Friction Materials, &c., Manufacture (State) Award

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(No. IRC 1537 of 2007)

 

 

REVIEWED AWARD

 

Part A

 

1.  Arrangement of Award

 

PART A

 

Clause No.         Subject Matter

 

1.         Arrangement of Award

2.         Definitions

3.         Contract of Employment

4.         Hours

5.         Wages

6.         No Extra Claims

7.         Enterprise Consultation

8.         Allowances

9          Review Committee.

10.       Training

11.       Shift Work Allowance for Shift Workers

12.       Overtime

13.       Sunday Work

14.       Meal Times, Meal Allowances and Crib Breaks

15.       Holidays

16.       Annual Leave

17.       Payment of Wages

18.       General Conditions

19.       Sick Leave

20.       Bereavement Leave

21.       Family Leave

22.       Redundancy

23.       Long Service Leave

24.       Attendance at Repatriation Centres

25.       Jury Service

26.       Accident Pay and Workers’ Compensation

27.       Leave Reserved

28.       Enterprise Arrangements

29.       Anti-Discrimination

29A.    Traineeships

30.       Area Incidence and Duration

 

PART B

 

Annexure A - Skill Levels

Annexure B - Chargehands Job Description

 

2.  Definitions

 

(i)         Weekly employee shall mean a person employed and paid by the week.

 

(ii)        Casual employee shall mean an employee engaged and paid as such, for a period of less than one week.

 

(iii)       Rostered day off shall mean a day the employee is to be granted off so as to allow an average of thirty eight ordinary hours of work per week over a full roster cycle.

 

(iv)       A Chargehand shall mean an employee, appointed as such who in addition to performing his or her normal work, has the specific responsibility for supervising the work of other employees in the day-to-day running of the area for which they are responsible. (See Annexure "B").

 

(v)        A Senior Chargehand shall mean an employee appointed as such who, in addition to performing the work of a Chargehand shall have additional duties to perform in relation to assisting in the co-ordination of work flow across all areas of the factory, the allocation of personnel to each area, the commencing and ceasing of the factory’s operation on a daily basis. (See Annexure "B").

 

(vi)       Union shall mean the Australian Liquor Hospitality and Miscellaneous Workers Union, NSW Branch.

 

3.  Contract of Employment

 

(i)         Employment shall be on a weekly or casual basis.

 

(ii)        A week’s notice shall be given on either side at any time to terminate the employment of a weekly employee or the employer shall pay a week’s pay in lieu of notice or the employee shall forfeit a week’s pay in lieu of such notice.

 

(iii)       The employment of a casual employee may be terminated by one hour’s notice.

 

(iv)       Nothing contained within this clause shall be construed so as to limit the rights of an employer to dismiss an employee without notice, for misconduct or to deduct from the employee’s wages any time absent from duty in any one week unless such absence is sanctioned by this award or is permitted by the employer.

 

(v)        In the event of the work of the factory or workshop being stopped by a breakdown of machinery or by fire or as a result of strikes or any other stoppage beyond control of the management all weekly employees who present themselves for work shall be found work for that day or shall be paid one day’s wages in lieu thereof. The employer may, when such breakdown or stoppage occurs, give notice to the employees that their services shall not be required on the following day. The employees shall not be entitled to any further payment in respect of any further days on which they are out of employment by reason of such breakdown or stoppage.

 

(vi)       For the purpose of calculating service or continuity of employment in respect of long service leave, annual leave and/or sick leave payments under this award any break of employment, occasioned by the operation of subclause (v) of this clause, shall be disregarded.

 

(vii)      Statement of Service: Upon request by an employee, the employer shall give an employee a signed statement of service upon termination. Such statement shall certify the period of commencing and ceasing employment and the class of work upon which the employee was employed.

 

(viii)     Employees covered by this award shall perform all work within their skill, competence and training including work which is incidental or peripheral to their main tasks or functions.

 

4.  Hours

 

(i)         Day Workers: The ordinary hours of labour exclusive of meal times shall be an average of thirty eight (38) hours per week over a full roster cycle and shall not exceed eight hours per day, Monday to Friday, inclusive, between the hours of 6.50 am, and 4.30 p.m.

 

(ii)        Shift Workers:

 

(a)        The ordinary working hours of employees shall not exceed an average thirty eight per week over a full roster cycle; in each case the shifts shall not exceed eight hours.

 

(b)        A shift shall be known and shall be regarded as being wholly within the day upon which it commences even though part of such shift may carry over into the following day: Provided that all ordinary time worked on a shift, the greater part of which falls on a Saturday, shall be paid at the rate of time and one half. Such extra rates shall be in substitution for and not cumulative upon the shift allowance prescribed in clause 8 this award.

 

(c)        An employee who has completed a period of work, including overtime shall not recommence duty before at least eight hours have elapsed.

 

(iii)       The ordinary hours of work shall be notified in writing to employees in a conspicuous place at the employer’s place of work. The starting and finishing times of all employees when once fixed shall not be altered without seven days’ notice to the employees concerned: Provided that, by mutual agreement between the employer and the Union and/or Union delegate, the starting and finishing times may be altered without such notice being given.

 

5.  Wages

 

(i)         Adult Employees: The following minimum rates of pay shall be paid:

 

 

(ii)        The levels contained in subclause (i) are based on the holding of basic, intermediate and advanced skills as set out below. A full list of such skills is attached to the award as Annexure A.

 

Level 1:  Three basic skills.

 

Level 2:  Four basic skills and one intermediate skill.

 

Level 3:  Six basic skills and two intermediate skills - Provided that one of the intermediate skills should be from the following:

 

Automotive:

 

Operating various hot presses;

 

Operating cold mould press;

 

Operating extruder;

 

Operating radial drill; or

 

Matching and inspecting disc pad sets.

 

Railway:

 

Deflashing and branding blocks;

 

Carrying out coil changes on 120-ton press; or

 

Manufacture of various friction dusts.

