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.