GOMAIL NSW ENTERPRISE AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Gomail, a Division of Australian Document
Exchange Limited.
(No. IRC 1569 of 2001)
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Before the Honourable Mr Justice Peterson
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28 March 2001
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AWARD
1. TITLE OF THE
AWARD
This agreement shall be known as the "Gomail NSW
Enterprise Award".
2. ARRANGEMENT
1. TITLE OF THE AWARD
2. ARRANGEMENT
3. PARTIES TO THE AWARD
4. INTENTION
5. DURESS
6. INCIDENCE AND DURATION
7. WAGES AND CLASSIFICATION STRUCTURE
8. SICK LEAVE
9. PUBLIC HOLIDAYS
10. SPAN OF HOURS
11. SHIFT WORK
12. NO ROSTERED DAYS OFF
13. PAYMENT OF WAGES
14. ABSENTEEISM
15. CONDUCT LEADING TO INSTANT DISMISSAL
16. DISCIPLINARY PROCEDURE
17. DISPUTE RESOLUTION PROCEDURE
18. ANTI - DISCRIMINATION
19. NO EXTRA CLAIMS
SCHEDULE
1
RATES OF
PAY
3. Parties To The Award
This award shall be binding upon:
(i) Gomail, a
division of Australian Document Exchange Pty Ltd, located at Unit 7, 154
O’Riordan Street, Mascot NSW 2020
(ii) The Transport
Workers' Union of Australia, NSW Branch
4. Intention
This award shall apply to those company employees in the
occupations specified in Clause 7, Wages and Classification Structure.
5. Duress
The parties to this award agree that this award has been
reached through extensive consultation between management, employees and the
Union, without duress by any party.
6. Incidence And Duration
This award shall be read in conjunction with the Transport
Industry (State) Award published 20 April 2000 (315 I.G 192), as varied. Where
this award and the Transport Industry (State) Award are inconsistent, this
award shall prevail. This award shall operate on and from the first pay period
to commence on or after 28 March 2001 and shall remain in force thereafter for
a period of three years.
7. Wages And Classification Structure
7.1 The rates of
pay payable under this award for the classifications defined in this clause
shall be in accordance with the rates as set out in Schedule 1.
1. Mail
Sortation Officer Level 1 - Training
Employees at this level:
Perform and are accountable for mail sortation and related
tasks within the skill levels as prescribed herein, as directed, under direct
supervision and work within established routines, methods and procedures.
Generic Competencies
Apply enterprise knowledge after receiving on the job
induction and training.
Follow established work schedules, routines and methods.
Follow prescribed OH&S, QA and other company policies
and procedures.
Work individually or in a team environment.
Process and respond to information.
Possess basic interpersonal and communication skills.
Participate in improvement processes to meet company goals.
Technical Competencies
Responsible for the quality of their own work.
Subject to detailed direction.
Undertake duties in a safe and responsible manner.
Exercise discretion within their level of skill or training.
Indicative of the tasks, which an employee at this level may
perform are the following:
Receive, sort, process and prepare for distribution,
incoming/outgoing mail, by automatic or manual sort.
Receive, sort, process and prepare accurately, all
documentation.
Basic operation of VDU/PC, or similar equipment.
Responsible for house keeping, in own work environment.
Use of materials handling equipment.
Qualifications
Employees at this level would not normally be required to
have formal qualifications, or work experience at this level.
Promotion Criteria
The employee will only remain at this level for an initial
6-month training period, during which time their performance will be assessed
by the company. The employee will
automatically move to level 2 after the 6-month training period.
2. Mail
Sortation Officer Level 2
Employees at this level:
perform and are responsible and accountable for mail
sortation and related tasks as allocated within the skill levels set out
herein.
work under minimum supervision within the company policies
and procedures, with direction provided on the functions to be allocated.
participate in improvement processes to meet company goals.
complete work on a range of tasks, where guidance to
approach on standard circumstances is within procedures.
work within established routines, methods and procedures,
where some direction and judgment is required in the selection of work
organisation and achieving outcomes.
are responsible for the quality of their own work and
participate in improvement processes, to meet company goals.
acknowledge on the job training may be required to assist
other staff as required, at this level or lower levels by instruction or
demonstration.
exercise a greater range of skills than at Level 1.
