NALCO AUSTRALIA PTY LTD ENTERPRISE AWARD 2004
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Nalco
Australia Pty Ltd.
(No. IRC 1668 and 3312 of 2004)
|
Before Mr Deputy
President Sams
|
1 July 2004
|
AWARD
Arrangement
PART A
Clause No. Subject Matter
1. Parties
to the Award
2. Relationship
to Parent Award
3. Performance
Measures
4. Area,
Incidence & Duration of Award
5. Settlement
of Grievances and Claims
6. Contract
of Employment
7. Casual
Employment
8. Hours of
Work
9. Working
of 38 Hour Week
10. Shift Work
11. Late Meal
Break
12. Overtime
13. Meal
Allowance
14. Annual
Leave Loading
15. Sick Leave
16. Personal/Carer’s
Leave
17. Paternal
Leave
18. Bereavement
Leave
19. Anti
Discrimination & Harassment
20. Payment of
Wages
21. Jury
Service
22 Redundancy
23. Termination
by Dismissal
24. Superannuation
25. Unions/Employee
Bodies
26. No Extra
Claims
27. Quality
28. Safety
& Environment
29. Consultative
Committee(s)
30. Wages
Rates and Allowances
PART B
MONETARY RATES
Table 1 - Wage Rates
Table 2 - Other Rates
and Allowances
Appendix 1
PART A
1. Parties to the
Award
This award shall cover and be binding upon:
(a) The employees
of the Company engaged within the classifications of the parent awards identified.
(b) The employer -
Nalco Australia Pty. Ltd.
(c) The Australian
Workers' Union, New South Wales.
2. Relationship to
Parent Award
The Award is to read in conjunction with the terms and
conditions of the Chemical Workers (State) Award and the Metal, Engineering and
Associated Industries (State) Award except that where an inconsistency occurs
between this award and the aforementioned awards, the terms and conditions of
this award to the extent of the inconsistency shall prevail.
3. Performance
Measures
Appendix 1 details the performance measures that are an
integral part of this award.
4. Area, Incidence
& Duration of Award
This award shall apply to employees of Nalco Australia Pty
Ltd employed in classifications outlined in the Chemical Workers (State) Award
and the Metal, Engineering and Associated Industries (State) Award.
This award rescinds and replaces the Nalco Australia Pty
Limited (Reviewed) Award 2001, published 7 December 2001 (330 IG 70) and shall
take effect from the first full pay period to commence on or after 1 July 2004
and shall remain in force thereafter until 1 July 2005.
5. Settlement of
Grievances and Claims
The principle of conciliation by direct negotiation shall be
adopted for the purpose of the prevention and settlement of any industrial
dispute that may arise between the employees and the employer. Any dispute or
claim shall be dealt with in the following manner:
(a) The matter
shall be submitted by the accredited representative of the employees to the
Industrial Officer or other appropriate representative of the employer.
(b) If agreement
has not been reached the matter may be discussed between the Chief Executive
Officer or his/her representative and representative employees.
(c) In the event
of discussion failing to prevent or settle the dispute the Industrial Registrar
shall be advised and requested to arrange for conference appointed under the
terms section 132 of the Industrial Relations Act 1996 (N.S.W.) to
consider the matter. If the grievance
is unable to be conciliated, the issue is to be resolved pursuant to section
135 of the Industrial Relations Act 1996 (NSW).
(d) Work is to
continue while the discussions (a) to (c) are in progress.
This procedure shall not limit either parties' rights to
commence legal proceedings at any time in relation to a grievance.
6. Contract of
Employment
All employees shall be deemed to be paid by the week with
the exception of employees employed expressly as casual employees.
A period of 3 months shall be observed as an initial
probationary period of on the job training for each employee. During that period regular assessments will
be made in conjunction with the employee, his/her immediate supervisor and the
employee representative.
Except in cases of redundancy and gross misconduct the
period of notice required to terminate the employment contract will be that
specified in the parent award.
7. Casual Employment
(a) A casual
employee is one engaged and paid as such.
A casual employee for working ordinary time shall be paid per hour one
thirty-eighth of the weekly rate prescribed by this agreement for the work
performed plus 20%. The 20% casual
loading is in lieu of sick leave, annual leave and annual leave loading.
(b) Hourly
overtime rates for casual employees are to be paid at the rate applying to
permanent employees.
8. Hours of Work
(a) the Ordinary
Hours of Work Shall be an Average of 38 Hours Per Week, to be Worked on the Basis
of 152 Hours Within a Work Cycle Not Exceeding Twenty-Eight Consecutive Days.
