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NSW METSERV AUSTRALASIA PTY LTD BRIQUETTING PLANT INDUSTRIAL RELATIONS AWARD
  
Date03/25/2004
Volume343
Part10
Page No.
DescriptionAIRC - Award of Industrial Relations Commission
Publication No.C1978
CategoryAward
Award Code 1691  
Date Posted03/25/2004

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(1691)

SERIAL C1978

 

NSW METSERV AUSTRALASIA PTY LTD BRIQUETTING PLANT INDUSTRIAL RELATIONS AWARD

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by MetServ Australasia Pty Limited.

 

(No. IRC 690 of 2003)

 

Before Commissioner Connor

28 February 2003

 

AWARD

 

Clause No.          Subject Matter

 

1.         Introduction

1.1        Title

1.2        Purpose

1.3        Duress

1.4        Commencement and Term of the Award

2.         Employment Conditions

2.1        Contract of Employment

2.2        Letter of Appointment

2.3        Part Time Employees

2.4        Casual/Fixed Term Employees

2.5        Payment of Wages

2.6        Clothing Issue

2.7        Requirement to Work in Accordance with the needs of the Business

2.8        Termination

3.         Hours of Work

3.1        Ordinary Working

3.2        Overtime

3.3        Transfer between Day Work, Shift Work and Rosters

3.4        Meal Times

4.         Rates of Pay

4.1        Wages and Classifications

4.2        Meal Allowances

4.3        Superannuation

4.4        Bonus Payments

5.         Leave

5.1        Annual Leave and Loading

5.2        Public Holidays

5.3        Days Added to the Period of Annual Leave or Long Service Leave

5.4        Long Service Leave

5.5        Parental Leave

5.6        Sick Leave

5.7        Compassionate Leave

5.8        Community Service

6.         Disciplinary Policy

6.1        Objectives of the Disciplinary Policy

6.2        Employees rights to have a witness present at an interview

6.3        Stages of Discipline

6.4        Repetition of Misdemeanour

6.5        Avoidance of Disputes

6.6        Degree of Discipline

6.7        Employee Assistance Scheme

7.         Training and flexibility

7.1        Training Provisions

8.         Occupational Health & Safety

9.         Continuity of Production and Procedure for Resolving Issues and differences

9.1        Procedure for Resolving Disputes

10.       Essential Services Dispensation

11.       Site Employee Representative

11.1      Rights of Entry

11.2      Union Delegates

11.3      Participation and Communication

12.       No Extra Claims

13.       Appendices

 

Appendix 1 - Offer of Employment

Appendix 2 - Rates of Pay

Appendix 3 - Pay Allowances

 

1.  Introduction

 

1.1        Title

 

This award shall be known as the NSW MetServ Australasia Pty Ltd Briquetting Plant Industrial Relations Award.

 

1.2        Purpose

 

The purpose of this award is to regulate the conditions of employment and to describe the enterprise agreements, which will exist between MetServ Australasia Proprietary Limited ("the Company") and the Australian Workers Union, New South Wales (AWU) ("the Union") at its operations located within the BHP Port Kembla Steelworks, Port Kembla.

 

This award shall apply to Briquetting Plant employees of MetServ Australasia Proprietary Limited at Port Kembla in the classifications contained herein.

 

1.3        Duress

 

This Award has not been entered into under duress from any parties associated with it.

 

1.4        Commencement and Term of the Award

 

The Award shall come into force and shall apply for a period of one (1) year from that date of formal commissioning and practical acceptance of the Briquetting Plant.  There shall be an automatic extension of the term for one (1) more year, unless either party expresses it’s written desire to terminate the agreement at the end of one (1) year within three (3) months of the termination.

 

2.  Employment Conditions

 

2.1        Contract Of Employment

 

(i)         Employment shall be on a weekly basis.

 

(ii)        Permanent employment of new employees shall be for a probationary period of thirteen weeks service. Should it be decided that the performance is unsatisfactory, then following discussions with a union representative, the employment of the probationary employee may be terminated on completion of the thirteen-week trial. Management will always have the right to terminate an employee for serious breach of rules or policies in consultation with the relevant Team.

 

(iii)       Subject to Company Disciplinary Procedures, Section 6, employment shall be terminated by a weeks notice on either side, given at any time during the week, or by the payment or forfeiture of a week’s wages, as the case may be. Where an employee has been given notice by the Company, he shall, upon request, be granted leave or absence without pay for one day or shift during the period of notice in order to look for alternative employment.

 

(iv)       Any employee taking unauthorised absence from duty shall not be paid for the actual time of such non-attendance and may be subject to further disciplinary action after consultation with the Union Representatives.

 

(v)        The obligations of the Company and employees to customers and their employees must be respected by ensuring actions of the company or employees do not adversely affect customers.

 

(vi)       While workplace change, new technologies and changes in operations will be ongoing every opportunity will be taken to effect changes through voluntary means and natural attrition. Should this not be possible then both parties shall enter into further discussions with a view of resolving the situation to the satisfaction of both parties.

 

2.2        Letter Of Appointment

 

(a)        Prior to joining the Company, each successful applicant will receive a letter "Offer of Employment"’ as per Appendix 1 setting out the Conditions of Employment.

 

(b)        Upon agreement of the conditions and requirements of employment, indicated by signature of the applicant on the Offer of Employment and return to the Company, and on completion of a satisfactory Medical Examination and satisfactory references the prospective candidate will be appointed.

 

2.3        Part Time Employment

 

Part time employees may be engaged to the needs of the business on an ongoing basis for a period of between 15 hours per week but less than 38 hours per week. Part-time employees will be eligible for the entitlements provided in this Award on a pro rata basis. If work practices are to be substantially changed due to this practice, there shall be consultation between parties.

 

2.4        Casual/Fixed Term Employees

 

(i)         Casual employees may be employed from time to time to satisfy fluctuating short-term requirements in manpower and are those employees expressly engaged as such and for whom the contract of hiring shall be deemed to be hiring by the hour. Casual employees may also be hired for fixed terms to be clearly stated in the Offer of Employment. If work practices are to be substantially changed due to this practice, there will be consultation between the parties.

