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New South Wales Industrial Relations Commission
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RINKER GROUP TRADING AS READYMIX HOLDINGS PTY LTD SOUTH COAST TRANSPORT (STATE) AWARD 1997
  
Date02/25/2005
Volume348
Part6
Page No.727
DescriptionRIRC - Award Review by Industrial Relations Commission
Publication No.C3004
CategoryAward
Award Code 1451  
Date Posted08/06/2007

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(1451)

SERIAL C3004

 

RINKER GROUP TRADING AS READYMIX HOLDINGS PTY LTD SOUTH COAST TRANSPORT (STATE) AWARD 1997

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(No. IRC 1861 of 2004)

 

Before The Honourable Mr Deputy President Harrison

28 July 2004

 

REVIEWED AWARD

 

Arrangement

 

Clause No.          Subject Matter

 

1.         Title of Award

2.         The Enterprise(s)

3.         Parties to the Award

4.         Relationship to Parent Awards

5.         Term of Award

6.         No Extra Claims

7.         Review of Award

8.         Aims and Objectives of the Award

9.         Ongoing Recognition and Commitment to Continuous Improvement

10.       Awareness Training

11.       Stages of this Award

12.       Business Units

13.       Key Result Areas to be Considered by the Teams

14.       Progress of Analysis of Key Result Areas

15.       Casual Minimum Start

16.       Starting and Finishing Times for Casuals

17.       Meal and Crib Breaks

18.       Truck Tracking Systems

19.       Maintenance

20.       Product Handling

21.       Driving Hours

22.       Removal of Artificial Barriers

23.       Annualised Salaries

24.       Teamwork

25.       Dispute Procedure

26.       Anti-Discrimination

27.       Personal/Carer’s Leave

28.       Wages

29.       Signatories

 

Annexure A

Annexure B

Annexure C

 

1.  Title of Award

 

This Award shall be known as the "Rinker Group trading as Readymix Holdings Pty Ltd South Coast Transport (State) Award 1997".

2.  The Enterprise(s)

 

This Award shall apply at all sites operated by Rinker Group trading as Readymix Holdings Pty Ltd which are set out in Annexure "A" in respect of employees in the occupation of driving covered by the following awards:

 

Transport Industry Quarried Materials (State) Award;

 

Transport Industry Mixed Enterprises (State) Award.

 

3.  Parties to the Award

 

This Award shall be binding on:

 

Rinker Group trading as Readymix Holdings Pty Ltd at sites set out in Annexure "A" to this Award (hereafter "the Company").

 

The organisation of employees known as the Transport Workers’ Union of New South Wales.

 

4.  Relationship to Parent Awards

 

1.          This Award shall be read and construed in conjunction with the following awards:

 

Transport Industry Quarried Materials (State) Award; and

 

Transport Industry Mixed Enterprises (State) Award.

 

2.          Where there is inconsistency between the awards in 1 above and this award, this award shall prevail to the extent of the inconsistency.

 

5.  Term of Award

 

1.          This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the CSR Limited trading as CSR Readymix South Coast Transport (State) Award Number 3 1997 (and all variations thereof), the CSR Limited trading as The Readymix Group - Country Division South Coast Transport Enterprise Arrangement No.2 Consolidated (State) Award 1995 (and all variations thereof) and the CSR Ltd T/A The Readymix Group - Country Division (South Coast) Transport Enterprise Bargaining Framework Agreement 1994 (and all variations thereof).

 

2.          This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

3.          The changes made to this award pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for Review of Awards made by the Industrial Relations Commission of New South Wales on 18 December 1998 (308 IG 307) take effect on and from 28 July 2004.

 

6.  No Extra Claims

 

Except for general movements in award wages granted by the Industrial Relations Commission of New South Wales via State Wage Cases, that are not subject to absorption, there shall be no further claims for wage increases during the term of this award.

 

7.  Review of Award

 

The parties agree to review this award no later than six months prior to the end of its term.  In the context of this review, the parties shall examine both the operation of the award and the possibilities of entering into a further award.