 

Level 4:  Six basic skills, three intermediate skills and one advanced skill. Provided that any advanced skill may be held but the intermediate skills held must be complementary to that advanced skill.

 

Level 5:  Six basic skills, four intermediate skills and two advanced skills OR Forklift Operator, (where driving a forklift is the major function of an employee). Provided that one of the advanced skills should be from the following:

 

Automotive:

 

Raw materials mixing;

 

Cutting liners to length and grinding them to width (manually); or

 

Operating large hot moulding press.

 

Railway:

 

Manufacturing of resin;

 

Carrying out die changes on the 120 and 80 ton presses; or

 

Operating auto biscuit press and curing ovens.

 

Level 6: Six basic skills, six intermediate skills and three advanced skills. Provided that the advanced skills are from at east two areas of the factory, e.g.

 

Automotive:

 

1.          Setting up and operating an N.C. drill;

 

2.          Raw materials mixing.

 

Railway:

 

1.          Weigh raw materials;

 

2.          Carry out die changes on the 120 and 60 ton presses,

 

Level 7: Six basic skills, eight intermediate skills and four advanced skills. Provided that the advanced skills are from at least Three areas at the factory, e.g.

 

Automotive:

 

1.          Operating flat sheet biscuit and multi-platen press;

 

2.          Setting and operating gas frames and electric oven;

 

3.          Operating Automatic biscuit press.

 

Railway:

 

1.          Operating hot mould presses;

 

2.          The manufacture of resin; or

 

3.          Carrying out die changes on the 120 and 80 ton presses.

 

(iii)       Implementation of skills structure:

 

1.          The classification of new employees will be based on skills acquired.

 

2.          The classification of existing employees will be based on an assessment of the skills currently held.

 

3.          Probationary Period:

 

(a)        When an employee is transferred to a higher skill level that transfer shall be subject to a probationary period of one month's satisfactory performance of skills at that level.

 

(b)       New employees will be hired on the basis of one month of a probationary period of satisfactory performance of skills at the level at which they were hired.

 

4.          All employees will assist other employees in gaining new skills and carry out training of such employees as required.

 

5.          It is not compulsory that existing employees increase their individual skill levels.

 

6.          New employees will be required to acquire additional skills over and above those skills in level one.

 

7.          An employee acquiring new skills (or assessed as currently holding certain skills) will be required to exercise such skills to be paid at the appropriate skill level.

 

8.          A Review Committee will be established - see Clause 9, Review Committee.

 

9.          All employees will be given the opportunity to acquire new skills on a fair and equitable basis subject to the requirement of the company that certain skills must be acquired and carried out at each skill level.

 

(iv)       The rates of pay in this award include the adjustments payable under the State Wage Case 2007. These adjustments may offset against:

 

(a)        any equivalent over award payments, and/or

 

(b)        award wage increases since 29 May 1991 other than safety net, State Wage Case and minimum rates adjustments.

 

6.  No Extra Claims

 

It is a term of this award arising from the decision of the Industrial Commission of New South Wales in the State Wage Case May 2001 IRC 3025 of 2001 that the union undertakes, not to pursue any extra claims, award or over-award, except where consistent with the State Wage Case principles.

 

7.  Enterprise Consultation

 

Enterprises covered by this award shall establish a consultative mechanism and procedures appropriate to their size, structure and needs for consultation and negotiation on matters affecting their efficiency and productivity.

 

8.  Allowances

 

(i)         First Aid Allowance: An employee appointed to act as a first aid attendant in addition to normal duties shall be paid an additional allowance of $2.76 per day or shift.

 

(ii)        Boiler Attendant Certificate: An employee required to hold a Boiler Attendants Certificate shall be paid an additional $16.20 per week.

 

(iii)       All employees engaged in the periodic cleaning of the dust collection filtration plant shall be paid 76 cents per hour extra whilst so engaged.

 

(iv)       All employees engaged in handling pigmented oxide shall be paid 37 cents per hour extra whilst so employed.

 

(v)        Casual employees shall be paid at the rate fixed for the level at which they are classified plus 20 per centum.

 

(vi)       The minimum rates of pay for junior employees shall be the following percentages of the appropriate rate of pay prescribed for Level 1 in subclause (i) of Clauses 5, Wages.

 

			Percentage
(a)	Day Work-
		Under 16 years of age	80
		At 18 years of age and over	100
(b)	Shift Work-
		Under 18 years of age	95
		At l8 years of age and over	100

 

(c)        The rates prescribed in paragraphs (a) and (b) of this subclause, shall be calculated to the nearest five cents.  In adjusting such rates any result in the final calculation below 2.5 cents to be disregarded.

 

9.  Review Committee

 

(i)         A Review Committee will be established consisting of three (3) elected shop floor personnel covered by this award; an appropriate foreman from each site and a Representative from Management who will chair the meeting.

 

(ii)        The Review Committee shall have the following responsibilities:

 

(a)        to evaluate and assess any new skills that may be introduced; and

 

(b)        to re-evaluate existing skills where significant changes occur to such skills;

 

(c)        to re-assess individual employees who may seek to have their initial assessment upon implementation of the skills structure contained in Clause 5, Wages reviewed. Such review to take place no earlier than three months from the date of operation of this award;

 

(d)        to review the recommendations from Chargehands for the re-grading of employees under their supervision and from those recommendations make a final determination.

 

(iii)       The Review Committee will also review the Training Programme which will be introduced to enable the implementation of the skills structure contained in Clause 5, Wages.

 

(iv)       All minutes of the Review Committee will be posted on the Factory notice board.

 

(v)        Decisions of the Review Committee will be final provided that in the event of a serious dispute the Management and the Union shall be involved in resolving the matter.

 

10.  Training

 

(i)         All employees covered by this award will be required to undertake training, as nominated by the employer appropriate to their skill levels or in order to be transferred to a higher skill level.

 

(ii)        Where possible such training shall be carried out on day shift during employees ordinary working hours.

 

(iii)       Employees may be transferred from afternoon shift to day shift to undertake specified training. Such transfer to be without loss of pay.

