Coleambally
Irrigation Consent Award 2007
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Review of Award pursuant to Section 19 of the Industrial
Relations Act 1996.
(No. IRC 1724 of 2007)
|
Before Commissioner
Stanton
|
30 November 2007
|
REVIEWED
AWARD
PART A
FORMALITIES OF
AWARD
Clause No. Subject Matter
1. Title
2. Scope,
Application and Parties Bound
3. Objectives
4. Date and
Period of Operation
5. Relationship
to Previous Awards, Awards, etc.
6. Contract
of Employment and Related Issues
7. Award to
be Displayed
8. Joint
Consultative Committee
9. Definitions
PART B
CLASSIFICATION AND
CAREER PROGRESSION
10. Skills and
Classification
11. (Spare)
PART C
REMUNERATION
12. Salaries
13. Allowances
ex Salary
14. Performance
Appraisal and Rewards
PART D
HOURS OF WORK
15. Ordinary
Hours
16. Call Out
17. Casual
Employment
18. Part-time
Employment
19. Overtime
20. Meal and
Rest Periods
PART E
LEAVE
21. Annual
Leave
22. Annual
Leave Loading
23. Short Term
Illness/Injury
24. Sick Leave
25. Long
Service Leave
26. Bereavement
Leave
27. Parental
Leave
28. Jury and
Other Service Leave
29. Discretionary,
Family and Personal/Carer’s Leave
30. Public
Holidays
PART F
OTHER CONDITIONS
31. Payment of
Wages
32. Travelling
between Sites
33. Superannuation
34. Protective
Clothing/Uniforms and Equipment
35. Training
36. (Spare)
37. Employee
Life Insurance
38. Contractor
Award and Enterprise Award Conditions
39. Anti-Discrimination
40. Confidentiality
41. Stand Down
42. Grievance/Dispute
Procedure
43. Health and
Safety
44. Employment
Records
45. Union Fee
Deductions
46. Future
Negotiation
47. Joint
Review of Conditions
48. Secure
Employment
Schedule A - Salary Level Work Description
Schedule B - Common Salary Points Applicable to this
Award
Schedule C - Employee List for Subclause 25.1
PART A
FORMALITIES OF
AWARD
1. Title
This Award shall be known as the Coleambally Irrigation
Consent Award 2007.
2. Scope, Application
and Parties Bound
2.1 This Award
provides for the employment arrangements for employees of Coleambally
Irrigation Corporation ("CIC') for whom job descriptions and conditions of
employment are contained herein.
2.2 This Award
binds CIC or its successors, each person employed from time to time by CIC in a
capacity covered by this Award, The Australian Workers’ Union and the Public
Service Association and Professional Officers' Association Amalgamated Union of
New South Wales ("the Union(s)").
The Unions shall form and retain a Single Bargaining Unit for the purposes
of both negotiations of this Award and negotiations in enterprise bargaining.
3. Objectives
The parties agree that the objectives of the Award are to
manage the transition from public to private ownership of the CIC and to act as
a safety net award for any future enterprise agreements.
4. Date and Period of
Operation
This award is made following a review under section 19 of
the Industrial Relations Act 1996 and replaces the Coleambally
Irrigation Consent Award 2004 published 11 March 2005 (349 I.G. 51) and all
variations thereof.
The changes made to the Award pursuant to the Award Review
under section 19(6) of the Industrial Relations Act 1996 and Principle
26 of the Principles for Review of Award made by the Industrial Relations
Commission of the New South Wales on 28 April 1999 (310 I.G. 359) take effect
on and from 30 November 2007.
This Award remains in force until varied or rescinded, the
period for which it was made having already expired.
5. Relationship to
Previous Awards, Awards, Etc.
This Award supersedes all previous Awards, Awards and orders
of the NSW Industrial Relations Commission made under the Industrial
Relations Act 1996, relating to employment in the industries and/or
industrial pursuits governed by this Award, but no right, obligation or
liability incurred under previous Awards, etc., shall be affected by such
supersession.
6. Contract of
Employment and Related Issues
6.1 Nature of
Engagement
All employees (other than casual employees) shall be
permanent employees and shall be employed by the week.
6.2 Performance of
Duties
Subject to this Award, employees are expected to
perform and will be paid for those duties for which they are employed and which
are within their competence to perform.
All employees must be fit and able to carry out the work they
perform. Employees required to work in
or near the water distribution system must have documentary evidence to prove
their ability to swim. Where the work
requires it, employees must hold a current driver's licence.
6.3 Probationary
Period
New employees shall have up to six months' probationary
period reviewed after one month, three months and six months.
6.4 CIC's Duty to
Notify Major Changes
6.4.1 Where CIC is
reasonably sure that it will be necessary to introduce major changes in
production, program, organisation, structure or technology that are likely to
have significant effects on employees, CIC shall notify the employees, the
Consultative Committee and their Union representatives who may be affected by
the proposed changes.
6.4.2 "Significant
Effects" include termination of employment, major changes in the
composition, operation or size of CIC's workforce or in the skills required;
the elimination or diminution of job opportunities or job tenure; the
alteration of hours of work; the need for training or transfer of employees to
other work or locations and the restructuring of jobs, provided that, where
this Award makes provision for alteration of any of the matters referred to
herein, they shall be deemed not to have significant effect.
6.5 Discussion of
Change
6.5.1 CIC shall
discuss with the employees affected and their representative the introduction
of the changes, as referred to in paragraph 6.4.2 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.
6.5.2 The discussions
shall commence as early as practicable after a definite decision has been made
by CIC to make the changes.
6.5.3 For the purpose
of such discussion, CIC shall provide in writing to all the employees concerned
all relevant information about the changes including the nature of the changes
proposed and the expected effects of the changes on employees and any other
matters likely to affect employees, provided that CIC shall not be required to
disclose confidential information, the disclosure of which would be detrimental
to CIC's interest.
6.6 Transfer to
Lower Paid Duties
Where an employee is transferred to lower-paid duties
for reasons set out in subclause 6.4 hereof, the employee shall be entitled to
the same period of notice of transfer as he or she would have been entitled to
if his or her employment had been terminated, and CIC may, at its option, make
payment in lieu thereof of an amount equal to the difference between the former
ordinary time rate of pay and the new lower ordinary time rates for the number
of weeks of notice still owing.
Further, an employee compulsorily transferred to lower paid duties in
accordance with this clause shall have income maintenance for a period of 12
months from the date of transfer. To
avoid doubt, "income maintenance" means the employee transferred will
continue to receive the base salary of the position the employee occupied
immediately prior to the transfer.
After 12 months, the employee shall be paid the salary applicable to the
lower duty.
6.7 Voluntary
Redundancy
6.7.1 Where an offer
of voluntary redundancy is made to an employee and this offer is accepted in 14
days, a severance payment will be made at the rate of three weeks per year of
continuous service with a maximum of 39 weeks, with pro rata payments for
incomplete years of service to be on a quarterly basis.
6.7.2 In addition, if
employment ceases on the date nominated by CIC, the following additional
payments will be offered:
6.7.2.1 less
than one year's service: two weeks' pay
6.7.2.2 one
year but less than two years' service: four weeks' pay
6.7.2.3 two
years' and less than three years' service: six weeks' pay
6.7.2.4 three
years' or more service: eight weeks' pay.
6.7.3 The payments
made under paragraphs 6.7.1 and 6.7.2 are the total redundancy payments
available to an employee in a voluntary redundancy circumstance. The provisions of subclause 6.11 do not
apply if the employee has entitlements under this subclause.
6.8 Expenses
Payment for Voluntary Redundancies
Where an employee has taken voluntary redundancy, CIC
will make available a one-off payment of $4,000.00 to help met job search costs
that the redundant employee may face.
6.9 Discussions
before Position made Redundant
6.9.1 Where CIC
considers that it no longer requires the position the employee has been doing,
and this is not due to the ordinary and customary turnover of the business and
that decision may lead to termination of employment, CIC shall hold discussions
with the employees directly affected and their Union.
6.9.2 The discussions
shall take place as soon as is practicable after CIC has become reasonably
aware of the possible change and will advise employees of the reasons for the
possible terminations of employment, measures to avoid or minimise terminations
and measures to mitigate any adverse effects of any terminations on the
employees concerned.
6.9.3 For the purpose
of the discussion, CIC shall, as soon as practicable, provide in writing to the
employees concerned and the Consultative Committee all relevant information
about the possible terminations of employment, including the reasons for the
possible terminations, the number and type of employees likely to be affected,
the number of employees normally employed and the period over which the
terminations are likely to be carried out.
Provided that CIC shall not be required to disclose confidential
information, the disclosure of which would be contrary to CIC's commercial
interests.
