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New South Wales Industrial Relations Commission
(Industrial Gazette)





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CSR LIMITED (TRADING AS) THE READYMIX GROUP - SYDNEY CONSTRUCTION PRODUCTS AND COUNTRY DIVISIONS, QUARRIES ENTERPRISE BARGAINING FRAMEWORK (STATE) AWARD 1994
  
Date04/26/2002
Volume332
Part6
Page No.
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C0911
CategoryAward
Award Code 985  
Date Posted04/24/2002

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(985)

SERIAL C0911

 

CSR LIMITED (TRADING AS) THE READYMIX GROUP - SYDNEY CONSTRUCTION PRODUCTS AND COUNTRY DIVISIONS, QUARRIES ENTERPRISE BARGAINING FRAMEWORK (STATE) AWARD 1994

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(No. IRC 996 of 2001)

 

Before Commissioner Patterson

28 June 2001

 

REVIEWED AWARD

 

 

PART A

 

Arrangement

 

Clause No.          Subject Matter

 

1          Short Title of Award

2          The Enterprise(s)

3          Parties to the Award

4          Relationship to Parent Awards

5          Term of Award

6          No Extra Claims

7          Review of Award

8          Aims and Objectives of the Award

9          Ongoing Recognition and Commitment to Building in Quality

10        Awareness Training

11        Disputes Procedure

12        The Stages of the Framework

13        The Business Units

14        Business Unit Consultative Teams

15        Issues to be Considered by Teams

16        Method of Dealing with Issues

17        Completion of Stage 2

18        Wage Adjustments

19        No Duress

 

PART B - Monetary Rates

 

TABLE 1 - Wage Rates

Annexures A - G

 

 

PART A

 

1.  Short Title of Award

 

This award shall be known as the CSR Readymix Quarries Enterprise Bargaining Framework (State) Award.

 

2.  The Enterprise(S)

 

The award shall apply at all quarrying sites operated by CSR Ltd trading as The Readymix Group - Sydney Construction Products and Country Divisions (as set out in Annexure A) in respect of employees covered by the Quarrying Industry (State) Award.

 

 

3.  Parties to the Award

 

This award shall be binding on:

 

(a)        CSR LIMITED trading as THE READYMIX GROUP at all Sydney Construction Products and Country Divisions Quarrying sites as set out in Annexure "A" to this award (hereafter "the company").

 

(b)        The organisations of employees known as:

 

(i)         Australian Workers’ Union NSW Branch;

(ii)        Federated Clerks Union of Australia (NSW Branch);

(iii)       Metal and Engineering Workers’ Union;

(iv)       Electrical Trades Union of Australia (NSW Branch).

 

(c)        All employees who are engaged in any of the classifications specified in the Quarrying Industry (State) Award.

 

 

4.  Relationship to Parent Awards

 

1.          This award shall be read and construed in conjunction with the parent award referred to as the Quarrying Industry (State) Award.

 

2.          Where there is any inconsistency between the parent award in 1 above and this award, this award shall prevail to the extent of the inconsistency.

 

 

5.  Term of Award

 

1.          This award is made following a review under section 19 of the Industrial Relations Act 1996 and replaces CSR Limited (trading as) The Readymix Group - Sydney Construction Products and Country Divisions, Quarries Enterprise Bargaining Framework (State) Award 1994 published on 7 April 1995 (284 I.G. 1274).

 

2.          The award published on 7 April 1995 took effect from the first full pay period commencing on or after 4 August 1994.

 

3.          This Award has been reviewed 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 NSW on 18 December 1998 (308 I.G. 307).  Any changes arising from the Review take effect on and from 28 June 2001.

 

4.          This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

 

6.  No Extra Claims

 

Except for general movements in award wages granted by the Industrial Relations Commission of New South Wales via State Wage Cases, there shall be no further claims for wage increases during the term of this award, other than those provided for under State Wage Case principles.

 

7.  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.

 

 

8.  Aims and Objectives of the Award

 

1.          Aims

 

The parties to this award are committed to achieving improvements in productivity, efficiency and flexibility which in turn will significantly increase the company's competitiveness and offer secure and worthwhile employment for employees.

 

The company business needs to improve and grow so that it becomes competitive.

 

The company has developed a vision of the type of business it wants and the elements necessary to transfer that vision to a reality.