 

(iv)       An employee may be required to undertake training for up to two hours prior to the commencement of shift or up to two hours after the completion of a shift. Such time to be treated as time worked and paid for at ordinary time rates of pay and the provisions of clause 12, Overtime, shall not apply to such time worked nor shall the provisions of clause 14, Meal Times, Meal Allowances and Crib Breaks.

 

After completion of any scheduled training on a daily basis, each employee shall be given at least 8 hours off duty (excluding travelling time) before there is a requirement to resume ordinary hours. Provided that where an employee is rostered to work on the shift on which such training is undertaken then the said employee shall resume normal duties until the completion of such shift.

 

(v)        Relief arrangements for training purposes shall be organised at the discretion of the company.

 

(vi)       Where training is conducted off site during normal working hours such time shalt be treated as ordinary time worked. Provided that reasonable travelling expenses shall be paid.

 

(vii)      Where an employee is required to undertake a course at a TAFE College outside normal working hours such time shall not count as time worked, however, any reasonable expenses associated with such course shall be paid by the employer, Provided that where necessary shift workers shall be granted time off to attend such a course where it is held during an employees rostered shift. Such time to count as time worked.

 

(viii)     Rostered Days Off may be re-scheduled to fit in with training schedule by mutual agreement between the company and the employee.

 

11.  Shiftwork Allowance for Shiftworkers

 

(i)         Adult shift workers on afternoon shift shall be paid $19.36 per shift and on night shift $22.12 in addition to the rates payable under this award.

 

(ii)        Adult shift workers who do not work day shift in regular rotation or who work permanent afternoon or night shift, shall in addition to the rates prescribed in subclause (i) of this clause be paid $4.85 for afternoon shift and $11.07 for night shift over and above the relevant rotating shift rate specified in subclause (i).

 

12.  Overtime

 

(i)         All time worked in excess of the hours mentioned in clause 4, Hours, of this award, or outside the starting and finishing times prescribed herein or on the rostered day off shall be paid for at the rate of time and a half for the first two hours and at the rate of double time thereafter. Provided that a day worker called upon to commence duty between midnight and 6.30 am, shall be paid at the rate of double time for all time worked during the said period,

 

(ii)        An employee required to work overtime during the weekend, Saturday and/or Sunday, or on holidays, except in the case of breakdowns, shall be given, where possible, at least three days’ notice that there will be a requirement to so work.

 

(iii)       All time of duty on a Saturday shall be paid for at overtime rates with a minimum payment of four hours at such rate; Provided that such minimum payment shall not apply to overtime worked as a continuation upon ordinary hours on Friday.

 

(iv)       If, after having completed his/her ordinary day’s work and after the signal terminating the shift has blown, an employee is then informed of the requirement to work overtime he/she shall be paid at the appropriate overtime rate with a minimum of two hours.

 

(v)        When an employee, after having worked overtime or a shift for which the employee has not been regularly rostered, finishes work at a time when reasonable means of transport are not available, the employer shall provide the employee with a conveyance to the nearest possible public transport or shall pay the employees current wage for the time reasonably occupied in reaching home.

 

(vi)       An employee recalled to work after having left the factory site shall be paid a minimum of four hours pay at the appropriate overtime rate.

 

13.  Sunday Work

 

All time of duty on a Sunday shall be paid for at the rate of double time with a minimum payment of four hours at such rate.

 

14.  Meal Times, Meal Allowances and Crib Breaks

 

(i)         Day workers shall be allowed not less than thirty minutes nor more than forty five minutes for a meal between 12 noon and 1.30 p.m.

 

(ii)        Shift workers shall be allowed twenty minutes for crib and such times shalt be counted as time worked. Crib time shall be taken in such a way so as not to interfere with production being carried on.

 

(iii)       When the meal or crib times have once been fixed then they shall not be altered without one week’s notice to the employees concerned; Provided that the week’s notice may be dispensed with by agreement between the employer and the Union and/or the Union delegate.

 

(iv)       Subject to the provisions of subclause (ii) and (iii), of this clause, an employee who works during a meal or crib time ate of time and one half for the time so worked and such payment shall continue until a meal or crib break is allowed.

 

(v)        An employee required to work overtime of two hours or more before or after the usual ceasing time shall be paid $7.43 for the first meal and $6.90 for each subsequent meal which will apply after every additional four hours overtime unless suitable meals are provided by the employer.  Should an employee be notified of the intention to work overtime and then not be called upon to do so, the employee shall be paid the sum of $7.39.

 

(vi)       Where the period of overtime is to exceed 1.5 hours an employee prior to starting such overtime after working ordinary hours, shall be allowed a crib break of 20 minutes which shall be paid for at ordinary rates; or

 

An employee working overtime after working ordinary hours shall be allowed a crib break of 20 minutes without deduction of pay after each four hours of overtime worked if the employee continues work after such crib break.

 

(vii)      An employer and employee may agree to any variation of this clause to meet the circumstances of the work in hand provided that the employer shall not be required to make any payment in respect of any time allowed in excess of 20 minutes.

 

15.  Holidays

 

(i)         The days upon which the undermentioned holidays are observed shall be holidays, viz; New Years Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen’s Birthday, Eight Hour Day, Christmas Day and Boxing Day together with all proclaimed or gazetted public holidays throughout the State and together with any special holiday declared in the Sydney Metropolitan area, and the picnic day of Union, which shall be held on a day to be determined each year by mutual agreement between the employer and the Union. For all employees, excepting casuals, the above holidays shall be deemed time worked in an ordinary working day and shall be paid for as such. For all time worked on holidays employees, other than casuals, shall be paid at one and a half times ordinary rates in addition to the payment referred to in this subclause with a minimum payment of four hours at such rate.

 

(ii)        In the event of employees rostered day off falling on a public holiday, the employer and the employee shall agree to an alternative day off to be substituted. Provided in the absence of agreement the day shall be determined by the employer.

 

(iii)       Casual employees shall be paid at double and a half ordinary rates for work done on the holidays prescribed by subclause (i), of this clause, with a minimum payment of four hours at such rate.