6.9.4 CIC and the
Consultative Committee shall discuss fully the opportunities available for
re-training, re-skilling and re-deployment to maintain existing employment
where possible.
6.10 Notice of
Termination
6.10.1 In
order to terminate the employment of an employee CIC shall give to the employee
the following notice:
|
Period of
Continuous Service
|
Period of Notice
|
|
1 year or less
|
1 week
|
|
1 year and up to the completion of 3 years
|
2 weeks
|
|
3 years and up to the completion of 5 years
|
3 weeks
|
|
5 years and over
|
4 weeks
|
6.10.2 In
addition to the notice in paragraph 6.10.1, 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.
6.10.3 Payment
in lieu of the notice prescribed in paragraph 6.10.1 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.
6.10.4 In
calculating any payment in lieu of notice, the wages of an employee would have
received in respect of the ordinary time he or she would have worked during the
period of notice, had his or her employment not been terminated, shall be used.
6.10.5 The
period of notice in this clause shall not apply in the case of dismissal for
conduct that justifies instant dismissal, or, in the case of casual employees,
apprentices or employees engaged for a specific period of time or for a
specific task or tasks.
6.10.6 For
the purposes of this clause, continuity of service shall be calculated in the
manner in which continuous service is calculated for the purposes of annual
leave.
6.10.7 The
notice of termination required to be given by an employee shall be the same as
that required of CIC, save and except that there shall be no additional notice
based on the age of the employee concerned.
6.10.8 If
an employee fails to give notice, CIC shall have the right to withhold moneys
due to the employee, with a maximum amount equal to the ordinary time rate of
pay for the period of notice.
6.10.9 CIC
shall, on the request of an employee whose employment has been terminated,
provide to the employee a written statement specifying the period of his or her
employment and the classification of or type of work performed by the employee.
6.11 Severance Pay
In addition to any period of notice prescribed for
ordinary termination in this Award, and subject to further order of the
Commission, an employee whose employment is terminated for reasons of
compulsory redundancy (that is, in circumstances other than voluntary
redundancy as provided for in subclause 6.7) shall be entitled to the following
minimum amount of severance pay in respect of a continuous period of service:
|
Period of
Continuous Service
|
Employee under 45
Years of Age
|
|
One year or less
|
Nil
|
|
One year but less than two years
|
4 weeks' pay
|
|
Two years but less than three years
|
7 weeks' pay
|
|
Three years but less than four years
|
10 weeks' pay
|
|
Four years but less than five years
|
12 weeks' pay
|
|
Five years but less than six years
|
14 weeks' pay
|
|
Six years and more
|
16 weeks' pay
|
|
Period of Continuous Service
|
Employee 45 Years
of Age or More
|
|
One year or less
|
Nil
|
|
One year but less than two years
|
5 weeks' pay
|
|
Two years but less than three years
|
8.75 weeks' pay
|
|
Three years but less than four years
|
12.5 weeks' pay
|
|
Four years but less than five years
|
15 weeks' pay
|
|
Five years but less than six years
|
17.5 weeks' pay
|
|
Six years and more
|
20 weeks' pay
|
For the purposes of this subclause, "weeks pay"
means the ordinary rate of pay at the time the termination of employment occurs
(e.g. 38 hours for a full-time weekly employee).
6.12 Time Off during
Notice Period
6.12.1 During
the period of notice of termination given by CIC, an employee shall be allowed
up to one day's time off without loss of pay during each week of notice for the
purpose of seeking other employment.
6.12.2 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 CIC, be required to produce proof of attendance at an
interview or he or she shall not receive payment for the time absent. For this purpose a statutory declaration
will be sufficient.
6.13 Alternative
Employment and Incapacity to Pay
6.13.1 CIC,
in a particular redundancy case, may make application to the Commission to have
the general severance pay prescription varied if CIC obtains acceptable
alternative employment for an employee.
6.13.2 CIC,
in a particular circumstance, may apply to the Commission to have the severance
pay prescription varied on the basis of CIC's incapacity to pay.
6.14 Transmission of
Business
Where the business is, before or after the date of this
Award, transmitted from CIC (in this subclause called "the
Transmittor") to another employer (in this subclause called "the
Transmittee") and an employee who, at the time of such transmission, was an
employee of the transmittor in that business becomes an employee of the
transmittee, then:
6.14.1 The
continuity of the employment of the employees shall be deemed not to have been
broken by reason of such transmission; and
6.14.2 The
period of employment that the employee has had with the transmittor shall be
deemed to be service of the employee with the transmittee.
6.15 Employees
Exempted
This clause shall not apply where employment is
terminated as a consequence of conduct that justifies instant dismissal, or, in
the case of casual employees, apprentices, probationary employees or employees
engaged for a specific task or tasks.
It does not apply to employees retiring. It does not apply to employees working for CIC who are not
covered by this Award.
7. Award to be
Displayed
This Award will be displayed at CIC principal place of
business and all depots operated by CIC.
Individual copies will be made available on request to any employees
covered by this Award.
8. Joint Consultative
Committee
8.1 The
Consultative Committee will be established to be an integral part of the
organisation of work of CIC. For this
reason it is imperative that members of the Committee act positively to resolve
matters of mutual interest and that they carry out their duties in a
responsible and timely manner.
8.2 On the
operation of this Award, the Committee will meet to determine regularity of
future meetings and representation.
8.3 The Committee
shall have four annually elected employee representatives and two management
representatives (one representative elected from the maintenance staff, one
representative elected from the professional staff, one representative elected
from the office staff and one other elected from the field staff).
8.4 Both
management and employee representatives to the Committee shall be able to
co-opt any person they believe may assist the Committee in deciding a
matter. Those people who have been
asked to assist the Committee shall not have voting rights and shall be limited
to speak on the issue(s) for which they have been expressly invited.
9. Definitions
"Coleambally Irrigation Cooperative Limited" - the
employer, referred to in this Award as "CIC".
"CIC" means the employer, the employer's nominee,
representative and can mean a manager, a works supervisor or other person
nominated by the Chief Executive Officer to represent the employer.
"The Award" - the Coleambally Irrigation Consent
Award 2007.
"Chief Executive Officer" - the Chief Executive of
CIC or the authorised person acting in the position.
"Traumatic illness or injury" - injury/illness
disabling the employee from work.
"Accredited official of the Union" - an official
of a union which is party to this Award who has members working for CIC.
"CIC's Premises" means the property or properties
owned, leased or controlled by CIC.
"Extreme Seasonal Variation" - seasonal conditions
having significant effect on the income and/or operations of the business
through extremes of rainfall, drought, flooding or other factor clearly beyond
the control of CIC.
"Fraudulent claims" - dishonest or deceptive
claims relating to any claim(s) made for leave, etc., where the eligibility for
the claim(s) has not been met.
"Consultative Committee" - a committee formed
representing management and employees to assist in the resolution of disputes,
the implementation of workplace arrangements and to enhance productivity and
the workplace environment.
"Salary" means the ordinary time rate of pay for
the employee concerned.
"Engagement", for the purposes of clause 17,
Casual Employment, shall be deemed to be the period(s) for which CIC notified
the employee that he or she is so required to attend on any one day.
"Traineeship" is a system comprising structured
on-the-job training and may include off-the-job training in a recognised and
relevant training institution.
"Act" means the New South Wales Industrial
Relations Act 1996.
"Commission" means the Industrial Relations
Commission of New South Wales.
"Union" means either or both of The Australian Workers'
Union and the Public Service Association and Professional Officers' Association
Amalgamated Union of New South Wales, as the context determines.
Part B
CLASSIFICATION AND
CAREER PROGRESSION
10. Skills and
Classifications
10.1 Skills and
Classifications
Classifications or skill levels shall relate to the
responsibilities, skills and range of tasks performed by the employee. The classification structure incorporated in
Schedule A to this Award recognises that CIC is one entity and the structure
includes the various tasks and responsibilities of both 'indoor' and 'outdoor'
staff as part of the recognition of the one-entity focus. Each level recognises the differences in
core tasks and skills between these two traditional areas of the workplace.
10.2 Review of
Skills, Responsibilities and Performance
The parties agree that reviews of the skills,
responsibilities, performance and classifications may be conducted by the
parties from time to time. Should an
employee not agree with the outcome of such a review or the employee considers
that there are grounds for a review, appeals based on skills, responsibility
and flexibility shall in the first instance be by representation to the Chief
Executive Officer at any time.
10.3 Careers and
Multi-Skilling
10.3.1 In
accordance with the provisions of this Award, employees shall be required to
perform a variety of tasks associated with the responsibilities, customer
services and the efficient delivery of services of CIC.
