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New South Wales Industrial Relations Commission
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MULTISERV PTY LTD NSW INDUSTRIAL RELATIONS AWARD
  
Date08/25/2006
Volume360
Part4
Page No.671
DescriptionAIRC - Award of Industrial Relations Commission
Publication No.C4808
CategoryAward
Award Code 1664  
Date Posted08/24/2006

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BEFORE THE INDUSTRIAL RELATIONS COMMISSION

(1664)

SERIAL C4808

 

MultiServ Pty Ltd NSW Industrial Relations Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Application by The Australian Workers' Union, New South Wales, Industrial Organisation of Employees.

 

(No. IRC 907 of 2006)

 

Before Mr Deputy President Grayson

27 February 2006

 

AWARD

 

Arrangement

 

Clause No. Subject Matter

 

1. Introduction

1.1 Title

1.2 Purpose

1.3 Duress

1.4 Commencement and Term of the Award

2. Employment Conditions

2.1 Contract of Employment

2.2 Employment Selection

2.3 Letter of Appointment

2.4 Team Leader Selection

2.5 Part Time Employees

2.6 Casual/Fixed Term Employees

2.7 Un-apprenticed Junior Labour

2.8 Payment of Wages

2.9 Clothing Issue

2.10 Requirement to Work in Accordance with the needs of the Business

2.11 Security of Employment

2.12 Income Protection

3. Hours of Work

3.1 Ordinary Working Hours

3.2 Overtime

3.3 Day Work and Meal Break

3.4 Shift Work and Crib Break

3.5 Transfer between Day Work, Shift Work and Rosters

3.6 Night Work

3.7 12 Hour Shift Conditions

4. Rates of Pay

4.1 Wages and Classifications

4.2 Shift Work Allowances

4.3 Meal Allowances

4.4 Tool Allowance

4.5 Superannuation

4.6 Bonus Payments

4.7 Team Leader Allowance

4.8 Training Payments

5. Leave

5.1 Annual Leave and Loading

5.2 Public Holidays

5.3 Days Added to the Period of Annual Leave or Long Service Leave

5.4 Long Service Leave

5.5 Parental Leave

5.6 Sick Leave

5.7 Compassionate Leave

5.8 Community Service

6. Disciplinary Policy

7. Training and flexibility

7.1 Training Provisions

7.2 Appraisals

8. Occupational Health & Safety

9. Continuity of Production and Procedure for Resolving Issues and differences

10. Essential Services Dispensation

11. Site Employee Representative

12. No Extra Claims

13. Appendices

 

Appendix 1 - Offer of Employment

Appendix 2 - Repairperson Relevant Qualifications that apply to this Award

Appendix 3 - Rates of Pay

Appendix 4 - Pay Allowances

 

1. Introduction

 

1.1 Title

 

This award shall be known as the MultiServ Pty Ltd NSW Industrial Relations Award.

 

1.2 Purpose

 

The purpose of this award is to regulate the conditions of employment and to describe the enterprise agreements which will exist between MultiServ Proprietary Limited ("the Company") and the AWU/TWU New South Wales ("the Union") at its operations located within the BlueScope Steel Port Kembla Steelworks, Port Kembla.

 

This award shall apply to employees of MultiServ Proprietary Limited at Port Kembla in the classifications contained herein.

 

MultiServ Pty Ltd, a specialised Metallurgical Services Company, consistently strives to perfect its cost-competitive materials handling solutions to its customers. This is achieved through professional and skilled Employees who ensure a safe and rewarding workplace in order to maximise growth and profits.

 

It will be the objective of the parties to create a work environment at the MultiServ operations which will encourage and support a highly skilled, committed and fully flexible workforce, based on team work and employee development as priorities in achieving the success of the business and a positive direction for the future. Changes needed to achieve best business practice and client satisfaction will be discussed and negotiated by consultation with employees.

 

1.3 Duress

 

This Award has not been entered into under duress from any parties associated with it.

 

1.4 Commencement And Term Of The Award

 

The Award shall come into force from 27 February 2006, and shall apply for a period of two (2) years from that date. There shall be an automatic extension of the term for one (1) more year, unless either party expresses its written desire to terminate the agreement at the end of two (2) years within three (3) months of the termination. The parties agree that negotiations on a new Award will be initiated within six (6) months of the termination of this Award.

 

The Award shall rescind and replace the terms and conditions of employment regulated by all other and previous Awards and Agreements.

 

This award rescinds and replaces the New South Wales MetServ Pty Limited Industrial Relations Award published 29 August 2003 (341 I.G. 230).

 

2. Employment Conditions

 

2.1 Contract Of Employment

 

(i) Employment shall be on a weekly basis

 

(ii) Permanent employment of new employees shall be for a probationary period of thirteen weeks service. Should it be decided that the performance is unsatisfactory, then following discussions with a union representative, the employment of the probationary employee may be terminated on completion of the thirteen week trial. Management will always have the right to terminate an employee for serious breach of rules or policies in consultation with the relevant Team.

 

(iii) Subject to Company Disciplinary Procedures, Section 6, employment shall be terminated by a weeks notice on either side, given at any time during the week, or by the payment or forfeiture of a week’s wages, as the case may be. Where an employee has been given notice by the Company, he shall, upon request, be granted leave or absence without pay for one day or shift during the period of notice in order to look for alternative employment.

 

(iv) 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.

 

(v) The obligations 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.

 

2.2 Employment Selection

 

New Employees

 

Job applicants will be interviewed by a panel consisting of the designated Area Manager and Shift Team Leader where the vacancy exists. The interview and selection process will follow strict Job Specific Criteria Guidelines to ensure the most suitable candidate is selected for the position. The Selection Panel will make recommendations to the Site General Manager for the appointment of the selected candidate. The Site General Manager must authorise this appointment before the position can be declared as filled. All issues from General Manager against selection will be advised. Probation review criteria will apply. On the job appraisals will involve all parties.

 

Internal Vacancy

 

Job applicants will be interviewed by a panel consisting of the designated Area Manager and Shift Team Leader where the vacancy exists. The interview and selection process will follow strict Job Specification and selection guidelines to ensure the most suitable candidate is identified for the position. The Shift Team will be advised of all job applicants, however the selection panel will make recommendations of their preferred applicant based on the selection criteria and needs of the business. The majority of Shift Team members must agree on an applicant before the position can be declared as filled.

 

It is the policy of the Company to ensure that no person is engaged for any task for which they are not suited. This is to be achieved by the following Pre-Employment Selection Process:

 

(a) Definition of the tasks to be performed and the requisite skill requirements;

 

(b) Pre-selection of prospective applicants to be interviewed following their completion of the MultiServ Application form;

 

(c) Interviewing and selection of applicants will follow the External Recruitment process as defined in Company Procedures;

 

(d) Checking of Employment Application for any previous injuries and references with previous employer(s);

 

(e) Pre-employment medical examination in accordance with the Company Policy to include a D & A test to BSL requirements

 

(f) Pre-employment aptitude and skill tests as required by the Company.

 

(g) Pre-employment and interview process to physically confirm reference checks.

 

(h) The team personnel selection process is described in Company policies.

 

2.3 Letter Of Appointment

 

(a) Prior to joining the Company, each successful applicant will receive a letter "Offer of Employment"’ as per Appendix 1 setting out the Conditions of Employment.

 

(b) Upon agreement of the conditions and requirements of employment, indicated by signature of the applicant on the Offer of Employment and return to the Company, and on completion of a satisfactory Medical Examination and satisfactory references the prospective candidate will be appointed.

 

2.4 Team Leader Selection

 

Team Leaders are to be selected by the Teams from employees who have attained or who have demonstrated the ability to attain Level E. The Team’s choice will be confirmed by Site Management following consultation with the Team if there are any issues to be discussed.

 

The selection of Team Leaders capable to represent the Company when dealing with BlueScope Steel and other parties and to control Team activities to maintain an efficient workplace, is vital the Company’s success.

 

There will be no more than one Team Leader and one Team Leader relief per shift group.

 

If a Team wishes to deselect a Team leader the case for de-selection will be put to the General Manager for approval or otherwise. Such approval shall not be reasonably withheld. If the Team is of the majority opinion that that approval has been unreasonable withheld, the Team may appeal the decision assisted by the Union.

 

2.5 Part Time Employment

 

Part time employees may be engaged to the needs of the business on an ongoing basis for a period of between 15 hours per week but less than 38 hours per week. Part-time employees will be eligible for the entitlements provided in this Award on a pro rata basis. If work practices are to be substantially changed due to this practice, there shall be consultation between parties.

 

2.6 Casual/Fixed Term Employees

 

Selection Criteria & Process (refer Clause 2.2 Employment Section)

 

(i) Casual employees may be employed from time to time to satisfy fluctuating short-term requirements in manpower and are those employees expressly engaged as such and for whom the contract of hiring shall be deemed to be hiring by the hour. Casual employees may also be hired for fixed terms to be clearly stated in the Offer of Employment. If work practices are to be substantially changed due to this practice, there will be consultation between the parties.

 

(ii) For working ordinary time, a casual employee shall be paid per hour 1/38th of the appropriate weekly wage prescribed for the work which they perform plus a 20% loading. The 20% loading incorporates Sick Leave, Annual Leave, Rostered Days Off (RDO) and all other forms of Leave, and Public Holiday allowances.

 

There shall be a minimum engagement of eight hours for a casual employee. The following terms and benefits will not apply to a casual employee: Termination, Sick Leave and Superannuation. Casual workers will be paid the Superannuation Guarantee Levy as required by law.

