COLD STORAGE AND ICE EMPLOYEES (NORTHUMBERLAND) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC1919 of 1999)
|
Before The Honourable
Mr Deputy President Harrison
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29 March and 12 April 2001
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REVIEWED AWARD
Clause No. Subject Matter
1. Title
2. Definitions
3. Hours
4. Shift
Allowances
5. Meal
Breaks
6. Wages
7. Overtime
8. Working
in Cold Temperatures
9. First-aid
Attendant
10. Saturday
and Sunday Work
11. Holidays
12. Annual
Leave
13. Annual
Leave Loading
14. Long
Service Leave
15. Sick Leave
16. Dressing
Time
17. Rest
Period
18. Mixed
Functions
19. Protective
Clothing and Equipment
20. Accommodation
21. Terms of
Employment
22. Grievance
Procedure
23. Payment of
Wages
24. Bereavement
Leave
25. Parental
Leave
26. Personal/Carer's
Leave
27. Redundancy
28. Superannuation
29. Consultative
Mechanism
30. Anti-Discrimination
31. Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 -Wages
Table 2 -Other Rates and Allowances
1. Title
This award shall be known as the Cold Storage and Ice
Employees (Northumberland) Award.
2. Definitions
(i) Weekly Hand
shall mean an employee who is engaged by the week and who is paid by the week.
(ii) Casual Hand
shall mean an employee who is engaged and who is paid by the hour. Casual
employees shall be paid one-fortieth of the weekly rate of pay of the
classification in which they are employed, plus 12.5 per cent with a minimum of
four hours pay at the appropriate rate of pay for each hour or part thereof
worked.
(iii) A Permanent
Part-time Employee shall mean an employee who is a weekly employee engaged for
a minimum of 20 hours per week on not less than three days per week. A
part-time employee shall receive all the benefits of the award in the ratio of
the hours, as fixed, as they bear to 40 hours. The hourly rate shall be the
weekly rate divided by 40. The hours of work for part-time employees shall be
determined according to a roster. Any work, which is outside the roster, shall
be overtime and paid as per clause 7, Overtime. The rostered times of work may
be varied by 48 hours' notice or by mutual agreement.
(iv) Classification
Levels -
Level 1- A leading hand appointed by the company who is
responsible for the routine operation of a Warehouse/cold store and supervises
the work of more than two other employees.
Provided that a company may appoint an employee as a
leading hand who supervises two or less employees.
Level 2 - An employee who possesses the required
license and is called upon to operate a forklift.
Level 3 - An employee who is employed in a freezing
chamber or outside such chamber at a port or enclosed chute leading there from.
Level 4 - Employees who are employed in this
classification level may perform any or all of the following functions:
(a) handling meat
on a hanging ground or grading room;
(b) handling of
frozen or chilled produce or other goods or produce or goods received to be
frozen or to be chilled;
(c) loading or
unloading of trucks and wagons including going into wagons;
(d) manufacture
and loading of ice and in the stacking and unstacking of ice in freezing
chamber;
(e) labouring work
in and about cold storage works.
Level 5 - Trainee - A new employee may be employed
within this classification level for the first 160 hours of employment to
enable training and experience in any other classification to be gained.
Employees may be directed to perform any work within
the scope of their skills and competence, including work which is incidental or
peripheral to their main tasks or functions.
(v) Day Worker
shall mean an employee whose ordinary hours of duty are within the hours
prescribed by subclause (i) of clause 3, Hours.
(vi) Shift Worker
shall mean an employee, other than a day worker, working a one-, two- or
three-shift system.
(vii) Freezing
Chamber shall mean an artificially cold chamber the temperature of which is
less than minus one degree Celsius.
3. Hours
(i) Day Workers -
The ordinary hours of day workers shall be 40 per week, eight hours per day,
Monday to Friday, inclusive, between the hours of 7.00 a.m. and 5.00 p.m. By
site agreement between an employer and the majority of employees affected, the
ordinary hours may be worked between 5.00 a.m. and 5.00 p.m. to suit the
particular requirements of the organisation.
(ii) Part-time
Employees - When the award is varied to incorporate a 38-hour week, it is the
parties' understanding that the 20-hour minimum will be reduced to 18 hours.
(iii) Shift
Workers:
(a) The ordinary
hours of shift workers shall be ten shifts of eight hours each day in any one
period of 14 consecutive days (whether they are a one, two, or three-shift
system), according to rosters agreed upon between the employer and the union.
(b) 20 minutes shall be allowed to shift
workers each shift for crib time, at times agreed upon which shall be counted
as time worked.
(c) The employer
shall post and keep posted on the premises, in a place conveniently accessible,
a roster of the ordinary hours of shift workers. The employer shall not alter
the roster of ordinary hours of work, except upon giving seven days' notice of
the intention to do so to the union and to the employees. Such notice shall be
given by posting the alterations in a place on the premises conveniently
accessible to the employees and shall be kept posted thereafter. The period
specified herein may be varied at any time by agreement between the union and
the employer.
(iv) No employee
shall be required to work the ordinary hours of the day or shift in broken
periods.
4. Shift Allowances
(i) (a) Night Shift shall mean a shift finishing
after midnight and before 8.00 a.m.
(b) Afternoon
Shift means a shift finishing after 6.00 p.m. and at or before midnight.
