(656)

SERIAL C6519

Tennis Strings and Sutures Industry (State) Award

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

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

(No. IRC 1561 of 2007)

Before Commissioner Bishop

10 March 2008

REVIEWED AWARD

Arrangement

Clause No. Subject Matter

1. Arrangement

2. Definitions

3. Hours

4. Contract of Employment

5. Twelve-Hour Engagements

6. Wages

7. Supported Wage

8. Arbitrated Safety Net Adjustment

9. Flexibility

10. Enterprise Arrangements

11. Enterprise Consultative Mechanism

12. Part-time and Casual Employees

12A. Secure Employment

13. Shift Work

14. Meal Hours

15. Meal Allowance

16. Dirty, Dusty Work

17. First Aid Allowance

18. Overtime

19. Sundays

20. Holidays

21. Annual Leave

22. Annual Leave Loading

23. Sick Leave

24. State Personal/Carer’s Leave

25. Bereavement Leave

26. Mixed Functions

27. Disputes Procedure

28. Anti-Discrimination

29. Proportion

30. General Conditions

31. Time and Payment of Wages

32. Termination of Employment

33. Long Service Leave

34. Redundancy

34A. Union Membership Fee Deduction

35. Right of Entry

36. Trade Union Training

37. Union Delegate

38. Parental Leave

39. Blood Donor Leave

40. Jury Service

41. Occupational Superannuation

42. Leave Reserved

43. Area, Incidence and Duration

PART B

MONETARY RATES

Table 1 - Wages

Table 2 - Other Rates and Allowances

2. Definitions

(a) "Research Chemist" means and includes an employee classified as such by the employer and who is mainly and principally engaged in the investigation and correction of processes in chemical manufacture and the measurement and adjustment of chemical variables.

(b) "Analytical or Process Chemist" means and includes an employee classified as such by the employer and who is mainly and principally engaged in routine analysis and/or routine process control and the securing of necessary adjustment under supervision.

(c) "Union" means the Shop, Distributive and Allied Employees' Association, New South Wales and/or the Shop Assistants and Warehouse Employees' Federation of Australia, Newcastle and Northern New South Wales.

3. Hours

(a) The ordinary hours of working, excluding shift workers hereinafter provided for, exclusive of meal hours, shall not exceed 38 per week, to be worked between the hours of 7.00 a.m. and 5.00 p.m., Monday to Friday, inclusive.

(b) Within the limits prescribed in subclause (a) of this clause each employer shall fix the starting and finishing times for his various employees. Such times shall not be altered except upon seven days’ notice. When such times are altered the applicant may apply to the Industrial Commission in this matter with regard hereto.

4. Contract of Employment

(a) In respect of full-time and part-time employment an employee or an employer may terminate the contract of employment with one week’s notice or by the payment or forfeiture of one week’s pay. Provided that during the first three months of full-time or part-time employment the contract of employment shall be of a probationary nature.

(b)

(i) An employer may direct an employee to carry out such duties as are within the limits of the employee’s skill, competence and training consistent with the classification structure of this award, Provided that such duties are not designed to promote deskilling.

(ii) An employer may direct an employee to carry out such duties and use such tools and equipment as may be required, provided that the employee has been properly trained in the use of such tools and equipment.

(iii) Any direction issued by an employer pursuant to subclauses (i) and (ii) shall be consistent with the employer’s responsibilities to provide a safe and healthy working environment.

5. Twelve-Hour Engagements

Following consultation and agreement in writing with employees and the appropriate union(s), an employer may introduce daily engagements of twelve ordinary hours.

6. Wages

(a) Adult Employees - The minimum rates to be paid to adult employees shall be as set out in (i) of Table 1 - Wages, of Part B, Monetary Rates.

(b) Junior Employees - The minimum rates of pay for junior employees shall, subject to the other provisions of this award and the parent award, be the percentages of the weekly rate for the appropriate adult classification as set out in (ii) of the said Table 1. Such minimum rate shall be calculated to the nearest five cents, any broken part of five cents in the result not exceeding 2.5 cents to be disregarded.

(c) Junior Trainee Chemist - The minimum rate of pay for junior trainee chemists shall be the percentages of the weekly rate for a trainee chemist, first year of adult service, referred to in Item A of (i) of Table 1. Such minimum rate shall be calculated to the nearest five cents, any broken part of five cents in the result not exceeding 2.5 cents to be disregarded.

(d) Employees appointed as charge hands shall be paid a sum per week, in addition to the appropriate rate of pay for the classification as per Item 1 of Table 2 Other Rates and Allowances, of Part B, Monetary Rates.

7. Supported Wage

(a) This clause defines the conditions which will apply to employees who, because of the effects of a disability, are eligible for a supported wage under the terms of this award. In the context of this clause, the following definitions will apply:

(i) "Supported Wage System" means the Commonwealth Government system to promote employment for people who cannot work at full award wages because of a disability, as documented in Supported Wage System: Guidelines and Assessment Process.

(ii) "Accredited Assessor" means a person accredited by the management unit established by the Commonwealth under the Supported Wage System to perform assessments of an individual’s productive capacity within the Supported Wage System.

(iii) "Disability Support Pension" means the Commonwealth pension scheme to provide income security for persons with a disability as provided under the Social Security Act 1991, or any successor to that scheme.

(iv) "Assessment Document" means the form provided under the Supported Wage System that records the assessment of the productive capacity of the person to be employed under the Supported Wage System.

(b) Eligibility Criteria - Employees covered by this clause will be those who are unable to perform the range of duties to the competence level required within the class of work for which the employee is engaged under this award, because of the effects of a disability on their productive capacity, and who meet the impairment criteria for receipt of a Disability Support Pension. (This clause does not apply to any existing employee who has a claim against the employer which is subject to the provisions of workers’ compensation legislation or any provision of this award relating to the rehabilitation of employees who are injured in the course of their current employment.) This award does not apply to employers in respect of their facility, program, undertaking, service or the like which receives funding under the Disability Services Act 1986 and fulfils the dual role of service provider and sheltered employer to people with disabilities who are in receipt of, or are eligible for, a disability support pension, except with respect to an organisation which has received recognition under section 10 or section 12A of the said Act or, if a part only has received recognition, that part.

(c) Supported Wage Rates - Employees to whom this clause applies shall be paid the appropriate percentage of the minimum rate of pay prescribed by this award for the class of work which the person is performing, according to the following schedule:

Assessed Capacity	Percentage of Prescribed
(subclause (d))	Award Rate
10*	10
20	20
30	30
40	40
50	50
60	60
70	70
80	80
90	90

(Provided that the minimum amount payable shall not be less than $66.00 per week.)

*Where a person’s assessed capacity is 10 per cent, they shall receive a high degree of assistance and support.

(d) Assessment of Capacity - For the purpose of establishing the percentage of the award rate to be paid to an employee under this award, the productive capacity of the employee will be assessed in accordance with the Supported Wage System and documented in an assessment instrument by either:

(i) the employer and a union party to the award, in consultation with the employee or, if desired, by any of these;

(ii) the employer and an accredited Assessor from a panel agreed by the parties to the award and the employee.

(e) Lodgement of Assessment Document -

(i) All assessment documents under the conditions of this clause, including the appropriate percentage of the award wage to be paid to the employee, shall be lodged by the employer with the Registrar of the Industrial Relations Commission of New South Wales.

(ii) All assessment documents shall be agreed and signed by the parties to the assessment, provided that where a union which is party to the award is not a party to the assessment, it shall be referred by the Registrar to the union by certified mail and will take effect, unless an objection is notified to the Registrar within ten working days.

(f) Review of Assessment - The assessment of the appropriate percentage should be subject to annual review or earlier on the basis of a reasonable request for a review. The process of review must be in accordance with the procedures for assessing capacity under the Supported Wage System.

