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New South Wales Industrial Relations Commission
(Industrial Gazette)

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Page No.404
DescriptionAIRC - Award of Industrial Relations Commission
Publication No.C3538
Award Code 1780  
Date Posted05/26/2005

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Application by Thiess Pty Ltd.


(No. IRC 2 of 2005)


Before Commissioner Tabbaa

18 January 2005




1.  Arrangement


Clause No.          Subject Matter


1.         Arrangement

2.         Objectives

3.         Definitions

4.         Application

5.         Duration

6.         Industry Standards

6.1        Superannuation and Redundancy

6.2        Top Up/24 Hour Income Protection Insurance

6.3 (a)   Productivity allowance

6.3 (b)  Transport Drivers

7.         Environment, Health, Safety and Rehabilitation (EHS&R)

7.1        Induction

7.2        Environment, Health and Safety Plans

7.3        The Safety Committee

7.4        Safety Procedures

7.5        OH&S Industry Induction

7.6        Formwork Safety

7.7        Temporary Power/Testing and Tagging

7.8        Crane Safety

8.         Alcohol and Drug Procedure

9.         Safety Procedures

10.       Dispute Resolution

10.1      Employer specific disputes

10.2      Project Wide Disputes

10.3      Demarcation Disputes

10.4      Procedures to prevent Disputes Regarding Non- Compliance

11.       Monitoring Committee

12.       Productivity Initiatives

12.1      Learning Initiatives

12.2      Inclement Weather

12.3      Rostered Days Off

12.4      Maximising Working Time

12.5      Hours of Work

13.       Immigration Compliance

14.       Long Service Compliance

15.       No Extra Claims

16.       No Precedent

17.       Single Bargaining Unit


18.       Union Rights

18.1      Visiting Union Officials

18.2      Workplace Delegates

19.       Australian Content

20.       Protective Clothing

21.       Workers Compensation and Insurance Cover

22.       Apprentices

23.       Training and Workplace Reform

24.       Project Death Cover

25.       Anti-Discrimination

26.       Personal/Carers Leave

26.1      Use of Sick Leave

26.2      Unpaid Leave for Family Purpose

26.3      Annual Leave

26.4      Time-off in Lieu of Payment for Overtime    

26.5      Make-up Time

26.6      Rostered days off

27.       Project Close-Down Calendar

28.       Code of Conduct

29.       Leave Reserved


Annexure A

Annexure B


2.  Objectives


2.1        The Parties agree to continue to develop and implement the following objectives in respect of the following key areas on the Project:


(a)        Implementation of forms of work organisation which encourage the use and acquisition of skills and continual learning;


(b)        Continued development of more effective management practices;


(c)        Continued development of communication processes, which facilitate participation by all Employers, Employees and Unions


(d)        Introduction of new technology and associated change to enhance productivity;


(e)        Improved quality of work;


(f)         Increased scope of sub-contract work packages to promote genuine skills enhancement and acquisition by Employees.


(g)        Provision of a career structure for all Employees based on skills, competencies and increased job satisfaction;


(h)        Provision of high standards of occupational health & safety on the Project;


(i)         Improved impact of the Project on the environment;


(j)         Implementation of this Award, and compliance with all relevant statutory provisions;


(k)        Elimination of unproductive time;


(l)         Improved compliance by subcontractors with the provisions of applicable awards and/or enterprise agreements and legislative requirements;


(m)       Improved wages and conditions for all employees working on the project;


(n)        Increased leisure time for employees by eliminating excessive hours of work.


(o)        Enhancing job opportunities for persons who have a legal right to work including persons who wish to take on apprenticeships or traineeships.


(p)        The parties recognise that it is an objective of the Unions that all employers should have in place Enterprise Agreements with the relevant union or unions.


(q)        Compliance with the NSW Government Construction Industry Code of Procurement.


3.  Definitions


"Award" means this Name of Award made between the Parties.


"Thiess" means Thiess Pty Ltd of 26 College Street Sydney.


"Code of Procurement" means the New South Wales Government Code of Procurement.


"Employee" means a person engaged by an Employer and who performs work on the Project.


"Employer" means Thiess Pty Ltd and/or any subcontractor/s engaged to work on the Project.


"Enterprise Agreement" means an agreement certified under the Workplace Relations Act 1996 (Cth) or approved under the Industrial Relations Act 1996 (NSW).


"EHS&R" means Environment Health Safety and Rehabilitation.


"Environment Health Safety and Rehabilitation Policy" means either of the plan or policy devised and implemented by the Project Manager for the Project (as amended from time to time).


"Monitoring Committee" means the committee established under clause 10 of this Award.


"Parties" means the Employers, and the Unions referred to in Annexure A.


"Practical Completion" means the completion of the Project where the building is fit for occupancy and/or purpose.


"Project Milestones" means the milestones listed in 6.3(d) as amended by the Monitoring Committee from time to time.


"Project" means construction works contracted to Thiess Pty Ltd and any subsequent variations at Westmead Hospital, Westmead. The Project involves the redevelopment of facilities and health services at Westmead.