(c) Day Shift means a shift other than a
night or afternoon shift.
(ii) The times of
shifts may be varied by agreement between the employer and the union.
(iii) Shift
workers, in addition to their ordinary wages for the classifications prescribed
in clause 6, Wages, shall be paid:
(a) At the rate
set out in Item 1 of Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates, for day and/or afternoon and/or night rotating or alternating shifts.
(b) At the rate
set out in Item 2 of Table 2, if required to work on a regular afternoon shift
which does not rotate to provide the shift worker with at least one-third of
the employee’s ordinary time on day shift.
(c) Time and
one-quarter for regular night shift only.
5. Meal Breaks
(i) Day workers
shall be allowed not less than 30 minutes or more than one hour between the
hours of 11.00 a.m. and 2.30 p.m. on each working day for the purpose of taking
a meal. Such meal breaks may be
staggered within each particular work area in order that full production may be
maintained wherever possible.
(ii)
(a) If no meal or
less than the prescribed meal break is allowed to an employee on any day other
than a Sunday or any of the holidays prescribed by clause 11, Holidays,
overtime rates shall be paid until such time as a meal break is allowed.
(b) If no meal
break or less than the prescribed meal break is allowed to an employee on a
Sunday or any of the holidays prescribed by the said clause 11, double time
shall be paid until a meal break is allowed.
(iii) Any employee
who has not been notified on the immediately preceding working day that the
employee will be required to work overtime on any day for more than two hours,
shall be provided with a meal by the employer or, in lieu thereof, shall be
paid the sum prescribed in Item 3 of Table 2 - Other Rates and Allowances, of
Part B, Monetary Rates. Any employee
who has provided themselves with a meal after having been so notified and who
is not then required to work after the normal ceasing time, shall be paid the
sum prescribed in the said Item 3.
(iv) Not more
than five hours shall be worked without a break for a meal or an interval for
crib.
(v) Notwithstanding
anything contained in subclause (iii) of this clause, cold storage employees
who are employed in association with waterside workers and required to continue
working after their normal ceasing time, shall be allowed not less than 20
minutes for a crib period which shall be paid for at ordinary rates.
6. Wages
(i) Adults -
(a) Employee classifications
and their respective rates of pay are as set out in Table 1 - Wages, of Part B,
Monetary Rates.
(b) A freezing
room employee called upon to operate a pedestrian stacker shall be paid an
additional amount at the rate as set out in Item 4 of Table 2 - Other Rates and
Allowances, of Part B, Monetary Rates, with a minimum payment of one day
(ii) The rates of
pay in this award include the adjustments payable under the State Wage Case
2000. These adjustments may be offset against:
(a) any equivalent
overaward payments, and/or
(b) award wage
increases since 29 May 1991 other than safety net, State Wage Case, and minimum
rates adjustments.
(iii) Junior
Employees - Subject to the restriction upon the carrying of weights prescribed
by the Occupational Health and Safety Act 1983, juniors may be employed
on suitable work and shall be paid according to age a percentage of the Level 4
rate. If the junior has acquired the
skills and is performing the work of a higher level, the payment made to the
junior shall be a percentage of the adult rate of the relevant level according
to age, as follows:
|
Percentage of Adult Level 4
Rate
|
|
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Under 17 years of age
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43.5
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At 17 and under 18 years of age
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56
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At 18 and under 19 years of age
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67
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At 19 and under 20 years of age
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72
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At 20 and under 21 years of age
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84
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7. Overtime
(i) All time
worked in excess of 40 hours per week, or before the starting time or after the
ceasing time, or in excess of eight hours per day, shall be paid for at the
rate of time and one-half for the first two hours and double time thereafter.
(ii) An employee,
other than a casual hand, who is directed to and does attend to work overtime
at the hours required by the employer on Saturday or the employee’s rostered
day off, shall be paid a minimum of four hours calculated on the basis of time
and one-half for the first three hours and double time thereafter.
(iii) Where
overtime work commences on one calendar day and extends into the following
calendar day, the whole period of overtime work shall be deemed to have been
worked on the former day for the purpose of calculating overtime.
(iv) An employee
who is called back to work overtime between 6.00 p.m. and 6.00 a.m., whether
notified before or after leaving the employer's premises, shall be paid a
minimum of two hours at double time.
(v) 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
ordinary work on one day and the commencement of ordinary work on the next day,
that the employee 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 the employee has had eight consecutive hours off duty
without loss of pay for ordinary working time occurring during such absence.
If, on the instructions of the employer, such an employee resumes or continues
work without having had such eight consecutive hours off duty, the employee
shall be paid at double rates until the employee is released from duty for such
period and the employee shall then be entitled to be absent until the employee
has had eight consecutive hours off duty without loss of pay for ordinary
working time occurring during such absence.
(vi) Except as
provided in subclause (iii) of this clause, in computing overtime each day
shall stand alone.
(vii) By agreement
between an employee and the employer, overtime may be accrued and taken in half
or whole days with a maximum accrual of three days. When time in lieu is
substituted for payment, the method of accrual shall remain the same, that is,
at the rate of time and one-half for the first two hours and double time
thereafter.
8. Working in Cold
Temperatures
(i) Subclauses
(ii) and (iii) of this clause shall not apply to freezing room employees.
