RINKER GROUP TRADING AS
READYMIX HOLDINGS PTY LIMITED NEWCASTLE TRANSPORT (STATE) AWARD 2002
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC 1166 of 2004)
Before The Honourable
Mr Deputy President Harrison
|
3 May 2004
|
REVIEWED AWARD
1.
Title of Award
This Award shall be known as Rinker Group T/A Readymix
Holdings Pty Limited Newcastle Transport (State) Award 2002.
2.
Arrangement
Clause No. Subject Matter
1. Title Of
Award
2. Arrangement
3. The
Enterprise(s)
4. Parties
To The Award
5. Relationship
To Parent Awards
6. Term Of
Award
7. No Extra
Claims
8. Review Of
Award
9. Cleanliness
10. Daily
Drivers Sheets
11. Utilisation
& Quality
12. Allocation
Of Work
13. Sick Leave
14. Personal /
Carer’s Leave
15. Awareness
Training
16. Disputes
Procedure
17. Alcohol
18. Remuneration
Adjustment Stages
19. Anti-Discrimination
20. Aims And
Objectives Of The Award
21. Ongoing
Recognition And Commitment To Building In Quality
22. Hours Of
Work And Starting Times
23. Rostered
Days Off
24. Over-Time
25. Uniforms
26. Flexible
Duties
27. Meal
Breaks
28. Vehicle
And Plant Maintenance
29. Allowance
30. Casual
Minimum Start
31. Training
And Education
32. Inter-Site
Flexibility
33. Staff To
Fill In On A Limited Basis
34. Data Entry
35. Consideration
Of Annualised Salaries
36. The
Business Unit
37. Business
Unit Consultative Team
38. Composition
Of The Consultative Team
39. Term Of
Office
40. Team
Training
41. Team Meetings
42. Team
Meetings - Team Leader
43. Team
Meetings - Minute Taker
44. Team
Meetings - Agenda
45. Team
Communication
46. Continuous
Improvement
Annexure A - Sites
Covered
Annexure B -
Remuneration Rates And Allowances
Annexure C - Drug And
Alcohol Policy
Annexure D - Summary
Of Meeting
Annexure E - Agenda
For Meeting
3.
The Enterprise(s)
This Award shall apply at sites operated by Rinker Group T/A
Readymix Holdings Pty Limited Newcastle and Central Coast which are set out in
Annexure A in respect of employees covered by the following awards:
(a) Transport
Industry Quarried Materials (State) Award;
(b) Transport
Industry Mixed Enterprises (State) Award;
4.
Parties to the Award
This Award shall be binding on:
(a) RINKER GROUP
T/A READYMIX HOLDINGS PTY LIMITED Country East
(Newcastle and Central Coast) at sites set out in Annexure "A"
to this Award (hereafter "the Company").
(b) The Transport
Workers Union of New South Wales
5.
Relationship to Parent Awards
5.1 This Award
shall be read and construed in conjunction with the following awards:
(a) Transport
Industry Quarried Materials (State) Award; and
(b) Transport
Industry Mixed Enterprises (State) Award;
5.2 Where there is
inconsistency between the awards in 1 above and this award, this award shall
prevail to the extent of the inconsistency.
6.
Term of Award
This Award shall come into operation on and from the first
full pay period to commence on or after 24 July 2003 and shall remain in force
for a term of 2 years.
7. No
Extra Claims
Except for general movements in award wages granted by the
Industrial Relations Commission of New South Wales via State Wage Cases that
are not subject to absorption, there shall be no further claims for
remuneration increases during the term
of this award.
8.
Review of Award
The parties agree to review this award no later than twelve
weeks prior to the end of its term. in the context of this review, the parties
shall examine both the operation of the award and the possibilities of entering
into a further award, based on continuous improvement and other agreed
measures.
9.
Cleanliness
Truck and personal cleanliness are the responsibility of
drivers. To this end all drivers shall
maintain their vehicles in a clean and tidy state to a standard acceptable to
the employer. Company issued uniforms must be worn as directed by the employer.
10.
Daily Drivers Sheets
Drivers shall continue to fill in daily drivers sheets as
applicable.
11.
Utilisation & Quality
Drivers shall co-operate with Company initiatives to improve
utilisation rates and reduce costs. To
this end drivers shall be actively involved in maintaining a proactive tyre
maintenance program. Drivers shall record
and undertake all preventative maintenance as required.
