G. JAMES GLASS & ALUMINIUM ENTERPRISE AWARD

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by the Construction Forestry Mining and Energy Union, Construction and General Division New South Wales Branch, an industrial organisation of employees.

 

(No. IRC 3176 of 2005)

 

 

AWARD

 

PART A

 

GENERAL CONDITIONS

 

1.  Arrangement

 

Clause No.          Subject Matter

 

1.         Arrangement

2.         Application and Incidence of Agreement

3.         Parties to the Agreement

4.         Employees Covered

5.         Date and Period of Operation

6.         Relationship of Parent Agreements

7.         Training

8.         Commitment

9.         Hours of Work

10.       RDO Flexibility

11.       Shift Work on Public Holidays

12.       Tool Allowance

13.       Meal and Other Breaks

14.       Picnic Day

15.       Labour Flexibility

16.       Probationary Employment

17.       Use of Safety Equipment

18.       Occupational Health and Safety

19.       Affirmative Action and Anti-discrimination

20.       Superannuation

21.       Meetings

22.       Protective Clothing

23.       Redundancy - Severance Payments

24.       Workers’ Compensation

25.       Top-up Insurance

26.       Smoking

27.       Drugs and Alcohol

28.       Rehabilitation

29.       Apprentices

30.       Junior Employees

31.       Settlement of Disputes and Grievances

32.       Payment of Wages

33.       Single Bargaining Unit

34.       No Precedent

35.       No Extra Claims

36.       No Disadvantages

37.       Wage Increase

38.       Sick Leave

39.       Work Attendance

40.       Union Dues

41.       Trade Union Training

42.       Right of Entry

 

PART A - General Conditions

PART B - Table 1 - Monetary Rates

PART C - Classification Schedule

PART D - Training Agreement (Form D)

PART E - Salary Sacrifice Arrangements and Agreement

 

2.  Application and Incidence

 

This Award shall apply to the following sites of G. James Safety Glass Pty Ltd, and G. James Glass and Aluminium Pty Ltd, and G James Glass and Aluminium (Qld) Pty Ltd, (herein together referred to as "the Company"):

 

102 Long Street, Smithfield; and

 

94 Long Street, Smithfield; and

 

26 Long Street, Smithfield.

 

3.  Parties to the Agreement

 

This Award is made between, and is binding on the following parties;

 

The Company; and

 

The Construction, Forestry, Mining and Energy Union, Construction and General Division, New South Wales Branch (the Union)

 

4.  Employees Covered

 

This Award shall cover and be binding on all employees of the Company who are engaged as Factory employees, Junior factory employees, Apprentices, or delivery drivers who are covered by the Glass Workers (State) Award or the Joiners (State) Award who are members or eligible to be members of the Construction, Forestry, Mining and Energy Union, Construction and General Division, (New South Wales Branch) (the Union) and involved in the manufacture and processing of glass and aluminium products, Including the maintenance of machinery and the delivery of products to customers and building sites

 

5.  Date and Period of Operation

 

This Award rescinds and replaces the G. James Safety Glass Enterprise Bargaining Agreement 2002 reviewed on the 28th of July 2003.

 

This Award shall operate from the beginning of the first full pay period to commence on or after the first of 22 June 2005 and shall remain in force until the first of November 2007.

 

6.  Relationship to Parent Agreements

 

This Award shall be read in conjunction with the terms and conditions of the Glass Workers’ (State) Award and the Joiners (State) Award, as varied ("the Parent Awards").  In the event of any inconsistency, this Award will prevail over the parent Awards to the extent of the inconsistency.

7.  Training

 

In order that the improvements required achieve their objectives of demonstrable gains in efficiency, the Company has developed a structured training system consistent with the current and future skills required by the Company and its employees. The training system outlines and details the processes involved in establishing the training and career paths developed for Company employees at the enterprise level. The Training system is detailed in Part D.

.

The training system has been developed through consultation within the Employees. Employees, on their part, will be offered training to gain the skills required.  Where, as a result of consultation with an employee or employees concerned, it is agreed that additional external training in accordance with the structured training plan should be undertaken by an employee during their normal ordinary working hours, the employee or employees concerned shall not suffer any loss of pay.

 

The costs associated with Apprenticeship Training, First Aid Training, and Occupational Health and Safety Training (for appointed personnel) will be paid by the company including tuition, textbooks, and other necessary equipment. (Other training may be considered and negotiated on a personal basis).

 

As an aid to possible advancement all vacancies at all branches within the Smithfield area will be advertised on noticeboards for the information of current employees.

 

8.  Commitment

 

The parties to this Agreement recognise that in order to increase the efficiency, productivity and international competitiveness of G. James, a greater commitment to training and skill development is required.  Accordingly, the parties commit themselves to:

 

(a)        developing a positive work attitude;

 

(b)        accepting changes;

 

(c)        initiating changes;

 

(d)        making suggestions to achieve improvements;

 

(e)        measuring work performance with employee and management agreement;

 

(f)         taking advantage of training and advancement wherever possible;

 

(g)        identifying and solving problems at the closest point of action; and

 

Any issues arising from this Agreement will be communicated to the employees by the Enterprise Bargaining Committee.

 

9.  Hours of Work

 

The 38-hour week shall be worked as:

 

An eight-hour day for four days per week, with six hours worked on the remaining day; or

 

A rostered day off arrangement.

