Biscuit
and Cake Makers (State) Award
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1524 of 2007)
Before Commissioner
Bishop
|
5 February 2008
|
REVIEWED
AWARD
ARRANGEMENT
Clause No. Subject Matter
1. Title
2. Contract
of Employment
3. Definitions
3A. Secure
Employment
4. Occupational
Superannuation
5. Hours of
Work
6. Payment
of Wages
6A. Deduction
and Remittance of Union Membership Fees
7. Leave
7A. Personal/Carer's
Leave
8. Public
Holidays
9. Jury
Service
10. Meal
Breaks and Refreshments
11. Relieving
in a Higher Classification
12. Limitation
of Weights
13. Enterprise
Agreements
14. Redundancy
15. Disputes
Procedure
15A. Anti-Discrimination
16. Right of
Entry and Inspection
17. Wages
18. Transfers
19. Shift Work
20. Overtime
21. Employees
on Probation
22. Covering
for Workers in Certain Departments
23. Laundry
Allowance
24. Rest
and/or Casualty Room
25. Accommodation,
Locker, Washing Facilities, Etc.
26. Area,
Incidence and Duration
Appendix A - Wage Rates and Allowances
Table 1 - Minimum Award Wage Rates
Table 2 - Other Rates and Allowances
Schedule A - Awards and Variations Incorporated
Schedule B - Changes made on Review
1. Title
This award shall be known as the Biscuit and Cake Makers
(State) Award.
2. Contract of
Employment
(i) Employees
shall be engaged on a full-time, part-time or casual basis.
(ii) Subject to
subclause (iv) and (vi) of this clause, the employment of full-time and
part-time engaged employees may be terminated during the first month of
employment by one day's notice on either side and after one month's completed
employment by one week's notice given on either side at any time during the
week, or by the payment of forfeiture, as the case may be, of wages for the
required period of notice. Casual
employees shall be employed on an hourly basis.
(iii) 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 employment and classification of, or the type of work performed, by the
employee.
(iv) Nothing in
this award shall affect the right of the employer to dismiss any employee
without notice for refusal of duty, malingering, inefficiency, neglect of duty
or misconduct and in such cases the wages shall be paid within 30 minutes after
dismissal. Where this is impracticable
due to weekend work, shift work or overtime work situation, then payment is to
be made available to the employee on the next working day.
(v) An employee
not attending for duty shall lose pay for the actual time of such
non-attendance, except where such non-attendance is subject to clause 7, Leave;
clause 8, Public Holidays; and clause 9, Jury Service.
(vi) Subject to
clause 7, Leave; clause 8, Public Holidays and clause 9, Jury Service, an
employee who is absent without permission from work for a continuous period of
3 days shall be deemed to have abandoned employment.
Termination of employment by abandonment in accordance
with this sub-clause shall operate as from the date of the last attendance at
work or the last day's absence in respect of which consent was granted,
whichever is the later.
(vii) Employees are
responsible for the care and safekeeping of all issues to them and shall return
each article to the employer on request or on termination of employment.
(viii) Employees
shall perform such work as the employer shall reasonably require. The employees shall work reasonable overtime,
day work and shiftwork as provided by the terms of this award.
(ix) This clause
shall not effect the right of an employer to stand down any employee without
pay for any day or part of a day during which an employee cannot be usefully
employed because of any industrial action or any cause for which the employer
cannot be held responsible.
3. Definitions
Full-time Employee - means an employee employed by the week
to work an average of 40 hours per week.
Part-time Employee - means an employee employed to work by
the week on a standard roster of less than 40 hours per week.
Casual Employee - means an employee employed by the hour and
engaged and paid as such.
Leading Hand - means an employee appointed as such by the
employer and who, while working under supervision, gives instructions to and/or
is responsible for work done by other employees.
Union - means the National Union of Workers, New South Wales
Branch.
Assistant Brakesperson - means an employee assisting the
brakesperson at a braking machine.
Assistant Mixer - means an employee assisting the person at
a mixing machine and who relieves a mixer from time to time.
Automatic Packaging Machinist - means an employee who sets
up, controls, operates and attends to an automatic packaging machine and may be
required to attend more than one machine.
Automatic Packaging Machine Operator - means an employee who
operates, controls and feeds an automatic packaging machine or machines.
Baker - means an employee who, subject to the supervision of
a leading hand, foreman or supervisor, is in charge of and empties an oven and
controls the baking by regulating the heat and speed of the oven and shall
include a person when he/she assists in filling an oven with a peel.
Biscuit Forming Machine Operator - means an employee who is
responsible for the setting up, control, efficient operation and web
maintenance of all biscuit forming equipment, as defined in the following
grades:
Grade I - An employee who is able to set up in the specified
time, control and efficiently operate the full range of biscuit forming and
ancillary equipment and fit and maintain all webs.
Grade II - An employee who is able to set up in the
specified time, control and efficiently operate all biscuit forming and
ancillary equipment and fit and maintain all webs on at least one production
plant.
Grade III - An employee who is being trained to the level of
Grade II, having demonstrated the ability to maintain operation of biscuit
forming equipment on at least one production plant.
Biscuit Topper - means an employee engaged in topping
sandwich biscuits.
Brakesperson - means an employee who is employed at a
braking machine whether finishing or rough preparing the dough for a cutting
machine.
Employment on Probation - means employment of new employees,
other than casual employees, on daily hire for the first two weeks of
employment.
Checker - means an employee primarily engaged in weighing,
checking, gauging of biscuits, packed biscuits or packaging materials, but does
not include a person who removes scrap, reject or damaged biscuits, packed
biscuits or packaging materials.