(ii) Each employee
shall be paid at the rate as set out in Item 5 of Table 2 - Other Rates and
Allowances, of Part B, Monetary Rates, in addition to ordinary rates of pay for
time worked in a room wherein the temperature has been artificially reduced
below two degrees Celsius; provided that if when commencing work in the morning
the temperature is below two degrees Celsius, no such additional sum shall be
payable in respect thereof unless the temperature remains at less than two
degrees Celsius for at least one hour after commencing work; provided further
that time worked which on any day is less than 30 minutes in the aggregate
shall be disregarded.
(iii) Each employee
shall be paid at the rate set out in Item 6 of Table 2 in addition to ordinary
rates of pay for time worked in a room wherein the temperature has been
artificially reduced below minus one degree Celsius; provided that when
commencing work in the morning the temperature is below minus one degree
Celsius, no such additional sum shall be payable in respect thereof unless the
temperature remains at less than minus one degree Celsius for at least one hour
after commencing work; provided further that time worked which on any day is
less than 30 minutes in the aggregate shall be disregarded.
(iv) An employee
who is over-heated through working outside shall be allowed time to cool off
before being required to work in a temperature artificially reduced to below
two degrees Celsius.
(v) Each employee
shall be entitled to receive the rate as set out in Item 7 of Table 2, in
addition to ordinary rates of pay, for every hour or part thereof the employee
is called upon to work in a room of a temperature of less than minus 16 degrees
Celsius; provided that if when commencing work in the morning the temperature
is below minus 16 degrees Celsius, no such additional sum shall be payable in
respect thereof unless the temperature remains at less than minus 16 degrees
Celsius for at least one hour after commencing work.
(vi) If the
temperature of any room goes below minus 18 degrees Celsius, the employee shall
be entitled after one hour to refuse to work in such room until the temperature
rises to minus 18 degrees Celsius; provided that employees may be required to
work as freezing room employees at temperatures below minus 18 degrees Celsius
upon the following conditions:
(a) Each employee
shall have been medically selected as fit to work in extremely cold conditions.
(b) The employer
shall make available free of charge for the use of each employee freezer boots,
coats, caps and gloves including inner gloves if required. Reference should be made to subclause (iii)
of clause 19, Protective Clothing and Equipment, regarding an employee's duty
of care.
(c) For every hour
or part of an hour during which an employee is working at a temperature of less
than minus 20 degrees Celsius, the employee shall be paid at the rate as set
out in Item 8 of Table 2 in addition to the employee’s ordinary rate of pay.
(vii) The amounts of
the payments set out in subclauses (ii), (iii), (v) and (vi) of this clause
each stand alone and are not cumulative.
(viii) Employees
required to work in temperatures of below minus 20 degrees Celsius shall be
allowed reasonable breaks from such work outside the freezing chamber.
(ix) For the
purpose of this clause, the temperature of a room shall be the temperature of
the coldest part of such room.
(x) An employer
and the union may agree to incorporate cold temperature allowances in the
weekly rate for employees, regard being paid to the time actually spent in
freezing rooms, in lieu of the specific payments prescribed by this clause.
9. First-Aid
Attendant
(i) A first-aid
outfit shall be provided by the employer at all worked to which this award
applies.
(ii) An employee
appointed by the employer to perform first aid duty shall be paid per day or
shift an amount as set out in Item 9 of Table 2 - Other Rates and Allowances,
of Part B, Monetary Rates, in addition to ordinary rates.
10. Saturday and Sunday
Work
(i) All time
worked on Saturday by a shift worker which is not overtime, shall be paid for
at the rate of time and one-half.
(ii) All time
worked on a Saturday which is overtime shall be paid for in accordance with
clause 7, Overtime.
(iii) All time
worked on a Sunday which is not overtime shall be paid for at the rate of time
and three-quarters.
(iv) All time
worked on a Sunday which is overtime shall be paid for at the rate of double
time.
(v) An employee,
other than a casual hand, who is directed to and does attend for duty on a
Sunday at the hours required by the employer and which are not included in
ordinary rostered hours for the week, shall be paid a minimum of four hours at
the appropriate rates of pay.
(vi) The extra
rates prescribed by subclauses (i) and (iii) of this clause shall be in
substitution for and not cumulative upon the shift work premium prescribed by
clause 4, Shift Allowances for Shift Workers.
11. Holidays
(i) The following
days shall be holidays for the purpose of this award: New Year's Day, Australia
Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen's Birthday,
Labour Day, Christmas Day, Boxing Day, the picnic day of the union, namely the
first Monday in November, and any day proclaimed as a holiday for the State.
(ii) A weekly
employee shall be entitled to be paid for holidays falling on a working day
under this clause; provided that the employee 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 or other
reasonable cause.
(iii) All time
worked on any of the days named as holidays in subclause (i) of this clause
shall be paid for at the rate of double time and one-half.
(iv) An employee,
other than a casual hand, who is directed to and does attend for duty on a
holiday at the hours required by the employer and which do not form part of
ordinary hours for the week, shall be paid a minimum of four hours at the
appropriate rate of pay for each holiday worked.
(v) Where an
employee is rostered off duty on any of the holidays mentioned in subclause (i)
of this clause, the employee shall be paid one day's pay or have one day added
to their annual leave at the option of the employer.