 

10.  RDO Flexibility

 

Employees work the 38-hour week on a rostered day off (RDO) system may, by Agreement with the company, have the RDO on any day within 19 days before or after the designated building industry RDO.  Where agreed between the employee and the company, the employee may bank RDO's to a maximum of five RDO's in a 12-month period.

 

11.  Shift Work on Public Holidays

 

Whenever a public holiday falls on a mid-week day, then the time off for that holiday shall apply to any shift where the majority of the shift falls during the hours of the holiday. Any portion of an adjoining shift, which falls during the hours of the public holiday, shall be considered as ordinary time for that shift.

 

12.  Tool Allowance

 

Most Tradespeople and Apprentices working in our factories are provided with all necessary tools to perform their duties at work or as necessary for trade training at TAFE.

 

No tool allowance is payable in this situation.

 

If, by Agreement, a tradesperson is required to provide his own tools, then the appropriate tool allowance shall be paid as per the Parent Award.

 

13.  Meal and Other Breaks

 

All employees shall be entitled to a paid morning tea break of ten minutes as provided in the Joiners (state) Award. Employees can extend their morning tea break beyond ten minutes to a maximum of twenty minutes. However, any time taken in excess of ten minutes shall be unpaid.

 

Employees engaged on shift work and employees working overtime on a Saturday shall be entitled to a single twenty-minute paid meal break as provided in the respective Parent Awards.

 

Employees engaged on day shift shall be entitled to an unpaid lunch break of between twenty minutes and forty-five minutes each shift.

 

Any employee who works overtime for one and one half-hours or more after their normal finishing time shall be entitled to be paid a Meal Allowance. The amount payable for Meal Allowance will be as per the amount prescribed by the Glass Workers (State) Award.

 

Any employee who works more than two hours after their normal finishing time shall be entitled to a paid Crib Break of twenty minutes. Such employees shall be entitled to an additional Crib Break for every four hours worked thereafter

 

At 26 Long St part of the top floor air conditioned room in building two will be made available as a meal room and the meal room in building one will be fitted with external louvers.  At 102 Long St the top floor air conditioned room will be made available as a meal room.

 

14.  Picnic Day

 

The union picnic day is to be observed either:

 

On the first Monday in August of each year; or

 

On the first Monday in December of each year; or

 

On any day during the year to provide an extended long week-end;

 

This date is to be decided between the management in agreement with a majority of employees at each factory, being at least 60% of the employees.

 

15.  Labour Flexibility

 

The workforce will be multi-skilled. All employees will perform work that is safe and within their level of skill, training and competence.  This shall include work that is incidental and/or peripheral to their main task or function, provided it is within the employee’s skill level and classification.

Employees may be transferred and/or rotated between machines, shifts, factories or operations as required by management, and will not unreasonably refuse to do so.  There shall not be any demarcation of work at the site.  All employees shall take all reasonable steps to ensure the quality, accuracy and completion of any job assigned to each employee.

 

16.  Probationary Employment

 

The first 12 weeks of employment shall be on a probationary basis, terminable by one day’s notice on either side or the payment or forfeiture of one day’s pay.  During the probationary period, the normal rates of pay shall be applicable.  During this probationary period, only one verbal warning is required prior to termination if the employee is considered unsuitable for the position.

 

17.  Use of Safety Equipment

 

The parties agree that all employees shall, when requested by their supervisor, use appropriate safety apparel and equipment that has been recommended and approved by the Occupational Health and Safety Committee.

 

Failure to use appropriate safety equipment may lead to disciplinary procedures.

 

18.  Occupational Health and Safety

 

All parties to this Agreement are committed to the safe operation of plant and equipment, to the observance of safe working practices, the correct and proper use of all personal protective equipment and to the safety and good health of all employees. The company recognises its responsibility to provide a safe and healthy workplace and, accordingly agrees:

 

(1)        All current codes of practice, regulations, Workplace Australia documentation and approved and recognised industry standards are acknowledged and will be followed as a minimum requirement, so as to meet and comply with the company’s obligations under the Occupational Health and Safety Act 2000.

 

(2)        All employees elected to safety committees will be allowed to attend a safety committee-training course at a mutually agreed time.

 

(3)        The company will strive to maintain a minimum of at least one trained and certified first-aid employee at each factory and on each shift.  Training will be conducted at a mutually agreeable time.  The company occupational health and safety policy and requirements of employees are detailed in the company Workplace Health and Safety Handbook, which is provided to all employees.

 

19.  Affirmative Action and Anti-Discrimination

 

The company has developed policies in regard to equal opportunity, sexual harassment, discrimination and affirmative action. Failure to comply with these policies may lead to dismissal.

 

These policies and requirements are detailed, along with many other matters, in the company booklet regarding conditions of employment, which is provided to all employees.

 

20.  Superannuation

 

The company will pay the following superannuation contribution into the Construction and Building Unions Superannuation Scheme (C+ BUSS) for each employee covered by this Agreement

 

$71 per week from July 2004

 

$76 per week from April 2006

 

All superannuation contributions will be paid monthly, as required by the trust deed.  If the amounts prescribed in this clause are less than the minimum amounts prescribed by legislation for any employee covered by this Agreement, the Company will make additional superannuation contributions for the employee to make up the shortfall.