Depot Hand - means an employee who, subject to the
supervision of a leading hand, foreman or supervisor, is engaged in the
preparation of orders and assists in the loading and stacking of orders into a
rail truck or road vehicle.
Fixer - means an employee who fixes the tops of packed tins
with biscuits or paper shavings.
General Hand - means an employee engaged in the handling and
movement of ingredients or semi-processed ingredients within the manufacturing
area, the cleaning or washing of utensils and equipment, and a person not
limited by the provisions of clause 12, Limitation of Weights.
Line Hand - means an employee unloading material from trucks
or other vehicles and who may be required to perform other duties.
Mixer - means an employee who mixes ingredients for dough,
batters, icings, chocolate icings, melting chocolate from block form, cream or
shortening and includes any person employed at syrup or jelly making.
Night Work - means work performed by employees between the
hours of 8.00 p.m. and 6.00 a.m.
Oven Serviceperson - means an employee who lights ovens and
cleans burners and air filters.
Packer - means an employee, other than a trainee, engaged on
packing biscuits into tins or packets or leading biscuits into an automatic
packaging machine. For the purpose of
this definition a continuous training period shall not exceed two months.
Packer (delivery) - means an employee engaged packing
articles for delivery outside the factory.
Paster of Packed Tins - means an employee who pastes and
labels tins which have been packed and fixed but not wrapped.
Picker-up - means an employee who picks up packed tins of
biscuits to be pasted.
Platform Hand - means an employee engaged in removing
platforms loaded with biscuits, cakes or empty tins from place to place as
required.
Platform Hand 1st Class - means an employee engaged in
removing platforms loaded with biscuits, cakes or empty tins from place to
place by power machine as required.
Secondary Processing Operator - Grade 1 - means an employee
who is able to set up and operate a full range of enrobing and depositing
equipment including
(a) enrober for
full or half coated biscuits with pure or compound chocolate or other fat based
couveratures or icings; and
(b) marshmallow
mixers and depositors; and
(c) high or low
speed creaming machines; and
(d) jam and
fondant depositors.
Secondary Processing Operator - Grade 2 - means an employee
who is able to operate at least one of the machines included in the definition
of Secondary Processing Operator - Grade 1.
Secondary Processing Operator - Grade 3 - means an employee
who is being trained to operate any of the machines included in the definition
of Secondary Processing Operator - Grade 1.
Stacker - means an employee who stacks tins of biscuits on a
platform after being pasted and/or wrapped.
Stackerperson - means an employee who is mainly engaged in
the transportation, lifting and stacking of biscuits and other goods by fixed
or mobile mechanical or electrical appliances.
Storeperson - means an employee who receives and is in
charge of goods, whether raw or manufactured, whilst stored.
Tea Attendant - means an employee engaged in the making and
distribution of tea, refreshments, etc., and general duties in the tea room.
Tin Washer - means an employee engaged in washing tins.
Truck Stacker - means an employee who, subject to the
supervision of a leading hand, foreman or supervisor, is engaged in the preparation
of orders and is in charge of leading and stacking orders into rail trucks or
road vehicles.
Wafer-Maker or Cone Maker or Waffle-Maker - means an
employee who, subject to the supervision of a leading hand or foreman or
supervisor, is in charge of and controls and regulates a wafer or cone-wafer
oven or ovens, or waffle ovens or waffle-irons.
Wafer-Oven Attendant - means an employee who is employed at
a wafer-oven and who trims the waste around the edges and removes the wafer
from the oven plates.
Weighperson - means an employee whose duty it is to weigh
out ingredients used in the manufacture of biscuits and/or cakes.
Weigher - means an employee who weighs packed tins of
biscuits.
3A. 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.
(c) Occupational
Health and Safety
(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.
4. Occupational
Superannuation
(i) The employer
shall pay on behalf of each full-time adult employee with 6 months continuous
service 3 per cent of the employee's ordinary rate of pay per week into a
superannuation fund meeting the requirements set down by the Commissioner for
Occupational Superannuation.
(ii) The employer
shall pay on behalf of each part-time adult employee with 6 months continuous
service working more than 20 hours per week 3 per cent of the employee's
ordinary rate of pay into a fund meeting the requirements set down by the
Commissioner for Occupational Superannuation.
(iii) Where an
employee is absent, on leave without pay, whether or not such leave is
approved, no contribution from the employer shall be due in respect of that
employee, in respect of the period of unpaid absence.
(iv) The obligation
of the employer to contribute to the fund in respect of an employee shall cease
on the last day of such employee's employment with the employer.
(v) From August
1990 where an employer has failed to make application to participate in an
approved fund, the employer shall make application to participate in such fund
and upon acceptance by the Trustee shall make an initial contribution which
would have been payable under this award, had the employer made application to
participate in such fund and been accepted by the Trustee prior to the
operation of this award after which the employer shall then continue to make
payments as prescribed by this award.
Other than for back payment of contributions, the employee shall not be
entitled to:
(a) interest on
contribution; and/or
(b) death and
disability cover.
(vi) An employer
shall not be liable to contribute on behalf of any employee who refuses to sign
an application form as required by the Trust Deed of an approved fund. Such refusal shall be in writing,
notwithstanding that the employee can at any time apply to have contributions
commencing upon becoming a member of the fund.
Provided further that where an employee is a member of the Union, such
Union shall be notified of the employee's refusal.
(vii) Any employer
who at the date of variation of this award is already contributing to a
superannuation fund meeting the requirements set down by the Commissioner for
Occupational Superannuation in accordance with the Principle established in the
State Wage Case of December 1987, shall be exempt from this clause.