 

The critical elements are:

 

(a)        A Customer Service Focus

(b)        Safe and Rewarding Work

(c)        Continuous Improvement

(d)        Employee Participation

(e)        A Total Quality Culture

(f)         Improved Competitiveness

 

2.          Objectives:

 

(a)        To create a positive environment to introduce enterprise bargaining into the company's operations.

 

(b)        To provide guidance and increase awareness about the enterprise bargaining process.

 

(c)        To improve the efficiency and productivity of the company by ensuring management and labour practices are more closely attuned to current and future needs and objectives of the company.

 

(d)        To develop an environment of continuous improvement which is conducive to a flexible work organisation able to respond to changing demands in the market place.

 

(e)        To provide a climate for employees to develop a broader range of skills thereby maximising rewards to employees and security of employment.

 

(f)         To benchmark other organisations that are leaders in the field of increased efficiency and productivity and where appropriate utilise this information in implementing change.

 

 

9.  Ongoing Recognition and Commitment to Building in Quality

 

The company has commenced the introduction of Total Quality Management and is committed to the principles of improving the processes we employ.  To obtain the maximum benefits from the continuous improvement program all employees are committed to co-operating with the program and implementing continuous improvement activities. All employees will become familiar with Building in Quality concepts and skills through training and involvement in project work.

 

 

10.  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.

 

 

11.  Disputes Procedure

 

1.          A procedure for the avoidance of industrial disputes and employee grievances shall apply at all sites covered by this award.

 

2.          The objectives of the procedure shall be to promote the resolution of disputes/grievances by measures based on consultation, co-operation and discussion; to reduce the level of industrial confrontation; and to avoid interruption to the performance of work and the consequential loss of production and wages.

 

3.          Any employees or delegates should obtain permission from their manager or supervisor prior to leaving their work station to consult with the employer.  Such permission shall not be unreasonably withheld.

 

All union business, in relation to this procedure, shall be conducted by the employee in the employers time.

 

4.

 

(a)        Procedures relating to grievances of individual employees

 

(i)         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.

 

(ii)        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.

 

(iii)       Reasonable time limits must be allowed for discussion at each level of authority.

 

(iv)      At the conclusion of the discussion, the employer must provide a response to the employee’s grievance, if the matter has not been resolved, including reasons for not implementing any proposed remedy.

 

(v)       While a procedure is being followed, normal work must continue.

 

(vi)      The employee may be represented by an industrial organisation of employees.

 

(b)        Procedures relating to disputes etc. between employers and their employees

 

(i)         A question, dispute or difficulty must initially be dealt with as close to its sources as possible, with graduated steps for further discussion and resolution at higher  levels of authority.

 

(ii)        Reasonable time limits must be allowed for discussion at each level of authority.

 

(iii)       While a procedure is being followed, normal work must continue.

 

(iv)      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.

 

5.          There shall be a commitment by the parties to achieve adherence to this procedure.  This should be facilitated by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute.

 

6.          Sensible time limits shall be allowed for the completion of the various stages of the discussions.  At least seven days should be allowed for all stages of the discussions to be finalised.

 

7.          Emphasis shall be placed on a negotiated settlement.  However, if the negotiation process is exhausted without the dispute being resolved, the parties shall jointly or individually refer the matter to the Industrial Relations Commission of New South Wales for assistance in resolving the dispute.

 

8.          In order to allow for the peaceful resolution of grievances and disputes the parties shall be committed to avoiding industrial action including stoppages of work, lock-outs or any other bans or limitations on the performance of work while the above procedure is being followed.

 

9.          The employer shall ensure that all practices applied during the operation of the procedure are in accordance with their obligations under the Occupational Health and Safety Act 1983 (NSW) and consistent with established custom and practice at the workplace.

 

 

12.  The Stages of the Framework

 

The enterprise bargaining framework comprises two distinct stages:

 

Stage 1

 

This stage is represented by the content of this award and establishes the broad framework, guidelines and administrative matters relevant to the enterprise bargaining process, concluding with the approval of this award the granting of the first stage increase of two percent. This will then be followed by the implementation of Clause 11 "Awareness Training".

 

In addition, the establishment and training of the consultative teams in the business units in accordance with Clause 15 "Business Unit Consultative Teams" and Annexure "G" Guidelines for Consultative Teams.  The parties to this award shall endeavour to complete this stage as soon as possible after the date of registration.