 

(ii)        For working ordinary time, a casual employee shall be paid per hour 1/38th of the appropriate weekly wage prescribed for the work which they perform plus a 25% loading. The 25% loading incorporates Sick Leave, Annual Leave, Rostered Days Off (RDO) and all other forms of Leave, and Public Holiday allowances.

 

There shall be a minimum engagement of eight hours for a casual employee.

 

The following terms and benefits will not apply to a casual employee: Termination, Sick Leave and Superannuation. Casual workers will be paid the Superannuation Guarantee Levy as required by law.

 

(iii)       A fixed term employee means an employee engaged and paid as a full time employee on a weekly basis for a defined period of employment as defined in Appendix 1. The employee should also sign an offer of employment (Fixed Term) attached as in Appendix 1.

 

(iv)       At the time of engagement a fixed term employee will be notified in writing that the engagement is on a casual basis.

 

(v)        No term employee may be engaged for more than two consecutive terms, which can be a maximum period of three months and nine months respectively. If work continues for which the term employee was engaged after the two terms then the employee will be engaged permanently.  No other term or casual employee may be engaged to continue with such similar work.

 

(vi)       During any terms of employment casual and term employees will be subject to regular performance appraisals and may be terminated due to poor or unacceptable performance after consultation with the Union Representatives.

 

2.5        Payment Of Wages

 

(i)         All employees will be paid by means of Electronic Funds Transfer into a nominated Bank or Credit Union account.

 

(ii)        Funds shall be deposited weekly into employees’ accounts by Thursday of the following week except in circumstances beyond the Company’s control.

 

(iii)       Prior to or on the nominated payday, each employee will be provided with written advice detailing hours worked, all monies earned and all deductions taken on behalf of the employee and any other information as may be considered relevant.

 

(iv)       Pay adjustments will be made within the following week of notification and approval.

 

2.6        Clothing Issue

 

The Company recognises the need to supply employees with a suitable uniform to meet the safety standards of the workplace and Government Legislation.

 

The OH&S Committee and the Company will determine guidelines for the type and issue of clothing.

 

Employees will be entitled to two clothing issues per annum, one in winter, the other in summer.

 

2.7        Requirement To Work In Accordance With The Needs Of The Enterprise

 

For the purpose of meeting the needs of the enterprise, the employer may require an employee to work a reasonable amount of overtime, including work on Saturdays, Sundays and holidays at the rate prescribed by this award and unless reasonable excuse exists, the employees shall work in accordance with such requirement.

 

2.8        Security Of Employment

 

(i)         The Company Policy is to encourage employees to continue working unless the employee suffers from disablement.

 

At the time of retirement, the following conditions are to apply:

 

Payment of Superannuation Benefits accrued.

 

Payment of accrued Long Service Leave.

 

Payment of any accrued Leave entitlements.

 

Payment of all accrued Sick Leave.

 

(ii)        It is proposed that through the limited use of casuals, significant fluctuations in numbers of permanent employees will be limited during the life of this Award.

 

(iii)       Security of employment is important for improving working relationships, trust and cooperation with change. An environment where everyone is working in fear of losing their employment is not desirable. An environment where people focus on doing their jobs safely and well, implementing improvement actions, adapting swiftly to change and caring for the business is preferred. Real employment security will only be achieved by successful business performance. Working together in implementing change and improvement, will maximise the security for everyone.

 

(iv)       The Company does not presently foresee any forced retrenchments during the life of this Award. However, should retrenchments become necessary then an employee will receive:

 

(a)        Four weeks pay plus 10 weeks additional compensation, as defined in Clause 4.1, Wages and Classifications.

 

(b)       2.5 week’s pay, as defined in 4.1 Wages and Classifications, for each year of continuous service.

 

(c)        This scheme has a maximum of 52 weeks pay.

 

(d)       In addition the employee will receive all accrued sick leave.

 

(e)        In addition the employee is entitled to receive the following accrued entitlements:

 

Payment of Superannuation Benefits Accrued

 

Payment of accrued Long Service Leave

 

Payment of any accrued Annual Leave entitlements

 

(v)        While workplace change, new technologies and changes in operations will be ongoing every opportunity will be taken to effect changes through voluntary means and natural attrition. Should this not be possible then both parties shall enter into further discussions with a view of resolving the situation to the satisfaction of both parties.

 

3.  Hours of Work

 

3.1        Ordinary Working Hours

 

(i)         The ordinary hours of work for all employees shall not exceed 8 hours per day or 38 hours per week, or 152 hours per four weeks, and such hours shall be worked between 0:00 hours of Monday and 24:00 on Friday in any week.

 

(ii)        The pattern of working hours will be determined once the design and the process flow for the plant have been finalised. In the event that the Company introduces 7-day shift work an agreement will be reached between the company and the workplace.

 

(iii)       The starting and finishing times of ordinary work and shifts shall be determined by the Company taking into account the needs of the client and may be varied following consultation with employee representatives, with adequate notice to employees.

 

(iv)       All employees will be expected to effect "hot seat changeover", remaining at their place of work until a relief arrives or a suitable arrangement can be met between the parties.

 

3.2        Overtime

 

(i)

 

(a)        "Overtime" is work performed in excess of or outside the ordinary working hours and times prescribed by Clause 3.1. and shall be paid at the rate of time and one half for the first two hours and at the rate of double time thereafter.

 

(b)       Except in the case of urgent breakdown work necessary to secure an immediate resumption of operations, overtime shall be paid for all time worked by day workers in excess of five hours without a meal break.

 

(c)        Overtime shall be paid for Shift workers at the rate of time and one half for the first two hours and at the rate of double time thereafter for all time worked:

 

(i)         In excess of the ordinary working shift hours prescribed by this award; or

 

(ii)        On more than eleven shifts in twelve consecutive days; or

 

(iii)       On a rostered shift off: or

 

(iv)       In excess of five and one half hours without a Crib break.

 

(ii)        Where overtime is scheduled on Roster days, and an agreement has been reached to work such overtime:

 

(a)        If employees are unavailable to work for personal or other than sickness reasons they must give reasonable notice to their Supervisor of this unavailability.

 

(iii)

 

(a)        Overtime is not payable when time is worked by arrangement between the employees themselves. Employees wishing to change their rostered working hours or exchange with other employees must advise the Company beforehand.

