NALCO
AUSTRALIA PTY LTD ENTERPRISE
(REVIEWED)
AWARD 2001
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Notice
of award review pursuant to section 19 of the Industrial Relations Act 1996.
(No. IRC 1145 of 2001)
Before the Honourable Justice Kavanagh
|
1 May 2001
|
REVIEWED AWARD
PART A
Arrangement
Clause No
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Subject Matter
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1.
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Parties to the Award
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2.
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Relationship to Parent Award
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3.
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Performance Measures
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4.
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Area, Incidence & Duration of Award
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5.
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Settlement of Grievances and Claims
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6.
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Contract of Employment
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7.
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Casual Employment
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8.
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Hours of Work
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9.
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Working of 38 Hour Week
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10.
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Shift Work
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11.
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Late Meal Break
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12.
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Overtime
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13.
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Meal Allowance
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14.
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Annual Leave Loading
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15.
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Sick Leave
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16.
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Personal/Carer’s Leave
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17.
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Paternal Leave
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18.
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Bereavement Leave
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19.
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Anti Discrimination & Harassment
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20.
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Payment of Wages
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21.
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Jury Service
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22
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Redundancy
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23.
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Termination by Dismissal
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24.
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Superannuation
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25.
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Unions/Employee Bodies
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26.
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No Extra Claims
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27.
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Quality
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28.
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Safety & Environment
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29.
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Consultative Committee(s)
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30.
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Wages Rates and Allowances
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PART B
MONETARY RATES
Table 1
|
Wage Rates
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Table 2
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Other Rates and
Allowances
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Appendix 1
PART A
1. PARTIES TO THE AWARD
This award shall cover and be binding upon:
(a) The employees
of the Company engaged within the classifications of the parent awards
identified.
(b) The employer
- Nalco Australia Pty. Ltd.
(c) The
Australian Workers' Union, New South Wales.
2. RELATIONSHIP TO PARENT
AWARD
The Award is to read in conjunction with the terms and
conditions of the Chemical Workers (State) Award and the Metal, Engineering and
Associated Industries (State) Award except that where an inconsistency occurs
between this award and the aforementioned awards, the terms and conditions of
this award to the extent of the inconsistency shall prevail.
3. PERFORMANCE MEASURES.
Appendix 1 details the performance measures that are an
integral part of this award.
4. AREA, INCIDENCE &
DURATION OF AWARD.
This award shall apply to employees of Nalco Australia Pty
Ltd employed in classifications outlined in the Chemical Workers (State) Award
and the Metal, Engineering and Associated Industries (State) Award.
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and
replaces the Nalco Australia Pty Ltd Enterprise Award 2000 published 17
November 2000 (320 I.G. 365).
The changes made to the award pursuant to the Award Review
pursuant to a 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 18 December
1998 (308 I.G. 307) take effect on and from 1 May 2001.
This award shall take effect from the first full pay period
to commence on or after 1 May 2001 and shall remain in force thereafter until 7
June 2002.
5. SETTLEMENT OF
GRIEVANCES AND CLAIMS
The principle of conciliation by direct negotiation shall be
adopted for the purpose of the prevention and settlement of any industrial
dispute that may arise between the employees and the employer. Any dispute or
claim shall be dealt with in the following manner:
(a) The matter shall be submitted by the
accredited representative of the employees to the Industrial Officer or other
appropriate representative of the employer.
(b) If agreement has not been reached the
matter may be discussed between the Chief Executive Officer or his/her
representative and representative employees.
(c) In the event of discussion failing to
prevent or settle the dispute the Industrial Registrar shall be advised and
requested to arrange for conference appointed under the terms section 132 of
the Industrial Relations Act 1996
(N.S.W.) to consider the matter. If the
grievance is unable to be conciliated, the issue is to be resolved pursuant to
section 135 of the Industrial Relations
Act 1996 (NSW).
(d) Work is to
continue while the discussions (a) to (c) are in progress.
This procedure shall not limit
either parties' rights to commence legal proceedings at any time in relation to
a grievance.
6. CONTRACT OF EMPLOYMENT
All employees shall be deemed to be paid by the week with
the exception of employees employed expressly as casual employees.
