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New South Wales Industrial Relations Commission
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CSR LIMITED TRADING AS THE READYMIX GROUP - COUNTRY DIVISION (SOUTH COAST) CONCRETE ENTERPRISE ARRANGEMENT NO. 2 (STATE) CONSOLIDATED AWARD 1996
  
Date06/18/2004
Volume344
Part10
Page No.
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C2552
CategoryAward
Award Code 1012  
Date Posted06/17/2004

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(1012)

SERIAL C2552

 

CSR LIMITED TRADING AS THE READYMIX GROUP - COUNTRY DIVISION (SOUTH COAST) CONCRETE ENTERPRISE ARRANGEMENT NO. 2 (STATE) CONSOLIDATED AWARD 1996

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

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

 

(No. IRC 5808 of 2003)

 

Before Commissioner Tabbaa

2 February 2004

 

REVIEWED AWARD

 

Arrangement

 

PART A

 

Clause No.          Subject Matter

 

1.         Title of Award

2.         The Enterprise(s)

3.         Area, Incidence and Duration - Parties to the Award

4.         Relationship to Parent Award

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 and Safety

10.       Awareness Training

11.       The First Agreement

12.       Stages of this Award

13.       The Business Units

14.       Key Result Areas to be Considered by the Teams

15.       Process of Analysis of Key Result Areas

16.       Starting and Finishing Times

17.       Product Handling

18.       Manning Levels

19.       Company Vehicles

20.       Sampling and Testing

21.       Cartage Contracts

22.       O.H. & S.

23.       Removal of Artificial Barriers

24.       Recording of Work Hours

25.       Annualised Salaries

26.       Teamwork

27.       Disputes Procedure

27A.    Anti-Discrimination

28.       Wages

29.       No Duress

30.       Deduction of Union Membership Fees

 

 

Annexure A - The Business Units

Annexure B - Summary of  Meeting

Annexure C - Agenda for Meeting

Annexure D - Current Performance/Position of the Business Unit

Annexure E - Continuous Improvement Plan

Annexure F - Guidelines for Consultative Teams

 

PART B

 

MONETARY RATES

 

1.  Title of Award

 

This award shall be known as the CSR Limited Trading As The Readymix Group - Country Division (South Coast) Concrete Enterprise Arrangement No.2 (State) Award 1996.

 

2.  The Enterprise(s)

 

This award shall apply at all concreting sites operated by CSR Limited trading as The Readymix Group - Country Division (South Coast) (as set out in Annexure A) in respect of employees covered by the Cement Mixers and Concrete Workers, Central Batch Plants (State) Consolidated Award published 12 January 2001 (321 I.G. 546), hereinafter referred to as the parent award.

 

3.  Area, Incidence and Duration

 

Parties to the Award

 

This award shall be binding on:

 

(a)        CSR Limited trading as The Readymix Group at Country Division (South Coast) concreting sites as set out in Annexure A to this award (hereafter "the company").

 

(b)        The organisation of employees known as The Australian Workers’ Union, New South Wales.

 

(c)        All employees who are engaged in any of the classifications specified in the parent award.

 

4.  Relationship to Parent Award

 

(1)        This award shall be read and construed in conjunction with the Cement Mixers and Concrete Workers, Central Batch Plants (State) Consolidated Award (parent award).

 

(2)        Where there is any inconsistency between the parent award and this award, this award shall prevail to the extent of the inconsistency.

 

5.  Term of Award

 

This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the CSR Limited Trading as The Readymix Group - Country Division (South Coast) Concrete Enterprise Arrangement No.2 (State) Award 1996 published 18 May 2001 (324 I.G. 1063).

 

The award published 19 September 1997 took effect on and from the first full pay period to commence on or after 3 December 1996.

 

The changes made to the award pursuant to the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for Review of Awards made by the Industrial Relations Commission of New South Wales on 18 December 1998 (308 I.G. 307) take effect on and from 2 February  2004.

 

The 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, including work value related claims.

 

7.  Review of Award

 

The parties agree to review this award no later than 24 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;

 

(g)        removal of artificial barriers;

 

(h)        creating a team environment.

 

(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 marketplace.

 

(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.

 

(g)        To provide guidance and increase awareness regarding our objectives, under Environmental and Occupational Health and Safety Regulations.

 

9.  Ongoing Recognition and Commitment to Building in Quality and Safety

 

The company has commenced the introduction of Total Quality Management and Safety Procedures 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 and Safety concepts and skills through training and involvement in project work.