 

16.  Annual Leave

 

(i)         See Annual Holidays Act 1944.

 

(ii)        Payment for annual leave taken by employees while continuing in employment pursuant to the provisions of subclause (i), of this clause, shall be at the ordinary pay rate applying under the NSW Annual Holidays Act 1940 as amended, plus an additional annual leave loading of twenty per cent (20%).

 

(iii)       The employers reserve the right to have the four weeks’ annual heave broken into two parts.

 

17.  Payment of Wages

 

(i)         Wages shall be paid weekly on a day fixed by the employer other than a Saturday, a Sunday or a holiday.

 

(ii)        In the event that an employee, by virtue of the arrangement of ordinary working hours is rostered off on a day which coincides with pay day, such employee shall be paid no later than the working day immediately following pay day.

 

(iii)       Casual employees shall be paid within fifteen minutes of their services being dispensed with at the office of the place where the work has been performed.

 

18.  General Conditions

 

(i)         Employees engaged in wet cleaning work shall be supplied with rubber knee boots or rubber ankle boots and when necessary with gloves.  All employees shall be provided with not more than two pairs of overalls per year.

 

(ii)        No youth under eighteen years of age shall be allowed to lift or carry any material or package of more than 11.34 kilos of weight. (Note - See section 37 of the Factories, Shops and Industries Act, 1962, for the limitations upon weights that young persons may lift or carry).

 

(iii)       When regularly required to work in the open, employees shall be supplied when necessary with oilskins, hats and rubber boots.

 

(iv)       Conditions of Issue of Overalls:

 

(a)        The employer shall insist that the conditions now applying to the issue of overalls to other workers in his/her employ shall operate, namely, that ownership of the overalls shall vest, at all times, in the employer, and that unserviceable suits shall be surrendered to the stores officer when requisitioning replacements.

 

(b)        Laundering shall be the responsibility of the employer.

 

(c)        The employer reserves the right to discontinue the issue of overalls in the event of any trafficking in or retention of same.

 

19.  Sick Leave

 

(i)         Any employee with not less than three months’ service who does not attend for duty by reason of personal ill-health shall be paid at the rate of pay herein provided for the actual time of non-attendance; Provided that the employee     produces or forwards within twenty-four hours of the commencement of such absence from employment evidence satisfactory to the employer that non- attendance was due to personal ill-health.

 

(ii)        An employee shall not be entitled in the first year of employment of any period of service to leave in excess of five days of working time.

 

(iii)       An employee shall not be entitled during the second and subsequent years with the employer to leave in excess of ten days of working time.

 

(iv)       There shall be an unlimited accumulation of any untaken sick leave which shall be recorded and shall be paid to any employee who retires at age sixty or more with at least ten years of service with the Company.

 

20.  Bereavement Leave

 

(i)         An employee, other than a casual employee, shall be entitled to up to two days bereavement leave without deduction of pay, up to and including the day of the funeral, on each occasion of the death of a person prescribed in subclause (iii) of this clause. Where the death of a person prescribed by the said subclause (iii) occurs outside Australia the employee shall be entitled to one day bereavement leave, provided that such leave shall be extended to two days where the employee travels overseas to attend the funeral.

 

(ii)        The employee must notify the employer as soon as practicable of the intention to take bereavement leave and will, if required by the employer, provide, to the satisfaction of the employer proof of death.

 

(iii)       Bereavement leave shall be available to the employee in respect to a death of a person prescribed for the purposes of personal carers leave as set out in subparagraph 21.1.3.2 of paragraph 21.1.3 of subclause 21.1 of clause 21, Family Leave, provided that, for the purpose of bereavement leave, the employee need not have been responsible for the care of the person concerned.

 

(iv)       An employee shall not be entitled to bereavement leave under this clause during any period in respect of which the employee has been granted other leave.

 

(v)        Bereavement leave may be taken in conjunction with other leave available under subclauses 21.2, 21.3, 21.4, 21.5, and 21.6 of the said clause 21. In determining such a request the employer will give consideration to the circumstances of the employee and the reasonable operational requirements of the business.

 

(vi)       Bereavement entitlements for casual employees

 

(a)        Subject to the evidentiary and notice requirements in 20(ii) casual employees are entitled to not be available to attend work, or to leave work upon the death in Australia of a person prescribed in subclause 21.1.3.2 of clause 21, Family Leave.

 

(b)        The employer and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The casual employee is not entitled to any payment for the period of non-attendance.

 

(c)        An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not engage a casual employee are otherwise not affected.

 

21.  Family Leave

 

21.1      Use of Sick Leave

 

21.1.1   An employee, other than a casual employee, with responsibilities in relation to a class of person set out in 21.1.3.2 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 at clause 19, Sick Leave of the award, for absences to provide care and support for such persons when they are ill, or who require care due to an unexpected emergency. Such leave may be taken for part of a single day.

 

21.1.2   The employee shall, if required,

 

(1)        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, or

 

(2)        establish by production of documentation acceptable to the employer or a statutory declaration, the nature of the emergency and that such emergency resulted in the person concerned requiring care by the employee.

 

In normal circumstances, an employee must not take carer's leave under this subclause where another person had taken leave to care for the same person.

 

21.1.3   The entitlement to use sick leave in accordance with this subclause is subject to:

 

21.1.3.1            the employee being responsible for the care of the person concerned; and

 

21.1.3.2            the person concerned being either:

 

21.1.3.2.1         a spouse of the employee; or

 

21.1.3.2.2         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 tide domestic basis although not legally married to that person; or

 

21.1.3.2.3         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

 

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

 

21.1.3.2.5         a relative of the employee who is a member of the same household, where for the purposes of this clause:

 

21.l.3.2.5.1       "relative" means a person related by blood, marriage or affinity;

 

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

 

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

 

21.1.3.3            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 persons 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.

 

Note: In the unlikely event that more than 10 days sick leave in any year is to be used for caring purposes the employer and employee shall discuss appropriate arrangements which, as far as practicable, take account of the employer’s and employee’s requirements.

