. Conditions
Of Employment
11. Dispute
Settlement Procedure
11A. Anti-Discrimination
12. Consultative
Mechanism
13. Hours Of
Work
14. Wages
15. No
Disadvantage
16. Superannuation
17. Redundancy
18. Top-Up/24
Hour Income Accident Protection Insurance
19. Clothing
20. Transfer
Of Labour
21. Skill
Development
22. Wet
Weather Procedure
23. Payment Of
Wages
24. Fares And
Travelling Allowances
25. Picnic Day
26. Distant/Away
Work
27. Quality
Assurance
28. Classifications
29. Tools
30. Supplementary
Labour
31. Group
Training Companies
32. Renewal of
Award
33. Signatories
Schedule A
1. Introduction
This Award has been jointly developed by Kilpatrick Green
Pty Ltd, its employees and the Electrical Trades Union of Australia, New South
Wales Branch with the purpose of developing and implementing workplace reform
strategies so as to produce a continuous improvement environment aimed directly
at improving the competitiveness of the Company within the marketplace, thus
delivering projects on time and within budget along with job satisfaction and
security for employees.
2. Title
This Award shall be known as the Kilpatrick Green New South
Wales Enterprise Award, 2000‑2002.
3. Definitions
For the purpose of this Award:
• "Award"
means this Enterprise Award.
• "Company"
means Kilpatrick Green Pty Ltd.
• "Construction
Work" has the same definition as contained in the Parent Award.
• "Employee"
means an employee of the Company performing work within the scope of this
Award.
• "NECA"
means the National Electrical Contractors Association.
• "Parent
Award" means the Electrical, Electronic and Communications Contracting
Industry (State) Award.
• "Union"
means the Electrical Trades Union of Australia, New South Wales Branch.
4. Objectives
The parties to this Award are committed to the following
shared objectives:
• To ensure
customer satisfaction in the provision of services.
• Increasing
the competitiveness, productivity, efficiency and flexibility of the Company
and its workforce.
• Creating a
co-operative, safe and productive environment on the Company's projects.
• Continuing
the development of more flexible, efficient and adaptable management and work
practices.
• Establishing
and developing better and more effective communication and consultation between
the Company and employees.
• To foster a
commitment to the Company's Quality Management System.
• Improving
job security and the working environment.
• To provide
for the use of the full range of skills and knowledge held by employees.
• To implement
a training skills enhancement program consistent with the provisions of the
Parent Award and this Agreement for all employees.
• To
substantially reduce disputation and eventually eliminate lost time due to
disputation.
5. Parties Bound
This Award shall be binding upon:
a) Kilpatrick
Green Pty Ltd; and
b) All employees
whether members of the Union or not, engaged in any of the occupations,
industries or callings specified in the Parent Award; and
c) The
Electrical Trades Union of Australia, New South Wales Branch.
6. Application
of Award
This award rescinds and replaces the Kilpatrick Green Pty
Ltd NSW Enterprise Award 1998 published 4 June 1999 (309 I.G. 1174), and all
variations thereof.
This Award applies to the Company in respect of all
employees who are engaged pursuant to the Parent Award and who are engaged upon
construction work within New South Wales but outside the County of Cumberland.
Where there is any inconsistency between this Award and the
Parent Award, the Award shall prevail to the extent of the inconsistency.
7. Date and Period
of Operation
This Award shall take effect from the first full pay period
to commence on or after 11 March 2000 and shall remain in force thereafter
until 31 December 2002.
The parties to this Award shall continuously monitor the
application of the Award via a Consultative Committee.
8. No Extra
Claims
The Employees and the Union shall not pursue any extra
claims, either Award or over Award for the life of the Award. Without limiting the generality of the
foregoing, there shall be no industrial action for the purpose of supporting or
advancing claims against the company until the Award's nominal expiry date has
passed. Where any disagreement arises,
the parties shall follow the Dispute Settlement Procedure contained in this
Award.
9. Not to Be
Used as a Precedent
This Award shall not be used in any manner whatsoever to
obtain similar arrangements or benefits in any other State, Territory,
Division, Plant or Enterprise.