10.3.2 The
skills structure determines career path options for employees and staff
training shall be directed at ensuring reasonable opportunity and access to
better paid and more fulfilling jobs for employees.
10.3.3 Employees
duties shall focus on the efficient delivery of services to customers, but
employees shall not be restricted from involvement (at the level of their
ability) in tasks other than their usual duties as determined by CIC provided
they have appropriate skills and qualifications.
10.3.4 The
parties commit themselves to the following principals:
10.3.4.1 acceptance
that the work of individuals will be more broadly based and generic in nature,
incorporating the ability for an employee to perform a wider range of duties
which are incidental or peripheral to their main task or function.
10.3.4.2 subject
to agreement by management, employees will undertake training for the wider
range and higher level duties. This
will lead to access of higher pay when performing those more skilled jobs.
10.3.4.3 the
parties will not create barriers to advancement of employees within the skills
structure or through access to training.
10.3.4.4 co-operation
in the transition from the old structure to the new structure in an orderly
manner without creating false expectations or disputation.
10.4 An employee who
is required to relieve another employee who is on leave, where the relief
period is for five or more consecutive working days, shall be paid an
additional allowance for the period relating to these relieving duties. The additional allowance, which will be
added to the annual salary, will be a minimum of one additional salary point,
or such other greater amount determined by the CEO. The additional allowance will not apply to specific work tasks,
training or working under direct supervision, or new work activities within the
employee’s current skill/competency level.
It shall only be paid where an employee relieves in another position and
takes on the duties and responsibilities of the relieved employee.
11. Spare
PART C
REMUNERATION
12. Salaries
12.1 This Award
provides salary remuneration in the form of an annualised amount, paid in
accordance with clause 31, Payment of Wages, which is all inclusive. It shall be paid according to the Skill
Level as outlined in Schedule A to this Award.
The remuneration is in consideration of base rate salary; industry
allowances and the like, shift rates, training incentives and rewards, special
working conditions allowances, hardship payments and all other matters relating
to the performance of work.
12.2 Attached to
each skill level, there is a minimum annual salary and a maximum annual salary,
designed to recognise differences in skill and responsibility which may occur
due to employees achieving different standards or groups of skills within the
level at different times. For example,
within Level One, a new employee without any previous relevant experience
should expect to receive the minimum rate prescribed for Level One. An employee who has completed induction and
has commenced performing specific tasks should expect to receive a rate higher
than the minimum for Level One.
12.3 Annual salary
ranges are as follows:
12.3.1 Level
One
$30,894 pa to $38,894.00 pa
12.3.2 Level
Two
$39,414.00 pa to $48,894.00 pa
12.3.3 Level
Three
$48,063.00 pa to $57,251.00 pa
12.3.4 Level
Four
$57,252.00 pa to $67,551.00 pa
12.3.5 Level
Five
$67,552.00 pa to $83,266.00 pa
12.4 Salary
Sacrifice
Opportunities for employee initiated salary sacrifice
for superannuation and other benefits are available within the scope of this
Award.
12.5 Salary
Increases
12.5.1 The
salaries provided under this Award have been calculated to take into account
adjustments payable under the State Wage Case 2000, the State Wage Case 2001,
the State Wage Case 2002, the State Wage Case 2003, the State Wage Case 2004,
the State Wage Case 2005, the State Wage 2006 and the State Wage Case
2007. These adjustments may be offset
against any equivalent over-award payments and/or award wage increases since 29
May 1991, other than safety net, State Wage Case, and minimum rates
adjustments.
12.5.2 The
actual travel allowances, plant allowance, dead animal removal allowances and
wet weather allowances paid to AWU employees during the previous 12 months will
be added to each employee's annual salary to calculate the base salary starting
point for this Award.
13. Allowances Ex
Salary
13.1 Expenses
Incurred by Employees in the Conduct of their Duties
13.1.1 All
reasonable expenses incurred by staff in the carrying out of the work of CIC,
other than those normally incurred by an employee, shall be reimbursed within
seven working days of submission of invoice.
Allowance in advance for significant costs will be available but must be
approved by the Company Secretary.
13.1.2 Such
reasonable expenses may include necessary materials, tools, accommodation and
reasonable meals that can be demonstrated as essential for the work.
13.1.3 Where
employees are required to be accommodated overnight in the course of their work
away from their normal location, the general standard of accommodation should
be three star, provided that the level of accommodation is available and
further provided that prior approval is granted for that travel and
accommodation.
13.2 Allowances in
Addition to the Salary Rate
13.2.1 Generally
current allowances will not apply in this Award; however, a skill-based
allowance specifically for the use of sprays and chemicals of $10.52 per day
(or part thereof) will be paid while the employee is employed in a spray crew.
13.2.2 First-aid
allowance of $2.00 per day shall apply to one member who holds a current
first-aid certificate in each work crew.
13.2.3 Each
employee will be given a statement of accrued non salary benefits for annual
leave, sick leave and long service leave benefits prior to signing this
Award. All existing accrued benefits
will be shown on this statement. CIC
agree to carry these benefits as an accrued liability for the term of this
Award unless the benefits is used or paid to the employee.
14. Performance
Appraisal and Rewards
14.1 Where an
individual or workplace group performance warrants, the Chief Executive Officer
may approve rewards outside salary for individual or workplace group
performance. Such rewards will require
justification in line with audit procedures.
14.2 It is CIC's
intention to develop a salary remuneration system more dependent on
performance, that is, a system based on Staff Performance, Evaluation and
Development (CEDEPS). CIC's intention
is to progressively introduce such a system following consultation with the
Consultative Committee.
14.3 Staff employed
in professional capacity will have access to a professional career path salary
package that recognises both increasing levels of skill and performance. Prior to entering into this Award, the
salary career path will be discussed and documented by each professional
employee and their relevant supervisor.
The annual attainment of professional salary increments will be
determined by performance evaluation.
14.4 The CEDEPS system
will be developed over the period of this agreement to replace the salary
scales with a system based upon the annual salary.
PART D
HOURS OF WORK
15. Ordinary Hours
15.1 General
15.1.1 In
recognition of the particular circumstances which apply to the cost-effective
delivery of water to irrigators, maximum flexibility of working days and times
is essential. Consequently, work
patterns, whether on a daily, weekly or seasonal basis, shall, as far as
practicable, be tailored to the needs of customers. Generally, only employees involved in water distribution will be
expected to work outside weekdays; however, some circumstances may involve
other staff in weekend work.
15.1.2 When
employees who are not rostered as part of normal working arrangements are
required to work Saturdays, Sundays or public holidays, the hours worked will
be paid as overtime.
15.2 Basis for
Ordinary Hours
15.2.1 The
basic unit of determining time worked shall be an average 38-hour week,
including authorised paid absences.
15.2.2 In
some instances, tasks rather than hours will be an important job feature. In the case of all scheduled maintenance,
construction, distribution and administration work, an employee will receive
five working days' notice of proposed alterations to normal hours.
15.2.3 The
roster associated with water distribution shall be based on a 38-hour week
using an annualised hours concept.
There will be no impediment to employees and supervisors agreeing to
work greater than or less than nine consecutive days, subject to the employee
being able to perform those duties in a safe manner. The actual initial roster will be based upon a 9:4 - 9:5
rotation; however, the roster and number of divisions shall be flexible to allow
both CIC and the employees to establish the required level of service to all
customers and to provide leisure alternatives to the employees. Where a dispute arises in respect of this
subclause, the 9:4 - 9:5 roster and the current number of divisions will be
retained while the dispute is settled.
15.2.4 An
employee with the consent of their supervisor can vary the daily hours of work,
providing a total of 160 hours are worked over a four-week cycle. The supervisor may stipulate core hours on a
daily basis during which the employee must be available to perform their work
duties. Such agreement shall be
reviewed between the supervisor and the employee concerned on a month by month
basis. (As explanation, this means one
RDO can be accrued or taken per four-week cycle. This is not in addition to banked hours.)
15.3 Start and
Finish Times
Actual starting and finishing times of individuals
shall be determined by references to their particular work area and work loads,
both geographically and on a divisional basis.
Normally, ordinary hours are to be worked between 6.00 am and 6.00
pm. A minimum 10-hour break between the
completion of one day's work and commencement of another shall be taken or
overtime to be paid until the break is achieved.
15.4 Working
Patterns and Disputes
In the implementation of working hours, the significant
determinant is the cost effective and safe delivery of services; however, all
reasonable effort should be made to accommodate individual employee's
needs. Wherever possible, hours should
be constructed to allow maximum access to meaningful leisure time periods. Any dispute in relation to work patterns
shall be resolved using the disputes-settling procedure in this Award.