 

Where the parties are unable to reach agreement the disputes procedure should be followed.

 

21.2      An employee may elect, with the consent of the employer, to take unpaid leave for the purpose of providing care and support to a class of person set out in 21.1.3.2 above who is ill or who requires care due to an unexpected emergency.

 

21.3      Annual Leave

 

21.3.1   An employee may elect, with the consent of the employer to take annual leave not exceeding ten days in single-day periods, or part thereof, in any calendar year at a time or times agreed by the parties.

 

21.3.2   Access to annual leave, as prescribed in paragraph 21.3.1, shall be exclusive of any shutdown period provided for elsewhere under this Award.

 

21.3.3   An employee and employer may agree to defer payment of the annual leave loading in respect of single day absences, until at least 5 consecutive annual leave days are taken.

 

21.3.4   An employee may elect with the employers agreement to take annual leave at any time within a period of 24 months from the date at which it falls due.

 

21.4      Time off in Lieu Of Payment For Overtime

 

21.4.1   An employee may elect, with the consent of the employer, to take time off in lieu of payment for overtime at a time or times agreed with the employer within 12 months of the said election.

 

21.4.2   Overtime taken as time off during ordinary time hours shall be taken at the ordinary time rate, that is an hour for each hour worked.

 

21.4.3   If having elected to take time as leave in accordance with 21.4.1, the leave is not taken for whatever reason payment for time accrued at overtime rates shall be made at the expiry of the 12 month period or on termination.

 

21.4.4   Where no election is made in accordance with 21.4.1, the employee shall be paid overtime rates in accordance with the Award.

 

21.5      Make-Up Time

 

21.5.1   An employee may elect, with the consent of their employer, to work "make-up time", under which the employee takes time off ordinary hours, and works those hours at a later time, during the spread of ordinary hours provided in this Award, at the ordinary rate of pay.

 

21.5.2   An employee on shift work may elect, with the consent of the employer, to work "make-up time" (under which the employee takes time off ordinary hours at a later time), at the shift work rate which would have been applicable to the hours taken off.

 

21.6      Rostered Days Off

 

21.6.1   An employee may elect, with the consent of the employer, to take a rostered day off at any time.

 

21.6.2   An employee may elect, with the consent of the employer, to take rostered days off in part day amounts.

 

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

 

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

 

21.7      Personal Carers Entitlement for casual employees -

 

(1)        Subject to the evidentiary and notice requirements in 21.1.2 and 21.1.3.3 casual employees are entitled to not be available to attend work, or to leave work if they need to care for a person prescribed in subclause 21.1.3.2 of this clause who are sick and require care and support, or who require care due to an unexpected emergency, or the birth of a child.

 

(2)        The employer and the employee shall agree on the period for which the employee will be entitled to not be available to attend work. In the absence of agreement, the employee is entitled to not be available to attend work for up to 48 hours (i.e. two days) per occasion. The casual employee is not entitled to any payment for the period of non-attendance.

 

(3)        An employer must not fail to re-engage a casual employee because the employee accessed the entitlements provided for in this clause. The rights of an employer to engage or not to engage a casual employee are otherwise not affected.

 

21A.  Parental Leave

 

(1)        Refer to the Industrial Relations Act 1996 (NSW).  The following provisions shall also apply in addition to those set out in the Industrial Relations Act 1996 (NSW).

 

(2)        An employer must not fail to re-engage a regular casual employee (see section 53(2) of the Act) because:

 

(a)        the employee or employee's spouse is pregnant; or

 

(b)        the employee is or has been immediately absent on parental leave.

 

The rights of an employer in relation to engagement and re-engagement of casual employees are not affected, other than in accordance with this clause.

 

(3)        Right to request

 

(a)        An employee entitled to parental leave may request the employer to allow the employee:

 

(i)         to extend the period of simultaneous unpaid parental leave use up to a maximum of eight weeks;

 

(ii)        to extend the period of unpaid parental leave for a further continuous period of leave not exceeding 12 months;

 

(iii)       to return from a period of parental leave on a part-time basis until the child reaches school age;

 

to assist the employee in reconciling work and parental responsibilities.

 

(b)        The employer shall consider the request having regard to the employee's circumstances and, provided the request is genuinely based on the employee's parental responsibilities, may only refuse the request on reasonable grounds related to the effect on the workplace or the employer's business.  Such grounds might include cost, lack of adequate replacement staff, loss of efficiency and the impact on customer service.

 

(c)        Employee's request and the employer's decision to be in writing

 

The employee's request and the employer's decision made under 3(a)(ii) and 3(a)(iii) must be recorded in writing.

 

(d)        Request to return to work part-time

 

Where an employee wishes to make a request under 3(a)(iii), such a request must be made as soon as possible but no less than seven weeks prior to the date upon which the employee is due to return to work from parental leave.

 

(4)        Communication during parental leave

 

(a)        Where an employee is on parental leave and a definite decision has been made to introduce significant change at the workplace, the employer shall take reasonable steps to:

 

(i)         make information available in relation to any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave; and

 

(ii)        provide an opportunity for the employee to discuss any significant effect the change will have on the status or responsibility level of the position the employee held before commencing parental leave.

 

(b)        The employee shall take reasonable steps to inform the employer about any significant matter that will affect the employee's decision regarding the duration of parental leave to be taken, whether the employee intends to return to work and whether the employee intends to request to return to work on a part-time basis.

 

(c)        The employee shall also notify the employer of changes of address or other contact details which might affect the employer's capacity to comply with paragraph (a).

 

22.  Redundancy

 

22.1      Discussions Before Terminations

 

22.1.1   Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing done by anyone and this is not due to the ordinary and customary turnover of labour and that decision may lead to termination of employment, the employer shall hold discussions with the employees directly affected and with their Union.

 

22.1.2   The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provisions of paragraph 22.1.1 hereof and shall cover, inter alia, any reasons for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any terminations on the employees concerned.