As a part of ensuring continued quality control all slumps
are to be delivered to site at the specified slump (within the drivers control)
as indicated on the concrete delivery docket.
12.
Allocation of Work
Drivers in consultation with the Company shall allocate
their own work if required. (Aggregate and Cement only).
13.
Sick Leave
A Doctors certificate is to be produced if a sick day is
taken on either side of a long weekend, RDO’s or annual leave.
In the event that the Company identifies individuals with an
absenteeism problem, the Company may require the individuals concerned to
produce a doctors certificate as part of the counselling and disciplinary
procedure. In any event no employee is to take more than two (2) single days
absences without satisfactory proof of illness.
14.
Personal/Carer’s Leave
14.1 Use of Sick
Leave -
(a) An employee
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (ii) of paragraph (c), 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, 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 defacto spouse
of the employee; or
D. a same sex
partner who lives with the employee as the defacto 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 purposes of this
subparagraph:
(1) "relative"
means a person related by blood, marriage or affinity;
(2) "affinity"
means a relationship that one (1) spouse because of marriage has to blood
relatives of the other; and
(3) "household"
means a family group living in the same domestic dwelling.
14.2 Unpaid Leave
for Family Purposes
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 (i) of paragraph (c) of
subclause (1) who is ill.
14.3 Annual Leave
(a) An employee
may elect with the consent of the employer, subject to the Annual Holiday’s
Act 1944, to take annual leave not exceeding five (5) days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(b) Access to
annual leave, as prescribed in paragraph (a) of this subclause, shall be
inclusive of any shutdown period provided for elsewhere under this award.
(c) An employee
and employer may agree to defer payment of the annual leave loading in respect
of single day absences, until at least five (5) consecutive annual leave days
are taken.
14.4 Make-up Time
(a) An employee
may elect, with the consent of the employer, to work "make-up time",
under which the employee takes time off ordinary hours, and works those hours
at a later time, during the spread of ordinary hours provided in the award, at
the ordinary rate of pay.
(b) An employee
may elect, with the consent of the employer, to work "make-up time"
(under which the employee takes time off ordinary hours and works those hours
at a later time), at the shift work rate which would have been applicable to
the hours taken off.
14.5 Rostered Days
Off
(a) An employee
may elect, with the consent of the employer, to take a rostered day off at any
time.
(b) An employee
may elect, with the consent of the employer, to take rostered days off in part
day amounts.
(c) An employee
may elect, with the consent of the employer, to accrue some or all rostered
days off for the purpose of creating a bank to be drawn upon at a time mutually
agreed between the employer and employee, or subject to reasonable notice by
the employee or employer.
(d) This subclause
is subject to the employer informing the union where it has members employed at
the particular enterprise of its intention to introduce an enterprise system of
RDO flexibility, and providing a reasonable opportunity for the union to participate
in negotiations.
15.
Awareness Training
All employees covered by this award shall be provided with
general awareness training on enterprise bargaining.
The content and providers of this training shall be mutually
acceptable to the parties to this award.
Wherever practicable awareness training will be conducted in
ordinary time hours.
The Company shall pay for the awareness training and
employees shall be paid in accordance with the relevant parent award while
attending such training.
The duration and timing of the training sessions should be
structured so as to minimise their effect on the continuous operation of the
Company’s activities and customer service.
16.
Disputes Procedure
16.1 Procedures
relating to grievances of individual employees:
(a) The employee
is required to notify (in writing or otherwise) the employer as to the
substance of the grievance, request a meeting with the employer for bilateral
discussions and state the remedy sought.
(b) A grievance
must initially be dealt with as close to its source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable
time limits (48 hours) must be allowed for discussion at each level of
authority.
(d) At the
conclusion of the discussion, the employer must provide a response to the
employee’s grievance, if the matter has not been resolved it shall be referred
to the Industrial Relations Commission for resolution.
(e) While a
procedure is being followed, normal work must continue.
(f) The employee
may be represented by an industrial organisation of employees.
16.2 Procedures
relating to disputes etc, between employers and their employees:
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time limits (48 hours) must be allowed for discussion at each level of
authority.
(c) While a
procedure is being followed, normal work must continue.
