OMYA (AUSTRALIA) PTY LIMITED - BATHURST
ENTERPRISE AWARD 2005
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Omya
Australia Pty Ltd.
(No. IRC 4846 of 2005)
Before Mr Deputy
President Sams
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23 September 2005
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AWARD
1. Title
This award shall be known as the Omya (Australia) Pty.
Limited - Bathurst -Enterprise Award 2005.
2. Arrangement
Clause No. Subject Matter
1. Title
2. Arrangement
3. Parties
Bound
4. Scope of
Award
5. Relationship
to Parent Award & Enterprise Agreements
6. Date and
Period of Operation
7. Aim of
Award
8. Classifications
9. Pay Rates
10. Joint
Consultative Committee
11. Hours
12. Overtime
13. Holiday
Leave & Other Leave
14. Respirators,
Protective Clothing
15. Grievance
Procedure
16. Disciplinary
Procedure
17. Training
18. Job
Security and Redundancy
19. Contract
of Employment
20. Anti-Discrimination
21. Declaration
22. Future
Negotiations
23. No Extra
Claims
PART B
RATES AND ALLOWANCES
Table 1 - Rates of Pay
Table 2 - Allowances
Appendix A -
Classification Structure
3. Parties Bound
This Award shall be binding upon:
Omya (Australia) Pty Limited (the "Company")
in respect of its operations located at Vale Road, Bathurst, and Cow Flat,
Bathurst;
The Australian Workers Union, New South Wales ( the
"AWU");
The Automotive, Food, Metals, Engineering, Printing and
Kindred Industries Union (NSW Branch) (the "AMWU"); and
The Electrical Trades Union of Australia, New South
Wales Branch (the "ETU").
The AWU, the AMWU and the ETU are referred to in this
Award as the "Unions."
4. Scope of Award
4.1 This Award
shall apply to employees of Omya (Australia) Pty. Limited at the Vale Road
Bathurst plant engaged in the milling, pulverising, coating, packaging and
despatch of limestone and maintenance who are members or eligible to be members
of one or other of the Unions and who are employed in one or other of the
Production and Maintenance classifications set out in Appendix A of this Award.
(hereinafter referred to as "Production and Maintenance employees").
4.2 This Award
shall also apply to employees engaged in quarrying at the Bathurst quarry who
are members or eligible to be members of one or other of the Unions and who are
employed in one or other of the Quarry Worker classifications set out in
Appendix A of this Award.(hereinafter referred to as "Quarry
employees").
5. Relationship to
Parent Awards
This Award rescinds and replaces in total the terms and
conditions of the Omya (Australia) Pty Ltd Bathurst Enterprise Award 2002.
This Award will be read in conjunction with the following
Awards:
the Metal Engineering and Associated Industries (State)
Award;
the Electricians (State) Award; and
the Quarrying Industry (State) Award.
In the event of any inconsistency with the above awards,
this Award, namely the Omya (Australia) Bathurst Enterprise Award 2005, will
operate to the extent of the inconsistency. Otherwise the said award shall
apply.
6. Date and Period of
Operation
6.1 This Award
shall commence on 23 September 2005 and shall remain in force until 21 July
2008.
6.2 This award rescinds and replaces the
Omya Australia Pty Limited Bathurst Enterprise Award 2002 published 24 January
2003 (338 I.G. 7).
6.3 The parties
agree that if at any time after 21 January 2008 one or more of the Unions
serves a letter on the Company requesting the commencement of negotiations for
a new award, then the Company must commence those negotiations within 14 days
of receipt of such a letter.
7. Aim of Award
7.1 This Award
aims to further develop a flexible and multi-skilled workforce allowing a
"team" approach to all activities.
This team approach allows any employee to perform any task on site for
which that employee is appropriately trained.
7.2 The parties
acknowledge that the Company engages contractors from time to time at the
Bathurst quarry to provide services that, by determination of the Company, are
more efficiently provided by external contractors. This practice, at the determination of the Company, shall remain.
Vale Road maintenance employees may also continue to be utilised for quarry
maintenance if required.
8. Classifications
8.1 Workplace
Skills and Activities
The following are workforce skills/activities which
employees may be asked to perform. No-one shall be asked to perform any
activities without adequate training.
Communication skills
Occupational Health and Safety
Production and Process
Product Packaging
Material Handling
Despatch of Product
On-line Minor Maintenance and Lubrication
Complete Maintenance (Electrical and Mechanical)
Problem Solving/Team Skills
Quality, Sampling and Testing
Instructing and Training
Leading Hand and Supervisory
Specialist Skills
General Duties: cleaning, amenities, grounds
8.2 Utilisation of
Skills
(a) Employees
shall be employed to carry out such duties as may be directed by the Company
from time to time subject to the limits of their skill, competence, training
and obligations of the Occupational Health and Safety Act 2000 (NSW).
(b) The purpose of
requiring employees to work in any or all of these areas is to promote
flexibility in skill utilisation and not to promote deskilling.
(c) Any employee
may at any time carry out such duties and use such tools and equipment as may
be directed by the Company provided that the employee has been properly trained
in the use of such tools and equipment.
(d) The parties
agree that employees at the Bathurst quarry may undergo training to become qualified
and proficient in all operations of the quarry including training in Front End
Loader operation and Excavator operation.
(e) Disputes
arising in relation to the operation of this clause shall be dealt with in
accordance with Clause 15 Grievance Procedure following prior consideration of
the issue in accordance with the consultative mechanism in Clause 10.
8.3 Classification
Structure
Employees shall be classified in accordance with
Appendix A. Two classification
structures shall apply for:
Production and Maintenance employees; and
Quarry employees.
8.4 Progression
and Entry to Work Team
All employees will be encouraged and assisted to
progress to the highest level personally attainable consistent with the needs
of the workplace and employees’ career paths.
9. Pay Rates
9.1 All pay rates
are total pay rates excluding allowances listed in 9.4.
9.2 Rates of pay
were increased by 4% from the first full pay period on or after 21
July2005. Level 4 and Level 5 Production
and Maintenance Employees received a $20.00 per week (gross) allowance from the
first full pay period on or after 21 July 2005, in return for the Level 4 and
Level 5 Production and Maintenance employees agreeing to perform additional
quality assurance laboratory duties.
Rates of pay will increase by 4% on the first full pay
period on or after 21 July2006.
Rates of pay will increase by 4% on the first full pay
period on or after 21 July2007.
Rates of pay applicable prior to the commencement of
this Award are shown in the table appearing at 9.3.
Rates of pay applicable from first full pay period on
or after 21 July 2005 are shown in column 1 of Table1 of Part B of this Award.
Rates of pay applicable from first full pay period on
or after 21 July 2006 are shown in column 2 of Table1 of Part B of this Award.
Rates of pay applicable from first full pay period on
or after 21 July 2007 are shown in column 3 of Table1 of Part B of this Award.
9.3 Rates of Pay
Prior to the commencement of this Award
Base Hourly Rates
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Production and Maintenance Employees - Classification
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$/Week
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$/Hour
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Level 11 - Electronics Tradesman
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1020.21
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26.85
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Level 10 - Advanced Engineering Tradesperson II
(Maintenance. Planner)
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985.53
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25.93
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Level 9 - Engineering Tradesperson Special Class II
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914.31
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24.06
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Level 8 - Engineering Tradesperson Special Class I
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844.22
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22.21
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Level 7 - Engineering Tradesperson II / Plant Electrician
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809.54
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21.30
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Level 6 - Engineering Tradesperson I
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774.33
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20.38
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Level 5 - Senior Plant Controller
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774.33
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20.38
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Level 4 - Plant Controller
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745.77
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19.63
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Level 3 - Operator
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725.37
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19.09
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Level 2 - Operator
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665.68
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17.52
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Level 1 - Entry Level Operator
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599.37
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15.77
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Notes:
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1. Hourly Rate includes Tool Allowance Levels 5 and above.
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2. Hourly Rate includes First Aid Allowance where
applicable.
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3. Electricians Licence to be added into hourly rate.
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4. To progress from level 2 to level 3 an existing
Operator must:
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a. Carry out quality sampling and testing for his/her area
of work.
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b. Carry out feed preparation at Moss Vale.
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c. Be able to do basic milling circuit stop/start/fault
reading at Bathurst.
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5 To progress from level 3 to level 4 an existing Operator
must:
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a. Carry out Quality Control and process efficiency checks
on milling circuits.
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b. Carry out higher level of routine minor maintenance
than currently.
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c. Carry out laboratory duties as directed
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6. To progress from level 4 to level 5 an existing
Operator must obtain a Trade
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Qualification or equivalent qualification recognised by
the Company.
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7. Tradesmen at level 6 and above must be able to operate
milling circuits if so
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required
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Quarry Employees - Classification
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$/Week
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$/Hour
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Grade 1 - Quarry Worker Grade 1 (Trainee)
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565.85
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14.89
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Grade 2 - Quarry Worker Grade 2 (Attendant)
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597.61
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15.73
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Grade 3 - Quarry Worker
Grade 3 (Advanced Attendant)
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629.24
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16.56
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Grade 4 - Quarry Worker Grade 4 (Operator)
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660.76
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17.39
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Grade 5 - Quarry Worker Grade 5 (Skilled Operator)
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676.57
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17.80
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Grade 6 - Quarry Worker Grade 6 (Advanced Operator)
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692.39
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18.22
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Grade 7 - Quarry Worker Grade 7 (Special Class Operator)
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705.04
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18.55
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9.4 Allowances
Allowances will be increased on the dates identified
for wage adjustments.
Allowances applying from 21 July 2005 are shown in
Table 2 of Part B of this Award. The
allowances below are the allowances prior to the making of this Award.