(vi) By agreement
between the majority of employees and the employer, other days may be
substituted for the holidays referred to in subclause (i) of this clause,
except for Christmas Day, Good Friday and Anzac Day. The purpose of this
subclause is to permit flexibility in part or all of an establishment and, so
far as possible, to maintain a service to the catering and retail industries.
(vii) Where the
establishment of an employer remains open and an employee works on the picnic
day of the appropriate union, the employee shall be paid by mutual agreement
between the employer and the employee in one of the following methods:
(a) payment of an
additional day's wages;
(a) addition of
one day to the employee's annual holidays;
(c) another day
may be allowed off with pay to the employee.
The provisions of this subclause are deemed to have
been satisfied if a substitute day for employees is determined in accordance
with subclause of this clause.
12. Annual Leave
See Annual Holidays Act 1944.
13. Annual Leave
Loading
(i) This clause
applies only in relation to annual holidays to which employees become or have
become entitled.
(ii) In this
clause the Annual Holidays Act 1944 is referred to as "the
Act".
(iii) Before an
employee is given and takes their annual holiday or where, by agreement between
the employer and 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 the employee a loading determined in accordance with this clause.
(iv) The loading is
payable in addition to the pay for the period of the holiday given and taken
and due to the employee under the Act and this award.
(v) 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 and this award (but
excluding days added pursuant to subclause (v) of clause 11, Holidays, to
compensate for public or special holidays falling on an employee's rostered day
off not worked) and which commences on or after the date of operation of this
award or where such a holiday is given and taken in separate periods, then in
relation to each such separate period.
(vi) The loading is
the amount payable for the period or separate period, as the case may be,
stated in subclause (v) 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 subclauses (i)
and (ii) of clause 6, Wages, as the case may be, immediately before commencing
their annual holiday, but shall not include the shift allowances prescribed in
subclause (i) of clause 4, Shift Allowances for Shift Workers, the rate for
Saturday and Sunday work prescribed in subclauses (i) and (iii) of clause 10,
Saturday and Sunday Work, any other allowances, penalty rates, overtime rates
or any other payment prescribed by this award.
(vii) 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 (vi) of this clause, applying the
award rates of wages payable on that day. This subclause applies where an
annual holiday has been taken wholly or partly in advance and the entitlement
to the holiday arises on or after the date of operation of this award.
(viii) Where, in
accordance with the Act and after the date of operation of this award the
employer's establishment or part of it is temporarily closed down for the
purpose of giving an annual holiday or leave without pay to the employees
concerned -
(a) An employee
who is entitled under the Act to an annual holiday and who is given and takes
such a holiday shall be paid the loading calculated in accordance with
subclause (vi) of this clause.
(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 the
employee under the Act such proportion of the loading that would have been
payable to the employee under this clause if the employee had become entitled
to an annual holiday prior to the closedown as his/her qualifying period of
employment in completed weeks bears to 52.
(ix)
(a) When the
employment of an employee is terminated by the employer after the date of operation
of this award 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 the employee became entitled, the employee shall be
paid a loading calculated in accordance with subclause (vi) for the period not
taken.
(b) Except as
provided by paragraph (a) of this subclause, no loading is payable on the
termination of an employee's employment.
(x) This clause
extends to an employee who is given and takes an annual holiday and who would
have worked as a shift worker pursuant to subclause (iii) of clause 3, Hours,
if the employee 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 subclause (i) of clause 4, Shift Allowances for Shift Workers, and
the rate for Saturday and Sunday work pursuant to subclauses (i) and (iii) of
clause 10, Saturday and Sunday Work, for ordinary shifts which he/she would
have worked according to shift roster if he/she had not been on an annual
holiday (not including time on a public or special holiday pursuant to clause
11, Holidays) exceeds the loading calculated in accordance with this clause,
then that amount shall be paid to the employee in lieu of the loading.
14. Long Service
Leave
See Long Service Leave Act 1955.
15. Sick Leave
(i) An employee
who after not less than three months' continuous service in their current
employment with the employer is unable to attend for duty during ordinary
working hours by reason of personal illness or personal incapacity not due to
their own serious and wilful misconduct shall be entitled to be paid at
ordinary rates of pay for the time of such non-attendance, subject to the
following:
(a) The employee
shall, within 24 hours of the commencement of such absence, inform the employer
of their 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) 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 the employer to
interview employees for the purpose stated, shall have the right to interview
an 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.
(c) The employee
shall prove to the satisfaction of the employer or, in the event of a dispute,
the Industrial Relations Commission of New South Wales, that the employee 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.
(d) An employee
with more than 12 months' service shall not be entitled, in respect of any year
of continued employment, to sick pay for more than 80 ordinary working hours.
An employee with less than 12 months' service shall not be entitled, in respect
of the first year of continued employment, to sick pay for more than 40
ordinary working hours. Any period of paid sick leave allowed by the employer
to the employee in any such year shall be deducted from the period of sick leave,
which may be allowed or carried forward under this award in respect of such
year.
Provided that, in the first year of operation of this
award, an employee with more than 12 months' service with the employer shall be
allowed sick leave to a maximum of 40 hours in respect of the employee's
current year of service, plus the proportion of 40 hours which the unexpired
proportion of the sick leave year of the individual employee bears to 52 weeks.
