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New South Wales Industrial Relations Commission
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BUTCHERS' WHOLESALE (NEWCASTLE AND NORTHERN) AWARD
  
Date03/02/2001
Volume322
Part4
Page No.
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.B9787
CategoryAward
Award Code 074  
Date Posted06/18/2002

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(074)

SERIAL B9787

 

BUTCHERS' WHOLESALE (NEWCASTLE AND NORTHERN) AWARD

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to section 19 of the Industrial Relations Act 1996.

 

(No. IRC 1902 of 1999)

 

Before the Honourable Justice Kavanagh

17 April and 16 October 2000

 

 

REVIEWED AWARD

 

PART A

 

PART 1 - APPLICATION AND OPERATION OF AWARD

 

1. Arrangement

 

Clause No. Subject Matter

 

1. Arrangement

2. Area, Incidence and Duration

3. Anti-Discrimination

4. Savings Provisions

 

PART 2 - COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION

 

5. Consultative Mechanism and Enterprise Arrangements

6. Grievance and Dispute Procedures

 

PART 3 - EMPLOYER AND EMPLOYEE DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS

 

7. Employment Categories

7.1 Full-time

7.2 Part-time

7.3 Casuals

7.4 Juniors

7.5 General Provisions

8. New Technology

9. Termination, Change and Redundancy

10. Rovers

11. Shortages of Stock

12. Slaughterhouse Labourers

13. Temporary Promoted Slaughterpersons

14. Work to be Performed by Slaughterpersons

 

PART 4 - WAGES AND RELATED MATTERS

 

15. Allowances

16. Mixed Functions

17. Objectionable Work

18. Overs Rate for Slaughterpersons and Adult Following Labour

19. Payment of Wages

20. Penalties

21. Piecework

22. Production Loading

23. Special Rates

24. Superannuation

25. Tally Boning

26. Tally Slaughtering

27. Wages

28. Waiting Time Slaughterfloor

29. Working in Cold Temperatures

 

PART 5 - HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK AND WEEKEND WORK

 

30. Hours of Work

31. Shift Work

32. Loaders

33. Meal Breaks

34. Overtime

35. Stockpersons

36. Sundays

 

PART 6 - LEAVE OF ABSENCE AND PUBLIC HOLIDAYS

 

37. Annual Leave

38. Annual Leave Loading

39. Compassionate Leave

40. Personal/Carers Leave

41. Holidays

42. Long Service Leave

43. Parental Leave

44. Sick Leave

 

PART 7 - TRAINING AND RELATED MATTERS

 

45. Traineeships

46. Learners Boning

47. Learners Slaughtering

 

PART 8 - OCCUPATIONAL HEALTH AND SAFETY, EQUIPMENT, TOOLS AND AMENITIES

 

48. Accommodation

49. Clothing and Laundry Allowance

50. Employees' Protection

51. Supply of Working Kit to Employees

 

PART 9 - APPENDIX

 

Appendix 1 - Wages

Appendix 2 - Other Rates and Allowances

Appendix 3 - Tally Boning Equivalents

 

 

2. Area, Incidence and Duration

 

2.1 This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the:

 

Butchers’ Wholesale (Newcastle and Northern) Award published 21 February 1997 (296 I.G. 672)

Butchers’ Wholesale Traineeships (State) Award 1997 published 12 February 1999 (308 I.G. 315)

 

and all variations thereof.

 

2.2 It shall apply to persons performing the work of the classifications mentioned herein employed with abattoirs, meat works or slaughterhouses, either by proprietors thereof or by other employees within the jurisdiction of the Butchers Wholesale (Newcastle and Northern) Industrial Committee.

 

2.3 Notwithstanding the provisions of this clause, Clause 45 Traineeships, shall only apply to the following who are defined as undertaking a traineeship as defined by this award:

 

Tamworth Abattoir

Macksville Abattoir

 

2.4 This award shall take effect, related to the conditions of workers in this industry, from 17 April 2000.

 

2.5 The award remains in force until varied or rescinded, the period for which it was made having already expired.

 

3. Anti-Discrimination

 

3.1 It is the intention of the parties bound by this award to seek to achieve the object of in section 3(f) of the Industrial Relations Act 1996 (NSW), to prevent and eliminate discrimination in the workplace on the grounds of race, sex, marital status, disability, homosexuality, transgender identity and age.

 

3.2 Accordingly, in fulfilling their obligations under the dispute resolution procedure, the parties must take all reasonable steps to ensure that neither the award provisions nor their operation are directly or indirectly discriminatory in their effects.

 

3.3 Under the Anti-Discrimination Act 1977 (NSW), 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.

 

3.4 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 body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977 (NSW);

 

(d) a party to this award from pursuing matters of unlawful discrimination in any state or federal jurisdiction.

 

3.5 This clause does not create legal rights or obligations in addition to those imposed upon by the parties by the legislation referred to in this clause.

 

4. Savings Provisions

 

4.1 It is the intention of the parties to this award, in making the award, to consolidate the awards listed in clause 2.1 above.

 

4.2 Nothing in this award is this award is meant to vary, rescind or change in operation that which applied in the awards listed in 2.1 above.

4.3 Any party to this award may apply to have this award varied where an error or omission has occurred which changes the terms, conditions or operation of the awards listed in 2.1 above.

 

PART 2 - COMMUNICATION, CONSULTATION AND DISPUTE RESOLUTION

 

5. Consultative Mechanism and Enterprise Arrangements

 

5.1 Each plant or enterprise shall establish a consultative mechanism and procedures appropriate to its size, structure and needs for consultation and negotiation on matters affecting its efficiency and productivity.

 

5.2 Enterprise Arrangements; Parties.

 

5.2.1 As part of the Structural Efficiency exercise and as an ongoing process for improvements in productivity and efficiency, discussion should take place at an enterprise to provide more flexible working arrangements, improvement in the quality of working life, enhancement of skills, training and job satisfaction, and positive assistance in the restructuring process and to encourage consultation mechanisms across the workplace to all employees in an enterprise and consideration of a single bargaining unit in all multi-union/union award workplaces. Union delegates at the place of work may be involved in such discussions.

 

5.2.2 The terms of any proposed genuine arrangement reached between an employer and employee(s) in any enterprise shall, after due processing, substitute for the provisions of this award to the extent that they are contrary, provided that:

 

(i) a majority of employees affected genuinely agree;

 

(ii) such arrangement is consistent with the current State Wage Case principles.

 

5.2.3 Before any arrangement requiring variation to the award is signed and processed in accordance with subclause 5.3, details of such arrangements shall be forwarded in writing to the union or unions with members in that enterprise affected by the changes and the employer association, if any, of which the employer is a member. A union or an employer association may, within 14 days thereof, notify the employer in writing of any objection to the proposed arrangements, including the reasons for such objection.

 

5.2.4 When an objection is raised, the parties are to confer in an effort to resolve the issue.

 

5.3 Procedures to be Followed - Such enterprise arrangements shall be processed as follows:

 

5.3.1 All employees will be provided with the current prescriptions (e.g., award, industrial agreement or enterprise arrangement) that apply at the place of work.

 

5.3.2 Where an arrangement is agreed upon between the employer and the employees or their authorised representative at an enterprise, such arrangement shall be committed to writing.

 

Where the arrangement is agreed upon between the employer and an absolute majority of permanent employees under this award at an enterprise, such arrangement shall be committed to writing.

 

5.3.3 The authorised representative of employees at an enterprise may include a delegate, organiser or official of the relevant union if requested to be involved by the majority of employees at the establishment.

 

5.3.4 The employer shall sign the arrangement, or the employer's duly authorised representative, and the employees, or their authorised representative with whom agreement was reached.

 

5.3.5 Where an arrangement is objected to in accordance with paragraph 5.2.3 and the objection is not resolved, an employer may make application to the Industrial Relations Commission of New South Wales to vary the award to give effect to the arrangement.

5.3.6 The union and/or employer association shall not unreasonably withhold consent to the arrangements agreed upon by the parties.

 

5.3.7 If no party objects to the arrangement, then a consent application shall be made to the Industrial Relations Commission to have the arrangement approved and the award varied in the manner specified in paragraph 5.3.8.

 

Such applications are to be processed in accordance with the appropriate State Wage Case principles.

 

5.3.8 Where an arrangement is approved by the Industrial Relations Commission and the arrangement is contrary to any provisions of this award, then the name of the enterprise to which the arrangement applies, the date of operation of the arrangement, the award provisions from which the said enterprise is exempt, and the alternative provisions which are to apply in lieu of such award provisions (or reference to such alternative provisions), shall be set out in a schedule to the award.

 

5.3.9 Such arrangement, when approved, shall be displayed on a notice board at each enterprise affected.

 

5.3.10 No existing employee shall suffer a reduction in entitlement to earnings, award or overaward, for working ordinary hours of work as the result of any award changes made as part of the implementation of the arrangement.

 

6. Grievance and Dispute Procedures

 

6.1 Grievance Procedure for Individual Employees - This procedure is to be used for the settlement of grievances of individual employees:

 

Step 1 Any grievance shall be brought immediately to the attention of the foreperson on duty in that designated work area in an endeavour to settle such matter. An employee may approach the foreperson directly or, if he/she so chooses, can elect to allow his/her job delegate to represent him/her.

 

Step 2 If the grievance in concern remains unresolved after such preliminary discussion, the matter shall then be referred to the next senior supervisory employee in charge at the earliest convenient occasion which shall be no later than the day of its notification.

 

Step 3 If the grievance is not resolved after following the procedures laid down in Steps 1 and 2, the matter will be referred orally or, where practicable, in writing to the Abattoir Manager or to his/her nominees who will confer with the foreperson in charge on the same day, if they are available, in an endeavour to settle the dispute.

 

Step 4 At the conclusion of the discussion, 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.

 

Step 5 While this grievance procedure is being followed, normal work must continue.

 

The employee may be represented by an industrial organisation of employees.

 

6.2 Disputes Procedure (between employers and their employees):

 

Step 1 Any question, dispute or difficulty (hereinafter called "the dispute") shall be brought immediately to the attention of the foreperson on duty in that designated work area in an endeavour to settle such matter. An employee may approach the foreperson directly or, if he/she so chooses, can elect to allow his/her job delegate to represent him/her.

 

Step 2 If the dispute in concern remains unresolved after such preliminary discussion, the matter shall then be referred to the next senior supervisory employee in charge at the earliest convenient occasion, which shall be no later than the day of its notification.

 

Step 3 The company may call the Disputes Committee to a meeting if it becomes aware of any pending industrial problem.

 

Step 4 The Disputes Committee consists of a number of representatives agreed upon. The names of delegates are to be advised in writing to Management when there is a change of delegates.

 

Step 5 If the dispute is not resolved after following the procedures laid down in Steps 1 and 2, the matter will be referred orally or, where practicable, in writing to the Abattoir Manager or to his/her nominees who will confer with the job officials and the foreperson in charge on the same day, if they are available, in an endeavour to settle the dispute.

 

Step 6 If the dispute remains unresolved or if the Abattoir Manager or his/her nominee does not agree or accede to the A.M.I.E.U. request, job delegates or the Abattoir Manager shall refer it to the Secretary of the Newcastle and Northern Branch of the A.M.I.E.U. and if he/she is unable to resolve the dispute it shall be notified under section 130 of the Industrial Relations Act 1996 for determination.

 

Step 7 In respect to this disputes procedure, from the moment the dispute is notified to Management in accordance with Step 5, a ten-day cooling-off period shall apply and it is the intention of the parties that every effort shall be made to resolve the dispute in this period. During the course of this cooling-off period the status quo will apply and normal work will continue. No stoppages of work, ban or limitation shall take place. An extension of the cooling-off period beyond ten days shall be by agreement or as may be ordered.

 

Step 8 The employees and the Abattoir Management agree to abide by the terms and conditions of this award, and all time lost for union meetings called by employees concerning "on-site problems" shall be made up.

Step 9 In the event of any alleged serious safety or unsafe working condition additional to normal and accepted work practices at the abattoir, the Management shall immediately investigate any such allegation in consultation with the chairperson of the Safety Committee and any other official of the A.M.I.E.U. competent to confer on any alleged safety issue.

 

Step 10 If an employee is dismissed and the Disputes Committee do not agree with the dismissal, the employee will be suspended until the matter is determined by the Industrial Relations Commission of New South Wales. No stoppage of work, bans or limitations will take place while the matter is referred to the Industrial Relations Commission of New South Wales.

 

6.3 An employer may apply to the Commission for the forfeiture of the employee's entitlement to accrued leisure leave and his/her entitlement to superannuation contributions for a period of four weeks for his/her non-compliance with any of the provisions of this clause.

 

PART 3 - EMPLOYER AND EMPLOYEE DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS

 

7. Employment Categories

 

7.1 Full-time Employment -

 

7.1.1 An employee not specifically engaged as a part-time or casual employee shall be engaged as a full-time employee.

 

7.2 Part-time Employment -

 

7.2.1 A part-time employee may be engaged pursuant to the provisions of Chapter 2, Part 5, of the Industrial Relations Act 1996.

 

7.2.2 An employee may be engaged to work on a part-time basis for a constant number of hours which shall average less than the number of hours worked by a weekly hand.

 

7.2.3 A part-time employee shall be paid the same ordinary hourly rate as a weekly or daily hand, and shall be entitled to leave provisions on a pro rata basis.

 

7.3 Casual Employment -

 

7.3.1 In this award, the term "regular casual" is defined as a daily employee employed on a casual rate of pay who is required to present himself or herself for work each day, except when notified by his/her employer that he/she will not be required. When not required to present himself/herself for work, the employer shall give the regular casual employee notice the day before.

 

7.3.2 Regular casual employees employed for a day of 8 ordinary hours shall be paid one-fifth of the weekly rate for 40 ordinary hours prescribed for the relevant classification plus 10 per cent per day or part thereof. Provided that regular casual employees may be employed for a minimum of four hours on a plant by plant basis where there are agreed tasks between the employer and the Union and paid at the appropriate hourly rate for each hour worked. After all avenues of consultation have been exhausted including negotiation and conciliation (which may include a Commissioner) no party shall be subject to an arbitrated decision.

 

7.3.3 Casual employees employed for a day of eight ordinary hours shall be paid one-fifth of the weekly rate for 40 ordinary hours prescribed for the relevant classification plus 12.5 per cent per day or part thereof. Provided that casual employees may be employed for a minimum of four hours on a plant by plant basis where there are agreed tasks between the employer and the Union and paid at the appropriate hourly rate for each hour worked.

 

7.4 Juniors -

 

7.4.1 The minimum rate of pay for 40 ordinary hours for junior employees shall be in accordance with the weekly wage rate table as appears in T1.2 of Appendix 1, Wages.

 

7.4.2 Regular casual junior employees employed for a day of eight ordinary hours shall be paid one-fifth of the weekly rate for 40 ordinary hours prescribed for the relevant classification, plus ten per cent per day or part thereof. Provided that regular casual junior employees may be employed for a minimum of four hours on a plant-by-plant basis where there are tasks agreed between the employer and the union and paid at the appropriate hourly rate for each hour worked.

 

7.4.3 Casual juniors employed for a day of eight ordinary hours shall be paid one-fifth of the weekly rate for 40 ordinary hours prescribed for the relevant classification, plus 12.5 per cent per day or part thereof. Provided that casual junior employees may be employed for a minimum of four hours on a plant-by-plant basis where there are tasks agreed between the employer and the union and paid at the appropriate hourly rate for each hour worked.

 

7.4.4 Limitation of Employment of Juniors -

 

(a) Juniors may be employed on light tasks in or about the works in all departments, including the use of a knife and including trimming mutton carcases, as agreed upon between the employer and the union, and in the event of a dispute it shall be referred to the industrial committee.

 

(b) Juniors may be employed on the work of a slaughterperson or boner as provided for in clause 47, Learners Slaughtering, and clause 46, Learners Boning.

(c) Juniors 18 years of age or over may be employed on the work of an adult, provided they are paid the adult rate of pay therefore.

 

(d) Subject to subparagraph (a) of this paragraph, for the gaining of trade experience juniors may be employed at junior rates of pay assisting adults on any work excepting slaughtering and boning.

 

This subclause shall not be used for the purpose of replacing adult labour.

 

(e) In the casing department, one junior shall be permitted for each adult employee therein.

 

7.5 General Provisions -

 

7.5.1 A full-time and a part-time employee shall be paid by the week, and, except in the case of misconduct, justifying summary dismissal, the employment may be terminated by either party giving to the other, the appropriate notice as prescribed by paragraph 9.4.1 of subclause 9.4 of clause 9, Termination, Change and Redundancy, or payment or forfeiture of pay in lieu thereof. This provision will not apply to the initiation of the Shortage of Livestock provision contained in Clause 11, Shortages of Stock, in which case the employer shall be required to give one week’s notice.

 

7.5.2 This clause shall not affect the right of the employer to deduct payment for any day or portion thereof during which the employee is stood down by the employer as a result of refusal of duty, malingering, inefficiency, neglect of duty or misconduct on the part of the employee or to deduct payment for any day during which an employee cannot be usefully employed because of any strike or through any breakdown of machinery or interruption in the essential services, excluding the availability of livestock, for any reason.

 

7.5.3 This clause shall not affect the right of the employer to dismiss an employee without notice for refusal of duty, malingering, inefficiency, neglect of duty or misconduct, and in such cases the wages shall be payable up to the time of dismissal only.

 

7.5.4 A labourer shall be required to perform slaughtering tasks and shall be required to contribute to tally provided the said labourer is suitably qualified to perform the slaughtering task or tasks required and is paid the appropriate slaughterpersons rate of pay for such time as the labourer is performing that slaughtering task or tasks.

 

7.5.5 Paragraph 7.5.4 shall apply by agreement with the Union on a plant by plant basis. After all avenues of consultation have been exhausted including negotiation and conciliation (which may include a Commissioner) no party shall be subject to an arbitrated decision.

 

7.5.6 An employer may direct an employee to carry out such duties as are within the limits of an employee’s skill, competence and training: the employee will follow such direction.

 

8. New Technology

 

8.1 Should an employer desire to introduce new technology into a tally system of an existing abattoir or as an extension of an existing abattoir, or in the course of establishing a new abattoir, the following provisions shall apply:

 

8.1.1 At least six months before the introduction of any such change or, if it is not practicable to do so, as early as it is practicable to give notice, the employer shall notify the relevant union in writing of the proposed change or introduction.

 

8.1.2 There shall be a trial period during which the new technology/machinery is to be assessed by the parties as to its effect upon employment and tally.

 

8.1.3 The length of the trial period or any extension of the trial period shall be as agreed between the employer and the union or, failing agreement, such period or further period as may be ordered.

 

8.1.4 Where an existing tally system of slaughtering, boning or handling of meat is to be replaced or altered, the manning for the new technology or equipment during the trial period shall be as agreed or, in default of agreement, as determined by the employer subject to any order or award which may be made.

 

8.1.5 During the trial period a committee of an agreed size comprising a representative or representatives of the employer and the union shall monitor the operation of the new technology or equipment. Members of the monitoring committee shall have full access to any records relating to the operation of the new technology or equipment, including details or records maintained by the employer or the union of its operation during the trial period.

 

8.1.6 At the conclusion of the trial period the union and the employer shall confer on any alteration to the previous system of slaughtering, boning or handling which is required as a result of the introduction of the new technology or equipment. In the absence of agreement as to the appropriate alteration or alterations to be made, the matter shall be notified pursuant to section 130 of the Industrial Relations Act 1996, if not already the subject of proceedings under the Act.

 

8.1.7 While the foregoing procedures are being followed, work shall proceed normally and without direct action being taken in relation to issues involved in the proposed change or introduction.

 

For the purposes of this clause, "new technology" shall mean any new or significantly different plant, equipment layout or system design in any establishment covered by this award which has not already been valued for the purposes of this award by a tribunal under the Industrial Relations Act 1996 or any Act replacing it and in respect of which the employer or the Federation seeks a value for the purposes of this award.

 

9. Termination, Change and Redundancy

 

9.1 Application -

 

9.1.1 This clause shall apply in respect of full-time and part-time persons employed in the classifications specified by this award.

 

9.1.2 To employers who employ 15 or more employees immediately prior to the termination of employment of employees.

 

9.1.3 Where the employer terminates the services of employees as the direct result of seasonal factors affecting the meat industry or shortages of livestock, the employer shall not be required to pay severance pay to the employees so terminated.

 

9.1.4 The employer is required to notify the union, in writing, of the terminations and, if requested, shall hold discussions with the union about the said terminations.

 

9.1.5 If the union is not satisfied as a result of these discussions that the terminations are the direct result of genuine seasonal factors or shortages of livestock and no agreement can be reached concerning the matter, then it will be referred to the Industrial Relations Commission of New South Wales for determination.

 

9.1.6 For the purposes of this award, the terms "seasonal factors" and "shortages of livestock" shall refer to the following industry features:

 

(a) climatic features such as droughts, floods and fires and changes in the seasons; and

 

(b) animal breeding cycles.