 

21.  Meetings

 

To facilitate effective consultation with employees, the union and the company shall jointly hold up to two one-hour paid communications meetings involving the employees in any 12-month period.  At the conclusion of the joint meeting, the company shall allow the union the balance of the time for discussion with its members independent of the company.  Such meeting shall be held during ordinary hours of work at an agreed time and place.  The time allocated to the union portion of these meetings shall be deducted from the entitlement for industry meetings under any of the parent Agreements.

 

22.  Protective Clothing

 

Each factory employee will be supplied with one sweatshirt per year, plus one of these alternatives:

 

(a)        two shirts and two pairs of trousers per year; or

 

(b)        Two sets of overalls per year.

 

Safety shoes or boots will be provided and replaced on a fair wear and tear basis.

 

Employees engaged in glass edge grinding shall be provided with suitable waterproof safety footwear and ankle covers to stop water splashing into shoes.

 

Back braces will be provided to the employees if requested.

 

All protective clothing or equipment that has been supplied must be utilised or worn appropriately during working hours.

 

23.  Redundancy - Severance Payments

 

Any employee whose employment is terminated as a result of their position being made redundant shall be paid, as a minimum, the amount of severance pay to which they are entitled under the Joiners (State) Award or the Glass Workers’ (State) Award which ever is appropriate.

 

However any employee at the safety glass factory who, as at 1 March 1998, has more that ten years service and who is subsequently retrenched (except by voluntary retrenchment) will be paid two weeks’ redundancy pay per year of service up to a maximum of 33 weeks redundancy pay at the ordinary rate of pay excluding over-agreement payments and allowances for site, travelling, shift, disability or similar allowances that do not directly relate to a normal week’s pay. For these employees, this amount of severance pay will be paid subject to the provisions of the parent award and instead of the amounts of severance pay specified in the parent award.

 

Safety Glass employees requesting voluntary retrenchment will receive only the payments due as per the Glass Workers’ (State) Award.

 

24.  Workers’ Compensation

 

When employees are on workers’ compensation, for the first 26 weeks they will be paid at their ordinary rates of pay under this agreement, excluding any other over-agreement pay.

 

After the first 26 weeks of incapacity, the provisions of the NSW Workers’ Compensation Act 1998 shall apply in respect of amounts of weekly compensation.

 

25.  Top-Up Insurance

 

Top-up workers compensation insurance will be paid in respect of all employees covered by this Agreement during the period of operation of this Agreement.

26.  Smoking

 

Smoking is prohibited within all buildings at all sites occupied by the Company.

 

Smoking is prohibited externally of the buildings within ten metres of an office or meal room or other amenities area.

 

Smoking is prohibited in all Company owned vehicles.

 

27.  Drugs and Alcohol

 

Because of the dangerous nature of the work involved in the industry, employees cannot attend for work under the influence of alcohol or drugs that may impede their capacity to perform the work. Any person who reports to work affected by drugs or alcohol will not be allowed to work and will not be allowed to work and will not be paid whilst unfit to work. When next they report fit for work, they will be counselled and advised that any repeat offence will result in the employee being required to attend external counselling or treatment (at their own expense). If the employee fails to attend such counselling or treatment, they will not be considered fit to continue work and will have their employment terminated.

 

28.  Rehabilitation

 

The company will maintain a rehabilitation policy as required by the Occupational Health and Safety Act 2000. Suitably trained staff will be provided to administer this policy.  Suitable duties to assist with the rapid rehabilitation of injured employees will be provided whenever possible.

 

29.  Apprentices

 

The company will provide a minimum of one new apprenticeship or adult apprenticeship each year. Apprentices will be paid at the percentage rates set in the relevant parent Awards, but based on the tradesperson’s pay rate set in this Agreement at level H.

 

30.  Junior Employees

 

Any factory employee under the age of nineteen years of age may be employed as a Junior Employee and will be paid at the percentage rates set for Junior Employees in the relevant parent Awards, but based on the pay rate set in this Agreement at level C.

 

31.  Settlement of Disputes and Grievances

 

Any industrial dispute or claim shall be dealt in the following manner:

 

1.          Any grievance should first be discussed between the employee/delegate and the immediate supervisor.  Every effort should be made to resolve the matter at this point.

 

2.          If the matter should remain unresolved it should be referred to the Factory Manager, who should make every effort to resolve the matter by amicable discussion with both the employee and the supervisor involved.

 

3.          If the matter is still unresolved, an appropriate union official should be notified and discussion occur involving the New South Wales General Manager, the union official and the parties concerned, at the earliest possible time.

 

4.          If the matter is still unresolved, then the union official and the New South Wales General Manager should refer the matter to a State Secretary of the union and the Industrial Relations Committee of employer’s association for discussion.

 

5.          Without prejudice to either party, whilst the above procedure is being effected, all parties shall make every endeavour to ensure that work continues normally and in the manner it was conducted prior to the dispute.

 

6.          A dispute that cannot be settled by following the procedures described in the subclauses (1) to (6) of this clause may be referred by either party to the Industrial Relations Commission for Resolution.

 

7.          The dispute shall not be referred to the Industrial Relations Commission until subclauses (1) to (4) have been completed.