(ii) The rights
under this clause shall accrue from year to year so long as the employment
continues with the employer so that any part of leave pursuant to paragraph (d)
of subclause (i) of this clause 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.
(iii) An employee
who unreasonably refuses the interview or unreasonably refuses or prevents the
examination specified in paragraph (b) of subclause (i) of this clause, shall
not be entitled to payment for the period during which he/she is absent from
duty.
(iv) 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
lost shall not be taken into account in computing the qualifying period of
three months.
(v) Service before
the date of coming into force of this award shall be counted as service for the
purpose of qualifying thereunder; provided that the increase in sick leave
allowable after the first year of service, pursuant to paragraph (d) of
subclause (i) of this clause, shall only commence from the date of operation of
this award.
(vi) This clause
shall not apply to employees of Peters Ice Cream Pty Ltd who are members of the
Peters Companies Employees' Benefit Society.
16. Dressing Time
When commencing work for the day or after any meal hour
break an inside hand shall be allowed five minutes to dress for work and shall
be paid for such time.
17. Rest Period
(i) Day Workers -
A rest period of 15 minutes each morning and a rest pause of 15 minutes each
afternoon shall be allowed to each employee.
(ii) Shift Workers
- A rest period of ten minutes in the first half of the shift and a rest period
of ten minutes in the second half of the shift shall be allowed to each
employee.
(iii) Rest period
shall be taken at such times as may be arranged mutually between the employer
and the union.
(iv) Rest period
shall be counted as time worked and shall be paid for as such.
18. Mixed Functions
(i) An employee
who is required to perform on any day or shift, work for which a higher rate of
wage than that of the ordinary classification is prescribed, shall be paid as
follows:
(a) If the
employee is required to perform such work for four hours or more, the employee
shall be paid for the day or shift the higher, or highest, as the case may be,
rate of wage prescribed for the work performed.
(b) If the
employee is required to perform such work for two hours or more but for less
than four hours, the employee shall be paid for one half day or shift at the
higher, or highest, as the case may be, rate of wage prescribed for the work
performed.
(c) If the
employee is required to perform such work for less than two hours, the employee
shall be paid the higher, or highest, as the case may be, rate of wage
prescribed for the time actually occupied on such work.
Provided that no additional payment under this
subclause need be made to an employee who is required to perform on any day or
shift such higher paid work for not more than 30 minutes because of the failure
of another employee to present themselves for work at the ordinary starting
time.
(ii) An employee
who is required to perform on any day or shift, work for which a lower rate of
wage than that of the ordinary classification is prescribed, shall suffer no
reduction in pay in consequence thereof.
19. Protective Clothing
and Equipment
(i) Employees,
other than casuals, shall be:
(a) provided with overalls free of cost;
(b) provided with
boots for working in wet places or in places where footwear is affected by
chemicals.
(ii) All
employees shall be provided with suitable warm clothing for work in a freezing
chamber.
(iii) Employees owe
a duty of care to an employer for all uniforms, protective clothing and
equipment supplied to the employee during the course of duty. If the employee
loses or damages the issue, wilfully or negligently, the employee may be
required to reimburse the employer for such damage or loss.
20. Accommodation
Subject to the provisions of the Occupational Health and
Safety Act 2000, each employer shall provide for the use of their
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 provisions for heating food for meals and at rest periods
(unless boiling water is provided by the employer);
(d) adequate
first-aid chest.
21. Terms of Employment
(i) An employee
shall be engaged either as a weekly hand, permanent part-time hand or as a
casual hand and each employee shall be notified, at the beginning of employment
and before commencing work, whether the employee is a weekly or casual hand.
(ii) A weekly hand
and a permanent 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 one week's notice given on any day, by either side, with the
right to payment of or forfeiture of one week's wages in lieu thereof, as the
case may be.
(iii) This clause
shall not affect the right of an employer to:
(a) deduct payment
for any day or portion thereof during which an 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;
(b) dismiss an
employee without notice for refusal of duty, malingering, inefficiency, neglect
of duty or misconduct and in such cases wages shall be payable up to the time
of dismissal only.
(iv) Abandonment
of Employment:
(a) The absence of
an employee from work for a continuous period exceeding three working days
without the consent of the employer and without notification to the employer
shall be prima facie evidence that the employee has abandoned employment.
(b) Provided that,
if, within a period of 14 days from their last attendance at work or the date
of their last absence in respect of which notification has been given or
consent has been granted, an employee has not established to the satisfaction
of their employer that the employee was absent for reasonable cause, the
employee shall be deemed to have abandoned their employment.
(c) Termination of
employment by abandonment in accordance with this subclause shall operate as
from the date of the last attendance at work or the last day's absence in
respect of which consent was granted or notification was given to the employer,
whichever is the later.
(v) An employer
may direct employees to carry out such duties as are within the limits of an
employee's skill, competence and training and the employee will follow such
direction.
22. Grievance Procedure
All grievances, claims or disputes will be dealt with in the
following manner so as to ensure the orderly settlement of the matters in
question:
(i) Any grievance
or question, dispute or difficulty which arises will, where possible, be
settled by discussion on the job between the employee(s) and the immediate
supervisor.