 

9.1.7 Notwithstanding the preceding provisions, where an employer's premises or department(s) of such premises has been closed for a continuous period of eight months, then such closure, for the purposes of these award provisions, shall be deemed to be permanent and severance payments shall apply in accordance with this clause.

 

9.2 Introduction of Change -

 

9.2.1 Employer's Duty to Notify

 

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

 

(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 or 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 matters referred to herein, an alteration shall be deemed not to have significant effect.

 

9.2.2 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 9.2.1, 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 9.2.1.

 

(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 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.

 

9.3 Redundancy -

 

9.3.1 Discussions before Termination

 

(a) Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing to be done by anyone, pursuant to paragraph 9.2.1, 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 practicable after the employer has made a definite decision which will invoke the provision 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 discussions the employer shall, as soon as practicable, provide to the employees concerned and the union to which they belong all relevant information about the proposed terminations, including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of employees normally employed and the period over which the terminations are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

 

9.4 Termination of Employment -

 

9.4.1 Notice of Changes in Production, Programme, Organisation or Structure - This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from production, programme, organisation or structure, in accordance with paragraph 9.2.1:

 

(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 the notice, with not less than two years' continuous service, shall be entitled to an additional week's notice.

 

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

 

9.4.2 Notice for Technological Change - This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from technology in accordance with paragraph 9.2.1:

 

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

 

(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.

 

9.4.3 Time Off During the 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.

9.4.4 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 as those to which the employee would have been entitled 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.

 

9.4.5 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.

 

9.4.6 Notice to Commonwealth Employment Service - Where a decision has been made to terminate employees, the employer shall notify the Commonwealth Employment Service thereof as soon as possible, giving relevant information, including the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out.

 

9.4.7 Employment Separation Certificate - The employer shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee an Employment Separation Certificate in the form required by Centrelink (or such other organisation responsible for unemployment benefits).

 

9.4.8 Transfer to Lower-paid Duties - Where an employee is transferred to lower-paid duties for reasons set out in subclause 9.2, Introduction of Change, the employee shall be entitled to the same period of notice of transfer as that to which the employee would have been entitled if the employee's employment had been terminated, and the employer may, at the employer's option, make payment in lieu thereof of an amount equal to the difference between the former ordinary-time rate of pay and the new ordinary-time rates for the number of weeks of notice still owing.

 

9.5 Severance Pay -

 

9.5.1 Where the employment of an employee is to be terminated pursuant to subclause 9.3, Redundancy, subject to further order of the Industrial Relations Commission of New South Wales, the employer shall pay the employee 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 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 clauses 31, Shift Work; 32, Loaders; 29, Working in Cold Temperatures; 10, Rovers; 27, Wages; 7.4, Juniors; 11, Shortages of Stock; 23, Special Rates; 13, Temporary Promoted Slaughterperson, and 47, Learners Slaughtering (but shall not include overs, production loading, penalties or waiting time).

 

9.5.2 Incapacity to Pay -

 

(a) 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 9.5.1.

 

(b) The Industrial Relations 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 paragraph 9.5.1 will have on the employer.

 

(c) Alternative Employment Subject to an application by the employer and further order of the Commission, an employer may pay a lesser amount (or no amount) of severance pay than that contained in paragraph 9.5.1 if the employer obtains acceptable alternative employment for an employee.

 

9.6 Savings Clause -

 

9.6.1 Nothing in this award 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 arrangement, taken as a whole, between the union and any employer bound by this award.

 

9.6.2 Nothing in this award shall be construed so as to limit the obligation of the employer under clause 8, New Technology.

 

10. Rovers

 

10.1 A rover shall be employed on beef, mutton and calf chains treated as a slaughterperson on half the appropriate tally plus an amount per day as set out in Item 9 of Appendix 2 - Other Rates and Allowances; provided that the employer may substitute three five-minute lap periods during the day in lieu of the rover, at times agreed upon between the employer and the employees.

 

11. Shortages of Stock

 

11.1

 

(a) Weekly Employees Where the employer, on account of shortage of stock, gives notice of termination of employment to a weekly employee and immediately upon the expiration of that notice employs him/her as a casual employee, such employee shall be paid, in any week after such expiration in which less than five days work is offered, at the rate of one-fifth of the appropriate weekly rate, plus 15 per cent, for each day worked.

 

(b) An employee to whom this subclause applies who is subsequently employed by the employer as a weekly employee immediately upon the termination of the short time week or weeks shall be deemed to have continuity of employment for the purpose of all award provisions, annual leave and long service leave.

11.2 Casual Employees - Casual employees employed on any day when subclause 11.1(a) operates to require additional payment shall be paid for such day at the rate of one-fifth of the appropriate weekly rate plus 15 per cent.

 

11.3 For the purpose of this clause, week means an employer's pay week; provided that an employer can treat week as being a calendar week if it advises to that effect the Australasian Meat Industry Employees' Union, Newcastle and Northern Branch.

 

11.4 For the purposes of this clause a leisure day granted and taken shall not constitute a day's work offered.

 

12. Slaughterhouse Labourers

 

12.1 Slaughterhouse labourers shall do any class of labouring work in or about the establishment, including pushing meat into and working meat through chilling rooms, hanging skins, salting hides, etc.

 

12.2 Slaughterhouse labourers or other employees, when called upon to load meat, hides and skins, shall be paid at the loader's ordinary rate for the time so employed in lieu of his/her ordinary rate. When called upon to do such work outside his/her ordinary hours, he/she shall be paid at the appropriate overtime rate or the loader's ordinary hourly rate, whichever is the higher.

 

12.3 Slaughterhouse labourers directly associated with the slaughtering of animals shall be in sufficient numbers so as to avoid congestion on the slaughtering floors.

 

12.4 Slaughterhouse labourers entitled to overs payment under clause 18, Overs Rate for Slaughterpersons and Adult Following Labour, may be required to work up to 45 minutes on normal cleaning duties (i.e., the cleaning of floors and equipment) associated with the day's kill. At the expiration of the 45 minutes they will be allowed to cease work or, if required to continue, shall be paid the appropriate overtime rate.

 

12.4.1 Provided that if overs are killed by the slaughterpersons and the work extends beyond their normal ceasing time, they shall be paid overtime in excess of 30 minutes after the normal ceasing time. All time worked in excess of or outside the normal spread of hours shall be overtime and shall be paid for at the appropriate rate and, where overtime and overs are involved, the employee will be paid whichever is the greater.

 

13. Temporary Promoted Slaughterpersons

 

13.1 Temporary promoted slaughterpersons are slaughterpersons not classed as permanent slaughterpersons who have been trained as slaughterpersons or who are competent to do slaughtering and who are engaged on slaughtering duties.

 

13.2 An employer may require overs to be killed on any day although all temporary promoted slaughterpersons are not employed as slaughterpersons on that day if they are not so employed because they are working elsewhere in the works on work necessary to be performed to allow the kill to proceed and the employer is unable to obtain suitable labour to perform the tasks being done by the temporary promoted slaughterpersons.

 

13.3 When all permanent slaughterpersons and temporary promoted slaughterpersons are employed as slaughterpersons, other employees, selected by the panel established pursuant to paragraph 47.2.1, of subclause 47.2 of clause 47, Learners Slaughtering, may be employed as slaughterpersons pursuant to clause 16, Mixed Functions.

 

13.4 Slaughterpersons so classified and who are not required by the employer to perform slaughtering and who are capable of killing all types of animals shall be paid a special allowance per day as set out in Item 24 of Appendix 2 - Other Rates and Allowances. Provided that if they are required to perform slaughtering duties for half a day they shall be paid a special allowance as set out in the said Item 24 for such day.

 

13.5 Slaughterpersons so classified and who are not required by the employer to perform slaughtering and are capable of killing two types of animals shall be paid a special allowance per day as set out in Item 25 of Appendix 2. Provided that if they are required to perform slaughtering duties for half a day they shall be paid a special allowance as set out in the said Item 25 for such day.

 

13.6 Slaughterpersons so classified and who are not required by the employer to perform slaughtering duties and are capable of killing one type of animal, shall be paid a special allowance per day as set out in Item 26 of Appendix 2; provided that if they are required to perform slaughtering duties for half a day they shall be paid a special allowance as set out in the said Item 26 for such day.

 

13.7 The rate to be paid for sick leave as prescribed by clauses 44, Sick Leave, 37, Annual Leave, and 41, Holidays, shall be the average ordinary weekly rate of pay received by such employees during the four working weeks worked by the employees immediately preceding the commencement of such leave or holidays.

 

14. Work to be Performed by Slaughterpersons

 

Slaughterpersons may be called upon to perform all or any of the following tasks:

 

14.1 Cattle - On-rail Dressing - Stick, skin cheeks, cut off heads, tie weasand or rectum, push to a conveyor, skin hind legs, remove feet, transfer from bleeding rail and place in rollers or slides, clear neck, brisket and shin, remove front feet, clear rump, pull tail, flank out, split aitch bone, clear shoulders, pull hide or side carcase, back off, front out, remove offal and caul fat from carcase, saw brisket and saw down, and operate rail stops. When required to do so in the course of dressing carcases, slaughterpersons will carry out all necessary duties in connection with the operation of equipment known as downward beef hide pullers.

 

14.2 Cattle - Bed or Cradle Dressing - Stick, skin cheeks, cut off heads, tie weasand or rectum, push from bleeding rail and lower to ground or cradles, pritch up, cut off feet, ground out, wipe up, saw brisket and aitch, remove caul fat and offal, place in rollers, pick up off floor, back off, front out, wipe up, land on finishing rail, saw down, neck off, push away up to six feet.

 

14.3

 

(a) Sheep Chain - Conventional Dressing - Catching, sticking, shackling, skinning hind legs, including trotters (no wool pieces), removing hind trotters, placing second hind leg on chain, skinning jaws by cutting through the centre and leaving jaw pieces attached to the skin, removing tongue, skinning forelegs, removing sweetbread, tying weasand, punching brisket, removing spreader, removing front trotters, splitting skin, flanking out, thumbing up and clearing shoulders, clearing tail and rectum gut, pulling off skin down to head, scalping and leaving the scalp pieces and jaw pieces attached to skin, dropping skin down chute, cutting off head and throwing on table, splitting brisket, opening up carcase, removing gut and paunch separately and dropping down separate chutes or placing on table as required and taking out pluck and dropping down chute or placing on table as required.

 

(b) Sheep Chain - Mirinz rotary pelting machine or equivalent installed Catching, shackling, sticking the "Y" cut, skinning forelegs, cheeking heads, clearing briskets and necks, clearing shoulders, free and tie weasand, removing hind trotters, removing front trotters, splitting skins, removing udder or pizzles (or testicles), hanging head, clear neck, operate Mirinz pelter (Mirinz sheep pelting machine) or equivalent, release rectum, opening up and brisket saw, removing paunch, runners and pluck, removing head and tongue, removing remaining skin.

 

(c) Sheep Chain - Mirinz Method (including automatic final puller) or equivalent - Catching, shackling, sticking, strip and remove brisket, ring hind legs, "Y" cut forequarters and neck, cheeking and prepare head for head skinner, free and tie weasand, clearing and pulling off skin, remove hind trotters, remove fore trotters, splitting skins, clearing flanks, clear neck, pulling off skin, remove udder or pizzles (or testicles), "Y" cut hind legs, remove any remaining skin, release rectum, opening up and brisket saw, removing paunch, runners and pluck, removing head and tongue.

 

(d) Sheep Chain - Mirinz Method (including manned final puller) or equivalent - Catching, shackling, sticking, "Y" cut, cheeking and push flaps back, air knife or knife brisket, air knife or knife shoulders, free, tie and pull weasand, clear shoulders and transfer from wide to narrow spreader, split brisket/drop socks, rip down, punch down, clear wax eyes/open hind legs, remove hind trotters, operate final puller or equivalent, remove forelegs, ring anus, gut, cut brisket, pluck, remove head/tongues.

 

14.4 Sheep and/or Lambs - Solo - Catch, stick, take off skin, take out offal, wipe up, hang off on rail within 1.828 metres (six feet) and all other tasks necessary in slaughtering and dressing sheep and/or lambs.

 

14.5 Calves - Mechanical Conveyor - Stick, cut off feet, leg and/or hock, skin cheeks, clear tail and rectum, tie rectum and remove, skin out, open up, cut brisket, remove offal from inside, cut off heads, saw if required.

 

14.6 Calves - Mechanical Conveyor with Skin Puller (Trade Type Dressing) - Stick, cut off feet, leg and/or hock, clear tail and rectum, tie rectum and remove, open skin along belly line, clear skin from cheeks, flank and rib cage, open skin along front legs and clear to point of shoulders, operate skin puller to remove balance of skin, open up, cut brisket, remove offal from inside, cut off heads, saw if required.

 

14.7 Calves - Mechanical Conveyor with Skin Puller (Boner Type Dressing) - Stick, cut off feet, part clear skin from hind legs, clear tail and rectum, tie rectum and remove, open skin along belly line, clear skin from cheeks through to point of shoulders, operate skin puller to remove balance of skin, open up, split brisket, remove offal from inside, cut off heads.

 

14.8 Calves - Solo and Dead Rail - Stick, hang on rail, cut off feet, leg and/or hock, skin cheeks, clear tail and rectum, tie rectum and remove, skin out, open up, cut brisket, remove offal from inside, cut off heads, saw if required, wipe up, push along rail.

 

14.9 Pigs - Stick, scald, operate dehairer, scud, place in gambrel, push to rail, shave, open carcase, take out offal, line or back down, saw or chop down and, if required, cut off heads and/or skin pig.

 

NOTE: Duties not specified above, which are performed by slaughterpersons due to past practice and custom, shall continue to be performed in the particular establishment or establishments.

 

14.10 Cattle, calves, sheep and pigs shall be finished off to the satisfaction of the employer or representative.

 

14.11 Subject to clause 47, Learners Slaughtering, any employee who performs any of the following operations shall be paid as a slaughterperson:

 

(a) Cattle - Sticking, cutting off heads, removing skin including footing off, cutting brisket and aitch, backing off, machine saw and removing offal from inside.

 

(b) Sheep and/or Lambs - Catching, sticking, taking off skin and taking out offal.

 

(c) Calves - Sticking, cutting off heads, removing skin and taking out offal.

 

(d) Pigs - Sticking, scalding, operating dehairer, shaving, scudding, opening up, removing offal, line or back down, chop or saw down, removing head if required.

 

14.12 Bobby Calves - On Inverted Mutton Chain - Stick, shackle, ring legs, cheek, knife brisket and shoulders, cut tail, clear shoulders, mark tongue, operate puller, remove hind and fore hocks, gut out, heads and tongue.

 

14.13 Work to be performed by slaughterpersons shall be overhauled on a plant-to-plant basis by agreement with the union.

 

PART 4 - WAGES AND RELATED MATTERS

 

15. Allowances

 

15.1 Leading Hand -

 

15.1.1 Where the employer appoints an employee, as a leading hand, such employee shall be paid $21.29 per week in addition to his/her appropriate classification rate.

 

15.1.2 For the purposes of this subclause a leading hand is defined as an employee who is in charge of other employees and is given responsibility which warrants such appointment.

 

15.2 Working in Cold Temperatures

 

15.2.1

 

(a) Where an employee is required to work in a temperature artificially reduced to below minus 1 degree Celsius he/she shall be paid at the rates set out below for every hour or part of an hour for which in the aggregate he/she is so required to work in addition to his/her ordinary rate of pay.

 

Below minus 1 degree Celsius - 37 cents.

Below minus 16 degrees Celsius - 57 cents.

Below minus 20 degrees Celsius - $1.07.

Below minus 26 degrees Celsius - $1.60.

 

(b) The rate of 37 cents for work in a temperature artificially reduced to minus 16 degrees Celsius shall not apply to freezing room employees nor loaders.

 

(c) The rates in this subclause stand alone and are not cumulative.

 

15.2.2

 

(a) The rates of 37 cents and 57 cents set out in paragraph 15.2.1 shall only be payable if when commencing work in the morning the temperature artificially reduced remains at less than minus 1 degree Celsius or minus 16 degrees Celsius respectively, as the case may be, for at least one hour after commencing work.

 

(b) No additional sum shall be payable for time worked which on any day is less than 30 minutes in the aggregate in a temperature below minus 1 degree Celsius but not below minus 16 degrees Celsius.

 

15.2.3 An employee who is overheated through working outside, shall be allowed time to cool off before being required to work in a room wherein the temperature is artificially reduced to below minus 1 degree Celsius.

 

15.2.4 An employee required to work in a temperature artificially reduced below minus 18 degrees Celsius

 

(a) Shall have been medically selected as fit to work in extremely cold conditions.

 

(b) Shall have available to him/her free of charge a blanket suit, helmet and overalls.

 

(c) Shall if in a temperature below minus 26 degrees Celsius, only be required to work in for a short period on the basis of alternate periods of 15 minutes in the cold temperature and 5 minutes out of the cold temperature.

 

For the purpose of this clause, the temperature of a room shall be the temperature of the coldest part of the working area in the room.

 

15.3 First-Aid Attendant -

 

15.3.1 Where the employer appoints an employee to carry out the duties of first-aid attendant in addition to his/her ordinary duties, such employee shall be paid an allowance of $2.86 per day in addition to his/her ordinary rate of wage. This allowance is for any first-aid work performed on the employer's premises between his/her ordinary starting time and finishing time.

 

16. Mixed Functions

 

16.1 Any employee, including a juvenile, called upon to perform the work of any classification for which a higher rate of pay is provided by this award, shall be paid the higher rate of pay while so employed, with a minimum of three hours at such rate of pay.

 

16.2 Should a holiday occur while a juvenile is regularly performing the work of an adult, he/she shall be paid for such holiday or holidays at the adult rate of pay, provided that he/she has performed such work on the working day immediately preceding and the working day immediately succeeding the holiday or holidays. Where the juvenile is absent on the day after the holiday, due to genuine sickness, he/she shall be paid the adult rate.

 

16.3 Any employee who is required to perform, on any day or shift, work for which a lower rate than that of his/her ordinary classification is prescribed, shall suffer no reduction in consequence thereof.

 

16.4 Where any employee is transferred for the greater part of the day under the provisions of this clause, he/she shall be entitled to the conditions normally associated with the particular position he/she was transferred to.

 

17. Objectionable Work

 

17.1 Handling and treatment of stock not treated on slaughterfloor, including dead animals -

 

17.1.1 Any employee required to skin, handle by hand or treat such animal on any day in working hours, shall be paid an amount per day as set out in Item 17 of Appendix 2, Other Rates and Allowances, in addition to the wages payable for his/her classification on any day he/she performs such work.

 

17.1.2 Any employee required to skin, treat or handle such animals outside ordinary hours, shall be paid an amount as set out in Item 18 of Appendix 2 for each sheep, calf or pig and an amount as set out in the said Item 18 for each head of cattle.

 

17.1.3 Any employee required to skin, handle or treat such animals on Sundays or holidays, shall be paid an amount as set out in Item 19 of Appendix 2 for each sheep, calf or pig and an amount as set out in the said Item 19 for each head of cattle.

 

17.1.4 Employees required to break up carcases or part of carcases of condemned animals killed on the slaughterfloor, shall be paid an amount per day as set out in Item 20 of Appendix 2 in addition to his/her wages payable for his/her classification on any day he/she performs such work.

 

17.1.5 Employees, other than slaughterpersons, engaged in handling the udder and uterus or slinks, or handling offal in the inedible condemned security area which have been derived from Brucella Reactor cattle, shall be paid an additional amount per day as set out in Item 21 of Appendix 2 in addition to his/her wages payable for his/her classification on any day he/she performs such work. This payment shall be in addition to any other payments for objectionable work.

 

17.1.6 Where an employee is required to work in a room, the temperature of which is artificially increased to provide for the drying of calf vells, he/she shall be paid an amount per hour as set out in Item 22 of Appendix 2 for every hour or part of an hour for which, in the aggregate, he/she is required to work in such room.

 

17.1.7 Employees required to extract foetal blood from unborn calves shall be paid at the rate of classification 5 of Appendix 1, Wages and, in addition, an amount per day as set out in Item 23 of Appendix 2.