NOTATION:
Employees covered by this award are also covered by the provisions of
the Superannuation Guarantee Charge Act, 1992 (Cth.) and the Superannuation
Guarantee (Administration) Act, 1992 (Cth.) and complimentary
legislation. Nothing in this notation,
however, shall be used to reduce any benefits enjoyed by employees as at the
date of making this award.)
5. Hours of Work
(i) Weekly Full-Time
Employees (Including Apprentices)
(a) The ordinary
hours of work shall be an average of 40 per week, worked on the following
basis:
(i) 40 hours
within a work cycle not exceeding seven days; or
(ii) 80 hours
within a work cycle not exceeding fourteen days; or
(iii) 120 hours
within a work cycle not exceeding twenty-one days; or
(iv) 160 hours
within a work cycle not exceeding twenty-eight days; or
(v) such other
methods as may be agreed from time to time between the employer and the
employees affected.
(b) The ordinary
hours of work prescribed herein may be worked between 5.00 a.m. and 6.30 p.m.
on any day Sunday to Saturday.
(c) The ordinary
hours of work prescribed herein may not be less than four hours on any day nor
more than twelve hours on any day.
(ii) Part-Time
Employees
(a) The hours of
work shall not exceed an average of 40 hours per week, worked on the following
basis:
(i) within a work
cycle not exceeding seven days; or
(ii) over a work
cycle not exceeding 28 days; or
(iii) such other
methods as may be agreed from time to time between the employer and the
part-time employees affected.
(b) The ordinary
hours of work shall be the same as for full-time employees (see subclause
(i)(b) of this clause).
(c) Part-time
employees shall be advised of the starting and finishing times of their shifts.
(d) All
entitlements of this Award shall apply to a part-time employee on a pro-rata
basis.
(iii) Casual
Employees
(a) The average
ordinary hours of work shall not exceed 40 hours in any week.
(b) The ordinary
hours of work shall not be more than twelve hours on any one day and not more
than an average of five ordinary shifts shall be worked in any one week. A minimum payment of four hours per
engagement shall apply.
(iv) Each employee
shall have a fixed starting and ceasing time and the employer shall, by legible
notice displayed in some place accessible to the employees, notify the hours of
starting and ceasing work. The starting
and ceasing times once notified shall not be changed unless seven days' notice
thereof has been given to the employees concerned.
Provided further that work done prior to the spread of
hours fixed in accordance with this clause for which overtime rates are payable
shall be deemed for the purpose of this clause to be part of the ordinary hours
of work where the ordinary hours worked within the prescribed spread of hours
in any week are less than forty.
6. Payment of Wages
(i) Each employer
shall fix a pay period of no more than seven days, which shall be common to all
the employer's employees covered by this award and this period shall not be
altered without 7 days’ notice; provided that where genuine agreement is
reached with a majority of employees the pay period may be extended. Such a variation shall be subject to the
consent of the Union, which shall not be unreasonably withheld.
(ii) All wages and
overtime shall be paid not later than three working days after the end of the
pay period which shall be nominated by the employer and not changed without 7
days' notice.
(iii) Any time
exceeding 15 minutes during which an employee is kept waiting for payment shall
be paid for at the rate of time and one half.
(iv) Pay
Slips: Refer to Section 123 of the Industrial
Relations Act 1996 and Clause 7 of the Industrial Relations (General)
Regulation 2001.
6A. Deduction and
Remittance of Union Membership Fees
(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
employee'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 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, monthly, or quarterly 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.
7. Leave
(i) Annual Leave
(a) See Annual
Holidays Act 1944.
(b) Payment during
Annual Leave: All employees shall receive payment for annual leave periods
calculated at their ordinary rate of pay in accordance with the provisions of
the Annual Holidays Act 1944, and shall, in addition, be paid all shift
or early start allowances, relating to ordinary time which the employee would
have worked if the employee had not been on annual holidays. Such payment shall not include any penalty
payment in respect of a public holiday occurring during the annual holiday, on
which the employee would have worked an ordinary shift.
(c) During a
period of annual leave an employee shall receive a loading calculated on the
appropriate rate of pay as prescribed.
The loading shall be as follows:
(1) 17 and a half
per cent; or
(2) the shift or
early start allowance an employee would have been entitled in accordance with
paragraph (b) of this sub-clause provided that entitlement exceeds 17 and a
half per cent.
(d) The
entitlements prescribed in paragraph (c) of this subclause shall not apply to:
(1) pro rata leave
on termination;
(2) accrued leave
on termination except when the employment of an employee is terminated by the
employer for reasons other than those prescribed in subclauses (iv) and (vi) of
clause 2, Contract of Employment;
(3) annual leave
taken wholly or partly in advance, provided that the loading shall be paid if
and when an employee's leave entitlement falls due.
(e) In the event
of annual leave close-down an employee shall receive the entitlements
prescribed in paragraphs (b) and (c) of this sub-clause on a pro rata basis.
(ii) Sick Leave
(a) An employee on
weekly hiring who, after not less than 3 months' continuous service with the
employer, is unable to attend for duty during the employee’s ordinary working
hours by reason of personal illness or personal incapacity 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 conditions and limitations.
(1) The employee
shall not be entitled to paid leave of absence for any period in respect of
which the employee is entitled to workers' compensation.
(2) The employee
shall as soon as reasonably practicable immediately notify the employer of an
inability to attend for duty, and as far as practicable, state the nature of
the illness and the estimated duration of the absence.
(3) The employee
shall furnish a doctor's certificate or proof as required by the employer of an
inability on account of such illness or injury, to attend for duty on the day
or days for which sick leave payment is claimed.