A period of 3 months shall be observed as an initial
probationary period of on the job training for each employee. During that period regular assessments will
be made in conjunction with the employee, his/her immediate supervisor and the
employee representative.
Except in cases of redundancy and gross misconduct the
period of notice required to terminate the employment contract will be that
specified in the parent award.
7. CASUAL EMPLOYMENT
(a) A casual employee is one engaged and
paid as such. A casual employee for
working ordinary time shall be paid per hour one thirty‑eighth of the
weekly rate prescribed by this agreement for the work performed plus 20%. The
20% casual loading is in lieu of sick leave, annual leave and annual leave
loading.
(b) Hourly
overtime rates for casual employees are to be paid at the rate applying to
permanent employees.
8. HOURS OF WORK
(a) The ordinary hours of work shall be an
average of 38 hours per week, to be worked on the basis of 152 hours within a
work cycle not exceeding twenty‑eight consecutive days.
(b) Thirty‑eight hours shall
constitute a week's work on day work such hours to be worked in five days,
Monday to Friday inclusive and unless mutually agreed upon the time of
commencing a meal break shall not exceed five hours from the normal time of
commencing work. For Production
purposes meal breaks may be taken after 4 hours from the normal time of
commencing work.
(c) Except where otherwise mutually agreed
upon the starting time on day work shall not be earlier than 7:00 a.m. and the
finishing time not later than 5:00 p.m.
Provided, however, in cases of emergency over which the employer has no
control, the hours of shifts and hours of work for any employee may be altered
without notice.
9. WORKING OF 38 HOUR WEEK
The method of working of the 38 hour week shall be by
rostering employees off on a weekday during a particular work cycle so that
each employee has one weekday off during that work cycle.
Each employee shall be advised by the employer at least four
weeks in advance of the week day he/she is to take off during the work cycle.
The employer may substitute the day an employee is to take
off for another day in the case of a planned shutdown or some other
existence. On such a case the employee
will receive at least one weeks notice and an alternative rostered day off will
be given by the employer.
10. SHIFT WORK
For the purpose of this clause:
'Afternoon Shift' means any shift finishing after 6:00 p.m.
and at or before midnight.
'Night Shift' means any shift finishing subsequent to
midnight and at or before 9:00 a.m.
'Continuous Shift Work' means an employee working eight
hours per shift inclusive of crib time and who normally works on Sundays and
holidays.
'Non Continuous Shift Work' means an employee:
(a) who works at least five consecutive
days of eight hours per shift inclusive of crib time and who does not normally
work on Sundays and holidays, or
(b) who works at least five consecutive days
of eight hours per shift exclusive of meal hours and who does not normally work
on Sundays or holidays.
'Crib Time' means time for 'crib' to be taken at a suitable
opportunity in any shift or period so as not to interfere with the employee's
duties and such crib time shall be paid for at the appropriate rate.
Shift allowances: 15% - afternoon shift, 30% night shift.
11. LATE MEAL BREAK
Any employee required to take a late meal break as approved
by their Supervisor will be paid that meal break at the rate of time and one
half.
12. OVERTIME
(a) Overtime shall be paid for time worked
before or after the time an employee usually begins or leaves work, each day to
be reckoned by itself. Any overtime
worked is to be authorised by management.
(b) Overtime
shall be paid on the following basis:
(1) On any day other than one of the
specific public holidays and Sundays ‑ at the rate of time and a half for
the first two hours and double time thereafter.
(2) On a Sunday at the rate of double time.
(3) On a specified public holiday at the rate of double time and
a half.
(c) An employee working overtime shall be
allowed paid crib time of twenty minutes after each four hours of overtime
worked if the employee continues to work after such crib time.
Unless the overtime is less than
two hours, an employee who starts overtime after working ordinary hours will be
entitled to crib time or payment in lieu.
Crib time is to be paid at the
appropriate overtime rate.
(d) An employee called back to work after
having ceased work for the day shall be paid the appropriate penalty rate for
all the time worked, with a minimum payment equivalent to four hours at
overtime rates.
This sub‑clause shall not
apply in cases where it is customary for an employee to return to the
employer's premises to perform a specific job outside his ordinary working
hours or where the overtime is continuous (subject to a reasonable meal break)
with the completion or commencement of ordinary working time.
