INCITEC LTD NSW MANUFACTURING AWARD 1994
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC 1081 of 2001)
|
Before Commissioner
Patterson
|
3 July 2001
|
REVIEWED AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Title
2. Anti-Discrimination
3. Contract
of Employment
4. Part-time
Employees
5. Casual
Employees
6. Temporary
Employees
7. Wages
8. Superannuation
9. Working
Hours
10. Public
Holidays
11. Annual
Leave
12. Long
Service Leave
13. Sick Leave
14. Carer's
Leave
15. Parental
Leave
16. Bereavement/Compassionate
Leave
17. Jury
Service
18. Workers'
Compensation
19. Safety
20. Dispute
Handling Procedures
21. Redundancy
22. Area,
Incidence and Duration
PART B
MONETARY RATES
Schedule 1
Schedule 2
PART A
1. Title
This award shall be known as the Incitec Ltd N.S.W.
Manufacturing Award 1994.
2.
Anti-Discrimination
The company shall not discriminate on the basis of sex,
marital status, pregnancy, age, race, religion, colour, national origin, impairment
or political conviction.
Entry into the company, selection for specific jobs and
career progression will be determined by personal merit and criteria related to
the effective performance of the job.
(1) 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,
age and responsibilities as a carer.
(2) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award, which, by its terms or operation, has a direct or indirect
discriminatory effect.
(3) 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.
(4) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pays 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 agreement from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
(5) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the 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 the Act affects... any other act or
practice of a body established to propagate religion that conforms to the doctrines
of that 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.''
3. Contract of
Employment
(i) Engagement -
Permanent Employees - Except for part-time, casual and temporary employees,
engagement shall be by the month.
(ii) Termination
of Employment - Subject to the exceptions below, termination of employment
shall require one month's notice on either side, given at any time during the
month, or the payment or forfeiture of one month's salary, as the case may be.
Provided that, by mutual arrangement between the
parties, employees, after having given notice, may leave their employment prior
to the expiration of the notice period and receive salary up to the last day
worked.
(iii) Probationary
Period - The first three months of engagement shall be regarded as the
probationary period. Termination of employment for permanent and part-time
employees during the probationary period shall only require one week's notice
on either side.
(iv) Summary
Dismissal - Notwithstanding the provisions of subclauses (ii) and (iii), the
employer shall have the right to dismiss any employee for serious misconduct,
neglect or refusal of duty, in which case the employee shall be paid up to the
time of dismissal only.
(v) Performance of
Work - Employees will perform all work within their skill and competence,
including work, which is peripheral and incidental to their main task or
function. Further, it is agreed that there will be no demarcations other than
those arising from individual levels of skill, competence and training within
the classification structures set out in enterprise agreements, which shall
operate in conjunction with this award.
4. Part-Time Employees
Employees may be employed part-time in any classification of
work. Part-time employees shall be paid for each hour worked at the appropriate
annual rate for the position, divided by 1983.6.
The provisions of this award in respect to annual leave,
sick leave and holidays shall apply on a pro rata basis to part-time employees.
5. Casual Employees
A casual employee shall be an employee engaged by the hour.
Casual employees shall be paid for each hour worked at the
appropriate annual rate for the position divided by 1983.6.
6. Temporary
Employees
(i) Temporary
employees will be employed by the week. The weekly rate will be determined by
dividing the appropriate annual rate by 52.2.
(ii) The provisions
of this award in respect to annual leave, sick leave and holidays shall apply
on a pro rata basis to temporary employees.
7. Wages
(i) Technicians
will be paid a salary based on individual levels of skill, responsibility,
accountability and knowledge, rather than on the job being carried out at any
given time.
(ii) Plant
technicians at Cockle Creek are paid an annual rate which is inclusive of the
base salary, shift premiums and all allowances and additional payments but
which is exclusive of overtime payments and overtime related allowances.
Annual rates payable are as set out in Part B, Monetary
Rates.
(iii) Process
technicians at Kooragang Island are paid an annual rate which is inclusive of
the base salary, shift premiums and all allowances and additional payments but
which is exclusive of overtime payments and overtime related allowances.