"Project Manager" means the Project Manager (Delivery) for the Project appointed by Thiess Pty Ltd from time to time.


"Safety Committee" means the site safety committee formed under the Occupational Health and Safety Act (NSW) 2000.


"Unions" means each of the Unions listed in Part 2 of Annexure A.


4.  Application


4.1        This Award will apply to work done on the Project by the Employees for the period the Employer engages the Employees to work on the Project.


4.2        Where Thiess engages sub-contractor/s, it shall make it a condition of any contract that it enters into with its sub-contractor/s that they will not employ or otherwise engage persons on wages and conditions, which are less favourable than those set out in this Project Award.

4.3        The Parties also acknowledge and agree that the terms of this Award form part of the tender conditions for work on this Project.


4.4        This Award is generally intended to supplement and co-exist within the terms of existing Enterprise Agreements and Awards and its primary purpose is to provide a framework for the Employers, the Labor Council and the Unions, to manage those issues on the Project which affect more than one Employer.


5.  Duration


5.1        This Award shall operate on and from 1 November 2004 until Practical Completion.


6.  Industry Standards


6.1        Superannuation and Redundancy


(a)        The Parties acknowledge that a contribution of  $95.00 per week or 9% of ordinary time earnings (whichever is the greater) will be made to the superannuation fund nominated in the relevant industrial instruments being C+BUS; NESS; STA, TWU or other schemes approved by the Parties. The above contribution will increase so that the minimum payment made for superannuation shall be $100.00 from 1 July 2005. The minimum payment made for superannuation for apprentices/trainees working on the project shall be $50.00 per week.


(b)        The Employers will make a contribution of $61 per week for each employee into ACIRT or MERT or other schemes approved by the parties. The employers shall make a contribution of no less than $40.00 per week for apprentices/trainees working on the project.


6.2        Top Up/24 Hour Income Protection Insurance


(a)        Each Employer will provide Workers Compensation Top-Up/24 Hour Income Accident Insurance with the UPLUS scheme or other similar schemes, which are approved by the parties to this Award.


6.3        Project Productivity Allowance


(a)        Productivity Allowance


(i)         A productivity payment linked to works completed against the construction program shall apply to the Project. The Employer will pay a productivity allowance for employees engaged on the Project of $2.00 per hour for each hour worked on the Project, in exchange for the observance of this Project Award and the program milestones detailed in this clause.


(ii)        The productivity allowance will be paid on a flat basis and does not attract any penalty or premium.


(iii)       The Project Manager will determine whether the Milestones have been achieved in consultation with the Monitoring Committee. Where there is disagreement on the achievement of a milestone the matter shall be resolved in accordance with clause 10, Dispute Resolution.


(b)        Payment of the Productivity Allowance


The parties agree that the Productivity Allowance is paid only if the Programme Milestones are met and the procedures in the Project Award are adhered to. The Productivity Allowance will be calculated and paid as follows:


(i)         The Project Manager will review the progress of the Works in line with the programme and will verify the achievement of the applicable milestones in consultation with the Monitoring Committee;


(ii)        Where the relevant milestones are achieved, the performance payment shall be $2.00 per hour payable for each hour of time worked by Employees;


(iii)       Payment shall be made progressively as part of their weekly wages;


(c)        Failure to achieve Milestones


In the event that a monthly Target is not achieved, the Monitoring Committee shall meet with the Project Manager to determine:


(i)         The reason why the Target was not achieved;


(ii)        The action required to catch up to the Target;


If a relevant milestone is not achieved, the productivity allowance will cease being paid. However, if in the following period work catches up to the program and the relevant program is achieved, productivity allowance payments will recommence and shall include payments for the preceding period(s) not paid.


The Monitoring Committee shall be advised monthly or as needed, by the Project Manager on the status of the Project as measured against the milestones.


(d)        Project Milestones


The Project Milestone Dates are:


Westmead Hospital Redevelopment Project

Assessment of Progress


Project Milestones

Date (Monthly)

Milestone 1

Infill Building

14 April 2006

Milestone 2

Refurbishment of Cancer building

14 June 2007

Milestone 3

Women’s Health and Baby care facilities

31 August 2007

Milestone 4

Renal Services

30 June 2008

Milestone 5

Engineering Services

30 June 2008


Individual progress within each of the above-mentioned milestones will be developed with the submittal of the Guarantee Construction Sum for that particular milestone and will be clearly communicated to the workers on site.


The Productivity allowance referred to in this clause is not intended to affect any similar "productivity/site allowance" otherwise payable under a building award or enterprise agreement as defined.  Where it is not explicit, this productivity allowance is in lieu of the multi-storey allowance and any special rates allowances payable under the relevant Parent Award.


6.4        Transport Drivers


(a)        Employees - Rates of Pay


It is further agreed that any Transport Worker carrying out work relating to the Project will be paid, in addition to his/her Award or Enterprise Agreement rate of remuneration, any applicable Project productivity allowance, provided that the driver has had a regular involvement of two (2) hours or more on any day with the project.


(b)        Contract Carrier


The Parties agree that all Contract Carriers involved in the Transport Industry shall be paid the rates of pay applicable under the Transport Industry Excavated Materials Contract Determination for the cartage of materials to, on and from the site.