 

8.          This clause shall not apply to any dispute as to a bona fide safety issue, all safety issues are to be referred to the Occupational Health and Safety Committee and handled in accordance with the Committee’s Dispute Settlement Procedure.

 

Disputes on any work-related or industrial matter should be dealt with as close to the source as possible.

 

32.  Payment of Wages

 

The company is eligible to make all payments of wages by electronic funds transfer. All employees will nominate a bank account for this purpose.

 

33.  Single Bargaining Unit

 

A Consultative Committee has been established and negotiated the terms of this Agreement. The role of the Consultative Committee is to discuss and implement changes that will improve efficiency and productivity on an ongoing basis.

 

Decisions reached by the Consultative Committee will be on a consensus basis.

 

Negotiations for the next Enterprise Bargain are to commence from the first of August 2007.

 

34.  No Precedent

 

The parties agree that the contents of this Agreement shall not be used as precedent to base or progress any such claims upon the Company or any other organisation.

 

35.  No Extra Claims

 

The parties agree that there shall be no further claims during the life of this Agreement, except where consistent with future State Wage Case decisions.

 

36.  No Disadvantages

 

This Agreement shall not operate so as to cause an employee to suffer a reduction in ordinary-time earnings or in national standards such as normal hours of work, annual leave or long service leave

 

37.  Wage Increase

 

The wages shall be as set out in Table 1 - Classification Wages Schedule, of Part B, Monetary Rates, except where an employee enters into a salary Sacrifice Agreement under Part E of this agreement.

 

The wage increase will not be absorbed in any current over-Agreement payments.

 

The wage increase will not apply to increase any current over-Agreement payments.

 

The wage increase will not apply to any allowances. Allowances will be paid in accordance with the relevant parent Award.

 

All pay increases are to be effective from the first full pay period in the nominated months.

Any current over Agreement payments may be absorbed when and employee trains to a higher level of skill.

 

38.  Sick Leave

 

Employees are entitled to access their paid sick leave entitlement for the purposes of genuine illness or for genuine carers leave purposes as provided in the relevant Parent Awards. The amount of sick leave entitlement per year and accrual of sick leave shall be in accordance with the relevant parent Award.  The Company aims to eliminate the misuse of sick leave by employees.  Accordingly, all Company branches shall implement the following procedures;

 

Where an employee is absent from work and requires sick leave, the employee shall contact their shift manager as soon as possible to advise of their inability to attend, the reason for non-attendance and the expected duration of their absence. Employees shall make every attempt to contact their shift manager. However, if they are unable to contact their shift manager they can provide the information to the Factory Manager or the Administration Manager.

 

Where an employee is absent from work on sick leave their bundy card shall be forwarded to the employee’s manager.

 

Upon returning to work from sick leave, employees are required to report to their manager prior to commencing work. The manager shall confirm whether the employee is fit to return to work and shall provide the appropriate sick leave claim forms. If the employee has not provided an explanation for their absence, they will be required to do so at this stage. The manager will also provide the employee with their bundy card.

 

Due to payroll processes, where an employee does not advise the Company of the reason for their absence prior to 8:00am on Tuesday on any week, payment of sick leave may be withheld until the following week.

 

Where an employee is paid sick leave prior to completing the appropriate documentation and subsequently the documentation is considered to be unsatisfactory, payment of the sick leave may be deducted from the following weeks pay.

 

Generally the Company will not allow employees to access annual leave entitlements for the purposes of sick leave, unless the arrangements has been agreed to prior to the absence.

 

Employees shall be allowed two single days sick leave per annum without the requirement to produce a medical certificate. However, the provisions in relation to the misuse of sick leave continue to apply

 

Where a shift worker returns from worker’s compensation, the employee may be required to work day shift for a period of time in order to assess the employees fitness for return to shift work.

 

Any shift worker whose attendance or performance is considered less than adequate may be moved to day shift until deemed fit to return to shift work.

 

The Company acknowledges that in some circumstances, it may not be possible for an employee to comply with the procedures set out above. The Company will genuinely consider all explanations for breaches of the procedures and may waive the requirements set out above if it considers it appropriate to do so.

 

Information relating to the amount of accrued Sick Leave available to an employee will be made readily available to each employee.

 

All employees shall be dealt with fairly and equitably under the conditions of this clause.

 

39.  Work Attendance

 

Employees are required to be in attendance and ready to commence work prior to the designated starting time.

 

The Company aims to improve work attendance and punctuality.  Accordingly, all Company branches will implement the following procedures:

 

Where an employee is not in attendance at the commencement of the employee’s shift, the employee’s bundy card will be forwarded to the employee’s manager: and

 

Where an employee attends for work late, the employee must report to their manager to explain the reason for their lateness and to obtain their bundy card.

 

Where it is found that an employee is consistently late for work without genuine cause, the employee may be disciplined. Shift workers who are consistently late for work without cause may be moved to dayshift for a period of time in order to monitor the employee’s attendance and performance. Employees who are consistently late for work without cause may be denied the opportunity to work overtime for a period of time.

 

The Company acknowledges that there may be genuine reasons why an employee is late for work. The Company will consider all situations as they arise and may waive the procedures set out above if it considers it appropriate to do so.

 

All employees shall be dealt with fairly and equitably under the conditions of this clause.