 

(b)       Overtime is not payable for the purpose of affecting the customary rotation of shifts.

 

(iv)       Employees recalled to work overtime after leaving the place of work whether notified before or after leaving the premises; or required to report and who do report for overtime on a public holiday or a day other than an ordinary working day including rostered days off shall be paid for a minimum period of four (4) hours at the appropriate rate for each such occasion, unless the period to be paid overlaps with a rostered shift.  Overtime call outs within 2 hours of normal rostered shifts will be paid at double time for that period or the person may choose to work his normal shift hours from the commencement of the call out at the normal shift rate.

 

(v)        Overtime work is not a right or privilege of individuals or groups and, when offering overtime, preference may be given to employees working that function, and then to other employees with necessary skills and training on a fair and equitable basis.

 

(vi)       When overtime work is necessary, wherever practicable, it shall be arranged that employees have at least eight consecutive hours off duty between the work of successive days. An employee who works overtime such that they do not get eight successive hours off between working days shall, subject to this Clause, be released after completion of such overtime until they have had eight hours off duty without loss of pay for ordinary working time during such absence.  No more than 16 consecutive hours shall be worked at any one time.

 

If, on instruction from the Company, an employee resumes or continues working without eight consecutive hours off duty, he/her shall be paid at double rates until released from duty and then be entitled to be absent until having eight consecutive hours off duty, without loss of pay, for ordinary working time during such a period.

 

(vii)      Where an employee has transferred from one system of work to another system of work upon instruction from the Company then that employee shall be paid at overtime rates for any shift upon which they are employed as a shift worker in respect of which they have not been given 48 hours notice.

 

3.3        Transfer Between Day Work, Shift Work And Rosters

 

(i)         For the purpose of meeting the needs of the industry, the Company may require any employee to transfer from one system of work to another system of work prescribed by this Award at the rate applicable thereto and, unless reasonable cause exists, an employee shall transfer in accordance with such requirement.

 

(ii)        Day workers may be employed as and become shift workers for a period of not less than five shifts when the fifth shift is their 38-hour week rostered off shift and shall be paid accordingly.

 

Provided that an employee shall at overtime rates for any shift upon which an employee is employed as a shift worker under this Clause in respect of which they have not been given at least 48 hours’ notice.

 

(iii)       A shift worker who is required to work on a shift other than the shift on which the employee would ordinarily have been rostered shall be paid at overtime rates for any such shift in respect of which they have not been given at least 48 hours’ notice. This will not apply where the employee reverts to their normal shift pattern or where employees change shifts at their own request.

 

3.4        Meal Times

 

(a)        Day/Afternoon/Night rotating shift employees on 8 hour shifts will be given a 20 minute paid meal break to be taken within 5 hours of starting work and at a time convenient to maintain production.

 

(b)        Day Shift employees shall be allowed a non-paid 30-minute meal break to be taken within 5 hours of starting work.

 

(c)        All employees will be permitted a 10 minute tea break two hours after starting work and two hours after the meal breaks described in 3.4 (a) and (b) above, providing production is not interrupted by the tea break.

 

(d)        The breaks should be arranged so that they are taken at regular intervals at a time to best suit the needs of the business.

 

4.  Rates of Pay

 

4.1        Wages And Classifications

 

Rates of pay have been set with regard to the nature and location of the work, working arrangements, qualifications and skill level required, and includes compensation for any special disabilities, conditions and responsibilities associated with the work, including consideration of climatic work related factors, and the supply of tools, equipment and clothing. Rates of pay are total and inclusive, not subject to rates or allowances other than defined in this Award.

 

An employee who is required to do work carrying a higher rate than the employees’ 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.

 

It is requirement that employees gain a WorkCover Competency certificate where applicable but in all cases a MetServ Australasia Competent Certificate to receive payment for that skill.  Provided employees fully satisfy all requirements of the Competency test then there should be no restriction to issuing of a Certificate.

 

It is a requirement for payment that employees are willing to use all skills for which they are recognised and paid, at any time for the needs of the team and business.

 

Prior to the commencement of the plant the Company will go through a rigorous recruitment process to select employees capable of obtaining Production Operators Levels 1 & 2.

 

Progression from Level 1 to 2 will only be done by appointment by the Company based on the needs of the business.

 

An Employee at Production Level 1, who does not have a Trade background, can still be considered for progression to PE Level 2 after the successful commissioning of the Briquetting Plant. Progression will be by appointment by the Company based on the needs of the business and the skills exhibited by the Employee.

 

Production Employee Entry Level

 

An employee who in commencing with the Company and has not obtained the skills stated in, "Production Employee Levels 1 & 2".

 

If the plant is not commissioned and running within one month the employee will undergo a competency test to ascertain the employees suitability for PEG1.

 

If the plant is commissioned and running the employee can undergo a competency test to ascertain the employees suitability for PEG1 after two (2) weeks.

 

Production Employee Grade 1

 

Shall mean a multi-skilled employee capable and competent of performing and willing to use all skills in Process, Servicing and Maintaining the Briquetting Plant.

 

The employee must be proficient in the following categories, Operations of the Dewatering and Briquetting Plant equipment, Loader operations and simple maintenance tasks such as, replacing hoses, adjusting pump glands, inspection of equipment and changing filters.

 

Production Employee Grade 2

 

Shall mean a multi-skilled employee capable and competent of performing and willing to use all skills in Process, Servicing and Maintaining at Production Employee Level 1.

 

The employee must possess a Mechanical or Electrical Trade Certificate (TAFE or Equivalent), BHP and MetServ Site Inductions, BHP Levels 1 & 2 Lockout and Isolation Procedures.

 

The employee must have either been exposed to a range of Leadership Development skills or willing to participate in the development of these skills.

 

The employee must develop skills around the management and leadership of Safety, Environment and Quality critical components of the Operation of the Plant.

 

The employee must be capable of performing, instructing or leading the maintenance of the Briquetting Plant equipment. Maintenance will include the above-mentioned skills in PE Grade 1, plus more complex tasks such as changing components, tracking conveyors, oxy cutting and welding, basic lifting skills, process adjustments and calibration of equipment.