10. Conditions of
Employment
a) It is a term
and condition of employment and of the obligations and rights occurring under
this Award, that an employee:
i) properly use
and maintain all appropriate protective clothing and tools and equipment provided
by the Company for specified circumstances;
and
ii) use any
technology and perform any duties which are within the limits of the employee's
skill, competence and training; and
iii) understand
that termination of employment will be based on job requirements and skills and
that the principle of 1ast on ‑ first off' will not apply. It is the
needs and requirements of the Company, together with the efforts, skills and
abilities of the employee which will be the determining factors regarding the
retrenchment of employees. However, where efforts, skills and abilities are
equal then seniority shall take precedence;
and
iv) maintain
commitment to, and comply with the Company's directions (consistent with the
objectives of the Award) with respect to, safety, quality, site cleanliness and
waste management; and
v) provide and
maintain an adequate kit of tools in accordance with Parent Award
requirements; and
vi) be committed
to the objectives in Clause 4 of this Award.
b) All new
employees (other than casuals) will be engaged on the basis of a 3 month
probationary period, which shall count as service. The Company reserves the right to terminate a probationary
employee at any time during this 3 month period subject to a week's notice or
payment in lieu thereof.
c) The Company's
right to employ persons on a specified task and/or specified period basis is
acknowledged.
11. Dispute
Settlement Procedure
The parties agree that one of the fundamental objectives of
this Award is to eliminate lost time in the event of a dispute. Further that it is in the best interests of
both parties to achieve prompt resolution of disputes.
The most effective procedure to achieve this, is for the
responsibility for resolution to remain as close to the source as is possible,
it is with this uppermost in mind that the parties agree to strictly adhere to
the dispute settlement procedure as follows:
a) The employee/s
or accredited employees representative wishing to raise any matter affecting
the employee/s shall:
i) initially raise
the matter with the employee/s immediate supervisor/foreperson. If agreement is not reached at this level,
the employee/s or representatives shall then;
ii) raise the
matter with the Company Manager or his representative. If agreement is not reached at this level
and an employee representative has been involved, the employee representative
will then;
iii) be provided
with telephone facilities to speak to an official of the Union and request
representation at a further conference to be held at a date and time mutually
acceptable.
b) Should
negotiations as prescribed in (a) above fail, the matter (where appropriate)
shall be referred to the National Electrical Contractors Association and the
State Secretary of the Union or his/her nominee within five working days, at
which level a conference of the parties shall be convened without delay.
c) In the absence
of agreement, either party may refer the matter to the Industrial Relations
Commission of New South Wales for conciliation and/or arbitration.
d) Whilst the
above procedure is being effected, work shall continue normally.
e) All
recommendations, orders and/or directions of the Industrial Relations
Commission of New South Wales shall be strictly observed by all parties subject
to the industrial rights of the parties.
11a. Anti-Discrimination
a) 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.
b) 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.
c) 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.
d) Nothing in
this clause is to be taken to affect:
i) any conduct
or act which is specifically exempted from anti-discrimination legislation;
ii) offering or
providing junior rates of pay to persons under 21 years of age;
iii) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
iv) 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".
12. Consultative Mechanism
The parties agree that a precondition for the effective
operation of the Award is the establishment of consultative mechanisms with the
Company. To this end, a Consultative
Committee, comprising of Company appointed representatives and employee elected
representatives shall be established and maintained. The purpose of the Consultative Committee shall be to consult,
develop, recommend and assist to implement strategies and measures designed to
achieve the objectives outlined under Clause 4 of this Award.
13. Hours of Work
The parties agree that the current working arrangements for
hours of work provisions (including, but not limited to, the daily maximum
ordinary hours, work cycles and the taking of meal breaks and rest periods) may
be altered during the life of this Award following consultation and agreement
between the Company and the majority of affected site personnel so as to
provide greater flexibility and to meet project and/or shift work or
operational requirements. The criteria
that will be used in assessing the desirability of proposed changes to hours of
work will include the impact on efficiency, operational and project
requirements, productivity, quality and quality of life.
The parameters for ordinary hours for the purpose of this
Award shall be an average of 38 hours per week and shall be between 6.00am and
6.00pm on any or all of the days Monday to Friday. The ordinary hours of work shall be worked continuously except
for meal breaks. Different methods of
implementation of the hours of work may be applied to various groups or
sections of employees by agreement.