 

18. Overs Rate for Slaughterpersons and Adult Following Labour

18.1 Payment for work performed by slaughterpersons in excess of the daily tally:

 

18.1.1 Slaughterpersons - Slaughterpersons employed on any day slaughtering stock on the killing floor shall be entitled to additional payment for all stock killed in excess of the daily tally at the rate of time and one-half, calculated as follows:

 

1/5th of the slaughterperson's

Total number of animals

weekly wage for 40 ordinary

in excess of daily tally

hours plus 50 per cent

 

X

 

the daily tally

the number of slaughter-

 

persons engaged for the day

 

18.1.2 When slaughterpersons have completed tally for the day, plus 50 per cent, they shall be paid at the rate of double ordinary time for stock killed in excess, calculated as follows:

 

1/5th of the slaughterperson's

Total number of animals

weekly wage for 40 ordinary

in excess of daily tally

hours plus 100 per cent

plus 50 per cent

X

 

the daily tally

the number of slaughter-

 

persons engaged for the day

 

18.2 Overs rates for adult following labour - "Following labour" means adult employees directly associated with the slaughtering of animals and/or the dressing of carcases on the slaughterfloor performing the following tasks:

 

18.2.1 Beef - Knocking, shackling, lead out of a restrainer, rodding weasand, operate stimulator (low voltage), operate horn cutter, skinning heads, skinning feet, placing chains on anchor bars on Johnson or upwards hide stripper, trimming carcase, weighperson working on slaughterfloor, drop and wash tongue, flush and wash head, remove cheek and tongue from head, trim skirt and remove sweetbread from attachment, strip off weasand meat, remove pancreas from attachment, separate and tie intestine, defat paunch and remove from Appendix.

 

18.2.2

 

(1) Sheep - Conventional - Stunning, first change over, second change over, operating horn cutter, operating head skinning machine, placing in spreaders, rodding weasand, trimming carcases, separate offal, operate hoist to remove spreader, separate paunch and runners, weighperson working on slaughterfloor.

 

(2) Mirinz Rotary Method Stunning, horn cutters, operate head skinning machine, spreader bars, narrow spreader, rod weasand, hang head, splitting socks, insert gambrels, remove narrow spreaders, skin kidney, trimmers, separate offal, separate paunch and runners, weighperson working on slaughterfloor.

 

(3) Mirinz Method (including automatic final puller or equivalent) - Stunning, horn cutters, operate head skinning machine, insert hind spreaders, insert gambrel, skin kidney, trimmers, separate offal, separate paunch and runners, weighperson working on slaughterfloor.

 

(4) Mirinz Method (including manned final puller or equivalent) - Stunning, horn cutters, rod weasand, operate head skinning machine, insert hind spreader, insert gambrel, skin kidney, trimmers, separate offal, separate paunch and runners, weighperson working on slaughterfloor.

 

18.2.3 Calves - Stunning, shackling, remove horns, rodding, first change over, second change over, trim carcase, weighperson working on slaughterfloor, drop tongue and remove tonsils, drop cheek, separate offal, operate hoist to remove spreader.

 

18.2.4 Pigs - Stunning, shackling, unshackle pig, trim carcase, weighperson working on slaughterfloor, drop tongue and remove tonsils, jowl out and string nose, cut off front trotters, quarter back fatters, separate offal and operate hoist to remove spreader.

 

18.3 Such employees shall be paid at the rate of time and one-half for all stock killed by slaughterpersons in excess of the daily tally as follows:

 

1/5 of the weekly wage for 40

The number of head of

hours for the classification X

stock killed per slaughterperson

plus 50 per cent

in excess of the daily tally for

___________________________

slaughterpersons

the daily tally for slaughterpersons

 

 

18.4 The following labour, as set out above in this subclause, shall be entitled to additional payment at the rate of double time for all stock killed by slaughterpersons in excess of the daily tally, plus 50 per cent, as follows:

 

1/5 of the weekly wage for 40

The number of head of

hours for the classification X

stock killed per slaughterperson

plus 100 per cent

in excess of the daily tally for

___________________________

slaughterpersons plus 50 per cent

the daily tally for slaughterpersons

 

 

18.5 Entitlement to payment under the provisions of this clause shall be dependent upon the adult employee working in direct association with the slaughtering of animals or the dressing of carcases on the slaughterfloor.

 

18.6 Where employees subject to this clause are required to work outside ordinary hours, payment shall be on the basis of overs or overtime, whichever is the greater.

 

18.7 Juniors performing any of the tasks mentioned in subclause 18.2 shall not be paid overs except where they comply with subparagraph (c) of paragraph 7.4.4 of subclause 7.4 of clause 7, Employment Categories.

 

18.8 Notwithstanding anything elsewhere contained in this clause, an employer and employee may mutually agree to time off in lieu of the payment of overs and the time off shall be granted to the employee by mutual agreement or the equivalent time off paid at the ordinary time rate of pay for such time off or any other way agreed by the parties. If no agreement is reached, overs shall be paid in the normal way.

 

19. Payment of Wages

 

19.1 Wages shall be paid to weekly employees in the employer's time not later than Friday in each week and shall include all monies earned up to the finishing time two days preceding the day of payment.

 

19.2 If required, wages due under this award to a casual employee shall be paid prior to or immediately on the termination of work on each day on which he/she is engaged.

 

19.3 Payment for a day of accumulated leisure time given by the employer and taken by the employee shall be at the rate paid for annual leave purposes (excluding annual leave loading) pursuant to the Annual Holidays Act 1944.

 

19.4 A leisure time credit shall be made, in addition to days worked by the employee, for a day or days or part of a day by the employee on paid sick leave or on a paid public holiday, paid compassionate leave but not for a day or days or part of a day by the employee on workers' compensation, long service leave, annual leave, maternity leave, unpaid sick leave or unpaid leave of any kind.

 

19.5 Subject to Section 117 of the Industrial Relations Act 1996, by agreement with employees generally or groups or individual employees, payment of wages may be made by cash, bank deposit or by cheque.

 

19.6 Notwithstanding the provisions of subclause 19.5 and subject to the election being made by the employer for employees commencing employment with the employer on or after 25 September 1990, payment of wages shall be made by electronic funds transfer to a financial institution of the employee's choice (providing the facilities are available).

 

20. Penalties

 

20.1 The following classes of stock shall be counted as penalty stock and the procedure for counting and/or paying for such penalty stock is set out in subclauses 20.3 and 20.4 of this clause:

 

20.1.1 Cattle - Bulls with two or more incisor teeth and one or more testicles, shall count as two head of stock. Objectionable cattle shall count as two head of stock. Such animals shall include objectionable T.B. animals and Brucella Reactor cattle.

 

20.1.2 In addition to any other rates prescribed, slaughterpersons shall be paid an amount per head as set out in Item 10 of Appendix 2 - Other Rates and Allowances, for any cattle which, in the opinion of the foreperson or other representative of the employer, are so infested with Nagoora Burr or Bohemian Beauty Burr as to materially affect the work of slaughterpersons. Such additional payment shall be divided equally among the slaughterpersons engaged on cattle for the day; provided that the slaughterpersons employed may divide the amount in such proportion as they may agree.

 

20.1.3 Feed-lot Cattle - If, in the opinion of the foreperson or other representative of the employer, feed-lot cattle are so affected by mud, dags and manure, caked along the area from the neck extending to the brisket, stomach and/or legs, so as to materially affect the work of slaughterpersons, an additional sum equal to single rate extra shall be paid for each animal so affected and this shall be divided between the slaughterpersons in such proportion as they may agree.

 

20.1.4 Sheep or Lambs - Sheep over 40.5kg (solo killing) shall count as two sheep. Rams 2 tooth and over shall count as two sheep. Stags 2 tooth and over shall count as two sheep. Objectionable sheep shall count as two sheep. Crippled sheep shall count as two sheep. Daggy, maggoty sheep (unless cleaned fit for skinning) shall count as two sheep. Sheep so infested with Nagoora Burr and/or Bohemian Beauty Burr and/or Spiny Burr and/or Galvanised Burr and/or Black Roly-Poly Burr and/or Martagai Burr and/or Scotch Thistle so as to materially affect the work of slaughterpersons shall count as two sheep. Sheep so infested with burr medic in its dry state as to materially affect the work of slaughterpersons shall count as 1.25 sheep.

 

Provided that in lieu of counting the abovementioned types of penalty sheep or lambs, excluding rams or stags, the union and the employer may agree on a percentage of the kill to be recognised as the number of penalties at a particular works.

 

Provided further that where any Mirinz inverted systems or equivalent are in operation burry sheep penalty stock shall count as 1.75 sheep for penalty and in the case of burr medic shall count as 1.20 sheep.

 

20.2 Objectionable animals and penalty animals shall be determined by the foreperson or other representative of the employer; any dispute regarding such animals, for which a penalty is provided, shall be decided by the representative of the employer and the representative of the union.

 

20.3 Where the actual number of stock, including penalty stock, exceeds the daily tally, all such stock in excess of the daily tally are to be paid for at rate and one-half and, in addition, all such penalty stock are to be paid for at single rate extra.

 

20.4 Where the actual number of stock killed, including penalty stock, does not exceed the daily tally then all such penalty stock shall be counted as two head of stock and if, by so counting, the daily tally is exceeded then the number of units of stock in excess of the daily tally shall be paid for at single rate.

 

20.5 Penalty stock as prescribed shall be divided equally between slaughterpersons working on such penalties for the day.

 

20.6 Penalty stock shall not be cumulative and shall be counted and paid for once only.

 

21. Piecework

 

21.1 It shall be an offence against this award for any of the work set out in any of the classifications of this award to be performed under any piecework or tally system unless provided for in this award or agreed to by the union or approved by the Industrial Registrar.

 

22. Production Loading

 

22.1 This clause shall not apply to boning room employees and those entitled to overs payments under clause 18, Overs Rate for Slaughterpersons and Adult Following Labour, or employees on incentive or bonus schemes. All other employees shall be paid weekly a production loading of 60 per cent of their ordinary rate per hour for each equivalent hour of overs slaughtered per slaughterperson of the combined slaughtering for the week within ordinary hours. The ordinary hourly rate shall be obtained by dividing the weekly wage for 40 ordinary hours by 40.

 

Such production loading shall be paid to employees on the basis of attendance, calculated as follows:

 

Ordinary hours attended

by employees in week X

60 per cent of ordinary hourly rate of employees X

Equivalent hours of "overs" slaughtered per slaughterperson

40

 

 

 

An employee entitled to a production loading, as set out above, who is absent on any day of the week in which a production loading is payable, shall receive payment proportionate to the hours he/she attended for duty in such week.

 

The manner of calculating equivalent hours of overs slaughtered per slaughterperson within ordinary hours shall be as follows:

 

B

A X C

 

A = Total slaughterperson hours in week for which tally was claimed, divided by 40.

 

In arriving at this figure, learners hours shall be converted to slaughterperson hours by multiplying the hours for which tally was claimed by the fraction at which his/her tally bears to total tally.

 

B = Total "overs" (converted to cattle units) treated in ordinary hours.

 

C = Cattle unit equivalent to one hour's time.

 

Where agreed by the parties, this clause may be calculated on a daily basis.

 

23. Special Rates

 

23.1 Penners-up and/or stockpersons at work with their own dogs (in the case of penner-up, a maximum of two dogs; stockperson with a maximum of three dogs) shall be paid an amount per dog per week as set out in Item 11 of Appendix 2, Other Rates and Allowances.

 

23.2 The employer shall provide 0.5 kg of meat per day per dog for seven days a week, free of cost, for penners-up with two dogs and stockpersons with three dogs. The employer shall provide, free of cost, one muzzle per year to penners-up and two muzzles per year to stockpersons, provided that if the muzzle is damaged and produced to the employer, the employer shall have the muzzle replaced or repaired at no cost to the employee. Where the dog is injured in the course of its duties on the employer's premises, the employer shall pay the veterinary costs associated with the injury. The employer shall pay for the cost of annual parvo injections for the dogs used on the employer's premises.

 

23.3 Where the employer appoints an employee to carry out the duties of first-aid attendant in addition to his/her ordinary duties, such employee shall be paid an allowance per day as set out in Item 12 of Appendix 2 in addition to his/her ordinary rate of wage. This allowance is for any first-aid work performed on the employer's premises between the employee's ordinary starting time and finishing time.

 

23.4 Where the employer appoints an employee as a leading hand, such employee shall be paid an amount per week as set out in Item 13 of Appendix 2 in addition to his/her appropriate classification rate.

 

For the purposes of this subclause a leading hand is defined as an employee who is in charge of other employees and is given responsibility which warrants such appointment.

 

23.5 Pedestrian Stacker -

 

23.5.1 Any employee called upon to operate a pedestrian stacker under the conditions of clause 29, Working in Cold Temperatures, shall be paid an additional amount per week at the rate as set out in Item 14 of Appendix 2.

 

23.5.2 Any employee called upon to carry out stacking operations using a pedestrian stacker shall be paid an additional amount per week at the rate as set out in Item 15 of Appendix 2.

 

23.5.3 Any employee called upon to transport goods using a pedestrian fork lift shall be paid an additional amount per week at the rate as set out in Item 16 of Appendix 2.

 

24. Superannuation

 

In this clause:

 

24.1 "Approved scheme" means a scheme or fund which complies with the Australian Government's operational standards for occupational superannuation funds.

 

24.2

 

(a) "Eligible employee" means an employee of the employer. Provided that such employee has been in the service of the employer for the immediately preceding eight weeks irrespective of intermittency of employment during that eight weeks.

 

(b) Where an employee becomes an "eligible employee" the employer's contribution of three per cent of ordinary-time earnings shall be retrospectively made to apply from the employee's first day of employment.

 

24.3 "Employer" means an employer, other than a local government employer, who is bound by this award and who usually employs employees performing the work of one or more of the classifications mentioned herein.

 

24.4 "Local government employer" means an employer which is a council within the meaning of the Local Government Act 1993.

 

24.5 "Ordinary-time earnings" means the rate paid for annual leave purposes (excluding annual leave loading) pursuant to the Annual Holidays Act 1944.

 

24.6

 

(a) Where an eligible employee has not nominated an approved superannuation scheme within the meaning of the Superannuation Principle of the State Wage Case 1987, the employer shall in respect of an eligible employee contribute, pursuant to the relevant trust deed or deed of adherence, to a scheme determined by the employer. Where an eligible employee has nominated an approved superannuation scheme within the meaning of the said Superannuation Principle to be a relevant fund, each employee shall have the right to elect, within one month of 1 March 1989 or of the date of the commencement of his/her employment, as the case may be, between the employer contributing, in respect to him or her, to either the approved superannuation scheme so nominated by the eligible employees or a scheme nominated by the employer; provided that, failing such an election being made by an employee in the time allowed, the employer shall determine the scheme into which the employer's contribution in respect of that employee is to be paid.

 

Provided further that, notwithstanding any other provisions of this award, this award shall not impose any obligation or liability on the employer to contribute to more than one approved scheme nominated by the eligible employees in accordance with this clause.

 

(b) The contribution referred to in paragraph (a) of this subclause shall be as prescribed by paragraph (b) of subclause 24.2.

 

24.7 Provided, however, that the employer shall not be required, pursuant to this award, to contribute in relation to any eligible employee in respect of any period for which the employee is absent from his or her work on leave without pay.

 

24.8 Provided further that no employer shall be required by this award to contribute in respect of any eligible employee an amount which is more than three per cent of the ordinary-time earnings of the eligible employee.

 

24.9 The employer shall make such contributions monthly for pay periods completed in such months or at such other times and in such other manner as may be agreed upon in writing by the trustees of the approved scheme and the employer from time to time.

 

24.10 Notwithstanding any other provisions of this award, this award shall not impose any obligation or liability on the employer to contribute to more than one approved scheme nominated collectively by the eligible employees in accordance with this clause.

 

24.11 If at any time after the commencement of this clause the employer becomes bound by an award of any industrial tribunal or by a registered or unregistered industrial agreement or by legislation to contribute to another approved scheme or to any scheme or superannuation fund, not being an approved scheme, in respect of an eligible employee, then the employer's liability to make contributions to an approved scheme in respect of that eligible employee, pursuant to the provisions of this award, shall be reduced by the amount of the contribution the employer makes or is required by the award or registered or unregistered industrial agreement or by legislation to make to the other approved scheme or to another scheme or superannuation fund, not being an approved scheme, from the date the employer becomes bound to make payments to the other approved scheme or to the other scheme or superannuation fund, not being an approved scheme.

 

25. Tally Boning

 

25.1 Tally - Each boner shall bone the following minimum number of units of tally per day made up to such combination of categories and weight ranges as the employer may require:

 

Beef

 

Table boning 53.338 units.

Belt boning 57.338 units.

Rail boning 61.544 units.

 

Mutton and/or Lamb

 

Table boning 82.000 units.

Belt boning 84.200 units.

Veal -

 

Table boning 82.000 units.

Belt boning 84.200 units.

 

25.2

 

(a) Equivalents - Equivalents shall be counted in accordance with the Appendix 3 - Tally Boning Equivalents.

 

(b) Beef Neck Boning on Slaughterfloor - Notwithstanding anything elsewhere contained in this clause, where carcases or parts of a carcase are presented to the boning room where the neck has been boned, chime bone marked and paddywhack removed on the slaughterfloor, and the boners on the slaughterfloor are not included in the boning team for tally, the unit values for sides or forequarters and/or crops in this award shall be reduced by 16.666 per cent of the forequarter or crop unit value.

 

(c) Where an employer elects to work ordinary hours over four days of ten hours each, Monday to Sunday, inclusive, as provided for in paragraph (b) of subclause 30.4 of clause 30, Hours of Work, the tally provided for in this clause shall be increased by 25 per cent.

 

(d) Where an employer elects to work ordinary hours over three days each, Monday to Sunday, inclusive, as provided for in paragraph (c) of the said subclause 30.4, the tally provided for in this clause shall be increased by 66.66 per cent.

 

(e) Where an employer elects to work part-time employees as provided for in this award, the tally and/or equivalents provided for in this award shall be adjusted for a part-time employee proportionate to the hours worked by weekly employees.

 

25.3 Calculation of Tally -

 

25.3.1 The tally per boner for a day shall be calculated by multiplying the actual number of pieces in any category and weight range by the figure for equivalent units of tally set out opposite the appropriate category and weight range in the tables shown in Appendix 3.

 

25.3.2 For the purposes of this subclause, the minimum tally for a boner shall be that set out in subclause 25.1 and for an equivalent mixed tally, i.e., an equivalent tally calculated on the basis that each unit of mutton, lamb or veal is of equal value and that each unit of beef is equal to -

 

1. In the case of table boning:

82.000

of a unit of

 

53.338

mutton, lamb or veal.

 

 

 

2. In the case of belt boning:

82.000

of a unit of

 

57.338

mutton, lamb or veal.

 

 

 

3. In the case of rail boning:

82.000

of a unit of

 

61.544

mutton, lamb or veal.

 

(Where the mutton, lamb or veal is on table boning)

 

OR

84.200

of a unit of mutton, lamb or veil

 

61.544

 

 

(Where the mutton, lamb or veal is on belt boning)

 

25.3.3 The tally of a piece-work team or group shall be calculated by multiplying the actual number of quarters or other pieces boned in any category and weight range by the figure for equivalent units of tally set out opposite the appropriate category and weight range in the table.

 

25.3.4 The tally of a team or group may be made up of such combination of categories and weight ranges as the employer may require.

 

25.3.5 If the employer does not require the whole of a quarter or other piece, for which equivalent units of tally are prescribed in subclause 25.3.3, to be boned out by a piece-work team or group, he/she may either:

 

1. omit from the team or group or transfer out of the team or group the labour which would otherwise have been engaged on boning the portion which is not required to be boned out.

 

In such case the tally and payment of the remaining members of the team or group shall not be affected. An employee who is transferred out of a team or group for part of a day in the circumstances provided in this clause shall be paid during such time in accordance with the appropriate provision of this award, but on the basis of an ordinary rate not less than that which would have been applicable to him/her if he/she had remained a member of the team or group, or he/she may -

 

2. deduct from the equivalent for the whole quarter or other piece an appropriate percentage.

 

25.3.6 Neck boners on the slaughterfloor who are not included in the boning team shall have the same tally as the boners in the boning room. The equivalent unit value for each neck boned by the boner on the slaughterfloor shall be credited to each boner on the slaughterfloor.

 

25.3.7 Waiting Time - Boners and slicers shall not be paid for or receive credit for waiting time in respect of any delay in starting work or any interruption of work due to any strike in the meat industry or by reason of circumstances brought about by misconduct of employees of the employer, but not being employees on the salaried staff of the employer; but in respect of delays in starting work or interruption of work due to any other cause (but excluding time necessarily lost by changing over production in the boning room after work has commenced) exceeding in the aggregate 15 minutes of any day or shift, such boners and slicers shall be paid at their appropriate rate calculated on the basis that such rate is paid for an eight-hour day for all time which he/she has so lost; provided that if an interruption of work for any cause occurs within 20 minutes of a smoke-oh or meal break, the employer may direct that the smoke-oh or meal break shall be taken forthwith; provided further that waiting time shall not be paid on any day in which tally is achieved within five actual working hours or less (which includes smoke-oh and laps).

 

25.3.8 Regulation of Work and Adequate Labour - The rate of work during the day shall be regulated and controlled by the employer for the purpose of reasonable distribution of tally required over the prescribed working period, and the employer shall provide adequate and sufficient labour to follow boners in order to avoid congestion.