Generic Competencies
Follow established work schedules, routines and methods.
Possess more advanced interpersonal and communication
skills.
Follow prescribed OH&S, QA and other company policies
and procedures.
Participate in process improvement initiatives.
Train others in the workplace by instruction and
demonstration.
Technical Competencies
Competent keyboard skills.
Sound working knowledge of mail sortation duties, at this
level and below.
Exercises discretion within the scope of this level.
Minimum supervision required either individually, or within
a team.
More advanced use of VDU/PC equipment.
Operate all materials handling equipment.
Application of basic non-trades maintenance, within skill
competence and training.
May be responsible for some limited supervision of staff
within a team or work group.
Qualifications
Employees at this level would normally be required to have
relevant work experience, or appropriate/equivalent certification to the Level
2 standard.
Promotion Criteria
An employee remains at this level until they are capable of
effectively performing through on the job assessment, or appropriate
certification, the tasks required of this function and obtain additional on the
job multi skilling training as prescribed by the company, consistent with a
level 3 position.
3. Mail
Sortation Officer Level 3
Employees at this level are responsible and accountable for
mail sortation and related tasks as allocated, within the skill levels set out
herein.
Work with limited supervision from management.
Responsible for the quality of work both individually and
within a team.
Participate in improvement processes to meet company goals.
Follow prescribed OH&S, QA and other company policies
and procedures.
May be required to train other staff by instruction and
demonstration.
Generic Competencies
More advanced problem solving techniques.
Initiate and maintain continuous improvement processes.
Advanced interpersonal and communication skills.
Follow prescribed OH&S, QA and other company policies
and procedures.
Technical Competencies
Competent VDU/PC keyboard skills.
Application of basic non-trades maintenance, within skill competence
and training.
Ability to operate all materials handling equipment.
Supervision of mail sortation staff within an establishment.
Detailed knowledge of mail sortation duties for Levels 1-3.
Responsible for quality of work for employees under
supervision.
Exercises broad discretion within the scope of this level.
Responsible for the training of staff under direct
supervision by instruction and demonstration.
Qualifications
Completion of appropriate accreditation relevant to
warehouse supervision at this level, or equivalent work experience, or a
combination of relevant work experience and/or equivalent qualifications.
Promotion Criteria
An employee remains at this level while effectively
performing the tasks required of this function, unless otherwise promoted to
another equivalent position, or more advanced position, within the company.
4. Mail
Delivery Officer Level 1 - Training
Employees at this level:
perform and are accountable for mail delivery and related
tasks within the skill level as prescribed herein, as directed, under direct
supervision and work within established routines, methods and procedures.
Generic Competencies
Apply enterprise knowledge after receiving on the job
induction and training.
Follow established work schedules, routines and methods.
Follow prescribed OH& S, QA and other company policies
and procedures.
Work individually or in a team environment.
Process and respond to information.
Possess basic interpersonal and communication skills.
Participate in improvement processes to meet company goals.
Technical Competencies
Responsible for the quality of their own work.
Subject to detailed direction.
Undertake duties in a safe and responsible manner.
Exercise discretion within their level of skill or training.
Indicative of the tasks, which an employee at this level may
perform are the following:
Distribute mail on foot to clients
Responsible for house keeping, in own work environment.
Handling and reporting of customer enquiries/complaints
Receive, sort, process and prepare for distribution,
incoming/outgoing mail, by automatic or manual sort.
Receive, sort, process and prepare accurately, all
documentation.
Basic operation of VDU/PC, or similar equipment.
Use of materials handling equipment.
Qualifications
Employees at this level would not normally be required to
have formal qualifications, or previous work experience at this level.