(c)        GST


Rates paid to contractor’s carriers, including any applicable project productivity allowance, shall be exclusive of GST.  A separate amount equal to 10% of the value of the remuneration payable shall be paid to the carrier for contracts of carriage (the GST amount). The total fee payable to the contract carrier shall be the sum of the remuneration payable and the GST Amount.


7.  Environment, Health, Safety and Rehabilitation (EHS&R)


7.1        Induction


(a)        All Employees must attend an agreed EHS&R site induction course on commencement of engagement on site.


(b)        All transport workers involved on the project shall undertake an appropriate Blue Card Induction Program conducted by a licensed Blue Card Training Provider in conjunction with the employer and the Transport Workers’ Union.


7.2        Environment, Health and Safety Plans


(a)        All Employers must submit an environment, health safety and rehabilitation management plan. These plans should include evidence of:


(i)         risk assessment of their works;


(ii)        hazard identification, prevention and control;


(iii)       planning and re-planning for a safe working environment;


(iv)      industry and trade specific induction of Employees;


(v)       monitoring performance and improvement of work methods;


(vi)      reporting of all incidents/accidents;


(vii)     compliance verification; and


(viii)    regular EHS&R meetings, inspections and audits of the Project.


7.3        The Safety Committee


(a)        The Safety Committee will be properly constituted with an agreed constitution.  All members of the safety committee will undertake agreed Occupational Health and Safety training with Comet Training or other agreed providers.


7.4        Safety Procedures


(a)        The Parties acknowledge and agree that all Parties are committed to safe working procedures.


(b)        If the Project Manager or the Safety Committee is of the opinion that an Employee or Employer has committed a serious breach of either the Environment Health and Safety Policy or the relevant safety management plan (or any other agreed safe working procedures), the Project Manager (or the Project Manager on recommendation from the Safety Committee) will implement disciplinary action against the Employer or Employee which may include taking all steps required to remove the Employer or Employee from the Project.


(b)        The Parties agree that pursuant to the Code of Practice, in the event that an unsafe condition exists, work is to continue in all areas not affected by that condition and those employers may direct employees to move to a safe place of work. No employee will be required to work in any unsafe area or situation.


7.5        OH&S Industry Induction


No person will be engaged on site unless he/she has completed the WorkCover NSW Accredited OH&S Industry Induction Course.


7.6        Formwork Safety


All persons engaged on the erection or dismantling of formwork will have the relevant WorkCover Formwork Certificate of Competency. Where an employee does not have a Certificate of Competency, Comet will be contacted to assess the qualifications of the relevant employee. Further, all contractors engaged on site to perform work shall fully comply with AS 3610 Formwork for Concrete.


7.7        Temporary Power/Testing and Tagging


In order to maintain the highest standards of safety in regard to the use of electricity during construction, it is agreed that the temporary installation is installed strictly in accordance with AS 3012 (1995).  All work is to be carried out by qualified electrical tradespersons. Testing and tagging is to be carried out only by qualified electrical tradespersons.


7.8        Crane Safety


No mobile crane will be allowed on the project site unless it has been certified by Cranesafe Australia (New South Wales). Such cranes will be required to display their current Cranesafe inspection label.


8.  Alcohol & Drug Procedure


The parties are committed to ensuring that no persons enter the Project under the influence of alcohol or illegal drugs. The following points outline key elements of the Company’s approach on the Project:


8.1        Not at Work - In the interest of Safety no persons will be allowed access to the Project if under the influence of alcohol or drugs.  Thiess, Employees and the Unions will work together to encourage all persons to work safely and not under the influence, and all will work together to ensure that any persons that may be under the influence are identified and not permitted to access the Project.


8.2        Assistance - Where a person is found to have been under the influence of drugs or alcohol at work, that person will be provided with assistance and support by their Employer (for example, support provided through the Building Trades Group of Unions Drug and Alcohol Program).


8.3        Counselling and Disciplinary Process - Where a person is found to be under the influence of drugs or alcohol on the Project the relevant counselling / disciplinary procedure that applies will be invoked.


8.4        Clear Communication to All - This position will be clearly communicated to all persons on the Project.  This will include explanation at the Project Induction, and the display of the procedure on the Project and/or education on related matters by the Building Trades Group of Unions Drug & Alcohol Program.


9.  Safety Procedures


No Employee will be required to work in or on an unsafe area or process on the Project.  Where a safety concern has been identified by the safety committee, that may prevent work from occurring in any area, the safety committee will make recommendations to management regarding the matter.  Where this involves a cessation of work, work shall cease in the immediate affected area only.  Priority will be given to rectifying unsafe access areas. If any access areas are unsafe, Employees will use alternative safe access.