 

10.  Awareness Training

 

All employees, the subject of this award shall be provided with awareness training covering the following areas:

 

(a)        The content of this award.

 

(b)        The requirements of this award.

 

(c)        Concepts of teams, teamwork and self-directed work teams.

 

(d)        The removal of artificial barriers, i.e., physical, cultural and conditional barriers and how to systematically remove them by agreement.

 

Such training shall be held during paid time but shall be arranged to minimise the impact on continuous operations of the company's activities and customer service.

 

11.  The First Award

 

The paries to this award agree that the first award known as the "CSR Ltd trading as The Readymix Group - Country Division (South Coast) Concrete Enterprise Bargaining Framework (State) Award 1994", published 21 April 1995 (285 I.G. 441) (hereafter known as the first award) shall be the starting point from which further improvements are to be made consistent with the terms of this award.  The parties shall ensure that the commitments and requirements arising from the first award are met.

 

This award rescinds and replaces the first award.

 

12.  Stages of This Award

 

This award shall comprise 3 stages:

 

Stage 1 - This stage is represented by initial agreement to this aware establishment of the consultative teams consistent with Annexure F - Guidelines for Consultative Teams, and ongoing measurement and implementation of the "ongoing Continuous Improvement Plan for the future".  In addition, the consultative teams shall choose an agreed number of additional key result areas and begin discussing and collecting data for these areas.

 

On and from the first full pay period to commence on or after 3 December 1996 a 5 per cent increase shall be paid to employees the subject of this award.

 

Stage 2 - Within 6 months of the date of effect (3 December 1996) the parties shall have implemented measures outlined in Annexure E - Continuous Improvement Plan, for the future (from the first award) designed to reach the improvement goal set.

 

The additional items chosen by the consultative teams in the key result areas will be the subject of immediate improvement identified and a continuous improvement plan agreed.

At the completion of Stage 2, and not before, a further 2.5 per cent increase shall be paid to the employees the subject of this award.

 

Stage 3 - Within 12 months of the date of effect (3 December 1996) the parties shall have achieved (or satisfactorily improved as agreed) the improvement goals as set out in the Continuous Improvement Plan (from the "first award").

 

The Continuous Improvement Plan containing the additional key result areas shall be implemented with a view to obtaining the improvement goal as set out.

 

At the completion of Stage 3, and not before, a further 2.5 per cent increase shall be paid to the employees the subject of this award.

 

13.  The Business Units

 

The business units are set out in Annexure A.

 

14.  Key Result Areas to be Considered By the Teams

 

The following outlined key result areas reflect this issue chosen in the "Continuous Improvement Plan" and the menu of further selection by the teams to implement in accordance with clause 13, Stages of this Award, and additional items to be agreed for ongoing identification, measurement and improvement.

 

Performance Indicators -

 

(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 flexibility.

 

(g)        Environmental performances,

 

(h)        Skills and training.

 

(i)         Production and maintenance costs,

 

(j)         Product quality and consistency,

 

(k)        Customer service.

 

Systems of Work -

 

(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.

 

15.  Process of Analysis of Key Result Areas

 

(1)        For improvements identified in the Continuous Improvement Plan from the first award the process shall be as follows:

 

(a)        The consultative team (hereafter "team") shall analyse the Continuous Improvement Plan and the improvement goal contained therein.

 

(b)        The team shall then examine the opportunities for improvement contained in the Continuous Improvement Plan with a view to implementing opportunities for improvement.

 

(c)        The team shall set an interim target for Stages 2 and 3 having regard to the overall improvement goal set out in the Continuous Improvement Plan.

 

(d)        The team shall implement opportunities for improvement identified in paragraph (b) of this subclause, and monitor the relevant performance indicator to determine whether or not improvements are being made.

 

(e)        At Stage 2 (approximately 6 months after the date of effect (3 December 1996)) the team will analyse the results achieved against the interim target set for Stage 2 in paragraph (c) of this subclause to determine whether or not satisfactory progress has been made.

 

(f)         The team will review the interim targets set for Stage 3 to determine if the interim targets require adjustment.  If so, the interim targets shall be adjusted by agreement and shall then become the targets.

 

(g)        The team will continue to implement and measure opportunities for improvement between Stages 2 and 3.