 

(iii) A fixed term employee means an employee engaged and paid as a full time employee on a weekly basis for a defined period of employment as defined in Appendix 1. The employee should also sign an offer of employment (Fixed Term).

 

(iv) At the time of engagement a fixed term employee will be notified in writing that the engagement is on a casual basis.

 

(v) No term employee may be engaged for more than two consecutive terms which can be a maximum period of three months and nine months respectively. If work continues for which the term employee was engaged after the two terms then the employee will be engaged permanently. No other term or casual employee may be engaged to continue with such similar work.

 

(vi) During any terms of employment casual and term employees will be subject to regular performance appraisals and may be terminated due to poor or unacceptable performance.

 

2.7 Un-apprenticed Junior Labour

 

Un-apprenticed junior labour may be employed where permitted by law at work suitable for juniors or work experience according to age. In cases where a junior is capable of performing and does work which ordinarily is regarded as suitable for persons under the age of 21 years, they shall be paid the adult rate while so engaged.

 

No junior under the age of 18 years will be required to work overtime unless they are willing to do so. Every un-apprenticed junior shall give at least a fortnight’s notice of his/her change of age.

 

2.8 Payment Of Wages

 

(i) All employees will be paid by means of Electronic Funds Transfer into a nominated Bank or Credit Union account.

 

(ii) Funds shall be deposited weekly into employees’ accounts by Thursday of each week except in circumstances beyond the Company’s control.

 

(iii) Prior to or on the nominated pay day, each employee will be provided with written advice detailing hours worked, all monies earned and all deductions taken on behalf of the employee and any other information as may be considered relevant.

 

(iv) Out-of-Shift scheduled work and pay adjustments will be made within the following week of notification and approval.

 

2.9 Clothing Issue

 

The Company recognises the need to supply employees with a suitable uniform to meet the safety standards of the workplace and Government Legislation. The guidelines for the type and issue of clothing will be determined by the OH&S Committee and the Company.

 

Administration personnel will be entitled to two clothing issues per annum, one in winter, the other in summer.

 

2.10 Requirement To Work In Accordance With The Needs Of The Enterprise

 

For the purpose of meeting the needs of the enterprise, the employer may require an employee to work a reasonable amount of overtime, including work on Sundays and holidays at the rate prescribed by this award and unless reasonable excuse exists, the employees shall work in accordance with such requirement.

 

2.11 Security Of Employment

 

(i) The Company Policy is to encourage employees to continue working unless the employee suffers from disablement.

 

At the time of retirement, the following conditions are to apply :

 

Payment of Superannuation Benefits accrued.

 

Payment of accrued Long Service Leave.

 

Payment of any accrued Leave entitlements.

 

Payment of all accrued Sick Leave.

 

(ii) It is proposed that through the limited use of casuals, significant fluctuations in numbers of permanent employees will be limited during the life of this Award.

 

(iii) Security of employment is important for improving working relationships, trust and cooperation with change. An environment where everyone is working in fear of losing their employment is not desirable. An environment where people focus on doing their jobs safely and well, implementing improvement actions, adapting swiftly to change and caring for the business is preferred. Real employment security will only be achieved by successful business performance. Working together in implementing change and improvement, will maximise the security for everyone.

 

(iv) The Company does not presently foresee any forced retrenchments during the life of this Award. However, should retrenchments become necessary then an employee will receive:

 

(a) Four weeks pay plus 10 weeks additional compensation, as

 

defined in Clause 4.1, Rates of Pay.

 

(b) 2.5 week’s pay, as defined in 4.1 Rates of Pay, for each year of continuous service.

 

(c) This scheme has a maximum of 52 weeks pay.

 

(d) In addition the employee will receive all accrued sick leave.

 

(e) In addition the employee is entitled to receive the following accrued entitlements:

 

Payment of Superannuation Benefits Accrued

 

Payment of accrued Long Service Leave

 

Payment of any accrued Annual Leave entitlements

 

(v) While workplace change, new technologies and changes in operations will be ongoing every opportunity will be taken to effect changes through voluntary means and natural attrition. Should this not be possible then both parties shall enter into further discussions with a view of resolving the situation to the satisfaction of both parties.

 

2.12 Income Protection

 

Both parties will work towards a mutually agreeable programme based on the existing IRC ruling to address Income Protection of the employee.

 

Other alternative schemes may be entered into by mutual agreement.

 

3. Hours of Work

 

3.1 Ordinary Working Hours

 

(i) For all employees, ordinary working hours shall be an average of thirty eight (38) hours per 5 day week over the full cycle of the relevant work roster. Ordinary working hours shall not exceed:

 

(a) Eight during any consecutive twenty-four hours; or

 

(b) 152 in twenty eight (28) consecutive days except for rostering arrangements which provide for the weekly average of 38 ordinary hours to be achieved over a period exceeding 28 consecutive days.

 

(ii) The starting and finishing times of ordinary work and shifts shall be determined by the Company taking into account the needs of the client and may be varied following consultation with employee representatives, with adequate notice to employees.

 

(iii)

 

(a) Shift workers are employees working a scheduled pattern outside of ordinary day work. Shift workers may work fixed, rotating or alternating shift patterns on a one, two or three shift system.

 

(b) "Day Shift" ordinary working hours shall be worked Monday to Friday inclusive between 6.00 am and 6.00 pm.

 

(c) "Night Shift" means any shift finishing after midnight and at or before 8.00 am.

 

(d) "Afternoon Shift" means any shift finishing after 6.00 pm and at or before midnight.

 

(e) A shift shall be determined as being a Saturday, Sunday or Public Holiday if the major portion of that shift is worked on that day.

 

(iv) Mutually agreed shift patterns.

 

3.2 Overtime

 

(i)

 

(a) "Overtime" is work performed in excess of or outside the ordinary working hours and times prescribed by Clause 3.1. and shall be paid at the rate of time and one half for the first two hours and at the rate of double time thereafter.

 

(b) Except in the case of urgent breakdown work necessary to secure an immediate resumption of operations, overtime shall be paid for all time worked by day workers in excess of five hours without a meal break.

 

(c) Overtime shall be paid for Shift workers at the rate of time and one half for the first two hours and at the rate of double time thereafter for all time worked:

 

(i) In excess of the ordinary working shift hours prescribed by this award; or

 

(ii) On more than eleven shifts in twelve consecutive days; or

 

(iii) On a rostered shift off: or

 

(iv) In excess of five and one half hours without a Crib break.

 

(d) For shift workers overtime shall be paid at the rate of double time for all time worked on Saturday and Sunday.

 

(ii) Where overtime is scheduled on Roster days, and an agreement has been reached to work such overtime:

 

(a) If employees are unavailable to work for personal or other than sickness reasons they must give three (3) days’ notice to their Supervisor or Team Leader of this unavailability.

 

(b) The Company may not cancel such programmed work on rostered-off shifts with less than three (3) days’ notice or shall pay for a minimum of four (4) hours at the overtime rate.

 

(iii)

 

(a) Overtime is not payable when time is worked by arrangement between the employees themselves. Employees wishing to change their rostered working hours or exchange with other employees must advise the Company beforehand.

 

(b) Overtime is not payable for the purpose of affecting the customary rotation of shifts.

 

(iv)

 

(a) Subject to the Contract of Employment an employee who presents him/herself for their ordinary work without notice that they are not required shall be paid at least four hours pay.

 

(b) Employees

 

(i) recalled to work overtime after leaving the place of work whether notified before or after leaving the premises; or

 

(ii) required to report and who do report for overtime on a public holiday or a day other than an ordinary working day including rostered days off shall be paid for a minimum period of four (4) hours at the appropriate rate for each such occasion, unless the period to be paid overlaps with a rostered shift. Overtime call outs within 2 hours of normal rostered shifts will be paid at double time for that period or the person may choose to work his normal shift hours from the commencement of the call out at the normal shift rate.

 

(iii) Overtime work is not a right or privilege of individuals or groups and, when offering overtime, preference may be given to employees working that function, and then to other employees with necessary skills and training on a fair and equitable basis.

 

(iv) When overtime work is necessary, wherever practicable, it shall be arranged that employees have at least eight consecutive hours off duty between the work of successive days. An employee who works overtime such that they do not get eight successive hours off between working days shall, subject to this Clause, be released after completion of such overtime until they have had eight hours off duty without loss of pay for ordinary working time during such absence. No more than 16 consecutive hours shall be worked at any one time.

 

If, on instruction from the Company, an employee resumes or continues working without eight consecutive hours off duty, he/her shall be paid at double rates until released from duty and then be entitled to be absent until having eight consecutive hours off duty, without loss of pay, for ordinary working time during such a period.

 

(v) Either (a) a day worker, required to work on a Saturday, Sunday, a 38-hour week rostered day off, or a public holiday, or (b) a Monday to Saturday shift worker required to on a Sunday, a 38 hour week rostered off day or a Public Holiday, shall be paid for a minimum of four hours’ work.

 

Where the actual time worked is of shorter duration than four hours, the working period shall not be regarded as overtime for the purpose of (iv). above.

 

Where an employee has transferred from one system of work to another system of work upon instruction from the Company then that employee shall be paid at overtime rates for any shift upon which they are employed as a shift worker in respect of which they have not been given 48 hours notice.

 

3.3 Day Work And Meal Break

 

On each day worked, Monday to Friday inclusive, forty-five minutes is allowed to Day workers for an unpaid meal break and, except in the case of urgent/breakdown work needed for an immediate resumption of operations, should be taken between the hours of 11.30 am to 1.20 pm.