(a) Shift
Allowance
Day -
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$10.73/shift
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Afternoon -
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$21.44/shift
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Night -
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$32.15/shift
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(b) Leading Hand
$10.99 per 8 hour shift
Typical Duties Required for a Leading Hand.
Allocate work.
Ensure correct time keeping.
Ensure paperwork etc completed.
Check on quality and safety of work.
Report when consumable stocks become low.
Ensure problems etc are reported.
Organise replacement overtime/callouts.
Ensure breakdown repairs are organised.
(c) First Aid (to
be included in hourly rate)
$13.18 per week
(d) Tool Allowance
(is included in hourly rate)
$13.33per week
(e) Electricians
Licence (is included in hourly rate)
$32.44per week
9.5 Safety Net
Clause
This Award reflects a joint commitment by the Company,
its employees and the Unions to provide workplace and employment conditions in
which the services of the Company can be delivered in an efficient, flexible
and profitable manner.
The parties recognise that previous work organisation
and industrial agreements have developed and implemented positive changes to
the enterprise. It is the intention of
the parties to continue to negotiate and reach subsequent agreements or awards
that will be registered through the Industrial Relations Commission of New
South Wales.
10. Joint
Consultative Committee
The parties covered by this Award shall participate in a
consultative mechanism with appropriate representation of employer and
employee(s) and/or the Unions with procedures appropriate to its size,
structure and needs for consultation and negotiation on matters affecting the
efficiency and productivity of the enterprise.
The representatives of production and maintenance employees
and quarry employees may meet for the purposes of finalising an agreement. Such representatives shall be entitled to
full pay and travel. Travel for the
purposes of the registration of any
agreement in the Industrial Relations Commission of New South Wales shall also
be covered by this clause.
The Company shall continue the consultative process
currently being conducted with employees. The consultative process is the
cornerstone to employees understanding the progress and difficulties of the
Company. It also allows for a sharing
of ideas. The frequency of these
meetings should be negotiated at each site.
11. Hours
11.1 Day Workers
(a) The ordinary
hours of work shall be 38 hours per week and be between 6.00 am. and 6.00 p.m.,
7 days/week.
(b) Ordinary hours
worked per day may be increased from eight hours and up to 12 hours on a site
where the Company, the Unions and the majority of employees agree provided that
the ordinary hours do not exceed an average of 38 hours per week. Seven day
roster arrangements may be introduced at a site where the Company, the Unions
and the majority of employees agree. Ordinary hours are to be paid at single
time except where subclause (h) Saturdays, Sunday and Holidays applies.
(c) The methods of
implementation referred to in (b) above shall be any one of the following:-
(i) by employees
working less than eight ordinary hours on one or more days each week; or
(ii) by fixing one
day on which all employees will be off during a work cycle of 152 ordinary
hours; or
(iii) by rostering
employees on various days of the week during a work cycle of 152 ordinary hours
so that each employee has one day off during that cycle; or
(iv) by accumulating
RDO's to be taken in a block at a time mutually suitable to the Company and the
employee and if agreed by both parties.
(d) Provided that,
except as otherwise provided herein, not less than seven (7) days notice shall
be given to weekly employees of a rostered day off.
(e) Where a
rostered day off falls on a public holiday, the next working day shall be taken
in lieu of the rostered day off unless an alternate day in that four week cycle
or the next cycle is agreed between the Company and the employee.
(f) The Company
shall be entitled to fix the start and finish times for each site or section
within the spread of hours agreed in (b) and to alter them either by mutual
consent or by giving employees one week's notice.
(g) Meal break
time is unpaid and must be additional to the agreed hours of work. An employee shall not work for a longer
period than 5 hours without a meal break.
(h) Saturdays,
Sundays and Holidays
(i) Workers required
to work on Saturdays (midnight Friday to midnight Saturday) as part of their
normal roster shall be paid at time and a half for all ordinary hours worked.
(ii) Workers
required to work on Sundays (midnight Saturday to midnight Sunday) as part of their
normal roster shall be paid at double time for all hours worked.
(iii) Workers
required to work on Public Holidays as part of their normal roster shall be
paid at double time and a half for all hours worked.
(iv) The above extra
rates are paid in substitution for and are not cumulative upon shift work
allowances prescribed in subclause 9.4.
11.2 Shift Work
(a) Requirements
All employees are engaged on the basis that with one
week's written notice, they may be required to work shifts as required by the
Company.
(b) Hours
The average ordinary working hours of shift workers
shall be fixed by normal agreement between the Company and the employees but
shall not exceed an average of 38 hours per week over a four week period. Shifts shall be eight hours per day provided
that shifts up to 12 ordinary hours may be worked where the majority of the
Company, the Unions and the affected employees agree.
(c) Roster
Shifts shall be rostered so as to provide for weekly
change of shifts unless otherwise agreed.
The Company shall be entitled to fix the shifts rostered for each site
or section and alter them by mutual consent or by giving one week's notice.
(d) Rostered Days
Off
Rostered Days Off shall be organised according to a roster
or other arrangement under Clause 11.1(c)
(e) Meal Break
Twenty minutes meal time shall be allowed to shift
workers which shall be paid as time worked.
These breaks shall be at a convenient time agreed with the Company.
(f) Changeover
Leading hands or supervisors are required to arrange
relief when an employee is unable to attend his/her shift. Employees who are unable to attend their
shift must endeavour to contact the lead hand or supervisor in advance.
(g) Saturday,
Sunday and Holidays
(i) Shift workers
required to work on Saturdays (midnight Friday to midnight Saturday) as part of
their normal roster shall be paid at time and half for all ordinary hours
worked.
(ii) Shift workers
required to work on Sundays (midnight Saturday to midnight Sunday) as part of
their normal roster shall be paid at double time for all hours worked.
(iii) Shift workers
required to work on Public Holidays as part of their normal roster shall be
paid at double time and half for all hours worked.
(iv) The above extra
rates are paid in substitution for and are not cumulative upon shift work
allowances prescribed in subclause 9.4.
(h) Roster
The Company shall be entitled to fix the shift rosters
for each site or section and alter them by mutual consent or by giving
employees one week's written notice.
(i) Swapping
Shifts
Employees may swap shifts by private arrangement
between each other provided that:-
both employees obtain their supervisor's prior
approval;
time records show the employee who actually worked the
shift and the employee who was rostered to work the shift; and
the Company will pay the employees for the shifts
actually worked.
(j) Overtime
Shift workers shall be paid for all overtime at the rate
of time and a half for the first two hours and double time thereafter, except
overtime work on a public holiday shall be paid at double time and a half.
11.3 Casual
Employees
A casual employee for ordinary working time shall be
paid per hour one-thirty eighth of the weekly rate for the work which he/she
performs plus 15 per centum for a minimum payment of four hours per day, plus
1/12th of the hourly rate for annual leave. This penalty shall be in lieu of
payment for sick leave, personal leave, annual leave and public holidays. Casual employment or labour sourced from a
labour hire supplier will be limited to 6 months. Provided that by consultation
with the employees and the Union, casual employment or labour sourced from a
labour hire supplier may be extended beyond six months.
11.4 Part-Time
Employment
(a) An employee
may be engaged by the week to work on a part-time basis for a constant minimum
number of hours each week which shall be less than 38 hours.
(b) The spread of
hours shall be the same as those prescribed in subclause (11.1) Day Workers.
(c) Any hours
worked in excess of 38 per week shall be paid at overtime rates.
(d) An employee so
engaged shall be paid one thirty eighth of the weekly rate for each hour worked
except as provided for in (c) above.
(e) All other
entitlements such as sick leave, annual leave and long service leave shall be
provided on a pro rata basis.
(f) Supply of
protective clothing will be in accordance with
Clause 14 of this Award.
12. Overtime
12.1
(a) All work done
in excess of an employee’s ordinary hours shall be overtime and shall be paid
for at the rate of time and a half for the first two hours and double time
thereafter.
(b) All time
worked on Sundays by day workers shall be paid for at the rate of double time,
and all time worked on public holidays by day workers shall be paid for at the
rate of double time and a half.
(c) An employee
required to work overtime for more than two hours after his/her ordinary
ceasing time and who has not been notified before leaving his/her work on the
previous day or earlier that he/she would be required to work such overtime,
shall either be supplied with a meal or paid the sum of $7.20 in lieu thereof
and, if the work extends beyond that meal, he/she shall be paid a further sum
of $7.20 for each subsequent meal which falls within that period of overtime.
(d) An employee,
after completion of overtime work (except for meal breaks) after his/her usual
time shall, provided he/she would ordinarily be required to take up duty at the
time fixed for the commencement of the next ordinary day's work, be entitled to
be absent until he/she has had eight consecutive hours off duty without
deduction of pay for ordinary time off duty occurring during such absence. In
the case of call outs this provision will only apply if the employee does not
have 8 consecutive hours off duty between normal finishing time and normal
starting time for the next rostered shift. Should this occur again immediately
after the second shift, the time off entitlement will rise to 10 hours. If, on the instruction of the Company, any
employee resumes work without having had the appropriate time off duty he/she
shall be paid at double time rates until relieved from duty to take such rest
period and he/she shall then be entitled to be absent until he/she has had the
entitled consecutive hours off duty, without deduction of pay for ordinary time
off duty occurring during such absence.
(e) Overtime will
not be paid except where it has been authorised by the Company. Overtime is not
payable when arranged between the employees themselves.
(f) Employees who
are rostered to work overtime and cannot attend must notify the Company prior
to the shift to allow alternate arrangements to be made.
(g) Shift workers
will not be paid overtime for the purpose of effecting the customary rotation
of shifts.
(h) For the
purposes of calculating overtime, each day shall stand alone.
12.2 Call Out
Employees who are called out after having completed
their day's work shall be paid for not less than four hours at the appropriate
overtime rate.