 

(h)        At Stage 3 (approximately 12 months after the date of effect (3 December 1996)) the team will analyse the results achieved against the targets set.  Should further improvement be required, such improvement shall take place prior to the expiry of this award.

 

(2)        For additional key result areas chosen from the items contained in clause 15, Key Result Areas to be Considered by the Teams, the process shall be as follows:

 

(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 unit's 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 Annexure D) 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 D to this award.

 

(e)        By utilising the procedures outlined in this subclause, 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 E to this award.

 

(f)         Upon approval of the Stage 2 wage adjustment, the improvement changes contained in Annexure E shall be implemented and put into practice and ongoing consideration shall be given to the Continuous Improvement Plan.

 

(g)        Upon approval of Stage 3, measures designed to achieve the improvement goal as set out in the Continuous Improvement Plan shall be implemented and maintained on an ongoing basis.  Interim targets for the key result areas shall be set with a view to achieving those targets with the nominal life of this award.

 

16.  Starting and Finishing Times

 

All plant and equipment is to be in operation by the nominated starting time, i.e., pre start-up checks shall be done before the nominated starting time.

 

17.  Product Handling

 

All employees shall handle Texcrete, Granite Guard, Micropoz, Steel Fibre, and Miscellaneous products when required.  This includes movement into and out of stores, maintaining stock movements, attending to customers and issuing of the necessary documentation.

 

18.  Manning Levels

 

All South Coast plants shall be operated as one-man plants.  Those plants which are currently not so operated will be set up to do so.  This will be done by conciliation with employees involved.  Only in periods of  peak demand will there be a need for additional support.

 

19.  Company Vehicles

 

Those employees with access to company utes will endeavour to call on customers and seek additional work at every opportunity, leaving a responsible driver in charge in their absence.

 

Those employees with access to company utes whilst on leave will ensure utes remain on site so they can be utilised by others in their absence.

 

20.  Sampling and Testing

 

Laboratory Technicians shall, when requested, carry out both raw material sampling and testing and concrete sampling and testing.

 

21.  Cartage Contracts

 

Batcher allocators will ensure all additional requirements and obligations are met under the terms and conditions of the Country Concrete Carriers Agreement.

 

22.  O.H. & S.

 

All employees shall, when requested, attend SIT meetings and be involved in developing new safe working procedures, safe work practices and assigned areas for alternative duties throughout the site with the goal of continually reducing the incident and  accident rates.

 

23.  Removal of Artificial Barriers

 

All parties to this award are committed to the removal of artificial barriers that separate different levels of employment in the business unit concerned. To this end the parties agree to adopt the following process:

 

(a)        After the business unit has received training as outlined in clause 11, Awareness Training, the consultative team shall identify barriers listed between different levels of employment at the business unit concerned.  Such barriers shall be categorised in the following areas:

 

(i)         cultural and behavioural;

 

(ii)        physical;

 

(iii)       conditional.

 

Those barriers that are identified shall be recorded on the form attached as Annexure B to this award.

 

(b)        The barriers identified shall be priorities in order of:

 

(i)         importance to the business unit concerned, and

 

(ii)        ease of removal.

 

(c)        Barriers identified as easily removed or quick-fix items, shall be removed by agreement with the business unit concerned.

 

(d)        Other items identified as priorities, but not easily removed, shall be discussed and an agreed removal process implemented.

 

Should any issues require significant capital improvement, these issues shall be subject to relevant company procedures prior to any removal being implemented.

 

(e)        It is the aim of the parties to this award that as many barriers identified be removed by agreement during the nominal life of this award.

 

(f)         Should removal of any barrier(s) identified require variation to the award, for legal reasons, such variation shall occur, provided that the business unit concerned has agreed to such removal.

 

24.  Recording of Work Hours

 

Recording Hours of Work - It will be the responsibility of each employee to record their own hours on a daily basis using the Readymix Weekly Wage Sheet (No 8803).  These will be forwarded to the Manager/Supervisor at the end of each pay week.

 

25.  Annualised Salaries

 

The parties to this award and the business unit(s) concerned are committed to investigating the introduction of annualised salaries during the nominal life of this award.  To this end the business unit concerned shall:

 

(a)        Collect relevant data, i.e., levels of overtime, appropriate allowance/penalties for absorption, any benefits that may accrue and projections of future levels of work.

 

(b)        Discuss the data collected with a view to its relevance to the introduction of annualised salaries.