(b) Thirty-Eight
Hours Shall Constitute a Week's Work on Day Work Such Hours to be Worked in
Five Days, Monday to Friday Inclusive and Unless Mutually Agreed Upon the Time
of Commencing a Meal Break Shall Not Exceed Five Hours from the Normal Time of
Commencing Work. for Production Purposes Meal Breaks May be Taken After 4 Hours
from the Normal Time of Commencing Work.
(c) Except where
otherwise mutually agreed upon the starting time on day work shall not be
earlier than 7:00 a.m. and the finishing time not later than 5:00 p.m. Provided, however, in cases of emergency
over which the employer has no control, the hours of shifts and hours of work
for any employee may be altered without notice.
9. Working of 38 Hour
Week
The method of working of the 38 hour week shall be by
rostering employees off on a weekday during a particular work cycle so that
each employee has one weekday off during that work cycle.
Each employee shall be advised by the employer at least four
weeks in advance of the week day he/she is to take off during the work cycle.
The employer may substitute the day an employee is to take
off for another day in the case of a planned shutdown or some other existence. On such a case the employee will receive at
least one weeks notice and an alternative rostered day off will be given by the
employer.
10. Shift Work
For the purpose of this clause:
'Afternoon Shift' means any shift finishing after 6:00 p.m.
and at or before midnight.
'Night Shift' means any shift finishing subsequent to
midnight and at or before 9:00 a.m.
'Continuous Shift Work' means an employee working eight
hours per shift inclusive of crib time and who normally works on Sundays and
holidays.
'Non Continuous Shift Work' means an employee:
(a) who works at
least five consecutive days of eight hours per shift inclusive of crib time and
who does not normally work on Sundays and holidays, or
(b) who works at
least five consecutive days of eight hours per shift exclusive of meal hours
and who does not normally work on Sundays or holidays.
'Crib Time' means time for 'crib' to be taken at a suitable
opportunity in any shift or period so as not to interfere with the employee's duties
and such crib time shall be paid for at the appropriate rate.
Shift allowances: 15% - afternoon shift, 30% night shift.
11. Late Meal Break
Any employee required to take a late meal break as approved
by their Supervisor will be paid that meal break at the rate of time and one
half.
12. Overtime
(a) Overtime shall
be paid for time worked before or after the time an employee usually begins or
leaves work, each day to be reckoned by itself. Any overtime worked is to be authorised by management.
(b) Overtime shall
be paid on the following basis:
(1) On any day
other than one of the specific public holidays and Sundays - at the rate of
time and a half for the first two hours and double time thereafter.
(2) On a Sunday at
the rate of double time.
(3) On a specified
public holiday at the rate of double time and a half.
(c) An employee
working overtime shall be allowed paid crib time of twenty minutes after each
four hours of overtime worked if the employee continues to work after such crib
time.
Unless the overtime is less than two hours, an employee
who starts overtime after working ordinary
hours will be entitled to crib time or payment in lieu.
Crib time is to be paid at the appropriate overtime
rate.
(d) An employee called
back to work after having ceased work for the day shall be paid the appropriate
penalty rate for all the time worked, with a minimum payment equivalent to four
hours at overtime rates.
This Sub-Clause Shall Not Apply in Cases Where It is
Customary for an Employee to Return to the Employer's Premises to Perform a
Specific Job Outside His Ordinary Working Hours Or Where the Overtime is
Continuous (Subject to a Reasonable Meal Break) With the Completion or
commencement of ordinary working time.
(e) When an
employee after having worked overtime for which he/she has not been regularly
rostered finishes at a time when the usual or reasonable means of transport are
not available the employer shall provide him with a conveyance to his home or
pay him the ordinary rate of wage for the time reasonable occupied in reaching
his home.
(f) The employer
may require an employee to work reasonable overtime at overtime rates and such
employee shall work overtime in accordance with such requirements.
(g) An employee (other
than a casual employee) who works so much overtime between the termination of
his/her ordinary work on one day and the commencement of his ordinary work on
the next day that he/she has not had a least ten consecutive hours off duty
between those times, shall, subject to this sub-clause, be released after
completion of such overtime until he/she has had ten consecutive hours off duty
without loss of pay for ordinary working time occurring during such
absence. If on the instructions of
his/her employer, an employee resumes or continues work without having had such
ten consecutive hours off duty he/she shall be paid at double rates until
he/she is released from duty for such period and he/she shall then be entitled
to be absent until he/she has had ten consecutive hours off duty without loss
of pay for ordinary working time occurring during such absence.
