SOLVAY INTEROX PTY LTD BANKSMEADOW SITE CONSENT AWARD 2004
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by The
Australian Workers' Union, New South Wales, An organisation of employees.
(No. IRC 3101 of 2004)
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Before The Honourable
Justice Kavanagh
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8 June 2004
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AWARD
PART A
Arrangement
Clause No. Subject Matter
1. Preliminary
1.1 Parties to Consent Award
1.2 Date and Period of Operation
1.3 Introduction
1.4 Aims and Objectives of Consent Award
1.5 Site Consultative Committee
1.6 Definitions
1.7 Anti Discrimination
2. Remuneration
2.1 Annualised Salary
2.2 Overtime Factors
2.3 Overtime
2.4 Service Payments
2.5 Casual Employees
2.6 Contractors
3. Terms and
Conditions of Employment
3.1 Contract of Employment
3.2 Payment of Annualised Salary
3.3 Site Flexibility and Demarcation
3.4 Superannuation
3.5 H2O2 Work Group Coverage
3.6 H2O2 Work Group Shift Leaders
3.7 Minimum Skill Attainment Level
3.8 Hours of Work
3.9 Meal Times
3.10 First Aid
3.11 Boiler Ticket
3.12 Forklift License
4. Leave
4.1 Leave Arrangements
4.2 Annual Leave
4.3 Sick Leave
4.4 Long Service Leave
4.5 Bereavement Leave
4.6 Carer's Leave
4.7 Public Holidays
4.8 Parental Leave
4.9 Jury Service
4.10 Process Shutdowns
4.11 Discretionary Leave
5. Other
Provisions
5.1 Protective Clothing
5.2 Right of Entry
5.3 Workplace Health & Safety
5.4 Termination of Employment
5.5 Company Policies, Procedures & Rules
5.6 Grievance & Dispute Resolution
5.7 Abandonment of Employment
5.8 Disciplinary Action
5.9 Redundancy
5.10 No Extra Claims
PART B
MONETARY RATES
Table 1 - Annual
Salary Rates
Table 2 - Salary
Hourly Rates
Table 3 - Base Hourly
and Overtime Rates
PART A
1. Preliminary
1.1 Parties to
Consent Award
(a) The parties to
this Consent Award are:
(i) Solvay
Interox Pty Ltd ACN No. 000 882 137, 20-22 McPherson Street, Banksmeadow, 2019
(Solvay Interox).
(ii) All employees
of Solvay Interox Pty Ltd engaged in the production warehousing and maintenance
activities at Solvay Interox's Banksmeadow site who are members or eligible to
be members of the following organisations of employees:
Australian Workers Union, New South Wales
National Union of Workers, New South Wales Branch
Automotive, Food, Metals, Engineering, Printing and
Kindred Industries Union, New South Wales Branch
Electrical Trades Union of Australia, New South Wales
Branch
(b) All current
and future employees under the classification contained within this Award shall
be employed exclusively under the terms of this Award.
1.2 Date and
Period of Operation
(a) This Consent
Award shall take effect from the 1 March 2004 and shall remain in force for a
period of three (3) years.
(b) This award rescinds
and replaces the Solvay Interox Pty Ltd Banksmeadow Site Consent Award 2002
published 20 September 2002 (336 IG 438).
(c) The parties
agree to begin negotiation on a new Consent Award no later than six (6) months
prior to the termination date of this Consent Award.
1.3 Introduction
(a) This Consent
Award involves all inclusive annualised salaries for all permanent
employees. All salary rates include an
overtime component, creating an environment where the incentive and drive
towards improved productivity and flexibility transfers from the Company to the
employees of the various work groups.
(b) The salary
arrangement also aims to provide increased job satisfaction and to develop a
cultural change, with greater emphasis on flexibility, autonomy and the
involvement of employees in the day to day management of their work
activities. Areas identified where
personnel will have a greater input into the work group's functions are,
general work practises, training, rosters, coverage, work hours, leave,
recruitment and promotion.
(c) Fundamental to
this award, is the commitment and undertaking by employees to provide coverage
as necessary, to meet the needs of the business.
1.4 Aim and
Objectives of Consent Award
(a) The Consent
Award seeks to align the requirements of the business with the interests of the
employees, with an all inclusive annualised salary based pay structure. The parties to this Consent Award recognise
that Solvay Interox must achieve real and sustained improvements by embracing a
philosophy of continuous improvement.
The parties agree to demonstrate commitment to the achievement of the
following aims and objectives of this Consent Award.
(b) To increase
focus, on the specific needs and values of the business, to remain an internationally
competitive manufacturing site with continually improving levels of customer
satisfaction, employee satisfaction, product quality and productivity.
(c) To retain
existing personnel skills, develop and utilise these skills to best suit the
needs of the business.
(d) To encourage
improved productivity and the ethos of working smarter rather than working
longer.
(e) To increase
the level of autonomy, responsibility, self-management of work groups and
accountability of employees.
(f) To create a
work environment that eliminates areas of demarcation, increases site
flexibility and encourages a greater cooperative approach towards meeting the
business's goals and objectives.
1.5 Site
Consultative Committee
(a) A Site Consultative
Committee shall form an important role in the implementation and continuing
successful operation of this Consent Award.
The Consultative Committee shall comprise management and employee
representatives and represent a forum for open discussion and input into
decision making between parties to this Consent Award.
(b) The Site
Consultative Committee shall comprise proportionate employee representatives
from the parties to this Consent Award, normally comprising three (3) members
from the AWU and one (1) each from the AMWU, ETU and the NUW, although other
personnel may be invited to attend Committee meetings.
(c) The Site
Consultative Committee shall meet quarterly, although additional meetings may
be held on an as required basis to address major issues that may impact on the
operation of this Consent Award.
Chairman of the meeting shall rotate between members of the Consultative
Committee. Written minutes of each meeting
shall be recorded and distributed to committee members and site noticeboards.
(d) The Site
Consultative Committee shall address a broad range of operational and personnel
matters related to the operation of this Site Consent Award, particularly issues relating to annualised salaries, work
duty functions, coverage and matters that contribute to the efficiency and
productivity of the Company's operations.
Issues to be addressed by the committee shall include but not be limited
to;
(i) Monitoring
the distribution and number of additional hours worked by employees of the
various work groups.
(ii) Any coverage
or manning issues, relating to annualised salary arrangements.
(iii) The handover
of responsibility to the work groups, for the management of leave and other day
to day functions of the various work groups.
(iv) Changes in work
functions and duties to increase the flexibility and productivity of the
Company's operation.
(v) Review of job
descriptions, classification and training needs.
(vi) Introduction of
new technology, policies, procedures and any external decisions that impact on
the Company and its employees.
(vii) Development of
an individual performance based reward or recognition scheme.
(viii) Employee's work
environment
Normal industrial relations matters should be initially
directed through the Grievance and Dispute Resolution Procedure clause 5.6 and
safety issues through the Site Safety Committee.