(g) Other Terms and Conditions of Employment - Where an assessment has been made, the appropriate percentage will apply to the wage rate only. Employees covered by the provisions of this clause will be entitled to the same terms and conditions of employment as all other workers covered by this award paid on a pro rata basis.

(h) Workplace Adjustment - An employer wishing to employ a person under the provisions of this clause must take reasonable steps to make changes in the workplace to enhance the employee’s capacity to do the job. Changes may involve redesign of job duties, working time arrangements and work organisation in consultation with other workers in the area.

(i) Trial Period -

(i) In order for an adequate assessment of the employee’s capacity to be made, an employer may employ a person under the provisions of this clause for a trial period not exceeding 12 weeks except that, in some cases, additional work adjustment time (not exceeding four weeks) may be needed.

(ii) During the trial period the assessment of capacity must be undertaken and the proposed wage rate for a continuing employment relationship must be determined.

(iii) The minimum amount payable to the employee during the trial period shall be no less than $66.00 per week.

(iv) Work trials should include induction or training as appropriate to the job being trialled.

Where the employer and employee wish to establish a continuing employment relationship following the completion of the trial period, a further contract of employment shall be entered into, based on the outcome of assessment under subclause (d) of this clause.

8. Arbitrated Safety Net Adjustment

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

(i) any equivalent overaward payments, and/or

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

9. Flexibility

(a) An employee shall perform all tasks which are incidental or related to their normal work.

(b) An employer may develop a classification regime for their enterprise in consultation with the appropriate union covered by this award. A classification regime shall be agreed. The agreement shall be recorded in writing and a copy sent to the Industrial Registrar for registration under s11 of the Industrial Arbitration Act. The parties agree such an agreement shall have the force of the award and the union shall not unreasonably withhold its agreement.

10. Enterprise Arrangements

(a) The Industrial Relations Commission may approve of enterprise arrangements reached in accordance with this clause and the provisions of the Act. Provided that these arrangements are in accordance with the State Wage Case principles, as varied from time to time.

(b) Industrial unions of employees and industrial unions of employers, or industrial unions of employees and employers, or employees and employers may negotiate enterprise arrangements which, subject to the following provisions, shall prevail over the provision of any award or order of the Industrial Relations Commission that deals with the same matters in so far as they purport to apply to parties bound the arrangements, provided that where the arrangement is between employees and an employer a majority of employees affected by the arrangement genuinely agree.

(c) An enterprise arrangement shall be an agreed arrangement for an enterprise, or discrete section of an enterprise, being a business, undertaking or project, involving parties set out in paragraph (b).

(d) Enterprise arrangements shall be for a fixed term and there shall be no further adjustments of wages or other conditions of employment during this term other than where contained in the arrangement itself. Subject to the terms of the arrangement, however, such arrangement shall continue in force until varied or rescinded in accordance with the Act.

(e) For the purposes of seeking the approval of the Industrial Relations Commission, and in accordance with the provisions of the Act, a party shall file with the Industrial Registrar an application to the Commission to either:

(i) vary an award in accordance with the Act; or

(ii) make a new award in accordance with the Act.

(f) On a hearing for the approval of an enterprise arrangement, the Industrial Relations Commission will consider in addition to the industrial merits of the case under the State Wage Case principles:

(i) ensuring the arrangement does not involve a reduction in ordinary time earnings and does not depart from Commission standards of hours of work, annual leave with pay or long service leave with pay; and

(ii) whether the proposed award or variation is consistent with the continuing implementation at enterprise level of structural efficiency considerations.

(g) The operative date for an enterprise arrangement shall be no earlier that the date of approval by the Industrial Relations Commission, except that the Industrial Relations Commission may approve an earlier operative date to achieve consistency with the operative date of an enterprise arrangement which has earlier been approved by the Australian Industrial Relations Commission.

(h) Where parties to an enterprise arrangement include employees covered by a federal award, an agreement covering those employees may be submitted to the federal tribunal for approval.

(i) The Industrial Relations Commission is available to assist the parties to negotiations for an enterprise arrangement by means of conciliation and, in accordance with this clause and the Act, by means of arbitration. If any party to such negotiations seeks arbitration of a matter relating to an enterprise arrangement such arbitration shall be as a last resort.

(j) Enterprise arrangements entered into directly between employees and employers shall be processed as follows, subject to the Industrial Relations Commission being satisfied in a particular case that departure from these requirements is justified:

(i) All employees will be provided with the current prescriptions (eg award, industrial agreement or enterprise agreement) that apply at the place of work.

(ii) The arrangement shall be committed to writing and signed by the employer, or the employer's duly authorised representative, with whom agreement was reached.

(iii) Before any arrangement is signed and processed in accordance with this principle, details of such arrangement shall be forwarded in writing to the union or unions with members in that enterprise affected by the changes and the employer association, if any, of which the employer is a member.

(iv) A union or employer association may, within 14 days thereof, notify the employer in writing of any objection to the proposed arrangements, including the reasons for such objection and in such circumstances the parties are to confer in an effort to resolve the issue.

(v) Where an arrangement is objected to by a union or employer association and the objection is not resolved, an employer may make application to the Industrial Relations Commission to vary an award or create a new award to give effect to the arrangement.

(vi) A union and/or employer association shall not unreasonably withhold consent to the arrangements agreed upon by the parties.

(vii) If no party objects to the arrangement, then a consent application shall be made to the Industrial Relations Commission to have the matter approved in accordance with paragraph (e) of this principle.

(viii) Such arrangement once approved shall be displayed on a notice board at each enterprise affected.

11. Enterprise Consultative Mechanism

At each enterprise there shall be established a consultative mechanism and procedures appropriate to their size, structure and needs for consultation and negotiation on matters affecting their efficiency and productivity.

12. Part-Time and Casual Employees

(a) Part-time Employees -

(i) Part-time employees may be employed when an employer is unable to employ a suitable employee to work full-time.

(ii) The ordinary hours of work exclusive of meal times, shall be the same as those prescribed for weekly employees but shall not in any case be less than twenty hours per week.

(iii) Part-time employees shall be paid at an hourly rate of pay which shall be at the rate of one thirty-eighth of the weekly wage of the appropriate classification in accordance with clause 6, Wages.

(iv) All other provisions of this award with respect to sick leave, holidays, and conditions shall apply to part-time employees.

(v) Notwithstanding the provisions of paragraphs (i) to (iv) of this subclause the union and an employer may agree, in writing, to observe other conditions in order to meet special cases.

(b) Casual Employees -

(i) Casual employees shall be paid an hourly rate equal to the appropriate weekly rate divided by 38 plus 17.5 per cent to the nearest half cent with a minimum payment on any one day of four hours.

(ii) Casual employees shall not be employed as shift workers.

(iii) Notwithstanding the provisions of paragraphs (i) and (ii) of this subclause the union and an employer may agree in writing to observe other conditions in order to meet special cases.

12A. Secure Employment

(a) Objective of this Clause

The objective of this clause is for the employer to take all reasonable steps to provide its employees with secure employment by maximising the number of permanent positions in the employer’s workforce, in particular by ensuring that casual employees have an opportunity to elect to become full-time or part-time employees.

(b) Casual Conversion

(i) A casual employee engaged by a particular employer on a regular and systematic basis for a sequence of periods of employment under this Award during a calendar period of six months shall thereafter have the right to elect to have his or her ongoing contract of employment converted to permanent full-time employment or part-time employment if the employment is to continue beyond the conversion process prescribed by this subclause.

(ii) Every employer of such a casual employee shall give the employee notice in writing of the provisions of this sub-clause within four weeks of the employee having attained such period of six months. However, the employee retains his or her right of election under this subclause if the employer fails to comply with this notice requirement.