 

3.4 Shift Work And Crib Break

 

Shift workers shall be allowed twenty (20) minutes, counted as time worked for a Crib break, to be taken at a time convenient to the Plant operations and regard to other shift employees’ needs. Shift workers are not permitted to leave the site during this break unless authorised.

 

3.5 Transfer Between Day Work, Shift Work And Rosters

 

(i) For the purpose of meeting the needs of the industry, the Company may require any employee to transfer from one system of work to another system of work prescribed by this Award at the rate applicable thereto and, unless reasonable cause exists, an employee shall transfer in accordance with such requirement.

 

(ii) Day workers may be employed as and become shift workers for a period of not less than five shifts when the fifth shift is their 38-hour week rostered off shift and shall be paid accordingly.

 

Provided that an employee shall at overtime rates for any shift upon which he/she is employed as a shift worker under this Clause in respect of which they have not been given at least 48 hours’ notice.

 

(iii) A shift worker who is required to work on a shift other than the shift on which he/she would ordinarily have been rostered shall be paid at overtime rates for any such shift in respect of which they have not been given at least 48 hours’ notice. This will not apply where the employee reverts to their normal shift pattern or where employees change shifts at their own request.

 

3.6 Night Work

 

Subject to Clause 4.2 of this Award, but otherwise notwithstanding anything contained herein:

 

(a) A day worker who is required in lieu of ordinary day work; or

 

(b) A day worker who is required in lieu of a day shift on which he would ordinarily be rostered to work at night for a period of not less than eight hours on less than five consecutive nights or on less than four consecutive nights when the fifth night is his/her 38-hour week rostered off night shall be paid at the rate of time and one half or the ordinary rate under Section 4, Rates of Pay, except:

 

(c) On Saturday, Sunday, 38-hour week rostered off days and holidays; and

 

(d) In respect of any night for which he/she has not been given at least 48 hours’ notice when they shall be paid at overtime rates for day workers. No shift allowance is payable in respect of night work under this Sub-Clause. In this Clause, "night" means any hours between 6.00pm and 6.00 am, and "day shift workers" means a worker employed on a shift system involving day shift only.

 

3.7 12 Hour Shift Conditions

 

Shift work may be performed in either 8-hour or 12-hour shifts. For work in 12-hour shifts the following conditions will apply:

 

3.7.1 Hours of Duty

 

(a) During the life of this Agreement the ordinary hours of duty will be 12 hours per shift. The hours rostered will average 42 per week over the roster cycle of 8 weeks.

 

(b) Day shift will commence at 6am and finish at 6pm.

 

(c) The first shift of the week will be the Sunday day work.

 

(d) Night shift will commence at 6pm and finish at 6am the next day.

 

(e) All employees must be on the job and ready for work to have relieved the previous shift by 6am or 6pm as appropriate.

 

(f) For the purposes of payment the day upon which any shift commences will determine such penalty rates or benefits that may be paid for that working shift.

 

3.7.2 Shift Allowances

 

(a) A shift allowance as per Appendix 4 shall be paid per shift worked on the rotating 12 hour shift roster.

 

3.7.3 Penalty Rates

 

(a) There is no change in penalty rate entitlements for overtime or for weekend shift work.

 

(b) Overtime will not commence until 12 ordinary hours have been worked each shift. Payment for the first two hours of work beyond the 12 hour shift will be at time and a half and thereafter at double time. Overtime worked on Saturday and Sunday will be paid at double time.

 

(c) Weekend Shift work:

 

Saturday - for ordinary 12 hour shift work payment will be paid at the rate of time and a half i.e. 18 hours

 

Sunday - will be at double time i.e. 24 hours

 

Public Holiday Work - payment will be at double time and a half i.e. 30 hours.

 

3.7.4 Training

 

(a) Employees will be paid for the time they attend for training and this shall be a minimum payment of four hours.

 

(b) A minimum notice period of 48 hours shall be given to the employee to be trained and the trainer of arrangements to train outside ordinary work hours.

 

3.7.5 Pays

 

(a) The hours paid per weekly pay period will be averaged over the roster cycle and pays shall be equal to the average weekly pay regardless of the normal days worked in each pay period subject to variations detailed in b). In addition a shift allowance equivalent as per Appendix 4 per 12 hour shift will apply to all hours worked.

 

Calculation of Average Hours Paid Per 8 Week Cycle

 

Total Hrs Worked

Total Hrs Paid

Average Hrs Paid

Normal Hours

304

304

38

Sat Loading

 

24

3

Sun Loading

 

48

6

Overtime 1.5

6

9

1.125

Overtime 2.0

26

52

6.5

Totals

336

437

54.625

 

Penalty Rates to be applied are:

 

Day Shift

13.45 ordinary hours paid/12 hour shift

Night Shift

13.45 ordinary hours paid/12 hour shift

Saturday Shifts

18 ordinary hours paid/12 hour shift

Sunday Shifts

24 ordinary hours paid/12 hour shift

 

(b) The only adjustments to averaged weekly pay will be additional overtime worked outside the 12 hour shift roster, absence, Public Holidays or payment for additional days.

 

3.7.6 Overtime Coverage

 

(a) When overtime coverage is required due to unplanned absence on a shift, the supervisor or team leader will in the first instance call on any personnel rostered off but made available through the voluntary overtime roster.

 

(b) If no personnel can be made available through the voluntary overtime roster then day shift personnel will be contacted and offered the overtime shift.

 

(c) If no rostered off or day shift personnel can be made available then an employee from the previous shift may be required to stop an additional 4 hours to ensure continuity of production to the customer. Another employee from the following shift may be required to attend four hours early and the interim four hours will be covered by attending team members.

 

3.7.7 Relief on the Job

 

(a) Employees shall provide on the job shift changeovers This requires the oncoming relief to be at the place of work, or equipment, before the outgoing person ceases to work.

 

(b) In the event that the oncoming shift relief does not arrive then employees may be required to remain on the job for up to four hours or until a replacement is arranged to provide continuity of production and services.

 

3.7.8 Early Relief

 

(a) Employees may continue to relieve to a maximum of one hour before or after the normal shift commencement time by mutual agreement.

 

3.7.9 Shift Swaps

 

(a) Shift swaps by arrangement between employees will still be permissible but will not be approved if the swap will bring about a double 12 hour shift.

 

3.7.10 Public Holidays

 

(a) For the purposes of this agreement, each day is deemed to commence at 6am and extend for a 24 hour period to 6am the next day. The first shift of the week shall be shift commencing Sunday 6am.

 

(b) For the purposes of payment the two shifts commencing during the 24 hours of the Public Holiday will attract the Public Holiday payments or penalty rates.

 

(c) Public Holidays falling on a rostered day off will be paid at 8 hours.

 

3.7.11 Meal Breaks

 

(a) A maximum of three meal breaks up to sixty minutes may be taken by arrangement with the team and shall be counted as time worked. The breaks should be arranged so that they are taken at regular intervals at a time to best suit the needs of the business.

 

(b) 12 hour shift operators are expected to be flexible in working arrangements to allow for shift and meal breaks to be taken by all employees on shift.

 

3.7.12 Annual Leave

 

(a) Basis of Payment:

 

An employee’s annual leave entitlement is governed by the terms of the Annual Leave Act which describes entitlement in "weeks". The act stipulates that an employee is entitled to "4 weeks" annual leave, plus an additional "week" for a year working 7 day roster. Payment for annual leave will continue to be paid according to the days rostered on to work during each week of annual leave (Pay by Roster).

 

(b) Annual leave will be credited in hours and when taken will be deducted by the hour.

 

(c) Annual leave should be taken by the week (with the exception of added days). A week is defined as four consecutive normal 12 hour shifts totalling 48 working hours. One week may be taken at a time unless this interferes with shift cover arrangements when it would be required to extend 12 hour shift employees to longer periods of holidays. Total annual leave entitlement will be 16 normal 12 hour shifts totalling 192 working hours for added days. The shift Team Leader may at their discretion allow single days if there is no conflict with the needs of the business.

 

(d) Annual leave shall be paid on an average pay per day basis. For each day rostered on during the annual leave period, an employee shall be paid an average per day as shown on the schedule attached.

 

(e) Added days to Annual Leave:

 

Added days shall be paid according to the roster being worked at the time the added days are actually taken. If an employee is on 12 hour shifts at the time the added day is taken, the added day will be paid as 12 hours. If the employee is working to an 8 hour roster at the time the days are taken it shall be paid as 8 hours. Employees can accrue no more than 5 added days at anytime the balances of days to be paid out.

 

(f) Public Holidays During a Period of Annual Leave:

 

Clause 5.3(I) of the MultiServ NSW Industrial Relations Award states that "In the case of an employee who was, at the commencement of his/her Annual Leave or Long Service Leave, employed as a seven-day shift worker, shift workers whose working period includes Sundays and Holidays one day shall be added to his/her Annual Leave or Long Service Leave period in respect of any Holiday prescribed which falls within the period of Annual Leave or Long Service Leave to which he/she is entitled under this Agreement". If this added day is a day on which the employee would be rostered to work a 12 hour shift, payment will be made for 12 ordinary hours.

 

(g) If the accrued holiday is on a day that would normally have been rostered off, then the employee has a choice of being paid 8 hours for that day OR having an added 8 hours accrued (Refer Clause 5.3).

 

3.7.13 Sick Leave

 

(a) Sick leave will continue to be credited in hours and when taken will be deducted by the hour in accordance with Penalty Rates applied in Clause 10a).

 

(b) Two single, non consecutive days per 12 months based on Anniversary, (shift relative) may be taken without a supporting doctor’s certificate. Any further days taken must be supported by a medical certificate.