Staggered starting and finishing times may be introduced by
agreement with employees at the site to help overcome any problems or potential
delays. As a consequence, breaks taken during the course of the day shall also
be staggered.
An employee's weekly ordinary hours of work can consist of
both day work and shift work, provided that the appropriate shift allowance is
paid for any shift work in accordance with sub‑clause 22.6 of the Parent
Award.
Shift Work
The above flexible hours of work provisions will also apply
to shift work as defined by the Parent Award.
Rostered Days Off (RDO's)
The parties agree to increased flexibility with regard to
the taking of RDO's. RDO's may be rescheduled or staggered over the work cycle
rather than on industry RDO days.
By agreement between the Company and an employee, IRD0's may
be banked to a maximum of five (5). Records of each employee's RDO status will
be kept by the Company and made available to the employee upon request.
Starting
Employees shall be at the nearest gang box or site shed
dressed and equipped and ready to commence work at the work start time. Wash up
time shall occur after the finish time.
14. Wages
Wage rates for employees shall be as prescribed in Schedule
A. These wage rates are effective from
the first full pay period to commence on or after the dates specified in
Schedule A.
These wage increases will be in lieu of any other increases
granted by the Industrial Relations Commission of New South Wales during the
term of this Award except that should the Parent Award's all purpose hourly
wage rates exceed the rates under this Award, employees shall be paid at the
higher hourly rate.
Expense related allowances, with the exception of the excess
fares allowance, will be paid in accordance with the Parent Award and varied as
the Parent Award is varied.
15. No
Disadvantage
No employee shall suffer an overall reduction in pay as a
result of the making of this Award. The
components used to determine if any financial disadvantage has occurred are
wage rates, productivity allowance and excess fares and travel time only. Site allowance, superannuation, redundancy
and top-up/24 hour employee insurance contributions will not form part of an
employees pay for this purpose. Further, this assessment will be based on an
ordinary 38 hour working week and no overtime shall be taken into account.
16. Superannuation
The Company will pay superannuation contributions into the
NESS No.1 Superannuation Scheme (or C+BUS where appropriate) for each
employee. It is hereby agreed that this
superannuation fund will be the sole fund utilised under this award. The contribution rate shall be as required
by the Superannuation Guarantee Legislation, provided that the weekly minimum
contribution for all employees, except apprentices and trainees, will be $60
per week worked.
All superannuation contributions will be paid monthly as
required by the Trust Deed.
17. Redundancy
Redundancy will be paid strictly according to the provisions
of the Electrical Contracting Industry Redundancy and Technological Change (State)
Award with the exception that this award shall apply notwithstanding that
employment is terminated by the Company due to the ordinary and customary
turnover of labour.
Upon commencement of this Award, the Company will make
contributions to MERT on behalf of employees (other than apprentices and
trainees) engaged upon construction work at the following rates:
• From date
of agreement, at the rate of $47.50 per week worked;
• From 1
April 2000, at the rate of $50.00 per week worked;
• From 1
October 2000, at the rate of $52.50 per week worked;
• From 1
April 2001, at the rate of $55.00 per week worked;
• From 1
October 2001, at the rate of 57.50 per week worked;
• From 1
April 2002, at the rate of $60.00 per week worked.
18. Top‑Up/24
Hour Income Accident Protection Insurance
It is a term of the Award, the Company will pay Top-Up/24
Hour Employee Insurance under the WageCover or other agreed scheme from the
date of commencement of the Award.
19. Clothing
(a) All
employees will be provided with one pair of safety boots on commencement of
employment.
(b) Employees,
other than casuals or probationary employees, will be entitled to:
(i) One Bluey
Jacket;
AND
(ii) Two
long sleeve shirts;
and either
two pairs of long trousers;
or
two bib and brace overalls.
OR
(iii) Two sets of
coveralls.
NB: Employees may
choose either (ii) or (iii), or one set each of (ii) or (iii).
The above items will be supplied once per calendar year or
subject to fair wear and tear. Employees agree to present to work dressed
suitably and wearing appropriate protective clothing where required.
20. Transfer of
Labour
If a halt to productive work occurs which is not the fault
or the responsibility of the Company, the parties agree that employees can be
relocated to other unaffected areas to continue productive work or to other
sites if work is available. Provided
that employees will continue to be paid in accordance with this Award during
such a temporary transfer.