(iii) Any casual employee who has a right to elect under paragraph (b)(i), upon receiving notice under paragraph (b)(ii) or after the expiry of the time for giving such notice, may give four weeks’ notice in writing to the employer that he or she seeks to elect to convert his or her ongoing contract of employment to full-time or part-time employment, and within four weeks of receiving such notice from the employee, the employer shall consent to or refuse the election, but shall not unreasonably so refuse. Where an employer refuses an election to convert, the reasons for doing so shall be fully stated and discussed with the employee concerned, and a genuine attempt shall be made to reach agreement. Any dispute about a refusal of an election to convert an ongoing contract of employment shall be dealt with as far as practicable and with expedition through the disputes settlement procedure.

(iv) Any casual employee who does not, within four weeks of receiving written notice from the employer, elect to convert his or her ongoing contract of employment to full-time employment or part-time employment will be deemed to have elected against any such conversion.

(v) Once a casual employee has elected to become and been converted to a full-time employee or a part-time employee, the employee may only revert to casual employment by written agreement with the employer.

(vi) If a casual employee has elected to have his or her contract of employment converted to full-time or part-time employment in accordance with paragraph (b)(iii), the employer and employee shall, in accordance with this paragraph, and subject to paragraph (b)(iii), discuss and agree upon:

(1) whether the employee will convert to full-time or part-time employment; and

(2) if it is agreed that the employee will become a part-time employee, the number of hours and the pattern of hours that will be worked either consistent with any other part-time employment provisions of this award or pursuant to a part time work agreement made under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW).

Provided that an employee who has worked on a full-time basis throughout the period of casual employment has the right to elect to convert his or her contract of employment to full-time employment and an employee who has worked on a part-time basis during the period of casual employment has the right to elect to convert his or her contract of employment to part-time employment, on the basis of the same number of hours and times of work as previously worked, unless other arrangements are agreed between the employer and the employee.

(vii) Following an agreement being reached pursuant to paragraph (vi), the employee shall convert to full-time or part-time employment. If there is any dispute about the arrangements to apply to an employee converting from casual employment to full-time or part-time employment, it shall be dealt with as far as practicable and with expedition through the disputes settlement procedure.

(viii) An employee must not be engaged and re-engaged, dismissed or replaced in order to avoid any obligation under this subclause.

(i) For the purposes of this subclause, the following definitions shall apply:

(1) A "labour hire business" is a business (whether an organisation, business enterprise, company, partnership, co-operative, sole trader, family trust or unit trust, corporation and/or person) which has as its business function, or one of its business functions, to supply staff employed or engaged by it to another employer for the purpose of such staff performing work or services for that other employer.

(2) A "contract business" is a business (whether an organisation, business enterprise, company, partnership, co-operative, sole trader, family trust or unit trust, corporation and/or person) which is contracted by another employer to provide a specified service or services or to produce a specific outcome or result for that other employer which might otherwise have been carried out by that other employer’s own employees.

(ii) Any employer which engages a labour hire business and/or a contract business to perform work wholly or partially on the employer’s premises shall do the following (either directly, or through the agency of the labour hire or contract business):

(1) consult with employees of the labour hire business and/or contract business regarding the workplace occupational health and safety consultative arrangements;

(2) provide employees of the labour hire business and/or contract business with appropriate occupational health and safety induction training including the appropriate training required for such employees to perform their jobs safely;

(3) provide employees of the labour hire business and/or contract business with appropriate personal protective equipment and/or clothing and all safe work method statements that they would otherwise supply to their own employees; and

(4) ensure employees of the labour hire business and/or contract business are made aware of any risks identified in the workplace and the procedures to control those risks.

(iii) Nothing in this subclause (c) is intended to affect or detract from any obligation or responsibility upon a labour hire business arising under the Occupational Health and Safety Act 2000 or the Workplace Injury Management and Workers Compensation Act 1998.

(d) Disputes Regarding the Application of this Clause

Where a dispute arises as to the application or implementation of this clause, the matter shall be dealt with pursuant to the disputes settlement procedure of this award.

(e) This clause has no application in respect of organisations which are properly registered as Group Training Organisations under the Apprenticeship and Traineeship Act 2001 (or equivalent interstate legislation) and are deemed by the relevant State Training Authority to comply with the national standards for Group Training Organisations established by the ANTA Ministerial Council.

13. Shift Work

(a) Hours - The ordinary hours of shift workers shall not exceed:

(i) 7.6 hours in any consecutive 24 hours; or

(ii) 38 hours in any one week; or

(iii) 76 hours in 14 consecutive days; or

(iv) 114 hours in 21 consecutive days; or

(v) 152 hours in 28 consecutive days.

Shift workers shall be allowed 20 minutes on each shift for crib which shall be counted as time worked.

(b) Overtime - Subject to the provisions of subclause (c), Payment for Saturdays and subclause (d), Payment for Sundays and Holidays, of this clause, shift workers shall for all time worked -

(i) in excess or outside the ordinary shift work hours prescribed by this award; or

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

(iii) on a rostered shift off; be paid at the rate of time and one-half for the first two hours and double time thereafter.

(c) Payment for Saturdays - Shift workers shall be paid at the rate of time and one-half for ordinary rostered shifts worked on Saturday. This rate shall be in substitution for, and not cumulative upon, the shift allowance prescribed in subclause (e), Shift Allowance, of this clause.

(d) Payment for Sundays and Holidays - Shift workers shall be paid at the rate of time and three-quarters for ordinary rostered shifts worked on Sundays and at the rate of double time for work other than on an ordinary rostered shift carried out on Sundays. Shift workers shall be paid at the rate of double time and a half for all work carried out (whether on an ordinary rostered shift or otherwise) on any of the holidays prescribed in clause 20, Holidays, of this award. The rates prescribed in this subclause shall be in substitution for, and not cumulative upon, the shift allowances prescribed in subclause (e), Shift Allowance, of this clause.

(e) Shift Allowance -

(i) Refer to Part B Monetary Rates - Table 2 Other Rates and Allowances.

(ii) Shifts as set out hereunder may be worked in the industry -

Day shift shall mean a shift worked between the hours of 7.00 a.m. and 6.00 p.m.

Morning shift shall mean a shift commencing before 7.00a.m.

Afternoon shift shall mean a shift finishing after 6.00 p.m. but not later than midnight.

Night shift shall mean a shift finishing after midnight but not later than 7.00 a.m.

(iii) Clauses 3, Hours; 14, Meal Hours; 18, Overtime; 19, Sundays; and 20, Holidays, of this award shall not apply to shift workers.

(iv) Notwithstanding the provisions of this subclause, Parke Davis and Co., of 32-40 Cawarra Road, Caringbah, is exempted from the said provisions to the extent necessary to allow night shift to finish not later than 8.00 a.m.

14. Meal Hours

(a) There shall be a meal break for lunch each day, Monday to Friday inclusive, of not less than thirty minutes nor more than one hour as may be determined by each employer for his employees.

(b) Where overtime exceeding one hour is to be worked a meal break for tea of not less than thirty minutes nor more than one hour shall be allowed between 5.00 p.m. and 7.00 p.m. provided that a majority of employees may arrange with their employer for all employees to continue to work for not more than two hours beyond their usual finishing time without such a meal break.

(c) An employee called upon to work during his meal break for lunch shall be paid at the rate of time and a half for all time worked during such break and shall be allowed, in the employer’s time a crib time of not less than twenty minutes to partake of a meal. The said rate of time and a half shall continue until the commencement of the paid crib break or until the employee ceases work for the day, whichever is the earlier.

15. Meal Allowance

An employee who is required to work overtime for any period in excess of one and one half hours after the fixed finishing shall be paid the amount set out in Item 3 of Table 2 - Other Rates and Allowances Part B Monetary Rates, for a meal, which shall be paid to the employee prior to the meal break.