 

Stage 2

 

This stage deals with the implementation of Stage 1 at the various business units, concluding with the identification and implementation of performance indicators, measures and targets and completion of a Continuous Improvement Plan. The parties to this award shall endeavour to complete this stage as soon as possible, after satisfactory completion of Stages 1.

 

 

13.  The Business Units

 

The business units are set out in Annexure "A".

 

 

14.  Business Unit Consultative Teams

 

Each business unit shall establish a consultative team (hereafter the "team") to implement this award and finalise Stage 1 and Stage 2 of this award.  The structure, composition and operation of the consultative teams is attached as Annexure "G".

 

15.  Issues to be Considered By Teams

 

1.          A commitment is given to review the following key result areas in order to establish where appropriate, agreed performance indicators so that productivity and efficiency may be defined and monitored:

 

(a)        Reduction in turnover and absenteeism.

(b)        Reduction in time lost (industrial, accidents).

(c)        Plant and equipment productivity and availability.

(d)        Down time and equipment stoppages.

(e)        Wastage, scrap and rework (including call-backs, call outs etc).

(f)         Teamwork and increased flexibilities.

(g)        Environmental performances.

(h)        Skills and training.

(i)         Production and maintenance costs.

(j)         Product quality and consistency.

(k)        Customer service.

 

2.          A commitment is given to investigate systems of work, to recommend and implement as appropriate productivity and efficiency improvements in relation to:

 

(a)        Management systems

(b)        Quality systems.

(c)        Engineering systems.

(d)        Planning methods.

(e)        Supervisory methods.

(f)         Technical areas.

(g)        Administration systems.

(h)        Trades and Non - Trades areas.

(i)         Production and quarrying areas.

(j)         Job responsibility and performance measurement.

 

3.          In addition, the team shall develop a continuous improvement plan.  The parties agree that the award will not be affected by the development of the Continuous Improvement Plan, provided that award variation may occur to give effect to the Continuous Improvement Plan, when there is agreement between the employer, the employees and the relevant union/s for such an award variation.

 

 

16.  Method of Dealing With Issues

 

1.          Each team must analyse the issues set out in Clause 15.

 

2.          This analysis should be conducted through the following process:

 

(a)        The team should undertake a preliminary analysis of the issues and identify the relevance of the issues to the business unit.

 

(b)        The team should then collect whatever data is relevant to determine the business units performance/position in relation to the issues to be addressed.

 

(c)        Having collated this data the team should document the current performance/position of the business unit (using the form set out in Annexure "D" to this award) and identify key areas for improvement.

 

(d)        The team should then negotiate realistic ways of improving the business unit's performance/position in the immediate to short term and document these changes using the forms set out in Annexure "E" to this award.

 

(e)        By utilising the procedures outlined in subclause 2 of this clause the team shall also develop a program for improving the business unit's performance/position on a longer-term basis which shall be documented using the pro-forma Continuous Improvement Plan set out in Annexure "F" to this award.

 

(f)         The forms from (c), (d) and (e) above must be made available to all employees through the communication procedure.

 

(g)        Proposed changes must be approved at business unit concerned.

 

(h)        Should any changes not be agreed to, the team shall meet to discuss any concerns - step (d), (e), (f) and (g) may then be repeated.

 

 

17.  Completion of Stage 2

 

1.          Having undertaken the process in Clause 17 the team must forward the forms from Clause 17 (c), (d) and (e) to the company office at Parramatta care of the Department of Human Resources and the relevant unions.

 

2.          The parties to this award will then meet to arrange for the forms referred to in the said paragraphs. (c), (d) and (e) to be collated and formally approved either by the Industrial Relations Commission (NSW) or by variation to this award (such choice shall be determined by the company) and for the Stage 2 wage adjustment to be approved, which shall be an increase in the ordinary weekly rate of pay of three percent.

 

3.          Upon approval of the Stage 2 wage adjustment the improvement changes contained in paragraph (d) of subclause (2) of clause 16 shall be implemented and put into practice and ongoing consideration shall be given to the Continuous Improvement Plan.

 

4.          The teams and parties to this award shall endeavour to complete Stage 2 six months from the date of commencement of this award.