21. Skill
Development
The Company acknowledges the changing pace of technology in
the electrical contracting industry and the need for employees to understand
those changes and have the necessary skill requirements to keep the Company at
the forefront of the industry.
The parties to this Award recognise that in order to
increase the efficiency, productivity and competitiveness of the Company, a
commitment to training and skill development is required. Accordingly, the
parties commit themselves to:
a) Developing a
more highly skilled and flexible workforce.
b) Providing
employees with career opportunities through appropriate training to acquire the
additional skills as required by the Company.
Taking into account:
• The current
and future skill needs of the Company.
• The size,
structure and nature of the Company.
• The need to
develop vocational skills relevant to the Company and the Electrical
Contracting Industry.
Where, by agreement between the employee and employer, an
employee undertakes training providing skills which are not a company specific
requirement, any time spent in the completion of this training shall be unpaid.
22. Wet Weather
Procedure
Definition
Inclement Weather means the existence of rain or abnormal
climatic conditions by virtue of which it is either unreasonable or unsafe for
workers exposed to these conditions to continue working in the exposed area.
The parties to this Award agree to abide by the following
procedures in order to limit the amount of lost time associated with inclement
weather.
(a) The Kilpatrick
Green Employee Safety Representative will meet with the Kilpatrick Green Site
Management Representative to determine by mutual agreement if the weather is
inclement.
A reasonable approach will be taken as to what
conditions constitute Inclement Weather and whether it may be reasonable and
safe in some circumstances to continue working.
Where conditions are deemed to be inclement, employees
so affected will be directed to work in protected areas if, in Kilpatrick
Green's opinion, useful work is available within the scope of the employees'
skills, competence and training.
This may necessitate the safe movement through
inclement affected areas, of employees, materials and services in order to work
in the protected areas. Protective
clothing will be supplied by Kilpatrick Green as required.
Employees may be transferred to other sites where
productive work is available even where this necessitates movement through
inclement affected areas, so long as protective clothing is supplied.
(b) In
circumstances where not all employees can be found productive work on site
other unaffected employees will continue working.
(c) Where the
above steps are not possible, affected employees may be required to attend tool
box meetings, work planning sessions or skills development activities, all of
which will count as productive time for payment purposes.
(d) Where none of
the above activities are possible for some or all employees, those employees
will not be required to sit in the sheds unreasonably. However, no employee may leave site in these
circumstances without the express permission of Project Management.
23. Payment of
Wages
Wages will be paid weekly by electronic funds transfer
(EFT). The Company shall comply with
all provisions to the keeping of time and wage records and the production of
payslips in accordance with the Industrial Relations Act 1996.
Each employee is responsible for the accurate and timely
completion and provision of time sheets and production records.
24. Fares and Travelling
Allowances
Employees will be paid an excess fares allowance as
prescribed by Schedule A where they have an entitlement to this allowance under
the Parent Award.
Where an employee has an entitlement to the average excess
travelling time payment pursuant to subclause 4.4.2 of the Parent Award, the
payment will be as prescribed by Schedule A.
Both allowances are fixed for the life of the Award.
25. Picnic Day
In accordance with picnic day provisions, the Company shall
require from an employee proof of picnic day attendance, ie ETU ticket
purchase, before payment will be made for the day. A ticket purchased in relation to an alternative union picnic day
is not sufficient for the purposes of payment.
26. Distant/Away
Work
Where an employee genuinely volunteers to be transferred to
a distant site, he/she shall not be entitled to living away allowances or
travel expenses.
Where an employee is specifically requested to transfer to a
distant site, they shall be entitled to living away allowances.
All arrangements regarding distant sites shall be formalised
in writing and witnessed by another employee. The selection of employees for
away work shall be solely at the discretion of the Company.
27. Quality
Assurance
The parties endorse the underlying principles of the
Company's quality management system, which seeks to ensure that its services
are provided in a manner which best conforms to the requirements of the
contract with its customer. This
requires the Company to establish and maintain, implement, train and
continuously improve its procedures and processes, and the employees to follow
the procedures, document their compliance and participate in the improvement
process. In particular, this will
require employees to regularly and reliably fill out documentation and
checklists to signify that work has been carried out in accordance with the
customer's specific requirements. Where necessary, training will be provided in
these activities.
