CSR LTD TRADING AS THE READYMIX GROUP NEWCASTLE CONCRETE (STATE) AWARD
2000
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Employers First,
industrial organisation of employers for a new award.
(No. IRC 334 of 2001)
|
Before Commissioner Connor
|
9 March 2001
|
AWARD
1. TITLE OF AWARD
This Award shall be known as the CSR LTD T/A THE READYMIX
GROUP NEWCASTLE CONCRETE (STATE) AWARD 2000.
2. ARRANGEMENT
1. TITLE OF AWARD
2. ARRANGEMENT
3. THE ENTERPRISE (S)
4. PARTIES TO THE AWARD
5. RELATIONSHIP TO PARENT AWARDS
6. TERM OF AWARD
7. NO EXTRA CLAIMS
8. REVIEW OF AWARD
9. DRUGS AND ALCOHOL
10. THE FIRST AND SECOND AWARDS
11. AWARENESS TRAINING
12. DISPUTES PROCEDURE
13. TRUCK ALLOCATION
14. COD'S
15. BATCHER TRAINING
16. ADMINISTRATION
17. SICK LEAVE
18. INCOME PROTECTION INSURANCE - PAY DEDUCTION
19. REMUNERATON ADJUSTMENT STAGES
Annexure A
Annexure B
Annexure C
3. THE ENTERPRISE (S)
This Award shall apply at sites operated by CSR Ltd T/A The
Readymix Group Newcastle and Central Coast which are set out in Annexure A in
respect of employees covered by the following awards:
a) Cement
Mixers and Concrete Workers, Central Batch Plants (State) Award.
4. PARTIES TO THE AWARD
This Award shall be binding on:
a) CSR LIMITED
trading as THE READYMIX GROUP Country NSW/ Victoria (Newcastle and Central
Coast) at sites set out in Annexure "A" to this Award (hereafter
"the company").
b) The
Australian Workers Union (AWU) Newcastle and Central Coast Northern Region
Branch.
5. RELATIONSHIP TO PARENT
AWARDS
1. This Award
shall be read and construed in conjunction with the following awards:
a) Cement Mixers
and Concrete Workers, Central Batch Plants (State) Award.
2. Where there
is inconsistency between the awards in 1 above and this award, this award shall
prevail to the extent of the inconsistency.
6. TERM OF AWARD
This Award shall come into operation on and from the first full
pay period to commence on or after 22 February 2001 and shall remain in force
for a term of 2 years.
7. NO EXTRA CLAIMS
Except for general movements in award wages granted by the
Industrial Relations Commission of New South Wales via State Wage Cases that
are not subject to absorption, there shall be no further claims for
remuneration increases during the term of this award.
8. REVIEW OF AWARD
The parties agree to review this award no later than twelve weeks
prior to the end of its term. In the context of this review, the parties shall
examine both the operation of the award and the possibilities of entering into
a further award, based on continuous improvement and other agreed measures.
9. DRUGS AND ALCOHOL
All employees will comply with the company’s policy on drugs
and alcohol.
See Drug and Alcohol Policy attached as Annexure B.
10. THE FIRST AND SECOND
AWARDS
The parties to this award agree that the output and
improvements in productivity and efficiency made from the awards known as
"CSR T/A The Readymix Group - Newcastle Concrete Enterprise Bargaining
Framework (State) Award 1996" (the first award) and "CSR Ltd T/A The
Readymix Group Newcastle Concrete (State) Award 1998" (the second award),
shall be the starting point for further improvements outlined in this award.
Provisions of the first and second awards shall continue to
operate as if they were provisions of this award unless specifically deleted or
varied by this award.
11. AWARENESS TRAINING
All employees covered by this award shall be provided with
general awareness training on enterprise bargaining.
The content and providers of this training shall be mutually
acceptable to the parties to this award.
Wherever practicable awareness training will be conducted in
ordinary time hours.
The company shall pay for the awareness training and
employees shall be paid in accordance with the relevant parent award while
attending such training.
The duration and timing of the training sessions should be
structured so as to minimise their effect on the continuous operation of the
company’s activities and customer service.
12. DISPUTES PROCEDURE
1. 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 (48 hours) must be allowed for discussion at each level 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 it shall be referred
to the Industrial Relations Commission for resolution.
e) While a
procedure is being followed, normal work must continue.
f) The employee
may be represented by an industrial organisation of employees.
2. 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 (48 hours) must be allowed for discussion at each level of
authority.
c) While a
procedure is being followed, normal work must continue.
d) The employee may
be represented by an industrial organisation of employees for the purpose of
each procedure.
13. TRUCK ALLOCATION
The central truck allocation procedures developed, as part
of the first and second awards for the efficient allocation of trucks shall remain.
This procedure shall continue to provide excellent customer service whilst
maximising utilisation of vehicles.
14. COD’s
Batchers shall ensure that they comply with the company
policy regarding cash on delivery sales.
15. BATCHER TRAINING
Employees undertake to co-operate and complete all training
relevant to the performance of their jobs, including revised batcher training.
16 ADMINISTRATION
Batchers shall co-operate with company initiatives to ensure
continuous improvement is maintained in all areas, particularly in minimising
the incidence of pricing errors. A
quarterly audit will provide feedback on areas of administration.
17 SICK LEAVE
A Doctors certificate is to be produced if a sick day is
taken on either side of a long weekend, RDO’s or annual leave.
In the event that CSR identifies individuals with an
absenteeism problem, CSR may require the individuals concerned to produce a
doctors certificate as part of the counselling and disciplinary procedure. In
any event no employee is to take more than two single days absences without
satisfactory proof of illness.