 

The Employee must obtain the MetServ ATW Training, and must be willing and able to fore fill the role as the Company Representative in this process.

 

The Union reserves the right after 12 months of Operations to assess the appropriateness of the classifications with the Company.

 

4.2        Meal Allowances

 

Employees required to work overtime for more than one and a half hours after the ordinary cessation of shifts without having been notified 24 hours prior to the day of the requirement to work shall be provided with a meal by the employer or paid as defined in Sub Clause 3.4, Meal Times.

 

If an employee, pursuant to notice, has provided a meal and is not required to work overtime or is required to work for less than one-and-a-half hours, the employee shall be recompensed suitably to a maximum value as defined in Sub Clause 3.4, Meal Times for a meal which they have provided.

 

4.3        Tool Allowance

 

(i)         If a Tradesperson Classification is required in this Award they shall be paid an allowance as defined in Appendix 3, Pay Allowances for supplying and maintaining tools ordinarily required in the performance of their work as tradesmen. The allowance shall apply for all purposes of this Award.  Any tool replacements shall be made promptly.

 

(ii)        If the Company should decide to provide all tools ordinarily required by tradesmen in the performance of their work, the Company may continue that practice and, in that event, the allowance prescribed above shall not apply.

 

4. 4       Superannuation

 

(i)         The employer shall contribute to a superannuation fund, which complies with the Superannuation Guarantee Charge legislation on behalf of each eligible employee a superannuation contribution equivalent to not less than seven percent of such eligible employee’s ordinary time earnings.

 

The MetServ Australasia Pty Limited Superannuation Plan has been established with AMP Society to provide Death and Disablement and Retirement benefits for all permanent full-time employees of the Company.  The Plan is an Accumulation Plan and contributions are invested in the AMP Society’s Capital Guaranteed Fund.

 

Employees may request to alternatively join a Superannuation Plan nominated and agreed to by the Union, and such request shall not be unreasonably withheld.

 

(ii)        The contributions of the Members of the Plan and the Company are shown below:

 

Employee Who Choses To Contribute

Company Contributes

 

 

3%

11%

4%

13%

5%

15%

 

The contributions of the employees and the Company will be based on the defined Wage which is the Weekly Wage rates as defined in Clause 4. Rates of Pay, plus the additional pays shown below:

 

Defined

=

Basic Weekly

+

Productivity

+

Shift

+

Saturday

+

Sunday

Wage

 

Wage

 

Bonus*

 

Allowance

 

Penalty

 

Penalty

 

* When paid

 

(iii)       Agreement for Alternative Remuneration Arrangement

 

(a)        Despite any other provisions of this Award, for the purpose of calculating ordinary time earnings, the rate of pay per week described in Clause 4, Rates of Pay, shall be reduced by the amount which an employee elects by notice in writing to the Company to sacrifice in order to enable the Company to make a superannuation contribution for the behalf of the employee.

 

(b)       For an employee’s election to be valid the employee must complete an election form provided by the Company.

 

(c)        The reduced rate of pay and the superannuation contributions provided for in this clause shall apply for periods of annual leave, long service leave, and other periods of paid leave.

 

(d)       All other award payments, including termination payments, calculated by reference to the employee’s rate of pay shall be calculated by reference to the rate of pay per week specified for the employee in Clause 4, Rates of Pay.

 

(e)        Unless otherwise agreed by the Company, an employee may only revoke or vary his or her election once in each twelve months. No less than one month’s written notice shall be given by an employee or revocation or variation of the employee’s election.

 

(f)        If at any time while an employee’s election is in force, there are changes in taxation or superannuation laws, practice or rulings, that materially alter the benefit to the employee or the cost to the Company of acting in accordance with the election, either the employee or the Company may, upon one month’s notice in writing to the other, terminate the election.

 

(g)       The Company shall not use any superannuation contribution made in accordance with an employee’s election to meet its minimum employer obligation under the Superannuation Guarantee Administration Act 1992 (Cth) or any legislation which succeeds or replaces it.

 

(iv)       When an employee is not eligible or decides not to become a member of the MetServ Pty Limited Superannuation Plan, the Company will make contributions required under the Superannuation Guarantee legislation to the above mentioned Plan unless the member nominated another Fund which must comply with the Occupational Superannuation Standards Regulations Application Act 1992.

 

(v)        The option to Salary Sacrifice on future earnings (including increases) into additional superannuation contributions will be made available to all employees.  Salary sacrifice’s do not attract Company contributions in any form.

 

If an employee elects to Salary Sacrifice a portion of their wages then the dollar amount or percent of future earnings to be so sacrificed must be nominated in writing to the pay office.

 

The option to Salary Sacrifice can only be exercised when future earning (including wage increases) can be reasonably determined and before they are payable.

 

The nominated account or percent to be Salary Sacrificed will become a permanent deduction of the employee’s gross wage until a variation is lodged in writing by the employee and it is received by the pay office.  Variations will be limited to one per 12 month period (except in a period of proven hardship).

 

4.5        Bonus Payments

 

4.5.1     Bonus payments may be made to all employees by negotiation measured on set targets to improve safety or other business performance.

 

4.5.2

 

(i)         An Incentive Bonus will be calculated on monthly KPI’s of production and/or cost related to the Company’s Business Plan, details of which will be provided prior to the commissioning of the plant. The Bonus will have a maximum payment of 2.5% and be paid quarterly.

 

(ii)        An additional quarterly Productivity Payment of 2.5% will be made should employees adhere to Clause 9 "Continuity of Production and Procedure for Resolving Issues and Differences" and maintain essential services during any dispute as defined in Clause 10 "Essential Services Dispensation".  This is to be paid weekly, and will be suspended from the first pay period after any lack of adherence to Clause 9 or 10.

 

5.  Leave

 

5.1        Annual Leave And Loading

 

(i)         Day workers and Monday to Saturday shift workers are entitled to four weeks’ Leave (152 hours) in respect of each year of continuous service with the Company in accordance with the Annual Holidays Act, 1944.

 

(ii)        In addition to the benefits provided by the Annual Holidays Act, 1944, with the respect to an annual holiday of four weeks an employee who, during the year of the employees’ employment with the Company for which the employee becomes entitled to the four weeks also gives service as a seven-day shift worker, shall be entitled to additional leave as specified below:

 

(a)        If during the year of an employee’s employment, he/she the employee has served the Company continuously, as such seven-day shift workers, additional leave with respect to that year shall be one week (38 hours).