1.6 Definitions
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Consent Award:
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Refers to the Solvay Interox
Pty Ltd Banksmeadow Site Consent Award 2004.
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Company:
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The Company refers to Solvay Interox
Pty Ltd ACN No. 000 882 137 (Solvay
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Interox).
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AWU:
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Australian Workers Union, New
South Wales
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NUW:
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National Union of Workers,
New South Wales Branch
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AMWU:
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Automotive, Food, Metals, Engineering,
Printing and Kindred Industries Union,
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New South Wales Branch
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ETU:
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Electrical Trades Union of
Australia, New South Wales Branch
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Additional Hours:
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Hours worked by employees over
an above their standard average hours of work.
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Leave built into employees
annual leave entitlement to obtain the average
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standard hours of work per
week, shall not be considered as additional hours
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worked.
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Base Hourly Rate:
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An hourly rate, excluding all
penalties, allowance, overtime, loadings etc. built
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into employee's salary.
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Minimum Skill
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Each work group has a minimum
skill attainment level, which all personnel
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Attainment Level:
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within the specific Work
Group shall endeavour to attain.
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Overtime Factor:
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The overtime factor for an
employee of a work group represents the average
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hours of overtime
historically worked per year by each employee of the work
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group.
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Overtime Hourly
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An hourly rate defined for
each level of the work group, at which employees will
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Rate:
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be paid once they qualify for
overtime payment. The overtime hourly
rate
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represents double base hourly
rates.
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Salary Rate:
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An annualised pay rate, that
is inclusive of all previous forms of payment to
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employee, including a
specified overtime component. All payments to employees
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will be based on their salary
rate, unless specified otherwise.
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Salary Hourly
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An hourly pay rate based on
employee's salary. The salary hourly
rate is the
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Rate:
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employee's annual salary
divided by 1,976 hours/year.
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Work Group:
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A group of employees with
common work duties, functions or tasks.
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1.7 Anti
Discrimination
(a) 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, martial status, disability, homosexuality, transgender
identity, age and carer’s responsibilities.
(b) It follows
that in fulfilling their obligations under the dispute resolution 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.
(c) 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.
(d) Nothing in
this clause is to be taken to affect:
(i) any conduct
or act which is specifically exempted from anti-discrimination legislation.
(ii) Offering or
providing junior rates of pay to persons under 21 years of age.
(iii) Any act or
practise of a body established to propagate religion which is exempted under
section 56 (d) of the Anti-Discrimination Act 1977.
(iv) A party to this
award from pursuing matters of unlawful discrimination in any state or federal
jurisdiction.
(e) 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.
NOTE:
1. Employers
& Employees may also be subject to commonwealth anti-discrimination
legislation
2. Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act effects .... Any other act or
practise 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."
2. Remuneration
2.1 Annualised
Salary
(a) All permanent employees
shall be paid an annualised salary, which is an all- inclusive amount,
prescribed in Table 1 - Annual Salary, of Part B, Monetary Rates. This includes a 4% increase in rates
effective from the 1st January 2005 and a further 5% increase effective from
the 1st January 2006.
(b) The annualised
salary includes components, for the following previous forms of payments;
(i) Wages
(ii) Shift and
penalty rates
(iii) Site
allowance
(iv) Training
allowances
(v) Skill based
allowances
(vi) Supervisory
rates
(vii) Travelling,
calling and meal allowances
(viii) First aid
allowances
(ix) Attendance
payments
(x) Dust Money
(xi) Annual leave
and leave loading
(xii) Public
Holidays and Picnic Days
(c) The annualised
salary also includes an overtime component or overtime factor. The overtime factor is specific for each
work group, based on the amount of overtime hours historically worked by
employees of the work group.
(d) The only other
payments to employee's, will be Service Payments and payments for overtime
hours as per 2.3.
(e) All deductions
to employee's annualised salary will be at the employee's respective salary
hourly rates, as prescribed in Table 2 - Salary Hourly Rates, of Part B,
Monetary Rates.
(f) All work
group salary rates will retain a percentage relativity to the respective level
1 salary rates of the work group.
2.2 Overtime
Factors
(a) The following
overtime factors have been incorporated into the annualised salary rates for
the various work groups;
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(i)
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Services Work Group
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251.8 Hours
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(ii)
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Organics Work Group
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436.1 Hours
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(iii)
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H2O2 Work Group
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156.3 Hours
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(iv)
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Maintenance - Fitters Work Group
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80.0 Hours
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(v)
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Maintenance - Electrical/Instrument Work Group
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40.0 Hours
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(b) The overtime
factor for the work groups represents the average overtime hours historically
worked per year by each employee of the work group. The overtime factor covers all activities and duties undertaken
by work group personnel, that involved the payment of overtime. The above overtime factors have been built
into the salary structure of each work group.
(c) The overtime factors
represent a prepayment of an annual number of overtime hours to employees as
part of their annualised salary rates.
(d) The above
overtime factors cover the year from the commencement date of this award and
from each subsequent anniversary date of the award.
(e) All employees
of the specific work groups are expected to work an equitable annual number of
additional hours, thereby ensuring that the needs of the business are shared
across all the work group personnel.
2.3 Overtime
(a) One of the aims
of this award is to establish an environment that encourages increased
productivity and a culture of all employees working cooperatively and smarter,
rather than longer. It is intended that
employees will overall work less additional hours, over an above their standard
hours of work per week. However, in the
event that the situation does arise, the award
provides for the payment of overtime, over and above the overtime component
already built into employee’s salaries.
(b) Employees
shall be paid overtime at the employee's respective overtime hourly rates, as
prescribed in Table 3 - Overtime Hourly
Rates, of Part B, Monetary Rates, subject to the following conditions;
(i) No overtime
payment will be made to any individual employee, until the total number of
additional hours actually worked by all employees of the work group, exceeds
the total of the employee overtime factors of the work group.
(ii) Individual
employee’s additional hours actually worked, exceeds their overtime factor.
(iii) Once condition
i) and ii) are met, all additional hours worked by individual employees per
year of the award, shall be paid at the above prescribed overtime rates.
(iv) Untaken annual
leave shall not be considered as additional hours worked. This includes leave built into employees
annual leave entitlement to obtain the work group's average standard hours of
work per week.
(c) The prescribed
overtime hourly rates, represent double base hourly rates, which excludes
shift, penalty, leave loading, overtime and various other allowances.
(d) Once an
employee qualifies for overtime, this will be paid in addition to the
employee’s monthly salary, in the calendar month following the month in which
the qualifying overtime was worked.
(e) Employees
called in to work will be entitled to a minimum four (4) hours work, or in the
event of less than four (4) hours work being available, can be credited with a
minimum of four (4) additional work hours.
(f) Employees
called in to work once they are eligible for overtime payment as defined in
clause 2.1.3 (b), will be entitled to a minimum of eight (8) hours work, or in
the event of less than eight (8) hours work being available, will be paid a
minimum of eight (8) hours at the appropriate overtime rate.