18 INCOME PROTECTION
INSURANCE - PAY DEDUCTION
The company will provide a deduction facility for employees
who wish to take out personal "Employee Income Protection Insurance"
through the Australian Workers Union (Newcastle, Central Coast and Northern
Regions Branch). Premiums deducted on behalf of each employee will be forwarded
to the appropriate institution as advised by the AWU. Authorisation for the
deduction will be required from each individual employee and the company will
not be involved in the arrangement beyond the provision of the deduction
facility as detailed above.
19 REMUNERATION ADJUSTMENT
STAGES
1. Remuneration
is as detailed in Annexure C of this award.
2. This award
shall be divided into two separate stages for remuneration increases:
Stage 1: Upon signature of this award a 4%
increase shall be paid to employees the subject of this award.
Stage 2: 12 months after the payment of Stage 1
above, a further 3% shall be paid to the employees the subject of this
award.
3. Salary
Sacrifice of Superannuation Contributions
a) Remuneration
may be made up entirely of wages or, at the option of an employee (other than a
casual employee) and subject to the employer’s agreement, wages and a
superannuation contribution to the CSR Australian Superannuation Fund (CSR
Super). Wages and Superannuation are
the two components, which will make up remuneration. The sum allocated to each component will be negotiated initially
between the employer and the employee and thereafter renegotiated in accordance
with this clause.
b) Should the
employer make a superannuation contribution in accordance with this clause, it
shall not, to the extent of that contribution, be liable to pay wages to the
employee under this award.
c) The
opportunity for an employee to initially negotiate the components of
remuneration as per a) above shall be in accordance with procedures determined
by the employer and can only be changed in accordance with CSR procedures
during the period specified.
Thereafter, the opportunity to renegotiate with the employer the
components of remuneration as per a) above shall be available once a year at a
time and in accordance with procedures determined by the employer, and can only
be changed in accordance with CSR procedures during the period specified. In the event that changes in legislation,
the Income Tax Assessment Act, tax office rulings or determinations remove or
alter the company’s capacity to maintain the salary sacrificing arrangements
pursuant to this agreement, the company will be entitled to withdraw from these
arrangements by giving notice to each affected employee.
CSR LTD T/A THE READYMIX GROUP NEWCASTLE CONCRETE (STATE)
AWARD 2000
For CSR LIMITED trading as THE
READYMIX GROUP Country NSW/Victoria ______________________________
For The Australian Workers Union Newcastle
and Central Coast Northern Region Branch _______________________________
ANNEXURE "A"
This award shall apply at the following sites:
|
Wyong Concrete Plant
Lot 18 Pavitt Crescent
NORTH WYONG
|
Teralba Concrete Plant
Pitt Street
TERALBA
|
|
Sandgate Laboratory
Mangrove Road
SANDGATE
|
Tighes Hill Concrete Plant
Industrial Drive
TIGHES HILL
|
|
Salamander Bay Concrete Plant
Muller Road
SALAMANDER BAY
|
Raymond Terrace Concrete Plant
Pacific Highway
HEATHERBRAE
|
ANNEXURE "B"
DRUG AND ALCOHOL POLICY
Working while under the influence of Alcohol or other drugs is
an unacceptable safety risk, to you and to the people you work with. You must tell your supervisor if you are
taking any medicine that might affect your ability to drive or operate
machinery.
If you have an accident at work while you are under the influence
of alcohol or drugs, you may not be able to claim for compensation. Any employee who arrives at work under the
influence of alcohol or other drugs, or is found using such drugs, or offering
them to other employees whilst on the job, will be liable for instant
dismissal. If illegal drugs were to be
involved then the company has an obligation to place the matter before the
appropriate legal authorities.
An employee who believes they have a problem with excessive
use of alcohol or other drugs should feel free to raise this in confidence with
their supervisor or manager. The
company will assist in finding appropriate counselling and other support,
through our Employee Assistance Program, to try and help the employee to
overcome the problem.
Brian Halcrow
GENERAL MANAGER
COUNTRY NSW/VICTORIA
ANNEXURE "C"
REMUNERATION RATES and ALLOWANCES
Central Mixers and Concrete Workers Central Batch Plants
(State) Award Classifications
|
GRADE
|
(4% Increase) Stage 1
NEW RATE (per week)
$
|
(3% Increase) Stage 2
NEW RATE (per week)
$
|
|
Grade 1
|
546.35
|
562.74
|
|
Grade 2
|
572.77
|
589.95
|
|
Grade 3
|
611.46
|
629.80
|
|
Grade 3a
|
621.51
|
640.16
|
|
Grade 3b
|
622.38
|
641.05
|
|
Grade 4
|
630.93
|
649.85
|
|
Grade 5
|
630.93
|
649.85
|
|
Grade 5a
|
641.72
|
660.97
|
|
Grade 5b
|
652.01
|
671.57
|
|
Grade 6
|
641.72
|
660.97
|
|
Grade 6a
|
652.01
|
671.57
|
|
Grade 6b
|
666.79
|
686.79
|
|
ALLOWANCES
|
(4% Increase)
Stage 1
NEW RATE
(per week)
$
|
(3% Increase)
Stage 2
NEW RATE
(per week)
$
|
|
Industry Allowance
|
21.34
|
21.98
|
|
Leading Hand Allowance 2-5 people
|
18.24
|
18.79
|
|
Leading Hand Allowance 5-10 people
|
21.09
|
21.72
|
|
Leading Hand Allowance greater than 10 people
|
28.79
|
29.65
|
P. J. CONNOR,
Commissioner.
____________________
Printed by the authority of the Industrial Registrar.