 

(b)       Subject to sub-paragraph (d) of this Clause, if during the year of the employees’ employment the employee has served for only a portion of it as a seven-day shift worker, the additional leave shall be one day for every thirty three ordinary shifts worked as a seven-day shift worker.

 

(c)        Subject to sub-paragraph ‘(d)’ of this Clause, an employee shall be paid for such additional leave at the annual leave rate of pay, for the number of ordinary hours of work for which the employee would have been rostered for during the period of additional leave had such an employee not been on leave.

 

(d)       Where the additional leave calculated under this Clause is or includes a fraction of a day, such fraction shall not form part of the Leave period and any such fraction shall be discharged by payment only.

 

(e)        In this Clause, reference to one week and one day includes holidays and non-working days. Where the employment of a worker has been terminated and the employee thereby becomes entitled under Section 4 of the Annual Holidays Act, 1994, to payment in lieu of an annual holiday with respect to a period of employment, the employee also shall be entitled to an additional payment of three and a half hours at the annual leave rate of pay with respect to such twenty one shifts of service as a seven-day shift worker which the employee has rendered during such period of employment.

 

(iii)       In respect of a period of annual leave, an employee shall be paid a loading, namely 20%, on:

 

(a)        Employee ordinary pay pursuant to the Annual Holidays Act, 1944, and where applicable, the employee annual leave rate of pay pursuant to this Clause and subclause 5.3, Days Added to the Period of Annual Leave or Long Service Leave, of this Agreement; or

 

(b)       The sum of the employee award rate of pay for ordinary time at the commencement of the employees’ annual leave as prescribed in Appendix 2- Rates of Pay, provided that an employee who would have worked on shift work had the employee not been on Annual leave shall be paid whichever is the greater of the said loading, or the shift work allowances pursuant to Clause 3.3, Transfer Between Day Work, Shift Work and Rosters, that would have been payable to him/her in respect of ordinary time during the period of annual leave had the employee not been on Annual Leave.

 

(iv)       The loading prescribed by this Sub-Clause shall apply to payment in lieu of a fully due annual holiday on termination of employment, but shall not apply to proportionate holiday payment on termination of employment.

 

(v)        In accordance with the Company’s policy, employees are required to take accrued annual leave following each continuous year of service in accordance with the Annual Holidays Act 1944.

 

Such leave shall normally be taken in accordance with the Annual Leave Act, 1944, within six months and no more than twelve months of their entitlement. Applications for Annual Leave shall be made in writing on the Company form at least two weeks before the requested date for the start of Leave, except for two single day or one two-day periods of Special Annual Leave where seven days notice or proof of urgency are needed.

 

(vi)       The timing for taking of accrued annual leave shall be arranged between the Company and the employee, giving consideration to the chronological request for leave by other employees, number of persons and substitutes in a function, previous leave periods taken, etc.

 

In the event of any final disagreement or conflict of requests, The Company shall decide on the matter. The Company may schedule Annual Leave to be taken in consideration of the work requirements and annual leave arrangements of BHP, the client company.

 

(vii)      Any disagreements regarding Annual Leave allocation or payment should be resolved through the disputes settling procedure (Clause 9).

 

(viii)     Employees whose service is terminated due to serious and wilful misconduct are not entitled to proportional payment on dismissal for Annual Leave loading and Long Service Leave.

 

5.2        Public Holidays

 

(i)         The following days or the days upon which they are observed shall for the purposes of this award be nominated public holidays and no deduction shall be made from the wages of employees for such holidays if not worked:

 

New Year’s Day

 

Australia Day

 

Good Friday

 

Easter Monday

 

Anzac Day

 

Queen’s Birthday

 

Labour Day

 

Christmas Day

 

Boxing Day

 

This payment also includes New South Wales Gazetted Public Holidays.

 

(ii)        The Port Kembla Steelworks Picnic Day shall be taken.

 

(iii)       This provision for payment does not apply where an employee is absent from the employees’ employment on the working day before or the working day after a public holiday without reasonable excuse or without the Consent of the Company. If an employee notifies that an absence described above resulted from illness or injury, payment for public holiday will only be made if proof of illness or injury is provided to the Company.

 

5.3        Days Added to the Period of Annual Leave or Long Service Leave

 

(i)         In the case of an employee who was, at the commencement of the employees’ Annual Leave or Long Service Leave, employed as a seven-day shift worker whose ordinary working period includes Sundays and Holidays, shall have one day added to their Annual/Long Service Leave in respect of any Holiday prescribed.

 

(ii)        An employee rostered off duty on a day defined as a public holiday under this award and who is not required to work on that day shall:

 

(a)        Have one day added to the employees’ Annual leave; or

 

(b)       By mutual consent, be paid, in the pay for the period in which the holiday falls, for the holiday at the rate pursuant to Clause 5.2, Public Holidays, of this award.

 

This Sub-Clause shall not apply when the holiday falls either on a Saturday or Sunday, except in the case of employees engaged as seven-day shift workers, or on a Sunday in the case of employees as Monday to Saturday shift workers who are regularly rostered for duty on Saturday as ordinary working days.

 

(iii)       Any day or days added shall be paid for at the Annual leave rate of pay and, in the case of Long Service Leave, shall be paid for at the Long Service Leave rate of pay.

 

(iv)       Any day or days added in accordance with Sub-Clause (i) or (ii) of this Clause shall be the working day or working days immediately following the period of Annual Leave or Long Service Leave to which the employee is entitled under Clause 5.1, Annual Leave and Loading, or Clause 5.4, Long Service Leave, of this Award.

 

(v)        For the purposes of Sub-Clause (iv) of this award, working days shall mean:

 

(a)        In the case of an employee who, at the commencement of the employees’ period of Annual Leave or Long Service Leave, was employed as a day worker - any day of the week including a day on which the employee concerned would have been rostered off duty if the employee were not on Annual Leave or Long service Leave, but excluding a Saturday, a Sunday, or a Holiday prescribed by this award.