 

8.  Aims and Objectives of the Award

 

1.          Aims

 

The parties to this award are committed to ongoing improvements in productivity, efficiency and flexibility which in turn will continue to increase the company’s competitiveness and offer secure and worthwhile employment for employees.

 

The company business needs to continually improve and grow so that it becomes more competitive.

 

The company has developed a vision of the type of business it wants and the elements necessary to transfer that vision to a reality.

 

The critical elements are:

 

A Customer Service Focus;

Safe and Rewarding Work;

Continuous Improvement;

Employee Participation;

A Total Quality Culture;

Improved Competitiveness;

Removal of Artificial Barriers;

Creating a Team Environment.

 

2.          Objectives

 

To discuss and implement self directed work teams.

 

To breakdown artificial, physical, cultural and conditional barriers that exist between levels of employees within the Company.

 

To improve the efficiency and productivity of the Company by ensuring management and labour practices are more closely attuned to current and future needs and objectives of the company.

 

To develop an environment of continuous improvement which is conducive to a flexible work organisation able to respond to changing demands in the market place.

 

To provide a climate for employees to develop a broader range of skills thereby maximising rewards to employees and security of employment.

 

To benchmark other organisations that are leaders in the field of increased efficiency and productivity and where appropriate utilise this information in implementing change.

 

9.  Ongoing Recognition and Commitment to Continuous Improvement

 

The company has introduced Total Quality Management and is committed to the principles of improving the processes we employ.  To obtain the maximum benefits from the continuous improvement program all employees are committed to co-operating with the program and implementing continuous improvement activities.  All employees will become familiar with Continuous Improvement concepts and skills through training and involvement in project and team based work.

 

10.  Awareness Training

 

All employees who are subject to this award shall be provided with awareness training covering the following areas:

 

The content of this award;

 

The requirements of this award

Concepts of teams, teamwork and self directed work teams

 

The removal of artificial barriers i.e.; physical, cultural and conditional barriers and how to systematically remove them by agreement.

 

Such training shall be held during paid time but shall be arranged to minimise the impact on continuous operations of the company’s activities and customer service.

 

11.  Stages of This Award

 

This award shall comprise of 2 stages:

 

Stage 1

 

This stage is represented by initial agreement to this award, re-establishment of the consultative teams consistent with the Guidelines for Consultative Teams, and ongoing measurement and implementation of the "ongoing Continuous Improvement Plan for the future".

 

On and from 12 June 1998, a 2.5% increase shall be paid to employees the subject of this award.

 

Stage 2

 

Within 12 months of 12 June 1998, the parties shall have achieved (or satisfactorily improved as agreed) the improvement goals as set out in the "Continuous Improvement Plan".

 

The Continuous Improvement Plan containing the additional key result areas shall be implemented with a view to obtaining the improvement goal as set out.

 

At the completion of Stage 2, and not before, a further 2.5% percent increase shall be paid to the employees the subject of this award.

 

12.  Business Units

 

The business units are set out in Annexure "A" to this award.

 

13.  Key Result Areas to Be Considered By the Teams

 

The following outlined key result areas reflect this issue chosen in the "Continuous Improvement Plan" and the menu of further selection by the teams to implement in accordance with Clause 11 Stages of this Award and additional items to be agreed for ongoing identification, measurement and improvement.

 

I.          Performance Indicators

 

Reduction in turnover and absenteeism;

Reduction in time lost (industrial, accidents);

Plant and equipment productivity and availability;

Down time and equipment stoppages;

Wastage, scrap and rework (including call-backs, call outs etc.);

Teamwork and increased flexibilities;

Environmental performances;

Skills and training;

Production and maintenance costs

Product quality and consistency;

Customer service.

 

II.         Systems of Work

 

Management systems;

Quality systems;

Engineering systems;

Planning methods;

Supervisory methods;

Technical areas;

Administration systems;

Trades and Non-Trades areas;

Production and quarrying areas;

Job responsibility and performance measurement.