13. Meal Allowance
An employee required to work overtime for more than two
hours without being notified on the previous day or earlier that he/she will be
so required to work shall be paid a meal allowance as set out in Item 1 of
Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, for the first
meal. A second meal allowance will be
paid should the overtime worked exceed a total of eight hours in any one day.
14. Annual Leave
& Loading
In addition to annual leave of 20 days per annum a loading
of 20% on the total rate of pay is to be payable when proceeding on annual
leave.
15. Sick Leave
Paid sick leave entitlements are to be 10 days per
year. Employees taking more than a
single day absence at any one time are to provide the employer with a
certificate from a duly qualified medical practitioner stating the reason for
the absence.
Where an employee suffers a severe illness not covered by
workers' compensation which in one continuous period of absence exhausts all
his/her credit and he/she is still absent due to that severe illness the
company will grant further paid sick leave as follows:
(a) After one
years service up to six weeks pay at ordinary rates in any one year.
(b) After five
years service up to twelve weeks pay at ordinary rate in any one year.
Severe illness is defined as an illness of at least two weeks
duration requiring hospitalisation or strict medical supervision which would
prevent attendance at work. Such
illness must be supported by necessary documentation.
It is expected that normal sick leave allowance of seventy
six (76) hours per year will cover the usual seasonal or minor illnesses. Sick pay is for sick people and provisions
for sick leave are not to be abused and taken as additional holidays.
16. Personal/Carer’s
Leave
(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) 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 16, 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 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 subparagraph:
(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.
(f) 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.
(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 set out
in subparagraph (ii) or paragraph (c) of subclause (1) who is ill.
(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 shut down 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) 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 the said paragraph (a), the employee shall
be paid overtime rates in accordance with the award.
(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 the 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.
(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 member 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.
17. Parental Leave
See Industrial Relations Act 1996
18. Bereavement Leave
(a) Entitlement
An employee shall on the death within Australia of a
wife, husband, partner, father, mother, step-father, step-mother, foster father,
foster mother, brother, sister, father-in-law, mother-in-law, child or step
child, or significant other person to the employee, be entitled to two days
paid leave.
The words "wife" and "husband"
shall not include a wife or husband from whom the employee is legally separated
but shall include a person who lives with the employee in a de facto
relationship.
(b) Proof
The employee shall furnish proof of such death to the
satisfaction of the company if so requested.
(c) Coincidence
with other Leave
This clause shall have no operation if it coincides
with any other period of leave.
19. Anti
Discrimination and Harassment
The Company’s Anti Discrimination and Harassment policy will
operate on principles designed to prevent and eliminate discrimination in the
workplace consistent with the objects of the Industrial Relations Act 1996.
(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, Marital
Status, Disability, Homosexuality, Transgender Identity, Age and
Responsibilities as a Carer.
(b) 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.
(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
practice 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 matter 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
partes by the legislation referred to in this clause.
Notes:
(i) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(ii) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects any other act or practice of
a body established to propagate religion that
conforms to the doctrines of that religion or is
necessary to avoid injury to the religious susceptibilities
of the adherents of that religion."
20. Payment of Wages
Wages shall be paid weekly into a bank account nominated by
the employee. Such payment will be on
the Wednesday following the pay week ending the previous Monday. Special arrangements will be made should
public holidays fall on any Wednesday.
21. Jury Service
Employees shall be entitled to leave without loss of pay
(after taking into account jury pay) for time spent on jury service.
22. Redundancy
Definitions:
(a)
(1) 'Redundancy' is
Defined as Termination of Employment Where the Whole Or Main Reason for
Termination is that the Employer's Need for the Employees to Do Work of a
Particular Kind Has Diminished Or Ceased, But It Shall Not Include Or Apply to
Termination of Employment in the Following Instances:
(i) termination
on account of malingering, inefficiency, neglect of duty or misconduct.
(ii) Any case
where the employee has refused an offer of alternative employment with the
company at any of its local establishment provided that such employment is in
respect of the same classification.
(2) 'Technological
change' is defined as any change in material, equipment, methods, organisation
or product which alters the quantity or quality of labour required other than
that which is occasioned by changes brought about by recession in trade or
change in production or maintenance arrangements made necessary by factors
arising from changes in the market.