 

(b)       In the case of an employee who, at the commencement of the employees’ period of Annual Leave or Long Service Leave, as the case may be, was employed as a Monday to Saturday shift worker - any day of the week other than a Sunday or a Public Holiday prescribed by this award including a day on which the employee would have been rostered off duty if the employee were not on Annual/Long Service Leave.

 

(c)        In the case of an employee who, at the commencement of the employees’ period of Annual/Long Service Leave, as the case may be, was employed as a seven-day shift worker - any day of the week including a day on which the employee would have been rostered off had they not been on Annual/Long Service Leave.

 

(vi)       Where the employment of a worker has been terminated and the employee thereby becomes entitled under Section 4 of the Annual Holidays Act, 1944, to payment in lieu of an annual holiday with respect to a period of employment, the employee also shall be entitled to an additional payment for each day accrued to him/her under Sub-Clause (ii) of this Clause, at the annual leave rate of pay.

 

An employee who is employed as a seven-day shift worker who:

 

(a)        Has a day added to the employees’ Annual Leave or Long service Leave pursuant to Sub-Clauses (i) and (ii) of this Clause, and

 

(b)       Such a day falls on a holiday prescribed by Clause 5.1, Annual Leave and Loading, of this award on which the employee would have been rostered to work an ordinary shift were it not for the employees’ entitlement to an added day, shall be paid for such day in addition to the employees’ entitlement under Sub-Clause (iii) of this Clause at the rate prescribed by Clause 5.2, Public Holidays, of this award.

 

5.4        Long Service Leave

 

Employees are entitled to Long Service Leave accumulated per continuing year of service in accordance with the Long Service Leave Act, NSW, 1955.

 

5.5        Parental Leave

 

Permanent employees with at least twelve months’ continuous service with the Company and who provide due notice will be entitled to unpaid Maternity, Paternity or Adoption Leave in accordance with the provisions of the NSW Industrial Relations Act 1996.

 

5.6        Sick Leave

 

(i)         An employee who is unable to attend for duty during the employees’ ordinary working hours by reason of personal illness or incapacity shall be entitled to be paid at ordinary time rates of pay which would have been payable had they attended for duty subject to the following:

 

(a)        The employee shall not be entitled to be paid leave of absence for any period   in respect of which the employee is entitled to workers’ compensation.

 

(b)       The employee shall notify the Company of the employees’ inability to attend for duty in accordance with Company procedures and, as far as possible, state the nature and estimated duration of the illness or incapacity.

 

(ii)        The Company permits up to two (2) separate single day Sick Leave periods per calendar year without Medical Certificate, but a signed declaration by the employee on the relevant Company Form.

 

In all other cases a Medical Certificate as proof of illness must be supplied within three (3) days of commencement of that illness.

 

(iii)       Employees will be subject to the following Sick Leave entitlements:

 

(a)        Employees with less than one year’s continuous service are entitled to 40 hours Sick Pay at ordinary time.

 

(b)       Employees with more than one years’ but less than ten years’ continuous service are entitled to 64 hours of Sick Pay at ordinary time.

 

(c)        Employees with more than ten years service are entitled to 80 hours of Sick Pay at ordinary time.

Employees are required to complete a qualifying period of three months of continuous service with the Company in order to be entitled to claim Sick Pay.

 

(iv)       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 as set out in subparagraph (ii) of paragraph (c) of this subclause 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 this clause 5.6, 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:

 

"relative" means a person related by blood, marriage or affinity;

 

"affinity" means a relationship that one spouse, because of marriage, has to blood relatives of the other; and

 

"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 - 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) of this clause who is ill.

 

(v)        The rights under this clause shall accumulate from year to year so long as the employment continues whether under this or any other award or Agreement.

 

For the purposes of this Clause, continuous service shall be deemed not to have been broken by:

 

(a)        Any absence from work granted by the Company; or

 

(b)       Any absence from work by reason of personal illness, injury or other reasonable cause proven by the employee.

 

5.7        Compassionate Leave

 

An employee shall, on production of acceptable proof of the death of a spouse (including a de facto spouse), father, mother. foster father, foster mother, step-father, step-mother, brother, sister, father-in-law, mother-in-law, child or step-child, grandparents, grandchildren or grandparents-in-law be entitled on notice to compassionate leave without deduction from ordinary wages for such period not exceeding two days as is reasonable in the circumstances.

 

Compassionate leave will not be granted if the period of leave coincides with any period of paid leave.

 

5.8        Community Service

 

1.          Jury Service

 

An employee required to attend for jury service:

 

(i)         during his ordinary hours; or

 

(ii)        immediately following an ordinary night shift or immediately preceding an ordinary afternoon shift on which the employee is rostered to work and, as a result of attending jury service, is not reasonably able to report for work on the night or afternoon shift as the case may be:

 

shall be reimbursed by the Company an amount equal to the difference between the amount paid in respect of this attendance for jury service and the ordinary time they would have worked had they not attended for jury service.

 

An employee shall notify the company as soon as possible of the date upon which he is required to attend for jury service. Further, the employee shall provide the company proof of his attendance, the duration of such attendance and the amount received in respect of such jury service.

 

2.          Other Service

 

An employee may request the company to provide special leave due to community service emergencies eg; fire fighting, S.E.S., payable at loss of ordinary earnings only.  Employees will be entitled to a maximum of 80 hours in any year of such community service emergency leave. Further, the employee shall provide the company proof of his attendance, the duration of such attendance and any amount received in respect of such leave.

 

6.  Disciplinary Policy

 

6.1        Objectives of Discipline Policy

 

A clear and effective Discipline Policy is fundamental in achieving production efficiency, safety and sound industrial relations. Disciplinary action is only necessary in most circumstances where the initial counselling of an employee has been unsuccessful. There will be The unions and the company agree on the following disciplinary procedure to be applied in the event of an employee’s unacceptable work performance or behaviour.

 

6.2        Employee’s Right to have a Witness present at an Interview.

 

Before commencing any disciplinary interview, the employee must be advised of the purpose of the interview and may, if they wish, have a witness present at the interview. The person may be the union delegate or another employee (provided they are available and can be released from the job). The employee’s right to have a person of their choice is on the understanding that the attendance and involvement of that person should not unreasonably delay the interview.

