ICE CREAM COLD STORAGE (STATE) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Notice of award review pursuant to
section 19 of the Industrial Relations
Act 1996.
(No. IRC 4615 of 1999)
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Before The Honourable Justice Marks
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26 April and 21 June
2001
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REVIEWED AWARD
PART A
Arrangement
PART A
Clause No. Subject Matter
1. Anti-discrimination
2. Definitions
3. Hours
4. Wage Rates
5. Working in Cold Temperatures
6. Overtime and Sunday
7. Holidays
8. Meal Break and Allowance
9. Engagement and Termination of Employment
10. Casual, Part-time and Seasonal Employees
11. Employees' Protection
12. Mixed Functions
13 Annual Leave
14 Annual Holiday Loading
15 Sick Leave
16 Personal/Carer's Leave
17. Long Service Leave
18. Rest Pause
19. Payment of Wages
20. Bereavement Leave
21. Jury Service
22. Superannuation
23. Consultative Mechanism
24. Redundancy
25. Grievance Handling and Disputes Procedure
26. Area, Incidence and Duration
PART B
MONETARY RATES
Table 1 - Wage Rates
Table 2 - Other Rates
and Allowances
1. 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."
2. Definitions
(i) Freezing Room
Employee means an employee who is employed in a freezing room to handle ice
cream and other frozen products into a freezing room for storage and/or to
remove those products from freezing for delivery.
(ii) Carrier
and/or General Hand shall mean an employee handling frozen products or goods
received to be frozen and in the loading or unloading of trucks including going
into trucks and who may be required to carry packages, etc. into a freezing
room for storage but is not required to stay in the room.
(iii) Casual
Employee means an employee employed by the hour and paid by the hour with a
minimum of four hours at each start.
(See clause 10 for further information.)
(iv) Part-time
Employee shall mean an employee engaged to work less than the ordinary weekly
hours prescribed by this award.
(v) Seasonal
Employee shall mean an employee who is engaged on a weekly basis for the
season.
(vi) Subject to
existing practices a freezing room is a room where the temperature is
artificially reduced to less than minus 18 degrees Celsius (zero degrees
Fahrenheit).
(vii) The union
means The Australasian Meat Industry Employees' Union, New South Wales Branch.
3. Hours
(i) Full-time
Employees -
(a) The ordinary
hours of work for full-time workers, exclusive of meal breaks, shall not exceed
an average of 38 per week.
(b) (1) Ordinary hours shall be worked between
6.00 a.m. and 6.00 p.m., Monday to Sunday, in one of the following manners:
(i) 38 hours
within a work cycle not exceeding 7 days; or
(ii) 76 hours
within a work cycle not exceeding 14 days; or
(iii) 114 hours
within a work cycle not exceeding 21 days; or
(iv) 152 hours
within a work cycle not exceeding 28 days; or
(v) Such other
methods as may be agreed from time to time between the employer and the
employee(s) affected.
(2) The ordinary
hours may vary from worker to worker and from section to section within the
enterprise, by agreement between the employer and the employee(s).
(3) Ordinary hours
worked on a Saturday shall be paid at the rate of time and one-half. Ordinary
hours worked on a Sunday shall be paid at the rate of time and three-quarters.
(ii) Shift Workers
-
(a) A night shift
may be worked provided that the ordinary hours shall not exceed thirty-eight
per week, inclusive of crib time. Such
shifts shall be worked each night, Monday to Sunday, between the hours of 5.00
p.m. and 7.00 a.m. on the succeeding day.
(b) An employee
engaged on night shift shall be paid at the rate of time and one-quarter of the
wages prescribed in Table 1 - Wage Rates, of Part B, Monetary Rates.
(iii) Morning and
afternoon shifts may be worked subject to the following conditions:
(a) The ordinary
hours shall be worked in shifts of up to twelve hours inclusive of crib time,
Monday to Sunday, inclusive.
(b) A crib time of
twenty minutes, which shall be counted as time worked, shall be allowed to
shift workers on each shift; provided that where a shift exceeding eight hours
is worked, a second crib break to be counted as time worked shall be allowed.
(c) The employer
shall give the union not less than seven days' notice, or such lesser period of
notice by mutual agreement in the case of emergencies, of the intention to
alter work shifts and of the times between which such shifts shall be worked;
provided that shifts shall not commence before 6.00 a.m. and shall not finish
later than 12.00 p.m.
(d) Employees
whilst working on afternoon shift shall be paid the amount as set out in Item 1
of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, in addition
to their normal wages.
(e) Afternoon
shift shall mean any shift finishing after 6.00 p.m. and at or before 12.00
p.m.
(iv) 12-hour Shifts
-
(a) The actual
time at which work is to commence and finish shall be fixed by the employer and
once fixed will not be altered unless one week's clear notice to the worker is
given, provided that such one week's notice shall not be required if any change
of hours is by mutual agreement between the employer and the worker.
(b) The ordinary
hours may vary from worker to worker and from section to section within the
enterprise, with the agreement of the worker(s) concerned.
