LIDCOMBE CASTLEREAGH WASTE MANAGEMENT CENTRE ENTERPRISE AWARD 1997
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.
(No. IRC 1781 of 2004)
Before The Honourable
Mr Deputy President Harrison
|
18 August 2004
|
REVIEWED AWARD
Clause No. Subject Matter
1. Title
2. Parties
3. Definitions
- General
4. Anti-Discrimination
5. Medical
Examinations
6. Contract
of Employment
7. Consultative
Committee
8. Safety
9. Protective
Clothing
10. Training
11. Hours of
Duty
12. Positions
and Classifications
13. Salaries
14. Salaries:
Allowances
15. Salaries:
Payment of Wages
16. Overtime
17. Higher
Duties
18. Leave
19. Leave:
Adoption
20. Leave:
Bereavement
21. Leave:
Extended
22. Leave:
Jury Service
23. Leave:
Leave Without Pay (LWOP)
24. Leave:
Maternity
25. Leave:
Parental
26. Leave:
Personal/Carer’s
27. Leave:
Recreation
28. Leave:
Sick
29. Study
Leave and Study Time
30. Public
Holidays
31. Work Arrangements:
Part-time
32. Work
Arrangements: Job Share
33. Union or
Association: Deduction of Membership Fees
34. Union or
Association: Notice Boards
35. Union or
Association: Training Leave
36. Redundancy
37. Grievance
and Dispute Settling Procedures
38. Further
Claims
39. Declaration
40. Area,
Incidence and Duration
41. Attachment
A - Undertakings
42. Attachment
B - Work Practices
43. Attachment
C - Grading of Positions
44. Attachment
D - Table 1 - Rates of Pay
45. Attachment
D - Table 2 - Annualised Rates of Pay
1
Title
This award shall be known as the Lidcombe Castlereagh Waste
Management Centre Enterprise Award 1997.
2.
Parties
This Award is made between the Australian Workers Union [NSW
Branch]; the Public Service Association and Professional Officers Association
Amalgamated Union of New South Wales and the Corporation to cover its employees
at the Lidcombe Liquid Waste Plant and Castlereagh Waste Management Centre.
3. Definitions -
General
"Act"
means the Waste Recycling and Processing Corporation Act 2001.
"Association"
means the Public Service Association and Professional Officer’s Association
Amalgamated Union of New South Wales.
"Annualised
Pay" are the rates of pay scheduled in the Annualised rates of Pay
subclause of the Salaries Clause of this Award.
The annualised pay
rate is the ordinary time salary paid to all employees on continuous shift work
and includes penalty rates and allowances associated with shift work.
"Award" means
this Enterprise Award.
"Base
Pay" is the rates of pay scheduled in the Rates of Pay subclause of the
Salaries Clause of this Award.
These rates include
a sum previously paid as a 17½% annual leave loading and for the
classifications of Process Operators, Maintenance Services Technicians (all
grades) and Waste Receival/Plant Attendants the sum of $528 previously paid in
recognition of special qualifications and the holding of a first aid
certificate and a fork lift driver's licence.
"Castlereagh"
means the Castlereagh Waste Management Centre.
"Corporation
" means the Waste Recycling and Processing Corporation, as established
under the Act and any delegated authorities as may be determined from time to
time by the Chief Executive Officer.
Any references to
the "Employer" or Waste Service NSW shall mean a reference to the
Corporation.
"Plant"
means the Liquid Waste Plant, a business unit of the Corporation.
"Union"
means the Australian Workers Union [N.S.W. Branch].
"Waste Service
NSW" is the trading name of the Waste Recycling and Processing Corporation
of New South Wales.
4.
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.
(a) This includes discrimination on the
grounds of race, sex, marital status, disability, homosexuality, transgender
identity, age and as a carer responsibilities.
(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.
(a) 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 a 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 the 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
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."
5. Medical Examinations
In addition to the
pre-employment examination, the Corporation will arrange medical examinations
of employees covered by this Award at a period recommended by the Work Cover
Authority on the following basis:
(1) All costs of medical checks are to be
borne by the Corporation.
(2) The Corporation is to keep records of
the medical checks.
(3) The medical records shall be made
available to the employee concerned.
(4) A copy of the medical report is to be
forwarded to the employee's treating doctor at the request of the employee.
(5) With the employee's authority,
information relevant to workers' compensation or occupational health and safety
is to be forwarded to the relevant union and the Consultative Health and Safety
Committee.
(6) In all other circumstances, information
contained in the medical reports is to remain confidential.
6. Contract of
Employment
(1) Employees of the Liquid Waste Plant and
Castlereagh Waste Management Centre will be employed under the employment
powers of the Act.
(2) Employees shall be paid not less
frequently than each two (2) weeks by Electronic Funds Transfer.
(3) Notwithstanding anything in this Award,
employment may be terminated by giving the following notice or payment in lieu of
that notice depending on the employee's period in employment:
Period in Employment
|
Notice Period (minimum)
|
Less than 1 year
|
1 week
|
1 to 3 years
|
2 weeks
|
3 to 5 years
|
3 weeks
|
More than 5 years
|
4 weeks
|
(i) If the employee is over 45 years of age
and has worked within the NSW Public Sector continuously for two years, the
minimum notice will be increased by one (1) week.
(4) A employee desiring to terminate his/her
employment with the Corporation is required to give two (2) weeks notice in
writing to the Corporation or such longer period as the Corporation may have
contracted with any individual employee.
(5) A employee who fails to give a minimum
of two (2) weeks notice of intention to terminate his/her employment as
prescribed in this clause, may forfeit two (2) weeks pay from any accrued
entitlement.
(6) Provided that nothing contained in this
clause prevents an employee's employment being terminated without notice for
wilful neglect of duty or wilful misconduct and in such cases wages will be
paid up to the time of dismissal only.
7. Consultative
Committee
(1) The consultative committee will continue
to function placing a strong emphasis on workplace safety programs and general occupational
health and safety and environmental requirements.
(2) The committee will meet on a monthly
basis, or when the need arises.
(3) It will continue to provide a forum for
monitoring implementation of this award.
(4) Some employees of the enterprise award
negotiating committee may be members of the consultative committee and the
Corporation’s Joint Consultative Committee.
8. Safety
(1) One bonus
payment of $75.00 to each employee at each respective location, party to this
Award, will be made on the achievement of 1 year without a lost time accident
at the respective location
(2) Each location
stands alone.
9.
Protective Clothing
(1) Where necessary for the performance of
their duties, employees will be provided with suitable rubber boots, waterproof
clothing, goggles, masks, gloves, aprons, or other suitable substitutes.
(2) Any employee issued with protective
clothing in accordance with subclause 1 of this clause will be responsible for
and shall wear such clothing whilst engaged on work for which it was deemed
necessary for protective clothing to be issued.
(3) Clothing and equipment will remain the
property of the Corporation, except for special clothing covered by with the
provisions of the Clothing Allowance sub-clause of the Allowances clause in
this award.
10. Training
(1) Training which
is relevant to the development of each individual employee will be provided.
(2) Full
consultation will occur between the Corporation, the employee concerned and
their employee representatives to discuss the implementation of training
initiatives.
(3) These
initiatives will be detailed in a separate and mutually agreed upon document.
(4) Employee
training and the attainment of skills will be linked to job requirements which will
be determined by the Corporation in consultation with employees concerned and
their representatives.
(5) All employees
are required to hold a set of basic skills in performing their day to day
duties.
(6) These are:
general computing skills; ability to operate the weighbridge; ability to handle
public enquiries and for process shift operators, the holding of a first aid
certificate.
(7) Employees will
be provided with training if they do not hold these skills.
(8) In addition to
the skills required in sub-clauses 5, 6 and 7 of this clause, Maintenance
Service Technicians, Process Operators, Waste Receival Officers and Liquid
Waste Plant Supervisors are required to hold fork lift drivers certificates.
(9) Castlereagh:
In addition to the skills required in sub-clause 8 of this clause, the
following positions at Castlereagh will have:
(a) Field Officer:
Experience with ability to operate earthmoving equipment.
(b) Field Officer:
Class 3 or higher licence for driving heavy vehicles.
(c) Clerical Officer:
Basic word processing skills.
11. Hours of Duty
(1) A flexible and adaptive approach will be
adopted by employees and management in relation to normal working hours and
working arrangement.
(2) The ordinary hours of duty for all
employees covered by this Award will not exceed an average of thirty eight (38)
hours per week over a four (4) week cycle.
(3) Dayworkers:
(i) The Corporation, with full consultation
with employees at each location, will determine for such location the daily
starting and finishing times of individual employees to provide coverage
between the hours 6.00 a.m. and 6.00 p.m., Monday to Friday if necessary, to
meet the needs of customers.
(ii) Starting and finishing times will provide
for a minimum of seven (7) hours per day to be worked on a minimum of sixteen
(16) days and a maximum of twenty (20) days over a four (4) week period.
(iii) For full time employees employed at the
date of making this award, starting and finishing times applying will continue
to apply unless varied by agreement between such employees, the respective
union official and the Corporation.
(iv) The taking of rostered hours off will be
agreed between the Corporation and employees engaged on day work.