 

40.  Union Dues

 

The Company is supportive of Union membership and where requested by the union and where authoriser by an employee the Company may assist with deduction from wages of union fees or arrears payable to the union.

 

41.  Trade Union Training

 

Official union delegates will be allowed time off work to attend Trade Union training as detailed in the Joiners (State) Award.

 

42.  Right of Entry

 

Accredited Union Officials shall have right of entry to any place or premises where the Company is undertaking work for the purpose of :

 

Discussion with Delegates

 

Interviewing employees,

 

Checking on wage rates,

 

Checking on suspected award or Agreement breaches,

 

Checking on safety conditions or regulations.

 

Any other discussions with employees shall not unreasonably interfere with the work being performed by an employee during work time.

 

Upon arrival on site the Accredited Union Representative will notify the relevant Company Personnel available of their presence.

 

Nothing in this clause shall be contrary to the law.

 

PART B

 

MONETARY RATES

 

Table 1

 

The classification structure applicable under this Agreement is set out in Part C.

 

The new pay rates shall be set as shown below. These rates will be reduced for employees who enter into a Salary Sacrifice Agreement for Superannuation in accordance with Part E of this Agreement.

 

(The pay rates include the Industry Allowances provided for in each of the relevant Parent Awards).

 

Note: The pay increases will apply from the first full pay period following the dates shown.

 

 

PART C

 

CLASSIFICATION SCHEDULE

 

General

 

Employees at each classification level will be responsible for the consistent performance of tasks to acceptable standards of quality as appropriate with their level of their training and experience.

 

Employees may be required to maintain records associated with a given task at a standard appropriate with their level of training.

 

Employees may be required to undertake training to attain the prescribed level of competence, or to broaden the range of duties undertaken at their current classification level or for promotion to the next level.

 

Employees undertaking such training shall be paid at the rate applicable to their existing classification level during any training period.

 

Training periods and arrangements shall be as set out in Clause 27 of the Glass Workers Agreement.

 

A Training Agreement shall be completed and signed prior to commencement of any training period.

 

LEVEL A

 

Employees at this classification level shall undergo an introduction to the company and the type of work they will initially be involved with and shall be receiving training in the simple tasks required in order to progress to Level B.

 

Employees in this classification level will be required to undergo induction training of 13 weeks, by which time the employee will be promoted to Level B.

 

Employees at this level will undertake up to 38 hours of induction training which may include information about the Company, conditions of Employment, introduction to fellow employees, training and career path opportunities, plant layout, work and documentation procedures, occupational health and safety and Quality Control/Assurance.

 

Employees at this level may perform tasks at a higher level whilst assisting and being directly supervised by an employee of the appropriate level.

 

An employee at this level performs routine duties essentially of a manual nature and, to the level of their training:

 

1.          Performs work as directed;

 

2.          Performs routine duties essentially of a manual and repetitive nature;

 

3.          Is responsible for the quality of their own work, subject to direct supervision;

 

4.          Works in a safe manner so as not to injure themselves or any other person;

 

5.          Is able to solve basic problems associated with their work;

 

6.          Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Cleaning duties.

 

General labouring work.

 

Picking and selecting extrusions (proper handling of extrusions).

 

Transfer extrusions from store to factory.

 

Packing/unpacking/assist with loading.

 

LEVEL B

 

Employees at this classification level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work with the scope of this level.

Employees in this classification level will be required to undergo training for twelve (12) months, by which time the employee will be promoted to Level C.

 

Employees at this level may perform tasks at a higher level whilst assisting and being directly supervised by an employee of the appropriate level.

 

Employees at this level perform work above and beyond the skills of an employee at previous levels and, to the level of their skill and training.

 

1.          Performs work as directed.

 

2.          Exercise limited discretion and utilise basic fault finding skills in the course of their work;

 

3.          Works in a safe manner so as not to injure themselves or any other person;

 

4.          Understand and undertake basic quality control/assurance procedures, subject to supervision;

 

5.          Perform routine duties which may involve the use of machinery and tools;

 

6.          Whilst undertaking training performs work within the scope of that training subject to safety and training requirements.

 

Indications of tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Use of electric powered tools.

 

Use of compressed air powered tools.

 

Operate a glass saw.

 

Cleaning and visual inspection of processed glass or frames.

 

Loading or unloading of glass by manual or mechanical means (not a furnace).

 

Accurate measurement of glass, frames, or other materials with a tape measure.

 

Correctly identifying various types of glass and edgework.

 

Use of hand trolleys and pallet trucks.

 

Maintain simple records.

 

Visual inspection of all parts to assemble a frame.

 

Fit tape and rubber and apply silicone wet seal top up to sub frames.

 

Fit vinyl and mohair to doors and doorframes.

 

Mark and bundle finished framing.

 

Stack trolleys with finished frames.

 

Basic aluminium processing.

 

Basic in factory fitting of glass to frames.

 

Use of bench drills.

 

Use of power presses.

 

Use of crimping machine.

 

Use of strapping machine.

 

LEVEL C

 

Employees at this classification level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of an employee at previous levels and, to the level of their skill and training.

 

1.          Performs work as directed;

 

2.          Exercises limited discretion and utilise basic fault finding skills in the course of their work;

 

3.          Works in a safe manner so as not to injure themselves or any other person;

 

4.          Understand and undertake basic quality control/assurance procedures, subject to supervision;

 

5.          Perform routine duties which may involve the use of machinery and tools;

 

6.          Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are:-

 

Assist other employees at other levels with any tasks.