13. Holiday Leave
& Other Leave
Payment (to the amount which would ordinarily have been paid
had the day been a working day) shall be made for the following days or the
days upon which they are observed: New
Year's Day, Anniversary Day, Good Friday, Easter Monday, Anzac Day, Queen's
Birthday, Eight Hour Day, Christmas Day, Boxing Day, and any other day gazetted
or proclaimed as a public holiday within the State and observed in the locality
of the enterprise. One day per annum on
a date of mutual agreement between employees and the Company shall be a holiday
as the picnic day of the AWU, the AMWU
and the ETU.
Employees not required to work on the said Picnic Day shall be
paid for the holiday at the ordinary rates of pay prescribed in Clause (9), Pay
Rates of this Award.
No deduction shall be made from the wages of a weekly hand
for holidays not worked and if work is done on a holiday the employee shall be
paid at the rate of double time and a half for the time worked with a guarantee
of four hour's pay.
When an employee is absent from his/her employment on the
working day before or after a holiday without a doctor's certificate or without
the Company’s consent, the employee shall not be entitled to payment for such
holiday.
13.1 Long Service
Leave
See Long Service Act, 1955 as amended.
13.2 Annual Leave
See Annual Holidays Act, 1944.
13.3 Annual Leave
Loading
(a) In this Clause
the Annual Holidays Act, 1944, is referred to as "the Act".
(b) Before an
employee is given and takes his/her annual holiday, or where, by agreement
between the Company and the employee, the annual holiday is given and taken in
more than one separate period, then before each of such separate periods the
Company shall pay the employee a loading determined in accordance with this
clause.
(c) The loading is
payable in addition to the pay for the period of holiday given and taken due to
the employee under the Act and this Award.
(d) The loading is
the amount payable for the period or the separate period as the case may be at
the rate per week of 17.5 per cent of the appropriate ordinary weekly time rate
of pay prescribed by this Award for the classification in which the employee
was employed immediately before commencing his/her annual holiday together with
all purpose allowances where applicable.
(e) Employees who
take annual leave in advance shall be paid a pro rata amount of annual leave
loading as if the annual leave had fully accrued. Provided that, if the employee leaves his/her employment with the
Company for any reason prior to the period of the annual leave, loading that
was paid in advance shall be deducted by the Company from any monies owing to
the employee.
(f) Where, in
accordance with the Act, the Company’s establishment or part of it is
temporarily closed down for the purpose of giving an annual holiday or leave
without pay to the employees concerned: -
(i) An employee who
is entitled under the Act to an annual holiday and who is given and takes such
a holiday shall be paid the loading calculated in accordance with subclause (d)
of this Clause;
(ii) An employee
who is not entitled under the Act to an annual holiday and who is given and
takes leave without pay shall be paid in addition to the amount payable to
him/her under the Act, a pro rata amount for annual leave loading in proportion
to the accrued entitlement;
(g)
(i) When the
employment of an employee is terminated by the Company for a cause other than
misconduct and at the time of the termination the employee has not been given
and has not taken the whole of an annual holiday to which he/she became
entitled he/she shall be paid a loading calculated in accordance with subclause
(d) for the period not taken.
(ii) Except as
provided by paragraph (i) of this subclause, no loading is payable on the
termination of an employee's employment.
(h) This clause
extends to an employee who is given and takes an annual holiday and who would
have worked as a shift worker if he/she had not been on holiday provided that,
if the amount to which the employee would have been entitled by way of shift
work allowances and weekend penalty rates for the ordinary time (not including
time on a public or special holiday) which the employee would have worked
during the period of the holiday exceeds the loading calculated in accordance
with this Clause, then that amount shall be paid to the employee in lieu of the
loading.
13.4 Other Leave
(a) Bereavement
Leave
(i) An employee
shall, on the death within Australia of a wife, husband, father, mother,
mother-in-law, father-in-law, grandmother, grandfather, brother, sister, child
or stepchild be entitled on notice to leave, up to and including the day of the
funeral of such relation, and such leave shall be without deduction of pay for
a period not exceeding the number of hours worked by the employee in two
ordinary days of work. Proof of such
death shall be furnished by the employee to the satisfaction of the Company.
(ii) This Clause
shall have no operation while the period of leave under it coincides with any
other period of leave.
(iii) For the
purpose of this Clause the words "wife" and "husband" shall
include a person who lives with the employee as a de facto wife or husband.
(b) Jury Service
(i) An employee
required to attend for jury service during his/her ordinary working hours shall
be reimbursed by the Company an amount equal to the difference between the
amount paid in respect of his/her attendance for such jury service and the
amount of wage he/she would have received in respect of the ordinary time
he/she would have worked had he/she not been on jury service.
(ii) An employee
shall notify the Company as soon as possible of the date upon which he/she is
required to attend for jury service.
Further, the employee shall give the Company proof of his/her
attendance, the duration of such attendance and the amount received in respect
of such jury service.
(c) Compassionate and
Discretionary Leave
In circumstances where genuine need and hardship arises
an employee shall be entitled to request leave from the Plant Manager. Such leave could be with or without pay
depending on circumstances.
13.5 Sick Leave
(a) The parties commit
to reducing the incidence of sick leave and carer’s leave to a satisfactory
level, that being an average of five (5) days per annum per employee.
(b) Reasonable
paid sick leave will be available to any employee unable to attend and fulfil
nominated work requirements as a result of legitimate illness or injury.
(c) The Company
will approve for payment, reasonable and legitimate requests for sick leave but
reserves the right to:
require Doctor’s Certificates in instances of frequent
short duration and longer term illnesses;
refer an employee to an independent medical
practitioner at the Company’s expense;
limit the duration of paid sick leave where the leave
is assessed as unreasonable after considering all aspects of an employee’s
employment, including the history of
sick leave taken by an employee during the course of his or her employment and
the nature and cause of the illness or injury;
refuse paid sick leave where the illness or injury is a
result of misconduct or negligence.
(d) The employee
is to notify the Company of the inability to attend for duties, the nature of
the illness and incapacity and the estimated duration of the absence within 8
(eight) hours of the commencement of the absence.
(e) Breaches of
notification, failures to provide necessary medical evidence and unusual or
excessive taking of sick leave determined by Management shall be discussed
between the representatives of the Company, the employee and an official of the
relevant Union and the appropriate action determined.
(f) Employees are
not required to supply Doctor’s certificates for up to two (2) single days sick
leave per annum. An additional two
day’s sick leave shall be allowed without the production of a Doctor’s
certificate, however for these two days only the employee shall be required to
produce a statutory declaration stating the employee was unable to attend for
duty and declare the illness or injury. Any sick leave in excess of four (4)
days per annum must be substantiated with a Doctor’s certificate. All Doctor’s
certificates shall state the period of illness or injury and state the nature
of the illness or injury.
(g) An employee
shall not be entitled to paid leave of absence for any period in respect of
which he/she is entitled to worker’s compensation.
(h) Any dispute
about the application of this clause will be dealt with in accordance with
clause 15, Grievance Procedure, of this Award.
Leave Reserved
The parties agree that if there is not a reduction in
the incidence of sick leave taken to an average of five days per annum per
employee within the first and subsequent years of this Award, the Company may
apply to the Industrial Relations Commission to vary this clause to impose a
limit on the amount of sick leave that may be taken by an employee in a single
year.
13.6. Personal /
Carer's Leave
(a) Use of Sick
Leave
(i) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subclause (a)(iii)(b), who needs the employee's care and
support, shall be entitled to use, in accordance with this subclause, up to 5
days of accrued sick leave , provided for in clause 13.5 Sick Leave in each
year of service, for absences when the employee is genuinely required to
provide care and support for such persons when they are ill. Such leave may be taken.
(ii) 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.
(iii) The
entitlement to use sick leave in accordance with this subclause is subject to:
(a) the employee
being responsible for the care of the person concerned; and
(b) the person
concerned being:
(i) a spouse of
the employee; or
(ii) 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
(iii) a child or an
adult child (including an adopted child, a step child, a foster child or an ex-nuptial child), parent (including
a foster parent and legal guardian), grandparent, grandchild or sibling of the
employee or spouse or de facto spouse of the employee; or
(iv) a same sex
partner who lives with the employee as the defacto partner of that employee on
a bona fide domestic basis; or
(v) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
1. "relative"
means a person related by blood, marriage or affinity;
2. "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
3. "household"
means a family group living in the same domestic dwelling.
(iv) An employee
shall, wherever practicable, give the Company notice prior to the absence of
the intention to take leave, the name of the person requiring care and that
person's relationship to the employee, the reasons for taking such leave and
the estimated length of absence. If it
is not practicable for the employee to give prior notice of absence, the
employee shall notify the Company by telephone of such absence at the first
opportunity on the day of absence.
(b) Unpaid Leave
for Family Purpose
An employee may elect, with the consent of the Company,
to take unpaid leave for the purpose of providing care and support to a member
of a class of person set out in subclause (a)(iii)(b) who is ill.
(c) Annual Leave
(i) An employee
may elect with the consent of the Company, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(ii) Access to
annual leave, as prescribed in subclause (c)(i), shall be exclusive of any
shutdown period provided for elsewhere under this award.
(iii) 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.
(d) Time Off in
Lieu of Payment for Overtime
(i) An employee
may elect, with the consent of the Company, to take time off in lieu of payment
for overtime at a time or times agreed with the Company within 12 months of the
said election.
(ii) 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.
(iii) If, having
elected to take time as leave in accordance with subclause (d)(i), the leave is
not taken for whatever reason payment for time accrued at overtime rates shall be
made at the expiry of the 12 month period or on termination.
(iv) Where no
election is made in accordance with the said subclause (d)(i), the employee
shall be paid overtime rates in accordance with the award.
(e) Make-up Time
(i) An employee
may elect, with the consent of the Company, 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.