(ii) If the matter
is not resolved at those levels, it will be further discussed between the
affected employee(s) and the employer. Both the employer’s industrial
representative and the employee’s Union representative may be notified.
(iii) If no
agreement is reached within a reasonable time period and the Union is involved
in the dispute, the Union Secretary or the employee’s representative will
discuss the matter with the employer and/or the employer’s nominated industrial
relations representative.
(iv) 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 the proposed remedy.
(v) Reasonable
time limits must be allowed for discussion at each level of authority.
(vi) Whilst the
foregoing procedure is being followed normal work must continue.
(vii) Should the
matter still not be resolved within a reasonable time period it may be referred
by either party to the Industrial Relations Commission of New South Wales for
settlement.
23. Payment of Wages
(i) Wages due
under this award to a weekly hand shall be paid not later than Friday in each
week within 15 minutes of the ordinary ceasing time.
(ii) Payment of
wages may be made by cheque, direct deposit to the employee's personal account
by electronic funds transfer (subject to section 117 of the Industrial
Relations Act 1996) or cash.
(iii) All wages due
under this award to a casual employee shall be paid at the completion of each
period of engagement but no later than Friday in each week, where the period of
engagement is greater than one day.
24. Bereavement Leave
(i) An employee,
other than a casual employee, shall be entitled to up to two days compassionate
leave without deduction of pay, up to and including the day of the funeral, on
each occasion of the death of a person as prescribed in subclause (iii) of this
clause.
(ii) The employee
must notify the employer as soon as practicable of the intention to take
compassionate leave and will provide to the satisfaction of the employer proof
of death.
(iii) Compassionate
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer's leave as set out in
subparagraph (ii) of paragraph (c) of subclause (i) of clause 26, State
Personal/Carer s Leave Case August 1996, provided that, for the purpose of
compassionate leave, the employee need not have been responsible for the care
of the person concerned.
(iv) An employee
shall not be entitled to compassionate leave under this clause during any
period in respect of which the employee has been granted other leave.
(v) Compassionate
leave may be taken in conjunction with other leave available under subclauses
(i), (ii), (iv), (v) and (vi) of the said clause 26. In determining such a
request, the employer will give consideration to the circumstances of the
employee and the reasonable operational requirements of the business.
25. Parental Leave
See Part 4 Division I of the Industrial Relations Act
1996.
26. Personal/Carer's
Leave
(i) Use of Sick
Leave
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (ii) of paragraph (c), who needs the employee's
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in clause 15, Sick
Leave, for absences to provide care and support for such persons when they are
ill. Such leave may be taken for part of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration, the illness of the person concerned and that the illness
is such as to require care by another person. In normal circumstances, an
employee must not take carer's leave under this subclause where another person
has taken leave to care for the same person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
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.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person's relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it is not practicable for the employee to
give prior notice of absence, the employee shall notify the employer by
telephone of such absence at the first opportunity on the day of absence.
(ii) Unpaid
Leave for Family Purpose
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a member of a class of person set out
in subparagraph (ii) of paragraph (c) of subclause (i) who is ill.
(iii) Annual
Leave
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this award.
(c) An employee
and employer may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five consecutive annual leave days are
taken.
(iv) Time Off in
Lieu of Payment for Overtime
(a) For the
purpose only of providing care and support for a person in accordance with
subclause (1) of this clause, and despite the provisions of clause 7, Overtime,
the following provisions shall apply.
(b) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(c) 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.
(d) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason payment for time accrued
at overtime rates shall be made at the expiry of the 12 month period or on
termination.
(e) Where no
election is made in accordance with the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(v) Make-up Time
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours, and works those hours
at a later time, during the spread of ordinary hours provided in the award, at
the ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
(vi) Rostered
Days Off
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or the employer.
(d) This subclause
is subject to the employer informing each union which is both party to the
award and which has members employed at the particular enterprise of its
intention to introduce an enterprise system of RDO flexibility, and providing a
reasonable opportunity for the union(s) to participate in negotiations.
27. Redundancy
(i) Application-
(a) This clause
shall apply to all employees covered by this award (excepting those set out
below).
(b) It shall apply
to employers (where there are more than 15 employees) immediately prior to the
termination of the employment of employees.
(c) It shall not
apply to employees with less than one year's continuous service, and the
general obligation on employers shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
(d) It shall not
apply where employment is terminated as a consequence of conduct that justifies
instant dismissal, including malingering, inefficiency or neglect of duty, or
in the case of casual employees, apprentices or employees engaged for a
specific period of time or for a specified task or tasks or where employment is
terminated due to the ordinary and customary turnover of labour.
(ii) Introduction
of Change-
(a) Employer's
duty to notify:-
(1) Where an
employer has made a definite decision to introduce major changes in production,
program, organisation, structure or technology that are likely to have
significant effects on employees, the employer shall notify the employees who
may be affected by the proposed changes and the union to which they belong.
(2) "Significant
effects" include termination of employment, major changes in the
composition, operation or size of the employer's workforce or in the skills
required, the elimination or diminution of job opportunities, promotion
opportunities or job tenure, the alteration of hours of work, the need for
retraining or transfer of employees to other work or locations and the
restructuring of jobs.
Provided that where this award makes provision for
alteration of any matters referred to in this award, an alteration shall be
deemed not to have significant effect.