 

Edgework glass by hand that does not require a high degree of workmanship.

 

Building and packing timber cases and crates.

 

Account for goods received and despatched.

 

Sort and check goods being received and despatched.

 

Packing goods being received and despatched.

 

Documentation of goods being received and despatched.

 

Operate a glass washing machine making adjustments for thickness.

 

Operate a glass Edging machine making adjustments for depth to cut.

 

Understand hand written works orders and sketches.

 

Understand computer generated works orders.

 

Process simple framing with minimal supervision.

 

Machine simple framing with minimal supervision.

 

Assemble simple framing and glass with minimal supervision.

 

Operate flexibly between assembly stations.

 

Identifying, locating and safely handling various types, dimensions, and qualities of treated and untreated glass, frame materials, putties, mastics, silicone, tapes and sealants.

 

Repetitive fixing of pre-made components and parts of any article or windows or doors or shower screens in predetermined ways, using basic written, spoken or diagrammatic instructions without any direct supervision.

 

Process, machine, assembly and glazing of G.James Residential Windows and Doors Systems and any other similar framing system with minimal supervision.

 

Operate a drop saw to accurately cut aluminium or timber to size (adjusting the cut length).

 

Operate a single or double head router.

 

Operate a corner saw. (adjusting the cut length).

 

LEVEL D

 

Employees at this classification level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of an employee at previous levels and, to the level of their skills and training.

 

1.          Performs work as directed;

 

2.          Exercises limited discretion and utilise basic fault finding skills in the course of their work;

 

3.          Works in a safe manner so as not to injure themselves or any other person;

 

4.          Are responsible for the quality of their own work subject to supervision;

 

5.          Perform routine duties which may involve the use of machinery and tools;

 

6.          Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are:-

 

Assist other employees at other levels with any tasks.

 

Crane driving that does not require a licence.

 

Forklift driving that does require a licence.

 

Breaking out glass on a cutting table.

 

Cutting glass up to 5mm thick in straight lines.

 

Set-up and use of a glass scratch removal machine.

 

Operate a glass drilling machine and changing drills.

 

Operate finger-slotting machine making adjustments for glass size.

 

Operate a glass drill-countersinking machine.

 

Operate the Forvet drilling & milling machine and changing tools.

 

Marking out glass to a template for cutting or other work.

 

Basic keyboard skills.

 

Process, machine, assembly and glazing of all G. James Systems and any other similar framing system without any direct supervision.

 

Loading, unloading and inspection of glass at a toughening machine (flat or bent).

 

Set-up and use a drop saw to accurately cut aluminium to size.

 

Set-up and use a single or double head router.

 

Set-up and use a corner saw.

 

Inspection of finished products for conformity to set standards.

 

Direct other employees on menial tasks.

 

Extensive knowledge or extrusions and other products.

 

LEVEL E

 

Employees at this classification level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of an employee at previous levels and, to the level of their skill and training.

 

1.          Performs work as directed;

 

2.          Exercises limited discretion and utilise basic fault finding skills in the course of their work;

 

3.          Works in a safe manner so as not to injure themselves or any other person;

 

4.          Are responsible for the quality of their own work, subject to limited supervision;

 

5.          Work from more complex standards and procedures;

 

6.          Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

Driving a delivery vehicle over four (4) tonnes.

 

Optimisation of glass orders for cutting.

 

Program work for the Forvet drilling and milling machine.

 

Operate the Alpa glass-working machine.

 

Operate the Intermac glass-working machine.

 

Recognise and conform to factory quality assurance system.

 

Process complex framing without any direct supervision.

 

Machine complex framing without any direct supervision.

 

Assemble complex framing and glass without any direct supervision.

 

Glazing and fitting of glass to any type of frame not mentioned in previous levels.

 

Operate a two-part silicone pump for sealing insulating glass units or structural glazing.

 

Set-up and operate a computer miter saw.

 

Set-up and operate a double header saw.

 

Set-up and operate a ripsaw.

 

LEVEL F

 

Employees at this classification level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of an employee at previous levels and, to the level of their skill and training.

 

1.          Performs work as directed;

 

2.          Exercises limited discretion and utilise basic fault finding skills in the course of their work;

 

3.          Works in a safe manner so as not to injure themselves or any other person;

 

4.          Are responsible for the quality of their work, without any supervision;

 

5.          Work from complex standards and procedures;

 

6.          Whilst undertaking training performs work within the scope of the training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Operate both the Alpa and the Intermac glass edging machines.

 

Driving a crane truck and operating the crane.

 

Quality control without discretionary authority.

 

Edge working to high standard of workmanship

 

Set-up and operation of glass cutting machines.

 

Set-up and operation of glass edging machines.

 

Set-up and operation of glass silk-screening machines.

 

Cutting glass up to 11 mm in straight lines.

 

Cutting glass up to 6 mm to drawings and templates.

 

Lubrication of machinery.

 

Advanced keyboard skills.

 

Be fully competent in the setting-up and operation of all equipment and production machinery used in the manufacture of the G James Commercial and Residential Glazing Systems.