16. Dirty, Dusty Work

Where an employee is required to perform work of an unusually dirty, dusty and /or offensive nature or to work in temperatures of abnormal heat or cold, the employer shall provide for the use of such employees, showers or baths with hot and cold water. Such employees shall be paid the amount per hour as set out in Item 4 of Table 2 Other Rates and Allowances Part B, of Monetary Rates, and shall be allowed ten minutes off prior to ceasing time for cleansing purposes.

17. First Aid Allowance

An employee who is appointed as first aid attendant shall be paid an additional payment as set out in Item 5 of Table 2 - Other Rates and Allowances, of Part B, Monetary Rates.

18. Overtime

(a) An employee shall be paid at the rate of time and a half for the first two hours and double time thereafter for -

(i) all time worked before the usual commencing time on any day;

(ii) all time worked after the usual finishing time on any day;

(iii) all time worked in excess of the daily limitation of hours prescribed by clause 4, Hours, of this award;

(iv) an employee required to work overtime on a Saturday shall be paid a minimum payment of four hours.

(v) In computing overtime any portion of an hour less than thirty minutes shall be reckoned as half an hour and any portion of an hour in excess of thirty minutes shall be reckoned as one hour.

(b) Where an employee, after having worked overtime, finishes work at a time when reasonable means of transport are not available the employer shall provide the employee with a conveyance or pay the cost of such conveyance, to reach a point where reasonable means of transport are available, or, if no such transport is available, to his home.

(c) An employee recalled to work overtime after leaving the employer’s premises (whether notified before or after leaving the premises) shall be paid for a minimum of four hours’ work at the appropriate rate for each time the employee is recalled, provided that, except in the case of unforeseen circumstances arising, the employee shall not be required to work the full four hours if the job the employee was recalled to perform is completed within a shorter period.

(d) Subject to clause 18(d)(i) an employer may require an employee to work reasonable overtime at overtime rates.

(i) An employee may refuse to work overtime in circumstances where the working of such overtime would result in the employee working hours which are unreasonable.

(ii) For the purposes of clause 18(d)(a) what is unreasonable or otherwise will be determined having regard to:

(a) any risk to employee health and safety;

(b) the employee’s personal circumstances including any family and carer responsibilities;

(d) the notice (if any) given by the employer of the overtime and by the employee of his or her intention to refuse it; and

(e) any other relevant matter.

19. Sundays

Work done on any Sunday shall be paid for at the rate of double time with a minimum payment of four hours.

20. Holidays

(a) The following days or day upon which they are observed shall be holidays: New Year’s Day, Australia Day, Good Friday, Easter Monday, Anzac Day, Queen’s Birthday, Eight Hour Day, Christmas Day, Boxing Day and all other days proclaimed as public holidays for the State.

(b) In addition to the holidays specified in subclause (a) of this clause one additional holiday shall apply in each calendar year to an employee on weekly hire. Such holiday shall be on the day prescribed in subclause 7.5.1(b)(ii) of clause 7.5, of Public Holidays of the Metal, Engineering and Associated Industries Award 1998 (Federal), as an additional holiday in New South Wales, provided that, in 1976 only, the additional holiday shall be observed on Monday, 6 September, provided further that where any other working day is observed as an additional day by the general body of employees in any establishment then such day shall be substituted for the additional holiday hereinbefore prescribed. By agreement between any employer and the majority of his employees another day may be substituted for the additional holiday prescribed by this subclause in such employer’s undertaking.

(d) An employee who without reasonable cause absents himself without leave on the working day immediately preceding or the working day immediately following an award holiday shall not be entitled to payment for such holiday.

(e) Work done on an award holiday or Easter Saturday shall be paid for at the rate of double time and one-half with a minimum payment of four hours.

21. Annual Leave

(a) Day workers and six-day shift workers: See Annual Holidays Act, 1944.

(b) Seven-day Shift Workers -

(i) In addition to the leave prescribed by the Annual Holidays Act, 1944, a further period of seven consecutive days’ leave with forty hours’ pay at ordinary rates shall be allowed annually to employees after not less than twelve months’ continuous service as seven-day shift workers under this award less the period of annual leave.

(ii) An employee with twelve months’ continuous service who is employed for part of the twelve-monthly period as a seven-day shift worker under this award shall be entitled to have the leave prescribed by the Annual Holidays Act, 1944, increased proportionately for each month he is continuously employed as aforesaid.

(iii) Where the additional leave calculated under this subclause includes a fraction of a day such fraction shall not form part of the leave period and any fraction shall be discharged by payment only.

(iv) Annual leave under this subclause shall be given and taken within a period not exceeding six months from the date upon which the right to such leave accrued provided that the giving and taking of such annual leave may be postponed for a further period not exceeding three months in cases where circumstances render it impracticable to give or take it within the said period of six months; nothing in this paragraph shall prevent the employer from allowing annual leave to an employee before the right thereto has accrued, but where leave is taken in such case a further period of annual leave shall not commence to accrue until after the expiration of the twelve months in respect of which such annual leave had been taken before it accrued.

(v) After twelve months’ continuous service any employee whose employment is terminated by the employer, through no fault of the employee, and/or any employee who leaves the employment in circumstances which did not amount to misconduct after six months’ continuous service in the then current qualifying twelve-monthly period shall be paid for the proportionate period of annual leave to which the employee would have been entitled if the employee's employment had not been so terminated.

(vi) The annual leave provided for by this subclause shall be given and shall be taken and, except as provided in paragraphs (iii) and (v) of this subclause, payment shall not be made or accepted in lieu of annual leave.

(vii) Service with an employer before the date of coming into force of this award shall count as service for the purpose of the current qualifying twelve-monthly period under this clause.

22. Annual Leave Loading

(a) In this clause the Annual Holidays Act, 1944, is referred to as "the Act".

(b) Before an employee is given and takes an annual holiday, or where by agreement between the employer and employee the annual holiday is given and taken in more than one separate period then before each of such separate periods, the employer shall pay the employee a loading determined in accordance with this clause. (Note: The obligation to pay in advance does not apply where an employee takes an annual holiday wholly or partly in advance - see subclause (f) of this clause.)

(c) The loading is payable in addition to the pay for the period of holidays given and taken and due to the employee under the Act and this award.

(d) The loading is to be calculated in relation to any period of annual holiday to which the employee becomes or has become entitled under the Act and this award (but excluding days added to compensate for public or special holidays worked or public or special holidays falling on an employee’s rostered day off not worked), or where such a holiday is given and taken in separate periods, then in relation to each such separate period.

(e) The loading is the amount payable for the period or the separate periods, as the case may be, stated in subclause (d), of this clause, at the rate per week of 17.5 per cent of the appropriate ordinary weekly time-rate of pay prescribed by this award for the classification in which the employee was employed immediately before commencing the employee's annual holiday, together with, where applicable, the additional loadings prescribed by clause 6, Wages, of this award and any regular weekly overaward payment, but shall not include any other allowances, penalty rates, shift allowances, overtime rates or any other payments prescribed by this award.

(f) No loading is payable to an employee who takes an annual holiday wholly or party in advance; provided that, if the employment of such an employee continues until the day when the employee would have become entitled under the Act to an annual holiday, the loading then becomes payable in respect of the period of such holiday and is to be calculated in accordance with subclause (e) of this clause applying the award rates of wages payable on that day.

(g) Where, in accordance with the Act, the employer’s establishment or part of it is temporarily closed down for the purpose of giving an annual holiday or leave without pay to the employees concerned:

(i) an employee who is entitled under the Act to an annual holiday and who is given and takes such a holiday shall be paid the loading calculated in accordance with subclause (e) of this clause;

(ii) an employee who is not entitled under the Act to an annual holiday and who is given and takes leave without pay shall be paid in addition to the amount payable to the employee under the Act such proportion of the loading that would have been payable to the employee under this clause if the employee had become entitled to an annual holiday prior to the closedown as the qualifying period of employment in completed weeks bears to 52.