(b) Notice of
Termination
The redundant employee shall be given notice of
termination as follows:
Redundancy due to technological change - 3 months
Redundancy due to all other reasons - 1 week minimum
irrespective of length of service and in accordance with the Notice Provisions
of the Federal Workplace Relations Legislation.
If the employer fails to give such notice in full
he/she shall pay the employee at the ordinary rate of pay for a period equal to
the difference between the period stipulated in this clause and the period of
the notice given. Subject to the right
of the company to retain sufficient employees to maintain operations and
services, any redundant employee who has an opportunity of obtaining suitable
alternative employment outside the service of the company after he/she has been
given appropriate minimum notice of termination may be entitled to accept such
employment without loss of severance payments.
Employees who at the discretion of the company are required to remain on
the job until the closure of plants or section will be kept in employment for a
further four weeks after the closure or paid at ordinary rates in lieu if their
services are no longer required.
(c) Alternative
Employment Within the Company
Wherever It is Possible to Effect a Transfer the
Parties Will Ascertain By Interviewing Each Redundant Employee Whether Or Not
He/She Wishes to be Transferred to Another Location Within the Company. Where an Employee is Transferred to an
Alternative Position, no liability for redundancy payment arises.
(d) Retraining
In any retraining program employees associated with
such alternative employment shall be paid their ordinary rates of pay for the
previously held positions while undergoing training for new positions.
(e) Alternative
Employment Outside the Company
The company will assist in every way possible the replacement
outside the company of all redundant employees for whom alternative work within
the company is not available, but will not be responsible to find employment.
(f) Payment in
Lieu of Notice
On termination by cause of redundancy, a employee will
be paid six weeks pay in lieu of notice which will be an up-front payment made
at point of termination, regardless of the time notice has in fact been given.
(g) Severance
Payments
The redundancy formula is 4 weeks pay per year of
service for all employees who have completed a minimum of one years
service. That scale covers up to and
including 7 years of service. For years
8, 9 and 10 of service the severance scale of payment is 3.5 weeks per year for
each of these years, and for service of 11 years or more the scale is 3 weeks
per year for each of these years.
Pro rata payment will be applied for each completed
three months of service.
(h) Paid Time Off
to Find Alternative Employment
It is agreed that a redundant employee who is under
notice of termination due to redundancy shall be entitled to reasonable
opportunities for paid time off to attend prearranged interviews to secure
alternative employment if there is prior local agreement with his/her
supervisor.
(i) The Company
is committed to giving equal employment opportunity to all job applicants. However, if within 52 weeks of redundancies
occurring at a site, the Company needs to recruit externally, then:
(1) suitable
qualified ex-employees previously made redundant will be advised of the vacancy
by certified mail. Once a notification
is ignored, (14 days), then there will be no further requirement to notify that
person.
(2) The experience
of the ex-employee will be a major factor in determining the successful
applicant(s).
(3) The Company will
supply the relevant site union representative with a list of those contacted.
23. Termination By
Dismissal
Following a thorough investigation and a counselling
interview, any employee found guilty of theft of company or personal property, or
of wilful damage to property will be subject to immediate dismissal.
24. Superannuation
It is a condition of employment that an employee join the
superannuation fund as nominated by Nalco (the "Nalco Fund"). Changes to the nominate Fund will be done so
through agreement between the employee and employer.
Should such an employee wish to make contributions to the
superannuation fund, those contributions shall be arranged as "salary
sacrifice" contributions to be made on behalf of the employee. Where an employee chooses such an
arrangement with the employer in accordance with terms of this clause, the Wage
Rate payable in respect of that employee and referred to in Appendix 2 shall
include a component being the abovementioned salary sacrifice contribution to
the superannuation fund; ie part of the Wage Rate quoted in Appendix 2
representing the salary sacrifice contribution chosen by the employee shall be
paid as a contribution by the employer direct to the superannuation fund. As a consequence, the employee's taxable
salary shall equal the relevant Wage Rate set out in Appendix 2 less the salary
sacrifice contribution (if any).
25. Unions/Employee
Bodies
Should any employee be a member of a registered employee
body, deductions from pay will be made and forwarded to the employee body. Such deductions to be authorised by the
employee in writing.
26. No Extra Claims
The parties agree that there shall be no extra claims for
increased wages or conditions during the life of this Award.
27. Quality
Employees covered by this Award support the Quality
initiative undertaken by the Company and will continue to participate in the
Quality improvement process through Corrective Action Teams and training.
28. Safety and
Environment
Employees recognise that they are accountable to work at all
times in a safe manner in accordance with the Company Safety and Environmental
policies.