Should an issue arise over whether one or more work areas are safe or not, or where an area is deemed to be unsafe, the following procedures shall apply:


9.1        Employees shall not leave the Project unless directed to do so by their Employer in the event of an emergency;


9.2        Immediate inspection of the affected work areas will be carried out by both Thiess and Employee representatives of the safety committee;


9.3        Thiess in conjunction with the Safety Committee will select the sequence of inspections of areas;


9.4        The inspection shall identify the safety rectification work required in each area;


9.5        As safety rectification work is agreed for each area, all relevant Employees shall immediately commence such rectification works;


9.6        Upon verification that such rectification has been completed, normal work will resume progressively in each area;


9.7        Should any dispute arise as to the rectification work required to any area, then Thiess will immediately call the designated WorkCover Authority inspector to recommend the rectification work.


Nothing in this Clause shall negate or contradict any rights and or obligations under the Occupational Health and Safety Act 2000.


10.  Dispute Resolution


One of the aims of this Award is to eliminate lost time in the event of a dispute and to achieve prompt resolution of any dispute.


10.1      Employer Specific Disputes


In the event of a dispute or conflict occurring specifically between an Employer and its Employees or their representative Union, the following procedure will be adopted:


(a)        Discussion between those directly affected;


(b)        Discussion between site management representatives of the Employer and the Union delegate;


(c)        Discussion between site management representatives of the Employer and the Union organiser;


(d)        Discussion between senior management of the Employer, Thiess and the appropriate Union official;


(e)        Discussion between the Secretary of the relevant Union (or nominee) and Thiess NSW Building Manager (or nominee);


(f)         If the dispute is not resolved after step (e), parties to the Award may notify the dispute to the Industrial Relations Commission of New South Wales, and request that the Industrial Relations Commission of New South Wales resolve the dispute pursuant to its powers set out in the Industrial Relations Act 1996 (NSW).


(g)        Work shall continue without interruption or dislocation during discussion and negotiations concerning the dispute.


10.2      Project Wide Disputes


In the event of a dispute or conflict effecting more than one Employer occurring, the following procedure will be adopted:


(a)        Discussion between those directly affected;


(b)        Discussion between site management representatives of Thiess and the Union delegate;


(c)        Discussion between site management representatives of Thiess and the Union organiser;


(d)        Discussion between senior management of Thiess and the appropriate Union official;


(e)        Discussion between the Secretary of the relevant Union (or nominee) and Thiess NSW Building Manager (or nominee);


(f)         If the dispute is not resolved after step (e), parties to the Award may notify the dispute to the Industrial Relations Commission of New South Wales, and request that the Industrial Relations Commission of New South Wales resolve the dispute pursuant to its powers set out in the Industrial Relations Act 1996 (NSW);


(g)        Work shall continue without interruption or dislocation during discussion and negotiations concerning the dispute.


10.3      Demarcation Disputes


In the event that a dispute arises which cannot be resolved between the relevant Unions, the Unions agree to the following dispute settling procedure:


(a)        Work shall continue without interruption or dislocation during discussion and resolution of disputes;


(b)        Discussion between the Labor Council of New South Wales and the Unions to try to resolve the dispute;


(c)        If the dispute is not resolved after step (b), either Union may notify the dispute to the Industrial Relations Commission of New South Wales and request that the Industrial Relations Commission of New South Wales resolve the dispute pursuant to its powers set out in the Industrial Relations Act 1996 (NSW).


10.4      Procedures to prevent Disputes Regarding Non- Compliance


(a)        Thiess in association with the accredited site union delegate will check monthly payments of subcontractors companies engaged on site in relation to superannuation, redundancy and extra insurance to ensure payments for employees have been made as required. Thiess and the site delegate shall also check that employers have not introduced arrangements such as and not limited to ‘all-in’ payment and or ‘cash-in-hand’ payments, (i.e. payments designed to avoid tax and other statutory obligations and sham subcontract arrangements.) Where such practices are identified Thiess will take immediate steps to ensure that any such arrangements are rectified and that any Employee affected by any such arrangement receives all statutory entitlements for the time engaged on the Project.


(b)        Each subcontractor engaged on site will be specifically advised and monitored in respect of payroll tax and required to comply with their lawful obligations.


(c)        In accordance with Section 127 of the Industrial Relations Act 1996, Section 175(b) of the Workers’ Compensation Act 1987 or Part 5B s1G-31J of the Payroll Tax Act 1971 the principal contractor will obtain all applicable Sub-Contractors Statements regarding workers’ compensation, payroll tax and remuneration. A copy of these statements will be available on request to an accredited trade union officer or site delegate.


(d)        The union delegate or union official shall advise Thiess if they believe the information which has been provided by any sub-contractor is not correct.


(e)        Any dispute concerning non-compliance shall be resolved in accordance with the dispute settling procedures of this award.


11.  Monitoring Committee


11.1      The Parties may establish a committee to monitor the implementation of this Award.


11.2      This Monitoring Committee if established will meet at the commencement of construction and then at monthly intervals or as required during construction on the Project.


11.3      The Monitoring Committee will consider ways in which the aims and objectives of this Award can be enhanced, which may include, but not be limited to discussion of:


(a)        developing more flexible ways of working;


(b)        enhancing occupational health and safety;


(c)        productivity plans, and


(d)        compliance with Award and other statutory requirements by employers.