Promotion Criteria
The employee will only remain at this level for an initial
6-month training period, during which time their performance will be assessed
by the company. The employee will
automatically move to level 2 after the 6-month training period.
5. Mail
Delivery Officer Level 2
Employees at this level:
perform and are responsible and accountable for all mail
delivery tasks, within the skill levels set out herein.
work under minimum supervision within the company policies
and procedures, with direction provided on the functions to be allocated.
work within established routines, methods and procedures,
where some direction and judgement is required in the selection of work
organisation and achieving outcomes.
participate in improvement processes to meet company goals.
complete work on a range of tasks, where guidance to
approach on standard circumstances is within procedures.
are responsible for the quality of their own work and
participate in improvement processes to meet company goals.
acknowledge on the job training may be required to assist
other staff as required, at this level or lower levels by instruction or
demonstration.
exercise a greater range of skills and discretion than at
Level 1.
Generic Competencies
Follow established work schedules, routines and methods.
Possess more advanced interpersonal and communication
skills.
Follow prescribed OH&S, QA and other company policies
and procedures.
Train others in the workplace by instruction and
demonstration.
Participate in process improvement initiatives.
Technical Competencies
Sound working knowledge of mail delivery at this level and
below.
Possess sound interpersonal and communication skills.
Exercises discretion within the scope of this level.
Minimum supervision required either individually or within a
team
More advanced customer relation skills.
May be responsible for some limited supervision of staff
within a team or work group.
Indicative of the tasks which an employee at this level may
perform are the following:
Mail distribution by foot to clients.
Receive, sort, process and prepare accurately all
documentation
Responsible for housekeeping in own work environment
Investigating customer complaints/enquiries.
Reasonable keyboard skills and use of appropriate VDU/PC
equipment at a higher level than level 1.
Qualifications
Employees at this level would be expected to have relevant
work experience, or appropriate certification to Level 2 standard.
Promotion Criteria
Employees remain at this level, unless otherwise promoted to
another equivalent position, or more advanced position, within the company.
8. Sick Leave
A. Employees are
entitled to five (5) days sick leave during their first year of employment with
the Company, and eight (8) days sick leave for each subsequent year employed,
paid at ordinary time.
B. There is no
qualifying period of employment before an employee becomes entitled to the sick
leave specified in Clause 8.1.
C. An employee
absent under this clause for two or more consecutive days, or a single day
taken immediately before or after a weekend or public holiday must provide the
company with a certificate from a registered medical practitioner.
9. Public Holidays
Where employees are required to work on any Government
gazetted public holiday, they will be paid for all time worked at the rate of
time and one half, in addition to the days pay to which the employee is
entitled if they had not worked.
10. Span
Of Hours
Ordinary span of hours is 5:00 am to 9:00 pm.
11. Shift Work
A. For shifts
with a rostered finishing time outside of the ordinary span of hours (as
outlined in clause 10) employees shall be paid the following extra percentages of
the rates prescribed for their respective classifications:
11.1.1 For shifts with a rostered finish
time after 17.5%
9:00pm and on or
before midnight
11.1.2 For
shifts with a rostered finish time after 30%
midnight and on
or before 5:00am
12. No Rostered Days Off
Employees are not entitled to rostered days off.
13. Payment Of Wages
Wages will be paid by electronic funds transfer to a
nominated bank or building society account.
14. Absenteeism
An employee who is absent for five (5) consecutive shifts or
more without notification or adequate explanation may be dismissed by the
company.
15. Conduct Leading To Instant Dismissal
The following will constitute conduct justifying instant
dismissal:
Physically aggressive behaviour
Making physical threats or bullying
Abusive or insulting language designed to cause hurt or
distress to another
Sexual harassment or other discriminatory behaviour
Sleeping on the job
Wilful damage to company property
Theft of company property (including intellectual property)
Breach of company confidentiality policy, as set out in the
Employee Handbook
Refusing to abide by lawful directions of the company
Breach of company security policy, as set out in the
Employee Handbook
Serious breach of company health and safety policy, as set
out in the Employee Handbook.