(ii) An employee
on shift work may elect, with the consent of the Company, 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.
(f) Rostered Days
Off
(i) An employee
may elect, with the consent of the Company, to take a rostered day off at any
time.
(ii) An employee
may elect, with the consent of the Company, to take rostered days off in part
day amounts.
(iii) An employee
may elect, with the consent of the Company, 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 Company and employee, or subject to reasonable notice by the
employee or the Company.
(iv) This subclause
is subject to the Company informing each union which is both party to the award
and which has members employed at the particular enterprise of its intention to
introduce an enterprise system of RDO flexibility, and providing a reasonable
opportunity for the union(s) to participate in negotiations.
14. Respirators,
Protective Clothing Etc.
14.1 Where
necessary, the Company shall provide free of charge, safety equipment and
protective clothing appropriate to the employee's duties. Such equipment shall be properly maintained
and used by the employee.
14.2 All equipment
issued in accordance with this Clause shall remain the property of the Company
and shall be returned to the Company on demand and in event of termination of
employment.
14.3 The Company
shall provide all employees with replacement items as necessary upon damage or
being worn out and return of the worn out article to the nominated Officer.
14.4 Upon the making
of this Award by the Industrial Relations Commission a one-off issue of four
pairs of socks per employee shall be made to each employee. Additional pairs are to be provided on a
genuine fair, wear and tear basis.
14.5 Upon the making
of this Award by the Industrial Relations Commission the Company shall provide
to each employee one leather belt which shall be worn by employees whilst
attending for duty.
15. Grievance
Procedure
The procedure for the resolution of industrial disputation
will be in accordance with section 14 of the Industrial Relations Act,
1996. These procedural steps are:
15.1 Procedure in
relation to a grievance of an individual employee:
(a) The employee
is required to notify (in writing or otherwise) the Company as to the substance
of the grievance, request a meeting with the Company for bilateral discussions
and state the remedy sought.
(b) A grievance
must initially be dealt with as close to the source as possible, with graduated
steps for further discussion and resolution at higher levels of authority.
(c) Reasonable
time limits must be allowed for discussion at each level of authority.
(d) At the
conclusion of this discussion, the Company must provide a response to the
employee's grievance, if the matter has not been resolved, including reasons
for not implementing any proposed remedy.
(e) While a
procedure is being followed, normal work must continue.
(f) The employee
may be represented by an industrial organisation of employees.
15.2 Procedure for a
dispute between the Company and the employee:
(a) A question,
dispute or difficulty must initially be dealt with as close to its source as
possible, with graduated steps for further discussion and resolution at higher
levels of authority.
(b) Reasonable
time levels must be allowed for discussion at each level of authority.
(c) While a
procedure is being followed, normal work must continue.
(d) In the event
of discussion failing to prevent or settle the dispute, either party may refer the
dispute to the Industrial Relations Commission of NSW to be dealt with in
accordance with the Industrial Relations Act 1996.
(e) The Company
may be represented by an industrial organisation of employers or other representative
and the employees may be represented by his or her Union or another
representative for the purpose of each procedure.
16. Disciplinary
Procedure
16.1 The following
disciplinary procedure shall be adhered to by the Company and the employees.
(a) Employees who
exhibit unsatisfactory performance or behaviour shall be counselled so that
they understand the standards expected of them and will be offered assistance
and guidance in achieving those standards.
(b) Confidential
written records of such counselling will be made. The employee will be shown the written record and will have the
opportunity of commenting on its contents either in writing or orally. The
record will only be placed on the employee's file where the employee has been
given the opportunity of responding to the record.
(c) Employees
whose performance or behaviour is unsatisfactory will be given adequate time to
demonstrate a willingness to improve.
If, at the end of this period, the employee shows no willingness to
improve in the opinion of the Company, then disciplinary action up to and
including dismissal may be taken.
(d) Nothing in the
procedure shall limit the right of the Company to summarily dismiss an employee
for serious and wilful misconduct.
(e) At all stages
of the disciplinary process the employee will be entitled to have another
available employee present as a witness if desired. The Union representative is entitled to be informed providing
employee confidentiality is not breached.
17. Training
17.1 Company Initiated
Training
(a) Employees may
undertake training and retraining as required by the Company.
(b) The Company
will pay all costs associated with such training whether it is formal,
internal, external or on the job.
(c) Time off
without loss of pay will be provided.
However, if external training extends beyond the normal hours of work
the employee shall make the time available and be paid at single time.
17.2 Employee
Initiated Training
(a) Employees planning
to undertake further training should discuss the matter with their Manager.
(b) The Company
will consider reimbursing part or all of the costs associated with the
training, provided that the training has relevance to the Company's current or
future needs.
(c) Where the
Company agrees to reimburse part or all of the costs associated with the
training the employee will be notified in writing.
(d) Reimbursement
for approved training will be made at the successful completion of each stage
of the course.
(e) Employees will
be required to submit a claim for payment accompanied by receipts.
(f) The Company
may approve any reasonable request for time off work without pay for attendance
at such training including examinations and study leave. Requests for time off with pay should
utilise any available Annual Leave.
18. Job Security and
Redundancy
18.1 The Company
guarantees for the term of this Award that no retrenchments of permanent
employees will occur because of improved efficiency and flexibility resulting
from this Award.
18.2 In cases where
redundancy is to be considered and to occur the following is to be implemented.
(a) Application
(i) This clause
shall apply in respect of full-time and part-time employees. This clause shall
not apply to casual employees or to employees who are engaged for a specific
period or a specific task.
(ii) Notwithstanding
anything contained elsewhere in this Award, this clause shall not apply to
employees with less than one year's continuous service, and the general
obligation on the Company shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
(iii) Notwithstanding
anything contained elsewhere in this Award, this clause shall not apply where
employment is terminated as a consequence of conduct that justifies instant
dismissal, including malingering, inefficiency or neglect of duty, or in the
case of casual employees, apprentices or employees engaged for a specific
period of time or for a specified task or tasks or where employment is
terminated due to the ordinary and customary turnover of labour.
(b) Introduction of
Change
(i) Employer's
duty to notify
(a) Where the
Company has made a definite decision to introduce major changes in production,
program, organisation, structure or technology that are likely to have
significant effects on employees, the Company shall notify the employees who
may be affected by the proposed changes and the Union to which they belong.
(b) "Significant
effects" include termination of employment, major changes in the operation
or size of the Company's workforce or in the skills required, the elimination
or diminution of job opportunities, promotion opportunities or job tenure, the
alteration of hours of work, the need for retraining or transfer of employees
to other work or locations and the restructuring of jobs.
Provided that where this Award makes provision for
alteration of any of the matters referred to herein, an alteration shall be
deemed not to have significant effect.
(ii) Employer's
duty to discuss change
(a) The Company
shall discuss with the employees affected and the union to which they belong,
inter alia, the introduction of the changes referred to in subclause (b)(i),
the effects the changes are likely to have on employees and measures to avert
or mitigate the adverse effects of such changes on employees, and shall give prompt
consideration to matters raised by the employees and/or the Union in relation
to the changes.
(b) The
discussions shall commence as early as possible after a definite decision has
been made by the Company to make the changes referred to in subclause (b)(i).
(c) For the
purpose of such discussions, the Company shall provide to the employees
concerned and the Union to which they belong all relevant information about the
changes, including the nature of the changes proposed, the expected effects of
the changes on employees and any other matters likely to affect employees,
provided that the Company shall not be required to disclose confidential
information the disclosure of which would adversely affect the Company.
(c) Redundancy -
Discussions before terminations
(i) Where the
Company has made a definite decision that it no longer wishes the job the
employee has been doing to be done by anyone pursuant to subclause (b)(i)(a)
and that decision may lead to the termination of employment, the Company shall hold
discussions with the employees directly affected and with the Union to which
they belong.
(ii) The
discussions shall take place as soon as is practicable after the Company has
made a definite decision which will invoke the provision of subclause (c)(i),
and shall cover, inter alia, any reasons for the proposed terminations,
measures to avoid or minimise the terminations and measures to mitigate any
adverse effects of any termination on the employees concerned.
(iii) For the
purpose of the discussion the Company shall, as soon as practicable, provide to
the employees concerned and the Union to which they belong all relevant
information about the proposed terminations, the number and categories of
employees likely to be affected, and the number of employees normally employed
and the period over which the terminations are likely to be carried out. Provided that the Company shall not be
required to disclose confidential information the disclosure of which would adversely
affect the Company.
(iv) The parties
agree that where redundancies are being considered, employees may express an
interest in being made redundant voluntarily. The parties further agree that
the Company is not obliged to offer a redundancy to an employee who expresses
such an interest.
(d) Termination of
Employment
(i) Notice for
changes in production, programme, organisation or structure. This subclause
sets out the notice provisions to be applied to terminations by the Company for
reasons arising from production, programme, organisation or structure, in
accordance with subclause (b)(i)(a), of this clause:
(a) In order to
terminate the employment of an employee, the Company shall give to the employee
the following notice:
Period of continuous service
|
Period of notice
|
Less than 1 year
|
1 week
|
1 year and less than 3 years
|
2 weeks
|
3 years and less than 5 years
|
3 weeks
|
5 years and over
|
4 weeks
|
(b) In addition to
the notice above, employees over 45 years of age at the time of the giving of
the notice, with not less than two years' continuous service, shall be entitled
to an additional week's notice.
(c) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be
terminated by part of the period of notice specified and part payment in lieu
thereof.
(ii) Notice for
technological change. -This subclause sets out the notice provisions to be
applied to terminations by the Company for reasons arising from technology in
accordance with subclause (b)(i)(a).
(a) In order to
terminate the employment of an employee, the Company shall give to the employee
three months' notice of termination.
(b) Payment in lieu
of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be
terminated by part of the period of notice specified and part payment in lieu
thereof.