(h)

(i) When the employment of an employee is terminated by the employer, for a cause other than misconduct and at the time of the termination the employee has not taken the whole of an annual holiday to which the employee became entitled, the employee shall be paid a loading calculated in accordance with subclause (e) of this clause for the period not taken.

(ii) Except as provided by paragraph (i) of this subclause no loading is payable on the termination of an employee’s employment.

(i) This clause extends to an employee who is given and takes an annual holiday and who would have worked as a shift worker if the employee had not been on holiday, provided that, if the amount to which the employee would have been entitled by way of shift work allowances and weekend penalty rates for the ordinary time (not including time on a public or special holiday) which the employee would have worked during the period of the holiday exceeds the loading calculated in accordance with this clause, then that amount shall be paid to the employee in lieu of the loading.

23. Sick Leave

An employee who is unable to attend for duty during the employee's ordinary working hours by reason of personal illness or personal incapacity (including incapacity resulting from injury within the Workers’ Compensation Act, 1987), not due to the employee's own serious and wilful misconduct, shall be entitled to be paid at ordinary time rate of pay for the time of such non-attendance subject to the following:

(a) The employee shall not be entitled to paid leave of absence for any period in respect of which the employee is entitled to compensation under the Workers’ Compensation Act 1987.

(b) The employee should within four hours where practicable, and in any case shall within twenty-four hours, of the commencement of such absence, inform the employer of the inability to attend for duty and, as far as practicable, state the nature of the injury or illness and the estimated duration of the absence.

(c) The employee shall prove to the satisfaction of the employer, by the production of a medical certificate or other satisfactory evidence, that the employee was unable, on account of illness or injury, to attend for duty on the day or days for which sick leave is claimed.

(d) Subject to the other provisions of this clause, an employee shall be credited with 76 hours paid sick leave in respect of each year of service which commences on or after 1 March, 1979. Sick leave granted with pay shall be deducted from such credit.

(e) Sick leave entitlements not claimed in any one year shall accumulate from year to year so long as the employment continues with the employer.

(f) Service before the coming into force of this award shall be counted as service for the purpose of qualifying thereunder.

(g) The payment for any absence on sick leave in accordance with this clause during the first three months of employment of an employee may be withheld by the employer until the employee completes such three months of employment at which time the payments shall be made. Provided further, an employee shall forfeit any payment for sick leave if the employee terminates the contract of employment within the first three months of employment. Alternatively, if an employer terminates the contract of employment within the first three months, the employer shall pay the employee for any sick leave taken by the employee, to a maximum of seventy-six (76) hours.

(h) Notwithstanding the provisions of this subclause an employer in consultation and agreement with employees and the appropriate union(s) in writing, observe other provisions in respect of sick leave. Provided that the quantum of sick leave stipulated in subclause (d) hereof, shall not be reduced by such agreement(s).

24. State Personal/Carer’s Leave

(1) Use of Sick Leave

(a) An employee, other than a casual employee, with responsibilities in relation to a class of person set out in subparagraph (ii) of paragraph (c), 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 23, 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.

(b) The employee shall, if required,

(i) 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

(ii) 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.

(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 a de facto spouse, who, in relation to a person, is a person of the opposite sex to the first mentioned person who lives with the first mentioned person as the husband or wife of that person on a bona fide domestic basis although not legally married to that person; or a child or an adult child (including an adopted child, a step child, a foster child or an ex nuptial child), parent (including a foster parent and legal guardian),grandparent, grandchild or sibling of the employee or spouse or de facto spouse of the employee; or

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

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

(a) 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 subparagraph (ii) of paragraph (c) of subclause (1) above who is ill or who requires care due to an unexpected emergency.

(3) Annual Leave

(a) 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.

(b) Access to annual leave, as prescribed in paragraph (a) of this subclause, shall be exclusive of any shutdown period provided for elsewhere under this award.

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

(d) 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.

(4) Time Off in Lieu of Payment for Overtime

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

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

(c) If, having elected to take time as leave in accordance with paragraph (a) of this subclause, 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.

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

(5) Make-up Time

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

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

(6) Personal/Carers Entitlements for casual employees

(a) Subject to the evidentiary and notice requirements in paragraphs (b) and (d) of subclause (1) above 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 subparagraph (ii) of paragraph (c) of subclause (1) 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.

(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 to engage a casual employee are otherwise not affected.

25. Bereavement Leave

(a) An employee other than a casual employee shall be entitled to up to three days bereavement leave without deduction of pay on each occasion of the death of a person prescribed in (c) below.

(b) 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.

(c) Bereavement leave shall be available to the employee in respect to the death of a person prescribed for the purposes of Personal/Carer's Leave in 24(1)(c)(ii), provided that, fore the purpose of bereavement leave, the employee need not have been responsible for the care of the person concerned.

(d) 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.

(e) Bereavement leave may be taken in conjunction with other leave available under 24(1), (2), (3), (4), (5) and (6) [as appearing] of this clause. In determining such a request the employer will give consideration to the circumstances of the employee and the reasonable operation requirement of the business.

(f) Bereavement Leave entitlements for casual employees

(i) Subject to the evidentiary and notice requirements in paragraphs (b) and (d) of subclause (1) of clause 24 State Personal/Carer’s Leave 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 subparagraph (ii) of paragraph (c) of subclause (1) of clause 24 State Personal/Carer’s Leave.

(ii) 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.

(iii) 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.

26. Mixed Functions

An employee called upon to do work of a higher classification than that in which he is working shall, if so employed for at least one-half hour and less than two hours, be paid at the rate for such higher classification for the time so employed. If so employed for two hours or more he shall be paid the rate for the higher classification for the whole day.

27. Disputes Procedure

The procedure for the resolution of grievances and industrial disputation concerning matters arising or relating to the terms of this award shall be in accordance with the following procedural steps:

(i) Procedure relating to a grievance of an individual employee -

(a) The employee shall notify the employer (in writing or otherwise) as to the substance of the grievance, request a meeting with the employer for bilateral discussions and state the remedy sought.

(b) A grievance must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority.

(d) At the conclusion of the discussion, the employer must provide a response to the employee's grievance, if the matter has not been resolved, including reasons for not implementing any proposed remedy.

(e) While a procedure is being followed, normal work must continue.

(f) The employee may be represented by an industrial organisation of employees for the purpose of each procedure.

(ii) Procedure for a dispute between an employer and the employees:

(a) A question, dispute or difficulty must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority.

(b) Reasonable time limits must be allowed for discussion at each level of authority.

(d) The employer may be represented by an industrial organisation of employers and the employees may be represented by an industrial organisation of employees for the purpose of each procedure.

28. Anti-Discrimination

(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.

(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.

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

(4) Nothing in this clause is to be taken to affect:

(a) any conduct or act which is specifically exempted from anti-discrimination legislation.

(b) offering or providing junior rates of pay to persons under 21 years of age.

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

(d) a party to this award from pursuing matters of unlawful discrimination in any state or federal jurisdiction.

(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.

NOTE

(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 the Act affects .... any other act or practice of a body established to propagate religion that conforms to the doctrines of that religion or is necessary to avoid injury to the religious susceptibilities of the adherents of that religion.

29. Proportion

(a) The proportion of juniors to adults shall be not more than two juniors to each three adults; provided that one such junior may be employed in a factory in any case.

(b) For the purpose of this clause an employee shall be deemed to be an adult if paid an adult rate of wage.

30. General Conditions

(a) Where an employee is required by the employer to wear a uniform, cap, coat, overall, or other uniform dress, it shall be provided, maintained and laundered at the employer’s expense. Where an employee is required by the employer to wear stockings during the course of work such stockings shall be supplied and paid for by the employer.