 

22.1.3   For the purposes of the discussion the employer shall, as soon as practicable, provide in writing to the employees concerned and their Union, and relevant information about the proposed terminations including the reasons for the proposed terminations, the number and categories of employees likely to be affected, and the number of workers normally employed and the period over which the termination are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure of which would be inimical to the employer’s interests.

 

22.2      Transfer To Lower Paid Duties

 

Where an employee is transferred to Lower paid duties for reasons set out in paragraph 22.1.1, the employee shall be entitled to the same period of notice of transfer as the employee would have been entitled to if his/her employment had been terminated, and the employer may at the employer’s option, make payment in lieu thereof of an amount equal to the difference between the former ordinary time rate of pay and the new lower ordinary time rates for the number of weeks of notice still owing.

 

22.3      Severance Pay

 

In addition to the period of notice prescribed for ordinary termination in clause 3, Contract of Employment, and subject to further order of the Commission, an employee whose employment is terminated for reasons set out in paragraph 22.1.1, shall be entitled to the following amount of severance pay in respect of a continuous period of service:

 

Period of Continuous Service	Severance Pay
1 year or less	Nil
Over 1 year and up to the completion of 2 years	4 weeks’ pay
Over 2 years and up to the completion of 3 years	6 weeks’ pay
Over 3 years and up to the completion of 4 years	7 weeks pay
Over 4 years	8 weeks pay

 

Weeks Pay means the ordinary time rate of pay for the employee concerned.

 

Provided that severance payments shall not exceed the amount which the employee would have earned if employment with the employer had proceeded to the employees normal retirement date.

 

22.4      Employee Leaving During Notice

 

An employee whose employment is terminated for reasons set out in paragraph 22.1.1 may terminate his/her or her employment during the period of notice and, if so, shall be entitled to the same benefits and payments under this clause had the employee remained with the employer until the expiry of such notice. Provided that in such circumstances the employee shall not be entitled to payment in lieu of notice.

 

22.5      Alternative Employment

 

An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

 

22.6      Time Off During Notice Period

 

22.6.1   During the period of notice of termination given by the employer for reasons set out in paragraph 22.1.1 an employee shall be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.

 

22.6.2   If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment, the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or the employee shall not receive payment for the time absent. For this purpose a statutory declaration will be sufficient.

 

22.7      Notice to Employment National and Centrelink

 

Where a decision has been made to terminate employees in the circumstances outlined in paragraph 22.1.1, the employer shall notify Employment National and Centrelink thereof as soon as possible giving relevant information including the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out.

 

22.8      Superannuation Benefits

 

Subject to further order of the Commission where an employee who is terminated receives a benefit from a superannuation scheme, such employee shall only receive under subclause 21.3, the difference between the severance pay specified in that subclause and the amount of the superannuation benefit the employee receives which is attributable to employer contributions only.  If this superannuation benefit is greater than the amount due under subclause 21.3 then the employee shall receive no payment under that clause.

 

22.9      Transmission Of Business

 

22.9.1   Where a business is before or after the date of this Award, transmitted from an employer (in this subclause called "the transmitter") to another employer (in this subclause called "the transmittee"’) and an employee who at the time of such transmission was an employee of the transmitter in that business becomes an employee of the transmittee:

 

22.9.1.1            the continuity of the employment of the employee shall be deemed not to have been broken by reason of such transmission, and

 

22.9.1.2            the period of employment which the employee has had with the transmitter or any prior transmitter shall be deemed to be service of the employee with the transmittee.

 

22.9.2   In this subclause "business" includes trade, process, business or occupation and includes part of any such business and transmission includes transfer conveyance, assignment or succession whether by agreement or by operation of law and ‘transmitted’ has a corresponding meaning.

 

22.10    Mechanisation and Technological Changes

 

22.10.1             Notwithstanding any other provisions of this clause, whereon account of the introduction or proposed introduction by an employer of mechanisation or technological changes in the industry in which the employer is engaged, the employer terminates the employment of an employee who has been employed for the preceding 12 months, such employee shall be given three months’ notice of the termination of employment; provided that, if the employer fails to give such notice in full:

 

22.10.1.1          the employee shall be paid at the rate specified for the employee’s ordinary classification in clause 5, Wages, for a period equal to the difference between three months and the period of the notice given, and

 

22.10.1.2          the period of notice required by this subclause to be given shall be deemed to be service with the employer for the purpose of the Long Service Leave Act 1955. the Annual Holidays Act 1944, or any Act amending or replacing either of those Acts; and provided further that the right of the employer to summarily dismiss an employee for the reasons specified in subclause (iv) of clause 3, Contract of Employment, shall not be prejudiced by the fact that the employee has been given notice pursuant to this subclause of the termination of the employee’s employment.

 

22.10.2             When an employer gives to an employee notice of the termination of employment on account of the introduction or proposed introduction of mechanism or technological changes, within 14 days thereafter the employer shall give notification in writing to the Industrial Registrar, the New South Wales Government Director of Vocational Guidance, the New South Wales Government Director of Technical and Further Education and the New South Wales Branch Secretary of Australian Liquor, Hospitality and Miscellaneous Workers Union, of the fact, stating the employee’s name, address and usual occupation and the date when the employment terminated or will terminate in accordance with the notice given.

 

22.11    Employees With Less Than One Year’s Service

 

This clause shall not apply to employees with less than one years continuous service and the general obligation on employers should be no more than to give relevant employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by the employees of suitable alternative employment.

 

22.12    Employees Exempted

 

This clause shall not apply where employment is terminated as a consequence of conduct that justified instant dismissal, including malingering, inefficiency or neglect of duty, or in the case of casual employees, apprentices, or employees engaged for a specific period of time or for a specified task or tasks for a period of less than 12 months.

 

22.13    Employers Exempted

 

Subject to an order of the Commission, in a particular redundancy case, this clause shall not apply to employers who employ less than 15 employees,

 

Incapacity To Pay

 

An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied on the basis of the employers incapacity to pay.

 

23.  Long Service Leave

 

See Long Service Leave Act 1955.