16. Call Out
16.1 An employee
recalled to work after leaving CIC's premises (whether notified before or after
leaving the premises) shall be paid for a minimum of four hours' work for each
time the employee is so called.
Provided that, except in the case of unforeseen circumstances arising,
the employee shall not be required to work the full four hours if the job the
employee is recalled to perform is completed within a shorter period.
16.2 The minimum of
three hours shall not apply and payment will be for the time actually worked
where:
16.2.1 The
employee resides on, or adjacent to, the premises; and/or
16.2.2 The
employee returns to the place of work on a customary basis for a specific task
or tasks.
16.3 This provision
shall not apply to water distribution employees, provided that, if such an
employee has completed their normal daily work cycle and is then required to
attend to work duties within the same 24-hour period, the time spent in
travelling to and from their residence and the workplace shall be paid time.
17. Casual Employment
17.1 Casuals will
generally be employed where sufficient numbers of appropriately skilled
personnel cannot be secured on a regular and ongoing basis by CIC.
17.2 Casuals shall
be paid per hour an additional 20% loading according to the skill level they
perform, and in most cases at the mid-point of the salary range attaching to
the level.
17.3 Minimum
engagement for casuals shall be three hours, provided that a shorter period may
be negotiated to suit a particular circumstance.
17.4 Subject to
subclause 17.3, a casual employee's engagement may be terminated on an hour’s
notice.
18. Part-Time
Employment
Where an employee is engaged on a part-time basis (and not
on a casual basis), benefits outlined in the Award will apply on a pro rata
basis.
19. Overtime
19.1 Overtime rates
in excess of ordinary rates shall apply under this Award. All work in excess of the normal work cycle
will be paid at the hourly rate determined by each employee's annual
salary. Approved work in excess of the
normal work cycle will be paid at time and one half for the first two hours and
then double time thereafter. Overtime
worked solely on Sundays shall attract double time from the commencement of the
overtime. Overtime worked on public
holidays, for non-rostered staff, will be paid at double time and one
half. To avoid doubt, this means one
and a half times in addition to the normal day's pay.
19.2 Work in excess
of the normal work cycle shall not be paid under this Award unless prior
approval for the overtime to be worked is obtained from the relevant
supervisor.
19.3 Reasonable
Overtime
19.3.1 Subject
to paragraph 19.3.2, CIC may require an employee to work reasonable overtime at
overtime rates.
19.3.2 An
employee may refuse to work overtime in circumstances where the working of such
overtime would result in the employee working hours which are unreasonable.
19.3.3 For
the purposes of paragraph 19.3.2, what is unreasonable or otherwise will be
determined having regard to:
19.3.3.1 any
risk to employee health and safety;
19.3.3.2 the
employee's personal circumstances, including any family and carer
responsibilities;
19.3.3.3 the
needs of CIC;
19.3.3.4 the
notice (if any) given by CIC of the overtime and by the employee of his or her
intention to refuse it; and
19.3.3.5 any
other relevant matter.
19.4 CIC and an
employee may agree to adopt flexible approaches to working overtime provided it
meets the criteria of maintaining the average of 38-hour week ordinary
hours. One such arrangement is detailed
in paragraph 15.2.4 herein. To avoid
doubt, this means time off in lieu of overtime is available where the ordinary
time is averaged over a longer period than one week, where the following
requirements are met.
19.4.1 By
agreement between CIC and the employee, leave in lieu may be taken for any
overtime worked.
19.4.2 CIC
will keep a record of all overtime performed for each employee and this record
shall be referred to as the ‘Hours Bank’.
19.4.3 CIC
shall advise each employee of the amount of accrued overtime in their
individual Hours Bank once every month.
19.4.4 Where
CIC and an employee have agreed to leave in lieu of overtime, the maximum
accrual shall be 12 days per annum.
This is to be taken either as one day off a month or else in conjunction
with annual leave, or any other manner as agreed to between CIC and the
employee concerned.
19.4.5 Overtime
shall be credited to the Hours Bank on the basis of one hour worked equals one
hour of credit in the bank.
20. Meals and Rest
Breaks
20.1 Employees shall
be entitled to a meal break each work day of not less than half an hour, which
time shall not be paid for. No employee
shall be required to work more than five hours without a break for a meal. Where a second meal break is required, such
break shall be for duration of 30 minutes and shall not be paid for. Other rest breaks should be taken at times
both convenient to colleagues and to customers and are not fixed. CIC expects common sense to prevail and
reserves the right to implement set times if evidence of abuse exists.
20.2 CIC and an
employee(s) may agree to any variation of this clause to meet the circumstances
of the work in hand. For example,
employees may take a 20-minute paid break once during a full normal working
day, or split that into two 10-minute breaks.
20.3 This clause
shall not apply to any employee whose scheduled work in any 24-hour period is
four hours or less.
PART E
LEAVE
21. Annual Leave
21.1 Annual leave
shall be due annually to employees on the basis of 20 working days per year
(accruing at the rate of 2.923 hours per week).
21.2 Annual leave
shall not be accrued beyond 40 working days unless mutually agreed between CIC
and the employee.
21.3 The taking of
annual leave shall be subject to the following:
21.3.1 All
such leave, whether ordinary or accumulated, shall be taken only at such times
as CIC, for operational purposes, shall deem convenient and, in the absence of
agreement on the taking of leave, it shall be taken at a time determined by
CIC, provided CIC shall, however, endeavour to comply with the needs of the
employees;
21.3.2 After
the completion of the first year of service, annual leave shall accrue from
month to month and leave so accrued or any portion thereof may be granted to an
employee by CIC at such time as the latter deems convenient; and
21.3.3 Annual
leave shall accrue to employees in respect of any authorised period of paid
absence from duty.
21.3.4 The
rate of pay used to determine annual leave payments shall be that rate of pay
which applies when the leave is taken.
21.4 All water
distribution employees who work a roster shall be entitled to five additional
days' leave per annum which shall accrue annually if not taken.
22. Annual Leave
Loading
Leave loading shall not apply as a separate payment and has
been included in the annualised salaries applicable under this Award. This inclusion in annual salary was
calculated at a rate of 17.5% of four weeks' annual salary.
23. Short Term
Illness/Injury
23.1 Entitlement
23.1.1 From
the date of certification of this agreement, all qualifying employees will be
entitled to accrue short-term illness/injury leave ("STI"). STI leave is unlimited subject to this
clause.
23.1.2 This
leave will only be available to be taken according to the provisions of this
clause.
23.2 Payment
23.2.1 This
leave shall be paid when the conditions detailed in subclause 23.3 are met.
23.2.2 Payment
shall be made to the affected employee on the same basis as if the employee was
working normally.
23.2.3 The
rate of pay for employees taking this leave shall be at the rate of 100% of the
ordinary time earnings that the employee was receiving when the employee
proceeded onto this leave.
23.2.4 The
taking of this leave shall not affect the continuity of service but does not
count for leave accruals.
23.3 Conditions for
the Taking of STI Leave
23.3.1 STI
leave can only be taken when an employee is either injured through an accident
or an illness outside of the working environment and the employee qualifies by
the employee's sick leave entitlements having accrued to a minimum of 100 days.
23.3.2 The
employee must prove to the satisfaction of the Company that the illness or
injury that he/she is suffering from is not permanent in nature and that there
is a reasonable likelihood that the employee will be able to return to their
normal duties within three months. In
the context of this Award, "reasonable likelihood" means, where a
single illness extends beyond three months, it shall not be considered to be
eligible for STI unless the employee can demonstrate to the satisfaction of the
CEO that the employee will be capable of returning to work within a maximum
period of three months.
23.3.3 An
application must be made to the Company as soon as practicable for the granting
of STI leave. This claim must include
the following details:
23.3.3.1 Date
from which the employee intends to claim STI leave.
23.3.3.2 A
doctor’s certificate or other evidence that is satisfactory to the Company
detailing the nature of the disability.
23.3.3.3 A
medical report or similar that provides a timetable for the rehabilitation of
the employee concerned.
23.3.4 Upon
a successful application, the Company will make available the accrued STI
leave.
23.3.5 Where
access to STI leave is refused by CIC, the employee will have access to the
employee's accrued sick leave.
24. Sick Leave
24.1 Sick leave is
for the sole purpose of providing income for employees unable to attend work
through injury or illness and shall be allowed at 10 days (76 hours in the case
of a full-time employee working 38 hours on average per week, pro rata in other
cases) per year. In the first six
months of service with CIC, the entitlement shall accrue at the rate of one day
for each completed month of service, with the balance of the year's entitlement
being accruable at the completion of the second six months' service. Unused sick leave will accrue indefinitely.