(b) For the
purpose of this clause continuous service shall be deemed not to have been
broken by:
(1) any absence
from work on leave granted by the employer;
(2) any absence
from work by reason of personal illness, injury or other reasonable cause (proof
whereof shall fall upon the employee); provided that any time so lost shall not
be taken into account in computing the qualifying period of three months.
(c) An employee
shall be entitled to paid sick leave not in excess of:-
(1) 40 hours
during the first year of employment;
(2) 48 hours
during the second year of employment;
(3) 64 hours
during the third year of employment;
(4) 80 hours
during the fourth and subsequent years of employment.
(d) Sick leave
shall accumulate from year to year, subject to continuous employment, provided
further than an employee shall not be entitled to accumulate sick leave for
more than 880 hours from the end of the year in which it accrues.
(iii) 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 in
Australia of a person as prescribed in paragraph (c) of this subclause.
Provided further, an employee, other than a casual
employee, shall be entitled to a maximum of three days leave without loss of
pay on each occasion and on the production of satisfactory evidence of the
death outside Australia of an employee as prescribed in the said paragraph (c)
where such employee travels outside Australia to attend the funeral.
(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 as set out in
subparagraph (ii) of paragraph (c) of subclause (1) of clause 7A,
Personal/Carer’s Leave, provided that for 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 subclauses
(2), (3), (4) and (5) of the said clause 7A.
In determining such a request, the employer will give consideration to
the circumstances of the employee and the reasonable operational requirements
of the business.
(f) Bereavement
entitlements for casual employees
(a) Subject to the
evidentiary and notice requirements in 7(iii)(b) 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 7A(c)(ii) of clause 7A,
Personal/Carer's 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.
(iv) Long
Service Leave - See Long Service Leave Act 1955.
(v) 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).
(vi) Workers'
Compensation And Rehabilitation - See Workers' Compensation Act 1987 and
the Workplace Injury Management and Workers Compensation Act, 1998.
7A. 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 7A(c)(ii) 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 subclause (ii) of clause 7, 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,
(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.
(c) The
entitlement to use sick leave in accordance with this subclause is subject to:
(i) the employee
being responsible for the care of the person concerned; and
(ii) the person
concerned being:
(a) a spouse of
the employee; or
(b) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(c) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial child), parent (including a foster parent and legal guardian),
grandparent, grandchild or sibling of the employee or spouse or de facto spouse
of the employee; or
(d) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(e) a relative of
the employee who is a member of the same household, where for the purposes of
this subparagraph:
1. "relative"
means a person related by blood, marriage or affinity;
2. "affinity"
means a relationship that one spouse because of marriage has to blood relatives
of the other; and
3. "household"
means a family group living in the same domestic dwelling.
(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.
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 at clause 15, Disputes Procedure, should be followed.
(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 7A(c)(ii)
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 employer’s 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 Entitlement for casual employees
(1) Subject to the
evidentiary and notice requirements in 7(A)(1)(b) and 7A(1)(d) 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 7A(c)(ii) 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.
8. Public Holidays
(i) The days on
which New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter
Monday, Anzac Day, Queen's Birthday, Christmas Day and Boxing Day or any other
gazetted public holiday are observed and special days appointed by proclamation
as public holidays shall be holidays under this award and no deduction shall be
made from the weekly pay of an employee in which any of the abovenamed holidays
fall if the employee is not required to work on any of such holidays.
(ii) An employee
required to work on any of the days named in subclause (i) of this clause shall
for all time worked on any such holidays, be paid in accordance with cause
20,Overtime.
(iii) An employee
absent without leave on the working day immediately preceding an award holiday
or holidays, or on the working day immediately succeeding such holiday or
holidays, shall forfeit wages for the days of absence including the holiday or
holidays, except where such absence is due to illness of the employee or to
another reasonable cause proof whereof shall be upon the employee.
(iv) Employees
shall be entitled to an additional holiday on the first Tuesday following
Easter Monday in each year. An employer
and an employee, or an employer and the majority of employees in an
establishment may agree to observe an alternative day as a holiday in lieu of
the first Tuesday following Easter Monday.
(v) A special day
appointed by proclamation as a public holiday shall be a holiday under this
award only within the district specified in the proclamation.
9. Jury Service
(i) An employee
required to attend for jury service during ordinary working hours shall 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 wage the
employee would have received in respect of the ordinary time that would have
been worked had the employee not been on jury service.
(ii) An employee
shall notify the employer as soon as possible of the date 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.
10. Meal Breaks and
Refreshments
(i) Each day's
work shall be worked in an unbroken shift except for meal breaks or refreshments.
(ii) Non-paid meal
breaks shall be as arranged between the employer and the employee but in no
case shall the meal breaks of an employee exceed one hour in the aggregate in
any one day and not less than half an hour in any one break unless mutually
agreed by the employer and the employee; provided that an employee shall not,
in general, be required to work more than five hours without a break for a
meal.
(iii) During any
shift of eight hours or more (or 7.6 hours where a 38-hour week is worked), employees
shall be allowed opportunities for a paid refreshment break or breaks of no
more than twenty minutes duration in aggregate and not less than five minutes
for any one break, in such manner as to not interfere with the continuous
running of the establishment.
11. Relieving in a
Higher Classification
Any employee performing the work of a higher paid
classification than the employee's usual classification, for one hour or more
on any day, shall be paid at the rate for the higher paid classification for
the time the employee performs such higher paid work.