2.4 Service
Payments
(a) Permanent
employees shall be paid each December a Service Payment of fifty dollars
($50.00) per year for each completed year of service.
(b) Service
Payments shall only be paid to eligible permanent employees who are on the
Company's payroll at the time of payment in December.
(c) No pro-rata
payment of Service Payments shall be made on termination.
2.5 Casual
Employees
(a) Casual
employees shall be employed on an hourly basis.
(b) Casual
employees shall be paid at base hourly rates, as prescribed in Table 3 - Base
Hourly Rates, of Part B, Monetary Rates.
In addition casual employees shall be paid a casual loading of twenty
percent (20%) when engaged to work in either of the maintenance work groups or
twelve percent (12%) when engaged to work in any other work group.
(c) Casual
employees engaged to work shift work, in addition to the rates prescribed
above, shall be paid a shift loading of fifteen percent (15%) for afternoon
shift and twenty percent (20%) for night shift. Afternoon shift shall be from 1430 hours to 2230 hours and night
shift from 2230 hours to 0630 hours.
(d) Casual
employees engaged to work Saturday or Sunday, shall be paid at double base
hourly rates.
(e) Casual
employees shall be paid a loading of one twelfth (1/12th) in addition to the
above rates, in lieu of annual leave.
The payment will be made annually prior to Christmas each year or on
termination of employment.
2.6 Contractors
(a) The base
hourly rates, as prescribed in Table 3 - Base Hourly Rates, of Part B, Monetary
Rates, shall be used as the relevant site hourly rates for the engagement of
any contractors.
3. Terms and
Conditions of Employment
3.1 Contract of
Employment
(a) Employees
shall be employed for the first three (3) months as a probation period on a day
by day basis. Employees during the
three (3) month period may be terminated by a days notice from either party. Past permanent employees re-employed within
twelve (12) months shall not be required to undertake another three (3) month
probationary period. The probationary
period shall be considered to represent service with the Company.
(b) After the
three (3) months probationary period, employment shall be on a week by week
basis. Employment may be terminated by
a week's notice by either party, or by the payment or forfeiture of the
equivalent of one week's salary rates in lieu of notice. For the purpose of
calculation of entitlement, a week shall be 38 hours (40 hours for H2O2 Work
group personnel) at salary hourly rates.
(c) Termination
payments will be made pro rata to termination date, based on hours worked. Employee’s salary hourly rate will be used
for calculation of entitlements.
(d) Nothing in
this Award shall affect the right of the Company to dismiss an employee without
notice for malingering, inefficiency, neglect of duty or misconduct. In such case entitlements shall be paid up
to the time of dismissal only.
(e) Casual
employees shall be engaged on an hourly basis and employment may be terminated
by either party on an hour's notice.
3.2 Payment of
Annualised Salary
(a) All employees
shall be paid 1/12th their annual salary by the 15th of each calendar month by
electronic funds transfer to a bank account nominated by employees. This clause shall not apply where it is not
reasonably practicable for the Company to comply, due to circumstances beyond
its direct control.
(b) In the event
an employee's salary fails to be deposited into their account by the above time
the Company shall endeavour to make alternative arrangements for payment or
part payment of personnel's salary, where late payment presents personal
difficulty or hardship.
(c) The monthly
salary shall represent employee's payment for the calendar month in which it is
paid ie salary paid on the 15th April, will be for the calendar month of April
i.e. 1st to 30th.
(d) The Company
shall supply each employee in writing details of;
(i) Monthly
salary.
(ii) Details of
any overtime, sick or other leave hours.
(iii) Amount
deducted for taxation purposes.
(iv) Any other
deductions.
(v) Net amount
paid.
(vi) Accrued annual
leave entitlement
(vii) Allocated sick
leave
(e) All changes to
salary rates arising from an increase in grading will be made effective from
the 1st of the following calendar month.
3.3 Site
Flexibility and Demarcation
(a) There will be
no demarcation barriers to site flexibility.
All employees have total site flexibility to perform or undertake any
work duties or functions the Company may reasonably require, subject to the
employee’s level of skill and competency to safely perform the task.
3.4 Superannuation
(a) All employees
shall be members of the Solvay Interox Superannuation Plan. Further details of the superannuation plan
and its benefits are available in the superannuation information booklet or
through the plan representatives.
(b) All
superannuation contributions for employees in an accumulation superannuation
scheme, will be based on their respective annualised salary rates.
(c) Contributions
of employees of defined benefit superannuation scheme, will be based on their
base hourly rates prescribed in Table 3 - Base Hourly Rates, of Part B,
Monetary Rates. For the purpose of
calculation of annual rates, the above base hourly rates will be multiplied by
one thousand nine hundred and seventy six (1,976) hours. Employees currently in
a defined benefit scheme may elect to transfer to an accumulation scheme at any
time.
(d) Superannuation
contributions to employee’s superannuation funds will be paid monthly.
3.5 H2O2 Work
Group Coverage
(a) The minimum
coverage requirements during non-business hour shifts, for the safe operation
of the AO Plant, under periods of stable AO and Hydrogen Plant operation shall
be;
(i) Minimum of
three personnel on site
(ii) Minimum of
two experienced H2O-2 work group personnel, with competency in operation of the
Hydrogen Plant, DCS control system and a qualified boiler attendant.
(iii) At least one
suitably qualified trained first aider.
(b) H2O2 work
group employees are responsible for ensuring the minimum coverage requirements
of the AO Plant are met at all times, except in the case of industrial
disputation.
(c) The existing
Site Supervisors for the purpose of this award will be considered as
experienced H2O2 work group personnel i.e. equivalent to level 8, and form
part of the minimum shift coverage requirements.
(d) Additional
coverage will be required during business hour shifts, major process
disturbances, start-ups etc. The
Company also reserves the right to request additional personnel coverage, to
ensure the safe operation of the AO process.
(e) Coverage of
suitably qualified personnel may be organised through rostering of personnel
(including 5th shift personnel), shift changes and/or call in of personnel.
3.6 H2O2 Work
Group Shift Leaders
(a) Each shift
shall designate a level 5 or above H2O2 work group employee as a shift
leader. The shift leader shall be
responsible for the safe and efficient operation of the entire shift. This includes site responsibilities. The shift leader will submit a log of the
shift's operation.
(b) The existing
Site Supervisors may undertake the role of shift leader.
(c) The shift
leader role may alternate between qualified personnel, on a shift by shift
basis. However to ensure continuity,
there shall be only one nominated shift leader per shift. The shift leader shall handover to the
oncoming nominated shift leader.
3.7 Minimum Skill
Attainment Level
(a) All personnel
of the respective work groups will undertake training as necessary to obtain
the following minimum skill attainment levels set for the individual work
groups.
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H2O2 Work Group
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Level 4
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Organics Work Group
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Level 4
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Services Work Group
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Level 3
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(b) The above
minimum skill attainment levels have been established to ensure salaried personnel
progress their training, such that they may provide coverage within the work
group as required.