 

 

18.  Wage Adjustments

 

The following wage increases shall apply to employees in the classifications covered by the parent award referred to in clause 2, The Enterprise(s).

 

Wage rates at Stage 1, as set out in Column 2 of Table 1 - Wage Rates, of Part B, Monetary Rates, shall take effect from the first pay period to commence on or after 4 August 1994 and shall remain in force for a period of twelve months.

 

Stage 2 wage adjustment of three percent following approval by the Industrial Relations Commission of New South Wales by variation to this award or, by approval of the Commissioner of Enterprise Agreements of New South Wales (such choice shall be determined by the company).

 

 

19.  No Duress

 

No party has entered into this award under duress.

 

 

PART B - Monetary Rates

 

Table 1 - Wage Rates

 

 

 

Classification

Column A Former Base Rate Per Week

$

Column B First Increase 2%

$

Rock Drill Attendant

424.20

432.70

Amenities Attendant

424.20

432.70

Labourer Pick Shovel

424.20

432.70

Fixed Plant Attendant

431.30

439.90

Shot Firer’s Attendant (Greaser, etc)

431.30

439.90

Driver Motor Vehicle Class 1

429.90

438.50

Driver Motor Vehicle Class 3A

441.20

450.00

Driver Motor Vehicle Class 3B

445.20

454.10

Control Room Operator - Grade C

451.30

460.30

Operator, Remote Control Room - Grade B

475.20

484.70

Operator, Remote Control Room - Grade A

485.10

494.80

Weighbridge Operator - Grade B

461.80

471.00

Weighbridge Operator - Grade A

484.10

493.80

Storeman

461.70

470.90

Operator, Mobil Crane up to 5 tonnes

464.70

474.00

Operator, Mobil Crane over 5 tonnes and up to 10 tonnes

475.90

485.40

Operator, Mobil Crane over 10 tonnes and up to 20 tonnes

482.90

492.60

Operator, Mobil Crane over 20 tonnes

488.90

498.70

Operator, Track Mounted or Mobile Air Drill less than 750 cfm

497.00

507.00

Operator, Track Mounted or Mobile Air Drill 750 cfm and over.

507.20

517.30

Operator, Track Mounted or Mobile Hydraulic Drill Less than 95kw

497.00

507.00

Operator, Track Mounted or Mobile Hydraulic Drill 95kw and Over

507.20

517.30

Operator, Suction Dredge

431.00

439.60

Operator, Cutter Suction Dredge

488.90

498.70

Mechanical and Electrical Tradesperson

507.20

517.30

Mechanical and Electrical Tradesperson (Experienced)

527.00

537.50

Mechanical and Electrical Tradesperson Special Class

530.80

541.40

Mechanical and Electrical Tradesperson Special Class (Experienced)

551.30

562.30

Electronics Tradesperson

602.10

614.10

Operator, Tractor: Whilst using power-operated attachments

 

 

Up to 70 bhp

475.90

485.40

Over 70 bhp and up to 139 bhp

482.20

491.80

Over 139 bhp and up to 295 bhp

488.30

498.10

Operator, Tractor, Whilst using power-operated attachments

 

 

Over 295 bhp (working other than hard rock quarry surface)

506.80

516.90

Over 295 bhp (working at hard rock surface)

502.80

512.90

Over 295 bhp and up to 450 bhp (working other than hard rock quarry surface)

502.80

512.90

Over 600 bhp

510.60

520.80

Operator Navvy:

 

 

0.6 cubic meters

488.90

498.70

Over 0.6 cubic meters and up to 1.5 cubic meters

492.50

502.40

Over 1.5 cubic meters and up to 3 cubic meters

501.10

511.10

Over 3 cubic meters and up to 5.3 cubic meters

513.50

523.80

Over 5.3 cubic meters

517.90

528.30

Operator, Plant Used as a Rear, Bottom and/or Side Dump

 

 

12 tonnes and up to 15 tonnes

492.70

502.60

15 tonnes and up to 20 tonnes

497.00

507.00

20 tonnes and up to 25 tonnes

500.30

510.30

25 tonnes and up to 30 tonnes

503.70

513.80

30 tonnes and up to 50 tonnes

507.20

517.30

50 tonnes and up to 75 tonnes

510.60

520.80

75 tonnes and over

513.50

523.80

Shot Filter

507.20

517.30

 