(c) The period of
notice required by this subclause to be given shall be deemed to be service
with the Company for the purposes of the Long Service Leave Act 1955,
the Annual Holidays Act 1944, or any Act amending or replacing either of
these Acts.
(iii) Time off
during the notice period
(a) During the
period of notice of termination given by the Company, an employee shall be
allowed up to one day's time off without loss of pay during each week of
notice, to a maximum of five weeks, for the purpose of seeking other
employment.
(b) If the
employee has been allowed paid leave for more than one day during the notice
period for the purpose of seeking other employment the employee shall, at the
request of the Company, be required to produce proof of attendance at an
interview or the employee shall not receive payment for the time absent.
(iv) Employee
leaving during the notice period - If the employment of an employee is
terminated (other than for misconduct) before the notice period expires, the
employee shall be entitled to the same benefits and payments under this clause
to which the employee would have been entitled had the employee remained with
the Company until the expiry of such notice. Provided that in such
circumstances the employee shall not be entitled to payment in lieu of notice.
(v) Statement of
employment - The Company shall, upon
receipt of a request from an employee whose employment has been terminated,
provide to the employee a written statement specifying the period of the
employee's employment and the classification of or the type of work performed
by the employee.
(vi) Notice to
Centrelink - Where a decision has been made to terminate employees, the Company
shall notify Centrelink thereof as soon as possible, giving relevant
information, including the number and categories of the employees likely to be
affected and the period over which the terminations are intended to be carried
out.
(vii) Employment
Separation Certificate - The Company shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
Employment Separation Certificate in the form required.
(viii) Transfer to
lower-paid duties - Where an
employee is transferred to lower-paid duties for reasons set out in
subclause (b)(i), the employee shall be entitled to the same period of notice
of transfer as the employee would have been entitled to if the employee's
employment had been terminated, and the Company may, at the Company's option,
make payment in lieu thereof of an amount equal to the difference between the
former ordinary-time rate of pay and the new ordinary-time rates for the number
of weeks of notice still owing.
(e) Severance Pay
(i) Where an
employee is to be terminated pursuant to subclause (d), Termination of
Employment, of this clause, subject to further order of the Industrial
Relations Commission of New South Wales, the Company shall pay the employee the
following severance pay in respect of a continuous period of service:
(a) Where the
Employee is made redundant by the Company
Where the Employee is under 45 years of age, the
Company will pay in accordance with the following scale:
Years of service
|
Entitlement - Weeks Pay
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
4 weeks
|
2 years and less than 3 years
|
7 weeks
|
3 years and less than 4 years
|
10 weeks
|
4 years and less than 5 years
|
12 weeks
|
5 years and less than 6 years
|
14 weeks
|
6 years and over
|
16 weeks
|
Where the Employee is over 45 years of age, the Company
will pay in accordance with the following scale:
Years of service
|
Entitlement - Weeks Pay
|
Less than 1 year
|
Nil
|
1 year and less than 2 years
|
5 weeks
|
2 years and less than 3 years
|
8.75 weeks
|
3 years and less than 4 years
|
12.5 weeks
|
4 years and less than 5 years
|
15 weeks
|
5 years and less than 6 years
|
17.5 weeks
|
6 years and over
|
20 weeks
|
(b) Where the
employee volunteers for redundancy and as a consequence is made redundant by
the Company
If an employee is under 45 years of age, the Company
shall pay in accordance with the following scale:
Years of service
Entitlement
|
Under 45 Years of Age
|
Less than 1 year
|
3 weeks
|
1 year and less than 2 years
|
7weeks
|
2 years and less than 3 years
|
10 weeks
|
3 years and less than 4 years
|
13 weeks
|
4 years and less than 5 years
|
15 weeks
|
5 years and less than 6 years
|
17 weeks
|
6 years and less than 7 years
|
19 weeks
|
7 years and less than 8 years
|
20 weeks
|
8 years and less than 9 years
|
21 weeks
|
9 years and less than 10 years
|
22 weeks
|
10 years and less than 11 years
|
23 weeks
|
11 years and less than 12 years
|
24 weeks
|
12 years or more
|
25 weeks
|
Where an employee is 45 years of age or over, the
entitlement shall be in accordance with the following scale:
Years of Service
|
45 years of Age and Over
|
|
Entitlement
|
Less than 1 year
|
3 weeks
|
1 year and less than 2 years
|
8 weeks
|
2 years and less than 3 years
|
11.75 weeks
|
3 years and less than 4 years
|
15.5 weeks
|
4 years and less than 5 years
|
18 weeks
|
5 years and less than 6 years
|
20.5 weeks
|
6 years and less than 7 years
|
23.5 weeks
|
7 years and less than 8 years
|
24.5 weeks
|
8 years and less than 9 years
|
25.5 weeks
|
9 years and less than 10 years
|
26.5 weeks
|
10 years and less than 11 years
|
27.5 weeks
|
11 years and less than 12 years
|
28.5 weeks
|
12 years or more
|
29.5 weeks
|
(c) "Week's
pay" means the all-purpose rate for the employee concerned at the date of
termination and shall include, in addition to the ordinary rate of pay, overaward
payments, shift penalties and allowances paid in accordance with this award.
(ii) Incapacity to
pay - Subject to an application by the Company and further order of the
Industrial Relations Commission of New
South Wales, an employer may pay a lesser amount (or no amount) of severance
pay than that contained in paragraph (i) of this subclause.
The Commission shall have regard to such financial and
other resources of the Company concerned as the Commission thinks relevant, and
the probable effect paying the amount of severance pay in paragraph (i) of this
subclause, will have on the Company.
(iii) Alternative
employment - Subject to an application by the Company and further order of the
Commission, the Company may pay a lesser amount (or no amount) of severance pay
than that contained in paragraph (i) of this clause, if the Company obtains
acceptable alternative employment for an employee.
(f) Savings
Clause - Nothing in this Award shall be
construed so as to require the reduction or alteration of more advantageous
benefits or conditions which an employee may be entitled to under any existing
redundancy arrangement, taken as a whole, between the Unions and the Company.
19. Contract of
Employment
19.1
(a) Clause 19.2
applies to full time and part time permanent employees. Clause 19.2 does not apply to casual
employees. Clause 19.2 does not give an
employee engaged for a specified period of time or specified task a right to
notice of termination of employment or payment in lieu of the date that the
employee is to complete specified period or specified task.
(b) Permanent
employment shall be on a weekly basis.
19.2
(a) Permanent
employment shall be probationary for the first two months. Extension to this
time period may be considered by the Company in consultation with the
Union(s). Termination by either party
shall be one week's notice. If
employment ceases during the first twelve weeks for any reason, the Company may
deduct half the cost of the safety boots/clothing issued to the employee from
any monies owing to the employee.
(b) The Company
may terminate the employment of an employee by giving the employee the same
period of notice or payment in lieu for all or part of the notice period as set
out in 18(d)(i) of this Award.
This shall not limit the Company's right to dismiss an
employee without notice for refusal of duty, inefficiency, neglect of duty,
misconduct including breach of Company rules and in such cases the wages shall
be payable up to the time of dismissal.
(c) An employee
may terminate his or her employment by giving one week’s notice to the Company.
If the employee fails to give the required period of notice, the Company may
withhold monies due to the employee to a maximum amount equal to the employee’s
ordinary time rate of pay for one week
19.3
(a) Any employee
taking unauthorised absence from duty shall not be paid for the actual time of
such non-attendance and may be subject to further disciplinary action.
(b) The obligation
of the Company and employees to customers and their employees must be respected
by ensuring actions of the Company or employees do not adversely affect
customers.
20. Anti
Discrimination
20.1 It is the
intention of the parties bound by this award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace.
This includes discrimination on the grounds of race, sex, marital
status, disability, homosexuality, transgender identity age and carers
responsibility.
20.2 It follows that
in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfilment of
these obligations for the parties to make application to vary any provision of
the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
20.3 Under the Anti-Discrimination
Act, 1977 it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
20.4 Nothing in this
clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation.
(b) offering or
providing junior rates of pay to persons under 21 years of age.
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977.
(d) a party to
this award from pursuing matters of unlawful discrimination in any state or
federal jurisdiction.
20.5 This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
NOTES
(i) The Company
and employees may also be subject to Commonwealth anti-discrimination
legislation.
(ii) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
Nothing in the Act affects any other act or practice of
a body established to propagate religion that conforms to the doctrines of that
religion or is necessary to avoid injury to the religious susceptibilities of the
adherents of that religion.
21. Declaration
21.1 This Award has
been negotiated through extensive consultation between management, the Unions
and employees. The content of this
Award has been canvassed with all parties.
All parties are entering into this Award with full knowledge as to the
content and effect of the document.
21.2 The parties
declare that this Award:
(a) is not
contrary to public interest;
(b) is not unfair,
harsh or unconscionable;
(c) was at no
stage entered into under duress; and
(d) reflects the
interests and desires of the parties.
22. Future
Negotiations
Subject to clause 6.2, the parties agree to commence
negotiations for a new Award not less than six months before the nominal expiry
date of this Award.
23. No Extra Claims
Apart from commencing negotiations for a new Award to
replace this Award in accordance with clauses 22 and 6.2, neither the employees
or the Unions will demand, pursue, support or promote, by any means whatsoever,
any extra claims relating to benefits, conditions, obligations or matters
whether covered by this Award or not.