 

If English fluency or language is a problem, an interpreter may be offered.

 

6.3        Stages Of Discipline

 

(i)         Stage 1: Verbal Warning

 

In this process the Shift Production Coordinator or Superintendent verbally warns an employee in respect of inappropriate behaviour. It should be indicated to the employee:

 

A.

What is expected and required of the employee.

B.

What the employee must do to reach the required standard.

C.

Where and how the employee has failed to meet the standard required.

D.

What the consequences will be if the employee failed to improve to the required standard.

 

Refer to the employee’s right to have a witness.

 

(ii)        Stage 2: First Written Warning

 

Where unacceptable work performance or behaviour continues or the employee has displayed behaviour that in itself warrants an immediate written warning the Manager or Superintendent will issue a written warning in the following form:

 

As per Stage 1 detailed on a standard Company Form

 

Refer to the employee’s right to have a witness.

 

In the event that there is no repetition of the same misdemeanour or misconduct for a period of twelve (12) months the warning will lapse.

 

(iii)       Stage 3: Final Written Warning

 

Where unacceptable work performance or behaviour continues or the employee has displayed behaviour that in itself warrants an immediate final written warning, the Manager or Superintendent will issue that warning in the following form.

 

As per Stage 1 detailed on a standard Company Form

 

Refer to the employee’s right to have a witness.

 

The final written warning will be issued in the presence of a union organiser and/or representative. In the event that there is no repetition of the same misdemeanour or misconduct for a period of two (2) years the warning will lapse.

 

6.4        Repetition of Misdemeanours After Lapse of Warnings.

 

In the case of an employee whose first written warning has lapsed, where there is a repetition of the same misdemeanour or misconduct within a period of six (6) months, the employee will be placed back on a first written warning for six months.

 

In the case of an employee whose final written warning has lapsed, where there is a repetition of any misdemeanour or any misconduct within a period of twelve (12) months, the employee will be placed back on a written warning for a further twelve (12) months.

 

Should there be occasions where an employee through the employees’ action, indicates a failure to improve their performance and is abusing the warning system the situation will then be resolved through discussion between the Operations Manager, Union Representatives and the use of ongoing warnings will be reviewed.

 

6.5        Avoidance of Disputes

 

In the event there is a disagreement between the parties on what level of disciplinary action is required, the matter will be the subject to further discussion between the parties consistent with the disputes settling procedure in the MetServ award. Where the parties cannot reach agreement the matter will be referred to the NSW Industrial Relations Commission for resolution.

 

Both parties shall withhold any form of action until the Commission makes a decision and both parties will abide by the decision.

 

6.6        Degree of Discipline.

 

Appropriate disciplinary action must be chosen for each misdemeanour or case of misconduct. Different circumstances in each case make it impossible to generalise about which action is appropriate. Listed below however, are some guidelines for the assistance of Team Leaders.

 

Category 1

 

Absenteeism

 

Inefficiency and poor performance

 

Poor timekeeping

 

Minor breach of safety regulation   

 

Leaving the workplace without permission

 

Appropriate Discipline

 

Work through stages of discipline

 

Category 2

 

Negligence

 

Malingering

 

Verbal abuse of a work mate or supervisor

 

Appropriate Discipline

 

May be necessary to by-pass the verbal stage and give written warning to the employee.

 

Category 3

 

Major breach of safety regulations.

 

Possessing or consuming alcohol or other drugs on the job.

 

Deliberately damaging company property and personal property.

 

Falsifying time sheets or Doctors Certificates.

 

Physical abuse of a work mate or supervisor.

 

The theft and/or aiding and abetting the theft of company or customer property.

 

Abandonment of Employment

 

Appropriate Discipline

 

Instant Dismissal

 

6.7        Employee Assistance Scheme

 

If during any stages of the disciplinary procedure the company is of the view that an employee might need extra counselling or other professional support the management may offer an employee some form of assistance.

 

7.  Training

 

7.1        Training Provisions

 

(i)         The Company has a commitment to provide training to develop employee’s skills and competencies and maintain those skills so employees can carry out their duties.

 

(ii)        Statutory training given off the job, outside normal working hours, will be paid at overtime rates of pay. Other training off the job, outside normal working hours, will be paid at single time rates of pay unless it involves productive work when it will be paid at overtime rates.

 

(iii)       Employees will be trained in the skills, which will be of maximum benefit to the needs of the Business.

 

(iv)       An employee will receive an additional payment for skills only when full accreditation for competency in the applicable level has been given.

 

(v)        Once deemed competent to a skill level employees are required to operate to that skill level whenever there is a need. Multiskilling is a condition of employment.

 

8.  Occupational Health & Safety

 

The Company and Employees are required to adhere to the requirements of the Occupational Health and Safety Act 1983 at all times.

 

9.  Continuity of Production and Procedure for Resolving Issues and Differences

 

9.1        Procedure for Resolving Disputes

 

9.2

 

(a)        Intent

 

This procedure provides a series of steps whereby the parties in dispute engage in discussion and problem solving with a view to settling conflict by negotiation.

 

Work will continue normally and without interruption to the clients (BHP) operations whilst the procedures are exercised so as to ensure employees do not lose income and the Company does not lose production, or cause any disruption to BHP operations.    

 

9.3

 

(a)        Commencement

 

Once a dispute is identified, the pre-dispute conditions will be maintained for the duration of the dispute settling procedure unless some other condition is necessary to safeguard the plant and equipment, in which case, the Manager or Superintendent will communicate his reasons to the person representing the personnel involved. Such a decision will be without prejudice to any final solution reached.

 

(b)        Responsibilities

 

Union Representatives accept their obligation to ensure work continues during the dispute settling procedure.

 

(c)        Procedure

 

Step 1

 

The details of the dispute or claim will be presented to the Shift Production Coordinator in line with Company Policies and Procedures.

 

If the Shift Production Coordinator immediate response is unacceptable to the aggrieved person or if there is a need to further investigate the situation or to refer it to a senior officer, then an Incident Notification Report will be prepared which will include the employee’s version of the dispute.

 

It will be the Line Manager’s obligation to provide a response to the issue as soon as possible. If a response is not given at the end of the Shift Production Coordinator’s next ordinary shift, then he will give a progress report which will include an undertaking as to the time by which a response will be given.