(c) Employees that
fail to cooperate and actively participate in the required training or achieve
the minimum skill attainment level may be subject to disciplinary action as
defined within clause 5.8 Disciplinary Action.
3.8 Hours of Work
(a) All employees
apart from the H2O2 work group shall be engaged to work on the basis of an
average 38 hour week, on either an 8 hour or 12 hour roster arrangement. The average 38 hours per week will be
calculated over a four (4) week period in the case of 8 hour roster personnel
or six (6) weeks for 12 hour roster personnel. Untaken annual leave shall not
be considered in the calculation of the 38 hour per week average.
(b) H2O2 work
group personnel shall be engaged to work on the basis of an average 40 hour
week on a 12 hour roster arrangement.
The average 40 hours per week will be calculated over a four (4) week
period. Untaken annual leave shall not
be considered in the calculation of the 40hour per week average. Employee shall not work more than five (5)
consecutive twelve (12) hour shifts.
(c) Employees or
work groups may elect to alter their work hours or commencement times with the
prior approval of the Company, provided such arrangements does not adversely
impact on the business needs of the Company.
(d) Employees
shall not be required to work a shift greater than sixteen (16) hours
duration. Employees may elect to work
beyond the time, although the Company has the right to veto such action in the
interest of the employee’s safety.
(e) Employees
shall be entitled to a ten (10) hour break between shifts or hours worked.
(f) All employees
are responsible for the maintaining a record of daily work hours, including any
additional hours worked, leave etc.
3.9 Meal Times
(a) Maintenance
work group employees, shall be entitled to an unpaid meal break of thirty (30)
minutes per day. Meal times may be
altered as necessary to avoid disruption to operations.
(b) All other work
group employees shall take meal breaks as appropriate, during the normal course
of their work to avoid disruption to plant operations.
(c) Employees
shall not work longer than five hours without a meal break.
(d) Employees
shall be allowed a twenty (20) minute paid crib break per eight (8) hours
worked. Crib breaks may be altered as
necessary to avoid disruption to operations.
3.10 First Aid
(a) H2O2 work
group employees level 4 and above and Maintenance work group employees are required
to obtain and maintain an approved first aid certificate (St John’s Ambulance,
Red Cross etc.). Payment for first aid
accreditation, has been included in the annualised salary structure of these
personnel.
(b) The Company
will pay all direct costs associated with obtaining and renewal of first aid
certificates of personnel in clause 3.10 (a).
(c) No other
payments will be paid for first aid.
3.11 Boiler Ticket
(a) H2O2 work
group employees level 3 and above are required to obtain an intermediate boiler
operator ticket. Payment for boiler
ticket, has been included in the annualised salary structure of these
personnel.
(b) The Company
will pay all direct costs associated with obtaining of the intermediate boiler
ticket.
3.12 Forklift
License
(a) The following
work group employees are required to obtain a forklift license. Payment for a forklift license, has been
included in the annualised salary structure of these personnel.
(i) Services work
group - Levels 1 - 6.
(ii) Organics work
group - Levels 2 - 6.
(iii) H2O2 work
group - Levels 3 - 8
(b) The Company
will pay all direct costs associated with obtaining of an approved forklift
license.
(c) Forklift
license holders shall always operate forklifts in a responsible manner and ensure
the forklifts are maintained in good operating condition when being operated by
personnel as part of their work duties.
4. Leave
4.1 Leave
Arrangements
(a) In general,
the management of employee leave arrangements shall be the responsibility of
the various work groups. Leave shall be
organised such that it does not unduly impact on the overall work function and
duties of the particular work group.
(b) In the case of
the H2O2 Work Group, leave is to be managed primarily at the individual shift
level, to ensure that leave does not impact on the minimum shift coverage
requirements.
(c) For the
purpose of calculation of leave, the following current standard work hours of
the various work groups shall be used i.e.
|
H2O2 Work Group
|
12 hours/day
|
|
|
|
|
Services Work Group
|
8 or 12 hours/day
|
|
|
|
|
Other Work Groups
|
8 hours/day
|
Leave however will be calculated on the basis of any
changes to standard work hours per day of the various work groups, subject to
such changes being approved by the Company.
(d) A leave form
must be completed by employees for all leave taken. Leave forms must be approved by the Company.
4.2 Annual Leave
(a) The provisions
of the New South Wales Annual Holiday Act 1944 as amended shall apply,
modified as follows. The Company shall,
on request make available for perusal a copy of the aforementioned provisions.
(b) Permanent
employees shall be entitled to the following annual leave;
|
(i)
|
Services Work Group
|
264 Hours
|
|
|
|
|
|
(ii)
|
Organics Work Group
|
264 Hours
|
|
|
|
|
|
(iii)
|
H2O2 Work Group
|
300 Hours absence
|
|
|
|
|
|
(iv)
|
Maintenance Fitters
Work Group
|
264 Hours
|
|
|
|
|
|
(v)
|
Maintenance
Electrical/Instrument Work Group
|
264 Hours
|
The above leave entitlement comprises current annual
leave and rostered days off (RDO’s), and Picnic Day entitlements for other than
H2O2 work group personnel.
(c) Annual Leave
shall accrue from the 1st January each year.
Employees commencing after that date shall receive pro-rata entitlement.
(d) All annual
leave shall be paid at the employee’s current annualised salary rate. Employee annualised salary rates are
inclusive of leave loading.
(e) The Company
may nominate for each Work Group up to twelve (12) days per year or a total of
one hundred and four (104) hours per year as leave days, to facilitate routine
maintenance and other activities.
Employees shall be required to take annual leave during these periods if
requested by the Company.
(f) All annual
leave must be approved by the Company, prior to the leave being taken.
(g) The Company
may direct employees, with more than 12 months accumulated annual leave
entitlements, to take annual leave.
4.3 Sick Leave
(a) Permanent
employees after three (3) months continuous service, who are absent from
employment on the account of personal illness or injury, shall be entitled to
paid leave of absence at current annualised salary rates subject to the
following conditions.
(b) In the event
of personal illness or injury where the employee shall be absent from
employment, the employee shall notify the Company as soon as practicable but no
later than twenty four (24) hours after the commencement of the absence. Where at all possible notification should be
prior to their normal scheduled commencement time, to allow the work group to
make alternative arrangements for the coverage where necessary.
(c) The employee
shall as far as practicable state the nature of the illness or injury, whether
injury is work related and the estimated duration of the absence.
(d) On request the
employee shall prove to the satisfaction of the Company, by the production of a
medical certificate or other satisfactory evidence, that the absence for which
sick leave payment is being claimed was on account of personal illness or
injury. Absence of more than two
consecutive work days, requires the production of suitable documentation.
(e) Excessive
absenteeism will be dealt with initially through the respective work groups,
the Site Consultative Committee or ultimately through disciplinary action.