Materials handling technicians at Kooragang Island are
paid an annual rate, which is inclusive of the base salary, shift premiums and
all allowances and additional payments and partially prepaid overtime but which
is exclusive of overtime-related allowances.
Maintenance technicians at Kooragang Island are paid an
annual rate, which is inclusive of base salary, overtime payments and all
allowances.
Annual rates payable for each classification are as set
out in Part B, Monetary Rates.
(iv) Salaries shall
be paid monthly on the fifteenth day of each month into a bank account,
building society or Incitec credit union nominated by each employee.
(v) Where overtime
is payable:
(a) Overtime
commences after the ordinary number of hours scheduled for each day has been
worked.
(b) Overtime will
be paid for day workers at the rate of one and a half times for the first two hours
and double time thereafter, except in the case of a recall to work when the
rate will be double time.
(c) Overtime will
be paid for shift workers at the rate of double time.
(d) An employee
called in to work overtime will be paid for a minimum of four hours work at the
appropriate rate, providing the employee completes the work required.
(e) Where
additional work is identified and notified to an employee, no additional
separate call in is payable.
(f) An employee
called in to work overtime will be paid a telephone allowance and a mileage
allowance as set out in the appropriate schedule for the use of his/her
telephone and own private vehicle where the call in involves an additional
separate journey to and from the site.
(g) An employee
who works overtime or is called in to work will be entitled to a rest period of
ten consecutive hours where the overtime is worked between successive ordinary
working days.
He/she will be entitled to a reasonable rest period at
the end of the work period as agreed by the team where the overtime is worked
on non- ordinary working days.
8. Superannuation
On commencement, each employee (other than a casual or
temporary employee) shall make application to become a member of the Orica
Group Superannuation Fund.
In the case of temporary and casual employees who qualify,
contributions will be made to an approved superannuation fund.
Incitec Limited shall make superannuation contributions to
the fund on behalf of employees at the appropriate rate specified by the
Superannuation Guarantee Legislation.
9. Working Hours
Hours of work will be determined by agreement with a
majority of employees in each section or plant taking due account of the needs
of the business, provided that an average of thirty-eight hours per week will
be worked over a fifty-two week period.
"Day work" means work carried out by employees who
work continuously, except for meal breaks, on any or all of the days of the
week, Monday to Friday.
"Non-continuous shift work" means work carried out
by employees who work on rostered shifts inclusive of crib time and who do not
normally work on weekends or holidays.
"Continuous shift work" means work carried out by
employees who work on consecutive rostered shifts inclusive of crib time and
which operate throughout the twenty-four hours of each day and who normally
work on weekends and holidays.
10. Public Holidays
Public holidays shall be those gazetted as a public holiday
throughout the State of New South Wales. In addition, a picnic day shall be recognised
as a holiday, the date being mutually agreed each year between the parties to
this award.
11. Annual Leave
(i) Annual leave
shall accrue at the rate of 152 hours per year (20 x 7.6-hour days) for day and
non-continuous shift workers.
(ii) Annual leave
shall accrue at the rate of 190 hours per year for continuous shift workers (25
x 7.6-hour days).
(iii) An annual
leave loading of 17.5 per cent shall be paid with the October salary payment
for permanent day and non-continuous shift workers.
(iv) During the
period of leave each employee will receive his/her, normal rate of pay for the
period they would have worked had they not been on leave.
12. Long Service
Leave
Long service leave will be in accordance with the Long Service Leave Act 1955.
13. Sick Leave
Employees will be entitled to sick leave without loss of pay
when they cannot attend for duty due to personal illness or injury.
Satisfactory proof of such illness or injury will be provided if requested. The
parties to this award agree that each individual case will be reviewed as
appropriate.
14. 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 13, 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) 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.
(b) 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.
(c) 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.
(d) 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.
(6) 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.
15. Parental Leave
Maternity leave, paternity leave and adoption leave shall be
available to employees in accordance with Division 1, Part 4 of Chapter 2 of
the Industrial Relations Act 1996.