 

24.  Attendance at Repatriation Centres

 

Employees, being ex-service personnel, shall be allowed as time worked, lost time incurred whilst attending repatriation centres for medical examination and/or treatment; provided that -

 

(a)        Such lost time does not exceed eight hours on each occasion;

 

(b)        payment shall be limited to the difference between ordinary wage rates for time host and any payment received from the Repatriation Department as a result of each such visit;

 

(c)        the provisions of this clause will apply to a maximum of four such attendances in any year of service with any employer;

 

(d)        the employee produces evidence satisfactory to the employer that the employee is required to and subsequently does attend a repatriation centre.

 

25.  Jury Service

 

(i)         An employee required to attend for jury service during ordinary working hours shah be reimbursed by the employer an amount equal to the difference between the amount paid in respect of attendance for such jury service and the amount of wages that would have been received in respect of the ordinary time that would have worked had the employee not been on jury service.

 

(ii)        An employee shall notify the employer as soon as possible of the date upon which the employee is required to attend for jury service. Further, the employee shall give the employer proof of attendance, the duration of such attendance and the amount received in respect of such jury service.

 

26.  Accident Pay and Workers’ Compensation

 

Employees absent from work and in receipt of Workers’ Compensation shall be paid by their employing Company, in addition to any Workers’ Compensation they receive in accordance with the Workers Compensation Act 1987, a subsidy of an amount to increase the Workers’ Compensation payment received to the worker’s weekly wage in accordance with the terms and conditions agreed between the employer and the Australian Liquor Hospitality and Miscellaneous Workers’ Union, New South Wales Branch.

 

27.  Leave Reserved

 

Leave is reserved to the Union to apply as it may be advised with respect to wages and conditions generally should the current wage fixing Principles cease to apply.

 

28.  Enterprise Arrangements

 

Enterprise Arrangements - Parties -

 

28.1      As part of the Structural Efficiency exercise and as an ongoing process, improvements In productivity and efficiency, discussion should take place at an enterprise to provide more flexible working arrangements, improvement in the quality of working life, enhancement of skills, training and job satisfaction, and positive assistance in the restructuring process and to encourage consultation mechanisms across the workplace to all employees in an enterprise and consideration of a single bargaining unit in all multi-union/union award workplaces. Union delegates at the place of work shall be involved in such discussions.

 

28.2      The terms of any proposed genuine arrangement reached between an employer arid employee(s) in any enterprise shall, after due processing, substitute for the provisions of this award to the extent that they are contrary provided that:

 

28.2.1               a majority of employees affected genuinely agree;

 

28.2.2               such arrangement is consistent with the State Wage Case Decision 1991.

 

Procedures to be followed -

 

28.3      The employer, the employees and the Union shall establish a consultative mechanism and procedures appropriate to the size, structure and needs of the enterprise. Where such discussions may involve matters requiring any award variation, the Union shall be given 7 days notice of the broad details including the award area/s likely to be affected, and shall be invited to participate in negotiations. Such invitation shall be in writing and addressed to the Secretary of the Union.

 

28.4      All employees will be provided with the current award provisions.

 

28.5      Any agreement reached shall be committed to writing and shall include a date of operation and a date of expiration.

 

28.6      The agreement shall be signed by the employer, the authorised representatives of employees or the Union and a copy shall be sent to the Secretary of the Union and to the executive officer of the relevant employers association.

 

28.7      Where an objection is raised the parties should confer in an effort to resolve their different views. If the matter is not resolved in that way the Union or employer may make application to vary the award to facilitate the agreement. Such application may be made to the Industrial Commission of New South Wales or the Friction Materials, &c. (State) Industrial Committee.

 

28.8      The Union and/or employer’s association/s shall not unreasonably oppose any agreement reached under this clause.

 

28.9      The agreement shall be consistent with the enterprise agreements principle of the State Wage Case Decision 1991.

 

28.10    If no party objects a consent application shall be made to the Industrial Commission or the Friction Materials, &c. (State) Industrial Committee to have the agreement approved under the enterprise agreements principle.

 

28.11    Where an arrangement is approved by the Industrial Commission or the said Industrial Committee and the arrangement is contrary to any provisions of the award, then the name of the enterprise to which the arrangement applies, the date of operation of the arrangement, the award provisions from which the said enterprise is exempt, and the alternative provisions which are to apply in lieu of such award provisions (or reference to such alternative provisions), shall be set out in a schedule to this award.

 

28.12    Such arrangement when approved shall be displayed on a notice board at the enterprise.

 

28.13    Under the terms of this clause any award matter or condition of employment can be raised for discussion.

 

No existing employee shall suffer reduction in entitlements to earnings, award or over-award, for working ordinary hours of work, as the result of any award changes made as part of the implementation of the arrangement,

 

29.  Anti-Discrimination

 

29.1      It is the intention of the parties bound by this Award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity, age and responsibilities as a carer.

 

29.2      It follows that in fulfilling their obligations under the dispute resolution procedure prescribed by this award, the parties have obligations to take all reasonable steps to ensure that the operation of the provisions of this award are not directly or indirectly discriminatory in their effects.  It will be consistent with the fulfilment of these obligations for the parties to make application to vary any provision of the award which, by its terms or operation, has a direct or indirect discriminatory effect.

 

29.3      Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

29.4      Nothing in this clause Is taken to affect:

 

29.4.1   any conductor act which is specifically exempted from anti-discrimination legislation;

 

29.4.2   offering or providing junior rates of pay to persons under the age of 21 years:

 

29.4.3   any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977.

 

29.4.4   a party to this Award from pursuing matters of unlawful discrimination in any State or Federal jurisdiction.

 

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

 

NOTES

 

(a)        Employers and employees may also be subject to Commonwealth anti-discrimination legislation.

 

(b)        Section 56(d) of the Anti-Discrimination Act 1977 provides:

 

"Nothing in this Act affects ... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion."