(v) Once having been determined, the daily
starting and finishing times and the schedule of rostered hours off may be
varied to meet short term needs by agreement or a minimum of six (6) working
days notice given by the Corporation.
(vi) Subject to organisational convenience,
employees who are unable to take their rostered hours off in any four (4) week
settlement period because of work requirements, may accumulate up to forty (40)
rostered hours off per year which may be taken with recreational leave.
(vii) Subject to the approval of the Chief
Executive Officer, this accumulation may be extended up to a maximum of eighty
(80) rostered hours off on the written application of the employee.
(viii) Rostered hours accrued in accordance with
subclause (v) of this clause are to be paid out on the termination of
employment of a employee.
(ix) Employees cannot be required to work more
than 5 hours continuous period without an unpaid meal break of at least 30
minutes.
(x) In the event that a employee is directed
to continue working without a meal break she/he will be paid at the appropriate
overtime rates for time worked between five (5) hours from the commencement of
work until the time when a meal break is provided.
(4) Continuous Shift Roster
(i) Continuous shift roster means a roster
designed to provide plant operation twenty-four (24) hours per day, seven (7)
days per week and where the employee is regularly required to work on
Saturdays, Sundays and Public Holidays.
(ii) Shift cycles will be on a twelve (12)
hour basis.
(iii) Mutually agreed upon rosters will be
established by the parties in order to co-ordinate shift work.
(iv) Except as provided in the Overtime Clause
in this award, work performed on a twelve (12) hour rostered shift shall form
part of the ordinary hours as prescribed in subclause (i) above.
(5) Continuous Shift Work - Shift
Allowances, Weekend and Public Holiday Rates
(i) All the following rates are
incorporated in the annualised salary rate of continuous shift workers at the Plant.
They are contained in this document for the purpose of keeping a record of the
calculations only.
(ii) Shift Allowances - Continuous Shift Work
(Twelve Hour Shifts).
Day shift, 6 a.m.
- 6 p.m.
|
Nil
|
Night shift 6
p.m. - 6 a.m.
|
25%
|
(iii) Weekend and Public Holiday Rates -
Continuous Shift Workers - Twelve Hour Shifts.
(a) During twelve (12) hour shift operation,
a shift commencing at 6 p.m. on Friday is deemed to be a Friday shift and shall
attract a shift loading of twenty-five (25) per cent.
(b) Shifts commencing at 6 a.m. and 6 p.m. on
Saturday are deemed to be Saturday shifts and shall be paid for at time and one
half.
(c) Shifts commencing at 6 a.m. and 6 p.m.
on Sunday shall be deemed to be Sunday shifts and shall be paid for at double
time.
(d) Shifts commencing at 6 a.m. and 6 p.m. on
a Public Holiday shall be deemed to be shifts worked on a Public Holiday and be
paid for at two and one half times the ordinary rate of pay.
(iv) Non-Continuous Shift Roster.
Non-continuous shift workers shall work on either a two or three shift Monday
to Friday.
(v) Non-Continuous Shift Work - Shift
Allowances, Weekend and Public Holiday Rates
The following
are penalty provisions for Non-Continuous Shift Workers working either a two shift
(i.e. day and afternoon shifts only) or a three shift roster.
(a) Shift Allowances - Non-Continuous Shift
Work
Day shift 6 a.m.
- 2 p.m.
|
Nil
|
Afternoon shift 2
p.m. - 10 p.m.
|
15%
|
Night shift 10
p.m. - 6 a.m.
|
17½%
|
(b) Weekend and Public Holiday Rates -
Non-Continuous Shift Work.
For a shift
where the majority of the hours worked are performed on a Saturday, time and
one half.
For a shift
where the majority of the hours are worked on a Sunday, double time.
For a shift
where the majority of hours worked are performed on a public holiday, double
time and one half.
(vi) Employees engaged on shift operations
shall be entitled to a paid thirty minute meal break to be taken as near as
possible to the middle of each shift.
(vii) Penalty Provisions Not Cumulative:
(a) Where two or more penalties and/or
overtime provisions could apply in a particular situation, the Corporation
shall be bound to pay only one of such provisions.
(b) Where the provisions are not identical,
the higher or the highest, as the case may be, shall apply.
(viii) Continuous Shift Operation - Shift Relief:
(a) Shift relief of Process Operators shall
take place in the Control Room.
(b) In the event of the on coming operator
not reporting for duty at the normal shift change-over time, the off going
shift operator is required to remain on duty until relieved.
(c) Payment for the first hour will be made
at annualised rates.
(d) Provided that if the off-going shift
operator is required to remain on duty for more than one hour, payment for all
overtime (including the first hour) shall be paid at the rate of double time of
the base rate of pay.
(ix) Hours of Operation for the Receipt of
Liquid Waste:
(a) If so required to meet the needs of
customers, suitably trained employees may be required to receive waste between
the hours 6 a.m. and 5 p.m. Monday to Friday and 6 a.m. and 11 a.m. on
Saturday.
(x) One employee trained to carry out waste
screening analyses may be required to be on duty during waste receival hours on
Saturdays.
(a) All time worked on Saturday is to be
paid at overtime rates.
(6) The Chief Executive Officer may require
a employee to perform duty beyond the hours determined in this clause but only if
it is reasonable for the employee to be required to do so.
(a) A employee may refuse to work additional
hours in circumstances where the working of such hours would result in the
employee working unreasonable hours.
(b) In determining what is unreasonable, the
following factors shall be taken into account:
(1) the employee’s prior commitments outside
the workplace, particularly the employee’s family and carer responsibilities,
community obligations or study arrangements,
(2) any risk to employee health and safety,
(3) the urgency of the work required to be
performed during additional hours, the impact on the operational commitments of
the Corporation and the effect on client services,
(4) the notice (if any) given by the Chief
Executive Officer regarding the working of the additional hours, and by the
employee of their intention to refuse the working of additional hours, or
(5) any other relevant matter.
12.
Positions and Classifications
"Chief
Executive Officer" means the Chief Executive Officer of the Waste
Recycling and Processing Corporation of New South Wales as established by the Waste
Recycling and Processing Corporation Act 2001.
"Clerical
Officer LWP" means a employee whose duties include clerical stenographic
and weighbridge functions in the Liquid Waste Plant administration office.
Salary range is LWO
Grade 2 level 5 to LWO Grade 4 level 3 (in 6 steps).
"Clerk/Laboratory
Attendant" means a employee whose duties include clerical tasks and
analytical checks required for the acceptance of liquid waste into the Plant,
general clerical and typing support in the weighbridge office and general
analytical support in the laboratory.
Salary range is LWO
Grade 1 level 3 to LWO Grade 4 level 3 (in 10 steps).
"Continuous
Shift Worker" means a employee working on a seven-day shift roster which
requires the member to be regularly rostered to work on Saturdays, Sundays and
Public Holidays.
"Dayworker"
means a employee whose ordinary hours of work are normally performed between
6.00 am. and 6.00 p.m. daily, Monday to Friday.
"Employee"
or "Employees" means all persons who are permanently or temporarily
employed under the Act at the Liquid Waste Plant and Castlereagh Secure
Landfill Depot and who, as at the operative date of this Award were occupying
one of the positions covered by the Award, or who, after that date, are
appointed to or employed in one of such positions.
"Field Officer
Castlereagh" means a employee whose duties comprise all day to day
activities at the Castlereagh Waste Management Centre.
Salary range is LWO
Grade 1 level 1 to LWO Grade 2 level 5 (in 7 steps).
"General
Manager - Liquid Treatment" means the Manager Liquid Waste Plant of the
Corporation [formerly known as the Manager - Liquid Waste Plant].
"General
Manager Operations" is the General Manager Operations of the Corporation.
"Laboratory
Chemist" means a employee who holds a degree or diploma in Analytical or
Industrial Chemistry or equivalent and whose duties generally relate to the
supervision and / or conduct of analytical work done in the laboratory.
Salary range is LWO
Grade 2 level 5 to LWO Grade 9 level 4 (in 15 steps).
"Laboratory
Manager LWP" means a employee who holds a degree in analytical or
industrial chemistry and whose duties are the overall management of the LWP
laboratory.
Salary range is LWO
Grade 9 level 3 to LWO Grade 11 level 2 (in 7 steps).
"Laboratory
Technician" means a employee who holds the equivalent of a Chemistry
Certificate or who has appropriate experience and where duties are generally
related to the work carried out in the plant laboratory.
Salary range is LWO
Grade 1 level 5 to Grade 6 level 3 (in 14 steps).
"Liquid Waste
Officer" means the single classification structure by which all employees
are entitled graded under the terms of this Award.
"LWP
Supervisor" means a employee who holds relevant qualifications and has
extensive process plant experience whose duties comprise the supervision of day
to day activities at the Liquid Waste Plant.
Salary range is LWO
Grade 6 level 3 to LWO Grade 8 level 5 (in 7 steps),
"Maintenance
Services Technician" - Grade 1 means a employee, other than a qualified
trades person, who is semi-skilled and experienced in general plant maintenance
and who may be required to hold a Certificate of Competency for performance of
work such as, but not limited to, rigging or erection of scaffolding.