16.
Bereavement/Compassionate Leave
(a) An employee
may be granted up to two days compassionate leave with pay. The works manager
may use discretion in granting further time.
(b) Bereavement
Leave:
(i) An employee,
other than a casual employee, shall be entitled to up to two days bereavement
leave without deduction of pay, on each occasion of the death of a person as
prescribed in paragraph (iii) of this subclause. The works manager may use
discretion in granting further time.
(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 14A, State
Personal/Carers Leave Case - August 1996, 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), (5) and (6) of the said clause 14A. In determining such a request,
the employer will give consideration to the circumstances of the employee and
the reasonable operational requirements of the business.
17. Jury Service
Paid leave will be granted for jury service as per company
policy.
18. Workers'
Compensation
(i) Workers'
compensation shall be in accordance with the Workers' Compensation Act 1987.
(ii) The company
is committed to the occupational rehabilitation of any injured employee.
The company accepts its responsibility to prevent
injury and illness by providing a safe and healthy working environment and by
promoting the health and safety of employees at all levels.
Workplace based occupational rehabilitation processes
will be commenced as soon as possible after an injury, consistent with medical
judgment.
An early return to work by an injured employee
utilising suitable alternative duties as an integral part of the process will
become normal practice and expectation.
The company will consult with its employees and, where
appropriate, the industrial union representing them to ensure the
rehabilitation program functions effectively.
The company will ensure that participation in a
rehabilitation program will not, of itself, prejudice an injured employee.
19. Safety
The company will provide all appropriate protective clothing
and safety equipment and the employee will use such clothing and equipment in accordance
with the company requirements.
Employees are accountable to work in a safe manner in
accordance with company policy and statutory regulations.
20. Dispute Handling
Procedures
As soon as is practicable after a dispute or claim has arisen,
the employee or group of employees concerned will take the matter up with their
immediate co-ordinator, affording the opportunity to remedy the cause of the
dispute or claim.
Where any such attempt at settlement has failed, or where
the dispute or claim is of such nature that a direct discussion between the
employee and their immediate
Co-ordinator would be inappropriate; the employee/s shall
forthwith take the matter up with the employer or a representative of the
employer. The employee/s may elect to be accompanied by a duly authorised
representative of their union.
The company shall reply within twenty-four hours.
If the matter is not settled it shall be submitted to the
Industrial Relations Commission of New South Wales, which shall endeavour to
resolve the issue between the parties by conciliation.
Without prejudice to any party, work should continue while
the matters in dispute are being dealt with.
In the event of any alleged serious safety issue, the
company shall immediately investigate the allegation in consultation with union
officials and/or the chairperson of the safety committee and/or competent
safety advisers, as agreed between the parties to this award.
21. Redundancy
1. The following
provisions shall apply in the event of Redundancy:
"Redundancy" is defined, as a situation where
the employer no longer wishes the job the employee has been doing to be done by
anyone and this is not due to the ordinary and customary turnover of labour,
and that decision of the employer leads to the termination of employment.
2. Employer
Exempted:
(a) This Schedule
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.
(b) This Schedule
shall not apply to employees engaged as casuals.
3. Transmission
of Business:
(a) Where a business
is transmitted from the employer (in this sub-clause called "the
transmitter") to another employer (in this sub-clause called "the
transmittee") and an employee who at the time of such transmission was an
employee of the transmitter in that business becomes an employee of the
transmittee, the continuity of the employment of the employee shall be deemed
not to have been broken by reason of such transmission;
(b) In this
sub-clause "business" includes trades, process, business or
occupation and includes part of any such business and "transmission"
includes transfer, conveyance, assignment or succession whether by agreement or
by operation of law and "transmitted" has a corresponding meaning.
4. Transfer to
Lower Paid Duties:
Where an employee is transferred to lower paid duties
for reasons set out in Clause 1 of this Schedule, the employee shall be
entitled to the same period of notice of transfer as he or she would have been
entitled to if his or her 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 lower
ordinary time rates for the number of weeks of notice still owing.