(d) The employee
may be represented by an industrial organisation of employees for the purpose
of each procedure.
16.3 Where there is
a dispute between the parties over the application or interpretation of this
Award, the parties agree that regard may be had to extraneous material
including, but not limited to, the following:
(a) CSR Ltd t/a
The Readymix Group - Newcastle Transport (State) Award 1996;
(b) CSR Ltd t/a
The Readymix Group - Newcastle Tranport (State) Award 1998; and
(c) CSR Ltd t/a
The Readymix Group - Newcastle Tranport (State) Award 2000.
17.
Alcohol
All drivers will submit to a breath testing if the Employer
has a reasonable suspicion that a driver is under the influence of alcohol
and/or involved in an accident of any kind.
See drug and alcohol policy attached as Annexure C.
18.
Remuneration Adjustment Stages
18.1 Remuneration is
as detailed in Annexure B of this award.
18.2 This award
shall be divided into two separate stages for remuneration increases:
Stage 1: Upon expiry of the CSR Limited T/A Readymix
Holdings Pty Limited - Newcastle Transport (State) Award 2000 a 3% increase
shall be paid to employees the subject of this award.
Stage 2: 12 months after the payment of Stage 1 above,
a further 3% shall be paid to the employees the subject of this award.
18.3 Salary
Sacrifice of Superannuation Contributions
(a) Remuneration
may be made up entirely of wages or, at the option of an employee (other than a
casual employee) and subject to the employer’s agreement, wages and a
superannuation contribution to the CSR Australian Superannuation Fund (CSR
Super). Wages and Superannuation are
the two components which will make up remuneration. The sum allocated to each component will be negotiated initially
between the employer and the employee and thereafter renegotiated in accordance
with this clause.
(b) Should the
employer make a superannuation contribution in accordance with this clause, it
shall not, to the extent of that contribution, be liable to pay wages to the employee
under this award.
(c) The
opportunity for an employee to initially negotiate the components of
remuneration as per (a) above shall be in accordance with procedures determined
by the employer and can only be changed in accordance with the company procedures
during the period specified.
Thereafter, the opportunity to renegotiate with the employer the
components of remuneration as per (a) above shall be available once a year at a
time and in accordance with procedures determined by the employer, and can only
be changed in accordance with the Company procedures during the period
specified. In the event that changes in
legislation, the Income Tax Assessment Act, tax office rulings or
determinations remove or alter the Company’s capacity to maintain the salary
sacrificing arrangements pursuant to this agreement, the Company will be
entitled to withdraw from these arrangements by giving notice to each affected
employee.
19.
Anti-Discrimination
19.1 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.
19.2 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.
19.3 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.
19.4 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; or
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
19.5 This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
20.
Aims and Objectives of the Award
20.1 Aims
The parties to this award are committed to achieving 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 internationally
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) international
competitiveness.
20.2 Objectives
(a) To create a
positive environment to introduce enterprise bargaining into the Company’s
operations.
(b) To provide
guidance and increase awareness about the enterprise bargaining process.
(c) To improve the
efficiency and productivity of the Company by ensuring management and labour
practices are more closely attuned to current and future needs and objectives
of the Company.
(d) To develop an
environment of continuous improvement which is conducive to a flexible work
organisation able to respond to changing demands in the market place.
(e) To provide a
climate for employees to develop a broader range of skills, thereby maximising
rewards to employees and security of employment.
(f) To benchmark
other organisations that are leaders in the field of increased efficiency and
productivity and, where appropriate, utilise this information in implementing
change.
21.
Ongoing Recognition and Commitment to Building in Quality
The Company has commenced the introduction of Total Quality
Management and is committed to the principles of improving the processes we
employ. To obtain the maximum benefits
from the continuous improvement program, all employee are committed to
co-operating with the program and implementing continuous improvement
activities. All employees will become
familiar with Building in Quality and Building in Safety concepts and skills
through training and involvement in project and team-based work.
22.
Hours of Work and Starting Times
(a) The ordinary
span of hours shall be 6.00am to 5.00pm Monday to Friday, inclusive.
(b) The ordinary
span of hours may be varied by mutual agreement between the employer and the
employees concerned. Should there be a
dispute regarding this clause, the matter shall be resolved through the
disputes procedure.