 

14.  Process of Analysis of Key Result Areas

 

1.          For improvements identified in the Continuous Improvement Plan as referred to in Clause 9, the process shall be as follows:

 

(a)        The consultative team (hereafter "team") shall analyse the Continuous Improvement Plan and the improvement goal contained therein.

 

(b)        The team shall then examine the opportunities for improvement contained in the Continuous Improvement Plan with a view to implementing opportunities for improvement.

 

(c)        The team shall set an interim target for Stage 2, having regard to the overall improvement goal set out in the Continuous Improvement Plan.

 

(d)        The team shall implement opportunities for improvement identified in paragraph (b) of this subclause and monitor the relevant performance indicator to determine whether or not improvements are being made.

 

(e)        At Stage 2 the team will analyse results achieved against the interim target set for Stage 2 in paragraph (c), to determine whether or not satisfactory progress has been made.

 

2.          For additional key result areas from the items contained in Clause 13, Key Result Areas to be Considered by the Teams, the process shall be as follows:

 

(a)        The team should undertake a preliminary analysis of the issues and identify the relevance of the issues to the business unit.

 

(b)        The team should then collect whatever data is relevant to determine the business unit's performance/position in relation to the issues to be addressed.

 

(c)        Having collated this data, the team should document the current performance/position of the business unit (using the form attached to Annexure B of this award) and identify key areas for improvement.

 

(d)        The team should then negotiate realistic ways of improving the business unit's performance/position in the immediate to short term and document these changes using the forms set out in Annexure B of this award.

 

(e)        By utilising the procedures outlined in subclause (2) of this clause, the team shall also develop a program for improving the business unit's performance/position on a longer-term basis which shall be documented using the pro forma Continuous Improvement Plan set out in Annexure B of this award.

 

(f)         Upon approval of the Stage 2 wage adjustment, the improvement changes contained in clause 12, Stages of this Award, forms shall be implemented and put into practice and ongoing consideration shall be given to the Continuous Improvement Plan.

 

15.  Casual Minimum Start

 

Casual employees shall be given a minimum start of four hours on each occasion a casual employee is engaged.

 

16.  Starting and Finishing Times for Casuals

 

Casual employee’s starting and ceasing times for ordinary hours of work may be varied at the discretion of the employer, to meet the needs of the business.

 

17.  Meal and Crib Breaks

 

Drivers shall stagger the taking of their meal and crib breaks to ensure the needs of the business and its customers are met.

 

18.  Truck Tracking Systems

 

It is the employer’s intention to introduce truck tracking systems to assist in data collection for productivity measures.

 

All drivers subject to this award shall be trained in the use of, operate and cooperate with the introduction of truck tracking systems.

 

19.  Maintenance

 

In addition to routine maintenance, all drivers are to check, adjust and record tyre pressures regularly to ensure tyre pressures are maintained to manufacturer’s recommended levels or as their supervisors direct.

 

20.  Product Handling

 

All concrete drivers shall handle Texcrete, Granite Guard and miscellaneous products when required.  This includes movement into and out of stores, maintaining stock movements, attending to customers and issuing of the necessary documentation.

 

21.  Driving Hours

 

All drivers are to limit hours of work to no more than 72 hours per week.  These hours of work are to be monitored and controlled by each driver, who will inform the weighbridge allocatur if hours may exceed 72 hours as soon as possible, to allow for rearrangement of allocation where necessary.

 

22.  Removal of Artificial Barriers

 

All parties to this award are committed to the removal of artificial barriers that separate different levels of employment in the business unit concerned.  To this end, the parties agree to adopt the following process:

 

(a)        After the business unit has received training as outlined in clause 10, Awareness Training, the consultative team shall identify barriers that exist between different levels of employment at the business unit concerned.  Such barriers shall be categorised in the following areas:

 

(i)         cultural and behavioural;

 

(ii)        physical;

 

(iii)       conditional.

 

Those barriers that are identified shall be recorded on the form attached as Annexure C of this award.