 

(c)        In the event that the parties in the business unit concerned, having used their best endeavours, reach agreement on the introduction of annualised salaries, the parties to this award shall vary this award to incorporate such agreement.

 

26.  Teamwork

 

(1)        Each business unit concerned shall, subsequent to the training outlined in clause 11, Awareness Training, investigate the introduction of self directed work teams and the restructuring of existing work patterns and arrangements.  Such discussion shall include, but not be limited to:

 

(i)         the size of teams;

 

(ii)        the number of teams;

 

(iii)       the role of team leaders (if any);

 

(iv)       the levels of responsibility of team members and management;

 

(v)        external resources the business may need to assist with the introduction of self directed work teams;

 

(vi)       the process of moving from current work practices to self managed teams.

 

(2)        In the event that the parties in the business unit concerned, having used their best endeavours, reach agreement on the introduction of self directed work teams, the parties to this award shall vary this award to incorporate such agreement.

 

27.  Disputes Procedure

 

(1)        Procedures relating to grievances of individual employees -

 

(a)        The employee is required to notify (in writing or otherwise) the employer as to the substance of the grievance, request a meeting with the employer for bilateral discussions and state the remedy sought.

 

(b)        A grievance must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority.

 

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

 

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

 

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

 

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

 

(g)        In the event that the dispute has not been resolved, it shall be referred to the Industrial Relations Commission of New South Wales for resolution.

 

(2)        Procedures relating to disputes, etc., between employers and their employees -

 

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

 

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

 

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

 

(d)        The employees may be represented by an industrial organisation of employees for the purpose of each procedure.

 

(e)        In the event that the dispute has not been resolved, it shall be referred to the Industrial Relations Commission of New South Wales for resolution.

 

27A.  Anti-Discrimination

 

(1)        It is the intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace.  This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

(2)        It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this award the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects.  It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct or indirect discriminatory effect.

 

(3)        Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

(4)        Nothing in this clause is to be taken to affect:

 

(a)        any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(b)        offering or providing junior rates of pay to persons under 21 years of age;

 

(c)        any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977;

 

(d)        a party to this award from pursuing matters of unlawful discrimination in any State or Federal jurisdiction.

 

(5)        This clause does not create legal rights or obligations in addition to those imposed upon the parties by legislation referred to in this clause.

 

NOTES -

 

(a)        Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(b)        Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

"Nothing in this Act affects ... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion".

 

28.  Wages

 

The following wage increases shall apply to employees at all concreting sites operated by C S R Ltd trading as the Readymix Group - Country Division (South Coast) (as set out in Annexure A) in respect of those employees covered by the parent award.

 

Stage 1-5 per cent.

 

Stage 2-2.5 per cent.

 

Stage 3-2.5 per cent.

 

Details of these increases are set out in Table 1 - Wage Rates, of Part B, Monetary Rates.

 

29.  No Duress

 

No party has entered into this award under duress.

 

This award is signed for and on behalf of CSR Ltd trading as The Readymix Group - Country Division, and the Australian Workers’ Union, New South Wales.

 

30.  Deduction of Union Membership Fees

 

(1)        The company shall deduct union membership fees (not including fines or levies) from the pay of any employee, provided that:

 

(a)        the employee has authorised the company to make such deductions in accordance with subclause (2) herein;

 

(b)        the union shall advise the company of the amount to be deducted for each pay period applying at the company's workplace and any changes to that amount;

 

(c)        deduction of union membership fees shall only occur in each pay period in which payment has or is to be made to an employee; and

 

(d)        there shall be no requirement to make deductions for casual employees with less than two months' service (continuous or otherwise).

 

(2)        The employee's authorisation shall be in writing and shall authorise the deduction of an amount of union fees (including any variation in that fee effected in accordance with the union rules) that the union advises the company to deduct.  Where the employee passes any such written authorisation to the union, the union shall not pass the written authorisation on to the company without first obtaining the employee's consent to do so.  Such consent may form part of the written authorisation.

 

(3)        Monies so deducted from employees' pay shall be remitted to the union on either a weekly, fortnightly, monthly or quarterly basis at the company's election, together with all necessary information to enable the reconciliation and crediting of subscriptions to employees' membership accounts, provided that:

 

(a)        where the company has elected to remit on a weekly or fortnightly basis, the company shall be entitled to retain up to five per cent of the monies deducted; and

 

(b)        where the company has elected to remit on a monthly or quarterly basis, the company shall be entitled to retain up to 2.5 per cent of the monies deducted.

