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 ¾
(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 ¾
(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
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Period of notice
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|
|
|
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Less than 1 year
|
1 week
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1 year and less than 3 years
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2 weeks
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3 years and less than 5 years
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3 weeks
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5 years and over
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4 weeks
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(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 ¾
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 ¾
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 ¾ 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 ¾
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 ¾
(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 ¾
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 ¾
Table boning 53.338
units.
Belt boning 57.338
units.
Rail boning 61.544
units.
Mutton and/or Lamb ¾
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 ¾ 66
sheep and/or lambs.
26.3.2 Sheep Chain ¾ 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 ¾
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 ¾ 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 ¾ 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 ¾
(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 ¾
(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 ¾
(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 ¾
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 ¾ 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 ¾ ordinary hours
|
2.64 per day
|
|
18
|
17.1.2
|
Objectionable Work ¾ outside ordinary hours
|
3.09 per sheep, calf or
pig
13.05 per head of cattle
|
|
19
|
17.1.3
|
Objectionable Work ¾on 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.