(e) When an employee after having worked
overtime for which he/she has not been regularly rostered finishes at a time
when the usual or reasonable means of transport are not available the employer
shall provide him with a conveyance to his home or pay him the ordinary rate of
wage for the time reasonable occupied in reaching his home.
(f) The employer may require an employee to
work reasonable overtime at overtime rates and such employee shall work
overtime in accordance with such requirements.
(g) An employee (other than a casual
employee) who works so much overtime between the termination of his/her
ordinary work on one day and the commencement of his ordinary work on the next
day that he/she has not had a least ten consecutive hours off duty between
those times, shall, subject to this sub‑clause, be released after
completion of such overtime until he/she has had ten consecutive hours off duty
without loss of pay for ordinary working time occurring during such
absence. If on the instructions of
his/her employer, an employee resumes or continues work without having had such
ten consecutive hours off duty he/she shall be paid at double rates until
he/she is released from duty for such period and he/she shall then be entitled
to be absent until he/she has had ten consecutive hours off duty without loss
of pay for ordinary working time occurring during such absence.
13. MEAL ALLOWANCE
An employee required to work overtime for more than two
hours without being notified on the previous day or earlier that he/she will be
so required to work shall be paid a meal allowance as set out in Item 1 of
Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, for the first
meal. A second meal allowance will be
paid should the overtime worked exceed a total of eight hours in any one day.
14. ANNUAL LEAVE &
LOADING
In addition to annual leave of 20 days per annum a loading
of 20% on the total rate of pay is to be payable when proceeding on annual
leave.
15. SICK LEAVE
Paid sick leave entitlements are to be 10 days per
year. Employees taking more than a
single day absence at any one time are to provide the employer with a
certificate from a duly qualified medical practitioner stating the reason for
the absence.
Where an employee suffers a severe illness not covered by
workers' compensation which in one continuous period of absence exhausts all
his/her credit and he/she is still absent due to that severe illness the
company will grant further paid sick leave as follows:
(a) After one
years service up to six weeks pay at ordinary rates in any one year.
(b) After five
years service up to twelve weeks pay at ordinary rate in any one year.
Severe illness is defined as an illness of at least two
weeks duration requiring hospitalisation or strict medical supervision which
would prevent attendance at work. Such
illness must be supported by necessary documentation.
It is expected that normal sick leave allowance of seventy
six (76) hours per year will cover the usual seasonal or minor illnesses. Sick pay is for sick people and provisions
for sick leave are not to be abused and taken as additional holidays.
16. PERSONAL/CARER’S LEAVE
(1) Use of Sick
Leave -
(a) An employee, other than a casual
employee, with responsibilities in relation to a class of person set out in
subparagraph (ii) of paragraph (c) of this subclause, who needs the employee’s
care and support shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement provided for in clause 16, Sick
Leave, for absences to provide care and support for such persons when they are
ill. Such leave may be taken for part
of a single day.
(b) The employee shall, if required,
establish either by production of a medical certificate or statutory
declaration the illness of the person concerned and the illness is such as to
require care by another person. In
normal circumstances, an employee must not take carer’s leave under this
subclause where another person has taken leave to care for the same person.
(c) The entitlement to use sick leave in accordance with this
subclause is subject to:
(i) the employee being responsible for the care of the person
concerned; and
(ii) the person concerned being:
(a) a spouse of the employee; or
(b) a de facto spouse who, in relation to a
person, is a person of the opposite sex to the first mentioned person who lives
with the first mentioned person as the husband or wife of that person on a bona
fide domestic basis although not legally married to that person; or
(c) a child or an adult child (including an
adopted child, a stepchild, 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 purpose 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.
(f) An employee shall, wherever
practicable, give the employer notice prior to the absence of the intention to
take leave, the name of the person requiring care and that person’s
relationship to the employee, the reasons for taking such leave and the estimated
length of absence. If it is not
practicable for the employee to give prior notice of absence, the employee
shall notify the employer by telephone of such absence at the first opportunity
on the day of absence.
(2) Unpaid Leave
for Family Purpose -
(a) An employee may elect, with the consent
of the employer, to take unpaid leave for the purpose of providing care and
support to a member of a class of person set out in subparagraph (ii) or
paragraph (c) of subclause (1) who is ill.