 

Inspects assembly work performed by others recognizes and rectifies any faults

 

LEVEL G

 

Employees at this classification level will have completed the required training or will have equivalent skills gained through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of an employee at previous levels and, to the level of their skill and training.

 

1.          Performs work as directed.

 

2.          Exercises limited discretion and utilise basic fault finding skills in the course of their work;

 

3.          Works in a safe manner so as not to injure themselves or any other person;

 

4.          Are responsible for the quality of their own work, without any supervision;

 

5.          Work from complex standards and procedures;

 

6.          Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications to the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Program and operate the Alpa glass-working machine.

 

Program and operate the Intermac glass-working machine.

 

Set-up and operate a flat glass-toughening machine.

 

Set-up and operate a bent glass-toughening machine.

 

Set-up and operate an insulating glass unit assembly line.

 

Quality control with discretionary authority.

 

Create or Implement schedules or programs as directed.

 

Direct of guide other employees to meet and maintain those schedules.

 

Ensure full conformity with factory quality assurance system.

 

Be fully competent in the fabrication and glazing of all G James Commercial and Residential Window and Door Systems

 

Perform a range of maintenance functions on the equipment used to manufacture the G James range of Commercial Windows.

 

LEVEL H

 

Employees at this classification level shall have:-

 

1.          Achieved competencies at a trade level by completing an apprenticeship and receiving proficiency papers;

 

2.          Have passed a trade accreditation test;

 

3.          Will hold a Trade Certificate or Tradesperson’s Rights Certificate;

 

4.          Have completed the required training;

 

5.          Have gained the equivalent skills through work experience in accordance with the prescribed standards for this level;

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of employees at all previous levels and, to the level of their skill and training.

 

1.          Performs work as directed;

 

2.          Understand and apply quality control techniques;

 

3.          Are able to inspect products and/or materials of conformity with established operational standards;

 

4.          Exercise good interpersonal communication skills;

 

5.          Exercise discretion and utilise basic fault finding skills in the course of their work;

 

6.          Works in a safe manner so as not to injure themselves or any other person;

 

7.          Perform work under limited supervision either individually or in a team environment;

 

8.          Are responsible for the quality of their own work, without any supervision;

 

9.          Conduct training in conjunction with a skilled trainer as required;

 

10.        Whilst undertaking performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Set-up and operate all types of machinery for processing glass.

 

Program and operate both the Alpa and the Intermac glass edging machines

 

Cutting all types of glass up to 15mm thick to any shape.

 

Stock control accounting and recording.

 

Maintenance work.

 

Operates all types of lifting equipment.

 

Participate and report to schedule meetings for the factory.

 

Report accurate status of current work progress in factory on a daily basis.

 

Supervise several sections of the factory workforce.

 

LEVEL I

 

Employees at this classification level shall have:-

 

1.          Achieved competencies beyond the Trade Level and have completed appropriate training and shall be capable of performing trade and post trade work consistent with their level of training.

 

2.          Have gained the equivalent skills through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of employees at all previous levels and, to the level of their skill and training.

 

1.          Performs work as directed under general supervision either individually or in a team environment;

 

2.          Are able to examine, evaluate and develop solutions to problems within the scope of this level;

 

3.          Understand and implement quality control techniques and are responsible for the quality of their own work and are able to identify faults in the work of others at this or lower levels;

 

4.          Exercise good interpersonal communication skills;

 

5.          Exercise discretion and utilise basic fault finding skills in the course of their work.

 

6.          Works in a safe manner so as not to injure themselves or any other person;

 

7.          Are able to  identify hazards and unsafe work practices which may affect others in a team environment;

 

8.          Provide guidance and assistance as part of a work team;

 

9.          Conduct training in conjunction with a skilled trainer as required;

 

10.        Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Cutting all types of glass up to 19mm thick to any shape.

 

Assist Factory Manager in the administration of the factory.

 

LEVEL J

 

Employees at this classification level shall have:-

 

1.          Completed appropriate training and shall be capable of performing trade and post trade work consistent with their level of training;

 

2.          Have gained the equivalent skills through work experience in accordance with the prescribed standards for this level.

 

In all cases the employee will be required to satisfactorily complete a competency assessment to enable the employee to perform work within the scope of this level.

 

Employees at this level perform work above and beyond the skills of employees at all previous levels and, to the level of their skill and training.

 

1.          Performs work as directed under limited supervision either individually or in a team environment;

 

2.          Exercise the skills attained through satisfactory completion of training and standard competency prescribed for this classification;

 

3.          Provide guidance and assistance as part of a work team;

 

4.          Are able to examine, evaluate and develop solutions to problems within the scope of this level;

 

5.          Understand and implement quality control techniques and are responsible for the quality of their own work and are able to identify faults in the work of others at this or lower levels;

 

6.          Exercise excellent interpersonal communication skills;

 

7.          Exercise discretion within their level of training;

 

8.          Works in a safe manner so as not to injure themselves or any other person;

 

9.          Are able to identify hazards and unsafe work practices which may affect others in a team environment;

 

10.        Conduct training in conjunction with supervisors and trainers as required;

 

11.        Whilst undertaking training performs work within the scope of that training, subject to safety and training requirements.

 

Indications of the tasks that an employee at this level may perform without direct supervision are;

 

Assist other employees at other levels with any tasks.