24.2 An employee
(other than a casual employee) after one month's service with CIC, who is
absent from work on account of the reasons in subclause 24.1, shall be entitled
to leave with normal payment subject to the following conditions:
24.2.1 An
employee shall not be entitled to be paid for any absence for any period for
which the employee is entitled to worker's compensation;
24.2.2 The
employee shall take all reasonable steps, prior to the commencement of such
absence, to inform CIC of the employee's inability to attend for duty and shall
state the nature of the illness/injury and the estimated duration of the
absence; and
24.2.3 CIC
may request that a claim for sick leave shall be supported by evidence
satisfactory to CIC that the employee was unable to account of illness/injury
to attend for duty on the day or days for which leave is claimed.
24.3 Where an
employee is absent on sick leave for an extended period and/or management has
good and sufficient reason to believe that the employee will be unable to
return to work or is unable to undertake the duties of the position, CIC at its
cost may direct the employee to undertake a medical examination by a duly
qualified medical practitioner to determine the employee's fitness for work and
whether the employee should be retired on medical grounds.
24.4 Fraudulent sick
leave claims shall be grounds for disciplinary action. Where CIC believes an employee is abusing
sick leave benefits, the employee shall be notified in writing of a period of
six months' probation. Continued
breaches within this period will be grounds for dismissal, provided that
process shall not be commenced until after consultation with the Consultative
Committee.
24.5 Each employee
shall be credited with their accrued number of sick days as an available
benefit; however, the use of it shall be subject to this clause and it shall
only be taken as a sick leave benefit and not in any other form.
24.6 When an employee
has accrued a total of 100 days' sick leave, the employee will from this date
forward have access to STI leave. From
this date forward the employee's records will show the employee has paid leave
entitlements provided for under the STI clause of this Award and the recording
of sick leave entitlements will cease but be recorded as 100 days regardless of
STI leave actually taken.
24.7 Sick leave will
not accrue for any period in which STI leave is available to the employee.
25. Long Service
Leave
25.1 Employees who
are employed prior to the operative date of this Award that, at the date the
Award is made, accrue 11 days/year shall continue to accrue 11 days/year of
service. A list of employee names who
shall benefit from this clause will be attached as Schedule C.
25.2 With respect to
subclause 25.1, all other employees and employees engaged after the operative
date of this Award shall accrue long service leave in accordance with the
provisions of the Long Service Leave Act 1955.
26. Bereavement Leave
An employee on weekly hiring shall, on the death of a person
as described in section 29.3.1.3.2, be entitled to a maximum of three days'
leave with pay on the occasion of each death.
An employee shall not be entitled to bereavement leave under this clause
during a period of other leave. Proof
of entitlement shall be furnished by the employee to the satisfaction of CIC,
if CIC so requests.
Bereavement entitlements for casual employees
(a) Subject to the
evidentiary and notice requirements in this clause 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 29.3.1.3.2 of clause 29,
Discretionary, Family and 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.
27. 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).
28. Jury and Other
Service
28.1 Jury Service
An employee required for jury service during his or her
ordinary working hours shall be paid ordinary-time earnings but payments for
Court attendance shall be paid directly to CIC. An employee shall notify CIC as soon as possible of the date upon
which he or she is required to attend for jury service. Further, the employee shall give CIC proof
of his or her attendance, the duration of such attendance and the amount
received in respect of jury service.
28.2 Other Service
Employees nominating for other service, which may
include voluntary service (S.E.S, Rural Fire Brigade, etc.) will be remunerated
for approved absence from work.
29. Discretionary,
Family and Personal/Carer’s Leave
29.1 Discretionary
Leave
From time to time as applicable the Chief Executive
Officer may approve discretionary leave for reasons other than outlined in this
Award. Such leave may be granted on the
basis of paid or unpaid leave.
29.2 Family Leave
The Chief Executive Officer may approve up to two days
per annum as paid family leave.
29.3 Personal/Carer’s
Leave
29.3.1 Use
of Sick Leave
29.3.1.1 An
employee, other than a casual employee, with responsibilities in relation to a
class of person set out in 29.3.1.3.2 who needs the employee’s care and
support, shall be entitled to use, in accordance with this subclause, any
current or accrued sick leave entitlement, provided for at clause 24, Sick
Leave of the award, for absences to provide care and support for such persons
when they are ill, or who require care due to an unexpected emergency. Such
leave may be taken for part of a single day.
29.3.1.2 The
employee shall, if required,
(1) establish
either by production of a medical certificate or statutory declaration, the
illness of the person concerned and that the illness is such as to require care
by another person, or
(2) establish by
production of documentation acceptable to the employer or a statutory declaration,
the nature of the emergency and that such emergency resulted in the person
concerned requiring care by the employee.
In normal circumstances, an employee must not take
carer's leave under this subclause where another person had taken leave to care
for the same person.
29.3.1.3 The
entitlement to use sick leave in accordance with this subclause is subject to:
29.3.1.3.1 the
employee being responsible for the care of the person concerned; and
29.3.1.3.2 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) 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 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.
29.3.1.4 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 42, Grievance/Dispute Procedures, should be
followed.
29.3.2 Unpaid
Leave for Family Purpose
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 29.3.1.3.2 who is ill or who requires
care due to an unexpected emergency.
29.3.3 Annual Leave
29.3.3.1 An
employee may elect, with the consent of the employer to take annual leave not
exceeding ten days in single-day periods, or part thereof, in any calendar year
at a time or times agreed by the parties.
29.3.3.2 Access
to annual leave, as prescribed in subparagraph 29.3.3.1, shall be exclusive of
any shutdown period provided for elsewhere under this Award.
29.3.3.3 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.
29.3.4 Time
Off in Lieu of Payment for Overtime
29.3.4.1 For
the purpose only of providing care and support for a person in accordance with
paragraph 29.3.1 and, despite any contrary provisions this Award’s overtime
provisions provide, the following shall apply:
29.3.4.2 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.
29.3.4.3 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.
29.3.4.4 If,
having elected to take time as leave in accordance with subparagraph 29.3.4.2,
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.
29.3.4.5 Where
no election is made in accordance with subparagraph 29.3.4.2, the employee
shall be paid overtime rates in accordance with the Award.
29.3.5 Make-up
Time
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.
29.3.6 Rostered
Days Off
29.3.6.1 An
employee may elect, with the consent of the employer, to take a rostered day
off at any time.
29.3.6.2 An
employee may elect, with the consent of the employer, to take rostered days off
in part day amounts.
29.3.6.3 An
employee may elect, with the consent of the employer, to accrue some or all
rostered days off for the purpose of creating a bank to be drawn upon at a time
mutually agreed between the employer and employee, or subject to reasonable
notice by the employee or the employer.
29.3.7 Personal
Carers Entitlement for casual employees -
(1) Subject to the
evidentiary and notice requirements in 29.3.1.2 and 29.3.1.4 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 29.3.1.3.2 of this clause who are
sick and require care and support, or who require care due to an unexpected
emergency, or the birth of a child.
(2) The employer
and the employee shall agree on the period for which the employee will be
entitled to not be available to attend work. In the absence of agreement, the
employee is entitled to not be available to attend work for up to 48 hours
(i.e. two days) per occasion. The casual employee is not entitled to any
payment for the period of non-attendance.
(3) An employer
must not fail to re-engage a casual employee because the employee accessed the
entitlements provided for in this clause. The rights of an employer to engage
or not to engage a casual employee are otherwise not affected.
30. Public Holidays
Public holidays, New Year's Day, Australia Day, Anzac Day,
Good Friday, Easter Monday, Labour Day, Queen's Birthday, Christmas Day, Boxing
Day, on the dates as gazetted from time to time by the NSW Government, shall be
allowed without loss of pay. Employees,
not working a roster, who work on a public holiday, shall be entitled to
overtime (as described in clause 19) or equivalent normal time off without loss
of pay at later date. One additional
day, called Picnic Day, shall also be allowed without loss of pay. This day is to be observed on the next
normal working day after the date declared as the official close of the
irrigation season. CIC and employee(s)
may agree to alter the actual days on which these public holidays are observed,
including taking the days in conjunction with annual leave.
PART F
OTHER CONDITIONS
31. Payment of Wages
31.1 Except on
termination of employment, salaries shall be paid fortnightly.
31.2 Payday, once
determined, cannot be changed without a minimum of one month's notice unless
exceptional circumstances beyond CIC's control arise.
31.3 Salaries shall
be paid by one of the following means:
31.3.1 Into
a bank account held in the
name of the employee. Deposits to the
employee's account at CIC's bank shall fulfil CIC's obligations to the
employee.
31.3.2 Alternatively,
with prior approval of CIC, a cheque can be collected from CIC offices or
mailed to the employee's residential address.