(b) Where the nature of the work performed by employees necessitates suitable industrial clothing, including waterproof clothing and/or aprons, rubber boots or clogs, work boots work shoes, gloves, goggles, etc., they shall be supplied and paid for by the employer and shall remain the property of the employer.

(d) Employees shall be allowed a rest pause of ten minutes in the first half and in the second half of each day or shift at a time to be mutually arranged. The employer shall provide hot water during such rest pauses for the purpose of making tea or coffee.

(e) Employees shall not be required to scrub floors, or to clean lunch rooms, dressing rooms, and/or lavatories or engage in any other cleaning work of a major nature.

(f) An employee performing work of a dirty and dusty nature shall receive an allowance in accordance with Part B Monetary Rates Table 2 - Other Rates and Allowances.

(g) Where an employee is required to stand on concrete, brick or stone floors the employer shall provide a suitable mat or floor coverings as agreed upon between the employer and the union.

(h) Laboratory assistants and trainee chemists, who, as part of their training attend technical college classes in approved subjects, shall be allowed to attend such classes on one-half day each week during ordinary working hours without loss of pay.

(i) Separate well ventilated rest rooms with suitable equipment shall be provided by the employer for the use by female and male employees.

(j) A separate dining room, sufficient to accommodate the staff, shall be provided by the employer. Such dining room shall contain sufficient table and seating accommodation. Hot water shall be provided, without cost, for the employees and reasonable provision shall be made for the care of employees’ luncheons.

(k) Compensation to the extent of the damage sustained shall be made where, in the course of work, clothing and/or optical glasses are damaged or destroyed by, or through the use of corrosive, explosive, inflammable or poisonous substances.

(l)

(i) Where an employee is required to work at a place other than his usual place of work he shall be paid all fares reasonably incurred in excess of those he would normally incur attending his usual place of work and returning home and shall be paid for half of all travelling time in excess of that taken to reach his usual place of work and returning home.

(ii) Travelling time shall be paid for at ordinary rates of pay.

(iii) The foregoing subclause shall apply only to an employee temporarily transferred from his usual place of work. A temporary transfer shall mean periods of employment at places other than the usual place of work up to a maximum of three consecutive weeks.

(iv) An employee transferred from working place to working place during ordinary working hours shall be paid for the time spent in travelling as for time worked and shall receive reimbursement of fares incurred in such transfer.

(v) Where the transfer involves an employee being absent from his normal place of abode he shall be reimbursed for reasonable expenses incurred for accommodation together with first class rail fares to and from the place of transfer.

(m) An employer shall permit a notice which has been duly authorised by the union secretary to be posted on the notice board.

(n) No deductions shall be made from any leave due or from ordinary weekly wages due for time off required by employees to sit for examinations relevant to their employment.

31. Time and Payment of Wages

(a) Wages shall be paid at or before the finishing time on the usual pay day which shall be not later than Thursday in each week: Provided that, by mutual agreement between an employer and the Shop Assistants and Warehouse Employees’ Federation of Australia, Newcastle and Northern, New South Wales, or the Shop, Distributive and Allied Employees’ Association, New South Wales, wages may be paid on Fridays or wages may be paid by electronic funds transfer.

(b) Where it has been the practice for an employer to keep wages in hand such practice may be continued; provided that the amount, in no case, shall exceed one day’s pay.

32. Termination of Employment

(a) Except in the case of misconduct the employment of any employee may be terminated by one week’s notice on either side or by the payment or forfeiture (as the case may be) of one week’s wages in lieu of such notice.

(b) In the event of a stoppage of work through any cause outside the employer’s control, the contract of employment may be continued, in which case the employer’s liability for payment shall be suspended for the duration of the stoppage of work, provided that two working days’ notice shall be given to employees prior to such suspension.

(c) An employee whose employment is terminated by the employer on the working day immediately preceding a holiday or holidays, otherwise than for misconduct shall be paid for such holiday or holidays.

(d) Any employee, with more than three months’ service on leaving or being discharged, shall, if the employee so requests, be given a note by his employer stating the length and nature of the employment.

(e) Such note shall be the property of the employee and shall be returned to the employee unmarked by any subsequent employer within seven days from the commencement of the employee's service.

33. Long Service Leave

See Long Service Leave Act, 1955.

34. Redundancy

A. Application

(i) This clause shall apply in respect of full-time and part-time persons employed in the classifications specified by Table 1 - Wages, of Part B, Monetary Rates, of this award.

(ii) In respect to employers who employ 15 employees or more immediately prior to the termination of employment of employees, in the terms of subclause (d) Termination of Employment.

(iii) Notwithstanding anything contained elsewhere in this clause, this clause shall not apply to employees with less than one year’s continuous service, and the general obligation on employers shall be no more than to give such employees an indication of the impending redundancy at the first reasonable opportunity, and to take such steps as may be reasonable to facilitate the obtaining by the employees of suitable alternative employment.

(iv) Notwithstanding anything contained elsewhere in this clause, this clause shall not apply where employment is terminated as a consequence of conduct that justifies instant dismissal, including malingering, inefficiency or neglect of duty, or in the case of casual employees, apprentices or employees engaged for a specific period of time or for a specified task or tasks or where employment is terminated due to the ordinary and customary turnover of labour.

B. Introduction of Change

(i) Employer’s duty to notify

(a) Where an employer has made a definite decision to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and the union to which they belong.

(b) "Significant effects" include termination of employment, major changes in the composition, operation or size of the employer’s workforce or in the skills required, the elimination or diminution of job opportunities, promotion opportunities or job tenure, the alteration of hours of work, the need for retraining or transfer of employees to other work or locations and the restructuring of jobs. Provided that where the award specified in subclause (i) of subclause (a), makes provision for alteration of any of the matters referred to herein, an alteration shall be deemed not to have significant effect.

(ii) Employer’s duty to discuss change

(a) The employer shall discuss with the employees affected and the union to which they belong, inter alia, the introduction of the changes referred to in subclause (i) of this clause, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees, and shall give prompt consideration to matters raised by the employees and/or the union in relation to the changes.

(b) The discussion shall commence as early as practicable after a definite decision has been made by the employer to make the changes referred to in subclause (i) of this clause.

(c) For the purpose of such discussion, the employer shall provide to the employees concerned and the union to which they belong all relevant information about the changes, including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees, provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

C. Redundancy

(i) Discussions before terminations

(a) Where an employer has made a definite decision that the employer no longer wishes the job the employee has been doing to be done by anyone pursuant to paragraph (a) of subclause (i) of subclause (B), Introduction of Change, and that decision may lead to the termination of employment, the employer shall hold discussions with the employees directly affected and with the union to which they belong.

(b) The discussions shall take place as soon as is practicable after the employer has made a definite decision which will invoke the provision of subclause (a) of this clause and shall cover, inter alia, any reason for the proposed terminations, measures to avoid or minimise the terminations and measures to mitigate any adverse effects of any termination on the employees concerned.

(c) For the purposes of the discussion the employer shall, as soon as practicable, provide to the employees concerned and the union to which they belong, all 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 terminations are likely to be carried out. Provided that any employer shall not be required to disclose confidential information the disclosure of which would adversely affect the employer.

D. Termination of Employment

(i) Notice for changes in production, programme, organisation or structure - This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from production, programme, organisation or structure, in accordance with paragraph (a) of subclause (i) of subclause (B), Introduction of Change:

(a) In order to terminate the employment of an employee, the employer shall give to the employee the following notice:

Period of continuous service	Period of notice

Less than 1 year	1 week
1 year and less than 3 years	2 weeks
3 years and less than 5 years	3 weeks
5 years and over	4 weeks

(b) In addition to the notice above, employees over 45 years of age at the time of the giving of the notice, with not less than two years’ continuous service, shall be entitled to an additional week’s notice.