 

25.3.9 Definitions - Slicers - A slicer shall be required to perform the following work on meat after it has been handled by the boners: remove paddywhack, blood clots, bruises, ingesta stains, pieces of bone, cartilage, hide or wool, nodules and glands and sinews, exposed nerves, veins and arteries, where required, and trim fat to required specifications and trim cuts to required specifications. Such work shall be competently and efficiently performed on the meat prior to transfer to employees required to wrap and pack meat.

 

Trimmers - A trimmer is an employee, other than a sawyer, performing work on carcases, sides or quarters before they are boned and sliced.

 

NOTE: An employee who uses a knife or other implement only for the purpose of spotting or revising the slicers' work shall not be deemed to be a trimmer.

 

"Fleeced-out", in reference to the boning of beef, means boned-out so that, after the main part of the meat has been removed from the bones, the meat that remains in the intercostal spaces is removed by running a knife down each side of each rib bone.

 

"Fleeced-out", in reference to the boning of mutton, lamb or veal, means boned-out without the removal of the meat from the intercostal spaces.

 

"Birdcaged" means boned-out in such manner that the meat from the intercostal spaces and the attached portion of the pleural membrane remain attached to the rest of the meat when removed from the bones by running a knife down each side of each rib bone.

 

"Ribbed-out" means boned-out in such a manner that the meat from the intercostal spaces and the whole of the pleural tissue remain attached to the rest of the meat when removed from the bones, having been freed from the bones by making an incision down the centre of each rib bone and forcing the rib bone through the incision so made.

 

"Mutton and lamb carcases fleeced-out trunking method" means a system of boning where the trunk is separated from the pair of hind legs while hanging on the rail and the trunk and each leg boned separately on the table.

 

"Mutton and lamb carcases fleeced-out on-rail method" means a system of boning where each complete side is removed from the frame while hanging from the rail and then boned separately on the table.

 

"Trunk (Fleeced-out)" means a system of boning where each complete side of the trunk is removed from the frame while the carcase is hanging from the rail and boned separately on the table.

 

All weights are expressed as "bone-in" weights, i.e., the actual weight of the carcase or portion as it comes to the boner.

 

25.4 Overs Rate - Boners -

 

25.4.1 For all boning work performed on a day in excess of the number of tally per boner employed, an additional 50 per cent shall be paid and the extra payment shall be divided equally amongst the boners who worked on such overs.

 

25.4.2 Payment of overs shall be calculated as follows:

 

(a) The rate per unit of tally payable to a boner for each unit of tally shall be ascertained by dividing the rate for a boner for a day (i.e., the weekly rate of pay for 40 ordinary hours, divided by five) by 53.338 units of beef where table boning is in operation, by 57.338 units where belt boning is in operation, and 61.544 units where rail boning is in operation. For mutton, lamb and veal, table boning 82.000 units and for belt boning 84.000 units.

 

(b) For each additional unit of tally boned on any day in excess of the tally, the rate payable to a boner shall be the rate specified in subclause 25.4.2(a) for that class of boning, plus 50 per cent.

 

25.4.3 Notwithstanding anything elsewhere contained in this clause, an employer and employee may mutually agree to time off in lieu of the payment of overs and the time off shall be granted to the employee by mutual agreement or the equivalent time off paid at the ordinary-time rate of pay for such time off or any other way agreed by the parties. If no agreement is reached, overs shall be paid in the normal way.

 

25.5 Overs Rate - Slicers - Slicers employed following boners and the sawyer sawing prior to rail boning on a day, shall be paid overs based on the overs done per boner as follows:

 

Daily rate for slicers/sawyers (i.e.,

 

weekly rate for 40 ordinary hours,

 

divided by 5) plus 50 per cent

The number of units

___________________________ X

boned per boner in

Tally for each boner for the day

excess of tally.

as per subclause 25.4.2

 

 

Notwithstanding anything elsewhere contained in this clause, an employer and employee may mutually agree to time off in lieu of the payment of overs and the time off shall be granted to the employee by mutual agreement or the equivalent time off paid at the ordinary time rate of pay for such time off or any other way agreed by the parties. If no agreement is reached, overs shall be paid in the normal way.

 

25.6 Where employees, subject to "overs" rate payment as specified in subclauses 25.4 and 25.5 of this clause, are required to work outside ordinary hours, payment shall be on the basis of "overs" or overtime, whichever is the greater.

 

25.7 Transfer of Employees -

 

25.7.1 Employees shall perform such tasks or combination of tasks as the employer may require.

 

25.7.2 An employer may require a boner to combine tally work and non-tally work. In that event the employee shall, for the purpose of calculating the tally, be counted as a tally worker proportionately to the time which he/she works on tally but, in any circumstance, a permanent boner shall receive the boner's rate of pay when performing other duties.

 

25.8 Duties of Team -

 

25.8.1 The duties of a piece-work team under this clause shall be to bone the quarter or other piece in accordance with the requirements of the employer and to perform any tasks incidental to such boning. A piece-work team or group shall, within the ordinary hours of work on any day or shift, complete such tally as the employer may require.

 

25.8.2 A member of a piece-work team or group shall perform such tasks and/or parts of tasks as the employer may require.

 

25.8.3 An employer may require an employee to combine work as a member of a piecework team or group with other duties. In that event the employee shall, for the purpose of calculating the tally of the team or group and the payments to which he/she is entitled, be counted as a member of the team or group proportionally to the time which he/she works as a member of the team or group.

 

25.8.4 Employees shall, during the working hours mentioned in this award in clause 30, Hours of Work, clause 31, Shift Work, and clause 34, Overtime, in so far as they can do so working at a reasonable rate, bone and process such number of carcases or part thereof in excess of the daily tally as the employer may require.

 

25.9 Production Loading - Boning Room - All boning room employees, excepting those subject to overs payments, shall be paid weekly a production loading of 60 per cent of their ordinary rate per hour for each equivalent hour of overs boned per boner of the combined boning production for the week within 40 ordinary hours. The ordinary rate per hour shall be obtained by dividing the weekly wage for 40 ordinary hours by 40.

 

Such production loading shall be paid to employees on the basis of attendance, as follows:

 

Ordinary hours attended

by employee in week X

60 per cent of ordinary hourly rate of employee X

Equivalent hours of "overs" boned per boner.

40

 

 

An employee entitled to a production loading as set out above, who is absent on any day of the week in which a production loading is payable, shall receive payment proportionate to the hours he/she attended for duty in such week.

 

The manner of calculating equivalent hours of overs boned per boner within ordinary hours shall be as follows:

 

B

A x C

 

A = Total boner person hours in week, for which tally was claimed, divided by 40. In arriving at this figure, learners' hours shall be converted to boner person hours by multiplying the hours for which tally was claimed by the fraction at which his/her tally bears to total tally.

 

B =Total "overs" (converted to beef, mutton, lamb or veal units, as the case may be) treated in ordinary hours.

 

C = Beef, mutton, lamb or veal (as the case may be) unit equivalent to one hour's time.

 

26. Tally Slaughtering

 

The minimum number of animals to be killed per slaughterperson per day shall be as follows:

 

26.1 Cattle -

 

26.1.1 Bed or cradle dressing - 16.5 head.

 

26.1.2 Mechanical rail dressing - 19 head.

 

26.1.3 Gravity rail - 18.65 head.

 

26.2 Calves and/or Vealers -

 

26.2.1 Cattle slaughterfloor - Calves killed and dressed on the cattle slaughterfloor shall, for the purpose of calculating tally, be counted as four calves equal three head of cattle.

 

26.2.2 Solo or dead rail - Up to 40.5 kg in weight - 49 calves.

 

26.2.3 Mechanical conveyor (as provided in clause 14.5) -

 

Up to 40.5 kg in weight 60.75 calves;

over 40.5 kg to 68.0 kg 32 calves;

over 68.0 kg to 100.0 kg 26.65 calves.

 

26.2.4 Mechanical conveyor with skin puller (trade type) (as provided in clause 14.6) -

 

Up to 40.5 kg in weight 67.1 calves;

over 40.5 kg to 68.0 kg in weight 37.3 calves;

over 68.0 kg to 100.0 kg in weight 28.75 calves.

 

26.2.5 Mechanical conveyor with skin puller (boner type) (as provided in clause 14.7) -

 

Up to 27.0 kg in weight 90.6 calves;

over 27.0 kg to 68.0 kg 57.5 calves.

 

NOTE: "Calf" means a young immature, bovine animal up to 100.0 kg dressed weight.

 

26.3 Sheep and/or Lambs -

 

26.3.1 Solo 66 sheep and/or lambs.

26.3.2 Sheep Chain 81 sheep and/or lambs.

 

26.4 Pig dehairer in operation -

 

Up to 49.5 kg in weight 68.2 pigs.

Over 49.5 kg to 72.5 kg in weight 55.4 pigs.

Over 72.5 kg to 158.0 kg in weight 36.25 pigs.

Over 158.0 kg 19.2 pigs.

 

26.4.1 Any of the above pigs that have been dressed in the normal method and are then required to be skinned, shall count as two pigs in the above weight range for tally.

 

26.4.2 A pig if skinned, in lieu of dehairer, shall count as one head of cattle, according to the tally for the type of killing in operation.

 

26.4.3 Sucker pigs that require scudding by hand and wild pigs shall count as two pigs.

 

26.5 Regulating speed of conveyors The speed of all mechanical chains shall be controlled by the employer.

 

26.6 Mechanical aids - The tally as prescribed in paragraphs 26.1.2 and 26.1.3 and paragraph 26.3.2, shall be increased by the following amounts applicable to the undermentioned mechanical aids where such aids are installed and being used:

 

Beef

Head

 

 

Hide Puller

0.50

Brisket Saw (electric)

0.25

Brisket Saw (pneumatic/hydraulic)

0.25

Hock Cutter (pneumatic)

0.25

Hock Cutter (hydraulic)

0.25

Buster Splitting Saw or equivalent

0.35

Aitch Bone Cutter

0.25

Tail Puller

0.25

Johnson Hide Stripper

2.00

Flow through upward hide puller on incline

2.00

Downward Hide Puller

3.00

 

Sheep and/or Lambs -

 

Mirinz Rotary Pelter or equivalent

8.00

Mirinz Manned Final Puller or equivalent

8.00

Mirinz Automatic Final Puller or equivalent

8.00

 

NOTE: The prescriptions of 8.00 head for the Mirinz manned final puller or equivalent and for the Mirinz automatic final puller or equivalent are prescriptions on an interim basis.

 

26.7 Where the manning of a chain is so reduced as to affect the work of a slaughterperson, then the slaughterperson shall be required to do seven-eighths of the beforementioned tallies.

 

26.8 The weights specified in subclauses 26.2 and 26.4 are dressed weights.

 

26.9 The employer shall ensure, as far as practicable, that all animals are clean before being submitted for slaughter.

 

26.10 Employees shall, during the working hours mentioned in this award, in so far as they can do so working at a reasonable rate, kill and dress such number of animals in excess of the minimum as the employer may require.

 

26.11

 

(a) Where an employer elects to work ordinary hours over four days of ten hours each, Monday to Sunday, inclusive, as provided for in subclause paragraph (b) of subclause 30.4 of clause 30, Hours of Work, the tally provided for in this clause shall be increased by 25 per cent.

 

(b) Where an employer elects to work ordinary hours over three days, Monday to Sunday, inclusive, as provided for in the said paragraph (b), the tally provided for in this clause shall be increased by 66.66 per cent.

 

26.12 Where an employer elects to work part-time employees as provided for in this award, the tally and/or tally contribution for mechanical aids, as the case may be, provided for in clause 26, Tally Slaughtering, shall be adjusted for a part-time employee proportionate to the hours worked by weekly employees.

 

26.13 Bobby calf tallies on inverted mutton chain shall count as one sheep.

 

27. Wages

 

27.1 Basic Wage -

 

27.1.1 This award in so far as it fixes rates of wages, is made by reference and in relation to the adult basic wage set out in Appendix 1, Wages.

 

27.1.2 The said basic wage may be varied by the Industrial Relations Commission of New South Wales under subclause (2) of clause 15 of Division 4 of Part 2 of Schedule 4, Savings, Transitional and Other Provisions, of the Industrial Relations Act 1996.

 

27.1.3 A reference in this award to the adult basic wage is to be read as a reference to the adult basic wage currently in force under the said clause 15 of the Industrial Relations Act 1996.

 

27.2 Minimum Rate -

 

27.2.1 The minimum rate of pay for 40 ordinary hours of any classification shall be in accordance with the weekly wage rate tables as appear in Appendix 1, Wages.

 

27.3 Arbitrated Safety Net Adjustment -

 

27.3.1 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.

 

28. Waiting Time Slaughterfloor

 

28.1 An employee who is entitled to payment for overs as set out in clause 18, Overs Rate for Slaughterpersons and Adult Following Labour, shall not be paid for, or receive credit for, waiting time in respect of any delay in starting work or any interruption brought about by the misconduct of employees of the employer, but in respect of delays in starting or interruptions of work due to any other cause exceeding the aggregate of 15 minutes on any day. Any employee who is entitled to overs shall be paid at the ordinary-time rate of pay for ordinary hours and the appropriate rate of pay at all other times; provided that if the following labour are required to perform, after the completion of their ordinary hours, their normal cleaning duties (i.e., cleaning floors and equipment) associated with the day's kill, they shall be paid overtime or waiting time, whichever is the greater, for that day.

 

28.2 This clause shall not apply -

 

(a) in respect of any period of breakdown of machinery if the employer provides, at his/her expense and without increase in the tally of the slaughterpersons, sufficient additional labour to perform the work normally done by the machinery which has broken down;

 

(b) on any day in which tally is achieved within five actual working hours or less (which includes smoke-oh and laps).

 

28.3 In the event of a breakdown of a mechanical knife, work shall be continued using an ordinary knife and this clause shall not apply.

 

28.4 If the work is interrupted while any animal which has been knocked remains untreated, the slaughterpersons shall, if required, complete the dressing of such animal by such method as the employer may direct. The appropriate wage rates shall be paid for all cattle so completed, in addition to any payments for waiting time to which the employees may have become entitled.

 

28.5 If any interruption of work for any cause occurs within 20 minutes of the commencement of a smoke-oh, meal break or lap period, the employer may direct that the smoke-oh, meal break or lap period shall be taken forthwith.

 

28.6 This clause shall not affect the right of the employer to drop tally in lieu of paying waiting time on the basis of time to tally.

 

29. Working in Cold Temperatures

 

 

29.1 Where an employee is required to work in a temperature artificially reduced to below minus 1 degree Celsius he/she shall be paid at the rates set out in Item 6 of Appendix 2, Other Rates and Allowances, in addition to his/her ordinary rate of pay, for every hour or part of an hour for which in the aggregate he/she is so required to work.

 

29.2 The rate as set out in Item 7 of Appendix 2 for work in a temperature artificially reduced to minus 16 degrees Celsius shall not apply to freezing room employees nor loaders.

 

29.3 The rates in this subclause stand alone and are not cumulative.

 

29.4 The rates as set out in Item 8 of Appendix 2 shall only be payable if, when commencing work in the morning, the temperature artificially reduced remains at less than minus one degree Celsius or minus 16 degrees Celsius respectively, as the case may be, for at least one hour after commencing work.

 

29.5 No additional sum shall be payable for time worked which on any day is less than 30 minutes in the aggregate in a temperature below minus one degree Celsius but not below minus 16 degrees Celsius.

 

29.6 An employee who is overheated through working outside, shall be allowed time to cool off before being required to work in a room wherein the temperature is artificially reduced to below minus one degree Celsius.

 

29.7 An employee required to work in a temperature artificially reduced to below minus 18 degrees Celsius -

 

29.7.1 shall have been medically selected as fit to work in extremely cold conditions;

 

29.7.2 shall have available to him/her free of charge a blanket suit, helmet and overalls;

 

29.7.3 shall, if in a temperature below minus 26 degrees Celsius, only be required to work for a short period on the basis of alternate periods of 15 minutes in the cold temperature and five minutes out of the cold temperature.

 

29.8 For the purpose of this clause, the temperature of a room shall be the temperature of the coldest part of the working area in the room.

 

PART 5 - HOURS OF WORK, BREAKS, OVERTIME, SHIFT WORK AND WEEKEND WORK

 

30. Hours of Work

 

30.1 Average Weekly Hours -The ordinary hours of work in an establishment or part of an establishment shall be an average of 38 per week over any period exceeding a week and up to and including any period of 365 days.

 

30.2

 

(a) 38-hour Week Leisure Time Credits - The average 38-hour week shall be worked so that the number of ordinary hours of work that may be worked by an employee shall not exceed eight hours during any consecutive 24 hours or 40 hours per week or 80 hours in 14 consecutive days or 160 hours in 28 consecutive days. For the purposes of the average 38-hour week, the employer shall credit an employee with a leisure time credit of two hours for each 40 ordinary hours worked in a week or of 24 minutes for each eight ordinary hours worked in a day (or in 24 consecutive hours in the case of a shift worker) by him or her; provided that at the end of a period of engagement an employee may be paid in lieu of leisure time credits and shall be paid for accumulated leisure time credits as soon as reasonably practicable. Subject to the provisions of this clause, leisure time credits shall be accumulated and shall be given by the employer and shall be taken by the employee, as required by the employer, in single days or blocks of days by individual employees or groups of employees. Accrued leisure time may be taken:

 

on a roster basis; or

 

during slack periods; or

 

with annual leave; or

 

in any combination thereof. Reasonable notice (being five days or, by agreement, a lesser period) shall be given by an employer for the taking of days off for this purpose. Where practicable, a roster shall be established well in advance. One intention of this clause is to provide for a maximum degree of flexibility in the implementation and the operation of the average 38-hour week. Another intention of this clause is to ensure the avoidance of, or minimal, interference with production.

 

(b)

 

(1) For the purpose of 40 ordinary hours worked or eight ordinary hours worked in paragraph (a) of this subclause, tally workers being slaughterpersons, boners, following labour on slaughterfloor and slicers shall not accrue credits towards the rostered day off on a day on which they are not prepared to work, pursuant to subclause 26.10 of clause 26, Tally Slaughtering, and paragraph 25.8.4 of subclause 25.8 of clause 25, Tally Boning, and Step 8 of subclause 6.2 of clause 6, Grievance and Dispute Procedures, or refuse to process overs which are required of them.

 

(2) Slaughterhouse labourers entitled to overs and who carry out their clean-up duties after the kill, including the required numbers of overs to be completed, and are then released from duty in accordance with the award provisions before a full eight hours has been worked, shall be entitled to accrue benefits on that day towards accrued leisure time.

 

(3) Timeworkers must complete all work assigned to them within eight ordinary hours per day before they accrue benefits on that day towards accrued leisure time.

 

30.3 The ordinary hours of work of weekly, casual and regular casual employees, including employees who are employed for a period of less than 365 consecutive days, employed in an establishment or part of an establishment, shall accord with those of employees generally who are employed in the same establishment or the same part of the establishment covered by the provisions of this clause and any entitlements to leisure time credits of the former classes of employees shall accrue at the same time or times as the leisure time credits of the said employees generally.

 

An employee may apply for accrued leisure time in a case of special need, provided reasonable notice (being five days or, by agreement, a lesser period) is given to the employer and it causes minimal interference with production.

 

30.4

 

(a)

 

(1) Unless an agreement consistent with the provisions set out hereunder has been entered into, the ordinary hours of work in this award shall be five days of eight hours, Monday to Friday, inclusive, between 5.00 a.m. and 8.00 p.m.

 

(2) The ordinary hours shall be by agreement between the employer and a majority of employees in the plant or section concerned.

 

(b) Notwithstanding the provisions of paragraph (a) of this subclause, the ordinary hours of work may be worked in the following manner:

 

(1) five days of eight hours each, Monday to Sunday, inclusive, between the hours of 5.00 a.m. to 8.00 p.m., or

 

(2) four days of ten hours each, Monday to Sunday, inclusive, between the hours of 5.00 a.m. to 8.00 p.m., or

 

(3) any consecutive three days, Monday to Sunday, inclusive, between the hours of 5.00 a.m. and 8.00 p.m., or

 

(4) five days of two eight-hour periods each, Monday to Sunday, inclusive, between the hours of 5.00 a.m. to 8.00 p.m.

 

(c)

 

(1) In respect of paragraph (b) of this subclause, the employer and a majority of employees may agree to work any of the above arrangements, provided that the starting times may be altered by mutual agreement between an employer and the majority of employees in the plant or section or sections concerned.

 

(2) Where a union has members employed at the particular enterprise, that union must be informed of the intention to use this facilitative provision and be given a reasonable opportunity to participate in negotiations regarding its use.

 

30.5 For ordinary time worked on a Saturday, time and one-half shall be paid.

 

30.6 For ordinary time worked on a Sunday, time and three-quarters shall be paid.

 

31. Shift Work

 

31.1 This clause shall apply to employees in the by-products department, to employees covered by classification 11 of Appendix 1, Wages, and/or employees employed for cleaning purposes; provided the employer may work employees on shift work who are required to clean and distribute rollers, gambrels and slides.