 

3.7.14 "Special" 12 Hour Shift

 

To comprise of 6 people operating as two 3 man teams.

 

These six employees transferring to a 12 hour special day roster from the existing 12 hour day/night shift roster operating as at 19th August 2002, will maintain the existing shift premiums. Future changes to this group will be under the terms of the Award and will undergo a consultative process.

 

4. Rates of Pay

 

4.1 Wages And Classifications

 

Rates of pay have been set with regard to the nature and location of the work, working arrangements, qualifications and skill level required, and includes compensation for any special disabilities, conditions and responsibilities associated with the work, including consideration of climatic work related factors, and the supply of tools, equipment and clothing. Rates of pay are total and inclusive, not subject to rates or allowances other than defined in this Award.

 

An employee who is required to do work carrying a higher rate than his/her ordinary classification for two hours or more on any day or shift shall be paid at the higher rate for the whole of the day or shift.

 

It is requirement that employees gain a WorkCover Competency certificate where applicable but in all cases a MultiServ Competent Certificate to receive payment for that skill.

 

Provided employees fully satisfy all requirements of the Competency test then there should be no restriction to issuing of a Certificate.

 

Employees must work progressively through all levels of the Classifications within Production, Maintenance or Administration.

 

Employees can move to higher classifications as defined in this Award as soon as they have gained all relevant qualifications, including Grade A.

 

(i) The ordinary and minimum weekly rates to be paid to any classification of adult employee shall be in accordance with the following levels and set out in Appendix 5 - Rates of Pay:

 

Trainees

 

Shall mean persons training to be multi-skilled workers for performing skills in Process, Servicing and Maintenance. Trainees will commence at PE Grade A rates.

 

Production Employee Grade A

 

Shall mean a multi-skilled person capable of performing and willing to use all skills in Process, Servicing and Maintenance in the following categories:

 

3B Truck, Backhoe or Equipment Ticket, Basic Oxy Cutting (Hand Torch, Oxy Truck) or Iron Pouring, Forklift (Up to 9T), Site and Departmental Inductions, Personal Isolation (Locks 1) and First Aid on request.

 

Grade A Employees will be employed on 3 months probation at casual rates of pay during which time they are required to successfully complete all the above qualifications.

 

Production Employee Grade B

 

Shall mean a multi-skilled person capable and competent of performing and willing to use all skills in Process, Servicing and Maintenance at PE Grade A and, in addition, proficient in one or more of the following categories:

 

On-Highway Ro/Ro (Hooklift) Truck (Transport Worker Grade 5), On-Highway Articulated Vehicle Operators (Transport Worker Grade 7), Oxy cutting machines and Lancing, Forklift (Larger than 9T), Kress EP500, Kress EPD 200C, Excavator, Dump Truck, Rubber-tyred Front-end Loaders, CFPP Crane skill (WorkCover ticket)

 

Production Employee Grade C

 

Shall mean a multiskilled person capable and competent of performing and willing to use all skills in Process, Servicing and Maintenance at PE Grade A plus 3 skills in Grade B or one of the following crane skills:

 

Portal Crane Operation (WorkCover Ticket and MultiServ Certificate), Drop Balling Crawler Crane Operations (WorkCover Ticket and MultiServ Certificate).

 

Production Employee Grade D

 

Shall mean a multi-skilled person capable and competent of performing and willing to use all skills in Process, Servicing and Maintenance at PE Grade A plus five (5) skills from PE Grade B or PE Grade A plus three (3) skills from PE Grade B plus one (1) crane skill from PE Grade C.

 

Production Employee Grade E

 

Shall mean a multi-skilled person capable and competent of performing and willing to use all skills in Process, Servicing and Maintenance at PE Grade A plus six (6) skills from PE Grade B and C (of which at least one must be a crane skill) plus Team Leadership skills.

 

For an employee to obtain Level E, he must satisfy an assessment criteria and examination to determine leadership capability.

 

The Company and Union would assess and agree the most appropriate criteria but would include:

 

Competency test of Policies/Procedures compliance requirements.

 

It is agreed between the parties that should any employee be able to demonstrate genuine restrictions that totally prevent him/her attaining a crane skill, then they may request to be referred to the Site Management and the team for consideration of an alternative career path to Grade E. Reclassification of any employee who would be under this provision at the time of signing the award will be made from date of the award. Payment for Grade E classification will only be made to those employees duly competent of exercising the function as Team Leader.

 

Team Leadership skills are defined as Inspections and understanding of: Radiation Alarms, Rail Isolation, Vehicle Escorts, Scrapyard Computer System; Iron Pouring; Incident Reporting & Investigation; Handling of Dangerous & Deleterious Materials; SafeSteel/STOP and Administration, oversize scrap auditing, customer liaison, wet weather procedures.

 

It is a requirement for payment that employees are willing to use all skills for which they are recognised and paid, at any time for the needs of the team and business.

 

(ii) Repairpersons

 

The ordinary and minimum rates to be paid to any trade classification of an adult employee shall be in accordance with the following levels and career paths for Mechanical streams and set out in Appendix 3, Repairperson Relevant Qualifications that Apply to this Award. The Company commits to training for all maintenance employees.

 

Repairperson shall mean a multi-skilled person who has completed an indenture of apprenticeship in a recognised trade and who performs work in one of the following categories:

 

Repairperson Grade A

 

Shall mean a multi-skilled person capable of performing and willing to use all skills in Process, Servicing and Maintenance in the following categories:

 

Trade Certificate (TAFE or Equivalent), BlueScope Steel and MultiServ Site Inductions, BlueScope Steel Levels 1 & 2 Lockout’s and Isolation Procedures, RTA Vehicle Licence.

 

Grade A Employees will be employed on 3 months probation at casual rates of pay during which time they are required to successfully complete all the above qualifications.

 

Repairperson Grade B

 

Shall mean a multi-skilled person capable of performing the functions of a Repairperson Grade A and, in addition, the following:

 

Current First Aid Certificate. RTA Road Vehicle Ticket (maintenance of brakes, steering, suspension), Caterpillar servicing and maintenance course, Komatsu servicing and maintenance course.

 

Repairperson Grade C

 

Shall mean a multi-skilled person capable of performing the functions of Repairperson Grades A and B and, in addition, the following:

 

Hydraulics or Pneumatics Qualifications (18 Weeks TAFE course), or relevant course as agreed with Maintenance Superintendent and General Manager.

 

Repairperson Grade D

 

Shall mean a multi-skilled person capable of performing the functions of Repairperson Grades A, B and C and, in addition, the following:

 

Mechanical:

 

Electrical Welding and Oxy Cutting basics (non-structural), Competence on overhead cranes (including Working at Heights and Slinging, Aumund Crane isolation) plus one of the following MultiServ/WorkCover Tickets (Forklift, 20 tonne slewing hydraulic crane, Elevating Work Platforms or Confine Space access).

 

Repairperson Grade E

 

Shall mean a multi-skilled person capable of performing the functions of Repairperson Grades A, B, C and D and, in addition, the following:

 

Basic Automotive Electrical course (12v & 24v) (Site Relevant Course, of 3 days) plus three of four of the Following MultiServ/WorkCover Tickets, Forklift, 20 tonne slewing hydraulic crane, Elevating Work Platforms, Truck HR License (including MultiServ ticket).

 

It is a requirement for payment that employees are willing to use all skills for which they are recognised and paid, at all times to the needs of the team and business.

 

Appendix 2 defines the relevant trade certificates and TAFE courses that are relevant to this Award.

 

(iii) Administration

 

The ordinary and minimum weekly rates to be paid to any classification of adult employee shall be in accordance with the following levels and set out in Appendix 5 - Rates of Pay:

 

Administration Employee Grade A

 

Shall mean a multi-skilled person capable of performing and willing to use all skills in the following categories:

 

Typing. Filing, Receptionist, Faxing and E-Mail, Payroll & Personnel Records, Daily Production and Sales Figures, Purchase Orders and Requisitions and general Administration.

 

Administration Employee Grade B

 

Shall mean a multi-skilled person capable of performing and willing to use all skills at AE Grade A and, in addition, proficient in the following category:

 

Word Processing and Spreadsheet setup.

 

Administration Employee Grade C

 

Shall mean a multiskilled person capable of performing and willing to use all skills at AE Grade A and B and, in addition, proficient in the following category:

 

JDE, Microsoft Office, other dedicated software programs.

 

4.2 Shift Work Allowances

 

(i) Shift workers shall be paid, in addition to the rates payable under this award set out in Appendix 4 - Pay Allowances.

 

(ii) Shift workers for their ordinary shift of eight hours performed on Saturday shall be paid at the rate of time and a half.

 

(iii) Employees shall be paid at the rate of double time for all work done on Sundays and at the rate of double time and a half for all work done on the holidays prescribed in Clause 18 of this Award.

 

(iv) Shift allowances and special rates shall not be subject to any premium or penalty additions.

 

(v) For the purposes of night work "night" means any hours between 5.00 pm and 7.00 am, and "day shift workers" means a shift worker employed on a shift system involving day shift only.

 

4.3 Meal Allowances

 

Employees required to work overtime for more than one and a half hours after the ordinary cessation of shifts without having been notified 24 hours prior to the day of the requirement to work shall be provided with a meal by the employer or paid as defined in Appendix 4, Pay Allowances.

 

If an employee, pursuant to notice, has provided a meal and is not required to work overtime or is required to work for less than one-and-a-half hours, he/she shall be recompensed suitably to a maximum value as defined in Appendix 4, Pay Allowances, for a meal which they have provided.