Cheque collection shall occur outside normal hours.
31.4 CIC shall
provide each employee every pay period and on the employee's last day of
employment a statement of the employee's earnings for that period or part
thereof as the case may be. Provided
that, where an employee is dismissed without notice, or an employee fails to
give notice, abandons employment or otherwise ceases to be employed through no
action of CIC, CIC shall not be obliged to pay any outstanding moneys until the
next scheduled pay day.
32. Travelling
Between Sites
Where an employee, at the request of their supervisor,
agrees to use their own vehicle for the carrying out of work for CIC (other
than carriage to the normal place of work), reasonable cost per kilometre will
be reimbursed. Reasonable costs shall
be the kilometre rate applied to Board members attending meetings. The minimum rate payable under this clause
shall be $0.52 per kilometre.
33. Superannuation
33.1 CIC will
provide superannuation in accordance with Federal superannuation guarantee
legislation and an additional 2% employer contribution will be paid to all
employees for the term of this Award according to the conditions laid down
below and in clause 37, Employee Life Insurance. All employees shall have their accrued superannuation paid to
their nominated fund monthly.
33.2 Employees may
nominate the approved fund into which they wish their contributions to be
paid. Such choice may be altered by the
employee but not more often than annually.
Employees may contribute to superannuation in lieu of salary (within the
guidelines of Federal superannuation legislation).
33.3 Employees
currently members of the NSW Government SASS scheme, on the date local autonomy
is achieved and, following review by an approved financial consultant, will be
eligible for a top-up superannuation contribution prior to entering this
Award. The top-up payment will be
determined by CIC following consultation with the employee and the financial
consultant.
34. Protective
Clothing, Uniforms and Equipment
34.1 Appropriate
safety wear will be provided (including boots, protective overalls, glasses,
helmets). This shall be replaced on a
fair wear and tear basis. Misuse or
loss due to carelessness will not be grounds for replacement. Employees will be required to care for their
uniforms and other clothing issue and be expected to present for work in a neat
and tidy manner.
34.2 UV protection
will be provided for employees while engaged in outdoor work.
34.3 Uniform items
supplied to maintenance and water distribution staff shall consist of:
34.3.1 five
pairs of trousers; or five pairs of shorts; or five pairs of overalls
34.3.2 five
long-sleeve shirts with logo; or five short-sleeve shirts with logo
34.3.3 two
fleecy windcheaters with logo
34.3.4 one
jacket with logo
34.3.5 one
Boomerang crush hat with logo
34.4 Uniform items
supplied to administration staff shall consist of:
34.4.1 three pairs of
pants, five shirts, one vest, one jumper and one jacket for male staff
34.4.2 three
skirts/pants, five blouses, one vest, one jumper and one jacket for female
staff
34.5 All tools and
equipment shall be provided by CIC for employees to perform the tasks detailed
and implied in Schedule A. Theft,
wilful neglect or damage carelessness and misuse of any tools or equipment will
be grounds for disciplinary action.
34.6 Employees
designated by CIC to be available for contact after the normal work cycle, by
customers or for call back, shall be entitled to reimbursement of telephone and
fax costs. Reimbursement shall be 50%
of the applicable rental and the actual charges (100%) made for calls relating
to actual work duties.
35. Training
35.1 Apprentices
An apprentice's wage shall be calculated to the
undermentioned percentage of the relevant trade rate as provided for in this
Award:
|
Three Years Apprenticeship
|
Four Years
Apprenticeship
|
|
|
|
|
in the first year
|
60%
|
|
in the first year
|
60%
|
|
in the second year
|
75%
|
|
in the second year
|
75%
|
|
in the third year
|
90%
|
|
in the third year
|
80%
|
|
in the fourth year
|
90%
|
35.2 Traineeships
35.2.1 Notwithstanding
anything elsewhere contained in this Award, CIC may employ trainees subject to
the conditions contained in this clause.
35.2.2 Application
and Objectives
35.2.2.1 Before
this clause shall have effect on the employment of a trainee, CIC and a trainee
must have entered into a training agreement under the provisions of the
Industrial and Commercial Training Act 1989.
35.2.2.2 Trainees
shall not displace existing full-time employees from employment.
35.2.3 Training
Conditions
Trainees engaged under this clause shall attend the
off-the-job training prescribed in the training agreement. CIC shall ensure that the trainee is
permitted to attend the off-the-job training course and provide appropriate
supervision during on-the-job training.
35.2.4 Employment
Conditions
35.2.4.1 The
trainee shall be engaged or a period of 12 months as a full-time employee,
provided that the trainee may be subject to a satisfactory probation period as
outlined in this Award.
35.2.4.2 The
trainee is permitted to be absent from work without loss of continuity of
employment to attend the off-the-job training in accordance with the training
agreement.
35.2.4.3 Where
the employment of a trainee by CIC is continued after the completion of the
traineeship period, such traineeship period shall be counted as service for the
purpose of this Award and long service leave/entitlements. Trainees shall be regarded as full-time
employees.
35.2.5 Salary
For the purpose of achieving stability of income for a
trainee over the traineeship period, the wage rate for a trainee shall be
calculated on the following basis: rate for entry multiplied by percentage of
time spent on-the-job.
35.3 The role of
every employee in training other employees is agreed between the parties to
this Award as essential and employees will be given training appropriate to
their skill level. The development of
appropriate skills to move to a higher skill level within the career path
structure is a necessary condition but not automatic means of gaining
advancement within or to the next higher skill level. A Training Charter established to identify the aims and
procedures of implementing training within the workplace.
36. Spare
37. Employee Life
Insurance
37.1 CIC will obtain
on behalf of each employee engaged as at 21 June 2001 life insurance death
cover with an annual premium value of $300.00.
This benefit will continue for the lifetime of this Award.
37.2 New employees
engaged after 21 June 2001 may elect to receive life insurance in accordance
with this clause. Provided the premium
value is funded by any excess between CIC’s contribution to superannuation in
accordance with subclause 33.1 and the statutory requirement for superannuation
contribution as detailed in Federal legislation from time to time.
38. Contractor Award and
Enterprise Agreement Conditions
CIC will require all construction and maintenance
contractors to provide written proof that award or enterprise agreement
conditions are currently paid to their employees. CIC will make this proof available for inspection by a member of
a Union who is party to this Award during normal business hours. A Union member who is party to this Award
will make a request in writing to see the information provided to CIC by
construction and maintenance contractors.
CIC agree to make this information available for inspection at the
Brolga Place office during normal business hours, 48 hours after the receipt of
a written request.
39.
Anti-Discrimination
39.1 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.
39.2 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.
39.3 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.
39.4 Nothing in this
clause is to be taken to affect:
39.4.1 any
conduct or act which is specifically exempted from anti-discrimination
legislation;
39.4.2 offering
or providing junior rates of pay to persons under 21 years of age;
39.4.3 any
act or practice of a body established to propagate religion which is exempted
under section 56(d) of the Anti-Discrimination Act 1977;
39.4.4 a
party to this Award from pursuing matters of unlawful discrimination in any
State or Federal jurisdiction.
39.5 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.
40. Confidentiality
The work carried out for CIC and the information developed
and collated is the property of CIC and the employees shall respect the
confidentiality of clients and CIC with regard to all information concerning
the business.
41. Stand Down
41.1 CIC has the
right to deduct payment for any day an employee can not be usefully employed
because of industrial action or through any stoppage of work for any cause for
which the Company can not be reasonably held responsible and a stand-down
situation has been notified by CIC to the Consultative Committee
41.2 Where a
stand-down situation arises, all employees will be given the opportunity to
access their available annual leave and/or long service leave entitlement prior
to the employee being stood down.
41.3 Before CIC
implement stand down provisions under this clause, CIC will fully investigate
alternative options and these options will be communicated to the Consultative
Committee for discussion.
42. Grievance/Dispute
Procedure
42.1 In the event of
a dispute arising between CIC and employee(s), any matter which remains in
dispute after it has been considered jointly by the appropriate supervisor and
by the employee(s) concerned shall then by examined by the Chief Executive
Officer or appointed deputy.
42.2 If the dispute
remains unsettled, CIC's representative shall ensure that the matter is
recorded in writing in pertinent detail, while the employee(s) may notify the
Consultative Committee or their Union representative of the nature and details
of the matter in dispute.
42.3 If the dispute
thereafter remains unresolved, the question shall be discussed between the
Chief Executive and the relevant representative, each of whom shall take all
reasonable steps to settle the dispute.
42.4 If the dispute
remains unsettled after the procedure specified in subclause 42.3 hereof has
been concluded, the matter shall be notified to the Commission.
42.5 While the
procedures herein are being followed, all work shall continue normally.