PART B
RATES AND ALLOWANCES
Table 1 - Rates of Pay
Base Hourly Rates
|
From first
|
From first
|
From first
|
|
full pay
|
full pay
|
full pay
|
Production and Maintenance Employees - Classification
|
period on
|
period on
|
period on
|
|
or after
|
or after
|
or after
|
|
21/7/05
|
21/7/06
|
21/7/07
|
|
$/Week
|
$/Week
|
$/Week
|
Level 11 - Electronics Tradesman
|
1,061.00
|
1,103.44
|
1,147.57
|
Level 10 -
Advanced Engineering Tradesperson II
|
1,024.95
|
1,065.95
|
1,108.58
|
(Maintenance. Planner)
|
|
|
|
Level 9 - Engineering Tradesperson Special Class II
|
950.88
|
988.91
|
1,028.46
|
Level 8 - Engineering Tradesperson Special Class I
|
878.00
|
913.12
|
949.64
|
Level 7 - Engineering Tradesperson II / Plant Electrician
|
841.92
|
875.60
|
910.62
|
Level 6 - Engineering Tradesperson I
|
805.30
|
837.51
|
871.01
|
Level 5 - Senior Plant Controller
|
805.30
|
837.51
|
871.01
|
Level 4 - Plant Controller
|
775.60
|
806.62
|
838.89
|
Level 3 - Operator
|
754.38
|
784.55
|
815.93
|
Level 2 - Operator
|
692.30
|
720.00
|
748.80
|
Level 1 - Entry Level Operator
|
623.34
|
648.27
|
674.20
|
Notes:
|
|
|
|
1. Hourly Rate
includes Tool Allowance Levels 5 and above.
|
|
|
|
2. Hourly Rate
includes First Aid Allowance where applicable.
|
|
|
|
3. Electricians Licence
to be added into hourly rate.
|
|
|
|
4. To progress
from level 2 to level 3 an existing Operator must:
|
|
|
|
a. Carry out quality sampling and testing for
his/her area of
|
|
|
|
work.
|
|
|
|
b. Carry out feed preparation at Moss Vale.
|
|
|
|
c. Be able to do basic milling circuit
stop/start/fault reading
|
|
|
|
at Bathurst.
|
|
|
|
5. To progress
from level 3 to level 4 an existing Operator must:
|
|
|
|
a. Carry out Quality Control and process
efficiency checks
|
|
|
|
on milling circuits.
|
|
|
|
b. Carry out higher level of routine minor
maintenance than
|
|
|
|
currently.
|
|
|
|
c. Perform quality assurance laboratory duties
as required.
|
|
|
|
6. To progress
from level 4 to level 5 an existing Operator must
|
|
|
|
obtain a Trade Qualification.
|
|
|
|
7. Tradesmen at
level 6 and above must be able to operate
|
|
|
|
milling circuits if so required.
|
|
|
|
Quarry Employees - Classification
|
From first
|
From first
|
From first
|
|
full pay
|
full pay
|
full pay
|
|
period on
|
period on
|
period on
|
|
or after
|
or after
|
or after
|
|
21/7/05
|
21/7/06
|
21/7/07
|
|
$/Week
|
$/Week
|
$/Week
|
Grade 1 - Quarry Worker
Grade 1 (Trainee)
|
588.50
|
612.04
|
636.52
|
Grade 2 - Quarry Worker
Grade 2 (Attendant)
|
621.50
|
646.36
|
672.21
|
Grade 3 - Quarry
Worker Grade 3 (Advanced
Attendant)
|
654.41
|
680.58
|
707.80
|
Grade 4 - Quarry Worker Grade 4 (Operator)
|
687.19
|
714.67
|
743.25
|
Grade 5 - Quarry Worker Grade 5 (Skilled Operator)
|
703.63
|
731.77
|
761.04
|
Grade 6 - Quarry Worker Grade 6 (Advanced Operator)
|
720.08
|
748.88
|
778.83
|
Grade 7 - Quarry Worker Grade 7 (Special Class Operator)
|
733.24
|
762.56
|
793.06
|
Table 2 -
Allowances
Allowance
|
From first
|
From first
|
From first
|
|
full pay
|
full pay
|
full pay
|
|
period on
|
period on
|
period on
|
|
or after
|
or after
|
or after
|
|
21/7/05
|
21/7/06
|
21/7/07
|
|
$
|
$
|
$
|
(a) Shift
Allowance
|
|
|
|
|
Day
|
11.18
|
11.64
|
12.12
|
|
Afternoon
|
22.33
|
23.26
|
24.23
|
|
Night
|
33.49
|
34.88
|
36.34
|
|
|
|
|
(b) Leading
Hand
|
|
|
|
|
Per 8 Hour shift
|
11.44
|
11.92
|
12.42
|
|
|
|
|
(c) First
Aid (to be included in hourly rate)
|
13.73
|
14.30
|
14.90
|
|
|
|
|
(d) Tool
Allowance (is included in hourly rate)
|
13.88
|
14.46
|
15.06
|
|
|
|
|
(e) Electricians
Licence (is included in hourly rate)
|
33.79
|
35.19
|
36.66
|
|
|
|
|
(f) Level
4 and 5 Laboratory Quality Assurance Allowance
|
20.00
|
20.80
|
21.63
|
(is included in hourly rate)
|
|
|
|
Appendix A
1. Classification
Structure - Production And Maintenance Employees
2. Classification
Structure - Quarry Employees
2.1 Quarry Workers
2.2 Definitions
2.3 Plant
Groupings
1. Classification
Structure - Production and Maintenance Employees
Level 11 - Electronics Tradesman
Level 10 - Advanced Engineering Tradesperson II
(Maintenance Planner)
Level 9 - Engineering Tradesperson Special Class II
Level 8 - Engineering Tradesperson Special Class I
Level 7 - Engineering Tradesperson II / Plant Electrician
Level 6 - Engineering Tradesperson I
Level 5 - Senior Plant Controller
Level 4 - Plant Controller
Level 3 - Operator
Level 2 - Operator
Level 1 - Entry Level Operator
Classification Descriptions - Production and Maintenance
Employees
Level 1 "Entry Level"
This employee is employed on probation for up to 2 months to
allow full assessment of his/her ability by the work team and management.
The Trainee Operator must achieve and demonstrate competency
in all aspects of the operation for which he/she is trained.
Core Requirements:
basic plant and safety knowledge;
bagging of product and bulk despatch;
automatic and manual palletising; and
obtaining Learners Permits for Fork Lift and Front End
Loader and undertake operation of this equipment.
On achieving competency in these Core Skills he/she will
progress to Level 2 - Operator.
Any employee who has difficulty in attaining progression to
Level 2 will be provided with special assistance to attempt to overcome
learning problems.
Level 2 "Operator"
Carry out any duties to the extent of his/her training and
ability. Primary duties will include
all aspects of product packaging and despatch.
Must finalise acquisition of Fork Lift and Front End Loader Tickets.
Obtain Overhead Crane Permit if appropriate. Will be required to acquire
Occupational Health and Safety Skills and carry out general duties.
Level 3 "Operator"
The primary workplace skills and activities which apply to
Level 3 - Operator are:
materials handling and feed preparation;
despatch of product;
general duties;
occupational health and safety;
communication and team skills;
problem solving, basic milling knowledge;
quality sampling and testing;
on-line minor maintenance;
other duties for which he/she may be qualified; and
obtain mobile crane permit if appropriate.
Level 4 "Plant Controller"
Carry out any duties to the extent of his/her training and
ability. Primary duties will include
control and operation and production maintenance of Milling Systems.
production process (milling);
optimise process milling efficiency;
production quality control;
duties in the laboratory for which the employee has
been trained and
other duties for which he/she may be qualified.
Level 5 "Senior Plant Controller"
A Plant Controller who has obtained a Company recognised
qualification (equivalent to Trade Qualification) and can competently carry out
work at a high level in production and including team leader. Would need to exercise all the above skills.
Senior Plant Controller would be called upon to carry out higher level repairs
which they are qualified to do. (Trades Based Entry Level).
Level 6 "Engineering Tradesperson Level 1"
Engineering Tradesperson Level 1
An Engineering Tradesperson Level I is an employee who holds
a Trade Certificate or Tradespersons Rights Certificate as an:
(i) Engineering
Tradesperson (electrical/electronic) Level I;
(ii) Engineering
Tradesperson (mechanical) Level I;
(iii) Engineering
Tradesperson (fabrication) Level 1;
and is able to exercise the skills and knowledge of that
trade.
An Engineering Tradesperson Level I.
1. Understands
and applies quality control techniques;
2. Exercises
good interpersonal skills and communication skills;
3. Exercises
keyboard skills at a higher level than lower grades;
4. Exercises
discretion within the scope of this grade;
5. Performs work
under limited supervision either individually or in a team environment;
6. Operates all
lifting equipment incidental to his/her work;
7. Performs
non-trade tasks incidental to his/her work;
8. Performs work
which while primarily involving the skills of the employee's trade is
incidental or peripheral to the primary task and facilitates the completion of
the whole task. Such incidental or peripheral work would not require additional
formal technical training;
9. Able to
inspect products and/or materials for conformity with established operational
standards;
10. Can operate
limestone production processes to test run, fault restart and familiarise with
the production process.
Level 7 "Engineering Tradesperson Level II"
Engineering Tradesperson Level II
An Engineering Tradesperson Level II is an:
(i) Engineering
Tradesperson (electrical/electronic) Level II;
(ii) Engineering
Tradesperson (mechanical) Level II; or
(iii) Engineering
Tradesperson (fabrication) Level II;
Who has completed the following training requirement:
(i) 33% of the
modules towards and appropriate Post Trade Certificate;
(ii) or has completed
equivalent modules of Company nominated training.
An Engineering Tradesperson Level II works above and beyond
an Engineering Tradesperson Level 1 and to the level of their training;
1. Exercises the
skills attained through satisfactory completion of the training prescribed for
this classification subject to the standards prescribed by Appendix X of this
Award.
2. Exercises the
discretion within the scope of this grade.
3. Works under
general supervision either individually or in a team environment.
4. Understands
and implements quality control techniques.