 

An alternative mutually agreed pay method will be trialled during the first 12 months of the Award.

 

4.4 Tool Allowance

 

(i) Tradesmen classifications in this Award shall be paid an allowance as defined in Appendix 4, Pay Allowances for supplying and maintaining tools ordinarily required in the performance of their work as tradesmen. The allowance shall apply for all purposes of this Award. Any tool replacements shall be made promptly.

 

(ii) If the Company should decide to provide all tools ordinarily required by tradesmen in the performance of their work, the Company may continue that practice and, in that event, the allowance prescribed above shall not apply.

 

4.5 Superannuation

 

(i) The employer shall contribute to a superannuation fund which complies with the Superannuation Guarantee Charge legislation on behalf of each eligible employee a superannuation contribution equivalent to not less than seven percent of such eligible employee’s ordinary time earnings.

 

The MultiServ Pty Limited Superannuation Plan has been established with AMP Society to provide Death and Disablement and Retirement benefits for all permanent full-time employees of the Company. The Plan is an Accumulation Plan and contributions are invested in the AMP Society’s Capital Guaranteed Fund.

 

Employees may alternatively join a Superannuation Plan nominated and requested by at least 10% (Request) of MultiServ employees. Should the percentage later drop below 10% employees will not be forced to change back. New employees will be offered the choice of Plans.

 

(ii) The contributions of the Members of the Plan and the Company are shown below:

 

Employee Who Choses To Contribute

Company Contributes

3%

11%

4%

13%

5%

15%

 

The contributions of the employees and the Company will be based on the defined Wage which is the Weekly Wage rates as defined in Clause 9. Wages and Classifications, plus the additional pays shown below :

 

Defined =

Basic Weekly +

Productivity +

Shift +

Saturday +

Sunday

Wage

Wage

Bonus*

Allowance

Penalty

Penalty

 

When paid

 

 

 

 

 

Employees have the option to salary sacrifice their wages to meet the standard employee contributions as defined in clause 4.5.ii. The election to make such a salary sacrifice must be made in accordance with the terms and conditions stipulated in Clause 4.5iii. These salary sacrifice contributions will be deducted from the employee’s pre-tax wages and remitted to the employee’s nominated superannuation account which must be maintained with a Superannuation provider stipulated in Clause 4.5i.

 

(iii) Agreement for Alternative Remuneration Arrangement

 

(a)

 

(i) Despite any other provisions of this Award, for the purpose of calculating ordinary time earnings, the rate of pay per week described in Clause 4, Rates of Pay, shall be reduced by the amount which an employee elects by notice in writing to the Company to sacrifice in order to enable the Company to make a superannuation contribution for the behalf of the employee.

 

(ii) For an employee’s election to be valid the employee must complete an election form provided by the Company.

 

(b) The reduced rate of pay and the superannuation contributions provided for in this clause shall apply for periods of annual leave, long service leave, and other periods of paid leave.

 

(c) All other award payments, including termination payments, calculated by reference to the employee’s rate of pay shall be calculated by reference to the rate of pay per week specified for the employee in Clause 4, Rates of Pay.

 

(d) Unless otherwise agreed by the Company, an employee may only revoke or vary his or her election once in each twelve months. No less than one month’s written notice shall be given by an employee or revocation or variation of the employee’s election.

 

(e) If at any time while an employee’s election is in force, there are changes in taxation or superannuation laws, practice or rulings, that materially alter the benefit to the employee or the cost to the Company of acting in accordance with the election, either the employee or the Company may, upon one month’s notice in writing to the other, terminate the election.

 

(f) The Company shall not use any superannuation contribution made in accordance with an employee’s election to meet its minimum employer obligation under the Superannuation Guarantee Administration Act 1992 (Cth) or any legislation which succeeds or replaces it.

 

(g) When an employee is not eligible or decides not to become a member of the MultiServ Pty Limited Superannuation Plan, the Company will make contributions required under the Superannuation Guarantee legislation to the above mentioned Plan unless the member nominated another Fund which must comply with the Occupational Standards Act and Regulations.

 

(h) The option to Salary Sacrifice on future earnings (including increases) into additional superannuation contributions will be made available to all employees. Salary sacrifice outside of Clause 4.6ii does not attract Company contributions in any form.

 

(i) If an employee elects to Salary Sacrifice a portion of their wages then the dollar amount or percent of future earnings to be so sacrificed must be nominated in writing to the pay office.

 

(j) The option to Salary Sacrifice can only be exercised when future earning (including wage increases) can be reasonably determined and before they are payable.

 

(k) The nominated amount or percent to be Salary Sacrificed will become a permanent deduction of the employee’s gross wage until a variation is lodged in writing by the employee and it is received by the pay office. Variations will be limited to one per 12 month period (except in a period of proven hardship).

 

4.6 Bonus Payments

 

4.6.1 Bonus payments may be made to all employees by negotiation measured on set targets to improve safety or other business performance.

 

4.6.2

 

(i) An Incentive Bonus will be calculated on monthly KPI’s of production and/or cost related to the Company’s Business Plan. Details of which will be presented for negotiation with the intent of finalising six months after the trial of the new bonus system. The Bonus will have a maximum payment of 2.5% and be paid quarterly.

 

(ii) An additional quarterly Productivity Payment of 2.5% will be made should employees adhere to Clause 9 "Continuity of Production and Procedure for Resolving Issues and Differences" and maintain essential services during any dispute as defined in Clause 10 "Essential Services Dispensation". This is to be paid weekly, and will be suspended from the first pay period after any lack of adherence to Clause 9.

 

4.6.3 The Company and the Unions agree to maintain the Current (unmeasured) Incentive Bonus system for a period of 6 months from the date of this Award, while the changed system (of 4.7.2(i) above) is trialled and compared to the current system.

 

4.7 Team Leader Allowance

 

The Team Leader shall receive an allowance as defined in Appendix 3 for each 12 hour shift or 8-hour shift worked as a Team Leader, plus a BlueScope Steel Canteen Meal Docket for each 12 hour shift worked or 8 hour shift worked.

 

The Team Leader Shift Allowance will be paid on a pro-rata basis to each Team Leader when on Annual Leave, based on the number of weeks the Team Leader exercised this function.

 

4.8 Training Payments

 

Any operator who is accredited with a formal Train the Trainer qualification or has been nominated by the General Manager and who trains, supervises or assesses other employee will be paid an additional $1.50 per hour during periods of Training.

 

5. Leave

 

5.1 Annual Leave And Loading

 

(i) Day workers and Monday to Saturday shift workers are entitled to four weeks’ Leave (152 hours) in respect of each year of continuous service with the Company in accordance with the Annual Holidays Act, 1944.

 

(ii) In addition to the benefits provided by the Annual Holidays Act, 1944, with the respect to an annual holiday of four weeks an employee who, during the year of his/her employment with the Company for which he/she becomes entitled to the four weeks also gives service as a seven-day shift worker, shall be entitled to additional leave as specified below:

 

(a) If during the year of his/her employment he/she has served the Company continuously as such seven-day shift workers, additional leave with respect to that year shall be one week (38 hours).

 

(b) Subject to sub-paragraph d. of this Clause, if during the year of his/her employment he/she has served for only a portion of it as a seven-day shift worker, the additional leave shall be one day for every thirty three ordinary shifts worked as a seven-day shift worker.

 

(c) Subject to sub-paragraph ‘d’ of this Clause, an employee shall be paid for such additional leave at the annual leave rate of pay, for the number of ordinary hours of work for which the employee would have been rostered for during the period of additional leave had such an employee not been on leave.

 

(d) Where the additional leave calculated under this Clause is or includes a fraction of a day, such fraction shall not form part of the Leave period and any such fraction shall be discharged by payment only.

 

(e) In this Clause, reference to one week and one day includes holidays and non-working days. Where the employment of a worker has been terminated and he/she thereby becomes entitled under Section 4 of the Annual Holidays Act, 1994, to payment in lieu of an annual holiday with respect to a period of employment, he/she also shall be entitled to an additional payment of three and a half hours at the annual leave rate of pay with respect to such twenty one shifts of service as a seven-day shift worker which he/she has rendered during such period of employment.

 

(iii) Monday to Saturday shift workers who are regularly rostered for duty on Saturdays as ordinary working days.

 

In addition to the benefits provided by Section 3 of the Annual Holidays Act, 1994, with regard to an annual holiday of four weeks, an employee who during the year of his/her employment with the Company with respect to which such holiday becomes entitled, gives service to the Company as a Monday to Saturday shift worker who is regularly rostered for duty on Saturdays as ordinary working days, shall be entitled to the additional leave as hereunder specified:

 

(a) For every thirteen Saturdays upon which the employee worked an ordinary shift as a Monday to Saturday shift worker who is rostered for duty on Saturdays as ordinary working days, the additional leave for that year shall be one day.

 

(b) Where the additional leave calculated under this Sub-Clause is or includes a fraction of a day, such fraction shall not form part of the Leave period and any such fraction shall be discharged by payment only.

 

(iv) In respect of a period of annual leave, an employee shall be paid a loading, namely 20%, on:

 

(a) His/her ordinary pay pursuant to the Annual Holidays Act, 1944, and where applicable, his/her annual leave rate of pay pursuant to this Clause and Clause 20, Days Added to the Period of Annual Leave, of this Agreement; or

 

(b) The sum of his/her award rate of pay for ordinary time at the commencement of his/her annual leave as prescribed in Table 1 - Rates of Pay, provided that an employee who would have worked on shift work had he/she not been on Annual leave shall be paid whichever is the greater of the said loading, or the shift work allowances pursuant to Clause 6, Shift Work Allowances, that would have been payable to him/her in respect of ordinary time during the period of annual leave had he/she not been on Annual Leave.