(3) Annual Leave
-
(a) An employee may elect, with the consent
of the employer subject to the Annual
Holidays Act 1944, to take annual leave not exceeding five 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 shut down 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.
(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) Rostered
Days Off -
(a) An employee may elect, with the consent of the employer, to
take a rostered day off at any time.
(b) An employee may elect, with the consent
of the employer, to take rostered days off in part day amounts.
(c) An employee may elect, with the consent
of the employer, to accrue some or all rostered days off for the purpose of
creating a bank to be drawn upon at a time mutually agreed between the employer
and employee, or subject to reasonable notice by the employee or the employer.
(d) This subclause is subject to the employer
informing each union which is both party to the award and which has member
employed at the particular enterprise of its intention to introduce an
enterprise system of RDO flexibility, and providing a reasonable opportunity
for the union(s) to participate in negotiations.
17. PARENTAL LEAVE
See Industrial
Relations Act 1996
18. BREAVEMENT LEAVE
a. Entitlement
An employee shall on the death within Australia of a wife,
husband, partner, father, mother, step-father, step-mother, foster father,
foster mother, brother, sister, father-in-law, mother-in-law, child or step
child, or significant other person to the employee, be entitled to two days
paid leave.
The words "wife" and "husband" shall not
include a wife or husband from whom the employee is legally separated but shall
include a person who lives with the employee in a de facto relationship.
b. Proof
The employee shall furnish proof of such death to the
satisfaction of the company if so requested.
c. Coincidence with other Leave
This clause shall have no operation if it coincides with any
other period of leave.
19. ANTI DISCRIMINATION AND
HARASSMENT
The Company’s Anti Discrimination and Harassment policy will
operate on principles designed to prevent and eliminate discrimination in the
workplace consistent with the objects of the Industrial Relations Act 1996.
(a) 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.
(b) 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.
(c) 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.
(d) Nothing in
this clause is to be taken to affect:
(i) any conduct or act which is specifically exempted from
anti-discrimination legislation.
(ii) offering or providing junior rates of pay to persons under 21
years of age.
(iii) any act or practice of a body established
to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977.
(iv) a party to this award from pursuing matter
of unlawful discrimination in any state or federal jurisdiction.
(e) This clause does not create legal
rights or obligations in addition to those imposed upon the partes by the
legislation referred to in this clause.
Notes:
(i) Employers
and employees may also be subject to Commonwealth anti-discrimination
legislation.
(ii) 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."
20. PAYMENT OF WAGES
Wages shall be paid weekly into a bank account nominated by
the employee. Such payment will be on
the Wednesday following the pay week ending the previous Monday. Special arrangements will be made should
public holidays fall on any Wednesday.
21. JURY SERVICE
Employees shall be entitled to leave without loss of pay
(after taking into account jury pay) for time spent on jury service .
22. REDUNDANCY
Definitions:
(a) (1) 'Redundancy' is defined as termination of
employment where the whole or main reason for termination is that the
employer's need for the employees to do work of a particular kind has
diminished or ceased, but it shall not include or apply to termination of
employment in the following instances:
(i) termination on account of malingering, inefficiency,
neglect of duty or misconduct.
(ii) Any case where the employee has refused
an offer of alternative employment with the company at any of its local
establishment provided that such employment is in respect of the same
classification.
(2) 'Technological change' is defined as
any change in material, equipment, methods, organisation or product which
alters the quantity or quality of labour required other than that which is
occasioned by changes brought about by recession in trade or change in
production or maintenance arrangements made necessary by factors arising from
changes in the market.
(b) Notice of
Termination
The redundant employee shall be
given notice of termination as follows:
- Redundancy
due to technological change ‑ 3 months
- Redundancy due to all other reasons ‑
1 week minimum irrespective of length of service and in accordance with the
Notice Provisions of the Federal Workplace Relations Legislation.
If the employer fails to give such
notice in full he/she shall pay the employee at the ordinary rate of pay for a
period equal to the difference between the period stipulated in this clause and
the period of the notice given. Subject
to the right of the company to retain sufficient employees to maintain
operations and services, any redundant employee who has an opportunity of
obtaining suitable alternative employment outside the service of the company
after he/she has been given appropriate minimum notice of termination may be
entitled to accept such employment without loss of severance payments. Employees who at the discretion of the
company are required to remain on the job until the closure of plants or
section will be kept in employment for a further four weeks after the closure
or paid at ordinary rates in lieu if their services are no longer required.