(c) Where shifts
in excess of ten hours and up to twelve hours are sought by the employer and/or
worker(s), agreement with the union must also be obtained. The union shall not unreasonably withhold
such agreement.
(d) Where ordinary
hours are to be twelve per day the employer and workers concerned will be
guided by the following:
• Occupational
Health and Safety provisions of the ACTU Code of Conduct on twelve-hour
shifts.
• Proper health
monitoring procedures being introduced.
• Suitable
roster arrangements.
• Proper
supervision being provided.
(e) Any system of
work adopted under the ordinary hours of work clause shall provide that all
work is to be performed on a continuous shift basis except for meal breaks.
4. Wage Rates
(i) Adult
Rates - As set out in Table 1 - Wage
Rates, of Part B, Monetary Rates.
(ii) Juniors - The minimum rates of pay for junior
employees shall be as follows:
|
Percentage of Grade 2 adult wage
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Under 19 years of age
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62%
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At 19 years of age
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70%
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At 20 years of age
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80%
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(iii) Classifications
(Definitions) -
Grading Structure -
Grade 1 - Trainee -
(i) A new
employee shall remain a trainee for a period of up to three months.
(ii) He/she will
be required to perform routine duties associated with the operation of a
warehouse under direct supervision.
(iii) He/she will
receive such in-house training as may be required.
Grade 2 - Order Picker/Packer, Fork Lift Driver, General Hand
-
(i) A Grade 2
employee means an employee employed on order pick or bulk supply duties. He/she may be required to unload/load
product from/into refrigerated vehicles using mechanical and/or manual fork
lift, into or out of a refrigerated warehouse.
The employee may also be required to place, select or carry product or
goods onto/from a mechanical conveyor inside a refrigerated warehouse.
(ii) He/she shall
be required to operate manual mechanical or electrical equipment. That employee
must have a current Certificate of Competency Power Crane Driver Licence "Type
C" Fork Lift Truck.
(iii) He/she shall
stack/de-stack pallets and M.S.U.s (Mobile Store Units) in preparation for
storage or loading.
(iv) He/she may
attend to battery maintenance and re-charging procedures for battery electric
pallet transporters.
(v) He/she may be
required to operate an electric scrubber, carry out detailed housekeeping and
basic non-trade maintenance.
(vi) He/she will
have basic literacy and numeracy skills.
(vii) He/she will,
after proper training, be responsible for the:
• Quality of
his/her own work;
• Work in a
team environment;
• Undertake
duties in a safe and responsible manner;
• Possess basic
interpersonal and communication skills;
• Have the
knowledge to identify the correct use of cartons in respect to export packing;
• Preparation
and receipt of appropriate documentation;
• Maintain
acceptable productivity levels.
(viii) He/she will,
after proper training, be responsible for the correct loading of pallets/MSUs
onto refrigerated pantechnicon/delivery vehicle/containers/ load patterns.
Grade 3 - Turret Truck/Crane Driver -
(i) A Grade 3
employee will be capable of and may perform the duties of Grades 1 and 2.
(ii) A Grade 3
employee is an employee who has, after proper training, qualified for and is
currently the holder of a Certificate of Competency Power Crane Driver Licence
Type 19C Fork Lift Truck endorsed Turret Truck/Crane Driver.
(iii) A Grade 3
employee is one who will have the knowledge to identify the correct product and
pallet stacking procedures so as to avoid product damage during trailer loading
and product transportation.
Grade 4 - Leading Hand -
(i) A Grade 4
employee is one who is appointed as a leading hand and is responsible for the
routine operation of a warehouse/cold store or a large section of a
warehouse/cold store.
(ii) He/she will
possess a highly developed level of interpersonal and communication skills.
(iii) He/she will
supervise and provide job direction and guidance to other employees, assistance
in induction and "on-the-job" training, and attend to matters of
safety and occupational health as well as the disciplining and counselling of
employees under his/her charge.
(iv) He/she may be
in charge of any number of employees as designated by the employer.
(v) He/she will
implement quality control techniques and procedures.
(vi) He/she will be
competent to perform the following skills: liaising with management and
customers with respect to store operations; maintain control registers
including inventory control and be responsible for the preparation and
reconciliation of regular reports of stock movements, despatches, etc.
(vii) He/she will
exercise discretion within the scope of this grade.
(viii) Leading hands
will be capable of and may perform any duties of Grades 1, 2 and 3.
Grade 5 - Senior Leading Hand -
(i) Senior
leading hands will be appointed to reflect the higher level of responsibility
expected of them.
(ii) Such
appointments, and the number of senior leading hands required on individual
sites, will be at the discretion of the employer.
(iii) A senior
leading hand may be the operator to whom a leading hand reports.
(iv) Senior leading
hands will be capable of and may perform any duties of Grades 1 to 4.
(iv) The rates of
pay in this award include the adjustments payable under the State Wage Case
2000. This adjustment may be offset against:
(a) equivalent
overaward payments, and/or
(b) award wage
increases since 29 May, 1991 other than safety net, State Wage Case, and
minimum rates adjustments.
5. Working in
Cold Temperatures
(i) Each employee
required to work in a freezing room shall have been medically selected as fit
to work in extremely cold conditions.