42.6 The ultimate
terms of settlement of the dispute shall not be affected in any way, nor shall
the rights of any person involved in the dispute be affected by or prejudiced
by the fact that normal work has continued without interruption.
42.7 If the dispute
concerns questions of safety, it shall immediately be referred to the Chief
Executive Officer, the supervisor and Safety Committee which shall consider and
resolve the matter forthwith.
43. Health and Safety
43.1 Safety
Equipment
Safety equipment provided by CIC will be utilised as
directed by CIC.
43.2 Safety
Procedures
Safety procedures shall be followed by all
employees. Failure to acknowledge and
adhere to safety policies shall be grounds for dismissal. Neglect of safety procedures that may lead
to injury of other persons or employees shall be grounds for instant dismissal.
43.3 Employee's Duty
Notwithstanding CIC's responsibility, the employee has
a duty:
43.3.1 to protect
his/her own health and safety at work;
43.3.2 to avoid
adversely affecting the health and safety of any other person or property
through any act or omission at work; and
43.3.3 to report to CIC
the use of medically prescribed drugs which may have an adverse effect on the
employee's ability to work safely or normally.
43.4 An employee
shall not, by the consumption of alcohol or a drug, be in such a state as to
endanger his/her own safety at work or the safety of any other person at
work. An employee who appears to CIC to
be under the influence of alcohol or drugs shall be advised that he/she is not
to commence or continue work until examined by a medical practitioner or a
registered nurse as soon as practicable to ascertain the employee's fitness for
work and any costs associated with the examination shall be borne by CIC. During this time the employee shall be stood
down without pay; however, if the medical examination shows that the employee
is not under the influence of drugs or alcohol, the employee shall be paid for
the time lost.
43.5 First-aid
Facilities
Suitable first-aid equipment in an hygienic container
shall be available in each workplace/vehicle in a accessible place. This equipment should be regularly inspected
and replenished as necessary by CIC.
44. Employment
Records
44.1 Time, Salary
Records and Inspection Rights
44.1.1 CIC
shall keep, or cause to be kept, employment records in accordance with relevant
legislation. CIC shall enter, or cause
to be entered, in such a correct record of the hours worked and the salaries
(including superannuation) paid to each employee to whom this Award
applies. CIC shall, on the giving of
reasonable notice, produce such record for inspection by an accredited Union
official or Consultative Committee member approved by the employee and CIC for
the sole purpose of investigating any breach or suspected breach of this
Award. Records will not be available on
paydays. The approval of the employee
involved must also be provided.
44.1.2 If
an employee's employment is terminated, CIC shall be required to hold records
for that employee for three years after the employee's termination.
44.1.3 CIC
shall keep sufficient record and detail of the employment relationship for the
purpose of tracking accruals, use, etc., of annual leave, sick leave, long
service leave and parental leave.
45. Union Fee
Deductions
45.1 CIC shall
deduct Union membership fees (not including fines or levies) from the pay of
any employee, provided that:
45.1.1 the
employee has authorised CIC to make such deductions in accordance with
paragraph 45.1.2 herein;
45.1.2 the
Union shall advise CIC of the amount to be deducted for each pay period
applying at CIC’s workplace and any changes to that amount;
45.1.3 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
45.1.4 there
shall be no requirement to make deductions for casual employees with less than
two months' service (continuous or otherwise).
45.2 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 CIC to deduct. Where the employee passes any such written
authorisation to the Union, the Union shall not pass the written authorisation
on to CIC without first obtaining the employee's consent to do so. Such consent may form part of the written
authorisation.
45.3 Moneys so
deducted from employee's pay shall be remitted to the Union on either a weekly,
fortnightly, monthly or quarterly basis at CIC’s election, together with all
necessary information to enable the reconciliation and crediting of
subscriptions to employees' membership accounts, provided that:
45.3.1 where
CIC has elected to remit on a weekly or fortnightly basis, CIC shall be
entitled to retain up to five per cent of the monies deducted; and
45.3.2 where
CIC has elected to remit on a monthly or quarterly basis, CIC shall be entitled
to retain up to 2.5 per cent of the monies deducted.
45.4 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.
45.5 The Union shall
advise CIC 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 CIC a minimum of two months' notice of any such change.
45.6 An employee may
at any time revoke in writing an authorisation to CIC to make payroll
deductions of Union membership fees.
45.7 Where an
employee who is a member of the Union and who has authorised CIC 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 CIC in order for
payroll deductions of union membership fees to cease.
45.8 This clause
shall take effect from the beginning of the first pay period to commence on or
after 24 November 2003.
46. Future
Negotiation
The parties agree to commence discussions on future
industrial regulation approximately three months prior to the nominal expiry of
this Award. Without limiting those
discussions, the parties may discuss extending this Award or alternatively
developing an enterprise agreement(s) to operate in conjunction with, or
independently of, this Award.
47. Joint Review of
Conditions
47.1 It is the
intention that during the period of this Award a Joint Review by CIC and the
employees represented by the Consultative Committee of the operational
requirements will be conducted. This
will enable, after consultation with the Consultative Committee, the
implementation of employment conditions and pay ranges that may be more
specific to the wider application of CIC's operations. These will be based on CIC's unique customer
focus service levels and its effective and efficient employment of staff.
47.2 The parties
also agree that during the life of this Award CIC with the agreement of
relevant employees and their Union representatives may trial new working
arrangements to facilitate and accommodate the planned review of this Award.
47.3 Where such
trials involve temporary variations to the terms of this Award, CIC will seek
the prior agreement of the Unions whose members are involved which shall not be
unreasonably withheld.
47.4 CIC and the
Union(s) whose members are involved agree to progressively consolidate the
outcome of all such trials prior to the planned review taking place.
48. 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 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.
Schedule A
SALARY LEVEL WORK
DESCRIPTION
Level One - Salary
Range $30,894 pa to $38,894.00 pa
This level is intended to apply to an employee without
formal qualifications, who works under supervision and generally has limited
understanding of irrigation or business practices. Indicative tasks an employee at this level may perform are as
follows:
Administration
All office filing and general office duties.
Answering telephones and dealing with fax or other
correspondence.
Collecting, opening and distributing the mail.
Maintaining the office and equipment in a clean and
professional manner.
Basic keyboard and computer operations.
Routine deliveries.
Report writing and basic communication skills.
Water Distribution, Maintenance, Construction,
Monitoring and Testing
General labouring including use of all motor vehicles,
tractors and power driven equipment and tools.
Water measurement and control structure regulations and
operation.
Dealing with customers, taking requests and handling
minor complaints.
Basic keyboard and computer operations.
Water quality monitoring, sampling and testing.
Removal of weeds, debris, carcasses and floating
obstructions in the canals, channels and drains.
Basic maintenance of the water distributions and
drainage system, plant and vehicles, other machinery and equipment and infrastructure.
Basic knowledge of licences held by CIC, the water
supply contract and other business agreements used to service customers.
Basic knowledge of water management.
Report writing and basic communication skills.
Level Two - Salary Range $39,414.00 pa to $48,894.00 pa
This level applies to employee who has satisfactorily
completed appropriate training and includes employees who have completed
specific training in the systems and procedures of CIC. This level is intended to apply to an
employee capable of working without immediate supervision, capable of directing
an employee of a lower level during the performance of their duties. Indicative tasks an employee at this level
may perform, in addition to tasks at Level One, are as follows.
Administration
Handle all customer requests for services and
information.
Perform reception duties, word processing, accounts
payable/receivables.
Perform banking tasks and reconciliations.
Process transactions to the accounting system.
Administer purchasing procedures and records.
Assist all distribution and maintenance staff.
Complete routine tasks associated with the collection
and interpretation of office information.
Water Distribution, Maintenance, Construction,
Monitoring and Testing
Operate all plant and equipment.
Perform all water distribution, maintenance and
monitoring work.
Respond to maintenance requests and perform basis wood
and metal fabrication work.
Carry out water quality monitoring and testing
procedures.
Control, monitor and record weeds.
Read and record water meter readings.
Liase with customers and contractors.
Perform routine computer tasks and operations.
Maintenance on and around the distribution system.
Report all defects requiring maintenance or
construction.
Report any breeches of operating procedures by
irrigators, customers or contractors.
Perform all end of season maintenance work.
Level Three - Salary Range $48,063.00 pa to $57,251.00 pa
This level applies to an employee capable of working alone
or in a team, who has detailed experience and local knowledge of the CIA and
associated systems and procedures. This
person is responsible for the quality of their own work. The person would undertake a broader range
of duties than employees at lower levels and is capable of directing employees
at a lower level during the performance of their work. Indicative tasks an employee at this level
may perform, in addition to tasks included in Levels One and Two:
Administration
Complete all management records and reporting procedures.