11.4      If the principles of this Award are not being followed, the Committee will develop a plan in consultation with the Parties, to implement the intent of the Award.


12.  Productivity Initiatives


12.1      Learning Initiatives


Each Employer shall be required to demonstrate to Thiess implementation of commitment to skill enhancement and workplace reform while working on the Project.


12.2      Inclement Weather


(a)        The Parties to this Award will collectively proceed towards the minimisation of lost time due to inclement weather.


(b)        Further, the Parties are bound to adopt the following principles with regard to inclement weather and idle time created by inclement weather:


(i)         Adoption of a reasonable approach regarding what constitutes inclement weather;


(ii)        Employees shall accept transfer to an area or site not affected by inclement weather if, in the opinion of the Parties, useful work is available in that area or site and that work is within the scope of the Employee’s skill, competence and training consistent with the relevant classification structures (provided that the Employer shall provide transport to such unaffected area where necessary);


(iii)       Where the initiatives described in (b) above are not possible, the use of non-productive time may be used for activities such as relevant and meaningful skill development; production/upgrade of skill modules; presentation and participation in learning; planning and reprogramming of the Project;


(iv)      All Parties are committed to an early resumption of work following any cessation of work due to inclement weather;


(v)       The Parties agree the practice of "one out, all out" will not occur.


12.3      Rostered Days Off


(a)        Subject to Clause 27 a procedure for the implementation of Rostered Days Off (RDO's) will be agreed on the Project. The purpose which is to:


(i)         increase the quality of working life for Employees; and


(ii)        increase the productivity of the Project.


(b)        A roster of RDO's will be prepared, following consultation with the workforce and parties to this Award.


(c)        Records of each Employee’s RDO accruals will be recorded on the employees pay slip and copies made available to the Employee, the Employee’s delegate or union official upon request. It is acknowledged that different arrangements in relation to the banking of RDO's may apply to members of the CEPU.


12.4      Maximising Working Time


The Parties agree that crib and lunch breaks may be staggered for Employees so that work does not cease during crib and lunch. There will be no unreasonable interruption of the comfort of employees having lunch with the amenities to be maintained in a clean and hygienic state at all times.


12.5      Hours of Work


Ordinary hours of work shall be 8 hours per shift between 6.00am and 6.00pm Monday to Friday. However, ordinary hours may commence from 5.00am by agreement between the Employer, Employee and relevant Union.


13.  Immigration Compliance


13.1      The Parties are committed to compliance with Australian immigration laws so as to ensure maximum work opportunities for unemployed permanent residents and Australian citizens.  Employers will be advised by Thiess of the importance of immigration compliance. Where there is concern that illegal immigrants are being engaged by an employer on the Project, Thiess will act decisively to ensure compliance.


13.2      Employers are required prior to employees commencing work on-site to check the legal right of employees to work. The authorization form attached to this Award as per Appendix B will assist in providing evidence of the employee’s legal status.


14.  Long Service Compliance


If applicable, and in accordance with the NSW Building and Construction Industry Long Service Leave Act, no Employee will be engaged on site unless he or she is a worker registered with the NSW Long Service Payments Corporation.  All Employers (if applicable) engaged on site will be registered as employers in accordance with the NSW Building and Construction Industry Long Service Payments Act and will strictly comply with their obligations.


15.  No Extra Claims


The Parties agree that they will not pursue extra claims in respect of matters covered by this Award (including but not limited to any claim for a disability allowance) during the term of this Award whether or not such terms or conditions are prescribed by this Award.

16.  No Precedent


The Parties agree not to use this Award as a precedent and that this Award will in no way create a claim for flow-on of on-site wage rates and conditions.


17.  Single Bargaining Unit


This Award was negotiated by the Labor Council of New South Wales on behalf of the Unions and by Thiess in its own right and on behalf of the Employers.


18.  Union Rights


The Parties to this award acknowledge the right of employees to be active union members and respect the right of the union to organize and recruit employees. The Parties to this award also acknowledge that good communication between the union official, the delegate and its members is an important mechanism in assisting the parties to resolve grievances and disputes in a timely fashion.


18.1      Visiting Union Officials


(a)        Union officials (party to this Award) when arriving onsite, shall call at the site office and introduce themselves to a Management representative of the Employer, prior to pursuing their union duties.


(b)        Union officials shall produce their right of entry permits, if required, and observe the relevant Building Awards, the Occupational Health and Safety Act and Regulations, and other statutory/legislative obligations for entry to the site.


(c)        Union officials with the appropriate credentials shall be entitled to inspect all such wage records, other payment records and related documentation necessary to ensure that the Employers are observing the terms and conditions of this Award.


(d)        All such wages books and other payment records shall be made available within 48 hours on site or at another convenient, appropriate place, provided notice is given to the Employers and the Project Manager by the Union.


(e)        Such inspections shall not take place unless there is a suspected breach of this Award, other appropriate Building Awards, Enterprise Agreements, the Industrial Relations Act 1996 (NSW), or other Statutory Employer requirements.