(f) Permanent
employees shall be entitled to ninety six (96) hours sick leave per year. An employee off due to personal illness or
injury prior to the completion of three (3) months service may apply for a
maximum of twenty four (24) hours sick leave provided the leave is supported by
a doctor's certificate.
(g) Untaken sick
leave each year shall accrue, without limit.
(h) No payment
shall be made for any untaken or accumulated sick leave.
4.4 Long Service
Leave
(a) The provisions
of the New South Wales Long Service Act, 1955 as amended shall apply.
The Company shall, upon request make available for perusal a copy of the
aforementioned provisions.
(b) Long service
leave shall be paid at the employee’s current annualised salary rate.
4.5 Bereavement
Leave
(a) An employee
other than a casual employee shall be entitled to a maximum of three (3) days
paid leave of absence at current annualised salary rates, on each occasion of
satisfactory evidence of death of the employee's spouse, de-facto spouse,
father, step- father, mother, step-mother, brother, step-brother, sister,
step-sister, child, step-child, grandfather, grandmother, father-in-law, mother-in-law,
brother-in-law, sister-in-law and subject also to the conditions below.
(b) In the case of
bereavement leave requested in the case of the death of a de-facto spouse,
adequate proof of the de-facto relationship including residence at a common
address during a reasonable period immediately preceding decease, shall be
provided to the Company and a Statutory Declaration to this effect shall also
be provided.
(c) Bereavement
leave shall not extend any period of annual leave, long service leave or any other
period of leave that the employee may be taking at that time.
4.6 Personal
Carer’s Leave
4.6.1 Use of Sick
Leave -
(a) An employee,
other than a casual employee, with responsibilities in relation to a class of
person as set out in subparagraph (ii) of paragraph (c) of this subclause who
needs the employee's care and support, shall be entitled to use, in accordance
with this subclause, any current or accrued sick leave entitlement provided for
in clause 4.3 Sick Leave, for absences to provide care and support for such
persons when they are ill. Such leave
may be taken for part of a single day.
(b) The employee
shall, if required, establish either by production of a medical certificate or
statutory declaration the illness of the person concerned and that the illness
is such as to require care by another person.
In normal circumstances, an employee must not take carer's leave under
this subclause where another person has taken leave to care for the same
person.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(c) a child or an
adult child (including an adopted child, a stepchild, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household where, for the purpose of
this paragraph:
(1) "relative"
means a person related by blood, marriage or affinity;
(2) "affinity"
means a relationship that one spouse, because of marriage, has to blood
relatives of the other; and
(3) "household"
means a family group living in the same domestic dwelling.
(d) An employee
shall, wherever practicable, give the employer notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person's relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it
is not practicable for the employee to give prior notice of absence, the
employee shall notify the employer by telephone of such absence at the first
opportunity on the day of absence.
4.6.2 Unpaid Leave
for Family Purpose -
(a) 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 as set
out in subparagraph (ii) of paragraph (c) of subclause (1) of this clause, who
is ill.
4.6.3 Annual Leave -
(a) An employee
may elect, with the consent of the employer, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five 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
exclusive 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 consecutive annual leave days are
taken.
4.6.4 Time Off in
Lieu of Payment for Overtime -
(a) An employee
may elect, with the consent of the employer, to take time off in lieu of
payment for overtime at a time or times agreed with the employer within 12
months of the said election.
(b) Overtime taken
as time off during ordinary-time hours shall be taken at the ordinary-time
rate, that is, an hour for each hour worked.
(c) If, having
elected to take time as leave in accordance with paragraph (a) of this
subclause, the leave is not taken for whatever reason, payment for time accrued
at overtime rates shall be made at the expiry of the 12-month period or on
termination.
(d) Where no
election is made in accordance with paragraph (a), the employee shall be paid
overtime rates in accordance with the award.
4.6.5 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 this award, at the
ordinary rate of pay.
(b) An employee on
shift work 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.
4.6.6 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 the employer.
(d) This subclause
is subject to the employer informing each union, which is both party to the
award and which 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(s) to participate in negotiations.
4.7 Public Holidays
(a) All payments
for public holidays, are built into the employee’s annualised salary.
(b) Employees
other than H2O2 work group personnel, would not normally be required to work on
gazetted public holidays. In the event that
employees other than H2O2 work group personnel are require to work on a
gazetted public holiday, all hours worked will be considered as additional work
hours for the calculation of overtime eligibility.
(c) Annual Leave
and Long Service Leave shall be extended by one day for each Public Holiday
that the employee would normally be rostered to work, that falls within the
period of Annual or Long Service Leave.
4.8 Parental Leave
(a) The provisions
of Division 3 Parental Leave, of the New South Wales Industrial Relations
Act 1996, apply to and are deemed to form part of this Consent Award. Parental leave covers maternity, paternity
and adoption leave.
(b) The Company
shall, upon request make available for perusal a copy of the aforementioned
provisions.
4.9 Jury Service
(a) An employee
shall notify the Company as soon as possible on formal notification of
requirement to attend court for jury service.
The employee shall provide documentary proof of attendance, duration and
amount received in respect of such jury service. The Company shall on presentation of above, make up the
difference between jury service payment and the employee's salary.
(b) In the event
an employee is not required to serve jury service after presenting for court,
the employee shall return to work at the earliest possible convenience. It may be that only part of a day is
required for jury obligations.
(c) Jury service
shall not extend any period of annual leave, long service leave or any other
period of leave that the employee may be taking at that time.
4.10 Process
Shutdowns
(a) The Company
reserves the right to nominate one period per year for the annual shutdown of
plants for maintenance purposes.
Provided one (1) month notice of such shutdown is given, employee may be
required to take leave.
4.11 Discretionary
Leave
(a) In
circumstances of genuine need or hardship, employees may request additional
leave from the Company. Normally
employees would be expected to have used all their existing leave entitlements,
before applying for any discretionary leave.
Such leave shall be at the discretion of the Company, as to whether it
is paid or unpaid leave. Employees
should discuss requirements with their respective Manager.
5. Other Provisions
5.1 Protective
Clothing
(a) The Company
shall supply to all employees protective clothing and additional safety
equipment suitable for the safe performance of employee duties. The employee shall wear the specified
protective clothing and safety equipment.
(b) Protective
clothing and other equipment issued to employees shall remain the property of
the Company at all times. The employee
shall take all reasonable care and responsibility for the maintenance of
clothing and equipment issued to them.
(c) Employees
shall return all protective clothing and equipment issued on termination of
employment. The Company may deduct
reasonable costs considering the age and condition of protective clothing or
equipment from an employees final termination payment in the event such
equipment is not returned to the Company.
(d) The Company
shall be responsible for the supply of laundering services for Company issued
protective clothing.
5.2 Right of Entry
(a) The provisions
of the New South Wales Industrial Relations Act 1996, covering the right
of entry, shall apply to this Consent Award.
5.3 Workplace
Health and Safety
(a) The Company
and employees shall comply with the requirements of the Occupational Health
and Safety Act 2000, as amended and with Regulations made under the Act.