 

Signatures

 

For CSR Ltd T/A The Readymix Group -

 

Sydney Construction Products Division and Country Division

 

For Australian Workers’ Union NSW Branch;

 

For Federated Clerks Union of Australia (NSW Branch);

 

For Metal and Engineering Workers’ Union;

 

For Electrical Trades Union of Australia (NSW Branch)

 

 

 

Annexure A

 

For the purposes of this award the 4 "business units" for the Sydney Construction Products Division shall be:

 

1.          Penrith Quarry located at:

 

(a)        Sheens Lane

off Castlereagh Road

Penrith  2750

 

 

2.          Hardrock Quarries located at:

 

(a)        Prospect Quarry                      (b)        Hornsby Quarry

Old Western Highway                        Quarry Road

Prospect  2149                                      Hornsby  2077

 

(c)        St. Marys

Mamre Road

Erskine Park  2760

 

3.          Sandstone Operations located at:

 

(a)        Sandy Point                             (b)        Mount Hunter

Heathcote Road                                   Burragorang Road

Sandy Point 2171                                 Mount Hunter 2570

 

(c)        Kurrajong

East Kurrajong Road

(Section 2)

East Kurrajong  2758

 

4.          Londonderry Sand located at:

 

(a)        Torkington Road

Londonderry

 

 

ANNEXURE B

 

Summary of Meeting

 

DIVISIONS:

DATE:

TEAM/PROJECT NAME:

NEXT MEETING DATE:

LEADER:

FROM

am/pm

FACILITATOR:

TO

am/pm

TEAM MEMBERS

LOCATION:

APOLOGIES:

OBJECTIVE OF MEETING:

NO.

AGREED ACTION

BY WHOM

BY WHEN

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ANNEXURE C

 

Agenda of Meeting

 

DIVISION:

DATE OF MEETING:

TEAM/PROJECT NAME:

TIME:

LEADER:

FROM

am/pm

TEAM MEMBERS

TO

am/pm

 

LOCATION:

OBJECTIVE OF MEETING:

NO.

ITEM

WHO

TIME

EXPECTED OUTCOME

1

REVIEW THIS AGENDA

 

 

AGREEMENT ON AGENDA

2

REVIEW MINUTES OF LAST MEETING

 

 

ACTIONS COMPLETED OF CARRIED FORWARD.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

DATE, TIME AND LOCATION OF NEXT MEETING:

MEETING EVALUATION:

 

 

ANNEXURE D

 

Business Unit

 

CSR READYMIX:

DIVISION

 

BUSINESS UNIT

 

WHERE WE ARE NOW:

CURRENT PERFORMANCE/POSITION IF THE BUSINESS UNIT

 

ISSUES:

 

 

 

 

 

 

 

 

 

 

 

 

 

ANNEXURE E

 

DIVISION

 

BUSINESS UNIT

 

IMMEDIATE/SHORT TERM IMPROVEMENTS TO BE IMPLEMENTED (Cont.)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ANNEXURE F

 

Continuous Improvement Plan

 

 

DIVISION

 

BUSINESS UNIT

 

 

 

Opportunity For Improvement

Data Collection Required

Improvement Goal

Performance Indicator

 

 

 

 

 

 

 

 

 

 

 

 

 

 

COUNTRY DIVISION

 

For the purposes of this award the 6 "business units" for the Country Division shall be:

 

1.          Northern Rivers Area located at:

 

(a)        Ballina Sand

Barlow Road

Ballina  2478

 

2.          Coffs Harbour Area located at:

 

(a)        Karangi                                     (b)        Boambee

Caramba Road                                      Nth Boambee Road

Karangi  2450                           Boambee  2450

 

3.          Taree Area located at:

 

(a)        Taree (Quarry)

Edinburgh Drive

Taree  2430

 

4.          South Coast Quarrying Operations located at:

 

(a)        Albion Park                              (b)        Marulan

Wollybutt Dr                                        "Johniefields"

Albion Park  2527                                Brayton Road

Marulan West 2580

 

5.          ACT Quarrying Operations located at:

 

(a)        Cooma Road                            (b)        Cootamundra

Queanbeyan 2620                                Gap Hill, PO Box 123

Cootamundra 2590

 