 

31.2

 

(a)

 

(1) Unless an agreement consistent with the provisions set out hereunder has been entered into, the ordinary hours for shift workers in this award shall be five days of eight hours, Monday to Friday, inclusive.

 

(2) The ordinary hours shall be by agreement between the employer and a majority of employees in the plant or section concerned.

 

(b) Notwithstanding the provisions of paragraph (a) of this subclause, the ordinary hours of work may be worked in the following manner:

 

(1) five days of eight hours each, Monday to Sunday, inclusive, or

 

(2) four days of ten hours each, Monday to Sunday, inclusive, or

 

(3) any consecutive three days, Monday to Sunday, inclusive, or

 

(4) five days of two eight-hour periods each, Monday to Sunday, inclusive.

 

(c)

 

(1) In respect of paragraph (b) of this subclause, the employer and a majority of employees may agree to work any of the above arrangements, provided that the starting times may be altered by mutual agreement between an employer and the majority of employees in the plant or section or sections concerned.

 

(2) Where a union has members employed at the particular enterprise, that union must be informed of the intention to use this facilitative provision and be given a reasonable opportunity to participate in negotiations regarding its use.

 

31.3 The employer shall fix the starting and finishing times of the ordinary hours of shift workers and notice thereof shall be exhibited and kept exhibited at a place accessible to the employees. Subject to this clause, such times may be altered by the employer upon not less than seven days’ notice to the employees, and any alteration of such starting and finishing times also shall be exhibited as aforesaid.

 

31.4 An employee who works on day shift or rotating or alternating shifts shall be paid an amount per shift as set out in Item 1 of Appendix 2 - Other Rates and Allowances.

 

31.5 An employee who works on afternoon shift only, or who alternates on afternoon and night shift, shall be paid an amount per shift as set out in Item 2 of Appendix 2.

 

31.6 An employee who works on night shift only shall be paid time and one-quarter for the shift and such rate shall be in substitution for and not in addition to any other shift work rate provided for in this clause.

 

31.7 Any shift commencing at or subsequent to 11.00 p.m. Friday and finishing not later than 8.00 a.m. Saturday, shall be paid for at the rate of time and one-quarter and such rate shall be paid in substitution for and not in addition to any other shift allowance provided for in this clause.

 

31.8 Night shift means a shift finishing after midnight and at or before 8.00 a.m.

 

31.9 Afternoon shift means a shift finishing after 6.00 p.m. and at or before midnight.

 

31.10 Day shift means a shift other than night or afternoon shift.

 

31.11 Except where payment is made pursuant to subclause 38.10 of clause 38 Annual Leave Loading, the shift work allowances prescribed by subclauses 31.3, 31.4, 31.5, and 31.6 of this clause, shall not form part of the employee’s wage rate for any purpose of this award.

 

31.12 Notwithstanding any other provisions of this clause, shift work may be worked in any department of an abattoir with the agreement of the union.

 

32. Loaders

 

32.1

 

(a) The ordinary hours for loaders shall be an average of 38 per week in accordance with clause 30, Hours of Work, and shall, subject to the giving and taking of leisure time credits, be worked on any five consecutive days, Monday to Saturday, inclusive, and shall be worked in accordance with the said clause 30.

 

(b) Notwithstanding anything elsewhere contained in this award, ordinary hours may be worked on any five consecutive days, including Sunday, provided Saturday and Sunday are not consecutively worked. If ordinary hours are worked on Sunday, broken shifts are not to be worked pursuant to paragraph (b) of subclause 32.6. Ordinary hours worked on a Sunday shall be paid at the rate of time and three-quarters.

 

32.2

 

(a)

 

(1) Unless an agreement consistent with the provisions set out hereunder has been entered into, the ordinary hours for loaders shall be five days of eight hours, Monday to Friday, inclusive.

 

(2) The ordinary hours shall be by agreement between the employer and a majority of employees in the plant or section concerned.

 

(b) Notwithstanding the provisions of subclause 32.2(a), the ordinary hours of work may be worked in the following manner:

 

(1) four days of ten hours each, Monday to Sunday, inclusive, or

 

(2) any consecutive three days, Monday to Sunday, inclusive, or

 

(3) five days of two eight-hour periods each, Monday to Sunday, inclusive.

 

(c)

 

(1) In respect of subclause 32.2(b), the employer and a majority of employees may agree to work any of the above arrangements, provided that the starting times may be altered by mutual agreement between an employer and the majority of employees in the plant or section or sections concerned.

 

(2) Where a union has members employed at the particular enterprise, that union must be informed of the intention to use this facilitative provision and be given a reasonable opportunity to participate in negotiations regarding its use.

 

32.3 The employer shall fix the days which shall comprise the loaders' ordinary working days. Variation in the setting of the loaders' ordinary working days may be made by the employer upon not less than seven days' notice to the employees.

 

32.4 For work performed on Saturday as part of ordinary hours, loaders shall be paid at the rate of time and one-quarter.

 

32.5 For time worked in excess of the ordinary hours of work of an employee worked in a relevant period of work in accordance with an average 38-hour week as provided for by clause 30, Hours of Work, or worked in excess of the daily limitation on any day, time and one-half shall be paid for the first two hours and double time thereafter.

 

32.6

 

(a) Where a loader has worked 16 consecutive hours, he/she shall be allowed, if he/she so desires, a period of eight hours' rest before being required to perform further work.

 

(b) Where a loader works broken time in any day, there shall be not more than two breaks in employment in the day. Such breaks shall not count as having broken the continuity of work on that day, but the time of such breaks shall not count as time worked; provided that where a loader has been directed by the employer to attend for work at a particular time, and does attend at the specific time, he/she shall be guaranteed two hours' employment at the appropriate rate.

 

(c) Where work commences on one calendar day and extends into the following calendar day, the whole period of work shall be deemed to be on the former day for the purpose of calculating hours of work to be paid for.

 

32.7 Time worked on Sunday shall be paid for at double time for loaders, with a minimum payment of three hours at such rate.

 

32.8 Smoke-oh shall be paid for as working time and shall be allowed as follows: one smoke-oh of ten minutes after the first two hours' work; and one smoke-oh of ten minutes each four hours thereafter.

 

32.9

 

(a) Loaders shall be paid for each ordinary day worked an extraordinary hours allowance per day as set out in Item 3 of Appendix 2 - Other Rates and Allowances, and such amount shall be taken into account for ascertaining ordinary pay in respect of sick leave, annual leave, annual leave loading and long service leave, but shall not count for the purpose of calculating the overtime rate of pay.

 

(b) Loaders who work on a continuous night shift commencing between midnight and 4.00 a.m. shall be paid time and a quarter. Such rate shall be in substitution for and not cumulative upon the extraordinary hours allowance.

 

32.10 Rest Period after Overtime - When overtime work is necessary it shall, wherever reasonably practicable, be so arranged that employees have at least eight consecutive hours off duty between the work of successive days. An employee, other than a daily hand, who works so much overtime between the termination of his/her ordinary work on one day and the commencement of his/her ordinary work on the next day that he/she has not had at least eight consecutive hours off duty between those times, shall, subject to this subclause, be released after completion of such overtime until he/she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence. If, on the instructions of his/her employer, such an employee resumes or continues work without having had such eight consecutive hours off duty, he/she shall be paid at double rates until he/she is released from duty for such period and he/she then shall be entitled to be absent until he/she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

 

33. Meal Breaks

33.1 Not more than one hour shall be allowed for a meal break, at a time to be mutually arranged between the employer and the employees, and the employer shall advise the union of any agreement within seven days. In the event of a disagreement, the employer and the union shall confer. No more than five hours shall be worked without a break for a meal; provided that, by agreement between the employer and the employees, the meal break may be delayed for 15 minutes.

 

33.2 Subject to this clause, a shift worker shall be allowed an interval of 20 minutes each shift at a time to be agreed upon between the employer and the employees, such interval to be counted as time worked and paid for as such.

 

33.3 Any employee required to work overtime for one and one-half hours or more shall be allowed 30 minutes for a meal. If he/she has not been advised, on the working day immediately preceding, that he/she will be required to work such overtime for one hour or more on the following day, the employer shall provide him/her with a meal or, in lieu thereof, shall pay him/her the sum as set out in Item 5 of Appendix 2, Other Rates and Allowances; provided that if, by continuing to work, the work can be completed in two hours, the employee may elect not to have a meal break and the employer shall not be liable to provide him/her with a meal or payment in lieu thereof of an amount as set out in the said Item 5. An employee who has provided himself/herself with a meal after being notified and who is not required to work overtime, shall be paid the sum as set out in the said Item 5. A meal need not be provided under this subclause, nor payment made in lieu thereof, if the employee is permitted to return to his/her home for the meal in question, and can reasonably do so.

 

33.4 An employee required to work overtime for not less than one hour and a half before his/her ordinary starting time, shall be permitted to have a break of 15 minutes for a crib, such time to be counted as working time.

 

33.5 Any employee called upon to work during a meal interval shall be paid at overtime rates for the period so employed, and such overtime rates shall continue until a meal break of not less than 30 minutes is allowed.

 

33.6 Notwithstanding anything elsewhere contained in this clause, where an employee works his/her ordinary hours over four days or three days, as provided in subclause 30.4 of clause 30, Hours of Work, the only breaks shall be: two breaks of 20 minutes each (non-paid time), and one break of 20 minutes as a crib (paid time).

 

33.7 Smoke-ohs -

 

33.7.1 This subclause shall not apply to loaders.

 

33.7.2 Smoke-ohs, to be paid for as working time, shall be allowed as follows:

 

(a) Employees other than shift workers One smoke-oh of 15 minutes each forenoon worked and one smoke-oh of 15 minutes each afternoon worked to employees who have worked in excess of eight hours.

 

(b) Shift workers One smoke-oh of ten minutes in the first half of each shift worked and one smoke-oh of ten minutes in the second half of each shift worked.

 

(c) Time for taking such smoke-oh shall be mutually agreed upon between the employer and the employees.

 

34. Overtime

 

34.1 All time worked outside the ordinary hours of work as provided for by clause 30, Hours of Work, and clause 31, Shift Work, and worked in accordance with the provisions thereof shall be overtime and shall be paid for at the rate of time and one-half for the first two hours, Monday to Friday, and the first three hours on Saturday; double time shall be paid thereafter, based on the rate per hour for the classification concerned, and obtained by dividing the minimum rate of pay for 40 hours under clause 27, Wages, by 38.

 

34.2 Where work commences on one calendar day and extends into the following calendar day, the whole period of work shall be deemed to have been worked on the former day for the purpose of calculation of overtime.

 

34.3 An employee called upon to work overtime on Saturday shall be paid a minimum of four hours at the appropriate rate in accordance with subclause 34.1.

 

34.4 An employee required to return to his/her employer's premises to work overtime after leaving the business premises (whether notified before or after leaving the premises), shall be paid a minimum of two hours' work at the appropriate overtime rate for each period he/she is so required to return.

 

34.5 Employees called out on emergency work between 8.00 p.m. and 5.00 a.m. shall be paid a minimum payment of two hours at double time.

 

34.6 The provisions of subclause 34.3 shall not apply to shift workers where overtime is continuous with ordinary time worked.

 

34.7 It shall be a condition of employment that employees shall work reasonable overtime to meet the needs of the industry.

 

34.8 Rest Period after Overtime - When overtime work is necessary it shall, wherever reasonably practicable, be so arranged that employees have at least eight consecutive hours off duty between the work of successive days. An employee, other than a daily hand, who works so much overtime between the termination of his/her ordinary work on one day and the commencement of his/her ordinary work on the next day that he/she has not had at least eight consecutive hours off duty between those times, shall, subject to this subclause, be released after completion of such overtime until he/she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

 

If, on the instructions of his/her employer, such an employee resumes or continues work without having had such eight consecutive hours off duty, he/she shall be paid at double rates until he/she is released from duty for such period and he/she then shall be entitled to be absent until he/she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

 

34.9 Overtime shall not be paid for twice.

 

34.10 Subclauses 34.1, 34.4 and 34.5 shall not apply to loaders.

 

34.11 Subclauses 34.1 and 34.3 shall not apply to stockpersons.

 

34.12 Notwithstanding anything elsewhere contained in this award, an employer and employee may mutually agree to time off in lieu of the payment of overtime and the time off shall be granted to the employee by mutual agreement paid the rate of pay proportionate to the overtime rate forfeited or the equivalent time off paid at the ordinary-time rate of pay for such time off or any other way agreed by the parties. If no agreement is reached, overtime shall be paid in the normal way.

 

35. Stockpersons

 

35.1 The ordinary hours for stockpersons shall be an average of 38 per week in accordance with clause 30, Hours of Work, and shall, subject to the giving and taking of leisure time credits, be worked on any five consecutive days, Sunday to Friday, inclusive, and shall be worked in accordance with the said clause 30.

 

35.2 The ordinary hours for stockpersons shall be the same as those expressed in subclause 30.4 of clause 30, Hours of Work.

 

35.3 For time worked in excess of the ordinary hours of work of an employee worked in a relevant period of work in accordance with an average 38-hour week as provided for by clause 30, Hours of Work, or worked in excess of the daily limitation on any day, time and one-half shall be paid for the first two hours and double time thereafter.

35.4 For work performed on Sunday as ordinary hours, employees shall be paid at the rate of time and three-quarters, and employees if required to work in excess of eight hours shall be paid double time.

 

35.5 Stockpersons shall be provided with a suitable horse and equipment. The employer shall feed and shoe such horse; provided that, if the employee is required to provide a horse and equipment to use in the course of his/her employment, he/she shall be paid an amount per week as set out in Item 4 of Appendix 2, Other Rates and Allowances, and the employer shall be responsible to feed and shoe the horse.

 

36. Sundays

 

36.1 Except as otherwise provided for stockpersons and loaders, all time worked on a Sunday shall be paid at double time with a minimum payment of four hours.

 

36.2 This clause shall not apply to paragraph 17.1.3 of subclause 17.1 of clause 17, Objectionable Work.

 

36.3 This clause shall not apply to employees working ordinary hours on a Sunday pursuant to this award.

 

PART 6 - LEAVE OF ABSENCE AND PUBLIC HOLIDAYS

 

37. Annual Leave

 

See Annual Holidays Act 1944.

 

38. Annual Leave Loading

 

38.1 This clause applies only in relation to annual holidays to which employees become or have become entitled.

 

38.2 In this clause the Annual Holidays Act 1944 is referred to as "the Act".

 

38.3 Before an employee is given and takes his/her annual holiday or where, by agreement between the employer and the employee, the annual holiday is given and taken in more than one separate period, then before each of such separate periods the employer shall pay his/her employee a loading determined in accordance with this clause.

 

(NOTE: The obligation to pay in advance does not apply where an employee takes an annual holiday wholly or partly in advance - see subclause 38.7.)

 

38.4 The loading is payable in addition to the pay for the period of holiday given and taken and due to the employee under the Act.

 

38.5 The loading is to be calculated in relation to any period of annual holiday to which the employee becomes or has become entitled under the Act or where such a holiday is given and taken in separate periods, then in relation to each such separate period.

 

38.6 The loading is the amount payable for the period or separate period, as the case may be, stated in subclause 38.5, at the rate per week of 17.5 per cent of the appropriate ordinary weekly time rate of pay prescribed by this award for the classification in which the employee was employed pursuant to clause 27, Wages, and clause 7.4, Juniors, as the case may be, immediately before commencing his/her annual holiday together with, where applicable, an allowance for loaders pursuant to subclause 32.9 of clause 32, Loaders, the first-aid allowance pursuant to subclause 23.3 of clause 23, Special Rates and the leading hand allowance pursuant to subclause 23.4 of the said clause 23, but shall not include the shift allowances prescribed by clauses 30, Hours of Work, and 31, Shift Work, any other allowances, penalty rates, overtime rates or any other payment prescribed by this award.

 

38.7 No loading is payable to an employee who takes an annual holiday wholly or partly in advance; provided that, if the employment of such an employee continues until the day when he/she would have become entitled under the Act to an annual holiday, the loading then becomes payable in respect of the period of such holiday and is to be calculated in accordance with subclause 38.6, applying the award rates of wages payable on that day.

 

38.8 Where, in accordance with the Act, the employer's establishment or part of it is temporarily closed down for the purpose of giving an annual holiday or leave without pay to the employees concerned

 

(a) An employee who is entitled under the Act to an annual holiday and who is given and takes such a holiday shall be paid the loading calculated in accordance with subclause 38.6.

 

(b) An employee who is not entitled under the Act to an annual holiday and who is given and takes leave without pay shall be paid, in addition to the amount payable to him/her under the Act, such proportion of the loading that would have been payable to him/her under this clause if he/she had become entitled to an annual holiday prior to the close-down as his/her qualifying period of employment in completed weeks bears to 52.

 

38.9

 

(a) When the employment of an employee is terminated by his/her employer for a cause other than misconduct and at the time of the termination the employee has not been given and has not taken the whole of an annual holiday to which he/she became entitled, he/she shall be paid a loading calculated in accordance with subclause 38.6 for the period not taken.

 

(b) Except as provided by paragraph (a) of this subclause, no loading is payable on he termination of an employee's employment.

 

38.10 This clause extends to an employee who is given and takes an annual holiday and would have worked as a shift worker, namely an employee employed pursuant to clause 31, Shift Work, if he/she had not been on annual holiday; provided that if the amount to which the employee would have been entitled by way of allowances for shifts pursuant to the said clause 31 for ordinary shifts which he/she would have worked according to the shift roster if he/she had not been on annual holiday (not including time on a public or special holiday pursuant to subclauses 41.1 and 41.4 of clause 41, Holidays) exceeds the loading calculated in accordance with this clause, then that amount shall be paid to the employee in lieu of the loading.

 

39. Compassionate Leave

 

39.1 An employee shall, on the death of a wife, husband, father, mother, child, stepchild, brother, sister, mother-in-law, father-in-law or grandparents, be entitled on notice to leave and such leave shall be without deduction of pay for a period not exceeding the number of hours worked by the employee in two ordinary days' work in respect of the employee's wife, husband, father, mother, child or stepchild and one ordinary day's work in respect of the employee's brother, sister, mother-in-law, father-in-law or grandparents.

 

Such notice shall be given by the employee to the employer prior to the commencement of compassionate leave, and proof of such death shall be furnished by the employee to the satisfaction of his/her employer; provided, however, that this clause shall have no operation while the period of entitlement to leave under it coincides with any other period of entitlement to leave.

 

39.2 For the purpose of this clause, the words "wife" and "husband" shall not include a wife or husband from whom the employee is separated, but shall include a person who lives with the employee as a de facto wife or husband.

 

40. Personal/Carers Leave

 

40.1 Use of Sick Leave -

 

40.1.1 An employee with responsibilities in relation to a class of person set out in subclause 40.1.3 (ii) who needs their care and support shall be entitled to use, in accordance with this subclause, any sick leave entitlement which accrues after 30 November 1995 for absences to provide care and support for such persons when they are ill.

40.1.2 The employee shall, if required, establish by production of a medical certificate or statutory declaration, the illness of the person concerned.

 

40.1.3 The entitlement to use sick leave in accordance with this subclause is subject to:

 

(i) the employee being responsible for the care and support 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 and 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 stepchild, 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 the other; and

 

(3) "household" means a family group living in the same domestic dwelling.

 

40.1.4 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 their 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.

 

40.2 Unpaid Leave for Family Purpose -

 

40.2.1 An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care and support to a class of person, as set out in subclause 40.1.3(ii), who is ill.

 

40.3 Annual Leave -

 

40.3.1 To give effect to this clause, but subject to the Annual Holidays Act 1944, an employee may elect, with the consent of the employer, to take annual leave not exceeding five days in any calendar year at a time or times agreed upon by the parties.

 

40.3.2 Access to annual leave, as prescribed in paragraph 40.3.1 of this subclause, shall be exclusive of any shutdown period provided for elsewhere under this award.

 

40.3.3 An employee and employer may agree to defer payment of the annual leave loading, in respect of single-day absences, until at least five consecutive annual leave days are taken.

 

40.4 Time Off in Lieu of Payment for Overtime -

40.4.1 An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime at a time or times agreed upon with the employer.

 

40.4.2 Overtime taken as time off during ordinary-time hours shall be taken at the ordinary-time rate, that is, an hour for each hour worked.

 

40.4.3 An employer shall, if requested by an employee, provide payment at the rate provided for the payment of overtime in the award for any overtime worked under subclause 40.4.1 of this subclause where such time has not been taken within four weeks of accrual. Notwithstanding anything contained elsewhere in this subclause, on notice from the employer an employee must elect, within six months of accrual, whether to take overtime worked under the said subclause 40.4.1 as an overtime payment or as time off work at the ordinary-time rate of pay.

 

40.5 Make-up Time -

 

40.5.1 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.