Salary range is LWO
Grade 1 level 5 to LWO Grade 3 level 1 (in 5 steps).
"Maintenance
Services Technician" - Grade 2 means a qualified trades person experienced
in general plant maintenance.
Salary range LWO
Grade 3 level 2 to Grade 3 level 5 (in 3 steps).
"Maintenance
Services Technician" - Grade 3 means a qualified trades person who, in
addition to being experienced in general plant maintenance, holds post-trade
specialist qualifications and who is required to perform duties higher than
those performed by a Maintenance Services Technician Grade 2.
A Maintenance
Services Technician Grade 2, who has had more than 5 years experience at the
LWP level shall be entitled to progress to Maintenance Services Technician
Grade 3.
Salary range is LWO
Grade 4 level 3 to LWO Grade 5 level 6 (in 7 steps).
"Maintenance
Services Technician Special Grade" means a qualified electrical trades
person who holds a post trade industrial electronics qualification and who has
completed two years experience at the Plant.
Salary range is LWO
Grade 5 level 5 to LWO Grade 6 level 4 (in 4 steps).
"Non-Continuous
Shift Worker" means a employee whose ordinary hours of work are normally
performed on either a two or three-shift roster, Monday to Friday.
"Plant Systems
Engineer" means a employee who holds a degree in Chemical Engineering or a
related engineering discipline and who is eligible for graduate membership of
the Institution of Engineers. Their duties include the development and
maintenance of all computer based management systems and process control
systems in the Plant and co-ordinating the Plants quality management processes.
Salary range LWO
Grade 6 level 3 to LWO Grade 10 level 3 (in 10 steps).
"Plant
Mechanical Engineer" and "Plant Electrical Engineer" means a
employee who holds a degree or diploma in Mechanical or Electrical Engineering
or equivalent and who is eligible for membership of the Institution of Engineers.
Their duties
include an overview and planning of all maintenance activities at the Plant
providing advice on relevant engineering matters and developing capital
expenditure programs for the Plant.
Salary range is LWO
Grade 6 level 3 to LWO Grade 10 level 3 (in 10 steps).
"Process
Engineer" means a employee who holds a degree in Chemical Engineering and
who is eligible for graduate membership of the Institution of Engineers. Their
duties include providing advice on process matters at the Plant, developing
proposals for modifications to the Plant, monitoring all aspects of Plant
performance and managing the Plant safety program.
Salary range LWO
Grade 8 level 4 to LWO Grade 11 level 2 (in 9 steps).
"Process
Operator" means a employee who is required to operate all or any part of
the waste treatment plant, whether such operations be performed on day work or
on shift.
Salary range for
shift process operators is LWO Grade 2 level 3 to LWO Grade 4 level 4 (in 8
steps).
Salary range for
day work process operators is LWO Grade 2 level 3 to LWO Grade 4 level 5 (in 8
steps).
"Supervisor"
means the immediate supervisor or manager of the area in which an employee is
employed or any other employee authorised by the Chief Executive Officer to
fulfil the role of a supervisor or manager, other than a person employed as a
consultant or contractor.
"Technical
Sales Officer LWP" means a employee whose duties generally relate to
contact with and providing service and technical advice to Liquid Waste
customers.
Salary range is LWO
Grade 6 level 2 to Grade 9 level 4 (in 9 steps).
"Waste
Receival / Plant Attendant" means a employee whose normal duties include
but are not limited to the receipt and transfer of waste materials housekeeping,
plant servicing and other general plant duties.
Salary range is LWO
Grade 1 level 1 to LWO Grade 3 level 1 (in 7 steps)
13. Salaries
(1) Rates of Pay:
The rates of pay for employees covered by this Award are as per Table 1 in
Attachment D:
(a) Rate applicable
from first full pay period after 1 July 2003. This represents a 5% general
increase.
(2) Annualised
Rates of Pay - Continuous Shift Workers: The annualised rates of pay for
employees covered by this Award are as per Table 2 in Attachment D
(a) Rate
applicable from first full pay period after 1 July 2003. This represents a 5%
general increase.
(3) Increments
(i) Payment:
(a) The payment of
an annual increment under this Award shall be made only with the prior approval
of the Chief Executive Officer or a duly authorised officer and will be
generally payable on the anniversary of appointment of the employee to their
position.
(b) The payment of
an increment to a employee is subject to:
A. Satisfactory
conduct of, and satisfactory performance of duties by, the employee as
determined by the Corporation; and
B. Satisfaction
of any requirements contained in this Award for progression of that
classification of the employee.
(ii) Performance
Related Pay:
(a) Outstanding
performance as recorded within the Corporation’s Performance Management &
Development System may be recognised by the Corporation on the recommendation
of the officer in charge of the plant on an individual basis by the application
of a bonus payment system (progression of up to a maximum of two (2)
incremental salary levels) above the employee's substantive salary level
(Salaries Clause sets out the salary levels).
(b) Such bonus will
be incorporated into an individual salary if the bonus is awarded for
outstanding performance over two (2) consecutive years.
(iii) Deferral:
(a) The payment of
an increment to an employee may be deferred from time-to-time if the
performance or conduct has been documented as unsatisfactory, but may not be deferred
for more than six (6) months at any one time.
(b) A employee must
be promptly notified in writing of any decision to defer payment of an
increment.
(iv) Leave to Count
for Incremental Purposes:
(a) All paid leave
counts for determining service for incremental purposes.
(b) Authorised
leave without pay totalling five days or less in the incremental period counts
as service for incremental purposes.
(c) Any period of
leave without pay where used for the following purposes counts for incremental purposes:
part-time service with the Defence Forces;
to represent Australia or NSW in amateur sport;
workers' compensation;
transport strikes;
sick leave.
(d) Study leave
with financial assistance at the level of full pay will count as full service for
incremental purposes.
(e) Study leave
with financial assistance at the level of half pay will count as half service
for incremental purposes.
(f) Authorised
leave without pay in excess of 5 days does not count as service except in the circumstance
of approved extended leave where the provisions of the relevant acts apply.
(4) Salary
Increases: The payment of the salary increases in this award shall be subject
to demonstrated productivity and efficiency improvements to substantiate and fund
salary increases.
14. Salaries:
Allowances
In addition to the salaries prescribed in Salaries Clause of
this Award, allowances will be payable in certain circumstances to recognise
particular conditions or increased responsibility required by employees.
(1) Meal Money
Allowance:
(i) A employee on
day work or shift work who works more than two (2) hours overtime after his/her
ordinary ceasing time, without being notified before leaving his/her work on
the previous day that he/she would be required to work overtime, or a shift
worker who is called to work with less than twelve (12) hours notice shall be
paid the standard sum of $16.10.
(ii) If a day
worker works for a further four (4) hours after the first two (2) hours, he/she
shall be paid a further sum of $16.10 for the second meal.
(2) Disabilities
Allowance:
(i) An allowance
of $550.00 per annum will be paid (but not for all purposes) in recognition of
the disabilities and abnormal working conditions which may, from time to time,
be experienced by Maintenance Services Technicians, Waste Receival / Plant
Attendants, the day work Process Operator and LWP Supervisors in the
performance of maintenance and other work.
(3) Travelling
Allowance:
(i) A day worker
required to commence work before 6 a.m., other than on a call-back (refer to
the overtime clause in this award) will be entitled to a travelling allowance
of $11.00 per day to compensate for additional travelling costs that may be
incurred in travelling from their residence to work.
(4) First Aid
Allowance:
(i) A employee
who is a day worker and who is the holder of a current First Aid Certificate
and nominated by the Corporation as a First Aid Officer will be paid a weekly
allowance of $8.24 (but not for all purposes).
(5) On-Call
(Pager) Allowance:
(i) A dayworker
shall be paid $11.00 per day who is rostered for either:
(a) maintenance
service technician employees, to provide after hours maintenance cover, or
(b) engineering/supervisory
employees, to provide advice and/or directions
to the plant after hours.
(6) Production
Information Call Allowance:
(i) A dayworker,
party to this Award, who receives one or more phone calls at home from
employees at the plant, seeking production advice or clarification, between
10.00pm and 6.00am, Monday to Sunday, shall be entitled to claim the equivalent
of 1½ hours pay at ordinary rates for the first call, and 1 hour for all
subsequent calls the same day.
(ii) Each day
shall stand alone.
(7) Clothing
Allowance:
(i) A ‘special’
clothing allowance of $75 per year will be paid to employees in the following
classifications or nominated positions:
Laboratory Technician,
Clerk / Laboratory Attendant,
Waste Receivals / Plant Attendant,
Process Operators (daywork & shift),
Maintenance Service Technicians and LWP Supervisors and
Castlereagh employees.
(ii) To be paid as
a lump sum amount once per year on the anniversary of the registration of the
enterprise award.
15.
Salaries: Payment of Wages
On each pay day the Corporation will supply each employee
with a statement showing the amount of wages to which he/she is entitled, the
amount of deductions made there from and the net amount of wages due to the
employee.
16.
Overtime
(1) Day workers
and Non-Continuous Shift Workers
(i) For all time
worked before the agreed starting time and after the agreed finishing time of
each employee, Monday to Friday, employees shall be paid at the rate of time
and one half for the first two hours and double time thereafter on the base
rate.