(c)        Tumut                                       (d)        Dungendore

PO Box 311                                           Tarago Road

Tumut  2720                                          Bungendore  2621

 

6.          Western Riverina Area located at:

 

(a)        Bathurst Quarry

Oberon Road

Bathurst  2795

 

(b)        Dubbo                                                   (c)        Griffith Quarry

Sheraton Road                                     Tharbogang  2680

Dubbo  2830

 

 

GUIDELINES FOR CONSULTATIVE TEAMS

 

ANNEXURE "G"

 

COMPOSITION OF THE CONSULTATIVE TEAM

 

1.          The team should have a maximum of six (6) members and should be representative of the business unit concerned.

 

2.          The team must have at least 50% of its members representative of the employees employed in the business unit concerned.

 

3.          The procedures for the election/appointment of company and employee team members should be determined at each business unit.

 

In the determination of the team members consideration should be given to the:

 

(a)        size of the business unit;

(b)        geography of the sites in the business unit;

(c)        different job classifications in the business unit; and

(d)        shift arrangements in the business unit.

 

The company's employee relations representatives and the relevant union officials should be kept advised of developments and shall participate in any discussions as required.

 

 

Term Of Office

 

1.          Members elected or appointed to a team shall hold office for a period of twelve months. It is the responsibility of each team member to attend all team meetings and to represent the views and opinions of those people he or she represents.

 

2.          If a member of the team ceases employment with the company or can no longer fulfil his or her responsibilities, a new election or appointment should be made and an induction briefing should be arranged for the new team member.

 

 

Team Training

 

1.          Once each business unit has established its team, the team shall undertake at least a single day training session which shall concentrate on:

 

(a)        the content and operation of this award;

(b)        the role and operation of the team; and

(c)        basic negotiating skills;

 

with an opportunity to participate in the bargaining process through their representatives on the team.

 

 

Team Meetings

 

1.          Each team shall schedule regular meetings. Such meetings should occur at a time that minimises the disruption to the business units operations but also allows team members to play a focussed and active role in the meetings.

 

2.          Team meetings shall be attended without loss of pay by team members.

 

3.          The team should agree on the standard length of team meetings, however, such length may be varied to suit the circumstances of the business unit.

 

4.          An agreed amount of time should be allowed before and after each team meeting for the company and employee team members to meet separately.

 

The time before the team meeting should be used to prepare for the meeting and the time after the meeting should be used to debrief and evaluate what occurred in the meeting.

 

Team Meetings - Team Leader

 

1.          Each team should elect a team leader. The position of team leader should rotate between a management and employee team member on an agreed basis.

 

2.          It is the team leader's responsibility to ensure that the meeting is run in accordance with the agenda and that each team member is given a reasonable opportunity to express their views during meetings.

 

3.          It is also the team leader's responsibility to ensure that the meeting procedure is fair to all members of the team particularly in relation to the taking of adjournments, time out, stretch breaks, etc.

 

 

Team Meetings - Minutes Taker

 

1.          Each negotiating team shall elect a member for the purpose of recording minutes of each team meeting, preparing and distributing agendas.

 

2.          Minutes should be recorded on a minute sheet as set out in Annexure "B" to this award.

 

3.          Minutes should be agreed to by the negotiating team at the conclusion of each meeting and signed by the minute taker and team leader as a true and correct record of the meeting.

 

 

Team Meetings - Agenda

 

1.          Every team meeting must be structured around an agenda as set out in Annexure "C" to this award.

 

2.          All team members have a right and a responsibility to submit agenda items.

 

3.          The agenda, minutes from the previous meeting and any relevant background material/documentation shall be circulated within a reasonable time but not less than 3 working days prior to team meetings to allow for preparation.

 

 

Team Communication

 

1.          Each team shall establish a procedure for regularly communicating about the team's activities with the employees and management in the business unit.

 

2.          This communication procedure should be serviced to suit the size, number and geography of sites in the business unit concerned.

 

3.          The objective of the communication procedure is to ensure that everyone in the business unit has a good understanding of the teams activities, providing them with an opportunity to participate in the bargaining process through their representatives on the team.

 

 

 

 

R. J. PATTERSON, Commissioner

 

 

 

____________________

 

 

 

Printed by the authority of the Industrial Registrar.

 

 

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