 

41. Holidays

 

41.1 The following days shall be holidays for the purpose of this award: New Year's Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Queen's Birthday, Eight-hour Day, Christmas Day, Boxing Day and the picnic day of The Australasian Meat Industry Employees' Union, Newcastle and Northern Branch, namely, the first Monday in November, and any day proclaimed a holiday for the State.

 

By agreement between any employer and the employees concerned, other days may be substituted for the said days at such employer's establishment and such decision is to be notified to the union.

 

41.2 A weekly employee shall be entitled to be paid for holidays falling on a working day under this clause; provided that he/she shall have worked on the working day immediately preceding and the working day immediately following the holiday; provided further that this subclause shall not disentitle an employee to be paid for a public holiday not worked where the employee did not work on the working day immediately preceding and the working day immediately following the holiday if the employer is satisfied that the employee's non-attendance, on either or both of these days, was due to the employee's illness.

 

41.3 Regular Casuals - A regular casual who has worked as required on any day or days of a week in which an award holiday occurs, or on any day or days of the preceding week, shall be paid for the holiday at his/her ordinary casual rate of pay. For the purpose of this subclause "regular casual" means an employee who, though employed on casual rates of pay, is required by the terms of his/her employment to present himself/herself for work each day, except when notified by his/her employer that he/she will not be required.

 

41.4 Employees required to work on any of the above holidays except Christmas Day (25 December), Anzac Day (25 April) and Good Friday shall be paid for all time worked at the rate of double time and one-half with a minimum payment of four hours. Any employee called upon to work on the said Christmas Day, Anzac Day or Good Friday shall be paid double time in addition to the ordinary weekly rate, with a minimum payment of four hours at the appropriate rate. In the case of an agreement pursuant to subclause 41.1 of this clause to substitute a day, the award rate of pay shall be paid for the holiday worked and the penalty payment shall apply to the day substituted in lieu thereof.

 

41.5 For the purpose of determining time worked by a shift worker, loader or stockperson on a holiday, "holiday" shall mean from the completion of his/her shift or ordinary hours of work on the morning of the holiday until the same time the next succeeding day.

 

41.6 This clause shall not apply to subclause 17.1.3 of clause 17, Objectionable Work.

 

42. Long Service Leave

 

See Long Service Leave Act 1955.

 

43. Parental Leave

 

Refer to Chapter 2, Part 4, Divisions 1 and 2 of the Industrial Relations Act 1996.

 

44. Sick Leave

 

44.1 An employee who, after not less than three months' continuous service in his/her current employment with the employer, is unable to attend for duty during his/her ordinary working hours by reason of personal illness or personal incapacity (excluding illness or incapacity resulting from injury within the Workers' Compensation Act 1987) received in the said employment not due to his/her own serious and wilful misconduct, shall be entitled to be paid for such non-attendance the amount of his/her ordinary-time rate of pay or, in the case of a regular casual or a regular pieceworker, the amount he/she would have earned on the day or days of his/her absence due to illness or incapacity if he/she had not been ill or incapacitated, subject to the following:

 

44.2 Where an employee is absent from duty by reason of incapacity due to injury arising out of or in the course of his/her employment and is receiving compensation under the Workers' Compensation Act 1987, the employer shall pay to such employee, if he/she so requests, in addition to such compensation, the difference between the amount of the compensation and his/her ordinary-time rate of pay or, in the case of a regular pieceworker or a regular casual, the amount he/she would have earned on the day or days of his/her absence if he/she had not been ill or incapacitated (exclusive of overtime and other penalty payments) with a maximum payment not exceeding the balance, if any, of his/her entitlement to paid leave of absence under this clause.

 

44.3

 

(a) He/she shall, not later than 30 minutes before his/her rostered finishing time on the first day of such absence, inform the employer of his/her 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.

 

(b) He/she shall, where practicable, notify the employer of his/her intention to resume work after such absence, no later than half an hour prior to the ceasing time of plant operations on the working day before the day of intended resumption of work. If, on the expiration of this or any subsequent notified duration of absence, the employee is unable to attend for duty, he/she shall notify the employer forthwith to this effect and, as far as it is practicable, state the estimated duration of the further absence.

 

44.4 For the purpose of ascertaining whether or not an employee is or has been ill and the particulars thereof (including, where applicable, the estimated duration of the absence) the employer through any person appointed by it to interview employees for the purpose stated, which appointment shall be notified to the union, shall have the right to interview any employee who is or has been absent from duty. Where a person so appointed is a legally qualified medical practitioner, the right to interview an employee shall include the right to examine the employee.

 

44.5 He/she shall prove to the satisfaction of the employer (or, in the event of a dispute, the Industrial Relations Commission of New South Wales), that he/she is or was unable, on account of such illness or incapacity, to attend for duty on the day or days for which payment under this clause is claimed.

 

44.6 He/she shall not be entitled in respect of his/her first year of continued employment to sick pay or pay supplementary to workers' compensation to more than a total amount equivalent to payment for 40 ordinary working hours or, in the case of a regular pieceworker, for more than five days of eight ordinary hours. Any period of paid sick leave or pay supplementary to workers' compensation allowed by the employer to an employee in any such first year shall be deducted from the period of leave which may be allowed or carried forward under this award in respect of such year.

 

44.7 He/she shall not be entitled in respect of his/her second or subsequent years of continued employment to sick pay or pay supplementary to workers' compensation to more than a total amount equivalent to payment for 80 ordinary working hours or, in the case of a regular pieceworker, for more than ten days of eight ordinary hours.

 

Any period of paid sick leave or pay supplementary to workers' compensation allowed by the employer to an employee in any such year shall be deducted from the period of leave which may be allowed or carried forward under this award in respect of such year.

 

44.8 The rights under this clause shall accumulate from year to year so long as his/her employment continues with the employer, whether under this or any other award, so that any part of sick leave entitlement which has not been allowed in any 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 such continued employment. Any rights which accumulate pursuant to this subclause shall be available to the employee for a period of seven years, but for no longer, from the end of the year in which they accrue.

 

44.9 An employee who unreasonably refuses the interview or unreasonably refuses or prevents the examination specified in subclause 44.4, shall not be entitled to pay for the period during which he/she is absent from duty.

 

44.10 For the purpose of this clause, continuous service shall be deemed not to have been broken by:

 

(a) any absence from work on leave granted by the employer; or

 

(b) 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.

 

44.11 Service before the date of coming into force of this award shall be counted as service for the purpose of qualifying thereunder.

 

44.12 Payment of sick pay to a regular pieceworker and to a regular casual is awarded on the footing that his/her roster shall not be changed by the employer by reason of the fact that he/she is ill or incapacitated.

 

44.13 This clause does not apply to casual employees except regular casuals, that is to say, employees who, though employed on casual rates of pay, are required by the terms of their employment to present themselves for work each day except when notified by their employer that they will not be required.

 

44.14 In lieu of paying sick leave in accordance with the foregoing provisions of this clause, an employer may give such employee five days or ten days holiday, whichever is applicable, on full pay to be added to his/her period of annual leave, or may pay him/her in lieu thereof five days or ten days, whichever is applicable, additional full pay at the time the employee commences his/her period of annual leave; provided that payment for such leave may be made, if the employee so elects, during the year as occasions direct and in such case any unexpired balance of sick leave shall be paid for at the time an employee commences his/her period of annual leave.

 

PART 7 - TRAINING AND RELATED MATTERS

 

45. Traineeships

 

45.1 Objectives -

 

45.1.1 The objective of this clause is to assist in the establishment of a system of traineeships which provides approved training in conjunction with employment in order to enhance the skill levels and future employment prospects of trainees, particularly young people and the long-term unemployed.

 

45.1.2 The system is neither designed nor intended for those people who are already fully trained and competent in the duties they are currently performing. This clause is designed and intended to facilitate the acquisition of skills, competencies and theoretical knowledge which is not currently possessed by the individual employee.

 

45.1.3 Permanent employees will not be displaced from employment by the employment of trainees.

 

45.2 Definitions -

 

45.2.1 Approved training means training undertaken (both on or off the job) in a traineeship and shall involve formal training which is both theoretical and practical and supervised practice in accordance with a traineeship scheme approved by the relevant NSW training authority or MINTRAC. The training will be accredited and will lead to qualifications.

 

45.2.2 Union means The Australasian Meat Industry Employees’ Union, Newcastle and Northern Branch.

 

45.2.3 Trainee means an employee who is bound by a traineeship agreement, which has been made in accordance with this clause.

 

45.2.4 Traineeship means a system of training which has been approved by the relevant NSW training authority, or which has been approved on an interim basis by the Meat Industry Training Authority (MINTRAC), until final approval is granted by the relevant NSW training authority.

 

45.2.5 Traineeship Agreement means an agreement made subject to the terms of this clause between the employer and an employee for a traineeship and which is registered with the relevant NSW training authority, MINTRAC, or under the provisions of the appropriate NSW legislation. A traineeship agreement shall be made in accordance with the relevant approved traineeship scheme and shall not operate unless this condition is met.

 

45.2.6 Traineeship Scheme means an approved traineeship applicable to a group or class of employees or to an industry or a sector of industry or an enterprise. A traineeship scheme must be one approved by the union. An application for approval of a traineeship scheme will identify the union and demonstrate to the satisfaction of the approving authority that the union has given its approval to the scheme. A traineeship scheme will include a standard format which may be used for a traineeship agreement, which will take into account seasonality and other factors peculiar to the meat processing industry.

 

45.2.7 Parties to a traineeship scheme means the employer and the union involved in the negotiation required for approval of a traineeship scheme.

 

45.3 Training Conditions -

 

45.3.1 The trainee shall attend an approved training course or programme prescribed in a traineeship agreement or as notified to the trainee by the relevant State authority, in accredited and relevant traineeship schemes, or MINTRAC if the traineeship scheme remains subject to interim approval.

 

45.3.2 A traineeship shall not commence until the relevant traineeship agreement, made in accordance with a traineeship scheme, has been signed by the employer and the trainee and lodged for registration with the relevant State authority or MINTRAC, provided that if the traineeship agreement is not in a standard format, a traineeship shall not commence until the traineeship agreement has been registered with the relevant State authority or MINTRAC. The employer shall ensure that the trainee is permitted to attend the training course or programme provided for in the traineeship agreement and shall ensure that the employee receives the appropriate on-the-job training.

 

45.3.3 The employer shall provide the trainee with a level of supervision which is appropriate to the needs of the trainee and which is in accordance with the traineeship scheme or contract.

 

45.3.4 The employer accepts that the overall training programme will be monitored by officers of the relevant training authority, MINTRAC and the union and that training records or workbooks may be utilised as part of this monitoring process.

 

45.3.5 Training shall be directed at the achievement of competencies required for the successful participation in an industry or enterprise (where there are endorsed national standards, these will define the competencies), as are proposed to be included in the Australian Vocational Certificate Level II or above.

 

45.3.6 The employer shall not require a trainee to perform any task unless that person has achieved the level or levels of competency to do so, or is being trained in that task.

 

45.3.7 The ratio of trainees to permanent full-time employees in any plant or place of employment shall not exceed one trainee for every five full-time employees or such other arrangement by agreement with the union.

 

45.4 Employment Conditions -

 

45.4.1 A trainee shall be engaged as a full-time employee for a maximum of one year’s duration, provided that a trainee will be subject to a satisfactory probation period of up to one month, which may be reduced at the discretion of the employer. A new employee engaged as a trainee, who does not satisfactorily complete the probationary period, may be terminated. An existing employee who is a trainee, who does not satisfactorily complete the probationary period, shall revert to the position that they held immediately prior to the commencement of the traineeship.

 

45.4.2 Notwithstanding the provisions of subclause (a) above, by agreement in writing, and with the consent of the relevant NSW training authority or MINTRAC, the employee, the union and the employer may extend the duration of the traineeship and the extent of the approved training, provided that such agreement to vary is in accordance with the relevant traineeship scheme.

 

45.4.3 The employer who terminates the employment of a trainee is required to give written notice of termination to the trainee concerned and to the relevant NSW training authority or MINTRAC. The written notice to be provided to the relevant NSW training authority or MINTRAC will be provided within five working days of the termination.

 

45.4.4 The employer who chooses not to continue the employment of a trainee upon the completion of the traineeship, shall notify, in writing, the relevant NSW training authority, MINTRAC and the union of such a decision.

 

45.4.5 The trainee shall be permitted to be absent from work without loss of continuity of employment and/or wages to attend the training in accordance with the traineeship agreement.

 

45.4.6 Where the employment of a trainee by an employer is continued, immediately following the completion of the traineeship period, such traineeship periods will be counted as service for the purpose of any entitlements arising under the parent award or other legislative entitlements. Where the employment of an employee who was a trainee is terminated after completion of the traineeship and such person is subsequently re-employed by the same employer, within six weeks of such termination, then the employee will be deemed to have continuity of employment for award entitlements. Provided that the period between termination of employment and re-employment shall not be used in the calculation of such entitlements.

 

45.4.7 No trainee shall work shift work, when performing work in which they are being trained, unless it is agreed between the parties that such shift makes satisfactory provision for approved training. Such training may be applied over a cycle in excess of a week, but must average, over the period of the traineeship, not less than the amount of training required for non-shift trainees.

 

45.5 The Trainees Wage -

 

45.5.1 New Employee - shall receive the appropriate classification rate, for the work in which they are being trained, as prescribed in Appendix 1,Wages.

 

45.5.2 Payment for off-the-job training outside ordinary hours

 

(a) If off-the-job training is conducted outside ordinary hours the rate of pay shall be the ordinary hourly rate.

 

45.5.3 There shall be no more than eight hours per month off-the-job training conducted outside ordinary hours, as referred to in paragraph 45.5.2 of this subclause, except after consultation with and agreement by the union.

 

45.5.4 A trainee who fails to either complete the traineeship or who cannot, for any reason, be placed in full-time employment with the employer on successful completion of the traineeship, will not be entitled to any severance payments.

 

45.5.5 No employee who was an existing employee shall be forced to enter into a traineeship contract. For such employees, the participation in a traineeship shall be voluntary.

 

46. Learners Boning

 

46.1 For the purpose of becoming qualified as a boner, juveniles 18 years of age and over and any other employee selected by the Learning Panel may be trained as boners.

 

46.2 The conditions applying to the selection and training of employees to become boners shall be:

 

(a) A panel, consisting of two employees nominated by the union and two employees nominated by the employer, shall exist at each establishment where this clause is to be used. The general manager or his/her nominee shall be the chairperson of such panel and shall exercise a casting vote only in the case of a tie.

 

(b) Employees desirous of becoming learner boners may submit their names to the panel so nominated. The panel so nominated shall select learners and shall decide whether a learner has aptitude to be a boner and shall decide all aspects of the training of learners. The names of the learners selected shall be notified to the Secretary of the union.

 

(c) In the event of an employee being rejected by the panel after a trial period, he/she shall revert to the position he/she held prior to being selected as a learner.

 

(d) One learner may be employed to every three or fraction of three permanent boners employed in the boning department.

 

(e) Because of the various systems of boning in operation, the period of training (and the contribution to tally) for beef, veal, mutton and lamb for learners shall be by agreement between the union and the employee. The panel may increase or decrease the learning period agreed upon of any learner and the Secretary of the union shall be advised accordingly.

 

(f) The company shall hand to the learner at the end of his/her training period a certificate to the effect that he/she has served a training period and has been trained as a boner.

 

(g) Boners classed as permanent boners shall not be replaced because of the Learners Scheme. If boning is slack, learners shall have preference over temporary promoted boners.

 

(h) Should this clause not prove satisfactory in any particular works, the employer and the union have the right to confer and draw up a new clause satisfactory to both parties.

 

46.3 Wages for Learners -

 

(a) Juveniles 18 years of age - 60 per cent of the boner's weekly rate.

 

Juveniles 19 years of age - 70 per cent of the boner's weekly rate.

 

All other learners - 80 per cent of the boner's weekly rate.

 

(b) In no case shall a learner employed under this clause receive less than the wage he/she received immediately prior to his/her being employed as a learner.

 

(c) In any case where contribution of units by a learner to the daily total of stock boned exceeds the proportion which his/her wages bear to a boner's wage he/she shall be paid the higher rate.

 

(d) A learner shall be entitled to an additional payment for his/her share of the number of units boned in excess of the daily tally, but he/she shall not be credited with a greater share than that which his/her daily contribution of units bears to the daily tally.

 

46.4 The panel shall be responsible for ensuring that

 

(a) A record be kept of the periods of training performed by the learner.

 

(b) The tasks performed during such learning periods be recorded.

 

(c) The contribution to the tally performed by the learners be recorded.

 

(d) All decisions by the panel are to be recorded in a minute book proceedings.

 

(e) The entries therein are to be vouched as a true record by the members of the panel.

 

46.5 Temporary Promoted Boners -

 

(a) Temporary promoted boners are boners at a particular establishment not classified as permanent boners, but who hold a certificate to the effect that they have completed a training period as a boner under the Learners Scheme operating at the establishment where they are employed.

 

(b) Boners so classified as temporary promoted and who are not required by the employer to perform boning duties shall be paid a special allowance per day as set out in Item 32 of Appendix 2 - Other Rates and Allowances

 

46.6 All future employees, if required by the employer after this award, shall serve a probationary period (to be determined by the training committee) in the boning room and, if required by the employer, shall make themselves available to be trained as boners and/or slicers.

 

If an employee during the probationary period is rejected by the panel as a learner or in the event of the employee being failed by the panel after a trial period, he/she shall revert to the labouring position held prior to his/her probationary period to enable another person or persons to be trained.

 

47. Learners Slaughtering

 

47.1 For the purpose of becoming qualified as a slaughterperson, any employee 18 years of age or over may be selected by the slaughtering panel to be trained as a learner. Nothing in this subclause shall prevent any employee who has been trained in the dressing of one type of animal from being selected as a learner on other types of animals.

 

47.2 Selection and Training - The conditions applying to the selection and training of employees to become slaughterpersons shall be -

 

47.2.1 A panel, consisting of two employees nominated by the union and two employees nominated by the employer, shall exist at each establishment where this clause is to be used. The general manager or his/her nominee shall be the chairperson of such panel and shall exercise a casting vote only in the case of a tie.

 

47.2.2 Employees desirous of becoming learner slaughterpersons may submit their names to the panel so nominated. The panel so nominated shall select learners and shall decide whether a learner has aptitude to be a slaughterperson and shall decide all aspects of the training of learners. The names of the learners shall be notified to the Secretary of the union.

 

47.2.3 In the event of an employee being rejected by the panel after a trial period, he/she shall revert to the position he/she held prior to being selected as a learner.

 

47.2.4 One learner may be employed to every three or fraction of three permanent slaughterpersons employed.

 

47.2.5 Because of the various systems of slaughtering in operation, the period of training and the contribution to tally for beef, calves and pigs for learners shall be by agreement between the union and the employer. The period of training for learners employed on the sheep slaughtering chain shall be 15 weeks and such learners shall have the following numbers of sheep and/or lambs counted as their contribution to the daily totals of stock slaughtered:

 

Sheep Chain -

 

 

 

First and second week

Nil

Third week

30

Fourth week

35

Fifth week

40

Sixth week

45

Seventh week

50

Eighth week

55

Ninth and tenth weeks

60

Eleventh and twelfth weeks

65

Thirteenth and fourteenth weeks

70

Fifteenth week

75

Thereafter - Full Tally

 

 

Learners shall be taught at least three tasks associated with any type of stock.

 

The panel may increase or decrease the learning period of any learner and the Secretary of the union shall be advised accordingly.

 

47.2.6 The company shall hand to the learner at the end of his/her training period a certificate to the effect that he/she has served a training period and has been trained as a slaughterperson.

 

47.2.7 Slaughterpersons classified as permanent slaughterpersons shall not be replaced because of the Learners Scheme. If killing is slack, learners shall have preference over temporary promoted slaughterpersons as provided in clause 13, Temporary Promoted Slaughterpersons.

 

47.2.8 Should this clause not prove satisfactory in any particular works, the employer and the union have the right to confer and draw up a new clause satisfactory to both parties.

 

47.3 Wages for Learners -

 

47.3.1 Juveniles 18 years of age - 60 per cent of the slaughterperson's weekly rate.

 

Juveniles 19 years of age - 70 per cent of the slaughterperson's weekly rate.

 

All other learners - 80 per cent of the slaughterperson's weekly rate.

 

47.3.2 In no case shall a learner employed under this clause receive less than the wage he/she received prior to his/her being employed as a learner.

 

47.3.3 In any case where the contribution of units by a learner to the daily total of stock slaughtered exceeds the proportion which his/her wages bears to a slaughterperson's wage, he/she shall be paid the higher rate.

 

47.3.4 A learner shall be entitled to an additional payment for his/her share of the number of units killed in excess of the daily tally, but he/she shall not be credited with a greater share than that which his/her daily contribution of units bears to daily tally.