(b) The provisions
of the New South Wales Workers Compensation Act 1987 as amended shall
apply.
(c) Employees
shall ensure all work is performed in a safe and responsible manner, with
particular attention to the maintenance of housekeeping standards.
(d) All permanent
employees shall attend bi-annual, safety training sessions conducted over an
eight (8) hour period.
(e) All employees
retain the right to refuse to undertake work on the grounds of safety
concerns. In such cases the Company's
refusal to work on the grounds of safety procedure, shall apply.
5.4 Termination of
Employment
(a) Termination of
employment by the Company shall not be harsh, unjust or unreasonable.
Termination may be made without notice in the event of gross misconduct or with
notice in the event of disciplinary action taken under 5.8.
(b) Prior to any
termination the employee shall be formally advised that his/her actions or
performance are unacceptable to the Company and they then be given the opportunity
to give reason(s) why the Company should not terminate their employment
contract.
5.5 Company
Policies, Procedures and Rules
(a) All employees
shall comply with the policies, procedures and rules of the Company.
(b) All employees
shall work within and comply with any Government regulations that directly
affect the Company's operations and business.
(c) The Company’s
Anti Discrimination and Harassment policy will operate on principles designed
to prevent and eliminate discrimination in the workplace consistent with the
objectives of the Industrial Relations Act 1996.
5.6 Grievance
& Dispute Resolution Procedure
(a) It is in the
interests of all parties that grievances and disputes are resolved speedily and
effectively without recourse to industrial action, avoiding disruption to
operations and potential loss of employee salary. The following procedure is intended to facilitate the resolution
of grievance and disputes informally at the lowest level of direct contact
possible. All work shall continue
without any bans or limitations being imposed whilst the grievance and dispute
resolution procedure is being implemented.
(b) In the event
of a grievance or dispute the following stages shall be followed as speedily as
practicable allowing reasonable time for sensible discussion at each stage,
with the aim of resolving the grievance or dispute through conciliation at the
lowest level possible.
|
Stage 1
|
If possible without
escalating the situation, the employee should attempt to raise and
|
|
|
discuss the issue with the
other person involved, his/her work group colleagues or if
|
|
|
it involves a Company issue
with his/her immediate Supervisor or Manager.
|
|
|
All attempts should be made
to resolve the issue at this level avoiding any formal
|
|
|
recourse or direct
involvement of Delegates or senior management.
|
|
|
|
|
Stage 2
|
If the matter cannot be
resolved at Stage 1, the employee shall formally raise the
|
|
|
issue with the Department or
Area Manager. A meeting between the employee,
|
|
|
Manager and any other
relevant personnel shall then be organised.
The Site
|
|
|
Consultative Committee should
also be considered as a useful forum to resolve the
|
|
|
issue.
|
|
|
|
|
Stage 3
|
If the matter cannot be resolved
at Stage 2, a meeting between the employee,
|
|
|
Delegate, and Production or
other senior Manager shall be organised to resolve the
|
|
|
matter. At this stage the Delegate may wish to
refer the matter to the respective
|
|
|
Industrial Organisation
Organiser or Industrial Advocate for advice or intervention
|
|
|
prior to reconvening a
further meeting. Similarly the
Company's representative may
|
|
|
seek further advice from the
Company's Managing Director or other source, in an
|
|
|
attempt to resolve the matter
in house.
|
|
|
|
|
Stage 4
|
If the matter is still not
resolved, it may be referred by either party to the Industrial
|
|
|
Relations Commission of New
South Wales in order for the Industrial Relations
|
|
|
Commission to exercise its
function under the Industrial Relations Act 1996.
|
(c) Employees may
elect to involve their respective Delegate at any stage of the grievance and dispute
resolution procedure, however in the interests of the speedy resolution of
matters it is preferable that Delegates should only become directly involved at
stage 3 of the above procedure.
(d) No party in a
dispute shall be prejudiced by the continuation of normal operations whilst the
grievance and dispute resolution procedures are being followed.
5.7 Abandonment of
Employment
(a) An employee
absent from work for a period of more than two (2) days without the consent of the
Company or without notification to the Company, shall have deemed to have
abandoned his/her employment with the Company and shall be terminated without
notice.
(b) Notwithstanding
paragraph (a) of this subclause, reinstatement of employment will be considered
in the event that the employee is physically unable to provide notification to
the Company.
5.8 Disciplinary
Action
(a) In the event
that an employee's performance or action's are considered to be unsatisfactory
the employee's work group colleagues should initially discuss or counsel the
employee, about his/her actions or aspects of his/her performance that is
considered as unsatisfactory to the work group and what standard(s) is expected of the employee.
(b) In the event
that the employee's performance or actions continues to be unacceptable and/or
fails to respond to the initial counselling, the matter may be referred to the
Site Consultative Committee, if considered appropriate as an effective means to
deal with the situation. The Committee may
request the presence of the employee at the meeting.
(c) If the
employee's performance or actions continues to be unacceptable and/or fails to
respond to the above counselling, the matter should be directed to his/her
Manager. The Manager may either consider
further counselling or organise a formal interview of the employee. The formal interview process is outlined
below.
(i) The employee
shall be notified that he/she shall be given a formal interview and the reason
for the interview. The employee should
be encouraged to have a work group colleague or delegate present at the
interview.
(ii) The formal
interview shall be attended by the employee, any co employee, the employee's
Manager and other personnel as deemed appropriate i.e. Production Manager or
other employees.
(iii) The reason
for the interview should be clearly stated at the commencement of the
interview, after which the employee shall be given the opportunity to
respond. The employee shall then be
advised of what actions are to be taken and a time or period set to review the
employee's performance.
(iv) A written
record of the interview shall be taken.
All personnel present at the interview should then sign the record of
interview. Signature does not
necessarily represent personal agreement with the reasons or actions taken in
the interview but rather the document represents a fair and reasonable summary
of the interview. Copies of the record
of interview shall be given to all parties that have signed, the employee's
Manager and the Production Manager.
(d) Further formal
interviews may be held if the employee's performance or actions remain of an
unsatisfactory nature. In the event of
an employee's second formal interview the employee shall be advised that
continued poor performance necessitating a further formal interview may result
in the termination of the employee's employment with the Company.
(e) The degree or
extent of action(s) taken during formal interview shall be commensurate with
the level of the employee's unsatisfactory performance and the number of
interviews. Such actions may include
but shall not necessarily be limited to, compulsory training/counselling,
temporary demotion of grading, the change of shift, temporary suspension and
ultimately termination of employment.
5.9 Redundancy
(a) Redundancy
will occur when the Company has made a definitive decision that it can no
longer find suitable work for an employee and this decision results in the
requirement to terminate the employment of an employee.