 

(4)        Where an employee has already authorised the deduction of union membership fees in writing from his or her pay prior to this clause taking effect, nothing in this clause shall be read as requiring the employee to make a fresh authorisation in order for such deductions to commence or continue.

 

(5)        The union shall advise the company of any change to the amount of membership fees made under its rules, provided that this does not occur more than once in any calendar year.  Such advice shall be in the form of a schedule of fees to be deducted specifying either weekly, fortnightly, monthly, or quarterly as the case may be.  The union shall give the company a minimum of two months' notice of any such change.

 

(6)        An employee may at any time revoke in writing an authorisation to the company to make payroll deductions of union membership fees.

 

(7)        Where an employee who is a member of a union and who has authorised the company to make payroll deductions of union membership fees resigns his or her membership of a union in accordance with the rules of that union, the union shall inform the employee in writing of the need to revoke the authorisation to the company in order for payroll deductions of union membership fees to cease.

 

Appendix A

 

ANNEXURE A

 

The Business Units

 

South Coast Concrete operations include:

 

(i)         Albion Park

 

(ii)        Bowral

 

(iii)       Unanderra

 

(iv)       Ulladulla

 

(v)        Nowra

 

(vi)       Kiama

 

Appendix B

 

ANNEXURE B

 

Summary Of Meeting

 

Division:

 

Date:

 

 

 

Team/Project Name:

 

Next Meeting Date

 

 

 

Leader:

 

From:

am/pm

 

 

 

 

Facilitator:

 

To:

am/pm

 

 

 

 

 

Location:

 

 

 

Team Members:

 

 

Apologies:

 

 

 

 

 

Objective Of Meeting:

 

 

 

 

 

No.

Agreed Action

By

By

 

 

Whom

When

Agenda For Meeting

 

 

 

 

 

Division:

 

Date Of Meeting:

 

 

 

Team/Project Name:

 

Time

 

 

From:

Am/Pm

 

 

To:

Am/Pm

 

 

 

Location

 

 

 

Appendix C

 

ANNEXURE C

 

Agenda for Meeting

 

Leader:

 

 

 

 

 

 

 

 

 

Facilitator:

 

 

 

 

 

 

 

 

 

Team Members:

 

 

 

 

 

 

 

 

Objective of Meeting:

 

 

 

 

 

 

 

 

No.

Item

Who

Time

Expected

 

 

 

 

Outcome

 

 

 

 

 

1

Review This Agenda

 

Agreement

 

 

 

 

On Agenda

 

 

 

 

 

2

Review Minutes of

 

 

Actions

 

Last Meeting

 

 

Completed or

 

 

 

 

Carried Forward

 

 

 

 

Date, Time And Location of Next Meeting:

 

 

 

 

 

 

 

 

Meeting Evaluation:

 

 

 

 

 

Appendix D

 

ANNEXURE D

 

Current Performance/Position of the Business Unit

 

CSR Readymix:

Division

 

Business Unit

Where we are now:

 

Current Performance/Position of The Business Unit

Issues:

 

Division:

 

Business Unit:

 

Immediate/Short Term Improvements to be Implemented

 

Appendix E

 

ANNEXURE E

 

Continuous Improvement Plan

 

Division:

 

Business

 

Unit:

 

Opportunity

Data Collection

Improvement

Performance

 

Indicator

 

For Required Goal

 

Improvement

 

Appendix F

 

ANNEXURE F

 

Guidelines for Consultative Teams

 

Composition of the Consultative Team -

 

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

 

2.          The team must have at least 50 per cent 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 -

 

3.          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. Team Meetings -

 

4.          Each team shall schedule regular meetings.  Such meetings should occur at a time that not only minimises the disruption to the business unit's operations but also allows team members to play a focussed and active role in the meetings.

 

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

 

6.          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.

 

7.          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 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 team's activities, providing them with an opportunity to participate in the bargaining process through their representatives on the team.

 

PART B

 

MONETARY RATES

 

Adult Basic Wage:  $121.40 per week

 

Classifications shall be specified in the Cement Mixers and Concrete Workers, Central Batch Plants (State) Award published 12 January 2001 (321 I.G. 546), as varied, or any award rescinding or replacing the same.

 

 

 

I. TABBAA, Commissioner.

 

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

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