(ii) For all time
worked on a Saturday, employees shall be paid time and one half for the first
two hours and double time thereafter with a minimum payment as for four hours
at ordinary time.
(iii) For all time
worked on a Sunday, payment will be made at double time with a minimum payment
as for four hours at ordinary time.
(iv) Employees who
are required to work on public holidays shall be paid at the rate of double
time and one half with a minimum payment as for four (4) hours at ordinary
time.
(v) At the discretion
of the Corporation, and as an option available to the employee, time off in
lieu of payment for overtime worked may be taken at ordinary rates up to a
cumulative maximum of eight (8) hours.
(2) Continuous
Shift Workers - Twelve Hour Shifts:
(i) For all time
worked in excess of twelve (12) hours per shift, except as provided in the
Continuous Shift Operation - Shift Relief subclause of the Hours of Duty clause
in this award, continuous shift workers shall be paid at the rate of double
time of the base rate of pay.
(ii) The exception
will be for time worked on a public holiday which is a rostered day off where
such time worked shall be paid at double time and one half of the base rate of
pay with a minimum payment as for four (4) hours at ordinary time.
(iii) This clause
shall not apply when the time worked is:
(a) by arrangement
between the employees themselves, or
(b) for the purpose
of effecting the rotation of shift.
(3) Payment for
Overtime Not Worked
(i) When pre arranged
overtime has been cancelled at short notice, employees who were initially
required to work such overtime will be entitled to a minimum payment of four
(4) hours at their base rate of pay unless the employees concerned have
received adequate notice of such cancellation.
(ii) For the
purposes of this clause adequate notice will consist of;
(a) Day workers -
Notified prior to ceasing work on the previous working day; and
(b) Shift workers -
Notified twelve (12) hours prior to the previously intended commencement of the
overtime.
(4) Minimum Period
Off Duty
(i) Where
overtime is necessary it will, wherever reasonably practicable, be so arranged
that employees have ten (10) consecutive hours off duty between the work of
successive days.
(ii) An employee
(other than a casual employee) who works overtime between the termination of
her/his work on one day and the commencement of her/his work on the next day
such that she/he has not had at least ten (10) consecutive hours off duty
between these times, will subject to this sub-clause, be released after
completion of such overtime until she/he has had ten (10) consecutive hours off
duty without loss of pay, for ordinary working time occurring during such
absence.
(iii) If, on the
instruction of the Corporation, such employee resumes or continues work without
having had the ten (10) consecutive hours off duty, she/he will be paid at
double rates until she/he is released from duty for that period, or she/he will
then be entitled to be absent until she/he has had ten (10) consecutive hours
off duty, without loss of pay, for ordinary working time occurring during such
absence.
(5) Calls-Back
(i) An employee
recalled to work without prior notice will be paid overtime for each such
call-back at the appropriate rate as prescribed in this clause with a minimum
payment as for four (4) hours at appropriate overtime rates.
(ii) An employee
recalled to work without prior notice who is required to use his/her own
motorised transport will be reimbursed for the use of such vehicle at the rate
55 cents per kilometre.
(a) It is
mandatory that such employee has comprehensive vehicle insurance and is the
holder of a current drivers licence.
(b) Alternately,
the employee shall be reimbursed the taxi cost incurred for travelling to/from
work.
(iii) Calls back
will not be counted as overtime for the purpose of sub-clauses 4(i), 4(ii) and
4(iii) of this clause except in the following circumstances:
(a) where the work
extends beyond four (4) hours; or
(b) when the work continues
after 12.00 midnight.
In these circumstances the employee shall be entitled
to eight (8) consecutive hours off duty without loss of pay for ordinary
working occurring during her/his absence.
(6) A employee may be directed by the Chief
Executive Officer to work overtime, provided it is reasonable for the employee
to be required to do so.
(a) A employee may refuse to work overtime
in circumstances where the working of such overtime would result in the
employee working unreasonable hours.
(b) In determining what is unreasonable, the
following factors shall be taken into account:
(1) the employee’s prior commitments outside
the workplace, particularly the employee’s family and carer responsibilities,
community obligations or study arrangements,
(2) any risk to employee health and safety,
(3) the urgency of the work required to be
performed during overtime, the impact on the operational commitments of the
Corporation and the effect on client services,
(4) the notice (if any) given by the Chief Executive
Officer regarding the working of the overtime, and by the employee of their
intention to refuse overtime, or
(5) any other relevant matter.
17. Higher Duties
(1) A employee who is directed to and
undertakes work carrying a higher rate than his/her ordinary classification
level rate shall be paid the base rate without the payment of any increments
for the classification of the employee being relieved for the actual time so
worked.
(2) Where an employee has relieved a more senior
employee where the total number of relieving days exceed 15 days per year and
is considered by the Corporation to be capable of assuming the full
responsibility of the duties for which he/she is relieving, such employee shall
be paid a rate higher than the base rate for the classification as provided for
in subclause 1 of this clause.
(3) Such rate is to reflect the number of
years which the employee has relieved in the higher position and would be set
in accordance with the normal scale progression for the higher position.
18. Leave
(1) All employees
will be paid at the base rate for all leave, with the exception of:
(a) Recreation
Leave, which is paid as in the Recreation Leave clause,
(b) Sick leave,
which is paid in accordance with the Sick clause, and
(c) Long Service
Leave, which is paid in accordance with Extended Leave Clause.
(2) It is agreed
that employees covered by this Award at the time of the making of this award
shall retain their existing accrued leave entitlements.
19. Leave: Adoption
(1) Employees are entitled to unpaid and
paid adoption leave.
(2) Unpaid adoption leave may be taken by an
employee who will be the primary caregiver (other than those employed on a
casual basis) for a maximum period of 12 months from the date of taking
custody.
(3) Paid adoption leave may be taken by all
employees (other than those who are employed on a casual basis) who, prior to
the date of taking custody, have completed 40 weeks continuous service.
(a) The entitlement is as follows:
(i) 9 weeks paid leave commencing on and
from the date of taking custody;
(ii) up to 12 months unpaid leave after the
period of paid leave as follows:
(a) if the child has not commenced school at
the date of the taking of custody, leave may be taken up to a maximum period of
12 months;
(b) if the child has commenced school at the
date of the taking of custody, leave for such period as the Chief Executive
Officer may determine may be granted up to a maximum period of 12 months.
20. Leave: Bereavement
(1) An employee (other than a casual
employee) shall be entitled to up to two days Bereavement Leave without
deduction of pay on each occasion of the death of a member of a class of person
set out in the relevant subparagraph of the Personal / Carer’s Leave clause.
(2) The employee must notify the Corporation
as soon as practicable of the intention to take Bereavement Leave and will, if
required by the Corporation, provide to the satisfaction of the Corporation
proof of death.
(3) Bereavement Leave shall be available to
the employee in respect of the death of a person in relation to whom the
employee could have utilised Carer’s Leave as prescribed by this clause.
(a) The employee need not have been responsible
for the care of the person concerned to be eligible for Bereavement Leave as
prescribed in this sub-clause.
(4) An employee shall not be entitled to
Bereavement Leave under this clause during any period in respect of which the
employee has been granted other leave.
(5) Bereavement leave may be taken in
conjunction with any other leave available to employees.
(a) Where such other available leave is to
be taken in conjunction with Bereavement Leave, consideration will be given to
the circumstances of the employee and the reasonable operational requirements
of the Corporation.
21. Leave: Extended
Employees are
entitled to extended leave in accordance with the Public Sector Employment
and Management Act, 2002.
22. Leave: Jury
Service
(1) An employee required to attend for jury
service during her/his ordinary working hours will be reimbursed by the
Corporation an amount equal to the difference between the amount paid in
respect of her/his attendance for such jury service and the amount of wage
she/he would have received in respect of the ordinary time worked had she/he
not been on jury service paid at their base rates of pay.
(2) An employee shall notify the Corporation
as soon as possible of the date upon which she/he is required to attend for
jury service.
(3) Further, the employee shall give the
Corporation proof of attendance, the duration of such attendance and the amount
received in respect of such jury service.
23. Leave: Leave Without Pay (LWOP)
(1) The Chief Executive Officer may grant
LWOP to an employee who shows good and sufficient personal reasons for such
leave and if satisfied that the officer intends to resume duty on the
expiration of such leave.
(2) The employee granted the LWOP must give
at least one month's notice of the intended date of return unless the Chief
Executive Officer agrees to a lesser period.
(3) LWOP does not break the continuity of
service of the employee.
(4) Employees who are granted LWOP may elect
to retain recreation leave (up to the permissible maximum) and/or extended
leave during periods of LWOP.
24. Leave:
Maternity
(1) Female employees are entitled to unpaid
and paid maternity leave.
(2) Unpaid maternity leave may be taken by a
full-time or part-time employee:
(i) up to 9 weeks before the expected date
of birth of the child and
(ii) up to 12 months after the actual date of
birth of the child.
(3) Paid maternity leave may be taken by a
full-time or part-time female employee who, prior to the expected date of birth
of the child, has completed 40 weeks continuous service.