(c) Payment in lieu of the notice above shall be made if the appropriate notice period is not given. Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof.

(ii) Notice for technological change - This subclause sets out the notice provisions to be applied to terminations by the employer for reasons arising from "technology" in accordance with paragraph (a) of subclause (i) of the said subclause (b).

(a) In order to terminate the employment of an employee, the employer shall give to the employee three months’ notice of termination.

(b) Payment in lieu of the notice above shall be made if the appropriate notice period is not given. Provided that employment may be terminated by part of the period of notice specified and part payment in lieu thereof.

(c) The period of notice required by this subclause to be given shall be deemed to be service with the employer for the purposes of the Long Service Leave Act 1955, the Annual Holidays Act 1944, or any Act amending or replacing either of these Acts.

(iii) Time off during the notice period

(a) During the period of notice of termination given by the employer, an employee shall be allowed up to one day’s time off without loss of pay during each week of notice, to a maximum of five weeks, for the purposes of seeking other employment.

(b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment the employee shall, at the request of the employer, be required to produce proof of attendance at an interview or the employee shall not receive payment for the time absent.

(iv) Employee leaving during the notice period - If the employment of an employee is terminated (other than for misconduct) before the notice period expires, the employee shall be entitled to the same benefits and payments under this clause to which the employee would have been entitled had the employee remained with the employer until the expiry of such notice. Provided that in such circumstances the employee shall not be entitled to payment in lieu of notice.

(v) Statement of employment - The employer shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee a written statement specifying the period of the employee’s employment and the classification of or the type of work performed by the employee.

(vi) Notice to Centrelink - Where a decision has been made to terminate employees, the employer shall notify Centrelink thereof as soon as possible, giving relevant information, including the number and categories of the employees likely to be affected and the period over which the terminations are intended to be carried out.

(vii) Employment Separation Certificate - The employer shall, upon receipt of a request from an employee whose employment has been terminated, provide to the employee an Employment Separation Certificate in the form required.

(viii) Transfer to lower-paid duties - Where an employee is transferred to lower-paid duties for reasons set out in subclause (i) of the said clause 4, the employee shall be entitled to the same period of notice of transfer as the employee would have been entitled to if the employee’s employment had been terminated, and the 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 ordinary-time rates for the number of weeks of notice still owing.

E. Severance Pay

(i) Where an employee is to be terminated pursuant to subclause clause (D), Termination of Employment, subject to further order of the Industrial Relations Commission of New South Wales, the employer shall pay the following severance pay in respect of a continuous period of service:

(a) If an employee is under 45 years of age, the employer shall pay in accordance with the following scale:

Years of service	Under 45 years of age entitlement

Less than 1 year	Nil
1 year and less than 2 years	4 weeks
2 years and less than 3 years	7 weeks
3 years and less than 4 years	10 weeks
4 years and less than 5 years	12 weeks
5 years and less than 6 years	14 weeks
6 years and over	16 weeks

(b) Where an employee is 45 years of age or over, the entitlement shall be in accordance with the following scale:

Years of service	Under 45 years of age entitlement

Less than 1 year	Nil
1 year and less than 2 years	5 weeks
2 years and less than 3 years	8.75 weeks
3 years and less than 4 years	12.5 weeks
4 years and less than 5 years	15 weeks
5 years and less than 6 years	17.5 weeks
6 years and over	20 weeks

(c) "Week’s pay" means the all-purpose rate for the employee concerned at the date of termination and shall include, in addition to the ordinary rate of pay, overaward payments, shift penalties and allowances paid in accordance with this award.

(ii) Incapacity to pay - Subject to an application by the employer and further order of the Industrial Relations Commission of New South Wales, an employer may pay a lesser amount (or no amount) of severance pay than that contained in subclause (i) of this clause. The Commission shall have regard to such financial and other resources of the employer concerned as the Commission thinks relevant, and the probable effect paying the amount of severance pay in the said subclause (i) will have on the employer.

(iii) Alternative employment - Subject to an application by the employer and further order of the Commission, an employer may pay a lesser amount (or no amount) of severance pay than that contained in subclause (i) if the employer obtains acceptable alternative employment for an employee.

34A. Union Membership Fee Deduction

(i) The employer shall deduct Union membership fees (not including fines or levies) from the pay of any employee, provided that:

(a) the employee has authorised the employer to make such deductions in accordance with subclause (ii) herein;

(b) The Union shall advise the employer of the amount to be deducted for each pay period applying at the employer’s workplace and any changes to that amount;

(c) deduction of union membership fees shall only occur in each pay period in which payment has or is to be made to an employee; and

(d) there shall be no requirement to make deductions for casual employees with less than two months’ service (continuous or otherwise).

(ii) The employer’s authorisation shall be in writing and shall authorise the deduction of an amount of Union fees (including any variation in that fee effected in accordance with the Union’s rules) that the Union advises the employer to deduct. Where the employee passes any such written authorisation to the Union, the Union shall not pass the written authorisation on to the employer without first obtaining the employee’s consent to do so. Such consent may form part of the written authorisation.

(iii) Monies so deducted from employees’ pay shall be remitted to the Union on either a weekly, fortnightly, monthly or quarterly basis at the employer’s election, together with all necessary information to enable the reconciliation and crediting of subscriptions to employees’ membership accounts, provided that:

(a) where the employer has elected to remit on a weekly or fortnightly basis, the employer shall be entitled to retain up to five per cent of the monies deducted; and

(b) where the employer has elected to remit on a monthly or quarterly basis, the employer shall be entitled to retain up to 2.5 per cent of the monies deducted.

(iv) Where an employee has already authorised the deduction of Union membership fees in writing from his or her pay prior to this clause taking effect, nothing in this clause shall be read as requiring the employee to make a fresh authorisation in order for such deductions to commence or continue.

(v) The Union shall advise the employer of any change to the amount of membership fees made under its rules, provided that this does not occur more than once in any calendar year. Such advice shall be in the form of a schedule of fees to be deducted specifying either weekly, fortnightly or monthly as the case may be. The Union shall give the employer a minimum of two months’ notice of any such change.

(vi) An employee may at any time revoke in writing an authorisation to the employer to make payroll deductions of Union membership fees.

(vii) Where an employee who is a member of the Union and who has authorised the employer to make payroll deductions of Union membership fees resigns his or her membership of the Union in accordance with the rules of the Union, the Union shall inform the employee in writing of the need to revoke the authorisation to the employer in order for payroll deductions of union membership fees to cease.

(viii) This clause shall take effect:

(a) In the case of employers which currently deduct union membership fees, or whose payroll facilities are carried out by way of an outsourcing arrangement, or whose payroll calculations are made through the use of computerised means, from the beginning of the first pay period to commence on or after 21 March 2003;

(b) In the case of employers who do not fall within sub-paragraph (i) above, but who currently make deductions, other than union membership fee deductions or mandatory deductions (such as for taxation instalments or superannuation contributions) from employees’ pay, or have in place facilities to make such deductions, from the beginning of the first pay period to commence on or after 21 June 2003;

35. Right of Entry

See Chapter 5, Part 7 of the Industrial Relations Act 1996.

36. Trade Union Training

Authorised delegates of any of the unions party to this award who are nominated by the Secretary of their union to attend a training course or programme conducted under the auspices of the Authority established under the Trade Union Training Authority Act, 1975 or sponsored by the Australian Council of Trade Unions, the State Branch of the Australian Council of Trade Unions or by a union party to this award shall be granted leave of absence while attending such course or courses provided that:

(i) At least two weeks prior to attendance at the course or courses the employer receives written notice of the nomination from the union Secretary setting out the times, dates content and venue of the course;

(ii) Nominations shall not involve absences from work of more than two delegates from each union per establishment (for a maximum of three days for each nominee) in each calendar year and, for the purpose of this subclause, a calendar year shall mean the period from 1 January to 31 December inclusive;

(iii) Leave of absence granted shall be counted as time worked for the purposes of annual leave, sick leave and long service leave.