5. Redundancy
Payment:
An employee whose employment is terminated for reasons
set out in Clause 1 of this Schedule hereof shall be entitled to the following
amount of severance pay in respect of a continuous period of service.
|
Period of
Continuous Service
|
Severance Pay
|
|
|
Under 45 years of
Age
|
45 Years of Age or
Over
|
|
1 year or less
|
Nil
|
Nil
|
|
1 year and up to the completion of 2 years
|
4 weeks' pay
|
5 weeks' pay
|
|
2 years and up to the completion of 3 years
|
7 weeks' pay
|
8.75 weeks' pay
|
|
3 years and up to the completion of 4 years
|
10 weeks' pay
|
12.5 weeks' pay
|
|
4 years and up to the completion of 5 years
|
12 weeks' pay
|
15 weeks' pay
|
|
5 years and up to the completion of 6 years
|
14 weeks' pay
|
17.5 weeks' pay
|
|
6 years and over
|
16 weeks' pay
|
20 weeks' pay
|
"Weeks' pay" means the ordinary time rate of
pay for the employee concerned.
22. Area, Incidence
and Duration
(a) This award is
made following a review under section 19 of the Industrial Relations Act 1996 and replaces the Incitec Ltd NSW
Manufacturing Award 1994 published 20 January 1995 and all variations thereof.
(b) The award
published 20 January 1995 took effect from the first full pay period to commence
on or after 10 June 1994.
(c) 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 the New South Wales on 18 December 1998 (308 IG 307)
take effect on and from 3 July 2001.
(d) This award
remains in force until varied or rescinded, the period for which it was made
already having expired.
(e) This award
replaces in total the following state awards in relation to employees employed
under this award:
(1) Chemical
Workers (State) Award published 11 May 2001 (324 I.G. 688).
(2) Metal,
Engineering and Associated Industries (State) Award published 8 June 2001 (325
I.G. 209) as varied.
(3) Electricians
(State) Award published 29 June 2001 (325 I.G. 808) as varied.
This award shall apply to employees engaged at the
Incitec Limited Kooragang Island and Cockle Creek works who are members of, or
eligible to be members of, the following unions:
The Australian Workers' Union, New South Wales Branch;
Metal and Engineering Workers' Union;
Electrical Trades Union of Australia, New South Wales
Branch;
PART B
MONETARY RATES
Schedule 1
Cockle Creek:
Plant Technician Classification Structure
(1) Salaries - The
annual rates payable shall be as set out below:
|
Grade
|
Base Salary
|
Stream
|
|
8
|
34,500
|
Grade 3
|
|
|
|
|
|
7
|
33,500
|
Grade 2
|
Grade 3
|
|
Co-ordinator
|
|
|
6
|
31,250
|
Grade 1
|
Grade 2
|
|
|
|
|
5
|
28,500
|
|
Grade 1
|
Grade 3
|
|
|
|
4
|
27,250
|
|
|
|
Grade 3
|
|
|
3
|
26,350
|
|
|
|
|
Grade 3
|
|
2
|
25,200
|
|
|
Grade 2
|
Grade 2
|
Grade2
|
|
1
|
23,850
|
|
|
Grade1
|
Grade1
|
Grade1
|
|
Trainee
|
22,000
|
|
|
|
|
|
|
|
$ Wage Rate /
|
Inst./Elect
|
Trainee Mech.
|
Trainee
|
Trainee
|
Dispatch
|
|
|
Annum
|
Stream
|
Stream
|
Non-Trades
|
Process
|
Stream
|
|
|
|
|
|
|
Stream
|
Stream
|
|
|
(2) Secondary
Skills -
(a) Dispatch
Stream:
(i) Technicians
have access to both Set A and Set B skills.
(ii) Leading Hand
allowance is included in Set B skills.
(b) Process
Stream:
(i) Technicians
have access to Set B skills only.
(ii) Set B skills
are no longer payable on promotion to Coordinator Grade (Grade 7).
(c) Engineering:
(i) Secondary
skills do not apply.
(3) Phone
Allowance - The phone allowance shall be $2.60.