12. Limitation of
Weights
See Manual Handling, of the Occupational Health and Safety
Regulation 2001
13. Enterprise
Agreements
(1)
(a) As part of the
Structural Efficiency exercise and as an ongoing process for 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.
(b) The terms of
any proposed genuine arrangement reached between an employer and employee(s) in
any enterprise shall, after due processing, substitute for the provisions of
this award/agreement to the extent that they are contrary provided that:
(i) A majority of
employees affected genuinely agree;
(ii) Such
agreement is consistent with the current State Wage Case principles.
(c)
(i) Before any
arrangement requiring variation to the award is signed and processed in
accordance with subclause (2), details of such arrangements 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. A union or an employer association may
within 14 days thereof, notify the employer in writing of any objection to the
proposed arrangements, including the reasons for such objections.
(ii) When an
objection is raised, the parties are to confer in an effort to resolve the
issue.
Procedures to be followed
(2) Such
enterprise arrangements shall be processed as follows:
(a) All employees
will be provided with the current prescriptions (e.g. award, industrial
agreement or enterprise arrangement) that apply at the place of work.
(b)
(i) Where an
arrangement is agreed between the employer and the employees, or their
authorised representative at the enterprise, such arrangement shall be
committed to writing.
Where the arrangement is agreed between the employer
and an absolute majority of permanent employees under this award at an
enterprise, such arrangement shall be committed to writing.
(ii) The
authorised representative of employees at an enterprise may include a delegate,
organiser or official of the relevant union if requested to be involved by the
majority of employees at the establishment.
(c) The
arrangement shall be signed by the employer, or the employer’s duly authorised
representative, and the employees, or their authorised representative with whom
agreement was reached.
(d) Where an
arrangement is objected to in accordance with subparagraph (i) of paragraph (c)
of subclause (1), and the objection is not resolved, an employer may make
application to the Industrial Relations Commission of New South Wales to vary
the award to give effect to the arrangement.
(e) The union
and/or employer association shall not unreasonably withhold consent to the
arrangements agreed upon by the parties.
(f) If no party
objects to the arrangement, then a consent application shall be made to the
Industrial Relations Commission of New South Wales to have the arrangement
approved and the award varied in the manner specified in paragraph (g).
(g) Such
applications are to be processed in accordance with the appropriate State Wage
Case principles.
(h) Where an
arrangement is approved by the Industrial Relations Commission of New South
Wales 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 the award.
(i) Such
arrangement, when approved, shall be displayed on a notice board at each
enterprise affected.
(j) No existing
employee shall suffer a reduction in entitlement to earnings, award or
overaward, for working ordinary hours of work as a result of any award changes
made as part of the implementation of the arrangement.
14. Redundancy
(i) Application:
(a) This clause
shall apply in respect of full-time and part-time employees.
(b) This clause
shall only apply to employers who employ 15 or more employees immediately prior
to the termination of employment of employees.
(c) 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.
(d) 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.
(ii) Introduction
of Change
(a) Employer's
Duty to Notify:
(1) 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.
(2) '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 makes provision for
alteration of any of the matters referred to herein, an alteration shall be
deemed not to have significant effect.
(b) Employer's
Duty to Discuss Change:
(1) 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 paragraph (a) above,
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.
(2) 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 Paragraph (a) of this
sub-clause.
(3) 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.
(iii) Redundancy
(a) Discussions
Before Terminations:
(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 pursuant to sub-paragraph (1) of
paragraph (a) of subclause (ii) above, 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.
(2) The
discussions shall take place as soon as is practicable after the employer has
made a definite decision which will invoke the provision of subparagraph (1) of
this sub-clause and shall cover, inter alia, any reasons for the proposed
terminations, measures to avoid or minimise the terminations and measures to
mitigate any adverse effects of any termination on the employees concerned.
(3) 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 any employer shall not be required to disclose confidential
information the disclosure of which would adversely affect the employer.
(iv) Termination Of
Employment
(a) 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 subclause
(ii)(a)(1) above.
(1) 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
|
(2) 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.
(3) 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.
(b) 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 subclause (ii)(a)(1) above:
(1) In order to
terminate the employment of an employee the employer shall give to the employee
3 months’ notice of termination.
(2) 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.
(3) The period of
notice required by this sub-clause 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.
(c) Time Off
During the Notice Period:
(1) 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.
(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.
(d) 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
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.
(e) 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.
(f) Notice to
Appropriate Government Agency - Where a decision has been made to terminate
employees, the employer shall notify the appropriate government agency 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.
(g) Department of
Social Security 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 by the Department of Social Security.
(h) Transfer to
Lower Paid Duties - Where an employee is transferred to lower paid duties for
reasons set out in paragraph (a) of subclause (ii) above, 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.
(v) Severance Pay
(a) Where an
employee is to be terminated pursuant to subclause (iv) above, subject to
further order of the Industrial Relations Commission, the employer shall pay
the following severance pay in respect of a continuous period of service:
(1) If an employee
is under 45 years of age, the employer shall pay in accordance with the
following scale:
Under 45 Years of
Age
|
Years of Service
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
|
(2) Where an
employee is 45 years old or over, the entitlement shall be in accordance with
the following scale:
Years of Service
|
45 Years of Age and
Over Entitlement
|
Less than 1 year
|
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
|
(3) 'Weeks Pay'
means the all purpose rate of pay for the employee concerned at the date of
termination, and shall include, in addition to the ordinary rate of pay, over
award payments, shift penalties and allowances provided for in the relevant
award.
(b) Incapacity To
Pay - Subject to an application by the employer and further order of the
Industrial Relations Commission, an employer may pay a lesser amount (or no
amount) of severance pay than that contained in paragraph (a) above.