(a) The entitlement amounts to 9 weeks full
pay from the date maternity leave commences.
(4) Maternity leave may be taken as follows
(i) full-time, up to a maximum of twelve
(12) months from birth of the child; or
(ii) part-time, up to a maximum of two (2)
years from the date of birth of the child subject to the Corporation’s
convenience;
(iii) a combination of subclauses i and ii.
providing that less than twelve (12) months maternity leave on a full-time
basis is taken and that the balance taken part-time, will conclude before the
child's second birthday.
(5) A female employee shall formally notify
the Corporation in writing:
(i) not less than eight (8) weeks before
the expected date of birth of the child of:
(a) the intention to proceed on maternity
leave; and
(b) the expected date of birth certified by a
medical practitioner; and
(c) any maternity leave to be taken on a
part-time basis;
(ii) not less than four (4) weeks before the
expected date of birth of:
(a) the date on which maternity leave is
intended to commence;
(6) Unpaid maternity leave shall not count
as Service for determining incremental progression nor any form of leave
entitlement.
(a) The exception being for extended leave
in cases where at least ten (10) years of service has been completed and unpaid
maternity leave does not exceed six (6) months.
(7) A female employee who returns to work
after full-time or part-time maternity leave has a right to return to her
former position.
(8) The right of return to the former
position is forfeited when a female employee does not resume duty at the
expiration of full-time or part-time maternity leave.
25. Leave: Parental
(1) Full-time
and part-time employees who are ineligible to be granted maternity or adoption
leave; and who are to be the primary care giver of a child; or who wish to
share the child care duties with their partner are entitled to parental leave.
(2) Parental
leave is leave without pay and may be taken as one (1) week from the date of
birth of the child or the date of placement of an adopted child and at the
discretion of the Chief Executive Officer.
(a) Parental
leave may also be taken:
(i) up
to a further 51 weeks leave on a full-time basis; or
(ii) up
to a maximum of 103 weeks (2 years less 1 week) unpaid leave on a part-time
basis; or
(iii) a
combination of full-time and part-time leave provided that the period of leave
taken does not exceed the equivalent of 51 weeks full-time leave.
(3) Parental
leave may be combined with accrued recreation leave and/or extended leave,
provided the period of leave does not exceed the equivalent of 12 months
full-time leave.
(4) Full-time
parental leave does not count for incremental progression.
(5) Provided
their service is satisfactory, employees on part-time parental leave shall be
paid increments on completion of each twelve (12) months service.
(6) An
employee who returns to work after full-time or part-time parental leave has a
right to return to her/his former position.
(7) The
right to return to the former position is forfeited when a employee does not
resume duty at the expiration of full-time or part-time parental leave.
26 Leave:
Personal/Carer’s
(i) Use of Sick Leave:
(a) An employee (other than a casual employee),
with responsibilities in relation to a class of person set out in (e)(2) 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, for absences to provide care and support, for such persons when
they are ill.
(b) Such leave may be taken for part of a
single day.
(c) 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.
(d) 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.
(e) The entitlement to use sick leave in
accordance with this subclause is subject to:
(1) the employee being responsible for the
care and support of the person concerned; and
(2) the person concerned being:
(i) a spouse of the employee; or
(ii) a de facto spouse, being a person of the
opposite sex to the employee who lives with the employee as her husband or his
wife on a bona fide domestic basis although not legally married to that
employee; or
(iii) a child or an adult child (including an
adopted child, a step child, a foster child or an ex‑nuptial child),
parent (including a foster parent and legal guardian), grandparent, grandchild
or sibling of the employee or spouse or de facto spouse of the employee; or
(iv) a same sex partner who lives with the employee
as the de facto partner of that employee on a bona fide domestic basis; or
(v) a relative of the employee who is a
member of the same household, where for the purposes of this definition:
"relative"
means a person related by blood, marriage, affinity, or Aboriginal kinship
structures;
"affinity"
means a relationship that one spouse or partner has to the relatives of the
other; and
"household"
means a family group living in the same domestic dwelling.
(f) An employee shall, wherever practicable,
give the Corporation 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.
(g) If it is not practicable for the
employee to give prior notice of absence, the employee shall notify the
Corporation by telephone of such absence at the first opportunity on the day of
absence.
(ii) Unpaid Leave for Family Purpose:
(a) An employee may elect, with the consent
of the Corporation, to take unpaid leave for the purpose of providing care and
support to a class of person set out in (e)(2) above who is ill.
(iii) Annual Leave:
(a) An employee may elect with the consent
of the Corporation, and 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) above, shall be exclusive of any shutdown period provided for
elsewhere under this award.
(c) An employee and the Corporation 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.
(iv) Time Off in Lieu of Payment for Overtime:
(a) The provisions in the Overtime Clause of
this Award shall apply.
(v) Make-up time:
(a) An employee may elect, with the consent
of the Corporation, to work "make‑up time", under which the
employee takes time off during 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 Corporation, 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.
(vi) Rostered Days Off:
(a) An employee may elect, with the consent
of the Corporation, to take a rostered day off at any time.
(b) An employee may elect, with the consent
of the Corporation, to take rostered days off in part day amounts.
(c) An employee may elect, with the consent
of the Corporation, to accrue some or all rostered days off for the purpose of
creating a bank to be drawn upon at time mutually agreed between the
Corporation and employee, or subject to reasonable notice by the employee or
the Corporation.
(d) This subclause is subject to the
Corporation 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.
(vii) Subject to the provisions of this clause,
paid leave may be granted by the Chief Executive Officer in circumstances of
pressing necessity for employees.
(a) The maximum entitlement is:
(i) All day workers: 38 hours in any period
of 2 years.
(ii) Continuous shift workers: 42 hours in
any period of 2 years.
27. Leave:
Recreation
(1) General
(i) All employees
must take at least two (2) weeks recreation leave per year.
(ii) Nothing in this
paragraph will prevent the Corporation from allowing recreation leave to an
employee before the right thereto has accrued, but where such leave is taken
before the right there to has accrued, further leave will not commence to
accrue until after the expiration of the twelve (12) months in respect of which
such recreation leave has been taken.
(iii) Any employee
whose employment is terminated by the Corporation through no fault of her/his
own and any employee who leaves her/his employment will be paid for the
proportionate period of recreation leave to which she/he would have been
entitled if the employment had not been so terminated.
(iv) The recreation
leave provided by this clause shall be given and shall be taken.
(v) Except as
provided in the following Day Work clause, payment shall not be made or
accepted in lieu of recreation leave.
(2) Day work
(i) Payment for
recreation leave will be made at the base rate of pay.
(ii) All day work
employees are entitled to recreation leave accruing at the rate of 20 working
days per year which is to be taken at the convenience of the Corporation.
(iii) Accrual is on
a month by month basis at the rate of 1 and 2/3rds working days per month.
(iv) A maximum of
forty (40) days may be accrued at any one time.
(v) Where a
holiday prescribed in this Agreement falls on a day which a day worker is
rostered off and the day worker is not required to work on that day, one day of
recreation leave shall be added to the employee's entitlement.
(vi) The Chief
Executive Officer may approve of an extra fifteen (15) working days to be
accumulated above the forty (40) days maximum if the employee is unable to take
recreation leave due to an organisational emergency or at the request of the
employee.
(vii) Temporary
employees who are employed for a period of three (3) months or less are not
eligible to accrue recreation leave.
(a) They shall,
however be entitled to be paid in lieu of recreational leave, 4/48ths of the salary
or wages excluding overtime earned during the period of employment.
(3) Continuous
Shift Worker
(i) Continuous
shift workers will be paid for recreation leave at the annualised salary rates
of pay in this award which include annual leave loading.
(ii) Unless
otherwise approved by the Corporation, Continuous Shift Workers must take a
minimum period of seven (7) consecutive rostered shifts of recreation leave per
application.
(iii) Continuous
Shift Workers accrue recreation leave at the rate of fourteen (14) rostered
shifts per annum in their first year of service and seventeen and one half
(17½) rostered shifts per annum thereafter.
(iv) An employee
normally employed on day work with twelve (12) months continuous service who is
employed for part of the twelve monthly period as a seven-day shift worker is
entitled to have four (4) weeks recreation leave increased by a half day for
each month she/he is continuously employed as a shift worker.
(v) Where the
additional leave calculated under subclause .3(iv) of this clause is or
includes a fraction of a day such day will not form part of the leave period
and any such fraction will be discharged by payment only.
(vi) Shifts added
to the period of recreation leave.
(a) In the case of
an employee who was at the commencement of her/his recreation leave employed as
a Continuous Shift Worker, one shift will be added to her/his annual leave
period in respect of any holiday prescribed by this Award which falls within
the period recreation leave to which she/he is entitled under this Award.
(b) One shift will
be added to the recreation leave period of any Continuous Shift Worker if
she/he is rostered off duty on a day which is a holiday prescribed by this
Award and who is not required to work on that day.
(c) Any day or
days added shall be paid for at the annualised rate of pay as prescribed in
this Award.
(d) Any shift or
shifts added in accordance with paragraphs (i) or (ii) of this sub-clause (3)
will be the working shifts immediately following the period of recreation leave
to which the employee is entitled.