(ii) For every
hour or part of an hour during which an employee is working in a freezing room
he/she shall be paid the amount as set out in Items 2, 3 and 4 of Table 2 -
Other Rates and Allowances, of Part B, Monetary Rates.
(iii) Employees
required to work in freezing rooms shall be allowed reasonable time outside the
room. By agreement between the employer
and employees alternative arrangements may be entered into.
(iv) For the
purpose of this clause the temperature of a room shall be the temperature of
the coldest part of such room.
(v) In lieu of the
payments prescribed by this clause an employer and the union may agree to
incorporate cold temperature allowances in the weekly rate of employees, having
regard to the time actually spent in freezing rooms.
6. Overtime and
Sunday
(i) An employee
who works for any time in excess of thirty-eight hours in any one week or
before the usual starting time and after the usual finishing time shall be paid
for such time at the rate of time and one-half for the first two hours and
double time thereafter.
(ii) Notwithstanding
subclause (i) of this clause:
(a) the work
performed before the earliest prescribed starting time by day workers or day
shift workers shall be paid for at the rate of double time; and
(b) any employee
who is required and does attend to work overtime on a rostered day off as
directed by his/her employer shall be paid a minimum of four hours' pay at the
appropriate rate.
(iii) When overtime
is worked on Saturday and Sunday, the rate for the purpose of this calculation
shall be exclusive of the premium prescribed in subparagraph (3) of paragraph
(b) of subclause (i), of clause 3, Hours.
(iv) An employee
recalled to work overtime after leaving the employer's premises (whether
notified before or after leaving the premises) shall be paid a minimum of four
hours' work at the appropriate overtime rate for each period so recalled. This subclause shall not apply where
overtime is continuous (subject to a reasonable meal break) with the completion
or commencement of ordinary working hours.
(v) It shall be a
condition of employment that employees shall work reasonable overtime to meet
the needs of the industry.
(vi) Overtime work
done on a Sunday shall be paid at the rate of double time, with a minimum of
four hours' pay at such rate.
(vii) Rest periods
after overtime -
(a) 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.
(b) An employee
(other than a casual) 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.
(c) If, on the
instruction 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
shall then 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.
(viii) An employee
required to work overtime by his/her employer shall work such overtime as
required.
(ix) Time off in
lieu - The employer and the employee
may agree to compensate the working of overtime by allowing an equivalent
amount of time off without penalty for actual time worked. The taking of such time off shall be at a
time requested by the employee and acceptable to the employer. Such arrangements shall be indicated in the
time and wages records.
7. Holidays
(i) The following
days will be observed as holidays: New Year's Day, Australia Day, Good Friday,
Easter Monday, Anzac Day, Queen's Birthday, Labour Day, Christmas Day, Boxing
Day, or any days observed in lieu of such days as may be proclaimed as public
holidays for the State and observed as such, and the union picnic day as
observed by The Australasian Meat Industry Employees' Union, New South Wales
Branch. Provided that by agreement between the employer and employee(s) the
above holidays may be substituted for another day off.
(ii) Where an
employee is absent from employment on the working day or part of the working
day before, or the working day or part of the working day after a public
holiday or group of public holidays, without reasonable cause, onus of proof of
which will lie with the employee, the employee shall not be entitled to payment
for the holiday(s) immediately succeeding or immediately preceding the absence.
(iii) Work done on
a holiday shall be paid at the rate of double time and one-half, with a minimum
of four hours' pay at such rate.
8. Meal Break
and Allowance
(i) A day worker
shall be allowed a meal period of not less than thirty minutes or more than
sixty minutes per day.
(ii) Unless
otherwise agreed to between the employer and his/her employees, any employee
called upon to work for more than one and one-half hours after his/her normal
ceasing time, shall be allowed not less than thirty minutes and not more than
one hour for a meal break which shall be taken immediately following such
normal ceasing time.
(iii) Unless
otherwise agreed to between the employer and his/her employees, 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 thirty minutes is allowed.
(iv) Unless
otherwise agreed to, not more than five hours shall be worked without a meal
break. In respect of day workers, such
a meal break shall be not less than thirty minutes nor more than one hour.
(v) Meal periods
for employees may be staggered by the employer to suit the needs of the
business.
(vi) Meal Allowance
- An employee required to work overtime in excess of one and one-half hours
shall be paid the amount as set out in Item 5 of Table 2 - Other Rates and Allowances, of Part B,
Monetary Rates, to provide him/her with a meal and an additional amount for
each further four hours so worked.
However, this allowance shall not be payable where the overtime worked
by day workers is completed by 5.00 p.m.
(vii) By agreement
between the employer and the employee(s) the meal arrangements may be altered
to suit the needs of the business.
9. Engagement
and Termination of Employment
(i) An employee
shall be engaged as a full-time, part-time, casual or seasonal employee. The
employer shall inform each employee at the beginning of employment and before
commencing work whether the employee is a full-time, part-time, casual or
seasonal employee.
(ii) The
engagement of an employee may be terminated only by one week's notice or the
payment or forfeiture, as the case may be, of one week's wages in lieu thereof.