28. Classifications
There will be no Grade 6 reclassification claims for the
duration of this Award except where such claims are in strict accordance with
the Award criteria.
29. Tools
The following list of tools is the minimum required by an
electrician. The minimum tool requirement for apprenticed electricians are
those items marked with an asterisk. It is the responsibility of all
electricians and apprentices employed by Kilpatrick Green to comply with this
obligation.
i Two 1000 volt insulated flat
screwdrivers (small and large)*
i One flat screwdriver *
i Two Phillips screwdrivers (small and large)*
i Insulated side cutters *
i Electricians insulated 20Omm pliers*
i Long nose pliers *
i 250mm multigrips*
i 100mm shifting spanner *
i 200mm shifting spanner
i 300mm shifting spanner *
i Claw hammer*
i Lump hammer
i 300mm hacksaw *
i Gyprock Saw
i Electricians knife *
i Masonry chisel
i Steel chisel
i 8 metre tape*
i Small level
i Test equipment (approved proving dead
device such as "Magnet Stick" or Volt Stick" which are non
contact proximity devices)
i Hand crimper to 6mm
i Cable stripper to 4mm
i Allen keys metric and imperial*
i String Line and Chalk Line*
i Tin Snips *
i Junior hacksaw*
i Wood chisel
i Combination square*
i Tool box and lock *
i Open end ring spanners up to 17mm
i Metric/imperial socket set up to 17mm
Kilpatrick Green will maintain insurance cover to a maximum
of $2,000.00 per claim for loss of tools by any employee. The excess per claim
will be $100.00. Claims will be subject to reasonable assessment by Kilpatrick
Green's insurer.
Hacksaw blades, twist drills, thread taps and expendables
are to be supplied by Kilpatrick Green.
Should any employee not provide at least the minimum tool
requirements within a period of 2 weeks from the Registration of this
Agreement, or 2 weeks from the date of employment for new employees, the Tool
Allowance will be discontinued until such time as proof of compliance is
provided.
30. Supplementary
Labour
The parties agree that when necessary to meet short term
peak work requirements additional labour resources are able to be sourced from
Labour Hire Companies who have an enterprise agreement with the union signatory
to this Agreement.
31. Group Training
Companies
The Company when hiring apprentices or trainees from a Group
Training Company shall advise the Group Training Company in writing before
hiring that:
• They have
an enterprise agreement with the Union; and
• The
apprentices and trainees hired to the company shall be paid at least the rates
and conditions of this Award; and
• The Group
Training Company shall be notified if a site/project allowance is payable.
32. Renewal of
Agreement
Discussions will take place no later than 8 weeks prior to
the expiry of this Award to re-negotiate a future award.
33. Signatories
Signed by: Date:
For and on behalf of Kilpatrick Green Pty Ltd.
Signed by: Date:
For and on behalf of the Electrical Trades Union of