(iv) Where the
employment of a worker has been terminated and she/he thereby becomes entitled
to payment in lieu of recreation leave with respect to a period of employment,
she/he will be also entitled to an additional payment for each shift accrued to
her/him under paragraph (ii) of this sub-clause (3) at the annualised rate of
pay as prescribed in this Award.
28.
Leave: Sick
(1) General
(i) An employee who
is absent from work by reason of personal illness or personal injury, is
entitled to paid leave of absence as set out in sub-clauses 2 and 3 in
accordance with the following conditions and limitations:
(a) The employee
is required to inform the Corporation of an inability to attend for duty and,
as far as practicable, state the nature of the illness [or injury] and the
estimated duration of absence.
(b) This
notification shall be prior to the commencement of the day’s work [or shift]
where practicable but within twenty-four (24) hours of the commencement of such
absence.
(c) The employee
may be required to prove to the satisfaction of the Corporation, by the
production of a medical certificate or other satisfactory evidence, of being
unable to attend for duty, on account of such illness [or injury], on the
day/days for which sick leave is claimed.
(ii) Untaken sick
leave will accumulate from year to year.
(iii) The full
annual sick leave entitlement is available to the employee from 1 January each
calendar year (i.e. it does not accrue on a monthly basis).
(a) New employees
will be granted a pro‑rata entitlement during their first calendar year
of service, depending on the number of full months remaining in the year
following appointment.
(b) The above pro
rata entitlement is subject to a limitation that such employee shall only be
entitled to five (5) days paid sick leave for day workers or forty (40) hours
paid sick leave for continuous shift workers during the first three (3) months
of service.
(iv) Service before
the date of coming into force of this award will be counted as service for the
purpose of qualifying herewith.
(2) Day-work: An
employee is entitled to sick leave of fifteen (15) days per year of service and
paid at the respective base rate of pay.
(3) Continuous
Shift Workers: An employee on continuous shift work is entitled to 120 hours of
paid sick leave per year of service.
(a) Payment for
sick leave taken by a continuous shift worker is at her/his annualised rate of
pay.
29.
Study Leave and Study Time
(1) Study leave
and study time may be granted by the Chief Executive Officer.
(2) Granting of
study leave and study time will be made on a case by case basis and will be subject
to the discretion of the Chief Executive Officer on the basis that the course
is relevant to the employee's development within the Corporation.
(3) All permanent
employees, both full-time and part-time and all full-time temporary employees
are eligible to apply
30.
Public Holidays
(1) The following
Public Holidays will be observed in this Award.
New Year's Day,
Australia Day,
Good Friday,
Easter Saturday,
Easter Monday,
Anzac Day,
Queen's Birthday,
Labor Day,
Christmas Day,
Boxing Day and
any other day proclaimed as a public holiday by the
State of New South Wales.
(a) NOTE: Normal
process operations at the Liquid Waste Plant will not be required on Christmas
Day or Boxing Day, however the Activated Sludge Facility will require one employee
to operate over these days.
(b) The employee
will be paid in accordance with sub-clause 1[iv] of the Overtime Clause in this
Award.
(2) A nominated
day between Christmas and New Year or any other date agreed between the
management and employees shall be a holiday as the picnic day of the Plant and
Castlereagh.
(a) The
Corporation may require any employee to work on such day and unless reasonable
excuse exists, the employee shall work in accordance with such requirement.
(b) At the
employee's discretion, they may take a day off in lieu of working on that day
at ordinary rates within one month of having worked on that day or be paid at
the appropriate overtime rates.
(3) Any employee
who is absent without leave or reasonable excuse on the working day succeeding
or preceding a Public Holiday shall not be entitled to payment for such
holiday.
31. Work Arrangements: Part-Time
(a) Part-time work
is permanent employment and Part-time employees normally work fewer hours than
full-time employees and receive all the entitlements of full time employees on
a proportional basis.
(b) Employees may
work part-time under this Award where it is supported by the Corporation.
(c) Employees
working part time must complete a part time work agreement (PTWA) with their
supervisor.
(d) The PTWA must
be in writing signed by the employee and the supervisor and must include:
(i) the hours and
days to be worked;
(ii) the starting
and finishing times of the employee's shifts;
(iii) the
employee's classification; and
(iv) the employee's
right (if any) to return to full time work.
(e) There is no
set hours that must be worked, however the PTWA must set out the minimum weekly
hours that the employee will work.
(f) The maximum
number of hours under the PTWA must be less than the full-time (35) hours in
this Award.
(g) The employee
must be paid the same ordinary hourly rate as full-time employees under this
Award.
(i) Where a part
time employee works in excess of the normal daily hours (by direction to work
overtime), or works in excess of the equivalent full time weekly hours for the
position (35 or 38 hours, as applicable), they shall be entitled to be paid at
the overtime rates in this Award (the same situation as would normally apply to
a full time employee in the same position working overtime).
(h) Part time
Employees are entitled to the same benefits as full-time employees under this
Award calculated on a proportional basis such as leave and other entitlements
like superannuation.
(i) Annual leave
and long service leave also accrue on a proportional basis.
(j) A PTWA can be
changed by making a new written agreement between the employee and supervisor.
32. Work Arrangements: Job Share
(a) Job Share is a voluntary arrangement in
which one job is shared amongst part-time employees.
(b) Employees may job share under this Award
where it is supported by the Corporation.
(c) Job Share arrangements are required to
be formalised in the same way the part time work arrangements are outlined in
an agreement - This agreement shall be called a job share agreement (JSA).
(d) Job Sharers perform the role of one job
and the workload and performance expectations should be similar to what would
be expected if the job was being performed by one employee.
33. Union
Or Association: Deduction of Membership Fees
1. The Union or
Association shall provide the Corporation with a schedule setting out Union or
Association fortnightly membership fees payable by members of the Union or
Association in accordance with the Union or Association 's rules.
2. The Union or
Association shall advice the Corporation of any change to the amount of
fortnightly membership fees made under its rules. Any variation to the schedule
of Union or Association fortnightly membership fees payable shall be provided
to the Corporation at least one month in advance of the variation taking
effect.
3. Subject to
subclause 1 and 2 above, the Corporation shall deduct Union or Association
fortnightly membership fees from the pay of any employee who is a member of the
Union or Association in accordance with the Union or Association 's rules,
provided that the employee has authorised the Corporation to make such
deductions.
4. Monies so
deducted from an employee's pay shall be forwarded regularly to the Union or
Association togother with all necessary information to enable the Union or
Association to reconcile and credit subscriptions to employees' Union or
Association membership accounts.
5. Unless other
arrangements are agreed to by the Corporation and the Union or Association, all
Union or Association membership fees shall be deducted on a fortnightly basis.
6. Where an
employee has already authorised the deduction of Union or Association
membership fees from his or her pay prior to this clause taking effect, nothing
shall be read as requiring the employee to make a fresh authorisation in order
for such deduction to continue.
34. Union Or
Association: Notice Boards
(1) The Corporation will erect suitable
notice boards in prominent positions for the display of union notices.
(2) All notices placed on the board will be
signed by the delegate/co-delegate posting the notice.
(3) The Corporation will initial the back of
each such notice prior to posting.
35. Union Or
Association: Training Leave
(1) Authorised job representatives of the
Union or the Association who are nominated by the Secretary of their Union or
Association to attend a relevant training course or program sponsored by the
Australian Council of Trade Unions or by the Union or the Association will be
granted leave of absence while attending such course(s) provided that:
(i) at least two (2) weeks prior to
attendance at the course(s) the Corporation receives written notice of the nomination
from the Union Secretary setting out the times, dates, content and venue of
course;
(ii) nominations will not involve absences
from work of more than one delegate following notice from the Union or
Association secretary setting out the times, dates, content and venue of the
course.
(iii) leave of absence granted will be counted
as time worked for the purpose of annual leave, sick leave and long service
leave.
(iv) Job representatives attending will
receive their base rate of pay whilst on such leave.
(2) A maximum of six (6) days leave will be
granted per year with base pay for two (2) Union or Association members to
attend such courses.
(3) All employees will have access to state
or nationally accredited training courses agreed by the Union or Association
and the Corporation.
(4) The Corporation will meet all necessary
payments for agreed courses and allow employees reasonable paid time to
undertake all requirements of such course/s and reimburse reasonable expenses
incurred whilst attending the course/s.
36. Redundancy
Employees accepting voluntary redundancy
will be subject to the Corporation’s Redundancy Policy.
37. Grievance and Dispute Settling Procedures
(a) All grievances and disputes relating to
the provisions of this Award shall initially be dealt with as close to the
source as possible, with graduated steps for further attempts at resolution at
higher levels of authority if required.
(b) An employee is required to notify in
writing their immediate Supervisor (unless the grievance is with an immediate
Supervisor in which case the notification may be made to the next level of
management) as to:
(i) the substance of the grievance, dispute
or difficulty,
(ii) request a meeting to discuss the matter,
and if possible,
(iii) state the remedy sought.