 

47.4 The panel shall be responsible for ensuring that

 

47.4.1 a record be kept of the periods of training performed by learners;

 

47.4.2 the tasks performed during such learning periods be recorded;

 

47.4.3 the contribution to the tally performed by the learners be recorded;

 

47.4.4 all decisions by the panel are to be recorded in a minute book proceedings;

 

47.4.5 the entries therein are to be vouched as a true record by the members of the panel.

 

47.5 Future Employees -

 

47.5.1 All future employees, if required by the employer, shall serve a probationary period (to be determined by the training committee) on the slaughterfloor and, if required by the employer, shall make themselves available to be trained as slaughterpersons during a probationary period.

 

47.5.2 If an employee during the probationary period is rejected by the panel as a learner or in the event of the employee being failed by the panel after a trial period, he/she shall revert to the labouring position held prior to his/her probationary period to enable another person or persons to be trained.

 

PART 8 - OCCUPATIONAL HEALTH AND SAFETY, EQUIPMENT, TOOLS AND AMENITIES

 

48. Accommodation

 

48.1 Subject to the provisions of the Factories, Shops and Industries Act 1962, each employer shall provide for the use of his/her employees:

 

(a) a dressing room, containing hot and cold showers, and a dining room;

 

(b) an adequate locker for each employee;

 

(c) facilities for boiling water and provision for heating food for meals and at rest periods (unless boiling water is provided by the employer);

 

(d) adequate first-aid equipment.

 

48.2 Where females are employed, the above dressing, shower and locker facilities shall be separate from the males.

 

48.3 The employer shall cause all accommodation to be kept in a clean and sanitary condition with the co-operation of the employees.

 

49. Clothing and Laundry Allowance

 

49.1 This clause shall apply to an employee who is required, pursuant to paragraphs (a) and (b) of subregulation (2) of Regulation 61A of the Export (Meat) Regulations, to wear clean outer clothes and a clean head covering as prescribed in those paragraphs.

 

An employer shall pay to an employee, to whom this clause applies, an allowance in the following circumstances:

 

(a) Where the employee provides his/her own clean outer clothes (other than head covering) and arranges for his/her own clothes to be laundered at his/her own expense, and wears freshly laundered clothes daily, he/she shall receive an amount per day as set out in Item 28 of Appendix 2 - Other Rates and Allowances, for each day worked.

 

(b) Where the employer provides clothes for the use of the employee and the employee launders the clothes and wears freshly laundered clothes daily, he/she shall receive an amount per day as set out in Item 29 of Appendix 2 for each day worked.

 

(c) Where the employee provides his/her own clean outer clothes and the employer arranges for the laundering of the employee's clothes, the employee shall receive an amount per day as set out in Item 30 of Appendix 2 for each day worked.

 

(d) Where the employer supplies the clothes at no cost to the employee, such clothes shall remain the property of the employer, and the employee shall take reasonable care of the clothes and no allowance shall be payable to the employee where the employer arranges the laundering of such clothes.

 

(e) Where the employer provides and launders clothing as mentioned in this clause, it will be the employee's responsibility to collect and return the clothing, issued in his/her time, to a place on the establishment nominated by the employer.

 

(f) Where the employer supplies any of the above clothing and the employee fails to take reasonable care of or fails to return such clothes, the employer may recover from the employee concerned the value of such clothes or may deduct such value from any moneys payable to such employee.

 

(g) The employer is not required to keep stocks of clothes but, wherever possible, each employer shall arrange with a local storekeeper to hold stocks of clothing for purchase by employees should they wish to use such facilities.

 

49.2 Head coverings shall be provided free of cost by an employer to an employee; head coverings to include hair nets. Such head covering shall be worn in a proper manner as required by management.

 

Where an allowance is paid in accordance with paragraphs (a) and (b) of subclause 49.1, the employee shall launder such head coverings.

 

49.3 Employees not coming within the provisions of subclause 49.1 of this clause shall be paid an allowance in the following circumstances:

 

(a) Where the employee provides his/her own outer clothes and arranges for his/her own clothes to be laundered at his/her own expense - an amount per day as set out in Item 31 of Appendix 2 for each day worked.

 

(b) Where the employer provides clothes for the use of such employee and the employee launders the clothes - an amount per day as set out in Item 31 of Appendix 2 for each day worked.

 

(c) Where the employee provides his/her own outer clothes and the employer arranges for the laundering of the employee's clothes - an amount per day as set out in the said Item 31 for each day worked.

 

50. Employees' Protection

50.1 In each works employers shall provide a sou'wester and one set of oilskin overalls for the use of a slaughterperson when sticking or bleeding and all employees shall be supplied with suitable boots.

 

50.2 Where the duties of an employee require the use of gloves and/or waterproof aprons, they shall be supplied, free of cost, by the employer.

 

50.3 An employee whose work is performed under wet or greasy conditions or who works in all weathers shall be supplied, free of cost, according to the nature of his/her work, with gum or leather boots and/or oilskins.

 

50.4 Freezer employees shall be supplied with freezer boots, coats or suitable outer garments, caps and gloves when required to work in freezing rooms.

50.5 Loaders shall be supplied with a cape.

 

50.6 Boners and slicers, when requested by them, shall be supplied with a mesh or plastic apron, the type to be agreed upon between the employer and the employee, and/or mesh gloves. Such apron and/or gloves, when supplied, shall be worn by the boner or slicer when engaged in boning or slicing work.

 

50.7 Employees working in the sheep skin shed shall be supplied with a cap and cape, when requested by them.

 

50.8 Any employee applying for new gloves, aprons, boots, oilskins or outer garments who fails to return the corresponding articles last issued to him/her, shall not be entitled to same without payment therefor at a reasonable price.

 

50.9 Employees who have been provided with safety equipment shall wear and use such equipment and all employees shall abide by the safety regulations determined by the employer.

 

50.10 Second-hand boots will only be reissued to employees if they have been cleaned and thoroughly sterilised.

 

50.11 All employees who may be involved in the handling of the udder and uterus of Brucella Reactor cattle shall be supplied with protective gloves if sought by such employees.

 

50.12 Employees other than those on the slaughterfloor shall, on request, be provided with gloves where they are required to handle hides or skins infested with the burrs as set out in clause 20, Penalties.

 

51. Supply of Working Kit to Employees

 

51.1 The employer shall provide for the use of employees, knives, steels, pouches and a stone for sharpening knives, free of cost.

 

51.2 In lieu of supplying the articles mentioned in subclause 51.1 of this clause, an employer may pay to slaughterpersons, boners, and labourers skinning cattle, heads and feet, an amount per week as set out in Item 27 of Appendix 2 - Other Rates and Allowances, and other employees using a knife, an amount per week as set out in the said Item 27, and, on a daily basis, amounts as set out in the said Item 27, respectively.

 

51.3 Where the employer has supplied to an employee any of the articles mentioned in subclause 51.1, such employee, when applying for a new knife, steel, pouch or stone, shall not be entitled to such issue without payment therefor at a reasonable price, if he/she fails to return the corresponding article or articles last issued to him/her.

 

PART 9 - APPENDIX

 

APPENDIX 1

 

Wages

 

Adult Basic Wage: $121.40 per week

 

T1.1 The minimum rate of pay for 40 ordinary hours of any classification shall be as follows:

 

 

Total Weekly Classification

Rate

$

1

Slaughterperson

449.60

2

Employee grading beef carcases

413.60

3

Employee weighing and/or recording

407.80

4

Knocker down and/or shackler and/or

employee opening up neck and tying weasand before hoisting to bleeding rail

 

 

411.00

5

Slaughterhouse labourer whose work includes trimming carcases after slaughterperson, skinning heads, removing eyes, removing horns, removing tongues and/or cheeks, removing brains and boning for pet foods and boning heads and crutching sheep

 

 

 

 

407.80

6

Employee skinning feet and taking out sinews

406.80

7

Tripeperson and employee cutting, turning and washing tripes and cutting and washing bibles

 

406.80

8

Slaughterhouse labourer

402.30

9

Laundry attendant

402.30

10

Stockperson (working under conditions of the stockperson clause)

 

408.60

11

Stockperson, stock receiver and

penner-up

 

404.60

12

Yardperson and general labourer

397.90

13

Freezer room employee

406.80

14

Dripping and/or lard operator, tallowperson, digesterperson and/or dry melter operator, expellor and/or dryer attendant

 

 

409.60

15

Millhand, by-products labouer and saveall attendant

 

400.20

Casing Cleaning Department -

16

All-round person

411.30

17

Employee trimming and sliming bungs and bladders and sliming runners

 

404.60

Boning Department -

18

Boner

428.00

19

Slicer and/or sawyer

414.50

20

Trimmer

407.80

21

Weighperson

404.40

22

Packer, strapper, wiring and/or gluing machine operator

402.30

23

Shop-person/Butcher

435.10

Motor Wagon Drivers -

24

Motor wagon driver of a vehicle with carrying capacity of up to 3,048 kg

(3 tons)

 

For each additional 1,016 kg (1 ton) or part thereof up to 8,128 kg (8 tons)

extra - $1.45

 

For each additional 1,016 kg (1 ton) or part thereof exceeding 8,128 kg (8 tons) but not exceeding 12,192 kg (12 tons) extra - $1.12

 

For each additional 1,016 kg (1 ton) or part thereof exceeding 12,192 kg (12 tons) - 0.89

 

 

408.70

 

When a trailer is attached to a motor wagon, the carrying capacity of such trailer shall be computed with the rate in determining the driver’s wages.

 

25

Driver of tractor under 50 h.p. or fork lift driver

408.70

26

Driver of bulldozer

408.70

27

Loader

417.20

28

Cleaner - cleaning production plant and equipment (working under shift work provisions)

 

407.80

 

T1.2 The minimum rate of pay for 40 ordinary hours for juniors shall be as follows:

 

Age

Total weekly rate
$

 

 

At 15 years of age

143.50

At 16 years of age

192.20

At 17 years of age

238.90

At 18 years of age

296.80

At 19 years of age

347.10

At 20 years of age Adult rates

 

 

Upon any adjustment, junior rates to be calculated to the nearest ten cents.

 

APPENDIX 2

 

Other Rates and Allowances

 

T2.1 Other rates and allowances - Subject to the provisions of the relevant clauses, allowances and special rates are as follows:

 

Item

No.

Clause

No.

 

Brief Description

Amount

$

1

31.4

Alternating shifts

7.11 per shift

2

31.5

Afternoon shift

10.21 per shift

3

32.9

Extraordinary Hours Allowance

6.17 per day

4

35.5

Horse Allowance

11.56 per week

5

33.3

Meal money

6.60 per meal

6

29.1

Temperature Allowance -

Below minus 1 degree celsius

Below minus 16 degree celsius

Below minus 20 degree celsius

Below minus 26 degree celsius

 

0.37 per hour

0.57 per hour

1.07 per hour

1.60 per hour

7

29.2

Freezing Room Allowance

0.40 per hour

8

29.4

Temperature Allowance

0.40 per hour

0.63 per hour

9

10.1

Rover's Allowance

2.40 per day

10

20.1.2

Bull Penalty

2.40 per head

11

23.1

Dog Allowance

5.95 per dog per week

12

23.3

First-aid Attendant

2.86 per day

13

23.4

Leading Hand

21.29 per week

14

23.5.1

Pedestrian Stacker Allowance -

Cold Temperature

 

10.99 per week

15

23.5.2

Pedestrian Stacker Allowance

8.13 per week

16

23.5.3

Fork Lift Allowance

5.72 per week

17

17.1.1

Objectionable Work ordinary hours

2.64 per day

18

17.1.2

Objectionable Work outside ordinary hours

3.09 per sheep, calf or pig

13.05 per head of cattle

19

17.1.3

Objectionable Work on Sundays or holidays

4.69 per sheep, calf or pig

18.89 per head of cattle

20

17.1.4

Condemned Carcase Allowance

2.64 per day

21

17.1.5

Brucella Reactor

5.95 per day

22

17.1.6

Work in Artificially Increased Temperature

0.37 per hour

23

17.1.7

Foetal Blood Extraction Allowance

5.95 per day

24

13.4

TP Slaughtering Allowance - all types of animals

3.89 per day

1.95 per half day

25

13.5

TP Slaughtering Allowance - two types of animals

3.32 per day

1.60 half day

26

13.6

TP Slaughtering Allowance - one type of animal

2.40 per day

1.15 per half day

27

51.2

Knife Allowances -

Slaughterpersons, boners and labourers skinning

cattle, heads and feet:

 

Other employees using a knife:

 

2.86 per week

2.06 per day

 

0.57 per week

0.39 per day

28

49.1(a)

Clothes Allowance

1.15 per day

29

49.1(b)

Laundry Allowance

0.93 per day

30

49.1(c)

Clothes Allowance

0.31 per day

31

49.3

 

 

 

(a)

(b)

(c)

Clothes Laundry Allowance

(employees not covered by Items 28-30 of this table)

 

Clothes Allowance

Laundry Allowance

Clothes Allowance

 

 

 

 

0.55 per day

0.46 per day

0.12 per day

32

46.5(b)

TP Boner Allowance

1.37 per day

 

APPENDIX 3

 

Tally Boning Equivalents

 

Number of Pieces

Equivalent to Tally

 

Equivalent Units of Tally

Table

Boning

Belt

Boning

Category and Weight Range -

 

 

 

 

 

 

 

A. BEEF

 

 

 

 

 

 

 

1. Standard Cut (as for Canning or U.S.A. Boneless Beef) -

 

 

 

 

Hindquarters and Crops (Fleeced-out) -

 

 

 

 

 

 

 

 

 

Not more than 45kg

1.000

53.338

57.338

 

Over 45kg and not more than 57kg

1.125

47.411

50.967

 

Over 57kg and not more than 68kg

1.225

43.541

46.806

 

Over 68 kg and not more than 79kg.

1.300

41.029

44.106

 

Over 79kg1.375

38.791

 

41.700

 

 

 

 

 

 

Forequarters (Fleeced-out) -

 

 

 

 

 

 

 

 

 

Not more than 45kg

1.125

47.411

50.967

 

Over 45kg and not more than 57kg

1.266

42.131

45.290

 

Over 57kg and not more than 68kg

1.378

38.706

41.609

 

Over 68kg and not more than 79kg

1.462

36.482

39.218

 

Over 79kg

1.547

34.478

37.063

 

 

 

 

 

 

Crops and Shins -

 

 

 

 

 

 

 

 

 

Not more than 50kg

1.087

49.068

52.748

 

Over 50kg and not more than 62kg

1.221

43.683

46.959

 

Over 62kg and not more than 75kg

1.330

40.103

43.111

 

Over 75kg and not more than 87kg

1.412

37.774

40.607

 

Over 87kg

1.493

35.725

38.404

 

 

 

 

 

 

Butts and Rumps -

 

 

 

 

 

 

 

 

 

Not more than 34kg

.667

79.967

85.964

 

Over 34kg and not more than 43kg

.750

71.117

76.450

 

Over 43kg and not more than 51kg

.817

65.285

70.181

 

Over 51kg and not more than 59kg

.867

61.520

66.133

 

Over 59kg

.917

58.165

62.527

 

 

 

 

 

 

Butts -

 

 

 

 

 

 

 

 

 

Not more than 25kg

.470

113.485

121.995

 

Over 25kg and not more than 31kg

.529

100.827

108.389

 

Over 31kg and not more than 37kg

.576

92.600

99.545

 

Over 37kg and not more than 44kg

.611

87.296

93.842

 

Over 44kg

.646

82.566

88.758

 

 

 

 

 

 

Rumps and Loins -

 

 

 

 

 

 

 

 

 

Not more than 20kg

.470

113.485

121.995

 

Over 20kg and not more than 25kg

.529

100.827

108.389

 

Over 25kg and not more than 31kg

.576

92.600

99.545

 

Over 31kg and not more than 36kg

.611

87.296

93.842

 

Over 36kg

.646

82.566

88.758

 

Chucks and Blades -

 

 

 

 

 

 

 

Not more than 36kg

.787

67.773

72.856

Over 36kg and not more than 45kg

.886

60.200

64.715

Over 45kg and not more than 54kg

.965

55.272

59.417

Over 54kg and not more than 64kg

1.024

52.087

55.994

Over 64kg

1.083

49.250

52.943

 

Sets of Ribs. (Where a number of sets of ribs is to be boned out, the units of tally for each shall be that as for a set of ribs of the average weight of those to be boned out) -

 

Not more than 9kg

.250

213.352

229.352

Over 9kg and not more than 11kg

.281

189.814

204.049

Over 11kg and not more than 14kg

.306

174.307

187.379

Over 14kg and not more than 16kg

.325

164.116

176.424

Over 16kg

.344

155.052

166.680

 

 

 

 

Horse Heads -

 

 

 

 

 

 

 

Not more than 45kg

1.125

47.411

50.967

Over 45kg and not more than 57kg

1.266

42.131

45.290

Over 57kg and not more than 68kg

1.378

38.706

41.609

Over 68kg and not more than 79kg

1.462

36.482

39.218

Over 79kg

1.547

34.478

37.063

 

 

 

 

Hindquarters Yearling and Vealer Beef or Veal -

 

 

 

 

 

 

 

Not more than 20kg

.657

81.184

87.272

Over 20kg and not more than 27kg

.756

70.552

75.843

Over 27kg and not more than 34kg

.870

61.308

65.905

Over 34kg and not more than 45kg

1.000

53.338

57.338

Forequarters Yearling and Vealer Beef or Veal -

 

 

 

 

 

 

 

Not more than 20kg

.740

72.078

77.483

Over 20kg and not more than 27kg

.851

62.676

67.377

Over 27kg and not more than 34kg

.979

54.482

58.567

Over 34kg and not more than 45kg

1.125

47.411

50.967

 

 

 

 

2. Boned Out in One Piece -

 

 

 

 

Hindquarters and Crops -

 

 

 

 

 

 

 

Not more than 45kg

1.100

48.489

52.125

Over 45kg and not more than 57kg

1.250

42.670

45.870

Over 57kg and not more than 68kg

1.400

38.098

40.955

Over 68kg and not more than 79kg

1.550

34.411

36.992

Over 79kg and not more than 91kg

1.700

31.375

33.728

Over 91kg

1.850

28.831

30.993

 

 

 

 

Forequarters -

 

 

 

 

 

 

 

Not more than 45kg

1.237

43.118

46.352

Over 45kg and not more than 57kg

1.387

38.455

41.339

Over 57kg and not more than 68kg

1.537

34.702

37.305

Over 68kg and not more than 79kg

1.687

31.617

33.988

Over 79kg and not more than 91kg

1.837

29.035

31.212

Over 91kg

1.987

26.843

28.856

 

 

 

 

Crops and Shins -

 

 

 

 

 

 

 

Not more than 50kg

1.187

44.935

48.304

Over 50kg and not more than 62kg

1.346

39.627

42.598

Over 62kg and not more than 75kg

1.505

35.440

38.098

Over 75kg and not more than 87kg

1.662

32.092

34.499

Over 87kg and not more than 100kg

1.818

29.338

31.539

Over 100kg

1.973

27.033

29.061

Chucks and Blades and Shins -

 

 

 

 

 

 

 

Not more than 41kg

.953

55.968

60.165

Over 41kg and not more than 53kg

1.081

49.341

53.041

Over 53kg and not more than 66kg

1.208

44.153

47.465

Over 66kg and not more than 78kg

1.333

40.013

43.014

Over 78kg and not more than 91kg

1.457

36.608

39.353

Over 91kg

1.580

33.758

36.289

 

 

 

 

Butts and Rumps -

 

 

 

 

 

 

 

Not more than 34kg

.733

72.766

78.223

Over 34kg and not more than 43kg

.833

64.031

68.833

Over 43kg and not more than 51kg

.933

57.168

61.455

Over 51kg and not more than 59kg

1.033

51.634

55.506

Over 59kg and not more than 68kg

1.133

47.076

50.607

Over 68kg

1.233

43.258

46.502

3. Boned Out as Piece-meats or Specified Cuts -

 

 

 

 

Hindquarters and Crops -

 

 

 

 

 

 

 

Not more than 45kg

1.150

46.380

49.859

Over 45kg and not more than 57kg

1.275

41.833

44.970

Over 57kg and not more than 68kg

1.375

38.791

41.700

Over 68kg and not more than 79kg

1.475

36.161

38.873

Over 79kg and not more than 91kg

1.575

33.865

36.405

Over 91kg and not more than 102kg

1.600

33.336

35.836

Over 102kg

1.675

31.843

34.231

 

 

 

 

Forequarters -

 

 

 

 

 

 

 

Not more than 45kg

1.275

41.833

44.970

Over 45kg and not more than 57kg

1.400

38.098

40.955

Over 57kg and not more than 68kg

1.500

35.558

38.225

Over 68kg and not more than 79kg

1.600

33.336

35.836

Over 79kg and not more than 91kg

1.700

31.375

33.728

Over 91kg and not more than 102kg

1.725

30.920

33.239

Over 102kg

1.800

29.632

31.854

 