 

(b)        The barriers identified shall be prioritised in order of:

 

(i)         importance to the business unit concerned; and

 

(ii)        ease of removal.

 

(c)        Barriers identified as easily removed or quick fix items, shall be removed by agreement with the business unit concerned.

 

(d)        Other items identified as priorities, but not easily removed, shall be discussed and an agreed removal process implemented.  Should any issues require significant capital improvement, these issues shall be subject to relevant company procedures prior to any removal being implemented.

 

(e)        It is the aim of the parties to this award that as many barriers identified be removed by agreement during the nominal life of this award.

 

(f)         Should removal of any barrier(s) identified require variations to this award for legal reasons, such variations shall occur, provided that the business unit concerned has agreed to such removal.

 

23.  Annualised Salaries

 

The parties to this award and the business unit(s) concerned are committed to investigating the introduction of annualised salaries during the nominal life of this award. To this end the business unit concerned shall:

 

(a)        collect relevant data, i.e., levels of overtime, appropriate allowance/penalties for absorption, any benefits that may accrue and projections of future levels of work.

 

(b)        Discuss the data collected with a view to its relevance to the introduction of annualised salaries.

 

(c)        In the event that the parties in the business unit concerned, having used their best endeavours, reach agreement on the introduction of annualised salaries, the parties to this award shall vary this award to incorporate the agreement.

 

24.  Teamwork

 

1.          Each business unit concerned shall, subsequent to the training outlined in Clause 10, Awareness Training, investigate the introduction of self-directed work teams and the restructuring of existing work patterns and arrangements.  Such discussion shall include, but not be limited to:

 

(a)        the size of teams;

 

(b)        the number of teams;

 

(c)        the role of team leaders (if any);

 

(d)        the levels of responsibility of team members  and management;

 

(e)        external resources the business may need to assist with the introduction of self-directed work teams;

 

(f)         the process of moving from current work practices to self-managed teams.

 

2.          In the event that the parties in the business unit concerned, having used their best endeavours, reach agreement on the introduction of self-directed work teams, the parties to this award shall vary this award to incorporate the agreement.

 

25.  Disputes Procedure

 

1.          Procedures relating to grievances of individual employees:

 

(a)        The employee is required to notify (in writing or otherwise) the Company as to the substance of the grievance, request a meeting with the Company for bilateral discussions and state the remedy sought.

 

(b)        A grievance must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority.

 

(c)        Reasonable time limits must be allowed for discussion at each level of authority.

 

(d)        At the conclusion of the discussion, the Company must provide a response to the employee’s grievance, if the matter has not been resolved, including reasons for not implementing any proposed remedy.

 

(e)        While a procedure is being followed, normal work must continue.

 

(f)         The employee may be represented by an industrial organisation of employees.

 

2.          Procedures relating to disputes etc between the Company and its employees:

 

(a)        A question, dispute or difficulty must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority.

 

(b)        Reasonable time limits must be allowed for discussion at each level of authority.

 

(c)        While a procedure is being followed, normal work must continue.

 

(d)        The Company may be represented by an industrial organisation of employers and the employee(s) may be represented by an industrial organisation of employees for the purpose of each procedure.

 

26.  Anti-Discrimination

 

1.          It is the intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace.  This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

2.          It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this award the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects.  It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct or indirect discriminatory effect.

 

3.          Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

4.          Nothing in this clause is to be taken to affect:

 

(a)        any conduct or act which is specifically exempted from anti-discrimination legislation;

 

(b)        offering or providing junior rates of pay to persons under 21 years of age;

 

(c)        any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977;

 

(d)        a party to this award from pursuing matters of unlawful discrimination in any State or Federal jurisdiction.

 

5.          This clause does not create legal rights or obligations in addition to those imposed upon the parties by legislation referred to in this clause.

 

NOTES -

 

(a)        Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(b)        Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

"Nothing in this Act affects ... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion".