The Industrial Relations Commission shall have regard
to such financial and other resources of the employer concerned as the
Industrial Relations Commission thinks relevant, and the probable effect paying
the amount of severance pay in subclause (i) above will have on the employer.
(c) Alternative
Employment - Subject to an application by the employer and further order of the
Industrial Relations Commission, an employer may pay a lesser amount (or no
amount) of severance pay than that contained in paragraph (a) above if the
employer obtains acceptable alternative employment for an employee.
(vi) Savings Clause
- Nothing in this award shall be construed so as to require the reduction or
alteration of more advantageous benefits or conditions which an employee may be
entitled to under any existing redundancy arrangement, taken as a whole,
between the union and any employer bound by this award.
15. Disputes
Procedure
Subject to the Industrial Relations Act 1996 any
grievance, dispute or claim arising out of or relating to this award shall be
dealt with in the following manner:
(i) Should any
matter arise which gives cause for concern to an employee, the employee shall
raise the matter with the immediate supervisor.
(ii) If the matter
remains unresolved it shall be referred to the Union delegate who shall consult
with the appropriate representative of the employer.
(iii) If the matter
remains unresolved it shall be referred to the Secretary of the Union (or
representative). This official shall
discuss the matter with a senior representative of the employer.
(iv) If the matter
remains unresolved it shall be submitted to the Industrial Relations Commission
of New South Wales whose decision shall, subject to any appeal in accordance
with the Industrial Relations Act 1996, be final.
(v) Whilst the
above procedure is being followed, work shall continue as normal in accordance
with this award.
(vi) No party shall
be prejudiced as to final settlement by the continuance of work in accordance
with this clause.
(vii) The parties
shall, at all times, confer in good faith and without undue delay.
15A.
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.
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 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."
16. Right of Entry
and Inspection
See Chapter 5, Part 7 of the Industrial Relations Act
1996 and Division 2 and 3, Part 5 of the Occupational Health and Safety Act
2000.
17. Wages
(i) Adult
Employees
(a) The minimum
rates of wages for the classifications set out in Table 1 - Minimum Award Wage
Rates, of Appendix A, shall be subject to the other provisions of this award.
(b) Leading Hands
- Leading Hands in charge of up to 10 employees shall be paid not less than the
amount set out in Item 1 of Table 2 - Other Rates and Allowances, of Appendix
A, in addition to their appropriate rate of pay; more than 10 employees and not
more than 20 employees shall be paid not less than the amount as set out in the
said Item 1 in addition to their appropriate rate of pay; more than 20
employees shall be paid not less than the amount as set out in the said Item 1
in addition to their appropriate rate of pay.
(c) Line Hands who
manually load, unload and/or stack flour, or manually unload coal, shall be
paid as set in Item 2 of Table 2 provided any youth, employed in a position
above classified except all other, shall receive the wage above prescribed for
the said work.
(ii)
(a) Junior
Employees - The minimum rates of pay of junior employees shall be ascertained
by calculating the following percentages of the rate of pay for an employee -
"other employees" from time to time effective prescribed by subclause
(i), Adult Employees, of this clause, calculated to the nearest 5 cents, any
broken part of 5 cents in the result not exceeding 2½ cents to be disregarded.
NOTE: Junior
wafer-oven attendant under 18 years of age shall be paid the rate prescribed by
this subclause for a junior of 18 years of age. A junior employed as Roller, or a Driver or Assistant
Brakesperson shall be paid not less than the rate prescribed by this subclause
for a junior of 20 years of age. Leave
is reserved to the parties to apply, at any time, in respect of this subclause.
(b) A junior 18
years of age or over employed as a general hand shall be paid the appropriate
percentage for his age of the rate prescribed in paragraph (a) of subclause (i)
for a general hand.
(iii) Casual
Employees - Casual employees shall be paid not less than one-fortieth per hour
of the appropriate rate for the class of work upon which they are engaged and,
in addition, a loading of 15 per cent.
(NOTATION: The
New South Wales Annual Holidays Act provides that casual employees under this
award are entitled to receive an additional amount equal to one-twelfth of
their ordinary time earnings in lieu of annual leave).
(iv) Arbitrated
Safety Net Adjustments
The rates of pay in this award include the adjustments
payable under the State Wage Case of 2007. These adjustments may be offset
against:
(i) any
equivalent overaward payments, and/or
(ii) award wage
increase since 29 May 1991, other than Safety Net, State Wage Case, and Minimum
Rates Adjustments.
18. Transfers
Transfer - An employee transferred to another class of work
shall, whilst so transferred, be paid not less than a minimum rate prescribed
for such class of work or not less than the rate which he/she was receiving
immediately prior to such transfer, whichever is the higher rate. Provided that where an employee is
transferred to another class of work for four hours or more in any one day
he/she shall be paid for that day not less than the minimum rate prescribed for
such class of work or not less than the rate which he/she was receiving
immediately prior to such transfer, whichever is the higher rate.
19. Shift Work
(i) ROSTER: Shift rosters shall specify the commencing
and finishing times of ordinary hours of work of the respective shifts. The time of commencing and finishing shifts
once having been determined may be varied by agreement to suit the
circumstances and needs of the plant or establishment or, in the absence of
agreement, by seven days’ notice of alteration given by the employer to the
employee.
(ii) ROTATION: Shifts may be rotated. Different methods of rotation may apply in
respect of particular groups or sections of employees in a plant or
establishment. Where shifts rotate, the
rotation may be weekly, fortnightly or four-weekly or such other interval as
may be agreed from time to time.