 

(v) The loading prescribed by this Sub-Clause shall apply to payment in lieu of a fully due annual holiday on termination of employment, but shall not apply to proportionate holiday payment on termination of employment.

 

(vi) In accordance with the Company’s policy, employees are required to take accrued annual leave following each continuous year of service in accordance with the Annual Holidays Act 1944.

 

Such leave shall normally be taken in accordance with the Annual Leave Act, 1944, within six months and no more than twelve months of their entitlement. Applications for Annual Leave shall be made in writing on the Company form at least two weeks before the requested date for the start of Leave, except for two single day or one two-day periods of Special Annual Leave where seven days notice or proof of urgency are needed.

 

(vii) The timing for taking of accrued annual leave shall be arranged between the Company and the employee, giving consideration to the chronological request for leave by other employees, number of persons and substitutes in a function, previous leave periods taken, etc.

 

In the event of any final disagreement or conflict of requests, The Company shall decide on the matter. The Company may schedule Annual Leave to be taken in consideration of the work requirements and annual leave arrangements of BlueScope Steel, the client company.

 

(viii) Any disagreements regarding Annual Leave allocation or payment should be resolved through the disputes settling procedure (Section 15).

 

(ix) Employees whose service is terminated due to serious and wilful misconduct are not entitled to proportional payment on dismissal for Annual Leave loading and Long Service Leave.

 

5.2 Public Holidays

 

(i) The following days or the days upon which they are observed shall for the purposes of this award be nominated public holidays and no deduction shall be made from the wages of employees for such holidays if not worked:

 

New Year’s Day

 

Australia Day

 

Good Friday

 

Easter Monday

 

Anzac Day

 

Queen’s Birthday

 

Labour Day

 

Christmas Day

 

Boxing Day

 

This payment also includes New South Wales Gazetted Public Holidays and any BlueScope Steel recognised Public Holiday.

 

(ii) The Port Kembla Steelworks Picnic Day shall be taken.

 

(iii) This provision for payment does not apply where an employee is absent from his/her employment on the working day before or the working day after a public holiday without reasonable excuse or without the Consent of the Company. If an employee notifies that an absence described above resulted from illness or injury, payment for public holiday will only be made if proof of illness or injury is provided to the Company.

 

5.3 Days Added To The Period Of Annual Leave Or Long Service Leave

 

(i) In the case of an employee who was, at the commencement of his/her Annual Leave or Long Service Leave, employed as a seven-day shift worker whose ordinary working period includes Sundays and Holidays, shall have one day added to their Annual/Long Service Leave in respect of any Holiday prescribed.

 

(ii) An employee rostered off duty on a day defined as a holiday under this award and who is not required to work on that day shall:

 

(a) Have one day added to his/her Annual leave; or

 

(b) By mutual consent, be paid, in the pay for the period in which the holiday falls, for the holiday at the rate pursuant to Clause 18, Public Holidays, of this award.

 

This Sub-Clause shall not apply when the holiday falls either on a Saturday or Sunday, except in the case of employees engaged as seven-day shift workers, or on a Sunday in the case of employees as Monday to Saturday shift workers who are regularly rostered for duty on Saturday as ordinary working days.

 

(iii) Any day or days added shall be paid for at the Annual leave rate of pay and, in the case of Long Service Leave, shall be paid for at the Long Service Leave rate of pay.

 

(iv) Any day or days added in accordance with Sub-Clause (i) or (ii) of this Clause shall be the working day or working days immediately following the period of Annual Leave or Long Service Leave to which the employee is entitled under Clause 19, Annual Leave and Loading, or Clause 21, Long Service Leave, of this Award.

 

(v) For the purposes of Sub-Clause (iv) of this award, working days shall mean:

 

(a) In the case of an employee who, at the commencement of his/her period of Annual Leave or Long Service Leave, was employed as a day worker - any day of the week including a day on which the employee concerned would have been rostered off duty if he/she were not on Annual Leave or Long service Leave, but excluding a Saturday, a Sunday, or a Holiday prescribed by this award.

 

(b) In the case of an employee who, at the commencement of his/her period of Annual Leave or Long Service Leave, as the case may be, was employed as a Monday to Saturday shift worker - any day of the week other than a Sunday or a Public Holiday prescribed by this award including a day on which the employee would have been rostered off duty if he/she were not on Annual/Long Service Leave.

 

(c) In the case of an employee who, at the commencement of his/her period of Annual/Long Service Leave, as the case may be, was employed as a seven-day shift worker - any day of the week including a day on which the employee would have been rostered off had they not been on Annual/Long Service Leave.

 

(vi) Where the employment of a worker has been terminated and he/she thereby becomes entitled under Section 4 of the Annual Holidays Act, 1944, to payment in lieu of an annual holiday with respect to a period of employment, he/she also shall be entitled to an additional payment for each day accrued to him/her under Sub-Clause ii. of this Clause, at the annual leave rate of pay.

 

An employee who is employed as a seven-day shift worker who:

 

(a) Has a day added to his/her Annual Leave or Long service Leave pursuant to Sub-Clauses (i) and (ii) of this Clause, and

 

(b) Such a day falls on a holiday prescribed by Clause 19., Annual Leave and Loading, of this award on which the employee would have been rostered to work an ordinary shift were it not for his/her entitlement to an added day, shall be paid for such day in addition to his/her entitlement under Sub-Clause (iii) of this Clause at the rate prescribed by Clause 18., Public Holidays, of this award.

 

5.4 Long Service Leave

 

Employees are entitled to Long Service Leave accumulated per continuing year of service in accordance with the Long Service Leave Act, NSW, 1955.

 

(i) Inclusion of shift payments after 1 January 2006:

 

(a) The inclusion of shift payments (i.e. as defined in clause ‘3.1.(iii).a’ of this award) in the payment for long service leave actually taken by shift workers, will apply to long service leave taken on or after 1 January 2006.

 

(b) The application of shift payments to long service leave entitlements does not apply where the long service leave is taken as part of an employee’s resignation/retirement arrangement.

 

(c) Long service leave that is paid out on termination of employment will be paid at the base 38 hour week rate.

 

5.5 Parental Leave

 

Permanent employees with at least twelve months’ continuous service with the Company and who provide due notice will be entitled to unpaid Maternity, Paternity or Adoption Leave in accordance with the provisions of the NSW Industrial Relations Act 1996.

 

5.6 Sick Leave

 

(i) An employee who is unable to attend for duty during his/her ordinary working hours by reason of personal illness or incapacity shall be entitled to be paid at ordinary time rates of pay which would have been payable had they attended for duty subject to the following:

 

(a) He/she shall not be entitled to be paid leave of absence for any period in respect of which he/she is entitled to workers’ compensation.

 

(b) He/she shall notify the Company of his/her inability to attend for duty in accordance with Company procedures and, as far as possible, state the nature and estimated duration of the illness or incapacity.

 

(ii) The Company permits up to two (2) separate single day Sick Leave periods per 12 months based on Anniversary without Medical Certificate, but a signed declaration by the employee on the relevant Company Form.

 

In all other cases a Medical Certificate as proof of illness must be supplied within three (3) days of commencement of that illness.

 

(iii) Employees will be subject to the following Sick Leave entitlements:

 

(a) Employees with less than one year’s continuous service are entitled to 40 hours Sick Pay at ordinary time.

 

(b) Employees with more than one years’ but less than ten years’ continuous service are entitled to 64 hours of Sick Pay at ordinary time.

 

(c) Employees with more than ten years service are entitled to 80 hours of Sick Pay at ordinary time.

 

(iv) Employees are required to complete a qualifying period of three months of continuous service with the Company in order to be entitled to claim Sick Pay.

 

(v) Personal/Carer’s Leave (as per Current NSW Legislation. Any material change will be notified as Appendices)

 

(1) Use of Sick Leave.

 

(a) An employee, other than a casual employee, with responsibilities in relation to a class of person as set out in subparagraph (ii) of paragraph (c) of this subclause who needs the employee’s care and support shall be entitled to use, in accordance with this subclause, any current or accrued sick leave entitlement, provided for in this clause 5.6, Sick Leave, for absences to provide care and support for such persons when they are ill. Such leave may be taken for part of a single day.

 

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

 

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

 

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

 

(ii) the person concerned being:

 

(A) a spouse of the employee; or

 

(B) a de facto spouse who, in relation to a person, is a person of the opposite sex to the first mentioned 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

 

(C) a child or an adult child (including an adopted child, a step child, a foster child or an ex nuptial child), parent (including a foster parent and legal guardian), grandparent, grandchild or sibling of the employee, or spouse or de facto spouse of the employee; or

 

(D) a same sex partner who lives with the employee as the de facto partner of that employee on a bona fide domestic basis; or

 

(E) a relative of the employee who is a member of the same household where for the purposes of this paragraph:

 

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

 

(2) "affinity" means a relationship that one spouse, because of marriage, has to blood relatives of the other; and

 

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

 

(d) An employee shall, wherever practicable, give the employer notice, prior to the absence, of the intention to take leave, the name of the person requiring care and that person’s relationship to the employee, the reasons for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee shall notify the employer by telephone of such absence at the first opportunity on the day of absence.

 

(2) Unpaid Leave for Family Purpose - An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care and support to a member of a class of person set out in subparagraph (ii) of paragraph (c) of subclause (1) of this clause who is ill.

 

(vi) The rights under this clause shall accumulate from year to year so long as the employment continues whether under this or any other award or Agreement.