18.2      Workplace Delegates




In this clause the expression "delegate" means an employee who is the accredited representative of the Union at an employer’s work place, and if there is more than one delegate in respect of the workforce of that employer then the expression "delegate" means each and every such delegate so accredited by the Union in relation to that employer’s workforce.


(a)        Rights of the Delegate


(i)         The parties acknowledge it is the sole right of the Union and its members to elect the delegate for each work site, who shall be recognised as the authorised representative of the Union at the site.


(ii)        The delegate shall have the right to approach or be approached by any employee of the employer to discuss industrial matters with that employee during normal working hours.


(iii)       The delegate shall have the right to communicate with members of the Union in relation to industrial matters without impediment by the employer. Without limiting the usual meaning of the expression "impediment", this provision applies to the following conduct by an employer:


moving a delegate to a workplace or work situation which prevents or significantly impedes communication with members;


changing a delegate’s shifts or rosters so that communication with workers is prevented or significantly impeded;


disrupting duly organised meetings.


(iv)      The delegate shall be entitled to represent members in relation to industrial matters at the workplace, and without limiting the generality of that entitlement is entitled to be involved in representing members:


at all stages in the negotiation and implementation of enterprise agreements or awards or other industrial instruments;


the introduction of new technology and other forms of workplace change;


Career path, reclassification, training issues; and to initiate discussions and negotiations on any other matters affecting the employment of members


Ensuring that workers on site are paid their correct wages, allowances and other lawful entitlements.


To check with relevant industry schemes so as to ensure that superannuation, long service leave and redundancy has been paid on time.


(v)       In order to assist the delegate to effectively discharge his or her duties and responsibilities, the delegate shall be afforded the following rights:


the right to reasonable communication with other delegates, union officials and management in relation to industrial matters, where such communication cannot be dealt with or concluded during normal breaks in work;


at least 10 days paid time off work to attend relevant Union training courses/forums;


paid time off to attend meetings of delegates in the industry, as authorized by the relevant union.


(vi)      The employer of a delegate shall provide to the delegate the following:


a lockable cabinet for the keeping of records;


a lockable notice board for the placement of Union notices at the discretion of the delegate;


access to a meeting room;


use of the telephone for legitimate union business;


from existing resources, and when required access to:-


a word-processor, typewriter, or secretarial support at the workplace;


personal computers (PC), CD ROM, E-mail and the Internet at the workplace;

a photocopier or facsimile machine.


(vii)     There shall be no deduction to wages where the Union requires a delegate to attend any Court or Industrial Tribunal proceedings relating to Industrial matters at the workplace.


19.  Australian Content


The Project Manager shall endeavour to maximise Australian content in materials and construction equipment on the Project where practical and feasible.


20.  Protective Clothing


20.1      Employers will provide their Employees engaged on site with legally produced Australian made protective clothing and footwear on the following basis:


(a)        Safety Footwear


Appropriate safety footwear shall be supplied on commencement if not already provided, to all persons engaged on site and will be replaced as a result of fair wear and tear, provided they are produced to the Employer as evidence.


(b)        Clothing


Two sets of protective clothing (combination of bib and brace or shorts, trousers and shirts) will be supplied to all persons after accumulated engagement on site of 152 hours or more and will be replaced once per calendar year as a result of fair wear and tear, provided they are produced to the Employer as evidence.


(c)        Jackets


Each person, after accumulated employment on site of 152 hours shall be eligible to be issued with warm bluey jacket or equivalent, which will be replaced once per calendar year on a fair wear and tear basis.


20.2      In circumstances where any Employee(s) of Employers are transferred to the project from another Project where an issue of equivalent clothing was made, then such Employee shall not be entitled to an issue for this Project until the expiry of the calendar year or on a fair wear and tear basis.


20.3      Employees who receive from their Employer an issue and replacement of equivalent clothing and/or safety footwear as part of the Employer’s policy or relevant industrial instrument shall not be entitled to the provisions of this clause


20.4      Employers will consult with the Labor Council of NSW to be provided with a list of Australian Manufacturers who do not use illegal or exploited labour in the manufacture of their work clothes.


21.  Workers Compensation and Insurance Cover


21.1      Employers must ensure that all persons that they engage to work on the project are covered by workers compensation insurance.


21.2      Thiess will audit Workers Compensation Certificates of Currency from each Employer engaged on site to ensure that the wages estimate and tariff declared for the type of work undertaken is correct. This information will be available to authorised Union officials on request.


21.3      Employers and their Employees must comply with the following steps to ensure expedited payment of workers compensation:


(a)        All Employees will report injuries to the project first aider and their supervisor at the earliest possible time after the injury.


(b)        All Employees will comply with the requirements for making a workers compensation claim, including the provision of a Workcover medical certificate, at the earliest possible time after the injury. This information will also be supplied to the project first aid officer, and the employee’s supervisor.


(c)        In cases where the Employee is unable to comply with the above, the relevant employer will assist in fulfilling requirements for making a claim.