(c) Where the grievance or dispute involves
confidential or other sensitive material (including issues of harassment or
discrimination under the Anti Discrimination Act, 1977) that makes it
impractical for the employee to advise their supervisor, the notification may
occur to the next appropriate level of management, including where required, to
the Chief Executive Officer or delegate.
(d) The immediate Supervisor shall convene a
meeting in order to resolve the grievance, dispute or difficulty within two (2)
working days, or as soon as practicable, of the matter being brought to
attention.
(e) If the matter remains unresolved with
the immediate Supervisor, the employee may request to meet the appropriate
person at the next level of management in order to resolve the matter.
(f) The person at the next level of
management shall respond within two (2) working days, or as soon as
practicable.
(g) The employee may pursue this sequence of
reference to successive levels of management until the matter is referred to
the Chief Executive Officer.
(h) Either party may request a mutually
agreed mediator to assist in the resolution of the matter.
(i) If the matter remains unresolved, the
Chief Executive Officer shall provide a written response to the employee and
any other party involved in the grievance, dispute or difficulty, concerning
action to be taken, or the reason for not taking action, in relation to the
matter.
(j) An employee, at any stage, may request
to be represented by their Association, Union or Agent.
(k) The employee or the Association, Union
or Agent on their behalf or the Chief Executive Officer may refer the matter to
the New South Wales Industrial Relations Commission if the matter is unresolved
following the use of these procedures.
(l) The employee, Association, Union, Agent
and Corporation shall agree to be bound by any order or determination by the
New South Wales Industrial Relations Commission in relation to the dispute.
(m) Whilst the procedures outlined in subclauses
a) to l) of this clause are being followed, normal work undertaken prior to
notification of the dispute or difficulty shall continue unless:
(i) otherwise agreed between the parties,
or,
(ii) in the case involving occupational
health and safety, if practicable, normal work shall proceed in a manner which
avoids any risk to the health and safety of any employee or member of the
public.
38. Further Claims
(1) During the term
of this Award, the parties may pursue claims as allowed by Chapter 2 Part 2 of
the NSW Industrial Relations Act, 1996.
(2) Under the Act,
items may be raised for discussion with a view to achieving mutually agreed
variations during the life of this Award.
39. Declaration
The Parties to this Award declare that the Enterprise Award:
(i) is not
contrary to the public interest;
(ii) is not
unfair, harsh or unconscionable;
(iii) was not
entered into under duress;
(iv) is in the
interests of the Parties.
40. Area, Incidence
and Duration
(1) This Award
shall apply to all employees of Liquid Waste Plant and Castlereagh Waste
Management Centre.
(2) The following
Awards and Agreements, insofar as they fix rates of pay and some conditions of
employment applying to employees covered by this Award shall not apply during
the term of this Award:
(i) Crown
Employees (Public Sector - Salaries January 2002) Award
(ii) Crown
Employees (Public Service Conditions of Employment 2002) Award.
(iii) Waste
Re-cycling and Processing Service of New South Wales Lidcombe Site Agreement
(1995). (Ref No. EA21/96)
(3) The parties
agree that, for the life of this Enterprise Award, the salaries,
classifications and other conditions of employment expressed in this Award
replace the rates of pay, classifications and conditions expressed in those
awards and agreements listed in sub-clause2 above of this Award.
(4) This Award
defines the salaries and conditions of employment as provided under the
employment powers of the Act.
(5) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Lidcombe Castlereagh Waste Management Centre
Enterprise Award 1997 published 24 May 2002 (333 I.G. 821), and all variations
thereof.
(6) The changes
made to the award pursuant to Section 19(6) of the Industrial Relations Act
1996 and Principles for Review of Awards made by the Industrial Relations
Commission of New South Wales shall take effect from 18 August 2004.
41.
Attachment a: Undertakings
1. Intentions
(a) The purpose of
this Award is to regulate the rates of pay and conditions of employment of all
employees at the Plant and Castlereagh covered by this award.
(b) It is intended
that the Award will provide a suitable basis and framework for the parties to
implement appropriate arrangements to ensure that Corporate objectives are met.
(c) The Award will
help facilitate the processes necessary to enhance the productivity of the
Plant and Castlereagh and provide a better return to the Corporation, the
employees, and the community.
(d) The parties
agree to commence negotiation on a new Award prior to the end of the nominal
term of this Award.
2. Quality:
The parties to the Award agree to a commitment that
every endeavour will be made in order to maintain the Quality and Environmental
Certification under the ISO 9002 and ISO 14001 together with the NATA
Laboratory Certification.
3. Safety:
The parties remain committed to continuing with the occupational
health and safety program and to maintaining the 5 Star Grading under the
National Safety Council of Australia or an equivalent safety management system.
4. Training:
The parties understand that employee training is an
integral part of providing a quality service to customers.
5. Guarantee of
Service:
All employees of the Plant and Castlereagh agree to
support the Corporation's Guarantee of Service and maintain excellent service
to customers at all times.
42.
Attachment B: Work Practices
The parties have agreed to the following variations to
existing work practices.
A. Carried forward
from the 1995 Agreement
Process Operators:
The following commitments are intended to complement
tasks normally allocated to the daywork process operator, maintenance
employees, laboratory employees, the Receivals Officer and supervisors during
normal working hours.
The intention is to minimise interruptions to the
process outside normal working hours.
(1) Clean and
calibrate process meters (pH and dissolved oxygen) after receiving appropriate
training.
(2) The use of
small tools for minor maintenance work after hours for work such as cleaning
line blockages and restrictions (whenever feasible).
(3) Assist
Maintenance Services Technicians called in after hours for Plant failures where
such assistance will expedite the return of the Plant operations.
(4) Sample and
centrifuge test samples from thickeners and enter data to process control computer
to maximise filter press efficiency (day work and process operator in normal
hours, shift operators at other times).
(5) Receive
"emergency" loads of waste outside of normal receival hours when a
Waste Receival Officer could not reasonably be expected to be in attendance.
(6) Receive
interstate loads of pickle liquor outside normal receival hours when required
to meet the transporters road freight logistics.
(7) Accept
deliveries of currently used process supplies outside of normal working hours.
(8) Ensure
automatic chemical dosing reservoirs are replaced / replenished (outside of
normal working hours).
(9) Collect
samples as required (after hours) for the laboratory.
(10) Manually dose
additives to the process as required for trials.
(11) Make out Safe
Work Permits when the daywork Process Operator is unavailable to expedite the
handover of equipment to maintenance employees.
(12) Co-operate with
the documentation requirements of Quality Certification (ISO9002, 14001 and 5
Star Safely) when these impact directly on normal duties.
Maintenance Employees
(1) Organise the
purchasing of equipment spares as necessary.
(2) Assist in the
detailed planning of major maintenance shutdowns.
(3) Conduct
troubleshooting and fault diagnosis on suspect process Plant.
(4) Assist in the
conduct of trials and development of alternative or modified Plant and
equipment.
(5) When
appropriately trained and qualified, carry out "cross - trade" work as
required (e.g. electrical connect / disconnect and pneumatics).
Laboratory and Engineering Employees
(1) Laboratory
employees and engineering employees as required, to assume agreed weighbridge
officer's duties for the receivals of waste outside weighbridge officer's
normal hours or as otherwise required.
(2) Laboratory
employees to modify work practices to conform with NATA requirements.
Castlereagh Employees
(1) On site
maintenance of machinery and repair and maintenance of pumps and motors, including
welding where necessary.
(2) Basic skills
in concreting and brick laying including foundations and headwell.
(3) Basic
engineering skills including roadworks, drains and draining and pipe laying.
(4) Plant
operating truck licence and the ability to operate various articles of the
plant.
(5) Basic
knowledge of surveying and related skills.
(6) A knowledge of
hazardous chemicals, including their appropriate storage and disposal.
(7) Animal
husbandry, experience in the care and handling of both domestic and native
animals.
B. New
Productivity Measures for the 1997 Award
General Reform Program:
In exchange for the pay rates expressed in this Award,
the parties agree that productivity measures/or reform programs will be implemented
and agree to the variations to existing work practices in accordance with
Attachment C of the Award.
Process Operators
(1) To operate the
plant at an increased nominal maximum production rate [centrifuge + decant] of
20 cubic metres per hour [33% increase over previous level]
(2) Acceptance and
operation of the new 1500 cubic metre emergency waste storage tank [T102G]
including transfers to/from operations tanks [T102A‑F]
(3) Acceptance of
an additional 50,000 cubic metre per annum of present types of wastes [i.e.
wastes to be centrifuged of decanted]
(4) Acceptance and
operation of the new biosludge dewatering centrifuge [S209] and consequent
increased biosludge processing rates.
(5) Operation of
new HFHE sludge driers [E501E,F] and associated equipment.
Maintenance Employees:
Acceptance and maintenance of the following new
equipment and associated ancillary equipment:
Emergency waste storage tank [T102G]
Sludge dewatering centrifuge [S209]
HFHE sludge driers [E501E.F]
Laboratory, Sales and Engineering Employees
(1) Receptionist,
telephone answering duties when main office is unattended [Engineering &
Sales]
(2) Expand NATA
registration to include all routine and quantitative methods [Laboratory].