(iii) An employee
shall work as reasonably required and employees shall perform such work as the
employer shall from time to time reasonably require.
(iv) A new employee
will be on a trial period of three months and shall be terminated by two days
notice by either side. Provided that if
the appropriate notice is not given during this period the payment or
forfeiture of two days' wages, depending upon when termination is effected,
will be applied. This subclause shall
not apply to a casual employee.
(v) The employer
shall have the right to deduct payment for any day or portion thereof during
which the employee is stood down as a result of refusal of duty or malingering,
or for any day during which the employee cannot be usefully employed because of
any strike or through any breakdown of machinery or due to any cause for which
the employer cannot reasonably be held responsible.
(vi) The employer
shall have the right 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.
10. Casual,
Part-time and Seasonal Employees
(i) Casual
Employee - The spread of ordinary hours of work shall be the same as those
worked by full-time employees in the establishment concerned or as per the
hours prescribed in clause 3, Hours.
A casual shall be paid one thirty-eighth of the appropriate
weekly wage plus 15 per cent thereof per hour.
(ii) Part-time
Employee -
(a) A part-time
employee shall mean an employee who is employed to work regular days and
regular hours, either of which are less than the number of days or hours worked
by full-time employees employed by the employer. Provided that the ordinary hours of part-timers shall be for not
less than 20 hours nor more than 38 hours in any working week.
(b) Notwithstanding
anything else contained in this award, the provisions of this award with
respect to annual leave, annual leave loading, sick leave, jury service,
bereavement leave, maternity leave and holidays, shall apply to part-time
employees on a proportionate basis.
(c) Notwithstanding
the provisions of this clause, the union and an employer may agree, in writing,
to observe other conditions in order to meet special cases.
(iii) Seasonal
Employee - Shall mean an employee who is engaged on a weekly basis for the
season.
(a) A seasonal
employee's period of employment shall be determined by the employer to meet the
circumstances of the establishment and this agreement shall be in writing. Provided that, to provide for seasonal
fluctuations or circumstances beyond the employer's control, a seasonal
employee may be terminated by the giving of 7 days' notice.
11. Employees'
Protection
(i) Every
employee shall be supplied, according to the nature of his/her work, with
overalls, boots and gloves or, if working in a freezing room, a blanket suit,
gloves, freezer boots and suitable head covering and overalls if
requested. Any dispute as to the
adequacy of clothing supplied to employees working in a freezing room may be
referred to the Industrial Relations Commission of New South Wales for
determination.
(ii) Employees
when overheated from working outside, shall be allowed to cool down before
entering a freezing chamber.
(iii) The employer
shall provide facilities for satisfactory drying of clothes.
(iv) On commencing
work for the day or after any meal break, an inside hand shall be allowed five
minutes in which to dress for this work and such time shall count as time
worked.
(v) No employee
shall be called upon to work in a chamber where the floor is wet or where there
is a serious dripping of moisture from pipes or where a leak of ammonia exists.
12. Mixed
Functions
(i) Should any
employee engaged at a higher paid class of work be transferred temporarily to a
lower paid class of work, he/she shall continue to receive the higher rate
during such transferred temporary employment.
(ii) An employee
who is required to do work carrying a higher rate than his/her ordinary
classification for two hours or more on any day or shift, shall be paid at the
higher rate for the whole of the day or shift.
(iii) Subject to
subclause (ii) of this clause, an employee who, on any day or shift, is
required to do the work of a higher paid classification for at least one hour
shall be paid the rate prescribed for such work whilst so engaged.
(iv) Should holiday
or holidays occur whilst an employee, including a junior, is being paid at a
higher rate of pay, he/she shall be paid for such holidays at the higher 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.
13. Annual Leave
See Annual Holidays
Act 1944.
14. Annual Holiday
Loading
(i) In this
clause the Annual Holidays Act 1944
is referred to as "the Act".
(ii) 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
(vii) of this clause.)
(iii) 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 and this award.
(iv) 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.
(NOTE: See subclause (vi) as to holidays taken wholly or
partly in advance.)
(v) The loading is
the amount payable for the period or the separate period, as the case may be,
stated in subclause (iv) of this clause 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 immediately before
commencing his/her annual holiday.
An employee’s ordinary weekly time rate of pay, however.
shall not include the Saturday and Sunday penalties for ordinary hours wherever
prescribed by the award, nor shall it include any other allowances, penalty
rates, shift allowances, overtime rates, or any other payments prescribed by
this award.
(vi) No loading is
payable to an employee who takes an annual holiday wholly or partly in advance.
However, 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 for such holiday and is
to be calculated in accordance with subclause (v) of this clause applying the
award rates of wages payable on that day.
(vii) 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 employee 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 (v) 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
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.
(viii) (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 (v) of this clause 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.
(ix) This clause
extends to an employee who is given and takes an annual holiday and who would
have worked as a shift worker if he/she had not been on holiday, provided that,
if the amount to which the employee would have been entitled by way of shift
work allowances and weekend penalty rates for the ordinary time (not including
time on a public or special holiday) which the employee would have worked
during the period of the holiday exceeds the loading calculated in accordance
with this clause, then that amount shall be paid to the employee in lieu of the
loading.