21.4      Employers must ensure that they are aware of and will abide by Sections 63 to 69 of the Workplace Injury Management and Workers Compensation Act 1998, which provide that:


(a)        The Employer shall keep a register of injuries /site accident book in a readily accessible place on site;


(b)        All Employees must enter in the register any injury received by the Employee. The Employer must be notified of all injuries on site immediately. The employer must notify the insurer within 48 hours of a significant injury;


(c)        An Employer who receives a claim for compensation, must within seven (7) days of receipt, forward the claim or documentation, to their insurer;


(d)        An Employer who receives a request from their insurer for further specified information must within seven (7) days after receipt of the request, furnish the insurer with the information as is in the possession of the Employer or reasonably obtained by the Employer;


(e)        An Employer who has received compensation money from an insurer shall forward such money to the person entitled to the compensation within three (3) working days;


21.5      Where there has been a serious incident and/or accident which has resulted in a serious injury or loss of life the employer shall notify the relevant union immediately


21.6      The Employer will also complete the relevant accident notification form and send it to WorkCover.


22.  Apprentices


As part of the Project’s commitment to industry training, a ratio of one apprentice/ trainee to every five tradespersons within each Employer’s workforce is to be maintained.


23.  Training and Workplace Reform


The Parties are committed to achieving improvements in productivity and innovation through cooperation and reform. Employers are expected to demonstrate their commitment to develop a more highly skilled workforce by providing their Employees with career opportunities through appropriate access to training and removing any barriers to the use of skills acquired.


24.  Project Death Cover


Thiess will guarantee the beneficiary of any employee who dies as a consequence of working on the project will be paid a death benefit of $25,000.  Such benefit shall be paid within fourteen (14) days of the production of appropriate documentation. This payment shall be in addition to any other entitlement that might be paid to the beneficiary as a consequence of the death of the employee.


25.  Anti-Discrimination


25.1      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.


25.2      This includes discrimination on the ground of race, sex, martial status, disability, homosexuality, transgender identity, responsibilities as a carer and age.


25.3      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 fulfilment of these obligations for the parties to make application to vary any provision of the Award, which, by its terms of operation, has a direct or indirect discriminatory effect.


25.4      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.


25.5      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.


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


26.  Personal/Carers Leave


26.1      Use of Sick Leave


(a)        An Employee, other than a casual employee, with responsibilities in relation to a class of person set out in clause 26.1 (c)(ii) who needs the Employee’s care and support, shall be entitled to use, in accordance with this subclause, any current or accrued sick leave entitlement, for absences to provide care and support, for such persons when they are ill. Such leave may be taken for part of a single day.


(b)        The Employee shall, if required, establish either by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another person.  In normal circumstances, an Employee must not take carer’s leave under this subclause where another person has taken leave to care for the same person.


(c)        The entitlement to use sick leave in accordance with this subclause is subject to:


(i)         the Employee being responsible for the care of the person concerned; and


(ii)        the person concerned being:


a spouse of the Employee; or


A de facto spouse, who, in relation to a person, is a person of the opposite sex to the first mentioned person who lives with the first mentioned person as the husband or wife of that person on a bona fide domestic basis although not legally married to that person; or


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


a same sex partner who lives with the Employee as the de factor partner of that Employee on a bona fide domestic basis; or


a relative of the Employee who is a member of the same household, where for the purposes of this paragraph:


"relative" means a person related by blood, marriage or affinity;


"affinity" means a relationship that one spouse because of marriage has to blood relatives of the other: and


"household" means a family group living in the same domestic dwelling.


(d)        An Employee shall, wherever practicable, give the Employer prior notice 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.


26.2      Unpaid Leave for Family Purpose


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 26.1 (c)(ii) above who is ill.


26.3      Annual Leave


(a)        An Employee may elect with the consent of the Employer, subject to the Annual Holidays Act 1944 (NSW), 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 26.3(a) above, 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.


26.4      Time-off in Lieu of Payment for Overtime


(a)        An Employee may elect, with the consent of the Employer, to take time-off in lieu of payment for overtime at a time or times agreed with the Employer within twelve (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 according with paragraph 26.4(a) above, the leave is not taken for whatever reason, payment for time accrued at overtime rates shall be made at the expiry of the twelve (12) month period or on termination.


(d)        Where no election is made in accordance with paragraph 26.4(a), the Employee shall be paid overtime rates in accordance with the award.


26.5      Make-up Time


(a)        An Employee may elect, with the consent of the Employer, to work "make up time", under which the employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in the award at the ordinary rate of pay.


(b)        An Employee on shift work may elect, with the consent of the Employer, to work "make up time" (under which the Employee takes time off ordinary hours and works those hours at a later time), at the shift work rate, which would have been applicable to the hours taken off.


26.6      Rostered days off


(a)        An Employee may elect, with the consent of the Employer, to take a rostered day off at any time.


(b)        An Employee may elect, with the consent of the Employer, to take rostered days off in part day amounts.


(c)        An Employee may elect, with the consent of the Employer, to accrue some or all rostered days off for the purpose of creating a bank to be drawn upon at a time mutually agreed between the Employer and Employee, or subject to reasonable notice by the Employee or the Employer.


(d)        This subclause is subject to the Employer informing each Union which is both party to the Award and which has members employed at the particular enterprise of its intention to introduce an enterprise system of RDO flexibility, and providing a reasonable opportunity for the Unions to participate in negotiations.