(iii) An employee
employed on a shift which is rostered to finish after 6.00 p.m. but at or
before midnight, shall be paid an afternoon shift allowance of 15% of the
ordinary hourly rate for the employee's classification for each hour worked.
(iv) An employee
employed on a permanent shift which is rostered to finish after midnight but at
or before 7.00 a.m., shall be paid a night shift allowance of 30% of the
ordinary hourly rate for the employee's classification for each hour worked.
(v) Not less than
one person who is qualified to render first-aid as prescribed by the St. John
Ambulance Association shall be on duty and shall be available to give any
necessary treatment while employees are on shift work.
Any change of hours of work organisation arising from
these variations will be such that no current employee shall:
- suffer
a reduction of current earnings for ordinary hours; and
- not
receive the first instalment pay increase arising under the structural
efficiency principle.
Consultation Process - Implementation of any variation
in hours from current hours shall be processed through a consultative process:
- at
each site and before commencing consultation the union and employer shall
jointly communicate the award changes;
- at
each site and work group, discussions shall be held between employees and
employers to discuss the nature and type of appropriate work arrangements;
- these
discussions should be subject to consideration and involvement at relevant
stages by union officials, specifically:
* before
discussions commence; and
* before
implementation.
- such
discussions shall not result in implementation of new changes to hours in a
period of less than four weeks from 2 November 1989 to allow for further
consultations;
- in the
event that agreement is not reached at any site or work group then this should
be subject to referral to the Industrial Relations Commission of New South
Wales;
- any
changes in hours, etc., shall be subject to review by a consultative process as
outlined in the above after six months’ operation.
20. Overtime
(i) For all
employees, all time worked in excess of or outside ordinary hours of work shall
be overtime.
(ii) Overtime
shall be paid at the rate of time and a half of the ordinary hourly rate for
the first two hours of any day, and at the rate of double time thereafter.
(iii) Sunday
overtime - All overtime worked on a Sunday shall be paid at double the ordinary
hourly rate.
(iv) Holiday
overtime - All overtime worked on a holiday shall be paid at the rate of double
time and a half of the ordinary rate.
(v) Where an
employee works overtime on any day and such overtime does not immediately
precede or follow ordinary hours of work, an employee shall be paid for a
minimum four hours overtime at the appropriate rate.
(vi) Tea Money - An
employee required to work overtime for two hours or more after the usual finishing
time on any day, unless twenty-four hours’ notice has been given, shall be
allowed the allowance as set in Item 3 of Table 2 - Other Rates and Allowances,
of Appendix A.
Where an employee is given twenty-four hours’ notice of
the need to work overtime for more than two hours on the next working day and
the overtime is not cancelled on the day of notification and the employee
attends and is then not required to work overtime, he shall be paid the tea
money allowance.
21. Employees on
Probation
Employment of employees, other than casual employees, on
probation for the first two weeks of service shall be from day to day at the
appropriate weekly wage and shall be terminable at a day's notice.
22. Covering for
Workers in Certain Departments
Such coverings shall consist of rubber or leather boots and
waterproof aprons for employees working at washing tins or at tubs, in the
syrup room and in tin washing, overalls for employees in the mixing room,
overalls for employees unloading coal and for oven servicemen and oilskins and
gloves for line hands.
23. Laundry Allowance
Where an employer requires an employee to wear overalls or
uniforms of any description such uniforms shall be supplied by the employer.
Where the employee is required to wear and launder his or
her uniforms the employer will pay a laundry allowance as set in Item 4 of
Table 2 - Other Rates and Allowances, of Appendix A. This provision shall not prohibit the employer from laundering
such clothing in lieu of payment.
24. Rest and/Or Casualty
Room
Employers shall provide separate rest and/or casualty rooms
for male and female employees properly furnished and fully equipped in
accordance with the Occupational Health and Safety Regulation 2001.
25. Accommodation,
Locker, Washing Facilities
See the Occupational Health and Safety Regulation 2001.
26. Area Incidence
and Duration
(a) This award
shall apply to all persons engaged or employed within the jurisdiction of
Clause 1 of the Biscuit, Cake Makers and Pastry Cooks &c. (State) Industrial
Committee.
(b) This award is
made following a review under section 19 of the Industrial Relations Act
1996 and rescinds and replaces the Biscuit and Cake Makers (State) Award
published 15 February 2002 (331 I.G. 254) and all variations thereof.
(c) This Award was
reviewed on 5 February 2008 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). The changes take effect on and
from 5 February 2008.
(d) This award
remains in force until varied or rescinded, the period for which it was made
having already expired.
BISCUIT, CAKE
MAKERS AND PASTRY COOKS & CO. (STATE)
INDUSTRIAL
COMMITTEE
INDUSTRIES AND
CALLINGS
1. Employees in
biscuit and cake factories in the State.
2. Pastry Cooks
and assistants, all persons employed in making muffins, crumpets, hot plate
goods and hamburger buns, pastry packers, carters, grooms, stablemen, yardmen
and motor wagon drivers employed in connection therewith in the State,
excluding the County of Yancowinna;
excepting -
Engine drivers and firemen, greasers, trimmer, cleaners
and pumpers, engaged in or about the driving of engines, electrical crane,
winch, and motor drivers;
Carters, grooms, stablemen, yardmen, and drivers of
motor and other power-propelled vehicles;
Tinsmiths, and sheet iron workers.
All persons employed by the Sydney County Council;
Employees of the Australian Gas Light Company;
Employees of the North Shore Gas Company Limited.