15. Sick Leave
(i) An employee
who is absent from work on account of illness or on account of injury by
accident arising out of his/her employment shall be entitled to leave of
absence without deduction of pay under the following conditions and
limitations:
(a) He/she shall
not be entitled to such leave of absence unless employed in the service of the
employer concerned for at least three months immediately prior to such absence.
(b) He/she shall,
within two hours, or as soon as is practicable, of the commencement of such
absence, inform the employer of his/her inability to attend for work and, as
far as practicable, state the nature of the illness or injury and the estimated
duration of the absence.
(c) He/she shall
provide, to the satisfaction of the employer, or, in the event if any dispute,
to the Industrial Relations Commission of New South Wales proof that he/she was
unable, on account of such illness or injury, to attend for work on the day or
days in respect of which such leave is claimed. For the purposes thereof the employer may require an employee to
make a statutory declaration verifying the cause and length of his/her absence.
(d) He/she shall
not be entitled in any one year, except hereafter provided for, to such leave
of absence in excess of -
• 3.5 hours for
each completed month during the first six months of employment;
• 38 hours for
the first year of employment;
• 76 hours for
the second and subsequent years of employment;
• nor to
payment in excess of these hours at ordinary rate.
(e) The right
under this clause shall accumulate from year to year so long as the employment
continues with the employer, so that any part of the 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 continued employment. Any rights which accumulate pursuant to this subclause shall be
available to the employee for an indefinite period from the end of the year in
which they accrued, in addition to the current year's entitlement.
(f) In the case
of an employee who claims to be allowed paid sick leave in accordance with this
clause for an absence of one day only, such employee if in the year he/she
already had been allowed paid sick leave on more than one occasion for one day
only, shall not be entitled to payment for the day claimed unless he/she
produces to the employer a certificate of a duly qualified medical practitioner
that in the medical practitioner's opinion, the employee was unable to attend
for duty on account of personal illness or on account of injury by accident. Nothing in this subclause shall limit the
employer's rights under paragraph (d) of this subclause.
(ii) For the
purpose of paragraph (d) of subclause (i) of this clause an employer may,
within one month of the coming into operation of this award or within two weeks
of an employee entering his/her employment, require an employee to make a
statutory declaration or other written statement as to what leave of absence
without deduction of pay he/she has had from any employer during the then
current year and the employer shall be entitled to rely and to act upon such
statement.
(iii) For the
purpose of this clause, an employer may arrange with the Secretary of the union
for the recognition of a specified date as the commencing date of each year and
when so arranged such date shall be binding for such purpose on the union, the
employer and employees. In the absence
of any such arrangement year shall mean:
(a) in the case of
an employee in the service of an employer on the date of the coming into
operation of this award - a year of service commencing on that date except in
the case where the employer has, before that date, allowed paid sick leave when
it shall mean the year of service then current;
(b) in other cases
- a year of service in the employ of the employer concerned.
16. Personal/Carer's
Leave
(1) Use of Sick
Leave
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (ii) of paragraph (c), who needs the employee's
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in clause 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.
(2) Unpaid Leave
for Family Purpose
(a) An employee
may elect, with the consent of the employer, to take unpaid leave for the
purpose of providing care and support to a member of a class of person set out
in subparagraph (ii) of paragraph (c) of subclause (1) who is ill.
(3) Annual Leave
(a) An employee
may elect with the consent of the employer, subject to the Annual Holidays Act
1944, to take annual leave not exceeding five days in single day periods or
part thereof, in any calendar year at a time or times agreed by the parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
exclusive of any shutdown period provided for elsewhere under this award.
(c) An employee
and employer may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five consecutive annual leave days are
taken.
(4) Time Off in
Lieu of Payment for Overtime
(a) 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 subclause (viii) of
clause 6, Overtime and Sunday, 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.
(5) Make-up Time
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours, and works those hours
at a later time, during the spread of ordinary hours provided in the award, at
the ordinary rate of pay.
(b) An employee on
shift work may elect, with the consent of the employer, to work "make-up
time" (under which the employee takes time off ordinary hours and works
those hours at a later time), at the shift work rate which would have been
applicable to the hours taken off.
17. Long Service
Leave
See Long Service Leave
Act 1955.
18. Rest pause
(i) A rest pause
of fifteen minutes each morning for a day worker or the first part of a shift
in the case of a shift worker, and a rest pause of fifteen minutes in the
afternoon for a day worker, or the second part of the shift in the case of a
shift worker, shall be allowed by an employer.
(ii) A rest pause
shall be taken at times as may be mutually agreed to between the employer and
the union.
(iii) A rest pause
taken in accordance with this clause shall be counted as time worked and paid
for as such.
(iv) An employee
working continuously in a freezing room for a period of one hour shall be
allowed a break of 5 minutes, such break to be counted as time worked and paid
for as such.