(b) Employer's
duty to discuss change: -
(1) The employer
shall discuss with the employees affected and the union to which they belong,
inter alia, the introduction of the changes referred to in paragraph (a) of
this subclause, the effects the changes are likely to have on employees and
measures to avert or mitigate the adverse effects of such changes on employees,
and shall give prompt consideration to matters raised by the employees and/or
the union in relation to the changes.
(2) The
discussions shall commence as early as possible after a definite decision has
been made by the employer to make the changes referred to in paragraph (a) of
this subclause.
(3) For the
purpose of such 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.
(iii) Redundancy-
(a) Discussions
before terminations:-
(1) Where an
employer has made a definite decision that the employer no longer wishes the job
the employee has been doing to be done by anyone pursuant to subparagraph (1)
of paragraph (a) of subclause (ii), Introduction of Change, of this clause and
that decision may lead to the termination of employment, the employer shall
hold discussions with the employees directly affected and with the union to
which they belong.
(2) The
discussions shall take place as soon as is practicable after the employer has
made a definite decision which will invoke the provision of the said
subparagraph (1) 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.
(3) For the
purpose of the discussion the employer shall, as soon as practicable, provide
to the employees concerned and the union to which they belong all relevant
information about the proposed terminations, 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.
(iv) Termination
of Employment-
(a) Notice for
changes in production, program, organisation or structure: - This subclause
sets out the notice provisions to be applied to terminations by the employer
for reasons arising from production, program, organisation or structure, in accordance
with subparagraph (1) of paragraph (a) of subclause (ii), Introduction of
Change, of this clause:
(1) In order to
terminate the employment of an employee, the employer shall give to the
employee the following notice:
|
Period of continuous service
|
Period of notice
|
|
Less than 1 year
|
1 week
|
|
1 year and less than 3 years
|
2 weeks
|
|
3 years and less than 5 years
|
3 weeks
|
|
5 years and over
|
4 weeks
|
(2) In addition to
the notice above, employees over 45 years of age at the time of the giving of
the notice, with not less than two years' continuous service, shall be entitled
to an additional week's notice.
(3) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
(b) Notice for
technological change: - This paragraph sets out the notice provisions to be
applied to termination by the employer for reasons arising from technology in
accordance with subparagraph (1) of paragraph (a) of subclause (ii),
Introduction of Change, of this clause:
(1) In order to
terminate the employment of an employee, the employer shall give to the
employee three months' notice of termination.
(2) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment shall be terminated by part of the period of
notice specified and part payment in lieu thereof.
(3) The period of
notice required by this paragraph 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.
(c) Time off
during the notice period: -
(1) During the
period of notice of termination given by the employer, an employee shall be
allowed up to one day's time off without loss of pay during each week of
notice, to a maximum of five weeks, for the purpose of seeking other
employment.
(2) If the
employee has been allowed paid leave for more than one day during the notice
period for the purpose of seeking other employment the employee shall, at the
request of the employer, be required to produce proof of attendance at an
interview or the employee shall not receive payment for the time absent.
(d) Employee
leaving during the notice period - If the employment of an employee is
terminated (other than for misconduct) before the notice period expires, the
employee shall be entitled to the same benefits and payments under this
subclause 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.
(e) Statement of
employment - The employer shall, upon receipt of a request from an employee
whose employment has been terminated, provide to the employee a written
statement specifying the period of the employee's employment and the classification
of or the type of work performed by the employee.
(f) Notice to
Centrelink - Where a decision has been made to terminate employees, the
employer shall notify Centrelink as soon as possible, giving relevant
information, including the number and categories of the employees likely to be
affected and the period over which the terminations are intended to be carried
out.
(g) Centrelink
Separation Certificate - The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
Employment Separation Certificate in the form required by Centrelink.
(h) Transfer to
lower-paid duties - Where an employee is transferred to lower-paid duties for
reasons set out in subparagraph (1) of paragraph (a) of subclause (ii),
Introduction of Change, of this clause, the employee shall be entitled to the
same period of notice of transfer as the employee would have been entitled to
if the employee's employment had been terminated, and the employer may, at the
employer's option, make payment in lieu thereof of an amount equal to the
difference between the former ordinary-time rate of pay and the new
ordinary-time rates for the number of weeks of notice still owing.
(v) Severance
Pay-
(a) Where an
employee is to be terminated pursuant to subclause (iv) Termination of
Employment, of this clause, 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:
(1) 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
|
(2) Where an employee is 45 years old or
over, the entitlement shall be in accordance with the following scale:
|
Years of service
|
45 years of age 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
|
(3) "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
Table 1 - Wages, and Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates.
(b) Incapacity to
pay - Subject to an application by the employer and further order of the
Industrial Relations Commission of New South Wales, an employer may pay a
lesser amount (or no amount) of severance pay than that contained in paragraph
(a) of this subclause.
The Commission shall have regard to such financial and
other resources of the employer concerned as the Commission thinks relevant,
and the probable effect paying the amount of severance pay in paragraph (a) of
this subclause, will have on the employer.
(c) Alternative
employment - Subject to an application by the employer and further order of the
Commission, an employer may pay a lesser amount (or no amount) of severance pay
than that contained in paragraph (a) of this subclause, if the employer obtains
acceptable alternative employment for an employee.