 

27.  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), who needs the employee's care and support, shall be entitled to use, in accordance with this subclause, any current or accrued sick leave entitlement, for absences to provide care and support for such persons when they are ill.  Such leave may be taken for part of a single day.

 

(b)        The employee shall, if required, establish either by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another person.  In normal circumstances, an employee must not take carer 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 who lives with the first mentioned person as the husband or wife of that person on a bona fide domestic basis although not legally married to that person; or

 

C.         a child or an adult child (including an adopted child, a step child, a foster child or an ex nuptial child), parent (including a foster parent and legal guardian), grandparent, grandchild or sibling of the employed 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 purposes 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.

 

(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.

 

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) of 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 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.          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 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 shift work rate which would have been applicable to the hours take 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 members employed at the particular enterprise of its intention to introduce an enterprise of RDO flexibility, and providing a reasonable opportunity for the union(s) to participate in negotiations.

 

28.  Wages

 

The following increases shall apply to employees engaged pursuant to the following awards:

 

Transport Industry Quarried Materials (State) Award and;

 

Transport Industry Mixed Enterprise (State) Award.

 

Stage 1 (12 June 1998) - 2.5%

 

Stage 2 (12 June 1999) - 2.5%

 

29.  Signatories

 

 

For Rinker Group trading as Readymix Holdings Pty Ltd

 

For the Transport Workers’ Union of New South Wales

 

Annexure A

 

For the purpose of this agreement the ‘business unit’ for the Southern Region (South Coast) shall be:

 

South Coast Concrete Operations located at:

 

Ulladulla

Nowra

 

 

Aroo Road

Cumberland Avenue

Ulladulla

Nowra

 

 

Batemans Bay

 

 

 

10 Russell Street

 

Batemans Bay

 

 

 

South Coast Transport Operations located at:

 

Albion Park

Marulan

 

 

Wollybutt Drive

"Johniefields"

Albion Park

Brayton Road

 

Marulan West

 

Annexure B

 

Composition of the Consultative Team

 

1.          The team should have a maximum of six members and should be representative of the business unit.

 

2.          The team must have at least 50 per cent of its members representative of the employees employed in the business unit.

 

3.          The procedures for the election/appointment of company and employee team members should be determined at the business unit.

In the determination of the team members, consideration should be given to the:

 

(a)        size of the business unit;

 

(b)        geography of the sites in the business unit;

 

(c)        different job classifications in the business unit; and

 

(d)        shift arrangements in the business unit.

 

The company's employee relation’s representatives and the relevant union officials should be kept advised of developments and shall participate in any discussions as required.

 

Term of Office

 

1.          Members elected or appointed to a team shall hold office for a period of 12 months.  It is the responsibility of each team member to attend all team meetings and to represent the views and opinions of those people he or she represents.

 

2.          If a member of the team ceases employment with the company or can no longer fulfil his or her responsibilities, a new election or appointment should be made and an induction briefing should be arranged for the new team member.

 

Team Training

 

1.          Once the business unit has established its team, the team shall undertake at least a single-day training session, which shall concentrate on:

 

(a)        the content and operation of this award;

 

(b)        the role and operation of the team; and

 

(c)        basic negotiating skills.

 

Team Meetings

 

1.          The team shall schedule regular meetings.  Such meetings should occur at a time that minimises the disruption to the business unit's operations but also allows team members to play a focused and active role in the meetings.

 

Notation:

 

For instance, scheduling meetings after a busy day's work may be convenient but the team members might be too tired to fully participate.  Whereas scheduling meetings every other Wednesday afternoon could give everyone an opportunity to prepare and focus on the team's activities and ensure everyone is fresh and participates fully.

 

2.          Team meetings shall be attended without loss of pay by team members.

 

3.          The team should agree on the standard length of team meetings.

 

Notation:

 

For instance, two-hour meetings should give the team sufficient time to operate effectively, whereas a four-hour meeting might result in team members losing interest.

 

4.          If the team wants to extend the standard length of its meetings, the team should agree on the length of the extension.