16. Disciplinary Procedure
Except for a summary dismissal, the company will invoke a
disciplinary procedure where the conduct or performance of an employee's work
falls short of the standard work requirements for the position.
Procedure
In circumstances where an employee's conduct or performance
of work falls short of the standard work requirements for the position, the
immediate supervisor shall meet with the employee concerned, as soon as
possible, to point out the shortfall and develop an action plan and time frame,
with the employee concerned, to remedy the shortfall.
If at the end of the agreed time frame, the employee has not
remedied the shortfall under the action plan, the company shall be entitled to provide
the employee with a first written warning.
First Written Warning
This written warning shall outline the reason for the
written warning and stipulate that it will remain in force for a stipulated
period and that if the shortfall is remedied within the three month period, to
the satisfaction of the company, it will be erased. If not, it will remain in place for a further stipulated
period. During the period of the first
written warning, further remedial action will be attempted with the employee concerned. If the employee does not rectify the
shortfall, during or within the period specified in the first written warning,
the employee concerned will be provided with a second written warning.
Second Written Warning
The second written warning will outline the reason for the
warning and provide the employee concerned with a further three months in which
to rectify the shortfall.
The second written warning will stipulate that the employee
failed to meet the requirements of the first written warning within the agreed
time frame, and that a failure to rectify the shortfall within the agreed time
frame set for the second written warning is likely to result in their
dismissal. During the period of the
second written warning, the company will further counsel the employee
concerned.
If the employee does not meet the requirements of the second
written warning, the company will be entitled to exercise its right to
terminate the services of the employee concerned.
17. Dispute Resolution Procedure
The parties to this award will operate under this dispute
resolution procedure and it is the intention of the parties to ensure no
disruption to the Company's commercial operations.
Subject to the Industrial
Relations Act 1996 any dispute shall be dealt with in the following manner.
(a) The
representative of the Union on the job and the appropriate supervisor shall
attempt to resolve the matters in issue in the first place;
(b) In the event
of failure to resolve the dispute at job level the matter shall be the subject
of discussions between an organiser of the Union or other employee
representative and the workplace manager;
(c) Should the
dispute still remain unresolved the Secretary of the Union or a representative
will confer with senior management.
In the event of no agreement being reached at this stage,
the dispute will be referred to the Industrial Relations Commission of New
South Wales for resolution.
All work shall continue as normal while these negotiations
are taking place. Industrial action
will not be utilised to disrupt the availability of labour to work in
accordance with the requirements of the Company's business undertakings.
18. Anti
- Discrimination
18.1 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
and age.
18.2 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.
18.3 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.
18.4 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 or
(d) a party to
this award from pursing matters of unlawful discrimination in any State or
federal jurisdiction.
18.5 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.
19. No Extra Claims
The parties to this Award will not make any further claims
regarding any matter dealt with in this Award while it remains in operation.
SCHEDULE 1
RATES OF PAY
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First Pay Period On or After 1 April 2000
($ per hour)
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First Pay Period On or After 1 April 2001
($ per hour)
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First Pay Period On or After 1 April 2002
($ per hour)
|
First Pay Period On or After 1 April 2003
($ per hour)
|
|
Mail Sortation Officer Level 1
|
11.90
|
12.00
|
12.50
|
12.93
|
|
Mail Sortation Officer Level 2
|
12.20
|
12.50
|
13.10
|
13.70
|
|
Mail Sortation Officer Level 3
|
13.40
|
13.60
|
13.90
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14.20
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|
Mail Delivery Officer Level 1
|
11.90
|
12.00
|
12.50
|
12.93
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|
Mail Delivery Officer Level 2
|
12.20
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12.50
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13.10
|
13.70
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R. J. PETERSON J.
____________________
Printed by the authority of the Industrial Registrar.