(4) Mileage Allowance
- The mileage allowance shall be $0.47 per kilometre.
(5) Meal Tickets -
The value of a meal ticket shall be $6.50.
(6) Operative Date
- The provisions of Schedule 1 shall become operative from the beginning of the
first pay period to commence on or after 10 June 1994.
Schedule 2
Kooragang Island:
Classification Structures:
(1) Phone
Allowance - The phone allowance shall be $2.60.
(2) Mileage
Allowance - The mileage allowance shall be $0.47 per kilometre.
(3) Meal Tickets -
The value of a meal ticket shall be $6.50.
(4) Call-in
Premium - The call-in premium shall be $5.00.
(5) Operative Date
- The provisions of Schedule 2 shall become operative from the beginning of the
first pay period to commence on or after 10 June 1994.
(6) Salaries -
Division 2 - Ammonia:
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B (200
|
Set C (300
|
Set D (400
|
|
|
|
Points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Coordinator
|
62,860
|
64,680
|
66,500
|
68,320
|
70,140
|
|
Level 3
|
|
|
|
|
|
|
Coordinator
|
53,520
|
55,340
|
57,160
|
58,980
|
60,800
|
|
Level 2
|
|
|
|
|
|
|
Coordinator
|
49,440
|
51,260
|
53,080
|
54,900
|
56,720
|
|
Level 1
|
|
|
|
|
|
|
Snr Process
|
45,990
|
47,810
|
49,630
|
51,450
|
53,270
|
|
Technician
|
|
|
|
|
|
|
Process
|
43,710
|
45,530
|
47,350
|
49,170
|
50,990
|
|
Technician
|
|
|
|
|
|
|
Grade 3
|
|
|
|
|
|
|
Process
|
40,290
|
42,110
|
43,930
|
45,750
|
47,570
|
|
Technician
|
|
|
|
|
|
|
Grade 2
|
|
|
|
|
|
|
Process
|
38,860
|
40,680
|
42,500
|
44,320
|
46,140
|
|
Technician
|
|
|
|
|
|
|
Grade 1
|
|
|
|
|
|
|
Trainee
|
36,040
|
37,770
|
39,490
|
41,220
|
42,950
|
|
Process
|
|
|
|
|
|
|
Technician
|
|
|
|
|
|
Division 3 - Nitrates:
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B (200
|
Set C (300
|
Set D (400
|
|
|
|
points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Coordinator
|
61,656
|
63,443
|
65,230
|
67,017
|
68,803
|
|
Level 3
|
|
|
|
|
|
|
Coordinator
|
52,611
|
54,398
|
56,185
|
57,972
|
59,759
|
|
Level 2
|
|
|
|
|
|
|
Coordinator
|
48,598
|
50,385
|
52,172
|
53,959
|
55,746
|
|
Level 1
|
|
|
|
|
|
|
Snr Process
|
45,210
|
46,997
|
48,784
|
50,570
|
52,357
|
|
Technician
|
|
|
|
|
|
|
Process
|
42,971
|
44,757
|
46,544
|
48,331
|
50,118
|
|
Technician
|
|
|
|
|
|
|
Grade 3
|
|
|
|
|
|
|
Process
|
39,609
|
41,396
|
43,182
|
44,969
|
46,756
|
|
Technician
|
|
|
|
|
|
|
Grade 2
|
|
|
|
|
|
|
Process
|
38,204
|
39,991
|
41,778
|
43,564
|
45,351
|
|
Technician
|
|
|
|
|
|
|
Grade 1
|
|
|
|
|
|
|
Trainee
|
35,396
|
37,093
|
38,785
|
40,472
|
42,154
|
|
Process
|
|
|
|
|
|
|
Technician
|
|
|
|
|
|
Division 4 - Materials Handling:
Day Work Pattern -
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B(200
|
Set C (300
|
Set D (400
|
|
|
|
points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Coordinator 3
|
44,606
|
46,083
|
47,559
|
49,037
|
50,515
|
|
Coordinator 2
|
38,978
|
40,454
|
41,932
|
43,410
|
44,887
|
|
Coordinator 1
|
32,674
|
33,248
|
34,577
|
35,906
|
37,234
|
|
Grade 4
|
29,890
|
31,217
|
32,547
|
33,875
|
35,203
|
|
Grade 3
|
29,085
|
30,415
|
31,743
|
33,071
|
34,399
|
|
Grade 2
|
28,282
|
29,610
|
30,940
|
32,268
|
33,596
|
|
Grade 1
|
27,610
|
28,940
|
30,269
|
31,597
|
32,926
|
|
Trainee
|
26,497
|
27,826
|
29,155
|
30,483
|
31,812
|
Overtime Rate:
|
Trainee Coordinator-
|
Annual Rate x
89.71%
|
(Component: 250 hrs)
|
|
|
1983.6
|
|
|
Coordinator 2 & 3-
|
Annual Rate x
81.42%
|
(Component: 500hrs)
|
|
|
1983.6
|
|
|
Temporary Rate-
|
Annual Rate x
89.71%
|
|
|
52.2
|
|
|
|
|
Casual Rate-
|
Annual Rate x
89.71%
|
|
|
1983.6
|
Shiftwork (7.5%) Pattern -
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B (200
|
Set C (300
|
Set D (400
|
|
|
|
points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Coordinator 3
|
47,929
|
49,517
|
51,106
|
52,694
|
54,282
|
|
Coordinator 2
|
41,870
|
43,467
|
45,056
|
46,645
|
48,232
|
|
Coordinator 1
|
35,054
|
36,514
|
37,974
|
39,434
|
40,894
|
|
Grade 4
|
32,822
|
34,281
|
35,742
|
37,202
|
38,662
|
|
Grade 3
|
31,937
|
33,399
|
34,859
|
36,319
|
37,779
|
|
Grade 2
|
31,055
|
32,516
|
33,976
|
35,436
|
36,895
|
|
Grade 1
|
30,319
|
31,779
|
33,239
|
34,699
|
36,159
|
|
Trainee
|
29,093
|
30,554
|
32,014
|
33,475
|
34,935
|
Overtime Rate:
|
Trainee Coordinator-
|
Annual Rate x
87.90%
|
(Component: 300 hrs)
|
|
|
1983.6
|
|
|
|
|
|
|
Coordinator 2 & 3-
|
Annual Rate x
81.42%
|
(Component: 500hrs)
|
|
|
1983.6
|
|
|
Temporary Rate-
|
Annual Rate x
87.90%
|
|
|
52.2
|
|
|
|
|
Casual Rate-
|
Annual Rate x
87.90%
|
|
|
1983.6
|
Division 5 - Engineering:
Maintenance Technician -
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B (200
|
Set C (300
|
Set D (400
|
|
|
|
points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Maintenance
|
59,199
|
60,379
|
61,559
|
62,739
|
63,919
|
|
Technician
|
|
|
|
|
|
|
Grade 10
|
|
|
|
|
|
|
Maintenance
|
56,506
|
57,686
|
58,866
|
60,045
|
61,225
|
|
Technician
|
|
|
|
|
|
|
Grade 9
|
|
|
|
|
|
|
Maintenance
|
53,818
|
54,997
|
56,177
|
57,357
|
58,537
|
|
Technician
|
|
|
|
|
|
|
Grade 8
|
|
|
|
|
|
|
Maintenance
|
52,202
|
53,382
|
54,562
|
55,742
|
56,922
|
|
Technician
|
|
|
|
|
|
|
Grade 7
|
|
|
|
|
|
|
Maintenance
|
47,359
|
48,539
|
49,719
|
50,899
|
52,079
|
|
Technician Grade 6
|
|
|
|
|
|
|
Maintenance
|
45,207
|