 

Notation:

 

For instance, imagine you had a standard two-hour meeting which was scheduled to finish at 10.00 am but the team was close to resolving an issue - the team could agree to extend the meeting to 12.30 pm to finish dealing with that issue.

 

5.          An agreed amount of time should be allowed before and after each team meeting for the company and employee team members to meet separately.

 

The time before the team meeting should be used to prepare for the meeting and the time after the meeting should be used to debrief and evaluate what occurred in the meeting.

 

Team Meetings - Team Leader

 

1.          The team should elect a team leader.  The position of team leader should rotate between a management and employee team member on an agreed basis.

 

2.          It is the team leader's responsibility to ensure that the meeting is run in accordance with the agenda and that each team member is given a reasonable opportunity to express their views during meetings.

 

3.          It is also the team leader's responsibility to ensure that the meeting procedure is fair to all members of the team, particularly in relation to the taking of adjournments, time out, stretch breaks, etc.

 

Team Meetings - Minutes Taker

 

1.          The negotiating team shall elect a member for the purpose of recording minutes of each team meeting, preparing and distributing agendas.

 

2.          Minutes should be recorded on a minute sheet as set out in this Annexure.

 

3.          Minutes should be agreed to by the negotiating team at the conclusion of each meeting and signed by the minute taker and team leader as a true and correct record of the meeting.

 

Team Meetings - Agenda

 

1.          Every team meeting must be structured around an agenda as set out in Annexure C.

 

2.          All team members have a right and a responsibility to submit agenda items.

 

3.          The agenda, minutes from the previous meeting and any relevant background material/documentation shall be circulated within a reasonable time, but not less than three working days prior to team meetings, to allow for preparation.

 

Team Communication

 

1.          The team shall establish a procedure for regularly communicating about the team's activities with the employees and management in the business unit.

 

2.          This communication procedure should be serviced to suit the size, number and geography of sites in the business unit.

 

3.          The objective of the communication procedure is to ensure that everyone in the business unit has a good understanding of the team's activities, providing them with an opportunity to participate in the bargaining process through their representatives on the team.

 

Summary of Meeting

 

Division:

Date:

 

 

Team/Project Name:

Next Meeting Date

 

 

Leader:

From:

am/pm

 

 

Facilitator:

To:

am/pm

 

 

 

Location:

Team Members:

Apologies:

 

 

Objective Of Meeting:

 

 

No.

Agreed Action

By Whom

By When

 

 

 

Agenda for Meeting

 

Division:

Date Of Meeting:

 

 

Team/Project Name:

Time

 

From:

am/pm

Leader:

 

 

To:

am/pm

Facilitator:

 

 

Location:

Team Members:

 

 

Objective Of Meeting:

 

 

No.

Item

Who

Time

Expected

 

 

 

 

Outcome

 

1

Review This Agenda

 

Agreement

 

On Agenda

 

 

2

Review Minutes Of Last Meeting

 

Actions Completed

 

 

Or Carried Forward

 

 

 

Date, Time And Location Of Next Meeting:

 

 

 

 

 

Meeting Evaluation:

 

 

 

 

Readymix

Division:

 

 

Business Unit:

 

 

 

Where We Are Now:

 

 

Current Performance/Position of the Business Unit

 

 

Issues:

 

 

 

 

 

 

 

 

 

 

Division:

 

 

 

 

Business Unit:

 

 

Immediate/Short Term Improvements to be Implemented

 

 

 

 

 

 

 

 

Continuous Improvement Plan

 

 

 

 

Division:

 

 

 

 

 

Business Unit:

 

 

 

 

 

Opportunity for

Data Collection

Improvement Goal

Performance

 

Improvement

Required

 

Indicator

 

Annexure C

 

Cultural and Behavioural

 

 

 

 

 

 

Alignment

Contradictions

 

 

 

Physical

 

 

 

 

 

 

Alignment

Contradictions

 

 

 

Conditional

 

 

 

 

 

 

Alignment

Contradictions

 

 

 

R. W. HARRISON  D.P.

 

 

____________________

 

 

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