(c) Within the
spread of hours in subclause (a) or (b) of this clause, starting and finishing
times may be staggered on a daily basis to suit the needs of the business. Starting times shall rotate between
employees to ensure no employee is disadvantaged.
23.
Rostered Days Off
(a) Rostered Days
Off May be banked.
(b) Rostered days
off shall be taken to suit the needs of the business or at another mutually
agreed time between the employer and the employees concerned.
(c) Where an
employee(s) has accumulated in excess of six (6) rostered days off consistent
with subclause (a) of this clause, the Company may require the employee(s) to
take such accumulated days off in excess of six (6).
24.
Overtime
(a) All employees
shall be available to work Saturday and Sunday overtime if required by the
employer.
(b) Saturday/Sunday
overtime shall rotate between employees to ensure no employee is disadvantaged.
(c) Where it is
believed an employee has been disadvantaged, it shall be referred to the
consultative team for resolution.
25.
Uniforms
All employees are required to wear company-issued uniforms
at all times.
26.
Flexible Duties
(a) Employees, the
subject of this award, may be required to drive front end loaders, concrete
trucks, aggregate trucks, back hoes, vans/utes and cement tankers on a needs
basis, subject to appropriate licensing and the employee’s skill, competence
and training.
(b) Employees may
be required to operate any plant and/or equipment at concrete plants, including
allocation of work and batching, provided such work is within the skill,
competency and training of the employees concerned.
(c) Where duties
are being performed within subclauses (a) and (b) of this clause that incur a
higher rate of pay than the employees’ normal rate of pay, such employees shall
be paid the higher rate whilst so engaged, consistent with mixed function
clauses from the relevant parent awards.
(d) Employees may
be required to assist in performing yard duties on a needs basis.
(e) Employees may
be required to assist in laboratory duties which include data entry, field
testing, preparation and crushing of cylinders and raw materials testing,
subject to an employee’s skill, competence and training.
(f) Employees may
be required to work away from home.
When working away from home the appropriate award allowances shall
apply.
27.
Meal Breaks
(a) All employees,
the subject of this award, shall receive an unpaid meal break of 30 minutes per
day.
(b) The meal break
shall be taken at a time mutually agreed between the employer and the employee,
having regard to the staggered starting times and the needs of the business.
(c) An employee
who, on any weekday, is required to start work prior to 5.30am and to continue
such work up to and after their normal starting time shall be allowed a paid
crib break of 15 minutes between the hours of 8.00am and 9.00am or between the
hours as otherwise agreed by the employer and employee.
28.
Vehicle and Plant Maintenance
(a) It is a part
of an employee’s duties to ensure that his/her vehicle is regularly
maintained. Such maintenance shall
include, but not be limited to, pre-start checks, greasing, de-dagging, washing
and cleaning and minor maintenance.
Drivers shall assist with mechanical repairs as directed, provided such
assistance is within their skills, competence and training.
(b) Employees
shall assist in general plant maintenance and housekeeping as directed by the
employer, subject to the employee’s skill, competence and training.
29.
Allowance
(a) A slump
allowance and laundry allowance shall be included in the base rates of pay as
outlined in this award.
(b) Meal allowance
on overtime (first meal and subsequent meal) and collection of monies shall not
apply to employees the subject of this award.
30.
Casual Minimum Start
Casual Employees shall be given a minimum start of four (4)
hours on each occasion a casual employee is engaged.
31.
Training and Education
All employees, the subject of this award, shall undertake
training and education as directed by the employer. Such training shall be conducted in normal working hours.
32.
Inter-Site Flexibility
All employees, the subject of this award, may be required to
work out of any plant at short notice, to meet the needs of the customer.
33.
Staff to Fill in on a Limited Basis
Supervisory personnel may perform award-covered work, where
the needs of the business require such work to be performed in urgent or
emergency situations, subject to the skills, competence and training of
employees.
34.
Data Entry
Employees may be required to enter relevant business data
into a computer.
35.
Consideration of Annualised Salaries
During the life of this award, the consultative team shall
collect data on, and consider the introduction of, annualised salaries.
36.
The Business Unit
The business unit it set out in Annexure A - Sites Covered.
37.
Business Unit Consultative Team
The business unit shall establish a consultative team
(hereafter the team) to implement this award and shall meet in conjunction with
the consultative team.
38.