 

For the purposes of this Clause, continuous service shall be deemed not to have been broken by:

 

(a) Any absence from work granted by the Company; or

 

(b) Any absence from work by reason of personal illness, injury or other reasonable cause proven by the employee.

 

(vii) Any accumulated sick leave over 120 hours can be paid out on an employee’s employment anniversary.

 

5.7 Compassionate Leave

 

An employee shall, on production of acceptable proof of the death of a spouse (including a de facto spouse), father, mother, foster father, foster mother, step-father, step-mother, brother, sister, father-in-law, mother-in-law, child or step-child, grandparents, grandchildren or grandparents-in-law be entitled on notice to compassionate leave without deduction from ordinary wages for such period not exceeding two days or as reasonable in the circumstances.

 

Compassionate leave will not be granted if the period of leave coincides with any period of paid leave.

 

5.8 Community Service

 

1. Jury Service

 

An employee required to attend for jury service:

 

(i) during his ordinary hours; or

 

(ii) immediately following an ordinary night shift or immediately preceding an ordinary afternoon shift on which the employee is rostered to work and, as a result of attending jury service, is not reasonably able to report for work on the night or afternoon shift as the case may be:

 

shall be reimbursed by the Company an amount equal to the difference between the amount paid in respect of this attendance for jury service and the ordinary time they would have worked had they not attended for jury service.

 

An employee shall notify the company as soon as possible of the date upon which he is required to attend for jury service. Further, the employee shall provide the company proof of his attendance, the duration of such attendance and the amount received in respect of such jury service.

 

2. Other Service

 

An employee may request the company to provide special leave due to community service emergencies eg; firefighting, S.E.S., payable at loss of ordinary earnings only. Employees will be entitled to a maximum of 80 hours in any year of such community service emergency leave. Further, the employee shall provide the company proof of his attendance, the duration of such attendance and any amount received in respect of such leave.

 

6. Disciplinary Policy

 

6.1 Objectives of Discipline Policy

 

A clear and effective Discipline Policy is fundamental in achieving production efficiency, safety and sound industrial relations. Disciplinary action is only necessary in most circumstances where the initial counselling of an employee has been unsuccessful. The Unions and the company agree on the following disciplinary procedure to be applied in the event of an employee’s unacceptable work performance or behaviour.

 

6.2 Employee’s right to have a witness present at an interview.

 

Before commencing any disciplinary interview, the employee must be advised of the purpose of the interview and may, if they wish, have a witness present at the interview. The person may be the union delegate or another employee (provided they are available and can be released from the job). The employee’s right to have a person of their choice is on the understanding that the attendance and involvement of that person should not unreasonably delay the interview.

 

If English fluency or language is a problem, an interpreter may be offered.

 

6.3 Stages of discipline

 

(i) Stage 1: Verbal Warning

 

In this process the Team Leader or Manager verbally warns an employee in respect of inappropriate behaviour. It should be indicated to the employee:

 

A. What is expected and required of him/her.

 

B. Where and how he/she has failed to meet the standard required.

 

C. What he/she must do to reach the required standard.

 

D. What the consequences will be if he/she failed to improve to the required standard.

 

Refer to the employee’s right to have a witness.

 

(ii) Stage 2: First Written Warning

 

Where unacceptable work performance or behaviour continues or the employee has displayed behaviour that in itself warrants an immediate written warning the Manager or Superintendent will issue a written warning in the following form:

 

As per Stage 1 detailed on a standard Company Form

 

Refer to the employee’s right to have a witness.

 

In the event that there is no repetition of the same misdemeanour or misconduct for a period of six (6) months the warning will lapse.

 

(iii) Stage 3: Final Written Warning

 

Where unacceptable work performance or behaviour continues or the employee has displayed behaviour that in itself warrants an immediate final written warning, the Manager or Superintendent will issue that warning in the following form.

 

As per Stage 1 detailed on a standard Company Form

 

Refer to the employee’s right to have a witness.

 

The final written warning will be issued in the presence of a union organiser and/or representative. In the event that there is no repetition of the same misdemeanour or misconduct for a period of twelve (12) months the warning will lapse.

 

6.4 Repetition of Misdemeanours After Lapse of Warnings

 

In the case of an employee whose first written warning has lapsed, where there is a repetition of the same misdemeanour or misconduct within a period of four (4) months, he/she will be placed back on a first written warning for six months.

 

In the case of an employee whose final written warning has lapsed, where there is a repetition of any misdemeanour or any misconduct within a period of six (6) months, he/she will be placed back on a written warning for a further six (6) months.

 

Should there be occasions where an employee through his/her action, indicates a failure to improve their performance and is abusing the warning system the situation will then be resolved through discussion between the Operations Manager, Union Representatives and the use of ongoing warnings will be reviewed.

 

6.5 Avoidance of Disputes

 

In the event there is a disagreement between the parties on what level of disciplinary action is required, the matter will be the subject to further discussion between the parties consistent with the disputes settling procedure in the MultiServ award. Where the parties cannot reach agreement the matter will be referred to the NSW Industrial Relations Commission for resolution.

 

Both parties shall withhold any form of action until a decision is made by the Commission and both parties will abide by the decision.

 

6.6 Degree of Discipline.

 

Appropriate disciplinary action must be chosen for each misdemeanour or case of misconduct. Different circumstances in each case make it impossible to generalise about which action is appropriate.

 

Listed below however, are some guidelines for the assistance of Team Leaders.

 

Category 1

 

Absenteeism

 

Inefficiency and poor performance

 

Poor timekeeping

 

Minor breach of safety regulation

 

Leaving the workplace without permission

 

Appropriate Discipline

 

Work through stages of discipline

 

Category 2

 

Negligence

 

Malingering

 

Verbal abuse of a work mate or supervisor

 

Appropriate Discipline

 

May be necessary to by-pass the verbal stage and give written warning to the employee.

 

Category 3

 

Major breach of safety regulations.

 

Possessing or consuming alcohol or other drugs on the job.

 

Deliberately damaging company property and personal property.

 

Falsifying time sheets or Doctors Certificates.

 

Physical abuse of a work mate or supervisor.

 

The theft and/or aiding and abetting the theft of company or customer property.

 

Abandonment of Employment

 

Appropriate Discipline

 

Instant Dismissal

 

6.7 Employee Assistance Scheme

 

If during any stages of the disciplinary procedure the company is of the view that an employee might need extra counselling or other professional support the management may offer an employee some form of assistance.

 

7. Training

 

7.1 Training Provisions

 

(i) The Company has a commitment to provide training to develop employee’s skills and competencies and maintain those skills so employees can carry out their duties.

 

(ii) Statutory training given off the job, outside normal working hours, will be paid at overtime rates of pay. Other training off the job, outside normal working hours, will be paid at single time rates of pay unless it involves productive work when it will be paid at overtime rates.

 

(iii) Employees will be trained in the skills which will be of maximum benefit to the team and needs of the Business.

 

(iv) An employee will receive an additional payment for skills only when full accreditation for competency in the applicable level has been given.

 

(v) The Teams training route is defined in Company Procedures.

 

(vi) Once deemed competent to a skill level employees are required to operate to that skill level whenever there is a need. Multi-skilling is a condition of employment.

 

(vii) A company nominated Training Coordinator who is competent may operate equipment when demonstrating its application to an employee in training.

 

(viii) Training periods are not to exceed 240 working hours or the period determined in the Training Module.

 

(ix) Team Training activities will be initiated by the Company following the development of Team Leader skill training as required in Clause 4.1.

 

7.2 Appraisals

 

(i) All employees will be appraised on an annual basis to gather information on the aspirations and expectations of employees and whether these are being satisfied.

 

(ii) Performance appraisals will be used to determine a training, development and career path for those employees who are seeking an opportunity to progress above Grade E or Team Leadership. Formal Appraisals of such employees will be conducted by Management.

 

(iii) Each employee is to receive regular feedback from their Team Leader on their performance in the job. Review, appraisal and feedback are to be on both an informal and formal basis.

 

8. Occupational Health & Safety

 

The Company and Employees are required to adhere to the requirements of current NSW Occupational Health and Safety Legislation at all times.

 

9. Continuity of Production and Procedure for Resolving Issues and Differences

 

9.1 Procedure for Resolving Disputes

 

(a) Intent

 

This procedure provides a series of steps whereby the parties in dispute engage in discussion and problem solving with a view to settling conflict by negotiation.

 

Work will continue normally and without interruption to the clients (BlueScope Steel) operations whilst the procedures are exercised so as to ensure employees do not lose income and the Company does not lose production, or cause any disruption to BlueScope Steel operations.

 

(b) Commencement

 

Once a dispute is identified, the pre-dispute conditions will be maintained for the duration of the dispute settling procedure unless some other condition is necessary to safeguard the plant and equipment, in which case, the Manager or Superintendent will communicate his reasons to the person representing the personnel involved. Such a decision will be without prejudice to any final solution reached.

 

(c) Responsibilities Union Representatives accept their obligation to ensure work continues during the dispute settling procedure.

 

(d) Procedure

 

Step 1

 

The details of the dispute or claim will be presented to the Team Leader in line with Company Policies and Procedures.

 

If the Team Leader’s immediate response is unacceptable to the aggrieved person or if there is a need to further investigate the situation or to refer it to a senior officer, then an Incident Notification Report will be prepared which will include the employee’s version of the dispute.

 

It will be the Line Manager’s obligation to provide a response to the issue as soon as possible. If a response is not given at the end of the Team Leader’s next ordinary shift, then he will give a progress report which will include an undertaking as to the time by which a response will be given.