19. Payment of
Wages
(i) By agreement
between the employer and the existing employees, wages shall be paid by either
cash, cheque or Electronic Funds Transfer (EFT). Wages shall be paid on a fixed
day each week and shall include all monies up to the finishing time two
weekdays earlier.
(ii) The employer
may vary the pay day around public holidays.
(iii) All new
employees shall, at the discretion of the employer, be paid by EFT, cheque or
cash.
20. Bereavement
Leave
(i) An employee,
other than a casual employee, shall be entitled to two days bereavement leave
without deduction of pay, up to and including the day of the funeral, on each
occasion of the death of a person in Australia as prescribed in subclause (iii)
of this clause.
(ii) The employee
must notify the employer as soon as practicable of the intention to take
bereavement leave and will provide to the satisfaction of the employer proof of
death.
(iii) Bereavement
leave shall be available to the employee in respect to the death of a person
prescribed for the purposes of personal/carer's leave as set out in
subparagraph (ii) of paragraph (c) of subclause (1) of clause 16,
Personal/Carer’s Leave, provided that, for the purpose of bereavement leave,
the employee need not have been responsible for the care of the person
concerned.
(iv) An employee
shall not be entitled to bereavement leave under this clause during any period
in respect of which the employee has been granted other leave.
(v) Bereavement
leave may be taken in conjunction with other leave available under subclauses
(2), (3), (4) and (5) of the said clause 16.
In determining such a request, the employer will give consideration to
the circumstances of the employee and the reasonable operational requirements
of the business.
21. Jury Service
An employee, other than a casual or seasonal employee,
required to stand for jury service during his/her ordinary working hours shall
be reimbursed by the employer an amount equal to the difference between the
amount paid in respect of his/her attendance for such jury service and the
amount of wage he/she would have received in respect of the ordinary time
he/she would have worked had he/she not been on jury service.
An employee shall notify his/her employer as soon as
possible of the date upon which he/she is required to attend for jury
service. Further, he/she shall give
his/her employer proof of his/her attendance, the duration of such attendance
and the amount received in respect of such jury service.
22. Superannuation
(i) Definitions -
(a) "Employee"
shall mean a full-time adult or junior employee who has completed a total of 4
weeks service with the company, or a casual or junior employee with more than
160 ordinary hours service in any one year, and one who is employed under the
terms of an award made by the Industrial Relations Commission of New South
Wales.
NOTE: The provision
in this subclause relating to casuals shall not apply to Streets Ice Cream Pty
Ltd.
(b) "Approved
Scheme" means either:
(1) A registered
company fund, the Trust Deed of which meets the Commonwealth Government
standards for occupational superannuation ("the company Scheme");
(2) The Australian
Retirement Fund (the ARF Scheme);
(3) The Australian
Superannuation Savings Employment Trust (ASSET);
(4) The Meat
Industry Employees Superannuation Fund Pty Ltd.
(c) "Employee's
ordinary weekly earnings" means the award classification rate including
any overaward payment (including supplementary payments), and shiftwork
loadings where applicable. Provided that
it shall not include overtime meal money, occasional bonus payments or any
other ancillary payments of a like nature prescribed by this award.
(ii) Contributions
-
(a) The employer
shall make a superannuation contribution after the qualifying period to an
approved scheme (as defined in subclause (i), Definitions, of this clause) of
an amount equal to 3 per cent of an employee's ordinary weekly earnings on
behalf of each eligible employee.
Payments shall be made in accordance with the fund.
(b) The employer
shall not be required to make contributions for any period in which an eligible
employee is absent on unpaid leave.
(c) Eligible
employees may make contributions in addition to those paid by the employer and
may authorise the employer to pay such contributions into the fund directly
from the employee's wage.
(d) The obligation
of the employer to contribute to the fund in respect of an eligible employee
shall cease on the last day of such employee's employment with the employer.
(iii) Fund Membership
-
(a) An employer
shall apply to the Trustees of the fund to become a participating employer in
the fund.
(b) Each employee
shall, upon the employer being accepted by the Trustees of the fund, make
application to become a member of the fund.
(c) The employer
in consultation with the employees shall reach agreement with the employees as
to which of the available alternative funds shall be applicable.
In the absence of agreement at the plant or in the
operation, as the case may be, the employer will notify the relevant State
branch of The Australasian Meat Industry Employees' Union, New South Wales
Branch, of the fund to operate.
(iv) Refusal of
Employee to Participate in a Fund - An employer shall not be liable to
contribute on behalf of any eligible employee who refuses to sign any
application form as required by the Trust Deed of the fund. Such refusal shall be in writing
notwithstanding that the employee can at any time apply to have contributions
commencing upon becoming a member of the fund.
Provided further that where an eligible employee is a member of The
Australasian Meat Industry Employees' Union, New South Wales Branch, such union
shall be notified of the employee's refusal.
23. Consultative
Mechanism
Each plant or enterprise shall establish a consultative
mechanism and procedure appropriate to its size structure and needs for
consultation and negotiation on matters affecting its efficiency and
productivity.
24. Redundancy
(A) Application -
(i) This clause
shall apply in respect of full-time and part-time persons employed in the
classifications specified by clause 4, Wage Rates.