Prepare water sales accounts and maintain accurate and
complete records.
Maintain and monitor all management data.
Use, maintain and report on all business procedures.
Water Distribution, Maintenance, Construction,
Monitoring and Testing
Interpretation of detailed instructions or objectives
relating to water distribution, maintenance or monitoring.
Preparation of procedures or tasks for the direction of
other employees.
Overseeing of all contractor activities.
Supervision of employees in the performance of their
duties in accordance with this Award.
Preparation of reports and the proper recording of
information.
Level Four - Salary Range $57,252.00 pa to $67,551.00 pa
This level applies to an employee capable of working alone,
experienced in the implementation of management systems, responsible for the
quality of their own work, who can provide on-the-job training and supervision
of staff at lower levels, who undertakes a broader range of duties than
employees at lower levels and is required to provide service consistent with
the continuous operation of the whole business. Indicative tasks an employee at this level may perform, in
addition to tasks at Level One, are as follows.
Preparation of management and legislative business
reports.
Compliance with license conditions and or professional
standards.
Maintenance of all data and records.
Level Five - Salary Range $67,552.00 pa to $83,266.00 pa
This level applies to employee whose experience and
knowledge enables the employee to co-ordinate work in a team environment, who
can operate without supervision, capable of working from complex
instructions/procedures and who provides job training an supervision at all
levels. Indicative tasks an employee at
this level may perform, in addition to tasks at Levels One to Four, are as
follows:
Supervision and operations of all activities associated
with the daily function of the business.
Preparation of information and reports.
Interpretation of activities associated with licence
compliance, LWMP implementation or Best Management Practices.
Schedule B
COMMON SALARY
POINTS APPLICABLE TO THIS AWARD
Salary points will include salaries within the point scale
range to accommodate additional salary determinations made
by the CEO, e.g. Salary Point 11 will include all salaries within the range
$31,147.83 to $31,651.82
|
Salary Point
|
Lower Limit $
|
Upper Limit $
|
|
10
|
30,894.32
|
31,146.82
|
|
11
|
31,147.83
|
31,651.82
|
|
12
|
31,652.83
|
32,156.82
|
|
13
|
32,157.83
|
32,765.82
|
|
14
|
30,998.32
|
33,270.82
|
|
15
|
31,251.83
|
33,775.82
|
|
16
|
31,756.83
|
34,280.82
|
|
17
|
32,261.83
|
34,785.82
|
|
18
|
32,766.83
|
35,290.82
|
|
19
|
33,271.83
|
35,795.82
|
|
20
|
33,776.83
|
36,300.82
|
|
21
|
34,281.83
|
36,805.82
|
|
22
|
34,786.83
|
37,310.82
|
|
23
|
35,291.83
|
37,919.82
|
|
24
|
31,102.32
|
38,424.82
|
|
25
|
31,355.83
|
38,929.82
|
|
26
|
31,860.83
|
39,434.82
|
|
27
|
32,365.83
|
39,939.82
|
|
28
|
32,870.83
|
40,444.82
|
|
29
|
33,375.83
|
40,949.82
|
|
30
|
33,880.83
|
41,454.82
|
|
31
|
34,385.83
|
41,959.82
|
|
32
|
34,890.83
|
42,464.82
|
|
33
|
35,395.83
|
42,969.82
|
|
34
|
35,900.83
|
43,370.82
|
|
35
|
36,405.83
|
43,875.82
|
|
36
|
36,910.83
|
44,380.82
|
|
37
|
37,415.83
|
44,885.82
|
|
38
|
37,920.83
|
45,390.82
|
|
39
|
38,425.83
|
45,895.82
|
|
40
|
38,930.83
|
46,400.82
|
|
41
|
39,435.83
|
46,905.82
|
|
42
|
39,940.83
|
47,410.82
|
|
43
|
40,445.83
|
47,915.82
|
|
44
|
40,950.83
|
48,420.82
|
|
45
|
41,455.83
|
48,925.82
|
|
46
|
41,960.83
|
49,430.82
|
|
47
|
42,465.83
|
49,935.82
|
|
48
|
42,970.83
|
50,440.82
|
|
49
|
43,371.83
|
50,945.82
|
|
50
|
43,876.83
|
51,450.82
|
|
51
|
44,381.83
|
51,955.82
|
|
52
|
44,886.83
|
52,460.82
|
|
53
|
45,391.83
|
52,965.82
|
|
54
|
45,896.83
|
53,470.82
|
|
55
|
46,401.83
|
53,975.82
|
|
56
|
46,906.83
|
54,480.82
|
|
57
|
47,411.83
|
54,985.82
|
|
58
|
47,916.83
|
55,490.82
|
|
59
|
48,421.83
|
55,995.82
|
|
60
|
48,926.83
|
56,500.82
|
|
61
|
49,431.83
|
57,005.82
|
|
62
|
49,936.83
|
57,510.82
|
|
63
|
50,441.83
|
58,015.82
|
|
64
|
50,946.83
|
58,520.82
|
|
65
|
51,451.83
|
59,025.82
|
|
66
|
51,956.83
|
59,530.82
|
|
67
|
52,461.83
|
60,035.82
|
|
68
|
52,966.83
|
60,540.82
|
|
69
|
53,471.83
|
61,045.82
|
|
70
|
53,976.83
|
61,550.82
|
|
71
|
54,481.83
|
62,055.82
|
|
72
|
54,986.83
|
62,560.82
|
|
73
|
55,491.83
|
63,065.82
|
|
74
|
55,996.83
|
63,570.82
|
|
75
|
56,501.83
|
64,075.82
|
|
76
|
57,006.83
|
64,580.82
|
|
77
|
57,511.83
|
65,085.82
|
|
78
|
58,016.83
|
65,590.82
|
|
79
|
58,521.83
|
66,095.82
|
|
80
|
59,026.83
|
66,600.82
|
|
81
|
59,531.83
|
67,105.82
|
|
82
|
60,036.83
|
67,610.82
|
|
83
|
60,541.83
|
68,115.82
|
|
84
|
61,046.83
|
68,620.82
|
|
85
|
61,551.83
|
69,125.82
|
|
86
|
62,056.83
|
69,630.82
|
|
87
|
62,561.83
|
70,135.82
|
|
88
|
63,066.83
|
70,640.82
|
|
89
|
63,571.83
|
71,145.82
|
|
90
|
64,076.83
|
71,650.82
|
|
91
|
64,581.83
|
72,155.82
|
|
92
|
65,086.83
|
72,660.82
|
|
93
|
65,591.83
|
73,165.82
|
|
94
|
66,096.83
|
73,670.82
|
|
95
|
66,601.83
|
74,175.82
|
|
96
|
67,106.83
|
74,680.82
|
|
97
|
67,611.83
|
75,185.82
|
|
98
|
68,116.83
|
75,690.82
|
|
99
|
68,621.83
|
76,195.82
|
|
100
|
69,126.83
|
76,700.82
|
|
101
|
69,631.83
|
77,205.82
|
|
102
|
70,136.83
|
77,710.82
|
|
103
|
70,641.83
|
78,215.82
|
|
104
|
71,146.83
|
78,720.82
|
|
105
|
71,651.83
|
79,225.82
|
|
106
|
72,156.83
|
79,730.82
|
|
107
|
72,661.83
|
80,235.82
|
|
108
|
73,166.83
|
80,740.82
|
|
109
|
73,671.83
|
81,245.82
|
|
110
|
74,176.83
|
81,750.82
|
|
111
|
74,681.83
|
82,255.82
|
|
112
|
75,186.83
|
82,760.82
|
|
113
|
75,691.83
|
83,265.82
|
|
|
|
|
Schedule C
Employee List for
Subclause 25.1
The following list of employees have more than 10 years
service as of 15 February 1999.
Subclause 25.1 is applicable to the following people:
|
Employee Name
|
Engagement Date
|
|
Margaret Fletcher
|
31/10/89
|
|
Mark Byrnes
|
30/5/77
|
|
Eddie Carter
|
27/2/67
|
|
David Crump
|
26/10/72
|
|
John Curphey
|
4/9/79
|
|
Earnie Frean
|
6/12/78
|
|
Greg Heath
|
11/8/83
|
|
Eric Hutchinson
|
13/11/78
|
|
Dennis Jones
|
21/10/80
|
|
Steve Knight
|
21/10/68
|
|
Pat Mitchell
|
19/3/79
|
|
Charlie Warr
|
1/8/80
|
|
Ian Irvin
|
3/1/89
|
|
Lance Dunbar
|
10/1/89
|
J.D.
STANTON, Commissioner
____________________
Printed by
the authority of the Industrial Registrar.