(c) Alternative
Employment Within the Company
Wherever it is possible to effect
a transfer the parties will ascertain by interviewing each redundant employee
whether or not he/she wishes to be transferred to another location within the
company. Where an employee is
transferred to an alternative position, no liability for redundancy payment
arises.
(d) Retraining
In any retraining program
employees associated with such alternative employment shall be paid their
ordinary rates of pay for the previously held positions while undergoing
training for new positions.
(e) Alternative
Employment Outside the Company
The company will assist in every
way possible the replacement outside the company of all redundant employees for
whom alternative work within the company is not available, but will not be
responsible to find employment.
(f) Payment in
Lieu of Notice
On termination by cause of
redundancy, a employee will be paid six weeks pay in lieu of notice which will
be an up‑front payment made at point of termination, regardless of the
time notice has in fact been given.
(g) Severance
Payments
The redundancy formula is 4 weeks
pay per year of service for all employees who have completed a minimum of one
years service. That scale covers up to
and including 7 years of service. For
years 8, 9 and 10 of service the severance scale of payment is 3.5 weeks per
year for each of these years, and for service of 11 years or more the scale is
3 weeks per year for each of these years.
Pro rata payment will be applied
for each completed three months of service.
(h) Paid Time
Off to Find Alternative Employment
It is agreed that a redundant
employee who is under notice of termination due to redundancy shall be entitled
to reasonable opportunities for paid time off to attend prearranged interviews
to secure alternative employment if there is prior local agreement with his/her
supervisor.
(i) The Company is committed to giving
equal employment opportunity to all job applicants. However, if within 52 weeks of redundancies occurring at a site,
the Company needs to recruit externally, then:
(1) suitable qualified ex‑employees
previously made redundant will be advised of the vacancy by certified
mail. Once a notification is ignored,
(14 days), then there will be no further requirement to notify that person.
(2) The experience of the ex‑employee
will be a major factor in determining the successful applicant(s).
(3) The Company will supply the relevant site union
representative with a list of those contacted.
23. TERMINATION BY DISMISSAL
Following a thorough investigation and a counselling
interview, any employee found guilty of theft of company or personal property,
or of wilful damage to property will be subject to immediate dismissal.
24. SUPERANNUATION
It is a condition of employment that an employee joins the
Nalco Australia Pty. Ltd. Superannuation Fund (the "Nalco Fund").
Should such an employee wish to make contributions to the
Nalco fund, those contributions shall be arranged as "salary
sacrifice" contributions to be made on behalf of the employee. Where an employee chooses such an
arrangement with the employer in accordance with terms of this clause, the Wage
Rate payable in respect of that employee and referred to in Appendix 2 shall
include a component being the abovementioned salary sacrifice contribution to
the Nalco Fund; ie part of the Wage Rate quoted in Appendix 2 representing the
salary sacrifice contribution chosen by the employee shall be paid as a
contribution by the employer direct to the Nalco Fund. As a consequence, the employee's taxable
salary shall equal the relevant Wage Rate set out in Appendix 2 less the salary
sacrifice contribution (if any).
25. UNIONS/EMPLOYEE BODIES
Should any employee be a member of a registered employee
body, deductions from pay will be made and forwarded to the employee body. Such deductions to be authorised by the
employee in writing.
26. NO EXTRA CLAIMS
The parties agree that there shall be no extra claims for
increased wages or conditions during the life of this Award.
27. QUALITY
Employees covered by this Award support the Quality
initiative undertaken by the Company and will continue to participate in the
Quality improvement process through Corrective Action Teams and training.
28. SAFETY AND ENVIRONMENT
Employees recognise that they are accountable to work at all
times in a safe manner in accordance with the Company Safety and Environmental
policies.
The parties to this agreement are committed to the safe
operation of plant and equipment, to the observance of safe working practices,
the correct and proper use of all personal protective equipment and to the
safety and good health of all employees.