(ii) This clause
shall apply, in respect of employers who employ more than 15 employees
immediately prior to the termination of employment of employees, in the terms
of paragraph (i) of subclause (D) of this clause.
(iii) Notwithstanding
anything contained elsewhere in this award, this clause shall not apply to
employees with less than one year's continuous service and the general
obligation on employers shall be not more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable employment.
(iv) Notwithstanding
anything contained elsewhere in this award, this clause shall not apply where
employment is terminated as a consequence of conduct that justifies instant
dismissal, including malingering, inefficiency or neglect of duty, or in the
case of casual employees, apprentices or employees engaged for a specific
period of time or for a specified task or tasks or where employment is
terminated due to the ordinary and customary turnover of labour.
(B) Introduction of
Change -
(i) Employer's
Duty to Notify -
(a) Where an
employer has made a definite decision to introduce major changes in production,
program, organisation, structure or technology that are likely to have
significant effect on employees, the employer shall notify the employees who
may be affected by the proposed changes and the union to which they belong.
(b) "Significant
effect" includes termination of employment, major changes in the
composition, operation or size of the employer's workforce or in the skills
required, the elimination or diminution of job opportunities, promotion
opportunities or job tenure, the alteration of hours of work, the need for
retraining or transfer of employees to other work or locations and the
restructuring of jobs.
Provided that where this award makes provision for alteration
of any of the matters referred to herein, an alteration shall be deemed not to
have significant effect.
(ii) Employer's
Duty to Discuss Change -
(a) The employer
shall discuss with the employees affected and the union to which they belong,
inter alia, the introduction of the changes referred to in paragraph (i) of
this subclause, the effects the changes are likely to have on employees and
measures to avert or mitigate the adverse effects of such changes on employees,
and shall give prompt consideration to matters raised by the employees and/or
the union in relation to the changes.
(b) The
discussions shall commence as early as practicable after a definite decision
has been made by the employer to make the changes referred to in the said
paragraph (i).
(c) For the
purposes of such discussions, the employer shall provide to the employees
concerned and the union to which they belong, all relevant information about
the changes, including the nature of the changes proposed, the expected effects
of the changes on the employees and any other matters likely to affect
employees, provided that any employer shall not be required to disclose
confidential information the disclosure of which would adversely affect the
employer.
(C) Redundancy -
(i) Discussions
before Terminations -
(a) Where an
employer has made a definite decision that the employer no longer wishes the
job the employee has been doing to be done by anyone pursuant to subparagraph
(a) of paragraph (i) of subclause (B), 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.
(b) The
discussions shall take place as soon as is practicable after the employer has
made a definite decision which will invoke the provisions of subparagraph (a)
of this paragraph and shall cover, inter alia, any reason for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination on the employees concerned.
(c) For the
purpose of the discussion the employer shall, as soon as practicable, provide
to the employees concerned, and the union to which they belong, all relevant
information about the proposed terminations, including the reasons for the
proposed terminations, the number and categories of employees likely to be
affected, and the number of employees normally employed and the period over
which the terminations are likely to be carried out. Provided that any employer
shall not be required to disclose confidential information the disclosure of
which would adversely affect the employer.
(D) Termination of
Employment-
(i) Notice for
Changes in Production, Program, Organisation or Structure - This paragraph sets
out the notice provisions to be applied to terminations by the employer for
reasons arising from production,
program, organisation or structure, in accordance with subparagraph (a) of
paragraph (i) of subclause (B) of this clause.
(a) In order to
terminate the employment of an employee, the employer shall give the employee
the following notice:
|
Period of continuous service
|
Period of notice
|
|
|
|
|
Less than 1 year
|
1 week
|
|
1 year and less than 3 years
|
2 weeks
|
|
3 years and less than 5 years
|
3 weeks
|
|
5 years and over
|
4 weeks
|
(b) In addition to
the notice above, employees over 45 years of age at the time of the giving of
the notice, with not less than two years' continuous service, shall be entitled
to an additional week's notice.
(c) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be
terminated by part of the period of notice specified and part payment in lieu
thereof.
(ii) 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 (a) of paragraph (i) of subclause (B) of this clause.
(a) In order to
terminate the employment of an employee, the employer shall give to the
employee three months' notice of termination.
(b) Payment in
lieu of 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.
(iii) 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.
(iv) Employee
Leaving during the Notice Period - If
the employment of an employee is terminated
(other than for misconduct) before the notice period expires, the
employee shall be entitled to the same benefits and payments under this clause
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.
(v) Statement of
Employment - The employer shall, upon
receipt of a request from an employee whose employment has been terminated,
provide to the employee a written statement specifying the period of the
employee's employment and the classification of or the type of work performed
by the employee.
(vi) Notice to
Centrelink - Where a decision has been
made to terminate the employment of employees, the employer shall notify the Centrelink 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.
(vii) Centrelink
Separation Certificate - The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
Employment Separation Certificate in the form required by the Centrelink.