APPENDIX A
WAGE RATES AND
ALLOWANCES
Table 1 - Minimum
Award Wage Rates
Adult Employees
|
Former Award
|
Minimum Award
|
Classification
|
Wage Rate
|
Wage Rate
|
|
Per Week)
|
(Per Week)
|
|
26 October 2006
|
26 October2007
|
|
$
|
$
|
Baker
|
546.00
|
566.00
|
Secondary Processing Operator - Grade
|
546.00
|
566.00
|
1
|
|
|
Automatic Packaging Machinist
|
539.90
|
559.90
|
Dough Mixer and Syrup Maker
|
539.70
|
559.70
|
Secondary Processing Operator - Grade 2
|
539.70
|
559.70
|
Biscuit Forming Machine Operator -
|
539.70
|
559.70
|
Grade 1
|
|
|
Wafer Makers
|
537.50
|
557.50
|
Storeperson
|
533.40
|
553.40
|
Biscuit Forming Machine Operator -
|
533.40
|
553.40
|
Grade 2
|
|
|
Stackerperson
|
532.30
|
552.30
|
Brakesperson
|
531.80
|
551.80
|
Truck Stacker
|
528.60
|
548.60
|
Other Mixer
|
528.40
|
548.40
|
Secondary Processing Operator - Grade 3
|
528.30
|
548.30
|
Biscuit Forming Machine Operator -
|
|
|
Grade 3
|
528.30
|
548.30
|
Oven Serviceperson
|
527.70
|
547.70
|
Assistant Mixer
|
524.70
|
544.70
|
Platform Hand, 1st Class
|
524.70
|
544.70
|
Automatic Packaging Machine Operator
|
524.30
|
544.30
|
Depot Hand
|
524.10
|
544.10
|
Tea Attendant
|
521.30
|
541.30
|
Packer (Delivery)
|
520.70
|
540.70
|
Platform Hand
|
520.10
|
540.10
|
Line Hand
|
520.10
|
540.10
|
Checker
|
519.50
|
539.50
|
General Hand
|
519.20
|
539.20
|
Packer
|
515.90
|
535.90
|
Tin Washer
|
515.60
|
535.60
|
Fixer
|
515.60
|
535.60
|
Other Employees
|
515.60
|
535.60
|
Junior Employees
|
Percentage of the
rate prescribed for "other employees"
|
Under 16 years of age
|
54
|
At 16 years of age
|
59
|
At 17 years of age
|
68
|
At 18 years of age
|
74
|
At 19 years of age
|
78
|
At 20 years of age
|
87
|
Table 2 - Other
Rates And Allowances
Item No.
|
Clause No.
|
Brief Description
|
Amount per week
|
|
|
|
$
|
1
|
17 (i)(b)
|
Leading Hands -
|
|
|
|
In charge of up to 10 employees
|
19.15
|
|
|
|
|
|
|
In charge of more than 10 employees and not more
|
|
|
|
than 20 employees
|
32.00
|
|
|
|
|
|
|
In charge of more than 20 employees
|
41.20
|
2
|
17 (i)(c)
|
Line Hands
|
7.07
|
3
|
20 (vi)
|
Tea Money
|
10.45
|
4
|
23
|
Laundry Allowance
|
8.50
|
NOTE: INDEXATION - OVERAWARD PAYMENTS
On 15 February 1979, in Matter No. 504 of 1978, Mr
Commissioner Cansdell made the following recommendation, the recommended
commencing date of which being the beginning of the first pay period to
commence on or after 15 February 1979:
It is recommended that, in accordance with the Australian
Conciliation and Arbitration Commission's decision dated 14 September 1978, in
the Wage Fixation Principles Case, in circumstances where the wage rates
prescribed by clause 2, Wages, of the appendix are increased by order of the
Industrial Commission of New South Wales to reflect movements in the Consumer
Price Index as the result of the State Wage/Wage Indexation Cases, employers
party to the award should apply the Indexation increase to an employee's actual
rate of pay as defined hereunder unless the Commission in its State Wage
decision indicates an attitude that overaward payments should not be so
adjusted.
"Actual rate of pay" is defined as the total
amount an employee would normally receive for performing 40 hours of ordinary
work. Provided that such rate shall
expressly exclude overtime, penalty rates, disability allowances, shift
allowances, special rates, fares and travelling time allowances, and any other
ancillary payments of a like nature.
Provided further that this definition shall not include production
bonuses and other methods of payment by results which by virtue to their basis
of calculation already produce the result intended by this clause.
Schedule A
Awards and
Variations Incorporated
Clause
|
Award/Variation
|
Date of
|
Date of taking
|
Industrial
|
|
Serial No.
|
Publication
|
Effect
|
Gazette
|
|
|
|
|
Vol.
|
Page
|
Biscuit & Cake
|
B6533
|
30 April 1999
|
First Pay Period From:
|
309
|
157
|
Makers (State)
|
|
|
27 April 1998
|
|
|
Award
|
|
|
|
|
|
|
Clause 17, Table 1,
|
B6594
|
23 April 1999
|
First Pay Period From:
|
309
|
78
|
|
Table 2
|
|
|
26 October 1998
|
|
|
|
Clause 15A
|
B7785
|
18 February 2000
|
First Pay Period From:
|
313
|
670
|
|
|
|
|
3 June 1999
|
|
|
|
Clause 17, Table 1,
|
B8594
|
20 April 2000
|
First Pay Period From:
|
315
|
69
|
|
Table 2
|
|
|
26 October 1999
|
|
|
|
Clause 7 (iii)
|
B9036
|
28 April 2000
|
First Pay Period From:
|
315
|
440
|
|
|
|
|
10 December 1998
|
|
|
|
E.
A. R. BISHOP, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.