(b) In the event
of the redundancy of an employee the following notice of termination will be
provided or payment made in lieu of notice:
|
Period of
Continuous Service
|
Period of Notice
|
|
|
|
|
Less than 1 year
|
1 week
|
|
1 to 2 years
|
2 weeks
|
|
2 to 3 years
|
3 weeks
|
|
Greater than 3
years
|
4 weeks
|
(c) An employee
whose employment is terminated due to redundancy shall be entitled to three
week of severance pay for each year of completed continuous service.
The Company's liability in respect of this clause will
be a maximum of fifty two (52) weeks severance pay irrespective of the length
of service of an employee.
For the purpose of calculation of entitlement, a week
shall be 38 hours (40 hours for H2O2 Work Group personnel) at salary hourly
rates.
(d) The Company
shall not be liable for the payment of severance pay as provided under
paragraph (c) of this subclause, if the Company offers the employee alternative
permanent work on site for which the employee is competent to perform.
(e) The Company
will offer access to suitable outplacement support services to employees who
have been made redundant. The
reasonable cost of such services will be reimbursed by the Company.
5.10 No Extra Claims
(a) There shall be
no further salary increases or claims during the term of this award.
PART B
SALARY MONETARY
RATES
Table 1 - Annual
Salary
|
Personnel
|
Annual Salary
Rates
|
|
% Relativity
|
1.3.2004
|
1.1.2005
|
1.1.2006
|
|
|
|
4% Increase
|
5% Increase
|
|
Service Work Group Personnel
|
|
Level 1
|
100.0%
|
$49,810.80
|
$51,803.23
|
$54,393.39
|
|
Level 2
|
107.5%
|
$53,546.62
|
$55,688.48
|
$58,472.90
|
|
Level 3
|
112.5%
|
$56,037.16
|
$58,278.64
|
$61,192.57
|
|
Level 4
|
115.0%
|
$57,282.42
|
$59,573.72
|
$62,552.40
|
|
Level 5
|
117.5%
|
$58,527.70
|
$60,868.80
|
$63,912.24
|
|
Level 6
|
122.5%
|
$61,018.24
|
$63,458.96
|
$66,631.91
|
|
Organics Work Group Personnel
|
|
Level 1
|
100.0%
|
$54,416.96
|
$56,593.64
|
$59,423.32
|
|
Level 2
|
105.0%
|
$57,137.81
|
$59,423.32
|
$62,394.49
|
|
Level 3
|
110.0%
|
$59,858.66
|
$62,253.00
|
$65,365.65
|
|
Level 4
|
112.5%
|
$61,219.08
|
$63,667.84
|
$66,851.24
|
|
Level 5
|
115.0%
|
$62,579.50
|
$65,082.68
|
$68,336.82
|
|
Level 6
|
120.0%
|
$65,300.35
|
$67,912.37
|
$71,307.98
|
|
H2O2 Work Group Personnel
|
|
Level 1
|
100.0%
|
$59,558.72
|
$61,941.07
|
$65,038.12
|
|
Level 2
|
107.5%
|
$64,025.62
|
$66,586.65
|
$69,915.98
|
|
Level 3
|
117.5%
|
$69,981.50
|
$72,780.76
|
$76,419.79
|
|
Level 4
|
125.0%
|
$74,448.40
|
$77,426.34
|
$81,297.65
|
|
Level 5
|
130.0%
|
$77,426.34
|
$80.523.39
|
$84,549.56
|
|
Level 6
|
135.0%
|
$80,404.27
|
$83,620.44
|
$87,801.47
|
|
Level 7
|
140.0%
|
$83,382.21
|
$86,717.50
|
$91,053.37
|
|
Level 8
|
145.0%
|
$86,360.14
|
$89,814.55
|
$94,305.28
|
|
Maintenance Personnel - Fitters
|
|
Level 1
|
100.0%
|
$53,560.00
|
$55,702.40
|
$58,487.52
|
|
Level 2
|
105.0%
|
$56,238.00
|
$58,487.52
|
$61,411.90
|
|
Level 3
|
110.0%
|
$58,916.00
|
$61,272.64
|
$64,336.27
|
|
Level 4
|
112.5%
|
$60,255.00
|
$62,665.20
|
$65,798.46
|
|
Level 5
|
115.0%
|
$61,594.00
|
$64,057.76
|
$67,260.65
|
|
Level 6
|
117.5%
|
$62,933.00
|
$65,450.32
|
$68,722.84
|
|
Maintenance Personnel - Electrical/Instrument
|
|
Level 1
|
105.0%
|
$56,238.00
|
$58,487.52
|
$61,411.90
|
|
Level 2
|
110.0%
|
$58,916.00
|
$61,272.64
|
$64,336.27
|
|
Level 3
|
115.0%
|
$61,594.00
|
$64,057.76
|
$67,260.65
|
|
Level 4
|
125.0%
|
$66,950.00
|
$69,628.00
|
$73,109.40
|
|
Level 5
|
130.0%
|
$69,628.00
|
$72,413.12
|
$76,033.78
|
|
Level 6
|
135.0%
|
$72,306.00
|
$75,198.24
|
$78,958.15
|
Table 2 - Salary
Hourly Rates
|
Personnel
|
Salary Hourly
Rates
|
|
% Relativity
|
1.3.2004
|
1.1.2005
|
1.1.2006
|
|
|
|
4% Increase
|
5% Increase
|
|
Service Work Group Personnel
|
|
Level 1
|
100.0%
|
$25.2079
|
$26.2162
|
$27.5270
|
|
Level 2
|
107.5%
|
$27.0985
|
$28.1824
|
$29.5916
|
|
Level 3
|
112.5%
|
$28.3589
|
$29.4932
|
$30.9679
|
|
Level 4
|
115.0%
|
$28.9891
|
$30.1486
|
$31.6561
|
|
Level 5
|
117.5%
|
$29.6193
|
$30.8041
|
$32.3443
|
|
Level 6
|
122.5%
|
$30.8797
|
$32.1149
|
$33.7206
|
|
Organics Work Group Personnel
|
|
Level 1
|
100.0%
|
$27.5389
|
$28.6405
|
$30.0725
|
|
Level 2
|
105.0%
|
$28.9159
|
$30.0725
|
$31.5762
|
|
Level 3
|
110.0%
|
$30.2928
|
$31.5046
|
$33.0798
|
|
Level 4
|
112.5%
|
$30.9816