The Company recognises its responsibilities to provide a health and safe
workplace and accordingly will focus on:
(i) All current Codes of Practices,
Regulations, Work Safe Australia documentation and approved and recognised
industry standards,
(ii) Employees familiarising themselves with
proper workplace procedures when handling hazardous substances,
(iii) Employees
attending an approved safety induction program, and;
(iv) Facilitating
the selection and training of safety officers in conjunction with the union.
29. CONSULTATIVE
COMMITTEE(s)
A consultative committee(s) of elected employee and
Management representatives will review work practices with a view to achieving
improvements in productivity, efficiency of operation, safety and environmental
performance and training.
Any changes to work practices will only occur by mutual
consent of the parties.
The work practices are outlined in Appendix 1.
30. WAGE RATES &
ALLOWANCES
The current wage rates of employees are as set out in Part
B, Monetary Rates.
The respective classification levels have been negotiated
between the parties and agreed upon through consultation. The outcome of these discussions can be
found in the Nalco Australia Pty Ltd Employment Classification Scheme
manual. This manual is to be read in
conjunction with the conditions of this award.
Where salary sacrifice contribution are to be made on behalf
of an employee to the Nalco Fund, the wage rate quoted in Table 1 - Wages
Rates, of Part B, Monetary Rates, shall (in respect of such an employee)
include a component being the salary sacrifice contribution, i.e., part of the
wage rate representing the salary sacrifice contribution chosen by the employee
shall be paid as a contribution by the employer direct to the Nalco Fund. As a consequence, the employee’s taxable
salary shall equal the relevant wage rate less the salary sacrifice
contribution (if any).
First-aid Allowance - Subject to company requirements,
holders of an appropriate first-aid certificate will be paid a first-aid
allowance as set out in Item 2 of Table 2 - Other Rates and Allowances, of Part
B, Monetary Rates, in December each year.
Travel Allowance - An allowance according to C.T.A. rates
will be paid to employees who need to use their private vehicles for company
purposes.
PART B
MONETARY RATES
Table 1 - Wage Rates
Classification
|
Chemical Operators
|
Fitter
|
Trades
|
|
|
|
Assistant
|
|
$
|
$
|
$
|
Casual + 20%
|
624.45 + 124.89
|
688.99 + 137.80
|
648.76
|
|
|
|
+129.75
|
Level 1
|
647.91
|
709.05
|
667.63
|
Level 2
|
655.45
|
754.05
|
680.42
|
Level 3
|
680.42
|
802.69
|
711.25
|
Level 3A
|
693.76
|
-
|
-
|
Level 3 B
|
711.25
|
-
|
-
|
Level 4
|
772.29
|
863.50
|
772.29
|
Table 2 - Other Rates
and Allowances
Item No.
|
Clause No.
|
Brief Description
|
Amount
|
|
|
|
$
|
1
|
14
|
Meal Allowance
|
8.20
|
2
|
29
|
First-aid allowance paid in December each year
|
485.00
|
APPENDIX 1
PERFORMANCE MEASURES
This document is an appendix to the Enterprise Award
involving members of the Unions party to this award operating at the Botany,
N.S.W. site of Nalco Australia Pty. Ltd.
The parties to the Award accept and are committed to the
philosophy and practice of continuous improvement in the manufacturing
operations of Nalco Australia Pty. Ltd.
Performance measures have been developed for the plant and
accepted by the parties. These measures
which will be monitored by the parties on a regular basis to review progress
and the effectiveness of the agreement, are as follows:-
1. Outstanding annual leave.
2. Number of one day absences.
3. Consumable stores and maintenance
material usage.
4. Raw material wastage.
5. Plant effluent quality.
6. Rework.
7. Usage of power, steam and water.
8. Usage of safety equipment and
clothing.
9. Housekeeping of the site,
manufacturing plant and warehouse.
10. Diligence in preventing accidental
damage to plant equipment and property.
Providing the elements of this award are adhered to by all
parties a wage increase of 5% will become effective from the first pay period
after July 1, 2000 and 1 July, 2001. The meal allowance as stated in Table 2
will be increased by 5% on July 1, 2000 and July 1, 2001.
Any dispute in this regard will be settled according to
Clause 6 "Settlement of Grievances and Claims" of the Enterprise
Award.
T. M. KAVANAGH, J.
____________________
Printed by the authority
of the Industrial Registrar.