Composition of the Consultative Team
38.1 The team should
have a maximum of four (4) members and should be representative of the business
unit concerned.
38.2 The team must
have at least 50 per cent of its members representative of the employees
employed in the business unit concerned.
38.3 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.
39.
Term of Office
39.1 Members elected
or appointed to a team shall hold office for a period of twenty-one (21)
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.
39.2 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 induction
briefing should be arranged for the new team member.
40.
Team Training
40.1 Once each
business unit has established its team the team shall undertake a 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.
41.
Team Meetings
41.1 Each team shall
schedule regular meetings. Such
meetings should occur at a time that minimises the disruption to the business
unit’s operations but also allows team members to play a focused and active
role in the meetings.
NOTATION: For instance, scheduling meetings after a
busy day’s work may be convenient but the team members might be too tired to
fully participate; whereas scheduling meetings every other Wednesday afternoon
could give everyone an opportunity to prepare and focus on the team’s
activities and ensure everyone is fresh and participates fully.
41.2 Team meetings
shall be attended without loss of pay by team members.
41.3 The team should
agree on the standard of length of team meetings.
NOTATION: For instance, two (2) hour meetings should
give the team sufficient time to operate effectively; whereas a four (4) hour
meeting might result in team members losing interest.
41.4 If the team
wants to extend the standard length of its meetings, the team should agree on
the length of the extension.
NOTATION: For instance, imagine you had a standard two
(2) hour meeting which was scheduled to finish at 10.00am but the team was
close to resolving an issue - the team could agree to extend the meeting to
12.30pm to finish dealing with that issue.
41.5 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.
42.
Team Meetings - Team Leader
42.1 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.
42.2 It is the team
leader’s responsibility to ensure that the meeting is run in accordance with
the agenda and that each team member is given a reasonable opportunity to
express his/her views during meetings.
42.3 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.
43.
Team Meetings - Minute Taker
43.1 Each
negotiating team shall elect a member for the purpose of recording minutes of
each team meeting, preparing and distributing agendas.
43.2 Minutes should
be recorded on a minute sheet as set out in Annexure D - Summary of Meeting.
43.3 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.
44.
Team Meetings - Agenda
44.1 Every team
meeting must be structured around an agenda as set out in Annexure E - Agenda
for Meeting.
44.2 All team
members have a right and a responsibility to submit agenda items.
44.3 The agenda,
minutes from the previous meeting and any relevant background
material/documentation shall be circulated within a reasonable time, but not
less than three (3) working days prior to team meetings to allow for
preparation.
45.
Team Communication
45.1 Each team shall
establish a procedure for regularly communicating about the team’s activities
with the employees and management in the business unit.
45.2 This
communication procedure should be serviced to suit the size, number and
geography of sites in the business unit concerned.
45.3 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.
46.
Continuous Improvement
46.1 All parties and
employees are committed to continually improving the business. To this effect, all employees co-operate
with:
(a) identification
of key performance indicators;
(b) ongoing
measurement of those performance indicators;
(c) through
Continuous Improvement implement agreed measures designed to improve
performance indicators.