Australia, New South Wales Branch.
Schedule A
|
Rates applying from the first full pay period on or after
11 March 2000*
|
|
Classification
|
All-Purpose
hourly rate
$
|
Daily Average
Excess Fares
Allowance
$
|
Daily Average
Excess Travel
Time
$
|
|
Grade 1
|
15.12
|
8.40
|
10.10
|
|
Grade 2
|
15.92
|
8.40
|
10.70
|
|
Grade 3
|
16.70
|
8.40
|
11.30
|
|
Grade 4
|
17.49
|
8.40
|
12.00
|
|
Grade 5 unlicenced
|
18.62
|
8.40
|
12.60
|
|
Grade 5 cert of regn
|
19.08
|
8.40
|
12.60
|
|
Grade 5 qual super
|
19.48
|
8.40
|
12.60
|
|
Grade 5 unlicenced Leading Hand
|
19.77
|
8.40
|
12.60
|
|
Grade 5 licenced Leading Hand
|
20.62
|
8.40
|
12.60
|
|
APPRENTICES
|
|
Indentured 1st year
|
7.51
|
8.40
|
5.08
|
|
Indentured 2nd year
|
9.92
|
8.40
|
6.69
|
|
Indentured 3rd year
|
13.77
|
8.40
|
9.32
|
|
Indentured 4th year
|
15.71
|
8.40
|
10.64
|
|
Trainee 1st year
|
8.46
|
8.40
|
5.72
|
|
Trainee 2nd year
|
11.14
|
8.40
|
6.91
|
|
Trainee 3rd year
|
15.07
|
8.40
|
10.20
|
|
Trainee 4th year
|
16.48
|
8.40
|
11.15
|
|
Rates applying from the first full pay period on or after
1 April 2000*
|
|
Classification
|
All-Purpose
hourly rate
$
|
Daily Average
Excess Fares
Allowance
$
|
Daily Average
Excess Travel
Time
$
|
|
Grade 1
|
15.50
|
8.40
|
10.10
|
|
Grade 2
|
16.32
|
8.40
|
10.70
|
|
Grade 3
|
17.11
|
8.40
|
11.30
|
|
Grade 4
|
17.92
|
8.40
|
12.00
|
|
Grade 5 unlicenced
|
19.09
|
8.40
|
12.60
|
|
Grade 5 cert of regn
|
19.55
|
8.40
|
12.60
|
|
Grade 5 qual super
|
19.96
|
8.40
|
12.60
|
|
Grade 5 unlicenced Leading Hand
|
20.27
|
8.40
|
12.60
|
|
Grade 5 licenced Leading Hand
|
21.14
|
8.40
|
12.60
|
|
APPRENTICES
|
|
Indentured 1st year
|
7.70
|
8.40
|
5.08
|
|
Indentured 2nd year
|
10.17
|
8.40
|
6.69
|
|
Indentured 3rd year
|
14.11
|
8.40
|
9.32
|
|
Indentured 4th year
|
16.11
|
8.40
|
10.64
|
|
Trainee 1st year
|
8.67
|
8.40
|
5.72
|
|
Trainee 2nd year
|
11.42
|
8.40
|
6.91
|
|
Trainee 3rd year
|
15.44
|
8.40
|
10.20
|
|
Trainee 4th year
|
16.89
|
8.40
|
11.15
|
|
Rates applying from the first full pay period on or after
1 October 2000*
|
|
Classification
|
All-Purpose
hourly rate
$
|
Daily Average
Excess Fares
Allowance
$
|
Daily Average
Excess Travel
Time
$
|
|
Grade 1
|
15.88
|
8.80
|
10.60
|
|
Grade 2
|
16.72
|
8.80
|
11.20
|
|
Grade 3
|
17.54
|
8.80
|
11.90
|
|
Grade 4
|
18.37
|
8.80
|
12.60
|
|
Grade 5 unlicenced
|
19.57
|
8.80
|
13.20
|
|
Grade 5 cert of regn
|
20.04
|
8.80
|
13.20
|
|
Grade 5 qual super
|
20.46
|
8.80
|
13.20
|
|
Grade 5 unlicenced Leading Hand
|
20.77
|
8.80
|
13.20
|
|
Grade 5 licenced Leading Hand
|
21.67
|
8.80
|
13.20
|
|
APPRENTICES
|
|
Indentured 1st year
|
7.89
|
8.80
|
5.33
|
|
Indentured 2nd year
|
10.42
|
8.80
|
7.02
|
|
Indentured 3rd year
|
14.46
|
8.80
|
9.79
|
|
Indentured 4th year
|
16.51
|
8.80
|
11.17
|
|
Trainee 1st year
|
8.88
|
8.80
|
6.00
|
|
Trainee 2nd year
|
11.71
|
8.80
|
7.26
|
|
Trainee 3rd year
|
15.83
|
8.80
|
10.71
|
|
Trainee 4th year
|
17.32
|
8.80
|
11.71
|
|