(3) Additional data
entry for liquid waste computer system, e.g. consent numbers [Clerks,
Laboratory Attendants]
43. Attachment C:
Grading of Positions
Position
|
Year
|
LWO Grading
|
|
|
GRADE
|
LEVEL
|
Laboratory Manager
|
1
|
9
|
3
|
|
2
|
|
5
|
|
3
|
10
|
1
|
|
4
|
|
3
|
|
5
|
|
5
|
|
6
|
11
|
1
|
|
7
|
|
2
|
|
|
|
|
Laboratory Chemist
|
1
|
2
|
5
|
|
2
|
3
|
3
|
|
3
|
4
|
2
|
|
4
|
5
|
2
|
|
5
|
5
|
5
|
|
6
|
6
|
1
|
|
7
|
6
|
2
|
|
8
|
6
|
5
|
|
9
|
7
|
3
|
|
10
|
8
|
1
|
|
11
|
8
|
3
|
|
12
|
8
|
5
|
|
13
|
9
|
1
|
|
14
|
9
|
2
|
|
15
|
9
|
4
|
|
|
|
|
Laboratory Technician
|
1
|
1
|
5
|
|
2
|
2
|
1
|
|
3
|
2
|
3
|
|
4
|
2
|
4
|
|
5
|
2
|
5
|
|
6
|
3
|
3
|
|
7
|
3
|
5
|
|
8
|
4
|
2
|
|
9
|
5
|
2
|
|
10
|
5
|
3
|
|
11
|
5
|
5
|
|
12
|
6
|
1
|
|
13
|
6
|
2
|
|
14
|
6
|
3
|
Process Engineer
|
1
|
8
|
4
|
|
2
|
9
|
1
|
|
3
|
9
|
2
|
|
4
|
9
|
4
|
|
5
|
10
|
2
|
|
6
|
10
|
4
|
|
7
|
10
|
5
|
|
8
|
11
|
1
|
|
9
|
11
|
2
|
|
|
|
|
Mechanical Engineer
|
1
|
6
|
3
|
Systems Engineer
|
|
|
|
Electrical Engineer
|
|
|
|
|
2
|
7
|
2
|
|
3
|
7
|
4
|
|
4
|
8
|
2
|
|
5
|
8
|
4
|
|
6
|
9
|
1
|
|
7
|
9
|
2
|
|
8
|
9
|
4
|
|
9
|
10
|
1
|
|
10
|
10
|
3
|
|
|
|
|
Technical Sales Officer
|
1
|
6
|
2
|
|
2
|
6
|
5
|
|
3
|
7
|
3
|
|
4
|
8
|
2
|
|
5
|
8
|
3
|
|
6
|
8
|
5
|
|
7
|
9
|
1
|
|
8
|
9
|
2
|
|
9
|
9
|
4
|
|
|
|
|
Clerical Officer
|
1
|
2
|
5
|
|
2
|
3
|
2
|
|
3
|
3
|
4
|
|
4
|
4
|
1
|
|
5
|
4
|
2
|
|
6
|
4
|
3
|
Clerk/Laboratory
|
1
|
1
|
3
|
Attendant
|
|
|
|
|
2
|
1
|
5
|
|
3
|
2
|
2
|
|
4
|
2
|
4
|
|
5
|
3
|
1
|
|
6
|
3
|
3
|
|
7
|
3
|
5
|
|
8
|
4
|
1
|
|
9
|
4
|
2
|
|
10
|
4
|
3
|
|
|
|
|
LWP Supervisor
|
1
|
6
|
3
|
|
2
|
6
|
5
|
|
3
|
7
|
2
|
|
4
|
7
|
3
|
|
5
|
8
|
1
|
|
6
|
8
|
3
|
|
7
|
8
|
5
|
|
|
|
|
Maintenance Service
|
1
|
1
|
5
|
Technician - Grade 1
|
|
|
|
|
2
|
2
|
2
|
|
3
|
2
|
3
|
|
4
|
2
|
4
|
|
5
|
3
|
1
|
|
|
|
|
Maintenance Service
|
1
|
3
|
2
|
Technician - Grade 2
|
|
|
|
|
2
|
3
|
4
|
|
3
|
3
|
5
|
|
|
|
|
Maintenance Service
|
1
|
4
|
3
|
Technician - Grade 3
|
|
|
|
|
2
|
4
|
4
|
|
3
|
4
|
5
|
|
4
|
5
|
2
|
|
5
|
5
|
4
|
|
6
|
5
|
5
|
|
7
|
5
|
6
|
Maintenance Service
|
1
|
5
|
5
|
Technician - Special
|
|
|
|
Grade
|
|
|
|
|
2
|
6
|
1
|
|
3
|
6
|
2
|
|
4
|
6
|
4
|
Process Operator (Shift)
|
1
|
2
|
3
|
|
2
|
2
|
4
|
|
3
|
3
|
1
|
|
4
|
3
|
2
|
|
5
|
3
|
4
|
|
6
|
3
|
5
|
|
7
|
4
|
3
|
|
8
|
4
|
4
|
|
|
|
|
Process Operator
|
1
|
2
|
3
|
(Day work)
|
|
|
|
|
2
|
2
|
4
|
|
3
|
3
|
1
|
|
4
|
3
|
2
|
|
5
|
3
|
4
|
|
6
|
4
|
1
|
|
7
|
4
|
4
|
|
8
|
4
|
5
|
|
|
|
|
Waste Receivals/Plant
|
1
|
1
|
1
|
Attendant
|
|
|
|
|
2
|
1
|
2
|
|
3
|
1
|
4
|
|
4
|
1
|
5
|
|
5
|
2
|
2
|
|
6
|
2
|
4
|
|
7
|
3
|
1
|
|
|
|
|
Field Officer,
Castlereagh
|
1
|
1
|
1
|
|
2
|
1
|
2
|
|
3
|
1
|
4
|
|
4
|
2
|
1
|
|
5
|
2
|
2
|
|
6
|
2
|
4
|
|
7
|
2
|
5
|
|
|
|
|
Clerical Officer,
|
1
|
1
|
1
|
Castlereagh
|
|
|
|
|
2
|
1
|
3
|
|
3
|
1
|
5
|
|
4
|
2
|
2
|
|
5
|
2
|
4
|
|
6
|
2
|
5
|
44.
Attachment D
Table 1 - Rates of Pay
Liquid Waste
Officer (LWO)
|
|
$ per annum
|
LWO Grade 1
|
Level 1
|
37,607
|
|
Level 2
|
38,381
|
|
Level 3
|
38,946
|
|
Level 4
|
39,760
|
|
Level 5
|
40,437
|
LWO Grade 2
|
Level 1
|
41,057
|
|
Level 2
|
41,788
|
|
Level 3
|
42,590
|
|
Level 4
|
43,323
|
|
Level 5
|
44,056
|
LWO Grade 3
|
Level 1
|
44,477
|
|
Level 2
|
45,338
|
|
Level 3
|
45,774
|
|
Level 4
|
46,620
|
|
Level 5
|
47,042
|
LWO Grade 4
|
Level 1
|
47,845
|
|
Level 2
|
48,282
|
|
Level 3
|
49,155
|
|
Level 4
|
50,014
|
|
Level 5
|
50,747
|
LWO Grade 5
|
Level 1
|
51,057
|
|
Level 2
|
51,801
|
|
Level 3
|
53,311
|
|
Level 4
|
54,507
|
|
Level 5
|
55,322
|
|
Level 6
|
57,677
|
LWO Grade 6
|
Level 1
|
58,664
|
|
Level 2
|
61,408
|
|
Level 3
|
62,113
|
|
Level 4
|
62,677
|
|
Level 5
|
63,226
|
LWO Grade 7
|
Level 1
|
63,875
|
|
Level 2
|
64,436
|
|
Level 3
|
65,113
|
|
Level 4
|
66,409
|
|
Level 5
|
67,069
|
LWO Grade 8
|
Level 1
|
67,775
|
|
Level 2
|
68,324
|
|
Level 3
|
70,506
|
|
Level 4
|
71,943
|
|
Level 5
|
72,719
|
LWO Grade 9
|
Level 1
|
74,226
|
|
Level 2
|
76,973
|
|
Level 3
|
77,818
|
|
Level 4
|
79,295
|
|
Level 5
|
80,072
|
LWO Grade 10
|
Level 1
|
81,647
|
|
Level 2
|
83,239
|
|
Level 3
|
84,832
|
|
Level 4
|
85,661
|
|
Level 5
|
87,353
|
LWO Grade 11
|
Level 1
|
90,410
|
|
Level 2
|
93,485
|
45
Attachment D
Table 2 - Annualised Rates of Pay
|
|
|
Continuous Shift
Workers
|
|
$ per annum
|
|
|
|
LWO Grade 2
|
Level 3
|
65,007
|
|
Level 4
|
66,126
|
LWO Grade 3
|
Level 1
|
67,890
|
|
Level 2
|
69,200
|
|
Level 4
|
71,154
|
|
Level 5
|
71,800
|
LWO Grade 4
|
Level 3
|
75,024
|
|
Level 4
|
76,335
|
R. W. HARRISON D.P.
____________________
Printed by
the authority of the Industrial Registrar.