5. Provide trade
guidance and assistance as part of a work team.
6. Exercises
trade skills relevant to the specific requirements of the enterprise at a level
higher than Level 6.
Tasks which employees at this level may perform are subject
to the employees having the appropriate Trade and Post Trade Training to enable
them to perform particular tasks.
Level 8 "Engineering Tradesperson Special Class I"
A Special Class Engineering Tradesperson Level I means a:
(i) Special Class
Engineering Tradesperson (electrical/electronic) Level I; or
(ii) Special Class
Engineering Tradesperson (mechanical) Level 1; or
(iii) Special Class
Engineering Tradesperson (fabrication) Level 1;
who has completed the following training requirement:
(i) 66% of the
modules towards an appropriate Post Trade Certificates;
(ii) or has
completed equivalent modules of Company nominated training.
A Special Class Engineering Tradesperson Level I:
1. Exercises the
skills attained through satisfactory completion of the training prescribed for
this classification.
2. Provides
trade guidance and assistance as part of a work team.
3. Assists in
the provision of training in conjunction with supervisors and trainers.
4. Understands
and implements quality control techniques.
5. Work under
limited supervision either individually or in a team environment.
6. Exercises
trade skills relevant to the specific requirements of the enterprise at a level
higher than level 7.
The following indicative tasks which an employee at
this level may perform are subject to the employee having appropriate Trade and
Post Trade Training to enable the employee to perform the particular indicative
tasks.
(a) Exercises high
precision trade skills using various materials and/or specialised techniques;
(b) Performs
operations on a CAD/CAM terminal in the performance of routine modifications to
NC/CNC programs.
(c) Installs, repairs
and maintains, tests, modifies, commissions and or fault finds on complex
machinery and equipment which utilises hydraulic and or pneumatic principles
and in the course of such work is required to read and understand hydraulic and
pneumatic circuitry which controls fluid power systems.
(d) Works on
complex or intricate circuitry which involves examining, diagnosing and
modifying systems comprising interconnected circuits.
Level 9 " Engineering Tradesperson Special Class
II"
A Special Class Engineering Tradesperson level II means a:
(i) Special Class
Engineering Tradesperson (electrical/electronic) Level II; or
(ii) Special Class
Engineering Tradesperson (mechanical) Level II; or
(iii) Special Class
Engineering Tradesperson (fabrication) Level II.
who has completed the following training requirement:
(i) An
appropriate Post Trade Certificate;
(ii) or has
completed equivalent modules of Company nominated training.
An Engineering Tradesperson Special Class Level II:
1. Exercises the
skills attained through satisfactory completion of the training prescribed for
this classification.
2. Is able to
provide trade guidance and assistance as part of a work team.
3. Provides
training in conjunction with supervisors and trainers.
4. Understands and
implements quality control techniques.
5. Works under
limited supervision either individually or in a team.
6. Exercises
trade skills relevant to the specific requirements of the enterprise at a level
higher than level 8.
The following indicative tasks which an employee at
this level may perform are subject to the employee having appropriate Trade and
Post Trade Training to enable the employee to perform the particular indicative
tasks:
(a) Works on
machines or equipment which utilise complex mechanical, hydraulic and/or
pneumatic circuitry and controls or a combination thereof.
(b) Works on
machines or equipment which utilise complex electrical/electronic circuitry and
controls.
(c) Works on
instruments which make up a complex control system which utilises some
combination of electrical/electronic,
mechanical or fluid power principles.
(d) Applies
advanced computer numerical control techniques in machining or cutting or
welding or fabrication.
(e) Exercises
intermediate CAD/CAM skills in the performance of routine modifications to
programs.
(f) Works on
complex or intricate interconnected electrical circuits at a level above level
8.
(g) Works on
complex radio/communication equipment.
Level 10
"Advanced Engineering Tradesperson Level II (Maintenance
Planner)"
An Advanced Engineering Tradesperson Level II means an;
(i) Advanced
Engineering Tradesperson (electrical/electronic) Level II;
(ii) Advanced
Engineering Tradesperson (mechanical) Level II; or
(iii) Advanced Engineering
Tradesperson (fabrication) Level II.
who has completed:
(i) Advanced
Certificate; or
(ii) has completed
equivalent modules of Company nominated training.
An Advanced Engineering Tradesperson Level II works above
and beyond a tradesperson at level 9 and to the level of his/her training and:
1. Provides
technical guidance within the scope of this level.
2. Prepares
reports of a technical nature on specific tasks or assignments as directed or
within the scope of discretion at this level.
3. Has an
overall knowledge and understanding of the operating principles of the systems
and equipment on which the tradesperson is required to carry out his/her task.
4. Assists in
the provision of on the job training in conjunction with supervisors and trainers.
5. Exercises
trade skills relevant to the specific requirements of the enterprise at a level
higher than level 9.
The following indicative tasks which an employee at
this level may perform are subject to the employee having appropriate trade and
post-trade training to enable the employee to perform the particular indicative
tasks:
(a) Through a
systems approach is able to exercise high level diagnostic skills on complex
forms of machinery, equipment and instruments which utilise some combination of
electrical, electronic, mechanical or fluid power principles.
(b) Set up,
commission, maintain and operate sophisticated maintenance, production and test
equipment and/or systems involving the application of computer operating skills
at a higher level than Advanced Engineering Tradesperson Level I.
(c) Works on
various forms of machinery and equipment electronically controlled by complex
digital and/or analogue control systems using integrated circuitry.
(d) Works on complex
electronics or instruments or communications equipment or control systems which
utilise electronic principles and
electronic circuitry containing complex analogue and/or digital control
systems using integrated circuitry.
Level 11 "Electronics Tradesman"
Electronics Tradesman means an electrical tradesman who is
engaged in applying his knowledge and skills to the task of installing,
repairing, maintaining, servicing, modifying, commissioning, testing, fault
finding and diagnosing of various forms of machinery and equipment which are
electronically controlled by complex digital and/or analogue control systems
utilising integrated circuitry. The application of this skill and knowledge
would require an overall understanding of the operating principles of the
systems and equipment on which the tradesman is required to carry out his
tasks.
To be classified as an electronics tradesman, a tradesman
must have at least three years on the job experience as a tradesman in
electronic systems utilising integrated circuits and in addition must have
satisfactorily completed a post trades course in electronics equivalent to a
least two years' part time study.
In addition, to be classified as an electronics tradesman, a
tradesman must be capable of:
(a) Maintaining
and repairing multi-function printed circuitry using circuit diagrams and test
equipment;
(b) Working under
minimum supervision and technical guidance;
(c) Providing
technical guidance within the scope of the work described in this definition;
(d) Preparing
reports of a technical nature on specific tasks or assignments as directed and
within the scope of the work described in this definition;
(e) Carrying out
duties and responsibilities of a Level 10 employee.
2. Classification
Structure - Quarry Employees
Grade 1
|
Quarry Worker Grade 1
|
(Trainee)
|
Grade 2
|
Quarry Worker Grade 2
|
(Attendant)
|
Grade 3
|
Quarry Worker Grade 3
|
(Advanced Attendant)
|
Grade 4
|
Quarry Worker Grade 4
|
(Operator)
|
Grade 5
|
Quarry Worker Grade 5
|
(Skilled Operator)
|
Grade 6
|
Quarry Worker Grade 6
|
(Advanced Operator)
|
Grade 7
|
Quarry Worker Grade 7
|
(Special Class Operator)
|
2.1 Classification
Descriptions - Quarry Workers
Quarry Worker
Grade 1 (Trainee)
A Quarry Worker Grade 1 (Trainee) is an employee who,
upon entering the production workforce of the quarry, will undertake up to
three months of induction and skills training.
This training will include
information on the enterprise, conditions of employment, introduction to quarry
personnel, training and career opportunities, quarry layout, work and
documentation procedures and specific occupational health and safety equipment
appreciation and quality control training.
Duties - Indicative of the tasks an employee at this
level may perform are the following:
general labouring;
cleaning;
higher grade tasks for training purposes.
Responsibility - An employee at this level will perform
routine tasks, using minimal judgement, under direct supervision, to the level
of their skill and training.
Qualification - The qualification required for an entry
by the employee will be determined by the
employer. Basic literacy and numeracy skills will be desirable. Use and
understanding of English is also desirable.
Training - An employee at this level will be provided
with a period of up to 3 months of structured induction and skills training in
order to competently perform the duties of a Quarry Worker Grade 2.
Progression - An employee may progress from Grade 1 to
higher grades after 3 months service and on being able to competently perform
the duties at a higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
no comparable old classification.
Quarry Worker
Grade 2 (Attendant)
A Quarry Worker Grade 2 (Attendant) has successfully completed up to three months
structured training so as to enable the
employee to perform competently the work within the scope of this level.
Duties - Indicative of the tasks an employee at this level may perform are the following:
attend to, maintain and service fixed and mobile plant;
assist with the
repair and maintenance of fixed and mobile plant;
apply basic quality control and assurance procedures;
use Class 1 motor vehicles;
maintain simple records; and
higher grade tasks for training purposes.
Responsibility - An employee at this level works under
direct supervision, either individually or in a team environment.
Qualification - A Quarry Worker Grade 2 will have
successfully completed the entry level induction and skills training and have
demonstrated competence in performing the duties at this level.
Training - An employee at this level may be provided
with structured training to allow him/her to perform the wider range of duties
at this level.
An employee may also, over time, be provided with a structured program of training that will
allow him/her to competently perform work at higher grades.
Progression - An employee may progress to a higher
grade on the basis of being able to
competently perform the skills to work at the higher grade and on being
selected for a position when a position at that level becomes available.
When accredited competency-based training and
assessment becomes available for higher grades, successful completion of this
training and assessment will be required for progression to a higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
Labourer, Pick and Shovel;
Driver, Motor Vehicle Class 1;
Fixed Plant Attendant.