|
$32.2206
|
$33.8316
|
|
Level 5
|
115.0%
|
$31.6698
|
$32.9366
|
$34.5834
|
|
Level 6
|
120.0%
|
$33.0467
|
$34.3686
|
$36.0870
|
|
H2O2 Work Group Personnel
|
|
Level 1
|
100.0%
|
$30.1411
|
$31.3467
|
$32.9140
|
|
Level 2
|
107.5%
|
$32.4016
|
$33.6977
|
$35.3826
|
|
Level 3
|
117.5%
|
$35.4157
|
$36.8324
|
$38.6740
|
|
Level 4
|
125.0%
|
$37.6763
|
$39.1834
|
$41.1425
|
|
Level 5
|
130.0%
|
$39.1834
|
$40.7507
|
$42.7882
|
|
Level 6
|
135.0%
|
$40.6904
|
$42.3180
|
$44.4339
|
|
Level 7
|
140.0%
|
$42.1975
|
$43.8854
|
$46.0796
|
|
Level 8
|
145.0%
|
$43.7045
|
$45.4527
|
$47.7253
|
|
Maintenance Personnel - Fitters
|
|
Level 1
|
100.0%
|
$27.1053
|
$28.1895
|
$29.5989
|
|
Level 2
|
105.0%
|
$28.4605
|
$29.5989
|
$31.0789
|
|
Level 3
|
110.0%
|
$29.8158
|
$31.0084
|
$32.5588
|
|
Level 4
|
112.5%
|
$30.4934
|
$31.7132
|
$33.2988
|
|
Level 5
|
115.0%
|
$31.1711
|
$32.4179
|
$34.0388
|
|
Level 6
|
117.5%
|
$31.8487
|
$33.1226
|
$34.7788
|
|
Maintenance Personnel - Electrical/Instrument
|
|
Level 1
|
105.0%
|
$28.4605
|
$29.5989
|
$31.0789
|
|
Level 2
|
110.0%
|
$29.8158
|
$31.0084
|
$32.5588
|
|
Level 3
|
115.0%
|
$31.1711
|
$32.4179
|
$34.0388
|
|
Level 4
|
125.0%
|
$33.8816
|
$35.2368
|
$36.9987
|
|
Level 5
|
130.0%
|
$35.2368
|
$36.6463
|
$38.4786
|
|
Level 6
|
135.0%
|
$36.5921
|
$38.0558
|
$39.9586
|
Table 3 - Base
Hourly & Overtime Rates
|
Personnel
|
Base Hourly & Overtime
Rates
|
|
|
1.3.2004
|
1.1..2005
|
1.1.2006
|
|
|
|
4% Increase
|
5% Increase
|
|
|
Base Hr
|
Overtime
|
Base Hr
|
Overtime
|
Base Hr
|
Overtime
|
|
Service Work Group Personnel
|
|
Level 1
|
$16.5013
|
$33.0025
|
$17.1613
|
$34.3226
|
$18.0194
|
$36.0388
|
|
Level 2
|
$17.7539
|
$35.5079
|
$18.4641
|
$36.9282
|
$19.3873
|
$38.7746
|
|
Level 3
|
$18.5891
|
$37.1781
|
$19.3326
|
$38.6653
|
$20.2993
|
$40.5985
|
|
Level 4
|
$19.0066
|
$38.0132
|
$19.7669
|
$39.5338
|
$20.7552
|
$41.5105
|
|
Level 5
|
$19.4242
|
$38.8484
|
$20.2012
|
$40.4023
|
$21.2112
|
$42.4224
|
|
Level 6
|
$20.2593
|
$40.5186
|
$21.0697
|
$42.1394
|
$22.1232
|
$44.2463
|
|
Organics Work Group Personnel
|
|
Level 1
|
$16.7214
|
$33.4429
|
$17.3903
|
$34.7806
|
$18.2598
|
$36.5196
|
|
Level 2
|
$17.5664
|
$35.1329
|
$18.2691
|
$36.5382
|
$19.1825
|
$38.3651
|
|
Level 3
|
$18.4115
|
$36.8231
|
$19.1480
|
$38.2960
|
$20.1054
|
$40.2108
|
|
Level 4
|
$18.8341
|
$37.6682
|
$19.5875
|
$39.1749
|
$20.5668
|
$41.1336
|
|
Level 5
|
$19.2565
|
$38.5131
|
$20.0268
|
$40.0536
|
$21.0281
|
$42.0563
|
|
Level 6
|
$20.1016
|
$40.2033
|
$20.9057
|
$41.8114
|
$21.9510
|
$43.9020
|
|
H2O2 Work Group Personnel
|
|
Level 1
|
$16.5019
|
$33.0038
|
$17.1620
|
$34.3239
|
$18.0201
|
$36.0401
|
|
Level 2
|
$17.6448
|
$35.2897
|
$18.3506
|
$36.7013
|
$19.2682
|
$38.5363
|
|
Level 3
|
$19.3039
|
$38.6077
|
$20.0760
|
$40.1520
|
$21.0798
|
$42.1596
|
|
Level 4
|
$20.3243
|
$40.6486
|
$21.1373
|
$42.2746
|
$22.1941
|
$44.3883
|
|
Level 5
|
$21.1539
|
$42.3078
|
$22.0001
|
$44.0001
|
$23.1001
|
$46.2001
|
|
Level 6
|
$21.9836
|
$43.9672
|
$22.8630
|
$45.7259
|
$24.0061
|
$48.0122
|
|
Level 7
|
$22.8131
|
$45.6263
|
$23.7257
|
$47.4513
|
$24.9119
|
$49.8239
|
|
Level 8
|
$23.6426
|
$47.2853
|
$24.5883
|
$49.1767
|
$25.8178
|
$51.6355
|
|
Maintenance Personnel - Fitters
|
|
Level 1
|
$22.9027
|
$45.8053
|
$23.8188
|
$47.6376
|
$25.0097
|
$50.0194
|
|
Level 2
|
$23.9333
|
$47.8666
|
$24.8906
|
$49.7813
|
$26.1352
|
$52.2704
|
|
Level 3
|
$25.1930
|
$50.2859
|
$26.2007
|
$52.4014
|
$27.5107
|
$55.0214
|
|
Level 4
|
$25.7655
|
$51.5310
|
$26.7961
|
$53.5922
|
$28.1359
|
$56.2718
|
|
Level 5
|
$26.3380
|
$52.6760
|
$27.3915
|
$54.7830
|
$28.7611
|
$57.5222
|
|
Level 6
|
$26.9106
|
$53.8212
|
$27.9870
|
$55.9741
|
$29.3864
|
$58.7728
|
|
Maintenance Personnel - Electrical/Instrument
|
|
Level 1
|
$24.8995
|
$49.7989
|
$25.8955
|
$51.7909
|
$27.1902
|
$54.3804
|
|
Level 2
|
$26.0852
|
$52.1704
|
$27.1286
|
$54.2572
|
$28.4850
|
$56.9700
|
|
Level 3
|
$27.2709
|
$54.5418
|
$28.3617
|
$56.7234
|
$29.7798
|
$59.5596
|
|
Level 4
|
$29.6423
|
$59.2846
|
$30.8280
|
$61.6560
|
$32.3694
|
$64.7388
|
|
Level 5
|
$30.8280
|
$61.6560
|
$32.0611
|
$64.1222
|
$33.6642
|
$67.3283
|
|
Level 6
|
$32.0139
|
$64.0278
|
$33.2945
|
$66.5889
|
$34.9592
|
$69.9184
|
T. M. KAVANAGH J.
____________________
Printed by
the authority of the Industrial Registrar.