46,387
|
47,566
|
48,746
|
49,926
|
|
Technician
|
|
|
|
|
|
|
Grade 5
|
|
|
|
|
|
|
Maintenance
|
43,602
|
44,782
|
45,962
|
47,142
|
48,322
|
|
Technician
|
|
|
|
|
|
|
Grade 4
|
|
|
|
|
|
|
Maintenance
|
41,978
|
43,158
|
44,337
|
45,517
|
46,697
|
|
Technician
|
|
|
|
|
|
|
Grade 3
|
|
|
|
|
|
|
Maintenance
|
37,672
|
38,852
|
40,032
|
41,212
|
42,392
|
|
Technician
|
|
|
|
|
|
|
Grade 2
|
|
|
|
|
|
|
Maintenance
|
33,917
|
35,084
|
36,264
|
37,444
|
38,624
|
|
Technician
|
|
|
|
|
|
|
Grade 1
|
|
|
|
|
|
Shiftwork (5.0%) Pattern:
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B (200
|
Set C (300
|
Set D (400
|
|
|
|
points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Coordinator 3
|
44,011
|
45,468
|
46,926
|
48,384
|
49,841
|
|
Coordinator 2
|
38,459
|
39,915
|
41,373
|
42,831
|
44,289
|
|
Coordinator 1
|
32,758
|
34,120
|
35,485
|
36,849
|
38,213
|
|
Grade 4
|
30,673
|
32,038
|
33,401
|
34,765
|
36,128
|
|
Grade 3
|
29,847
|
31,212
|
32,577
|
33,941
|
35,303
|
|
Grade 2
|
29,023
|
30,388
|
31,751
|
33,114
|
34,478
|
|
Grade 1
|
28,335
|
29,699
|
31,063
|
32,427
|
33,791
|
|
Trainee
|
27,191
|
28,556
|
29,920
|
31,296
|
32,648
|
Overtime Rate:
|
Trainee Coordinator-
|
Annual Rate x
90.93%
|
(Component: 200 hrs)
|
|
|
1983.6
|
|
|
|
|
|
|
Coordinator 2 & 3-
|
Annual Rate x
85.11%
|
(Component: 350hrs)
|
|
|
1983.6
|
|
|
Temporary Rate-
|
Annual Rate x
90.93%
|
|
|
52.2
|
|
|
|
|
Casual Rate-
|
Annual Rate x
90.93%
|
|
|
1983.6
|
Shiftwork (55.79%) Pattern -
|
Grade
|
Salary
|
|
|
Base
|
Set A (100
|
Set B(200
|
Set C (300
|
Set D (400
|
|
|
|
points or more)
|
points or more)
|
points or more)
|
points or more)
|
|
|
|
|
|
|
|
|
Coordinator 3
|
62,302
|
64,369
|
66,436
|
68,503
|
70,570
|
|
Coordinator 2
|
54,426
|
56,493
|
58,560
|
60,629
|
62,696
|
|
Coordinator 1
|
47,168
|
49,136
|
51,105
|
53,075
|
55,045
|
|
Grade 4
|
44,159
|
46,127
|
48,097
|
50,064
|
52,712
|
|
Grade 3
|
42,965
|
44,937
|
46,905
|
48,874
|
55,842
|
|
Grade 2
|
41,778
|
43,745
|
45,715
|
47,682
|
49,652
|
|
Grade 1
|
40,782
|
42,750
|
44,720
|
46,690
|
48,659
|
|
Trainee
|
39,131
|
41,102
|
43,071
|
45,052
|
47,009
|
Overtime Rate:
|
Trainee Coordinator-
|
Annual Rate x
93.40%
|
(Component: 200 hrs)
|
|
|
1983.6
|
|
|
|
|
|
|
Coordinator 2 & 3-
|
Annual Rate x
88.98%
|
(Component: 350hrs)
|
|
|
1983.6
|
|
|
Temporary Rate-
|
Annual Rate x
93.40%
|
|
|
52.2
|
|
|
|
|
Casual Rate-
|
Annual Rate x
93.40%
|
|
|
1983.6
|
Apprentices -
|
Year
|
Salary
|
|
|
|
|
First
|
11,371
|
|
|
|
|
Second
|
14,214
|
|
|
|
|
Third
|
19,900
|
|
|
|
|
Fourth
|
22,742
|
R. J. PATTERSON, Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.