 

Cutting all types of glass up to 25mm thick to any shape.

 

Assist Factory Manager in the production cycle of the factory.

 

Supervise all sections of the factory workforce.

 

Part D

 

TRAINING AGREEMENT (Form D)

 

 

Part E

 

SALARY SACRIFICE ARRANGEMENTS AND AGREEMENT

 

1.          The Company and an employee may enter into effective salary sacrifice arrangements for superannuation if:

 

The employee requests a salary sacrifice arrangement for superannuation.

 

The arrangement is settled before the employee earns the right to payment of the amounts to be sacrificed: and

 

The employee signs an election to salary sacrifice for superannuation, in the form of the "Salary Sacrifice Agreement" attached below.

 

2.          By entering into a Salary Sacrifice Agreement, the employee elects to sacrifice a portion of his or her wage payable under clause 37 of part A and Table 1 Classification Wage Schedule of Part B of this Agreement to additional employer superannuation contributions. The amount sacrificed will be the amount specified in the Salary Sacrifice Agreement.

 

3.          The employee may make a request for a salary sacrifice arrangement in accordance with this sub-clause once annually. This may be varied subject to the approval of the Company.

 

4.          The company or the employee may cancel an election made this sub-clause in the event that changes in the relevant taxation laws or rulings materially alter the benefit to the employee or the costs to the Company of the salary sacrifice arrangement.

 

5.          The implementation of any salary sacrifice arrangement is subject to the terms of the Trust Deed of the relevant superannuation fund and the agreement of the Company.

 

Salary Sacrifice Agreement

 

1.          This Salary Sacrifice Agreement sets out the arrangements whereby an employee may elect to sacrifice a portion of his or her wage payable under clause 37 of Part A and Table 1 - Classification Wage Schedule of Part B of this Agreement to additional employer superannuation contributions.

 

2.          Under this Salary Sacrifice Agreement, the amount an employee sacrifices for superannuation is deducted from the employee’s gross wage, not his or her net pay.

 

3.          The amount of the employee’s wage that is sacrificed under this Salary Sacrifice Agreement is subject to the Superannuation Contributions tax of 15%and may be further subject to the Superannuation Contributions Surcharge of up to 15%. These rates of taxation may vary from time to time as circumstances and the requirements of law change. The Company recommends employees seek the counsel of an independent financial advisor before entering into a Salary Sacrifice Agreement.

 

4.          The Company will not permit an employee to sacrifice such an amount of his or her wage payable under clause 37 of Part A and Table 1 - Classification Wage Schedule of Part B of this Agreement that would result in the employee’s gross wage (after thatdeduction) falling below the applicable wage rate under the relevant Parent Award. This means that the amount an employee may elect to sacrifice for superannuation is limited to the difference between the appropriate Parent Award wage rate and the appropriate wage rate for the employee under this Enterprise Bargaining Agreement.

 

5.          The total superannuation contributions made by the Company on behalf of the employee, that is the employer contributions made by the Company under the relevant Superannuation Guarantee legislation plus the amount of the employee’s wage that he or she sacrifices for superannuation, will be restricted to deductible age based limits.

6.          The additional superannuation contributions to be made by the Company under this Salary Sacrifice Agreement will be made only to the superannuation fund the Company already makes contributions to on behalf of the employee.

 

7.          The Company will remit the additional superannuation contributions to be made by the Company under this Salary Sacrifice Agreement to the relevant superannuation fund on a monthly basis.

 

8.          The additional superannuation contributions to be made by the Company under this Salary Sacrifice Agreement are independent of contributions made by the Company under the Superannuation Guarantee legislation. Contributions made under the Superannuation Guarantee Act will be based on the lower gross pay rate (i.e. post-salary sacrifice gross wage), or the rates specified in clause 20. of the Enterprise agreement (whichever is the greatest).

 

9.          In the event the employee is absent from work and is in receipt of Worker’s Compensation payments for the duration of that absence, the Company will immediately suspend this Salary Sacrifice Agreement and the employee’s pay rate will revert during the time of the absence to the rate which would apply to the employee in the absence of any salary sacrifice arrangement. The employer contributions made by the Company under the Superannuation Guarantee legislation during the employee’s absence will not be affected.

 

10.        During the period of this Salary Sacrifice Agreement any entitlement to payment of wages will be calculated at the pre Salary Sacrifice pay rate and the weekly amount of the Salary Sacrifice will then be deducted from the gross wage prior to the calculation of the Taxation Deduction.

 

11.        On termination of employment with the Company any accrued benefits will be calculated at the pre Salary Sacrifice pay rate and no deductions for Superannuation Salary Sacrifice will be made from these amounts.

 

12.        The Company reserves the right to terminate the salary sacrifice arrangements provided by this Salary Sacrifice Agreement at its sole discretion at any time by giving 1 weeks notice in writing.

 

Election:

 

I wish to enter into a salary sacrifice arrangement for superannuation. The portion of the wage payable to me under Clause 37 of Part A and Table 1 - Classification Wage Schedule of Part B of the Agreement that I elect to sacrifice for superannuation is:

 

 

(Insert amount of sacrifice)
Employee name
Employee Signature
Date

 

 

Authorised by Company representative
Name
Signature
Date

 

 

 

D. W. RITCHIE, Commissioner.

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.