The parties to this agreement are committed to the safe
operation of plant and equipment, to the observance of safe working practices,
the correct and proper use of all personal protective equipment and to the
safety and good health of all employees.
The Company recognises its responsibilities to provide a health and safe
workplace and accordingly will focus on:
(i) All current Codes
of Practices, Regulations, Work Safe Australia documentation and approved and
recognised industry standards,
(ii) Employees
familiarising themselves with proper workplace procedures when handling
hazardous substances,
(iii) Employees
attending an approved safety induction program, and;
(iv) Facilitating
the selection and training of safety officers in conjunction with the union.
29. Consultative
Committee(s)
A consultative committee(s) of elected employee and
Management representatives will review work practices with a view to achieving
improvements in productivity, efficiency of operation, safety and environmental
performance and training.
Any changes to work practices will only occur by mutual
consent of the parties. The work
practices are outlined in Appendix 1.
30. Wage Rates &
Allowances
The wage rates of employees are set out in Part B, Monetary
Rates.
Employees who are employed on 1 July 2004 will be paid and
additional 3.5% bonus on top of the wages already paid for all work performed
between 1 July 2003 and 1 July 2004.
The respective classification levels have been negotiated
between the parties and agreed upon through consultation. The outcome of these discussions can be
found in the Nalco Australia Pty Ltd Employment Classification Scheme
manual. This manual is to be read in
conjunction with the conditions of this award.
Where salary sacrifice contribution are to be made on behalf
of an employee to the superannuation fund, the wage rate quoted in Table 1 -
Wages Rates, of Part B, Monetary Rates, shall (in respect of such an employee)
include a component being the salary sacrifice contribution, i.e., part of the
wage rate representing the salary sacrifice contribution chosen by the employee
shall be paid as a contribution by the employer direct to the superannuation
fund. As a consequence, the employee’s
taxable salary shall equal the relevant wage rate less the salary sacrifice
contribution (if any).
First-aid Allowance - Subject to company requirements,
holders of an appropriate first-aid certificate will be paid a first-aid
allowance as set out in Item 2 of Table 2 - Other Rates and Allowances, of Part
B, Monetary Rates, in December each year.
Travel Allowance - An allowance according to C.T.A. rates
will be paid to employees who need to use their private vehicles for company
purposes.
Part B
MONETARY RATES
Table 1 - Wage
Rates
|
Classification
|
Chemical Operators
|
Fitter
|
Trades
|
|
|
|
|
Assistant
|
|
|
$
|
$
|
$
|
|
Casual + 20%
|
889.26
|
981.17
|
923.88
|
|
|
|
|
|
|
Level 1
|
768.89
|
841.44
|
792.29
|
|
Level 2
|
777.84
|
894.84
|
807.47
|
|
Level 3
|
807.47
|
952.57
|
844.06
|
|
Level 3A
|
823.31
|
-
|
-
|
|
Level 3 B
|
844.06
|
-
|
-
|
|
Level 4
|
916.49
|
1024.73
|
916.49
|
Table 2 - Other Rates
and Allowances
|
Item No.
|
Clause No.
|
Brief Description
|
Amount
|
|
|
|
|
$
|
|
1
|
14
|
Meal Allowance
|
9.73
|
|
2
|
29
|
First-aid allowance paid in December each year
|
522.05
|
Appendix 1
PERFORMANCE MEASURES
This document is an appendix to the Enterprise Award
involving members of the Unions party to this award operating at the Botany,
N.S.W. site of Nalco Australia Pty. Ltd.
The parties to the Award accept and are committed to the
philosophy and practice of continuous improvement in the manufacturing
operations of Nalco Australia Pty. Ltd.
Performance measures have been developed for the plant and
accepted by the parties. These measures
which will be monitored by the parties on a regular basis to review progress
and the effectiveness of the agreement, are as follows:-
1. Outstanding
annual leave.
2. Number of one
day absences.
3. Consumable
stores and maintenance material usage.
4. Raw material
wastage.
5. Plant
effluent quality.
6. Rework.
7. Usage of
power, steam and water.
8. Usage of
safety equipment and clothing.
9. Housekeeping
of the site, manufacturing plant and warehouse.
10. Diligence in
preventing accidental damage to plant equipment and property.
Any dispute in this regard will be settled according to
Clause 6 "Settlement of Grievances and Claims" of the Enterprise
Award.
P. J. SAMS D.P.
____________________
Printed by
the authority of the Industrial Registrar.