Rates applying from the first full pay period on or after
1 April 2001*
|
|
Classification
|
All-Purpose
hourly rate
$
|
Daily Average
Excess Fares
Allowance
$
|
Daily Average
Excess Travel
Time
$
|
|
Grade 1
|
16.28
|
8.80
|
10.60
|
|
Grade 2
|
17.14
|
8.80
|
11.20
|
|
Grade 3
|
17.98
|
8.80
|
11.90
|
|
Grade 4
|
18.83
|
8.80
|
12.60
|
|
Grade 5 unlicenced
|
20.06
|
8.80
|
13.20
|
|
Grade 5 cert of regn
|
20.54
|
8.80
|
13.20
|
|
Grade 5 qual super
|
20.97
|
8.80
|
13.20
|
|
Grade 5 unlicenced Leading Hand
|
21.29
|
8.80
|
13.20
|
|
Grade 5 licenced Leading Hand
|
22.21
|
8.80
|
13.20
|
|
APPRENTICES
|
|
Indentured 1st year
|
8.09
|
8.80
|
5.33
|
|
Indentured 2nd year
|
10.68
|
8.80
|
7.02
|
|
Indentured 3rd year
|
14.82
|
8.80
|
9.79
|
|
Indentured 4th year
|
16.92
|
8.80
|
11.17
|
|
Trainee 1st year
|
9.11
|
8.80
|
6.00
|
|
Trainee 2nd year
|
12.00
|
8.80
|
7.26
|
|
Trainee 3rd year
|
16.23
|
8.80
|
10.71
|
|
Trainee 4th year
|
17.75
|
8.80
|
11.71
|
|
Rates applying from the first full pay period on or after
1October 2001*
|
|
Classification
|
All-Purpose
hourly rate
$
|
Daily Average
Excess Fares
Allowance
$
|
Daily Average
Excess Travel
Time
$
|
|
Grade 1
|
16.69
|
9.20
|
11.10
|
|
Grade 2
|
17.57
|
9.20
|
11.80
|
|
Grade 3
|
18.43
|
9.20
|
12.50
|
|
Grade 4
|
19.30
|
9.20
|
13.20
|
|
Grade 5 unlicenced
|
20.56
|
9.20
|
13.80
|
|
Grade 5 cert of regn
|
21.06
|
9.20
|
13.80
|
|
Grade 5 qual super
|
21.50
|
9.20
|
13.80
|
|
Grade 5 unlicenced Leading Hand
|
21.82
|
9.20
|
13.80
|
|
Grade 5 licenced Leading Hand
|
22.76
|
9.20
|
13.80
|
|
APPRENTICES
|
|
Indentured 1st year
|
8.29
|
9.20
|
5.60
|
|
Indentured 2nd year
|
10.95
|
9.20
|
7.37
|
|
Indentured 3rd year
|
15.19
|
9.20
|
10.28
|
|
Indentured 4th year
|
17.34
|
9.20
|
11.73
|
|
Trainee 1st year
|
9.33
|
9.20
|
6.30
|
|
Trainee 2nd year
|
12.30
|
9.20
|
7.62
|
|
Trainee 3rd year
|
16.63
|
9.20
|
11.25
|
|
Trainee 4th year
|
18.19
|
9.20
|
12.30
|
|
Rates applying from the first full pay period on or after
1 April 2002*
|
|
Classification
|
All-Purpose
hourly rate
$
|
Daily Average
Excess Fares
Allowance
$
|
Daily Average
Excess Travel
Time
$
|
|
Grade 1
|
17.11
|
9.20
|
11.10
|
|
Grade 2
|
18.01
|
9.20
|
11.80
|
|
Grade 3
|
18.89
|
9.20
|
12.50
|
|
Grade 4
|
19.78
|
9.20
|
13.20
|
|
Grade 5 unlicenced
|
21.07
|
9.20
|
13.80
|
|
Grade 5 cert of regn
|
21.58
|
9.20
|
13.80
|
|
Grade 5 qual super
|
22.03
|
9.20
|
13.80
|
|
Grade 5 unlicenced Leading Hand
|
22.37
|
9.20
|
13.80
|
|
Grade 5 licenced Leading Hand
|
23.33
|
9.20
|
13.80
|
|
APPRENTICES
|
|
Indentured 1st year
|
8.50
|
9.20
|
5.60
|
|
Indentured 2nd year
|
11.23
|
9.20
|
7.37
|
|
Indentured 3rd year
|
15.57
|
9.20
|
10.28
|
|
Indentured 4th year
|
17.78
|
9.20
|
11.73
|
|
Trainee 1st year
|
9.57
|
9.20
|
6.30
|
|
Trainee 2nd year
|
12.61
|
9.20
|
7.62
|
|
Trainee 3rd year
|
17.05
|
9.20
|
11.25
|
|
Trainee 4th year
|
18.65
|
9.20
|
12.30
|
G.I. MAIDMENT J.
____________________
Printed by the authority of the Industrial Registrar.