27.  Project Close-Down Calendar


For the purposes of this Award the Parties agree that the following calendar will be adopted for the Project. The calendar has been produced with a view to maximising quality leisure time off for all employees. Accordingly, the Parties agree that on certain weekends (as set out in the Calendar), no work shall be carried out.


Provided, however, where there is an emergency or special client need, work can be undertaken on the weekends and adjacent RDO’s as set out below, subject to the agreement of the appropriate union secretary or nominee. In such circumstances reasonable notice (where possible), shall be given to the union (or union delegate).





October 2



October 3



October 4

Labor Day Public Holiday


October 5






December 4



December 5



December 6

Union Picnic Day


December 7

RDO (if applicable)





January 1

New Year’s Day


January 2



January 3

New Year’s Day Public Holiday





January 26

Australia Day Public Holiday


January 27



January 28



January 29



January 30






March 25

Good Friday Public Holiday


March 26



March 27

Easter Sunday


March 28

Easter Monday Public Holiday


March 29












April 22



April 23



April 24



April 25

Anzac Day Public Holiday





June 11



June 12



June 13

Queen’s Birthday Public Holiday


June 14






October 1



October 2



October 3

Labour Day Public Holiday


October 4






December 3



December 4



December 5

Union Picnic Day


December 6



28.  Code of Conduct


The Parties to the Project recognise that construction work is being undertaken within an operational hospital environment. All employees engaged on the Project must understand that a failure to behave in a responsible and considerate manner may have a significant adverse impact that may be detrimental to the Project and the client.


The Code of Conduct for the Project can be found at Annexure C.


The Code will be clearly communicated to all employees on the Project. This will include explanation at the site induction and the clear display of the Code on the Project. The expected behaviour on the Project will be regularly communicated to all employees during toolbox talks.


Breaching the Code


Breaches of the Code of Conduct will not be tolerated. Where an allegation that a breach has occurred the Project Manager, or their nominee, shall investigate the matter. In the instance that an allegation is substantiated employees shall be dealt with in accordance with the Dispute resolution clause of this Award. An employee will be removed from the Project where there have been two (2) substantiated allegations against them.


29.  Leave Reserved


The Union Parties to this Award shall have the right to make application to have the following provision or a provision with similar intent inserted into the Project Award.


"Notwithstanding subclause 10.4(a) if an employer is identified as paying his or her employees "all-in payments" then such payments shall be deemed to be the employees ordinary rate of pay for all purposes of this Project Award and other industrial instruments which apply to such employees for the duration of the project. In such circumstances, all employees of the employer working on the project shall obtain the benefit of the higher rate of pay plus the conditions of this Project Award."






Part 1




Thiess Pty Ltd


and any subcontractors engaged to work on the Project.

Part 2




The Labor Council of New South Wales (The Labor Council)


Construction Forestry Mining and Energy Union, New South Wales Branch


Communication Electrical Electronic Energy Information Postal Plumbing and Allied Services Union of Australia (NSW) Branch - Plumbing Division;


Electrical Trades Union of Australia (NSW Branch)


Transport Workers Union (TWU)


Automotive Food Metals Engineering Printing & Kindred Industries Union (also known as AMWU)




Authority to obtain details of work rights from DIMIA













As specified in passport or other identity document)





Family Name:



Business Name:







Given Name(s):








Business Street Address:

Other Name(s) used (e.g. maiden name):









Date of Birth:







Type of Business:









Passport Number:



Name of Contact Person:





Visa Number:








Visa Expiry Date:







I authorise the Department of Immigration



and Multicultural and Indigenous Affairs



(DIMIA) to release the details of my work



rights status (that is, my entitlement to work


Note that the employee’s work rights status

legally in Australia) to the named employer/


will be sent directly to the fax number given

labour supplier and a representative of a


above. Please ensure that this number is

principal contractor and authorised trade



union officer on request.






I understand that these details are held by



DIMIA on departmental files and computer



systems.  I also understand that the employer/



labour supplier will use this information for


FAXED TO 1800 505 550

the purposes of establishing my legal



entitlement to work in Australia, and for no



other purpose.






Employee Signature:














General Code for Building works


The Code of Conduct will apply to all employees working on the Project.  Building works shall occur in the vicinity of and within operational areas of the Hospital.  As a result of this all employees shall be required to comply with two different level of behaviour according to what section of work they are engaged on the Project.


Level 1- General Building works


The following behaviour is unacceptable in all areas of the Project:


Smoking (unless in designated areas)


Offensive behaviour


Sexual harassment


Display of offensive material


Acting in a manner that may endanger hospital staff, patients and/or visitors


No parking of vehicles on the site


Level 2- Works occurring in operational areas


In addition to those areas covered in level 1, employees working in operational areas of the hospital shall be required to:


Read and sign a prohibited employment declaration


Not to use mobile phones within 2 metres of ward devices


Not to use 2 way radio’s within the wards


Dress in an appropriate manner




I. TABBAA, Commissioner.







Printed by the authority of the Industrial Registrar.

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