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New South Wales Industrial Relations Commission
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RINKER GROUP TRADING AS READYMIX HOLDINGS PTY LIMITED NEWCASTLE TRANSPORT (STATE) AWARD 2002
  
Date09/03/2004
Volume346
Part4
Page No.
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C2727
CategoryAward
Award Code 1605  
Date Posted09/02/2004

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(1605)

SERIAL C2727

 

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.

 

 

____________________

 

 

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