Quarry Worker
Grade 3 (Advanced Attendant)
A Quarry Worker Grade 3 (Advanced Attendant) has
demonstrated competency and is required to undertake work at this level.
Duties - Indicative of the tasks an employee at this
level may perform are the following:
operate at least one item of Group A plant;
maintain quarry plant and equipment;
carry out basic product sampling and quality testing;
operate a weighbridge;
carry out clerical tasks and maintain simple records;
receive, issue and maintain quarry stores;
assist in on-the-job training; and
higher grade tasks for training purposes.
Responsibility - An employee at this level will be
responsible for the quality of their own work, subject to routine supervision,
and exercise discretion to the level of their skill and training.
Qualification - A Quarry Worker Grade 3 will have
successfully completed the entry level induction and skills training and have
demonstrated competence in performing the duties at this level.
When accredited competency-based training and
assessment becomes available for Grade 3 occupations, successful completion of
this training and assessment will be a required qualification for this grade.
Training - An employee at this level may be provided
with structured training to allow him/her to perform the wider range of duties
at this level.
An employee may also, over time, be provided with a structured
program of training that will allow them to competently perform work at higher
grades.
Progression - An employee may progress to a higher
grade on the basis of being able to competently perform the skills to work at
the higher grade and on being selected for a position when a position at that
level becomes available.
When accredited competency-based training and
assessment becomes available for higher grades, successful completion of this
training and assessment will be required for progression to a higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
Driver Motor Vehicle Class 3A;
Driver Motor Vehicle Class 3B;
Control Room Operator C;
Weighbridge Operator B;
Storeperson.
Quarry Worker Grade 4 (Operator)
A Quarry Worker Grade 4 (Operator) has demonstrated
competency and is required to undertake work at this level.
Duties - Indicative of the tasks an employee at this
level may perform are the following:
fault find problems and make adjustments to plant;
understand and interpret quality assurance procedures
and perform analytical tests and
ascertain conformity;
operate at least one item of Group B plant;
operate a weighbridge and allocate trucks;
assist in on-the-job training; and
higher grade tasks for training purposes.
Responsibility - An employee at this level will be
responsible for the quality of their work, subject to routine supervision, and
exercise discretion to the level of their skill and training.
Qualification - A Quarry Worker Grade 4 will have
successfully completed the entry level induction and skills training and have
demonstrated competence in performing the duties at this level.
When accredited competency-based training and assessment
becomes available for Grade 4 occupations, successful completion of this
training and assessment will be a required qualification for this grade.
Training - An employee at this level may be provided
with structured training to allow him/her to perform the wider range of duties
at this level.
An employee may also, over time, be provided with a
structured program of training that will allow
them to competently perform work
at higher grades.
Progression - An employee may progress to a higher
grade on the basis of being able to competently perform the skills to work at
the higher grade and on being selected for a position when a position at that
level becomes available.
When accredited competency-based training and
assessment becomes available for higher grades, successful completion of this
training and assessment will be required for progression to the higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
Operator Remote Control - B;
Operator Tractor
<70 bhp;
Operator Mobile Crane 5-10t;
Operator Tractor 70-130 bhp;
Operator Mobile Crane 10-20t;
Operator Weighbridge - A;
Operator Tractor 130-295 bhp;
Operator Cutter Suction Dredge.
Quarry Worker Grade 5 (Skilled Operator)
A Quarry Worker Grade 5 (Skilled Operator) has
demonstrated competency and is required to undertake work at this level.
Duties - Indicative of the tasks an employee at this
level may perform are the following:
Carry out routine mechanical repairs;
fault find problems and make adjustments to plant;
operate at least one item of Group C plant;
operate multiple weighbridges and carry out
computerised allocation of trucks;
higher grade tasks for training purposes.
Responsibility - An employee at this level will be
responsible for the quality of their work, subject to routine supervision, and exercise discretion to the
level of their skill and training.
Qualification - A Quarry Worker Grade 5 will have
successfully completed the entry level induction and skills training and have
demonstrated competence in performing the duties at this level.
When accredited competency-based training and
assessment becomes available for Grade 5 occupations, successful completion of
this training and assessment will be a required qualification for this grade.
Training - An employee at this level may be provided
with structured training to allow him/her to perform the wider range of duties
at this level.
An employee may also, over time, be provided with a
structured program of training that will allow them to competently perform work
at higher grades.
Progression - An employee may progress to a higher
grade on the basis of being able to competently perform the skills to work at
the higher grade and on being selected for a position when a position at that
level becomes available.
When accredited competency-based training and
assessment becomes available for higher
grades, successful completion of this training and assessment will be
required for progression to the higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
Operator Remote Control - A;
Operator Navvy 0.6 - 1.5m;
Operator Dumper 12-15t;
Operator Tractor
> 295 bhp @ wf;
Operator Dumper 15-20 t;
Operator Pneumatic Drill <750 cfm;
Operator Hydraulic Drill <95 kW;
Transport Clerk Special Class;
Operator Dumper 20-25t;
Operator Navvy 1.5-3.0m.
Quarry Worker Grade 6 (Advanced Operator)
A Quarry Worker
Grade 6 (Advanced Operator) has demonstrated competency and is required
to undertake work at this level.
Duties - Indicative of the tasks an employee at this
level may perform are the following:
operate at least one item of Group D plant;
supervise, plan and control clerical and weighbridge
operations;
prepare and initiate quarry blasts;
higher grade tasks for training purposes.
Responsibility - An employee at this level will be
responsible for the quality of their work, subject to routine supervision, and
exercise discretion to the level of their skill and training.
Qualification - A Quarry Worker Grade 6 will have
successfully completed the entry level induction and skills training and have
demonstrated competence in performing the duties at this level.
When accredited competency-based training and
assessment becomes available for Grade 6 occupations, successful completion of
this training and assessment will be a required qualification for this grade.
Training - An employee at this level may be provided
with structured training to allow him/her to perform the wider range of duties
at this level.
An employee may also, over time, be provided with a
structured program of training that will allow them to competently perform work
at higher grades.
Progression - An employee may progress to a higher
grade on the basis of being able to competently perform the skills to work at
the higher grade and on being selected for a position when a position at that
level becomes available.
When accredited competency-based training and
assessment becomes available for higher grades, successful completion of this training and assessment will be
required for progression to the higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
Operator Tractor 295-600 bhp;
Operator Tractor 450-600 bhp;
Operator Dumper 25-30t;
Tradesperson;
Shot Firer;
Operator Hydraulic Drill 95+kW;
Operator Dumper 30-50t;
Supervisor Clerk;
Operator Dumper 50-75t.
Quarry Worker Grade 7 (Special Class Operator)
A Quarry Worker Grade 7 (Special Class Operator) has
demonstrated competency and is required to undertake work at this level.
Duties - Indicative of the tasks an employee at this
level may perform are the following:
operate at least one item of Group E plant;
Responsibility - An employee at this level will be
responsible for the quality of their work, subject to routine supervision, and
exercise discretion to the level of their skill and training.
Qualification - A Quarry Worker Grade 7 will have
successfully completed the entry level induction and skills training and have
demonstrated competence in performing the duties at this level.
When accredited competency-based training and
assessment becomes available for Grade 7 occupations, successful completion of
this training and assessment will be a required qualification for this grade.
Training - An employee at this level may be provided
with structured training to allow him/her to perform the wider range of duties
at this level.
An employee may also, over time, be provided with a
structured program of training that will allow them to competently perform work at higher grades.
Progression - An employee may progress to a higher
grade on the basis of being able to competently perform the skills to work at
the higher grade and on being selected for a position when a position at that
level becomes available.
When accredited competency-based training and assessment
becomes available for higher grades, successful completion of this training and
assessment will be required for progression to the higher grade.
Translation from Old Structure to New - Old
classifications that are to be translated to this grade include:
Operator Tractor > 600 bhp;
Operator Navvy 3.0-5.3m;
Operator Dumper >75t;
Operator Navvy > 5.3m.
2.3 Plant
Groupings
For the purposes of the classification definitions, the
"Plant Groupings" are:
(a) Group A -
Simple Processing Plant;
Motor Vehicle Class 3A and 3B.
(b) Group B -
Wheel and Tracked Loaders up to and including 220 kW;
Tracked Dozers up to and including 220 kW;
Motor Graders;
Mobile Cranes;
Dredges;
Complex fixed or portable processing plant.
(c) Group C -
Excavator up to and including 3.0 m3;
Face Shovel up to and including 3.0 m3;
Dragline up to and including 3.0 m3;
Dump Truck over 12 t and up to and including 25 t
capacity;
Motor Scraper
over 12 t and up to and including 25 t capacity;
Off Highway Water Carts;
Wheel or Tracked Loader over 220 kW and up to and including 450 kW (not employed
at a hard rock face);
Tracked Dozer over 220 kW and up to and including
450 kW (not employed at a hard rock face);
Air Drill;
Hydraulic Drill up to and including 95 kW;
Sophisticated, computer managed processing plant.
(d) Group D -
Wheel and Tracked Loaders over 220 kW and up to and
including 450 kW (employed at a hard rock face);
Tracked Dozer over
220 kW and up to and including 450 kW (employed at a hard rock face);
Dump Truck over 25 t and up to and including 75 t
capacity;
Motor Scraper
over 25 t and up to and including 75 t capacity;
Hydraulic Drill over 95 kW.
(e) Group E -
Excavators over 3.0 m3;
Face Shovels over 3.0 m3;
Dragline over 3.0 m3;
Dump Truck over 75 t capacity;
Wheel Loaders over 450 kW;
Tracked Dozers over 450 kW.
P. J. SAMS D.P.
____________________
Printed by
the authority of the Industrial Registrar.