 

Step 2

 

If the response provided by way of the Incident Notification Report is not acceptable to the aggrieved person and/or union representative they may seek discussion with the General Manager, with the aim of resolving the dispute to the satisfaction of all parties. This will be done by discussion or a series of discussions where the Union and management representatives can review all of the circumstances. Committee.

 

Step 3

 

If resolution cannot be reached, then either part will refer the matter to the Industrial Relation Commission of NSW for assistance in resolving the matter.

 

10.  Essential Services Dispensation

 

The intent of the essential services dispensation is that should employees feel that industrial action is a necessary means of resolving a dispute with the Company that this action should not cause physical damage to the customers plant and equipment, place his employees in danger or seriously damage the reputation of MetServ and its workforce.

 

In the event that there is a stoppage of work by employees the union and its members will agree to perform essential services that do not affect the Operations of BHP Steel nor affect the environmental licences held by the Company.

 

The Productivity Payment of 2.5% (Clause 4.5.2(i)) will still be made should employees adhere to Clause 9 "Continuity of Production and Procedure for Resolving Issues and Differences". If external factors such as statewide stoppages and/or blockades or picketing of the site impede the adherence to the Dispute Settling procedures of Clause 9; then provided essential services are maintained, this Productivity payment will continue.

 

11.  Site Employee Representative

 

11.1      Right of Entry

 

Officers of the Union will have the right to visit and interview its members on the site at meal times, and other times arranged with the employer that do not interrupt the operations of the Company.

 

11.2      Union Delegates

 

An employee appointed as a delegate shall upon notification by the union to the employer and employer site representative, be recognised as the accredited representative of the union to which he belongs and shall be allowed all necessary and reasonable time during working hours to submit to their employer matters affecting the employees they represent on all occasions.

 

A delegate shall on request be allowed reasonable time during working hours to attend to job matters affecting the union.

 

A delegate shall be committed to following the dispute resolving procedure under Clause 9 of this Award and shall remind the employees they represent to do so.

 

11.3      Participation and Communication

 

The Parties recognise the importance of the involvement and participation of employees in the areas of business which affect them and the need to ensure that communication paths of relevant information from management to employees and union, and from employees and union to management are maintained, to this end the consultative committee of employees and management has been established.

 

12.  No Extra Claims

 

The Union undertakes not to pursue any extra claims, award or over-award including State Wages Case Decision increases during the period of operation of this award.

 

Appendix 1

 

Offer Of Employment

 

To: ...............................

 

 

We refer to your recent application for employment with MetServ Australasia Pty Ltd wish to advise you that your application has been successful for the position of: ................................

 

Your employment will be on a Casual / Fixed Term of …. weeks / Part Time /Full Time basis

(Delete as appropriate)

 

MetServ Australasia Pty Ltd (The Company) offers you this employment at its Port Kembla Site on the basis set out in this Agreement. If you wish to accept this offer please sign a copy of this letter and return it to the Manager.

 

MetServ Australasia is a business involved in recycling of waste products from the Steelmaking process.

 

The operation depends upon employees working as part of the MetServ team to provide the service our customers demand.

 

The matters listed below are some of the important things which it is expected employees understand and comply with so that this operation can be a success and grow.

 

MetServ and its management look forward to a satisfying employment relationship with all its employees.

 

I agree -

 

1.          To abide by terms and conditions of the MetServ Australasia Pty Ltd Briquetting Plant Industrial Relations Award.

 

2.          To obtain and provide of relevant License and/or Skills Certificate for this function prior to commencement of duties.

 

3.          That my employment in the first instance is on probation for a period of three months during which time I can terminate my employment on one weeks notice to the Company or the Company can terminate my employment on one weeks notice.

 

4.          To work in accordance with flexible work practices, including the performance of any work which I am competent to perform, as required by the Company.

 

5.          To work reasonable overtime to meet the Company’s requirement.

 

6.          Not to absent myself from work without proper justification and to accept that the Company will strictly enforce the provisions covering absence, including abandonment of employment, particularly as regards notice and substantiation.

 

7.          To abide by the Company’s safety rules including the requirements as to the wearing of safety equipment, clothing and footwear.

 

8.          To carry out all reasonable instruction of the Company.

 

9.          To employment on a shift basis if required.

 

10.        To undergo a prior medical examination, the result of which must be satisfactory for the position offered.

 

11.        To accept payment of wages and other monetary entitlements by way of approved electronic funds transfer (EFT). Any Bank- Illawarra Credit Union, City Coast Credit Union - Illawarra Mutual Building Society (IMB).

 

12.        To abide by rules relating to smoking at the workplace as determined by the Company, which includes no smoking in the lunchroom.

 

13.        To not report for work under the influence of alcohol or drugs and to not consume alcohol or to use prohibited drugs whilst at work.

 

14.        To attend all instruction and training courses as reasonably required by the Company.

 

15.        To comply with the Harsco Code of Conduct at all times.

 

I have answered entirely truthfully in respect of all questions answered by me either orally during my job interviews or in writing on the application for employment form and health questionnaire form.

 

I have read and understood this employment agreement and acknowledge that if I fail to comply with it, or any part of it, I render myself liable to disciplinary action or summary dismissal.

 

 

.......................................

Employee’s Signature

 

Date: ......../......../......…

 

 

...................................…

Witness (Company Officer)

 

Should you have any further questions concerning this employment or cannot commence duties on the day previously discussed, please contact the undersigned.

 

 

 

Yours sincerely

METSERV AUSTRALASIA PTY LTD

 

 

Appendix 2

 

Rates Of Pay

 

Classification

Pay Period

 

$

Production Employee Entry Level

682.61

Production Employee Grade 1

752.80

Production Employee Grade 2

814.24

 

The annual increases will be whatever rate increases are negotiated by BHP Steel Port Kembla for the period of the agreement to be paid consistent with the timing determined in the NSW MetServ Pty Ltd Industrial Relations Award.

 

Appendix 3 - Pay Allowances

 

Tool Allowance (per 38 hour week)

 

 

 

Tool Allowance

$10.20

 

 

 

P. J. CONNOR, Commissioner.

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

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