Rinker Group T/A Readymix Holdings Pty Limited Newcastle
Transport (State) Award 2002
For Rinkergroup trading as Readymix
Holdings Pty Limited
Country East
|
|
For Transport Workers’
Union of Australia NSW Branch
|
|
ANNEXURE A
Sites
Covered
This award shall apply at the following sites:
Wyong Concrete Plant
Lot 18 Pavitt Crescent
NORTH WYONG
Teralba Concrete Plant
Pitt Street
TERALBA
Sandgate Laboratory
Mangrove Road
SANDGATE
Tighes Hill Concrete Plant
Industrial Drive
TIGHES HILL
Salamander Bay Concrete Plant
Muller Road
SALAMANDER BAY
Raymond Terrace Concrete Plant
Pacific Highway
HEATHERBRAE
ANNEXURE B
Remuneration
Rates and Allowances
Monetary Rates
Table
(i) Transport
Industry Mixed Enterprises (State) Award Classifications
Grade
|
(3% Increase)
|
(3% Increase)
|
|
Stage 1
|
Stage 2
|
|
New Rate
|
New Rate
|
|
(per week)
|
(per week)
|
Grade 3
|
587.48
|
605.11
|
Grade 4
|
599.30
|
617.27
|
Grade 5
|
627.80
|
646.63
|
Grade 6
|
635.21
|
654.27
|
Grade 7
|
638.33
|
657.48
|
Allowances
|
(3% Increase)
|
(3% Increase)
|
|
Stage 1
|
Stage 2
|
|
New Rate
|
New Rate
|
|
(per week)
|
(per week)
|
HIAB Crane Allowance
|
27.33
|
28.15
|
Leading Hand Allowance
|
29.31
|
30.19
|
(ii) Transport
Industry Quarried Materials (State) Award Classifications
Grade
|
Basic
|
Certificate
|
Advanced
Certificate
|
|
|
|
|
|
(3%
|
(3%
|
(3%
|
(3%
|
(3%
|
(3%
|
|
Increase)
|
Increase)
|
Increase)
|
Increase)
|
Increase)
|
Increase)
|
|
Stage 1
|
Stage 2
|
Stage 1
|
Stage 2
|
Stage 1
|
Stage 2
|
|
New Rate
|
New Rate
|
New Rate
|
New Rate
|
New Rate
|
New Rate
|
|
(per week)
|
(per week)
|
(per week)
|
(per week)
|
(per week)
|
(per week)
|
Grade 1
|
573.35
|
590.55
|
-
|
-
|
-
|
-
|
Grade 2 Vehicle Class 1
|
577.52
|
594.85
|
588.18
|
605.83
|
-
|
-
|
Grade 2 Vehicle Class 2
|
583.08
|
600.58
|
593.73
|
611.55
|
-
|
-
|
Grade 2 Vehicle Class 3
|
592.35
|
610.12
|
603.00
|
621.09
|
-
|
-
|
Grade 2 Vehicle Class 4
|
622.70
|
641.38
|
633.37
|
652.37
|
644.02
|
663.34
|
Grade 2 Vehicle Class 5
|
629.76
|
648.66
|
640.42
|
659.64
|
650.85
|
670.37
|
Grade 3
|
-
|
-
|
740.28
|
762.49
|
-
|
-
|
ANNEXURE C
Drug
and Alcohol Policy
Working while under the influence of alcohol or other drugs
is an unacceptable safety risk to you and to the people you work with. You must tell your supervisor if you are
taking any medicine that might affect your ability to drive or operate
machinery.
If you have an accident at work, while you are under the
influence of alcohol or drugs, you may not be able to claim for
compensation. Any employee who arrives
at work under the influence of alcohol or other drugs, or is found using such
drugs, or offering them to other employees whilst on the job, will be liable to
instant dismissal. If illegal drugs were
to be involved then the Company has an obligation to place the matter before
the appropriate legal authorities.
Any employee who believes they have a problem with excessive
use of alcohol or other drugs should feel free to raise this in confidence with
their supervisor or manager. The
Company will assist in finding appropriate counselling and other support,
through our Employee Assistance Program, to try and help the employee to
overcome the problem.
ANNEXURE D
Summary
of Meeting
Division:
|
|
Date of Meeting:
|
|
Team/Project Name:
|
|
Time:
|
|
Leader:
|
|
From: (am/pm)
|
|
Facilitator:
|
|
To: (am/pm)
|
|
Team Members:
|
|
Location:
|
|
|
Apologies
|
|
|
|
|
Objective of Meeting:
|
|
|
|
No
|
Agreed Action
|
By Whom
|
By When
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
ANNEXURE E
Agenda
for Meeting
Division:
|
|
Date of Meeting:
|
|
Team/Project Name:
|
|
Time:
|
|
Leader:
|
|
From: (am/pm)
|
|
Facilitator:
|
|
To: (am/pm)
|
|
Team Members:
|
|
Location:
|
|
|
Objective of Meeting:
|
|
|
|
No
|
Item
|
Who
|
Time
|
Expected Outcome
|
|
|
|
|
|
1
|
Review this Agenda
|
|
|
Agreement on Agenda
|
2
|
Review Minutes of Last
|
|
|
Actions completed or carried Forward
|
|
Meeting
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Date, Time and Location of Next Meeting:
|
|
Meeting Evaluation:
|
|
|
|
|
|
|
|
|
|
|
R. W. HARRISON D.P.
____________________
Printed by
the authority of the Industrial Registrar.