Delegates attending shall receive their normal rate of pay whilst on such prescribed by this award shall not be payable. The rate of pay for such leave shall be shared equally between the employer and the union concerned

37. Union Delegate

An employee appointed union delegate in the shop or department in which he is employed shall upon notification thereof to his employer, be recognised as the accredited representative of the Shop Assistants and Warehouse Employees’ Federation of Australia, Newcastle and Northern New South Wales and/or the Shop, Distributive and Allied Employees’ Association, New South Wales.

38. 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.

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).

39. Blood Donor Leave

Where blood donation facilities are made available at an employer’s establishment covered by this award, or at some other nearby place, an employee, who donates blood at such facility during his ordinary working hours shall be entitled to one hour’s paid leave on such occasion for that purpose provided that, before making payment for such leave, the employer may require satisfactory proof of the employee’s blood donation.

Production of the relevant Blood Bank card or certificate, properly completed, shall constitute such satisfactory proof.

40. Jury Service

An employee shall be allowed leave of absence during any period when required to attend for jury service.

During such leave of absence, an employee shall be paid the difference between the jury service fees received and the employee’s award rate of pay as if working.

An employee shall be required to produce to the employer proof of jury service fees received and proof of requirement to attend and attendance on jury service and shall give the employer notice of such requirements as soon as practicable after receiving notification to attend for jury service.

41. Occupational Superannuation

(i)

(a) For all employees of Cyanamid Australia Pty Ltd working under this award, the employer shall pay three per cent of ordinary time earnings in the form of superannuation.

(b) Each employee may choose one of the following electives:

(1) Remain/become a member of the improved Category A (non- contributory) section of the company’s pension fund.

(2) Become a member of the improved Category B (contributory) section of the company’s pension fund.

(3) Remain/become a member of the unimproved Category A (non- contributory) section of the company’s pension fund and have the three per cent of ordinary time earnings paid to their union’s fund.

(4) Become a member of the unimproved Category B (contributory) section of the company’s pension fund and have the three per cent of ordinary time earnings paid to their union’s fund.

This category will only be available if a minimum of 25 existing employees elect this option.

(5) Remain a non-member of the company’s pension fund and have the three per cent of ordinary time earnings paid to their union’s fund.

(d) The company will provide payroll deduction facilities for an employee who elects to contribute to their Union superannuation/pension fund.

(ii) All other employees covered by this award shall be entitled to receive a payment for superannuation of three per cent of ordinary time earnings which shall be paid into a scheme agreed to between the employer and the unions. This subclause shall apply to all employees of employers named in this subclause.

42. Leave Reserved

Leave is reserved to any union party to this award to apply as it may be advised during the currency of the award in respect of -

Medical examinations; part-time employees; Reserve Forces leave; charge hands and rate of pay.

43. Area, Incidence and Duration

This Award is made following a review under section 19 of the Industrial Relations Act 1996.

This Award rescinds and replaces the Tennis Strings and Sutures Industry (State) Award published 3 August 2001 (326 I.G. 684) and all variations thereof and the Tennis Strings and Sutures Industry Redundancy (State) Award published 6 October 1995. It shall apply to all employees engaged in or in connection with manufacture of tennis strings (when manufactured from catgut), sutures and/or catgut preparation within the State, excluding the County of Yancowinna, within the jurisdiction of the Drug Employees (State) Industrial Committee.

This Award was reviewed on 10 March 2008 pursuant to the Award Review pursuant to s.19(6) of the Industrial Relations Act 1996 and Principal 26 of the Principals for Review of Awards made by the Industrial Relations Commission of New South Wales on 28 April 1999 (310 I.G. 359) The changes take effect on and from 10 March 2008.

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

PART B

MONETARY RATES

Table 1 - Wages

Item No	Brief Description	Total Rate
		Per Week
		$
A	Chemist -
	Research Chemist	635.75
	Analytical and/or Chemist	596.05
	Trainee Chemist -

	1st year of adult experience	549.60
	2nd year of adult experience	571.55
	3rd year of adult experience	587.40
B	Manufacturers of all Catgut Products -
	Employees engaged in the following -

	Splitting and/or harvesting raw material	555.60
	Preparing and/or washing and/or processing raw material	555.60
	Grading	555.60
	Stripping	555.60
	Making and/or measuring and/or looping	555.60
	Employees engaged in spinning strings, responsible for final products	559.65
	Employees engaged in spinning strings, not required to use discretion
	as to the final product	555.60
	Employees engaged as a spinning and/or drying room attendant	555.60
	Housekeeper	541.55
C	Surgical Catgut Finishing Operations -
	Employees engaged in the following -

	Cutting down	555.60
	Taking down	555.60
	Sanding, polishing and grinding	555.60
	Grading	555.60
	Machine Gauging	555.60
	Manual Gauging	555.60
	Counting	555.60
	Tying and packing	555.60
	Housekeeping	541.55
D	Tennis and Other Non-surgical Catgut Finishing Operations
	Employees engaged in the following -

	Taking down	540.90
	Sanding, polishing or grinding	540.90
	Coating and/or lacquering	540.90
	Cutting down	540.90
	Coiling	540.90
	Grading and/or inspecting finished strings	540.90
	Tying	540.90
	Gauging	540.90
	Branding and/or packaging	540.90

E	Suture Preparation -
	Employees engaged in the following -
	Drying and/or sterilising sutures	540.90
	Filing and/or sealing sutures	540.90
	Inspection of packaged sutures	540.90
	Ampoule making	540.90
	Winding sutures	540.90
F	Quality Control -
	Group Leader - Quality Control Attendant	557.65
	Quality Control Attendant	546.55

Table 2 - Other Rates and Allowances

Item No.	Clause No.	Brief Description	Amount
			$
1	6(d)	In charge of 1 to 5 employees	21.60
		In charge of 6 to 10 employees	25.30
		In charge of more than 10 employees	30.30
2	13(e)(i)	Morning or afternoon shift allowance	16.00 per shift
	13(e)(ii)	Night shift allowance	21.54 per shift
3	15	Meal Allowance	11.60
4	16	Dusty, Dirty Work, etc	0.50
5	17	First-aid allowance	2.78

DRUG EMPLOYEES' (STATE) INDUSTRIAL COMMITTEE

Industries and callings

Employees in drug warehouses and/or drug factories, engaged in or in connection with the making, preparation, handling, putting up, reception, sale or delivery of drugs, galenicals, pharmaceutical goods, and medicinal or household chemicals, and all employees engaged in or in connection with the making, preparing, handling, putting up, reception, sale or delivery of cosmetics, perfumes, and toilet preparations and all employees other than in hospitals engaged in or in connection with the making, sale or delivery of surgical, medical and/or hygienic dressings and in the preparing and putting up of catgut the making of catgut preparations within the State excluding the County of Yancowinna.

Excepting:

Storemen and packers;

Watchmen, caretakers, cleaners, lift attendants and porters;

Clerks;

Carters, grooms, stablemen, yardmen and drivers of motor and other power-propelled vehicles;

And excepting also:

Employees of The Sydney County Council and The Council of the city of Newcastle;

Employees engaged in the manufacture of tartaric acid, cream of tartar, or any by-product thereof;

Employees engaged in and about the grinding of drugs;

Employees within the jurisdiction of the following Industrial Committees:

Pharmacists (State)

Retail Employees (State)

Textile Workers (State)

E. A. R. BISHOP, Commissioner

____________________

Printed by the authority of the Industrial Registrar.

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