 

Step 2

 

If the response provided by way of the Incident Notification Report is not acceptable to the aggrieved person and/or union representative they may seek discussion with the General Manager, with the aim of resolving the dispute to the satisfaction of all parties. This will be done by discussion or a series of discussions where all of the circumstances can be reviewed by the Union and management representatives.

 

Step 3

 

If resolution cannot be reached, then either part will refer the matter to the Industrial Relation Commission of NSW for assistance in resolving the matter.

 

10. Essential Services Dispensation

 

The intent of the essential services dispensation is that should employees feel that industrial action is a necessary means of resolving a dispute with the Company that this action should not cause physical damage to the customer’s plant and equipment, place his employees in danger or seriously damage the reputation of MultiServ and its workforce.

 

In the event that there is a stoppage of work by MultiServ employees the union and its members will agree to perform essential services that include, but may not necessarily be limited to: pouring hot iron from the blast furnaces at Area 21 as it should arise; removing scrap from rolling mills, casters and tundish aisles that may present a safety hazard; removing BF and BOS dusts and wastes from points of generation; deliver briquettes to BF and BOF as needed; and deliver charged scrap chutes to the BOS plant. In order to achieve this at least five operators per shift should be supplied of which three should be competent in operating Portal Cranes, two of operating a Kress EP500, one of operating a Hooklift and Ro/Ro trucks, one competent in dust and waste removal, and one competent in iron pouring. In addition minimum maintenance staff for the purposes of maintaining the essential service shall be supplied. MultiServ NSW Pty Limited was successful in obtaining the contract for the collection of wastes for briquetting and delivery of briquetted product to the BF and BOF therefore one additional operator, with the required skills to perform these activities, will be supplied.

 

The Productivity Payment of 2.5% (Clause 4.7.2(i)) will still be made should employees adhere to Clause 9.1 "Continuity of Production and Procedure for Resolving Issues and Differences".

 

If external factors such as state-wide stoppages and/or blockades or picketing of the site impede the adherence to the Dispute Settling procedures of Clause 9; then provided essential services are maintained, this Productivity payment will continue.

 

11. Site Employee Representative

 

11.1 Right of Entry

 

Officers of the Union will have the right to visit and interview its members on the site at meal times, and other times arranged with the employer that does not interrupt the operations of the Company.

 

11.2 Union Delegates

 

An employee appointed as a delegate shall upon notification by the union to the employer and employer site representative, be recognised as the accredited representative of the union to which he belongs and shall be allowed all necessary and reasonable time during working hours to submit to their employer matters affecting the employees they represent on all occasions.

 

A delegate shall on request be allowed reasonable time during working hours to attend to job matters affecting the union.

 

A delegate shall be committed to following the dispute resolving procedure under Clause 9 of this Award and shall remind the employees they represent to do so.

 

11.3 Participation and Communication

 

The Parties recognise the importance of the involvement and participation of employees in the areas of business which affect them and the need to ensure that communication paths of relevant information from management to employees and from employees to management are maintained, to this end the consultative committee of employees and management has been established.

 

Communication Meeting

 

(a) The company will provide for a paid "communication meeting" quarterly for union members to discuss matters between the union, the Company and its employees. Payments shall be made to members of the union who would normally have been rostered on and working at the time of the meeting provided that:-

 

(i) The meeting does not last more than approximately 1 hour.

 

(ii) Employees return to work after the meeting.

 

(iii) Essential services are maintained during the meeting as defined in Clause 10.

 

(iv) Employees continue to abide by Clause 9 of the MultiServ Award entitled "Continuity of Production for Resolving Issues and Differences".

 

(v) Employees continue to abide by Clause 10 of the MultiServ Award entitled "Essential Services Dispensation".

 

11.4 Delegate Training

 

Two (2) days per year of an authorised Union training course will be allowed for officially recognised delegates. These days can be accumulated for the life of the Award and pooled between the officially recognised delegates. On provision of an official attendance form to be signed by Site Management, the delegates will be paid at single time for the period of training.

 

12. No Extra Claims

 

The Union undertakes not to pursue any extra claims, award or over-award including State Wages Case Decision increases during the period of operation of this award.

 

Appendix 1

 

Offer Of Employment

 

To: ...............................

 

We refer to your recent application for employment with MultiServ Pty Ltd wish to advise you that your application has been successful for the position of:- ................................

 

Your employment will be on a Casual / Fixed Term / Part Time /Full Time basis

 

(Delete as appropriate)

 

MultiServ Pty Ltd (The Company) offers you this employment at its Port Kembla Site on the basis set out in this Agreement. If you wish to accept this offer please sign a copy of this letter and return it to the Manager.

 

MultiServ is a business involved in providing scrap, steel and iron handling and processing services for its customers.

 

The operation depends upon employees working as part of the MultiServ team to provide the service our customers demand.

 

The matters listed below are some of the important things which it is expected employees understand and comply with so that this operation can be a success and grow.

 

MultiServ and its management look forward to a satisfying employment relationship with all its employees.

 

I agree:

 

1. To obtain and provide of relevant License for this function prior to commencement of duties.

 

2. To abide by terms of any industrial award or agreement that is applicable to my employment by the Company.

 

3. That my employment in the first instance is on probation for a period of three months during which time I can terminate my employment on one weeks notice to the Company or the Company can terminate my employment on one weeks notice.

 

4. To work in accordance with flexible work practices, including the performance of any work which I am competent to perform, as required by the Company.

 

5. To work reasonable overtime to meet the Company’s requirement.

 

6. Not to absent myself from work without proper justification and to accept that the Company will strictly enforce the provisions covering absence, including abandonment of employment, particularly as regards notice and substantiation.

 

7. To abide by the Company’s safety rules including the requirements as to the wearing of safety equipment, clothing and footwear.

 

8. To carry out all reasonable instruction of the Company.

 

9. To employment on a shift basis if required.

 

10. To undergo a prior medical examination, the result of which must be satisfactory for the position offered.

 

11. To accept payment of wages and other monetary entitlements by way of approved electronic funds transfer (EFT).- Any Bank- Illawarra Credit Union, City Coast Credit Union- Illawarra Mutual Building Society (IMB).

 

12. To abide by rules relating to smoking at the workplace as determined by the Company, which includes no smoking in the lunchroom.

 

13. To not report for work under the influence of alcohol or drugs and to not consume alcohol or to use prohibited drugs whilst at work.

 

14. To attend all instruction and training courses as reasonably required by the Company.

 

15. To comply with the Harsco Code of Conduct at all times.

 

I have answered entirely truthfully in respect of all questions answered by me either orally during my job interviews or in writing on the application for employment form and health questionnaire form.

 

I have read and understood this employment agreement and acknowledge that if I fail to comply with it, or any part of it, I render myself liable to disciplinary action or summary dismissal.

 

 

.............................................

Employee’s Signature

 

 

Date: ......../......../........

 

 

..............................................

Witness (Company Officer)

 

Should you have any further questions concerning this employment or cannot commence duties on the day previously discussed, please contact the undersigned.

 

Yours sincerely

 

MultiServ PTY LTD

 

Appendix 2

 

Repairperson Relevant Qualification That Apply To This Award

 

1. Mechanical

 

Trade Certificates: Plant Mechanic (TAFE) or Equivalent

 

TAFE Courses:

 

Welding - Manufacturing and Engineering Program (Flexible Delivery)

 

(Min 16 Hours)

 

Hydraulic Systems and Pneumatic Systems (72 Hours Total)

 

Site Specific Course

 

Basic Automotive Electrical Course (12v & 24v) (24 Hours Total)

 

2. OEM Courses

 

Are those with specific relevance to existing site equipment as agreed with Maintenance Superintendent and General Manager.

 

Appendix 3

 

Rates of Pay

 

Classification

Current As at 21st February 2006

 

$

Production Employee Grade A

775.23

Production Employee Grade B

815.07

Production Employee Grade C

854.96

Production Employee Grade D

889.37

Production Employee Grade E

924.73

Repairperson Grade A

839.75

Repairperson Grade B

885.29

Repairperson Grade C

929.10

Repairperson Grade D

964.44

Repairperson Grade E

999.80

Administration Employee Grade A

775.23

Administration Employee Grade B

815.07

Administration Employee Grade C

854.96

 

The annual increases will not include any payments which are separate from the weekly/hourly rates, Team Leaders Allowance and peculiar to BlueScope Steel or other companies or industries.

 

The Annual increase will be paid 3 months in arrears.

 

Other Rates and Allowances

 

Team Leader

(when responsible)

$56.78 per 12-hour shift

 

The Team Leader will also receive a BlueScope Steel Canteen Meal Docket for the value of $9.00 (as at 21/2/06) for each shift worked

 

5 x 8 hour Day Shift

when responsible

(12hr Team Leader

5 = $38.03

Team Leader

 

allowance x Average

 

 

 

weekly shifts 3.5)

 

 

The Day Shift Team Leader will also receive a BlueScope Steel Canteen Meal Docket for the value of $9.00 (as at 21/2/06) for each shift worked.

 

Appendix 4 - Pay Allowances

 

Shift Work Allowances (per 38 hour week)

 

Classification

Hourly Rate

 

Current As at February 2006

 

$

5 x 2 Shift Allowance

1.3221

5 x Afternoon Shift

1.3221

12 Hour Rotating Shift

1.5863

 

Meal Allowance: $9.00

 

Tool Allowance (per 38 hour week)

 

Tool Allowance: $10.66

 

 

 

J. P. GRAYSON D.P.

 

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.

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