 

 

 

Crops and Shins -

 

 

 

 

 

 

 

Not more than 50kg

1.237

43.118

46.352

Over 50kg and not more than 62kg

1.371

38.904

41.822

Over 62kg and not more than 75kg

1.480

36.039

38.741

Over 75kg and not more than 87kg

1.587

33.609

36.129

Over 87kg and not more than 100kg

1.693

31.505

33.867

Over 100kg and not more than 112kg

1.723

30.956

33.278

Over 112kg

1.801

29.615

31.836

 

 

 

 

Butts and Rumps -

 

 

 

 

 

 

 

Not more than 34kg

.767

69.541

74.756

Over 34kg and not more than 43kg

.850

62.750

67.456

Over 43kg and not more than 51kg

.917

58.165

62.527

Over 51kg and not more than 59kg

.983

54.260

58.329

Over 59kg and not more than 68kg

1.050

50.798

54.607

Over 68kg and not more than 77kg

1.067

49.988

53.737

Over 77kg

1.117

47.751

51.332

 

 

 

 

Butts -

 

 

 

 

 

 

 

Not more than 25kg

.540

98.774

106.181

Over 25kg and not more than 31kg

.599

89.045

95.722

Over 3lkg and not more than 37kg

.646

82.566

88.758

Over 37kg and not more than 44kg

.694

76.855

82.619

Over 44kg and not more than 50kg

.740

72.078

77.483

Over 50kg and not more than 56kg

.752

70.928

76.247

Over 56kg

.787

67.773

72.856

 

 

 

 

Rumps and Loins -

 

 

 

 

 

 

 

Not more than 20kg

.540

98.774

106.181

Over 20kg and not more than 25kg

.599

89.045

95.722

Over 25kg and not more than 31kg

.646

82.566

88.758

Over 31kg and not more than 36kg

.694

76.855

82.619

Over 36kg and not more than 41kg

.740

72.078

77.483

Over 41kg and not more than 46kg

.752

70.928

76.247

Over 46kg

.787

67.773

72.856

 

 

 

 

Chucks and Blades -

 

 

 

 

 

 

 

Not more than 36kg

.905

58.937

63.356

Over 36kg and not more than 45kg

1.004

53.125

57.109

Over 45kg and not more than 54kg

1.083

49.250

52.943

Over 54kg and not more than 64kg

1.162

45.901

49.344

Over 64kg and not more than 73kg

1.240

43.014

46.240

Over 73kg and not more than 82kg

1.260

42.331

45.506

Over 82kg

1.319

40.438

43.470

 

 

 

 

Hindquarters Yearling and Vealer Beef or Veal -

 

 

 

 

 

 

 

Not more than 20kg

.756

70.552

75.843

Over 20kg and not more than 27kg

.870

61.308

65.905

Over 27kg and not more than 34kg

1.000

53.338

57.338

Over 34kg and not more than 45kg

1.150

46.380

49.859

 

 

 

 

Forequarters Yearling and Vealer Beef or Veal -

 

 

 

 

 

 

 

Not more than 20kg

.837

63.725

68.504

Over 20kg and not more than 27kg

.963

55.387

59.541

Over 27kg and not more than 34kg

1.108

48.138

51.749

Over 34kg and not more than 45kg

1.275

41.833

44.970

 

 

 

 

4. Miscellaneous -

 

 

 

 

 

 

 

Brisket with shin attached -

All Weights

 

 

 

 

(Canning Cut)

.367

145.335

156.234

(Export Cut)

.420

126.995

136.519

Brisket - 10 rib (Canning Cut)

.240

222.241

238.908

Brisket - 12 rib (Canning Cut)

.255

209.168

224.854

Brisket - any number of ribs (Export Cut)

.290

183.924

197.717

Shin

.105

507.980

546.076

Rumps (Piece-meats)

.333

160.174

172.186

Loins (Piece-meats)

.333

160.174

172.186

 

 

 

 

Broken Beef, including Clods, Stickings, Blank Ends, Necks,

 

 

 

Plates and/or Sundry Pieces, per kg

.0125

1816.2kg

1952.42

 

5. Bull Beef -

 

Bull beef being a carcase showing secondary sexual characteristics and branded B or otherwise identified by the appropriate Government authority requiring the meat from such carcases as being only capable of production as bull beef shall, for the purpose of paying boners a penalty, have the applicable unit value increased by 50 per cent. The amount so calculated shall be divided equally between the boners working on such bulls for the day.

 

B. MUTTON AND LAMB

1. Carcases (Fleeced-out -Trunking Method) -

 

 

 

 

Not more than 20kg

1.000

82.000

84.200

Over 20kg and not more than 25kg

1.150

71.304

73.217

Over 25kg and not more than 30kg

1.323

61.980

63.643

Over 30kg and not more than 34kg

1.521

53.911

55.358

Over 34kg and not more than 39kg

1.749

46.883

48.141

Over 39kg

2.011

40.775

41.869

 

 

 

 

2. Carcases (Fleeced-out - On-Rail Method) -

 

 

 

 

Not more than 20kg

.909

90.209

92.629

Over 20kg and not more than 25kg

1.045

78.468

80.574

Over 25kg and not more than 30kg

1.202

68.219

70.049

Over 30kg and not more than 34kg

1.382

59.334

60.926

Over 34kg and not more than 39kg

1.589

51.604

52.989

Over 39kg

1.827

44.882

46.086

 

 

 

 

3. Trunk (Fleeced-out) -

From a carcase of -

 

 

 

 

 

 

 

Not more than 20 kg

.750

109.333

112.266

Over 20kg and not more than 25kg

.863

95.017

97.566

Over 25kg and not more than 30kg

.992

82.661

84.879

Over 30kg and not more than 34kg

1.141

71.866

73.794

Over 34kg and not more than 39kg

1.312

62.500

64.176

Over 39kg

1.509

54.340

55.798

 

 

 

 

4. Trunk with Chump or Portion Thereof Attached (Fleeced-Out) -

 

 

 

 

From a carcase of -

 

 

 

 

 

 

 

Not more than 20kg

.875

93.714

96.228

Over 20kg and not more than 25kg

1.006

81.510

83.697

Over 25kg and not more than 30kg

1.157

70.872

72.774

Over 30kg and not more than 34kg

1.331

61.607

63.260

Over 34kg and not more than 39kg

1.531

53.559

54.996

Over 39kg

1.761

46.564

47.813

 

 

 

 

5. Pair of Forequarters (Fleeced-out) -

All weights

.662

123.867

127.190

 

 

 

 

6. Single Forequarter (Fleeced-out) -

All weights

.414

198.067

203.381

 

 

 

 

7. Shoulders -

All weights

.221

371.040

380.995

 

 

 

 

8. Pair of Legs with or without Chump or Portion Thereof

Attached -

 

 

 

All weights

.331

247.734

254.380

 

 

 

 

9. Single Leg with Aitch-bone or Portion Thereof Attached -

All weights

.221

371.040

380.995

 

 

 

 

10. Pair of Hindquarters -

All weights

.662

123.867

127.190

 

 

 

 

11. Pair of Loins -

All weights

.441

185.941

190.929

 

 

 

 

12. Pair of Loins with Chump or Portion Thereof Attached -

All weights

.662

123.867

127.190

 

 

 

 

13. Pair of Forequarters (Fleeced-out for Rolled Shoulders) -

 

 

 

 

(a) Not Tunnel-Boned-

 

 

 

All weights

.728

112.637

115.659

 

 

 

 

(b) Tunnel-boned -

 

 

 

All weights

.761

107.752

110.643

 

 

 

 

14. Single Forequarters (Fleeced-out for Rolled Shoulders) -

 

 

 

 

(a) Not Tunnel-boned -

 

 

 

All weights

0.455

180.219

185.054

(b) Tunnel-boned -

 

 

 

All weights

0.476

172.268

176.890

 

 

 

 

15. Pair of Legs with Chump Attached (for Rolled Legs) -

(a) Not Tunnel-boned -

 

 

 

All weights

0.360

227.777

233.888

 

 

 

 

(b) Tunnel-boned -

 

 

 

All weights

0.381

215.223

220.997

 

 

 

 

16. Carcases (Fleeced-out - Trunking Method and then

Intercostalled) -

 

 

 

 

 

 

 

Not more than 20kg

1.333

61.515

63.165

Over 20kg and not more than 25kg

1.438

57.023

58.553

Over 25kg and not more than 30kg

1.654

49.576

50.906

Over 30kg and not more than 34kg

1.902

43.112

44.269

Over 34kg and not more than 39kg

2.187

37.494

38.500

Over 39kg

2.515

32.604

33.479

 

 

 

 

17. Carcases (Birdcaged - On-Rail Method) -

 

 

 

 

Not more than 20kg

1.136

72.183

74.119

Over 20kg and not more than 25kg

1.306

62.787

64.471

Over 25kg and not more than 30kg

1.502

54.593

56.058

Over 30kg and not more than 34kg

1.727

47.481

48.755

Over 34kg and not more than 39kg

1.986

41.289

42.396

Over 39kg

2.284

35.901

36.865

 

 

 

 

18. Trunk (Birdcaged) -

 

 

 

 

From a carcase -

 

 

 

 

 

 

 

Not more than 20kg

0.886

92.550

95.033

Over 20kg and not more than 25kg

1.019

80.471

82.630

Over 25kg and not more than 30kg

1.171

70.025

71.904

Over 30kg and not more than 34kg

1.347

60.876

62.509

Over 34kg and not more than 39kg

1.549

52.937

54.357

Over 39kg

1.782

46.015

47.250

 

 

 

 

19. Trunk (Fleeced-out and then Intercostalled) -

 

 

 

 

From a carcase of -

 

 

 

 

 

 

 

Not more than 20kg

1.083

75.715

77.746

Over 20kg and not more than 25kg

1.151

71.242

73.153

Over 25kg and not more than 30kg

1.323

61.980

63.643

Over 30kg and not more than 34kg

1.522

53.876

55.321

Over 34kg and not more than 39kg

1.750

46.857

48.114

Over 39kg

2.013

40.735

41.828

 

 

 

 

20. Trunk with Chump or Portion Thereof Attached (Birdcaged) -

 

 

 

 

From a carcase of -

 

 

 

 

 

 

 

Not more than 20kg

1.011

81.107

83.283

Over 20kg and not more than 25kg

1.162

70.567

72.461

Over 25kg and not more than 30kg

1.336

61.377

63.023

Over 30kg and not more than 34kg

1.537

53.350

54.782

Over 34kg and not more than 39kg

1.768

46.380

47.624

Over 39kg

2.034

40.314

41.396

 

 

 

 

21. Trunk with Chump or Portion Thereof Attached (Fleeced-out

and then Intercostalled) -

 

 

 

 

 

 

 

From a carcase of -

 

 

 

 

 

 

 

Not more than 20kg

1.208

67.880

69.701

Over 20kg and not more than 25kg

1.294

63.369

65.069

Over 25kg and not more than 30kg

1.488

55.107

56.586

Over 30kg and not more than 34kg

1.712

47.897

49.182

Over 34kg and not more than 39kg

1.969

41.645

42.762

Over 39kg

2.265

36.203

37.174

 

 

 

 

22. Pair of Forequarters (Birdcaged) -

All weights

0.752

109.042

111.968

 

 

 

 

23. Single Forequarter (Birdcaged) -

All weights

0.459

178.649

183.442

 

 

 

 

For any carcase or portion of a carcase of a ram or stag two-tooth or older, the equivalent units of tally specified above shall be increased by 50 per cent and the necessary consequential adjustments shall be made to the figures in the two final columns.

 

 

 

 

C. VEAL

 

 

 

 

 

 

 

(1) Carcases (Fleeced-out - Trunking Method) -

 

 

 

 

Not more than 20kg

1.111

73.807

75.787

Over 20kg and not more than 27kg

1.278

64.162

65.884

Over 27kg and not more than 34kg

1.470

55.782

57.278

Over 34kg and not more than 41kg

1.691

48.492

49.793

Over 41kg and not more than 48kg

1.945

42.159

43.290

Over 48kg

2.237

36.656

37.639

 

 

 

 

(2) Carcases (Fleeced-out - On-Rail Method) -

 

 

 

 

Not more than 20kg

1.010

81.188

83.366

Over 20kg and not more than 27kg

1.162

70.567

72.461

Over 27kg and not more than 34kg

1.336

61.377

63.023

Over 34kg and not more than 41kg

1.536

53.385

54.817

Over 41kg and not more than 48kg

1.766

46.432

47.678

Over 48kg

2.031

40.374

41.457

 

 

 

 

(3) Trunk (Fleeced-out) -

 

 

 

 

From a carcase of -

 

 

 

 

 

 

 

Not more than 20kg

0.833

98.439

101.080

Over 20kg and not more than 27kg

0.958

85.594

87.891

Over 27kg and not more than 34kg

1.102

74.410

76.406

Over 34kg and not more than 41kg

1.267

64.719

66.456

Over 41kg and not more than 48kg

1.457

56.280

57.789

Over 48kg

1.676

48.926

50.238

 

 

 

 

(4) Pair of Forequarters (Fleeced-out) -

All weights

0.735

111.564

114.557

 

 

 

 

(5) Single Forequarter (Fleeced-out) -

All weights

0.460

178.260

183.043

 

 

 

 

(6) Pair of Legs with Chump or Portion Thereof

Attached - All weights

0.368

222.826

228.804

 

 

 

 

(7) Single Leg with Aitch-Bone or Portion Thereof

Attached - All weights

0.245

334.693

343.673

 

 

 

 

(8) Pair of Hindquarters -

All weights

0.735

111.564

114.557

 

 

 

 

(9) Pair of Loins -

 

 

 

All weights

0.490

167.346

171.836

(10) Pair of Forequarters (Fleeced-out for Rolled Shoulders) -

 

 

 

 

(a) Not Tunnel-boned -

 

 

 

All weights

0.809

101.359

104.079

 

 

 

 

(b) Tunnel-boned -

 

 

 

All weights

0.845

97.041

99.644

(11) Single Forequarter (Fleeced-out for Rolled Shoulders) -

 

 

 

 

(a) Not Tunnel-boned -

 

 

 

All weights

0.506

162.055

166.403

 

 

 

 

(b) Tunnel-boned -

 

 

 

All weights

0.529

155.009

159.168

 

 

 

 

(12) Pair of Legs with Chump Attached for Rolled Legs -

 

 

 

 

(a) Not Tunnel-boned -

 

 

 

All weights

0.405

202.469

207.901

 

 

 

 

(b) Tunnel-boned -

 

 

 

All weights

0.423

193.853

199.054

 

 

 

 

(13) Carcases (Ribbed-out or Birdcaged - On-Rail Method) -

 

 

 

 

Not more than 20kg

1.326

61.840

63.499

Over 20kg and not more than 27kg

1.525

53.770

55.213

Over 27kg and not more than 34kg

1.754

46.750

48.004

Over 34kg and not more than 41kg

2.017

40.654

41.745

Over 41kg and not more than 48kg

2.320

35.344

36.293

Over 48kg

2.668

30.734

31.559

 

 

 

 

(14) Trunk (Ribbed-out or Birdcaged) -

 

 

 

 

From a carcase of -

 

 

 

 

 

 

 

Not more than 20kg

1.048

78.244

80.343

Over 20kg and not more than 27kg

1.205

68.049

69.875

Over 27kg and not more than 34kg

1.386

59.163

60.750

Over 34kg and not more than 41kg

1.593

51.475

52.856

Over 41kg and not more than 48kg

1.832

44.759

45.960

Over 48kg

2.107

38.917

39.962

 

 

 

 

(15) Pair of Forequarters (Ribbed-out or Birdcaged) -

All weights

0.877

93.500

96.009

 

 

 

 

(16) Single Forequarter (Ribbed-out or Birdcaged) -

 

0.531

 

154.425

 

158.568

 

 

 

 

D. BEEF

 

 

 

 

 

 

 

A. Sides -

 

 

 

 

 

 

 

(1) Boned out as Piece-meats or Specified Cuts -

 

 

 

 

Not more than 91kg

2.425

25.378

2.190

Over 91kg and not more than 114kg

2.675

23.007

2.415

Over 114kg and not more than 136kg

2.875

21.406

2.596

Over 136kg and not more than 159kg

3.075

20.014

2.776

Over 159kg and not more than 182kg

3.275

18.792

2.957

Over 182kg and not more than 204kg

3.325

18.509

3.002

Over 204kg

3.475

17.710

3.137

 

 

 

 

B. Quarters, Crops, Butts and Rumps, and Butts -

 

 

 

 

(1) Hindquarters and Crops -

 

 

 

 

 

 

 

Not more than 45kg

1.010

60.934

0.841

Over 45kg and not more than 57kg

1.115

55.196

0.929

Over 57kg and not more than 68kg

1.198

51.372

0.998

Over 68kg and not more than 79kg

1.281

48.043

1.067

Over 79kg and not more than 91kg

1.365

45.087

1.137

Over 91kg and not more than 102kg

1.385

44.436

1.154

Over 102kg

1.448

42.502

1.206

 

 

 

 

(2) Forequarters -

 

 

 

 

Not more than 45kg

1.162

52.964

.968

Over 45kg and not more than 57kg

1.282

48.006

1.068

Over 57kg and not more than 68kg

1.378

44.662

1.148

Over 68kg and not more than 79kg

1.473

41.781

1.228

Over 79kg and not more than 91kg

1.570

39.200

1.308

Over 91kg and not more than 102kg

1.593

38.634

1.328

Over 102kg

1.665

36.963

1.388

 

 

 

 

(3) Butts and Rumps -

 

 

 

 

 

 

 

Not more than 34kg

0.673

91.447

 

Over 34kg and not more than 43kg

0.743

82.831

 

Over 43kg and not more than 51kg

0.799

77.026

 

Over 51kg and not more than 59kg

0.854

72.065

 

Over 59kg and not more than 68kg

0.910

67.630

 

Over 68kg and not more than 77kg

0.923

66.678

 

Over 77kg

0.965

63.776

 

 

 

 

 

(4) Butts -

 

 

 

 

Not more than 25kg

0.475

129.566

 

Over 25kg and not more than 31kg

0.524

117.450

 

Over 31kg and not more than 37kg

0.563

109.314

 

Over 37kg and not more than 44kg

0.602

102.232

 

Over 44kg and not more than 50kg

0.642

95.862

 

Over 50kg and not more than 56kg

0.651

94.537

 

Over 56kg

0.681

90.372

 

 

 

 

 

(5) indquarters Yearling and Vealer Beef or Veal -

 

 

 

 

Not more than 20kg

0.665

92.547

 

Over 20kg and not more than 27kg

0.765

80.449

 

Over 27kg and not more than 34kg

0.879

70.015

 

Over 34kg and not more than 45kg

1.010

60.934

 

 

 

 

 

(6) Forequarters Yearling and Vealer Beef or Veal -

 

 

 

 

Not more than 20kg

0.765

80.450

0.637

Over 20kg and not more than 27kg

0.880

69.936

0.733

Over 27kg and not more than 34kg

1.011

60.874

0.842

Over 34kg and not more than 45kg

1.162

52.964

0.968

 

Bull beef being a carcase showing secondary sexual characteristics and branded B or otherwise identified by the appropriate Government authority requiring the meat from such carcases as being only capable of production as bull beef shall, for the purpose of paying boners a penalty, have the applicable unit value increased by 50 per cent. The amount so calculated shall be divided equally between the boners working on such bulls for the day.

 

 

Butchers' Wholesale (Newcastle and Northern) Industrial Committee

 

Industries and Callings

 

Butchers, tripepersons, casing cleaners, boners, by-products employees, stockpersons, loaders, carters, grooms, stablepersons, yardpersons, drivers of motor or other power-propelled vehicles, assistants, and labourers employed in or in connection with abattoirs, meat works or slaughterhouses, either by the proprietors thereof or by other employers, and butchers, other than boners and slicers in meat preserving works in the County of Northumberland and that part of the State which is bounded on the south by the northern boundary of the County of Northumberland from its most eastern extremity westward to the point of its intersection by the main railway line from Singleton to Walgett, thence on the west by the said railway line to Walgett (and including all towns on such railway line from Singleton to Walgett), and thence by a line running due north to the New South Wales - Queensland border, thence on the north by such border extending eastwards to the coastline, and thence on the east by the coastline extending southwards to the northeastern extremity of the County of Northumberland, and in all towns on the railway line from Muswellbrook to Merriwa, inclusive,

 

and excepting -

 

Slaughterpersons and their assistants in or for bacon factories;

 

Casing cleaners in bacon factories;

 

Slaughterhouse employees of an employer killing solely for his/her own retail shop or shops; and

 

Employees within the jurisdiction of the Carters, &c., Wholesale Butchers (Country) Conciliation Committee.

 

 

 

 

T. M. KAVANAGH J.

____________________

 

 

Printed by the authority of the Industrial Registrar.

 

 

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