(viii) Transfer to
Lower-paid Duties - Where an employee
is transferred to lower-paid duties for reasons set out in subparagraph (a) of
paragraph (i) of subclause (B) of this
clause, the employee shall be entitled to the same period of notice of transfer
as the employee would have been entitled to
if the employee's employment had been terminated, and the employer may, at the employer's option,
make payment in lieu thereof of an amount equal to the difference between the
former ordinary-time rate of pay and
the new ordinary-time rate
for the number of
weeks of notice still owing.
(E) Severance Pay
-
(i) Where the
employment of an employee is to be terminated pursuant to paragraph (i) of
subclause (D) 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:
(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 clause 4, Wages.
(ii) Incapacity to
Pay - Subject to an application by the
employer and further order of the Industrial Relations Commission of New South
Wales, an employer may pay a lesser amount (or no amount) of severance pay than
that contained in paragraph (i) of this subclause.
The Industrial Relations Commission of New South Wales shall
have regard to such financial and other resources of the employer concerned as
the Commission thinks relevant, and the probable effect paying the amount of
severance pay in the said paragraph (i) will have on the employer.
(iii) Alternative
Employment - Subject to an application by the employer and further order of the
Industrial Relations Commission of New South Wales, an employer may pay a
lesser amount (or no amount) of severance pay than that contained in paragraph
(i) of this subclause if the employer obtains acceptable alternative employment
for an employee.
(F) Savings Clause
- Nothing in this clause shall be construed so as to require the reduction or
alteration of more advantageous benefits or conditions which an employee may be
entitled to under any existing redundancy agreement, taken as a whole, between
the union and any employer bound by this award.
25. Grievance
Handing and Dispute Procedure
(i) Procedures
relating to grievances of individual employees:
(a) The employee
is required to notify (in writing or otherwise) the employer as to the
substance of the grievance, request a meeting with the employer for bilateral
discussions and state the remedy sought.
(b) A grievance
must initially be dealt with as close to its source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable
time limits must be allowed for discussion and resolution at higher levels of
authority.
(d) 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.
(e) While a
procedure is being followed, normal work must continue.
(ii) Procedures
Relating to Disputes etc. Between Employers and their Employees
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time limits must be allowed for discussion at each level of authority.
(c) While a
procedure is being followed, normal work must continue.
(d) The employer
may be represented by an industrial organisation of employers and the employees
may be represented by an industrial organisation of employees for the purposes
of each procedure.
26. Area,
Incidence and Duration
This award shall apply to employees of the classifications
specified herein employed in the ice cream manufacturing and/or storage
industry within the Industries and Callings of this award.
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and
rescinds and replaces the Ice Cream Cold Storage (State) Award published 4 December
1992 (272 IG 790), and all variations thereof.
The award published 4 December 1992 took effect from the
beginning of the first pay period to commence on or after 18 October 1991.
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 and from 21 June 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 - Wage Rates
Adult Rates
|
|
Former Rate per week
|
Increase per week
|
Total Rate per week
|
|
|
|
incorporating SWC 2000,
|
|
|
|
|
SWC 1999, SWC 1998,
|
|
|
|
|
SWC 1997 and SWC 1994
|
|
|
|
$
|
$
|
$
|
|
|
|
|
|
|
Gd.1 Trainee
|
370.30
|
75.00
|
445.30
|
|
Gd. 2 General
|
|
|
|
|
Hand
|
|
|
|
|
Order Picker
|
|
|
|
|
Packer/Forklift
|
|
|
|
|
Driver
|
381.60
|
75.00
|
456.60
|
|
|
|
|
|
|
Gd. 3 Turret
|
|
|
|
|
Truck/Crane
|
|
|
|
|
Driver
|
395.40
|
75.00
|
470.40
|
|
Gd. 4 Leading
|
|
|
|
|
Hand
|
409.80
|
75.00
|
484.80
|
|
Gd. 5 Senior
|
|
|
|
|
Leading Hand
|
411.20
|
75.00
|
486.20
|
Table 2 - Other Rates and Allowances
|
Item No
|
Clause No
|
Brief Description
|
Amount ($)
|
|
1
|
3(iii)(d)
|
Afternoon Shift
|
12.55 per shift
|
|
2
|
5(ii)
|
Working in Freezing Room with a temperature -
|
Per hour
|
|
|
|
between 0OC and minus 180C
|
0.94
|
|
3
|
|
between minus 19OC and minus 250C
|
1.02
|
|
4
|
|
between minus 250C and below
|
1.44
|
|
5
|
8(vi)
|
Meal Allowance
|
4.90
|
F. MARKS, J.
____________________
Industries and Callings
Employees in ice manufactories, and in cold storage works or
chambers, persons delivering ice and carters, grooms, stablemen, yardmen, and
drivers of motor or other power-propelled vehicles employed in connection
therewith in the State, excluding the Counties of Northumberland and
Yancowinna;
Excepting -
Engine drivers, firemen, greasers, trimmers, cleaners, and
pumpers, engaged in or about the driving of engines, and electrical crane,
winch and motor drivers;
And excepting also -
Employees at the Council of the City of Sydney and of the
Riverstone Meat
Company Proprietary Limited at Riverstone.
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Printed by the authority of the Industrial Registrar.