 

29A.  Traineeships

 

As to traineeships for persons covered by this award, see the Training Wage (State) Award 2002 published 26 September 2003 (341 I.G. 569) or any successor thereto.

 

30.  Area. Incidence and Duration

 

This award is made following a review under section 19 of the Industrial Relations Act 1996 and rescinds and replaces the Friction Materials, &c., Manufacture (State) Award 25 July 2003 (340 I.G. 646) and all variations thereof.  It shall apply to all employees of the classes herein mentioned engaged in or in connection with the manufacture of brake linings, disc pads, clutch facings or other friction materials for automotive or other industrial applications in the State, excluding the County of Yancowinna, within the jurisdiction of the Friction Materials, &c.(State) Industrial Committee.

 

The changes made to the award pursuant to the Award Review pursuant to section 19(6) of the Industrial Relations Act 1996 and Principle 26 of the Principles for Review of Awards made by the Industrial Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) take effect on and from 18 December 2007.

 

This award remains in force until varied or rescinded, the period for which it was made having already expired.

 

Part B

 

ANNEXURE A

 

Skill Levels

 

For the purposes of clause 5, Wages, the following skills shall apply:

 

Rail Section

 

Advanced:

 

Operating Auto Biscuit Press and Curing Ovens.

 

Carrying Out Die Changes on the 120 Ton and 80 Ton Presses.

 

The Manufacture of Resin.

 

Weighing Raw Material.

 

Driving a Forklift.

 

Mixing Materials.

 

Operating Hot Mould Presses.

 

Intermediate:

 

Carrying Out Coil Changes on 120 Ton Press.

 

Operating Heat Treatment Paint.

 

Operating and Setting Disintegrator.

 

Operating Disc Pad Press.

 

Manufacture of Various Friction Dust.

 

Operating Degreaser.

 

Deflashing and Branding Blocks.

 

Basic:

 

Operating Slating Machine.

 

Operating Manual Biscuit Press.

 

Operating N/C Drill.

 

Operating and Setting Hammer Mill.

 

Cleaning Degreaser.

 

Operating 80 Ton Press.

 

Operating Rumbler.

 

Automotive Section

 

Advanced:

 

Cutting liners to length, grinding them to width (manually).

 

Setting up and operating an N/C Drill.

 

Operating Flat sheet Biscuit and Multi Platen Press.

 

Cutting Liners to length and slitting them to width (Automatically).

 

Inspecting and Branding Industrial and Commercial Products.

 

Operating Large hot mould Press.

 

Setting and Operating Gas Frame and Electric oven.

 

Raw Materials Mixing.

 

Operating Automatic Biscuit Press.

 

Driving a Forklift.

 

Intermediate:

 

Operate Radial Drill.

 

Grinding and trimming flat sheet.

 

Grinding Disc pads on the Blanchard and Parkin Grinders.

 

Operate Calender Rolls.

 

Matching and inspecting Disc Pads sets.

 

Grind Roll (Automatic).

 

Grinding Inside and Outside of Rolls (Manually).

 

Operating Extruder.

 

Operating Various Hot Presses.

 

Operating Cold Mould Press.

 

Operating Blender M.M.

 

Assembler Stair Tread.

 

Fitting Hardware and Wear Indicator.

 

Gasket and Paint.

 

Basic:

 

Operating Roller Coat Machine.

 

Operating Manual Biscuit Press.

 

Operating Band Saw.

 

Operating Grooving Machine.

 

Operating Width Grinding Machine.

 

Operating Hammer Mill.

 

Rolling Coils.

 

Drilling Backplates.

 

Loading and Operating Stone Abrade Machine.

 

ANNEXURE B

 

Chargehands Job Description

 

Definition:

 

A Chargehand shall mean an employee, appointed as such who in addition to performing his/her normal work, has the specific responsibility for supervising the work of other employees in the day-to-day running of the area for which they are responsible.

 

Examples of specific duties are:

 

(i)         Instructing persons under their supervision in the order in which work is to be carried out.

 

(ii)        Ensuring the quality of work leaving their area is to the highest standard.

 

(iii)       Ensuring that all records of work performed, materials used and attendance of employees under their control are recorded in the correct way.

 

(iv)       Provided the necessary training in order that the work in their area will be performed correctly and expediently.

 

(v)        Ensure that the workplace under their control is safe and without risk to health and that the behaviour of all persons in the workplace is safe and without risk to health.  More specifically, they shall always be expected to detect any unsafe or unhealthy condition or behaviour and if they do not have the necessary authority to undertake remedial action, to a Supervisor or Manager who does have the necessary authority.

 

(vi)       Propose any re-grading or employees under their control.

 

Senior Chargehands Job Description:

 

Definition:

 

A Senior Chargehand shall mean an employee appointed as such who, in addition to performing the work of a Chargehand (see Chargehand Job Description - (i) - (vi) shall have the addition duties of:

 

(i)         Assisting in the co-ordination of work flow across all areas of the Factory.

 

(ii)        Assist in the allocation of personnel to each area.

 

(iii)       Perform such duties as necessary in order to start the Factory’s operation in the morning and stop it at the end of the final shift of the day.

 

(iv)       Have the responsibility of securing the Factory after the final shift or unlocking the Factory at the start of the first shift and reporting any problems with security to their Superior.

 

FRICTION MATERIALS &c. (STATE) INDUSTRIAL COMMITTEE

 

Industries and Callings -

 

Employees engaged in or in connection with the manufacture of brake linings, disc pads, clutch facings or other friction materials for automotive or other industrial applications in the State, excluding the County of Yancowinna.

 

excepting -

 

Engine-drivers and firemen, greasers, trimmers, cleaners and pumpers engaged in or about the driving of engines, electrical and oil-driven cranes (including mobile cranes), winch and motor drivers; Carters, grooms, stablemen, yardmen and drivers of motor arid other power propelled vehicles; and storemen and packers;

 

and excepting employees of -

 

The Council of the City of Sydney.

 

 

 

E. A. R. BISHOP, Commissioner

 

 

____________________

 

 

Printed by the authority of the Industrial Registrar.