28. Superannuation
The subject of superannuation is dealt with extensively by
federal legislation including the Superannuation Guarantee (Administration)
Act 1992, the Superannuation Guarantee Charge Act 1992, the Superannuation
Industry (Supervision) Act 1993, the Superannuation (Resolution of
Complaints) Act 1993 and the Industrial Relations Act 1996.
This legislation, as varied from time to time, governs the
superannuation rights and obligations of the parties.
(i) Definitions
-
(a) " Scheme"
means any fund, the trust deed of which meets the Commonwealth Government's
standards for occupational superannuation.
(b) "Employee's
ordinary weekly earnings" means the award classification rate including
any overaward, supplementary payment and shift premium components.
(ii) Contributions
- Employers bound by this award shall, for each employee, contribute the
appropriate percentage of the employee's ordinary weekly earnings as required
by the Superannuation Guarantee (Administration) Act 1992 to a scheme
nominated by the employee. Provided that the employer shall contribute at least
four per cent of the employee's ordinary weekly earnings to such a scheme.
(iii) Savings -
This clause shall not have the effect of lowering more generous contributions
employers make to schemes on behalf of employees under a company superannuation
scheme.
(iv) The parties to
the Award recognise the Meat Industry Employees Superannuation Fund (MIESF) as
being the preferred fund for the industry.
29. Consultative Mechanism
Each enterprise shall establish a consultative mechanism and
procedures appropriate to their size, structure and needs for consultation and
negotiation on matters affecting their efficiency and productivity.
30. Anti -
Discrimination
(i) It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace. This includes discrimination on the
grounds of race, sex, marital status, disability, homosexuality, transgender
identity and age.
(ii) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provision of this award which, by its terms or operation, has a direct
or indirect discriminatory effect.
(iii) Under the Anti
Discrimination Act 1977, it is unlawful to victimise an employee because
the employee has made or may make or has been involved in a complaint of
unlawful discrimination or harassment.
(iv) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specially exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c ) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any state or
federal jurisdiction.
(v) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause
NOTES:
(a) Employers
and employees may also be subject to Commonwealth anti-discrimination
legislation.
(b) Section
56(d) of the Anti-Discrimination Act 1977 provides:
"Nothing in this Act affects.... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
31. Area, Incidence and
Duration
This award rescinds and replaces the Cold Storage and Ice
Employees (Northumberland) Award published 19 May 1995 (285 I.G. 1130), and all
variations thereof.
This Award applies to the following industries and callings;
employees in ice manufactories, and in cold storage works or chambers, persons
delivering ice, and carters, grooms, stablepersons, yard persons and drivers of
motor or other power-propelled vehicles employed in connection therewith in the
County of Northumberland;
Excepting - Persons delivering ice, and grooms,
stablepersons, and yard persons employed in connection therewith, within a
radius of 20 kilometres of the principal post office, Newcastle; a radius of 13
kilometres of the post office East Maitland; the area within eight kilometres
of each side of the railway line from West Maitland to Cessnock and Bellbird
and the area within a radius of eight kilometres of the post office at
Cessnock; and engine drivers, firepersons, greasers, trimmers, cleaners and
pumpers, engaged in or about the driving of engines and electrical crane, winch
and motor drivers.
The changes made to the award pursuant to the Award Review
pursuant to Section 19(6) of the Industrial Relations Act 1996 and
Principle 26 of the Principles for Review of Awards made by the Industrial
Relations Commission of New South Wales on 18 December 1998 (308 I.G. 307) take
effect on 29 March 2001.
This award remains in force until varied or rescinded, the
period for which it was made having already expired.
Part B
Monetary Rates
Table 1- Wages
|
Adult Classification
|
$
|
|
Level 1
|
476.40
|
|
Level 2
|
463.90
|
|
Level 3
|
426.50
|
|
Level 4
|
422.70
|
|
Level 5
|
406.40
|
Table 2 - Other Rates and Allowances
|
Item No.
|
Clause No.
|
Brief Description
|
Amount $
|
|
1
|
4(iii)(a)
|
Shift Allowances -
(a) Day and/or afternoon and/or night rotating or
alternating shifts
|
3.20 per shift
|
|
2
|
4(iii)(b)
|
(b) Regular afternoon shift which does not rotate to
provide the shift worker at least one-third of the employee’s ordinary time
on day shift
|
4.70 per shift
|
|
3
|
5(iii)
|
Meal Allowance
|
4.32
|
|
4
|
6(i)(b)
|
Pedestrian stacker allowance
|
6.63 per week
|
|
5
|
8(ii)
|
Cold temperature allowance - Below 20C
|
0.11 per hour or
part thereof
|
|
6
|
8(iii)
|
Cold temperature allowance - Below minus 10C
|
0.18 per hour or
part thereof
|
|
7
|
8(v)
|
Cold temperature allowance - Below minus 160C
|
0.28 per hour or
part thereof
|
|
8
|
8(vi)(c)
|
Cold temperature allowance - Below minus 200C
|
0.51 per hour or
part thereof
|
|
9
|
9
|
First-aid Allowance
|
3.90 per week
|
R. W. HARRISON D.P.
____________________
Printed by the authority of the Industrial Registrar.